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Author: Eventus

Eventus Recruitment Group > Articles by: Eventus
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.
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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.

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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.
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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."
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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

 

 

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24Apr

How to choose a company to work for

When you are looking for a new job, it can seem instinctual to focus your search on a specific job title and position. However, whether you are looking for an entry-level position or a Senior role, finding a great position goes way beyond the job description.

When deciding between potential employers, whether that be company culture, opportunities for growth or the size of the company – there are several things to keep in mind when you are choosing a company to work for.

What key factors should you consider? Here are 4 pieces of advice to help you decide the best company for you to work for:

Development Opportunities

Career progression can take many forms, this could be in the form of being awarded more responsibility in the role, moving up the career ladder in terms of promotion.

What you need to decide is what do you want from your career? Write down a list of career goals and put timescales on these! Next, research your potential new employer’s success in progressing their staff. Do they have a history of progression within the company?

Company Culture

Do you want to be employed by a firm that does not match your own core values? Probably not! You want a company that will align with your values, fulfil you, and make you feel a sense of purpose. So how do you a firm is right for you?

  • Do your research – Check websites such as Glassdoor, Trustpilot and ReviewSolicitors
  • Make connections with past and present employees and ask to share thoughts if they do not mind.
  • Check the News and social media – what are the firm doing / what is going on with them.
  • Ask specific direct questions at interview – what does success look like? Can you give me examples of internal growth?

Salary and Benefits

Know what you are worth. Do research on the average salary for the position, considering your experience, your education level, and the place in which you will be working. From there calculate a yearly salary you feel will the fair based on your situation and will be fair but keep some room to be flexible – do not be shy about this. 

Employee benefits go beyond the regular salary pack. These can make or break an employee’s decision to join a firm. They can come in many different forms, holiday allowance, workplace pension, discounts available via specific perks, maternity and paternity and flexible working. Make a note of what benefits are important to you, what is key or what will be key for you in the long term.

Do the firm’s employee benefits align with your personal needs?

Big or Small company: what is right for you?

Choosing the right firm is a huge decision. You will likely spend a third of your life working, which means you will want to choose a company that ticks as many boxes as possible.

So, what is right for you?

Although the culture of each company will vary regardless of its size, there are a few things you should bear in mind when looking for your perfect fit.

 

Why a big company might be right for you?
  • You may want to work within a clear structure.
  • You could benefit from a big brand reputation.
  • Benefits package may be more in line with your needs or requirements.
Why a big company might not be right for you?
  • You may not want to wait around for changes to be made.
  • You may want to know everyone you work with.
  • You may want a bit of variation to your role opposed to a set structure.
Why a small company might be right for you?
  • A varied role – High Street practices tend to offer more variety based on client needs.
  • Small tight knit team.
  • Your successes may be more easily noticed.
Why a small company might not be right for you?
  • Is there a clear path for your career development? Is this defined?
  • Do their company benefits align with what you need, or do they just offer the basics?
  • Would the team be too small? Would you prefer more interaction on a wider scale?

Making the final decision on the right company for you to work for

Ultimately this is a personal choice based on you as an individual. Regardless of the business size you choose to work for the important thing is to make sure you have done your research. You understand the business and they have passed your internal tick box test. You have weighed up the pros and cons (Yes make a list), and lastly, you are comfortable and confident in your decision.

Written by Simon Scott, Senior Recruitment Consultant specialising in the Legal sector in South Yorkshire and the East Midlands.

"I can’t speak highly enough of the service I was provided by Eventus, specifically Amy Watson. Amy kept me updated throughout the recruitment process, ensuring that I was well equipped and providing me with the confidence required to be successful in securing a new job. I wouldn’t hesitate to use Eventus again for in the future and would highly recommend them to both friends and family."
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Liz, Placed Legal Job Candidate
Contact Us
17Apr

Managing Stress Linked to Work and our Careers

We all experience stress from time-to-time and our careers is one of the biggest factors contributors to our stress levels. If we don’t prevent or manage stress in the workplace, it can lead to burnout and effect relationships with our colleagues, as well as our friends and family outside of work.

Understanding the stress response

Stress is a normal physical response to situations that make you feel threatened or upset your balance in some way. Your body responds to this in several ways that include both physical and mental adjustments. This ‘stress response’ is your body’s way of protecting you from the threatening situation; it helps you stay focused, energetic and alert. When under physiological or psychological stress, your body reacts by releasing hormones such as cortisol and adrenaline. These hormones increase your heart rate, raise your blood pressure, change the digestive process and increase the level of glucose in the blood stream, all allowing you to prepare for‘ fight or flight’. Your perception of pain is reduced due to the release of endorphins and appetite is reduced to allow you to concentrate on the situation at hand. These adaptations will normally resolve once the threatening situation is over.

Unlike our ancestors whose stressors had a more definitive beginning and ending (hunting and defending), what many of us experience today is longer term stressors, such as long working hours or financial stress. Sometimes we are experiencing stress and we don’t realise it, particularly in work. For example, working to deadlines, taking on too much or regularly being distracted mid task can trigger our body’s stress response.

These ‘chronic’ stressors, which have long term adaptations on your body, are more risky because abnormal levels of hormones are being produced for longer periods. This can result in impaired memory and concentration, an increased risk of high cholesterol (due to the release of cortisol in the blood) and therefore coronary heart disease.

Other symptoms of stress include muscle tension, migraines, tension headaches, sleep loss, and changes to your digestion, eating and drinking habits.

If stressors in the workplace are not dealt with or continue for prolonged period of time they can lead to burnout. Furthermore, they can affect your health and your life outside of work.

Ways to manage work-related stress

As the days are getting longer and the weather warmer, it’s the perfect time to take steps to reduce and prevent work-related stress.

Identify triggers

Reflect on what’s causing you stress. Is there something specific that’s making you feel this way? Identifying the source of stress can help you find ways to manage it better.

Get organised

Research has shown that a disorganised workspace can actually lead to feelings of anxiety and stress. On the other hand, having a neat and organised desk can help to improve our productivity and give us a sense of clarity. Being able to quickly identify what items are on our desk can help to save us time and reduce the amount of stress we experience. Taking the time to organise your desk, clear away clutter and get rid of unnecessary items can help you stay on top of tasks, think clearly and feel more in control.

Review your to-do list. Write lists, put tasks and deadlines on a calendar, use sticky notes – whatever works for you to stay in control of your tasks. Prioritise the most important tasks first and you will benefit from a feeling of accomplishment once they are complete. Delegate any tasks you can if you are feeling swamped and have people who can help you. Personally, at the end of the day, I like to create a to-do list for the next day, so I know exactly what I have on. Doing this always helps me to switch off, as I know everything is written down. So, I’m not worrying that I might forget to complete a task.

Take breaks

Take regular breaks. Try to step away from your desk every couple of hours. Even if it is just to get a drink. I was recently reading about someone who every hour takes a minute just to pause and how doing so helps them not to get stressed and focus better for the rest of the hour.

Exercise

With the weather starting to improve go for a walk on your lunch break. Getting outside into the fresh air will help you to relax and refocus for the afternoon ahead.

Incorporating physical activity into your day can help you release tension and clear your mind of any worries. Also, it helps to prevent disease and improves the immune system, boosting energy levels and improving sleep too. A brisk walk in, running, yoga or playing five-a-side with your mates – any exercise will help. There are plenty of ways to get moving and many of them won’t cost you a penny. Go to your local park or check out exercise tutorials on Youtube.

Spending quality time in nature is great for your mental health and exercising releases endorphins giving you a natural high. Reducing stress, balancing your mood and helping you feel more positive whilst absorbing Vitamin D. If you work from home, go for a walk or sit outside at the end of the day, to create separation from work and home to help you switch off.

Rest and Get Plenty of Sleep

Have a set sleep routine and try to get between 7 to 9 hours sleep a night. Not getting enough sleep negatively affects our mood, memory and judgement. If you struggle sleeping try having a bath before bed, reading a book or listening to music or calming sounds.

Book Annual Leave – Make Plans

Arrange something to look forward to outside of the workplace and book your annual leave in advance. Having plans to do something different outside of your day-to-day routine, gives you something to look forward to and can make stressful days easier to manage. Whether it’s catching up with friends, going on holiday, ticking an activity off your bucket list or a day to do the DIY project you’ve been putting off – it all counts. Despite being busy at work I enjoy this time of year, as I know my summer holiday is booked and just around the corner.

Take five and breathe

Taking a few slow, deep breaths can help you get your heart rate under control and lower your feelings of stress. Mindfulness or meditation are good too. There are many great apps out there like Headspace and Calm.

Zone Out

Take your mind off your stressful situation by tuning into something you enjoy. For example, watch your favourite TV show, listen to music or podcast, DIY, sewing or learn something new. This will give your mind time to rest.

Focus on the little things

When life seems stressful, take time to focus on the little things that make you feel happy. Each day reflect and pick out three things you are grateful for that day. This will help you focus on the positives and help you feel in the moment. Remember to be kind to yourself.

Speak Up

If you are struggling with stress at work or finding it difficult to juggle work and other commitments, speak to your manager or HR. They might be able to remove some work from you or make adjustments to support your work-life balance.

Don’t be afraid to seek professional help if you’re struggling to manage with stress. Talking to a counsellor or therapist can help you develop strategies to cope with stress in the long-term. Some employers offer Employee Assistance Programmes, which allow you to access counselling sessions.

By managing stress, you can become more productive and successful in your work. It also creates a healthier, happier working environment for everyone.

How the Eventus Recruitment Group can help

If your employer can’t do any thing to relieve stress in the workplace, it might be time to see what other job opportunities are available. We understand that job searching can be stressful time too. So, we are here to be a friendly face and we do everything we can to take the pressure away from you. We offer support at every stage of the job search process, from CV writing, arranging job interviews and interview preparation, to negotiating and managing job offers. To view our latest job vacancies, click here or contact us here for a confidential chat. We can also speculatively approach companies you are interested and other employers in your area on a no name basis.

If your team has too much work on, we are here to help you to find the right people who can help. We recruit for all job functions and levels in the legal and finance sectors. Always, we tailor our services to meet your individual recruitment needs. Whether you are looking permanent or temporary staff, we can help. Find out more about our services here or contact us for a confidential discussion.

Further Reading

8 cost free ways to manage stress

Signs of Burnout and Ways to Overcome It

Practical ways for employers to help employees with stress 

Keeping a stress diary

Stress and Mental Health at Work

What do our clients and candidates say?

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

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

14Apr

Enhancing and Improving Your Retention Strategy

Why have a retention strategy?

It is estimated that to replace an employee it can cost, on average, between 6-9 months’ salary. This covers recruitment costs and training expenses relating to the new employee. On top of this, there will be a loss of productivity with having to hire and train a replacement.

Furthermore, with so many companies experiencing skill / staff shortages, it’s important now more than ever that we hold on to our top talent. The ongoing talent shortage has seen 63% of HR leaders say that they are worried about their staff retention, which has resulted in more businesses (62%) being proactive in retaining talent through redeployment and reskilling programmes who might otherwise have been made redundant. (LHH, 2023)

How do you retain employees?

We speak to professionals daily about what is making them unsettled in their current role and what they would like from their future employers. Reflecting on this unique insight, here are some practical suggestions to enhance your retention strategy…

Employee Development Plans

Employees who have training and progression opportunities tend to be more competitive, more engaged and adapt better to organisational changes. An Employee Development Plan can support this and is a document focussing on work-related skill development, owned by both the employee and the line manager. They contain an analysis of skills, knowledge, goals, aspirations and training needs in order to progress. Be clear on how to progress and what they can achieve by doing so. It will also identify how you will support them with training. Don’t be afraid to change training needs as the requirements of both the organisation and the employee develop. Remember the EDP is owned by both the employee and the employer, and both should be responsible for monitoring its suitability. To read more about Employee Development Plans, view our article here.

Consult With Your Employees

Give them a voice. If your employers feel heard, they are more likely to feel valued. This could be as simple as asking them about their role in the company, what matters to them in the workplace and what would make their job easier, to asking for their opinions on projects or for their ideas on business development. To read our top tips for ensuring employees feel valued click here.

Employee Benefits

Employee benefits are more important than ever in a retention strategy, with rising inflation and cost-of-living. We speak to professionals everyday and we have seen an increase in the importance of great benefit packages to job searchers recently, particularly with rising inflation. There are so many employee benefits that can be offered to support employees financially, including healthcare / insurance, discount schemes, annual salary reviews and flexible or hybrid working if commuting costs are high. Here at the Eventus Recruitment Group we review our employee benefit package annually to ensure it still meets the needs of our employees. As specialist recruitment consultants, we work with businesses in your sector and region, so we know what your competitors offer to their employees. Do not hesitate to contact us here or call us on 01524 34400 for a discussion about employee benefits and what similar businesses in your sector are offering.

Recognition and Appreciation

Professionals need regular positive and constructive feedback on their performance. People who don’t receive recognition of their good work are twice as likely to leave. Appreciation works wonders in the workplace as it boosts morale, teamwork and productivity; all of which support employee retention. Adopting a simple employee appreciation scheme can build appreciation into every working day or even ask your employees how they like to be recognised for their hard work. For more ideas on showing appreciation to your employees view our blog here.

Get advice on your retention strategy

At the Eventus Recruitment Group we take a 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 recruitment and retention strategies, please do not hesitate to contact us here or call our head office on 01524 34400 for a confidential chat.

"Excellent service received by both Amy & Lucy. They both fully understand the businesses and the candidates we require both academically and culturally. They both always go above and beyond. 1st class service received."
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James, Watson Woodhouse Solicitors
Further reading on Employee Benefits to enhance your retention strategy

The Employee benefits your employees want

Employee incentives to recognise, reward and motivate

Signs your top talent is about to leave

04Apr

How to ask for a pay rise

How to ask your boss for a pay rise

The prospect of asking your employer for a pay rise can be daunting. However, if you feel that you deserve it, there are steps that you can take to ensure you have the best chance of success.

Firstly, it’s important to be confident in your own abilities and the value you bring to the company. Make sure you have a clear understanding of your job role, responsibilities and the metrics you have achieved since your last pay rise.

Before you schedule a meeting with your employer, have a clear idea of the salary you would like to request. Research salaries for similar positions in the industry and compare your skillset and experience to show why you deserve a pay rise.

During the meeting, be polite and professional, and explain your reasons for asking for a pay rise. Give examples of your achievements and the benefit on the business. Your employer may ask for evidence, so be prepared with the necessary information.

Finally, be prepared for the answer your employer gives. It may not always be the result you want, but be open to alternatives, such as additional benefits.

Asking for a pay rise can be intimidating. However, if you are confident in your abilities and have evidence to back up your request, you can improve your chances of success.

What to do if your pay rise is refused?

It can be very disheartening when you don’t get the pay rise you asked for, but don’t despair! Here are a few tips to help you deal with the situation:

Don’t take it personally

Focus on the facts. You may not have met the criteria or the timing may not have been right. Speak to your manager and try to get to the bottom of why you weren’t successful this time. Ask for a timescale as to when it will be reviewed again.

Think about what you really want

Is it more money, or more responsibility or improved working conditions? Consider other options that may not involve a pay rise but could still bring you job satisfaction. For example, hybrid working.

Get Feedback

Ask your manager for advice on how to progress your career and what you could do to increase your chances of a successful application next time.

Find out what other job opportunities are out there

If you aren’t happy with your employer’s decision and you know that other employers are paying more for your skills and experience, it could be time for your next career move.

Remember, it’s not the end of the world if you don’t get a pay rise. With a little bit of perseverance and determination, you can make your career goals a reality. If you would like you see some salary reviews for your area, or would like a confidential chat about legal or finance job opportunities, contact us here.

Written by Siobhan Courtney, Managing Director of the Eventus Recruitment Group and Legal Recruitment specialist.

"Siobhan from Eventus Recruitment Group was very professional and I would highly recommend her and the company to anyone seeking employment. Siobhan went over and beyond the call of just finding me a job by constantly keeping in contact with me, discussing any position before forwarding my CV and wishing me well when I went for the interview. I got the job and she followed up to make sure my first few days went well. The ladies that interviewed me also commented on what a pleasure it was to deal with Siobhan. I completely agree with your 100% towards Client Commitment, Candidate Commitment and Working With Integrity. I cannot thank you enough for making me feel like number one all the time, thank you."
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Beverley, Legal Candidate
16Mar

Burnout – signs and ways to overcome it

What is burnout and its effects in the workplace?

Burnout is becoming an increasingly common issue in the workplace. It occurs when an individual is overwhelmed by the demands of their job, leading to mental, physical and emotional exhaustion.

I recently saw an article detailing how Gen Z employees are feeling burnt out. “Employee stress levels are on the rise, with the younger generation feeling the greatest impact”, according to the Cigna 360 Global Well-Being Survey 2022. It surveyed nearly 12,000 employees across 15 countries – including the UK, Australia and the US – saying that 91% of Gen Z participants between the ages of 18 and 24 feel stressed, compared to 84% on average. The report said that unmanageable stress impacts almost a quarter (23%) of Gen Z-ers, with 98% experiencing symptoms of work burnout. Meanwhile, Millennials between 25 and 34 were not far off behind, with 87% saying they were stressed.

This got me thinking about how do we know if we are near feeling “burnt out” and how to manage it if we’re already there?

Signs and symptoms of burnout

It’s important to recognise the signs of burnout, such as feeling overwhelmed, unmotivated and anxious. Signs to look out for that may indicate you are burnt out:

  • Feeling constantly exhausted and drained
  • Struggling to focus on work
  • A lack of motivation and feeling overwhelmed
  • Increased irritability and frustration
  • Poor sleep quality
  • Feeling like there’s no point in completing tasks
  • Feeling anxious and not wanting to go into work
Burnout in the workplace

Burnout is a state of mental, physical and emotional exhaustion caused by excessive and prolonged stress. It is common issue in the workplace – no matter your industry or role. It can be difficult to identify, as it often creeps up on you over time. It’s key to remember that it’s ok to take time to look after yourself and to give yourself space to recover.

Identify the cause of your burnout

it’s important to identify the cause of the burnout and address the underlying issues. This could be lack of sleep, work stress, lack of support, or a number of other things. Once you’ve identified the cause, you can take steps to address it and reduce the risk of burnout in the future.

Manage your workload

Firstly, take on a manageable workload. Make sure you’re not taking on more than you can handle and be aware of your own limits. If you’re feeling overwhelmed, speak to your manager about taking on fewer tasks or delegating some of your work.

Make time for yourself

The first step is to recognise that you are feeling overwhelmed and take some time out to relax. This could be a few hours or days, depending on how severe the burnout is. Schedule regular breaks throughout the day and don’t be afraid to take a day off if you need it. Take this time to focus on yourself and do something you enjoy. Additionally, try to make time for activities outside of work. Such as spending time with friends and family, binge watching your favourite TV programme or taking up a hobby.

Talk to someone

Talking to a family member, friend or mentor can help you to process your emotions and make you feel more supported. Make use of any wellbeing initiatives that your company offers. Many company health insurance schemes include health checks, which can include mental health. Acknowledging and addressing burnout is the first step to finding a solution.

Set realistic goals

Make sure that your goals are manageable and achievable. Celebrate the small wins along the way! Don’t be too hard on yourself if things don’t go to plan.

Finally, be sure to look after your physical and mental health. Exercise regularly and make sure you’re eating nutritious meals. Don’t forget to take time to relax, such as listening to music or meditating.

Look after yourself

Establish a balanced lifestyle and look after yourself. Selfcare is so important in overcoming burnout. This may include getting enough sleep, relaxing, eating a healthy diet, and exercising regularly.

Remember that it’s ok to feel burnt out and that it’s important to look after yourself.

Get direct support

Are you experiencing burnout or are experiencing unnecessary stress at work? If you would like to see what other career opportunities are available in the legal or finance job markets, view our latest job vacancies here. Alternatively contact us today for a confidential chat here. With your written permission we can speculatively approach firms you are interested in and other employers in your area on a no-name basis, to find you the perfect role. Furthermore we offer support at every part of the job search process, from CV writing, arranging interviews to managing the offer stage and negotiating contracts. So, you can sit back, relax and know your job search is in safe hands.

Further Reading

Burnout by Mental Health UK

Dealing with burnout while working from home

"I first was contacted by Shelley who provided me with all the information I needed, then I was passed onto Jo Hood who arranged my interview. It’s was a very quick turnaround, went for the interview, got offered the job and handing in my notice the following day. Excellent service."
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Emma, Senior Legal Cashier
08Mar

Succession Planning: Top Tips and Advice

Succession planning is an important part of any organisation’s long-term strategy. The development of the firm and future leadership team isn’t something that can be left to chance. A succession plan ensures that the right people are in the right positions and that those positions can be filled when required.

How to begin Succession Planning

Firstly, you need to identify the positions and areas that would suffer the most if a Solicitor, Head of Department or Partner was to leave. Which positions and areas would have the most impact and would affect the business goals and security of the firm?

Succession Planning – Identify the skills of jobs roles and your team

You also need to consider the core skills of the leaders and key people in your firm that you will lose if they were to leave and who has those skills or the foundations to build upon that want to develop within the firm. This means identifying and nurturing talent, creating opportunities for learning and development, and creating a culture of continuous improvement and growth. It is also important to have a sufficient timeline in place to train a person up.  For example, if you know a key member of staff is going to retire soon.

It’s important to continuously identify any vulnerable positions, such as a Solicitor who has moved to Associate and is now ready to take on a Head of Department role. Is such a position available within your firm? What is the risk of them leaving and taking that role with another firm? By keeping these questions in mind you can help to minimise the impact if they were to leave. Will the skills for each role change or will your business needs change in future? By planning ahead and identifying any potential skill gaps, will ensure you are full prepared for the future. It will also minimise any potential productivity losses if someone was to leave or job roles were to change. 

Succession Planning – Assess your workforce and identify any gaps

Next you need to understand your team as individuals and their aspirations. Who wants to progress and what are their long-term ambitions? Not everyone wants to be Head of Department or a Partner. So, you need to establish who wants to progress and discuss their goals during 1:1s and annual reviews.

Succession Planning – Mentoring and Coaching

Incorporating mentoring and coaching into the personal development of your employees is another great strategy. The transfer of knowledge, skills and experience is essential and benefits both parties. As an employee, it is rewarding when your employer can see your potential and invests time into developing that further.

Succession Planning – Building a network

If you don’t have the skills within your business or your employees don’t want to train and take a step up, start building a network of professionals. LinkedIn is a useful tool for this and can help you to get your brand noticed to support succession planning. Connect with professionals who have the skills and experience needed for the job roles within your succession plan. You don’t need to give a reason as to why you have connected with them. Which is useful for when you are succession planning for roles years down the line and you don’t want to talk publicly about your plans at present. Regularly post on your personal LinkedIn profile and company profile about working at the company, updates to your employee benefits, company achievements and events. Furthermore share testimonials from your employees about working at the company and apply for workplace awards. For example, Great Place To Work, Best Companies to name a few. Increasing brand awareness is so important in case you need to hire as part of your succession plan.

Regularly evaluate your Succession Plan

Evaluating your succession plan regularly will ensure that you have a strategy. However, you need to remember to be flexible and adaptable to changing needs and circumstances. Of course, you may not have someone within your team to progress into certain roles and that’s where we, as specialist recruitment consultants for the legal and finance sectors, can step in. In order to support your recruitment it’s essential for us to really get to know your firm including the values, culture and vision for the future. This will ensure we find the right people for your firm. Having placed from Partner level to Legal Secretary we have the experience and knowledge to support your succession planning and expansion. We always take the time to get to know your firm along with the skills and experience for each individual vacancy so we understand exactly what you are looking for.

Succession planning – A continuous process

Ultimately, succession planning is about more than just having someone in place who can take over a role when needed. It should be a continuous process that reflects the organisation’s values and goals. It’s also about developing a pipeline of talented individuals who are ready to step up and take on a new challenge. Also keep in touch with your recruitment partner to ensure they keep you updated with those candidates you’d want to hear about who are currently active in the market.

If you would like some direct advice on succession planning, we are here to help. Contact us here, email info@eventuslegal.com or call 01524 34400.

Written by Nikki Phillips, Senior Recruitment Consultant specialising in the legal sector

"Eventus is our default provider because they understand our business. Time has been taken over the long term to really understand the various elements of the services that we provide, which means that the candidates they provide are capable of delivering what we need when we need it. In addition, we feel that we can pick up the phone at anytime to discuss potential developments and we know that Eventus will always take a long term view of our requirements and put our business needs first."
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Sharif, Ormrods Solicitors
07Mar

Eventus Recruitment expands legal division with new training programme and two new hires

The Eventus Recruitment Group have expanded their legal division and launched a new training programme to encourage talented professionals to take up a career with them in recruitment. We are delighted to welcome Simon Scott and Elle Clarke to our ever-expanding team and are excited to see what the future holds.

Now a team of 11, here at the Eventus Recruitment Group, we are dedicated to providing enhanced employee benefits, incentives and offering flexible working to our employees. Simon has joined our fully remote team and Elle has joined our Wilmslow office.

Simon Scott has joined the Eventus Recruitment Group as a Senior Recruitment Consultant with over 10 years of recruitment experience. The most recent 8 of which have been within the legal market. So, he is excellently placed to further develop their offering within the South Yorkshire and East Midlands market.

Elle Clarke has joined us as a Recruitment Consultant within their Wilmslow office, working alongside their finance recruitment specialists Jo Hood and Shelley Gilchrist. Elle will be focussing on the legal market within Cheshire, Staffordshire and North Wales. Whilst new to recruitment, Elle has worked in the Wilmslow area for the past 3 years for a highly regarded estate agency and has long wanted to make the move into recruitment. Elle joins our brand-new extensive training programme, which has been developed utilising their directors’ many years of recruitment experience in partnership with a business adviser.

Siobhan Courtney, Managing Director of the Eventus Recruitment Group, said: “Simon joins us with a wealth of experience and we are delighted that he chose Eventus Recruitment Group for the next stage in his career. We are incredibly excited to see what the future holds for him, and as mentioned we are just so pleased that the future will be with us.”

 

“Elle has joined us on our new training scheme and she is the perfect person for this due to her previous sales experience and her super enthusiasm and integrity. Having had a large insight into law in her previous role she is best placed to join the legal team based out of our Cheshire office. A huge warm welcome to both Simon and Elle.”

 

After a successful 18 months helping businesses in Law and Finance fill staffing shortages and providing confidence to professionals to take the next step in their careers during uncertain times, we are excited to be expanding their offering further into Cheshire, North Wales, South Yorkshire and the Midlands with the help of Simon and Elle.

About the Eventus Recruitment Group

Due to our unique approach to recruitment, The Eventus Recruitment Group are the recruitment partner of choice for many businesses in the Legal, Finance and Accountancy sectors. We help private sector organisations with a range of recruitment services across the UK. From permanent and interim recruitment to targeted campaigns on a retained basis.

Our award-winning recruiters support businesses and professionals throughout every stage of the recruitment process. Ensuring that exceptional talent and skill fit are matched to the perfect job opportunity, whilst ensuring the best possible outcome for both client and candidate. To find out more about the Eventus Recruitment Group and our services click here or contact us for a confidential discussion.

“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 Bradley, Practice Manager
24Feb

Ways to make your employees feel valued

People are a company’s greatest asset and it can only be as good as the people it keeps. As a result, it is essential to make your businesses’ employees feel valued in the workplace. Valued employees are more satisfied and motivated, which in turn leads to increased productivity, creativity, improved morale and teamwork. On top of this, a valued workforce leads to higher employee retention, which is key a element of a successful business.

As Henry Ford said: “Coming together is a beginning…Keeping together is progress…Working together is success.”

How to make your employees valued

Valuing employees can mean different things to different people, so it is important to tailor your approach to each individual. Here are a few ways to make employees feel appreciated and valued:

Acknowledge their contributions

Make sure to thank your employees for their hard work and dedication. You can provide a platform for your colleagues recognition. This could be through employee of the month awards, peer-to-peer recognition or simply saying ‘thank you’ for a job well done.

Invest in their continued professional development

Checking in with your employees regarding career goals and progression is key. You can determine what steps are needed to get them there and support them in doing so. Investing in an employee’s professional development is an effective way to show that you value the individual.

Regular communication

Communicating with employees frequently and clearly can ensure that they feel heard. Employers can also provide transparency and listen to their opinion; this will make employees feel trusted and an integral part of the company.

Provide feedback 

Regular feedback is essential to ensure employees are on the right track. Offer constructive criticism and praise to give employees the guidance they need to be successful and feel valued.

Give your employees a voice

Let them have a say in the business. Regularly ask for their opinions and provide them with regular updates on business performance. Allow your employees to approach you with their ideas. Always thank them, and provide them with recognition if you use their idea and if you don’t provide them with the reasons why you aren’t using it at this time. Regularly asking for feedback and listening to staff’s ideas and concerns can also help to make them feel heard and appreciated. Have a open door, hold discussions and / or anonymously survey employees regularly.

Offer rewards 

Nothing motivates employees and makes them feel valued more than recognition and rewards. Offer incentives such as bonuses, company events, gift cards and flexitime to motivate and reward employees for their efforts.

Review your benefits

Providing your employees with the employees benefits that will enhance their way of living is a excellent way ensure your employees are valued. Ask them what they want and what will be beneficial for them. For example, flexible working hours can be a great way to give employees autonomy and make them feel appreciated.

Support

Providing employees with the tools and support they need to do their job successfully can make a large impact on feeling valued. This could be through clear expectations, adequate training and flexible working hours.

By implementing these simple steps, you can make sure your employees feel valued and appreciated.

As Stacy Sherman said “If you don’t appreciate and value your employees, your competitor will. They are looking for great talent.”

Get expert Advice

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. Contact us today for a no obligation, confidential discussion.

"Excellent service received by both Amy & Lucy. They both fully understand the businesses and the candidates we require both academically and culturally. They both always go above and beyond. 1st class service received."
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James, Watson Woodhouse Solicitors
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Further reading on staff retention and motivation

Ways to show appreciation your employees – read here.

The different Employee Benefits to offer your staff – read here.

Employee Incentives to recognise, reward, motivate and retain staff – read here.

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