Job hunting in the midst of a pandemic

Job hunting in the midst of a pandemic Whether you’ve been made redundant, are concerned about your job security, are looking for career progression or have simply decided it’s time to move on it is undoubtedly a tough time to...

Job hunting in the midst of a pandemic

Whether you’ve been made redundant, are concerned about your job security, are looking for career progression or have simply decided it’s time to move on it is undoubtedly a tough time to be job hunting. 

The Covid-19 pandemic has led to redundancies for many and with so much uncertainty some  businesses are understandably holding back on recruiting.  With so many people sadly loosing their jobs the number of applicants for each job vacancy has risen sharply in recent months. 

 

Competition is tough and in many cases the hiring process has changed. Interview by zoom anyone? However it isn’t all doom and gloom. There are still opportunities out there and we are hearing from businesses everyday who are looking to strengthen their teams, bring in new skills and recruit new staff.

If you’re currently wondering how to navigate the “new normal” (yes, we hate the expression too) and find the right role then rest assured many of the things that have always been important in job hunting haven’t changed.  Here’s a quick overview of how to approach your job search at this time.

The application process

Applying for jobs requires time and effort but at the moment is it more important than ever to ensure you are focusing your efforts in the right way and improving your chances of the right role. 

Some of the following might seem obvious but here is a quick overview of things you can do in order to improve your chances and to stand out from your job hunting competitors.

  • Make sure you have a well written, well presented CV. It should be concise and where possible tailored to the role you are applying for.
  • Dedicate time to your search. There are jobs out there but unless you have experience and skills in a shortage area this is not a time to sit back and hope that a job finds you. 
  • Each individual will be looking for something different. If you have a job but are looking for progression then you may want to be selective about which roles you apply for. If you’ve found yourself out of work then you might need to look at different options. Consider your skillset and experience and if your ideal roles aren’t being advertised it you could try speculative applications to employers you’d love to work for. You might also need to think about jobs you’d be good at but weren’t previously considering. Speaking to people and seeking advice can help too.
  • Put yourself out there. Speak to friends, family, contacts, it may not be possible to do lots of physical networking but think carefully about the network you already have and how they might be be able to help you. 
  • Register with relevant recruitment agencies. Try and speak to a recruiter who specialises in recruiting for your industry, they’ll have a good idea of how much work is available and if you make a good impression on them they’ll want to help and put you forward for the right opportunities.  
  • Update your LinkedIn profile. Depending on the type of work you are looking for LinkedIn and other social media platforms can be incredibly useful.  Lots of companies now advertise vacancies on Facebook and there are local job groups you can join on Facebook too. Do look at all of your online profiles and your settings. Make sure you are portraying the right image to any potential new employer, if you apply via Facebook your profile picture will be the first thing they see so make sure it is appropriate. 

Interview 

At the moment video interviews via Zoom, Skype, Teams or other similar applications are proving popular and practical. There are certainly advantages. No worrying about finding the right building, public transport making you late, parking, issues or getting rained on on your way to the interview. A whole host of possible problems are avoided.

However, for those who are camera shy or not used to video conferencing the idea of this type of interview can be daunting.  

Minimise nerves and concerns by preparing thoroughly.

  • Do your research about the company and the role
  • Be ready with relevant information about your skills, experience, suitability for the role and any transferable skills
  • Think about any questions you might have 
  • Plan you are going to wear and get ready just as you would for a face to face interview
  • Check your tech is all working as it should. Technical issues can happen anytime but the last thing you want is to logon for a video interview only to find your webcam or microphone isn’t working. 

Post interview

If your interview was direct with an employer or through an agency send a follow up email to the person who arranged the interview thanking them for their time. If you don’t know the outcome of the interview this is another opportunity to let them know how interested you are in the role.

If you don’t get the job remember there will be other opportunities. It can be difficult not to be disheartened during such strange and challenging times but stay focused. Maybe consider temporary work instead of  only applying for permanent jobs. If you are considering a career change a temporary position can offer an opportunity to try a role and see if you enjoy it.

If you are currently looking for work, whatever your circumstances, then we’d love to hear from you. Send a CV or give us a call on 01244 456779 to have an informal initial chat about what you are looking for and how we can help.   

Recruiting staff post lockdown

Recruiting staff post lockdown The media is full of coverage relating to redundancies, doom and gloom and talk of higher unemployment. Whilst we’re not disputing the statistics and we know that these are difficult and challenging times for many we...

Recruiting staff post lockdown

The media is full of coverage relating to redundancies, doom and gloom and talk of higher unemployment. Whilst we’re not disputing the statistics and we know that these are difficult and challenging times for many we also know from experience that there are lots of businesses who are still hiring. 

There is no denying the fact that the landscape has changed. The UK is now officially in a recession.There are more people job hunting and some businesses are tentative about recruiting.  Others, though, are searching out talent to help them adapt and strengthen. 

So what has changed and how can we help? 

If you’re an employer looking for someone to join your team you might be thinking that with all the redundancies being made up and down the country finding the new recruits will be easy.  

It is certainly true that for some types of roles there will be a large choice of candidates. 

This can be good news when searching for the perfect new recruit but it can also bring with it its own issues. We’re hearing reports of employers receiving hundreds of CVs for some roles. The perfect individual might be in there but it can feel like finding a needle in a haystack. One thing is certain, recruiting in the current climate is time consuming.

Reading, sorting and shortlisting from a huge number of applications takes time, particularly if it is something you are not used to doing. The best candidates can easily be lost amongst reams and reams of CVs and covering letters. The whole task can feel overwhelming and that’s before the interviews have even begun!

Defining your search

A good recruitment agency can help you save time and avoid stress. Firstly by helping to define exactly what it is that you, as an employer, are looking for. 

All too often managers advertise for roles without deciding exactly what it is that their business needs. A recruitment consultant can help to pinpoint the key experience, skills and qualities that will fit an organisation’s needs. 

Having a clear picture of what your are looking for will potentially lead to fewer applications but definitely improve the quality and relevance of those applicants.

Understanding the jobs market

They will also already have a good understanding of the job market and will be in a position to advise on the availability of suitable candidates and the salary expectations. Having a clear idea of salary range before advertising can help to encourage the right calibre of candidates.

Knowing where to look

The other huge advantage of engaging a recruitment agency is that they know exactly where to look for individuals who match even the most exacting criteria. In some cases they may have the perfect match already on their books but if not a good recruiter will know where to look, where and when to advertise and how to open a dialogue with individuals who are a good fit.

At GoTeq Solutions we can make a short work of even the biggest mountain of CVs. Shortlisting and screening until we have a manageable shortlist of only the most relevant and best matched candidates to choose from. 

We know exactly where to look for the right skills and experience and can save employers and managers valuable time. Leaving them with time to focus on the business at a time when focus on the right priorities is key! 

If you need help with recruiting the next member of your team get in touch. We’ll be happy to find out more about any roles you are considering recruiting for. 

5 ways to stop your developer candidates slipping through the ‘.net’

5 ways to stop your developer candidates slipping through the ‘.net’ Over the past few years, I have filled roles in an eclectic mix of different industries, from call centres to engineering to hospitality. Each pose their own unique challenges,...

5 ways to stop your developer candidates slipping through the ‘.net’

Over the past few years, I have filled roles in an eclectic mix of different industries, from call centres to engineering to hospitality. Each pose their own unique challenges, but none more so than software roles and this will come as no surprise to anyone who has ever tried to recruit for a software development vacancy. 

Software is fast becoming a part of any business, it is needed in every industry, whether you are a hotel chain building your own booking platform, or a construction firm which wants to monitor inventory. Demand for these skills is high and competition for the best talent is tough.

That being said, with the right approach and proposition, those elusive developers who have ghosted, rejected an offer, or not even bothered to apply, should be in reach. So what can you do?

Stand out for the right reasons

Don’t be the same as everyone else. This might seem self-explanatory but is often overlooked. 

It is easy to believe that free lunch Fridays, employee gifts and flexible working are ‘token gestures’ however they can make a difference. 

Whilst it’s true that no one is going to take a job because they get a Fitbit when they start, it certainly gives the impression of a company who want to do things right and support their staff. 

It really doesn’t matter what you do to stand out, it just matters that you do and are consistent. 

Make it obvious that you go the extra mile and most importantly be authentic. Employee perks and benefits are great but the key is ensure they reflect the organisation’s culture and values.

Be Clear and Consistent 

Writing job descriptions is becoming a forgotten art. Yes, you will get applications on pretty much any advert with a job title. And yes, some of those applications may actually have relevant CVs. However, a really strong candidate won’t just apply for anything, because they know that they stand a good chance of getting the best jobs. 

Applying for jobs can be time consuming and no one wants to waste their time applying for a role which isn’t right for them.

To write the perfect advert is a balancing act, you want to be as informative as possible, without sounding like a robot. When writing your advert, try to include information that a developer would ask. Don’t waffle, you will be amazed how much you could take out. For example, a software developer knows full well that one of their responsibilities will be to ‘maintain clean and effective code’. But they have no idea how many people are in the team, what software stack is being used and what opportunities they will have to progress. This is what they want to know.

Act fast!

This is so important, but also the hardest thing to get right, as a species we are overthinkers but delaying a decision can lead to disappointment.

At GoTeq we recently recruited a talented Software Engineer, the situation was a perfect example of just how imperative speed can be.  Between his second interview and receiving an offer from us (just 36 hours later) he had been contacted about 40 different jobs!

You could have the perfect job, with above average salary, but if you take a week to make an offer in the current climate the candidate may have already started somewhere else. 

My advice; trust your gut. If someone ticks all the boxes, has the right experience and comes across well in an interview, don’t spend time trying to rule them out. Make the offer!

Remember You’re Not The One In Charge Here

As blunt as this is, you may need a good candidate more than they need you! Approach it with this in mind,  sell to the candidate, reinforce why you are the best fit for them as opposed to reciting the same pitch for the tenth time. 

Be appreciative of candidates diaries as well as your own, they may need evening interviews or maybe a meeting in an off site location, they may even just need a little bit of extra time on the phone to talk through the role.  Not being adaptable during the hiring process can reflect badly on an organisation and candidates will see it as a sign of what it might be like to work there. 

Know Your Onions

If you are the point of contact and are unable to answer a question that the developer has, alarm bells will sound. Once you know an individual is right for the role book a further call in when both have time to allow them to ask technical questions.

Accepting and starting a new job is an anxious time, make sure there are no doubts in their mind that they can do the job and that the role will offer enough of a challenge to teach them a thing or two along the way.

Whilst these are good pointers to follow, in reality it isn’t always that simple. If you are having problems bringing the right software developers into your business, please get in touch for a completely free, no obligation chat about how we can help. 

What is an outplacement service?

What is an Outplacement Service? Recently the team at GoTeq Solutions has been busy with our outplacement services. This service is something we’ve always provided but in the current climate we’ve seen an increase in interest. Unfortunately, many businesses are...

What is an Outplacement Service?

Recently the team at GoTeq Solutions has been busy with our outplacement services. This service is something we’ve always provided but in the current climate we’ve seen an increase in interest.

Unfortunately, many businesses are currently facing difficult challenges. The impact of corona virus and the recent UK lockdown has had a huge impact on businesses across almost all sectors. The UK media is full of stories about businesses falling into administration and companies making redundancies and whilst things are starting to return to normal for many for others the impact will be longer term.

For any organisation the decision to make employees redundant is a difficult one and from speaking to employers we know these are decisions which are not being taken lightly. Managing the redundancy process is hard but a good outplacement service can help both those making the redundancies and those facing redundancy. 

So what exactly is outplacement and how does it work?

The organisation making the redundancies contracts us to support their outgoing staff. Each organisation and each individual might need different support but once it had been agreed with the employer what is required we are on hand to try and support individuals to find new employment and move on in their careers. 

We do everything from reviewing CVs to giving advice and information on the jobs market. We can offer one to one consultations, help with specific job applications, advice on roles and experience as well as preparing for interviews. 

As recruiters we are working, day in day out, in the jobs market. We know and understand the market and can provide unrivalled insight into what employers are looking for. We have extensive networks in key industries such as manufacturing, automation and engineering and our links put us in a strong position to make relevant introductions. 

The benefits for those looking for a new role are clear but what are the benefits for the business making the redundancies? 

At a time when businesses are trying to cut costs it is easy to see why they might see this as an expense but we believe it should be seen as an investment in an organisation’s culture and its future. 

An outplacement service can help avoid negativity from staff who are leaving the business. It demonstrates a commitment to the wellbeing of employees, past and present. Disgruntled former employees can be damaging to a business’ reputation. By offering support at a time which could be stressful and helping them to move on and pursue other opportunities any potential is avoided. 

It can also go a long way towards reassuring staff who are remaining within the organisation. Redundancies can have a huge impact on staff morale but dealing with them sensitively and offering as much practical support as possible will help to avoid feelings of uncertainty and vulnerability. In turn this helps to reinforce corporate values and a positive culture as well as conveying a positive impression externally to clients and suppliers. 

If your business is making (or even just considering making) redundancies and you’d like to find out more about how we can help get in touch. We’d be happy to talk about how we’ve supported other businesses with this service and positive impact it has had. Just give us a call on 01224 456779. You can find out more about our Outplacement Service here.

How to find the perfect new recruit

How to find the perfect new recruit Finding the perfect fit for a role can be difficult particularly if you are looking for someone with specific skills, qualifications or experience in an area where there is a current skills shortage....

How to find the perfect new recruit

Finding the perfect fit for a role can be difficult particularly if you are looking for someone with specific skills, qualifications or experience in an area where there is a current skills shortage.

As recruiters we sometimes hear from employers who have all but given up. They feel they’ve tried everything and they just can’t find the right fit.  

This can be frustrating and time consuming not to mention the impact it can have on a business when a key role remains unfilled. However, the reality is that with the right approach and expertise the perfect candidate can almost certainly be found. Even for the most difficult to fill roles the right individual will be out there, the problem is finding them!  

Here is some advise on how to make the search easier and more effective.

Be realistic about salary 

When recruiting for a role where experience is crucial and there is a skills shortage setting the right salary range is incredibly important. 

If you aren’t sure then your recruitment consultant will be able to help guide you. Think about other things too that would be attractive to potential employees.  Do you offer private healthcare, a generous holiday allowance or flexible working? If you do then make sure you communicate this. It is amazing how often employers forget to sell themselves.   

Be clear on what exactly you are looking for

Think about the non-negotiable skills or experience that the new recruit must have.  Then consider the other aspects which are desirable but probably not deal breakers. What could you compromise on? If someone has the right skills, qualifications and attitude but less experience than you were ideally hoping for could they still be the right person for the job?

What else is important? For example does the role have to be full-time? Would you consider someone looking for part-time or flexible working hours?  This might widen your choice of candidates considerably but will obviously depend on the nature of the role.

Consider using a specialist recruitment agency

By using an agency with expertise in your specific sector you will save time and energy.  The agency will understand the market, the current climate and a good recruiter will know exactly where to look for individuals who meet your criteria. They will also be able to advise on matters such as salary level expectations.

If you think we could help you find the perfect new recruit then get in touch.

GoTeq Solutions has moved to a new home

Last month we moved to our new offices and we’re pleased to confirm that the team is settling in well!  We haven’t gone far and have moved down the road from Station Road in Rossett to our shiny new base...

Last month we moved to our new offices and we’re pleased to confirm that the team is settling in well!  We haven’t gone far and have moved down the road from Station Road in Rossett to our shiny new base at Rossett Business Park.  

We did love our old office but new staff and an increasingly busy office meant we simply needed more space. We were lucky enough to find a spacious, light and airy office on the Business Park which is tucked away just over the border in the North Wales countryside. 

We now have plenty of room for client meetings, holding interviews and space for our growing team to expand. Not to mention our own small but perfectly organised kitchen so if clients drop in we can make them a cuppa!

The location is perfect, approximately half-way between Wrexham and Chester, it is close to major road networks and amenities but feels as though we are in the countryside.  It’s a great environment to work in and is also really accessible for when we are out and about meeting clients and making site visits. 

Five reasons to use a recruitment agency

At GoTeq we work with a businesses of different shapes and sizes and across a range of industries.  Our clients have many different reasons for turning to us when they need staff and most of them have used the services...

At GoTeq we work with a businesses of different shapes and sizes and across a range of industries.  Our clients have many different reasons for turning to us when they need staff and most of them have used the services of a recruitment agency before. 

Occasionally though we speak to people who don’t have experience of working with a recruitment partner.  Sometimes this is because they haven’t needed to or their preference is to keep their recruitment process in-house. For some business owners and managers they may prefer to avoid recruitment agencies because of a negative experience with an agency in the past. Others believe they will save money by avoiding recruitment fees. All of this is is understandable, however we know that when the right recruitment partnership is formed using a recruitment agency is productive and brings many benefits.  

Here are five reasons to consider using an agency next time your are recruiting.

Time

Business owners and managers are generally busy people. Recruiting  takes time. Lots of time.  People often underestimate just how long it takes to sift through applications and shortlist for a role. Then there is the time spent arranging interviews, coordinating diaries and communicating with applicants. Not to mention chasing references.  

It’s hard to quantify how many man hours using an agency saves and it varies from employer to employer but there can be no doubt that using an agency saves huge amounts of time. 

Recruiting can be a distraction, when it takes managers away from other aspects of their job then there can be other associated costs to the business.  Again this will vary depending on circumstances but appointing an agency could save money and improve productivity too.  

A good recruiter will do their homework and understand exactly what an employer is looking for. Then ensure their clients see only the CVs from applicants who are serious contenders. 

By discussing requirements at the start of the process and understanding the role and the industry a specialist recruiter will ensure that shortlisting is done effectively.

Job market knowledge

A good recruitment consultant will have a working knowledge of the current jobs market and will be able to advise on the availability of candidates who meet your requirements.  They will also know where to look and will advertise, if necessary, in the right place.  

They may not even need to advertise if they have suitable candidates on their database.  Instant access to individuals who have already expressed an interest in similar roles can mean a quicker, smoother recruitment process.

Industry insight

By using a recruiter with experience in the specific industry you can rely on their knowledge and expertise. A good recruitment consultant will also give you honest feedback and let you know if your expectations are unrealistic in the current market. They will advise if you need to pay a higher salary to secure a candidate with the experience and skills you are asking for but they may also have other solutions and ideas on how to achieve your wish list.

Flexibility

Temporary, permanent, temp-perm using an agency offers the flexibility to recruit quickly whatever the circumstances.  Sometimes you know you need an extra pair of hands (or a whole extra team!) but can’t commit to permanent roles . An agency can help with managing every step of that process.  

Negotiating

Whether it is salary or working conditions a recruitment consultant can help with negotiating and finalising the package. This can benefit the candidate and the employer as it is sometimes the case that a candidate will feel more comfortable negotiating with an agency.  This is more likely to lead to final package which all parties are happy with.

If you are currently looking for new staff then get in touch to discuss your requirements. 

Is contracting overseas the right move for you?

Contracting overseas can be lucrative but whilst some contractors love an overseas assignment it isn’t for everyone.  Here are some things to think about if you are contemplating a stint working abroad.  What is the package?  Are flights/transport and accommodation...

Contracting overseas can be lucrative but whilst some contractors love an overseas assignment it isn’t for everyone.  Here are some things to think about if you are contemplating a stint working abroad. 

What is the package? 

Are flights/transport and accommodation included? What about meals? If not you will need to consider what costs you might incur. Even if your main motivation isn’t financial and you are looking for new experiences or to see different parts of the world it is still important that the numbers add up.

Will you be sharing accommodation? If you are a person who needs their own space then this will be an important factor. 

Do you need to take tools with you and if so how will they be transported?  Are they covered on your insurance? 

How long is the contract for and if it is a long contract will there be opportunities to come home for weekends or short breaks. 

Where will you be based?

Whilst working in a different country might sound exciting the actual location of the work might be anything but. Find out where you will be and what the local area is like. If you intend to work long hours and save money then being in a quiet area might be a good thing but if having nowhere to go and nothing to do is your worst nightmare then it is important to know before you make a decision.

It might seem like a minor thing but what is the local food like. Are you happy to embrace the local cuisine?  Everyone is different, some people will eat anything and love trying new things whilst others miss their Sunday roasts and fish n chips!  

If you are hoping to explore and see some of the country when you aren’t working then consider how you will get about. Are local and regional transport links good. 

Do your research

What is the cost of living where you are going?  What language do they speak? What is the local currency?  Find out about the culture and the laws. Do you need a visa or additional insurance?

What working practices will you need to adhere to? In some countries they tend to start work very early in the morning and take siestas.  In other countries there might be strictly no working on a Saturday or Sunday for religious reasons.  If you have done your research beforehand then you won’t be surprised on disappointed when you arrive and get started.    

Working abroad can be a fantastic experience but it is also a significant commitment. Those who tend to benefit the most are those who are prepared and understand exactly why they are making the decision to contract overseas. 

If you are interested working overseas or are looking for your next overseas contract then do get in touch. At GoTeq Solutions we regularly receive requests for contractors to work abroad.  

If this is something that interests you then let us know and we can keep you updated when opportunities arise.