Category: Candidates

Launching your career: A guide to thriving in your first job

By Wil Evans, Associate Search Consultant

As the calendar flips to a new year, I find myself standing at the threshold of an exciting journey—my very first job. The transition from student life to the professional world is both thrilling and nerve-wracking but armed with enthusiasm and a sprinkle of nervous energy, I’m ready to embark on this new career adventure.

In this blog, I’ll share some insights and tips from the perspective of someone who’s just secured their first job.

1. Celebrate your achievements – Getting your first job is a significant accomplishment! Take a moment to celebrate your hard work, dedication, and the skills that landed you this opportunity. Whether it’s a small treat, a celebration with friends, or a moment of self-reflection, acknowledge and savour this milestone.

2. Embrace a learning mindset – Starting a new job means entering a world of new experiences and challenges. Embrace a learning mindset—be open to soaking in knowledge, asking questions, and seeking guidance. Recognise that there’s a learning curve, and every task, no matter how small, contributes to your growth.

3. Build relationships – Colleagues are more than just co-workers—they’re potential mentors, friends, and collaborators. Take the time to get to know your team, attend team events, and participate in workplace activities. Building positive relationships not only makes the work environment enjoyable but can also open doors for learning opportunities.

4. Seek feedback – Feedback is a valuable tool for personal and professional development. Don’t hesitate to ask for feedback on your performance and use it as a tool to improve. Constructive criticism is a stepping stone to success, and it shows your dedication to continuous improvement.

5. Time management – Balancing work tasks, deadlines, and personal life is a skill worth honing. Develop effective time management habits early on. Prioritise tasks, set realistic goals, and create a schedule that allows you to deliver quality work while maintaining a healthy work-life balance.

6. Stay curious – In the dynamic world of work, staying curious is key. Take the initiative to learn about different aspects of the organisation, industry trends, and the broader context of your role. A curious mindset not only fuels personal growth but can also make you an asset to your team.

7. Adaptability – Flexibility is a superpower in the professional realm. Be prepared to adapt to changes, learn new tools or methodologies, and embrace challenges with a positive attitude. The ability to adapt not only makes you resilient but also showcases your versatility as a professional.

Embarking on my first job journey feels like stepping into a world of endless possibilities. By celebrating achievements, embracing a learning mindset, building relationships, seeking feedback, mastering time management, staying curious, and cultivating adaptability, I aim to make the most of this exciting chapter.

To all fellow newcomers to the workforce, here’s to a year filled with growth, learning, and countless moments of success in our professional endeavours!

Wil works as a Associate Search Consultant and is focused on partnering exclusively with start-up or early-stage organisations, working with them as a trusted partner to help define and deploy structured hiring strategies across Europe and the US.

Get in touch to find out how Wil can support you with your next hire:

Email: [email protected]

LinkedIn: Wil Evans

Setting effective recruitment goals for the year ahead

I Keep Six Honest Serving Men by Rudyard Kipling

I keep six honest serving-men
(They taught me all I knew);
Their names are What and Why and When
And How and Where and Who.
I send them over land and sea,
I send them east and west;
But after they have worked for me,
I give them all a rest.

We can use Rudyard Kipling’s poem to help set clear and effective recruitment goals for the year ahead. Here’s how you can apply each question when setting your recruitment goals:

What? Define your specific recruitment goals for the year. This could involve targets such as the number of positions to fill, reducing time-to-hire, improving the quality of hires, or enhancing diversity in the workforce.

Why? Understand the reasons behind each recruitment goal. For example, if the goal is to reduce time-to-hire, it could be to secure top talent before competitors do or to enhance the candidate experience, ultimately improving employer branding.

When? Establish timelines for key recruitment milestones. This could include setting deadlines for posting job openings, conducting initial interviews, and finalising offers. Having a clear timeline ensures that recruitment efforts stay on track and align with broader business objectives.

How? Develop a recruitment strategy that outlines the approach to finding and attracting talent. Consider the use of technology, social media, networking events, and other channels. Also, include strategies for screening candidates effectively and ensuring a positive candidate experience throughout the hiring process.

Where? Identify the specific areas or markets where recruitment efforts will be concentrated. This could involve targeting certain geographical locations, industries, or demographic groups. Understanding the “where” is crucial for tailoring recruitment strategies to different contexts.

Who? Clearly define roles and responsibilities within the recruitment process. Assign tasks such as sourcing, interviewing, and onboarding to specific individuals or teams. Collaboration between recruiters, hiring managers, and other stakeholders is essential for successful talent acquisition.

Regularly reviewing and adapting these questions throughout the year will allow you to stay agile in response to changes in the job market, industry trends, and organisational needs. Additionally, collecting and analysing relevant data, such as candidate feedback and hiring metrics, can provide valuable insights for continuous improvement in the recruitment process.

Our experienced team are here to support you in achieving your 2024 recruitment goals. Get in touch and speak to one of our specialist consultants today:

Call: UK +44 1606 212020 / Germany +49 8954 195 924

Email: [email protected]

Take some time to reflect on 2023 and set your goals for the year ahead

Career self-evaluation is something we should all consider at this time of year. Taking a step back to reflect on the year can provide some excellent insights and be essential when updating and planning for your future goals. 

We have put together a list of key questions to consider as part of your self-assessment, they will help you to make informed decisions about your career path and professional development.

Accomplishments and contributions

• What were my key achievements and contributions to projects or initiatives?
• Did I meet or exceed the goals and targets set at the beginning of the year?

Learning and development

• What new skills or knowledge did I acquire during the year?
• Did I participate in any training programs or professional development opportunities?

Challenges and solutions

• What were the major challenges I faced, and how did I overcome them?
• Did I seek help or collaborate effectively with colleagues to address challenges?

Team collaboration

• How well did I collaborate with team members and other departments?
• Were there instances where I provided support or received support from colleagues?

Feedback and recognition

• Did I seek feedback from supervisors, colleagues, or clients?
• Was I recognised for my contributions, and if not, how can I better highlight my achievements?

Work-life balance

• How would I rate my work-life balance throughout the year?
• Did I take enough breaks and vacations to recharge?

Career goals and aspirations

• Did I accomplish the career goals I set at the beginning of the year?
• Are my long-term career aspirations still aligned with my current role and organisation?

Professional relationships

• How have my relationships with colleagues, supervisors, and direct reports evolved?
• Are there relationships I need to nurture or improve?

Leadership and decision making

• Did I have opportunities to take on leadership roles or make significant decisions?
• How did I handle challenging decisions or situations?

Job satisfaction

• On a scale of 1 to 10, how satisfied am I with my current role and responsibilities?
• What aspects of my job bring me the most satisfaction, and which areas could be improved?

Career alignment

• Does my current role align with my skills, interests, and values?
• Are there areas where I feel misaligned or unfulfilled in my career?

Networking and professional visibility

• Did I engage in networking activities within and outside the organisation?
• How can I improve my professional visibility within the industry?

Future planning

• What are my career goals for the upcoming year?
• Are there specific areas for improvement or skills to develop?

Job market trends

• Have I kept myself updated on industry trends and changes in the job market?
• Are there emerging skills or areas of expertise that I should focus on?

Overall well-being

• How has my overall well-being been impacted by my career this year?
• What steps can I take to enhance my well-being in the coming year?

Set yourself professional goals for the year ahead

Take some time to consider these questions and set yourself some professional goals for the year ahead. After the holidays is the perfect time to start taking action on your goals. You’ll be refreshed from your break and motivated to make change.

If after your time reflecting you decide it’s time for a career change, Delve are here to support your career aspirations.

Call: UK +44 1606 212020 / Germany +49 8954 195 924

Email: [email protected]

Season’s Greetings from Delve Search 

The team at Delve Search wish you a very Merry Christmas and a Happy New Year!

This year we are donating to our local toy appeal instead of sending Christmas cards. It also helps to reduce our carbon footprint. 

We look forward to working with you in 2024!

Gareth Foden, Director and head of our Life Science team, takes a look back at how recruitment has changed since his first placement back in 2011, to now…

“Back in 2011 the first person I helped a company hire was an Electronic Technician for a medical packaging business. I remember it well, largely because I had no idea what I was doing but the candidate who got the job was such a nice guy. He took the time to give me an overview of his skills, how he achieved the knowledge he had and how that clicked into the wider engineering industry – which really helped me at the time.

At that point, recruitment tech stacks (software) were pretty much just job advertising and their associated platforms, alongside paper-based interview cards that were kept in a “top box”!

If I put that in contrast with my most recent hire, the world of recruitment has evolved in many ways but stayed exactly the same in others.

I would say that the people aspect is identical. Being able to listen to what someone is saying, and interpret that in the right way, hasn’t changed. Reading between the lines to make conclusions and challenge where needed has stayed throughout – although my skills have gone up significantly!

The real change is in the technology & ability to reach people via multiple channels, utilising things like automated tools and AI to help along the way.

I am sure that recruitment will continue to evolve in the future, but in my view, the people element will always remain!”

Get in touch to see how Gareth could support you with your next hire:

Linkedin: Gareth Foden

Email: [email protected]

Time kills deals when hiring, always has and always will. Check out my golden rules for a timely recruitment process…

No matter how attractive your job/business is, taking longer unnecessarily will lower your chances of hiring the best person.

1. Plan and stick to your process where possible

It’s easy to go rogue (I’ve done it in my own hiring where I get excited) but the best hiring is often from consistent processes. Different hires may require a different approach but the structure of the process does not change. If you have a consistent process you can then communicate bottle necks early which is imperative. See no.2…

2. No surprises

Candidates will become disengaged if they feel you have moved the goal posts. There are things in your process which can delay or not be ideal but people are generally far more understanding if you tell them from the start. Otherwise as humans we do like to ‘throw our toys out of the pram’ over sometimes trivial changes.

3. Be clear on what you want

Sounds simple but even if you don’t know the exact role, be clear on what the values, behavioural, and personal fit should be. Don’t compromise on this. If you are not clear nobody can make a decision.

4. Prompt feedback

We as recruiters get it in the neck but often its feedback from the clients that’s missing. If someone has taken the time to interview we should always feedback. If you give prompt feedback the candidate will likely do this too. It’s contagious.

5. Prompt decision making

Your benchmark is your recruitment policy – once you have the right person don’t wait. Benchmarking against other candidates isn’t always possible. If they are not right move on, quick.

6. Once you’ve made the decision be quick to close the offer and contract

The peak of interest is at the point of offer. The longer it takes to confirm the deal the more interest can drop and competition comes into play…

If you need advise around hiring, don’t hesitate to reach out..

Rob Bemment

Email: [email protected]

Tel:+44 (0)1606 664 198

In the ever-evolving landscape of the corporate world, gender diversity and inclusion are taking center stage as critical factors for success. The inclusion of female employees in leadership positions and across various roles is no longer just a moral imperative but has become a strategic advantage. Embracing and empowering female hires in the workplace not only fosters a more diverse and inclusive environment but also fuels innovation, creativity, and overall business growth. In this blog, we delve into the significance of breaking barriers through female hires and how it can lead to empowering success in the corporate world.

Harnessing diverse perspectives: One of the primary reasons why female hires are crucial to corporate success lies in the inherent differences in perspectives and experiences they bring to the table. Embracing diversity in the workforce enables organisations to access a wide range of ideas and insights, leading to more effective decision making and problem solving. Women often possess unique viewpoints and can provide fresh approaches to challenges that might have been overlooked in a homogenous work environment.

Creating inclusive and empowering work cultures: By promoting gender diversity through female hires, companies have an opportunity to create more inclusive and empowering work cultures. When women feel valued and supported, they are more likely to be engaged, productive, and committed to the organisation’s goals. This positive work environment not only boosts employee morale but also attracts top talent from diverse backgrounds, enhancing the company’s reputation as an employer of choice.

Nurturing future leaders: Female hires in leadership positions serve as role models and mentors for aspiring women in the workforce. Their success stories inspire and motivate others to break barriers and pursue leadership roles themselves. By nurturing female talent and providing them with opportunities for growth, organisations can build a robust pipeline of future female leaders who can drive the company’s success forward.

Enhancing customer understanding: With women making up a significant portion of the consumer base across various industries, having female employees in decision making positions can lead to a deeper understanding of customer needs and preferences. Female hires can contribute valuable insights that can inform product development, marketing strategies, and overall customer satisfaction, thereby giving the company a competitive edge in the market.

Embracing the future of work: As the future of work continues to evolve, businesses must adapt and embrace change to remain relevant. This adaptation includes harnessing the full potential of their workforce, which entails recognising and utilising the skills and abilities of female employees. Organisations that actively invest in gender diversity and equality are better equipped to navigate the complexities of the modern workplace successfully.

Conclusion: Breaking barriers through female hires in the corporate world is not merely about achieving gender equality; it is about unlocking the vast potential that diversity brings to an organisation. Embracing female employees in all aspects of business empowers them to thrive and contribute their unique perspectives, insights, and skills, thereby fostering a culture of success and innovation. As companies continue to prioritise diversity and inclusion, they pave the way for a brighter and more prosperous future in the corporate landscape.

For information on how we can help you in your search for your next female hire, call us on +44 (0) 1606 212020 or email [email protected].

In today’s highly competitive job market, recruiters and hiring managers often face a challenging decision: should they prioritise technical skills or cultural fit when evaluating potential candidates? While technical skills undoubtedly play a vital role in job performance, the significance of cultural fit should not be underestimated. In fact, cultural fit can be the differentiating factor that determines long-term success within a company. Here are a few reasons why cultural fit is key in the hiring process.

Fostering a harmonious work environment: A strong cultural fit ensures that employees share similar values, work ethics, and goals. When individuals align with the company culture, they are more likely to collaborate effectively, communicate seamlessly, and build positive relationships with their colleagues. This harmonious work environment boosts morale, enhances teamwork, and ultimately contributes to increased productivity and employee satisfaction.

Enhanced employee engagement: Employees who feel a sense of belonging and alignment with the company’s mission and values are more likely to be engaged in their work. When there is a cultural fit, individuals are passionate about their roles, demonstrate greater commitment, and exhibit a higher level of job satisfaction. They are motivated to go the extra mile, contributing to a more innovative and productive work environment.

Reduced turnover and increased retention: Hiring an employee with excellent technical skills but poor cultural fit can lead to significant challenges in the long run. Such individuals may struggle to integrate into the team, feel disconnected, and become disengaged over time. This can result in high turnover rates, which are costly for businesses in terms of recruitment, training, and lost productivity. Prioritising cultural fit during the hiring process helps ensure that employees are more likely to stay and thrive within the organisation, reducing turnover and fostering long-term retention.

Positive impact on organisational reputation: Employees who are aligned with the company culture not only perform their roles effectively but also become ambassadors for the organisation. They reflect the values and ethos of the company in their interactions with clients, partners, and the public. This positive representation enhances the company’s reputation and strengthens its brand image, contributing to its long-term success.

Adaptability and team dynamics: Cultural fit enables individuals to adapt more seamlessly to the company’s work environment, processes, and values. While technical skills can be developed over time, cultural fit is often more challenging to cultivate. Employees who already align with the company’s culture can integrate more smoothly into teams, adapt to changing circumstances, and contribute to a cohesive and productive work dynamic.

While technical skills remain important, prioritising cultural fit in the hiring process can lead to a more cohesive and high-performing workforce. Striking the right balance between technical skills and cultural fit ensures that employees not only have the necessary expertise but also possess the values, attitudes, and behaviours that align with the company’s mission and vision. By fostering a work environment where employees feel connected, engaged, and motivated, businesses can unlock their full potential and achieve sustainable success in today’s competitive landscape.

Get in touch to find out how we can help you find the perfect fit:

Call us on +44 (0)1606 212020

Email us at ​[email protected]

We are diving into the intriguing world of psychometric profiling and its significant role in the search and selection process. If you’re looking for a comprehensive approach to finding the right candidate for your business and team, join us as we explore the ins and outs of this powerful tool!

Let’s begin by understanding what psychometric profiling entails. Simply put, it involves gaining insights into an individual’s personality, strengths, and weaknesses, going beyond what can be gleaned from qualifications and a CV alone. It offers a deeper understanding of a person’s traits and behaviours without the need for extensive competency-based interviews or personal assessments.

So, why should you consider psychometric profiling during the recruitment process? Well, a job is more than a checklist of skills. It’s about finding a mutual cultural fit, aligning personalities, and creating a cohesive team. Psychometric profiling helps achieve these goals.

By utilising psychometric assessments, recruiters gain valuable insights that surpass what a resume can reveal. These assessments provide a glimpse into a candidate’s hidden potential and behavioural patterns. They shed light on work preferences, leadership styles, and how individuals handle pressure, which is often indicative of their character during demanding situations.

Now, let’s explore the practical benefits of psychometric profiling:

Cultural Fit: Companies have distinct cultures and values. Psychometric profiling allows recruiters to match candidates based not only on skills but also on personality traits that align with the company’s culture. It helps identify individuals who share the vision and values, fostering strong connections within the team.

Uncovering Hidden Talents: Resumes may not fully capture a candidate’s true potential. Psychometric assessments unveil hidden talents and strengths that might not be immediately apparent. It enables the discovery of exceptional abilities and helps place candidates in roles where they can thrive.

Enhancing Team Dynamics: Successful teams rely on effective dynamics. Understanding the personality traits and preferences of team members through psychometric profiling helps create well-rounded teams. It ensures a complementary blend of skills and fosters collaboration, leading to outstanding results.

Reducing Bias in Hiring: Acknowledging our inherent biases, psychometric profiling offers an objective approach to evaluating candidates. It focuses on their true potential rather than superficial factors. By minimizing bias, organizations can promote fairness and inclusivity in their recruitment practices.

It’s important to note that psychometric profiling is just one piece of the puzzle. It does not provide a definitive forecast of future success, nor does it replace human judgment. Instead, it should be used alongside other assessment methods, forming a comprehensive evaluation approach.

Whether you’re a job seeker or an employer seeking the perfect fit, keeping an open mind and embracing the possibilities that psychometric profiling brings can unlock tremendous potential. It’s about finding that ideal match and embarking on a fulfilling journey of growth and success together!

Get in touch to see how Delve Search can help you find your next perfect match!

Call us on +44 (0)1606 212020

Email us at ​[email protected]