The financial services industry is one of the most important to the UK, and in turn, jobs within financial services have increased significantly over the past few years. There are 1.1 million financial services employees employed in the UK. It is an industry that offers a wide variety of roles and career opportunities and, as a result, attracts large numbers of prospects. Take a look at some of the positions that are available at the moment.

As with all industries, there are pros and cons to working within this exciting space. If you’re toying with the idea of a career move , here are some of the things you may want to consider:

Benefits:

Financially rewarding

There is potential to achieve a higher-than-average income at all levels within the industry, as well as a promising career path, great benefits and bonuses. City-based firms often reward hard-working employees with wellness benefits like free gym membership, access to healthy meals and medical consultations.

Variety

No day will ever be exactly the same. The fast pace and unpredictable nature of the industry means you’ll always be busy and learning new things. There’s likely to be an exciting buzz around the office and definitely no time for clock watching.

Exposure

On a daily basis you’ll be faced with high-profile individuals and businesses. It gives you an excellent opportunity to network with new people every day, and this in turn can open lots of doors. In this space, it’s usually not about what you know; it’s who you know.

Social Scene

The financial services industry is known for its ‘work hard, play hard’ mantra. It wouldn’t surprise us if you met life-long friends in the City. And if you’re a bubbly person who loves to socialise, you’ll fit right in.

Potential risks:

Long hours

Working in financial services is not a typical 9-5 affair. Approximately one in three of all employees work in excess of 40 hours per week and a large number work considerably more than that. The work itself can be fairly high pressured and stress-inducing due to the fast pace and the demanding nature of clients and colleagues. To minimise burn-out, we strongly recommend focussing on personal wellness and encourage you to take all of your annual leave. This will help counter-balance any stress caused.

Difficult characters

In a support role you may be expected to deal with employees that will not give you an easy ride!

Competition for jobs is high

As financial services offers good promotion prospects and numerous career opportunities, this means it is a competitive industry. And you’re competing with the best of the best.

Few permanent opportunities

Due to the unpredictable nature of the economy, many of the financial services firms prefer to hire into long-term contracts rather than permanent roles. If you want to work in the City you’d need to be comfortable with this. Rest assured, those in long-term contracts enjoy all the same benefits and bonuses as permanent staff!

We believe the benefits of working in the City far outweigh the risks, but at the end of the day it needs to feel right for you and your lifestyle choices. Submit your CV and update your job requirements, to take your first steps towards a job in the city.

The post The pros and cons of a career in financial services appeared first on Tiger Recruitment.

Inclusive hiring has always been at the forefront of my mind throughout my career. Prior to becoming a recruiter, my interest stemmed from my own lived experience, from reflecting on inequalities during maternity leave and supporting my neurodivergent daughter to witnessing the wider impact of movements like Black Lives Matter. When I stepped up into a leadership role, my experiences evolved into responsibility, I now had an obligation to use my position to drive meaningful change.

I’ve worked with professionals across a number of industries but one area I’ve seen a consistent need for change is neurodiversity in hiring. For most employers, the confidence to act on their desire to change is often lacking. HR leaders have such a crucial role in closing this gap.

So what can HR leaders do to build confidence around Neurodiversity in Hiring?

Be vulnerable

A couple of years ago, I shared a LinkedIn post about neurodiversity in hiring, and by doing so I was unexpectedly inundated with messages from individuals who I had encouraged to share their own experiences. A senior candidate who had applied for a role I was advertising reached out to say the post had given them the courage to disclose their neurodivergence to the employer, which was something they hadn’t spoken about since she was in school. With reasonable adjustments made to the recruitment process they were able to display their suitability for the role and as a result, were offered the job. I saw the impact of simply being transparent and learnt how valuable it is to share your own experience, because it might encourage someone else to do the same.

Don’t be afraid to ask questions

Most employers are eager to support neurodiverse candidates, but often aren’t sure how. Some say the terminology is daunting, or are afraid they might say or do something to offend. Others just aren’t sure what accommodations might look like in practice and worry it might just cause confusion. Encouragingly, this is beginning to change. More businesses are educating employees on bias in job adverts and including positive action statements explicitly welcoming neurodiverse applicants. But it’s not just about what you say that will have the most impact, but how you act. HR leaders should feel empowered to ask questions, seek guidance and work together to create a process that works for everyone.

Challenge the status quo

A huge part of a recruiter’s role is constructively challenging hiring processes that inadvertently exclude talent. I recently supported a neurodivergent candidate who asked for the interview questions in advance. At first, the employer felt this might give her an unfair advantage, but I suggested the questions should be shared with all applicants. Although their resistance resulted in the candidate withdrawing from the process, the next time I partnered with them, they implemented this change from the outset. I worked with them to prepare the questions further in advance, to allow them to be distributed. As a result, the interviews were more structured and insightful, and the panel was better prepared.

Similarly, I worked with a leading non-profit to rework their recruitment process for a director of people role. Instead of submitting their CV, applicants were given the opportunity to answer three questions, in a written or spoken format. Candidates also experienced inclusive language, an adapted format and received job packs. They were given clear fixed timelines for each stage of the recruitment process and were provided with financial support for travel and additional childcare costs required to attend the interview. Most importantly, the interview process featured structured questions with clear criteria, levelling the playing field for each of the applicants. As a result, the successful candidate was neurodivergent and they have since played a pivotal role in applying the same changes across the organisation.

Consider the working environment

Candidates who successfully navigate an inclusive recruitment process, don’t necessarily thrive in the workplace. More often than not, employers place so much importance on the accommodations made during the interview that there’s not much support once they start their job. As a result, a new hire feels let down and may struggle to perform to the best of their ability. On a basic level, employers should consider the working environment, offer flexible working arrangements, provide clear onboarding documentation and regularly check in on what’s working and what isn’t.

Start Small

Businesses often fear making adjustments for candidates because they think it’s expensive and time-consuming. However, it’s possible to make simple changes to the recruitment process that cost nothing. Employers can create a psychologically safe environment by merely asking the question, “Are there any reasonable adjustments required?” This will make them more comfortable disclosing their neurodivergence, even if it’s at a later stage in the recruitment process. Other examples include providing interview questions in advance, offering extra time for tasks or providing clear, structured communication.

I’ve seen firsthand how transformative inclusive hiring can be, for both the candidate and employer. A candidate I worked with has since launched a neurodiversity committee at their organisation, another helped reshape an entire onboarding process. As HR leaders, we don’t need to have all the answers but we must be willing to listen and learn. As a result, we create workplaces where everyone has the opportunity to thrive, which is beneficial for all.

The post How HR Leaders Can Build Confidence Around Neurodiversity in Hiring appeared first on Tiger Recruitment.

How do I get a temporary summer job?

As an undergraduate or recent graduate with three long summer months at your disposal, it may be tempting to pack your life into a backpack and take off, exploring your European backyard. However, this period is also a perfect time to bulk up your CV and gain valuable work experience. Could a summer temp job be in your immediate future?

Should you be considering a temporary job in London over the summer, you’ll need to start thinking about it now, as most companies will look to fill contract roles before June comes around. Here are some steps to take to give you the best chance of success.

1.Prepare your CV

There’s no point searching for a temporary summer job without a spot-on CV. As one of the most important tools in your job hunt, your CV is your chance to make a fantastic first impression, showcasing just how your skills and experience could assist a business. Make sure it’s up to date, has all relevant work experience and education, as well as anything else you think would be of interest to an employer.  Don’t forget to explain what you’re looking for and include your interests and achievements! These little details could be the differentiator between a hiring manager choosing to interview you and not someone else.

2. Register with a job agency

Recruitment agencies like Tiger often have three-month contracts over the summer in a variety of industries. In our case, submit your details to our database first before applying for jobs directly. A consultant will then follow up with a face-to-face registration if your experience is suited to their clients. Once registered, make sure you stay in regular contact and reply to any potential roles in a timely manner – the nature of temp work means roles move quickly!

3. Conduct research

Once you’ve registered with a recruiter, it could be worth looking into the businesses that are likely to advertise for summer temp jobs. A simple search on Google will reveal who has hired temporary employees in the past, as well as who has current openings. This can guide your applications, as well as demonstrate the scope of roles available to you. It’s also worth calling a range of businesses that work in the industry you want to work in to see if they need assistance over the summer.

4. Open up your network

You never know where a conversation could take you! Start focusing your efforts on meeting as many people as possible, attending university or industry events and connecting with professionals on LinkedIn. It’s also worth using your existing network – do your friends and family know of any positions going? At the very least, making a concerted effort to talk to others about your job search could result in helpful advice, if not your dream role!

The post Temporary summer jobs in London appeared first on Tiger Recruitment.

The Benefits of Temp Work

In today’s fast-moving job market, more professionals, at all levels of seniority, are turning to temporary work.

There are many reasons why a professional may choose to do temp work. Some may have been made redundant, others may fit temp work around another commitment, such as a creative pursuit or parenthood, or to gain the relevant experience. Temporary work can range in length – some temp placements can be for a day; others can be for several months.

Could temping be for you? With plenty of benefits, it could just be the perfect career path.

It presents a challenge

Temporary assignments can be extremely challenging as you will need to pick up processes, procedures and policies very quickly. You will likely be required to cover a workload for a member of staff who is out of the office, so there’s a chance there won’t even be a handover. For this reason, you’ll need to be able to pick up tasks with little to no direction, using your common sense and initiative to figure tasks out.

Experience

Working as a temp will allow you to develop your skillset and gain fantastic experience, which you can then add to your CV. A broad CV that displays several skills is very appealing to employers and may well get you the job over another applicant.

Remember to regularly update your CV whilst temping, making a note of key achievements within a role. Think about what will be appealing to those reviewing your CV and try to sell yourself.

Temporary work works extremely well for those straight out of education, as it allows you to ‘try before you buy’, while building up essential experience that will bode well when you eventually decide to pursue permanent work.

Flexible working

The flexibility of temp work is what makes it appealing to so many people.  If you communicate your availability to your consultant, the temporary working world is your oyster.

As temporary working assignments can vary in length, you can choose exactly how long you’d like to work for, making your work life work for you.

Confidence boost

Starting a new job can be daunting, whether it is temporary or permanent. Taking those first steps into work is nerve-wracking. However, taking on temporary work placements means you’ll be required to do this regularly, which will increase your confidence immensely. You will build your people’s skills each time you step foot in a new office and find new ways to strike up a conversation or get to know your colleagues. Building your confidence will also help you when it comes to interviewing elsewhere for new roles.

Networking opportunities

Often, when job seekers first move to an area, they can walk straight into a great temporary job and gain experience and income quickly. Moving to a new area can be difficult, and the idea of leaving friends and family behind is a scary thought. By working as a temp, you will be meeting new people regularly. You will be constantly building new relationships and making great friends!

Paid holiday

Did you know that temporary workers also have the right to claim holiday pay? The Agency Workers’ Regulations, introduced in 2010, state that all temporary workers should receive a minimum of 28 days’ holidays a year, pro rata against the hours they’ve worked. Holiday pay is accrued at 12.07% of your gross pay. When temping through Tiger, you remain on our payroll, so your holiday pay accrues across all placements. You can usually get this paid out should you not want to use it. If you have any questions about holiday pay as a temp, feel free to get in touch with the temp team.

Opportunity

Temporary work could be that all-important foot in the door with employers. They could ask you to come back each time to cover an absence. Not only this, but temporary work could lead to a permanent position within the company. Your employer may see great potential in you and will not want to let you go. We see a high instance of candidates starting in a temporary role and going permanent. Think of every temp job as an interview and initial introduction to a company.
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If you’re looking for temp work, submit your CV today.

The post The Benefits of Temp Work appeared first on Tiger Recruitment.

The search for a job in London can be a full time job in itself. However, there are ways to make the process easier, including registering with a recruitment agency. Employment agencies in London specialise in placing candidates in roles across a range of industries and can help you secure your next dream role.

Choosing an agency

Firstly, you need to think about your needs. What job are you looking for? What industry do you want to go into? You can get generalist and specialist agencies, so if you know exactly what you want to do – you want to be a PA, for example – look for an agency that specialises in administrative and PA recruitment. If you have no idea what route you want to go down, look for a generalist agency who will have a number of different roles that might be suitable. Have a look on the agency job pages on their website to see the roles they have advertised to help you decide which might be most suitable. You might have certain employers you want to work for; perhaps you could find out who does their recruiting and get in touch with them.

It’s always good to ask friends and colleagues if they have any recommendations too. Tiger offers a £250 reward for any successful referrals for permanent positions and other agencies can offer similar, so it works in your friends’ benefit.

How do you register with job agencies?

The process of registering with a job agency in London will vary from agency to agency, but usually you will submit an initial enquiry online. You may then be invited to meet with a recruitment consultant for an interview. During this meeting you will have the chance to talk about your CV and career goals. It’s not only skills and experience that make an impression;, this is also an opportunity for your consultant to get a sense of your personality and what roles and company cultures may suit you best.

Don’t be afraid to register with a few job recruitment agencies in London or elsewhere. By placing your CV in front of as many job agencies as possible, you’ll increase your chances!

Finding the perfect role

Once you’re registered with a London job agency, you’ll be considered for jobs that fit your skills and preferences. It’s not uncommon for London employment agencies to ask you to complete skills testing – these online tests will assess relevant skills such as your touch-typing speed and Microsoft Office proficiency.

Should your consultant wish to put you forward for a role, they will check with you to ensure you wish to be considered for the position. Generally a shortlist of candidates is shared with the company seeking to hire, and they will make the decision to invite a selection of people to interview.

The perks of using a recruitment agency in your job hunt

Your consultant will support you in every stage of your job hunt. The collaborative nature of securing work through a job agency will save you time and may also expand your professional horizons as you could be considered for roles you wouldn’t have otherwise heard about.

Many job agencies also offer interview training, CV advice and professional development opportunities to candidates, all at no cost.

Some London recruitment agencies offer assistance with securing temp roles as well as permanent contracts. Temping in London can be a great way of gaining confidence and experience, making ends meet while hunting for a permanent role, or working flexibly alongside other commitments. There are both specialist temp recruitment agencies in London, as well as industry-specific agencies in London that cover both temporary and permanent placements.

The post What can a recruitment agency do for jobseekers? appeared first on Tiger Recruitment.

If you’re reading this, you’ve most likely handed in your resignation, or you’re planning to soon. If that’s the case, you’ll be expecting a meeting with HR for your exit interview.

Volunteering your general feedback about your employer can sometimes be an uncomfortable experience, so we’ve provided eight do’s and don’ts for exit interviews to help you prepare.

What to do in your exit interview

Do: Prepare like you would for any interview

Treat this interview as you would any other and prepare accordingly beforehand. Google some exit interview questions that are typically asked and practise answering them. Regardless of why you’ve chosen to leave, it’s important to provide thoughtful answers that will help the company improve in the future.

Do: Act professionally

You should remain professional right through to the very end. It will keep the door open for potential opportunities in the future and won’t diminish your chances of receiving a positive employer reference.

Do: Discuss the positives

Try to highlight the positive aspects of the role you’re leaving, even if it’s been the worst job you’ve ever had. It can be anything from the benefits package to the office facilities. This will help to balance out any negative points that may become apparent during the course of the conversation. It also displays a high level of professionalism and awareness on your part.

Do: Exit on good terms

When all is said and done, the aim is to leave the interview room on good terms. Make it clear that you are thankful for every opportunity the company has provided. Even if there is some resentment on your part, it’s better to leave on a positive note and have a clean slate for your new job.

What not to do in your exit interview

Don’t: Vent with no constructive feedback

Your exit interview is not the time to discuss petty grievances with your colleagues. Avoid discussing colleagues unless you’re specifically asked to do so. If it does come up, stay clear of slander and only provide reasonable examples that support a valid argument. You can discuss your ‘suggested areas of improvement’ for the company, but it’s important to remain tactful in your approach.

Don’t: Brag about your new role

Your interviewer will probably ask about your reasons for leaving. While you may be jubilant about leaving, it’s important to avoid boasting as it’ll come across as discourteous. Just keep it short and to the point. For example, if you’re excited that this move is a step up in your career (with a considerable salary increase), you could mention that the new position gives you more responsibility than your existing one.

Don’t: Raise issues that the company cannot address

Any good employer will be looking to improve the workplace using your feedback. As such, you’ll want to refrain from expressing sweeping statements with no rational explanation. They’re not actionable and don’t give off the best impression of you. While preparing for your interview, try to come up with suggestions for how certain situations could be improved in the future.

Don’t: Be unresponsive

You’re probably familiar with the term, “if you have nothing good to say, don’t say it at all”? While this may be great advice in general, don’t apply it to your exit interview. Being unreasonably tight-lipped could be viewed as patronising and won’t help the process. The interviewer will respect your honesty as long as you keep it relevant to the exit interview questions being asked. If you’re looking for a job, we continue to update our live job listings daily. Make sure to also check out our insights page for helpful resources to help navigate the COVID-19 pandemic.

Author bio: This article was written by Check-a-Salary^[1] . Check-a-Salary provides insight on earnings collated across multiple sources for every position in the UK.

^[1] www.checkasalary.co.uk

The post Eight dos and don’ts for your next exit interview appeared first on Tiger Recruitment.

Learning at Work Week is a timely reminder of the value of continuous development. But meaningful learning doesn’t always come from formal training programmes or online courses. Often, it’s practical experience and conversations that lead to the most impactful professional growth.

Whether you’re early in your career or looking to move up the career ladder, here are five practical ways to enhance your development at work.

1. Shadow a Colleague in a Different Team

Gaining insight into how other teams operate can expand your understanding of the business, improve cross-functional collaboration, and potentially uncover new career interests.

Even a brief shadowing session can offer valuable perspective and sharpen your understanding of how the wider business operates. Gaining insight into another team’s priorities and challenges can directly enhance the quality and impact of your work. For example, if you work in marketing, spending time with the customer service team can reveal any recurring consumer queries. You can then tailor your messaging, content, or campaigns more effectively.

Tip: Try shadowing a role that challenges your understanding. It may highlight skills you’d like to develop or spark interest in a new direction.

2. Keep a Weekly Reflection or ‘Learning Log’

Allocating time at the end of each week to reflect on a challenge, mistake, or accomplishment can reveal patterns in how you work and think. This habit encourages accountability, builds self-awareness, and helps turn daily experiences into learning opportunities. You can use this as a checklist to avoid making the same mistake again.

Tip: At the end of each week, reflect on what went well, what could have gone better, and what you would do differently next time.

3. Identify a Process You Can Improve

An effective way to grow professionally is by re-evaluating your regular routines. Taking a step back to question existing processes, no matter how small, can reveal opportunities for greater efficiency or collaboration.

Is there a recurring team task that could be streamlined? Perhaps meeting schedules could be better coordinated, reports shared more effectively, or handovers could be clearer. Proactively identifying and refining these processes not only supports your team’s success but also demonstrates strategic thinking and initiative.

These small improvements can lead to meaningful impact, and the ability to spot them is often a strong indicator of leadership potential.

Tip: Try finding a process that helps streamline activities for your manager or team. This way, your work will be visible, so you can track its impact.

4. Help Others Learn

Helping others learn is a great way to test your understanding of a topic or skill. If a colleague approaches you or your team with a question, consider how you could use your existing skillset or conduct your own research to help fill knowledge gaps within your organisation. You can share your insights by offering short, upskilling sessions for the wider company. Perhaps you have a particular skill in building your personal brand on LinkedIn which you think could benefit others across the business. Alternatively, you can offer to help train new starters as part of their onboarding process, or provide mentoring for junior staff.

Tip: This is an effective way to demonstrate your leadership skills if you’re looking to progress into a managerial role in the future.

5. Speak to a Professional You Admire

If you want to expand your knowledge proactively, try reaching out to someone whose work you genuinely admire. That could be a colleague in a different department or a professional on LinkedIn.

You might ask how they approached a recent challenge, what tools they use to stay productive, or what advice they’d offer someone looking to develop similar skills. Most professionals are more than happy to share their insights, and this kind of informal learning can build your confidence, strengthen relationships with colleagues and create new industry connections.

Tip: Try to speak to someone outside of your usual circle; this way, you’re pushing yourself to speak to people you wouldn’t usually.

Final Thoughts

Professional development isn’t confined to online courses or structured learning programmes. Some of the most impactful growth happens when we proactively seek out small opportunities to learn, reflect, and engage with the broader picture of our work.

This Learning at Work Week, we encourage you to think differently about how you grow and take ownership of your development in a way that’s practical and sustainable for you. Powerful moments of growth can be sparked by curiosity, courage, and the decision to learn differently.

If you’re eager to upskill in a new role and take your next career step, submit your CV or browse jobs with Tiger today.

The post Five Meaningful Ways to Learn at Work – Without Signing up for a Course appeared first on Tiger Recruitment.

Research around leadership styles and gender has gained traction, with Bloomberg UK suggesting that companies with more women on executive boards are ten times more profitable. In the UK, female representation in leadership positions across business, politics, and the public sector continues to increase.

According to the latest FTSE Women Leaders Review, women now hold 43% of board positions in FTSE 350 companies, but what makes women in particular excel as leaders, and how can we continue pushing for equitable leadership teams? More importantly, how can individuals early in their careers take steps toward leadership despite systemic barriers?

Emotionally Intelligent Leadership Styles

Studies conducted in the UK indicate that women frequently adopt a democratic and transformational leadership style, prioritising collaboration, mentorship, and team development. The Chartered Management Institute suggests that women tend to steer clear of authoritative approaches and are more inclined to engage in compassionate and empathetic leadership.

Research published in the British Journal of Management proves that female leaders generally excel in emotional intelligence, a trait linked to higher levels of employee engagement, job satisfaction, and workplace cohesion. This kind of leadership style is predicted to set individuals apart in an era of AI, where adaptability is increasingly desired in hiring processes and will become vital for business success.

Diverse Leadership Outperforms Competitors

The effectiveness of women’s leadership approaches has been demonstrated across various sectors. Reports by McKinsey UK have continuously found that companies with diverse leadership teams, including women in senior positions, perform better financially and have stronger organisational cultures.

Case studies of female-led businesses have shown that female leaders are more likely to place a stronger emphasis on employee wellbeing, flexible working arrangements, and ethical decision-making. These factors contribute to improved employee retention and innovation, particularly in industries where teamwork and creativity are crucial.

Closing the Gender Leadership Gap

While the rise in women’s board representation is a landmark achievement, the picture is far less balanced when it comes to executive leadership. Only a fraction of FTSE 100 companies have a female CEO, and across industries, women are still hitting a glass ceiling when it comes to the most senior decision-making roles.

This gap is not due to a lack of capability or ambition. Many talented women still struggle to break into top roles due to outdated leadership models, unconscious bias, and a lack of structured progression pathways. However, those in earlier career stages can take proactive steps to position themselves for leadership opportunities.

How to Progress into Leadership

If you’re currently in a non-senior role and looking to progress, here are some practical steps you can take:

1. Seek out sponsorship, not just mentorship: Mentors provide advice, but sponsors advocate for you in key decision-making spaces. Identify leaders in your organisation who can actively support your career progression.
2. Develop leadership skills early: Take on projects that allow you to lead, whether it’s managing a team initiative, mentoring junior colleagues, or presenting at meetings.
3. Communicate your ambitions: Many employees assume that promotions will come naturally with hard work, but it’s essential to make your leadership aspirations known to managers and decision-makers.
4. Build a strong professional network: Surround yourself with peers and mentors who inspire you. Attend industry events, join professional groups, and engage in conversations that elevate your presence.
5. Be strategic about career moves: If your current organisation lacks clear progression pathways, consider roles in companies that prioritise internal mobility and leadership development.
6. Challenge outdated leadership stereotypes: The perception of leadership is changing, and diverse styles are increasingly valued. Don’t feel pressured to conform to traditional leadership models—your natural leadership style can be a strength.

Barriers to Executive Leadership Are Still Systemic

While individuals can take action, systemic barriers remain. Some key challenges include:

• Limited access to sponsorship: Women are less likely to receive career-advancing sponsorship compared to men, despite mentorship being widely encouraged.
• Rigid career pathways: Traditional leadership trajectories favour uninterrupted career progression, often disadvantaging those who take career breaks or work flexibly.
• Outdated leadership stereotypes: Women must often navigate narrow expectations of leadership styles to be deemed suitable for top roles.

Driving Real Change

The business case for change is unarguable. Businesses with diverse leadership teams are more adaptable to market shifts and significantly better at attracting top talent. To further push for change, business leaders can:

• Shift from mentorship to sponsorship: Senior leaders should actively champion women with high leadership potential for promotions.
• Redefine leadership norms: Recognise and reward a broader range of leadership styles beyond the traditional ‘alpha’ model.
• Offer flexible leadership pathways: Ensure career progression structures accommodate different working patterns, rather than favouring linear career trajectories.

The research is clear: gender-equitable leadership is a proven driver of business success. As more businesses dismantle systemic barriers and embed truly inclusive leadership pathways, the opportunities for women to step into executive and C-suite roles will increase exponentially. However, for those at the start of their careers, taking small, strategic steps today can lay the foundation for a future in leadership.

The post Women Now Hold 43% of FTSE 350 Board Roles, But Executive Leadership Still Lags appeared first on Tiger Recruitment.

At some point in our careers, we’ve all felt the creeping exhaustion of burnout. It’s that overwhelming mental fatigue or a loss of motivation. But here’s the thing: burnout isn’t just something that happens. It’s crucial to recognise the early signs, and taking proactive steps can help you regain control before it takes over.

With the line between working and leisure hours becoming fuzzier every day, separating the two concepts is becoming harder than ever. With 526,000 UK workers suffering from work-related stress, and 44% of those people attributing it to workload, the risk of burnout only continues to increase.

Below, we break down the key indicators of burnout and practical strategies to prevent it so you can stay energised, motivated, and in charge of your well-being.

Recognising the Early Signs of Burnout

Burnout doesn’t look the same for everyone; what overwhelms one person may not affect another. Physical exhaustion is one of the earliest red flags. Feeling drained no matter how much rest you get. Mood swings and irritability can creep in, making it harder to stay positive or engaged. You might also notice increased anxiety at work, constantly feeling on edge about deadlines, expectations, or routine tasks. Over time, a lack of enthusiasm for your job can set in, making once-exciting projects feel like a burden. Recognising these warning signs early is key to preventing burnout from taking a serious toll on your well-being. If you’re experiencing any early signs, follow the methods outlined below to help prevent burnout before it escalates.

Methods for Managing Burnout

1. Establish boundaries and manage expectations

Once your late-night email habits become the norm, others will expect this of you. Therefore, it’s time to rein it in, letting others know of your designated hours of availability. If you have a work phone, leave it in your bag and out of sight outside of those hours. If your phone also acts as your work phone, hide your email app at the very back of your collection, so it’s not front and center every time you open your screen.

Setting boundaries at work isn’t always easy, especially if you’re driven to succeed and genuinely care about your job. However, without limits, your workload can quickly become unmanageable, leading to stress and burnout.

Establishing boundaries means defining what is sustainable for you, whether that’s setting firm start and finish times, managing workload expectations, or simply knowing when to say no. By prioritising balance, you’ll not only protect your well-being but also improve your productivity and job satisfaction in the long run.

Some examples of how you can do this are:

• Resist the urge to dive into work outside your core hours – Avoid checking emails first thing in the morning or late at night. This helps maintain a clear separation between personal and professional time.
• Protect your focus time – Block dedicated work sessions in your calendar to minimize interruptions and boost productivity. This ensures you’re focused and staying on track with what you need to get done without overworking yourself.
• Communicate boundaries firmly (but politely):
  • With colleagues: “I’d love to help, but I have a full plate. Can we revisit this later?”
  • With your manager: If you’re at capacity, say, “I want to deliver my best work, but I need to focus on my current priorities. Can we discuss what’s most urgent?”
  • For work hours: “I’m available from 9 AM to 6 PM, but after that, I prioritise personal time.”

• Be consistent – Once you set a boundary, stick to it. If you make exceptions too often, colleagues may assume you’re always available.

By reinforcing these boundaries daily, you can create a healthier work-life balance, reduce stress, and stay in control of your workload.

2. Prioritise self-care

We often find ourselves constantly on the go, juggling multiple responsibilities and neglecting our need for rest and self-care. However, taking time for ourselves is crucial for managing stress, improving focus, and preventing burnout.

Burning the candle at both ends is the quickest route to complete mental collapse. Ensure you’re taking care of yourself by scheduling in self-care slots into your week – and not budging on them. Whether it’s going to the gym, running or yoga, practicing mindfulness or even spending a few hours on the couch with a new series will ensure that you are prioritising your needs, reducing your stress levels and giving yourself a much-needed mental refresh.

Incorporating physical activity into your daily routine is one of the most effective ways to combat stress and boost energy. Regular exercise releases endorphins, which not only improve mood but also enhance mental resilience, helping you navigate workplace pressures more effectively. Small movements throughout the day, such as stretching at your desk, taking quick walking breaks, or opting for the stairs instead of the lift, can go a long way in keeping your energy levels up and reducing mental fatigue.

3. Focus on your personal life

While you may not necessarily want to increase your commitments, finding something you love outside work will go a long way in helping reduce the extra hours you’re at work. Engage the creative side of your brain by booking language lessons or learning a new skill – is now the time to brush up on your calligraphy, knitting or wood-making skills? Instead of heading to drinks with friends after work, why not suggest a walk around the park or going to an interesting talk? You’ll be able to kill two birds with one stone by reducing your alcohol intake, increasing your chances of getting a better sleep while also doing something that’s physically or mentally stimulating.

5. Know when to ask for help

If you’re constantly exhausted, feeling alienated at work and feeling like you’re not performing at your best, then it’s time to seek help. There’s nothing wrong with scheduling a meeting with your boss or HR to discuss your workload and see if certain tasks can be delegated to other members of your team. In your personal life, consider outsourcing whatever you don’t have time to do – organise a food delivery box like Mindful Chef or Hello Fresh, find a cleaner or use a service like Airtasker or TaskRabbit to get those things you’ve been putting off done. With all of this off your plate, you’ll have time to focus on other, more important things.

6. Reverse Scheduling

Instead of planning your day around tasks and deadlines, try reverse scheduling. This approach starts by prioritising self-care activities such as relaxation, meals, and physical exercise and then fitting your work tasks around these commitments. By focusing on well-being first, you ensure that you don’t overextend yourself and that your mental and physical health remains a priority throughout your day.

7. The Pomodoro ‘Flow State’ Technique

A niche twist on the traditional Pomodoro Technique, the ‘Flow State’ method involves working in intervals that align with your natural energy peaks. By identifying when you’re most focused and productive, you can tailor your work blocks to these periods, maximising efficiency without pushing yourself to burnout. This strategy allows you to maintain a high level of performance while respecting your rhythms, ensuring you don’t overexert yourself and stay on track for long-term success.

Long-Term Strategies to Prevent Burnout

Prevention is about adopting long-term strategies that support resilience and balance over time. Building resilience through mindfulness and stress management techniques can significantly enhance emotional strength and improve how you handle workplace pressures. By taking a moment each day to focus on your mental and emotional well-being, you equip yourself with the tools to navigate stress more effectively.

What is equally as important is creating a balanced lifestyle that goes beyond work. Engaging in hobbies, creative pursuits, or social activities provides a much-needed break from professional demands and cultivates a sense of fulfilment and relaxation. These personal interests offer an opportunity to recharge, fostering a greater sense of joy and creativity that can carry over into your work life.

Finally, regularly assessing your job satisfaction and making necessary adjustments ensures that your career aligns with your values and long-term goals. It’s essential to check in with yourself and your work environment to ensure that it supports your well-being and growth. If you find yourself ready for a change of roles due to burnout, submit your CV then browse our jobs to start your search.

The post The Ultimate Guide to Preventing Burnout appeared first on Tiger Recruitment.

September 6th marks National Read a Book Day and, if you’re anything like us, it’s the perfect excuse to work through that ever-growing pile sitting on your bedside table. Tiger has made a commitment to promote diversity and inclusion in the workplace, so we’re focusing on five incredible fiction and non-fiction books from authors of underrepresented groups for you to sink your teeth into.

Why I’m No Longer Talking to White People about Race – Reni Eddo-Lodge

One of the better-known books on this list, Why I’m No Longer Talking to White People about Race has been heralded as “the black British bible”, “one of the most important books of 2017” and “the book that’s changing how we talk about race”, to name a few. First published in 2017, the lessons remain poignant and essential for those who don’t experience racism, prejudice and disadvantage daily.

Eddo-Lodge, a black British woman, opens the novel by taking the reader through the UK’s involvement in slavery to contemporary incidents of racial violence from police and others. While the recounting is brutal and confronting at times, it’s essential learning if you’re not already aware of the details. She uses her personal experiences to talk to issues of white fragility, systemic racism, the intersection of race, classism and feminism and the fear of black people in Britain. Throughout, readers will be shocked and horrified, but will also begin to critically analyse the systems they have passively lived with (and, most likely, benefitted from) their entire lives.

Our copy had been updated in 2018 with a new chapter – ‘Aftermath’, explaining where the book fitted into the political climate at the time of publication. Brexit, the election of Donald Trump, and a leaning towards the far right (and an increased hostility towards underrepresented groups) in many countries around the world all had their effects on how the novel was received. She also updates readers on the real-world examples used throughout the book and the novel’s initial reception. Since publishing her initial blog post, which became the book, she hasn’t been able to stop talking to white people about race. However, she acknowledges her (and our) place in the life-long movement for ending racism.

This novel was the first that we discussed in our book club, and it was a fantastic (if extremely difficult) introduction to the systems, barriers and prejudices that people of colour experience daily.

Homecoming: voices of the Windrush Generation – Colin Grant

In this incredible collection of stories from nearly 200 people, Colin Grant takes the readers through a journey of discovery and understanding of the Windrush Generation.

The term, commonly known as Windrush, refers to the Caribbean citizens who arrived in England between 1948 and 1971.

Originally published in 2019, this book shares interviews of people from different backgrounds, all united by their lives in the same country: England. Colin Grant tells the stories of nurses, teachers, and bus drivers now in their late age, who describe their experience of coming to England between the late 1940s and early 1960s. Grant dives into the lives of people from Jamaica, Barbados, Guyana, and other countries in the West Indies, who struggled to build entirely new foundations for a life in the face of discrimination and other extraordinary challenges. 

From adjusting to the cold weather, to struggling to find jobs or even a place to live these stories are equal parts heart-breaking and eye-opening. 

Every page of the book contains life lessons and provides an education on the history of the people who helped to rebuild England after WW2.

Between the World and Me – Ta-Nehisi Coates

Between the World and Me is a book by black author Ta-Nehisi Coates, who grew up in West Baltimore in the 1980’s. The novel is written in the form of a letter to his 15-year-old son which opens the window into their personal relationship.

He starts the letter by recounting, “last Sunday, the host of a popular news show asked me what it meant to lose my body”. During a news segment where he was being interviewed, he attempted to explain that American law and government was built on the abuse of black people (their bodies, land and wealth). He also pointed out that these institutions have only ever considered white men. When the news anchor goes on to talk about a hopeful future (using a photograph of a black child hugging a white police officer as proof of some harmonious utopia), he knows he has failed in getting his point across.

Throughout the letter, he references lessons his son has learnt from police brutality and murders against black people, alongside Coates’ personal experiences, to bring into focus the wider systemic disadvantage that young black people face in the US. He details his experiences with his parents growing up (when his father would discipline him harshly to try to deter him from getting involved in activities where the police would be involved), the fear he felt from the black boys growing in his neighbourhood, and how he first saw a gun flashed at him aged 11.

The book talks about the distance between the world he grew up in and the one he saw white children and families experience. While reconciling these two worlds is hard, it’s something that he attempts throughout the novel. He also details his formative years at Howard University in Washington D.C. and his experience of fatherhood.

A New York Times bestseller, and hailed as “required reading”, this novel is an extremely powerful account of race in America for everyone, not just those living in the US.

A Single Man – Christopher Isherwood

A work of fiction published in 1964, A Single Man follows a day in the life of a middle-aged gay professor in LA after his partner passes away suddenly. He is driven to suicidal thoughts, but ultimately changes his mind when he connects with old and new friends. This short novel (186 pages) was also adapted into a film in 2009 starring Colin Firth.

The novel could almost be autobiographical in parts, as the protagonist, George, is a British man who is teaching at a university in California. Isherwood was also a gay man, born near Manchester, who relocated to the US and taught at California State University, Los Angeles. The story is relatable to anyone who has felt a mundane loneliness. Alongside this struggle, George faces prejudice due to his sexuality in a culture that doesn’t accept him or the love he shared with his partner.

This novel is definitely a worthwhile read. Despite it being written and published in the 1960’s, it’s an important reminder to never forget how hostile and dangerous the world was and continues to be for LGBTQ+ people.

We Should All Be Feminists – Chimamanda Ngozi Adichie

We Should All Be Feminists, first a TEDx Talk watched by over 6.2 million people, is now an essay on modern feminism and gender equality by Nigerian author Chimamanda Ngozi Adichie. In less than 50 pages, she clearly outlines the benefits to both women and men becoming feminists by touching on issues like sexism in the workplace, gender expectations (how they hurt men and women) and rape culture.

Adichie uses personal anecdotes from growing up in Nigeria and her first, negative exposure to the word ‘feminist’. She also recalls a journalist advising her that she should never identify herself as a feminist, as they are only women who are unhappy because they can’t find husbands. She highlights the baggage the word ‘feminist’ must endure, including the common trope of a man-hating, bra-burning woman who shuns all traditions. This is just one of the many false ideas of a feminist she dispels in the novel.

Accessible and easy-to-read, the book is a fantastic first step for anyone who wants to learn more about feminism. She aims to not only convert those who criticise feminism, but also to strengthen the arguments of feminists who want to enlighten those around them. Since its release, the novel has been widely distributed as essential reading, with every 16-year-old Swedish student given the novel in 2015 and a local bookstore in Portland giving away copies for free during a protest against Trump’s inauguration.

If you’re interested in more book recommendations, check out our article on the best books for your career development.

The post A diverse book list for National Read a Book Day appeared first on Tiger Recruitment.

One of the most popular questions we receive from PAs and executive assistants is ‘how do I become a private PA?‘ With a reputation for being a glamourous career with the potential for overseas travel, we can see why!

However, the reality is very different. Working as a private household PA can be far less appealing than what popular culture suggests, with long hours, stressful situations and lots of admin.

Our Tiger Private team understand the intricacies of working as a household PA. In this podcast, they reveal how candidates can transition to a private PA role, while busting some of the biggest myths about the job.

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Are you a private household PA looking for a new job? Register your details or apply for a role today!

The post Podcast: How to become a private PA appeared first on Tiger Recruitment.

There is no single starting point on a personal assistant career path, and successful PAs can find their way into the role in very diverse ways. However, for those people with a clear desire to pursue a PA career, there are several organisations that offer learning and development opportunities tailored to the profession.

Employers should take note of these higher education institutes, both as a marker of experience and initiative in a PA candidate, and as potential partners for their internal learning and development programmes.

In this blog we’ll look at five of the best personal assistant courses, covering the spectrum from online personal assistant qualifications to full-time diplomas. If you’re an aspiring personal assistant and wondering how to become a PA, you may well be nervous about being underqualified for the job. We’re here to put your mind at ease, and show you exactly what actions you can take to secure your dream PA job. For employers, this is designed to give you an idea of what to look for on candidate CVs, and what to offer in .

Do you need a degree to be a personal assistant?

Before we delve into some fantastic options for PA education, let’s first address a common question: do you need a degree to be a personal assistant?

The short answer is no – many PA roles will require education up to A-level only. The long answer is: it depends on the particular PA job. In more formal and high-pressure workplaces such as corporate finance, private equity, or family offices, an undergraduate degree may be a prerequisite, while the more interesting and higher-paid PA positions will of course be more suitable to a candidate with a degree.

However, there are alternatives to a degree that can be just as powerful when it comes to PA jobs. This is why we advise you to consider the below personal assistant courses: someone with these under their belt is more likely to be successful and see long-term career progression.

Oxford Media & Business School

OMBS is a highly-regarded business school that regularly produces sought-after PAs, many of whom find work through Tiger. OMBS’s professional business diploma is an excellent alternative to university for those with a clear vision of their career who want to hit the ground running. At just one year long, the course is intensive, practical, and gives students a solid grounding in the PA skills and knowledge desired by PA hiring managers.

Quest Professional

London’s Quest also has a strong reputation among employers of personal assistants, with an incredible 97% of their graduates securing a job after completing their courses. Quest is a great option for both A-level school-leavers and university graduates. They offer a diploma course as an alternative to degrees, as well as a graduate training programme that gives postgraduates the real-world business sense to help them make a successful transition from the campus to the office.

Pitman Training

If you’re looking for accessible personal assistant courses that students can complete in their own time, look no further than Pitman Training. They run diploma courses for personal assistants, in addition to those in executive assistant jobs and virtual assistant jobs, all of which can be taken online or in-person. For PAs looking to keep their skills up to date, Pitman also offers less intensive courses and seminars.

Your Excellency

Another superb academy worth exploring for personal assistant courses online is Your Excellency. Their fully-accredited and regulated qualifications are designed to elevate the performance of PAs and EAs through management training, and are thus of huge benefit to existing PAs who are looking to take the next step in their careers.

Executive Support

Executive Support magazine is in itself a brilliant resource for PAs and EAs, but they also run training programmes. Their personal assistant courses are run online or in-person, in many major cities around the world, and are suitable for entry-level to senior PAs. The magazine’s reputation allows them to secure industry-leading experts to train students.

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Looking to become a PA?

Personal assistant courses should be a consideration at any point in the career of a PA, due to the ever-changing nature of the role. However, at the outset of the PA journey, jobseekers should draw on any qualifications you have when aiming to impress a hiring manager. Read our guides to personal assistant CVs, PA personal statements and PA cover letters for insider tips on how to make your experience shine.

When you’re ready to apply for your next PA job, head to our job search page.

Looking to hire a PA?

If you are looking for the best way to hire a personal assistant, read our ultimate guide to hiring a PA. When you are ready to start the hiring process, get in touch with your requirements.

The post What are the best personal assistant courses? appeared first on Tiger Recruitment.

There’s no doubting that millennials are influencing the modern working world more than any other generation. Between flexible working, renewed employee engagement, career progression and diversity, workplaces are having to assess, re-design and enhance procedures and processes in order to cater for the ever-growing number of employable 22-37 year olds.

However, arguably the largest area in which millennials are making an impact is in corporate social responsibility. Emboldened by a sense of purpose and the opportunity to make a difference, young workers are increasingly expecting to work for companies that ‘contribute to sustainable development by delivering economic, social and environmental benefit for all stakeholders’.¹ They’re ‘voting’ with their job choices, with research showing that companies who ignore CSR do so at their own peril.

A 2018 report by Deloitte found that 88% of millennials want to work for a socially responsible company², while a study by US-based Cone Communications revealed 64% consider a company’s social and environmental commitments when deciding where to work³. Furthermore, the same study showed 64% won’t take a job if a company doesn’t have strong CSR values with 83% saying they would be more loyal to a company that helps them contribute to social and environmental issues.

Dovetail with business success

Heart of the City is a not-for-profit small business network that aims to make information about CSR easily accessible, encouraging the implementation of measures that can improve society. With over 800 members, they aim to help companies implement responsible business activities for the first time, taking them from concept to execution.

“We see corporate social responsibility as the opportunity for companies to bring to the core of their business a responsible approach to people, places and the planet. We believe that every business, whatever size, can be a force for good,” says Grace Shotbolt, Communications and Marketing Officer at Heart of the City.

“People want to work for and buy from brands that have a social purpose, so doing the right things really can be good for your business and help you to make a profit.”

For Niki Fuchs, Managing Director of Office Space in Town (OSIT), their corporate social responsibility programme is intrinsically linked to the business’ overall success.

“We believe that being good at business means doing good as a business. We hold ourselves accountable for the impact our business has on the environment and society,” he says.

“We have guidelines for our people and the people we work with to ensure that our business supports charities, invests in staff development, and encourages sustainable and environmentally friendly buildings and operations.”

What does CSR cover?

Responsible business spans social, economic and environmental issues, giving businesses a wide range to work with. However, deciding where to begin can be many companies’ first hurdle.

“The key thing is to do what works for your business. In Heart of the City’s 2018 Foundation Programme, we’ve covered topics ranging from developing an environmental programme, to introducing apprenticeships, engaging key stakeholders in responsible business and how to use responsible business programme to help recruit and retain staff,” explains Grace.

“Activities that our members ran over the last year include an invention competition for school pupils, awareness-raising events to improve understanding of mental health in the workplace and involving all staff in the selection of a charity partner.”

For the employees of OSIT, corporate social responsibility also translates to a wide range of initiatives: “Charity work forms a big part of our CSR strategy, which is why each year by collective vote, our management team chooses a charity that has a personal resonance to a member of the OSIT Team,” says Niki.

“Our fundraising is varied and has seen our people involved in some fun, yet challenging situations. We’ve done everything from ‘Tough Mudder’ challenges to bake sales, quiz and Open Mic nights to themed parties and gin tastings.”

However, it’s not just charitable works: “We encourage sustainable and environmentally friendly buildings and operations. This ranges from big items, like the recycling of paper, printer cartridges and batteries throughout our sites, through to the smaller details, like serving fair trade tea and coffee and introducing reusable carry cups,” explains Niki.

Establishing return on investment

While it requires financial investment, a successful CSR scheme’s ROI is about much more than the bottom line.

“A responsible business programme improves company culture and builds a cohesive workforce, it can help the company both save money (through efficiency and staff retention) and make money (by building a highly attractive brand and winning tenders where this is a weighted element),” says Grace.

Those who have enrolled in Heart of the City’s Foundation Programme have experienced a number of benefits: “In 2017, 73% reported that our programme helped with staff development, 63% introduced waste reduction policies, 25% reported cost savings due to environmental initiatives alone and 38% saw an improvement in staff retention,” explains Grace.

The team at OSIT have found particular value with their CSR programme with attracting and retaining staff: “We are a commercial business run with family values and we believe this resonates not only with people who want to come and work for but also why we have such excellent staff retention rates,” says Niki.

“Start small, work up to bigger things and involve everyone.”

However, as with any workplace scheme, introducing a CSR scheme comes with its own set of challenges: “CSR is something done by busy employees off the side of their desks so they can find it difficult to develop a comprehensive strategy,” explains Grace.

“We know that getting support across the company can also be a challenge but putting in the effort early on in building senior leader support and a network of champions across the business pays dividends later on.”

For those looking to go out on their own, Niki suggests making it a company-wide effort: “If you don’t have a programme – establish one. Start small, work up to bigger things and involve everyone. People naturally support what they help to build and feel a sense of ownership for.”

With the potential to not only enhance your bottom line but encourage staff retention and attraction, encouraging employee involvement in corporate social responsibility should be top of the list for businesses moving forward. With millennials set to make up 50% of the global workforce by 2020, those who ignore it will be left behind.

1. http://lexicon.ft.com/Term?term=corporate-social-responsibility–(CSR)
2. https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html
3. http://www.conecomm.com/research-blog/2016-millennial-employee-engagement-study

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Find out more about Heart of the City at theheartofthecity.com or Office Space in Town at www.officespaceintown.com.

The post The heart of business: investing in corporate social responsibility appeared first on Tiger Recruitment.

When it comes to communicating effectively, the saying ‘treat people how you would like to be treated’ doesn’t always ring true. We all respond differently to different ways of communicating, so as a personal or executive assistant, to get the best out of your manager you should understand this difference and change how you interact accordingly.

This is your emotional intelligence (EQ): the intangible social skills needed to communicate effectively and one of the top traits of a personal assistant. It is more than just a management buzzword and in today’s business environment it is arguably more important than IQ – research has shown that people with average IQs outperform those with the highest IQs 70% of the time¹.

Those in executive assistant jobs and personal assistant jobs tend to have high EQs as they need to be comfortable with seamlessly modifying their emotions, accommodating egos and being flexible with the individual they are supporting. This will help you to establish an effective partnership, which is ultimately better for the company and your job satisfaction.

EQ is particularly useful when dealing with a difficult executive. In these situations, you will be required to call on all the skills of a PA to get the right information out of them. Learning how to tolerate a lack of communication and being able to get to the bottom of unclear directions will ensure you have a productive working relationship and could even secure you influence. Here are some important points to consider:

Understand what matters to your Principal

As the eyes and ears of senior management, it is a PA or EA’s job to understand what motivates them. An executive’s job is to protect the primary objectives of the business – i.e. its financial position or its public reputation. So when communicating up, always make it clear how what you are saying relates back to the key areas of the business (and what could happen if it is not actioned) to get the best results.

Ask the right questions

When asking for information, always be specific so there is no risk of ambiguity and be assertive to convey a sense of urgency. Whether you are communicating in writing, on the phone or in person, asking the right questions will get you the right answers. Use your one-to-one time effectively by preparing well and leading with the most important points you need decisions to be made upon. You can ease the decision-making process further by anticipating the options available to the executive, leaving them with ‘yes’ or ‘no’ decisions to make.

Leave the detail for in-person meetings

Long emails rarely get read by time-short executives, so keep the detail for when you have your next meeting with them, instead of attempting to get answers in writing. Always follow up decisions made during conversations with an email, so you are both clear on the next action points.

Be self-aware

Be aware of your own strengths and weaknesses. You could inadvertently be contributing to a breakdown in communication by not understanding the areas you could improve upon. It is useful to regularly undertake a self-assessment, not just in preparation for your appraisal, so that you can identify the areas you might need to dedicate more time to. This can help you to address areas of concern with training before it affects your working relationships.

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If you’re an aspiring personal assistant, read more about what a PA does in their day-to-day job, and for more expert advice on the role, read our guide to becoming a PA. When you feel ready to explore new employment opportunities, register with us today or apply for jobs directly on the website.

¹Research from Emotional Intelligence, Why It Can Matter More Than IQ (1995), by Daniel Goleman

The post Personal assistants: how to get what you need from a non-communicative executive appeared first on Tiger Recruitment.

On New Year’s Day, we typically make our resolutions for the year ahead – eat healthily, drink less, go to the gym, get a new job, get a promotion, earn more money. But, more often than not, life goes back to normal on January 2 and your resolutions go out the window!

Perhaps you’ve been in a job for a while and now you need a change, or feel you deserve a promotion, or maybe you have been putting off the job search and now it’s time to get on top of it. Did you graduate last year and take a bit of time off, and now it’s time to take the next step and start your career?

Whatever the reason, it is easy to make these decisions in your head, but it is just as easy to put off doing anything about it. It’s often scary thinking about your future and next steps, but how will you find yourself the perfect job if you aren’t proactive? Here are some tips that will hopefully point you in the right direction and allow you to achieve your goals and keep that resolution!

Have the right attitude

Now you have made the decision to make a change in or start your career, you need to be positive and have a good attitude about yourself and what you’re trying to achieve. Don’t think of it as an inconvenience; think of it as an exciting challenge. Make goals and stick to them and you’ll start to feel more confident.

Which direction?

If you’ve just graduated, you will have been thinking about where you’re headed, but may not have yet decided on which profession you’d like to go into. Or have you been in the same industry for a year and feel it’s just not for you? It’s important to think about what you want to get out of a job, and what you are actually good at or enjoy. Write a list and then look at it, thinking about different industries and roles, and what might be suitable for you. If you’re a real people person and like a fast-paced environment, perhaps sales is something you’d look into. Maybe you love organisation and diary management? A PA role could be up your street.

Set career goals

Think of the year ahead and what you want to accomplish and when. Make realistic goals and write them down. What do you want to have achieved in six months’ time? Do you want to have had a promotion? Do you want to have improved your work performance and therefore make a better impression on your manager? Whatever your goals are, make sure they’re realistic and attainable. You’ll only get disheartened if you make unattainable goals and don’t reach them.

Revamp your CV

If you’ve made the decision to take the next step with your career, then it’s vital that your CV is up to date and up to scratch. It is a very competitive market out there and you need to make sure that you stand out from the crowd. To a potential future employer, until they have met you, you are words on a piece of paper, so you need to ensure those words are enticing enough to make them want to meet you. Think about the roles you are applying for. What experience and skills do you have that will put you in good stead for this role? Have you made sure these are clearly outlined on your CV, and have you listed everything that is relevant? If you are applying for a PA job, for example, make sure you list everything that an employer would want to see from a PA. Do you have experience in diary management, office management, arranging travel and minute taking? If so then make sure these are clearly stated on your CV. If you are applying for a few different roles, you may need to tailor your CV so it complements that role. Once you have a good, solid, well laid-out CV under your belt, you’ll be heading in right direction to get to goal number one!

Recruitment agencies

It’s all well and good searching on job sites for the right role, but you can often be trawling through for hours, sending lots of applications, to no avail. Signing up to recruitment agencies will increase your chances of finding a suitable role. Recruitment agencies should always be willing to offer career advice  and upskilling to brush up on your skills. Always keep in touch with your agency, bringing them up to date on your progress and enquiring about any suitable roles they may have. Keep an eye on their jobs pages as well which will be updated regularly.

Ace your interview

If you have followed the steps above, then you should now be at the stage where you’re being put forward for interviews. This may be something you are used to if you’re further into your career, or it may be completely alien to you and therefore very daunting. What sort of questions are they going to ask you? What questions should you ask them? How should you present yourself in the interview? When you have got this far, you really don’t want to let yourself down. If an agency has put you forward for the interview, give them a call and ask if they have any advice for you. Make sure you do your research on the company and have some good, sensible questions for them about the role. Think of some questions that they may ask you and prepare some potential answers. Remember to be polite and enthusiastic, go in with a strong handshake and show how eager you are to work with them, and how they would really benefit from having you on their team.
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There is no doubt about it – the new job resolution is not an easy one, but it is definitely achievable if you put your mind to it and put the effort in! Tiger can help you on your journey – get in touch today!

The post New Job resolution, but Don’t Know Where to Start? appeared first on Tiger Recruitment.

In September 2019, Tiger Recruitment hosted a roundtable discussion with a handful of HR professionals across a variety of industries. The topic of the day? The rise of flexible working, and how this shift is playing out in the modern workplace. One of the key topics discussed was its  practical implementation to ensure as successful an outcome as possible.

Flexible working should be ‘reason-neutral’

For employers, implementation can prove daunting as it can be hard to know where to start, particularly if they’ve not formalised these types of policies previously. At our roundtable, all attendees agreed that flexible working should be reason-neutral, meaning that an employee shouldn’t need to give a reason to want to work flexibly.

Everyone in attendance also recognised that flexible working should be open to all employees; however, it could depend on employee performance. For some, it made more sense to introduce it after their probation period; for others, it was effective immediately. Whichever approach is chosen, management should negotiate to ensure that the arrangement doesn’t affect business functions negatively.

“At our roundtable, all attendees agreed that flexible working should be reason-neutral”

Make sure management is on board

Attitudes from management are critical to a successful implementation, with one attendee stating that “old-school management believe they have to see you to believe that you’re working”. The use of an external consultant or interactive workshop may help change the mindsets of more traditional management, educating them on the different options available and the benefits it’ll bring to the workplace.

In addition, clear communication and comprehensive guidelines are critical for both management and employee expectations. These guidelines would need to include definitions of exactly what will or won’t work for a specific team.

“Old-school management believe they have to see you to believe that you’re working.” – Roundtable attendee

Policy details are important

Examples of important guidelines at the roundtable included:

• A limit on the number of people from the same team who work from home or work outside office hours at any one time
• The logistics of setting up the technology needed to work flexibly (e.g. soft phones, remote access, computer etc.)
• How employees outside the office attend team meetings
• Management’s ability to track their team’s work hours

In essence, there is no one rule for each business, however it is absolutely necessary for a formalised policy or guideline document to be implemented in order to make the situation work for both employees and employer.

If you’d like to learn more about the roundtable discussion, you can request a copy of the full report here!

The post Looking to implement flexible working in your office? appeared first on Tiger Recruitment.

If you’ve ever taken out a loan and not paid it back within the designated timeframe, or haven’t paid a few parking fines, there’s a high chance you’ve been issued with a county court judgement (CCJ). This court order formally recognises that you are indebted to someone and requires you to pay the money owed, either up front or over a set schedule.

No matter the amount, a CCJ is kept on the record for six years and can seriously affect your credit rating and by extension, your job prospects. Most banking firms and financial services businesses require their employees to have a pristine credit rating. Employers like to see that anyone they employ is fiscally responsible, so any indication otherwise may form a serious roadblock to receiving a job offer.

That said, if you have been issued a CCJ in the past, not all hope is lost. There are ways to approach a debt judgement to ensure it doesn’t have a long-lasting effect on your employability.

What to do if you’re issued a CCJ

As mentioned, a CCJ is a court order that’s issued when you go into debt and cannot pay the creditor. It generally covers consumer debt (credit cards, store cards, overdrafts and loans) and will set out how much you owe, how the money should be paid, the deadline and who to pay.

A CCJ will usually arrive in the post, giving you 14 days to respond and a chance to present your side of the argument. At this juncture, you’ll be able to submit any evidence that could dispute the claim or make a counter-claim against the individual or company that has made the initial submission.

If the judge rules against you, you’ll have two options: pay the amount owed in full once the judgement is processed, as well as any interest and court fees, or organise a schedule of payments in installments. If you choose the latter, a repayment amount will be calculated based on the information you provide about your income and expenses.

Ideally, the best way to ensure no professional repercussions is to pay off the full amount in a month. This means the CCJ will be removed from the register. If this isn’t possible, the next best option is to pay the debt off in full after a month, resulting in a Certificate of Satisfaction being issued.

The only way to remove a CCJ without paying in full is to prove you don’t owe the money. In this case, you can ask the court to set aside the judgement.

How to approach a CCJ in the job hunt

If you have previously had a CCJ or are paying one off, it’s important to be upfront with your recruitment consultant from the outset. Any record of the infringement will appear in a credit check, so being honest about your situation at the start of your job hunt will only reflect positively on you.

Most finance firms would prefer to know of any outstanding compliance issues at the time of receiving your CV, instead of going through the entire interview process and then finding out.

As and when you register with a recruitment agency, it is best to declare the CCJ, explain when and how it was issued, the reason behind it and the outcome. This could be confirmation that it is all cleared and paid off, in which case you will need to provide a Certificate of Satisfaction. Alternatively, if the CCJ is still pending, we will require documentation as evidence of your payment plan.

At the end of the day, when it comes to working in financial services, avoiding debt wherever possible is the best-case scenario. In cases where this is not possible, acting honestly and with integrity will go a long way in ensuring professional success.

If you’re looking for your next role in financial services, or on the hunt for new staff, Tiger can help. Get in touch today.

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Many of us find that to grow and progress in our life and work, we need to undertake personal and professional development. But what does personal or professional development actually mean? And what do you need to do to put a development plan in place? Read our guide below to find out!

What is personal and professional development?

While we’re covering both personal and professional development in this article, they aren’t the same thing. However, your personal and professional development plans should go hand in hand and align with each other.

Professional development encompasses everything to do with progressing your current role or career in the direction you want it to go. It may involve training to enhance your knowledge, such as learning to use new software, or development of essential skills for you to stay at the top of your game, professionally.

Personal development means focusing your energy on aspects of your life outside of the office. Whether you are looking to become a better communicator, or enhance your conflict resolution, whatever it is that you believe will benefit your personal life.

There can be some overlap between the two. For example, by learning how to communicate more effectively will benefit you in both your personal and professional lives.

Benefits of creating personal and professional development plans

By taking the time to figure out clear personal and professional development plans in the short-term, you will reap several rewards when looking ahead at your longer-term goals. For example you’ll:

• Have more clarity and direction in regard to your life and career goals
• Learn how to establish measurable goals
• Be more likely to stay motivated to complete your goals
• Improve your career prospects and
• By taking some time to focus on your personal development, you’ll have a better work/life balance

Managing your own professional development within an organisation

So, you may be asking yourself, ‘how can I improve my job performance within the company I work for?’ The first thing you need to do is decide what areas you want to work on and the steps you’ll need to put in place to get there. Once you have a clear idea, the next action is having an open conversation with your manager to discuss how they can support you.

For example, if you’re a PA and want to become more involved with event management type-duties, express your interest in this area with your manager. If there’s a company-wide event on the calendar, you could suggest that you take on the logistics of organising it, for example.

If the skills you want to develop require a more formal training, your manager may be able to organise this on your behalf, as helping you upskill is in their best interests as well.

Outside of specific technical skills or areas you’d like to develop, you can also make small changes to your habits at work to help. For example, some people learn to develop hyper productivity by working off an empty inbox or trying new time management methods, like the pomodoro technique[1].

Finally, developing your social media presence (especially LinkedIn), is another aspect that will help develop your career. You can develop your professional (and personal) brand by posting about your interests, adding your commentary to industry-related news and events, and even create blogs or videos to be seen as a thought leader in your space.

How to approach your personal development

When looking at your personal development, you should also start with identifying the areas that you want to work on. For some, this may be their mental health or wellbeing, for others, they may want to become more confident in social situations. There are several online courses and resources available online to help you improve all kinds of areas of your life, like meditation to calm your mind, or meeting new people through networking apps like Meetup.

Remember – even though they are entirely self-directed, your personal goals should also be measurable so you can stay focused and follow them!

Following up and checking in

Whether you’re focussing on personal or professional development, after you’ve set your goals and you’ve developed your plan of action, you’ll need to set reminders to check in and reassess.

Whether it’s a visual reminder like a post-it note or an alert in your calendar, use whatever method works best for you and stick to it! Don’t forget to plan a little reward for yourself once you complete a goal, as it will make the victory even sweeter.

If you’re looking for an online course to help your professional development, our partnership with New Skills Academy allows you to access their online content with up to a 65% discount!

[1] https://francescocirillo.com/pages/pomodoro-technique

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Thanks to technological advancements and shifting societal attitudes, the employment landscape has shifted irreversibly in the last 10 years. However, with the advent of the millennial and Generation Z workforces, as well as the encroachment of AI and automation on working processes, the workplace of the future is set to transform even further. So how can you futureproof your career? These four soft skills are a great place to start.

Critical thinking

While computers may be able to solve simple tasks, there will be an ongoing need for candidates to think outside the box. Successful workers will look beyond the basic data, identifying issues and working through traditional roadblocks to present and implement innovative solutions. They’ll take the time to assess all options, filtering through the information on offer to identify the most pertinent details and then translate their findings into actionable results.

Develop your critical thinking skills by working on your curiosity – get into the habit of asking questions, looking into issues further and seeking advice from decision makers. This will encourage a critical mindset.

Creativity

A human’s ability to think creatively is a key differentiator compared to technology, making it one of the most important skills to develop and nurture in the future. Employees who aren’t afraid of challenging the norm will thrive, as it allows them to bring something new or unique to the table. Businesses will look to hire talent that can help them develop and innovate in imaginative ways, so those who can work with abstract ideas and create original content will be in demand!

Don’t think your role is particularly creative? It’s a myth! Every role has room for ‘outside-the-box’ thinking; it’s simply a matter of identifying where processes and procedures can be improved and then having the courage and determination to look at solutions from a different angle.

Collaboration

Team work makes the dream work and it will be no different in the future workplace. Knowing how to work with, manage, inspire and develop other people will only benefit your career, as it allows you to create meaningful connections, motivate others and maximise productivity. There is power in numbers, so it’s essential you build the social intelligence required to build relationships and work across interdisciplinary teams. This is especially true for diverse teams – a 2017 study found that diverse teams have a 60% improvement on decision making and outperformed individual decision makers in 87 out of 100 cases.¹

Learnability

The most successful employees of the future will demonstrate a desire and capability to be constantly learning, picking up new skills and knowledge to ensure long-term employment. Considering up to 65% of the jobs Generation Z expect to perform don’t actually exist yet, it’s essential you are comfortable with constant self-improvement, seeking out the opportunity to develop your understanding wherever possible. This, in turn, will encourage progression and ongoing career success. The most innovative companies will also recognise this, embracing and nurturing a learning culture wherever possible.

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Looking for a job that will help you develop these soft skills? Submit your details today! We have a wide range of temporary and permanent positions available across all support functions.

1. https://www.peoplemanagement.co.uk/experts/research/diversity-drives-better-decisions

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With the new year quite literally around the corner, you may have already started your resolutions list for next year, but did you know only 43%[1] of people will actually keep their resolutions past February? To help you avoid this fate, we’ve put together five career New Year resolution ideas with our tips on how to maintain them!

Learn a new skill

If you’re looking to sharpen your language skills, master a particular software system, or become an expert at a specific aspect of your role, make learning a new skill is your resolution! First step: Get specific. Think about exactly what you want to learn, how you want to learn it and in what timeframe before you write that target down. It may help to stick up a visual reminder around your desk so you can refer to it when you need a reminder or motivation. It’s also important to construct manageable goals within a measurable time, as there’s no use deciding to become fluent in German without giving yourself a time frame. A word to the wise – try to focus on only one goal, as having multiple focuses may throw off your progress!

Network

This is a great resolution if you’re looking for a new job in London, or hoping to expand your professional circle. One quick Google search will reveal that there are hundreds of virtual networking opportunities, so there’s no excuse not to attend regularly. A few places to start include the app Meetup, findnetworkevents.com, or even on social channels like Facebook groups. In order to make these events worthwhile, have a goal after every session, like gaining a new connection on LinkedIn.

Find a work mentor

With this New Year resolution, aim to find a role model within your business or elsewhere, that you look up to. Figure out what you need help with, then identify someone who has that skill. For example, if you’d like to progress to a leadership position within the next year, find someone who you get along with and look up to as a good leader. Start by asking your potential mentor for a coffee break Zoom chat, and follow up this initial meeting with an email with a few clear goals that you’d like to achieve together. Remember, don’t become disheartened if, over the course of the mentorship, you receive constructive criticism, as it’s all part of the process. Commit to the mentorship with regular, scheduled one-on-one meetings for best results.

Promotion

This resolution sounds great in theory, but it can actually be a lot of work to prepare to ask for a promotion and successfully receive one! A good place to start is by using an appraisal or 1:1 meeting to let your manager know you’re aiming for the next step on the career ladder. This can also offer a great opportunity to discuss your paths to progress, which may include taking on a new project, mentoring someone in the team, or undertaking any necessary training. When it comes time to ask for the promotion, you’ll need to be able to prove how you’ve helped your manager and the company significantly with specific achievements and figures. Remember, a positive attitude at work and determination to do your job well won’t go unnoticed either!

If your New Year’s resolution is to find a new job but you don’t know where to start, we can help! Submit your details online today, or look at our live job listings.

[1] https://www.sundried.com/blogs/training/research-shows-43-of-people-expect-to-give-up-their-new-year-s-resolutions-by-february

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Secretaries, PAs, EAs and professional administrators are, for many businesses, the true unsung heroes. Without support staff to manage diaries, coordinate business travel, and generally keep everyone organised – many businesses would fall into disarray within hours. Their tasks are more often than not completed under extreme pressure, juggled with various other responsibilities and prioritised to tight deadlines.

The majority of candidates we meet on a daily basis have incredibly challenging roles.

Fewer have the skills to meet these challenges.

Fewer still can communicate these attributes in an interview scenario.

But when these traits are key to securing a fantastic role, you’d probably agree that it’s helpful to know which are the most sought after, and how you might communicate them to prospective employers. If you have a little work to do, just speak to us about training: upskilling shows initiative and will be favourably regarded by prospective employers!

1. Calm under pressure

The EAs, PAs and secretaries we see who are at the top of their game all have this in common. Supporting senior management means no day is ever the same. Demands are made of you (sometimes seemingly ridiculous), but you know that even the toughest problems have solutions. Remaining calm under pressure will also likely mean you’re a creative thinker who can think on your feet.

Interview tip: As you describe previous roles and responsibilities, don’t forget to weave in examples of the ways in which you might have been performing under pressure, giving details of deadlines and responsibility.

2. Multi-tasker

It’s 10am on a Tuesday, you have to get these meeting minutes typed up but a client has unexpectedly turned up while your boss is in a meeting. Their partner has also just called you with a home emergency. How do you manage, all the while with the phone ringing and email requests flooding the inbox? You do, because you can multi-task.

Interview tip: Unprompted, describe a typical day in the office, ensuring you outline the breadth of the tasks you’re responsible for and the timeframes in which you complete them.

3. Eye for detail

This one goes without saying, but really consider how you normally approach your work: Do you double check and triple check diary invites, email addresses, and meeting agendas before they’re finalised? It may sound ludicrous, but realistically your role requires attention to detail because you’re working with highly senior executives who demand nothing less than perfect.

Interview tip: If faced with a behavioural-based question, describe in detail the planning and preparation you’d take on before completing a task.

4. (Another level) organised

With conflicting priorities to manage, an ever-growing to-do list to stay on top of, and three inboxes to maintain, your organisational skills are on another level. Every single minute of your working day is productive – even the walk between meetings. That might mean compartmentalising, it could involve delegation or it’s possibly just your own zany way that no one else understands but works for you.

Interview tip: You could show off your organisational expertise by describing it. But frankly, it will be evident to anyone by being ten minutes early for your interviews, by your calm demeanour, and by producing a clean notepad and pen as you take a seat.

5. Technical prowess

You’re the boss of Word shortcuts, PowerPoint graphics and Excel formulas. No one knows Outlook like you do, and you can even draw on a bit of shorthand when need be. You enjoy learning new features of the MS office suite because you know that it’s the best way to be most efficient in your role. It makes you an invaluable person to have around, not to mention the go-to person in a crisis.

Interview tip: Keep your skills testing results up-to-date, upskilling if needed, and offer to share the results with your interviewer.

Want to know how you can further develop these skills and be the go-to candidate of choice for our top-tier clients? Get in touch to find out more.

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With the current situation forcing us to work differently, you may now find yourself carrying out your daily tasks in new ways, like participating in video meetings. Instead of all gathering together in the office for daily or weekly check-ins, most of us are now using this medium to stay connected while working remotely.

If you’re new to the art of the video call and not sure of video conference meeting etiquette, we’re here to help. With our top 10 tips for video conference meetings, you can make sure you get it right next time you log on to Zoom.

1. Get ready on time

While we know it’s standard with any meeting to be on time and ready to go when the session is scheduled to start, it’s even more important for a video conference. This is because you will need time to set up the technology and connect your video and audio. If you jump in late, you can’t just slip in the back of the room – everyone will be able to see you, which is very distracting for the person speaking.

2. No backgrounds

Find a tidy and professional space at home where you can sit in front of a plain wall or background. Wallpaper or artwork with busy and distracting patterns is a no-go, as well as using a video background. Remember, this is a professional Zoom video meeting, so there’s no need to impress everyone with your decor or tech skills.

3. Frame yourself properly

There may be times when you find yourself staring at the forehead or nostrils of a co-worker during a video meeting – you don’t want to be that person! Before joining the call, take a few seconds to ensure your face is in frame at a straight angle. If you’re using Zoom, there is an opportunity to check this while waiting to enter a conference call.

4. Find a quiet place

As is the case with the current situation, many of us find ourselves working from home with our partners, housemates, children and pets. While we know this doesn’t make for the quietest of offices, you will need to choose a place with no distractions to attend the video meeting. Go into a separate room if possible and make sure there are no other noises, like the TV or voices. If there’s someone else working from home with you, try to plan your meeting times to be at staggered time slots to avoid two video calls in the same space.

5. Make sure you’re well lit

Poor lighting will make the video quality poor and grainy – this is video meeting 101.Try to make sure the space you’re using has enough light so you are seen clearly. If you have a window, position your laptop or webcam in front of it so you’re naturally lit. If not, try to ensure the room’s walls are bright and use multiple light sources where you can.

6.Wear work clothes

It’s definitely tempting to hang out in your comfy clothes now you find yourself at home all day. However, if you have a Zoom video meeting scheduled, you should wear work-appropriate clothing. It will not only look more professional, but it will help you get into the right mindset for the meeting.

7. Mute yourself when not speaking

Even if you’ve found a quiet space for the video meeting, you’d be surprised by what the microphone can still pick up! Turning yourself on mute when you’re not talking will remove any distractions or annoying noises for other participants. This is especially important for conference calls with many participants, as the sounds from everyone’s homes can create quite the cacophony.

8. Look into the camera when you speak

Very important on our list of video meeting do’s and don’ts! Looking into the camera when you’re speaking is the equivalent of looking into someone’s eyes in person, so it’s an essential practice. If you’re looking elsewhere as you talk, it can look unprofessional and be distracting, even if you don’t mean to be. Remember, your face is clearly visible for everyone to see, so the group will notice things they can’t pick up in person.

9. Don’t stare at yourself when someone else is speaking

It can be tempting to look at your camera feed during the meeting, especially to check how you’re presenting to everyone else in the meeting. However, if you’re staring at yourself when someone else is speaking, it can seem like you’re not paying attention. If you find it’s impossible to stop staring at yourself, put a post-it note on the screen where your face is shown to eliminate the distraction.

10. Pay attention

You may think you’re great at multitasking and are able to check emails or work during a video meeting, but the other participants will know. Give all your attention to the meeting, as you may miss out on any important information shared as well as come across as rude or inconsiderate.

If you’re looking to recruit new members for your team or now find yourself looking for a new job, contact Tiger Recruitment today. We are a leading recruitment agency for matching individuals and businesses in temp jobs and permanent roles.

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The pension has long been a contentious issue for policymakers, employers and workers in the UK. In December 2017, research by the Department of Work and Pensions found four in ten employees were under-saving for their retirement, with over half of these earning a middle or high salary.

However, new research, released just in time for Pension Awareness Day on September 15, has revealed that the number of peopled enrolled in a workplace scheme has reached a record high of 41.1 million in 2017, a 49% increase in the last five years.

While these numbers are encouraging, the work of the Department of Work and Pensions and initiatives like Pension Awareness Day is far from done. Continuing education and awareness on the importance of pensions is essential – after all, how much do you know about your money?

What is a pension?

A pension is essentially a long-term savings plan that you can access later in life or in retirement. It’s not compulsory, but will be very handy to have if you want to maintain a comfortable lifestyle beyond working age.

There are three types of pensions: State Pension, workplace pension and personal pension. A State Pension is a regular government payment that kicks in when you turn 68 and is payable for the rest of your life. This is funded by your National Insurance contributions and will depend on how much you’ve earnt over your working life. A personal pension is a scheme you set up yourself and voluntarily contribute to. These contributions are privy to 20% tax relief, meaning that the government will add a further 20% to any money you pay in.

For the purposes of this article, we will be focusing on your workplace pension.

How much am I putting away?

Also known as a company pension, this scheme is set up by your employer and welcomes contributions from yourself, your employer and the government. The minimum contributions, calculated off your pre-tax salary, are as follows:

Some companies opt to contribute more to your pension, so you will need to ask your HR function about exactly how much they will pay.

How do I set it up?

Companies are legally obliged to enroll you in a pension scheme – this may be straight away, or after your probation. You can choose to opt out if you wish, but the procedure for this is dependent on your company’s pension provider.

What are the benefits of having a pension?

Most obviously, having a pension means you’ll have an income past retirement. However, specifically using a pension scheme attracts other benefits. Firstly, an employer and the government will contribute towards the fund, improving your balance. It is also, for the most part, tax-free, further increasing your balance.

What happens to my money?

Your contributions go into an account set up by a pension provider (as chosen by your employer). What happens next is dependent on the type of workplace pension you are enrolled in – it could either be a defined benefit or defined contribution scheme.

Defined contribution schemes
In a defined contribution scheme, the provider will buy investments on your behalf and add any extra money they earn through these investments back into your account. This scheme is generally more common than a defined benefit scheme.

Defined benefit schemes
In a defined benefit scheme, your end balance is based on how much you’ve earnt and how long you’ve been with the scheme.

When can you access your pension?

Your State Pension won’t be paid out until you turn 68. However, if you have a workplace pension, you can access some of it as a tax-free sum at age 55 – the exact amount is dependent on your provider. You won’t need to retire or stop working to access this money, and it can be used anyway you like.

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Looking for a role that offers a higher pension contribution? We can help you find the perfect PA or secretarial job in London or beyond. Get in touch today.

The post Deciphering your pension appeared first on Tiger Recruitment.

What are career goals, and why do you need them?

It’s a valid question. After all, we all know at least one person who has wound up being incredibly successful in their careers just by chance. But whether your ambitions are certain or uncertain, conceptual or specific, identifying them in the first instance plays a very important role in career planning.

Goal setting is the process of taking active steps to achieve your desired career outcomes. It’s important to set short term, medium term and long term goals. To help you achieve your desired outcomes successfully, be sure to create SMART GOALS.

SMART is the acronym to help you establish solid goals. It stands for:

Specific: The goals you set must be clear and well defined, the more specific you are about what you are trying to achieve, the easier it will be to achieve your goal.

Measurable: It’s important to include a quantifiable way of tracking your progress so you are aware when you have hit each milestone, and can celebrate.

Achievable: The success of your goal needs to be within your control, you need to set goals that challenge and stretch you but that are also achievable.

Realistic: Be sure to set goals that are within your reach this year, for example, is it realistic to expect to have achieved a salary bump of 20k in one year?

Time-bound: You need to set a time frame for each of your goals, with deadlines attached to each one.

Let’s look a little deeper into the reality of setting and achieving career goals.

Have clarity

Incredibly, for most people, identifying their goals in the first instance presents one of the bigger challenges. We meet so many people who are disorientated and unhappy in their careers, but are unsure as to why and don’t know how to get out of a rut. Similarly, many candidates want to leave their roles believing that the issue is their boss, or team, or company – only to accept the same job somewhere else and realise the problem is the job itself.

To gain clarity in your career ambitions, start by really thinking about the next two, three and five years and where you’d like to be then. Where do you picture yourself? What will it take to create a happier version of you? Once you visualise where you want to be, you can start to think about the building blocks to get there.

We recently met a candidate called Stephanie*. She was fairly early in her career and had worked for the same business since university. She had started in a receptionist job for this highly esteemed professional services firm, and worked her way up to a team assistant and then into a PA job. When we met her she was personal assistant to two senior executives. She’d spent five years in the same firm and felt it was time to make the next step. Stephanie knew exactly what she wanted from her career.

Even before she’d graduated, she identified her career goal to be promoted into an EA job to a CEO before she turned 30. She visualised exactly what the team would be like, the travel possibilities in that role, the money she’d earn, and the kinds of projects she’d work on. Her decision to go into the professional services firm had been a deliberate one on her part and was her first step to securing her ultimate goal.

Be realistic

Your career goals should certainly present challenges but, equally, make sure they’re realistic. For example, it’s highly unlikely you’ll be leading and managing a team within the first few years of your career.

Stephanie knew that to reach her career goal, she would need to work for an esteemed firm and progress up the ladder there. She did her research by speaking to people about her ambitions, surrounded herself by those she could learn from and took additional courses within the business to improve her skillset and acquire the right knowledge she’d need to progress.

Don’t lose patience

Achieving your goals takes patience and a willingness to make a change over the long-term. You’ve probably heard Einstein’s saying, ‘the definition of insanity is doing something over and over again and expecting the same result’. Don’t complain about your state of affairs without taking action. Similarly, don’t expect things to change overnight. It will take time, probably a considerable amount of time.

Get feedback

Stephanie identified a few mentors along the way that she knew would be able to give her honest and valuable feedback. By committing to meeting them on a regular basis, she became accountable for her own progress. She also broke down her ambitions into bite size portions, for example taking extra training, networking, or achieving good feedback in her appraisals.

By sharing her progress with her mentors, they could then suggest tweaks to her action points which enabled her to stay on track. Subsequently, she stayed motivated and gained a valuable sense of accomplishment along the way too.

We successfully placed Stephanie in a role that – we believe – is one step away from her ultimate career goal. She should get there before her 30th birthday and we can’t wait to see where it takes her!

*not real name

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This year has already shown how exciting the future of technology is and the enormous potential it holds for humanity. Technological advancements are coming in thick and fast, transforming the way we live, interact and work. If you work in tech and are hiring digital staff, you’ll already be well aware!

No matter how hard you try to stay on top of this flood of software, gadgets and trends, sometimes the pace of technological innovation outruns us all. So, it’s good practice to regularly set aside time to take in the tech landscape and reorient yourself – particularly if you’re a professional looking for a job in tech. We’ve been doing just that and have singled out five tech advancements that will have a big impact on your working life for years to come.

These are some of the exciting trends in technology we’re following closely:

1. Artificial Intelligence (AI) and Machine Learning (ML)

AI and ML have already revolutionised the way we use technology, and this trend is set to continue. AI writing tool ChatGPT has been on everybody’s lips this year, and that’s just the tip of the iceberg.

Companies from Google to Snapchat are beginning to incorporate AI tools into their platforms to improve user experience. Many other AI-powered devices and applications will follow suit, becoming ever more sophisticated, personalised and widespread, thereby improving efficiency and decision-making in industries like healthcare, finance, and manufacturing.

Professionals in many industries have already been discovering new ways to streamline their work with AI tools, from helping to write blog posts, to creating marketing plans, and even spotting errors in coding.

2. Internet of Things (IoT)

The Internet of Things is the name given to the increasingly large ecosystem of internet-connected devices. These days, this includes everything from doorbells to watches and baby monitors, and the list is growing.

The IoT will continue to connect devices and sensors, creating a vast source of data that can be analysed and utilised to enhance various sectors, including smart cities, transportation, and agriculture.

3. Virtual and Augmented Reality (VR/AR)

From its humble beginnings as gimmicky sci-fi goggles, VR (and later AR) has grown massively in quality and application. With mega-corporations like Google and Meta investing heavily, these technologies will continue to improve, making it possible to create immersive experiences for users in various fields such as gaming, education and healthcare.

4. 5G Technology

5G networks will provide faster and more reliable connectivity, enabling improved data transfer and supporting the growth of IoT and other emerging technologies. As the networks are rolled out in more locations, including developing markets, the possibility for increased global trade and seamless collaboration between businesses will skyrocket.

5. Quantum Computing

At the cutting edge of tech innovation is the hugely exciting quantum computing. This ground-breaking technology will revolutionise data processing, allowing for faster and more efficient computation, with potential applications in fields such as cryptography, logistics, and drug discovery.

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Overall, the future of technology looks incredibly promising, with many exciting advancements on the horizon that will help to solve some of the world’s most significant challenges. But they will also have untold impacts on our personal and working lives. Keeping one eye on these evolving technologies will ensure you’re in a good position to seize the opportunities they present.

We work with digital and tech professionals who have the skills and knowledge to keep your business at the forefront of its field. Get in touch today to benefit from their expertise.

The post Five tech innovations you should know – and how businesses are using them appeared first on Tiger Recruitment.

If you’re a PA, EA or secretary, you’ll know that great secretarial jobs in London don’t come along too often. Regardless of the sector you want to work in, finding a great team, supportive manager, ideal business culture AND rewarding work is no mean feat. Even securing an interview for such a role is an achievement in its own right, so it goes without saying that each and every interaction with your prospective boss should be a positive one.

But how do you go about impressing at every opportunity? Moreover, how do you create those opportunities? While there are various approaches you can take to job hunting, if you get the basics right, you can absolutely win the perfect secretarial role that meets your dream criteria.

Unless you’re incredibly fortunate, your dream job won’t land in your lap overnight. It will take tenacity, persistence and forward planning. As a start, think about the below points and consider what you can improve upon. And don’t hesitate to get in touch if you’d like any more advice!

1. Perfect your CV

Your CV is where it all begins. It’s your opportunity to make a fantastic first impression to prospective employers, but this opportunity is also usually just a fleeting moment! Many recruiters or prospective hirers will be working through a pile of CVs, so ensure you cut through the noise. Spend time on the wording, formatting and tone of your CV. It all counts.

2. Your attitude

The way in which you approach your job hunt says a lot about your character. Before you speak on the phone or interview with prospective employers, ensure you’re fully prepped and oozing assuredness. Be positive, warm and engaging. Your prospective bosses will be assessing your character as well as your skillset, so ensure they’re left with a positive impression.

3. Upskill

If you know the role you want, you should also be aware of the skills required to exceed in the position. Hone those skills. Attend a course if you feel you’d benefit from it. Trust me, your new boss will appreciate the effort you’ve made in your own time to foster those skills, even if you haven’t yet had the working experience.

4. Interview techniques

Practice makes perfect. Prepare for your interview by researching the business, thinking about the key skills they’re looking for and how you might be able to apply your strengths to the position. Prep for the most standard interview questions, but it might also be worth considering your approach to the more unusual questions too!

5. Network

It’s a small world, and you just never know who might be able to influence a decision that concerns your future career. Let potential influencers know of your career aspirations. You’ll be amazed at how willing people are to help. By the same token, keep your social network profiles up to date and devoid of anything unprofessional or negative.

We recruit in a number of sectors in the UK and around the globe. If you have a dream job in mind, talk us through your aspirations and we’d be happy to advise on the steps you might want to take to make it become a reality. We’ll of course keep you posted as and when similar opportunities become available too! Get in touch and send us your updated CV today.

The post Top tips for landing the perfect secretarial job appeared first on Tiger Recruitment.

Graduate or not, it is no easy task for first-jobbers to get a foot through the door of a company. Most positions nowadays require ‘previous experience’ – a vicious circle for those without! So how does one land that elusive first role? A business training school could be the answer.
Whether you aim to find a secretarial job in London or not, a secretarial qualification has been proven to open doors. No matter what industry you are interested in, the skills learnt at a secretarial school are valued and valuable:

• MS Office systems

• Touch-typing

• Shorthand

• Diary management

• Travel itineraries

• Minute-taking

• Project management

• Basic finance

• Presentation technique

By confidently stating these skills on your CV, you are putting yourself ahead of the pack, demonstrating your determination and passion for the industry.

Considering the current economic climate, it is important to start thinking about an alternative way to find your first position. If you are a graduate, bearing in mind the few graduate trainee schemes available, beginning your career in a business support position could be an option. It would not only give you that all-important ‘first experience’ but will also allow you to see the variety of roles existing within a company.

Gaining your first role requires tactical effort, from CV presentation to interview technique. Arriving at an interview well-presented and organised will create a great first impression. Building a good relationship between you and your recruitment consultant is hugely important and defining your aims clearly will allow the consultant to recommend the right roles for you.

The prospect of entering the job market is a daunting one. A business training course can give you the an advantage in your job search and give you time to develop your skills and confidence as a candidate.

Tiger can help you find your first role. Get in touch today.

The post How to Find your First Secretarial Job appeared first on Tiger Recruitment.

With the festive season now behind us, we’re refreshed and ready to start the new year with gusto and recharged energy. Right…? Right?

While for many, the festive season brings a welcome respite from the daily stresses and anxieties that can come from working in a high pressure environment, for others this may not necessarily be the case. Whatever the reason, it’s not always easy to take time away from work, especially if you’re a in a PA job or executive assistant role who supports a senior exec that depends heavily on you for their daily necessities and general firefighting.

The average full-time UK employee is entitled to 28 days’ annual leave a year including public holidays. Despite this, most of us only take three quarters* of our holidays. Regardless of how many days’ leave you’re entitled to at your place of work, you should always aim to take them, and here’s why:

Aligning the balance

Taking a holiday isn’t just about sun, sea and sand. It’s about taking a break from the work place and aligning yourself back to your true centre. Work-life balance isn’t just a buzz word. It’s incredibly important in ensuring your mind and body are healthy, focussed and comfortable. Taking regular breaks from work means you can return to work refreshed with perspective and renewed objectivity.

Improving productivity

Are you feeling guilty – or worse, made to feel guilty – about taking time away from the office? Don’t. UK employers are increasingly aware of the importance of work-life balance, and the research to support the links between it and employee productivity is gathering pace. By encouraging flexible working and work-life balance, your employer will see reduced stress levels, improved productivity and enhanced efficiency in your performance.

Your friends and family

They need you too. And (presumably!) unlike your job, they’re here for life. It’s not uncommon at all for marriages to break down as a result of an imbalance in working hours. Even taking work home can put a strain on relationships with friends and family. According to a recent Glassdoor survey*, nearly half (44%) of employees reportedly worked while they were on holiday. This doesn’t contribute to quality time, and while you can offer to be contacted by your workplace before you go on leave, ensure they know it should be in case of ‘emergencies’. By leaving detailed handover notes in place, any contact should be minimal to none.

Happiness

If you’re constantly neglecting your social life, fitness, hobbies and well-being to spend time in the office, you’ll invariably start fostering negative feelings towards your workplace and managers. Taking time out will allow you the opportunity to regain perspective and spend time on YOU, thereby giving your positivity a boost in and out of the office.

On that note, we sincerely hope you take our advice and book in your holidays for the year ahead. The anticipation of a holiday alone can also help to lift spirits and give you a goal to work towards, so book them ahead of time to maximise the benefits!

If you’re unhappy in your current place of work and need a break, temping can be a great way to give you more flexibility and balance in between permanent roles. Give us a call today to find out more.

The post Work life balance: Why you should use ALL your holiday entitlement appeared first on Tiger Recruitment.

Asking your boss for more money can be a nervous conversation for many people. However, with proper preparation and research you can both improve your chances when it comes to contract negotiation and plan out your next step, whatever the outcome. Here are five things to know before you begin the conversation.

1. Know the business

Make sure you know what the company’s policy is on pay rises. Some will only consider them at annual reviews whilst others will have pay grades that are reliant on an employee’s position within the company. If there is an employee handbook it may contain details on this. Otherwise consider the best person to ask, be it your manager or a more experienced colleague. Either way, if it goes against company policy your chances will be slim. By finding out ahead of time, you can save yourself what could be an awkward conversation.

2. Know the market

Ensure you understand who else is out there who could take your role. For example, if you’re in a PA job and someone with a similar level of experience could be available at your current wages, it’s not necessarily in your employer’s interest to meet your wishes. By knowing the market you can be realistic about the likely outcome of your request but also benchmark what you believe you should be earning. Equally, if they turn you down without reasonable consideration you will know what else is out there and can consider moving on to find your desired salary.

3. Know your value

While you may be valued at a certain price on paper, think about what else you offer the business. If you have built up intricate knowledge that will be hard to replace, demonstrate it. Be ready to talk about your achievements in your role and how you’ve benefited the company. If your job description has changed or been added to, ensure this is acknowledged. Be fully prepared to explain what you personally offer the business and why it’s in their best interest to keep you.

4. Know the details

Once you’ve checked you’re working within company policy, are being realistic with your request and have noted why you believe you deserve a raise, it’s time to get your details in order. Be clear, concise and plan what you’ll say, working out a conversation framework ahead of the meeting. Try and pre-empt any questions or challenges your employer may put forward and have a response. And, though it may seem obvious, know how much you’re asking for, ensuring you can explain how you arrived at that figure.

5. Know your next move

There are several likely outcomes from a pay rise request. Be ready to respond to all of them. In the best case scenario, your employer says ‘yes’. This is where you’ll need to know exactly how much you’re asking for and why. Your employer may counter so be prepared for this as well. If you are willing to accept less than your initial request, know by how much. If not, explain why.

You may hear a response that starts “No, but…”. Listen carefully to their reasoning here. It may be the case that they want to but are unable due to cut backs or cash flow issues. If this is the case you may be able to agree a time to next discuss the issue or find out what you need to do to reach an agreement now. Worst case scenario is a flat no. Be polite and gracious, and enquire into what steps you could take for a pay rise to become a consideration. You can then decide if these are worth your while. If not, it may be time to move on.

Are you looking for an employer who knows your value? Send us your CV or get in touch to discuss your next move.

The post How to ask for a pay rise… and get one appeared first on Tiger Recruitment.

Starting a new job is usually an exciting prospect for most of us, but it can stir up feelings of immense nervousness too. The desire to make a good first impression, remembering your colleagues’ names, and understanding the dynamics of the business culture are just a few of the challenges to overcome in those first few weeks in a new role.

Regardless of whether you’re a new graduate starting your first full-time position, or have thirty years of work experience under your belt, these guidelines are applicable to us all in ensuring a smooth and comfortable probation:

1. Be comfortable not knowing it all

It can be a strange feeling starting a new role, especially if you’ve come from an organisation where the working process with the team was down pat, you could call your colleagues friends, knew your role back to front and had the company dynamics figured out. While a new environment may cause unease at first, be assured that you’re not expected to know everything straight away. If you’re a receptionist, for example, don’t worry if it takes a while to get to grips with the new phone system, or the additional responsibilities you have compared to your last role.

2. Don’t be afraid to ask questions

The time to ask questions is when you first start a new position. Don’t assume, don’t wait to find out and certainly don’t be worried about what people might think. Ask lots of questions, and note it all down in case you need to refer to it at a later date.

3. Build respect

Take every opportunity to introduce yourself and confidently greet your new colleagues with a firm handshake and a smile (use those networking skills!). Don’t rely on others to make those introductions for you. Hopefully, you’ll find your immediate team supportive and helpful, but if you’re replacing someone they particularly liked, there’s a chance you might need to work extra hard to earn their affections! Take time to find out what people enjoy at work and where their interests lie. It could be a weekly bootcamp class, or just Friday drinks. Say yes!

4. Get to grips with the culture

If you’ve come from a particularly close-knit team, throwing yourself into a new environment with new personalities might seem intimidating at first. Be observant, and use your first few weeks to absorb what’s going on around you, taking the time to understand the company values and its staff. Look at how new ideas are put forward and implemented, and know who the key decision makers are.

5. Find a mentor

While you should certainly spend time building rapport with your boss, finding a mentor who can guide and teach you will be invaluable. The most suitable candidates will be those who show initiative, reliability and confidence. Mentoring has significant benefits – not least knowing a senior colleague who will vouch for you if progression opportunities arise down the track.

The initial nervousness of a new role does pass, and most of our placed candidates go on to further their careers with companies who gladly offer those career advancement opportunities. Keep your eyes and ears open during those initial few weeks and you’ll be rewarded with great prospects later on.

Looking for a new role? Get in touch today.

The post Top five tips for settling into a new role appeared first on Tiger Recruitment.

The performance review or appraisal is an essential part of any EA or PA job, providing an opportunity for both employee and employer to take stock, assess past performance and establish goals for the next quarter or six months. As an employee, it is your chance to take an active role in your career development, communicating what you’ve enjoyed, what you haven’t, where you’ve thrived and what challenges you’ve overcome. It’s also a chance to encourage a two-way dialogue, ensuring that you stay on track for progression.

For this reason, it’s vital to prepare accordingly. Here’s how.

1. Start preparing (very) early on

Preparation for your review shouldn’t start when you receive a calendar invite – it should start as soon as your last one finished. Each time you conquer a challenge, successfully complete a project, or find yourself struggling through a task, make a note in a Word document or on your phone. This way, when it comes to the actual review, you can look back at your peaks and troughs, providing a roadmap of where you’ve been and where you’d like to go.

Hopefully, you will have regular 1-2-1s with your line manager throughout the year, so you may have already covered achievements and challenges but keeping a consistent record will provide a useful overview come your annual review.

2. Collate resources

Your performance notes aren’t the only resources you should prepare. It’s worth digging up your job description and notes from your last appraisal, including goals, achievements and progression plans. These will provide a foundation for review and may even trigger discussions around additional responsibilities, new goals and potential for development.

If you are planning to ask for a pay rise, conduct research that will support your claim – what are the market salaries looking like at the moment? Is your salary on par with industry average or are you underpaid? Having this information in your back pocket will make negotiating that little easier.

3. Ask questions

Active engagement in your performance review means engaging in dialogue. Make sure you get the most out of it by preparing questions beforehand. This could range from broader, company-wide issues – where are the latest company goals? What is the expected growth of your team over the next 12 months? – to specific role queries, such as the timelines for discussed progression initiatives and potential for flexible working or other working arrangements.

4. Know what you want

No performance review should be completed without an end goal in mind – what do you actually want to get out of the process? Is it a chance to put your foot forward for a progression, or ask for help? Do you want a pay rise, or would you like to participate in external training? Entering into any discussion with an end goal in mind will make negotiations much easier and provide a guide should you end up off track.

5. Feed back to your manager

Performance reviews aren’t just for talking about your performance – it’s also an opportunity to deliver feedback to your manager about your partnership or the company as a whole. While it may seem trivial, especially in larger companies, you may not realise that a number of your colleagues are feeding back similar things, resulting in wider policy changes. This 360° feedback ensures that your relationship with your manager and larger team remains positive and that you have a voice in wider issues.

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Not enough progression in your role? Tiger can help you find your next PA job. Register today.

The post How to prepare for your performance review appeared first on Tiger Recruitment.

As one of the best London temp agencies, a question that we are asked most frequently is “How long will it take you to find me a job?” This question is difficult to answer for more than one reason. What we can do is give you a bit of an insight into the processes on our side so that you can see what is happening behind the scenes.

Why temp work?

This is where it all begins. Have a good think about what you want to get out of temp work. Is it to build your experience or keep some money coming through whilst you work on other projects? It’s important to know your reasons for temping as this will help us to make the right match. As a support staff agency, the roles that we recruit for cover all industry sectors but will always have an assistant focus. Is this what you want?

It all starts with your CV

We notice a lot of clients ask to see CVs and in some instances, meet candidates. Bear in mind this is because they want to ensure that you have the right experience for their role and organization. If our client is looking for a receptionist, they would like to see reception experience on paper. Even for temp work, make sure your CV sells your experience. Once your CV gets you in front of the client, it all comes down to you…

The basics

If you have registered with Tiger you would have received a copy of our candidate brochure, which highlights all the basics of temp work. These are all important points and it’s good to read through this as a reminder of what we expect from our temps once you have been booked into a role. It’s the little things like punctuality, switching off your mobile phone and respecting the client’s dress code that can make the difference between a good temp and a great temp.

Treat every temp job like gold

Every temp role gives you an opportunity to get in front of new people, companies and contacts. Think of each temp role as a first interview and your chance to show a client what you can do. If you create a good impression today, it could lead to tomorrow’s job. It might be a reception role, but you never know what doors this can open. Many of our candidates find that what they think is going to be a one-day booking leads to on-going work simply because they have been in the right place at the right time and impressed the client.

Repeat, Repeat

It’s simple! Positive client feedback leads to repeat bookings. Clients will always want to re-book candidates that they already know and trust. When we receive positive feedback, these are the most common traits.

• Flexibility and ‘can do’ attitude: Nothing is too much to ask, right? Are you happy to make the tea and coffee yet able to assist with the complex tasks? Clients love temps that aren’t fussy about what they will and won’t do.

• Quick learner: Do you pick things up quickly and ask the right questions? It’s important that the client feels they can explain something once and feel confident that you understand and can do the job.

• Confidence and control: Tackle those tasks with gusto and greet the senior management with a “Good Morning” and a smile. Show that you are in control.

• Friendly and helpful: Do you do it with a smile? If a client feels that you will be happy to help, they will hand over more work. This can help to extend your booking.

• Well-presented: Take pride in your appearance? Aim to be one of the well-presented people in the company and create a good impression.

• Punctual: Aim to be five minutes early, not five minutes late. It makes all the difference.

• Initiative: Whilst it is good to ask if there is anything else you can help with, it’s better to notice the things that need to be done and ask if you can help.

• Attention to detail: This comes in all forms, including making sure the reception room is tidy through to getting that flight booking right.

• Common sense: You would be surprised how often clients comment on this. Your ability to make the right decisions and use your judgement on the job should never be underestimated. Makes sense doesn’t it?

Contact is key

Another great way to maximise your temp opportunities is to keep in contact. E-mails or calls once per week to update your consultant of your availability will ensure that you are on the top of our list. Even if you are booked into a role with another agency, let us know when you are free again as we always view relationships with our candidates in the long-term. When you update your CV, send us a copy and we will update this too. Along the same lines, let us know when you are not available so we are not clogging up your inbox or voicemail.

Here to help

Remember to keep in touch with your consultant and know that you can contact us for anything at all. We are always here to help. Whether it’s big or small, if you have any questions about your booking before, during or after call us anytime.

The post How to make temp work work for you? appeared first on Tiger Recruitment.

Having matched thousands of executive assistants with employers of choice over the years, we have a thorough understanding of just what it takes to become a high-performing administrative professional. We’ve been lucky enough to meet some of the best PAs and EAs in their field and, as such, have a unique insight into the skills required to support established corporate and private leaders.

While the responsibilities within an PA or EA job will vary based on the requirements of the role, there are some common threads that high-performing professionals all share. If you are looking to take the next step in your career, it’s worth considering how you can develop these within your current role.

People management

All top-performing PAs and EAs are required to manage a team. From other support staff to private household employees, you will need to be able to supervise and collaborate with people at all levels, exhibiting exceptionally high levels of integrity, patience and understanding. You’ll also need to be exceptionally organised and be open to providing advice and assistance when required. If you don’t have any management experience as yet, it’s best to start small – is there a junior you could mentor?

Recruitment

People management and recruitment often go hand in hand, so it’s not unusual for top executive assistants to do both! With a unique understanding of the principal and their requirements, as well as a knowledge of the wider team, an EA or PA is perfectly placed to assist with hiring administrative staff within a business or household.

This includes engaging an agency or placing a job advertisement, screening applications, organising interviews, providing feedback, issuing contracts and organising aspects like start dates. You may also be required to oversee initial training, schedule working hours and facilitate holiday allowances.

If you are looking to add recruitment to your skillset, why not chat to your HR function? They will no doubt have some key pieces of advice that you can deploy moving forward. Should they be hiring within your team, it may also be worth volunteering to review CVs or be part of the interview process.

Complex travel management

While most PAs and EAs will complete travel planning as part of their role, more senior EAs will generally be accustomed to quite complex itineraries. From multiple time zones and complicated meeting schedules, to visas, ground transportation, currencies and tickets, being able to confidently organise and oversee this on behalf of an individual and family is a key skill that leaders look for.

Demonstrating an understanding of what is likely to go wrong, and developing contingency plans should issues arise, is also favourable, as it demonstrates a capacity to react quickly and calmly in the case of delays or other issues.

To build your travel planning skills, do some research! Familiarise yourself with visa requirements of commonly-visited countries, research ground transportation suppliers and make sure you understand the time zones of different regions. It’s also worth asking other colleagues if they have any tips or tricks that you could adopt.

Projects

One huge part of any meaty EA or PA job is taking on projects. The scope of each project will vary depending on the role, but could range from compiling databases, managing real estate and organising events, through to contract negotiations and sourcing luxury gifts. There is plenty of scope for executive assistants to enhance their project management skills, and volunteering to oversee small projects in your current role is a great place to start. Is there an event coming up that you could assist with, or research that your principal could benefit from for an upcoming meeting?

Strategy and gatekeeping

The finest executive assistants take on a gatekeeper position, deputising for their principal when needed. They are comfortable making decisions on their behalf, delegating work, hosting meetings and implementing requests. Depending on the working environment, they may also act in an advisory capacity, liaising with senior-level management on strategic issues across multiple elements of the business. This is where pure experience comes into play. The more exposure you have to your principal’s decision-making processes, working style and knowledge, the more comfortable you will be in representing them. Therefore, be sure to observe, listen and ask questions wherever possible – the more you know, the better!

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To find your next PA or EA job, apply here or submit your details.

The post Five skills needed for high-performing EA jobs appeared first on Tiger Recruitment.

Becoming a celebrity personal assistant (PA) can be a rewarding experience for anyone seeking a challenge in London or the UK. One question that almost every private PA asks – how do I become a celebrity PA? With visions of travelling the world, attending lavish parties and brushing shoulders with the world’s elite, it’s a career that many aspire to. However, with a 24/7 schedule, demanding workload and tasks ranging from laundry to lifestyle management, the reality of a celebrity PA job can be a little different.

Learn more about private support jobs

What is a celebrity PA?

A personal PA to a celebrity involves high-level support to a high-profile and publicly known individual. As the right-hand man or woman, a PA will usually work incredibly long hours in a pressurised environment – after all, it’s working for someone who is used to getting what they want, exactly when they want it. A personal assistant to a celebrity will provide some of the following:

• Extensive diary management
• Organise all domestic and international travel
• Communication management
• Liaise with other members of the support team
• Looking after all personal errands

What skills does a celebrity PA job require?

To carry out a celebrity PA job efficiently, the fantastic individual must be incredibly organised, more than capable of juggling many tasks at one time and able to shift priorities and respond to changes while under pressure. They can go from confidante to communicator in one swift turn and as such, need to be able to think on their feet and act with the highest levels of discretion at all times.

A personal assistant to celebrities will also have fantastic written and verbal communication skills, be a whiz at planning events and parties, and have exceptional research skills, confidently hunting down information or goods as required, more often at the very last minute.

Finally, a successful celebrity PA will possess outstanding interpersonal skills, as they need to work closely with their principal, as well as other members of the team and external collaborators.

Benefits and challenges of a celebrity personal assistant job

While it is hard work, there are perks to a celebrity assistant job. It offers a hugely variable workload and the chance to really make the job your own. Due to the demanding nature of the role, it can also be a chance to solidify your skills and transition into a true 1:1 gatekeeper. This kind of experience is only a positive to employers when the time comes to start looking at new opportunities.

Supporting someone that closely also comes with its own set of challenges. A celebrity PA will naturally create a close relationship with the high-profile individual. While there are lots of people around you, the job often requires you to work by yourself without anyone to bounce ideas off, delegate tasks to or confirm your thinking.

How to become a celebrity PA

Becoming a personal assistant to celebrities requires a long-term plan. As with any private PA role, the key to securing and succeeding in a celebrity personal assistant job is building up your experience supporting an ultra-high-net-worth-individual (UHNWI). If you are a business PA, look to increase the amount of private support in your role. Even if this starts at an 80-20 split, this is a great base on which you can build your experience. Over the next few years and your next few roles, look to increase this split until eventually you are comfortable supporting an individual on a completely private basis. From there, it’s about networking and finding out about opportunities to support a celebrity or UHNWI. A recruiter like Tiger Private can often help in this case, proving your experience follows a similar route to the above.

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Tiger Private often recruits for celebrity PAs in London and internationally. Should you be a private PA looking for work as a celebrity PA, make sure to get in touch.

The post Becoming a Celebrity PA appeared first on Tiger Recruitment.

Free online courses for furloughed workers

The coronavirus pandemic has brought with it many challenges for businesses, including a pause on a number of regular business activities. To help, the government created the Coronavirus Job Retention Scheme to help employers furlough employees. This has resulted in many employees in business support roles finding themselves on furlough (paid leave) for the first time.

If you’re in this position and find yourself at home with a lot more time on your hands, why not take a free online course? We’ve put together five of the best free online courses for furloughed workers.

The Skills Toolkit

https://theskillstoolkit.campaign.gov.uk/

The government has launched the Skills Toolkit site in response to the current crisis. It features a range of free online courses from leading providers like Open University and FutureLearn, complete with certificates, that UK workers can take to improve skills.

Digital and numeracy skills are the main focus for these courses, which are grouped into beginner, intermediate and advanced levels. Developing these skills is a great way to boost your CV, as many support roles – from administrator through to personal assistant jobs, require these skills.

Inbound Marketing

https://academy.hubspot.com/courses/inbound-marketing

Hubspot Academy is offering this free certification course to help you acquire inbound marketing skills. Covering everything from blogs and social media to developing the buyer’s journey, it’s a complete course for someone interested in honing their entrepreneurial skills.

Many businesses use inbound marketing to attract new customers, and this one is a straightforward course with short video lectures and a final exam. Many employers will see this marketing and business knowledge as an asset, especially those working in growing companies. Learning the business terminology taught in this course will also boost your interview skills.

Social media strategy

www.alison.com/course/social-media-strategy-for-small-businesses

Social media has become a crucial skill for many jobs, especially those working in SMEs where there’s a greater likelihood of working across different divisions. By including this course on your CV and demonstrating knowledge of the field at interview, you’ll pave the way for standing out from the crowd.

Alison is offering its social media strategy program as a free online course during the coronavirus pandemic. The best thing? It only requires two-three hours to complete in full. That said, keep in mind that while the course is free, you do have to pay for the diploma at the end.

Business Management

www.oxfordhomestudy.com/courses/business-studies-online/free-business-course-online

The Oxford Home Study Centre offers a variety of business courses online, with this free program designed to help you take the first step into business management. Whether you’re interested in taking your career to the next level, or want to explore a completely different opportunity, this free business management course is a great start.

The course covers everything from human resource management to marketing fundamentals, so taking the time to complete it will demonstrate you’re determined to keep developing your skills and have the ambition to learn something new.

Meditation

www.headspace.com/covid-19

It doesn’t just have to be about CV-building skills during this time of crisis – you can use the time to improve your mental health too. The stress of the unknown, as well as finding yourself on furlough unexpectedly, might be negatively impacting your mental health. If you find you’re experiencing an increased level of anxiety, meditation is a great way to stay calm and check in with your mind.

Headspace has a considerable choice of guided meditation and practices to handle stress. Right now, they’re offering a number of these mini-courses for free to help you through the COVID-19 pandemic.

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Ultimately, there are hundreds of online courses for workers that will help you make the most of any free time you have, as well as contribute to your career progression in the future. So, if you have the time, make the most of it and start learning!

If you’re currently looking for a new role or need help finding the right candidate to fill a position, Tiger Recruitment can help. Contact us today to find out more.

The post Five of the best free online courses to complete during the pandemic appeared first on Tiger Recruitment.

The role of personal assistant is a demanding one. It requires a PA to match the pace and rhythms of their manager’s day-to-day schedule, while also staying several steps ahead of them. To achieve this balancing act, we generally find that PAs need some key character traits.

Communication

Strong written and verbal communication is crucial for a PA. Everyone has their preferred form – email, text, phone call, face-to-face – even when dealing with a largely uncommunicative manager. No matter the manager’s preference, a PA must ensure that they are relaying all information back to them.

Some executives prefer for their PAs to attend all meetings with them. If this is the case, it’s crucial for the PA to make thorough notes to discuss post-meeting. They will then be able to pull them apart and prioritise action points. If it’s a virtual meeting, the advantage is that a PA will be able to record it to refer to afterwards.

If a PA does not attend meetings with their boss, it’s best practice to sit down together afterwards to discuss everything that has been touched on.

A PA will also often represent their boss to key stakeholders or be required to ‘gatekeep’. For this reason, we typically look for a PA’s communication style to be diplomatic, discrete, and for them to remain calm in the face of high pressure.

Example interview questions around communication:

1. Can you give us an example of a time when you had to relay complex information to someone in simple language, and how you achieved it?
2. How would you approach a conversation with a frustrated colleague or client on behalf of your manager?

Resilience

A resilient PA will quickly become an invaluable support to their team. Most of us, at one time or another in our careers, will occasionally be presented with the challenge of dealing with tricky situations and people. These might be clients, managers, time-sensitive projects or make-or-break presentations. PAs, however, see all of these regularly.

Not taking things personally is key, quite simply because they’re so frequently in high-pressure situations and more often than not (rightly or wrongly), on the receiving end of a frustrated individual or team.

Example interview questions around resilience:

1. How do you manage your stress levels in high-pressure situations?
2. Can you give an example of a time when you have juggled multiple deadlines?

Efficiency

It goes without saying that a great PA must be organised! They will implement organisational structures into their work and stick to them. By keeping their work life neat and tidy, a great PA will maintain a clear head and be ready for all situations.

Email management often plays an important role in a PA’s typical day: by organising all their emails into set folders, they can be broken down by sender or task and stored in each folder. Alternatively, there are apps to help automate inbox and diary management, ensuring that all emails are on hand when they are needed.

It goes without saying that every PA monitors their to-do list with pinpoint accuracy. Every time a new task comes up, PAs should think about its priority within their workload, then place it accordingly in the list. This reduces the chances of forgetting something and will help with time management.

Taking on the most difficult and time-consuming tasks at the beginning of the day minimises stress levels and maximises the standard of work.

Example interview questions about efficiency:

1. How do you organise your workload?
2. Tell us about a time you improved the efficiency of processes at work, and the results.

Proactivity

If nothing else, a PA must be proactive. It’s vital that they can stay ahead of their manager, regardless of the situation. This often means reviewing the meetings their manager has at the beginning of the week, and ensuring that all requirements, such as travel, agenda and rooms, are considered ahead of time.

There may be a time when a manager is out of the office or away on annual leave, leaving the PA to manage their affairs. As the first point of contact for clients and contacts, they will need to maintain high levels of professionalism to ensure that they are acting exactly as their boss would do in each situation.

Example interview questions about proactivity:

1. Can you give us an example of when you foresaw a potential issue and were able to avoid it ahead of time?
2. What methods do you use to stay on top of upcoming deadlines and events?

Positive attitude

Not only can the PA role be incredibly stressful at times, but a busy team will look to their PA as a constant. So, a successful PA must be able to approach every situation with optimism, working logically through each problem to find a solution. By keeping calm and staying upbeat, they will be able to complete tasks to a higher standard.

A PA is often required to represent their manager and company either on the telephone, via email, or face to face. Therefore, they need to be comfortable engaging in small talk and networking, always remaining polite and courteous. A PA will also be expected to stay positive and have that can-do attitude at all times, as this will play a huge part in staff morale.

Examples interview questions:

1. Describe a time when you faced a setback. How did you address and move past it?
2. Describe a challenge you’re most proud of overcoming?

Self-motivation

Personal assistants work with time-stretched senior managers, so cannot expect praise every time they complete a task on their to-do list. Self-motivation is therefore key to PAs being able to progress with their workload.

The most effective PAs will set themselves goals for the working day, aiming to complete a certain number of tasks on the list before taking the next coffee break. Working hard may look like it is going unrecognised, but it is always noticed.

Examples interview questions:

1. What do you do to get yourself into a work mindset after a break?
2. Describe a time when you set a challenging goal for yourself. How did you stay motivated to achieve it, and what were the outcomes?

Discretion

Discretion is one of the most important behaviours of a personal assistant, particularly private PAs. They will be exposed to a myriad of personal and professional confidences as a PA, and this unique characteristic will see the best assistants go far in their careers. A gossip might find their credibility is tarnished early on, while those who understand confidentiality will shortly prove themselves to be indispensable.

Example interview questions:

1. In what ways have you maintained confidentiality while working in a team environment, and how do you ensure that information remains secure and protected?
2. How would you handle a situation in which you discover a colleague’s confidential documents left behind in the office?

Learn more about how to become a personal assistant.

Looking to hire a PA? Read our guide to hiring a PA, and get in touch with your requirements.

Looking for a PA job? Tiger Recruitment can help. Submit your details or see our available jobs now.

The post The seven traits of a successful PA appeared first on Tiger Recruitment.

In celebration of World Humanitarian Day, we’re focusing on how our workplaces can make a positive difference to the world around us. As you’re probably aware, investing in corporate social responsibility (CSR) initiatives brings benefits to society, the environment and business. Specifically, the business benefits include an improved employer brand, better employee retention, and a healthier bottom line, as consumers often choose businesses who give back.

Once your CSR initiatives are in place, how do you encourage your employees to take time out of their busy schedule to work towards the company’s CSR goals? We’ve put together a few ideas on how to get your employees excited about doing their bit for society and the environment.

Promote volunteer days

There’s no better way to encourage your employees to spend some of their time volunteering than to actually set aside a day for it! Many companies now include one working day per month, quarter, or year that is set aside for their employees to get out of the office and spend time in their local community. While some employers may be hesitant to pay for their employees to put in time at a local food bank, nursing home or community centre, this one day can actually encourage employee retention, team morale and teamwork. Communicate with your employees to make sure they are aware of the processes involved in organising their volunteer day, and if you can spare a small group of people for one day, you can also turn it into a team-building event to boost employee morale.

Fundraising activities

If there is a charity you’ve partnered with as part of your CSR push, encouraging fundraising among your employees is a fantastic way to support them. Depending on the nature of the charity, there may be something they can offer your employees as an incentive for them to get on the phone with their family/friends/clients and raise money for them. For example, if the charity is a conservation trust in Asia or Africa, you can sponsor one or two of your employees who have raised the most money to go on a trip to help the charity on the ground. If that isn’t possible, the reward doesn’t have to be so far-flung – employees can raise money for local organisations in need through a baking or cooking competition, fun runs, or raffles in the office.

Ask for your employees’ feedback

A great way to get your employees excited to be involved in CSR initiatives could be as simple as asking them which causes are close to their hearts. There are several ways to do this, including sending around an employee survey, holding 1:1 discussions, or making it a point on the agenda at your next team meeting.

Lead by example

You can’t expect your employees to get involved in a cause unless management is also putting their own time and effort in as well! If you can, get involved when your employees are fundraising, make sure you make an effort to take your volunteer days, and keep up the conversation around CSR in the office. Your employees will value that you’re making the effort, and it will go a long way to fostering a positive working environment.

The post Four easy ways to encourage your employees to get involved in CSR appeared first on Tiger Recruitment.

In the wake of recent news that the gender pay gap widens after women start a family, it stands to reason that for many, having both a successful career and a fulfilled family life, feels even further out of reach. But that doesn’t have to be the case.

1. Strike a balance that suits you

Every family is different. What’s right for your friend, sister, or colleague isn’t necessarily going to be right for your needs and personal desires. Consider carefully what will make you and your family most happy and what will suit your personal circumstances. That may mean embracing flexible working, for example becoming a virtual assistant. Alternatively, you might reject the traditional gender roles and go back to work full time while your partner stays at home as the primary caregiver.

2. Calculate what you can afford

Childcare can be incredibly expensive, so for the first few years of your child’s life it may be that going to work costs you money, rather than boosts the household income. Bear in mind that when your kids hit school age, the cost of childcare will undoubtedly reduce, so those outgoings aren’t permanent. That said, sit down with your partner to think about the lifestyle you want versus what you can afford, even if it is temporary.

3. Take care of you

Managing a busy career and family burns a lot of energy! It’s incredibly important to look after yourself so you have the health and energy levels required. Go to bed early so you can get as good a night’s sleep as possible, and work out wherever you can squeeze it in. It might not feel like it at the time, but regular exercise will give you the energy levels you need to be able to manage your busy schedule.

4. Build your support teams

Both at work and at home, you’ll need support teams to back you up if you’re going to balance your career growth and a happy family. If you’re lucky enough to have a great boss, explain to them what you need to be able to continue being productive within the business. Encourage teamwork by being generous with your time for your colleagues. While that might seem outrageous to someone who is exceptionally time-poor, it will pay dividends at the times you’ll inevitably need it.

At home, say yes (without feeling guilty) to offers of babysitting by friends, other parents and family. Build your networks and consider outsourcing at home just as you would at work, if you can afford it. Engage a cleaner, hire a chef for a few hours to cook up a week’s worth of meals, or ask the neighbour’s son to mow the lawn for pocket money.

5. Keep your priorities in focus

Just as you’d hire a launderer to iron shirts so you can spend quality time reading stories, know that sometimes, it’s better to leave the dishes in the sink so you can take the family for a nice Sunday afternoon walk. As you become busier, don’t lose sight of what’s important. If climbing the corporate ladder is your priority, then do it. Take the same approach to managing your home life as you would your work. Be organised, ensure you manage your time well, and delegate!

Looking for opportunities that support the balance you need? Get in touch today.

The post Five tips to balance your career with raising a family appeared first on Tiger Recruitment.

The pandemic has affected all of us in different ways, but working parents have faced a particularly difficult challenge. With schools closed for much of last year and many employees working from home, the pandemic exacerbated many existing inequalities as parents, particularly women, were forced to take on caring responsibilities alongside their workload. Without support or flexibility from employers, many found it very difficult to continue working at their usual capacity.

This was reflected in McKinsey & Company’s Women in the Workplace report, published in September 2020. Among a discussion of the effects of the pandemic on gender parity and women in leadership, they found that “one in three mothers have considered leaving the workforce or downshifting their careers because of COVID-19″[1].

Employers have notoriously not had a great track record with supporting parents in the past. In 2019, PWC reported that 37% of new mothers didn’t take their full maternity leave entitlement, citing career pressure and the feeling that taking time off would “undermine their standing” with their employer[2] as the main reasons. However, the pandemic has now forced the issue as women made up 39% of global employment but accounted for 54% of total job loss in 2020[3]. The lost potential means that there is a significant economic cost to employers if they don’t take proactive steps in supporting working parents.

At Tiger, we believe the thinking around this issue needs to be changed. Watch our webinar below to find out how employers can best support their current working parents, moving forward.

Webinar: Supporting working parents post-pandemic

In March 2021, MD, Rebecca Siciliano, hosted a webinar with three incredible speakers: Joeli Brearley from Pregnant Then Screwed, Ursula Tavender from Mumbelievable and Cat Harris from Brandwatch. They discussed how employers can best support working parents moving forward, and revealed their best practice tips and advice for those looking to get started. Watch the webinar in full below.

Supporting return-to-work parents

What about those parents who are currently on leave, or looking to return to work after time off? It’s equally important to consider how to make the transition as smooth as possible for them. We’ve outlined a few considerations employers should take into account when helping return-to-work parents back into the workplace.

Understand that parents’ time off wasn’t ‘time off’

There is a huge misconception around the idea that when an employee goes on parental leave, the gap in their CV means they lose their capability to go back to work in the same capacity. However, caring for an infant can be more stressful and tiring than their regular employment. This means that an employee’s motivation to return to the office can be significant, and they’re ready to work at 110% efficiency. They may also see a return to work as a change of pace, meaning they’ll be more prepared to dedicate their energy to resuming their old role as successfully as possible. With this in mind, sit down with them to fully understand what they’d like to see from their return, brief the team accordingly and prepare a training strategy that will help them get back up to speed.

Utilise their new skills

While every workplace has its unique challenges, the demanding nature of parenthood means that your employee on will have experienced things they never would have in the workplace. Through this new period of their lives, they have actually gained transferrable skills which are too often underutilised by employers. For example, a new parent may have developed their emotional intelligence while they have been away, which can be optimised to successfully diffuse conflicts and manage individuals effectively at work. Another skill they have developed is their time management, as they now have to work efficiently to balance their work and family commitments. Work with your return-to-work parent to ensure these new skills are working for the business as effectively as possible.

Support them through the process

An employee can’t thrive at work without adequate support. There are actions you can take before and after their time away to help them with their transition. For example, ensure a good handover between them and their interim replacement is in place to avoid any hiccups. After a parent has returned to work, it becomes a give-and-take situation between both of you! For example, be transparent that your offered flexibility is dependent on them getting the job done and managing their time effectively. If you create an environment where an employee feels trusted and the communication lines are open, it will go a long way to motivating them to do their best for you.

Practically, you can foster a positive workplace culture for people with young families with the addition of a few initiatives. Implementing ‘bring your children to work’ and ‘keep in touch’ days will allow both parents and children to feel more comfortable with the separation. Schemes like flexible working and returnship options can be a great way to allow your employee to adjust to their new work and family balance. When they are in the office, workshops and buddy programs specifically designed for parents can help when the employee needs support and advice.

Embrace flexible working  

Employees are motivated by the freedom to deliver work on their terms and will consequently produce a standard of work that excels that of a standard nine-to-fiver looking to climb the ladder. It’s been proven time and again that happy workers are the most productive. And its flexibility and empathy from our employer that enables this happiness.

For an employee to feel connected to and motivated by their employer, mutual understanding is critical. This requires the employer to truly empathise with the person – not just the employee – and appreciate the complexity of their lives outside of the workplace, regardless of children. Unfortunately, if this doesn’t happen, the employee will be spurred on to seek out a more ‘caring’ work environment. This is the point when you lose all that accrued intellectual property from your return-to-work parent realise the costs of hiring and training someone new.

True flexible working is much more than a line written into an employment contract. A strategic approach by a business requires a clear, well-coordinated goal driving it forward and ensuring it is part of a broader cultural change, not just a perk. Aligning flexibility to the overall business purpose and objectives will ensure it’s embedded into the company ethos, and thus gets the best possible results.

Tiger has put together a guide to help in improving diversity and inclusion in the workplace.

[1] https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace

[2] https://www.pwc.com/gx/en/about/diversity/iwd/international-womens-day-pwc-time-to-talk-report.pdf

[3] https://www.mckinsey.com/featured-insights/future-of-work/covid-19-and-gender-equality-countering-the-regressive-effects

The post Supporting your working and return-to-work parents appeared first on Tiger Recruitment.

As a private PA, you’re likely to have a demanding schedule as you’re tasked with making a very busy individual’s personal life run as smoothly as possible.

Many PAs can find that they overlook their own wellbeing as they dedicate the very best of themselves to their principal, yet regularly working long days and unsociable hours can begin to take their toll.

It is essential that you take steps to balance your private PA role with your private life so that you maintain your own health and, in turn, dedicate the very best of yourself to your career!

Here are some useful steps you can take:

Learn to say no

Being a personal assistant usually means you have a broad remit and the boundaries of your role are ill-defined, which can occasionally lead to you taking on an unreasonable volume of work.

Try to work with your principal to clearly define your responsibilities so that you are able to say no to tasks that are beyond your remit or are just too much for you to take on alone.

As a compromise, you could discuss whether it is possible to extend a deadline and/or negotiate getting help for a particular project so that you don’t come across as unwilling.

Address the negatives

If there are elements of your day that are particularly stressful, set about addressing them as soon as possible so they don’t taint your perception of your entire job.

See if you can work with your employer to develop new processes that ease the more difficult parts of your job or suggest going on a training course to strengthen your skills in a particular area.

Whatever you do, the sooner you address these points of concern, the quicker you’ll find yourself more confident in your ability to perform your role, which will make you generally happier at work.

Make time for your health

Working a busy schedule and supporting someone else’s lifestyle shouldn’t mean that you forget about your own health.

Maintaining your diet and fitting in regular exercise around your job is essential as it will help you to feel energised, boost your productivity and in the long run make you more resilient.

And remember, rest is essential to get the job done properly, as are regular short breaks during the day.

Don’t forget about your interests

Working in a demanding role can mean that your own interests or hobbies fall to the wayside.

Yet it is very likely that these hobbies have contributed to your character and helped to secure you the role in the first place, because being a private PA is highly dependent upon personality fit.

Failing to indulge in your passions can take a negative toll on your professional motivation and could lead to resentment, so it is essential that you make some time between rest and work to concentrate on the things that matter to you.

Tiger Private is a leading private PA recruitment agency in London. If you’re looking for your next opportunity within a private household or family office, you can register or search for jobs here.

The post Private PAs, here’s how you can maintain your wellbeing at work appeared first on Tiger Recruitment.

When you’re fresh out of university with just a handful of summer placements and a weighty dissertation under your belt, it can sometimes be unclear to know what to include within the content of your CV. Which details would potential employers be interested in? With so little work experience, how can you convince them you’re the right person for the job?

As a graduate with few professional achievements to show off, the format and content of your CV is all the more important. Impressing your future employer with simple details like strong formatting, education and enthusiasm is critical. These are the five steps you can take to help you in your journey to the perfect entry-level role:

1. Write a strong personal statement

Your personal statement should be tailored to the role you’re applying for. This means that each CV should be adjusted and considered against the job description or job advert. While this may seem like overkill and you might be tempted to send out a wave of generic CVs in the hope that one sticks, it will pay to take a more bespoke approach. Your personal statement should sit beneath your personal information, and should answer the following questions: who you are, what you can offer, and what your professional goals are. This is an opportunity to convey your enthusiasm, which counts for a lot at graduate level.

2. Education and work experience

Your education should include the subjects you’ve studied and the grades achieved for your degree, A-levels and GCSEs.

Include the most relevant work experience you’ve completed to-date as well. Noting a 6-week internship in an office environment is important if you’re applying for an office-based role; the hiring manager will want to see this without having to wade through pages of bar work and hospitality jobs.

3. Strong formatting

At a graduate level, your CV should be no longer than one page. Make it clear and concise, so that it’s not difficult to for people to find what they’re looking for. We see a number of CVs from candidates obviously wishing to stand out with floral embellishments or elaborate colour palettes. They do stand out, but for the wrong reasons! Use one typeface throughout and no more than two font sizes. For more detail on our recommended format, click here.

4. Extra-curricular activities

Extra-curricular activities can tell a substantial story to your potential employer about the kind of person you are. Listing your personal interests is also a great conversation-starter in interview and may well mean you can develop a better rapport with your interviewer. If you have been particularly proactive in your extra-curricular activities, you should include the details of your roles and achievements.

5. Referees

If you have been lucky enough to have completed work experience, include the details of your previous employer. If not, a professional mentor or longstanding family friend may suffice. If you don’t feel comfortable including their personal phone number and email address, that’s ok. Just include a simple statement: available upon request. No one will doubt your professional integrity if you wish to notify them ahead of time that someone might be calling.

If you’d like to take part in any CV writing or interview training, get in touch today.

The post Five steps to creating the perfect graduate CV appeared first on Tiger Recruitment.

As a personal assistant, to say you complete a plethora of different tasks would be an understatement. While it may seem overwhelming at times, technology can help to complete some of these tasks quickly and efficiently. From managing diaries to arranging events and transport, embracing new technology can serve to increase productivity and reduce errors. As one of the leading job agencies in London, we’ve put together three technology trends and tools to help you in your day-to-day working life.

Artificial Intelligence (AI)

Certain tasks can be repetitive and time-consuming. By using specific AI technologies, however, you can reduce how much time is spent on these, enabling you to focus on more strategic tasks. Using AI can also help to reduce the risk of human error, such as double-booking meetings or buying plane tickets on the wrong day. Technologies like x.ai, for example, can schedule multiple calendars and coordinate optimal times for meetings for you[1]. The software responds to meeting requests via email and suggests times that suit all participants based on time zones, time between meetings and your principal’s desired meeting time.

In a trend report conducted by Advanced[2] in 2019, 34% of administrative professionals stated that they have some exposure to AI technologies on a daily basis (up from 26% in 2018), thus proving it’s becoming more popular.

Specialised cloud software

Specialised cloud software offers a number of benefits and is generally easy to use, with one benefit being increased flexibility. As a PA with a busy schedule, cloud software allows you to access your files from anywhere in the world.

Cloud software is also better for the environment compared to a paper-based system[3]. Where you may have previously churned through hundreds of sheets of paper a week when reporting, managing expenses or arranging travel, using cloud software can minimise this. This could be using something as simple as Google Drive, or a more specialised system like Workday (finance) or Splunk (IT).

Collaboration software

If you’re in a PA job in London, good communication is essential. You’re required to liaise with a number of different people internally and externally, so using collaborative applications and software could make your job significantly easier. Applications such as Slack[4] allow you to share files and receive responses from colleagues instantly. Individual or group conversations are possible – and everything is searchable in Slack so you can quickly catch up on past conversations.

As you can see from the above list, embracing technology when completing your daily tasks may prove to be extremely beneficial for your overall productivity. It will also free up your time to work on tasks that require a human touch, like managing an office move, or communicating with your principal’s clients.

Written by Beckie Jordan for Advanced

Looking to Hire a PA?

Tiger Recruitment is here to assist. We specialise in matching individuals and businesses with the perfect PA to meet your unique needs. Our team is here to guide you through the process, ensuring you find the right fit for your lifestyle and business. Read our ultimate guide to hiring a PA and get in touch to start the hiring process.

[1] https://x.ai/how-it-works/

[2] https://www.oneadvanced.com/trends-report/

[3] https://www.techrepublic.com/article/going-green-10-ways-to-make-your-office-more-eco-friendly-and-efficient/

[4] https://slack.com/intl/en-gb/

The post The top technology trends for PAs appeared first on Tiger Recruitment.

The role of the receptionist is one that’s often overlooked by candidates as a long-term profession. But with the right company, career-receptionists can enjoy a rewarding and fulfilling career. We meet a number of front office candidates looking to progress into secretarial jobs for example, but it would be worth having a conversation with us about the alternative reception roles we’re advertising. As specialists across both receptionist and PA recruitment in London, and we can confirm that both careers offer vast and wide-ranging opportunities! These are five ways reception roles offer rewarding and long-standing livelihoods:

1. You’ll make friends with everyone

Being on the front desk means you’ll see and speak to everyone, from senior management down. People love nothing more than to get away from their desks and stop by reception to say hello. Your role is the unifying link or common thread across the whole business. You’ll never be out of the loop and will have one eye on all major events occurring across the different business units.

2. You won’t be limited by your job description

Where many role descriptions in a company rarely extend beyond the scope, the receptionist role requires flexibility and an ability to adapt to new situations. You’ll often find yourself working across several different business units, interacting with a number of colleagues and learning about the business from a unique perspective. It also means you act as a central information hub upon which your colleagues will rely heavily.

3. You make a difference

Whether it’s a nervous candidate waiting to be called in for a big interview, or an important client that requires reassurance, you can help to alleviate any concerns from those needing words of encouragement. You are critical to external parties enjoying a positive experience of the business and to the smooth running of the office. Without you, things would very quickly start to crumble!

4. You’re the face of the business

It’s up to you to create a welcoming atmosphere and a positive first impression for all clients and visitors. Your role as brand ambassador is vital; typical responsibilities might include face-to-face meet and greets, screening phone calls or helping with enquiries, setting appointments for your colleagues, and meeting room management. Successful career-receptionists understand the value of good judgement, diplomacy and etiquette.

5. Earning potential

Think receptionists are at the bottom of the salary pile? Think again. Our clients value career-receptionists and as such, reward them with a package commensurate with their skillset and level of experience. While it’s true that some companies might see the receptionist’s role as an initial stepping stone before moving behind the scenes and up the ladder, equally there are businesses requiring a stable and consistent face to represent their front of house – and they will reward you with all the benefits, bonuses and salary you’d hope to earn in a profession you love.

If you’d like to be considered for temporary and permanent opportunities with Tiger, register with us.

The post Five reasons you should consider a career as a receptionist appeared first on Tiger Recruitment.

For the minority that don’t know, Love Island is one of the UK’s most talked-about and loved programmes gracing our televisions this season, with this year’s first episode raking in a record 3.3 million viewers. What most of us won’t contemplate when settling down on the sofa for the umpteenth night, swapping our glass of rose for a hot chocolate, is how Love Island can actually benefit us on a recruitment level. Yes, I said it–Love Island can weirdly but wonderfully be linked to the way we go about finding a new job.

Love Island fans will know there are numerous sayings and quotes that are repeated multiple times by contestants each year. What they won’t have considered is the recruitment lessons behind each one. So, if you’re indulging in this year’s series while searching for that new dream position, enjoy these top tips!

1. ‘100% my type on paper’

When searching for that dream partner, we all have a type. The same goes for your dream job. One size certainly does not fit all and when on the job hunt, we are all looking for something specific and unique. Every company and every jobseeker is different and it is all comes down to fit. With this in mind, your CV should reflect this too. When applying for a new job, you really want to ask yourself: What are they looking for? Does my CV reflect this? Am I their type on paper?

Your CV is a hiring manager’s introduction to you – in order to secure that interview, be their type on paper. As we all know – first impressions count!

2. ‘All eggs in one basket’

When it comes to job searching, take a leaf out of the cast’s book: don’t put all your eggs in one basket. It’s rare that the first job you apply for is the one you end up getting. Don’t be afraid to see what else is out there, in both industry and job role. Moreover, don’t ever say no to an interview opportunity you’re unsure about (unless you’ve already got a job, of course). You’ll either come out pleasantly surprised and thankful you went or comfortably assured that it’s not quite right for you.

3. ‘Grafting’

Hard work pays off! Whether it be with finding a new partner or finding a new job, with hard work come success! Rejection is unfortunately part of the job-hunting process, but don’t let this turn you off – you will get there! There’s a role out there for everyone.

4. ‘I used to be in Blazin’ Squad’

Viewers of series past could have found themselves repeating this phrase in their sleep, considering how much Marcel said it.

When it comes to both your CV and interviews, be sure to not repeat yourself. This will be picked up on quickly and could jeopardise your chances, as it shows you’re not confident in your answers. If you are asked a similar question or feel yourself saying the same thing over and over, take a deep breath and think about a different way of approaching the answer, perhaps using an alternative example. An interviewer is never going to judge you for taking a considered and detailed approach to a problem or question – in fact, it demonstrates that you have the same approach in your working life.

5. ‘I’ve got a text!’

…said no one in an interview ever. Turn your phone off!

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So next time someone scoffs at your Love Island chat, remind them that there’s much to learn from your nightly hangs with Caroline, Ian and co. You never know how it could help you in your search for your dream job!

Tiger can also help you find the perfect match. Get in touch today. 

The post Job-hunting lessons from the Love Island villa appeared first on Tiger Recruitment.

Earlier this year, Tiger Private – our private household staff recruitment division – hosted William Hanson, one of the leading experts in etiquette, at an intimate event for Tiger’s candidates. During the night, he covered a range of topics, including the difference between manners, etiquette and protocol; the perfect handshake; how to meet and greet, and small talk. He left each attendee with a wealth of actionable knowledge, ready to take into their professional and personal lives.

In the final video of a three-part series, William chats our candidates through the etiquette of networking and small talk.

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Are you on the hunt for a new role in the private sector, or needing to hire private staff? Tiger Private has the expertise and resources to help. Get in touch today!

The post Networking and small talk with William Hanson appeared first on Tiger Recruitment.

It has long been known that regular exercise is important for improving physical health, but did you know it can also boost your brain power? A recent study by the Mayo Clinic[1] shows the link between cardiorespiratory fitness and brain health. The study demonstrates that the more you exercise, the greater your ability for oxygen to enter your body, which promotes more grey matter. Essentially, you can increase your memory and perform better mentally when you exercise regularly.

This all confirms what onsite fitness class company, Box Mind[2], has seen happening through their workplace programs for the past two years. Regular exercise at work (or at home if you’re working remotely) also increases team moral, productivity and overall company culture.

Issues relating to stress, injuries, illnesses and employee disengagement in the office are estimated to cost the global economy 10–15% of economic output every year[3]. So, by tackling the problem at the source, you can create real change by investing in the health of your workforce. By encouraging your employees to exercise regularly, you can also help to improve their brain function while working.

The benefits of exercise

When you encourage your employees to exercise, you’ll reap these benefits:

• Enhanced confidence, assertiveness and self-efficacy to help them ask for what they need, make sound decisions and execute tasks with vigour
• Increased positive mood states which drastically affect their daily life and the lives of those around them
• Improved memory, greater perception and less confusion
• Decreased anxiety and depression
• Decreased anger, reduced tension and an improved ability to cope with stress

How much exercise is required to improve?

Harvard Medical School states that participating in physical activity for one hour, twice a week is enough to significantly reduce insulin resistance and cellular inflammation. It also stimulates the release of growth factors, which are chemicals in the brain that affect the health of brain cells and the growth of new blood vessels.

How is this important for your employees?

Teams that communicate clearly have a greater ability to evolve and adapt to new challenges. Adaptable teams are made up of more confident, self-aware individuals who perform to a consistently higher level, which in turn improves team dynamics and profitability. Exercise also improves the mental health of your employees, which will in turn improve their productivity and happiness when working.

Options to encourage employees to exercise

The key thing when encouraging your employees to exercise is proving you’re willing to invest in their physical wellbeing. This could range from offering exercise classes or creating an in-house wellness plan if they work in an office, or offering discounted gym memberships if they work remotely. These solutions can also reduce expenditure in areas like recruitment, team-building and absenteeism in the long term.

If your employees prefer to work out onsite during their lunchbreak, before or after work, Box Mind is an all-encompassing platform offering different classes by expert coaches in order to meet the scheduling and space demands of their clients. They also offer a two week complimentary trial[4], making it a great alternative for employees short on time.

Author: Sara Picken-Brown is a head coach for Box Mind

Tiger Recruitment is a leading secretarial agencies in London.

[1] https://newsnetwork.mayoclinic.org/discussion/keep-exercising-new-study-finds-its-good-for-your-brains-gray-matter/

[2] https://theboxmind.com/

[3] https://globalwellnessinstitute.org/press-room/statistics-and-facts/

[4] https://theboxmind.com/membership/

The post Why exercise is key to boosting brain performance while working appeared first on Tiger Recruitment.

At Tiger, we believe that volunteering offers a fantastic opportunity to give back to the community while giving you a sense of purpose and helping someone in need. Through volunteering, individuals also acquire invaluable transferrable skills for the workplace. Whether it be signing up to a turtle conservation programme abroad or volunteering in your local charity shop, it is important to recognise that your CV is your platform to portray these skills to any future employer when on the job hunt.

Teamwork

Volunteering constantly brings people together and requires you to work collaboratively. Whether it be building or brainstorming, when volunteering you’re all working to accomplish a common goal.  You are constantly required to work as a team with people from different backgrounds as well as those who may have different opinions – two common themes that can occur in the workplace. Considering this, volunteering can provide a solid example of teamwork as well as the ability to compromise and come up with solutions that work for everyone, which are all vital skills on your CV.

Communication

Communication is key when volunteering and a crucial skill to add to your CV. From volunteering, you will have experience communicating with people of different ages, culture and backgrounds. The ability to do so is also an invaluable skill in the workplace that future employers will be looking for. Understanding and adapting to different communication styles whilst conveying your own message is a fantastic skill for your CV gained from volunteering and essential when looking for a PA job or want to work in a private household.

Leadership

Volunteering requires a positive attitude as well as ambition, initiative, organisation and a drive to succeed. All attributes that are applicable to leadership. Adding examples of when you have utilised these leadership skills through volunteering is only going to improve your CV and show a future employer your capabilities and future potential.

Increased compassion

Last but not least, compassion is an important personality trait to portray on your CV as well as essential in volunteering. Compassion results in understanding others, kindness and willingness to help other people which are all invaluable attributes for the workplace. From adding volunteering to your CV, you can provide solid examples of compassion to successfully show any future employer.

Tiger publishes regular insights that aim to help jobseekers in finding their dream role, including other CV tips and tricks!

The post How volunteering can provide skills for your CV appeared first on Tiger Recruitment.

In Maslow’s hierarchy of needs, friendship and belonging ranks as the third most important motivation for humanity, after the physiological (water, food, sleep) and safety (personal, emotional, financial).

Therefore, considering how often we spend at work, it makes complete sense that employees benefit from making meaningful connections with their colleagues. Forming friendships in the office makes the working day much more enjoyable and offers perks that transcend the workplace.

In celebration of International Friendship Day on July 30, we’ve rounded up the reasons you should invest time in getting to know your co-workers. How will you celebrate?

Looking for a new role with a friendly team? Tiger can help – get in touch today!

The post Why you should be making friends at work appeared first on Tiger Recruitment.

From the outside, temping in London can appear to be a daunting experience. However, with advantages galore, it’s definitely a viable option for those starting out in the industry, in between jobs, or looking for a more flexible lifestyle.

We sat down with Ruth, one of our longstanding temps, to get the inside scoop on temping – why she chose to temp, what advantages she’s found and how she prepares for each assignment.

1. Can you provide a brief overview of your professional journey since leaving high school? How did you end up temping?

After leaving sixth form, I went to drama school, where the classes are really intense – and 40 hours a week! On the weekend, I continued to work on my craft (while also trying to recover!), so there was
no opportunity to take on paid work. After graduating, I worked in fashion retail between acting jobs and was very lucky to have incredibly supportive managers who let me work around auditions and performing – but it also gave me quite an unhealthy obsession with designer handbags! At the end of 2015 I was finishing a show with a particularly gruelling schedule and had three jobs booked for the next year, so I knew that my time in retail wasn’t going to be convenient for much longer. I was introduced to the idea of office temping through my boyfriend who works contracts in film and TV. He had a really positive experience with Tiger, so I wrote to his consultant Rosanna and never looked back!

2. Do you have any specialisms within business support temping?

Having lots of customer service experience through retail, I feel naturally drawn to front of house roles.

3. What are the advantages of temping for you?

It’s definitely flexibility. I often get offered permanent jobs on placements and I decline every time because you can’t put a price on how valuable it is to be flexible. When an audition comes in from my agent it can be very short notice so preparing can be a very stressful experience. When you add the angst of feeling that you are letting people down, it’s not a good spot to be in!
. In my profession, it’s also a good way to meet other actors – I have made some great connections through temp jobs.

4. How do you approach and prepare for a new temping assignment? Do you do any research, or have any rituals before starting?

Tiger is really good at sending through a detailed brief with the company website and contact information for who will be meeting you, so I always look forward to receiving that. Planning my journey is the second task and if I’ve not been to the area before, I check out where will be good to eat that day – you never know what office kitchen you’re going to be dealt so I always buy out on my first day at a new place.

5. As with every new workplace, learning about a company’s processes and procedures can take a while! Is there anything you do to make the transition as smooth as possible?

Don’t put pressure on yourself! It’s important to understand that it can take time and nobody is expecting you to walk in knowing their specific procedures – just have an open mind, a positive attitude and take notes. Don’t be afraid to ask as many questions as you need to! My main advice would be to just get stuck in straight away. Something all temps on reception seem to agree on is the relief of taking ‘the first phone call’; once that’s been dealt with, you feel ready to conquer the world.

6. Are there any skills that you have found particularly helpful when temping?

Most definitely. I’d say the most important is efficiency – if someone gives you a task, do it straight away. The sooner it’s done then it’s another thing you know how to do and it’s out of the way. Communication is also essential – it’s always better to have passed on too much information than not enough. If you already have computer skills then, of course, these are really handy but don’t fret if you don’t – I learnt most of mine on jobs just exploring different computer systems and getting to grips with different software.

7. Are there any challenges in temping?

Each placement has its own challenges, but it’s nothing that can’t be overcome. It makes sense that the more placements you do, the more at ease you feel with new challenges. In the wider picture, it can be difficult to juggle pursuing your main profession whilst committing to temp placements, but with organisation and perseverance with a new routine, it is possible to keep shaping your career whilst paying the bills!

8. In your opinion, what are the most important attributes of a temp?

Confidence, flexibility and positivity.

9. Do you have any advice for those looking to temp?

Don’t expect the agency to know your diary. There are a lot of people looking for work and you want your phone to be the one that rings, so it’s up to you to make sure they know you’re available. Oh, and keep your phone handy!

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Interested in temping? Tiger has plenty of temporary opportunities on offer. Get in touch today.

The post Live the life you love with temping: A candidate’s experience appeared first on Tiger Recruitment.

Having a private chef job is a dream role for many – you can create extravagant menus for glamourous parties and cook exciting bespoke meals for the rich and famous. We chatted to one of our fantastic candidates, Jessⁱ, about what it’s like to be a freelance or temporary private chef. From preparing a fish n’ chips lunch for the chopper, to navigating her way around an ancient cooker, she never knows what‘s in store for the day.

8am: I start my day by taking my son to school. Wherever possible, I like us to spend time together in the morning and have a nice breakfast before I go off to work. I’m working for a famous artist today (who is one of my regular clients) and I’m cooking lunch for him and his family. Prep for the day would have started many weeks ago as I need time to write a menu and a shopping list and send that off to the office manager, who will pass it up the chain to the client.

8.30am: I head to the market to pick up the meat, fruit and veg from the local farm shop. It’s really important for me to use local suppliers for these elements of the dish, and I know the housekeeper would have already done the main shop for the meal.

10am: I arrive at the house to find the lovely housekeeper has put out all my ingredients, set up my board and arranged an apron and tea towels. She prepares a coffee for me and we have a good ol’ catch up while I write out a plan of action, so I don’t forget anything through the process.

10.30am: I start prepping and, because I’m catering for multiple dietary requirements with a limited amount of time, I need to take extra care to plan every element of the dishes so nothing will be under or overcooked. Today I’ve planned a pea soup entrée; a pan-fried sea bass and vegan aubergine and chickpea stew main; and brownies with ice cream for dessert.

12pm: I’ve been cooking everything to perfect timing, but disaster strikes – the clients are late. This is a typical problem I face in the kitchen all the time, but it’s a crisis when it happens just as everything is about to be ready. I pause cooking and wait for a call from the client that they’ve left their location.

2pm: I’ve only just gotten the call from the client to tell me that they’re a few minutes away and absolutely starving, so they’ll need the food on the table when they arrive. It’s a little frustrating because after waiting around for a few hours I now have to rush like crazy to get it all hot and ready to go. To work as a private chef, you need to be able to think on your feet, exemplified as my meticulously planned three-course lunch is transformed into one course with pudding to go.

3pm: After the client has eaten, I pack everything down and help clear up. I always help with washing up at this house because the housekeeper always does everything she can to help me with my job. The leftovers are gratefully received by the studio assistants, and we have an unofficial debrief on the day’s events.

4pm: I finish in time to pick up my son from childcare and head home to make our own supper (which is usually quite boring when I’ve cooked a big fancy lunch!).

6pm: I use my downtime to swim or run outside after a busy day. Being out in nature in the fresh air is the perfect antidote to the day’s stresses.

7.30pm: I usually like to treat myself to a long hot bath and head to bed early so I can prep for the next day! The most exciting thing about being freelance is that you never know what you’re going to walk in to – there could be very few utensils, lots of dogs and guests in the kitchen, or double the amount of guests than planned, so it’s best to be prepared!

If you’re looking for a private household job or would like to enquire about employing a private chef, contact Tiger Private at our West End Office.

[ⁱ.] All real names have been withheld

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