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Eventus Recruitment Group > Articles by: Eventus
15Jul

Ways to improve your recruitment process

Steps to take to improve recruitment processes within your business to engage the top talent in your industry

In today’s market, hiring can be very competitive. Top professionals will be wanted by multiple firms, so it’s important to ensure your recruitment process is efficient and effective in attracting top talent over your competitors. Candidates now often have multiple options and aren’t just applying for one company at a time. In addition, the average cost of hiring an employee in the UK is £6,125 (StandOutCV). As a result, it’s important for employers to refine their recruitment and selection processes, to attract and secure the top talent in their industry. This blog contains ways to improve your recruitment process, to make sure you are a professional’s first choice employer.

Let’s start at the very beginning…

The Job Advert

The job advert should be clear, informative and include all relevant information related to the job and company that will make the role stand out. Many companies neglect their job adverts. As a result, the job advert makes a great starting point for improvements in your recruitment process. Here’s our tips for improving your job adverts:

Job Description

It’s imperative that the job description attracts the talent you are seeking.

  • Provide an overview of the role and the day-to-day responsibilities, don’t forget to include some interesting information about the role.
Person Specification

Be as descriptive as you can, you want to attract the right candidates.

  • Include the level and type of experience the candidate needs to demonstrate.
  • What skills do they need for the role? Don’t forget soft skills that are required.
Benefits and Rewards

Candidates who are actively looking will be interested in what you have to offer.

  • Make sure you list all additional benefits included with the role. For example, enhanced holidays or pension contributions, hybrid / flexible working, healthcare benefits, death in service benefits.
  • Be sure not to include standard holidays or pension as a benefit, they’re statutory and shouldn’t be included. Of course include them, if you offer above the statutory entitlement, as this will be beneficial to candidates.

Company information

This is where you showcase your firm.

  • Talk about the team, services, business awards and why it is such a wonderful place to work.

Proofread your adverts

  • Always proofread your job adverts or get a colleague to double check them.
  • If there are mistakes in the adverts it can give a bad impression to professionals.
  • Job adverts often provide the first impression of your company to potential employees, make it count.

Always, we discuss the above job advert areas when working with you. We do this for two reasons:

  1. So, that we can produce an enticing job advert that will rank highly on job boards on your behalf.
  2. So, that we can discuss all these points with candidates as we approach them and represent your firm as best as we can when speaking to professionals. Particularly, it’s important when trying to engage with candidates who aren’t actively looking, as we want to present them with as much information about the opportunity and your business as possible.

Advert Response

Once we have candidates apply and you have their CVs you need to be responsive.

  • Regardless of whether or not you want to take that candidate to the next stage it is important to give feedback. As, even though the applicant might not be right for your firm, they could know someone who could be perfect. Also, the applicant could be the perfect fit for your company in future. If you ignore their application and don’t respond, they are unlikely to recommend your firm to others and apply to job vacancies again in future.
  • If you are looking to take the candidate to the next stage you should aim to get back to them as soon as you can, ideally within 24 hours. Otherwise, they could start looking at other roles and you could lose the candidate to another firm due to a slow response.

The Job Interview

It’s important to remember this is a two-way process.

  • Prepare conversation starters and questions that will make the interview feel like a conversation.
  • Consider what you want to know about the candidate, their experience and aspirations and use this as a basis for your conversation.
  • Ask them what they know about the firm. Add to this with anything else you feel is important for them to understand or that will make your firm stand out.
  • Talk about the team and the culture, why do people like working there.
  • Once you have gone through your questions and conversation starters, don’t forget to ask the candidate if they have any questions. This is great, as it will give you an indication as to whether the candidate has prepared for the interview.

Job Interview Feedback

This stage is often forgotten but if you think that candidate might be the right one for you why would you leave them hanging?

  • Although you may not yet have made a decision you should give your candidate some initial feedback to keep them engaged (they could be interviewing elsewhere).
  • If you are working with us, we will have already spoken to the candidate and asked them how they feel the interview went.

The Decision

You should communicate your decision as soon as possible even if you aren’t hiring that particular candidate.

  • Give an indication at the end of the job interview of when the decision will be made.
  • Make the decision timely. It is understandable you may be interviewing other candidates but don’t leave it too long before making your final decision. This is where we often see firms lose good candidates.
  • Always notify all candidates interviewed of your decision, as they have given a lot time to your company. If it isn’t a positive outcome for that candidate, give some clear feedback as to why it is a no. This will help them understand your decision. Also, providing constructive feedback will help them improve for their next job interview.

The Offer

As mentioned earlier, the candidates could be interviewing at various firms and this could mean they have multiple offers. We are seeing this increasingly in today’s market.

  • Explain why you are making the offer and don’t just base it around their hard skills and experience also include why you think they will be a fantastic addition to the firm.
  • Make the offer clear and put it in writing – don’t forget to include the above information on the offer letter.
  • Don’t forget that the candidate is likely to be made a counter offer so make sure your offer stands out and shows the candidate how much you value them.
  • Keep in touch with the successful candidate after they’ve accepted the office and before their first day in your company. Some ways to do this include, sending them a welcome pack or gift, and inviting them to company social events.

It doesn’t stop here…

The recruitment process doesn’t end with a hire. When your chosen candidate starts, it’s important to have a thorough onboarding process and continue to keep engagement high. Otherwise, they could easily become complacent.

  • Regularly check in with your new employees to see how they are finding settling in and what accommodations you can make to make their jobs easier if needs be.
  • Set clear and defined goals with them so they are headed in the right direction and know what is expected from the get-go.
  • Offer a buddy programme so they have continuous support and feel part of the team quickly.

Engaging with new employees once they have started their new role is so important and effective, take a look at our onboarding blog for more tips and why this should be done.

We hope you have found this blog useful and have established some steps to take to improve your recruitment process. If you would like more tips and tailored advice on improving your recruitment process, don’t hesitate to contact us here.

About The Eventus Recruitment Group

The Eventus Recruitment Group are award-winning recruitment specialists in the Legal, Finance, Financial Planning and Mortgage sectors. We have an experienced and knowledgeable team of industry experts, who can advise on your recruitment processes and are passionate about sourcing the best candidates to help businesses thrive across the UK.

Contact us for recruitment advice
Further reading to support improving recruitment search and selection processes: 

Best questions to ask in job interviews. Click here to read.

How to create an engaging onboarding process. Click here to read.

How to Write the Perfect Job Advert to Attract Top Talent. Read here.

13Jun

How to Overcome Job Search Fatigue

Overcoming Job Search Fatigue – Staying Motivated and Positive

A job search can sometimes feel like a marathon with no finish line in sight. Whether you’ve recently been made redundant, or you’re returning to work after a break, or simply looking for the next challenge, the process can take a toll – mentally and emotionally. Job search fatigue and frustration is very real. If you’ve been applying without success, hearing silence after interviews, or constantly tweaking your CV, you’re not alone. However, there are ways to navigate this phase with resilience and renewed energy. Here are some practical, uplifting tips to help you in overcoming job search fatigue and staying motivated and positive.

Acknowledge Your Feelings

First and foremost, it’s important to acknowledge that job searching can be stressful and, at times, disheartening. It’s okay to feel frustrated or overwhelmed. Recognising these emotions is the first step to managing them. Be kind to yourself – your value isn’t defined by your employment status.

Set Manageable Daily Goals

Instead of saying, “I need a job now,” break your process into small, achievable tasks. For example:

  • Update your CV by 12pm.
  • Apply for two roles you genuinely want.
  • Reach out to one former colleague on LinkedIn.

These small wins help you stay productive without burning out.

Also, it’s important to be realistic that getting a new job won’t happen overnight. Celebrate key milestones like getting interviews and don’t be too hard on yourself throughout the process.

Only apply to jobs that align with your skills – Quality Over Quantity

It’s tempting to apply for every role that seems remotely suitable, but that often leads to disillusionment and time wasting. Applying for jobs can sometimes takes hours. So, focus your energy on roles that align with your qualifications, strengths and goals. By doing so, you are likely to be more successful in gaining job interviews, and less likely to receive rejections or no response to job applications. Consequently, it saves you time by avoiding applying for roles you won’t get, and reduces job search fatigue and frustration. Overall, resulting in a more positive job search experience.

Top tip: Make sure you tailor your CV and application to the job specification of each role you apply for. Although, tailoring applications may take longer, the return is often greater. Click here to read our guide on writing a CV that will stand out to employers.

Prepare fully for each stage of the job search process

To maximise your chances of success and minimise disappointment make sure you prepare fully for each stage of the job search process. For example, tailoring your CV to each job and researching the firm you are applying to. Also, before job interviews make sure you are fully prepared – consider questions that you may be asked and come up with 5 questions to ask the interviewer/s. This guide provides you with some ideas of questions to ask in job interviews.

Remember to use the STAR technique when answering competency-based questions in job interviews. The STAR technique describes:

  • the Situation
  • the Task
  • the Action
  • the Result

Build a Routine that includes breaks

Treat your job search like a part-time job. Block out hours in your day for searching, applying, and networking, but also schedule time for walks, hobbies, and rest. If you feel yourself getting frustrated when job searching, step away and take a short break. A healthy routine keeps your energy levels and morale steady, preventing job search fatigue. 

Top Tip: Only focus on jobs that match your work experience, skills and qualifications unless it is a graduate / entry level role that requires no previous experience. This will free up your time for things you enjoy or making plans with friends and family.

Celebrate the Small Wins

Did you get a reply? An interview? Positive feedback on your CV? A job offer? If the answer is yes, celebrate it. Every step forward is progress, even if it doesn’t feel like it at the time. Keep a journal of wins and what you did well or different to look back on when motivation dips. Acknowledging the small wins will help you to overcome any job search fatigue that you may be feeling.

Ask for feedback

Always ask for feedback especially after a job interview. If you weren’t successful, finding out where you can improve will help you for your next job interview.

Top Tip: Don’t be too disheartened when you receive feedback or you are turned down after a job interview. See it as a learning curve, and the job interview as an opportunity to practice and perfect your answers for your next job interview.

Stay Connected

Isolation can magnify job search fatigue. Reach out to your network – not just for job leads, but for encouragement. Furthermore, join professional groups, attend industry events (virtual or in-person), and don’t hesitate to speak to a recruiter who understands your field.

At Eventus, we specialise in legal, finance, financial planning and mortgage recruitment. We’re always here for a confidential, supportive conversation, even if you’re not sure what your next step looks like.

Ask for Help

Sometimes, a fresh perspective is exactly what’s needed in overcoming job search fatigue. Whether it’s feedback on your CV, guidance on interview technique, or help exploring new roles, don’t be afraid to ask for support.

Our consultants are here to offer advice that’s tailored to you, not generic tips, but genuine guidance based on experience and empathy.

Keep the Long-term View

It may not feel like it now, but many of our candidates have found that what initially felt like a setback was actually a redirection. Also, keep in mind your reasons for job searching and finding a new job. The right role is out there, it just might take a little longer to find.

Ready for a New Start?

If you’re feeling stuck, let us help you move forward. At Eventus Recruitment, we take pride in being more than just recruiters. We’re partners in your career journey, who care about finding the right job role and company for you.

Don’t hesitate to contact us for a confidential chat with one of our specialist consultants today. You don’t have to do this alone.

At Eventus Recruitment we recruit for all jobs in the legal, finance, financial planning and mortgage sectors. To view our latest job opportunities, click here.

Contact us for job search support
"Eventus were great, I’d say I’d use them again but I don’t think I will need them for a long time. I’m very happy with the employer they recommended me to. I’m also extremely grateful for the help they gave me in negotiating my pay and helping me understand my value."
testimonial image
Ross
Placed legal professional
12May

How to achieve better results from your recruitment strategy

At Eventus Recruitment, we often get asked “How can I get better results from our recruitment strategy?” With so many variables affecting the success of recruitment campaigns, knowing how to achieve better results from recruitment strategies can be difficult.

For employers, today’s job market is incredibly competitive. Our last survey found that 70% of professionals are actively and passively job searching. This means that many firms are hiring, both for expansion and to replace departing employees, and competing for the same professionals. As a result, we’ve seen an uptake in companies coming to us to support their recruitment, as they look to implement growth plans and replace departing employees.

So, how do you make your recruitment campaigns stand out to attract the best talent?

Here the team at Eventus Recruitment answer this question and provide their top tips for recruiting:

Showcase your company culture

“Demonstrate your company culture externally, involving your current staff members as they can be your best advocates. Highlight the work environment, values and employee success stories on social media and on your website. Ask them why they joined the company, what they enjoy about working there and why they stay. It’s important to demonstrate that your workplace is a positive place to work!” – Amy Watson, Legal Recruitment specialist covering the North East, North and South Yorkshire.

Build a strong talent pool for hiring

“In a market where candidates are in short supply, building a strong talent pool is essential for attracting the best talent during recruitment campaigns. Having a well-developed talent pool means recruiters can maintain relationships with potential candidates, even if there are no current openings. This approach helps to reduce hiring time when roles do become available and ensures you have access to skilled professionals who are a good fit for the company. By keeping in touch with these candidates, businesses can react quickly to hiring needs and stand out when it comes to securing top talent, especially in competitive or specialised sectors.” – Duncan McIlroy, Financial Planning and Mortgage Recruitment specialist.

Strong company branding and employee benefits

“To attract top talent in a candidate-driven market, employers should emphasise strong company branding, competitive benefits packages and flexibility. Employers should personalise recruitment efforts, streamline the hiring process, and highlight growth opportunities and work-life balance.” – Lucy Evans, Legal Recruitment Consultant covering South and West Yorkshire, and the East Midlands.

Be realistic and flexible within your recruitment strategy

“Be realistic about the people you are trying to attract and make sure you know what your competitors are offering. Being flexible with your benefits and working patterns is essential to attract the very best of talent. Also, ensure your recruitment is speedy yet effective.” – Siobhan Courtney, Managing Director and Legal Recruitment Specialist covering Essex, Buckinghamshire, Hertfordshire, London and Ireland.

Write clear, compelling job descriptions to organically attract the top professionals

“To attract top talent during a recruitment campaign, it’s essential to start with a clear, compelling job description. A well-crafted job description is crucial as it sets the first impression and ensures candidates fully understand the role’s expectations, requirements, and opportunities. It should not only outline the responsibilities but also highlight growth potential, company culture, and benefits, giving candidates a reason to be excited about the opportunity.” – Nikki Phillips, Legal Recruitment specialist covering North West England and Wales.

Make the interview process special to impress top candidates

“Make the interview process feel a little bit special by making sure the candidate understands that this is as much about the company and role being right for them as it is them being the right candidate in the employer’s eyes.  A fresh approach like this will make them stand out straight away.” – Jo Hood, Recruitment specialist in Legal Finance, Finance and Accountancy roles.

Be responsive throughout the recruitment process

“Be responsive and engage with all candidates. Even if it’s a no, take the time to respond to them, as they could be right for your firm in future or they may know someone who would be the right fit. Positive word of mouth can really help your recruitment campaigns. Also, be upfront regarding timescales for interviews, decisions and provisional job start dates. As in today’s job market most candidates will be interviewing at other firms too.” – Richard Hatchett, Legal Recruitment Specialist covering Surrey, Kent and Sussex.

Prioritise recruitment marketing to achieve better results from recruitment

“To achieve better results from recruitment make sure you utilise job boards, review sites and social media by creating company profiles, responding to reviews left by employees / clients and posting regularly on LinkedIn. Also, have a careers page on your website and add testimonials from your employees with insights into your company culture.” – Emma Fillingham, Marketing Manager.

Need support with your recruitment?

If you are hiring, we are specialists in legal, finance, financial planning and mortgage recruitment. We offer a range of bespoke recruitment services, which we will tailor to your individual needs and will ensure you achieve the best results from your recruitment strategy. Always, we will take time to understand your culture and offerings, so that we genuinely feel like an extension of your firm when approaching candidates you’d like to meet. In addition, we always ensure that the candidates we put forward will fully meet your requirements and fit your company culture. Don’t hesitate to contact us to arrange a confidential discussion about your recruitment strategy.

"Nikki is a go-to for me. She is responsive, intuitive in terms of the sort of candidate we seek, she understands what my team is all about in terms of what she is recruiting into and she communicates effectively."
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Jamie
Legal Hiring Manager
29Apr

What Makes a Company a Great Place to Work?

At Eventus Recruitment Group, we understand that job satisfaction comes from more than just a salary. The best companies to work for in the UK are those that prioritise people, cultivate strong cultures, and invest in their teams. Whether you’re navigating your next career move or reviewing your employer brand, here’s what makes a company a great place to work and sets workplaces apart.

1. A Purpose-Driven Culture

People want more than a job – they want to be part of something meaningful. Organisations with a strong sense of purpose attract individuals who are aligned with their mission. When employees feel that their work contributes to a greater goal, it builds connection, motivation, and long-term engagement.

Businesses that are values-led will attract professionals who share their values. As professionals can quickly establish throughout the hiring process whether their values align and whether they will fit in with the company.

Additionally, businesses that are purpose driven generally have more passionate employees, as well as higher employee engagement and staff retention.

2. Investment in Career Development

A clear path for growth is essential. The best employers offer structured career development, training programmes, mentoring, and regular performance reviews. This not only boosts skills and confidence but also shows employees that their future is valued.

If you are looking for career progression, explore our current career opportunities with employers who invest in long-term development.

3. Work-life Balance and Flexibility

The modern workforce expects more autonomy. Whether it’s hybrid working, compressed hours or job-sharing, flexibility empowers people to thrive both professionally and personally. Similarly, our employment and work trends survey has found that people want to work for a company that values their work-life balance more than ever before. Companies that support a healthy balance are rewarded with improved productivity, reduced burnout and increased staff retention.

Looking for roles with flexible working? Visit our job listings or get in touch for a confidential discussion.

4. An Inclusive and Diverse Culture

Inclusive workplaces attract top talent from all demographics and backgrounds. Employers who foster diversity and ensure fair treatment for everyone create environments where people feel safe, respected, and motivated to contribute. Check out the meet the team page of a company’s website to get a glimpse into their team.

5. Recognition and Appreciation

Recognition doesn’t always have to be formal. Whether it’s a shout-out in a team meeting or an employee of the month award, celebrating achievements builds morale and reinforces a culture of appreciation. At the Eventus Recruitment Group, we make sure we regularly thank our employees personally.

In addition, to build a positive work culture companies can offer other rewards, such as team days out, bonus schemes, vouchers or company awards ceremonies.

6. Strong Leadership and Open Communication

Strong leadership sets the tone for success. Managers who communicate clearly, listen actively and lead with integrity build trust. When employees are kept in the loop and involved in decisions, they feel empowered and valued. Having honest and regular internal communication both formally and informally is so important to a positive company culture.

7. Support for Employee Wellbeing

Wellbeing isn’t just a buzzword – it’s a business imperative. From mental health support and wellness schemes to encouraging regular breaks, employers that care about wellbeing foster loyalty and long-term success.

Many businesses today offer health insurance and benefits to support mental health and well-being. For example, flexible working hours, hybrid working and generous annual leave entitlements.

Need advice on finding an employer who prioritises well-being? Contact our recruitment team.

8. CSR Activities and Giving Back

CSR activities and giving back to the community shows a human side to a company. Many businesses will also get their employees involved in CSR activities. Not only do group fundraising activities support important charities, but they are also great for team building and providing teams with a sense of community. Fundamentally boosting morale and team spirit within companies.

Final Thoughts on what makes a company a great place to work...

The best companies to work for in the UK share common values: they offer flexibility, growth, strong leadership, and a genuine focus on people. At Eventus Recruitment Group, we specialise in connecting professionals with businesses that offer more than just a job — they offer a place to belong and grow.

Browse our latest Legal, Legal Finance, Financial Planning and Mortgage jobs here. Alternatively, contact us for a confidential chat about your career.

Further Reading

Why do businesses need core values? Read here.

Ways to increase flexibility in the workplace. Read here.

How to choose a company to work for. Read here.

"Siobhan Courtney was instrumental in helping me land my current job, which is exactly what I had been looking for. Her professional approach, quick response time, and dedication to finding the perfect fit were truly impressive. She made the entire process seamless and stress-free, ensuring my CV was only shared with potential employers with my explicit consent. I'm very grateful for her guidance, especially in negotiating a competitive salary package. On top of this, she is personable and charismatic, which made me feel super comfortable and made the entire process a positive experience. I could not recommend Siobhan enough!"
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Ana
Placed Legal candidate
22Apr

2025 Employment Insights and Work Trends Survey

The Eventus Recruitment's annual Employment Insights and Work Trends Survey is back!

We’re pleased to invite you to take part in our annual Employment Insight and Work Trends Survey – your opportunity to confidentially share your views on what truly matters to you in the workplace.

This year’s survey explores your thoughts and experiences around working environments, work-life balance, employee benefits, career aspirations, and emerging industry trends. Your input is incredibly valuable and will directly support our mission to advocate for professionals like you.

At Eventus Recruitment Group, we are committed to influencing positive change in employee benefits and workplace culture across the Legal, Finance, Financial Planning, and Mortgage sectors. The insights you provide help shape the conversations we have with employers and ensure your voice is at the heart of industry progress.

The survey is quick and easy to complete—taking no more than 5 minutes. All responses are strictly confidential, and you may remain anonymous if you prefer. The findings will be used to help campaign for better employee experiences, without ever sharing your individual answers.

As a thank you for your time, you’ll have the chance to win a luxury Fortnum & Mason Hamper. To enter the prize draw, simply include your name and contact details at the end of the survey. Prefer to remain anonymous? No problem—just leave those fields blank before submitting.

Complete Survey

Employment Insights and Work Trends Report

After the survey is closed, we will produce a detailed report with the findings and our recommendations, which you can use to benchmark against your peers. In addition, businesses within the professional services sectors find the report extremely useful to inform their recruitment and staff retention strategies. We also discuss the discuss the findings with our clients to advocate for what professionals want in their careers and for rewarding working environments.

"Siobhan Courtney was instrumental in helping me land my current job, which is exactly what I had been looking for. Her professional approach, quick response time, and dedication to finding the perfect fit were truly impressive. She made the entire process seamless and stress-free, ensuring my CV was only shared with potential employers with my explicit consent. I'm very grateful for her guidance, especially in negotiating a competitive salary package. On top of this, she is personable and charismatic, which made me feel super comfortable and made the entire process a positive experience. I could not recommend Siobhan enough!"
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Ana
Placed Legal Professional
14Apr
Meet Richard Hatchett

Welcoming Richard Hatchett – Experienced Legal Recruiter at the Eventus Recruitment Group

We are delighted to welcome experienced Legal Recruiter Richard Hatchett to the Eventus Recruitment team, shortly after our Red Rose Award win.

Richard will be based in our Lancaster office on a hybrid basis. Richard has over 20 years’ experience of successfully supporting professionals with their job search, and businesses with their recruitment within the professional services sector. More recently, Richard has been specialising in legal recruitment. Richard has joined our team as a Senior Legal Recruiter. Here in his new role, Richard is looking forward to concentrating on all legal roles in Surrey and Kent.

Siobhan Courtney, our Managing Director at the Eventus Recruitment Group, commented: “We are absolutely thrilled to welcome Richard to the Eventus Recruitment Group. His extensive experience in professional services recruitment, combined with his passion for connecting top talent with the right opportunities, makes him a fantastic addition to our team.

Following our recent success at the Red Rose Awards, Richard’s appointment further strengthens our commitment to excellence in legal recruitment. We look forward to seeing him thrive and make a real impact in Surrey and Kent.”

We are very excited to have Richard on board and can’t wait to see his successes.

Meet Richard and read his expert advice

What do you enjoy most about your role at Eventus?

The team – whilst I have only just joined everyone has been extremely welcoming.

What do you like to do outside of work?

I go the gym several times a week and play sports. Exercise is the best way to unwind for me. I particularly love playing cricket and captain two teams. My son also plays cricket, as well as football, so my weekend can be pretty busy as a supporter! My daughter goes to university locally, so my time outside of work is generally spent with the kids on their various activities and social lives.

Top tip that you would give to a professional who is looking for a new career opportunity?

My top tip for any career orientated professional would be to take stock of where you are now and where you want to get to. In football terms the phrases put your foot on the ball and stop ball chasing come to mind. I speak to a lot of candidates who come into the market without having a clear objective in mind as to what they want to achieve out of their job search. Just saying you want progression without knowing what that looks like will unravel in an interview pretty quickly, for example.

Take time to reflect on your career to date:

  • Analyse what you enjoy and what you don’t.
  • Understand your strengths and weaknesses.
  • Map out where you want to get to in the next 3-5 years and beyond. What do you need in a role and firm to help get you there?

If you know this inside out it will help you navigate your search towards firms that can support your next move, and you can pass on exploring those that do not.

Of course, there are situations where time is of the essence and out of your control. However, if you can take some time to make a job search plan that you can discuss with a recruiter and potential hiring manager, it will show that you have a clear understanding of what value you bring to the employer today as well in the future.

Top tip that you would give to a business to ensure a robust recruitment strategy?

My key piece of advice for any business who wants to improve their recruitment strategy is to invest time into their recruitment process upfront, as it will pay dividends down the line.

Examples include:

  • Is there an up-to-date job spec that you can share with prospective candidates and agencies? Too often this is missed and can demonstrate a lack of organisation.
  • What are the key positives and challenges about the role? Do not be scared to share some elements that may put some candidates off. Better to do this early than after they start.
  • What is the availability of the hiring manager to spend time with HR and agencies to discuss the brief as well as to interview candidates? Processes slow down too often due to lack of hiring manager availability. Paused periods in the hiring process will only loose the candidate’s interest.
  • Obtain sign off before going to market and understand what the company’s objective is with the hire. Brand in the market can be damaged easily if the process falls down, or changes substantially due to differing viewpoints internally.
What quote do you live by?

‘You never fail until you stop trying’ – Einstein.

The Eventus Recruitment Group

At Eventus Recruitment, we are specialist recruiters in the Legal, Finance and Financial Planning and Mortgage sectors. Last month, we were awarded with the Professional Services Award at the Red Rose Awards for our client and candidate care, infrastructure, work in the community and growth plans. We support your job search every step of the way, and offer a tailored recruitment service for hiring firms, ensuring maximum recruitment and retention.

25Mar
red rose awards winners

From Submission to Celebration: Reflecting on our Red Rose Awards Triumph

As I sit here, our wonderful Red Rose Award trophy catches the light, a tangible reminder of our recent success at the Red Rose Awards 2025. The journey from writing our initial submission to standing on that stage was a whirlwind. Lots of hard work, nervous anticipation and ultimately immense pride went into the process.

The beginning…

It all started with a blank page as we crafted our submission for the Red Rose Awards 2025 Professional Services category. Crafting the submission was a meticulous process. We poured over data, client and candidate testimonials, and internal feedback from our annual employee survey. Resultantly, we were able to tell the story of Eventus Recruitment Group, demonstrating our commitment to creating a supportive work environment and consistently exceeding client expectations.

Announced as a Finalist – Time to Impress

Then came the nail-biting wait for the finalists to be announced. We were relieved and excited to be named as one. So, the next step was the interview, a daunting but ultimately rewarding experience. We decided to showcase our company culture by telling the judges about our work within the industry and also the community. Previously, we’ve been finalists but not winners, so this was a new approach to the judging stage we risked to take. Luckily, it paid off. We also shared a short video featuring some of our team members sharing their experiences of life here at Eventus. Insightful questions from the judges pushed us to articulate our values and strategies in a clear and concise manner.

The Red Rose Awards Ceremony – A Night to Remember

The Red Rose Awards ceremony itself was an incredible experience. The atmosphere is always electric, filled with the energy of Lancashire’s best and brightest businesses. When they called out Eventus Recruitment Group as the winner of Professional Services Award we were so delighted. It was wonderful to hear the cheers! It was a truly surreal moment, a culmination of all the hard work and dedication of our team.

As Siobhan, Duncan and I accepted the award it was a moment I’ll never forget… a validation of our values, passion for connecting legal professionals with the right opportunities, sense of community and being a wonderful place to work. The recognition has given us an even bigger boost. Personally, as the specialist recruitment consultant for the legal sector in Lancashire, it meant so much for us to be up there with so many wonderful award winners!

Only later did we hear the judges comments as we were so caught up in the moment. They said:

“From the moment they walked in we were blown away by the passion, care and how well they treat their team and clients. There’s a real sense of community and doing for others, which clearly stood out. There’s a clear strategy and Eventus is putting infrastructure in place to make that happen.”

This just further demonstrated that we got across who we are and what’s important to us as a business. It was exactly what we wanted to demonstrate to the judges in our presentation and interview, so we couldn’t have been happier with such a wonderful testimony.

In the end…

Winning the Red Rose Award is more than just a trophy. It’s a symbol of our dedication, hard work and the vibrant business community in Lancashire. It’s a reminder to always strive for excellence, to invest in our team and to continue providing exceptional service to our clients. We’re incredibly proud to be a part of the Lancashire business landscape and we’re excited to see what the future holds. Here’s to continued success and even more roses in the years to come!

Written by Nikki Phillips, Senior Recruitment Consultant at Eventus Recruitment Group.

Further Reading

Tips for entering business awards. Read here.

Entering business awards for brand recognition and new business. Read here.

20Mar

Professional Services Award Winners

The Eventus Recruitment Group are Red Rose Awards Winners

We are celebrating after winning the Professional Services Award at the Red Rose Awards on Thursday 13th March 2025.

In the Professional Services Award Category, we were up against some of Lancashire’s top businesses, including finance, financial services and health and safety firms.

The Red Rose Awards

The Red Rose Awards celebrates business excellence across Lancashire.

Judges’ Comments

We were over the moon with the judges’ feedback, as it sums up our passion for what we do perfectly: “From the moment Eventus Recruitment walked in we were blown away by the passion, care and how well they treat their team and clients. There’s a real sense of community and doing for others, which clearly stood out. There’s a clear strategy and Eventus is putting infrastructure in place to make that happen.”

About the Eventus Recruitment Group

At the Eventus Recruitment Group, we are dedicated to transforming lives and businesses through our innovative and unique recruitment services. Founded in 2011 by Siobhan Courtney, we have grown from strength to strength, expanding our expertise beyond legal recruitment to also encompass finance, accountancy, and financial services sectors. Our bespoke approach ensures that we get to know our clients and candidates personally, enabling us to quickly establish the perfect match for talented professionals and businesses. With a team boasting over 100 years of combined experience, we are committed to excellence, value, ethics, and trust. Our mission is to create positive and supportive workplace cultures, fostering long-term relationships that facilitate career and business success.

Siobhan Courtney, Managing Director of the Eventus Recruitment Group, with the Red Rose Award.

Would you like a rewarding career in recruitment?

At the Eventus Recruitment Group, we are currently looking for a Recruitment Consultant to join our award winning team in Lancaster. You will benefit from a market leading benefits package, that includes uncapped commission, enhanced annual leave, hybrid and flexible working options, Westfield Health and Rewards, and much more.

Work for us
12Mar
apprenticeships

Benefits of Offering Apprenticeships as a Business

There are many benefits of offering apprenticeships as an employer. An apprenticeship is an alternative route to college and university, which combines both training on-the-job and working with studying. Giving apprentices hands-on, practical experience in the workplace whilst earning a salary and studying. Depending on the apprentice’s qualifications and experience, apprenticeships take between one and six years to complete.

Degree Apprenticeships are on the rise as an alternative to a full-time degree. Not only do they have benefits for the apprentice, but they also bring so many benefits to businesses within many sectors.

We would like to take this opportunity to discuss the benefits of offering an apprenticeship as part of your recruitment strategy.

Benefits of offering Apprenticeships

Wider Talent Pool

Due to potential financial implications when going to university, an apprenticeship is a great way for people to access their dream career without studying a degree full time. By getting practical experience earlier in their career than they would waiting until they graduate from full-time university, apprentices open up the talent pool for your firm a lot more. Offering apprenticeships increase the availability and level of talent you can attract. Apprentices tend to be motivated individuals who are keen to work and want to continuously upskill themselves. As a result, you will only be attracting the top talent, who are keen to learn and work.

Increased Loyalty

As apprentices work in your firm from one year up to six years, a level of loyalty will develop as they train with you right until qualification. As they become more engaged with the work and training, they will only want the best results for not only themselves, but for your firm as well.

Unique Training Opportunity

Offering apprenticeships present a unique opportunity to train an apprentice from the beginning of their career, when they have no prior experience. This gives you the opportunity to train them to have the skills required for your firm, making them more adapted to your company.

A Fresh Perspective

Furthermore, bringing in an apprentice who has different skills and experiences to other employees builds a dynamic team. They will have fresh ideas that you might not have considered before.

Increased Productivity and Motivation

According to Government research, 78% of employers said that apprenticeships helped them improve productivity. Also, apprenticeships are an effective way to upskill existing employees and motivate them to learn new skills, particularly those in junior roles.

Improved Recruitment and Retention

Supporting employee development builds loyalty and trust with your team. Therefore, reducing employee turnover due to an improved work well-being. Also, you will be positioned as an attractive employer who are known to support employees, improving the talent you attract when recruiting.

Flexibility of Apprenticeships

Apprenticeships are flexible. Today, there are so many different apprenticeships that employers can offer at different levels and in a range of subjects.

Apprenticeships are no longer just for school leavers. They can also be used to upskill existing employees – a fantastic tool for career development and professional development.

Funding Available for Apprenticeships

Government funding can be utilised for apprenticeships, to pay for some or all of the apprenticeship. Therefore, being more cost-effective.

Employer's / Business' Views on Offering Apprenticeships

BHP Law is a law firm who offers Solicitor apprenticeships. Here’s what they said when we asked why they offer apprenticeships…

“At BHP Law, supporting the next generation of lawyers is important to us. Ensuring that employees can thrive and have access to opportunities to start off their career remains a major part of our long-term plan and growth our business.

We are incredibly proud of all our Solicitor Apprentices. They show incredible maturity and commitment, juggling both work and studies. These are our future lawyers, and we feel privileged to help them achieve their goals.”

Clearly, BHP have a positive view on offering Solicitor apprenticeships. Evident here, offering apprenticeships can aid your businesses long term growth and development plan.

Amy Watson - Eventus Recruitment Group

At the Eventus Recruitment Group, our newly promoted Recruitment Consultant Lucy Evans is completing a Recruitment Consultant apprenticeship. Here, Lucy’s line manager, Amy Watson, answers some questions about her experience of offering apprenticeships as an employer…

What advice do you have for employers on supporting employees who are taking an apprenticeship?

To support apprentices, employers should make sure they have time for study, including the 20% off-the-job training they need. It’s also helpful to have a clear plan that ties the apprenticeship to their career goals so they can see how it all fits together. Creating a workplace culture that values apprenticeships make apprentices feel supported and part of the team. Being flexible, especially around exam times, helps apprentices manage their workload. And it’s important to remember that apprenticeships aren’t just for school leavers – they’re a fantastic way to upskill anyone looking to grow in their career.

From a business perspective, what are the benefits of offering apprenticeships to employees?

Offering apprenticeships brings several benefits to a business. Firstly, they help develop a highly skilled workforce tailored to the company’s needs, as apprentices are trained in the specific skills required for the role. Apprenticeships can also improve employee retention, as apprentices often feel more loyal to a business that invests in their development. They can boost team morale and create a positive work culture, where employees feel supported in their career growth. Additionally, apprenticeships offer a cost-effective way to bring in fresh talent and upskill existing staff, while also benefiting from government funding or incentives in some cases.

What are the benefits of offering apprenticeships as a line manager?

As a line manager, apprenticeships offer several benefits. They provide the opportunity to develop talent from within, shaping apprentices to meet the specific needs of your team. Apprentices bring fresh perspectives and energy, which can boost creativity and innovation. They also allow you to build a strong team culture, where learning and development are prioritised. Mentoring an apprentice can be rewarding, giving you the chance to share your expertise while helping someone grow. Plus, apprenticeships can help reduce recruitment costs by nurturing existing employees and improving retention.

How does the apprenticeship programme support both personal and professional development?

The apprenticeship programme supports both personal and professional development by offering a structured learning path that combines practical experience with formal training. Professionally, apprentices gain job-specific skills, qualifications, and a deeper understanding of their field, which boosts their career prospects. Personally, they develop essential skills like time management, problem-solving, and communication, which help build confidence and independence. The programme encourages continuous learning, which not only enhances job performance but also helps apprentices grow into well-rounded individuals both inside and outside of work.

How are you measuring the success of the apprenticeship?

The success of Lucy’s apprenticeship in my team is being measured through several key factors. First, we look at how she’s applying her learning in the day-to-day tasks of recruitment, such as candidate sourcing, client management, and understanding compliance processes. Progress can also be tracked through her increasing confidence and ability to take on more responsibility. Regular feedback sessions with Lucy, where we discuss her strengths and areas for improvement, are important to gauge her development. Additionally, we’ll monitor her performance against specific apprenticeship milestones, like passing assessments and successfully completing practical projects. Ultimately, success will be measured by Lucy’s growth as a recruiter and her contribution to the team’s success.

Would you consider the apprenticeship route again for future employee development / recommend it to others?

Yes, I would definitely consider the apprenticeship route again for future employee development and would recommend it to others. It’s a great way to build a skilled workforce while providing employees with the opportunity to learn and grow in a structured way. It’s particularly beneficial for both new hires and existing team members, as it allows them to develop specific skills tailored to the role. For Lucy, for example, her recruitment apprenticeship is helping her gain practical, hands-on experience while also gaining valuable qualifications. It’s a win-win for both the employee and the business, and it’s a great way to foster loyalty and long-term development.

Words from Ellie Phillips, a Solicitor Apprentice

We were lucky enough to sit down with Ellie Phillips, a current Solicitor Apprentice at BHP Law, who gave us an interesting, first-hand insight into what an apprenticeship is like. Ellie began a 6-year Solicitor apprenticeship after completing her A-Levels.

Why should law firms take apprentices through the scheme rather than the traditional training contract?

“I think there are a lot of benefits for employers. There is so much to gain from hiring an apprentice. The firm has the opportunity to train someone from the very start of their career. Therefore they can provide the skills that they would want Solicitors to demonstrate upon qualification.

Apprentices are generally very enthusiastic and keen to learn. You have to consider that they have chosen this route. They have therefore chosen to start a 6-year journey, which they will surely aim to get the absolute most from.

I also think that apprentices can provide a fresh perspective and new approach that perhaps some law firms are lacking. Simply due to the traditional nature of the profession. There’s a lot this can do for the business as a whole. For example, as law firms look to keep pace with an ever-modernising world.

An example of this was that recently I pitched and designed the idea of a year 12/13 work experience programme. I’m really glad to say we have introduced this summer. I proposed this because I had observed the lack of opportunities available to students by their merit, as opposed to who they may know. Therefore, this programme invites students to apply to us through a fair application system, giving students an opportunity they may not otherwise have had. I was able to openly talk about the ‘it’s not what you know but who you know’ narrative. I’m pleased that I was supported in my ideas to begin making a change to that.”

When it comes to qualifying, what are the differences between a traditional trainee and a legal apprentice?

“I think as more apprentices qualify and move into NQ roles, we will really see the breadth and depth of experience they bring. I think apprentices will be able to demonstrate real skill and confidence. Perhaps beyond what might be expected of a traditional trainee who has spent less time in practice prior to qualification.”

Words from Lucy Evans on her Apprenticeship

Lucy Evans is completing a year’s apprenticeship, to support her training following her promotion from Resourcing Consultant to Recruitment Consultant.

We have asked Lucy some questions about her experience with the apprenticeship so far, so find out below what she has to say about them:

What benefits are there in completing your apprenticeship alongside your work?

“Doing an apprenticeship has allowed me to gain new skills and improve on skills that I already had. This has helped me develop my confidence within my role as a Recruiter.”

How do you balance your work, apprenticeship, and personal life?

“I think it’s important to stay organised and give yourself allocated time to complete your work. I’m lucky that all of my work for my apprenticeship can be completed in my working hours.”

What has been the most rewarding / important aspect to you of your apprenticeship so far?

“Being able to apply what I’ve learned in a practical setting has given me a greater understanding of the industry and helped build my confidence. Additionally, working alongside experienced colleagues has been invaluable, as I’ve received guidance and support that has enhanced my learning.”

How do you feel the apprenticeship has helped with your transition from resourcing consultant to recruitment consultant?

“The structured learning has helped me develop key skills such as relationship management, negotiation, and business development. The support and mentoring I’ve received has boosted my confidence in handling more responsibilities, enabling me to take on a more responsibility in my role with both clients and candidates.”

What skills do you think you have gained as a result of completing the apprenticeship alongside your work?

“The apprenticeship has deepened my understanding of the industry, giving me the confidence to take on more responsibility and make informed decisions.”

Conclusion

As discussed above, there’re so many benefits of offering apprenticeships in the modern workplace. Apprenticeships are now much more flexible for employers, with lots of options to suit individual business needs. Today, apprenticeships are for a range of people – people starting out in their careers to professionals wanting to upskill in their current role. For those starting out in their careers, apprenticeships are a great alternative to full-time education and provide businesses with an opportunity to get the skills they require without waiting for people to graduate from full-time education. On top of this, often funding can be utilised to support with cost offering apprenticeships.

We would recommend firms to consider offering an apprenticeship route in the future as both an alternative route into a profession and to upskill employees, for the benefits we have discussed above. If you would like to discuss more about how an apprenticeship can help your recruitment and retention strategies, please get in touch with us.

Further Reading

Solicitor Apprentice Ellie Phillip’s personal experience of Legal Apprenticeships. Read here.

Nikki at Eventus is a go-to for me. She is responsive, intuitive in terms of the sort of candidate we seek. She understands what my team is all about in terms of what she is recruiting into and she communicates effectively.
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Jamie
Napthens - Law firm
10Mar

Tips for Entering Business Awards

Entering business awards can be great for business by providing public recognition of your business’s achievements and increasing awareness of your brand. Ideally, to get the most from business awards, you must aim to become a finalist as the minimum. Although, winning will be the icing on the top of the cake.  As, it’s not just about winning, becoming a finalist of business awards will raise the profile of your company. In this blog, we provide our top tips for entering business awards, to maximise your chances of becoming a finalist and winning. 

General Tips for Entering Business Awards

Recently, we won the professional services award at the Red Rose Awards. Here’s our top tips that helped us win the award.

Start with smaller / regional awards

There’s lots of business awards to apply to – local, regional, national, international and industry specific. If it’s your first time entering business awards start small. Smaller awards generally receive less entrants, meaning there will be less competition. It will give you the opportunity to practice written awards submissions, which you can build on / enhance for larger business awards.

Choose award categories wisely

Most business awards have several award categories that businesses can enter. Choose categories that are relevant to your company only. Don’t enter them all.

Also, each award category will have different criteria to meet. As a result, it’s important to reflect fully on the individual award criteria and decide whether your business will meet it before entering. It’s a waste of time entering categories where your business doesn’t meet the criteria fully, as you won’t get shortlisted by the judges.  Furthermore, tailor applications to each category, if you are entering more than one.

Get your team involved through the awards process

At each stage of the awards process, involve different people within your company. As, different people will offer unique and different perspectives. This will help enhance your application, and may give you insights into your business in relation to the award criteria that you hadn’t thought about.

Evaluating past winners

Studying previous winners to gauge the standard and style of successful entries.

Tips for Written Business Awards Submissions

Often, the first round of business awards involves a written submission, which will be reviewed and rated by the judges. This is likely to include a description of your business and a series of topics or questions to answer.

First impressions are so important in business awards and the written submission is often where they happen. The judges are likely to be a group of people who may not have heard of your business before or know what you do. As a result, you must introduce and sell your business to the judges to be successful in the first stage of business awards.

Thoroughly consider the criteria

It’s important that you thoroughly meet the award category criteria in your written submission. As, often the judges will rate your response to the criteria during the selection process. Ask different people within the company for their views on how the business meets the criteria. Also, consider asking your top customers / clients their views on the business to give you an outside perspective.

Stick to word counts

Normally business awards will provide a word count for the written submission. This could be a word count for the full submission as a collective or individual word counts for each section / question.

It’s vital that you get as close to the word count as possible. Don’t go over the word count and don’t go too under. If your submission is way below the word count it will give the impression that you haven’t put effort into it, or that your business doesn’t do enough to meet the award criteria.

Often, the judges will consider applications in relation to the word count to eliminate businesses from the awards quickly.

Sell your business - back up what you say

When drafting an awards submission be succinct and be persuasive. Back up what you are saying with statistics, figures and testimonials. Also, to produce a compelling awards entry, use a narrative to make it more engaging and memorable.

Additionally, don’t repeat the same points over and over in written awards submission. Select a range of the most relevant and impactful achievements to showcase that meets the criteria.

Consequently, if you repeat the same points the judges will think your business doesn’t do enough to meet the criteria.

Proof your submission

Always proof your awards submission before submitting and ask other people to proof it too. It can be hard to spot spelling mistakes or grammatical errors in our own work.

Named a Finalist - What's Next?

After the judges have reviewed all submissions, they will make a decision and announce the awards finalists. What comes next?

To be named an award finalist is super exciting, although it can also be slightly nerve-wracking when considering what comes next.

Every business award is different, but often they will use a pitch / interview and / or visit to your office / business premises to decide on the award winner.

Interview / Pitch

This could be a series of questions to answer, or a pitch /presentation, or a combination of both. If it’s a pitch or presentation, they will give you a time limit. Here’s some tips for success within this stage:

Stick to the timings

If you are pitching or presenting the judges will stop you at the end of the allocated time. As a result, it’s vital that you finish within and as close to the time limit as possible.

Make use of resources that the award organisers offer

If the awards organisers offer resources on this stage, make sure you utilise them when planning. Often, they will give you clear instructions and criteria of what they want to see. It’s vital that you stick to their instructions in order to be successful. Sometimes, they deliver a webinar on what they expect from finalists. If the business awards you are finalists for deliver this, make sure you attend or watch the recording.

Get creative

Don’t worry if you can’t physically show your product / services. It’s difficult for businesses who work with people and don’t have a physical product. You can still tell the story of your business. However, there’s other ways you can show your services when presenting through using testimonials, videos or role play.

Again, consult different people within your company when forming your pitch or presentation. Having different perspectives could provide you with the information you have missed, which could give you a winning edge over the other award finalists.

Decide who will best represent you

It’s important that you don’t take too many people to the pitch or presentation. Each person who attends must have a role. You don’t want people just standing there through most of the pitch. Also, it’s important that the people who attend provide a good first impression, are well dressed and are good at public speaking.

Practice, practice, practice

It can be tempting to read off a script or the presentation slides. However, doing so will give the award judges the impression that you haven’t practiced. There’s no harm in using cue cards as prompts, but it’s important that you aren’t constantly reading. By knowing what you are saying or improvising a little, will show passion, knowledge and allow you to make eye contact with the judges.

So, it’s important that you practice your pitch or presentation many times, so everyone speaking is confident and know that they are saying. Also, by practicing you can make sure you finish within the time limit and that it isn’t too long or short. Often, we find when we do the first practice of an awards pitch, it is too long and requires shortening.

Tips for Interview Questions

Acknowledge the question

Don’t just rush into answering the question as soon as the judge has asked it. Start by acknowledging the question. Thank the judge for the question or say something along the lines of “what a good question”. It will give you time to mentally compose yourself and consider your answer.

Brainstorm what could be asked in advance

Consider the award criteria and brainstorm some questions that could be asked during the interview. Then form some answers to the questions. Even if those questions aren’t asked, doing this prep will give you some adaptable talking points and make the interview less daunting.

Office / Business Visit

One award ceremony that our Managing Director has been a judge for, visits the offices or business premises of all finalists when deciding on the winner. This gives the judges real insights into your business.

If the judges want to visit your office, be authentic. Don’t change things and don’t worry if certain people within the business aren’t available on the day. For one business who won an award, it was speaking to an apprentice in the spur of the moment, that cemented the company as the winner of the award.

Tips for Getting the Most from Business Awards

Whether you are a finalist or crowned a winner, business awards present businesses with many opportunities to take advantage of.

Promotion and publication

When you become a finalist, promote on social media and in the media that you are a finalist. Follow and interact with the awards body and other finalists on platforms such as LinkedIn. In addition, the awards organisers will publish the finalists on their website and notify the press.

Other ways you can promote your award entry and build anticipation is through email footers, newsletters, your website and emails.

Networking

Being an awards finalist presents numerous opportunities to network with the organisers, judges and other finalists. The awards ceremony is a great opportunity to network with other companies and build connections in a different environment. After the awards ceremony, connect with people you met on LinkedIn and continue the conversation.

Conclusion - Entering Business Awards

Entering business awards are great for business growth and recognition and present a unique opportunity to build connections.

Additionally, businesses should view entering awards as an ongoing strategy rather than a one-time effort.  Entering business awards is a learning curve. After you’ve entered your first awards, analyse your performance and improvements. Learn from feedback by using the judges comments to improve future entries and business practices.

Further Reading

The benefits of entering business awards for your business. Read here.

About the Eventus Recruitment Group

We are award-winning recruitment specialists placing talented professionals within the Legal, Finance and Financial Services sectors.

Here at the Eventus Recruitment Group, we offer realistic, honest and tailored advice to both businesses and professionals, to grow your team or to enhance your career.

The Red Rose Awards judges said: “From the moment Eventus walked in we were blown away by the passion, care and how well they treat their team and clients. There’s a real sense of community and doing for others, which clearly stood out. There’s a clear strategy and Eventus is putting infrastructure in place to make that happen.”

If you would like help hiring for a job vacancy, or are looking for a career move, please click here to contact us for a confidential discussion. With offices in Lancashire and Cheshire and recruitment consultants based across England, we are best placed to find the top talent in your industry and location.

21Feb

Eventus Recruitment Finalist for Professional Services Award during exciting period of growth

The Eventus Recruitment Group are delighted to be a finalist for the Professional Services Award at the 2025 Red Rose Awards. Being named a finalist has come at an exciting time for the Lancaster based recruitment company, who are looking to expand their team. They have worked with Lancaster Bid for the last few years as a sponsor, as well as being previous winners of the Bay Business Awards.

During their interview for the Red Rose Awards the team discussed their unique approach to recruitment that contributes to their success, the rewarding working environment and flexibility they offer to their employees, and community / charitable activities they undertake.

Each of the team get gifted CSR days as part of their benefits package to support charities and the local community, and they have just announced Sands as their charity of the year.

The Eventus Recruitment’s Managing Director, Siobhan Courtney, is a Governor at Chadwick High School in Lancaster. Siobhan, along with staff at the school and Inspira, are developing and implementing an employability skills programme for the school’s pupils.

Due to Eventus Recruitment being a go to for many firms in the legal sector, they are now looking for a Recruitment Consultant to join their team in Lancaster. Joining the Eventus Recruitment Group people benefit from hybrid working, enhanced leave and benefits including private healthcare, discounts, maternity / paternity benefits, CSR days and flexible working hours.

Siobhan Courtney, said: “It’s an exciting time for the Eventus Recruitment Group. Due to a high demand for our specialist expertise, we are hiring internally to expand our legal recruitment team. In addition, we are delighted to be a finalist for the professional services award of the Red Rose Awards, and have our fingers crossed for Thursday 13th March, when the winner will be announced at Winter Gardens in Blackpool.”

To read more about this Recruitment Consultant job opportunity, please click here.

12Feb

How to explain employment gaps in your CV and during job interviews

The importance of explaining gaps in your CV

Picture this: your CV, full of relevant skills, tonnes of experience, perfect grades / certifications, and intriguing hobbies / interests. Sounds great, right? But something is missing… there is a gap in your line of work on your CV for a couple months or years. Having a gap is completely fine, as long as there is a reason for it and that you address it. Maybe you went back to study, travelled the world, became a full-time parent, or just had a longer-than-imagined job-hunting period. Explaining gaps in your CV and at other stages in the job search process, in the right way, is important for impressing potential employers and standing out over your competition.

When applying for jobs, employers are likely to pick up on this gap in your CV and will want to know why there is one. It isn’t necessarily a bad thing, but a chance to provide some understanding to it and transferable skills gained. However, it can be tricky knowing how to address an employment gap on your CV, as it can be awkward, or you may feel embarrassed being out of work. So, here is our advice on how best to explain gaps in employment and talk about them when job searching.

Be honest – fully explain the gap

Be honest. Don’t try to hide or obscure gaps, as most employers will notice them during the initial application and interview process. Instead, address them head-on by explaining the reason behind the gap. Whether it was for personal development, family responsibilities, travel, or health reasons, being transparent shows integrity and builds trust. Frame it positively, outlining what you learned during this gap or how you stayed productive. 

Transferable skills - Reframe the Career Gap Positively

Consider what you have learnt during your career gap? Focus on what you did during that time rather than the gap itself. Have you upskilled? Highlight any relevant skills, experiences, or personal growth you gained.

For example, mention if you:

    • Took courses or earned certifications.
    • Engaged in freelance or volunteer work.
    • Focused on personal projects or caregiving responsibilities.

Also, show how skills gained during the gap are relevant to the job. For example, time management, creativity, problem-solving and communication.

Practice explaining the gap for Job Interviews

Before going in for an interview, it’s important to practice how you’re going to explain a gap in your CV. It’s important that you are confident in explaining gaps in your CV during a job interview. You don’t need to memorise word for word what you want to say. But having an idea of how you want to go about will be helpful, so it doesn’t look like you are making up excuses on the spot. For example, know how you being a full-time parent for a year gives you skills for the workplace – organisation, resilience, etc…

Example Answer:

“During that time, I took a step back to focus on [specific activity, e.g., caregiving, upskilling, or personal projects]. It allowed me to gain [specific skills or insights], and I am now eager to apply these to my professional career.”

Use References and Recommendations

Acquiring strong references from previous employers or colleagues can reassure potential employers about your abilities. References about your performance in a workplace will give unique insights into your skills and provide confidence to the hiring employer that you can do the job.

Use a functional CV

If your career gap is large, instead of explaining gaps in your CV, consider using a functional rather than a chronological CV to highlight your skills over specific dates.

A functional CV is an effective way to address gaps in employment by emphasising skills, achievements, and experiences rather than focusing on a chronological work history. This format organises information by categories, such as technical expertise, leadership abilities, or project accomplishments. Allowing jobseekers to showcase their qualifications in a way that aligns with the role they are applying for. By highlighting transferable skills and achievements, a functional CV draws attention away from periods of unemployment, focusing instead on the value you would bring to the position. This approach is particularly useful for individuals returning to the workforce, changing careers, or dealing with inconsistent job histories.

A tailored summary and relevant accomplishments help create a positive impression while downplaying gaps. However, it is still important to display your work history, as hiring employers want to see that you have practical work experience in relevant companies.

Leverage your networks

Did you volunteer or do a project during this time in which you made professional connections that can help you in the future? Explain these connections. Perhaps they could bring you business in your next job or maybe they mentored you during your time off work.

Address the Gap Directly in Your Cover Letter

If the hiring employer requests a cover letter for the job, briefly mention the gap and what you did during that period, especially if it is recent. Focus on how the experience aligns with the job you are applying for.

Remember: Most employers understand that career gaps are common and often unavoidable. Focus on presenting yourself as a strong candidate for the role. Be confident when explaining gaps in your CV, as what you did or learnt during an employment gap can often give you a competitive edge.

For more tips on preparing your CV, click here to view our guide on CV writing, with top tips from our 90 years of combined experience working in recruitment.

CV Support from the Eventus Recruitment Group

At Eventus Recruitment we are specialist recruiters in Law, Finance and Financial Services. For professionals within these sectors we offer support with CV writing and guidance at each stage of the job search process. Contact us for a confidential discussion about your CV and job search. Alternatively, to view our latest job opportunities click here.

Contact Us
“Siobhan Courtney was instrumental in helping me land my current job, which is exactly what I had been looking for. Her professional approach, quick response time, and dedication to finding the perfect fit were truly impressive. She made the entire process seamless and stress-free, ensuring my CV was only shared with potential employers with my explicit consent. I'm very grateful for her guidance, especially in negotiating a competitive salary package. On top of this, she is personable and charismatic, which made me feel super comfortable and made the entire process a positive experience. I could not recommend Siobhan enough!”
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Ana, legal professional
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