Eventus, Author at Eventus Recruitment Group

21Feb

Eventus Recruitment Finalist for Professional Services Award during exciting period of growth

The Eventus Recruitment Group are delighted to be a finalist for the Professional Services Award at the 2025 Red Rose Awards. Being named a finalist has come at an exciting time for the Lancaster based recruitment company, who are looking to expand their team. They have worked with Lancaster Bid for the last few years as a sponsor, as well as being previous winners of the Bay Business Awards.

During their interview for the Red Rose Awards the team discussed their unique approach to recruitment that contributes to their success, the rewarding working environment and flexibility they offer to their employees, and community / charitable activities they undertake.

Each of the team get gifted CSR days as part of their benefits package to support charities and the local community, and they have just announced Sands as their charity of the year.

The Eventus Recruitment’s Managing Director, Siobhan Courtney, is a Governor at Chadwick High School in Lancaster. Siobhan, along with staff at the school and Inspira, are developing and implementing an employability skills programme for the school’s pupils.

Due to Eventus Recruitment being a go to for many firms in the legal sector, they are now looking for a Recruitment Consultant to join their team in Lancaster. Joining the Eventus Recruitment Group people benefit from hybrid working, enhanced leave and benefits including private healthcare, discounts, maternity / paternity benefits, CSR days and flexible working hours.

Siobhan Courtney, said: “It’s an exciting time for the Eventus Recruitment Group. Due to a high demand for our specialist expertise, we are hiring internally to expand our legal recruitment team. In addition, we are delighted to be a finalist for the professional services award of the Red Rose Awards, and have our fingers crossed for Thursday 13^th March, when the winner will be announced at Winter Gardens in Blackpool.”

To read more about this Recruitment Consultant job opportunity, please click here.

12Feb

How to explain employment gaps in your CV and during job interviews

The importance of explaining gaps in your CV

Picture this: your CV, full of relevant skills, tonnes of experience, perfect grades / certifications, and intriguing hobbies / interests. Sounds great, right? But something is missing… there is a gap in your line of work on your CV for a couple months or years. Having a gap is completely fine, as long as there is a reason for it and that you address it. Maybe you went back to study, travelled the world, became a full-time parent, or just had a longer-than-imagined job-hunting period. Explaining gaps in your CV and at other stages in the job search process, in the right way, is important for impressing potential employers and standing out over your competition.

When applying for jobs, employers are likely to pick up on this gap in your CV and will want to know why there is one. It isn’t necessarily a bad thing, but a chance to provide some understanding to it and transferable skills gained. However, it can be tricky knowing how to address an employment gap on your CV, as it can be awkward, or you may feel embarrassed being out of work. So, here is our advice on how best to explain gaps in employment and talk about them when job searching.

Be honest – fully explain the gap

Be honest. Don’t try to hide or obscure gaps, as most employers will notice them during the initial application and interview process. Instead, address them head-on by explaining the reason behind the gap. Whether it was for personal development, family responsibilities, travel, or health reasons, being transparent shows integrity and builds trust. Frame it positively, outlining what you learned during this gap or how you stayed productive.

Transferable skills - Reframe the Career Gap Positively

Consider what you have learnt during your career gap? Focus on what you did during that time rather than the gap itself. Have you upskilled? Highlight any relevant skills, experiences, or personal growth you gained.

For example, mention if you:

- Took courses or earned certifications.
- Engaged in freelance or volunteer work.
- Focused on personal projects or caregiving responsibilities.

Also, show how skills gained during the gap are relevant to the job. For example, time management, creativity, problem-solving and communication.

Practice explaining the gap for Job Interviews

Before going in for an interview, it’s important to practice how you’re going to explain a gap in your CV. It’s important that you are confident in explaining gaps in your CV during a job interview. You don’t need to memorise word for word what you want to say. But having an idea of how you want to go about will be helpful, so it doesn’t look like you are making up excuses on the spot. For example, know how you being a full-time parent for a year gives you skills for the workplace – organisation, resilience, etc…

Example Answer:

“During that time, I took a step back to focus on [specific activity, e.g., caregiving, upskilling, or personal projects]. It allowed me to gain [specific skills or insights], and I am now eager to apply these to my professional career.”

Use References and Recommendations

Acquiring strong references from previous employers or colleagues can reassure potential employers about your abilities. References about your performance in a workplace will give unique insights into your skills and provide confidence to the hiring employer that you can do the job.

Use a functional CV

If your career gap is large, instead of explaining gaps in your CV, consider using a functional rather than a chronological CV to highlight your skills over specific dates.

A functional CV is an effective way to address gaps in employment by emphasising skills, achievements, and experiences rather than focusing on a chronological work history. This format organises information by categories, such as technical expertise, leadership abilities, or project accomplishments. Allowing jobseekers to showcase their qualifications in a way that aligns with the role they are applying for. By highlighting transferable skills and achievements, a functional CV draws attention away from periods of unemployment, focusing instead on the value you would bring to the position. This approach is particularly useful for individuals returning to the workforce, changing careers, or dealing with inconsistent job histories.

A tailored summary and relevant accomplishments help create a positive impression while downplaying gaps. However, it is still important to display your work history, as hiring employers want to see that you have practical work experience in relevant companies.

Leverage your networks

Did you volunteer or do a project during this time in which you made professional connections that can help you in the future? Explain these connections. Perhaps they could bring you business in your next job or maybe they mentored you during your time off work.

Address the Gap Directly in Your Cover Letter

If the hiring employer requests a cover letter for the job, briefly mention the gap and what you did during that period, especially if it is recent. Focus on how the experience aligns with the job you are applying for.

Remember: Most employers understand that career gaps are common and often unavoidable. Focus on presenting yourself as a strong candidate for the role. Be confident when explaining gaps in your CV, as what you did or learnt during an employment gap can often give you a competitive edge.

For more tips on preparing your CV, click here to view our guide on CV writing, with top tips from our 90 years of combined experience working in recruitment.

CV Support from the Eventus Recruitment Group

At Eventus Recruitment we are specialist recruiters in Law, Finance and Financial Services. For professionals within these sectors we offer support with CV writing and guidance at each stage of the job search process. Contact us for a confidential discussion about your CV and job search. Alternatively, to view our latest job opportunities click here.

“Siobhan Courtney was instrumental in helping me land my current job, which is exactly what I had been looking for. Her professional approach, quick response time, and dedication to finding the perfect fit were truly impressive. She made the entire process seamless and stress-free, ensuring my CV was only shared with potential employers with my explicit consent. I'm very grateful for her guidance, especially in negotiating a competitive salary package. On top of this, she is personable and charismatic, which made me feel super comfortable and made the entire process a positive experience. I could not recommend Siobhan enough!”

Ana, legal professional

04Feb

Financial Planning Recruitment – Emerging Trends and Insights

The financial services sector is rapidly evolving, with financial planning professionals’ preferences changing in terms of what they want from their employer and careers.
In this blog, our Head of Financial Services Recruitment, Duncan McIlroy, has provided us with a detailed and insightful question and answer about these emerging trends from both an organisation and employee side, strategies to recruit and retain top talent, and how the current economic climate is affecting financial services recruitment. From his expert knowledge, Duncan has applied these topics to the world of financial services, giving insights and tips for adapting to them whilst remaining competitive, as well as creating and maintaining a loyal and engaged workforce.

What are professionals in financial planning wanting in their careers and from their employers at present?

Professionals regularly prioritise career growth, job stability, and opportunities for skill development. They also value employers who offer clear pathways for professional progression, support for qualifications, and access to challenging and diverse work. Additionally, the demand for flexible working arrangements continues to increase, as well as competitive pay, and a positive workplace culture.

In regards to a positive workplace culture, financial planning professionals often specify that a supportive, collaborative work environment is key. Furthermore, being equipped with good technology is important in order to do their jobs effectively. This way, they can meet the demands of clients and also work flexibly.

How important is company culture and values to professionals in financial planning today?

Many candidates prioritise workplaces that emphasise integrity, collaboration, and a supportive environment, as these align with their personal and professional goals. A strong, positive culture not only attracts top talent but also helps improve employee retention by creating a sense of belonging and shared purpose.

Are remote and hybrid working arrangements still a key consideration for professionals in the financial planning sector?

The desire to work hybrid continues to increase from my candidates when moving roles. Employers who offer such flexibility gain a competitive edge as offering this means they can attract and retain a wider pool of talent. Employers who are not open to hybrid are limiting their potential talent pool. There is still resistance from some employers to adapt their systems and processes to accommodate this. In my opinion, providing remote and hybrid working arrangements is crucial to an employer’s recruitment and retention strategies within financial planning. Importantly though, it is also the consistency between saying it will be provided and acting on it that is key.

What trends are emerging in the types of benefits professionals are prioritising?

In the financial planning sector, professionals are increasingly prioritising benefits that support their work-life balance, well-being, and personal development. Key trends include:

Flexible working arrangements

Hybrid and remote working models are highly sought after. Offering individuals the ability to balance personal and work commitments more effectively helps to improve their overall wellbeing.

Development Opportunities

Professionals are looking for employers who offer career progression support. For example, funding for professional qualifications and ongoing training, to support professional growth.

These trends indicate that financial planning professionals are increasingly seeking benefits that align with their long-term career goals and overall well-being.

From this, what can employers do to enhance staff retention and attract new employees?

Employers can enhance staff retention and attract new employees in the financial planning sector by focusing on several key areas:

Career Compensation and Benefits

Offer attractive salaries, performance-based bonuses, and tailored benefits such as enhanced pension contributions, health insurance, and study support for professional qualifications.

Career Development Opportunities

Provide clear pathways for progression, access to ongoing professional development, and mentorship programs to help employees grow within the organisation. This ties in with the above point regarding providing study support for professional qualifications, as it supports employee development.

Flexible Work Arrangements

Remote and hybrid working options, which remain a key consideration for candidates in the sector. This is particularly important to show the support of your employees long-term wellbeing at work, and demonstrating that you listen to them.

Positive Company Culture

Foster a supportive, inclusive, and collaborative work environment with a strong emphasis on values, employee well-being, and recognition.

Work-Life Balance

Encourage a balanced workload and implement policies that promote time off and personal well-being, addressing the burnout risks. Ensure your employees take necessary breaks, get fresh air, or take time out for themselves during the work day if you notice signs of stress or burnout.

By addressing these factors, employers can build a reputation as an employer of choice in the financial planning industry.

What skills are employers looking for in financial planning professionals?

Employers in financial planning seek professionals with strong technical expertise in areas like IHT planning, pensions, investments, and financial regulations. Key soft skills include excellent communication, problem-solving, and the ability to build lasting client relationships. Proficiency in financial planning software and a commitment to professional development, such as attaining chartered status, are also highly valued.

What challenges are employers facing when trying to fill specialised roles in financial services?

There is a shortage of highly skilled and qualified professionals, particularly those with advanced financial planning certifications like the Chartered Financial Planner status. Competition for the top talent is intense, driving up salary expectations and making it harder for smaller firms to compete with larger organisations. Additionally, candidates are increasingly prioritising flexible working arrangements and meaningful benefits, as discussed. Unfortunately, this may not always align with what employers are offering.

What role does professional development and upskilling play in retaining talent in this industry?

Professional development and upskilling play a critical role in retaining talent in the financial planning industry. Financial planning professionals often seek opportunities to grow their technical expertise and achieve certifications like the Level 4 Diploma and Level 6 Chartered Financial Planner qualification. These qualifications are offered by various awarding bodies including the CII, CISI and LIBF.

Offering clear development pathways, funding for qualifications, and access to mentors and learning resources keeps employees engaged. Also, it demonstrates an employer’s commitment to their employee’s career progression.

What impact is the economic climate having on recruitment and career progression in the financial planning sector?

The current economic climate in the UK is having a mixed impact on recruitment and career progression within the financial planning sector. On one hand, the uncertainty caused by inflation and economic slowdown is leading some firms to adopt a cautious approach to hiring, with a focus on cost efficiency. This may result in fewer new roles or slower recruitment processes. On the other hand, financial planning remains an essential service, and there is demand for skilled professionals. Particularly there is a demand for those with experience in complex areas like pensions and retirement planning. Career progression is also impacted. This is because firms may prioritise internal mobility and professional development programmes over new hires. Whilst many professionals seek stability and growth opportunities within firms that offer strong support, flexibility, and clear career paths.

At the very start of 2024, we launched a Financial Services Recruitment division at Eventus Recruitment, headed by Duncan himself. With expert knowledge in this sector, we have found financial planning professionals jobs that fully fit their requirements and goals in the sector. Also, we have been able to advise companies on what they can do to improve their recruitment and retention strategies specifically. Combined with our industry knowledge, our annual employment trends survey has confirmed the emerging trends we see in today’s financial planning sector, that have been discussed above. If you are a firm that needs help navigating these ever-changing times, or are a financial services professional looking for their next role, please get in touch. You can contact Duncan at 07950 472004 or duncan.mcilroy@eventusfinance.com. Additionally, we recruit for legal and legal finance roles too. Contact us here if you would like to know more about these sectors.

“Duncan was essential in helping me secure my new job. His dedication, professionalism, and insightful guidance made the entire process smooth and stress free. I would 100% recommend Duncan - he’s wonderful at his job.”

Placed Financial Planner

21Jan

How to stand out to employers in your job search

During your job search, you will be faced with lots of competition from other candidates. Particularly, this is common in highly competitive or skilled industries, like the legal or medical fields. Job searching can sometimes feel complicated, including knowing how to stand out to employers.

This blog explores different ways you can attract a potential employer’s attention. Beating the competition as you have made yourself known and stand out against the crowd. Here is what you can do to stand out:

Do your research

When applying, research the job role and company thoroughly before you even send your application through. From this, you can find key buzzwords to include in your CV, application, and job interview. For example, these could be corporate terms, company values, or industry terms/skills. Keywords are likely to crop up in job descriptions, on the company’s social media accounts, in their marketing, or even in conversations with their staff should you network with them. Automatically, this will grab attention as your corporate vocabulary is a match. Proving that you have done your research, employers will be more invested in getting to know you as you have grabbed their attention from the buzzwords that they use themselves. However, it is important to still be your natural self throughout the recruitment process.

Not only this, but research relevant connections. Perhaps important employees at the company, or well-known names in your industry. Mentioning or talking about these people in the interview proves your further knowledge. Showcasing these networks demonstrates that you know what resources you can leverage in your work to be successful. When mentioning an employee’s, or someone of significance’s name, the interviewer is likely to pause and think, ‘hang on, this person really understands the industry and knows what they’re talking about’.

Tailor your CV / application

Top Tip: Remember to tailor your CV to each job you are applying for. Even if it’s the same job title to previous jobs you’ve applied, each role will be slightly different. As a result, it’s important to tailor your CV and application to every job opportunity. Doing so will enable to specifically mention experience / responsibilities related to the experience / duties mentioned in the job description. Also, if you’ve researched the hiring firm you will be able to mention buzzwords that we discussed above. All of this will enable you to stand out to employers over candidates who don’t tailor their CV. For more CV writing tips, view our guide on making your CV stand-out here.

Decide what you want from your job search and next job

Before starting your job search, consider what you would like to gain from your job search, next job, and future employer. This will prevent you from wasting both yours and the hiring manager’s time on the wrong job fit. Besides, being clear on what you want will enable you to be enthusiastic about the jobs you apply for and focussing your energy on perfecting your job applications.

Make yourself rememberable to employers throughout your job search

During a job search, lots of candidates can go into an interview and answer the questions correctly and with confidence. However, not everyone is remembered, as this isn’t enough.

One way to stand out is to provide specific facts, figures and achievements relevant to the role. When possible, back up what you’re saying with a statistic. How much did you increase X by? This way, interviewers will understand that you aren’t just telling them what they want to hear, but you have substance to what you’re saying. This makes the interview much more memorable, as key numbers and facts will stick out.

Another way to stand out is to go further than the basic requirements. For example, try and find out the interviewer’s name and research them. Do they have any hobbies/interests/skills that are similar to yours? When relevant, you can bring these into conversation to find a common ground with your interviewer. Ultimately, the interviewer is likely to remember you much more, as you are already demonstrating getting along well with a team member.

Show interest in how you want to and can help the firm

Likely, you are being hired for one of two reasons – expansion, or to close a skills gap. Having a skills gap means that there are problems to be fixed. Demonstrate that you are there to fix these problems with a positive attitude. Showcase your ideas or offer a different perspective to the firm that they might not have considered yet that could be successful and of use to them. Further, perhaps have examples ready or a portfolio to show of times when you have faced problems before, and how you came to be the one to solve them. Having evidence to what you’re saying will only impress hiring managers more as it shows you are committed to helping this business.

Show your culture type and demonstrate your commitment to the organisation

Another way to stand out during your job search is to show not only that you are committed to the job role, but the company as a whole. Demonstrate that you are committed to their company culture and show how you fit in with it. Prove that you aren’t just there for a pay check, but also to work and connect with a team of like-minded individuals to achieve success. Show how you can be a brand ambassador. Firms don’t want to hire someone that won’t bring good to their company. Perhaps explain how you want to be involved in the company’s community. Maybe you want to hold networking events with partners / clients / target lists and spread the name of the firm. Furthermore, maybe you want to write blogs/articles for the company’s website, or volunteer in the local community on your company’s behalf.

If you can show a hiring manager that you want to gel in the company, not just work for them, then you will stand out in your job search. By doing this, you will eliminate your competition easily, as you have cared to go the extra mile in representing yourself.

Reach out to hiring managers directly

It can be counterproductive in your job search when you spend time waiting for a specific business to post a vacancy. Use and show initiative, reach out to your target company directly. Get in touch with them and ask what vacancies they have. You might have just saved yourself a fierce fight with other candidates who were waiting for the same opportunity. Hiring managers will be keen to speak with someone who has gone out of their way to get in touch with them. This is because it shows passion, proactiveness, and makes you stand out. Even if the firm isn’t hiring in that current time, they are able to keep you on record and know who you are should any other opportunities arise.

Be assertive

If you get to interview stage, it’s crucial that you are assertive. Dress to impress, go in and make good eye contact, listen for the interviewer’s name and use it throughout. Grabbing attention further as it shows you have listened or acted upon even the basics of things that not everyone does.

Follow up after the interview

However your interview might have gone, an email thanking the hiring managers and reiterating your passion and interest for the role will go a long way. But don’t stop here. If your interview had a heavy discussion around an example of something you have done, why not send over your portfolio or evidence of what you spoke about. Reiterating that the interview and job role is important to you, and you are serious about it. Alternatively, if the interview didn’t go as well as you hoped, this acts as a second chance to win them over, using initiative to rectify a wrong. Ultimately, you are able to separate yourself from your competition in your job search, as they won’t have thought to go the extra mile.

Online presence

Finally, having a strong LinkedIn profile or your own personal website/brand you can show off will set you ahead of competition. Employers are able to see what you’re all about without having to put too much effort into searching, which is what they like. Showcasing what you’re all about, how you can fit in with their team and culture, and that you care about establishing and maintaining a positive image for yourself and the company will ring positive alarm bells in their minds. Also, it’s important to ensure your skills and achievements are reflected in your online medias. We have a blog on creating a professional online profile. Click here to read the blog.

Conclusion - standing out during your job search

Evidently, there are many ways in which you can stand out during your job search. Hopefully, this advice has given you a starting point in levelling up your job search efforts. We understand that a job search is never easy, and that is why we are here to take the hard work off you. Whether that is finding opportunities with our clients, interview preparation, or salary negotiations, we are here to help you secure your perfect role. Should you like help with your job search, please don’t hesitate to contact us and see how we can help you. We support job seekers in the Legal, Finance and Financial Services sectors.

Alternatively, to view our latest job vacancies, click here.

"Siobhan Courtney was instrumental in helping me land my current job, which is exactly what I had been looking for. Her professional approach, quick response time, and dedication to finding the perfect fit were truly impressive. She made the entire process seamless and stress-free, ensuring my CV was only shared with potential employers with my explicit consent. I'm very grateful for her guidance, especially in negotiating a competitive salary package. On top of this, she is personable and charismatic, which made me feel super comfortable and made the entire process a positive experience. I could not recommend Siobhan enough!"

Ana, placed Solicitor

06Jan

Winter Blues: How to Overcome Them

Many people return to work in January, after the Christmas break, feeling the Winter blues.
Winter time can be a particularly difficult time for people with many experiencing seasonal affective disorder (SAD), which is when the decrease in sunlight leads to certain neuro chemical changes which often leads to feelings of sadness and sometimes depression. Everyone can understand that. This sense, is something we can all feel to some extent and that generally when the sun shines we are more inclined to want to leave the house, go out and do enjoyable things and be with people. When it is dark and miserable, people want to shut themselves away and part of that is a lowering of mood.
Here are a few ways you can beat the Winter blues:

Get out and about to beat the Winter blues

Firstly, be prepared and plan, knowing that you may be feeling low. Plan to get out and don’t lock yourself away. Plan things to do that take you out of your home. How about?:
– Planning a nice walk in the countryside fresh air.
– Booking to see a show or a concert.
– Go to that restaurant or cafe that has been on your list to try.

Light Therapy

Many who experience SAD, invest in a light box which triggers daylight and provides the correct type of light in the darker months that would not normally be present.

Additionally, if you prefer waking up gradually to the sunrise in the brighter months, you could buy an alarm clock that has this feature. Growing in popularity over the recent years, these are great to keep that structure and healthy sleep routine.

Exercise

Engage in activities and don’t hide yourself away to mitigate negative feelings. Exercise can be a super way to distract yourself from the dark days and the Winter blues. Exercise improves mood and elevates your mood always. Get out and walk / run, head to the gym with a friend, or make the most of the New Year and try a new sport.

Recently, one of our team at Eventus Recruitment started to play netball again in a friendly league. From this, even as it has got darker and colder, there is motivation for them to get out, see people, interact, and exercise all in one. Give your pre-loved sport a go again!

Talk about Mental Health

The Office for National Statistics Labour Force Survey reported that in 2023 / 24, an estimated 33.7 million working days were lost due to work-related ill health and non-fatal workplace injuries, with 16.4 million being stress, depression or anxiety related (HSE). There is still stigma surrounding mental health which leads many employees to lie about their reason for absence. Businesses should ensure employees feel comfortable discussing mental health matters and support employees if they need time to focus on their mental health. With the right support, this is one small step towards tackling the Winter blues, and the wider problem of mental health.

If you are an employer that would like to improve your mental health focus in your workplace, take a read of our blogs below on what you can implement in order to do better. Also, if you are an employee these blogs will give you ideas of what your employer can offer to support your mental health, so you know what to look out for.

Employee Benefits for mental health and well-being. Read here.
Creating a mental health friendly workplace. Read here.

Employee Assistance Programme

Many organisations pay for an Employee Assistance Programme (EAP). EAPs provide a confidential workplace service for employees. The service provides support for mental health matters by combining in-person, online and over-the-phone support services like counselling and health advice. EAP helps employees deal with work-life stressors, family issues, financial concerns, relationship problems, and even drug or legal concerns.
In addition, private healthcare policies that some employers offer now also includes support for Mental Health.

Meet up with friends and family to ease the Winter blues

When you have the Winter blues, quite often feelings of loneliness and boredom can kick in. These feelings are especially prevalent in January when everything quietens down after the festive season. As a result, arrange some meet-ups with friends or family, even if it’s just for a drink. Getting out and seeing people will boost your mood.

Make plans for annual leave

Commuting to and from work in the dark can add to the Winter blues. Quite often it can seem like we don’t see much daylight when working during winter. As a result, making plans with our annual leave can give us a much-needed pick-me-up. Whether it’s a holiday to warmer climates, a city break or a day-off to binge boxsets or participate in a hobby, it will give you something to look forward to.

In addition, if you don’t see much daylight during winter, the NHS recommends taking Vitamin D. Vitamin D comes from the sun, which we know we don’t get much of in the UK, as well as eating Vitamin D rich foods, such as fish. On the NHS website, they suggest that all adults should consider taking a daily Vitamin D supplement a day in autumn and winter. Research suggests that low Vitamin D levels can contribute to feelings of anxiety and depression.

Goal Setting

Goal setting is great all year around but is particularly motivational when it’s gloomy outside. This is because you have given yourself purpose, and something to work towards. Set aside some time to think about what you want to achieve this coming year, be that in your professional or personal life. How will you achieve these things? When do you want to achieve them by? Constantly reflecting on these goals throughout the darker times and thinking about how you are putting your best foot forwards to achieve them will inspire you to push yourself to success, creating more happiness in yourself.

Also, break your goals into smaller steps. This can reduce feelings of being overwhelmed if they feel out of reach. Remember, celebrate your progress, no matter how small it may be.

Think Long-term and SMART Goals for Success

Defining your goals using SMART will help you be realistic and think about the long term. Be realistic about where you are in your career and what you can expect to achieve in 12 months. The Eventus Recruitment Group offers free careers consultations. Please contact us to arrange a consultation. You may have ideas for your career or job plans, but not know how to achieve them. This is where we can help.

Break your goals down using SMART objectives to ensure they are achievable:
Specific: Relates to an objective having a clearly defined /achievable purpose in mapping to a given goal.
Measurable: Relates to a measurement / metric that enables progress to be measured towards attaining the goal.
Achievable: Relates to ensuring that the measured goal is actually achievable – in practice – rather than simply in theory.
Relevant: Refers to the relevancy / realisticness of the goal to you (different goals may well have different priorities).
Time-frame: Relates to the time frame that has been set in achieving a given goal. For example, is a given goal achievable within the specified time-frame.

An example of a SMART career goal in relation to leadership development is: “By the end of the year, I want to have built my leadership skills by immersing myself in new work-situations, where I will develop in cross-departmental working, strategic planning and mentoring – and have at least 2 more senior people recognise my growth as a leader in the company.

Work-life Balance

Similar to the above regarding making plans for annual leave, ensure you are working in a role that allows you to have the work-life balance you desire. Make sure you have plans pencilled in the calendar, whether that is before / after work, or by using your annual leave to have something to look forward to.

Mindfulness

When you are feeling low, trying a mindfulness flow, such as meditation, yoga, or deep breathing to combat the Winter blues. These can help you to reset, put your mind at ease, and re-energise. Journaling is also a great habit to get into. Being able to write down your thoughts, feelings, and emotions at the end of the day or week can help you reflect. Perhaps you haven’t had as bad of a day as you thought you did! If you are on your mental health journey, it is also a great way to track your progress and to see how far you have come along.

Our Job and the Winter blues

We spend so much time at work, and as a result our jobs can impact our mental health, making the Winter blues worse. If your job is getting you down and your employer can’t make any reasonable adjustments, it could be time to move on. We are specialist recruitment consultants, who offer advice and support at every stage of the job search process to professionals in Law, Finance and Financial Planning.

Take a look at some of our resources below that could help with your job search if you feel it’s time to move on:

CV Writing Tips. Read here.
Interview Tips. Download here.
What to ask in an Interview. Download here.
Creating an Online Profile and Presence. Read here.

Conclusion

Winter definitely isn’t easy, but by following these steps you are on your way to making it a better time to enjoy. Embrace the season as it only comes around once a year, and whilst better days may be coming, don’t waste your days wishing for brighter months. Progress can be made during any time of the year. Importantly, focus on yourself and use it as a time to slow down, reflect, and install good habits into your routine.

If you would like help on strategies to implement to help your employees during the winter months, please don’t hesitate to contact us for advice. Strengthening this aspect of your company will only enhance your recruitment strategy and make you more attractive to job seekers.

Alternatively, if you are looking for a new role where your needs will be truly taken care of, get in touch with us to see how we can find you your perfect role. We are specialists in legal, finance and financial planning recruitment, connecting professionals with like-minded companies.

Siobhan Courtney was instrumental in helping me land my current job, which is exactly what I had been looking for. Her professional approach, quick response time, and dedication to finding the perfect fit were truly impressive. She made the entire process seamless and stress-free, ensuring my CV was only shared with potential employers with my explicit consent. I'm very grateful for her guidance, especially in negotiating a competitive salary package. On top of this, she is personable and charismatic, which made me feel super comfortable and made the entire process a positive experience. I could not recommend Siobhan enough!

Ana, Placed Solicitor

20Dec

Preparing for Virtual Interviews

Are businesses still conducting virtual interviews?

Virtual interviews became popular during the pandemic, as they allowed hiring businesses to continue interviewing for their job vacancies. Although, there has been a move back to face-to-face job interviews, some businesses are still using virtual interviews within their recruitment process. Whether they are being held on Zoom, Microsoft Teams or Skype virtual interviews remain a major part of many recruitment processes.

Why are businesses still using virtual interviews post pandemic?

Businesses have found that virtual interviews give more flexibility to both them and the candidates. Virtual interviews can be done from anywhere, saving time and costs associated with commuting for interviews. They make it easier for candidates to find time to join the interview. We all know how hard it can be to find time for job interviews when working. As a result, businesses will often interview virtually in the initial stages of their interview process. Afterwards, they will interview the candidates they would like to take forward in face-to-face interviews.

How do I prepare for virtual interviews?

Like any interview situation, preparation is key. Obviously, you should still carry out your normal interview preparation including thinking about questions to ask the interviewer and preparing answers to questions you expect to be asked.

For those who aren’t tech savvy, virtual interviews can be daunting. However, they don’t have to be. Preparing for virtual interviews will ensure that they go smoothly. Here are a few ways you can make sure you are fully prepared for your next online interview.

Test your technology when preparing for virtual interviews

It might seem obvious but one of the most important things to do before a virtual interview is to check your technology is working properly. Hiring companies are used to hosting virtual job interviews, so they should tell which platform they are using. However, if they don’t enquire which platform they use in advance of your job interview. This will allow you to get step up and test that the platform is working / updated on your device prior to your job interview.

In addition, check your WIFI, microphone and sound. You don’t want to be cut off halfway through by a poor internet connection or have the interviewer struggling to hear you because your microphone isn’t on properly. Why not have a test run with a friend or family member? Set your device up where you intend to sit for your interview and video call someone to check your connection, video and sound quality.

Be ‘interview ready’

As with any interview it is key to make a good first impression. Make sure that you are sat somewhere quiet where you will not be interrupted. It is also a good idea to think about your background. If possible, sit with your back to a blank wall to create a more professional setting. In addition, make sure to dress professionally as you would for a face-to-face interview. Don’t be sat in hoodie, as the interviewer will notice.

Finally, make sure that you are organised and have everything next to you that you may need. This could include a notepad and pen, a copy of your CV and a glass of water.

Speak clearly during online interviews

In order to make sure your online conversation flows well remember to speak clearly and slightly slower than normal. This should prevent callers from speaking over each other and will mean you can be clearly understood.

Be aware that you are on camera

Ensure that throughout the interview you remain engaged in the video, maintaining eye contact with the interviewer and facing the camera as much as possible, even when taking notes. In addition, think about your body language and how you are sitting. So, you can create a positive impression and show that you are fully engaged.

Be on time

Finally, make sure that you are on time. Have everything prepared and be logged on a few minutes before the call so that as soon as the interviewer joins you are ready to begin.

Conclusion

A Practice Manager of a Lancashire Law firm commented that as well as being more ‘Covid friendly’ conducting a video interview allows the firm to asses the candidates’ ability to use technology and to see how well they communicate over video call. Afterall, with many people now working hybrid, it is likely that successful candidates could be expected to communicate with colleagues and clients virtually rather than in person.

Hopefully, these hints and tips will help you feel more prepared for your next online interview. Good luck!

Job search support

If you are job hunting in the legal, finance or financial services sectors and would like job search support, register with us here. We are specialist recruitment consultants who offer support to professionals at each stage of the recruitment process, including interview preparation.

Volume vs. Specialist Recruitment

Volume Vs. Specialist Recruitment: Key Differences

Recruitment is a crucial process for any company, involving the search, application screening, interviewing, selection and onboarding of new employees. Many companies choose to partner with recruitment agencies to make this process more efficient. However, not all recruitment agencies operate in the same way—some focus on volume recruitment, while others specialise in specialist recruitment.

Understanding the difference between these two approaches is vital for making informed decisions when hiring. This blog will help you explore the key differences, enabling you to select the right recruitment partner for your specific needs. By doing so, you’ll ensure a more effective and efficient hiring process for your business.

Whether you’re hiring for multiple roles, temp staff, or searching for niche expertise, choosing the appropriate recruitment consultant is essential to achieving your objectives.

Firstly, what are volume and specialist recruitment?

Absolutely there is a place in the market for both volume and specialist recruiters. Both serve completely different purposes.

A volume recruiter services a client in the need for efficiency, where the skillset may be more straight forward. Industries that utilise volume recruitment to their advantage can include the likes of call centres, manufacturing, retail, and hospitality. Short-term roles or companies with high turnover are also likely to fall under this style of recruitment.

On the other hand, a specialist recruiter is for when a role is more niche or technical. The candidate source may be refined and smaller, with more specific requirements. Legal, Healthcare, IT, Finance and Engineering are some examples of industries requiring a more refined approach to recruitment, and a much longer-term approach.

Efficiency Focus

Mostly, volume recruiters optimise for speed and efficiency across many hires. The process is built to scale efficiency. Aiming to fill multiple roles quickly across various sectors, volume recruiters focus on high numbers. Often, this comes as a cost of building less long-term relationships. In turn, this means a lot of these placements are a one-time transaction, without return custom from the client as no relationship was formed.

Contrastingly, specialist recruiters tend to invest more time in building relationships with clients and candidates. Thus, maintaining a network of top talent in a specific field. Investing considerable time in each placement, specialist recruiters take a more targeted approach. Concentrating on fewer, yet high-quality candidates in that specific area. Whilst placement rates may be less than volume recruiters, a specialist ensures long-lasting hires ensuring a perfect candidate is placed for the role.

Time Spent on Placements

Less time is spent on each individual hire when it comes to volume recruitment. Allowing efficiency and a high rate of placements. They prioritise speed, however this may be at the cost of lack of depth in certain industries. Yet in a high turnover organisation, such as a call centre, speed is essential.

Frequently engaging with candidates over longer periods of time, specialised recruiters can align them with highly specific roles. Likewise, specialist recruiters will prioritise building long-term relationships with hiring firms. These placements can take a long time, as their aim is to ensure that the perfect match is made for the long-term. Ultimately, saving recruitment costs of having to re-hire again in the short-term. Time is spent on building relationships with both candidates and firms. In the legal and financial services sectors, this often means understanding not only the technical requirements, but also the cultural nuances of the firm. Understanding goals/preferences, ensuring alignment with specific job and personal requirements, and company cultures, make these placements long lasting.

Key Characteristics of Volume Recruitment:

Key Characteristics of Specialist Recruitment:

High Volume of Roles: Designed to fill many positions at once.
Standardised Processes: Recruitment often follows a uniform process, including automated systems with less detail for speed, and shorter assessments and interview processes.
Quick Turnaround: Prioritises speed to ensure roles are filled promptly, often due to high turnover rates or seasonal demand.
General Skills: Focuses on candidates with broad, transferable skills rather than niche expertise.

Best For:

Entry-level positions.
Temporary or seasonal roles.
Organisations with large-scale recruitment needs.

Niche Expertise: Recruitment agencies often have in-depth knowledge of the industry or sector they specialise in.
Bespoke Processes: Tailored search and selection processes to identify candidates with the exact skills and experience needed.
Longer Timelines: Recruitment may take more time to find the perfect candidate for the role, due to more detailed search processes to find the right professionals.
High-Quality Talent: Emphasis on sourcing top-tier candidates with specialised skills, qualifications, and experience.

Best For:

Senior or executive positions.
Roles requiring rare or highly technical / niche skills.
Companies looking to build strategic, long-term teams.

Here’s a comparison of the pros and cons of volume recruitment and specialist recruitment to help you weigh your options:

Volume Recruitment

Specialist Recruitment

Pros:

Efficient for High Number of Vacancies: Ideal for businesses needing to hire a large number of employees quickly in same or similar roles, such as during seasonal peaks or expansions.
Cost-Effective: Economies of scale make volume recruitment more affordable per hire, often using automated systems to save time and money.
Streamlined Processes: Standardised hiring procedures enable quicker turnaround times and simplified workflows.
Broad Talent Pool: Casts a wide net, increasing the chances of quickly filling vacancies with generalists.
Flexibility: Suited to hiring for entry-level, temporary, or high-turnover roles.

Cons:

Limited Customisation: By focusing on quantity can result in less tailored recruitment processes, which may overlook individual strengths and overall suitability to role.
Quality: High-volume hiring can prioritise speed over finding the best candidate, leading to potentially hiring the wrong person and increasing the possibility of having to re-hire. Lack depth in certain industries.
Retention Issues: Quick hiring for high-turnover roles may lead to challenges in retaining employees.
Lack of Specialised Skills: This approach may not be suitable for roles requiring unique expertise or advanced qualifications.

Pros:

Expertise in Niche Markets: Specialist recruiters understand the complexities of specific industries and roles, making them skilled at sourcing top talent.
Tailored Approach: Recruitment processes are tailored to ensure candidates fit the precise skills, qualifications, and cultural needs of the organisation. Specialist recruitment consultants invest considerable time in each placement, building relationships with candidates, understanding their goals/preferences, and ensuring alignment with specific job requirements, person requirements company cultures etc…
High-Quality Hires: Focuses on finding the most qualified and suitable candidates, often resulting in stronger long-term hires.
Strategic Value: Suitable for critical roles or positions where the right hire can significantly impact the business.
Industry Insights: Specialist recruiters often have access to exclusive networks and deep market knowledge.

Cons:

Time-Intensive: The tailored and precision of specialist recruitment can mean longer lead times to fill roles.
Higher Costs: Premium services and niche expertise often come with a higher price tag.
Smaller Talent Pool: A focus on specific qualifications and experience may narrow the pool of available candidates. However, this is expected for highly qualified or technical roles.
Not Ideal for Bulk Hiring: Due to timescales, specialist recruitment is less suited to high-volume hiring needs, making it impractical for businesses seeking rapid scaling.

Conclusion

Both volume and specialist recruitment play important roles, depending on the hiring company’s needs. Choosing the right approach depends on your industry, organisation’s goals, the nature of the roles, and your long-term business strategy.

The Eventus Recruitment Group

At The Eventus Recruitment Group, we are specialist recruitment consultants in legal, legal finance, and financial services recruitment. Taking a unique approach to recruitment, we put our clients and candidates at the forefront of everything we do. In order to create long lasting, working partnerships, we will only match a candidate to a company if it is 100% right for both sides. Acting as an extension of a HR function, not only do we match placements, we also advise on recruitment and retention strategies, succession planning, employee benefits, and how to ensure all employees feel valued in the workplace. Whilst our recruitment processes are longer than that of a volume recruiter, we offer deep and thorough insights, which result in long-term hires aligned with your values and goals, be that for an individual or a firm.

If you require help with your recruitment process or job search, please don’t hesitate to contact us here.

Confidence in job market is high and less people satisfied with their work-life balance

New research has found that confidence in the job market is high, with more people job searching due to being dissatisfied with their work-life balance and support / progression opportunities offered by their employers.

Eventus Recruitment’s annual survey of over 750 professionals within the professional services sectors explores trends regarding employers, employees’ preferences, employee benefits, work-life balance, career progression and emerging themes in the job market.

Confidence is high in the job market

A key finding is that confidence has increased in the job market in the last 12 months. Over 70% professionals are either actively or passively job searching. In addition, 50% can’t see themselves working for their current employer longer than 12 months, an increase of 18% from the last survey. Although, it’s good news for companies that are expanding, it’s bad news for retention strategies. The survey found that only 40% of people are fully engaged in their work, a decrease of 15% from last year. This could partly be due to less people working their ideal working pattern and an increase in people feeling unsupported in their job and with their career goals. On top of this, ineffective support / management, poor work-life balance and lack of progression opportunities were voted as the main motivators for job searching.

Decline in people satisfied with their work-life balance

Another key finding is that only 40% are satisfied with their work-life balance, a decline of 9% from last year. In addition, 62% said their employer could do more to support their work-life balance.

Furthermore, there’s an increase in people wanting some hybrid working. An increase in hybrid working was voted as the main improvement that employers could make to improve work-life balance. Today, only 7% would like to work in the office full-time, a decrease of 5% from 12 months ago. This comes at a time when more firms are wanting employees back in the office. Currently, 70% of people can work from home at least one day a week. The most common hybrid pattern is working 2 days a week from home, with just under 25% of respondents working this pattern. In addition, only 35% said their employer implements a home working policy fairly across all teams.

Employee Benefits

The top 5 benefits ranked most important in a benefits package are salary / bonus, flexibility over working hours, holiday allowance, flexibility over working location, and pension contributions. 56% of people are satisfied with their current pay, which has increased from last year. However, only 43% have had salary reviews in the last 12 months, a decrease of 11%. Also, when it comes to holidays, only 10% of companies within professional services are offering statutory holidays. The most common holiday pattern is 25 days holidays. Interestingly, 62% of people who can’t buy and sell holidays would like to be able to. As a result, if companies don’t offer the option to buy and sell holidays, it could be a great additional benefit, offering flexibility to both employees and the company.

Four day working week

The employment and work trends survey also asked about a four-day working week, which is still being trialled internationally. Overwhelmingly, 69% of people said that they would benefit from working a four-day working week and that they feel they would be able to work a four-day working week in their role. Interestingly no-one who works a shorter week voted that they don’t see any benefits. This suggests that everyone who works a shorter week benefits in some way from it.

Progression

In addition, when it comes to progression 49% feel the need to move companies for their career goals. 43% of people said they would like to progress into a higher position and a further 24% said they would like to change positions or enter a new sector. From the research, it is clear there is a lack of communication about progression opportunities which is causing confusion among professionals. With 44% feeling there’s no progression opportunities within their current firm and a further 25% unsure, it’s important that employers are open and clear about progression and promotion opportunities within their firm. However, this year there’s less people wanting to progress – 31% said they are happy at their current level or position. This could be because people are valuing job security, salary, flexibility and a work-life balance more than in previous years. As a result, employer’s focus needs to be on retaining these individuals and implementing ways to support them day-to-day within their role.

Recruitment and Retention

Amy Watson, Director of the Eventus Recruitment Group, said: “People’s confidence in their sector and the jobs market has increased and they are not being deterred from progressing with their career goals or seeking a rewarding work environment. The survey found that 70% are either actively or passively job searching at present, an increase of 12% from last year. As a result, in order to retain your top employees, it is vital to have regular conversation with employees about well-being at work, work-life balance and progression, make use of Employee Development Plans for those wanting to progress, and have annual reviews of salaries and benefits packages. By listening, rewarding and creating environments where people are satisfied will enable your recruitment and retention strategies to succeed.”

Full Work Trends and Employment Attitudes Survey findings

To read the full report, Eventus Recruitment’s recommendations and what the survey findings mean for your recruitment and retention strategies, download the report below.

Get support with your recruitment and retention strategies

If you are hiring in the legal or financial services sectors in England, Wales or Ireland we have a team of dedicated and professional consultants to support your recruitment strategy. We take time to always fully understand our clients’ culture and offerings. So, that we genuinely feel like an extension of their firm when approaching candidates they’d like to meet.

27Nov

How to find the right recruiter to support your job search

How to find your perfect recruiter to support your job search

Navigating any market in today’s times can be challenging, due to ever changing demands and regulations. At Eventus Recruitment, we are specialists in legal, legal finance, and financial services recruitment. We help countless professionals with their job search and find roles that align not only with their skills but with their broader career ambitions. Here’s why partnering with a specialist recruiter could be the key to unlocking your next opportunity.

1. Recruiter's Expertise and Personal Insight

Developing an area of expertise, recruitment consultants are able to gain a comprehensive understanding of the market landscape, key players, and local trends. Recruiters that specialise in a specific area are able to access unique insights into companies hiring plans and their company culture. This enables the recruiter to support your job search and match you completely to a job role.

2. A Personalised Approach to Your Career

By building long lasting relationships with you, it ensures that your recruitment consultant can work closely with you to gain an understanding of not only your professional qualifications, but also your career aspirations. Strong recruiters will take the lead in your job search and spend the time getting to know you properly. This means they learn more about you than just what you want out of your next role. It is important for recruiters to take the time to tailor career opportunities to your goal. A good recruiter ensures the roles presented to you align with where you want to go in your career.

At Eventus Recruitment, we pride ourselves on establishing these long-term partnerships and take time to get to know you completely. Thus, we can be thorough in helping with your job search.

3. Open and Honest Communication from Recruiters

In the competitive sectors, transparency is essential. Your recruitment consultant needs to be committed to giving you clear, honest feedback throughout the process. Whether it’s preparing for interviews or managing negotiations, you always need a clear understanding of where you stand. This ensures that, together, you and your consultant make informed decisions at every step of your journey.

Transparency is one of our core values at Eventus Recruitment, being open in everything we do. Upfront about the way we work, we are a reliable service to those on their job search.

4. Exclusive Opportunities You Won't Find Elsewhere

Top recruitment consultants are able to develop extensive networks within your region. These networks include relationships with local firms and hiring managers. Thus, opening access to opportunities before they’re advertised, and jobs that might not always be advertised. By building strong relationships with local firms, your recruitment consultant can spot roles perfectly matched to your skills and aspirations. Additionally, your recruiter will be able to get you in ahead of your competition who lack these networks.

5. A Focus on Long-Term Cultural Fit

It’s not just about finding a job; it’s about finding the right firm where you can thrive. Placing strong emphasis on understanding your preferred working culture and matching your values is essential for finding your perfect role. Firm culture can vary widely, so it’s important for your recruiter to take the time to find a fit that works both professionally and personally. Good recruiters will have long-standing relationships with firms in your region. Consequently, they will thoroughly understand their company culture, values and team structure. As a result, these recruitment consultants will be able to advise which firms would be right for you once they’ve got to know you and your career aspirations.

6. Focused and Personalised Representation from Recruitment Consultants

Rather than having multiple consultants flood the market with your CV, a much more measured approach is required in a successful job search. By choosing a recruitment consultant who works closely with firms, your profile is presented with care and consideration, giving you the best chance to secure the perfect role. Resultantly, this strategy protects your professional reputation and avoids the negatives of overexposure to employers. However, we suggest that you don’t work with too many recruiters at the same time. So, that you avoid your CV being sent to the same companies and making you look desperate.

Keep track of where recruiters send your CV

It’s important that you know which firms your recruiter sends your CV to, in order to avoid repetition. A good recruiter will always discuss the firms with you first and ask your permission before sending your CV. If a recruitment consultant sends your CV to a firm without your permission, this a red flag.

Here, at Eventus Recruitment, we always have a discussion and ask for your written permission before we send your CV to firms.

7. Strategic Market Insights Tailored to You

This is much more than providing just job leads. Demonstrating commercial awareness and offering insights into what’s currently happening in your industry and area is key from recruitment consultants. From salary expectations to firm growth trends, recruiter’s advice should be grounded in local market knowledge, to excel your job search. This helps to prepare you for interviews, going into them with total knowledge about the market. Also, it positions you to make informed decisions that suit your long-term career objectives.

8. Recruiters Offer Vital Support Throughout Your Job Search

Recruiters should be taking the lead in your job search and essentially take away the hard work for you. At Eventus Recruitment, we can help with CV writing, tailored career advice, interview preparation, managing negotiations with firms such as salaries, benefits, and start dates. By having a recruiter do this for you, it saves you time. Your recruitment consultant can represent you to firms to a high standard, putting you above other candidates. It’s important that you get a good recruiter who will put 100% into your job search and is in it for the long haul, instead of just wanting a quick placement.

9. Your Career Is Our Priority

Passion for helping professionals progress and succeed is the key for you finding the right recruiter. Guarantee success in your job search by ensuring your recruitment consultant is in it for the long term as much as you are. Every step of your journey, they should be there to support you – from the initial conversation to negotiating the final offer and beyond. This is exactly how we support you at the Eventus Recruitment Group. Our goal is to ensure that the move you make is the right one for you, both now and in the future.

Conclusion

Choosing the right recruitment consultant can make all the difference in your job search and securing your next role. With a personalised, thoughtful approach and in-depth local knowledge, Eventus Recruitment are here to ensure your next career move is the right one. Whether you’re actively seeking a new role or just exploring your options, having a recruiter who understands your aspirations and the regional market is invaluable. Feel free to contact us here, and we are more than happy to discuss your options, offer you advice, or whatever else you may need.

Written by Nikki Phillips, Senior Recruitment Consultant at The Eventus Recruitment Group.

Choosing the Right Recruitment Consultant

Choosing the Right Recruitment Consultant - A Guide for Success

In today’s competitive landscape, firms often find themselves approached by multiple recruitment consultants eager to assist with filling a vacancy. With so many options available, how can firms determine which consultant will truly add value to their recruitment process? How can firms be sure that they are choosing the right recruitment consultant for them? Guiding firms, here are some key considerations to make the best choice. Simultaneously, these will ensure a strong partnership is established for future hiring needs.

1. Evaluate Industry Knowledge and Expertise

When choosing the right recruitment consultant, firms should prioritise those with a deep understanding of the sector, and the geographic. Consultants with specific expertise will have vital insights into market trends, candidate qualifications, and the unique demands of various roles.

At The Eventus Recruitment Group, we pride ourselves on our specialised knowledge in the legal, legal finance, and financial services sectors. Ensuring we provide our clients with candidates who both meet the technical requirements and fit within the firm’s culture.

2. Assess Track Record and Success Stories

Look for a recruitment consultant who can demonstrate a proven track record of successful placements within your hiring sector. Ask for case studies or testimonials from previous clients to gauge their effectiveness. Sharing success stories, particularly within similar firms/roles, proves the necessary experience to navigate your specific hiring challenges. This way, you can ensure you are choosing the right recruitment consultant in regards to your hiring sector needs.

3. Consider Communication and Relationship Building

Effective communication is paramount in recruitment. Consultants who actively listen to your needs, maintain transparency throughout the process, and provide regular updates elevate the recruitment experience. Building a strong relationship with your consultant fosters trust and ensures they have a genuine understanding of your firm’s ethos and requirements.

Emphasising open communication, at Eventus Recruitment Group, we take the time to truly understand our clients’ needs and check-in regularly. Therefore, we are ensuring a tailored approach that reflects the firm’s values.

4. Evaluate the Consultant's Network and Resources

A well-connected recruitment consultant can significantly broaden the talent pool available to your firm. Evaluate the strength of their network and the tools they employ to source candidates. Consultants who utilise innovative sourcing methods open up a whole new realm of candidates. Social media or industry events can uncover hidden talent that may not be actively seeking new opportunities.

5. Prioritise Cultural Fit

Beyond skills and experience, it’s crucial to consider how potential candidates will fit within your firm’s culture. Taking the time to understand your firm’s values and work environment is crucial. Choosing the right recruitment consultants who do this will be better positioned to identify candidates who will thrive in your specific setting.

Always, Eventus Recruitment place a strong emphasis on cultural alignment. Hence, ensuring that the candidates we present not only meet the technical requirements but share the firm’s values and vision.

6. Understand the Risks of Multiple Consultants

Choosing the right recruitment consultant ideally means choosing only one. While it may be tempting to engage several recruitment consultants simultaneously, doing so can lead to confusion and frustration. When multiple consultants approach the same candidates, it can create a perception of desperation, making your firm appear less attractive to top talent. Instead, focus on building a solid relationship with a select few consultants who truly understand your firm and its needs. This targeted approach enhances your firm’s reputation and fosters a more streamlined recruitment process.

7. Looking for Strategic Insight and Guidance

The recruitment process should be a strategic partnership rather than a transactional interaction. A valuable consultant will provide insights and guidance on market conditions, salary benchmarks, and candidate expectations. This strategic approach can aid firms in making informed decisions and streamline the hiring process.

8. Trust Your Instincts

Finally, trust your instincts. If a consultant demonstrates a genuine passion for your firm and the recruitment process, it translates into better results. A positive rapport can make a significant difference in navigating the complexities of recruitment.

Conclusion

Choosing the right recruitment consultant is a critical decision that can impact the success of your hiring efforts. By prioritising industry knowledge, communication, cultural fit, and strategic insight, firms can ensure they select a partner who will add real value.

At Eventus Recruitment Group, we are dedicated to supporting firms in law and financial services in finding the right talent that aligns with their goals. We believe in fostering strong relationships and delivering tailored solutions that meet the unique needs of our clients. In addition, all our recruitment consultants are sector and geographic recruitment specialists. If you are a hiring manager looking for your next top talent, or a professional on the job search, contact us here.

Written by Nikki Phillips, Senior Recruitment Consultant at the Eventus Recruitment Group.

The team at Eventus Legal always take time to fully understand the needs of the business and each role they are involved with, putting forward only those candidates who closely match our requirements. Feedback from successful candidates sourced by Eventus Legal has been excellent and they offer full support throughout the whole process from initial stages to job offer.

Marsden Rawsthorn Solicitors

31Oct

Siobhan Courtney escapes jail and raises over £1,100 for St John’s Hospice

Thanks to your donations the Eventus Recruitment Group’s Managing Director Siobhan Courtney was freed from Lancaster prison on Wednesday 30^th October 2024 at 3pm.

Siobhan’s arrest

At 10 am on the 30th October 2024, Siobhan was “arrested” by Lancaster Police having been reported by her colleagues for her excessive chatter and was escorted to Lancaster Castle with 31 other workplace criminals and locked up in HMP Lancaster Castle. For her successful bail, we had to raise £999 for St John’s Hospice by the end of the day.

Siobhan’s release

It was touch and go as to whether she would be released due to Siobhan being late back to the line-up after visiting time and being caught wearing extra layers of clothing in which she may or may not have used to smuggle contraband into the prison. However, thanks to the donations of our wonderful clients, family, friends, colleagues and local law firms the bail money was raised for Siobhan’s release. In total your donations exceeded the bail amount and raised a whooping £1,133 for St John’s Hospice. A charity that is vital within our community and is close to the hearts of everyone in Lancaster and the surrounding areas.

After formerly working as a Prison Officer, Siobhan enjoyed her return to Prison – perhaps a little too much, as when on her release the Prison Officer told her to “behave herself”, she responded “NO”.

Thank you for your donations to St John’s Hospice

We would like to express a huge thank you to everyone who donated and to St John’s Hospice for arranging such a fantastic fundraising event. Although the Eventus team were grateful for day of peace and quiet in the office, they are thankful to have Siobhan back with them and with new prison stories to tell.

Before her release, Siobhan recorded a video of thanks from her cell and explains how valuable your donations are. Watch the video below.

22Oct

Employment Trends Report Available Now

Confidence in the job market has increased, whereas satisfaction with employers has decreased

The Eventus Recruitment Employment Attitudes and Work Trends 2024 survey report is now available to download, and we are excited to share our findings and insights with you. We carry out this survey annually to assess how work trends differ year on year. From this, we provide you with unique insights into the preferences of your employees / future employees and recommendations to enhance your recruitment and retention strategies. This year, the Employment Trends survey has revealed that confidence in the job market has increased from 12 months ago.

Our survey was sent out to professionals and shared on our social media channels, reaching employees from a range of sectors such as legal, finance, financial services, and more. It delved into topics such as working environments and preferences, employee benefits, work-life balance, career motivators, and progression. Furthermore, we also asked about emerging trends over the last 12 months, like the 4-day working week.

Download Employment Trends Report

Employment Trends Report: Key Findings

As our survey covered a range of topics, there’s many key findings within the report. However, here’s a snippet of some of the findings:

70% of people are actively and passively job searching, with confidence increasing in the job market.
The majority of people would prefer some hybrid working.
89% of people take into account employee benefits when job searching.
Only 11% don’t consider employee benefits when deciding on which jobs to apply for.
Recruiters remain the go-to resource when a person comes to job search.

Employment Trends Report: Key Takeaways

So, what do these findings all mean? Whilst it’s great to see differences in work trends year on year, they are no use if you don’t act by them. Utilising these findings to tweak and better your recruitment and retention strategies is a great way to showcase that you are listening to what your employees and potential employees want. Let’s discuss the key findings in further detail and see what they mean for your business.

Firstly, 70% of people are actively and passively job searching. This highlights that it is absolutely essential to have a strong retention strategy in place. This will ensure your own top talent does not become part of this figure. Some ways to improve your retention strategy are:

Give your employees a voice and bring in initiatives that they ask for
Regularly meet with your employees and review not only their salary but their goals as well
Ensure you have a competitive benefits package and support flexible working

Furthermore, this statistic is great if you are looking to expand. It implies you should have a thorough recruitment plan in place. If you would like help with your recruitment or retention strategies, then please contact us here.

Secondly, the majority of people would like some hybrid work. Hybrid working has become ever so popular particularly since the pandemic, as it allows for a good work-life balance and more flexibility.

To read more, download the full Employment Trends Report below.

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The importance of explaining gaps in your CV

Be honest – fully explain the gap

Transferable skills - Reframe the Career Gap Positively

Practice explaining the gap for Job Interviews

Example Answer:

Use References and Recommendations

Use a functional CV

Leverage your networks

Address the Gap Directly in Your Cover Letter

CV Support from the Eventus Recruitment Group

What are professionals in financial planning wanting in their careers and from their employers at present?

How important is company culture and values to professionals in financial planning today?

Are remote and hybrid working arrangements still a key consideration for professionals in the financial planning sector?

What trends are emerging in the types of benefits professionals are prioritising?

Flexible working arrangements

Development Opportunities

From this, what can employers do to enhance staff retention and attract new employees?

Career Compensation and Benefits

Career Development Opportunities

Flexible Work Arrangements

Positive Company Culture

Work-Life Balance

What skills are employers looking for in financial planning professionals?

What challenges are employers facing when trying to fill specialised roles in financial services?

What role does professional development and upskilling play in retaining talent in this industry?

What impact is the economic climate having on recruitment and career progression in the financial planning sector?

Do your research

Tailor your CV / application

Decide what you want from your job search and next job

Make yourself rememberable to employers throughout your job search

Show interest in how you want to and can help the firm

Show your culture type and demonstrate your commitment to the organisation

Reach out to hiring managers directly

Be assertive

Follow up after the interview

Online presence

Conclusion - standing out during your job search

Get out and about to beat the Winter blues

Light Therapy

Exercise

Talk about Mental Health

Employee Assistance Programme

Meet up with friends and family to ease the Winter blues

Make plans for annual leave

Goal Setting

Think Long-term and SMART Goals for Success

Work-life Balance

Mindfulness

Our Job and the Winter blues

Conclusion

Are businesses still conducting virtual interviews?

Why are businesses still using virtual interviews post pandemic?

How do I prepare for virtual interviews?

Test your technology when preparing for virtual interviews

Be ‘interview ready’

Speak clearly during online interviews

Be aware that you are on camera

Be on time

Conclusion

Job search support

Further reading on job interview preparation

Volume Vs. Specialist Recruitment: Key Differences

Firstly, what are volume and specialist recruitment?

Efficiency Focus

Time Spent on Placements

Key Characteristics of Volume Recruitment:

Key Characteristics of Specialist Recruitment:

Best For:

Best For:

Volume Recruitment

Specialist Recruitment

Pros:

Cons:

Pros:

Cons:

Conclusion

The Eventus Recruitment Group

Further Reading

Confidence is high in the job market

Decline in people satisfied with their work-life balance