professional-technical

When to Use a Specialist Recruiter vs. Hiring Directly

Mon, 30 Jun 2025 10:10:28 GMT

Hiring the right person is one of the most important decisions a company can make. Whether you’re filling a technical role for the first time or expanding an established team, the process can take time, effort and resources. It’s not always easy to know the best route to take either.

Should you manage recruitment in-house or bring in a specialist recruiter? The answer depends on a few key factors, from how niche the role is to how quickly you need someone in place.

Here, we’ll break down the pros and cons of each approach to help you make the right call.

Hiring Directly: When It Makes Sense

If you’ve got the time, tools and talent internally to manage recruitment, hiring directly can work well, particularly for more general roles or when you’re not in a rush.

When to consider hiring directly:

You have a strong internal HR or talent acquisition team
They’re already experienced in managing recruitment campaigns and have a process in place.
The role is easy to fill or not time-sensitive
If it’s a commonly advertised position and there’s a large candidate pool, managing the process yourself could save on recruitment fees.
You have access to a strong talent pipeline
Perhaps you’ve had success with referrals or you’re drawing from a well-established internal database.

That said, even with the best in-house team, recruitment can be time-consuming. Screening CVs, arranging interviews and negotiating offers all take focus, which can be difficult to manage alongside day-to-day responsibilities.

When It’s Time to Bring in a Specialist Recruiter

For more technical or hard-to-fill roles, working with a specialist recruiter can make a real difference. With in-depth industry knowledge and access to a network of qualified candidates, recruiters can help streamline the process and improve your chances of securing the right hire.

Here’s when working with a specialist makes sense:

The role is highly technical or niche
Whether you’re hiring a CAD Designer, a Safety Consultant or a Field Service Engineer, a specialist recruiter understands the market and knows what ‘good’ looks like.
You need to fill the role quickly
Recruiters have access to active and passive candidates you might not reach through job boards. That can save weeks, even months, of sourcing time.
You’ve already tried to hire and struggled
If a previous campaign didn’t attract the right candidates, a recruiter can help reassess the brief, adjust the messaging and find new avenues to source talent.
You need help with market insight or salary benchmarking
A good recruiter doesn’t just send CVs. They offer advice on what candidates are looking for, what competitors are offering and how to make your vacancy stand out.

The Best of Both Worlds

It doesn’t have to be one or the other. Some companies choose to manage more general roles internally and bring in a recruitment partner for more specialist or senior hires.

Others work with recruiters on an ongoing basis to keep their pipeline full and reduce pressure on internal teams.

Final Thoughts

There’s no one-size-fits-all answer when it comes to recruitment. But knowing when to bring in a specialist can save time, reduce stress and ultimately lead to better hires.

At Professional Technical, we’ve supported hundreds of companies across engineering, design and manufacturing.

If you’re unsure whether now’s the time to bring in extra support, we’re happy to offer advice.

No pressure, just honest guidance.

Looking for help with a technical hire?
Get in touch with our team today to see how we can support your recruitment goals.

5 Tips to Prepare for Your Interview in 2025

Fri, 30 May 2025 14:12:33 GMT

Interviews used to be all about ironing your shirt, rehearsing your CV like a Shakespeare monologue and trying not to sweat through your suit.

But things have changed.

In 2025, interview prep isn’t just about looking sharp and having the right answers—it’s about showing you’ve got the skills, the mindset and the adaptability to hit the ground running. Employers want real-world capability.

So, if you’ve got an interview coming up (or want to be ready when one does), here’s what you need to do to stand out in today’s ultra-competitive, skills-driven job market.

1. Know the company like you’ve already worked there

We’re not saying you need to stalk their CEO’s dog on Instagram. But you do need to get clued up on:

What the company does
Where they’re heading
Their values, culture and recent projects

Why? Because interviews aren’t just about answering questions—they’re about connecting. You can’t do that if you don’t speak their language.

Pro tip : Check out their LinkedIn, press releases, Glassdoor reviews and anything they’ve posted recently.

2. Don’t just understand the role—deconstruct it

Look at the job description and break it down like an engineer with a schematic:

What core skills are they looking for?
What tools or platforms do they use?
What results are they hoping this hire will deliver?

Then, figure out where your experience directly maps to their needs—and where it adds value they didn’t even know they needed.

3. Be ready to talk about your skills (not just your experience)

Forget just walking through your CV like it’s storytime.

Instead, be ready to show how your skills have delivered impact:

“I used AutoCAD to shave 12 hours off a key design process.”
“I integrated a new AI tool into the workflow that sped up early-stage prototyping.”

This is what employers want to hear: clear, skills-based stories with tangible outcomes.

Use the STAR method (Situation, Task, Action, Result) to keep it tight and relevant.

4. Prep for the format (because not every interview is the same)

Some interviews are fully virtual, others are face-to-face, and some are a hybrid mix of “Zoom fatigue meets awkward handshake.” Prepare accordingly:

For virtual interviews:

Test your tech—twice.
Choose a clean, quiet, well-lit space.
Dress like you’re meeting in person (yes, from the waist down too… just in case).

For in-person interviews:

Plan your route.
Give yourself extra time.
Bring printed copies of your CV, a notepad, and any portfolio pieces if relevant.

5. Questions are your secret weapon

You know the bit at the end when they ask, “Do you have any questions for us?”

This is not a polite formality. This is your chance to flip the script.

Ask thoughtful, forward-thinking questions like:

“What does success look like in this role after 6 months?”
“How does the team integrate new technologies like AI or automation into your process?”
“What are the biggest challenges you're hoping the person in this role can solve?”

The Bottom Line

Today’s interviews are less about pedigree and more about practicality.

Employers want to see:

That you’ve done your research
That you understand the job
That you can apply your skills to deliver results—today, not someday

So don’t just prepare to “get through” the interview. Prepare to own it.

Got questions or want help getting interview-ready? Reach out. We’ll help you sharpen your story, showcase your strengths, and land the role you’ve been aiming for.

Field Service Engineers: How to Make a Great First Impression On-Site

Wed, 30 Apr 2025 14:16:19 GMT

For Engineers Working on Lifts, Forklifts & Automatic Doors - Ever turned up to a nightmare job?

You’ve barely finished your brew and the phone’s already buzzing. You’re needed on-site—a shutter’s stuck halfway, or a lift’s playing dead again, or someone’s forklift won’t charge, and production is grinding to a halt.

You roll in, toolbox in hand, only to find:

No one’s expecting you.

Access is “somewhere round the back.”

The last guy left it “sorted” (it isn’t).

Welcome to the glamorous world of field service engineering.

Still, first impressions count. Whether you're fixing a faulty door sensor or resetting a lift control panel at 6AM, how you show up matters. Not just for the job—but for your next one. So here’s how to make a cracking first impression, even when the job itself is a bit of a horror show.

1. Turn Up Looking Like You Know What You’re Doing

You don’t need a polished van with LED lighting and a custom wrap (though if you have one, fair play). But your gear should be tidy, your uniform clean-ish and you should look like you came to fix something.

Why it matters: People judge on sight. A pro-looking engineer earns trust faster, and that trust makes problem-solving 10x easier.

2. Take Control (Politely)

You’re not there for a chat—you’re there to sort the problem.

But before you get stuck in, make sure you:

Introduce yourself
Confirm the job details
Ask the right questions (especially about access, recent faults or dodgy workarounds)

It puts the customer at ease and gives you a clear picture of what you’re walking into.

“Morning, I’m here for the lift fault on level 2. Has it been down long? Any noises or error codes showing?”

You sound sharp. You look sharp. You’re already halfway there.

3. Act Like It’s Not Your First Rodeo (Even If It’s a Mess)

We know the jobs that go sideways before you even pop the panel:

Power’s dodgy
Doors are covered in grime
Forklift diagnostics read like the Rosetta Stone

But panicking or complaining helps no one. The best engineers are the ones who crack on, stay calm and solve problems step by step—even if the job was “looked at” last week by someone with a YouTube certificate.

Remember: Calm = competence. Even if you're seething inside.

4. Document Everything – Cover Your Back, Protect Your Pay

Take photos. Note down serials. Log faults. If it’s broken beyond what’s on the call-out, flag it.

Not just for the customer—but for the office, so they can back you up if the client gets awkward or tries to rebook something that’s definitely not warranty work.

Pro move: Save the before-and-after shots. It proves you did the work and shows the state of play. Gold dust for agencies, supervisors or anyone who thinks engineers just “poke stuff and hope.”

5. Leave the Place Better Than You Found It

No mess. No tools left behind. No wires hanging out like a spaghetti monster.

Once the job’s done:

Explain what was wrong (in plain English)
Tell them what you fixed
Flag what might need attention next time

Why bother? Because they remember the engineer who sorted it and explained it clearly. That’s how you get repeat work, better contracts and sites that actually welcome you back.

Final Word: Respect Gets You Further Than Just Being “Good with Tools”

Being a skilled engineer is half the battle. Being one who turns up right, handles themselves well and leaves a job neat? That’s how you stand out.

These days, word travels. Clients tell each other who’s reliable. And when the good gigs come in—clean jobs, decent day rates, less chaos—guess who gets the call?

You.

Want More Work That Respects Your Skills?

If you’re a solid engineer working on lifts, doors or materials handling kit—and you’re tired of chasing poor leads or sites that treat you like an afterthought—we’ve got your back.

Get in touch with our team.

We work with companies who appreciate what you do, pay fair and don’t send you to sites that look like crime scenes.

Skills Over Degrees: The Rise of Skills-Based Hiring in Design Engineering

Fri, 28 Mar 2025 11:12:29 GMT

The world of design engineering is evolving fast.

Traditionally, landing a role in this field meant you needed a degree, a portfolio and maybe some experience. But today?

Employers are focusing more on the skills you bring to the table than where your degree came from. With the rise of emerging sectors like AI, green energy and tech-driven design, it’s clear: skills are now the top priority.

So, what does this mean for you as a design engineer? Let’s dive into the shift towards skills-based hiring and what it means for your career.

Why Are Employers Shifting Toward Skills Over Degrees?

The landscape of design engineering is changing, with industries demanding faster innovation and greater flexibility. Whether you’re designing smart products, developing sustainable infrastructure or working on AI-driven designs, employers need people who can jump in and contribute from day one. Degrees? Great, but what they’re really after are those hands-on, technical skills that make you capable of producing real-world results.

This shift is part of a broader trend in industries like AI and green tech, but it’s also making waves in design engineering. For job seekers, this is an exciting opportunity. No longer do you have to spend years in a classroom to prove your worth. Instead, it's all about building and showcasing your skills, whether it’s through projects, certifications, or the software tools you’ve mastered.

The Rise of Skills-Based Hiring in Design Engineering

In design engineering, employers are looking for specific, measurable skills. From proficiency in CAD software like AutoCAD and SolidWorks to expertise in simulation software or sustainable design principles, it's your practical experience that matters most.

AI and Design : AI-driven design is becoming more prevalent, with machine learning algorithms helping engineers create optimised designs faster and more efficiently. If you have experience using AI tools in design, or can demonstrate how you’ve integrated these technologies into your workflow, you’re ahead of the game.
Green Engineering : Sustainability is a huge focus in today’s design engineering landscape. Green design principles are being adopted across sectors, from renewable energy solutions to sustainable architecture. Skills in energy-efficient design, eco-friendly materials and green building certifications (like LEED) are becoming increasingly valuable.

The bottom line? Employers want evidence that you can apply your skills to solve real-world problems. The more hands-on experience you have, the better your chances are—degree or not.

What Does This Mean for Design Engineers?

If you’re a design engineer (or aspiring to be one), here’s what you need to know to stay competitive in this new skills-first job market:

Master Relevant Software : Whether it’s CAD tools, 3D modeling, or simulation software, proficiency in industry-standard tools is a must. Design engineers are expected to be fluent in these technologies, and the more tools you’re comfortable with, the better your chances of standing out.
Gain Experience in Emerging Technologies : Familiarity with AI, automation or additive manufacturing (3D printing) can give you a massive edge. Employers in both traditional and emerging sectors are increasingly looking for engineers who can apply cutting-edge technologies to their designs.
Build a Portfolio : A strong portfolio is your best friend. Show potential employers exactly what you’re capable of by showcasing completed projects, prototypes or design solutions. A portfolio is the best way to demonstrate your skills, and in many cases, it speaks louder than any degree could.
Consider Certifications : Certifications in specific design software, sustainable design practices, or emerging technologies can help set you apart. Platforms like Coursera, LinkedIn Learning and Autodesk offer courses that give you tangible credentials to show employers you’re on top of your game.

Real-World Examples: Companies Embracing Skills-Based Hiring

Wondering if this skills-based shift is actually happening? The answer is yes, and some of the most innovative companies are leading the charge.

Tesla : Known for its cutting-edge engineering, Tesla values practical skills over formal education. Whether it’s designing energy-efficient products or developing AI-driven systems, Tesla often looks for engineers with hands-on experience and a proven track record in applying skills to real-world problems.
General Electric (GE) : As a major player in industries like renewable energy, GE has shifted to focus more on skills-based hiring. They value engineers who can design efficient systems, work with the latest technologies and think outside the box, regardless of their formal education background.
Autodesk : The creators of the industry-leading CAD software have long been advocates for skills-based hiring. Autodesk encourages professionals to upskill through their online learning platform and offers certifications that help engineers prove their expertise.

How Can You Leverage This Shift in the Job Market?

Highlight Practical Skills : On your CV and in interviews, focus on the specific tools, technologies and methodologies you’ve mastered. Don’t just list degrees—highlight projects where you’ve applied your skills.
Stay Current : In the ever-evolving world of design engineering, staying on top of the latest trends is crucial. Keep learning and adapting to new technologies, from AI to green energy systems. This shows employers you’re not just a “one-trick pony” but someone who can grow with the industry.
Network and Build Your Reputation : Join design engineering communities, attend industry events and build your personal brand online. Networking with professionals in the field can open up opportunities, whether it’s for mentorship or collaborations on high-impact projects.
Upskill Through Courses : If you feel there’s a gap in your skill set, don’t hesitate to take a certification course or attend workshops. Platforms like LinkedIn Learning or Udemy offer great ways to level up your skills and gain certificates that employers value.

Overall

The shift towards skills-based hiring is a game-changer for design engineers. With the rise of AI, green technologies and innovative design practices, employers care more about what you can do than where you went to school.

If you focus on building your skills, staying current with industry trends and showcasing your experience through a strong portfolio, you’ll be well-positioned to take advantage of this new job market.

Ready to take your career to the next level?

Reach out and we will help you sharpen your skills, stay ahead of the curve and land your next design engineering role.

How to Build a Winning Team Culture

Fri, 28 Feb 2025 10:30:00 GMT

Developing a strong team culture is essential for a successful business. When a team works well together, it improves collaboration, encourages new ideas and boosts employee morale, leading to greater productivity and keeping employees longer.

So, how do you create a culture that both inspires and unites your team?

Here are the important steps to building a team culture that thrives.

Define Your Core Values

To create a strong team culture, begin with clear core values that represent your company's mission and guide everyone's decision-making. Engage your team in the process of creating and reinforcing these values. This will ensure they become the backbone of your company culture, providing solid guidelines for teamwork and maintaining focus on company goals.

Lead by Example

Leadership is essential in forming the culture at work. Leaders who demonstrate company values, communicate openly and maintain transparency serve as strong examples for their teams. When leaders are consistent in their actions and decisions, it helps to build trust and respect throughout the organisation.

Encourage Open Communication

A successful team depends on open communication, making it essential for everyone to express their thoughts. Employees should be encouraged to share ideas, voice concerns and provide feedback. To facilitate this, use different methods such as regular team meetings where everyone can discuss current matters. One-on-one check-ins are also useful, giving managers the chance to talk individually with each team member to understand their perspectives better. Additionally, establishing anonymous feedback channels allows employees to share their opinions freely without fear of negative consequences. These approaches help ensure that everyone feels heard, valued and part of the team.

Foster Collaboration and Teamwork

To enhance teamwork, offer employees chances to work together. Activities such as team-building events, projects involving multiple departments and brainstorming sessions can build stronger relationships and enhance work efficiency. When employees see themselves as vital parts of the team, they tend to contribute more effectively.

Recognise and Reward Achievements

Showing appreciation for employees can really lift their spirits and motivate them to work harder. It's important to acknowledge their efforts when they do a great job, whether through public praise, awards or bonuses. This recognition creates a positive work environment where employees feel valued and inspired to keep performing well. Such a supportive atmosphere fosters ongoing success and high morale, ensuring everyone knows their contributions are appreciated.

Promote Work-Life Balance

When employers prioritise their staff's well-being, it boosts job satisfaction and productivity. Providing options like flexible schedules, mental health support and career development opportunities helps employees maintain a healthy work-life balance. Employees who are content and well-rested tend to have better focus and accomplish more in their roles.

Invest in Professional Development

A thriving workplace depends on ongoing learning and growth opportunities. It's important to offer employees training, mentorship programs and resources for career advancement. When you invest in developing your team, you're not only improving their skills but also boosting their loyalty and encouraging them to stay with the company longer.

Create a Sense of Purpose

When workers understand their job has real meaning, they become more engaged and dedicated. It's important to align team goals with the company's main objectives. Show employees how their work affects both the company and the world. Knowing their efforts matter keeps them motivated and working hard.

Cultivate Diversity and Inclusion

A team made up of people with different backgrounds leads to more creativity and fresh ideas. It's important to hire diverse individuals and provide equal chances for everyone to advance. A workplace where everyone feels valued and respected boosts teamwork and results in better business performance. By focusing on diversity and inclusion, teams become stronger and more successful.

Continuously Improve

As your team and business grow, culture evolves too. Regularly evaluate your workplace culture through surveys, feedback and observations. Be open to changes and improvements that align with your team’s needs and business objectives.

Final Thoughts

Creating a successful team culture involves dedication and effective leadership. It's essential to focus on core values, encourage teamwork, celebrate achievements and prioritise the well-being of employees. By doing this, you establish a workplace where individuals can thrive. A positive team culture not only increases productivity but also improves employee satisfaction and contributes to the overall success of the company.

Debunking Myths About Recruitment Agencies

Fri, 31 Jan 2025 14:03:46 GMT

Recruitment agencies often face misconceptions that can deter both job seekers and employers from leveraging their services. These myths can lead to missed opportunities for career growth and business success. In this post, we’ll debunk some of the most common myths about recruitment agencies and shed light on the true value they provide.

Myth #1: Recruitment Agencies Are Expensive and Unnecessary

Many employers believe that using a recruitment agency is an unnecessary expense. In reality, agencies save businesses time and money by streamlining the hiring process, reducing turnover rates and providing access to a larger pool of qualified candidates. The cost of a bad hire far outweighs the fees of a reputable agency.

Myth #2: Agencies Only Provide Temporary or Entry-Level Jobs

While some agencies specialise in temporary placements, many also recruit for high-level executive and specialised roles across various industries. Whether you're seeking a short-term contract or a senior management position, recruitment agencies can help match you with the right opportunity. (We specalise in Design & Development , Manufacturing & Production , Building & Property Surveying and Field Service ).

Myth #3: Using a Recruitment Agency Means Less Control Over Hiring

Employers may worry that working with a recruiter means losing control over the hiring process. However, agencies work in partnership with companies to understand their needs and present only the best-matched candidates. Businesses retain full decision-making authority throughout the hiring process.

Myth #4: Job Seekers Must Pay for Recruitment Services

A common misconception is that job seekers must pay agencies to find work. In most cases, recruitment services are free for job seekers, as agencies are compensated by employers. Legitimate agencies operate with transparency and do not charge job seekers for their services.

Myth #5: Agencies Don’t Understand Company Culture

One of the biggest concerns employers have is whether an agency can truly understand their company culture and needs. Reputable agencies take the time to learn about their clients, ensuring candidates not only have the right skills but also align with the organisation's values and work environment.

The Reality: Recruitment Agencies Are Valuable Partners

Recruitment agencies provide expertise, industry insights and access to top talent, making them a strategic partner for both employers and job seekers. By debunking these myths, businesses and professionals can take full advantage of the benefits that a recruitment agency offers.

If you’re looking to improve your hiring process or find your next role, contact us and we’ll be happy to help!

How to Stay Motivated During a Long Job Search

Fri, 03 Jan 2025 09:26:18 GMT

Searching for a job can be a daunting task, especially when the process stretches out over weeks or even months. It's easy to feel disheartened when results don’t come as quickly as you’d hoped. However, maintaining your motivation is crucial to keep pushing forward and eventually landing the right position. Here are some effective strategies to help you stay motivated during a long job search.

1. Set Realistic Goals

Break your job search into manageable tasks and set daily or weekly goals. For example, you might aim to apply for three jobs a day, attend one networking event per week or update your LinkedIn profile by the end of the week. Achieving smaller milestones can give you a sense of accomplishment and keep your spirits high.

2. Create a Structured Routine

Treat your job search like a full-time job. Set aside specific hours each day to work on applications, research companies and reach out to your network. Having a routine not only helps you stay productive but also creates a sense of normalcy.

3. Celebrate Small Wins

Recognise and celebrate small victories, whether it’s landing an interview, receiving a positive response or learning a new skill. These moments of success can serve as reminders that you’re making progress, even if the end goal feels far away.

4. Expand Your Skillset

Consider using your free time to learn new skills or obtain certifications relevant to your industry. Platforms like Google Skillshop, LinkedIn Learning or Udemy offer affordable courses that can enhance your CV and boost your confidence.

5. Stay Connected

Don’t isolate yourself during your job search. Reach out to friends, family or professional contacts for advice and support. Join job search groups or attend industry meetups to connect with others who understand what you’re going through. Sometimes, simply talking about your challenges can make them feel less overwhelming.

6. Stay Positive and Reframe Rejections

Rejections are an inevitable part of the job search process, but they’re not a reflection of your worth. Instead of dwelling on a rejection, try to see it as an opportunity to refine your approach. Each application and interview brings you closer to the job that’s the right fit for you.

7. Review and Adjust Your Strategy

If your job search feels stagnant, take a step back and evaluate your methods. Are your CV and cover letter tailored to each position? Are you applying to roles that match your skills and experience? Seek feedback from mentors or career coaches to identify areas for improvement.

8. Remind Yourself of Your “Why”

Reflect on why you started your job search in the first place. Whether it’s pursuing your passion, advancing your career or providing for your family, keeping your ultimate goal in mind can reignite your motivation during tough times.

A prolonged job search can be challenging, but it’s important to stay focused and persistent. By setting goals and building a routine, you can maintain the motivation needed to navigate this journey. Remember, every step you take brings you closer to your next opportunity.

If you need help finding your next role, contact us and we’d be happy to support you in finding your next job.

Temporary vs. Permanent Staffing: Which is Right for Your Business?

Fri, 29 Nov 2024 10:15:55 GMT

When it comes to building a workforce, businesses have a key decision to make: should they hire temporary or permanent employees? Each option has its advantages and challenges, and the right choice depends on your company's needs, goals and industry.

We are going to break down the differences between temporary and permanent staffing, the benefits of each and how to determine which is the best fit for your business.

Understanding the Basics

Temporary Staffing: Temporary employees, often referred to as temps, are hired for a specific period or project. They may work through a staffing agency or directly for the company and are typically not entitled to long-term benefits like health insurance or retirement plans.

Permanent Staffing: Permanent employees are hired directly by the company on a long-term or indefinite basis. They typically receive a full benefits package and become integral members of the team.

Benefits of Temporary Staffing

Flexibility:
Temporary staffing allows businesses to scale their workforce up or down depending on workload. This is particularly useful during seasonal peaks or for short-term projects.
Cost-Effective:
Since temporary workers often don’t require long-term benefits, they can be a cost-effective solution for specific needs.
Speed of Hiring:
Recruiting temps is usually quicker, especially when working with a staffing agency. This minimises downtime and keeps operations running smoothly.
Trial Period for Talent:
Temporary staffing can serve as an extended trial period to evaluate a worker’s performance before offering a permanent role.

Benefits of Permanent Staffing

Commitment and Loyalty:
Permanent employees are more likely to invest in your company’s success and commit to long-term goals. This often leads to higher productivity and stronger team cohesion.
Skill Development:
Permanent staff are ideal for roles that require specialised skills or extensive training, as they’re more likely to stay and grow with the company.
Consistency:
A permanent workforce provides stability, which is crucial for maintaining quality, efficiency and continuity in operations.
Cultural Fit:
Long-term employees typically align better with the company culture, values and vision, fostering a positive workplace environment.

When to Choose Temporary Staffing

Temporary staffing is a great solution when:

You have seasonal spikes in demand (e.g. retail during the holidays).
You need to cover for short-term absences (e.g. parental leave or medical leave).
You’re undertaking a one-time project requiring specialised expertise.
Your business is experiencing uncertainty and you’re not ready to commit to permanent hires.

When to Choose Permanent Staffing

Permanent staffing is the right choice when:

The role is central to your core operations and requires a long-term commitment.
You want to build a stable, skilled team that aligns with your business goals.
Training and onboarding are significant investments and you want to retain that talent.
Your company culture relies on team cohesion and long-term collaboration.

Can You Combine Both?

Absolutely! Many businesses find success by adopting a hybrid approach . For example:

Use temporary staff to manage fluctuating workloads or short-term projects.
Rely on permanent staff for roles that require specialised skills, leadership or a deep understanding of your business.

This approach offers the best of both worlds: flexibility and stability.

Key Considerations

Budget:
Consider the costs of salaries, benefits, training and recruitment for both options. Temporary staffing may have lower upfront costs, but permanent employees often provide better long-term value.
Workload Predictability:
For unpredictable workloads, temporary staff can help manage peaks without overcommitting to permanent hires.
Industry Needs:
Some industries often rely on temporary staffing for project-based needs, while others may benefit from a more stable workforce.
Company Goals:
Align your staffing strategy with your business objectives. Are you focused on scaling quickly or building a long-term, cohesive team?

Choosing between temporary and permanent staffing isn’t an either-or decision—it’s about understanding your business’s unique needs and finding the right balance.

Temporary staffing provides flexibility and cost-efficiency for short-term demands, while permanent staffing ensures stability and long-term growth. By assessing your goals, budget and workload, you can create a staffing strategy that supports your success.

Still unsure about which option is best for your business? At Professional Technical, our recruitment consultants are here to help you navigate your choices and build the perfect team.

Reach out to us and we can see how we can best support your hiring needs.

How to Start Your Career Change Journey

Wed, 30 Oct 2024 15:50:47 GMT

Once you recognise it’s time for a change, the idea of jumping into something new can still feel daunting. But with a thoughtful plan, you can make the transition smoother and more successful.

1. Reflect on What You Want from Your Next Career

Before diving into applications, take time to define what you truly want. Ask yourself:

What values do I want my work to reflect?

What skills and talents do I want to use more?

What work environments make me feel my best?

This self-assessment can help clarify whether you want a new role within your industry or a complete switch to a different field.

2. Research Potential Career Paths

Start by exploring roles that align with your interests, values and strengths. Job boards, LinkedIn and career websites are good places to start. Look for job descriptions that excite you and take note of any common skills, qualifications or certifications they require.

3. Identify Transferable Skills

One of the most important steps in a career change is identifying your transferable skills—the abilities and experience you can carry from your current role into a new one. For example:

Project management: Valuable in most roles, especially those involving organisation and leadership.

Communication: Clear, persuasive communication is essential in nearly every industry.

Technical skills: Proficiency with tools like Excel, project management software or even coding languages can be advantageous across various roles.

Be ready to frame these skills in ways that highlight their value to your target industry.

4. Consider Further Education or Certifications

Some career paths may require additional training or certification. Whether it’s a short online course, a certificate program or even an advanced degree, acquiring the right credentials can make you a stronger candidate and give you the confidence to succeed in a new field.

5. Expand Your Network

Connecting with professionals in your desired field can provide insight and open doors to new opportunities. Attend networking events, join relevant LinkedIn groups or reach out to industry professionals for informational interviews. These conversations can provide valuable advice, help you gain a realistic view of the field and may even lead to job referrals.

6. Start with Small Steps

Changing careers doesn’t have to be all-or-nothing. Consider freelance work, part-time roles or volunteer opportunities in your target field to gain experience. These steps can help you determine if the new industry is truly a good fit without the pressure of a full commitment.

7. Revise Your CV and LinkedIn Profile

Tailor your CV to highlight relevant experience and transferable skills for your new career path. Be sure to update your LinkedIn profile to reflect your career aspirations, using keywords from your target roles to increase your visibility to recruiters.

8. Stay Patient and Persistent

Career changes can take time and may not always go as planned, so stay patient with yourself throughout the process. Celebrate small wins, like completing a new course, landing an informational interview or even just gaining clarity on what you want. Keep applying and networking and remember that persistence is key.

Final Thoughts

Making a career change is a bold move that can bring tremendous personal and professional satisfaction. By recognising the signs and taking strategic steps, you can make this transition smoother and set yourself up for long-term success. Embrace the journey, remain open to new possibilities and remember that a fulfilling career is worth the effort.

If you're looking to make a career change, please reach out to us at Professional Technical and we would be happy to help you out.

Tips for Crafting a Winning Cover Letter

Mon, 30 Sep 2024 11:24:25 GMT

Your cover letter is often the first impression you make on a potential employer. While your CV outlines your qualifications and experience, your cover letter gives you the opportunity to showcase your personality, enthusiasm and how you can bring value to the role. A well-crafted cover letter can set you apart from other applicants and boost your chances of landing an interview. Here are some tips to help you write a winning cover letter that will capture attention and leave a lasting impression.

1. Customise Each Cover Letter

Tailor it to the Job: A generic cover letter won't cut it. Take the time to customise each cover letter for the specific job and company. Research the company’s culture, mission and values, and highlight how your skills align with their needs.

Mention the Hiring Manager by Name: Addressing your cover letter to the specific hiring manager (rather than a generic "To Whom It May Concern") shows that you’ve done your research and adds a personal touch.

2. Grab Attention with a Strong Opening

Start with a Hook: Begin with a compelling opening statement that grabs the reader's attention. Mention something specific about the company that excites you or a notable accomplishment from your career.

Show Enthusiasm: Convey your excitement about the opportunity. Employers want to see that you're genuinely interested in the role and not just sending out lots of applications.

3. Highlight Your Unique Value

Focus on What You Can Offer: Rather than simply listing your skills or experience, explain how you can contribute to the company’s success. What problem can you solve for them? Be specific about how your abilities align with the job requirements.

Quantify Achievements: Use metrics or specific examples to demonstrate your impact in previous roles. For example, "I increased sales by 20% in six months" or "I managed a project that saved the company £50,000."

4. Tell a Story

Make it Personal: Instead of regurgitating your CV, tell a story that highlights your journey, your passion for the industry or how you overcame a challenge in a previous role. Storytelling is a powerful way to make your cover letter more memorable.

Show Personality: While you want to remain professional, injecting some personality into your cover letter can help make it stand out. It shows the hiring manager who you are beyond your CV.

5. Keep It Concise and Focused

Stick to One Page: Your cover letter should be no longer than a single page. Aim to cover your key points without overwhelming the reader with unnecessary details.

Be Direct: Focus on your most relevant skills and experiences. Avoid fluff and lengthy explanations. Clear, concise language is more impactful.

6. Align Your Skills with the Job Description

Use Keywords: Pay attention to the specific skills and qualifications mentioned in the job description and incorporate those keywords into your cover letter. This not only shows that you're a good match for the role but also helps your application get through applicant tracking systems (ATS).

Address Gaps or Transitions: If you’re changing industries or have employment gaps, briefly explain them in your cover letter. Focus on how your transferable skills make you a great fit for the position.

7. Include a Call to Action

End with Confidence: In your closing paragraph, express enthusiasm for the next steps. Mention that you look forward to discussing how you can contribute to the company and suggest a follow-up, such as "I would love the opportunity to discuss further how my background aligns with your needs."

Thank the Employer: Be sure to thank the hiring manager for their time and consideration.

8. Proofread Thoroughly

Check for Errors: Typos and grammatical mistakes can hurt your chances of getting an interview. Always proofread your cover letter carefully and consider having someone else review it as well.

Use Professional Language: While showing personality is important, your language should remain professional and polished. Avoid overly casual phrases or humour that could be misinterpreted.

9. Show Alignment with Company Culture

Demonstrate Cultural Fit: Use your cover letter to show that you're not only qualified for the job but that you'd fit well with the company's culture. Mention any shared values or common goals you have with the company.

Refer to Company News: If the company has been in the news recently for an achievement or initiative that resonates with you, mention it in your cover letter to show you're engaged with what the company is doing.

10. Use a Professional Format

Keep It Clean and Simple: Use a professional format with a clear structure—introduction, body paragraphs, and closing. Make sure your contact information is easy to find and matches the header on your resume.

Use an Easy-to-Read Font: Choose a standard, professional font such as Times New Roman or Arial and keep the font size between 10-12 points for readability.

Sample Outline for a Winning Cover Letter:

Introduction: Briefly introduce yourself and state the job you’re applying for. Mention any referrals or personal connections to the company if applicable.

Body Paragraph 1: Highlight relevant skills, experiences and accomplishments that make you a strong fit for the role.

Body Paragraph 2: Show your enthusiasm for the company and explain why you're interested in this specific role.

Conclusion: Express your desire for an interview and thank the hiring manager for considering your application.

A winning cover letter is your chance to make a strong first impression and set yourself apart from other candidates. By tailoring it for each job, showcasing your unique value and demonstrating your enthusiasm for the role, you’ll increase your chances of landing that interview. Always proofread carefully and stay professional while letting your personality shine through. With these tips in mind, you’re well on your way to crafting a cover letter that can open doors to new career opportunities!

Top 5 Mistakes to Avoid on Your LinkedIn Profile

Fri, 30 Aug 2024 14:31:55 GMT

Your LinkedIn profile is often the first impression you make on recruiters and potential employers. Yet, many people overlook critical details that can significantly impact their chances of being noticed. Here are the top five mistakes to avoid on your LinkedIn profile to ensure it’s working in your favour.

1. Incomplete Profile Information

One of the biggest mistakes on LinkedIn is leaving sections of your profile incomplete. Many users fill out only basic details like their job title and company but skip over essential sections such as the summary, skills and accomplishments.

Why It’s a Problem:
Recruiters often use keywords and filters to search for candidates, and if your profile lacks detail, you’re likely missing out on opportunities. An incomplete profile also makes you appear unprofessional or less engaged.

How to Fix It:
Take the time to fill out all sections of your profile. Add a strong headline, an engaging summary, a detailed work history, skills, endorsements and recommendations. The more comprehensive your profile, the better.

2. Using a Poor-Quality or Unprofessional Photo

Your profile picture is the first visual impression visitors get. Having no photo at all, using a low-quality image, or choosing an inappropriate photo can immediately turn off recruiters and connections.

Why It’s a Problem:
LinkedIn profiles with photos receive significantly more views than those without. An unprofessional photo can also send the wrong message about your seriousness and attention to detail.

How to Fix It:
Use a high-quality, professional headshot. Make sure it’s well-lit, in focus, and features you in business attire, depending on your industry. Smile and appear approachable—this can help humanise your profile.

3. Neglecting Your Headline

By default, LinkedIn will set your headline to your current job title and employer, but this is a missed opportunity. Your headline is one of the most visible parts of your profile and it should do more than just state your position.

Why It’s a Problem:
A generic headline doesn’t help you stand out from others in your field. It fails to showcase your unique value, skills or what you’re looking for in your career.

How to Fix It:
Create a custom headline that reflects not only what you do but also what makes you different. Use keywords that recruiters might search for.

4. Failing to Customise Your URL

LinkedIn automatically generates a profile URL with a string of random numbers and letters. Many people leave this default URL, but customising it makes your profile easier to share and appear more polished.

Why It’s a Problem:
A clunky URL can seem unprofessional and is harder to share, especially if you’re including it on business cards, resumes or email signatures.

How to Fix It:
Customise your LinkedIn URL by going to your profile settings. Ideally, it should include your first and last name (e.g., linkedin.com/in/yourname). If your name is common, consider adding your middle initial or a relevant keyword.

5. Not Engaging with the LinkedIn Community

Many people treat LinkedIn like a static resume—something to update occasionally and then forget about. This is a mistake because LinkedIn is a social platform designed for engagement.

Why It’s a Problem:
If you’re not active on LinkedIn, you’re missing out on opportunities to network, gain visibility and build relationships that could lead to job offers or business prospects.

How to Fix It:
Stay active on LinkedIn by regularly sharing content, commenting on others’ posts, and connecting with new people in your industry. Join relevant groups, endorse skills and engage with your network to keep your profile dynamic and visible.

Final Thoughts

Your LinkedIn profile is one of your most important professional assets. By avoiding these common mistakes and taking the time to enhance your profile, you can make a stronger impression on recruiters and increase your chances of landing the job you want.

Creating a Career Development Plan: A Roadmap to Success

Fri, 26 Jul 2024 14:59:17 GMT

In the ever-evolving world of work, having a clear and structured career development plan is essential. A well-crafted plan not only helps you navigate your career path but also ensures that you are continuously growing and progressing towards your long-term goals. Here’s a comprehensive guide on how to create an effective career development plan.

1. Self-Assessment: Know Yourself

Identify Your Strengths and Weaknesses

Start by conducting a thorough self-assessment. Identify your strengths and weaknesses. Consider taking personality tests like the Myers-Briggs Type Indicator (MBTI) or strengths assessments like the CliftonStrengths (formerly StrengthsFinder) to gain deeper insights into your capabilities.

Determine Your Interests and Values

Reflect on your interests, passions and core values. Understanding what you enjoy and what matters most to you will help you choose a career path that is both fulfilling and aligned with your personal values.

Evaluate Your Skills and Competencies

Take stock of your current skills and competencies. Identify areas where you excel and those that require improvement. This will help you understand where you stand and what skills you need to develop further.

2. Set Clear, Achievable Goals

Define Your Long-Term Goals

Think about where you want to be in the next 5-10 years. Define your long-term career goals, whether it’s achieving a specific job title, working for a particular company, or gaining expertise in a certain field.

Establish Short-Term Objectives

Break down your long-term goals into smaller, manageable short-term objectives. These could include completing a course, acquiring a certification or gaining experience in a specific area. Short-term objectives act as stepping stones towards your larger goals.

Make Your Goals SMART

Ensure your goals are SMART: Specific, Measurable, Achievable, Relevant and Time-bound. This framework helps in setting clear and attainable goals with a defined timeline.

3. Research and Explore Opportunities

Industry and Market Research

Conduct thorough research on your chosen industry. Understand the current trends, challenges, and opportunities. This knowledge will help you identify potential career paths and opportunities for growth.

Explore Different Roles and Pathways

Explore various roles within your industry. Understand the skills and qualifications required for each role. This exploration will help you identify potential career pathways and the steps needed to progress.

Seek Mentorship and Advice

Reach out to professionals in your field for mentorship and advice. Experienced mentors can provide valuable insights, guidance and support as you navigate your career path.

4. Develop a Skill Enhancement Plan

Identify Skill Gaps

Based on your self-assessment and research, identify the skills you need to develop to achieve your career goals. This could include technical skills, soft skills or industry-specific knowledge.

Create a Learning Plan

Develop a learning plan to acquire the necessary skills. This could involve enrolling in courses, attending workshops, gaining certifications or seeking on-the-job training opportunities.

Stay Updated with Industry Trends

Stay informed about the latest trends and developments in your industry. Continuous learning and staying updated will help you remain competitive and relevant in your field.

5. Gain Experience and Build Your Network

Seek Relevant Experience

Gain practical experience through internships, volunteer work or part-time roles. Hands-on experience is invaluable in developing skills and building your professional profile.

Build and Maintain Your Professional Network

Networking is crucial for career development. Attend industry events, join professional associations and engage with peers and leaders in your field. A strong professional network can provide support, advice and potential job opportunities.

Showcase Your Achievements

Document and showcase your achievements and experiences. Maintain an updated resume and LinkedIn profile and consider creating a portfolio to highlight your work.

Summary

Creating a career development plan is a proactive step towards achieving your professional goals. It provides a clear roadmap, guiding you through the various stages of your career. By knowing yourself, setting clear goals, developing your skills, gaining experience and continuously reviewing your plan, you can ensure steady progress and career satisfaction. Start crafting your career development plan today and take charge of your professional future.

Celebrating Women in Engineering: Inspiring Change and Shaping the Future

Fri, 21 Jun 2024 08:30:00 GMT

International Women in Engineering Day is here! Each year on June 23 ^rd , this global awareness campaign highlights the incredible achievements of women engineers and encourages more women and girls to consider engineering as a profession.

In recent decades, efforts to promote gender diversity in engineering have gained momentum. With initiatives such as mentorship programs, scholarships and advocacy groups emerging to support women engineers. These efforts leading to many women entering and excelling in engineering disciplines.

Celebrating Achievements

Women in engineering are breaking barriers and making groundbreaking advancements across various fields. Just a few examples:

Dr. Ellen Ochoa: The first Hispanic woman to go to space, Dr. Ochoa is also an accomplished engineer and former director of the Johnson Space Center.

Hedy Lamarr: Known primarily as a Hollywood actress, Lamarr was also an inventor who developed a frequency-hopping system that laid the foundation for modern wireless communication.

Mary Jackson: One of NASA's "Hidden Figures," Jackson was an aerospace engineer who made significant contributions to the U.S. space program and broke racial and gender barriers.

Debbie Sterling: Founder and CEO of GoldieBlox, Sterling has created toys that inspire young girls to pursue engineering and build confidence in their problem-solving abilities.

Inspiring the Next Generation

Encouraging young girls to pursue engineering is crucial for closing the gender gap. This can be achieved through:

Education and Outreach: Introducing girls to STEM subjects at an early age through hands-on activities, workshops and competitions can spark their interest in engineering.

Role Models and Mentors: Showcasing successful women engineers and providing mentorship opportunities can inspire and guide young women in their engineering journey.

Inclusive Curriculum: Schools and universities should adopt inclusive curricula that highlight the contributions of women engineers and address gender biases.

Supportive Networks: Creating supportive communities, both online and offline, where women engineers can share experiences, advice and resources is essential.

Moving Forward

As we celebrate Women in Engineering Day, let’s acknowledge the strides made and continue to support and encourage women in this field.

Our Journey To The Summit Of Snowdon

Fri, 31 May 2024 09:24:34 GMT

Early morning on Saturday 18 ^th June we set off on our journey to Snowdonia where we would be hiking for the day to raise some money for Brighter Days Rescue.

We met up with the folk at ASC Connections and began our hike up the Llanberis Trail.

Spanning approximately 14.5 kilometers round trip, the Llanberis Trail is the longest of the six main paths to Snowdon’s summit, with an elevation gain of around 3,199 feet.

We gently ascended through the picturesque countryside and as we climbed higher we began to see the panoramic views of the valley below and the surrounding peaks.

As we got closer to the summit, the terrain became rougher but the team pulled together and supported each other through the final push.

At noon, we reached the summit and had a well-earned lunch break. Everyone was in good spirits as we sat chatting before starting our descent back down.

We made quick time coming back down and of course, had to find a place to grab a drink and celebrate.

Over £500 was raised for Brighter Days Rescue and we are very proud to have made the hike in the name of a fantastic charity!

Why We Are Climbing Snowdon To Support Brighter Days Rescue

Mon, 29 Apr 2024 08:31:42 GMT

Scaling New Heights for Furry Friends

We have decided to team up with our friends at ASC Connections to raise money for Brighter Days Rescue. How are we doing this? We are taking on Snowdon on Saturday 18 ^th May.

Brighter Days Rescue is a registered charity based near Stafford, England committed to rescuing and rehoming dogs from unfavourable conditions abroad. Their primary focus is on dogs in Romania, Spain and Bulgaria where many animals are strays and subject to abuse and neglect.

Since they started, Brighter Days Rescue have rescued and rehomed over 300 dogs, thanks to the dedication of their team and the support of our generous donors and volunteers.

They ensure that every dog we rescue is placed with a loving and responsible adopter, following a thorough screening process.

We are very excited to be raising money for this incredible charity and are looking forward to the challenge of hiking up Snowdon!

5 Reasons You Should Consider A Career In Recruitment

Thu, 21 Mar 2024 09:21:38 GMT

When it comes to choosing a career, one stands out distinctly – the realm of recruitment. The profession of connecting talent with opportunity has attracted a diverse array of individuals, each driven by unique motivations and passions. We are going to delve into the reasons behind why people choose a career in recruitment, exploring the dynamics that make it a compelling and rewarding path.

The Thrill of Matching

There's an undeniable thrill in successfully pairing the right candidate with the right job. Recruiters act as matchmakers, orchestrating connections that have the potential to transform both the professional trajectory of a candidate and the success of a company. For those who relish the satisfaction of making a positive impact on careers and businesses alike, recruitment becomes an exhilarating pursuit.

Dynamic and Fast-Paced Environment

Recruitment is a field that seldom experiences a dull moment. The fast-paced nature of the job, coupled with the ever-evolving landscape of industries and technologies, appeals to individuals who thrive in dynamic environments. The constant need to adapt, learn, and stay ahead of trends keeps recruiters on their toes, attracting those who seek a dynamic and intellectually stimulating career.

Financial Rewards and Incentives

Let's not overlook the financial aspect – recruitment, particularly in specialised industries, can be financially rewarding. The commission-based structure and the potential for high earnings based on successful placements entice individuals who are motivated by financial incentives and the opportunity to build a lucrative career.

Building Relationships and Networks

Recruitment is inherently a relationship-driven profession. For those who derive fulfilment from building connections and networks, this career offers a platform to foster meaningful relationships with both clients and candidates. The ability to act as a trusted advisor and facilitator in the professional journey of others is a driving force for many in the recruitment field.

Impact on Organisational Success

Recruiters play a pivotal role in shaping the success of organisations. A company's talent pool is its greatest asset, and recruiters contribute significantly to building and nurturing this asset. The sense of being a strategic partner in the growth and success of businesses is a motivating factor for those who see recruitment as more than just a transactional process.

To summarise

Recruitment emerges as a profession that weaves together the aspirations of individuals and the goals of organisations. The varied motivations behind choosing a career in recruitment illustrate the multifaceted nature of this field. Whether fuelled by a passion for people, a love for challenges, or the desire to make a tangible impact, recruiters find themselves at the crossroads of human connection and professional advancement.

If you are considering a career in recruitment or are looking for your next position in the industry, then chat with Marie Weston and let’s see if Professional Technical is the place for you!

5 Ways Your Business Can Promote Employee Wellbeing

Wed, 01 Mar 2023 08:31:44 GMT

Employee wellbeing has become increasingly important for businesses across the UK, and for good reason! A healthy and happy workforce is not only more productive, but also more likely to stay with their employer for longer, reducing staff turnover and associated costs. At Professional Technical, we believe that promoting employee wellbeing is an essential part of building a successful team, and we encourage our clients to prioritise this area of their business.

What is employee wellbeing?

Employee wellbeing refers to the physical, mental, and emotional health of your employees. This includes factors such as workplace safety, work-life balance, stress management, and access to healthcare. By promoting employee wellbeing, businesses can create a positive working environment that supports the health and happiness of their employees.

Why is employee wellbeing important?

There are a number of reasons why employee wellbeing is important. Firstly, it can have a significant impact on the productivity of your workforce. When employees are healthy and happy, they are more likely to be engaged in their work, which can lead to increased productivity and better quality work. Additionally, promoting employee wellbeing can help to reduce staff turnover, which can save businesses significant amounts of time and money in recruitment and training costs.

How can businesses promote employee wellbeing?

There are many ways in which businesses can promote employee wellbeing. Some of the most effective strategies include:

Providing a safe and comfortable working environment: Businesses should do their best to ensure that their employees have access to infrastructure and equipment promoting their well-being. This includes measures such as ergonomic furniture, good lighting, and adequate ventilation for instance.
Offering flexible working arrangements: Flexible working arrangements, such as remote working or flexible hours, can help employees to achieve a better work-life balance, which can reduce stress and promote wellbeing.
Encouraging regular breaks: Taking regular breaks throughout the day can help employees to recharge and reduce stress. Encouraging employees to take breaks can also nurture a more positive and supportive workplace culture.
Providing access to healthcare: Businesses should provide their employees with access to healthcare where possible, such as private medical insurance or an Employee Assistance Programme (EAP). This can help employees to manage any health issues that may be affecting their wellbeing and by extension their work performance.
Encouraging social connections: Social connections are an important part of overall wellbeing. Businesses can encourage social connections by organizing social events or creating opportunities for employees to connect with one another.

Why should we care about employee wellbeing?

As a recruitment agency, we believe that employee wellbeing is an essential part of building a successful team. By promoting employee wellbeing, businesses can create a positive working environment that attracts and retains top talent. This means that businesses are more likely to succeed in their goals, and our recruitment agency is more likely to succeed in placing top candidates with our clients.

In Summary

In conclusion, employee wellbeing is an important aspect of any successful business. By prioritizing employee wellbeing, businesses can create a positive and supportive working environment that promotes productivity, reduces staff turnover, and attracts top talent. As a recruitment agency, we encourage our clients to prioritize employee wellbeing as part of their overall business strategy.

How To Write A CV: Advice From Professional CV Readers

Tue, 27 Sep 2022 07:09:59 GMT

Have you written a Curriculum Vitae recently? Did you ask yourself the infamous existential questions such as whether you should prioritise certain job experiences so that it would fit on one A4 page? Well, at Professional Technical, we read thousands of CVs a week, so, like any repetitive action, our homo sapiens brains have adapted to filter relevant information within the blink of an eye. So, we thought we would share what we look for in CVs on a daily basis and what we’d like to see, but most importantly, what our clients wish to see in a CV. On top of that, we thought that we would also share some suggestions on what to leave or take out of your CV. There is a lot of CV writing advice out there and a lot of it is contradicting, so we thought we would give you a complete guide based on our experience and insights.

Length

A big CV killer is simply its length. Like any document or piece of writing, if it drags on or is just too long compared to its ‘normal average’, people tend to either start skimming or might outright not read it as the extensive length might be daunting. Look at it this way; chances are that most of us would take on a condensed version of Leo Tolstoy’s War and Peace as opposed to its original interminable 1,200+ pages counterpart. A good rule of thumb to avoid having your reader question their own existence is to aim to keep your CV on 2 pages if possible, 3 pages is acceptable if you have some extensive professional experience but more than that is definitely questionable.

Personal Information

A good way to avoid creating a lengthy CV is to keep your personal information to a reasonable amount. After all, a CV is a professional document aimed at compiling your professional experiences, skills and qualifications. Personal and reflective information towards previous experiences and how you would be right for the role has its place within a cover letter. Realistically, all you need in a CV relating to personal information is your contact details such as your name, professional email (no HaloMonster360@unprofessional.com), and phone number. We have seen some advice out there stating you should not include your postal address and we respectfully disagree. The reason for this is because we believe having your postal address listed allows for the recruiter to consider your commute time should the role be based on-site. In terms of your digital footprint, you can add a link to your LinkedIn profile as long as its being kept up to date and matches the information on your CV. Think of LinkedIn as your extended CV when your normal CV is more selective as to the information in it.

However, it is always a good idea to add some hobbies or interests in your CV if they are genuine. Don’t include things such as walking or eating nice food. These hobbies should be a window into your interests outside of your professional life which could translate into transferable skills. For instance, if you have been playing an instrument for years, this could show dedication to a craft, creativity, discipline, and potentially self-starter qualities. Team sports can be another example of transferable skills as it shows that you are capable of working as part of a team to achieve a common objective and can show your competitive nature. Do try to keep this section concise though as it should only be a snippet into your personal interests. Overall, the aim is to keep your CV as professional as possible and not to add any irrelevant sections which could be a distraction to the main information you are trying communicate.

Format and Layout

A CV should be a clear, concise, and easy to read. Formatting it correctly can set you apart from your competition. Now there is always good practice but some industries or roles can require different types of formatting which we will cover. In good practice, the sections to include are fairly simple.

First, make sure to list your contact details at the top so that the reader instantly knows who you are even before they find out what you do. Now, in this section we do not recommend including a picture of yourself as there unfortunately are such a thing as biases. When including a photo, you open yourself to these biases as old as time such as beauty bias , ageism, racism, and sexism. Keeping your face, gender, age, and ethnicity out of the equation ensures that you are much more likely to be viewed for your professional qualifications and achievements as opposed to what you look like.

Secondly, we recommend formatting your CV in a bullet point format for two reasons; it looks cleaner and structured, and it prevents you from waffling and including potentially irrelevant information. Furthermore, this layout allows you to seamlessly add a list of quantifiable achievements as opposed to just your experience, education, and responsibilities within previous roles. Consider the font you’re using as well, make sure that it is easily readable and that you are using the same font throughout.

Now in terms of structuring your content, make sure that you add dates for each listed item and that they are listed from most recent to oldest. If there are gaps between certain dates you have listed, do try to clearly explain the reason behind these gaps. In addition, try to tailor the content of your CV to the role you’re applying for by filtering out irrelevant information and thinking about what you have done in the past which could meet the job posting’s requirements. When doing this, avoid including clichés; everyone says they are a team worker that also works well on their own, they are motivated, punctual, hardworking, there are lots of enthusiastic people around so us this opportunity to stand out from the masses and really give the reader an insight into what makes you who you are!

Lastly we’ll tackle the finer details. First of all, name your CV file professionally such as ‘John Smith – CV’ or ‘Jane Doe – Mechanical Engineer’ for instance. In the same vein, do not title your document ‘Curriculum Vitae’ or ‘CV’ as the recruiter knows what it is already. Instead, title it with your name and potentially your profession. This instantly gives the reader a chance to remember you and what you do as opposed to being another generic CV, after all, there is only one of you! Finally, and this is probably the most important tip we can give you; take your time! When searching for a new role, your CV is one of the most important documents, it gets your foot into the door, so don’t rush it. Make sure each section is relevant to the role you’re applying for, and proof read your entire document once completed, especially for spelling mistakes. Don’t forget to get someone else to proof read your CV too as staring at the same piece of writing for prolonged periods of time can become tedious for yourself and you could miss important mistakes or grammatical inaccuracies.

How recruiters read your CV

Now that you’ve got all of the information to write up a fantastic CV, we want to share how recruiters typically read CVs. Since they receive CVs in abundance daily, they read through them extremely quickly. In fact, studies found that on average a recruiter spends less than 11 seconds reading a CV (Workopolis, 2014; The Ladders, 2018). This means that you don’t have an extensive amount of time to make an impression so make those first moments count!

Let’s talk about how recruiters read your CV within these 11 seconds. First, they go straight to your most recent or current job as this will give them an insight into your current qualifications, experience. Furthermore, this gives them a idea of your longevity and consistency within jobs. So make sure that your most recent professional experience is detailed and puts you in the spotlight! Secondly, they’ll move on to you qualifications or education in which they will assess which certifications are relevant to role and job specification. Lastly, they will check your CV for any gaps between employment and search for a provided explanation behind those gaps, so make sure you do explain why you’ve been out of employment during that time if you have.

Key takeaways

In essence, a CV is one of the few documents most of us will ever have which is entirely about ourselves, it’s completely about you. So, take your time; make it about you, focus on what experiences and skills are the most relevant to the job you wish to apply to. A CV is your way to get your foot in the door. Most of the time, if you get offered an interview off the back of your CV, it means your skills and experience match the job description on paper, all the hiring committee wats to figure out at this point is whether your personality would be a good fit. Remember, keep it short, sweet, and clear. Make sure all of the important information is available to the reader at a glance as most recruiters read CVs quickly… extremely quickly. All in all, just make this document yours as best as you can. If it accurately conveys your experience and skills alongside your personality then you’ve already won half the battle!

Virtual Interviews: How To Stand Out

Wed, 17 Mar 2021 08:31:41 GMT

2020 has changed the way we work. Virtual interviews, once a last resort with which to fully qualify applicants for a permanent position, have become de rigueur.

Where previously candidates walking into an interview could gain a certain amount of assurance from the intuitive nature of face-to-face communication, virtual meetings require a greater level of engagement to achieve the right rapport. The following principles are worth bearing in mind when preparing to impress your potential employer - monitor to monitor:

First Impressions Count

Dress to the same standard that you would to attend a face-to-face interview.
Test your tech; mic, speakers, and trial run the interview application if unfamiliar.
Consider your surroundings: check you are not pictured too dimly nor so brightly that light causes a glare. Try to minimise opportunities for background noise or interruptions.
If you are prone to distraction by seeing yourself, change your preferences so that you can focus on your interviewers.
Make sure you are prepared a few minutes in advance of the interview time slot, as you would arriving to a face-to-face meeting.
Be informed by your interviewer’s approach in terms of degrees of formality; always erring on the side of caution.
Introduce yourself clearly and try to instil confidence and engagement.
Maintain eye contact to camera rather than screen.

Research, Research, Research

Whether it’s a formal interview or an informal ‘chat’, researching the business in question cuts both ways. Researching a prospective firm isn’t solely about understanding who they are and demonstrating that you know this; it can also be of huge value to you to reaffirm your application.

Consider:

Does your research suggest that the company works to your values and aspirations? Do their current projects / publicity appeal to you; have you notice things that impel you to find out more? Do you have employees/ ex-employees or clients within your connections that you could reach out to?

Your application may not of course have been prompted by the vacancy of a particular organisation. Your desired role might simply be to work as a Building Control Surveyor, for instance, operating within your local area as far as possible, in return for competitive remuneration. Irrespective of the company involved. Carrying out research is still a prerequisite as it demonstrates your engagement with their organisation in particular. Even if you feel confident that you know how they operate, try to identify aspects that make their organisation stand out. They will appreciate the attention to detail as it conveys some initial investment from you in them.

Research Checklist:

Can you articulate a clear outline of their business model: the service(s) they offer and how this is achieved.

Are you aware of projects, methods of working or current clients’ key to the business? This demonstrates you have an up-to-date impression of the company and where it’s going.

Who are their competitors? This conveys genuine engagement and shouldn’t be underestimated.

Try to gauge it in terms of how the interviewers respond. If they show interest in your overview, provide more detail. If they seem satisfied and don’t prompt further, keep it short and sweet.

Conduct a close reading of the Job Description

Rather than avoiding aspects of the description that sound unfamiliar or outside of your prior experience, if you are unsure about any aspects of the role research these ahead of time.

Don’t be afraid of questioning your point of contact in relation to the application and ask for clarification on any aspects you are unsure about.

Rather than exposing a lack of knowledge it has been proven in my experience to demonstrate to the organisation your engagement and motivation to be suitably prepared.

I worked with a Senior Inspection Manager who was unsure about a specific inspection system referenced in the responsibilities of the role.

The Inspector impressed me by contacting me unprompted to run through the Job Description ahead of their interview, evidencing their capability to fulfil each duty, but pointed out the detail they were unsure about. They were fairly confident the inspection system was similar to their current role but the terminology made them uncertain. They asked me to contact the employer to check the two systems performed the same function and operated similarly. The employer was impressed with their active engagement in advance of the meeting and affirmed the candidate’s understanding. The inspector was then able to attend the interview with the confidence that the specified requirements were within their capability, enabling them to focus on how they can best present themselves and their relevant experience.

Pre-prepare examples - loosely

You want to be able to articulate your relevant experience clearly, but without sounding wooden. Consider how you can refine relevant projects/experiences into succinct summaries that give context, convey your input and show the end result.

Utilise the Star Technique to keep your examples clear and to the point:

Situation: Describe the situation and when it took place
Task: Explain the task and what the goal was
Action: Provide details about the action you took to attain this
Result: Conclude with the result of your action

So for instance if a requirement of the role is to demonstrate ‘excellent relationship-building skills’, affirm it with an example:

S --- A qualified inspector I represented previously drew upon a past experience in which an established client was extremely dissatisfied that their plans had not been approved du to regulatory issues.

T --- Their responsibility was to sign off a compliant plan that suited the clients’ preferences.

A --- They initially acknowledged and reaffirmed the client’s aims and communicated their desire to reach a mutual outcome. They were able to problem solve some alternative routes to compliance.

R --- The result was greater client satisfaction than if the project had ran smoothly.

Interviewers will not only be looking for relevant experience but will also be analysing your perception of what’s relevant.

* * *

Following the advice above should stand you in good stead to tackle your interview.

Further advice can be found on our career blog .

To discuss how I can support you to secure your next role, please contact 01283 499820 or Hannah.Lakin@professional-technical.com.

Counter Offers: 7 Reasons To Just Say NO

Mon, 10 Aug 2020 06:58:09 GMT

Congratulations! You have just accepted a job offer for a role and company that seems too good to be true. You build up your courage to walk into your boss’ office to hand in your resignation. You explain the opportunity is too good to pass up and announce your departure date.

You are totally unprepared for what happens next. Your boss gives you a counter offer. They want to keep you. They had no idea you were looking (Really? Hadn’t they noticed that your wardrobe had suddenly improved and you were taking longer lunches fairly frequently)? They will offer you more money, a newer computer, an extra week of vacation… if you’ll just reconsider.

Now you’re confused. You start to mull it over… Maybe your current work situation isn’t so bad. You wouldn’t have to prove yourself at the new company or have to learn how to navigate around their corporate culture. Plus, you’d earn more money for doing exactly what you’ve been doing all along.

But… STOP! 7 Reasons to Just Say “NO”!

This kind of emotional thinking could be very dangerous to your career.

Consider what’s really driving your employer’s response…

Your decision was made long ago, when you first decided to look for a new job. Something motivated you to look. What was it? Whatever the reason was, that reason still exists. Staying with your current position will only prolong the inevitable.
If your employer was sincere about retaining you, he would have taken steps to keep you long before you handed in your resignation. Likely you’ve been unhappy for quite some time. Why did you have to threaten to resign before someone noticed?
Fear is the number one reason an employer makes a counter offer, the fear of having to re-hire and re-train your replacement. It will take effort and a minimum of six to eight weeks to find your replacement and there are no guarantees that your replacement will work out. You’re a proven commodity, your replacement is not.
Replacing you is risky business. Your boss will do or say whatever it takes to minimise the risk, until it suits them to do otherwise.
Accepting a counter offer can be hazardous to your career and your character. Although, it might seem unfair, some might believe you can be bought, you are indecisive and could walk out at the most inopportune times.
Accepting a counter offer while reasonable enough to you, can send a ripple through your old team. The relationships that you now enjoy with your co-workers may never be the same. The news of your interviews and decision to stay will eventually leak out. Peers will wonder if they can count on you and may resent that you have one more week of paid vacation, or a new computer or possibly got the part of the budget that was supposed to be their raise.
According to the Wall Street Journal, in more than 90 percent of the cases where people accept counter offers, they end up fired, laid-off or at least looking for a new job within six to twelve months.

Making a clean professional exit

The best way to avoid a counter offer is to state that after much deliberation, your decision is final. That’s it.

Incorporate your decision into your letter of resignation as well as verbalising it to your manager. No need to be unpleasant. Deliver the news and reiterate that you will do what ever it takes to make the transition easy for them. Putting the focus on them and away from you will allow them to process your resignation and move forward more easily.

If you need advice on how to approach your manager about your rsignation, get in touch with your deignated recruiter.

How To Prepare For Your Interview

Mon, 20 Apr 2020 06:25:33 GMT

Preparing for your interview will be the key to its success. This article aims to help you understand how best to prepare, what to expect on the day, how you should conduct yourself throughout your interview and hints on what to avoid.

INTERVIEW PREPARATION - THE BASICS

Research the company fully using the internet, business press and people who may have worked there previously
Arrive on time and allow plenty of time in case of heavy traffic, train delays etc.
Take copies of written references with you if you have them and bring along any supporting documentation with you feel might be helpful

Answer questions honestly and straight-forward
Be positive about your experience. Focus on the strengths and de-emphasise any weaknesses
Have several final questions prepared for the interviewers to demonstrate that you are interested in the role
Be confident, cheerful and enthusiastic, but take care not to be perceived as overbearing, over-confident or arrogant
Let your personality shine through
Don’t be afraid to ask questions
Dress smartly in business attire. It’s always better to make an effort and create a good first impression
Think of specific examples as supporting evidence for your experience and think about how your experience relates to the specific role
You need to feel prepared to be at your best, so find out whether you will need to sit any tests or make a presentation
Re-read the job brief before the interview to remind yourself of the key skills and experience required and how these areas relate to your CV

What are the interviewers looking for?

Interviewers are looking for relevant experience (usually gleaned by asking you for examples of workplace related situations); relevant personal characteristics for example team working, motivation, ability to work under pressure and employment consistency (looking for any gaps.)

Getting into ‘Interview mode’

Be wary of ‘being yourself’. This does not mean you have to undergo a complete personality transformation and pretend to be someone that you’re not
The interview is an opportunity for you to sell yourself to a potential employer to fulfil your objective of getting that job
Interviewers will generally spend just 20 – 30% of the time doing the talking – you will be expected to do the rest
Gauge the tone of the interview and adopt it yourself. Be very careful of over-using jokes – gentle humour is about the most you should consider
Employers are looking for confident, positive people to work for them and this should be obvious from the way you answer their questions
If you have rehearsed your answers beforehand it will be much easier to handle the interview in an enthusiastic and confident manner
Much is said about body language and what you should and should not do. The best advice is to ensure you project energy and enthusiasm at the interview
If you are asked a hypothetical question, always turn it into a ‘real life’ situation and give an actual example
By all means ask for clarification to a question if its meaning is unclear, but at this stage do not ask any other questions

Before the Interview

Find out everything you can about the company from their website, annual reports and brochures etc.
Find out which entrance you need to report to and who you need to ask for
Review your CV and think through specific questions you may be asked about it
Practice answers to common interview questions
Prepare your own questions about the company and job
Prepare your clothes the night before and make sure that you look presentable
Relax and get an early night so that you feel well rested for the big day
Consider making a ‘dummy run’ to the company so that you know how much journey time to allow

On the day

Take the company name, address and contact details with you, together with a location map.
Take a copy of your CV with you
Dress smartly, arrive early and be polite to everyone you meet at company
Have a notebook, pen and your questions to hand

REMEMBER: You are there to convince the interviewer that you can do the job, prove that you are motivated to do the job well and show them that you will fit in with the company

Throughout the interview

In the first 5 minutes, greet the Interviewer with a smile and a firm handshake - make a good first impression. Studies show that the first few minutes of an interview count for a lot
Always answer questions in a positive way
Avoid criticising your previous job, employer or manager
Avoid ‘negative’ motivations such as a desire for more money or shorter working hours
Look attentive by leaning forward slightly in your seat - don’t slouch
Listen keenly, nod and orally acknowledge what you are told
Be prepared to support your answers with evidence, facts and figures
Maintain some eye contact with everyone present

At the end of the interview

The interviewer should ask if you have any further questions, check your list of questions and if there are any are outstanding ask them now. Remember to tell the Interviewer that you are interested in the job and leave the interview with firm handshakes to everyone present

Questions to avoid

What does your company do?
What will my salary be?
Will I be working long hours?
How soon can I take a vacation?
Will I have an expense account?
How quickly could I be considered for a promotion?
What happens if I don't get along with my boss or co-workers?
What are the benefits like?
When will I be eligible for a raise?
Are you married?/Do you have kids?/etc.
Do you check social media accounts?
Do you do background checks?
Do you monitor emails or internet usage?
Will I have my own office?
I heard this rumour about the CEO - is it true?
What are grounds for termination?
Can I make personal calls during the day?
How did I do?
Did I get the job?

Factors that can cost you the job

Being unprepared
Being late
Poor manners
Complaining about previous employers
Poor communication
Being aggressive or superior
Making excuses
Looking scruffy
Lacking enthusiasm
Being evasive or vague

How To Answer Competency Based Interview Questions

Mon, 13 Jan 2020 07:07:02 GMT

Competency based interviews are very common and can be quite daunting if you are not prepared. Competency based interviews require you to answer questions using specific examples from your experience and often require you to think on your feet and answer a question you hadn’t necessarily prepared for. Interviews can be quite stressful as nerves and enthusiasm for the prospective job play havoc with your ability to focus! Luckily, there is a handy acronym which might just save the day!

The STAR technique for answering competency based interview questions

The STAR system is an extremely useful way of responding to structured interview questions common in competency based interviews.

Describe the Situation you were in
Outline the Task that was involved
Describe the Action you took (remember to use “I did this” rather than “we did this”)
Explain the Result

Now practice using the STAR system on the sample communication questions below.

Examples of Competency Based Interview Questions

Influencing

Tell me about a time when you’re influencing skills where put to the test in the last 12 months
Tell me about a time when you have convinced an individual to change their point of view?
Tell me about a time when you disagreed with a decision and what steps you took to change it?

(Business) Decision Making

When was the last time you made a decision which in hind sight was wrong?
Tell me about the best commercial decision you have made?
Tell me about a time when you had to make a rapid decision that impacted either your productivity or efficiency?
What decision do you make most frequently that most impacts your productivity
Tell me about a time when you believe hesitation prevented you from achieving your goal?
Describe a decision you put off the longest and why?
Tell me the last time you refused to make a decision?
Tell me a situation where you had to make a decision without the input of your manager, but knowing that the manager would judge you on that decision?

Tenacity

Tell me about a goal you have worked towards in the past 6 months and how you went about achieving it?
Tell me about the most challenging scenario you have faced in the last 12 months?
Tell me what you’re most proud of over the last 12 months and how was it achieved?

Positive

When was the last time you had to be assertive in your job?
Tell me a time when you felt you were at your most productive?
Describe a time when your attitude had a direct impact on your day/desk?

Resilience

Tell me about the biggest set back in your career and what effect this had on your attitude?
Describe how something negative effecting your day, impacts on your desk?
Tell me about a time where you achieved success despite the odds being stacked against you? How did you ensure that you pulled through?
Give me an example of where you worked under extreme pressure?
Describe a situation where you have become frustrated or impatient at work?
What has been your most challenging situation in the past 12 months and how you addressed this?

Empathy

Give me direct examples of how you ensure you understand peoples motivation?
Give an example where you found it hard to adjust to a certain individual and why?
Tell me when you last upset someone and what happened?
Tell me the last time you made a decision, based on empathy rather than commerciality and why?

Leadership

Tell me a time when you had to get a member of staff to improve their performance?
Describe a situation where you had to drive a team through change? How did you achieve this?
Tell me about a time when where you faced reluctance from your team, to accept the direction that you were setting?
Explain a situation where you had an opinion that differed from your manager? What was the outcome – Were you able to change the mind of the manager?
Describe a situation where you have had to motivate your team and why?
Describe how you delegate responsibility?
Tell me how you would attract someone to listen to you and to follow you?
Describe s situation when you successfully led someone towards fulfilment of their goal?
Describe the best leader/manager you have worked for?

Work Ethic

Describe a time when you had to go beyond what you consider to be a normal amount of work to achieve your objective?
Describe a time when you missed a deadline?
Tell me about a time when your work ethic was questioned by another?
Describe a time when a deadline was close and what action you took to meet the deadline?

Other

How would team members describe the role you play and the effectiveness on your
contribution to the team?

If you need any support to prepare for your interview, don't hesitate to get in touch.

Why Corporate Culture Is So Important When Considering A New Job

Fri, 11 Oct 2019 06:07:05 GMT

Corporate culture may very well be the key to happiness when searching for a new position. You can have exceptional knowledge and expertise but if the culture is not a match, it could spell disaster for everyone. A job is more than just a place you go for 8+ hours a day. You have to deal with a lot – co- workers, bosses and office politics. If you don't thrive in a certain culture, your career could take a downturn pretty quickly.

Life’s too short and you work too hard to be miserable every day. Due diligence is the name of the game when trying to uncover the corporate culture.

Why is corporate culture important?

The simple answer is because it will affect you in just about every way imaginable. Some examples include: hours worked a day and a week, availability of flextime and telecommuting, how people interact with each other, how people dress, benefits offered, professional development opportunities, how performance is evaluated, what success looks like - - just about everything.

Corporate culture is the way the company “feels” and every organization is different. There’s not necessarily a right or wrong; it’s just different. The culture goes beyond the mission and values and it manifests itself in these ways:

Routines and customs

Company processes
Organisational and leadership structures
Decision making authority
The company story
How people work; do they work independently or individually?
Hours worked per week and hours worked from home
Is the organisation following a consistent or aggressive growth pattern?
How are people held accountable?
What are the daily work practices?
Why is this position open?
What is the retention rate in the organisation?
Is it organisational policy to promote from within?

Your responsibility

There are many things you should be cognisant of during your interview experience. Be a profound observer from the moment you walk in until you leave.
The interview process is never one-sided. It is to mutually decide if what the other offers is best for both parties. Great interviews flow like a good conversation and that conversation should flow into discussions about the culture.
An employee who is a good cultural fit will work well within the environment and will be much more prone to success.

Pay attention to the following:

How are you greeted?
How are you treated while interviewing (before, during and after)? Was all of your communication professional and respectful?
What phrases do the interviewers use frequently?
Is there a theme or unspoken tone to the questions asked?
How does the environment “feel” to you?
What is the corporate image? There’s a ton of information out there and news articles about organisations.
Is the job description clear? The hiring manager should be able to have a detailed discussion about the role
You should know what will make you successful. If goals are not clear, that may signal an issue
How are people interacting with each other? Are the people friendly or do you detect a lot of friction
Are people smiling or do they look very serious?
How do they act in the presence of the boss?
Are your responses to questions treated with suspicion or understanding?

Don’t forget to ask your own questions!

Here are some questions that might help you uncover what the culture is like:
Ask them what five words or phrases describe the company culture? If you are meeting with several people, get an answer from everyone. Then you can see a common thread
How does the company recognise employee accomplishments?
Ask them to describe the leadership or managerial style at your company
Ask them to describe the decision making process
What qualities do the most successful employees in your company possess?
What is the company's attitude toward professional and educational advancement?
How often does staff meet?
What is the common theme that ties the employees together?
What is the average tenure of employees?
How do people from different departments interact?
What does it take to get promoted?

Sometimes you really don’t know the culture until you get there but by being aware and asking a few key questions, you will at least obtain some insight. You can get close through your own research and observation. When you have all of the information you need, try to put together a mental picture of what your day-to-day experience would be like. The more complete the picture, the better able you will be to decide if this job is the right one for you or not.

Try not to be blindsided by the culture. Ever.

Company culture should never equal culture shock. Your gut tells you a lot but you just have to pay attention and ask questions. If you feel troubled about the job or the people you'd be working with, don't ignore it. Unless your gut has a history of being dramatic, it's worth paying attention to when a voice inside you is screaming, “Don’t even think about taking this job!”