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Eventus Recruitment Group > Articles by: Eventus
17May

Maintaining A Work-life Balance In The New Normal

As I sit here and consider this matter, I am very aware that in my opinion it is actually easier than ever before to maintain a work-life balance in this new normal. Covid left us with so many awful legacies, a government in turmoil, an economy in tatters. It took away so much and so many from a lot of families. But in some respects, it also gave us a couple of things back. One of those things, in my opinion, being perspective.  Perspective specifically with regards to our work-life balance.

Perspective

Hours, days, weeks, months spent at home encouraged or indeed forced us all to embrace things other than work … We opened books again, dusted off our trainers and walking boots, fine tuned our baking and cooking skills to name but a few.  We enriched our lives with matters other than work. Granted there was no balance here as many of us were not working and the balance was all in favour of recreational matters. However, the seedling was planted for other interests and routines to develop.

We were all given time to embrace new experiences and to rediscover simple pleasures.  Many of us had that conversation with family and friends about how good it felt to slow down and how did we ever operate at the pace we had been doing. I don’t say all of this flippantly and I am desperately aware that this was not the case for an awful lot of people – our NHS and frontline workers, the people that fell outside of the financial support parameters, people who lost loved ones or were ill themselves with this horrific virus. I am conscious that I am generalising, and this was most definitely not everyone’s experience of that period.

Focus on a work-life balance

However, for those of us who where blessed to have been given time, I think we entered back in the ‘new normal’ with a little more balance and perspective and the desire to maintain a little of it moving forward. I think a lot of us are working in environments where this balance is now much more supported and encouraged. The phrase work-life balance is talked about much more and worked towards. I have a friend who has always talked about the ridiculous hours that she works and how she never has time to do anything and pre the new normal I would sympathise and worry about her. I almost held her in higher regard because she was so busy, and we always knew our plans a friendship group had to be worked around her work commitments. However, now I feel slightly less patient with her. And if I were braver, I would want to tell her that being over busy and over committed isn’t actually the medal of honour I once thought it was …

So, in summary I think a lot of us are truly blessed to being working in a period when people are seeing work-life balance as a strength, something to strive towards as opposed to a weakness, a lack of interest in your career. Balance and perspective are vital and something that we need to make sure we don’t lose as we move away from this torrid period.

Our tips for maintaining a work-life balance

 

Employees

Speak up

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

Look after yourself at work

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

Accept your life stage

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

Expand your timetable and prioritise

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

Switch Off

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

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

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

Don’t be a perfectionist with everything in your life

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

Always take and make use of your annual leave

Make sure, if possible, that you use all your annual leave and if you can use it for things that you enjoy. Take time for yourself; spend time with the people who you care about; and do things that make you happy.

 

Employers

Check In

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

Encourage discussion

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

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

Be flexible

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

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

Rewards

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

Blog by Jo Hood, Head of Eventus Finance and Eventus Recruitment Cheshire.

Get support with your work life balance

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

We are award-winning specialists for Legal, HR, Finance and Accountancy sectors. Established in 2009, we have a wealth of experience in recruiting the right candidates with the skills and efficiency to help businesses thrive across the UK. To view our latest jobs, please click here or get in touch for a confidential discussion.

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

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

 

“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 Group.
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13May

How Managers Can Support Mental Well-being of Employees

For anybody who manages people at work, mental health and well-being is an important area to work on. This can range from employees experiencing difficult emotions to severe mental health problems and illness.

Why does well-being matter?

Good well-being means employees can cope better with day-to-day stress, keep high productively levels, and interact with others on the team positively. As many of us will have experienced ourselves, this well-being can fluctuate somewhat dependent on many factors. If allowed to fester, workplace stress can spiral into a big problem for an employee. So, it is important to be aware of your team members mental health and well-being, so that you are able to manage this.

Of course, work is not the only factor at play when it comes to mental health and home life can also have a huge part to play. This could make some managers feel that it is not their place or their problem to get involved. But this is short-sighted and costly due to staff sickness and retention:

• Poor mental health is the most common cause of long-term sickness absence in UK workplaces (Chartered Institute or Personnel and Development, 2018)

• From those affected by workplace stress surveyed by Mind, 14% had resigned as the outcome and 42% had considered resigning

• 21% surveyed by Mind had called in sick due to workplace stress

What can I do to support Employee Well-being?

Good induction

Giving new staff a full induction to their new role will help with their ability to manage their workload effectively. A warm welcome and first impression can lay the foundations for open and honest communication in the workplace going forward, and can build confidence in terms of them asking for help in the future if that is needed.

Staff training

There are many tools and resources available out there for line managers in terms of training and knowledge that can be shared with employees to help them to build resilience, and learn how to cope and manage their own mental health. Mind have a great catalogue of resources on their website here: https://www.mind.org.uk/workplace/mental-health-at-work/taking-care-of-your-staff/useful-resources/

Risk Assessments

Implement ‘Wellness Action Plan’s into your workplace, which is an evidence-based approach to preventing poor mental health. There is a useful template online: https://www.mind.org.uk/workplace/mental-health-at-work/taking-care-of-your-staff/employer-resources/wellness-action-plan-download/

Be aware of Triggers

This is something that varies from person to person but some are more general and common sense. Depending on the work environment it is not always possible to remove triggers. However, speaking to employees about how they affect each of them can help to work towards minimising damage.

Examples of triggers of poor well-being include:

  1. Long working hours with no breaks
  2. Unrealistic expectations and deadlines
  3. Target driven environments with unnecessary pressure
  4. Lack of communication
  5. Working alone
  6. Unmanageable workloads
  7. Only negative feedback.
Encourage conversation about Mental Health

More than four in ten (43%) employees would not feel comfortable disclosing unmanageable stress or poor mental health to their employer or manager (CIPD 2016). Similarly, a Mind survey found many employees worried that their employer will think they can’t do their job.

This is something you can actively change as a manager, in the way the subject is approached and spoken about.

Some tips:

  1. Do not minimise any issues around stress and well-being. It is not helpful to compare staff members or say anything along the lines of ‘well everybody else can manage’
  2. Ask simple, open-ended questions. This allows the conversation to flow better and for the employee to expand on what they are saying in their own words
  3. Make sure that privacy is explicitly given
  4. Do not judge, and instead look at ways you can help
  5. Refer to outside help if you think that is needed. Such as encouraging a visit to the GP and allowing time off for medical appointments in relation to mental health
  6. Treat everyone as an individual, and try not to make any sweeping judgements. Many employees who struggle with their mental health can remain highly productive and active members of the team.

Normalise conversations around mental health, if you don’t know how then a simple “How are you?” is a good place to start!

Assess yourself

The CIPD research in 2018 found that management style was the second highest contributing factor impacting people’s mental well-being.

Ask yourself if you make yourself truly available for your employees, in an environment that welcomes employee engagement, so that they have a say in how things are ran and what their job entails.

A culture of mutual respect allows everyone to feel they are able to speak up when something is bothering them. It is important as a manager to take stock of this and take a genuine assessment of how your employees feel about their workplace. The wellness action plan and risk assessments are a great way to do this!

Lead by example

This means ensuring that you have healthy working habits; work sensible hours, take your lunch break, use annual leave, and take time away from your desk. If you are not looking after your own well-being then it is likely that employees will follow suit.

Positive Adjustments

There are many simple adjustments that can be made to better employee well-being, such as:

  1. Flexibility: changing of start and finish times, allowing work from home days when requested
  2. Workspace: moving desks to a quieter area, utilising more natural light in work spaces
  3. Allowing time off work for counselling and therapy appointments
  4. Reallocating some aspects of a role until an employee’s health has improved
  5. Increasing supervising to further support team members
  6. Sharing information with regards to coping strategies and tools.

This is only the tip of the iceberg as just like with physical health, mental health is so varied and individual to each working environment. However, doing what you reasonably can to manage wellbeing in your workplace will help in the long-run to prevent workplace stress escalating and even causing long-term, serious mental health problems.

Blog by Amy Crosbie, Resourcing Consultant for the North East and Yorkshire.

Information taken from: CIPD People Managers Guide to Mental Health and https://www.mind.org.uk/workplace/ – both accessed on 9th May 2022

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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13May

How you and your colleagues can support each other’s mental health

It’s mental health awareness week and I’ve been thinking about how I can support my colleagues and how they can help me during times when we feel stressed, overwhelmed or under pressure.

We spend so much time with our colleagues, often more time with them than we do with our own families. So, it makes sense to look after each other.

I feel incredibly lucky that in my workplace I have supportive managers and colleagues. And I feel that I can be very open with all of them.

We are all much more aware about mental health compared to when I first started working. But we all know there is much more we can do to support each other. So, I have put together some ideas that you may find useful.

Talk

Our colleagues often understand our roles in the workplace more than our family and friends, even if they don’t carry out the same job as you. When you work for the same business, you tend to have at least an inkling of what their day-to-day duties are and the pressures and stresses that come with it.

Often talking things through is a sense of relief and having someone who has a genuine understanding is even better. They can sometimes give you ideas about how to approach something particularly tricky or stressful. But even if they can’t do that they can listen and help to lighten the load.

Grab a coffee, have a chat over lunch. I sometimes speak to my colleagues outside of office hours if I need too. (Luckily they don’t mind and they know I would do the same for them). Nothing beats a good chin wag even if it is a difficult conversation, get it off your chest. That’s the first step.

 

Avoid making assumptions

This works both ways. Don’t think your colleagues will think you are struggling to do your job just because you are struggling with stress, pressure or any other mental health issue. I can bet a month’s wage that they have been feeling the same at some point and they wont judge you just as you wouldn’t judge them.

The issues may not be arising from a work situation, it could be something at home. Such as relationship, parenting or financial issues that are causing anxiety or stress.

You don’t have to discuss the actual issues if you don’t want to but talking about how you feel without judgement is incredibly helpful.

Go for a walk

Get outside. A little bit of vitamin D, some fresh air and time away from the office. Even if you don’t feel like talking about the specific issues you can take your mind off it for a period of time away from the office.

 

Ask for help or consider how you can help

Asking for help isn’t a weakness. I actually think it shows strength of character to be honest with yourself when you do need some help. Your colleagues may have some fantastic ideas to help you with time management. Or they may have experienced a similar situation, which they can draw upon for some practical guidance to help you through.

When a colleague comes to you when they are struggling, consider if you have had similar experiences and what you did to overcome them. No matter how small it may seem, it could be something they haven’t considered as they have been feeling so overwhelmed. It’s hard to take a step back and think sometimes. So, if you have some little nuggets of advice share them. They will be received gratefully.

 

Signpost colleagues to the right place for support

Sometimes you may not be the best person to provide advice. But you may know someone who can help; be that a manager or colleague who has better insight. Or an outside organisation, such as Citizens Advice or their GP. Help them to see there is support out there and that they shouldn’t be afraid to ask for it.

 

Mental Health First Aid

There’s some great courses out there to support Mental Health in the workplace with Mental Health First Aid being one of them. This is all about understanding and being able to point colleagues in the right direction in times of need. If you don’t have this in the workplace at the moment suggest it to your employer. Not only does it benefit you and your colleagues but also your employer too. They want their teams to be happy and healthy. So, if they have someone in the workplace who is specifically appointed to support this then it’s a win win.

I’ve been working now for almost 30 years. So, I have struggled with things in the past and helped colleagues throughout my career with a number of issues – personal and work related. So, it is absolutely nothing new.

Now that we have more awareness we just need some more ideas about what we can do to support our colleagues and the support that we need during difficult times. The main thing is to not keep it bottled up, it may feel like we have the world on our shoulders at times, but as they say a problem shared is a problem halved. So don’t be afraid to speak up.

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.

“I’ve worked with Nikki and Siobhan at Eventus 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 Legal in a heartbeat. Thank you for all you’ve done to help me!” – Successful legal candidate.
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12May

Signs someone may be struggling with their mental health at work

Mental health is something we all have. When our mental health is good, we have a sense of purpose, direction, motivation to do the things we want and need to do. We also have the emotional ability to deal with challenges. All of the aforementioned are needed to perform well at work. So, when we are struggling with our mental health our work could suffer. As a result, it’s important that employee mental health is prioritised in the workplace. And that employers keep an eye out on the signs that their employees may be struggling with their mental health and know how to support them.

Signs employees may be struggling with their mental health

Increased sickness / absenteeism

One of the biggest signs is increased sickness rates. This could be employees suddenly starting to call in sick at the last minute, leaving early or taking an increased number of sick days.

Not engaging with colleagues

A change in character or an employee isolating themselves from their colleagues are signs of low mood. Furthermore, a sudden behaviour change, withdrawal from work tasks and workplace discussions could be sign of mental health problems.

Unable to concentrate

Another sign of someone struggling with their mental health is a lack of concentration and easily getting distracted in work.  Signs to look out for are, struggling to meet deadlines that the employee could normally meet and an inability to complete day-to-day tasks.

Decreased quality of work

A change in productivity, quality of work and making a lot of mistakes are signs that someone could be struggling with their mental health.

Change in appearance

Those struggling with their mental health may not take as much pride in their appearance. Look out for a change in how people dress for work.

Change in eating / sleeping patterns  

No longer taking lunch breaks to eat and an increase in tiredness whilst at work are signs that employees could be struggling with their mental health. Another indicator of poor mental health is no longer making plans outside of work and wanting to stay in all the time.

Change in work patterns

Increased lateness to work or finishing early are signs that someone may be struggling. As well as an inability to manage time and staying late to complete work tasks.

What can employers do to support employees struggling with their mental health?

Wellness Action Plans

These are a simple, practical ways of helping to support mental health in the workplace. Mind have some templates that can be used to identify your employees’ mental health needs in the workplace. Additionally, they are useful for employees to identify any areas of improvements and any support systems that could be put in place to help mental health in the workplace.

Mental Health Days

These are an allocated number of days / hours off given to staff to take to support their mental health. For example, in emergencies outside of work which are affecting their mental health.

Encouraging talking

Use team building activities or days to encourage staff to connect and build strong relationships. We have a useful blog with ideas for team building activities and events.

In addition, create a fun break environment where people can connect and chat about things non-work related.

Safe places at work / chill out zones

These are dedicated areas where people can go to take time out whilst at work. Be creative with your staff rooms, or if you can, have an outdoor area for your staff.

Encouraging healthy eating

Put free fruit in central areas and have water machines for your staff to help themselves to.

Counselling Sessions

Offering funded counselling session is a real beneficial way to provide additional support to your employees with their mental health. Have a system in place where employees don’t have to disclose whether they have accessed the counselling sessions. If it is confidential and doesn’t go on their work record, people are more likely to access the sessions.

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.

“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
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11May

Mental Health in the Workplace

Mental health in the workplace. Thankfully, it’s becoming a more openly talked about subject. We spend so much of our lives at work, that it’s incredibly important that there are ways and means in place for the workplace to help with the mental health and well-being of their employees. It’s equally important for employees to feel that they have ways and means of talking about and being able to make a positive contribution to their own mental health and well-being. So, let’s talk about one of the biggest elephants in the room, shall we?

Talking openly

Perhaps most importantly for both employees and employers, there needs to be the space for people to talk openly about their mental health in the workplace. This means that problems are much less likely to build up. If someone doesn’t feel able to talk about their own mental health, an employee’s morale may be significantly lessened. At worst, an employee may well need to take time out of work to manage their own mental health.

As such, a workplace can benefit enormously from developing and fostering an environment where people can talk openly. It’s of the last importance then, that employees make the effort to understand mental health and educate their employees accordingly. More practical ways of doing this may be as follows:

◊ Arranging mental health awareness training days, workshops, or days out of the office, so to speak.

◊ Making sure that employees have regular one-to-ones with managers, in an environment where people can speak openly and freely without the worry of judgement or punishment.

Working openly

It’s all very well and good being able to talk openly, but if people feel that they cannot work openly, then we are only tackling half of the problem. So, how do you promote a positive working environment (in the literal sense)?

First, it’s worth taking the time to create and champion a healthy work/life balance within your workplace. Productively is likely to increase by helping to develop this sort of thing. Employees burn out is a very real thing that occurs and can cost a business enormously. So, it’s critical for employers to take the time to help employees to develop a full and fulfilling life in and outside of work. So that employees can ‘switch off’ outside of work. Employees shouldn’t need to feel that they need to commit all of their time to their work. Afterall, human beings are social creatures, and they thrive on having the time to grow, develop, and nurture the relationships that are most dear to them. (At least, according to Aristotle). Promote that.

Second, off the back of human relationships, work on developing an environment where people can mentor and support one another. Some people find it easier to talk to colleagues rather than those who manage, and this isn’t a bad thing. The goal is always to have a positive environment for people to be able to talk with one another. This is the sort of thing that helps with creating a safe and open space for people to feel that they can talk openly and freely, without it affecting their work.

By Erin McKnight, Recruitment Consultant for the South Home Counties and Essex.

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.

“We can always rely on Erin to find us good quality candidates in a short time-frame 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.
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10May

Our Managing Director’s personal experience with Mental Health

In respect of mental health awareness week I wanted to speak about my personal experience.

To most I’m super confident, super loud and super positive (mostly) but this hasn’t always been the case.

As some may have seen (I bang on about it enough), 20 years ago with a 3 month old in tow I was diagnosed with osteosarcoma (bone cancer) in my left leg. The hospital needed to move quickly as it had already moved into my muscles and was 7 inches long.

Nothing but nothing prepares you for this news both physically and mentally. Fast forward 6 months of chemotherapy and an operation to take away most of my leg – looking like George Dawes – numerous infections later I was “in theory” ready to face the world.

What they don’t warn you about is the psychological effects that all this has on you. My obsession for thinking the cancer was returning was suffocating. As bone cancer returns in the lungs, my continual checking of my chest for lumps was becoming intolerable for all around me. The constant re-assurances I insisted on from everyone from doctors to cleaners to lollipop ladies was becoming as ridiculous as it sounded.

When the obsession was taking over the time I should be spending with my by now small toddler I knew it was time to get some help as I couldn’t do it on my own.

Mental Health Support 20 years ago

Twenty years ago, the help wasn’t there as it is today and the stigma was massive especially for one who was deemed to be successful and “should be feeling positive as had survived cancer.” Doctors were unsure as to which avenue to take. And my employers at the time told me “to wear my wig in the office as my bald head was upsetting the team”. How I wish I was strong enough at the time to have thrown the wig in my bosses face!

After much independent research I began extensive cognitive therapy. Actually,  I’d worked within it previously, teaching murderers in the Prison Service!

After numerous sessions and more clear scans I was ready to face the world. Cancer never leaves you both mentally and in most cases your health is never quite the same, but I was one of the lucky ones.

Talk about Mental Health

Never assume that one who externally looks like they have it all, does have it all.

Speak to each other and most importantly listen to each other. You may just be helping someone more than you realise.

By Siobhan Courtney, Managing Director of The Eventus Recruitment Group

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.

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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.

“Excellent service from Siobhan from start to finish and even after the finish which was definitely above and beyond expectations. She had a clear grasp of the brief and was able to deliver several high quality candidates.” – Law Firm in Lancashire.
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09May

Using a Recruiter To Support Mental Health During Your Job Search

Our job takes up so much time. We spend more time with our colleagues than we do with our family and friends. So, when things at work aren’t right it’s incredibly difficult and can have a detrimental effect on our mental health. On top of this, job searching combined with the feeling of being unhappy or burnt out in your current role has its own unique challenges, making it one of the hardest times of your life. This is where we can help – to ease the burden of looking for a new job and so your mental health doesn’t suffer.

Why use a recruiter for your job search to support your mental health?

Be a Friendly Face

We are a team of positive, friendly recruitment experts, who understand the frustrations of being unhappy in your work and job searching. Above all, we have your best interests at heart and will be a positive force for change in your career.

Be a Source Of Support

We will guide you through the whole recruitment process and offer you encouragement when you need it. In addition, we will continue to be there for you once you are in your new role. As we always like to ensure you are happy and fulfilled in your new job.

Someone to Talk Honestly to

We are here around the clock for you to talk openly and privately to. Simultaneously, we will give you honest advice to enhance your career and to relieve any nerves you have during your job search; always maintaining the upmost confidentiality.

To take the burden of job searching away from you

You are not alone in your job search. We will manage the recruitment process on your behalf and will:

◊ Firstly, discuss your options with you and figure out what you want in your next job.

◊ Help you write and prepare your CV.

◊ Find suitable roles on your behalf and contact employers on a no named basis – only when we have your written permission.

◊ Arrange interviews and conduct preparation with you to make sure you are fully prepared for your interview/s.

◊ Issue feedback after the interviews.

◊ Manage the offer stage conducting any contract and employee benefits negotiations.

◊ Arrange a start day.

◊ And finally, we will stay in touch with you in the weeks leading up to your start date and once you are in your new role. This is to ensure you are settled and happy in your career.

Give you Back your All-important Time to Spend Doing The Things You Love

We will do all the hard work of sourcing new job opportunities for you. So, you can concentrate on enjoying your time outside of work and looking after your mental health.

We are always here to help you in your career. Get in touch here for a confidential discussion or call 01524 34400. Experts in our field, we support professionals at all levels in the legal, HR, finance and accountancy sectors. Based across the country, we are best-placed to find you the top job opportunities.

“I had a great experience with this agency. Jo, the consultant in touch with me for the job I have applied for, really made the difference and I do believe that her advice and assistance made the difference. Very professional, always available, 100% satisfied.”– Former candidate.
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05May

Retaining Top Talent

It’s a phrase that’s going around a lot at the moment; “Retaining Top Talent”; or a variation thereof; “how to retain top talent”, “keeping your staff happy” …The list goes on. In the wake of “The Great Resignation”, employers are having to adapt, or face losing those valuable team members of theirs. Of course, this isn’t the case for all employers, and similarly, it would be churlish to tar every employee with the same brush.

However, it is important to recognise that candidates are moving roles, and it isn’t simply for a pay rise.

What won’t retain top talent

It’s obvious, but outdated salaries are not going to get you very far when you are looking to keep your employees on side. Similarly, it’s often overlooked, but now more than ever you ought to make sure the staff you have had for a long time are happy in their roles. Just because someone has been loyal to your business for a long time, it does not mean that they wouldn’t consider new opportunities. All it takes is one call from a recruiter, catching an employee on a bad day, and you could lose them to another company that offers them the world. People like flattery, it’s no different in recruitment.

Saying that you offer the basics, including the standard number of holiday allowance, the minimum pension contribution, or you take part in the cycle to work scheme, just don’t work. Think about what people want, and what would benefit their lives. We have a guide on popular employee benefits that would help you.

What will retain top talent

For example, a day or the afternoon off for one’s birthday, is a lovely gesture. Perhaps something even as simple as closing the phones at 4:30pm on a Friday for staff to socialise. Small things go the extra mile, no matter how small they are.

Another obvious one is flexible working. After almost 2 years of it, it’s here to stay. People have proven they are still capable of working from home and working well.

Progression. If people are loyal to your company, reward them for it. People may get bored quickly, so helping those who are driven and want to progress goes a long way.

Here’s a really simple one… If you are struggling to suggest something that will help make your company retain target, ask your employees.

“What would you like to see implemented in the company that would make this company a more appealing place to work?”

This is a great question for at least 2 reasons… One, you get to have the chance to get feedback from those who are already employed. Two, you can ask this to the top talent that you might be looking to hire in the future. Ask them what they want and why they want it. Get to know them, and this will make sure you stand out from the competition.

Utilise Your Resources

When it comes to recruitment, it is much cheaper to keep your staff happy than it is to have to go out on a recruitment drive. Though I contact potential candidates every day, I am always happy to hear if they are happy in their role. Getting to ask them why can prove to be an illuminating conversation.

Finally, if you have a recruiter you work closely with, why not ask them what they know about the market? “Why do you think people aren’t coming to us? What more can I do to get this type of candidate into my business?” If you have the right recruiter on your side, make use of them and their field of expertise.

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

Securing Top Talent with 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.

Acting as an extension of your HR, 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 expectations.

Best Placed to Source Top Talent

Based in Lancashire and Cheshire, we also have home-based recruitment specialists in various locations in the UK. This allows us to be well-connected and to know your geographical area well. As a result, we are best placed to promote your jobs and find the top talent in your location.

To submit a job to us please click here, or get in touch to discuss your recruitment needs. Alternatively, to view our latest job vacancies, please click here.

“We can always rely on Erin to find us good quality candidates in a short time-frame 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.
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28Apr

How to settle into a new job role

Tips for settling into a new job role

The search for a new job can be all encompassing, but what do you do once that’s over? You have landed your dream position – well done!! You can breathe a sigh of relief but now you have the next hurdle – a successful beginning and settling into a new job role.

Now it is time to navigate the first couple of months in your new position, which is a daunting, confusing time for almost anyone – ranging from simply ‘How will I remember everyone’s names?’ to full-blown imposter syndrome. It is important to remember though, that it is also a very exciting time.

Here are some tips to help you make this transition smoothly and to settle into your new job role:

Do not leave your old employer in the lurch.

Even if you were disgruntled or felt undervalued at your previous workplace, still hand in your notice and work your notice period as contractually agreed. Keep doing your job well even if you are leaving. It shows respect and on a selfish note, they will be writing your reference for your new employer.

Understand the role.

This may seem like an obvious one, but there is far more to any position than the written job description. Ensure you understand what your day-to-day responsibilities are, including any objectives and targets.

Request meetings (within reason) with your superior if you need to, so you can consistently review your progress and performance. Whilst in meetings, take notes and reflect on what has been spoken about and how it may alter the way you work. What are the specific goals of your working day? If you understand these it will help you to prioritise your workload effectively.

Understand your new workplace.

Hopefully, you will have asked lots of questions throughout the recruitment process that have allowed you to know what to expect from your new environment and have given you the impression that it is one you can fit in to. Show interest in your colleagues, what they do, and the industry as a whole; understanding the big picture and the structure of the company will give you valuable insights into your own role.

Keep connections updated.

Update your employment status on LinkedIn and connect with new colleagues to follow what they are doing, and your new company’s page. Interact and comment and stay active on these channels as it will keep you updated on your new workplace, demonstrates interest and in the long run will help to widen your own network.

Be patient.

You are not going to learn everything in the first week. It can take a couple of months to settle into a new role, even when it is similar to your last, as every business works slightly differently, and you have a whole new set of relationships to navigate. This is not an excuse to take it easy though, now is the time to prove yourself.

Get organised.

Managing your new responsibilities is made so much easier by some simple forward planning. Make an effort to use your calendars, to-do lists, or however you like to organise yourself from day one – a new role is a fresh start and the chance to throw out any bad habits, and establish new good ones.

Ask questions, ask questions, ask questions.

I can not say this enough. If you do not know something – ask somebody who does! No matter your level of experience, do not just presume you know what you are doing. Most people are happy to guide others. Just make sure you take the time to thank anybody who has helped you.

Stay positive.

This is a challenging transition to make, especially if you were comfortable and had been at your previous employer for a long period of time. It can be frustrating to feel like you are not clicking with your new colleagues, or that you are working at a far slower pace than you are used to. However, I am sure you will have felt like this at your previous role.

Taking on a new challenge may be daunting, but it is also very exciting to be taking the next step in your career. Remain optimistic and you will be settled in in no time!

I hope these tips help you to settle in at an exciting time! There are many parts of preparing for a job change that can be achieved during the recruitment process. As a resourcing consultant, it is my job to ensure you know exactly what it is you are looking from for a new role at application stage. So, you can be certain that you have found a position in an environment you can really flourish in.

Written by Amy Crosbie – Resourcing Consultant for North East and Yorkshire.

About the Eventus Recruitment Group

Here at the Eventus Recruitment Group, we believe that happiness at work is essential for everyone. We offer realistic, honest and straight forward advice to enhance your career. Our specalists 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 about your career.

All our friendly recruitment consultants are experienced and are experts in their fields. Working with integrity and confidentiality, they will dedicate time to getting to know you and finding the perfect job for you.

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

 

Further reading

Top tips for starting a new job

“Amy is an extremely kind and hardworking person. She takes the time to get to know her candidates in order to provide them with the best possible service, something which she is clearly passionate about.” – Legal Candidate.
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22Apr

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.

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.

22Apr

How to Attract Candidates in a Candidate Driven Recruitment Market

Now then if only there were a straightforward simple answer to this!!  I desperately wish I could present to anybody reading this blog a mathematical, fail proof formula to ensure a steady flow of first-class candidates. But sadly I absolutely cannot!!  It’s the part of the recruitment process that haunts my insomniac riddled midnight hours!

All is not lost though because I do have a few practices that make me feel like am doing all within my power to attract candidates to my jobs …

 

  1. Reputation

    For me this is without doubt the most effective, powerful and most simple way to attract candidates. If a candidate that has used you for their job search feels that they have had an honest, consultative, and effective experience, then they are going to be happy to recommend you to their friends and colleagues.  When I analyse my candidate flow this is without question my main source of candidates.  I also hasten to add that I often get candidates referred even when I have not placed the original source.  If people feel you are treating them with respect, working hard for them and doing your best, they are happy to recommend you. The same applies to your brand. If your company has good reputation for showing loyalty to staff and treating them well, people will recommend you.

 

  1. Referral Scheme

    As a further incentive for candidates and employees to pass your details on. It’s a great idea to introduce some sort of financial reward. I think the most important thing here is to absolutely set out and define what is expected and what is deemed as an introduction. What level of engagement is classed as a referral – is it simply a name and number, is it a CV or a successful hire?  There needs to be absolute clarity for all parties involved.  You don’t want anybody expecting a referral fee that you are not aware of!!

 

  1. Employee Benefit Packages

    I talk to candidates on a daily basis, and I’ve seen a real shift in what employees want from their employers recently. Review your competitors and anonymously survey your employees to ensure the employee benefits you offer are attractive and sustainable. If you find your benefits are outdated, consider updating them to attract new employees and retain your current staff. We have a helpful blog on employee benefits that are popular at present in many sectors. Click here to read the blog on employee benefits to support candidate attraction.

 

  1. Job Adverts

    Job adverts are often the first thing that potential candidates see of your job vacancy. In addition, they are a huge deciding factor on whether people apply. If written correctly they will gain traction on online job boards. In-turn increasing the visibility and candidate attraction to your vacancy. It’s important all job adverts are professional and contain everything that a candidate would want to know about the job role and your company. Make sure your job adverts comprehensively cover the job role, experience required, salary, employee benefits and company information.

 

  1. Use LinkedIn and all the social networking platforms

    If you have a regular and credible presence on these platforms and have a good following then these are an incredible source of candidates. The key here is continuity. If candidates are familiar with you posting material, not necessarily just jobs but other valuable and interesting articles, you are seen as having a brand. Then when you post a job that is interesting to them, they are more likely to engage with you. These platforms can also be used for specific candidate searches. A great way to approach candidates and tell them individually about a role.

 

  1. Speed up the process and always be slick

    This is a key to a successful recruitment drive. The number of candidates that we lose because of delays when clients are slow at making their final decision. It’s important to keep candidates updated at all times and provide them with a deadline for feedback and a decision. It’s equally as important to be as quick as possible with the whole recruitment process. If the process is not dealt with in a timely manner,  other agencies and businesses will swoop in and take said candidate. This may seem a really simple and obvious point but a reputation for getting things done efficiently is always going to be a winner.

 

It is tough out there to get good high calibre candidates, but they are absolutely out there. We just need to hunt them down and most importantly when we get them treat them like gold!

 

Blog by Jo Hood, Principal Consultant for Eventus Finance and Head of Eventus Recruitment Cheshire.

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.

Based in Lancashire and Cheshire, we also have home-based recruitment specialists in various locations in the UK. This allows us to be well-connected and to know your geographical area well. As a result, we are best placed to promote your jobs and find the top talent in your location.

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.

To submit a job to us please click here, or get in touch to discuss your recruitment needs.
“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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20Apr

Why use a head-hunter for a vacancy at your firm?

Many businesses are struggling to recruit due to a high demand for staff within many sectors. One option to overcome the challenge of recruiting in today’s difficult recruitment market is through conducting a headhunt.

Headhunting isn’t appropriate for every hire and I would only recommend for such vacancies as seniority and/or a specialist discipline or if there are few “active” candidates in the market, which is particularly relevant within the legal market since the beginning of the pandemic.

The main difference between headhunting and “normal” contingent recruitment is simple. Within contingent recruitment, recruiters take from a list of interested and active seekers whether on the traditional “job boards” or through networks. Whereas head-hunters actively contact any professional with the experience and qualifications required for a position that YOU as a client have approved. The partnership developed by a head-hunter and a business can enable a business to develop and expand quicker with less failed hires and money saved.

There are many benefits to using a proven specialist head-hunter:

• Passive candidates are being contacted directly, who wouldn’t be on the “jobs boards”.

• Only candidates who you as a firm have confirmed you are interested in, are being contacted. Full control is therefore kept with yourselves.

• Improves efficiency – as the task of locating and approaching talent is done by the head-hunter. The exercise of being able to identify those relevant and with skills / experience that match the job specification, especially over a larger geographic, is incredibly time consuming. You as a client will then only be presented with the most relevant candidates.

• Time saving – all initial interviews are done by the head-hunter to assess further whether it is relevant for a meeting to be set up. All associated paperwork is done by the head-hunter also.

• Confidentiality – as there is no advertising for a headhunt campaign, competitors (and current employees) won’t be able to see which roles you are looking for and the salaries you are willing to pay.

• Market knowledge and competitor awareness can be presented back to you whilst doing the research and screening stage.

• At Eventus Recruitment Group the cost is no extra to the client. The fee is simply paid in two tranches.

The majority of the work I do is by retained headhunt. I am currently working to a 90% success rate with the candidate starting within a firm. The way I do this is straightforward, comprehensive but highly effective. I am more than happy for you to speak to some of my clients who I am sure will be happy to give me a testimonial to this effect.

Please do get in touch to discuss further at Siobhan.courtney@eventuslegal.com  or call 07970 252 772.

Blog by Siobhan Courtney, Managing Director and Experienced Recruitment Specialist at The Eventus Recruitment Group.

“Excellent service from Siobhan from start to finish and even after the finish which was definitely above and beyond expectations. She had a clear grasp of the brief and was able to deliver several high quality candidates.” – Client, Lancashire.
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