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If you've decided it's time to move on, consider what you really want from your next role.

Talk to recruitment consultancies about the current market, which sectors are recruiting and how long the recruitment process is currently taking.

Self evaluation

Self-evaluation is critical but often overlooked when you start thinking about finding a job. Take some time to assess what you've learnt in your last job, your strengths and weaknesses and what areas you need to develop. Think about the type of role that interests you and what type of organisation will be actively looking for your skill set.
This will help you clearly articulate to recruitment consultancies and employers what you want to achieve from your next move. Reflecting on your skill set will also help you market yourself and it's of utmost importance that you differentiate how your skills and achievements make you different from someone else with the same academic qualifications.

Research

Talk to recruitment consultancies about the current market, which sectors are recruiting and how long the recruitment process is currently taking. Ask for any market update and salary information and sign up for job alerts that match your chosen role criteria.

Choosing a consultancy to register with

Look for an established, specialist consultancy that has a good reputation in the marketplace. Although it is often worthwhile registering with more than one agency it is important not to register with more than two to three agencies to prevent your CV from being sent to the same organisation. Ask the consultancy about the benefits of registering exclusively with them - good consultancies will actively market your CV to their best clients and will also target organisations on your behalf. Another factor to consider is whether the consultants are working on a commission basis - they may not always be objective when assisting with your job search. You should also choose a consultancy that gives every consultant in your specialism access to your CV, if not, you will only find out about the handful of roles that your consultant is dealing with.

Networking

By being well-networked, you are not only enabling yourself to tap into the 'hidden' job market, but giving yourself a real advantage over other candidates. Your network should include anyone who can assist you with a job search or career move. It can include past and present co-workers, bosses, colleagues from business associations and friends. Use tools like LinkedIn to expand your network.

Search job boards

Research which online job boards cater specifically for the industry you are looking to work in. Once you have identified which job boards are appropriate, use the search engines to locate roles that match your discipline, job type, salary and location. You could also create a user accounts to upload your CV (for companies to find) but this can be a risky strategy as you have no idea whose desk your CV may land on.

Read the trade press for your sector

Whatever sector you work in, it's critical to understand the issues affecting your profession or industry sector and in-depth insight will put you ahead of your fellow job seekers. You can also gain key information on who is moving roles to help you target your job search.

Contact us

To find out more about current opportunities and/or to arrange an appointment with one of our specialist recruitment consultants, please contact our Dublin office on +353 (0) 1 633 4111. 

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Recruitment consultancies are used by many individuals to assist them with finding a new job. Deciding upon a change of career is a daunting experience for many and the question of where to even begin your search can be a cause of stress and confusion. 

Whether you are unemployed and searching for a job, or currently in a role but interested in finding out about potential new opportunities, Suzanne Feeney, country manager at Robert Walters - Ireland examines the key issues to consider prior to starting your job search, and the benefits involved in using a third party to negotiate on your behalf. 

By using a third party your anonymity is preserved until the time is right to reveal your identity.

Why use a recruitment consultancy?

Many professionals looking for a new job will not want to approach companies directly for fear of losing confidentiality and exposing themselves as someone who is not dedicated to their current employer. By using a third party your anonymity is preserved until the time is right to reveal your identity. It is also a practical step if you are in a senior position as executive jobs are not always made public and it can be difficult to hear about them if you are not working with a recruiter. Recruiters have contacts in industries and at companies that you might not even be aware of. They can help market your CV to the right people and provide you with additional exposure to potential employers.

Recruiters spend a large part of their day speaking with decision makers in the market. A good recruiter is someone who is able to not only assess your key competencies and skills, but find an organisation where you will also fit in culturally. This is something that you would not necessarily know without “insider contacts”, as interviews can often create a false environment which is not indicative of the day to day working environment of the organisation.

A recruitment consultant acts as an objective third party between you and your prospective employer, and eliminates any awkwardness you may feel about discussing salaries, benefits and career progression with a stranger.

Many organisations are not openly recruiting at present – if an organisation has undergone a redundancy programme where they have had to let a number of their staff go, it is often inappropriate to then be advertising for new positions. Recruitment consultants are often given the ‘heads-up’ by their clients who will tell them that even though they are not officially recruiting, they would like to see strong CVs for a particular business area.  

Choosing the right consultancy is key when considering your next career move. It is essential that the recruiter completely understands your background and has assessed your skills to an extent where they can assist you with your career progression by speaking to you about specific market opportunities. A good recruiter will not only speak to you about job opportunities, but will advise on interview techniques, CV layout, core competencies for specific roles, salary expectations and progression paths.

With this in mind you should consider the following criteria when assessing which consultancies best meet your needs:

Consultancy client base – which clients does the recruitment consultancy work with and is this client base representative of the career path you wish to take?

CV ownership – you should have complete control over the whereabouts of your CV. Some consultancies will often send a CV to clients without the express permission of the candidate. Do not tolerate recruitment consultants who send your CV to clients without you knowing it - this is completely unacceptable behaviour and under no circumstances should you feel pressurised into working with them as a result.

Consultant remuneration – does the consultancy work on a commission basis? Consultancies that work on a direct commission basis can sometimes let the prospect of commission override the needs of the candidate. Look for a consultancy that does not directly remunerate their staff on the volume of placements they make but targets people on client retention, repeat business and candidate referrals.

Candidate care and satisfaction - you should also feel that you have a right to ask about the consultancies policy towards candidate care. The end result of this is that you should feel that you have entered into a trusted working partnership that lasts your entire working career rather than a one-off transaction.

Consultant credibility – does the consultant understand your needs and the business/role you want to work in? It is vital that you feel like you are speaking to credible consultants with relevant industry/market knowledge. Make sure you trust the consultant. Be 100% honest with them and expect/demand 100% honestly and confidentiality at all times. Ask how much experience your recruiter has. It is important that they have industry experience and are a specialist in your business sector.

Confidence - most importantly, you should have confidence in the consultancy that you choose to work with. They should act ethically and responsibly on your behalf; and represent you accurately to the market place.

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How to market yourself to potential employers

Today’s business climate is more competitive than ever and the ability to differentiate yourself from your competition is vital when securing employment. How then can you set yourself apart from the rest of the job-hunting crowd, and be noticed by potential employers?

Suzanne Feeney, country manager at Robert Walters, Ireland shares some insights into the process of securing a new role.
All hiring organisations are looking to find employees who can hit the ground running and add real value to an organisation in a short space of time.

1. How to sell yourself? – features and benefits

Think of yourself as a sales person who is selling a product. In this instance the product is you. When people buy a product, they not only need to know what that product is, but more importantly, what the product can do. All hiring organisations are looking to find employees who can hit the ground running and add real value to an organisation in a short space of time. In order to differentiate yourself in this current market it is essential that you not only have the necessary qualifications but also the potential to bring greater value than anyone else. In order to market yourself smartly you need to be able to convey your strengths and achievements in your cover letter, CV and interview. The key is to ensure your skillset is 100% relevant to the position and your skills are easily transferred to this new job. Do not use sweeping generic generalisations – back them up with a proven track record.

2. Which questions should you ask about the market?

- Industry sector: Which industries are growing at present? Which organisations are more resilient to the current downturn than others? What do you know about this sector and why are you interested in it? What value can you add?

- Skill base: Which industry sectors could you work in given your experience? What are your transferable skills? Which organisations in the market could you approach and what skills could you offer them to enhance their service offering?

3. Should you research the organisation?

It is unacceptable in this day and age to attend a job interview without having thoroughly prepared prior to the meeting. Preparation can take anything from three to four hours to a number of days. In order to be fully equipped for an interview you need to have done as much research as possible on the sector, the organisation and the role in question. This involves online research, accessing company reports, recent PR/news articles and utilising any useful contacts to extensively increase your knowledge. Prove your commitment and interest in the sector, organisation and position by asking concise, focused and clear questions about the company in order to demonstrate your knowledge and research. A common interview question can often be: “Why do you want to work here?”, so use this as an opportunity to display not only your knowledge on the organisation and industry sector, but to prove that your experience and accomplishments will be utilised to the maximum potential in this new role.

4. How to prepare your CV and cover letter?

It may sound obvious but any cover letter to a potential employer should use a name, address and title. Avoid the classic impersonal “Dear Sir/Madam”. In your cover letter briefly describe your experience and then include a paragraph on your suitability to the role to grab the hiring managers’ attention. Your CV should be tailored to each job you apply for. Balance your responsibilities with achievements and accomplishments. Use your previous work experience and success to convince a potential employer that you possess the knowledge, skills and expertise to add value to the bottom line in a short space of time.

5. Why should you work with a recruiter?

Specialist recruitment consultants know their market extensively. They spend their time speaking with clients and candidates so they know exactly who is hiring and what different organisations are looking for. When you work with a good recruiter you should receive invaluable career consultation and advice as well as professional coaching to prepare you for interviews. A good recruiter will have access to opportunities that are not being advertised in the public arena and therefore provide you with a selection of potential jobs from a number of organisations that you may not even know are recruiting.

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With more than 500 million existing profiles spanning a geographical reach of 200 countries and two new members joining every second, LinkedIn is changing the professional landscape and making it easier for recruiters to interact with you.

An effective online professional profile has therefore become crucial to get noticed by recruiters and employers. Here are 5 quick ways to update your LinkedIn profile today to get the most out of your experience.

1. Refresh your profile photo

Adding a photo to your profile makes you 36 times more likely to receive a message on LinkedIn and profiles with professional headshots get 14 times more profile views. Ensure your photo is taken facing forward with a professional backdrop and a smile. When uploading the file ensure you name it yourname.jpg this will ensure it returns on the first page of Google and also in Google image searches when your name is entered.

2. Revise your summary 

Your summary is your very own personal brand statement. It is your opportunity to tell your story and introduce yourself to prospective profile viewers. Ensure you include any new achievements and career aspirations as to what types of roles you may be seeking to move into. Conclude your summary with a call to action as to what next steps you want the reader to take.

3. Add supporting media and documents

Review any documents such as presentations, whitepapers and images of your work that can support your profile. This will boost your visual portfolio and support your written profile. Always ensure you have permission to share your work publicly, especially if there is commercially sensitive information included within it. 

Profiles with work experience receive 14 times more profile views.

4. Update your current experience & record achievements

Your LinkedIn profile is your online resume, so even if you are not looking to change roles it is important to update your current experience with any new achievements. Things to include are certifications, courses, awards, languages, projects and publications. Also reflect on any charity or volunteering work you may have done which can be added to your profile. Make sure you have included your education history and have added your school, college or university from the LinkedIn list as this will also open up opportunities for alumni networking.

5. Review your contacts and groups

Effective networking with your peers can be the key to achieving your career goals by finding contacts who can introduce you to new opportunities. Go through your connections list and review who is in your network – are there people you have met with recently that you may not have added? If so, reach out with a follow up message. Also look to colleagues you work with or new clients that you are not connected with and add them to your network.

Take the time to review which groups you are a member of and whether you are engaging to get the most value professionally. Perhaps there are new groups you can join to broaden your network or leave others that are no longer relevant. A quick review of your group memberships will ensure you get the most value professionally and open up new opportunities.

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You’ve decided to make a job move, so where do you start? 

Although coming to the decision that you’re ready to change jobs is a big step, translating that decision into the reality of finding a new role can still seem like a frustratingly long way off.

Even before you land your first interview, there are things you can do now to help you prepare for a job change.

 

Write your ideal job description

You know you want to move on… but move on to what? Have a go at drafting a job description for your ideal role. Factor in your strengths and areas of interest, and think about the areas you like or dislike about your current role. Use this ideal description to inform your job search.

Draw up a timetable

Break down your job search into a series of manageable phases – such as:

• Research
• Selection
• Applications
• Interview preparation

Work out what you need to do at each phase – eg for the application phase, you’ll need your CV ready, for the interview stage, you’ll need to have done a wardrobe review - and include a realistic timeframe for each phase.. Pin this timetable up somewhere at home to help you stay on track.

Put out feelers in your network

Ask around among trusted contacts about interesting employers, valuable information sources and the most effective recruiters. This will give you ideas for companies to research online and follow socially, and recruiters you may want to contact. It may even turn up some interesting opportunities.

Sign up for alerts and newsletters

Think about the best sources of new job information in your industry, and make sure you’re signed up for all relevant alerts and newsletters. Many sites allow you to tailor a search by relevant criteria such as travel distance and salary band, and receive notifications of new relevant opportunities.

Talk to some recruiters

With their in-depth knowledge of your market and of recruitment trends, a good recruiter can be a mine of useful information, about everything from salary expectations to skills requirements to job hunting tips. Set up a few informal exploratory calls with recruiters that look like a good fit.

If you’re a top-notch candidate then a really good recruiter may offer to look after your job search exclusively. Exclusivity means you’ve got a dedicated resource working hard to find you the perfect role. You may prefer this option as it saves you having to liaise with lots of different recruitment agencies.

Start updating your knowledge  

Now is also a good time to make sure you’re on top of trends in your industry, regulatory developments, technological changes and so on. Identify a few key publications that you can trust to keep you really informed, and make a point of looking at them regularly.

Now is also a good time to start paying more attention to current affairs too, so you can be as well-informed as possible come interview time. Think especially about the impact of key news stories on your industry. 

Set aside some daily search time

Set aside a small amount of time each day to dedicate to your new job search, and draw up a list of things you want to do every day. This will typically include looking at LinkedIn, checking key job sites, and reading the latest news from key industry publications.

Maximise your LinkedIn presence

The greater your engagement on LinkedIn, the more visible your digital presence. Follow companies and connect with recruiters in sectors and industries that interest you. Use the alumni search tool to reach out to valuable connections. Also, look to update your LinkedIn status frequently with engaging insights and links, and post relevant articles to boost your profile views.

In addition, spend time ensuring your profile is up to date and worded to maximise your appeal to potential new employers, complete with a professional looking photograph and details of all your latest experience and expertise. You can also ask contacts to endorse you for skills and leave testimonials.

Boost your appeal to a new employers

There are lots of things you can do in your current job that could also stand you in good stead in your job search.

To boost your personal brand online, for example, offer to write blogs and other thought leadership content on behalf of your company. Even before you land your first interview, there are things you can do now to help you prepare for a job change

To enhance your skill set, look to take up any suitable training or development opportunities on offer. And be ready to take on new responsibilities or new areas of work that you can add to your profile.

Widen your skill set

Learning something new to add to your CV is always a good idea, particularly if you’re looking for a job that’s slightly different to what you do now, or if you’re worried about a potential gap in your skill set. There’s a wealth of online courses, tutorials and evening classes out there, many of them free. Find out what might be relevant to the job you’re looking for and start learning…

Refresh your CV

If you’ve been working in the same role for years, there’s a chance you haven’t opened your CV file too recently. Make sure to update it before applying for new jobs. Add in all your relevant experience, extra courses you’ve undertaken and other skills you might have developed recently. For more on this, see our article on writing a successful CV.

Refresh your wardrobe

A smart professional outfit makes a great first impression and inspires confidence in the wearer. Have a look at your wardrobe and see if you’ve got a killer outfit, or whether now might be a good time to invest in a new look. You may have several interviews or meetings to attend, of course, so think about updating essentials as well.

For further help with preparing to move jobs read our article on how to write a personal brand statement

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With more than 300 million existing profiles and two new members every second, LinkedIn is changing the professional landscape and making it easier for recruiters to interact with you.

No longer is a paper CV enough to sell your skills – an effective online professional profile is essential to encouraging great opportunities to come to you.

Here are five ways to get the most out of your online professional profile:

1. Make a good first impression 

Complete your profile, from the summary to your education, and update it once a month. The more content you have the greater the likelihood you will pop up in recruiter searches. Including a professional photo will significantly increase the chances of your profile being viewed.

2. Connect with everyone

You might think you should only stay connected to those you already know, but this is a rule better applied to more personal networks like Facebook. With LinkedIn, it’s in your interests to connect with as many people as possible and to help them connect with each other. The more direct connections you have, the larger your overall network will be, creating more opportunities in the long run and increasing the chances that your profile will be seen.

The more content you have the greater the likelihood you will pop up in recruiter searches.

3. Recommend others 

The more you give, the more you will receive. An impressive employment history will always help to draw recruiters in, but it is the recommendations from others that will really convince them to meet with you. Recommend others as much as you can, and they are likely to reciprocate. If you do this over time, your job hunt will be much easier when you do start looking.

4. Join groups 

Whatever your industry, joining and actively participating in LinkedIn groups will put you in touch with other experts in the field. Posting intelligently and often in group discussions will establish you as a thought leader in the market, widen the reach of your message and help you connect with key people you might not otherwise have interacted with.

5. Optimise your search rankings 

Recruiters search for keywords, so optimise your ranking by incorporating industry terms into your heading, summary and work history. Keep it light on the overused buzzwords, however, such as visionary or guru, and make sure your language is clear and concise, avoiding industry jargon that might be hard for those outside your business to understand.

So just remember, a great CV alone probably won’t get you into your next great big role, but find out how to avoid common CV errors here. The vast majority of candidate sourcing techniques include LinkedIn, other social media channels and of course, personal networks. When it comes to getting noticed, a professional social presence is essential.

To discuss any of your recruitment needs, please contact one of our experienced consultants on dublin@robertwalters.com or 01 633 4111.

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How to find an employer you can believe in: 6 key questions to ask

We all want to work for a company that we can feel good about and that’s aligned with our core values. So how do you find an employer you can believe in? Here are a few key questions to ask…

We spend around a third of our adult lives at work, according to the World Health Organisation. Of course, many of us work primarily to provide a stable home for ourselves and our families and to enable us to pursue our hobbies, interests and passions. But with so much of our precious time devoted to our work, shouldn’t it carry some greater meaning too?

Certainly the research suggests so. For example, some 83 per cent of millennials (and 80 per cent of Gen Z-ers) believe that business success should be measured not just in terms of financial performance, but also by a broad mix of goals that includes making a positive impact on society and the environment; improving people’s lives; and an emphasis on inclusion and diversity in the workplace.

In their quest for meaningful employment, some will look to work in the not-for-profit sector. But meaningful work doesn’t have to mean charity work, and it does not even have to mean a career change. Sometimes it’s simply about working for a company that we genuinely feel good about, that works hard not to just be profitable but to do its bit for the environment and the wider community.

So, what can you do to make sure your work is meaningful to you? Here are six questions to ask when you’re looking for an employer to believe in...

1. What is said about the company in the news?

Simply doing an internet news search and going back over a few years’ headlines will give you a good sense of what your potential employer is like ethically, and how the business is perceived in the wider world.

Are there stories about R&D, philanthropic initiatives and exciting sponsorship deals? Or is the picture more one of suspected tax evasion, ruthless efficiencies and employee dissatisfaction? A bit of targeted Googling will soon reveal the ethical grain of any organisation.

2. What is the company’s leader like?

The leader of a business is the embodiment of its vision. If you can’t believe in the leader, you’ll struggle to believe in the organisation that they preside over.

There’s even a link between the business performance of a company and the integrity of its CEO. So carry out a bit of due diligence on the boss. What’s their track record on the issues that matter to you, such as the environment or diversity or gender pay? A great way to do this is to check their CEO rating on Glassdoor to see what employees really think of them.

3. Is there real proof of ethical practice?

Many companies will flash their ethical values across their websites and promotional materials – indeed, it’s a requirement to demonstrate policies in certain areas such as diversity, recycling and anti-slavery. But talk is easy: it’s important to scratch the surface and ask if the company really delivers on its promises.

Dig a little deeper and see if proof of CSR in action can be found in the news, on the internet or on the company’s social media channels. Is there evidence of real projects happening and employees getting involved in things like volunteering and fundraising?

4. How eco-friendly is the organisation?

Every business and every individual must play their part in protecting the environment, and if this is something you’re passionate about, you’ll want to look hard at how your potential employer is contributing to a greener world.

Of course, it depends on the industry, and different sectors face different challenges: the carbon footprint of an airline, for example, is likely to be inherently more challenging than that of a digital media agency. But what matters is the way in which the organisation responds to the specific challenges it faces, and how it measures up to its peers. 

Here too, actions speak louder than words. It’s easy for a company to create a shareable meme about how much it cares about polar bears and the ice caps. Don’t let yourself be ‘greenwashed’ by clever marketing – look for tangible evidence of companies making real commitments and meeting or even exceeding them in measurably effective ways.

Take a look at the company’s sustainability report or annual report to see if they’ve achieved any independent ratings such as FTSE4Good or if they’re working with reputable organisations such as the World Land Trust.

5. How has the company addressed any criticisms that have been made against it or its sector?

In the race to make profits, companies can be guilty of cutting corners and making mistakes. But beyond the negative reviews, regulatory infringements or critical press coverage, an important question to ask is: What happened next? 

A key test of a company with integrity is the way in which it responds to criticism or censure. Does it look to honestly address its faults, and put measures in place to stop them happening again? Or does it lurch from one PR or customer service crisis to the next?

Likewise, you can also look at how the company responds to negative Glassdoor reviews. Do they seem open to feedback and willing to engage with critics? Or are their responses defensive?

6. What does the company’s social presence tell you about the culture?

You can tell a lot about a company by looking at their social media channels. Are they distant and corporate-sounding, or do they come across as engaged and in touch with the issues their people care about? Social channels allow a company to showcase life behind the scenes giving you an insight into the culture.

Employer review sites like Glassdoor are another good source of insights into employer culture, although it’s important to remember that every individual assessment is subjective.

When looking at all such content, consider: Do you get a sense of a team pulling together? Do people look like they enjoy socialising together? Do they get together behind good causes? Does it look like a culture that celebrates achievements and truly supports development for all? Or do you sense evidence of less desirable traits, such as presenteeism, lack of innovation and demotivated employees?

Finally, if you want to make sure that not just your employer but also your career itself feels truly meaningful to you, check out these six essential questions for finding a more fulfilling and satisfying role.

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For marketers, it's important to consider how professional social media networks such as LinkedIn can help them develop their personal brand and stay up to date with industry news and jobs.

Networking provides professionals with the opportunity to build productive and lasting relationships. To succeed you must continually connect with new people, cultivate emerging relationships and leverage your own network.

Social media groups are seen as the ideal platform for discussing trends, gaining market intelligence, interacting with like-minded professionals, job-hunting and ascertaining the identities of key marketing players within different industry sectors.The marketing profession is changing rapidly, and marketers need to ensure they stay up to date with the latest trends in their discipline or sector.

"The marketing profession is changing rapidly, and marketers need to ensure they stay up to date with the latest trends in their discipline or sector," said Suzanne Feeney, country manager at Robert Walters.

While the primary goal of sites such as LinkedIn is to highlight individual working achievements, they are now becoming centres for individuals to illustrate their industry-specific knowledge, share best practice and to network with other likeminded professionals.

Given that a majority of job seekers and hiring managers view these sites as ‘professional’ and ideally suited to recruitment, they are often used as a first point of call when searching for talent as well as a common vetting tool when judging a person’s potential influence within a field. Keeping your professional profile up to date and being visible within these communities as much as possible can open you up to some of the best marketing opportunities available.

Looking for a new marketing role? View the latest opportunities from Robert Walters.

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As any experienced jobseeker can tell you, there are plenty of recruitment consultancies out there but, with each varying significantly in terms of experience, expertise and style, how do you find the one that’s right for you? Here, with the help of our experts, are five key questions to ask…

 

Are they a specialist in the area you’re working in?

Job roles are increasingly specialised, and it’s frustrating for a candidate to talk to someone who claims to have in-depth understanding of your sector and discipline, but, when you scratch the surface, it’s clear that they don’t really understand your area at all. How can someone represent you credibly to potential employers if they don’t really get what you do?

“You want to look for functional expertise in your area,” says Singapore-based Joanne Chua, Robert Walters’ regional client development director for Southeast Asia and Greater China. “If you are a digital marketing candidate, for example, you want to be sure that you are talking to a recruiter who has a demonstrable track record of recruiting in that area – or who can at least draw on a large team, backed by appropriate experience, that does.”

“What you don’t want is someone who’s a jack of all trades and a master of none,” says Suzanne Feeney, country manager of Robert Walters Ireland. “Someone who was working with a lawyer yesterday, has a marketer today and a receptionist tomorrow. Look for evidence of knowledge of your industry or sector – throw a few keywords at them and see how they cope.”

Do you have people on the ground?

For candidates considering an international move, it’s vital to have people on the ground who know about your target territory, says Joanne Chua. “If I’m looking to relocate from London to Singapore, I’m about to move somewhere that’s very different in all sorts of ways to what I’m used to. I need someone who’s physically based where I’m going, so they can advise me on all those vital details beyond work, such as tax, housing and culture.” This kind of local knowledge and experience will help you as a candidate decide if the location is a good fit for you.  

Do you work on commission?

“When consultants work on individual commission, the dynamic changes,” says Suzanne Feeney. “Without the pressure of commission, there’s no need for a consultant to over-sell a specific role or  try to shoehorn you into something that’s not really the right fit for you. So, it’s really worth taking the time to find a recruitment consultancy that incentivises recruiters to work in the long-term interests of candidates and organisations,” Louise advises. “In my experience, this approach removes the aggressive ‘salesiness’ you sometimes see and means you can trust your consultant to work in your best interests rather than their own.”

Joanne Chua agrees. “Ask yourself: Is this consultant in it for the long haul? Do they care about me? Some recruiters are very transactional – they just want to get you placed so they can pick up a commission and move on to the next one. But as a candidate, I want a recruiter who cares about me and my future, who’s in it for the long-term relationship.” 

Will you have the whole business working for you – or will you be working solely with one person?

“You want a consultant who’s interested in finding the right job for the right person,” says Suzanne Feeney. Good recruiters will introduce a candidate to other experts within their business, she says, all of whom will be happy to contribute their skills, contacts and knowledge of different territories.

“You want access to the widest possible pool of opportunity – the whole array of jobs and opportunities even up to the global scale,” she says. “This is another disadvantage of the individual commission-based agency, where you’ll only meet the one consultant, who’ll be desperate to place you among their contacts and won’t be able to take account of the wider network of possibilities that might be out there.”

Will I have to work with one agency exclusively?  

It’s never wise to go with a recruitment consultancy that demands you work exclusively with them, says Suzanne Feeney. “A good consultant should make you feel you’ve no need to go elsewhere, that the whole market is being covered for you – but they should never try to pressure you into any kind of exclusivity agreement.”

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Although you might be spending majority of your time at home, this doesn’t mean your job hunt must come to an end. As recruitment specialists, Robert Walters outlines a number of actions you can take to continue your job search right from the comfort of your couch! Here’s our top tips to make a successful journey to finding your ideal job:

 

 

1. Keep in touch with your recruitment consultant

Make sure to check in regularly with your recruitment consultant as they have first-hand access to a stream of live roles which may be best suited to you. They are ready to support you and assist you through your job search so do reach out as often as possible.

2. Explore contract work

In an uncertain job market, cautious employers are more likely to invest in temp-to-perm hires. Contracting is a fantastic opportunity for you to take control of your career, and for some people, it’s the best decision they’ll ever make. Contracting can also be an excellent way to gain experience and get a foot in the door with a great company.

3. Consider video interviews

Get vital face-time with employers and recruiters. Even if they can not meet you in person, they will still be available to meet you on a video call. Let your recruitment consultant know you are open to video interviews and identify which applications you have available to you and which you are most comfortable using. If you are unfamiliar with a certain application e.g. Skype, your recruitment consultant can support you to work towards your successful Skype interview. Check out our top video interview tips here.

4. Test technology in advance

Before any video interview, always test your Wi-Fi connection and audio setting to ensure you have minimal disturbances during your video call. Be sure to have switched off any pop-ups or downloads that might interrupt your call.

5. Social media activity

Use this time at home to be as active as possible on networking platforms such as LinkedIn. Switch the settings on your LinkedIn profile to let recruiters and employers know that you’re actively open to job approaches – this means your profile will turn up on active searches related to your field. This way it is far more likely that a recruitment consultant will reach out to you with new jobs.

6. Create a digital CV

Robert Walters recruitment technology allows candidates to record interviews on your mobile, laptop, desktop or tablet in your own time, answering pre-determined questions. With your consent, our recruitment consultants can send your interactive CV to prospective employers for review, speeding up the recruitment process for you.

If you would like to find out more information on how to ensure a successful job search from home, or more information on the job search process, contact the team today.

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Have you found yourself back on the job hunt? As employers make cutbacks on promotions, training opportunities and unfortunately, in some cases, their headcount, you may feel overwhelmed and directionless when job hunting in a post-pandemic market. However, while you may feel like your career has taken a backwards step, it’s important not to allow this ‘bump in the road’ to stall your career.

 

Whether you’re re-entering the jobs market, or your job hunting for the very first time, the process of looking for your dream job, applying for jobs and interviewing (and interviewing remotely) for jobs can be daunting for anyone, especially if you feel like you’re stuck in a rut. Keeping up a positive morale and staying optimistic all of the time can be difficult. 

So, in our Keeping Your Career on Track series, our recruitment specialists have outlined top ten tips to stay motivated on the path to your dream job:

1. Create a plan

Start with the basics. Ask yourself questions such as ‘What companies are top of my priority list?’. Outlining even your top five preferred companies can help you to devise a smart and targeted plan for your job search. Next steps include researching your chosen top five and learning about the companies, competitors in their industry, skills requirements, employment offers and career growth opportunities to figure out what it is you're looking for and how your skill set matches up. Firming up a clear plan can help you tick the boxes along the way and stay on track.

2. Set targets

Set realistic goals for yourself i.e. instead of setting out to apply to 20 jobs in one day, go for quality rather than quantity. Starting with small but effective actions such as cleaning up your LinkedIn profile, following target businesses and connecting with the right people in your industry, will help expose you to your opportunities of interest. Setting unrealistic targets will only leave you dissatisfied when you cannot reach them.

3. Visualise it

Where can you see yourself working? Visualise your dream job - your dream job title, company, salary, location. Picturing yourself in your ideal situation, while also visualising the end result, can help you remind yourself why you’re doing this and what you’re doing it for. Creating a ‘vision board’ can help with this.

4. Create a portfolio of testimonials

Creating a collection of any testimonials you might have, can help remind yourself of your skills and talents that you perhaps have not highlighted on your CV. This can be anything from a LinkedIn endorsement, to a client review, or a manager’s feedback. While you can reference these testimonials to potential employers during the interview process, they also benefit your personal motivation. Take time to acknowledge your accomplishments and be proud of how far you’ve come.  

5. Subscribe to motivational speakers

Research motivational speakers and subscribe to watch or read their content. You might be surprised at how watching one ‘Ted Talk’ for example, can spark an idea or give you that extra push you were looking for. Once you’ve found speakers you identify with, set up alerts so you’re notified of their new content, that way you’ll never miss an opportunity to learn!  

6. Subscribe to industry specific blogs

Use this time to surround yourself with leaders in your industry. Keeping up to date with their content can allow you to become familiar with the market and any industry specific updates or advancements. Becoming more knowledgeable about the industry will allow you to engage in a higher standard of discussion at interview stage.

Becoming more knowledgeable about the industry will allow you to engage in a higher standard of discussion at interview stage.

7. Create a gratitude journal

It’s important to remind yourself of all of the things you are grateful for, both personally and professionally. A great way to stay motivated is to write down three things at the end of each day that you are thankful for. Reading back on these points at the end of the week can help highlight all of the positives and push through uncertainties or insecurities that have been holding back your job search.

8. Give back

The best way to feel valued, is to support and show appreciation for others. Give back to those around you who may help you along your job hunt journey by sending  a thank you note. On a broader level, from volunteering for a local cause, raising money for charity, to helping out with a project you believe in, charitable acts put you in good stead to build positive relationships, add more strings to your bow and realise that your actions make an impact.

9. Surround yourself with the right people

Some people lift you up, motivate you and bring out the best in you. Surround yourself with these kinds of people, who want what’s best for you. The positive energy of a strong support network will encourage you to push on and strive for the right role for you.

10. Be kind to yourself

When things don’t go as planned, the first person we are hard on is often ourselves. It is important to be kind to yourself during this process. Encourage yourself the way you would like someone else to support you during a job search, and remember your value doesn’t decrease just because someone else hasn’t noticed it yet. Keep on going until your potential is seen and heard by the right employer.

Take a look at our top tips to successfully job hunt from home.

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Business Intelligence (BI) is a transformative organisational function, key for business growth and to gain competitive advantage. Yet, the degree to which an organisation maximises its employees’ potential can vary drastically.

Do you feel like you’re able to add value in your current position? If not, it is time to consider your next career move. Two senior consultants, specialising in BI, share their top six signs it’s time to look for your next BI role.
 

Your company won’t adopt the latest BI technology

Has your company has been using the same technologies for the past few years? With the IT landscape rapidly evolving, many technologies that businesses are currently using could soon become obsolete.

Mat Knutton, Senior Consultant at Robert Walters comments, “In order to gain competitive advantage, companies need to be increasingly dynamic, ensuring they are keeping up to speed with the latest trends in BI and investing in the latest technologies from the industry’s leading suppliers.”

Some of the latest technologies prevalent in BI include predictive and prescriptive analytics, self-service BI and artificial intelligence (AI).

A reluctance from your employer to invest limits long-term business growth and prohibits you from gaining a thorough understanding of your business performance. For example, how can you ask questions about your data if your spending time building reports and pulling that data out of numerous databases?

What’s even more important to consider is your future in the field. If you’re not adept in the latest technologies, this could harm your employability in the long-term. You don’t want to be playing catch-up later down the line.

There’s little opportunity for development

When evaluating your current BI position, you might want to think about how much opportunity you get to further develop your technical or design skills. Aside from formal training, this might be through BI-specific seminars and events with leaders in the profession, or participating in a BI network to keep up to date with the latest trends, share skills and generate fresh ideas. 

Mat continues, “BI networks and industry events are becoming essential for professionals to upskill, learn innovative ways to get more out of their data and gain insights into streamlining their current analytics processes.”

If your employer isn’t putting enough emphasis on your career development, it could be time to transition to a company where learning is at the forefront of your role.

You’re not getting enough stakeholder interaction

Stakeholder interaction is key to delivering a successful BI project. If your BI function is sitting in isolation within IT, you’re unable to engage with staff at a variety of different levels in your organisation. You’re also unable to gain an essential transferrable skill which will be invaluable to you as you further your career.

Alex Taylor, BI Principal at Robert Walters explains further, “Stakeholder engagement should be a fundamental aspect of any BI position. For a BI project to be successful, it needs to be embedded in the business at all levels to ensure the function is working in line with overarching stakeholder objectives.”

If you’re not getting the stakeholder interaction essential to BI, it’s unlikely you’re able to maximise the value you are adding to your organisation. As well, you could potentially be seen as a support-only function, rather than recognising the vital business resources that BI brings.

There is no coherent BI strategy

Perhaps your strategy isn’t really linked to any tangible business goals, your role has become lost and the BI function isn’t actually influencing any strategic decision-making.

“A clearly defined BI roadmap outlines where the business wants to be in the future and identifies KPIs to continuously measure performance against business goals. An organisation without a robust BI strategy does not value its data and is unlikely to gain competitive advantage,” Alex continues

If your BI strategy lacks direction, you should think about working somewhere where BI stimulates tangible business outcomes.

There’s no room for creativity

Maybe you’re driven by creativity and analysis, but your role is confined to the technical delivery of BI. You’re spending your time reporting to the business rather than generating fresh insights from your data. Maybe you’re passionate about design – you want to be creating intuitive dashboards to present high level data to users, but you’re spending the majority of your time managing spreadsheets.

If there’s little scope for creativity in your current role, now could be the time to find a job where your creativity can flourish.

You don’t have a positive work-life balance

As with any role, you want to maintain a positive work-life balance in your BI career. Depending on your personal preference, you might want a BI job that gives you the autonomy to carry out your job effectively without having to stick to stringent office hours or unpaid overtime.

“With BI candidates in high demand, businesses are becoming more flexible with their employment offers, and adopting non-monetary benefits such as flexi-time and agile working with portable tech,” Alex highlights. 

If your employer doesn’t acknowledge the benefits of a positive work-life balance and you’re not getting the sociable hours and flexibility you’re looking for, it’s worth looking for employers who will provide this.
 

If your company is not delivering on any of the above, it could be an excellent time to make your move now.

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Six signs its time to change jobs 

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So you want to move into your next job in accounting?

Competition for quality accounting candidates is intense; therefore it is important to confidently convey your reasons for wanting to move into a new role by demonstrating that you have a career plan in place.

Asking yourself a set of career questions can help you identify your reasons behind wanting to find a new job and can be a good starting point planning your career. 

“With many accounting professionals looking to move jobs within the first three years of employment, you should aim to go above and beyond when demonstrating why you want to secure a new job" said Tallia Beagle, Manager at Robert Walters.

"Ideally, having a clear career plan in place will help you express why you are taking the next step in your accounting career”.

What to consider before changing jobs:

• Are you getting what you need out of your current role?
• Have you decided on your short/medium/long term aspirations and the key steps you need to take to get there?
• What has driven you to these conclusions – are they realistic but ambitious?
• How do you intend to get there and what are your milestones?

Once you have established your reasons for wanted to move on in your career, the next step is to create a career plan to manage your aspirations effectively.

With many accounting professionals looking to move jobs within the first three years of employment, you should aim to go above and beyond when demonstrating why you want to secure a new job. 

How to create a career plan:

• Talk about it with a mentor
• Build a relationship with a good consultancy
• Be realistic and talk openly about what you want
• Develop your profile - get involved in other areas of the business
• Identify your own strengths and weaknesses – Annual appraisal / CPD
• Have a positive attitude, believe in your abilities
• Regularly review opportunities – internal & external
• Be prepared to take a (managed) risk

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