Want to move up the ladder? These 10 traits may be the key to your success.

In these competitive times, advancing in your career is far from automatic. Those who sit back and wait for things to happen for them often end up frustrated, disillusioned, and burned out. In contrast, those who look for opportunities and seize them seem to have “better luck” than others.

Of course, it’s not luck at all.

If you’re looking to move ahead in the workplace, you’d do well to learn from those who seize the day and seem to advance easily. Here are the top 10 traits of people who advance in their careers:

1. Enjoy a Challenge

Too many people, when faced with a time-consuming project or a lengthy assignment, try to shirk their responsibilities or “delegate” them to others. But those who advance don’t shrink away from challenges and adversity. They see these times as opportunities to learn and grow–a new project, a new boss, or a new office are all chances to grow in a new way.

To advance in your career, embrace challenges instead of shrinking away. Not only will your skill set come out stronger as a result, your manager and other company higher-ups will see you taking the initiative. Remember, rewards come to those who stand out–not those who blend into the background.

2. See Failures as Opportunities

Dealing with failures as a professional is very difficult. You feel as if you’ve let yourself and your colleagues down. However, those that advance in their industries see failures as opportunities. Rather than blaming others or beating themselves up for making a mistake, they learn from their experience and focus on doing better in the future.

When you see failure as an opportunity to grow, you’ll be less prone to the emotional upset associated with it and you’ll advance in your career more quickly.

3. Possess Confidence

It’s amazing how an aura of capability makes people think you really are capable. Those who advance quickly possess confidence–in themselves, their work, and their career plan. This confidence helps others trust them, which helps them be seen as leaders.

As you pursue your next promotion, remember to build and exude confidence. Even if you’re a naturally shy person, you can learn to change the way you hold yourself, your body language, the tone of your voice, and more with consistent practice.

4. Are Optimistic

No one likes to be around a co-worker who constantly complains and sees the negative in everything. Those who advance quickly are optimistic, seeing solutions instead of problems. They aren’t unwilling to admit to challenges, but instead, they look for ways to overcome them.

To advance more quickly in your career, try looking on the brighter side. If optimism doesn’t come naturally to you, practice at home by writing down three to five things a day that you’re grateful for. These can be small things–like the fact that you hit a green light at a busy section. No matter what you write down, learning to see the good throughout your life will carry over into your performance at the office.

5. Are Open to Feedback

Being coachable is a major part of succeeding in business. Those who are promoted rapidly take feedback well, and are able to learn from it and implement changes. Instead of seeing feedback as criticism of your work, see it as constructive–you’ll be on the path to moving ahead quickly.

If criticism tends to throw you–leaving you either angry with rage or teary with disappointment–learn to take a few minutes to compose yourself before responding to the feedback. Try saying something like, “I appreciate the feedback, but I’d like to take a few minutes to reflect on it privately. Can we discuss this further in an hour?”

6. Look for a Mentor

Having someone on your side who can advocate for you is a big part of being promoted swiftly. Those who are successful seek out mentors whom they can learn from. Then, they also benefit from that manager or leader advocating for them or pointing out potential opportunities to take on new responsibilities.

Look for a mentor in your company who can help get you on the fast track, but don’t take the mentor-mentee relationship lightly. If a senior manager offers to assist you in this way, either in a formal or informal mentorship capacity, be respectful of his or her time and do your best to repay the favour whenever possible.

7. Are Flexible

While succeeding isn’t about giving up all your nights and weekends, being flexible has its advantages. Sometimes being flexible isn’t about more hours at all–it’s just as much about being willing to head up a project when you expected a quiet month in the office. To succeed in your career, do your best to be more flexible with the changing demands of the business. Your boss will notice.

8. Focus on Results

In business, it’s not about whose job a task is–it’s about getting the task done. Those who advance quickly focus on results–their own, their department’s, and the company’s. They don’t waste time with blaming or shifting responsibility. They dig in and get the work done. When you do this in your work, you’ll be positioning yourself well for success.

9. Aspire for More

Sometimes, the only difference between someone who gets promoted and someone who doesn’t is the “want it” factor. When you make it known that you aspire for more from your job and company, you’ll put yourself out there as someone who’s available for additional responsibility and promotion.

Of course, you’ll need to be careful with this one. Gossiping openly about how you deserve a better title isn’t going to do you any favours, so learn to show, not tell. Make it clear to your immediate supervisor that you’re interested in advancement opportunities, but also prove that you’re willing to put in the work to be worthy of them.

10. Are Good at Negotiation

It’s no secret that it’s hard to create win-win situations on the job. Often, no matter how hard you work to avoid it, some people feel short-changed in a situation, while others feel they won. Those who succeed quickly are those who learn to help everyone feel great about a particular outcome and stress the positive points for everyone involved.

The good news about all 10 of these traits is that they can be learned and developed. Don’t feel like those who advance rapidly in their careers are somehow better than you. They’ve simply mastered these 10 traits and used them to their best advantage. With a little practice, you can too.

Since our foundation in 1991 Cavendish Maine has seen huge changes in the way recruitment is conducted. We have worked through the launch of mobile phones; the internet; changing legislation; technology, Covid and the new world of remote and agile working. Many employers have been slow to adapt and fail to realise what it takes to attract and retain the talent they want in 2023. Working with a professional recruitment partner, such as Cavendish Maine, should take care of all of this for you – here is a summary that you might find useful.

1. Remote working and online interviews

The number of people now working fully or partly from home has risen by over 50% since March 2020. Surveys show that 80% of people in commercial roles would not now accept a job that offered no flexible working!

When it comes to recruitment, one of the major benefits of remote working for employers is that your talent pool is no longer limited to those who live locally, and it is easier to introduce more flexibility and diversity than ever before.

If you embrace remote working, embrace remote interviewing too. Traditional hiring managers rely on the CV as the only selection tool and invite a small number of candidates to face to face meetings on one or two specified days. You can see the limitations to this.

Online interviewing speeds up the hiring process and saves money. It encourages you to consider more candidates at the first stage which improves your opportunity to spot those all-important ‘soft skills’; you can keep the interviews short and sharp while still making / taking a first impression and you will have confidence in those that you invite to a face-to-face meeting. You are also more likely to invest time in social media and reference checks in advance of the second stage which usually removes the need for any further interviews.

2. Create a positive candidate experience

Candidate experience pre, during, and post-recruitment contributes to your employer branding and can affect your company’s reputation in the job market. It also affects the kinds of talent you attract and retain. By 2030 we will be faced with a talent shortage of more than 85 million people. Considering that and tight competition all around – you cannot afford for bad interview experience or reputation to cause loss of potential talent.

Based on a survey conducted by Kelly Services, 97% of candidates who had a positive experience with a company’s recruitment process would encourage others to apply, and 55% of them would share their positive experiences on social media.

3. Maximise employee retention, minimise bad hires

We believe that a bad hire costs the employer around £15,000, and losing a good hire is double – £30,000. If your company makes just one bad judgment and loses one good employee in a year – you’ll lose £45,000. It’s a lot of money that could be spent differently.

Processes. Think about what has worked in your organisation. Understand the culture, breathe this into the interview and hire people who will fit in, enjoy the team and stay with you in the face of a competitive approach.

4. Put soft skills into the spotlight

For a very long time hard skills were considered the most important in any recruitment process – the higher the competencies, the better. But enlightened employers realise that while hard skills can be learned, soft skills must be earned – mostly through experience.

It’s time to start adjusting the recruitment approach now and focus on more than previous experience.

The soft skills that will matter the most in the next three years

• Emotional intelligence
• Adaptability & resilience
• Integrity & ethics
• Creativity
• Teamwork

5. Understand Gen Z

Knowing how to target different generations with your recruitment process is a key factor for successful hires. And now, as Generation Z (‘Zoomers’ 1997+) are entering the workforce, it’s time to start tailoring your recruitment process to suit them.

Gen Z is characterised by specific values and expectations that need to be considered when attempting to attract them, the biggest being technology, and it’s through its implementation in the recruitment process that you can become an employer of interest in their eyes.

Zoomers are the ones that have been immersed in technology since they were born, they are digital natives. Most zoomers will not tolerate outdated technology in their workplace. The best way to recruit and retain this generation is to fully adapt the recruitment process to the technology they use.

Make sure your application process is fully mobile-friendly. You should make it possible for them to apply on their phones within a few clicks.

This generation will require you to post bite-sized content, preferably in a high-quality video format. They’d rather watch a quick video presenting your company than read text on your website. The year 2022 may be the high time for your company to revamp the website and make it more GenZ-friendly.

Conclusion

Recruitment processes need to keep pace with the world. Today its less about paper-pushing and more about diversity, modern technology, and adaptation. Cavendish Maine can help you with this – using technology and experience to amplify your employer brand and to quickly capture and excite the candidates you want to grow your business in 2022 and beyond.

Please Contact Us  for more information.

Recruitment is also marketing.

It helps position you in the market and it can significantly impact your ability to attract the very best people into your business.

A poorly designed or delivered interview process can leave candidates turned off or disengaged and like lots of bad experiences inevitably they get shared with their friends and colleagues in the market which negatively impacts your brand.

For a hiring manager, communication is key, particularly when candidates have been recommended by internal colleagues.

Managing timelines, expectations and suitability in some cases, is key to maintaining a positive candidate experience. Using an intermediary either an internal HR professional or an external recruitment partner can really insulate the hiring manager from a range of these issues.

To go through some of the details of what a good recruitment process looks like and how to deliver it please Contact Us and I’ll be happy to discuss.

Many thanks,

Steve

stephen@cavendishmaine.com

Choosing the right recruitment partner as a candidate can have a really significant impact on your career if you get it right.

Parting with it with a good recruiter can be a career long relationship (heaven forbid) that can provide significant benefits, these can include:

• Market Intel.
• Career advice and counsel.
• They will  be able to unearth, hidden,  off market opportunities for you which might advance your career.
• Act as a sounding board during decision making or times of uncertainty.

Getting it wrong can have the opposite effect, and can be highly career damaging. Recruitment gives itself a bad name by the recruiters who don’t care about what they do. Examples include the candidates CV appearing on the current managers desk.

If you’re considering who to partner with, long term market reputation and recommendation of those recruitment partners are the sort of key things that you need to look out for.

If you would like to know some more techniques and questions to ask about what to look for when choosing a recruitment partner then please Contact Us and I’ll come back to you when I can.

Many thanks,

Steve

stephen@cavendishmaine.com

RESIGNING THE RIGHT WAY

Resigning the right way, whether you’re feeling overworked or overlooked or undervalued, the best way to start any sort of change is to talk to your existing employer first. Talk to them, express your concerns, tell them why you feel the way that you do,  give them the opportunity to put things right.

If they choose not to accept it, then you’ve got your answer, and it shouldn’t come as a surprise to them when you do decide to make a change.

If you are considering making a move and wish to start talk through the rest of the steps in the process, feel free to Contact Us and I’ll be happy to talk things through.

Many thanks,

Steve

stephen@cavendishmaine.com

Although getting headhunted will still require some effort from you, it won’t take up nearly as much of your time as the traditional job-hunting approach, obviously it doesn’t guarantee when it is going to happen, but it means that opportunity arrives, you’ll be considered and approached about it.

An advantage of the recruiter coming directly to you is that they know the job they’re offering has to be better than your existing one. Otherwise, how are they going to tempt you out of your current role? You have the upper hand in negotiations, which puts you in a great position to ask for a better package and maybe even include a pay rise.

However, to get headhunted, you need to stand out by a mile; and this can be difficult in today’s competitive job market. Therefore, the best approach is to continue your job search, but also work on improving your chances of being found by recruiters at the same time.

There’s no harm in having all bases covered, right? To increase your chances of a recruiter headhunting you, check out the top tips below.

Market Your Personal Brand

One of the best ways to raise your profile and get recognised as a top performer in your field is to regularly participate in any activity within the industry. This doesn’t have to just be on social media. In fact, some of the old-fashioned methods are the most effective.

You can speak at industry events, seminars or get your articles published in relevant publications. You could even act as a speaker internally for your company’s events. Don’t be afraid of public speaking and always seize the opportunity to get involved.  For example, if you’re looking to get headhunted for an IT job, try get involved with company webinars or create a portfolio with some of your best work. The more regularly that you contribute to these events, the more your thoughts will be heard. And hopefully, the quicker you’ll be known in your field as an outgoing, knowledgeable and passionate person (and one that employers will want to headhunt).

Use Social Media 

If you’d rather opt for a more convenient method of raising your profile, then using social media may be your preferred option. A strong LinkedIn profile is essential for displaying your skills, achievements, experience and personal information.

Furthermore, it’s a great tool for connecting with past and present colleagues, as well as gaining endorsements from these individuals. And the more you can gain of these, the better!  After all, they can vouch for your skills and help to expand your network and ultimately, your chances of getting headhunted. Ideally, you should try to ask senior members of staff to recommend you, based on any successful projects you were able to deliver for them. In doing so, you’ll give head-hunters instant proof of your abilities; which should speed up the initial stages of the hiring process.

Expand Your Network 

Effective networking will significantly increase your chances of getting headhunted. This means staying consistently active across your industry to gradually increase your presence, rather than diving in headfirst whenever you need a job. Make an effort to reconnect with influential people you’ve met throughout the industry; but not just when you need them. Networking is a two-way effort. So, be willing to put in a good word for others and proactively offer to help when you can. Networking events can give you a great head–start for meeting lots of industry figureheads, but consistent contact over time will see the greatest rewards. Genuine connections are the most valuable in the long run, but these relationships need maintaining.

Key Points to Remember

Take a long-term approach to building strong, mutually-beneficial relationships both internally and externally. Recruitment is very relationship driven at senior levels.

Stay visible and ensure that your key skills and achievements are in the public domain.

Pick the key recruiters in your market and engage with them. An upfront investment with a small group of well chosen recruiters will pay big dividends.

Do not leave this activity until you are actively looking – these approaches all take time.

If you were to google ‘the power of saying no’ you will find a plethora of self – help and guidance books based on this very topic.  A Nobel prize was even awarded back in 2002 for work based on saying no – this is not a new craze!

The word NO naturally brings with it negative connotations – but what if I were to tell you that saying “no” is easier than you think and can have completely the opposite effect on all those involved?

The recent pandemic seems to have impacted the ‘people pleaser’ and ‘yes men/women’ by altering their approach somewhat.  “Yes” is no longer the default and “No” is becoming a regular vocabulary feature whilst everyone realises how important prioritising yourself without feeling guilty truly is.

Saying “No” is your right, not a privilege (Tony Robbins) and not only protects your personal integrity but sets healthy limits and boundaries whilst also setting you free.  That small two letter word is empowering, exhilarating and ultimately makes the word YES more meaningful.

Practice saying “No”

Our ‘inner chimp’ is tested on a daily basis and generally wins the impulsive YES battle.  But in order for us to override this and take back control, we must consciously slow down.  Pause, assess the situation and then decide.  To wait is to win.  And that is exactly what the last 18 months has shown us.

Some good workplace examples of when saying “No” is a good idea include;

• Focussing on your own goals – if saying “Yes” means that you would need to sacrifice your own personal goals or it would have a detrimental impact on you succeeding your own goals and targets, say “No”
• Values & Principles – If saying “Yes” goes against your personal values or principles – say “No”
• Strength to change – If you are on a personal path of change and saying “Yes” would knock you off track – say “No”
• Exploitation & abuse – If you know deep down you are being used or taken advantage of and someone has selfish intentions – say “No”

So, whilst YES will always be easier and the FOMO on opportunities, relationships, promotions or events may sneak in from time to time; next time you are about to say “Yes” AGAIN – take a moment, be diplomatic, courteous and honest and honour your personal integrity… with a big fat NO!

If after all of this the struggle to be heard continues, please do not hesitate to pick up the phone and dial 01275 813000 for a confidential discussion.

Over the past 18 months, virtual meetings have become a ‘big deal’ and even as the majority of people have returned to some normality in their working lives, the Virtual Interview is here to stay!

From a Recruiter’s point of view this is great news – a way of speeding up the recruitment process, keeping potential candidates engaged, not waiting weeks on end for clients to synchronise diaries for when they will be in the same office at the same time, and less excuses from candidates about their cars breaking down (always happens on the day of an interview btw!).  It can even mean more candidates get a shot at a first interview as the process is so time effective…

They do however have some disadvantages which almost all fall in the disfavour of the interviewee.  So with over 60% of all first stage interviews now being carried out on a virtual platform, here are a few hints and tips on how to avoid those potential pitfalls:

BEFORE

• Always accept the inbox invitation as soon as it is received rather than wait until just before the meeting. In addition to common courtesy, this also shows your keenness to attend, interest in the opportunity and avoids any doubt as to whether you have received the details and/or will attend.
• Ensure you have the correct app or platform downloaded in good time and check that it works! Practice calling a friend or family member beforehand for peace of mind.
• Set your device up in a tidy, quiet space with good lighting. Ensure there is nothing offensive or embarrassing in the background (don’t be caught out by reflections in mirrors displaying  the pile of dirty washing you thought you had moved out of sight!).
• Do Not Disturb – tell everyone in your household that you are not to be disturbed, turn off any notification alerts on all devices, pause the washing machine and shut any pets (and children) out of the room.
• Dress to impress – and not just your top half! Treat the virtual interview in the same way you would treat a normal face to face meeting.  You only get one chance to make a first impression.
• Ensure the internet connection is strong and the battery is fully charged on your device.
• As with any interview, be PREPARED! Have a copy of the job spec and your CV to hand and anticipate the most likely questions – this is something your recruiter can help you with.
• If you don’t already know how to ‘screen share’ in order to present your CV or other documents, you should master this skill just in case!

DURING

• Arrive online early – its good practice to be waiting online before the host arrives.
• Ensure the camera is ON and mute is OFF.
• Make small talk – just as you would when you are met in reception by your interviewer at a face to face interview. Sitting in silence whilst waiting for other interviewers to arrive can be awkward.  This is an opportunity to show a glimpse of your personality, which isn’t always easy on a screen!
• Make sure you look into the camera rather than the screen itself.
• Avoid slouching in your chair – this could portray disinterest.
• Try not to be too ‘familiar’ with the interviewees – whilst you may be sat in your home, your ‘safe place’ and where you feel most comfortable, it is all too easy to become overly relaxed in both body language and speech. Be mindful throughout.
• Pause before and after speaking to avoid talking over others.

AFTER

• Double check you are definitely disconnected before you let out a sigh of relief (or worse)!

We hope this information is helpful.

If you are currently seeking a new opportunity, or if you are not quite there yet, but would like a career chat, then please Contact Us  to talk through your options, the market and anything in between.