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Author: Eventus

Eventus Recruitment Group > Articles by: Eventus
21Dec

Will recruitment be automated by AI?

Will AI replace recruitment and the role of the recruiter?

The short answer is…No!  Given recruiters often make hundreds of complicated decisions during the process. AI simply isn’t flexible enough or powerful enough to take over this specific process.

Let me expand a little further upon this.

Don’t get me wrong, AI recruiting software is a great asset for recruitment teams and recruitment businesses whether that be screening CVs, matching of candidates or going as far as scheduling interviews.  According to Forbes 84% of business leaders surveyed believe AI has drastically reduced administrative times and tasks.

Tools such as ChatGPT for instance can write a job description, create adverts and when prompted can generate questions for interviews including competency-based interview questions. Chatbots in the current candidate driven market do have the ability to enhance a candidate experience especially in the pre-qualification stage of the process. CareerBuilder’s data found 67% of job seekers had a positive impression when they received automated updates throughout the process.

So, will recruitment be automated in the future?

As I mentioned earlier the short answer is No. What AI lacks and is likely it will always lack is human judgement. Also, the ability to build meaningful relationship and a personality, which is often overlooked in the recruitment process.

A lack of judgement

Let me start with the human judgement aspect. Where AI will search and read data looking for patterns and key words, it can potentially be reading insufficient data. Then it gets stuck in a loop of suggesting the same candidates based on said keywords. A recruiter is often trained to look beyond the obvious and interpret ambiguous information, which in turn incorporates diverse experience. They also have the capacity for moral and ethical reasoning to make the correct decisions for all parties involved, which AI algorithms may overlook.

Creating meaningful relationships

The main thing AI is not good at and unlikely to ever be able to do will be creating meaningful and solid relationships with candidates. Changing jobs for whatever reason is a deeply emotional decision and often stressful. For that reason, being able to speak with someone should never be replaced. Humans are able to build trust and ask the right questions in conversations in order to gain the best information from candidates. Enabling them to achieve the best outcome and secure the right job for the candidate.

Building relationships often lead to a more meaningful interaction between recruiters and candidates and will help understand goals, strengths, interests which will factor into any decision-making process.  Often its these meaningful conversations that make the difference in the process and should never be overlooked or underestimated. This is something that AI is not able to do currently.

Conclusion – AI’s ability to replace the recruiter

In conclusion, the role of a recruiter is a valuable one and is a skilled role that cannot be replaced fully by AI. However, the future of recruitment will ultimately be a collaboration and some areas of recruitment could be made simpler through AI. Such as, for example, job advert writing / formatting.

We’re an award-winning recruitment agency offering a range of services to businesses in the Legal and Financial sectors. Contact us today for a confidential discussion about your recruitment needs.

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"We have worked with Amy for many years. She is our go to recruiter. Even when we give her the most trickiest specification she finds us an ideal candidate. Amy knows and understands our business."
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Sara, Law firm Hiring Manager
13Dec

Why your recruitment and retention strategies should be aligned

Recruitment and retention are equally important when it comes to organisations being able to maintain productivity and growth.

Having an excellent recruitment strategy without a focus on retention can be counterproductive. The same is true the other way around too.

To successfully achieve business goals and the ongoing success of a business, it’s important to have clear strategies for both recruitment and retention.

An organisation with a good staff retention rate will find it much easier to recruit. Let’s face it, why would candidates want to join an organisation where long-standing employees are suddenly leaving?

Recruitment strategies should focus on identifying suitable job candidates and future employees. Then engaging them in the recruitment process. Having a smooth recruitment process is crucial to get the buy-in from the candidates.

Top tips for your recruitment strategy

Produce interesting and informative job adverts.

To attract those in the job market the advert should have information about the role itself, the organisation and the benefits package. For tips on writing effective job adverts, click here.

Incorporate a careers page on your website.

This should include current openings, benefits of working for the organisation, culture, values and where possible testimonials from existing employees.

Interview process.

Make sure you have a plan for the interview so that you are inviting the candidate to showcase their skills, knowledge and experience during the conversation. It’s also important to interview promptly. Treat your candidate like a client and make them feel special. Especially when they are actively seeking a new role as they are likely to be interviewing elsewhere too.

Offer stage.

If you really like the candidate don’t wait around. Show them how much you value them from the start. If you’ve already talked about money and the salary is reasonable, then make the offer you know they are likely to accept. If you think the salary requirements are too high then clearly explain and discuss what they would need to do to achieve their salary goals if they join the firm.

Retention strategies should be geared towards making sure that your existing team don’t leave once they have joined. This starts at the very beginning – their first day – leaving no doubt in their mind that they have joined a fantastic firm.

Top Tips for Retention Strategies

Onboarding

Ensure there is a robust and engaging onboarding process where the new employee feels valued from the start.

Remuneration

Offer market-leading and competitive salaries. We can help with benchmarking salaries in the legal and financial sectors.

Benefits

Regularly review employee benefits against your direct competitors. It’s even better to ask your employees for feedback when reviewing your benefits package to understand what your team truly value in their package.

Culture

Promote a positive culture within your organisation. Company values should underpin the culture and if you don’t have specific values already, engage the team in this to come up with them together. Don’t forget to shout about them and discuss them when interviewing new candidates.

Flexibility

Where possible offer your employees flexibility with regard to where and when they work. This isn’t always possible but when it is it demonstrates trust, enhancing employee relations.

Happy employees are less likely to leave, and providing a positive working environment can help to keep job satisfaction high.

Practical examples of how retention and recruitment go hand-in-hand

When you have a high staff retention rate, you can use it to your advantage when you are recruiting. For example, you can:

  • Get your team involved in your recruitment process. You could introduce your top candidates to members of the department that they would be working in.
  • Ask them to advocate for your business. For example, add employee testimonials to the careers page of your website.
  • Introduce an employee referral scheme. This is a great initiative for when you have a positive and supportive company culture. If your employees feel that your company is a great place to work, they will want to recommend the company to others. By introducing a referral scheme, it is an extra incentive for them to do so.
  • Exhibit at and attend careers fairs. You and your employees can represent your business at a careers fair, where you can speak to students / graduates. Allowing you to build connections with the next generation of the workforce.

In summary, your recruitment and retention strategies should be aligned. Additionally, retaining your employees is as important as attracting new people. High retention indicates a happy team that other professionals will be keen to join. Having a strong recruitment strategy demonstrates your commitment to hiring the right people for your organisation and provides new employees with confidence in your organisation as an employer.

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 fully understand our clients’ culture and offerings so that we genuinely feel like an extension of your firm when approaching candidates you’d like to meet. 

Furthermore, we can advise on your retention strategy. Annually, we conduct a survey to find out the latest employment trends and what employees are looking for from their employer. To download our latest report, please click here.

Contact US

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

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.
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Bryony, Law Firm Hiring Manager
Other useful resources:

Recruiting in today’s market

Employee benefits to improve retention

How marketing can help you hire

Volume recruitment vs specialist recruitment

11Dec

Solicitor Apprentice Ellie Phillips’ personal experience of Legal Apprenticeships

For this blog our Director, Amy Watson, sat down with Solicitor Apprentice Ellie Phillips to find out about her personal experience of being a Legal Apprentice at BHP Law. In this interview, Ellie discusses why she set on undertaking a Legal Apprenticeship. What she has achieved so far and why more awareness of Legal Apprenticeships is needed.

I started the apprenticeship following the completion of my A Levels. A lot of apprentices do start as school leavers, but you don’t have to. The apprenticeship is available to all age-groups. It could be really useful for people changing careers or looking to qualify as a solicitor having already worked in the profession in other roles. Essentially, if you don’t have a law degree already, the apprenticeship is an option. If you do hold a law degree, a graduate solicitor apprenticeship would be your alternative.
A career in law has always interested me from an early age. As I was considering what I would do after my A Levels, I was quite confident that my skill set would be suited to a career in law. From there, I started to research the profession and routes into it. I sought work experience and began volunteering with my local Citizens Advice bureau (CAB) in my spare time during Sixth Form. At CAB I progressed to a telephone advisor role, and I remember being one of the youngest volunteers in this role. 17 at the time. I really found reward in the opportunity to assist the community with a wide variety of issues from that young age. Importantly, it confirmed to me that a career in law was right for me.

I knew that if I didn’t secure an apprenticeship, I would ultimately have to go to university to pursue my goal of qualifying as a solicitor. That being said, university was very much my ‘back up’ option. Rather than the other way around, which can be a common misconception.

My plan essentially was that I would apply to apprenticeships and aim to secure an apprenticeship within the first application cycle. If I was unsuccessful, I was prepared to wait and reapply the following year. At the time, I remember being heavily encouraged to apply to university. At Sixth Form the focus was very much upon university applications. I don’t recall being encouraged at all (never mind quite as heavily) to consider degree apprenticeships. Despite this, I knew that the apprenticeship was the route that I wanted to pursue. Furthermore, that it was the route that would help me get that ‘head-start’ on my career, which would, in turn, assist in fulfilling my long-term career ambitions.

I initially applied to the North East Solicitor Apprenticeship (NESA) Scheme, which we have discussed previously. NESA follow a group recruitment process, and I think when I applied in 2020 there were around eight firms recruiting. As I mention applying in 2020, you might have suspected that things did not run quite as smoothly as they would usually. Unfortunately you would be right!

I progressed through the application process, and attended a group assessment centre in February 2020. I was successful at the group assessment with six firms and was invited to attend the final stage of selection. This entailed a final interview and work placement with each of the six. Unfortunately, the last stage was set to go ahead from March onwards, which, as you can imagine wasn’t possible due to the pandemic and it was initially postponed. As the first lockdown continued, it became less and less likely that it would be possible for the selection process to continue due to wonderful implications of the pandemic. As a result, the NESA recruitment process was ultimately withdrawn for the 2020 application cycle.

At this point, despite understanding the circumstances in which NESA could not go ahead as it usually would for that year – I couldn’t help but feel the disappointment. That the biggest, most important opportunity I had ever had at that time, had been taken out of my reach for reasons beyond my control. I had essentially gone from being in a great position and having a real chance of receiving apprenticeship offers. To, ultimately, not really having a chance at all. 

I decided at this point, that I wasn’t quite ready to accept this outcome just yet. That ‘not really having a chance’ is not the same as not having any chance at all, and that that was good enough for me!  The apprenticeship was something I was very, very set on. There was no doubt in my mind that it was the right route for me. Equally, having spent almost six months in what felt like a stationary position (with my A-levels cancelled, and being in limbo within the application cycle), I wanted to get started as soon as possible. My prospects of securing the apprenticeship were something that had helped me navigate the uncertainty that the first lockdown brought. Fundamentally, in that time I had become more determined than ever to achieve what I had set out to. 

I initially checked that Northumbria University were still offering the apprenticeship programme with a 2020 start. Luckily they were. So, then I contacted each firm that I had reached the final stage of selection with directly. I essentially explained the position, and my aim of securing an apprenticeship despite the circumstance. I enquired as to whether there was any scope to continue with the apprenticeship. Or if any alternative opportunities might be available. It was in response to my email, that BHP Law invited me to meet with their managing partner. Following this, they excitingly offered me the apprenticeship.

No one at the time knew what Covid was going to mean for businesses, law firms and apprenticeships in general. I’m not sure exactly what made BHP Law take that chance. Particularly given that Jack and I (who also approached BHP Law following the recruitment process with NESA) were the first Solicitor Apprentices that they recruited. However, I do think that our perseverance and persistence demonstrated our commitment to pursue the apprenticeship route made the difference. That this assisted in our ability to secure an apprenticeship where the odds were very much against us.

I can’t say for certain, but I think that the actions which we took really demonstrated just how driven we were. Perhaps that in showing this drive through action, rather than just, for example, holding yourself as having these kinds of traits in a written application. It had much more conviction, and that this was ultimately enough to take that chance on us.

Yes. We currently have a total of 5 Solicitor Apprentices. This year we are involved in the NESA recruitment application cycle.

It’s certainly a challenge. However, the key to being able to juggle both for me comes with organisation and communication. Being organised both in the workplace and with your studies is really important. It is just as important to communicate with your workplace (and current team/supervisor) as to your workload in each area. So, that the balance remains manageable. Exam periods are often where it becomes most challenging. However, again through communication and organisation the challenge remains manageable. We do receive exam leave allocated prior to our exams, which really helps.  

I do think that protecting your 20% study time is also important. It can be difficult where you want to progress as much as possible at work. This can make it tempting at times to give up your study day in order to do so. But the reality is that you just can’t afford to do that consistently. As the study day really is essential for succeeding academically. The apprenticeship relies on successful in both areas.

For me, I don’t feel that it does. I’m now past the halfway point, and it has really flown by. It’s strange because although development / progression wise I feel worlds away from when I started. It feels like the time has passed really quickly. I suppose that’s the kind of accelerated progression that you can expect when you are, or when you recruit a Solicitor Apprentice!  

Six years is around the minimum length of time that it takes to qualify through the traditional route anyway. That of course is reliant upon securing a training contract in the first application cycle, which is not always the case.

The honest answer is not yet! My first seat was in Court of Protection (Health and Welfare). My second was Family (public law) and my current seat is in Civil Dispute Resolution. I have enjoyed each and have found each area has assisted me in developing different skills and competencies. As I still have three years to go, I’m remaining open minded and taking everything in along the way.

What I can say now, is that I think my passion probably lies with people-focused areas of law, rather than more transactional areas. For me, the more personal side of law is what I enjoy. As it brings that element of making a difference and seeing the real value in the work that you do.

I volunteer with the Apprenticeship Ambassador Network (AAN). This is a national network split up into regional divisions. So, I work directly with the North-East network predominantly. The AAN have various initiatives, but one aim is to increase apprenticeship awareness and assist potential apprentices in making an informed decision in their career pursuits. Things like careers fairs, presentations and mock interview / CV workshops are ways in which the AAN look to achieve this. Something which the AAN do which I think is really important particularly for younger people, is that they also attend events that include parents. There has been stigma surrounding apprenticeships for quite some time. I think as with most things, this can come from lack of education and information available. So, greater the reach of these kinds of initiatives, the better.

This year, I proposed the idea of a year 12/13 work experience programme to BHP Law. Subsequently, we designed and delivered a programme which was a real success over the summer. We were able to welcome two successful candidates to our Darlington Office. They experienced a mixture of hands-on experience and workshops. Some of which were focused upon pathways into law, including the apprenticeship route. This is something that is really important to me, as I myself had struggled to obtain work experience at that age due to lack of connections within the profession. Consequently, I wanted to do something that can begin to change that narrative of ‘it’s not what you know, it’s who you know’ at a local level. So, the programme was very much tailored to that, all the way down to the application which included a cover letter which gave all candidates the same opportunity. Rather than it being based upon personal connections, or past work experience. I am grateful to have been supported to implement something at BHP Law that I am passionate about. I am looking forward to continuing with and developing this programme further. 

Additionally, I do think there is some work to be done in the North-East in terms of creating more legal apprenticeship opportunities. So that aspiring legal apprentices don’t have to move out of the area if they don’t want to. I would love to see more North-East based firms begin to recruit Solicitor Apprentices, and if there is anything I can do to assist with that I will be more than willing. Even if it is comes down to carrying on the conversation on Solicitor Apprenticeships in the North-East.

I think a real key thing that BHP Law have done, is that they’ve been willing to listen and adapt alongside their apprentices. A small example of this, is with our exam leave, we’ve been able to have open conversations about what we need in order to achieve success academically – which has included increasing our exam leave as we have progressed through our degree.

I’ll be with the Dispute Resolution team until next September. During this time I will be completing my final year of my law degree. Thereafter I’ll move onto the SQE and the final two years of the apprenticeship!

I will continue to champion apprenticeships throughout this and continue in my endeavours to assist young people looking to access the profession. Including by continuing with the Year 12/13 Work experience programme at BHP Law. My experience has shown me that you don’t have to wait until later in your career to try and make a difference. You can, and should, be trying to do so now, which is something which, I hope, will play a key part in ‘what’s next’ for me.

We hope you have found Ellie’s experience useful. If you would like to find out more about legal apprenticeships, read our blog here or visit the SRA website for more information. Furthermore, to read the first part of our interview with Ellie Phillip’s about Legal Apprenticeships, click here.

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Further Reading

This interview is part of our series of legal career insights. Other editions include:

Sarah Jane Lenihan’s career journey to Partner and award-winning Family Lawyer at Dawson Cornwell. Click here to read.

Insight into Helen Milburn’s career and journey to Partner and Head of Private Client, Wills, Trusts and Probate at Jacksons Law firm. Click here to read.

Trainee Solicitor Ross Simmons’ experience of securing a training contract after working as a Paralegal. Click here to read.

08Dec

8 statements you are Myth-taken about for believing while job hunting

8 statements you are Myth-taken about for believing while job searching

One thing we all have to do, once we’ve made that decision to leave our current role is look at how to reach our personal goal of being happier at the workplace. Whether it’s got to do with salary, location, the flexibility of hours, team, progression, or recognition, unilaterally, we all have to do it at one point and join the hunt to secure a job.

What always happens to everyone, is that from nowhere, a mythical job-hunting gremlin of doubt pops up in your head and says, things like: ‘Your CV is far too long’; or “You will only get a job offer if you are currently already in a job”; or “all recruiters are evil”; and inevitably, someone you know will say “let me help you re-write your CV, I know what people are looking for these days”…

This gremlin of self-doubt is what I’d like to wrangle back into its cage in this blog. Along with hopefully reinstating confidence in you to believe that hunting for jobs need not be so tough. You can master the road to where the grass is greener. You very well may have 99 problems, but job hunting won’t be one!

Myth: You need to know someone to get a job

Truth: Networking and connections are important and very helpful when searching for a new role. However, they are not essential. You can find job opportunities through job search websites, Google, recruiters, LinkedIn and other resources.

Myth: Job Hunting is more difficult than the job itself

Truth: It can be extremely stressful. However, if you stay focused, organised, and disciplined it doesn’t have to be as difficult as you originally thought. You don’t have to do this alone. Obviously, recruiters can help you, job search websites also have alerts you can set up, and your own social media accounts are a great way to get your voice heard.

Myth: A CV is difficult to put together and I don’t have time to job search

Truth: Your CV is a summary of your education, work experience, employment and skills, tailored to the job you are applying for. A CV only needs to be two pages of A4. We have a handy guide to CV writing, which will make putting together your CV easy. View our guide here.

Hiring employers are often flexible with interview times and will work with you to find an interview time that works for both parties. So, if you work full-time you can still attend interviews.

We offer support at every stage of the job search process, from writing your CV, putting you forward for jobs, preparing for interviews to negotiating job offers. Also, we remain here for you once you are in your job. As a result, finding a new job won’t take up much of your free time and you can be confident that your job search is in safe hands.

Myth: You need to interview in person

Truth: the interview process is changing. Some employers have adopted video conferencing or other technology-based interviewing options. Some interview processes start with a video call or phone-call and move onto a face-to-face, and some go the complete other way round. Be prepared to at least meet once throughout the process before securing the position.

Myth: You need previous work experience

Truth: many jobs require less experience than you may think. Consider all your work experience, as well as relevant experience gained during your education. Have you completed any internships or volunteer experience in areas related to the job throughout your life? Also, consider all your transferable skills relevant to the job advertised and the sector it is in.  So, don’t forget to include them on your CV. Doing this, will also show employers that you have knowledge of the job and the skills needed within the role.Furthermore, some companies look for people who want to re-train, either into a different discipline within their sector or into a new role entirely. In these roles full training will be provided.

Myth: You’re stuck with whatever career path you’re in 

Truth: Not true. Did you know that Harrison Ford aka Hans Solo, or for you younger folks reading, Indiana Jones was a professional carpenter for 15 years?!  Novelist John Grisham practised law for over 10 years before he wrote his first book. Proof that it can be done, but you need to have skills that are transferrable to your new role and be willing to learn.

Myth: Nobody hires during the Christmas holidays…

Truth: December is often associated with holiday festivities and winding down for the year, but for it might just be the opportune moment to embark on a job search. Contrary to the common belief that hiring activity slows down during this time, December presents unique advantages for those looking to carve a new path in their careers. Every organisation is different. So, there isn’t a universal hiring season. However, for many firms it is a time for reviewing, planning ahead and budgets being renewed. Generally, hiring managers are keen to fill their vacancies as soon as possible. As a result, there’s no slow down during December. In fact, most of our clients continue to book interviews right up until the festive break with a view to getting organised for the new year. 

For those looking to progress in their careers, it is a great time to job search, as some people put their job search off to the new year. This means that you come across as proactive to hiring employees and will give you an competitive edge.

Myth: Recruiters take a huge commission and a cut of my salary

Truth: The service we provide to candidates is 100% free at every stage. If you get a job through us, we certainly don’t take money from your paycheque! We get a separate fee from our clients for the service we provide, and this will never affect your salary level. Recruitment is all about people, and here at Eventus Recruitment our recruiters are drawn to this world because we have a compulsive need to help! We get enormous job satisfaction from connecting a professional with their perfect job.

In Summary

Job hunting isn’t always an easy process and is stressful. Especially if you think that there are set rules you should follow. However, in reality this is not correct and that gremlin of doubt could potentially be holding you back!

If you’re looking for help with how to write a CV or job interview tips make sure you check out our Resources page for further handy tips.

View Resources

Written by Sam Heraghty, Legal Resourcing Consultant at the Eventus Recruitment Group.

Useful job-search links:

Creating a professional online profile to show off your potential

CV writing tips

08Dec

New Office for The Eventus Recruitment Group

Due to expansion, we are moving offices in Lancaster from the 2nd January 2024. Our new office will be on the Whitecross Business Park.

Our new office address will be: 3-4-1 Storey House, White Cross Business Park, South Road, Lancaster, LA1 4XQ.

Thank you to our fabulous Landlord BSG Solicitors for the last 3 years.

07Dec
Lucy with a Santa hat for why December is a good time to job search

Why is December a good time to job search?

Christmas and the festive season is usually seen as a time of joy, surrounded by family and friends. Lots of people see it as a time to slow down at work and relax. However, hiring managers are keen to hear from those job hunting all throughout the holidays, to get a head start for the new year. Many of our clients are searching to fill their vacancies and booking interviews right up until the festive break. So, although it may not seem like it is, December is actually a great time to job search. This blog explores reasons why you should continue job hunting through December and will give you that extra motivation to continue to do so.

So, why is December a good time to job search?

Less competition

Obviously, people see the holidays as a time to relax and have fun, waiting until the new year to begin their job hunt again. This means that by starting during December, you’re getting a head start and a competitive advantage with employers. Looking motivated and determined to employers, they will be keen to hire you for a vacancy as there will be less people to compete against.

Budgets are renewed for hiring strategies

Many firms’ budgets are renewed during December. So, they have the capacity to be hiring again. By applying in December, you’re getting in front of employers before your competition. Also, it means that you aren’t missing out on these job opportunities if they are filled before the New Year. One of these job opportunities could be your perfect job.

Show commitment

By job searching in December, you look favourable to employers. Demonstrating proactiveness and commitment your career and development, during a time when many people are not. Even if it still takes a few interviews to get there, your commitment during the festive season will definitely not go unnoticed.

Networking

December is a time where we see increases in networking events. From Christmas business events, career open days, to open corporate Christmas parties, and end of year award ceremonies. With the festive spirit, this presents a great opportunity to get yourself known. Different employers will be at these events, so it’s great to open up conversations with them and make an impression. Even if some aren’t hiring at that moment, demonstrating proactiveness should only bring you good karma in your job search.

Remember, there are so many ways to network and get your name out there. Even if you can’t attend physical events, people are likely to be more active on social media. Why not interact by commenting on their LinkedIn posts, or make a few new Christmas connections?

Finally, if you’ve just been hired in December, or are on the radar of a potential employer, December is a great time to connect with other employees early on in your workplace.

Firms are planning ahead

Companies tend to operate to calendar years. During December firms will be analysing their performance, planning ahead, and recruiting in line with their growth plans. By job searching in December, this aligns you with their growth strategies and increases your likelihood of securing a role.

Less daunting when starting the role

As we know the end of the year and start of the new one sees lots of readjustments settling back into work, you should find it much easier getting started in your role. Typically, companies are more likely to have the time, resources, and budget to invest in training and career development to new employees. So, if the thought of starting somewhere new is putting you off your job search, this is your sign to take full advantage of it at this time of year.

About the Eventus Recruitment Group

As recruitment specialists we understand that there is a myth around recruiting during the festive period. However, December is a very busy time for us with lots of exciting vacancies. Clients are constantly getting in touch with us to help with their expansion. So, if you are on the job hunt now is the time to start. At Eventus Recruitment, we support you at every stage of the job search. We help with CV preparation, relaying feedback from clients to you, arranging interviews and more. So, if you need that extra inspiration to help with your job hunt this December, contact us here to get started.

contact us

Written by Ellie Pomfret, Marketing Assistant at the Eventus Recruitment Group.

I initially contacted Eventus Legal to help me secure a new role…I was introduced to Nikki Phillips, who was keen to assist. She was friendly, pro-active and determined to help me. Nikki was amazing throughout the whole process. She certainly went above and beyond! She even communicated with me out of hours! Nikki swiftly assisted me in securing a new role and was there for me throughout the whole process. I could not recommend her enough!!
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Elizabeth, Placed Legal Candidate
Further Reading

Mental Health and coping during the festive season. Read here.

Perfecting your CV, top tips. Read here.

Job search resources. Click here to view our resources for job searching.

16Nov

Improving well-being at work

With the ever-changing environment in the working world, sometimes we let our wellbeing decline without realising. Especially after the pandemic, employees have let stress, negativity, burnout, and loneliness takeover. It’s important that there are things in the workplace to combat this. Employees and employers both need to be educated on ways we can improve workplace wellbeing.

Firstly, why is a good workplace wellbeing important?

For many reasons, having a positive wellbeing at work is important. To name a few are:

  • Increased motivation and productivity among employees.
  • Improved work satisfaction.
  • Better work-life balance.
  • Reduced work-related stress.
  • Improved mental health.
  • Builds morale.
  • Creates an inviting working environment.

So, how can we improve our wellbeing whilst at work?

Workplace culture

The culture created by professionals in the workplace play a big part in wellbeing. A hostile, lonely working atmosphere will see no benefits to your wellbeing. Creating a working environment where openness and communication is encouraged allows everyone motivation to employees to be the best versions of themselves. Be friendly and connect with their colleagues.

Get away from your desk

Easily, we can get caught up and lost with all our work and projects we have going on. Breaks are given for a reason – so utilise them! It’s important to take time out of your day to get away from your desk. Perhaps go for a walk and get fresh air, or eat away from your desk with your colleagues. This allows for informal interactions between colleagues, making them feel more relaxed and comfortable. Sometimes it’s easy to be a hermit at your desk. However, taking small steps will really help to see changes in your wellbeing.

Practice mindfulness

Mindfulness is being able to not be overwhelmed, and lets you be in the present moment, whether in work, or daily life. Deep breaths when stressed or slowing down your day is a great way to help relieve pressure from your mind. Additionally, not being afraid to ask for help when needed will only bring you favours to your work attitude. By having things in place to bring you more peace of mind, you are able to enjoy work more.

As Mary Poppins says: “in every job that must be done, there is an element of fun. You find the fun, and snap, the job’s a game!”. This is a great quote to remember when times get tough and wellbeing is low. Practicing mindfulness will allow you to see the fun in your job, and improve your wellbeing at work.

In addition, there are some great apps that can help you practice mindfulness such as Headspace.

Stress awareness

Stress is a huge contributor to a low wellbeing. Luckily, there are lots of ways we can help reduce our workplace stress. For example, staying organised with a to-do list, taking a break when you need to, and getting help and clarity from colleagues when you’re struggling. Personally, I like to take small moments to myself, take some deep breaths, and refocus. This really helps your mind to reset, and you’re ready to restart your tasks.

Utilise team support

Communication is key. Talking to your colleagues about how you’re feeling and remembering to check up on them as well. Maybe you’re all having similar feelings, and are able to work on improving wellbeing at work together. Having your career in common is a great common ground to start with, and makes it easy to start conversations. From this, people will feel more comfortable to open up about other topics with you, and vice versa. This links back to workplace culture spoken about earlier. Good communication between everyone really brings about a sense of togetherness, allowing an easier and more relaxed mindset.

Summary – Well-being in the workplace

Here at the Eventus Recruitment Group, we value one another’s opinions and really listen to what each other has to say. Importantly, we’ve discovered that openness and communication really does go a long way in improving workplace wellbeing. From my experience in the team, I can ask for help whenever it’s needed, and it gives me peace of mind knowing I’m not alone. I couldn’t ask for a better workplace culture. So, it’s important to remember to speak out, and take small steps to help you and your colleagues.

About the Eventus Recruitment Group

We are award-winning specialists helping clients with their recruitment journeys, and finding talented legal professionals secure jobs that match their criteria.

When we help with your hiring process, or your job search, we listen to all of your needs and find you that perfect match. All of this, in the long run, helps bring a better workplace wellbeing for both our clients and candidates.

If you need help with your recruitment or job hunt, please click here for a confidential chat. We will always put you and your needs first.

Contact Us

Written by Ellie Pomfret, Marketing Assistant at the Eventus Recruitment Group.

Further reading on Well-being

The impact of our careers on our mental health – read here.

Managing stress linked to work and our careers – read here.

MindWell, ways we can improve our employee wellbeing – read here.

Health Assured 35 ideas for workplace wellbeing initiatives – read here.

13Nov

Marketing in recruitment – Why is it important for hiring?

Marketing techniques for recruitment and promoting your job vacancies.

Gone are the days when you can write a few lines about a job vacancy and display in a shop window or in a newspaper. Job adverts are now everywhere – on job boards, social media, Google, news websites and papers, and company websites. As a result, professionals can pick and choose which job opportunities to apply for. Likewise, for businesses, understanding recruitment marketing and thoroughly marketing your job vacancies is essential.

With job vacancies being more accessible, it’s no longer about candidates impressing businesses. Firm’s need to put the leg-work in to reach and impress the candidates to secure the top talent. Not only do you have to reach the candidates but you have to keep their attention once you’ve found them also. This is where recruitment marketing comes in to help you sell your company and your job vacancies, allowing you to recruit the top talent.

How do you market your brand and job vacancies to make your company stand out to potential employees when hiring?

Job adverts

A well written and informative job advert is crucial for hiring. With there being so many job adverts out there, it’s important your job adverts hook the reader to prevent them from skipping to the next advert.

Ultimately, it is your job adverts that most candidates will respond to. So, it’s vital that they include all the information that people would want to know about the job vacancy and company, as well as a clear call-to-action to apply. To make people want to apply, you need to include all the key details on your adverts such as job responsibilities, salary, location and employee benefits. To read more about creating effective job adverts, click here.

Although, the job advert is the main piece of content companies often use for marketing their job vacancies, there are some additional steps that can be taken to increase the visibility of your adverts.

Create a careers page and add job vacancies to your website

Having a careers page on your website provides you with another method of advertising your job vacancies. This is ideal if you have a great reputation and also if you would like to attract people in your local area to your job vacancies. If people are familiar with your company, they are likely to visit your website when job searching, and they will be able to apply directly if your job vacancies are advertised on your website.

Also, having a careers page is a great opportunity to sell your company to potential candidates. Use it as a platform to make your firm stand out. Include reasons why people should work for you, your employee benefits, employee testimonials and latest job opportunities.

Post your job adverts on social media

Social media is another effective way to increase the visibility and maximum reach of your job adverts. On LinkedIn you can list one job advert for free. Additionally, you can ask your employees to share the job advert to further increase its reach.

Furthermore, there are groups on Facebook for posting jobs in different sectors and locations. By posting your jobs on social media you can organically gain visibility and increase awareness of your company from an employer perspective.

If you have a marketing department they will be able to create branded graphics to help advertise that you are hiring on social media.

Post your job adverts on online job boards

Another way to increase the visibility of your job adverts and to attract more talented candidates is to advertise your vacancies on online job boards. Some job boards include Google Jobs, Reed, Indeed and CV Library to name a few.

Here at the Eventus Recruitment Group we post your job vacancies on many job boards, as well as our website for free as part of our tailored recruitment service. We will also write the job advert on your behalf in a way that will make it rank online, increase its visibility and attract top candidates.

Increasing your brand visibility to help you recruit

Also, the marketing of your job vacancies is about your brand and company image. As a result, it is important to position your company as a great company to work for. This has got to be natural and a honest account of your workforce. If you try to mislead people, it won’t end well. It’s about building a good and lasting reputation in your field as well as an employer.

Testimonials

Get written or even video testimonials from your employees. Then, these can be added to your website’s careers page, social media and promotional materials if you exhibit at careers fairs. Also, your staff can repost, share and endorse your company on LinkedIn.

In addition, some employees leave their employers reviews on Glassdoor. Glassdoor is a public forum for employer feedback as well as being a job board. For that reason, some job seekers will view Glassdoor when job seeking to analyse feedback and the reputation of companies. As a result, it’s important to claim your company on Glassdoor, complete your company profile and respond positively to feedback. Remember, what you write on public forums like Glassdoor will reflect directly on your firm.

Media coverage

Gaining media coverage is another way to increase visibility of your job vacancies and your company. Issue a press release to local and regional news, as well as business and industry specific publications. However, the key to getting your release published is to make sure it has a catchy angle. For example, are you hiring due to an expansion, record sales or a new office opening?

Consult with your employees

Offering a rewarding, progressive and supportive working environment is key to recruiting new employees and ensuring they stay for the long term. Consult with your current employees to ensure that you are offering a rewarding benefits package and a positive company culture. Both of which are vital for staff retention and attracting new employees. Here at the Eventus Recruitment Group, we anonymously survey our employees annually and have regular conversations around benefits. Annually we conduct salary and benefits reviews. It’s important that your offering is competitive in order to recruit the top talent in your sector. Particularly your benefits package needs to competitive compared to other companies’ offerings within your sector.

Additionally, our Employment Trends and Attitudes report contains insights on what employees want from their employers. It is based on a survey of over 750 professionals, which asked about their employer preferences, work-life balance, salary and employee benefits, and career progression goals. Furthermore, it contains our recommendations for enhancing your recruitment and retention strategies. Click here to download the full Employment Trends and Attitudes report.

Recruitment referral scheme

Another great way to increase awareness of your firm as an employer is to implement a referral scheme. By offering rewards to your employees, it will incentivise them to recommend people to you. Usually, it will be their friends, family or former colleagues. This can be an effective way to acquire talented workers, as your employees would only want to refer people who they know would have the right skills and fit in at the company.

Speak to Recruitment Consultants

Quality Recruitment Consultants can advise on positioning your company as a market leader and help with the marketing of your job vacancies. So, that you can recruit the top talent. Here, at the Eventus Recruitment Group we offer tailored advice and support at each stage of the recruitment process.

Talking with hiring companies and professionals who are job searching daily, we are aware of what firms are offering and the benefits that professionals are looking for. Also, this means we are best placed to pick up on emerging trends or changes in employee preferences. As a result, we can offer you timely advice to ensure your recruitment campaigns are successful.

When companies come to us, we will lead on the marketing of their job vacancies. Always, we write their job adverts, advertise them on several job boards including our website free of charge, and post them on our social media channels. On top of this, we will advertise their job vacancies to our extensive database of professionals who are actively job seeking. If you would like tailored recruitment advice and help with the marketing of your job vacancies, please contact us.

Contact us

Summary – recruitment marketing

In conclusion, your marketing and recruitment strategies should be aligned in order to fill your job vacancies efficiently. Doing so, will enable you to find more talented candidates and fill your vacancies in a timely manner. If you have a marketing department, ask them to help by creating infographics and sharing your job vacancies. However, if you don’t you can still share your job opportunities yourself through LinkedIn and make use of job boards and the advice within this blog.

Written by Emma Guy, Marketing Manager at the Eventus Recruitment Group.

"Amy has excellent knowledge of the local market, both in terms of Candidates and the ‘going rate’. The experience of Amy’s approach is one of professionalism over sales. Superb all round service and very engaging."
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Chris, Law firm hiring manager

Further reading

Building an employer brand for hiring. Click here to read.

Volume versus specialist recruitment. The key characteristics and differences. Click here to read.

07Nov

Creating a professional online profile

Creating and maintaining a professional online profile and presence is essential in today’s digital world. A professional online profile is important for everyone, not just those who are seeking a new job role.

Your professional profile demonstrates credibility if it is completed correctly. Also, having an online presence helps you to interact with your peers and target audiences. The creation of a personal brand is becoming more important than ever. As we know, people buy into other individuals, those representing firms and not necessarily the organisations themselves. Furthermore, having a professional online presence is helpfully for when you are job searching and looking to further your career development.

So, how do you create a professional online presence?

Firstly, it is essential to understand your target audience and which platforms they are likely to use. You may have various audiences you would like to connect with so you may need various online presences. LinkedIn is a fantastic platform to connect with your peers, clients, potential clients and other professionals such as referrers. Also, LinkedIn is a very useful platform for when looking for a new job or wanting to progress in your career. X (formerly Twitter) can also be a useful platform depending on your content and audience. Remember not all social media platforms are suitable for those in professional services and could be a waste of your time creating content for platforms that are unlikely to help you achieve your goals.

Creating a professional online profile

Next, you need to create your profile. It should be professional but should also demonstrate your personality. Make sure your profile is fully complete, including details of your current role and employer along with past experience. It’s important to add details of your area of expertise to showcase your knowledge along with your skills and experience. You can do this by creating a compelling headline which accurately reflects what you do. Where possible, ask your connections who you have worked with to endorse you on LinkedIn. Think of your LinkedIn as a mini and interactive version of your CV.

Your profile picture

Include a photo. It’s so important to do so particularly on LinkedIn as profiles without a photo are deemed incomplete which is a disadvantage. Profiles deemed complete are more likely to show up on searches providing approximately 20 times more profile views than incomplete profiles. We’re drawn to images so your profile photo is usually the first thing your audience will see. However, don’t just pop any photo up there. Ensure that your photo looks like you, is clear and professional. You don’t want a poor photo to be the first thing your audience sees.

Top tips for your profile photo:
  1. Make sure it looks like you.
  2. Don’t use filters.
  3. Be careful that the background isn’t distracting.
  4. Dress appropriately considering your audience.
  5. Smile!
Publish relevant content

To create that genuine professional brand you have to publish content. The content should be relevant to your audience and can include some shared content such as news. The best way to build a credible profile is to create your own content or when you share content include your opinion or provide a headline with your own twist. Your content should showcase your knowledge in your area of expertise. Although, it doesn’t hurt to share areas of interest that may not be relevant to your role. This will show people a little about who you are as an individual and not just as a professional.

Top tips for your social media content:
  1. Make sure it’s relevant.
  2. Include photos or links where possible.
  3. Make use of various formats including infographics, blogs and articles.
  4. Consider what is valuable to your audiences – but don’t get hung up on every post being relevant to your various audiences.
  5. Mix it up – your content should be interesting and varied.
  6. Don’t be shy to share testimonials – this adds to your credibility.
  7. Keywords and hashtags in your content help to increase the visibility of your profile but don’t use too many. Between 3 and 5 is enough but they must be popular and related to your post to be found by your target audience.
  8. Create a consistent narrative to demonstrate your brand and values to fully connect to your audience.
  9. Create some personal posts to show who you are outside of work. However, keep in that mind that your employer and future employers could see it.
Facilitate engagement and comment

When possible, write blogs and articles pinning the most interesting ones to your profile so that they are easily visible.  

Commenting on the posts of your connections is equally as important as creating your own content. It demonstrates your interest in your network and the individuals themselves. It’s about being part of a community and by engaging with your audience on their posts you will increase further interaction.

Keep your online profile up-to-date

Finally, don’t forget to keep your profile up to date. If you get a promotion you should change your job title and description to reflect it, likewise if you move to a new employer.

You can also use the LinkedIn Social Selling Index to look at your ranking and areas you need to improve by clicking here.

Further reading on building an online presence

Here are some links to websites I have used to help me with my profile that you may find useful:

The importance of professional corporate profile on social media – read blog.

12 easy steps to build your personal brand on social media – read blog.

Networking for business and career success – read blog.

How to stand out to employers in your job search – read blog

In the digital age, your online presence is a fundamental part of your professional development. To learn more the the professional development planning cycle and formulating an action plan, view our blog here.

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

About the Eventus Recruitment Group

We are award-winning recruitment specialists helping professionals secure new jobs within wonderful firms who will support their career aspirations.

To view our latest job vacancies in Law and Finance, click here. Alternatively, contact us for a confidential chat about your career and opportunities available within your market.

"Nikki was very friendly, efficient and professional. I was given plenty of advice through our telephone calls and emails. Nikki kept me informed throughout the process and I felt supported during this time."
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Sophie, placed legal professional
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.

Contact Us
"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."
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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 24th 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!"
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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!
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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.

Subscribe to our Newsletter

For more advice like this direct to your inbox, sign up to our newsletter to receive the latest recruitment and career advice directly from us by clicking here.

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