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Preparing for Q4 Hiring: How to Get Ahead of the Curve

Let’s be honest – the final quarter of the year has a way of sneaking up fast.

Suddenly it’s October, deadlines are looming, projects are peaking, and everyone’s asking: “Can we get this done before year-end?”

Whether you’re wrapping up big projects, launching new ones, or simply preparing for seasonal demand, Q4 often brings a hiring crunch. But the good news? A little planning now can make a big difference later.

Because waiting until the last minute to ramp up hiring? That’s when things get stressful and expensive.

Why Plan for Q4 Now?

The last quarter is often one of the busiest:

• Teams are trying to hit year-end targets.
• Budgets need to be spent wisely (or risk being cut next year).
• Seasonal demand increases – especially in retail, logistics, customer service, and production.
• Annual leave and holidays reduce available staff.

By getting ahead now, you can avoid the Q4 scramble and set your team up for a strong finish.

Here’s How to Prepare

Want to hit the ground running in Q4? These steps can help:

• Review your current workload – What projects need extra support? Where are the bottlenecks likely to appear? Think about where additional hands might be needed, even if only temporarily.

• Plan seasonal hiring early – If your business has peak demand in Q4, now’s the time to line up seasonal workers. Good temps get snapped up quickly and the earlier you act, the better your options.

• Check your budget – Do you have hiring budget left for the year? Could bringing someone in now help you achieve key goals or prepare for growth in Q1?

• Update job descriptions and hiring materials – If you’re planning to hire, make sure your JD, employer brand messaging, and onboarding processes are ready to go. It’ll save time when things get busy.

• Talk to your recruiter – A quick check-in with your recruitment partner can help you map out timelines, market conditions, and candidate availability so there are no surprises later.

Don’t Let Hiring Hold Back Your Q4 Goals

We’ve seen it happen time and time again: companies hit a crucial moment in November or December and suddenly need skilled people yesterday.

But the market gets tighter closer to year-end. Candidates have holidays planned, hiring managers are harder to pin down, and decisions can get delayed.

Planning now avoids all that. And even better – it gives you access to top candidates before your competitors start looking.

Small Moves, Big Results

You don’t need to overhaul your hiring strategy, just make a few smart, forward-thinking moves:

• Identify your most critical Q4 roles now.
• Pre-screen or pipeline candidates ahead of time.
• Lock in contractors or temps before demand peaks.
• Align your internal team on hiring priorities and timelines.

The more proactive you are now, the smoother Q4 will feel.

Let’s Make Q4 Your Strongest Quarter Yet

Whether you need seasonal staff, project-based contractors, or permanent hires to finish the year strong, we’re here to help.

Let’s chat about your goals, review your hiring pipeline, and make sure you’re not just reacting to Q4 pressures, but driving results with confidence.

Because the best Q4s start in Q3.

Is it Time for a Career Change? Here’s How to Start

Let’s be honest – the idea of changing careers can be exciting… and also completely overwhelming.

Maybe your current role feels like it’s no longer the right fit. Maybe you’re craving more purpose, better work-life balance, or a whole new challenge. Or maybe you’ve just had that nagging feeling – “There’s something else I should be doing.”

If that sounds familiar, you’re not alone. And no, it’s not too late, not by a long shot.

Whether you’re ready to leap or just exploring the idea, a career change doesn’t have to mean starting over. It just means starting smart.

Signs It Might Be Time to Pivot

Not sure if you’re ready for a change? These signs might be worth paying attention to:

• You feel disconnected from your work or just plain bored.
• You’re constantly stressed or drained, even outside of work hours.
• Growth feels limited in your current industry or role.
• You’re more curious about what else is out there than invested in what you’re doing now.
• You keep thinking, “I can’t see myself doing this much longer.”

If any of these resonate, it could be time to seriously explore what’s next.

How to Start Exploring a Career Change

Thinking about a career shift can feel like staring at a blank page. But you don’t need all the answers right away, you just need a place to start.

Here’s how to begin:

• Reflect on what you want (and don’t want) – What parts of your current role do you enjoy? What drains you? Knowing what you’re moving away from is just as important as knowing what you’re moving toward.

• Research new industries or roles – Don’t limit yourself to what you know. Look into roles that align with your skills, values, or interests. Check out job descriptions, growth potential, required qualifications, and average salaries.

• Map your transferable skills – You likely have more relevant experience than you think. Skills like project management, communication, leadership, problem-solving, or data analysis often translate well across industries.

• Talk to people doing the work – Reach out for informal chats with professionals in roles you’re interested in. Ask about their path, challenges, and advice. It’s one of the fastest ways to learn what the job really looks like.

• Update your CV and LinkedIn – Tailor your profile to highlight transferable skills and relevant achievements. Even if you don’t have direct experience in the new field, show how your background adds value.

Mindset Matters

Career change can feel risky – especially if you’ve built years of experience in one path. But growth almost always comes with discomfort.

The good news? You don’t have to do it all at once.

This can be a series of small steps: researching, connecting, learning, tweaking your CV, not one big leap off a cliff.

Remember: clarity often comes after action, not before.

Simple Steps That Make a Big Difference

If you’re not sure where to begin, try one of these:

• Book a career coaching session.
• Take an online course in your area of interest.
• Join a professional group or networking event.
• Refresh your LinkedIn summary to reflect your new direction.
• Apply for one “stretch” job – even if you’re not 100% qualified.

Momentum builds when you start moving.

Thinking of Changing Careers? We Can Help.

Whether you’re ready to transition or just testing the waters, we’re here to support your next step.

We can help you identify your transferable skills, reframe your experience, and put together a CV that opens doors, even in a brand-new industry.

A new path is possible. And it might be closer than you think.

Is Your Hiring Strategy on Track for 2025? Time for a Mid-Year Check-In

Let’s be honest – the year can fly by faster than you expect.

One minute it’s January, full of plans and headcount targets, and the next, you’re halfway through the year wondering if your hiring strategy is still aligned with your goals – or if it’s quietly veered off course.

That’s why now is the perfect time for a hiring health check. Not a complete overhaul or an hours-long meeting, but a thoughtful pause to ask: Is our current approach still working?

Because let’s face it – the market moves quickly, and so do your needs. What made sense in Q1 might look very different by July.

What Can Help?

Here are a few simple steps to get your hiring strategy back in focus:

• Revisit your original goals – Take a look at the hiring targets you set at the start of the year. Are you on track? Have priorities shifted? What’s changed since then – either within the business or in the wider market?
• Review current gaps and upcoming needs – What roles have been hard to fill? Where are teams feeling stretched? Are there upcoming projects that require new skills or extra capacity?
• Check in with hiring managers – They’re closest to the day-to-day. What feedback are they hearing from candidates? Are interview processes working well, or are there bottlenecks?
• Assess your candidate experience – In a competitive market, how you show up matters. Is your hiring process clear, timely, and engaging? Are you losing good candidates at certain stages?
• Look at market trends – Has the salary landscape changed? Are you still offering competitive benefits or flexible options? Sometimes a small shift here can make a big difference in attracting the right talent.

A Strategy That Grows With You

Hiring strategies aren’t set in stone – nor should they be. The best plans evolve as your business evolves. A mid-year review gives you the chance to make adjustments before the end-of-year crunch sets in.

That could mean refocusing on certain roles, investing in employer branding, streamlining interview stages, or even revisiting your onboarding process to improve retention.

It’s not about fixing what isn’t broken – it’s about staying intentional. Because a proactive approach beats playing catch-up every time.

It’s Okay to Change Course

Sometimes, the goals you set in January don’t reflect the reality of July – and that’s okay. Maybe you paused hiring in one area and ramped up in another. Maybe a key hire took longer than expected, or a department’s needs evolved.

The important thing is recognising where you are now and adjusting accordingly. A mid-year check-in is a chance to do just that – without the pressure of year-end looming.

Let’s Make the Second Half Count

You’ve still got time. Whether it’s refining your hiring process, updating job specs, or making sure your EVP is hitting the mark, small adjustments now can lead to stronger results in the second half of the year.

Need a sounding board? A fresh perspective? Or just someone to help you sense-check where things stand?

We’re here. Let’s make sure your hiring strategy is working as hard as you are – and setting you up for a strong finish to 2025.

Mid-Year Career Check-In: How to Adjust Your Job Search Strategy

Let’s be honest – job searching can feel like a rollercoaster.

You might have started the year full of momentum, sending out applications, polishing your CV, and picturing your next big move. But now it’s July, and things might not have gone quite to plan – or maybe your priorities have shifted altogether.

That’s why a mid-year check-in can be so valuable. Not to beat yourself up or start from scratch, but to pause, reflect, and adjust your approach for the second half of the year.

Because it’s not too late – not even close.

What Can Help?

Here are a few things to think about as you refocus your job search:

• Revisit your goals – What were you aiming for in January? Are those goals still the same? If not, that’s okay. Career priorities can change – sometimes the role, industry, or even location you thought you wanted might not feel quite right now.
• Audit your CV and LinkedIn – If it’s been a while since you’ve updated your documents, now’s the time. Make sure your experience, skills, and achievements reflect your most recent work – and tailor them to the kinds of roles you’re aiming for now.
• Check your progress – How many roles have you applied for? How many interviews have you had? Are there patterns in the responses you’re (or aren’t) getting? Sometimes the issue isn’t your experience – it’s the way it’s being presented.
• Reconsider your strategy – Are you relying solely on job boards? Try networking or speaking to a recruiter who specialises in your field. Sometimes a small shift in approach can lead to big results.
• Stay flexible – The job market can change quickly. Being open to contract roles, hybrid working, or a slightly different job title can help you get your foot in the door – and potentially lead to something even better down the line.

Mindset Matters

It’s easy to lose confidence when the search takes longer than expected. But remember: you’re not alone, and this isn’t a race. Taking time to reflect and re-strategise isn’t a step back – it’s a smart move forward.

And yes, it’s easier said than done. But giving yourself permission to reset, rather than push through frustration, can make a big difference.

Small Tweaks, Big Impact

Sometimes, a few simple updates can reignite your momentum:

• A clearer summary on your CV.
• A refreshed LinkedIn profile photo.
• A more tailored cover letter.
• Reaching out to old colleagues or connections for a coffee chat.

It doesn’t have to be a full overhaul – just thoughtful tweaks that help you show up more confidently and clearly.

Let’s Make the Second Half Count

You’ve still got time. Whether you’re actively applying, passively exploring, or somewhere in between, a mid-year check-in is your chance to get back on track – with more focus, clarity, and intention.

Need help with your CV, interview prep, or figuring out where to aim next?

We’re here. Let’s make sure the second half of 2025 brings you closer to the career move you’ve been working toward.

Balancing Job Search and Mental Wellbeing: Tips for Job Seekers

Searching for a new role is a full-time job in itself.  Between updating your CV, tailoring cover letters, preparing for interviews, and waiting on feedback, it can be a rollercoaster of emotions. For many, it can also be a stressful and uncertain time. 

At First Base Employment we understand that your wellbeing during your job search is just as important as your next opportunity. Supporting your mental health during your job search isn’t a luxury, it’s essential for staying motivated and confident. Here’s how to stay grounded while you work toward your next career move. 

Why Job Search Stress Is Real and Normal

The pressure to find the “right” role can feel overwhelming. You might be dealing with financial uncertainty, recovering from redundancy, or simply feeling stuck after multiple rejections. This isn’t just frustrating, it’s emotionally taxing. Add to that the constant scrolling through job boards or the feeling of needing to always be “on,” and it’s easy to see how burnout happens. 

The important thing to remember is that these feelings are totally normal. The job market can be unpredictable, and it’s okay to feel discouraged at times. What matters is how you manage that stress and protect your wellbeing throughout the process. 

The Impact of Mental Health on Job Search Success

Mental wellbeing plays a critical role in how you present yourself during the job search. Confidence, focus and communication, all key to interviews and applications are harder to access when you’re feeling emotionally depleted. 

Taking care of your mental health isn’t just about feeling better; it actively improves your chances of success. If you take time to rest, reflect, and maintain perspective you can approach interviews with more clarity and composure. 

Practical Ways to Stay Well While Job Hunting

Staying mentally strong doesn’t mean pushing through nonstop. It means creating healthy habits and boundaries that help you move forward without burning out. Here are some strategies we recommend: 

  1. Create a Routine with Boundaries
    Set dedicated time each day for job search tasks and equally important, schedule time to disconnect. Treat your job hunt like a work project with defined hours. After that, allow yourself space to rest or enjoy non-career-related activities. 
  2. Celebrate Small Wins
    Every application sent, interview secured, or networking message answered is progress. Recognising and celebrating these small milestones helps build momentum and keeps your mindset positive when things are slow. 
  3. Talk About It
    Don’t bottle up the stress. Whether it’s a friend, a mentor, or a support group, sharing your experiences can ease the emotional load. You’ll often find others have felt the same way and their encouragement can be invaluable. 
  4. Manage Rejection Constructively
    Rejection is part of the process, but it doesn’t define your worth. Take time to reflect on feedback, then move forward without internalising the “no.” You’re not alone and the right role is out there. 
  5. Use Support Networks
    A recruitment agency isn’t just there to send you job alerts. We’re here to listen, coach, advise, and champion your goals. We can help make your search more efficient and more human. 

How We Can Support You

Our role as recruiters goes beyond matching CVs to job specs. We’re here to guide you, advocate for you, and support your wellbeing along the way. We’ll work with you to identify roles that align not only with your experience and skills, but also with your personal values and lifestyle goals. 

And when things feel overwhelming, we’re just a conversation away. Whether you need feedback, encouragement, or just someone to talk to who understands the process, we’re here. 

💬 Looking After Your People: The Key to Keeping Them

In today’s hiring landscape, it’s no longer just about flashy job titles or competitive salaries.

More than ever, candidates are asking:
“Will this company genuinely care about my wellbeing?”

Prospective employees will research you. They’ll scroll through your careers page, dig into employer review sites, and check your social media presence. If they see consistent feedback about burnout, poor support, or toxic culture, they’re likely to keep scrolling.

Why it matters:

The world of work has evolved dramatically. Hybrid setups, economic uncertainty, and rising stress levels have left many professionals rethinking what they need from an employer.

A 2023 Deloitte survey revealed that 60% of employees would leave their current role for one that supports mental health better.
That’s not just a trend, it’s a wake-up call.

The business case is clear:

✅ Lower turnover
✅ Higher productivity
✅ Stronger employer brand
✅ Fewer sick days
✅ Greater employee engagement

When people feel genuinely supported and cared for, they stay longer, contribute more, and speak positively about where they work. That ripple effect is powerful.

Here’s how to make a meaningful difference:

💬 Talk openly about mental health
Normalize the conversation. Leadership should model vulnerability, and managers should be trained to listen and respond with empathy. A culture of silence only reinforces stigma.

🧠 Provide accessible support
Employee Assistance Programs, mental health days, wellbeing apps, therapy sessions, these should be more than just policies in a handbook. Make access simple and regularly remind your team of what’s available.

📵 Encourage work-life balance
No one thrives in an “always on” culture. Set boundaries that respect people’s time. That might mean discouraging out-of-hours emails or embracing flexible start and finish times.

👂 Check in regularly
A weekly 1:1 or casual chat can make all the difference. It shows your people they’re seen, heard, and valued, not just as workers, but as human beings.

And if you’re hiring…

Recruitment today isn’t just about matching CVs to job specs. It’s about helping organisations build environments people want to stay in.

That means:

✔️ Hiring for cultural fit and values
✔️ Being transparent about your wellbeing offerings
✔️ Demonstrating flexibility from the very first interaction

Wellbeing initiatives shouldn’t be buried in the fine print. Make them a visible part of your employer brand, especially during the recruitment process.

Final thought:

Wellbeing isn’t a buzzword. It’s a business priority.

The organisations that lead with empathy, flexibility, and genuine care will be the ones that attract, engage, and retain the best talent, not just today, but long-term.

Let’s create workplaces where people, and businesses, truly thrive. 🌿

#EmployeeWellbeing #Retention #MentalHealthAtWork #Recruitment #WorkplaceCulture #Hiring #HR #Leadership

Why Employer Branding Is the Future of Recruitment

How to Attract Top Talent Through Strong Employer Branding

In today’s competitive job market, attracting and keeping top talent has become more of a challenge than ever. While the traditional recruitment methods will always have their place when it comes to hiring, one of the most effective (and potentially underused) tool will always be your employer branding.

When people genuinely see your company as the great place it is to work, they’re not just likely to apply for your roles. They will be much more likely to stay, thrive within their careers and shout about it to others too.

Employer branding can be implemented and used effectively whether you’re a growing start up or even a well-established organisation. Continuously building on your employer brand can give you the real edge when it comes to both finding and hiring the markets best talent.

What is Employer Branding?

Employer branding is how your company is viewed by your current employees and any future potential candidates. Your employer branding will be shaped by:

These can be ‘grouped’ as your company’s personality in the eyes of jobseekers. Having a strong employer brand will make you more attractive to people aligned with your mission. But will also help to deter those who are not the right fit.

Why Does Employer Branding Matter?

Employer branding needs to be a key part of your recruitment strategy for the following reasons:

✅ Better Hires

Companies with a clear, attractive brand tend to attract candidates who are genuinely passionate about what they do – leading to stronger and more engaged hires.

✅ Improved Retention

When people feel proud to work for your company and believe in what you stand for, they’re far more likely to stay. This in turn can work to reduce your overall hiring costs!

✅ A Competitive Advantage

In a sea of job opportunities, standing out as an employer of choice makes it easier to attract the best candidates – even when you’re not the biggest name in the market.

How to Build Your Employer Brand

LinkedIn (as well as utilising your website and other social platforms) is a fantastic tool to showcase what makes your workplace special. We can use it to your advantage by implementing the following:

1. Optimise Your LinkedIn Company Page

This is often the first-place people go to learn about you. Make sure it’s updated with your values, culture, employee stories, and day-to-day insights. Think of it as your online shop window.

2. Encourage Employee Advocacy

Ask your team to share their own stories and experiences – whether it’s a post, a video, or even a short article. People trust people, and genuine employee content speaks volumes.

3. Showcase the Human Side of Your Brand

Don’t just post job ads. Share behind-the-scenes moments, shout-outs to team members, community involvement, or company milestones. Help people feel what it’s like to work with you.

4. Write Job Posts with Purpose

When sharing vacancies, don’t just list tasks. Talk about what it’s really like to work with you. What kind of team will they be joining? What opportunities are there for growth? What values do you live by?

A strong employer brand doesn’t just help you fill roles; it helps you attract the right people, foster loyalty, and build a positive workplace culture that others want to be part of.

By sharing the story behind your business, you can set yourself apart and build lasting connections with candidates who truly align with your mission and values.

👉 Ready to attract the right talent? Start your candidate search today

Looking for Your Next Role? Start with Employer Branding!

Job Hunting? Here’s Why Employer Branding Should Be on Your Radar (and How LinkedIn Can Help)

Employer branding is how companies appear to the outside world and is a major factor to attracting top talent in the market. As a job seeker, getting under the skin of an employer’s brand can help you to make more informed career decisions, be able to find a company culture that aligns perfectly with your values and ultimately land the best job for you.

What Is Employer Branding?

Employer branding is the reputation company’s build in order to attract and retain talent within the market. It’s overall how they portray their work environment, the values and the benefits they can offer to its employees.

A strong employer brand creates a positive perception of the company, which can entice stronger and higher-level applicants.

So, why does understanding employer branding matter to Job Seekers?

Understanding an employer’s brand will ultimately help you decide if it’s the company for you. It will allow you to see their values, mission and overall culture and you can decide if this aligns with your own.

It can also help guide you to companies that offer the work-life balance, career growth and types you work you’ll thrive best in. Finding a company that feels like a “true match” will make the process of interviewing become smoother.

Here’s a summary of why its crucial to understand for job seekers:

How can we use LinkedIn to Assess Employers Branding

A fantastic tool to evaluate an employer’s brand is through LinkedIn. The platform allows you to get the best insider’s view of a company’s work culture and its employees overall experience.

Here’s our tips on how you can leverage LinkedIn to assess potential employers:

It’s important to understand employer branding is as much about choosing that right company for you, as it is them making sure you’re a good fit for their team. By using LinkedIn to research potential companies you can gain these valuable insights before even having that 1st interview.

When you find a company that aligns with your career goals, values, and working style, you’ll be much more likely to find success and satisfaction in your role.

✅ Ready to put your knowledge into action? Search our latest job opportunities and find your perfect match today!

Top Soft Skills for Career Success: Why They Matter & How to Improve Them

In today’s job market, we all know how crucial technical skills are. Whether it’s knowing how to code, mastering specific tools, or understanding key industry knowledge, those hard skills often get the spotlight. But here’s the thing: what really helps you stand out to employers is something you can’t always see on a resume your soft skills. These are the personal attributes that influence how well you interact with others, solve problems, and adapt to change.

Why Soft Skills Are Your Secret Weapon

Employers are starting to realise that, while technical skills are important, it’s the soft skills that truly make a difference. These are the qualities that help you thrive in the workplace and set you up for long-term success. It’s how you handle challenges, work with your team, and communicate with clients that really make an impact.

Here’s why soft skills are worth investing in:

The Top Soft Skills Employers Are Looking For

There are a lot of soft skills that make a difference, but these are some of the key ones employers really value:

How to Develop and Showcase Your Soft Skills

The cool thing about soft skills is they can be developed over time. You don’t need to have it all figured out right away! Here’s how you can build them:

When it’s time to apply for a job, don’t forget to highlight these skills. Share examples of times when you’ve used them to succeed, whether it’s solving a problem at work or helping your team hit a big goal.

Wrapping It Up

Soft skills may not always be as easy to quantify as technical skills, but they can make all the difference in helping you land that job and thrive in your career. By developing your communication, emotional intelligence, and adaptability, you’ll show employers that you have the full package.

Looking for your next opportunity? At First Base Employment, we focus on connecting great candidates with businesses that value not just technical know-how, but also the people skills that create lasting success. Ready to take your career to the next level? Check out our latest openings and apply today!

Hiring for Soft Skills: Why They Matter & How to Find the Best Talent

As a business owner or hiring manager, you know that finding the right person for the job isn’t just about looking at a resume full of qualifications. Sure, hard skills whether it’s expertise in accounting, coding, or sales, are important. But it’s the soft skills that often make the biggest impact in the workplace. These are the traits that help employees collaborate, adapt, and thrive, and they’re increasingly what separate the best candidates from the rest.

Why Soft Skills Should Be a Top Priority When Hiring

Soft skills are the personal attributes that influence how someone works and interacts with others. In today’s fast-paced, ever-changing world, employees with strong soft skills are the ones who not only succeed but also drive positive outcomes for your business.

Here’s why soft skills matter so much:

Top Soft Skills to Look for in Candidates

When it comes to hiring, it’s important to look beyond the technical qualifications and assess the soft skills that will help your employees thrive in the role. Here are some key traits to focus on:

How to Assess Soft Skills in Candidates

It’s not always easy to assess soft skills, but there are a few ways to get a good sense of a candidate’s abilities:

Wrapping It Up

While technical expertise is important, it’s the soft skills that help employees thrive, lead teams, adapt to change, and build lasting relationships with clients. When hiring, don’t just look for the right qualifications, look for the right soft skills that will help your employees succeed.

At First Base Employment, we get that finding the perfect candidate isn’t just about technical know-how. That’s why we focus on connecting businesses with candidates who bring a strong blend of both hard and soft skills. Need help finding your next great hire? Reach out to us and let’s work together to build the perfect team for your business.