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Author: Eventus

Eventus Recruitment Group > Articles by: Eventus
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.

get in touch
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.

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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.

Tailored Advice

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

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

 

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