Blog Layout

4 Things to Consider Before Pressing the APPLY NOW Button

Jonathan Shepherd-Stubbs • Jun 30, 2023

Applying for a new job can be an exciting time for many people! A new opportunity for growth in your career could be just around the corner but have you taken some time to consider the vacancy thoroughly first? In this guide, we explore the 4 things to consider before pressing the ‘apply now’ button. Let’s dive in…

 

Location & Working Hours

The job you are applying for could be perfect in so many ways but does it suit your life and your current circumstances? Where is the job located? Is it a few minutes’ walk away each morning or will you need to commute some distance? Does the cost or time spent commuting outweigh any bonuses or the salary itself? Is there an opportunity for hybrid working or working remotely? Really take the time to consider all of the different practicalities of getting the job before you hit ‘apply’.

 

Company History and Culture

Dig deep into the history of the organisation you are thinking of applying for and try to get an idea of their working culture. Does the company have a high turnover of staff or frequent redundancies? How will these things affect your job security in the future? Another thing to consider is the culture of the company, it’s deep rooted beliefs, styles of working and overall mission - does this align with what you need for job satisfaction in the long-term?

 

Responsibilities and Growth

What are the expected responsibilities of the role? In any job, your best work will always be where your strengths and skills lie. If you work best in a quiet environment alone, leading and being responsible for a large team might not suit your strengths and vice versa.

If you have become stagnant in previous roles, you will know how de-motivating this can be and if you are looking for further growth or promotion opportunities it’s best to choose an organisation that focuses on employee growth and further skill development.

 

Are You Qualified

Are you qualified, underqualified or even overqualified for the role you are interested in? These factors are all important things to ask yourself before you apply for any job. Have a good read of the job description and try to work out what is negotiable and what isn’t. If a job advertisement is asking for a minimum of 3 years of experience and you don’t have that, it may not be worth applying. However, if the job description mentions a specific skill or experience as being ‘desirable’, you are still in with a chance. (Speak to your recruitment consultant for their advice)

 

We hope our guide has been useful. If you need help to find the perfect job, our experienced team of recruitment consultants are on hand to help you and find your next role in our extensive database of job vacancies. Good luck! 

BLOG

What Qualities to Look for in a Candidate

by Jonathan Shepherd-Stubbs • 25 Apr, 2024
With so much talent out there, it’s not always easy to find the perfect candidate for your current vacancies. If you want to avoid a high staff turnover and get the perfect candidate in your team from the off and watch them grow, here are some initial qualities to look out for in your next round of hiring. Leadership There’s no limit to the heights a candidate could reach in your business and it’s often those who start at the bottom who end up working their way up through the ranks. Whilst your current candidate might not be at that level yet, it’s worth looking out for signs early on that will make them an excellent leader in the future. Honesty & Integrity This one goes without saying, you need someone you can really trust to take on a role within your business. Whilst it’s not always evident in the interview stage whether you can really trust a candidate, you will usually find evidence of this when you investigate references and ask questions about the candidates previous roles. Dependability Just like trust, you need someone working within your business who is dependable and does what they say they are going to do. An employer’s nightmare is someone who is regularly late for shifts or worse, doesn’t turn up at all. There are some early signs you can look for here; Was the candidate on time for their interview? How long did they work for their last employer? Do they switch jobs often?  Competency Lastly, is your candidate competent in the job you are expecting them to do? If you are hiring someone straight out of college, maybe they aren’t quite ready for a leadership role. Does the candidate have proven track record of managerial experience? Maybe they won’t be quite suited to a more junior position. As always, it’s important to ask questions and really get to know your candidates in your interviews to maximise the chances of you getting the right employee for your business. If you are new to interviewing, check out our blog ‘3 of the Best Questions to ask any Candidate’ to maximise your time and really get the most out of your next interview. If you need further support as an employer, we have you covered. From advertising your latest role to our audience to matching you with the perfect employee, we would love to help. Contact our team here.

LinkedIn Poll Results - April 2024

by Simon Clark • 18 Apr, 2024
At Shepherd Stubbs Recruitment, we are committed to understanding the intricacies of workplace dynamics and what drives employee performance. Our April 2024 LinkedIn poll asked a crucial question: "What’s your biggest motivator at work?" We are grateful for the excellent response and thank everyone who participated and shared the poll with their connections. The results reveal a diverse set of motivators that underscore the complexity of employee engagement today. Leading the pack was 'Work-Life Balance' with 31% of the vote, indicating that employees are increasingly valuing the ability to effectively manage their professional and personal lives. This trend highlights the importance for employers to offer flexible working conditions that support a healthier work-life integration. Both 'Recognition/Praise' and 'Financial Incentives' tied at 25%, reflecting a classic yet evolving understanding that both acknowledgment and monetary rewards play significant roles in motivating employees. Recognition and praise show employees that their efforts are valued, boosting morale and productivity. Simultaneously, financial incentives continue to be a powerful motivator, underlining the need for competitive compensation structures. 'Career Opportunities' was also a key driver, with 19% of respondents indicating that the prospect of advancement and professional growth is a crucial motivator. This result points to the necessity for organisations to cultivate clear career paths and development opportunities to retain ambitious employees. These insights are invaluable as they highlight the varied and complex factors that motivate today’s workforce. We leverage this understanding to help our clients attract and retain the right talent, aligning our strategies with the evolving needs and motivations of the workforce. Remember, in a changing job market, it’s all about the right people, and knowing what moves them is the first step towards success. If you would like to talk to the team about placing a new candidate, get in touch here .
More posts
Share by: