Have CV builders had their day?

CV builder, yes or no? How did we find jobs before LinkedIn? The social network has totally transformed the way we network in our professional lives and how we search for jobs. It boasts more than 467 million users worldwide and is used by many of us to progress our careers. So, where do CV […]

CV builder, yes or no?

How did we find jobs before LinkedIn? The social network has totally transformed the way we network in our professional lives and how we search for jobs. It boasts more than 467 million users worldwide and is used by many of us to progress our careers.

So, where do CV builders fit into the LinkedIn way of finding and applying for jobs? Some people are suggesting the CV has had its day – but that’s not true. CVs are still relevant to today’s job search and using a CV builder to create yours makes perfect sense.

A CV and LinkedIn profile play two very different roles for a job seeker. Both need to be honed to perfection, but a CV is often what will land you a job interview.

LinkedIn vs CV

Many people consider a LinkedIn profile simply an online CV – but they’re wrong. Yes, both demonstrate your skills and achievements, but while LinkedIn is focused on building your personal brand, telling your story and making new connections, a CV tells recruiters why you are the best person to fill a particular role.

Think about it. You don’t tailor your LinkedIn profile in the same way you tailor your CV for each job application. And this is precisely why a CV builder is so important because it lets you manage all of these changes quickly and efficiently.

Whereas a LinkedIn profile serves as a broad overview of what you have achieved in previous roles, a well-written CV focuses on the strengths and skills most relevant to a position.

Tailoring your CV

 A sure-fire way of bagging yourself an interview is by creating a perfectly-polished, well-tailored CV. Of course, it’s not that simple.

With an increasing number of employers using Applicant Tracking Systems (ATS), CVs are selected based on keywords rather than previous roles, skills and experience. Because every job specification is different, the ATS will scan for different keywords each time.

By tailoring your CV, you will ensure it contains the keywords an employer is seeking. You do this by picking out the keywords from a job description, then working them (and synonyms for them) into your CV. Get the right keywords in there, and your CV will pass the ATS test with flying colours

Once a CV has been shortlisted, an employer will then refer to LinkedIn, so make sure the information included on your CV is consistent with your LinkedIn profile. On LinkedIn you have the luxury of being able to include lots of information – handy when a CV has to be so concise.

Using a CV builder

Keeping your LinkedIn profile up to date is relatively straightforward. You make connections, add new skills, training and responsibilities, and share content to highlight your areas of expertise.

By contrast, updating your CV for every job application takes time. A CV builder allows you to quickly add the relevant keywords and creates a smart, professional-looking CV that will stand out from the rest. With hundreds of templates to choose from – and many designed with specific industries in mind – you’re spoilt for choice.

These days, a CV created in Word stands out for all the wrong reasons – it will look outdated and amateurish. So why not leave the design and layout of your CV to the professionals?

If you would like advice on how to maximise your CV and LinkedIn profile, get in touch with the team at Jefferson Group today.

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require bespoke HR support then get in touch by clicking here.

The Importance of the Candidate Journey

When it comes to your hiring strategy one of the more undervalued processes is the candidate journey. And this applies to both successful and unsuccessful applications.   Whether you manage your own recruitment process or engage with a specialist recruitment firm it’s important to set your stall out so to speak from the very start. […]

When it comes to your hiring strategy one of the more undervalued processes is the candidate journey. And this applies to both successful and unsuccessful applications.

 

Whether you manage your own recruitment process or engage with a specialist recruitment firm it’s important to set your stall out so to speak from the very start.

 

When you start your recruitment drive, whether that be through your own channels or partnering with a recruitment firm, you should always keep in mind that from the very start how you advertise and engage with prospective candidates is in itself a brand experience. Therefore, it’s important to plan and map out the journey.

 

Here are some key points to keep in mind:

 

When it comes to briefing your recruitment partners or internal talent teams be sure to create a clear job description as well as an overview document about your business. We all know it can appear quicker just to give a verbal brief but when it comes to candidate engagement it’s important that prospects have something to measure against. This will also help you throughout the interview process.

 

If you don’t bother writing a job description then you are opening yourself up to delays in the recruitment process and worse, possibly hiring the wrong person.

 

Make sure you also sense check how your recruitment partners handle application rejections. This is a biggie. Especially if you operate in a niche market. A bad application experience in today’s world where social media and Glassdoor are becoming strong channels to vent, can harm your brand. Make sure if the candidate has taken the time to apply, even if they aren’t right for the role, that you at the very least acknowledge and respond regardless.

 

When it comes to promoting your business and the role it’s worth noting that as we work within the marketing sector, your target audience are going to have higher expectations than most. That’s why we recommend going beyond just a simple job description. Go that extra step and pull together an overview document that talks about your business values, the culture, how you invest in people and what you are really about.

 

Always remember, hiring is a two-way street. More so now than ever. It’s a buoyant market and in particular there is a shortage of talent within the B2B marketing space. So it’s more important now than ever to highlight your differentiators and lay out your story. People want to be inspired. Not left feeling they should just be lucky to have a job.

 

Gone are the days where employers could expect a candidate to dance for them. In a marketing world where we are more emotionally connected than ever and talk about storytelling, brand experience and being inspired, you should reflect this in your recruitment strategy.

 

Finally, be clear on the process from start to finish. This includes response times to CV submissions through to clarity on when you want to see someone start.

 

CV response times especially. If your recruitment partner is doing their job you shouldn’t be awash with CV’s. At most we’d expect you to meet no more than 5 candidates as the pre screening process should be completed by your trusted recruitment partner. Not treating you like a CV conveyor belt hoping that something sticks. No one has time for that.

 

If you’d like to chat about your recruitment strategy for 2019 or would like more tips on how to streamline your hiring process we’d love to hear from you. Drop us a line at jacqui@jeffersongroup.co.uk.

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require bespoke HR support then click here.

Tips for those who are recruiting

It doesn’t take a rocket scientist to acknowledge that recruitment strategies have been turned on its head. Whilst businesses adjust to working for home and evaluating the longer term financial impact of this current challenge. One thing is certain and that this will end…eventually. And although caution may still be in the air, businesses are […]

It doesn’t take a rocket scientist to acknowledge that recruitment strategies have been turned on its head. Whilst businesses adjust to working for home and evaluating the longer term financial impact of this current challenge. One thing is certain and that this will end…eventually. And although caution may still be in the air, businesses are finding a way to continue.

If you are one of those businesses who are currently recruiting then this really is the perfect opportunity to reach out and engage with prospect talent and hold those all important conversations. If you engage with sector specific recruiters for example, they will be in constant communication with their network. And with everyone based at home, these conversations about future career planning will be happening with a lot more ease.

As a business, you should be making great use of the technology available to you. Interviews can be held across a variety of video applications including What’sApp, Zoom, FaceTime and Skype etc etc and for those of you that also include competency tests as part of your recruitment process, then there are also an abundance of online solutions available as well.

When it comes to onboarding new hires, this can be more challenging. However, again we are seeing businesses get round this by utilising various team video chat rooms, screen sharing and scheduling applications. Jefferson for instance have seen a rise in our clients requesting that we get more involved in scheduling and onboarding process to ensure a smoother interaction and delivery for any new hires. Therefore managing this process from behind the scenes.

 

How can you keep candidates engaged?

This hopefully will be a once in a lifetime opportunity, but right now, with most of the industry working from home and in front of their computers. There is no better time to be promoting your business. And I don’t mean bang on your chest and shout from the rooftops about how great you are. Rather talk about culture, team spirit, how your business is coming together as one. Perhaps talk about how you are keeping each other sane whilst maintaining the very values that you built your business on.

To do this there are an abundance of channels available to you like your LinkedIn company page, Facebook, Instagram and your own blog pages etc etc. More so now than ever, use these channels, whilst people have more time on their hands. You can even go as far as talking about how individuals within your agency are coming up with inventive ways to keep themselves occupied beyond work. It doesn’t all have to be serious. In fact the more fun and amusing the posts the more people will connect with you and your business. So don’t just use this time to promote pure business ideas. Remember the personal touch.

And if you were caught in the middle of a hiring process and perhaps have had to press hold. Then don’t go cold turkey on your candidates. Team up with your recruitment partners and ensure there is regular weekly contact with your short list. Even if there isn’t much to add. A regular keep in touch programme will mean that you are thinking about them and to rest assured when this is over the torch will be lifted once again. Because remember, when this does come to an end, you’ll want to be fresh out of the block and ready to move on talent as there will be a lot of ground to make up.

 

How can you use your extra time to look at the long term goals of our recruitment?

If you want to get some positivity out of all of this then look at it this way. You will never get this opportunity again to use the time to evaluate your own business. We will come out of this and now is the time to prepare for when we do. So look at your hiring strategy for this year and next. Evaluate the process but perhaps most importantly look at your own story. Look at what inspires talent and get back in touch with why you set up your business in the first place and what you stand for.

This is the perfect time for reflection and if required make the changes that are needed to help move your business forward once this is all over. Whether that’s re evaluating your work from home policies, the mental health and wellbeing for your employees or how you promote your business beyond trying to attract new business. Look at how your might promote your story to potential talent. There are numerous channels available for you. And whether you manage the recruitment process internally or partner with a specialist. Either way now is the time to push your story through all these channels.

I believe, just as in life, businesses also need time to stop and breath for a moment. Whether that is forced upon us or chosen. Use this time wisely to evaluate and if necessary prepare to make the necessary changes to align your business with the original values that you stand for.

If you’d like any further advice on recruitment planning, onboarding or talent management then feel free to get in touch with me, Tom Howe, by clicking this link.

Is a bad degree result really the end of the world?

Is a bad degree result really the end of the world? It’s a question that’s long plagued graduates, but as Recruiting Times reports, a bad grade need not define you. While it may mean that you’re a few steps behind your peers, it’s the way we bounce back from failure that really counts. More than […]

Is a bad degree result really the end of the world? It’s a question that’s long plagued graduates, but as Recruiting Times reports, a bad grade need not define you. While it may mean that you’re a few steps behind your peers, it’s the way we bounce back from failure that really counts.

More than just a number
These days, degrees are a dime a dozen. Hundreds of thousands of students are pumped out every year, but rather than be alarmed by the multitudes, this just means that there’s a greater emphasis on the individual. Candidates should ask themselves: what makes me different? What can I bring to the table that others can’t?

Employers are looking for more than just a name or grade on a page. They want to know what your strengths and interests are. After all, it is passion and not a pay check that gets us out of bed every morning.

Moreover, there is a whole world outside the office. Prospective employers are keen to learn about your extra-curricular activities, hobbies and how you would fit into their existing culture. Training is provided anyway and in our experience, it is raw talent and ambition that makes the biggest impact in the interview room.
Don’t get us wrong, we should always strive to achieve the best marks, but as anyone who has ever sweated their way through an exam can attest, grades don’t always reflect ability. Transferrable ‘soft’ skills are just as essential as industry-specific ones. And if you don’t have the skills, learn them.

One study by the London School of Economics (LSE) determined that graduates with a 2:1 degree would earn, on average, £81,000 more over the course of their career than their lower-grade counterparts. However, we have a few problems with this. One is that attempting to estimate long-term earnings is like trying to predict the weather: at best, it’s inaccurate. Meanwhile, correlating salary to a bachelor’s degree is, well, misguided.

Admittedly, we do see a sizeable cut to starting salaries because of poor grades, but this becomes less important as careers progress and experience is incurred. However, our most important objection is that the LSE study states that success can only be measured by salary. Could they be more wrong?

Reframing failure
You can’t walk into an interview at 22 and expect to be the perfect employee. This point is particularly pertinent and should be drilled home to graduates (and indeed, everyone): you are not a finished product. Experience can’t always be categorised or quantified, so fear not.

What we need is cognitive reframing. We need to redefine the way we perceive failure and choose to approach it as a necessary component on the journey to success, rather than its antithesis. Bill Gates and Steve Jobs were both college dropouts, and Albert Einstein famously hated school. All we’re saying is life doesn’t end with failure: it begins. It is the individual and their own resolution – not their exam results – that will determine the course of their career. After all, aren’t we all just a few opportunities away from success?

If you’re ready to take the next step in your career, get in touch with the team at The Jefferson Group today.

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require bespoke HR support then get in touch by clicking here. 

So you didn’t get the job. What’s next?

You know the company inside out and you’ve spent hours honing your interview technique. You’ve planned your cycle route into work and you even know where you’ll eat lunch every day. You’ve invested a lot of time and energy into this interview, which makes it particularly hard to hear those dreaded words: “Unfortunately you’ve not been successful […]

You know the company inside out and you’ve spent hours honing your interview technique. You’ve planned your cycle route into work and you even know where you’ll eat lunch every day. You’ve invested a lot of time and energy into this interview, which makes it particularly hard to hear those dreaded words: “Unfortunately you’ve not been successful on this occasion”.

Feel disappointed, feel angry, but then move on. Because next time you may well find yourself the proud owner of your perfect job. The most important thing is to stay positive and never give up.

Focus on the positives

You may not have been offered the job, but you did well nonetheless. Not only did you beat the competition to get to the interview stage, you also performed to the best of your ability. And that in itself is something you should be proud of. Learn from the experience and use it to your advantage in the future.

Keep applying

It’s hard to pick yourself up and start all over again. But that’s precisely what you need to do. As you continue looking, be selective about where you apply. Make sure each role you apply for matches your skills. And don’t be afraid to reject any roles you feel aren’t suitable. So, take a deep breath, roll up your sleeves and carry on with your job search.

Learn from the experience

The two most common reasons for not being selected at interview are lack of technical knowledge and poor interview style. Make sure you know your subject inside out and can speak with authority when answering technical questions. Competency-based interviews are becoming more common and recruiters are looking for candidates who can give highly detailed answers. Interviews are a skill and with every one you are getting better and better.

Get feedback

You may be offered feedback as part of the interview process. If so, you should take them up on their offer. If it is not offered, then you should ask for it, making sure you let the interviewer know how important it is to you. Following up with an email after the interview demonstrates that you want to improve, are still committed to the role (or a similar one in the future) and shows true professionalism.

Say thank you

It might not feel like something you want to do, but taking the time to thank the relevant people for giving you the opportunity will help you stand out from the crowd. And if you’d like to be considered for future roles at the company, then let them know. If the company is recruiting now, it’s more than likely that they will be looking for candidates just like you in the near future.

So don’t feel disheartened. Use the energy and emotion you feel after that rejection to your advantage. We’ve all been there. And if you haven’t been there, can you please reveal your secret to the rest of us? Thank you.

To see our latest B2B marketing and creative jobs please click here for more information.

Employers: Are You Truly Focused On Your Staff?

It’s undoubtedly in the best interests of business owners and managers to keep staff turnover as low as possible; not only can it help to keep operations running smoothly, but engaged employees deliver better results and lead to a more positive working environment. Research also shows that replacing team members costs UK companies more than […]

It’s undoubtedly in the best interests of business owners and managers to keep staff turnover as low as possible; not only can it help to keep operations running smoothly, but engaged employees deliver better results and lead to a more positive working environment. Research also shows that replacing team members costs UK companies more than £4 billion every year – so it’s a financial issue as much as a HR one.

Of course, the best way to keep employees happy – and encourage them to stay put – is to make sure they are engaged and feel valued by the people in charge. But as a recent article on Business News Daily highlights, engagement should begin as soon as a new team member steps through the door, and should be a core part of company culture.

With this in mind, here are just a few ways that organisations can create and maintain a happy, engaged workforce:

Get the right people on board

Although it may sound obvious, you won’t be able to create a positive environment if you don’t have the right people to begin with. This means that when it comes to looking for the ideal candidate, recruiters should asses whether potential employees would fit into the wider company culture and explore this during the interview process. This is just as important as their formal qualifications. And remember that it works both ways; candidates will be looking at the company culture too and deciding if they want to be a part of it.

Create an effective engagement strategy

The best employee engagement strategies take time and care to develop. To begin with, use your organisation’s core values or mission statement as a guide and make sure that employees at all levels buy into it. An effective strategy will help staff to feel part of a team and encourage more collaboration as a result.

Keep communication lines open

Every employee should have the opportunity to provide feedback to their bosses – whether it’s positive or about areas that need improving. This will help managers spot problems before they develop further, and can even help with business operations if, for example, employees who deal directly with customers offer their thoughts.

Equally as important as listening to your employees is making sure that you act upon what they tell you – otherwise the information is useless. Whilst most staff issues tend to concern flexible working or career progression, you can also act on the little things – such as installing a vending machine if staff have requested one. Listening but not acting can be just as detrimental as not listening at all.

Make sure engagement is equal

Rewarding one department whilst ignoring the efforts of another is a big no-no, and will only lead to feelings of disenchantment or even resentment among staff. Make sure that engagement strategies are spread fairly across the company; and if you do give out annual rewards or employee-of-the-month awards, why not make t voted so that you can’t be accused of favouritism?

What other ways do you thoyers can help staff to feel motivated and engaged?

To see our latest B2B marketing and creative jobs please click here for more information.

Should You Be Looking At An Employee’s Social Media Page?

With the world becoming increasingly digitally focussed and us sharing more of our lives online, the gap between an employee’s work and personal life is shrinking, an article on Personnel Today reports. This means that employers are tempted to take a peek at what their employees are sharing, liking and posting, in order to get […]

With the world becoming increasingly digitally focussed and us sharing more of our lives online, the gap between an employee’s work and personal life is shrinking, an article on Personnel Today reports.

This means that employers are tempted to take a peek at what their employees are sharing, liking and posting, in order to get a better impression of exactly who is working for them. Although this is not always an advisable thing to do, there are times when it is not only justifiable, but entirely necessary – the key is knowing when you need to look, and how to do it appropriately.

With 30% of employees saying they would be happy for their employer to look at their social media pages (according to global research from PwC), perhaps the idea of ‘snooping’ isn’t as frowned upon as you might think. Thankfully, the article offers some scenarios where accessing this personal information could allow leaders to monitor employee wellbeing, and improve staff communications.

Recruitment

A US poll showed that half of employers admitted to viewing a candidate’s social media pages (SMP) during the recruitment process – although this figure could arguably be more.

Certain precautions should be taken, however – the Information Commissioner’s Office (ICO) and Acas have both published a set of ‘best practice’ guidelines for employers to adhere to. For example, candidates should be informed about any SMP screenings, and given the chance to talk about any concerns the information raises with the employer.

Secondly, it’s advisable to do these checks in the later stages of the recruitment process, as an unsuccessful candidate could protest that they were discriminated against by information that was gaged solely from their SMP – such as age, religion or sexual orientation.

Monitoring

According to the ICO, regularly monitoring employees’ SMPs without their full permission is frowned upon. However, if a member of staff is suspected of doing something wrong, the occasional review is acceptable.

One example noted in the article could be for an employee who has phoned in sick. If they then write a Facebook status about being hungover, or share photos of themselves having a day out – which some people do – then the employer is at full liberty to call them up on this.

Having a solid social media policy in place would give employers more weight in any argument that relates to social media use.

Inappropriate behaviour

A key concern for bosses is the company’s reputation, which means that the content of an employee’s SMP can sometimes cause problems – particularly if they are writing negative comments about their workplace or its customers. It is advisable to train staff about appropriate social media usage.

Other concerns about inappropriateness relate to the use of these sites throughout the working day. Many employers find that sites such as Facebook can reduce productivity during work hours; therefore, they need to offer clear guidance about when it’s OK to use them – both on work devices and on mobile phones.

With social media use likely to increase, establishing a clear social media policy and outlining how often SMP’s will be monitored will become more and more important. The consequences of breaching the policy should also be highlighted to staff.

What are your views on this? Have you ever judged a candidate based on their SMP?

To see our latest B2B marketing and creative jobs please click here for more information.

The Impact of Remote Work

For years now job seekers have been keen to seek out and secure job opportunities that allowed them to work from home or at the very least urge their current employers to adapt and become more flexible. However, overall marketing agencies have been reluctant to embrace this model at the fear of losing productivity and […]

For years now job seekers have been keen to seek out and secure job opportunities that allowed them to work from home or at the very least urge their current employers to adapt and become more flexible. However, overall marketing agencies have been reluctant to embrace this model at the fear of losing productivity and changing the internal culture of their businesses. This is more noticeable in smaller agencies.

Then Covid-19 came along and everything changed. Businesses found themselves being forced to adapt and quickly. With the sudden scramble, Zoom, Skype and Teams become household names and tech and software solution firms saw a sharp rise in sales to help cater for these new times.

Three months in Jefferson Talent Group looks into the marketing agency arena and investigates the current mindsets of both employees and employers. Suffice to say the results aren’t what we expected.

Without question over the past couple of years we have seen a steady rise in candidates seeking job opportunities that would allow them to either work from home on a regular basis or perhaps even work part time.  And although some agencies were able to provide this, most agencies have resisted up until now.

Due to the recent outbreak, over the past three months employees have mostly all been allowed to work from home. However, after interviewing over 1,000 employees who work within the marketing and creative arena, the feedback has been as follows:

Want to return to the office full time: 28%

Want to split their time working between home and office: 64%

Would prefer to work from home most of the time: 8%

Employee response:

Out of the people who’d like to return to the office on a permanent basis, a vast number were creatives, followed by client services.

From a creative’s perspective, they felt that they weren’t able to properly collaborate with other team members over apps like Zoom and Skype compared to being face to face, where you are more able to pull ideas apart and allow the creative process to flow.

From a client services point of view, it was more about the isolation and lack of emotional support they felt from working from home. Plus, the lack of personal interaction and the feeling of being part of something. As one interviewee said… “you don’t join a marketing agency to be locked into your own home. You join to be part of the creative process and join the camaraderie and commitment that comes with agency life”.

It was strategists, developers and operational employees who were more comfortable with the idea of working from home on a more permanent basis. In fact, with less distractions around they felt they were achieving more.

The overall consensus from an employee’s perspective was that over the past few months they have all felt that they have been more productive but at the same time have reached burn out far quicker. This surge in productivity appears to be more due to the lack of outside distractions but also has given them something to focus on beyond the current state of affairs.

In fact, what was far more alarming was the number of people feeling isolated with the lack of control, the change in relationships with their co-workers whilst also not feeling as “connected” to the agency. And in most of our conversations nearly all felt deflated, and in some cases depressed.

Now this more than likely won’t be purely down to adapting to working from home but rather a combination to ongoing changes and uncertainty in our society at the moment with the underlying fear of still being at the mercy of Covid-19. Either way the mental health and wellbeing of all employees should be carefully monitored on an ongoing basis more so now than ever!

What did come out of this research is that over 64% of employees have the desire for more of a work/life balance, with the vast majority saying that they’d happily work slightly extended hours during the week so they could adjust there working days to 4 days per week whilst maintaining their annual salary.

We are aware that some forward-thinking agencies have already embraced this model with good success albeit it did have teething problems to begin with. However, I also appreciate the concerns some agencies might have committing to this.

Employer response:

For agency owners and leaders, it has been a trickier time for some. The smaller more agile agencies have been able to adapt with pace. The larger agencies though seem to have struggled a little at first with very few not coping at all.

However, the leaders we surveyed overall confirmed that during this last quarter, for those within the agency who weren’t furloughed, the business performed exceeding well. Productivity levels were up with projects and campaigns flying out the door.

Some of these agency owners have already confirmed that they won’t be returning to a structure where everyone has to be office based. Rather now they are changing employment contracts so that everyone has the option to work from home or in the office.

The mid term goal, should this continue to be a success for those that choose this option, is that agencies are considering changing the office environment to more of a hot desk model and some are even going as far as to say that they will look to either move their offices out of city locations to areas where rates and rent aren’t so high and in some cases considering downsizing the office completely.

With regards to whether agencies would embrace a 4 day working week. Most of them didn’t necessarily rule it out and said this option is always under review. In the same breath though the overall concern here seems to be around the clients needs and speed of response.

In a market that doesn’t quite know the longer term effects of the past few months, keeping hold of clients and over servicing seems to be main focus. In which case a 4 day working week might not blend with this response right now.

Conclusion:

As it stands at the moment, it would appear that although the concept of working from home at first seemed like a great idea, for most employee’s it doesn’t fulfil the idea of what working for marketing and creative agencies is all about. And that isolation and the sense of being disjointed from the business is already showing signs of having a negative impact on people’s mental health and wellbeing.

A possible compromise between working from home and the office might work and for those that are hiring, this would potentially open up the talent pool to those based further afield.

However, the most overwhelming positive response has been the option to work 4 days per week instead of 5, which would also open up the talent pool market quite considerably.

For the agency owners who are going to continue or start to embrace a stronger work from home mentality, then we’d certainly urge businesses to look into and invest in mental health and wellbeing programmes for all employees. As this current approach could not only see more people reach burn out quicker but also have a very negative impact on the mid to long term success of the agency.

Albeit it seems that although agencies have embraced the working from home model for now, it’s the smaller agencies that are showing the most concern about this as a long-term solution. As they feel that being a smaller set up their agency might lose some of its culture and rhythm if a majority of the agency were working from home.

I think agencies will have to closely monitor what the positive and negative impacts on working from home might be on the business and perhaps make some tough decisions based on what kind of agency they want to be.

One thing is certain…. The agency landscape is evolving once again.

The impact on brand reputation within the hiring process

In today’s market how we attract and engage with potential talent has broadened. Ranging from internal recruitment teams, referral schemes, owner networks to social sites and maintaining partnerships with recruitment or executive search firms to name but a few. Whatever your preferred approach more so now than perhaps ever before businesses are being judged not […]

In today’s market how we attract and engage with potential talent has broadened. Ranging from internal recruitment teams, referral schemes, owner networks to social sites and maintaining partnerships with recruitment or executive search firms to name but a few.

Whatever your preferred approach more so now than perhaps ever before businesses are being judged not just by what they do but also by what they don’t do within the hiring process. And this applies to recruiters as well.

Whenever a candidate applies for a role and has that first touch experience with the hiring manager or recruiter and the company has been revealed then this is when the first seeds of an opinion are formed about your brand. And all too often its where businesses let themselves down when it comes to managing the hiring process.

For the candidates that have a seamless experience from start to finish and secures that all important role then its golden. However, to every person who gets the job there are a large number of candidates who obviously didn’t. Its these candidates that feel, more often than not, that they had a negative experience when going through the application process and this isn’t just down to not securing the role. It’s this part that has a knock on effect to your brand.

You see you may celebrate when you find that right hire but if in doing so you’ve been lazy with the hiring process or partnered with the wrong recruitment or search firm then the chances are you’ve left a lot of people with a sour taste in their mouths. It’s this experience that they will share with colleagues or industry friends.

In a world where we are now actively encouraged to write reviews or vocalize opinions through whatever media channels that are available to us. More so now than ever, if we are being honest with ourselves, as a society we like to rant or air our grievances with ease as its not in our nature to praise without being prompted. Sad but true.

To avoid harming your own brand, here are some key pointers to remember when hiring:

Recruitment doesn’t have to be a painful experience unless you get it wrong. And in a time where we all struggle to find those superstars perhaps its now we all should remember that relationships isn’t just a word to be used lightly and that how we treat one another does have a real impact.

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require bespoke HR support then please visit HR Services.

Life after redundancies and what you should do next

The gossip train is working over time and the rumours are circulating like wild fire that there may be some redundancies on the horizon. All of sudden that all to familiar twitch in your stomach starts to re appear and you wonder whether you might be one of the casualties. You then receive an email […]

The gossip train is working over time and the rumours are circulating like wild fire that there may be some redundancies on the horizon. All of sudden that all to familiar twitch in your stomach starts to re appear and you wonder whether you might be one of the casualties.

You then receive an email saying that you have been summoned to meet with your line manager and HR where it all then becomes a slight blur but you’re told you’ve been put on consultation… which all too often means, “get ready this is going to sting a little”.

So if you’re anything like me when I hear that word redundancy I immediately start to dissect my life and put a battle plan into action on how to survive on Weetabix and Pot Noodles for the foreseeable! However as much as our overactive minds tend to paint the worst case scenario… rather than panic. Embrace the opportunity.

By all means whether it’s a quick pit stop at the local pub for a glass or three of wine, a phone call to your nearest dearest or a trip to the bank to recalculate your savings. Its OK to let off a little steam. We all do it.

However, as much as you may feel frustrated about the situation try to avoid loosing your professional integrity within the workplace and don’t go on a verbal rampage. Instead, try to remember, it’s not personal against you, no business wants to make redundancies. Its just a chain of events have happened, probably outside of your control and the business needs to adapt to survive.

Step One:

So now that you’ve put away your voodoo dolls and popped a couple of Alka-Seltzer’s its time to put a realistic action plan into motion. First stop before even touching your CV is working out what you want to do.

What I mean is… think. Have you overall enjoyed doing your current role? Have you been doing it for a long time and perhaps actually want to move up the career ladder? Perhaps the location hasn’t been right for you and you’d like to find a job closer to home. Maybe you would prefer working for a smaller or larger business…. There are many factors to think about before pimping out your CV across the world wide web. Just be honest with yourself as too what you want and what is acceptable.

So just like with any project. Start with a clear brief and ask yourself what it is you want from your next role and set your boundaries.

Step Two:

Once you’ve got a clear idea on what you want then its time to prepare.

 

If you do struggle to create a decent CV or aren’t sure its quite right then talk to either your hiring manager in your current agency or a recruiter. Both should be able to help.

Step Three:

So you crafted a CV masterpiece, which glistens with that powerful and almost heroic list of skills and expertise. So you think you are ready to go… well you’re not.

Nope. Next step is turning your attention to social media, in particular LinkedIn. Yes we know we all have a love/hate relationship with it. However it’s a must.

Your online profile must reflect your CV as well as be in tune with the types of roles you want to apply for.

Therefore unlike when you are happily employed or didn’t want your boss to know that you might be looking for a new job. This time you need to toggle the “notify your network of any changes to your profile” to on.

That’s right this time you do want to remind your network that you still exist. And now that you’ve either stored up those hundreds of recruiter invites requesting that you connect with them immediately because they think they have the perfect job for you… (and perhaps they do, if it was like a decade ago but still) now is the time to connect and raise your head above the parapet.

Just remember more so than ever it is crucial that your profile reflects what’s on your CV as whenever you do submit your CV for a role, the hiring manager or recruiter will cross reference them both.

Key things worth noting:

If you are relocating but haven’t quite moved yet – still change your current location to where you want to work. It makes it easier for you to be found in a search.

Add a summary statement into your profile. Don’t be lazy. Again the more keywords you add the more likely you will come up in a relevant search.

Under each job role make sure you write a couple of sentences about what you did in each role, who your clients were and what media channels you specialised in.

If you’ve got a personal website showing off your work then include it in the profile along with links to any relevant posts you’ve written.

Again no one wants to read lots of heavy copy so keep it short and to the point.

If you are going to apply for any roles that involve social media or require solid experience in… firstly for the love of all that is mighty… we beg you… don’t say you’re a guru and then have virtually zero footprint in the social media world. Or worse haven’t visited your own twitter account for weeks on end.

If you are going to go for these types of roles then at the very least you should be a pro at your own online brand. You should have a strong following, have active engagement across a multiple of sites, you will probably have a blog page with a respectable number of followers… oh and when we say IoT… you should know what that means.

There are of course other professional networking sites such as Branded.me and Salary Shark but the most recognised one is LinkedIn so let it do some of the work for you.

Step four:

Well now its time to engage with those pesky recruiters that we love to hate.

So we all have a tragic story to tell when it comes to recruiters and I am no different from you. However just like our football fans it only takes a few bad apples to spoil it for the rest of us. Although I can assure you that there are some really great ones out there and you really don’t have to look that hard.

Whether you love them or hate them, the right recruiter can be your gateway to a happy ever after story.

First things first its important to find a recruiter that specialises in your field. For example if you are searching for a client services role in a digital or integrated agency that has a B2B slant to it then there is no point in talking to a recruiter who’s real strength is within the creative or packaging sector. However if they are any good then they probably have someone else on their team that does operate in your field.

Its easy to see just click through there profile or see what jobs they’ve advertised in the last few months.

We’d also recommend engaging and building strong relationships with between 1-3 recruiters. And I don’t just mean conversing only by email or grabbing a few minutes over the phone. Dedicate some proper time to talk to them. If they can help you then they will want to get under the skin of who you are and what you want. A great relationship like this can echo throughout your career. And if I hear you say “well they don’t return my calls or wont speak to me”… when those are the ones to avoid. So move on. There are lots of us out there.

Although should someone come out of the woodwork who you’ve never heard of before and present you with a relevant and interesting opportunity then of course don’t ignore that. Rub your hands and get stuck in!

Finally, if you have a decent relationship with your recruiter/recruiters then you should be able to trust their judgement and advice. If they genuinely don’t think you are right for the job then don’t force it. Or if you are looking to switch sectors and they don’t think you’ll be able to command the same salary then trust them. Remember they know the client all to well and would rather avoid building you up, just to let you down at the first hurdle.

Step five:

This step is probably the most important one. Keep motivated. We are not dismissing the effects redundancy can have, we understand it can bring huge financial pressures and worry along with the psychological effects it can have, including damaging your confidence and self esteem. However as mentioned at the very start… even though this feels personal, as its happening to you, its not. It’s a business decision, which unfortunately affects you.

Use the time you have to do some exercise and do the things you love. Brush off those cob webs from the bike that’s being hanging in the garage and go for a ride or do those lunches that you’ve been promising your friends for months that you must do… just perhaps this time ask them to pay or make is a picnic from Aldi. A true friend will understand.

Its important over the coming weeks that you keep yourself busy but at the same time dedicate some time each day to your job search.

For marketing jobs visit the likes of Brand Republic, Campaign, Only Marketing Jobs or even Indeed. Speak to those recruiters, search for jobs on LinkedIn as well as engage with your senior network and see whether they might be able to help or point you in the right direction.

The important this is not to panic or make knee jerk decisions. Take a breath, evaluate the landscape and decide what you want to do next and then follow these steps. And if you want some friendly advice or help pulling your CV together then of course you’re welcome to speak to any of us at the Jefferson Group. We are always here to give a helping hand.

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require bespoke HR support then please visit HR Services.

A career break shouldn’t lead to a demotion

Returning to work after maternity leave or an extended career break is hard – even more so when you know you’re overqualified for your new role. It’s true, demotions happen for a number of reasons – from poor performance to an alternative to redundancy. But for many women returning to work after an extended career […]

Returning to work after maternity leave or an extended career break is hard – even more so when you know you’re overqualified for your new role.

It’s true, demotions happen for a number of reasons – from poor performance to an alternative to redundancy. But for many women returning to work after an extended career break, demotions are something they have come to expect.

According to a survey by Women Returners, 36% of women said they would anticipate returning to a more junior position. The reason for this is that women coming back into the workplace often sell themselves short at interviews and lack the confidence to negotiate.

This, explains Women Returners’ MD Julianne Miles, is part of the reason why there is a lack of diversity in senior management alongside a gender pay gap.

The survey, which questioned nearly 200 women on a career break, revealed that flexibility is a key factor for women returning to the workplace. 87% of respondents said they wanted an employer that could offer this.

They study also showed that flexible working does not necessarily mean part-time work. Just 17% of those questioned saw part-time work as essential, with 44% looking for a full-time role. For these women, it’s less about the number of hours worked per week, and more about doing hours that suit them – working from home or taking time off during school holidays, for example.

Miles advises that if there is no mention of flexible working in the job listing, women should wait until they have been offered the role before asking the question.

According to the survey, women are choosing to return to work because they want to – not because they need the money. More than 60% of respondents wanted to work again because they craved a sense of fulfilment, satisfaction or identity.

If you’ve taken an extended career break and want to secure a flexible role, here are some tips to help you get the best deal.

1 Do some digging

Job ads don’t always include information about flexibility so it’s worth calling HR before applying. Don’t accept a vague answer, instead ask how many employees currently work flexible hours within that department and/or role. This will give you an indication of what you can expect as an employee.

2 Never sell yourself short

If you’ve previously worked in a senior role, have a wealth of experience, or have skills that are in demand you’re in a good position. In today’s candidate-led market, certain skills are extremely sought-after. Be sure to demonstrate what you can bring to a business.

3 Leave the ‘F’ word till last

Don’t go into an interview demanding information about flexible working straight away. You want the interviewer to understand you’ve applied because you want the job, have the skills and want to work for the company.

If you are returning to work and would like support in your job search, Jefferson Talent Group can help. Get in touch and let us help you find your next career-defining role.

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require bespoke HR support then please visit HR Services.

Is work-life balance even possible?

Work-life balance is the ultimate dream, isn’t it? But in today’s digital world, it can be hard to strike the right balance between work life and home life. Technology has meant theoretically we can work any time of day or night – and that’s just one part of the problem. Many professionals consider it okay […]

Work-life balance is the ultimate dream, isn’t it? But in today’s digital world, it can be hard to strike the right balance between work life and home life. Technology has meant theoretically we can work any time of day or night – and that’s just one part of the problem.

Many professionals consider it okay to respond to work emails at the dinner table, for example. So it is no surprise that research shows 57% of parents struggle to find quality time to spend with their children.

It’s time to get serious about the elusive work-life balance. Here are four tips to get you started.

1 Remove the idea of balance

The first point to make is that ‘balance’ is not the right word to use; alternatives include work-life blend, work-life harmony or work-life integration. Instead of conveying the idea that one person can balance everything at once, it needs to be a more fluid idea. At times you will feel your days are equally shared between home and work, and at other times you will feel pulled strongly in just one direction. It is a continual process. Put simply, the idea of balance is unfeasible and chasing it will make you feel like a failure.

2 Recognise the benefits of self-care

Making time for yourself might not come naturally to you, but it’s important to be kind to yourself. Even if you feel like you are forcing yourself to do it, practising self-care means you can take a step back at the end of each day and focus on yourself. Self-care can help reduce the effects of stress, prevent burnout and keep you focused. It’s time we all made time for ourselves.

3 Find a new interest

Not everyone works in a job they are passionate about, but you might find meaning in alternative interests outside of work. Whether it is volunteering, sports or another group activity, finding a hobby you can share with others can be incredibly gratifying.

4 Understand it will take time

We all have different careers, commitments, priorities and goals, so getting the right blend of these will take time. Even if you are doing well, it may not feel like that to you. These three steps will help you figure it out:

Life is refreshingly unpredictable and the idea that an individual can balance everything at once needs to end. Taking a fresh look at work-life blend/harmony/integration, being clear about what you want to achieve and not beating yourself up if things go wrong will set you on the road to a more meaningful life. If you’re looking for better work-life harmony, give us a call today.

To see our latest B2B marketing and creative jobs please click here for more information.  Alternatively if you require bespoke HR support then please visit HR Services.