Head of Talent Acquisition secures exciting future with help from Career Evolution

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When Bryan’s latest assignment finished in 2022, he found himself on the job market, for the first time since he had graduated. After taking a few months off to travel and explore some personal opportunities, it was time to start looking seriously for his next role. Bryan explains: “I had been so lucky to have been ‘in work’ straight from my studies, and I had underestimated the challenges of being on the market. I was looking for my next move at a time when recruitment had been deprioritised across many sectors, infamously known as an incredibly competitive environment anyway, and it took a lot longer than I expected to get things moving. Eventually, a great friend suggested I talk to Sue Thomas from Career Evolution, and he made the introduction.”

Although Career Evolution normally works directly with businesses, providing outplacement for their teams, Sue agreed to take Bryan on as a client. “From the first meeting, I knew I had found my ‘thought partner.’ Working with Sue left me energised, inspired, and knowing what I was going to do next. I had found my Guru.” – Bryan maintains.

Reach for the sky

Bryan’s background was in the recruitment industry/people leadership within travel and entrepreneurial start-ups, who needed to scale up, exponentially and rapidly. Sue collaborated with him to identify the actions, delivery, and output that he needed to undertake to find his next role – which was essential as “you’re either ready to ramp up and raise the bar with your recruitment (and need a Head of Talent Acquisition), or you don’t…”

“Sue proved to be a consistent thread and a solid touchstone for me throughout the process of finding my next role. Your resilience is really put to the test when you are looking for your next career move, but she was there throughout my best and worst days. Celebrating my wins and reminding me I could do this, even at times where it felt like things were more out of reach, than within my grasp.”

One of the areas that Career Evolution helped Bryan with was tracking and documenting what he was doing and helping him navigate the virtual world. “LinkedIn was a very important part of the process but it’s easy to forget what you have done; by tracking my activity I was able to keep focused, do my own analytics and hold myself accountable for making things happen, day by day.”

An excellent bet

Five months into the quest, Bryan secured his next adventure and a role with DAZN Bet as its new Head of Talent Acquisition.

“The stars aligned – a world class opportunity had presented itself and I knew my new home, already felt like ‘home’.” No stranger to travel or working globally, Bryan now divides his time between sunny Manchester, very sunny Gibraltar and even sunnier, Malta!

When asked how the support from Sue Thomas and Career Evolution has helped the most, Bryan concluded: “Sue’s support gave me the reason to get up and get on it. She provided me with laser sharp focus, which was laced with humanity. One of the biggest benefits was her impeccable knowledge and expertise – and of course the fact that I had someone to walk down the road with me until I found my dream job. Sue made such an impact and a difference to me, but she also made sure that I was making a difference to myself, personally and professionally every day. Now that is what I call – a Guru!”

‘Tis the season to be jolly!

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We all love a jolly get together and Christmas time is the perfect excuse. Christmas is an important time for bonding and bringing the team together and the end-of-year party is a great time to encourage enthusiasm for the year ahead. Enjoying a Christmas celebration together is a way to say thank you to all the team for their hard work and when you organise a fun experience at Christmas, the team will remember and respond to the gesture with loyalty and hard work.

Forget all your worries

It’s been a difficult year for many with the ever-rising cost of living and flexibility in the workplace since the pandemic means many of the team work separately some are back in the office, whilst other’s work from home. Its all fragmented and a get together for the whole office can bring the team together. This is good for team morale, and it should also be noted it’s a good idea to bring the team together other times of the year not just Christmas. Rewarding a team with a party shows that you appreciate all the commitment and ongoing hard work.

Team bonding

In work, you often spend as much time with your co-workers as you may do at home with your spouse and loved ones. Therefore, it’s important for everyone to have the opportunity to build good relationships with their co-workers too.

Socialising at work helps to strengthen the quality of workplace relationships, which enables the team to work together better. The development of good relationships in the workplace can increase employer morale; co-workers look forward to spending time with one another while they do their jobs. A happy and well-adjusted workforce is a productive one. When employees feel connected to a workplace, whether because they enjoy their work or consider the workforce to be like a second family, they will be less likely to want to seek employment elsewhere.

Office party etiquette

Office get togethers are a great opportunity to bring people together, but such events are not without their risks – particularly when a vast amount of free alcohol is provided. Its good for people to feel they can be themselves without the office and professional façade, however you still need to remain professional. It is not a time and place to bring out your challenges and frustrations about work – that should be done in the office.

Ultimately, a popping champagne cork, dancing in front to the Christmas tree, turkey dinners and socialising with a team of work mates and colleagues. Socialising at work helps to strengthen the quality of workplace relationships, which enables the team to work together better. Christmas is an important time for bonding and bringing the team together.

Welcome back – how to make a return to the office feel like a welcome decision

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In the wake of the Covid pandemic, many businesses are still juggling employees either solely working from home, working in the office, or a hybrid combination of the two. With its impact finally receding, for many companies it can make sense from a business perspective to encourage employees back into the workplace. However, with the challenge of re-adapting – for some people after nearly four years – how can you make this notion feel like a welcome return rather than an unwelcome regression?

Fail to plan, plan to fail

Throwing out a blanket ‘one size fits all’ command that all staff must return to the office will inevitably be met with confusion and resentment. Not to mention, staff feeling forced into returning will be detrimental to their mental health. Being open and honest and giving the reasons why you wish for all staff to return to the office will help build trust. It will also go a long way towards having a happier returning workforce.

We’ve discussed before in a previous article of the importance of employee engagement, and how retaining your existing staff is money much better spent than in recruiting new team members. Not to mention the business time lost in the training of new staff, which can impact productivity levels across the business. That’s why, when planning a return for staff to the office, it’s important to have individual conversations to help formulate a plan that will work for everyone.

Think about additional considerations

This is easier said than done for smaller businesses, but for larger businesses this can still be achieved through managers having these conversations with their team, or sending out internal surveys, to discover the general consensus within the workforce, and what their misgivings might be.

Each employee needs to feel the same level of appreciation and support, and this includes the additional considerations of your staff about returning to the office, such as them now having to factor in new travel times, petrol costs, additional food bills and childcare, the stress of the commute, etc. The plan needs to be adaptive and responsive and could involve staff returning in waves to ensure their needs and requirements are met in time, rather than everyone all returning at once. Although this could be a logistical nightmare, you need to find a balance between it working for everyone, otherwise it won’t work at all.

A welcome change

Just as businesses and people had to rapidly adapt to suddenly having to work from home, returning to the office is quickly becoming another culture shift which employees will have to readapt to.

People have become comfortable working from home, so the challenge now lies in making the office a more attractive place to work, to encourage staff through the doors. This goes beyond providing quiet areas or ensuring each team member has their own desk, rather than having to desk share (no one wants the annoyance of having to adjust their chair and setup each time they come into work).

Providing incentives might be the key. People like to feel rewarded, and depending on the size and scope and budget of your business. This could range from providing small treats such as supplying free tea and coffee, to offering free daily breakfasts, or hosting fun events like team lunches every Friday. You could even partner with local businesses to provide something new for your staff. This could include such things as having stands occasionally set up selling sweets, perfume, makeup, gifts (such as is seasonal) etc, or offering manicures and pedicures during the lunch hour.

Don’t miss out

This can give employees a sense of something they won’t want to miss, as well as re-building a sense of workplace community that is lost when solely working from home. The more positive things you do to make the office seem an attractive place to be, the more your staff will sell the benefits to other team members and encourage others in.

The saying goes ‘if you build it, they will come’. So, if you provide the best possible space for your employees to enjoy, and not just work, this will go a long way towards building enthusiasm and making a return to the office a welcome decision.

Making the right decisions

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As an HR professional, choosing an Outplacement company to work with can be a difficult decision. It’s very dependent on what your company is like and in which areas it needs guidance. As the commissioning client, you should be given the opportunity to get to know your chosen outplacement Consultant. In turn, they should take the time to ask you about the issues and individuals involved, as well as giving a full explanation of the process and how they treat people. Knowledge and experience are crucial, and a good consultancy will have accrued a great deal of both over the years. Selecting the outplacement company that is suited to your needs is one of the biggest challenges facing HR professionals. You don’t want to find yourself wasting time and money, so choosing one that is a good match is paramount.

Mapping the road ahead

A good approach to outplacement is to allow a Consultant to initially spend some time with the company or individual, so they can get to know each other and discuss how to work together. We offer outplacement recipients an introductory session, lasting up to a hour, to explain what we do and importantly talk through their career to date. The process is two-way, so it’s worth communicating from the outset, openly and honestly. Once you’ve found an approach that will work, outplacement programmes have a variety of collateral benefits that are part of the discussion and coaching process.

To give just one example, if an individual is assessing where they currently are with their career and where they would like to be, it’s a good idea to build and strengthen their CV and LinkedIn profiles. These are useful tools in making someone more attractive for employers and allows the showcasing of strengths and knowledge in a positive way. It’s also worth taking time to map out some other areas that will be looked at, such as opportunities to practice interview skills. It might be that the Consultant also explores further avenues, including self-employment, contracting, interim and perhaps Non-Executive Directorships. Strategy and review are vital ongoing components to ensure an individual keeps on the right track and feels supported while they are doing it.

Getting along together

One of the most gratifying aspects of being a Consultant is when clients realise how much they are getting out the process and relationship. The ideal scenario will result in the candidates getting on well with their Consultant on a personal level as well as a professional level, thereby building a rapport. At Career Evolution, we have always worked on a holistic basis, to help support our clients and ensure that our outplacement candidates not only get the right job, but also one that will suit their preferred lifestyle.

This is where getting to know your clients will really pay dividends. As times and work patterns have changed, we have all realised that the daily commute and  9-to-5 work patterns needn’t be the norm. Many factors have changed people’s expectations of work-life balance and what they hope to achieve to fulfil their career. A good relationship between Consultant and client will enhance this – so it’s all about making the right choice in the first instance. That initial decision can make all the difference in the long run.

If you’d like to learn more about outplacement and how it can help your business, then contact one of our outplacement Consultants today. [link]

 

Can you read your CV?

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Our CVs are one of those aspects of our personal profile that are often the last to be amended. This is perhaps because these days we are more likely to update our status on social media, or our job status on LinkedIn instead. As a result, we are more up-to-date in our profiles in some ways, but less so in others. We have different priorities and often something like a CV is only refreshed when we need it, to send out to prospective employers.

The story so far

If you are working with an outplacement Consultant, they will help you get your CV in shape. It’s worth remembering that a Consultant will not write your CV for you. They will help you to look at career/role/sector options through discussion and then point you towards how your CV can best display you and your skills. In this way your CV will speak to your selected readership or audience. This guidance is a reliable way of honing your CV towards sectors you would like to work in. It also helps you identify where your strengths and weaknesses lie, in relation to where and how you see yourself. All you really want from a CV is a true reflection of you, your career and experience thus far, and your ambitions and career goals – your story so far.

Cut the jargon, having read your CV

Your Consultant will be well versed in working with people at all levels, in multitudinous roles and sectors. They won’t understand the jargon necessarily, but they can challenge what you have put down, ask what it means and help you construct and articulate your skills and achievements. If you cannot explain what the jargon means, it’s probably best to take it out, as if you’re pressed on it in an interview, you’ll be caught out. At a push, if you think the jargon is justified for the sector – some digital abbreviations if the role is in IT for example, a sector littered with technical words and acronyms – then by all means leave them in. But in the main, aim for a general readership and an accessible tone.

The silence of print

My ‘go to’ when working with clients, usually after quite an amount of work, is to ask them to read their CV aloud to themselves. Speaking out loud changes the tone of the words dramatically from the silence of print. A good sign is if you simply write the way you speak. For someone who does this instinctively, there will be little  discrepancy between the written word and the spoken one. We all have different styles of writing and language that we use. If it sounds stilted, then it isn’t you and you should correct it. Always aim for plain English when you’re assembling a CV – the more straightforward the better. Again, your Consultant will help you recraft until you’re happy that the tone and content reflects the true you.

Catching Zs with Gen Z – why a multigenerational team is the dream workforce

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As more of Generation Z (Gen Z) moves into the workplace, there has started to become apparent a discrepancy between such a diverse range in ages all working together. With up to five generations all in the same work space, each with very different life experiences, especially regarding technology, the challenge now is how to make such multigenerational diversity work for you and your business.

Mind the (age) gap

Generation Z refers to anyone born between 1997 and 2012. Very much born into the ‘digital age’, Gen Z’s will soon represent nearly 30% of the workforce by 2025. Rather than seeing the differences between Gen Z and the rest of the more established workforce, businesses should see this as a new opportunity to pass on key knowledge and best practices, especially as older team members retire. This is particularly true in skilled trade workforces, such as construction, which is struggling to address the ever-growing skills gap.

Thinking outside the box

This issue just highlights how we shouldn’t put people into boxes. The type of employee is largely defined by their personality – you don’t have to be in a certain age bracket to have a certain type of personality. Especially in the job market, success largely comes down to personality, resourcefulness and risk taking, and these three elements don’t have anything to do with age.

A risk taker could be someone in their 50’s who wants to set up their own business, despite having a mortgage, three children and no back up finance to support them, and still be ready and eager to do it. Conversely, a 22-year-old ‘Gen Z’ living at home could be very fearful of setting something up on their own, even with financial support from their parents, and be terrified of failure.

A balancing act for a multigenerational workforce

Each generation will have different aims for themselves and their careers, and that’s true at any life stage. We are all influenced by the changing marketplace, together with our own needs and personalities.

I found that world events, such as the financial crisis of 2008, helped a lot of very senior clients in their 40s and 50s to take a good long look at their career and made decisions around what they enjoyed doing, rather than worrying about status, and the same was true following the Covid epidemic, with many of my clients looking for a change to reflect our new ways of working.

When the shared aim is to help a business succeed and do well, then the drive of the individual working with the team should be the emphasis, not the age.

I sometimes think older generations are fearful of Gen Z – they are hungry to do well, achieve and progress, but still want a good work/life balance, meaning a healthier and happier workforce, something we can all learn from!

It’s also not just about comparing Gen Z to the rest of the workforce, each generation has more in common than we may first realise. The lines are blurring as everyone tries to keep up to date with the latest changes in technology and ways of working.

Employers should therefore not limit their workforce by age, for fear of losing out on this growing and talented pool. They are the future of your business after all. So, beware of comments of ‘the youth of today’, an age-old phrase that we’ve all been subjected to ourselves by our previous generation. Time will pass and before you know it, people who never knew a world without AI will be the topic of Gen Z recruiters, telling them what the world was like when they were young!

 

 

 

Mind your language

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I’m at an age where I’ve seen a lot of differences in language and word interpretation, some that are absolutely too rude or shocking to write down. I worked with an AI organisation about 20 years ago, but it didn’t have anything to do with artificial intelligence and everything to do with artificial insemination. These days, things should be simpler, as people can express themselves and be themselves much more easily – and hopefully with greater acceptance. But because of multiple meanings and interpretations, it can make it difficult for some people to communicate, for fear of getting things wrong and offending others.

I do find that it’s useful to make it clear to people that I may not know all the terms people are using or that I understand them, for example within an LGBTQ+ context. But I would like to ask questions, if they are happy with that, so I can learn. I also do always emphasise that if I do get anything wrong, it isn’t malicious or intended to offend. Many terms may be open to interpretation and it is often the case that not everyone can be familiar with every single term that is the acceptable one. The reverse is also true and many words that were perfectly acceptable for many years now have very negative connotations, for example around gender or culture. It is important to ensure that – especially in business – you create an inclusive, friendly environment.

A welcoming place

The inclusivity aspect is perhaps the most important aspect of working environment culture these days. So much has been spoken about remote working, the fear of returning to working premises again and the many barriers to getting people back into the office and collaborating in person once again. Workplace culture has to be welcoming and inclusive, and the way everyone speaks to one another is key to this – friendly language, the correct terms and amiable but professional behaviour. In this way, companies can be inclusive and tolerant, as well as efficient and productive.

The art of language can be difficult, but it should never become a barrier.  As somebody who speaks and writes to people daily, I don’t want to be stymied or constricted for fear of offence. Until you are fully aware of someone’s circumstances, particularly online, then it may be easy to cause unintentional offence – this may be most apparent with the many different terms for gender currently in use, for instance, and their preferred pronouns.

Open to interpretation

On the flipside, I find many people in Gen Z, for example, don’t know the terms that they use freely now were actually offensive back in the 1980s. It’s all about context too and tone of voice. If it’s obvious something has been said in jest, it’s often masked or excused as ‘banter’. But if someone takes offence at something that has been said entirely inadvertently, then it is hoped that a genuine error can be acknowledged. It’s important in these circumstances that the same mistake isn’t made again and that lessons are learned. Language can be a minefield and of course, in business, you’re not necessarily working with people you know well. It’s a learning curve, but one that will ensure that the true meaning of what we want to say is articulated in the way we want to say it.

Fear of rejection

Confidence isn’t something we all innately possess, but it is something we can build up over time. Our self-confidence has an enormous impact on how we go about work and how we interact with people, in life and in our workplace. It’s also an important part of our online presence. We can perhaps project a much more confident persona via an online platform such as LinkedIn. But confidence can be eroded and all kinds of impacts – job uncertainty, criticism, mental health – can easily affect levels of confidence.

Risky situations

Depending on your personal confidence, we all experience the flipside of this too – that is the fear of rejection. This can be something in all aspects of our lives that holds us back. That first step forward, reaching out to someone, is a leap of faith. You’re putting yourself into a situation you have no control over and it can go one of two ways. But the important thing to remember is, don’t worry too much about reaching out to people – either in person or through LinkedIn. People are generally flattered to be approached for advice or recommendations. If it is in person, there are many factors that can influence a person’s decision to engage – demeanour, manner, appearance, articulation and confidence.

Getting connected

Is it more difficult to reject an approach in person? Probably, as the person is present and the situation is real. There’s a certain anonymity to online interactions that you just don’t get in person. When it comes to online platforms versus in-person, it’s a slightly different situation. Allow your presence on LinkedIn be your leverage to connect to people. This can be someone you have already met in person – via a networking event, a mutual connection or social gathering. Or it could be someone who is completely new to you via an online platform. The advantage of connecting with someone online is that your professional credentials are readily apparent and visible, via your associated profile and resumé.

Reaping rewards

Sometimes we reach out to people because we think we can be of use to them, and of course, sometimes we reach out to them because they might be beneficial to us. Whatever the motive, the crucial thing is to do it with confidence and without the dread of rejection at the forefront of your mind. If you set out with negative thoughts and a fear of failure, then it is more likely that is what will happen, as a kind of self-fulfilling prophecy.

When you are connecting with new people – either online or in person – don’t open the conversation with asking them to do things for you. Think carefully about your approach. Soft conversations are important. That way, people will understand and know what you are looking for. Then a subsequent offer of help might follow as a result. One thing it is worth remembering about the fear of rejection – which might help to boost your confidence. The rewards far outweigh the risks.

There’s no such thing as an informal chat

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In today’s working world, people seem generally to be incredibly busy – all the time. It is immaterial as to whether this is a hangover from Covid and people are still trying to catch up, or if it is due to the much-publicised skills shortage, and there is just more work to do.  Whatever the reason, be assured, that being invited in for an informal chat about a job role is probably in reality, much more serious, and you need to be as prepared as if you were being invited in for a formal interview.

Time is precious

People are generally too busy to waste time, so regardless of how informal the invitation seems to be, there is often more to it. Any conversation you have, remember, the other person might be sizing you up – whether that is on your ability, your skills and knowledge or your cultural fit. Be prepared and be able to demonstrate – and wow them – with your knowledge and experience.

Picking up the non-verbal cues

Don’t forget, people unconsciously make judgements on you, from how you dress, through to your body language, so think about how you would like to be perceived and make sure that you behave accordingly. You don’t want to turn up in your casual clothes to then meet with someone in formal business attire. It’s not so much ‘dress to impress’, more dress appropriately for the situation.

There is debate about how much communication is non-verbal, with some people suggesting it is in excess of 80%, but what is commonly agreed, is that a substantial part of your communication is shared without words. Instead, it will come from your facial expressions or how you use your hands when you talk. Hand gestures can be very useful in helping to make specific points, or it could be things like tone of voice, eye contact, posture and physical proximity.

And, if after all this, the informal chat turns out to be just that, don’t be despondent, as you don’t know who they might go on to mention you to – or when another opportunity might present itself.

LinkedIn: Not just for job hunting

There is no denying that LinkedIn is a great tool for job hunting. An online CV is available at the click of a button and connections can be made with the profiles and companies that appeal for your next job. However, LinkedIn is a useful asset for everyday life. You can use it as a personal online Filofax ensuring your day-to-day tasks are achieved. LinkedIn is one of the most powerful tools for professionals looking to grow their business, advance their career or expand their networks.

Use LinkedIn regularly

LinkedIn estimates suggest a daily user base of over 100 million. With that amount of people available you need to ensure you are visible and this can be achieved by posting regularly. If you take advantage of LinkedIn algorithms by posting on a regular basis, your profile will become available to a wider audience and help with sourcing clients and new business. It’s all about engaging with others and that’s why LinkedIn was developed, by posting regularly and engaging with others, you can grow your network.

Keep profiles updated, better than a business card

A business card doesn’t really tell anybody about you, it’s usually just contact details. A LinkedIn profile not only tells someone your contact details but it’s a curriculum vitae and a life story in one. By showcasing your expertise and sharing content that resonates with your target audience you can really make an impact. Much better than handing out a business card with your name on it!

Help when applying for new job roles

LinkedIn is a fantastic resource for applying for new job roles. You can make sure your LinkedIn profile stays relevant. Posting on LinkedIn can demonstrate your accomplishments, your values and ultimately lead to new opportunities. LinkedIn is a modern way of keeping a rolodex of connections, ensuring you find the important people needed for furthering your career or business. You can research any company and find the rights contacts for you.

Keep up to date

Potential recruiters will pay attention to your skills, so you need to keep this information up to date and make sure all the relevant information is on there. If a search is done on your name on a search engine the chances are LinkedIn will come up first. Make sure any posts you have on there are relevant and share your capabilities and ideas.

Sue Thomas, Director at Career Evolution says, “I always take the time to remind my clients that they need to update their profile as soon as they start their new job. A new employer won’t be impressed to look at a new recruit’s profile and not see it updated.”