We are delighted to continue to support Future Forest Company in 2025, by planting one tree with them for every placement we make!

This means that as a business we’re reducing our carbon footprint, doing our bit for the planet & helping to reduce global warming.

Future Forest Company plant trees on their own land, guaranteeing that the tree will never be removed. All trees are looked after & cared for for 5 years after being planted to ensure they mature. The sites also include water areas and other natural habitats to encourage natural fauna and flora to thrive.

Our Astute trees are planted on the beautiful Glenaros Estate on the Isle of Mull in Scotland, which Future Forest Company acquired in 2020. The hill ground on the estate provides the perfect setting for creating a beautiful, healthy forest with the 2000 acre estate having the capacity to plant up to 1 million trees.

Glenaros Estate on the Isle of Mull in Scotland

While festivities and holiday cheers often steal the spotlight early in the new year, it is worth thinking about the unique opportunities for career growth that January and February offer. Although the UK’s fiscal year begins in a few months, many companies align their recruitment drive with the calendar year and concentrate on new hiring plans in January.

Some people believe this season hiring activities slows down, but employment data confirms a significant rise in companies seeking new talents at the beginning of the year. This alignment often leads to a surge in job postings from organisations seeking to fill positions. By concentrating on your job search now, you can take advantage of this increased hiring activity.

1. Recruiters Peak Activity & Ready to Hire!

Recruiters and hiring managers are more attentive and are engaged in responding to job applicants after recharging during the Christmas break.

Recruitment agencies experience a significant increase in activity during January, with a surge in both job postings and applications. Engaging with a reputable recruitment partner like Asute, can provide access to a broader range of opportunities and valuable insights into the job market.

2. Companies Have Revised Strategies & Budgets

At the beginning of the year, businesses tend to revise their strategies and set new objectives which is why January traditionally sees a rise in job applications, with levels higher than in any month in the previous year. This can create demand for skilled professionals to help achieve these goals, however this also means heightened competition, making it essential to have a well-prepared CV and application strategy.

Applying for positions during the early months of the year puts candidates in an opportune situation where companies and teams are more receptive to new members and are willing to offer more competitive salary packages and benefits.

3. The Beginning Of The Year Is All About Goal-Setting

Just as individuals set personal goals during the new year, companies also actively establish and pursue strategic objectives to foster growth and success.

The new year brings a mindset of change and improvement. Job seekers often feel more focused and driven during this time, which can enhance the quality of applications and performance in interviews. If you’ve been contemplating a career move, now is an opportune moment to channel that “new year, new career” energy.

4. No Holidays Coming Up

Humans are simply more productive when they are well-rested. Research shows there is an 80% increase in performance following a break (like the recently concluded Christmas and New Year holidays).

As recruiters and hiring managers return to work in January when there are no major holidays, they tend to be on a continuous hunt for talent and are also more readily available to review applications, conduct interviews, and make hiring decisions without holiday-related disruptions.

5. People Are More Motivated

The fresh start offered by the new year brings a collective sense of renewal, goal-setting, and increased motivation which positively impacts the hiring landscape. As companies seek to expand and enhance their teams to achieve business objectives, employers also approach the new year with a proactive mindset.

By making the most of this early hiring season, job seekers maximize their chances of securing meaningful employment, position themselves at the forefront of opportunities, and approach the new year with a strategic decision that lays the foundation for a successful and fulfilling professional path.

So if you’re wanting a new job, contact Astute and don’t miss out on this opportunity window!

As we approach Christmas, it’s possible that you will be thinking less about your recruitment needs and more about the Christmas party!

Traditionally, January and February have been busy times for hiring. But with the shortage of quality candidates – you can’t afford to wait for the “peak” period.

In what is a hugely competitive job market, recruiting over the Christmas period makes a lot of sense – and it could put you ahead of the competition.

Christmas is a busy and exciting time of the year for everyone; not a time you would necessarily associate with searching for a new job or with companies taking on new employees. Job seekers tend to take time off from their job search as the holidays approach with the rational that very few companies will be hiring in the lead up to Christmas as their time will be occupied with staff trips, parties and annual leave. However, more and more companies are seeing the benefits associated with hiring in December in order to beat the inevitable increase in recruitment activity and in turn, industry competition, that occurs in the new year.

For companies looking to hire new staff members, initialising the recruitment process in December, rather than January can have many advantages. Firstly, this enables hiring managers to pick candidates ahead of their competition; something that is especially advantageous in today’s very much candidate-driven market. From an organisational point of view, candidate interviews and phone calls are easier to arrange over the Christmas period as typically more people have time off work in December than they will in the new year. Those managing the hiring process are also likely to have more free time and less urgent responsibilities in December; enabling more time for staff training and inductions to take place while workloads are relatively low, minimising any potential teething problems that could negatively impact current members of staff.

For job seekers looking to secure a new role, the benefits of job hunting in December are also numerous. If they are still working, applying for roles when their workload is reduced, and they have more time off will make the application process much easier. Competition from other candidates is likely to be lower as not everyone will choose to continue their job search over Christmas and therefore their commitment to the job search will be emphasised by sending applications at this time, highlighting their diligence, making them stand out and helping to ensure they will not go unnoticed by employers. In many cases, more vacancies start to arise over the Christmas period as employees who have been considering leaving wait to receive their Christmas bonuses before quitting.

Timing is critical in recruiting, both from a hiring perspective and from a job seeker’s perspective, but of course the main reason has to be that for job seeker’s and hiring managers, there may be no better Christmas present than receiving their dream offer or the addition of a brilliant new employee!

In today’s fast-paced work environment, the wellbeing of employees is paramount for maintaining productivity and fostering a positive workplace culture. With this week marking National Grief Awareness Week 2024, it’s an opportune moment for employers to reflect on how they support employees experiencing grief. Running from December 2nd to 8th, this week aims to highlight the impact of grief and the importance of support systems and now’s the perfect time for employers to do more than just acknowledge grief – they can take meaningful steps to support grieving team members year-round.

Unaddressed grief doesn’t just affect individuals; it ripples through the workplace, impacting productivity, increasing absences and leading to higher turnover. Research from Hospice UK shows that 77% of employees aged 18-34 would consider leaving their job if they felt unsupported after a loss.

Despite the universal nature of grief, many employees feel pressured to return to work before they’re ready, often without adequate support, and with only 17% of managers feeling confident in supporting grieving colleagues, there’s a clear gap in our approach.

Understanding National Grief Awareness Week

National Grief Awareness Week was first observed in 2014 by the Good Grief Trust charity in the UK. It seeks to raise awareness of the challenges faced by those grieving and to educate people on the profound impact grief can have on mental health.

‘Shine a Light’ is this year’s theme for National Grief Awareness Week 2024, with the objective to shine a light on people, places and projects in the UK.

Why Supporting Grieving Employees Matters

Grief is a universal emotion that touches all of us, triggered by various life events such as the loss of a loved one, a job, or a significant life change. It manifests in various emotional states, from sadness and isolation to anger and guilt.

Physical symptoms like fatigue and appetite loss are also common. For employers, understanding and acknowledging the impact of grief is crucial not only for the individual’s healing but also for maintaining a supportive work culture.

Supporting employees through their grief can lead to:

Enhanced Employee Wellbeing: Acknowledging an employee’s grief promotes emotional healing and mental health.

Increased Loyalty and Engagement: Employees who feel supported are more likely to stay committed and motivated.

Positive Workplace Culture: Reducing stigma around grief fosters openness and empathy among colleagues.

Ways to Support Grieving Employees:

Create a Safe Space for Expression

Encourage open communication within your team. Regular one-on-one check-ins or group discussions provide employees with opportunities to express their feelings in a safe, non-judgmental setting. Listening with empathy is key to helping them feel understood and supported.

Offer Flexible Working Arrangements

Recognise that grieving employees may need adjustments to their schedules. Allowing time off or flexible hours can help them balance their personal and professional responsibilities. This shows that you prioritise their wellbeing during challenging times.

Provide Access to Mental Health Resources

Grief can heavily impact mental health, making access to resources vital. Employers can offer counseling services or direct employees to external support networks, such as grief support groups or hotlines. These resources can be invaluable in helping employees cope with their emotions.

Be Understanding and Accommodating

Every individual experiences grief differently. It’s important to be adaptable and considerate of each employee’s unique situation. This might mean adjusting workloads or providing additional support. Demonstrating compassion can significantly ease an employee’s grieving process.

Building a Supportive Workplace Culture

National Grief Awareness Week serves as a reminder to integrate empathy and support into our daily interactions, not just during designated awareness weeks. By building a workplace culture where employees feel safe to express vulnerability, businesses can promote mental health and wellbeing.

Employers should use this week as a platform to engage in conversations around grief and to offer tangible support and resources. By doing so, they can help foster trust and openness, paving the way for a more compassionate workplace.

Let’s shine a light on the importance of supporting employees through their grief—creating a more understanding and supportive workplace for everyone.

The ticking timebomb of burnout and ways to help

‘Burnout’ is recognised by the World Health Organization (WHO) as an ‘occupational phenomenon’. While it is not a medical or mental health condition, it has been classified as a syndrome, meaning a collection of symptoms or signs associated with a specific health-related cause. Burnout is a state of physical, mental and emotional exhaustion. It can occur when you experience long-term stress and feel under constant pressure. Burnout is rife and a reason so many employees are taking time off work to manage the issues and left unchecked, sustained and severe stress poses a threat to both our physical and mental health.

With the recent emphasis on mental health and the call to action for employers worldwide, it’s imperative to shift our focus from a reactive, crisis-driven model to one of prevention. Addressing burnout in the workplace not only supports employees in maintaining good mental health but also makes work a better, more fulfilling place for everyone.

The modern ways of life have drastically affected our work-life balance and stressors in life, causing many to experience burnout, with as many as 20% of workers taking time off to deal with its vagaries. That’s a huge percentage of productivity lost to its vices, so what can we do as individuals and employers to help.

Ways to address Burnout

1. Rethink your screen time

Modern life is plagued by digital devices and screens, and it’s not unusual to be staring them in the face throughout the working day and beyond. But it’s crucial to stay on top of your screen usage where you can, and be mindful of the pressures of the always-on digital life.

Try checking emails between 9 a.m. and 6 p.m. or setting limits on your social media apps so you can’t access them after 8 p.m. That way time spent scrolling doesn’t impact your sleep.

2. Focus on self-care

Self-care is a crucial practice, not just for addressing burnout but preventing it in the first place.

Ensure you disconnect from work during your time off, meaning you fully engage in activities you enjoy, with people you love, and minimize the amount of time you vent your frustrations about work.

3. Take a break

If there’s ever a time to take time off, it’s when burnout hits. Burnout is likely a sign of having too much on your plate. Seeking doctor-approved leave, alongside standard PTO from your employer, can be crucial to give yourself the time and headspace to work through what’s happening.

4. Talk with a mental health professional

If you find yourself having difficulties with burnout, it can be very hard to dig yourself out. It’s worth looking at which talk therapies are available to you, either through NHS services or private therapists and clinics.

5. Be open to change

An openness to change was a recurring theme among the experts we spoke with. It’s difficult to envision a different life, or a different relationship with work, when your energy and motivation is at its lowest ebb.

But while an increase in self-care routines or mindfulness habits can be beneficial, it’s also important to look at bigger structural changes you can make in your life — whether that’s changing your job, reducing your hours, or negotiating a different set of responsibilities with your employer.

If the option is there, you can also look for other opportunities for employment. Working somewhere that constantly makes you feel burnt out may negatively affect your mental health in the long term, and you shouldn’t force yourself to stay if you have the ability to go elsewhere.

Ways managers can help with burnout and workplace anxiety

1. Make emotional proof-reads a habit

Before sending an email, we should be asking, ‘how would I feel if I received this?’

2. Set clear goals and celebrate mini-milestones

Creating goals to improve the company culture can also help teams acknowledge that times are hard but you’re actively working to make the situation better. With something more positive to focus on, the workforce can rekindle their motivation.

3. Acknowledge what people are feeling

The idea that you can openly and honestly share ideas, questions, and concerns without being judged or humiliated—improves workplace performance and productivity.

Even just saying something like, ‘Let me know what I can do to support you,’ can go a long way.

4. Invest in your team and their well-being

During tough financial times, monetary rewards such as raises and bonuses may not be possible. But that doesn’t mean your team’s efforts and hard work should go unrecognized. Managers should invest in their direct reports with tangible benefits, such as professional development, additional paid time off, and flexible work options.

5. Praise your team openly and often

If they’re not getting a financial reward, make sure they’re getting a psychological award, let people know when they’re doing good work. Acknowledge and praise it.

Texas, especially the Dallas-Fort Worth metro area, is now the second-largest financial services hub in the U.S following NYC.
Major financial firms, including Goldman Sachs and JPMorgan Chase, are attracted by lower taxes, affordable housing, and a welcoming business climate.
Finance-related employment has surged across Texas, outpacing growth in traditional financial centres like NYC.

In a dramatic shift that’s redefining the U.S. financial landscape, Texas—particularly the Dallas-Fort Worth area—has rapidly emerged as the second-biggest financial hub in the country.

As more financial firms flock to Texas, Andy Lilliman, our Director of Talent Acquisition, who recruits Senior professionals for Public Accounting and Advisory Firms in Texas commented ‘Whilst NYC remains the undisputed financial capital of the nation, the growth of the Texas financial services sector is undeniable. The state’s central location and major airport also make it an attractive destination for companies looking for a more welcoming and accessible business culture. Texas has won over many executives who have relocated from the East and West coasts, making this a very exciting time for Recruitment.’

From business opportunities to increasingly vibrant cultural offerings, there is a multitude of reasons why so many companies and talented individuals are choosing Dallas, and Texas more broadly. Today, there are 658,600 Texans working in finance compared to New York’s 544,900 workforce. Investment banking and securities employment has skyrocketed 111% in the past two decades. Since the pandemic, that number is 27% trouncing New York’s 16% and 5% respective growth.

Once seen as ‘small’ compared to NYC, the D-FW metro area now hosts some of the country’s largest financial operations, including a $500M Goldman Sachs (GS) tower under construction in downtown Dallas, which will house more than 5K bankers and investors, making it the firm’s second-largest office after NYC.

Dubbed “Y’all Street,” this burgeoning financial centre is attracting major firms drawn by low taxes, affordable housing, and the state’s business-friendly environment.

This boom has helped Dallas shed its old reputation as a financial backwater, as major players like JPMorgan Chase (JPM), Charles Schwab (SCHW), and Deloitte continue to expand their presence.

Simply put, the rise of “Y’all Street” is reshaping the U.S. financial landscape as we know it. As more firms and talent migrate to the state, Texas’ role as a major financial hub is expected to grow, solidifying its place on the national and global stage.

Timing is perfect if you are looking for your next career opportunity or looking to expand your team contact Andy Lilliman, Director of Talent Acquisition at Astute Recruitment on (945) 468-2727 or email [email protected]

We are delighted to be celebrating our fifteenth business anniversary this month.

Astute Recruitment has become the ‘go to’ specialist for all levels of HR, Finance and Back-Office permanent and temporary recruitment for mainly SME businesses across Derbyshire, Nottinghamshire and the East Midlands region. Longstanding recruitment partnerships span the lifetime of the business, and many pre-date that over 20 years, from the founders – Sarah Stevenson and Mary Maguire who set the business up after redundancy in 2009.

The company’s ambition has been unmistakable from the beginning and have been recognised for its achievements and received many awards. This year has seen further team expansion, the successful launch of a HR Division, and a new website – cemented Astute as the leading specialist recruiter locally.

Andy Lilliman has also recently re-joined the team as Director of Talent Acquisition – CPA Audit, Tax & Advisory for the US Market and is developing our Public Accounting offering in Dallas, Texas.

We have recently secured a magical 270th 5 star google review, complimenting our 100% 5 star google reviews, and we cannot find another recruitment business with this record.
Astute has also recently been retained as one of Three Best Rated website’s Three Best Rated recruitment firms in Derby and the only one to be a specialist!

Sarah said, “It’s amazing to think that with just a couple of laptops and our redundancy money, we are now one of the leading accountancy and finance recruitment businesses across the East Midlands. It’s all down to our brilliant team and I know I speak for Mary when I say I’m really proud of what we have achieved together.”

Team Astute celebrating 15 years!!

Building on the strong foundations of Astute in the UK, the business has branched out into the US specifically serving the Public Accounting & Financial Advisory market.

Based out of Dallas 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 Texas, and often with offices nationwide.

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

Why cultural alignment should be HR’s priority in 2024

Imagine the best job you’ve ever had. What did you love about it? What was it that energised you? Was it the kind of work you did? Did you connect with your colleagues and form long-lasting friendships?

Enjoyable work certainly depends on how well we are compensated – but the thing that makes us stay above all else? Culture.

Culture as a measure of organisational success has grown over the last few years. Job hunters increasingly seek employers that care about their personal and professional growth.

The ecosystem you create for your team – your values, goals, attitudes and behaviours – are becoming the things that make or break your organisation.

It was management consultant and author Peter Drucker who first introduced the idea that culture eats strategy for breakfast. He wasn’t dismissive of having a clear plan in place, rather he insisted that the secret to true success is a happy and engaged workforce to execute it.

Cultural Alignment

The pandemic expedited organisational change. HR directors have supported and equipped people to lead this shift towards creating great places to work. But these same managers and leaders are fatigued and under pressure, and the scope of their roles has changed, too.

They must influence all facets of organisational culture, cater to the diverse needs of multi-generational teams, ensure DEI is more than just lip service, and implement hybrid working.

Any strategic business objective, be it to reach new clients and markets, or to hire for a specialist project, requires your culture, purpose, values, and goals to be fully aligned with your people.

Cultural alignment is a phenomenon that is usually only spoken about or taken into consideration when two cultures are about to collide, usually in the context of a merger or acquisition.

And even then, it’s usually an afterthought, with hurried plans to get the brand name sorted amid redundancies and new hires, whereby leadership seeks to reconnect its value and employee propositions.

But cultural alignment is something you cannot do without. It is the principle that employees can define and deliver the company culture instinctively and ideally, buy into it.

A report from Gartner in 2018 found that when everyone is aligned, there is a 9% improvement in revenue goals, and a 22% increase in employee performance.

That sense of belonging and community matters enormously at work, even more so when we collaborate remotely and virtually.

Culture is the lifeblood that feeds all aspects of the business. You could think of it as the brain of the organisation, nourishing every team, every individual, and your external clients, too.

Learning from experiences and mistakes to be better. Far from being an add-on to your strategy, it actively informs it. It is deliberate and should be celebrated.

The fact is – many companies do reasonably well without cultural alignment. But at what cost?

It’s a little bit like running the Grand National without a horse. You’ll come out of it, you’ll survive, but what are the chances you’ll want to do it again? And bring others with you?

If your people are not aligned with the company vision, you will be burdened with high turnover, absenteeism, demotivated and unproductive employees, and bullying.

Your staff will be burnt out and unable to see the wood for the trees, never mind understanding their ‘why’ for showing up every day.

Culture in unpredictable environments

If the last three years have taught us nothing else, it is that we can’t do what we have always done. What got us here will not help us to get to our future.

HR directors will know this better than anyone; their stock has risen exponentially as leaders look to them to ‘solve’ company culture.

Unpredictable environments mean that strategies naturally have to flex and change, marketing budgets get cut, headcounts have to decrease.

Your culture must be more aligned now than ever. Your employees must be able to envisage a sign of land, a reason to keep going through the hard times.

How to culturally align your organisation

To be culturally aligned, you need the right people doing the right thing at the right time – and this is reconnecting value and employee propositions, but with intent and purpose.

Be realistic about what your goals are and how you want to achieve them.

Research your culture and strategic alignment, and measure to discover where you are strong and where you need to focus.

Be intentional about what your priorities need to be and then relentlessly focus with a solid change growth strategy, measure it regularly to track and adjust.

Make sure you are clear about what your values are and what they’re not! Make sure that you hire people who embody these values and beliefs so that they can be authentic allies for your business. Shout about your values so you can attract the best team, as well as what your purpose is, and who you are serving.

Keep measuring your culture. Feed and nurture it. Be flexible and adapt and listen actively to what your team tells you, and invest in good training and management.

Source HR Magazine

We all had a great time last week at our Easter Social event at Nicco Restaurant on Pride Park!

It was an incredible turn out and great chance to catch up with our friends from local businesses.

The food and drink were excellent and the fantastic service and relaxed social setting made for a wonderful evening.

This was our second social event at Nicco and it was once again the perfect setting! Thank you to Niccos, our wonderful team at Astute and of course all of our fantastic guests! 👏

Below are some photos taken at our event. We are already looking forward to the next one!

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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.