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How To Create A Development Plan For Your Career

Feeling stuck in your professional life? Take a look at our guide to learn how to create a development plan for your career.

 

 

What is a Career Development Plan? 

 

Put simply, a career development plan is a document that lays out a roadmap for your career. It identifies short-term and long-term goals that will empower you to manage and advance your career. It allows you to create a personal action plan in which you outline the steps required to achieve these goals. To get started, why not download our Career Development Plan Workbook today?

 

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Why Is It Important To Create A Career Development Plan? 

 

“A goal without a plan is just a wish.” ~ Antoine de Saint-Exupéry 

 

If you want to take control of your career, then a career development plan is a must. Sitting down to write out a plan gives you the opportunity to reflect deeply on your goals and aspirations. Having clearly-defined goals will let you focus better so you can take active steps towards building the future you want for yourself. Always having one eye on the prize will help you to stay motivated in your everyday work life. 

 

When Should You Create a Career Development Plan? 

 

“Setting goals is the first step in turning the invisible into the visible.” ~ Tony Robbins

 

Career planning is always a good idea – no matter what point you are at in your professional life. 

 

That being said, it is a particularly beneficial exercise for those who have stalled in their careers. For this group, career planning can help you to pull your head out of the day-to-day and get a glimpse of a future you can work towards.  

What Does A Career Development Plan Typically Include? 

 

  1. A starting point i.e. where you are now in your career
  2. An end goal i.e. where you want to go in your career
  3. A list of the barriers you must overcome to achieve your end goal
  4. A realistic plan of how you will overcome these obstacles 

 

How to Create a Career Development Plan

How To Create a Career Development Plan: A Step-By-Step Guide 

 

1. Starting Point 

In this step, you will conduct an assessment of your current career situation. This involves a serious amount of self-examination during which you will need to reflect on the following: 

 

  • What do you like about your current job and previous roles?
  • What do you dislike about your current job and previous roles?
  • What kind of work environment do you thrive in? 
  • How do you feel about your current level of income? 
  • What motivates you in your career?
  • How your current and previous roles do/don’t align with your values?

 

It can be tricky to come up with these answers on the spot, so you may want to consider keeping a work journal for a week so you can track your experiences and identify patterns. Alternatively, you could chat with a friend/mentor or book a session with a career coach to gain professional insight. 

 

Free Download: Career Development Plan Workbook

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2. End Point 

When it comes to forming a career plan, the easiest way to go about it is to work backwards from your end goal. Ask yourself what your dream job is – don’t be afraid to set aside your inhibitions and think big. If you’re still not sure about your dream job, then think about career goals in shorter increments (e.g. where do you want to be in two or five years). 

3. Gap Analysis

A Gap Analysis is a helpful activity that allows you to identify the difference between where you currently are in your career and where you would like to be. A gap can refer to missing experience, qualifications, competencies, knowledge or skills. Performing a gap analysis lets you identify the actions you will need to take in order to overcome the barriers that are preventing you from meeting your goals. 

 

To learn more about the obstacles in your professional life, try the following activities: 

 

  • Search on LinkedIn for people who have your dream job and peruse their profiles to learn more about their career journey. 
  • Look up job descriptions for your dream job and note down any frequently mentioned requirements e.g. skills, qualifications, experience etc.  
  • You could also seek advice from a seasoned Recruitment Consultant who specialises in your field of work. 

 

4. Create a Roadmap

The next step is to figure out how you will overcome these barriers. In order to do this, you will need to research workarounds and set SMART Objectives. A SMART objective is one that is Specific, Measurable, Achievable, Realistic (or relevant) and Time-bound.

 

Example of A SMART Objective

 

Long-term: “In five years time, I want to gain a new role as a Team Lead with an innovative start-up company.”

Medium-term: “In order to gain the requisite knowledge and skills to work in a management position, I will complete a professional diploma in management and leadership over the next two years.”

Short-Term: “In order to build my interpersonal skills, I will endevour to take on at least two additional projects in my current role over the coming year.”

 

Examples of Career Development Plans

 

Example 1: Des

Des is a recent BIS graduate and has just secured a role as a Business Analyst (BA) with a global FinTech company. As an ambitious young professional, he wants to make a plan that will help him to climb the corporate ladder.

 

Des has set a long-term career goal of becoming a Project Manager as this will allow him to earn more money and work on a wider variety of projects. However, in order to become a Project Manager he will need to gain more experience and get the relevant certification. 

 

He hopes to build experience and knowledge by continuing to work in his current role for a further two years. During this time, he will try to gain exposure to different working methodologies such as Waterfall and Agile. After that, he will start applying for Senior Business Analyst roles either internally or with another company. Once he has secured a position that offers sufficient growth opportunities, he will start studying for a PRINCE2 certificate. With this certification, he can then start applying for Project Management Roles. 

 

He wants to be flexible in his approach, so he has set a secondary goal of researching relevant career paths in the areas of banking and finance that will allow hin to leverage his FinTech experience.

 

Example 2: Alice

 

Alice works as a QC Lab Analyst with a multinational pharmaceutical company. Having reflected on her professional experiences so far, Alice has realised that she quite enjoys the social aspect of the job. As such, she has set a goal of landing a role in Management. 

 

In order to do this, she will need to gain more hands-on testing experience as well as experience within projects and managing projects. By doing this, she will both improve her technical knowledge and develop soft skills in leadership, time management, attention to detail, and working under pressure. 

 

To address her knowledge gaps, Alice will put herself forward for any upskilling opportunities offered by her current employer. Once she has gained at least two years of laboratory experience, Alice will start applying for Team Lead/Supervisor positions. After a few years, she will eventually be able to start applying for Lab Manager roles. 

 

Considering that it is still quite early on in her career, Alice has decided to keep an open mind. To that end, she will also be looking to continuously upskill her qualifications by taking on additional courses related to the pharmaceutical and biopharmaceutical sector – these can be both distance-learning or fully online e.g. Sligo IT. 

 

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So, You’ve Made Your Plan. Now What? 

 

Having dedicated the time to making a comprehensive development plan for your career, you now need to ensure that you follow through. Set a date in the future on which you will revisit the plan and reflect on your performance. Keep revisiting your career plan and note down your progress. 

 

Remember, nothing in life is certain so don’t be too rigid in your plan. Be flexible, open-minded and cut yourself some slack. However, if you are consistently not meeting your goals then it may be time to reassess. Consider breaking down your goals into smaller baby steps that are easier to achieve. As the saying goes, if the plan doesn’t work, change the plan, not the goal. 

 

Another way to stay on track is to create an “Accountabili-Buddy” system. Create a small group of people with similar goals and meet up regularly to discuss how you are getting on. Some people find that being accountable to others helps them to stay on track. 

 

Once you have decided on your master plan, it’s time to start thinking about your next step. For more strategies and advice on this, read our dedicated guide “How to Plan Your Next Career Move“.

Download Our Interactive Career Planning Workbook

 

If you want to start planning your career but don’t know where to start, we recommend downloading our free interactive workbook. Our workbook will take you through all the stages of career planning including self-assessment, gap analysis and goal setting.

 

 

The Future of Work is Flexible

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Read our guide to learn more about the central role flexible working options will play in the Future of Work.

 

 

What Does “Workplace Flexibility” Mean? 

 

The term “Workplace Flexibility” refers to a formal or discretionary agreement between employees and employers concerning when, where and how employees can work. This approach aims to give employees greater control over their work schedules and environment. 

 

Young woman working from home in her living room

 

Types of Flexibility

 

Location Flexibility 

Schedule Flexibility 

 

Flexibility Stigma

 

Flexibility Stigma describes the “discrimination and negative perception towards workers who work flexibly, and [consequent] negative career outcomes” (Source: The Irish Times). Historically, stigma was a major contributing factor to the low uptake of flexible working. A 2019 survey found that one in three flexible working requests were turned down by employers. Memory.AI writes that flexible working was perceived as “a privilege bestowed on lazy people who don’t want to come into the office.” 

 

What’s more, studies have revealed that Flexibility Stigma is highly gendered and fosters structural sexism in the workplace. One academic study from 2018 found that “men are more likely to say they experienced negative outcomes due to co-workers working flexibly, while again mothers are more likely to say they experienced negative career consequences due to their own flexible working.” While flexible working models were introduced with the intention of levelling the professional playing field, flexibility stigma had the opposite effect. A 2016 report by the UK’s Equality and Human Rights Commission found that 20% of mothers had experienced negative comments about flexible working, and 11% felt forced to leave their job. 

 

“Telecommuting, one of many forms of work-life flexibility, should no longer be viewed as a nice-to-have, optional perk mostly used by working moms. These common stereotypes don’t match reality—allowing employees to work remotely is a core business strategy today… We need to de-parent, de-gender, and de-age the perception of the flexible worker.”

~ Cali Williams Yost, CEO and Founder of Flex+Strategy Group and Work+Life Fit

 

How Covid-19 Broke The Flexibility Stigma

 

In March 2020, workplaces around the world closed their doors in compliance with government-mandated social distancing restrictions. During this time, non-essential workers worked remotely from home. With telecommuting, employees had greater control over when, where and how they worked.  For the majority of workers, this paradigm shift offered their first taste of flexibility. And for most, there was no going back….  

 

The mass shift towards flexible working models during the pandemic was key in breaking the flexibility stigma. The “bums on seat” mentality (i.e. the belief that workers need to be seen to be working in order to be productive) was proven to be false as many companies saw a rise in productivity upon introducing flexible models.

 

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Key Stats About Flexible Working In 2021 

 

  • 58% of leaders are optimistic that flexibility will be good for both people and business. (Source: LinkedIn)

 

  • 71% of leaders have felt under pressure to change working models and adapt workplace policies to allow for greater flexibility. (Source: LinkedIn)

 

  • Given the choice, 54% of employee respondents would choose flexibility in when they work. By comparison, 40% want flexibility in where they work. (Source: EY)

 

Benefits of Flexible Working for Employees

 

Improved Work-Life Balance

Employees who are satisfied with the level of flexibility offered by their employer are 3.4 times more likely to successfully balance work and personal obligations (Source: LinkedIn). Location flexibility allows employees to avoid time-consuming commutes, whereas schedule flexibility enables employees to shape their working hours around their lives. Workers can reinvest their time savings into things that are important to them e.g. caregiving duties, exercise, hobbies, volunteering, further education etc. 

 

Enhanced Well-Being 

 

“According to a survey from Mental Health America, 77% of respondents said that flexible work options would help them be healthier.”

 

Numerous studies have shown how workplace flexibility can enhance employee health and wellbeing. Research has linked greater flexibility with improved mental health, decreases in psychological distress, and reduced levels of burnout. This, in turn, leads to higher job satisfaction, improved productivity, fewer sick days and greater employee engagement. 

 

 

Benefits of Flexible Working for Employers

 

Higher Staff Retention Rates 

 

“81% of employees would be more loyal to their employers if they had flexible work options.” (Source: FlexJobs)

 

The provision of flexible working options has been linked with improvements in employee satisfaction, morale and engagement. These are all important factors that contribute to high levels of staff loyalty and retention. According to data from the Society for Human Resource Management (SHRM), 91% of HR professionals agree that flexible work arrangements positively influence employee engagement, job satisfaction and retention.  

 

Attract Top Talent 

Nearly 40% of job candidates worldwide say that schedule flexibility is one of their top three factors in career decisions (Source: ManpowerGroup Solutions). In fact, 76% of millennial employees said they would even be willing to take a pay cut for flexible working hours (Source: Qualtrics and Accel Partners). Post-pandemic, it is likely that there will be a flood of top-quality candidates entering the jobs market as they seek out roles that offer greater flexibility. A study from Mercer/AECOM backs this up and reveals that 56% of employees would consider switching employers if increased flexibility was not offered post-pandemic. 

 

Boost Productivity 

 

“The whole topic [workplace flexibility] has a lot to do with productivity. The more flexible we make the work environment, the more we can provide workers with what they need to manage their lives and their jobs. We end up with higher productivity. It is great for the economy and the companies.” – Brenda Barnes, CEO, Sara Lee Corporation

 

In a recent survey from Gartner, 43% of digital workers said that flexibility in working hours helped them achieve greater productivity. Giving employees more freedom over when, where and how they work allows them to work in the ways that are most productive for them. What’s more, research has shown that the improvements in employee wellbeing brought about by flexible working can be linked to higher levels of morale and motivation. One study found that happiness made people roughly 12% more productive.  

 

Promotes Greater Diversity & Inclusivity 

Flexible working models allow for greater diversity and inclusion in the workplace. The ability to work flexibly is critical for many groups of people, including working parents, single parents, and people with physical disabilities or mental health issues (just to name a few). There are many advantages associated with this. For example, the introduction of such policies widens the talent pool to a whole raft of talented people who want to work. What’s more, it has been shown that companies with a diverse workforce tend to enjoy greater levels of creativity and innovation through the inclusion of more perspectives. 

 

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Key Challenges 

 

Implementation

The introduction of flexible work arrangements will likely involve a major paradigm shift for organisations. There is a lot to consider when formalising flexible working models.  SMEs may find the transition particularly challenging in terms of technology, budget, management and competitive flexibility. 

 

Culture

Another key challenge is figuring out how to introduce flexible policies while maintaining a positive and inclusive workplace culture. Organisations need to tread carefully in order to prevent creating a second class of flexible workers who receive different treatment from their on-site peers. 

 

Security

Flexible working also comes with IT challenges. With more employees working outside of the office, your IT team will need to adapt security practices in order to maintain the safety and security of personnel and data.

 

 

Flexible Working & The Future of Work

 

Professionals today are showing a clear preference for employers that place their employees’ needs front and centre in all that they do. Flexible working is a great example of how organisations can put human-centric values into action. As we move towards the Future of Work, it is becoming clear that the companies that will succeed are those who put people at the very heart of their organisation.

Anywhere Operations, Mobile Employees & The Future of Work

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Read our latest report to discover more about the links between anywhere operations, mobile employees, and the Future of Work. 

 

 

What is the Work Anywhere Model? 

 

The “Work Anywhere” or “Anywhere Operations” model has been described by Gartner as “an IT-based organizational model that supports customer service, worker motivation, and deployment of products/services from anywhere, regardless of physical location”. Put simply, the “work anywhere” model empowers employees to perform their job from in any location with an internet connection. 

 

 

Key Statistics 

 

  • 40% of businesses will have implemented anywhere operations to provide optimized and unified virtual and physical consumer and worker experiences by the end of 2023. (Source: Gartner)

 

  • 63% of high-growth companies have already adopted a “productivity anywhere” workforce model. (Source: Accenture) 

 

  • 85% of people who feel they can be productive everywhere say that they plan to stay with their company for a long time. (Source: Accenture) 

 

The Rise of Anywhere Operations 

 

In 2020, workspaces across Ireland shut their doors in compliance with social distancing rules and employees were encouraged to work from home. During this time, some workers took advantage of the introduction of remote work policies and travelled back to their home countries. For this group, “anywhere operations” allowed them to enjoy a lower cost of living abroad while still enjoying the comparatively high salaries that Ireland offers. Once global travel restrictions further ease up, it is likely that more employees will follow suit and swap their home offices for sunnier, cheaper destinations abroad. 

 

In fact, many holiday websites are responding to demand by promoting accommodation with dedicated workspaces. What’s more, a number of governments are currently revising their visa requirements to attract travelling professionals and remote workers. These include:

 

 

Digital Nomadism vs. Anywhere Operations

 

“A digital nomad is someone who desires the freedom to live and work around the world and uses technology to make this desire a reality.” ~ Nomad Flag

 

In recent years, the Digital Nomad lifestyle received much attention in the press for highlighting how technological innovations have decoupled work and location. However, up until recently Digital Nomadism only seemed to be a feasible option for freelancers working in a narrow range of fields (e.g. development, marketing, graphic design etc.) 

 

However, the pandemic offered many permanent employees their first taste of location independence and they liked it. The pandemic-induced work-from-home explosion showed that the digital nomad life is in fact very doable for more types of workers. Once the pandemic subsides and global travel restrictions ease up, it is likely that digital nomadism in the form of “work anywhere” models will go mainstream as many previously housebound professionals will grab their laptops and see the world. 

 

 

Top Benefits of Anywhere Operations

 

For Employees

The “Work from Anywhere” model empowers employees by allowing them to choose the working environment that is best suited to them. This gives employees greater freedom, flexibility and control over their working lives. As such, they are more likely to enjoy higher job satisfaction and a better quality of life. 

 

For Employers 

Happy employees make for happy employers. Numerous studies have shown that improved job satisfaction and engagement among employees is linked to higher productivity and reduced attrition. 

 

Another major benefit of the “Anywhere Operations” model is that it significantly expands the available talent pool for organisations. No longer confined by geographical considerations, organisations can now look beyond their direct locality when sourcing top talent. This is a particularly pertinent point for companies contending with skills shortages in their sector.  

 

For Society 

Organisations that implement “Anywhere Operations” can have a positive impact on communities around the world. The freedom to work anywhere has allowed many professionals to move back to their hometowns. Not only does this mean greater contributions to the local economy, but it also presents an opportunity to undo the brain drain that can be so prevalent in emerging markets, small towns, and rural locations.

 

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Top Challenges of Anywhere Operations 

 

1. Legal Complexities

 

PwC captures the legal complexity at the heart of anywhere operations, “With 195 countries worldwide and a workforce that can work anywhere, how can you ensure compliance with all the local regulations?” While opening up hiring to other countries has its benefits, it also comes with a fair share of legal challenges to navigate. Employers will need to ensure compliance with the tax, immigration, employment and legal requirements where each employee is based. 

 

2. Calculating Salary Differentials

 

The average annual salary for a full-time employee in Ireland is €49,290 versus just €15,270 in Slovakia. (Source: Statista)

 

Organisations typically work out salaries based on two key factors – the local cost of living and the cost of labour. As a result, employee salaries vary significantly across cities, regions, countries and continents. With “anywhere operations”, it is the employees, rather than employers, who choose where to work. In the post-pandemic working world, employers will need to devise cohesive, consistent, and fair geographic pay policies across multiple locations. 

 

3. Added Security Vulnerabilities 

 

Remote working comes with a whole range of cybersecurity challenges. The complexity of these challenges become amplified when an employee moves abroad. As MarketScreener writes: “Many employees who are working remotely for the first time do not know the same best practices experienced remote workers know well, such as using a VPN on public networks, or not saving confidential information on their personal devices. Negligent workers are the most common reasons for cybersecurity breaches and the risk increases exponentially when working from anywhere.”

 

Mother holding a baby while working remotely

Key Takeaways: Anywhere Operations & The Future of Work

 

“Asking where people should work in the future might be the wrong question. A better question is: What unleashes a person’s potential, enabling them to be healthy and productive, regardless of where they work?” (Source: Accenture) 

 

During the Covid-19 pandemic, organisations across the world experienced a “digital technology-enabled disconnection between work and location, and between work and time” (Source: ComputerWorld). This marked a major disruption to traditional working models and showed, once and for all, that there is a huge benefit in giving employees the freedom and the trust to work in the environment of their own choosing. As the world emerges from the pandemic, all eyes will be on organisations to see how they will respond to employee demands for greater flexibility in the long run. The uptake of “Anywhere Operations” represents just one part of the puzzle that is the Future of Work.  

Why Is My CV Not Getting Any Interviews?

One question we frequently receive from job-seekers is, “why is my CV not getting any interviews?” Our consultants sift through countless CVs every day and have identified the ten most common mistakes that are preventing candidates from progressing to the job interview stage. 

 

 

Your CV Is Poorly-Written 

 

According to Undercover Recruiter, 59% of recruiters reject a CV because of poor spelling and grammar. Yet, one study from Grammarly found that a typical CV has an average of five potential errors. From a recruiter’s point of view, a badly written CV immediately discredits the candidate as it indicates sloppiness and inattention to detail. To avoid this, you just need to take the time to proof your CV thoroughly. 

 

How to Proof Your CV 

  1. When composing your CV, install a spellchecker such as Grammarly to catch any obvious errors. 
  2. Once you have completed your first draft, print it out and read it three times. 
  3. Make the necessary corrections and print the document out again.
  4. Wait a day and then read the document starting from the end and working backwards.  
  5. Ask a trusted friend or your recruitment consultant to review the document. 

 

via GIPHY

 

Your CV Isn’t Tailored To The Role 

 

“A job spec is the ‘wish list’ for a hiring manager. If you have specific experience that matches a job spec, ensure you’re adding that detail so it jumps out to someone reading your CV – spending that extra five minutes including relevant experience will help you to secure that first-round interview.”  

 

Another reason why your CV isn’t getting any interviews may be that you are not customising it for every application. Many job-seekers make the mistake of sending a generic CV to multiple organisations. Yet, research tells us that 63% of recruiters want to receive CVs that have been tailored to the position. Evidence reveals that to give yourself the best chance of landing a job interview, you should aim to write a customised CV that “connects the dots” between your qualifications and the requirements of the role. 

 

Your CV should clearly communicate the reasons why you would be the best fit for the job. You can do this by highlighting how your skills and experience could add value to the role and the organisation. This greatly cuts down work for the hiring manager and will distinguish you from the other candidates. 

 

If you are working with a recruiter in your job search, we advise asking them for advice on how to tailor your CV to each role you apply for. Given their relationship with the client, they are in a good position to advise you on what to include to make your CV more attractive to prospective employers.

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Your CV Isn’t the Right Length 

 

When a recruiter or hiring manager is flooded with applications, they can only afford to give each CV so much attention. As such, getting the length right is key. For candidates, this means communicating key points of information in a clear and efficient manner so the reader can quickly and easily pick out the most relevant information. 

 

How Long Should My CV Be? 

Candidates with <1 year experience 1 page
Candidates with 1-7 years experience 2 pages
Director-level candidates with 7+ years experience 3 pages
Experienced freelancers & contractors 3 pages

 

How to Shorten A CV

 

  • Only provide relevant information. 
  • Never use two words where one will do.
  • Omit personal pronouns. 
  • Cut out any superfluous or repeated points. 
  • Expand on the three most recent/relevant roles and then just list the rest.
  • Use your cover letter to convey any information you couldn’t fit into your CV. 
  • Use your cover letter to contextualise your accomplishments. 

 

via GIPHY

 

Your CV is Full of Fibs 

 

In a 2014 study of 1,000 Irish workers, four-fifths of respondents admitted to lying on their CV. Some of the most common falsehoods include: 

 

  • Exaggerating education and qualifications
  • Stretching the length of time spent in a job 
  • Exaggerating level of expertise or experience
  • Adding personal interests 
  • Changing a job title to sound more impressive
  • Fake references 

 

Lying on your CV can have serious consequences if you are caught. For one, it will completely rule out your chances of getting the job. What’s more, your professional reputation will be damaged. In very serious cases, it may even result in legal action for committing fraud. 

 

These days, job-seekers who lie on their CV are very likely to be caught out. Years of experience and training means that seasoned recruiters and hiring managers can easily spot a lie. What’s more, many organisations have implemented rigorous screening processes that are very effective at identifying false information.  

 

 

Your CV is Formatted Poorly 

 

When it comes to CV, how you present the information is just as important as what you say. Remember that the person reading your CV will likely be reviewing many similar documents, so acing your formatting will not only make their job easier but it will also help you to stand out from the crowd. A good recruiter will advise you on how to format your CV in an appealing manner. 

CV Formatting Do’s CV Formatting Don’ts
Include an attractive header with your name and contact details Use a font size of less than 12
Use headings above each section Use a hard-to-read font
Use bullet points Be afraid of negative space
Use reverse-chronological order Use a margin of less than 1 inch

 

Your CV Relies Heavily on Clichés, Jargon & Buzzwords

 

A Cliché is a word or phrase that is “overused and betrays a lack of original thought”.

A Buzzword is “a word or phrase, often an item of jargon, that is fashionable at a particular time or in a particular context.”

Jargon describes “special words or expressions used by a profession or group that are difficult for others to understand.”

(Source: Oxford Languages)

 

When writing your CV, you need to remember that the end-reader will likely read many other CVs in addition to your own. As such, it’s worth investing your time and effort into crafting an original application that will stand out from the competition. One way you can do this is by avoiding clichés, jargon and buzzwords. The overuse of these phrases will undermine your application by revealing a lack of imagination and laziness. 

In a 2018 study of over 1.1 million CVs from the UK, Adzuna identified the top ten most overused terms: 

 

1. Motivated6. Leader
2. Initiative7. Experienced
3. Social 8. Hardworking
4. Organised 9. Outgoing
5. Friendly 10. Driven

 

To write a stand-out CV that is wholly unique, put effort into finding creative and persuasive ways to communicate why you are a good fit for the role. Mirror the language used in the original job description. Instead of saying you have certain skills and qualities, outline times when you successfully applied these in previous roles and support your claims with data. 

 

You’re Underselling Yourself

 

One of the top reasons why your CV might not be getting any interviews is because you’re underselling yourself. Your CV is essentially a sales pitch that you give to a potential employer. Yet, many applicants fail to effectively sell themselves on paper. In addition to outlining your professional experience and qualifications for the role, your CV must also persuade the hiring manager why these qualities make you an ideal fit for the job. While many people find the task of advertising themselves to be distasteful, it is a must if you want to succeed in today’s job market.

 

So what tricks can you use in your CV to sell yourself to an employer: 

 

  • Use powerful, persuasive action verbs e.g. spearheaded, exceeded, delivered, advocated, initiated. See here for a more comprehensive list. 
  • Rather than simply listing your responsibilities at a job, give examples of how you added value through your work. 
  • Remove any vague language and replace it with precise data or additional context. For example, you could switch out “Increased annual sales performance” with “Increased year-on-year sales performance by 25%.”
  • Use a “before/after” framework is to tell a story about your achievements. For example, “The dated CRM system was failing to meet the needs of the sales representatives. I spearheaded the implementation of a major systems upgrade that resulted in increased efficiency and improved reporting. ”

 

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You Don’t Understand Local Norms

 

If you are applying for a job abroad, you should research the different cultural expectations when it comes to CVs. There are some things that you will always need to include in your CV no matter where you are applying. These include your name and contact details, your qualifications and skills and your work history. However, there are a number of CV elements that vary from country to country. These include: 

 

  • Whether the document is referred to as a CV or a resumé 
  • The length of the document 
  • Whether or not you need to include a photograph
  • Whether you are expected to provide personal information, such as your gender, your date of birth, your marital status and number of children

 

You can learn more about CV norms and expectations in your chosen country by visiting online forums, tapping into your professional network, or by reaching out to a local recruitment consultant. 

 

Common CV Mistakes to Avoid Berkley Recruitment Infographic (1)

Top CV Tips from Berkley’s Recruitment Consultants

 

“The key to a good CV is keeping it clear. If you have a very busy CV, scale it back. Include the relevant detail, and reduce the content that’s very dated. Hiring managers will scan for the skills and experience they specifically need, so ensure you tailor your CV for each application to ensure you’re hitting all the key points in your CV.”

I would say the most common downfall is that candidates are not confident enough when attempting to relay their achievements and competencies. It’s not a bad thing to big yourself up on your CV… if you are capable and have the talent, do not be afraid to show it. Confidence, both on and off paper, is key. Own it.

Use bullet points under your responsibilities to make your CV easier on the reader’s eye.

 

Need More CV Help?

 

We’ve got you covered with our interview-winning CV templates! Compiled by Berkley’s in-house recruitment experts, these top-quality templates are an ideal place to source inspiration for your next CV. To get started, simply click to download a Word Document file and customise it with your own edits.

 

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How to Answer Exit Interview Questions

Leaving your old job for pastures new? Read our guide for advice on how to answer common exit interview questions.

 

2021 is seeing an unprecedented number of employees quitting or preparing to quit their jobs. Dubbed “The Great Resignation”, this global phenomenon has highlighted a widespread dissatisfaction amongst workers following on from the pandemic. A recent survey of 1,000 Irish employees from the Kemmy Business School WorkFutures Lab has shown that Ireland is no exception to this phenomenon, with 40% of respondents agreeing with the statement “my future career lies outside of this organisation”. 

 

great resignation linkedin poll results

 

If you are planning on joining “The Great Resignation”, then chances are that you will need to complete an Exit Interview with your old employer. Take a look at our guide below to find out more about how to get the most out of your exit interview.

 

What is An Exit Interview? 

 

When an employee hands in their notice of resignation, their employer may ask them to attend an exit interview on their final day of work. An exit interview is a meeting between organisation representatives (e.g. an HR representative, a manager or a third-party HR service provider) and the departing employee to ascertain the reasons why the employee has decided to leave and to gather feedback on the time they spent with the company. Exit interviews may take the form of a face-to-face meeting or a form.  

 

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Why Are Exit Interviews Important?

 

Why Exit Interviews Are Important for Employers 

There are several reasons why employers should treat exit interviews as more than a mere box-ticking exercise. Firstly, making a genuine effort to understand why an employee has chosen to leave helps to promote goodwill and ensure that the relationship ends on a positive note. What’s more, the feedback gathered from this interview is highly valuable because it allows your organisation to get another perspective on the workplace culture, daily processes, management solutions, and staff morale. These insights can then be used to guide ongoing improvements to recruitment and retention activities. On a more practical note, exit interviews provide an opportunity to tie up administrative loose ends.  

 

Why Exit Interviews Are Important for Employees  

Attending an exit interview van help ensure that you leave your employer on good terms. What’s more, it gives you a chance to reflect on your experiences and provide honest and constructive feedback to your former employer. If your employer chooses to act on this feedback, then it may help improve the working life of your colleagues as well as future employees. 

 

Statistics About Exit Interviews

 

  • 91% of Fortune 500 companies conduct employee exit interviews, and 87% of mid-sized companies do the same. (Source: Burke Incorporated)
  • 60% of HR professionals take action after an exit interview by updating job descriptions, addressing comments about management and reviewing employee salaries. (Source: OfficeTeam)
  • 70.9% of exit interviews are handled by HR departments handle; 19% had the departing employees’ direct supervisors do it; 8.9% delegated the job to the direct supervisor’s manager, and 1% turned to external consultants. (Source: Harvard Business Review)

 

20 Common Exit Interview Questions

 

  1. How was your overall experience working for this company?
  2. Why have you decided to leave your position?
  3. What ultimately led you to accept the new position?
  4. Do you have any feedback or suggestions on how management could improve?
  5. Do you think you were provided with sufficient training?
  6. Did you feel equipped to do the job here?
  7. Were you given clear goals and objectives?
  8. Do you feel that your job description changed since you started? If so, how?
  9. Did you feel like a valuable part of the company?
  10. How would you describe the culture here? 
  11. Do you think the company supported your professional development?
  12. Would you recommend this company to others seeking employment?
  13. What could have been done for you to remain employed here?
  14. Did you share your concerns with anyone at the company prior to leaving?
  15. Would you ever think about returning here in the future? If so, what would need to change?
  16. Were you happy with the benefits offered?
  17. Did you feel like your achievements were recognised?
  18. Did you feel like the company supported your career goals?
  19. What skills would you consider necessary for your replacement?
  20. How can we improve our training programs?

 

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How to Answer Exit Interview Questions

If you have been invited to attend an exit interview, we recommend investing some time and effort into proper preparation so you can answer questions in a strategic way. You need to toe the line between providing a relatively truthful account of your experiences while not burning any bridges. This is especially the case if you want to get a glowing recommendation. 

Based on prior experience, consider how the interviewer is likely to respond to feedback. Ask yourself if they are likely to be open-minded and receptive? Or do you think they will react poorly to criticism and potentially become vindictive? Based on this, think carefully about the topics you want to cover and just how “honest” you should be about your experiences.

If you feel that you have a good enough relationship with the company that they are likely to be receptive to some constructive criticism, then it is wise to frame your feedback in a positive way. For example, instead of saying “I was not given anywhere near enough training to perform my job”, you could say “Training is a ‘growth area’ for the company. There were times when I felt that I could’ve been given more opportunities to develop my skills.” 

 

 

What Not To Say In An Exit Interview 

 

Your exit interview is not the place to air grievances. Citing a long list of complaints to the interview will only serve to damage your relationship with the company and will make it hard for you to leave on good terms. If you do have some pieces of “constructive criticism” that you think could genuinely benefit the company then you will need to tread carefully. Couch your critique in positive or neutral language and always back up your claims with concrete or data-based examples. Otherwise, it’s best to hold your tongue until you can let it all out over cocktails with a friend.    

Likewise, your exit interview is not the time to throw people under the bus. This will reflect poorly on you by making you seem petty and disagreeable. However, it could be worth bringing up the behaviour of others if it has breached company rules or has contributed to a poor workplace environment. Again, keep your tone neutral and back up your claims with solid evidence rather than hearsay or gossip. 

10 Common Exit Interview Questions. - Berkley Recruitment Infographic

How to Answer Exit Interview Questions: Key Takeaways

 

An exit interview is a formal HR process that will go on the record, so your guiding principle should be to maintain professionalism. No matter what your experience of the company was, strive to keep the tone, language and of your feedback professional. Staying upbeat and friendly will go a long way to helping you leave your job on good terms. 

 

If you’re starting to plan your next career move, why not book a free consultation with one of Berkley’s expert Recruitment Consultants? They can advise you on the latest industry trends and find roles that are perfectly suited to your skills and interests. Contact us to learn more today!

Understanding Counter-Offers: A Guide for Job Seekers

In today’s job seeker’s market, employers are under pressure to retain high-quality team members. As such, we are seeing more and more employers make counter-offers to employees upon learning of their plans to move on. Read our latest blog for a comprehensive guide on counter-offers and how to respond to them.

 

 

What is a Counter-Offer? 

 

When an employee resigns from their job, their employer may make a counter-offer to induce them to stay. Employers typically make a counter-offer within a week or less of receiving the employee’s notice. Counter-offers can take many forms including one or more of the below:

 

  • Increased salary 
  • Additional company benefits 
  • A promotion
  • A change in role
  • Added responsibilities 
  • Additional job flexibility
  • More involvement in projects that interest you
  • Promises or future considerations

 

Counter-offers are particularly prevalent in candidate-driven markets such as Tech, Supply Chain and Engineering, where skills shortages make it hard to source and recruit new employees.

 

LinkedIn Poll: Have you ever accepted a counter offer?

Statistics About Counter-Offers 

 

  • 50% of candidates that resign will be counter-offered by their current employer. (Source: UK Recruiter)
  • 38% of hiring managers reported not making counter-offers at all. (Source: Recruiter Box)
  • 57% of employees accept counter offers made to them. (Source: Recruiter Box)

 

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The Top Reasons Why Employers Make Counter Offers

 

  • To retain the employee’s valuable knowledge of the company.
  • The employee has a niche skill-set that will be hard to replace. 
  • To save on the costs of hiring and onboarding a replacement.
  • To avoid increasing the workload for the rest of the team.
  • To keep up staff morale and team relationships.
  • They do not have enough time to recruit and onboard a new employee. 
  • They want the employee to complete a time-sensitive project.
  • They want to buy time until they can find a replacement.

 

Man and woman shaking hands

 

Reasons Why You May Accept A Counter-Offer

 

There are some cases when accepting your employer’s counter-offer is the right call.

 

You may wish to stay with your current employer if you are having second thoughts about the new job offer. If it is the case that you still want to change jobs but are having doubts about the recent offer, then your best bet could be to accept the counter-offer and keep job-hunting until you find a role that’s right for you. You may want to consider partnering with a recruiter to ensure that the next offer you receive is the best fit for you. 

 

Candidates who are purely motivated by money may also be more inclined to accept a counter-offer. However, before making a decision, you will need to weigh up whether this short-term monetary gain is more important to you than your long-term career goals. 

 

Reasons Why You May Decline A Counter-Offer

 

“Are counter offers just a last-ditch attempt to show a company really cares? Or are they a panicked reaction to keep staff who they cannot afford to lose? Why wasn’t the employee been rewarded with these increases/improvements before saying they are leaving?

The real question is, will the counter-offer fix the issues that prompted you to leave in the first place?  Chances are it may not! The primary reasons employees resign are lack of career opportunities, over-looked on promotion, salary not being in line with the market, negative work culture etc. 

The majority of people who accept a counter-offer still leave their employer. This goes to show that most counter-offers only fix a financial aspect rather than addressing the bigger picture and these issues tend to come to the forefront again very quickly”.

 

In most cases, it won’t be in your best interest to accept a counter-offer. By the time an employer makes a counter-offer, they know that your loyalty to the company is in question. While accepting a counter-offer may initially meet your short-term needs, ultimately this move could hamper your future career progression within the company. For example, your employer will be far less likely to offer you a promotion as they are aware that you could leave the company as soon as a better job offer comes along. 

 

What’s more, while the prospect of a salary bump seems very attractive, it’s worth acknowledging that money can’t solve everything. Ask yourself if the extra income will make up for the problems that made you want to leave in the first place.  Realistically, these problems will persist even after you accept the counter-offer and you may end up handing in your resignation anyway. 

 

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The Potential Downsides of Accepting a Counter-Offer

 

According to data from Phaidon International, a whopping 80% of candidates who accept a counter-offer from their current employer end up leaving within six months. What’s more, a study from Heidrick & Struggles has revealed that almost 40% of senior executives and HR leaders alike agree that accepting a counteroffer from a current employer will adversely affect one’s career.

 

“Candidates under counter-offer need to consider why they wanted to move on from their role in the first place. If it’s purely money motivated, then speaking to your manager may be the easiest solution. If it’s more than salary, then it’s unlikely that much will change to warrant you staying in your role.

Counter-offers really highlight what someone ‘should have been’ earning before they attempted to make a move. It’s a shame that most need to tell their employer they’re leaving before they get their value in their role.”  

Studies show that most candidates that accept a counter-offer will be active on the market again in six months, so ask yourself, will you really be happy in six months, or will you wish you made the move?”

 

10 Questions to Ask Yourself Before Responding to A Counter-Offer

 

  1. What would be your dream job? 
  2. What do you value in a job (e.g. money, challenge, clear track for career progression, work-life balance, flexibility etc.)? 
  3. Where do you want to be in a few years time?
  4. What are your long-term career goals? 
  5. What does your career need next to bring you closer to meeting your medium-long term goals? 
  6. Is your current boss aware of your career goals and are they supporting your career progression? 
  7. What will change if you accept the counter-offer? 
  8. Does the counter-offer address the reasons you wanted to leave in the first place? 
  9. Would a pay increase provide enough compensation to make you overlook the things that made you want to leave?
  10. What would you gain if you leave?

 

Can’t Decide? Talk it Over With Your Recruiter 

 

One of the benefits of working with a recruitment partner is that you can use them as a sounding board. If you have been given a counter-offer and are unsure how to respond, discuss the pros and cons of both options with your recruiter. They will be able to advise you on the best move for your personal and professional growth. 

 

Professional woman in a wheelchair doing a video call

Counter-Offer Etiquette

 

When it comes to responding to counter-offers, honesty is the best policy. You should never lie about a fictitious job offer to prompt a salary raise from your employer. Conversely, don’t make up a counter-offer when negotiating salary with a potential new employer. Lying could backfire spectacularly and may result in serious reputational damage or worse. If you want to secure a good deal with a new employer, then your best bet is to partner with a seasoned recruitment consultant who can negotiate a deal that will satisfy both parties.

 

Another important point is timing. Coming at the situation in the right order shows proper consideration for all involved parties. In an ideal world, the best time to approach your employer about career moves is before you start applying for other roles. If you have a good relationship with your manager, schedule a one-to-one meeting during which you can discuss your career. This will give you an opportunity to bring up any issues you are facing. It will also give you key insights as to where you stand with the company and whether it is in your best interest to stay there. 

 

Otherwise, the best time to talk to your manager is after you are approached with a job offer from another company but before you have responded to it. If you are interested to hear what your employer comes back with, then having a firm offer in place will give you strong leverage. 

 

Do not wait until after you have accepted the other company’s offer before talking to your manager. Accepting a counter-offer after already accepting the original offer could damage your professional reputation and relationships as it reveals a willingness to burn bridges. 

 

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How to Accept a Counter-Offer 

If you have decided to accept your employer’s counter-offer, then you will need to communicate in a clear and timely manner to both parties. When informing your recruiter and the other organisation of your decision, express thanks for all of the time and effort that went into the recruitment process and state that you have decided not to accept the job. They may follow up with you to learn more about the reasoning behind your decision. 

 

How to Decline a Counter-Offer 

If you have decided to reject a counter-offer, it is important to be tactful so as not to burn any bridges. You want to strike the right balance between being firm and being polite. Start by thanking your employer for the offer and express appreciation for the fact that they wanted to keep you on. Give some indication as to why you have decided to reject the offer, but keep your tone positive. Restate your final day and offer to help with the transition during your notice period. 

 

 

Key Takeaways

 

While receiving a counter-offer from your employer may feel flattering, in most cases, it is ultimately in your best interest to decline the offer as it is likely to hold you back from achieving your long-term career goals. However, whether you decide to accept or decline the offer, it’s important to be tactful and keep the lines of communication open with all parties. If you need help making your decision, discuss your options with your recruitment consultant. 

 

Want to make a career move? Chat to one of our consultants today. 

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Is Relocating For A New Job Worth It?

According to a 2019 study, 62% of workers said they would consider relocating for the right job. In this guide, we ask the question – is relocating for a new job worth it? 

 

 

Questions to Ask the Employer Before Relocating For A New Job

 

Relocating for a new job is a huge life decision, as such you will need to gather as much information as possible in order to make an informed choice. In addition to conducting your own research, you should also ask the interviewer many questions about the location and any potential relocation packages. Some questions you might want to ask could include: 

 

  • Will you provide moving and housing assistance, and in what way?
  • Can you tell me about the local school system? 
  • Are there any good recreation opportunities nearby? 
  • What are the commuting options like in the area? 
  • Is there a big difference in the cost of living? 
  • Does this position offer upward mobility?
  • Where are some good locations to find accommodation? 
  • Would there be good employment prospects here for my spouse/partner? 

 

Man working on laptop while moving house

 

What are the Advantages of Relocating for a New Job? 

 

One of the biggest advantages of relocating for a new job is the chance to immerse yourself in a new community. Those with an adventurous mindset and a desire to travel will enjoy the opportunity to discover a new culture and meet new people. 

 

In many cases, relocating may help to improve your career prospects. You may advance in your new role or, should you decide to make a career move, you may have a greater selection of potential employers nearby. 

 

Another benefit of relocating is that it may offer you an opportunity to improve your living situation. Perhaps the new destination boasts a lower cost of living, perhaps it offers a slower pace of life, or maybe the amenities for young children are better. One piece of feedback we often hear from candidates who opt to relocate is that they can now afford to put down a deposit on a home of their own due to lower rental costs. 

 

“I relocated from Portugal to Cork two years ago. My primary motivation to come to Cork was to work for one of the biggest pharma companies in the world. Cork was the ideal location due to the high number of global pharmaceutical and biopharmaceutical clients.

My experience so far has been extremely positive. I find my Irish colleagues and Cork people to be quite friendly and cooperative. The work conditions are also far better than what one would find in most European countries. The pay and benefits are also far better!

It has been an extremely positive journey so far and I am delighted to have relocated to Cork and Ireland.”

~ Candidate Testimonial

 

7 Questions to Ask Yourself Before Relocating

 

  1. What is the local jobs market like? Will your partner/spouse be able to find work? Will it be possible for you to find another job easily if this one doesn’t work out? 
  2. How does the cost of living compare to where you are currently living?
  3. What recreational activities are available during off-work hours? 
  4. Would it be possible to chat with local residents to learn more about the area?
  5. How will the move affect my family?
  6. Will I be able to cope without easy access to my support network? (i.e friends and family).
  7. Will you be able to maintain the same lifestyle in your new location?

 

Discover what it’s like to live & work in Ireland

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Relocation Packages

 

A “Relocation Package” refers to when a company provides a range of supports to a new employee who needs to relocate in order to take up their new role. A strong relocation package may make it easier for you to decide if it is worth relocating for a new job. The company may choose to deliver the package in the form of a lump sum, a reimbursement, through a third-party relocation service or via direct billing.  Types of support typically included in a relocation package include: 

  • Packing services
  • Quality moving company service with reasonable insurance coverage
  • Assistance selling your home or breaking your lease 
  • At least one paid-for house-hunting trip
  • Temporary housing
  • Transportation to the final destination 

 

How Much Time Should You Be Given for a Job Relocation?

 

Study after study shows that moving home is one of life’s most stressful events. So for your own sake, you can’t rush the process. Generally speaking, about four to six weeks allows sufficient time to relocate before starting your new job. However, you may require more time than this if your new home is experiencing a tight housing market. 

 

7 Questions to Ask Yourself Before Relocating for a New Job - Berkley Recruitment Infographic

 

How Your Recruiter Can Help

Working with a recruiter can help you decide if it is worth relocating for a new job. If you are working with a recruiter to find a job either abroad or in a different part of the country, there are a variety of ways in which they can support you with the relocation process. 

 

  • They may provide you with key information about the area (e.g. accommodation options, local schools, cost of living etc.). 
  • They may help you to negotiate a suitable relocation package. 
  • Once you have secured the role, they may be able to introduce you to some colleagues who are already living in the area so that you already have some connections on the ground when you get started. 
  • They can put you in contact with estate agents and send on links to rental property directories. 

 

“In 2019, Berkley helped to secure a contract for me with AstraZeneca in Sweden. Nick and Aleksas were very helpful during the application process.

They assisted with preparations for the interview and gave useful insights about the role itself and the company, AstraZeneca. Moving to a new country with work, for the first time, can be stressful as everything is new with many unknowns. In preparation for the move, I was put in contact with a colleague already placed on-site by Berkley. This was both very informative and did a lot to put me at ease and to focus on my new role. It also gave me a chance to gather some useful information about living in Sweden.

Once settled into my new job, Berkley’s consultants visited the site every so often to check in and see how I was doing. This was different after the pandemic started with restricted travel, however, they continued to check in using video calls, which was very appreciated. Sweden is a fantastic country to work in with an excellent work-life balance. My contract in AstraZeneca lasted over 9 months and I was sad when the time came to move on.”

~ Dermot, Senior CQV Engineer

 

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Key Takeaways

 

Is relocating for a new job worth it? If the role presents a strategic career move in an attractive location that has the potential to improve your quality of life, then relocating is certainly worth considering. If you are serious about finding a role in a new locale, why not talk to a recruitment consultant who can advise you on current opportunities in the jobs market.

Meet the Team: Michael O’Brien

Michael O’Brien is a Senior Recruitment Consultant for the Permanent team of Berkley’s Business & Technology Division. In this interview, he tells us about how he got started in technical recruitment and discusses trends and opportunities in today’s jobs market.

 

From Recruitment Novice to Expert

Michael first stepped into the world of recruitment shortly after graduating from Munster Technological University with a degree in Marketing. “I first heard about recruitment through a couple of college friends who had decided to go into the industry. After looking into it, I thought this career path would be a good fit for my personality while also lining up nicely with the skills I had learnt in university.”

Michael was soon taken on by Berkley as an entry-level Recruitment Executive. “There was a really good training programme that helped me learn the trade. In addition to learning the ins and outs of recruitment, I also received comprehensive training on recruiting for the IT and software development sectors. This training, in particular, has really stood to me as candidates can see that I know what I’m talking about.”

Michael is a clear example of career progression at Berkley, having climbed through the ranks to Senior Consultant level.

 

The Berkley Boomerang

After spending two years with Berkley, Michael decided to make the move to Dublin. “It was something I had always wanted to do. At that point, I had spent six years studying and working in Cork and it was time for a change.”

Within a year, however, Michael was back. “After I left Berkley, I realised that it was a really good place to work. I liked the commission structure, work-life balance, and the management. So when the opportunity came up to return, it was a no-brainer for me.”

Software Engineering Recruitment Trends 2021

As Berkley’s in-house software expert, Michael has been keeping a keen eye on the rise and fall of programming languages. “Go is becoming huge. In fact, more and more of our clients are looking for Go developers. As a relatively new, niche language, Go presents a great opportunity to young developers to set themselves apart in the market and make a lot of money.”

 

Why Work At Berkley?

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The Greatest Challenges Facing Today’s Employers

“As a result of the COVID pandemic, most people have far less appetite for uncertainty. Every day, I come across candidates who are waiting for the pandemic to be over before even considering a career move. “A common line of thinking among candidates is: ‘I’ve been at my current company for five years so it’s unlikely that I’ll lose my job. But if I move to a new role and something goes wrong then I could end up having to leave because of a last in first out policy’”.

“Fortunately, the tech sector has bounced back from the pandemic and hiring has ramped up again. So a lot of my job at the moment is to reassure candidates that COVID will not threaten their job security if they decide to make a move.”

Hobbies & Interests

Outside of work, Michael spends his time playing and following a variety of sports. “I play hurling for my local club, Thurles Sarsfields. I represented my county, Tipperary, at an underage level back in the day. I’m also a big fan of American sports like basketball and American football.”

 

If you are interested in learning more about technical recruitment careers at Berkley, contact us today

Overcoming New Job Anxiety: Strategies & Tips

You survived the hiring process and waved farewell to your old job, now comes the time you have been waiting for – your first day at your new job! With all that anticipation, nerves are to be expected. Read our guide for ten top tips on how to alleviate new job anxiety. 

 

 

What is New Job Anxiety?

 

New job anxiety refers to the emotional, mental and physical feelings of stress, tension and worry that often accompany career changes. You may be able to recognise anxiety from a variety of physical symptoms which can include (but are not limited to) elevated heart rate, stomachaches, reduced appetite, poor sleep, and decreased focus. Other signs may include trouble sleeping, loss of focus, fatigue and constant worrying. 

 

When you leave the comfort zone of an old, familiar job, some anxiety is to be expected as you adjust to the challenge of a new role. Getting settled into a new position can be mentally exhausting, between learning the ropes, meeting new people, and being “on” all day. However, it’s important to remind yourself that these feelings of anxiety are a valid response to the stresses of a new job and that they are only temporary. 

 

via GIPHY

The Two Types of Stress 

 

Research tells us that there are two broad categories of stress: 

 

  • Distress describes negative and overwhelming stress that can impair functioning. 
  • Eustress refers to stress that can have a positive, motivating effect that can enhance your functioning.  

 

It is possible to harness the increased alertness and focus that comes with Eustress to enhance your performance in your new job. An academic study from 2017 found that using anxiety to motivate you can actually help to improve your performance, however, in order for this approach to work you need to be able to identify the source of your anxiety.

 

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10 Tips for Overcoming New Job Anxiety 

 

  • The ambiguities and uncertainties that come with the general unknown that is a new job can fuel feelings of anxiety. Preparing in advance of your first day can help to alleviate new job anxiety. For more information on how to prepare for your first day, take a look at our handy new job checklist.

 

  • If you’re feeling nervous about the first day, then we recommend planning a fun activity for afterwards. Giving yourself something to look forward to can help distract you from the source of your anxiety.

 

  • Self-validation refers to “the act of accepting our own internal experience, including our thoughts and feelings”. Self-validation techniques can help address feelings of nerves and self-doubt. Some things you could try include: encouraging yourself, acknowledging your strengths as a professional, treating yourself with kindness, and being patient with yourself as you settle into a new job.

 

  • Use your commute time to listen to guided meditations. These will help to relax you and get you into the right mindset for the day ahead. We recommend checking out the commuter specific meditations on the Calm app. 

 

  • When you feel anxious in your new job, excuse yourself for a moment. During this time, take a short walk and get some fresh air. The change of scenery may help you to reset. 

 

  • During your first few weeks, be sure to set aside some time to spend with your loved ones so that you can chat about your new job in a non-judgemental, work-free setting. 

 

  • If you regularly experience feelings of anxiety, then it could be worth keeping a record of how stress physically manifests for you. Then you can develop coping strategies specific to these symptoms. 

 

  • Practicing mindfulness techniques can be an effective way to deal with fear and nervousness. To learn more about how to practice mindfulness, read this useful guide from the NHS.  

 

 

  • According to a 2015 research review, exercise can be an effective way to combat anxiety. Regular physical activity can: release mood-boosting endorphins, help ease stress, promote quality sleep, and relax tense muscles.

 

  • Don’t be afraid to ask for help when you need it. Asking questions will not only allow you to pick up useful information, but it is also a good way to connect with new co-workers. 

 

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Overcoming Imposter Syndrome in a New Job

 

Another issue many new hires face is Imposter Syndrome. Imposter Syndrome has been defined by the Harvard Business Review as “a collection of feelings of inadequacy that persist despite evident success.” Some common signs of Imposter Syndrome include: 

 

  • Self-doubt
  • An inability to realistically assess your competence and skills
  • Attributing your success to external factors
  • Minimising your achievements
  • Fear that you won’t live up to expectations

 

The good news is that you’re not alone. This phenomenon affects professionals across all levels and industries. In fact, research has found that roughly 70% of people experience these feelings at some point in their lives. Imposter syndrome is most commonly experienced during the first few days in a new role. 

 

If you suspect that you may be suffering from Imposter Syndrome in your new job, then you can try taking the following steps: 

 

  • Give yourself some credit for landing the job in the first place
  • Take stock of your professional accomplishments 
  • Try to identify events that trigger these feelings 
  • Develop an upskilling strategy 
  • Book a session with a career coach

 

 

New Job Anxiety Is A Natural Part of Leaving Your Comfort Zone & Entering Your ‘Growth Zone’

 

It is common to experience feelings of anxiety and self-doubt when leaving the old for the new. However, it’s worth remembering the Tony Robbins quote “All growth starts at the end of your comfort zone.” After a few weeks of embracing the challenge of a new job, you will soon find that you have grown into the role and have successfully completed one more step on your career journey.  

 

5 ways to ease new job anxiety - infographic - Berkley Recruitment

Want to Make the Next Move in Your Career? 

 

If you are considering making your next career move, then why not speak to one of our recruitment consultants? Our in-house experts are up-to-date with all the latest industry developments and will be able to comprehensive support and advice as you look for the next right move for you. 

 

Meet the Team: Aleksas Kremenskas

Aleksas Kremenskas is a Senior Recruitment Consultant within the Contracts team of Berkley’s Life Science & Engineering Division. In this interview, he tells us all about his career story so far. 

 

Aleksas joined Berkley in 2018; fast forward four years and he has become an integral part of our Life Science & Engineering team. Armed with an academic qualification in Electrical & Instrumentation Engineering, Aleksas specialises in contract roles within the booming pharmaceutical sector. From our conversation, it is clear that he enjoys the detailed nature of the work. “For me, pharma is one of the most interesting areas in today’s market. I enjoy learning from candidates, clients and co-workers about the latest innovations and developments.”

What’s the Pharma Market Like Today? 

 

Aleksas’ outlook on the Irish pharmaceutical sector is very positive. “In the past year, I can see that Ireland’s pharmaceutical sector is perhaps the busiest in Europe in terms of hiring.”  This is hardly surprising given that Ireland is now the largest net exporter of pharmaceuticals in the EU. In March 2020, Irish exports hit a record high of €15.7 billion as demand for pharmaceutical products surged. 

 

Aleksas explains that the continued success of Ireland’s pharma sector has driven up demand for qualified and experienced life science and engineering professionals. One way organisations are overcoming this talent shortage is by contracting specialised professionals on a project-by-project basis. 

 

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From Retailer to Recruiter 

 

Before working in recruitment, Aleksas honed his management and sales skills in retail. After many years, however, he made the “spontaneous” decision to switch industries. “I wanted to try something completely new. In the end, it was definitely the right decision for me.”

 

Having worked for many years in the complementary worlds of retail and recruitment, it seems that Aleksas has always had a taste for working with people. “One of the best pieces of advice I ever received was ‘people work for people.’  No matter what job you have, nothing really changes when you’re dealing with people.” He maintains that this customer-focused background helped to set him up for a successful transition into his recruitment career. “Retail and recruitment are very similar. They’re all about communication and people skills.”

 

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What About Outside of Work? 

 

Unsurprisingly, Aleksas’ taste for teamwork and competition is rooted in sports. “In the past, I was a professional basketball player and a pro referee in the Irish Basketball League. Today, I focus my spare hours on getting proper quality time with my kids.”