The companies who drive change and adapt are the ones who will have a competitive edge.

There will always be companies that hang on to old working structures. Today is more than putting people in jobs.

The mindset is more than simply having someone fill an empty desk. The time has now come to equip businesses to make the change to flexibility in their employment practices.

Let’s look at re-evaluating our working mindsets.

Where Can Employers Go Wrong?

When looking for a driven and dedicated mindset, it is easy for employers to slip up and make some common mistakes. You can’t expect your workforce to know how to behave if they have been given little or no guidance. Angela Piromalli, MD for Rise, strongly believes in empowering employees as a way of improving attitudes.

Angela states, “You need to identify the right mentality in an employee but also find out what an employee needs from you. It is the employer’s job to enable someone to be their best.

“Businesses have a more collaborative approach now, so taking everyone’s needs into consideration is essential.”

Appreciating everyone’s value in a company doesn’t necessarily have to come across in pay. From simply heading a side project or having more flexible time by job sharing (something that doesn’t impact cost for the company), employees stay happy and hand in hand continue to work to their fullest capability.

Flexibility Within Your Work

With work taking up a significant amount of your week, being flexible within that is fundamental to having a positive view of your job. For instance, Fleur Cook, Marketing Marketing within Rise has taken on responsibility for the 2019 Rock Star Awards. This provides others with a sense of leadership and more importantly ownership, within their contracted hours. Just because you have a job title does not mean you should be doing the same routine every day of the week.

Not only does wider responsibility keep you intrigued, but it can also bring credibility, confidence and pride in that you are working to create something entirely yours. Being given responsibility within the company keeps employees happy, and that passion alongside responsibility draws the team closer together:

Angela says, “All our employees should have flexibility too. You should trust the people you work with and decide your priorities.”

“If someone is late to work, it does not matter. We know the same people would voluntarily stay late at the weekend if they needed to. Having the right people with the right values is essential.”

Having The Right Values And Bringing Them Into The Workplace

If everyone in the workplace has a common collective goal, things fall into place.

Toni Taylor, Rise Office Manager stated, “If a business instills no trust in the people they are working with and people do not work together, things will not run smoothly.”

“Taking on that new and fresh way of seeing a business as a community means it is more likely to succeed. Businesses who see people are commodities will be the ones who will fail.”

“This isn’t just a job. It’s a career. It is give and take on both ends — the more you put in the more we give you back and vice versa.”

Within Rise, we believe that the nature of a person comes first, as skillset can always be learnt. Recruiting wise, attitude comes before experience.

On an organisational side, we are seeing this in abundance with the quality of the applicants for the 2019 Rock Star Awards, not just those who have made it to the final stages, but the majority of people who applied this year.

Behind The Curtain Of The Workplace

Learning more about the people behind a company can tell a thousand stories. With our up and coming ThinkTank initiative, we want to look more into the people and find out how different work methods impact stress and wellbeing. This will provide us with data to improve ourselves and companies around us.

Seeing what makes our employees the best versions of themselves, we can build towards a happier and more productive workforce. We are always looking for new companies to get involved too.

Knowing how to not only attract but keep staff is fundamental to a good working attitude too, and with that mindset comes longevity in that career path.

Communication is of the utmost importance, and in maintaining a good relationship with colleagues does not always have to be work related — you are allowed to talk about non-work matters, and build a strong relationship. Virtues and values interchange in all aspects of life.

Let’s Conclude

When the employer and employee mindset is right, things fall into place.

Being surrounded by others who care about you past the working day makes a significant difference in working life.

Gone are the days of traditional office small-talk and solely searching for skillsets, we are welcoming with open arms a more fluid and friendly work environment where people feel valued. Let’s tread this new path together.

If you would like to come onboard our ThinkTank programme, where we will test new working models intended on having an impact on you and your business, then step forward with us in our pilot programme. Let’s rise together. To find out a bit more email fleur@letsrise.co.uk

Only when you look back do you realise the development and hard work that goes into a completed year.

Let’s look at some lessons from 2018 that we have learnt at RISE.

The biggest lessons of 2018

By empowering the RISE team in 2018 and instilling belief in every single person in the company, we now act as one body.

Having a solid base to a business and connecting to each other on a human level changed the company around for the better. This is a valuable trait we will work harder on, year on year.

Angela Piromalli, our MD, sums this up perfectly; “This year is all about having the right team on board and then giving responsibility to others.”

Whilst it is great to be acknowledged for awards, it is the byproduct of hard work. We were nominated for seven awards this year and we won seven awards. From that perspective, it has been fantastic. We have progressed into our next phase as a company after deciding to really go for it in 2018.

2019 from a business angle

Not only do we want to empower our colleagues and work as one, we put this mentality towards each of our clients and candidates.

Rather than being outsiders to our family, we embraced everyone who came to us and treated them as our own.

The growth of our Rock Star Awards has also allowed different employees to take on bigger responsibilities in this sector. Instead of one person taking full responsibility for a project solo, we decided that more people should work together and create a product even better than the year before. Giving up and handing to others an idea that was conceived and delivered (the Rock Star Awards) may be for the benefit of you and those around you:

Angela says, “It’s important to give others responsibility, and prove you can trust your team. Giving people the freedom takes the pressure off of you, and brings new minds together.  For instance, Fleur Cook, our Marketing Manager, hosted the 2019 Rock Star Awards launch event at Bournemouth University and people recognised Fleur as a figurehead for this initiative.“

“Instilling new energy to revamp existing projects makes such a difference.”

The units we create as a company are equally as important as employing good people. If you want to progress as a company, everyone within a company needs to be invested. That core team is the company, not just the name on the logo.

What will next year hold?

Now we have the right energy together as a company, we look forward to what next year has in store.

As well as the responsibility, it is important to have the drive and passion to make 2019 a success. For all businesses, there has to be careful planning. It comes down to companies knowing the structure for the future and giving a bit of leeway to slip up occasionally without the world crashing down around them.

In 2019 we also plan to launch a new think tank programme. Angela explains this new introduction to the business:

“Our objective is to challenge the norms of the businesses in Dorset, by trialling the four day working week, using public transport to get into work, a six hour working day, and seeing the impact this has on mental health, work ability and also efficiency.”

We want people and businesses to get involved and participate with us on this project. Trialling is the only real way to understand the level of success and achievement. By working with partners we can present strong tangible data.

Discovering and unravelling these secrets of business that no one’s really delved into before is important for us. We want to know how you can increase productivity, how people can be happier and how you can attract the right talent and retain it.

As Angela states, “If the research reveals a positive impact on these factors, it will be landmark for us and the local economy.”

“Whether clients or candidates, the output for everyone has to be living a content and fulfilled life.”

Let’s Conclude

Reflecting and growing from the past is such an undervalued asset in the business world.

If we, as RISE, had not looked back at our continued journey and where we have come from, would not have allowed us to plan and initiate. We are continually thankful for the people around us, the clients we serve and the candidates we support as well as the community we have nurtured. It is a privilege to be a part of the business community we have been a part of for over 10 years.

Having a genuine excitement for the year ahead with new projects and fresh ideas is building our community and allowing us to be excited to go into work – trust your gut and listen to ideas that aren’t just your own.

Give 2019 all you’ve got.

Prepping for an interview whilst not a complicated task, is fundamental to the success of how the day goes.

 

Having a good breakfast, knowing where you’re going and researching a company itself is essential, but finding ways to prep online can often follow the same pattern. Dress smart, research the company, it is nothing we all haven’t heard before.

 

Let’s flip this conventional advice on its head and focus on some important aspects that are not as commonly shared.

 

Let’s highlight some areas and interview tips, no one has told you before.

 

Image Is Everything

 

Let’s make something very clear, companies do genuinely care about image, more than you think.

 

A good tip is to ask your recruitment consultant what you should wear for the interview. There is nothing wrong in asking how you should present yourself to others. One company that endorses a shirt and a tie, maybe completely opposite for another company that is happy with a shirt and jeans.

 

Fitting the company profile can go a long way. You have to be the right person for the company.

 

It is so much more than just skills, it goes way deeper than people may think.

 

Showing an interest and the company itself, not just the salary is essential, and will make you stand out during the interview process. Fitting the right atmosphere of the business is also critical, both for the employer and the employee and will make a significant impact when choosing the right job for you.

 

Yes, People Look At Your Social Media Accounts

 

Before an interview, the employer has already spent time with your CV.

 

They know the version of you that you have typed out, but they don’t know the person behind the paper yet.

 

This is what you need to present, not just your skills in industry. Social media can play a key role in this too – if you have an online presence, it has to be suitable for an employer to view. Because they can, and they will see everything the internet has on you.

 

It is a fact of life, people will look at others Facebook profiles and make a decision on that basis alone, before anything becomes face to face. The social rants, political bias and delicate views can go against you. According to Society For Human Resource Management 84% of employers recruit via social media, and 43% of employers screen job candidates through social networks and search engines.

 

Let’s flip things the other way round, if you show your true self and the interviewer finds smart, funny and interesting content, on your social spaces, then this can support you.

 

Likeability Can Be Your Special Move

 

Likeability is something that shines in unlikely circumstances.

 

Small things may be noted by others, such as a smile in reception or opening the doors for someone. Feedback goes straight back to the employer, and people will always hear what you are saying.

 

You never know who people in the building might be. Manners will be noted, impressions always count.

 

Deal With Awkward Interview Situations In Your Favour

 

Interviewers do have some unconventional questions ready for you. What animal would you be? What colour best represents you? Why did you choose that tie today?

 

You might be asked what your worst trait is. Here is a tip, choose something with a secret positive. For instance, a constant belief in precision brings it back to a selling factor towards you.

 

There is no such thing as a closed interview question. There is always going to be a chance for you to keep on talking and really sell yourself.

 

Context is key, so you must always be able to relate your experiences and selling points to the questions you have been asked. When you can connect a question to your own experience, it can put you in place of strength.

 

Showing Yourself In Your Best Light

 

If you ask any interviewer how they want you to come across, the answer is of course be yourself. But there is more to this than the cliché it sounds like.

 

It maybe obvious but not swearing is a huge no, no, even if an interviewer throws in a few expletives. Perhaps they want to see how your react? Be yourself but also be professional, because your personality will show in the workplace.

 

As a tip, always be grounded and try not to be over confident, as it is more than likely you won’t come across in the right way. Show that you have dreams and aspirations and want to grow within the company.

 

Let’s Round Up

 

There is a lot to think about when going for an interview, but remembering the little things can go a long way.

 

No set formula exists on how to perform perfectly and get the job, but showing the employer who you are both professionally and personally can and will put you in a good position.

 

After all, once you have secured an interview, you’ve got something special about you and employers just want the chance to see this for themselves.

 

Why Should We Hire You? Being a successful candidate requires more than just ticking the boxes.

In a world where copy and paste has become our best friend, many of us find ourselves taking the easy route when filling job applications. Rather than sell our personalities, we jot down our experience and prioritise qualifications over charisma.

But, our interests and differences can be what employers are looking for.

 

The Things That Make You Different Can Be A Path To Employment

Whilst having essential skills should not be overlooked, many of these allow you to be compared to others. Having a CV that says ‘competence in Word, Excel and Outlook’ is a thing of the past according to Angela Piromalli, MD of Rise. It isn’t what employers are only seeking any more:

“Those areas we don’t even look at. We pick up the phone and speak to people, as its unique things about them and how they connect with us that gets them the job.

“It’s about looking past their skill-set, and looking at the person.”

Selling your personality can give you a wildcard advantage above the rest of the pack. Character should not be overlooked, as the ability to fit into a team and get along with other people is what pushes you into top roles, a mantra Angela strongly agrees with. You can have all the skills in the world, but if your personality doesn’t suit you will fall short of success.

Emphasising accomplishments that no one else has is one way to stand out from the busy crowd. If you highlight the things you have done that go beyond the expected, employers take an interest. Angela commented,

“Those accomplishments are hugely important to us. They reflect who you are and your interests as a person, and the sooner employees recognise this the better.

“You need specialised skills to survive in life, but it is the other well rounded skills that make you employable. For instance, many companies participate in charity work because we’re running our businesses as people. This reflects more than just a professional competence.”

 

Interests & Personalities Push Us All Through

Having other passions and drives that keep us going is not just something the professional sector benefit from. As human beings, we thrive in more than just one aspect of life. If all we cared about was gaining traditional employable skills, life would be pretty flat. It is our other attributes that put us ahead, in relationships, work and play. Humans appreciate human attributes.

Being head coach of a sports team means you can commit to something, you’re resilient and can show leadership skills. These things link together and show you’re more than someone who can work with Excel.

Even if you do not think your skills are relevant in the workplace, you might surprise yourself. Non tangible skills like being outgoing and having a strong social group can indicate your strength in communication, teamwork and meeting new clients.

 

Is There An Ideal Candidate?

Deciding on the perfect candidate can be a tall order. It is difficult to put into a box what attributes you are seeking in an employee, but upon meeting someone you might realise they are the right person to fit into your business.

Laura Coombes, our Recruitment Consultant knows how different people can make the seamless team, without there being a “perfect” example of the dream client:

“It is so hard to put your finger on what people look for. Actually speaking to someone and understanding their aura in the way they seem to you is what’s important.

“We have noticed people having two different CV’s, adapting them for the specific role they are applying for. One had work experience whilst the other had out-of-hours accomplishments, and they seem like two different people. It is better to combine to create one rounded individual.”

 

The Solid Interview Experience

When we look at unsuccessful candidates, a few common mistakes often crop up. Laura finds people often fail to research the company and job they are applying for, which would have given them a massive advantage in fitting what we are looking for:

“People want to employ someone who wants to work for them, rather than people who just want any job. And the candidate knowing about the job and asking us questions back makes them stand out.”

Being you in an interview is your strongest asset. Even if one job doesn’t seem like your cup of tea, it doesn’t mean you failed. Why would you work for a company that doesn’t suit you either?

If you go in, read the room and give the best interview you have got, whilst completely being yourself, you have nothing to regret. Having a bit of bravado and pushing yourself up doesn’t mean you are deceiving anyone either. ‘Bigging yourself up’ can go a very long way.

Similarly, not hiding charity work can and will work to your advantage, so don’t be embarrassed to share things about yourself which may not seem job-related at first glance.

So, what’s the icing on the cake when thinking of the ideal employee? According to Angela, experience can sometimes be overrated:

“If someone walked in here now and they knew what was expected of them, with the right attitude and the right values regardless of their experience I would take them on within a heartbeat. It is that spark someone has in their eyes.”

 

Let’s Sum Up For You

Times are changing in the way you sell yourself, both in interviews and on your CV.

Employers are valuing personable traits above all else, and finding the perfect combination of personality and skillset can propel you into the job market as a hot commodity.

In our field of recruitment, it comes down to your other assets which make you stand out.

Skills can be learnt, but character is something to be prioritised above all else. The person you are allows you to get a job, so let it stand out.

 

For any relationship to work there has to be an understanding on both sides.

In this article, we look at the importance for both clients and candidates to have a responsibility to each other.

As a recruitment agency, we are the ones directing the orchestra of talent and personalities.

In our ongoing series of interviews with the Rise Recruitment team, lets share the whole relationship game with some of our recruitment team: Camilla Ancell-Begley and Laura Coombes.

 

It Doesn’t Always Sing Beautifully

Lets start off with a sense of realism.

There are times when both clients and candidates are on the opposite sides of the road, both heading in completely different directions from each other.

Whilst it is something that doesn’t happen very frequently, candidates not turning up for interviews is something that we cannot ignore. Why is this? Laura looked to shed some light on this,

“There are people that have more than one interview. They can find themselves in a stronger position when offered a job somewhere else and then decide not to go to another interview. It is as simple as that.”

“Dropping out of interviews is something that affects us all. Whilst it is fantastic that people are offered positions, all they need to do is let us know. Honesty and a bit of transparency can mean so much.”

Walking in the opposite direction can also be seen from the client side. Camilla highlighted,

“The biggest frustration for candidates who have had a positive connection with a client and the interview flowed, is when everything then goes quiet.”

“Chasing for feedback and the lines of communication going silent, can affect confidence as well as being harmful to a companies image.”

 

The Thing That Links

When candidates and clients are both on the same side of the road, walking next to each other, not heading in opposite direction, comes down to one simple trait to be championed on both sides and within a recruitment consultancy itself, communication.

Laura has seen this work on many occasions.

“It is our job to understand both clients and candidates. For instance, working with a client, there is a strict requirement to deliver and understand their expectations. What we do is visit, understand the roles that are available and more importantly the culture of what people are going to be working in. By ‘tuning in’ to the client and walking in their shoes, this enables us to understand those people, where everyone can be happy.”

The reason it works is that we (the recruitment consultancy) can orchestrate the relationships. When you understand the background, culture and characters of both sides this is where things work.

Camila highlighted the importance of treating everyone individually. Maddy explains,

“The opposite of communication and nurturing relationships is treating the world as one size for everyone. Volume is the antithesis of connection. For instance, CVs being fired out without candidates being aware is an awful thing to do, but unfortunately it happens.”

“No one wants their CV sent without prior conversation. However, with GDPR (General Data Protection Regulation) arriving from May 25th, this practice will hopefully be reduced and the transmission of personal data something that is in agreement and not as a one sided act.”

 

Finding That Flow Where Arms Are Locked

When client and candidate both understand each other, the reward can be recognised by everyone.

Camilla stated,

“It is the role of the recruitment consultancy to find the working relationships between the right people. One of the biggest rewards that I have is when someone looks at me and simply says ‘thanks.’ When there is the right fit between both the candidate and the client, we all like to think that we have helped find the right piece of a very large jigsaw puzzle.”

“Seeing people flourish within a company where someone else has made a commitment to hire, is where I see the reward,” continued Laura, “For instance, we looked after a temp candidate that had lost their job and wasn’t really sure what they wanted. Camilla put her forward for a particular role and she took the position. She has already been promoted within a year.”

“She may have lost a role, but she gained a new career. That means a lot.”

 

When It All Works

When a client has the confidence to recruit someone they know that can do a great job and a candidate can trust a client, this is how people and businesses develop and become empowered.

“We help make that fit for people to stand shoulder to shoulder with each other,” said Laura.

From a recruitment perspective, managing dozens (if not more) relationships is part and parcel of the job. However, interaction and taking the time to get to know people, their traits and what they are looking for is when the whole recruitment process becomes one that flows.

You have to champion the companies you represent and those who are looking for roles. When communication takes centre stage, it becomes a road that can lead to a rewarding journey.