Kelly, Author at Astute Financial

Whilst an interview is your chance to impress an employer, it’s also an opportunity to see if you would be happy working for them.

Asking about company culture isn’t just about curiosity , it’s a strategic move to find out whether the job is right for you. By asking the right questions, you can tell if this is an environment that aligns with your working style, personality and values.

When preparing for a job interview, most candidates focus on how to impress the employer, but remember, interviews are a two-way street!

Culture isn’t always visible in a job description, but it can dramatically impact your daily experience, job satisfaction, and long-term growth. That’s why it’s crucial to ask the right questions about culture during your interview.

There are some suggested questions below . The answers you get will give you a clearer picture of whether you’ll feel supported, valued, and inspired in your next role.

1. What opportunities are there for professional development and career growth?

Asking about professional development shows you’re committed to learning and evolving in your role. It helps you understand if the company invests in its employees through mentorships, promotions, upskilling, or internal mobility. A culture that makes development a priority, wants you to succeed in the long-term.

2. What is your process for giving feedback, and how often?

This question can give you some insight into the company’s feedback process. While some companies have extensive performance reviews, others might be more relaxed about giving employees feedback. If you’re someone who prefers a lot of structure and support with goal-setting, you may want the employer to have a fully set up feedback system in place. Regardless of the structure, it’s essential to find a company with a process for giving feedback to help you learn how to grow, advance or improve in your role.

3. What kind of team-building activities or events do you organise?

Team-building initiatives can foster stronger relationships and a more positive workplace atmosphere. An employer who values an open and communicative company culture is likely to encourage employees to engage in team-building activities. By participating in fun games, challenges, and events, employees can learn more about each other. Asking this question can help you determine if you may be comfortable participating in the team-building activities the company provides.

4. Are there any programs or initiatives focused on giving back to the community?

Corporate social responsibility is a key part of many companies’ values today. This question shows your interest in purpose-driven work, and it helps you assess whether the company’s culture includes community involvement, volunteering, or sustainability efforts. If you are someone who values volunteerism and charity support, asking this question can help you learn if your company values giving back to those in need. See if the interviewer is willing to discuss what organisations or causes the company supports. Some companies even allow employees to take time off to volunteer.

5. How would you describe the management style here?

Management can make or break your work experience. Often, the manager of the job you’re applying for is your interviewer. Asking them this question can help you tell if their management style aligns with your working style. For instance, when just getting into your field, you may want a manager who is actively involved. But if you’re highly skilled at your job, you may prefer a manager who is more laid back. Listen to their answer carefully to get a true understanding of what they’re like as a manager, as they may discuss both positive and negative traits!

6. What is the dress code?

While you may be able to tell what the dress code is just by looking around, this question can help you learn what the company expects you to wear on a daily basis. While some people don’t mind having to dress up every day, others prefer a more casual and comfortable look. Although this may not be your determining factor when accepting a job offer, it’s still an important thing to find out if its something you are comfortable with!

7. How is employee success acknowledged and celebrated?

An indicator of a positive work environment is when an employer celebrates their employees’ achievements. Getting recognition for your hard work is a good feeling. By creating a culture of praise and acknowledgment, companies can boost employee morale and improve retention rates. Asking this question helps you learn if the company celebrates achievements, big or small, through bonuses, shoutouts, awards, or career advancement. It also shows if appreciation is part of everyday culture.

8. What does the onboarding process for new employees look like?

The onboarding process can be the most important part of setting an employee up for success. When an employer has an extensive onboarding process that involves helping new hires feel welcome, this may be an indicator of a positive company culture. This question will help you understand how the company supports you during those crucial first weeks and whether you’ll be set up to thrive from day one.

9. How Does the Company Approach Work-Life Balance?

Work-life balance is a priority for many candidates. This question helps you understand the company’s policies on flexibility, remote work, or overtime expectations. It shows you care about maintaining a sustainable work environment. The answer can reveal whether the company prioritises employee well-being. If the answer aligns with your needs, express enthusiasm, e.g., “I appreciate flexible hours, as they help me stay productive.”

10. Can you share an example of how the company supports employee mental health and well-being?

Mental health in the workplace really does matter. By asking this, you can evaluate whether the company takes mental well-being seriously, whether through flexible work policies, access to counselling, mental health days, or simply fostering a healthy work-life balance.

11. What kind of training or learning programs does the company offer?

Continuous learning is a sign of a growth-oriented company. This question helps you understand whether the company offers workshops, certifications, courses, or knowledge-sharing sessions to keep employees up to date and evolving.

When you go through Astute Recruitment, your consultant will give you an insight into the company’s culture, which is a valuable advantage, but it’s still important to dig deeper during the interview to ensure the environment truly aligns with your expectations.

Remember, you’re not just looking for any job. You’re looking for the right one and culture is key.

The latest annual survey by organisational design and planning software platform Orgvue, based on feedback from 1,000 C-suite executives and senior decision makers at medium and large organisations, shows that 39 percent of leaders made redundancies after introducing AI. Of these, 55 percent acknowledged mistakes in their redundancy choices and are now admitting those redundancy decisions were wrong.

Consequences of the AI-induced redundancies include widespread internal confusion, leading to employees quitting and a drop in productivity – the exact opposite of what businesses had initially hoped for with the deployment of artificial intelligence.

Having seen how it’s played out, businesses are now less likely to believe that AI will replace human workers after all.

The report uncovers huge amounts of uncertainty over AI’s impacts on the workforce, with 38% of leaders still don’t understand AI’s impact on the businesses, with 25% unsure which roles are most at risk from AI.

Despite only 48% of managers expecting AI will replace some workers compared with 54% last year, leaders reportedly feel less responsible in protecting their workforce from redundancies.

Oliver Shaw, CEO of Orgvue, said that businesses are “learning the hard way” that replacing people with AI can go “badly wrong”.

“We’re facing the worst global skills shortage in a generation and dismissing employees without a clear plan for workforce transformation is reckless,” he said. “Some leaders are waking up to the fact that partnership between people and machines requires an intentional upskilling program if they’re to see the productivity gains that AI promises.”

Despite challenges, AI continues to be a major driver of workforce transformation. Seventy-two percent of business leaders believe AI will remain the dominant force shaping their organisations over the next three years, a slight increase from 2024. Investment in AI remains strong, with four in five businesses that invested in AI last year planning to increase their investment in 2025.

In today’s rapidly changing work environment, connecting the right people to the right roles has never been more crucial. The COVID-19 pandemic fundamentally changed the way we work, catalysing the widespread adoption of remote and hybrid work models. Fast-forward to 2025, and hybrid work is no longer a trend, it’s the standard across many industries. Yet, with its rise comes a new set of expectations, challenges, and innovations in the recruitment space. Companies and candidates alike must now navigate a landscape where flexibility is balanced with performance, culture, and long-term value.

Hybrid work, where employees split time between remote and in-office settings, has become the preferred model for many companies. According to a 2024 report by Gartner, 71% of knowledge workers globally now work in a hybrid model, which is expected to rise.

Recruiting for hybrid roles involves a blend of strategies to ensure that candidates can thrive in both remote and in-person environments. This means evaluating more than just technical skills. It includes digital communication ability, self-motivation, and adaptability.

Role Clarity Is Essential

Clear job descriptions have become even more important with Candidates wanting to know:

What days (if any) are expected in-office?
Are there flexible working hours, does it follow traditional 9 – 5 hours or is there an expectation to be available at specific times?

Transparency at this stage sets the tone and reduces conflicting expectations down the line.

For businesses, hybrid models can boost employee satisfaction and retention. Employees who are granted flexibility often report higher job satisfaction and engagement levels, which in turn leads to improved productivity. When companies recognize that flexibility can enhance the employee experience, they are better positioned to attract and retain top talent, especially in competitive industries.

Hybrid working also reduces overhead costs for businesses. Companies can downsize their physical office spaces, saving on rent, utilities, and maintenance, while still maintaining a dynamic work environment that supports both collaboration and flexibility.

Perhaps one of the most significant benefits of the shift to remote work is the ability to recruit from a much wider geographic area. From a recruitment perspective, location is no longer a limiting factor. Businesses are no longer confined to sourcing talent within commuting distance of their offices. This means that roles traditionally based in Nottingham, Derby, or Leicester can now attract candidates from across the UK or even globally.

While the benefits of hybrid and remote work are clear, these models also come with challenges that employers must navigate. Managing a distributed workforce requires thoughtful planning and strong communication. Employers need to ensure that remote workers feel connected and engaged, even if they are not physically present in the office.

Building a cohesive team culture in a hybrid or remote setting can be challenging. Regular communication, virtual meetings, and team-building activities are essential to maintain a sense of belonging and ensure that employees feel supported. It’s also critical to equip managers with the skills to lead remote teams effectively, fostering trust, accountability, and clear expectations.

Additionally, businesses must invest in the right technology and infrastructure to support hybrid and remote work models. From cloud-based collaboration tools to secure networks, ensuring that employees have the resources they need to work productively from anywhere is key to long-term success.

Another consideration is the potential impact on career development and progression for remote workers. Employers need to ensure that remote employees have access to the same opportunities for advancement, professional development, and mentorship as their in-office counterparts. Transparency and fairness in promotions and career growth are crucial for maintaining morale and retention across a distributed workforce.

The Future is Flexible
The truth is, there’s no one-size-fits-all solution. What works for one company or individual may not work for another. However, the hybrid model offers a promising path forward, which balances the need for collaboration and connection with the desire for flexibility and autonomy.

As we navigate this new era of work, it’s clear that the companies that succeed will be those that listen to their employees, adapt to their needs, and embrace the possibilities of hybrid and remote work.

As businesses navigate an ever-changing job market, retaining top talent has become critical to driving success. With the rise of remote work and increasing competition for skilled workers, it’s more important than ever for line managers to take proactive steps to keep their best employees engaged and motivated.

If you’re struggling to keep your top talent or fear losing valuable employees the good news is that there are steps you can take to retain your best performers.

Here are some tips to boost employee job satisfaction and help you hold on to your best workers.

Offer Competitive Salaries & Benefits

To keep your top performers, it’s important to pay them what they’re worth. Research industry-standard salaries and compensation packages for their roles. Additionally, consider offering unique benefits like flexible work arrangements or wellness programs. Remember, happy employees equal productive employees.

Foster a Positive Work Environment

A positive work environment is essential for retaining employees. Encourage open communication and provide opportunities for professional growth and learning. Show appreciation for a job well done and create an inclusive workplace culture where everyone feels valued. A positive company culture will make employees feel like they belong and have a stake in the company’s success.

Offer Flexible Scheduling Options

In today’s world, employees value flexibility more than ever before. Consider offering flexible scheduling options like remote work or alternative hours to accommodate your employees’ lifestyles. If work objectives are discussed up front, then the quality of their ongoing output can be assured.

Reward Outstanding Performance

Recognise and reward outstanding performance regularly, whether it’s through bonuses or promotions that come with increased responsibilities and authority within the company (if this is want they are seeking). This will show that you appreciate their hard work and encourage them to continue performing at a high level.

Internal Growth Opportunities

Providing access to educational resources, like online courses or certification programs, can help employees develop new skills and expertise that not only benefit the individual employee but also contributes to the overall success of the company.

Encouraging team building activities or cross-functional projects helps build a sense of community among employees who feel more connected to each other, keeping them invested in the success of the company as a whole.

Provide Incentives for Loyalty

Recognizing your employees for their commitment and hard work can go a long way in boosting their morale and loyalty. Offering rewards such as gift cards, certificates, or company-branded merchandise serves as a reminder that you value your employees’ contributions and are committed to supporting them in their careers.

Create a Company Culture of Appreciation & Respect

Showing your employees that you appreciate them is by acknowledging their contributions regularly. This can be as simple as saying “thank you” after a job well done or sending an email recognizing an employee’s hard work.

In addition offering unexpected or occasional perks, such as free snacks in the break room or being flexible around work arrangements, will make your employee appreciate their work environment and showcase your commitment to creating a positive workplace.

In conclusion, employee retention is an ongoing challenge for businesses across all industries – but with the right strategies in place, it’s possible to build a strong team that can drive success over the long term. By providing growth opportunities, offering competitive pay and benefits packages, and fostering a positive work culture, line managers can create an environment where employees feel valued, motivated, and committed to achieving their best.

Recruiters have reported a talent exodus from companies now offering their employees less flexibility in where they work, with 70% of individuals in the UK actively pursuing new employment opportunities.

Research among more than 500 in-house and agency recruiters revealed a surge in applications from employees at companies requiring their teams to be in a city centre office five days a week. Two thirds (67%) had seen an increase in candidates looking for new positions following mandates from current employers that require them to spend more time at a central office.

The latest research conducted by Blackhawk Network (BHN) reveals that a significant portion of the UK workforce, specifically 70%, is actively pursuing new job opportunities. This study, which surveyed 1,010 individuals, aims to shed light on the evolving employment landscape in the UK. The timing of this research coincides with Employee Appreciation Day on March 7, 2025, a day dedicated to acknowledging and valuing the contributions of employees within the workplace. A primary factor influencing this trend appears to be the substantial changes that have occurred in the workplace over recent years. An overwhelming 84% of employees reported experiencing significant alterations in their job roles, with 16% noting an increase in their workloads without a corresponding rise in compensation. Furthermore, nearly one-quarter (21%) of respondents indicated that their companies have enacted layoffs. Alarmingly, 87% of employees expressed concerns regarding their current job situations, with issues related to compensation and potential layoffs being the most pressing. What encourages employee loyalty? When participants were asked about factors that would enhance their loyalty to their employers, 71% identified a higher salary as the most influential element. In addition to financial compensation, nearly half (47%) expressed a desire for more frequent recognition and rewards, with 79% stating that such acknowledgment makes them feel valued and appreciated. Moreover, 63% of employees indicated that they wish to receive recognition for their contributions at least on a monthly basis. The findings also revealed that 40% of employees would reconsider their decision to leave their current positions if they were to receive recognition or rewards after submitting their resignations, highlighting the critical role of consistent appreciation in strategies aimed at employee retention. Flexibility in benefits and work preferences Workplace flexibility remains a crucial component of employee satisfaction. Approximately one-third (31%) of employees indicated that a four-day workweek would enhance their loyalty to their employer. Additionally, 59% of employees stated that a salary increase would make them more willing to work in a traditional office environment.

Short-Term Solution, Long Term Impact: The Power of Interim Professionals

In a world where change is the only constant, businesses must continuously adapt to stay competitive. The increasing complexity and pace of today’s business environment have led many organisations to seek agile solutions. Among these solutions, the use of interim professionals has gained significant traction.

These skilled experts’ step in to address specific challenges or lead key projects temporarily. While their roles are transient, the impact they leave can be profound and lasting. We delve into the reasons behind the rising prominence of interim professionals and how they contribute.

Why is Demand for Interims on the Rise?

Historically, interim roles were limited to short-term fixes, such as covering for absent employees or filling gaps during recruitment processes. However, the role of interim professionals has expanded far beyond these traditional functions. Today, they are often called upon for their deep expertise in specialised fields, acting as catalysts for change and transformation within organisations.

Contributing factors to the growing demand for interim talent:

1. Technological Advancements

The rapid evolution of technology requires businesses to quickly adopt new tools and systems. Interim professionals with specialised technical knowledge can lead these initiatives, ensuring a smooth transition and helping organisations stay ahead.

2. Economic Volatility

In uncertain economic times, companies may be reluctant to make long-term hiring commitments. Interims offer a flexible, cost-effective solution, allowing businesses to adjust their workforce as needed without the burden of permanent employment.

3. Strategic Initiatives

Whether launching a new product, entering a new market, or undergoing a major restructuring, organisations often require specialised skills for specific projects. Interims bring the necessary experience and focus to execute these initiatives effectively.

Interim professionals provide unique benefits that extend beyond their temporary tenure. Their contributions often set the stage for lasting positive changes within organisations.

The Distinct Advantages of Interim Professionals

1. Unbiased Perspective and Fresh Insights

Interims enter an organisation without preconceived notions or biases. This external viewpoint allows them to objectively assess the current state of affairs and identify areas for improvement. They are often able to spot inefficiencies, outdated practices, or untapped opportunities that insiders may overlook. This fresh perspective can lead to innovative solutions and a clearer strategic direction.

2. Rapid Deployment and Expertise

Interim professionals are typically seasoned experts with extensive experience in their respective fields. The temporary nature of interim roles often means they are brought in for urgent needs, this combination means quick integration and action compared to a permanent equivalent that may need the expertise developed. Whether it’s manufacturing process improvements, engineering design revisions, or production system implementations, interims bring a wealth of knowledge that can significantly benefit an organisation.

3. Knowledge Sharing and Capacity Building

Interim professionals frequently work closely with the existing team, sharing their knowledge and best practices. This collaboration not only helps in accomplishing immediate objectives but also enhances the skills and capabilities of the permanent staff. The transfer of knowledge and expertise from interims to full-time employees can lead to sustained improvements in the organisation’s operations and culture.

4. Cost and Flexibility

The experts although experienced, can offer significant cost savings and flexibility by working on a part-time or project-specific basis. Businesses can scale their involvement up or down as needed, avoiding the long-term financial commitment of full-time hires. They often deliver results faster due to their expertise and focused roles, providing cost-effective solutions. This approach allows companies to manage budgets efficiently, paying only for necessary expertise while maintaining agility in response to changing business needs.

Conclusion

The growing utilisation of interim professionals reflects a broader trend toward greater flexibility and responsiveness in the modern business landscape. While the roles of these experts are temporary, their impact is often permanent. By providing specialised expertise, fresh insights, and a capacity for rapid implementation, interims play a crucial role in helping organisations navigate change and achieve long-term success. As businesses continue to face an ever-evolving set of challenges, the power and potential of interim talent will remain an invaluable asset

The importance of flexibility and expertise in the workforce has never been more pronounced than in today’s dynamic business landscape. Interim talent, with its unique flexibility, specialised skills, and experience, is a critical resource for companies looking to navigate these challenges. In this blog, we delve into the crucial role of interim professionals in meeting business objectives and how they have become a vital component of workforce strategies for HR professionals and company directors.

Understanding Interim Talent

Interim talent means experienced professionals hired temporarily to fulfil specific business needs. Identifying the right interim professional for your company involves understanding your requirements, conducting a thorough search, and assessing candidates based on their skills, experience, and cultural fit. Companies often bring in interim professionals to spearhead projects, fill leadership gaps, or provide specialised expertise that is unavailable internally. Because of their extensive experience and skill sets, interim professionals hit the ground running with minimal need for training.

Filling the Void Swiftly

One of the standout advantages of interim talent is their ability to fill gaps left by departing staff members swiftly. When unexpected vacancies arise in critical roles, interim talent offers a seamless transition. It provides relief until a permanent solution is found.

Access to Specialised Skillsets

Today’s business environment demands diverse skills, and not every company has the broad range needed in-house. Interim talent offers access to these unique skill sets on an as-needed basis. Interim professionals provide businesses with the necessary expertise and inspiration to drive growth without the need for long-term commitments
or hiring full-time employees.

Project-Specific Achievements

Interim professionals excel in driving project-specific objectives to completion. They focus on short-term goals, helping organisations achieve milestones efficiently. They can devote their time and energy solely to the project, ensuring it receives attention without distracting permanent staff from their core responsibilities. This focused approach often leads to faster project delivery, higher quality outcomes, and increased team productivity.

Adapting to Change and Uncertainty

When the economy suffers a sudden shock (remember Covid?) the agility and experience of interim professionals becomes highly valuable. Their immediate impact during such periods can be a game-changer for businesses striving to maintain stability or quickly adapt to new market conditions.

Interim professionals bring years of experience and a breadth of knowledge gained from various industries and scenarios. This diverse background enables them to assess situations quickly, identify critical issues, and implement effective solutions urgently. Faced with economic upheaval, these skills are invaluable, allowing businesses to respond proactively.

Interim managers adapt to new environments quickly, allowing them to integrate into your team rapidly and cause minimal disruption to ongoing operations. They are skilled at building relationships, understanding team dynamics, and aligning their work with the company’s goals and values. Their perspective as external contributors allow them to provide objective assessments that internal stakeholders, who might be too close to the issues, can sometimes overlook.

Their strategic input can help companies navigate sudden reductions in demand, supply chain disruptions, or shifts in consumer behaviour. By focusing on achieving specific goals and driving results, interim professionals can steer companies through crisis periods more effectively, allowing them to emerge resilient and well-positioned for recovery.

We are delighted to have opened a new office in Tampa, Florida, having recently branched out into the US specifically serving the Public Accounting & Financial Advisory market.

Based out of Tampa and operating on Central Time, our specialist team partners with myriad Public Accounting & Advisory firms of all sizes, from Big 4 to mid-tier, to regional and boutique, typically with a hub in Florida, and often with offices nationwide.

For further information contact Andy Lilliman (details below) or visit our US website USA – Astute Financial (astuterecruitment.com)

Assertiveness is one of the skills that can help you advance your career and achieve the professional goals that you want. Using the right amount of assertiveness in the workplace makes it easier to negotiate a salary, earn a promotion and build long-lasting relations with your co-workers. Some people are naturally assertive, but you can also learn to be assertive over time.

Workplace confidence is something every professional strives to have. Not only does it help you stay motivated and engaged with your day-to-day tasks, but it can help you develop and progress. Being confident at work means you are more likely to excel and progress in your role and your job satisfaction will be higher.

However, building workplace confidence can be challenging. It’s easy to set unrealistic expectations, compare yourself to others, and doubt your abilities. This can cause you to second-guess your efforts, leading to mistakes and reduced productivity, so knowing what steps to take to be assertive is the key to success. In this article, we share how to be assertive at work and explore how using it can help you succeed professionally by asserting yourself at work and building the confidence that will help you pursue a successful career.

Reminding yourself of your strengths

Most of us find it quite difficult to sing our own praises. While it may not come naturally to you, it is important to remember your strengths and achievements and remind yourself of them often! List out your key achievements or strengths and skills you are particularly proud of. When self-doubt creeps in, you should revisit your list. It will act as a useful reminder of what you are good at and everything you have achieved in your career so far. Sometimes taking it back to basics and remembering the things we are good at is a quick and easy way to boost confidence and give us the kick needed to take on the next challenge.

Set clear goals and stick to them

Setting clear, achievable goals gives you direction and a sense of purpose in the workplace. Break down your long-term objectives into smaller, manageable tasks and celebrate your progress along the way. This helps you build momentum and fosters a sense of accomplishment. As you meet these milestones, your belief in your capabilities strengthens, which is a key component of workplace confidence.

It’s important to remember that you won’t get everything right all the time. There will likely be setbacks but, rather than let this impact your confidence, aim to learn from any mistakes you have made and put those lessons to use when you try again. Resilience really is key when it comes to confidence!

Lean on your professional network for support and feedback

One of the best ways to build on your skills and professional development is to learn from your peers, so don’t underestimate the power of a strong professional network. From work colleagues to mentors, be sure to lean on your professional contacts to help grow your confidence.

You may find that in your team there are people who have worked in different industries or at different levels. Utilise their knowledge and learn from their experiences.

Many professionals’ benefit from mentoring. This outside perspective can be super valuable, helping you view situations differently and giving you a safe space to voice concerns or seek advice. They can also offer you valuable feedback that could help you grow your confidence.

If you are looking for feedback on an idea or piece of work, you could share your thoughts with a relevant community group like LinkedIn. This is a great way to get feedback from a diverse group of people. Good feedback will reassure you that you are on the right track, while constructive feedback should be used to help you improve your work or think about it from a different perspective – either way, both types of feedback can be extremely useful.

Be sure to listen

Confidence doesn’t always mean talking the loudest. Listening is an underrated skill and can support you on your quest for confidence. Active listening in the workplace can help you understand team dynamics and is a good way to assess the situation before contributing your insights. You are then more likely to contribute something of value and have a positive impact, a great boost for your confidence.

Listening will ultimately help you learn more, and the more you know the more confident you are likely to be.

Mary Maguire, MD of Astute Recruitment talks about ‘How to make your job search more successful’ and specifically about how to best engage with your recruiter.

With the start of the new year, many of us start to think about changes we’d like to make to our lives. Maybe you’re set on eating healthier, or you’d like to take the plunge and start that new hobby you’ve been telling yourself you’ll do for a while! Or you may be one of the many job hunters set on using the new year as an opportunity to find a new role.

Marketing is vital in any industry if you want to be successful, and job hunting is no different. To ensure you get your dream job, you must market yourself well. You are your product, and the better you sell yourself, the greater the chance of nailing that interview and getting hired.

Here are some tips on how to market yourself so that potential employers will be interested in what you have to offer:

Defining your goals is a good place to start

Before you begin your job search, it is key to understand what it is you are actually looking for. Consider what you want from your next role and how it should compare to your current job. For example, you may want to go in a completely different direction, or you may want to find a very similar role but one that has better benefits or a higher salary.

Start by making a list of everything you want from your ideal role. List out non-negotiables and be sure to filter these when searching on job boards or provide the list to recruitment consultants you are working with.

Make sure your CV is up to date and stands out

An up-to-date CV is a MUST for any job seeker. Make sure your most recent experience is included in detail and be sure to include your key skills and qualities clearly at the beginning of your CV so recruitment consultants and potential employers can immediately see what you bring to the table.

Your CV is one of the most essential marketing tools you have. It should be attention-grabbing, well-written, and free of any errors. Remember, many roles will have a lot of applications, so it is essential to get your value across and stand out.

If you’ve not applied for a new role in a long time, be sure to check that your contact details are up to date. The last thing you want is for a potential employer to be trying to get hold of you – on the wrong telephone number!

Optimising your profile section on a CV is essential to making a good first impression. Interest is then developed by elaborating further on why you’re qualified for the position.

Make the most of LinkedIn

LinkedIn is a great tool to help you build your personal brand and expand your professional network. Aim to be as active as possible – this doesn’t necessarily mean posting daily content, but you should try to engage with relevant users and their content. This could be sharing your thoughts on a recent article they have shared or joining an online community. Position yourself as an expert in your industry and you’ll become more visible to relevant contacts who could be a link to a potential role.

Reach out to Recruitment Consultants

As well as connecting with professionals in your sector, you should also aim to connect with recruitment consultants like the team at Astute. Give us a call to introduce yourself, or get in touch via email or LinkedIn message. Share with us your job search goals and anything you absolutely need from a new position. We will then add you to our database and contact you straight away with any suitable roles!

Research your chosen industry & keep learning!

Take the time to understand your chosen industry and any challenges it may be currently facing.

No matter how senior your position or how much you think you know about your industry, it is never too late to upskill and learn something new. Complete an online course (Linkedin has lots of free courses via Linkedin Learning), attend a professional event to hear from experts or simply read up on industry trends and news to ensure you’re up to date ahead of any conversations or interviews.

Potential employers will likely be impressed by your commitment to learning about your industry which could help you stand out against other candidates.

Now you’re ready for embark on your job search – good luck!

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Mike

16:04 13 Mar 23

Highly recommended! Josh and Sarah have been fantastic at Astute. They've found and placed me in 2 jobs now between them, both really responsive and excellent at keeping you up to speed with things. Very knowledgable about the roles and happy to talk to companies with any queries you have.

C R.

10:45 27 Jan 23

Great agency one of the best ones I've worked with! Liz has been a great help and support in helping me towards a new direction in my career life. She is very attentive and keeps me in the loop at all times! She makes the extra effort to work with my preferred requirements for work and even if it isn't completely attainable she meets me in the middle and does as much as she can to help! Also Liz is very funny might I add 😂 and I'm happy that I can now put a face to the name after all these years! Thank you again Liz for all your help and support! 😊

Christine

10:32 20 Dec 22

Josh and the Astute team was very swift to help me to find roles that matched my profile. They are really reliable and will help through every step of the recruitment process going out of their way to assist and follow up when needed. Could not find a better recruitment agency!

Helen Pinegar

16:19 18 Dec 22

Fantastic recruitment agency.. Josh was extremely enthusiastic, encouraging and clearly knowledgeable about what was needed from both the employee and the employers point of view. Extremely supportive especially in regards to interview preparation and endeavoured to procure feedback promptly. Wouldn’t hesitate to recommend Astute in the future to both candidates and recruiting businesses particularly for the right fit for the role!!!

Lisa Leigh

11:56 30 Nov 22

I have worked as a candidate for Astute and they have been excellent. Super friendly service and professional agents keen to fit the right person to the right job. It has been a pleasure dealing with them and I would happily work for them again in the future. Highly recommend this agency.