🔑 Unlock Your Career Potential: The Power of Interview Preparation! 🔑

In the ever-evolving UK job market, competition is fierce, and landing your dream job requires more than just a great CV. 📄 Your ticket to success? It’s all about interview preparation! 🚀

🌟 Why is interview preparation the KEY to success? :

1️⃣ First Impressions Matter: Your interview is your first chance to make a lasting impression. Prepare to showcase your skills, experience, and enthusiasm to the fullest. Work on your energy levels if they’re lacking on the big day. We suggest bouncing on the spot or the power pose… (anything that works right)

2️⃣ Confidence Boost: Preparation breeds confidence. Research the company, its culture, and the role you’re applying for. This knowledge will help you to ask insightful questions and demonstrate your genuine interest.

3️⃣ Answering the Tough Questions: Interviews often include challenging questions. Anticipate them and rehearse your responses. Show how your skills and experiences align with the job requirements.

4️⃣ Highlight Achievements: Use the STAR (Situation, Task, Action, Result) method to structure your answers. It helps you concisely explain your accomplishments and contributions without waffling

5️⃣ Nail the ‘Tell Me About Yourself’: Craft a compelling personal narrative that showcases your journey and why you’re the perfect fit for the role. Make it memorable and as concise as possible.

6️⃣ Behavioural Interviewing: Be ready for competency-based questions. Share real-life examples of your problem-solving abilities, teamwork, and adaptability. If your examples are true you won’t falter.

7️⃣ Prepare Questions: Don’t forget to ask questions. Engage with the interviewer by seeking insights into the company’s future, growth prospects, and how you can contribute.

8️⃣ Mock Interviews: Practice with a friend or use online resources for mock interviews. Constructive feedback is invaluable for improvement.

Remember, success in interviews is not just about what you say but how you say it. Non-verbal cues like body language and eye contact play a crucial role. 💼

Invest time and effort in interview preparation up front and it’s your secret weapon to stand out in a competitive market.

If you’ve experienced the power of interview preparation, please share your success stories below.

Talk to us today on any of the points above, we’ll be delighted to help.

#InterviewPreparation #CareerSuccess #UK #JobMarket #LinkedInAdvice #JobInterviewTips #CareerDevelopment 🌟

How do I use the STAR method to prepare for my competency based interview?

Many forward-thinking clients now utilise competency-based questions at interview. This allows the interviewer to glean real-life examples of relevant situations that are important to them when looking to recruit, as well as allowing the candidate to think freely about their experiences (work-related or not) and showcase their thought process and decision-making skills.

We took a deep dive into the STAR method of preparing for a competency-based interview which can be helpful when thinking through a comprehensive response.

The STAR format is one method for answering interview questions that assesses your experience in a given scenario. Thinking through the Situation, Task, Action, and Result will give the interviewer a clear specific, concrete example of how you’ve handled similar situations in the past (and gives you a great basis for talking about the experience).

Situation: Describe a specific situation or task you were involved in.

Task: Explain what you had to accomplish or achieve in that situation.

Action: Describe the specific steps you took to complete the task or resolve the situation.

Result: Explain the outcome of your actions and the impact it had on the situation or task.

When using the STAR format to answer interview questions, it’s important to be honest (as always). If you’ve actually experienced the situation you’re being asked about (in work, education, your personal life) you will find it easy to answer as you’ve lived the experience. Be honest and take a moment to think through when you have encountered the experience before answering and cover each of the points below.

Be specific: Provide specific examples and details when describing your situation, task, actions, and results. This will help the interviewer better understand your experience and how it relates to the position you are applying for.
Keep it relevant: Make sure the examples you use are relevant to the job you are applying for. Use examples that demonstrate the skills the interviewer is looking for.
Use active language: Use active verbs and descriptive language to describe your actions and the results of your actions.
Practice: Practice answering interview questions using the STAR format before your interview. This will help you become more comfortable with the format and give you a chance to refine your responses.

Here’s a quick example of how you might answer the question “Can you give me an example of a project you’ve been responsible for in your previous employment”.

Situation: During my last job as a project manager, I was tasked with leading the development of a new website for the company.

Task: The task was to develop a new website that was user-friendly, responsive and met the company’s brand guidelines and also make sure it is completed within the budget and timeline

Action: To accomplish this task, I gathered requirements from all stakeholders, put together a project plan, and assembled a team of developers, designers, and QA testers. I also established clear milestones, timelines, and budgets for the project. Throughout the project, I regularly communicated with the team, stakeholders, and my manager to ensure that everything was on track.

Result: The website was launched on time and within budget, and received positive feedback from users, stakeholders and the management. The website also helped the company to increase its online sales by 15% in the first quarter after the launch.

By breaking down your answer into these four distinct areas you can ensure that the question is covered comprehensively and maximise your chances of being shortlisted (or offered) the job role.

If you’d like more tips and advice on ensuring your next interview goes well, check out our regular blog posts at www.first-base.co.uk

What are the benefits of using our Industry Expertise?

At Team First Base, one of our core values is that of Industry Expertise, but what does that mean for the people we work with?

We took a deep dive into what our industry expertise means to our clients across each of the sectors we offer.

We have well-established networks and access to a specialised talent pool within our respective industries.
We have connections with passive candidates who may not be actively searching for new opportunities but possess the skills and experience sought by organisations. This access allows us to source highly qualified candidates that may not be readily available through traditional channels.
We can streamline the hiring process and save valuable time for organisations. Having a clear understanding of the required skill sets and qualifications enables us to efficiently screen and shortlist candidates. The industry knowledge we have gained from over 25 years in business, also helps in conducting targeted searches, reducing the time spent on sourcing and screening unqualified candidates.
We stay up-to-date with market trends, including changes in talent supply and demand, emerging skill sets, and remuneration benchmarks. We provide organisations with valuable insights into the current landscape, helping them make informed decisions regarding talent acquisition strategies, salary offers, and competitive positioning.
The team at First Base possess specialised knowledge and expertise in their respective fields. They are familiar with industry-specific recruitment best practices, including sourcing strategies, candidate assessment methods, and interview techniques. Leveraging this niche expertise, we can guide organisations in optimising their recruitment processes and ensuring a higher quality of candidate selection.
We can enhance your business branding and reputation. By working with us in partnership, we’ll support you in attracting top talent and building a positive experience. This can result in higher candidate engagement, increased employee retention, and improved perception among industry peers.
While there is a cost associated with engaging us, leveraging our industry expertise can result in cost savings in the long run. Efficient and effective candidate selection reduces the risk of hiring mistakes and turnover, which can be costly.

In summary, we offer the advantages of deep industry knowledge, access to specialised talent pools, efficiency and time savings, market insights, niche expertise and best practices, enhanced employer branding, and potential cost savings. These benefits can contribute to successful and targeted hiring, resulting in better-quality candidates and improved organisational outcomes.

If you would like to discuss how we can help, don’t hesitate to contact us on 01453 755330, info@first-base.co.uk or click here. Anything you discuss with us is completely confidential and there is no obligation to use our services.

What do I do now my exams are finished?

Congratulations on completing your exams!

What a relief to finally finish and be able to look forward to some free time over the summer months.

You may be starting Uni or a college course come September, but in the meantime, take some time to breathe and put some thought into what you want to gain from your time off.

Having just had the same conversation with my son who finished his A levels today, I thought it may be useful to get some ideas down for those of you who are thinking now what?

There are so many opportunities available to you, the World really is your oyster – have a read through the following list and see if there’s anything that you’d like to consider:

Explore new places, both in the UK and overseas. You could visit countries or cities you’ve always wanted to see, or embark on an adventure with friends or family. Travelling can broaden your horizons and create lasting memories, as well as give you valuable life experience.
Consider some work experience or volunteering in a field related to your future studies or career interests. It can provide valuable insights and enhance your CV ready for your next move. It’ll also show future employers that you can commit to working hours and be reliable, as well as develop your communication skills.
Engage in community volunteer work. It’s a fulfilling way to give back, make a positive impact, and develop new skills. Explore opportunities in areas like education, environmental conservation, healthcare, or social services. You’ll meet like-minded people and start forming networks that could open up opportunities later in life.
Use the summer to learn a new skill or pursue a hobby. It could be anything from painting, playing a musical instrument, coding, cooking, photography, or writing. Find information online or on local Facebook pages: workshops and classes are often low cost and you’ll be surprised at the range of events happening on your doorstep.
Catch up on books you have been meaning to read or delve into subjects that interest you. Self-study materials, online courses, or educational platforms can help you explore a wide range of topics. Get involved in relevant discussions and develop your communication skills at the same time.
A university or college course can be demanding, so take some time to relax and recharge before September; spend quality time with family and friends, enjoy leisure activities, practice self-care, and prioritise your well-being.
Use this time to get organised and ready for the upcoming academic year. Familiarise yourself with course content and start any required readings. You can also reach out to future classmates or join online groups to connect with others.
Don’t forget the life admin stuff. Consider your finances and familiarise yourself with logins for banks and student loans etc. Use this time to learn how to cook some simple meals if you’ll be living away from home and be sure to look into the process for registering with a doctor for example. All important stuff if you’re relocating for either work or study.
If you have any personal projects or ideas you’ve been meaning to pursue, now is the time. Whether it’s writing a book, starting a blog, launching a small business, or creating art, summer can provide the freedom and focus to bring your ideas to life.

Remember, your summer break is a valuable opportunity to explore, grow, and recharge before the next chapter of your life.

If you’re looking for work over the summer months to fund any of the above, register with a local agency that will be able to help you find employment. They will know which temp jobs are more suitable for you as some employers will want recent experience which you may not have.

Although experience is not always necessary, remember, you’ll still need bags of enthusiasm, good timekeeping and communication skills. If you turn up on time and work hard, there will always be more opportunity to return for holiday work and you’ll be considered more favourably if permanent jobs come up when you’ve finished your studies.

Above all, enjoy! You have worked so hard and studied for so long. Enjoy the break and take advantage of every opportunity available to you.

How do I find more time to interview candidates?

We’re seeing more and more businesses report that they just don’t have the time to interview whilst they juggle the myriad of demands of running the organisation.

There’s so much going on that they lose sight of the importance of bringing on the right team to support the plans put together for 2023 and find themselves firefighting (doing the work of three people whilst they try to keep all the balls in the air).

It’s important to remember that an engaged and empowered workforce is critical in achieving growth AND adding to that team successfully, is just as key.

Candidates continue to be in short supply and are moving fast hence it’s so important to have a robust network of people that you can call on when business needs dictate it.

If you don’t have time to interview potential candidates there are a few things you can do:

Consider using pre-interview assessments to help you quickly identify the most qualified candidates. These can be a great way to quickly highlight candidates with the right skills and experience, without having to spend as much time interviewing.
Ask current employees or industry contacts if they know of anyone who would be a good fit for the role. Personal referrals can be a great way to quickly identify qualified candidates.
Conduct virtual* interviews using video conferencing software. This allows you to interview candidates remotely, without having to meet in person.
Consider hiring a candidate on a trial period or as a temp to start**, to determine if they are a good fit for the role and the company culture. This can be a good way to get to know the candidate without needing to conduct a long interview process.
Outsource the interview process to a consultant, HR professional, or a member of your team who is not involved in the day-to-day operations of the company. This would allow you to focus on your business while someone else conducts the interview process on your behalf.
A recruitment agency can handle the entire recruitment process*** for you, including advertising the job, screening cv’s, conducting interviews, and providing a shortlist of qualified candidates.

* Remember that virtual interviews should not replace the face-to-face interview, but act as a first step in identifying those you’d like to meet. Meeting people, and allowing them to see and feel the culture of your business, is key.

**In today’s market, we are seeing a heightened need for stability hence a temp-to-perm arrangement or a permanent role from the get-go is far more attractive to job seekers

***A good recruitment agency will look after your reputation in the marketplace whilst you’re able to concentrate on all the other aspects of your job role. Look for great communication and a commitment to understanding the business. Invest in building a strong relationship in order to get the best out of your recruitment partner.

5 Tips to Improve Your Recruitment Process

You’ve come to the conclusion that you need to review your recruitment process. You’re engaging candidates but they don’t go the full distance – some drop out prior to the interview whilst others interview but don’t accept the job you’re offering.

Even if you have recruited people successfully in the past, today’s environment means that skills are harder to come by and the competition for good people is having a detrimental effect on your ability to bring staff on board. When you get recruitment right, your dreams for the future growth of your business can be realised. Get it wrong and it can be a nightmare for you and your employees. Recruiting staff should be seen as a major investment but sadly, we sometimes see more thought put into selecting a new piece of plant or machinery than employing the right individual to join your team.

Refined recruitment processes are efficient, productive and pleasant for both candidates and hiring businesses. With this in mind, we’ve put together a handy hiring checklist that will ensure that you’ve done the groundwork necessary to minimise candidate dropout when you’re recruiting, allowing you to follow a streamlined recruitment process for long-term success.

1. Create and share a clear job description and person spec

You might be surprised how often we get feedback from people that the job they thought they were applying for was very different from the requirements made of them once they had started. This mismatch between the expectation of the job and the reality is often why new recruits leave after a few weeks or months – putting together a clear job description and person specification is key in any successful recruitment process.

Prior to talking to people, make sure you are absolutely clear about the job you want the individual to do and what a good day will look like. When it comes to reviewing performance (making the decision on whether someone has passed their probation or needs to have a more formal discussion), you need to have clear measures documented in order that both parties know where they stand. This negates any surprises and allows for a more successful working relationship.

Think through what type of person you want to hire and what skills are required. Skills are, of course, essential in some areas. However, we’d also recommend thinking about the person “fit” too – what type of culture you have and any changes you want to make moving forwards. What type of behaviours do you want to see? Being really clear on this will make it so much easier to recognise the traits you want when recruiting and hiring new candidates.

- Consider all options – will recruiting someone with the right skills work (is that enough?) or would the right attitude and transferable skills work?
- Consider whether the role is temporary, permanent, full-time, part-time, office-based, home-based, hybrid… or whether a job share could work.
- Could you offer flexibility in start and finish times to attract a varying pool of candidates, and are you willing to train?

Getting all of these things clear in your mind before going out to market is essential. A bad hire is expensive for you and your team (not to mention the individual), and being really clear on who you want can minimise mistakes early on in the hiring process.

2. What are you offering?

We can sometimes forget the fact that we have free parking, free soft drinks, teas and coffees, that we get together on a regular basis or have developed a competitive commission scheme. Have a think about the package you can offer to a prospective employee and ensure that it’s clearly defined. If you offer more than the standard 28 days holiday, this should be included, as well as free access to the gym and fruit in the kitchen. All of this is, of course, in addition to the salary to be offered, pension contributions and any performance-related pay. Look at the whole package and ensure that it’s competitive. Doing some market research is invaluable prior to talking to people.

3. Who will undertake the recruitment process?

Has the person who will be recruiting got the right skillset? We see numerous examples of the interviewer giving a really poor image of the business, asking inappropriate questions, making candidates wait or not turning up to interview themselves.

Things you need to consider when deciding on who should carry out the recruitment and interview process include:

- Who will produce the job description?
- Who will create the person specification?
- Who will advertise the role (using on and offline tools)?
- Who will communicate with potential candidates?
- Who can answer any questions that might come up about the job and the business?
- Who will screen CVs and invite people for interview?
- Who will undertake the interview – and what will the process be; telephone, video, will a second interview be necessary, will any skills tests be involved?
- Who will ensure the successful candidate is kept up to date until they start – how will you continue engaging them?
- Who will communicate with unsuccessful candidates, ensuring your brand is protected?

A good candidate should undertake some homework prior to attending the interview and there may be things you’d like them to explore in preparation. Be clear on what you expect from them; advising them of the process for selection, who will be in attendance and anything you’d like them to prepare will give you a head start in understanding if they are engaged with working for your business.

Although candidates can get a feel for the business by checking out your website, socials or company news, the interview remains an important measure whereby a candidate can judge whether you are the right fit for them. Remember that the recruitment process is a two-way street, a candidate is assessing you, just as much as you are assessing them.

4. Make a job offer

Recruiting good people is key to the future success of any business. Happy employees lead to happy customers and a healthy growing business. Never be caught in the trap of hiring the best of a bad bunch – take your time and plan to find the best possible fit.

Once you have made a decision, be decisive. Good people have options and won’t wait around if you dither about making an offer. Whether the offer is made face-to-face or over the phone, you will need to confirm details in writing.

Don’t forget to communicate with those candidates that haven’t been successful. Better that they are telling their network that they were impressed by you and your business, rather than they are glad they weren’t offered a job!

5. It doesn’t stop there

Ensuring you have an all-encompassing onboarding process for training (and the softer side) is key to a successful recruitment process. Have a think through the following in preparation for a start date to ensure that your new member of staff feels engaged and welcomed:

- What will their first day look like?
- Who will they report to?
- How will they communicate any areas for discussion/any issues they face?
- Will they have a buddy they can refer to outside of their direct manager?
- What does the week look like? Where and how will they meet their peers?
- Do they know how to claim expenses, where they can find the restroom?
- Do they need to take lunch at a set time/ensure cover for the machinery they’re operating or to answer the phones?
- How do they check their holiday entitlement and book time off?

All being said, it’s important that if you do lose a candidate during or after the recruitment process, you keep your head held high and start again. There are great candidates out there for your business and you will find them. If you lose a candidate, for whatever reason, it’s so important not to tar the next candidate with the same brush. Keep looking. We often find that the person you may have had concerns over, morphs into the person you want, right in front of your eyes.

If you would like to know more about how the First Base team can help you to recruit staff and make your recruitment process for both you and potential candidates, please give us a call on 01453 755 330 and speak to one of our friendly team.

Communication & Well-Being for Furloughed staff

This time last year I certainly did not envisage 2020 playing out the way it did for thousands of companies and for many, the full extent of the pandemic came as a complete (and prolonged) shock. Our first concern was, of course, the spread of the virus and looking after our people’s health. For many of us, this has now settled down as we know our teams are safe, staying inside and are successfully adapting to remote working life. Now that we are in 2021, our understanding of the virus has somewhat changed and the vaccine provides hope that we will return to some form of normality.

Most organisations we have spoken have had to make decisions over the last year which they could not have foreseen. Many have utilised this time to review their forecasts, look at streamlining where possible and putting plans in place to grow, as we begin to return to some form of normality.

Over the next couple of weeks, I will be posting some helpful tips to continue to help you through this challenging time.

Communication & Well-Being for Furloughed staff

To help business through the pandemic the Government created the Coronavirus Job Retention Scheme which allows employers to Furlough their staff in return for 80% of peoples wages*, up to a maximum of £2,500 and was further extended until the end of April 2021.

If you currently have staff on Furlough, one of the best ways to retain your employees is to continue to communicate and check in on them from a well bring perspective. Check-in and remind them that you are available for support and advice if they ever require it. You could provide them with well-being tips such as healthy eating, exercising regularly and the importance of keeping in touch with friends and family. You could also direct employees to external sources of support such as Charity Mind, the Mental Health UK Website Headspace and Future Learn.

We also have some great blogs on our website that may help around identifying and managing stress.

Communicating with your staff during Furlough will help you identify any issues that they may be facing and help them through this difficult time. A good communication strategy will also minimise the risk of losing members of your team due to any perceived lack of engagement. Surprisingly, we have continued to see a high degree of movement in the market as people continue to look for alternative employment.

David Thomason, Hospitality Business Manager

*Now excluding NI and AE contributions.

How to Stop Candidates Dropping out of the Hiring Process

A man proposing to a woman with an engagement ring in a red velvet box. The woman is holding up her hand as a refusal — Why do some relationships just not work?

Have you ever had someone back out of a job offer?

Often, you may not discover that your new recruit has dropped out of the hiring process until a couple of weeks before their start date or worse, on their first day, when they just don’t turn up! This can cause all sorts of issues including the time and resources spent on the interview process, discussions with teams surrounding a plan for onboarding and the purchase of tech or a vehicle.

Most candidates will have a notice period and therefore may have a gap of a month or more, between accepting a job offer and their first day in the role. For more senior roles, a realistic notice period could be up to three months.

Keeping in touch with your new recruit is key to ensuing your candidate doesn’t drop out of the recruitment process. Regular communication between making an offer and their start date is often overlooked, but this key strategy can prevent any disappointing news in the future and beginning the process again. We call this maintaining the motivation to move – this can quickly diminish if comms are stopped altogether.

A lot can happen in a month. Think about how quickly things moved in 2020!

People change their minds and sometimes they are just too nervous to let you know. As a recruitment agency we are now finding an increasing trend in candidates declining offers, that they had previously accepted. Applicants may be at risk of redundancy and therefore panicking about both their financial situation. This is resulting in job seekers making quick decisions to accept an offer that may not actually be the right fit for them. An increasing number are being counter offered by their current employer as a result of changes happening fast, or backing out of a role if they accept a better offer.

Working with a good recruitment agency can help prevent candidates dropping out between the offer and start date as, ultimately, good recruiters want to find you the right candidate from the get go – they don’t want to be looking for a replacement a few weeks down the line.

Your recruiter will qualify applicants in a series of communications over time. I recently had an experience where, having spoken to a candidate several times, alarm bells started to ring. I’ve been doing this a long time and my gut instinct is spot on. I spoke to my client to raise my concerns and together, we decided on a course of action which included agreeing on a timescale and keeping other candidates close by should we need them. As it turned out the candidate, as predicted, dropped out and took another job role where, perhaps, no such diligence was applied. We dodged a bullet.

By maintaining contact you really can ascertain any problems early on and protect your business from being on the back foot.

I suggest keeping in touch at least once a week; this could be a courtesy email to check they have received their contract and see if they have any questions, or a video call to explain what their first day will be like. Let’s face it, their first day probably isn’t going to be the same as it would have been this time last year and this will open up a conversation to cover off any concerns or questions. If you don’t receive a response don’t worry initially, however, make sure you follow up and have a plan B just in case.

Once your job offer is accepted don’t just sit back and wait. From my experience, communication with your new recruit, right up to their first day is hugely important.

Lilly Chappell, recruiting into the office environment at all levels.

6 Ways to Stay Motivated During Your Job Search

Staying motivated in a frustrating job hunt can be extremely difficult for anyone. How is it though, when faced with a challenge or adversity, that some people seem to get stuck and unable to move on, whilst others seem to bounce back from difficult events much more quickly than others?

Psychologists have long studied the ability to ‘bounce back’ even when the odds seem stacked against us and have come up with a label you may be familiar with: resilience.

Resilience is about knowing how to cope in spite of setbacks, barriers or limited resources. Resilience is a measure of how much you want something and how much you are willing and able, to overcome obstacles to get it. We are all equipped to be resilient, but it is a personal skill that needs to be worked on and developed.

So, what can you do to stay motivated while searching for job?

Develop resilience

There is a tendency to view a job search solely as a means to an end. Conduct a job search, go through an application process and get a job. Landing a job is of course the primary purpose of a job search, but there are a host of benefits that we can gain from facing the challenges of difficult times.

Immersing yourself fully in a job search allows you to develop a range of skills that have the potential to expose you to opportunities you never imagined. Resilience is a skill that comes in handy during a job search as you are pretty much guaranteed to face multiple setbacks. It is also a skill in high demand by employers.

Luckily, the job search process itself can help you develop resilience. Success in a job search, and in day to day life, comes from our ability to pick ourselves up and move quickly past disappointments. This may sound daunting, but there are some simple strategies that you can implement to build on your resilience levels.

Be proactive in your job search

Often it can seem that the much of the job search process is out of your control but being an active participant builds confidence.
Don’t just spend your day hidden behind a keyboard sending out generic CVs. Research employers and the roles they are offering. Tailor your applications.
Get involved in online networking opportunities, webinars and forums where you can build your profile, develop new skills and keep yourself informed.
Stay in touch with the industries, professions and contacts that you know. Research sectors that are still doing well during the pandemic and look for opportunities where your skill set is transferable.
Make sure you keep in touch with your recruitment consultant, build a relationship, comment on their social media posts and blogs. Demonstrate your ability to get past disappointments.
Have a routine
Most jobs have a routine and a job search is no different. Plan your day, dress for work, have a start time, break times and a finish time. If you don’t have a routine you can soon find that days have passed without any real progress.
Whatever you schedule, try to stick to your plan. It is one of the things you can control, it is more productive and helps you move closer to your goal.

Re-energise

Looking for work can be emotionally and physically draining. Find something you enjoy doing and make time every day to do it. Don’t become a ‘couch potato’ or allow you routine to be built around day time TV. Eat well and exercise. Allow your brain some time to switch off, revive itself and get back to the task with more energy.

Watch your language

Our brains are hard-wired to think the worst and to notice the bad. It’s why bad news sells newspapers. Resilient people recognise that the words they use can have a huge impact on their mood, their job hunting productivity and their ability to make the best impression.

It’s too easy to tell yourself that there are no jobs or that ‘I’m not going to get the job” when you make an application or get an interview. The problem is that the words we use are followed by actions, or in the case of negative words, inaction. “I can’t” leads to not trying and becomes a self-fulfilling prophecy.

Changing the words we use can have an immediate and positive effect. Just a simple “I can do this” will have an impact on your actions and performance.

Learn to handle rejection

A job search in normal times can mean you will receive more rejections than offers. Be realistic. If you send out 100 speculative CVs you are likely to receive a very high level of rejection and rejection on that scale can feel demoralising.

Try to apply for roles where you feel you would be a good match with your skills and experience and that you would actually accept if offered.

Remember that job offers are sometimes made on the smallest of details. Failing to get a second interview or a job offered is never a personal attack or a suggestion that you have some fatal flaw. You just didn’t win this time, so dust yourself off and look for the next opportunity.

Ask for feedback

Resilient people are always learning. They want to do better next time so actively seek feedback from interviewers and their recruitment consultants. Rebounding from setbacks isn’t easy even for the most positive of people. Fortunately, resilience is a skill that can be developed and strengthened over time.

Although job searching can seem tough, you can take comfort in the fact that at the end of it, you will not only end up with a job, but you will have developed life skills and skill set that employers value. Overcoming setbacks gives you the confidence needed to pursue alternate avenues, and to open those doors that were temporarily closed to you. We all have something to offer that someone else wants.

The team here at First Base is always here to help. If you want advice or support to help you find the job you are looking or just someone to talk to about finding work, please contact us on 01453 755 330 via enquiries@first-base.co.uk or via our chat function at www.first-base.co.uk.

Beware the job scammers

Every day there are more media reports about the increase in organised crime and fraudsters exploiting our increased dependency on using internet based services during the Covid crisis.

With an increase in people looking to change career or find a new job following redundancy, job seekers are not immune from fraudsters and are being increasingly targeted by unscrupulous scammers with the lure of fake jobs.

Fraudsters use fake jobs for many reasons; to gain financial reward by tricking job seekers into parting with cash upfront, to steal personal information such as bank or identity details or even to use malware to steal money straight from people’s bank accounts. In the last few months there have been a number of high profile cases in the news including Shell issuing a global warning after fraudsters used their brand logo in an attempt to scam job seekers desperate to find work.

Some recent scammers have even been undertaking virtual interviews over Zoom. People have been finding that the ‘interview’ is only cursory, a job offer is made and the subject quickly turns to requests for some sort of advance payment to secure the role. Subsequent contacts from the company or individuals apply more pressure to send money. Some companies that have been closed down by the authorities often continue their scam under another name.

What to look for:

Fake job offers tend to have things in common. They:

Promise you a job with only a minimal application process
Guarantee a generous salary
Often say you can work at home
Require advance payment for training

Scammers advertise fake jobs:

On line
In newspapers
On signs, posters, and flyers

What to do:

Firstly be aware that there are job scams out there and make sure you properly research any individual or company who seem to be making the recruitment process too easy. Be suspicious of job adverts with generalised job descriptions and little detail about the company, job or qualifications required.

Don’t make advance payments to secure a job or training; no genuine employer or recruitment agency will ever ask for money up front.

Work with an established and trusted recruitment agency that can demonstrate a proven track record and history.

If you suspect that a job you have been asked to apply for is fake or you would like to know more about how to protect yourself during your job search contact First Base on 01453 755330