When contemplating a career move, aspiring to a more senior position represents not only an opportunity for professional growth but also a substantive increase in responsibility and accountability. The decision to pursue a higher-level role requires careful evaluation of your capabilities and career objectives.

Evaluating your capability for advancement

A higher-level position typically entails expanded responsibilities, which may include overseeing teams, managing complex projects and making critical business decisions. Before pursuing such a role, reflect on your comfort with accountability, decision-making and leadership. Consider whether your experience has sufficiently prepared you to guide others effectively or whether further skill development, mentorship or exposure to complex initiatives would strengthen your readiness.

To assess suitability, review your current contributions and achievements. Identify experiences that demonstrate leadership, cross-functional collaboration and stakeholder management. For example:

• Leading projects that span multiple teams or departments
• Mentoring or developing junior colleagues
• Successfully navigating organisational change or complexity

Understanding the scope of responsibility

Prior to committing to a new role, ensure clarity on the scope and expectations. Senior roles often involve:

• Managing larger or more diverse teams
• Handling complex, multi-stakeholder projects
• Navigating higher levels of accountability to the business or board

Engage hiring managers in a dialogue to understand success metrics, performance evaluation cadence and leadership expectations. Some questions might include:

• How is success defined in the first six to twelve months?
• How is performance measured, and how frequently is it reviewed?
• What leadership style does my manager employ?

Evaluating the total impact, beyond compensation

While remuneration is an important consideration, it should not be the sole driver of a career move. According to Tiger Recruitment’s recent salary and benefits survey, 12% of Swiss professionals left roles due to burnout.

Senior positions frequently come with elevated expectations, longer hours, and increased pressure. A higher salary may be insufficient compensation if it conflicts with your values, work-life balance, or engagement with meaningful work.

Strategic decision-making

Ultimately, deciding to pursue a senior role should balance capability, opportunity and fit. Consider:

• Are you equipped to manage increased responsibility effectively?
• Could additional experience or mentoring enhance your readiness?
• Does the organisation recognise your potential and support your development?
• Does the role align with your long-term career trajectory?

A deliberate and strategic approach to career advancement increases the likelihood of a successful and fulfilling transition, ensuring that your progression enhances both professional impact and personal satisfaction.

The post Assessing your readiness for a senior role appeared first on Tiger Recruitment.

For years, jobseekers have been advised that sending a post-interview thank-you note is essential, a sign of professionalism that can tip the scales in their favour. But in today’s hiring market, that advice isn’t one-size-fits-all. Depending on your level of seniority, the role you’re applying for, and even the company, a thank-you note might not always be appropriate.

So, before you hit “send”, it’s worth pausing to consider whether you should follow up with your potential new employer post-interview.

When a Thank-You Note Adds Value

If you’re interviewing for a business support role, such as a PA, or a client-facing role, a brief, thoughtful thank-you note can solidify professionalism and good communication. These are skills important to the role that you’re interviewing for, which help to further solidify your fit. It shows that you value the interviewer’s time, and it can leave a positive impression.

As Rebecca Siciliano, Tiger Recruitment’s Managing Director, says, “It’s definitely a good thing to do. I’d recommend it 100% of the time if you’ve applied directly to a role and have the contact details of the scheduler. It’s an opportunity to reiterate any responses you feel you could have addressed better in the interview, and it shows genuine interest.”

You could use the thank-you note to briefly highlight why the position excites you, or to reflect on a topic discussed that aligns with your experience. These small touches often complement other strong interview techniques that demonstrate professionalism and enthusiasm. This can be particularly effective in competitive hiring processes, where small details can distinguish one strong candidate from another. A thank-you email sent within 24 hours keeps you fresh in the interviewer’s memory and shows that you are proactive, engaged and genuinely interested in the role.

When It Might Not Be Necessary

If you’re interviewing for a role at a senior or executive level, a thank-you note is unlikely to influence the hiring decision. At this level, interviews are focused on strategic alignment, leadership capability, and long-term value, rather than etiquette or follow-up gestures.

It may also be inappropriate to reach out directly. For example, if your interview process is being managed entirely through a recruiter, it’s best to let them handle any communication. Contacting the hiring manager directly can appear as though you’re bypassing established channels or disregarding the process. Similarly, avoid the temptation to reach out on LinkedIn.

As Angela Lopes, Director and Head of the City Office, says, “I don’t think candidates should reach out to hiring managers unless they have shared their contact details and invited them to do so. Otherwise, it can create an awkward situation if the positive feedback isn’t mutual.”

Additionally, if you’re not working with a recruiter and the company has made it clear that the next steps will be taken through HR or your recruitment consultant, it’s advisable to hold off on sending a message directly without speaking to your direct contact first.

Ask Your Recruiter First

Every company and hiring process has different expectations. That’s why your recruiter is your best guide. They work very closely with the hiring manager and understand their preferences. They can advise whether a thank-you note is appropriate, when to send it and what tone to take.

In some cases, your recruiter may even offer to pass along your appreciation directly, which can be a more suitable approach for some employers or senior-level positions.

Summary

Ultimately, there’s no universal rule. A thank-you note should never feel like a box-ticking exercise, but rather a genuine continuation of professional conversation.

If it adds value, it’s worth considering. But if it risks coming across as forced, it may be better to hold back. When in doubt, ask your recruiter; they’ll know the best approach for each situation.

The post Should You Send a Post-Interview Thank-You Note? appeared first on Tiger Recruitment.

Looking for a new job is a job within itself. For any of you who struggle to balance job hunting with your current working life, here are some tricks to help you manage your search time more efficiently and effectively.

1. Identify the recruitment agencies that will most likely be able to help. Agencies do tend to specialise in a particular industry sector. Register yourself with a selective range of agencies who you know can suggest positions that fit your requirements. The best way to do this is to follow the roles advertised on the agency websites.

2. With digital technology advancing, gone are the days of traipsing through hundreds of newspaper job advertisements. Utilise the array of job boards and apply for those positions that interest you most.

3. Tiger Recruitment advertises roles on Facebook, Twitter and LinkedIn. By liking or following these pages, you can receive updates on positions we are currently recruiting for.

4. Make sure you have your admin well-organised prior to your search. A prepared, up-to-date CV that can be easily tweaked if necessary will benefit you hugely. It’s is a good idea to keep a spreadsheet of the roles you have applied for and the agency name/contact for reference.

5. Before you start interviewing, identify an outfit that you can wear to most interviews. This way, it will remove the stress of deciding what to wear and ensure you can present relaxed and comfortable.

6. Being proactive is the most important thing when job searching. Put yourself out there – you never know if you don’t try!

The post The job of job hunting – Helping you manage your job search appeared first on Tiger Recruitment.

Automation continues to pervade our everyday lives, with Amazon’s Alexa, Apple’s Siri and a multitude of chatbots now commonplace. As this technology continues to rise in popularity, it’s being adopted in the professional space, with everyone from factory workers to CEOs recognising its potential.

As a PA, you may be having visions of those chirpy AI assistants taking over your role, but fear not – there are plenty of benefits of automation for personal assistants! Here are five ways to take advantage of the technology and start automating processes at work.

1. Inbox management

There are plenty of tools for PAs out there that can filter through inboxes, categorising emails into different folders and marking them in terms of importance. If needed, they can also send receipts straight to your nominated accounting software, forward tasks straight to to-do lists and even delete unneeded communications. When handling multiple inboxes, it can make maintaining emails easier than ever. Check out these top services:

• Clean Email
• Mailbird
• Boomerang

2. Multi-tasking

Smart browser extensions can coordinate your many different apps and programmes, reducing the need for repetitive tasks, and opening up the workflow from one application to another. For example, you could send an important PowerPoint or Excel document in an email, and the attachment will be automatically saved to Dropbox. Project management apps can also be linked – Evernote can be connected to Trello or a Google calendar, meaning there’s no need to repeat notes. Streamline your workflow with these recommendations:

• Zapier
• If This Then That
• Workato

3. Diary management

There are some things that only a human PA or EA can do when it comes to scheduling, but rote tasks such as organising meetings can be offloaded to an automation app.. These programmes can find the next available spot in your Principal’s calendar by CC-ing them into an email. Most of these bots are also programmed to learn from each experience, meaning that any pre-sets are carried onto the next interaction. Our favourites are:

• Calendly
• Fantastical
• Google Calendar

4. Travel booking

Forget liaising with a travel agent or spending hours on the multiple airline apps to find a spare business class seat – travel booking tools will do your organizing for you, leaving more time for other human-centric tasks. With the potential for personalised results, automatically generated itineraries and a concierge service, they take care of every element for both personal and business travel. Take the stress out of travelling with these apps:

• TravelPerk
• TripIt
• TripActions

5. Minute-taking

Minute-taking may be one of the regular tasks for PAs and EAs, but if the tech world has anything to do with it, it won’t be for much longer. Several apps now exist to automate the entire process, dialling in like a human participant and using speech-to-text technology to take accurate notes. They can also email a copy after the meeting and highlight any actions discussed, ensuring each meeting is of use. Our top picks are:

• Beenote
• Otter.ai
• Sembly

We know that the true value of PAs and executive assistants stems from their soft skills such as empathy, negotiation, diplomacy and personal touch. Automating repetitive and administrative tasks, as part of your role, will ultimately allow those soft skills to shine so that you can take the next step in your career.

Looking for a new PA job or seeking further training? Tiger can help – register today to start your job search!

The post PAs, are you up to speed on the benefits of automation? appeared first on Tiger Recruitment.

As virtual jobs continue to rise in popularity, thanks to new technology and flexible working setups, more and more people in personal assistant jobs are becoming a virtual assistant. With added flexibility and convenience, it has become a fantastic option for those looking to even out their work-life balance.

However, the transition to a virtual assistant role requires plenty of forethought and preparation – it’s not just a case of dropping everything on Friday and starting up on Monday. So if you’re interested in how to become a virtual assistant, look no further than the following tips:

Plan ahead

Becoming a virtual assistant won’t happen overnight. It’s worth putting a plan in place as early as possible. Because you’ll likely be setting up as a freelancer, you need to treat the endeavour as a business, setting targets for business development, pitches and completed work. You can even create a path plan, identifying milestones and the skills and experience needed to reach them.

Network

When starting out, it’s all about who you know. Start networking with decision makers, calling on old acquaintances and connections to build a database of potential clients. One of the best ways to find potential clients and useful contacts is via LinkedIn, so spend time learning how to use LinkedIn effectively.

Another fruitful avenue for networking is with fellow ‘digital nomads’ working remotely. These could be other virtual assistants, or freelancers in other fields who may nonetheless have good advice and connections. Your best chance to meet these peers (and to have a break from the home office!) is in co-working spaces.

Get online

As part of becoming a virtual assistant, it’s imperative to make sure your online presence represents your brand as well as possible. These days, setting up an impressive and professional-looking website is very simple through services like WordPress and Squarespace. Having an easy-to-find online space with up-to-date contact details and information about your services will be one of the biggest drivers of new business. You should likewise treat your LinkedIn profile as a shop window, ensuring it reflects your achievements, services, and career aspirations.

Research

Do your research before engaging any clients. Know what the industry standard pay rate is, what normal turnover rates are and the average weekly hours. This will protect you from being taken advantage of, but it also shows prospective clients your depth of knowledge in your field.

At the same time you should learn all you can about businesses or clients you’re approaching. Show them from the start that you have an understanding of their work, their industry, and what would be required of you. This will certainly pique the interest of target clients.

Invest

Make sure you have all the equipment ready to go. This includes a fast computer and internet connection, microphone, headphones and, of course, a quiet space to work. For help setting up your own personal den of productivity, check out our guide to creating a home workspace.

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The move from PA to VA is a natural one in the increasingly online world, but it’s not always obvious how to become a virtual assistant. If you keep these principles in mind you’ll have a much greater chance of success as you head off in this exciting new direction!

Looking for a virtual role, or in need of a VA? Tiger can help – get in touch today.

The post From PA to VA: How to become a virtual assistant appeared first on Tiger Recruitment.

Why asking your interviewer questions is important

Interviews can often be a dreaded part of the recruitment process. Regardless of whether they’re a panel interview, video interview or phone interview however, they’re integral to your understanding of the PA job and the prospective employer. And, asking your interviewer well-researched and considered questions presents an opportunity to emphasise your enthusiasm for the open vacancy.

It’s likely that a well-prepped interviewer will set out the agenda for the meeting at the beginning, advising whether they’d welcome questions throughout the interview or at the end (be aware, there may be interviewers who are ill-prepared!). If this isn’t mentioned, however, we generally advise to try and keep the conversation as two-way as possible.

Every question you ask the employer affords you an opportunity to highlight your own skills too! By framing your questions appropriately, you can convey your strengths and examples of previous performance in an interactive and proactive way. For example, when asking about process improvement, you could say, “At my last organisation, I set up a committee for all the Pas to meet once a month so that we could share tips and improve processes. Do you have anything similar in place here?”.

How long does a PA interview last?

A typical PA interview will last about an hour and we would normally expect you to have seen a copy of the full job description beforehand.  There will usually be two or three stages to a PA interview process – but we have seen this take a lot longer depending on the company and seniority of the position.

Example questions PAs can ask their employer in interview

1. How many PAs are working in the company at the moment and how do you allocate executives to PAs?

This question will help you to better understand the make-up of the PA team, as well as how the management team view the business support function. Do they recognise its importance or do they, for the most part, try to push senior execs to do the admin for themselves? It might also shed some light on your support network once you’re working for the company (moral and professional!).

2. What are the key goals you’d like to see me achieving in the first three months?

Having a better understanding of the key objectives will give you better clarity around what is important to them. It might be that they want you to focus on getting your head around the different time zones you’ll be working with, in which case you’ll know that that’s the key priority.

3. Can you tell me more about the personalities of the people I’d be assisting?

As you know, personal assistant jobs are so much more than what’s listed in the job description. Having a better understanding of their personalities is likely to give you a better insight into whether or not you’d be comfortable working for them. If the fit doesn’t feel right, you might need to weigh up the pros and cons of the other aspects of the role.

4. What traits do the most successful PAs in the company have?

Having a greater insight into the other PAs’ perceived successes affords you a glimpse of what they deem to be positive. If you’re very lucky, their successes will be things that you already do and know back-to-front!

5. What technology do the PAs and EAs typically use in the company?

This will give you a better understanding of any knowledge gaps you might have, or an opportunity to let them know you have experience in what they’re using! Knowing their use of tech also gives you a sneak peek into how innovative the business is, in that regard.

6. Aside from the people I’m supporting as a PA, who will be my main stakeholders?

Some PAs only spend a few minutes each day with their executives. Knowing who else you spend time with will play an important part in your enjoyment of the position!

7. What do you feel are the main challenges of this PA opportunity?

Having an understanding of the perceived challenges affords you greater insight into the obstacles you might need to overcome. This will hopefully give you an opportunity to get a fuller understanding of the cons as well as the pros.

8. Tell me about your working style and how you like to work with your PA?

This question is obviously directed towards the executive you’d be supporting, rather than an HR representative. Having a sense of their preferred working style gives an awareness of how closely you’ll be working together, how involved you’ll be with their projects and the day-to-day detail of their requirements.

9. Will I have access to your inbox and will I be responding to emails on your behalf?

Email management has the potential to take a significant chunk of time in a personal assistant’s job. Depending on whether this is something you enjoy, it’s always best to know ahead of time if this is something you’ll be doing.

10. Are there any additional areas of responsibility that I can take on, such as committee work or events management, in other areas of the business?

This question should be phrased carefully, to ensure that there are no misconceptions about your enthusiasm for the role at hand. That said, asking about ways you can add value elsewhere in the business will be well-received in the right context.

11. Do you have any initiatives in place to train and develop your PAs?

The question on many PAs’ minds, when interviewing, surrounds career progression and learning and development (L&D) opportunities. Does the company support advancement and how will they support your professional growth? Instead of asking specifically about career progression before you’ve secured the role, knowing how they structure their L&D will give you a glimpse of the ways in which they can support your growth.

12. Do any events or forums exist for PAs within the business in which they can come together and share ideas?

This demonstrates a consideration of bigger-picture continuous improvement and an ability to look outside of your own role. The advantages of collaboration and team building are also significant.

If you’ve not already submitted your CV, you can do so here.

The post Personal assistants, ask the employer these questions in your next interview appeared first on Tiger Recruitment.

Five key PA duties explained

If you’re considering a move into a personal assistant job, you’ve come to the right place. Tiger has specialised in securing jobseekers their dream PA role for over two decades, so our understanding of the position is second to none.

PA roles and responsibilities have been highly valued across a number of industries for decades. The future of the PA role may always be evolving along with the many changes in technology and work culture but, at its core, the position remains the same: ensuring the Principal you’re assisting has everything they need to perform at their best. So, how does a personal assistant go about achieving that?

The gatekeeper

The amount of incoming calls and emails they receive will depend on the seniority of your Principal but, regardless, answering these will play a significant role in your PA duties. You will be tasked with filtering out unnecessary distractions and prioritising enquiries for your Principal to respond to. So, you’ll need excellent verbal and written communication, as well as relationship-management skills when in regular contact with clients and other business partners.

The diary manager

Senior-level staff can jump from meeting to meeting, office to office throughout the day, so naturally it can be difficult for them to remember their schedule. They’ll rely on you as a PA to manage their diary: booking meetings, phone calls, lunches and more, but also ensuring that they have enough downtime to travel or attend to personal tasks.

The travel booker

Management and executive-level staff will often be required to travel nationally or internationally for meetings and conferences. As their PA, it will be your responsibility to arrange everything surrounding these trips including visas, taxis, flights, hotels, meeting rooms and restaurants. Writing a well-planned travel itinerary, as well as the ability to respond quickly and effectively to cancellations, schedule changes and other issues, will make you an invaluable assistant.

The expense manager

Hand-in-hand with arranging travel and accommodation is dealing with expenses. You’ll be entrusted to ensure all bills are correct and paid for on time, and keep an up to date log of these and all other business expenses related to your executive. It’s thus crucial that you have a good head for numbers.

The MS Office wizard

Your manager/executive will regularly be moving between meetings covering different subjects. They may even be giving presentations. A personal assistant will help ease the transition by preparing notes, reports, PowerPoints and other documents for their Principal ahead of time. The best PAs are skilled with a variety of software useful to this task, such as Microsoft Office suite. If you lack confidence in these programmes, there are many online courses you can take to get up to speed.

There are many more ad-hoc tasks you’ll be required to undertake as a PA and, alongside mastering these daily PA roles and responsibilities, the most important challenge of a personal assistant job is to learn the preferred working style, rhythms, and quirks of your manager. If you can click with them and march to the same beat, you’ll be able to anticipate potential problems and distractions ahead and clear them from the path, keeping everything running smoothly.

If you’re ready to take the next step and apply for PA roles, submit your details today. And be sure to read our tips for PA interviews to prepare yourself!

The post What does a Personal Assistant do? 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 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 a PA 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.

After searching far and wide, you’ve found the ideal personal assistant job to apply for. You have the traits required of a great PA, and you’ve made sure they’re all listed clearly your CV. But before you hit that apply button, there’s one more area that needs close attention if you want to stand out to the hiring manager: the personal statement.

Writing an effective personal statement on your CV can have a substantial impact on your job hunt and the success of your application. It will sum up why you’re the perfect fit for the role, and encourage the employer to read on and see the proof. But it’s not always easy to write.

To help you in this process, we’ve put together a list of tips to give you clarity and confidence when writing the best possible personal statement on your CV.

What do you write in a CV personal statement?

On your CV, the personal statement provides a brief overview to the hiring managers of your character, your ambitions, and what you can offer.

In the case of a personal assistant role, it should of course highlight your relevant skills, experience, and the sectors you’ve specifically worked in. But you should also pay special attention to the personality traits that are so crucial to this role.

Below, you’ll find some more specific guidelines to make a great first impression with your CV summary.

Keep it concise

Your CV personal statement should be brief and to-the-point — ideally three to four lines long. The hiring manager will be interested in learning more about you, but they won’t have time to read a whole biography. Keep it punchy and relevant, and therefore effective.

Focus on readability

Don’t get too creative with your vocabulary — keep it simple!

In an effort to sound different or knowledgeable by using very sophisticated words, the risk is that your personal statement will be hard to read. The tone should be professional, but when it comes to the choice of words, sometimes less is more.

Don’t forget to dot the i’s and cross the t’s

You’ll be surprised at how easy it is to make grammar mistakes when writing a personal statement on a CV.  When the goal is to keep it concise and simple, you may feel there’s no need for a grammar check, but it’s always best practice to proof-read. It might also be worth using a tool like Grammarly for extra help.

In conclusion

The goal of your personal statement, when applying for a PA role, is to spark the interviewer’s interest in those first few lines. If you can grab their attention early, they will be more likely to read your full CV and offer you an initial interview. Focusing on the above points will go a long towards achieving this.

Are you not registered with us yet? Submit your details here and let us help you find the perfect personal assistant role!

The post How to write a personal assistant CV profile appeared first on Tiger Recruitment.

Are you looking to kick-start a career as a personal assistant? Do you have the perfect skillset for this challenging role, but can’t quite put it into words?

We’ve all been there – it can be tricky to write about yourself in a way that shows off your best qualities. That’s why we’ve put together an ideal PA CV example and tips to help get you on the right track.

Of course, no two CVs will ever be the same. The trick to a great personal assistant CV is to take all your achievements and experience, before tailoring to highlight those most relevant to the job at hand.

What should a personal assistant CV include?

A PA’s CV should include a profile (or bio), personal details, your skills, employment history, achievements, education and interests. Your personal details, employment history, and education will always need to remain untouched, so let’s look at the areas you can use to your advantage.

Profile – the elevator pitch

The profile section of your CV is where you can really sell yourself for the specific job at hand. And just like any great sales pitch, it should be brief, compelling and to-the-point.

It’s an opportunity to shine a light on the most impressive, relevant points from elsewhere in your experience, as well as flaunt your passion for the role.

In our personal assistant CV example, the aspiring jobseeker has noted their skills, desirable traits, and motivation for seeking a PA role.

Skills – the test drive

The hiring manager will want to see that your abilities are up to scratch for the job – to kick the tyres as it were. So, you’ll need to demonstrate you have all the bells and whistles they want.

While you mustn’t change the job titles or dates in your employment history, you certainly should cherry-pick the most relevant duties those jobs entailed, and the skills they taught you.

These are known as ‘transferable skills’, and you’ll have many more than you might suspect! Our example jobseeker’s previous role as a waitress taught them to be calm under pressure, as well as the importance of timely service. Another role as an office administrator involved proofreading and travel booking, while another lists expenses management – those all sound like classic PA skills to us!

Achievements – the proof

Alongside your employment history and key responsibilities, you should list your achievements in the roles. Why? These demonstrate exactly what you contributed to your previous employer and how it benefited them. Keeping your achievements concise and to-the-point will allow your future employer to quickly envision how you might also add value to their business.

Interests – the charm

It may seem like a minor section of a CV, but writing about your interests is the most powerful way to get across your personality. The clue is in the job title, Personal Assistant – you’ll need to show why you’ll click with your principal!

You can be especially selective here, depending on the business or individual you’re applying to work with. Think about aspects of your hobbies and passions that further highlight your suitability for the role.

Our example personal assistant CV talks about taking part in football tournaments since childhood. You can frame this as being a natural team-player, with the dedication to stick at it for the long haul. Likewise, a love of travelling may not seem relevant, but didn’t that require a knack for planning, preparation, flight and accommodation booking? All music to the ears of a PA hiring manager!

By applying these tips, you can turn a stale, uninformative CV into one that hits all the important points, and does so in your own unique voice. This will immediately help you stand out from the competition, especially in such a personality-focused role as a PA.

Download PDF here:

Tiger Recruitment – Personal Assistant CV template (CH)

Ready to put that freshly polished CV to work? Apply for PA roles on our jobs board now!

The post Writing a personal assistant CV appeared first on Tiger Recruitment.

Personal assistants may be known for their resourcefulness and can-do attitude, but even the best rely on a little help from smart tech to boost their productivity. These online services are becoming more and more vital with the rise of remote-working PAs and EAs.

In this list, we’ve highlighted the top software and apps designed to complement the most common personal assistant duties, including:

• Diary management
• Project management
• Travel & accommodation
• Expenses
• Comms

All the personal assistant resources listed below have desktop and smartphone versions, can be integrated with other apps and, best of all, have a free tier! So, what are the best PA and virtual assistant tools?

Diary management: Calendly

A big part of the personal assistant role is keeping on top of the manager’s diary. With new client appointments, team meetings and event invitations coming in from multiple platforms every day, a coordinating tool like Calendly is indispensable. It can integrate all online calendars into one place, and allow contacts to view a manager’s availability and book in a meeting – all without the long emails back and forth.

• Top tip: Include a link to Calendly in your email signature to make it even easier for contacts to secure a free slot.

Tidying up the to do list: Trello

Trello is hugely popular across industries and professions, and for good reason. It’s a customisable, easy-to-use, shareable task manager that helps teams work seamlessly together. PAs can organise theirs and their manager’s day-to-day tasks in a simple, visual style that will help to prioritise work, separate different projects, and set deadlines.

• Top tip: Are you currently using spreadsheets to create project plans and to do lists? Trello lets you convert these into its card-based system simply by copying and pasting it in.

Travel itinerary: TravelPerk

Booking and managing travel and accommodation can be a messy business. Shopping around for the best airline and hotel deals often means you end up juggling emails from different travel companies for every leg of a business trip. Enter TravelPerk: a one-stop shop for plane, train and hotel bookings! Personal assistants can view all tickets, amendments, and cancellations on their desktop or mobile, making one of the most stressful aspects of the role manageable.

• Top tip: For B Corp certified companies like Tiger, sustainable travel is a must. Use GreenPerk to not only offset your carbon footprint, but make meaningful contributions to environmental projects around the world.

Balancing the books: Expensify

With Expensify, PAs can create automatic expense reports, input physical receipts via photos, and even sync with apps like TravelPerk to import digital receipts. Cutting out tricky manual inputting makes this a real time-saver.

• Top tip: The optional Expensify Card can be used as a replacement for company credit cards, with customisable spending limits and smart fraud protection.

Flawless writing: Grammarly

Corresponding with clients and other senior partners on behalf of their manager is a significant responsibility for a PA. They will need excellent writing skills and an understanding of tone of voice. Grammarly is the perfect tool to help with this. Not only does it catch any grammatical errors that could reflect badly on the manager, but it will also suggest revisions to the writing to make it clearer, more concise, and appropriate to different audiences.

• Top tip: Use the ‘tone detector’ to choose between formal, neutral, and informal tones of voice – because we all let our emotions slip into our writing sometimes!

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With these tools in their arsenal, a PA will free up hours of time spent on admin, and in turn help their manager be more productive.

If you’re a PA starting to use these tools, don’t forget to add them to your CV! Refer to our personal assistant CV template for extra tips on getting ahead of the pack.

If you are looking to hire a personal assistant, read our guide to hiring a PA and get in touch with your requirements.

The post Five Essential Personal Assistant Tools appeared first on Tiger Recruitment.

When it comes to understanding how to be a good PA, it’s one thing learning about the tasks of a personal assistant, but it you want to thrive in the role, you’ll need a firm grasp of the top PA skills that support those tasks.

These range from administrative to time-management and interpersonal skills. Assessing yourself against these most desired abilities will help you build an honest picture of your prospects, and pinpoint where you can improve to boost your chances of securing your dream PA job.

So, what makes a good PA? The best personal assistants possess a balance of hard and soft skills that allow them to handle the admin side of the job and, as the name suggests, the personal side. Let’s look at what these personal assistant skills are.

Organisation and timekeeping

The first skill that will see you sink or swim as a PA is your ability to multitask. Staying on top of your workload is a must for any job, but because the daily duties of a PA are so varied and often at the mercy of other people’s schedules, you’ll need to have a knack for organising, prioritising, and sticking to deadlines. We recommend getting to know the many useful apps and tools for PAs that will help you manage multiple projects and calendars.

Clear communication

A personal assistant must filter out the barrage of noise coming their manager’s way, and pick out only the most pertinent points to feed through to them. The manager will want quick and concise updates that they can then make a decision on, so learning to ‘cut to the chase’ when speaking or writing should be a priority for a PA.

Attention to detail

Having a good eye and memory for small but important details is a superpower of personal assistants. Working at a fast pace on a mix of tasks means crucial information is always at risk of being lost, be it data for a report, flight times, or a top client’s email address, so as a PA you’ll need to stay vigilant at all times. Honing this skill takes time and focus, but it pays dividends.

Tech-savvy

While a PA won’t need to be a tech guru to do their job effectively, general computer and software fluency is essential. Programmes like Excel, Word, and PowerPoint will be a permanent fixture on your desktop for tasks like expenses, comms and presentations, while businesses will also expect you to be able to pick up their internal systems quickly.

Be a people person

The number one soft skill for the role of PA is your sociability. Not everyone has the people skills needed to succeed as a personal assistant, but we’re betting part of the reason you were drawn to the position is because you love helping and working with others! As the first point of contact for your manager, you’ll occasionally deal with frustrated or angry colleagues and clients, not to mention the manager themselves. So, the best PAs have a thick skin, calm temperament, and the ability to connect with all sorts of personalities, ensuring even the trickiest situations can be resolved.

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If you’re planning to apply for a PA job, being able to demonstrate these skills will greatly improve your desirability to a hiring manager, so don’t forget to include them on your personal assistant CV. When you’re ready, head over to our live jobs page to find your perfect role!

If you are looking to hire a personal assistant, read our guide to hiring a PA for a comprehensive rundown of every aspect of the recruitment process.

The post Five personal assistant skills you need to succeed appeared first on Tiger Recruitment.

When applying for a PA job, you should use every tool at your disposal to make the strongest case possible for yourself. The first and most important step should be an up-to-date and compelling personal assistant CV, but don’t neglect the icing on the cake – a personal assistant cover letter.

Cover letters are not always required by an employer but, where possible, we highly advise that you include one in your job applications. Many hiring managers still use them to distinguish the most enthusiastic and suitable applicants, and they’re a perfect way to showcase your writing skills and personality ahead of an interview.

Here we’ll give you a step-by-step guide to writing a personal assistant cover letter, with a downloadable PA cover letter example.

A step-by-step guide to writing a PA cover letter

A covering letter for personal assistant jobs can be treated as an expanded version of your PA personal statement on your CV. As with the personal statement, a cover letter will highlight your relevant skills, experience and character traits that are perfect for a PA job! But it’s also a chance to show your enthusiasm for the specific job and company, and explain why you’ll be a perfect fit.

In the simplest terms, your PA cover letter should tell the hiring manager:

• Who you are and why you’re applying for this role
• Your prior work experience and the skills attained
• Specific challenges and achievements in your career and how your skills and personality played a part in them
• How those same skills and personality traits will benefit the prospective employer

It’s best practice to keep the document to around one page and use the active voice to make your writing more powerful. Sentences in the active voice describe a subject performing an action on an object, whereas the passive voice describes an object having an action performed on it by the subject. For example, the active sentence “I increased the company’s efficiency by 30%” is much more direct and punchy than the passive version: “The company’s efficiency was increased 30% by me”.

Let’s look at each section of your personal assistant cover letter in detail:

1. Introduction

This is the ‘who and why’ of the piece. Keep it short and sweet, but show your interest in the position and company.

Perhaps you’re applying because you respect the company’s commitment to sustainability, or are a lifelong fan of their products and would love to be part of the team. Whatever it is, be honest in your reasons. In our PA cover letter example, the applicant is applying for a travel company, and highlights their love of travelling as part of the reason for their interest in the position.

If you know the hiring manager’s name, address the letter to them to give an added personal touch, but be careful to do your research and match the level of formality to the company culture.

2. Work experience, skills, and qualifications

Always keep the aim of your letter in mind so, when detailing previous jobs, focus on those that will get the hiring manager sit up and take notice. For a personal assistant cover letter, these will of course be any previous PA positions but, if you’re new to the PA role, it could be team assistant, office assistant, or even customer services roles that display your people skills.

Regardless of your depth of experience as a PA, the important thing in this section is to tie any jobs and the skills involved back to the question at hand: why are you the best person for this PA job?

This is also an opportunity to note any relevant PA certifications or qualifications you have.

3. Challenges & Achievements

By this point, your impressive list of prior employers and skillset have caught the hiring manager’s attention but, if you leave it at that, their answer will simply be “so what?”

There are any number of personal assistants out there with similar credentials who are doing a passable job. You need to show a new employer that you’ve done excellent work and will do so for them too. So, how do you do that?

A simple formula to follow is:

• Describe a challenge you encountered at work
• How did you use your skills and personality traits to overcome it?
• What was the outcome and how did it benefit the business?

Try to find two or three of these achievements that highlight your adaptability to different challenges. Don’t be shy to take credit for your achievements – use ‘I’, not ‘we’. While it’s important to show you work well with others, taking ownership of your successes shows your confidence and pride in doing a good job.

4. Benefits to the prospective employer

Now that you’ve shown proof of the value you can offer to the company or individual you’ll be assisting, all that’s left to do is to circle back to the opening points of your letter – why you want this PA job, and why you’re the best person for the role. Spell it out to the hiring manager in a punchy summary to leave them with the most important points clear in their mind.

It’s great practice to make it as easy as possible to follow up. Let them know when you’re free for a call, or even suggest a day and time. Another tip is to ask someone trustworthy to proofread your cover letter before sending. As the letter is an example of your level of writing skill, you want to be sure you’ve cleaned any typos, grammar slips, or confusing sentences.

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Download our personal assistant cover letter example to see all these points put into practice. For more advice on starting your career as a personal assistant, read our ultimate guide.

If you haven’t already, register with us to get the ball rolling on your PA job search!

The post Four steps to writing a personal assistant cover letter appeared first on Tiger Recruitment.

How to Write a Letter of Resignation

If you’re wondering how to resign from a job, the best first step is to have a verbal conversation with your manager notifying them of your intention to resign, and that you will be sending in your letter. This can be an opportunity to provide any detail that doesn’t belong in your letter if you should so choose.

In addition, if you need to negotiate or discuss anything such as the length of your notice period, this conversation will give you the opportunity to come to an agreement before putting the details in writing.

It can be hard to know how to best go about writing a resignation letter, but doing so correctly is a crucial step to resigning gracefully. From structure and tone to how much detail you should include, here is an outline of how to write a resignation letter.

Resignation and Final Day

The two most important things to include when you write a letter of resignation are your statement of resignation and the date of your final day. Your statement of resignation can simply say that you are formally notifying your line manager of your resignation from your role at the company.

Secondly, it’s important to avoid any confusion around when your last day is. Check your employment contract for your notice period, count forwards to identify the correct date for your last day, and clearly state this date.

It’s possible that your notice period may end up being shorter or longer than that listed in your contract. This could be for many reasons, such as the starting date in your next role, or agreeing
to a request from your employer to stay longer and assist with the transition. If your notice period is adjusted from your contractual length, ensure to put it in writing, either in your letter or in a follow-up email. This will avoid any possibility of confusion about when you will be finishing up.

A Thank You

It is courteous to include a comment of thanks to your employer. Thank them for the opportunities and support provided during your time at the organisation. If there is something in particular you would like to thank your manager for, then briefly do so. You are not required to include a statement of thanks, but it is a recommended thing to include as part of a graceful resignation.

Handover

We suggest that you add a sentence offering to assist in the handover of your tasks to your replacement. You don’t need to go into detail here, as this is something that you will most likely discuss with your manager in person. This is an optional part of a resignation letter, but it is a great way to show your manager that you intend to leave on good terms. Remember, you may need your manager for a reference in the future.

Conclusion

Finish by signing off your letter with your full name. As this is a formal letter, it can be a good idea to include your contact details in the footer (or header) of your letter.

The above are the most common points to include in a letter of resignation. Depending on the nature of your work, you may be required to include additional information. Have a thorough read of your employment contract before writing your letter and ensure that you have identified any additional points that need adding.

Things To Avoid In Your Resignation Letter

There are some things that shouldn’t be said in a resignation letter. These topics may either be better suited to a face-to-face discussion, your exit interview, or even just for conversations at home. When considering how to write a resignation letter, keep these in mind.

Why You Are Leaving

You are not required by law to give a reason for your resignation, and it is usually a good idea to avoid this topic altogether in your letter. If you have found a new role, this is something that you can choose to verbally disclose in conversation with your manager.

Your New Employer

If you have found a new role, do not disclose the details of this in your resignation letter. You can choose to let your manager know about your new role in person, but this isn’t something that you should be including in your letter.

Complaints

It’s important to leave a job on good terms where possible, and your resignation letter is not the place to be airing grievances. If you have constructive feedback to provide your employer with, this is something that can be discussed in your exit interview. If you have frustrations that you feel need venting, avoid doing so in the workplace. Letting out your emotions is what friends and family are for!

Example Resignation Letter

As a starting point, we’ve outlined an example resignation letter below. Most resignation letters these days are handed in digitally. If you are handing your resignation letter in physically, it is a good idea to sign the bottom of the letter.

Date

Dear [manager’s name],

I am writing this letter to formally notify you of my resignation as [role title] at [company name], effective [date of sending]. In accordance with my employment contract, my last day of work will be [date of last day].

I would like to take this opportunity to thank you for the support and opportunities provided to me in my time at [company name].

Please let me know how I can help ensure a smooth transition over the next [notice period length].

Kind Regards,
Your full name
Your contact details

Looking For A Job?

Are you looking for a job? Register with Tiger today to get started on finding the job of your dreams.

The post How To Write A Resignation Letter 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?

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.

Preparing for a job interview can be a daunting experience, especially in a highly competitive job market.

So, how do you stand out from the competition? To help you make a great first impression and optimise your chances of acing the interview and securing your dream role, we’ve compiled a list of ten winning interview tips.

Ten tips to help you ace your interview

1. Do your homework

This is a critical yet often overlooked component of interview preparation. When you are invited for an interview, ensure you research the company and show that you have done your due diligence. This also includes research on your interviewer.  Employers may not be willing to offer a role to somebody who has failed to demonstrate a genuine interest in the organisation and role in question.

It is always good practice to research what a company does, what their values are, and what differentiates them from their competitors. Be ready to talk about what that means to you and how it aligns with what you are looking for.

2. Read the job description carefully

Ensure you are prepared to answer questions about how your experience relates to the job description. The hiring manager will use your answers to determine your suitability for the role.

Draw upon examples from your experience that demonstrate that you have a particular skill or core competency the company is looking for. For instance, if the role you are applying for requires someone who can manage multiple projects at once, the hiring manager might ask you to share an occasion where you used that skill in your professional experience.

Refresh your technique to be able to manage competency interviews and frame your answers well.

3. Dress appropriately

The way you present yourself in a job interview will influence the interviewer’s impression of you and the overall success of the interview.

Choosing the right attire is an important step, as each organisation will have different expectations for what their employees should wear.

A finance company may have more professional requirements for employee attire compared to a tech company; therefore, it is imperative that you consider how you’ll dress and ensure it’s appropriate for the company you are meeting with.

Good presentation is as important for a video interview as it is for a face-to-face. Check out our video interview tips.

4. Make a good first impression

Making a good first impression can determine the degree to which you are successful in your interview. The way you introduce yourself, shake the interviewer’s hand or interact in the initial conversation, all play an important role in the outcome of your interview. So, arrive on time, remember good posture, a friendly greeting, and most importantly, smile!

5. Pay attention to your body language

Effective body language can help you convey a positive message to the interviewer and is an important indicator of your confidence and interest, regardless of whether you are attending a face-to-face or virtual interview. You should pay attention to your posture, avoid slouching and sit up straight.

Don’t cross your arms on your chest as it creates an invisible wall between you and the hiring manager, and steer clear of excessive hand movements.

6. Prepare three personal facts about yourself

As much as the interview is to assess your professional skills and abilities, employers also want to learn more about you as a person. Sometimes this question can throw you off in an interview.

Think about your interests and hobbies, volunteering projects, or anything else that you feel comfortable talking about that will help the interviewer to develop a more in-depth understanding of you and what makes you tick.

7. Highlight your most relevant transferable skills

Transferable skills are a set of skills and abilities that can be applied to a wide range of different jobs and industries.

This will be extremely helpful for selling your potential, especially if you’re at the start of your career and don’t have extensive experience under your belt, or if you’re looking to transition into a new industry. demonstrating that you have transferable skills will help to convince the hiring manager that you are a good fit for this role, regardless of your lack of experience in a certain industry.

8. Prepare insightful questions to demonstrate your interest

Preparing insightful questions to ask prospective employers in an interview will help you to come across as interested, enthusiastic and engaged. Asking strategic questions shows that you have conducted in-depth research into the company and that you have a strong interest in the role in question.

For example, you may wish to ask about the key challenges of the role, career progression opportunities offered by the company, or the company culture.

9. Be yourself

As cliché as this sounds, it’s probably one of the best pieces of advice you could receive.

Pretending to be someone you are not or providing misleading or dishonest information about your background or experience won’t lead to a successful outcome. Employers want to hire someone who is honest and transparent, and if you simply focus on being yourself, it will pay off.

10. Send a thank-you note

Finally, sending a thank you note or email after an interview is not only an act of courtesy, but also demonstrates your enthusiasm for the role.

Sending a simple email to thank your interviewer for their time will make you stand out in their memory.

Job interviews don’t have to be an intimidating experience, the key to reducing job interview stress is thorough preparation and practice.

Following our 10 must-do tips will fast-track your route to your dream job.

If you’re interested in receiving interview guidance or if you are looking to make a career change, we can help! Submit your details or apply for a job here.

The post Ten tips for a successful job interview appeared first on Tiger Recruitment.

Job hunting isn’t just about finding a role. It’s about the career path that’s on offer too. With this in mind, having a growth mindset is important at every stage of the interview process. Discussing progression opportunities with your potential employer gives insight into the company’s growth culture. It also demonstrates the value you can bring to the organisation.

In this guide, we explore a different approach to job hunting, with growth as the focus. Navigating the right balance between your career aspirations and the reality will ensure that your equipped with the right information when you make the all-important decision of accepting the role at hand.

Having a growth mindset when job hunting

Before sending out any applications, ensure that your growth mindset is in place. This means managing your expectations around the job hunt and preparing for the obstacles that might fall your way.

• Embracing challenges – The uncertainties of job hunting can feel daunting. Use any challenges to your advantage. View them as learning opportunities and ways you can improve.
• Learning from feedback – Each application and interview is a chance to gather valuable feedback. You’ll see criticism as constructive, to make improvements as needed.
• Setting achievable goals – Setting ambitious but achievable goals with the understanding of the effort, planning and ongoing learning involved.

Preparing for interview

An interview presents you with a chance to demonstrate your eagerness to grow in your career. It’s a two-fold opportunity to learn about the company’s commitment to professional development, whilst communicating your intentions.

That said, it’s crucial to strike the balance between that and your enthusiasm for the role at hand – the one they’re interviewing you for!

Research the company

It’s no secret that researching the company before an interview is a must. Find out their values and look at the potential internal progression opportunities.

It might also be worth looking at employee profiles who are in similar roles on LinkedIn. You’ll be able to see their progression path within the company, which tells you 1. If they support growth and 2. The skillsets and backgrounds required to progress.

Personal development plan

Express your current skill set during your interview and your drive to build on it. Discuss any courses or reading materials that are part of your development plan. Being proactive underscores your commitment and passion/

Evaluate your offer

If you receive a job offer (which we hope you do!), look beyond the financial incentives. Dive further into the long-term growth opportunities that each position offers and don’t be afraid to walk away.

How to evaluate an offer with a growth mindset:

Career path clarity

Does the role offer a clear career path or is it a dead-end job? This should be easily identifiable from your interview. Look for opportunities for movement in the company and seek clarity on anything you’re unsure of.

Training and professional development

What training opportunities does the company provide? Is there a professional development budget?

Recognition and feedback

Does the company acknowledge employee progress and provide feedback regularly? A work environment that values input and nurtures growth is key here.

Industry trends and organisational growth

How does the company stack up against what’s current? A business that’s thriving should have ample opportunities for employees to thrive too.

Maintaining a growth mindset in your new role

Once you’ve started the position and settled into the role you can start to take steps to develop further. Here’s how:

Network and seek mentorship – Build a strong network that includes those who can guide you in your career.

Take initiative – Volunteering for new projects and responsibilities will go a long way to show your value. It sets you up as a proactive contributor and shows commitment.

Continual learning – Invest time into researching current trends in the industry. Seek out learning opportunities both inside and outside of your company.

Summary

Having a growth mindset can set you apart from other candidates. Have achievable goals and showcase your growth mindset during the interview process. When evaluating job offers, make sure you focus on professional development and don’t be immediately tempted by the compensation package alone.

You want your new role to contribute towards a fulfilling and progressive career so don’t settle for a job that doesn’t fulfil you. Embrace your new mindset and you’ll open yourself up to endless possibilities.

The post Job Hunting with a Growth Mindset: Prepare for Career Progression 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.

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.

The introduction of AI to our lives has disrupted the way we all work, whether that’s positive or negative depends on who you ask, but when it comes to job applications, we advise steering away from the temptation of using it.

As AI becomes more accessible, professionals are resorting to using it in many areas of their jobs. AI tools like ChatGPT have over 5.19 billion visits a month, whilst sitting at number 5 of the most visited sites in April 2025.

Although there is an argument that AI streamlines the work we are doing day-to-day, it should be avoided in your job search. David Morel, Tiger’s CEO reports that he’s seen “a significant increase in employers pushing back on applicants who submit CVs generated by AI”. Simply speaking, by using AI in your job search, you’re putting yourself at a huge disadvantage behind those who don’t.

We see this all the time with candidates at all levels of seniority, and they wonder how something so useful can place you at a disadvantage. There are several reasons why this is the case.

1. AI doesn’t know you

It’s important to keep in mind that AI doesn’t know you. It doesn’t understand your work experience, motivations for applying for a role, and what makes you tick. You can feed the tool your CV and give it the information about a role you’re applying for. But we all know a CV merely touches the surface of the achievements you’ve had over your working life.

When it comes to placing someone in a new role, companies, of course, look for experience and knowledge, but they also place importance on value alignment.  An AI-generated CV isn’t something that can demonstrate your personality and how you’d fit within a team. Hiring managers want to understand who you are, not just what you’ve done.

2. AI doesn’t replace human touch

We’ve all seen those LinkedIn posts outlining how to spot AI-generated content, with a particular spotlight on the “em dash”, but what many people don’t realise is that there is so much more that gives away that a CV has been created using AI. It loses a human touch and authenticity; it’s almost crafted too perfectly and robotically. That doesn’t mean to say you should generate an AI CV and add a few mistakes to make it seem like you’ve created it. It’s more about losing the robotic tone.

3. Don’t even think about using it for interviews

The issue with using AI for interviews is that you’re going to end up with answers the same as any other candidate in the process, which isn’t going to do much for you when you’re trying to stand out. Moreover, when you’re asked skill-based interview questions, which are incredibly common in an interview, AI doesn’t understand your experience or know every example of where you have shown a certain skill. Only you can give a genuine answer about your experience.

Thinking of using AI to feed your answers during a live interview? Don’t do it. Interviewers can tell, and it instantly raises red flags. Your preparation ahead of the interview should give you enough confidence to go into the room and show the value you’d bring to a team. However, if you’re presented with a question that you’re unsure of how to answer, you can always ask for it to be rephrased in another way or explain that it’s a knowledge gap, but you’re eager to learn more.

Employers don’t want perfection when it comes to interviews, which is what AI has led us to believe. But the truth is, not many of us can keep that level of perfection up. Hiring managers want to see someone who’s passionate and eager to learn. Giving robotic answers that are fed to you during an interview isn’t going to match that brief.

4. What can AI help me with?

If you’re looking to use AI, you can explore software that offers speech feedback, which will analyse your tone and speaking voice to make sure what you’re saying is coming across as you planned. However, no analytical tool can prepare you for the natural pivots that happen in an interview, so it’s important to be mindful that this will only help you to a certain extent.

Taking all these points into consideration, it’s important to remember the value you can bring to a role and understand this isn’t something that can be described for you. If you’re struggling to convey this yourself, reach out to a recruitment agency that can support you and help you put your best foot forward.

AI can be a valuable tool at times, but your personality, potential and passion are what truly set you apart in job applications.

Explore our latest roles or submit your CV today.

The post Why AI Won’t Get You Job Interviews appeared first on Tiger Recruitment.

June is Pride Month, which is much more than the flags and parades. It serves as a timely reminder to identify employers that truly champion diversity during your job search. As Jane Leese, Head of Zurich Office, says, “inclusive employers will create space for you to thrive as your full, authentic self”.

Your LinkedIn feed is most likely flooded with pages posting facts, diversity figures or reports about Pride Month, but how do you spot a truly inclusive employer behind these statements?

1. From the job description

A lot of the time, the first time you’re introduced to a company is through a job description. This is a good opportunity to get a real feeling about how they portray themselves.  If you read between the lines, you can tell a lot about what a company believes. HR Magazine reports that 84% of jobseekers in the UK say they judge a company on its recruitment process.

Take note of the language they use, is it inclusive? Are they using language like “seasoned” or “native English speaker” instead of focusing on skills and qualifications?

2. Representation at all levels

One of the great things about social media is the ability to find plenty of information about your potential future employer. Use this to your advantage and search LinkedIn or look at the team page on their website to learn about the company background. Who is leading teams, who is at the top and who is in decision-making roles? Is there gender diversity in their leadership? If you see patterns with who has the ‘power’, this could be a clear indication of a company’s position towards diversity, not everyone practices what they preach.

Diversity, equity and inclusion (DEI) is not just a set of values that a company can differentiate itself with, they are expectations. Good employers shouldn’t just welcome differences, they should cultivate workplaces that allow people to thrive because of them.

3. Transparency

Transparency is key when evaluating employers that claim to celebrate diversity. Look for companies that openly share their diversity policies or publish clear statements detailing the actions they’re taking to promote inclusion and how they plan on doing this. It’s not just about what they say, it’s about what they do. This is the perfect moment to bring all your research together. You’ve identified their policies; now ask yourself, are these values reflected at every level of the organisation? Do their communications reinforce their commitment to diversity?

Moreover, look at employers who don’t claim to be doing everything right, but they’re on a journey to do better.

4. Benefits and support

Benefit packages give an insight into what businesses value. If you’re looking for a diverse employer, you want to be looking beyond a free fruit basket or pizza every Thursday. Do they offer reasonable adjustments for employees with disabilities or other needs? What is their shared parental leave policy? This can be a useful insight into the policies companies value.

If you’re struggling to find what you need to decide if an employer is truly inclusive, you can also ask questions during an interview, which will give you a better understanding of the company’s approach to DEI.

• “How does the company support diverse communities, including LGBTQ+ employees?”
• “Can you tell me about any DEI initiatives the business is currently involved in?”
• “How is inclusion measured?”

Whether you’re searching for a company that aligns with your values or seeking support in navigating inclusive employers, our consultants can help.

Ready to take the next step in your job search? Submit your CV or browse job opportunities.

The post Championing Diversity: How to Identify Truly Inclusive Employers appeared first on Tiger Recruitment.