Eventus, Author at Eventus Recruitment Group

12May

Three Questions with….. Amy Watson

Where did you train to be a recruitment consultant and why did you want to start a career in recruitment?

I trained as a graduate at the Sellick Partnership in Manchester, who are a large Legal and Financial specialist recruitment consultancy. The training was very structured and I learnt a lot very quickly by working with some excellent recruiters. I remained at Sellick for over 10 years, having progressed to Associate Director and leading the Leeds office, but I craved a little bit more flexibility and a little more of a focus back on the actual recruiting – which is when I approached Siobhan at Eventus.

In honesty, I fell into recruitment. When I graduated I had worked in a sales role and so when I returned from a gap year I needed what I thought would be a “stop gap” to get me back to Manchester and out of my parents house! A very good rec2rec contacted me about recruitment jobs and basically sold me the dream. I have now been working in Legal Recruitment for 14 years!

What do you enjoy most about working for The Eventus Recruitment Group?

Although my actual job responsibilities at Eventus are pretty much identical to my previous firm, the company is completely unique in what we offer in a recruitment environment. The team ethos and the genuine bond between us as individuals really sets us apart – each and every member of the team genuinely supports each other and that radiates from the top. The offering that Siobhan has created really is something special – we have complete flexibility, we are treated as adults but yet the support is there 100% whenever we need it.

What has been your greatest achievement since joining The Eventus Recruitment Group?

I feel my greatest achievement is in relation to the strength of the relationships I have built up over the years. The vast majority of my work is repeat business, often on a retained basis, and knowing that you are helping organisations shape their business offering really is very rewarding. I am not a transactional recruiter, I enjoy working in partnership with organisations for the long-term and being able to facilitate that perfect connection between client and candidate is what keeps me pushing on. Also, from a personal perspective, I have proved to myself that I can both be successful in this role at the same time as enjoying a work-life balance – and for that I am very grateful to Siobhan!

24Feb

Three Questions with… Siobhan Courtney

Where did you train to be a recruitment consultant and why did you want to start a career in recruitment?

Like most people I fell into recruitment.

I worked for the Prison Service at the time and as I did some recruitment for them, I applied for a job in The Guardian newspaper to be a recruitment consultant and surprisingly so, I got it. That was 22 years ago. I trained in London at Badenoch & Clarke.

Why did you want to specialise in Law recruitment?

I’d always had an interest in law having worked for the Prison Service and always wished I’d worked harder at school and trained to be a Barrister, so when I got the opportunity to return to the North and do legal recruitment, I jumped at the chance and have now been managing teams and individually recruiting for law firms for over 20 years. I couldn’t imagine working in any other sectors.

I especially love it when firms ask me to work in Partnerships with them to start up teams and offices which is often the case.

What has been your greatest achievement since launching The Eventus Recruitment Group?

There are so many things I am proud of.

My main ones I believe are that I genuinely provide a flexible working option for established recruitment consultants and we work at all times with integrity at the forefront.

Most of our placements are through recommendations.

My team are by far my best asset, staff retention is incredibly high and they never cease to amaze me with their passion and dedication for finding people the right jobs and firms the right people.

Oh and winning business woman of the year last year was rather nice.

27Jan

Building Careers

How to support your staff in building their careers

When building careers the ideal career path would be smooth and clear of obstacles. Such a path can be highly motivating: encourage your staff to follow it by offering them the support they need to develop the abilities that will ultimately take them on and up.

Using Assignments

One of the best ways of helping staff with their career progress is by issuing short-term “assignments”, which give people the chance to show both their mettle and their ability. Opportunities of this type are fewer under the old-style, hierarchical methods of career development in which people stay in one job for a set length of time before moving up the ladder. Look out for any chance to broaden staff confidence and experience by giving people tasks, either singly or in a group, that lie outside their normal work. Take an interest in their progress, and debrief often. While your staff are learning, you learn what they can do.

Widening Perspectives

Most people – possibly unconsciously – undergo a process of self-actualisation, moving by trial and error towards the field that suits them best and in which they can achieve to the utmost of their ability. As they grow out of one “phase”, they move on. Most people start out with a narrrow range of skills and interests; as that broadens, so will their career path. Perspectives will shift, too, from short term to long. As confidence increases so will self-control and self-awareness. Watch for these signs, and accentuate the positive through regular communication. Ensure that personal goals and the job remain in step, or the person will lose motivation and you will probably lose the person.

Moving career path obstacles when building careers

There are many reasons why a person’s performance might suffer, so do not pass judgement until you have taken the time to talk through any problems. You may find that the career path is being blocked by what the person sees as an immovable obstacle. Find out what it is and move it, or you risk losing valuable staff members.

Receive a Tailored Service from The Eventus Recruitment Group

If you are looking for a new job or recruiting in the legal, HR or finance profession, please contact us today and arrange a consultation. We provide a tailored and personalised service.

20Jan

12 ways for organisations to support career development

In Human Resource Management (2008), Torrington Hall and Taylor write about how to support career development – an idea that combines how individuals personally manage their careers within and between organisations, along with the way in which such organisations structure the career progress of their staff.

They identified a number of supporting resources an organisation can provide to staff wanting to move ahead in their careers. These include:

1. Career exploration
Providing tools for self-diagnosis and supplying organisational information.

2. Career goal-setting
Providing a clear view of the career opportunities available in the business, making a wider range of opportunities available to meet different career priorities.

3. Career strategies and action planning
Providing information and support, such as what works in the organisation and what’s realistic.

4. Career feedback
Providing an honest appraisal of current performance and career potential. They then go on to identify the following activities that the organisation can provide in terms of support and resources.

5. Career pathways
A sequence of job roles or positions based on work content or abilities, through which an individual can progress and develop.

6. Fast-track programmes
An accelerated programme of development in which an individual moves around an organisation, gaining knowledge and experience within each area.

7. Managerial support
Active involvement of line and senior management in the form of direct feedback on performance, identifying strengths and weaknesses and improvement areas, often in the form of coaching or mentoring.

8. Career counselling
Carried out by dedicated, specialist consultants, either internally resourced or externally outsourced. They provide specialist help and advice on development issues.

9. Career workshops
Carried out as a confidential programme to help individuals:
a. assess strengths and weaknesses, values and interests
b. identify career opportunities
c. set personal career goals
d. develop action plans.

10. Self-help workbooks
As alternatives to a workshop, these provide structure and a framework for assessing development needs, identifying opportunities and preparing action plans. Many of these workbooks are made available online.

11. Career centres
Dedicated resource areas where organisational and external career information can be accessed. This may include a library, information on current opportunities, self-help workbooks and computer packages.

12. Assessment and development centres
Focused events designed to assess the individual’s strengths and weaknesses and provide feedback and development plans so that each can make the most out of their own potential. The outcomes of these centres are action plans for personal and career development.

Receive a Tailored Service from The Eventus Recruitment Group

If you are looking for a new job or recruiting in the legal, HR or finance profession, please contact us today and arrange a consultation. We provide a tailored, personalised service. Contact Siobhan Courtney on 07970 252772.

13Jan

Tips to relax your eyes and get quality sleep

The Eventus Recruitment Group shares the following tips to help you relax your eyes and get quality sleep.

Tips to relax your eyes

Eye strain can occur whenever you focus on anything, from reading a book to watching TV. Use the 20-20-20 rule: Let your eyes take a break every 20 minutes or so by looking at something at least 20 feet away for 20 seconds.

Close your eyes and rub them gently, as if tickling them, for 20 seconds. This reduces strain and provides instant release. Alternatively, rub your hands together and gently press the heels of your palms onto your closed eyes. The heat from your hands relaxes and soothes strained muscles.

Look at an object far away for 10 to 15 seconds, then gaze at something up close for 10 to 15 seconds. Then look back at the distant object. Do this 10 times.

How to get quality sleep

Don’t spend too long in bed

If you have trouble falling asleep. don’t start going to bed earlier. Reduce the time you spend in bed and you will crave more sleep, fall asleep faster, and find that the quality will improve.

Stop clock watching

It’s tempting to look at the clock every time you wake up up to monitor how little sleep you are getting. This increases the pressure to fall back to sleep. Set your alarm for the morning, then avoid looking at it again.

Don’t lie in bed awake

If you can’t get to sleep, get out of bed. Lying in bed awake will make you feel frustrated and you will subconsciously link the bed to feeling stressed. So leave the bedroom and do something relaxing like read a book in another room. Then when you are tired, go back to bed.

Manage your thoughts

A busy mind can keep us awake, so write your thoughts down before you hit the pillow. This can be a therapeutic way of clearing your mind.

Receive a Tailored Service from The Eventus Recruitment Group

We 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 your business goals.

Searching for your next job role?

Here at the Eventus Recruitment Group we believe in strong workplace culture and 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.

18Nov

Being Decisive

Being decisive and having the ability to take timely, clear and firm decisions is an essential quality of leadership, but the type of decision needed will vary according to the circumstances. Also, being decisive and making decisions is imperative in all areas of life, including our personal and work lives.

Being Decisive: The Key to Effective Leadership and Life Choices

Being decisive—the ability to make clear, timely, and firm decisions—is an essential quality of leadership. However, the nature of the decision required often depends on the circumstances. Whether in personal or professional contexts, decisiveness plays a critical role in navigating challenges and achieving goals. Let’s explore how to master this vital skill.

Decisiveness as a Positive Trait

Being decisive doesn’t mean rushing into decisions without thought. While emergencies may require quick action, and some situations make the right choice obvious, true decisiveness involves a confident and informed approach. The traits of a decisive leader is their ability to:

Analyse the situation thoroughly.
Consider all relevant factors.
Take responsibility for the outcome.

A decisive individual approaches choices with positivity and clarity, fully understanding the stakes and maintaining control of the decision-making process.

Adapting to Circumstances

It’s important to recognise that different situations demand different decision-making strategies. While some decisions require swift action, others benefit from deliberate consideration. Be prepared to adapt your approach and reassess decisions if circumstances change. Flexibility is a hallmark of effective decision-making.

Tip: Avoid making decisions under extreme time pressure unless absolutely necessary. When time allows, pause and reflect.

The Art of Thoughtful Decision-Making

When faced with a decision, especially one that is not urgent, it’s crucial to:

Evaluate the Options: Take the time to identify and assess all available choices.
Weigh Pros and Cons: Consider the advantages and potential downsides of each option.
Seek Input if Needed: Don’t hesitate to consult trusted colleagues or mentors for their perspectives.

By following these steps, you increase the likelihood of making decisions that align with your goals and values.

Remember: If a decision doesn’t work out as planned, take swift corrective action to minimise its impact and learn from the experience.

When Speed Matters: Making Fast Decisions

Not all decisions afford the luxury of time. In situations requiring immediate action, such as:

Addressing an unexpected client request.
Responding to an urgent operational issue.

It’s vital to balance quick thinking with long-term foresight. For example, if a loyal customer demands a discount, you may need to decide on the spot to maintain goodwill. However, for more strategic decisions—like a pricing strategy—take the time needed to consider broader implications.

Great decision-makers excel at distinguishing between these scenarios. They are quick when necessary but deliberate when the situation permits.

Using SWOT and PESTLE Analysis for Better Decisions

To make informed and strategic decisions, leveraging tools like SWOT and PESTLE analysis can be invaluable. SWOT (Strengths, Weaknesses, Opportunities, Threats) helps individuals or organisations assess internal and external factors that influence their position. This method provides clarity on areas of advantage and risk, aiding in targeted decision-making. On the other hand, PESTLE (Political, Economic, Social, Technological, Legal, Environmental) analysis offers a broader view of external influences. By evaluating these macro-environmental factors, decision-makers can anticipate potential challenges and align their strategies with the external landscape. Together, these frameworks enable a structured, comprehensive approach to decision-making, enhancing both confidence and outcomes.

Furthermore, using SWOT and PESTLE Analysis when planning or devising a business strategy, it can help you can need to make crucial decisions urgently.

Conclusion: Building Confidence in Decision-Making

Being decisive is not just about speed; it’s about clarity, confidence, and responsibility. By learning to assess situations accurately, balancing speed with thoughtfulness, and adapting to changing circumstances, you can enhance your decision-making skills in both your personal and professional life.

Start today. Embrace the power of being decisive, and watch your confidence and effectiveness soar.

Receive a Tailored Service from The Eventus Recruitment Group

If you are looking for a new job or recruiting in the legal, finance or financial services profession, please contact us today and arrange a consultation. We provide a tailored, personalised service to support your job search, career planning or recruitment.

11Nov

Define Job Requirements

How to define Job Requirements

Clients often ask The Eventus Recruitment Group for advice on how to define job requirements. This blog goes through some of the key considerations when you are recruiting for a job role within your organisation. Once the requirements of a job have become clear, the responsibilities and tasks of the position should be detailed in a job description. The skills and experience and type of person needed for the position should then be set out in a job specification.

Defining Responsibility

Writing an accurate job description helps to ensure that the right information is given when the job is advertised, ultimately leading to a satisfactory appointment and preventing misunderstandings.

Include the title of the job and its reporting line in a description. When describing major responsibilities, set out in detail what the job-holder is expected to achieve. Use verbs of action, such as “liaise” or “develop”, to describe day-to-day tasks so that you are clear about what the employee is going to do.

Checking a Job Description

Check that a job description contains the following elements:

Job title
Reporting line of the job
Overall responsibilities of the job
List of the jobs tasks and activities
Details of terms, including; pay and conditions of service

Defining Skills

Once you have drawn up a revised job description, you can begin to analyse the skill, qualification, experience, and attributes needed in the person who will fill the job. This will be the job specification. Be as precise as possible: it is useful to specify what is desirable, but also what is the essential minimum, to help you assess the candidates who apply. Be realistic about what you are looking for, and keep other options open. Stating that “a knowledge of statistics is desirable” may not be possible. You may find that all candidates’ statistical skills are inadequate and whoever you employ must be sent on a course.

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04Nov

Preparing to conduct an interview

A job interview rarely lasts longer than an hour, but it’s consequences may last for years. In order to identify the suitable candidate for a vacancy, preparing to conduct an interview well in advance is key.

Identifying Objectives when preparing to conduct an interview

An interview is a formal method of exchanging information between people. The interviewer needs to be clear about the purpose of the exchange to ensure that the time is used to give and obtain information that is relevant and revealing.

Defining the purpose

The recruitment of new employees is one the most important tasks a manager will undertake. Meeting candidates face to face provides the best opportunity for gathering information about skills and experience and, ultimately, matching the right person to the job and to the organisation.

In preparing for interviews, remember that your purpose is not only to evaluate the candidates, but also to describe the job accurately so that they can assess whether it is the right one for them. You will also need to represent your organisation in the best light possible to attract good quality candidates.

Assessing a Vacancy

Before any employer can set out to find a suitable candidate, it is important that they establish the skills and experience the job requires. Feed this back to The Eventus Recruitment Group consultant, in order, that we can closely match your requirements.

Start by referring to the existing job description. Consider whether the job has changed over time, with the introduction of new technology, for instance. Does it now require different skills? Ask questions about the previous employee to decide if there is anything new that can be brought to the job. Were they suited to the job? Is a similar mix of abilities required in a new employee?

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21Oct

Career Change

Timely careers advice is rarely wasted, and if you’re thinking of a career change then The Eventus Recruitment Group are here for you to provide plenty of information you’ll be looking for.

How do you know if it’s time for a career change?

If you hate going into work every day — not just Mondays — or you get embarrassed talking about your job at parties, then you know something’s up. Or perhaps your personal circumstances have changed and a job with lots of travelling and time spent away from home is less appealing. Or more appealing. Maybe the outlook in your chosen career field isn’t great or you’re looking for more of a challenge. If you genuinely feel uncomfortable about what you do, it’s probably time to stop burying your head in the proverbial sand and make a career change.

The scientific way of working out what you want to do career-wise is not exactly rocket science: know yourself, know what’s out there, decide and act on it. What tends to put people off is the time and effort it takes to do it, not to mention the risk of giving up a safe job which pays its way, for the unknown. That’s what The Eventus Recruitment Group are here for. We’ll help you progress your next career move.

Know yourself

What skills do you have and what ones do you actually enjoy using? A useful online tool to help you think about your skills and attributes is Prospects Planner, where you can answer questions to create your own profile planner.

Know what’s out there

What sort of jobs are available? What opportunities are possible? The Eventus Recruitment Group can help answer these questions.

Look around your circle of friends and family. Is there anyone who does the jobs on your list or knows someone who does? Can they set you up with a coffee and a chat? Can you spend a day in their office observing what they do?

Decide and act

Now you know more about yourself and the potential options, you should have some ideas of where you’d like to get to. So how do you maximise your chances of getting there? Contact us and let us help you make your next career change. The vast majority of our appointments come from repeat business and we are seen as the “go-to” trusted recruitment partner for many firms across our divisions, which is something we are very proud of. We have an unrivalled track record in successfully recruiting staff and senior leadership roles. Likewise, our experience in recruitment is combined with the breadth and depth of our sector knowledge.

To discuss your career change contact the Eventus Recruitment Group

If you are looking for a new job in a legal, HR or finance profession, please contact us today and arrange a consultation. We provide a tailored, personalised service. Contact Siobhan Courtney on 07970 252772.

14Oct

Bay Business Awards 2019

The Eventus Recruitment Group, one of the UK’s leading specialist recruitment groups, is celebrating after being shortlisted for the Customer Services Award by The Bay Business Awards 2019.

The Eventus Recruitment Group have been recognised for leading customer service in the recruitment sector with the announcement of The Bay Business Awards 2019 shortlist.

The prestigious awards present a unique platform upon which to celebrate the successes of businesses’ growth, innovation or contribution to the community across the Lancaster and Morecambe Bay area.

The Eventus Recruitment Group’s vast expertise has been recognised in the Customer Services Award.

Siobhan Courtney, Group Managing Director said: “This is wonderful news for everyone at The Eventus Recruitment Group. Having my team shortlisted in these highly reputable, Bay awards is testament to the hard work that we all do on a day-to-day basis. As a team we have over 50 years of experience in the finance, HR and legal sectors. Since launching from a home-based model, we now have office headquarters in Lancaster and this year launched The Eventus Recruitment Group Graduate Training Programme. I couldn’t be prouder of how far we have come, and it’s thanks to the commitment and loyalty of every single member of my team.”

This nomination for the Customer Service Award is the latest distinction in an extremely successful year for Siobhan Courtney, who was Winner of the Women in Business Award at the Inspire Awards in June 2019.

Being shortlisted for a Bay Business Award is a most impressive industry recognition a business can achieve in the area, and raises awareness towards the positive business role models whose exceptional work, customer care and client relations set the bar for all businesses to aspire to.

The winners will be announced at a prestigious black tie awards presentation evening on 7 November 2019, at The Globe Arena, Christie Way, Westgate, Morecambe.

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09Sep

Working outside the office

Working outside the office could include working from home, at client sites, at the homes of service users, on the train, or even on overseas trips. The type of work undertaken will determine the likely health implications, and a wide range of issues may result. For the sake of simplicity, this article focusses on the performance of office-type tasks, (including using a computer and phone), within the home or on the train.

Working Outside the Office Benefits

Working from home may have clear benefits. Travel time will be saved, and ability to focus on tasks may be assisted by the presence of fewer distractions. These factors may be particularly important for workers with mental or physical disabilities, and working from home may be an appropriate adjustment to consider under the Equality Act 2010. Home-working allows a degree of flexibility, for example, to attend an appointment within working hours, or cope with a plumbing emergency, and this may reduce stress for the employee.

Modern technology and access to Wifi enables working on public transport, such as trains and buses, and keeping in contact whilst travelling.

Workstation implications for working outside the office

Most employers of office workers consider the requirement for a satisfactory working environment and for appropriate display screen equipment assessment (DSE). It is a requirement under the DSE regulations for a home-worker’s workstation to be assessed, even if the employer’s own equipment is not used. The guidance has specific paragraphs relating to home- working. A worker may not wish for their home to look like an office, but will still require the same level of comfort and safety as in the office. For example, the home-working may be undertaken in a spare bedroom with multiple trip hazards, or the work may involve potentially dangerous equipment or handling hazardous substances. A risk assessment is required to address all risks within the working environment. The legal responsibilities regarding home-working may vary considerably between countries. For example, the worker may carry more responsibility for their home-working environment.

Trains, particularly standard class carriages, may provide a poor working environment. They may be noisy, poorly lit, cramped, and provide many distractions. It may be very difficult to achieve satisfactory posture when using a laptop on the train. Privacy may also be poor, as phone calls may be overheard, and computer screens may be viewed by others. Internet availability and phone connections may be subject to frequent interruptions, which can be disruptive and stressful. Therefore, working in this environment should allow for more frequent breaks and lower productivity, and perhaps, any useful work achieved could be regarded as being a bonus rather than an expectation.

Drawbacks of homeworking

Homeworking can be abused. For example, the worker may try to combine work activities with watching television or providing child care. Home-workers may become isolated due to the lack of social contact and face to face support from colleagues and managers, and additional provision may need to be made to prevent this. The boundaries between work and home may become blurred, affecting work-life balance. Employers need to consider the Working Time Directive (WTD) if their employees may be working longer hours at home.

People factors

Not everybody is well suited to working from home. Characteristics more suitable for home-working are: trustworthiness, maturity, self-discipline, ability to self-motivate and good time management.

Useful reading is available on the HSE website for homeworkers.

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02Sep

Boosting Resilience

A Guide to Boosting Your Resilience

What is resilience?

Simply put, resilience is the ability to bounce back from a tough situation and to avoid becoming a victim of helplessness. It is an adaptive state and personality trait evident in many people but can be influenced by many factors including the work environment, experiences and culture.

Why is resilience important?

Being resilient can help to manage stress, lower one’s chances of developing psychological ill health in the form of anxiety and/ or depression, and has even been proven to make people live longer. Research has shown that while some people seem to come by resilience naturally, these behaviors can also be learned.

What are the symptoms of poor resilience?

Inability to cope and poor self-esteem
Poor psychological ill health
Increased sickness absence and staff turnover at work
Poor lifestyle behaviour – smoking, increasing alcohol intake
Poor sleep patterns
Increased risk of long term conditions e.g cancer, heart disease

What are the common strategies you could use to boost resilience?

Find a sense of purpose in life e.g becoming involved in your community, participating in activites that are meaningful to you.
Establish goals – crisis situations can be daunting but being able to view these in a reaslistic way by setting reasonable goals to deal with them, you can reduce overwhelming situations.
Take steps to solve problems – starting to work on resolving issues immediately provides the necessary steps in making the situation betterand less stressful – simply waiting for a problem to go away will only prolong the crisis.
Build positive beliefs in your abilities e.g remind yourself of your strengths and accomplishments as these will make you more confident when responding and dealing with a crisis.
Develop a strong social network – having caring, supportive people around, acts as a protective factor during times of crisis.
Embrace change – flexibility is an essential part of being resilient. By learning how to be more adaptable, you become better equipped to respond when faced with a life crisis.
Be optimistic – maintaining a positive outlook helps you to refocus on positive outcomes and provides you with a better understanding that setbacks are transient.
Nurture yourself and do not neglect your personal needs when faced with a challenge i.e. getting enough sleep, exercise and not missing meals are important in boosting your overall health and resilience.
Develop problem solving skills – people who come up with solutions to a problem have been found to be better able to cope with problems than those who do not.
Keep working on your skills – resilience takes time to buiild and is something that is a continuous learning process – one just needs to build on existing strengths!

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If you found this post on resilience useful, you may like to explore other blog posts by The Eventus Recruitment Group:

Work-life Balance Importance

8 cost-free ways to reduce your stress

5 ways to avoid burnout

Professional development planning cycle

1 … 5 6 7 8 9 10

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