nextchapterrecruitment

Whats Does The New Employment Rights Bill Mean For You?

Thu, 08 Jan 2026 22:49:47 GMT

Has the UK Employment Rights Bill Been Passed?

The UK Employment Rights Bill has now cleared Parliament and is awaiting Royal Assent, the final step before it becomes law as the Employment Rights Act 2025.

While this marks a significant change in UK employment law, most of the headline reforms won’t take effect immediately. Key changes, including updates to unfair dismissal protections, sick pay and day-one rights, are expected to be phased in from 2026 onwards.

So what does this actually mean?

What This Means for Employees

For jobseekers and employees, the direction of travel is clear: stronger protections and greater clarity earlier in your employment.

Shorter qualifying periods for certain rights mean the early months in a new role will matter more than ever. Day-one entitlements and changes to sick pay also provide added security, particularly if you’re considering a move, returning to work, or switching between agency and in-house roles.

It also reinforces the importance of choosing the right role, not just the next one. Understanding contracts, expectations and workplace culture upfront will be key — and having informed guidance during that process can make all the difference.

What This Means for Employers

For employers, this legislation raises the bar on good hiring, onboarding and people management.

With employee rights kicking in sooner, clear role definitions, fair processes and strong early engagement will be critical. This places even more importance on getting the right hire first time — someone who fits not just the skills brief, but the culture and long-term goals of the business.

It also highlights the value of transparent communication around contracts, flexibility and progression, particularly in competitive marketing and digital markets where candidate expectations are evolving quickly.

Our Thoughts

Legislation alone doesn’t create great workplaces — but it does reinforce the need for thoughtful, well-informed recruitment. For candidates, it’s about making confident career moves. For clients, it’s about building resilient, engaged teams.

As these changes take shape, we’ll continue to translate what’s happening into practical insight, helping both sides navigate the market with clarity and confidence.

How To Handle Salary Expectations At An Interview

Wed, 12 Nov 2025 23:13:48 GMT

Why It Matters

Talking about money can feel uncomfortable but it’s one of the most important parts of the hiring process.

Your salary expectation sends a message: it tells an employer how you value yourself and where you see your level of contribution. Pitching it right is about balance , go too low, and you risk underselling your worth; go too high without context, and you might price yourself out of contention.

Being open, informed and confident in that conversation shows self-awareness, professionalism and credibility, all qualities employers notice and respect.

How to Talk About Salary with Confidence

Do your homework
Before the interview, research average salaries for your role, level and location. Market rates can vary significantly between agency and in-house, or between Milton Keynes and London. If you’re unsure, we can share real-time local salary benchmarks so you walk in informed.

Give a realistic range
It shows flexibility while setting clear expectations. If your research suggests £40k–£45k, it’s fine to say, “I’m ideally looking for something around the mid-40s, depending on the role and responsibilities.”

Frame it around value, not just numbers
Explain why your expectations sit where they do, link them to results, ROI, leadership experience, or specialist knowledge. For example:

“I’ve managed multi-channel campaigns with £500k+ budgets, consistently delivering ROI, so I’m targeting roles around the £50k mark.”

This shifts the focus from cost to contribution.

Don’t undersell yourself
If you say you’d “take less for the right role,” there’s a good chance you’ll be offered less. Employers typically work within budgets, not above them so set your expectation confidently and let your experience justify it.

Consider the whole package
Salary is important, but benefits, flexibility, progression and culture can all make a huge difference. Be ready to discuss the overall value of the opportunity, not just the pay packet.

Be mindful of proof
Some employers may ask for evidence of current or previous salary, such as a P60 or recent payslip. It’s not a trap, it’s part of ensuring internal parity. Just make sure your expectations align realistically with your documented history and market value.

Employer Perspective

Most employers set a salary range before a role goes live. If your expectations fit that window, the process moves smoothly. If they don’t, it’s better to clarify early than waste anyone’s time.

And remember: once you’ve put a figure on the table, it’s rarely possible to negotiate significantly higher later so preparation really does pay off.

Final Thought

Salary conversations don’t need to be daunting. With the right insight and preparation, they can be empowering.

Know your worth. Be honest about your expectations. And let your recruiter help position you in the best possible light, we’ll share market data, guide you through the discussion, and make sure you’re representing your value with confidence.

Talk to us about salary benchmarks and negotiation advice

Dealing With Rejection Constructively

Wed, 12 Nov 2025 23:06:33 GMT

Why It Matters

Rejection hurts and there’s no getting around that. You put time, energy and hope into an opportunity, only to hear “we’ve decided to move forward with another candidate.”

But in a competitive market, where marketing and digital roles attract hundreds of applications , rejection isn’t a reflection of failure, it’s feedback, redirection and part of the process.

The truth? It’s not about how many no’s you get. It’s about how you respond to them because that’s what shapes your next “yes.”

How to Handle Rejection and Move Forward

Ask for feedback
Don’t be afraid to ask why you weren’t selected. Sometimes it’s about fit, team dynamics or timing ,not your ability. Constructive feedback gives you clarity and helps you improve how you present yourself next time. If you’ve worked with us, we’ll always ask on your behalf and be honest about what we hear.

Don’t take it personally
It’s easy to think, “What did I do wrong?” But remember, recruitment is often about nuances, one candidate might have slightly more experience with a tool, or a particular cultural fit. It’s rarely black and white.

Reframe rejection as redirection
Every “no” gets you closer to the right opportunity. Think of it as refining your path rather than blocking it. Many of the candidates we’ve placed in career-defining roles started with a rejection or two but each one helped them refine their story, focus their search and prepare better for the next.

Keep your momentum
The hardest part after rejection is not losing motivation. Take a day to reset, then get back into action. Keep learning, keep applying, keep connecting. Every interview builds experience and confidence and you never know when the right door will open.

Zoom out — one role doesn’t define your career
Your career is a long game. You’ll have highs, lows and everything in between. What matters is consistency, curiosity and resilience. Marketing and digital are fast-evolving industries, those who stay adaptable and open always bounce back faster.

Employer Perspective

Hiring managers often make decisions between two or three excellent candidates. Missing out doesn’t mean you weren’t good, it means someone else was a slightly better match for that brief, at that time.

And here’s the thing: we’ve seen candidates who were runners-up get called back six months later when the perfect opportunity arises. A “no” today can still be a “not yet.”

Final Thought

Rejection isn’t the end of your story, it’s just another chapter. The next opportunity might be the one that changes everything.

If you’ve had a setback, talk to us. We’ll help you review feedback, strengthen your approach and get you in front of the roles where you’ll genuinely thrive.

Talk to us about your next move

How To Stay Positive During Your Job Search

Wed, 12 Nov 2025 23:00:13 GMT

How to Stay Positive During Your Job Search

Why It Matters

The 2025 job market is tough. REC data shows candidate supply is rising faster than at any point since the pandemic, while APSCo reports permanent roles are down nearly 30% year-on-year. That means more competition for fewer roles and it can take a toll on your confidence.

Tips to Protect Your Wellbeing

Set realistic goals → Aim for a few strong applications each week, not dozens of rushed ones.
Take breaks → Job hunting is work. Build in downtime to reset.
Reframe rejection → Each “no” is feedback, not failure. Ask why and learn from it.
Stay flexible → Consider contract roles — APSCo shows they’re growing by nearly 30% year-on-year.
Lean on support → Whether it’s us, your peers, or mentors, don’t do it alone.

Employer Perspective

Employers know the market is competitive, but resilience, curiosity and adaptability often shine through in interviews. Show how you’ve kept learning and growing, even between roles.

Closing

You’re not alone in this. We’ve supported thousands of candidates through tough markets, and we can support you too with advice, encouragement and opportunities to move your career forward.

�� [Browse jobs] �� [Send us your CV]

Moving from Brand-Side to Agency: Finding Your Creative Edge Again

Wed, 12 Nov 2025 22:54:11 GMT

New Title

Why It Matters

After years working in-house, it’s easy to feel comfortable, you know your brand inside out, you’ve built solid relationships and you understand exactly how the business ticks.

But sometimes that comfort can turn into restlessness. You might miss the buzz of brainstorming new ideas, the variety of projects, or simply the thrill of working at pace. That’s when many marketers start thinking about returning to agency life .

The transition can be hugely rewarding but it also comes with its own set of challenges. Here’s how to make the shift confidently and successfully.

Why Marketers Move Back to Agency Life

We see it often talented marketers who’ve spent years in-house and are ready for something faster, broader and more creatively stimulating.

The common reasons?

Variety – working across multiple brands and sectors keeps ideas fresh.
Innovation – agencies are often first to adopt new tools, channels and strategies.
Learning – exposure to diverse challenges helps you grow quickly.
Creative energy – the pace and collaboration can reignite your passion for marketing.

If you’ve missed the buzz of campaign launches, client meetings and creative collaboration, agency life might be exactly what you need.

What’s Different Day-to-Day

Moving from brand-side to agency often means readjusting to:

Multiple priorities – you’ll be balancing several clients and deadlines at once.
Fast turnaround – agencies thrive on agility; speed and responsiveness are key.
Client management – every conversation matters, and client satisfaction is the heartbeat of agency life.

The flip side? You’ll never be bored. Every project brings new people, ideas and opportunities to stretch your creative and commercial thinking.

Your Brand-Side Experience Is an Asset

Don’t underestimate what you bring to the table. In fact, many agencies love hiring people from in-house backgrounds because they bring a valuable client perspective.

You already know how businesses think, how to manage budgets, align marketing with commercial goals and measure real outcomes. Those insights make you more credible, empathetic and commercially aware, everything agencies want in account handlers, strategists and marketing leads.

When you can blend brand empathy with agency pace, you become a real asset.

Challenges to Expect

Be honest with yourself about what will stretch you most:

Pace – agencies move fast, and priorities change quickly.
Feedback loops – clients can be demanding, and revisions are part of the process.
Pressure – deadlines can be tight and expectations high.

But if you thrive on collaboration, ideas and impact, these challenges quickly become energising.

How to Prepare for the Move

✅ Show adaptability – agencies love people who can pivot fast without losing quality.
✅ Highlight collaboration – focus on how you’ve worked with cross-functional teams and external partners.
✅ Emphasise commercial outcomes – talk about campaigns that drove measurable business results.
✅ Update your knowledge – familiarise yourself with agency tools, trends and terminology.

We can help you translate your brand-side experience into language that resonates with agency leaders, focusing on the value you bring, not the gap in your experience.

Next Chapter Insight

We’ve placed countless professionals who’ve successfully made the move from brand to agency, and the ones who thrive are those who:

Stay curious and open to feedback
Enjoy collaboration under pressure
Bring strategic depth from brand-side, without losing creative spark

Final Thought

Moving back to agency life isn’t about starting over, it’s about reigniting your passion for creativity, variety and pace. With the right mindset and preparation, it can be one of the most exciting and career-defining moves you’ll make.

If you’re considering it, let’s talk it through. We’ll help you evaluate the fit, prepare your CV and approach the right agencies for your style and skillset.

�� [Book a confidential career chat]

Making the Move from Agency to Brand-Side: What You Need to Know

Wed, 12 Nov 2025 22:49:04 GMT

New Title

Why It Matters

If you’ve spent your career in an agency, you’ll know the buzz of variety, new briefs, new brands, new challenges. But at some point, many marketers start to crave something different: the chance to focus deeply on one brand, to see projects through from strategy to impact, and to shape the bigger picture rather than the next campaign.

That’s where the move from agency to brand-side often begins.

It’s a natural step in a marketing career, but it’s also a big shift, in pace, culture and focus. Here’s how to make it successfully.

Why Marketers Make the Move

Many agency marketers decide to go in-house because they want:

Deeper ownership - working on one brand means seeing the long-term impact of your work.
More balance – agency life is exhilarating but intense; brand-side roles often bring greater structure and predictability.
Broader influence – you’re closer to product, strategy and business decisions, not just campaigns.

In short, it’s a move from “client service” to “brand ownership.”

What’s Different Day-to-Day

The biggest adjustment for most agency marketers isn’t workload, it’s pace and process. On brand-side, things can sometimes move more slowly but go deeper. You’ll deal with internal sign-offs, budgets, procurement and stakeholders, all of which can feel like a big change after agency agility.

The upside? You gain strategic influence . You’ll get to shape campaigns from inception to execution, work closely with senior leadership, and have a real say in how marketing supports business goals.

Your Agency Skills Still Matter, Hugely

The experience you’ve gained in agency life is incredibly valuable in-house. You already know how to:

Manage multiple projects and deadlines
Collaborate with creatives, developers and clients
Build compelling strategies under pressure
Present ideas persuasively and adapt quickly

Those skills translate beautifully into stakeholder management, cross-functional collaboration and creative leadership, three of the biggest success factors brand-side.

Challenges to Expect

It’s important to go in with your eyes open. The main challenges marketers mention include:

Less variety – you’ll work deeply on one brand, not ten.
More structure – approvals, processes and internal politics can slow things down.
Fewer creative freedoms – but more opportunity to influence brand direction.

The key is reframing these differences as opportunities: consistency over chaos, depth over speed, and long-term impact over quick wins.

How to Prepare for the Move

✅ Highlight results over projects – brands care about outcomes, not just creative brilliance.
✅ Demonstrate commercial thinking – talk ROI, customer retention, conversion rates.
✅ Show collaboration – internal stakeholder management is the new “client service.”
✅ Adapt your tone – in-house comms are less pitchy, more strategic.

If your CV still reads like an agency case study, we’ll help you reshape it to speak brand-side language.

Next Chapter Insight

We’ve helped countless marketers make the transition from agency to in-house successfully. The ones who thrive are those who:

Stay curious and open-minded about change
Bring agency energy but embrace structure
See internal stakeholders as clients and treat them that way.

Final Thought

Switching from agency to brand-side isn’t about leaving creativity behind, it’s about channeling it differently. You’ll still get to solve problems, tell stories and drive results, just with a deeper connection to one brand’s journey.

If you’re thinking about making the move, let’s talk it through. We’ll help you assess whether it’s the right fit and show you how to position your skills for success.

Book a confidential career chat.

Changing Industries or Specialisms

Wed, 12 Nov 2025 22:42:38 GMT

New Title

Marketing and digital careers aren’t always linear. Maybe you started in PR but want to move into content, or you’ve been agency-side and now want to join a SaaS brand. Changing industries or specialisms is possible but it takes planning and the right positioning.

Tips to Make the Transition

Highlight transferable skills: Stakeholder management, campaign planning, data analysis — these apply across industries.
Upskill smartly: Take short courses (Google Analytics, Meta Ads, HubSpot, Adobe Creative Suite) to bridge gaps.
Show results, not just duties: Employers want proof of impact, even if it’s in a different sector.
Network with intent: Join industry groups, attend events, and use LinkedIn to build connections in your target space.
Be patient: Sideways moves may come first before stepping up in a new specialism.

Employer Perspective

Hiring managers are often open to cross-industry moves if candidates can show adaptability and clear motivation. Passion for the sector counts but results seal the deal.

We’ve helped candidates successfully switch industries and disciplines many times. If you’re considering a pivot, we’ll show you how to position yourself so employers see your value.

Book a career chat

Presentation Tips

Wed, 12 Nov 2025 22:28:33 GMT

How To Create and Deliver Presentations That Impress

Why It Matters

f you work in marketing, digital or creative, presentations are part of the deal, and in interviews, they’re often the make-or-break moment. Whether you’re pitching a campaign idea, sharing a marketing strategy or analysing digital performance, a strong presentation doesn’t just show what you know, it shows how you think, communicate and persuade.

Hiring managers aren’t only judging your slides. They’re assessing how you explain ideas, use data, handle questions and stay calm under pressure, all skills that define great marketers.

Common Briefs You Might Be Given

If you’re interviewing for a marketing, digital or creative role, expect briefs like:

“Develop a marketing campaign to promote [product/service].”
They’ll want to see creativity, audience understanding, and a clear call to action.
“Review and improve our website/social media performance.”
This tests your analytical skills, commercial awareness and ability to translate data into actionable insight.
“Outline your approach to managing a client account or new project.”
They’re looking for structure, stakeholder management and communication style.
“Share a campaign you’re proud of and what you’d do differently.”
This one tests self-awareness, strategic thinking and your ability to measure success.

These aren’t just tests of skill, they reveal how you think on your feet and connect ideas to results.

Your Presentation Toolkit

Understand the brief
Don’t guess. Ask questions before you start, what’s the objective? What do they want to evaluate: strategy, creativity, data, or all three? Clarifying expectations shows initiative and sets you up to deliver what they’re really looking for.

Structure with clarity
A simple three-part structure works:

Context → What’s the challenge or opportunity?
Approach → How will you tackle it?
Outcome → What are the results, recommendations or next steps?

Clear logic helps your audience follow your thinking.

Be visual, not cluttered
Marketing presentations should look good, but readability comes first. Use visuals, charts and examples to illustrate your point, not overwhelm it. If it takes more than five seconds to understand a slide, simplify it.

Show your commercial edge
Especially for digital and performance roles, connect your ideas to metrics. Highlight KPIs, ROI, conversion rates or brand impact, hiring managers love data-backed storytelling.

Rehearse the timing
Running over makes it look like you haven’t planned. Practice out loud, time yourself, and build in space for questions. Aim for 10–15% under the allocated time, you’ll thank yourself when adrenaline kicks in.

Tell the story
Don’t just share what you did, share why. Storytelling creates engagement and helps your audience connect with your process and impact.

Prepare for questions
Think about likely challenges or objections, and prepare responses. Being ready for tough questions shows composure and credibility.

Employer Perspective

Great presentations show more than creative flair, they reveal commercial thinking, strategic logic and the ability to influence. Employers are assessing whether you can communicate ideas clearly and adapt your message for different audiences; clients, stakeholders or leadership teams.

Final Thought

Presentations don’t have to be intimidating. With structure, preparation and a clear story, they can be your opportunity to shine and to show exactly why you’re the right person for the job.

If you’ve got a presentation coming up, we’ll help you prepare, from refining your content to practising delivery so you walk in confident and in control.

Talk to us about interview and presentation prep.

How To Use LinkedIn To Build Your Personal Brand

Wed, 12 Nov 2025 22:20:46 GMT

New Title

Why It Matters

Your personal brand is your reputation, and in recruitment LinkedIn is where it lives. Whether you’re looking for your next role, pitching for freelance work or simply wanting to stay visible in a competitive industry, your online presence speaks before you do.

According to LinkedIn, marketers who post regularly are 3 times more likely to be contacted about job opportunities , and content shared by individuals earns 2 times more engagement than company posts. So, if you’re not showing up, you’re missing out.

1️⃣ Be Intentional About What You Share

You don’t have to post daily, but consistency builds credibility. Share content that reflects your expertise; campaign learnings, creative inspiration, digital trends or marketing tools you actually use. Think value first: What will your network gain from this post?

Pro tip: Add your take, not just a link. A quick “Here’s what stood out to me…” turns a reshare into thought leadership.

2️⃣ Showcase Your Work Creatively

LinkedIn isn’t just for job updates, it’s your living portfolio. Use visuals, short videos or carousel posts to showcase campaigns, design projects or strategy work (without breaching client confidentiality). If you’re proud of something, post it. People want to see how you think, not just the finished product.

3️⃣ Join the Conversation

Marketing and digital communities on LinkedIn are incredibly active, from paid media and brand storytelling to CRM and data analytics. Comment on posts that resonate, share opinions and add insights. Engaging meaningfully boosts visibility and helps you build genuine professional relationships (and often, your next opportunity).

4️⃣ Optimise for Search and Discovery

Recruiters and hiring managers use LinkedIn like a live talent database. Keep your headline and “About” section keyword-rich, mention your specialisms, tools and sector focus (e.g. “Performance Marketing | SEO | Content | Brand Strategy”).
It’s not about buzzwords; it’s about being discoverable for the right roles.

5️⃣ Let Personality Shine Through

The best LinkedIn voices sound human. Share wins, lessons learned, even challenges. Authenticity builds trust faster than perfection and people remember stories, not bullet points.

Pro tip: Write how you speak. If it sounds like you’re delivering a presentation, rewrite it until it feels like a conversation.

6️⃣ Stay Consistent

Personal branding is a long-game. Regular posting, commenting and connection-building compound over time. Even 10 minutes a week can keep your network warm and your profile visible.

Final Thought

In a crowded market, your skills get you noticed but your personal brand makes you remembered. Be visible, be valuable, and above all, be yourself.

�� [Book a personal brand or LinkedIn strategy chat with us]

How To Stand Out On LinkedIn

Wed, 12 Nov 2025 22:14:28 GMT

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How to Optimise Your LinkedIn Profile and Get Noticed for the Right Roles.

Why It Matters

Your LinkedIn profile isn’t just an online CV, it’s your personal brand, portfolio and networking hub rolled into one.

In marketing and digital, hiring managers and recruiters spend more time searching LinkedIn than job boards and as a piblic platform, it's prime for AI sourcing tools. A strong, keyword-rich profile can help you appear in those searches and open doors you didn’t even know existed.

Build a Profile That Works Hard for You

Start with a headline that sells, not tells
Your headline is prime real estate. Go beyond your job title include your specialisms and strengths.
Example: “Digital Marketing Manager | Paid Media | SEO | Content Strategy | Brand Growth.”

Choose a professional, recent, approachable photo
Profiles with photos get up to 21x more views and 9x more connection requests (LinkedIn data). Choose a clear, friendly headshot with good lighting, not a cropped wedding photo.

Use your ‘About’ section to tell your story
Think of it as your elevator pitch. Highlight what you do, what drives you, and the results you deliver. For marketers, it’s your chance to showcase your voice and personality so ditch the corporate jargon.

Turn your experience into impact
Under each role, go beyond duties. Use results and achievements:

“Delivered 3x ROI on paid campaigns.”
“Led rebrand increasing engagement by 40%.”

It’s about outcomes, not output. And if you're confident enough to post it on a public platform, it reassures recruiters that it's true!

List your key skills and tools
Recruiters search by keywords, so make sure yours reflect your strengths. Include marketing tools (HubSpot, GA4, Salesforce, Adobe Creative Suite) and channels (PPC, SEO, CRM, content, social).

Engage with your network
Visibility matters. Like, comment and share thoughtfully. A single post about a campaign, event or insight can spark meaningful connections and make you more memorable to future employers.

Common Mistakes to Avoid

Letting your profile gather dust, update it regularly!
Copy-pasting your CV word for word (LinkedIn is more free flowing and conversational).
Leaving your “About” section blank. That’s like showing up to an interview and saying nothing.

Bonus Tip: Use Your Recruiter

We look at hundreds of profiles every week. We know what stands out and what gets skipped. Before you hit “save,” ask us to review your LinkedIn. We’ll help you refine your profile, highlight your skills and position you to attract the right opportunities.

Final Thought

Your LinkedIn profile is your digital handshake, make it confident, clear and true to you.

Book a LinkedIn profile review

What To Do If Your Request For A Payrise Is Rejected

Wed, 12 Nov 2025 22:08:25 GMT

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Why It Matters

You’ve prepared your case, presented the data and delivered your pitch and your manager says no. It’s disappointing, but it doesn’t have to be the end of the conversation or your motivation.

In a market where budgets are tightening and marketing teams are being asked to do more with less, a “no” often says more about timing and budgets than your value. The key is to respond constructively and turn the setback into progress.

Don’t React, Reflect

Hearing “no” can sting, especially when you’ve built your case carefully. Take a breath, thank them for considering it, and ask if you can revisit the discussion later in the year. Remaining calm and professional keeps your credibility intact, and shows emotional intelligence, a key leadership trait in marketing roles.

Ask for Specific Feedback

If your manager can’t approve a salary increase now, find out why .

Is it budget-related?
Performance-related?
Linked to business performance?

Ask what specific outcomes, targets or metrics you need to meet to justify a future raise. Request clear goals, for example, “If I deliver X campaign results or take on Y responsibility, could we review my salary in six months?”

Negotiate Non-Financial Rewards

Money isn’t the only form of recognition. If budgets are frozen, explore:

Professional development – training, courses or conference attendance.
Flexible working – an extra remote day or adjusted hours.
Title or responsibility changes – a step up in scope that positions you for future promotion.
Performance reviews – agree to a shorter review cycle so you can revisit the conversation sooner.

In creative and digital environments, growth and exposure to new challenges often accelerate your value more than a one-off pay bump.

Check Your Market Value

If you’ve consistently taken on more responsibility without reward, it might be time to reassess your market worth. Salary benchmarks across marketing and digital roles vary hugely by specialism, for example, performance marketing and CRM roles often command 15–25% higher salaries than generalist positions.
We can share up-to-date insight from the Milton Keynes and surrounding markets to help you understand where you stand.

Keep the Conversation Open

End the discussion on a positive note: express appreciation, reiterate your commitment, and agree on a review date. Follow up in writing so there’s a record of your discussion and next steps.

Being proactive keeps the dialogue alive and reminds your employer that you’re invested and not disengaged.

When to Re-Evaluate

If you’ve consistently hit targets, delivered impact and still see no progression after multiple reviews, it may be time to look elsewhere. As marketing and digital recruiters, we regularly see talented professionals undervalued simply because their employers can’t adapt fast enough. Sometimes, a new chapter really is the right one.

Final Thought

A rejected pay-rise request doesn’t define your worth, it’s simply feedback on timing, priorities and budgets. The most successful marketers turn it into motivation: a plan to grow, learn and build leverage for the next conversation.

Get tailored salary benchmarking and career advice.

How To Ask For A Payrise

Wed, 12 Nov 2025 22:01:54 GMT

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Why It Matters

Talking about money can feel awkward but if your role has evolved, your results are measurable, and your salary hasn’t kept up, it’s time to start the conversation.

Marketing and digital roles move fast. New tools, new channels, and constant change mean the value you bring today is often far greater than when you first joined. According to Marketing Week’s 2024 Career & Salary Survey, nearly 60% of marketers feel underpaid compared to market rates , and one in three haven’t had a pay review in the past year. You can’t always control when those reviews happen but you can control how you prepare for them.

Tips for Asking the Right Way

Do your research
Check current benchmarks for your level and location as marketing salaries vary widely between in-house and agency roles, and between cities and regions. We can share up-to-date market insights across Milton Keynes, Bedford, Northampton and beyond to help you set a realistic target.

Build your case
This is your opportunity to show tangible impact. List clear, measurable achievements, for example:

“Increased paid social ROI by 42%”
“Delivered a new brand launch that boosted engagement by 25%”
“Implemented GA4 dashboards improving reporting efficiency by 30%.

Numbers make your value visible.

Choose your moment
Timing is everything. The best times to raise the conversation are during performance reviews, after a key campaign success, or once you’ve taken on new responsibilities. Avoid asking during busy project periods or company uncertainty, context matters.

Be confident, not apologetic
This isn’t about asking for a favour, it’s about aligning your reward with your contribution. Use positive, factual language: “I’d love to discuss how my responsibilities and performance could be reflected in my salary.”

Have a range in mind
Do your homework and go in with a range rather than a fixed number. Be realistic but aspirational, the data will help you back it up with confidence.

Employer Perspective

Good managers appreciate employees who know their worth, provided it’s backed by evidence. What they need is a clear, objective business case. When you demonstrate how your growth supports the company’s success, through revenue, retention, brand reach or efficiency, the conversation becomes collaborative, not confrontational.

Final Thought

You don’t have to navigate this conversation alone. If you’d like honest, market-led advice, we’ll help you benchmark your salary, prepare your case and approach the conversation with confidence.

Dealing With A Counter Offer

Wed, 12 Nov 2025 21:55:54 GMT

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Why More Money Isn’t Always the Answer.

Why It Matters

You’ve handed in your notice, and suddenly your employer makes a counter offer; a pay rise, a new title, maybe even promises of change. Tempting? Of course. But it’s rarely that simple.

In the marketing and digital world, where talent demand is high and good people are hard to replace, counter offers are increasingly common. According to CIPD data, almost half of UK employers made counter offers in 2024 to retain staff, and it's a commonly cited stat (though hard to locate it's origins!) that four in five employees who accept them still leave within 12 months . Whilst it's hard ot back that number up with exact data, in 20+ years of recruiting within market I can say with certainty that well over half of the candidates I've known to accept a counter offer have quickly come to regret their decision.

So, before you decide, it’s worth taking a step back and thinking about why you were ready to move in the first place.

Things to Consider Before Accepting

Why now?
If your employer is only recognising your value when you resign, what’s really changed? Genuine appreciation and progression shouldn’t need a resignation letter to prompt action.

Beyond salary
In marketing and digital roles, money matters, but it’s rarely the only reason people move. If your motivation was to find a better culture, greater growth opportunities, flexibility or recognition, a pay rise won’t fix those things long-term.

Career progression
Does staying where you are align with your bigger goals? Sometimes, a counter offer can keep you comfortable but comfort can also mean career stagnation. Will this role challenge you and help you evolve, or simply delay the inevitable?

Employer perception
Even if you accept and stay, relationships can shift. Some managers may (consciously or not) question your long-term loyalty or readiness to leave again.

Market reality
Right now, the marketing and digital job market is competitive but opportunity-rich for the right skillsets, from performance marketing and CRM to content, brand and analytics. The skills that made you valuable enough for a counter offer are likely the same ones that will open doors elsewhere.

The Statistics

80% of employees who accept a counter offer supposedly still leave within 12 months (widely stated, original source unknown!)
45% of employers in the UK made counter offers in 2024 to retain key talent (CIPD).
The main reasons professionals still go on to leave: lack of development ( 39% ) , poor leadership ( 29% ) , and limited flexibility ( 27% ) .

Our Advice

Before you even start interviewing, be crystal clear on what’s driving your move. Is it growth? Culture? Flexibility? Pay? Once you’ve defined your priorities, you’ll be able to make a decision based on what really matters not emotion or pressure in the moment. If your search for a new role is driven purely by salary, broach the possibility of a payrise with your existing employer before you commence the job hunt.

And if a counter offer does come your way, talk it through with someone objective!

Final Thought

A counter offer can feel flattering, but it’s not always progress, sometimes it’s just a pause. If you’re unsure what to do next, we’ll help you weigh up the pros and cons and look at the bigger picture for your career.

Book a confidential career chat

Common CV Mistakes To Avoid

Tue, 11 Nov 2025 00:16:32 GMT

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Why It Matters

A great CV gets you through the door but too many strong candidates miss out because of small, easily avoidable mistakes.

In marketing, digital and creative roles, first impressions count. Recruiters and hiring managers scan CVs in seconds, looking for clarity, credibility and relevance. Here’s how to make sure yours ticks every box.

Mistakes to Watch Out For

�� Too generic
Sending the same CV for every role is a missed opportunity. Tailor it to reflect the specific skills, tools and language of the job description so it feels written for them.

�� Task lists instead of results
Hiring managers don’t just want to see what you did, they want to see what you delivered. Replace task lists with achievements: “Increased website conversion by 22% through UX redesign” says far more than “Managed website updates.”

�� Not addressing career gaps
You don’t need to overexplain or apologise for breaks in your career but you should acknowledge them briefly. A short, confident line like “Career break for personal development” or “Freelance and project work during transition period” signals transparency and control. Gaps only raise red flags when they’re left unexplained; handled simply, they show self-awareness and professionalism.

�� Not Including month you started and finished every role
Always include both the month and year for when you started and finished each role. Leaving them out can cause confusion, a job listed as “2022–2023” could mean anything from two months to two years. Employers and recruiters want clarity and consistency; showing exact months demonstrates transparency and gives a more accurate picture of your experience.

�� Forgetting your personal paragraph
Include a short (3–4 line) personal summary at the top of your CV, your elevator pitch. Highlight what you do, what you’re great at, and what you’re looking for next. It sets the tone and brings your story together.

�� Missing keywords and core skills
Recruiters (and applicant tracking systems) scan CVs quickly for relevant skills. Make sure your core skills, the channels, tools and specialisms you’re strongest in are visible at the top of your CV. Consider using a short “Core Skills” or “Expertise” section, or weave them naturally into your personal summary. These keywords don’t just catch a recruiter’s eye; they also help your CV rank higher when recruiters are searching databases for candidates with your expertise.

�� Listing GCSEs in full
There’s no need to list every GCSE subject and grade, it’s rarely relevant. A simple line like “9 GCSEs including English and Maths” is enough. If you didn’t get great results, don’t draw attention to them. Focus instead on your professional experience, achievements and upskilling since then. Education should support your story, not distract from it.

�� Too much detail
More than two pages isn't a negative if the content is strong, but don’t fill space for the sake of it. Focus on relevance, not volume.

�� Poor formatting
Inconsistent fonts, cramped layouts or over-designed CVs are distracting. Use a clean, easy-to-read structure; clear headings, bullet points and plenty of white space.

�� Missing key tools and platforms
Don’t forget your digital stack: GA4, HubSpot, Salesforce, Meta Ads Manager, Canva, Mailchimp, Adobe Creative Suite, list what’s relevant.

�� Typos, spelling and formatting slip-ups
It sounds simple, but these small details can seriously undermine credibility. Always proofread and be consistent. That means:

Use UK English (organise, specialise, analyse and not organize, specialize, analyze).
Check spacing, fonts and alignment.
Be consistent with punctuation, either end all bullet points with full stops or don’t. Mixing styles looks careless.

For marketing, comms and creative roles, where brand accuracy matters, this level of polish can make or break a first impression.

�� Including your date of birth
You don’t need to include your date of birth, and you shouldn’t. Under the Equality Act, employers and recruiters must avoid age discrimination. Modern CVs are about skills, experience and value, not personal details. Leaving it out helps ensure a fairer, unbiased recruitment process.

Employer Perspective

Hiring managers typically spend 6–8 seconds scanning a CV before deciding whether to read further. The best ones stand out because they’re relevant, readable and results-focused, not flashy.

Final Thought

Your CV doesn’t have to be clever, it just has to be clear. Keep it honest, keyword-optimised and focused on the value you bring.

If you’d like an honest, constructive review of your CV, we’ll tell you what’s working, what’s not, and how to make it stand out for all the right reasons.

Upload your CV for feedback

10 Things You Should Ask In An Interview

Mon, 10 Nov 2025 23:36:10 GMT

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The 10 Questions You Should Always Ask at Interview

Why It Matters

An interview isn’t just about answering questions, it’s your opportunity to discover whether the role, team and culture truly fit you. The best candidates don’t just perform well; they ask insightful, relevant questions that show curiosity, confidence and long-term thinking. And remember: asking questions isn’t just polite, it’s strategic. It shows you’ve done your research and that you’re genuinely invested in understanding how you could add value.

Before You Start: Know the Process

Before your interview, check with your recruiter how many stages are involved and who you’ll be meeting.

If it’s a one-stage process , you may only have this one chance to show the full depth of your skills and curiosity so don’t hold anything back. If it’s a multi-stage interview, tailor your questions to each round, from big-picture strategy in the first meeting to specifics about team culture or performance expectations later on.

10 Smart Questions to Consider

How will success be measured in this role?
→ Shows you’re thinking about results, not just responsibilities.
What are the immediate priorities for the first 3–6 months?
→ Helps you understand what success looks like early on.
How does this role fit within the wider marketing/digital team?
→ Demonstrates curiosity about collaboration and structure.
What are the company’s biggest marketing or brand challenges right now?
→ Positions you as commercially aware and forward-thinking.
How do you see the role evolving over time?
→ Shows long-term interest and ambition.
What marketing tools or platforms does the team currently use?
→ Smart for marketers and digital professionals who want to understand processes and tech stacks.
How does the company support training and professional development?
→ Indicates growth mindset and genuine interest in progression.
What’s the culture like day-to-day?
→ Signals you value balance and team dynamics, not just job titles.
Can you share an example of a recent campaign or project that went well (and why)?
→ Invites conversation about results and success stories.
What are the next steps in the interview process?
→ Shows confidence and clarity about what happens next.

�� Pro Tip: How (and When) to Ask

Don’t save all your questions until the end. Sprinkle them naturally throughout the conversation, it creates a more relaxed, two-way dialogue.

If you reach the end and the interviewer says, “Do you have any questions for us?”, don’t say “I think you’ve covered everything.”

Even if your prepared questions were answered earlier, take a moment to say:

“I had a few questions written down that you’ve actually covered, which is great. But I’d love to know a bit more about…”

It shows thought, curiosity, and preparation and leaves a far stronger impression than a polite wrap-up.

�� Use Your Recruiter

Your recruiter knows the business, the people you’ll meet, and what matters most to them. Ask them which questions are most likely to impress or reveal useful insight. They can help you prioritise what to ask, and sometimes what not to ask, so you come across polished, informed and confident.

�� Tone, Energy & Body Language Matter Too

Whether your interview is in person or on Teams, how you ask questions is just as important as what you ask.

Keep your tone warm, professional and genuinely curious.
Maintain good eye contact (or camera contact).
Listen actively, nod, smile and engage.
Avoid firing off questions too quickly; treat it as a conversation, not a checklist.

Final Thought

Asking questions isn’t just about getting answers, it’s your chance to stand out as prepared, curious and thoughtful. The right questions show that you’ve done your homework and that you’re already thinking like part of the team.

�� [Talk to us for more interview prep] — we’ll help you identify what to ask, how to ask it, and make every interview conversation count.

Interview Tactics That Work

Mon, 10 Nov 2025 23:28:36 GMT

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Why It Matters

Interviews can feel daunting, especially in today’s competitive marketing and digital job market, where more candidates are applying for fewer roles. The good news? Preparation and presence give you the edge.

Whether you’re meeting face-to-face or over Teams or Zoom, interviews aren’t just about experience; they’re about connection, confidence and curiosity.

Tactics to Try

Do your homework
Go beyond the company website. Research their campaigns, tone of voice, social presence and competitors. Look at their recent press releases, client wins or brand updates, this gives you insight into their priorities and shows genuine engagement.

Understand the interview process
Before the day, ask your recruiter how many stages there are and who you’ll be meeting. It’s key to know whether this is a one-stage decision or the first of several rounds. If it’s a single-stage interview, don’t hold anything back, make sure you bring your strongest examples, demonstrate results and cover everything you’d want them to know.

Use your recruiter
Your recruiter knows the business, the people and how interviews tend to play out. They can guide you on what the hiring manager values most, which examples will resonate and how to navigate tricky questions. A quick prep chat can make all the difference.

Tailor your examples
Use the STAR method — Situation, Task, Action, Result — to keep answers focused and outcome-driven. Marketing and creative roles are about impact, so use data, engagement metrics or campaign results to back up your story.

Show adaptability
Digital, creative and marketing landscapes evolve constantly. Be ready to share how you’ve adapted — new tools, changing trends or shifting business goals. Agility is a key selling point.

The Power of Tone, Energy and Body Language

Whether it’s in-person or via Teams, how you communicate matters as much as what you say.

Energy counts: Match the interviewer’s pace and enthusiasm, but don’t overdo it. Show natural warmth and interest.
Body language: Sit upright, maintain good eye contact (or camera contact), smile, and use open gestures. Avoid crossing your arms or looking distracted.
Tone: Keep it conversational and confident. Marketing and creative roles value personality, so let yours come through.

Video Call Etiquette

Online interviews are now the norm but they come with their own challenges.

Test your tech, lighting and sound beforehand.
Find a quiet, well-lit space with a neutral background.
Keep notes nearby but don’t read from them, glance if needed, but stay engaged.
Look into the camera when speaking, not at your own image.
Don’t be afraid to show personality, warmth and energy still translate digitally.

Asking Smart, Impactful Questions

One of the biggest missed opportunities in interviews is how candidates handle the “Do you have any questions for us?” moment.

Saying, “I think you’ve covered everything” might sound polite but it can come across as disengaged. This is your chance to demonstrate how much thought and research you’ve done.

Prepare a list of 3–5 well-researched questions in advance. Write them down and bring them with you. That way, even if most are answered naturally during the conversation, you can show the interviewer that you’d prepared thoroughly.

Examples of strong questions:

“How do you measure success for this role over the first six months?”
“How does marketing work with other teams, such as sales or product?”
“What’s next for the brand’s digital strategy?”
“What are the biggest challenges the team is focusing on right now?”

If by some miracle every question is answered, thank them for being so thorough and mention that you’d prepared several questions that have now been covered. It shows curiosity and effort, two qualities every employer values.

Common Mistakes to Avoid

�� Overusing jargon or buzzwords.
�� Focusing only on “we”, remember to highlight your individual contribution.
�� Not preparing questions, it signals lack of curiosity.
�� Monotone delivery, energy and engagement go a long way.

Final Thought

Remember: interviews are a two-way conversation, not an interrogation. You’re assessing them as much as they’re assessing you.

Lean on your recruiter as they’re your inside guide to the business, the culture and the people you’ll be meeting. They’ll help you prepare, build confidence and show the best version of you on the day.

Book an interview prep session — we’ll help you feel ready, relevant and genuinely yourself.

How to Create The Perfect Portfolio

Mon, 10 Nov 2025 23:14:17 GMT

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Why It Matters

In marketing, design and digital roles, your portfolio is your proof. It’s how you show not just what you’ve done, but how you think, solve problems and deliver results.

A great portfolio tells your professional story in a way your CV can’t. It brings your experience to life and shows potential employers what you’re truly capable of.

Tips to Build a Standout Portfolio

Curate, don’t cram
Select your strongest 6–10 pieces, the ones that best reflect your range, creativity and commercial impact. A smaller, well-curated portfolio will always say more than a long list of everything you’ve ever worked on.

Tell the story behind the work
For each project, include a short summary:

What was the brief or challenge?
What was your role?
What impact did the work have?

This helps employers understand how you think and what you contributed.

Only include work you can own and discuss
If you weren’t directly involved in creating a piece, or can’t confidently talk about your role in it, leave it out. Hiring managers value honesty and authenticity and they’ll often ask about your specific contribution in interviews.

Make it easy to find
Add a clear, clickable link to your portfolio at the top of your CV. Whether it’s a personal website, a Behance page or a Notion showcase, make sure the link works and looks professional.

Choose the right format for your discipline

Designers & creatives: Behance, Adobe Portfolio or a personal website (Squarespace, Wix, WordPress) offer clean, visual layouts.
Digital marketers: Try Canva or Notion to present case studies with screenshots, campaign dashboards and before/after metrics.
Content & comms pros: A Substack or personal blog is a great way to show your voice and storytelling ability.

Whatever you choose, check it loads quickly, looks great on mobile, and reflects your personal brand.

�� Keep it relevant
Showcase the kind of work you want to do more of. If you’re moving from agency to in-house (or vice versa), select projects that demonstrate collaboration, commercial thinking and adaptability.

♻️ Refresh regularly
Outdated portfolios suggest you’re not active. Aim to review and refresh twice a year, swap in new projects, update results, and remove older work that no longer represents your level or direction.

From an Employer’s Perspective

Hiring managers want to see process as well as polish. Don’t just upload the final creative, include the thinking behind it.

Highlight how you:

Developed the concept or strategy
Collaborated across teams or clients
Drove measurable results (engagement, conversion, ROI, awareness)

That’s what turns a “nice portfolio” into one that genuinely stands out.

Final Thought

Your portfolio is more than a highlight reel, it’s your brand story in action. Make it honest, make it relevant, and make it reflect where you want to go next.

Need a second opinion?
�� [Contact us for feedback] — we’ll help you shape a portfolio that truly represents your talent and gets noticed for all the right reasons.

How To Write A High Impact CV

Mon, 10 Nov 2025 22:51:31 GMT

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Why It Matters

Your CV is your shop window and in the marketing, digital and creative world, employers aren’t just scanning for responsibilities; they want proof of impact and delivery. A high-impact CV should tell your story with clarity and confidence, showing exactly how you’ve delivered results, not just carried out tasks.

In 2025, with so many applications filtered through AI screening tools, getting your CV right matters more than ever. It’s about balance, staying authentic while using technology to help you stand out.

How to Optimise Your CV (and Use AI Effectively)

Tailor it for every role.
Mirror the skills and language in the job description, particularly around channels, tools, and performance metrics. You can use AI to help analyse a job ad and identify key terms to include (for example, using ChatGPT or an AI CV assistant). Just make sure the final wording still sounds like you as hiring managers and recruiters can spot copy-paste text a mile off.

Focus on achievements, not tasks.
Quantify your impact where possible, for example swap “Managed PPC campaigns” for “Improved PPC ROI by 35% on a £50k monthly budget.” Data gives credibility and shows real value. Add in an achievements section under your last few roles to leave the reader in no doubt that you do and have delivered results.

Show transferable skills.
If you’re moving between agency and in-house, highlight adaptability, stakeholder management and cross-functional collaboration. These soft skills matter just as much as technical ones.

Structure clearly — but don’t obsess over two pages.
The “two-page rule” is dated. If your experience genuinely adds relevance or evidence of results, it’s fine to go to three pages. Just keep the layout clean, headings logical, and formatting easy to scan.

Let AI enhance — not replace — your CV.
AI can help polish structure, grammar, or keyword optimisation, but keep your authentic tone. Use tools to refine, not rewrite, and double-check that metrics, dates and job titles stay accurate.

Show creativity with clarity.
For design-led CVs, visuals should enhance and not hide your story. Keep colour, layout and fonts simple so your achievements still shine.

Mistakes to Avoid

�� Generic phrases like “marketing guru” or “results-driven professional unless supported with data to prove it!
�� Listing every job you’ve ever had, instead focus on the last 10 years or most relevant experience. If you feel anything prior to this is worth including, do but stick to a short line or two detailing responsibilities or achievements rather than wordy paragraphs.
�� Forgetting digital tools: employers love to see familiarity with HubSpot, GA4, Meta Ads Manager or other platforms that prove your expertise.

Final Thought

A standout CV is one that sounds like you, professional, confident, and full of evidence that you deliver. Use AI to enhance, not overtake, your story. And remember: if what you’re including adds value and context, it deserves a place on the page, even if that takes an extra one.

Not sure if your CV is hitting the mark?
Upload your CV and we’ll give you honest, constructive feedback to help you stand out for all the right reasons.

The Rise of Remote Work and the Impact on Recruitment

Mon, 27 Nov 2023 09:36:35 GMT

The COVID-19 pandemic has accelerated the trend towards remote work, with many companies now offering permanent remote work options. This shift has had a significant impact on the recruitment process, opening up a wider pool of talent while also presenting new challenges.

Expanded Talent Pool

Remote work has broken down geographical barriers, allowing companies to access a global pool of talent. This can be a huge advantage, enabling employers to hire the most qualified individuals for their positions, regardless of location. However, it also means that companies face increased competition from organisations all over the world. Recruiters need to find ways to effectively stand out from the crowd and attract top talent in this increasingly competitive landscape. If you’re looking for help with recruitment, Next Chapter specialise in marketing, digital and PR recruitment in Milton Keynes. Contact our team today and see how we can help you through the recruitment process.

Virtual Recruitment

Traditional in-person interviews and face-to-face interactions have largely been replaced by virtual meetings. Video conferencing platforms have become essential tools for recruiters, enabling them to conduct interviews, assess candidates’ skills, and build rapport remotely. However, this shift has also required recruiters to adapt their interviewing techniques and develop new strategies for evaluating candidates virtually.

Building Trust and Effective Communication in a Remote Environment

Remote work has created new challenges in terms of building trust and maintaining effective communication. Recruiters need to be more proactive in engaging with candidates and providing regular updates throughout the hiring process. They also need to find ways to foster a sense of connection and belonging, even in the absence of face-to-face interaction.

The Evolving Role of Recruiters in the Remote Work Era

In the remote work era, recruiters are playing an increasingly critical role in helping companies adapt to the changing landscape of talent acquisition. They need to be skilled in using technology, adept at virtual communication, and able to navigate the complexities of remote onboarding and training. Recruiters who can effectively address these challenges will be in high demand as companies continue to embrace remote work arrangements.

The Future of Recruitment

The future of recruitment is likely to be a hybrid approach, combining the best practices of both in-person and remote recruitment. Companies will continue to utilise virtual tools to reach a wider pool of talent, but they will also recognise the value of face-to-face interaction for building relationships and assessing cultural fit. Recruiters who can effectively manage this hybrid approach will be well-positioned to succeed in the years to come.

The rise of remote work has undoubtedly transformed the recruitment world, presenting both opportunities and challenges. Recruitment companies who can adapt to this changing dynamic and embrace new technologies will be essential in helping companies attract, retain, and develop top talent in the remote work era. At Next Chapter we continue to adapt our recruitment methods to ensure we enrol the best candidates. If you’re looking for a creative recruitment agency, get in touch today.

Next Chapter Recruitment

The Importance of Soft Skills When Recruiting

Mon, 23 Oct 2023 09:43:48 GMT

It’s not just technical skills and qualifications that determine success. Increasingly, employers are recognising the vital role that soft skills play in the workplace. Among these essential skills, emotional intelligence (EQ) has emerged as a critical factor in personal and professional growth. In this blog post, we’ll explore the soft skills revolution, look at why emotional intelligence matters so much in the modern workforce, and consider its significance, particularly in the Milton Keynes job market.

At Next Chapter Recruitment we specialise in marketing, digital and PR recruitment in Milton Keynes . If you’re looking for a marketing agency in Milton Keynes , get in touch with our team today.

What is Emotional Intelligence (EQ)?

Emotional intelligence refers to the ability to recognise, understand, manage, and use emotions effectively in interpersonal interactions. This includes self-awareness, self-regulation, empathy, social awareness, and relationship management. Employees with high EQ are more attuned to their emotions and those of others making them more adaptable in the workplace.

Communication and Collaboration

Effective communication and collaboration are foundational in any workplace. Employees with high emotional intelligence excel in these areas. They can empathise with their colleagues, listen actively, and convey their ideas clearly and persuasively. This leads to improved teamwork and better problem-solving, ultimately enhancing organisational performance

Conflict Resolution

Conflict is inevitable in any workplace, but how it’s managed can make all the difference. Individuals with high EQ can handle conflicts more constructively. This not only reduces workplace tension but also creates a more harmonious work environment.

Leadership and Decision-Making

Leadership is no longer solely about authority and expertise, effective leaders must possess emotional intelligence. They inspire and motivate their teams by connecting on a personal level, understanding their team members’ strengths and weaknesses, and providing constructive feedback. Leaders with high EQ are also more adept at making well-informed, empathetic decisions that benefit both the organisation and its employees.

Adaptability

Individuals with high emotional intelligence are more adaptable and open to change. They view challenges as opportunities for growth, maintain a positive attitude, and encourage innovation within their teams. This adaptability is particularly valuable in industries that undergo rapid technological advancements, a common occurrence in Milton Keynes ‘ forward-thinking job market.

Customer Relations

For businesses in Milton Keynes, customer satisfaction is paramount. Employees with emotional intelligence excel in customer-facing roles, as they can connect with clients on a deeper level, understand their needs, and provide personalised solutions. Satisfied customers are more likely to become loyal advocates, driving business success—something every organisation in the thriving Milton Keynes job market strives for.

In Milton Keynes’ active job market, soft skills, particularly emotional intelligence (EQ), are crucial. People who work on improving their EQ will be better prepared to succeed in this dynamic job market. Employers in the city that understand the importance of soft skills will build strong teams and boost organisational success. As the workplace changes, EQ remains essential for personal and professional growth, making it a valuable skill for those aiming to excel.

If you’re looking for a creative marketing agency in Milton Keynes , let Next Chapter discover the ideal candidate for you. Contact our team who specialise in marketing, digital and PR recruitment in Milton Keynes and the surrounding areas.

Next Chapter Recruitment

Decoding Job Seekers’ Wishlist: Exploring Factors Beyond Salary

Wed, 20 Sep 2023 09:50:24 GMT

In today’s world job seekers are rewriting the playbook on what they value most in a job. While salary has historically held a position of utmost importance in career decisions, a seismic shift is occurring.

An ever-growing cohort of individuals is recognising that job satisfaction isn’t solely measured by the digits on a paycheck. Instead, they are acknowledging the significance of a more holistic set of criteria when assessing potential job opportunities . Salary, undoubtedly, remains a pivotal factor – it’s a necessity, addressing our basic needs, ambitions, and dreams.

Work-Life Balance

In a fast-paced world, the need for work-life balance has taken center stage. Job seekers are looking for employers who understand the importance of a harmonious life outside of work. Flexible work hours, remote work options, and generous holiday policies are all elements that contribute to achieving this delicate balance.

Professional Growth and Development

Career growth and development opportunities are no longer optional but expected by job seekers. They seek employers who invest in their employees’ professional development, offering training, mentorship programs, and a clear path for advancement within the organisation.

Company Culture

Company culture has become a make-or-break factor in job seekers’ decisions. They want to work in environments that align with their values and offer a sense of belonging. A positive, inclusive culture fosters collaboration and job satisfaction.

Meaningful Work

Job seekers are increasingly drawn to roles that provide a sense of purpose. They want to contribute to something meaningful and make a positive impact on society or the environment. Companies that demonstrate a commitment to social responsibility and sustainability are particularly attractive.

Health and Well-being

The COVID-19 pandemic has elevated the importance of health and well-being. Job seekers prioritise employers who prioritise their physical and mental health. Comprehensive healthcare benefits, mental health support, and wellness programs are all highly valued.

Commute and Location

The daily commute can significantly impact job satisfaction. Job seekers are considering not only the job itself but also the location and ease of commuting. Companies located in accessible areas or offering remote work options have a competitive edge.

Job Security

Amid economic fluctuations and uncertainty, job security is a pressing concern for job seekers. They look for employers who offer stability and a strong commitment to retaining their workforce, even in challenging times.

Diversity and Inclusion

Diversity and inclusion have moved to the forefront of job seekers’ priorities. They want to work for organisations that champion diversity and foster an inclusive environment where every individual’s voice is heard and valued.

In the ever-evolving landscape of employment, job seekers are increasingly adopting a holistic approach when evaluating job opportunities. While salary remains significant, other factors such as work-life balance, professional growth, company culture, meaningful work, health and well-being, commute, job security, and diversity and inclusion play pivotal roles in their decision-making process.

Employers who understand and cater to these multifaceted desires are more likely to attract and retain top talent in today’s competitive job market. In this quest for the ideal workplace, job seekers are sending a clear message: there’s more to a job than just a pay check, and it’s time for employers to listen and adapt.

Next Chapter specialise in digital recruitment Milton Keynes , PR and marketing recruitment in Northampton and the surrounding areas. Get in touch with our team today to find out more about how we can help you find the perfect candidates. You can find a list of our current roles here.

Next Chapter Recruitment

Rethinking CV Red Flags When Recruiting

Tue, 29 Aug 2023 09:54:02 GMT

In the not-so-distant past, a common belief held among employers was that a stable and linear job history on a CV was the gold standard for hiring. A series of job changes or gaps in employment were often seen as red flags, signalling a lack of commitment or reliability. However, the unprecedented events of the past few years, including the global pandemic and economic turmoil, have reshaped the way we view career paths and the CVs that reflect them. It’s time to rethink the notion of CV red flags and consider the broader context in which career decisions are made.

The Pandemic's Ripple Effect

When the COVID-19 pandemic hit, it sent shockwaves through economies worldwide. Businesses shut down, industries were disrupted, and millions faced job losses. In such an environment, many professionals found themselves in the position of having to adapt quickly to stay afloat. This often meant pivoting to new roles, freelance work, or even taking on temporary positions to make ends meet.

In the pre-pandemic era, these shifts might have been viewed as questionable on a CV. But in the aftermath of such a global crisis, they represent resilience, adaptability, and survival instincts. Instead of dismissing candidates with multiple job changes, employers are now recognising the ability to navigate uncertainty as a valuable skill.

Economic Realities and Career Choices

The economy’s downfall over the past few years has also played a significant role in shaping career paths. Companies have downsized, restructured, and made tough decisions to remain competitive. As a result, loyal employees who once planned to climb the corporate ladder within a single organisation were often left with no choice but to explore new avenues.

Furthermore, the gig economy has surged, offering flexible work arrangements that allow professionals to balance multiple roles or projects. This has led to the rise of contractors, freelancers, and consultants, all of whom may have non-traditional CVs. Rather than interpreting these changes as a lack of commitment, employers are beginning to appreciate the diverse skills and experiences these individuals bring to the table.

At Next Chapter we specialise in Digital, PR and marketing recruitment in Milton Keynes, Northampton and Marketing recruitment in bedford and Traditionally, marketing roles were sought-after for their stability and potential for long-term growth within a single company. However, the disruptive forces of recent years have led to a shift in the industry. As marketing strategies adapt to the digital landscape and consumer behaviours change rapidly, the demand for versatile and adaptable professionals has surged. Marketing candidates with jumpy CVs now embody the very qualities that are crucial in navigating this dynamic terrain. Their diverse experiences could translate to an ability to craft innovative campaigns, respond swiftly to emerging trends, and seamlessly pivot strategies as needed.

A Shift in Mindset

Employers are gradually realising that a CV is no longer a linear progression from job to job. Instead, it’s a reflection of a candidate’s journey through an ever-evolving professional landscape. Jumpy CVs are not necessarily indicative of a flaky candidate; they can reveal a person’s willingness to embrace change, learn quickly, and take calculated risks. As hiring managers reassess their approach, a few key principles can guide their decision-making process:

Value Transferable Skills: Candidates with varied experiences often bring a wealth of transferable skills from different industries and roles. These skills can contribute to innovative thinking and fresh perspectives within a company.

Embrace Adaptability: The ability to thrive in a dynamic environment has become crucial in today’s world. Professionals who have navigated uncertainty with grace can be assets during times of change within an organisation.

Consider the Whole Story: Instead of focusing solely on gaps or frequent job changes, employers should engage candidates in conversations that help them understand the reasons behind these choices. Life events, personal growth, and changing priorities can all contribute to a diverse career path.

Prioritise Learning Agility: Candidates who have been exposed to various roles are often quick learners. They’ve had to adapt to new situations and acquire new skills on the fly, which can be invaluable in fast-paced industries.

In conclusion, the pandemic and economic shifts have reshaped career paths in profound ways. It’s time for employers to evolve their hiring mindset, moving away from viewing jumpy CVs as red flags and instead recognising the strengths that come with adaptability and resilience. As we move forward into an era defined by change, embracing candidates with diverse experiences could be the key to unlocking innovation and success within organisations.

Next Chapter specialises in marketing, PR and digital recruitment in Milton Keynes . For more information on potential job roles contact our team today. Alternatively, if you have a position to fill, contact our team to discuss your PR, digital or creative marketing recruitment needs.

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Understanding the Factors Behind Contract Workers’ Thinking About Switching to Permanent Roles

Mon, 24 Jul 2023 09:59:12 GMT

The transition from contract work to permanent roles has become a noticeable trend in the job market. In this article we’ll look at the underlying factors driving contract workers’ contemplation of moving to permanent employment. From changes in tax legislation to economic uncertainties and shifting employer demands, contract workers are facing new challenges that have made the market tougher.

Let’s look into the reasons behind this and explore how contract workers are navigating these changes in pursuit of long-term stability and a better work-life balance.

Why are people switching to permanent employment?

The appeal of stability and security often stands at the forefront of contract workers’ considerations. While contract work offers flexibility and variety, it often lacks the long-term certainty that comes with permanent employment . The unpredictable nature of contract assignments and the possibility of periods of unemployment leave individuals yearning for the stability, steady income, and peace of mind that permanent roles provide. At a point in time when the cost of living is rising significantly, income stability is becoming more important and people are looking for ways to ensure they don’t have prolonged periods without work.

Another crucial factor that influences contract workers’ contemplation of permanent roles is access to comprehensive employee benefits. Contract workers frequently miss out on benefits such as health insurance, retirement plans, paid time off, and other perks that are typically associated with permanent employment. The appeal of a complete benefits package is becoming more significant as it enhances an individual’s financial well-being and quality of life.

Additionally, career development opportunities play a significant role in the decision-making process. Contract workers often seek a clear path for professional growth, skill development, and training programs that are more readily available in permanent roles. The structured framework of permanent employment, with potential promotions and increased responsibilities, provides the desired platform for long-term career advancement.

Work-life balance is another factor that drives contract workers to contemplate permanent roles. If we consider the demanding nature of contract work, characterised by irregular schedules and long hours, this can leave people with a desire for a better work-life balance. Including regular working hours and the ability to plan personal obligations. This becomes a consideration when evaluating a transition to permanent public recruitment employment .

Are Contract Workers Better off Financially?

Financial considerations cannot be overlooked when looking at contract workers’ motivations. While contract work can offer higher hourly rates, the absence of certain financial benefits may offset these gains. Permanent roles often come with employer contributions to retirement savings, paid leave, and other financial incentives that contribute to long-term financial security.

In addition to this, the implementation of IR35 legislation in the United Kingdom has played a significant role in reshaping the contract work landscape. IR35 legislation, also known as the Intermediaries Legislation, is a tax law in the United Kingdom aimed at tackling tax avoidance.

The legislation determines whether a contractor should be classified as an employee for tax purposes, based on the nature of their working relationship with the client. If a contractor is found to fall within the scope of IR35, they are required to pay taxes as if they were an employee but do not have any statutory employment rights.

What are the advantages of contract work?

It is important to acknowledge that individual circumstances and preferences may vary, and not all contract workers are looking to pursue permanent roles. Some may genuinely prefer the flexibility and autonomy that contract work offers, while others may have industry-specific demands or specific career goals that align better with contract engagements. Nonetheless, understanding the factors discussed above sheds light on the motivations of contract workers who contemplate transitioning to permanent roles.

In conclusion, the decision to shift from contract work to permanent employment is influenced by multiple factors, including stability and security, access to employee benefits, career development opportunities, work-life balance considerations, and financial aspects. By comprehending these driving forces, we gain valuable insights into the evolving dynamics of work and the career choices made by contract workers as they navigate their professional journeys.

Are you looking to make the transition from contract to permanent work? If you’re looking for digital, PR or creative jobs in Milton Keynes , Next Chapter Recruitment can help you. We also offer marketing recruitment in Luton , Bedford , Milton Keynes, Northampton and beyond. Take a look at our current creative jobs in Milton Keynes and the surrounding regions.

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Breaking Down Age Barriers: Tackling Ageism in Recruitment

Tue, 13 Jun 2023 10:07:28 GMT

With the increase in retirement age, individuals are finding themselves having to work well into their 60s. The main reason for this is financially people cannot afford to retire early. However, due to the improved health of the nation, people are also working longer simply because they want to!

The problem that many older workers face is the issue of ageism in the workforce. People with decades of experience are being undervalued and overlooked with companies opting to train up younger workers instead. The reason they’re rejected? For being ‘too experienced.’ Translation – they’re too old. As shocking as it may be, unfortunately, ageism is still very much a concern in recruitment and something that we need to tackle.

According to the Centre for Ageing Better , more than a third of 50-70 year olds feel they are at a disadvantage when applying for jobs due to their age.

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What is ageism?

Ageism or age discrimination is when you’re treated unfairly solely based on your age. The Equality Act 2010 protects workers from age discrimination in all aspects of employment including recruitment for marketing jobs in bedford and employment terms. However, age discrimination is still very much prevalent and older workers find themselves struggling to secure jobs.

Many have the unfair opinion that the older generation have had their time to be successful and that opportunities should be given to younger people. They may also consider older people to be out of touch or lacking the necessary skills in today’s rapidly changing world. It’s this kind of bias that needs to end. This blog is going to take a look at the benefits of having an age-diverse workforce and what you can do to boost your chances of being hired if you’re an older job candidate.

Why does age diversity in the workplace matter?

Older workers have decades of experience in Marketing Jobs northampton and expertise. If you don’t have a pool of experienced older workers, your company can be at a disadvantage. Older generations are a valuable asset bringing wisdom that younger employees may not have.

Having age diversity in your workplace is an important aspect of an inclusive company. This allows for different perspectives, experiences and knowledge. You’ll have a more balanced and representative marketing workforce. Employing a range of different generations of workers brings together individuals from diverse backgrounds and skills. You’ll get different approaches to problem-solving and decision-making with fresh ideas and insights from each age group.

Multigenerational workplaces create a collaborative hub of diverse ideas. Each person brings a different talent and perspective to the table. It also gives the opportunity for knowledge sharing and transfer. This goes hand in hand with creating a platform for mentorship – and this can work both ways. Older generations can impart wisdom of experience in the industry and the younger generation can introduce new trends or technologies. All ages have the opportunity to teach one another.

Research shows that productivity increases when you have a mixed-age workplace. OECD iLibrary state that older workers can boost productivity by 1.1%. They also highlight that employee turnover is 4% lower at firms that have a 10% higher share of workers older than 50, suggesting that perhaps older generations are more loyal to companies.

By having a diverse range of ages in your company, you’ll be fostering a positive organisational culture. Employees will feel more valued, respected and included which leads to improved job satisfaction.

What can I do to be an age-friendly employer?

Awareness and action are key to tackling ageism. It’s imperative to shift the perception and value attributed to older workers in the job market to eliminate age as a hindrance for individuals seeking employment.

Become an age-friendly employer and make sure older workers feel valued and respected in the workplace. One way of doing so is to include inclusive language and imagery in your job specifications. Resist adding terminology like ‘recent graduate’ or ‘fast-paced,’ in your recruitment process. Instead use neutral terms like ‘knowledgeable’, ‘dependable’, ‘proactive’ or ‘driven.’ These terms can be attributed to both young and old candidates.

Your company could create and implement an anti-discrimination policy. This gives a clear message that age is not a factor in your workplace. You want to offer fair opportunities and promotions to every age group.

Don’t limit your job advertising to only LinkedIn or Facebook. Older age groups may be less active online and thus will not discover the same job opportunities as younger generations. In fact, Facebook came under fire in recent years for targeting their job adverts to certain ages and genders, screening out older applicants. This just highlights how much of an issue ageism still is in the recruitment process. Ensure you advertise your job across a wide range of media types so you attract a diverse age range.

You could be proactive and ask your current over 50s employees what they want to see in your company. Alternatively, you could send out an anonymous survey to see how people view your company’s stance on ageism. If they highlight issues, take action to rectify this. Make sure your incentives such as flexible working and healthcare are attractive to all age groups.

Are you an employee looking to recruit new staff? Next Chapter Recruitment can support you in finding the ideal candidate. We offer marketing recruitment in Northampton , Marketing recruitment in Bedford , Marketing Jobs in Luton , Milton Keynes and the surrounding areas. We place the right candidates in PR Job , digital and marketing jobs in Milton Keynes and beyond.

What can I do to improve my success at landing a job as an older candidate?

Some recruiters advise only showing the last 15 years of your experience on your CV instead of the last 30-50 years. However, these types of gaps can be a red flag and look like you’re trying to hide something. It may be a better approach to just condense the experience from decades ago into a short note. You may have an impressive breadth of professional history but try to be selective in what you’re listing and highlight your three most important accomplishments.

The date of your graduation will instantly show your age, so you could just remove this date. Showcase your adaptability by demonstrating how you can take on new technologies and new work environments. Show how you embrace change and enjoy learning new skills.

Make sure you’re regularly engaging in listening to podcasts and attending events to stay up to date on the latest news and advancements in your industry. You could also take courses to show how keen you are to continue learning and improving your skills.

Above all, stay positive and persist. Job searches take time regardless of age. Don’t be discouraged by setbacks, the right opportunity may be right around the corner! Remember that not all companies display ageism and actually value the wealth of experience you can bring to their operations.

Reverse Ageism

It’s important to note that it isn’t just over 50s being discriminated against. Reverse ageism sees younger workers also being considered undesirable employees. There’s a view that Generation Z are lazy or that Millennials refuse to work in the office.

Creative and innovative ideas from younger workers are ignored as they’re seen to be lacking experience. Job adverts often have ‘X number of years of experience required’ instantly eliminating young workers. As a company, it’s just as important to be inclusive for younger workers as it is for older ones. By recognising the value and unique contributions of workers across all age groups, companies can foster a culture that embraces diversity. Creating an inclusive environment for both older and younger workers is vital for building a thriving and future-ready workforce

Generations names:

The Silent Generation: born between 1925-1945
Baby Boomers – born between 1946-1964
Generation X – born between 1965-1979
Millennials – born between 1980-1995
Generation Z – born in 1996 and later

If you’re looking for work in the digital, marketing or public relations industry, come to Next Chapter Recruitment. We offer marketing recruitment agencies Milton Keynes , Northampton, Bedford, Luton and beyond. Take a look at our current digital and marketing jobs in Milton Keynes and the surrounding regions.

End Salary History – A Step Toward a Fairer Workplace

Mon, 22 May 2023 10:14:05 GMT

All employees should be compensated fairly for their work. During your job search journey, have you found that some employers have asked for your current or previous salary during the interview or requested this information on the job application form? Although we accept this as the norm, it can actually lead to bias. In this blog, we will take a look at the reasons why the practice of asking candidates for their past salaries needs to be stopped.

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What are salary history questions?

Salary history questions are inquiries made by employers to job candidates to find out their previous salaries and earnings. They may ask the candidate to disclose information about their compensation package including bonuses and benefits.

Why do companies ask salary history questions?

Companies may ask for a candidate’s salary history for several reasons. It can be to help them to determine what salary they will offer the candidate should they be successful. It can also help to define the candidates’ expectations and check that they align with the company’s budget. Asking for past salaries can ensure that the company do not waste their time and the candidate’s time by pursuing someone who is seeking a salary that is too high. It can also highlight whether a candidate is a good fit for the position. Asking this question can also be a helpful way to start salary negotiations. This all seems fair enough, right? Wrong…

Why is asking salary history questions detrimental?

The practice of asking for previous salaries has been under scrutiny in recent years as it has been shown to cause unfavourable issues. Studies consistently show that women, disabled people and those from minority ethnic backgrounds earn less than their male, white counterparts for the same work, education level and experience. If you ask someone who is currently being underpaid what their salary is, it can then perpetuate the existing pay gaps in gender, race and disability. This creates a cycle of unequal pay that can then persist throughout a person’s career.

Asking past salaries can be a ploy to lowball candidates when it comes to pay negotiations. If you focus on what the person earned in the past rather than their potential, it can result in lower salaries for qualified candidates who may have taken lower-paying jobs for personal reasons. For instance, someone may have had to accept a lower-paying job to fit around childcare, sacrificing their previous higher-paid salary. They may have simply accepted a lower-paid job because that’s all they were offered at the time. We all have bills to pay after all! Similarly, it may be detrimental for those who have taken time off work for personal reasons or made career changes. Their previous salary may not accurately reflect their skills or experience in these instances.

Furthermore, it’s widely accepted that job hoppers tend to be on higher salaries compared to someone who stays at the same company in the same role for a long period. This employee will be on a lower salary than the industry average and what they ultimately deserve. Companies shouldn’t be penalising these candidates for their loyalty to their previous company.

Asking for past salaries can limit a candidate’s ability to negotiate a fair salary offer. They may feel that they are expected to accept a salary offer based purely on their previous earnings rather than the responsibilities of the new job and their experience.

Advice for candidates when asked for their current salary:

Always be honest. An employer can ask for proof as part of your reference check and you could then jeopardise getting the job altogether.
If you do not get asked for salary information, do not provide it.
Your salary history should not define your future earnings. You should advocate for a fair salary that reflects your skills, experiences and the requirements of the position.

Are you looking for a job? Come to creative recruitment agencies in Milton Keynes and the surrounding region. We can find you roles in digital, marketing or PR. Next Chapter are specialists in creative recruitment in Northampton , Marketing recruitment in Bedford , Milton Keynes and marketing recruitment in Luton .

What can we do to end salary history?

Leading gender equality and women’s rights charity, The Fawcett Society are working with the Recruitment and Employment Confederation (REC) on the campaign #EndSalaryHistory . You can sign the petition and encourage your employer to join the end salary history pledge .

REC offer a guide which has actionable steps that companies can take to eliminate the practice of requesting salary history information from their job candidates.

The steps include:

Stop asking for salary history during the hiring process.
Educate recruiters and hiring managers about the impact of asking for salary history. Providing them with training on how to avoid asking for this information during the hiring process.
Revising job applications to remove any questions related to salary history or expectations.
Encouraging candidates to negotiate their salary based on the requirements and responsibilities of the role not on previous pay.
Carrying out regular audits to identify any pay disparities that may exist in the company.
Provide salary transparency within your organisation.

By implementing these steps, companies can take a proactive approach to promoting pay equality and creating a more inclusive workplace. When these salary history questions are removed, businesses can feel confident that they are offering candidates fair and equitable compensation.

Fair salaries for all

Many states in the US have already banned this practice so it’s about time the UK caught up. Employers mustn’t focus on what a candidate is earning right now but on what they want to earn and what they are essentially worth. This is the only way to prevent low offers from being made and to level out average salaries. Everyone deserves to be paid what they’re worth.

If you’re looking for creative recruitment agencies in Milton Keynes, Northampton, Luton or Bedford, come to Next Chapter Recruitment. We are specialists in digital, PR and marketing recruitment. We work with both companies and candidates , providing creative recruitment in Northampton and the surrounding regions. Get in touch with us to discuss your recruitment needs.

How to Handle Redundancy and Get Yourself Back Out There

Thu, 27 Apr 2023 10:22:34 GMT

Going through redundancy is tough. Your emotions really take a hit and it’s hard facing an uncertain future. With the right mindset, however, you can set your sites on finding and securing a new job.

If you’re looking for digital or marketing jobs in Milton Keynes and the surrounding area, get in touch with Next Chapter Recruitment . We specialise in digital, PR and marketing recruitment in Bedford , Luton , Northampton and Milton Keynes – where our head office is located.

In this blog, we will discuss steps that you as a digital and marketing professional can take to improve your chances of landing a great new role after redundancy.

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Take time to reflect

Your job is a big part of your life. It’s not easy to suddenly have the rug pulled from under your feet and find yourself without employment. It’s important to take the time to gather your thoughts and process your emotions before you do anything else.

Think about your career goals and aspirations. Are you looking for the same type of role or a new start? What kind of company culture do you thrive in? What are your strengths and weaknesses? These types of questions will help you to figure out what kind of company and position you should be targeting. The beauty of digital recruitment milton keynes and marketing is that there are so many avenues you can pursue.

Perhaps you’re a copywriter looking to transition into a SEO position? Maybe you’ve always wanted to work on social media marketing? Or you’re a brand manager that would like to take the leap into content marketing management? It may be that you’re happy with the career path you were already on and you’re looking for a similar position. Once you’ve figured out where you want to go, you can move on to the next step.

Update your CV and cover letter

We don’t need to tell you how quickly the marketing and digital world changes. You need to show that you’re up to speed with the new technologies and skills in this industry. Updating and polishing your CV is the easiest way to showcase all your training and experience. Make sure you talk about the relevant software and tools that you’re proficient in using. It always pays to explain ways that your marketing and digital experience has driven results for your previous companies.

Update your job board profiles

We can’t stress this enough. You need to keep your personal brand current. Your salary expectations and experience may have changed vastly since the last time you uploaded your CV to sites like Reed and Indeed.

Employers and recruiters are constantly searching for candidates on job boards so having an up-to-date profile increases the chances that you are found by them. Job boards also use algorithms to suggest positions to you. You need to have a current CV so that it will recommend jobs relevant to your skills and interests. By keeping your profile updated, you’ll also stand out from other candidates and increase your chances of bagging an interview.

Update your LinkedIn profile

Your LinkedIn profile is free real estate for your personal brand. Make sure you update your profile and become more active on the platform. Follow target companies, engage with their posts and connect with their employees. Always respond to recruiters , even if the job isn’t a good fit for you. That way they’ll learn what you’re looking for and keep you in mind for other roles.

It’s worth using the ‘open to work’ function on LinkedIn. There are two options available:

Open to work – only shows recruiters (without the photo frame)
Open to work – shows all LinkedIn members (with the photo frame)

The first option will only show your job-seeking preferences to those with a LinkedIn recruiter account and the platform also attempts to shield this information from your current company. This option is better for those who don’t want their current employee to know that they’re looking to leave their current job. The second option is where everyone on LinkedIn can see that you’re open to work. It will place the green frame around your profile picture. This is ideal for those made redundant as it’s no secret that you’re job searching.

You don’t need to have the green ‘open to work’ frame around your profile picture but it can help you to stand out when people are scrolling through LinkedIn. When you update your ‘open to work’ options, LinkedIn will prompt you to make a generic “I’m looking for work, can you help” post. These posts are great for getting your name out there as your connections will often share or comment which will increase post views.

Build your network

Leverage your network on LinkedIn and in your personal life to help you find work. This can give you access to job roles not yet advertised. Being referred or recommended by someone can give you a competitive edge over other candidates. Another way to build your network is to sign up with a specialist Marketing recruitment agency that has a solid network of connections and will help you to find a suitable position.

Contemplate contract or temporary roles

Contracting or temping is a great way to try out a role or suss out a company. Oftentimes it can lead to a permanent role too if you prove yourself to be a valuable member of staff. It can also give you that breathing room to consider your options before going for a permanent role.

Consider retraining

Being made redundant opens up new doors for you. It’s never too late to start fresh. Consider training, retraining and upskilling. Employers value those who have a thirst for knowledge as it shows you enjoy learning. Training needn’t be costly, OpenLearn and FutureLearn offer free online courses for instance.

Be open to change

Being made redundant is a huge adjustment and change is uncomfortable. But change is how we grow. You need to adapt to this new circumstance and find new opportunities. The beauty of marketing recruitment in bedford , its communications and digital roles is that the skill set is highly transferable. You can also easily transfer across industries. Just because you’ve only ever worked in B2C doesn’t mean you can’t transition into B2B and vice versa.

The same goes for working for an agency or working in-house. Keeping an open mind is key to unlocking new opportunities and career transitions. Gone are the days when you need to be confined to a single industry or specialised niche. The skills you’ve acquired as a marketing or digital professional make you a highly adaptable employee. Embracing new opportunities beyond your familiar area can lead to exciting career growth.

Stay positive

Search and apply for jobs in bedford regularly to increase your chances of finding one. Being made redundant is a decision beyond your control but being positive about the situation is something that you absolutely can control. Applying for jobs comes with its fair share of rejection and ghosting. Your confidence can take a knock. Don’t be discouraged if you don’t receive a job offer straight away. Refocus and keep your spirits up by spending time with loved ones and enjoying your hobbies. The best way to look at redundancy is that it is a new chapter in your life.

Here at Next Chapter Recruitment , we can help you to get your career back on track. If you’re looking for digital or marketing jobs in Milton Keynes, get in touch with us . We are specialists in digital and marketing recruitment in Bedford, Milton Keynes, Luton, Northampton and the surrounding region. Give us a call to discuss what job role you’re looking for. We’d be happy to help you find a new position following a redundancy.

Remote Working – Here To Stay?

Sun, 10 May 2020 10:26:04 GMT

While I don’t need to state the obvious, it’s been pretty quiet on the recruitment front as expected over the last few weeks! However frustrating this has been from a business perspective, from a personal one I’ve had the rare opportunity of spending time extra with my children, watching them learn and seeing my youngest take her first steps, something that I missed out on with my first as he stubbornly waited until he’d been deposited at nursery and I was firmly out of sight at work in the office! I will admit however that homeworking with two young children to watch has proved far more challenging than I’d ever have guessed and subsequently, I’ve not been as present on the work front as I’d have hoped to be.

The recruitment market will return, whatever the Prime Minister announces later today, and the skills that were in demand will be again. There has been a lot of talk about a changing landscape on the work front, how more businesses will increasingly embrace remote working after endless Teams and Zoom meetings over recent weeks. In fact, I read just a few moments ago that Britons could be given a legal right to work from home to ensure that they are not forced to go back to workplaces after the lockdown under plans being considered in Whitehall. How true this is remains to be seen but one certainty is that for those who do come into the workplace, the ‘normal’ nine-to-five will end for many for the foreseeable future. With employers staggering start/end times and office spaces being reconfigured to enable adequate social distancing therefore reducing capacity in most office buildings, home working is set to continue for many.

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But how do employees and employers feel about it? Whilst many businesses have supported remote working in some capacity for years, there are many that have failed to embrace it despite the technology being readily available to support it. Has this now changed their view on the effectiveness and productivity of a remote workforce? Employees that can and have worked from home in the past invariably state they are more productive at home than they are when in the office, starting earlier and working for longer without the hours drive to and from the office to contend with, and ploughing through to do lists without interruption or distractions. But for many it was a once or twice weekly occurence, with more time than not spent in the office and not as a permanent, full-time arrangement. Can teams really work that collaboratively and effectively without physically being in the same workplace, especially creatively? We have been posing the question to our clients for years but we have always faced the same objections… that a physical presence on the office was essential to ensure teams had a seamless process and facilitate the sharing of minds and ideas but just as importantly, to maintain and drive the humour, camaraderie and energy you inevitably get when sat amongst colleagues that inspire and challenge you, rather than sitting solo at a laptop at home. I know I miss that unmistakable feeling of being part of a collective.

It’s clear most businesses have embraced technology more over the past few weeks and in recruitment, online interviews and virtual meeting rooms have played a huge part in keeping processes moving. But my question at the beginning of all of this was whether many candidates would accept a new job having not tested the commute, soaked up the culture of the business, having actually met a prospective line manager, shared a coffee, built rapport and had a good look around the office? In the past I’d have said no, as nothing beats the physical interaction, the look and feel, the sounds, and the resulting gut feeling about whether an opportunity was right or not. But is there a now a new ‘normal’ when it comes to hiring processes given the impact continued social distancing measures will have on all the above?

Keen to hear your thoughts and look forward to catching up with you all in the next few weeks!

Together We’re Stronger

Fri, 27 Mar 2020 10:28:11 GMT

With energy, desire, belief and ambition you can achieve almost anything, particularly if you have the help and support of others behind you.

In a current time of uncertainty, chaos and worry, it’s been heartwarming to see what we can achieve when we all pull together. From the staggering number of people who have volunteered to help the NHS to the small things I have witnessed locally, the nationwide applause and support for our front line staff last Thursday to the truly selfless gestures to the more at risk. It’s taken a crisis for us to realise we should all be more caring, inclusive, collaborative and interested in what’s happening to others around us, let’s all hope this national spirit and awareness continues long after all this has passed.

It’s tough in the world of recruitment right now, but in the grand scheme of things it’s pretty insignificant given just how scary it is for many both in work and out of work currently.

Next Chapter Recruitment

At Next Chapter we are keen to support as many people as we can during these challenging times but we know our limits. It will always be true that talented, hardworking and ambitious people are the greatest asset any business can have. Collabration has always been at our heart and we have decided as a business to embrace change and collaborate, unify and expand our offering with another local recruiter who holds similar high standards to ourselves. We are not diluting our brand as a marketing and digital specialist but diversifying to increase the service we can provide our clients and candidates.

So I am delighted to announce that we are extending our services to include Accountancy and Finance across the Home Counties, across all levels from transactional finance,part qualified to qualified and senior appointments.

It’s an exciting next chapter for us and we look forward to picking up where we left off at some point! Do visit www.nextchapterrecruitment.co.uk in the next few weeks for a further update, but if we can help anyone at this time working in Marketing, Digital, PR or indeed Accountancy & Finance please do get in touch .

Together we are stronger, both in business and personally!

Would You Hire Someone You’ve Never Met?

Mon, 16 Mar 2020 10:31:48 GMT

As an early(ish) adopter of video and live digital interviewing, implementing it via Odro (thanks guys!) a few years back, I’m a big advocate. There’s no doubting the value that it can add to both candidates and clients but I won’t list them as I’m not here to sell the benefits of it, I’m simply pondering whether in the current climate, it can and will actually negate the need for the standard ‘face to face’ interview stage and help ensure recruitment processes don’t stall, or not. So my question is this; how many clients have ever actually made a decision to hire based on remote or video interviews alone, and how many candidates have accepted such an offer, without ever meeting in person?

I’ve of course heard many stories of global and pan-european businesses hiring in this way for international hires; conducting business in this way is second nature to many employees in such businesses, with the need to liaise with colleagues and suppliers from across the globe on a daily basis and video conferencing a standard part of the working day. However, in my 17 years in marketing recruitment I must admit I have never seen it happen; not on any recruitment process I’ve managed, nor in any of the teams I’ve lead.

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Maybe that’s because I work primarily with UK based SMEs, that it’s simply not in their DNA to recruit in this way and it’ll take a big leap of faith for them to embrace it to that degree. Absolutely, such businesses appreciate it’s value at an earlier stages of the process, or conversely at the final decision stage if, but only if, a face to face has already taken place and logistics mean that it’s been impossible to get candidate and the required decision makers together in one place. Maybe if I was transacting with more London centric, technology driven organisations I’d think very differently. Not suggesting it can’t, shouldn’t or isn’t done, but I believe many of businesses out their will struggle to adapt and move away from the need to complete, at some point in the process, a ‘traditional’ face to face interview. Likewise, many of candidates I work with want to see and experience a business, to get a feel for it’s culture, atmosphere and general vibe, as well as the team they’d be part of, before they make the decision to accept an offer.

Would love hear your thoughts, as candidate or a client, and if you have ever offered or accepted a position, what industry it was for.

Milton Keynes – The Best Place for Business

Mon, 24 Feb 2020 10:33:29 GMT

Well, out of outside of London that is! For those of us that work there, it’s no surprise that the newly released Centre for Cities report, which looks at a range of indicators, from business start-up rates and productivity through to skills levels and employment rates, ranked Milton Keynes as second behind London for the most dynamic business environment, followed by Cambridge, Slough and Reading. It also happens in the top 10 in the country for employment opportunities!

It’s not all concrete cows and roundabouts. As a ‘new town’, Milton Keynes was designed from the ground up to nurture business and the transport links don’t get much better, with MK deliberately placed equidistant from London, Birmingham, Leicester, Oxford and Cambridge in hopes of becoming a regional hub for business. London’s a mere 35 minutes train ride away and international travel is made easy with London Luton airport close by.

Next Chapter Recruitment

Whilst home to the UK headquarters of a number of national and international brands, including Domino’s Pizza, The Open University, The Volkswagen Group and Mercedes-Benz, it has also featured in the top 10 places with the highest proportion of SMEs in professional services.

Neither is it all about the big names though. Milton Keynes is a great launch pad for start-ups and small businesses because it has created an environment which allows them to thrive. I can personally vouch for that having launched a new business based in the city centre within the last 18 months. It’s an innovative and dynamic place to do business and one where businesses can access highly skilled workers.

I’m proud to have supported businesses large and small, and candidates at all stages of their careers in this area for over 17 years and it’s great to see the city and surrounding areas continuing to thrive and see SMEs playing such a huge part in driving growth and economic prosperity for the area. Go MK!

Is Imitation Really The Sincerest Form of Flattery?

Wed, 05 Feb 2020 10:35:42 GMT

Every company, especially small businesses, experiences it. You spend hours, days, weeks, months even on launching a new product, developing a new campaign angle, or creating a set of values and a story that reflect the heart of your business, just to see the competition launch its mirror image a few months later with a few tweaks here and there. While at the time, it can and does just feel flat out annoying, take comfort in that fact that you, yes you – the original – got it right. The competition copying your idea is your validation.

So is imitation it really the best form of flattery? KFC sure seem to think so based on their ‘Chicken Town’ ad last year, in which The Colonel drives down the high street and takes a humorous swipe at three letter chicken shops with the line ‘Guys, we’re flattered’. Watch the ad here . Pure marketing brilliance.

Some people would find this insanely frustrating. I however, simply think don’t sweat the small stuff and instead, applaud their good taste! The key is to continue to focus on what you do, do it brilliantly and remember that whilst someone can try to emulate you and your business, to ‘borrow’ your ideas, they will never BE you.

Next Chapter Recruitment

For every good idea, there are copycats. Though in our everyday adult lives, as individuals, it’s rare, as moral obligations and the general sense of politeness tend to stop us from blatantly passing off someone else’s idea as our own, it’s actually a legal start-up business strategy, though an unethical one. All business are looking for the next big thing; a point of difference; or brand positioning – none of which are easy. Once they find a concept they can back, they copy that idea and develop new ways to make it better. It’s what’s known as “eliminating a monopoly.” While your small business may not be a monopoly, this type of competition can only make your company better off in the long-run, ensuring you continue to evolve.

While it’s tempting to spend hours monitoring what your competition are discussing on their blog or what new clients they’re working with, it’s detrimental to your creativity and your authenticity. Focus on your own company’s future. When you run out of concepts or ideas, turn to your customer base and think about the every-day pain points your company is experiencing, then seek to offer solutions that will improve both your service and therefore your business.

At the end of the day that’s exactly what marketing is all about and that’s why this industry is such an exciting one to be part of.

A Time To Celebrate

Wed, 07 Aug 2019 10:37:21 GMT

I can’t quite believe it’s been almost a year since we launched Next Chapter. It has been the most exciting and exhilarating, most challenging and, without fail, the biggest learning of my career to date. Not only have we had the challenge of launching a business, I’ve welcomed a new baby into the world and Elisha’s had a wedding to plan for so it’s certainly been quite a 12 months and we couldn’t be more excited about the next 12! We’re in great shape and so is the region according to local news.

Next Chapter Recruitment

It was really good to read that the Home Counties and East Midlands SME’s have increased employment by 44,000, bucking the UK trend by reducing borrowing and by trading above capacity in most areas according to the CEBR, leading to much needed optimism as we head towards the 31st October. I’m excited to be part of such a diverse local marketplace full of aspiring SME’s with a clear vision and a clear ambition. Exciting news too; we are in the process of collaborating with a local accountancy and finance specialist increasing the offering to our clients, creating a trusted partnership without diluting what we are passionate and know about! Watch this space, happy almost birthday Next Chapter, onwards and upwards!

By The Power Of…Video!!

Fri, 08 Feb 2019 10:39:21 GMT

If you are reading this, then I am lucky to have attracted you by the power of the written word rather than by a video, a less common feat judging by an article I read recently in The Drum!

Whilst we’ve all known for a while that video has become an increasingly important part of all content plans, it’s no longer just a nice have, it’s a must have, … Video engages viewers, quickly conveying more information than any other communication tool, while tapping into what we feel and by evoking emotion. This is particularly relevant not only with millennials but even more so with Gen-Z, opening up the ongoing question of how companies can use video to reach this younger generation effectively.

Whilst it saddens me (as a non Gen Z being) a little that we are losing the appetite for engaging content, the craft of writing as I love words and the art of stirring emotions and captivating people alongside relevant images, but even I can’t fail to see it’s place. It has been reported that what worked with millennials won’t work with Gen Z, as this is the generation that grew up after the tech boom, and as the first digital generation, they are comfortable communicating on social media and sharing their lives with others like never before. As the first digital generation, video is the expectation.

There are some interesting factors for companies to consider as they formulate their video strategy…

Next Chapter Recruitment

It seems that Gen Z are very passionate and we have only about eight seconds to grab their attention; Gen Z don’t want to be sold to, they want to feel as though they are a part of something bigger; the more authentic and socially conscious recruitment company is, helps to increase it’s value to Gen Z because there is a connection formed over shared interests in the same issues.

A good example of this is approach has been Nike who has for some time at the forefront of developing videos targeted to their audience, most recently with the 30th anniversary ‘Just Do It’ campaign featuring athletes at the height of their careers, speaking about social topics that resonate with younger audiences. Authenticity seems to be the key, that and telling a story that hooks a viewer’s attention and establishes a connection.

We can see everyday how video is playing an increasingly important part of communicating; you’ve only got to look on LinkedIn to see how people are embracing it to captivate an audience – how many more clips can we see of people walking down the street or filming in their car? But it clearly works as we can’t help but watch it!

I am all for change, that is why I love this industry… I appreciate video allows for multiple formats to reach people at different times and on different devices. I appreciate it’s power and it’s potential to engage, but I hope we don’t forget the power of killer copy too! So I guess it’s time we started to practice what we preach here at Next Chapter…I’m off to do a quick video for the website

The Month of Planning, Prioritising and People…

Tue, 22 Jan 2019 10:41:12 GMT

Earlier this month the Recruitment and Employment Confederation reported that candidate availability continues to worsen, leading to a decline in the number of permanent appointments made and yet, on a positive note, demand for such talent remains high, with the number of job vacancies across the UK rising at the end of 2018. As demand for workers generally outstripped supply, starting pay continued to increase sharply for both permanent and short-term contract workers in December. The rate of starting salary inflation was among the quickest seen for over three years…not surprising with businesses outbidding each other for the best candidates.

In a candidate scarce market, industry knowledge is key and Next Chapter Recruitment supports thriving SMEs, ambitious start-up and blue-chips in hiring digital, marketing and PR talent every single day. There is some great talent out there, but it’s a competitive market and it’s essential to present a compelling story in order to find it and win it – that’s where we can help. We’re not simply about filling jobs and sending CVs, we are about helping you futureproof teams and helping you stand out from the crowd, ensuring your opportunity gets heard.

Next Chapter Recruitment

January is always a busy month for recruiters, but it isn’t just about candidates. With businesses finalising yearly budgets and annual plans, they know exactly what they will need where recruitment is concerned and will be keen to start recruiting again to hit their resourcing plans. The recruitment year is full of of peaks and troughs in candidate flow, and January gives you a chance to get ahead of the curve. Appointments made in January make for a successful start to the new financial year with new hires on board in time in time to get behind the launch of new annual marketing strategies and campaigns.

If you’re thinking of hiring digital , marketing or PR talent in the coming months and want to get ahead, we’d be delighted to discuss what Next Chapter Recruitment can to offer you.

Big vs Small – who is the more attractive employer?

Wed, 16 Jan 2019 10:43:11 GMT

We recently posted about the rise of boutique recruitment agencies and though small, what a highly effective and invaluable resource they can be when it comes to tapping into niche and local markets. This got me thinking about start-ups and SMEs generally and I stumbled across some interesting figures that I thought were worth sharing. Across the 15 years I’ve been in recruitment, I have gained the most satisfaction from working in and working with small to medium sized business, starts ups and micro business ( Next Chapter Marketing Recruitment agency are proud to be one!) yet remarkably, according to a report commissioned by Santander Business Banking, those starting out in their careers are apparently failing to recognise the significant job opportunities that they offer. Just one third of Generation Z and Millennials leaving full time education say that want to work for an SME, and just one in six wants to work for a start-up or micro business. In contrast, the most popular career aspirations are to work for a large firm, the public sector or a global multinational.

Next Chapter Recruitment

SMEs are vital to the health of the UK economy and our current record high employment levels. The UK’s SMEs have created three times more jobs over the past five years than larger business while firms employing more than 250 staff added 650,000 jobs between 2013-17, firms employing fewer than 250 added 1.7million!

At Next Chapter Recruitment we support thriving SMEs hiring Digital, Marketing and PR talent every single day. There is some great talent out there, but it’s a competitive market and with SMEs on the back foot if the above figures are to be believed, it’s essential to present a compelling story and opportunity to win it. Many of those surveyed will never have given any thought to the benefits of working for an SME and the incredible opportunities they present. We’re not simply about filling jobs and sending CVs, we are about helping you futureproof teams and supporting you in shaping your EVP to ensure you stand out from the crowd and promote the benefits of working for an SME over and above the corporate world.

We’d love to know what your aspirations were when you first set out and your experience of big vs small in the corporate world!

The Best Things Come In Small Packages. The Rise Of The Boutiques

Fri, 11 Jan 2019 10:45:13 GMT

Recruitment has changed so much in the ten years I have been recruiting, and one thing for sure is gone are the days of big recruitment agencies monopolising the marketplace. Now we have small independents popping up across the UK all offering something a little different. Whilst small, they are mighty, and more often than not staffed by a humble, hard working bunch of highly talented recruiters who, having cut their teeth in the corporate world, were ready for more flexibility, trust and creative license. The beauty of a boutique is that each team member has a voice, meaning everyone makes a genuine contribution to the shape, growth and success of the business.

We posed the question “Why do you continue to use the agencies you do?”. We weren’t surprised that one of the main reasons given was it being a case of habit, “because that’s what we’ve always done”. So the next question is are they delivering what you want? Do they still go that extra mile? Do they add genuine value to your recruitment process or are they simply scouring the same job boards and CV databases that you are?

Next Chapter Recruitment

A client we met with recently stated that they wanted to be the company candidates would jump at the chance to work for, and the company recruiters want to recruit for. At present they didn’t feel like a priority client for their recruiters, and found themselves having to constantly chase for updates. This isn’t an uncommon gripe. Whilst larger, established agencies can instil confidence with boasts of heritage and scale, it’s essential to look beyond that at the approach and attitude of the consultants that are working on your behalf. Regardless of their workload, you should feel like their priority.

There are numerous pros to working with smaller, boutique agencies. They tend to be more selective about the roles on which they work on as it’s not a numbers game or death by KPI approach. Small independents thrive on recommendations and referral so it really matters that they go that extra mile for you as a client or candidate. They can adapt their approach, not only in the recruitment processes they offer but for instance offering more flexible payment terms. They genuinely really want to do a great job for you as their reputation tend to mean so much more to them as individuals and not having the luxury of a recognised brand name to sit back on, they need to build up credibility in the market place.

Next time you’re thinking of recruiting, it’s well worth taking a few minutes to talk to a boutique agency or adding them to your list of preferred recruitment partners; if you haven’t used one before you’ll be pleasantly surprised.

What Can We Expect From Online Retail In 2019?

Thu, 20 Dec 2018 10:47:11 GMT

The importance of online shopping is growing and it got me thinking about what’s in store for 2019. This year has seen the meteoric rise of chatbots, short-form video ads, and social influencers, but ecommerce businesses are always looking to try something new so it’s exciting to look ahead to what the next 12 months hold for us as consumers.

With the UK high street recently posting its worst August performance for three years, the pressure traditional retailers are facing is evident and that trend is continuing with retailers reporting slower than expected sales in the run up to Christmas. December footfall is predicted to drop by 4.2% according to new figures by retail intelligence company Springboard, and I wasn’t surprise read that retail footfall in November fell by 3.2%, a substantial drop on the previous year which had reported nominal, but some, growth.

The biggest challenges facing ecommerce businesses are personalisation, convenience, competitive prices, fast and reliable delivery. Those who can’t meet these challenges will have a hard time. There will be a concerted move towards omnichannel shopping with consumers now expecting brands to deliver a cross-device and cross-channel shopping experience, one that is highly personalised, seamless, and as easy as possible. Knowing who the customer is, what their needs are, what their purchase history looks like and having a direct communication channel to them will be one of the tests for any business operating in this space.

Next Chapter Recruitment

And on the note of convenience, we should anticipate the rise of voice assistants with interest in conversational platforms growing rapidly. This is due to a compelling value proposition for users and the potential to improve customer service. In response, businesses are moving quickly to implement these technologies. Currently leading the pack are Amazon Alexa and Google Voice. Brands and retailers who want to engage with shoppers via voice will have to get on Amazon Marketplace or Google Express to not miss out on this great growth opportunity. Whilst for some it may feel alien to ask Alexa to book your train ticket, for many it’s yet another ingenious way businesses are striving to make the way we transact with them even easier (good work Virgin Trains!).

Retailers of all types need to figure out how they can own the customer and create a comfortable customer journey. Businesses will need to be innovative and be willing to be present any and everywhere. It will be up to businesses to clearly communicate that value in this dynamic, competitive, and quickly changing landscape.

Whilst I’m partial to a bit of online shopping but there’s nothing better dashing to the high street to grab a few last minute stocking fillers and a chance to see the Christmas lights so on that note “Alexa, a return ticket to St Pancras please”….

We’re Live!

Fri, 14 Dec 2018 10:49:31 GMT

It’s with a huge amount of excitement (and a bit of pride too!) that I can announce that the Next Chapter website has officially launched!

Having worked in marketing recruitment for over 15 years in several businesses, I have been responsible for helping to deliver re-branding and web projects before. Subsequently, I thought I knew what was involved, but when it’s your own, when you get involved in every aspect from the conception, it’s so different… it’s personal!

It bought me face to face with the design industry quite literally and I have learnt so much more and can appreciate the intricacies involved more than ever.

Next Chapter Recruitment

From initial doodles in a pad with some logo ideas and some names we liked, to sitting down with a local branding expert to talk through our ideas, to slowly seeing our vision come alive in front of our eyes, to what we have now has been an incredible journey. I am happy to admit that there is not a creative bone in my body, I am all about the technical and strategy, so when it came to logo design, colour palettes, copy writing and image sourcing I have been challenged and pushed outside of my comfort zone, but wow has it been a rewarding experience! Partnering with a web design agency, choosing a leading CRM system and ensuring it’s full integration, designing web pages and plotting user journey has really opened my eyes to the incredible industry I work in. The knowledge, the support and the input I have received from everyone along the way has been inspiring.

Late nights and early mornings I knew were a given when we decided to start our own business, that along with living and breathing it every second of every day. However it’s only when you see what has been acheived, when you flick through that dog eared book with the initial thoughts, mission statements, values, scribbles and designs that you can take a step back and enjoy what has been created. I have learnt a lot and would like to say a BIG thank you to everyone who has been involved. Now the hard work begins for real and we’re looking forward to getting stuck back into the day job!

Please do take a look, www.nextchapterrecruitment.co.uk . We would welcome your thoughts!

Holly

The Midlands Is Where It’s Happening!

Mon, 10 Dec 2018 10:51:23 GMT

I’m sat out of the cold, hot chocolate in hand whilst waiting to meet a candidate, surrounded by Christmas decorations and festive tunes, and I’m beginning to feel Christmassy for the first time this year! Whilst waiting, I had a customary look at the Sunday Times Fast Track100 and this year has made some impressive reading for the Midlands!

11 out of the top 100 companies are Midlands based this year, amazing news and hugely heartening amongst the ongoing economic uncertainty. From gin distillers, sports & luxury retailers, niche manufacturing companies , to toilet paper manufacturers and waste collection services, it just goes to show the diversity, ambition and success of the industry in our local area and it makes me very excited to be part of it! It was only this time last year that experts predicted that the Midlands was expected to have the fastest growing economy outside of London and the South East.

Next Chapter Recruitment

Speaking to some of the up and coming start-ups and SMEs, listening to their ambition, drive and determination and growth plans, I would not be surprised to hear if that prediction was repeated this year… https://lnkd.in/g5FsPkr

I would welcome your predictions!

It’s All In A Network

Sat, 01 Dec 2018 10:53:01 GMT

It’s been 6 weeks since the launch of Next Chapter and I have been humbled by the genuine messages of encouragement, good luck and advice we have received, thank you! Now I’ve had a chance to start to really get back under the skin of my local market, the last few weeks have really altered my interpretation of the current candidate market. As I have eluded to before, it is both a candidate and a client driven market. Skill shortages make the battle for talent real and demand does certainly outstrip supply, and it’s balanced by what that next step looks like, what clients are offering compared to competitors and what innovative ways they have to attract, drive ambition and retain talent in the business.

What has surprised me is the wealth of ‘active’ talent there is out there in the exciting and vibrant network across marketing , digital and PR and just how willing people are to be engaged with. Yes, the skills shortage is real and no, unfortunately I am not suggesting that for every vacancy advertised you can expect an overwhelming number of applications. By no means are the active candidates I refer to posting CVs on job boards for all to see, or applying for every vacancy, far from in fact but this doesn’t mean they are not proactively seeking opportunities in which to further their careers.

Next Chapter Recruitment

There are incredibly talented marketers out there keen to explore new roles that will stretch, challenge and reward them. Many of these candidates invest time to attend seminars and networking events, to really hone their CVs and portfolios, social media profiles and opt to work with a specialist recruiter to in turn increase their network and their audience. Yes, there is a huge pool of passive candidates that, given time and the right communication can be enticed by the right opportunity and it’s always important to seek ways to engage with such candidates… but let’s first look to the proactive, career orientated wealth of talent that’s ready to hear about that progressive next opportunity!

That next superstar hire is out there, so if you find yourself budgeting for increased headcount in the New Year, or with a gap in your team to fill, then my advice would be to not delay, you can be sure your competitors aren’t!

#marketing #marketingrecruitment #pr #digital #newjob #workinmarketing

The Start Of A New Chapter

Sat, 24 Nov 2018 10:54:53 GMT

With LinkedIn announcing its top 10 British start-ups this week, it’s certainly given me more of an appreciation of the work that goes into the endeavour, vision, hard work and dedication that takes to create a successful business and given me something to aspire to! Read More of the article – https://www.linkedin.com/pulse/linkedin-top-startups-2018-25-most-sought-after-uk-isabelle-roughol

With Next Chapter Recruitment officially launching this week, I’ve had a chance to reflect and what a few weeks it has been! Nothing can quite prepare you for starting a business, it doesn’t matter how much planning you do or how much you think you know, it’s a learning curve, full of challenges, frustrations, surprises and wow do you learn a lot very quickly!

Having worked in recruitment for some time, it’s exhilarating when you have a blank canvass to work with, a brand that you have to create, and alongside this challenge comes the very real opportunity to create something different, something that you can be truly proud of.

Next Chapter Recruitment

The recruitment industry still gets a bad press, partly brought on by itself from a lack of understanding, value add and effort from some (certainly not all!) that work within in. However it remains a hugely important support function to businesses that need to recruit pivotal members of staff in this increasingly skill short market and one that I and many of my peers are proud to work in.

It’s only when you look at a business objectively, that you can you start to appreciate the intricacies of business more, and just as importantly strip back the industry you work in to consider what is really important. You can have values, you can have every best intention but there is one thing that underpins every successful business, delivering the best possible service for its customers. It’s ultimately that it will be judged on and build its success on.

It’s been an incredible journey for us so far yet I feel only now the hard work starts!

Copy of The Northern Home Counties

Fri, 23 Nov 2018 11:00:15 GMT

The recruitment industry has changed beyond recognition in the past decade, I can vouch for that as I’ve lived and breathed these changes. Whether you are looking for a new job or looking to recruit new talent in your team, you now have more choice than you’ve ever had. No doubt you’re contacted by an increasing numbers of agencies offering their services on a regular basis.

Have you ever stopped to think how recruitment agencies are portraying you or your business and just how their actions can influence perceptions of your brand (business or personal)?

In a candidate scarce market you want to ensure that your agency is working with you proactively to attract the best talent for you and as a result they need to know more than simply just the details on a job description. They need to know your ambition, your culture, your ethos and the potential that new hires have to progress within your business. A lack of knowledge, enthusiasm, effort or communication can be costly.

Next Chapter Recruitment

If you are looking for a new opportunity, do you trust the consultant to portray you in the best light, to champion your cause and to really ensure that you have the best opportunity in the recruitment process to secure that interview for the killer job you really want? Would you trust often a complete stranger to go that extra mile, because often it’s in their hands, especially at the very early stages of the process? Even though it doesn’t cost you money, the relationship and trust you have with a recruitment consultant really is invaluable.

Recruitment agencies have the responsibility of doing all of these things professionally and morally. It’s not just about delivering CVs and portfolios. It’s all about establishing a partnership based on trust rather than a faceless and forgettable transaction. With the recent introduction of GDPR, we now have to prove we protect your data more effectively than ever; that’s a given and as a candidate, it goes without saying your name or CV cannot and will not ever be submitted without your express say so. But beyond this, your recruiter surely also needs to prove that they understand your aspirations, what makes you and your business tick so that you have faith and trust in what they are doing and ultimately, that they are doing it right?

If we are honest, often for clients the decision to use as a recruitment agency is mainly based on cost and rebate terms. Surely it should also be based on the time that business or consultant has to invest in you and ultimately how committed they are to develop a long term relationship as this will no doubt save hours of your time and your recruitment budget longer term…

We would welcome your thoughts!

The Northern Home Counties

Fri, 23 Nov 2018 10:58:44 GMT

The Northern Home Counties is a hugely exciting region to work in, which I say not simply because I live there (and can highly recommend it!), but because it’s becoming an increasingly attractive proposition for global and European headquarters and shared service centres.

Next Chapter Recruitment

The advantages for businesses based in Bedfordshire, Buckinghamshire, Hertfordshire and Cambridgeshire include competitive rents, access to markets, excellent transport links, global connectivity and an enviable pool of talent.

With over 10% of the FTSE 100 along with a vast number of market leading businesses headquartered or present in the area, it’s home to leading names across financial and professional recruitment services , business process outsourcing and logistics, as well as retail and hospitality.

What’s Your EVP?

Fri, 23 Nov 2018 10:56:59 GMT

I attended a fascinating seminar earlier this week on Employee Value Proposition. Think of this as a contract that defines what an employer expects from their employees and what it provides in return. It got me thinking as it started with some interesting facts…

75% of job seekers consider an employer’s brand before applying for a job with them (Career Arc 2018)

Over 60% of CEOs are seeing employer branding as a business priority to win the war on talent (The Recruiter 2017)

Never has the battle for talent been as competitive as it is right now. In a candidate scarce market, the skill shortage across most disciplines has made recruiting for future talent incredibly challenging with businesses working harder than ever to retain key team members and counter-offers now commonplace. As a result the need for employers to sell their business and career opportunities effectively has never been greater. If you don’t invest time in making your business and brand as attractive as you can, it could mean you lose that next superstar hire to a direct competitor down the road. A horrible thought no?

Next Chapter Recruitment

The tools for prospective employees and their ability to research your brand and your business before applying for a job have never been so readily available and so increasingly important to job hunters. You can write the most compelling job description or the most inspiring of job adverts, but if your career page doesn’t provide an essence of what your company culture is all about and how ambitious you are, how you value your employees and the ‘softer benefits’ on offer… if Glassdoor or Google Reviews have derogatory comments… all of this could mean that you miss out on the talent you’re trying to attract

It’s always worth thinking about, before you embark on recruiting, what attracts you to working in your business? How do people view your employer brand? What do you hear from your current employees or from external sources? Also, take time to review what your competitors are doing differently to you, either from a recruitment perspective or the incentives or benefits they are offering as even something relatively small could make all the difference.

Don’t forget, at the core of a successful employer brand is a clear employee value proposition. It’s vital it reflects who you are as an organisation and should be incorporated into every aspect of the employee experience

I would welcome your thoughts! Have you been deterred from applying for a position? Or as a client, what steps have you taken to improve your EVP?