Crucial reading from Crucial People.

What Would It Take for You to Leave Your Current Role?

Tue, 14 Apr 2026 14:05:21 GMT

Most people don’t suddenly decide to leave their job. It's a build up of things.

There isn’t usually a single moment where everything becomes clear. It’s rarely dramatic. More often than not, it’s a slow build. A few things that don’t quite sit right. A sense that something could be better, even if you haven’t fully defined what that looks like yet.

That’s what makes career decisions difficult. Not because people don’t understand what matters, but because those factors rarely sit in isolation. They overlap, they interact, and they evolve over time. What felt acceptable a year ago might not feel OK today.

When you step back and look at it properly, most decisions to move come down to a familiar set of factors: Pay, Progression, Culture, Autonomy, Security, Responsibility, Recognition, and Work-life balance.

The question isn’t whether these matter. They do. But a time will come when they come to the forefront for you. It is when there is a shift in their balance, in your day-to-day experience of them, and in whether they still align with what you want.

When “Fine” Stops Being Good Enough

A lot of people stay in roles that are, on the surface, perfectly acceptable. The work is manageable. The team is decent. The salary isn’t unreasonable. There’s nothing obviously broken. From the outside, there’s no strong reason to leave. But “fine” has a shelf life.

Over time, small misalignments don’t remain neutral. They build. A lack of progression becomes more noticeable. Feeling undervalued becomes harder to ignore. A workload that once felt manageable starts to feel heavier.

Individually, these things are easy to rationalise. Together, they start to shift how you feel about your role.

That shift is often subtle at first. A bit less engagement. A bit less energy. A growing sense that you’re not quite where you want to be. And that’s usually where the thinking begins.

The Signals You Might Be Overlooking

It doesn’t always present itself as dissatisfaction. In fact, many people who eventually move wouldn’t describe themselves as unhappy. Instead, it shows up in smaller ways.

You might start questioning whether your pay reflects what you actually deliver, particularly if your responsibilities have grown without a corresponding change in package. Not dramatically wrong, just slightly out of sync.

You might notice that your role hasn’t really evolved. The same type of work, the same level of responsibility, the same trajectory. Not uncomfortable, but not moving either.

You might feel that your environment doesn’t quite bring out your best. Not because anything is overtly wrong, but because the way things operate, decisions, communication, and expectations change and this creates a level of friction that gradually wears you down.

Or you might find that you’re capable of more than you’re being trusted with. That you’re delivering, but not owning. Contributing, but not influencing.

None of these are always urgent problems. But they are signals. And over time, they tend to become harder to ignore.

How Your Role Actually Feels Day to Day

If you strip everything back, your experience of a role isn’t defined by the job description or the company overview. It’s shaped by what your working life actually feels like, day in and day out, and it’s the small, repeated moments that compound over time.

Pay , for example, is rarely something you think about constantly. But it tends to surface at specific points. When you take on more responsibility, when you compare yourself to the market, or when you see others being rewarded differently. When it feels aligned, it reinforces a sense of fairness and progress. When it doesn’t, it can quietly sit in the background, influencing how you view your contribution.

Progression shows up in a similar way. It’s not always a formal step change. More often, it’s whether your work is evolving. Are you being stretched? Are you gaining exposure to better projects, better clients, or more complex challenges? Or are you repeating the same cycle? Over time, that distinction has a significant impact on how engaged you feel.

Culture is experienced in the moments that aren’t written down anywhere. It’s how your manager responds under pressure. How decisions are communicated. Whether issues are addressed or avoided. Whether people support each other or operate in silos. These aren’t headline features, but they shape your day more than almost anything else.

Autonomy tends to become most visible when it’s missing. When you’re trusted, you rarely think about it. You simply get on with your work. But when there’s unnecessary oversight, second-guessing, or a lack of control over how you operate, it introduces friction. It slows you down and, over time, reduces how much ownership you feel.

Security is more subtle, but no less important. It’s the difference between feeling settled and feeling slightly on edge. You might not consciously think about it every day, but it shows up in your confidence about the future, the stability of your role, the direction of the business, and the reliability of the work ahead.

Responsibility is where roles often become more meaningful. It’s the difference between executing tasks and owning outcomes. When you’re trusted to take responsibility, your relationship with your work changes. You become more invested. More accountable. More engaged. Without that, it’s easy for work to feel like a series of instructions rather than something you’re genuinely contributing to.

Recognition , like autonomy, is often only fully noticed when it’s absent. When your work is acknowledged through feedback, trust, or opportunity, it reinforces your sense of value. When it isn’t, even consistent high performance can start to feel overlooked. Over time, that lack of acknowledgement can shift your perception of the role more than you expect.

And then there’s the practical reality of how your work fits into your life. Work-life balance isn’t just about the number of hours you work. It’s about how predictable your time is, how manageable your workload feels, and whether you have the flexibility you need. It’s the difference between a role that fits acceptably within your life and one that consistently competes with it.

Individually, each of these factors might seem manageable. You can adapt. You can justify. You can tell yourself it’s temporary. But collectively, they define your experience.

And over time, they shape how you feel about your role far more than the job description ever could.

Why People Stay Longer Than They Should

One of the most common patterns is that people stay in roles long after they’ve started to question them. Not because they’re unaware of the issues, but because none of them feels quite significant enough on their own to justify a move.

There’s always a reason to stay. The familiarity. The relationships. The lack of immediate risk. The sense that things might improve. And sometimes, they do. But often, they don’t change in the way that’s needed.

So the same small misalignments remain. They become normal. Then they become expected. Until something shifts, either internally, when you decide you’ve had enough, or externally, when you see an opportunity that highlights what might be missing.

What Happens If Nothing Changes

This is the part most people avoid thinking about. If you stay exactly where you are, with everything as it is now, what does that look like over time?

In six months, are you more engaged? In a year, are you further forward? In two or three years, are you closer to where you want to be, whether that is financially, professionally, or personally? Or are you largely in the same place, just with more time behind you?

There’s no pressure to move. Staying can absolutely be the right decision. But it should be an intentional one. Because time has a cost. And the longer something stays slightly misaligned, the harder it can be to correct.

What Could Be Better And What That Means for You

A move, when it’s the right one, isn’t just about change; it’s about improvement.

Better alignment between what you do and what you’re paid. Better progression in terms of where you’re heading. A stronger environment that supports how you work. More autonomy, more trust, more meaningful responsibility. It might be a better balance in a setup that actually works with your life, rather than constantly riding roughshod over it. Or it might simply be the difference between feeling engaged and feeling indifferent.

The impact of that isn’t just professional. It affects how you feel day to day. Your energy. Your motivation. Your sense of direction.

Getting it right can have a far bigger effect than most people expect.

A Final Thought

Most people already know what’s missing. They just don’t always take the time to step back and look at it clearly. If you did, honestly, what would you say about your current position?

Maybe you can ignore one if everything else fits. But if a few of those areas aren’t where they should be, the more important question becomes, what are you going to do about it?

If you’re starting to question where you are, that’s worth thinking about the above and paying attention to what no longer works for you. You don’t need to have all the answers. And sometimes a quick, external perspective is enough to bring things into focus.

Sometimes, just hearing yourself say it out loud to someone else is enough.

If it helps, we’re always happy to offer that ear. No pressure. No expectations. Just an honest view to help you make a well-informed decision.

Feel free to get in touch on 02031549423 for a confidential conversation.

Tax law changes in the umbrella supply chain (what clients and contractors need to know)

Thu, 23 Oct 2025 11:52:41 GMT

Umbrella Supply Chain tax laws are changing - what is changing and what does it mean for you?

Updated for the UK’s draft umbrella legislation scheduled to take effect from 6 April 2026 (subject to the Finance Bill 2025–26 becoming law). This plain-English guide explains what’s changing, who’s at risk, and what to do next.

Quick overview

From 6 April 2026, where a worker is paid via an umbrella company and that umbrella fails to operate PAYE/NICs correctly, HMRC can recover the unpaid amounts from others in the supply chain — typically the agency closest to the end-client, or, if there’s no agency, the end-client. This is Joint & Several Liability (JSL). The aim is to clamp down on non-compliance (for example disguised remuneration/loan schemes and mis-handled holiday pay) and close the tax gap.

For end-users and recruitment agencies, this is a nudge to tighten controls around which umbrellas you permit workers to use — both to avoid tax exposure and to stay ahead of any labour-supply continuity issues. For anyone working through non-compliant umbrellas, it’s a flashing red warning. Expect agencies and end-clients to challenge umbrella choices and insist on switches before April 2026. You may also face personal financial risk if a provider collapses.

What exactly is changing

The Joint & Several Liability rule — in a nutshell

Under the new rules, if an umbrella in your chain under-deducts or fails to pay PAYE/NICs, HMRC can seek recovery from others in that chain. In practice, that means the nearest agency to the end-client or, where no agency is involved, the end-client may be pursued for the shortfall. The rules apply to payments made on or after 6 April 2026.

Even if you paid the umbrella on a gross basis (i.e. your invoice included monies intended for tax and NICs), if PAYE/NICs are not correctly operated, the bill can still land with you.

What counts as non-compliance?

Risks include disguised remuneration (loan schemes), incorrect holiday-pay treatment, and other mechanisms that depress taxable pay or misreport deductions. The change is designed to shift incentives so buyers of labour (agencies/end-clients) only use providers that can evidence correct payroll.

Who is in scope — and when end-clients can be liable

Umbrella in the chain: The JSL rule applies where workers are employed by an umbrella supplying labour into a client (directly or via agencies).
Agencies: HMRC can pursue the agency that holds the contract with the end-client if the umbrella fails to account for PAYE/NICs.
End-clients: Where there’s no agency, the end-client can be pursued.
Start date: Rules apply to money paid to workers on or after 6 April 2026 (subject to the legislation completing its passage).

Why the change is happening

Government analysis points to widespread umbrella usage with significant pockets of non-compliance creating a sizeable tax risk. JSL is the chosen enforcement lever after consultation, signalling that liability can move up the chain to the most controllable point — the agency or end-client — to deter the use of high-risk providers.

Risks to end-clients and agencies

Financial exposure
If PAYE/NICs are mishandled by the umbrella, HMRC may recover the shortfall from you, even though you’ve already paid the umbrella’s invoices.
Operational disruption
As PSLs tighten, non-compliant umbrellas may exit the market quickly. If one collapses, you risk missed payrolls, worker disputes, and project delays while you re-paper assignments.
Reputational damage
News that workers went unpaid or that HMRC sought recovery from a high-profile hiring organisation can undermine candidate trust and vendor relationships.

Risks to contractors

Non-payment risk
If your umbrella folds, wages and holiday pay can be at risk, and HMRC may still expect the correct tax to be paid.
Forced provider switches
Expect agencies and clients to challenge your umbrella choice and, where needed, ask you to switch to a vetted provider before April 2026. This protects the whole supply chain.
Admin friction (short term, worth it)
You may have to complete a new registration, portal setup and ID checks, P45 and New Starter forms — a small price to avoid bigger problems later.

Signals of a compliant umbrella (FCSA/SafeRec)

Independent accreditation is the quickest trust signal.

FCSA Accreditation — industry-recognised standards with annual independent assessment; check the public member directory to verify status.
SafeRec Certification — live/payroll-at-source auditing with a public directory of certified umbrellas and tooling for PSL management/monitoring.

Best practice: choose umbrellas that are FCSA-accredited or SafeRec-certified, ideally both, and verify on the public registers. Organisations in the supply chain should save certificates/screenshots to the audit file and re-check quarterly.

The documents that protect you (KIDs, payslips and reconciliations)

Key Information Document (KID)

A KID explains pay, deductions, holiday and benefits and should be issued before work starts. Ensure the KID matches the actual engagement route (umbrella PAYE vs PSC vs agency PAYE) and reflects the real rates and deductions. File it with the assignment documents.

Payslips and reconciliations

Before paying an umbrella, sample a redacted payslip and a simple invoice-to-payslip reconciliation showing: taxable gross, PAYE, employee NICs, employer NICs, Apprenticeship Levy, holiday pay and the umbrella margin. Keep this with your PSL evidence; it’s your first line of defence if HMRC asks questions.

What end-clients and agencies should do now

Make someone accountable
Appoint a risk owner (Finance/HR Ops/Compliance). Put umbrella compliance on your risk register and audit plan.
Lock a vetted PSL
Require umbrellas to be FCSA-accredited or SafeRec-certified (preferably both). Verify on the public registers, save evidence, and re-verify quarterly with diary reminders for certificate expiry.
Tighten onboarding
Confirm the route (umbrella PAYE vs PSC vs agency PAYE).
Issue a KID before day one and re-issue if anything material changes.
Check the money flows
Sample payslip and reconciliation before approving payments.
Only pay the umbrella named in your contract, to a UK business account in that name.
Maintain an audit trail
Keep a central folder with accreditation proof, KIDs, payslip/reconciliation samples, quarterly PSL reviews and compliance communications.
Prepare a contingency plan. If an umbrella fails or falls off your PSL:

Pause new timesheets to that entity and brief workers the same day.
Switch to a pre-vetted alternate; re-paper assignments rapidly.
Verify first payslips from the new provider before releasing bulk payments.

What contractors should do now

Spend 15 minutes to future-proof your pay:

Accreditation: choose an umbrella that’s FCSA-accredited or SafeRec-certified (ideally both). Verify the listing on the public register.
Payslip clarity: keep each payslip; check it shows taxable gross, PAYE, EE/ER NICs, Apprenticeship Levy, holiday pay and margin.
Holiday pay policy: confirm accrued vs rolled-up, and when it’s paid.
Who gets paid: your agency/client should pay the umbrella named in your contract — no third-party or overseas accounts.
KID in hand: make sure you received a Key Information Document before you started. If the route changed, ask for a new one.
Red flags: loan/credit schemes to boost net pay, routine “expenses” that depress taxable pay, requests to split payments, or refusal to share a reconciliation. If you see these, ask to switch provider before your next timesheet.

FAQs

Does this replace IR35/off-payroll rules?

No. This targets PAYE compliance in umbrella arrangements. IR35/off-payroll still applies to PSC engagements. Different rules, different risks.

Will end-clients always be liable?

No. HMRC may pursue others in the chain. Often that’s the agency nearest the end-client; where there’s no agency, the end-client can be pursued. Facts and evidence will determine the outcome.

What if my umbrella collapses?

Workers: contact your agency immediately and switch to a vetted umbrella; keep your KIDs, payslips and contract.
Clients/agencies: activate your contingency plan, re-paper assignments, and verify first payslips before releasing payments.

Is accreditation mandatory?

No law mandates a specific accreditation. But many organisations treat FCSA and/or SafeRec as due-diligence benchmarks because they provide independent assurance (and in SafeRec’s case, live payroll auditing). Always verify on the public registers.

Key takeaways

From 6 April 2026, liability for unpaid PAYE/NICs in umbrella chains can move up the chain — to the nearest agency or, if no agency, the end-client.
Expect tougher PSLs and provider switches ahead of April 2026; non-compliant umbrellas may disappear quickly, risking worker non-payment and project disruption.
End-clients/agencies: name a risk owner, require FCSA/SafeRec accreditation, verify deductions with payslip/reconciliation sampling, and keep a central audit trail.
Contractors: verify your umbrella now, keep payslips and KIDs, and be willing to switch if your provider can’t evidence compliance.

How Crucial People can help

At Crucial People, we help smart-buildings employers and contractors stay compliant without losing flexibility. We can:

Map your labour supply chain and stress-test your PSL
Verify accreditation (FCSA/SafeRec) and diarise re-checks
Help you prepare a contingency playbook so a provider failure doesn’t stop payroll
We can even handle your Umbrella payroll for you so you are de-risked.

Our compliance promise

Crucial People partners only with umbrella companies that hold current FCSA or SafeRec accreditation — ideally both. We verify listings on the official registers and review providers quarterly as part of our PSL governance.

Ready to de-risk your contractor supply chain?

Message us for a 20-minute readiness review, a PSL template, and a one-page checklist you can share with Finance/HR.

Impact of Small Companies Legislation on IR35: What Hiring Businesses and Contractors Need to Know

Tue, 29 Apr 2025 11:05:15 GMT

IR35 and Small Company Thresholds Are Changing – Here's What It Means for You.

Changes to the small company definition under UK company law came into effect from 6 April 2025 , with important implications for the off-payroll working rules (IR35) . While these changes are due to take effect from April 2025, they are unlikely to impact IR35 obligations in practice until at least April 2027 . So what do you need to know?

What is IR35?

IR35, formally known as the Intermediaries Legislation, was introduced in April 2000 under the Finance Act 2000, then consolidated into Chapter 8 of ITEPA 2003, and then reforms were rolled out to the Public Sector in April 2017, and the Private Sector in April 2021.

The rules were designed to address perceived tax avoidance by individuals operating as contractors through intermediaries such as Personal Service Companies (PSCs). The legislation seeks to ensure that individuals who work under similar conditions to employees are taxed in a similar manner, regardless of whether they operate through a Limited Company.

In simple terms, IR35 ensures that if someone is effectively working as an employee, they should be taxed like an employee—regardless of how they’re paid.

How IR35 Works.

Under the current off-payroll rules, private sector businesses classified as medium or large and ALL Public Sector organisations, are responsible for determining the IR35 status of contractors operating through intermediaries.

They must undertake an individual IR35 Assessment on the role and the worker, and provide a Status Determination Statement (SDS) outlining the outcome and rationale of their assessment as to whether the contract would sit ' Inside IR35' or 'Outside IR35'.

Small companies , however, are exempt. In these cases, responsibility for determining employment status and ensuring correct tax treatment remains with the contractor’s intermediary.

A business is currently defined as “small” if it meets at least two of the following criteria:

Annual turnover not more than £10.2 million
Balance sheet total not more than £5.1 million
No more than 50 employees

What’s Changing After April 2025?

From 6 April 2025, the Companies (Accounts and Reports) Regulations 2024 will revise the thresholds as follows:

Annual turnover: increased to £15 million
Balance sheet total: increased to £7.5 million
Employee count: remains unchanged at no more than 50 employees

These changes are expected to reclassify approximately 14,000 companies as "small."

This means some businesses currently responsible for IR35 status decisions will no longer be . The responsibility will shift back to the contractor’s PSC.

Note: A business must meet these small-company criteria for two consecutive financial years before the change takes effect. So in practice, most companies won't be reclassified until at least April 2027 .

What Does ‘Inside’ vs ‘Outside’ IR35 Mean?

Inside IR35:

The contractor is effectively an employee for tax purposes.
Income Tax and National Insurance are deducted at source by the fee payer.
Payment is made via payroll (e.g., through an umbrella company or directly by the client or agency).

Outside IR35:

The contractor is deemed as genuinely self-employed.
They invoice for their work, are paid to their Ltd Company and manage their own tax affairs.
No PAYE deductions apply.

Recommended Actions for Companies

Review financials and headcount to assess whether your business may qualify as small under the new thresholds.
Understand the two-year qualification requirement for small company status under IR35.
Continue to comply fully with current IR35 obligations until your company is formally reclassified.
Inform contractors in advance of any expected changes in responsibility to support a smooth transition .
Remember, you must keep PAYE records fo r 3 years and company tax–related documents (including SDS evidence) for 6 years.

Tip: Take reasonable care with every IR35 decision. As a minimum, use HMRC’s CEST tool as a guide, but don’t rely on it alone. Failure to “take reasonable care” in status determinations can lead to penalties or unexpected tax liabilities.

We at Crucial People go one step further and utilise a specialist IR35 review tool to conduct and produce SDSs for all contractor engagements.

Recommended Actions for Contractors (Ltd Co / PSC)

If you operate through a PSC and work with small businesses your company is responsible for determining your IR35 status and is responsible for the decision and any financial liabilities.

That means:

Be aware of upcoming changes and the shift in compliance responsibility where clients become small.
Review your working arrangements and take professional advice if necessary.
You may formally request confirmation of a client’s size classification.
If the client confirms they are small, you will be responsible for assessing your own IR35 status for the relevant tax year. If no response is received, legal recourse may be available.
Be aware, that if you are working in a contract deemed inside IR35 for a company in the £10.2m-£15m range, once you are again responsible for your own determinations, you cannot in the same role, under the same working practices, just simply switch from an 'Inside' determination to a self-determined 'Outside' classification.

Tip: If you're unsure, speak to an IR35 expert or accountant familiar with contracting.

Final Thoughts: Preparation Is Protection

IR35 isn't going anywhere—and neither is contractor talent. The key is knowing who’s responsible, when, and how to assess IR35 properly.

For hiring businesses, it’s about being thorough, fair, and proactive.
For contractors, it’s about staying informed and taking responsibility where required.

At Crucial People , we support both sides of the table. Whether you’re a business hiring technical specialists, or a contractor navigating IR35, we’ll help you understand where you stand—and what to do next.

Need IR35 Help?

Not sure if your business will be reclassified after April 2025?
Want support engaging contractors or handling IR35 assessments?
Are you a contractor confused about your status?

We’ve got you. Get in touch and let’s make sure IR35 compliance doesn’t trip you up.

info@crucial-people.com or call on 0203 154 9422.

Changing jobs is stressful: A Guide for Job Seekers and Employers

Thu, 13 Jun 2024 11:03:17 GMT

Changing jobs is stressful: A Guide for Job Seekers and Employers

Changing jobs is one of the most stressful events in life, often ranking alongside major life changes such as moving house or experiencing a loss.

For job seekers, the uncertainty and pressures can be overwhelming, while employers must recognise the impact their recruitment processes can have on candidates.

This blog explores why changing jobs is so stressful, offers strategies for managing this stress, and provides guidance for employers to minimise the strain on potential employees.

Why Changing Jobs is Stressful

The Fear of the Unknown

One of the primary reasons job changes are stressful is the fear of the unknown. Entering a new environment, learning new tasks, and adapting to different company cultures can be daunting. The uncertainty about whether the new job will meet expectations adds to the anxiety.

Financial Concerns

Financial instability during a job transition can also be a significant stressor. What if it doesn't work out? Are we financially okay? Am I missing out on my next pay rise? The fear of not having a steady income, especially if there is a gap between jobs, can create substantial pressure on individuals and their families.

Impact on Personal Identity

For many people, their job is a core part of their identity. Changing jobs can feel like losing a part of oneself, leading to emotional turmoil and a sense of insecurity.

Managing Your Mindset

Embrace the Change

Instead of fearing change, try to embrace it. View the job transition as an opportunity for growth and new experiences. Maintaining a positive outlook can reduce anxiety and help you stay motivated.

Revisit your 'Why' and focus.

If you are feeling overwhelmed, think back to why you started the process. Something wasn't right and you needed to change it, and you probably still do. So what is it? The money? The job satisfaction? The travel? The management? What would correcting that thing mean for you? Now refocus.

Set Realistic Expectations

Having realistic expectations about the job search process can help manage stress. Understand that finding the right job takes time and that setbacks are a normal part of the journey.

Practise Self-Compassion

Be kind to yourself during this process. Recognise that it’s okay to feel stressed and that you’re not alone. Self-compassion can improve your resilience and overall well-being.

Staying Focused and Avoiding Poor Decisions

Develop a Plan

Create a structured job search plan with clear goals and timelines. Breaking down the process into manageable steps can help you stay focused and organised.

Avoid Impulsive Decisions

High stress levels can lead to impulsive decision-making. Take your time to evaluate job offers and consider how they align with your long-term career goals. Avoid accepting a job out of desperation.

Seek Support

Lean on your support network, whether it’s friends, family, or professional mentors. Their guidance and encouragement can help you stay grounded and make informed decisions.

Dealing with Rejection

Normalise Rejection

Understand that rejection is a common part of the job search process. It’s not a reflection of your worth or abilities but rather a mismatch between your skills and the employer’s needs.

Learn from Feedback

If you receive feedback from employers, use it constructively. Identify areas for improvement and consider how you can strengthen your future applications and interviews.

Maintain Resilience

Resilience is crucial when dealing with rejection. Keep moving forward and remind yourself of your strengths and accomplishments. Each rejection brings you closer to the right opportunity.

Coping with No News

Manage Expectations

Understand that hiring processes can be lengthy and involve multiple stages. Employers often need time to make decisions, so manage your expectations and be patient.

Follow Up Professionally

If you haven’t heard back after a reasonable period, send a polite follow-up email. This shows your continued interest in the position and can prompt a response from the employer.

Stay Engaged

Continue applying for other positions while waiting for responses. Keeping your job search active will reduce the anxiety of waiting and increase your chances of finding the right job.

Recentre and Focus on You

Prioritise Self-Care

During the job search, it’s essential to prioritise self-care. Engage in activities that reduce stress, such as exercise, meditation, or hobbies. Taking care of your physical and mental health will improve your overall resilience.

Reflect on Your Goals

Take time to reflect on your career goals and aspirations. Consider what you truly want from your next job and how it aligns with your long-term plans. This clarity will guide your job search and decision-making process.

Maintain Balance

Maintain a healthy work-life balance during your job search. Avoid letting the search consume all your time and energy. Balance your efforts with relaxation and social activities.

Minimising Stress as an Employer

I often see that employers approach recruitment as a process only for them. Their needs, their wants, their timelines, which is understandable. But it is important to remember that you are dealing with people. People who are putting themselves into a high-stress situation. People who sometimes have had to put themselves through some emotional turmoil to even come to the decision to begin their journey. People who have been deeply loyal and feel bad for wanting a new job. People who are nervous about changing jobs. People who may have anxiety with the job hunt as they have worked in the same place for years. People who are stretching themselves for their betterment and whilst completely capable will have imposter syndrome. People who are left in a heightened state when nervously waiting for feedback or decisions. So be understanding, considerate and compassionate.

Streamline the Recruitment Process

A lengthy and complicated recruitment process can add unnecessary stress for candidates. Streamline your procedures to make them as efficient and straightforward as possible. Avoid a protracted five-stage process where they need to meet every man and his dog and do a presentation.

Avoid an interrogation

Yes, you have questions to ask, and you need to make sure the candidate is a good fit for the role and the company. Of course, you need to assess their competency and put them to the test at the Interview. But it doesn't have to be an interrogation, and it certainly doesn't need to feel like an obstacle course of trick questions. Ask what you need, be very clear on what you are asking, and explain why it has relevance for the job. Give them time to answer. If you need to follow up to clarify, do so, but don't turn it into a questioning machine gun. I've heard interviewers complain that the candidates didn't answer their questions properly. I'll challenge; did you ask your questions properly?

Provide Clear Communication

Clear and timely communication is vital. Keep candidates informed about the stages of the recruitment process and provide regular updates. Transparency reduces anxiety and builds trust.

Offer Constructive Feedback

A huge gripe I have is a lack of constructive feedback. "Sorry, they weren't a fit" or "we saw someone better" doesn't really help anyone. Providing constructive feedback to unsuccessful candidates can help them understand why they were not successful, rather than leaving them wondering and doubting themselves. It will help them to improve and feel valued. This positive interaction enhances your reputation as an employer and ultimately supports the candidate’s growth.

Show Empathy and Respect

Show empathy and respect throughout the recruitment process. Understand that job searching is stressful and acknowledge the effort candidates put into their applications. This approach fosters a positive experience and leaves a lasting impression.

The Importance of Communication and Updates

No News is Not Good News

Leaving candidates in the dark is one of the most significant stressors in the job search process. Ensure you provide regular updates, even if there is no new information. Letting candidates know they are still under consideration keeps them engaged and reduces anxiety.

Build a Positive Employer Brand

A well-managed recruitment process reflects positively on your employer brand. Candidates who feel respected and informed are more likely to speak highly of your company, even if they don’t get the job. This reputation can attract top talent in the future.

Foster Long-Term Relationships

Maintaining good communication with candidates can foster long-term relationships. Even if a candidate isn’t the right fit for the current role, they may be suitable for future opportunities. Ensuring that prospective candidates, whether successful or not, have a positive experience of your recruitment process ensures they remain interested in your company.

Summary

Changing jobs is undoubtedly a stressful experience, but with the right mindset and strategies, job seekers can manage this stress effectively. Employers, too, have a crucial role in minimising stress through a well-structured and empathetic recruitment process. By prioritising communication, offering support, and maintaining transparency, both job seekers and employers can navigate the job change journey with greater ease and confidence.

For Job Seekers: If you're ready to take control of your job search, start implementing these strategies today. Update your CV, practice self-care, and keep pushing forward. The right opportunity is out there waiting for you.

For Employers: Reflect on your recruitment practices and make the necessary changes to support and attract top talent. Streamline your processes, maintain transparency, and provide regular updates to candidates. Your efforts can make a significant difference in someone's career journey.

Together, let's make the job change process a positive and empowering experience for everyone involved.

Mastering New Employee Onboarding

Fri, 13 Oct 2023 11:43:07 GMT

Started is not onboarded and it is definitely not embedded

You've successfully recruited a new hire—congratulations! But hold off on the celebrations; the journey has just begun. Effective onboarding is your secret weapon for retention and engagement.

The Importance of Onboarding

The onboarding process is more than just a series of administrative tasks; it's the first step in a long-term relationship between an employee and a company. A well-executed onboarding plan can be the difference between a disengaged employee and a fully integrated team member. This is where our 30, 60, 90-day check-in plan comes into play. It can make the difference between a disengaged employee and a fully integrated team member.

Pre-Boarding: The Prequel to Success

Before the employee's first day, the pre-boarding phase lays the groundwork for successful onboarding. Ensuring a ready workspace and tech setup smooths the way for day one. A personalised welcome email from the line manager outlines the agenda and introduces key team members, easing first-day nerves. Lastly, a casual chat one to two weeks prior answers initial questions and makes the new hire feel valued and informed.

Welcoming: The First Impression

The first day sets the tone for an employee's entire experience. A warm welcome isn't just polite; it's a crucial part of making new hires feel valued and engaged from day one. This is the first step in a process that goes beyond mere onboarding—it's about embedding new hires into the fabric of your company.

The 30-Day Check-In: Laying the Foundation

The 30-day mark is a critical point for assessing initial impressions, role understanding, and immediate training needs. It's not just about ticking boxes; it's about engaging the new hire in a meaningful way. This is also the time to start discussing cultural alignment and team fit, ensuring that the new hire not only understands the company culture but also feels a part of it.

The 60-Day Check-In: Adaptation and Alignment

By the 60-day mark, the new hire is getting more comfortable but might still have gaps in their skills or understanding of the company culture. This check-in is about identifying those gaps and filling them. It's also an opportunity to discuss career development, laying the groundwork for long-term engagement.

The 90-Day Check-In: From New Hires to Team Champions

The 90-day check-in is where you start to see the return on your onboarding investment. By now, new hires should be fully integrated into their teams and aligned with the company culture. This is the time to transition them from being new hires to becoming champions—or even ambassadors—for your company.

What's In It For Me (WIFM)?

Make sure their onboarding process isn't jut what they need to do for you. They need to understand and see the value for them. Employees are more likely to be engaged when they see the direct benefits to them—whether it's career development, skill-building, or opportunities for advancement. The WIFM factor should be a thread that runs through your entire onboarding process, from the 30-day check-in right through to career development discussions at the 90-day mark and beyond.

The impact

Effective onboarding is an ongoing commitment. By getting it right, you're not just retaining talent—you're creating brand advocates for your company. Far from a one-and-done task; it's a continuous process that evolves over time.

The 30, 60, and 90-day check-in plan is a framework that helps you not just onboard new hires, but also engage them, align them culturally, and embed them into your team for the long term. By focusing on these key milestones, you're not just retaining talent; you're creating ambassadors for your company culture and champions for your brand.

If you would like a copy of our FREE onboarding and 30/60/90 day onboarding plan fill in the form below.

How to Successfully Discuss a Pay Rise with Your Manager

Mon, 09 Oct 2023 19:11:47 GMT

Face your Fears

The fear of asking for a pay rise is real. You might worry about seeming greedy or that your request will somehow put your job at risk. But let's debunk these myths.

Asking for more money at work can feel like an Oliver Twist scenario—standing with your empty bowl and mustering the courage to say, "Please, sir, I want some more."

But unlike the workhouse supervisors of Dickensian England, most managers are far more open to discussing your financial worth. In this blog, we'll delve into the do's and don'ts of asking for a pay rise, how to face your fears, and why it's crucial to negotiate with your manager before dusting off your CV or ringing up a recruiter.

Most managers expect salary discussions as part of career growth. To ease your fears, jot down your achievements and contributions to the company. This exercise will not only boost your self-confidence but also provide you with concrete talking points.

DO:

Do Your Research

Knowledge is power. Look into industry salary benchmarks and evaluate where you stand. This will give you a solid foundation for your request.

Choose the Right Time

Timing can make or break your case. Opt for a moment when you're not swamped with work, and your manager is not under pressure.

Be Prepared with Facts

Numbers don't lie. Compile data that supports your request, such as performance metrics, completed projects, or any cost-saving measures you've implemented.

Be Clear and Specific

Ambiguity is your enemy. Clearly outline what you're asking for, whether it's a specific percentage increase or a move to the next pay grade.

Show Enthusiasm for Your Role

Let your passion shine through. Discuss your future plans within the company and how you aim to contribute further.

Be Open to Non-Financial Offers

Money isn't everything although I know everyone is feeling the pinch at the moment. If a salary increase isn't possible, be open to other benefits like professional development courses or a better work-life balance.

Ask for Feedback

Open the floor for discussion. Ask your manager what steps you can take to improve your performance and increase your value to the company.

Follow Up

Don't let the conversation end in the meeting room. Send a thank-you email summarising what was discussed and the agreed-upon next steps.

Don't:

Don't Be Overly Emotional

Maintain a professional demeanour. Emotional appeals rarely work in a business setting.

Don't Ultimatum Unless You Mean It

Ultimatums can be risky. Make sure you're prepared for any outcome if you decide to go this route.

Don't Compare Yourself to Co-workers

Stick to your own track record. Bringing others into the conversation can complicate matters.

Don't Be Vague

Specificity is key. Instead of saying you've done 'good work,' provide examples that demonstrate your contributions.

Don't Forget to Listen

This is a dialogue, not a monologue. Your manager's input can offer valuable insights into your career development.

Don't Neglect Timing

Avoid asking for a raise during company-wide budget cuts or downturns. Your timing should align with the company's financial health.

The Importance of Negotiation

Negotiation is more than a transaction; it's a strategic discussion. It provides an opportunity to align your career trajectory with the company's goals. Being open to counter-offers, such as additional responsibilities for more pay or alternative benefits, can lead to a more fulfilling work experience.

When to Consider Other Opportunities

If you've tried all avenues and still find yourself at a standstill, it may be time to explore new horizons. However, before you jump ship, ensure you've done everything possible to improve your current situation. This includes multiple rounds of negotiation and seeking additional feedback.

A big BUT

Before you start updating your CV or reaching out to a recruiter, it's crucial to have a clear and candid conversation about your salary expectations with your current employer. Here's why:

Clarity of Mind

When you're clear about your worth and what you're looking for, you're less likely to be swayed or influenced by external factors, such as a recruiter who might steer you towards roles that don't necessarily align with your career goals. Knowing your value within your current organisation can serve as a benchmark for evaluating other opportunities. And actually, it really is helpful to us if you are very clear in what you do want.

Professional Integrity

Accepting a counter-offer after you've engaged with another employer or recruiter can reflect poorly on your professional integrity. It can give the impression that you were using the job offer as a bargaining chip, which can harm your reputation not just with your current employer but also within your broader professional network.

Wasted Time and Resources

The recruitment process is time-consuming and costly for employers. If you accept a counter-offer after going through multiple rounds of interviews with a prospective employer, this can leave a bad impression and may even result in you being blacklisted for future opportunities with that company.

Future Career Prospects

Switching jobs is not just about salary; it's a career move that should align with your long-term goals. If you accept a counter-offer without fully considering this, you may find yourself in a role that doesn't offer the career progression or job satisfaction you seek. This can lead to job-hopping, which can be a red flag for future employers.

Strained Relationships

Accepting a counter-offer can strain your relationship with your current employer. They may question your loyalty moving forward, which could impact your career progression within the company.

Before you consider jumping ship, make sure you've done everything possible to negotiate your worth within your current role. It's not just about getting a better deal; it's about making a well-informed decision that aligns with your career aspirations and maintains your professional integrity.

Summary

The fear of asking for a pay rise is a common but surmountable obstacle. Far from being a Dickensian ordeal, most managers are open to discussing your financial worth as part of your career growth. Do your research and choose the right time, and by having a calm and reasoned discussion and avoiding emotional appeals and ultimatums, you may well get the outcome you are looking for.

Embrace the value of negotiation as a strategic tool for aligning your career goals with the company's objectives. If you find yourself at an impasse even after exhaustive negotiation, it may be time to explore new opportunities—but only after you've done everything possible to improve your current situation. So go ahead, and muster the courage to ask for that "more" you deserve; you might be pleasantly surprised by the outcome.

Best of luck, and may your bowl always be full!

if you want more advice, we are happy to hear from you at 02031549423 or info@crucial-people.com

Unlocking Employee Happiness: Strategies for Long-Term Retention and Satisfaction

Tue, 08 Aug 2023 10:14:20 GMT

Introduction

In today's fiercely competitive job market, employers are constantly seeking effective strategies to keep their top talent engaged and invested in the organisation. The globalisation of the workforce, coupled with the rise of remote working opportunities, has created an environment where employees have more choices than ever before. This has led to a shift in power dynamics, placing employees in a position to demand more from their employers.

Whether through offering competitive compensation, providing opportunities for career growth and development, or creating a supportive work-life balance for employees, it's vital to keep retention at the forefront of business strategy. Gone are the days when a simple salary package was enough to attract and retain the best in the industry.

Today's employees are looking for a holistic approach that not only recognises their contributions but also nurtures their professional and personal growth.

Competitive Compensation: In an era where information about salary ranges and benefits is readily available, organisations must ensure that their compensation packages are not only fair but also aligned with industry standards. This includes not just the base salary but also bonuses, benefits, and other financial incentives that make an employment offer attractive.

Career Growth and Development: The modern workforce is driven by opportunities for continuous learning and growth. Employees are no longer satisfied with stagnant roles; they seek clear career pathways, mentorship, training, and opportunities to expand their skill sets. Organisations that invest in the professional development of their employees are more likely to retain top talent.

Work-Life Balance: The importance of a healthy work-life balance cannot be overstated. With the blurring lines between work and home, especially in the context of remote working, employees are seeking flexibility and support from their employers. This includes flexible working hours, mental health support, and a culture that values life outside of work.

By focusing on these key areas, organisations can create an environment that not only attracts top talent but also encourages them to stay. Employee retention is not a one-size-fits-all approach; it requires a tailored strategy that considers the unique needs and expectations of the workforce. It's a continuous process that demands attention, investment, and a genuine commitment to creating a workplace where employees feel valued and supported.

Let's explore various strategies that your organisation can implement to ensure long-term employee happiness and satisfaction. In the following sections, we will delve into the practical steps and innovative approaches that can make your organisation a preferred place to work, fostering loyalty and driving success in today's complex business landscape.

Competitive Compensation

Understanding Market Trends

Analysing Industry Standards and Trends

In an ever-changing business landscape, understanding the prevailing compensation trends is essential. Regularly reviewing industry standards ensures that your organisation remains competitive. Here's how you can approach this:

Stay Informed: Subscribe to industry reports, attend webinars, and network with peers to stay abreast of the latest trends in compensation.
Benchmark Regularly: Utilise tools and services that provide data on industry salary standards. Compare your organisation's compensation packages with those of competitors to identify gaps or advantages.
Adjust Accordingly: Be prepared to make necessary adjustments to your compensation strategy to align with industry norms. This proactive approach helps in retaining existing employees and attracting new talent.

Importance of Offering Competitive Salaries and Benefits

Attracting and retaining top talent requires a compensation package that matches or exceeds industry norms. Here's why it's crucial:

Attract Top Talent: Competitive salaries and benefits act as a magnet for skilled professionals looking for new opportunities.
Reduce Turnover: Employees are less likely to seek opportunities elsewhere if they feel they are fairly compensated.
Enhance Reputation: Being known for offering competitive compensation can enhance your organisation's reputation, making it a preferred employer in the industry.

Tailoring Compensation Packages

Customising Benefits to Meet Individual Employee Needs

Every employee is unique. Tailoring benefits to individual needs can increase satisfaction and loyalty. Here's how to do it:

Understand Employee Preferences: Conduct surveys or one-on-one discussions to understand what benefits are most valuable to your employees.
Offer Flexible Packages: Provide options for employees to choose the benefits that best suit their needs, such as flexible working hours, childcare support, or additional vacation days.
Communicate Clearly: Ensure that employees understand the available options and how to select the benefits that are right for them.

Examples of Innovative Compensation Strategies

From stock options to wellness programmes, innovative compensation strategies can set your organisation apart. Consider these approaches:

Stock Options: Offering stock options can align employees' interests with the company's growth and success.
Wellness Programmes: Investing in employees' health through wellness programmes can increase overall satisfaction and productivity.
Continuous Learning Opportunities: Providing access to courses, workshops, and training can be a valuable part of the compensation package, fostering professional growth.
Unique Perks: Think outside the box and offer unique perks that resonate with your workforce, such as pet insurance, travel allowances, or hobby-related classes.

Opportunities for Career Growth and Development

Creating Clear Career Pathways:

Importance of Transparent Career Progression

In today's dynamic work environment, employees seek more than just a job; they look for a career. Transparent career progression is not just a perk but a necessity for retaining top talent.

Understanding Employee Aspirations: Regular one-on-one meetings to understand individual career goals and aligning them with organisational objectives can foster a sense of purpose.
Clear Communication of Opportunities: Providing clear information about potential career paths, promotional criteria, and opportunities for advancement creates trust and motivation.
Regular Performance Reviews: Regular and transparent performance evaluations help employees understand where they stand and what they need to do to advance.

Strategies for Employee Skill Development

Investing in the continuous growth of employees is a win-win for both the individual and the organisation.

Training Programmes: Tailor-made training programmes that focus on both hard and soft skills can enhance employee capabilities.
Mentorship Programmes: Pairing employees with experienced mentors can provide guidance, support, and insights into career progression.
Recognition of Achievements: Acknowledging and rewarding skill development encourages employees to continue growing.

Investing in Continuous Learning:

Offering Training Programmes, Workshops, and Courses

Continuous learning is the cornerstone of innovation and growth. Here's how to implement it:

Identify Skill Gaps: Regular assessments can help identify areas where training is needed.
Diverse Learning Opportunities: Offering a mix of online courses, workshops, and in-house training caters to different learning preferences.
Alignment with Business Goals: Ensure that training programmes align with both individual career goals and broader business objectives.

Encouraging a Culture of Continuous Learning and Growth

A culture that values learning not only attracts top talent but also nurtures their growth.

Leadership Support: Leaders who champion learning set the tone for the entire organisation.
Learning Resources: Providing access to books, online platforms, and other learning resources empowers employees to take charge of their development.
Celebrating Learning: Creating a culture where learning is celebrated encourages continuous personal and professional growth.

Supporting Work-Life Balance

Flexible Work Arrangements:

Benefits of Remote Work and Flexible Hours

In the modern workplace, flexibility is more than just a perk; it's a necessity. Here's why:

Increased Productivity: Allowing employees to work remotely or choose flexible hours can lead to increased productivity. By working during their peak energy levels, employees can accomplish more in less time.
Enhanced Employee Well-being: Flexibility in work arrangements supports a better work-life balance, reducing stress and burnout. Happier employees are often more engaged and committed to their work.

How to Implement Flexibility Without Sacrificing Productivity

Implementing flexible work arrangements doesn't have to mean compromising efficiency. Here's how to do it right:

Set Clear Expectations: Outline the responsibilities and expectations for remote or flexible work. Make sure employees understand what is expected of them.
Foster Trust and Communication: Regular check-ins and open communication channels ensure that everyone stays on the same page. Trust your employees to manage their time effectively and encourage them to reach out with any concerns.
Utilise Technology: Use collaboration tools and project management software to keep track of progress and facilitate teamwork.

Promoting a Healthy Work Environment:

Importance of Mental and Physical Well-being

A healthy work environment goes beyond physical safety; it encompasses mental and emotional well-being as well:

Overall Well-being Leads to Productivity: Employees who feel mentally and physically well are more likely to be productive and engaged in their work.
Reduces Absenteeism: Supporting employee well-being can reduce absenteeism and turnover, saving costs and maintaining continuity in your team.

Strategies for Creating a Supportive and Inclusive Workplace Culture

Creating a supportive and inclusive culture is essential for long-term retention. Here's how to foster such an environment:

Offer Mental Health Support: Consider providing access to mental health resources, such as counselling services or wellness programmes. Encourage open conversations about mental health.
Promote Inclusivity: Ensure that your workplace policies are inclusive and that diversity is celebrated. Provide training on unconscious bias and create channels for open dialogue.
Encourage Physical Wellness: Offer opportunities for physical exercise, whether through gym memberships, walking meetings, or encouraging regular breaks. Physical health contributes to overall well-being.
Recognize and Reward Efforts: Regularly acknowledge and reward employees' efforts. Recognition fosters a positive work environment and shows employees that their contributions are valued.

Measuring Employee Satisfaction

Regular Feedback and Surveys:

Importance of Understanding Employee Needs and Concerns

Understanding the needs and concerns of employees is at the heart of a successful retention strategy. Regular feedback is not just a tool for assessment; it's a vital communication channel that helps in understanding and addressing employee concerns proactively.

Open Dialogue: Encourage an open dialogue where employees feel comfortable sharing their thoughts and concerns. This fosters a culture of trust and collaboration.
Timely Responses: Addressing concerns promptly shows that the organisation values its employees' opinions and is committed to their well-being.
Actionable Insights: Feedback provides actionable insights that can be used to make informed decisions, enhancing the overall work environment.

Tools and Methods for Gathering Feedback

Various tools and methods can be used to gauge employee satisfaction, each with its unique benefits:

Annual Surveys: These provide a comprehensive overview of employee satisfaction and can be tailored to assess specific areas of interest.
Regular One-on-Ones: Personal meetings with employees offer a more intimate understanding of individual needs and concerns.
Feedback Apps and Platforms: Utilising technology can make the feedback process more efficient and engaging, allowing for real-time insights.

Analysing Retention Metrics:

Key Metrics to Track for Retention Success

Retention success is not just about intuition; it requires careful tracking and analysis of specific metrics:

Turnover Rate: A high turnover rate may indicate underlying issues with job satisfaction, compensation, or work-life balance.
Employee Engagement: Measuring engagement levels can provide insights into how connected employees feel to their work and the organisation.
Performance Metrics: Understanding how well employees are performing can help in identifying areas for growth and development.

How to Use Data to Drive Continuous Improvement

Data-driven decisions are essential in today's business environment. Here's how to leverage data for targeted improvements in retention strategies:

Identify Trends: Analyse data over time to identify trends and patterns that may indicate potential challenges or opportunities.
Set Clear Goals: Based on the insights gathered, set clear and measurable goals for improvement.
Monitor Progress: Regularly review progress towards the set goals, making necessary adjustments to ensure success.
Involve Employees: Engage employees in the process, as their insights and participation can add valuable perspectives.

The journey towards long-term employee happiness and satisfaction requires a holistic approach encompassing competitive compensation, career development, and work-life balance. By implementing these strategies, organisations can create a thriving workplace culture that not only attracts top talent but keeps them engaged and invested for the long haul. It's time for organisations to evaluate and implement these strategies, ensuring a prosperous future for both employees and the business as a whole.

#EmployeeRetention #CareerDevelopment #WorkLifeBalance

The Emotional Stages of Handing in Your Resignation (and How to Cope)

Mon, 31 Jul 2023 16:02:08 GMT

Changing jobs can be an emotional rollercoaster

Leaving a job can be a bittersweet experience that is often accompanied by a rollercoaster of emotions. Whether you're moving on to greener pastures or just need a change, handing in your resignation can be an emotional and stressful time. In this article, we'll discuss the emotional stages you may encounter when resigning from your job and provide tips for managing these feelings.

The process of resigning from a job can be divided into several emotional stages. Firstly, you may feel nervous and unsure about whether leaving is the right decision. This feeling is normal, as it's only natural to have doubts about making such a significant change. Secondly, you may feel guilty about leaving colleagues behind or worried about letting down your boss or team members. This guilt can often lead to feelings of conflict within yourself.

Finally, once your resignation has been accepted, you may feel relief and excitement about moving on to new opportunities while also experiencing sadness and nostalgia for the job you're leaving behind.

It's essential to acknowledge and manage these emotions during the process of resigning from a job. Ignoring or suppressing these feelings can lead to increased stress levels or even depression. Instead, take some time out to reflect on why you feel what you do and try not to judge yourself harshly for having these emotions.

Talking to friends, and family members or seeking professional support through counselling can also help manage these emotions effectively.

Recognising and Accepting Your Emotions

Leaving a job can be a rollercoaster of emotions. One minute you might feel excited about starting a new chapter in your career, and the next, you might feel overwhelmed by guilt or uncertainty about your decision. Recognising and accepting these emotions is an important part of managing the process.

Firstly, it's crucial to understand that everyone's emotional experience when leaving a job is unique. Some people may feel relieved or excited while others may experience nervousness, sadness, or even anger. Remember that whatever emotions you are feeling are valid and normal.

The key is to acknowledge these feelings and allow yourself time to process them. Don't try to suppress or ignore them as this will only prolong the emotional turmoil. Instead, take some time to reflect on why you're leaving your current job and what your goals are for the future.

It's okay to feel conflicted or unsure about your decision to leave. Change can be scary, but it can also lead to new opportunities and growth. Take comfort in knowing that many others have gone through similar experiences and come out stronger on the other side.

In summary, recognising and accepting your emotions is an important first step in managing the process of leaving a job. Remember that it's normal to experience a range of emotions during this time and permit yourself to work through them at your own pace.

Preparing for the Resignation Process

When you've made the decision to leave your current job, it's natural to feel nervous, unsure and conflicted. However, there are steps you can take to make the resignation process smoother.

Before handing in your resignation letter, it's important to take a step back and reflect on why you're leaving. Are you unhappy with your current role or is it the company culture? Are there any other personal reasons that are driving your decision? Taking some time to think through these questions can help you feel more confident in your decision and ensure that you're making the right choice.

Once you've decided to resign, make sure that you have all of the necessary materials prepared before speaking with your employer. This includes drafting a professional letter of resignation that outlines your reasons for leaving and expresses gratitude for the opportunity to work with the company. Having this letter ready will make the process smoother and less stressful for both yourself and your employer.

By taking these steps to prepare for the resignation process, you can navigate this challenging time with greater ease and confidence. Remember that leaving a job is never easy but with proper preparation, it can be a positive step towards achieving greater job satisfaction and fulfilment in your career.

Managing Conflict and Moving Forward

As you begin the process of resigning from your job, it's common to experience a range of emotions - including guilt and conflict with your employer or colleagues. It's important to remember that these feelings are completely normal and that there are strategies you can use to help you manage them.

One effective strategy for dealing with feelings of guilt or conflict is to focus on the bigger picture. Remind yourself why you decided to leave in the first place, whether it was for personal growth, better opportunities, or a lifestyle change. Keeping your priorities in mind can help alleviate any doubts or second-guessing about your decision.

Another helpful approach is to engage in honest and open communication with those involved. This includes your employer, colleagues, and even friends and family members who may be impacted by your decision. Being transparent about your reasons for leaving and expressing gratitude for the experience you gained while working there, can help ease any potential tension or negative feelings.

Additionally, leveraging supportive networks and resources during this transition can also be beneficial. Consider seeking out a mentor or career coach who can provide guidance and advice during this time. Connecting with former colleagues who have gone through a similar experience can also offer valuable insights and support.

Remember that managing conflict during the resignation process is an opportunity for growth and learning. By staying focused on your goals, communicating effectively, and utilising available resources, you can navigate this transition with confidence and clarity.

It is essential to recognise that leaving a job is an emotional process that requires patience and self-compassion. By understanding the emotional stages involved in resigning from your current position and learning how best to manage them, you can make the transition as smooth as possible while taking care of your mental well-being along the way.

Now that you have a better understanding of the emotional stages involved in leaving a job and how to manage them, it's time to take action. Whether you're considering leaving your current job or have already made the decision to move on, don't let fear or uncertainty hold you back. Embrace the opportunity for personal and professional growth and take the necessary steps to make a positive change in your career. Remember, managing your emotions during this time is crucial, so be sure to seek support from friends, family, or professional resources. So go ahead, take the leap and make your career aspirations a reality.

A Hiring Managers Guide To Video Interviewing

Mon, 31 Jul 2023 15:57:44 GMT

Mastering Remote Interviews As A Hiring Manager: Expert Tips for Success

In today's remote work era, where your team members can be literally anywhere in the country, or indeed the world, conducting effective remote interviews has become a vital skill for recruiters and hiring managers.

But more than that, even for conventional local office or site-based roles, it is now widely recognised that in the candidate-led market in which we are operating, where competition is high, rapid engagement with candidates in the process of a job search is vital.

Many are utilising video to conduct first-stage interviews, and are able to do so much quicker than traditional in-person meetings can be arranged as well.

To help you navigate this new landscape and conduct successful remote interviews, we've compiled some top tips to help you conduct better video interviews.

By implementing these tips, you can conduct remote interviews that help you to forge meaningful connections and make informed hiring decisions whilst maximising your appeal to the candidate.

Outlining the Interview and Agenda Setting:

Establishing a clear interview structure and setting the agenda is vital for remote interviews. Begin by defining the purpose and goals of the interview, ensuring they align with the role and candidate requirements. Communicate the interview process, including the format, duration, and types of questions to be covered. This sets expectations for both parties and demonstrates your professionalism and preparedness. If you want to really stand out, you as the hiring manager can record and send the candidate a very short pre-interview video to set expectations and maybe outline the interview process. It is the extra details like these which set great companies apart from the rest.

Preparing Your Technology:

Before the interview, conduct thorough testing and configuration of your technology. Test the video conferencing software, internet connection, and audio quality to ensure a smooth and uninterrupted interview experience. Familiarise yourself with the platform's functionalities, such as screen-sharing and recording options, to navigate the virtual interview setting with ease.

Introductions and Icebreakers:

Start the interview by establishing a personal connection and creating a relaxed atmosphere. Ask about the candidate's well-being, showing genuine interest in their comfort. Incorporate appropriate icebreaker questions or activities to help candidates relax and open up. This promotes engagement and sets a positive tone for the interview.

Building and Maintaining Rapport:

During the interview, actively listen to the candidate's responses and engage in meaningful conversations. Show empathy, express genuine interest, and maintain a visible and attentive presence. Use non-verbal cues such as nodding and maintaining eye contact to indicate attentiveness. By creating a supportive and engaging environment, you foster rapport and trust.

Effective Communication:

Maintain effective communication by speaking clearly and articulately. Use a professional tone and pace, avoiding excessive jargon. Actively listen to the candidate, allowing them to speak without interruption. Respectful turn-taking and attentive non-verbal communication contribute to a positive candidate experience and facilitate effective assessment.

Effective Questioning - Getting into the Detail:

Craft thoughtful and relevant questions that delve into the candidate's background, skills, and experiences. Use probing and follow-up questions to gain deeper insights and encourage a comprehensive discussion. Encourage candidates to provide specific examples or share relevant experiences to support their responses. Effective questioning allows you to assess the candidate's suitability for the role and make informed decisions.

Sell Your Business - The Role and the Culture:

Take the opportunity to showcase your company's unique selling points. Clearly articulate the role, responsibilities, and growth opportunities it offers. Highlight your company's culture, core values, and commitment to collaboration and communication. Share success stories that exemplify how your team embodies these values. Demonstrating the attractiveness of your business helps candidates envision themselves as part of your company. If you have a company culture deck, organogram, history of the business or company vision and values document, consider using the screen share to provide a visual guide to your business and share successes.

Pre-close the Candidates Effectively:

Towards the end of the interview, pre-close the candidates by discussing the next steps and providing a timeline for the hiring process. Check if there is anything else they wanted to ask, or that hadn't yet been discussed. Communicate the candidate's performance during the interview, highlighting strengths and addressing any concerns. Offer an opportunity for candidates to ask questions, fostering a sense of engagement and ownership in the process. By pre-closing effectively, you leave candidates with a positive impression of both you, and your business, and will maintain their interest in the role. Remember, often, you will not be the only company they are talking to. Leave them feeling that your meeting has been a positive experience.

Conducting successful remote interviews requires adapting traditional interviewing techniques to the virtual environment. By outlining the interview and agenda, preparing your technology, using introductions and icebreakers, building and maintaining rapport, practising effective communication and questioning, selling your business effectively, and pre-closing candidates, you can conduct remote interviews that yield valuable insights and facilitate informed hiring decisions. Embrace the opportunities that remote interviews offer, refine your skills, and build strong teams.

If you would like some further guidance, feel free to reach out on 0203 154 9422 or info@crucial-people.com and we would be happy to help.

Handling a Counter-offer After You've Handed in Your Resignation

Mon, 19 Jun 2023 10:40:24 GMT

What to Do When Your Boss Tries to Counteroffer After You've Handed in Your Resignation?

Are you taking the red pill? Or the blue pill?

If you've recently handed in your resignation, it can be a challenging situation when your boss tries to counteroffer. While it may feel reassuring or even flattering that you are valued by your current employer, it's essential to remember why you made the decision to resign in the first place.

In this article, we'll discuss what steps you should take when faced with a counteroffer after resigning from your job.

Understand Why You Are Being Offered a Counteroffer

When your boss offers a counteroffer after you've handed in your resignation, it's vital to understand why. There are two primary reasons why an employer would make a counteroffer: to retain you or as a reaction.

Firstly, it's important to identify the underlying issues that may be causing your employer to make a counteroffer. Are they genuinely worried about losing you? Or are they trying to keep you around because they undervalued you before and don't want to lose face? If it's the latter, then accepting the counteroffer could be risky because your employer may not value you in the long run.

Secondly, assess if the counteroffer is a genuine attempt at retaining you or simply a reaction. If your boss is offering more money or promotion just for the sake of keeping you around and without addressing any of the underlying issues that made you unhappy, then accepting the offer may not solve anything. It's essential to take this opportunity to communicate with your employer about what was lacking in your current role and how they can provide better opportunities in future.

Essentially, understanding why your boss is making a counteroffer is crucial because it helps determine whether accepting it would be beneficial for your career growth. By identifying underlying issues and assessing whether the offer is genuine or simply a reaction, you can make an informed decision that will benefit both yourself and your employer.

Consider Your Options

When your employer responds with a counteroffer after you've handed in your resignation, it can be a confusing and stressful situation. On the one hand, it can feel validating to know that you are, on the face of it, valued by your current employer. On the other hand, it's important to remember why you made the decision to resign in the first place.

To make an informed decision, consider your options carefully. First, weigh the pros and cons of staying in your current role with the counteroffer versus leaving for an opportunity outside of the organisation. Think about what factors led you to make the decision to resign in the first place. Are these factors still present? If so, will they likely impact your job satisfaction moving forward? If not, what has changed?

Secondly, determine if the counteroffer meets or exceeds your expectations, or if it falls short. Consider not only salary and benefits but also opportunities for growth and development within the company. Is there a clear career path for advancement? Will you be given more responsibility or new challenges that will help you develop professionally? Or are you being placated?

It's important to remember that a counteroffer is unlikely to address any underlying issues that may have led you to become unhappy in your role. If you feel undervalued or unappreciated by your current employer, a higher salary or promotion may not change that.

Ultimately, it's up to you to decide what is best for your career and personal growth. Keep in mind that accepting a counteroffer solely based on financial gain may not be worth sacrificing long-term career goals or job satisfaction.

Evaluate Your Unhappiness and Reasons for Resigning

Summoning your courage to resign, and then receiving a counteroffer is a tricky situation to navigate. On one hand, it's flattering to be wanted back. On the other hand, if you were unhappy enough to resign in the first place, is a counteroffer really going to solve everything?

Before making any decisions, it's essential to evaluate your unhappiness and reasons for resigning. Ask yourself why you were unhappy in your current role and what led you to want to leave in the first place. Was it because of the salary or benefits? Were you feeling undervalued or unappreciated? Did you have issues with your boss or team members?

Once you've identified the root cause(s) of your unhappiness, determine whether any of these issues can be addressed by staying with your current employer. For example, if it was solely about compensation, accepting the counteroffer may be worth considering. However, if there were deeper issues that wouldn't be resolved even with a higher salary or better benefits package, accepting the counteroffer is unlikely to make much of a difference.

It's also important to consider whether accepting the counteroffer would put an end to any opportunities for growth within the company. Would accepting mean that you would no longer be considered for promotions or other opportunities? If so, this may not be worth sacrificing long-term career growth.

When evaluating whether to accept a counteroffer after resigning from your job, consider the following:

1. Reflect on why you were unhappy in your current role and why you wanted to leave in the first place.

2. Determine if any of these issues can be addressed by staying with your current employer or whether they would still exist even if you accepted the counteroffer.

By taking these steps before making any decisions about accepting or declining a counteroffer, you'll have a clearer understanding of what matters most to you and what you're willing to compromise on.

Decide and Communicate Your Final Decision

Deciding to leave your current job is never an easy decision. However, when you've finally made the call and handed in a resignation letter, it can be even more challenging to deal with a counteroffer from your boss. While some may feel flattered by a counteroffer, it's essential to remember why you decided to move on in the first place. Here are some tips for handling this situation:

Firstly, be honest about why you're leaving. It's crucial to communicate your final decision clearly and transparently with your employer. If you're unhappy with certain aspects of your job or feel undervalued, make sure that you express this during the conversation. It's essential to keep the conversation professional and constructive.

If you do choose to stay after receiving a counteroffer, negotiate additional benefits with your employer. This step is crucial because it ensures that you remain committed and loyal in their eyes while also feeling valued as an employee.

However, it's important to note that accepting a counteroffer is unlikely to solve any long-term issues that led you to seek out new opportunities in the first place. While a counteroffer may seem like an excellent opportunity at the time, it's essential to weigh up all options before making a decision.

Receiving a counteroffer after resigning can be a challenging situation for anyone. It's important to remain professional and honest throughout the process while also evaluating all options before making any decisions. Remember that ultimately, this is your career path – make sure that any choices align with your goals and values as an individual.

The Importance of a Work-Life Balance: How to Tip the Scales in Your Favour

Mon, 15 May 2023 21:05:47 GMT

Work-life balance, and how you can achieve it.

Work-life balance is often seen as a myth. We’re told that we can’t have it all – that if we want to succeed in our careers, we have to sacrifice our personal lives. But this isn’t true! It is possible to have a successful career and a rich, fulfilling personal life.

The key is to find a balance that works for you. And that’s where this guide comes in. In it, we’ll explore the benefits of a work-life balance, how to tips the scales in your favor, and what you can do to achieve it.

So, if you’re ready to make the changes necessary for a happier, healthier life, keep reading!

What is a work-life balance?

Work-life balance is a concept in which individuals strive to achieve an equilibrium between their career and personal lives. It is essential for overall well-being as it ensures that energy and focus are not being overextended, leading to stress and exhaustion.

Having a balanced lifestyle requires good time management and a dedication to managing your priorities, both in the workplace and away. It means finding time for friends and family, as well as activities that bring you joy and joy. It takes practice, but finding this balance is a great way to reduce stress, stay healthy, and have more satisfaction in one’s life.

Achieving a healthy balance will help you to become more productive at work, increase your focus and satisfaction, and enhance your relationships with friends and family members. It may even help to improve academic performance and other areas of life, such as physical and emotional health.

Why is a work-life balance important?

Having a work-life balance is essential in today’s world because it can help to improve job satisfaction, positive relationships, and overall satisfaction in life. Work-life balance encourages individuals to lead healthier and happier lives, by helping them to better manage their time and prioritize the activities that matter to them.

Benefits of having a work-life balance include:

- Improved well-being: With a work-life balance, individuals have more mental and physical energy to be productive and satisfied with their lives.

- Increased job satisfaction: Feeling fulfilled and happy outside of the workplace can increase productivity in the workplace.

- Less stress: With a better understanding of how to manage stress, individuals can experience greater peace of mind and fewer worries.

- More time to take care of yourself: It’s essential to dedicate time to yourself, to stay healthy and maintain a healthy lifestyle. With a work-life balance, it is easier to fit exercise, relaxation, and other activities into your daily routine.

- Improved relationships: A work-life balance allows for more quality time to spend with family and friends, creating stronger relationships and providing greater satisfaction in life.

How to achieve a work-life balance

Having a healthy work-life balance is important for physical, emotional, and mental wellbeing. While many people struggle to find the time to prioritize their own wellbeing, it is possible to achieve a balance with the following tips:

1. Set priorities: Take time to make a list of the activities you need to prioritize and the tasks that are lower on your list. Being mindful of your priorities can help you to better manage your time and put your energy into the tasks that matter.

2. Take breaks: Breaks are essential for a healthy work-life balance. During your break, engage in activities that will help to lower your stress levels and promote relaxation, such as taking a walk, listening to music, doing yoga, or reading a book.

3. Learn to say “no”: Without overloading yourself, it is important to be able to say “no” to tasks that are not a priority or that are not beneficial for you. Having a clear idea of what activities to prioritize will make it easier to say “no” to requests that are not top priority.

4. Leverage technology: Technology can help to maximize productivity and manage time more efficiently. Leveraging apps, automation tools, calendar reminders, and other technology can make it easier to better manage activities, allowing for more time for yourself.

5. Practice self-care: Creating a list of activities that promote relaxation, happiness.

The benefits of a work-life balance

Having a healthy work-life balance is essential for overall wellbeing. It can have numerous benefits for both your physical and mental health. Here are some of the benefits of a work-life balance:

1. Improved focus: Having a better handle on your personal and professional responsibilities can make it easier for you to focus on your tasks and be more productive.

2. Improved relationships: Reducing the amount of stress associated with work can help you strengthen your relationships with the important people in your life.

3. Improved wellbeing: Taking time for yourself can improve your mental and emotional wellbeing. Doing activities that bring you joy, such as reading, listening to music, or exercising can help you recharge and reduce stress.

4. Increased productivity: Taking breaks is an important habit to create and maintain in order to stay productive and energized. When you take regular breaks, you can come back to your tasks feeling more focused and motivated to complete them.

5. Enhanced creativity: Creating a balance between work and life can also have benefits for your creative projects. Taking time to unwind and relax can help you become more creative and inspired.

Work-life balance: How to tip the scales in your favor

Now that you know the benefits of a work-life balance, the next step is figuring out how to apply them in your real life. Here are some tips that can help you balance your work and personal life:

1. Establish boundaries: Setting boundaries when it comes to your job and the hours you put into it is key. Let your boss and colleagues know when you need to take breaks and avoid working after hours when possible.

2. Incorporate leisure activities into your schedule: Don’t just focus on work activities; give yourself permission to do the things you enjoy as well. Schedule in leisure activities like going for a run or reading a book to help balance things out.

3. Find activities that promote relaxation: Make time for activities that relax you and make you happy. Doing this will help you become more productive and creative.

4. Set goals: Setting goals helps you stay on track and motivated. Setting deadlines for tasks can help you become more organized and efficient.

5. Avoid multitasking: Multitasking can be overwhelming and make it more difficult for you to focus on one task. Instead, focus on one task at a time to complete it faster and more effectively.

By following these tips, you can develop better habits and reap the benefits of a work-life balance. As the old proverb says, “All work and no play makes Jack a dull boy.” So take care of yourself.

When it comes down to it, having a good work-life balance is all about finding ways to prioritise your health and well-being.

Your health and happiness should always come first, and that means having the courage and determination to say no to work tasks in order to make time for yourself.

Having a good work-life balance is essential if you want to get ahead in your career. Learning how to find a balance between your work and personal commitments is a skill that takes time to learn, but once you develop the skill it will become easier. With practice, you’ll be able to achieve greater success in all areas of your life.

So take care of yourself and don’t be afraid to say “no” in order to make time for yourself. A work-life balance is something that everyone should strive for, and with it comes greater success, happiness, and well-being.

If you've tried to get a better work life balance and are struggling to do so, maybe it is time we had a chat.

Reach out to us confidentially on 0203 154 9422 or email info@crucial-people.com or if you wanted to dive straight in and register with us and send over a CV, you can do that HERE

What is the Smart Buildings and Property Technology Sector?

Tue, 09 May 2023 22:45:49 GMT

The Smart Buildings and Property Technology Sector: A Comprehensive Overview

The smart buildings and property technology sector has seen significant growth in recent years, driven by advances in technology, the need for sustainable and efficient buildings, and the increasing demand for intelligent and connected environments. From smart cities to digital twins, cybersecurity to user experience, this article will provide a comprehensive overview of the sector, including technical details and insights into how it is transforming the way we live and work.

Smart Cities:

Smart cities are an integral part of the smart buildings and property technology sector. They are designed to improve the quality of life for citizens and the efficiency of urban systems through the use of technology. This includes the implementation of intelligent transportation systems, energy-efficient buildings, and connected public spaces.

One key technology in smart cities is the Internet of Things (IoT). IoT devices and sensors collect and analyse data from various sources, including buildings, vehicles, and public spaces, to provide insights and improve decision-making. For example, IoT sensors can be used to monitor traffic flow and optimize transportation routes, reducing congestion and improving air quality.

Another important aspect of smart cities is energy management. Energy-efficient buildings are a critical component of sustainable cities, and technologies such as building management systems (BMS) and lighting controls play a crucial role. BMS systems can monitor and control a building's heating, ventilation, and air conditioning (HVAC) systems, as well as lighting and other systems, to optimize energy usage and reduce costs.

Digital Twins:

Digital twins are virtual representations of physical assets, such as buildings, that are created through the use of data and analytics. They provide a way to simulate and test different scenarios, predict performance, and optimize operations. Digital twins are becoming increasingly important in the smart buildings and property technology sector, as they enable building owners and operators to make more informed decisions and improve efficiency.

One area where digital twins are particularly useful is in building maintenance. By creating a digital twin of a building, owners and operators can monitor the performance of various systems, detect faults and potential failures, and plan maintenance activities more effectively. This can help to reduce downtime, increase asset lifespan, and improve occupant comfort.

Cybersecurity:

With the increasing use of technology in buildings and cities, cybersecurity is a critical concern. Smart buildings and property technology systems are vulnerable to cyberattacks, which can result in loss of data, damage to equipment, and disruption to services.

To mitigate these risks, cybersecurity measures must be implemented at all levels, from the design of systems to ongoing monitoring and management. This includes the use of encryption, firewalls, and access controls, as well as regular testing and updates to software and hardware.

Building Management Systems (BMS):

Building management systems (BMS), also known as BEMS or BAS, are computer-based control systems that are used to monitor and manage a building's mechanical and electrical systems. BMS systems can be used to control HVAC systems, lighting, security, and other building systems, and can help to optimize energy usage, improve occupant comfort, and reduce operating costs.

BMS systems typically consist of a central computer or controller, sensors and actuators, and a user interface. The central controller receives data from sensors and makes decisions based on predefined rules or algorithms. The user interface allows building operators to monitor and control various systems, set parameters, and view data.

Lighting Controls:

Lighting controls are an essential component of building management systems. They enable building operators to control the amount of light in a space, adjust lighting levels based on occupancy and natural light, and optimize energy usage. Lighting controls can include sensors, timers, and dimming controls, as well as automated systems that adjust lighting levels based on occupancy and daylight.

Proptech:

Proptech, or property technology, refers to the use of technology to improve the real estate industry. It covers a wide range of solutions, from property management and leasing to investment and financing. Proptech has transformed the industry in recent years, making it more efficient, transparent, and accessible.

One of the most significant developments in Proptech has been the use of big data and artificial intelligence (AI) to improve decision-making. For example, AI algorithms can analyse large amounts of data to identify trends and patterns that would be impossible for humans to detect. This data can be used to optimize property values, identify profitable investment opportunities, and improve tenant experiences.

Another area where Proptech has made a significant impact is in property management. Cloud-based property management software has made it easier for landlords to manage their properties, track rent payments, and communicate with tenants. Similarly, tenant apps have made it easier for renters to find and lease properties, pay rent, and submit maintenance requests.

Indoor Positioning Systems:

Indoor positioning systems (IPS) are used to track the location of people and objects within buildings. IPS can use a variety of technologies, including Wi-Fi, Bluetooth, and RFID, to determine location. IPS has a wide range of applications, from wayfinding and asset tracking to security and marketing.

One of the most significant benefits of IPS is its ability to improve safety and security in buildings. By tracking the location of people and assets, security teams can respond more quickly to emergencies and identify potential security threats.

IPS can also be used to improve wayfinding in buildings. By providing users with real-time location information and directions, IPS can make it easier for people to navigate complex buildings, such as hospitals and shopping malls.

Smart Homes:

Many high-end residences are fitted with systems more akin to commercial automation solutions, but nowadays, practically any home, can, to some degree, become a Smart Home.

Smart homes are designed to automate and control various aspects of a residence, such as lighting, heating, and security, using internet-connected devices. Although smart home technology has been around for a while, recent advancements in AI and the Internet of Things (IoT) have made it more accessible and user-friendly.

The benefits of smart homes are many, including the ability to increase energy efficiency by automating lighting, heating, and other systems, which reduces energy waste and lowers utility bills. In addition, smart homes can enhance home security by enabling homeowners to remotely access security cameras and alarm systems.

Moreover, smart homes can improve the user experience by creating a more personalized and intuitive living environment. Smart home systems can learn users' preferences and adjust lighting, temperature, and other settings automatically.

Smart homes can be conveniently controlled remotely through smartphones or voice-activated personal assistants, such as Amazon's Alexa or Google Assistant. Smart homes, especially where fitted with power generation and storage facilities, can also integrate with smart grids, allowing homeowners to manage their energy usage and reduce energy bills.

Security Systems:

Security systems are used to protect buildings and people from threats such as burglary, vandalism, and violence. Security systems can include access control systems, CCTV cameras, alarm systems, and security personnel. Advances in technology have made security systems more effective and efficient than ever before.

One of the most significant developments in security systems has been the use of AI and machine learning to improve threat detection. AI algorithms can analyse video footage and identify potential security threats, such as suspicious behaviour or unattended bags. This information can then be used to alert security personnel or trigger alarm systems.

Security systems can also be integrated with other building systems, such as lighting and HVAC, to improve building performance and energy efficiency. For example, security cameras can be used to detect occupancy and adjust lighting and temperature settings accordingly.

Energy Management Systems:

Energy management systems (EMS) are intelligent software systems that optimize energy usage in buildings. These systems collect data from various sources such as smart meters, sensors, and building management systems to analyse and optimize energy consumption. An EMS can automatically adjust lighting, heating, ventilation, and air conditioning (HVAC) systems to reduce energy consumption during off-hours and peak demand periods. This not only saves energy but also reduces costs and helps to lower the carbon footprint of buildings.

User Experience:

Smart buildings are designed to provide occupants with a seamless and comfortable experience. Smart building systems aim to make buildings more responsive to the needs of occupants. User experience (UX) plays an important role in ensuring that the technology within smart buildings is accessible and easy to use. UX design considers the needs of building occupants and how they interact with the building and its systems. This includes the design of interfaces for controlling lighting, HVAC, and security systems, as well as providing real-time feedback on energy usage and building performance.

The smart buildings and property technology sector is a rapidly growing industry that is transforming the way buildings are designed, constructed, and operated. The integration of digital technologies such as IoT, BMS, and cybersecurity systems into building design is enabling the creation of smart buildings that are more energy-efficient, sustainable, and provide better user experiences. The potential benefits of smart buildings are immense, including reducing energy consumption and costs, improving occupant comfort and productivity, and mitigating the impact of buildings on the environment.

As the demand for smart buildings continues to grow, we can expect to see more innovative solutions and advancements in the field of property technology.

What to do when the training you were promised hasn't happened

Thu, 27 Apr 2023 10:39:55 GMT

Promised training that hasn't materialised? You are not alone.

We see many key drivers for people seeking a new role. Financial is an obvious one, but actually, training and development, or moreover the lack of it, is one of the key reasons we find people looking for a new job. So what do you do when promises around your development are not being kept?

Professional development is an essential component of career growth, and training is a vital part of it.

Employers often promise training to their employees, and in fact many use it as a tool to attract talent to the business at the interview stage, making all sorts of assertions to prospective hires in the recruitment process about training courses they will be provided, mentoring they will receive and professional qualifications that will be sponsored, but sometimes these promises are not fulfilled.

This can definitely lead to frustration and stagnation in one's career. In this blog post, we'll discuss how to approach your boss when you're not getting the training you were promised.

The Importance of Training in Professional Development

As covered in our previous blog training and personal development plays a crucial role in the professional development of employees. It helps individuals acquire new skills, knowledge, and expertise necessary to advance their careers.

Training also helps employees stay up-to-date with the latest trends and technologies in their field, particularly important in technical environments that engineers in the Building Management Systems, PropTech and Smart Buildings space operate, making them more valuable to their company.

The benefits of training are not just limited to individuals; organisations benefit from it too. Trained employees are more productive, innovative, and motivated, which ultimately benefits the organisation.

Promises Made by Employers Regarding Training

When employees join an organisation, they are often promised training as part of their professional development.

These promises are often made during the hiring process as part of the package of benefits offered to the employee and also arise through requests by the employee during employment to drive their career forwards.

The training promised can be in the form of job-specific skills or general professional development opportunities. The promises could be about attending seminars, workshops, or courses, or even a rotation and subsequent promotion to another department.

However, despite the best intentions of the employer, these promises are not always fulfilled. The reasons behind this can be varied and may include budgetary constraints, scheduling conflicts, or a lack of resources. Sometimes, the promises may have been made without a clear plan in place to deliver them. Regardless of the reason, unfulfilled promises can lead to frustration and disillusionment among employees.

Frustration When Promises Aren't Fulfilled

When promises of training are not fulfilled, employees can feel devalued and unappreciated. They may feel that the organization does not value their contributions, and this can lead to disengagement and a lack of motivation.

In some cases, employees may even consider leaving the organisation, which can be costly for the employer in terms of recruitment and training new staff, so everybody would benefit if you can proactively encourage your employer to follow through on their T&D promises.

Steps to Approach Your Employer When You're Not Getting the Promised Training

Approaching your manager to discuss training can be a delicate matter. However, if done correctly, it can be a positive experience that leads to a better understanding of your professional development needs. Here are the steps to approach your boss when you're not getting the training you were promised:

Gather Information About the Promised Training

Before you approach your boss, gather your facts about the promised training. What was promised? When was it promised? Who made the promise? Do you have anything in writing? This information will help you frame your discussion and provide evidence to support your case.

Evaluate the Reasons for the Delay or Lack of Training

Explore the possible reasons behind the delay or lack of training. Is there a budget issue? Are there scheduling conflicts? Is there a lack of resources? Understanding the reasons behind the delay or lack of training can help you come up with potential solutions. It could even be that the only reason is that they have so busy, they simply have not prioritised getting the training booked for you and simply engaging with them about it again will be enough.

Approach Your Boss With a Positive Attitude

When you're ready to approach your manager, do so with a positive attitude. Schedule a meeting and express gratitude for the training that was offered and that you are keen to get it booked and move forward with it as soon as possible. Explain the importance of the promised training to you and how it will benefit both you and the company. Also, you can highlight the impact that you not having had that training yet is having on you and your ability to deliver upon the work they are assigning to you.

Present Possible Solutions

Present possible solutions to the delay or lack of training. Offer to attend training outside of work hours, suggest alternative forms of training such as online courses or webinars, and propose a plan for how the training can be integrated into your work schedule. By presenting solutions, you show your boss that you are proactive and committed to your professional development.

Ultimately , communication and proactivity are essential in addressing concerns regarding promised training.

If you're not getting the training you were promised, gather information, evaluate the reasons for the delay or lack of training, approach your boss with a positive attitude, and present possible solutions. Taking control of your professional development can help you achieve your career goals and benefit the organization you work for.

If you have tried the above and still are not getting the training and development you were promised, there is one more step to take.

Get in contact with us to see how we can help you make that next step!

If you are unhappy with your current development, feel free to reach out for a confidential discussion on 02031549422 or info@crucial-people.com and let us help you.

You can view some of our live vacancies HERE

Pros and Cons of remote hiring

Mon, 03 Apr 2023 20:37:37 GMT

As the world becomes increasingly digital, remote work has become a popular trend, indeed some countries now offer specific digital nomad visas for those wanting to reside in their countries but work remotely for companies domiciled elsewhere.

Remote hiring is the process of recruiting and hiring employees for a position that is not based in a traditional office setting.

Remote employees work from home or another remote location. Remote work can have a significant impact on the way we work and can benefit both employers and employees.

What is Remote Hiring?

Remote hiring is the process of recruiting and hiring employees for a position that is not based in a traditional office setting. Instead, remote employees work from home or another remote location.

In today's world, remote work has become increasingly popular in recent years, and the COVID-19 pandemic has accelerated this trend. As a result, more companies are adopting remote hiring practices to access a wider pool of talent and reduce overhead costs.

This article will examine the pros and cons of remote hiring and provide best practices for navigating this process.

The Pros of Remote Hiring

Access to a wider pool of talent:

Remote hiring allows companies to access a wider pool of talent that may not be available in their local area. This can result in more diverse and qualified candidates. Access to a wider pool of talent is one of the biggest advantages of remote hiring. When companies limit their hiring to a specific geographic location, they are automatically restricting the available talent pool. By hiring remotely, however, companies can tap into a much larger and more diverse talent pool.

With remote hiring, companies can access talent from all around the world, not just from their local area. This opens up a wealth of opportunities to find the most qualified and experienced candidates, regardless of where they live. For example, if a company is looking for a specific skill set that is rare in their local area, they may have difficulty finding suitable candidates. With remote hiring, they can expand their search and find the perfect candidate from another part of the country or even another country.

In addition to expanding the pool of candidates, remote hiring can also lead to a more diverse workforce. Traditional hiring practices often result in a homogenous workforce because companies tend to hire people who live in the same area and have similar backgrounds. Remote hiring allows companies to hire people from different regions, countries, and cultures, resulting in a more diverse and inclusive team.

By accessing a larger talent pool, companies can also ensure that they are hiring the most qualified candidates for the job. In a traditional hiring process, companies may settle for a less qualified candidate because they are the best available option in their local area. With remote hiring, however, companies have access to a wider range of candidates and can select the most qualified candidate for the job, regardless of where they live.

Overall, remote hiring provides companies with a unique opportunity to access a larger and more diverse pool of talent. This can result in a more qualified and experienced team, which can ultimately lead to better business outcomes. By embracing remote hiring practices, companies can position themselves as forward-thinking and innovative, and gain a competitive edge in their industry.

Reduced overhead costs:

Remote hiring has become a popular solution for companies looking to cut down on their overhead costs. By allowing employees to work remotely, companies can reduce expenses associated with traditional office spaces, including rent, utilities, maintenance, and office supplies. These savings can be particularly significant for small and medium-sized businesses, which may not have the resources to invest in physical office spaces.

Additionally, remote employees can often use their own equipment, such as laptops and phones, which further reduces the company's costs. With the rise of cloud-based software and collaboration tools, remote employees can work seamlessly from their own devices, without the need for expensive office equipment.

Remote hiring can also lead to fewer absences due to illness, since remote employees are less likely to get sick from their co-workers, resulting in lower costs associated with sick pay and coverage.

Moreover, remote hiring can also allow companies to tap into talent pools in other geographic areas where labour costs may be lower. This can provide companies with access to a wider range of talent and expertise, allowing them to grow and expand their businesses more efficiently.

Increased flexibility and efficiency:

One of the significant advantages of remote hiring is the increased flexibility and efficiency it offers. Remote employees often have more flexibility in their work schedules, which allows them to work when they are most productive. They can also work from any location that has an internet connection, which means that they do not have to commute to an office every day. This flexibility can help employees achieve a better work-life balance and reduce stress, which can result in increased job satisfaction and productivity.

Moreover, remote employees can work in a more efficient manner without the distractions of a traditional office environment. In a traditional office setting, employees may be interrupted by colleagues or other distractions, which can slow down their work progress. However, remote employees can work in an environment that is conducive to their productivity and concentration, which can lead to better work output. Additionally, remote work eliminates the time and energy spent on commuting, which can be a major source of stress and wasted time for employees. This results in a more productive and efficient workforce.

Furthermore, remote work often allows employees to customize their work environment to suit their needs, which can further increase efficiency. For example, employees can adjust the temperature, lighting, and noise level in their workspace to maximize their productivity. This ability to create an optimal work environment can result in higher quality work output, as well as a more positive work experience.

Overall, increased flexibility and efficiency are significant benefits of remote hiring. Remote work offers employees the ability to work when and where they are most productive, in an environment that is conducive to their concentration and focus. This can result in increased productivity, job satisfaction, and higher-quality work output. For employers, this translates to cost savings, increased efficiency, and a more satisfied and productive workforce.

Better work-life balance for employees:

Remote work can provide employees with a better work-life balance, which can result in increased productivity and job satisfaction.

Remote work can provide employees with better work-life balance, as they have more control over their schedules and the ability to work from home or another location. This allows for more flexibility in balancing personal and professional responsibilities, such as caring for children or elderly relatives, pursuing hobbies, or attending appointments without sacrificing work productivity. Additionally, remote work can help reduce the stress of commuting, which can take up a significant amount of time and energy for employees.

Research has shown that employees who work remotely tend to report higher job satisfaction and work-life balance compared to those who work in a traditional office setting. A study by Owl Labs found that 75% of remote workers reported that working remotely has improved their overall quality of life, while 89% reported that they were able to maintain a better work-life balance. This improved work-life balance can also lead to increased productivity and reduced burnout, as employees are able to prioritize their personal lives and recharge outside of work hours.

However, it's important to note that remote work can also blur the boundaries between work and personal life, as employees may feel pressure to be available outside of traditional work hours. It's important for companies to establish clear guidelines and boundaries around remote work, such as expected working hours and communication protocols, to ensure that employees are able to maintain a healthy work-life balance

The Cons of Remote Hiring

Lack of face-to-face interaction:

Remote employees may miss out on the benefits of face-to-face interaction with colleagues, which can result in feelings of isolation or disconnection. One of the significant challenges of remote work is the lack of face-to-face interaction between employees. Face-to-face interaction is essential for building personal relationships and fostering a sense of camaraderie in the workplace. Remote employees may miss out on the benefits of these personal relationships, which can lead to feelings of isolation or disconnection from their colleagues.

When employees work remotely, they may not have the same opportunities to interact with their colleagues in person, such as chatting in the break room or having impromptu meetings in the hallway. As a result, remote employees may feel less connected to their colleagues and less engaged in their work.

Moreover, remote employees may not have the same opportunities to participate in social events or team-building activities as traditional employees. These events can help foster personal relationships and create a sense of community in the workplace. Remote employees may miss out on these events, which can further contribute to their feelings of isolation.

The lack of face-to-face interaction can also affect team dynamics and communication. In a traditional office setting, employees can easily pop into each other's offices for quick discussions or brainstorming sessions. With remote work, employees may have to schedule virtual meetings or rely on email and messaging apps, which can be less efficient than in-person communication.

To overcome these challenges, companies can implement strategies to facilitate virtual team bonding and promote communication. For instance, companies can set up virtual coffee breaks, happy hours, or team-building activities that can be done remotely. Regular virtual meetings and check-ins can also help keep remote employees connected to their team and informed about company updates. By implementing these strategies, companies can help their remote employees feel more connected to their colleagues and the company culture.

Communication challenges:

Communication can be more challenging in a remote work environment, especially when employees are working across different time zones or have limited access to technology. Communication is an essential part of any work environment, and it becomes even more critical in remote work situations. With remote work, employees may not have the luxury of walking over to a colleague's desk to ask a question or discuss an issue. Instead, they rely on digital communication tools like email, instant messaging, video conferencing, and project management software to stay in touch.

While these tools can be effective, they also present challenges, especially when employees are working across different time zones or have limited access to technology. For example, when employees are in different time zones, scheduling meetings can be tricky, as someone might have to attend the meeting outside their regular work hours, leading to a potential work-life balance issue. Additionally, technical difficulties like internet connectivity or software issues can cause delays and miscommunications, leading to frustration and lost productivity.

Moreover, in remote work environments, employees may not have the same opportunities for informal communication that they would in a traditional office setting. For example, in-person water cooler chats, which can help build relationships and foster teamwork, are not possible. Remote employees may also struggle to read nonverbal cues, such as facial expressions and body language, during virtual meetings, which can lead to misunderstandings and strained relationships.

Effective communication in remote work environments requires a deliberate effort from both employers and employees. Employers must establish clear communication protocols and provide their teams with the right tools and technology to ensure that they can communicate effectively. Training sessions on the tools and protocols can also help ensure that employees are using them correctly.

Employees must also take responsibility for their communication, making sure they are keeping their team members informed, and responding promptly to messages. Being proactive about communication, and setting expectations with their team members about response times and availability, can help mitigate many of the challenges associated with remote communication.

So, while remote work offers many benefits, it does pose some communication challenges that must be addressed to ensure that employees feel connected and engaged with their colleagues and the company as a whole. With the right tools, protocols, and training, employers can foster effective communication in remote work environments, which can help teams work together efficiently and build strong relationships.

Difficulty in monitoring employee performance:

When employees are working remotely, it can be difficult for managers to assess their performance as they do not have the ability to physically monitor their work. This can lead to issues with accountability, where employees may not be held responsible for their work or may not be recognized for their achievements. Managers may also find it difficult to provide feedback or coaching to remote employees, which can impact their development and career growth.

To address these challenges, it is important for managers to establish clear performance metrics and expectations with remote employees. This can include setting specific goals and deadlines, outlining expected outcomes, and providing regular feedback and coaching. Using technology tools like project management software, time tracking software, and communication platforms can also help managers monitor employee performance and stay connected with their remote team members.

Regular check-ins and performance reviews can also help ensure that remote employees are meeting expectations and staying on track with their work. Providing opportunities for professional development and training can also help remote employees continue to grow and improve their skills, which can benefit both the employee and the company. Ultimately, it is important for managers to build trust and communication with their remote team members to ensure that they feel supported and accountable for their work.

Potential for misaligned expectations:

One potential challenge with remote hiring is the potential for misaligned expectations between the company and the remote employee. This is because remote work often requires a different set of expectations and standards than traditional office work. For example, remote employees may have different expectations around work hours and availability, communication methods, and the balance between work and personal life.

Miscommunications or misunderstandings around these expectations can lead to friction between the company and the remote employee, and can ultimately impact job satisfaction and productivity. To avoid this, it is important for companies to clearly communicate their expectations and standards for remote work, as well as to solicit feedback from remote employees to ensure that their expectations are being met.

One way to do this is to establish clear guidelines and policies around remote work, including expectations around work hours and availability, communication methods, and performance metrics. These guidelines should be communicated clearly to all remote employees and should be regularly reviewed and updated as needed.

In addition, it is important for companies to maintain open lines of communication with remote employees to ensure that they are engaged and motivated, and to provide regular feedback on their performance. Regular check-ins and performance reviews can help to ensure that remote employees are meeting the company's expectations and can also provide an opportunity for remote employees to provide feedback and raise any concerns they may have.

By taking proactive steps to address potential misalignments in expectations, companies can help to ensure that their remote employees are productive, engaged, and satisfied with their work.

Best Practices for Remote Hiring

Establish clear job descriptions and qualifications:

In addition to helping attract the right candidates and ensuring consistent evaluation of applicants, clear job descriptions and qualifications also have the added benefit of setting expectations from the outset. Employees who understand their job responsibilities and the qualifications necessary for their role are more likely to be successful in their positions. Clear job descriptions can also be used effectively for performance appraisal and management, as they provide a clear framework for assessing employee performance and identifying areas for improvement. When job descriptions are clearly defined, employees are more likely to feel confident in their roles and are better able to contribute to the success of the organization.

Use video interviews to replicate in-person interviews:

Video interviews can offer several advantages over phone interviews by enabling visual cues such as facial expressions and body language. This can help hiring managers better evaluate a candidate's demeanor and communication skills. Video interviews can also provide a more personalized experience that mimics an in-person interview, which can help candidates feel more engaged and invested in the hiring process. Additionally, video interviews can save time and resources by eliminating the need for candidates to travel to the company's location for an interview. Overall, using video interviews as part of the hiring process can help companies make better hiring decisions and improve the candidate experience.

Implement a thorough onboarding process:

When onboarding remote employees, it's important to create a comprehensive plan that includes clear communication, training, and support. This process should start before the employee's first day and continue for several weeks or months after they begin. The plan should include introductions to team members and managers, information about the company's policies and procedures, and training on the tools and technologies used for remote work. Providing ongoing support, feedback, and recognition is also crucial to helping remote employees feel valued and engaged. By implementing a thorough onboarding process, remote employees can start their new roles feeling confident and supported, which can lead to greater job satisfaction and retention.

Regularly communicate with remote employees:

Regularly communicating with remote employees is crucial to maintaining a cohesive and productive team. This is especially important as remote work can often lead to feelings of isolation and disconnection. Through regular communication, managers can provide feedback, clarify expectations, and address any concerns or challenges. Additionally, regular check-ins can help remote employees feel supported and valued, which can ultimately lead to improved job satisfaction and retention. Tools like instant messaging, video conferencing, and project management software can be used to facilitate regular communication and ensure that remote employees feel connected to the team.

Provide opportunities for team building and socialization:

Providing opportunities for team building and socialization is crucial for remote employees to feel included and foster a sense of belonging. Virtual team-building activities, such as online games or collaborative projects, can help employees bond with each other and create a positive work culture. Additionally, regular virtual social events, like virtual happy hours or team lunches, can provide a relaxed setting for employees to connect and build relationships outside of work tasks. These activities not only boost morale and productivity but also help create a supportive work environment where employees feel valued and appreciated.

Summary

Pros:

Access to a wider pool of talent
Reduced overhead costs
Increased flexibility and efficiency
Better work-life balance for employees

Cons:

Lack of face-to-face interaction
Communication challenges
Difficulty in monitoring employee performance
Potential for misaligned expectations

It's important for companies to carefully consider the pros and cons of remote hiring before implementing these practices and to follow best practices such as establishing clear job descriptions and qualifications, using video interviews, implementing a thorough onboarding process, regularly communicating with remote employees, and providing opportunities for team building and socialization.

As remote work continues to grow in popularity, companies that embrace remote hiring practices can gain a competitive advantage in accessing the top talent and reducing their operating costs.

The STAR Technique: How to excel at competency based interviews

Wed, 25 Jan 2023 17:27:53 GMT

The STAR Technique

How to excel at competency based interviews

Competency-based interviews (also known as structured, behavioural or situational interviews) are becoming increasingly popular.

A competency-based interview is designed to assess your ability to perform certain tasks or behaviour required for the job. The interview questions are typically based on a job description or person specification and focus on your past behaviour in order to predict your future behaviour.

The STAR technique is a great way to structure your answers to competency-based interview questions.

In this blog post, we will explain what the STAR technique is and how you can use it to excel at competency-based interviews.

What is a competency?

A competency is a set of skills or knowledge required to perform a job role or task effectively. Competencies are usually described as measurable abilities or behaviours that are acquired through working experience, formal training, or education. The Chartered Institute of Personnel Development (CIPD) defines competencies as “the behaviours employees must input into a situation in order to achieve high levels of performance”. Many employers now use competency-based interviews to assess how successful a candidate would be in the role.

Examples of competencies:

There are various different types of competencies you could be asked about, including technical skills, behaviours and knowledge.

Key competencies regularly sought after by employers include:

Leadership and Management – the ability to lead and manage others

Communication – the ability to effectively convey ideas and opinions

Problem-solving – the ability to identify and resolve problems

Teamwork – the ability to collaborate and work effectively with others

Adaptability – the ability to be flexible in different situations

Time Management – the ability to effectively manage your time

Critical Thinking – the ability to think analytically and objectively

What is a competency-based interview?

Employers will often use open questions to discover real-life scenarios where you can demonstrate you used your competencies to the best effect. Competency-based interviews use questions designed to establish how you have used specific skills in your previous work experience and how you approach problems, tasks and challenges.

Competency questions typically lead you towards describing a situation and task.

For example, an employer may start the question by saying:

Tell me about a time when …

Give an example of when …

Describe a time when …

Have you ever been in a situation where …

What is the STAR Technique?

The STAR technique involves structuring your answer by providing a concise overview of the Situation the required Task, the Action you took, and the Result of your action.

S – Describe the Situation , background or context to your example. What was required? Which problems did you need to overcome?
T - Explain the Task or activity that you were required to undertake to tackle the above.
A - Outline the Action you directly took to undertake the task. Remember to use I, not we.
R - Summarise the Result that you achieved. Remember to accentuate why what you did, led to the successful outcome.

A good interviewer will want to know what you learnt from your experience, particularly how you might have done things differently, so be prepared to reflect on your performance and perhaps examine what went well and why, as well as what you may have done differently to have achieved a more favourable outcome.

How can the STAR Technique Help you Excel in Competency-based Interviews?

The STAR technique is one of the most effective ways to answer competency-based interview questions because it enables you to provide an in-depth answer that is specifically tailored to each individual question.

When using the STAR technique, you should ensure that you provide a clear overview of the Situation or Task, the Action you took, and the Result of your action.

You should also ensure that your answer is relevant to the particular question that has been asked and is specific to the job role.

By using the STAR technique, you can give the interviewer a detailed insight into your skills and experience, which will help them make an informed decision about your suitability for the job.

How do you identify the key competencies?

Classic desired competencies include results orientation, impact, initiative, influence, customer orientation, interpersonal understanding, organisational awareness, analytical thinking and so on. But you need to make it relevant.

Analyse the job description and candidate specification closely and make sure that you are really clear about what the role requires and what the employer is looking for.

Study the organisation’s website for those competencies they deem important.Look at the language they use.

Preparing for competency-based interviews

Preparing your examples in advance will exercise your mental muscles and increase your chances of clinching that job.

So how can You Practice the STAR Technique?

The best way to become familiar with the STAR technique is to practice, as this will ensure you feel comfortable and confident when answering competency-based interview questions. The best way to practice the technique is to create a list of questions that could be asked in a competency-based interview, and then write out your answers using the STAR method. This will help you become familiar with the technique and give you a firmer understanding of how and when to use it.

Identify and list the competencies for the specific job.

Within your CV, look for two examples of prior experience which you could expand upon, which link to each competency.

For each example, write a bullet point for each of the STAR headings above

Practice your answers with your partner / trusted friend.

Understandably, this may seem like a lot of preparation but the good news for you will be that many people don’t do any of the above preparation. This means that if you do, you will likely stand head and shoulders above the competition.

Conclusion

Competency-based interviews are becoming increasingly popular, and the STAR technique is the best way to structure your answers and provide an in-depth insight into your skills and experience. By following the STAR technique tips outlined in this article, as well as taking advantage of the helpful resources available online, you will be well-prepared for a competency-based interview and be more likely to impress the interviewer.

If you would like to discuss this in more detail or get some additional help with your interview prep then get in touch with us at info@crucial-people.com or by phone at 0203 154 9423 and we would be happy to help.

Ace your next video interview

Sun, 08 Jan 2023 21:36:38 GMT

Ace your next video interview

Video interviews have become increasingly popular in recent years, and whilst the adoption was greatly driven by the pandemic, they are now a primary choice for many businesses looking to speed up their hiring process and shorten the time it takes for them to get engagement with candidates.

By now, you’re probably familiar with the basics of setting up for a video call: Find a quiet, clean place to have it, check your camera, make sure your mic is turned on etc. But with more and more employers using video interviews, it’s a good idea to take your digital interviewing skills to the next level.

As with in-person interviews, the key to video interviews is to be confident and present yourself as the ideal candidate. But while your goals are the same as in a traditional in-person interview, there are a few differences in how you achieve them, and you want to make sure that your interviewer can focus on your best qualities and not on whether they can hear you.

These tips will help you overcome the specific challenges presented by video interviews so you can put your best foot forward.

1. Prepare As You Would for an In-Person Interview

Just because your interview is happening over a video platform, it doesn’t mean it’s not a real interview. When preparing for a video interview, you should treat it just like an in-person interview. This includes researching the company and role, practising common interview questions, and preparing questions to ask the interviewer. Your interviewer is looking for a candidate who they can see themselves working with and who is knowledgeable and passionate about the role. Be sure to showcase these qualities and be prepared to demonstrate why you are the ideal candidate.

2. Dress to Impress

When you get dressed for a video interview, you want to be just as formal as you would be for an in-person interview at the same company. The urge to be less formal because you’re in your own home is understandable, but it might send the wrong message about how interested you are in the role.

You also want to make sure your outfit looks good on camera. Try it on in front of the same platform you’ll be using for the interview. For example, a slightly lower-cut top that might be completely appropriate in person could look weird if your entire shirt is outside of the video frame.

3. Test Your Technology (then re-test it)

To reduce technical issues during the interview, it's important to test your setup beforehand. Use the same platform, internet connection, and hardware that you will use for the interview, and have a friend video chat with you to ensure everything is working properly. Familiarize yourself with the program and make sure you understand the basic features, such as muting and unmuting the microphone. By preparing in advance, you can minimize technical difficulties and focus on the interview itself.

4. Set Up Your Shot

During a video interview, you are responsible for the physical setting. Choose a quiet location with a neutral background, such as a blank wall or a clutter-free room. Make sure you have good lighting, with the light source behind your device. If you need to use a phone, prop it up instead of holding it. If you have trouble finding a space with good natural lighting in your home, consider using a ring light to improve the lighting around the camera.

5. Don’t Sit Too Far or Too Close

Just like you wouldn’t sit three inches or eight feet from your interviewer in a conference room, you don’t want to sit an uncomfortable distance from your computer. When you’re setting up your chair, you’ll want to make sure you don’t end up looking too tiny or too huge. To be well proportioned, make sure there’s a bit of empty space on the screen above your head and check that your shoulders and upper chest are visible.

6. Prep for Optimal Eye Contact

To create a sense of connection during a video interview, it's important to maintain good eye contact with the interviewer. Position yourself at a comfortable distance that allows you to look directly at the camera. Place the window with the interviewer's image on the same monitor as the camera, and centre it as close to the camera as possible. This way, when you look at the interviewer, you will also be looking directly at the camera, creating the appearance of eye contact.

7. Check for Glare

Before the interview, check for any distracting reflections or glares in your shot. Common sources of glare include watches, jewellery, and glasses. If possible, remove any accessories that may cause glare. If you cannot remove your glasses, try the following tips to minimize glare: move the lamp or point it at a wall behind the computer, adjust the lampshade or remove it, adjust your position and computer angle, and adjust the height of your laptop screen or phone. It is helpful to do this at the same time of day as the interview, especially if you are using natural light.

8. Practice Your Video Interview Skills Ahead of Time

If you're not used to video chat, it may feel awkward to have a conversation through a screen. To get more comfortable, try practising a mock video interview with a friend or partner. This can help you identify any habits or distractions that you need to watch out for, such as looking away from the camera or making hand gestures that are too low to be seen. Make sure to maintain eye contact and avoid fiddling with papers during the interview. It's also important to practice answering questions in the same way you would in a real interview, especially when discussing key aspects of your background. This will help you feel more confident and avoid stumbling over your words.

9. Pay Attention to How You Sound, Too

It's important to not only consider your appearance in a video interview but also your vocal presentation. Speak clearly and naturally, with a reasonable pace and appropriate tone and pitch to convey your emotions and enthusiasm. Keep in mind that there is less body language communication in a video interview, so the way you speak becomes even more important in conveying your thoughts and feelings. Be sure to pay attention to your speaking habits, such as how fast you speak and how you pause, to make a positive impression on the interviewer.

10. Prepare some notes, but try not to use them!

Even though your interviewer won’t be able to see everything you have on your desk (or on your screen), it might be tempting to have a lot of information in front of you for a video interview. But be careful. If you have set your camera up properly, it will be obvious you are looking away. Also, you need to look and sound natural, not like you’re just reading pre-prepared answers. A huge reason someone decides to hire you is that they feel like you made a connection during the interview, which can be hard to do if you’re distracted.

11. Minimize Interruptions—But Take Them in Stride If They Happen

To minimize interruptions during the interview, set up in a room where you can close the door and let anyone you share the space with know not to disturb you. Turn off or silence your phone and any other electronic devices that may make noise, and pause any notifications on your computer. If there is a possibility of being interrupted by something beyond your control, such as a barking dog, inform the interviewer at the beginning of the interview. This will prepare them and show that you are proactive, as well as help you feel more at ease about the situation.

12. “Show Up” a Few Minutes Early

To be prepared for a video interview, be sure to arrive on time by having your computer ready with all extra windows and tabs closed. If you have materials to present, such as a portfolio, make sure they are easily accessible but minimized. Open the program for the video interview a few minutes early and check your shot before the interview starts. Joining the meeting a few minutes early will show punctuality and allow you to relax before the interview begins. When the interviewer starts the meeting, you will already be ready to go.

13. Start Off With a “Digital Handshake”

When you interview in person, there’s a period where the interview has started, but it hasn’t started. You and your interviewer are physically meeting, shaking hands, walking into the room, and sitting down. Even if you’re not making small talk, there’s still some time to settle in. For a video interview, this isn’t always the case, so you need to focus on making an initial connection even more than usual - eye contact and a smile go a long way.

14. Acknowledge the Differences

It’s OK to mention in the moment that a video interview isn’t the same as an in-person interview. Acknowledging things are different helps put people at ease and mimics those introductory moments, and don’t be afraid to say if something feels off—if you can’t hear or see your interviewer well, for example. It’ll just demonstrate that you’re willing to speak up and be straightforward about issues.

15. Maintain Good Posture

Because you’re at home, it’s natural to be a little more relaxed. Try not to let this translate into you slumping down in your seat. It makes you look less engaged. Sitting up straight also naturally gives you a bit more energy and helps you communicate your excitement about the job.

16. Use Your Face to Show You’re Engaged

In a video interview, nonverbal communication such as eye contact and body language is limited, so it's important to rely on facial expressions to convey meaning. Be aware that short verbalizations like "yes" or "mm-hm" can interrupt the flow of conversation on video platforms where only one microphone can be used at a time. Instead, use nods or smiles to show agreement or understanding without muting the other person's microphone. This will help maintain the flow of conversation and ensure that you don't miss any important information.

17. Let the Other Person Finish Speaking

This is good life advice in general, but as above, over video calls, jumping in with your response too soon can mute the other person’s mic and cut them off entirely at the risk of making you seem rude even if you didn’t intend to be. Plus with internet lag, it’s not always immediately apparent whether someone is done speaking or just pausing. So once you think your interviewer is done, pause before you answer. If you have trouble with this, get in the habit of muting yourself while the other person is speaking and that way, the action of turning the mic back on forces you to give them a little extra time to keep talking.

18. Signal When Your Answers Are Complete

In the same vein, it’s helpful for the other person if you signal the end of your answer, especially if it’s a long one. You can do this through a visual cue like nodding or you can make sure you conclude your answer strongly or ask the interviewer a question. A long silence while your interviewer guesses whether or not you’re done can be awkward over video, whereas in person, it’s usually clearer that the other person is finished speaking.

19. Explain Any Long Pauses

Because of the various limitations of video calls, it might not always be clear to your interviewer what you’re doing if no one is speaking. Tell them if you’re pausing to write down a few notes, pull up some

information for them, or even just formulate your answer to a question. This shows that you’re aware of their experience while also reassuring them that no technical glitches have occurred.

20. Treat Your Video Interview Like a Conversation

To make a connection during a video interview, it's important to treat it like a conversation and build rapport. Be personable and professional, and make sure the conversation flows smoothly. Don't just answer questions; feel free to comment on the interviewer's responses and ask your own questions throughout the conversation. If you need to make a note and come back to a topic later, it's okay to do so. The goal is to have a natural conversation that helps the interviewer get to know you better.

You want your interviewer to see you as someone they could talk to every day, not just someone they read a list of questions to.

If you are reading this then hopefully you are preparing for an interview yourself, so we wish you the very best of luck.

A Beginner's Guide to Understanding Smart Building Technology"

Wed, 14 Dec 2022 20:26:11 GMT

Smart Buildings 101: What They Are and Why They're Here to Stay

What is a Smart Building?

A smart building is a modern building that incorporates advanced technologies to automate, optimize, and monitor its various systems and operations. It is designed to be sustainable and energy-efficient while also providing a comfortable and safe environment for its occupants. Smart buildings utilize technologies such as the Internet of Things (IoT), Building Management Systems (BMS), Building Energy Management Systems (BeMS), and Digital Twins to manage the building's energy consumption, lighting, heating, ventilation, air conditioning, security, and other systems.

The IoT plays a vital role in smart buildings by providing connectivity between devices and systems within the building. This enables real-time monitoring and control of various building systems, which helps to reduce energy waste, optimize operations, and enhance occupant comfort. BeMS and BMS automate the control of building systems, while the Digital Twin provides a virtual representation of the building, allowing for predictive maintenance and optimization of building systems.

The benefits of smart buildings include reduced energy consumption, lower operating costs, improved occupant comfort and safety, and optimized building maintenance and asset management. Overall, a smart building is an innovative and sustainable solution that improves building performance, enhances the occupant experience, and contributes to a more sustainable future.

What is the difference between a smart building and a traditional building?

The level of automation and data-driven decision making in smart buildings is what sets them apart from traditional buildings. In a traditional building, various building systems such as HVAC, lighting, and security are typically controlled manually, which can be time-consuming and inefficient. In contrast, smart buildings use advanced technologies such as BeMS, BMS, IoT, and Digital Twin to automate and optimize these systems.

Building Management Systems (BMS) and Building Energy Management Systems (BeMS) play a key role in smart buildings by controlling and optimizing various building systems, such as HVAC, lighting, and security. The Internet of Things (IoT) connects various devices and systems within the building, enabling real-time monitoring and control. Digital Twin technology creates a virtual model of the building, allowing for predictive maintenance and optimizing building performance.

Smart buildings are also designed to be more energy-efficient and sustainable, using technologies such as solar panels, rainwater harvesting, and green roofs. This reduces the building's environmental impact and lowers energy costs.

Overall, the integration of advanced technologies and sustainable features in smart buildings leads to increased efficiency, reduced energy consumption, and improved occupant comfort and safety.

How do smart buildings work?

Smart buildings work by using a combination of technologies to automate and optimize building systems. Sensors are used to collect data on various building parameters such as temperature, humidity, occupancy, and more. This data is then analyzed using data analytics and machine learning algorithms to identify patterns and trends. Based on these insights, automated systems such as Building Management Systems (BMS) and Building Energy Management Systems (BeMS) are used to adjust building systems in real-time, optimizing energy consumption and improving occupant comfort.

Artificial intelligence and cloud computing are also used to enhance the functionality of smart buildings. AI can be used to predict energy usage and identify opportunities for optimization, while cloud computing allows for the seamless integration of various building systems and data sources.

Another important aspect of smart buildings is the use of a digital twin, which is a virtual replica of the physical building. The digital twin can be used to simulate and optimize the building's operations, allowing for proactive maintenance and better overall building performance.

Overall, smart buildings use a combination of technologies to enable real-time monitoring and control of building systems, leading to improved energy efficiency, occupant comfort, and overall building performance.

What technologies are used in smart buildings?

Smart buildings incorporate a range of advanced technologies to automate, optimize, and monitor various building systems and operations. Some of the key technologies used in smart buildings include:

Internet of Things (IoT): IoT devices such as sensors and smart devices are used to collect data on various building systems, including HVAC, lighting, and security.

Building Management Systems (BMS): BMS technology is used to automate and optimize the control of various building systems, including heating, ventilation, and air conditioning (HVAC) and lighting systems

Building Energy Management Systems (BeMS): BeMS is a type of BMS that focuses specifically on managing energy consumption in buildings.

Digital Twin: A digital twin is a virtual replica of the physical building that is used to simulate and optimize building operations.

Artificial Intelligence (AI) and Machine Learning: These technologies are used to analyze data collected from sensors and other devices to optimize building operations and enhance energy efficiency.

Cloud Computing: Cloud computing technology is used to store and process large amounts of data collected from sensors and other devices.

Augmented Reality (AR): AR technology is used in smart buildings to provide visual overlays of building systems and data, enabling building operators to quickly identify and address issues.

Overall, these technologies are used in smart buildings to improve energy efficiency, optimize building systems, enhance occupant experience, and reduce operating costs. The integration of these technologies is essential for creating a truly smart building.

What are the benefits of a smart building?

There are numerous benefits of a smart building, which is a modern building that incorporates advanced technologies to automate, optimize, and monitor its various systems and operations. One of the primary benefits of a smart building is improved energy efficiency, which leads to lower operating costs. Smart buildings achieve this through the use of advanced technologies such as the Internet of Things (IoT), Building Management Systems (BMS), and Building Energy Management Systems (BeMS) that enable real-time monitoring and control of various building systems.

Smart buildings also provide a comfortable and safe environment for their occupants. Lighting, heating, ventilation, air conditioning, and security systems can be automated and optimized, providing a better experience for occupants while also reducing energy waste.

Building Automation and Proptech solutions are used to optimize building maintenance and asset management, leading to longer equipment lifecycles and reduced maintenance costs. This helps to improve the overall performance and efficiency of the building.

Overall, the benefits of a smart building include improved energy efficiency, reduced operating costs, enhanced occupant comfort and safety, and optimized building maintenance and asset management. Smart buildings are an innovative and sustainable solution that contributes to a better future.

What are some examples of smart building applications?

Smart building applications encompass a broad range of features and functionalities designed to optimize building performance, enhance occupant comfort, and improve overall efficiency. One example of a smart building application is occupancy sensing, which uses sensors to detect when people are present in a space and adjust lighting and temperature accordingly. Desk and meeting room booking systems enable employees to reserve workspaces in advance, improving collaboration and reducing wasted space. Access control systems utilize biometrics or key cards to regulate entry into buildings and specific areas, improving security and controlling occupancy. Comfort control systems allow occupants to adjust lighting and temperature to their preferences, increasing comfort and productivity.

Other smart building applications include time scheduling and optimization, which automates tasks such as cleaning and maintenance based on usage patterns and occupancy. Air quality monitoring systems can detect and alert building managers of potential indoor air quality issues. Way-finding and kiosk systems can help occupants navigate complex buildings and find resources such as meeting rooms and amenities.

Overall, smart building applications provide a wide range of benefits, including improved comfort and productivity for occupants, enhanced building efficiency, and increased security and safety.

How can a smart building improve energy efficiency?

Smart buildings can improve energy efficiency in several ways, primarily by optimizing and automating building systems through the use of advanced technologies.

Firstly, smart buildings can use sensors to collect data on building systems such as HVAC, lighting, and occupancy levels. This data is then analyzed using algorithms to identify patterns and make adjustments to optimize performance and reduce energy consumption. This can result in significant energy savings over time.

Secondly, smart buildings can use Building Management Systems (BMS) and Building Energy Management Systems (BeMS) to automate and optimize the control of various building systems, including HVAC, lighting, and security. This can improve the efficiency of these systems and reduce energy waste.

Thirdly, smart buildings can incorporate energy-efficient technologies such as solar panels, geothermal heating and cooling systems, and energy-efficient lighting. These technologies can reduce the amount of energy needed to power the building, resulting in lower energy bills and a smaller carbon footprint.

Overall, smart buildings use advanced technologies and data-driven decision making to optimize building systems and improve energy efficiency, leading to significant cost savings and a more sustainable future.

How can a smart building enhance occupant comfort and productivity?

A smart building can enhance occupant comfort and productivity in several ways. First, smart buildings use sensors and data analytics to optimize indoor air quality, temperature, and lighting conditions. This can lead to improved air quality, reduced energy consumption, and increased occupant comfort. Smart building systems can also be used to adjust temperature and lighting levels based on occupancy patterns, ensuring that spaces are always comfortable and well-lit when occupied.

In addition, smart buildings can provide occupants with greater control over their environment through mobile apps or web interfaces, allowing them to adjust temperature and lighting levels or even reserve meeting spaces. This increased control can improve occupant satisfaction and productivity, as well as promote collaboration and teamwork.

Smart buildings can also leverage advanced security systems to enhance occupant safety, such as facial recognition technology or access control systems. These systems can prevent unauthorized access and ensure that only authorized individuals are allowed into certain areas of the building.

Overall, a smart building can provide a more comfortable, productive, and secure environment for occupants, leading to increased satisfaction and better performance.

What are the security implications of a smart building?

Smart buildings can present unique security challenges due to their high degree of connectivity and automation. The various interconnected systems and devices within a smart building can provide multiple entry points for cyber-attacks, and the data collected by these systems can be valuable to hackers. For example, if a hacker gains access to the building’s HVAC system, they could potentially disrupt the building’s temperature controls, causing discomfort or even health risks to occupants.

To mitigate these risks, smart buildings must be designed with robust cybersecurity measures, including firewalls, encryption, and intrusion detection systems. Building operators must also ensure that all systems and devices within the building are regularly updated with the latest security patches and software.

Another potential security risk is physical access to the building. Smart buildings typically use access control systems that can be vulnerable to physical attacks or unauthorized access. Building operators should implement strict access control policies and protocols to ensure that only authorized individuals have access to sensitive areas.

In summary, smart buildings require strong cybersecurity measures and access control policies to ensure the safety and security of their occupants and data.

What is the future of smart buildings?

The future of smart buildings looks promising, with new technologies and innovations constantly emerging to further optimize building performance and occupant comfort. One trend that is likely to continue is the integration of artificial intelligence (AI) and machine learning into building systems. This will enable more advanced predictive analytics, allowing smart buildings to anticipate and respond to occupant needs more effectively.

Another trend is the increased use of sensors and Internet of Things (IoT) devices to gather data on building systems and occupants, allowing for more targeted and efficient control. Smart buildings may also incorporate augmented reality (AR) and virtual reality (VR) technologies to provide more immersive and interactive experiences for occupants.

In addition, the continued development of renewable energy sources and energy storage systems will enable smart buildings to become even more energy-efficient and sustainable, further reducing their environmental impact and contributing to the campaign to reach Net Zero standard by 2050. In the more immediate term, Commercial Landlord are facing challenges with ensuring their portfolio meets requirements for attaining an EPC of a minimum of E, to legally be able to rent out their commercial properties.

Also worth a mention is that those buildings offering the highest energy efficiency, highest levels of occupant comfort and functionality for tenants will also be able to charge premium rents.

So the question for building owners evaluating spend on Smart Building Technologies is not just payback against energy costs, but also the legal ability to rent, the desirability of the building to tenants, and the additional lettings value that having a state-of-the-art flagship building brings to their buildings portfolio.

Overall, the future of smart buildings is likely to be characterised by even greater levels of automation, connectivity, and sustainability, ultimately leading to more efficient and comfortable buildings for their occupants.

If you would like to find out more about opportunities in this growing market reach out to our team on

02031549422

info@crucial-people.com

Write a high-impact CV by following these simple guidelines

Sat, 09 Oct 2021 19:05:40 GMT

It is never easy looking for a new job, and with the high level of competition in today’s job market you really need to make yourself stand out. Follow our guide to writing the killer CV to land you that interview for your dream role.

It ought to go without saying that your CV should showcase your experience and present you in the best possible light to any prospective employer, but you would be surprised how many CV’s we receive that are bland at best, and down-right underwhelming at worst.

Many candidates are selling themselves short.

Hiring managers and recruiters who review high volumes of CV’s often learn to scan CV’s to quickly filter those to revisit in detail from those to discard on the first pass. So, you’ve got to nail it.

The key to a great CV is to both not to miss out on any vital bits of information which highlight your skills, whilst not going into so much detail that it is hard to digest. Get that wrong and it is likely that you will end up being overlooked.

Having been in the recruitment industry for a long time, I have a lot of experience in reviewing CV’s. I have seen first-hand what gets a hiring managers attention straight away, what gets overlooked, and the glaring gaps we all too often see, which without intervention would mean your application being overlooked.

There are 3 principles that every candidate needs to bear in mind when crafting their CV…

• Your CV is not a cut and paste document that is just ‘part of the process’, but a tool to opens doors, so it really needs to be specifically tailored to each role and each market.

• Hiring managers (and recruiters) are busy people who deal with dozens of applications and CV’s a day. Be detailed, be clear. Make your skills, experience and relevance obvious. Don’t make it hard to find the gold in there.

• Being able to identify the key responsibilities of the role and highlight your relevant experience in your CV not only shows your relevant prior experience, it evidences an understanding of what the role really requires.

If you can apply these ideas to your CV writing, then you are likely already one step closer to getting in front of the decision maker.

Employment history

Keep it in reverse chronological order, the most recent first. They don’t want to know about your first job as an assistant at the local shop in 1983!

Tailor your CV with relevant experience

Pick out the key responsibilities of the role you are applying for and include experiences you have that are directly relevant to that.

Skills

Include specific relevant skills that the role would require – Any particular software, any specific tasks, any specific courses or qualifications that are pre-requisite or demonstrate competence.

Include evidence

Give empirical evidence if possible. Were your projects delivered on time and budget? How much was your sales target and what did you actually achieve? If you were rationalising a supply chain, how much annual savings did you achieve? If you say you ran a team, state how many staff, what roles and skills did they have?

Full contact details

You will be surprised how many CV I have received with no contact details on them other than the email address they came from!

Proof read

Always check for spelling and grammar, get you CV’s proof read by a fresh pair of eyes - poor spelling is a serious turn off for most employers

Structure

Make the CV follow a clear structure. Write an executive summary, your education and industry qualifications, key skills and competencies, employer, position, dates, job responsibilities. Making your CV easy to navigate helps us hone in and pick out the most salient points.

A short CV

Do try keep your CV to a max of 3 pages – that said, don’t worry about this “one page” rule. Personally I would rather read three useful pages than a 1 page summary that tells me nothing. If you have a lot of projects then it is ok make a separate list as an annexe.

Extra-curricular activities

What interests do you have? Do you do any volunteer work? Appear human and relatable. Skills and competencies aside, people hire people. Anything that is interesting and demonstrates transferable skills is always a plus.

Layout

Think about font, size, white space, all these makes your CV easier to read and digest. Nobody wants to read a 30 line paragraph.

DON'T

Exaggerate or lie

You will get called out in interviews. Even if you don’t, you will likely be rumbled once you’ve got the job and it will go downhill rapidly from there.

Be funny

Unless you are applying as a comedy script writer, this is unlikely to gain you any points. Keep it serious and professional. Don’t give the impression you will act the fool.

Artistic flair

You may think that your decorations and background pictures look amazing but actually they can be very distracting and hard to read. Moreover, overly formatted CV’s are a nightmare for us to work with. Keep it simple and preferably in Word! Your recruiter will thank you!!!

Make simple spelling and grammar mistakes

Shows a total lack of care and attention to detail. Let’s be honest; you’re not going to be handwriting your CV. You will be using Word or similar and it will be underlined in red!

Waffle

Going off on a tangent or writing long prose of opinion and self-analysis does not make for good reading in a CV.

Just remember…

Submitting a poorly written CV is essentially self-sabotage.

There are so many ‘how-to guides’ and templates out there to help with CV writing, that you should give yourself every opportunity to get it right.

This guide should give you a good place to start from, or you can also download a starter template from our website.

If you want to arrange a discussion, please email me at kayhan@crucial-people.com or give me a call for a confidential discussion on 0203 154 9422 .

If you're not moving forwards, you begin to move backward.

Sun, 03 Oct 2021 19:05:40 GMT

Training and personal development. Some people lap it up and sign on for every bit of extra learning they can get their hands on. Other begrudgingly trudge under duress into mandated training sessions that their company has organised, barely paying attention.

When speaking with people who are looking for alternative work, training and development is a subject that comes comes up again and again.

I am forever speaking with candidates who are unhappy with their current employer for that very reason. They were sold the dream, a new role, exciting new technology to play with, or perhaps a step up in responsibility with the promise of......."training".

Want to take a guess why they are now on the phone to me?

That's right. The training and development was lacking, either by the anticipated volume or quality, or lacking entirely.

It turns out that their new job was less a developmental role, more a trial by fire.

On the converse side, I often speak with people who feel like they are either top of their game (and some of them really are!), or others who are happy with their lot, don't want to learn anything new and want to continue to do what they are comfortable with. But is this really a good place to be?

Here are some great reasons why you should always be looking to develop yourself.

You don't know what you don't know.

One reason why some people don't think they need to learn more is that they think they know. But the problem is, you don't know, what you don't know.

The four stages of competence are:

Unconscious incompetence - You don't know what you don't know. you are unconscious of the fact that there are areas that need improvement or things you need to learn
Conscious incompetence - This is where you start to develop an awareness of what you don’t know. This stage can be uncomfortable because you must acknowledge your shortcomings. However, recognizing your shortcomings also motivates you to move forward and learn the skill so you can move beyond this stage as quickly as possible.
Conscious competence - At this stage, you have learned and practiced enough to perform a task with a degree of quality and independence. The task does take focus and attention that makes you slower than it would for someone more skilled.
Unconscious competence - In this final stage, you have now internalized the knowledge you need to perform a task and perfected your practical skills. You also no longer require concentration or active thought.

So even if you think you know the subject / skill / whatever - put yourself in for it. You might reveal that unknown, unknown , that you can improve upon.

Unlearned skills.

Let's face it. unless you are a savant, when you have a training session/course/lecture, whatever it may be, you do not take on board to the fullest extent everything that is presented or taught. So if you have only ever "learned something" once, you probably haven't really learned it at all. To learn, the brain builds on existing knowledge and that is why practice makes perfect. The chances are you need to learn something several times to have really learned it. a proportion of what you learned isn't fully taken on board in the first place. Some of it is also taken on board but just as swiftly forgotten as in the below point.

Learning retention

Even when you pay the utmost attention, you will not retain everything you have learned. Here are some shocking statistics I found on learning retention:

After one hour, people retain less than half of the information presented.
After one day, people forget more than 70 percent of what was taught in training.
After six days, people forget 75 percent of the information in their training.
Information in our memories can decay, or fade over time if not accessed enough.

Have you ever been on a refresher course and found yourself learning something 'new' or even something you realise you remember learning, but had gone completely to the back of your mind? This is why.

Complacency

Not the same as laziness by the way.

This comes back to the conscious competence stage mentioned earlier. You are functional at the task you are doing. You have learned how to do it, but is that what you are actually doing? The chances are that if challenged, if thinking about it, you know it, you can do it, and you can explain it. If somebody asked you to explain how to do X , or what steps you should take to do Y , you would be able to think about it and tell them or show them. But you're not doing it. You have become complacent and whilst functional are not doing it 100%.

Unless you retrain, relearn, practice. then you will not reach unconscious competence.

But guess what, as soon as someone else comes along and changes a rule, a method, a working practice, introduces a new policy, a new legislation - you have to relearn and retrain your brain to do those things habitually instead.

Obsolescence

The world is moving on at a pace technologically. Especially in this marketplace. Whatever your skill set, there will have been vast changes in the past year in the technologies available and the applications thereof. If you are not continually learning about the new technologies and able to apply them, then you stand a real chance of being left behind. It's no good these days being the world's preeminent expert on the Acorn BBC Micro ! I have come across many highly skilled engineers with decades of experience, a sheer wealth of knowledge of mechanical plant and controls theory who are struggling because they have spent the last 5 years on a static site with, for example, an old Satchwell system and now they are looking for a new job, every man and his dog wants an expert level Tridium Engineer who can write software and graphics and integrate all manner of third party devices over LoRaWAN or through a cloud based SaaS product on an AWS server somewhere.

Inflexibility

Simply put, if you have limited skills, you have limited uses. You should aim to make yourself as adaptable and competent in as many relevant skills in your chosen field of work (and life in general) as you can. If you have one skill-set that you can reliably do, as your employer seeks more and more, you will become less and less valuable. Unless they have ample work doing your your one competence (ok a bit extreme perhaps) then you'd better be careful if they have a quiet spell.

Financial worth

As above, if you have limited skills and limited range of capability then your worth to your employer potentially diminishes. Why would an employer want to hire three people with 1 limited skill set each, if they could hire 1 person with three skill-sets and pay them more. Now you definitely won't get treble the work or treble the pay, but you will certainly be in a better paygrade and be better thought of.

Moving backward

So you have not undertaken continuous training and development, which means that you have not developed any new skills. But that doesn't mean you have gone backwards. Right?

And let's imagine that you somehow have managed to retain all of your prior knowledge and totally remember and apply everything you have ever learned without having any refresher training. So you can't have gone backwards .Right?

Well how about if of the 5 people in your job in your department, or the 50 people in your company division, or of all the people in your entire company, you are among those who have not actively taken any training and development. Not asked to go on those new product courses. Not attended the free lunchtime training sessions. Not updated your qualification to the latest version of the regulations, not learned that new software package. Well, I'm afraid that relatively, you have definitely gone backwards. It comes back to our treadmill. Everyone else has taken steps forward. You have stood still. Now you are back. Way back.

Changes in legislation or regulations

Oftentimes, there are changes brought about which are outside of our control, which can immediately have an impact if certain training or qualifications have not been undertaken. New laws come in, the regulations in the industry change, or accreditation schemes move the goalposts on you. One prime example is the withdrawal of CSCS Industry Accreditation or 'Grandfather rights'. We have seen multiple instances of people being unable to (or finding it very difficult at least) to get the site safety cards renewed as the regulations changes.

As you can see, t here are many good reasons to give yourself a boost with continued training and development every time it is made available. And even when it is not, ensure you take responsibility of driving forward your own development with your employer. Many companies have corporate focus on training and development with sizable budgets dedicated towards it, but if you leave it all to your direct manager to drive forwards, you may find yourself disappointed. Often, your manager will be so busy at the coal-face fighting fires that identifying and organising a training course for you (and finding the time off-task for you to do it) will not be at the fore of their minds.

Even where your employer is not forthcoming in training and development, there are a wide variety of free L&D opportunities out there, for example Open University offer a raft of free courses on a wide range of subjects.

https://www.open.edu/openlearn/free-courses/full-catalogue

Then there are sources like New Skills Academy and Udemy who provide a plethora of short and affordable courses on a broad spectrum of subjects.

https://newskillsacademy.co.uk

https://www.udemy.com/courses

So...........................

What are you going to learn today?

We have some exciting clients who really are shining examples when it comes to staff development and opportunity creation.

If you are unhappy with your current development, feel free to reach out for a confidential discussion on 02031549422 or info@crucial-people.com.

"To contract, or not to contract....."

Sun, 03 Oct 2021 19:05:40 GMT

Many people question whether they should remain in permanent employment, or take the leap into the world of contracting. Some pro's and con's to consider.

There are many people out in the industry successfully working on a subcontract basis and I often get people who have spent all of their working careers to date in an employed position, approaching me to talk about them going out and starting to work on a contract basis.

Some people have looked into it and have both eyes fully open. Some people really have not.

There is a whole range of advantages and disadvantages to both employment and self-employment. Here we will consider a few of these factors. This is not a list of pros and cons, as it is not as simple as being right or wrong for everyone. There are many things to consider and of course, what works for one person may not work for another.

Many times, people are dazzled by the prospects of the rates on offer, but almost as often, people do not fully appreciate what that really means.

Perception of high earnings - is it as high as you think?

When a staff person who gets a gross salary of say £40k hears that the contractor next to them is earning say £320 a day, they can be forgiven for reaching for a calculator and deciding that that person earns £320 x 5 x 52, so in the region of £83'00 a year right? Wrong.

Below is a non-exhaustive list of some cost elements to consider that employees do not see or pay for and instead receive as a paid benefit or at least a non-cost. As a contractor, you wouldn't receive these / would have to pay for them yourself from your company revenues.

Paid annual leave
Car allowance
Travel expenses
Private healthcare
Sick leave
Maternity pay
Paternity pay
Employer's pension contribution
Employer's NI contribution
Insurances
Accountants fees
Laptop
Phone contract
Tools
PPE
Training costs
Certification costs

So you can see that the initially perceived earnings can rapidly fall. And that's before we start thinking about Corporation tax on profits and dividend tax etc...

Tax advantages

The above notwithstanding, there are undoubtedly advantages from a tax liability perspective of working through a limited company. That is of course you are not deemed inside IR35 - more later on that!

Essentially you can choose how much you pay yourself PAYE, you can take additional earnings as dividends, and you can run certain costs and expenses through the business. And a number of other benefits as well which can be realised. But that is a conversation to have with a qualified accountant!

Flexibility of time off.

When you are employed, we have in the UK a minimum of 20 days paid annual leave, with an additional 8 statutory days holiday (9 next year due to the additional one on Friday 3rd June for the Queen's Platinum Jubilee). This is, of course, the minimum and many employers offer more than this. Whilst some employers will offer additional unpaid leave or extended unpaid leave on a sabbatical, it is often not quite that simple to actually get.

As a contractor, however, cash-flow permitting, you can give yourself as much time off as you like. Want to take 3 months off to do a home project then fine. Want to take a month out each year to unwind in a tropical island paradise, then you are free to do so (you know who you are!). If you want to take time off between each project to visit a different country, feel free!

Uncertainty and work insecurity

Notwithstanding the benefits mentioned around flexibility, this is only a plus where it is of your choosing.

There may be times in a contractor's career when for one reason or another, suitable work just does not present itself. There could be a lack of available opportunities at a time when you are 'between jobs'. Alternatively, the available work at any given time could be in unsuitable locations, which can be a problem because as a subcontractor you often will not get your travel time or costs paid. You may even find yourself out of work unexpectedly when there is a quieter spell at the company you are working at (or because of a global pandemic!!!!) and of course, priority will be given to the employed staff for continued work. They will be found work to do, to keep them busy, but you will not.

This means that you will therefore potentially have time out of work. This will, of course, have an impact on your cash flow, and net cash reserves and in reality mean that your average earnings over a year from the 'lucrative' day rates you are chasing are diluted. You need to be sure the other benefits outweigh the financial risk.

Difficulty accessing training and development

This is actually quite a big one. The level of training and development offered by employers can vary widely (also widely varying is the level of T&D people actually receive in comparison to that offered and sold to them at the interview stage, but that is one for another blog!).

The key factor here, as it relates to the decision to be made around contracting is that as an employee, you will often be offered paid training at absolutely no cost to you, for either your time which is still paid through your salary, or the costs of the course itself. Additionally, you will even have access to training that you simply would not even be able to access without that employer.

This is something that you should consider. If you are still learning your trade and still need to go through extensive training and development, the potential short-term benefits could well be outweighed by the impact to your long-term prospects. Even where you are a fully-fledged independent worker, you need to make sure that you are still making the personal commitment in time (unpaid) and money (for the courses and qualifications themselves) to keep yourself current and indeed move forward.

Freedom of choice
Contracting does offer you the freedom to choose your work. If the work is in an inconvenient location or not technically stimulating enough for you, then simply, you wouldn't take the contract on offer. Not a luxury that you would have in an employed position where you would simply be deployed where needed - though most sensible employers would at least try to make it workable for everyone.

Liability and Risk

When you work as an employee, all of the risk and liability are carried by an employer. Working as a contractor, the risk is very heavily in your direction. How much varies on how you are set up. Sole traders carry the full risk of loss personally. Personal risk if operating through your own ltd company is reduced as your personal liability is limited, hence the name, but nonetheless, a heavy claim could fold your company. Insurance is therefore a necessary cost and requisite to providing your services and many companies will not engage your services without suitable cover in place for public liability and professional indemnity amongst other requirements.

Financial affairs

As an employee, it is fairly straightforward. Bar the at-source PAYE deductions, what you are paid is obvious and clearly yours. As a contractor, unless you work PAYE through the agency or an umbrella company, whether you operate CIS, sole-trader or Ltd (other routes are available too) Complex financial affairs with Taxation and VAT, personal expenses, Corporation Tax, different ways to pay yourself can be complex.

You are also at risk from unfavourable legislative changes - IR35 being a prime example in the last year with many companies putting in place blanket bans on PSC workers, or finding people 'Inside' which essentially means they are deemed as employees and all pay treated as PAYE (without even consider many of the expenses listed in the table earlier in the article which now come out as costs still but after tax - effectively costing up to twice as much) which can have a massive impact on earning potential, and also have wider and continuing implications on your earning in other 'outside' roles.

Financial Risk

As an employee, it is relatively simple and risk-free. Turn up, do your job, and get paid regularly. It is not quite so simple when self-employed.

As a contractor you may face challenges with companies setting you up as an independent supplier - you may face some onerous processes or terms from companies. I have for example oftentimes been asked by a client to payroll someone as they just couldn't get them set up with their supply chain team either in a timely fashion or, at all.

Long payment terms can also be a yoke around your neck. As a staff member, you get paid every month like clockwork, and your personal cash flow is relatively reliable. As a contractor however you could be faced with varying terms from 7 days (brilliant!), 30 days end of the month (i.e. up to 2 months), 60 days, 60 days end of the month (up to 3 months) or even longer. Where you are working with a lot of different clients with lots of different payment terms you could find yourself with a very unsteady cash flow.

You could also find yourself in pay disputes where there are challenges on your invoices, or, in absolute disaster scenarios, you could also find yourself not getting paid at all.

ALWAYS make sure you have a cash reserve to see you through.

Of course, much of this can be mitigated if you work via Crucial People who can keep your cash flow regular and your pay protected.

You need to really consider if contracting is for you.

So, all things on balance, is it right for you?

If you would like to explore this further then get in touch with me kayhan@crucial-people.com or 0203 154 9422 for a confidential conversation.