Chris Potter

15Dec

6 signs the job interview went well

Did you nail your job interview, or will it be 'Thanks, but no thanks'?

You walk out of the interview room, close the door behind you and let out a sigh of relief. It's over. You answered all the questions, figuratively ticked all the boxes, and sold yourself as best you could.

The interviewer or hiring manager said that they will be in touch next week, so now it's a waiting game. In the meantime, how can you tell if you've got a fighting chance? If the suspense is killing you already, check out these six signs your job interview went well.

The conversation flowed
Were you chin-wagging away by the end of the interview? If the conversation felt natural and friendly, that's a good sign that the interview went well. During a job interview, the majority of the talking will be about business (e.g. the role, your background, and your qualifications), and the potential employer will have the same list of questions they use for every candidate who walks through the door. It's a formal affair.

However, if things are going well and the interviewer or hiring manager thinks you could be 'the one,' the conversation may take a casual turn. Remember: Landing the role isn't merely about being able to do the job â€’ it's also about how you will fit into the workplace and whether you align with the company culture. Put simply, it's about personality too. If the interviewer starts to talk to you in an informal way during the hiring process, they are trying to get to know you better.

The interviewer used 'when,' not 'if'
Naturally, when an interviewer is speaking to a candidate, they don't want to give any false promises. For that reason, you will find that many hiring managers or interviewers use vague terminology such as 'if you get the job' or 'the candidate who gets the role'. However, if the job interview is going swimmingly, the interviewer may give you hints by subconsciously changing their word choice.

For example, should the person interviewing you start saying phrases like 'when you start' or 'you will be working in X department,' it could be a good sign that things are going well. It's a subtle change, but this shift in conversation style may indicate that they have ear-marked you as one of the leading candidates.

The interviewer gave you positive affirmations
When you're answering interview questions, such as "Tell me about yourself," you might be so focussed on getting things right that you fail to pay attention to the interviewer. Don't make that mistake. The way that they respond to each of your answers could give you insight into how you're doing. For instance, if the interviewer nods, smiles, or gives you other forms of positive affirmation, that's a great sign of a successful interview. Take the time to notice how they react to you.

You were introduced to the team
Before the interview was done, did the interviewer whisk you into the main office to meet the team? Let's face it, introducing every candidate to the rest of the workforce is a waste of time. Interviewers only tend to do this if they believe you are one of the leading candidates or are intending to hire you.

Equally, they may call other team members into the room to speak to you or simply say hello. Either way, if the interviewer introduces the team during the hiring process, it means that you have a good shot at landing the role.

The interviewer sold you the job
How did the interviewer or hiring manager speak about the role? During the interview process, they would have told you what the main duties of the job would be and maybe some extra details. But if the interviewer speaks highly of the job and tries to sell it to you, chances are that the interview is going well.

Don't forget that an interview is a two-way street. You have the chance to determine whether this role and company are right for you.

So, should the interviewer decide that you're a stellar candidate, they're going to want you to accept a job offer. That means that they will tell you about the job and likely accentuate why it's a great position. If you hear things like, 'there's room to progress in this role,' or, 'you will learn loads of skills with this job,' that likely means that the interviewer wants you to take the position.

You talked about salary expectations
Money is a complicated issue. If the salary wasn't listed on the job posting, the interview gives you a chance to delve into this subject matter.

The interviewer may state the salary of the position and ask about your salary expectations, but this will probably only happen if they're truly interested in you; if the topic comes up, the fact that you're discussing it can only be a positive sign. Opening this discussion is no small feat, and, frankly, an interviewer or hiring manager will avoid it if they are unlikely to hire the candidate in front of them.

Look for the signs of a good job interview
Did you notice any or all of the signs above? Whilst there's no surefire way to know what's on an interviewer's mind, these are a few signs that could reveal that the job interview went well.

From there, it's time to wait it out until you hear back. Good luck, and don't worry if these signs didn't pop up in your job interviews. There's plenty more fish in the sea! Keep your CV up to date and carry on applying until you find other job opportunities and the perfect fit.

Having trouble landing an interview during the job search at all? It could be your CV. Get a free CV critique to see if yours is helping you or holding you back.

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27Jul

5 Ways to Attract Graduates

Graduates have a lot to offer when it comes to the workplace, they have fresh ideas, their enthusiasm, energy, and innovative ideas, graduates know how to reach an audience in ways that their older counterparts cannot.

The addition, younger employees can help businesses to thrive in areas. However, how do you attract this demographic? if you want to attract and implement the skills of these graduates into your workplace, it’s time for you to seriously rethink your entire business structure. You will need to do more than just hire a graduate, you need to develop a work area where they can thrive and grow within the company.

Here are 5 ways that you can change your company structure and implement new methods to attract graduates.

Modern workspaces
Let’s be honest, a dull, aged workspace isn’t going attract anyone to your business, especially a young graduate. Graduates want to feel like they’re moving onwards and upwards, nothing stifles that feeling like an antiquated work area.
Fresh spaces and open work areas tend to have more success when onboarding candidates, so you want to make this as appealing to everyone of all backgrounds. It also creates a more clutter-free zone that will give employees the opportunity to spend more energy focusing on the job and reduces distractions overall.
Think of it this way, graduates are essential the faces of the future, so it is important to put a plan in place that meets their needs, designing a office that has a modern touch, the technology drive approach is successful step to bringing the right crowd.

More than just money
In recent years graduates have been seeking more than just money when their in a new role, yes money is important, however candidates also want to find a career that is fulfilling, a company should consider what’s important to them, this could be social and environmental commitments, well-defined learning and development plans and flexible work arrangement.

Highlight work life balances
In recent years, there has been a increase of studies on work life balance, graduates entering the workforce are more likely to look for work / life balance.
To make your company stand out, you need to show them that you can offer flexible hours where possible to accommodate their need to balance work and play.

Showcase your company culture
When you think about what it would be like to work for a company like Google, what comes to mind? You probably think of energetic atmosphere, generous perks, a casual dress code, colourful environment, and flexible scheduling. But why is this the first thing we think of? Well, this is because Google has made a commitment to selling its company culture to those in the job market. you should still make a commitment to selling your company culture. Word travels fast and people will notice what you’re doing. An investment in recruitment advertising may be worth looking into, but make sure you’re doing it for the right reasons.

Social Media
Social media is huge in this day in age, and everyone is aware of the importance of promoting sales on social media.
The younger generation are crazy about Instagram, LinkedIn, Twitter and various of other social media platforms including the new latest favourite, TikTok. But graduates don’t just use social media for just personal use, but also for businesses, they need to acknowledge that their websites, employment forms, and social media profiles need to be mobile-friendly and accessible to use from a phone. Graduates are more likely to apply for a role online, so it’s important to have opportunities in a mobile friendly format so that they can apply for jobs over the internet.

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08Jul

5 Red Flags to Look for When Applying for a Job

Looking for a new job is an exciting chapter in many people’s lives, sometimes some offers seem too good to be true, sound familiar?

We’ve all been there, so it’s important to understand that not all job roles are the right ones and what key things to look out for when things seem sketchy.

But before you start to panic, this does not necessarily mean that you need to avoid a company all together, but they can provide great insight with a reason to look a little closer and see if the role is really a good fit for you!

Vague job description
When applying for a role, you want to know what is required of you, so when faced with a sparse job description this does not leave us feeling very hopefully to what we will be actually doing.
In many cases, a vague job description indicates that the company is looking to hire someone who can fill many roles and not just the one they are applying for. The successful candidate may also be assigned with many responsibilities they were not made aware of and to make matters worse, they will not usually be paid any extra for this.

Lack of communication
There’s an old saying “no news is good news” but that is often not the case when it’s comes to the hiring process.
When it comes to applying for a role and the hiring manager doesn’t follow up to when they arrange to message you and weeks fly pass, then this is a big red flag. Baring in mind, not every job you have applied for will respond to you, but this changes if you have been invited for an interview or they make you an offer, if you have not been brought up to date with these processes and the hiring manager is MIA, then this is a major red flag.

Not meeting the team
Most of the time, roles require some sort of collaboration to be a successful candidate.
In an ideal world it makes sense for the candidate to want to meet the team that they will be potentially working with and majority of the time the time the current employees will want to do the same. However if your request is shut down, then something is trying to be hidden from you which isn’t a good sign.

You’re offered the job on the spot
Sounds perfect! You’ve been offered the job there and then…
But hang on one minute, why are they so eager to get you to sign straight away?
Potentially they’re trying to force you into accepting certain terms immediately, not allowing you time to think or read through the offer. Or perhaps the employer might be afraid that if they give you enough time to think about the offer, you will find some problems with it. Another possibility might be that the job has high turnover, and they need to fill the position as quickly as possible. If this is the case and the employer have issues with staff retention, then there might be a huge problem that ultimately makes the company a terrible place to work.

The company has bad reviews
This ultimately speaks for itself, most of the time former and current employers don’t go out their way to write a review unless they had a fantastic experience working there or worse, a terrible one.
If the bad reviews are consistently the same throughout glassdoor (or a similar feedback website) then it goes without saying, this is not a good sign.

So what is the moral of this story? Keep your eyes open and pay attention to the details! You don’t have to magnify every job you apply for, but it’s worth noting if you’re seriously considering applying for a role, invest time in reviewing the job description & look out for red flags throughout the hiring process…

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28Apr

7 Tips to Hiring a Remote Team in 2021

With the increase trend in remote working especially with regards to the new normal, hiring exceptional candidates and to virtually onboard potential candidates can be a challenging time.

The process of hiring can be quite stressful enough face to face let alone remotely. Its now time to think of a plan on how to hire remote workers for your company. In this article we will be discussing the tips and advice on hiring the best talent for your team!

1. Think of what you need in advance
Think of it this way, if you do not know what you are looking for in life, then overall you will never find what you are looking for and the same goes for if you are looking for candidates. This is where you need to plan out what you are looking for in a remote candidate, what skills are you looking for in this candidate? experience? career history? These are all things hiring managers should all think of before they start hiring remote workers. It should be carefully considered before starting any hiring process.

2. Video introduction
Once you have brainstormed all the qualities you are looking for, this is now the time to publish the job application, after doing so you naturally will get a surge of candidates applying, this can be time consuming, to narrow finding the right candidate down, introduce a short video introduction that requests a few details from the candidate, not only will this fish out candidates who are serious about the role, but you can get a good general overall impression.

3. Skills and experience
Most hiring managers will first look upon is the applicants experience, however consider looking a little bit deeper into their skills and experience. Reason being you want to look out for their long term work experience, if the applicant hops from one job to another this doesn’t show good determination and their work ethic overall.
The key things to look out for here is applicants with long term experience on their CV as it reflects that they have been a consistently good employee for another company.
With regards to skills its important to include their soft skills and see how this can be incorporated within the company culture.

4. Virtual interviews with a task
Even though the candidates you are hiring will be remote these virtual interviews will be a fantastic chance to get a feel and impression of who these people are and how they can be part of your company. Before you schedule a virtual interview, set a small task for the applicant to complete this could be as simple as a technical test, personality test, anything you think would be beneficial to find out more about the applicant and will give you great insight on who to pick when selecting candidates.

5. Group hiring
Once you have hired your selected candidates, the best way to onboard new employees is doing so in groups. Onboarding in groups can make the onboarding process more efficient and adding healthy competition will show the drive and determination of your employees, Overall, this method will save plenty of time with training and bring a all round better experience.

6. Be clear with what you expect
Now that you have hired your candidates, congratulations are in order! But one of the most important steps moving forward is to have a clear set of guidelines and expectations of what you want from the candidate. A common mistake that is made is putting forward an assignment and assuming that the candidate will deliver efficient work for your expectations. This is why it is important you make it clear of your expectations and to be written out. The bases of this should cover everything from working hours, standard processes, response times, company culture, and everything in between that the candidate needs to know.

7. Building relationships
The transition from working in a in person environment to a remote environment can be somewhat of a challenging transition for some. But remember, it is vital to remember that you are building new relationships with your new employees. Once you have established the new candidates ambitions within the companies goals will lead to an overall success for everyone involved. Everyone is driven in their own unique ways and that is why it is important to understand this early on. Setting clear foundations and giving clear/ precise communication with will be a perfect recipe for success in remote hiring!

Conclusion
Now that we have established the key ways on how we can put in place a efficient remote working strategy, remember, if you are just getting started with your first remote hires, know that this is not a process to treat lightly. Most likely you will make some mistakes in the process, it’s only natural, you can potentially hire the wrong people, and so on. On a positive note, each mistake that you make along the way will only serve to make you a better employer.

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28Apr

3 Top Interview Questions That Really Matter

It is always daunting when preparing for an interview, especially when all questions asked are considered deal breakers for securing that role. So how do we distinguish which questions are actually important and worth noting?

Find out what these 3 key questions are in the below article giving in-depth insight to why.

Can you do the job?

1. It seems straight forward but its food for thought, another way this might be phrased is, “Can you tell me why you know you can do the job?” To answer this question, its best to understand and show your expertise, present examples of how you applied the desired skills with outstanding results. When researching, CEO of Bagg Group Geoff Bagg outlines the S-I-R strategy (also known as S-A-R, for Situation, Action-taken, Result)

Situation: In a sentence or two, describe the situation.

Initiative: Briefly show how you dealt with the situation.

Results: Sum up the benefits of your initiative.

This not only helps you to make a list of all your applicable skills, but how you have benefited from making use of them.

Have these skills memorised and have your examples to present when asked.

Will you fit into the team?

An important question, you may have the skill set, but do you have the team player attitude? Every company has its own unique culture which is why it fits into two categories

1) Ways of behaving

2) Ways of working

No one likes to be the odd one out, It is important to make sure you fit in and don’t feel completely out of your depth. Hopefully you will have done some research prior to applying for the job. At times, it can be somewhat difficult to access detailed knowledge about the company culture, in this case you can discuss your assumptions and why you feel you fit in.

One useful way to get more insight to companies is Glassdoor. A gateway that provides a growing amount of data and information about what it is like to work for different companies. You want to map out the culture of the company you are planning to join and compare this to your personality traits and behaviours.

Will you love this job?

Final question, this is often phrased in a few different ways: What would make you love this job? or What is it about this job that you would really love?

This is where you need to present to show that you are keen. Candidates should do some prior research to understand as best as possible the companies culture.

The interviewee should relate to the qualities of the company. Example, if the company is a visionary (thinking outside the box) speak of the personal satisfaction that comes from being encouraged to brainstorm ideas and how to be different from the rest.

On the flip side, if the company is known more for being a corporate citizen, the candidate could mention their own interest in volunteerism and being a team player with projects.

Apart from raising your confidence in yourself with going into interviews and how to prepare for them, doing your research indicates that you care enough to put in the extra effort.

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04Sep

AUGUST SAW CONTINUOUS GROWTH IN AMOUNT OF JOBS POSTED

The number of job adverts in the UK continued to rise in late August, with the number of active job postings reaching 1.12 million in the last week of the month, with almost 107,000 new jobs being uploaded during the same week.

This research comes from the Recruitment and Employment Confederation (REC) Jobs Recovery Tracker, which found that jobs advertised in the north-west of England rose by 2 per cent in late August and by 1.3 per cent in Northern Ireland and Wales. Since May, these three regions have shown the largest increase in job postings.

The top hiring hotspot in England was Mid Lancashire with 5.4 per cent, there were four in Wales and three in Northern Ireland.

However, job postings fell in Scotland by 3.5 per cent in the last two weeks of August. The top two areas which experienced the worst drops in jobs were Falkirk by -11.3 per cent and West Dunbartonshire by -16.3 per cent, both in Scotland. Back in July the REC found that Scotland and Wales were leading the recovery out of UK countries in job adverts, with increases of 3.6 per cent and 2.3 per cent respectively between the 25/05/20 and the 07/06/20.

Blue collar roles saw an increase in jobs advertised and non-critical care medical procedures that were delayed by COVID-19 started to see an increase in jobs with podiatrists (+5.6 per cent), dental nurses (+5.4 per cent) and other health professionals (+5.7 per cent).

Neil Carberry, chief executive of the REC, said:

The trend of improvement in hiring we are seeing may be slow, but it is sure. As schools re-open and more businesses open up workplaces, we expect to see more adverts as firms change to reflect the new normal – including adapting air conditioning, it seems.

But we can’t assume an upturn in hiring means we are out of the woods, given the likely scale of job losses this autumn as firms adapt to the new reality. Government needs to work with the jobs specialists of our world-leading recruitment and staffing sector to deliver support to jobseekers urgently and encourage firms to hire. Supporting jobs through a cut in employers’ National Insurance and more flexibility in training support would both help to increase hiring activity and, more importantly, build business confidence.

Matthew Mee, director, workforce intelligence at labour market analysis firm, Emsi said:

It’s encouraging to see continued recovery of recruitment marketing activity, which is also supported by the overall increase in estimated UK wide job vacancies, which rose from 337K (Apr to Jun) to an estimated 370K (May to July) according to the latest government figures.

When we look at the latest week’s postings data, whilst it still appears key worker sectors are dominating overall volumes, however we are seeing increased activity from several companies across the construction, technology and retail sectors.

The Jobs Recovery Tracker is produced by the REC in partnership with Emsi, using their job postings analytics data which is harvested from tens of thousands of job boards.

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05Aug

3 Essential Steps to Ace Your Next Interview by CAREER EXPERTS

There are countless tips and tricks online about how to be successful in your next interview. However, this information overload is sometimes difficult to decipher and narrow down to what is most helpful. Here we will narrow it down to the most essential things.

Did you know that, on average, only 2% of applicants get called in for an interview? If it’s that hard to get an interview, it’s more important than ever to get that interview right. The first time.

1. Practice
You may only get one chance at a real job interview, so by the time you get there, you want to make sure you’re ready. Practising in the mirror is one thing, but what sounds good in your head may not sound good out loud.

You can use online tools like Swyg Interview Practice that let you practice live with a real partner. The Swyg practice tool is pretty new and is great for anyone that is actively or casually looking for work. You get to see the answers of others to see how you compare and most importantly, you get independent feedback from Swyg.

2. Put yourself in the shoes of the interviewer
A good interview is designed to measure a combination of skills, experience, and fit for the organization. When you’re answering a question, remember that the interviewer is looking for certain elements in a good answer.

In other words, more and more companies are using structured interviews. What that means is that you will be asked predetermined questions related to the open role and then scored on specific skills or competencies.

A common scoring methodology (and therefore a good answering strategy) looks for the following elements: Situation, Task, Action, Result, Reflection or STARR.

For example, to answer the question “What is an example of a technical issue you resolved recently?” is:

SITUATION – Create some context:
“Due to a mandatory upgrade of our system, one of my clients lost access to their account.”
TASK – Explain the challenge you faced:
“It was my job to keep the client happy but also to make sure that the technical team prioritized the task to restore their account access.”
ACTION – What you did, focus on your own contribution:
“First, I flagged the customer’s concern immediately to our technical team and I ensured the client was kept in the loop at all times and monitored the updates.
RESULT – A tangible outcome (and your contribution):
“Because I repeatedly provided updates to the technical team, we were able to restore access in less than one hour” (Notice how I threw a quantifiable metric in there?)
REFLECTION – “What I have learned from this experience is that keeping everyone in the loop is crucial. It helped the client feel more valued and enabled the tech team to resolve the issue more quickly”
The Reflection step is really important and most people leave that one out. Any employer will want to keep their best employees around for years to come and to make that happen, employees have to learn. The reflection step of the STARR method shows how you learned.

3. Prepare answers ahead of time
You already know some of the questions you’re likely to get.

Can you tell me about a difficult work situation and how you overcame it?
What can you bring to the company?
How do you handle conflict at work?
How do you manage your time?
Tell me about the last time a co-worker or customer got angry with you. What happened?
And many more. So for each of these common questions:

Think about what the interviewer is looking for. Each question is looking for a specific skill or competency you have.
Think of specific examples from your experience that demonstrate the skill or competency that you want to convey.
Prepare an answer using the STARR method for each interview question. You can do this in advance. Don’t forget the last R, reflection is super important.
Make the most of Feedback – Getting feedback can be rare but understanding what you do well and what you need to improve is imperative. Get feedback from a coach, a friend, or a relative. But remember, your answers should be your own.
The best way to practice is with another person. It’s often the follow-up questions that make interviews hard. Make sure you use all the tools out there to help you practice interviewing and get feedback.

Take the time to practice and you will see your interview success rate go up in no time!

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16Jul

How to Excel in a Competency-Based Interview

The joy of being invited to an interview for your dream job can quickly be tempered by the knowledge of what lies in wait - the dreaded competency-based interview. However, while this type of interview can be challenging, it allows you to show just how well suited you are to the role and what a great fit you’ll be for the team.

Competency-based interviews are very popular among hiring managers, so it’s important you know what to expect. In this guide, we’ll look at some common competency-based question examples and share a few top tips to help you excel.

What is a competency-based interview?
The aim of competency-based interviews (also known as behavioural or situational interviews) is to reveal the skills, knowledge and behaviours a candidate will bring to a job. Candidates are asked to provide examples of how they have used certain skills and behaviours in the past and what the outcomes have been. This is built on the premise that past behaviour is the best indicator of future performance.

The interviewer will have a list of questions, with each targeting a skill or competency required for the role. In response, you must describe a situation where you have used that skill, explain the action you took and talk about the outcome. The interviewer will then mark your response against pre-determined criteria.

These are some of the skills interviewers commonly use competency-based questions to assess:

Organisation
Teamwork
Communication
Decision-making
Leadership
Problem-solving
Adaptability
Examples of competency-based questions
The best way to prepare for this type of interview is to go through the job description and make a list of the skills and behaviours the employer is likely to focus on. You should then search for competency-based question examples that target those skills and prepare your answers.

For example, if ‘strong customer service skills’ are listed as an essential requirement in the job description, think about a time when you have gone the extra mile to make a customer happy and be ready to talk about it in the interview.

Below are competency-based question examples for some of the common skills you may be asked to demonstrate:

Organisation

Tell me about a time when your organisational skills helped you succeed.
What is the most complicated project you have managed and what challenges did you overcome?
Teamwork

What is the most successful team you have been a part of and how did you contribute to its success?
Give me an example of a time when you supported a team member who was struggling.
Communication

Describe a situation where you had to explain something complex to a client or colleague.
Tell me about a time when your communication skills helped to resolve a situation.
Decision-Making

Describe a recent decision you made where you acted outside of the standard procedure.
Give me an example of a time when you made the wrong decision. What was the outcome and what would you do differently?
Leadership

Tell me about a time when your leadership skills made a difference to the outcome of a situation.
When have you had to deal with a challenging issue or employee and what did you do?
Problem-Solving

Describe a complicated problem that you’ve had to deal with. How did you solve it and what was the result?
Tell me about a time when you developed an innovative solution to a problem.
Adaptability

What are the biggest challenges you’ve faced when starting a new job or working on a new project and how did you overcome them?
Tell me about a time when you had to learn how to use new software or adapt to a new system at work.
Tips for success
Thorough preparation is essential if you want to excel at a competency-based job interview. Scrutinising the job description for the skills the employer is looking for and thinking of questions you could be asked is the first step. However, that’s not all you can do. These are our top tips for success:

Answer all questions using the STAR technique
When practising competency-based questions, use the STAR technique to split your answer into more manageable and memorable chunks.

Situation - Set the scene and give the interviewer some context. For example, who were you working for and what was your role?
Task - What was the challenge or the goal you were working towards? Your answer should include a task that’s relevant to the new employer.
Action - Explain what you did to overcome the challenge or achieve the goal.
Result - Describe the outcome (preferably with numbers) and explain how your action impacted it. The outcome should always be positive.
Adhering to this simple, easy-to-use technique will help to keep your competency-based answers structured and concise.

Listen to the question carefully and take your time
When the pressure is on, it’s common for candidates to respond before they understand exactly what they’re being asked. Employers do not expect immediate answers, so take a few seconds to be sure what competency you’re being asked about and decide which experience you want to draw on.

Be yourself
Practice your answers at home but don’t rehearse to the point that you sound robotic. It’s important that you allow your personality to shine through, so give relevant, structured and honest answers that you deliver in a genuine and confident way.

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03Jan

New Year New Job!

What is the best time to look for a job?
January and February is the best time to start looking for a new job...

https://careersidekick.com/the-two-best-and-worst-times-of-the-year-for-job-hunting/

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18Oct

3 signs that it's time to quit your job

Job commitment is a tricky issue. Whilst your blood, sweat and tears have been invested in the success you’ve cultivated at your current workplace, this in no way negates the yearning to start afresh in a vibrant new environment.

Whilst the feeling may be swelling with a view to steering your career path into a new and exciting direction, it can be hard to differentiate between everyday workplace stress, which we all experience, and genuine signs that it may be time to jump ship.

Obviously, each journey is different for each professional, but several key factors could well be a key indication that your instincts may well be correct.

Whilst we all strive to succeed and maximise the positive effects that we have over our profession, after years of doubling down on effort expectations may well rise to match your exponentially grown workload.

If you find yourself investing hours of your personal time to your corporate to-do list, getting in early and staying late, up at night stressing about tomorrow’s meetings and discover that these things are having an adverse effect on your home life, there’s a good chance that what you’re experiencing is a classic case of burnout.

While a strong work ethic is a valuable trait, taking on more work than you can realistically complete within the working week leads only to a path of anxiety and exhaustion.

Tempting offers

You don’t have to be a master in your field to be an enviable asset to other companies. Hard work does not go unnoticed, even if you believe your current employer isn’t paying attention, and whilst opportunities may not present themselves within your current role for advancement, all professionals should be open to the potential of a lucrative job offer.

You may have received training or positive investment from your current firm, but your relationship with your employer is only professional and as such, you shouldn’t feel guilty for looking elsewhere for opportunities.

Toxic work environment

As simple as it sounds, a breakdown in communication or hostility in the workplace can be a key symptom of disengagement.

Whilst quitting your job based on a relationship with a specific colleague is usually a poor strategy for success, if the issue extends beyond a singular individual then it may well be time to find a company that values internal relationships more.

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Chris Potter

Can you do the job?

Will you fit into the team?

Will you love this job?

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