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Eventus Recruitment Group > Articles by: Eventus
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.

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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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24Oct

Top skills legal employers are looking for

Top skills hiring employers want legal professionals to have in the legal sector

When you are seeking a new opportunity and pursuing job vacancies you’ll often find lots said about the law firm, the caseload and (hopefully) the benefits offered by the employer along with the level of experience required. What you often don’t see are those skills that employers are looking for advertised on their job adverts.

Whenever I’m taking the details of new vacancies from my clients one of the questions I always ask is what other skills and personal qualities are you looking for? This is to help me make sure that I am putting the right people in front of my clients. But also so that legal professionals can demonstrate those skills and qualities in their interviews, by drawing upon previous scenarios and experiences.

Below I have listed the top ten skills and qualities I have come across over the past 3 months:

Client service excellence

This is one that most of my clients come up with first. Their clients are their priority, and they are looking for people who can demonstrate their commitment to doing their absolute best and providing an excellent legal service to their clients.

Communication skills

Written and spoken skills are absolutely imperative working in Law and you can easily display those skills even before you get to your interview. Your CV should be clear, chronological and provide a good outline of your experience. It’s always best to lead with an opening statement describing some of your attributes. Don’t forget, if you are working with me or one of my colleagues, we will be reformatting your CV and will talk to you about any potential changes to consider.

Of course, when you are in your interview you will be demonstrating your communication skills, consider not just your vocabulary but also your tone and body language.

IT skills

Most law firms use a case management system. So, it is always useful to mention the software you have used at previous law firms. It’s also worth including other software such as Microsoft Office to demonstrate your abilities. Furthermore, if you have created documents or spreadsheets to help make things efficient, be sure to mention those too.

Business development / networking skills

Firms are increasingly expecting their employees to become involved in business development and networking activities. These can be in the form of local networking events organised by specific organisations. Or could be events that the law firm themselves organise and may require you to support. Don’t forget to talk about any networking, business development or marketing you have been involved in.

Time management skills

I think most of us expect this to be one of the skills most employers like to see from their employees. Time management equals efficiency. So, you need to ensure you can provide examples of how you manage your own time to make sure you achieve deadlines and chargeable hours are met.

Keeps calm under pressure

Not always easy but most of us have experienced pressure at work. Be that due to short deadlines or unexpected happenings that put our days off course. Being able to keep calm under pressure is something we recommend that you demonstrate firstly in your CV (remember I mentioned the opening
statement). Additionally, draw upon your experience and provide scenarios during your job interview.

Team player

Most employers are seeking for someone who works well in a team, working collaboratively with those in their department. Furthermore, they are looking for legal professionals who are multi-skilled, flexible and can support other departments when required.

 

Organisational skills

Similar to time management of course. However, this is about the approach to work and not just about being efficient. Being organised and having a plan to ensure you achieve what is required could mean planning your diary, the processes undertaken within your job role and the manner in which you carry out your responsibilities.

 

Commercially astute

Employers are seeking people who are experts in their field and understand the sector they work in and influences the way they work and think.

 

Keen attention to detail

In the legal profession attention to detail is key so my top tip here is – no mistakes in your CV! Check the spelling and grammar as first impressions are so important. 

Are you looking for a new career opportunity?

If you are considering new career opportunities and would like to know more about how we can help you secure a great role with a fantastic firm, please get in touch. As well as working with firms to help them recruit for specific roles, we also work with legal professionals who are seeking new opportunities by approaching the firms they are interested in on a speculative and confidential basis. 

We will also help you with your CV, interview preparation and negotiating job offers and terms of employment. Find out more about how we can help legal professionals here.

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

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

Further Advice an Tips

Writing a stand out CV

Tips for starting a new job

Top skills employers are looking for in the finance market

17Oct

Tips for starting a new job

You’ve accepted a job offer, handed your notice in and are excited – and maybe slightly nervous – to start your new job. Below are some top tips to combat any first day nerves and ensure everything goes smoothly when starting a new job.

Be organised

Create a list of things you may need. This could be anything from stationery to clothes for your first day. When you have put a list together, you can work through this the week before. This will give you chance to grab anything you may have forgotten! If you are commuting to work, you should research your commute and think about how you will get there and how long it may take; if you’re driving, do you have fuel in your car? All these small things could take some time if they are left until the last minute.

Arrive early

First impressions are important! Your first day is your chance to show your colleagues what can be expected of you. Giving yourself extra time before your day starts also allows you to explore the office, chat with co-workers and ensure the day runs as smoothly as possible.

Get to know your co-workers

Introduce yourself to your colleagues. Reaching out and making effort with your co-workers goes a long way. When you create relationships at work, it makes your days more enjoyable, and you could make life-long friends. As well as this, it can give you an idea of what abilities and skills are valued by your employer.

Ask questions

Failing to ask questions may stop you from clarifying your employers and colleagues’ expectations. Asking questions allows you to discover new things. This could be about your new role, about your new workplace or your new colleagues. These are all great benefits of starting a new role, it allows you to understand people better, and ultimately, be better at your job! So, don’t be afraid to ask questions, it shows you are being pro-active.

Have a positive attitude

Maintaining a positive attitude at work allows you to push yourself to focus on your tasks and meet your professional goals. Although it’s easier said than done, having a positive attitude increases productivity, drives success, reduces stress, boosts your creativity, and improves time-management.

Ask for feedback

Once you start, ask for feedback on your performance from your manager or supervisor. This shows that you are keen to make a good impression and care about your job, self-improvement, and career development. If you receive constructive criticism, respond positively and act on it.

Update your LinkedIn Profile

Once you have started your new job, update your LinkedIn profile as soon as you can. If you don’t have a LinkedIn profile create one. It will allow you to stay connected with colleagues (old and new), professionals in your sector and engage with your new company’s activity on the social media platform. Doing so will show your commitment to your new employer.

Don’t take too much time off when you start a new job

The first months of a new job are crucial for getting up to speed and learning new tasks, systems, and procedures at the firm. So, be mindful of the amount of time you take off work. Make sure you look after yourself, eat healthily and stay active, to increase your chances of avoiding periods of sick leave. If you have a pre-booked holiday, make sure you inform your employer before you start your new job.

If you are looking for a new job we are here to help you find the perfect job opportunity in the Legal, HR, Finance and Accountancy sectors. Get in touch today for a confidential discussion about job opportunities available and your career.

Written by Lucy Evans, Legal Resourcing Consultant for Yorkshire and the North East.

Further reading

How to settle into a new job role

How to decide between multiple job offers

Amazing service. Always kept on time and helped with preparation. Would 100% recommend the team. PS, Lucy was awesome. – Tia, legal candidate who we supported to find a new job.

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13Oct

Cost free ways to maintain your mental health

With the ever-increasing living costs impacting our lives and our mental health, I wanted to have a look at ways we can maintain our mental health in cost free ways.

Speaking with my Eventus colleagues we shared our practical solutions and came up with some great ideas how to keep costs down.

Walking / running / jogging for mental health

This is the most obvious and proven way to help keep a healthy mind. There are so many benefits to walking and running. As well as being completely free, not only with the natural endorphins but the benefits of being amongst nature.

According to Bupa – “Being in or interacting with nature holds many of the same benefits as walking and exercise, such as improving your mood and reducing anxiety. After a long walk, you’ve probably noticed how much better you feel for it. In fact, seven in ten (70 per cent) UK adults say that being close to nature improves their mood. Being in nature, or even just observing it, helps you connect to the world around you. It gives an opportunity to empty your mind of daily stresses and tasks, and become present in that moment. Mindfulness is a wonderful practice, grounding you in the here and now; focussing on what you can see, hear or smell. Walking in nature is the perfect time to dial into your senses and notice how you really feel.”

Mindfulness Apps for mental health

You can get some great free mindfulness Apps to help with day-to-day stress and to keep on top of your mental health. Research from Carnegie Mellon University published in Psychoneuroendocrinology found that regular use of a mindfulness app can provide stress intervention when in a pressure filled situation. The study found evidence that smartphone meditation app usage reduces cortisol levels, as well as systolic blood pressure in response to stress. 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.

Reading

According to exploreyourmind.com reading can help with anxiety and depression. “The therapeutic power of literature is amazing. When you’re invaded by sadness, anxiety, and stress, reading novels and poetry can transform your thoughts, feelings, and emotions.”

There are some great community book swap programmes around. Why not see if there are any in your area or start one today in your local town! Or join your local library or head to your nearest charity shop to get some great books at affordable prices.

Talking to improve mental health

Talk, talk, talk! A problem shared is a problem halved.  Mentalhealth.org reiterate how talking about our feelings isn’t a sign of weakness, it is part of taking charge of your well-being and doing what you can to stay healthy. You are not alone.

“Talking can be a way to cope with a problem you’ve been carrying around in your head for a while. Just being listened to can help you feel supported and less alone. And it works both ways. If you open up, it might encourage others to do the same.”

With 1 in 6.8 people experiencing mental health problems in the workplace, especially women in full time employment are nearly twice as likely to have a common mental health problem as full time employed men. (Mental Health Foundation)

It’s more important than ever to do what we can to stay on top of our mental health. Try out different methods of caring for your mental health and be consistent with practicing what works for you as an individual.

Take time for yourself to support your mental health

Put some time in your calendar 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. Remember, it is okay to say no.

Alternatively, try a new activity to relax and chill out, such as yoga or mindfulness colouring. There are plenty of free yoga tutorial videos on Youtube and free apps for drawing and colouring.

Blog by Shelley Gilchrist, Recruitment Resourcer for Eventus Finance and Eventus Recruitment Cheshire.

Get tailored Career Advice and Recruitment Support

The Eventus Recruitment Group are award-winning recruitment specialists in the Finance, Accountancy, Legal 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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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

Maintaining a Healthy Work Life Balance

8 ways to reduce stress cost free

Work Life Balance Importance

Mental Health and coping during the festive season

 

13Oct

Maintaining a healthy work life balance

How to maintain a healthy work life balance

The past two years have taught us the importance of striving for a good work life balance.

A good work-life balance is a difficult thing to get right, particularly if you work to deadlines like in the legal and financial sectors.

As we all carve out a new normal, we’ve been having an increasing number of conversations with people who are struggling with their work life balance, now that they have returned to the workplace. Maintaining a healthy work life balance is important for our mental health and well-being.

Below are some tips that both employees and employers can use to ensure that we all benefit from a good work life balance.

Employees

Speak up

If you are struggling speak to your manager. They might be able to make adjustments to your workload or offer flexible working. It also helps to review priorities together, so you can be in control and on top of your workload. Employers understand that there are some extenuating factors that can impact your work. Internally, they need to know where pressures lie in order to address them.

Look after yourself at work

It’s important that you look after your health whilst at work – drink plenty of water, take proper breaks and don’t skip lunch. Sometimes taking a step back for a couple of minutes can help you think clearer and make you more productive.

Accept your life stage

There are times in your life when you have less time than normal. For example, when you are moving house, have really young children or starting a business. If you can relate to this, there may be little that you can do to change your circumstances. However, simply accepting that it is just a phase of your life and remembering that it won’t last forever will make you feel less stressed. But also making any little changes can definitely make an impact, even carving out 10 minutes for yourself during the day would be a benefit

Expand your timetable and prioritise

Write a list of everything you have to do and prioritise what’s important both in and out of work. If it’s not possible to get everything done in a week consider expanding your timetable. Rather than stressing about managing to meet up with your friends or family, schedule it on a fortnightly or monthly basis instead.

Switch Off

It’s important to switch off after work, so you don’t take your stresses home. I like to write down or put in my calendar my ongoing tasks and things I need to complete the next day, before I leave the office or close my laptop if I’m working from home.

Try getting some exercise after work to clear your mind. In addition, schedule some time to relax. Have a long bath, or watch a movie or your favourite TV programme.

Set a deadline each day to switch off your smart phone and stop checking emails. To help you sleep, try doing the same with your personal phone an hour before you go to bed.

Don’t be a perfectionist with everything in your life

We all like to do everything well and to the best of our ability. However, sometimes when you are very busy it’s better to let your target of perfection slip than your relationships with those close to you.

Employers

Check In

Schedule regular meetings with your employees to make sure they are happy and not overwhelmed at work. Doing this allows to you identify any potential issues before they snowball, identify areas of improvement and will make your business a better place to work.

Encourage discussion

Encourage your staff to talk openly about their feelings in the workplace. This creates a mini support network, allows for honesty, things to be addressed and positive change to happen in the workplace.

If people are afraid to speak up, feelings and problems are internalised, which will ultimately make them worse.

Be flexible

The pandemic has shown that employees can be flexible in terms of working location and hours and still be as productive. It’s important that employers recognise this and take it forward in the new normal. For example, if an employee has a hospital appointment and it’s nearer to their home than the office, let them work from home. Flexibility works two ways, if you are flexible with your employees, they will be flexible with you. For example, if you want them to work late one day to meet a deadline.

We are finding that more and more candidates in the Legal, HR Finance and Accountancy sectors are looking for more flexibility, and those employers who don’t provide this will ultimately lose out in the war for talent

Rewards

Reward your staff for their hard work, it will make them feel valued and increase loyalty to your company. We find that valued employees are always more productive. Try a team building event or offer incentives. For example, half a day off spent as a team doing something fun if they reach a milestone. Read our top tips for creating successful team building events here. We recently had an evening in London and it really boosted team morale, but it doesn’t have to be this big. What about a team lunch or breakfast even?

Get support with your work life balance

Half the battle of a good work life balance and being happy in your work is doing a job that you love. As the Chinese Philosopher Confucius said: “Choose a job you love, and you will never have to work a day in your life.” If you are unhappy in your current role or are looking to work in Law, HR, Finance or Accountancy, we are here to help.

We are award-winning 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. To view our latest jobs, please click here or get in touch for a confidential discussion.

If you would like support with recruiting, please click here to contact us. We offer a bespoke and tailored service to help you find candidates that match your business and requirements.

For further tips on maintaining a healthy work life balance, please click here.

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11Oct

The Eventus Recruitment Group are hiring in Lancashire and Cheshire

The Eventus Recruitment Group continues expansion in Lancashire and Cheshire

Due to significant growth and a successful year, the Eventus Recruitment Group are hiring additional staff for both their Lancaster and Wilmslow offices.

Recruitment Consultant and Resourcing Consultant Job Opportunities

They are looking for a Recruitment Consultant and Resourcing Consultant for both their offices. No prior recruitment experience is required as full training will be given. However, a sales background is preferred.

The last 12 months have been successful for the group, who specialise in Legal, HR, Finance and Accountancy recruitment. They have supported the job search of over 800 professionals and supported many businesses nationwide with recruitment and their retention strategies.

Careers in Recruitment

Amy Watson, Associate Director said: “It really is an exciting time for the Eventus Recruitment Group. We have a unique business model, in which we act as more than just a recruitment partner; we take time to get to know our clients’ businesses and act as an extension of an HR function, advising on staff retention and employee benefits in addition to purely recruitment. As a result, our clients see us as the go-to recruitment partner and use us time-and-time again.

“Recently, we’ve completed our latest review and updated our benefits package, to ensure our employees are rewarded for their great work and commitment, ensuring that we continue to be one of the best workplaces in the region. Some of the changes include enhanced annual leave, free legal advice, health insurance, a work from anywhere policy, enhanced maternity and paternity pay, enhanced incentives, an Awards Ceremony and additional social events.”

Jo Hood, Principal Consultant at Eventus Recruitment Cheshire, added: “Can I just say, from a place of being in recruitment for a long time, you could not be joining a more nurturing business. You will learn and develop beyond your wildest dreams.”

Employee Benefits and Rewards

As well as a competitive basic salary we offer an excellent commission structure that is uncapped and rewards your individual hard work and determination. You will also be offered excellent and structured training tailored to your individual needs. You will also be given the tools and skills to progress your career within the business. We have regular conversations with our employees about benefits and review our benefits package. We also offer:

• 25 days holiday plus an extra day at Christmas to do your shopping!

• Westfield Health Scheme

• Pension scheme

• Two annual company-wide social events as well as quarterly rewarded incentives 

• Genuine career progression path with promotion prospects clearly defined

• And many more benefits.To view all our benefits and rewards, click here.


How to apply for these jobs

For more details on working for The Eventus Recruitment Group and our available vacancies, please click here. If you are interested in working for us, we would love to hear from you. Please email your CV to Amy Watson at amy.watson@eventuslegal.com.

11Oct

Top Skills Employers are looking for in the Finance Market

Top Skills Employers are looking for in the Finance Market 

Working in Finance and Accountancy recruitment I speak to businesses and employers daily about the skills they are looking for from their future employees. So, when I started to think about this blog my initial thoughts and reactions are that there are two sides to this … what skills are employers looking from a technical point of view and equally what are employers looking for character and personality wise.

Communication Skills

I think as a finance professional, the person that is trusted to interpret and convey financial information within a business it is imperative to have strong communication skills.  It’s a complete misconception that accountants and finance people are just buried in figures all day.  The ability to help people understand the bigger picture and to bring these figures to life is a huge part of the role.  A good finance person listens as well as they hear.

Trustworthy

Another sought after characteristic has got to be trustworthy. A good finance professional, regardless of the level of seniority, has got to instil faith in people.  An aura of reliability I would say.

Lifelong Learning

This may seem a strange one but I think the desire to keep learning is a great trait in the finance sector.  In a discipline where things are forever evolving and changing the finance professional who is always studying and keeping abreast of changes is the one that everybody will want.

 

In respect of skills that clients are looking for I would say that is everchanging but there are certain skills and experience that are always sought after and attractive …

Ability to contribute strategically

Candidates who have a commercial awareness are really sort after.  The finance and mathematical knowledge plus the ability to contribute to strategic decisions is so valuable.

Technically savvy

Finance departments are relying more and more on technology so the more IT literate you are the better.

Customer Service Orientation

Not a skill that is perhaps first in a finance person’s role but as markets and therefore specs change desirable finance people are equipped with this attribute.  An accountant’s scope has been expanding for a long time and general business knowledge is becoming a must.

Having a specialism

Any areas of expertise can always make a candidate more desirable.  Experience in areas such as Regulatory Affairs or Revenue Recognition to name a couple.   

To have formal qualifications

This will obviously differ depending on if you are looking at industry or practice but a formal channel of study is generally preferable to qualified by experience.  Look for the opportunities to get training that will make you more valuable as a team member.

Written by Jo Hood, Principal Consultant at Eventus Recruitment Cheshire.

About The Eventus Recruitment Group

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

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

If you would like help hiring for a vacancy or are looking for your next role, please click here to contact us for a confidential discussion. We have offices in Lancashire and Cheshire and recruitment consultants based across England. This means we are best placed to find the top talent in your industry and location, as well as the top job opportunities.

I had a great experience with this agency. Jo, the consultant in touch with me for the job I have applied for, really made the difference and I do believe that her advice and assistance made the difference. Very professional, always available, 100% satisfied. – Milena, placed legal candidate.

Get In Touch

Further reading

How to make your Finance CV stand out.

How to start a career in Finance and Accountancy.

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