Some key questions you should ask yourself when considering moving jobs.
As recruiters we work with candidates with all sorts of motivations for applying for a new position from the easy to understand circumstance of not currently having a job to the more complex issues surrounding the feeling of being undervalued with a current employer. In this brief article we run through a few questions you should consider when moving positions. Some of these may not apply to you in your circumstances but hopefully this piece will get you thinking about the reasons for your decision making.
Are you being fair to your current employer?
Are the frustrations you have with your current role entirely down to the employer? Have you spoken to them or have you made an assumption? Whilst there is rationale that employers should recognise staff that are feeling disgruntled and try to take steps to address these concerns it isn’t always easy to do. For example, if you want to work more flexibly but your employer doesn’t have a policy concerning this, it may be because they are against flexible working entirely or it may be that they simply haven’t considered it and would be amenable. The advantages of establishing exactly where you stand with your current employer are numerous – your experience could change immeasurably for the better meaning that the need to move evaporates; or you realise that nothing is going to change, in which case the need to move becomes starker; or somewhere between the two. In the case of the latter, this may well be important when you have secured a job offer elsewhere, you and your recruiter can anticipate any attempts to retain you by your current employer in the form of a counter offer and build that into the terms offered by the new position. It is also more likely to prevent you second guessing yourself when a counter offer comes at the final stages.
Are the reasons for moving jobs realistic?
Are you expecting too much of a new employer? Can they (or anyone) realistically deliver on the expectations that you have. Have you asked them or have you projected your hopes onto them assuming that they will deliver?
Are the assurances made by the new employer well defined?
I don’t mean the simple stuff, yes, they’ll pay you what they say on the contract, I mean the bigger picture. If they’ve said that you will be promoted in a year does this look achievable? Are any targets set to pull this off possible or fantastical? One key aspect to look for is the circumstances of the role. For example, if you join as an Audit Manager hoping to reach Partner, can you see possible reasons for demographic gaps in the partnership? Could they have retirees in the near future? Or have profits increasing significantly to justify additional Partners? How many new Partners have they created in recent years? What does being a Partner actually mean to that firm in terms of profit share, remuneration and influence?
Are the reasons that you think you’re moving jobs the real reasons you’re moving jobs?
You want to move because you want to earn £5000 more money and you think that’s the only reason you’re moving. In all honesty this is highly unlikely to be the case, when people quote salary as a motivation it is usually because they feel undervalued by their current employer, that they’re not being treated fairly. A lower than market salary is evidence of this, sure, particularly if you are being paid less by other people in similar roles in your organisation but it is only evidence - it shouldn’t be singular motivation. What is useful is to think about all of the current frustrations you have and all of the things you would hope for in the new role. Prioritise these hopes and frustrations in much the same way as you would when buying a house. Is being near good schools more important than a large garden? Are both more important than the number of bathrooms? Can you cope with obnoxious neighbours? The more motivations you can discover the easier it will be making a decision because you can more easily decide how many of your most important criteria have been met.
Sometimes something isn’t too good to be true, is this the case in this instance?
Moving jobs can be inconvenient in its process. The best job for you might be the first thing you see or the only thing you see for a while. If a job gives you most of what you want don’t be afraid to take it, if you hang around with the fanciful idea of finding a comparison you might miss out on the best opportunity. Yes, ideally, finding a range of options to choose between gives you the sense of actually making a decision but this is superficial. You have already made the decision; the most important decision was the one to leave. Deciding on the whys and wherefores of choosing between the organisations that most likely embody these considerations is secondary, very important, but secondary nonetheless.
Do you know what you’re getting yourself into?
I don’t mean on a company level (although that’s important too), I mean on an industry one. This may particularly apply if you are moving sectors, what are the career options in that sector as a whole, how would your career likely develop? Does progression mean relocation in the long term? What stresses does someone in this sector have? These questions could be particularly important at key points in your career, for example if you are leaving a relatively comfortable role in private practice for a move into industry, particularly if it’s an industry where you are less familiar.
Is there anyone I can ask?
Talking to people will help but you should always bear in mind their perspective and motivations too. Your current employer wants you to stay and their conversations will be influenced by that, your new potential employer will be trying to persuade you to leave. If you get a range of opinions that will help in forming your own and yes speak to your recruiter too. Of course, they directly benefit if you move positions but the best recruiters realise that giving good advice pays off in the end (because they will find you something else) and persuading someone to do something that isn’t right for them almost always backfires (and if you leave quickly the reputational damage is far from good for a recruiter).
I’m sure there are many more questions that could be added to this and perhaps I’ll run a follow up article later in the year but in the meantime if you would like to discuss any of the above then give Fellows Finance a call on 0113 532 7625.
Pete Fellows is the Managing Director of Fellows Finance and Fellows and Associates. He is a recruiter who has been in the market for so long he remembers fax machines (only vaguely) so he likes to think he knows what he’s talking about.
The Streisand Effect
If you too have been living in a box since 2003, you won’t have known what the Streisand Effect was. I’m going to outline it in this article along with a few other juicy stories that have been named after it.
When trying to hide, it just makes it worse.
This is what happened when superstar Barbara Streisand sued photographer Kenneth Adelman for sharing images featuring her mansion in Malibu. We already know that it’s common knowledge if you make a big deal over something, it’s going to draw more attention to it. Barbara must not have considered this when she sued him for $50 million for showing people how to gain access to her residence. At this point, the picture had only been viewed 6 times. Obviously, the news was reported and before long the photo had over a million views and had been reprinted numerous times. Unfortunately for Streisand, as well as achieving the opposite of what she had wanted, she also had to cover the photographer’s huge legal fees!
So, there you have it: The Streisand Effect. There’s been other interesting stories where this Effect has also taken place…
In 2013, superstar Beyonce performed at the Super Bowl (just one of the biggest sporting events, ever! No biggie.) BuzzFeed posted images of Beyonce’s performance which were shortly followed by her publicist’s email asking them to be removed. The email itemised the photos which were to be taken down as they were ‘unflattering’. Rather than removing them, Buzzfeed posted another article called ‘The Unflattering Photos Beyonce’s Publicist Doesn’t Want You To See’. The post included the email and the selected photos! You can see them here: https://www.buzzfeed.com/buzzfeedceleb/the-unflattering-photos-beyonces-publicist-doesnt-want-you-t
Another interesting one was in June 2014. Taxi drivers congregated on the streets of London to declare their concern towards Uber, an app that uses a smartphone’s GPS system to connect you to a driver. At this time, the app was only just becoming popular. After the protest Uber reported that it had received an 859% increase in downloads compared to the previous week! Now look at them go!
The Pirate Bay:
In June 2011, The Pirate Bay (a website who displayed copyright music) were asked to remove torrent links. They refused, forcing them to go to court. The High Court ordered five major internet service providers to block access to the site. This only proved to increase The Pirate Bay’s popularity, allowing 12 million visitors to visit in just that day. Right after the block was set up, the torrent site gave users easy ways to access other sites linked by them. Easy!
Youtuber ghostlyrich uploaded a video showing his Samsung Galaxy S4 catching fire for no apparent reason. He made an official complaint and was offered a deal to replace the phone as long as he removed the video from his channel and not upload similar material. Instead of accepting the deal, he decided to upload a second video that earned more than a million views. In the video he expressed his concern about how Samsung deals with major safety concerns and how they don’t follow warranty procedures. Since then, several stories about Samsung smartphones catching fire have been reported. One man from Hong Kong lost his house due to a fire that was allegedly started by his Samsung Galaxy S4!
Do you know of any more Streisand Effect stories? Maybe you have your own?
Let us know! email@example.com
Our 2019 Social Media Strategy
While thinking about this article, I came across another article which started with ‘it’s the right time now to start planning your social media marketing strategy for 2019.’ I was going to write advice for you, the reader, about how you could increase your social media presence. But I quickly realised that I could use this advice myself.
You may or may not know, I’m pretty new to my current job in recruitment. We started Fellows Finance in September so that’s when I began building the social media pages. I had lots of ideas and didn’t really know how to run with them, I had read in numerous places that you should choose just one platform rather than trying to utilise all of them. I decided to ignore this. Obviously, I knew how important social media could be to mar0ket a brand and really wanted this to be a selling point of our company so I created my own LinkedIn page, a company LinkedIn page, a Facebook page, an Instagram page and a Twitter page. However, now that my actual job is underway, I struggle to post as much as I’d like to stay relevant on each page and as the new year loomed, I had been wondering about what to do next.
I received an email from a guy who was doing free social media audits with no strings attached. Why not? I thought. I’ve had quite a few emails from people trying to sell their services to me this past few months actually. They’ll say that they can help us to gain more followers or gain a wider audience, I tend to ignore those ones. I wanted to figure it out for myself. I am at a point now though where this audit has actually sparked a little of bit of interest with me and I realise that maybe I do need a little guidance.
Advice from another article I found while writing this was; ‘it’s good to review your existing social media marketing strategy to find what works and what can be improved’. So that’s what I’m going to do in this article. Hopefully then, in a few months’ time I’ll be able to write another article about my success!
I’m going to start with the Instagram page. This is my favourite social media platform. I spent a lot of time in September finding accountants and accountancy firms on Instagram and following them. The problem with that was, most people on this platform don’t specify their job title. After a while I found a hack to finding relevant people via Google, although I know that there are probably a million other accountants out there on Instagram who I can’t find. I post 2/3 times a week onto the Instagram page and have added some story highlights too. The page now has 91 followers however, I find that most of the people who like the posts are not actually relevant to us. We do receive likes and follows from accountancy firms which is great, but we do seem to be short on engagement from potential candidates. As a frequent Instagram user myself, this doesn’t really surprise me. I would never follow a business page back unless I knew that they had super engaging content that related to me. The problem with this is, how can content be relevant and interesting to every accountant or accountancy firm out there? Everyone has different opinions about what they are looking for on an Instagram page, if I post only to appeal to a certain audience, I would be ignoring the other potential audience that we could gain.
One piece of advice that I have read is that Instagram favours interaction and storytelling. Maybe posting success stories with an explanation is something I might try. I’ve found that a lot of companies and brands have created and maintained large communities of followers who they share their successes and news with. Again though, this is not going to necessarily find me a relevant audience for recruiting finance specialists. Engaging with followers is high up on the agenda for an interesting page. Visual content and engaging stories are a fun way to appeal to audiences so I am going to consider what I’m posting and who it is appealing to. I’m also going to actively engage with other accountants and accountancy firms in the hope that we can gain some more relevant followers to our page!
Now onto the Twitter page. I wont lie, I don’t really use twitter that much on my personal account other than to moan about TV shows. There’s a very high chance that our company Twitter page doesn’t do as well as our Instagram page because it’s not my preference. So, that’s the first critique for myself regarding Twitter. Post more frequently and interact more with followers. Twitter trends are key for interacting with different people and joining in on debates and opinions, I definitely need to do more of this to create a bigger Twitter presence. I’ve found it even more difficult on Twitter to find accountants though. Again, we have some accounting firms following us but many potential candidates are hidden away with nothing written in their bio. If you are reading this and have some tips for finding candidates, I’d love to hear them! One of the main tips that pops up for Twitter is relationships with customers, this is something that we need to push. Tweets should relate and engage with the correct audience. I found a page where it explains how to complete a ‘follower audit’, this allows you to see your followers’ interests and how they interact with Twitter which will give a general idea of the kind of content that they are more receptive to. I’m going to give this a go!
This next paragraph is going to be a short one. I’m not even going to do my research. My opinion on Facebook is that it does not work for a business like ours. I created a page but how am I supposed to get followers? If on the off chance I come across any accountants on Facebook, it’s difficult to ask them to follow my page without being friends with them on my personal account. To be quite honest, I think promoting ourselves on Facebook is a waste, I’m not going to invest any more time into it.
Onto LinkedIn. Now this one is not a waste of time. Before September I didn’t have an account, I’ve spent a substantial amount of time growing my network since then and now have more than 2000 followers. I’m pretty pleased with that, only about 30 of them are not relevant to me but that’s an article for another day. I have connected with many people and have started to build relationships with some candidates while also having connected with clients on there too. I’ve found that my approach is subtler than competitors and I have even been thanked for my message for it not being the usual recruiter type message. In terms of connections, I think I’m using LinkedIn successfully. I need to think more about my content now. The posts that receive the most traction on this platform seem to be opinionated posts or success stories, it seems that lots of people on LinkedIn are willing to congratulate and be happy for others’ successes. I like that. Other most like posts seem to be humorous videos or subtle sales videos. Last week I saw a great example which really inspired me to think about how I could approach recruitment. It was a guy who recreated a scene of ‘The Holiday’ while selling a job that he needed to recruit for. It was pure genius actually.
Obviously, the good thing about LinkedIn is I know who my audience are, 99% of people who I am connected to work in finance. When I post finance related posts I get some attention from my connections but not as much as I’d like. To be critical of myself, I think it’s probably because I don’t give an opinion. I’m not leaving anyone a reason to comment on my post which would then allow other people to see it. Number 1 tip to myself: be more opinionated. Number 2: Post creative content. Number 3: Post more often.
So, there you have it. An article which intended to give you advice about how to market your social media platforms in 2019 but which actually ended up being an audit of the Fellows Finance social media page. If nothing else, I hope this has made you think about doing an audit of your own social media sites. If you have any tips for me, I’d love to hear them!