Businesses across the country showed positive signs of resilience in the early part of June, with vacancies up 54% as the UK begins the process of getting back to work as the Covid19 lockdown begins to ease.
Michelle Wilson, CEO of Tyson Wilson Recruitment and Tyson Wilson Temps said the statistics released by Broadbean Technology, broadly reflect the situation in Northern Ireland.
“We have seen that whilst there have been major concerns over unemployment figures more and more companies are gearing up for a return to work,” she said.
“Northern Ireland employers are beginning the process of advertising vacancies and approaching recruitment agencies, such as Tyson Wilson, to return workforces to near or full complement.
“In addition we have noticed that we are being approached about more permanent positions, from when at the start of the lockdown temporary posts for drivers, warehouse and retail staff were the norm.”
Despite a steady decline in permanent vacancies since mid-April, Broadbean Technology’s data revealed a sharp increase at the beginning of June, with the number of new permanent jobs added to the 36,000 jobsites it tracks rising 51%.
While Broadbean Technology’s data revealed an increase in vacancies across almost every sector – with healthcare and ICT topping the leader board in terms of the number of new jobs added – demand for education staff spiked.
Vacancies were up 75% week-on-week following the reopening of some facilities across the UK as headteachers continue to struggle sourcing the teachers needed to welcome students back to school.
“As the Executive considers the steps to ease lockdown measures we are more likely to see growing demand across all sectors,” said Michelle. “We have become accustomed to the appropriate social distancing in shops, and employers will keep these in place as they fill vacancies to protect and give confidence to employees.”
Alex Fourlis, Managing Director at Broadbean Technology said: “The UK certainly started June with a bang and with some much-needed good news.
“It is incredibly promising to see an uptick in vacancies across so many sectors. While we’ve noted spikes from a few industries since the lockdown began in March, this overall increase truly marks the first positive steps for our economy.
“Of course, we hope this trend continues, but much will now depend on how the containment of the virus is handled as more of the UK reopens.”
Michelle said that Northern Ireland appears to have managed the lockdown better than most parts of the UK.
“We here have kept the reinfection rate low,” she said. “If we all continue to protect ourselves and others, follow government advice and use our common sense I hope that we will see the promising start to the month continue.”
It is the common way to showcase your abilities and talent, but many people mess up their job prospects by making spelling mistakes on their CV, according to information released by Resume.io, something that local recruitment agency, Tyson Wilson, warns job candidates time and time again.
“Gone are the days of having a dictionary by your side, but the fact that so many don’t use spell checkers in preparing a CV is worrying,” said Michelle Tyson, CEO of Tyson Wilson Recruitment & Tyson Wilson Temps said.
“Check, check and check again before firing off the email with your CV attached. “It only takes one mistaken spelling to put an employer off. Too often as we work with employers we receive CVs that have spelling mistakes that we need to send them back to be corrected.”
Resume.io analysed 2,000 CVs to determine the results and surveyed 1,248 people to get more information on CV mistakes.
Surprisingly ‘perfectionist’ was misspelt in a quarter of the CVs analysed. Alternative spellings like “Perfactionist” and “Perfectonist” were among the most commonly noted.
Top misspelt word was ‘initiative’, while the least misspelt word was succeeded, with only 5% unable to succeed in getting the spelling correct.
But the warning from Michelle for job seekers is clear as 73% of hiring managers said they would be less likely to hire or offer an interview to an applicant with multiple spelling mistakes in their CV.
Resume.io’s survey also revealed that 41% of respondents have guessed how to spell words on their CVs and 23% of Brits think their CV was to blame for not landing a job.
“There are some common sense actions that you can take when preparing your CV,” said Michelle.
“First is, as mentioned, to check it. Having a family member read over it means a second set of eyes might notice any mistakes.
“The next is no waffle. Keep your language clear, concise and part from technical terms, use Plain English.
“Most word processors, such as MS Word, have a spell checker. Make sure that it is set to UK/GB English rather than US English.
“Also use online tools, such as Gammarly, to help spot grammatical mistakes.
“But, remember to check over the covering email or letter that accompanies your CV. An employer may not open the CV if there is a spelling mistake there.”
Michelle finished with one last reminder; “You can never check over it too much!”
The global Coronavirus pandemic was unprecedented. It has had a significant impact on our working and social lives and has been responsible for a high number of deaths throughout the UK. As necessary but restrictive lockdown measures are eased to help secure the UK’s economy, workforces across the country return to a “new normal”. For many organisations, additional safety measures need to be implemented and maintained to reduce risk and to help control the spread of the virus.
There are a wide range of safety measures available to help protect your employees, customers, and the wider community. Some measures are more useful or applicable in certain sectors, with a range of government guidance available online. However, the following fivemeasures are more generally applicable and can help you to ensure you have taken reasonable steps to keep your workforce safe from COVID-19.
1. Carry out a Coronavirus-specific Risk Assessment.
Risk Assessments are common documents across all sectors and industries that typically list the hazards present in the workplace, or hazards that are created by carrying out a range of tasks and duties. The assessments indicate the level of risk from each hazard, as well as listing specific control measures that must be implemented to mitigate risk.
Carrying out a Coronavirus Risk Assessment helps ensure you take a methodical approach to assessing risk and identifying reasonable control measures that can be implemented to reduce risk. The assessment should be detailed enough to cover all activities that are undertaken by your organisation, as well as identifying all persons who could be at risk. Once complete, the document can be sent to all employees and displayed in a prominent location at your premises to ensure it is well communicated and understood.
2. Maintain remote-working practices, where possible.
While government is taking steps to reduce restrictive lockdown measures, key advice to employers remains the same – where your employees can work from home, they should be working from home. Many organisations adapted quickly to remote working practices, including the use of video conferencing software, setting up group chats, and carrying out daily or weekly team briefings. Unless your employees do work that is of a nature that cannot be carried out from home, such as production operatives and construction workers, then remote working practices should be implemented and maintained.
3. Implement workplace social distancing measures.
For employees who cannot work from home, it is vital that social distancing measures are implemented in the workplace. As of June 23rd 2020, the guidance is 2 metre social distancing. To help enforce this, employers can introduce a range of measures including: reduced numbers in the workplace at any one time, spreading out the workforce by changing the layout of offices and work spaces, minimising the maximum number of people permitted to be in one room, staggering tea and lunch breaks, allowing employees to eat at their desks or stations to reduce cross-contamination in communal areas, restricting visitors to the workplace, erecting Perspex screens and dividers, marking out social distancing lines on floors, and putting up posters as a reminder to socially distance.
4. Implement a robust cleaning regime and hygiene practices.
Thorough cleaning regimes that were introduced at the start of the pandemic need to be maintained. This can include frequent disinfection of surfaces, equipment, door handles, and other touch points, regular emptying of bins, and removing shared cutlery and cups from use, etc. In addition, adequate hand hygiene must be maintained, and employees should have access to a suitable supply of hand washing materials, barrier and emollient creams, and hand sanitiser. A wide range of hands-free dispensers have become available on the market from local suppliers.
5. Supply and proper fitting of appropriate PPE.
Where it is difficult to maintain social distancing, or work activities require employees to be in areas that have higher levels of traffic (or if employees feel more secure with PPE available), you should provide suitable PPE such as face masks or covering, or full face shields. This is particularly common for employees in the hospitality sector, in supermarkets, and on public transport. If supplying PPE to employees, ensure they know the correct methods to don and doff the equipment to ensure it provides adequate protection.
More information for employers can be found on the NI Direct website and the HSE website. The HSE website provides guidance for the UK and the rules in Northern Ireland may differ slightly. However, in general, the advice with regards to health and safety measures in the workplace is robust.
Remote working has existed for years, but the popularity of such a career path is only now starting to boom.
As people stay at home to avoid COVID-19, workers and employers are turning to remote work to sustain their income or businesses.
Here’s 6 ways to get ahead when applying for remote working roles in 2021:
1. Audit Your Online Profile
It’s time to potentially change your social media habits and audit your online profile to make yourself more attractive to employers. We’d suggest switching your Facebook to private. But make anything that is public portray you in a positive light. Consider having your profile picture one of you looking professional – and employable.
Your Twitter should also be clean and tailored to the image you want the world to see. Try to appear politically neutral, friendly and studious – even if you’re not! Employers will look at your public social pages, so make sure they like what they see.
Also, join LinkedIn and build your network. This social media site is a huge help to remote workers. You can follow and approach employers and they can do the same to you. Chase testimonials from former workplaces and colleagues too. This way, employers can see your skills and experience.
2. Target Relevant Roles
With the pandemic still raging around the world, more people are working from home than ever before. This means remote workers have more competition, something that is likely to continue after the pandemic too. Especially now that the world has seen the value of remote work. The answer is to do everything in your power to stand out.
This means focusing on the skills that make you unique. Just like any job hunt, your experience, skills and qualifications are essential. Identify what you can bring to the table that others can’t. Then put all your effort into applying for these roles suited to you. Chances are you’re the person they’re looking for.
3. Demonstrate Remote Competence
To be a valuable remote worker, you need to show employers that you know what you’re doing. Make sure that you know the terminology, software, and trends associated with remote working. For example, make sure you have popular remote working systems like Asana, Slack, Monday and Zoom already installed on your computer.
Better yet, make sure the employers know you have them. This will help immeasurably, as it shows you’re used to remote working and understand how it functions. This software is free to download, so make sure you’re familiar with it. Each of the above systems will become increasingly popular and well known in the next few years. Many companies already use it.
4. Have A Suitable Workspace
Nobody is saying you need to splash out on a state-of-the-art home office. But make sure there is somewhere you can go in your home when you need to be productive. Your employers may include this as a requirement for your application.
Even if you plan to do your work on your sofa in your PJs, make sure the option of a quiet workplace exists. You’ll probably use it more than you expect, and it shows commitment to the remote working way of life.
5. Consider Freelance Work
One of the benefits of remote working is taking on multiple freelance gigs instead of putting all your eggs in one basket. This allows you to see which role suits you best, then increase your hours over time as your relationship develops.
It’s a great way to earn an income and hone your skills. It also provides valuable experience which makes you more employable. This gives you more options when it comes to finding remote work and helps you understand exactly what employers are looking for.
6. Emulate The Best
Research what it takes to succeed as a remote worker. Look and listen to the experts; what was their journey, and what are they doing now? How can you apply these lessons to your own career?
Many people have successfully transitioned to remote work, either as a self-employed freelancer or as a full-time employee of one company. Examine what they did and how they did it, then follow their path – but your own way.
A range of legislation exists in the UK to protect the rights and interests of the LGBTQ+ community in the workplace.
While these pieces of legislation are very important, Michelle Tyson, CEO of Tyson Wilson Recruitment and Tyson Wilson Temps, has said their existence alone is not enough: “Evidence has shown that workplace barriers, prejudice, and workplace discrimination persist even with legislated human rights protections for LGBTQ+ individuals.
“Statistics from the Office for National Statistics show that 1.2% of the NI population identify as LGB, with an estimated 4.2% of people aged 16 to 24 identifying as LGB. The higher percentage among the lower age range is likely because diverse sexualities have become more socially acceptable in recent years. However, there is still work to be done.
“It is the responsibility of all organisations – of all sizes and operating in all sectors – to take a proactive approach in ensuring a zero-tolerance policy in relation to LGBTQ+ discrimination in the workplace. But beyond ensuring a zero-tolerance policy for discrimination, employers also have the ability and influence to foster LGBTQ+ inclusion. Employers must move the discourse beyond anti-discrimination and develop practices that support diversity and inclusion, increase awareness of LGBTQ+ issues, and encourage accountability.”
Michelle Tyson
Studies have shown that LGBTQ+ employees at organisations with diversity and inclusion programmes, policies, and practices, were more satisfied and committed, perceived their workplace as fairer, and had more positive relationships with their managers and colleagues.
It is important to note that LGBTQ+ issues and relations are not just between an employer and its employees. Organisations that are not mindful of the LGBTQ+ individuals within their wider ecosystem including their supply chains, the extended family of their employees, and their customers – to name just a few – are being incredibly short-sighted. Organisations should also be mindful that LGBTQ+ employees, and others, may choose not to disclose their identity.
Therefore, positive programmes, policies, and practices should be supported and developed regardless of the known sexualities and identities within the workforce.
As a starting point, here are six steps employers can take to promote LGBTQ+ inclusion:
1. Build an inclusive workplace culture
Michelle said: “All organisations have a distinctive culture that influences how employees treat each other, which is often based on the known and communicated values of the employer, as well as the values that are unsaid but widely known.
“Positive organisational culture is rarely organic – it must be cultivated and nurtured. This means that positive behaviours are acknowledged, and reinforced, and unacceptable behaviours have consequences.”
A wide range of training is available that can help to increase awareness of LGBTQ+ issues in the workplace. For example, in recent years, many organisations have taken the positive step of carrying out training on unconscious bias for employees of all levels within the organisation. This helps to build awareness among the workforce, encourages dialogue on important issues, and supports positive change.
2. Update the language of policies and procedures
Ensuring the correct language and terminology is used in company policies, procedures, and documents goes a long way in visibly demonstrating the organisation’s stance on LGBTQ+ inclusion. If an organisation wants to ensure all employees are treated fairly and equally, documentation should be updated to reflect that position.
For example, updating maternity and paternity policies to include “mothers/partners” or “fathers/partners” rather than just “mother” or “father”, and updating “s/he” or “he/she” to “they” clearly communicates an inclusive stance. A range of organisations can support an employer in developing inclusive policies and documents.
“In addition, organisations that have supporting networks for LGBTQ+ employees, such as the Deloitte GLOBE network, can consult directly with the employees the policies affect when making changes and updates to make them more inclusive” said Michelle.
3. Develop a bullying and harassment policy
Michelle explained: “A bullying and harassment policy should be a standard policy for all organisations. However, to promote LGBTQ+ anti-discrimination and inclusion, the policy should set forth guidelines for acceptable and unacceptable behaviour and highlight specific examples of both behaviours in relation to gender identity and sexual orientation.
“The policy should also clearly stipulate what employees and managers should do if a colleague is being bullied or harassed, and appropriate training should be provided to those individuals who carry out investigations.”
4. Create a support programme for LGBTQ+ employees
Programmes such as mentoring, and employee networking groups, can support your organisation in becoming a more inclusive place to work.
“Mentoring programmes specifically can be of great benefit to members of the LGBTQ+ community in relation to building confidence at work, professional development, and providing support in preparing for promotion opportunities” said Michelle.
Such support programmes can also include LGBTQ+ allies – these are employees who are not members of the LGBTQ+ community themselves, but who are allies and advocates for the community.
5. Support the wider LGBTQ+ community
Show your support to the local and wider LGBTQ+ community by providing information to employees about local LGBTQ+ events and groups, providing support or sponsorship for events such as Pride, and encouraging volunteering at events or with organisations who provide support to the LGBTQ+ community.
6. Seek out knowledge on LGBTQ+ issues and how to continuously develop an inclusive culture
Michelle added: “Becoming a supportive and inclusive employer is not a target destination, it’s a journey, and one that continually evolves.
“No organisation is expected to get it right first time, or to keep abreast of all the issues faced by the LGBTQ+ community. However, fostering open dialogue and seeking knowledge to stay informed is a pretty good place to start.
“Challenge the ‘this is how we do things’ mentality and acknowledge that diversity and inclusion requires more than just “common sense”. Many employers intend to be diverse and inclusive but miss the mark because there are simply things employers won’t know unless they ask or are told.”
Stonewall is a fantastic LGBTQ+ inclusivity online resource that includes information from a range of studies, as well as best practice guides and information for organisations on how to become more diverse and inclusive.
Recruiting and retaining staff in the fast-paced legal sector is a challenge that every firm faces on a daily basis.
But there are things you can do to make life easier – and that will help you prosper at the same time.
Here are 5 top tips for recruiting staff in the competitive legal sector in 2021:
1. Show off your case history
The legal sector can be an exciting and fascinating industry to work in. Regardless of the role, no industry sees drama and quite like what goes on in a courtroom. Many people join the legal trade for this very reason; they want an interesting career! That and the prestige it brings.
When recruiting staff, use this to your advantage. While your firm may not be used to the level of excitement seen in gripping TV courtroom dramas, you’ll likely still have some tales to tell. Legal firms’ successes are often used to help them grow and attract clients. Apply this same principle to attracting talented staff.
2. Show off your advancement opportunities
People who pursue careers in law are often very ambitious and focused. Career progression will be essential to them, so this needs to be reflected in your recruitment materials. Whatever the career path may be for the role they’re applying for, make sure it’s clearly defined and prominently featured.
This also applies to any staff you recruit outside of traditional legal roles. For example, your marketing or administrative staff should also be shown their potential career trajectory. They too will be proud to work for a law firm and may have chosen to work for you partly because of this.
3. Take advantage of the staff you have to recruit more
It’s an old cliché, but birds of a feather really do fly together. Your employees are likely to have a network of contacts and friends that also work in the legal profession. Speak to your employees and ask them about their connections. Some may be more than happy to arrange a meeting between you and their contacts.
Although others may need something to be in it for them. So, consider creating a recommend a friend scheme to encourage your talented employees to bring their talented friends over – and essentially do your recruitment for you. This could save you money on recruitment in the long term.
4. Offer perks that are important to your employees
Those who work in the legal trade usually have options when it comes to where they work, especially if they have experience and a range of qualifications. Those who are new to the industry typically do everything in their power to gain their first legal job, giving recruiters all the power. However, this soon changes once employees start to amass experience – and make a name for themselves.
They may be tempted to jump ship if a competitor is offering better benefits. It may be worth investing in and providing the very best perks to your employees to hold on to talent. This will factor into their decision should they get itchy feet.
The benefits you offer can also be used to aid your recruitment efforts too. In time talent from other firms may be tempted to come and work for you instead.
5. Offer internships and Work Experience
An ideal way to build up a pool of fresh talent is to offer paid internships and work experience. Making these temporary placements payable also creates loyalty and positivity towards your firm. It will bring more students to your guidance, helping you cultivate an impression of kindness and achievement.
You will be seen as the firm that inspires the next generation of legal professionals. To do this, try to establish partnerships with local universities, colleges, and schools. Then offer encouragement and interest in those who visit you for work placements. Once they enter the job market, you will be the first company they approach – and you may have already molded them in your image.
The financial sector is vast, covering a range of roles, some highly skilled while others are semi-skilled. From financial advisors to administrative staff, every role is important; therefore candidates must be selected with care.
The good news is, when it comes to recruitment, some lessons can be applied to all roles universally.
Here are our 5 top tips for recruiting staff in the financial services industry:
1. Recruit younger talent for entry-level roles
This may sound obvious at first, but it’s amazing how many companies in the financial sector take a backwards approach when it comes to recruiting their staff. While a business must do everything in its power to obey equal opportunities legislation, certain roles can be best suited to people in a certain age range – or point in their career.
This is especially true of skilled roles like financial advisors and similar professions. Younger people are looking for mentorship in a job. Something that allows them to build their career and progress. Many are fresh out of college/university and are looking for stability. These are the people who should fill entry-level roles.
2. Lay out clearly defined career paths
This should be the case for every role you recruit for. Of course, with some businesses, there are only so many promotions to go around. Therefore, meritocracy will need to play some part. But you’re more likely to recruit the best people if they can see a realistic and advantageous path. So, try and foster an environment of growth and learning.
Some talented people may actually apply for roles lower than their current experience level or pay grade just to take advantage of the progression you offer. Look out for these people, as they often make the most conscientious and reliable employees. Their pragmatic approach to their career path shows character and adaptability.
3. Your recruitment should emphasise new innovations and technology
This is important as it will attract the right people. Those unwilling to learn or adapt to the financial sector’s shifting landscape will be put off by this, and therefore won’t apply. Instead, those who are eager to learn and adapt will fill their space. Better yet, they may already be up to date with the latest technology and innovations in the industry, saving you time and resources.
Making your recruitment strategy focus on these aspects will help you employ staff who can take your company forward – not live in the past and resist progress. At the same time, make sure these employees respect what has come before and could fill the same role in its previous form.
Understanding future technology and innovation is excellent, but so is knowing the fundamental principles of the role in question.
4. Offer benefits that are important to the employees you hope to attract
Not offering enough perks and benefits will limit the talent you can attract – they may simply choose to work for a competitor that gives them more. Or worse, they may join your firm, take advantage of your training, and leave for another company that offers them more. This happening as a trend with multiple employees is a drain on your resources – and a sign that you need to make significant changes.
Find out what benefits and perks are of most value to your staff, then offer them. This will prevent some employees from wandering. But also take note of which staff value which benefits. If your strongest team members value certain perks over others, then these are the ones to offer when you recruit. This way you’ll attract more people like them.
5. Offer internships and Work Experience
Offering paid internships and work experience is an excellent way to build up a supply of new talent. Making these internships paid encourages loyalty and positivity too. It will attract more students to your placements helps foster an image of generosity and success.
Try to form partnerships with nearby universities, colleges, and schools, encouraging the next generation to take an interest in finance. Then support those who visit you on placements during their studies. In time, they could make the best recruits for your vacancies.
Are you looking for a career change in 2021 after the shake-up that was 2020? Careers in driving can be a reliable and lucrative choice – not to mention varied and flexible.
Here are 5 benefits of pursuing a career in driving in 2021:
1. Job security
Jobs that involve driving for a living will always be in demand, meaning so will the people that perform them. Industries like freight and transportation may be set to boom in 2021 as various other sectors play catch-up to recover from the effects of COVID-19. So, if you’re looking for a career change, this may be the one for you.
Companies are expected to recruit drivers over the next twelve months heavily, so you have a high chance of being selected. As the job is mostly safe from COVID risks (as most drivers work alone on their journeys), you’ll likely still be able to earn money even if there are further spikes and lockdowns.
2. Quality YOU Time
If you’re the sort of person who enjoys their own company and is happy to spend many hours alone with their thoughts, then a job driving on long journeys may suit you well. Many haulage and long-distance drivers love their lifestyle, occupying themselves with audiobooks, podcasts, and music during their long drives.
Those who wish they could spend more time engaging in such pursuits may thrive under such conditions. Not only will you get to spend more time doing what you love – you’ll be getting paid for doing it. Just make sure you keep your focus at all times when out on the roads.
3. Flexibility
Another perk to pursuing a driving career is the flexibility on offer. Whether you work as a self-employed contractor or as part of a larger enterprise, you’ll have a great deal of input into the journeys you take. If you’re mostly interested in short trips, these can make up most of the jobs you take.
But if you’re happy to take on longer journeys, potentially taking you into the heart of Europe, then these may be on offer too. Not only are these roles flexible, but they’re also a great way to see the world.
4. Change of Scenery
Speaking of seeing the world, 2020 was a challenging year for everyone, and jobs that offer a refreshing change of scenery in 2021 may be highly coveted. Many people lost their jobs during the COVID-19 pandemic and will be considering a career change, not just for security but also for their mental health.
Jobs driving for a living can provide a form of focused tranquillity that doesn’t exist in most other careers. If this is something that would benefit you, then get involved. A new adventure may be exactly what you need. Driving for a living offers far more rewards than a salary.
5. Driving Careers Pay Well – and Offer Other Perks
Many people are unaware of it, but those who drive for a living, especially long-distance drivers, are well compensated for their efforts. Those who are experienced tend to earn an excellent living. Pay also increases with years of service, so those who stick at it tend to do well, financially speaking.
Specific trips and long-distance journeys also pay lofty bonuses, especially during certain times of the year. Finally, most companies offer excellent perks to their drivers, such as health, dental, and life insurance for all employees. Not to mention eye care, retirement, and a flexible holiday policy.
If your aim is to avoid returning to a nine to five job in 2021. Then consider a career in driving.
Every industry has had a major shake-up in 2020, but the legal sector is starting to emerge once again – changed by the pandemic and eager to recruit new and talented employees.
Here are 5 essential skills that employers will value most in 2021:
1. Flexibility
The ability to work flexibly is perhaps more valuable in 2021 than any other time. The pandemic will likely be with us for a while yet. Therefore, it’s crucial to know how to work remotely. Until the UK is fully vaccinated, working from home is still a possibility. When applying for a new role in law, make your employers (or potential employers) aware that you’re prepared should the worst happen.
They will need to know that you have the right set-up at home for this eventuality. And that you could pivot to remote working at a moment’s notice. The same applies when returning to the office. Make sure you’re prepared for every eventuality – and that your employers know you are.
2. That your knowledge is up to date
2020 was a year where lots of things had to go on pause. This includes the legal sector to some extent, but not completely. Changes in the law continued, as did various ground-breaking cases that will have a lasting impact on the industry. It may even be how Brexit changes certain legal issues, or even how the sector has evolved following COVID-19.
Make sure you demonstrate to potential employers that you didn’t go on pause – and that there are no gaps in your knowledge. Let them know that you’ve continued to follow the industry you work in (or hope to). This shows commitment to your career and will show employers that they don’t need to spend resources on bringing you up to date. That’s because you already are.
3. Technical aptitude
The past twelve-months may have created opportunities for many people hoping to break into the law profession in 2021. The digital age was already upon us even at the beginning of 2020, but the pandemic has accelerated the legal sector’s reliance on technology. It’s also forced those who work within it to adapt and get to grips with it. Those who may have been resisting such changes either had to embrace them – or face redundancy.
There will have been many legal professionals who chose not to adapt. Instead, they may have retired or pivoted to a new role. Lots of people are intimidated by change, especially when it comes to technology, or how this affects their habits. Make sure your IT skills are competent and target roles where technology may have increased in importance.
4. Real experience
Businesses can’t afford to take chances or be as charitable and accommodating as they used to be. 2021 will be a year of recovery for many industries, and the legal sector is no different. While your qualifications are still of vital importance, don’t expect to rely on them solely. Most firms are not able to employ you and train you in the ways they used to be. They are looking for people who can do the job.
This means having some form of experience. It may be a part-time job, internship, work experience, or even volunteer work. Anything that enables you to say “yes”- when an interviewer asks if you have any. They’ll understand that there’s been a pandemic on, or if you’re fresh out of full-time education. But they will expect you to have gone the extra mile in some way.
5. Ability to network
This is a crucial skill for anyone entering the legal sector job market in 2021. Do what you can to make contacts. Make sure you know who the movers and shakers are in your local area – and do what you can to get on their radar. Write to them and ask their advice or to introduce yourself. Start a LinkedIn account and connect to local firms or other legal professionals.
In time your network of contacts will make it easier to find employment. Also, as your network grows, the more value you’ll be to those who do employ you. You’ll be able to make introductions and represent your firm, sector in a meaningful way. Start this process now, regardless of where you are in your employment journey.
Darren White of Tyson Wilson said that many businesses have persevered throughout the lockdowns and now, after many false starts, it is set to be full steam ahead on May 24.
“Everyone in the hospitality sector is looking forward to welcoming customers through the doors,” he said. “With demand expected to surge the pressure on businesses will be high, while welcome.
“That means that staff recruitment will be essential, as many traditional hospitality staff may have moved on during the lockdowns.”
Darren explained the evidence is that many bars and restaurants staff, such as students, temporary and casual staff, have moved on to other employment.
“This is one more headache for businesses, after their investment to make sure their premises are covid-safe,” said Darren.
“The Bank of England has predicted that unemployment will fall, and we have seen many coming through to us for posts whose previous experience includes hospitality.
“Furthermore the need for table service and other measures, such as regular sanitisation will place more pressure on securing staff.”
However, Darren said that after such an extended period of closure he was confident the sector will bounce back.
“We are a culture of socialisation, we love to see each other for a drink or for a meal,” he said.
“There is pent up demand that will see restaurants, pubs and hotels a busy few months ahead. Add into that the increased demand in staycations we hope that the hospitality sector will experience the boom period that it deserves.”
Darren, who is responsible for hospitality at Tyson Wilson Recruitment, said they already have posts opening up in pubs and restaurants.
“We are seeing the demand growing and many feel that they would be the perfect fit for a rewarding, customer focussed job,” he added.
“We look forward to supporting businesses and helping people secure a great job.”
For more information or to speak to Darren at Tyson Wilson Recruitment email darren@tysonwilsonrecruitment.co.uk.
