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Author: Eventus

Eventus Recruitment Group > Articles by: Eventus
21Sep

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

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

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

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

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

Social media content creation

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

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

Benefits of student placements

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

Teamwork

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

Business insight

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

Communication

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

Networking

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

Other benefits

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

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

Employer benefits

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

Fresh Ideas

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

Balanced Workload

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

Good Publicity

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

Boosted Morale of Team

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

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

05Sep

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

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

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

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

Be organised

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

Set up your workspace

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

Make use of your handover

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

Talk to your colleagues

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

Check in with your Manager

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

Don’t be afraid to ask for help

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

Write a to-do list

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

Sort your inbox

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

Delegate work

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

Connect with any external contacts

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

Be kind on yourself

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

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

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

07Aug

Eventus Recruitment Finalist for Two Professional Services Business Awards

Finalists for two Professional Services Business Awards

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

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

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

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

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

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

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

Tailored support from the Eventus Recruitment Group

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

"I have worked with numerous recruitment agencies over the years but the services provided by Eventus and in particular Amy, is second to none. Amy is knowledgeable, approachable and has a way of understanding what our business requires. Her knowledge of the local market and how this changes is brilliant and always means that she is my first go to when I am looking for a candidate. I would have no hesitation in recommending the Eventus Group."
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Stacey, Cygnet Law
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17Jul

Ways to Upskill your Workforce

First of all, what is upskilling?

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

So, why is upskilling so important?

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

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

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

What are the benefits of upskilling?

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

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

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

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

Ways to Upskill your Workforce

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

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

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

So what methods can you use to upskill your team?

Online Courses and Formal Qualifications

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

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

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

Mentoring

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

Shadowing

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

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

Create your own training programme

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

Offer CSR Days

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

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

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

About The Eventus Recruitment Group

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

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

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

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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."
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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."
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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."
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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."
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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!"
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Bryony, Law Firm Hiring Manager
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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

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