All work and no play – why your weekends should be for you

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I think it’s fair to say that we have all been guilty of doing work during our free time, at one point or another. Of course, this ‘work’ may not be for your company, and could be for you, if you are searching for a new job. The accessibility and ease of being able to job search from anywhere at any time, on your phone or laptop, means that many of us can’t switch off from it when we really should and need to.

This is especially true if you’re working from home, and it’s normal to have your work computer set-up at home and accessible any time out of traditional working ‘office’ hours. However, this not only adversely affects our mental health, but also affects those around us.

All your own work

When you’ve been job hunting for a while – whether you are just desperate for a job change or need to find work following redundancy – it can be very easy for it to start taking over your life, especially if you feel guilty for not constantly spending all your time job hunting. Scrolling LinkedIn and refreshing job feeds can become almost habitual, without really achieving anything.

Finding the right balance

We all know the importance of having a good work-life balance, but for some it’s easier said than done. Free time helps us to recharge and reset, ready to take on the next job application. Rather than making us more productive, continuing to search when it should be your leisure time can have the opposite effect. Without this very necessary downtime, it can cause increased levels of stress, tiredness, illness and burn-out – leaving you worn out and disheartened by the whole thing.

Have your work cut out

Choosing to spend all your time job hunting on the weekend or evening takes valuable time away from spending it on yourself or with your family. This lack of quality time can put a strain on relationships and can lead to missing out on fun family time – time you won’t get back.

Therefore, it is important that you still take time for ‘you’ and not feel guilty about not searching for jobs during your free time. Your weekends and evenings should be for you to enjoy some rest and leisure time. Be it pursuing your favourite hobbies, a date night with your partner, and importantly making time for exercise.

Work in progress

While it is vitally important to job search, there are ways to make the most of the time you spend on finding your next job. Allocate certain amounts of time towards searching for jobs and stick to it. You can set aside more time for applying for a promising role you’ve found, but then make sure to balance that with having a break from job searching for an amount of time.

Speaking of breaks, if you do decide to spend a few hours job searching and applying on a weekend, take frequent breaks to keep your mind fresh and body active. Making a cup of tea or enjoying a stroll will improve your productivity.

If you feel like you’re not getting anywhere with job sites, try something else – reach out to your network and connect with people on LinkedIn.

Speak to our team to see how Outplacement and Coaching might help.

Resilience in the face of rejection

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Looking for your next career move when facing redundancy can be hard. Regardless of your level of experience, industry knowledge or even your latest job role, there is a high probability that you will receive at least one rejection letter when you are looking for your new position.

Sadly, given the volume some companies receive, you may not even receive an acknowledgement of your application, let alone obtain a notice of rejection, which can be even more difficult when you have spent time and energy on applying for the role.

This isn’t an indication of anything that you have done wrong, or even that you weren’t suitable for the role you were applying for. With many other people also looking for their dream job, it is a statistical probability that you won’t always be successful, and a large proportion of people’s applications can leave them being made to feel ‘ghosted’.

However, in the face of rejection, it is important that you are resilient. The right job is just a successful application and interview away, but maintaining a sense of self and your self-confidence is imperative to enable you to perform well when the opportunity comes along.

Resilience is how well you can deal with – and bounce back from – challenges. Resilient people tend to maintain a more positive outlook and cope with stress more effectively. It can mean the difference between accepting rejection and being overwhelmed by it.

Although some people are naturally resilient, resilience can be learnt, and you can build resilience in a number of ways.

Set your goals – what are you looking for in your next role?

The threat of redundancy can be extremely daunting. However, setting yourself some reasonable goals can be the first step towards bouncing back. Those goals might be to revisit your CV, update your LinkedIn profile or reach out to a former boss, colleague or business partner for a coffee and a catch up. Whatever it is, setting and then achieving simple goals will help you start to work out – and work towards – what you want in the future.

Once you have set your goals, working towards them will also help you feel more in control of your situation. Finding a new job won’t happen without effort on your part, but breaking down the work that needs to be done and tackling it in a manageable way is important.

A sense of purpose

Redundancy is hard, but it can also be seen as an amazing opportunity to find an exciting new role or even change direction completely.  With a defined purpose, you’ll be more motivated to learn from your past experiences and keep going.

Outplacement is also a highly effective tool which your employer can provide to help you in finding your next career move following redundancy. Our team offers tailored outplacement to assist with this process, to help identify your options and transferable skills which could open new doors to your next role.

Believe in yourself

During a redundancy process it is important to retain confidence in your own abilities. It would be easy to start doubting yourself, but self-confidence is an important element of resilience. Listen out  for negative comments in your head. When you hear them, practice immediately replacing them with positive ones. Research has demonstrated that your self-esteem plays an important role in coping with stress and recovering from difficult events. Remind yourself of your strengths and accomplishments – and if you identify areas for improvement, take time to develop them too.

Develop your network

Your business network can play an important role in helping you find your next role. Reaching out to former colleagues, bosses, suppliers and other industry contacts can yield impressive results. It can also help your resilience, as having a network of supportive individuals is so important. Your personal network is important too, as we all need our champions and supporters cheering us on.

Embrace change

Flexibility and optimism are essential parts of resilience. By learning how to be more adaptable, you’ll be better equipped to respond when faced with a difficult life experience like redundancy. Change is difficult, but with a resilient mindset, you can come out of it stronger and happier, and with a new career.

 

Contact us today and see how our Consultants can help with Outplacement support and our Career Coaches can help your team build resilience.

 

Outplacement: helping create positive change

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It’s not just the New Year which sees many seeking pastures new. The financial year-end can also bring about many changes for individuals and companies too. Sometimes welcome, sometimes not. However, this chance for change can bring many benefits, and these can be fully realised through outplacement.

Why outplacement?

It is in a business’ interest to offer outplacement to its team if it is making significant structural changes. One of the biggest advantages of outplacement is that it gives an individual the opportunity to stop and think about what they really want from their career and next job move. They might be happy to find a similar role or the next step up in the same sector. Or, they might decide to focus on achieving something entirely new and different. It might be something which aligns more with their goals, on a totally different path. Through outplacement, a Career Consultant will work with an individual to help them identify what they need to do to get to where they want to be.

What is outplacement?

Outplacement can be hugely beneficial. However, the individual has to fully engage with it, to get the most out of it. There are many stages, which will come in a different order for each individual depending on their personal circumstances. The main areas include identifying options, preparing a CV, updating LinkedIn and putting a strategy in place. This is followed by interview training and check-ins.

Outplacement is not a linear process. Some might need to start from scratch, especially if they have been out of the job market for a long time, and should begin with writing a new CV. Others might need a tailored approach which reflects their more recent job search experience, such as just tweaking and updating their LinkedIn profile. Outplacement can help an individual make sense of what needs doing, in what order, without it becoming overwhelming.

Making it work for you

One of the key services offered by Career Evolution is outplacement. Having one of our professional and highly skilled outplacement Consultants working with the job-seeking individual will help ensure that they stay focused and accountable. Whatever the time of year, individuals job searching will be competing against other people looking for their next career move too. However, through their outplacement commitment, and with Career Evolution’s support, this will help them to find their next career move. When they find it, our Consultant will continue to help them prepare for the interview and achieve the role they want.

Speak to us to see how we can assist you.

What an exit – how to enhance an employee’s departure

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The loss of an employee can be a difficult time for a company, especially if they are exiting from a senior role and have been with the company for a long time. Either of these elements can have a detrimental effect on staff morale.

As they leave it is essential that HR’s off-boarding process manages their exit effectively, not just for the employee involved, but also as a clear message to the rest of the company, and potentially for new hires, that the business will continue to look after its staff, even when they depart for pastures new.

While this can be easier for an employee leaving of their own volition and are departing on good terms, this is also important to manage for an employee who might be begrudgingly handing in their notice if they were unhappy in their role, or because of a company decision, such as redundancy. This can ensure that the company can retain some good PR, even out of a negative situation.

Sweeten the deal

There are multiple ways you can enhance an employee’s exit at an executive level.

Retaining some of the perks which the employee enjoyed for a short period of time after their departure, will help smooth their transition from the company and should be looked upon favourably from the remaining staff.

Offering such things as being able to keep hold of the company car, work mobile or laptop for another month for example, or extending their healthcare, will be sure to be appreciated, especially if their move is a geographic one as well as a work one.

Organising a moment of farewell, allowing other members of staff the chance to wish the exiting employee well in their next role, will provide all involved with a positive and lasting impression.

A small gift can act as a token of appreciation, and could take the form of company-branded merchandise, to continue to keep the company’s name in the leaving employee’s mind, especially if the door remains open for their potential return in the future.

Room to improve

One way to get a true measure of a company is to look at how they treat their departing staff, and, whatever the circumstances of a member of staff leaving, if they are treated with respect and made to feel valued, this can only lead to more positive reflections for the business.

Learnings can also be gained from the process, and used to inform future recruitment strategies and improve staff performance and retention, to assist with the growth and reputation of the business.

A good send-off

In order to retain a positive relationship with the exiting employee, providing support and assistance would not only be beneficial to them, but also the company. This can help to create a potentially beneficial connection, with the greater likelihood of new talent being referred, and enhancing the company’s appeal to attracting and retaining staff.

Offering coaching or outplacement support to the exiting employee can demonstrate how they are valued as a person as well as an employee, and can go a long way towards thanking them for their years of loyalty and service to the company.

We can offer a personalised approach for employees at all levels, providing a tailored package to suit the individual, demonstrating consideration and aiding towards a genuine, positive, beneficial and effective employee exit experience.

Get in touch to see how we can aid your staff leaving strategies.

Conforming to gender norms

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There’s a lot of discussion around gender in general and specifically gender in the workplace, as an ongoing debate about equality and fairness. In terms of parity, it’s important that any discrepancies between pay and opportunities are addressed, and we do seem to have come a long way in terms of redressing the balance somewhat.

One example I have encountered is highly-successful female clients who fear participating in interviews, if they know there are men on the shortlist as well. They become self-effacing and self-deprecating, to the point of being too humble about their achievements and experience. In fact, they become convinced that their own skills, experience and achievements will not win over the interviewer and secure the role. This is patently not true but persuading them otherwise can be problematic.

Never knowingly undersold

It’s very important not to undersell yourself when it comes to interviews – no matter what gender you are. By feeling inferior due to gender, you are immediately setting yourself up to fail. It’s a disadvantage from the off and we all know it’s difficult enough preparing for interviews, without added pressures such as psychological impacts to factor in. It’s also important to ensure that you are well prepared for your interview, so that your CV and interview answers accurately reflect your real personality, knowledge and skills. Don’t undersell your achievements and skills, in fact highlight areas you feel that are your particular strengths. 

Mental barriers

The sense of women feeling inferior in the workplace or of being unsuitable for a role may seem archaic in 2024, but in some women’s minds these mental barriers still exist. They feel as though they are conforming to gender norms, that if they are a women they shouldn’t be putting themselves forward for certain roles in specific professions. This is at a time when women’s participation in traditionally male-dominated sectors, such as construction or engineering for instance, are on the rise. If I am encountering this in my circle of clients, which I always deem to be a pretty representative cross-section, then it’s probably not an unusual occurrence across business and society in general.    

Engendering confidence

So much so, that it is not unusual for us to be approached by organisations to offer support to employees who are going for high level internal roles and need to perform in interview.  In my experience, even in this situation, some women immediately feel at a disadvantage.

Part of my role as a Consultant is to actively encourage positivity around identifying and finding new roles, and also to engender confidence prior to an interview situation. This can be done in a number of ways. It may sound like stating the obvious, but I find the more preparation candidates carry out, the stronger they become and the more confident they will be in their own persona and capabilities. This will come out in the interview and present them as a strong, convincing candidate. In this way, the best candidate will always secure the role they are best suited for – whatever their gender.

Don’t settle for less – why you should wait for the perfect job

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Job searching can be an anxious time for many, especially if there is the added pressure of needing to find a new role whilst no longer in post. This can lead to a rollercoaster of emotions, particularly if several interviews have been and gone with no job offer in sight. These can range from hope to frustration, annoyance, and even anger, before you’re ready to accept and move on, ready to repeat the whole process again.

Don’t sell yourself short

It can be very tempting, therefore, to accept the first job offer that comes your way, even if it might not be a perfect fit. I do become concerned if my clients say that they are ‘happy’ to settle for less in this, whether that be for a lower salary or level of role.

However, if you don’t retain your market value, it can be difficult to regain it if you become unhappy in your new role. This is especially true if you’ve taken a pay cut or a step down the career ladder, as you can’t as easily immediately return to a higher salary or a more senior role level that you are currently accustomed to.

Keep in check

I work with clients to help them rebuild their confidence and self-worth through the job searching and interviewing process, building resilience in the face of rejection.

I can also help them to identify what they want and need in their next role, and what is negotiable.

It’s important then, right at the beginning, to have a checklist of what you’re looking for. These most commonly include:

  • Level of role
  • Function
  • Sector
  • Culture
  • Size
  • The amount of time working away (both nationally and internationally)

and, of course,

  • Salary

The only way is up

Just like it has taken you time to amass a career and standing to be proud of, it might take time to find the next role to suit you and help you take your next step up on the career ladder.

A focussed job search campaign, with an uplifted attitude and a tick list of what is important to you will help you to achieve your goals.

At this time of year, it’s important to know that there are better times ahead. Try to think about the successful career you’ve had, not just the gruelling process of finding your next role. You might find that by holding out for something better, you’ll be pleasantly surprised by being offered more than expected, such as increased pension contributions, extra holidays, or private health insurance.

It’s a long road to success, but it’ll be worth it.

If your business is restructuring, speak to us about how we can help your employees to find their next dream role.

Dress code – it’s all about standards!

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There’s an old adage often thrown around in business, especially when interviewing or starting a new job: ‘Dress for the job you want, not the job you have.’ The way we are first perceived by peers and employers often comes down to the way we are dressed.

Of course, it’s important to dress well for an interview, even if held online, so a smart blouse or dress or shirt and tie can never go amiss when you wish to make that all important good first impression.

However, workwear has generally become more casual across the board, and it used to be that companies would have ‘dress down Fridays’, but now that kind of informal wear seems to be the everyday choice for many offices. This can cause confusion and uncertainty for people as to how to dress when starting a new job.

You don’t want to be overdressed – ie. in a suit or smart dress when everyone else is wearing t-shirts and jeans – on your first day, as it shows that you don’t understand the business. Equally, being underdressed – ie. in a t-shirt and jeans when everyone wears skirts, dresses and heels, or suits, shirts and ties – can come across to others that you’re lacking enthusiasm and motivation.

Both situations are less than ideal when you want to make a good first and lasting impression in your new role.

Dress for success

Carefully consider how you dress, not just on your first day, but every day. Dressing well and suitably for your place of work can send powerful messages about how you respect and value your job and the business. You are also more likely to be considered for increased responsibility and for promotions, showing that if you take your appearance seriously, you will be taken seriously at work too.

Not only is it important to be dressed well to impress others with influence at work, there have been studies conducted into the psychology of clothes, which have found that the way we dress can also impact our mental and physical performance at work.

There is also a greater acceptance of the fluidity of choice of clothes by an individual, to dress more femininely or masculinely depending on how they identify, and although it’s not necessarily true that ‘clothes maketh the person’, I always find that the more confident you feel in what you’re wearing, the more confident you will be in yourself.

So how you dress really does matter, both to be, and to be perceived, as someone with credibility and therefore someone who matters.

What to wear

Of course, how you might be expected to dress can also depend on your role and industry, and the difference between formal or informal wear might just be part of the territory. Suits and ties are still very much hand-in-hand with the legal and banking industry, whereas for the more creative industries, like web development and game design, jeans and trainers are more the norm.

If you’re looking to climb the career ladder, it’ll do no harm to pay attention to what senior-role people of the business are wearing, and aspire to their level.

However, don’t wear yourself over what to wear. If in doubt, you can never go wrong with smart casual.

Will you ever get another job?

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We’ve all felt a bit like this at one time or another – you have been sending out CVs and job applications, but to no avail. Sometimes you’re not even sure that your prospective employers have even seen or read your application, as it’s usually submitted electronically these days and simply vanishes off into the ether. As a result, some of my clients – and I completely understand this – feel that they’re never going to get another job.

A guiding hand

But although job hunting can seem to be a slog sometimes and there are no rewards, there will always be hope at the end of the tunnel. So, my answer to anyone who is getting downhearted is simple: “If one of their friends lost their job, would they agree with the same sentiment?” And the answer is always a resounding ‘no’.

No matter how long you are left waiting, it’s absurd to think you are going to be unemployed for the rest of your life. However, it can be hard to listen and apply our own advice that we would freely give others to our own situations. In this way, as Consultants, we’re here to ensure that we become that voice and supporter of your situation. We can offer guidance, but also support to keep morale up during times when you may be doubting yourself.

A measured approach

A measured approach is always best when searching for a job. Set realistic objectives and also define timescales and effort to be expended too. Time spent on applications should not become all-consuming. Time is valuable and can be better spent on other areas of career development.

You might need to ask yourself whether you are being realistic in the roles you are applying for and if this is the reason you are not finding a new role as quickly as you’d like. Or, are the roles you are applying for very popular ones that are attracting too many applicants? Many people want to pursue the dream of working from home full-time now, while others seek a hybrid model. Some jobs simply won’t offer a ‘work from home’ option – if the role is carried out at a public-facing premises, for example, such as health or care scenarios. Decide the work-life balance you’d like to strike and ensure the roles you’re looking at truly reflect that.

Time is the essence

Time not expended on over-tuning applications and overthinking career choices can be better spent on honing your CV profile, practicing your interview technique – or even expanding your horizons and knowledge with new training or learning. The job market is a highly-competitive area and it’s important to stand out from the crowd. You know you are the ideal candidate for the role, but does your CV spell this out? It’s often worth tailoring your CV to each individual role. Sometimes, that little bit of extra effort will make all the difference in the long run – and make sure that you don’t get into a lengthy cycle of anxiousness and self-doubt on your journey to your next role.

 

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!”

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]