Everyone gets nervous when it’s time for a job interview, especially in the current landscape. Once a straightforward in-person meeting, now the process often starts online, adding a new layer of complexity. Whether you’re a seasoned interview professional or re-entering the job market, success hinges on a well-prepared and strategic approach.

Sweat the Small Stuff

Doing the right groundwork has always been crucial, but in a digital world, no detail is too minor. Double-check your interview time. If your meeting is online, test your video conferencing software and ensure your surroundings are distraction-free. If your interview is in person, map out the journey and location, check for potential road closures, and plan your trip so you have time to spare. Understanding these logistics in advance prevents unnecessary stress and allows you to focus entirely on your performance.

Dress for Success

Your appearance speaks before you do. Whether the company culture leans toward formal or relaxed, align your outfit accordingly. Dressing well isn’t just about impressing others – it’s also about boosting your confidence and creating a positive first impression.

Define Your Goals

Your job interview is a two-way street. Beyond securing an offer, what do you want to learn? Research the company, identify gaps in your knowledge, and prepare meaningful questions that will give you insights into their culture, expectations, and long-term vision. This will help you to determine if the role is right.

Knowledge is Power

There’s no excuse for going into an interview unprepared. Use the company’s website, social media, and recent press releases to understand its mission, values, and current projects. Being able to demonstrate this awareness shows initiative and will help you to adapt your answers to align with their goals.

Leverage Insider Knowledge

If you’re working with a recruiter, use them as a resource. They can offer invaluable insights into the company, the interviewers, and what they’re really looking for. A pre-interview call with your recruiter will help you fine-tune your approach and anticipate key areas of focus. It will help you to prepare.

Build a Connection

Interviewers don’t just hire skills, they hire people. You should aim to establish a rapport, whether through shared interests, mutual connections, or simply an engaging conversation. Research your interviewers in advance, learn about their backgrounds, and find ways to build common ground. Creating a strong personal connection will make you memorable and give you an edge.

Own Your Story

Few things are more frustrating for an interviewer than a candidate who fumbles through their history. Learn your CV inside and out, and practice articulating your experience emotively. Think of it as storytelling. Highlight your achievements, the obstacles you’ve overcome, and the unique strengths that set you apart.

Face Questions Head-On

Expect to be challenged. Whether that’s explaining a career gap, a job switch, or a difficult project, honesty and confidence go a long way. Instead of getting defensive, frame these experiences as learning opportunities that have shaped your growth. Employers respect self-awareness and resilience. They understand that things don’t run smoothly all the time.

Master the STAR Method

Competency-based questions are common in interviews, so use the STAR method (Situation, Task, Action, Result) to structure your answers. Have four or five strong examples demonstrating your problem-solving abilities, leadership skills, or adaptability in real scenarios.

Final Thoughts

Acing a job interview requires more than technical know-how. It demands preparation, adaptability, effective communication skills, and a positive approach. If you follow this advice, I can’t guarantee you will get the job, but you will increase your chances of making a lasting impression and, hopefully, secure the role you’re after.

In the ever-evolving world of recruitment, the landscape for job interviews has shifted dramatically. Gone are the days of recruitment being solely through in-person meetings. Now, most interview processes begin behind a computer screen, adding a new layer of complexity.

Whether you’re an experienced practitioner or re-entering the job market after a long hiatus, navigating the change requires a focused approach where you get out what you put in.

NO DETAIL IS TOO SMALL

Preparation has always been key, but even more so in the digital age. Take the time to plan every aspect of your interview. From testing software and knowing when and where you need to be to investigating potential road closures and parking options. Establish who you’ll be meeting and what’s expected of you ahead of time, leaving no room for last-minute uncertainty to hamper your first impression and performance.

APPEARANCE MATTERS

Your appearance speaks volumes so make sure you dress in an outfit that both exudes confidence and is also appropriate to the setting. Whether it is formal attire or more relaxed, choose wisely to make a strong first impression.

KNOW WHAT YOU WANT

Beyond landing the job, it is important to define what you hope to achieve from your interview. I am not talking about salary and benefits here; moreover, it’s about filling in the gaps in your knowledge of the business. Prepare insightful questions. It not only demonstrates a genuine interest in the company and role but it will help you to decide if this is the right place for you.

FAIL TO PREPARE, PREPARE TO FAIL

Take advantage of the online resources at your disposal, such as the company website careers page and social media channels. There is no longer an excuse for not understanding an organisation’s culture, values, and goals before you attend an interview. And once you do, it will be a lot easier to demonstrate how you are the ideal candidate for their team.

LEARN FROM OTHERS

If you have the support of a recruitment consultant, use their expertise to your advantage. Ask for a pre-interview discussion. Lean on their experience so you can gain valuable insights and tips to enhance your preparation and improve your performance on the day.

MAKE FRIENDS AND INFLUENCE

Remember that likability and trust play a significant role in the outcome of an interview. Focus on building rapport with your interviewers on a personal level to make a positive impression. Take the time to research the people you’ll be meeting. Familiarise yourself with their backgrounds and roles so you can establish an early connection. Setting a positive tone from the start helps the conversation flow and showcases your interpersonal skills.

MASTER THE ART OF TELLING YOUR STORY

There is nothing worse than interviewing someone who is not fluent in the professional journey within their CV. Learn it inside and out. Craft compelling stories to highlight your achievements and experiences. Use the chance to talk about your journey as a platform to introduce your character and emphasise your biggest strengths and capabilities.

FACE INTO CHALLENGE

Take the time to anticipate and prepare for people who challenge your career and choices. By responding honestly and confidently to difficult and direct questions, you demonstrate self-awareness, inner belief, and a positive and mature approach – all traits people want to see in their employees.

PLAN YOUR STAR COMPETENCIES

Practice answering competency-based questions using the STAR method: situation, task, action, result. Pre-plan four or five examples that illustrate the key skills they are looking for and will prove you can thrive in the role.

In conclusion, succeeding in a job interview requires more than just technical expertise. It demands preparation, planning, effective communication, and a proactive approach. By applying these tips, you will help to position yourself as a prime candidate and almost certainly increase your chances of being offered that new job opportunity you are dreaming about.

Have you ever gone through the recruitment process and found the ideal candidate only for them to reject your job offer?

In a perfect world, everyone would agree to join your team, but the truth is that this is an all-too-common problem for employers and a growing issue in what has become a heavily candidate-driven job market.

From my experience, when talented accountancy professionals begin to look for a new challenge in public practice, they very quickly discover they have plenty of choices; often before they’ve even convinced themselves that they genuinely want to change their role.

In contrast, when employers uncover a candidate who appears to be a great fit for their team, due to the lack of available people, they tend to act quickly. While showing early intent is the right thing to do, it is also important to remember a candidate in demand needs time to build a connection with your business before they will choose you. They need to understand why your organisation is the right place for them to progress in their career, rather than going elsewhere.

So, how do to swing the decision in your favour? The first thing I suggest is to review your current recruitment process.

Begin by asking yourself whether an hour-long interview is the right format for someone to decide whether they want to spend 37 hours+ every week with you and your team. I’m not sure it would be enough for me, but your recruitment process is probably more in-depth than that already. Even so, this question is a good place to start.

With online interviews continuing in popularity, another consideration is whether people have met face-to-face. Have they seen the working environment first-hand, or spoken to any of the other employees they could be working with?

A lot of people make their final decision based on the emotions they felt during the interview process. That is why it is important to make sure it is fit for purpose. Even if this is more time-consuming, trickier to arrange, or requires a little longer to plan, once you have a two-way process in place that allows you to get what you require from the candidate but also connect with them on an emotional level and share the benefits of working in your business, you should begin to see acceptance rates climb.

There are other factors that you can influence to improve your appeal. If you suffer from low job acceptance rates, a good approach is to tackle the issue head-on and spend time trying to understand why candidates have previously turned you down.

Your recruitment partner will be able to help with this, but knowing whether the rejection is commonly down to salary and benefits, the role itself, personal restrictions (i.e. commute), a bad feeling about the company culture, or simply a better offer elsewhere, will help you to remedy problems going forward.

Rethinking your initial screening process can also lead to being able to spend more time with the right people at the interview stage and beyond. Benchmarking your salary and benefits against competitors will help you to be more competitive with your offers.

If you are keen on a candidate, you should always invite them for a second meeting. Even if it is for an informal coffee or a tour of the office, it will give you both a chance to dive a little deeper, to ask questions that don’t always fit well in an initial interview, and it will also give them a chance to see potential colleagues and get a feel for working in your business.

Whatever your recruitment plans, the most important thing is to ensure that you treat candidates with respect and communicate with them effectively and honestly from the outset. Being genuine will go a long way toward building trust; something that is critical when it comes to making a final decision.

As the new year unfolds with economic uncertainty, the job market finds itself on unfamiliar ground. Typically, a fiscal slowdown like this would suggest that the number of people looking for a new role will soon diminish, alongside job vacancies.

Currently, while there is a significant rise in people feeling anxious about moving to a new job, the pressure businesses are under to deliver means we are continuing to see high levels of hiring demand and an even more pronounced emphasis on the quality of recruitment.

“Demand for staff continued to increase across the North of England at rates which exceeded those seen in the rest of England … Job openings rose at their fastest rates for three months, with temp billings rising for the first time in three months in December. We also saw increases in starting salaries across the North.”

Neil Carberry, Chief Executive, REC

With such a complex and challenging labour market, where the best candidates hold all the power, the competition for talent will only become fiercer. This is why, if you believe that people are your greatest asset, there are many benefits to be found from working closely with a trusted recruitment partner:

Identify hard-to-find talent

Not only can recruitment specialists help you to find and attract the right candidates for your business, our deep understanding of the recruitment process and connections throughout the wider industry mean that we can often source (and approach) people who are right for a role but otherwise could not be found.

Provide market insight & analysis

At a time when recruitment is more competitive than ever, recruitment consultants offer invaluable insight into the current market, trends and best practices. Not only will this help you to hire, but it will also improve your ability to retain valuable employees by benchmarking salaries and benefits and understanding what could drive them to search for a new challenge.

Save time and money

If recruitment isn’t your number one priority, it can become slow, difficult and, often, expensive. Managers can waste a lot of time sifting through unsuitable CVs or interviewing inappropriate candidates. A professional recruiter is trained to quickly assess candidates. We know what to look for, and what questions to ask, and can identify early warning signs. We also do the heavy lifting in terms of your time, arranging interviews quickly and efficiently, following up to collate candidate feedback, and helping you to negotiate salaries, all for your convenience.

Improve your “employer’s brand”

Few businesses invest the time and money it takes to develop a positive employer brand. By finding a trusted recruitment partner, you are empowering them to act as your ambassador, offering potential candidates an insight into what it’s like to work at your firm. Benefiting from the strength of the recruiter’s relationships, a partner should not only be able to address any arising concerns on your behalf, but they will also represent you as an employer of choice and strengthen your appeal.

Help you at every stage of the process

There is nothing worse than making a bad impression on a brilliant candidate. Working with a recruitment specialist gives you peace of mind. From preparing the job specification to advertising the role, searching for candidates, screening applicants, conducting first interviews, shortlisting CVs, arranging interviews, delivering feedback, managing negotiations, supporting candidates through their resignation and counter offers, and throughout the onboarding process. A trusted partner will help you at every stage.

In 2023, posting an advert on LinkedIn or an online job board and hoping for the best is not going to cut it. While working closely with a trusted recruitment partner will help you to streamline your processes and find the right people efficiently, it is about so much more than that. You need to find someone who knows your market and can become a trusted advisor for all of your recruitment needs.

COVID not only changed the way we work, but it also altered the balance of power in the workplace.

In sync with the adoption of new technology, reduced travel, and shift in working models, one of the more surprising differences, as we came out of the epidemic, was a reversal of control in the workplace and, in particular, the recruitment market.

Following a low period for new vacancies, millions of people around the globe suddenly chose to reassess their priorities and, in many cases left their current roles in search of a better work-life balance. Simultaneously, firms began expanding quickly and, in an instant, power transferred from employers to employees.

With savvy leaders responding quickly to protect key recruits, they inadvertently opened an opportunity for people to strengthen their position at work by negotiating salary increases and more flexibility for their roles.

Without people to fill the rising vacancies, it meant that skilled workers could enjoy a position of power as they knew they could look elsewhere and quickly find someone willing to offer what they want.

The impact of the downturn

Fast forward to today, and as inflation soars and the cost-of-living rises, in real terms, many people are facing the equivalent of a pay cut.

Regrettably, the economic downturn is also pushing some firms toward redundancies as they restructure in the aftermath of rapid expansion. This has shifted the equilibrium of power back toward businesses.

As employers tighten their belts, several global companies are already flexing their newfound confidence by requesting to bring employees back into the office environment daily, which is a brave and significant cultural shift.

All things are not equal

If history is anything to go by, the impact of power moving back to employers will not be the same for everyone.

In the face of a global recession, typically it is lower-skilled roles or people starting out in their careers that are the hardest hit. As good jobs become trickier to find, experience takes over and becomes ever more important.

In contrast, where there remains an acute shortage of skills, competition for the best people will continue with top talent holding all the cards. That means in professional industries like practice accountancy, employees are likely to maintain a wide choice of roles and enjoy the opportunity to seek higher salaries and improved benefits.

What does it mean to you?

When the balance of power lies with employers, in general, the consequences will be unequal. Some workers will keep the flexibility and benefits they gained during COVID, while others will have to accept whatever their employer offers.

Whether this culminates in a return to pre-pandemic working conditions, I am not sure, as some of the changes made during that time will be difficult to reverse and motivationally detrimental.

If you are an employee currently at the grace of your employer, however, now might be a good time to consider returning to the office voluntarily. Creating closer bonds and spending more time face-to-face with your colleagues could be an important step toward feeling continually secure in your job and progressing during challenging times.

As an employer, if budgets are tight, it is greater flexibility that will soon become your key battleground for talent. Companies that remain conscious of employees’ needs will be the most successful at retaining and attracting talent so, even if you have the desire to reduce workplace flexibility, I suggest you are very careful when you approach it. The wider implications of being too aggressive are significant.

In the end, the best piece of advice I can offer is to try and find time to think about how you feel. What – apart from money – would attract you to join a company? Why would you stay with one? By putting yourself in someone else’s shoes you will make smarter decisions, and that is the best way to succeed.

Last month I spoke about questions to avoid asking in an interview. One of the most neglected aspects of interview success, this month, I’m exploring the questions that will give you the upper hand and help you stand out from the crowd.

When it comes to the end of an interview, the best approach is to ask four or five thoughtful questions that demonstrate you are serious about the role, have done your homework, and are someone who is proactive and will add value to the team.

While it is important to keep your eye on the clock, so you don’t overrun, you need to take the opportunity to impress with a series of smart, considerate, and well-researched questions or comments.

When pre-planning, it pays to consider your motivations. Whether it’s the company culture, professional development, or their approach to sustainability, the answers you get should help you to decide if the job and organisation are a good fit for you.

Learn more about the people interviewing you:

• Why did you decide to work for the organisation?
• What is your favourite part about working here?
• What excites you about the future of this company?
• What do you believe is necessary to succeed at the company?
• What are some of the company’s recent accomplishments?
  

Find out all you can about the role, making sure questions cover new ground:

• What are the first projects I’ll be working on?
• What are the most challenging aspects of this job?
• Are there any functions not mentioned in the job description?
• Do you expect any change to the role in the future?
• What training can I expect in my first week?
  

Look for a company culture that aligns with your values:

• Are there ambitious growth plans for the next few years?
• How has the company changed over recent years?
• How would you describe the culture of the office?
• Does the business help staff achieve a healthy work-life balance?
• Is there any volunteering or charitable service opportunities?
  

Training and development should be tied to personal career goals:

• How will my performance be measured?
• What do you hope I will achieve in the six months here?
• Is there support for professional development in this role?
• Does the role have a planned path for future advancement?
• When I have settled into the role, what opportunities are there for career growth?
  

The people you work with will have a big impact on your success and happiness:

• Can you tell me about the team I’ll be part of?
• What other departments will I work closely with?
• What are your biggest concerns about the team right now?
• How does the team contribute to the overall success of the business?
• Does anyone on the team get together outside of work?
  

An interview is a two-way process. With the knowledge gained in preparation, you should be ready to ask a selection of questions that not only interest you but show you are aware of the challenges and opportunities you will face in the new role.

The further along in the hiring process you are, the more crucial this becomes. Try to match the questions to the people you are speaking with and pitch the level accordingly.

Ultimately, businesses want to work with candidates who go above and beyond the basic requirements. By asking questions that show you fit that description, not only will you impress the interviewer, but it can also mean the difference between being offered the job and not.

When helping somebody to find a new job, I offer market and salary advice and support them with everything from their CV content to their interview technique, and contract negotiations.

Throughout the process, many factors can affect the success of a job search, but it is during the interview that both parties genuinely discover if the chemistry is right.

The best interviews are always a two-way affair where both sides are not only selling themselves but also deciding whether they think there is a future together.

From an applicant’s point of view, in my experience, it is the people who are prepared, have done the research, and are keen to make a good impression that comes out on top so, even if you’re not yet passionate about the business in question, you need to show you are.

Assuming all goes well, at the end of your interview you will be asked whether you have any questions for the interviewer. Never decline. By opting not to ask a question, the final impression you leave will be that you either weren’t engaged in the conversation or you haven’t done your homework and aren’t interested in the business.

It pays to think of questions beforehand, however, be careful what you say, as there are some questions you cannot afford to ask, including:

Something Google could answer.
A common mistake people make when trying to show a curious mind is asking more about what the company does, who the competition is, or what clients the firm works with. Any questions you could have conceivably discovered the answer to already need to be avoided. Before an interview, it is your job to learn as much as possible about the company and the last thing you want to do is to come across as being unprepared.

Anything salary or benefits related.
The terms of employment are yet to be discussed so, while you may think questions like “What would my starting salary be?”, “How often would I get paid?”, “When is the next performance review?”, “Would I get healthcare benefits?” show the employer that you are keen, the reality is that they only serve to make you look focused on the wrong things.

Questions starting with the word “Why”.
People are predisposed to take a defensive position when faced with a question beginning with “Why”. Instead, try to rephrase your queries to be less confrontational i.e., rather than “Why did the company do …”, try “What is your opinion on …”.

What happened to the person before me?
Knowing what happened to the previous person in a job is important but, as tempting as it may be, this is information your recruitment consultant should be able to supply and not something you need to ask. Hopefully, it will be offered during the interview but, if not, it is best to steer clear of the topic and pick it up with your consultant, as you don’t want to give the impression that you have concerns about the opportunity.

Do you monitor internet usage, work emails, or social media?
While a valid concern, this is something best left unsaid. Often, it gives the impression you have something to hide and, on a similar note, in the lead-up to an interview, it is also wise to review your social media accounts to make sure there is nothing critical of your current employer or any posts that could be conceived negatively when viewed out of context.

While most recruiters agree that “Thank you, but I don’t have any questions” is the worst possible response when the tables of an interview are turned, your goal is to build on the rapport you have created and ask a few smart and thoughtful questions that not only show you have been paying attention during the conversation, but you have done your homework.

Inspiration can arise from anywhere. It could be a place you visit, someone you meet or, more recently for me, a movie I watched.

Hopefully, Top Gun: Maverick needs no introduction but, without wanting to highlight my age too clearly, it is a famous quote from the 1986 film that led me to think about how “the need for speed” is vital if you want to become the best Navy fighter pilot in the US, but it is equally important in the (slightly less glamourous) world of recruitment.

And, while it is not a death-defying mission into the unknown, presently, competition to attract talent is as fierce as I can recall in over 20 years of practising recruitment in the North East.

Businesses’ intention to bring new people in has soared well above pre-pandemic levels and continues to head skyward, but the severe shortage of quality candidates brings a serious challenge, even if you have a wide network of people at your fingertips.

A sentiment supported by the CIPD’s most recent Labour Market Report, spring’s most popular response to hiring difficulties was to raise starting salaries. An obvious but short-term fix, the approach comes with a warning as there is a limit on how far you can go before negatively affecting the morale of your existing team.

Encouragingly, the firms I am advising are also looking at other approaches to tackle the challenges. Upskilling the existing workforce, more flexible methods of operating, and a focus on improving job quality are ways used to influence decision-making but, from a recruiter’s perspective, the speed you engage and take decisions often correlates directly with the rate of success.

You see, generally speaking, the best person for a role is unlikely to be actively looking for new openings in the job market. The perfect people always have options, and it is often only through existing relationships that they can be enticed to explore a new opportunity.

Now, more than ever, the relationship between business and recruitment consultants is key. If you can find the right partner, it will allow you to exploit their market knowledge, access their network, and capitalise on their expertise, reputation, and ability to generate interest in your vacancy in the right circles. From your side, you need to be comfortable trusting the advice you receive, as you may need to be flexible on the final solution, which is not always as bad as it sounds.

Once you choose to engage in a candidate-driven market, you need to be prepared to give time to the process and make fast decisions. As recruiters, we realise you are busy and that hiring is often an addition to your core responsibilities, but the more time and importance you place on the process, the better long-term results you will see.

When an impressive candidate’s curiosity is piqued, it is important to move through the stages of recruitment with speed, not haste. This might require breaking the rules a little to streamline more traditional, drawn-out recruitment processes and protocols but, right now, slow hiring means only the average will remain in your race and making fast decisions reflects a dynamic corporate culture that will endear the best talent to you even more.

So, if you like someone and want to stay ahead of your competitors, my advice is to “feel the need for speed”. Act fast and invite them in for an interview and, if it goes well, don’t delay in making them an offer. After all, your company is only as good as the people it employs.

Almost one in every five workers (18%) believe they are “extremely likely” to change their employer within the next 12 months.

According to a survey of more than 2,000 people from various industries, 32% also acknowledged they were “moderately” or “slightly likely” to make a switch, suggesting half of UK employees are actively considering their future.

That is a sobering thought for business leaders at a time when we are witnessing a growing number of new job opportunities together with chronic skills shortages and a lack of candidates with relevant experience.

It is a dangerous mix and one that has been driving fierce competition and applying pressure to the labour market to the point where accomplished people regularly receive multiple job offers and, in a bid to influence their decision, remarkably high starting salaries.

The paradox of an unavoidable market consequence is, however, that in return for continued dedication, existing team members are subject to soaring inflation and cost of living increases that comfortably outstrip their salary growth. So, can we blame them for being tempted by the opportunity to make more money elsewhere in a similar role?

In many ways, a move appears to have no risks, but I would offer a note of caution to anyone whose main motivation for change is an “increase in pay”.

While salary will always influence, in my experience, it will not always help you make the right decision. Other factors should be considered, factors that if ignored may mean you miss something worth a lot more than money.

REMEMBER WHY YOU WANTED TO CHANGE.
When faced with a dilemma, take yourself back to the original reasons you began your job search. Amongst the flattery of an offer, these reasons can be overlooked but remain critical to being happy now and in future.

WHAT IS THE IMPACT ON YOUR CAREER?
Before any move, take a step back and think carefully about the big picture. The decision you make will influence your direction of travel and your ability to progress in the future. The best way to do this is to forget about the salary and base your choice on the role, company, and potential for development.

CALCULATE THE REAL FINANCIAL IMPACT.
If you are fortunate enough to have multiple job offers, keep in mind your current salary, and calculate the impact any financial increase will bring after tax and over 12 months. Often, the difference is not as large as it seems and may help with your decision.

WILL YOU RECEIVE TRAINING AND SUPPORT?
To keep evolving you need to keep your skills fresh, but this does not necessarily mean a study support package – although that will factor into your decision-making. Think about day-to-day training. Is there mentor support available? Will your role develop new skills that move you closer to your end goal? And does the company have the resources to support that?

HOW FLEXIBLE IS THE ROLE?
A healthy work-life balance is important and being able to work from home or mix your time between home and the office may be a priority for you. Whatever you prefer, make sure the company matches your favoured working pattern and expectations.

DO YOUR VALUES MATCH?
A pay rise may lure you in but to stay engaged you need to be enthusiastic about the company’s vision and purpose, and how your role fits into that. Ask yourself whether you are interested in what the organisation does, whether you align with its purpose, or are simply being tempted by the money.

Ultimately, the choice is yours but whatever you decide, you will be spending a lot of time in this organisation. If you are unhappy, it will have a significant impact on your work and general wellbeing, so be sure you are moving to a place that satisfies the reasons you wanted to move in the long term.

The job market has endured a lot of upheaval in the past two years but, for now, it is being firmly driven by candidate availability.

In the world of accountancy, there are far more opportunities in Public Practice than people who are looking for a new challenge.

It is fabulous news for ambitious, skilled professionals who can present themselves well. They have a pick of fantastic positions, and a new job offer is never far away, but this can also become a slightly double-edged sword.

After 20 years working in the North East recruitment market, right now, when a good candidate reaches out to me and is sure they want to move, quite often I can help them to secure a job offer within a matter of days. And for many, this is far too fast.

From the time they decided to start looking to when they receive the offer, they haven’t had the time to feel like they have explored their options properly and, while I would only put them forward for something I think fits with what it is they said they wanted, moving jobs is a big decision and they need to be sure the offer is the right one for them.

When speaking to people about this, I always ask them to consider several different elements before making their decision:

1. Firstly, take a moment to make sure you have enough information to be able to make a choice. Have you researched the company thoroughly? Did you ask all of the questions you wanted to at the interview? Once a role has been offered, don’t be afraid to ask for further information. You could even arrange to go into the office for a tour so you can get a feel for the place and culture. At this stage, you are in the driving seat, so do whatever it takes to give you the peace of mind you need.

2. Be honest with yourself and discuss any doubts you have, however small they seem, with the business, your recruiter, or family and friends.

3. Once you have an offer, go back to your original reasons for leaving your current role. Consider carefully whether you are satisfied that the new job and business is going to meet your objectives.

4. It is very easy to get carried away with the financials. A great offer may sway your decision making, but try to remember that salaries can change, especially if you are in the right company and doing a good job.

5. Think about the long-term. Do you want progression and if so, is there a path in place for you? What is it that you ultimately want to achieve, and how will having this experience on your CV influence your options in three to five years?

6. Try not to be too influenced by emotions. You must put yourself at the centre of the decision-making process and think practically, as the impact of your happiness at work has an enormous bearing on so much of your life.

7. We all have the best of intentions when it comes to work-life balance but will the new role give you the balance you want? If not, do the benefits outweigh the sacrifice?

8. A little compromise can sometimes be okay, providing that it aligns with your bigger picture and goals. This is particularly useful to remember if you are considering a number of different offers at once.

Above all else, a new career move should excite you. That’s why I would also say don’t be afraid to listen to your gut a little too. You know yourself better than anyone so, if it feels right deep down, and the rational analysis checks out, then it’s time to make the change.