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Eventus Recruitment Group > Articles by: Eventus
19Apr

Employment Insights and Work Trends Survey – Your Opinion Matters!

Our annual Employment Insights and Work Trends Survey is back. By sparing 5 minutes to complete the survey will allow us to use the collective insights gained to campaign for you, encouraging organisations to make changes for your benefit.

We pride ourselves on being able to advocate for you towards businesses to ensure you have a working life that’s right for you. With your anonymous answers to this survey, we can continue campaigning to the best of our ability for you in the following areas:

  • Working environment
  • Work-life balance
  • Employee benefits
  • Career goals

The survey covers your views and attitudes toward working environments, employee benefits, work-balance, career goals and emerging trends in the last 12 months. Our consultants advise companies on how to create positive working environments and company cultures, ensuring you satisfied and rewarded at work. Your insights are integral to making this possible. As a result, we have created this survey to find out what is important to you.

The survey is easy to complete, and your answers will be kept anonymous. As a thank you, we will enter you into a prize draw to win a Fortnum & Mason Hamper. To qualify you will need to leave your name and contact details, only so we can contact you if you win. If you would like to your response to be completely anonymous, that’s totally fine, just leave the name and contact information blank and press submit.

To complete our 5 minute survey please visit https://survey.zohopublic.eu/zs/I4DXKy

Thank you for taking part in our survey. We appreciate your opinion and look forward to continuing our campaign for improved company cultures and benefits.

Complete Survey
18Apr
business values thumbnail

Why do businesses need Core Values?

Why do you need Core Values as a business?

In a world where authenticity is imperative, having well-defined business values isn’t just a checkbox—it’s a game-changer! When workplace values are at the core of your business they help align all stakeholders. From managers to employees, to customers, and even the wider community. Like creating a strong company culture, values guide us in our actions at work, help us with our decision making, and aid our career choices.

Examples of strong core values

Here at The Eventus Recruitment Group, our strong core values are at the heart of us. The values we have are some that our team stand by every day, and act with in everything we do. Having shared values within our team allow us to create a stronger bond and a team to be proud of. The core values we have at Eventus Recruitment are:

  • Honesty
  • Integrity
  • Transparency
  • Passionate
  • Fun

Additionally, the values below are Netflix’s core values (Netflix Jobs). These are values that have driven them to success, so are useful when thinking what your business values should be:

  • Judgement
  • Selflessness
  • Courage
  • Communication
  • Inclusion
  • Integrity
  • Passion
  • Innovation
  • Curiosity

In this blog, we take a look at why having strong core values in your firm is important, and how you can demonstrate them.

Authenticity Attracts

Consumers want realness and an honest business. When your business values are clear and align with your customer’s beliefs, you create a relationship beyond transactions. People want to support companies that stand for something meaningful. A core value such as honesty or transparency can go a long way here.

Building Trust

Trust is the backbone of any successful relationship, including those between businesses and customers. Clearly defined values act as a foundation of trust, showing your audience that you’re committed to them, not just to profits. Ultimately, this trust forms long-lasting customer relationships. Long-term, trusted relationships are crucial to success, particularly in the world of recruitment.

Differentiation

In a large market, standing out is key. Values are unique to you and what sets you apart from competitors who offer similar products or services. It’s your secret ingredient, your competitive edge that captures attention and loyalty.

Storytelling

Storytelling is a powerful tool, especially in marketing, and your values can support this. Share stories that demonstrate your values in action – whether that’s how you source materials, treat employees, or support your community. Furthermore, these values help to personalise your brand and help customers form connections with you. Be creative with your values – display them on your website, company materials, and around the office.

Crisis Management

When challenges arise, businesses with strong values are able to use these values to navigate through them. Your values guide decision-making, ensuring that even in times of crisis, your actions remain consistent with your principles. This consistency breeds, creates, and demonstrates trust and resilience.

Attracting Talent

In today’s job market, prospective employees aren’t just looking for a job – they’re seeking purpose. Clearly defined values signal to potential hires that yours is a company worth working for, attracting top talent who share your vision. By having your values in a prominent place on your website and within your recruitment campaigns, it will give candidates a sense of the company culture. Moreover, it will allow them to determine whether their values align with those of the company before applying for or accepting a job within the firm.

Building a strong company culture

Having core values help to build a workforce of like-minded individuals, who have a shared vision and purpose. As a result, they enable you to create strong teams who work well together and are satisfied within the company. Get creative with your core values – display your core values on graphics around the office or in internal communications. By embedding values into your company culture it will provide your employees with a shared purpose and an understanding of how they fit in within the company.

So, don’t underestimate the power of defining your business values. They’re not just words on a page, they’re the heart of your brand.

If you’re still not convinced on why you should have strong core values in your business, take a look at the comment below from a new client, demonstrating their impact and importance.

"I googled recruiters and you came up. When I looked at your website I knew I wanted to work with you because everything about Eventus and your values aligned with our business."
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Hiring Manager
How we enhance your company culture and recruitment strategy

With over 90 years’ combined experience in recruitment, we can help you to recruit in a timely manner. Our recruitment services are extensive to ensure you get the people you require for when you need them. Furthermore, we recruit for all jobs with Law, Finance, Accountancy and Financial Services, as well as support functions within firms.

Always, we use our expertise to:

  • Understand your business and your full recruitment requirements to identify the best candidates for your firm.
  • Offer tailored recruitment advice and techniques.
  • Write and advertise job adverts on your behalf.
  • Provide you access to the right candidates for your job vacancies and business requirements.
  • Pre-screen candidates to ensure they are the right fit your business.
  • Arrange job interviews on your behalf.
  • Manage the job offer process and any negotiations.
  • Help you and your new employees build a successful working partnership.

Don’t hesitate to contact us for a confidential discussion about your recruitment and or advice on embedding your values into your recruitment strategy.

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12Apr

The Ghosting Phenomenon in Recruitment

Why do some hiring employers ghost job candidates?

In today’s fast-paced job market, the term “ghosting” has transcended its origins in dating culture to become a prevalent issue in the professional realm. While most commonly associated with individuals suddenly cutting off communication in personal relationships, ghosting after attending a job interview is a frustrating reality for many job seekers.

The story tends to go that you have spent hours perfecting your CV, perhaps even crafting a cover letter specific to that particular role and preparing for the interview, deciding on which scenarios you’ll draw upon and how to answer common questions that arise. You then leave the meeting feeling confident, only to be met with… silence in the days and weeks that follow. No callback, no email, just radio silence. This phenomenon, known as candidate ghosting, can leave candidates feeling bewildered, frustrated, and even questioning their worth in the job market.

After hearing a few snippets in the news it got me thinking… So, I recently held a poll on LinkedIn asking my connections if they have ever been ghosted by a potential employer after an interview. A whopping 77% said “Yes” and I have to say I was genuinely shocked.

I then held another poll asking if my connections had ever or would ever not turn up for a job interview… The results? 96% said “No”.

So, why does ghosting happen after attending an interview? 

Having extensive experience in the recruitment sector, I know that there are often several factors at play:

Volume of Applicants:

In today’s competitive job market, employers often receive a high volume of applications for a single position. This can make it challenging for hiring managers to provide timely feedback to every candidate, leading to some slipping through the cracks.

Internal Delays:

Sometimes, internal processes can cause delays in communication. Decision-making may be stalled due to conflicting schedules, additional interviews, or changes in priorities, leaving candidates in limbo.

Company Culture:

Unfortunately, some companies have adopted a culture where ghosting candidates is considered acceptable or even the norm. Although, I must stress this isn’t an issue with the law firms I work with. This lack of communication reflects poorly on the organisation’s professionalism and can damage it’s employer brand in the long term.

Unclear Expectations:

Candidates may also experience ghosting when there are unclear expectations regarding the hiring timeline or next steps in the process. Without clear communication from the employer, candidates are left in the dark about where they stand.

So, how do you deal with being ghosted after attending an interview?

Here are some tips:

Follow Up Professionally:

If it’s been a week or two since your interview and you haven’t heard anything, it’s perfectly acceptable to follow up with a polite email. Reiterating your interest in the position and asking for an update on the hiring process will also show keenness in the firm.

Manage Expectations:

While it’s natural to feel anxious after an interview, try not to read too much into the silence. Remember that hiring processes can be complex and time-consuming, and delays are often not a reflection of your qualifications or performance at the interview.

Keep Applying:

Don’t put all your eggs in one basket. Continue applying to other positions and exploring new opportunities. Keeping your options open will prevent you from becoming too fixated on one particular job prospect.

Seek Feedback:

If you do receive a response from the employer, whether positive or negative, it’s always worth requesting feedback on your interview performance. Constructive criticism can help you improve for future interviews.

Evaluate the Organisation:

If you ultimately receive an offer from a company that ghosted you during the interview process, consider whether this company is right for you. Was their behaviour a one off, or is it indicative of a larger issue with their organisational culture? Trust your instincts and consider whether this is a company you want to work for. Particularly if they haven’t explained the reason for the delay, or it doesn’t sound feasible.

Conclusion

In conclusion, while being ghosted after attending an interview can be disheartening, importantly remember that it’s not a reflection of your worth as a candidate. Job seekers can maintain their confidence and resilience throughout the job search process, by understanding factors that contribute to ghosting. Also, taking proactive steps to cope with the situation will help massively.

What’s more, when you work with a specialist Recruitment Consultant who has a thorough understanding of the job market and an established relationship with the hiring organisation to seek feedback on your behalf. Here at Eventus Recruitment Group, we are with our candidates every step of the recruitment journey. From discussing your specific requirements, perfecting your CV, preparing you for interviews, following up on feedback and ensuring you are happy in your new role. As specialist Recruitment Consultants, we can alleviate all those problems leaving you to focus on smashing your interviews and getting excited about your new job.

For more information on how we can help you with your career aspirations, you can get in touch with us here.

Written by Nikki Phillips, Legal Recruitment Consultant for all legal roles across the North West and Wales.


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“My thanks to Eventus for reaching out. You introduced me to a fascinating high-calibre opportunity, and managed the process thereafter like old friends. It really was a pleasure to work with both Nikki and Siobhan, and I have good reason to be grateful for their calm, quiet competence, and their understanding of their market, and their clients’ needs.”
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04Apr

How to show Commercial Awareness when applying for jobs and attending job interviews

Showing Commercial Awareness throughout your job search

Showing commercial awareness when applying for jobs is important for demonstrating your understanding of how businesses operate within their industry and the broader economic landscape. But what is commercial awareness? Commercial awareness is understanding what’s going on in the business world. Then, being able to apply this knowledge to your local market. Sometimes interviewers will also ask questions surrounding commercial awareness. As a result, it’s vital to be able to display commercial awareness skills throughout your job search. Here’s some ways you can show commercial awareness:

Keep up-to-date with news and market trends

Make sure you highlight on your CV how you stay updated on industry news, market trends, and major players in your chosen field. As keeping up to date with market trends and industry news is vital to showing commercial awareness, as they can impact how a business will perform commercially in future. Follow relevant publications, blogs, and social media accounts to understand the current landscape. – Shelley Gilchrist, Resourcing Consultant for Legal Finance and Financial Services.

Within Law it is always important to know of any recent case studies and reported cases in your chosen discipline. Importantly, make sure you demonstrate this knowledge when applying for roles and at interview stage. – Siobhan Courtney, Managing Director and Legal Recruitment Consultant covering London, Home Counties and Ireland.

During job interviews or networking events, share your insights on current market trends, emerging technologies and consumer behaviour that could potentially impact the business down the line.

Research the business

It is imperative to be able to demonstrate your knowledge of your industry, it’s competitors, and the firm as a whole. Look on the news section of the website of the firm you are interviewing at to see if they have highlighted anything. This:

  1. Proves you have done your research on them, and
  2. May give you some ideas on questions to ask them or about the local business fraternity as a whole.

Look at their website, social media, and any press coverage they appear in. Also, look at websites like Glassdoor, Google reviews, and other review sites to read reviews from both employees and customers.

Make sure to thoroughly research the business before the job interview. Moreover, understanding the company’s goals, challenges, and opportunities, allows you to tailor your responses during the interview to demonstrate how your skills and expertise align with their needs. By integrating this knowledge into your conversations, you not only highlight your awareness but also illustrate your potential value to the company. This demonstrates that you would be a proactive and well-informed team member. – Duncan, McIlroy, recruitment consultant specialising in Financial Services.

Demonstrate problem solving skills

Explain in the interview how you’ve identified business problems in and outside your role, and how you overcame them or proposed solutions.

Consider business problems the company you are interviewing at might face and how they might be overcome. Hiring employers value candidates who can think critically and offer innovative ideas to facilitate business success.

Get to know the customer

Take the time to understand the company’s core customer base – their needs, preferences, and what makes them tick. Share how your skills and ideas could make a positive impact on boosting customer satisfaction, keeping them coming back, and turning them into loyal fans.

Continuous Learning

Demonstrate your willingness to continuous learning within and outside of your job role. Consider any certification you’ve been rewarded and any workshops or online courses you’ve attended. Emphasise your commitment to enhancing your skills and staying updated on industry developments.

Case studies

Study real-life business cases studies to understand how companies tackle challenges, adapt to market changes, and capitalise on business opportunities.

CSR and Volunteer Work

Have you undertaken any pro-bono work, supported any charities or done any volunteering? Consider relevant experiences like these, what you’ve gained from them and how it’s enhanced your skills as a professional. They are great talking points in a job interview, and there’s also questions that you can ask about their CSR activities / plans. Also, apply the experiences back to the business environment and consider what employers will get from it. For example, marketing opportunities, positive brand awareness etc…

Networking

Networking both in person and online is a great way to increase your reputation and gain visibility within your market, to expand your customer base. Make sure to mention any networking opportunities you take part in regularly, as well as opportunities you participate regularly in to build your online connections.

About Us

The Eventus Recruitment Group source the best job opportunities for talented professionals in Law, Legal Finance and Financial Services. Award-winning recruitment consultants, we offer support to job seekers at every stage of the job search process. This includes CV writing, arranging job interviews and in-depth job interview preparation. We hold an in-depth knowledge of the very dynamic legal and finance markets, so we can help you prepare appropriately and pass on our own commercial awareness to you. For more information, or for help with your job search, contact us today.

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22Mar

How to use the benefits of Spring to enhance work performance

Although our typical British weather is proving to be temperamental right now, Spring is finally here. A new season brings a new, more positive mindset, longer days and all the focus we need to succeed. Spring is the perfect time to get rid of those winter blues and reset. In this blog, I will discuss ways in which Spring can help boost workplace performance, and why you should take full advantage of the new season!

Brighter days

With the clocks going forward in spring and the days becoming lighter for longer, this is no doubt a mood booster. Getting light in as early as possible during your day is so important, to wake you up and make you alert. As the days are lighter for longer, there’s less dull and gloomy weather to get you down. So, no more excuses. Lighter days can boost your mood and happiness. A study at Warwick University found that happiness can boost someone’s productivity by 12%. Therefore, motivation and productivity are automatically positively affected by these lighter days.

Energised earlier

Similar to the above, as you’re waking up to a brighter day than during the winter, it gives you that motivation to have a good day. Also, if you sleep with the natural light and wake up with it, you gain more time to be productive in the mornings before work. Utilise this time wisely, don’t lay around in bed, but get ready, make a nutritious breakfast, tidy that worktop that you would usually put off. Take advantage of this extra time in the morning to get organised for the day. This again will only lead to a better rest of your day, with improved mood and increased productivity.

Nicer weather

The sun is shining for longer, so there is no excuse to not get out into some fresh air. Whether that’s eating your breakfast in the garden, a lunchtime stroll away from your desk, or taking the dog for a walk. Getting in that Vitamin D from the sun is so important. So, sunnier days are the perfect reason for you to get away from your desk, switch off and reset your brain. This can help you wind down and refocus your energies back at work properly. Employers should do their best to encourage getting fresh air on breaks or lunches, as it has significant links to improvements in workplace performance.

Additionally, not only will employers see a boost in productivity, but you can personally make well-being improvements by stepping away from your desk. For more on well-being at work, this blog discusses our best tips on how to improve it.

Making the most of your time off in spring / summer

Holidays

Perhaps you have children who are on their Easter school holiday? Or if not, we have a few bank holidays during spring – so utilise them! Take them as your sign to have a full reset and spend time doing your hobbies, with your friends and family, or taking a short-break. Whatever you need to re-energise away from work, use these extra free days to your advantage. So, that you return to work fully rested and more productive.

There are also so many great ways you can spend your time of doing, that isn’t just resetting to go back to work again. For example, taking up gardening, reading a book whilst sat in the sunshine, exploring a national park, or booking a city break. Making the most of getting outside and in the fresh air will do wonders to your personal wellbeing and productivity. Also, you may find a new love for an activity by giving something different a go!.

Spring Cleaning

The first thing that comes to mind when we think of spring is the big spring clean. This counts for your workspace as well as your home. De-clutter, re-organise, maybe rearrange for more light exposure – but change your workspace! A revamp and a tidy up can do wonders to boost productivity and de-clutter not only your physical space but your mind as well.

New goals

With a new season, comes new goals. Take this ‘fresh start’ as a sign to reassess where you are, where you’ve come since the start of the year, and where you want to be. Have you been setting realistic and achievable goals? Or do they need to be changed? Re-prioritise and set some new goals going forwards.

Written by Ellie Pomfret, Marketing Assistant at the Eventus Recruitment Group. Follow us on LinkedIn for tips to enhance your career and latest job opportunities in Law, Legal Finance, Accountancy and Financial Services.

11Mar

Ways to increase flexibility in the workplace

Increasing flexible working arrangements has become a significant trend in modern workplaces. This trend is driven by many factors such as technology advancements and changing attitudes towards work-life balance. Furthermore, there’s now widespread recognition of the benefits flexible working provides both employers and employees.

Many professionals look to employers who offer job flexibility to enhance their work-life balance and for more freedom. As working full-time, juggling personal commitments, and finding a work-life balance can be a challenge.

Why should you offer more flexibility in the workplace?

Businesses who offer flexibility to their staff receive many benefits as a result. Benefits of flexibility in the workplace for employers include:

  • Happier and more productive employees
  • Increased staff retention
  • Helps you when recruiting, as your company will look more attractive to potential employees.

Comments on flexibility from our Recruitment Consultants

Attraction and Retention of Talent

Offering flexible working arrangements can make your company more attractive to prospective employees and can also help retain current staff members. Many job seekers prioritise flexibility when considering potential employers, and employees are more likely to stay with a company that offers and reviews their flexibility options.  – Nikki Phillips, Senior Recruitment Consultant covering all legal roles across North West England and Wales.

Increasing flexibility in the workplace can also encourage greater diversity across many different metrics including gender, ethnicity and disability. There are numerous people who struggle with full-time, in office work. For example, for caregivers or those who can’t drive due to a medical condition. If you are struggling to attract a diverse talent pool, then look at your flexibility and ask yourself if you could do more. – Amy Watson, Director and Recruitment Consultant covering all legal roles across North East England and Yorkshire.

Ways to offer more flexibility

Here are several strategies and options for increasing flexible working:

Flexible working hours

There are many ways to be flexible over working hours. Consequently, moving away from the traditional 9am to 5pm can open up many hiring opportunities.

Flexitime

Flexitime is great, for when people are working extra hours and you don’t pay overtime. It allows them to take the time back to support their work-life balance. If people are expected to work additional hours and they aren’t compensated for them, after a while it will begin to grate on them and negatively impact their work-life balance. For example, if people are working overtime to meet deadlines or travelling to visit clients, they could take the time back at quieter times.

Core Hours

Core hours work by having set hours that must be worked during the day and offering flexibility outside of core hours. If employees are working their contracted hours it is another way to provide extra flexibility. For example, if your core hours are 10am-2pm, your employees have the flexibility to start and finish work outside of those hours. Maybe starting earlier working longer hours one day and finishing earlier another day.

Four day working week

A four-day working week is still being trialled across the globe. The majority of companies who took part in the initial trial have implemented a four day working week permanently. These companies noticed an increase in productivity and a positive impact on their employees’ wellbeing.

In our exclusive interview with John Hopkins – a leading expert in flexible working research – he discusses his findings from interviews with employers who have introduced a four day working week. Click here to read the full interview.

Prioritise Health and Well-being

Encouraging employees to prioritise their health and wellness can lead to increased productivity and job satisfaction. Implement wellness programs that support employee well-being, such as onsite fitness classes, mindfulness sessions, or access to mental health resources.

Provide flexibility for health appointments

It’s hard arranging health appointments when you work full time Monday to Friday. So, by being flexible and allowing employees to have health appointments during working hours, takes some stress and worry away from them when they are ill. Getting the help they need when ill to recover is better than not getting help and their work suffering as a result.

Caregiving Leave

Offering caregiving leave establishes your company as compassionate and opens your firm up to a new group of hires. Sometimes things happen that are unexpected and can’t be planned for, which your employers might benefit from taking extra leave off for. By offering caregiving leave, it will make your firm accessible as an employer for people with children, or planning to have children or people with elderly relatives who need care.

Buy and Sell Leave

Offering employees the opportunity to buy and sell leave gives them more flexibility for big life events. It allows them to effectively manage their work-life balance giving them more freedom over their leave entitlement.

Work from anywhere policy

A work from anywhere policy gives your employees extra flexibility over their working location. We have a policy where our employees can work from anywhere in the world for 5 days a year outside of their contracted location of office / hybrid or homeworking.

Hybrid working

2020 showed that many people can work from home efficiently and effectively. Consequently, hybrid working has become increasingly popular in recent years. Many people haven’t wanted to return to the office full-time and hybrid working offers them the best of both worlds. Working from home a day or two a week improves their work-life balance with no commute, saving time and commuting costs. Whilst working in the office provides time for communicating and collaborating face-to-face with colleagues.

With employees’ preferences changing, offering hybrid working will increase talent pools when hiring and enhance staff retention.

Advice for implementing a flexible working strategy

Eventus Legal as it was then, was set purely on a flexible basis long before it was the norm and it has been in practice for us since, whether that is genuine hybrid working, reduced hours or flexibility to work around families. Here, from our experience we provide our top tips for implementing flexible working policies.

Consult with your employees

It’s important to consult with all your employees before implementing flexible working policies. Flexible working expert John Hopkins said in an exclusive interview with us, that: “before changing anything, it’s important that employers understand the needs of their workers. What kinds of flexibility they would value, and how they will benefit from having it? This is a great starting point for implementing any new workplace flexibility measures. It is essential that workers are consulted in the first instance like this, before discussing what might be possible and what the benefits would be.”

Performance Metrics

Change how you measure performance. Shift the focus from hours worked to outcomes achieved. Establish clear goals and performance metrics for employees, which can be measured without considering their working hours or location.

Invest in technology

Invest in software that enables remote communication, teamwork and task management. This includes technology like video conferencing, project management software, and cloud-based document sharing software.

Management Training

Provide training and guides to all managers on any flexible working policies you introduce. Training should include how to implement the arrangements, communicating the policy, making adjustments, monitoring performance and requesting feedback.

Regularly review policy

It’s important that you regularly request feedback from managers and employees and review flexible working policies. This is to ensure that the arrangements are still working from both a business perspective and they are meeting your employee’s requirements.

Trial Periods

When introducing flexible working arrangements, consider holding a trial period to assess the feasibility and address any challenges before committing long-term.

By implementing this advice, businesses can effectively increase flexible working arrangements, promoting employee well-being, productivity and retention.

Further Reading

To read our exclusive interview on flexible working with expert and WorkFLEX founder John Hopkins, click here.

07Mar

Practical insights into flexible working arrangements from an expert

John Hopkins is an Associate Professor in Management and a leading expert in flexible working research. In this exclusive interview, he provides advice for businesses implementing a flexible working policy. Also, John reveals his findings from interviewing businesses who’ve adopted a four-day working week.

What’s the first thing employers should change/ implement to increase flexibility?

Before changing anything, it’s important that employers understand the needs of their workers. What kinds of flexibility they would value, and how they will benefit from having it? This is a great starting point for implementing any new workplace flexibility measures. It is essential that workers are consulted in the first instance like this, before discussing what might be possible and what the benefits would be.

In your opinion, what’s the main benefit of flexible working for both businesses and employees?

Access to flexible work arrangements can help employees gain, and maintain, a better work-life balance. It enables them to still get their work done whilst opening up more time in the day/week for completing non-work tasks too. This results in more time to enjoy hobbies and to spend with family etc… In addition, it can support a multitude of health benefits, such as burnout prevention.

From a business perspective, there are many benefits. Including having happier and more engaged staff, increased productivity, reduced sick days, and lower staff turnover.    

From speaking to professionals, what would you say are the main things professionals are wanting from their employers for flexibility at present?

For most office-based jobs, the hybrid work model seems to be a popular compromise solution right now, that suits both workers and employers. The vast majority (around 85%) of knowledge workers are still keen to spend some time in the office each week; to connect and collaborate with their colleagues in person. However, they don’t wish to do this five days per week like they did in the past.

I think 2024 will be a big year for the hybrid work model. Most firms have now accepted it is here to stay and are committed to working out how best to leverage this way of working. Rather than focussing on how to get everyone back into the office full time.

From your knowledge and research, what should a flexible working environment look like?

No two workplaces are the same. So, there is no one-size-fits-all solution when it comes to flexibility either. There are a wide range of different flexible work arrangements available today – some might work well in some environments, but others won’t. This is why it is so important to understand what your staff actually want. Don’t be afraid to experiment with a few different approaches.

John Hopkins, Founder of WorkFLEX and LinkedIn Top Voice. Photo credit: John Hopkins.

What are your thoughts on a four-day working week?

The 4-day work week is a versatile flexible work arrangement that can be offered to almost any employee. Unlike arrangements such as hybrid work or WFH, which are typically restricted to knowledge workers. Whilst the concept was first proposed in the 1970s, it is starting to gain serious attention again 50 years later. A growing number of firms have moved to this way of working in the past couple of years.

The two most popular variations of the 4-day week are the ‘compressed week’ and the ‘100:80:100’ model. A compressed week, as it suggests, compresses five work days into four days – e.g., 4 x 10 hour days, rather than 5 x 8 hours days – with employees working the same number of hours but spread over less days. However, with the 100:80:100 model, employees receive 100% pay for working 80% of their previous hours, in exchange for a commitment to maintain 100% productivity. This model not only reduces the number of days worked, but also the number of hours worked each week. With workers moving to 4 x 8-hour standard days per week (rather than 4 x 10 hour days like the compressed week).

Impacts of a four day working week on employers

Last year, I interviewed 10 firms who have already adopted the 100:80:100 model. The benefits it has brought them were pretty mind-blowing.

From an employer perspective, it led to significant improvements in staff recruitment. A 600% increase in applications in one case. Also, it has improved staff retention, increased productivity levels, and reduced absenteeism (reduced to zero in some cases). Furthermore, seven of the firms said their productivity had increased since moving to a 4-day work week. Three said it had remained about the same, and none of the firms said it had reduced.

For employees, the 4-day week now gives them more time to complete ‘life admin’ tasks, enables them to participate in more health and wellness activities. It not only gives them more time to engage in their favourite hobbies, but also enables them to discover brand new pastimes they didn’t have time to enjoy previously. Employees also felt that the extra day off each week meant they were more relaxed and re-energised. Fundamentally, meaning they are better at their job as they had more time to reflect. Furthermore, it helped them avoid the “Sunday scaries” – the anxiety and dread felt on Sunday night at the prospect of another five-day week.

Do you regularly see reluctance from some organisations and company functions to embrace flexible working? If so, what are their perceived concerns? How can these concerns be overcome?

I think it’s only natural that we see more reluctance to embrace flexible work arrangements from some firms, and industries, compared to others. However, prior to the pandemic, access to flexible work arrangements was extremely limited across the board. So, we’ve come a long way in a very short space of time. Many more people now have access to flexibility than they did four years ago. There are clear benefits for both workers and employers.

Workers value this flexibility very highly, and now expect it from their employers, and may be prepared to move elsewhere if they can’t have it.

About John Hopkins

Originally from Liverpool, John Hopkins (PhD) is an Associate Professor of Management, and the Founder of WorkFLEX. An Australian-based firm offering a range of online courses, coaching and training, to help workers and organisations successfully transition to new ways of working.

John has been one of the world’s leading experts in flexible and remote work research for the past decade. He is regularly invited to provide expert opinion on this topic in the national and international media.

As a special gift, all Eventus members now receive a 30% discount on John’s online courses – Mastering the Hybrid Work Model and Mastering the 4-day Work Week. Please use the code ‘EVENTUS30.’

Further reading

For strategies and tips for increasing flexible working in the workplace, click here to read our guide.

tecniques for increasing flexibility
01Mar

How to prepare for a job interview

How to Prepare for a Job Interview

The thought of job interviews can be scary. However, with good preparation leading up to a job interview, there is no reason not to smash it. This blog contains valuable information regarding the format of an interview. Also, we give our best tips on how to prepare for a job interview, including for competency based questions.

Not everything discussed will be relevant to you specifically. However, it will give you a good idea of questions you can expect to be asked and what you can do to prepare.

Preparation for the Interview:

  • Research the firm via their website
  • Request any company brochures/literature to gain further insight into how they market themselves
  • Google them! See if they have appeared in any recent news articles or press releases
  • Find out as much as possible about the company. Including all areas of law services/typical clients/markets/structure
  • Ask your recruitment consultant to give you as much knowledge as they can about the vacancy and their ideal candidate
  • Prepare questions to ask at the interview – what would you want to know before taking the job? (Note: not salary related questions). We have a helpful blog on all the questions you shouldn’t ask in a job interview. Click here to read our blog.
  • Plan your route to the interview. Check on planned roadworks, typical journey times, and train timetables. Do you need to pre-book parking?
  • Use an on-foot journey planner to ensure you know your way from the car park or train station to the office. Or even trial the route before the job interview if you have time, to ensure you know where you are going.

On the Day of the Interview:

  • Dress smartly. It’s always advisable to wear formal business attire. Unless, you have been told otherwise. It goes without saying that all shirts must be ironed and shoes polished!
  • Print and take with you an up-to-date version of your CV. It’s also advisable to take a notepad and pen
  • Set off in plenty of time. Always better to be there early and give yourself time to go over your notes beforehand
  • Plan to arrive at your interview 10 minutes earlier than scheduled (but no earlier!). This will give you a chance to read the literature at the reception
  • Be friendly and courteous to the reception staff. Their opinion on candidates is often sought by hiring managers

Interview Questioning Style

  • HR generally focus on whether you fit with the company culture and that you have the general skills to do the job
  • Department Partners focus more on your specific skills and your personality to ensure you can technically do the job and you will fit in with the team
  • Be prepared for a possible panel interview and answer questions looking from one interviewer to another

Typical Questions you may be asked at the Interview:

Plan a model answer for each of the below questions prior to your interview. They are all very generic and may or may not appear in your interview. However, they are typically asked in interviews and it is always wise to prepare!

  • How much do you know about the vacancy/firm?
  • What do you see as the main functions of the role?
  • How do you visualise a typical day?
  • Why are you interested in the position?
  • What do you see as the satisfactions of the job?
  • What do you think the frustrations may be?
  • Describe a time you received negative feedback about yourself?
  • What skills or experience do you have that make you right for this position?
  • Who and what are you responsible for in your current role?
  • What has been your biggest achievement in your career to date? What are your strengths and weaknesses?
  • Give an example of how you coped well under pressure?
  • When have you had an opportunity to show initiative?
  • What motivates you?
  • What de-motivates you?
  • How do you analyse your own performance?
  • How do you think you could improve your own performance?
  • What are your long-term goals?
  • What are the reasons you are looking to leave your current role?
  • If you could change one aspect of your current role, what would it be and why?
  • What are you looking for in your next role?
  • Choose 5 words to describe yourself?
  • What 5 words would your current boss sue to describe you?
  • Are you considering other vacancies?

Competency Based Interview Questions:

Competency based interviews are becoming increasingly popular to predict a candidate’s future performance. Essentially a series of behavioural questions, the interviewer will ask you to describe a situation which demonstrated a situation which demonstrates your abilities that will be integral to the role you are interviewing for.

You can spot a competency based question as they usually begin with, “Tell me about a time”, or “Describe” or “When did you”, or “How did”… They are basically setting you up to describe a situation.

Think about which competencies are important for this position? Now think about examples from your past experience.

Answers to competency based questions should be very structured, so we recommend the STAR technique, describing:

  • The Situation
  • The Task required as a result
  • The Action you took
  • The Result of that action
Individual competencies:

These refer to your personal attributes such as your flexibility, decisiveness, tenacity, knowledge, independence, risk taking and personal integrity. Example: Tell me about a time when one of your ideas was challenged.

Managerial competencies:

These refer to your ability to take change of other people such as leadership, empowerment, strategic thinking, corporate sensitivity, project management and managerial control. Example: Tell me about a time you led a group to achieve an objective?

Analytical competencies:

These refer to your decision-making abilities such as innovation, analytical skills, problem solving, practical learning and attention to detail. Example: Tell me about a time you identified a new approach to a problem?

Interpersonal competencies:

These refer to social competence. Many workplaces function on the basis of project teams and the more collaborative they are, the more likely they are to thrive. Example: Describe a situation where you got people to work together?

Motivational competencies:

These refer to things that drive you, such as resilience, energy, motivation, result orientation, initiative and quality focus. Example: When did you work the hardest and feel the greatest sense of achievement?

Finally… be yourself when answering competency based questions; use real life examples and relate them to your experience, how you reacted and how it made you feel. These are not trick questions, they are designed to make the best match between an individual and an organisation. A little bit of preparation and you’ll quickly realise that competency based interviews represent an unprecedented opportunity to describe some of your finer moments to a captive audience.

Questions you may want to ask the interview:

It is important to ask questions to show you are interested in the position and that
you have given the opportunity sufficient thought beforehand.

  • Future of the company/position? Growth plans?
  • Who do they consider their main competitors?
  • What is the company culture/ethos/values?
  • Ask about training opportunities, promotion prospects etc.
  • Ask for me specific information about the duties/clients etc.
  • Ask about staff retention
  • Ask about why the vacancy has arisen
  • Ask more about the people/team you will be working with
  • Ask more about the interview procedure, whether there is a second or third stage

Make sure you confirm the salary and benefits with your recruitment consultant prior to the interview rather than asking when you are there. By leaving your consultant to negotiate on your behalf you will often end up with a more comprehensive offer. If the interviewer asks you about salary in the interview, just defer them to Eventus Recruitment, and we will discuss that on your behalf.

Final hints and tips!

Remember that any client will buy what you can do for them, supported by your past accomplishments. How can you make their life easier? Talk in the future tense, “this is how I will support you” or “this is how I could add value in that area”. Be enthusiastic above all – stress your flexibility. If you are comfortable in doing so, try and get their commitment to seeing you for a 2nd stage – close the deal!

  • Remember to use a firm handshake; it conveys a positive and confident persona
  • Remember that honesty really is the best policy
  • Smile where appropriate and show enthusiasm for the company and position
  • Find opportunities to sell yourself, relating your skills to the position
  • Remain motivated and give positive responses
  • Show that you have researched the company
  • Don’t criticise your previous employers or colleagues
  • Seek clarification if you are unsure of the meaning of the question
  • If you are unsure of how to answer a question, be honest
  • Keep your answers clear and to the point
  • Ask when you’ll be given a decision and when you can expect to hear from them
  • Tell them you are interested in the job if you are
  • Thank the interviewer for seeing you

Good Luck! Please don’t forget to call your recruitment consultant at Eventus Recruitment with your feedback after the interview.

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What do our candidates say?

"Nikki reached out to me via Linkedin where we had a great chat about my future, after our first meeting up Nikki had already found the perfect firm for me. She was friendly, bubbly and made me feel so at ease throughout the whole process, providing great support throughout what was a very stressful time. I couldn't recommend Nikki and Eventus more to anyone who like me was worried about what the future might hold!"
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Emma, Legal professional
16Feb

How to answer “tell me about yourself” in a job interview

“Tell me about yourself” is a common open-ended question asked during job interviews. Sometimes it seems difficult to answer this question because there is no ‘structure’ to it. However, it is a great question that opens conversations. Also, it allows you to take a hold of the reigns and makes sure you say what you wanted to, ensuring nothing important gets missed. Here, we have some tips from our Recruitment Consultants on how best to answer this question.

About you

Include information about your career history and your life outside of work too. Prospective employers want to get to know the whole you, not just the work history. – Amy Watson, Legal Recruitment specialist covering the North East and Yorkshire.

Importantly, employers want to get to know the whole you, including your interests, hobbies, and out-of-work life. Whilst it’s important to include information about your career history, don’t put too much emphasis on this, as interviewer’s will only see the ‘work-side’ of you.

Try not to be boring!!  The client wants to know things that are not on your CV … try and be authentic and true to yourself ... – Jo Hood, Recruitment specialist Legal Finance, Finance and Accountancy roles.

Similar to the above, your career history is going to be highlighted throughout your CV. Employers have already read your CV, so they don’t want it repeating back to them! Think outside the box, be more interesting and don’t talk about the obvious. What about your achievements, hobbies, any awards you have won?

Be concise, relevant and recent. – Siobhan Courtney, Managing Director and Legal Recruitment Specialist covering the Home Counties, London and Ireland.

Interviewers don’t need to know the name of the school you went to, or what your best friend is called. Relevance is vital and by showcasing your recent and relevant experience, you are highlighting your main points. Don’t go off on a tangent and let the interviewer become distracted or disengaged – this is a bad sign. Show off your desirable personality as well as your work experience, and remember, be concise, be relevant, and be recent. Think about what you’ve learned and skills you’ve gained from your hobbies and interests.

About your experience

Include your biggest achievement and what you’re most proud of. – Nikki Phillips, Legal Recruitment specialist covering North West England and Wales.

Talk about your biggest achievement and think about how you can relate it to the role you are interviewing for. What positive impacts did you make with this achievement? Why are you most proud of it? Remember, you need to be able to support what you say, so don’t just make up anything.

Talk about your biggest challenge and how you overcame it. – Shelley Gilchrist, Resourcing Consultant covering Legal Finance, Finance and Accountancy.

Highlighting a challenge you faced and the ways you overcame it can show multiple skills and characteristics that will be desirable to an employer. For example, it gives you an opportunity to demonstrate problem-solving, resilience, adaptability and learning and growth. Showing off your potential you have to offer gives the interviewer an insight into how you can fit in and help in their team.

Tips

Don’t say 1000 words when 100 words can get your point across… – Sam Heraghty, Resourcing Consultant covering Legal Roles across the North West, Wales, and South West.

Keep your answers concise and to the point. Demonstrating your ability to answer clearly and effectively shows strong communication skills and highlights your professionalism. Additionally, by keeping your answers concise, it ensures you only talk of the key information, and it allows the interviewer to retain it much better.

Generic structure to follow:

  • Brief introduction to career history as well as life outside of work
  • Key achievements demonstrating your strengths
  • Biggest challenge connecting your past experiences with this new role
  • Concluding statement relating to your future goals and long-term plans

Support with your job search

Helping legal and finance professionals secure new jobs, we are award-winning recruitment consultants. Offering support at every stage of the job search process, we support you in everything from arranging job interviews to in-depth job interview preparation. Contact us today if you need help with your job search.

Contact Us
"Nikki reached out to me via LinkedIn where we had a great chat about my future, after our first meeting up Nikki had already found the perfect firm for me. She was friendly, bubbly and made me feel so at ease throughout the whole process, providing great support throughout what was a very stressful time. I couldn't recommend Nikki and Eventus more to anyone who like me was worried about what the future might hold!"
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Emma, placed legal candidate
15Feb

Eventus Recruitment Launches Financial Services Division

The Eventus Recruitment Group are delighted to launch a Financial Services recruitment division. This expansion comes at an exciting time for the Lancaster and Wilmslow based recruitment group, as they have this month welcomed Duncan McIlroy to the team.

Duncan McIlroy – Financial Services Recruitment Specialist

Duncan, who has over 20 years’ experience in Financial Services Recruitment will head their new Financial Services division. Alongside the wider Eventus team specialising in Law and Legal Finance, and Accountancy, Duncan will connect talented professionals with Financial Services businesses across the North West.

Duncan will cover all recruitment and jobs within Pensions and Retirement, Financial Planning, Investments, Mortgages, Personal Protection and Employee Benefits.

Duncan McIlroy commented: “Upon meeting the team and witnessing their dedication to ethical recruitment practices, joining Eventus Recruitment Group became an obvious choice for me. I’m thrilled to bring my Financial Services recruitment expertise and commitment to high service standards to such a reputable organisation.”

How the expansion into Financial Services came about

Siobhan Courtney, Managing Director at the Eventus Recruitment Group, said: “We are always looking to expand our offering at the Eventus Recruitment Group. So, when I was approached by such an experienced recruiter to set up a financial services division for us it was an exciting proposition. We are delighted for Duncan to join us and about the success we know he will make of it.”

Utilising their combined experience of more than 90 years in recruitment, the Eventus Recruitment Group supports businesses and job searching professionals through every stage of the recruitment process. In addition, they offer impactful advice to enhance businesses’ recruitment strategies and the careers of professionals.

To view more about the services we offer within our Financial Services division, click here. Alternatively, contact Duncan directly at duncan.mcilroy@eventusfinance.com or call 07950 472 004.

01Feb

How to achieve the best results from your recruitment strategy in 2024

With 70% of British workers planning to search for a new job in 2024 (HR Review), there is a high chance that you will have to recruit in 2024. Furthermore, there are many other reasons why you would need to recruit this year. For example, due to business growth or employees progressing into other roles. So, how do you get the most out of your recruitment in 2024?

Here our Recruitment Consultants explain how to make full use of your recruitment plan and enhance your hiring strategy:

Consider your employer brand for recruiting

Consider your “employer brand” not just your client one. Work with marketing to shout about why someone should come and want to work for your firm, what you’re doing well, successes, promotions, values etc. Get your employees advocating for you with interviews, quotes etc. – Amy Watson, Legal Recruitment specialist covering the North East and Yorkshire. 

Use social media to promote your company and target the right candidates. Make sure your online presence reflects the company’s ethos and promotes employer benefits. Post testimonials with feedback from your employees and ask them to interact and re-post your job adverts. – Shelley Gilchrist, Resourcing Consultant covering Legal Finance, Finance and Accountancy.

Be Pro-active

Act as quickly as you can. Active candidates in the legal sector get snapped up quickly so if you are hiring and receive a good application be sure to get an interview in your diary as soon as possible. Equally as important if you decide to make an offer – get the offer to them as quickly as possible as they are likely to be interviewing at several firms. – Nikki Phillips, Legal Recruitment specialist covering North West England and Wales.

The detrimental impact of a bad hire

The cost of a bad hire is not just money but time as well. So, thorough thought needs to go into your strategy to try and avoid recruiting the wrong person. As hiring the wrong person will result in a loss of productivity and often having to re-start hiring process. Recruiters can advise on the best recruitment methods to get the right candidates for your needs, as well as screening candidates. – Siobhan Courtney, Managing Director and Legal Recruitment Specialist covering the Home Counties, London and Ireland.

Fully optimise your job adverts

Perfect your job adverts. Don’t rush writing your job adverts. Include all the information that potential employees would want to know about the job role, employee benefits and company. Ask a recruitment or marketing specialist to have a look and ensure you mentioned all the key words that job seekers search for. This will help ensure your job adverts are optimised for job boards and increase their visibility. For more tips on job adverting writing, view our blog here. – Emma Guy, Marketing Manager.

Remember that the job interview is a two-way process

When interviewing make sure you sell the business, brand and workplace. It’s a two way exchange this whole recruitment process and firms have got to be ‘selling’ themselves. The candidate is interviewing them as much as anything. – Jo Hood, Recruitment specialist covering Legal Finance, Finance and Accountancy roles.

Offer competitive employee benefits

Stay ahead by offering attractive benefits to potential employees. Flexible work options can be a significant factor in a candidate’s decision-making process when deciding on a new job. Embracing remote / hybrid work and flexible hours can lead to higher employee satisfaction and productivity. – Sam Heraghty, Resourcing Consultant in the legal sector.

Key takeaways for your recruitment strategy

With the prediction that 70% of British workers plan to search for a new job in 2024, the jobs market will remain competitive. As a result, it’s important to utilise your resources to get your job vacancies in front of the top candidates. Also, you need to be responsive to stay ahead of your competition and to ensure you don’t miss out on the right candidate for your business.

How we can enhance your recruitment strategy

With over 90 years’ combined experience in recruitment, we can help you to recruit in a timely manner. Our recruitment services are extensive to ensure you get the people you require for when you need them. Furthermore, we recruit for all jobs with Law, Finance, Accountancy and Financial Services, as well as support functions within firms.

Always, we use our expertise to:

  • Offer tailored recruitment advice and techniques.
  • Write and advertise job adverts on your behalf.
  • Provide you access to the right candidates for your job vacancies and business requirements.
  • Pre-screen candidates to ensure they are the right fit your business.
  • Arrange job interviews on your behalf.
  • Manage the job offer process and any negotiations.
  • Help you and your new employees build a successful working partnership.

Don’t hesitate to contact us for a confidential discussion about your recruitment and for help achieving the best results from your recruitment strategy.

Contact Us
"The team at Eventus Legal always take time to fully understand the needs of the business and each role they are involved with, putting forward only those candidates who closely match our requirements. Feedback from successful candidates sourced by Eventus Legal has been excellent and they offer full support throughout the whole process from initial stages to job offer."
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Marsden Rawsthorn Solicitors
19Jan
Recruitment strategy that stimulates business growth and success

Creating a recruitment strategy that facilitates business growth

How to create a recruitment strategy to stimulate business growth

When hiring there are so many things that can go wrong and cause a delay to securing the people you need. Ultimately slowing work production, consuming company resources and impacting business growth. So, how do you devise a recruitment strategy that doesn’t hinder business resources and growth? The answer: a robust recruitment plan that ensures that you get the people you need when you need them.

The key is to…

Plan ahead

Each year sit down with all Directors and department heads and develop a detailed plan of your growth strategy and the extra people you will need to implement the overall plan. In addition, include timescales for when you will need the extra people to be within your business.

Once the strategic growth plan is finalised, inform your HR department or Recruitment Consultant of the timescales and your full recruitment plan. This enables them to put the wheels in motion and ensures there are no surprises down the line.

Recruit early

Start recruiting at least three to four months prior to needing the extra staff. Recruiting isn’t as easy as what people think. There are so many elements that could go wrong. For example, poor job advert response, a lack of skilled applicants, or people turning down your job offer for a wealth of reasons.

Succession Planning

Consider all your employees and their career plans. For example, is a key member of staff going to retire in the next year or are current employees on a progression / promotion pathway? This allows you to plan ahead and begin working on filling their jobs before they retire or move positions. To read more about successfully succession planning, view our blog here.

Consider different recruitment techniques for different vacancies

Don’t just rely on traditional recruitment techniques when hiring. Some unique and harder to fill job roles might be best suited to alternative methods. For example, retained search (headhunt) or sponsored advertising. View our guide on different recruitment methods and the pros and cons of each here.

recruitment

Create a bank of CVs

Each time you hire securely store strong candidates CVs in line with your formal data retention policy. They may have narrowly be beaten by another candidate previously but be perfect for future roles. Consider they would probably have gained more work experience since last time that you were recruiting, as well as gaining crucial industry knowledge. So, provided you gained their consent to do so, it’s worth contacting them to see if they are open for a discussion about any future job opportunities. As you might just get lucky, and it will save you a lot of time and resources in advertising.

Market all job vacancies effectively

Ensure you write quality job adverts that sell the job opportunities and promote on every platform you have available. Make use of LinkedIn, your company website and job boards. And if this is done in good time before you require the successful candidate to start in a role, you can allow the time to receive a greater volume of applications, giving you a pick of a larger pool of talented professionals. So, don’t leave recruiting to the last minute.

Furthermore, ask your HR and Marketing department for creative ways to promote your job adverts. For example, you could introduce a workplace candidate referral scheme, share jobs on social media and post 1 free job on LinkedIn.

Get advice from a recruiter

Recruitment consultants who specialise in your sector can advise on the best recruitment techniques to find the most suitable candidates for your job vacancies. Sector specific recruiters spend their days sourcing candidates for all job roles and levels within your sector so will likely have access to a wider talent pool than you will have directly.  At Eventus, we also have a bank of candidates in the legal and financial sectors, which we can contact on your behalf.

How we support business growth through recruitment

With over 90 years’ combined experience in recruitment, we can help you to recruit in a timely manner. We recruit for all jobs with Law and Finance, as well as support functions within firms.

Always, we use our expertise to:

  • Offer tailored recruitment advice and techniques.
  • Write and advertise job adverts on your behalf.
  • Provide you access to the right candidates for your job vacancies and business requirements.
  • Pre-screen candidates to ensure they are the right fit your business.
  • Manage the job offer process and negotiations.
  • Ensure you and your new employees build a successful working partnership.
Contact us
"I have used Eventus, and Amy Watson in particular, for a number of years and have always found them to be friendly, helpful and professional. They really take the time to understand the firm, and the roles that we are looking to fill, so that only candidates that fit our requirements are put forward. I would have no reservations in recommending Amy and Eventus."
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Adrienne, Mewies Solicitors
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