Richard Hooper is a Director/owner of Balance Recruitment, an accountancy recruitment business with specialist divisions focussing on Legal Services, Retail, Media, Technology and Telco sectors. Richard heads up the Legal Accounts division, recruiting for senior accounting positions with international and UK Law Firms.
Lessons from 2007………
For those of us who have been keeping a close eye on hiring trends and the UK employment market over the last decade, it’s becoming increasingly clear that the current market conditions are very near to matching the heights of demand seen pre-recession in 2007. In some industries this has in fact already been surpassed.
So, let's take a look back to 2006 and 2007 to see what challenges and experiences jobseekers faced at this time. What can we learn from these experiences to benefit jobseekers today?
- More choice – whereas 3-4 years ago an active jobseeker may have struggled to find several opportunities they were interested in actually applying for, that same jobseeker today may find themselves a multitude of options and end up considering too many different options. Before going ahead with applications, spend time first to consider what is most important to you and be selective. You’ll be able to focus your energies on the most suitable opportunities and have more time available to interview for them. You can always widen the search later if need be.
- Don't get carried away – it’s very easy to be flattered by positive feedback and the opportunity to return to several second stage interviews will be an ego-boost to all but the most humble amongst us. However, there is a danger of getting too carried away when everything seems to be moving along in your favour. When you find yourself believing that second interviews are merely a formality, you might want to think again
- Managing expectations on decisions – in the current market it’s fairly common for high calibre individuals to reach offer stage with more than one process. Unfortunately however, different employers will be working to different timescales, and if an employer has a second choice candidate they like, they may not want to miss out on them by waiting a week for a decision from their first choice candidate. This can be very tricky to manage, but can be helped if you carefully manage expectations throughout the process. If working with a recruiter, they can be a big help if you keep them fully briefed on your progress elsewhere.
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