fbpx
View Jobs

Author: Eventus

Eventus Recruitment Group > Articles by: Eventus
12Jul

Moving Divisions in the Legal Sector – Is it possible?

Can you move divisions in the legal sector?

This is a common question that gets asked around. The short answer to this question is “yes”, and I personally think this should be embraced all round. 

Sometimes in your career you may feel like you’ve become interested in another area of law instead. Switching legal divisions is an option if you find a different practice area more interesting, challenging, and fulfilling. This switch isn’t necessarily quick or easy, but with the right approach, can definitely be worth it.

Should I switch legal practice areas?

Before switching legal divisions, you should consider all other options offered to you, to make sure it’s the right decision. You will be starting again from scratch, so your choice may be questionable to hiring managers to begin with, if you don’t have proper reasons for your change.

Once you have considered your options and weighed up the pros and cons of a change of a sector change, now comes the harder part.  What area of law do you want to move too?

Tips for changing practices areas

Here are our tips for making an informed decision on which legal division to specialise in and getting the ball rolling:

Consider your strengths

Once you have settled on why you want to change your area of practice, you need to consider your skills, personality and aptitudes. If you hate confrontation or public speaking, then maybe litigation or crime is not for you. However, if you are compassionate and people centric then areas such as private client could be an option. Having self-awareness and thoroughly analysing your skills is so important as you want to ensure you make the right decision for yourself both professionally and personally. It’s time consuming learning a a whole new area of law and can be a challenge when you are further along in your career and have other commitments.

Speak to a mentor

After considering your strengths, you need to set up a thorough plan. If your current law firm has the resources for you to move legal divisions, perhaps approach a human resources manager or someone who has the advice about this big switch. Speaking to someone else shows that you are serious about the change and want to receive guidance. Additionally, if you are someone that has previously demonstrated acquiring new skills quickly, then you are more likely to be taken seriously with your change.

Learn everything you can about the new sector

It goes without saying that you need to find out as much as you can about the new sector. Time to hit the books, online resources, social media such as LinkedIn, and speak to people in your chosen sector. As with everything get the basics correct first. Understand the case law from an academic perspective to give yourself the best start possible.

Talking to someone that has previously switched legal divisions can help. Firstly, you can listen to their experience and understand the process of switching more thoroughly. Additionally, you can find out the best advice and tips to make the career switch go as smoothly as possible. They could also act a mentor or helping hand throughout the changing process.

So, in conclusion, can you move your legal practice area? YES! Just remember a fair amount of work needs to be involved. But, like other walks of life, hard work usually pays off.

Written by Simon Scott, Senior Recruitment Consultant for all Legal roles across South Yorkshire and East Midlands.

About The Eventus Recruitment Group

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

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

If you would like help hiring for a job vacancy or you are looking for a new opportunity, please click here to contact us for a confidential discussion. With offices in Lancashire and Cheshire and recruitment consultants based across England, we are best placed to support you and are well connected with law firms and legal professionals in your area.

“I received a phone call from Simon one afternoon wanting to work with me to find the right fit for me considering my personal circumstances. Simon was very responsive and managed to get me multiple interviews, which turned into multiple offers. Simon was willing to do a lot more than the other recruitment agents that I had been in contact with at other firms. Overall, Simon got me the job I needed and satisfied my salary expectations. Could not recommend Simon any more!"
testimonial image
Stephen, Placed legal candidate
contact us
03Jul

Entering Business Awards for Brand Recognition and New Business

Why entering business awards is good for business

At this time of year we especially seem to see awards ceremonies being held left, right, and centre, both Regionally and Nationally. So, is it worth you entering a business award and why do you see so many firms doing so? Surely there’s only so many you can win?

At the Eventus Recruitment Group we do enter awards that are relevant for our markets. Furthermore, we have been lucky to have been finalists of many and even fortunate enough to win some as well.

The benefits of entering business awards can be put into three different categories: marketing, analysis, and motivation. Here I will go into depth about each one more and what business awards really do have to offer to you and your firm.

Benefits of Business Awards for Marketing

Entering awards is a great way to showcase your business and get recognition for the hard work that you and your team have put in. It’s an opportunity to demonstrate the value and impact of your business and highlight the successes you have achieved.

Increasing brand awareness by including business award logos on your website can help spread your name and increase your reputation. Furthermore, winning an award can be used to promote your business and gain invaluable publicity. Even being name a finalist is an opportunity to get some positive PR for your business in the media. This is also great for recruiting. Everyone wants to work for an award-winning company, so when job hunters see those award logos, it will encourage more applicants compared to a non-award-winning firm.

You can treat the run up and the actual event as a networking opportunity. Get your name out there, make professional and long-lasting connections with like-minded nominees, and increase your brand recognition. It would be silly not to utilise such an easy way to make multiple connections.

Benefits of Business Awards for Company Analysis

Awards are a fantastic way to benchmark yourself against competitors. You can show off your business with the innovation you have implemented and the diversity you have demonstrated. Applying for business awards is a great way to identify your business’s unique selling points and greatest achievements. On the other hand, you can see what other competitors are up to, and see where you can make improvements with your team and firm.

Benefits of Business Awards for Team Motivation

Becoming a finalist or winning an award, or even just being at an awards ceremony does wonders for company morale. Sitting all together at the table hearing your company being called out as a winner is a feeling like no other. Your firm and your team are getting the recognition that they deserve. This is only going to have positive consequences. The positive internal message it can create is huge, not just for the team but for individual members of staff. I recently nominated one of my team for employee of the year and they were absolutely delighted, and it was very well deserved. By giving your employees the recognition of their hard work, they are only inclined to keep it up and work even better.

Benefits of Business Awards for Recruitment

Business awards complement your recruitment strategy and can help you to attract the top talent to your firm. By shouting about your awards within your job adverts, it will make your company more appealing to job searchers and prospective employees.

Furthermore, there are workplace specific awards which you can answer to recognise your firm as an outstanding employer. For example, Best Companies or Great Place to Work.

Being finalists and winning awards will put you in front of your competitors, which is so important when hiring.

A different perspective – Awards Sponsorship

Sponsorship is another angle you can take regarding awards. Having done this previously, they can be expensive. Here are a few things I would suggest to ascertain the level of ROI, and make sponsoring an award really worth it:

  • Speak to previous sponsors and see if they thought it was worthwhile
  • Check how much advertising the sponsors get in the evening’s publication
  • How much do they promote the sponsorship throughout the whole process? We have sponsored ones where exposure has been huge, and then others not so much…
  • How much exposure and involvement do you as a business receive after the event?
  • Do you get contact lists / names and introductions of finalists?
  • Will you be on the judging panel? This creates a day of networking and allows the finalists to see who you are, and learn about your business.
  • As you can see, though you have to be careful and do your research with sponsoring awards, they can be great for brand recognition and networking opportunities.

Our Business Awards History

Here at the Eventus Recruitment Group, we are Professional Services Finalists at the upcoming BIBAs and EVAs Awards. We also have a history of awards. To name some:

  • Business Support Services Award Winner 2022 at the Bay Business Excellence Awards
  • Highly Commended Start-Up Award at the North East Cheshire Business Awards 2022
  • Managing Director Siobhan Courtney has won the Women in Business Award at the Inspire Awards 2019.

So, why not take the plunge and enter awards that are relevant to your business? You never know, you could be the next winner!

About The Eventus Recruitment Group

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

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

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

29Jun

Ways to enhance your Job Interview Process to engage and impress candidates

Creating an engaging job interview process to impress candidates

Ensuring your job interview process is engaging is so important. It’s not only vital for impressing candidates but also for the interviewing managers too. This is because the interviewing staff need to be comfortable and relaxed when interviewing job candidates. Furthermore, it’s even more imperative when interviewing several candidates, as you don’t want to come across as bored and put off future employees. 

Here are a few ways to make interviewing more engaging: 

Ask open-ended questions

These will spark meaningful conversations that give you a better, more accurate understanding of the candidate. When the conversation flows, both the interviewing staff and job candidates will feel at ease; helping the candidate’s performance and ensuring your company comes across well to the candidate. 

Allow the candidate to ask their own questions

This gives them an opportunity to show their enthusiasm and engage more deeply with the role and firm. Also, it shows to them that you’ve shown an interest in them. 

Create an interview environment which enables interaction

A casual, relaxed atmosphere can help candidates feel more comfortable and open–up, enabling them to communicate more effectively. If you have several stages to the interview, you could conduct the final stage somewhere away from your office. Maybe invite them out for a coffee or lunch.

If your interview is competency based, create tasks which involve your employees

For example, you ask an employee or another manager to role play and pretend to be a client. This will allow you to see how candidates interact with clients.

Involve your employees in the interview process

For example, we will let candidates have one-to-one time with an employee they will be working closely with. This gives the candidate the opportunity to get to know them and ask them any questions they have informally.

Give them a tour of your working environment

Show them where they will be working and introduce them to people within your team.

Provide feedback

Providing feedback throughout the process can help to keep the candidate engaged and motivated. Even if it’s a no, giving them constructive feedback will help them improve their performance in their next job interview and they are likely to recommend your firm if you provide feedback.

Psychometric testing

This is a great tool to complement your interview strategy. Put simply, psychometric testing in recruitment is an aptitude test that uses a variety of different questions and tasks to measure a candidate’s suitability for the role. The questions can be set by the employer. In recruitment, psychometric testing is useful for finding out how job candidates work, perform in the workplace and interact with their colleagues. Read more about psychometric testing in our blog here.

Through employing these strategies, you can create an engaging and informative interview process. By taking the time to carefully plan their interview process, employers can ensure they make the best recruitment decisions and find the perfect candidate for the role.  

 

Eventus Recruitment Group

If you think that you have room for improvement in your interviews and recruitment process then please get in touch with us. At the Eventus Recruitment Group we are happy to help our candidates and clients have the smoothest interview journey possible and our consultants are here to support you every step of the way.

"I’ve used many recruiters for finding legal jobs for myself and then when I set up my own firm for recruiting staff and I can honestly say that Eventus has been the best. They really have listened and have only ever put forward candidates that really fit into my company perfectly. They have helped my company grow and I would have been lost without their services. Can highly recommend this company."
testimonial image
Jessica, Manager
Contact Us
01Jun

Signs your top talent are about to leave

How to spot the signs that your employees are about to leave

Let’s face it, it’s never easy to say goodbye to top talent, but sometimes, the signs that someone is about to leave can be hard to ignore.

People tend to think long and hard before jumping ship. Sometimes they find it difficult to speak to their senior leaders about the issues or reasons why they are considering moving on.

In today’s market we’re finding that top talent in the legal sector are in great demand meaning they are likely to receive multiple offers if they decide to actively search for a new opportunity.

As an employer, it’s useful to understand what signs to look out for so that you can approach your employees and give them the opportunity to talk to you about the factors that are causing them to reconsider their current position. This helps you to retain your employees, and also demonstrates to them that they are valued and that you care.

Signs that someone is unhappy and may be job searching

Indicators that you may have an imminent departure, include:

Decreased productivity:

If an employee’s work performance has dropped off and they aren’t as productive as usual, this could  be a sign they’re not as invested in their job as they once were.

Withdrawal from social activities:

Has the employee become more distant or stopped taking part in team activities or events? If they’re not engaging with the team, they may be mentally preparing to move on.

Increased criticism:

Becoming more or highly critical of the team or organisation as a whole could be a sign that they’re looking for a way out and ready to move on.

Reduction in suggestions or ideas:

If the employee has previously been proactive in providing suggestions to improve processes or culture.

Showing little or no interest in career progression:

Has the employee always been engaged with regards to their career path but now seems disinterested? This could be an indicator that they have started to look at opportunities for promotion elsewhere.

Lack of engagement on long term projects:

Your best people who are usually invested in long term business plans may seem less concerned with projects they have been or would normally get involved in. Their head may already be elsewhere.

How to address the situation if you are seeing some of these signs that someone is about to resign

Informal Discussion

Discussing casually with employees asking them directly how they are feeling and if they are still happy in their role. Discuss their personal goals and consider how you can realistically support them. This demonstrates you are supporting them and giving them the opportunity to talk to you about how they might be feeling.

Make Reasonable Adjustments

Consider their caseload, are they handling too many matters and becoming overburdened or do they require more assistance within their department. This could be a simple fix that could be addressed if they are successfully overachieving their billing targets but could be reaching burnout.

Create A Plan

If there are issues that need addressing devise a plan together, sign post the actions and see it through.

Check In

Check in regularly to discuss the actions from the plan and illustrate the changes and improvements that have been implemented.

Consider Work-Life Balance

Does the culture of your firm take into account employees’ work-life balance? We all need to strike the balance between performing at work and enjoying our down time at home. Anonymously survey your employees to see if any improvements could be made to your benefits and the ways in which your company supports work-life balance.

Retaining top talent is a priority. Replacing them can be costly, not just with regards to attracting new talent but also with regards to loss of billing once they have left your firm.

Post-pandemic many more candidates put an emphasis on work-life balance, employee benefits and the culture of the firm they work for before salary. So, these are important considerations as an employer. There are many ways you can address this without it having to cost the earth. If you’d like some insights with regards to attractive benefits candidates are interested in or the market as a whole please get in touch. Our consultants are experts in their market and geographic and are here to support you with retaining and attracting legal, finance and HR professionals.

Contact Us

Written by Nikki Phillips, Senior Legal Recruitment Consultant for Cumbria, Lancashire, Manchester and Merseyside.

Further Reading

Employee Benefits that your employees want

Enhancing and Improving your Retention Strategy

Ways to increase flexibility in the workplace. Read here.

Practical insights into flexible working from a leading expert in flexible working research. Read here.

 

"Nikki headhunted me when I wasn’t even looking for a job. She explained the opportunity without being pushy. Was supportive through the interview and offer process. Kept in touch during notice period. Rang to wish me luck the week before starting and checked I was OK after starting. Excellent service, best I’ve had in 22 years in legal. We’re already working together again on my new vacancies."
testimonial image
Steve, Practice Manager
01Jun

How to use social media as a recruiting tool

How to use social media as a tool for recruitment

Social media is a powerful tool for recruiters to find and engage with potential candidates. Gone are the days when you’d have a yellow pages kind of book on the local experts in your area. Nowadays, networking and brand awareness are very high on the list of how to recruit compared to the adage of sending CVs into the office. In this blog, I will explore different ways to use social media as a recruiting tool and how it can be beneficial as we move into a more social media dominated world.

With so many social media platforms now being available, recruiters can now reach out to a wide range of candidates from all over the world. From platforms like LinkedIn to Twitter, recruiters can access a huge pool of talent and find the candidate for their needs, and vice versa. According to Smart Insights, 4.8 billion people now use social media – that’s more than half of the world! By adding social media to your recruitment process, you can access more candidates than you could have ever imagined. Here are some ways that social media can benefit you as recruiters:

Searching on Social Media

Social media makes searching for candidates so easy. You can find people anywhere. For example, you want to find someone to work in the Greater Manchester area. An easy yet effective function you can use is hashtags and posting your jobs directly on social media. You can put out job adverts or posts for the specific role, and #GreaterManchester or the area you are hiring in. Doing this allows people who are job searching to see jobs in their desired area.  Your job vacancies will come up for everyone searching in that specific region. Furthermore, your employees will be able to share the job posts, expanding the reach to their networks and more people in your locality.

Additionally, you can search that hashtag yourself to find candidates seeking a job in that area. Similar to hashtags, filters are also a great function to help refine your search for candidates on LinkedIn. You can filter all sorts, ranging from location, sector, job role and more.

Secondly, social media sees a huge range of diversity. Therefore, enlarging the talent pool that you are opened up to, which you can resource job candidates from.

Quick Interactions

The recruitment process is made much easier when using social media. Candidates can submit their CVs and job applications online, instead of interrupting office hours in person. At interview stage, Microsoft Teams or Zoom are great platforms to set up online interviews which again saves time. Emails can be sent out at any time to let candidates know updates on their recruitment process.

By connecting with job candidates you are interested in on LinkedIn, you can quickly message them if you need to. Also, once a job offer has been accepted, you can show interest in your new starters before they join your company by interacting with their posts and messaging them in LinkedIn.

Boost your Employer Brand

By having a strong marketing team making your social media and online presence visually appealing as well as relevant and up-to-date, makes attracting candidates even easier. If your social media is hard to read, dark, and gloomy, job hunters are likely to give up trying to find roles to apply for much quicker than if there is an aesthetically pleasing social media page that’s easy to navigate. Creating a fun but professional brand image on social media can increase your visibility to potential candidates. Visually appealing profiles and content can motivate candidates to follow you. As a result, they will stay up-to-date with your activities and be more likely to want a job when you next hire.

Furthermore, when researching potential employers many job seekers will check out companies on social media. Again, proving the importance of companies being active and engaging on social media for when hiring.

Brand Ambassadors

An effective way to boost your presence on social media is to have employees be brand ambassadors for your company. They will promote your content and boost brand awareness. Making your company more visible and recruiting easier as a result. Additionally, candidates trust a company more, the more that they see reassurance from existing employees. They are able to talk about company culture, why they like working for your company. Your employees could connect with potential candidates themselves to make that extra effort on the recruiting side. Doing so can really help show your brand’s personality.

Reduced Costs

A great reason for social media being used as a recruitment tool is the little to no cost of it. Nearly all social media platforms are free to set up an account and post. As well, as social media is much quicker than human processes, the recruitment process can be sped up, further reducing costs. Recruiters therefore can have a much cheaper process. 

So, why is recruiting on social media the way forward?

Mainly, social media can help employers reach more candidates faster than ever before. By leveraging social media to its fullest potential, recruiting managers can find the right employees that fit their company’s needs and culture. Here at the Eventus Recruitment Group, we demonstrate a good understanding of how social media can be used as a recruitment tool. We have a large following of legal and finance professionals on LinkedIn and other social media platforms. This helps us to promote your jobs, find suitable candidates and raise our company profile. As recruiters, we are able to advise professionally on ways to enhance your social media platforms to get the best recruitment strategies out of it. Contact us today for a confidential discussion and to get direct support with recruitment. We’re always happy to advise.

Written by Sam Heraghty, Resourcing Consultant for Legal Roles across the North West, Wales, and South West.

"Amy has been fantastic throughout the recruitment process from presenting the candidate initially through to the offer and acceptance stage. Very professional and genuinely wants the best for the candidate but also looking for a good fit with the employer."
testimonial image
Ed, Law Firm Hiring Manager
CONTACT US
26May

Employee Attitudes and Work Trends Annual Survey 2023

Employee Attitudes and Work Trends Survey

Our Annual Work Trends Survey Is Back – Have Your Say!

We would like to invite you to take part in our annual survey. It is themed around your views and attitudes towards working environments, employee benefits, work-life balance and career progression. This research will enable us to continue to advocate for you, across all these areas, making positive changes to workplaces for your benefit.

Our consultants advise organisations on how to create positive working environments and company cultures, ensuring you are rewarded, satisfied and fulfilled at work. We constantly champion making improvements to employee benefits and reward structures, and your insights are integral to making this possible. We want to know what is important to you!

Can you spare 5 minutes of your time?

The survey is easy to navigate and will take 5 minutes to complete. Your answers will remain confidential. We will never share your answers directly with anyone and your response can remain anonymous if you wish. The general themes from all the responses will be used in our research and to campaign for improved employee benefits and working conditions in the Legal, Finance, Accountancy and HR sectors.

Complete Survey

Survey Prize Draw

As a thank you for your input, you will be entered into a prize draw to win a Fortnum & Mason Hamper. To qualify for the prize draw you need to leave your name and contact details (so we can contact you if you win!). If you would prefer to keep your response anonymous, that is completely fine, just leave the contact information blank at the end of the survey and just press submit.

To complete the survey please visit https://survey.zohopublic.eu/zs/iwDH9X.

Complete work trends survey

Thank you again for participating. We look forward to hearing your views.

"My thanks to Eventus for reaching out. You introduced me to a fascinating high-calibre opportunity, and managed the process thereafter like old friends. It really was a pleasure to work with both Nikki and Siobhan, and I have good reason to be grateful for their calm, quiet competence, and their understanding of their market, and their clients’ needs."
testimonial image
Dominic, Solicitor.
24May

How to motivate and manage a multigenerational workforce

Motivating and managing a multigenerational workforce in the workplace

A “multigenerational workforce” is a workforce that contains members from different generations or ages. This can be beneficial in many ways, including fostering ideas, innovation and creativity as different age groups bring new perspectives to the table. However, there can be issues too – mainly around communication and assumptions.

Generations in the workplace

I would just like to caveat the below with a word of caution around treating everyone with the same broad-brush approach. These “generations” have been coined by business psychologists and whilst there are generational similarities, there are often very large differences between individuals within the same group too. The below may sometimes feel an overgeneralisation. However, as always, knowing your own team is key. Below are some areas to consider when you a leading a multi-generational workforce.

What do we mean by “generation” and how can they be defined?

Baby boomers – born between 1946 and 1964.

Though many baby boomers are approaching retirement age, we’re seeing that many choose to remain in the workforce. Described as self-assured, goal-oriented, and disciplined.

Generation X – born between 1965 and 1980.

This generation straddles both the digital and non-digital world and understands the importance of both. Described as direct, adaptable, and independent.

Generation Y (“Millennials”) – born between 1981 and 1996.

The first generation to be “digital natives”, grew up with technology as it was rapidly evolving. Crave recognition, validation, and reassurance. This generation is hard working but struggles with a sense of financial uncertainty and looks for a sense of achievement to perform their best.

Generation Z – born between 1997 and 2010.

This group is typically the youngest group in the workforce and has never known a life without tech. Known for being the most diverse, open-minded, and technologically savvy generation. Their biggest motivator is self-improvement and making a mission-driven impact.

Generation Alpha – born 2011 onwards.

Obviously not in the workforce yet, but they will be soon.

In reality, what we value as individuals is often influenced by events completely out of our control, dictated by our experiences at the beginnings of our lives and our careers. Each generation entered the workforce under certain conditions, which ultimately helped to shape our sense of purpose, our preferences, and our drivers for success.

As Gen Z is entering the workforce in large numbers and Gen Alpha is on its way, a 4 or 5 tier multigenerational workforce is becoming a reality for many teams. Therefore, in addition to reaping the benefits, managers must be prepared to overcome the challenges of managing multiple generations in the workplace.

Benefits of a multigenerational workforce

Multigenerational workers bring different skills, knowledge, and experiences to the workplace main benefits being:

Creative outlook on problems

Multigenerational workers often have different perspectives on problems. They are more likely to see the same situation in different lights, bringing varied views and solutions to the table.

Stability and adaptability

The younger generations are often defined as more adaptable. They have a more comprehensive range of experiences and education, which gives them an edge in learning new things quickly, particularly technology. But the older generations may bring the stability of learned experience and a tried-and-tested approach.

Wider problem-solving skills

Multigenerational teams are better at problem-solving. They have a broader range of knowledge and experiences, enabling them to think outside the box and look for solutions that others might not see.

Covering all skillsets

Employers can tap into the different strengths of workers from different generations and cover all skillsets and gaps within their team. Take business development as an example. A baby boomer or Gen X-er might be best at a face-to-face networking event, but a Gen Y might be more engaged reaching out online or creating a social media campaign.

Shared insights

Workers from different generations can share their experiences and learn from each other. They can work together to find solutions to problems and develop new strategies for the future. This helps teams operate more effectively and makes them better equipped to face challenges head-on.

So, what are the differences?

Communication

The key difference between all these generations are the different methods of communication they use. Where the baby boomers had to rely on face-to-face relationships and are as a result more “engaged” in their real-life communities, the younger generations grew up in the world of social media and create their communities online instead.

These differences can lead to some animosity between the groups in the workplace. It can be really frustrating for older generations if they’re used to asking someone a question in person, when younger generations prefer to just send a message, perhaps via Teams or email. As a result, your workforce should be encouraged to use a variety of communication methods and adapt to the ones they aren’t used to.

Differing priorities

Another challenge employers face when using the multigenerational workforce is that different generations may have different priorities. For example, employees from older generations might be more focused on career development, while workers from younger generations might be more focused on experiences and embracing new technologies or skillsets. Younger workers also typically might expect more flexible work hours and a higher level of autonomy in their jobs.

How can managers bring different generational groups together?

When managing multiple generations in the workforce, it’s essential to understand their strengths and weaknesses clearly. To do this, managers need to understand their employees’ generational backgrounds and what type of work culture is best suited for them.

The key to overcoming these differences is working together, considering everyone’s strengths and considering that the younger ones can teach the older generations something and the older ones can teach the younger ones too.

Managers can help employees feel comfortable and supported in the workplace by considering these steps.

Mentoring up and down the generations

Historically it’s usually the older person holding the position of being a mentor. So, for example, in a workplace an older person might take a young newbie under their wing in order to teach them what they know and give them a leg up in the organisation. But in an age where people are growing up with tech that older generations are going to have to use, consider having some of the younger generations lead on technological advances such as software implementation or adaption for example.

Recognise the differences

When employees from different generations start working together, it’s important to be aware of the differences in their work styles and expectations. Talk to your teams, ask how the individual team members may like to communicate, or where their strengths lie. Then allocate roles accordingly.

Consider flexible working solutions to meet both needs

Offering flexible hours or hybrid working options allow individuals to find the work style that best suits their needs. For some, this could help accommodate young families for example starting after the school run, while for others, this could help them ease into retirement. Providing opportunities for flexibility and personal development is an inexpensive way to meet a variety of employee needs. The key is to listen to your direct reports and find creative ways to meet their unique needs.

Offer a package of benefits to choose from

Employees at different stages of their lives may value different benefits, and providing a static one-size-fits all package may truly not fit anyone’s needs.  Why not look at a package of benefits and allow people to choose which works for them. Consider where your employees are in their lives and what their needs are. Younger people, for instance, may not have many outside obligations; workwise, they are motivated by new experiences and opportunities. Employees in their 30s and 40s, on the other hand, often have children and mortgages and need flexibility as well as competitive salaries and advancement.  Workers at the end of their careers may well not be as interested in progression, but they do want interesting work and work-life balance.

Collaboration

Encouraging collaboration from different generations can be tricky, but managers need to find common ground where both parties can work together. One way to do this is by providing employees with opportunities to share their thoughts and ideas. For younger workers, this may mean giving them a chance to speak on behalf of the team. Older workers may want the opportunity to mentor newer members of staff. Cross-generational working groups work well, setting up committees to tackle various elements of a firms culture or process, and make sure all generations and seniorities are represented.

Have conversations about expectations

Conduct regular human resources surveys to get a pulse on your employees’ demographics and needs. We do these once every 6 months at Eventus, and you can cover a variety of topics such as motivation, achievement, rewards and benefits.

Managing a multigenerational workforce can be a challenge but also an excellent opportunity for teams to widen out their scope of experience, skills and strengths. By understanding the different generations and the benefits of having a multigenerational workforce, you can create a positive environment for everyone involved. However, to make a multigenerational workforce run smoothly, there are a few key things that managers need to take into account, which we have listed in this blog. As ever, this is only a wide-ranging guide, and you should take the time to get to know the individuals within your own team and learn what motivates them personally.

Written by Amy Watson, Director and Legal Recruitment Specialist for the North East and Yorkshire.

"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 Recruitment Group."
testimonial image
Stacey, Law Firm Hiring Manager in Yorkshire
CONTACT US
16May

Creating a Mental Health Friendly Workplace

How to create a mental health friendly workplace

Mental health is something we all have and is the way we think and feel. It involves our emotional, psychological, and social well-being. A person with poor mental health can struggle with stress, depression, anxiety, and much more. The pressures that a cold working environment bring can induce or worsen bad mental health. This is why I would like to discuss how to create a more mental health friendly workplace.

Encouraging Openness

The first step to a mental health friendly workplace is to encourage openness. Many times, employees struggle with their mental health as they feel they have no one to talk to. Team leaders and those of a higher status within the workplace should therefore try and encourage more openness about how they’re feeling. Doing this can help create a more relaxed and friendly environment, where employees are more likely to speak up about how they are feeling. The hardest step is to first recognise that something may be wrong and speaking up about it. By having a calming and welcoming work atmosphere, this will make it easier for someone to open up. It would also be helpful and encouraging for employers to educate their workers on how to help and reach out to someone who may be struggling, creating a supportive workplace culture.

The 4-As of Mental Health

Awareness, Accommodations, Assistance, and Access. This 4-step toolkit is key to ensuring a mental health friendly workplace.

Awareness

Firstly, the workplace needs awareness. All team members should take steps to educate themselves on the signs of bad mental health, and how to approach someone struggling. This will help build a supportive work culture.

Accommodations

Accommodations refer to what’s put into place to help and protect employees. For example, sick leave for mental health problems, not just physical illnesses. This can also make an employee feel much more valued if their mental health is taken seriously. Another accommodation could be the removal of distractions or introducing a quiet area for employees who wish to get some peace.

Assistance

Assistance involves not just accommodations in the workplace to help but providing programmes and actions externally as well. Some examples of assistance are fitness programmes to improve employee’s physical health, or stress management training to help with mindfulness. By using assistances, an employee’s mental and physical well-being can make minor improvements. This assistance can help stresses in both work and personal lives, such as family problems, money worries, or substance abuse.

Access

Finally, Access protects individuals struggling by ensuring there is access to help and treatments. Employers knowing where to seek external help is hugely important. This can point someone in the right direction to getting help, whether that’s seeing someone to talk to, or giving job-protected time off work to seek the help they want.

Team Activity Days

Every once in a while, it’s nice for a team leader to plan a day out or well-being day for their hard-working employees. For example, a team hike, or a meal out. This doesn’t have to be anything fancy, but to demonstrate that an employer has gone out of their way to plan something can go a long way. This is because employees will realise that they are valued and not just seen as workers. Being valued can really boost someone’s mental health as they realise they are wanted rather than needed. This can also help lead to more employee motivation and productivity.

Some examples of team days are:

  • Bring your pet to work day. This is incredible for boosting serotonin and good moods.
  • Puppy yoga
  • Yoga/meditation class
  • Nature hikes
  • Afternoon tea
  • Sightseeing

Action for Happiness

Action for Happiness is a great tool employers can use in their workplace. It has all sorts of resources, such as keys to happier living, and ways to take action. What employers can really use Action for Happiness for is their monthly calendar. Each month a calendar gets put out with a different mental health friendly action to take that day. Team leaders can make this calendar a fun daily activity for all their employees to involve themselves in. By doing so, the working environment will easily become more mental health friendly.

Mental health first-aid training

Having at least one member of staff in the office mental health first-aid trained can do wonders. Firstly, there is someone on hand to know what to do if a difficult situation arises. Secondly, a struggling member of staff might be more open to asking for help if they know it’s available. If there is a lack of training on how to help, the workplace is less mental health friendly and can lead to worsening mental health for employees.

Flexible Working

Offering flexible working is a great way to support staff with their mental health and allows them to have a good work-life balance. By allowing employees to make adjustments to their working patterns if they need to, can take some pressure away from them. For example, if they are juggling work with childcare or if they have a health appointment.

Mental Health Friendly Office

There are some simple things that can be done to ensure your office and working environment is mental health friendly. For example, creating a designated area for your employees to eat lunch, encourage regular breaks or encouraging your employees to get some fresh and go for a walk on their break.

Another idea for a creating a mental health friendly workplace is having different zones for working. For example, having pods or quiet zones for people who would like some quiet time to concentrate without distractions. Also have designated areas for group working and allow people to move from their desk to the different zones as they wish.

Summary of Creating a Mental Health Friendly Workplace

Personally, I love the idea of having team day outs. With long office hours, and lots of people now working from home, isolation is increasing, and less people are getting out. By going out with the people you work with, you’ll realise that they’re not just colleagues, but friends that are there for you as you create stronger bonds. In addition to this, I think that having someone in the office that is trained in dealing with mental health situations will be very helpful. Both of these can make someone feel more welcomed and open to wanting help.

Written by Ellie Pomfret, Marketing Intern at the Eventus Recruitment Group and Business Management student at Loughborough University. 

About The Eventus Recruitment Group

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

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

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

"Jo was lovely to deal with from start to finish, even our new starter agrees. She checked in regularly with emails and calls to make sure the process was running smoothly, whilst we were searching, and after we'd recruited. Couldn't rate her highly enough!"
testimonial image
Bryony, Law Firm Hiring Manager
Contact Us
Further Reading

Employee benefits for Mental Health and Well-being

Ways you and your colleagues can support each others Mental Health and Well-being

Signs someone may be struggling with their mental health at work

12May

Key Skills to include on your Legal CV

What skills should you include on your legal CV?

Having the right legal skills can help you stand out in the job market and make you a more desirable job candidate. Here are some key skills that you should consider including on your legal CV:

Research

Being able to conduct effective research is an essential legal skill, you can analyse data to find the answers you need. You should be able to research your chosen area of law and other primary and secondary legal sources quickly and effectively.

Problem Solving

Having the ability to think critically and come up with creative solutions to difficult challenges is an invaluable asset. For example, this will show that you are able to work with evidence or take part in legal proceedings.

Adaptability

Adaptability shows that you can easily adjust to new situations or information. It’s a highly valuable skill for legal professionals, as a career in the law can be fast-paced and some situations can be stressful. Being adaptable can help in these stressful situations, by ensuring you remain calm and professional.

Analytical Skills

You need to be able to analyse legal issues quickly and identify the key legal points. In addition, you also need to be able to think on your feet and make decisions quickly. You can demonstrate your analytical skills in a variety of ways. Firstly, you may have taken courses that have required you to analyse data. Secondly, you may have gained experience in a previous role.

Drafting

Many legal roles require you to draft contracts and other legal documents. This requires you to have an understanding of legal principles and an ability to write clearly and concisely.

Time Management

You should be able to demonstrate that you have time management skills on your CV. This shows that you can multitask and work to tight deadlines whilst maintaining a healthy life balance.

Communication Skills

Being a good communicator is an important skill to include on your CV. Working within law, you will need to be able to communicate well with clients, colleagues, other businesses and legal professionals who you might be corresponding with day-to-day in your legal career.

Business Development Skills

Many law firms expect their employees take part in business development activities. For example, networking, promoting the firm on LinkedIn and at events, referral schemes and acquiring feedback. So, by showing that you are able to represent firms professionally will give you an edge to hiring employers.

Having these legal skills on your CV can make you stand out from the competition.

If you are a legal professional seeking advice on CV writing tips, please get in touch with the Eventus Recruitment Legal team here.

The CV preparation stage is very much part of our tailored and complimentary service for job-seekers. We specialise in Law, Finance, Accountancy and HR and provide support at every stage of the job search process. From CV writing, sourcing job opportunities, interview preparation, to managing and negotiating job offers.

Other resources to help you with your job search

We have a variety of other resources to support your job search, including tips for CV writing, interview tips, and handling multiple job offers, to name a few. 

view resources

Written by Lucy Evans, Resourcing Consultant for all legal job roles across Yorkshire and the North East.

Amy Watson was brilliant, she was professional, knowledgeable, supportive and rapidly responsive. Amy was quick to get in contact with me, aiding me with my CV then further ensuring it was sent out quickly to potential employers. As a result, interviews were lined up for me quickly in the following days. Amy gave me much needed support in preparation for interviews, through both phone call and email. The phone calls I had with Amy Watson before and after interviews were invaluable. On one occasion Amy was assisted by her colleague Lucy Evans who was also extremely supportive. From their help I am now specialising in a career path I am passionate about. I would recommend Amy Watson to any person in the legal industry seeking career advice and opportunities.
testimonial image
Placed legal professional
11May

The Eventus Recruitment Group welcome a new hire accommodating a student placement

The Eventus Recruitment Group welcome a new hire accommodating a student placement

Based in their Lancaster office, the Eventus Recruitment Group have expanded and welcomed Ellie Pomfret to the team, on an industrial placement scheme within their marketing department.

Ellie has joined the Eventus Recruitment Group as a Marketing and Business Development intern, working closely alongside their Marketing Manager, Emma Guy. Ellie studies Management at Loughborough University and is currently on a placement year. Earlier this year, she successfully completed a 6-month study exchange at the Vrije Universiteit in Amsterdam. After taking an interest in modules involving both marketing and digital marketing in her studies, she will finish off her year in industry by joining Eventus Recruitment on a 10-week placement. Here she will obtain invaluable work experience in a field she is highly engaged in.

Ellie is excited for this unique opportunity and hopes to become an asset to the team despite her time with the Eventus Recruitment Group only being limited. Ellie is aiming to develop her key transferable skills that will help her when moving into her final year of study as well as securing a graduate-job, particularly focusing on communication and being part of a team.

Emma Guy, Marketing Manager, said: “We’re delighted to welcome Ellie to the Eventus Recruitment team and we can’t wait to see her develop professionally over the next ten weeks. Personally, I’m pleased that we are able to offer Ellie this placement as, previously being in Ellie’s position myself, I know how hard it is to get real practical experience in marketing. Hopefully, the experience will stand her in good stead to get a job when she graduates.”

The Eventus Recruitment Group have grown significantly over the last 18 months. Now a team of 11, they have just had a record month with their highest number of candidates placed in new roles. With the help of Ellie, the marketing team look to further expand their brand awareness across England and Wales, as well as identifying customer trends and attributes to increase customer attraction further.

About Eventus Recruitment Group

The award-winning Eventus Recruitment Group offer a tailored approach to recruitment in the Legal, HR, Finance, and Accountancy sectors. Passionate about people, they support talented professionals throughout every stage of the recruitment process to find the right job opportunity and offer bespoke services to help firms fill job vacancies. To find out more about the services the Eventus Recruitment Group have to offer, click here or get in touch at info@eventuslegal.com or 01524 34400 for a confidential chat.

Get In Touch
11May

Emerging Recruitment Trends

Emerging recruitment trends to be aware of

The recruitment landscape is changing fast and constantly evolving, emerging trends are helping to shape the processes of the future. With the development of new communication platforms and the ever-increasing use of artificial intelligence, the recruitment process is now much more automated and efficient.

I wanted to take a look at current emerging trends surfacing and which ones we should be embracing to enhance company recruitment strategies.

Predictive Analytics

Predictive analytics is revolutionising the way businesses use data to make decisions. By analysing past and present employee data and trends, you can make an informed decision on what you need to look for in your future hires.

By applying predictive analytics, companies can make better decisions about their customers, their operations, their products, and services. This can help a business to further specify the most ideal type of candidate or job role needed as they become more aware of the customer and operational needs. Regularly survey employees about: their role within the company; their views about the company; and their wants and needs in the workplace, to help perform their job better. All this, can help you to identify skills gaps and areas where more support is needed. Ultimately helping you to make better informed hiring decisions.  

Gamification

Recruiting can be a difficult and time-consuming task. However, with the use of gamification, recruitment can be made simpler and more engaging. Gamification is the process of adding game elements, such as points, leader boards and rewards, to activities that are not typically thought of as games. This technique can be used to make recruitment processes more interesting and motivating, while still retaining the core principles of the job. For example, recruiters or hiring managers can use gaming elements like point systems and badges to reward applicants for completing tasks that are part of the recruitment process. 

Gamification can encourage applicants to complete tasks more quickly and to a higher standard. It can also give hiring managers feedback on which applicants are most motivated and engaged. Not only this, but recruiters can also identify which tasks and games have a higher engagement, and therefore get rid of those that make the recruitment process less interesting or refine them to become more attractive to the candidate. By making the recruitment process more engaging, recruiters can attract and retain high-quality candidates. This can lead to a better quality of hire, as well as a more positive recruitment experience for all involved.

Social recruiting and social media

Social recruiting is an effective way for employers to engage with potential candidates and build an engaged talent pool. Social media is an increasingly popular job search tool for employers and job seekers alike, with over half of all employers now using social media to source candidates.

There are a few ways that a company can use social recruiting. For example, they can share a new job on their own social media. Doing this can help reach a larger pool of potential candidates as employees can share the post further to their own network, spreading the word. Another way is researching or coming across specific types of candidates on social media that look ideal, and contacting them through there. Social recruiting allows employers to target specific candidates, based on their skills, experience, and other criteria. It’s also a great way to build a company’s brand, as well as create a positive employer image.

Candidate experience

Candidate experience is becoming increasingly important in the recruitment process. From initial contact through to the onboarding process, it’s essential that companies ensure they are creating an environment that is welcoming, professional, and engaging to stand out in an ever-increasing market. This is more than just providing a positive experience; it’s about creating a lasting impression of your company that will encourage potential applicants to become a part of your team. Firstly, you should ask your employees what they like about your company and what’s special about it. So, that you can then shout about it and show off your best assets that you offer to really attract candidates.

You could also involve employees in your recruitment process. They can act as a persuasive and positive measure to candidates. In addition, they can answer any questions that the candidates might not want to ask the hiring managers, putting the candidates at ease. 

It’s also important for companies to be able to measure and evaluate the candidate experience, so that improvements can be made, and the recruitment process can be continually refined. By focusing on the candidate experience, companies can ensure they attract and retain the best talent.

I really like the idea of using gamification to recruit and help to create a positive and memorable experience for candidates. It’s an enjoyable and interactive way to test a person’s skills and lets them show what they can do in a fun and creative manner. I feel this embodies the kind of experience we like candidates to have at Eventus Recruitment!

Professional advice on your recruitment strategy

At the Eventus Recruitment Group we really take the time to get to know our clients and candidates and prioritise your needs and wants first. This means that we understand what you go through when recruiting for your team and puts us in the position of being able to offer the best advice to help you throughout the recruitment process. 

With Eventus Recruitment, you gain access to recruitment experts who specialise in specific sectors and regions, only making it more tailored to you and making a real impact your current recruitment strategy. The help we will provide doesn’t just stop once you have found your successful candidate. We will also help once they have started their new position and the strategy you take to follow up on new employees. If you would like some advice on your recruitment strategies, click here to contact us or call our head office on 01524 34400.

Written by Shelley Gilchrist, Resourcing Consultant for Finance jobs across England and Wales.

Amy has been fantastic throughout the recruitment process from presenting the candidate initially through to the offer and acceptance stage. Very professional and genuinely wants the east for the candidate but also looking for a good fit with the employer. Thank you for your support.
testimonial image
Ed, Client at a North-East Law Firm
Contact US
02May

Improving your company attraction strategy to recruit top talent

Improving your company attraction strategy to recruit top talent

Attracting the top talent in your location and sector is key to any successful recruitment drive. It’s important to constantly develop your attraction strategy to stay ahead of your competitors in order to recruit the top talent. So, how can you enhance your talent attraction strategy?

Practical ways to enhance your company attraction strategy

Here’s some practical suggestions to improve your talent attraction strategy at your company:

Utilise Social Media

Have a presence on social media, particularly LinkedIn. Post about your company, blogs, news articles, shout about your staff, company events and incentives you hold, and ask your staff for testimonials to post.

Create a Referral Scheme

Implement a referral scheme for your staff, which rewards them for referring people to work for your company.

Enhance Employee Benefits, Incentives and Recognition

Enhance your employee benefits, incentives and recognition programmes. You can then use these as part of your candidate attraction strategy. For example, creating pdfs of your employee benefits to give to interested candidates.

Ensure your Job Adverts are Visible

Make sure your job vacancies are on your website and share them on social media. To view our top tips for creating a stand-out job adverts click here.

Update your Interview Process

Create an engaging job interview process. Invite your staff into interviews or set up an informal meeting with staff – who the successful candidate will be working closely with – and candidates who you are interested in. So, they can get to know each other and answer any questions the candidate may have.

Get Creative with the Job Offer Letter

Get creative with the offer letter. One of our clients sends a video from the MD alongside their offer letters. Or you could create a branded overview document of your company, with an introduction into the company, employee benefits, company events, testimonials from clients and staff, and main contacts within the company.

Keep your New Starters Engaged

Once the successful candidate has accepted the job offer keep them engaged with your company. Send them a congratulations card or gift, invite them to company events whilst they’re working their notice. In addition, you could create a newsletter for new starters. 

If you follow our advice above, you will keep candidates engaged throughout the whole recruitment process and it will help your firm stand out to talented professionals over your competitors.

Get support enhancing your company attraction strategy

At the Eventus Recruitment Group we take an unique approach to recruitment in that we put our clients’ and candidates’ interests at the heart of what we do. We take time to get to know more than just your job requirements, we get to know you personally, your business and your company culture. This allows us to give tailored advice and support on more than just your recruitment strategy and make a real impact to your business. If you would like some advice or support on your attraction, recruitment and retention strategies, please click here to contact us.

"I have worked with Amy for a number of years now and she always provides an excellent service, always understands our needs and we have developed a relationship whereby we can be frank with one another - She does a great job in managing expectations."
testimonial image
Janet, The Richmond Partnership
Further Reading

How to show appreciation to your employees

Supporting Progression with Employee Development Plans

Company benefits that employees want

Employee benefits for Mental Health and Well-being

 

 

Get In Touch
1 … 3 4 5 6 7 … 9