There are lots of benefits for businesses hosting teambuilding events, including increasing morale and building trust among employees. One of the main benefits is employee motivation and how events like this can increase productivity. In this blog, Managing Director Jo Sellick looks at why he thinks hosting teambuilding events like this is important for the business and explains the positive impact it can have on employees. It is that time of year again when Sellick Partnership comes together for our annual 'Teambuilding' event which will be held on Thursday 15 August 2019 to Saturday 17 August 2019 at Bangor University. This annual event is one of my absolute favourites and is highly anticipated by everyone across the business. It is a chance for all of our people to come together, socialise and share experiences which I believe is vitally important to ensure morale and productivity remains high all year round. Our very first ‘Teambuilding’ event happened in 2005 with just 15 members of staff travelling to Cumbria in the Lake District. It was really important to me to create an event that people would enjoy, where employees across the business regardless of position or seniority can socialise and have the opportunity to catch up with colleagues they wouldn’t normally see day-to-day. Since then we have grown considerably, and this year 80 of us will be heading to Bangor University making this one of our biggest events to date. Despite our growth, and the challenges that comes with arranging an event of this size, I still believe it is one of the most important events we put on each year. In previous years we have asked our people to create rock bands, we have competed in our very own ‘It’s a Knockout’ competition, hosted a “bake off” and in 2017 we took all of our employees for a two night break in Majorca to celebrate our 15th anniversary. It is something our people always look forward to and an event I will always insist that we do in some form. I can honestly say that our Teambuilding events have been instrumental in strengthening relationships across our seven offices and have helped us retain many of our long-standing employees. Here are just some of the reasons why I think hosting teambuilding days like ours are so important to keep morale and productivity high all year round. Increased productivity: the collaborative nature of a teambuilding event teaches people how to work together more effectively. It allows you to see that everyone has different skills and approaches to a problem. This knowledge is then transferable to the office environment, as individuals understand how to make best use of each other’s abilities. Develop problem solving skills: because teambuilding exercises usually involve a simulated problem that must be solved, participants can feel like there is less pressure compared to when an issue comes up in the workplace that they need to deal with. They can then find ways to reach a goal despite hurdles, and feel more confident about their ability to do this. The problem solving skills they gain are ones that they can make use of in the corporate setting. Develop future leaders in your business: teambuilding activities usually requires people to step up and take charge to reach an end goal. These leadership qualities can be invaluable to a business and can help you grow your senior management team. This is an excellent opportunity for you to find out who those people are in your business and decide whether they can utilise those leadership skills within your business. Increased networking/communication skills: most businesses rely on effective communication and networking to survive, and teambuilding days can be an excellent way of improving these skills amongst your workforce. Create teams of people who do not usually interact on a regular basis. In doing so you will encourage employees to step outside of the box and help them improve their communication and networking skills overall. Improved company culture: in my opinion this is the most important and valuable benefit. A good company culture will give you the basis to attract and retain the very best employees, and teambuilding activities like ours can really help in boosting the culture within your organisation. A happy workforce is one that is connected and collaborative, and events like this will really help you to reach that goal. But ‘Teambuilding’ for us is not just about increasing morale or improving productivity, it is also our way of saying thank you to the commitment and hard work of all of our staff. Without a great team of people no business can succeed, and here at Sellick Partnership we have a team that I am immensely proud of. It is important to remember that and to always give credit where credit is due. For more information on our annual Teambuilding events or what it is like to work for Sellick Partnership, visit the work for us section of our website and browse our internal vacancies. Alternatively you can see more news, resources and insights here.
Generational issues and perceptions within the Wealth & Investment Management sector often mean that the move from Back Office into Front Office roles can seem unattainable for candidates. For a long time this move was seen to be almost impossible, however more recently some candidates have been able to make the move seem like a much more viable option for skilled candidates in this sector. That is not to say the move is easy – it is far from it. But anyone who truly has what it takes – the intellect, drive and perseverance – to thrive in a Front Office role should not dismiss their chances of securing their dream job. But what does it actually take to make the move into Front Office? I recently had the pleasure of speaking to James Charlton, who is the past President of the CISI Liverpool, Chester & North Wales branch who has successfully made the move and helped me get to the bottom of how it can be done. Candidates that thrive in Back Office will not necessarily make it in the Front Office. Generally, Back Office candidates are incredibly process driven and do the job very well, however to be successful in Front Office they need to have something extra. To be considered for a move to Front Office, candidates need to be able to show they are aware and understand what it means to be client facing, and go above and beyond to show that they have the relevant skills and know-how to deal with challenging situations. This is not to say that Back Office roles are not challenging. But I find that candidates that are likely to succeed in Front Office have something extra, a spark that makes them really stand out. For me, that is a candidate that has a full understanding of how the investment management life cycle works. Someone who is aware of the business outside of just their role, and also someone who is genuinely interested in the sector and shows it by keeping abreast of what is going on. It is also incredibly important for candidates to be ambitious, know where they want to end up and to be extremely committed throughout. The interview process alone will be challenging, and that, alongside studying can often impact life outside of work. Roles in the Front Office generally require a much greater commitment than Back Office roles. The role often requires candidates to work unsociable hours due to market openings and closings and travel to client sites, so candidates really need to be absolutely sure it is the route for them before applying. Finally, and possibly most importantly, candidates need to have a very open-mind. The Wealth & Investment Management sector is vast, and there are countless opportunities across many organisations to choose from. We regularly discuss options with candidates that they have never considered, so it is important to remain adaptable and open throughout the process. Our advice here would be for candidates to go into the process with a clear plan of what they want to achieve, and adapt that plan to suit the organisation or role that is best suited to them. Whatever the situation, the move into a Front Office role is not going to be easy, so candidates need to really want it if they are going to stand a chance of making it. Candidates need to be absolutely sure a Front Office role is what they really want, and commit to getting it in any way they can. It is this commitment, ambition and determination that sets Front Office candidates apart and ultimately helps them secure a role they will thrive in and love. If you are looking to make the move from Back Office to Front Office, or are looking for a role within Wealth & Investment Management please do not hesitate to give me a call on 0151 224 1480.
Are you a public sector lawyer and wondering what skills you should be concentrating on in order to be a success in the 21st Century? Chelsey Newsom, Manager and legal recruitment expert gives us some insight into the skills her clients often look for in local government lawyers. She offers her advice on what skills clients should be looking for in candidates, what skills candidates should be developing and how local government can ensure they are attracting and retaining the best legal talent on the market. The legal recruitment market is constantly evolving which can be challenging for candidates trying to keep up. As a result the role of a lawyer in any sector is becoming increasingly difficult and my legal clients are constantly looking for candidates with niche skillsets that have relevant and adaptable soft skills. As we move further into the 21st century this need will only grow, and lawyers will need to ensure their skills and knowledge are up-to-date. In this blog I look at some of the skills that are currently in highest demand, and how I think the role of the lawyer will continue to evolve. It is very evident that local government are under constant financial pressures, especially as there is little clarity on where organisations funding will come from in 2020. Candidates therefore need to be able to adapt to certain surroundings and find innovative ways that they can continue to the service they provide. Local government lawyers need to be versatile and flexible to be able to manage the changes happening in the sector such as shared services, alternative business structures (ABS) and the implementation of new technology across the sector. Skills in demand with local government As local authorities move towards new structures such as shared services and ABS and adopt a way of working similar to that in private practice, they require their lawyers to be able to undertake a range of skills. As a result we have seen an increase in the need for the following skills when recruiting to local authorities across the UK: Client care skills – the ability to manage several clients at one time and build a rapport is becoming essential for any candidate looking to secure a legal role within local government. As pressure increases, lawyers need to be able to work with multiple clients, and effectively manage their expectations whilst delivering the highest level of service. For that reason we often look for legal candidates that have experience in, or show skills in stakeholder management. Technology – technology is constantly changing with the legal sector, and as a result candidates need to be able to learn new systems and adapt. The ability to record key information on case management systems with little to no legal support is often required in local government, therefore efficient typing skills and the ability to confidently use different platforms is essential. Candidates also need to be able to adapt to new technology as and when it is introduced. As the sector continues to evolve, and more technology is introduced to local government, this will become an even more important skillset to have. Niche and specialised skills within a set legal field – generally lawyers will specialise in a key area of law, so having expert insights and knowledge of your chosen sector is essential. Our clients are also often asking for candidates that have very specific skills, so it is important to know what niche skills may be important within your chosen sector. For example, there has been a significant increase in childcare lawyers with strong advocacy skills and an increase in CPO and development experience within planning and property roles. Experience within more than one area of law – candidates who are able to gain experience in multiple areas of law will always be in high demand. We have seen a significant change in the market where the demand for litigation lawyers does not just require housing or civil but clients needing lawyers to be versatile so that they are able to pick up any level or type of work in small teams such as districts or boroughs. There is also a greater need for candidates to be able to conduct advocacy in more than one area of litigation to enable a cost saving exercise to try and reduce spend to external barristers or practice. We have also recently seen a rise in the need for regeneration lawyers, but clients are asking that these candidates possess skills in project experience and knowledge within property, planning and contracts. This gives lawyers with experience in any of these areas an opportunity to develop further and gain work in a different area of law. Adapting skills to remain successful within local government It is not always skills that lawyers need to think about to remain successful in local government. Legal professionals should also be aware of the market, adapt and look at where their skills may be transferable. For example, many local authorities still struggle to recruit for childcare, property, planning and contract positions both on a permanent and on a locum basis. These areas of law are in constant high demand within the market and commercial roles are always in competition with private practice and in-house roles that offer a more competitive salary. There is also a real need for skilled regeneration lawyers. This is a relatively new area of law for local government, and a skill that is increasingly in high demand. There may be lawyers already in local government that have the skillset to deliver these projects, so it is worthwhile considering these roles and looking as to whether your skills are transferable. Local government hiring managers should rethink their approach to recruitment Client retention is also very difficult, especially within the public sector. Within the areas of law that are most difficult to recruit to, clients often focus too much on experience and post qualified experience (PQE), however this is limiting the talent pool available to them. I would strongly advise local authorities to consider those with less PQE as these candidates can be an investment in the long-term and it may be that these skills can be developed which will ultimately lead to a highly skilled lawyer that is committed to the organisation. Finally, if local government organisations want to attract, train and retain future legal talent, they need to invest time in the candidates they employ. Many legal candidates we work with have the right soft skills, but without adequate training within a key area or organisation they cannot grow or flourish. To further discuss the skills you need to be a successful lawyer in the 21st century or for assistance with your recruitment strategy please contact me on 0161 834 1642 or email email@example.com. Alternatively, browse our latest roles here.
Graduates can be a valuable asset to any organisation, especially those within the Finance & Accountancy sector, but only if businesses act fast and find candidates that have the right skillset and are the right cultural fit. Graduates represent the future growth of businesses and give them a pipeline of new talent to train and mentor, and if firms are able to attract the ‘cream or the crop’ they will be in a very strong position against their competitors. I regularly speak to businesses that have been left disappointed come September because they have been unable to attract the graduates they need. In my experience, one of the major reasons organisations miss out is due to the way they promote their benefits, and what they have on offer. The market is very much graduate-led, and it is unlikely that the most sought after candidates will spend a great amount of time researching what you have to offer. Instead, businesses need to ensure they are promoting the right benefits in the right places. For example, an ambitious Finance & Accountancy graduate will want to know that they will get the support and mentoring needed to build a successful career, so firms that are interested in securing these candidates need to promote benefits such as what training and development is on offer and whether there is access to any additional qualifications. These benefits should be promoted directly to candidates where possible at open days, on websites and job boards where graduates are likely to be most active. I would also urge Finance & Accountancy firms to properly vet candidates properly and ensure they are speaking with the right talent on the market. Generally, graduates will have a good idea of what they are looking for, however I have had experience with candidates that have been unsure and are considering various roles and sectors. Firms need to, where possible, ensure that the candidates they are speaking with are 100 percent committed and have a genuine interest in the business and role from the offset. A strong vetting process during the interview stage can help with this, and will help ensure businesses are employing committed and motivated candidates that will contribute towards future growth. Finally, it is important to know where to look for graduates. Businesses need to be proactive and not rely on graduates coming to them. Firms that know they need to employ graduates should have a presence on campus throughout the year at careers days and recruitment fares. Failing that, businesses can engage with a recruitment agency such as Sellick Partnership that specialises in the Finance & Accountancy sector and already has relationships with higher education establishments across the North West. Generally, agencies will have up-to-date market knowledge and insights, and have access to a wealth of readily available candidates, including graduates. Working with a recruitment firm can assist with your recruitment and act as an extension of your HR team, saving time and money long-term. If you need help securing graduates for your business, or would like some advice on how to attract the very best candidates on the market, please contact myself or a member of my team by calling 0161 834 1642. Or click here to view the full article in the Manchester Evening News. Article can be found on P28-19. Martin Parr, Manager, Sellick Partnership
The NHS is a vast organisation employing over 1.5 million people across the UK, and they are not all doctors and nurses. In fact, the NHS has various roles and career opportunities throughout its network of organisations. Despite the vast number of roles, the type of candidates that thrive within the NHS are largely the same, and the NHS’s worldwide reputation is partly down to the workforce it employs. As a public sector recruitment specialist, we have the pleasure of working with the NHS to fill some of their lesser known roles, each of which can offer the right candidates a long and rewarding career, and have a great deal of experience in finding the right type of candidate. In this blog, Principal Consultant Stephanie Tasker looks at the types of people that often do well in this UK institution and some of the more obscure positions we have recruited for in the past. The types of people that thrive in the NHS The NHS is famed for its employees, each of whom have a desire to help people and work for an organisation that gives back so much. So it will be no surprise that it takes a certain type of person to work within the NHS. First and foremost NHS employees need to be compassionate and have a passion for looking after people. Every NHS employee is hugely important to the organisation, and everyone is working towards a common goal, helping UK citizens when in need. Candidates also need to be flexible in order to make the most of a role within the NHS. Due to the nature of the NHS and its 24/7 operation, recruiters look for candidates who are flexible and able to work hours that suit the needs of the organisation and its patients. This may not be as relevant for roles within Finance & Accountancy for example, but even within office functions, the needs of the organisation come first, so the need to be flexible is still of huge importance. Candidates therefore need to make it clear that they are open to working flexible hours from the offset. The NHS faces lots of scrutiny, therefore, an ability to defend it and work despite any criticisms is vital, however tough pressure might be. For that reason, we generally look for candidates that have proven experience of working within a team. Teamwork and camaraderie are needed at every level and department within the NHS, so we often try and test candidates on this throughout the vetting process. For candidates that are interested and are suited to working in the NHS, the benefits are endless. Our candidates regularly praise the work/life balance they are able to have, the benefits on offer and probably most importantly, the satisfaction they get from their role day-to-day. Securing a dream role within the NHS There are over 350 different careers within the NHS. These include medical and non-medical roles and all require a variety of skills and experience. However, despite the number of roles on offer, securing a job within the NHS has been known to be challenging due to the competitive application and interview process involved. Candidates therefore need to utilise all the resources available including online job boards, recruitment specialists and even networking with NHS professionals on social media networking sites such as LinkedIn can help. Candidates also need to show that they have the right skills, experience and attributes for the role. Now this is not simply past experience. NHS recruiters are looking for candidates that are the right cultural fit as well as those that have the skills needed to do the job in question. The NHS looks for candidates who that meet its values as a result of its Values Based Recruitment policy. Candidates therefore need to have a clear understanding of these, and showcase how their values align. Finally, it is important for candidates to always seek feedback, even if they are not successful in order to continually improve. In doing so they can ensure that they do not make the same mistakes when applying for their next NHS role, and all going well, will manage to secure their dream role within the NHS later down the line. If you are interested in securing a role within the NHS, or would like to find more about the benefits on offer, please feel free to contact one of our expert Consultants now. Or if you know someone that you think would be perfectly suited to a role within the NHS, recommend them to us and you could be eligible for a voucher of up to £250. Alternatively, you can check out our latest NHS jobs.