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Millions of employees from various industries throughout the world have left the job in the last year and a half. Many have attempted to explain the mass exodus, but reports indicate that it may be due to inadequate pay, limited career advancement, poor work-life balance, general dissatisfaction with management or the company, and a variety of other factors.

In competitive employee markets, a comprehensive employee retention programme is a critical differentiation. It is common in today's war for talent to focus on acquiring talent to counteract any turnover an organisation may have experienced. While this approach is critical, managers must also identify the root cause of the problem and consider why their best employees quit in the first place.

Today's IT jobs impact virtually every aspect of a company, therefore it's essential to have effective retention strategies to reduce turnover. How do you keep your employees? 

Employers are having to revaluate what makes their company worth working for as employees decide what's best for them. If you believe your company is at risk of losing top talent, or if you have already begun to lose your best employees due to the Great Resignation, it is important to examine some employee retention techniques. We've 10 retention techniques to reduce the risk of turnover based on years of developing and managing high-performing technology teams.

1. Hiring For Cultural Fit

Hiring the proper individuals is frequently the first step in retaining employees. And, having a recruitment process that ensures you're hiring the right people is the best way to ensure you're hiring the right people. People can gain knowledge and skills. Hiring someone who understands your cultural values, on the other hand, will result in more loyal and engaged staff. New personnel can integrate more quickly into the team. They are more at ease and can contribute more quickly.

It is recommended not to subject candidates to a lengthy and time-consuming process because it may send them away. More importantly, conducting interviews in a way that allows you to better understand the prospect and if they have the necessary abilities for the post or will be able to develop them on the job.

Bad hiring decisions account for 80% of all employee turnover. One should try to think outside the box and go beyond the standard interview questions. Pose questions about your company's core values. Describe how the role links to the values. It will help them understand what is expected of them.

2. Make an effort to create welcoming work environments

Employees must work in surroundings where they feel supported; this is critical to employee retention. As a result, seek to create an environment in which people may thrive and perform to the best of their ability.

Every new hire needs to be prepared for success right away. In addition to the job, your onboarding process should teach new hires about the corporate culture and how they may contribute to and succeed in it. The orientation you give new hires, whether in person or digitally, can set the tone for their entire employment with your company.

Some of the most effective ways to accomplish this are to provide enough on-the-job training, to practise good and clear communication, and to offer benefits and bonuses.

3. Employee compensation

Employees frequently depart because they believe they are not sufficiently compensated for their efforts. For example, according to LinkedIn's Global Talent Trends Report 2020, firms rated highly in offering fair compensation had a 56% reduced rate of turnover.

As a result, one best practise for enhancing employee retention is to ensure that employees are adequately compensated, beginning with a base pay. Consider giving increases, promotions, or taking on new tasks.

4. Perks

Offering benefits can attract new employees, re-engage current employees, and improve employee morale. Employee retention relies heavily on benefits and bonuses. Offering them demonstrates to employees that you actually care about their well-being and may provide them with a sense of security in their lives. For example, perks such as health insurance ensure that employees may obtain adequate care if they become ill.

Fitness discounts, access to corporate promotions, or even delivering coffee in the workplace might be added advantages. If you want to include perks that are directly tied to employee wishes, solicit feedback from employees on what they would like to see presented.

5. Professional Development Opportunities

Employee retention relies heavily on training and development.

Employees who are not appropriately trained for their employees may feel underprepared for their jobs or underperforming. If employees believe they are unable to do their duties, they may seek options that provide full onboarding and on-the-job training.

94% of employees surveyed by LinkedIn for its annual Workplace Learning Report said they would stay at a company longer if it invested in their professional development. Businesses that do not give these internal training opportunities are passing up a great opportunity to alleviate the global skills shortage. 75% of businesses who cite recruiting challenges say it's difficult to locate applicants with the capabilities they require. As a result, many businesses are providing internal training opportunities to upskill their existing employees.

6. Communication

Employee retention relies heavily on communication. People are more likely to feel prepared for their employment and to ask questions if they are unclear when they understand what is expected of them and there are open lines of communication.

As a team leader, you must also ensure that you are contributing positively to the overarching goal of the team, which is to create timely, constructive, and effective communication. Make sure you actively engage with each team member on a regular basis to measure their workload and degree of job satisfaction.

7. Continuous feedback on performance and Career Development

The yearly performance review is being replaced with more frequent meetings with team members by many businesses. Discuss your employees' short- and long-term professional goals during these one-on-one meetings, and assist them in imagining their futures with the business.

Working with employees to construct a career path at work is an excellent method to increase retention. It provides people with a goal to strive for and can be a strong motivator.

Quarterly, bi-annual, or annual career discussions in which managers sit down with employees and discuss where they want to go, how they may get there, and what possibilities are available are excellent ways to put this into practise.

While it's never a good idea to make promises you can't keep, work through prospective professional progression scenarios with a colleague and develop a practical strategy for achieving your objectives.

8. Work-life balance

Employees who believe they are expected to be in work mode 24 hours a day, seven days a week may experience stress and burnout. They may also choose to work somewhere else where they know it is encouraged to have a life outside of work.

Instead, promote work-life balance and establish boundaries. For example, you could argue that people should set aside time to do work and then set aside time to put everything away and pick it up the next day.

Encourage staff to take time off when needed or even take breaks during the workday to promote this

8. Flexible work arrangements

Since the lockdown, hybrid workplaces have become a hot topic. It is the ability to work in the office or remotely, depending on one's preferences. However, some employers are wary of the idea of a virtual workforce. However, the option to work remotely can benefit both employees and employers. Yet, some employers are not entirely all-in with the idea of a virtual workforce. But the option to work remotely can be a win-win situation for both employees and employers.

Employees save time and money by not having to commute. They've got a better work-life balance and fewer distractions. Working from home is also a lot safer alternative. Employers, on the other side, can save money on infrastructure and overhead, eliminate office politics, and reduce absenteeism.

The best thing is that there are no geographical restrictions when it comes to employing employees. As a result, you have access to a larger pool of talent.

9. Foster a culture of diversity and inclusion

Employees are increasingly appreciating workplace diversity, particularly in the technology industry. According to Built In, three out of every four employees want to work for diverse companies, giving employers who prioritise diversity a significant competitive advantage. Unfortunately, the tech industry still has a long way to go before its teams are more diverse.

It is critical to look beyond colour, language, and gender to guarantee that employees are treated properly and that businesses have access to the best talent. Furthermore, diversity influences inclusion and higher levels of team satisfaction.

10. Provide Actionable Feedback

Employees want to know how they are doing, so offering feedback is essential. They will be aware of areas of strong performance as well as specific talents that require development.

Providing this feedback demonstrates to employees that you are concerned about their performance and how it affects the organisation. When you provide actionable feedback, you demonstrate that you care about their progress and aren't merely telling them to do better without providing any extra guidance.

Employees who aren't given feedback are left puzzled about their performance and wondering if they need to make changes. They may seek employment elsewhere where they may learn more about how they're doing.

The value of staff retention strategies cannot be emphasised in today's tight labour market. Because a few employees leaving an organisation can quickly result in low morale and unmanageable workloads, it is critical to be proactive by implementing effective employee retention strategies such as compensation reviews, recognition programmes, and opportunities for upskilling and reskilling.

Employees who feel appreciated and believe their organisations are invested in their development are happier, more productive, and more loyal—a win-win situation for everyone.

Are you a candidate interested in  finding a job opportunity that is aligned to your aspirations or goals or a client looking for to build out your technology teams but need help when it comes to recruitment planning, processes, attraction, and retention? Get in touch today with one of our recruitment consultants today.

As companies compete for specialised professionals, discussions on the future of work are increasingly focusing on the advantages of blended workforces. While many businesses have typically preferred permanent employees over contract labour, this is changing. More executives and hiring managers have discovered they need to explore beyond standard resourcing strategies in a tight employment market caused in large part by the pandemic.

The scarcity of available computer specialists is one of the most urgent challenges for companies. The demand for technological products and services is increasing in the digital age. However, according to IT Nation's People and Skills Report, IT job prospects have reached a 10-year high and now account for approximately 14 percent of the overall UK workforce. According to the Office for National Statistics, job opportunities in the UK will outnumber unemployment for the first time in 2022.

If you're having trouble hiring qualified permanent employees, is it time to consider how contractors can help your company? These choices may appear expensive on paper, but there is a wider picture to examine.

Flexibility

It is challenging to optimise the amount of employees in your workforce. It is about balancing the amount of employees so that they do not exceed the budget while also not becoming understaffed. Using contractors gives your company the flexibility to avoid these extremes.

Contractors will quickly assist you in meeting your needs. In the tech industry, you may be given enormous assignments or unique projects that require your organisation to rapidly expand up. Contractors provide your organisation with a one-of-a-kind opportunity to be flexible, which is critical in the tech era.

Skills

Some businesses are hesitant to engage with contractors because they believe it would prevent great talent, but this is not the case. Because of how quickly in-demand talents can change in the computer business, many highly talented individuals choose to work as contractors.

Furthermore, the tech industry often requires a fairly specific set of talents. These specialised skills are usually only necessary for a brief period of time. Using contractors to address these skill gaps within your company for certain projects and business goals is an easy option.
 

New Ideas and Abilities

Contractors generally have a lot more exposure to diverse firms and working settings because of their expertise working with multiple clients. As a result, they frequently add new perspectives and insights to the initiatives in which they are involved.

Their lack of ties to the company also provides them with the advantage of being able to examine an issue objectively and propose effective ideas that go beyond the status quo. A contractor's independence from a company also allows them to facilitate decision-making and adopt new methods without fear of internal bias.

Trial Run

Hiring a new permanent team member is a significant investment. In the fast-paced world of technology, finding and acquiring the appropriate talent can cost your company a lot of money. Even so, you can't be confident that they'll be a good fit. Utilise tech contractors to reduce the use of those resources.
A trial run will be important in determining whether or not that person is a good fit. It will also help you determine whether the position is something you will require in the long run. With the current increase in IT employment, how can you be certain that your firm has the correct tech position? Using contractors is a great way to test new positions you are considering acquiring for the long run.

Cost-Saving Methods

Contractors are cost-effective resources for meeting project-driven demands as well as unforeseen upticks in internal operations and systems. Working with a contractor can help you save money on initial hiring costs if your budget is a barrier to employing fresh talent.

When compared to hiring permanent employees, outsourcing is an excellent way to save money. Take a look at the following:

- No holiday, sick, or overtime pay

- Only compensated for the exact set of hours you require them to work

- Reduced overhead costs

- Insurance covered by the agency 

- Tax and pension dealt with by the contractor 

- Controlled staffing budget 

Many businesses have begun to reconsider their employment practises in the present economy, particularly in the fast-paced area of technology. Using contractors allows your firm to be more flexible, save money, gain access to a broader range of capabilities, and test the waters with tech jobs and people.

Has your organisation considered maximising on the trend by utilising contractors? Or do you require further assistance in navigating the world of contracting? Our team of recruiting professionals is ready to talk about the opportunities that contractors can bring to your firm. Contact us right away to learn more about how we can help you.

Every job applicant has a sizable social media presence, regardless of the position. including a wide range of services, from more specialised ones like gaming websites to well-known ones like Facebook, YouTube, Twitter, and TikTok. These stories reveal a variety of details about a candidate's opinions, attitudes, and behaviors.

An applicant's social media activity and profiles can reveal a lot about them. It should come as no surprise that businesses are increasingly checking applicants' social media profiles as part of the hiring process. A business's inventory of risk-prevention tools must include social media monitoring as it develops its working cultures and procedures.

Your personal social media profiles can seriously affect your professional life. In a 2020 survey by The Harris Poll, 70% of employers surveyed said they believe every company should screen applicants' social media profiles during the hiring process. Additionally, 78% of employers believe current employees should maintain a work-appropriate social media profile.

Since we tend to think of our personal social media accounts as "personal," chances are that looking at an applicant's profile can provide insight into their personality that goes beyond their resume. But are these reviews being done correctly, fairly and compliantly?

What is a social media screening?

Social media screening is typically conducted prior to hiring when an applicant applies for a job. It examines an applicant's social media profiles and activities, including what they post, like and comment on. Some of the platforms they are likely to check are LinkedIn, Instagram, Facebook, Twitter, TikTok, and WhatsApp.

The check identifies a candidate’s online presence to look for negative behaviours such as bullying, racism, nudity and excessive bad language. It also identifies potential privacy issues, such as leaking information, and content that could potentially damage your organisation’s reputation.

A social media check is designed to complement the range of standard recruitment checks that employers usually carry out, from CV screening and references, to ID and criminal record checks. The checks complete the picture of an applicant, giving the employer valuable insight into how a person is likely to behave in the workplace.

In general, employers pay attention to all warning signs. This could include sharing illegal activity, offensive comments, violent or aggressive behavior, sexually explicit material, or confidential information.

Follow these tips to increase your chances of getting a job with potential employers when they look at your social media: 

Don't delete your profile.

Some candidates may be tempted to completely remove their internet identities out of fear of finding something humiliating or unfavorable, but employers warn that this tactic can backfire. If they couldn't find a candidate online, about 1 in 5 employers indicated they wouldn't interviEw them.

Not only would it appear as though you are trying to conceal something, but deleting your profile won't necessarily ensure that the data is gone forever.Instead, make sure that your social media accounts are updated and tidy.

Use social media to your advantage.

Contrary to popular belief among job seekers, most employers look for reasons for hiring someone. More than 1,000 companies were questioned by Harris Poll, and the results showed that 67% of them are seeking proof of an applicant's qualifications before hiring them. This demonstrates to potential employers that you value your online presence by including your social media accounts on your resume.

Maintain the accuracy of your social media profiles, particularly LinkedIn, so that they accurately reflect your most recent employment history and achievements.

Google yourself.

Google yourself for a minute once every few weeks or months. It's wise to anticipate what may surface since this is probably where your employer will start when looking at your web presence. By doing this, you can make sure that the top search results reflect what your employer wants to see.

You might also think about enabling Google notifications for yourself so that you'll be alerted as soon as something new appears. You're good to go if everything continues to be positive. There are businesses you may work with to enhance your web profile if there is something you'd prefer to remove.

Make your social media profiles private

You should create at least one social media account just for business and keep personal accounts private because it is acceptable for employers to look at public social media accounts.

Be cautious of recruiting managers that ask for details that aren't readily available online. This should raise a red signal for the organisation because it is comparable to employers asking inappropriate questions during interviews.

Does background check show social media?

Background checks often do not reveal social media accounts .Most background checks contain information on credit history, legal difficulties, and job history. On a background check, social media accounts could occasionally surface, though.

There are businesses that perform background checks based on social media, but it is a different paid service.

What to avoid on social media

The study found that a whopping 55% of employers who use social media screenings said they found content that made them not hire a candidate.

Follow these guidelines to keep your online presence professional:

1. Avoid posting anything that may be offensive.

2. Be purposeful in your posts. Ask yourself: What is my goal with this post? Is this best for a private or public site?

3. Keep it simple: remember that less is more on your public profiles.

4. Never complain about employers or colleagues on social media

Even if you have found a job, you should not neglect your online presence. The study found that 78% of employers use social media to find out about current employees.

If you're looking for help throughout the hiring process, our team of experienced consultants are here dedicated to helping you through the process, from advising you on your social media presence, to interview preperation. Get in contact with us today to speak to one of our team. 

Do you have a tech job interview coming up? Are you considering applying to tech positions? These interview tips will help you land the job.

Standing out in a job interview can be a challenging task, especially in a competitive job market. A new job can unlock a whole world of possibilities, but the pressure to favourably present your skills, experience, and your ability to make a good first impression can make any job search an intimidating endeavour. However, with proper preparation and a strong understanding of what the employers are looking for, you can increase your chances of impressing the interviewer and landing the job.

Learn how to ace an interview with our steps that will help you stand out and succeed:

1. Conducting Research

This is one of the most basic yet effective interview preparation tips. You'd be surprised at how much research on the company, role, and interviewers can help.

Educating yourself on the company for which you are interviewing serves two purposes. For instance, it ensures that the company's mission and culture align with your personal interests, career goals, and values. Second, your ability to authentically incorporate this knowledge into an interview demonstrates that you are thoughtful, well-prepared, and genuinely interested in joining their team.

Prepare by thoroughly reading the website, following their social media feeds, searching Google for any interesting or relevant results, searching GlassDoor for reviews, and reviewing the LinkedIn profiles of anyone participating in the interview. Take notes to assist you in developing questions that demonstrate a genuine interest in the company and what they do.

Another area to research which again is a very popular question within in an interview is based upon the role your applying for. In every job you apply for you should read through the job specification to help understand the requirements of the role and the desired skills your potential employer is seeking. An in depth understanding of this will allow you to highlight and prepare your applicability for the role, therefore enhancing your likelihood of being successful within the process.

Researching the interviewer is generally underused, however can be so beneficial. A quick scan of the interviewers LinkedIn profile can allow you to understand the individual and perhaps presents an area of relatability. Therefore, this illustrates you’ve gone that extra mile to prepare for the interview which will set you apart from other candidates.

2. Closely study the job description

Before an interview, head back to the job posting. Go through the description with an eye toward interview questions. Note key phrases or skills mentioned in the job description and pick examples that show your expertise in those areas. For example, if the posting mentions project management skills, list specific times you effectively led projects. You can take these concrete examples and integrate them into your answers to interview questions.

3. Make sure your formal and professional

Yet again, such a simple tip that so many candidates fall down upon. In every interview you conduct you should always make sure you attend on time and are dressed accordingly. It is always better to overdress rather than underdress as once again it show you’ve made more of an effort with the process. This is particularly important in first stage interviews and first impressions, as they are key to an individual’s perception of yourself and this professional manner should be retained throughout the whole process.

If it’s a remote interview, be fully dressed and set up to test your equipment well before the interview starts. Phone or video interviews often precede in-person interviews lately. Although everyone is familiar with the frustration of technical difficulties, a bad connection, dim lighting, or a noisy background can distract from the great impression you’re hoping to make. Ace an interview (even from a distance) with our remote interview tips.

4. Prepare for the typical job interview questions

The number-one way to learn how to ace an interview is to come prepared with strong answers to interview questions. While you won’t know exactly what will be asked, you can increase your odds of doing well by researching common job interview questions such as 'Why do you want this job’ and coming up with 50- to 100-word answers.

5. Practice your answers to technical questions

Tech job interviews often come with technical questions. The specific questions depend on the role and job title. In addition, interviewers want to know how you approach problems, where you go for information, and how you work with others. 

Common technical questions include:

• How would you solve this particular tech problem?
• What steps do you take when debugging code?
• What's your strongest coding language?

Brush up on technical skills relevant to the job. And don't worry if you can't immediately answer the question. With technical questions, your approach and problem-solving often matter as much or more than the specific answer.

6. Ask Questions

It's also crucial to ask relevant questions. Avoid walking into the interview without questions for the company. Even if you've done your homework, not asking questions can suggest you aren't invested in the job. Show your interest in the company and the position by inquiring about the company's history, culture, and values. Ask them what tech stack they use, what tools you will get the opportunity to be hands-on with. This will demonstrate your research and preparation, as well as your desire to learn more about the company and the role. If you’re struggling for ideas on questions check out our blog about the best questions to ask in an interview.

7. Showcase Your Value

During the interview, make sure to highlight how your skills and experiences can benefit the company. Use specific examples from your past experiences to demonstrate how you have added value to previous employers. For instance, if the job requires experience in Linux administration, refer to specific times in your past where you have been involved with that.

8. Be Honest

We’ve all been there when a difficult question arises within an interview or a difficult topic you’re unsure of comes up. In this situation, although it may be tempting to provide a satisfactory answer, it is more important to remain truthful so if you lack experience, or think your potentially weaker in a certain area, it is okay to admit this! Employers will respect your honest and transparency with them and it keeps the relationship authentic with themselves. There is no point lying regarding something in an attempt to get further within a process as this will ultimately come back to bit you in the end.

9. Ask Questions

Even though you may feel like you’re being interviewed, ultimately it is a great chance for you to ask questions and gain further insight in to the company and the role. So many candidates fail to do this, but is so important to ask questions throughout and at the end of the interview. This can help clear up any uncertainty on the role and make sure your 100% committed to the role and the process. Furthermore, discussing the company and role with the employer will help build rapport and shows you care about the next move in your career. Normally, I would suggest preparing around 8-10 questions to ask, some of these may be answered by the interviewer throughout anyway.

Overall, by following these tips, you can increase your chances of standing out in a job interview and impressing whoever it is that you’re speaking with. Remember that the key to standing out is to be well-prepared, confident, and enthusiastic about the opportunity. With the right attitude and approach, you can increase your chances of landing the job.

I understand these may seem like simple tips but these tips are so effective and can be used to in every interview at any stage!

Franklin Fitch is proud to announce that we have achieved the Good Business Charter Accreditation for our ethical and business practices, an initiative that promotes the importance of responsible business practices.

The charter encourages responsible capitalism in the UK, by publicly accrediting organisations that prioritise responsible business and good business practice. The initiative measured Franklin Fitch over ten components including a real living wage, fairer hours and contracts, employee well-being and environmental responsibility. By recognising businesses that meet their high standards, the Good Business Charter aims to inspire other organisations to follow suit.

WHAT IS THE CHARTER?

The Good Business Charter is a simple accreditation that organisations in the UK can sign up for in recognition of responsible business practices.

The charter measures behaviour over 10 key components: real living wage, fairer hours and contracts, employee well-being, employee representation, diversity and inclusion, environmental responsibility, paying fair tax, commitment to customers, ethical sourcing, and prompt payment of debts.

A qualifying organisation must meet all ten commitments to receive GBC accreditation. Open to the private sector, public sector and charities of all sizes including a simplified version for organisations with 50 employees or less.

 The GBC consists of 10 components and more details for each of these components can be found on their website: www.goodbusinesscharter.com

- We are a Living Wage Employer who pays directly employed staff and regularly contracted staff the regular living wage.

- We commit to a fair approach to zero or minimal hours contract including giving at least two weeks’ notice for scheduling shifts and still paying for shifts cancelled at less than two weeks’ notice. We commit to considering providing contracts with guaranteed hours. Both of the above are necessary unless requested otherwise by the employee of their own free will.

- We will have clear, fair and transparent policies that support and encourage employee well-being and ban unreasonable penalties for legitimate sickness.

- We will engage with worker representatives and ensure there is a voice that represents employees around the boardroom table.

- We will commit time and money to create an inclusive workplace. We will monitor the diversity of our workforce, committed to closing the gender, disability and ethnicity pay gaps and narrowing the CEO/worker pay gap.

- We care about the environment and have an environmental policy which demonstrates the ways in which we are committed to reducing our environmental impact and continually improving our environmental performance.

- We commit to pay our taxes, not engage in tax avoidance and be transparent in our relationship with HMRC.

- We recognise our commitment to our customers. We publish this commitment on our website and gather and monitor customer feedback, reporting to the board and addressing concerns.

- We commit to the standards set out in the Ethical Trading Initiative Base Code where relevant to our organisation. 

- We are signatories of the government’s Prompt Payment Code.

This recognition serves to endorse Franklin Fitch’s strong ethical culture across all areas of its business as well as its commitment to customers. It will also provide an additional platform to ensure that Franklin Fitch continues to develop and promote good business practices, now and in the future.

Taking breaks and vacations from work is extremely important, both for our health and our well-being. The reduction of burnout and stress through time off can be very meaningful for a person’s overall metal and physical state. But getting back into the rhythm of working and getting organised may not always be so easy…

Especially after the Christmas season and the festivities that it brings, it may seem like a struggle for most to get back behind their desk. Luckily, a little pre-vacation strategic plan can help you prepare yourself more for your first few days back and help you accomplish a smooth exit and re-entry! Here are some tips to help guide you into a relaxed holiday and then right back into the work life.

Pre-Vacation

1. Make a running list of your projects before you leave

Being away from your work causes you to forget and get out of the daily details of tasks and projects. We therefore recommend making 2 lists which you can use upon your return. First, make a list of all the projects you are currently working and their corresponding status level. Second, a list noting down all projects and tasks you want to start at your return. Your priorities might change, but starting a list will give you a good starting point once you return.

2. Delegate the things that can't wait until you return

One project which you are working on, may need to be completed or worked on during your leave. Be sure you are clear on who is covering your urgent tasks and give your co-workers an overview of the deadline and all the information they need to succeed.

3. Set up an out of the office email

Don’t wait until the last second to set up your out-of-office email – Email services allow you to pre-schedule your vacation notice days in advance. Set the expectation whether you will be checking your email while you are away and leave an alternate contact if anything urgent has to be discussed.

4. Clean up before you leave

Organise any files or documents you have lying around your desk and create some order in your workspace! This includes cleaning up your Hard drive on your computer as sorting out your email. This step does not guarantee to come back to perfection, but you will have a better starting point.

5. Give yourself a buffer day

Giving yourself a buffer day between the day you return from vacation and going back to work, you allow yourself to be able to relax and be able to complete all the little tasks without being under pressure. Taking care of small tasks at home and settling in properly can make your re-entry into work much smoother.

Post-Vacation

1. Block time on your calendar for emails

Blocking time out on your first day back to go through your email allows you to identify what has been going since you have been gone. Alongside this, it allows you to prioritise again and determine what projects are important and which ones can be waited on.

2. Make a to-do list

Create a clear to-do list when returning from a longer vacation. This helps you get back into the rhythm of prioritising and checking off tasks which could range from small to large. Small tasks are good to complete on your first day as it makes you feel accomplished and will give you motivation for the days ahead.

3. Schedule catch-up meetings

Scheduling meetings or catch-ups allows you to not only follow up on the people who covered your work while you were gone, but also allows you to book some time out of your calendar. Talking with your colleagues and team members as well allows you to get back into the rhythm of working and setting your priorities with projects and tasks.

4. Resume your usual routine

To get back into your work routine, it is also essential to get back into your usual routine after work as well. This includes waking up at the same time you usually would, go through your typical morning routine and end your day the way you usually would. Getting back into your typical routine allows you to feel more balanced in your transition.

5. Get lots of sleep

After being on vacation, you might feel a bit of a vacation hangover! In response to this, sleeping and getting a lot of rest can help ease the tress of starting to work again. Don’t work crazy hours to make up for the time you lost while on vacation and keep your sleeping pattern the same as usual.

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Now that you have settled into the working rhythm again, it’s time to plan your next holiday! It’s always nice knowing when you will have another trip or some time off. That anticipation will you keep you driven for weeks, and helps you stay on track at work.

Taking time off to recuperate and enjoy other aspects of life than work such as travel or other activities can have a great impact on your well-being. If you are looking for a new exciting position which allows you to create such a life/work balance, then don’t hesitate to reach out to one of our many specialised consultants for a confidential conversation!

Professionals today have a wide range of employment possibilities, so businesses must step up their hiring practises. The competition gets tougher every day. Even while we are unable to forecast what will occur in five years, we do know that this tendency won't be abating anytime soon.

Leaving candidates with a positive impression of you is the ultimate goal. How? Through candidate experience, that is. To convince candidates to trust you with their job possibilities, you must provide a positive candidate experience. Before getting into the details of how to improve the candidate experience. First, let's discuss what candidate experience is and how significant it is.

What Is Candidate Experience? 

The entire hiring process that a candidate goes through is referred to as the candidate experience. It simply refers to how candidates are made to feel during their interactions with you. As more and more businesses realise how important it is to establish a healthy relationship with potential employees, it has gained a lot of ground recently.

Why Is Candidate Experience Important?

Candidate expectations are rising and will continue to do so in the upcoming years, thus candidate experience is crucial. Within 60 seconds of discovering a company online, candidates have already made up their minds about it. This implies that you have less than a minute to make an impression on candidates searching for your business, and first impressions matter.

Candidate Feedback Spreads Quickly and Far

Nowadays, everyone shares everything online. 60 percent of respondents surveyed, according to a Forbes article, had unfavourable candidate experiences at some point, and 72 percent of them shared those experiences online or with friends, family, and coworkers. Because of this, it's more crucial than ever to make investments to ensure that candidates have a pleasant experience from beginning to end.

The Job Market Is Oversaturated

Finding excellent applicants is now more straightforward than ever thanks to the growth of online recruiting and remote employment. That's excellent news for businesses that need to fill positions. Today's candidates are motivated and eager to work, so you have more opportunities than before. Contrarily, this signifies that the competition is fierce!

Businesses are known for their hiring procedures and organisational climate almost as much as for the calibre of their services and goods. As a result, in a crowded job market, your ability to draw candidates and deliver a great candidate experience will have a significant impact on your competitive edge.

First Impressions Have a Ripple Effect

The first impression a candidate has of your business will stick with them throughout the entire hiring process, so make the most of it! Candidates typically conduct their due diligence prior to your initial contact. However, the first email or meeting a candidate has with you will set the tone for all subsequent communications.

A favourable candidate experience may also contribute to a favourable perception of your goods and services. Additionally, it affects the reputation of your brand. Focusing on the candidate experience will benefit your business and brand in addition to making applicants feel welcome and respected.

Candidates Will Give as Much as They Get

The good news is that applicants are now more concerned with what they learn from an event. Forbes claims that young professionals are not afraid to change professions if the career development options offered by their current employers do not fulfil their expectations. This is particularly relevant to millennials.

Work-life balance, organisational branding, and candidate experience are no longer just trendy buzzwords. They are necessities for business. How would you like to be treated if you were the candidate and went through your hiring procedure from beginning to end? By responding to this, you'll be able to connect with your candidates and beat out the competition.

Ultimately, when you focus on the experience you provide, the returns will be in the form of committed, loyal, and passionate employees. 

The Key Is Transparency

You may discover a good amount of statistics and methods for enhancing the candidate experience online. But ultimately, from the perspective of the candidates, it all comes down to your openness and authenticity.

Be as honest and transparent as you can when communicating. Never ignore emails for weeks or months at a time. Be truthful and proactive. No matter what news you have to provide, your candidate will be happy to hear from you rather than being left in the dark.

Finally, a strong organisation brand will be created for you by combining an effective hiring process with a strong emphasis on the candidate experience. You will receive all the assistance you require in order to scale your business and recruit and keep top performers.

The year is slowly drawing to a close. While many are likely to be getting to overindulge and celebrate, there are a select few motivated job seekers out there, taking advantage of this time of year by getting those valuable applications ahead of the masses.

Many people suspend their job hunt over the holiday season thinking that this time of year is slow for hiring. In reality, it’s anything but. 

There are boundless articles online that suggest you avoid the end of the year period for applying for jobs, with most reasons attributed to company personnel on leave over the popular holiday period, or general activity in most workplaces declining. These opinions often overlook the fact that now can be an excellent time to update your CV and start your job hunt.

This article will help to shed some light on the myths around end-of-year recruitment and explain why you should begin job hunting right now, rather than waiting until January.

Nevertheless, entering before the holiday rush might be very beneficial:

1. Businesses still have hiring budgets to spend

Many articles suggest that hiring budgets will be drained by the end of the year and you should wait for the new year to begin job hunting.

The truth is, heads of departments within any company will project what their hiring plans will be for Q1 - Q4 well in advance so that the yearly budget for hires can be approved by the Finance Director. Any hard-won hiring budget will need to be utilised at year-end to ensure a similar hiring budget can be secured for the following year.

Companies often have wish lists when it comes to positions they'd like to fill, but often those positions aren't listed during the course of the year because it's not clear whether there will be enough wiggle room in the budget to bring on another salary.

As the year draws to a close, however, the dollars left over from the original budget become clearer. This allows companies to consider opening up those positions that would be highly beneficial to them, but which they previously were unsure they'd be able to afford. Keep an eye out for these types of positions that open up as the end of the year looms.

2. You can be ready to start work in January

If you’re planning on leaving your job hunting until January, you may want to reevaluate that decision. January is often a very busy time of year for many companies and so managers may struggle to fit in interviews and training of new staff members.

The end of the year, especially just before the holiday period, can often be calmer in terms of workload, making it easier for teams to consider their recruitment for the year ahead. This makes it an ideal time for you to get in touch with companies and start applying for jobs.

Many employers would like to hire new starters using a carefully planned hiring process that would ensure the right candidate is sourced the first time. Training can be conducted following a well-structured induction plan that will allow for new starters to be brought up to speed quickly and effectively.

If recruitment takes place at the end of the year, you can then be fully trained and inducted, so you’re ready to hit the ground running in January, just like the rest of the workforce.

The benefit to you of applying now, rather than waiting until the new year, is that the hiring process can be much speedier. You can expect a lower applicant rate and clearer calendars make it easier for interviews to be scheduled with the hiring manager.

3. You can beat the competition

If you wait till January to start job hunting, along with everyone else, your CV will be joining the hoard of other job hunters’ CVs on a hiring manager’s desk.

Use the myth that job hiring stops during the festive holiday period to your favor. While everyone else waits to start their job search in January, start your job hunt in earnest now. Fewer applicants mean more chances of your CV being noticed and a quicker hiring process. So, make sure you craft the perfect CV, cover letter and get job hunting now.

4. Businesses don’t stop just because it’s Christmas

Christmas is a huge national holiday, and it is easy to believe that most employers will be winding down and not interested in conducting interviews during the festive season.

While this may have been the case in the past, in the digital 21st Century, businesses don’t come to an abrupt stop just because it’s Christmas. Resist your own temptation to stop completely over Christmas and New Year and start job hunting now.

Get job hunting now

Ignore the myth that hiring managers are not looking for candidates at the end of the year.

Businesses are still recruiting and are looking to get talent in place now for 2023. Put yourself ahead of everyone by updating your CV. You may even be able to secure a new job before the end of the year and start your new role in January – a new job for a new year. Get in ahead of the rush and apply for your next role now and contact us today. There's still time to brush up on those interview skills too, to really impress your future manager - see our tips on how to prepare for an interview here.

It might be challenging to find the perfect candidate for the job, and many various aspects must be taken into account. Here, we examine the effects that experience, cultural fit, and certification may have on hiring decisions for the technology sector.

Professional Certifications

Professional credentials vary in terms of purpose, educational requirements, rigor and industry, and those who earn certification typically cite multiple benefits. At the top of the list are relevance and staying current, personal accomplishment, career advancement and marketability, and increased earnings.

Today, a wide range of independent organisations and IT vendors, such as Amazon, Cisco, CompTIA, and Microsoft, provide hundreds of IT certifications. 

Certifications can cost up to several hundred pounds. Taking the CompTIA A+ certification exams (two are required), for example, costs a total of £233 as of June 2022. The Certified Information Systems Security Professional (CISSP) costs £588.

Although an exact relationship between certification and job performance is difficult to measure, surveys show that earning a credential increases certificants’ confidence in critical thinking and professional abilities. According to the Global Knowledge and Tech Republic 2021 IT Skills and Salary Report, employees do view certification as a worthwhile career investment. Two-thirds of respondents who were certified within the previous five years reported they felt efforts to obtain a certification were worth the additional commitment. The report also noted that more than half of the respondents said employers support and recognise the value certifications provide.

Numerous research has been done to support the idea that selecting people with professional certificates will be advantageous for hiring managers. A 2021 CompTIA research study aimed at gaining insight into how IT hiring managers evaluate job candidates and the role of certifications in the hiring process, found credentials, such as IT certifications, are factors in decision-making. 

This preference for certification is largely based on improved effectiveness, as noted in the Global Knowledge 2021 IT Skills and Salary Report, which states that more than half of IT managers surveyed reported their staff was “more effective” or “significantly more effective” on the job after attaining certification.

Despite the points made above, there are still a number of reasons why IT certifications are not a reliable measure of an employee's performance.

The first of these is that the technology sector develops so quickly that, as a result of the market's shifting dynamics, a certification obtained the year before can become all but outdated the following year. Furthermore, since anybody may start a certification firm and issue certificates, the legitimacy of certifications has frequently been questioned.

The professional certification sector has been working hard in recent years to address concerns like test score validation, cheating, and other challenges that raise the question of whether a certification is, in fact, a reflection of the candidate's abilities at all.

Experience

Let's now think about the topic of experience. Without a doubt, while qualifications are helpful, nothing beats actual work experience.

According to a Foote Partners poll, experience far surpasses credentials because non-certified IT employees receive bigger bonuses than their less experienced, more certified peers. A hiring manager might judge a candidate's ability to use skills they have learned in the workplace based on experience.

Highlighting instances from the actual world shows that people can put their technical knowledge to use.

Contrary to what was previously stated, emphasizing experience also has disadvantages. Work experience can help someone get ready to perform certain tasks, but it does not mean they have learned anything.

An IT professional who has merely picked up skills on the job cannot determine whether the procedures learned at a company are "best practice"; they can only perform the task. As a result, people who have learned on the job may not be as valuable as those who have expertise and credentials since they may not be able to see the potential for development, which would lead to greater organizational efficiency.

 For example, when programming an application, the code can be written in many different ways. An IT professional who is strictly learning on the job, can’t tell whether the processes learned at one organization is the ‘best practice’ for another. At the end of the day, their work may create a functioning application, but their approach to coding may be difficult to transfer to other companies.

Cultural fit

The last aspect to take into account is cultural fit. After all, the hiring manager is going to spend a lot of time with the employee, therefore it's vital how they interact and come across throughout the interview process. Indeed, others contend that the most crucial element is cultural fit because, unlike talents, personalities cannot be changed.

LinkedIn claims that after three months, most employees are comfortable in their new roles. Personal attributes, on the other hand, are far more deeply embedded and cannot be altered; if they could, it would take more than three months to do so.

Sometimes, a candidate's work ethic, honesty, and openness to learning are valued more highly than any technical expertise they may have. For instance, if a solutions provider needed to add someone to their pre-sales team, would they rather hire a person with a great personality who is outgoing and positive to win business or a pre-sales guru with 15 years of experience who is so bored with the field that he struggles to muster a smile when speaking to potential new clients?

Furthermore, because few tasks are completed entirely in isolation, the formation of teams within organisations can have a huge impact. Teamwork is therefore seen as essential for delivering high levels of customer satisfaction.

Despite this, many argue that using a person's personality to evaluate their suitability for a profession is seriously wrong. Hiring managers typically need a few minutes to form a solid impression of a candidate's personality. Hiring based on selecting candidates who are "like-minded" can have a lot of negative effects. "Good fit" in an organisation might become "the same as," which causes recruiting managers to put people on IT teams more for their interpersonal skills than for any technical advantages they might have to offer.

Conclusion

The research seems to indicate that employing people only based on their credentials, backgrounds, or personalities has both advantages and disadvantages. In light of the research done for this post, I think it would be foolish to claim that there is only one "best-fit" hiring strategy.

Depending on a number of variables, a hiring manager may give each of the three dimensions more weight.

1) Keeping the hire's seniority in mind: When evaluating candidates for a junior support position, a hiring manager will give the applicant's personality a lot of weight. They will be looking for someone who is eager to learn, receptive to new ideas, and passionate about technological advancement.

2) The duration of the position: In contrast, the same recruiting manager will give personality much less weight when selecting a temporary senior engineer to implement a certain technology. This time, they will give more weight to the experience the applicant has gained thus far in his or her career.

The fact that many hiring managers in contemporary markets will not even consider candidates for a position if they do not hold specific certifications further complicates the situation. Accordingly, they contend that the two factors mentioned above are completely irrelevant if the candidate does not possess the necessary certification.

At Franklin Fitch all of our consultants are equipped to assist you through the hiring process and assess which role would be best suited for you, check out our opportunities available here, or alternatively speak to one of the consultants here. 

Application tracking systems (ATS) are nowadays being frequently used by companies and recruiters to streamline their hiring process. There are multiple controversies as well as multiple praises to be found online about the system and its success rate. This system does allow recruiters to keep track of candidates throughout the recruiting and hiring process while having the system function on automated administrative tasks.

This means that the scanning and viewing of resumes are taken over by a system rather than the recruiter themselves. One can imagine that this stirs some controversy, as your skills and CVs are being reviewed and judged by technology (which has room for errors), rather than by humans.  

Before identifying the positives and negatives of ATS, and determining whether they are more beneficial or harmful to companies hiring processes, we want to understand how they work. 

4 basic steps to understanding how an ATS works: 

1. A job requisition enters into the ATS. This requisition (CV) includes information about the candidate’s position, desired skills, past experience, etc.  

2. The ATS uses this information to create a profile for the candidate 

3. As applicants submit their CVs, the ATS sorts and rank them based on how well they match the company profile.  

4. Hiring managers then quickly identify the most qualified candidates and move them forward in the hiring process.  

Some key features which ATS operates: 

- Resume parsing: The process of extracting data from resumes (contact information, work history, etc.). 

- Advanced search: enables you to filter applicants by specific keywords. 

- Candidate sourcing: Allows you to actively search for, identify and reach out to potential candidates.  

- Advanced analytics and reporting: This allows you to generate detailed reports on job seekers, hiring trends, and other data.  

- Ability to schedule interviews: By automating interviews, you won't have to waste time rescheduling, sending out reminders, or coordinating multiple calendars.  

- Automation based on certain events and conditions: the ATS will only be triggered to do something if a specific scenario occurs.  

All in all, an ATS seems too good to be true for recruiters. However, A study by Harvard business review revealed that 88 percent of recruiters felt that qualified candidates were ignored by an ATS because they did not match the exact criteria established by the job description. This leads us to question the effectiveness of ATS and whether it is more efficient, or if traditional methods of recruiting show more promising end results. To analyse this we will list the benefits and disadvantages of ATS and create a judgment upon the following statements.  

Benefits  

1. Streamlines the hiring process 

ATS software allows you to automate various tasks of the hiring process can save you a lot of time and free up your recruiting personnel for other high-value tasks. Posting to multiple job boards, tracking candidate applications, notifying candidates individually, and scheduling interview feedback can all be automated. Not only will it speed up the time it takes to do all of those tasks, but it will also increase the overall quality through standardization. 

2. Resume and CV scanning 

With recruiters who have to scan up to hundreds of resumes per role, even just scanning can take a lot of time. ATS software can be used to review applications and filter out candidates according to keywords and key searches based on the available position. Therefore, the number of resumes a recruiter has to review is a lot less, which opens up more time redirected to higher value items of the business.  

3. Speeds up the recruitment cycle 

Having candidates’ information centralized on a single platform gives recruiters access to organized information allowing them to review and compare candidates more easily and quickly, which leads to a lower cost-per-hire. All communications, including notes, interviewer ratings, cases, and more can be stored and viewed in one location, which simplifies and speeds up the evaluation process. 

4. Reduce unconscious bias 

As ATS is automated and runs on information and data rather than human conception, there is definitely a reduction in unconscious bias when starting the hiring process. This makes way for individuals to not be judged on appearances or any other external factors, and have more focus put on their skills and assets.  

5. Enhance reporting and compliance 

Keep management up-to-date on the candidate pipelines for each job and the effectiveness of different job boards. Easily capture track, and report voluntary EEO data, while remaining in compliance with the guidelines set forth by the EEO/OFCCP. 

Disadvantages  

1. Job-Seekers do not like them  

Studies have been conducted, identifying that 75% of clients use ATS, and 94% say that it improves the hiring process. However, this is a stark difference from what candidates are saying. They describe this type of hiring process as frustrating and full of bugs and glitches. On top of this, there is the argument that they aren’t sure their application will ever get reviewed by a human. Alongside this, most ATS also require the candidate to create a new account with the system, upload their resume and cover letter, and then also fill out exhaustive questionnaires that ask for the very same information in the resume. All in all, the user experience proves to be lacking and only aids the client.  

2. Additional cost 

The annual price tag of setting up an ATS isn’t presented as transparent as it can be. Some other costs that most ATS providers include which they don’t tell you about are: 

-Implementation time and cost 

-Integration with other systems which already exist in your company is time-consuming and resource-intensive 

-Recruiters and upper management need to change their workflow to adapt to the new systems. Several times this is not embraced easily and proves to bring in a lot of challenges.  

3. Possibility of filtering out optimal candidates 

Applicant tracking systems use optical character recognition (OCR) to “read” documents like resumes and cover letters. These systems often fail, without you being notified. And when they do work, they look for cookie-cutter resumes that most closely match the wording of your job description. Therefore, recent college graduates, borderline candidates, career-switchers, and even people that just didn’t practice good resume SEO will be at a disadvantage. It will leave extremely qualified people behind and the loss of those candidates may very well offset the positive impact of this function of an ATS.  

4. Prone to manipulation  

It is a known fact that an ATS, just like any other tool, is open to manipulation. Candidates who are well-versed with the filtering technology of the Applicant Tracking Systems can misuse the same and take advantage of the recruitment procedure. Irrespective of whether the candidate is qualified or not, he/she can simply stuff a resume with the right set of keywords to get selected. Such manipulation of the ATS can be extremely detrimental to businesses and deserving candidates. 

5. Use of keywords 

Applicants can be dismissed simply because they don’t have the proper wording on their resume/application or they did not include the preferred industry keyword in their experience description. 

Closing Arguments  

ATSs can make the often-tedious practice of hiring more manageable and efficient. While potential hires may occasionally feel uneasy about the automated process, Applicant Tracking Systems can make it easier for those clients who have learned how to handle the automated system. Of course, as with many technologically based systems, removing some of the human judgment and leaving complex decisions to be made mechanically can result in an error.  

The decision on whether or not to adopt an ATS rests on the specific needs, desires, and demands of the company. For instance, If the company has hundreds of applicants on a regular basis, then implementing an ATS might make sense. But if a company is hiring in a skills shortage, or wants to pay attention to detail when hiring the best talent, then an ATS would not be recommended. Furthermore, attention to detail is vital, which is what ATS is programmed to do, but including human emotional input and judgment when hiring is still an important aspect to have when interacting with candidates and clients.  

If you are currently looking for a new position and do not want to be filtered out by an ATS, get in contact with us and talk directly to one of our recruiters. You can also visit our blog page for more topics on recruitment, IT, inclusive infrastructure, and more.  

A personal brand has been a buzzword for some time now. So does that make it an actual ‘thing’?

In reality, it’s just a snazzy word for your reputation. Everyone has a reputation whether online or offline – some people are known for being experts in a particular field, others are known for having a humorous approach to how they communicate and in other cases, it’s a combination of several things. It really is who you are.

Having a solid and respected personal brand is beneficial at the best of times, but in this almost exclusively digital world, it could be the difference between nabbing your dream job and not. Being able to showcase your personality and allowing people to “get to know” before they meet you can be a huge advantage.

Your personal brand could be your biggest tool for ensuring you stand out. If you are an expert in something (and everyone is an expert in their chosen career, right?) or feel passionate about a topic, trend or issue you can use your personal brand to showcase yourself.

On that note, we’re here to give you five tips on how to build a successful personal brand.

Trust

Why and what you do are both explained through your own brand. Developing a personal brand helps others feel more at ease and like they know you. It builds trust with your target audience, staff, future customers, or anybody else you interact with. Additionally, having a personal brand makes it apparent what your true intentions are, which is crucial when establishing trust.

Network

A person's connection with you can be facilitated by personal branding. You can also narrow your focus to those who work in your field. Personal branding has no boundaries. It is not limited to the online world.

As your reputation grows, you will be exposed to more people, which will have a good influence and generate excellent referrals. You are, after all, the finest at what you do. Create a network of people you value and care about, and establish connections with them. They will begin to care about you if they see that you are concerned about them.

When recruiters/hiring managers are looking over job applications, LinkedIn is likely to be one of the first places they’re going to look to verify your level of expertise. Do you claim to be an expert in cloud migration? If you’ve recently written, shared, or engaged with an article about it, that’s a pretty good indication that you know what you’re talking about.  

Doing the above is a great way to virtually network. Given that we can’t network in person yet, engaging with others online and adding value to their conversations is a great way to get your name out there and maximise your connections. You don’t always need to be the conversation starter but you should try and be involved in them. You never know who might have the next job opportunity for you!

Credibility

Personal branding allows you to establish your name as a thought leader or expert in your field. It helps in gaining recognition in your area of specialty and is able to build a lasting impression on those you come into contact with both online and offline. Admiration, respect, and trust will go a long way with a person's name.

This might go without saying, but LinkedIn is the perfect space to be able to show your level of expertise and knowledge. Write articles, make videos, record podcasts, host a virtual workshop, engage with content from others, have an opinion – you get the idea.

If you’re an IT infrastructure professional, make sure your content is focused on this space alone. You don’t want to be known as someone who has an opinion on everything, but you do want to be known as someone who has an opinion on all things IT infrastructure – you want to be that guy. But don’t be robotic, be you, and make sure your personality shines through.

Builds Confidence

As you build your personal brand, you'll become more confident. The strengths and positive traits you share in public will give you confidence. However, it's critical to keep in mind that everyone is a human.

Your network might respond very well to your hardships and difficulties. A strong personal brand will highlight your personal qualities and point you in the direction of how and where to apply them.

Authenticity

This is the big one. A personal brand comes from passion, skills, goals, and values. It will help you grow from something you believe to something you live out day to day. This isn't a chance for you to create something you're not. Nobody wants to meet your fake persona. It's so easy to do when we compare ourselves to others, but people want to meet YOU.

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Do you think you’ve got an awesome personal brand? We’d love to see it! If you need help building your own personal brand, or have any other ideas on ways to do this, feel free to get in touch and speak to one of our consultants here.

Franklin Fitch is announced as the winner of the Best Recruitment Company to Work For (£5m to £20m) at the Recruiter Awards!

After being shortlisted for three awards, it was a huge honour to walk away with the award for Best Recruitment Company to Work For, especially given that we pride ourselves on being people- focused.

We were pleased to be recognised for our work to address diversity within our industry. We’re proud to run our Inclusive Infrastructure campaign, where we actively promote diversity and inclusion in our interaction with candidates and clients, as well as the way we run our business. We are providing a platform for those working within or interested in IT Infrastructure to share their experiences with us and to come up with possible solutions together.

‘Absolutely delighted to be announced as the winner of the Best Recruitment Company to work for 2022 Recruiter Awards, genuinely surprised and humbled by this accolade’, says David Annable, our Founder and CEO. ‘I'm very proud of our awesome people, it's their dedication that makes this possible. Supporting our community and seeing our values enacted daily, it is a true pleasure to lead Franklin Fitch.’

We have ambitious growth plans for our offices across Europe and the US. If you’re interested in joining the Best Recruitment Company to Work For then check out our opportunities here!

The Eisenhower Matrix, also known as the Urgent-Important Matrix, is a tool that can be used to help you prioritize tasks. The framework was designed to help prioritize tasks by first categorizing those items in relation to their urgency and importance.

It matrix was invented by Dwight Eisenhower, the 34^th president of America. He was required to make several tough decisions and achieved a lot in a small space across two terms in the office. This is down to his ability to differentiate urgent from non-urgent and important from unimportant, giving birth to the Eisenhower Matrix which urges the user to separate tasks based on these factors.

The model can be beneficial in multiple job roles, across multiple industries, but implementing this into my daily routine has been a great addition to my recruitment journey. The following four cubes of the Eisenhower Matrix have been a great tool in my transition into recruiting in the USA.

The DO quadrant falls within the urgent and important section of the Eisenhower Matrix. These are time-specific tasks that, when aren’t completed, bear huge consequences and implications. Working across two time zones is more important than ever, only having short windows to speak with candidates. Tasks that I view in this way are confirming interviews, providing interview links, and closing candidates on job offers. A task that you can hold candidates responsible for can include such as deadlining candidates sharing their updated resumes prior to submission.

The SCHEDULE quadrant falls within the important but not urgent. Tasks that fall within this section hold no set deadlines but can be significant in helping achieve long-term goals. Within the world of recruitment tasks that hold similar attributes would be team meetings, social media posts, email outreach, and business development. Business development has an interesting place within this quadrant, as there are no time limits on this outreach, but the longer it takes for an initial interaction to take place, you may miss a key window of opportunity.

The DELEGATE quadrant falls within the not important but urgent section, which creates a perplexing paradox. This would include tasks that are needing to be completed but don’t need your specific skills to be completed. Once again within the world of recruitment, this can include such things as asking an account manager to chase feedback, asking a team member to organise a team meeting, or similarly requesting a training session around a particular area of development.

The DELETE quadrant falls within the not important and not urgent section and can often be viewed as tasks that can have a negative impact on your day. This would include tasks around certain areas such as replying to spam emails, arranging plans outside of hours, or wasting time on tasks that have expired or have no impact on that day’s success.

In conclusion, why use and implement the Eisenhower Matrix?

A 2018 study examined how individuals went about deciding what task is best to pursue when given multiple choices and decisions. A total of five experiments showed that when faced with such options, people are likely to gravitate towards unimportant yet urgent tasks, that don’t hold long-term payoff over tasks that can be seen as important but less urgent, which hold a potentially greater payoff.

This was deemed by researchers to be the “merge-urgency effect” where individuals choose to indulge in tasks that look urgent, over more long-term beneficial tasks that have greater value in terms of time, value, and energy.

The infamous matrix was popularized by Stephen Covey in his best-selling book, The 7 Habits of Highly Effective People, which brought to light the effective tool. He stated that quadrant 2 is the “Quadrant of Quality”, where time spent completing these tasks increases your overall effectiveness. This is where personal and professional growth meets planning, prevention, and action.

In today’s world of technology, there are several applications out there to help you effectively manage your tasks, several of which adopt this well-known approach. When you’re faced with a set of tasks, how do you decide which to tackle first? Do you select the task that’s going to bring you closer to your long-term goals? Or do you give your attention to the most urgent item on your list?

Use the Eisenhower Matrix to avoid the mere-urgency trap and do more of what's important to you.

Recruiters provide vital links between employers and prospective workers. Some job candidates seek out their services directly. Others discover after submitting an application that the hunt is being conducted by a recruiter on behalf of a company.

Don’t be surprised if you even encounter a recruiter when you’re not looking for a job—some make “cold calls” to people they’ve identified as a good possible fit for an open position. Remember: an interview is a two-way street.

Depending on your questions, a recruiter's answers can provide plenty of key information about the employer and the vacancy itself.

Asking questions before an interview is a win-win: even if you don't like the answers, you will have saved yourself time and stress by not proceeding with the application process.

There are several reasons why asking questions ahead of an interview is a good idea:

·         The recruiter will know the employer. The employer is your recruiter’s client – it's likely that they will have a good relationship with them and will have matched candidates with them previously. Therefore, remember that they are a fantastic source of insider information to tap into.

·         To take control of your job search. A recruiter might be putting forward multiple applicants for every vacancy, so don’t expect them to automatically provide detailed information to you about every match. Make sure you ask though; this will demonstrate initiative and interest.

·         To check you have been matched correctly. A recruitment consultant is usually paid by the employer once they have filled a vacancy. They will make the job opportunity sound tempting to draw you into the process but, ultimately, it is up to you to assess whether the job is a good fit.

·         To make sure you are fully informed. Preparation is everything when it comes to recruitment, and smart candidates know that thoroughly researching the position will give them a strong advantage. It is almost a certainty that you will be competing against many other candidates for the same position – and they may well be better qualified and more experienced than you.

Here are examples of questions you can ask a recruiter to gather helpful information:

1. Can you tell me more about the job?

The interviewer has more detail about a job than what is posted online. Asking questions will help you learn more about the job. You do not have to settle for the pieces of information you see on the internet. That is what every other job seeker sees. You might want to know what working in the role entails, the hours you are expected to commit to the work, and if the position allows you to work, learn and advance your career.

2. What are the top skills needed?

To be on the safer side, you can ask the recruiter for the skills required for the role. The recruiter will be happy to provide you with this information. Whatever the needed skills are, it will help you restructure your resume to highlight the skills you have in your previous career path that match the job’s requirements.

Skills and experiences are the essential things a recruiter is looking for in a prospect. So knowing what they want and comparing it with what you have can give you an edge in the recruitment process.

Though a recruiter may not know the details of the team's day-to-day operations, this question can reveal important information on the organization’s culture, work hours, and work-life balance. They may also have some information on specific programs or projects you’ll be working on and enlighten you on who you’ll be working with.

3. What is the company culture?

Different companies have different cultures. What is obtainable where you used to work might be different from what your new job wants. A job description might list requirements or desired qualifications, but this question can open up the answer to revealing more about the role’s priorities. The team might be looking for somebody who will execute tasks or a self-starter who will bring fresh ideas to the table. The recruiter can provide you with the company’s culture and ideology. Asking the recruiter about the company culture and policies will help you assess yourself and see if you can thrive in the company.

4. What is the salary range for this role?

Before going further into the job interview, comparing the salary the job offers with the compensation you expect is reasonable. Some jobs require a lot from you but end up paying little. Knowing what the job entails and your take-home salary helps you make an informed decision about whether to take the job or not. 

Do some research ahead of time to see the typical salary range for a person in this role. Factor in your own experience, location, and expectations and come up with a range that is fair for somebody in your position. If a recruiter asks what your desired salary is, you can provide this range. You might also use your previous salary as a reference point and lay out expectations for an increase. 

If a recruiter doesn’t bring up compensation in the interview, ask about it. Though discussing salary might feel awkward, establishing expectations ensures you won’t feel undersold or that you wasted your time if you receive a low offer. The recruiter can also make sure your expectations are within their budget.

Also, asking for the salary range for the role should not be the first question. Instead, the question should come after you must have understood your role and have detailed information about the job.

5. Can you tell me about the interview process and timeline?

This question clarifies expectations around when you can expect to hear back about the next steps and what you should anticipate in interviews to come. The recruiter may share the names or LinkedIn profiles of the people you will be interviewing with and lay out how many interviews the process typically includes. 

This can also help determine if the process will fit into your timeline. If you’re looking for a job to start immediately, but the position requires you to go through security clearance which will take several months, this will be crucial information to have.

6. How long has the job been open?

Asking why an organization is hiring for a role can give you useful information about career progression opportunities, the organization’s direction, and what situation you’ll be walking into should you accept a job offer.

The previous person in the role may have moved on to a different job, been fired, or been promoted to a new position. In any case, you’ll have a better idea of the dynamics and opportunities in that role. If the position is entirely new, ask why the position was created. You’ll have better insight into whether you’ll be filling a role with clear definitions or one where flexibility will be an asset. If a job post has been up for too long, it might indicate that the working condition is not so favorable, so other jobseekers pass. Or the recruiter has not found a suitable candidate.

A similar question you can ask is, “Can you tell me about the interview process and timeline?”

When you want to apply for a job, it would be great to be aware of the recruitment timeline. The answer to these questions helps you know if the job’s timeline can fit into your schedule. 

7. Is there anything in my resume or background that could be a concern?

Perceived gaps in your work history or skill set can be a significant concern to the recruiter. Asking the recruiter if there is anything in your resume or background that could be of concern will give you the opportunity to explain the perceived gaps. However, if there is no gap in your work history, asking these questions will help you streamline your resume to suit what is acceptable in the organization.

8. Would you recommend any changes to my resume or cover letter?

When you have the opportunity to speak with a recruiter, you are free to ask if your CV is good. If it does not look too good, the recruiter can advise on making your resume stand out and meet the recruitment expectations of the hiring manager.

In conclusion

Your recruiter should not be perceived as unapproachable. Rather they should be seen as an ally. This way, you would be confident while asking questions that favor your job search. Asking these eight insightful questions correctly will provide more necessary information about a job and help you determine if the job is good for you or not.

People change careers for many reasons, not happy in their workplace, want more money, have no progression, don’t like the culture of business, or just want a change in life.

For my own story, since I was 16, I have worked in different industries going from catering, retail, and warehouse roles to sales roles. It was hard growing up because I was always an active person and couldn’t really learn from just someone talking to me and telling me what to do, I had to be physically doing it so I could understand it. There was always one point where I knew from my first job at the café that I wanted to become a manager one day which was a career goal of mine.

5 years down the line I joined Sky as a sales advisor and found a job where I felt like I could excel, the excitement of speaking to different people days, finding out more about that, and relating back to the customer as I was a massive football fan and sky being the leading broadcast for it, I could talk for days about. Being a top advisor for 2 years for customer service and sales – my monitor as a team leader down the line believed in me that I could one day make a great team leader.

By my third year I made it as Team leader – being able to teach and develop people and help them grow was a goal but I wanted more, I missed the excitement of getting a sale across the line, speaking to people on the phone, dealing with complex issues… I knew I wanted more. So, I made the decision by 26 years I wanted to take a step back in my career and try a new challenge which was working for a recruitment company. I always knew it was going to be a tough job, the long hours, the graft but life should be this – the more hours you put in the more rewards you should get, and I couldn’t get that as a team leader.

So, I made the decision to move away from it all and make my final career change, which I couldn’t be happier about. Being in a place where I’m in control of my own business, how I will make money, and the clients I want to work with while promoting my own brand.

My advice to anyone who thinks its to late to make a change, it isn’t – age 26 was the time I knew if I wanted the life I wanted, I would have to take a small step down to fulfill a change – now 6 months I couldn’t be happier how it’s going.

The moral of my story is its never too late to make a change even at any age, chase your dreams, and if that means going two steps backward to ensure you go 3 steps forward then make the change now otherwise you might not fulfill your career and personal goals if you feel you can’t do it in your current role.

It might be difficult to get rejected for a job, especially if you're trying to break into a competitive marketplace. You may feel discouraged and frustrated as a result, lose your motivation, and stop interviewing for new job opportunities. We are aware of that and have also felt similar disappointment in the course of our careers.

It's crucial not to let a job rejection discourage you from looking for other positions. So, this week, we've compiled some of our top tips on how to handle job rejection while still using it to better yourself and your prospects for the future.

Don't take it personally

It’s not about you and it’s not the end of the world. It’s about the qualifications and criteria that did not land you the job. Accept that there are wins and losses in every situation, just like in good sportsmanship, and that you were not the winner this time. It’s normal. It’s part of the process. However, remember that nothing is wrong with you or your ability. Do not hold the company or the interviewer responsible. They struggled with choosing which applicant to hire as well. Keep your relationships intact because you never know when you might find another position with this firm or run into them again.

Keep a positive attitude

Despite obstacles, keep a positive attitude. Even so, you ought to show appreciation to the interviewer for the chance and be respectful. Avoid thinking negatively about the business or yourself, and try to control your frustration. You still have to be confident and demonstrate maturity as a person. Smiling, consider it an opportunity to grow from the rejection. Genuinely being positive can make a favorable impression on people. In contrast, if you have a negative attitude, you are merely providing the employer another excuse for not hiring you.

Focus on your strengths 

You’ve come this far in your application. It means there is something about you that caught the hiring manager’s attention. It’s just not enough to land you the job. So reflect on your application journey and find out what went wrong. Focusing on your abilities is one way to maintain confidence and self-esteem. Develop your strengths and improve on your weaknesses if there are any. In this way, you can level up and be ready for your next job application.

Ask for detailed feedback 

After receiving a rejection, it's important to reflect on what happened and what you can take away from it. The most beneficial action you can do in the event of a job rejection is to ask for and pay attention to feedback. Self-reflection alone won't reveal all of the reasons why you weren't the proper fit for the position. Therefore, your first step should be to get as much input as you can from the recruiter and through them, the employer. Ask for a more thorough evaluation if the response seems a bit general or shallow. After all, you invested a lot of time and effort into the process, therefore you have a right to some useful information.

Don't be afraid to try again

When applying for your next job, remember not to let rejections get you down. Don't let one company's "no" deter you from trying again. There are plenty of additional businesses that are hiring. You just need to keep applying and never give up. If you've already experienced a number of rejections, don't give up. Never forget that if you give up now, you might miss an opportunity tomorrow.

Refine your search

Even while it's frustrating to be rejected, the interview and/or feedback process might occasionally let you realize that the role wasn't quite the right fit for you either.
Look again over the job criteria and ask yourself if you could actually imagine yourself in that role on a day-to-day basis. The interviewer might have been able to tell if there were elements of the role that didn't thrill you.

To improve your future job searches, use your experience as a guide. Perhaps the phrases you're looking at don't exactly align with your goals and desires. Did the job title's accompanying role fall short of your expectations? Did the interview make you realize that this is not quite the right sort of job for you? And if not, then what is?

Come back stronger 

It's difficult to apply for employment, especially if you've recently been rejected for a position. You will return stronger and more inspired to get going if you have taken the time to process your emotions, work on your weaknesses, and learn to highlight your strengths.

Consider each setback as an opportunity to improve your self-awareness and your capacity to overcome disappointment. Your chances of getting the ideal job will increase if you can overcome difficulties on your career path. Make it a point to remain positive and do everything you can to learn from the situation so that you will be better prepared for the next opportunity. Since everyone occasionally receives a job rejection letter, the most crucial thing is what you learn from the experience.

Asking for a salary increase is something that everyone is likely to do at some point in their career. However, having to have ‘that conversation’ can feel unnatural and the experience can be intimidating and awkward, even if you have a good relationship with your manager.

Asking for a raise can be intimidating. However, it can be the best way to obtain the compensation you deserve if your job duties have changed significantly or if your performance merits a boost. Standard pay increases range from 3% (average) to 5% (exceptional). Asking for a 10% to 20% increase, depending on the reason, is a way to open negotiations. 

The thought of asking their boss for a raise makes most people feel anxious. If your company does not provide regular annual salary increases and you are not eligible for a promotion, asking for a raise may be your only option. You should understand that asking for a raise is perfectly acceptable, and most company managers and business owners want to take good care of their employees.

If you’re struggling to pluck up the courage to broach the topic of a pay rise, try following our tips below:

Have a Realistic Figure in Mind

When you’re working out how to get a higher salary, it’s important to know your worth so that you have a realistic figure in mind when you begin negotiations.

Do your research to find out if your salary is in line with the market average, establishing what the range of pay is for both newly trained and experienced staff in the role. 

Do this by:

- Using a salary checker – the big recruitment websites such as Totaljobs, Indeed and Reed all have online tools that will show what the average salary is for your sector

- Speaking to a recruiter

- Looking at jobs boards to see what salaries are being offered

- Asking other professionals in similar roles to give you an idea of their earnings

- Check if the market rate for your salary differs depending on where you live in the country.

If you’re offered a smaller pay rise than you hoped for, try compromising by asking about a bonus scheme (if you don’t already have one in place) to increase your earnings based on performance or professional training courses to increase your knowledge and skills.

Build your Case

Gather evidence and prepare examples of your achievements that you can confidently summarise, for example:

- Initiatives you have implemented and their impact on company results

- Extra responsibilities you have taken on

- Innovation you have introduced that is reliant on your skills for success

- Training and qualifications you have gained 

- Your job milestones – top salesperson of the year, say, or winner of a recognition award, or securing the account of a leading client

- How you have developed other team members

- Lack of disciplinary action

The more evidence you can gather to back-up your proposed pay rise, the better. Discuss market factors that justify your pay rise, such as a skills shortage in your sector and high demand for your skills or qualifications.

Ensure you Ask in the Right Way

When asking for a pay rise, keep it professional at all times. Don’t be demanding and don’t speak negatively of anyone else within the business. Start by talking about why you enjoy working for the company and summarise your recent progress. For instance, you should avoid saying things like:

“I work harder than XX and I know that he’s on more money than me.”

This comes across as bitter and you don’t want to be seen as gossiping about your colleagues’ salaries. Speak calmly, reasonably and present your case clearly.

“Thanks for meeting with me today. I’ve really enjoyed being part of the [XX] team. I’ve been working here for [X] years and I’m proud of the contribution I’ve made. As you know, my targets were to [XXX]. I’m excited to share my results with you and discuss my salary.”

Conclude by getting to the point. “Given my dedication to the company’s success over the past 12 months, and my achievements, I’d like a review of my salary. Based on my research of salaries in my sector, my experience and skills, a X% increase is appropriate.”

Timing is Everything

Think carefully about when to ask for a pay rise. Don’t broach the subject publicly as it will put your manager on the spot (and will appear unprofessional); an appraisal, review or other formal meeting is the ideal setting for this conversation. Find out if you are allowed to discuss a rise outside any performance review; if not, you will have to wait. 

If possible, don’t choose a time when your boss is under pressure, or the company is in financial difficulty. More positively, and where you can, plan your meeting for the end of a big project, say, or after you have received an award, passed exams, or achieved another milestone. Request your meeting at least a week in advance and be clear about your objective so they have time to plan too.

Be Prepared to Negotiate

This is a negotiation, so be ready to answer questions, provide further evidence or to receive a counteroffer from your boss. This is where your research and preparation are worth their weight in gold. If you are told that the figure you have requested isn’t possible, summarise why it is reasonable and in line with the market, and ask for an explanation.

Be ready to compromise. Threatening to quit if you don’t get what you want is a risky strategy.  

Instead, find out if there is a package of benefits that the company could offer you to accompany a lower pay rise.

Are you prepared to negotiate a salary with a potential employer? Reach out to one of our team at Franklin Fitch to access our Market and Skills Report for the latest insight on hiring and compensation trends.

If you don't know much about the recruitment industry, it can appear very cloak and dagger. We're sorry to burst your bubble, but it's not nearly as exciting or scandalous as people make it out to be.

People hear the word "headhunter" or "external recruiter" and immediately take a defensive stance. Yet HR professionals, especially with today's shortage of skilled workers, often rely on the expert knowledge of external recruiters to find suitable candidates for niche vacancies.

We pride ourselves on the level of care we have for our candidates and clients, besides, nothing on earth matches the feeling of placing an all-star candidate into their dream role.

In the IT industry, candidates with expert knowledge and skills are needed. Specialist IT recruitment consultants can help, yet the negative stigma surrounding recruiters can make this difficult. So what common ideas about recruiters are true, and which are myths?

Initially, applicants might be unsure whether they want to put their job search in the hands of a recruiter and whether they can trust them – the same can be said for organisations looking to hire. Recruiters are often met with statements such as "we don't need that", "we have our internal recruiter" or even "we already have enough applicants". So where does this initial rejection come from? Below are some of the common misconceptions that we hear about the recruitment industry…

Recruiters ...

1. ... only work with established companies on management roles.

This isn’t true. Time is money, both companies and applicants know that. The selection process - from the initial selection to the interviews - takes time. Not only large companies, but SMEs can benefit from the network and talent pools of recruitment agencies. Recruiters have already established relationships with decision-makers at a variety of companies and organisations, which makes it easier for candidates to get their applications seen and heard.

2. ... take a cut of your salary.

This is wrong! The candidates' salary remains untouched, nor is it lowered to compensate for the cost of the recruiter. In fact, recruiters often help candidates negotiate a better salary. Many people simply can't believe it, but it's true - for candidates, working with recruitment agencies is completely free of charge.

3. ... have no idea about the job they’re recruiting in.

More often than not, recruiters specialise in a niche industry that they spend years learning about. At Franklin Fitch, our consultants have in-depth tech and IT training that equips them with the skills needed to fully understand the job spec that they’re hiring for. Our teams stay up-to-date with the latest industry news and developments, which furthers their knowledge and understanding of the IT industry.

4. ... work only to get commission.

Some recruitment agencies indeed work on a commission basis, but that doesn’t mean that money is their only motivator. The goal of every consultant is a long-term partnership with their clients, which can only be achieved after a first-class service has been provided. Adding true value to your client’s team through an excellent hire will foster a solid, long-term relationship. The same applies to the candidates - the satisfaction of all parties is essential for success.

5. ... approach candidates from other companies.

Due to the scarcity of skilled workers in the technology industry, it can be difficult to find qualified individuals for vacant positions. To ensure the best possible shortlist for their client, recruiters often headhunt candidates who are already employed. However, it’s up to the candidate to decide whether or not to apply for the new position. Let's put it this way - recruitment consultants enable further career development and training opportunities for their candidates.

6. ... take forever to get back to you.

This shouldn’t happen, but depending on the company and its application process, it can occur. Rule of thumb: the larger the company, the longer takes the application process. Recruiters keep in touch with their candidates throughout the process and keep them updated on their current application status.

If a candidate has great skills and would be an asset to our clients, even if they aren’t right for the particular role they’ve applied for, we’ll always want to keep in touch in case a similar opportunity opens up.

7. …poach back candidates from where they’ve placed them before.

Although we like to stay in touch with our candidates, the idea of attempting to take them from a position we've just placed them in is absolutely ridiculous to us. At the end of the day, candidates who stay with our clients for an extended period of time and accomplish great things for their company leave a lasting positive impression of us as a recruitment firm.

It means that the fee that the client paid was well worth the investment, plus it's actually harder for us to try and place a candidate who is seen to be a "job hopper". So the logic behind this way of working just doesn't add up, and any recruiter attempting to poach their candidates back is, to put it mildly, foolish.

8. …don’t work for free.

This is a very common misconception, and we wish people would simply ask us about it. To begin with, our services are always completely free to the candidate; as a jobseeker, you would not have to pay us anything.

Our fees are paid by the client only after we have found the right person for the job and they have begun in their new role. Furthermore, as an added layer of protection for the client, we have a rebate period during which if the newly placed candidate leaves or is deemed unsuitable for the job, we do not receive our fee.

Furthermore, as salespeople, we love to try to negotiate, so we'll frequently throw in extras like competitor research or market and skills reports to increase our chances of finding the ideal candidate.

9. …are ridiculously expensive full stop.

True, we do charge a fee from our clients when we place a candidate, but those fees are extremely flexible. We'll always be fair on cost and try to give the best deal wherever possible, especially if you're looking to fill a large number of vacancies or if you choose to be an exclusive client because retaining great relationships is more important to us than getting a big payout.

Also, have you considered how much a bad hire can cost you? It could end up costing you twice as much as a recruiter's fee in training, holiday and sick pay, and salary.

10. …will just send out any CV for roles with their clients.

Any recruitment consultant who is competent will understand that sending clients candidates who aren't a good fit or aren't interested in the role serves no purpose.

People believe that recruiters simply advertise vacancies and send anyone who applies to the client for review; however, this could not be further from the truth. We actually vet each and every candidate to ensure they are qualified for the position and would be a good cultural fit for the company. It all comes down to quality!

We hope this clarified the most common misunderstandings about recruitment. If you have any questions, feel free to contact us!

Searching for candidates with the ideal mix of qualities, including a solid education, relevant work experience, and the appropriate technical skill sets and expertise, is a crucial component of an efficient hiring strategy. Another factor to consider is culture fit, which is equally vital, if not more so.

Hiring for culture fit is about bringing employees into the mix whose beliefs, behaviours, and values align with those of your organization. This is not the same as hiring people who merely share similar backgrounds and experiences. It’s essential to include diversity while hiring for culture fit because different perspectives and experiences will help your company improve and scale.

Finding someone who shares the same outlook and attitude as his or her possible co-workers is a key component of determining whether a candidate is a good cultural match while conducting an interview.

Why Does Company Culture Matter?

Establishing a solid culture that you can promote to candidates right away provides potential employees an idea of what it's like to work for your company. Before wasting any more of either party's time, they can search elsewhere if they don't think they would perform well in that environment.

A applicant who isn't a good fit might end up going through the full process and being hired if your hiring procedure doesn't take your culture into consideration, simply because neither party was aware of the mismatch. A strong business culture that can be effectively articulated to candidates should be an essential component of your hiring strategy given the high cost of staff turnover.

Your company culture not only aids in bringing in new talent but also aids in keeping the talent you already have happy and working for you rather than leaving for the competition. One of the primary causes of job satisfaction and employee engagement is a happy, healthy workplace, which is why your hiring strategy should include a focus on cultural fit.

The best talent may be attracted by fantastic salary and benefits, but it takes much more to keep them for the long run. Your staff members will be more devoted and enthusiastic about supporting the accomplishment of your corporate objectives when they perceive that they matter to you and are genuinely invested in your company.

Why Culture Fit Should Be Included in Your Hiring Strategy

Here are some of the most important reasons your company can benefit from emphasising culture fit in your hiring approach.

Increased Employee Satisfaction

Employee happiness increases productivity, engagement, and drive for achievement.. That's a critical combination in any industry, where employees are entrusted with your company's health. In an ideal world, who wouldn't want to enjoy going to work every day?

High-Level Performance

Workers are eager to take on new challenges and responsibilities when they feel like they belong. Their willingness to go above and above helps the entire team. The result? High-level performance from your employees.

Decreased Turnover    

Employee turnover is expensive. People remain in positions they enjoy. Happy workers are 12 percent more productive at work and have a stronger sense of ownership over the long-term success of the business. They want to remain and continue to fulfil their roles.

Lower Stress Levels

Lack of a cultural fit for a job is a major contributor to workplace stress, which can be reduced by aligning the values of the organisation with the employees. Stress can damage relationships between coworkers and prevents employees from performing their jobs effectively. Be aware of how new recruits will affect (and be affected by) existing dynamics because cohesive teams produce more.

Employee Loyalty 

Everyday participation at work shouldn't make employees dread it. Employees identify with the company's success and contribute to the broader purpose and goals of the firm if they perceive themselves as valuable team members. If they feel accountable to both their company and their coworkers, they are less likely to leave. Excellent hires infuse their teams with fresh energy, inspiring creativity and innovation and igniting motivation.

The Wrong Cultural Fit in the Workplace is Bad for Business   

Customer care suffers when you hire someone who doesn't fit your culture; this effect extends beyond management and other employees. An entire office's morale can be negatively impacted by one employee, which increases the risk of poor performance.

Maintaining the good name of your business depends on hiring for cultural fit. Dissatisfied cultural fits frequently become disengaged at work. You can save money in the long run by weeding out candidates who don't fit your culture throughout the recruitment process.

The culture and objectives of your organisation cannot be taught to someone. However, you may ensure the success of your company and the pillar of your fundamental values by hiring the best applicant.

It is obvious that finding the correct cultural fit for your company can have a good influence in a variety of ways.

How To Hire For Culture Fit

After learning how crucial company culture is and how a poor match can damage your entire organisation, you may be asking yourself, "How can I prevent these issues? How am I meant to determine whether a candidate will fit into my culture before they have even started working for me?

There are a few things you may do to gain some understanding before making a further investment, even if there is no perfect way to ascertain a candidate's genuine attitude and personality before you contact with them on a daily basis. Although it's not impossible, it does require a little more time and money up front, but in the long term, it will be well worth it. Pay attention to these pointers while hiring for culture fit:

Clearly Define your Company Culture and Values

Clearly defining your vision and values is the first step in making sure a prospective hiring is compatible with your company culture. Obtain buy-in from the entire organisation and document your corporate culture in your employee handbook so that it is constantly accessible.

Reference your Company Culture and Values in Job Description

Make sure your job postings mention your culture and utilise language consistent with company values right from the start. Candidates should know after reading your job description whether they would fit in with your workplace and should apply or not.

During the interview process, talk about these principles and what it really means to be a member of your company's culture.

Be open and honest about the environment that exists at work every day. Inform potential hires about any cultural efforts your team members can take part in and how they help to create a positive, healthy work environment. Examples include a business wellness programme or regular social outings.

Ask Culture Fit interview Questions 

To find out if their responses are consistent with your values, ask candidates "How would you manage yourself if presented with XYZ ethical challenge" or "How would you treat a fellow employee in XYZ situation" during interviews in order to identify if their mindset would align with the businesses.

Get to know Potential Candidates on a more Personal Level

In a formal interview situation, it might be challenging to evaluate someone's personality and moral character. Before spending money on hiring a top prospect, take them out for lunch, coffee, or to a company-wide social function to evaluate how they get along with other team members.

Focus on Company Culture During Onboarding

While onboarding should go over processes and daily job duties, it is also the perfect opportunity to discuss your corporate culture. Don't assume that your new hires are aware of your company's principles or how you expect them to conduct themselves and treat others; instead, be sure to clarify everything to them before they begin working in their new position.

Check-in with New Hires

To make sure your new hires feel like they are integrating into your culture and are at ease in your workplace environment, check in with them at the end of their first day, week, and month. If there is an issue, it may ideally be dealt with immediately this way rather than escalating or spreading.

An important factor in determining a company's success is its culture. It is essential for enhancing productivity, performance, and employee engagement. Employees that feel more a part of their workplace are happier, have higher levels of job satisfaction, are more devoted, work more, and are more likely to stick with their organisation. Cultural compatibility is crucial for this reason.

You’re in the interview and they ask you, “why are you applying for this position?”… or “why did you apply for this job?”…Are you prepared with what you want to say?

It's one of the most straightforward interview questions, and how you respond could determine whether you get the job or not.

The employer will be able to see from your response how excited you are about the chance and what made you want the position. There are two main reasons why employers ask candidates such questions as "why did you apply for this job?" or "why are you interested in this position?" They'll check to see first if you've done your homework and are aware of what their job entails. Second, they want to know if you have considered your career and know what you want.

Focus on the position for which you are interviewing when responding to this question. Instead of expressing reservations about your current work or employer, try to focus your conversation on the prospects you see with the new employment. Confidence and professionalism will be communicated by positively structuring the dialogue.

There are a few general measures you may take while you get ready for the interview, though you should definitely develop an answer to this question that highlights your distinctive abilities and traits in relation to the position:

The Position

By preparing for this question prior to the interview, you'll be able to respond to the hiring manager's question quickly and professionally. You must first comprehend the position's responsibilities in order to formulate a response. It is a good idea to read the job description in its entirety before the interview. Will you be interacting with customers? Are you going to be in charge of accounting-related duties? This information is crucial for understanding which of your qualifications are most pertinent to the position and for effectively expressing your reasons for applying for it.

Research the Company

Be careful you read the job description and research the firm before the interview. You might express a specific interest in the position to the interviewer by demonstrating that you did your research on the organisation and its business strategy.

     - The company website: Begin with the “About Us” page, and look for company press                releases, blogs or social media profiles.

     - Outside media coverage: Find recent news stories or press releases related to the                  organization.

- Personal networks: Consider reaching out to your own connections to learn about the company culture and inner workings.

Take a note of the company's values and mission statement and think about whether it is something you are or could be passionate about. When asked why you want the job, you can then talk about how you want to help them on their mission to achieve certain goals or that you are aligned with some of their core company values.  

Structure your Answer

Condense and organise your response after researching the company and the job description in relation to your background. Even while writing down your response can help, you get better at it, you should be ready to speak out even if you don't have the information in front of you. Instead of memorising it, keep in mind a few important points you wish to make.

Consider including the following three pieces of information in your response while preparing your response:

- How would this job help you improve professionally?

- How does the job fit in with your long-term objectives?

- What makes this job unique?

- What about you makes you a particularly good fit for this organisation or job?

Your response should demonstrate that you read the job description in its entirety and thoughtfully considered if the employment was actually a suitable fit for you both now and in the future. Finally, it shows that you are more interested in that particular position than other comparable roles.

Focus on the job at hand 

- 'I want this job because I have clear skills that will help me achieve...' 

- ‘This role will give me the opportunity to combine both my skills in [skill 1] and [skill 2] to achieve...’  

- ‘I love [job role specific task] and my last job took me away from that. So now, I’m looking to find a role that will let me get back to working on projects I really enjoy and after looking at the job spec I think this role would be perfect with that.’ 

You want to make sure that you are matching specific skills you have obtained to parts of the job role with these answers. This demonstrates that you have done your research and are confident in your ability to complete the job to a high standard if hired. Keep it brief because there will be plenty of other opportunities in an interview to discuss your skills and go over your CV in greater detail.

Write down any recent accomplishments or challenges you've faced recently that may be relevant to this new job. Consider how this will benefit the role, team, and company for which you are applying.

You should also demonstrate to the hiring manager that you spent time researching the position and how it relates to your career goals and specialties.

A better way to explain why you want the position

One of the keys to developing a compelling answer to the question "Why do you want to work here?" is to flip the question: "Why would this company want to hire me?"

In other words, consider what you have to offer and how you can make an impact rather than why you need the job. Here are three questions to think about as you prepare your response:

How can you help the company succeed?

Learn about what's going on in the company and its industry. Is it currently offering new products or services? What kinds of competitive pressures does it face? Consider this environment and ask yourself, "What knowledge and experience do I have that would be especially useful to this employer right now?"

What past career successes could you potentially repeat at this company?

How did you meet or exceed your employers’ expectations in previous jobs? What problems did you play a significant role in solving? What ideas did you introduce that helped the company save money or otherwise boost its bottom line? What lessons have you learned that you could apply in the future to create value for the potential employer?​​​

How will you complement the company’s culture?

Many employers consider a candidate's ability to fit into the organisational culture to be an important hiring factor. So, research the company's culture and determine what appeals to you the most. Include, for example, if the firm encourages entrepreneurial thinking, which is important to you, in your response.

The answer to the question "Why do you want to work here?" depends on the job and the organisation — as well as you and how you want to express yourself. Understanding what employers are unlikely to want to hear is the first step in developing a meaningful response for almost any interview situation. Here are a few examples:

"To be honest, I just need a job, and this one looked promising." To be sure, this is a straightforward response. However, it does not demonstrate a genuine interest in the position or the company. Furthermore, the hiring manager may be concerned that you will leave the company for a more appealing opportunity. 

"I see this as the first step towards bigger and better things." While no employer expects every employee to stay with the company for the long haul, a response like this suggests you're more concerned with the future than the present. It also implies that you've already got one foot out the door before being hired.

"I've heard that this company provides competitive pay and benefits." Any company wants to be known as an employer of choice, and leading companies understand that in order to attract top talent, they must offer competitive compensation. However, they do not want to hire people whose primary motivation for working for the company is financial gain.

End your answer with a question

Ending your response with a pertinent question for the interviewer is a great strategy to differentiate yourself from other job candidates. The interview becomes more conversational when you conclude your statement with a question. Additionally, it demonstrates that you're not afraid to seek clarification when necessary.

Consider working with a recruiter if you are currently seeking employment. See this page to learn more about how Franklin Fitch's talent solutions specialists can help you find a new job, whether you want to work remotely or on-site.

When it comes to efficiently recruiting prospects, you need some hard data. You can spend all the time you want writing an excellent job description. A candidate's decision to apply for a job may or may not depend on some of this information. Is the position in a place they are willing to relocate to or work at? Does it have any particular experience needs that most people don't meet?  

The location and type of role are both necessary information, but some of this data may be more optional than others. We are specifically discussing the salary range.  

The underlying question is: Should salaries be mentioned in job descriptions in order to attract top people with high potential? The inclusion of a wage can attract interest in your position in the current, fiercely competitive employment market where businesses are vying for skilled candidates. 

When looking for a new career, money may not be everything, but it is undoubtedly significant. When looking at job listings, candidates prioritise the job's details above salary information, although 61 percent of candidates still expect to see compensation information among the top three things. Many businesses still choose not to disclose compensation information in job postings, frequently out of concern that doing so would put them at a competitive disadvantage or fuel employee animosity.  

However, there is a rising global movement to turn salary transparency into the law, not just a new standard. The reason for this is that a growing body of research demonstrates that employers who are open about their pay scales may draw better, more diverse talent, making compensation transparency a realistic means of promoting an equitable workplace.  

A salary range in your job descriptions can be beneficial, but it can also be harmful. It has been said that having a salary lessens the other's advantage in the market and bargaining position. On the other hand, some businesses feel that disclosing their salaries to applicants enables them to be open and honest (building trust). Knowing the advantages and disadvantages of both sides can help you decide whether or not you want to list it.  

It’s a hot-button topic right now and you’re looking for answers so read below to find out.

Reasons against including a Salary in Job Descriptions 

Concerns over how Existing Employees will React 

Existing employees will pay attention to companies that post new job listings. The ability for other employees to see a new hire's wage is another drawback of putting it in job postings; when this happens, morale and workplace cohesion may suffer. They might check the ad to see the qualifications that their employer is seeking. They may feel underpaid and slighted if they learn that the starting salary is higher than their own. Employees may then start looking for other positions or requesting raises as a result. This may raise personnel turnover and wage costs in the short run. 

Competitive Advantage 

Businesses that operate in competitive industries compete for the best talent to fill open positions. The claim is that if a company mentions a salary in a job advertisement, a rival may notice it and offer more money (and/or benefits) to entice that person, diminishing competitive advantage.  

Higher Paid Positions Assume Salary Negotiations 

The compensation negotiation procedure is expected of applicants for senior, management, and director level positions. Candidates at this level typically assign a value to their own knowledge, experience, network, etc. As a result, they are more inclined to disclose to the employer their desired compensation in their application (through a CV, cover letter, or other means) and to discuss it once the position has been extended to them.  

Provides More Negotiating Power 

If a job is advertised without pay, the employer has the negotiating position. Some companies believe that giving candidates the upper hand when negotiating a compensation package is to include a salary rate in their job descriptions. This allows businesses to raise salaries for preferred candidates who may have turned down the salary listed, and, on the other hand, to cut salaries for those candidates who aren't as desirable. 

Salary Shouldn't be the Deciding Factor 

Employers are seeking experts and skilled individuals that will not only be qualified but also fit into their business. Candidates are more inclined to focus on income when it is included in job ads and either ignore other benefits of working for the company (if it is too low) or become ignorant of the fact that the company culture is not a good fit for them. According to this reasoning, it discourages applicants who are "money-focused" and draws in those who think they are qualified for the position and the company. Reasons for including a salary in job descriptions 

Reasons for Including a Salary in Job Descriptions 

Transparency 

Candidates seeking a new position want to work for a company that values its employees and is open and honest with them. For the majority of these applicants, it all begins with the job advert. Even though their corporate culture and ethics mention it, organizations risk giving the impression they are not open and honest with their employees by omitting the compensation.  

Company and Candidate Time Saved

The role, location, and compensation are the first three main considerations for candidates while looking for a potential new job or career opportunity. The candidate can concentrate more on the business and the job description if the compensation is disclosed.  As a result, businesses may devote more time to reviewing applications and less time to attracting candidates. You can use a salary rate as a screening method to filter out applicants you wouldn't be able to afford or who might not have the qualifications for the position. 

The Focus is more on the Candidate and the Role 

A candidate who has responded to a job advert with a salary has accepted the salary on offer. Therefore, this gives companies more time to explore the candidate’s experience, abilities, qualifications, etc; thus, making more informed hiring decision. 

Some employers may be hesitant to include a salary range in their job postings, which is understandable. Smaller or niche businesses may be unable to compete with larger enterprises and do not wish to be perceived as second-tier.

And, while money is a big motivator for job seekers, it isn't always the main one. Non-monetary benefits such as superior cultures and remote opportunities can also sway public opinion. However, the transparency and ease of use that including a salary range provides cannot be overstated. After all, a candidate will only accept what they are worth, so why deceive?

Creating a company vision may be simple, but getting your employees to buy into it is tough. Even the best employees can struggle with this at times, and may require direction on how to best match their vision with the company's.

Employees must closely align with their company's values and goal in order to attain this vision. Only 40% of millennial employees polled felt closely linked to their company's vision, according to Gallup's 2016 research, How Millennials Want to Work and Live. This gap will almost certainly result in a lack of direction and disgruntled staff.

Here is how to get your valued employees to align with your company vision:

1. Set clear company goals

Every company needs a set of clearly stated objectives that employees may follow and match with their personal objectives. This allows them to prioritise their tasks and concentrate their efforts in the most effective way possible. The more specific the objectives, the better!

2. Hire the right culture fit

Hiring people that fit your company's culture minimises turnover, increases job happiness, and improves the quality of work you do. Employ people who have the necessary skills and personality attributes for your company's culture, not just those who meet the job description.

3. Play to employee strengths

According to Gallup's "State of the American Workplace" report from February 2017. They discovered that focusing on an employee's strengths rather than trying to improve their faults is far more effective. Know your employees' talents so you can align them with the company's goals.

4. Get top management to involved

Employees must hear the company's vision at all times in order to become aligned with it. During the hiring process, the vision should be communicated, incorporated into the onboarding process, and then continually reinforced during their employment. When this happens, employees are more likely to have a sense of belonging and are less inclined to leave. Top management must be actively involved and regularly communicate and remind staff of the company's objectives.

Video interviews are an important part of the hiring process and are becoming more popular and they're definitely here to stay. Understanding the requirements of a video interview will help you feel more at ease and succeed during the process. In this article, we'll go over what a video interview is, how to prepare for one, and how to handle any potential issues that may arise.

With the rising quality and dependability of low-cost video conferencing software (such as Skype and FaceTime) and hardware (such as microphones, headsets, and webcams), video interviews have become a popular method of evaluating candidates.

- They are less expensive and faster. Simply put, it is much easier to schedule a hundred video interviews than it is to schedule the same number of in-person interviews. They are easier to schedule, less expensive to run, and the entire process is much faster.

- They work well. A five-minute video interview is worth 200 written responses.

They're more equal and fair, both geographically and financially. Any candidate with a computer and an internet connection - or even just access to a local library - can conduct a video interview. This allows companies to broaden their search and gives all candidates an equal opportunity.

- A virtual interview broadens an employer's talent pool, just as it does your job search. Traveling a long distance to attend a first-stage interview in person can be inconvenient, especially if your chances of advancement are uncertain.

- They are an excellent baseline test of candidates' technological abilities. If a candidate can easily set up a decent video interview, they at least understand how to work with technology.

- When compared to methods such as phone interviews or lengthy aptitude tests, it is an effective way of narrowing down candidates for in-person interviews.

- Unlike a phone interview, a virtual interview allows you to fully present yourself. Positive body language and a confident demeanour can help you advance to the next stage.

Choose a Suitable Location

It's important to choose a quiet and appropriate environment for your video interview. If you want an interviewer to focus on you, go somewhere with few interruptions. Select a wall with a neutral background and, ideally, no photographs or artwork behind you. Make sure you have adequate lighting, either from natural light or from a nearby light source. Set up your camera so the upper third of your body is clearly visible to the interviewer.

It is critical that you have a stable internet connection at your location. Whether you're concerned about your home's internet speed, ask if your local public library has a private room that you may reserve. Even if they have better internet, coffee shops and other communal locations should be avoided.

How to present yourself

Wear smart clothes that look professional. Go for something plain that does not look distracting on camera. Try not to wear a lot of jewelry. Avoid anything that could distract you and be noisy when you move. You want to make sure that you're dressed appropriately for you if video interviews, it doesn't have to be the traditional suit, but make sure you're wearing something smart and also make sure there's no distractions in the background

Research the company culture before your interview, so you have a good idea of what's appropriate. Position the camera so that you are looking up slightly and centred on the screen. While it's likely that the interviewer will only see your upper half, it's still a good idea to wear professional trousers or a skirt in case you need to stand up for any reason.

You should do some practice runs. Record yourself and watch the recording back. Make sure you:

• be clear when you speak
• do not talk too fast
• pause at the end of a question so that you don’t talk over the interviewer (there is a slight delay online)
• smile and look interested
• sit up straight and have good body language
• keep up good eye contact – look at your camera rather than at the screen

Arrive Early and Review your Setup

You want to give a really good first impression to your next potential employer and it’s a sign of professionalism for you to arrive on your video interviews approximately five minutes before they start. This gives you time to review and ensure all your technology is working before the interview, make sure you have a strong internet connect and to make sure that you've got the right link. Ensure you check the camera and audio on your computer or phone and if you're going to wear headphones throughout the interview, ensure sure they're compatible with the software.

Check to make sure your computer’s camera, microphone and internet connection are working. Do a trial run with a friend or family member, if possible, so you have ample time to adjust if your equipment or software isn’t working properly.

Be sure to clean up the profile you’re going to use or create a new professional account.

You don’t want to get off to a bad start with a screen name like ‘LITTLEMISSXXX’ and a profile picture showing you drunk and passed out.

Expect to field some common interview questions like:

Expect to field some common interview questions, including:

• Tell me about yourself.
• Why do you want to work here?
• Why are you leaving your current job?
• What are your weaknesses?
• What's your expected salary?

Use Video Interviews to your Advantage

 You've got a lot of great resources that you can have open while she sat at home. During your interviews, you can have the company website, you can have your resume open in front of you. You can have the interviewers LinkedIn profile, actually using all the things to your advantage should make a great first impression and make sure you got there in the smash video interviews.

Prepare questions to ask them

You will usually be asked if you have anything you’d like them to address if your application is taken to the next stage or if you have any questions, so don’t forget to think of a few questions for them too. Asking thoughtful or insightful questions could set you apart from other candidates. Not sure what to ask? Have a look at the top ten questions you should ask the interviewer.

To Conclude

It's imperative that you are able to check all the things that you can control within the interview; however, we do understand that some things do go wrong with doing video interviews. That is part of doing them remotely, but control of the controllable.

What is workplace culture?
This is essentially the personality of a workplace and every organisation has one. It determines the attitude, energy and productivity of a working environment, and part of your job will be to fit in. Your employer will likely have judged you to be a good match for the organisation’s culture during the interview process. It’s worth asking where you can find information about the culture and values of the organisation and the principles that they apply.

What is appropriate workplace behaviour?
It’s possible, and is certainly encouraged, to become friends with your colleagues, but the workplace also tends to be a place of more formal behaviour and standards. This means that the way you dress, talk and behave needs to be professional.

1. Dress appropriately
Even if your workplace doesn’t require you to wear a suit or uniform, it’s important to show you’re ready to work. Gauge what your colleagues wear and make sure your clothes are clean and neat.

2. Pay attention
Communication is about listening as well as talking. By paying attention and trying your best to concentrate, especially when people are explaining new tasks or processes, you’ll know what people expect of you and you’ll pick things up quicker.

3. Ask questions
It’s okay to ask questions or take notes for reference. This will show you’re interested and engaged in your work.

4. Follow the rules
Workplace rules exist so that everyone stays happy and safe. Following them shows your honesty and integrity and lets your employer know they can trust you.

5. Be part of the team
Teamwork plays a huge role in the workplace. It’s important to get on with the people you work with as you’ll be spending a lot of time with them. Make an effort to interact with them and get to know them.

Figuring out the culture of a new workplace and finding your way in it takes time and nobody will expect you to nail it on day one. However, by thinking about your behaviour and being enthusiastic and open to new ideas and ways of working, you can make your first impression a positive one.

A job interview is an opportunity for the organization to find out what it wants to know about finalists for a position, but it is also an opportunity for each finalist to find out what he or she wants to know as well. Interviewing is a two-way street.

As much as the hiring manager wants to know more about the individual they hire, the individual wants to know about the hiring manager, future co-workers, and the organization. A finalist that neglects to prepare and ask questions during an interview misses opportunities to impress the hiring manager and to gather more information that will inform the decision to accept a job offer.

This is a scenario-based question that really should be answered on an individual basis. It depends on the specific information you want to get out of the interview or the interview, or if you just want to see if it's a good fit. However, there are a few things that you can stick to consistently.

To begin, make sure your queries are tailored to the individual you're interacting with. Going on a call with HR and asking them questions regarding technological environments can appear to be poor judgement at times.

Second, I believe you should make sure to ask thought-provoking questions. The questions should allow you to get the information you require and desire from the interview. It is today, more than ever, used as a two-way street. Future growth opportunities, firm expansion plans, strategy, technology plans, points, ambitions, and realistic roadmaps are all good things to ask.

The most important thing is that you're demonstrating an interest in the position and showing that you've done your research beforehand and gathering the information that you need to make an educated decision at the end of the interview on whether it's the right fit essentially.

There is no right or wrong answer to which questions to ask; just make sure you've thought about them ahead of time. Before going into an interview, I normally recommend preparing six to eight questions. The reason for this is that some of these issues are likely to be covered throughout the interview, and you don't want to be left speechless when it comes to the questions part at the end.

Finally, I usually prefer to end an interview with a question, such as 'do you have any reservations about anything I've done or said today?' This just allows you to manage any objections that are voiced and maybe offer them a cause to rethink their thoughts or opinions.

If there is one thing that makes me smile in the morning, it’s knowing that I get to spend the day working with a wicked group of people I’m lucky enough to call my colleagues. And hopefully soon, actually see them in the flesh in the office… madness!

Having people at work who you can call your friends has a lot of benefits. Whether it’s someone to eat lunch with, take a screen break with or even sit next to, work feels more fun with friends.

Research taken from the Personality and Social Psychology Review looked into the connection between forming meaningful relationships at work and our health. The data showed that those with strong relationships with their colleagues reported having better health and wellbeing. So if you and your co-workers feel like a community, the more likely you’ll feel physically and mentally healthy at work. Win-win!

This research isn’t alone. Experts agree that friendly colleagues foster a better work environment. “A department, or company, that works well together, has the most success together”, says corporate veteran and author Andy Teach. “When you enjoy working with your colleagues and look forward to interacting with them, everyone benefits.” High morale at work leads to better productivity.

We wanted to conduct our own research into this theory. We asked the question “what do you love most about your current role?” and the results were as follows:

41% - my team/colleagues

25% - the work itself

18% - the benefits/flexibility

16% - the salary

The majority of people surveyed said that their colleagues were their favourite thing about work. This only bolsters the importance of creating and fostering friendships with your colleagues – it’s more than likely that they’ll be your favourite part of going to work!

At Franklin Fitch, our company culture is something we’re proud of. We’re a tight-knit bunch who work collaboratively across our international offices, and that’s the way we like it.

Can you see yourself working with a team like us? If so, get in touch to find out about our hiring plans. 

Franklin Fitch is proud to have been awarded a 2-star accreditation from Best Companies, representing "outstanding" levels of employee engagement. 

For the 2nd year in a row, Franklin Fitch has been named an Outstanding Company to Work for! 

We are beyond proud to share that Franklin Fitch is now...

- An Outstanding Company to Work For.

- #23 Best Company to Work for in the UK Recruitment Sector.

- #31 Best Mid-Sized Companies to Work for in the UK.

- #13 Best Companies to Work for in London.

We are ecstatic with our Best Companies rankings; achieving "outstanding" levels of employee engagement indicates our leadership team's vision, our company's ethics, and our people's dedication.

Our people are our most valuable asset, and we're grateful to know that they feel valued. Thank you very much to everyone who participated in the survey and for all of your hard work in driving Franklin Fitch forward.

We couldn't be prouder of this achievement. We consider our people to be our biggest asset, and knowing that they feel engaged at work is very important to us. Having an engaged workforce encourages people to feel connected to each other and our aims at Franklin Fitch, meaning we all want to work towards a shared goal.

Looking forward, we're already getting started on analysing and implementing the feedback from the Best Companies survey. This data will provide invaluable insights into what we can do to make Franklin Fitch the very best place to work - because that's the standard we're aiming for. 

This feedback comes at a great time for us, as we've got ambitious growth plans moving forward. We want to reach 100 heads by November 2023, and are looking for talented people to join us on this journey. Do you think this might be you? Are you keen to hear more about what it's like to work at Franklin Fitch? Get in touch with us today!

Interested in a career in recruitment but feeling overwhelmed with questions? Want to know more about graduate opportunities here at Franklin Fitch?

We sit down with our Academy Manager, Charlotte, to answer some of the most common questions that she gets from graduates seeking a career in recruitment.

How can I get a job in recruitment?

Stick to the basics, so find a company that fits your ideals, apply and prepare really well for the interview.

What are the typical working hours like? Have you ever been asked to work weekends?

Our standard working hours are 8.30am - 6pm and Consultants do work either side of that, depending on workload. I've never been asked to work weekends, but in recruitment, the more you put in, the more you will get out - but it's completely up to you.

How important is your work environment for your success in recruitment?

It's really important, it's just great to collaborate and bounce ideas off different Consultants with different approaches, tends to make you better in the end. Recruitment is full of lots of highs and lows, so it's good to celebrate those or commiserate those with other Consultants.

How does the Academy work?

It's a team set up to equip Consultants that have no recruitment background with the tools they need to then move on to have a successful career in senior teams in recruitment.

Do I need to know all about IT before applying?

Absolutely not. There is technical training as part of your onboarding here and most of our highest performers had no technical understanding before they came into the business and now they're experts, so don't worry.

What does the first week in the Academy look like?

The first week is fairly easy really, it's geared towards you getting to know everyone in the business and it usually ends with a social event on the Friday.

What is the training like at Franklin Fitch?

The training is a long programme that follows you from trainee all the way through to director-level. It's a multiple-strand approach, so we do variations of classroom, theory, workshops, listening sessions and live coaching depending on your learning style and your individual needs at the time.

What are the incentives like?

The incentives are really varied and really fun! We've done everything from Las Vegas, skiing trips, Dublin, watersports, London nights out - so really varied and they tend to be lots of fun.

How quickly can I progress through the business?

Each stage at Franklin Fitch has a structured career path so it's standardised targets that you can hit. So the short answer would be, as soon as you want to but realistically you're looking at your first promotion within 6-8 months.

Can you actually earn the figures that we see on the adverts?

There are some massive figures going around on some of the adverts out there. The short answer is yes, you absolutely can earn those figures in recruitment. We are confident we'd get Consultants there, but we focus on those smaller steps at first, to get you there. The building blocks to get you to that success.

If there are any questions that haven't been answered, or you want to find out more about the graduate opportunities that we have at Franklin Fitch, drop Dane a message!

With so many options to choose from, it isn’t always straightforward making crucial career decisions after graduation. This is particularly the case if your degree doesn’t guide you into a specific profession, such as law, accounting or medicine.

If you’ve got academic ability, interpersonal skills, and a competitive edge, there will be many employers looking to hire you. So whilst it can be a case of simply establishing where your main attributes lie, and what you’d like to do, this can be much easier said than done.

According to the latest FT survey, competition is fierce, opportunities are scarce and earning and growth potential can be low in the job market. However, starting a career within the recruitment industry can provide the perfect opportunity to learn and develop a fantastic array of skills and business attributes.

More companies are using recruiters due to the high demand for talented people in the industry. Recruitment consultants use their knowledge, expertise and judgment to match talented candidates to business’ job opportunities. Most companies have realised that their most valuable asset for success is their employees, giving recruiters the change to make a real impact on the economy and business growth.

Agencies are not only seeking the skilled candidates for their clients but looking for the top talent to join their own workforces. There is a significant demand for enthusiastic, ambitious professionals who are self-driven, hardworking and want to “be their own boss”. Recruitment companies are looking for those personalities that can build rapport, handle negotiations, influence and manage relationships.

Here are 8 reasons why recruitment is a good career move for you:

• High remuneration – Recruitment is built on financial incentives for performance, through commission, rewards and trips away. The more activity you create, the more successful you are in delivering the recruitment solutions inevitably means the more reward you gain. Types of incentives at Franklin Fitch includes: Trips to Miami, Las Vegas, Dublin, Cannes, Skiing, Water sports and many more!
• Scope for development – Recruitment agencies don’t want a high turnover, they invest in their staff to help them grow and develop as a successful recruiter with expenses on training programmes, coaching and mentorship. Agencies are moulding their staff into business leaders of the future.
• Variety of work – Recruiting gives you flexibility you may not get in other industries. For instance, one day you may be on the phones working that ‘wolf of wall street’ lifestyle, the next you’ll be out and about meeting clients and candidates, attending meetups, finalising contracts.
• Progression Opportunities – Top performers will advance their career quickly in recruitment, moving into more senior leadership roles. Recruitment is solely judged on performance, not time served or waiting for someone to take a step down.
• Competition is exciting – As a recruiter, you are in head to head competition with other consultants and recruitment companies. You’ll be a successful recruiter if you find competition exhilarating, challenging and enjoyable.
• The opportunity to meet the best – You’ll be speaking with the top talent of whatever industry you choose every day. Allowing you to develop your own specialisms, understand a particular sector inside and out and growing your connections for future job prospects.
• Consultative approach – Recruitment is for people who aren’t afraid to push themselves. You aren’t selling a product, you’re selling people. People are unpredictable and difficult to manage on the candidate and client side. You are developing skills to consult with clients to find out what they need to make their business grow and help them find the candidates who will make that happen.
• Human interaction – A highlight with recruitment is the interaction you get on a daily basis. You spend the majority of your time speaking with clients and candidates, understanding their needs and developing your relationships to help advance your career.

Whether you're actively looking for new work or happy in your existing position, it's a good idea to keep your CV updated on a regular basis. As your career progresses, you may acquire valuable new talents, experiences, and attributes that will appear on your CV. It's a good habit to examine your CV on a regular basis to highlight your most current accomplishments and eliminate any outdated information.

Your CV will most likely be your first opportunity to impress hiring managers, so it must effectively highlight your talents, experience, and qualifications. According to studies, recruiters spend only seven seconds on average looking at a CV before assessing whether or not a prospect is suited for the position. As a result, first impressions are crucial to success. So, before you start looking for a job, clean up your CV and give it a makeover.

Here are 4 keys things to keep in mind when updating your CV on a regular basis: 

Tailor to the Specific Job

One of the most important things to remember when writing a CV is to personalise it to the job description and company you're applying to. No two positions are the same, and no two CVs you submit should be the same. It's a good idea to do some research to make sure your CV is optimised for the employment role you want. Look at job ads and job descriptions for the role you desire and underline common keywords that you can use in your CV.

Examine company websites and professional networking sites for talents, qualifications, and values that are significant in your chosen field. Locate relevant keywords in a particular job description to include in your CV. Where applicable, add those keywords throughout your skills section and other areas. When you apply to a second job, spend an extra 10 minutes repeating this process rather than sending in the same CV, and you’ll have a much higher chance of success.

Make it Easier on the Eyes

Don't only change the text on your CV; pay attention to the design as well. CVs are summaries of your whole professional and academic experience, plus a little more, so expect them to be rich. Make sure there's plenty of white space so the hiring manager can easily read it. Use clear titles for the various subsections so that they can skip right to the bits that are most interesting to them.

Other design components should also be considered. Choose a legible font and avoid using too many colours. Use clean columns to keep things organised, and if you haven't done, insert bullet points beneath career history and other relevant parts.

Remove Unnecessary Information
When you add a new piece of information to your CV, you can generally remove an old piece of information. Remove prior positions that are no longer relevant to your target position to make room for more information about your professional goals. You can consider eliminating your school achievements and solely mentioning your degree-level qualifications as your job progresses. This can free up space for you to emphasize more professional achievements that recruiters will find more impressive.

Proofread

The value of proofreading cannot be underestimated. A single spelling or punctuation error could turn off a hiring manager, so double-check, triple-check, and quadruple-check your CV before sending it out.

In today's job market, your ability to acquire your desired job is no longer only determined by your technical abilities. Every job has essential hard skills and experience necessary for the work. Despite the importance of these abilities, there are specific "soft talents" that employers seek for when employing new employees.

While technical skills are commonly discussed during interviews, it is becoming increasingly important to assess a candidate's prospects of integrating into the company's culture and work environment. Soft skills include human characteristics like as communication, time management, teamwork, and work ethic.  Soft skills are more important than ever.

Here are 10 soft talents that employers are looking for if you're thinking about improving yours:

Creative Problem-Solving Skills

Within companies, problems will always arise. Employees who can solve problems and identify solutions are more valuable to a company than those who find problems but no solutions. Some managers prefer to have an issue given to them together with possible remedies at the same time.

Be an Effective Communicator

Employers value individuals who can communicate well both verbally and in writing. It is impossible to overstate the impact of excellent communication. Employees must be able to communicate as well as listen in order to work effectively with bosses, co-workers, and clients in the workplace. An excellent communicator can inspire others, explain complicated situations, and provide vital feedback.

Leadership Skills

Leadership is not simply being the one in charge and leading a team. It's your ability to persuade other employers, especially your peers, to hire you. Employers want employees who can collaborate with others, explain their expert viewpoints, and persuade them to make decisions that are in line with their ideas. Persuasive leaders travel from project to project, use their abilities to ensure that their portion of the project is completed on time.

A Positive Attitude

A positive attitude can go a long way toward turning around a department or company. It's crucial for businesses to have that energy in the office since having employees with a positive attitude can be contagious. It keeps individuals going when they're stressed, makes difficult job appear less challenging, and can make a workplace more pleasant.

Adaptability

Even without the challenges of the past few years, change is an important part of the modern workplace. Due to the rapid growth of technology, we are constantly doing things differently. Adaptability allows us to be more flexible and adapt to change. Many of us dislike change but learning to adjust to constantly changing needs and goals in the job while maintaining a positive, problem-solving mindset can make you an invaluable asset to your business. It will also help you stay relevant in your profession so that you can continue to be a valuable contributor in the future.

Time Management

This is an important soft talent that benefits both you and your employer. Time management refers to the ability to organise your schedule on a daily and weekly basis in order to complete jobs on time and efficiently. Taking care of any of these concerns and managing your time will show management that you are dependable and that you will give them your all every day.

A Strong Work Ethic

A strong work ethic is the will to work hard and achieve success. Finding and hiring people with a strong work ethic is critical to any company's success. A strong work ethic is difficult to instil and even more difficult to maintain if one does not already exist. Having a strong work ethic is incredibly valuable in any profession or business. Employers prefer to hire people who will work to their full potential. It's not about being perfect; it's about being trustworthy and professional, as well as respecting your co-workers and workplace.

Emotional Intelligence

The ability to notice, assess, and respond to your own and others' emotions is referred to as emotional intelligence. This soft skill, like communication and adaptation, goes beyond understanding and controlling your own emotions to placing yourself in others' shoes for optimal collaborative production and success. It can also aid in stress management, conflict resolution, and the assessment of nonverbal cues.

Teamwork

Employees used to look for jobs that matched their desire to work independently or in a team setting. Those who believe they know how to do the job and don't trust others to do their part might cause stress in the workplace and reduce overall efficiency.

Much of the work in today's workplace is done in groups; while employees must be able to work individually (sometimes as part of a team), you will almost certainly be part of a group working toward a common goal. Now you must be able to complete all of this while not in the same room as your co-workers. Learning to trust others, collaborate, and provide and accept feedback is a challenging talent to master, but if you can, you'll be well ahead of the competition.

Perform Under Pressure

Working under pressure requires dealing with constraints that are frequently beyond your control. Last-minute adjustments, impending deadlines, and a lack of expertise required to complete your job are all possibilities. When urgent needs emerge, you can keep your calm instead of being stressed out and overwhelmed if you have work under pressure skills. And no matter where you work, there will surely be times when you are required to work under pressure.

To Conclude

At each step of the job search, it's critical to cover both your hard (technical) and soft (transferable) skills. Consider how you'll express these abilities in your CV, and practise describing them in person before your interview. To give your future employer a greater understanding of your traits and abilities, include real-life examples of how you've used your soft skills.

Keep in mind that you offer a lot more to the table than just technical abilities. Soft skills are valued by employers since they show your personality and attitude. It's a big part of who you are!

As a recruiter, much of the advice I've seen published about the hiring process is aimed at the candidate, and how to make your profile more appealing to a client. The current job market, on the other hand, is very candidate driven, with each candidate we see having multiple opportunities and offers. As a result, it is now more important than ever to make your company and job as appealing as possible.

Below are some tips on how you can go about ensuring you maximise your possiblities of securing high quality candidates in the hiring process:

1. Strong Job Advert

A job advert is one of first impressions a candidate will get of a both you as a company, and then about the role. Knowing this, you need to really make your advert stand out from the rest. Use your advert to sell back to common desirables that candidates in your market often look for. If you have really strong benefits, include them! If you have a great development programme, mention this! By doing this and putting a little bit more time into your advert, it will not only increase the number of responses, but increase the quality of people.

2. Have a Good Hiring Process

The current market moves very fast for good candidates. If your interview process is too long, or too straining on the candidate’s time, this can be the reason for losing a candidate to a company with a faster process. It may be hard to hear, and although WE may know that your company and the opportunity you have is amazing…the market is filled with hot job opportunities who are all looking for your good candidate. Is not doing that technical test really going to affect you in the long run, or are you going to be more affected by losing out on good candidates?

3. Choose the Right People to Interview

It’s all well and good to shorten and improve the length of your hiring process, but it is then important to be selective about who you are putting in to interview candidates. From previous experience, this person needs to be able to truly represent your company, be a good advocate for your brand, and give a good first impression. By only choosing the decision makers to conduct the interviews, this can lose rapport with the candidate who may want to get a sense of what the company is like from someone more junior.

4. Competitive Salary, and a Strong Offer

The most obvious way to secure good candidates, but something I see getting overlooked way too often, is the importance of paying a competitive salary. This is something that we as recruiters can definitely help you with as we have extensive market knowledge and will have insight into what salaries competitors are paying, and what good candidates are expecting. It is easy to think your job opportunity is amazing even at an average salary rate, and although this saves you money, it will not appeal to candidates who are financially driven. The national average in the US for a salary increase is 14.8%, meaning candidates will expect a good offer for them to consider leaving. On top of this, it is important to make your first offer strong. It is extremely hard to go to a candidate with a second offer after you have already low-balled them. They will ask questions like…If that flex was there to start with, why did they try and offer me lower? Do they really appreciate my value by offering me lower than we originally agreed?

5. Use Us Recruiters!

Although potentially a bit biased, one of the best bits of advice I can give regarding securing good candidates in a tight market, is to utilise your chosen agencies…this really is what we are good at! As recruiters, we have extensive market knowledge and can help add value to your hiring. We also build up strong relationships with candidates and are trained negotiators, so will actively help you secure the candidate through knowing their selling points and lowering their expectations if needed. We also have the time and resources that are required to find those candidates that aren’t on job sites and aren’t going to reply to your job adverts. Don’t miss out on an entire pool of candidates, let us help.

We talk about diversity and establishing inclusive teams a lot as recruiters. A varied workforce brings to your firm an unique set of viewpoints and opinions. In reality, businesses with a diverse staff outperform their competitors and report happier employees.

Despite the hype, just around half of firms have strategies in place to attract a diverse workforce. Approximately the same number of companies do not keep track of workforce diversity.

Unfortunately, bias – even if it is unconscious – can impede some businesses from naturally achieving diversity. It's critical for your recruiters to have initiatives in place that encourage more diverse hires in order to build inclusive teams.

Inclusive hiring can help your team develop more quickly, produce happier employees, form stronger teams, and help your company outperform its competition. Here are a few best practises for inclusive recruitment that your organisation can use.

What is inclusive hiring?

The inclusive hiring process actively accepts a wide range of traits and viewpoints that candidates offer to the firm. It's not just about filling quotas by hiring persons from underrepresented groups or those with disabilities. Instead, inclusive hiring practises seek to level the playing field for all applicants in order to combat bias in hiring and discrimination in general.

In an inclusive recruiting environment, multiple perspectives, beliefs, and values are considered in order to reach a common goal. Your employees will be forced to think outside their comfort zones and challenge new notions or ideas by having a diverse workforce.

It's difficult to avoid unconscious bias when examining a candidate's job application, even with the greatest of intentions. Organizations that want to improve their team's diversity and attract the greatest talent can't afford to have recruitment practises that unintentionally exclude specific groups of people. Bias can occur at any point of the hiring process, but the talent attraction stage, application review, and face-to-face interview are the most important to investigate.

Through job ad placements, bad language choices in job descriptions, and bias in the interview stages, your organisation may be unwittingly decreasing the number of quality applicants from the very beginning of the recruitment process.

Requirements for the Job

Taking a second look at what you're asking of them is one of the simplest methods to attract more diverse prospects. When you're interviewing candidates for an open position, you'll probably have a list of requirements in mind. While having certain standards can be beneficial, adhering to them too rigidly can actually hinder your chances of finding a quality hire.

Your ideal applicant may have five years of industry-specific expertise, but if you focus solely on this criteria, you'll overlook a multitude of other candidates with diverse backgrounds. While this assures that you select someone with the degree of expertise you require, it also eliminates individuals who may be exactly what you need with only three or four years of experience.

Language Used for Audience

Job descriptions can either entice or repel candidates depending on the language used. A good job description speaks to a wide range of candidates while being explicit about the skillsets required. Leading with sensitive, thoughtful, and inclusive language demonstrates to prospects that you are a diverse workplace that evaluates all applicants regardless of gender, race, disability, or status.

Make sure you get it correctly by removing any terminology that could be interpreted as catering to a specific demographic. When it comes to hiring, use inclusive language, which means avoiding gender-specific vocabulary and words, as well as industry jargon. Begin with a job title that is devoid of any references to gender or industry. Keep things simple and concentrated on the task at hand. Work on removing masculine and feminine words as well from job postings.

Advertising the Role

Consider where you're advertising if you want to create a truly inclusive process and attract applicants from various backgrounds. Elite universities may produce outstanding individuals, but they struggle with diversity, as do many other institutions. Your search may be too restricted if you notice that your candidate pool is made up of people with similar educations, histories, and experience levels. After all, similar individuals prefer to apply for employment through the same routes.

While knowing how to connect with the people you want to apply for your open positions is beneficial, you shouldn't limit your prospect pool too much. Get imaginative about where you post your openings to reopen it and attract more different applications.

Many candidates may be looking for jobs via print ads, contacting and visiting job fairs and boot camps, conducting searches on social media, or using their mobile devices to access job adverts. With this in mind, try looking for new employees in a variety of venues; this increases your chances of recruiting for a more diversified demographic. 

Screening and Interviewing

Preventing and Exclusion in the CV Review

It's even more important to have an effective screening process in place if you've drawn a larger pool of applications in order to objectively evaluate your candidate pool. This is when bias, whether conscious or unconscious, may creep into decision-making and undermine all of your hard work in attracting diverse candidates.

This problem has two solutions: removing identifying information from CV’s or abandoning CV’s entirely in favour of another way of candidate screening.

• Blind hiring involves removing any information from resumés that could cause bias, such as age, ethnicity, gender, education, and geographic location. Ideally, only the facts that matter will be left: their skills, experience, and achievements.

• The practice of replacing CV’s with skills testing is gaining traction in the recruitment industry. The idea is to hire based on skills rather than background. Candidates are tested for technical skills (such as coding) and soft skills (like communication), then graded and ranked according to their performance — creating a shortlist of top candidates without any identifying information.

The blind hiring method delays rather than removes bias if your recruitment process includes a face-to-face or video job interview. The key advantage is that you can rest assured that the shortlist of candidates for interviews was generated without bias, and that no promising candidate was screened out for the incorrect reasons.

Minimising Bias in the Job Interview

If you have conducted a blind hiring process up to this stage, the job interview should be the first moment you see the candidate’s ethnicity, age, gender, and appearance. Unconscious bias is therefore unavoidable, but it can be minimized in the following ways:

• Screen questions for exclusive language

• Ask every candidate the same set of standardized questions and stick to the script.

• Use the same assessment criteria and debrief for every candidate.

• Avoid one-on-one interviews. Have a panel of at least three interviewers.

• Make sure your panel is diverse

• Beware of hiring for likeability.

• Don’t make a decision based on the interview alone.

Conduct panel interviews to reduce interview bias and provide for a variety of perspectives during the interview process. You can gather feedback, viewpoints, and ideas from people with a variety of requirements and expectations if you have a lot of people following along in the hiring process. Those outside of your recruiting and hiring staff should be involved in the hiring process. By reaching out to other departments, team members, and company executives, you can eliminate bias by considering other points of view and use their diverse experiences to build an inclusive workplace for newcomers. 

Onboarding New Hires

The first step is to have an inclusive hiring process. Employees who don't fit a homogeneous mould will be unhappy in their new jobs if you simply focus on developing an inclusive hiring procedure and overlook your company culture.

You need to build an inclusive work atmosphere to persuade them to stay––and to actually enjoy their time at your company. Each employee has an unique voice in an inclusive workplace culture, which encourages them to be themselves. Not only are their particular needs met, but they are also encouraged to devote time to personal duties that they consider vital.

To Conclude

There should be a purpose and meaning behind establishing an inclusive workplace and recruitment process, not just another box to check.

There are numerous reasons why having a diverse workforce is advantageous, but it won't happen immediately. As a result, for modern firms, putting in place the proper processes and mechanisms to build an inclusive recruitment team is a step in the right way.

The efforts you take to increase inclusive hiring should be tracked and reviewed on a regular basis, with training being a top emphasis. If you want inclusive hiring to work, you need buy-in and passion for what you're attempting to do.

Isabelle Melton joined our Franklin Fitch Training Programme in November 2021, which provided her with the tools she needed to get started in the recruitment industry. Fast forward to present day, Isabelle not only excelled in the programme, but has recently been promoted to Recruitment Consultant. We spoke with her about her recruitment career journey, her advice for individuals considering a career in recruitment, and how she's adjusted to her job and team at Franklin Fitch.

Introduce yourself, your career journey at Franklin Fitch, your current role, and your responsibilities.

My name is Isabelle, and I work as a Recruitment Consultant at Franklin Fitch. I've been here since November and was recently promoted from trainee consultant to consultant. I got into recruitment after earning a degree in Criminology and Psychology while also working in retail. I am now looking to start working towards my next promotion, which will be to Senior Consultant, with the ultimate goal of becoming a Team Lead here.

Since joining Franklin Fitch what has been one of the biggest challenges you have faced?

My most difficult challenge since starting here at Franklin Fitch has been organisation! You must be extremely organised as a recruitment consultant since you must juggle so many things at once.

What was the training programme like for you at Franklin Fitch?

One of my favourite aspects of Franklin Fitch, and one of the reasons I first joined, is the training programme. Even during the pandemic, I received extensive training and support, and I believe that in such a short period of time, I have significantly expanded my skill set and even worked on my own self-confidence.

What are your thoughts on being on the programme?

I absolutely love being a part of the programme. Going into recruitment straight out of university can be daunting, so working under Charlotte, our L&D Manager, is an excellent way to feel like you can grow and develop. That being said, there is no micromanagement at Franklin Fitch, and they allow you to get your hands dirty early on while guiding you through the entire process. This method of learning is beneficial to me because it gives me a push while also giving me the encouragement of knowing that I am supported.

Why did you choose a career in recruitment at Franklin Fitch?

I chose a career at Franklin Fitch because I am very money-driven, and after speaking with some of the team's more senior members, I realised that there are tremendous earning opportunities here. I also liked the idea of eventually moving to America, so the fact that they work in multiple markets and are constantly expanding in the US was very appealing to me for my career.

Any advice you would give to future recruiters?

My main piece of advice to aspiring recruiters is to trust the process. It can be difficult to keep a positive attitude during the first year of employment, and they say you will consider leaving several times. However, if you persevere and have faith in your own learning and development, as well as the procedures in place at Franklin Fitch, the opportunity can be life changing.

Dealing with stress in the workplace has long been a problem for businesses. Everyone who has ever held a job has, at some point, felt the pressure of work-related stress. Any job can have stressful elements, even if you love what you do. In the short term, you may experience pressure to meet a deadline or to fulfil a challenging obligation. But when work stress becomes chronic, it can be overwhelming—and harmful to both physical and emotional health.

Stress is a normal part of life; some stress is beneficial and motivating, but when stress becomes overwhelming, it can have a negative impact on a person's mental health. Recognising the warning signs and intervening early can help prevent feelings from spiraling out of control. Taking steps to manage workplace stress is critical for both employers and employees in order to create a mentally healthy working environment where people feel supported.

Workplace stress manifests itself in a variety of ways, and it is critical to understand how to recognise it and effectively deal with it so that it does not escalate. Let's take a look at some scenarios and strategies you can employ the next time you're stressed at work.

Common sources of work stress

Certain factors tend to go hand-in-hand with work-related stress. Some common workplace stressors are:

- Low salaries

- Excessive workloads

- Few opportunities for growth or advancement

- Work that isn’t engaging or challenging

- Lack of social support

- Not having enough control over job-related decisions

- Conflicting demands or unclear performance expectations

Manage your Workload

When we work too much, we put ourselves at risk of burnout—a psychological syndrome that leaves us constantly exhausted, overly cynical, and feeling like nothing we do matters.

Everyone needs help from time to time and discussing your workload with your manager is important if you’re struggling. Simply getting your worries off your chest can help, and together you can work to set realistic targets. It’s okay to place boundaries: say no. Strong boundaries are essential in any healthy relationship, including your relationship with your employer.

Accepting a task that you are unable to complete may result in an excessive amount of stress in addition to the task being poorly completed. And without clear boundaries around the workday (and even during the workday), you’ll always be tempted to keep working. You might have a conversation with your boss about expectations and deadlines. They might be able to help you set boundaries at work and resolve any time-management issues you're having.

An important strategy to help manage your workload is prioritising your work. By learning how to prioritize means getting more out of the limited time you have each day. It’s one of the cornerstones of productivity and once you know how to properly prioritize, it can help with everything from your time management to work-life balance.

Establish boundaries

In today’s digital world, it’s easy to feel pressure to be available 24 hours a day. Establish some work-life boundaries for yourself. That might mean making a rule not to check email from home in the evening, or not answering the phone during dinner. Although people have different preferences when it comes to how much they blend their work and home life, creating some clear boundaries between these realms can reduce the potential for work-life conflict and the stress that goes with it.

Identifying patterns

Knowing what your stressors are can help you anticipate them, making long-term stress management easier. For example, if deadlines make you anxious, you may need to request longer lead times or begin earlier. If you don't have enough time to complete all of your responsibilities, you may want to automate some of them. If this isn't possible at work, try to spend some time thinking about it outside of work. Consider making a list of everything that usually causes you a lot of stress at work. Try to write at least two possible ways to deal with those stressors next to each.

Ask for Support

Clarity about expectations and performance are important steps toward feeling more confident and less stressed at work. However, having an honest and open relationship with your boss is a critical factor. Having a difficult conversation about workplace stress, especially with your boss, is never easy. However, it can assist you in focusing on what is best for your own mental well-being, which will benefit the company.

They will have the tools and resources to inform you about what the workplace has to offer. Many workplaces provide programmes such as counselling to assist you in getting through these trying times. Take the time to explain how you manage your professional and personal lives to a friend, co-worker, or family member. Don't be afraid to express your worries and concerns. The vast majority of people are going through the same thing and are unsure how to discuss it with others. If you're feeling disconnected from your co-workers, try to find a way to reach out to them. When you are able to express your emotions, your thoughts become clearer.

Give Yourself a Break

If you've been under a lot of stress at work, it's okay to reward yourself and find a work-life balance. Create habits! It's possible that this is easier said than done... Try muting teams or deleting the email app from your phone. This is especially useful if you work remotely, as it can be difficult to unwind after a long day at work.

Why not make the most of your paid holidays? Take advantage of the time off you are entitled to and use it to reset your mind: plan a holiday, go to movies, visit family, or do anything else that you enjoy and will help you feel more relaxed. Try to balance things out by taking advantage of your free time, such as weekends. These activities can assist you in unwinding and enjoying life. This, in turn, can fuel your creativity and help you find fresh perspectives on your work.

These small steps can make a big difference in reducing stress, building resilience, and improving your mental health in the workplace. If you're still stressed about working in your current role and are open to looking for opportunities then contact our recruitment team today.

With many employers struggling to retain good quality IT staff, professionals are increasingly likely to be presented with a counteroffer when they announce their resignation. These enticing offers can cause you to seriously reconsider your decision to leave, whether they offer you a promotion, more flexibility, and responsibility, or a pay raise. But that's exactly the point.

The decision of whether or not to accept a counteroffer is an important one that may have a lasting impact on your career. It's a fantastic issue to have. If your boss/employer is willing to up the ante in order to keep you, you're obviously doing something right. Moving on to a new company, on the other hand, may provide you with additional benefits and opportunities that your current employer does not provide.

It can be difficult to decide whether to accept a counteroffer, and there are numerous factors to consider.

Aside from salary, the costs of advertising your job, filling the vacant position you leave, and training a new hire can total tens of thousands of pounds. Furthermore, many IT and digital jobs are currently difficult to fill due to current skill shortages. Such difficult positions can remain open for months or even years, inadvertently costing companies money by delaying them from meeting their objectives. Employers do not make counteroffers because they like you and will miss having you around. Although their counteroffer may make you feel special, the main reason businesses make counteroffers is to save money.

What is a Counteroffer?

A counteroffer is an offer made in response to another offer. It is an employer's bid to keep a high-performing employee from leaving in a recruitment scenario, and it is usually made after the employee has handed in their notice. A counter-offer is intended to persuade you to reconsider your resignation, and it usually includes a pay raise or promotion.

Employers make counter-offers for the following reasons:

- To keep the employee's knowledge of the company, customers, and processes.

- To save money on hiring and training a replacement.

- To avoid burdening the rest of the team with extra work.

- Keeping employee morale and team relationships high.

Why You Might Accept a Counteroffer

Over 50% of employees accept counteroffers. At the time, it can seem like the right decision as you won’t have to master the working methods of another company or build relationships with new colleagues. Being offered more money is one of the most common reasons that employees will accept a counteroffer. This will work well if you are satisfied with your current position, like the company, and get along well with your work colleagues. You get to stay in a place that is comfortable for you, and you are fairly compensated for the work that you do.

Accepting a counteroffer should be done with caution, as the employer may question your loyalty to the company, and you may be perceived as only interested in financial gain. 80% of employees that accept a counteroffer leave within six months and 90% within a year. Proving that money isn’t always enough to overcome the problems that made you want to look for a new job in the first place.

Why You Shouldn’t Accept a Counteroffer

Unfortunately, there are more reasons to turn down than accept a counteroffer.

Consider the Reasons for Wanting to Leave

Getting a raise is, at best, a temporary fix. Only 12% of employees resign for financial reasons; poor work-life balance, a lack of career development opportunities, and a lack of benefits are increasingly motivating factors to leave. So, chances are you're looking for a new job for other reasons than a higher salary, and these reasons aren't going away with a higher salary. Consider why you started looking for other opportunities in the first place. Most likely, salary was a factor, but it was not the only one. Perhaps you felt stuck, with few opportunities for advancement, or you realised you were comfortable but not reaching your full potential.

Trust is Broken

Accepting a counteroffer will almost certainly harm your relationship with your current employer. Your resignation will be interpreted as a lack of dedication to the company. The desire you expressed to leave may indicate that you are not as loyal or committed as other employees, which may have an impact on your career development as you may be passed over for promotions in favour of co-workers who have not attempted to leave.

Will Things Really Change?

The frustration, suffocating feelings, and dissatisfaction that drove you to look for new opportunities will remain, and the raise in pay is unlikely to make them any less unbearable. Whatever turned you off about your job before the new offer will irritate you even after you accept it. Perhaps you were passed over for a promotion or were simply not given the opportunity to advance. You most likely expressed these concerns to your employer at some point, but they were not effectively addressed. These issues are likely to persist after you accept the counteroffer and will eventually force you to resign – this time for good.

Will my Job Security be Affected?

Accepting a counteroffer significantly reduces your job security. Your boss has worked hard to keep you from leaving, but you can bet that when it comes time to make redundancies or reduce personnel, you'll be near the top of the list because you've already tried to jump ship. This desire to leave may indicate that you are not as loyal or committed as other employees, which may have an impact on your career development as you may be passed over for promotions in favour of co-workers who have not attempted to leave.

How to handle a Counteroffer:

Whatever your reasons for resigning are, don't accept or reject a counteroffer right away. Here are some suggestions for dealing with a counteroffer.

Speak with your manager about the terms of the offer- Go to your manager and ask them why they want to keep you. Is it because you are valued, or is it just to save money on turnover? You don't have to make a decision right away; ask for a day or two to think about it. Take some time to think about their proposal so you can be confident you're making the right decision.

Compare the offer with your new job offer- Compare the strength of the counter-offer to the offer from your prospective employer. Consider factors other than salary and benefits. Consider which company will best help you advance your career in the long run. Where can you grow the most? Which provides more opportunities for advancement? Consider which company best aligns with your values; company culture and vision are important factors to consider because they can influence how engaged, motivated, and happy you are at work.

Speak to your Recruitment Consultant- If you're using a Recruiter, notify them as soon as possible about the counter-offer. They'll have been through this process with other candidates before and can give you their professional opinion on what else you should think about. It is in their best interest to assist you in making the right decision, as their client will be looking for candidates who want to stay long-term and advance within their company, rather than leaving after a few months and returning to their previous employer.

Revisit your reasons for leaving- Most counter-offers include a pay increase, but money is rarely the primary reason someone leaves their job. Many people look for work elsewhere in order to improve their work-life balance, gain more experience and responsibility, or work in a more dynamic work environment. Consider why you looked for a new job in the first place, and whether the counter-offer meets all of your requirements.

Listen to your inner voice- You've probably heard the advice to 'trust your gut' or 'go with your gut'. This is also true when looking for a new job. Although you should be methodical in weighing the benefits and drawbacks of the counter-offer versus the new job offer you've accepted, if you have a nagging feeling that staying isn't the best option, pay attention to it. Whether it was due to a lack of inspirational leadership, limited opportunities, or subtle office politics, your inner voice was telling you to leave and look for another job, and ignoring it could cost you in the long run.

Making a Final Decision

It can be difficult to decide whether or not to accept a counteroffer. It is critical to consider each of the previously discussed points and create a list of pros and cons. You may discover that you require additional information about your potential new employer. In this case, it's often best to consult with your recruiter so you have all the information you need to make the best decision for your personal and professional development.

If you want to begin searching for the job but want to look at the other options, but don't know where to start. We're here. Contact us to today to find out the amazing opportunities.

Coming from a university background completing a BSc and MSc in Sport and International Business, you see both sides of university life. The relatively easy undergrad where every day is a weekend, there are no ties or commitments, and heaven forbid you get two one-hour lectures back-to-back. Then there's the full-on, demanding MSc, where you're drowning in deadlines and your workload triples.

You must develop strategies to help you deal with the news pressures and workloads. This can be a valuable learning experience in dealing with real-world pressure and stress. The coping strategies you learn here will help you manage and reduce stress later in life. You work hard to meet deadlines and maintain a work-life balance with sports and social circles, and then one day you turn in your last assignment and the adult world knocks.

This gives you some breathing room as you try to find your way. Trying to find that path can be difficult and perplexing at times. I'd advise you to keep an eye out for potential opportunities that will allow you to develop whatever qualities are important to you. Recruitment seemed like a no-brainer to me. Coming from a hardworking family, recruitment allowed me to continue to build on the skills I learned in my master's programme and previous experiences in my current line of work.

Coming from a social and sporting background, recruitment allowed me to continue to evolve social aspects of my life by developing communication styles. It gave me the ability to take on personal responsibilities and manage my own workload. Recruitment is a profession that rewards hard work, and it is often said that "what you put in, you get out." It is not an easy journey, and I would not recommend it to everyone, but it can be a highly rewarding and exciting career.

To be successful in this field, you must be resilient and willing to roll with the punches. No recruiter is finished after their first day, and I doubt they ever will be. Be prepared for highs and lows. You must enter this field with an open mind so that you can absorb all the necessary information and learn from those around you. You'll get into the swing of things once you've found your feet and your own style. Then success will begin to arrive, and your efforts will be rewarded. Dividends will be paid on what you have invested. Simply buckle up, brace yourself for the blows, and settle in for the ride.

In August 2021, Oliver Boulton, a member of our London US team, enrolled in Franklin Fitch's Academy Program. From there, he has excelled throughout the training programme and was promoted to Recruitment Consultant. We got the chance to speak with him about his career journey into recruitment, his advice for individuals considering a career in recruitment and how he's adjusted into his job and team at Franklin Fitch.

Introduce yourself, your career journey at Franklin Fitch, your current role and your responsibilities.

My name is Olly and I work for Franklin Fitch as a Recruitment Consultant. I started at Franklin Fitch in August 2021 following my graduation from Exeter University where I did a Bachelor’s degree in Business Management. I started off as a Trainee Recruitment Consultant and recently got promoted following five months of training. I am now about to start working towards my Senior Recruitment Consultant targets with the aim of achieving this by the end of the year.

Since joining Franklin Fitch what has been one of the biggest challenges you have faced?

One of the hardest adjustments I faced was going from being a student to full-time work – it is a shock to the system! However, I have had a great support system at Franklin Fitch who have always been ready and available if I needed any advice or assistance.

What was the training programme like for you at Franklin Fitch?

The training programme has been second to none. When I interviewed for Franklin Fitch, they sold me on their continuous training programme, and it turned out to be one of the biggest benefits of working here. It is led by a dedicated Learning and Development Manager, Charlotte Drury, who provided me with constant support and training and was always there to help with issues either inside or outside of recruitment.

What are your thoughts on being on the programme?

The two main selling points for Franklin Fitch were the culture and continuous learning approach. Everyone is always accessible and willing to help regardless of their seniority within the company. Even though I have graduated from the Academy, my learning and development is still being closely monitored and every day I feel like I learn something new and improve my ability as a Recruitment Consultant. Regardless of where you sit in the company, there are always opportunities to learn and grow and they regularly bring in external industry experts to conduct training sessions, even when you reach Principal or Director level!

Why did you choose a career in recruitment at Franklin Fitch?

My main motivation to start a career in recruitment was the ability to make the same money in your first year as you would in your fifth year in a typical graduate job. In addition to this, there are no other jobs where you can potentially earn two promotions within the space of a year. The career growth opportunities at Franklin Fitch are clear and tangible, and you know exactly what you need to do to hit your targets and are given all the support required to do so!

Any advice you would give to future recruiters?

Stick it out. It is not an easy process, particularly at the beginning it can feel very overwhelming, and it requires a lot of resilience and dedication. I adopted the approach of no expectations for the first six months, I just focused on my learning and development and let the results come naturally. Focus on the process and the results will follow.

In the digital era, applying for jobs has never been easier. However, a consequence of this – along with the effects of COVID-19 on employment – is that applications per role are sky-high.

In a competitive job market, a standout job application is worth its weight in gold. A study revealed recruiters spend just 7.4 seconds looking at the resumes of job seekers – so being able to make an impression quickly is essential.

So, what can you do to make your job application stand out from the pack? 

Follow these tips to make changes to your job application and improve your chances of success for a job interview.

‘I’ve never seen it so competitive out there’, says Practice Manager Simon Nicholls. ‘With that many people applying for the same role it’s impossible as a recruiter to review all of the candidates, and similarly impossible to get attention as a candidate’.

Despite this, there are things that you can do to make it as easy as possible to make your application stand out. Simon shares his advice below.

1) Make sure the role is a perfect fit for you

It’s common for people to apply to anything and everything when job hunting. This not only wastes your time, but also the recruiter/hiring manager who has to go through the applications. If your profile doesn’t match the job description, you won’t get the job – simple as! With this in mind, you do want to challenge yourself to a role that you know you can do, but requires some brain power and is engaging. Some people suggest your profile needs to match 80% of the job description – this isn’t an exact science and varies every time but might be worth keeping in mind.

2) Apply to the role on the job board/LinkedIn etc

This might sound like it’s a given, but you’d be surprised how many people call/email to say they’re interested in a job but haven’t actually applied yet. Job applications can be tough, so try not to procrastinate and get it done. You’ll be in a much better position after you’ve applied to the role.

3) Track down the recruiter on LinkedIn and send an InMail & Email. This InMail/Email should include a very short overview of your suitability e.g.

"Hi Simon. I've just applied for the ROLE in LOCATION. I feel I am a good fit for the following reasons:
- The rate/salary is in line with my expectations
- I am based near to the location (description)
- I have experience in X, Y and Z and companies A,B and C
- I am immediately available for interviews and starting
Please let me know if we could discuss this role further."

4) Follow up with a call (but at the same time don’t spam call)

It’s all about getting your name heard! (and having the application to back it up…)

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This may not be a sure-fire guide to get your application viewed by decision-makers, but it can sure help. If you have any more suggestions or questions regarding this topic feel free to get in touch!

As recruiters, we get the opportunity to speak to a whole host of hiring managers, each facing their own challenges when looking to bring the best talent on board and grow out their teams. Although even the largest, most resourceful companies are still likely to face their fair share of tests, this article will focus on identifying the key challenges faced by SMEs when hiring for their IT/Infrastructure teams, as well as looking into best practices and new ideas on how to solve them.

I am in contact with a range of SMEs, speaking with hiring manages to get to the bottom of what works, what doesn’t and how they have managed to improve and streamline their recruitment processes. Outlined below are some of the key talking points that arose, which will hopefully provide insight and assist in building a hiring process that works for you.

What to focus on when hiring IT/Infrastructure employees?

Believe it or not, a surprisingly large number of hiring managers found putting too much emphasis on a candidate’s technical capabilities was ineffective in the initial recruitment stage. It was an almost unanimous agreement that on reflection, more focus should have been placed on values fit and working attitude. Bringing in someone that shares the values of the company, as well as having a positive can-do attitude can have a huge impact on SMEs.

Having a team of motivators is a sure way to maintain positivity, overcome challenges and create opportunity for innovation. Someone could be exceptionally talented in terms of technical ability, yet if they aren’t invested and motivated to make things work, they’re probably going to be more of a detriment to the business in the long run. As the saying goes, “one bad apple can spoil the bunch”.

Unlike technical skills, mentality can’t be taught. So, when it comes to technical skills vs mentality, let’s call it even. Hitting that perfect balance of technical prowess and personality fit in a new hire is any SME’s dream!

Make your interview process more effective

Giving candidates reasons to buy into the company from the start is crucial for attracting talent (and it only takes 10 minutes). The current market is extremely candidate driven; strong candidates are likely to have multiple other processes going on alongside the opportunity you’re offering. Ten minutes on the phone is all it takes to create a good first impression and make candidates feel like you are valuing their application and are aware that interviews are a two-way street. You are aiming to put your company at the forefront of the candidate’s mind.

Testing technical ability

The interview processes at SMEs are often far more thorough than some of the larger companies I’ve worked with, and why shouldn’t they be? The associated risk of every hire is far greater than in larger and more established companies. Holding some form of technical test, whether it’s an online screen share, or a verbal test in the interview from one of the senior team members is a great way to separate the technically strong from the lesser capable.

There are two big “don’ts” when it comes to testing technical ability. Firstly, jumping straight into a technical interview as a first stage, without previously giving buy-in to the company (yes, this again). This can be hugely off-putting and can give a sense of elitism to your hiring process.

Secondly, putting candidates through a ridiculously long process, just to prove what they’re capable of. The candidate shouldn’t need to be asked the same questions by 4 different people within the organisation. This can give the impression of poor communication and time management within the business, whether this is the case or not. Candidates are often reluctant to commit to such a long process for a job that they ultimately might not land.

One of my clients mentioned the idea of collaboration-based interviews. The way this works is that they get the candidate to participate in a real-life situation. Sit in on a brainstorming session with the team, focusing on how best to overcome a specific, real problem. This way you can test the candidate on how well they collaborate, how confident they are giving their own ideas and how they communicate these ideas to a wider audience. This also gives a positive experience to the candidate as they get a real insight into what it would be like working in the company – and ultimately the team.

Finally, something hugely important for all companies, big or small, is responsiveness and feedback. This is so vital, yet still not on the priority list for many companies. Due to the competitiveness of the industry, candidates can be off the market within a matter of days. If you aren’t providing constructive feedback on profile submissions or interviews within two days maximum and keeping candidates in the loop, assume that your competition is, and expect to be left behind!

How does your tech stack correlate with talent attraction?

I asked each hiring manager: “when choosing your tech stack, do you think about how that correlates with talent attraction and current technical trends for when you’re likely to be growing the team further down the line?” This often prompted the response: “I’d never really thought about it until now”.

Around 90% of the people I spoke to stated that the tech stack was chosen with the sole focus on implementing the best tools for the product, without giving a thought to how their choices would affect the future hiring process. Makes sense! However, keeping talent attraction in mind when discussing technical decisions is no bad thing. This doesn’t mean that you should pick a tool unsuitable for the job just because it’s the “next big thing” but keeping up to date with the latest versions of the tools and technologies that you’re using is likely to appeal to potential candidates when the time comes to grow out the team. Emerging technologies will also keep your product/service scalable as you continue to expand.

Being open to implementing new technologies and offering an element of technical freedom to your IT employees can also be a great way to attract talent, encourage innovation and ensure that your hires have the mindset of continuous development (which is the attitude needed in most successful tech SMEs).

How do you compete with the tech industries “Top Dogs”? And do you need to?

Interestingly, the majority of people I spoke to didn’t feel as though they are competing with large organisations on anywhere near the same level that they are competing with other SME’s. This is due to the belief that the majority of candidates either have the appetite for an SME, or they don’t.

If you have a candidate with their mind set on working in a small, more open environment, how do you attract them to yours? Many thought that it is more effective to focus on offering the candidate intangible benefits such as technical freedom, ownership over projects, the chance to make a real difference on projects and the company as a whole. This would often be more appealing than trying to match the ‘competitive’ financial packages that are being offered elsewhere.

Whilst these benefits will appeal to a “smaller company” minded candidate, it’s important not to use these benefits as leverage to negotiate a lower salary. Underwhelming a candidate with a job offer is a sure-fire way to put them off!

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If you have any questions, comments, or tried and tested methods for attracting talent to SMEs that haven’t been covered here, please feel free to contact one of our team members to discuss.

The battle for talent is at an all-time high with organisations doing whatever they can to attract and retain industry-leading talent. Whether or not you choose to accept this, the reality is that we are currently in a candidate-driven market and if organisations fail to adapt, they risk falling behind in the race to the top.

 I recently spoke with a client who had been struggling to remain competitive due to having a six-stage interview process, and a technical assessment which even their most Senior Engineers were unable to complete. This resulted in candidates being unwilling to go through such a long, drawn-out process or receiving offers from companies with a more streamlined process. Thankfully, they were an adaptive company who were willing to recognise their downfalls and make changes to the way they structured their interview process. Following this, they reduced the size of the process by 50% and have since been thriving ever since.

I've summarised 5 key points in which organisations can do in order to attract and retain the top talent:

1. Get your job description and advert right

A well-written and informative job post that defines abilities and needs should not only weed out unsuitable individuals.

2. Communication

Once applications begin to roll in you must ensure that the candidates are acknowledged and informed on the next step. When you ask someone for an interview, tell them everything they need to know beforehand, including who’s doing the interview, how long it’s likely to last, if there are any tests, and who to contact if they need to change or cancel the interview.

3. Get your interviews right

In some circumstances, two or three step interviews are necessary, but with the current unemployment rate at around 4.1% it is likely that you will be competing with other employers and roles and let’s face it, nobody likes the waiting game created by an unnecessarily lengthy interview process.

Most of us expect to have a couple of interviews for a position. But many more than that and you risk losing Don’t forget about video interviews either – even though things are now returning to normality after the COVID-19 pandemic, a video interview could be much quicker to schedule. And it also means you can recruit from further afield. You could always look to carry out first interviews by video and then bring the best candidates in for a face-to-face later.

4. Remember that one size doesn’t fit all

Always have a plan for your interviews. You’ll want to tailor each one for the candidate you’re talking to. So, make sure you’ve studied every CV – there’s bound to be some specific skill or experience that you’ll want to ask them more about. Having said that, you’ll also want to have some standard questions you ask everyone. This is a great way to help you choose between similarly qualified candidates.

5. After you’ve found your person

You’ve got your perfect candidate. So don’t wait around to make your offer. And when you do, make sure you give them a deadline as to when you want their decision. A couple of days should be enough, although bear in mind they might have other companies interested in them as well – so try to be flexible if they need a bit more time Once they accept, keep in touch with them before they start. This will help make onboarding go much more smoothly.

My advice is therefore aimed towards both clients and candidates. Candidates: You are in demand. Understand your value and do not settle for long drawn-out interview processes where you are made to jump through hoops which even existing employees are not able to. Clients: Adapt. It is a candidate-driven market and I appreciate that you may have traditional processes which you have worked in accordance with for many years, but the most successful organisations are those which are able adapt in an ever-changing and increasingly competitive market.

Brooke Feinglass, a member of our US Austin team, relocated to Austin in July 2021 and enrolled in the Franklin Fitch Academy Program. She has been a part of our training programme since joining the team, which has provided her all the tools she needs to get started in the recruiting industry. We chatted with her about her time in the Academy, her decision to work in recruiting, and how she's adjusting to her new job and team at Franklin Fitch.

Introduce yourself, your career journey at Franklin Fitch, your current role and your responsibilities. 

I started my career in recruiting as a Trainee Consultant in Franklin Fitch's Austin, TX office at the end of July 2021. I had no idea what I was doing and spent most of my days attempting to soak up as much knowledge as possible from my colleagues and received specialised training and development from Academy Management Charlotte from beginning to end. With the help of my supervisors and colleagues, I gained confidence in dealing with applicants and made my first placement in September. I was promoted to Consultant in November after placing four candidates. Now that I've gained a thorough grasp of the hiring process, I'm tasked with sourcing, qualifying, and managing prospects throughout their job search, attempting to make the process as painless as possible.

Since joining Franklin Fitch what has been one of the biggest challenges you have faced? 

Finding a strategy that helps me keep organised has been my biggest problem since joining Franklin Fitch. I've been able to discover strategies to successfully manage my time and keep organised with my calendar as a result of my training, which is a valuable life skill to learn and develop.

What was the training programme like for you at Franklin Fitch?

My training at Franklin Fitch consisted of discussions, peer mentoring, technical studying etc. and I was extremely impressed throughout the entirety of it. The thoroughness of the program and its attention to detail assured me I was surrounded by people that wanted me to the best I could be. 

What are your thoughts on being on the programme and why did you choose a career in recruitment at Franklin Fitch?

Franklin Fitch's training programme continues to impress me. All of the training is designed to provide you with the support and resources you'll need to succeed. It's a true mash-up of several sorts of training, including on-the-job coaching, listening, and observation. The use of KPI challenges and activities to motivate you to meet your goals while still having fun was fantastic and made the experience even more pleasurable.

I chose a career in recruitment at Franklin Fitch because I wanted a company to give me the dedication, attention and training needed in order to be a great recruiter.

Any advice you would give to future recruiters?

Pay attention to what your peers are saying and learn from them. Everyone has a range of expertise and experience, and they are always eager to help if you have a query or want guidance.

In August 2021, Robyn, a member of our London US team, enrolled in Franklin Fitch's Academy Program. She has been a part of our intensive training programme, where she has received classroom and on-the-job training from our committed L&D Managers, giving her the tools she needs to get started in the recruitment sector. We spoke with her about her experience in the Academy, her decision to pursue a career in recruitment, and how she's settled into her new role and team at Franklin Fitch.

Introduce yourself, your career journey at Franklin Fitch, your current role and your responsibilities. 

My name is Robyn and I joined Franklin Fitch’s US London team in August 2021. After graduating from university in the spring, it was my dream to relocate to the big city that is London. I’ll be honest and say that recruitment wasn’t a career I had considered before Franklin Fitch reached out to me. I was pretty open in terms of what roles I was considering, I just know I wanted a career that offered unlimited progression, the chance to earn good money and be rewarded for my hard work, and meet new, likeminded people in the city that was soon to become my home. Six months on, I’m really glad I was open to having that initial conversation, as I’m now working in a role that ticks all of those boxes. Since starting here, I have been part of an extensive training programme, where I have been provided with all of the tools, support and expertise to get me up to speed with the world that is recruitment. I work with both clients and candidates in the US market, to either fill their positions or land candidates their dream role. 

Since joining Franklin Fitch what has been one of the biggest challenges you have faced? 

I would say the biggest challenge I have faced would be diving into the unknown. I had moved from a small, seaside town in Wales and jumped feet first into a huge city, living in a house with five other strangers and working in an industry I didn’t have much knowledge of. When starting at Franklin Fitch, I found a great support network. Everyone at Franklin Fitch couldn’t have been more welcoming and supportive, both in terms of work and my personal life. They really went above and beyond, and even offered to help me find somewhere to live prior to my big move. I found having a job that I could really get my teeth stuck into gave me something to focus on, and everything else slowly fell into place. 

What was the training programme like for you at Franklin Fitch? 

The training programme at Franklin Fitch is second to none. You are thrown all of the tools, resources, knowledge and expertise you need to develop the skills to become an excellent Recruitment Consultant; some of the more senior members of staff are testimony to that. You have a dedicated academy manager, Charlotte, who is there to support and guide you throughout the whole process. It is great to know that no question is a silly question. All the staff are so supportive and there is always someone who is happy to help you out when you need it. 

What are your thoughts on being on the programme and why did you choose a career in recruitment at Franklin Fitch? 

I’m really glad I have been offered the opportunity to jump onboard this excellent training programme. It is true that recruitment has a lot of ups and downs, and sometimes it can be tough when you experience knockbacks. However, working closely with your mentors can ensure that you have greater control over those factors, and help you to build resilience, so when you do experience those knockbacks, you can use them as lesson and bounce back quicker every time. The reason I chose a career in recruitment is that I wanted a job that would give me the opportunity to continuously improve and progress. I always used to worry about being stuck in job where I would hit a ceiling of progression; however, this is a job where that would never happen. The great thing about Franklin Fitch is that you never have to wait for a promotion, you are all on your own path and once you hit those targets, you can climb the career ladder. I wanted a job where I would be rewarded for my hard work, and would get out what I put in. I’m more than happy to work hard, stay late, go the extra mile, as long as I am seeing those results. Finally, it was the people for me at Franklin Fitch, the brilliant mentors, managers and friends. Since being here, I have made some really great friends and done some really cool things. 

Any advice you would give to future recruiters? 

My advice would be to take the leap. A lot of people don’t know too much about the recruitment industry, but be open to having that initial conversation and find out a bit more about it before you rule it out. Take advantage of the exceptional training and development opportunity on offer, as they help to build all the skills and confidence you need to be an excellent Recruitment Consultant. Be patient and persistent, show up for yourself every day and you will reap the benefits!

For some time, the four-day work week and demands for this new style of working to become a reality in the workplace have been gaining traction.

While the five-day week was once a great concept for getting the most out of employees, it was developed during a time when industrial labour was the norm. However, in today’s society modern technology has significantly sped up the way we work, and that the five-day week is no longer necessary.

Across the globe, businesses big and small, have been experimenting with how feasible, productive, and profitable a transition to working four days a week may be. Trials of a four-day work week have been successful in New Zealand, Sweden, and Spain, with the United Kingdom being the most recent country to test the concept in the hopes of achieving the same level of productivity in fewer hours of labour. 30 large companies will be participating in trialling a “4-day work week” for 6 months with researchers measuring not only productivity but also the impact on workers’ wellbeing and assess the program’s effect on the environment and gender equality.  

The UK trial will follow the 100:80:100 model, where workers receive 100 per cent of the pay for 80 per cent of the time - in return for committing to maintain 100 per cent of their previous productivity. As a result, the individual would work approximately 28 hours over four days.

So, what are some key pros and cons of the 4-day work week?

Advantages of a four-day working week

Better Work-Life Balance

Allowing employees to take an additional personal day allows them to focus on personal projects, pursue hobbies, and spend more time with their families, all of which may be beneficial to their mental health.

It seems to reason that having more leisure time, working fewer hours, and spending less time in front of a computer screen will lower stress. Employees who have a better work-life balance are healthier and more productive.

Increase in Productivity Levels

Working fewer hours has been found by researchers to increase productivity. Employees may feel better and more content as a result of spending less time at work, allowing them to focus on their task while they are there. Employees who are happier and more content are more focused on their jobs when they are at work, according to the theory behind a shorter week.

Perpetual Guardian, a significant New Zealand company, experimented with a four-day work week and discovered that not only did productivity increase by 20%, but work-life balance scores improved from 54% to 78%.

Smaller Carbon Footprint

Shorter working hours are associated with a lower carbon footprint, thus cutting our work week from five to four days might be beneficial to the environment as well. Employees will need to commute less if their work week is cut short, lowering their carbon impact. Research published recently by the environmental organisation Platform London showed that moving the economy to a four-day, 32-hour working week—crucially, with no reduction in pay for workers—would reduce the UK’s carbon footprint by 127 million tonnes per year.

Recruitment and retention

Workers demand more flexible work patterns as a result of the growth in hybrid and remote working during the pandemic. This is clearly a bonus that persuades employees to stay at a firm. Employees are encouraged to work week after week when they know they'll get a three-day weekend. It's still a somewhat uncommon benefit, but it may be a terrific way to attract top people and keep them motivated. 

Disadvantages of a 4-day work week

It Doesn’t Suit Every Business Model

Unfortunately, a four-day workweek isn't suitable for every company. It's only a feasible choice for businesses that can convert their entire operation to a new style of functioning. Longer hours and work-related stress.

Difficult to Implement

Changing from a five-day to a four-day workweek is difficult to implement. Schedules must be revised, policies must be amended, and personnel must be informed of the changes. Because this changes the way all areas of your business work, it may take some time to implement.

Increased Deadline Pressure

Workers will have fewer days to finish tasks while working the same or less hours per week. When employees have less time, they may feel more pressure to get things done. On days when you aren't working, work from other companies may still pour in, adding to your stress.

Although the reduced work week has been successful for many European firms, it remains to be seen whether a 4-day week is the solution to the changing 21st century workplace or not.

The four-day approach may not be appropriate for all industries but what research and statistics have shown is that companies who place a greater emphasis on employee well-being, engagement, morale, and productivity reap the advantages.

We spoke with Dafydd from our Cardiff office, who joined Franklin Fitch's Academy Programme in July 2021. Throughout his time at Franklin Fitch he has swiftly progressed through the Academy, most recently being promoted to Recruitment Consultant. We got the chance to speak with him about his time in the Academy, his advice for individuals considering a career in recruitment and how he's adjusted into his job and team at Franklin Fitch.

Introduce yourself, your career journey at Franklin Fitch, your current role and your responsibilities. 

My name is Dafydd and I’m part of Franklin Fitch’s UK team based in Cardiff, Wales. I was searching for a dynamic profession that would allow me to progress swiftly, earn good money, and meet new people after graduating from Aberystwyth University with a degree in International Politics.  Since joining I have undergone extensive training and development activities that allowed me to successfully progress from the academy into a Recruitment Consultant role. Currently, I work directly with candidates to assist them in finding their ideal positions and to genuinely understand their needs. 

Since joining Franklin Fitch what has been one of the biggest challenges you have faced? 

The most difficult aspect has been transitioning from a student lifestyle to full-time employment. As this is my first work outside of university, there was definitely a transition period, but after I established a routine and acquired confidence in my talents via the Academy, everything started to make sense and I now have ownership of my own day and routine.  

What was the training programme like for you at Franklin Fitch?

The training programme at Franklin Fitch was extensive but enjoyable. The sessions were instructive and thought-provoking, allowing you to reach your own conclusions and grasp the many functions and practices. One of the things that immediately stood out for me when starting the Academy is that you receive real-world experience and a dedicated network to draw on and learn from; everyone is so supportive and friendly and great to talk to.  

What are your thoughts on being on the programme and why did you choose a career in recruitment at Franklin Fitch?

The training has aided professional and personal development, and the focused support network has aided this growth. Recruitment appealed to me because of its social nature, the possibility of making good money, and the opportunity to learn about a variety of topics ranging from technology and business to personal attributes. 

Any advice you would give to future recruiters?

My advice is to be prepared to take on any challenge, jump straight in, and take advantage of the training and growth that Franklin Fitch will provide. Take any given opportunity and make it excellent. Just embrace the challenge and run with it! 

When you receive a call or email from a recruiter, your first instinct is to hang up or ignore it, but you should view it as a learning opportunity, even if you aren't seriously considering leaving your current position.  

In most circumstances, the experience will help you learn more about yourself as a job candidate and give you an idea of what employers are looking for – information that will prove invaluable when time comes to make a change.  

When given a compelling opportunity, we've seen people, who weren't previously considering a career transition, dramatically transform their perspective — and approach — and end up better off.  

So, if you  are  contacted by a recruiter, consider asking some questions and building a relationship as you never know what you might find out. Below are some questions you should consider asking.

Consider asking:

Why is the position open? Determine whether the position is a newly created one or one that has become unoccupied. If the latter, inquire as to why the prior occupant of the position left and how long the position has been open.  

What skills and experiences do the hiring managers value the most? Request a list of the needed skills and experiences for the position from the recruiter. Having such a list will make comparing the employer's criteria to your own skill set and deciding whether to pursue the opportunity much easier.  

What does the day-to-day of the job look like?  This is a great approach to get past the repetition of a job description and gain a better understanding of what the role requires. Ask questions to help you figure out how you'll spend the most of your time.  

Why did you connect with me? What about my background indicates that I'd be a good fit for the job? The answer to this question can reveal how individuals outside your organisation evaluate your work and successes, as well as how rigorously the recruiter did their homework, which could indicate how well they understand the role they've been hired to fill.  

Is there anything concerning about my CV or background? This is a great tool to see how competitive you are for the job, and it will also give you information to help you plan a strategy for filling any perceived gaps in your cover letter, resume, and interview. 

What kind of flexible work arrangements does the job offer? This is particularly essential knowledge in the COVID era, when many people have become accustomed to working from home and may wish to do so in the future. Understanding the variety of advantages that come with a position in general is also a useful approach to learn about the culture and values of the company. 

What can you tell me about the company's culture? What are the organisation's values, and how do they manifest themselves in its work? Organisational culture and values are important considerations for most people when deciding whether to accept a new position. Inquire about details that go beyond what's on the organization's website or in a handbook, such as how the organization's principles are demonstrated in day-to-day activities. Inquire about the company's professional development opportunities, human resources practices, and everything else that goes into developing a healthy organisational culture. 

What work has the organisation done to become more diverse and inclusive? What has been done to make the organisation more diverse, inclusive, and equitable? This will be critical in 2023 for applicants looking for inclusive and progressive workplaces. Inquire about training and development opportunities that concentrate on diversity and equality.  

What does the interview process look like and how long does it take? If you choose to pursue the opportunity, the answer to this question should offer you an idea of how much time commitment you'll be required to make, as well as whether it's something worth investing your time and energy in. 

The questions above are meant to be a starting point for assessing whether a potential career is a suitable fit for you and deciding whether you want to pursue an opportunity presented to you by a recruiter. It’s always good to think outside the box and come up with a couple more questions of your own. Moving to a new company can be intimidating, but it's also a fantastic — perhaps the best — way to grow your career. Before making a decision, gather as much information as possible and act on it. 

If you're in need of help with your job hunt or just need some free, confidential advice regarding the hiring process please contact one of our team.

My name is Patrick Griffiths and I’ve been working at Franklin Fitch for over a year. I’m a Recruitment Consultant and I’m about to tell you about how I made the decision to transition into recruitment. 

Before becoming a Recruitment Consultant, I did something entirely different; I owned my own Fencing company. When I ran my own fencing business, instead of sitting in front of a computer typing on a keyboard, I worked extremely hard physically. I've always wanted to work in an agricultural field, such as forestry or sustainability. Due to this, my parents decided that sending me to an agricultural school would be the greatest option, and I thrived. 

Following my undergraduate degree, I launched my own company and began building and installing fences across the rural areas of England. It was a difficult and gruelling profession, but one that I liked. After a few years of fencing, I've chosen to broaden my professional options and pursue a job in another industry. I was delighted to have found a company like Franklin Fitch; they have a clear career pathway for individuals, tailored to each person to help them develop and excel through learning and training. I learned from my previous career that the more you work, the more you get out of it; and that is already one of the primary parallels between the fencing and recruitment industries. 

My decision to leave fencing was partially motivated by a desire to try something new. When I discovered the recruitment profession, I was astounded at how many transferable talents I had from fencing that I could apply here as well, such as the capacity to communicate with people in a professional setting or delivering excellent service to clients.  

Fencing was physically demanding, whereas recruiting was mentally demanding. You'll learn how to deal with rejection and identify your major motivators in this section. Even if things went utterly wrong occasionally, you must keep going day after day to be successful. I'm delighted I took the plunge into recruitment, and I'm excited to be on my way to being a senior consultant. My strong work ethic sets me apart from people who have never worked before, and my professional expertise also helps me perform better. 

So yes, fencing might be something completely different, but it helped me perform even better in recruitment. Just be brave and make a move if you think recruitment might be the right thing for you to do. 

When searching for a new role, quality over quantity wins every time. I see many candidates who take the approach of submitting hundreds of applications for any role with a relevant title, who then end up frustrated when they receive little to no response. Learning why these are mistakes can help you avoid wasting time and focus on the position perfect for you.

So how can you fix this?

Be Specific – think about your next career move before starting to apply and only apply to roles that are truly relevant and match your skillset. Candidates that use job search sites to apply for many jobs at the same time and have a CV that is overly generic will almost certainly be sent to the bottom of the stack. The CV should demonstrate that the candidate has the qualifications to perform a certain job and that they would be a suitable fit for the position and the firm. This is why individuals who submit many applications rarely receive a response from recruiters. It is preferable to spend time researching the organisation and reworking a job application to meet the job description.

Tailor your CV – this can be difficult to do for every application, but for the ones that you're really interested in and believe you're a good fit for, it's worth it. It doesn't need to be a re-write, a quick re-shuffle of your technical skills and highlighting the skills that match the job specification on the first page makes a world of difference. Take the time to personalise job applications to indicate that you are qualified to fill specific jobs. (Extra Tip: Ask your recruiter if they have any advice on what changes you could make to put you in better stead!)

Follow up – don't let your CV get lost in the pile. If you've applied for a role and you can see a recruiter is managing it, follow up! Send them an email or a LinkedIn message to let them know you've applied and that you've read the job advert and explain briefly why you believe you're a good fit. This really helps you stand out from the crowd.

I'm a firm believer that It's better to do 10 deep applications than 100 shallow ones!

We spoke with Garett, who joined Franklin Fitch's Academy Programme in July 2021 and has swiftly progressed through the ranks, most recently being promoted to Recruitment Consultant, about his experiences in the programme, his best piece of advice and how he's adjusted into his job and team at Franklin Fitch.

Introduce yourself, your career journey at Franklin Fitch, your current role and your responsibilities. 

I'm Garett Bechdolt (aka GABE), and I work at Franklin Fitch as a recruiting consultant. I started as a trainee in the Austin office in June 2021, with no prior recruitment experience. My current responsibilities involve working with clients on business development, communicating with candidates, and managing both candidates and clients through their individual interview procedures.

Since joining Franklin Fitch what has been one of the biggest challenges you have faced? 

Learning efficient strategies to govern your candidates has been one of the most difficult problems (apart from sharing a small workspace with JOGU). Early on, I struggled to gain candidate buy-in, but I've made significant progress in this area in the last several months. The idea is to simply listen to the individual to determine their requirements, and then demonstrate how you can meet those needs. They are more likely to pick up the phone when you call again if they believe you understand their position effectively.

What was the training programme like for you at Franklin Fitch?

The Franklin Fitch Academy leaders are fantastic mentors, and they make sure that we are following daily practises that are the foundation of a successful recruiter. There are a lot of moving components in recruiting, but they make everything as simple as possible to understand.

What are your thoughts on being on the programme and why did you choose a career in recruitment at Franklin Fitch?

I chose a career with Franklin Fitch because I see great opportunities in our market, and I believe that we have the pieces in place to grow very quickly. I was also impressed with everyone I spoke with during my interviews, and I don’t think there is anything they told during that process that wasn’t true. Everyone within the company are always so helpful, and you can always reach out to anyone and they will be extremely supportive.

Any advice you would give to future recruiters?

Listen to your mentors and observe their work often. Your team around you should have the experience to guide you through difficult situations as they arise. It is important to listen to them when they give you feedback and do everything you can to incorporate it into your work. Spending time studying why they have been successful can unlock your ability to do the same.

My name is Anthony and I’ve been working at Franklin Fitch for over 3 years. I’m currently a Senior Recruitment Consultant, but prior to taking a chance and embarking upon my recruitment career, I was a DJ in which I performed around the world.

I first started getting into music when I was 12 years old and whilst music was my passion, I didn’t earn money with it in the beginning, so I had to get myself a job. After my A-levels I started working in a law firm whilst listening to drum and bass, house, and techno music. I’ve learned a lot about property law and administration, but realised quickly that that’s not for me as it’s a very black and white world you live in. So, I invested more time into becoming a DJ, travelled from country to country for gigs, and played for a huge amount of people. I’d consider myself a people person as playing to the crowd and talking to people is part of my daily business.

In terms of my journey into recruitment, my first intention was to earn more money and have a regular salary and a structured full-time job. As soon as I’ve started the job, I realised that there are much more similarities to my previous career steps than I thought and the transferable skills, which I learned from performing, helped in my transition into recruitment. Recruitment and law for example both have clients you need to communicate with. So, in both working environments communication and confidence are key to be able to reach your targets.

Both of my prior employment taught me how to be a friendly and social person while remaining professional and appropriate at the same time. Being a DJ entails connecting with the crowd and responding to the music preferences of the listeners. When working with various types of clients on various types of issues, I've also learnt to be versatile. This capacity to adapt to diverse personalities now sets me apart from my co-workers.

Recruitment is a challenging job with a high variety of tasks, but less pressure than working in a law firm for example. Apart from the salary what I love most is that you learn from people about people, you communicate and collaborate. So, within recruitment, I found a job that brings out the social aspect as well as the routine that I was looking for. So don’t hesitate and decide to take a chance and make a change, maybe this is also going to be your future.

The Great Resignation is here, and its real. A new era for the workforce as we emerge from the pandemic. In this new era, we see a critical movement from employees – a change in their hearts and minds about where and how they want to work. According to the U.S. Department of Labor, during the months of April, May, and June 2021, a total of 11.5 million workers quit their jobs. Anthony Klotz, the Texas A&M psychologist who coined the term “The Great Resignation,” believes a major factor in job departures is that people are re-evaluating their relationship to work in the wake of COVID-19. 

Workers have been able to reassess their jobs, working circumstances, and long-term ambitions as a result of the epidemic. Many have experienced “pandemic epiphanies” making workers less likely to maintain positions they find unsatisfactory, and more likely to feel empowered in their search for better (or more fulfilling) roles in the workforce. As a result of this paradigm change, a significant number of people are looking for new occupations, and many firms are striving to fill available positions.

If considering making a change in your career our advice is to critically evaluate each of the following:

• The Job- Is your new position exciting to you? Is it a test for you? It might be the first step toward a new professional path or functional area. Alternatively, you may go into a firm where you've always wanted to work. If you're leaving to perform the same job for greater money, we recommend that you consider the various factors that led to this decision.

• The Purpose- How does the goal of what you're going to undertake align with your own personal values? Consider how your own values connect with the firm, the products they sell, the services they provide, or the personal cause they support. As you invest in the moral good, your purpose will fuel your enthusiasm and transform your career into more than just employment.

• The Leadership- We know that one of the main reasons employees search for new chances is because of their direct or immediate superiors, it is critical to assess new leadership during the change process. Find a leader that will push you to be a greater contributor by challenging, coaching, and supporting you; one who will support your professional goals and objectives, your passion, and is focused on your best interests; one who will not hinder or stop you from advancement due to self-serving motives.

• The Culture- Make sure you're familiar with the company's culture before you start working there. Assess if the firm as a whole invests in its culture and holds the leadership accountable for their behaviour and actions in achieving the stated cultural objectives, rather than merely reading the companies' value statements. It's just as vital to find your people and a sense of belonging as it is to be paid and have opportunities. If you miss the target on this, you'll rapidly become unhappy and demotivated.

Over the last several months, there has been a significant surge in competition for experienced talent, particularly in the Solution Provider and Consultancy market, where demand for individuals with a strong balance of technical competence and client-facing abilities has skyrocketed. Returning to the office and taking advantage of the market are two prominent reasons applicants have offered for quitting. Clients that are taking advantage of the market are doing so by listening to their current employees in order to improve retention, as well as modernising archaic recruitment methods in order to secure the finest personnel.Companies must consider adaptation and flexibility in this new era of the job market if they want to keep people and guarantee that they are satisfied in their roles.

Prior to working in recruiting, I worked as a Sales Negotiator for an Estate Agent. My work involved dealing with vendors and purchases, as well as supporting and guiding individuals through the sales process by identifying potential house buyers' needs and comparing their criteria to available properties in the portfolio to discover the ideal fit.

When the opportunity to pursue my dream of relocating to London arose early this year, I made the transition to recruitment. I was drawn to recruitment, particularly in IT since it provided me with the stability and opportunities for advancement that I desired. I was able to draw on my previous experience working in a sales-oriented environment, and I immediately discovered that I had transferrable skills that I could use in my new position. There were numerous parallels between the two jobs, particularly the challenges experienced while attempting to execute a candidate placement or a housing sale. From the early qualifying conversations to discuss requirements and desires, through the coaching of the induvial throughout the process, giving guidance and assistance, to the initial offer and acceptance of the contract or property, the linear structure of the procedures is directly comparable.

My experience in the real estate sector taught me the value of resilience and how to cope with difficult situations given that recruitment can be deemed one of the tougher industries to break into. One of the obstacles I've encountered, and which I'm sure many other recruiters have as well, is when a placement receives a counteroffer and accepts it. It happens in the home market when someone goes through the full process and then backs out at the last minute, leaving you discouraged, questioning your talents, and damaging your confidence.

However, every cloud has a silver lining and there are some key take away points from situations of setbacks:

• View every setback as an opportunity to learn. No matter how long you've worked in the recruitment market, there's always potential for improvement. Take notes on the process and identify any potential red flags that you may have overlooked. Inquire about the issues that were detected and learn why they occurred; this will guarantee that you don't make the same error next time and can reduce the danger of a setback. If you can spot the red flag sooner in the procedure the next time, you'll save time and resources.

• See how flexible the individual you're dealing with is. To identify what the individual need and how far they are willing to go, and this will allow you to determine boundaries. To learn more, be inquisitive and ask questions. People may need to be pushed to share key details that are critical to your ability to assist them.

• Lean on the more experienced people in your team. They can be your sounding board to discuss issues you may be facing and can provide a wealth of information and expertise on how to cope with setbacks and overcome obstacles.

• Concentrate on what you have control over. Although setbacks are inevitable, how you respond to them is entirely up to you. Don’t allow them to define who you are and what you do next in your career. Because there is no such thing as a flawless approach to recruit, there are always things you can improve and adjust.

• Be accountable to yourself. Determine what went wrong and why it happened. You'll be able to make the required adjustments to guarantee it doesn't happen again once you've had time to think on the process.

Prior sales expertise helped me make the transition into recruitment, but it wasn't necessary because with the right support and training, you can flourish in any profession. I've learned to bounce back from setbacks and have been able to develop professionally and personally as a result.

What does it feel like to be the Best Small Recruitment Business in the land? Hopefully we’ll get to find out in October when the Global Recruiter Awards happen in London.

Why? Because we’re delighted to announce that Franklin Fitch is one of five shortlisted businesses in the running for the long-standing and industry-respected title of Best Small Recruitment Business.

Commenting on the shortlisting, Steven Ewer said:

“In the month that we are celebrating 10 years of Franklin Fitch, it’s great to get recognition from Global Recruiter on our successes over what has been a challenging year to say the least. Despite all the chaos that has been happening around the world, the team here has stuck together and grown across the board.

Headcount has increased in all our locations, and we’ve moved to bigger spaces in both our Cardiff and Austin offices. Most importantly though, we are pleased to have continued to connect brilliant IT infrastructure talent with companies across Europe and the US, building great partnerships along the way.

This will probably be our last year of being eligible to enter this category so it would be great to sign off with a win. There are some brilliant recruitment businesses shortlisted alongside us – congratulations to them as well. I look forward to hopefully celebrating with everyone in October.”

You can view the Global Recruiter Awards shortlist in its entirety here.

This week is Mental Health Awareness Week, which focuses on the theme of nature. During the long months of the pandemic, millions of people globally turned to nature as a coping mechanism - with 45% of people reporting that being in green spaces had been vital for their mental health.

There is lots of research to support the role that nature can play in protecting our mental health. This week, the Mental Health Foundation is encouraging those who can to spend some time connecting with nature. 

We care deeply about mental health at Franklin Fitch. Our charity of the year for 2021 is Heads Together, who are fighting the stigma around mental health. We've shared some of the ways in which we are connecting with nature this week, and encourage you to do the same.

Algida Gaidyte: 'I'm going to give my houseplants some extra love this week."

Richard Shayler: 'I'm growing some basil plants"

Charlotte Drury: 'My friend and I are growing spring onions from the end bit of old spring onions that we had in the fridge. They've already shot up after only a couple of weeks.'

Dane Keenan: 'I'm going to make the effort to eat my lunch outside rather than at my desk.'

Konstantin Ehrenberger: 'I'm going to take a picnic to Brickwell Park, where the oldest Oak tree there is over 600 years old.'

Carmen Hiemisch: 'I'm cycling to work this week rather than getting public transport.'

Parnian Faqiryar: 'I'll ditch the bus this week in favour of walking to work.'

Luned Jones: 'I'm spending a day at Kew Gardens with family and friends.'

Patrick Griffiths: 'I've been growing apples from the seeds, I even had to re-pot them this week'.

Dominique Lianos: 'Myself and my housemates are growing various herbs that we've already used in our cooking'.

Mona Aboud: 'I plan to take a walk in the forest this week.'

Maike Nenninger: 'I'm going to my parents' place with a protected landscape area for a family walk in the woods.'

Gareth Streefland: 'I'm going surfing in Swansea at the weekend.'

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How do you plan to connect to nature this week? For resources, tips and more information on Mental Health Awareness Week, please visit the Mental Health Foundation website.

Franklin Fitch is proud to have been awarded a 2-star accreditation from Best Companies, representing "outstanding" levels of employee engagement. 

In addition to the 2-star rating (out of a possible three), Best Companies recognised Franklin Fitch as one of the following:
London's 30 Best Small Companies to Work For 2021
Recruitment's 40 Best Companies to Work For 2021
The UK's 100 Best Small Companies to Work For 2021

We couldn't be prouder of this achievement. We consider our people to be our biggest asset, and knowing that they feel engaged at work is very important to us. Having an engaged workforce encourages people to feel connected to each other and our aims at Franklin Fitch, meaning we all want to work towards a shared goal.

Looking forward, we're already getting started on analysing and implementing the feedback from the Best Companies survey. This data will provide invaluable insights into what we can do to make Franklin Fitch the very best place to work - because that's the standard we're aiming for. 

This feedback comes at a great time for us, as we've got ambitious growth plans moving forward. We want to reach 100 heads by November 2023, and are looking for talented people to join us on this journey. Do you think this might be you? Are you keen to hear more about what it's like to work at Franklin Fitch? Get in touch with us today!

Before I started in Recruitment, I used to produce TV shows for Channel 4, Discovery and the BBC.

One of my fondest memories was the time I bumped into Paul Daniels in the corridors of the BBC Studios when he was a participant on Strictly. We locked eyes and he immediately asked if I wanted to see a magic trick, even though he was just about to go on stage. 

I said yes (of course) and he produced a deck of cards from his waistcoat pocket (because naturally, Paul never left home without a deck of cards on his person). 

It was refreshing to interact with someone you grew up watching on TV to be exactly as you imagined them to be. Something you most definitely cannot say for every celeb… 

We spend majority of our lives working, so it makes sense to choose a job that brings us some level of happiness.

Covid-19 has changed our day-to-day life as well as the outlook for people and businesses. It's not just our physical health that's at risk. Our mental health has also taken a hit, with the economic uncertainty, sporadic lockdowns and shift to remote working. As a result, employees around the world are feeling unprecedented levels of stress and anxiety, according to bodies such as the World Health Organization and the Lancet Commission on Global Mental Health.

If the rising cost of living, career demands, and the constant striving for work-life balance meant a high level of stress for many of us pre-Covid-19, the challenges are greater now. No wonder businesses and organizations are doubling down on efforts to prioritize employee well-being. Things like routine "check-ins," mentoring programs, and company-sponsored mindfulness training are increasingly becoming the norm.

But are there actions we can take at an individual level to protect our wellbeing? What can we personally do to boost our own resilience, manage stress, safeguard our feelings of purpose and positivity, and bring our "best selves" to work in spite of the uncertainty?

Below, we share our top tips on how to stay happy at work. 

Find a Job you Enjoy

For some people, a fulfilling career may entail finding a job that allows them to use skills they are proud of. In other cases, a rewarding career may be work that you are passionate about or find personally satisfying.

Every employee is not happy at work every day, and even jobs that you are passionate about can be frustrating or tedious at times. However, if your job is something you enjoy and are proud of, you are more likely to be happy at work. Examine yourself, your skills, and your interests to find something you can do every day.

Self-Development 

Take care of your professional development. In today’s working world experience is key, so ask for training opportunities to develop and improve your skills.  Take charge of your own development by investing in your personal and professional growth. Create a career plan and goals, and then pursue them.

Request specific and meaningful assistance from your boss. Look for tasks that will help you reach career milestones or learn new skills. Pursue opportunities and connections that interest you, even if your current employer isn't creating them for you.

You are more likely to be satisfied in your current position if you feel in control of your career and can see yourself improving and growing.

Ask for Feedback 

Receiving feedback on your work can either provide positive reinforcement that makes you feel valued, or it can fill in key skill and understanding gaps that will help you do your job and fit more successfully into your work environment. Employees who do not receive this feedback from their managers, on the other hand, frequently feel undervalued, unable to do their jobs, and unhappy at work.

If you aren't getting regular feedback from your boss, start being proactive about asking for it. Request feedback from your boss at the end of major projects, or discuss with the management team the implementation of regular employee assessments to help everyone succeed in their jobs.

Talk to your customers, too; if you're serving them well, their feedback will be affirming. The more feedback you receive, the more likely you are to be successful at your job. This will lead to more positive reinforcement that increases your sense of happiness at work.

Talk to your Colleagues 

Keeping a good relationship with your colleagues will brighten up your mood every day. It also helps you make yourself more comfortable in your workplace. Find your people. Hang out with coworkers who share your values and interests. This can take a lot of pressure off you at work. Being able to share your feelings and concerns with people who understand definitely helps to minimize stress.

If you dread coming to work on a Monday morning, perhaps you're not getting the job satisfaction that you deserve in your current role. We have loads of amazing opportunities available, whether you're an IT Infrastructure professional or looking to start a career in recruitment - feel free to get in touch.

Be Organised and Don't Bite off More Than You Can Chew

Create a manageable schedule to handle your workload. When you accomplish something, you'll feel empowered, no matter how small of a win it was. On the other hand, if you feel overwhelmed, you'll be more dissatisfied on the job. Being proactive and getting your tasks in order can lead to greater satisfaction, more confidence, and motivation.

Failure to keep commitments is one of the most serious causes of work stress and unhappiness. Employees frequently spend more time making excuses for failing to keep a commitment and worrying about the consequences of incomplete tasks than they do working.

Create a system for tracking your commitments and managing your schedule to reduce stress and unhappiness at work. Maintain sufficient organisation so that you can quickly and accurately determine whether you are able to commit to a request or a new assignment. If you don't have time, don't volunteer for extra work or office tasks.

Reward Yourself

Identify a reward outside of your job, and indulge yourself. Whether it be dinner with friends, a movie, exercise, or a manicure, treat yourself every once in awhile. Just as stress from home can interfere with work, the positive aspects of your life can influence mood at work as well.

Focus on the Positive

Find the things that bring you joy at work, even if those things are as simple as your coworkers or the nice view from the conference room window. You're in charge of your own mindset. Steering yourself toward the positives can help make your job more enjoyable. Fussing about the negatives may cause you to become burned out.

Participating in a toxic work environment will increase your unhappiness, regardless of how much you enjoy your job. Choosing to be happy at work entails avoiding as much as possible negative conversations, gossip, and unhealthy work relationships.

Negative people have a profound effect on your subconscious, regardless of how positive you feel. If you notice that certain groups at work are more likely to engage in negative behaviours such as gossip or complaining, try to avoid them. If that isn't possible, try to steer the conversation towards more positive topics.

You don't need to love your job, but it shouldn't make you miserable on a regular basis. If creating any happiness at work feels impossible, you may be stuck in a toxic work culture or a job that simply cannot be a good fit for you.

In that case, it may be time to re-evaluate your employer, your job, or your entire career. Even if you have to remain in your current position for a while longer, actively searching for a new job that is more in line with your professional interests and personal values may be the best thing you can do to gain a sense of control and put a smile on your face once more.

If you want to begin searching for the job which will make you happy but don;t know where to start. We're here. Contact us to today to find out the amazing opportunities to help you find that job to make you smile.

While December might feel like a strange time to be making new hires, it’s actually the ideal month to be hiring new talent into your business before the chaos of January commences. Most businesses tend to be fairly quiet during December, which makes it the perfect time to focus on hiring. Here are a few reasons why….

Franklin Fitch are announced as the winner of the Best Recruitment Company to Work For (£5m to £20m) at the TIARA 2020 Recruitment Awards!

After being shortlisted for two awards, it was a huge honour to walk away with the award for Best Recruitment Company to Work For, especially given that we pride ourselves on being people- focused.

The awards evening was held virtually over Zoom, with live acceptance speeches from all of the winners (including our Founder Dave!). We were ecstatic to be recognised for our hard work during what has been a challenging year for everyone. Our people remained at the forefront of our business during the pandemic – they’re our biggest asset, which makes this award particularly special to us.

A few comments from the judges:

“Franklin Fitch showed strong growth through their investment in people and international expansion. The business is clearly people led with a major focus on training and development, with major strides to address diversity.”

We were pleased to be recognised for our work to address diversity within our industry. We’re proud to run our Inclusive Infrastructure campaign, where we actively promote diversity and inclusion in our interaction with candidates and clients, as well as the way we run our business. We are providing a platform for those working within or interested in IT Infrastructure to share their experiences with us and to come up with possible solutions together.

‘Absolutely delighted to be announced as the winner of the Best Recruitment Company to work for 2020 in the TIARA Awards last night, genuinely surprised and humbled by this accolade’, says David Annable, our Founder and Director. ‘I'm very proud of our awesome people, it's their dedication that makes this possible. Supporting our community and seeing our values enacted daily, it is a true pleasure to lead Franklin Fitch.’

We have ambitious growth plans for our offices across Europe and the US. If you’re interested in joining the Best Recruitment Company to Work For then get in touch!

written by Evangeline Hunt

Franklin Fitch is named as the Best IT/Technology Recruitment Agency at the 2020 Recruiter Awards!

After being shortlisted in three categories in this year’s Recruiter Awards, it was a huge honour to walk away with the award for best IT/tech recruitment agency, especially given that we were up against some great companies within the industry.

The awards evening was held virtually, meaning our whole team were able to watch from their desks (be it at home or in our socially distanced office). We were ecstatic to be recognised for our hard work during what has been a challenging time across the whole industry. It’s safe to say that the Franklin Fitch cheers could be heard a mile off!

A few notes from Recruiter Awards regarding our win:

“To give its clients valuable up-to-date information, building on the traditional salary survey, Franklin Fitch released its Market & Skills Report. Sent to more than 19,000 infrastructure professionals in the UK and Germany, with a diverse response across all demographics, the survey looked into the topics and trends affecting its clients on a daily basis, not just around pay rates, but what talent in the IT Infrastructure space was demanding.”

Comments from the judges:

“An excellent understanding of their sector and adding value with data-driven insights (market and skills report). Consultants have to pass a test on sector – Franklin Fitch also trains its staff in skills relevant to the sector. Showed they care and would add value to the process.”

We were pleased to hear of the positive impact of our previous Market and Skills report given that we are in the process of compiling another one to be sent out to tech workers towards the end of the year.

“We are ecstatic to be announced as the winner of best IT/ Technology Recruitment Agency 2020 in the prestigious Recruiter Awards last night,” says David Annable, our Founder and Director. “It's a testament to the whole team's hard work and dedication throughout one of the toughest periods. I'm humbled by this achievement and very proud of our people and community.”

We have ambitious growth plans for our offices across Europe and the US. If you’re interested in joining the best then we’d love to hear from you!

written by Evangeline Hunt

Do you want to be part of something special right from the start? At Franklin Fitch we offer exactly that opportunity as we expand to the US East Coast.

Why the East Coast?

The home of bagels, steak sandwiches, the tallest buildings and the straightest roads – of course it’s the US East Coast.

Two years into starting our Austin-based operations we’re ready to take our US venture to the next step. Covid-19 hit the UK recruitment industry hard yet hiring in the US seems to have been less affected by the pandemic.

A recent Dice report on the state of technology jobs across the US supports the idea of a real hotspot for vacancies on the East Coast which have the potential to be tapped into. From May to June 2020, Boston saw a 39% increase in tech jobs, Pittsburgh saw a 44% increase, Philadelphia saw a 36% increase and Baltimore saw a 34% increase.

In addition to this, job postings within the technology sector increased in Q2 of 2020 compared to Q2 of 2019 – during a pandemic this is quite an achievement. Java Developer jobs increased by 14% from 2019 to 2020 Q2, while Cyber Security jobs increased by 15% in this period.

What we can offer you

To assist with our expansion to the US East Coast we’re looking for our next generation of recruiters. Based in our London HQ, you will be working the East Coast market alongside our already established US team.

Since this is a brand-new venture for our business, we’re offering a unique opportunity to our consultants –autonomy to shape your role from the beginning. Although we have existing clients with East Coast presence we are keen for you to build up your own business within our business.

In addition to this you’ll be able to benefit from our market-leading commission structure as well as our plenteous opportunities for career progression which enable you to fast-track your way up the Franklin Fitch career ladder.

Once we have established our presence in the East Coast we will be looking to open an office there. Have you always wanted the opportunity to work and live abroad? This could be your chance!

As an experienced recruiter, you will already know the skills, attributes and work ethic required for the job but do you have the ambition to lead a new operation to success? Do you want to make your mark on a new venture? Then give us a shout!

written by Evangeline Hunt

There is no denying that recruitment has been slow recently. And by recently, I mean the past six months. Covid hit our industry hard, but after what feels like an age, we’re starting to see the light at the end of the tunnel.

Companies are starting to hire again which means now is the time for us to put our foot on the gas. But this might feel challenging after so long out of practice. Getting back into the swing of things can feel difficult, especially as we adjust to the so-called ‘new-normal’.

Maintaining productivity is key during this transition period. We all know what it’s like to experience a lull in productivity – it can be frustrating and demotivating. We’re here to give you our favourite productivity hacks to keep you motivated as you put in that grind!

Organise your day into time blocks

Start the day by looking at your to-do list and assigning yourself specific time blocks for each task. If you have to look for candidates today, assign it an hour – then move in. This will make your hour more focussed knowing you have limited time to get it done, and prevents time wasting and procrastination. It can also just make you feel more organised, which in itself can be a motivator.

We all need breaks

We're only human – and all of us need short breaks fairly often. Don’t be hard on yourself by saying you don’t have time. Taking small breaks will ensure that your working time is more productive – which saves time in the long run.  

Reward yourself

As recruiters we like to be rewarded for hitting certain metrics. But this doesn’t have to come from someone else and it doesn’t have to be for big things. It can be as simple as making a cup of tea after your next CV send out, or having a walk around the office after an hour of work. Small targets will make each task feel small itself – winning!

Don’t start the day with admin

Admin can be done any time of the day, and is actually quite a good task to do when you’ve run out of brain power near the end of the day. Instead, start your day with the most challenging tasks – the things that require the most brain power to get through. It’s only natural to get a little tired towards the end of the day, so having something easy rather than challenging to fill your time later on will seem less daunting.

Learn to prioritise

Prioritisation can sort your never-ending to-do list into something that resembles organisation. It goes without saying that the most important things go at the top… but sometimes there is the temptation to start with the easy stuff. Don’t do it!

Get out of the office

Having a change in environment is so important. On your lunch break try to get outside for some fresh air and to stretch your legs. Changing your environment is important when taking breaks – it can be hard to shut off from work at lunch time if you remain in the office. Besides, fresh air is never a bad thing.

Hot drinks

The thing that unites office workers across the world – a love of hot drinks. We’re not suggesting 27 cups of coffee each day, but caffeine can stimulate your brain and help you focus.

If all else fails, try something a bit more structured

Trying something like the Pomodoro Technique can be an easy way of ensuring your day has some structure. This technique encourages you to break your day up into 25 minute chunks of work separated by a five minute break. It’s a firm favourite of many, so it might be worth giving it a go if you’re finding nothing works for you!

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What is your favourite productivity hack? If we’ve missed a good one we’d love to hear it!

To pivot, or not to pivot, that is the question: 

“Pivot” must be the business word of the year. In 2020, many businesses have taken stock and considered whether to channel their efforts in a new direction. I understand it, particularly as the current economic landscape and even future outlook is very different to previous years. However, my question is this; if you chose to pivot, at what cost, and should you also reconsider your brand?

We've been clear since inception that our vision is to be a market leading talent provider focused purely on the IT infrastructure market. Naturally we will follow technology trends and advances of the IT infrastructure stack, but we will expand our geographical coverage long before diluting our service offering into other sectors or technology areas. Our Franklin Fitch feet are firmly planted within our niche, we love it, and will not be pivoting anytime soon.

However, if a business does choose to pivot, and hopefully it’s only once, then should that company’s brand identity also change? Surely the original brand was set up for the initial service offering, I wonder how this translates to the new path of said business? From an employee perspective, if decisions are made too hastily, further pivots or a retraction could follow and this creates brand uncertainty and confusion. At some point it could feel like the circus is in town and the whole organisation have spent too long on the Waltzers.

Our people and our time are the two most important facets of our business. I believe it’s paramount that everyone clearly knows our purpose, fully understands it and identifies with it. One pivot can be tricky, numerous pivots can be dangerous. Brand identities can be lost in translation, your all-important people can become disorientated and time will be frittered away.

Leadership is tough right now, pivoting can look appealing, but be mindful, the brand you’ve worked so hard to build, may quickly be lost in the ether.

Pause:

I’d like you to hit pause for just a moment.

Given the opportunity, would you rewind the last 6 months to take another shot at navigating the Coronavirus storm? I wonder which decisions you would make differently and which you’d keep the same. I do not believe many business leaders could have imagined the magnitude or ferocity of the ensuing turmoil caused by this pandemic. Reacting quickly was critical, the stakes were high and potential mistakes costly.

Rewind:

I’m writing this to give an insight into Franklin Fitch’s journey over the first half of 2020. To do this fairly, I need to give perspective, so I’ve shared previous years’ results, our expectations at the beginning of 2020 and our actual results from January to June this year.

I am proud to say that since our inception in 2011, we have grown our group Net Fee Income* (NFI) each and every year. Eight years of successful, sustainable, organic growth, mostly gained through a mix of careful strategic planning, rigorous hiring processes, a “people first” growth mindset, and a great deal of hard work.

The chart above illustrates our H1 results for the previous 5 years. Using 2015 as our baseline, the year on year compound H1 growth rates are:

2016: 43% increase

2017: 47% increase

2018: 39% increase

2019: 42% increase

Thus, from 2015 to 2019, I’m pleased to say our H1 results have produced an average compound growth rate of 43%. So, when forecasting our growth expectations for 2020, we didn’t deviate far from the norm (dotted purple line on the chart). Since our forecast in December, it’s been a whirlwind, the game has certainly changed.

The solid purple line on the chart plots our actual H1 2020 results. This year for the first time ever, we have tracked behind the previous years’ H1 results. In fact, by the end of June 2020, we tracked behind our 2019 results by 12% and tracked behind our original H1 forecast by approximately 55%. Whilst the latter number is worryingly large on first view, it is completely understandable when considering the severity and pace at which Coronavirus’ effects were felt across Germany, the UK and the US.

When reflecting on the above I have many thoughts and feelings. My first thought is always with our people and the wider physical and mental impact of this period. We continually search for ways to support and lead our people to excellence inside and outside of work. Guiding the leaders and team members through this has easily been the biggest challenge I’ve ever had to face.

How successful we have been is difficult to know at this point. We believe we’ve made good decisions with the information available, but only time will truly tell.

Play:

I’m hoping that my transparency here can give other leaders comfort and confidence when considering their company and team performances. I am sad that we will very likely lose our impeccable record for year on year growth, but I am proud of the efforts of our people, their work rate, focus and resilience enduring this relentless downpour.

I believe we need to pull together in times of hardship, not forget the bigger picture, whilst working daily on the more granular tasks and targets.

According to our recent datasets, the choppy waters are beginning to calm and we are hopeful for a few sunnier days in H2. We are consistently reviewing the course we chart and are diligent in our decisions and movements, hopefully plain sailing is not too far away again.

Fast Forward. Bonus track coming….

I’m sure most of us would like to fast forward this entire year, but unfortunately time is one thing we cannot control. I would be interested to hear your views and opinions on the above. If comfortable, feel free to share your results or simply your feelings. I wish everyone luck over the coming months, it’ll be Christmas before we know it!

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*NFI is a term often used in the recruitment sector and can be used as a metric to measure success/ growth. Of course, there are many other important metrics.

With unemployment figures rising across the globe, companies run the risk of taking their eye off the ball when it comes to paying attention to the experience that people who are looking at, or indeed applying to opportunities and engaging with businesses.

Even if you’re not actively recruiting at the moment you need to focus on candidates whether they are active or passive. A proactive approach to candidate experience in the current climate will pay dividends down the line.

We take a look at three areas all businesses should continue to invest in and pay particular thought to regarding candidate experience.

Walk in their shoes

It is a tough time for many people at the moment but if we are working in businesses then we need to understand that many people are either not working or seriously want to consider their career options.

Before you dismiss speculative applications, reject messages on LinkedIn (both direct and from recruiters) or ignore social media messages, take a moment. Many people are not purposely trying to waste your time, they don’t know the ins and outs of your business so appreciate their point of view.

Emphatic approaches and processes will position companies as an employer of choice even more so in the ‘new world’.

Communicate

Some things never change. If you have “live” roles and people apply, then you simply have to listen and communicate on a regular basis. People want to understand the process from applying to roles all of the way through to interview and offer stage.

Many of these processes have changed, maybe indefinitely, so this is even more important now.

Recruitment is often a process of rejection. People know this but they want to be told. This doesn’t necessarily mean a dissertation on every application, that’s unrealistic, but ignoring is rude.

Have you been transparent? Does your website explain the recruitment process with clear timescales to manage expectations? Do you have email templates to facilitate communication? Could you pre-record videos from hiring managers that updates on applications?

Oh, if you don’t have live roles and there are still some floating about online then you should take them down. There is nothing worse than presenting an opportunity that simply does not exist.

Technology

We have spoken previously about interviews moving online but this is only one aspect of the candidate experience where technology plays an important part. We’ve forever heard of clunky ATS (Applicant Tracking Systems) that frustrate applicants.

There is no better time to review the experience of your candidates across all technology touchpoints. Are you using a chatbot on your Facebook page? Have you looked at using AI in the screening stage of recruitment? Is the way you do video interviewing secure enough?

Technology’s role in candidate experience cannot be understated. Choice and accessibility are absolutely essential, so you need to ensure that everything you use (and offer) is fit for purpose.

Here at Franklin Fitch, we speak with businesses and advise them on candidate experience. We have the benefit as recruiters to experience the processes across a wide range of companies and industries. The common theme is that the ones who invest time and effort in CX secure and retain the best talent on the market.

In the current climate, it would be remiss to think that it will be “easy” to pick up talent and bad candidate experience can be damaging in both the short and medium-term.

If you’d like to speak to us about our thoughts on best practice of candidate experience, please get in touch.

It’s all about upskilling 

“We are investing in our people from day one,” says Charlotte Drury, who heads up the academy in London. “Recruitment, particularly in London, can be very hire and fire, but for us it is about giving our people the best framework within which to learn and succeed.” 

“Ultimately we see them upskill much quicker and it enables us to expand at a much faster pace.” 

Role plays, one-to-one tutoring sessions, classroom teaching, peer coaching and group breakfast meetings are all in a week’s work for Charlotte, who is constantly on hand to support her team of graduates. Whether she’s listening in to a candidate call to help one academy member ‘seal the deal’, or providing guidance to another on how to handle a specific recurring situation, Charlotte’s presence is a great reassurance for the academy members. 

The level of support is great 

“It’s great to have someone who is solely dedicated to your progress,” says Marima Kauser, who seven months after joining the academy as a graduate has passed her probation and is preparing to move onto one of Franklin Fitch’s specialist recruitment desks. “There’s not many places where you get this level of support.”  

For Charlotte, the academy is all about opportunity. After working in 360 recruitment for two years, she was looking for the next challenge and liked the idea that people entering the academy wanted to progress. While the London academy is still in its infancy – the first graduates joined in late summer 2019 and are just coming to the end of their six-month probation period, Franklin Fitch has been doing it very successfully in Frankfurt for three years. “There is a very clear progression between the academy and becoming a fully-fledged consultant,” says Charlotte. “There are plenty of good role models to follow and people to help with ideas and issues along the way.” 

No cap on the opportunity to earn 

Unlike some trainee schemes where graduates are separated from the rest of the business, the Franklin Fitch Academy members have the opportunity to work alongside, and learn from, other more experienced members of the business. “Even though the academy members are learning, they still have the opportunity to do the whole job,” says Charlotte. “Their opportunity to earn isn’t capped and if they find the right candidate for a high-level position, then the commission is theirs.” 

For Sian Llewellyn, internal recruitment lead at Franklin Fitch, the key to the academy’s success is the combination of opportunity, structure and support. “Our graduates need to be motivated, eager to learn and willing to work hard,” she says. “If you combine those attributes with our proven academy model, the potential rewards for the individual participants are significant.” 

Anyone interested in joining Franklin Fitch’s Academy or simply wishing to find out more about it should contact Dane Keenan.

A new year, a new you, or so the saying goes. For some this will mean a new job, for others it will be new resolutions, but for the remainder, it will simply be a continuation of the same, picking up where they left off sometime before Christmas. Even if it’s the latter, there’s no room for complacency. The IT world is constantly changing, and so should you if you want to keep on top of your game and get the most out of 2020.

Whilst we at Franklin Fitch have many skills, unfortunately crystal-ball reading isn’t one of them. However, being involved in two of the fastest moving industries – IT Infrastructure and recruitment, we have no doubt that 2020 is set to be an exciting year. So, what do we expect the first year of the new decade to bring, and more importantly, what can you do to ensure you stay ahead?

Here we look at the five top trends we expect to be dominating the market over the next 12 months and how we believe you can use them to your advantage.

1. A tighter permanent recruitment market

There are several reasons for this: unemployment is at its lowest rate for more than 40 years (the latest figures from the UK’s Office of National Statistics (ONS) released in December show the unemployment rate fell to 3.8%, its lowest level since 1974) and the ongoing uncertainty surrounding Britain’s departure from the EU. The upcoming change to the IR35 legislation is also having an impact, but we will examine this in more detail in another article.

Finding individuals with the required skills and experience to fill roles in cutting-edge sectors, such as serverless and cloud technology, DevOps, containerisation, networking and cyber security has never been easy, but it’s now harder than ever. Not only are there not enough Britons out there seeking these positions, but we are now faced with a likely shortage of skilled migrant workers thanks to the uncertainty around Britain’s future immigration policy. While there is much talk of an Australian-style point-based system, which would allow those with the necessary skills to take these roles, David Annable, Franklin Fitch’s founder, says that all the uncertainty is reducing the attractiveness of the UK as a place for non-Britons to work.

While the tight market makes it more difficult for businesses looking to hire highly-skilled security architects, network engineers or chief information (security) officers, it is also an opportunity for the UK’s top technology talent. 

2. Higher salaries

The knock-on effect of a shortage of candidates is obviously an increase in salaries. With fewer people to fill the roles, particularly in the highly-skilled areas of networks, servers, security or data, it goes without saying that those individuals capable of doing the job will need to be paid more to attract them to, and keep them in, the role.  

3. Candidate-led hiring

Another feature of a tight employment market is that it places the power very firmly in the hands of the candidate. Employers will need to work harder to attract and retain the right people, says Annable.

Training and development will be key to ensuring employees remain engaged and hopefully prevent them being enticed away to other roles. In our 2019 Market and Skills Report, the opportunity to progress featured highly, just behind salary, in the rankings of what candidates consider to be most important when choosing a new job.

4. Increased focus on employee benefits, including flexibility

Getting the right work-life balance has long been a talking point. While no definitive solution to the age-old challenge has been found, organisations have become much more open to alternative ways of working, including flexible hours, job sharing and the option to work from home. This is understandably not an option for all roles, but in today’s tight job market, organisations are going to have to pay more attention to the requests of individual employees and seek to accommodate their demands to attract the top talent. Again this offers a great opportunity for job seekers.

5. Ongoing emphasis on diversity in the workplace

Improving diversity and inclusion is not just a box-ticking exercise. Organisations are at last starting to realise the benefits of a diverse workforce. According to the latest figures from the UK’s Office of National Statistics (ONS), just over half of the 6.5 million Britons working in professional occupations are women. While this is indeed progress, it has unfortunately not filtered through to the IT and telecommunications’ sectors, where the ratio is just one in six.

However, the IT sector fares better when it comes to ethnic diversity, with the latest ONS figures showing that of the 1.84 million professionals who work in science, engineering and technology, 85.1% are white, compared with 87.6% across the UK workforce as a whole.

While the debate rumbles on as to how to achieve increased diversity in gender, ability, ethnicity and sexual orientation, you can expect organisations to try their own variations of quotas and targets to help achieve their goal. For some individuals, this will be an opportunity.

To conclude, there is no doubt that the tight employment market offers highly-skilled IT candidates the chance to shine and move ahead of the curve, but they aren't the only ones. The market situation also creates a significant opportunity for recruiters to face up to the challenge of finding the right person for the right role in a market where organisations themselves are likely to struggle. 

If 2020 is looking like a good year for candidates, then it's also not looking too bad for recruiters.....

by Claire Shoesmith