Eventus, Author at Eventus Recruitment Group

01Nov

Tips for preparing to start a new job and settling into your new role

A new job is often daunting. Anxiety can often be through the roof, but remember they offered the role to YOU out of all of the candidates they interviewed. So, try not to worry too much!

Here a few tips for the days leading up to and after “D Day.”

Leading up to the first day of your new job

Confirm all the details.

Confirm you know all the finer details. It may sound obvious, but check the start date, start time, office address. Do a dummy run in the traffic so you know how long it takes. Don’t be late on your first day of your new job!

Check your new company’s website.

Check the website and the news section to see if anything has happened since your job offer and during your notice period. This will show you are interested, and mention anything you read to your line manager if appropriate.

See if the team has changed during the time as well. Another new person may be a good mentor.

Update your LinkedIn.

Update your LinkedIn saying how much you’re looking forward to starting your new role and where you are going. Also, interact with posts and updates shared by your new employer.

Sort your workwear!

Ask your new employer about their dress code and pick your outfit for your first day in advance. Make sure you feel comfortable, it is clean and in line with any dress policy at your new firm.

Get organised.

Get everything organised in advance of starting your new job. Ensure all home areas are organised – pets, childcare, etc. Also, plan ahead for your first week. Organise your lunches, outfits, etc… So, there is less for you to worry about in the first week of your new job.

Get plenty of rest the night before.

Get an early night and don’t have too many wines. Do something you enjoy, to distract you from any nerves and put you in a good mindset for the next day.

Tips for the first couple of weeks of your new job

Show your enthusiasm.

Be enthusiastic, friendly and super positive when you meet new people. Remember you will probably be seeing your new colleagues more than your spouses!

Be observant.

Pay attention to your surroundings – where the bathrooms, kitchens and different departments are. Also, do your best to remember names. However, don’t worry if you can’t. People won’t be offended as they were once the new starter trying to remember everyone’s names. Just apologise and ask them to repeat their name.

Ask questions.

Have some questions ready to ask and ask at the right time. Don’t be afraid to ask questions, even when you are weeks into your new job. As asking questions is one of the best and fastest ways to learn. Often, there are new procedures and systems to learn when starting a new job, and as a result, your colleagues will expect some questions.

Make the most of your lunch breaks.

For your first couple of weeks, try to take a pack lunch or make use of any on-site catering facilities. This will allow you to spend time with your new colleagues and to get to know them. It allows you to start conversations with people in other departments.

Observe the company culture.

Observe the cultures in the office, if applicable. However, don’t get involved in any politics or gossip.

Avoid common mistakes in a new job.

Avoid common mistakes that some people make when starting a new job. These include failing to ask questions. Talking too much in general but especially about your old firm. Badmouthing previous colleagues. Additionally, keeping yourself to yourself.

Don’t be afraid to ask for help.

Make sure you ask for help if you need guidance. Asking for help when you start a new job is a positive reflection on you. As it shows you are being honest and pro-active. You don’t have to sit there in silence trying to figure out new systems or working methods. Your colleagues will be expecting that some things will be new to you, as every company have different ways of working.

Show willingness.

Show that you’re willing to work. Don’t be the last to arrive and first to leave. In addition, think of ways you can add value to your work and team. However, if there is something you would like to change, don’t suggest it too many times.

Most importantly, enjoy.

Enjoy beginning a new chapter in your career. A new job is exciting times, new adventures and new learnings.

About Us

Here at the Eventus Recruitment Group we keep in touch with both the client and the candidate to ensure both parties are still happy with their decision for the first few months, and if not we are there to handle and manage any initial issues independently for both. However, we find that this is very rare. As we always take time to thoroughly get to know our clients and candidates. Moreover, we will only place a professional into a firm if we are confident that it is the right firm and job for the candidate. Also, equally as important that you are right for the firm.

When you ask us to aid your job search you can be confident that you will receive support at each stage of the recruitment process and that we will connect with the right employers for you.

"Siobhan from the Eventus Recruitment Group was very professional and I would highly recommend her and the company to anyone seeking employment. Siobhan went over and beyond the call of just finding me a job by constantly keeping in contact with me, discussing any position before forwarding my CV and wishing me well when I went for the interview. I got the job and she followed up to make sure my first few days went well. The ladies that interviewed me also commented on what a pleasure it was to deal with Siobhan. I completely agree with your 100% towards Client Commitment, Candidate Commitment and Working With Integrity. I cannot thank you enough for making me feel like number one all the time, thank you."

Beverley, legal professional

Written by Siobhan Courtney, Managing Director of the Eventus Recruitment Group. Siobhan is a legal recruitment specialist covering London, Home Counties and Ireland.

Other blogs that may be useful:

Tips for success on your first day of a new job

30Oct

Eventus Recruitment Cheshire Finalist for Customer Service Award

Eventus Recruitment Cheshire are delighted to be a finalist for the Excellence in Customer Service Award at the North Cheshire Business Awards.

Eventus Recruitment Cheshire was founded in September 2021. They provide an honest, reliable and tailored recruitment service to Finance, Accountancy and Legal businesses and professionals in Cheshire and the surrounding counties.

Headed by Jo Hood, a recruitment specialist with over 30 years’ experience in recruitment in Cheshire, Eventus Recruitment Cheshire has supported many businesses with their recruitment strategies since their office opened in Wilmslow. Working in Cheshire for many years Jo noticed a gap in the market. Traditionally Cheshire was serviced by recruitment companies in Manchester and businesses were appreciative that Jo was based in Cheshire. So, to support her clients further, in partnership with the Managing Director of the Eventus Recruitment Group Siobhan Courtney, Eventus Recruitment Cheshire was founded.

Eventus Recruitment Cheshire’s Success

Since September 2021, Eventus Recruitment Cheshire has worked with many businesses and provided career advice and assisted the job search to over 800 finance and legal professionals, across Cheshire and the surrounding areas; helping these individuals to progress in their careers during uncertain times. Last year, Eventus Recruitment Cheshire won the Highly Commended Start-Up Business of the Year award at the North East Cheshire Business Awards.

Jo Hood

Jo Hood, said: “It is an absolute honour and incredibly exciting that Eventus Recruitment Cheshire have been nominated and now a finalist for this award.

“Our approach to recruitment is unique in that we tailor our service and offer support at each stage of the recruitment process. Also, we always provide impactful guidance to both businesses and job searching professionals. It’s wonderful seeing our services valued and as a result watching businesses grow and professionals’ progress in their careers across Cheshire.

“Over the past two years we have built up some great relationships with businesses and professionals and I feel like we have made a good impact on the area already. We are so excited about the future and just anticipate that we will go from strength-to-strength.”

The Award Ceremony

Eventus Recruitment Cheshire are looking forward to Friday 24^th November 2023, when the winners of awards will be announced.

Eventus Recruitment Cheshire Feedback

"I was initially contacted by Shelley from Eventus Recruitment Cheshire. Then she passed me on to Jo to help me with my job search. Since I have started my job hunting, I have been in touch by tons of different recruitment agencies. So, I have also talked to tons of different recruitment consultants. I can honestly say that I was truly blown away by the amazing and exceptional service that Jo has given me from day one. Jo Hood, by far, is the BEST recruitment consultant that I have ever come across! Not long after our first chat, Jo managed to set me up for my very first interview (first one through Eventus) with a law firm, I wasn’t successful at my first shot. To be honest I did not expect to hear from Jo again! The reason why is because from my personal experience, 9 out of 10 times, I would never hear from that recruitment consultant again. Jo, however, she kept on contacting me again, and again. Soon after that, she managed to set me up for my 2nd interview with another law firm, and yes, I have been made an offer on this occasion, a very good one indeed! I am really thankful for Jo’s professionalism and attentiveness throughout the process. I must admit that when Jo brought that role to my attention, I wouldn’t have the confidence to apply without her encouragement and her belief in me being a suitable candidate for the role! A candidate like myself is probably like a fish in the ocean, and your recruitment consultants must have a net full of fish. I cannot stress enough how lucky and thankful I feel to have ‘met’ Jo this time. She does really stand out from the crowd!"

Anh, placed finance candidate

26Oct

The impact of our careers on our mental health

Mental health is not a new thing, although it is more common now than ever for it to be discussed in public forums. The stigma of talking about mental health is thankfully dissipating and less and less taboo of a subject.

It is no secret that our jobs or careers can cause poor mental health. Whether this be in the form of stress or other health conditions such as anxiety and/or depression. Although, it is important to realise that a workplace of any description can have a positive on your personal wellbeing. The right job or career can offer you purpose in life. Both of which offers motivation to achieve great success, no matter how you measure this, but also it will give you the motivation to get out of bed in a morning.

So, what are the risks your career has of on your mental health?

At some point in our working lives, we have all felt a degree of burn out. Maybe due to: excessive workloads; the actual pace of working environment; the perceived need to keep up with it because Joe Bloggs can do things quicker than the next; and probably one of the biggest issues we are facing as an industry is understaffing. Understaffing can not only cause extra work, but it could also lead to long unsociable hours and a poor work life balance overall. With a doubt which in turn has the potential to negatively impact your home life. Furthermore, understaffing can also be a sign of a poor working culture and environment. This also has a detrimental effect on mental health.

Whilst researching content for this blog I have found that people who are most likely to suffer are people who work in high stress environments. (Yes this seems obvious). However, it’s also the industries that are affected by economic recessions or geographical changes that may be at the forefront. For example, Solicitors and legal professionals are by the very nature of their role at an adverse risk of poor mental health. The legal sector is naturally highly competitive with long hours which leads to high levels of anxiety, burnout, and exhaustion. I think we have all heard of the “stories” of trainee solicitors working 100-hour weeks and sleeping in the office at city firms.

Why is it important to find the right career for your mental health?

The World Health Organisation (WHO) states that almost 60% of the world’s population is in work. Work and employers can protect your mental health and are able to help towards contributing to recovery by offering inclusion. Both help with improving confidence. Most importantly, they help social functioning and the opportunity to be around like-minded professional people.

What should you look for when balancing your career with your mental health?

Finding a role with the right balance may have seemed elusive in the past. However, it is more prominent and promoted than ever before. A lot of employers now offer great initiatives around mental health and have safeguards in place for anyone who needs them. Moreover, with a couple of changes to your working life you can make a positive impact to your mental health. Below are a couple of tips to help you on your way.

Established clear boundaries between your personal life and your working life.

Try to avoid regularly checking emails in your free time. We are all guilty of this, but your free time is your time.

Set realistic expectations.

Break down your tasks into bitesize chunks. I have found creating a to-do list and a day planner using my Outlook serves me well.

Also, if you have several tasks, try completing the “quick wins” first. It’s surprising how your confidence skyrockets when you tick them off one by one. At the end of each day, tick off everything you have you completed and write a new list for the next day. This will allow you to leave everything at your desk and switch off outside of work.

Take a break.

Easier said than done I suspect you are saying to yourself. However, this is easier to do than you think. Small things like getting away from your desk on a lunch break. If getting outside can’t be an option, have dinner with a colleague instead perhaps. Why not make a pact not to talk work at lunch? Find a podcast to listen to that takes your mind away or listen to some music. Whatever works for you, but just remember to take your mind away.

Continuously look to grow and develop.

Professionally or personally, the opportunity to pursue opportunities for growth can ignite a passion and engagement. Certainly, this will lead to positive improvement of your mental health.

Speak Up.

If the demand of your jobs or workload is too much is affecting your mental health, don’t be afraid to speak up. Your employer might be able to make reasonable adjustments, or provide you with additional training or resources.

Also, your GP is there to help you if you are struggling with your mental health. Additionally, they can put you in touch with mental health professionals.

Make most of your time away from work.

Your annual leave and time outside of work is for you. Fill it with things that you like and that enhance your mental health. Whether that’s engaging in hobbies, exploring new places, spending time with loved ones, going on holidays, cooking, or more! Unquestionably, arranging activities and making plans gives you something to look forward to.

To conclude – coping with mental health during our careers

As someone who lives with depression and anxiety and works in a high paced and often a highly stress industry, I can honestly say writing this blog has been an eye-opening experience to some degree.

Often spotting signs your job has a negative effect on your mentality is difficult, but not impossible. Certainly, it’s not something you need to live with. If you do start to recognise these changes within yourself then it is time to do something about it. Whether that is implementing some of the above tips, or removing yourself from the situation in the form of a new role. Either way, it is all about doing what is right for you and protecting your mental health in the workplace.

About the Eventus Recruitment Group

Here at the Eventus Recruitment Group, we help candidates find the job that suits them perfectly. In doing so, it helps reduce the risk of some mental health problems. If you feel like you need a change in your working career, please click here to contact us for a confidential discussion. We are a team of award-winning recruitment specialists that can help enhance your career by listening to your needs.

Nikki reached out to me via Linkedin where we had a great chat about my future. After our first meeting, Nikki had already found the perfect firm for me. She was friendly, bubbly and made me feel so at ease throughout the whole process, providing great support throughout what was a very stressful time. I couldn't recommend Nikki and Eventus more to anyone who like me was worried about what the future might hold!

Emma, Trainee Solicitor

Other blogs on mental health in the workplace:

Creating a Mental Health Friendly Workplace

Signs and Ways to Overcome Burnout in the Workplace

Managing Stress Linked to the Workplace

Improving our wellbeing at work, read here.

Useful Resources:

Mind UK – a helpful website all about mental health. This page includes resources for managers and HR professionals about recognising struggling staff members, implementing more mental health friendly activities in the workplace, how to help staff that might be struggling, and more. For employees, it gives advice on managing your mental health whilst at work, and how to deal with certain situations.

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23Oct

Tips for success on your first day of a new job

How to have a good first day of work …

Whether you’re just starting out in your career or taking the next step on your career path in a new job, it’s important to make the most of your first day. Here’s a few tips to help you excel on your first day:

Be punctual

Sounds obvious but this has got to be number one tip hasn’t it? Being on time is so important as it shows you are keen to start. It shows you can organise yourself. But more than that being late on your first day will just put you on a back foot from the start. Moreover, try to be a little early if you can.

Do your research

Get to know the company, the team and what your role involves. Researching ahead of time will help you to feel prepared and confident. A sense of confidence will come with knowing a little ahead of starting.

Ask questions

Ask as many questions as you possibly can. It shows you are interested and is a great way to learn and get to know the team. Never be afraid to ask for help. Your colleagues will be more than happy to answer any questions you have. It will make them feel great to be able to help.

Have a positive attitude

Bring enthusiasm and positivity to the office. Showing your team that you are excited to be there will make them even more excited to have you!

Be friendly

Be polite and friendly to everyone you meet, regardless of whether they are in your team. You may speak with colleagues from a range of different departments during your time with the organisation, so having a friendly attitude from the start is beneficial. On your first day, try to ask questions about other people, as this helps you to get to know them and feel more comfortable. Being friendly and open can also help others to accept you as part of their team more quickly.

Be authentic

On your first day, try to act as you normally would. The employer hired you because they felt that you were right for the job. So, don’t be afraid of showcasing your personality. Being authentic also helps other people to get to know you. Trying to act in a certain way can make you feel more anxious. Whereas being authentic creates consistency in how you behave and what other people expect from you.

End your day positively

Ending the day in a positive way prepares you to start your second day in a positive frame of mind. Try to say ‘goodbye’ to your manager and colleagues when you leave and thank anyone involved in training or supporting you on your first day. Even if you experienced issues during your first day, try to accept that this is inevitable in a new job and reassure yourself that things can only improve over time. This can make you feel more optimistic about returning to work the next day.

Give yourself a break

Don’t be hard on yourself if you didn’t perform as you had hoped on your first day. Starting a new job is always nerve-wracking. In truth, most people don’t perform their best on the first day of a new job. As there is often a lot to learn when starting a new job, even if you have experience in the role. In addition, your new employer won’t expect too much from you on your first day either. Your first day of new employment is often getting to know about how the company works, inductions and understanding systems.

Try and enjoy your first day: In the words of Sister Mary Laurette …

“To be successful in work the first thing to do is to fall in love with your work”

How to start a career in the Legal Finance industry

Building a career in Legal Finance

Legal Finance is an exciting discipline that finance professionals can choose to specialise in. In this article, Finance Resourcing Consultant Shelley Gilchrist answers the top questions she gets asked about developing a career in Legal Cashiering.

Firstly, what is a Legal Cashier?

A Legal Cashier is someone who is responsible for the financial management and day-to-day running of a law firm. Hence, they typically deal with managing and distributing funds belonging to clients and ensuring that they are used correctly and in accordance with the relevant legal regulations. Additionally, they may get involved in the day-to-day management of the law firm’s own finances.

The role of a Legal Cashier is vital to the smooth running of a law firm. Consequently, they must be highly organised and have a good understanding of financial regulations.

The duties of a Legal Cashier include:

Processing and recording payments and receipts, including client payments, accounts payable & receivable, and employee salaries.
Reconciling accounts and preparing financial reports.
Ensuring that all relevant financial regulations are adhered to within the law firm.
Processing client trust accounts.
Dealing with any financial queries from clients or internal members of staff.
Liaising with banking institutions and other financial institutions.

How does a Legal Cashier role differ to other finance roles?

The only real difference between a role in legal finance and any other sector is the legal regulations you need to adhere to. This is governed by the Solicitors Regulation Authority who is responsible for regulating the professional conduct of Solicitors and other authorised individuals in law firms. In addition, they regulate professionals practicing law in-house at private and public sector organisations, across England and Wales. Furthermore, different rules and guidelines will apply to those practicing legal finance in other countries.

How to get into Legal Finance

Are there minimum qualifications to become a Legal Cashier?

There are no minimum qualifications for becoming a Legal Cashier. Secondly, the educational background for a Legal Cashier can vary from Degree level to school leaver. Although, if you’re a school leave having strong results in Mathematics is desirable, as well as having the desire to learn more in the legal accounts field.

However, the Institute of Legal Finance & Management offers a diploma course that will give you an ILFM (Dip) qualification which is widely recognised. In order to complete the diploma, you will need to pass two papers and both parts of the course.

Is work experience required to be a Legal Cashier?

Depending on the firm, some firms may offer Trainee Legal Cashier schemes looking for candidates straight from school / college who have the willingness to learn. Also, other Law firms may like a candidate to have at least 1 years’ experience depending on the level they are recruiting for.

Can people move into Legal Cashiering after having a career in other finance roles?

Yes, professionals with a career in finance can move to legal finance. This can be done by finding a firm that is willing to provide them with the necessary training needed to know about SRA rules & legal accounting software systems. Alternatively, finance professionals can also take it upon themselves to complete a ILFM course in ‘The fundamentals of Legal Cashiering’. The course provides an introduction into Legal Cashiering including, double entry bookkeeping, client & office accounts, SRA Accounts rules, Banking, software & annual audits.

Can people move into Legal Cashiering after having a career in other legal roles?

For example, someone working as a Legal Secretary.

Potentially it can be done. However, the professional would still need previous accounting experience or to find a firm willing to provide training. Likewise, if your law firm has a finance department, I suggest maybe speaking to them about their career backgrounds and potential re-train opportunities within the department.

What skills are needed to be a Legal Cashier?

There are many skills required to have a successful career as a Legal Cashier. The main skills include:

Double entry bookkeeping.
Strong Maths skills.
Strong organisational skills.
Good time keeping.
Knowledge of client and office accounts, and how to unpick the data if necessary.
Understanding of the SRA accounts rules.
Banking.
Legal accounts software.
Annual audits and inspections.
VAT returns.
Attention to detail.
Ability to multi-task and work across different accounts.

What are the transferable skills for Legal Cashiering from other finance roles?

Some of the main transferable skills are Bookkeeping, Credit Control, finance administration, general banking and accounting skills.

Do law firms expect candidates to have done the ILFM diploma? Or will they offer training or fund it if people don’t?

Law firms do not expect candidates to have the ILFM diploma. Unless they are looking for an experienced or Senior Cashier, for instance. However, firms may provide training or funding for candidates to complete the training to keep them up-to-date with SRA rules.

What career progression options are available to Legal Cashiers?

Legal Cashiers can progress to Senior Legal Cashiers and Account Managers. Within these roles you will have the chance to manage your own team of accounting staff. In addition, you may be involved in more in-depth accounting functions such as cash forecasting, report & analysis, VAT & TAX issues and payroll. Also, you may have the responsibility of dealing with the full accounting function for the firm.

If this sounds like something you’re interested in exploring, then give the me a call on 07495 734 342. Alternatively, email shelley.gilchrist@eventusfinance.com for a confidential chat. I am an experienced Resourcer for finance and accountancy roles across England and Wales and I’d be more than happy to discuss the options available to you.

With my help, you’ll be able to find the perfect role that fits your skills and experience.

About the Eventus Recruitment Group

We are a team of experienced recruitment specialists operating across England and Wales in the legal and finance sectors. Significantly, we are well-connected in your area, having built connections with the top law firms and finance departments within businesses. Furthermore, we offer tailored advice and support to job searchers at every stage of the recruitment process. As a result, we are often the go-to recruiters when professionals are starting their job search. To view our latest job vacancies, click here, or contact us here for a confidential discussion

Written by Shelley Gilchrist, Resourcing Consultant at Eventus Recruitment Cheshire. Shelley specialises in Legal Finance, Finance and Accountancy.

"I first was contacted by Shelley who provided me with all the information I needed, then I was passed onto Jo Hood who arranged my interview. It was a very quick turnaround, went for the interview, got offered the job and handed in my notice the following day. Excellent service."

Emma, Senior Legal Cashier

13Oct

Less than half are satisfied with their work-life balance, Employment trends survey found

The 2023 Employment Trends and Attitudes survey has found that only 49% are satisfied with their work-life balance. In addition, work-life balance was voted as key to overall satisfaction at work.

58% of respondents to the Eventus Recruitment Group annual employment trends survey said that their employers could do more to support their work-life balance. As a result supporting employees with their work-life needs to be a priority for businesses in order to retain talented staff.

Remote / Hybrid Working

In addition, remote working is here to stay with two-thirds being able to work remotely either full-time or hybrid at least one day a week. Allowing more remote / hybrid working was voted as the main improvement that employers could make to improve their employees’ work-life balance. The most common working pattern of remote working is 2 to 3 days a week.

However, it’s important that any home working policy is implemented consistently companywide. The results show that currently only 34% of companies implements a home working policy consistently and fairly across teams. In bigger companies in particular, it’s easy for policy to become disjointed. Sometimes policy is department led or down to manager’s discretion. This isn’t ideal, as someone who sees a colleague doing the same or a similar role to them working from home and they can’t, could become disgruntled. Possibly, even looking for hybrid jobs elsewhere.

Benefits Packages

The top 5 benefits ranked the most important in a benefits package are:

Salary.
Holiday allowance.
Flexibility over location.
Flexibility over working hours.
Pension contributions.

Salary and pension contributions are important to our quality of life. Whereas holiday allowance and flexibility are vital for our work-life balance. Furthermore, the survey results show that the legal sector has the lowest annual leave entitlement compared to other sectors.

Employee Engagement

In addition, the survey of workers within professional services found that 55% are fully engaged within their company, working with enthusiasm. Whereas 45% are disengaged to some degree with their employers and not fully productive. Steps need to be taken address why people are disengaged, in order to prevent them from leaving if it’s not too late. Here at the Eventus Recruitment Group, we suggest incorporating wellbeing and workplace support into monthly reviews. In addition, anonymously survey employees annually to find out about company culture, employee benefits, salaries and improvements that could be made. Furthermore, ineffective management was voted as the number one reason why people leave their company. Followed by work-life balance and lack of progression.

Career Progression

The final section of the employment trends survey explored attitudes towards career progression. 60% said they would like to progress to a higher level. A further 18% said they would like to change positions or enter a new sector. Whereas 22% said they wouldn’t like to progress and would like to stay at their current level / position. Furthermore, only 43% think that their current company will provide them with training and support to progress in their careers. A further 45% said they would need to move companies to meet their career goals. Resultantly, it’s important to have open conversation with employees about their individual career progression and goals and implement Employee Development Plans. So, that your employees can see what needs to be done to progress and how you as their employer will support them.

Amy Watson, Director of the Eventus Recruitment Group, said: “People’s confidence in their sector and the jobs market remains high and many are not being deterred from progressing with their career goals. The survey found that 58% are either actively or passively job searching at present. As a result, to retain your top employees, it is vital to have regular conversations with employees about well-being at work and progression. Make use of Employee Development Plans for those wanting to progress, and have annual reviews of salaries and benefits packages.”

View Full Employment Trends Report

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

"I have worked with numerous recruitment agencies over the years but the services provided by Eventus and in particular Amy, is second to none. Amy is knowledgeable, approachable and has a way of understanding what our business requires. Her knowledge of the local market and how this changes is brilliant. This is why she is always my first go to when I am looking for a candidate. I would have no hesitation in recommending the Eventus Recruitment Group."

Stacey, Cygnet Law

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13Oct

What companies need to do to recruit in a candidate short market

The last 18 months have been tough for any business recruiting for new employees and today’s job market is no different. As Legal, HR, Finance and Accountancy recruitment specialists we are seeing job seekers receiving multiple job offers as well as a counteroffer from their current employer in many cases. As a result, when it comes to recruitment, it feels as if the ball is very much in the court of the candidates rather than the employers. So, with candidates having multiple options, what do you need to do to make sure you are the company that the candidate chooses to work for?

Hiring in a candidate driven market

Review your offer

Review what you offer in terms of salary and benefit packages to ensure your offering is still competitive. Whilst salary is still very important, presenting a good benefits package can often be the winning edge over competitors. Offer hybrid working and / or a flexible working pattern if you can.

Remote / hybrid working is still sought after by professionals job searching today. Our recent survey found that salary, holiday allowance, and flexibility over working locations and hours are the most important benefits.

To read more about employee benefits, click here.

Job adverts

It’s important that job adverts are clearly structured, and written to sell your firm and the job to potential candidates.

Make sure the salary and all benefits are clearly communicated on job adverts. Job adverts are often where first impressions are formed by prospective employees. Clearly communicating the salary, benefits, roles and responsibilities will all attract potential talent. Therefore, it is vital that your job adverts are clearly structured, and sell your firm and the job to potential candidates.

To read more about creating the perfect job advert to attract top talent, click here.

Advert Response

Once you have candidates’ CVs, it’s crucial to be responsive. Regardless of whether or not you want to take the candidate to the next stage it’s important to give feedback.

If you are looking to take the candidate to the next stage, we recommend to get back to them within 24 hours. In a job saturated market, the professional could start looking at what else is out there and you don’t want to lose the candidate to another firm due to a slow response. Professionals actively job searching are likely to be continuously looking at job boards and networking with recruiters to see what job opportunities are available.

Flexibility and responsiveness

Be flexible with interviews dates / times – if you can’t, be upfront with your availability to make it as easy as possible to schedule interviews with candidates.

Answer the candidates’ questions as honestly and quickly as you can. Being responsive and keeping the process moving is key to recruiting in a candidate short market.

The Interview

It’s important to remember this is a two-way process.

Prepare conversation starters and questions that will make the interview feel like a conversation.
Consider what you want to know about the candidate. What about their experience and aspirations? Use this as a basis for your conversation.
Ask them what they know about the firm. Add to this with anything else you feel is important for them to understand, or that will make your firm stand out.
Talk about the team and the culture, why do people like working there?
Once you have gone through your questions and conversation starters, don’t forget to ask the candidate if they have any questions.

Feedback

Feedback straight away or as soon as you can. Prior to the interview set a deadline with the candidate / recruitment agency to issue interview feedback. We recommend giving some initial feedback to the candidate / agency within 24 hours of the interview, even if the process is ongoing with other candidates. Giving feedback will “keep them warm” and engaged with your company. If you hang around for too long you could lose the candidate. In today’s candidate led market, it is likely that your candidates will be interviewing elsewhere too.

Even if it’s a no, give thorough feedback. Candidates who don’t get any feedback will likely disengage and could be inclined to tell others about a perceived bad experience. Additionally, giving clear feedback will help them to understand your decision and they can use your feedback to improve.

Timing

Explain why you are making the offer and don’t just base it around their hard skills and experience. Include why you think they will be a fantastic addition to the firm.

Get the offer letter out the same day as you make a verbal offer. Not just a standard template, include some personalised touches as to how they performed. Make them feel wanted.

If you are using a recruitment agency, keep in regular contact with your recruiter. Respond to their messages as soon as possible. Even if you don’t have an update provide a deadline as to when you will be able to provide one.

Keep them engaged

Don’t forget that the candidate is likely to be made a counter offer. So, make sure your offer stands out and show the candidate how much you value them.

Once they have accepted your offer, keep in regular contact with them whilst they are working their notice. Send them a congratulations card/gift. Why not consider inviting them to any company events or taking them out for a team meal or drink? All of which will make their first day a little less daunting.

About The Eventus Recruitment Group

The Eventus Recruitment Group are award-winning recruitment specialists in the Finance, Accountancy, Legal and HR sectors. We have an experienced and knowledgeable team of industry experts, who are passionate about finding the best candidates to help businesses thrive across the UK. To submit a job to us please click here, or get in touch to discuss your recruitment needs. We offer bespoke recruitment solutions, which we will tailor to meet your recruitment needs and business goals.

Candidates

Here at the Eventus Recruitment Group we believe that happiness at work is a must have for everyone. We offer realistic, honest and straight forward advice to enhance your career. Using our expertise, we can help you to find your next opportunity at no cost to you as a candidate. We recruit for all roles within the Legal, HR, Finance and Accountancy sectors. To view our latest jobs, please click here.

We also support you in applying for jobs, through finding suitable roles that fit your requirements and skills, CV writing and preparing you for interviews. Get in touch for a confidential discussion.

Words from clients and candidates

““Eventus Recruitment is our default provider because they understand our business. Time has been taken over the long term to really understand the various elements of the services that we provide, which means that the candidates they provide are capable of delivering what we need when we need it. In addition, we feel that we can pick up the phone at anytime to discuss potential developments and we know that Eventus Recruitment will always take a long term view of our requirements and put our business needs first.” – Ormrods Solicitors

“I’ve worked with Nikki and Siobhan at Eventus Recruitment and found them both to be, not just professional and helpful, but that they genuinely care about each individual circumstance. They listen and are empathetic and constantly made me feel like I had a good friend on my side during the recruitment process, always with my best interests at heart.

“I would recommend Eventus Recruitment in a heartbeat. Thank you for all you’ve done to help me!” – Sophie, successful legal candidate placed in the North West.

29Sep

What are legal apprenticeships? Insights and advice from a Solicitor Apprentice

An exclusive interview with Solicitor Apprentice Ellie Phillips

Ellie knew that from a young age she wanted to be a Solicitor but didn’t want to go to university full-time. Now, beginning the fourth year of her Solicitor Apprenticeship with BHP Law, she is on a mission to raise awareness of legal apprenticeships. Legal Apprenticeships are an alternative route to qualifying as a Solicitor. Recently, she sat down with Amy Watson, here at the Eventus Recruitment Group, to talk about all things legal apprenticeships.

Law has been a traditional industry with few routes to qualify for so long. Tell me about the legal apprenticeship?

The apprenticeship is still very new. It’s a six-year apprenticeship and the first cohort of solicitor apprentices was in 2017 I believe. I think initially there was an element of reluctance within the profession to accept an alternative route to qualification. However, year-on-year there is an increasing number of firms buying in. In my view, there is still a gap between these types of opportunities available in the North vs South. However, a leading scheme we have in the North-East is the NESA (North East Solicitor Apprenticeship) scheme, which is great. This scheme was founded in 2017, and throughout the years an increasing number of North-East based firms have joined. The scheme works in partnership with Northumbria University, who cater for the academic side of the apprenticeship (LLB and SQE).

I did apply via NESA, who follow a group recruitment process. However, as I applied during 2020, the scheme was withdrawn in this particular year. Quite understandably due to the recruitment process being halted because of the lockdowns. Also with the added complications of recruiting an apprentice when the vast majority of firms were continuing to operate through working remotely.

Just explain to me about the different legal apprenticeships and how they are structured?

All apprenticeships follow a similar structure no matter the industry. This being that the apprentice is required to spend 80% of their working hours in their workplace and at least 20% conducting the off the job training. Legal apprenticeships just apply this and tailor it to the specific type of legal apprenticeship. For example, my off the job training is currently spent working towards my law degree. There are a number of types of legal apprenticeships that just apply this in a slightly different way subject to the end goal. The legal apprenticeships available that I am aware of range from legal secretary to paralegal, to Cilex Charted Legal Executive apprenticeships.

The Cilex Charted Legal Executive apprenticeship I believe is one of the newest additions to that list. I think it’s a great development as it allows Cilex trainees to have 20% of their working hours dedicated to study. I have colleagues who are undertaking Cilex qualifications via the ‘usual’ routine, which involves finding time additional to working hours. Often weekends and late nights. All of whom I can only applaud because I know how difficult it is to balance work and study. Even with my 20% allocated study time.

Do solicitor apprenticeships involve the traditional seat rotating? Do all law firms run apprenticeships the same way?

It does vary, but most firms follow a seat rotation structure similar to that of a training contract. The difference is that seat rotations are not actually a requirement of the apprenticeship. Therefore in theory an apprentice could spend their entire apprenticeship training to specialise in a particular area of law. Personally, I think seat rotations are more advantageous given that apprentices often enter the profession at 18, and therefore are unlikely to know at that stage where they want to qualify.

I think having the opportunity to rotate not only gives you a feel for what area of law is suited to you, but it increases your development as you are repeatedly pushed out of your comfort zone and tasked with learning and practising what is often a completely new area of law.

BHP follow a seat rotation structure for both trainees and apprentices. So, I have followed this from the outset. Resultantly, I have gained experience in Court of Protection, Family (Public), Commercial and Agricultural Property and Civil Dispute Resolution to date. These rotations have allowed me to not only learn different areas of law but learn from different legal professions and teams. I think one of my key takeaways to date for me, is that you can learn something from everyone (and you should take every opportunity to do so).

With the 20% off the job training, do you go to university one day a week or is it remote learning? How does it work?

We have a day off per week. However, the way that it works for us is that this day off is a mixture of attending University and remote studying – this may vary between providers. At Northumbria University we attend university physically every 3 weeks. Often our modules coincide with the modules studied by full-time undergraduates. So, we are given recorded lectures that have been delivered throughout the week to full-time students to catch up on during our study day.

What are the main differences between a legal apprenticeship and the traditional route of becoming a solicitor?

As an apprentice you get everything that the person who follows the traditional route would get in terms of going through university, but you just do this part time. However, you also get the benefit of what is essentially an ‘extended training contract’, which lasts six years rather than two. You will likely go through seat rotations throughout these 6 years, which allows you to develop legal skills in each area to a high level. As an apprentice you may have the opportunity to take on a caseload at an early stage. For example, people undertaking the traditional route won’t have had the opportunity to at that stage. Overall, the main difference I would say is the practical experience from a younger age. You assist with client-facing work from the outset, and you are working almost full-time in practice. Therefore, as a legal apprentice, you develop very quickly.

I suppose the only negative of the apprenticeship is that if the ‘university experience’ is high up on your priority list, then of course you are never going to get that from the apprenticeship due to the nature of it. Although, you always have weekends / annual leave to enjoy. Also, due to earning whilst on the job, you are likely to be able to have more money in order to enjoy them

What are the first steps in securing or finding an apprenticeship? Where would somebody go if they want to go down this route?

So, first steps would be to start researching apprenticeships to help you reach an informed decision in terms of which route is right for you. If you find that it is right for you, the next steps would be to consider where (location wise) you want to do it. Bearing in mind that this would mean living in that area for 6 years and which firms you would like to do it with. Take into consideration how they structure their apprenticeship, practice areas etc.

Websites like Not Going to Uni are great for information and apprenticeship opportunities. I believe the UCAS site also includes degree apprenticeship opportunities. In general law firm’s websites are useful to browse what apprenticeships they offer. I’m part of a network called the North-East Apprentice Ambassador Network. This is a regional branch of a UK wide apprenticeship network, which aims to provide information on apprenticeships across all industries.

Independent Research

It involves a lot of independent research to be honest. Mainly because often the support from sixth forms and colleges is not always quite at the same level as it is for university. I would hope that they are taking steps towards looking at degree apprentices and alternative options more now as awareness is increasing for them. However, when I was at this stage 4 years ago, there was a real gap in terms of support provided by colleges / sixth forms with university applications in comparison to apprenticeship applications. The main focus was always heavily on university as this had always been the traditional progression from A Level.

The ambassador network involves attending sixth forms to promote the apprenticeships, and increase awareness. So, these students at least have the chance to consider whether the alternative is suitable for them. Hopefully, it is starting to cause a shift in the approach that has previously been endorsed by A level providers.

Tell me a bit about your experience of the application process?

As I’ve mentioned I applied for the apprenticeship in 2020 – this year BHP Law had joined the NESA cohort for the first time. So, I had initially applied to NESA via their group recruitment process. As events panned out, although NESA did not proceed as hoped, I did secure an apprenticeship with BHP Law. This made myself and Jack Collins, who was also successful in doing so, the first solicitor apprentices that the firm has ever taken.

NESA Recruitment Process

The NESA cohort recruited as a group initially, before narrowing down successful candidates for each individual firm at the final stage. At the assessment day, candidates do ‘speed interviews’ with each firm, alongside group and written assessments. Following the assessment day, successful candidates are invited to final interviews. Then work experiences with the individual firm(s) who have selected them. The overall process is very similar to that of a training contract recruitment process. As a whole it is extremely competitive.

I was invited to the final interview and work experience with 6 of 8 firms recruiting via the NESA scheme in 2020. However, these placements were unfortunately not set to proceed during the first lockdown in 2020. Then due to this, alongside other implications of the pandemic, the recruitment process was later withdrawn.

At the NESA assessment day, you are also given the opportunity to indicate which firms you personally are interested in. You have the option to choose all, or just some of the firms involved that year. I was open minded and interested in proceeding to the final stage of the process with each firm that I had the opportunity to do so with. But of course it did not turn out that way.

What advice would you give to somebody that is thinking about going down the apprenticeship route?

I would say just do as much research as you can. Then once you’ve decided what you want to do just have as much belief in yourself as you can. Just know that you’re going into it in the same position as every other applicant. As a result all you can do is put your best foot forward.

All that you need is one firm to give you that chance, and it will likely be the case that you will face some difficult rejections, or disappointments along the way but you cannot let that deter you. My experience is a key example of that. Virtually every single opportunity fell through for reasons completely out of my control, due to the pandemic’s kind interruption of the application cycle. But I didn’t let that stop me from pursuing what I knew was right for me. A good outlook to have is that if you don’t get the opportunity, it probably wasn’t meant for you anyway.

So, just have that belief that the right opportunity will come to you and work as hard as you can to ensure that you will get it. When appropriate, don’t take no for an answer and be as proactive as you can.

There’s benefit in adopting a ‘what will be will be’ attitude. Work as hard as you can. But when you have done that just know that whatever happens next is no longer in your control. Keep the belief that in the end you will end up where you are meant to be, doing what you are meant to be doing.

Is there anything you think skills wise you’ve picked up that you wouldn’t have done if you’d have gone down the traditional route?

I think client care and communication skills develop very quickly via the apprenticeship, as you are put in a client-facing position from the outset. You get a feel for what is needed to achieve the best for the client. You learn your own style in doing this, with the guidance of experienced professionals around you. A key benefit of the legal apprenticeship is you learn from really experienced lawyers who have been doing what they do for a while. So, you pick up from what other people do; from their skills and essentially you make them your own as you learn to apply them in your own way.

The confidence you build through the apprenticeship is another key thing. You are in a professional environment from a very young age, and naturally develop as a result. Although it may be daunting at first, you have to learn and develop your skills really quickly to adapt and fit into the firm you’re working for. Ultimately, I think you develop a lot of confidence and legal skills a lot quicker than you might if you were at university. If I was to have taken the traditional route and done my LLB full-time, I would just be graduating now. Furthermore, I wouldn’t have had any exposure to practical experience except for a little bit of work experience if I’d been lucky.

We talked about this a little at the start, but what made you want to go down the apprenticeship route? Rather than the traditional route going of university to begin with.

For me it really just was the practical experience and getting that head start in my career. I’m ambitious by nature. If I’m doing something I want to do it to the best of my ability. Therefore I knew I wanted to not only pursue a career in law but to become the best lawyer I possibly can be and have the best career I can. I researched the options and decided that the apprenticeship was going to be the best opportunity to achieve this from the outset due to that practical experience.

The decision was assisted too by that I wasn’t overly keen to have that ‘university experience’. My priority was getting a head start on my career.

Plus, there’s real cost benefits that can’t be ignored when talking about this. Solicitor Apprentices have a salary for 6 years. Also, their degree and qualifying exams are completely taken care of (expense wise), and they come out of the process with absolutely no debt. That’s a completely undeniable benefit, on top of the practical experience.

Why should someone wanting to become a Solicitor take the apprenticeship route?

I think what can’t be ignored is that actually some people can’t go to university because of the financial implications. Not everyone can take on that amount of debt without a second thought. But that shouldn’t stop people from being able to pursue a career in Law.

I also think what people don’t realise when they are applying for apprenticeships is what you can gain personally as well as professionally. You won’t just develop professional skills, you will develop a lot of personal skills. As well as a lot of transferable skills that will benefit you both inside and outside of the workplace. I think just being in the environment, dealing with challenging matters for clients, and even just building relationships with colleagues, it encourages development to a greater level than what you perhaps would do for your age if you did not have that experience.

A key thing for me, that I perhaps didn’t know or expect going into it, is the people you learn from along the way. This isn’t just limited to the lawyers, or senior figures. You actually learn from everyone within the firm. I can say I’ve learned something from every single person I’ve came into contact with within the firm. You learn a lot of lessons that you perhaps didn’t know you needed. The people you meet and the impact that they have on you along the way is really significant.

In terms of qualifications to take the apprenticeship route, do you have to have A levels to do it?

As far as I’m aware yes, you do need A levels or qualifications equivalent to A levels. I’m not an expert in the field but this would be other qualifications that accrue UCAS points. The specific A levels required varies between firms. Generally they are similar to the grades required to achieve a place on an LLB full-time undergraduate course.

The only thing that disqualifies you from a solicitor apprenticeship I believe is if you already have a law degree. So, you can have an alternative degree and then do the apprenticeship if you choose to. I also think graduate solicitor apprenticeships are becoming available, which are very similar to traditional training contracts. However, they involve you working whilst studying towards the SQE.

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. So, 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.

We hope you have found these insights into legal apprenticeships helpful. Click here to read Part 2 to our exclusive interview with Ellie about her personal experience of a Solicitor Apprenticeship. Follow our LinkedIn here to be the first to know when it has launched.

The Eventus Recruitment Group

We work closely with law firms across the nation and offer tailored advice to enhance both recruitment and retention strategies. Due to this, many of our clients see us as a HR partner rather than a traditional recruitment company. Hearing Ellie’s experience of her Solicitor Apprenticeship was eye-opening. The positive impact the apprenticeship has on the skillset and confidence of the next generation of Solicitors is evident. We are excited to see the continual growth of legal apprenticeships and the benefits to the law sector.

I have worked with numerous recruitment agencies over the years but the services provided by Eventus and in particular Amy, is second to none. Amy is knowledgeable, approachable and has a way of understanding what our business requires. Her knowledge of the local market and how this changes is brilliant and always means that she is my first go to when I am looking for a candidate. I would have no hesitation in recommending the Eventus Group.

Cygnet Law

21Sep

Student Placement with the Eventus Recruitment Group – Ellie’s experience

Starting a new job can be scary, especially when it’s a different role to what you’ve done before. Having no prior experience in marketing or the workplace before joining Eventus, I wasn’t so sure how it would plan out, but I’ve now realised there was no need for doubts in the first place.

I’m in my third out of four years at Loughborough University, studying BSc Management. Having just completed a study exchange for a semester in Amsterdam, I thought it was time to get some industry experience. In this blog I will share my experience of working with The Eventus Recruitment Group, what I have gained from my placement, and what I think they have benefitted from me too.

Working alongside the marketing team, I have taken on multiple different tasks. To name a few:

Social media content creation

Website editing
Blog writing and editing
CRM database cleansing
Survey analysis
Email marketing

Learning such a wide range of responsibilities, I have managed to build a great insight into the real corporate world. I have been able to take what I’ve learned in the lecture hall, and apply it to the practical experience at Eventus Recruitment. But although I had a good understanding of management and marketing from my degree, it could never have prepared me for all the new and exciting challenges that I have faced on my placement.

Benefits of student placements

Working with Eventus Recruitment has been extremely beneficial to me, and I want to discuss the benefits of it and the skills I’ve gained along the way.

Teamwork

An absolute non-negotiable skill needed in the business world. Working together with different people on a project can only make the outcome stronger than imagined. With only a small team, I have been able to really delve into working with others and making the most of it. I have been listened to, and my opinions have been taken on board, and vice versa, compared to a larger firm where voices might become a little lost.

Business insight

Understanding how a business actually works is key. From the simple things like taking lunch, to weekly team meetings, to the support we offer each other and more, seeing how a business actually runs is so important, as what we hear in the classroom is barely even the half of it.

Communication

At Eventus, we demonstrate good communication weekly with our full team meeting. One by one we go through our successes of the previous week and aims for the next. We listen to each other and offer advice and suggestions where we can. I’ve learnt the importance of communication being at Eventus, when communicating properly you can really boost morale. Additionally, it can help build employee relationships, which for a new starter is key, and it can improve employee engagement. More so, in companies like the Eventus Recruitment Group, where people work from different locations, with a mix of office, hybrid and remote working.

Networking

At Eventus I have built my network in multiple ways. Firstly, I have developed a strong LinkedIn profile which will help me in my final year at university and future job searches. Secondly, I now have a team that I know I can go to for help whenever needed, and they will always stay in my business network.

Other benefits

Other benefits and skills I have gained from a student placement include:

CV growth opportunities
Employment chance maximisation – marketing is a competitive field to get into and practical work experience is vital
Increased knowledge of the route I might want to go down
Introduction into professional workplace
Identify my corporate strengths and areas for improvement.

Employer benefits

Not only can the student benefit from being on placement, but the business offering one can also see many advantages towards it too:

Fresh Ideas

Bringing in a new recruit, particularly a student who is younger or has a different background, can bring your firm a new perspective. Coming in open-minded and with motivation to perform well, lots of new ideas will be brought to the table with a fresh mind.

Balanced Workload

Student placements work great in a smaller team. Once trained, they can take on a portion of the workload, leaving more time for bigger projects or more tasks to be taken on. Balancing the workload allows a lot more time for other things to be done.

Good Publicity

From the employer’s perspective, you can gain positive publicity from bringing on a student recruit. Being open to new talent and offering work experience and a different type of staff training shows to future employees and clients that you are an open-minded and friendly firm. This has all sorts of benefits for your firm that can only lead to good things.

Boosted Morale of Team

Bringing a new challenge, such as training the new recruit, to an existing team can help them boost morale. They want to help and impress the student so have more motivation in the workplace. Fresh perspectives from the student can also boost team morale as they begin to look at the workplace and tasks in new lights.

Written by Ellie Pomfret, who excelled during her placement at the Eventus Recruitment Group. We are delighted that Ellie is now joining us as a Marketing Assistant part-time whilst she is completing her Business Management degree.

05Sep

Tips for making your return to work easier after periods of leave

Dreading going back to work after your holiday? Tips for making your return to work easier after periods of leave

The first couple of days back after time off can be chaotic. Returning to work can be daunting. The fear the night before of forgetting how to type, a desk piled high with work and a calendar full of meetings. We’ve all been there.

There are some simple steps you can take to help you prepare for your return to work!

Be organised

Don’t leave the planning for your first day back until the night before. Sort your outfits out for the week, plan your travel and meals in advance. This will give you one less thing to worry about.

Set up your workspace

Before you start working after a period of leave, take a couple of minutes to organise your desk and look through any notes you made before you went off on annual leave. Declutter and get rid of anything you don’t need. Get yourself comfortable without distractions to get your head back into your work. Ultimately, create a space that works for you.

Make use of your handover

Before you finish for annual leave, make sure you produce a clear handover. This will ensure your colleagues know how to support your workload whilst you are away, and ensure you know what you had on when you left. Making it a lot easier to hit the ground running when you return to work.

Talk to your colleagues

Find out what has been happening while you’ve been away. So, you are in the loop. It will ensure you are up-to-date of any changes and updates.

Check in with your Manager

Sit down with your Manager and have an open conversation about your workload. If your job role or responsibilities are changing find out exactly what is expected of you.

Don’t be afraid to ask for help

Don’t be afraid to ask questions or for help. For example, if you are using new systems or you need to know about progress made on a client’s work.

Write a to-do list

On your return, write a to-do list for each day of the week, breaking your tasks down into manageable chunks. It will prevent you from becoming overwhelmed, and you will be able to see that you are on track to reach your weekly goals. However, don’t be too hard on yourself if you don’t get everything done. The first week back is always chaotic, with unplanned meetings and people wanting a catch up.

Sort your inbox

Got hundreds of emails? Delete anything irrelevant. Then categorise and divide the remainder by tasks and priorities. Use flags or create folders within your inbox for urgent tasks or different projects, to help you stay organised.

Delegate work

Delegate any tasks you can to make your first couple of weeks back to work a little easier. Doing so will allow you to concentrate on your main work tasks or projects.

Connect with any external contacts

It’s important to touch base with any customers or suppliers on your return to ensure you are up-to-date and business is running smoothly. By letting them know that you are back, will show that you are thinking about them, maintain the relationship and show that you are keen to get started again with your work.

Be kind on yourself

Make time for yourself on your first week back. Eat well and make sure you take your lunch breaks. Also, leave work at a reasonable time to ease yourself back in and do things you enjoy outside of work.

By following these simple steps, you can make sure you’re prepared and ready to get back into the swing of things!

For further reading, click here to read our tips for increasing productivity in work.

07Aug

Eventus Recruitment Finalist for Two Professional Services Business Awards

Finalists for two Professional Services Business Awards

The Eventus Recruitment Group are delighted to be finalists for two Professional Services Business Awards – The Be Inspired Business Awards (BIBAs) and the Enterprise Vision Awards (EVAs).

The EVAS are the UK’s largest business awards dedicated solely to women. This year, the finalists were selected from almost 1500 nominations and entries.

The BIBAs are Lancashire’s most prestigious and longest running business awards programme and run by the North & Western Lancashire Chamber of Commerce. They are a celebration of some of the most exciting companies and entrepreneurs based in Lancashire, showcasing their success stories and highlighting Lancashire’s position as a world-class business community.

Headquartered in Lancaster, the Eventus Recruitment Group was founded in 2009 by Siobhan Courtney to provide an honest, reliable recruitment service in England and Wales. Having worked in recruitment since 1998 Siobhan grew increasingly frustrated with how recruitment businesses were run. So, seeing an opportunity to be different, she decided to set up a recruitment consultancy in the Legal sector based on honesty, integrity, transparency and confidentially. Going from strength-to-strength, the recruitment company has expanded into Finance and HR, and in September 2021 the Group’s second office was opened in Cheshire. Going beyond traditional recruitment, they support jobseekers at every stage of the recruitment process and advise businesses on employee benefits, recruitment needs and retention strategies.

Siobhan Courtney, Managing Director of the Eventus Recruitment Group, said: “We were delighted to be chosen as a finalist in such two prestigious awards, and it’s a great accolade to my team who work so hard always putting their clients and candidates first to create successful working partnerships so businesses can thrive.

“Business awards are great and are so important to the local business community. But to be finalists for two is extra special.”

The team at the Eventus Recruitment Group are super excited for September, when the winners of both the awards will be announced.

Tailored support from the Eventus Recruitment Group

If you would like some advice on your recruitment strategy or tailored support finding the right people for your firm, click here to contact us.

"I have worked with numerous recruitment agencies over the years but the services provided by Eventus and in particular Amy, is second to none. Amy is knowledgeable, approachable and has a way of understanding what our business requires. Her knowledge of the local market and how this changes is brilliant and always means that she is my first go to when I am looking for a candidate. I would have no hesitation in recommending the Eventus Group."

Stacey, Cygnet Law

17Jul

Ways to Upskill your Workforce

First of all, what is upskilling?

Upskilling refers to a workplace trend in which employees learn new on the job skills. This can be through things such as training programs and development opportunities. Doing so, the skill gap in a workplace can be minimised to fulfil current and future demands.

So, why is upskilling so important?

Let’s rewind to 2020 when the world went a little bit skewed and we had to change the way we work. Many of us were working in the office pre-pandemic, collaborating with colleagues face-to-face. Once the lockdown hit we had to learn how to collaborate and meet virtually. Something many of us hadn’t previously done.

We adapted and although this is an extreme example, many changes mean businesses and employees need to adapt in order to thrive. Sometimes even survive.

It’s important to understand the skills you need within your firm and evaluate which of those are covered and which aren’t. You can then mitigate the loss of certain skills due to illness, progression, retirement or changes in work activities.

What are the benefits of upskilling?

Let’s think about the recruitment market and how competitive this is in the legal sector. It’s a candidate-driven market with some disciplines being particularly difficult to recruit for. Therefore, if you have skill gaps within these disciplines in your business, attracting candidates can be very time-consuming and expensive.

By upskilling or reskilling employees who are committed and keen to develop, helps prevent these skill gaps from appearing. Additionally, it also boosts morale, and demonstrates to your team that you are investing in them. Ultimately, supporting your staff retention.

Many of our candidates cite that there’s a lack of development or progression with their current firm. This is one of the main reasons cited for considering new opportunities. Upskilling your existing employees shows how much your team are valued and that you are committed to developing them professionally.

The culture and values of a business have become more important to employees and candidates over recent years. Developing a culture of agility and growth demonstrates the value you place on individuals.

Ways to Upskill your Workforce

There are a variety of approaches for upskilling your team. Consideration needs to be given with regard to the individuals, their career aspirations and the current and potential future skills gaps.

Some members of the team won’t necessarily be looking for specific development or progression within their role. Whereas others will embrace the opportunity to learn and grow in their role.

What are the current skills gaps? What are the potential gaps in the future? Do you have anyone in the team who is likely to progress leaving you with a succession issue or even retirement? Do you only have one member of the team with a particular skill set that could make your firm vulnerable if they were to leave? All these considerations will help you to recognise and plan ahead.

So what methods can you use to upskill your team?

Online Courses and Formal Qualifications

This could be ad-hoc, one-off courses to help with particular skills or longer-term courses that require attendance on a regular basis.

CILEX, apprenticeships or professional courses can be a fantastic route for those who are looking to progress further and can be carried out whilst working. Furthermore, the Government and Local Authorities are currently offering part-funded apprenticeships and courses, aimed at up-skilling workers. These go right up to degree level.

If your employees are desk based there are plenty of courses to enhance their skills and make their day-to-day jobs earlier. For example, Word, Excel, PowerPoint, InDesign, Photoshop to name a few. Giving your employees the opportunity to complete courses like these, will provide them with the skills to take on new projects with their job. In some cases, it will provide them with the confidence to take on additional responsibilities within the business.

Mentoring

Buddying up with a mentor can be beneficial, especially when it comes to softer skills or learning key processes. There are also mentoring courses for people within business who you would like to take up these positions.

Shadowing

Another way to upskill employees is to provide opportunities to work in other departments and learn from colleagues with different experience and skills. This is particularly useful for junior staff, who are starting out in their career.

From a business perspective it is useful in cases when one department is overly busy. As it means that staff in other departments can step in to help, to meet business demand and prevent unnecessary stress.

Create your own training programme

By devising your own training programme or taking on apprentices can help people to enter your industry. Breaking into new industries can be very difficult and those who want to move industries are often extremely determined and dedicated to upskilling. So, by creating a training programme for people with transferable skills will help your future employees to upskill and provides with you a driven workforce. Also, this method can be tailored to your business, allowing you to build a workforce with the skills you need.

Offer CSR Days

By offering paid CSR days to your employees allows them to upskill by trying new things outside of their work. All whilst giving back to the community.

Upskilling your workforce will help to ensure that you have a competitive edge and a team of highly motivated and skilled employees. Consider each individual’s career pathways to upskill and fill skill gaps to the team’s best advantage.

Written by Nikki Phillips, Senior Recruitment Consultant for all Legal roles across the North West and Wales.

About The Eventus Recruitment Group

If you would like further advice on upskilling your workforce, retention and recruitment strategies, we have a team of specialists who are always happy to help. Click here to contact us or email info@eventuslegal.com.

We are award-winning recruitment specialists in the Legal, HR, Finance and Accountancy sectors, who go above and beyond traditional recruitment by offering an all-round consultancy service. Including, tailored specialist advice to enhance job searches, recruitment and retention strategies.

"I have used Eventus, for a number of years and have always found them to be friendly, helpful and professional. They really take the time to understand the firm, and the roles that we are looking to fill, so that only candidates that fit our requirements are put forward. I would have no reservations in recommending Amy and Eventus."

Law Firm Hiring Manager

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Building a career in Legal Finance

Firstly, what is a Legal Cashier?

How does a Legal Cashier role differ to other finance roles?

How to get into Legal Finance

Are there minimum qualifications to become a Legal Cashier?

Is work experience required to be a Legal Cashier?

Can people move into Legal Cashiering after having a career in other finance roles?

Can people move into Legal Cashiering after having a career in other legal roles?

What skills are needed to be a Legal Cashier?

What are the transferable skills for Legal Cashiering from other finance roles?

Do law firms expect candidates to have done the ILFM diploma? Or will they offer training or fund it if people don’t?

What career progression options are available to Legal Cashiers?

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