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“Tiger really understands what we’re looking for, so I don’t have to explain everything each time. The candidates are always well researched and a good fit. They only send through the right number of CVs, which makes the whole process far easier and gives us confidence in every hire.”

Company Details

Industry: Investment management

Role: Various

Headcount: 60+

Division: Business support & finance

The Challenge

As the business grew, the operations director faced increasing pressure to scale support functions efficiently while maintaining quality and consistency at the senior level. Historically, the company had worked with other recruitment agencies, but as expansion accelerated, the need for reliable, long-term assistant support became more critical.

Speed, candidate quality and confidence in the hiring process were key challenges. With limited internal bandwidth and high expectations from senior stakeholders, there was little room for error. The business needed a recruitment partner that genuinely understood their environment and could deliver strong candidates without lengthy briefing or excessive CVs.

The Solution

The business began working with Tiger in 2021 to support assistant hires. The recruiter invested time in understanding the organisation’s culture, working style and stakeholder expectations. This allowed the team to work with minimal direction, consistently delivering a small number of highly relevant candidates rather than relying on volume.

Through thorough research and careful screening, Tiger ensured candidates not only met the technical requirements of each role but were also well-suited to the business long-term. This trusted, consultative approach reduced the need for repeated explanations and significantly streamlined the hiring process.

The Impact

Over time, the business hired several assistants through Tiger. Three assistants currently in the organisation were placed by the recruiter, while two others remained in their roles for around two years, providing stability and continuity during periods of growth.

The consistency and reliability of the service reduced pressure on the operations director and gave senior stakeholders confidence that the right people were being introduced to the business. Knowing that Tiger could manage the process end-to-end allowed internal teams to focus on their core responsibilities.

Looking Ahead

We continue to support the business with assistant hires as they evolve. With a strong understanding of the organisation and a trusted partnership in place, Tiger remains a key recruitment partner for business support roles as the company continues to grow.

The post Case Studies: Complete Confidence in Every Hire appeared first on Tiger Recruitment.

Managing business finances can be overwhelming. You have to deal with tax preparation, financial forecasting, regulatory compliance, and more. Add challenging economic conditions and changing regulations into the mix, and the task becomes even more daunting.

That’s why it’s crucial to have a competent accountant on your team. Their expertise is essential for maintaining your financial health and driving your business forward.

In this guide, we explore the benefits of hiring an accountant, the costs, and how to find the perfect match for your financial management needs. If you need help finding qualified accountant candidates, Tiger Finance is here to help.

What Is an Accountant?

An accountant is a professional trained in managing financial accounts, ensuring compliance with tax laws, and providing financial advice. Any business, from small startups to large corporations, can hire an accountant to help manage their finances. Individuals can also hire an accountant for taxes and other financial tasks, especially those with complex financial situations who will benefit from an accountant’s expertise.

Accountants are frequently mistaken for bookkeepers. Bookkeepers primarily record financial transactions, while accountants take a broader role by analysing these records, generating reports, and advising on financial strategy. Understanding the difference can help you decide what kind of financial professional fits your needs best.

Here are a few of the typical responsibilities of an accountant:

• Preparing and examining financial records
• Ensuring records are accurate and that taxes are paid properly and on time
• Assessing financial operations and making best-practices recommendations to management
• Suggesting ways to reduce costs, enhance revenues, and improve profits
• Providing auditing services for businesses and individuals
• Advising on tax strategies and preparing tax returns
• Helping clients comply with legal and regulatory requirements

Benefits of Hiring an Accountant

Choosing to hire an accountant can transform the way your business operates, offering benefits that go beyond simple number crunching.

Expert Financial Advice

Accountants provide expert advice on how to handle financial matters, making them invaluable for strategic planning and decision-making. Their insights can help identify profitable opportunities and avoid financial risks, ensuring the long-term sustainability of your business.

Time Savings

Your accountant will handle all the complex, time-consuming financial management tasks. This saves you time, allowing you to instead focus on core business strategies and growth opportunities.

Compliance and Tax Efficiency

With ever-changing tax laws and compliance regulations, having an accountant ensures that your business adheres to all legal requirements. They can also improve your tax position, potentially saving you a substantial amount of money annually.

What to Look for in an Accountant

When hiring an accountant, you need to consider their qualifications, experience, and how they will fit into your company’s culture.

Skillset and Specialisation

The qualified accountant you hire should have a solid understanding of financial reporting and planning, risk management, tax preparation, and compliance. They should be specialised in either corporate finance, public sector finance, or personal finance, depending on your unique needs. You should look for someone with experience in successful strategic decision-making, ensuring that they can bring long-term financial benefits to your business.

Team Dynamics

Your accountant will need to work closely with other departments to gather, manage, and report on financial data. When recruiting an accountant, it’s important to assess their communication skills and ability to collaborate effectively with colleagues and management. You can do this by asking specific behavioural questions or checking their references to see how the candidate performed in team settings.

Accountancy Recruitment: Finding the Right Fit

Are you ready to recruit an accountant? Find out what you need to do to ensure you hire the best accountant for your company:

Know What You Need

Before you start the recruitment process, it’s essential to identify the specific skills and experiences that are crucial for your accountant. This clarity helps in targeting the right candidates and ensures that they can meet your business’s unique financial challenges.

Job Posting and Advertising

Crafting a clear and compelling job description and using the right channels to advertise your vacancy is crucial. It ensures that the position reaches a wide range of qualified candidates, increasing your chances of finding the perfect match.

Screening and Interviews

Screening CVs and conducting thorough interviews are critical steps in the recruitment process. These allow you to assess not only the technical skills and experience of the candidates but also their fit within your company culture.

How Do I Hire an Accountant?

We explain the steps you need to take to hire an accountant, plus how finance recruitment agencies like Tiger Finance can help:

Determine Your Budget

You first need to determine your budget for your accountant role. This will help you determine whether you need a permanent, contract, or temporary accounting professional, depending on what makes the most financial sense for your business.

At Tiger Finance, we’re here to assist you through every step of the accountant hiring process. If you’re unsure about what to budget for an accountant, check out our Finance and Accounting Salary and Benefits Review. This will help you set an accurate and competitive salary benchmark for your accountant role.

Evaluate Credentials and Experience

When hiring an accountant in the UK, it’s important to look for credentials such as ACCA (Association of Chartered Certified Accountants) or ACA (Associate Chartered Accountant) qualifications. An accountant candidate with these certifications indicates an expert level of training. Candidates with experience in your specific industry can also be beneficial as this means they will understand the unique challenges and opportunities your business may face.

At Tiger Finance, we can assist you in evaluating the credentials and experience of potential candidates. We have access to a broad network of highly qualified and vetted accountants. Our team of specialist recruiters can guide you through the process of matching the right credentials and experience with your specific business needs.

Onboarding and Training

Once you have chosen your accountant, proper onboarding and training are essential to integrate them into your business smoothly. This ensures they understand your business processes and financial practices, setting them up for success in their new role.

Tiger Finance is committed to creating a long-lasting relationship with each of our clients. That means we don’t stop once we have sourced you a candidate. Whether we help you with accountant recruitment or hiring a financial planner, we will provide aftercare to ensure you are always supported while you integrate your new member into your team.

Cost to Hire an Accountant

The average salary for an accountant in the UK can range between £45,000 to £55,000, but this depends on various factors.

Fee Structures

Accountants can be compensated through various fee structures, including salaries, hourly rates, fixed fees, or a retainer basis. The fees they charge will depend on whether it is corporate finance recruitment, public sector recruitment, or personal finance recruitment, impacting the nature of the work and the level of expertise required.

Cost vs. Value

Hiring an accountant can seem costly, but it’s important to consider the value they bring. An experienced accountant can save your business money in the long run through efficient tax strategies and financial management. This can quickly outweigh the expense of your accountant.

Negotiating Terms

Negotiating terms with an accountant helps control costs by agreeing on a fee structure that fits your budget. It ensures that the scope of services is clearly defined, preventing overcharges for unnecessary services. This flexibility allows for adjustments in services and fees based on your business’s changing needs.

Tips for Successful Accountancy Recruitment

It can be frustrating to go through a lengthy recruitment process only to discover that the accountant you’ve hired isn’t the right fit for your business. To avoid this, we have some tips to ensure your accountant recruitment is a success:

Networking

Networking can be a powerful way to enhance your accountant recruitment process. By attending industry seminars or engaging on platforms like LinkedIn, you can connect with qualified accountants. These networks provide access to a broader pool of talent and increase your chances of finding the right fit for your company.

Continuous Learning and Development

Highlighting continuous learning and development in your company can attract top accountants who value career growth. This emphasis on professional advancement makes your business more appealing to skilled candidates looking for long-term opportunities, helping attract high-quality talent.

Performance Reviews and Feedback

Performance reviews and feedback from your current accounting team can help refine your recruitment process. These insights can help you identify the skills and personal qualities that suit your company, helping you tailor job descriptions and selection criteria. Feedback can also reveal skill gaps in your team, ensuring you focus on candidates who can fill these specific needs. You can also use this step if you’re looking for how to recruit a finance director.

Why Tiger Finance?

Tiger Finance specialises in recruiting best-in-class accountants. Our recruiters have extensive experience and deep market understanding to ensure that we fill your roles with top financial talent. We’ve worked with SMEs to large corporations, offering tailored recruitment solutions that meet the unique needs of your business. If you’re looking to recruit for other finance roles, such as a financial controller or a finance business partner, please get in touch to see how we can help.

Hire an Accountant with Tiger Finance

Hire a perfectly matched accountant with Tiger Finance. Our expert recruiters have an extensive network and sourcing tools to find the best candidates for your needs. Whether you’re looking for a contract-based or permanent accountant, our accountancy recruitment service is ready to meet your requirements.

Get in touch today to kickstart your accountant recruitment.

The post Hire an Accountant: The Essential Guide appeared first on Tiger Recruitment.

Hiring a finance director is essential for any organisation looking to enhance its financial management and strategic planning. They will bring financial leadership, expert insights, and strategic vision to your business, ensuring you can handle any economic challenges and take any growth opportunities.

In this guide, we explain how to recruit a finance director, helping you secure the perfect candidate to drive your company’s financial success.

What is a Finance Director?

A finance director is a senior executive responsible for overseeing your company’s financial operations. They will typically hold a seat on the company board, working closely with other senior leaders to align financial goals with overall business objectives. Their role involves strategic planning, risk management, and ensuring the long-term financial stability of your business.

They are often confused with financial controllers. A financial controller handles the day-to-day financial operations, including accounting, reporting, and compliance. The director typically has a broader, more strategic outlook. Both roles are crucial, but it’s important to know what you need before looking into how to hire a financial controller or director.

Key Duties of a Finance Director

Before you hire a finance director, it’s important to understand their key duties. This ensures you’re hiring the right person for the role.

Their duties are extensive and can vary depending on the specific needs of your business. Here are their main responsibilities:

• Overseeing financial planning and analysis.
• Developing long-term financial strategies.
• Establishing and managing budgets and financial forecasts.
• Ensuring compliance with financial regulations.
• Supervising financial reporting and audits.
• Identifying and preventing financial risks.
• Advising on investments and financial decisions.
• Leading the finance team.
• Ensuring professional development within the finance team.

Essential Skills and Qualifications

To hire the best director for your business, you need to know what skills and qualifications to look for during the candidate screening process.

Certifications

A candidate will typically have a degree in finance or accounting. A strong candidate typically holds additional certifications, such as a Certified Public Accountant (CPA) or Chartered Financial Analyst (CFA). Candidates may also have advanced degrees like a Master of Business Administration (MBA), which enables them to bring valuable insights to the role.

Experience Level

Experience is crucial when selecting a director. Look for candidates with at least five years of experience in financial management, ideally within your industry. They should also have a record of successfully leading financial teams and implementing strategic financial plans.

Expertise

Look for candidates who are skilled in financial modelling, budgeting, and forecasting. They should also be experts in financial software and have a deep understanding of regulatory compliance and risk management.

Soft skills are equally important in this role. Your director should have excellent leadership abilities to manage, motivate, and develop the finance team. Strong communication skills are crucial for conveying complex financial information clearly to stakeholders. Strategic thinking is also critical for ensuring your business is a success.

Importance of a Finance Director in an Organisation

You might already have a great team of accountants and financial analysts and wonder if you need a director. A finance director is an essential role as they bring valuable strategic insight and leadership that can take your financial operations to the next level.

Here are some key benefits that show why this is an important role to fill:

Strategic Financial Management

A director ensures your company’s financial health is monitored and managed strategically. They provide expert oversight of financial planning and analysis, helping you make informed business decisions. This financial insight keeps your organisation competitive and financially stable.

Risk Management

This role plays an important part in managing risks for your business. They identify potential financial risks and develop strategies to prevent them, such as credit or interest rate risks. This proactive approach protects your company from unexpected financial challenges.

Credibility and Compliance

A finance director enhances the credibility of your financial reports. Their expertise in compliance and reporting reassures investors, stakeholders, and regulatory bodies about the accuracy of the reports. They also ensure all reports are completed on time and meet regulatory standards, maintaining a positive reputation for your business.

Broad Impact

A finance director will manage the entire financial strategy of your organisation. Compared to a finance business partner, who focuses on specific departments, a director has a wider reach across all financial aspects of the business. Both roles are important, but a director has a broader strategic impact.

They also have a more complex role than an accountant. If you need tasks like bookkeeping and tax preparation done, you will hire an accountant. If you need strategic planning and financial leadership, a finance director is the right person for the job.

How to Recruit a Finance Director

The director you choose will play a crucial role in your business, making the recruitment process vital. Finance recruitment agencies are helpful because they have access to a broad talent pool and know how to find the right candidates. They can save you time and ensure you hire the best person for your business needs and culture.

If you prefer to handle the recruitment yourself, here are the steps to follow:

1. Crafting the Job Description

A clear job description is essential for attracting the right candidates to your role. It should outline the role’s responsibilities, required skills, and qualifications, helping potential candidates understand if they are a good fit. This will help save you time by ensuring only suitable applicants apply, reducing your screening process.

Here’s what to include in a job description for a finance director:

• Key responsibilities and duties
• Required qualifications and certifications
• Essential skills and experience
• Company background and culture
• Reporting structure and team details
• Expected performance metrics
• Salary range and benefits

A job description differs from a job advertisement. The job description provides detailed information about the role’s responsibilities and requirements. A job advertisement is a shorter, more engaging summary designed to attract candidates to apply.

Use our finance and accounting salary and benefits review to determine a fair and competitive salary to offer to ensure you attract the ideal candidate to your role.

2. Identifying Ideal Candidates

Once your job description is ready, you can post it on job boards or your company’s website. You can also send it to a finance recruitment agency, who will help find and screen potential candidates for you.

Alongside posting your job description, you can actively source ideal candidates to approach. This proactive strategy helps you find qualified professionals who may not be actively job hunting. Use professional networks, LinkedIn, and industry events to identify and reach out to these candidates.

3. Screening and Shortlisting Candidates

Once you have a list of candidates, the screening process can begin. This is when you will review each candidate’s CV and cover letter to assess their qualifications and experience. Look for red flags like missing qualifications, irrelevant experience, or poorly written resumes to quickly narrow down your list to the most promising candidates.

4. Conducting Effective Interviews

The next step in the recruitment process is conducting interviews. This is your chance to talk with each shortlisted candidate and get a deeper understanding of their qualifications, experience, skills, and how they present themselves.

For the interviews to be effective, you need to prepare the right questions to ask the candidate. There are questions you should always ask in an interview, but you will also need to create tailored questions that are relevant to the role and your business. For example, you might ask how they have managed financial risks in the past or how they approach financial planning.

You also need to use the interview to assess how well they would fit into your company culture. A good cultural fit is crucial for long-term success and job satisfaction, which can save you from having to repeat the hiring process. Ask about their leadership style and teamwork, paying close attention to their communication style.

5. Assessing Competencies and Aptitude

After the interviews, you can ask the remaining candidates to complete competency-based assessments. You might include assessments such as financial modelling exercises, case studies on risk management, or strategic planning tasks. These tests can provide insight into their analytical skills and capabilities so that you can confidently select a candidate who will excel in the role.

6. Checking References and Backgrounds

Before you make a final decision, you will need to check the candidate’s references and background. Reach out to former employers to verify the candidate’s work history and performance. Use this as an opportunity to ask specific questions about their strengths and areas for improvement.

It’s also best practice to ensure the candidate has a clean financial and legal background. This helps maintain the integrity of your business’s financial operations and reputation.

7. Making the Job Offer

This is a critical stage of the recruitment process. You must make the best job offer so you can secure your ideal candidate.

To make the best job offer, include comprehensive details about the salary, benefits, and additional perks. Clearly outline the job responsibilities, the reporting structure, and performance expectations. This transparency helps the candidate understand exactly what to expect and makes your offer more attractive.

It’s important to be open to negotiation during this stage. Your candidate may have specific requests or conditions that need to be met. Being flexible and willing to discuss these aspects can help you get the candidate you want.

8. Onboarding and Integration

After the candidate accepts the offer, focus on their onboarding and integration. Begin with a thorough orientation to introduce them to your company, their team, and their role. Make sure they have all the tools, resources, and training they need to get started.

Integration is key to helping your new finance director feel welcome and become productive quickly. Schedule regular check-ins and encourage open communication to address any questions or concerns. This support will help them adjust to your company culture and align with your goals.

Retaining Your Finance Director

Now that you know how to hire a finance director, it’s important to focus on retaining them. Losing a director can disrupt your business and lead to costly and time-consuming recruitment efforts.

Here are some tips to ensure your director stays long-term:

Competitive Compensation

You should regularly review and adjust their salary and benefits to ensure you are keeping up with industry standards. This will help keep your director satisfied and less likely to look for opportunities elsewhere.

Professional Development

Providing opportunities for professional development will benefit both the director and your business. You can encourage your director to attend conferences, pursue certifications, and stay updated with industry trends.

Positive Work Environment

Focus on creating a positive and supportive environment to help enhance their job satisfaction. You can do this by formally acknowledging any impressive contributions, providing constructive feedback, and promoting a culture of respect and collaboration.

How to Recruit a Finance Director with Tiger Finance

Tiger Finance specialises in recruiting top-tier finance professionals. Our team of experts, extensive network, and deep industry knowledge enable us to identify and attract the best candidates for your specific needs.

We handle every step of the finance director recruitment process, from crafting job descriptions to conducting interviews and reference checks. By partnering with us, you will find a director who is highly qualified and a perfect fit for your company’s culture and goals.

Ready to hire your next finance director? Fill in our request form today to start your search.

The post How To Recruit a Finance Director appeared first on Tiger Recruitment.

Whether you’re a small business experiencing growth or a large corporation needing to improve efficiency and compliance, choosing to hire a financial controller is a strategic step. They play a vital role in managing day-to-day accounting operations and ensuring financial accuracy. A skilled controller can also provide valuable insights, helping to drive your business forward.

In this guide, we’ll walk you through everything you need to know about hiring a financial controller. From understanding their role and responsibilities to identifying the signs it’s time to bring one on board, we’ve got you covered.

What Is a Financial Controller?

A financial controller is a senior financial executive who’s responsible for overseeing a company’s accounting operations. They ensure that the day-to-day accounting activities and reports are accurate and compliant. They can also offer valuable insights based on the accounting data to help with decision-making.

The Role of a Financial Controller

Whether you are running a major corporation or small business, a financial controller has an important role to play in your company. They ensure your accounting operations are accurate, compliant, and efficient.

Here are some of their key responsibilities:

• Overseeing all accounting operations.
• Ensuring the accuracy of financial reports.
• Ensuring compliance with financial regulations and internal policies.
• Preparing financial statements, including income statements and balance sheets.
• Conducting internal audits to prevent inaccuracies and fraud.
• Developing and monitoring budgets.
• Analysing financial data to identify trends and provide insights.
• Managing the accounting team and financial processes.
• Supporting strategic financial planning and decision-making.

How a Financial Controller Differs from Other Financial Roles

Financial controllers fill a unique role in your business. They are more than just accountants because they oversee the entire accounting process, ensuring compliance and accuracy. If you need someone to handle basic bookkeeping and daily transactions, you will hire an accountant, not a controller.

The controllers also differ from finance directors. While controllers focus on managing daily accounting operations and ensuring accurate financial reports, finance directors set the overall financial strategy and goals for the company. The controllers will manage the day-to-day, while the finance directors will manage the broader financial direction.

They also play a distinct role compared to finance business partners. Finance business partners are deeply integrated with different departments. They use their financial insights to guide strategic initiatives and ensure collaboration between finance and operational teams.

Signs Your Business Needs a Financial Controller

Knowing when to hire a financial controller is crucial. Here are some of the sure signs that your business needs to recruit a controller:

Rapid Business Growth

If your business is experiencing rapid growth, it can become challenging to manage finances effectively. A controller can help ensure that your accounting operations scale with your business. They provide the expertise needed to handle increased financial complexity and support sustainable growth.

Increased Regulatory Requirements

As your business grows, so do the regulatory requirements you must comply with. A controller ensures that all financial practices meet legal standards and internal policies, helping you avoid any costly penalties.

Inaccurate Financial Reporting

Frequent errors or inconsistencies in your accounting reports are clear signs that you are relying too heavily on your accountants. Financial controllers bring the necessary skills to improve accuracy and reliability in financial reporting, ensuring you have the precise data needed for making informed business decisions.

Qualifications and Skills to Look for in a Financial Controller

If it’s time for your business to hire a financial controller, you need to know what to look for in potential candidates. All candidates should have a strong background in accounting and finance, demonstrated by a relevant degree and professional certifications such as Certified Public Accountant (CPA).

To suit this role, the candidate should also have strong analytical skills, proficiency in accounting software, and reporting capabilities. Candidates with experience in your industry will mean they are familiar with industry-specific financial challenges and regulations, making them a great fit.

How to Hire a Financial Controller

Using finance recruitment agencies can streamline the hiring process. These specialised agencies will quickly identify your specific needs and match you with the right candidates. They can also help you with creating the perfect job description, screening, and securing your ideal candidate, saving you time and effort.

If you want to do it yourself, follow our step-by-step process:

1. Identifying Your Needs

You first need to identify the needs of your business for this role. Consulting with your accountancy team can provide valuable insights into what is required. They can highlight areas where additional support is needed and identify specific skills that are crucial for the role.

You can then use this information to create a detailed job description. A well-crafted job description will attract candidates who are well-suited to meet your business’s specific requirements. Make sure to clearly outline the responsibilities, qualifications, and skills needed for the role.

2. Finding Potential Candidates

A finance recruitment agency is one of the best ways to find potential candidates. They have extensive networks and resources to connect you with highly qualified professionals. This can speed up the hiring process and ensure you find top talent.

You can also place the job description online on various job boards, network within your industry, and use LinkedIn to find suitable candidates. Attending industry events can help you meet professionals who might be looking for new opportunities. These methods can help you reach a broad audience and find the right fit for your business.

3. Evaluating Financial Controllers

Start by assessing candidates’ CVs and resumes to identify those with the right qualifications and experience. Look for relevant certifications, such as CPA, and experience in accounting management. Pay attention to the industries of their previous roles and any accomplishments to determine their suitability for your role.

Conducting interviews is the next crucial step in the evaluation process. You will need to prepare a set of questions that cover both technical skills and their problem-solving abilities. Make sure to ask about their experience with reporting, compliance, and how they have handled any financial challenges in the past.

You can also use assessments, such as practical tests or case studies, to gain insights into a candidate’s capabilities. These assessments help ensure you choose a candidate who can effectively manage your accounting operations.

4. Making the Decision

It’s now time to decide who you will bring into your business. Before making an offer, it’s always best to check the references and background of your potential candidate. This ensures the person you choose will be the best fit for your company’s culture and future success.

Once you have narrowed it down to one candidate, you can make them a formal job offer. This should clearly state the terms of employment, including salary, benefits, and any other relevant details. With a well-structured offer, you are set to secure the top candidate.

Check out our finance and accounting salary and benefits review to ensure you are making a competitive offer that will attract and retain your ideal candidate.

Hire a Financial Controller with Tiger Finance

At Tiger Finance, we’re ready to help you hire a financial controller. We have years of industry experience and access to an extensive network of both active and passive candidates, ensuring that we will always find the right fit for your role. Our team will support you throughout the hiring process, from sourcing candidates to aftercare.

Fill in the request form so that we can make your recruitment process easier and faster.

The post Hire a Financial Controller: A Comprehensive Guide appeared first on Tiger Recruitment.

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

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

Benefits:

Financially rewarding

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

Variety

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

Exposure

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

Social Scene

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

Potential risks:

Long hours

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

Difficult characters

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

Competition for jobs is high

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

Few permanent opportunities

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

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

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

Company details

Industry: Strategic Advisory and Intelligence Firm
Headcount: ~200 globally
First placement made: 2021
Division: Business Support (Executive Assistants, Administrative Temps, HR)
Number of placements: 15

The Challenge

For many years, the client relied on a single recruitment agency to hire PAs (now EAs). That relationship worked well until standards began to slip, leaving the business without a trusted partner.

With hiring needs growing as the company expanded from 45 employees to around 200, the client needed a recruitment agency that could take the time to understand the firm’s values, find the right calibre of candidates, and build a lasting relationship. They preferred to work with one recruiter who “just gets us,” rather than having to repeat requirements to multiple agencies.

After testing several firms, including both boutique and high-volume recruiters, the client engaged Tiger Recruitment.

The Solution

From the outset, Tiger Recruitment stood out by focusing on relationship-building and cultural understanding. Working closely with the hiring manager, our consultant quickly grasped the types of profiles that would thrive in the business, while also ensuring diversity of thought and background rather than providing “carbon copies.”

The client described Tiger’s approach as one where their consultant “just nailed it” – consistently presenting candidates who not only had the skills required but also fit seamlessly into the team dynamic.

Tiger’s long-standing partnership with The Oxford Media & Business School (OMBS) was also highlighted as a differentiator, giving the client confidence in the calibre of entry-level candidates. Alongside this, Tiger maintained transparency when the market was challenging, setting realistic expectations.

Over time, the relationship has become one of familiarity and trust: “It’s easy, it’s familiar. We don’t use anyone else now.”

The Impact

Tiger Recruitment has had a measurable impact on the client’s recruitment strategy:

• Efficiency in hiring: fewer unsuitable CVs, saving managers’ time.
• High-quality hires: many of the firm’s EAs have come through Tiger, creating instant recognition and shared standards within the team.
• Trusted relationships: strong rapport with individual consultants ensures continuity and confidence in the recruitment process.
• Added value beyond recruitment: regular attendance at Tiger’s seminars and use of resources such as DEI and neurodiversity reports has enriched the client’s HR and leadership teams.

Client Feedback

• “She just gets us – the profile, the culture, and the diversity we need.”
• “Tiger makes our recruitment processes more efficient because we’re not wasting time with rubbish candidates.”
• “We don’t use other agents in London anymore – it’s easy, it’s familiar.”

Looking Ahead

While the firm doesn’t anticipate major expansion in the immediate future, Tiger Recruitment remains the first call for EA and administrative hires. The client continues to recommend Tiger to peers and values the partnership as a cornerstone of their recruitment strategy.

Disclaimer: This case study is based on the experience of a real client. For confidentiality reasons, their identity has been withheld. If you would like to speak directly with one of our clients about their experience working with us, please contact us and we will be happy to arrange an introduction.

The post Case Study: Beyond Carbon Copies – Recruiting for Company Values and Diversity appeared first on Tiger Recruitment.

Company details

Industry: Global Private Equity Investment Firm
Headcount: 600+
Division: Business Support
Number of placements: 7

The Challenge

When our client stepped into their current role, they inherited a large business support function comprising approximately 25 staff members. With so many direct reports to oversee, they required a recruitment partner who could deliver high-calibre candidates who would complement the existing team and bring long-term value.

While they had known Tiger Recruitment for years, initially as a candidate themselves, the choice of agency came down to quality. Other agencies often submitted numerous CVs without proper screening, leaving the hiring manager to request additional CVs. The challenge was finding a partner who understood both the demands of the role and the nuances of team culture, ensuring every introduction was worthwhile.

The Solution

Tiger Recruitment built a strong working relationship with the client by investing time in understanding their needs. Through regular feedback sessions and ongoing communication, the agency developed a deep understanding of the client’s management style and the types of personalities that would thrive in their team.

By carefully screening candidates before submission and prioritising quality over quantity, Tiger ensured that every CV sent to the client was relevant and well-matched. This approach saved time while increasing the likelihood of long-term success.

This method led to several successful placements, including a new receptionist and team assistant who are “absolutely smashing it,” as well as a calm, steady EA whose personality perfectly complements the existing team. Tiger Recruitment’s approach ensures hires not only meet the skill requirements but also add diversity and balance to the team dynamic.

The Impact

Tiger Recruitment’s partnership has had a transformative effect on the client’s business support team. The impact includes:

• High-performing hires who have quickly added value and shown strong long-term potential.
• A stronger team dynamic, with complementary personalities enhancing collaboration.
• A trusted recruitment process, removing the frustration of reviewing unsuitable CVs.
• A boutique, high-standard service, aligning with the client’s view of Tiger as a “quality” brand within the recruitment market.

Client Feedback

• “Tiger Recruitment just gets it. They absolutely smash it out of the park.”
• “I don’t get 10 CVs for the sake of it – it’s quality over quantity, which I appreciate.”
• “I’m not sure what I’d do without them. They have oodles of patience and flexibility.”
• “It feels boutique, elite – Tiger is well known now, and the quality is super high.”

Looking Ahead

The client continues to work with several agencies, but Tiger Recruitment remains firmly in their top three and often their first choice. They regularly recommend Tiger to peers, confident in both the speed of response and the quality of delivery.

Disclaimer: This case study is based on the experience of a real client. For confidentiality reasons, their identity has been withheld. If you would like to speak directly with one of our clients about their experience working with us, please contact us and we will be happy to arrange an introduction.

The post Case Study: Less CVs, Better Fits – How Tiger Recruitment Saves Time appeared first on Tiger Recruitment.

Company Details

Company industry: Renewable Energy

Company headcount:25-30

First placement made: 2018

Division: Business Support (Receptionists)

Number of placements: 13

The Challenge

In 2018, our client began looking for a recruitment partner to support them with administrative hires. At the time, they were seeking a receptionist to ease the pressure on existing staff and wanted a candidate who could grow with the company. Having not worked with other agencies previously, they turned to Tiger Recruitment to provide the right solution.

The Solution

We quickly introduced a strong candidate who matched not only the immediate need for reception support but also had the potential to progress into more senior responsibilities. This hire proved highly successful, remaining with the business and advancing within the organisation, where they continue to be a valued member of the team today.

Since then, we have continued to partner with the client exclusively for administrative recruitment. Each receptionist placed has gone on to take on more senior responsibilities, creating a clear progression pathway within their team. Our approach of understanding the role requirements and providing high-calibre candidates has ensured a seamless recruitment process every time.

The Impact

The client notes that our service has consistently made them “look good” to their team and leadership, thanks to the calibre of candidates delivered. They value the efficiency of our consultants, the speed of response, and the assurance that submitted CVs always align closely with the job description.

By continuing to use our temp-to-perm offering, the client has been able to secure exceptional talent who not only meet their immediate requirements but also contribute to their longer-term growth.

Client Feedback

• “The calibre of people who come through is fantastic, I know I won’t be sent someone who isn’t right for the role.”
• “Tiger are really efficient, responsive, and always deliver quickly, even in emergencies.”

Looking Ahead

Our relationship with this client continues to strengthen, with introductions being made to other organisations through their professional networks. The trust built over years of successful placements has established Tiger Recruitment as their go-to partner for administrative roles.

Disclaimer: This case study is based on the experience of a real client. For confidentiality reasons, their identity has been withheld. If you would like to speak directly with one of our clients about their experience working with us, please contact us and we will be happy to arrange an introduction.

The post Case Study: How One Reception Hire Sparked a Long-Term Partnership appeared first on Tiger Recruitment.

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

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

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

Be vulnerable

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

Don’t be afraid to ask questions

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

Challenge the status quo

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

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

Consider the working environment

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

Start Small

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

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

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

As we settle into Q3, there has been a clear shift in employer and jobseeker priorities. Permanent hiring has slowed and demand for temporary and fixed-term contract staff has remained consistent. Hybrid or flexible working arrangements are still a non-negotiable for many candidates, with working parents seeking greater flexibility around start and finish times.

Economic Overview

The Office for National Statistics (ONS) reports that the number of payrolled employees decreased by 0.4% between May 2024 and May 2025. A dip of 0.1% in just one month between April and May this year has likely been influenced by a seasonal slowdown in industries such as hospitality, education and retail, where temporary roles end after financial year-end decisions.

Despite these short-term contractions, the employment rate for those aged 16-64 rose to 75.2% between March and May, a positive sign of growing labour market participation.

Our recruitment experts predict stability in Q3, although the Autumn Budget is contributing to uncertainty within the permanent market.

Demand Grows for True Flexibility

Jobseekers have shown hesitancy around career moves. For many, true flexibility, not just hybrid working, has become a non-negotiable. They want autonomy over what time they start and finish, and the ability to work from home or abroad.

Temporary and Contract Hiring Trends

Tiger Recruitment Consultants have noted that temporary interviews are now being treated with the same rigour as permanent hires.

• Increased workloads are being managed by contract staff to cover departures
• Maternity leave coverage is a key driver of contract hiring
• Smaller businesses are leaning towards fixed-term contract hires, while larger organisations continue to rely on temporary staff to meet immediate needs

Jobseeker Priorities

• Hybrid working remains a top priority
• Access to more flexible working hours (e.g. later starts/earlier finishes)
• A positive and inclusive company culture

ONS data paints a mixed picture, with some notable signs of resilience. Despite the dip in payrolled employees, the employment rate and wage growth point to resilience in a complex and shifting economic climate.

To download a copy of this recruitment market update, click here.

The post Tiger Recruitment’s Quarterly Market Update appeared first on Tiger Recruitment.

Every interviewer will have their own personal preference for different interview styles. Each interview format will require a slightly different approach on your part as the interviewee. Take note of the tips below and you won’t go wrong!

1. The phone interview

Phone interviews can take on a number of different guises. From a 5-minute screening chat to 1-hour thorough conversations, each can play a crucial role in whether or not you’re successful in being invited to the next stage. Key points to consider are fairly obvious… but important! Ensure you’re located in a quiet spot where you’re unlikely to be interrupted, have strong phone signal and a fully charged phone.

2. The video conference call

Video calls are a very common interview format now. Make sure you’re in a well-lit and quiet location, are connected to Wi-Fi, and have a Plan B if technology fails you! The Plan B could be a phone call, FaceTime or Skype audio. If you’re not prepared, a poor experience of cutting in and out may significantly and negatively impact the experience.

3. The lunch interview

If you’re lucky enough to be taken for lunch on your interview, please don’t forget your manners. That means being polite to the wait staff, holding your cutlery properly and probably not ordering the spaghetti. Remember what mum used to tell you about elbows on the table? This is THE moment when it matters.

4. The panel interview

Panel interviews can be the most daunting kinds of interviews, essentially because you’re facing a firing squad aiming questions at you left, right and centre. In these scenarios, remain calm, acknowledge all of your interviewees when you speak, and maintain open body language.

5. The group interview

In a group interview, you’ll typically be asked to complete a task or solve a problem as a team. In these sorts of scenarios, you’ll need to impress in some small way. This doesn’t necessarily mean that you need to lead the group, but you will need to think about how you might demonstrate value in a team scenario.

6. The team interview

Meeting the team is a great way for both parties to assess cultural fit. It also generally means you’ve impressed the key decision maker, which is good. Woo the team with your personality and charm, and you’re sure to succeed.

7. The test interview

The test could take the form of presenting to a group, or it might just mean being assessed of your Microsoft office skills. Either way, these must be skills that the employer considers crucial to the role at hand. If there is an opportunity to prepare properly, take the time to do so rather than cramming and leaving it down to the wire. Get plenty of sleep the night before, and try meditation techniques for keeping any anxiety at bay.

8. The recruitment agency interview

A positive meeting or registration with a recruitment agency is essential if you’d like that agency to represent you and put you forward for roles. Be proactive and ask for feedback at the end of the interview. Then take it on board!

9. The puzzle interview

The likes of Google, Apple and other highly sought-after brands have been known to weave in puzzle questions into their interviews. An example might be: “If you’re in a small room with nothing but a bar of soap and feather, how do you get out?” Weird questions are not uncommon and can often work well to illustrate your thought process. Embrace them!

10. The traditional interview

And finally, the traditional interview. This is likely to be set in a meeting room with one or two interviewers who ask you a series of questions designed to reveal your suitability for the role at hand.

Looking for a role? Apply for a new job or submit your details with us today.

The post How to excel at ten different types of interviews appeared first on Tiger Recruitment.

How do I get a temporary summer job?

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

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

1.Prepare your CV

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

2. Register with a job agency

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

3. Conduct research

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

4. Open up your network

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

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

The 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 Kate Headford, Head of the HR division at Tiger, 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.

The Benefits of Temp Work

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

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

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

It presents a challenge

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

Experience

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

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

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

Flexible working

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

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

Confidence boost

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

Networking opportunities

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

Paid holiday

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

Opportunity

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

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

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

Choosing an agency

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

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

How do you register with job agencies?

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

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

Finding the perfect role

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

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

The perks of using a recruitment agency in your job hunt

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

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

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

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

Your CV is essentially a written advertisement for yourself. This is the first piece of documentation that the employer and recruiter will receive, so you will need to sell yourself and make sure all crucial information is clearly listed. Make your first impression count!

Ensure your CV follows a clear layout

Start your CV with the essentials: your contact details and name. This is so very important, as you need to be contactable by recruiters. Make your name, telephone number and email address stand out at the top of the page.

Aim for a simple design – something too complicated can put people off. Use a clear font, simple headings and don’t include a photo.

Try to keep your CV to a maximum of two pages – the hiring manager will usually be very time-poor so won’t have time to review anything longer. Remember to proofread any document you send it to recruiters and employers. Look for any spelling and grammatical errors and if your CV includes bullet points, ensure they are all the same and follow suit.

Avoid the irrelevant

Be realistic when writing your CV. Keep all information relevant. If you are applying for a particular role, tailor your CV to suit the job spec. If you have covered elements in another role which may fit the position that you are applying for, make sure you mention this. By adapting your CV to match the job spec, you will be far more appealing than a candidate who may not have the experience required. When writing your CV, make sure you are always thinking about what you are writing. Avoid the obvious and ensure you do not waffle on. Try to bullet point your key responsibilities in your previous roles to stay succinct.

Mind the gap

You will need to explain any gaps in your employment history. An unexplained gap is usually a red flag and your recruiter will definitely ask you about it, as they will need to explain it to your potential employer. It doesn’t matter what your break was for – travelling, maternity/paternity or just a career break – being clear is much better than being vague.

You should also make reasons for leaving jobs clear – it could be that you felt that you were no longer busy and felt you needed a new challenge, or it may be that you were made redundant. Reasons such as these are not negatives and your consultant will appreciate your honesty.

Never, ever lie on your CV

It is common that candidates tell a fib or two on their CV. This may be in the hobbies and interests section, where it mentions that they enjoy team sports and cooking. However, others have made the mistake in lying about qualifications, salaries and achievements. Employers do carry out background checks on their candidates and if they find something that doesn’t match up, it can lead in a retracting of an offer at a later stage. The consequences are never positive, so it’s essential to make sure your CV is a true and honest representation of your experience.

Limit job-hopping

Millennials have thrown away the idea of company loyalty – most will only stick around for two years before looking elsewhere. [1] So, while having a variety of roles has become more common, there is a point where employers will start to question why your stints have been so short. There is an expectation that, unless there is a valid reason, you will remain in every permanent role for a year – if you only stay in a job for a few months, it will make you appear unreliable to your recruitment agency and employers.

One way to do this is to really think about the job before you accept an offer. Think about any reservations that you may have and why you may have such reservations. Your consultant is there to answer any questions you may have if you would prefer to avoid asking the employer directly.

You may be leaving a job due to boredom; your skills are not being utilised and the role is not busy enough for you. Before throwing in the towel, think about what you could do to help matters. Speak to your employer and explain how you are feeling. They may be able to help and give you more responsibility, making your current job more exciting and essentially will make you stay in the role for longer. The longer you stay in a position, the more reliable and loyal you will appear. If you have a hoppy CV, where you jump from roles without a second thought, it may appear that you lack engagement and struggle to get on with colleagues.

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For more advice on CV writing, check out our Insights page. Once your CV is ready for the job hunt, get in touch with the Tiger team, or check out our job listings.

1. https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html

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So you’re nearly at the end of writing your CV, covering your personal statement, previous positions and education. But have you included your interests and achievements? This often neglected element can be the section that puts you ahead of the competition, showing employers a little more about you.

This is almost the hardest part of your CV to write. Your education and work history are already set out for you, but now you have to be creative and use your imagination to paint a picture of the real you. Your CV is likely to be read by people who will have no other insight into your personality, other than what is on the piece of paper in front of them. They will be reading hundreds of CVs for a particular role, and so you need to make sure you stand out from the rest by giving them something to remember you by, to prove that you are an interesting person and character, and somebody they want to meet.

Try and think of things that you’ve done that will suggest to an employer that you’re able to fit into different environments and get on with other people. Perhaps you’ve completed your Duke of Edinburgh Award or taken part in an expedition on your gap year, which will convey that you’re up for a challenge and determined. If you’ve done a flower arranging course, enjoy photography, or do salsa classes every weekend, they’ll want to see that too. Jobs may require someone with certain traits, so match these to your achievements and make it attractive. For example, perhaps they want a PA who will use their initiative, be proactive and develop within the role.

It’s also important to consider how you write your interests and achievements. Writing ‘Head of debating society’ is not as attention-grabbing as ‘Whilst running the university debating society, I organised debates with other university teams and arranged social events for the society members’. If you play a musical instrument don’t just say ‘I play the piano’; make it sound more exciting by saying ‘keen jazz pianist’. But don’t lie! If you say you love going to the theatre and you get to the interview, you’ll be stumped if they ask you what the last play you saw was and what you thought about it.

Of course, there will be some employers who don’t value extra-curricular activities as much as others, and who will be focusing predominantly on your experience. If a recruitment agency is putting you forward for a role, then utilise their expertise and knowledge of the company by asking them for advice – they will know what kind of person the company are looking for.

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Read more about the importance of creating a great CV here, here and here.

The post Why You Should Include Interests & Achievements on your CV appeared first on Tiger Recruitment.

From panels to Skype or Facetime calls, Google hangouts to coffee shop meetings, there are many different ways to be interviewed. You should be prepared for them all as part of your job search. Phone interviews, especially, are very common, not least because they’re a practical way for recruiters to screen candidates ahead of a comprehensive meeting.

That being said, a phone interview has the potential to last just as long as a face-to-face meeting – if not longer – so it definitely pays to be prepared if you have a scheduled call in the diary. In shorter phone calls, the hiring manager or recruiter may just be looking for an articulate manner and confidence, but in the event of a longer phone call you’ll likely need to elaborate on your professional experience and achievements.

Do your prep

Set aside quiet time for your interview and be sure that you won’t be interrupted. Treat it as you would a meeting, and ensure there’s no background noise such as radio, TV or children. The other potential annoyance could be a fading battery so charge up before you answer the call. Sit down five minutes beforehand with your printed CV and any other necessary paperwork you might need. It’s best to be relaxed, not flustered, when you answer the phone. If you have one, consider wearing a headset – it will make note-taking easier.

In all other aspects, the phone interview should be treated as you would any other interview. Complete your research ahead of time: Review the business online, Google your interviewer and look out for any latest news items where the business might have appeared in the press. Be prepared to ask intelligent questions about the future of the company and what your role might look like within it.

One thing to know is that a phone interview is likely to feel less spontaneous than a face-to-face meeting. The interviewer will probably have a script they want to follow and are needing to tick off the boxes. While you might feel rushed at times, it’s possible they’re getting the answers they need so just go with their flow.

Obviously, it can be difficult to gauge body language on a phone call, so it does make it a little harder to judge how happy they are with your responses. The way to get around this is to try and help them out along the way. For example, if they ask you to summarise your career, before you progress to responding ask them to stop you at any point that they have questions or would like you to expand your point. Similarly, once you’ve finished answering, clarify you’ve covered everything that they were looking for before continuing.

Let your personality shine through

Have you ever noticed you can hear a smile on the phone? Strange as it sounds, answer the phone with a smile and with confidence. It’s a first impression that will stand you in good stead down the track. Similarly, maintain a consistent level of enthusiasm throughout the interview as this will be the most effective means to project your personality.

Try not to get too flustered, and if you need more time at any point, it’s totally fine to simply state, ‘let me think about that for a second’. Once you’ve come to the end of the call and all your questions are answered, thank them for taking the time to talk to you about the opportunity and reiterate your interest in the role. If you have their contact details to hand, send a quick note of thanks by email too.

Want to talk to Tiger about your next big career step? Get in touch today!

The post How to impress in a phone interview appeared first on Tiger Recruitment.

Perhaps you’ve recently relocated. Perhaps you’ve been with your business for a little too long. Perhaps you just need a new challenge. Whatever the reason, you know in your heart of hearts that it’s probably time to look for a new job. Making the decision to move is a big step in itself, but what next? How do you create interview opportunities? Where do you look to find out about those roles that aren’t advertised? And most significantly, what do you want?

Taking the next career step isn’t always easy. So, to help you find those once-in-a-lifetime opportunities, we’ve compiled our top ten tips which will hopefully guide you towards your dream role.

1. Research

For a complete overview on your chosen sector, we can’t stress enough the importance of completing your research. Take the time to find out what you want, who you want to work for and why.

2. Self-assess and determine your USP (unique selling proposition)

Use this time to assess where you’ve been, and where you want to go. Why would someone want to employ you, and how can you demonstrate those assets in the job application process? It helps to rehearse your own perfect elevator pitch. When you can confidently exhibit your abilities and desirability, you’ll do a far better job convincing other people of them.

3. Money

If this is the job of your dreams, you may need to compromise and think seriously about what you’d consider as a minimum pay check. Find out what your market worth is and how you might compare to other competing candidates.

4. Social media

Get your social media profiles on track. Ensure all those freshers’ week Facebook photos are set to private or, better, deleted altogether.

5. CV

Spend time on your CV and your cover letter, and don’t leave it to the last minute before writing it! Again, research, craft it properly, and have it proof-read by someone who’ll give you honest feedback.

6. Network

They say success comes knowing the right people but we think you make your own luck. It’s down to you to create your own achievements! That said, it certainly doesn’t hurt to put yourself in situations where you’re more likely to meet people who can give you solid advice – or introduce you to those who can.

7. Be committed (and persistent)

This is the job of your dreams we’re talking about! Don’t be put off by rejection. Try and try again. And try again.

8. Be creative

There are lots of ways you can stand out from the crowd. It doesn’t hurt to try something a little different, providing that you think the business might be receptive to it.

9. Upskill

You might be lucky enough to already have what it takes. But if you’re not, plan your path accordingly to becoming the ideal candidate. This might involve upskilling, re-training or volunteering – speak to those in the know to find out more.

10. Work with your recruiter

A good recruiter is worth their weight in gold. Once they’re convinced of your brilliance, they’ll bat for you until they find you the job of your dreams! Ask lots of questions, take on board advice and attend training.

Securing the job of your dreams is likely to be a marathon rather than a sprint. Keep to a clear path that aligns with your goals, and we firmly believe you’ll get to exactly where you want to be. Get in touch today and speak to a Tiger consultant about your career path: we may just have the dream role for you!

The post Top ten Tiger tips to win your dream role 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.

Table Of Contents

• Introduction
• Money Talks
• Development and Training
• Equity, Diversity and Inclusion
• Flexible Working
• Employee Wellbeing
• Relationships At Work
• Employee Turnover
• Summary

Introduction

Tiger Recruitment hosted a roundtable event, bringing together a select group of HR leaders across a range of industries. The discussion focused on their experiences of employee retention and acquisition.

There are plenty of reasons why staff leave their jobs — from low salary, poor management and lack of flexible working through to a long commute. According to Forbes, however, the most common reason an employee leaves is because of a toxic company culture, which ranks number one for 62% of jobseekers. With this in mind, the ever-evolving challenges that HR leaders face are far from simple.

Throw in the cost-of-living crisis, and employers now face even more pressure to improve working conditions for their employees. With junior jobseekers and graduates receiving lower salaries, compared to the average UK business support salary at £40,656, graduate retention and attraction came up time and time again as a key concern among our HR leaders. Is it possible to attract entry-level staff without the same attractive salary that might be offered to those with more experience?

In 2022, workplace trends, like the Great Resignation and quiet quitting, exploded, prompting many to reconsider their retention strategies. From boosting salaries to protecting employee wellbeing, read on to discover what our HR Leaders will be investing in over the next 12 months.

Money Talks

Our latest Salary and Benefits Review revealed that 51% of UK office workers received a pay rise in the last 12 months — almost twice as many as in 2021 (28%). While that might not present too much of a shock, given the current cost-of-living challenges the UK is facing, what may surprise employers is that many employees are prepared to receive less money overall (inclusive of salary, benefits, bonuses), in return for an increased base level of pay.

As bonuses are usually positioned as a job performance incentive, some employees aren’t confident that their performance will be accurately evaluated. Those in roles without commission also have less faith in the bonus system, as the value that they bring to a role has more vague indicators of performance. According to Employer News, 83% of HR professionals believe that compensation should be linked to performance. With this in mind, it’s no surprise that new employees who are yet to ‘prove themselves’ have concerns about the effectiveness of bonuses.

Some employers are experiencing an increase in requests for salary raises from junior candidates, due to a generational trend of open discussion about salary ranges. With 64% of UK-based employees wanting greater transparency from their employers about pay practices, and over half of employees across the US wanting to know what everyone at their organisation is paid, it’s clear that the push for more open communication is strengthening.

What employers are finding difficult, however, is not the request for transparency, but the lack of variable allowance across different industries, roles, type of pay, and experience. If these factors are omitted, the reality of an individual’s desired pay may fall short of their expectations.

At our roundtable, employers spoke openly about graduate salaries, with most — in light of the cost of living — agreeing there is a growing pressure to increase them. Many have altered their graduate bonus and salary structure, to accommodate for higher salaries with lower bonuses.

Employers mentioned that they were getting to the stage where the grads that they hired five years ago were starting to think about buying a home. But with the cost to buy being so expensive, these employees were looking to move further out. One employer expressed how disruptive this was for the business, and that they were planning financial support options for employees looking to buy their first home, to retain talent effectively.

Key actions

• Consider offering financial support to long-term employees looking to buy their first home. This will help to retain staff who are debating whether to relocate.
• If the budget doesn’t allow for an increase in the overall employment package, increase the base pay and reduce the bonus.
• Only consider pay transparency or banding if you can accommodate variations across experience, sector and role type.

Development and Training

Career development remains a leading factor in employee retention. In our Salary and Benefits review, over 40% of jobseekers reported that career development was a priority in their next job. Around the table, HR leaders made it clear that their retention efforts were focused on strong employee development structures, regardless of role or industry.

Some shared how they had realigned their career development framework to prioritise visibility in their structure. In doing this, they found employee feedback overwhelmingly positive as a result of all staff being able to map out a clear path of personal progression.

Some HR leaders said that they were trying to improve the level of training offered to roles that traditionally lacked in this area. For example, one company was in the process of launching a new training programme with the Institute of Executive Assistants and Administrators. This employer also planned to implement a top-to-bottom training plan, allowing for a diverse group of employees with varying experience to capitalise on peer-to-peer knowledge sharing, thereby encouraging transparency at the same time.

Training, as part of graduate apprenticeships, is a key focus for 2023. Many are evaluating these, with the majority seeing apprentices working weekends and unusual working hours, due to off-the-job training requirements. Following a full day of learning and working, many employers received negative feedback from their grads a contributing factor to feeling burnt out.

The training and development piece for grads is a key focus for employers, with most leaders at the roundtable saying that they find graduate employees the hardest to retain. In the Wiley Edge 2021 report on graduate retention, 16% of employers surveyed found that a staggering 51% – 100% of their graduate employees typically leave the business within 24 months. A further 38% found that between 21% and 50% leave within two years. With this in mind, HR leaders at the roundtable were either thinking of scrapping apprenticeships completely or had done so already.

Demonstrating to your staff that yours is a business where they can develop a career will play a huge role in their decision to stay or go. The more your company gives people the opportunity to improve themselves, the more likely it is they will stay to find out how. By nature, we don’t want to stagnate. This is self-perpetuating because as our career furthers, the more important our decision-making inevitably becomes – which in turn heightens our emotional investment in the business.

Key actions

Retention efforts should be focused on strong employee development structures, regardless of role or industry

Prioritise visibility in the career development framework, so staff can take greater ownership of their personal progression within the business

Extra hours and “tick-box” exercises enforced in certain graduate apprenticeships are proving to have a negative impact on graduate retention. Companies should consider assessing these schemes, by requesting feedback from their graduates

Equity, diversity and inclusion

Diverse workplaces make better decisions 87% of the time. Research has also shown that diverse staff are more innovative, creative, and faster problem-solvers.

The push for a more diverse workplace is still front of mind for many employers. HR leaders at our event declared that their diversity and inclusion had improved across the board, and that they are still reporting rising numbers in their data.

Several employers have made significant progress as a result of establishing ED&I committees, with one claiming they were inundated with applications for the committee elections. Another stated that increased maternity and paternity payments have been a great success in regard to a more inclusive work environment. With new strategies in place, employers also have more accessible data on ED&I, which has been pivotal in their plans to make further changes.

One leader said that by requesting ongoing feedback on their ED&I initiatives, they are able to ensure that new strategies are well received, and gain greater insight into the thoughts of a wide range of employees.

Although progress is being made, equity, diversity and inclusion remain an area that still needs sustained and continued attention. The majority of employers agree that moving forward, actively hiring a more diverse workforce is essential in striving for equality.

It’s still as important as ever for employers to be part of the change, and at Tiger we will continue to champion the efforts made for progress. If you are looking to improve your ED&I, here are a few tips on how to do so.

Education

• Education can be in the form of training, discussions, and open communication. A good place to start is by creating an ED&I guide for staff.
• Learn from previous mistakes; educate yourself and your employees on what can be improved.
• Lead by example as an employer; pass on the importance and benefits of inclusion in the workplace.

Reach wider audiences

• When writing job openings, descriptions should be catered to reach broader audiences. These jobs should also be sent to a wider net of platforms and outreach programs.
• Advertise your company values on ED&I. Most companies forget to celebrate their workplace culture in their job listings, website, and media channels, but this should be a very visible part of your employer brand.

Communication

• Inclusive language is very important and a powerful tool for managers to open up internal communication.
• To make sure you are using inclusive language, avoid biases, slang, and expressions that discriminate against groups of people.
• By asking your diverse workforce for feedback you will ensure transparency as well as ownership of your actions.

Offer meaningful opportunities

• Take an individualistic approach to career development by nurturing talent and asking people what they want. Offer equal opportunities and be inclusive of all diversity groups.
• Set measurable goals, whether it be through quotas or feedback. Use this data to help direct progress in the right areas.

Foster at all levels

• From management level down to graduates, diversity should be a consideration when hiring for any position.
• Whether via blind CV, skills testing or widening your candidate pool, make a commitment to remove biases from the recruitment process.

Offer better workplace flexibility and policies

• Allow employees to take time off for religious holidays that may not be officially observed by the company.
• Be flexible with RTW parents and offer competitive parental leave.
• Ensure your office is well-equipped with inclusive facilities, including wheelchair access and non-gendered bathrooms.
• Offer the option for flexible working hours.

KEY ACTIONS

• Actively align the recruitment process into DE&I initiatives, involving key stakeholders and training managers where needed.
• Review existing policies to make sure they’re inclusive. Installing an ED&I committee in the workplace can support internal change.
• Even with improved ED&I data in 2023, more still needs to be done, as equality figures remain unbalanced across the board. Hold those in management accountable to change.

Flexible working

In the second half of this year, we saw a wave of employers insisting on workers returning to the office full time and, as a response, many employees started to look elsewhere. While most people enjoyed the flexibility of WFH and found greater productivity, some employers were not convinced. According to a BBC report, 87% of workers believe they’re performing just fine, while only 12% of employers say they have full confidence their team is productive.

Many of the HR leaders that we spoke to said that post-pandemic, they had asked workers to come in three days a week, but received a lot of pushback. People couldn’t benefit from the savings of a five-day season ticket, and, as a result, some employees were asking companies to expense the difference. Under the assumption that remote working was a permanent fixture, some staff relocated further away from their offices during lockdown and were more resistant to coming in for three days.

Since then, most employers have decided to judge flexible working on a team-by-team basis. Certain businesses have found this altered approach to be a popular strategy, as there is not a one-size-fits-all solution. As for travel expenses, the HR leaders we spoke to were unanimously opposed to reimbursing these costs.

However, the rise in the cost of living has shed light on the pressures for employers to help out with rising energy prices. As remote working has become less affordable, some employees have campaigned for businesses to reimburse their energy usage whilst they’re working from home.

Uswitch estimates that full-time home workers increase their daily gas use by 75%, while electricity use is predicted to rise by 25%.

If an employee is seeking financial support, employers agree that encouraging them to return to the office would help with the reduction of home energy usage. Collectively, our HR leaders agreed that they would rather increase salary than recoup energy bills.

Being inclusive of new starters has continued to be a struggle in the remote landscape. Some employers have emphasised the importance of new employees being in the office in the first few months of their role, even if their role is fully remote. By having direct access to their superiors, some employers have noticed learning has been faster, and new starters have built better relationships within their teams.

That said, some employers felt that we should perhaps be embracing the new way of working to be more accommodating to the younger generations, by finding better solutions in the remote world. One HR leader expressed that it’s just a matter of showing them the right tools and changing the mentality of how leaders can knowledge-share. By adapting how we mentor, we can provide learning and development opportunities without forcing them back
into the office.

While hybrid working has its benefits, employers have noticed a greater risk of burnout in those that work exclusively remotely. Some have said that remote workers are more likely to work longer hours to try to keep up with the workload. Given these circumstances, employers have encouraged these members of staff to attend the office more. In doing so, they’ve resolved workload anxiety organically by collaboratively sharing the load without the fear of bothering colleagues over the phone.

At our roundtable, the concluded outlook on flexible working, was that flexibility goes both ways. On the whole, employers were more open to offer flexibility to those employees who showed willing and, in return, met the needs of the company.

• Recent evidence suggests that companies with a 90% remote workforce reported being just as happy with manager-employee face time as those with a 10% remote workforce. Of those with face-time concerns, engagement and culture – not productivity – emerged as the primary challenge.
• 1.8% According to the ONS labour productivity report, output per hour worked was 1.8% higher in Quarter 2 (Apr
  to June) 2022 than the average level in 2019, pre-pandemic.

KEY ACTIONS

• Employers should stand by employees’ flexible working, as productivity remains higher compared to those working in the office full time.
• There’s no one-size-fits-all to hybrid working. Flexibility should be judged on a team-by-team basis, allowing managers to decide what works best for their individual teams.
• If employees are looking for help with their energy usage and/or travel expenses, consider implementing a designated cost-of-living bonus rather than a reimbursement.

Employee Wellbeing

More than 50% of employees want employers to do more to support their mental wellbeing, and feel that workplace stress and anxiety can result in increased absence and dissatisfaction with their job. With this in mind, employee wellbeing has been in the spotlight. By implementing workplace support, employers have noticed a positive shift in office morale as well as sustained productivity. Some have been actioning an individualised approach, whereby one-to-one coaching and therapy sessions are offered to help employees build coping mechanisms when confronted with anxiety and stress.

The wellbeing of newer members of staff is of particular importance, especially those with limited work experience, as they’re less likely to ask for help when their workload becomes overwhelming. Many employers believe this is partly because new starters don’t feel completely comfortable yet within their team relationships, which could be hindered by the lack of social exchanges in remote working.

Successfully onboarding a new employee into the workplace is all about trying to provide opportunities for the new employees to build key relationships and make new connections, whether they are working from the office or from home.

Small interactions can make all the difference when integrating new starters into the workplace. Many employers have encouraged their senior management to take initiative and the time to introduce themselves to new starters whenever they catch them in the office. Saying hello by the coffee machine or sparking conversation in the communal areas of the office, are all simple but effective ways in making a less intimidating work environment.

People don’t want to be ignored or feel excluded from decisions that directly relate to them. Be transparent with your staff about the business’s performance, your frustrations, your hopes, and any news. Encourage open plan areas in the office where staff can communicate with each other. Offer regular 1:1s and listen. You’ll encourage buy-in from staff if they’re feeling heard. Listen to their concerns and observe how they feel more valued as a result.

Relationships at work

According to m3, half of people stated that company culture is the most important factor when deciding whether to accept a new role, while 41% said that culture is one of their main considerations. This suggests that publicising and promoting the company culture should form a key part of the recruitment process, yet businesses are failing to effectively capitalise on this opportunity. Disappointingly, one in 10 businesses do not promote their company culture to potential new employees at all.

While flexible working remains highly sought after, the office social life has become tumbleweed to some. In the hybrid world of working, Friday has become a popular WFH day for many employees — a world away from pre-pandemic Friday evenings when co-workers would gather and go for drinks.

The HR community has had their fair share of challenges in reintroducing a post-pandemic social life to the workplace — with one notable issue being the increased popularity of sobriety. In fact, 26% of 16–24-year-olds are not interested in drinking alcohol at all. Our HR leaders recommended social activities such as sporting events, bowling and even candle-making workshops, with the most creative approaches being the most well-received among staff.

Recognition needn’t be in the form of cash, and reward needn’t be in the form of a prize. A simple ‘well done’ in front of the wider team can do wonders if it’s genuinely delivered. Even better, see how well an unexpected early finish on a Friday goes down! Offer employees the opportunity to listen to your reasons for making decisions. By giving them a glimpse into your rationale as opposed to barking orders, you’re much more likely to incite trust. For the business and staff to feel a collective sense of purpose, you’ll need to tap into their emotional values and personal visions. Offering them the opportunity to come together as part of a team effort will enhance this, so be sure to encourage teamwork and open communication.

KEY ACTIONS

• HR leaders are planning more inclusive work events that cater for sober employees.
• With Friday evening socials off the table, employees are enjoying more activity-based social activities.

Employee Turnover

Employee turnover rate and retention both play a crucial role in shaping the success of an organisation. By prioritising staff retention, HR teams can build a loyal workplace with increased productivity and a positive impact on the company’s overall performance. It’s important to make sure there’s a balance between managing the turnover and implementing successful retention initiatives. When the balance is right, employers can expect productive, thriving employees who are fulfilled and excited about contributing to the long-term success of the business. Reducing employee turnover requires a proactive approach that supports the longevity of your employees.

A successful onboarding process is vital for ensuring new employees feel welcomed during what can be an uncertain time. Successful onboarding goes much further than administrative tasks and paperwork, to ensure that the new employee is given as positive start as possible.

If you don’t have an HR team or dedicated person who can help with this, use your office manager to help with onboarding. The process should start before their first day, and can include a welcome message alongside a pack on what they can expect in their first week or month. Supporting the social aspect of your company ahead of their start date can be beneficial. For example, a coffee or drinks could be organised with your new hire and the rest of the team so that they see some familiar faces on their first day.

Encouraging employees’ work-life balance goes a long way to supporting their wellbeing and overall happiness. From the top down, by promoting a culture that values the importance of personal time, employers and leadership teams will find that that staff are more energised and productive when at work.

There are a number of ways that HR teams can implement this, with one of the easiest being flexible arrangements such as remote work options and flexi-hours. Importantly, managers should also set realistic workload expectations to avoid excessive overtime and prevent burnout.

Leading by example and promoting self-care, offering resources for stress management and wellbeing initiatives will further demonstrate the business’ commitment to supporting a healthy balance between work and personal life.

Having personal development initiatives in place provide employees with the necessary knowledge and support to excel in their role. By investing in continuous learning opportunities, employers are demonstrating the ways that they value their staff, prioritise their growth and offer opportunities for career advancement.

Summary

In 2022, we witnessed trends like the Great Resignation and quiet quitting, which formed the basis of recurrent recruitment and retention difficulties. In response, we have also seen employers prioritising the upskilling of their existing staff to compensate for hard-to-fill roles. If you’re doing this, we encourage you to put in place a clear career development
plan. This allows staff to progress in new areas of the company or role, motivated by a supportive structure and the promised rewards of expanding their skills.

In 2023, we expect to see the ratio of job vacancies to candidates to be more equally matched, ahead of the Great Rebalance. The January “big move”, where employees leave positions in the new year after bonuses are paid, is a trend that we see repeated year after year. With this in mind, we advise employers to recognise the employees who have gone the extra mile in their EOY appraisals and to consider offering competitive salaries and career development training for the new year.

At Tiger, we expect to see flexible working as a continued attraction to jobseekers in 2023, and we encourage employers to offer hybrid working as part of their employment package. Like many of the employers at the roundtable, we suggest judging flexible working on a team-by-team basis, to better meet the needs of the employees and company.

At our roundtable, job perks were a discussion highlight in the context of 2023 retention strategies, and we were pleasantly surprised to hear about some of the innovative ways companies were prioritising employee wellbeing. Organised activities such as massages and mindfulness lessons were most popular among staff, with the consensus being that these directly impacted improved morale and positivity.

Free office lunches were also suggested as an easy win. Employers noticed an increase in office attendance when they provided food, and plan to continue organising free meals as part of making a small difference in the cost of living. One HR leader also mentioned that this was a great way for new starters to socialise with other staff, as they found attendance was up and everyone took some time to chat whilst on lunch.

As many as two-thirds (67%) of employees who have free food at work class themselves as “extremely happy” or “very happy”.

Some HR leaders are also finding value in employee apps that provide financial advice, mindfulness techniques, yoga etc., which employees can access at any given time. Some of these include Welbot, Headspace for Work and Ben. Private financial planning was another retention strategy that some employers were looking to help their employees within 2023.

KEY ACTIONS

• Ahead of the January big move, recognise the employees who have gone the extra mile in their EOY appraisals, and consider offering competitive salaries and career development training for the new year.
• The key to retention in 2023 is securing a strong benefits package. Where relevant, this should also be updated to suit the hybrid working model.
• Employee wellbeing is in the spotlight for 2023. HR leaders are trying to incorporate mindfulness into the workplace, as well as perks that make employees feel valued.

The post Retention and Acquisition Trends appeared first on Tiger Recruitment.

Finding the ideal job is the aim of every jobseeker, but there are just not enough dream jobs out there for everyone to be satisfied.

As the leading recruitment agency in London, we believe that the task is not impossible! Here are some tips to help you in your quest.

The holistic approach

Don’t put all your eggs in one basket. For instance, register with two recruitment agencies instead of one, whilst at the same time, searching through other mediums. This might mean applying for jobs advertised directly by potential employers in print or online.

Where to search

Recruitment agencies are a good starting point but do your research and register with the right ones! The best way to tell this is by looking at which jobs they are advertising and reacting accordingly. As above, register with more than one but I would suggest no more than three.

Online job sites are one of the most popular places these days and will carry advertising directly from employers as well as agencies. Check job sites twice a week and try and apply as soon as a job comes live. Many employers and agencies will close the job once a certain number of applications have been received, so it’s worth getting in early.

When applying for jobs make sure you spend some time making sure your cover letter is targeted towards that specific job and entices an employer/agency to call you in for interview.

As above, spend a good amount of time getting your CV just right. Consistency, clarity, no typos, good grammar and no more than two pages in length are the golden rules.

Direct approach

If there is an employer out there you are really interested in working for, see if you can find the contact details for their HR department. Send your CV directly with a targeted cover letter that explains what positions you are interested in and why you feel that you would be suitable for the job. At the end of the day employers want to avoid paying agency fees, so you are doing them a favour.

Tenacious yet respectful

It is sometimes tempting to question an employer’s or agency’s sanity if they don’t want to see you. Don’t pick up the phone and annoy them! Wait for another job to come up and reapply, having in the meantime, tweaked your CV or cover letter. There is nothing wrong with sending a quick email asking whether there was anything specific on the CV that put them off or if they had any feedback.

Finally, it’s worth considering what your ideal job looks like. Everyone’s aspirations are very different, and before you start applying, you need to think hard about what it is you want to do. Which location would suit you best? What are your long-term career aspiration,s and what is the best step to take in your career to achieve those aims? All of these questions will inform your path and hopefully lead you on the way to your dream role!

To see how the Tiger team can help you find your dream role, get in touch.

The post How to find the ideal job appeared first on Tiger Recruitment.

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

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

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

Recognising the Early Signs of Burnout

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

Methods for Managing Burnout

1. Establish boundaries and manage expectations

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

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

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

Some examples of how you can do this are:

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

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

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

2. Prioritise self-care

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

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

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

3. Focus on your personal life

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

5. Know when to ask for help

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

6. Reverse Scheduling

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

7. The Pomodoro ‘Flow State’ Technique

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

Long-Term Strategies to Prevent Burnout

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

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

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

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

Table of Contents

• What is recruitment and selection
• Difference between recruitment and selection
• Diversity in hiring
• Writing a job specification
• Writing a good job ad
• Creative candidate attraction strategies
• What to look for in a CV
• How to conduct an interview
• Tailoring interview questions
• The offer process and securing a candidate
• Best practice onboarding process

We have matched exceptional jobseekers with fantastic businesses since 2001 and, for those looking to recruit staff, the recruitment and selection process has changed drastically since then. The pandemic instigated a significant shift in the way we work, and therefore a change in the desires of both businesses and jobseekers.

Now, we’re seeing another dramatic shift in hiring. Both the pandemic and the calls for increased diversity in the workplace have forced many businesses to transform their recruitment and selection processes. From the conversations we’re having with employers in the wake of this, it’s clear there is a need for a simple, straightforward guide to the basics of the recruitment and selection process from start to finish.

What is recruitment and selection?

Recruitment and selection processes refer to the procedure of finding suitable candidates for a company to fill job vacancies. It involves identifying the requirements of a job, advertising the position, defining the requirements of the position, and choosing the appropriate candidate for the job.

Learning the recruitment and selection process effectively is essential for employers who want to recruit suitable staff, save the business time and optimise resources. Following each step of the process through to selection will also lead to better retention rates and long-term hires.

Difference between recruitment and selection

What is the difference between recruitment and selection?

Recruitment refers to the process of finding potential applications for a role. If you’re working with a recruiter, this might be with an initial briefing to understand exactly what you’re looking for, so that they might then write a job ad, search for candidates, and provide a shortlist. Once you’ve signed off on this, the next step would involve an interview process. Selection then follows, which is the route to hiring your preferred employee from those you’ve met.

In other words, selection is the process of choosing the right person for the job.

Recruitment and selection policy?

A comprehensive recruitment and selection policy ensures consistency in the process and helps to manage expectations for all parties. Such a policy serves as a guiding framework that outlines the organisation’s principles, procedures and best practices for attracting, assessing, and hiring potential candidates.

Firstly, a well-defined policy ensures consistency and fairness throughout the recruitment process. By establishing clear guidelines and criteria, it helps minimise any potential biases and ensures that all candidates are assessed on their merits and qualifications. Moreover, a recruitment and selection policy promotes transparency, both internally and externally. It provides employees with a clear understanding of the company’s hiring practices, ensuring a consistent approach and reducing ambiguity or confusion. Externally, it presents a professional and ethical image of the company, fostering trust between jobseekers and employers. Additionally, a robust policy helps mitigate legal risks and compliance issues by ensuring adherence to applicable laws and regulations. It outlines procedures for handling sensitive information, ensuring confidentiality and data protection.

Overall, a recruitment and selection policy is crucial for maintaining a fair, efficient and legally compliant recruitment process, ultimately leading to the identification and hiring of the most suitable candidates for the organisation’s needs.

Tiger’s recruitment and selection process

Let’s look at Tiger’s recruitment and selection process.

Diversity in hiring

Diversity is about including, embracing and empowering a range of people by respecting and appreciating their age, gender, ethnicity, religion, disability, sexual orientation and education. Diversity is important because everyone deserves to have the same opportunities in the workplace. However, due to discrimination, prejudice and systemic racism, this is rarely the case. So, if a workplace promotes diversity and inclusion through actionable initiatives, it can help provide opportunities for those from underrepresented groups.

Everyone brings a unique perspective to the workplace and, if an office is diverse, these different perspectives can make organisations stronger and more successful. There have been many studies to support this, one being the McGregor-Smith Review, which found that the benefit of having a representative black and ethnic minority workforce would add an additional £24bn a year to the UK economy, which represents 1.3pc of GDP.

Protected characteristics under the Equality Act

Legally, unlawful discrimination is dealt with under the Equality Act 2010 (applicable in England, Scotland and Wales). There are nine protected characteristics under the Act:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

The Act states that unlawful discrimination includes:

• Direct: Someone is treated less favourably than someone else because of one of their protected characteristics
• Indirect: When an employer applies criteria to all employees, where as a result, those with shared protected characteristics are discriminated against
• Harassment: Unwanted behaviour that relates directly to someone’s protected characteristic – could be in the form of intimidation, humiliation, hostility or offence
• Victimisation: When an employee is treated unfavourably because an employee has made a complaint, raised a grievance or given evidence in respect to a complaint about discrimination

The Act states that employers must not discriminate against those applying for employment during the recruitment process.

Effective tools for encouraging diversity include:

• Blind CVs
  • Removing names, ages and genders from CVs before they are passed to the hiring manager
  • These can be still read in a certain way, so should not be the only measure put in place to remove bias
• Skills testing
  • Using skills tests as the first step in the recruitment process can help jobseekers progress through to the following stages in the recruitment process, based entirely on their skills
  • This can help remove bias based on protected characteristics in the first stage of the recruitment process
• Creating a role-based scorecard for interviews
  • Using a set scorecard for each interviewee which is weighted towards essential skills/ characteristics – this can make interviews more objective
• Diversity targets
  • These can be based on the location of the office (reflecting the general population of that area)
  • Communicate your diversity targets to your recruiter in the first instance
• Including a hiring metric based on diversity
  • If an employee’s potential contribution to the diversity of a team is taken into account in the recruitment process, it will result in a more diverse talent pool

Find a more comprehensive guide to diversity in recruitment, and read our diversity and inclusion in the workplace guide. If you’re looking for a diversity and inclusion or freelance HR consultant to help your business, get in touch today.

Writing a job specification

A job specification (job spec) or job description is a document created for candidates to understand the details of the job, before they apply for it. It’s an easy way for them to understand what the job will entail and conclude if it’s the right position for them.

Why is a job spec important?

• It will convey the company’s expectations for the position in a transparent way
• It helps the business stay competitive in the market, as well as prove its investment in employees through details about benefits and company culture
• It will help distinguish between suitable candidates and those who don’t have essential skills or requirements
• It makes the recruitment process easier from the very start, as the job spec clearly sets out expectations
• It gives the candidate a clear understanding of the role and what’s expected from them
• It can attract and entice candidates
• A good job spec comes across as professional and organised, helping to represent the employer brand in a positive light
• The more detailed the job spec, the easier it is for a recruiter to find the best possible person for the role

Format of a good job spec:

• Information about the company
• Day-to-day duties
• Requirements/skills/experience needed (this can be separated into essential and desired categories)
• Personal attributes
• Benefits of the role

Writing a good job ad

If you’re not using a recruiter, it’s likely, that you will also write a job advertisement for the role, in-house. The ultimate goal of a job ad is to attract the best talent, so it’s worth taking the time to write a fantastic ad.

While you want to attract the best talent, it is essential that all role expectations are communicated clearly and understood by the employee before any type of commitment is made. If a role includes a large amount of administration or irregular hours, mention it – otherwise, a discrepancy between what an employee expects and what can you deliver could arise.

Other elements to consider when writing a job ad include spelling and grammar, tone of voice, a clear heading, simple language and enthusiasm. Writing the best possible job ad will also reflect positively on your employer brand, which ensures your opportunity is considered by the right candidates.

There are also common mistakes that we see many employers make when writing their own job ads. The following are some things to avoid:

• Exaggerating the position or company
• Ignore company culture
• Be evasive about salary

What’s the difference between a job ad and a job description?

Remember, a job ad and a job description are different: a job description describes what a candidate does for you, whereas an ad should focus on what you can for them.

If using a recruiter, it’s likely they will write the job ad for you, once you’ve provided them with a thorough job description or spec.

Creative candidate attraction strategies

Our MD, Rebecca Siciliano, hosted a webinar in March 2019 where she offered her expert insight to hiring managers around creative attraction strategies in times of uncertainty. She discussed:

• Going above and beyond what’s enshrined in law
• Creative attraction trends
• Streamlining your hiring process
• Remuneration and reward
• Work-life balance and flexible working
• Working initiatives and career progression
• Sending positive messages to candidates

Find the full session below:

When looking to attract talented candidates, it’s useful to think outside the box (and the traditional job ad). It could be as elaborate as a creative job ad or as simple as setting up a strong referral process. Looking for inspiration to get you started? Head over to our blog on creative ways to attract the best talent.

Remember, by 2025, millennials will make up three-quarters of the workforce, so it’s incredibly important you take them into account as part of your attraction strategy. You can do this by investing in your digital presence. They were the first generation to grow up surrounded by digital technologies, and as such, will rely on the internet for information about your employer brand. Invest in building a digital presence that’s attractive to the best talent, with consistent messaging and experiences across all sites. Don’t be afraid to use social media for sourcing – LinkedIn, Facebook, Twitter and Glassdoor can all be effective.

What to look for in a CV

When looking at candidates’ CVs, it’s important to know what to look out for with a quick scan of the document. Below, we outline what we look for in a great CV, along with common misconceptions we’ve heard along the way.

CV Layout

So, what should a CV look like? Look for:

• Consistent formatting
• Correct spelling/grammar
• No more than two to three pages in length
• Simple design and font use

Education

Education is clearly important, but often employers will rule out candidates who don’t have a bachelor’s degree, even if they are clearly intelligent (e.g. strong A-levels but have chosen not to go to university). We see this quite often when hiring personal assistants and office managers. Remember, if you do rule out a candidate based on their university qualifications, you’re at risk of narrowing your pool of candidates and potentially excluding your dream hire!

Interests/achievements/further information

These sections are a fantastic opportunity to learn more about a candidate on a personal level, behind the CV. This, in turn, gives you a better indication of their personality and if they are likely to be a good fit for your workplace. It’s also a good indication of the level of imagination and creativity a candidate possesses, as there isn’t a lot of room for individual expression on the rest of the CV. As recruiters, we actually use this information to help us do just that, so we would highly recommend more than a cursory glance at these sections.

Soft skills

It can be tempting to hire prospective employees based on specific skill sets, past experience, and referrals. Personality type and soft skills like patience and enthusiasm, however, factor into workers’ success just as much (if not more) than their ability to carry out the role. Unlike industry experience and technical skills, soft skills often cannot be taught, though they can make or break a successful onboarding process.

While CVs may outline the soft skills of a candidate, it’s unlikely you’ll be able to completely understand the breadth of these from this alone. Therefore, you should always try to go into soft skills in more detail in later stages of the process.

Movement on a CV

A number of employers find a CV with little movement unusual or an indication that the candidate won’t stay in one role for long. While this may have been the case in the past, it’s now very normal for a candidate to ‘hop’ from one role to the next, particularly millennials.

When you review the CV of a job-hopper, consider the following points:

• The calibre of the companies they have worked for
• Why they might have left their previous roles (ask your recruiter for more information about this if you’re unsure)

Essentially, hoppy CVs aren’t necessarily a negative thing, so never exclude a candidate based on this reason alone.

For more tips, read our blog on how to screen CVs.

How to conduct an interview

Effective interview techniques are essential to get the most out of the experience. If done well, you’ll better understand your employees’ motivations and be better equipped to nurture their desired career path for the benefit of your business.

As the interviewer, it’s your job to make the candidate feel at ease in the situation (as they are probably nervous) when conducting interviews. Remember: a calm, informative and honest interview will ensure the candidate performs at their best, allowing you to ultimately make the right decision. It’s also a good idea for hiring managers to prepare for an interview beforehand.

Set the scene for the interview

There are different types of interviews, mainly consisting of 1:1, panel and group assessments, with 1:1 being the most common. By explaining the format of the interview and what the candidate can expect, will allow them to feel comfortable and will make for more effective interviewing.

Make interviewees feel at ease

If the candidate feels at ease, you will get the best out of them in the interview and have a more accurate representation of their character/ skill set. If working with a recruiter, brief them on what the interview will entail so that they can prepare the candidate on what to expect.

This includes:

• Who will they be meeting?
• What is the interview type (i.e. panel, telephone, video)?
• Will there be a skill or psychometric test?

In the interview, you can make the candidate feel at ease by adopting friendly, open and warm body language. As mentioned above, start the interview by outlining what the candidate can expect. It’s also a good idea to give the candidate an overview of the company and the role as this will allow them to settle in and calm their nerves before answering questions.

There are topics you should avoid venturing into during the interview, as they have no bearing on the candidate’s ability to perform the role successfully. These include those topics to do with protected characteristics (as mentioned above), but also questions about social media accounts and leading questions.

Structure of interview

In the beginning, reiterate what structure the interview will follow and give the candidate an overview of the company and role. This is an effective interviewing technique as it will make the candidate feel at ease and give them time to tailor their answers and choose the best examples.

Next, talk through a candidate’s CV and experience. This, alongside targeted questioning, will take up most of the interview. The goal here is to find out about the candidate, their previous experience and what they’re looking for in a new role. Questions to ask at this stage may include:

• Their reasons for leaving
• Why they want to work for the company
• What can they bring to the role

After your questions, give the interviewee a chance to ask their own. This allows them to show an interest in the role and company, as well as proves they’ve done background research into the company.

End the interview by explaining what the next steps might be and when the candidate can expect to hear feedback. Regardless of how well the interview went, always thank a candidate for their time and finish on a positive note.

How long does a job interview take?

The length of the interview depends on the role, the level of experience and the number of stages in the interview process. We recommend a minimum of 20 minutes for a first-stage interview (if there are several stages). A single interview could take up to 45 minutes, but try not to keep the candidate too long, especially if they are meeting different people.

Tailoring interview questions

While it’s important to tailor interview questions depending on the specific role the candidates are applying for, there are a number of general questions employers should always ask in an interview. Below, we break down the specific types of questions that can be asked when assessing a candidate.

Different types of interview questions

There are different types of questions that an employer can ask when conducting interviews. These include:

• Open and closed questions – closed questions have a ‘yes’ or ‘no’ response, whereas open interview questions are those which require further explanation from a candidate.
• Competency/behavioural questions – these are designed to test/ask questions about a candidate’s specific skills or behaviours
• Situational – focuses on a hypothetical circumstance and asks how the candidate would react in that situation
• Probing – often used to learn more about the candidate’s personal qualities, skills and experiences, based on their initial answers to questions

A combination of both competency and situational questions will provide you with a holistic view of a candidate’s thought process and problem-solving abilities. These are open questions and will therefore require the candidate to tell you a bit of a story and paint a complete picture of their experience and approach to work. These should be defined ahead of the interview with the desired competencies in mind.

Closed questions can be useful too. These are the ones that only need the one-word answers. They have their place, especially in an interview environment where you might be asking prospective permanent staff technical questions to test their understanding. Equally, if you’re rushed for time, closed questions can be a speedy way of generating easy conversation at the start or end of a meeting.

Competency-based interviews are becoming increasingly popular, with companies opting to ask broad questions that reveal a candidate’s skills and personality behind their CV.

What is a competency-based question?

Competency-based questions typically lead a candidate towards describing a situation and/or task.

For example, you may start a question by saying:

• Tell me about a time when …
• Give an example of when …
• Describe a time when …
• Have you ever been in a situation where …

Competency-based interview questions always require an example of something a candidate has done in the past (to use as an example of their competency or behaviour in a certain situation).

Pros of competency-based interviews

Competency-based interviews allow you to use a set script or a score-based system for assessing candidates. This typically means that all candidates are asked the same questions, allowing there to be a fair interview process in place, where every candidate has an equal opportunity to shine. Competency questions force candidates to recall their personal experiences, which may then be elaborated on.

Finally, these questions allow candidates to show they have all the experience and capabilities to do the job well.

Cons of competency-based interviews

As with every type of interview, there are cons associated with using competency-based questions. In some cases, candidates spend so much time preparing polished answers that they unintentionally give the impression they have a robotic personality. Also, some may struggle with the open-ended nature of the questions and end up giving poorly constructed or unclear answers. Typically, these are the most challenging types of questions — some employers report that they find candidates will freeze if they feel they’re put on the spot with a competency-based question. Finally, if an interview focuses exclusively on competencies, a candidate might not get the opportunity to convey their emotions or motivations.

Examples of competency questions

Influencing or persuading others:

• Tell me about a time when you were able to change someone’s viewpoint significantly
• Tell me about a time when you were asked to do something that you disagreed with

Interpersonal and team skills:

• What experience have you had working with a team?
• Which skills and personal qualities have you contributed to the teams you have been a part of?
• Tell me about a time when you used tact and diplomacy
• Tell me about the last time you had a disagreement with someone
• Tell me about the most difficult person you have worked with
• What have you disliked in your past jobs?
• What kinds of people do you enjoy working with?
• What qualities do you admire most in others?

Communication skills:

• Tell me about a time when you were successful in getting crucial information from another person
• Tell me about a time when someone misunderstood what you were attempting to communicate to them

Personal adaptability, energy and resilience:

• Tell me about a time when you felt under pressure
• Tell me about a time when your work or ideas were criticised
• Tell me about a time when you felt frustrated by your work

Self-management, self-motivation and self-knowledge:

• Tell me about a time when you acted over and above the expectations of your role
• What have you done that shows initiative and willingness to work?
• What are three major accomplishments from your last role?
• What does ‘success’ mean to you?
• What does ‘failure’ mean to you?
• What motivates you at work?
• What are your interests outside work?
• Tell me about a major problem you have encountered and how you dealt with it?

Problem-solving and decision-making:

• Tell me about a difficult decision that you have made
• Tell me about an unpopular decision you have made
• What significant problems have you faced in the last year?
• How do you work under pressure?
• How would you motivate an employee who was performing poorly?

Conflict management and ethics:

• How did you resolve conflict in the groups or teams that you were a member of?
• How would you resolve a dispute?
• Tell me about a time when you bent the rules. When is it okay to do so?

Personal and career objectives:

• What are your short- and long-term goals?
• What are the most important things you are seeking in a career?
• Who do you admire most and why?
• Why do you want this position?

Knowledge of the organisation and role:

• Why did you apply for this position?
• What skills and personal qualities are essential for success in this role?
• What would you like to know about this organisation?
• What do you believe you can contribute to this organisation?
• What do you know about our organisation?
• Why are you interested in working for our organisation?
• In what kind of work environment are you most comfortable?
• What qualities should a successful manager possess?
• Describe the relationship that should exist between a supervisor and those reporting to him or her

Work experience:

• Tell me about the best job you’ve ever had
• What did you enjoy most or least about your last job?
• What extracurricular activities are you involved in?

Ability, competence and achievement:

• What two or three accomplishments have given you the most satisfaction? Why?
• What do you feel qualifies you for this position?

Stress questions:

• How do you react to criticism?
• Can you accept criticism for poor work?
• What causes you to lose your temper?
• Aren’t you overqualified for this role?
• How long would you expect to remain with this organisation?

Essentially, what you’re looking for is someone who can positively contribute to the business by using their pre-existing knowledge and any new skills they learn on the job. It’s important to establish that they possess the relevant skills for the advertised role, which can be conducted through a small skills-based task.

The offer process and securing a candidate

Congratulations! All your hard work throughout the interview process has paid off and you’ve found your dream hire! Below, we outline the next steps to take to ensure you win over your chosen candidate as quickly as possible.

The pre-offer stage

The offer process is an integral part of securing your dream candidate. Essentially, strong communication and acting quickly are key.

This process begins before interviews start, as communicating timings and setting expectations around the interview process are essential. If working with a recruiter, talk to them to learn important information, such as where the candidates might be in recruitment processes for other positions and salary expectations.

Offer and acceptance

When making an offer to a candidate, this usually begins with a verbal conversation. During this talk, you may mention salary, benefits, an expected start date and reference requirements.

In some cases, there may be some negotiation and working around a counter-offer from the existing employer.

Once the candidate accepts, you will be able to get in contact with them directly (if you’ve been using a recruitment agency up to this point). At this stage, the contract and offer letter is sent to the candidate.

Elements to include in the contract/offer letter

There are a few key points to include in a contract or job offer letter. These include:

• The job title and key duties
• Compensation, benefits and terms i.e. start date, working hours, notice period, probation period
• The name of their direct line manager

You will also need to carry out any background and reference checks and talk to the candidate about when they will hand in notice with their current employer (if applicable).

Finally, communicate any final information pre-starting with the candidate. This could include the start date/time, who to ask for on arrival and how the onboarding process will go ahead.

Best-practice onboarding process

The hiring process doesn’t end at the candidate’s acceptance of the job. Without a smooth introduction to the organisation in the days following their acceptance, you are in danger of alienating your new recruits and impacting their motivation and productivity.

Effective inductions are timely, organised and engaging. The aim is to inspire and excite new starters while giving a good first impression of the company. They should set out an organisation’s mission and vision for them, while educating them about the company’s history, culture and values.

Your employee onboarding process could take up to three months, depending on the level and scope of the role. HR staff, line managers or the office manager can help onboard new staff. We’ve outlined the best practice for onboarding below:

Planning the onboarding in advance

A successful onboarding process doesn’t begin from the new employee’s start date. As soon as the individual accepts the role, you should be managing your new recruit’s perception of the organisation’s brand and the team they’re about to join.

How to structure a new starter’s first day

On a new starter’s first day:

• Welcome them in and show them around the office, all the facilities and their desk
• Introduce them to their line manager, colleagues and senior managers
• Put in place a well-planned timetable
• Make sure they’re aware of any soft benefits that they can take advantage of on a daily basis (casual Fridays, free lunches etc.)
• Tailor the induction to suit the new employee — for example, a graduate’s onboarding is likely to be different to a new employee who has extensive experience with other companies, or someone returning to work after a long absence
• Provide them with a training manual that they can refer to which includes all company procedures, including health and safety and company information

A new starter’s first weeks

It’s a good idea for HR to organise catch-ups with individual managers once they’ve started the role. Communicate to managers that this is an important step in the new starter’s onboarding process, as it will also help them to feel as though senior staff are taking a genuine interest in them and their skills.

The first few weeks are the most important time for any new starter. In this time, they’ll form an opinion of your company which will be hard to change if it isn’t a positive one.

Send around an email asking their colleagues to introduce themselves so that they have informal introductions over a few days. Introducing them to everyone at once will be overwhelming and the recruit is unlikely to remember any names. Organising a buddy who can take them for lunch and show them around the local area is also a good way to relax and orientate them.

Continue holding regular catch-ups and check-ins, and allow different team members to take part in the induction process to draw on their own skill sets and give them some responsibility when training the new starter.

Planning a new starter’s initial workload

Recognise that a new employee will take some time to be able to work at their full capacity. If you enforce deadlines too quickly, you could get the wrong impression of their capabilities as they may be tempted to rush tasks in order to deliver them on time. Small mistakes are likely to be made while the recruit is taking in all this new information, so try to set them small tasks and evaluate their performance after each is completed, ensuring that you give constructive feedback.

Remote onboarding

If onboarding remotely, it’s important that:

• Any necessary hardware is sent to a new starter’s home office
• They have scheduled video calls with their team, their line manager and the person leading their induction
• They have a new-starter guide which outlines all of the systems used for communication e.g. Skype, Slack, Zoom
• They are provided with an e-version of their induction schedule
• They are included in any virtual social events with the company
• Their buddy contacts them regularly about work or otherwise

Remember, the onboarding process can be overwhelming for a new starter. It’s important that everyone in the office reaches out and makes them feel welcome.

If you’d like any additional guidance on recruiting new staff, contact us today, and we’ll walk you through the process. If you’d like to request the PDF version of our Interview and Selection guide, please email us at marketing@tiger-recruitment.co.uk.

The post Interviewer’s guide on candidate selection appeared first on Tiger Recruitment.

The world of Human Resources (HR) is rapidly evolving, and at the forefront of this transformation are two game-changing technologies: Artificial Intelligence (AI) and automation. As we venture deeper into the digital age, HR professionals and hiring managers find themselves on the cusp of a revolution that promises to improve processes, elevate candidate experiences, and unlock the full potential of their workforce.

In this article, we’ll explore the insights of two HR experts, Lorenzo Chiozzi, HR Director at Hikvision UK & Ireland, and Tess Hilson-Greener, CEO of AI Capability Ltd, as they share their experiences and visions for the integration of AI and automation in HR. Alongside this, the article looks at the wider HR function and how areas like talent management, administration and onboarding can be developed and improved by HR teams that are willing to embrace AI and automation.

Enhancing HR Processes through AI

OpenAI, the creators of Chat GPT, published a research paper estimating that “80 percent of jobs can incorporate generative AI technology”. In HR, there is great potential for companies to incorporate AI into performance reviews, talent acquisition, evaluating large pools of candidates, administrative tasks, and other repetitive and data-driven functions. This view is shared by a leading thinker of AI in HR, Josh Bersin, who remarks that much of the data taken by HR is “numerically focused, involving surveys, feedback forms, data” which is then correlated with “business results against various people metrics”. This data-driven approach to HR is one that AI and automation can support, from developing best-practice employee engagement surveys to evaluating large numbers of CVs against the job requirements and a profile of a desired candidate.

In simple terms, AI frees up HR teams to complete business-critical projects by automating administrative tasks. Lorenzo Chiozzi explains, “In recruitment, you can use predictive analysis, interview scheduling, chatbots and candidate sourcing to boost productivity. Reporting has changed with predictive reporting and automated report generation.” These AI-powered applications allow HR teams to work more efficiently, saving valuable time and resources.

Tess Hilson-Greener agrees, emphasising the diverse applications of AI and automation in HR. “These include talent acquisition and recruitment, employee engagement and performance management, workforce planning and analytics, learning and development, and HR operations and administration”. This showcases the wide range of opportunities that AI presents to HR teams, enabling them to strengthen various aspects of talent management.

Delving deeper, Workable mentions that AI can also help businesses “anticipate and plan for outcomes using predictive analytics and machine learning.” This can be especially useful for small businesses without the resources or expertise to map out detailed HR strategies. Utilising AI can help HR teams understand best practices and case studies so that AI can digest and provide actionable ideas tailored to individual organisations.

Enhancing HR Operations and Administration

AI and automation have instigated a fundamental shift in HR operations and administration, significantly reducing administrative burdens and freeing up valuable time. Lorenzo shares, “I use AI daily in some HR processes, recruitment, and in a variety of different contexts.” Tools like automated applicant tracking systems, chatbots, and virtual assistants streamline candidate interactions and deliver seamless experiences throughout the hiring process.

For those new to AI, Tess recommends starting with “policy management and reporting” and to “use Chat GPT and other AI video/voice solutions.” AI-powered chatbots can answer employees’ frequently asked questions and provide prompt assistance, enhancing employee self-service options and fostering a more efficient HR service delivery.

The efficiency of operational tasks can be improved by using AI, which can help with speeding up the onboarding and acclimatisation process for new employees. An article by Oracle, referencing data compiled from 34,000 exit interviews, notes that “40% of new employees quit within the first year of being hired”. Whilst employees choose to leave their jobs for a multitude of reasons, delays and inefficiencies in the onboarding process can lead to employees feeling overwhelmed at work, unsuited to the role, or struggling to adapt to the company’s culture or way of working.

Utilising AI allows the onboarding process to support employees 24/7.

It can also ease the time-consuming administrative tasks involved. Furthermore, Oracle state that AI can “equip an employee with intelligent suggestions for courses or reading that will aid in day-to-day job duties”, which highlights the value that AI and automation can provide in career development too.

Mitigating Risks and Embracing Opportunities

Microsoft’s 2023 Work Trend Index Annual Report sheds light on employee attitudes towards AI. Whilst 49% of respondents noted that they have concerns about AI replacing their jobs, 70% would be in favour of delegating as much work as possible to AI. HR teams can leverage this curiosity and act as the champions of AI and automation, to upskill employees in its wide-ranging uses.

This view is echoed by Gosia Adamczyk speaking to HR Magazine, who suggests that HR teams should build confidence, “starting with the acceptance that these tools are here to stay”. Companies and HR teams can jump on the AI revolution and develop programmes and initiatives aimed at allowing employees to harness the potential of AI in their work, rather than allowing them to see it as a threat.

These initiatives still need to be developed with a degree of caution, and it’s important to remember that with any technological advancement, AI comes with risks and challenges. “It can be very dangerous if the model is totally trusted, as it can generate manipulation or systematic biases,” cautions Lorenzo. HR teams must ensure transparency, fairness and oversight when using AI algorithms to avoid unintended consequences. Tess adds, “To mitigate risks, organisations should ensure transparency and fairness in AI algorithms, regularly monitor and validate AI outputs, and have appropriate safeguards for data privacy and security.” Embracing opportunities with AI, while being aware of its limitations and risks, is essential to maximising its use within HR.

Ethical Concerns and DEI

As AI and automation continue to play a more significant role in HR, addressing ethical concerns becomes crucial. Tess reminds HR professionals that, “Human oversight and review are important to catch and correct any potential biases or errors.” Ensuring AI algorithms are transparent, fair, and free from bias is paramount in upholding fairness and equality in HR practices.

Incorporating AI into DEI plans ensures that AI-driven decisions align with organisational values and promote a diverse and inclusive workplace.

By investing in AI-qualified consultants and experts, HR teams can mitigate risks and maximise the value of AI and automation in driving positive outcomes for both employees and the company.

Supporting this, Sameer Maskey remarks in a Forbes article that “AI-powered internal survey assessment tools can help HR teams conduct sentiment analysis and deploy data-driven organisation initiatives that focus on employee morale and things today’s workforce considers a priority, such as diversity and sustainability.”

There’s no doubt that AI offers an important, unbiased tool for HR and talent acquisition teams in assessing employee morale and diversity within a company. And for hiring, AI can assess a wide pool of candidates without unconscious bias, not to mention provide a fresh perspective on ideas for employee engagement, for businesses that are ‘set in their ways’.

The Human Touch in HR

While AI improves efficiency, it cannot replace human empathy, creativity, and critical thinking. As Tess explains, “Balancing automation with human interaction and personalised experiences is crucial.” Lorenzo emphasises the importance of strategic implementation, saying, “AI should be implemented strategically, always considering the human factor. AI can make happen what has always been missing in people management – the ability to read information and analytics in a holistic and meaningful way.”

Josh Bersin remarks that AI can pull together data that can be used to make better hiring decisions, and likewise decide “who to promote, who to demote, and who should make it to the very top ranks of the company”. Regarding the internal movement of employees, it’s important not to rely completely on AI to make the decisions but to use human intuition and the insight of managers working with employees to ensure that balanced decisions can be made regarding an employee’s potential, suitability for a promotion, and other factors.

Likewise, AI is not yet advanced enough to accurately grasp the values, feel or culture of a company, and HR teams are best placed to decide whether benefits or initiatives are working well, rather than simply relying on data and figures to cast judgment. Small initiatives can have a large impact on employee engagement and morale, and soft benefits can be crucial in retaining and attracting talent, that might be overlooked in a hiring strategy based on ‘hard data’.

The Future of HR

Both experts agree that the progression of AI and automation will have a significant impact on the future of HR. Tess predicts that, “There will be new professions, and organisations that manage to crack the AI code for a practical and useful HR approach will prevail.”

The seamless integration of AI and automation will empower HR teams to make data-driven decisions, optimise talent management, and drive employee performance, ultimately ushering in a new era of HR excellence.

As generative AI develops further and becomes widespread in the workforce, new regulations will be developed to ensure that it is safe and beneficial to society. There will be plenty of firsts when it comes to AI, and Jack Aldane, writing for Global Government Forum, mentions that Romania recently “unveiled the world’s first AI government adviser.” The working world will be moulded in the coming years to incorporate AI, and HR teams will be at the forefront of harnessing its capabilities, while upskilling workers to fluidly utilise it, thereby firmly positioning it as an ally rather than a threat to job security.

Conclusion: A Journey of Progress

AI and automation have transformed the landscape of HR, promising to revolutionise talent acquisition, employee development, workforce planning and HR operations.

As HR professionals and hiring managers navigate this transformative journey, they must strike a balance between leveraging AI’s capabilities and preserving the human touch.

Embracing AI strategically, with a keen eye on ethics, transparency and fairness, HR professionals can unlock the true potential of their workforce and create a thriving, future-proof organisation.

As businesses embrace the power of AI and automation, HR’s role will evolve into a pivotal one, overseeing the co-existence of human expertise and machine intelligence in companies. Navigating this path with foresight will pave the way for HR to emerge as a strategic driver of business success, steering businesses towards a future of limitless possibilities. The journey towards HR’s AI-powered future has only just begun, and the possibilities are as exciting as they are limitless.

The post AI and Automation: HR’s Evolution into the Future appeared first on Tiger Recruitment.

Exceptional, innovative, industry-leading employees won’t simply walk through your company’s front door, no matter how impressive the reception. Competition is too high at the moment to be complacent or passive when it comes to hiring talent acquisition staff. To adapt an old saying, good things come to those with… a strong talent acquisition team – and building that strong team means knowing what to look for in a candidate.

But what is talent acquisition? It’s not simply a matter of recruiting to fill existing roles – it encompasses elements of HR, business strategy, marketing and trend forecasting, and thus calls for people with several strings to their bow.

Five key attributes of talent acquisition specialists

A good judge of character

It may seem overly simple, but an essential starting point for any talent acquisition professional is a strong intuition about who is the right fit for the role in question. This goes beyond gut instinct; a top talent acquisition specialist will train this perception by being deeply immersed in the ins and outs of their company, its industry, and the wider culture.

Within this context they will need to weigh the prospect’s personality, skillset and experience against the company’s needs, the dynamic of the team already in place, and the challenges in the future. The latter point leads us to another important trait.

Future-conscious

Time waits for no company, so staying ahead of the curve requires constant attention. The ways we do business have changed drastically even in the last 10 years, often leaving skills gaps within your workforce that must be plugged swiftly.

Your TA team should be in the vanguard looking for potential challenges and opportunities up ahead and keeping a close eye on the competition. This way they can report to business heads on the company’s blind spots, and advise on recruitment drives and in-house staff training to ensure future-proofing across the whole business.

Tech-savvy

Hand-in-hand with a forward-thinking mindset is technological know-how. Recruiting for roles is becoming increasingly data-driven, and while the latter stages of choosing the right candidate will always benefit from the human touch, starting with the data approach is more and more essential.

The best TA teams understand this and are well-trained in the latest data software and analysis. They put in research on candidates through a variety of means that go well beyond the typical CV and interview route.

Speak the language

It’s often new technology and changing cultural norms that expose holes in a company’s operational knowledge, so it follows that those with the necessary skillset are typically in the younger demographic. It’s important then to be able to communicate with them in a way that will catch their interest and draw them in.

We’re not suggesting going all-out on memes or TikTok videos, but tweaking certain aspects of company branding and your job adverts will show your company to be a player in the here and now, facing the future. Talent Acquisition teams should work closely with marketing departments to ensure they’re talking to the right audience in the right language.

Relationship-minded

Identifying a highly promising prospect is only half the battle for talent acquisition managers; attracting and then securing them as a new hire requires a different set of relationship management skills. We’ve spoken of the importance of talent recruiters planning for and targeting business growth, but they also need to think of the other side of the table and show prospective employees the opportunity for their career growth at the company.

And that’s not all; it’s also crucial that TA teams think internally as well as externally. The best TA specialist will follow through on the promises made in the courting phase and pay close attention to the needs of these new hires (and indeed the full gamut of employee retention), devising training and development plans and wellness initiatives that both attract and retain.

Along with the wider HR department, talent acquisition performs an impressive balancing act between business needs and employee needs, something that has been at the front of everyone’s minds since the pandemic began. Having a strong TA team can thus be a key piece of the puzzle in staying ahead of the competition.

As for acquiring the acquisition, Tiger HR is the leader in placing talent acquisition candidates in all manner of businesses, so please get in touch today to talk to a consultant about your needs.

The post The Five attributes we look for in talent acquisition specialists appeared first on Tiger Recruitment.

Finding the right private staff for your household or family office goes beyond assessing skills and experience. It’s just as important to ensure they align with your lifestyle, household dynamics, and expectations. That’s why many private employers choose a temp-to-perm (TTP) hiring model—allowing them to trial a candidate before offering a permanent contract. A survey by the Recruitment and Employment Confederation found that nearly 50% of temporary workers transitioned to permanent positions within the organisations they were assigned to, demonstrating the effectiveness of this approach in securing committed employees.

Why Choose TTP for Private Staff?

Ensure the Right Fit

A trial period lets you assess how a staff member integrates with your household, interacts with existing staff, and handles responsibilities before making a long-term commitment.

Flexibility Without the Admin Burden

If a candidate isn’t the right match, you can adjust your staffing needs quickly. As your Employer of Record, we handle payroll, HR administration, and compliance, meaning you avoid the complexities of setting up contracts, taxes, and benefits.

Adjust Working Hours as Needed

Hiring on a temporary basis allows you to fine-tune schedules and workloads before committing to a full-time hire. Whether it’s determining the required hours for a housekeeper or trialling a private PA’s support level, TTP hiring provides valuable flexibility.

Quick Replacements When Needed

If a candidate isn’t the right fit, we can provide an alternative, ensuring minimal disruption to your household or family office operations.

Key Roles That Benefit from a TTP Approach

Housekeepers

A housekeeper plays a vital role in maintaining a home’s cleanliness and organisation, but every household has different standards and preferences. A trial period allows you to assess:

• Their attention to detail and ability to meet household expectations.
• How well they integrate with existing staff and daily routines.
• Their level of discretion and professionalism in a private setting.

Butlers

A butler is responsible for a household’s formal service, front-of-house management, and guest hospitality. The right fit depends on factors like:

• Experience with formal service protocols or specific household traditions.
• Ability to manage staff, oversee events, and cater to personal preferences.
• Adaptability to the household’s pace, lifestyle, and guests.

Private Chefs

Food is deeply personal, and hiring a private chef requires more than just reviewing a CV. A TTP approach allows you to:

• Ensure their cooking style aligns with your family’s dietary needs and tastes.
• Assess their ability to plan menus, source ingredients, and adapt to preferences.
• Determine if their personality and discretion suit your household.

Nannies

Hiring a nanny is one of the most personal staffing decisions for any household. A trial period helps ensure:

• Their childcare approach aligns with your parenting style.
• They build a strong and comfortable bond with your children.
• Their schedule and adaptability work within your household’s routine.

Private PAs

A Private PA manages personal affairs, travel, and household administration, requiring a high level of trust and efficiency. A TTP period allows you to:

• Test their ability to manage sensitive information discreetly.
• Assess their efficiency in organising schedules, handling logistics, and coordinating with other staff.
• Ensure their communication style aligns with your expectations.

By opting for a TTP arrangement, you gain peace of mind, flexibility, and ease of hiring – all without the administrative burden of payroll and compliance.

For more information on hiring private staff on a TTP basis, contact us today.

The post The Benefits of Hiring Private Staff on a Temp-to-Perm Basis appeared first on Tiger Recruitment.

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

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

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

Do you need a degree to be a personal assistant?

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

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

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

Oxford Media & Business School

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

Quest Professional

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

Pitman Training

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

Your Excellency

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

Executive Support

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

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Looking to become a PA?

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

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

Looking to hire a PA?

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

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

What is the role of AI in recruitment?

Artificial intelligence (AI) is reshaping the recruitment process across industries. AI offers innovative tools that have the potential to improve efficiency and enhance decision-making when searching for talent. However, the integration of AI in recruitment also presents unique challenges that businesses must be prepared for.

AI in recruitment refers to the use of machine learning algorithms and other advanced technologies to automate and optimise various stages of the hiring process. From candidate sourcing to onboarding, the adoption of AI tools in recruitment aims to enhance the effectiveness and speed of hiring decisions.

The past year has already demonstrated how AI can revolutionise the way businesses use technology, and we expect this trend to continue. Some other technological innovation examples include augmented reality, the Internet of Things and 5G technology.

Why is AI important for recruitment?

The use of AI in recruitment has become increasingly vital as companies strive to handle the increasing volume of applications while ensuring quality hiring decisions. AI enables recruitment teams to work more productively by speeding up time-consuming manual processes like screening CVs.

By automating repetitive tasks and leveraging data-driven insights, AI not only saves time but also improves the accuracy of candidate assessments.

To read more about the business-changing benefits of AI, request our roundtable report today.

Benefits of AI in recruitment

1. Streamlining candidate sourcing

The use of AI tools has changed the way recruiters source and engage with candidates. By leveraging algorithms, machine learning, and data analytics, AI tools enable recruiters to identify top talent more efficiently across platforms like LinkedIn, job boards, and internal databases.

AI-driven platforms can process vast amounts of data in seconds, scanning professional networks and internal databases to pinpoint candidates who best match the requirements of a role. These tools help to streamline sourcing, freeing up valuable time for recruiters to focus on more strategic, human-centric aspects of the hiring process.

2. Automated CV screening

CVs remain at the heart of most job applications, offering recruiters a snapshot of a jobseeker’s experience, skills, and career aspirations. However, reviewing hundreds of CVs for a single role can be incredibly time-consuming and impractical, particularly when recruiters are managing multiple vacancies.

AI-driven CV screening tools address this challenge by quickly analysing CVs to filter out candidates who don’t meet predefined criteria. These systems leverage advanced algorithms to identify relevant experience, qualifications, and patterns of behaviour that align with the role’s requirements.

3. Improving candidate matching

AI tools can also be used to improve the candidate-matching process. By utilising advanced algorithms, natural language processing (NLP), and machine learning, AI systems can analyse job descriptions and candidate profiles to identify the strongest matches for a role. For instance, in sectors such as business support, finance, and HR, where the competition for talent is particularly high, AI can help recruiters quickly identify the best-suited individuals for each role.

However, while AI can improve the speed and accuracy of candidate matching, it is crucial to incorporate human judgement into the final selection process. Recruiters are able to assess some of the more subtle, interpersonal qualities that AI systems cannot fully measure.

4. Speeding up the recruitment process

One of the most impactful advantages of AI tools in recruitment is its ability to accelerate the hiring process. Automating time-consuming tasks helps recruiters to fill roles faster, particularly in high-demand industries such as technology recruitment and temporary roles that require a quick turnaround. In a competitive job market, securing the best jobseekers quickly is essential, and any delays may result in losing talent to competitors.

5. Chatbots for communication

Chatbots support recruiters to communicate with users via a messaging interface. AI-powered chatbots provide instant responses to candidate queries, keeping them engaged and saving recruiters valuable time.

Since chatbots can respond instantly and out of traditional work hours, jobseekers won’t feel as though their application has been ignored and it gives them more flexibility to conduct their job search around their current working hours.

6. Enhancing candidate engagement

AI-powered tools, such as personalised messaging and feedback systems, play a key role in delivering a seamless and engaging candidate experience. By analysing candidate profiles, preferences, and behaviours, AI-driven platforms can intelligently match individuals to roles that align with their skills and career aspirations. This targeted approach not only enhances job relevance but also drives higher engagement and application rates.

Throughout the recruitment journey, AI can gather and analyse jobseeker feedback, which provides valuable insights to continuously improve the overall process.

AI technology can also improve onboarding processes for new hires, guiding them through company policies and training programmes.

7. Data-driven insights for better decision-making

AI tools can equip recruiters with comprehensive, data-driven insights that help inform hiring decisions by detecting patterns in hiring data, such as common candidate skill gaps, industry trends, or seasonal shifts in talent availability. These systems can forecast a candidate’s success by analysing historical hiring data, enabling recruiters to make more confident hiring decisions.

With data-driven insights, recruiters can gain a clearer understanding of what works and where improvements may be required. This strategic approach ensures greater efficiency and a higher quality of hires.

8. Specific benefits of AI in executive and other types of recruitment

AI’s ability to process complex datasets is particularly beneficial for roles requiring specific levels of expertise, such as finance recruitment, digital recruitment or creative recruitment.

What are the challenges of AI in recruitment?

Despite its advantages, using AI in recruitment poses a few challenges. AI algorithms learn from historical data where there may have been biases in hiring practices. If not carefully monitored, these systems may eventually repeat this bias. While AI can handle repetitive tasks, it cannot replicate human judgement, empathy, or intuition. Over-relying on automation runs the risk of missing intangible qualities, such as value alignment, motivation, or potential for growth, which are often better assessed by real people.

The use of AI in recruitment can also raise ethical concerns. Ensuring compliance with data protection regulations (such as GDPR) is paramount to safeguarding candidate information, maintaining trust and avoiding legal issues further down the line. This is particularly important for sensitive roles in private staffing.

Can AI create bias in recruitment?

AI has transformed the way recruiters operate. However, the rise of AI-driven recruitment has raised concerns about its potential to reinforce existing biases, hindering businesses from building diverse and inclusive workforces.

If historical hiring data contains biases, it is likely that AI will replicate this in candidate evaluations. Businesses must implement checks and balances, such as regular audits of AI systems, to mitigate this risk. HR professionals and hiring managers find themselves on the cusp of a revolution that promises to improve processes, elevate candidate experiences, and unlock the full potential of their workforce. Learn more about this issue in our article on how HR is evolving.

Future of AI in recruitment

The future of AI in recruitment is poised to bring even greater innovation. Predictive analytics, advanced candidate profiling, and emotional intelligence analysis are just a few emerging trends that will redefine how AI is used in hiring.

While AI offers impressive capabilities in automating and optimising recruitment processes, human judgement will remain vital for delivering high-quality hiring experiences. By recognising the challenges of AI and addressing them proactively, businesses can harness the full potential of AI tools without compromising on fairness, quality, candidate experience, or the ability to build strong, lasting teams.

The post Pros and Cons of AI in Recruitment appeared first on Tiger Recruitment.

What is an executive assistant?

An executive assistant (EA) is a highly skilled professional who supports senior executives in managing their daily responsibilities. They act as a strategic partner, handling administrative tasks and enabling executives to focus on their core leadership functions. Beyond administrative support, EAs ensure efficient operations, often serving as a trusted advisor and the executive’s primary point of contact.

EAs bring value to a company by streamlining workflows, maintaining confidentiality, and providing critical insights. Their contributions often influence the overall productivity and success of an executive and the business they lead.

What does an executive assistant do?

An EA’s role transcends basic administrative tasks. They are deeply involved in operational, strategic, and even creative aspects of the business. In addition to maintaining schedules and coordinating communication, they often play a role in project oversight, stakeholder management, and organisational planning.

At Tiger Recruitment, we maintain a high-quality candidate pool, with an extensive, rigorously vetted database of top talent to support with recruitment of EAs across various recruitment sectors, including business support recruitment, temporary recruitment, and permanent recruitment.

Executive assistant duties and tasks list

Executive assistants are responsible for a wide range of duties, including but not limited to:

Calendar and schedule management

Effective time management is one of an EA’s core responsibilities. They ensure that the executive’s schedule is well-organised, conflicts are minimised, and priorities are aligned with business objectives.

Communication liaison

Communication lies at the heart of an executive assistant’s role. Whether it’s drafting emails, relaying critical information, or maintaining a professional tone in all interactions, EAs promise clarity and consistency in communication. They also act as gatekeepers, ensuring that the executive’s time is used efficiently.

Travel coordination

EAs handle travel arrangements, from booking flights and accommodation to organising visas and local transportation. Their meticulous planning ensures seamless trips, allowing the executive to focus on business objectives rather than logistical technicalities.

Document preparation and management

Executive assistants may also be responsible for creating, reviewing, and organising critical documents. This includes preparing executive summaries and formatting presentations. EAs must have the ability to maintain comprehensive records to make sure information is always accessible when needed.

Project Support and Research

From coordinating teams to conducting research, EAs provide vital support that aids in achieving project objectives. Their ability to manage timelines and resources makes them indispensable in executing strategic initiatives.

If you are looking to hire an EA, use our executive assistant job description template to help understand your required skillset.

Top EA CV skills​ to look for when hiring

When recruiting an executive assistant, look for candidates who excel in the following skills:

Technical proficiency

Familiarity with productivity tools, CRM software, and cloud-based platforms enables EAs to perform efficiently in a technology-driven work environment. Tools such as the Microsoft Office Suite, project management software like Asana or Trello, and communication platforms like Teams all ensure they can handle varied technical tasks with ease. Staying updated on new technologies is also crucial for their continuous improvement.

Organisation

Exceptional organisational abilities are crucial, allowing EAs to juggle multiple responsibilities while ensuring no detail is overlooked. They create systems and processes that streamline operations, making sure tasks are completed accurately and on time. An organised EA is instrumental in keeping operations running smoothly, especially during high-pressure situations.

Communication

Strong written and verbal communication skills enable EAs to represent their executive effectively and build rapport with diverse stakeholders. From crafting professional emails to articulating ideas during meetings, their ability to communicate clearly helps to build trust and improve collaboration. They also serve as the voice of the executive, often crafting messaging that reflects the company’s tone and values.

Time management

EAs must prioritise tasks effectively, balancing urgent demands with long-term strategic planning to maintain productivity. They use their expertise to allocate time wisely, ensuring deadlines are met and that the executive’s time is used optimally. This skill is essential for managing overlapping priorities without compromising on quality or efficiency.

Problem solving

A proactive approach to identifying challenges and implementing creative solutions helps to establish seamless operations. Whether it’s resolving scheduling conflicts or troubleshooting technical issues, an EA’s ability to think critically and act swiftly makes them invaluable. Their problem-solving extends to anticipating potential roadblocks and mitigating them before they escalate.

Willingness to learn

The ability to adapt to evolving roles and acquire new skills keeps EAs aligned with the dynamic needs of their business. Whether it’s mastering new software or gaining insights into an industry trend, a growth mindset allows them to remain relevant and effective in their role. This flexibility is especially beneficial in fast-changing business environments.

Being a team player

Collaboration helps to build positive relationships across departments, contributing to a cohesive workplace. An EA often acts as the bridge between executives and teams, supporting everyone to work towards a common goal. Their ability to build trust and collaborate effectively makes them an asset in team dynamics.

Working well under pressure

EAs thrive in fast-paced environments, maintaining composure and delivering results under tight deadlines. Their resilience allows them to handle unexpected challenges without compromising on quality. This skill is especially important during periods of organisational change or when managing crises.

Networking

Building professional relationships with clients, suppliers, and internal teams is a valuable skill that supports business objectives. EAs often serve as the face of the executive, representing them in various capacities. Their networking capabilities can open doors to new opportunities and build connections.

Multitasking

An effective EA manages competing priorities with ease, ensuring no task is neglected. Their ability to switch between tasks seamlessly allows them to handle a wide range of responsibilities, from administrative duties to strategic planning. This skill is vital for maintaining productivity in a dynamic work environment.

Professionalism

The ability to represent the executive and the company with integrity for any EA. Whether interacting with stakeholders or handling confidential information, EAs maintain the highest standards of professionalism. Their conduct sets the tone for how the executive and company are perceived.

The post What does an executive assistant do? appeared first on Tiger Recruitment.

Considering a career in virtual assistance? One of our top VA candidates explain how she got into the business and how she finds it working virtually.

How did you become a virtual assistant in the UK?

I was working as a senior PA for a private individual and due to moving around as an Army wife, I worked virtually throughout the second year of our contract. I have also run my own communications business for about eight years now, working virtually for clients on projects such as web design, freelance writing and marketing and so I was experienced in the most unique aspect of the role, namely working away from the client. I then applied for a Tiger Virtual position earlier this year and was successful in joining the team.

What did you do before being a virtual assistant?

I have worked as a PA/Administrator for about 10 years, working my way up from a Team Administrator to a Senior PA/EA. I have also worked in a number of other industries, such as marketing, property and web design, which gives breadth to the skills I can offer.

What type of people do you tend to work for? Business owners, private individuals etc..?

I tend to work for smaller companies and/or individuals, in a private and/or commercial capacity. I specialise in working for fledgling companies or for individuals, where a ‘sleeves-rolled-up’ approach is required, and my role tends to be very varied.

Why did you choose to become a virtual assistant?

As an Army wife I move every few years, which makes it hard to find a long-term job in one specific location. Working as a virtual assistant allows me the flexibility to maintain a career for myself whilst fitting in with my husband’s. I also have other interests outside of work, which I am able to fit in more easily due to saving time through not having to commute.

What is the part about being a virtual assistant that you most enjoy?

I like the autonomy and the challenges that come from getting to know and understand a client without daily face-to-face interaction, and the subsequent satisfaction when the client is thrilled with the support being provided.

What is the most challenging part of being a virtual assistant?

Being on your own all day can be tough and a bit isolating, so it is vitally important to make time to leave the house at least once during the working day, as you would do in an office. I go swimming, walk the dog, meet friends for a coffee or run some errands, in order to change the environment and talk to someone other than the dog! Staying away from the fridge can be a challenge too…

What skills are most important within the role?

Self-motivation is essential, as is time-keeping, organisation and being content with the fairly solitary set-up. One needs to be utterly professional and have a good listening ear to discern what clients are looking for and to then deliver the project on time. It is also important to be able to communicate clearly both verbally and in written format.

If you were given the opportunity to improve a skill, what would it be?

I would like to improve my good French skills back up to near fluency, incorporating business French.

What kind of a character would best suit being a virtual assistant?

Independent, resilient, proactive and problem-solving.

Would you say previous PA experience is vital to become a virtual assistant or could people get into that line of work with transferable skills?

I would say that it is crucial to understand how to administratively support an individual in their business pursuits, alongside a strong knowledge of IT packages, good typing skills and a ‘can-do’ attitude. So many workplaces nowadays ask their staff to multi-task and it may be that all of these things are being accomplished by someone who is not strictly a PA. That someone may be able to bring something else to the table such as marketing skills, or an understanding of website CMS; it’s all about making one’s skills clear on a CV and being able to explain your diversity in interview.
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If you’re looking to begin working in a virtual job, Tiger Virtual can help!

The post A Q&A from one of Tiger’s top virtual assistants – what does it take? appeared first on Tiger Recruitment.

Where do you send a principal who seems to have holidayed everywhere? We asked Osborne & Denée, one of UK’s most exclusive travel agencies and our PA Collective® partner, to share their top trending hotel destinations for 2020. From traditional glam through to minimalist contemporary destinations, there’s something on the list for your principal’s next jaunt.

Six Senses – Kaplankaya, Turkey

The Turkish Aegean coast is known for its clear blue waters, beaches and ancient olive groves. Just north of Bodrum (a city fast becoming known for its celebrity visitors), there is quieter Kaplankaya, an oasis for those who want to leave the hustle and bustle behind. Breathtaking mountains and sea views surround the Six Senses hotel resort and spa, a five-star complex with sustainability at its heart. Initiatives like its onsite water filtration and bottling facilities, fruit and vegetable garden and funds for local projects come part in parcel with the Six Senses name. The property itself is a modernist dream with floor-to-ceiling windows in suites and residential villas with all the mod-cons.

Aman Resort – Sveti Stefan, Montenegro

If your principal has a penchant for the beautiful, historical and isolated, this is the place to book. Sveti Stefan is an area along the central coast of Montenegro that has the best of wild mountains and the beautiful Adriatic Sea, all less than an hour from Tivat airport. The area of the resort is spread across Villa Milocer, a refurbished former royal residence on the mainland, and Sveti Stefan island, a historical fishing village filled with refurbished luxury cottages and suites.

On the island, each residence has been uniquely repurposed for ultimate luxury, in keeping with the charm and serene atmosphere of the area. If you choose a suite within Villa Milocer on the mainland, there is a communal living room, meeting room and a library. There are also three restaurants, two pools, a full-equipped spa, Turkish bath and, for ultimate relaxation, a yoga pavilion, to provide a holiday fit for former owner Queen Marija Karadjordjevic herself.

IMAGE CREDIT: AMAN SVETI STEFAN

Hotel du Cap-Eden-Roc – Antibes, France

The Hotel du Cap-Eden-Roc is a legendary resort along the glittering Cote d’Azur, but is included on this list because old-world glamour is never out of style! With luxury rooms, suites and villas, as well as 33 private, secluded cabanas on offer, there is a room perfect for every family’s needs. Opulence is the word, with the grand hotel flanked by beautiful gardens, six bars and lounges, and two restaurants with incredible views. The spa caters for both adults and children, so even the littlies can be pampered. Concierges are on hand to share specific knowledge of the area, so your principal can make the most of their time in the French Riviera.

Cheval Blanc – St-Tropez

You can’t go wrong with a weekend in St Tropez, but the Cheval Blanc will guarantee an uber-luxe experience for your principal. The hotel has recently renovated their rooms to the highest standards with blue and gold accents, floor-to-ceiling windows, sweeping balconies and incredible views. The hotel also promises extreme privacy with their Exclusive Privacy rooms. Their stunning private beach will complete the relaxing experience.

Mandarin Oriental – Canouan

Accessible only from Barbados or St Vincent, the sprawling Mandarin Oriental resort is located along Godahl Beach on the tiny island of Canouan – and offers a true Caribbean oasis to those seeking complete seclusion. In comparison to popular Barbados, St Lucia or Grenada, the island has all the benefits of crystal-clear water, white-sand beaches and mountain views, without the tourists. The hotel showcases a limited number of suites and villas, thereby providing an exclusive hideaway for your principal. That said, the resort doesn’t lack in amenities: it boasts five restaurants and bars within the hotel complex, with a further four restaurants on the 1200-acre estate.

IMAGE CREDIT: YOTAM SANDAK FOR EDEN ROCK

Eden-Rock – St Barths

Re-opening in November 2019 after Hurricane Irma devastated the French Caribbean in 2017, everything at Eden-Rock is brand new. Its 37 rooms and villas have been rebuilt with modern styling and contemporary décor, all the while maintaining its luxurious ambience and rich history. Eden-Rock is your best bet if you want to send your principal somewhere chic and unexpected, as the hotel is full of surprises (the hotel being built on an actual rock is just the beginning).

Joali – Maldives

With over 1000 islands to choose from, deciding on a destination in the Maldives can be a daunting task. If your principal is looking for something that is unique in personality within a luxury setting, take a look at Joali on the tiny island of Muravandhoo. This five-star resort boasts uniquely-decorated villas, guaranteeing you the perfect room for your principal’s individual taste. The resort also offers a host of special excursions and wellness activities around the island alongside a children-friendly spa.

Jumby Bay – Antigua

Imagine a candlelit dinner on a secluded beach at dusk, paired with a delicious five-course bespoke tasting menu. If your principal is looking for a romantic holiday like no other, Jumby Bay in the tropical West Indies should be on your list. Isolated but beautiful, the island is a car-free zone and only accessible by boat. Four restaurants service 40 rooms, 21 private residences and a handful of luxury villas, in addition to the Jumby Bay farm which offers an organic kitchen farm and garden. It’s the perfect hide-away escape!

Join the PA Collective® today in order to secure preferential rates from Osborne & Denée! Send your CV and LinkedIn profile to pacollective@tiger-recruitment.co.uk to apply.

HEADER IMAGE CREDIT: SIX SENSES KAPLANKAYA

The post Osborne & Denée’s top hotels to book in 2020 appeared first on Tiger Recruitment.

You’ve been asked to carry out the seemingly impossible: your principal wants to head to the slopes for the first time, and take their family along with them. How do you plan a ski holiday for a family that doesn’t ski? We asked CEO, Bella Seel, of ALS Ski, for the inside scoop on booking the perfect ski holiday for your Principal. From choosing the right destination through to how to approach ski lessons and setting up alternative activities, they’re on hand to help.

Make sure you choose the right destination

There are a few key factors to take into account when booking the perfect destination for your Principal’s family. Firstly, not every resort is family-friendly, so make sure you do your research. A quiet resort, like St Foy in France, will mean that your Principal will get more out of the trip because they won’t have to deal with the crowds. You also have to think about accessibility – you can’t expect the family to be able to access a ski-in/ski-out resort when they’ve never even tried on a pair of skis. Another consideration is time: somewhere close to the airport may be worth considering if your Principal is on a tight schedule.

A place like Meribel is brilliant for learning, as it’s surrounded by easier runs than somewhere like Chamonix! In general, Austria is renowned for being child- and family-friendly, but you’ll be able to find resorts in France and Switzerland which are suitable as well.

How to go about organising the skiing itself

Once you’ve chosen the right resort with good beginner areas and easy access to restaurants (important for the family to be able to stop and replenish their energy levels), the next thing to organise is the actual skiing. When considering the duration of their first ski holiday, try and opt for a longer vacation of 10 days to two weeks. If it needs to be shorter, Bella recommends a week minimum. It may be tempting to book multiple mini-breaks over a few weekends, but it will mean your principal’s improvement rate will be slower.

If you’ve enlisted the services of a concierge company like ALS Ski, they’ll organise all the logistics at the beginning of the trip. For example, they’ll organise for the ski equipment and staff to go to the chalet, so they can be fitted without the family needing to leave their cosy home-away-from-home.

Catering for the little ones

If your principal has young children, it might be useful to book them in for a lesson at an indoor snow centre before they start their holiday, like the Snowdrome in the UK. It will help them to understand the basics and how to stop themselves, so the family can at least have a small head start before they’re on the mountain.

On the slopes, Bella has five top tips for skiing with children:

• Always pack snacks
• Layering is key
• Clothes should be comfortable
• Good quality equipment is a must
• Tissues are essential (runny noses are a regular occurrence)
• Make sure the children love the ski instructor
• Start early, finish early

Non-ski activities
When booking a ski trip for the first time, it’s important to plan a few non-ski activities as well, because the family will most likely want a break at some point! Family-friendly fun activities include horse-drawn sleigh rides, ice-skating and curling. If you’re looking to book something for the adults, think about snow mobile-ing, hot air ballooning and sledging activities. After a long day of skiing, a session in a spa or an après ski function will also be well received!

If you’re a member of the PA Collective®, email pacollective@tiger-recruitment.co.uk for preferential rates and a personal introduction to ALS Ski. Non-members, send your CV and LinkedIn profile to pacollective@tiger-recruitment.co.uk to apply.

Images courtesy of ALS Ski

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Hands up if you use social media on a daily basis. And yes, LinkedIn counts.

We’re guessing at least nine out of ten of you do; social media has become such an intrinsic thread in the fabric of our personal and professional lives. In the world of recruitment specifically, scoping out a prospective employee or employer is common practice. Social media networks allow an employer to gain a glimpse of you outside the confines of a traditional resume, and this will often proffer a deeper insight into your personality and character.

If social media plays such a significant role in determining your next successful career move, it goes without saying that you need to get it right. So, before you like, share or tweet your next post, consider the following tips beforehand:

1. Keep it positive

While it may sound obvious, it’s really important to keep your profile from promoting any negativity, especially about former or current employers. If you use Facebook to moan about your job, chances are you’ll do it about your prospective employer as well, and that is something they clearly won’t appreciate!

Equally, being offensive is a big no-no. Social media is not the right platform for any racist or sexist jokes. Put yourself in the shoes of an HR manager and think about what may be considered a red flag. If in doubt, don’t post it.

2. Don’t abandon your professionalism

Yes, Facebook and Instagram are great ways to share holiday snaps, a memorable concert or delicious meal. And there’s nothing wrong with using your personal accounts to share special moments. But… Photos of you looking drunk and dishevelled won’t fill prospective employers with confidence about your work ethic or dedication. Similarly, always check for grammar and typos before you post.

3. Ensure you’re accurate and consistent

Don’t assume that your potential employer will only be looking on LinkedIn to check the facts against your CV. Chances are they will also have a gander at Facebook, Twitter and Google+. The story you tell on each site should be the same, although it’s fine to tailor the information to each as you see fit.

4. Embrace the relevant networks to you

Just as a number of employers will make a decision not to hire an employee based on what they find online, so too can that information influence them to make the hire. Social media can hugely benefit job seekers and it’s quite normal for hiring managers to find positive information on your profile that will lead you to be hired for the job at hand. If you’re in a creative industry, consider signing up to Pinterest and Instagram for example. LinkedIn is of course a standard in the professional world and we would recommend any candidate be active here (even if you’re not looking for a new role right now).

5. Make it work for you

Don’t focus too much on hiding or removing content; instead, work to build a really strong profile that strengthens your application and is representative of your skillset and experience.

If you have no reason to hide the fact, let your networks know you’re looking for a role. Include a link to an online CV if you have one, tweet about your job search and establish yourself as an expert in your field. LinkedIn offers an easy post publishing tool that can be used to your advantage – write opinion pieces in your field or offer best practice advice. There is a plethora of tools available to you. Ensure you make the best use of them!

It’s not the time to be shy when looking for a new role. Get out there and let people know about you, on and offline. Give to your social networking communities, participate in group discussions and share your professional expertise. We promise you, it won’t go unnoticed.

Get in touch with us today to talk about your next career move.

The post Five social media mistakes you definitely don’t want to make appeared first on Tiger Recruitment.

If you’re working with a recruitment agency to find a job, they’ll tell you that preparing for an interview is an essential requirement if you want to receive a job offer. Among other tasks, there’s the reading through the job description, familiarising yourself with your CV, considering your answers to potential interview questions, and the list goes on.

Equally important is the researching of your potential employer. Why? For one, you should want to know who you’ll be working with and the kind of people they are. Secondly, in the interview this knowledge will earn you points that may lead to a successful offer.

Here are some of the areas you should consider looking into prior to your big meeting:

1. Check out the competition

There’s no better way to find out where your future employer’s market position is than by looking at their direct competitors. The easiest way to do this is by using Google to look up companies in their industry. You can also see a quick snapshot of their competitors by clicking through to the company profile page on LinkedIn and reviewing ‘similar companies’ on the right hand side. This will then give you a sense for what the company’s key points of difference are.

Read up on the industry as whole and you’ll be sure to impress your interviewers if you can talk knowledgeably about their sector as well as where you believe their company fits into the picture.

2. Look at their company culture

Company culture plays an incredibly important role in helping you decide how you’ll fit in with your future bosses and team members. Start following their social media channels and see how they engage with their audiences. This will give you a flavour for the personality of the firm. Secondly, go to Glassdoor, a site that collects staff reviews; you’ll be able to see the positive and negative comments of previous and current employees. All this will give you an overview of the business’s values and vision. Again, the info will be useful for you to know anyway, but will also help you steer the conversation towards areas you know are important to them, or away from potential prickly topics.

3. Delve deeper into their finances

Exploring the financial health of the business will give you an indication of their future direction. If they’re a larger firm, they may have an investor section on their website with press releases and financial details relating to revenues and company risks. The info for smaller businesses and start-ups might be a little harder to find, but if you dig deep enough you should be able to discover something that will be useful for you.

Once you’re armed with this data, take from it what you need. Hopefully it will give you the confidence to know that the business is going in the right direction; it should also furnish you with some key facts with which you can impress your interviewer.

4. Who the key players are in the company

Look at who the company bosses are and their backgrounds. Just go straight through to the ‘about’ page and do your research on the directors and management team. It might also be an idea to follow them on twitter to find out what they’re saying as well. Understanding the senior management better will reveal the business’s influencers, which in turn informs the values and inherent company culture.

5. Who their clients are

By having an understanding of the customer, you’ll be better placed to appreciate why they do what they do and how they go about it. Demonstrating this insight in the interview will almost certainly stand you in excellent stead with your interviewer.

If you’d like to talk to us about how we can help you in your job hunt, get in touch today.

The post Five ways you can research a company’s background before an interview appeared first on Tiger Recruitment.

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

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

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

Have the right attitude

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

Which direction?

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

Set career goals

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

Revamp your CV

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

Recruitment agencies

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

Ace your interview

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

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

For students, temp work can offer more than just monetary benefits. From flexible working conditions to the opportunity to bolster your CV and reference list, taking on something temporary can pay off in more ways than one.

Here are just some of the reasons to consider temping while studying:

1. Income

Perhaps most obviously, taking on a temporary role offers a way to make some extra cash. With living expenses continuing to increase, having an income, even just for a short while, can make a huge difference to your lifestyle and relieve any financial stress from potential tuition fees.

2. Experience

There are some things university can’t teach. Temporary work offers an opportunity to garner some real-world experience without committing to a permanent position. Soft skills such as time management, customer service, team work and communication are translatable across a variety of industries and after graduating, will indicate to prospective employers that you are more than capable of taking on a permanent role.

3. References and a stronger CV

The very nature of temporary work means it can brief and so, having a collection of temping experiences on your CV won’t put potential employers off. In fact, it could work in your favour, with an increased pool of possible references and an indication that you could adapt to a variety of situations. It also shows to any prospective employers that you are reliable and keen to take on more responsibility.

4. Flexibility

Committing to a part-time or casual job may require continuing to work during busy academic periods such as exams or assessment periods, adding additional stresses and pressure. With temporary work, you can commit to time periods that suit your lifestyle, deciding precisely when you work and how much you’d like to take on.

5. Career Testing

Temporary positions are needed across a huge variety of businesses, meaning there are plenty of opportunities to figure out what you like and don’t like about particular industries. For example, law students who temp in a law firm over a summer may discover that in fact, law isn’t what they want to do. By switching their major, they end up saving time and money in tuition fees and are one step closer to deciding what career they’d like to pursue.

6. Networking

Creating and maintaining relationships while temping can prove to be incredibly beneficial when looking for a position post-study. Having a network of knowledgeable professionals from a diversity of industries means a strong contact book to call on when the permanent job search begins, as well as a foot in the door at organisations you may have already worked for.

While balancing work and study may seem too arduous, especially at times of academic pressure like exams or assessments, temporary work offers the best of both worlds. With the flexibility to choose when you work and the opportunity to bolster your CV and reference list, temping can open doors to your preferred industry long before your permanent job search begins.

Looking for a temporary role? Our expert team of consultants can help, so register or get in touch to find out more.

The post Six benefits of temporary work while you’re studying appeared first on Tiger Recruitment.

Updated 31st March 2020

Does being stuck at home mean that the steps you were taking to find a new role have plateaued? You may be surprised to learn that this enforced downtime can give you the opportunity to take stock and actually boost your career prospects. If you’re looking for a job in London during lockdown or a period of self-isolation, here are our tips to help you use this time to your advantage.

It’s time to evaluate

Juggling a job and your personal life while taking the next step in your career requires compromise. Each element takes up a huge amount of time. The result is that job hunting can become a tick-list exercise, crammed into any remaining time in the day, rather than a conscious and deliberate process.

Now is a fantastic time to actually evaluate what you really want from the next step of your career. Ask yourself about your goals and aspirations in order to make a solid plan. You may even take this opportunity to find out more about yourself and which roles may actually suit you. 16 Personalities offers an excellent personality test[1] to help reveal which careers play to your strengths.

Tips to help you find a job while at home

Not only can career evaluation reveal ideas you hadn’t considered, it can also highlight gaps in your experience or skills. Contrary to what you may think, your job hunt shouldn’t just focus on finding your next job. If you take this approach, your skills tend to stagnate and you may be unable to reach for career success in the long-term. The good news is that downtime presents a great opportunity to do things which, once recruitment activities are back in full swing, will put you in a better position than before.

Take an online course

Trying to squeeze extra training into everyday life is hard. However, now you have time to sign up for extra development options which will hopefully help in finding a job. There are a plethora of online training providers with many currently offering their courses at lower prices or even free. Excellent providers include:

• New Skills Academy: Provides several courses covering everything from secretarial/administrative basics to public speaking. You can also get up to 65% off all courses using the code TIGER at the checkout.
• Udemy[2]: Over 100,000 courses on anything and everything from programming software to leadership skills.
• Future Learn[3]: An eclectic mix of courses aimed at broadening your skills and helping your career development.

Professional reading

Expanding your professional knowledge by reading about your role and industry can help bring greater depth to what you do. Not only that, if you’re actively looking for a new role, then relevant reading brings you two more benefits: you’ll be prepared for future interviews and you’ll identify ideal employers!

Career admin and CV advice

How often do you find yourself sending off your CV knowing it’s not quite right for the role advertised, but you haven’t had time to customise it properly? Luckily, you now have time to spring-clean your recruitment admin so this won’t happen again.

Here’s our biggest piece of CV advice while in self-isolation – use this time to update your latest experience, skills and achievements. You can also create a small suite of cover letters relevant to different jobs or niches, ready for customisation in due course. It’s also a good idea to research potential employers, consider questions to ask at future interviews and prepare your own answers to common questions. Don’t forget to take the time to tidy up your social media, paying particular attention to LinkedIn, as this is the first place employers are likely to look when they see your application.

Career development projects

In the last few years, there’s been a major change in what future employers look for. No longer are they satisfied with a list of duties and skills – recruiting managers also want to see evidence of these.

There are a number of different side projects you can take up which provide evidence and will elevate your skills. They don’t always need to be directly related to your career, but the important thing is that they showcase skill acquisition.

Examples of worthwhile projects to keep you busy:

• Create an online presentation about your profession aimed at sixth formers or university students
• Write a paper or article about a development in your field and publish it on LinkedIn
• Become a volunteer on a helpline and improve your communication skills

Keep in touch

With everyone stuck at home, it’s actually a good time to network. You can arrange video meetings, pick up the phone, or even fire off emails. Importantly, don’t forget to keep in touch with your recruitment agency. Keeping them in the loop will help ensure that you’re ready to go when there’s a fantastic job for you to apply for.

Downtime doesn’t have to feel unproductive. In fact, in career terms, using downtime wisely is an opportunity you should grab with both hands! Use it effectively and you’ll be perfectly positioned to take the next step in your career.

If you’re looking for more CV tips, interview advice or other blog posts to help you during the lockdown, our Insights page can help.

Author bio: Andrew Fennell is the Founder of CV-writing advice website StandOut CV [4] – he is a former recruitment consultant and contributes careers advice to websites like Business Insider, The Guardian and FastCompany.

[1] https://www.16personalities.com/free-personality-test

[2] https://www.udemy.com/

[3] https://www.futurelearn.com/courses

[4] https://standout-cv.com/

The post Five tips to boost your career prospects while in isolation appeared first on Tiger Recruitment.

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

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

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

What to do if you’re issued a CCJ

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

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

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

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

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

How to approach a CCJ in the job hunt

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

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

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

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

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

The post Dealing with debt: confronting a CCJ appeared first on Tiger Recruitment.

As with any industry, there are highs and lows in a recruitment agency in London. Some months, we have jobs coming out of our ears, and others it’s a little slower.

If you ever find yourself searching in a tougher market, the first thing to remember is everyone is in the same boat! Don’t take it personally if you have had real problems with your job search, sometimes it can be a result of market ebbs and flows and general economic changes.

The best way forward is to make sure you are presenting yourself in the best light. Make sure your CV is up-to-date and has no spelling or grammatical errors in it. Apply to roles that appeal to you, but don’t be despondent if you don’t get a response. Agencies can’t get back to everyone, even though they will do their best to.

When you visit a recruitment agency, be clear and concise about what you are looking for. The temptation is to say that you are interested to hear about everything, although you are actually better off being as specific as you can be. It means that when you are added to the agency’s database, consultants researching for a brief are more likely to be drawn into your profile if they are working on a job at a level and in an area that you have expressed an interest in.

If you are unsuccessful with the position you have applied for then keep an eye on the agency’s website and apply for a vacancy if it appeals. If you don’t hear back from them, despite that fact that your skills and experience matches the role, don’t be concerned. The secretarial market, as we all know, is so personality based and in a tough market like this, clients expect agencies to get this just right. It is not a negative if you are not considered for a role based on personality fit. It means the agency understands the type of company culture best suited to you and is trying to match you to that.

If searching for a job outside of an agency, look at the job boards once a day and apply for any direct adverts that look appealing. Speed is key here. Companies advertising directly usually do so because they want to avoid agency fees. What they don’t bargain for is the size of response they are going to get! Therefore you are far more likely to be considered if your CV is one of the first they receive.

Finally, use LinkedIn, Facebook, Google+ and Twitter. Companies will advertise jobs through these mediums.

For extra reach, try and connect with as many recruitment consultants that you can. Clients trying to avoid agency fees are also doing this and searching through consultant’s contacts when trying to fill roles. Consultants are in a difficult spot because they don’t want to decline an invitation to connect from a client, but at the same time don’t want to give them all their contacts for free. The former overrides the latter, so this is a great way for you to be found by employers.
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Tiger is always at hand to help you in your search. Get in touch today to see how we can help.

The post How to search for a job in a tough market appeared first on Tiger Recruitment.

Looking for a job can be a long and sometimes, frustrating process. Between perfecting your CV, going through the interview process and starting a new position, it can be full of peaks and troughs, and take longer than first anticipated. While we endeavour to simplify the process, there are some things you can do to help your efforts in the process.

Five of our consultants explain just what you can do help find your next dream role.

The post The secrets to finding a new role appeared first on Tiger Recruitment.

Updated 13th November 2020

In today’s market, it can be a tough gig convincing the most talented candidates to choose you over a competitor. While the power of your brand plays an important role, for the vast majority of employers, it’s the job ad that truly attracts applications from prospective candidates.

But how many of us actually get it right? You only have to look at a handful of job adverts online to see there are as many good ones as there are bad. Here are our top nine tips on how to attract the best talent through a fantastic job ad.

1. Spelling and grammar

Correct spelling and grammar is, without a doubt, one of the most important elements of any job ad. Just as you would shake your head upon seeing a typo in a CV, so will a candidate looking for a professional company with which to work. After all, if you can’t get the basics right, what confidence does this give the candidate? Therefore, it’s essential you write it, check it and then ask someone else to check it. Before you publish, check it one final time.

2. Tone of voice

The tone of voice in which you write your job ad will give prospective candidates some insight into the personality of your business and your company culture. Are you a corporate professional services firm looking for polished professional candidates? Make sure you reflect this in your language. Conversely, an advertising and media agency with a more laid-back approach might use informal language to give a more accurate impression of what it might be like to work there.

3. Avoid complex and lengthy headlines

The job headline should be the job title. After all, that’s what people will be looking for! If the job title doesn’t clearly describe the role, or requires further explanation, then use a strapline to do so. As an aside, if you realise you’re writing an ad for a job with an obscure job title that in no way conveys what the role’s purpose is, then consider changing the job title altogether.

If your business is well-known with a good reputation among your targeted candidates, then display the organisation or brand name prominently, either as a strapline or contained in the main heading alongside the job title, as well as incorporated in the body of the advert.

4. Keep it simple and clear 

A powerful advert is succinct and to the point. With four in five job seekers using their phones to apply for jobs[1], it’s essential that you keep things short and sharp, making it very easy for candidates to review what the role is, who the successful candidate looks like, and why they should apply.

Therefore, keep sentences and paragraphs short and use bullet points to list key responsibilities or ideal requirements. After writing your first draft, find the commas and ‘and’s, and replace with full-stops.

It’s also worth avoiding jargon, elaborate design or multiple font styles.

5. Be excited

Do you want your candidates to be excited and enthusiastic about your unique opportunity? Ensure this is reflected in the writing of your advert. Take the following two extracts as an example:

a) The role has direct responsibility for all core operational departments, including sales, account management and administrative operations. Candidates will have P&L management experience and should be confident managing senior staff, each of which manage offices and teams.

b) Fully accountable for the operations and finances, we’ll look to you to maximise revenue opportunities, control costs and guarantee safe and healthy surroundings. We want our staff to love coming to work every day, and your role will make sure this is brought to life, through your fantastic interpersonal abilities.

While seemingly similar requirements are highlighted, which of the two would you rather apply for? If you’re needing some inspiration, check out 10 of the most creative job ads.

6. Why you?

All too often, we see ads that list a whole host of responsibilities and ideal requirements, with absolutely no incentive for the candidate to apply. In this candidate-led market, it’s essential that you demonstrate why a candidate should leave their current position to come work for you. If you can’t sell the pros, one could assume there are none and therefore you don’t really care about your staff.

If you want motivated and ambitious candidates looking to make an investment in you, you should be prepared to do the same and give them some really good reasons as to why you are unique. Beware, however, if your advert is littered with ‘too-good-to-be-true’ empty promises. You may come across as less than credible and walk away with a damaged reputation.

7. What do they want to know?

The structure and content of an advert can of course vary from one business to the next, and from one sector to the other. Generally, you should always include the following pieces of information:

• Overview of the position

• Location

• What differentiates this role from another in the same sector?

• What makes your company so great to work for?

• What experience, skills and qualifications are required?

• How to apply/call to action

This last point would seem a bit of a no-brainer, but a simple instruction of what to do/what not to do is often missed, and obviously, quite important if you want them to get in touch!

8. Which job boards will your candidates be using?

There are a number of general job boards that the majority of job seekers use but there are also many industry-specific ones (for example, within the creative industry), that you may want to consider advertising with. Similarly, your target candidates may not even be looking online, in which case you’ll need to think about the publications they will be most likely to read and when.

9. Let them know what to expect next

Before you post your advert, think about how every applicant will receive a response. It doesn’t have to be personal – though of course that’s always best. An auto-responder that thanks them for applying and says you will get back to them by a certain date if you’re interested in hearing more, is a whole lot better than no response at all.

Keeping prospective candidates engaged in the hiring process will also result in a positive process and increase your chances of winning them over. 

Why is this important? Other than basic good manners, you just never know where they might pop up in the future.
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Looking for more guidance on job ads? Our complete interview and selection guide for employers will help!

Are you looking to hire a PA, EA or other support staff? Tiger’s consultants are experts in helping you find outstanding candidates for each role. Get in touch today to see how they can help.

[1] https://wearelanded.com/2019/03/29/four-in-five-use-smartphones-for-job-applications/

The post How to write the best possible job ad (and attract the right candidates) appeared first on Tiger Recruitment.

When hiring permanent staff, well-prepared open questions can provide a perfect opportunity to break the ice with nervous candidates. They can help to paint a picture of prospective employees in a broader sense by allowing them the opportunity to tell their story in an unstructured way. Hopefully, these should prompt unrehearsed responses, resulting in more genuine and uninfluenced dialogue.

By asking the right open questions, candidates may well unknowingly reveal personal attitudes and opinions. In doing so, you’ll be able to read between the lines and learn much more about your prospective new hire. Here are some of our recommended open questions that will see you getting the most out of your interviewee.

1. What do you like most about [name of profession]? What do you like least, and what do you find the most challenging?

By asking about likes and dislikes, you’ll be able to get a good overview of a candidate’s perception of their role. Reassure candidates that there’s no right or wrong answer here!

2. Tell me about a typical day in your current position.

A CV can only say so much. By asking interviewees to describe a typical day, alongside the question above, you’ll be able to quickly understand the bigger picture of their role and their key motivators for leaving.

3. What was your primary contribution or achievement in your last or current position?

This is a good alternative question to the traditional ‘what are your strengths’ as it allows them to give you a real-life example (as well as a barometer) of what they consider to be strong performance.

4. What was the best job you ever had? What was the worst? Why?

This question will shed light on what the candidate is really looking for moving forward. In describing the reasons for their likes and dislikes, you’ll gain a more honest assessment of what they’re really looking for moving forward.

5. What are your short- and long-term career goals?

By asking candidates to define both long- and short-term goals, you’ll be able to evaluate how your business might be able to accommodate their progression – if at all. If the candidate is particularly ambitious with notions of moving up the career ladder quite quickly, it’s possible they might not be the right fit for a permanent appointment if you can’t offer that.

6. What’s the best book you’ve read in the last year?

Tell me what you liked about it. Interviews are as much about discovering candidates’ personalities as they are about their skillsets. Their favourite book will offer a glimpse into their potential cultural alignment.

7. What is your interpretation of “success”?

You can set so many KPIs, goals, success measures as an employer, but it’s the candidate’s own yard stick that you’ll want to truly have a measure of. With insight into their personal drivers, you’ll be able to better manage them as employees and push them to exceed expectations.

We believe interviews should be organic conversations. While these questions serve as a guide, don’t be afraid to let the conversation run a natural course with a little prompting and direction from you at points. Rigid interview formats will not serve you or the candidate best in being able to show off your best selves.

Get in touch with us today to get the recruitment process started. If you’re looking for more guidance on the interviewing process, read our complete interview and selection guide for employers.

The post Hiring managers: What you’ll learn from these seven open questions appeared first on Tiger Recruitment.

Unconscious bias: educating teams towards diverse hiring

The positive impact of diversity in the workplace is not news. For many years we’ve known that business productivity, company culture and employee satisfaction improve with a workplace made up of diverse genders, nationalities, sexualities, ages, ethnicities and educational backgrounds.

Despite all this information, the reality of adopting diversity and inclusion in the workplace is not as easy as simply implementing policy change. Unconscious bias also plays its part in a well-meaning hiring manager not hiring diversely. Unfortunately, the negative impact of non-diverse hiring falls on the minorities themselves. A fifth of respondents in the 2019 National LGBT Summary Survey[1] say they are not open with sexuality at work, and one quarter of businesses in the UK have a gender pay gap of more than 20%[2]. It is therefore very clear that bias has long-term consequences.

So, what is it? Unconscious bias is the subconscious prejudice we all have against different groups of people. This can manifest itself in preferencing one candidate over another, purely based on their personal characteristics, rather than their skills and experience. If it goes unexamined, increasing diversity in the workplace will be almost impossible. HR managers, if you’re working with hiring managers who you suspect might be hiring with unconscious bias, consider the following steps to help kick-start a change.

Unconscious bias training

Unconscious bias training has been criticised in the past for not being an effective solution to the problem. A study[3] has found that it may reinforce stereotypes in the workplace, as the training clarifies existing stereotypes and may give people permission to use them in the office. Another problem is that people may become defensive when confronted with their own ability to discriminate against others.

In order to make training effective, it has to be part of a multi-pronged approach that targets specific actions rather than hypothetical situations. It must also be tailored to your company and your hiring manager. Don’t set unrealistic expectations about timing: it is unlikely that there’ll be a major increase in diverse hires immediately. Just focus on making a small change at first.

Revamp job descriptions

A job description may be the first piece of communication a potential hire receives from your company. There are many subtle ways the wording of a job description can either encourage, or completely discourage, different people from applying. Work with your hiring manager to understand that words like ‘dominant’, ‘rock star’, ‘expert’ and ‘superior’ are problematic as they are seen as gendered and can discourage women. In addition, if you want to attract individuals of varying sexualities, nationalities or ages, include a line about your diversity values within the job description. It will imply that you are open to hiring a more diverse range of people.

Change the way you assess CVs

A blind CV assessment is the easiest way to eliminate bias from the first stage of the selection process, however it may not be enough. It has been found that the types of words used on CVs can actually give the hiring manager an indication of gender, without knowing a person’s name. Using blind CVs alongside other techniques, like an AI software, which is programmed to ignore all demographic information and use data reference points instead. Discuss adopting this change with the head of recruitment at your business, because it does make a monumental difference in the number of minorities considered for the role.

More focus on skills tests

For some positions, a skills test is integral to hiring successfully. But what if the only candidates that progressed to that stage were selected through a biased process? Talk to your hiring manager about re-examining their recruitment practice to put more emphasis on skills tests. Once the results come in, take the people with the best scores through to interview stage as a non-negotiable, regardless of who they are.

If you’re looking for your next great hire, contact our team today!

[1] https://www.gov.uk/government/publications/national-lgbt-survey-summary-report/national-lgbt-survey-summary-report

[2] https://www.theguardian.com/world/2019/apr/04/gender-pay-gap-figures-show-eight-in-10-uk-firms-pay-men-more-than-women

[3] https://www.ncbi.nlm.nih.gov/pubmed/25314368

The post HR managers, how are you educating your staff about unconscious bias? appeared first on Tiger Recruitment.

Diversity and inclusion in the workplace

Diversity continues to be one of the most salient issues for hiring managers and leadership teams. With very little empirical evidence to suggest a series of best practices, it is a challenge that requires serious investment, with ongoing research, experimentation and feedback.

Table of contents

• What is diversity and inclusion?
• Why is diversity and inclusion important?
• How to create a diversity and inclusion plan (webinar)
• How can you raise awareness of diversity, equality and inclusion?
• Effective diversity initiatives
• Diversity in recruitment
• How to monitor diversity 
• The future of diversity and inclusion practices

What is diversity and inclusion?

Diversity and inclusion (D&I) in the workplace is the term to describe the complete participation, respect, acknowledgement, acceptance of employees, regardless of their age, ethnicity, sexual orientation, gender or physical abilities.

Why is diversity and inclusion important?

The benefits of establishing a diverse workplace are undisputed – in addition to boosting the UK economy by £24 billion a year, a multi-faceted workforce has also been shown to improve engagement and productivity, encourage creativity and lead to a more innovative working environment.

Yet, the current state of play shows there is still plenty to be done. Worldwide Black Lives Matter protests in June 2020 sparked a larger conversation about the state of diversity in every sphere, including business. While this is something that many (particularly those from underrepresented groups) have spoken out about for a long time, it took this global event to be a catalyst for many companies to create better diversity and inclusion practices.

In 2020, the updated Parker Review found that 37% of FTSE 100 boards have no ethnic minority representation on their boards. While this is progress from 51% of those surveyed in 2017, it falls short of the initial target for every FTSE 100 board to have at least one member from an underrepresented background by 2021. In terms of diversity training, the McGregor-Smith Review in 2018 found that only 48% of employees surveyed reported having participated in the past [2].

When it comes to gender diversity, women made up 9.7% of executives in FTSE 100 companies [3] and only 16% of executive committees at FTSE 350 companies in 2018 [4]. In 2016, the government-backed Hampton-Alexander review set a target for a third of UK-based board positions to be held by women in 2020. As of Feburary 2020, this target was reached. However,  Business Secretary Andrea Leadsom has stated that there is more work to be done in certain industries. For example, only 15% of FTSE 100 finance directors are women [5] and the gender disparities within the technology industry are widely known (our research of 1,000 UK workers found that only 1% of female jobseekers wanted to work in a tech startup).

How to create a diversity and inclusion plan

In August 2020, Tiger hosted a webinar with three diversity and inclusion specialists, Simon Fanshawe, Partner at Diversity by Design and Co-founder of Stonewall; Holiday Phillips, Founder and Chief Wisdom Officer at KULA; and Sarah Ramsden, a Management Consultant at The Clear Company. They discussed the increased interest in diversity and inclusion and how employers can create a sustainable diversity and inclusion plan for their businesses. Watch the webinar below.

How can you raise awareness of diversity, equality and inclusion?

Raising awareness of diversity, equality and inclusion within the workplace can be difficult. An important place to start is to know your ‘why’ – once you understand your motivation, you can start to target the areas of D&I your business is lacking. A broad, one-size-fits-all policy is not going to be effective in this area. Instead, create measurable metrics that make sense to your business and put in place specific initiatives based on these.

While most businesses are aware of the benefits of diversity, it can continue to be a huge challenge to see positive changes in modern workplaces. There are a few reasons for this:

The first complication lies in the simplification of the concept.

“It’s not enough to want diversity. Every team, office and business needs to decide why diversity is going to help them improve and go from there,” says Simon Fanshawe OBE, co-founder of consultancy, Diversity by Design.

For Aubrey Blanche, Global Head of Diversity and Belonging at software giant Atlassian, the term doesn’t do enough to represent the issue as a whole.

“I’m actually not a fan of the word ‘diversity’. According to Atlassian’s research, people associate the word ‘diversity’ with people who come from underrepresented backgrounds, rather than being about everyone,” she says.

“According to Atlassian’s 2018 State of Global Diversity & Inclusion Report, 68% of tech workers in the UK identify women as an important part of the diversity discussion, but the drop off is steep for other groups (and severe for identities in majority groups).”

This unintended exclusion of certain identities from the conversation is a key contributor to a lack of progress in representation: “Businesses should strive to create teams with a balance of perspectives – which is strongly influenced by our identities and life experience,” says Aubrey.

Simon agrees, noting that organisations need to value the difference people can bring: “Research says high-performing teams work because they have an ability to encompass and embrace difference and set new norms of ways of working,” he says.

In fact, it is these situations that positive diversity results, or diversity dividends, come about. Scott E. Page, a University of Michigan professor in complex systems and political science argues that “when solving problems, diversity may matter as much, or even more than, individual ability.”

Other benefits of diverse hiring include improved employer branding, better hiring management practices, increased employee satisfaction and better business performance.

Effective diversity initiatives

So, what practical steps can businesses take to start their journey of creating a more diverse and inclusive workplace culture?

While successful initiatives will differ depending on the company, size and culture, examples of effective diversity initiatives can include:

• Empathetic leadership – every leader should have a personal interest in creating diversity and be able to promote this in their daily actions
• Facilitate mentorships, sponsorships, networks and training opportunities for employees from underrepresented backgrounds
• Sustainable, ongoing training programs for diversity and inclusion (rather than a one-off session)
• Implementing flexible working policies, including equal parental leave
• Taking part in external events celebrating underrepresented groups, such as Pride

With these in mind, it’s clear diversity initiatives need to go beyond quotas and broad policies.

“Good intentions are not enough. Leaders have to see the value in the process, but research tells us we can’t re-educate.” Simon says.

“Creating a new norm is fundamentally important to the ways we change our behaviours.”

At Atlassian, the concept is ingrained into their mission, with each employee expected to contribute according to their role. Taking a data-informed approach, they measure, experiment, learn and iterate, and where possible, share these findings with the global tech industry, recognizing that it’s an industry-level problem that requires broad solutions.

“We’ve pioneered a team-level approach to measuring workforce diversity, and have used those insights to drive a greater sense of belonging amongst our global workforce,” says Aubrey.

Depending on the company and industry, the success of initiatives will vary. The steps to improving diversity in tech startups, for example, will differ compared to a global investment bank.

When it comes to attracting groups like return-to-work parents, initiatives like flexible working are critical. However, without support from management, businesses will be unlikely to retain these talented individuals.

Diversity in recruitment

Diversity in businesses starts with recruitment practices. While some businesses have started to change up their traditional processes in an attempt to minimise bias (by using blind CVs, increasing skills testing and standardised interview questions), others are completely revamping their hiring activities.

One particular win for Atlassian was a growth in technical female hires in entry-level graduate roles to 57% over two years, as well as an increase of overall hiring of women in technical roles to 18%. To do this, Aubrey and her team deployed a number of strategies.

“First, we created branding that appealed to a broader variety of candidates. Our Talent Brand Team updated our careers site to include a more balanced set of Atlassians, and highlighted a more inclusive set of perks and benefits that appealed to people at different points in their life, like career growth opportunities, comprehensive healthcare, and emergency backup childcare,” says Aubrey.

“These changes made most people coming to the site feel like they recognized not only themselves, but the type of activities, social occasions, and work settings they wanted to work in,” she continues.

The second element was to re-examine the requirements of a role.

“According to Hewlett Packard, the majority of women won’t apply for jobs unless they think they meet all the criteria posted. However, most men will apply even if they only meet 60% of listed requirements.”

“We now write job advertisements with requirements as the lowest barrier to entry, instead of a wish list for a magical unicorn,” continues Aubrey.

For Simon, re-designing the recruitment process away from requirements is essential to encouraging diverse mindsets.

“Most diversity work that goes on doesn’t involve enough re-design. When hiring or promoting, businesses need to think very hard about what the team or group is trying to achieve,” he says.

“From there, they need to establish the criteria they want to hire against and question these rigorously. They also need to consider why they are wanting to diversify and what kind of diversity would make their ability to achieve that goal better.”

This process will ensure that potential candidates are chosen on essential criteria alone, rather than any unconscious bias.

One of the other ways businesses can eliminate this bias is through AI. Atlassian has also found success with Textio, an augmented writing platform that helps them identify the highest-impact language in their job ads and highlights subtly gendered works within their copy.

How to monitor diversity

Diversity monitoring is the term used to describe the implementation and recording of diversity initiatives in the workplace. By ensuring that your business continues to work towards diversity goals, you can create more opportunities for underrepresented groups. The steps to monitoring diversity effectively include: creating a business case, using goal-specific monitoring forms, reviewing the data against your company’s goals and identifying what success looks like. Effective diversity monitoring will help you to increase the number of employees from underrepresented backgrounds and close the gender pay gap.

The future of diversity and inclusion practices

With all this in mind, where do businesses go from here? For Simon, it’s not about shifting thinking, but acknowledging that bias exists and creating new norms that remove the need to make decisions that encourage it.

“Research tells us we can’t re-educate out of these decisions but we have to re-design processes.”

He encourages businesses to reject the idea of culture fit and instead bank on individualities: “The new norms come from a combination of difference and that’s where you get the dividends from diversity.”

“The most interesting thing about other people is how they are different from you, not how they are the same,” Simon finishes.

For Aubrey, the objective is simple: “The ultimate goal is to build a balanced team, in terms of skill and ability as well as varied life experiences and knowledge people bring to the table.”

1. https://www.ey.com/en_uk/news/2020/02/new-parker-review-report-reveals-slow-progress-on-ethnic-diversity-of-ftse-boards#

2. https://www.gov.uk/government/publications/race-at-work-2018-mcgregor-smith-review-one-year-on

3. https://www.market-inspector.co.uk/blog/2017/05/workplace-diversity-in-the-uk

4. https://economia.icaew.com/news/july-2018/women-on-ftse-350-executive-committees-sees-no-change

5. https://www.gov.uk/government/news/third-of-ftse-100-board-members-now-women-but-business-secretary-says-more-needs-to-be-done

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Let’s be honest, the job search is not a holiday. Often tedious and time-consuming, it can be hard to maintain positivity. That said, you must be persistent and do not let rejection get you down. The key to job hunting is being both realistic but optimistic.

Keep Calm

You may see a role online that may not have been run past you by your recruitment agency. There could be a reason behind this. It could be that the company may not be right for you and what you are looking for, or it may be that the person or team that you would be working with do not have the right personality fit. That said, do express your interest to your consultant – it never hurts to ask.

Remember, whether you are applying for a job through a recruitment agency or directly, job applications and CVs will be vast and arrive in high volumes each day. Just because you have sent your CV forward for a role, it may not mean that you will successfully achieve an interview, let alone secure the job. Be patient – there are hundreds of other candidates out there and some may fit the job spec and requirements slightly more than yourself.

There are hundreds of people who are actively looking for a new job. Although this may feel somewhat disheartening when going for interviews, there are also hundreds of jobs which arise each day. Never focus on just one job as you will only be disappointed should your candidacy not be successful.

Targets

Set yourself realistic targets. Never go to a recruitment agency requesting a 50% pay rise on your last salary – it is a high expectation and extremely unlikely. Be open minded and flexible; your recruitment consultant will be able to discuss excellent opportunities that you may have discounted by setting such high expectations. Seek advice from your recruitment consultant, they will be able to advise you on what salary to expect and which industries would suit you. Do not be scared to pick up the phone and ask them!

When going for an interview at a potential employer, remember that you may have to return for a second, or even a third interview. Use your time wisely and set yourself the target of securing the next interview. You have your foot in the door and now it is your opportunity to push that door open and walk through.

Check In

Always keep in contact with your recruiter or potential employer. You will want to be kept in the know. However, you do not want to become a stalker! By checking in with your recruitment consultant, you will demonstrate your interest and enthusiasm in a role which you may have applied for, or even interviewed for. Following an interview, always provide detailed and thorough feedback to your recruitment agency. This displays a keen interest in the role and shows that you have listened to the interviewer. Your feedback will be passed on to the potential employer and could be the reason as to why you are selected over another applicant. If you are yet to hear back from your recruitment consultant or interviewer, it will not hurt to check in and see if they are able to provide any feedback for you. Feedback from the interviewer is crucial to your job search, so treat it as constructive criticism. Never feel disheartened when facing rejection from an interview; learn from your mistakes, as this will only strengthen your interview skills and tactics.

Although it is important to check in and follow up with your recruitment consultant, never become too much. Your recruitment agency will be working on a high number of positions, not just the one you have applied for. So try to avoid chasing and contacting too regularly. A consultant should always contact you as soon as they receive feedback from a client, whether it be positive or negative. This will then be passed on to you immediately.

Positivity

Try not to get upset, should you not get your own way when applying for jobs and interviewing. The best thing to do when job hunting is to stay positive. Avoid holding a grudge against your recruitment agency/consultant or even your interviewer. There will be a reason behind every decision made. You are relying on your consultant to find you that dream job, and being bitter could jeopardise your chances in achieving employment with your dream job or company. A consultant will always remember when a candidate has behaved negatively towards them.

When registering with your agency, remember to display your positive attitude. No-one likes a negative Nancy! When registering, your consultant will be getting to know you and acting as though they are wasting your time will certainly not help to achieve your employment goals. When you have reached interview stage, you must again display a positive and motivated attitude to the interviewer. Be the person that everyone wants to be around, rather than the one that everyone wants to avoid.

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