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Eventus Recruitment Group > Articles by: Eventus
04Jan

Beating the January Blues – Starting January in the right way

More than one quarter of Brits have the ‘January Blues’ and admit to feeling more miserable than they do at any other time of the year. A study of 2,000 UK adults has revealed that the first month of the year can be bleak for many. (SWNS Digital)

Top Causes of January Blues

The top stated causes for January blues include:

  • A lack of money after overspending through the festive period
  • The weather
  • The dark nights and lack of daylight
  • The magic of Christmas being over and going back to work
  • The pressure of New Year’s resolutions

How to overcome the January Blues

Whether it be professionally or personally, I think the best way to get through January (and let’s face it February too!) is to set realistic targets and small goals to keep you focused, motivated and excited for the year ahead.

Make lists and set goals

Buy new stationary, treat yourself to a new notebook and start making lists. They don’t have to be just for January. Set goals for how you want your year to look. Write it in pencil – be flexible with what you want to achieve. Life can throw curve balls often, rub it out and reassess. You don’t want your goals to feel like a burden, move them around, change them or get rid altogether. Even if your goals are completely wild and something you’re not likely to do, but is a desire, write these things down too. Putting them out there, saying them out loud is more likely to make them come to fruition.

Reflect

Look back at the year that has gone by. Look at what you achieved and be proud of yourself.  Also, consider anything that you wish had a different outcome and if there was anything that you could have done differently. This will help with future goals.

Hobbies

This is a big cliché! But is there anything you have always wanted to take up but haven’t gotten around to it? Even just having a think about what you enjoy and how to make sure you make more time to do these things.

Plan trips  

Think about the year ahead and places you like to visit. Theatre shows you would like to see, restaurants you’d like to go to.

Check in on other people

If you’re not the kind of person that suffers with the ‘January blues’, reach out to the friends and colleagues who may have gone a bit quiet over this period.

Be challenged at work

After the frenzy of December, January can be a bit of a lull. Ask your employer if you can take on some training or look at new projects you can start. If your employer can’t offer training or new challenges, maybe it’s time to look at other opportunities available on the job market and consider making your next career move. We are always available for a confidential and no pressure chat about career opportunities in the legal and finance sectors. Experienced recruitment specialists, we offer support at each stage of your job search; From updating CVs, sourcing job opportunities, arranging interviews and supporting you with preparation; managing offers and negotiating contracts.

Written by Shelley Gilchrist, Finance Resourcing Consultant.

What candidate’s say…

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.” – Dominic, placed Legal Candidate.

 

“Both Amy and Lucy were helpful during my job search. They were flexible to help work around my work schedule and always responded quick. They tried to do everything possible to help me through the recruitment process and even after I received my offer letter. I am more than happy with the help and support I received and couldn’t thank them enough.” – Emily, placed legal marketing candidate.

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21Dec

How does the SQE compare to LPC?

How does the Solicitors Qualifying Examination (SQE) compare to Legal Practice Course (LPC)?

The Legal Practice Course (LPC) is the route many solicitors have taken for decades in order to become a qualified solicitor in England and Wales but things are now changing.

Previously aspiring solicitors would graduate with a law degree or have taken a conversion course such as the Postgraduate Diploma or Graduate Diploma in Law followed by the LPC.

The Solicitors Qualifying Examination (SQE) has now been introduced offering an alternative route which will eventually phase out the LPC.

This means students who have a UK undergraduate degree can undertake the SQE as can those who have work experience equivalent to a degree such as a solicitor apprenticeship.

The LPC

The LPC takes one or two years to complete, depending on whether you complete the full or part time course. The course comprises of the foundation modules including the core practice areas followed by the elected areas of law in which you are interested in specialising in.

The course aims to provide students with skills including advocacy, legal research, interviewing and advising and drafting legal writing.

There are various exams including written, oral, multiple choice and take-home assessments.

In order to qualify the LPC is followed by a two year training contract, where you will gain experience and skills in a legal setting to support your knowledge. The training contract usually includes four different seats, six months for each, but this isn’t always the case.

The SQE

Unlike the LPC the SQE is not a course. The SQE is two sets of exams:

SQE 1:
  • Legal knowledge regarding various practice areas.
  • There are two papers each with 180 multiple choice questions.
SQE 2:
  • Oral and written legal skills.
  • This includes online and face to face assessments including advocacy, interviewing and legal analysis, legal research, legal drafting and legal writing.

Qualifying Work Experience to become a Solicitor

In order to qualify aspiring solicitors need to complete the QWE, which consists of two years of Qualifying Work Experience. This can be done with one firm as with the Training Contract or with up to four organisations in a maximum of four periods, with the opportunity to work in a variety of legal settings to maximise their exposure to diverse matters.          

Although the timing of the QWE isn’t specified it would be advantageous if you are able to gain some legal work experience prior to sitting the SQE 2 as this exam relates to skills rather than knowledge.

How long does it take to become a qualified Solicitor through the SQE and LPC?

The LPC route will take 3-4 years to complete depending on whether you do the full or part time course.

The SQE can be completed from 8 months to 6 years.

The SQE study course can be taken with as little as 8-10 hours learning per week but of course it will take longer to complete this way.

Which qualifying route is best for me?

Choosing the right route is completely down to you but it’s worth taking into consideration the following:

  • Cost – The SQE is intended to reduce the overall cost of qualifying – however as the SQE doesn’t include a preparation course. You will need to take into account the cost of these to give you the best chances of passing and not having to re-sit the assessments.
  • Preferred assessment – the LPC focuses on practical application of knowledge with assessments undertaken throughout the course. In comparison, the SQE assessments are much more intense with two assessments lasting just over five hours each.
  • The types of firms you would like to work for and what their current preferred route is – some firms will prefer the LPC although many will be open to both qualification routes. So, do your research.
  • Existing experience – if you have some legal experience you can check with the Solicitors Regulation Authority (SRA) as to whether this can be considered towards your QWE.

Further Reading on the pathways to becoming a Qualified Solicitor

The SRA have an extremely useful tool on their website to help you decide the best pathway for your qualification. Click here to access the tool.

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

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. – Steve, Law Firm Practice Manager.

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16Dec

Mental Health and coping during the festive season

Christmas and the festive season can be a time of joy spending times with family and friends. However, on the flipside, it can be a lonely and stressful period, with people struggling to cope with their mental health during the festive period.

There is always so much going on during the festive season and so much for us to juggle – Christmas parties and dinners, Christmas shopping and getting through all the work on our desks before the Christmas break. So, it’s no wonder that our mental health can take a knock during the festive period.

On top of this, if you are an introvert like me the social side of Christmas may also be stressful for you.

So, how do you look after your mental health at Christmas and throughout the festive season?

Tips for looking after your mental health and coping at Christmas

Take time for yourself. It’s okay to say no!

There is a term being used a lot at the moment – “healthily selfish”. It refers to having a healthy respect for your own health, freedom, growth and happiness. A lot of us often always put other people’s needs before their own, particularly throughout the festive season and don’t take time for themselves.

Remember, it is okay to say no. Put some time in your calendar over the festive season to do something you enjoy. Doing things that we love is important for our mental health. When we have busy schedules, it’s very easy to shelve the things we want to do and to put others first. Even if it is just 15 minutes, allocate some time for you to support your mental health.

Give yourself space and take a break

If the festivities are all getting a bit hectic or getting too much, take yourself away from it for a break. Go for a walk in nature, listen to your favourite music, read a book, try mindfulness, or just be in the moment.

Some of the well-known Mindfulness apps such as Headspace and Calm can be trialled for free. Alternatively Mind has some Mindfulness exercises and tips to try, which can be accessed here.

Furthermore, the Christmas break is the perfect time to take some time out of your day-to-day life and reflect on your year and goals. Whether at home or going away, re-energise by giving yourself a change of pace or scene.

Don’t feel the pressure to overspend during the festive season

Buying gifts and the extra spending many of us do over the festive period combined with the rising cost-of-living, it’s no wonder many of us are feeling the pinch and/or have money worries at present. 86% of respondents to a Money and Mental Health survey of nearly 5,500 people with experience of mental health problems said that their financial situation had made their mental health problems worse. (Money and Mental Health Policy Institute) I think all of us feel pressure to buy expensive gifts and to gift to people who we don’t really need to at Christmas. Sponsored adverts are everywhere online at this time of year and they too can influence people’s purchasing decisions to buy things that they don’t really need. Why not consider gifting your time instead? Cook someone lunch or use your skills to complete some jobs or activities for someone. For example, DIY, cleaning, sewing, admin etc…

Don’t feel pressure to say yes to everything

This time of year can be so tiring, with so much happening and to-do lists as long as our arms. Working hard to finalise all our work tasks, planning for Christmas, Christmas shopping and then to top it off comes the invites to Christmas parties and other social engagements that happen during the festive period. Remember, it’s okay to miss a couple of social engagements. As long as you politely decline the invitations in advance, you won’t be judged for not attending the events.

Reach out to other people during the festive season

Christmas is the perfect time to reach out to friends and family who we’ve not spent much time with in the past year. Feelings of loneliness can be more intense at this time of year. So, by reaching out you might make someone feel better and it will make you feel good too.

Don’t compare yourself to others

With social media it is so easy to compare yourself to other people, more so at Christmas. Our social media feeds are often full of images of the “perfect Christmas” and luxurious gifts. However, remember that social media is not a true reflection of people and Christmas – they often don’t show the negative parts.

Keep active and healthy

Easier said than done, I know. I’m a massive foodie and have no willpower when it comes to food. Every year throughout the Christmas break, I overindulge and make myself feel ill. And I suspect I’m not alone. So, this year I have some walks planned and will do the decorating and other jobs I’ve been putting off if the weather is bad. This will mean that I’m not sat on the sofa eating all the leftovers and chocolates gifted at Christmas. Definitely this year my plan is not to overindulge, so that I remain healthy and have the energy to be active and enjoy the Christmas break.

Talk about your feelings

It can be hard to admit that at such an exciting time of year you don’t feel great. But talking about your feelings can improve your mood and help you cope with a tough time.

Talking is a vital part of self-managing your mental wellbeing and staying healthy. Don’t be afraid to admit your feelings to someone you can talk to. They will be glad that you have spoken up and will be able to help you through the festive season.

It’s okay not to feel festive

There can be all sorts of reasons why some of us don’t feel festive. If this is you, don’t beat yourself up about it. It’s okay to feel how you feel and you’re not the only one.

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

Get tailored Career Advice and Recruitment Support

If your job is affecting your mental health we can help. The Eventus Recruitment Group are award-winning recruitment specialists in the Legal, Finance, Accountancy and HR sectors. We have an experienced and knowledgeable team of industry experts, passionate about finding the best candidates to help businesses thrive. Based in Lancashire and Cheshire, we have regional specialists covering the whole of England and Wales.

If you are looking for your next role or are recruiting, please get in touch here for a confidential discussion.

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We support legal, finance and HR professionals in applying for jobs. Through finding suitable roles that fit your requirements and skills, CV writing and preparing you for interviews. Also, we handle any contract and benefits negotiations on your behalf.  Get in touch for a confidential discussion about your career. To view our latest job vacancies, please click here.

How We Work

We believe that happiness at work is a must for everyone. Above all, we will only ever place a candidate in a business if it is the right fit for both them and the business. So, you can be confident that we will find you the best career opportunities and best talent for your business.

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Further Reading

Cost free ways to maintain your mental health

How to maintain a work-life balance

Job searching in December. Why December is a good time to begin a job hunt. Click here to read.

Since I have started my job hunting, I have been in touch by tons of different recruitment agencies, and so I have also talked to tons of different recruitment consultants. I can honestly say that I was truly blown away by the amazing and exceptional service that Jo has given me from day one. Jo Hood, by far, is the BEST recruitment consultant that I have ever come across!!

Not long after our first chat, Jo managed to set me up for my very first interview (first one through Eventus) with a law firm, and unfortunately (or fortunately should I say, Jo will understand me ) I wasn’t successful at my first shot. To be honest I did not expect to hear from Jo again! The reason why I said that, is because from my personal experience, 9 out of 10 times, I would just never hear from that recruitment consultant again. Jo, however, she kept on contacting me again, and again. Soon after that, she managed to set me up for my 2nd interview with another law firm, and yes, I have been made an offer on this occasion, a very good one indeed! I am really thankful for Jo’s professionalism and attentiveness through out the process. I must admit that when Jo brought that role to my attention, I wouldn’t have the confidence to apply without her encouragement and her belief in me being a suitable candidate for the role! A candidate like myself is probably like a fish in the ocean, and your recuitment consultants must be having a net that full of fish, big ones and small ones. I cannot stress enough how lucky and thankful I feel to have ‘met’ Jo this time. She does really stand out from the crowd!!!

Apologies for writing such a long review! I am the type of person who barely write any review about anything, either good or bad. I will blame Jo for this lol. From the bottom of my heart, once again, thank you Jo so so much for everything you have done to help me landing this job. Your genuine care is what I feel most appreciated about!! And I really mean it. – Anh, placed finance candidate.

08Dec

Resilience and Career Success

Career Resilience for Career Success

What is resilience?

The definition of resilience: “The capacity to recover quickly from things unpleasant, such as difficulties, shock, injury etc…”

Sounds simple enough right? Put yourself in this situation, there’s traffic on the way into the office making you late. Your phone is ringing off the hook before you have even removed your jacket and you know you have a mountain of emails to get through. Never mind that to do list as long as your arm. Then as you are about to sit at your desk you are asked to join in with a meeting. Stressful?

Resilience isn’t just about dealing with the massive things; it’s about coping with those every day stressors that can start to get on top of you and effect how you feel along with your productivity.

Sometimes it is the big things. Something huge could be changing in the workplace such as a merger or someone leaving that directly affects you. But by practicing resilience with the small stuff then you’ll easier manage the bigger issues.

We all know that life in general is rarely plain sailing and there are challenges in the workplace that are no different. There can be bumps in the road and times when things don’t go as well as expected.

Accept things don’t always go your way

The first thing is to accept that things don’t always go your way.

But don’t stop there – that would be accepting defeat!

To be successful in your career you need to accept that there will be changes and difficulties and handle it well.

Showing resilience in the workplace

So how do we do that and show our peers and leaders that we are resilient in the workplace?

Firstly, consider your attitude towards the challenge. Is it an opportunity to learn? Could it be that there needs to be a change in the process? Is there something that could have been done differently to avoid the situation. Most importantly remain positive. Think about how you are dealing with the situation. How you want to feel and also how you want to be perceived?

Make sure you are displaying positive behaviours. Easier said than done by try not to get rattled. Take a step back, grab a water or cup of coffee and think it through. Consider the options and don’t be afraid to ask for help. Speaking to colleagues and leaders isn’t a sign of weakness, it demonstrates that you are keen to learn and want to resolve the issue. Once you have decided how to handle it put the plan into action.

Reflection to support Resilience

Finally, reflect on the situation. What could have been done differently? What have you learned and how can you apply that to situations in the future. Share the challenge and solution with your colleagues as they may come across the situation themselves and if there is a process that needs changing – talk to the powers that be.

Resilience is a skill

Resilience is a skill – it most definitely needs practice which means in order to practice you need a few knocks. You can practice on the smaller everyday stressors. Think about how those can be avoided and your attitude towards them. The beauty of resilience is that it isn’t something you are born with. It is something you can learn and once you have the skill you’ll be able to apply it to all sorts of situations.

Other ways to develop your own career resilience

You might well be thinking that you don’t feel very resilient, particularly if you’ve experienced recent setbacks. If so, don’t worry. Not many of us are lucky enough to be naturally resilient.

Be flexible in your thinking

Resilient people understand that things change and that carefully made plans might sometimes need to be amended or scrapped. So, being prepared to look at alternative routes to reach your goals, or possibly even changing your goals completely when necessary, is really important. For example, you might need to change the timescale that you had in mind for changing your career. You might need to think about an alternative route to reach your goal. You might need to think about a different career altogether, that’s going to be more realistic for you. So, it’s not being too fixed in your thinking.

Keep fit and healthy

There’s been a lot of research to show that getting enough sleep and exercise is important for managing stress, and for coping effectively with challenges that come up in your life. Good physical health can play a part in helping you build a sense of confidence and control, which is really crucial for building resilience.

Mental Fitness

As well as being physically fit, it’s also important to be mentally fit. Keep reading and learning.

Personal Support

Research shows having a strong support network will help reduce stress. Harnessing personal support might sound like common sense, but having an adviser of some sort, a friend, family member, even an online community to cheer you on through those difficult times, can really help you build resilience.

Setting realistic goals

Create a short term action plan to help you towards longer term goals. If you have a career goal in mind, consider if you need to undertake any training. Think about who in your network, you could speak to who is in a similar role and can share with you, their experiences.

Written by Nikki Phillips, Senior Recruitment Consultant covering the legal sector in Cumbria, Lancashire, Manchester, Cheshire, Merseyside and North Wales.

Get direct support

The Eventus Recruitment Group are experienced recruitment specialists in the Legal, Finance and Accountancy sectors. We offer a unique and tailored service and support professionals job searching and companies hiring at every stage of the recruitment process. If you would like some direct help and support from us, do not hesitate to contact us for a confidential discussion by clicking 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. – Steve, Operations Manager.

 

Further Reading

A guide to boosting resilience.

29Nov

Eventus Recruitment Group Wins Business Support Services Award

The Eventus Recruitment Group Wins Business Support Services Award

The Eventus Recruitment Group are delighted to have won the Business Support Services Award at The Bay Business Excellence Awards.

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.

This year has been the group’s most successful year. In the last 12 months the Eventus Recruitment Group has worked with many businesses and provided career advice and assisted the job search to over 1600 legal, HR, finance and accountancy professionals nationwide; helping these individuals to get their career progression back on track since the pandemic.

The Eventus Recruitment Group offers a personal and tailored recruitment service, and provides specialist support to hiring companies and professionals job searching at every stage of the recruitment process. For hiring companies, they source talented professionals on both a permanent and interim basis. Their legal, HR and finance recruitment consultants are regional and sector specialists who recruit across all disciplines and roles within both the Private Practice and In-house sectors.

Siobhan Courtney, Managing Director of the Eventus Recruitment Group, said: “We were delighted to be chosen as a finalist in such local prestigious awards, but to be announced as the winner for the Business Support Services Award was just fabulous and a great accolade to my team who work so hard.

“Large regional awards are great, and they are so important to the local business community. But to win one is just that little bit extra special.”

For a confidential discussion on how the Eventus Recruitment Group can support your recruitment strategy, or your job search, please click here to get in touch.

Photo credit: Martin Bostock Photography / The Lancaster Guardian

Client Feedback

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. – Jessica, CEL Solicitors.

 

17Nov

Best Interview Questions to ask Candidates in Job Interviews

37 Best Interview Questions to Ask Candidates in a Job Interview

In a job interview asking the right interview questions is integral to finding out what you need to know about candidates, to identify a skill fit and the perfect candidate for the role. We often get asked by hiring companies about the best interview questions to ask when interviewing candidates for a job role. So, here we share with you the top questions we recommend you ask candidates in the job interview.

Interview Questions to identify interest in the role and your company

How much do you know about the vacancy/firm?

This is a great question to test the candidate’s knowledge of the firm and establish how much research / preparation they had conducted before the job interview. It also helps to gauge their interest in your firm.

Why are you interested in the position?

A great question to gauge whether candidates are career driven and have a real interest in the company. For example, whether they want to progress in their career and view your company as somewhere where career progression can be achieved.

What do you see as the satisfactions of the job?

A question that allows candidates to express why they are passionate about the role and allows you to get to know a bit about them as a person. For example, it could be helping others or growing the business.

 Interview Questions to understand their interpretation of the role

What do you see as the main functions of the role?

Allows you to establish whether they fully understand the role and it gives candidates the opportunity to align their skills with the role.

How do you visualise a typical day?

This is useful to see whether their approach to the role matches with your business strategy and company way of working. It will also give you an idea of team fit.

What do you think the frustrations may be?

All jobs have frustrations, and this question allows candidates to express their understanding of the role and their critical thinking skills. It also gives the candidates an opportunity to express how they will deal effectively with frustrations in their work life.

Interview Questions to establish the candidate’s skills, experience and knowledge

What skills or experience do you have that make you right for this position?

This will give them an opportunity to expand on their skills and experience and you can use it as opportunity to crosscheck their CV. In addition, what is said in response to this question will give you an insight into what the candidate thinks are the main skills needed for the role.

Who and what are you responsible for in your current role?

A great question to give you a clearer understanding of the candidate’s level of experience and assess their management / leadership skills.

If you could change one aspect of your current role, what would it be and why?

We all have tasks at work that we don’t particularly like or that we find more difficult than others. This will help you determine a fit for the role, and depending on the answer, it could give you ideas of how to solve any issues within a particular role.

Tell us about a process or procedure that you have helped to improve?

A great question to find out how they applied their skills, knowledge and experience in the workplace and made a difference to working practises.

How do you prioritise and manage your caseload effectively?

Organisation and time management skills are important skills to have in professional services roles. By asking this question, you will find out if and how the candidate manages their time effectively to meet internal and client deadlines.

When have you had an opportunity to show initiative?

Showing initiative is part of a person’s critical thinking skills and going above and beyond to support the business and its customers and clients. So, by asking this question to all candidates allows you to identify who stands out.

Provide an example of something you have done to develop your skill set?

A willingness to learn and taking responsibility for career progression are key attributes that candidates can display, particularly in lower-level roles. This question gives them an opportunity to show that they have these attributes.

Tell us about your contribution to a team goal?

A great question to determine if the candidate is a team player, and how well they work as part of a team, and independently, to achieve goals.

Tell me about an important goal you set. How did you do?

This question is linked to a person’s stability and persistence and whether their goals are consistent and relevant to the role they have applied for.

Can you describe a situation where you felt you went above and beyond the call of duty?

This will tell you whether they are hardworking, passionate about their work and are engaged in their job role.

Tell me about a complex problem you had to resolve. How did it go?

Problem solving skills and being able to work independently are key skills in the workplace. In addition, a person’s ability to solve complex problems reflects their willingness to learn and judgement.

How do you analyse your own performance?

Taking ownership and pride in their work is a key skill that a candidate can have. So, by finding out how they analyse their own performance, what they deem as a success or failure, gives you a real insight into the candidate’s attitude towards their work.

How do you think you could improve your own performance?

This allows the candidates to show that they are self-aware and have critical thinking skills, to analyse their performance against business goals and strategy.

Interview Questions to get to know the candidate

Describe a time you received negative feedback about yourself? How did you respond and did you make any adaptations to your work?

This question goes against what the candidate wants to say in an interview. If the candidate answers honestly, and tells you about how they responded and adapted, it gives you a great insight into their character, judgement and maturity.

What are your strengths and weaknesses?

This question will provide you with insights into their character and will allow you to assess whether their strength and weaknesses will affect their performance in the role and how well they would get on with the team.

Give an example of how you coped well under pressure?

Most jobs contain some pressure, whether it’s meeting targets, deadlines or delivering a high standard of customer service. As a result, asking this question enables you to establish how the candidate will deal with and react to pressure in the workplace.

What has been your biggest achievement in your career-to-date?

Asking this question gives you an insight into what the candidate has achieved, as well as what makes them proud and tick in their career.

Choose 5 words to describe yourself?

Being self-aware at work is important. Asking this question gives you an insight into the candidate as a person.

What 5 words would your current boss use to describe you?

This is an interesting one and as long as they are honest, it will give you an insight into how the candidate works and is viewed by others in the workplace.

How would your colleagues describe you?

Like the above, this question gives you an insight into how they think they are / like to be perceived in the workplace.

What motivates you?

This question gives you a sense of team fit, as well as whether the candidate will be motivated by your company’s way of working and your benefit package.

What de-motivates you?

Like the above, it will give you a sense of team fit and what candidates don’t like in a workplace. It will help you to determine whether there will be any potential issues if you hire the candidate.

Tell us about a case that has had an impact on you?

This is an intriguing question as every candidate’s answer will be different and it will give you a unique insight into them. It could be something that they found difficult or that affected them emotionally, or a mistake that was made and they learnt from, to name a few scenarios.

Why did you choose this area of law / finance?

An opportunity for the candidate to expand on why they enjoy and are suited to their specialism, and what it is about their specialism that they are passionate about.

What are your long-term goals?

A great question to determine whether the candidates’ goals match with the company’s goals, and whether they see themselves in their job role for a long time.

Interview Questions to establish why they are job searching and what they want from their next job

What are the reasons you are looking to leave your current role?

This question will identify whether there are any potential red flags. For example, if they are leaving because they don’t get on with the team.

What are you looking for in your next role?

This helps you to identify whether their personal career goals fit the role and whether the role is really what the candidate is looking for.

What are you looking for in an employer?

Provides you with an opportunity to reinforce the positive aspects of your business to the candidate based on their response.

Interview Questions to conclude the Job interview

Are you considering other vacancies?

With candidates currently in high demand, this will give you an idea of whether you are competing with other companies for the candidate. If the candidate is considering other jobs and you like the candidate, you know you might have to work harder in order to hire the candidate.

How do you feel this interview has gone?

This question is a fantastic question to conclude the interview on, as it presents an opportunity to find out how the candidate has interpreted the interview and whether their interpretation matches yours.

Do you have any questions for us?

A job interview is also as much about the candidate getting to know your company as it is about you getting to them. Always, make sure you give them the opportunity to ask any questions at the end of the job interview.

Get Specialist Support with your Recruitment

We are award-winning recruitment specialists for Legal, HR, Finance and Accountancy sectors. Established in 2009, we have a wealth of experience in recruiting the right candidates with the skills and efficiency to help businesses thrive across the UK. 

We offer a bespoke service to help you find talented candidates who match with your business and requirements. Furthermore, we will always work with integrity and honesty utilising our expertise to add real value to your recruitment and retention strategy. If you would like advice and support with recruiting or would like to discuss interviewing in more detail, please click here to contact us.

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. – James, HR Manager at a North East Law Firm.

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Further Reading

Tips to ensure your recruitment process is successful in acquiring the top talent

The Do’s and Don’ts of Job Adverts – writing a stand out a standout job advert

15Nov

The Eventus Recruitment Group Finalists for Three Business Awards

The Eventus Recruitment Group Finalists for Three Business Awards

The Eventus Recruitment Group are delighted to be finalists for three business awards this week.

The Legal, HR, Finance and Accountancy recruitment specialists are finalists for the Business Support Services Award at The Bay Business Excellence Awards. In addition, the Group’s second office Eventus Recruitment Cheshire are finalists for the Best Business Start Up Award at the Crème de la Crème (Best of the Best) Business Awards and the Start Up Business Award at the North East Cheshire Business Awards.

The Eventus Recruitment Group, headquartered in Lancaster, 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. In September 2021, the Group’s second office was opened in Cheshire.

In the last 12 months the Eventus Recruitment Group has worked with many businesses and provided career advice and assisted the job search to over 1600 legal, HR, finance and accountancy professionals nationwide; helping these individuals to get their career progression back on track since the pandemic.

Siobhan Courtney, said: “What an honour to be a finalist in the Bay Business, Crème De La Crème and the North East Cheshire Business Awards. It is so incredibly important for me to have got to the finals in such highly respected awards, as it gives the team the recognition they deserve for all of the hard work they put into their daily roles. I couldn’t be prouder.”    

The Eventus Recruitment Group are looking forward to Friday 18th November 2022, when the winners of all three awards will be announced. Additionally, the Eventus Recruitment Group are expanding their team in Lancaster and Wilmslow and are looking for Resourcing and Recruitment Consultants. If you are interested in working for us or to find out more about career opportunities with us, please click here.

15Nov

Grief in the workplace

Grief in the Workplace

World wellbeing at work week covers a huge and diverse (often complex) spectrum of areas. As an employer it is vital we are up to date with options and support available for the team. But I often wonder as “the boss” what’s out there for the employer, rather selfishly specifically when it comes to bereavement. 

So much research is there (and rightly so) as to how to help the employees; ranging from their legal rights, to how to speak to the team and how to offer them the counselling to make their back to work an easier experience.

But what about the employer? I researched far and wide and failed to find any substantial research and/or guidelines as to how to deal with grief as the employer. 

I lost my mum earlier this year 9 months and 27 days ago to be exact, and it still feel as raw – more in reality – than it did in January. I still run the business, with amazing help from my team. I still deal with the problems from clients and candidates. I run the accounts and assist with the recruitment and development of our team and work to develop the business further. I am lucky that I get to celebrate the successes too and thankfully there are many.   

Griever Types

One of the areas that I did find helpful was from Employment Hero who did a great study as to the different types of griever:

Intuitive Griever: “Is where the person is more likely to show how they are feeling, and may experience powerful waves of emotions throughout their working day.” But as the owner can we do that, or do we need to remain “professional” and “lead” the team? No one like a weak leader-right?

Instrumental Griever: “An instrumental griever is less likely to outwardly express their emotions.”  So, do we as employers need to be an instrumental griever in the workplace when naturally we are intuitive? 

I know this may seem indulgent, it isn’t intentional, it is a genuine thought and a request for the fabulous people out there to help the employer; whether from a professional / expert perspective, and to inform the wider business world that sometimes we as “leaders” need a cuddle and a bloody good cry in the loos too. It doesn’t make us weak, it makes us human.

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

07Nov

How Companies can Support Staff Progression and Development with an Employee Development Plan

How Organisations can support Staff Progression and Development with an Employee Development Plan (EDP)

At the present time, qualified Legal and Finance professionals looking for new roles are in short supply. Therefore, it is vital that you are doing everything possible to retain good employees. As well as ensuring you are paying a competitive salary, offering a good benefits package and creating a positive working environment, it’s important you are investing in the development of your staff. This shows your commitment to them, and hopefully brings it back to you in return. An Employee Development Plan is a useful tool for this.

Ongoing development will motivate your staff and create a culture of continuous improvement and progression (rather than stagnation). It will also make staff feel secure and supported, and content staff are less likely to be tempted to look at other roles. In our recent survey, 59% of our respondents said promotion / training and development opportunities are a key consideration when looking for a new role.

One of the ways you can ensure that you are ensuring consistent development of your staff is by creating an Employee Development Plan for all employees.

What is an Employee Development Plan (EDP)?

An Employee Development Plan is a document focussing on work-related skill development and it’s owned by both the employee and the line manager.

A continuing process that is consistently and regularly reviewed and updated, an EDP should aim to improve the individual’s skills as well as their technical knowledge.

What should an employee development plan include?

There are a number of points to consider when planning an individual employee development plan:

1. Where are they now and where do they need to get to?

Consider this an appraisal of their current skills and knowledge and how that matches to their current role. Are they meeting requirements?

Gaining the employee’s thoughts on their competencies, capabilities and career goals is crucial. Consider employee buy-in is crucial for this. What do they believe they need in the way of skills to do their job? How do they think they are currently performing?

Now consider the future development of the role. What additional skills may be required? 

2. What training and development is required?

Now that you know where the employee currently is, and where they need to be, what training would help them perform better and what changes would they benefit from? What are their own ultimate goals? How can this development be achieved through specific training?

Creating a culture of learning within your organisation will demonstrate management commitment and encourage a strengthening of relationships between colleagues. Individuals who have open meetings, training sessions and forums are more likely to interact, enabling them to share knowledge and even train others. The additional benefit to this is that having skilled staff who can train others will save you time and money.

3. Why does it need to be done?

It is important that all employees understand “the why” rather than just the plan. Making the employee aware of how their learning and development will benefit not only their own career but the aspirations of your organisation, will demonstrate how they fit into the firm as a whole – and create a sense of pride in their work.

4. When should it be done?

It is important that realistic timescales are put into place, agreed between employee and manager. Monitor progress regularly to encourage and provide direction to the individual, and to show support on their journey. 

5. How can progress be measured?

Ensure that regular feedback sessions are written into the employee development plan. The EDP should always form part of an appraisal, regardless of timescale. However, for short-term training it is imperative to discuss what the employee has learnt and what they will do differently post-training.

Final Tips for Implementing an Employee Development Plan

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 it’s suitability.

Done well, an Employee Development Plan is more than a working document that charts an individual’s skill gaps and training needs. The long-term benefits include employee satisfaction and sense of belonging, and for you as an employer, a satisfaction in having a skilled, up to date workforce who then commit long-term to your organisation.

Enhancing Your Business Strategy

The Eventus Recruitment Group are award-winning recruitment specialists for Legal, HR, Finance and Accountancy sectors. Established in 2008, we have a wealth of experience in recruiting the right candidates with the skills and efficiency to help businesses thrive across the UK. 

We offer a bespoke service to help you find talented candidates who match with your business and requirements. Furthermore, we will always work with integrity and honesty utilising our expertise to add real value to your recruitment and retention strategies. If you would like advice and support with recruiting, please click here to contact us.

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. – Law Firm, Liverpool.

Get In Touch

Additional Reading

Professional Development Planning Cycle

Personal Development Planning

Employee Incentives to Reward, Recognise, Motivate and Retain


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07Nov

Eventus Recruitment Cheshire Finalists for Two Business Awards

Eventus Recruitment Cheshire are delighted to be finalists for two business awards in Cheshire.

Cheshire Awards Finalists

The Legal, HR, Finance and Accountancy recruitment specialists are finalists for the Best Business Start Up Award at the Crème de la Crème (Best of the Best) Business Awards and the Start Up Business Award at the North East Cheshire Business Awards.

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

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

Since September 2021, Eventus Recruitment Cheshire has worked with many businesses and provided career advice and assisted the job search to over 450 finance and legal professionals, across Cheshire and the surrounding areas; helping these individuals to get their career progression back on track since the pandemic.

Jo Hood, said: “It is an absolute honour and incredibly exciting that Eventus Recruitment Cheshire have been nominated for these awards. In a really short period of time we have built up some great relationships with clients and candidates and I feel like we have made a good impact on the area already. We are so excited about the future and just anticipate that we will go from strength-to-strength.”

Eventus Recruitment Cheshire are looking forward to Friday 18th November 2022, when the winners of both awards will be announced.

Work for Eventus Recruitment Cheshire

Additionally, Eventus Recruitment Cheshire are expanding their team in Wilmslow and are looking for Resourcing and Recruitment Consultants. If you are interested in working for us or to find out more about career opportunities with us, please click here.

01Nov

Tips to ensure your recruitment process is successful in recruiting the top talent

Tips to ensure your recruitment process is engaging and successful in acquiring the top talent in a candidate led market

The last 12 months have been tough for any business recruiting for new employees and today’s job market is no different. As Legal, HR, Finance and Accountancy recruitment specialists we are seeing job seekers receiving multiple job offers as well as a counteroffer from their current employer in many cases. As a result, when it comes to recruitment, it feels as if the ball is very much in the court of the candidates rather than the employers. So, with candidates having multiple options, what do you need to do to make sure you are the company that the candidate chooses to work for?

Recruitment Tip 1: Review Your Offering 

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

Offer hybrid working and / or a flexible working pattern if you can. Remote / hybrid working is still sought after by professionals job searching today.Our recent survey found that salary, holiday allowance, and flexibility over hours and working locations are the most important benefits. To read more about employee benefits, click here.

Recruitment Tip 2: Job Adverts

Like the CV to hiring firms, the job advert is often where first impressions are formed by prospective employees. As a result, it is vital that your job adverts are clearly structured, sell your firm and the job to potential candidates. 

Make sure the salary and all benefits are clearly communicated on job adverts. As these are important to candidates, as well as role responsibilities and personal specifications. To read more about creating the perfect job advert to attract top talent, click here.

Recruitment Tip 3: Advert Response

Once you have candidates’ CVs, it’s crucial to be responsive.

  • Regardless of whether or not you want to take that candidate to the next stage it’s important to give feedback.
  • If you are looking to take the candidate to the next stage, we recommend to get back to them within 24 hours. In a job saturated market, the candidate could start looking at what else is out there and you don’t want to lose the candidate to another firm due to a slow response.

Recruitment Tip 4: Be Flexible and Responsive

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

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

Recruitment Tip 5: The Interview

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

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

Recruitment Tip 6: Feedback Post Interview

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

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

Recruitment Tip 7: Timing and The Offer

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

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

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

Recruitment Tip 8: Keep Your Future Employees Engaged

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

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

Get Specialist Recruitment Advice

If you have any questions or would like some direct recruitment support or advice from the specialist consultant for your geographical region and sector, please do not hesitate to contact us. Based in various locations across the UK, we are well-connected and are best placed to know the top talent in your area. Passionate about people, we always put our clients and candidates first, to initiate powerful working partnerships that enable businesses to flourish. 

Alternatively, find out more about us and our recruitment services.

Subscribe to Our Newsletter

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

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. – Director of a Law firm

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26Oct

Company benefits that work for employees

Employee benefits that workers actually want have changed so much over the last decade, with employees now wanting much more than just a decent salary.

A well-thought-out employee benefits package is vital to any successful recruitment drive and can have many positive ramifications for employers. Offering decent incentives is important in securing top talent and the right candidates for your business – even more so at the moment with the recruitment market being so candidate driven.

Interestingly, recent research shows that half of employers advertise legal requirements as job perks. As a result, by reviewing, updating and improving your employee benefits package, you can stay ahead of your competitors and stand out to talented candidates.

We spend a lot of time talking to candidates about what they want from their next job role and negotiating contracts. These are some of the company / employee benefits that are important to them at present…

Practical / Family Friendly Employee Benefits

Practical incentives make your employees working lives easier and can improve their work / life balance. Examples include free parking, discounted public transport, cycle-to-work schemes and flexible working hours. With the latter being very beneficial to employees with children.

In addition, other family friendly benefits include: enhanced maternity leave; shared parental leave; childcare vouchers; and offering additional child days off to parents. For example, giving parents additional time off that doesn’t impact their holiday allowance if their child needs a healthcare appointment. Maternity / Parental leave is a benefit often forgotten by employers.

Another huge incentive that has been proven possible across many sectors over the last two years is remote / hybrid working. We are seeing more candidates wanting hybrid working to break up long commutes. Furthermore, hybrid working has a positive impact on work / life balance.

If you can offer hybrid working to employees / prospective employees, you will stand out from your competitors. Currently, many candidates are being encouraged back into offices full-time.

Another key benefit that job seekers often negotiate on is holidays. Going beyond the 28 statutory days, which can include bank holidays, will make your job offers stand out. Some companies also allow their employees to take unpaid leave on top of their holiday allowance. This is great for people wanting to go travelling or if something unexpected crops up.

Another growing trend is giving staff their birthday off, as well as additional days holiday for exceptional achievements and long service.

Currently being trialled in the UK are 4 day working weeks. We did a poll on this recently and the result revealed that 93% of people would be in favour of a 4 day working week. Watch this space on this one!

Financial Employee Benefits

With the cost of living increasing and despite the Governor of the Bank of England saying not to ask for a big pay rise, offering regular salary reviews or annual pay rises in line with inflation would be an attractive incentive to employees. Other traditional benefits that companies offer include: bonus schemes for when targets are met; Christmas saving schemes; discounted legal advice; share schemes; and enhanced pension schemes.

Additionally, many companies also offer sick pay beyond statutory sick and death in service to help employees and their families if they become ill.

Emotional Employee Benefits

In addition to supporting employees’ emotional needs, these incentives tie in with companies Corporate Social Responsibility (CSR). Popular incentives include nominating charities to support, team activities and fundraising events to raise money for the chosen charities, days off for volunteering and offering training / mentoring schemes.

Health and Well-being Employee Benefits

This is an area of benefits that employees are valuing more and more. They range from adapting your office environment to purchasing health and well-being incentives for employees.

Office incentives include: having quiet work zones or dedicated chill-out zones; offering healthy snacks; and having mental health first-aiders available to support staff. In addition,  encourage employees to take their full lunch break and to get some fresh air on their break. This can make a huge difference to their mood and energy levels.

Another incentive to support well-being is hosting company mindfulness sessions. This is something that we did recently one lunchtime using the Headspace app and everyone enjoyed it. We all found it useful to just take 15 minutes out of our working day to relax and recharge. Some companies also offer staff well-being days off.

Some paid for incentives, that are popular incentives, include: health insurance; dental care; well-being app subscriptions; and discounted gym and exercise class memberships. We offer our employees Westfield Health, which provides them with free healthcare, discounted gym memberships and discounts on their everyday spending. There are alternatives like Medicash and Simplyhealth.

By offering some of these incentives, they will not only support the health and well-being of employees but will also make them happier and more productive at work.

Company Culture Employee Benefits

By having a company culture that works for all employees, rewards employees for their work and encourages a one team ethos is a huge incentive for potential employees. Incentives that enable this are team building activities and having company days out to reward hard work. In order to help with this, view our blog on how to create successful team building events here.

Other company culture benefits include: dress down Fridays, company lunches and drinks, having games and pool tables in the office, summer BBQs, and Christmas parties.

How to choose employee benefits for your company?

Above, we have identified a lot of employee benefits and it’s not practical to offer them all to employees. However, if you are a business manager or are recruiting, we suggest reviewing the employee benefits you currently offer and enhance your package. We recommend selecting some out of each category above that are reasonable for your company to offer.

Before you finalise your employee benefits package, try asking or anonymously surveying staff to get their thoughts on your current company benefits / incentives and any areas of improvement. Additionally, research your direct competitors to see what they offer their employees.

If you would like any further advice on benefits to offer employees to enhance your recruitment strategy, please get in touch by contacting us here.

About The Eventus Recruitment Group

We are award-winning recruitment specialists for Legal, HR, Finance and Accountancy sectors. Established in 2008, we have a wealth of experience in recruiting the right candidates with the skills and efficiency to help businesses thrive across the UK. To view our latest jobs, please click here or get in touch for a confidential discussion.

We offer a bespoke service to help you find talented candidates who match with your business and requirements. Furthermore, we will always work with integrity and honesty utilising our expertise to add real value to your recruitment strategy. If you would like advice and support with recruiting, please click here to contact us.

Further Reading

Employee Benefits for Mental Health and Well-being

“The team at Eventus Legal always take time to fully understand the needs of the business and each role they are involved with, putting forward only those candidates who closely match our requirements. Feedback from successful candidates sourced by Eventus Legal has been excellent and they offer full support throughout the whole process from initial stages to job offer.” – Marsden Rawsthorn Solicitors.

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