Eventus, Author at Eventus Recruitment Group

02Sep

100km Challenge in September for St John’s Hospice

The Eventus Recruitment team have vowed to each walk, run, cycle or swim 100km in September to raise vital funds for the North Lancashire and South Lakes based St John’s Hospice.

After seeing their flower appeal at Lancaster Castle last month, we realised that most of our team had a story about how the hospice had helped our family and friends. As a result, we wanted to do something to help the hospice and we thought the 100km challenge was the perfect way to do it.

Our Plans for the Challenge

Taking part for Team Eventus in the challenge is Amy Watson, Joanne Hood, Nikki Phillips, Erin McKnight, Emma Guy, and Lucy Evans. We are fundraising as a team, but we are each committing to individually walk, run, cycle or swim at least 100km this month.

Some of the walks we have planned are Heysham to Morecambe, Ingleborough, Tatham Fells and the Swiss Alps. Emma might try cold water swimming if she is brave enough, too.

If you are reading this, please could you consider sponsoring £1 (or whatever you can afford), to help the hospice with it’s vital work and to continue caring.

How your donations help

Here’s just some of the ways that your donations can help St John’s Hospice’s patients and their families:

£2 could pay for a cup of tea and a biscuit for a patient or their visiting relative.

£5 could buy a simple hand-held fan to keep a patient cool and comfortable.

£10 can buy a ‘Worry Monster’ to help a child express their fears and worries before and after the loss of a loved one.

£20 may pay for a therapy session for a patient or their carer; to encourage relaxation and reduce stress and anxiety.

To leave a donation please click here.

Thank you for your support. You can keep up-to-date with our progress throughout the month by following us on social media. We are on LinkedIn, Twitter, Facebook and Instagram.

02Sep

How to recruit in a candidate led market

Businesses are still struggling to fill vacant job roles due to a shortage of staff in many sectors. As legal, HR and finance recruiters, we are seeing candidates receiving more than one job offer. In such cases, the candidate has the freedom to choose which offer to accept and firm to work for. As a result, when it comes to recruitment, the ball is very much in the court of the candidates instead of the employers. So, when recruiting what do you need to do to make sure you are the company that the candidate chooses to work for?

Review your offer

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 competitors. Offer hybrid working and / or a flexible working pattern if you can. In a recent survey we conducted, 61% of respondents said that flexibility over working hours is the most important element in a benefits package – over holiday allowance, pension contributions and other benefits.

Job adverts

Make sure the salary and all benefits are clearly communicated on job adverts.

Flexibility and responsiveness

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 with candidates.

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.

Feedback

Feedback straight away or as soon as you can. Set a deadline with the candidate / recruitment agency to issue interview feedback prior to the interview. Try to 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.

Even if it’s a no, 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.

Timing

Get 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.

About The Eventus Recruitment Group

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, who are passionate about finding the best candidates to help businesses thrive across the UK. To submit a job to us please click here, or get in touch to discuss your recruitment needs. We offer bespoke recruitment solutions, which we will tailor to meet your recruitment needs and business goals.

Candidates

Here at the Eventus Recruitment Group we believe that happiness at work is a must have for everyone. We offer realistic, honest and straight forward advice to enhance your career. Using our expertise, we can help you to find your next opportunity at no cost to you as a candidate. We recruit for all roles within the Legal, HR, Finance and Accountancy sectors. To view our latest jobs, please click here.

We also support you in applying for jobs, through finding suitable roles that fit your requirements and skills, CV writing and preparing you for interviews. Get in touch for a confidential discussion.

Words from clients and candidates

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

“I’ve worked with Nikki and Siobhan at Eventus Recruitment and found them both to be, not just professional and helpful, but that they genuinely care about each individual circumstance. They listen and are empathetic and constantly made me feel like I had a good friend on my side during the recruitment process, always with my best interests at heart.

I would recommend Eventus Recruitment in a heartbeat. Thank you for all you’ve done to help me!” – Sophie, successful legal candidate placed in the North West.

31Aug

CV Writing – How to write a stand out CV

CV Writing

CV writing is an important part of the recruitment process. Your Curriculum Vitae (CV) is often the first thing a prospective employer will see of you, and first impressions really do count when it comes to job searching. In addition, your CV is the instrument that allows a firm to decide whether they want to interview you. So, take time when you are CV writing and have a think about the following:

A short paragraph to provide a personal statement highlighting your key skills and career aims. Use this opening statement to catch the eye of your potential employer.
Personal details: including a contact telephone number and email address. Also, if you have a well-developed LinkedIn profile, which supports your job search, include the direct link.
Qualifications: to include all from GSCE onwards, Date of Admission, Professional Qualifications and Memberships.
Work experience: (paid or voluntary), with responsibilities and achievements.
Key or transferable skills
Any additional relevant skills, such as language skills or specific IT skills.

What not to include on your CV

When CV writing, do not include the following:

Your age
Your marital status
Your health status
Your nationality
Your educational institution addresses
Minor training or qualifications unrelated to the post applied for
Your references

Tailor your CV

Equally important, is to ensure your CV is accurate and targeted for the job you are applying for.

Personalise your CV to every job you apply for. Identify the skills and experience required from the job advert and job specification of the job you are applying for. Then ensure you include the relevant skills and relevant experience on your CV.

Make it engaging. Sell yourself!

Importantly, your CV writing should be engaging, professional and easy to read. Above all, ensure you get across your unique qualities, personality, experience and skills. Critically, don’t lie on your CV. Employers will certainly run background checks to ensure no false claims are made.

Don’t duplicate on your CV

Don’t just duplicate (copy and paste) your responsibilities from role to role. Your duties may be similar in previous jobs, but not exactly the same surely? If they are, then focus more on your achievements in that role, as they will be different in every position. Show that your time in the role was relevant and you achieved something.

Hobbies and interests on CVs

A common question we get asked by candidates is “should I include my hobbies and interests in my CV?”. We say yes, as long as they are different and less mainstream. Use your interests as a space to make you stand out and make you memorable. After all, many CVs that any hiring manager will see will often look similar. This is your opportunity to leap off the page, and start to cultivate a personality with the firm, even before you’ve interviewed.

A good way to do this is to expand on your hobbies a little, give a little more depth. Enjoy cooking? Great, but talk about particular cuisines you have challenged yourself to master and why. Hiking? What mountains have you climbed recently and what is in your future plans? Travel? Unless its interesting destinations and show an adventurous spirit, it doesn’t count.

Think of them as conversation starters. They are likely to be the area of the CV that the hiring manager picks up on first, a gentle ice breaker into a conversation. So, make them want to talk to you about it, and make them interesting.

Commercial awareness

Commercial awareness is a very important skill to demonstrate towards employers and involves staying up-to-date on what’s happening in the corporate world on a day-to-day basis. This tells potential employers that you are specifically targeting and interested in that job role.

It is handy to include some ways you demonstrate commercial awareness in an ‘Interests’ section of your CV, such as:

Reading news articles
Listening to the radio
Current affairs podcasts
Watching the news on TV

Use positive action words

Positive action words on your CV can enhance your work experiences and give the reader a shortcut into the experiences you have, making them stand out. They let the employer know that you have the required skills and experiences needed for the job role. They also give a sense of clarification and confidence to your CV.

Some examples of positive action words you can use are:

Accomplished
Achieved
Budgeted
Conducted
Completed
Delivered
Ensured

Efficient in
Finalised
Guided
Implemented
Performed
Researched
Successful in

Don’t include a photo of yourself on your CV

To avoid employer bias during the selection process, it is recommended not to include a photo of yourself on your resume.

Double check your finished CV for typos

Also, don’t make mistakes. Check and double check to ensure no spelling or grammar errors.

Eventus Recruitment are here to help you with your CV

Please contact The Eventus Recruitment Group if you would like help with your CV, or indeed if you would like us to write it for you. The CV preparation stage is very much part of our tailored and complimentary service for job-seekers. We specialise in Law, Finance, Accountancy and HR.

Other resources to help you with your job search

We have a variety of other resources to support your job search, including interview tips, and handling multiple job offers, to name a few.

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

26Aug

Employee incentives to recognise, reward, motivate and retain staff

When I think of possible incentives to offer employees, so many come to mind. As a result, it could be overwhelming to businesses when it comes to making a decision on which incentives to offer employees. Or maybe you are creating an incentive programme to support your benefits package for the first time. This blog explores different incentives and things to consider when making a decision on incentives.

Why should you offer employees incentives?

There are so many reasons why businesses should offer incentives. Employee Incentives are great for:

Rewarding staff for their work and for keeping them motivated.
Improving company culture and retention.
Recognising employee achievements and celebrating reaching milestones and targets.
Team bonding.
Facilitating inclusion and a positive workplace environment.

Factors to consider when deciding on incentives

Before choosing think about:

Budget – ultimately budget will determine what you will be to able offer.
Your company set up – do your employees work from different locations? If yes, a good incentive may be to have regular meetups to facilitate inclusion and team bonding.
Company size
How your company works – is it target driven, sales orientated etc…

Incentives to offer

Here’s a range of different incentives you could offer, which are suitable for different budgets and company cultures.

Monetary incentives

Bonuses – offering bonuses work well in departments that are target driven but can also be rolled out company wide. For example, providing a company-wide bonus when the yearly income target is met or at Christmas to say thank you to your staff.

Vouchers – are a great way to encourage your employees to treat themselves to things they wouldn’t normally. Most retailers offer gift vouchers, so employees could have a choice as to which company they would like the vouchers for; directly helping with any purchases they are planning in the near future.

Team incentives

Award Ceremonies – this is a bit of fun for the whole company and gets everyone in a company interacting with each other. They can also be as a big or little as you would like. Done virtually or in one location.

Days out / Trips away – recently, here at the Eventus Recruitment Group, the whole company went to Edinburgh for a night. We were given £250 vouchers to spend in John Lewis, had a meal at Gaucho and went chocolate making. To us, this is a beneficial incentive, with us being a small company and based at different locations across the UK. It’s wonderful for everyone to get together in a relaxed environment, catch up and have a bit of fun.

Employee of the month – having an employee of month scheme recognises the achievements of your staff and brings some healthy competition to the workplace. You can decide on the prize. Some rewards that businesses offer as a prize for the employee of the month include trophies, vouchers, extra annual leave and hampers. Another option is to have a wheel that the employee spins to determine the prize.

Team building activities – great to boost morale, identify future leaders and improve communication and productivity in the company. Some ideas for activities include quizzes, competitions, office trivia, escape rooms and cookery classes. You could even create an office memory wall. Get the team to draw or print photos of memories and put on a wall to create discussion and camaraderie.

Buying breakfast or taking your staff out for lunch – this is a great option for thanking your staff personally for their work and to encourage team bonding in a relaxed environment.

Incentives to support health, well-being and work-life balance

Weekends away – again this rewards employees with something they may not do normally and encourages them to take some time for themselves.

Extra holiday days – people have realised the importance of a work-life balance and are valuing their annual leave more. However, if you do offer this as incentive ensure that the person’s workload is looked after. So, they aren’t returning to a desk piled up with work.

Health and Wellness – there are lots of incentives to offer surrounding health and wellness. For example, paying for mindfulness apps, food / meal subscriptions, health insurance, gym and social memberships. In addition, you could put on company classes or arrange a charity fundraiser to encourage your employees to complete a challenge together. For example, we have just signed up to walk, run, swim or cycle 100 km in September for our local Hospice.

Tickets for activities / days out at their leisure – cinema tickets, sport tickets, theme park tickets etc. Tickets for activities are great to encourage staff to do something different with their leisure time. Plus, they will come back to work with a story to tell.

Career development related incentives

Guest speakers – arranging for a quest speaker to come into the workplace or virtually to give a talk on something relevant to your employees or business, can be very motivational for your employees. The talk could be on a career development or sector related topic, mental health and well-being, or even a non-work related topic.

Funded courses – are good for helping people to progress and for incentivising them in their careers. However, courses don’t necessarily have to be work related. People might want to upskill in other areas. For example, property maintenance, crafts or cooking to name a few.

If you would like discuss incentives and benefits packages further with us, do get in touch. Everyday, we advise businesses on their recruitment and retention strategies.

If you could have any incentive, what would be at the top of your list? Please comment below.

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

Meetings – do we have them too often? And how to make sure they’re effective.

Sometimes it is necessary to have meetings in order to discuss ongoing and upcoming projects, review targets, share ideas and discuss how to solve challenges. However, is your firm having too many meetings? Do you feel like you always have a meeting to attend?

Why we have meetings in the workplace

Meetings are a common thread through every organisation, giving colleagues and managers the time to collaborate, discuss goals, review and establish projects amongst many other topics. It’s important that attendees understand the purpose of meetings to make them effective.

In order to achieve certain goals it is often the case that there will be collaboration: with colleagues; other teams or departments; and sometimes external stakeholders who aren’t always in a room together; Therefore meetings are required so that everyone can get together in order to share ideas, discuss progress and get things done.

Meetings often help colleagues and other stakeholders to build relationships. It’s much easier and quicker to build strong working relationships with people you see face to face. Decisions are often made quicker when everyone attends a meeting to contribute rather than emailing or phoning around to get things over the line.

In my career I have been in hundreds, maybe even thousands of meetings but I have to say that with most of them it was important I was in attendance. They helped me to build strong relationships, especially with colleagues in different departments, and provided insight into how each department aligned with the company vision and values. It’s also interesting to understand another point of view when meeting with colleagues who carry out a different role or function. During a meeting it is surprising how much you can learn about other parts of the business and what it actually is that other people within the business do.

Don’t be afraid to check whether your attendance is necessary

However, I have also attended and been invited to meetings where my presence wasn’t necessary, and I have felt that I could’ve been much more productive elsewhere. This is a valuable lesson and a few years ago I always checked the agenda before a meeting to make sure that it would be useful and productive for me to attend.

There certainly are times when we can feel that there are too many meetings but don’t be afraid to ask for the agenda. Or to ask the chairperson what it is they think you can bring to the table, if you aren’t sure why you have been invited. This is especially the case if you have tight deadlines and a huge to do list. Don’t be afraid to ask whether your presence is required. Your colleagues are likely to understand that you have to manage your time as much as they do.

Keeping meetings effective

Here at Eventus Recruitment Group we have one full team meeting on a weekly basis discussing successes and market knowledge, sharing ideas, reviewing targets and WIP along with our marketing plans. We genuinely find the meetings useful as everyone brings something different to the table and we get chance to celebrate each other’s success, support each other’s challenges and plan ahead.

However, we can be a little bit of a chatty group if we aren’t kept in order so to ensure our meetings run smoothly and efficiently here are my top tips:

Have an agenda – most importantly stick to it
Nominate a chairperson – ideally put this on the rota so it isn’t the same person each time
Note and distribute agreed actions – include who is responsible and deadlines
Make time for Any Other Business at the end of the meeting – encourage attendees to send their AOBs to the chairperson prior to the meeting so that they can stick to the schedule

I enjoy an effective meeting, often coming away feeling positive and inspired. Especially after spending so long working alone at home during those lockdown days. It’s great to get around the table with my colleagues and collaborate.

Written by Nikki Phillips, Legal Recruitment Consultant covering Lancashire, Cumbria, Greater Manchester, Cheshire, Merseyside and Wales.

01Aug

How to ensure your recruitment process is engaging

In a candidate led market it is even more important to make sure your recruitment process is engaging, as candidates are likely to be interviewing at more than one firm. So it’s important to get this process correct.

Let’s start at the very beginning…

The Job Advert for Recruitment

This should be very clear.

Job Description – It’s imperative that the job description attracts the talent you are seeking.

Provide an overview of the role and the day-to-day responsibilities, don’t forget to include some interesting information about the role.

Person Specification – Be as descriptive as you can, you want to attract the right candidates.

Include the level and type of experience the candidate needs to demonstrate.
What skills do they need for the role? Don’t forget soft skills that are required.

Benefits and Rewards – Candidates who are actively looking will be interested in what you have to offer.

Make sure you list all additional benefits included for example enhanced holidays or pension contributions, healthcare benefits, death in service benefits.
Be sure not to include standard holidays or pension as a benefit, they’re statutory and shouldn’t be included.

Company information – This is where you showcase your firm.

Talk about the team, awards and why it is such a wonderful place to work.

We always discuss all the other points when working with you so that we can produce an enticing advert and we can discuss all those points with candidates as we approach them. It’s particularly important when trying to engage with candidates who aren’t actively looking as we want to present them with as much information about the opportunity as possible.

Advert Response

Once we have the candidates for you and you have their CVs you need to be responsive.

Regardless of whether or not you want to take that candidate to the next stage it is important to give feedback.
If you are looking to take the candidate to the next stage you need to get back to them within 24 hours. 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.

The Interview

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

Prepare conversation starters and questions that will make the interview feel like a conversation.
Consider what you want to know about the candidate, their experience and aspirations and use this as a basis for your conversation.
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.
Talk about the team and the culture, why do people like working there.
Once you have gone through your questions and conversation starters, don’t forget to ask the candidate if they have any questions.

Feedback in the Recruitment Process

This stage is often forgotten but if you think that candidate might be the right one for you why would you leave them hanging?

Although you may not yet have made a decision you should give your candidate some initial feedback to keep them engaged (they could be interviewing elsewhere)
If you are working with us, we will have already spoke to the candidate and asked them how they feel the interview went.

The Decision

You should communicate your decision as soon as possible even if you aren’t hiring that particular candidate.

Give an indication of when the decision will be made.
Make the decision timely. It is understandable you may be interviewing other candidates but don’t leave it too long before making your final decision.
If it isn’t a positive outcome for that candidate, give some clear feedback as to why it is a no. This will help them understand your decision and help them improve.

The Offer

As mentioned earlier, the candidates could be interviewing at various firms and this could mean they have multiple offers. We are seeing this increasingly in today’s market.

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.
Make the offer clear and put it in writing – don’t forget to include the above information on the offer letter.
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.

Before Your New Employee Starts

This part is often forgotten about in the recruitment process. When the candidate has accepted the job offer, the recruitment process shouldn’t end. Your new employee may not be joining your firm for months due to notice periods and in this time, they could easily be bought back by their current employer or they could receive another job offer. As a result it’s important you keep contacting and engaging with your new employee before they start at your company. Email or call regularly, send them a congratulations card or present, invite them for dinner or company events. Keep the communication flowing to keep selling your business until they join.

About The Eventus Recruitment Group

The Eventus Recruitment Group are award-winning recruitment specialists in the Legal, Finance, Accountancy, and HR sectors. We have an experienced and knowledgeable team of industry experts, who can advise on your recruitment strategy and are passionate about finding the best candidates to help businesses thrive across the UK.

Our bespoke recruitment service will be tailored to your individual needs. We always take time to understand more than just your job requirements; we will get to know you, your business and company culture in order to provide you with an outstanding service that surpasses your expectations.

Our core values underpin everything that we do and guide us in how we treat our clients and candidates.

Written by Nikki Phillips, Legal Recruiter in the North West

To submit a job to us please click here, or get in touch to discuss your recruitment needs.

Current recruitment trends to be aware of

It feels like now, more than ever, Legal recruitment is a particularly scrappy and competitive market to be in. In the last few months, myself and my colleagues at The Eventus Recruitment Group have seen all sorts of things happen in throughout the lifecycle of filling a vacancy. From candidates being offered tens of thousands of pounds to stay with their current employer; to clients offering candidates above and beyond what they would normally offer to an employee. So, here I explore some trends to be aware of when recruiting or job searching.

Recruiting in a candidate-short market

Legal Recruitment always has, and will always be, candidate led. There are many more jobs out there than there are qualified people for those jobs. As such, when a candidate does consider making a job move, there is a very good chance that they are working with multiple recruitment consultants. Each will guide their candidate into different sorts of opportunities. If you are that candidate, I strongly advise that you make an informed decision on the sort of recruitment consultant that you would like to represent you. Absolutely make sure that they do not take the ‘spray and pray’ approach and send your CV everywhere at the click of a button. Rather, tell your recruitment consultant that you are happy for them to represent you anonymously. And that you will give your express written consent to send your CV to a law firm on a case-by-case basis. This means that you oversee the process, and it doesn’t make you look desperate to move roles. Not all recruitment consultants are the same.

If you are an employer and are looking for the next great candidate to join your team, really do consider making some reasonable adjustments to what you want. It might not be that you will find the fully STEP qualified Private Client Solicitor that you have asked for. But you may be able to find an incredibly talented Private Client Solicitor who hopes to become STEP qualified, for example. In a market such as this, ask for your recruitment consultant to really consult with you. Ask them for guidance and market knowledge, they should be able to guide you on this, too.

Re-evaluation of benefits

There has been a significant shift in the way that people appreciate their work, especially due to the pandemic. People can work from home, and some people continue to work from home. There are so many reasons for this, and most of them are sincere and reasonable. This is not a call to employers to offer fully remote working. However, do take the time to consider why some of your employees may want the opportunity to work from home every now and then. For your employees that really value the chance to work from home, bear in mind that if you do not allow it, there isn’t much that may stop them from beginning to look elsewhere for a role that will allow them that.

Multiple interviews, multiple offers

Following on from Legal Recruitment being a candidate short market, it makes sense that the candidates you are interviewing will be interviewing at different law firms, too. This is where recruitment can get messy. With multiple interviews come multiple offers. The last thing I want for my candidates and clients is for everyone being involved in a ‘bidding war’ over who can pay the most for a candidate. Do not be surprised, whether you are the candidate or the client when you are faced with multiple offers to consider.

Take the time to make an informed decision on: why you considered moving roles; what you want from the next role; and which of the offers can give you that. If you are working with a good recruitment consultant, they will help you and give you the space to make your own decision, not force you into one because they want to make a quick profit from you. I have no problem with organising visits for my candidates to go and visit the law firms to help make a better-informed decision, for example. At the end of the day, if you are looking to make a job move, the decision ought to be yours, and yours alone. It’s a big decision, so don’t let others, whether that be a recruitment consultant, a potential future employer, or even your neighbour Doris sway you!

Counter offers

So, there has been an offer made to a candidate and now is the time for a candidate to hand their notice in. A good recruitment consultant will inform you at the start of the recruitment process to expect a counteroffer from your current employer. As we’ve gone over, it’s a candidate short market. It is much cheaper for your current employer to throw some more money your way (or promise you the world), than it will be to have you leave and find a new you.

The rise of the counter offer

Over the past few months, the counteroffer has become more and more prominent. It isn’t just “We’ll match your salary” anymore. It’s much more of a “we’ll give you multiple thousands of pounds more to stay with us”. Some employers are panicked and are pulling out all the stops.

If you are a client who has made an offer to a candidate, please don’t just give the candidate a small increase of money. It will get surpassed, and then some. Don’t “um and ah” over offering a candidate and drag it out over days. It isn’t flattering the candidate, either.

If you are a candidate who has handed their notice in and you are given a counteroffer, ask yourself why didn’t your employer give you a pay rise in the first place? Why did it take you making the effort to leave your role before they showed you how much you were worth to them? As I’ve said, it isn’t unusual to get a counteroffer, it happens to everyone. Say you take the pay rise, what more will your employer expect of you now that they are paying you more?

We have a useful guide all about the counteroffer. Click here to read it

In sum

Recruitment isn’t an easy process, and particularly now, employers really do need to go the extra mile; to attract the very best and to retain their talent. Think of your recruitment process as something fluid and tangible, rather than something rigid and unmoving. By doing so: you will soon gain a greater understanding of your market; what you need to offer; and where you are falling short.

Written by Erin McKnight, Legal Recruitment Consultant for the South Home Counties.

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 candidates and businesses, to enhance your career or to grow your team.

For candidates, we can help you to find your next opportunity at no cost to you. To view our latest jobs, please click here.

We also support you in applying for jobs through finding suitable roles that fit your requirements and skills, CV writing and preparing you for interviews. Get in touch for a confidential discussion.

If you would like help hiring for a vacancy, please click here to contact us. With offices in Lancashire and Cheshire and recruitment consultants based across England, we are best placed to find the top talent in your industry and location.

We can always rely on Erin to find us good quality candidates in a short timeframe no matter what we throw at her. Erin is incredibly professional, diligent and friendly and we couldn’t recommend her any more strongly. – Robert, Practice Manager.

03May

Top questions to ask in interviews

So, you’ve been looking for a new role, you’ve sent in your application, and your prospective employer has asked to interview you – now what?

How do you feel? Are you nervous? Excited? Feeling confident?

All of the above are completely normal. I would be worried if you didn’t feel a little nervous about an upcoming interview – it suggests that you want to do well and that it means something to you. However, one aspect of the interview process that candidates tend to forget about is having questions prepared. I would argue that having questions for your interviewer is one of, if not the most important thing to be prepared for when interviewing.

When you are faced with the inevitable: “Do you have any questions for us?”, what do you say?

DON’T say: “No, I think you’ve just about answered everything.”

Use this opportunity to get to know your potential employer – what DO you want to know?

Here are some questions that are really useful to have up your sleeve in a pinch:

“Where do you see the business going in 5 years from now?”

This is a good question because you can get a sense of what the long-term goals of the business are. Where they plan on expanding, what role you could play in the expansion, and how you could help to add to that progression. It will also give you a sense of job security.

“What do you enjoy the most about your role in the business?”

This gives you a chance to hear from a current employee of a given business why they like their job. We all spend so much of our time at work, so it’s important that you can work in a role that you enjoy. This is the perfect question to give you some insider knowledge about the business, how it works, and how employees feel about working there.
This is a particularly good question because it gives the interviewer the opportunity to talk a little about themselves – remember, people enjoy talking about themselves.

“What sort of skills are needed to be successful in this sort of role?”

This question gives you a sense of skill fit, and whether you can offer your potential employer what you need. Interviews are a two-way street; they are as much about you working out if you could see yourself working for the company as they are about the person hiring working out if you are the sort of person to hire.

“What sort of personalities are the most successful in this role?”

Like the previous question, this gives you a sense of working out team fit, which is one of the most important aspects of hiring. Someone may be the best person in the world for the role on paper, but if they don’t get on with their colleagues, issues may quickly arise. Some roles are client focused, so people who get on well with others may find these sorts of roles more enjoyable than those who prefer to work alone, for example.

“Are there training / progression opportunities within the role / company?” or “Is there a specific career path for those looking to progress in this department?”

Asking about developmental opportunities demonstrates to the interviewer that you will be committed to a long future with the organisation, and are dedicated to your career. It also will help you to assess whether a long-term career with the company is possible.

“I’ve taken a look at your website and noticed the volunteering work you do with X. How often is the firm involved with such events and are you involved with any other charities?”

This question demonstrates you have researched their website and that you are open to volunteering or being involved with Corporate Social Responsibility projects.

“How would you describe the firm’s culture?”

This will give you information to assess whether you’ll fit in, assess the working environment of the company and whether the company’s values align with your own.

“What qualities or attributes do you think someone needs to be successful working for this company?”

Asking this question quickly allows you to identify the company’s expectations of their employees and whether your skills / qualities meet their expectations.

“What do you think the greatest challenges are facing the organisation at present?”

This is a fantastic question to ask if you are being interviewed by senior leadership or managers. It shows that you think holistically and that you are interested in the performance of the company. It will give you insights into any challenges and, if applicable, you can follow up their response with any experience that you have that might help them overcome these challenges.

“Is there anything else I could provide you with so you can assess my suitability? Or anything else you would like to know?”

This is a good question to ask if your other questions have been answered during the interview. It shows a good nature and restates your interest in the job.

If ever you find yourself in a bind when being asked if you have any questions for a potential employer, give yourself a moment to stop and think before asking questions that you actually want to know the answer to. There are, of course, some taboo topics that I would suggest you steer clear from, such as the following:

“When can I start?”
“What is the salary/pay?”
“What is your sick-leave policy / holiday allowance?” – suggests you are already thinking about not being there!

Would you like more interviews tips and tricks?

Our handy guide will give you valuable information regarding the format of interviews, questions asked and tips on how to prepare, including for competency based questioning.

Download our Interview Guide

Job Interview Mistakes to Avoid

This article will goes through the common mistakes that are made during job interviews and how to avoid them. Click here to read the article.

STAR Interview technique

The STAR technique is a very handy method to use when having job interviews, as it will help you to answer questions perfectly. In the video below Erin explains what it is and how to use it.

Let us help you find your next role

Here at the Eventus Recruitment Group, we offer realistic, honest and straight forward advice to enhance your career. We can help you to find your next opportunity at no cost to you as a candidate. We recruit for all roles within the legal, HR, Finance and Accountancy sectors. To view our latest jobs, please click here.

We also support you in applying for jobs through finding suitable roles that fit your requirements and skills, CV writing and preparing you for interviews. Get in touch for a confidential discussion.

If you would like help hiring for a vacancy, please click here to contact us.

Burnout – signs and ways to overcome it

What is burnout and its effects in the workplace?

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

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

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

Signs and symptoms of burnout

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

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

Burnout in the workplace

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

Identify the cause of your burnout

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

Manage your workload

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

Make time for yourself

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

Talk to someone

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

Set realistic goals

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

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

Look after yourself

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

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

Eventus Recruitment Cheshire continues to expand with 2 new recruits

The Wilmslow-based Eventus Recruitment Cheshire continues its expansion with the appointment of two new members to its team, supporting business growth and to help as many people as possible to secure new employment in the Finance, Accountancy, Legal and HR sectors.

Shelley Gilchrist has joined the newly-opened Wilmslow office as a Recruitment Resourcer for the finance sector. Shelley has worked in recruitment for over 10 years, previously dealing with medical professionals for the Ministry of Defence. She takes great delight in really getting to the bottom of what a candidate is looking for and delivering just that. Her career and experience to date put her in the perfect position to deliver an exceptional service to our Wilmslow clients and candidates.

Emma Guy has joined the team as the company’s Marketing Executive. Throughout her career, Emma has gained a wealth of experience of working in Marketing, Public Relations and Journalism across various sectors including property and education. She is looking forward to using her skills and experience to develop the company’s in-house marketing function, which previously was outsourced.

In September 2021, Eventus Recruitment Cheshire opened up a brand new office on Church Street in Wilmslow. The Cheshire office is headed by Jo Hood, who has worked in recruitment in Cheshire for over 20 years. It was her dream to bring Eventus Recruitment to Cheshire, due to its excellent location, transport links and business opportunities.

Managing Director of the Eventus Recruitment Group Siobhan Courtney, commented: “Our business is expanding in all areas, offices, consultants, resourcers and now our back-office infrastructure. I am delighted Emma Guy has joined us to head up our in-house marketing team, she has already wowed us with her innovative ideas and strategy.

“As equally exciting, is our second recruit into our Cheshire office, Shelley Gilchrist. She is our resourcer in Cheshire and brings with her a wealth of experience within recruitment. We absolutely couldn’t have asked for a better person to work alongside our head of office Jo Hood, to help talented professionals secure employment across Cheshire and beyond.”

Get tailored Career Advice and Recruitment Support from Eventus Recruitment Cheshire

Eventus Recruitment Cheshire are part of The Eventus Recruitment Group. who 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.

“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.”– Former candidate of Eventus Recruitment Cheshire.

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Identify the cause of your burnout

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Look after yourself

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