Eventus, Author at Eventus Recruitment Group

25Mar

From Submission to Celebration: Reflecting on our Red Rose Awards Triumph

As I sit here, our wonderful Red Rose Award trophy catches the light, a tangible reminder of our recent success at the Red Rose Awards 2025. The journey from writing our initial submission to standing on that stage was a whirlwind. Lots of hard work, nervous anticipation and ultimately immense pride went into the process.

The beginning…

It all started with a blank page as we crafted our submission for the Red Rose Awards 2025 Professional Services category. Crafting the submission was a meticulous process. We poured over data, client and candidate testimonials, and internal feedback from our annual employee survey. Resultantly, we were able to tell the story of Eventus Recruitment Group, demonstrating our commitment to creating a supportive work environment and consistently exceeding client expectations.

Announced as a Finalist – Time to Impress

Then came the nail-biting wait for the finalists to be announced. We were relieved and excited to be named as one. So, the next step was the interview, a daunting but ultimately rewarding experience. We decided to showcase our company culture by telling the judges about our work within the industry and also the community. Previously, we’ve been finalists but not winners, so this was a new approach to the judging stage we risked to take. Luckily, it paid off. We also shared a short video featuring some of our team members sharing their experiences of life here at Eventus. Insightful questions from the judges pushed us to articulate our values and strategies in a clear and concise manner.

The Red Rose Awards Ceremony – A Night to Remember

The Red Rose Awards ceremony itself was an incredible experience. The atmosphere is always electric, filled with the energy of Lancashire’s best and brightest businesses. When they called out Eventus Recruitment Group as the winner of Professional Services Award we were so delighted. It was wonderful to hear the cheers! It was a truly surreal moment, a culmination of all the hard work and dedication of our team.

As Siobhan, Duncan and I accepted the award it was a moment I’ll never forget… a validation of our values, passion for connecting legal professionals with the right opportunities, sense of community and being a wonderful place to work. The recognition has given us an even bigger boost. Personally, as the specialist recruitment consultant for the legal sector in Lancashire, it meant so much for us to be up there with so many wonderful award winners!

Only later did we hear the judges comments as we were so caught up in the moment. They said:

“From the moment they walked in we were blown away by the passion, care and how well they treat their team and clients. There’s a real sense of community and doing for others, which clearly stood out. There’s a clear strategy and Eventus is putting infrastructure in place to make that happen.”

This just further demonstrated that we got across who we are and what’s important to us as a business. It was exactly what we wanted to demonstrate to the judges in our presentation and interview, so we couldn’t have been happier with such a wonderful testimony.

In the end…

Winning the Red Rose Award is more than just a trophy. It’s a symbol of our dedication, hard work and the vibrant business community in Lancashire. It’s a reminder to always strive for excellence, to invest in our team and to continue providing exceptional service to our clients. We’re incredibly proud to be a part of the Lancashire business landscape and we’re excited to see what the future holds. Here’s to continued success and even more roses in the years to come!

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

Professional Services Award Winners

The Eventus Recruitment Group are Red Rose Awards Winners

We are celebrating after winning the Professional Services Award at the Red Rose Awards on Thursday 13^th March 2025.

In the Professional Services Award Category, we were up against some of Lancashire’s top businesses, including finance, financial services and health and safety firms.

The Red Rose Awards

The Red Rose Awards celebrates business excellence across Lancashire.

Judges’ Comments

We were over the moon with the judges’ feedback, as it sums up our passion for what we do perfectly: “From the moment Eventus Recruitment walked in we were blown away by the passion, care and how well they treat their team and clients. There’s a real sense of community and doing for others, which clearly stood out. There’s a clear strategy and Eventus is putting infrastructure in place to make that happen.”

About the Eventus Recruitment Group

At the Eventus Recruitment Group, we are dedicated to transforming lives and businesses through our innovative and unique recruitment services. Founded in 2011 by Siobhan Courtney, we have grown from strength to strength, expanding our expertise beyond legal recruitment to also encompass finance, accountancy, and financial services sectors. Our bespoke approach ensures that we get to know our clients and candidates personally, enabling us to quickly establish the perfect match for talented professionals and businesses. With a team boasting over 100 years of combined experience, we are committed to excellence, value, ethics, and trust. Our mission is to create positive and supportive workplace cultures, fostering long-term relationships that facilitate career and business success.

Would you like a rewarding career in recruitment?

At the Eventus Recruitment Group, we are currently looking for a Recruitment Consultant to join our award winning team in Lancaster. You will benefit from a market leading benefits package, that includes uncapped commission, enhanced annual leave, hybrid and flexible working options, Westfield Health and Rewards, and much more.

12Mar

Benefits of Offering Apprenticeships as a Business

There are many benefits of offering apprenticeships as an employer. An apprenticeship is an alternative route to college and university, which combines both training on-the-job and working with studying. Giving apprentices hands-on, practical experience in the workplace whilst earning a salary and studying. Depending on the apprentice’s qualifications and experience, apprenticeships take between one and six years to complete.

Degree Apprenticeships are on the rise as an alternative to a full-time degree. Not only do they have benefits for the apprentice, but they also bring so many benefits to businesses within many sectors.

We would like to take this opportunity to discuss the benefits of offering an apprenticeship as part of your recruitment strategy.

Benefits of offering Apprenticeships

Wider Talent Pool

Due to potential financial implications when going to university, an apprenticeship is a great way for people to access their dream career without studying a degree full time. By getting practical experience earlier in their career than they would waiting until they graduate from full-time university, apprentices open up the talent pool for your firm a lot more. Offering apprenticeships increase the availability and level of talent you can attract. Apprentices tend to be motivated individuals who are keen to work and want to continuously upskill themselves. As a result, you will only be attracting the top talent, who are keen to learn and work.

Increased Loyalty

As apprentices work in your firm from one year up to six years, a level of loyalty will develop as they train with you right until qualification. As they become more engaged with the work and training, they will only want the best results for not only themselves, but for your firm as well.

Unique Training Opportunity

Offering apprenticeships present a unique opportunity to train an apprentice from the beginning of their career, when they have no prior experience. This gives you the opportunity to train them to have the skills required for your firm, making them more adapted to your company.

A Fresh Perspective

Furthermore, bringing in an apprentice who has different skills and experiences to other employees builds a dynamic team. They will have fresh ideas that you might not have considered before.

Increased Productivity and Motivation

According to Government research, 78% of employers said that apprenticeships helped them improve productivity. Also, apprenticeships are an effective way to upskill existing employees and motivate them to learn new skills, particularly those in junior roles.

Improved Recruitment and Retention

Supporting employee development builds loyalty and trust with your team. Therefore, reducing employee turnover due to an improved work well-being. Also, you will be positioned as an attractive employer who are known to support employees, improving the talent you attract when recruiting.

Flexibility of Apprenticeships

Apprenticeships are flexible. Today, there are so many different apprenticeships that employers can offer at different levels and in a range of subjects.

Apprenticeships are no longer just for school leavers. They can also be used to upskill existing employees – a fantastic tool for career development and professional development.

Funding Available for Apprenticeships

Government funding can be utilised for apprenticeships, to pay for some or all of the apprenticeship. Therefore, being more cost-effective.

Employer's / Business' Views on Offering Apprenticeships

BHP Law is a law firm who offers Solicitor apprenticeships. Here’s what they said when we asked why they offer apprenticeships…

“At BHP Law, supporting the next generation of lawyers is important to us. Ensuring that employees can thrive and have access to opportunities to start off their career remains a major part of our long-term plan and growth our business.

We are incredibly proud of all our Solicitor Apprentices. They show incredible maturity and commitment, juggling both work and studies. These are our future lawyers, and we feel privileged to help them achieve their goals.”

Clearly, BHP have a positive view on offering Solicitor apprenticeships. Evident here, offering apprenticeships can aid your businesses long term growth and development plan.

Amy Watson - Eventus Recruitment Group

At the Eventus Recruitment Group, our newly promoted Recruitment Consultant Lucy Evans is completing a Recruitment Consultant apprenticeship. Here, Lucy’s line manager, Amy Watson, answers some questions about her experience of offering apprenticeships as an employer…

What advice do you have for employers on supporting employees who are taking an apprenticeship?

To support apprentices, employers should make sure they have time for study, including the 20% off-the-job training they need. It’s also helpful to have a clear plan that ties the apprenticeship to their career goals so they can see how it all fits together. Creating a workplace culture that values apprenticeships make apprentices feel supported and part of the team. Being flexible, especially around exam times, helps apprentices manage their workload. And it’s important to remember that apprenticeships aren’t just for school leavers – they’re a fantastic way to upskill anyone looking to grow in their career.

From a business perspective, what are the benefits of offering apprenticeships to employees?

Offering apprenticeships brings several benefits to a business. Firstly, they help develop a highly skilled workforce tailored to the company’s needs, as apprentices are trained in the specific skills required for the role. Apprenticeships can also improve employee retention, as apprentices often feel more loyal to a business that invests in their development. They can boost team morale and create a positive work culture, where employees feel supported in their career growth. Additionally, apprenticeships offer a cost-effective way to bring in fresh talent and upskill existing staff, while also benefiting from government funding or incentives in some cases.

What are the benefits of offering apprenticeships as a line manager?

As a line manager, apprenticeships offer several benefits. They provide the opportunity to develop talent from within, shaping apprentices to meet the specific needs of your team. Apprentices bring fresh perspectives and energy, which can boost creativity and innovation. They also allow you to build a strong team culture, where learning and development are prioritised. Mentoring an apprentice can be rewarding, giving you the chance to share your expertise while helping someone grow. Plus, apprenticeships can help reduce recruitment costs by nurturing existing employees and improving retention.

How does the apprenticeship programme support both personal and professional development?

The apprenticeship programme supports both personal and professional development by offering a structured learning path that combines practical experience with formal training. Professionally, apprentices gain job-specific skills, qualifications, and a deeper understanding of their field, which boosts their career prospects. Personally, they develop essential skills like time management, problem-solving, and communication, which help build confidence and independence. The programme encourages continuous learning, which not only enhances job performance but also helps apprentices grow into well-rounded individuals both inside and outside of work.

How are you measuring the success of the apprenticeship?

The success of Lucy’s apprenticeship in my team is being measured through several key factors. First, we look at how she’s applying her learning in the day-to-day tasks of recruitment, such as candidate sourcing, client management, and understanding compliance processes. Progress can also be tracked through her increasing confidence and ability to take on more responsibility. Regular feedback sessions with Lucy, where we discuss her strengths and areas for improvement, are important to gauge her development. Additionally, we’ll monitor her performance against specific apprenticeship milestones, like passing assessments and successfully completing practical projects. Ultimately, success will be measured by Lucy’s growth as a recruiter and her contribution to the team’s success.

Would you consider the apprenticeship route again for future employee development / recommend it to others?

Yes, I would definitely consider the apprenticeship route again for future employee development and would recommend it to others. It’s a great way to build a skilled workforce while providing employees with the opportunity to learn and grow in a structured way. It’s particularly beneficial for both new hires and existing team members, as it allows them to develop specific skills tailored to the role. For Lucy, for example, her recruitment apprenticeship is helping her gain practical, hands-on experience while also gaining valuable qualifications. It’s a win-win for both the employee and the business, and it’s a great way to foster loyalty and long-term development.

Words from Ellie Phillips, a Solicitor Apprentice

We were lucky enough to sit down with Ellie Phillips, a current Solicitor Apprentice at BHP Law, who gave us an interesting, first-hand insight into what an apprenticeship is like. Ellie began a 6-year Solicitor apprenticeship after completing her A-Levels.

Why should law firms take apprentices through the scheme rather than the traditional training contract?

“I think there are a lot of benefits for employers. There is so much to gain from hiring an apprentice. The firm has the opportunity to train someone from the very start of their career. Therefore they can provide the skills that they would want Solicitors to demonstrate upon qualification.

Apprentices are generally very enthusiastic and keen to learn. You have to consider that they have chosen this route. They have therefore chosen to start a 6-year journey, which they will surely aim to get the absolute most from.

I also think that apprentices can provide a fresh perspective and new approach that perhaps some law firms are lacking. Simply due to the traditional nature of the profession. There’s a lot this can do for the business as a whole. For example, as law firms look to keep pace with an ever-modernising world.

An example of this was that recently I pitched and designed the idea of a year 12/13 work experience programme. I’m really glad to say we have introduced this summer. I proposed this because I had observed the lack of opportunities available to students by their merit, as opposed to who they may know. Therefore, this programme invites students to apply to us through a fair application system, giving students an opportunity they may not otherwise have had. I was able to openly talk about the ‘it’s not what you know but who you know’ narrative. I’m pleased that I was supported in my ideas to begin making a change to that.”

When it comes to qualifying, what are the differences between a traditional trainee and a legal apprentice?

“I think as more apprentices qualify and move into NQ roles, we will really see the breadth and depth of experience they bring. I think apprentices will be able to demonstrate real skill and confidence. Perhaps beyond what might be expected of a traditional trainee who has spent less time in practice prior to qualification.”

Words from Lucy Evans on her Apprenticeship

Lucy Evans is completing a year’s apprenticeship, to support her training following her promotion from Resourcing Consultant to Recruitment Consultant.

We have asked Lucy some questions about her experience with the apprenticeship so far, so find out below what she has to say about them:

What benefits are there in completing your apprenticeship alongside your work?

“Doing an apprenticeship has allowed me to gain new skills and improve on skills that I already had. This has helped me develop my confidence within my role as a Recruiter.”

How do you balance your work, apprenticeship, and personal life?

“I think it’s important to stay organised and give yourself allocated time to complete your work. I’m lucky that all of my work for my apprenticeship can be completed in my working hours.”

What has been the most rewarding / important aspect to you of your apprenticeship so far?

“Being able to apply what I’ve learned in a practical setting has given me a greater understanding of the industry and helped build my confidence. Additionally, working alongside experienced colleagues has been invaluable, as I’ve received guidance and support that has enhanced my learning.”

How do you feel the apprenticeship has helped with your transition from resourcing consultant to recruitment consultant?

“The structured learning has helped me develop key skills such as relationship management, negotiation, and business development. The support and mentoring I’ve received has boosted my confidence in handling more responsibilities, enabling me to take on a more responsibility in my role with both clients and candidates.”

What skills do you think you have gained as a result of completing the apprenticeship alongside your work?

“The apprenticeship has deepened my understanding of the industry, giving me the confidence to take on more responsibility and make informed decisions.”

Conclusion

As discussed above, there’re so many benefits of offering apprenticeships in the modern workplace. Apprenticeships are now much more flexible for employers, with lots of options to suit individual business needs. Today, apprenticeships are for a range of people – people starting out in their careers to professionals wanting to upskill in their current role. For those starting out in their careers, apprenticeships are a great alternative to full-time education and provide businesses with an opportunity to get the skills they require without waiting for people to graduate from full-time education. On top of this, often funding can be utilised to support with cost offering apprenticeships.

We would recommend firms to consider offering an apprenticeship route in the future as both an alternative route into a profession and to upskill employees, for the benefits we have discussed above. If you would like to discuss more about how an apprenticeship can help your recruitment and retention strategies, please get in touch with us.

Tips for Entering Business Awards

Entering business awards can be great for business by providing public recognition of your business’s achievements and increasing awareness of your brand. Ideally, to get the most from business awards, you must aim to become a finalist as the minimum. Although, winning will be the icing on the top of the cake. As, it’s not just about winning, becoming a finalist of business awards will raise the profile of your company. In this blog, we provide our top tips for entering business awards, to maximise your chances of becoming a finalist and winning.

Recently, we won the professional services award at the Red Rose Awards. So, here’s our top tips that helped us win the award.

General Tips for Entering Business Awards

Start with smaller / regional awards

There’s lots of business awards to apply to – local, regional, national, international and industry specific. If it’s your first time entering business awards start small. Smaller awards generally receive less entrants, meaning there will be less competition. It will give you the opportunity to practice written awards submissions, which you can build on / enhance for larger business awards.

Choose award categories wisely

Most business awards have several award categories that businesses can enter. Choose categories that are relevant to your company only. Don’t enter them all.

Also, each award category will have different criteria to meet. As a result, it’s important to reflect fully on the individual award criteria and decide whether your business will meet it before entering. It’s a waste of time entering categories where your business doesn’t meet the criteria fully, as you won’t get shortlisted by the judges. Furthermore, tailor applications to each category, if you are entering more than one.

Get your team involved through the awards process

At each stage of the awards process, involve different people within your company. As, different people will offer unique and different perspectives. This will help enhance your application, and may give you insights into your business in relation to the award criteria that you hadn’t thought about.

Evaluating past winners

Studying previous winners to gauge the standard and style of successful entries.

Tips for Written Business Awards Submissions

Often, the first round of business awards involves a written submission, which will be reviewed and rated by the judges. This is likely to include a description of your business and a series of topics or questions to answer.

First impressions are so important in business awards and the written submission is often where they happen. The judges are likely to be a group of people who may not have heard of your business before or know what you do. As a result, you must introduce and sell your business to the judges to be successful in the first stage of business awards.

Thoroughly consider the criteria

It’s important that you thoroughly meet the award category criteria in your written submission. As, often the judges will rate your response to the criteria during the selection process. Ask different people within the company for their views on how the business meets the criteria. Also, consider asking your top customers / clients their views on the business to give you an outside perspective.

Stick to word counts

Normally business awards will provide a word count for the written submission. This could be a word count for the full submission as a collective or individual word counts for each section / question.

It’s vital that you get as close to the word count as possible. Don’t go over the word count and don’t go too under. If your submission is way below the word count it will give the impression that you haven’t put effort into it, or that your business doesn’t do enough to meet the award criteria.

Often, the judges will consider applications in relation to the word count to eliminate businesses from the awards quickly.

Sell your business - back up what you say

When drafting an awards submission be succinct and be persuasive. Back up what you are saying with statistics, figures and testimonials. Also, to produce a compelling awards entry, use a narrative to make it more engaging and memorable.

Additionally, don’t repeat the same points over and over in written awards submission. Select a range of the most relevant and impactful achievements to showcase that meets the criteria.

Consequently, if you repeat the same points the judges will think your business doesn’t do enough to meet the criteria.

Proof your submission

Always proof your awards submission before submitting and ask other people to proof it too. It can be hard to spot spelling mistakes or grammatical errors in our own work.

Named a Finalist - What's Next?

After the judges have reviewed all submissions, they will make a decision and announce the awards finalists. What comes next?

To be named an award finalist is super exciting, although it can also be slightly nerve-wracking when considering what comes next.

Every business award is different, but often they will use a pitch / interview and / or visit to your office / business premises to decide on the award winner.

Interview / Pitch

This could be a series of questions to answer, or a pitch /presentation, or a combination of both. If it’s a pitch or presentation, they will give you a time limit. Here’s some tips for success within this stage:

Sticking to the timings

If you are pitching or presenting the judges will stop you at the end of the allocated time. As a result, it’s vital that you finish within and as close to the time limit as possible.

Make use of resources that the award organisers offer

If the awards organisers offer resources on this stage, make sure you utilise them when planning. Often, they will give you clear instructions and criteria of what they want to see. It’s vital that you stick to their instructions in order to be successful. Sometimes, they deliver a webinar on what they expect from finalists. If the business awards you are finalists for deliver this, make sure you attend or watch the recording.

Get creative

Don’t worry if you can’t physically show your product / services. It’s difficult for businesses who work with people and don’t have a physical product. You can still tell the story of your business. However, there’s other ways you can show your services when presenting through using testimonials, videos or role play.

Again, consult different people within your company when forming your pitch or presentation. Having different perspectives could provide you with the information you have missed, which could give you a winning edge over the other award finalists.

Decide who will best represent you

It’s important that you don’t take too many people to the pitch or presentation. Each person who attends must have a role. You don’t want people just standing there through most of the pitch. Also, it’s important that the people who attend provide a good first impression, are well dressed and are good at public speaking.

Practice, practice, practice

It can be tempting to read off a script or the presentation slides. However, doing so will give the award judges the impression that you haven’t practiced. There’s no harm in using cue cards as prompts, but it’s important that you aren’t constantly reading. By knowing what you are saying or improvising a little, will show passion, knowledge and allow you to make eye contact with the judges.

So, it’s important that you practice your pitch or presentation many times, so everyone speaking is confident and know that they are saying. Also, by practicing you can make sure you finish within the time limit and that it isn’t too long or short. Often, we find when we do the first practice of an awards pitch, it is too long and requires shortening.

Office visit

One award ceremony that our Managing Director is a judge for, visits the offices or business premises of all finalists when deciding on the winner. This gives the judges real insights into your business.

If the judges want to visit your office, be authentic. Don’t change things and don’t worry if certain people within the business aren’t available on the day. For one business who won an award, it was speaking to an apprentice in the spur of the moment, that cemented the company as the winner of the award.

Tips for Interview Questions

Acknowledge the question

Don’t just rush into answering the question as soon as the judge has asked it. Start by acknowledging the question. Thank the judge for the question or say something along the lines of “what a good question”. It will give you time to mentally compose yourself and consider your answer.

Brainstorm what could be asked in advance

Consider the award criteria and brainstorm some questions that could be asked during the interview. Then form some answers to the questions. Even if those questions aren’t asked, doing this prep will give you some adaptable talking points and make the interview less daunting.

Tips for Getting the Most from Business Awards

Whether you are a finalist or crowned a winner, business awards present businesses with many opportunities to take advantage of.

Promotion and publication

When you become a finalist, promote on social media and in the media that you are a finalist. Follow and interact with the awards body and other finalists on platforms such as LinkedIn. In addition, the awards organisers will publish the finalists on their website and notify the press.

Other ways you can promote your award entry and build anticipation is through email footers, newsletters, your website and emails.

Networking

Being an awards finalist presents numerous opportunities to network with the organisers, judges and other finalists. The awards ceremony is a great opportunity to network with other companies and build connections in a different environment. After the awards ceremony, connect with people you met on LinkedIn and continue the conversation.

Conclusion - Entering Business Awards

Entering business awards are great for business growth and recognition and present a unique opportunity to build connections.

Additionally, businesses should view entering awards as an ongoing strategy rather than a one-time effort. Entering business awards is a learning curve. After you’ve entered your first awards, analyse your performance and improvements. Learn from feedback by using the judges comments to improve future entries and business practices.

About the Eventus Recruitment Group

We are award-winning recruitment specialists placing talented professionals within the Legal, Finance and Financial Services sectors.

Here at the Eventus Recruitment Group, we offer realistic, honest and tailored advice to both businesses and professionals, to grow your team or to enhance your career.

If you would like help hiring for a job vacancy, or are looking for a career move, please click here to contact us for a confidential discussion. With offices in Lancashire and Cheshire and recruitment consultants based across England, we are best placed to find the top talent in your industry and location.

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.

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The beginning…

Announced as a Finalist – Time to Impress

The Red Rose Awards Ceremony – A Night to Remember

In the end…

Further Reading

The Eventus Recruitment Group are Red Rose Awards Winners

The Red Rose Awards

Judges’ Comments

About the Eventus Recruitment Group

Would you like a rewarding career in recruitment?

Benefits of offering Apprenticeships

Wider Talent Pool

Increased Loyalty

Unique Training Opportunity

A Fresh Perspective

Increased Productivity and Motivation

Improved Recruitment and Retention

Flexibility of Apprenticeships

Funding Available for Apprenticeships

Employer's / Business' Views on Offering Apprenticeships

Amy Watson - Eventus Recruitment Group

What advice do you have for employers on supporting employees who are taking an apprenticeship?

From a business perspective, what are the benefits of offering apprenticeships to employees?

What are the benefits of offering apprenticeships as a line manager?

How does the apprenticeship programme support both personal and professional development?

How are you measuring the success of the apprenticeship?

Would you consider the apprenticeship route again for future employee development / recommend it to others?

Words from Ellie Phillips, a Solicitor Apprentice

Why should law firms take apprentices through the scheme rather than the traditional training contract?

When it comes to qualifying, what are the differences between a traditional trainee and a legal apprentice?

Words from Lucy Evans on her Apprenticeship

What benefits are there in completing your apprenticeship alongside your work?

How do you balance your work, apprenticeship, and personal life?

What has been the most rewarding / important aspect to you of your apprenticeship so far?

How do you feel the apprenticeship has helped with your transition from resourcing consultant to recruitment consultant?

What skills do you think you have gained as a result of completing the apprenticeship alongside your work?

Conclusion

Further Reading

General Tips for Entering Business Awards

Start with smaller / regional awards

Choose award categories wisely

Get your team involved through the awards process

Evaluating past winners

Tips for Written Business Awards Submissions

Thoroughly consider the criteria

Stick to word counts

Sell your business - back up what you say

Proof your submission

Named a Finalist - What's Next?

Interview / Pitch

Sticking to the timings

Make use of resources that the award organisers offer

Get creative

Decide who will best represent you

Practice, practice, practice

Office visit

Tips for Interview Questions

Acknowledge the question

Brainstorm what could be asked in advance

Tips for Getting the Most from Business Awards

Promotion and publication

Networking

Conclusion - Entering Business Awards

Further Reading

About the Eventus Recruitment Group

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