There are several reasons we see fewer women entering, or working, in cybersecurity. At the core, I believe there’s still a perception and representation issue. Not just in cyber, but in tech careers more generally. 

By the time career decisions are being made, many women have already self-selected out of highly technical pathways because they don’t see themselves reflected there. They assume it isn’t for them. And that assumption goes largely unchallenged. 

The myth of the traditional route

There’s a widespread perception that to work in cybersecurity, you need to have gone down the traditional computer science route. 

In reality, we’ve seen strong cyber talent come from backgrounds in psychology, physics, the military, and from career switchers across all kinds of industries. The issue isn’t ability. It’s finding accessible ways to enter the industry. 

This has a very practical consequence. Many cyber roles require experience before you can actually get experience. The talent pool stays narrow because there aren’t enough early-career pathways or reskilling programmes available. That directly contributes to the diversity problem. 

Where the biggest gender gaps are

I see the biggest gender gaps at senior levels and in deeply technical roles. 

Through our recruitment business, we work closely with senior cybersecurity leaders and CISOs to address this. But the candidate pool is still heavily male-dominated. While gender diversity at entry level is improving, progression into senior cyber, architecture, and CISO-track roles clearly diminishes. 

Getting more women through the door is only part of the answer. What happens after they join matters just as much. 

What needs to change

There is a very real diversity issue in cybersecurity, but it is underpinned by an overall capability challenge. Cyber skills shortages are significant, and organisations cannot afford to overlook available talent when there is a role to fill. 

That means we need to do two things at once: increase the overall number of people entering cybersecurity careers, and address the specific barriers that prevent women from entering and remaining in the industry. 

There are lots of initiatives out there that widen gender diversity at entry level. But hiring women into cyber without addressing progression, sponsorship, and workplace culture creates retention issues. Women come in, and they don’t stay. That isn’t progress. 

How La Fosse Academy approaches this

At La Fosse Academy, our free programme is designed specifically to widen access into areas like cybersecurity. We select applicants based on aptitude and mindset, rather than prior technical exposure. We then provide structured training and long-term development opportunities that encourage organisations to intentionally open up career accessibility, which naturally improves representation. 

Our UNBOUND network is also playing a role here. Designed to create systemic change for women working in all aspects of tech, UNBOUND is helping to give women and organisations the tools needed to progress, dismantle and break through the ongoing barriers that prevent women from thriving in the industry. 

The road ahead

There is still a long way to go. The “1 in 3 by 2031” ambition is possible, but only if organisations actively redesign how they build and progress talent. 

That means creating entry points that don’t demand experience women have had no opportunity to gain. It means investing in progression, not just hiring. And it means building cultures where women don’t have to choose between ambition and belonging. 

Cybersecurity needs more talent. The women are out there. We just need to make the path clearer. 

Interested in a career in cybersecurity?

Find out how La Fosse Academy can help you get started. 

 ………………….

Claudia Cohen is Director of La Fosse Academy, a free technology training programme that finds and develops diverse tech talent for businesses across the UK. To find out more about the Academy and how to get involved, contact Claudia.Cohen@lafosse.com

The post Why there are so few women in cybersecurity and what needs to change appeared first on La Fosse.

But while AI has changed the rules, it hasn’t rewritten them completely. The people who win in today’s job market aren’t fighting against technology; they’re learning how to use it to their advantage.

So, how do you land a new role? Our Head Of Talent Acquisition and recruitment expert, Karina Oluwo, has revealed five insider secrets every jobhunter needs to know to get ahead in 2025.

1. LinkedIn is your secret CV, and it’s always checked first

Forget dusty CV databases – recruiters don’t wait for your application anymore. They’re already searching LinkedIn, and if your profile is out of date, you could be invisible.

“Recruiters are silently scanning profiles before they’ve even opened your application,” Karina reveals. “Think of LinkedIn as your public CV. A recruiter’s first impression is formed there.”

“Here’s a top tip: your headline matters more than you think. Don’t just put ‘Marketing Executive’. Write something that showcases your skills, like ‘Marketing exec specialising in social campaigns that drive results’.”

2. Your values can make or break your chances

All too often, candidates focus on skills and experience. But more than ever, employers want to see what you stand for. Flexibility, diversity, and wellbeing aren’t just buzzwords; they’re dealbreakers.

Karina says: “In interviews, candidates who can clearly explain their values stand out. If you’re clear on what matters to you, it shows confidence and helps employers see if you’re the right cultural fit.”

“Employers are watching how you talk about past jobs. If you mention teamwork, flexibility or work-life balance naturally, it ticks the right boxes. Talk about disagreements or negative situations without solutions, and you’re already on the back foot.”

3. AI isn’t replacing you, it’s revealing who’s ready to evolve

Forget the fearmongering – AI isn’t here to take your job, it’s here to change how you work, apply, and prepare. According to Karina, the smartest candidates are already using it to refine their approach.

“AI isn’t a creation tool, it’s an improvement utensil,” says Karina. “Use it to sharpen your CV, prepare for interviews, or better understand the companies you’re applying to. The key is to make the tech work with you, not do the work for you.”

Employers can easily spot the difference between something that’s been thoughtfully enhanced, and something that’s been generated extensively. “Those who use AI to improve their thinking, rather than replace it, come across as adaptable, efficient, and future-ready,” Karina adds.

4. The best opportunities find you, when you make yourself findable

Applying is just one piece of the puzzle. The most successful candidates are creating visibility long before they hit submit.

“Recruiters aren’t just waiting for applications anymore,” says Karina. “They’re proactively mapping the market and reaching out to top talent who might not even be looking. The people who stay visible and engaged are the ones getting those calls.”

That means staying active in your space, sharing insights, connecting with leaders, and joining the conversations that matter. “When you show up consistently and contribute, you’re not just another applicant; you become part of the network,” Karina adds.

5. The oldest trick still works: people hire people

Behind all the AI screening and LinkedIn algorithms, nothing beats a genuine human connection. A simple thank-you email after an interview still stands out, especially in 2025 when fewer people bother.

“The basics never go out of fashion,” Karina admits. “Politeness, enthusiasm, and genuine interest make a candidate memorable. You’d be surprised how often decisions are swayed by who felt the most genuine.”

How to get hired in 2025

Recruitment has gone high-tech, but it’s still a people game. The candidates who win in 2025 will be the ones who know how to work with AI, not against it. As Karina puts it:

“AI can make you faster and sharper, but it can’t replace human intuition or connection. The candidates who blend both are the ones who stand out.”

Looking for a role in Tech? Why not submit your CV today? Or, check out our live Job Board for currently available roles.

The post How to Get a Job | Our Head of Talent reveals top tips appeared first on La Fosse.

The mobile development landscape has matured dramatically, yet mobile engineers still face unique challenges when stepping into broader technology leadership roles. La Fosse recently brought together experienced mobile engineering leaders to discuss how they’ve navigated this transition and what advice they’d give to others looking to expand their influence beyond the mobile domain. 

Escaping the “mobile person” label

The conversation opened with a challenge familiar to many mobile engineers: being pigeonholed as “the mobile person” when aspiring to broader leadership roles. 

Neil Sheppard, Head of Mobile Engineering at Zopa, shared his approach: “One of the things that happened at Moonpig was I’d been a mobile guy for a few years, and my boss said, ‘you’re head of mobile, you’ve got two direct reports. It’s quite a small scope.’ So I said, ‘Okay, well, I need to increase my scope.'” 

His solution was proactive: volunteering to lead the company’s migration from data centre to AWS, despite having limited cloud experience. “It was never really about doing anything technical. When you get to that level of role, it’s more about orchestrating and making sure that people are unblocked,” Neil explained. 

This approach worked, leading to additional platform migration projects and eventually breaking free from the mobile-only perception. 

The mindset shift: from end of chain to orchestrator

Mobile engineers typically work at the end of the development chain, consuming APIs and rendering interfaces for end users. The transition to leadership requires a fundamental mindset shift. 

“With mobile, you tend to be at the end of the chain,” Neil explained. “But when you start to branch out from being mobile, you find that you’re no longer end of the chain.” 

The key insight emerged around expanding impact beyond the immediate mobile domain: “It might be a technical problem, might be a marketing problem, or it might be a process problem, whatever it might be, but really try to branch out to much wider impacts. The wider the impact, the more visible the work, the more valuable it is,” added Vesselin Iliev, Head of Engineering at N Brown Group. 

Building trust across teams

A crucial skill for mobile engineers transitioning to leadership is learning to trust and build relationships with other engineering teams. As Vesselin noted: “You don’t have to learn everything. What you have to learn as you grow is how you can trust and build economy, build ownership with other teams and other people.” 

This represents a shift from the mobile engineer’s tendency to want to understand every technical detail to focusing on enabling others and removing blockers across the entire technology stack. 

Advocating for mobile’s unique value

The discussion also addressed how to champion mobile development in organisations that might undervalue it. The advice was pragmatic and data-driven. 

“For me, it goes back to understanding what the business wants,” shared Greg Pugh, Head of Engineering at Bourne Leisure. “We can say we’re engineering-led teams, but we are business-led. Part of our roles as leaders is to understand what the business wants, what they drive towards, and then build the right products to support that.” 

The importance of data emerged as a key theme from Vesselin: “Show me the data. Is that an assumption that someone has, or is that real data?” He discovered that despite assumptions about their customer base being older and less mobile-oriented, “55% of traffic actually came through mobile devices,” with better return on investment than web. 

The mobile advantage: demonstrating what web can’t do

Mobile offers unique capabilities that web simply cannot match. As Greg put it: “Web development is so homogenised, so basic. It’s not woven into people’s lives in the way that mobile is woven into people’s lives.” 

The end-to-end experience mobile enables creates opportunities to demonstrate value: “That journey that was an email that dropped into their inbox, or was a push notification that took them to just the right place to do the thing and then triggered another journey, that is our unique mobile superpower,” he explained. 

Even simple features like haptics can make a powerful impression on leadership teams unfamiliar with mobile’s capabilities. 

Leadership lessons beyond mobile

The conversation revealed that many challenges faced by mobile engineers transitioning to leadership are universal leadership challenges, not mobile-specific ones. 

Key insights included: 

• Intent matters: Understanding whether you actually want to move into leadership, or whether it’s happening by default, is crucial for success. 

• Leverage existing experience: Most mobile engineers have broader technical backgrounds they can draw upon when demonstrating capability beyond mobile development. 

• Look for growth opportunities: Actively seeking projects outside your immediate domain demonstrates ambition and capability to stakeholders. 

• Focus on business impact: Understanding and aligning with business objectives is essential for any technical leadership role. 

The multiplier effect of good leadership

One of the most compelling points made was about the often invisible value that good technical leadership provides: “Somebody who’s caring about those individuals is multiplying the effectiveness of those individuals. Decisions are being made before they get to engineers, and some of those decisions are really, really stupid. If you can stop those happening, that’s the value you’re providing,” observed one of the panellists. 

This insight resonates beyond mobile engineering, highlighting how effective technical leaders shield their teams from poor decisions and enable them to focus on meaningful work. 

Moving forward

The mobile engineering community continues to mature, and with it, the career paths available to mobile engineers are expanding. The key is recognising that the skills developed in mobile engineering, combined with intentional efforts to broaden scope and demonstrate business impact, create strong foundations for technology leadership. 

As these leaders demonstrated, success comes not from abandoning mobile expertise, but from leveraging it as a springboard to broader influence and impact. 

La Fosse continues to bring together technology leaders across specialisms to share insights and support career progression. These conversations provide valuable peer learning opportunities for engineers at all stages of their leadership journey. 

The post Breaking into Leadership: The Mobile Journey appeared first on La Fosse.

So, what exactly is imposter syndrome and why do we experience it?

Imposter syndrome is described as the condition of feeling anxious, not experiencing success internally, despite objectively reaching successful milestones. This can lead to feelings of fraudulency and inadequacy, convincing yourself that one day you’ll walk into the office, and everyone will realise you don’t deserve to be there.

It won’t matter that externally you’re receiving praise and achieving in all your appraisals; you’ll persuade yourself that any achievements were down to timing and good luck – and eventually, everyone else will realise the same thing. Due to this, you’ll create impossible standards for you to reach, striving for perfection and likely burning yourself out in the process.

Interestingly, early research focused on accomplished, successful women who experienced imposter syndrome. More recently, it has become evident that anyone can feel this, at any point during their career.

For example:

• 80% of CEOs feel out of their depth in their role
• 62% of working adults have experienced imposter syndrome in the last 12 months
• Two-thirds of Britons say they have difficulty accepting compliments and praise
• Nearly half of students experience imposter syndrome

How can we stop feeling like an imposter, and recognise our achievements for what they are?

• First and foremost – acknowledge those feelings! It’s perfectly okay to feel like this, and it’s likely that your colleagues, friends, or your manager has experienced similar feelings.
• Talk about it– as the saying goes, a problem shared is a problem halved! Talking through your feelings with someone you trust can provide you with some external context, helping to reduce the catastrophising feelings you might be experiencing.
• Build connections – this can help support others that are also feeling the same and ensures that we’re caring for our peers.

If you’re interested in learning more about this, take a look at:

• https://www.betterup.com/blog/what-is-imposter-syndrome-and-how-to-avoid-it
• https://www.healthline.com/health/mental-health/imposter-syndrome#takeaway
• https://www.linkedin.com/posts/stevenbartlett-123_lets-settle-a-myth-when-you-feel-like-activity-7072572992974639105-MfD7?utm_source=share&utm_medium=member_desktop

Below also shows some of the ways that we can work to overcome these feelings:

Take a look at our Insights Hub for a range of professional resources.

The post “What am I doing here?” – Imposter syndrome and how to overcome it appeared first on La Fosse.

​

Consider moving industry

The prospect of starting a career in a new industry can be daunting but you’ve probably already gained valuable, transferable skills in your existing role. For example, at La Fosse, we want the best recruiters. But that doesn’t mean we always hire recruiters. In fact, many of the best recruiters at La Fosse started out in other industries altogether – in IT sales, banking, law, software sales, publishing, real estate, or the charity sector. You name it, they worked there.

And in our experience, people who are considering moving into recruitment from a different industry often voice a similar set of anxieties, whether it’s a lack of experience, change in pay, or losing a network they’ve spent years building. But while our recruiters all have different backgrounds, they all share ambition, energy and a determination to be the best. Which counts for a lot – if you’re passionate about what you do and have the drive to excel – you will almost always do well.

​

Myth-busting about changing careers

If you’re ready for a new challenge, but worried about starting over in a new career, here are some myths we’ve busted for you:

1. I don’t know anything about technology – so how can I work in technology recruitment?

Some of the best tech recruiters have backgrounds in something else entirely. The recruiter Morgan Missen has worked at Google and Twitter and been described as one of Silicon Valley’s best recruiters. She has said that “even the worst engineer will be able to do things that you’re not able to do.” It doesn’t matter. Your job is not to be a programmer but to hire the best programmer out there. Otherwise, you’d be applying for the job – not recruiting for it.

2. IT recruitment? No thanks. It doesn’t seem like the kind of culture for me.

It’s true, IT once had a bit of an image problem. But the sector has changed beyond recognition in the last decade or so. Google, Apple, Instagram, SnapChat… Today, the biggest, coolest, most exciting and most important companies in the world are tech companies. And tech is transforming the world we live and work in.

3. I’ve spent years building up a network – if I move, I’ll lose it

We have never hired anyone for their black book. And we insist everyone respects their agreements with their last employer around their contacts. So, what’s important is the skills you have developed when it comes to building and maintaining a high quality network – those skills are the same whether you’re in shipbroking, law, or other verticals in recruitment.

4. I used to manage an entire office – I can’t afford to start at the bottom again

You won’t be at the bottom. Recruiting companies know that someone who used to work in real estate and run a branch office can’t suddenly go back to earning next to nothing and living on the wages of a twenty-something. So, they make allowances. Many recruiters will guarantee your pay while you build out your desk and get back to the levels of your old salary – and beyond.

5. It will take me too long to get anywhere in a new industry

It might take a bit more time, true. But not much more because skills are transferable. Besides, good things do take time. As Stephen Covey says, if your ladder is not against the right wall, every step you take gets you to the wrong place, faster. You’ll be in your career for a long time: make sure you’re in the right one.

6. Recruiters – they’re a bunch of sharks, right?

Recruiting is like any industry. There are good people – and the not so good. Happily, there are ways to tell which is which. Chat to recruiters in the firm you’re considering joining. Ask if their company insists its recruiters treat everyone – candidate, or client, or cleaner – with the same care and respect. Ask if the company has schemes in place to encourage volunteering, or mentoring, or gym usage. You’ll pretty soon be able to see if you’re swimming with sharks – or in clear blue waters.

7. I’ve heard recruitment is too stressful

Recruiting can be a demanding job. But that’s largely if your time and energy are not managed properly. Many recruitment companies offer a plethora of employee well-being initiatives to help reduce and manage stress. From building strong support networks in the office, promoting lunchtime gym use and healthy eating, to providing coaching and mentoring for their employees. At its best, recruiting is not a stressful job, but an exciting one. And one thing it never is? Boring

​

Think about changing location

If changing industry doesn’t fulfil your career ambitions, then a change in work location could be the answer. It’s a popular career move as there’s often good potential for progression, professional development and a higher salary on the table.

It’s worth doing your homework before you take the plunge though. Recent research shows that top cities for relocation include Milton Keynes, Oxford, York and St Albans (source). All of which offer a mixture of above-average salaries, job opportunities, employment rate growth, and low unemployment figures.

However, it is London where a lion’s share of UK job opportunities lie. Technology and digital roles are especially more prevalent in the capital with around 30% of the country’s 3 million tech employees working for London-based tech companies. (source). At approximately £75,000, London also holds the top spot for the highest average annual salary for tech and digital positions. So, what should you consider if you are thinking about a career move to the UK’s tech capital?

Find a place to live that suits you best

FACT: There are about 33 boroughs that make up London, so picking where to live may be tricky. The more research you do ahead of time, the better off you’ll be!

A brief London borough neighbourhood glance:

• Hampstead, for the outdoorsy

• Islington, for the homebody

• Camden, for the night owl

• Brixton, for the music lover

• Clapham, for the social butterfly

• Hackney, for the hipster

• Shoreditch, for the adventurous

• Notting Hill, for the shopaholic

Get familiar with the commute

FACT: The tube stops running at midnight on weekdays, so know before you go!

Apps like Citymapper will help you find your way around like a pro. Get savvy with Tube Exits, which will tell you where the closest exits are.

Socialise

FACT: Brits love the pub.

As we’re sure you’re well aware, you’ll find yourself (often) grabbing a pint with your new colleagues. But once you’re ready for a change of scenery, there are plenty of other places to meet new people.

Join a sport to make friends outside of work while getting physically fit. #DoubleWhammy! Get Active London is an extremely useful database for all the many outdoor and indoor activities London has to offer.

Have a crazy adventurous side? Thinking Bob offers fun, outside-the-box social gatherings. If you’re itching to learn some new skills, City Lit has got you covered. For those on a budget, TimeOut offer discounted tickets for theatre, concerts, comedy events, nightlife and more. And finally, if you want to give back to the community, you can always become a volunteer. Team London lists pretty much every opportunity there is.

Hear those bells? It could be London calling your career…

​

Negotiate a pay rise

Whether it’s industry or location, a key motivation for a shift in career is the prospect of a better salary. So, what happens when you want to stay with the company you work for, but would like a higher rate of pay?

It’s not often we have to prove our worth to the business we work for outside of our everyday role, and the conversation around negotiating a pay rise may seem difficult to instigate. These 5 tips will help you negotiate like a pro by conveying the value you bring to the business and approaching the discussion with confidence and clarity.

​

Do your research

Before you raise the subject with your employer, make sure you’ve done your due diligence. Look at job boards and salary benchmarking tools to get an idea of what the market rate is for your role and summarise your findings by creating some collateral to bring to the discussion. If your role title’s quite niche, look for positions with similar responsibilities to yours and give reasoning in your summary.

Recruiter top tip: “If during your research you realise that you’re at the top of the salary band for your role, all is not lost! Experience is also an important consideration – someone who has held a role for three years is likely to be able to add much more value than someone who’s just moved up to that level. We continually review benchmarking for all roles here at La Fosse so that our People department is always aware of market rates and can help employees out when needed.”

​

Know your value

The second piece of preparation you’ll need to do is around your personal achievements and capabilities. You’re essentially presenting a business case to your employer, and this is your chance to be persuasive, outlining all the ways you’ve added value and why you deserve this pay rise. A few great questions to ask yourself are:

• What have I achieved in my role?

• What have I done that’s above my role’s responsibilities?

• How have I added value to the business? (If you can, come prepared with figures – perhaps you streamlined a process to save time, or introduced a new method of bringing in money to the business.)

• What does the company stand to lose if they lose me? (This doesn’t need to be framed as a threat! It’s about a way of showing off your individual skill set and how you are a valuable employee of the business.)

Recruiter top tip: “Whether you’re ready to ask for a pay rise or not, it’s always useful to keep an ongoing log of your achievements and accomplishments, especially when you’ve gone above and beyond your role or helped the business make or save more money through your actions.”

​

Be prepared

If you’ve followed the steps so far, by the time you tell your manager that you’d like to discuss a salary increase, you’re already halfway there! Now it’s time to gather your research and book a meeting with your manager. We recommend sending an email or having a conversation in person beforehand so they’re not caught off guard and have time to adequately prepare themselves – if you like, you could attach your research/business case so they can familiarise themselves with it in advance.

Recruiter top tip: “You can be as prepared as you want, but sometimes it’s still difficult to approach the topic in person. It’s always a great idea to practise with someone you trust, whether that’s a colleague, friend, family member, or even a recruiter you’ve worked with in the past. Our consultants are always more than happy to help out candidates even if they’re not thinking of leaving their current role – it’s not an easy task to ask for a pay rise, but we’ve got a lot of experience advising people at all levels and can help you prepare!”

​

Be realistic

As much as you believe you deserve a pay rise, this is a business decision and will likely be focused on the tangible impact you have on the company’s bottom line. Make sure you’re respectful of your employer’s position and try to put yourself in their shoes. Equally, it pays to be flexible – maybe you can’t get a salary increase straight away, but you can always negotiate for other benefits such as a one-off bonus or extra holiday days!

Recruiter top tip: “Never start an interview with ‘I want more money’! When negotiating, it pays to be precise and aim high – if you ask for a 7.5% raise when you’re only expecting 5%, not only does it give you some wiggle room to negotiate, it also shows your boss that you’ve done your research and know exactly what level of pay increase you’re looking for in line with market rates.”

​

Be proactive

You did it! Regardless of the outcome, we recommend following up with an email to your manager, thanking them for their time and outlining what was discussed and what actions are yet to come.

It’s unlikely your request will be accepted in the meeting, but if it is, congratulations! This isn’t easy and your prep beforehand has helped you move your career forward by demonstrating your value.

If you’re waiting on a response, make sure you set a date to follow up.

If your pay rise request was rejected, try not to be too disheartened. Ask your manager what actionable changes or additional responsibilities you can work on to get to a better position, and schedule in time in a few months to review the request again.

Recruiter top tip: “If the answer wasn’t what you were expecting, try not to take it personally. Remember, this is purely a business decision, so you should continue to be professional and respectful, and start planning how you can achieve what you need to reach that next level. At La Fosse, everyone has quarterly Personal Development Plan meetings with their manager to help them keep track of their personal wins and what they need to achieve to get to the next stage in their career journey.”

​

Where to next?

If you’re not getting the progression you need in your role, or if you’re not working in tech but would love to, a move into recruitment could be your next wise career move. La Fosse is a multi-award-winning, fast-growing tech recruiter and we have lots of roles available at all levels. Get in touch to learn more!

The post An in-depth guide to advancing your career appeared first on La Fosse.

Rejection is a part of life, but it can be turned into a positive by looking at it as a learning experience! Here are our 5 tips on how best to handle job rejection and come out stronger.

​

1. Don’t take it personally

Rejection is something that everyone experiences multiple times throughout their career, so try not to take it to heart or let it get the best of you.

For every job role you apply to, there are potentially hundreds of rejections. Although it’s disheartening, it’s important to try to see rejection as taking you one step closer to finding your dream role. Think of it like this: if the company thinks you’re not right for the role, would the role be right for you either?

If you got through to the interview stage, you already did well and made a good first impression – so take this as a compliment and know that you and your skills are clearly appreciated and desirable. There are likely many other companies that would see you as a great candidate and love to give you a chance to interview with them!

​

2. Ask for feedback and rethink your strategy

After your rejection email or call, always ask the interviewer if they can offer you any advice or feedback on what you did well and what you can do better for future applications. You can even go as far as asking them why they chose the candidate they went with and what it was that candidate did differently/better. Use this to your advantage and take this feedback into consideration. If them going with another candidate was simply down to a mismatch in personality/culture fit, don’t feel you need to reinvent yourself – this is all personal preference and other employers may think you’re perfect for their team.

Your next step is to use this feedback to rethink and adjust your application strategy, turning feedback into action. Here are a few examples:

“You don’t have enough experience for this role.”

Look at how you can gain more experience or knowledge through upskilling yourself. There are lots of inexpensive options out there like Udemy, Skillshare and LinkedIn Learning, or you can even learn for free at your own pace through the government’s National Careers Service!

If you find you keep getting rejected, it may be beneficial to look for different roles that match your existing skillset. Our consultants are always on hand to help you out with finding the perfect role for your current experience – call us today and we’ll put you through to the right team.

“You didn’t come across as confident enough in your interview.”

Interview nerves can get to all of us! Practice some mock interviews with friends or family to help you prepare, and check out our interview body language tips blog.

“You didn’t answer the questions in enough detail.”

This is a tricky one as you’ll never know what a company will ask before you get there, but practice makes perfect! Go back and rethink how you answered the questions and how you would approach them better next time, whether this was an interview or online application.

We’ve covered some common questions in our blog on how to answers to some real wacky interview questions.

If you didn’t quite make it to interview stage, you’ll need to go back and review your CV. Here are some tips on how to write a great CV (if you need further assistance, our consultants can also help you craft a winning resume!)

​

3. Self reflect

Following feedback, it’s time to ask yourself,

‘What can I learn from this to help me improve for next time?’

Although it might not be an attractive prospect after being rejected for a role, evaluating your interview techniques and the overall process will help you turn this into a positive learning experience to fuel you for your next interview.

Always be honest with yourself and write down not only the interviewer’s comments and tips, but also your own points on what you think you could do differently next time.

Don’t forget to also reflect on what you know went well – use these positives to boost your confidence and ability to handle similar situations or questions in future interviews!

4. Focus on your strengths

Following a rejection, it’s ok to feel down, but remember: you still have good qualities and strengths which you can use to your advantage in your next application. Just because someone else got the job and you didn’t, it does not mean you were not good enough. Perhaps you were just not the right fit for right now.

Be clear on what you bring to the table (if it helps, write it down to remind you before the next interview). Play to your strengths by emphasising what you are good at to the interviewer and giving examples of when you have excelled in past situations. Interviewers like when you can talk highly of yourself and be confident in your own ability.

Use your rejection and build resilience from it. Pairing this with the strengths you already possess will help you stand out in your next interview, so be tenacious, dust yourself off, and pick yourself up stronger than before.

​

5. Treat each new role as a new opportunity

One great way to move forward in your job search is to use any rejections to narrow down your criteria and filter out roles that you now realise may not be quite suited to you right now. Also think about the sort of companies you’re applying to – do they mirror your values and mindset? If you’ve only been looking at big name brands, maybe it’s time to consider start-ups or scale-ups where you can grow with the business.

Come in with a fresh mindset – don’t let your last rejection impact your next interview. Always take time to reset between applications and ensure you are putting your best foot forward for the next, even if this means taking some time between interviews or applications to reflect, it will be more beneficial than jumping straight into another 5 interviews and making the same mistakes.
No two applications or interview processes will be exactly the same – each new application will be a different experience to the last. Use this to start afresh and take your learnings with you to drive your motivation for securing your perfect role.

There are many ways to handle job rejections and perfect your application techniques to ensure you have the best possible chance of landing the job. If you would like help finding your next role in tech, get in touch with your dedicated consultant or contact us so we can connect you with a team who’ll help place you into a suited role.

Alternately, if you would like a role working with us, in either a recruitment or operations role, we have a fantastic training academy and Talent Acquisition team who will guide and support you through the interview process. Reach out to me directly (Karina Oluwo) to learn more.

​

Where to next?

Dealing with wacky interview questions

How to write a great CV

The post 5 ways to handle job rejection and come out stronger appeared first on La Fosse.

​

What is personal branding?

Personal branding is the practice of positively promoting yourself and your career in a way that reflects your individuality, skills and experience. It is the essence of what makes you, you! Together, your online presence and the impression you give in person project your personal brand. When executed correctly, it is a powerful tool for both your professional and personal development.

​

How can I build my personal brand?

As you begin to build your own unique brand, ask yourself the below questions and consider them as honestly as you can:

• What are my passions and interests?
• What strengths do I have?
• What are my goals?
• What are the things that make me unique?

The answers will act as building blocks to creating your brand personality. Remember, you are not looking to create a false persona, you are communicating your unique attributes and abilities, so it’s important to be authentic.

​

Getting your personal brand right on LinkedIn

If you have had a LinkedIn profile and not been hugely active on it, now is the time to enhance your personal brand further by improving it!

• Complete your profile – Firstly, make sure your profile is complete. It’s easy to miss out a few fields when you first set up an account, but leaving out headlines, skills and using an out-of-date photo can leave a poor impression. Job roles and responsibilities for tech positions change regularly so go through your profile, fill in the blanks, and make sure your CV is uploaded too.
• Be active – Being seen as someone active in your sector has a positive bearing too. For example, if your career interest is in FinTech, then join LinkedIn groups where you can comment on subjects related to it, or share relevant posts. This kind of activity indirectly conveys the depth of your knowledge.
• Write and share articles – Writing articles on LinkedIn provides a blank canvas for demonstrating your thoughts and opinions on relevant technical or sector-related issues. Choose a current topic and write it well – it doesn’t have to be long. Share other articles as well, and include your own perspective when you post.

​

Evaluating your social media activity

Your personal social media profile is just a few clicks away from a prospective new employer’s attention. Research shows that over two-thirds of companies screen potential candidates by looking at their social media profiles. They may dismiss the idea of a candidate based on the nature of posts and the content they engage with. Equally, a positive profile can result in a hire.
To ensure companies like what they see when they look at your Facebook or Instagram, think about the content you share and interact with. If there are comments, memes or posts that you’d prefer to be private, edit accordingly in your Privacy options. Try to look at your social media profile through the eyes of a new employer. Are the details on your profile aligned with the impression you want to give or have given in an application or CV?

Think about varying the social media you use too. For example, although you should be wary of sharing divisive opinions on Twitter, it is still a great platform for joining in with and starting conversations on business or technology issues. Your positive involvement will add to your personal brand, especially if you express your own spin on trending topics.

​

Creating a personal website/blog

If you are a tech professional, creating a personal website or blog can be of great benefit to your personal brand. A well-optimised site can help you be found more readily by search engines, and it’s a great way of ensuring positive results if employers Google you. You have complete control over the content, meaning you can highlight your key strengths and update new tech skills or achievements whenever you want. The flexibility of a blog or website also means you can write pieces or commentary on industry-related topics in your own time, at any length, and you can share them on your social media too!

​

Representing your brand in the real world

Although Google, Facebook and LinkedIn are instrumental in successful online personal branding, don’t forget the importance of face-to-face impressions, and ensure that what you are communicating online fits with who you are in real life too. While you can certainly express your individuality through your clothes, hair and makeup, it’s good to remind yourself that when making a positive impact, your personal appearance should be both presentable and professional as well. This will help make you more approachable in situations like networking and interviews. In professional settings, you should also employ good interpersonal skills including a positive attitude, confident and open body language, and active listening.

To summarise

If you want to progress your career in a highly competitive and ever-evolving job market like technology, it’s important to embrace the concept of personal branding.

If you’d like support in creating your personal brand, our specialist consultants at La Fosse can give you all the advice you need. Simply get in touch with your dedicated consultant today or call us on 020 7932 1630 and we’ll put you through to the right team.

Where to next?

Why not check out our other ‘getting ahead’ blogs:

Getting ahead as a woman in tech

Getting ahead with alternative CV options

The post Getting ahead… with personal branding appeared first on La Fosse.

​

Graduate schemes

Run by employers, graduate schemes are entry-level programmes open exclusively to those with a degree. Gaining a place means you will be working in a junior role while also gaining access to ongoing training. Although they’re traditionally associated with large, multinational organisations, the schemes are available within businesses of all sizes.

Each company has its own way of doing things, but there are similarities between the programmes. Typically, an organisation recruits a batch of graduates every year. Most graduate schemes start recruiting through the Autumn term, with interviews around February/March and a start date the following September. If you decide to stay after the programme, you can easily move into a range of different careers within the organisation. If you decide to leave, you can apply your skills and experience elsewhere.

What you gain from a graduate scheme

Graduates typically gain a high level of support in terms of personal development and mentorship and might try out several roles in the business over a one or two-year period. Many companies also offer extensive professional training programmes to help kick-start your career.

La Fosse’s training programme is spread out over two years, designed to foster the skills needed to launch a career in professional services, including research, business development, client pitching and negotiation. In 2018, our Learning and Development opportunities were awarded best in our industry.

Many graduates who go on the scheme, move on to leadership or more senior positions with greater responsibility in the company. Companies want to secure their future by onboarding talented graduates with good leadership and technical skills. Their aim is to get a return on their investment by moulding the cream of the graduate crop into the managers of tomorrow.

Getting a place on a graduate training scheme

Large organisations put a lot of time and effort into recruiting applicants for their graduate schemes. However, competition for places on the most well-regarded schemes is fierce. A popular method of inviting new grad scheme applications is for businesses to deliver presentations on campus. Your university should be able to tell you when and if they are happening. These events are often a great opportunity to ask lots of questions about both the scheme and the company.

If you missed La Fosse at your university careers fair, check us out online for more information on our grad scheme, or just get in touch with someone on our team – we’d be happy to chat through any questions you have. After applying, applicants may be then invited to an interview, a group assessment centre, or a psychometric test.

What are the most popular schemes?

Most graduate schemes are sought after, though many don’t ask for a specific degree. At La Fosse, it’s much more down to how you perform in our application process – we’re assessing those who are values-led, driven, and commercially-minded, with the potential to be upskilled.

Salary shouldn’t be the only consideration. Although you’ve got student debt to pay back, it’s wise to also pay careful attention to which company offers more in the way of training and progression. There’s lots of information online to help you select the graduate training schemes which are best for you.

Graduate scheme salaries

It’s probably the most common question asked by graduates – what will you be paid? The truth is that it varies hugely. The average starting salary is between £19,000 and £22,000, but top training schemes could pay more (La Fosse’s scheme offers between £23,000 and £25,000 base salary, plus commission and share options).

Take note of other factors such as benefits and company culture – check out what current employees say about the company on Glassdoor to determine whether you could see yourself there. Don’t just consider the bottom line – look at the entire picture and package on offer.

​

What To Expect From A Graduate Recruitment Day

​Many large organisations with graduate schemes run recruitment or assessment days. These events bring together a group of graduates who are assessed to help determine their suitability for a place on a company graduate scheme. Generally taking one or two days, they offer a chance to show off a broad range of skills, but exactly should you expect?

To be on duty 24/7

Perhaps the most important thing to remember is that there is never a time you’re off duty on an assessment day. All that small talk with other candidates or a meal and drinks with the previous year’s graduate intake is a chance to both assess and be assessed. Be yourself, and don’t feel you have to talk shop all the time. On the other hand, don’t get roaring drunk, tell inappropriate stories or make negative comments about other candidates or the company. An evening reception provides a great opportunity to chat with staff and get a lot more information about what the company does and what type of people it employs, so make the most of it!

A range of activities

Most graduate assessment centres will combine several different elements and you will be told the structure of the day when you arrive. Usually, the tests will include one or more conventional face-to-face interviews, some sort of group exercise or discussion, and a mix of psychometric, numeracy and/or literacy tests. At each stage, your performance will be noted, and afterwards, the hiring team will get together, compare notes and scores, then decide who gets the job offers.

In-tray exercises

One of the more recent types of exercises which employers are using is the in-tray exercise. This is either done with physical pieces of paper or electronically. Candidates are usually given a range of information to work with, such as phone messages, emails, letters or queries from customers. Their job is to prioritise which jobs to do first, and work through the in-tray as they would in a real-life situation. If you’ve never done this sort of job before, there are simulation exercises online which can help you prepare.

A presentation

Depending on the company, graduates might be asked to put together a short presentation on a topic given to them in advance. Prepare carefully for your presentation and stick rigidly to the brief. Practise in advance and time yourself to make sure you can get all of your points across in the time given. If you are presenting as a group after an exercise, make sure everyone has equal opportunity to get involved in the preparation and delivery of the presentation.

To be aware of the “cut”

One particularly ruthless technique used by many companies is to send some of the weaker candidates home at lunch, or after the first day. This might sound brutal (and it is) but recruiters will take care to do it discreetly. If you have been unsuccessful, ask for constructive feedback – it might help you work on improving things for next time. If you make it through to the end of the process, decisions are generally made fairly rapidly.

Graduate Jobs

As you near the end of your degree, you will hear more and more about making the decision between a graduate scheme and a graduate job. So, it’s important to know the difference between the two.

Graduate jobs differ from schemes in that generally, you apply for a job once you have left university, not during your studies. Like graduate programmes, these are roles which are only open to people who have graduated. However, unlike a scheme, you are being recruited to fill a specific vacancy and to take on a fixed role.

The hiring process for graduate jobs is typically more traditional and roles are more readily available across a range of sectors and industries.  The opportunities for training and development will depend on the company you are applying to and are usually less structured than schemes. You can expect a higher salary on a grad scheme too.

The availability of graduate jobs varies. If you have an employer in mind, they may not need any graduates when you are ready to apply, but you can apply all year round and not have to wait for a specified recruitment period. With graduate schemes, an intake is guaranteed every year.

If you’re clear about what you want to do when you graduate, then a job offers the potential for more in-depth experience. You won’t have to spend time trying out a range of departments to see which one you like best. As you will be going into a vacancy, you might even be able to start right after your exams, so you’re not spending summer twiddling your thumbs.

Timing your first career move

Whether you decide to go straight into a graduate-level job or try to get into a training scheme, the one thing which is true is that you can’t rest on your laurels. Employers open up applications as soon as term starts in September, and if you leave it until after Christmas, you may find many of the deadlines have already passed. Your university careers service should be able to give good advice on where to look for opportunities, and how to apply.

​

The La Fosse graduate scheme combines the best of both worlds. We run an award-winning training scheme which fast-tracks your career by teaching you all the skills necessary to launch a successful future in professional services, without having to compromise on salary or give up your summer. It’s currently open for applications – in fact, we’ve already accepted individuals who are finishing uni this summer, to start from then onwards.

The post A guide to graduate schemes and jobs appeared first on La Fosse.

Do your research

Before you raise the subject with your employer, make sure you’ve done your due diligence. Look at job boards and salary benchmarking tools to get an idea of what the market rate is for your role and summarise your findings by creating some collateral to bring to the discussion. If your role title’s quite niche, look for positions with similar responsibilities to yours and give reasoning in your summary.

Recruiter top tip: “If during your research you realise that you’re at the top of the salary band for your role, all is not lost! Experience is also an important consideration – someone who has held a role for three years is likely to be able to add much more value than someone who’s just moved up to that level. We continually review benchmarking for all roles here at La Fosse so that our People department are always aware of market rates and can help employees out when needed.”

​

Know your value

The second piece of preparation you’ll need to do is around your personal achievements and capability. You’re essentially presenting a business case to your employer, and this is your chance to be persuasive, outlining all the ways you’ve added value and why you deserve this pay rise. A few great questions to ask yourself are:

• What have I achieved in my role?
• What have I done that’s above my role’s responsibilities?
• How have I added value to the business? (If you can, come prepared with figures – perhaps you streamlined a process to save time, or introduced a new method of bringing in money to the business.)
• What does the company stand to lose if they lose me? (This doesn’t need to be framed as a threat! It’s about a way of showing off your individual skillset and how you are a valuable employee of the business.)

Recruiter top tip: “Whether you’re ready to ask for a pay rise or not, it’s always useful to keep an ongoing log of your achievements and accomplishments, especially when you’ve gone above and beyond your role or helped the business make or save more money through your actions.”

​

Be prepared

If you’ve followed this guide, by the time you tell your manager that you’d like to discuss a salary increase, you’re already halfway there! Now it’s time to gather your research and book a meeting with your manager. We recommend sending an email or having a conversation in person beforehand so they’re not caught off guard and have time to adequately prepare themselves – if you like, you could attach your research/business case so they can familiarise themselves with it in advance.

Recruiter top tip: “You can be as prepared as you want, but sometimes it’s still difficult to approach the topic in person. It’s always a great idea to practice with someone you trust, whether that’s a colleague, friend, family member, or even a recruiter you’ve worked with in the past. Our consultants are always more than happy to help out candidates even if they’re not thinking of leaving their current role – it’s not an easy task to ask for a pay rise, but we’ve got a lot of experience advising people at all levels and can help you prepare!”

​

Be realistic

At the end of the day, as much as you believe you deserve a pay rise, this is a business decision and will likely be focused on the tangible impact you have on the company’s bottom line. Make sure you’re respectful of your employer’s position and try to put yourself in their shoes. Equally, it pays to be flexible – maybe you can’t get a salary increase straight away, but you can always negotiate for other benefits such as a one-off bonus or extra holiday days!

Recruiter top tip: “Never start an interview with ‘I want more money’! When negotiating, it pays to be precise and aim high – if you ask for a 7.5% raise when you’re only expecting 5%, not only does it give you some wiggle room to negotiate, it also shows your boss that you’ve done your research and know exactly what level of pay increase you’re looking for in line with market rates.”

​

Be proactive

You did it! Regardless of the outcome, we recommend following up with an email to your manager, thanking them for their time and outlining what was discussed and what actions are yet to come.
It’s unlikely your request will be accepted in the meeting, but if it is, congratulations! This isn’t easy and your prep beforehand has helped you move your career forward by demonstrating your value.
If you’re waiting on a response, make sure you set a date to follow up.
If your pay rise request was rejected, try not to be too disheartened. Ask your manager what actionable changes or additional responsibilities you can work on to get to a better position, and schedule in time in a few months to review the request again.

Recruiter top tip: “If the answer wasn’t what you were expecting, try not to take it personally. Remember, this is purely a business decision, so you should continue to be professional and respectful, and start planning how you can achieve what you need to reach that next level. At La Fosse, everyone has quarterly Personal Development Plan meetings with their manager to help them keep track of their personal wins and what they need to achieve to get to the next stage in their career journey.”

Where to next?

Not getting the progression you need in your role? Why not consider a move to recruitment? View all our internal vacancies here or get in touch with me directly to learn more!

If you liked this blog, you might also be interested in…

Interview Body Language Tips

Putting a Positive Spin on CV Negatives

How Do I Sell Myself In An IT Interview?

The post 5 top tips for negotiating a pay rise appeared first on La Fosse.

​

Why start a career in recruitment?

The recruitment sector brought £43 billion into the UK economy in 2021, employing around 200,000 people in over 30,000 businesses. The figures mark a 6.5 % increase from 2020 with further growth expected. (source) The tech hiring landscape, in particular, is becoming more fruitful as more companies seek valuable IT skills from their employees. It’s an industry that is thriving but what else draws graduates to the world of recruitment?

Access to quick progression

In recruitment, it’s not unusual for people to progress quickly into more senior roles. Unlike other industries, performance determines possibilities of promotion, not length of service. It doesn’t matter how long you’ve been employed, or your age. So right from the start of your new job you can make your mark. Hit your targets consistently, and you can easily move up into a more senior position, dealing with bigger clients and earning a larger salary too – the average promotion time from an entry-level role to billing consultant at La Fosse is just 11 months. So, from day one, be prepared to put in the effort, pick up new skills quickly and show that you are keen to progress. Fast promotion means fast career advancement, and the chance to deal with more important clients and higher-profile vacancies.

Competitive salaries

According to recent surveys, the average graduate starting salary is between £21,000 and £25,000 with the average graduate recruiter salary at around £26,289. These graduates can expect to earn between £22,000 and £28,000 for the first year or so, with added bonuses. Once you’re promoted to a billing consultant role (usually after around a year), these salary prospects increase dramatically when you hit sales targets. Most companies offer a basic salary (at La Fosse this is from £23k – £28k) along with a fee for each vacancy you fill.

Variety

No two days are the same, with a constant stream of new job seekers and clients with positions to fill. And you won’t just be stuck in the office either. Most recruiters split their time between interviewing new job seekers, presenting to clients, site visits to understand operations or negotiating contracts.

The chance to develop transferable skills

If at some point in the future you decide you’d prefer to move out of recruitment into another industry, then you’ll have lots of transferable skills like negotiation, time management, interviewing and development skills. Working in a range of industries also gives a clear understanding of what many different companies do.

Working to clear objectives and goals

We’ve all had jobs where we’re not sure how long a project will last for, or even the overall purpose of the work. Recruitment is different in that each project is very specific, with a defined outcome. This can hugely raise job satisfaction levels and feelings of accomplishment.

Discovering how lots of different companies operate

Most recruitment consultants work with a range of clients, spread across different industry sectors. You’ll work fairly closely with your clients to understand what they do on a daily basis and help them find the perfect person to fill a gap. This provides you with a unique opportunity to get behind the scenes in different types of businesses before you choose to specialise in a particular industry.

Future-proof

Technology is rapidly changing the way we all work. Many jobs which were commonplace a few decades ago are no longer around. We’re always going to need people who can put applicants together with companies trying to recruit. A large part of the job depends on soft skills, interviewing applicants and getting to grips with what makes them tick. This isn’t something which can be easily computerised.

Plenty of opportunities to develop

One of the advantages which graduates have over other people in the recruitment industry is that you’ve demonstrated your ability to learn and retain information through getting your degree. That’s all going to continue when you start in recruitment. As well as getting to grips with the recruitment agency systems, you’ll be expected to be quickly up to speed with your clients’ businesses too. You’ll also get behind the scenes in a range of companies which is something your fellow graduate won’t ever experience.

​

What do you actually do in recruitment?

Recruitment is all about getting people into jobs, but what exactly does this entail day-to-day? If you’re thinking about pursuing a career as a consultant, here’s what you can expect:

To meet clients

This is one of the main tasks of a recruitment consultant. Clients are the people who have job vacancies to fill. As a recruitment consultant, it’s your job to understand the way their business works, and how the role they need to be filled fits into the overall picture. Meetings with clients could be anything from a 5-minute catch-up over coffee, to a full day in their offices. Most recruitment consultants check in with their clients at least daily when they are actively recruiting, and weekly otherwise.

To meet candidates

The other side of the equation is the candidates – the people looking for new jobs. Your first contact is usually by email or phone. Depending on the role, applicants might respond to a job posting, or you might actively headhunt them from another company. Recruitment consultants often meet candidates face to face, either in their offices or in an external location like a café. This is where your people skills will come into play, as you try to understand exactly what makes your applicant tick and where they might best fit.

To negotiate

Recruitment consultants are the go-between, and it’s their job to negotiate between client and applicant. This doesn’t just mean wrangling over salaries, but can also include notice periods, additional benefits or other contractual issues. A recruitment consultant’s commission isn’t paid until the applicant has been in the job for a certain period, so don’t think that when a position is offered and accepted that your job is done.

To make sales and find new clients

Recruitment consultants are also expected to do what they can to bring new business into the company. This could mean calling up local businesses to ask them about their current arrangements, going out and doing presentations, attending local small business or networking events and being active on social media.

To get your vacancies out there

Gone are the days of using local newspapers to advertise job vacancies. Modern recruitment consultants use a wide range of methods to find people to fill vacancies. You’ll be expected to build your online presence and personal brand to give yourself the best reach, use social media and internet sites, and respond to tweets, emails and messages quickly.

To career counsel candidates

One of the trickier aspects of being a recruitment consultant falls under the broad heading of counselling. A big part of the role is helping applicants understand what types of jobs they are looking for and helping them progress towards their desired goals. It’s also about identifying experience or personality traits in someone and matching those to the culture of a company with a vacancy. This may be in an industry which the applicant hasn’t previously considered. If that’s the case, you’ll have to draw on your own background knowledge about the industry and business.

​

How to excel as a recruitment consultant

Starting a new career is exciting but is often nerve-racking too, especially when you’re a graduate and new to the industry. It’s reassuring to know what your first days, weeks and months will bring. Here are some of the key skills and attributes you will need in your phase as a recruitment consultant.

Develop your organisation skills

One of the skills you’ll have to draw on most often in your role as a recruitment consultant is organisation. You’ll be juggling several clients with various vacancies, seeing new applicants, speaking to prospects, answering emails, and making phone calls – it’s pretty full-on. The key is to find a system which works for you, whether that be post-it notes stuck to a board or a digital to-do list like To-Do or Trello. La Fosse has an extensive training programme to get all your skills up to scratch.

Work on your people skills

One thing you can definitely expect from your recruitment consultant job is the chance to meet new people. And we don’t just mean your colleagues. Recruitment consultants speak to dozens of people every day, from job seekers to HR staff and senior managers in your client companies. It’s the perfect role for anyone who likes to meet new people and help them either find a new position or move forward in recruiting the perfect employee.

Foster an openness to learning

Working in recruitment means no two days are the same. In most jobs, you’re only learning about the industry you are employed in. Recruitment is different; you could be working with clients across a range of industry sectors and with applicants from many backgrounds. This allows you to learn about different industries in a way that no other job does. As well as getting an insight into a range of industries, being a recruitment consultant helps you develop lots of different portable skills. You’ll also develop your skills in negotiating with clients and applicants, and reaching mutual agreements. You will also grow your technology skills, both using the company’s software and external job sites, social media and other websites and platforms.

Develop your resilience and tenacity

Recruitment is often very rewarding, but like any role, there are challenges too. Perhaps a candidate is not keen on a role you think they would be a perfect fit for. Or maybe a client does not feel a candidate is right for a position. You will not be able to control everything, despite your best efforts sometimes. Your resilience in these circumstances will be key and like other skills, you can build on this over time and become more tenacious as a result. This will enable you to stay motivated and move on to your next goal.

​

Start your recruitment career with La Fosse

As technology and digital recruitment specialists, La Fosse is one of the fastest growing businesses in Europe. We want to make sure that the recruitment consultants who work with us enjoy plenty of perks. Here are the benefits you can expect:

1. Getting fit for free

That’s right, free gym passes are always available.

2. Knowing your development path

With a world-class development programme, all employees have a clear path set for them on day one.

3. Working in an open-plan office

For maximum transparency, you’re sitting with colleagues of all levels.

4. Equity is shared with everyone

40% is shared amongst all employees, so everyone gets a piece of the pie.

5. Getting promoted from within

65% of LF’s management team is promoted from within the company.

6. Commuting benefits galore

With the Cycle to Work Scheme and season ticket loans, you’ll save money no matter which way you commute to work.

7. Giving something back

You can get involved in charities with company-wide partnerships. La Fosse has an ongoing partnership with Know Thyself (a charity to help people overcome stress and anxiety in the workplace), MOET school (an orphanage in Malawi), BEAM (supporting homeless people with the future and work opportunities), and Bookmark (a charity helping children to read). You can also participate in many of the team’s initiatives or suggest your own, through fundraisers and all kinds of athletic events.

8. Getting your back rubbed

Literally. Free monthly massages and hypnotherapy sessions will keep your mind, body and soul at peace. Say no more.

9. Cheersing to a successful week

Because every week is worth celebrating. The company-wide wrap-up meetings are a time for sharing company news and achievements from the week (and plenty of soft drinks if alcohol’s not your thing!)

10. More than recruiters

We’ve recently expanded our offerings beyond recruitment to fully support our clients from the classroom to the boardroom. We find the right talent solution, from the C-suite and tech leaders of today to the junior rising stars of tomorrow, also solving future business needs with outstanding and diverse talent.

​

Bring your friends to La Fosse

Another benefit to working at La Fosse? Friends.  We believe that good friends make great colleagues, which is why we would love you to get your mates on board – or even apply and interview as a group. Sounds like a good idea, right? We think so. Here’s why.

1. Friends get the best out of each other

“My best friend is the one who brings out the best in me,” said the car tycoon Henry Ford. Well, you might have said that 100 years ago Henry, but we think it’s the way forward in 2016.

We all have friends that bring out the best in us, who boost our confidence, energise and inspire us. Why save that dynamic for the pub on a Saturday night? Bring that incredible, idea-generating relationship into the office and find yourself and your friends motivated to work better and go further – striving to achieve something amazing together. It’s a win for you, it’s a win for La Fosse.

2. You already have chemistry

Good friends have great chemistry. They’ve also put time and effort into building their relationship – getting to know each other, earning trust and understanding and gaining a shared history. Well, working relationships aren’t that different.

Come to La Fosse with a friend – or even a few – and you’ll be one step ahead of the game. You know how each other thinks, where your strengths and weaknesses lie and how to make each other better. Bring that knowledge and chemistry to us. It just makes sense.

 3. ‘The Recruit of Happiness’

​La Fosse is big into happiness in the workplace. It’s why year after year we are recognised as the 13th Best Large Companies to Work For in the UK (2022, Best Companies). Yes, we’re proud of the recognition – but that’s not why we’re on this mission.

Treating people well makes business sense – happy people are more productive – but it is also just the right thing to do. Hiring friends who care about and support each other fits perfectly into our values-based culture. Mates make each other happy. If you work alongside them, you are going to feel happier at the office and become the best you can be. So simple, so life-changing.

If you’ve got a tight group of friends, you’d like to not only hang with BUT also work with, send your CVs or profiles over to vanessa.menezes@lafosse.com. It’s a no-brainer!

​

Conclusion

Working as a graduate recruitment consultant is varied and rewarding. It’s a career path that will keep you engaged and challenged while offering plenty of room to develop and progress.  At companies like La Fosse, you will have access to fast-tracked training programmes where you will master an abundance of transferable skills too. Gaining an entry-level role can be tough but your tenacity, communication skills and ability to time manage will go a long way in closing the sale for a new, fulfilling career.

The post Graduate’s guide for a career in recruitment appeared first on La Fosse.

​

Getting started – structure and content

Firstly, plan and write the structure of your CV. Here’s a steer on order and content:

Personal details

If you are starting from scratch, begin by mapping out the structure of your CV before you fill it with content. You don’t need to have ‘CV’ written at the top. Include your name, contact phone number, address and email. You don’t need to include your date of birth, marital status, number or several different phone numbers, your main contact number is sufficient. Employers are keen not to discriminate, so including your date of birth, marital status, sex or how many children you have on your CV is not relevant.

Personal statement

Your personal statement is a short paragraph positioned near the top of your CV. Between 50 – 200 words and no more than six statements, it should state who you are, and what you’ve been doing. Leave out a wordy introduction with buzzwords and get straight to the point throughout. If you’re a graduate, lead with your qualifications, for those with work experience, get your major career achievements in there.

Achievements

Include one or two short sentences on a project or job you worked emphasising the final result or achievement. For example, you may write about how you implemented new software to track customer orders and how it saved time for the company. Or, how you increased revenue or improved customer service by adopting a new daily procedure. You can also talk about awards you have received yourself on behalf of your company.

Employment history/work experience

After your personal details, it is usual for graduates to begin by listing their qualifications and training or outline their work experience or internship duties. If you have work experience, it’s tempting to go in-depth but starting with the most recent, one sentence or bullet point about each project or job is enough. For instance: “Junior Software Developer working for a high street retailer, responsible for writing code, testing new programs and resolving and diagnosing system faults.” Include a bulleted list of responsibilities demonstrating skills relevant to the job you’re applying for and don’t forget location. You don’t need to put your reasons for leaving your previous jobs, but you should list the dates you worked for a company so a recruiter can see how recent your experience is. Stick to relevant experience from each role, you will have the opportunity at the interview to expand on what you’ve been doing and what you’ve achieved.

Skills section

When writing a CV for a technical role, it’s imperative to showcase what you can do with succinct content for readers. Use helpful headers and details such as programming languages, operating systems knowledge and coding skills and how experienced you are in each. Not everyone reading your CV will be from a technical background, so ensure you are explaining acronyms, and not including too much jargon. Employers want to know about your soft skills too, so include details of any presentation or communication skills you have.

Education

If you’re a recent graduate or looking for your first job after leaving school, you’ll probably put this section at the top of your CV instead of your work experience. Start with your most recent and highest credentials, whether that’s a degree or professional qualification, and then work backwards. If you’ve got a lot to say about your work experience, there’s no need to make this section overlong by adding in every single GCSE you obtained 20 years ago and the grade in each – it’s irrelevant unless you’re applying for a job which specifically states you need a GCSE in a certain subject. Include also training courses and industry qualifications you have obtained, especially if these are directly relevant to the job you’re applying for.

Hobbies and interests

Put any hobbies and interests last. Including these, particularly as a graduate or someone early on in their career helps portray your individuality. In today’s climate where companies are looking for good cultural fits as well as skills and experience, this helps employers. Try to get in a good cross-section of interests to show off your abilities and personality. Examples may include playing chess or a musical instrument, taking drama classes, jogging, coding, animation or kite flying. Remember to be authentic. You don’t have to spend your weekends geocaching or beekeeping to stand out. If you’re interested in photography, write about reading and researching about it, or that you’re interested in becoming a volunteer for your local charity, for example. Making it interesting – think of things others may not have done or achieved and include that, for example, if you have worked abroad or run your own business.

​

Top tips for excellent CV presentation

Employers will choose substance over appearance any day. Printing your CV in gold ink on black paper or folding it like an origami swan won’t put it to the top of the pile. Unless you’re applying for a job which is judged solely on your creativity, it won’t work. It doesn’t matter how pretty it is if it doesn’t meet the criteria for the job role. That said, once you’re happy with the content, making it pleasing to the eye with a professional aesthetic will add oomph to your presentation:

Once you’ve structured and written the content, proof your CV using the following points:

CV presentation checklist:

• Font: Choose a classic, professional font like Arial, Calibri, Verdana or Times Roman rather than Comic Sans, for example
• User-friendliness: Set up a header or footer so readers can see your name and email on each page, in case they get separated
• Clarity: Avoid coloured fonts, outlines, boxes and images/icons and use white paper and black ink
• Conciseness: Ensure it’s no more than two sides of A4 paper
• Grammar and spelling: Proofread and ask a colleague or friend to proofread too for extra reassurance
• Structure: Check the logical order and flow of your headings. If you’re having difficulty, you can use an online CV template

CV content checklist

When it comes to content, ask yourself the following questions:

• Am I staying relevant to the job role I’m applying for throughout?
• Am I using concise language, sentences and paragraphs?
• Can I remove some unnecessary information?
• Am I being too wordy and descriptive on irrelevant points?

A final point on CV content

If you’re actively job hunting, you’re probably sending multiple CVs and job applications to different companies. It can be tempting to print off dozens of the same version, but this isn’t doing you any favours. Take time to tweak your CV to each job role, adding more details about your relevant experience, and removing extra information about less relevant qualifications, for example. Your CV should always be accompanied by a cover letter, and it’s here also where you can detail the experience you think is particularly applicable to the position.

​

Turning negatives into positives on your CV

​Few people have a perfect CV. We’ve all done jobs which didn’t progress our careers but were just a stopgap to pay the bills. Perhaps you didn’t do as well in your A-levels as you’d hoped, or were let go from a previous position. Increasingly, companies will fact-check CVs for untruths, especially for more senior positions. So, try to turn a negative into a positive.

Here are some typical examples of how you can do this:

Don’t highlight Your failures

Your CV is supposed to present you in the best light possible. It is not the place to include details of the exams you failed, points on your driving licence or reasons for leaving your previous jobs. If the employer wants to ask about these at interviews, they will.

Don’t lie

However much you desperately want the job, don’t lie on your CV. This is illegal, and if you’re found out later down the line, the employer will count it as gross misconduct and may dismiss you. It’s not an easy thing to explain in your next job application either. So, steer clear of bumping up those technical qualifications and don’t be dishonest about how long you had that job as a junior software engineer role, it’s not worth it.

Mind the gaps

A common concern is having gaps in your CV. This could be down to periods of unemployment, time off for bringing up children or caring for relatives. Don’t try to hide these periods, or stretch periods of employment to cover up. Provide honest and clear reasons for the gaps. Explain how you had caring responsibilities, were travelling, taking time out to study, or actively looking for work. Use this to link in why this role is the right opportunity for you.

Re-work your work experience

Lack of work experience can be a worry for younger applicants or students who don’t have experience relevant to the position they are applying for. When applying for tech roles, hiring managers still want to see your teamwork skills and work ethic. Having an ability for good communication is a transferable skill too, and you can evidence this through lots of different work experiences, e.g., playing sports or volunteering for charity which also shows off your character and abilities. Rather than detail the sport or activity, emphasise the skills your experience taught you. An example could be: “When I volunteered at a local primary school, the experience taught me how to break down and explain complicated concepts and ideas for children.”

Reframe a previous dismissal

You don’t have to include reasons for leaving a position on your CV. If you’re asked in an interview about why you left, it’s best to be honest. If your skills weren’t up to scratch, you could say that you have in the meantime filled your knowledge gaps through taking training courses. Alternatively, if your dismissal was a while ago, focus your attention on what you’ve been doing in the interim on your CV. Don’t be afraid of saying you left as a result of company downsizing or redundancy either; it’s increasingly common.

Take the emphasis off poor qualifications

If you didn’t do as well at school as you’d hoped, then this can look unfavourable on your CV. If you’re further on in your career, passes might not matter as much. In this case, it’s probably more sensible to structure your CV with work experience first, and academic information at the end. You don’t have to give the grades either unless specifically asked; it’s fine just to write that you have passed and then give the subjects.

Rework management experience

Making the move into a management role is tough if you haven’t done any leadership roles in the past. Again, you can draw on experience in other fields where you have interests and hobbies. Use examples of when you took on a leadership or supervisory role and give a few examples of what you did to bring about a successful result, or how you managed any conflict during the process.

​

Consider alternative CV options

As mentioned in this guide, creating an elaborate or colourful CV to get noticed can backfire. The traditional CV is still the most recognised and valued tool to sway potential employers before interview. However, some hiring managers are no longer satisfied with appointing candidates on the strength of qualifications and background alone, they want to see skills first-hand. With this in mind, for some technical roles in particular, it’s worth looking at alternative CV styles to better showcase your abilities.

Thanks to the transformation of digital technology, there are several options out there:

The digital CV

One obvious but effective way to level up a traditional CV is by hosting it on a digital platform. As a reflection of our rapidly changing technological world, there is now a multitude of online platforms available. Have a look at content management systems like WordPress with CV plug-ins, or hosting platforms like Wix, GoDaddy and SquareSpace that offer CV template creation and support to optimise your content for search engines. This approach helps demonstrate your technical, IT, graphic design and creative skills without needing to put them into words. It’s an ideal way of ‘showing’ rather than ‘telling’ – very effective, and a useful insight for the hiring managers of today.

The online portfolio

Digital portfolios serve as a useful accompaniment to a CV. They are a more comprehensive method of conveying your abilities and experience, providing a more rounded outline of what an employer can expect from you. Although they have been used by those in creative industries for a long time, many coders, software and IT specialists are now using online portfolios to illustrate their work. Similar to CV hosting platforms, there are a number of sites where you can build your online portfolio, for example, WordPress, Behance, or Dribble.

The LinkedIn profile

With around 722 million members, LinkedIn is the largest professional network and a strong profile on the platform can go a long way in promoting you as a desirable employee. In the same way, digital portfolios allow for expansion, LinkedIn profiles also provide useful tools to help demonstrate the breadth of your abilities. The first rule is to ensure you have an up-to-date profile photo, as those without tend not to get viewed as much. Make sure you give your profile a succinct, descriptive headline, highlighting your skills and summarising your areas of expertise without the use of flowery language or clichés. You can also convey your professional strengths through writing and publishing blog posts or presentations, sharing relevant industry posts with your network, and asking peers or clients to leave recommendations.

The video CV

Videos are capable of communicating so many more messages than a conventional CV. Not only do they inform, but done correctly, they give a prospective employer a glimpse of your personality, communication style and confidence. The purpose of a video CV is to provide a snapshot of yourself, so it’s advisable to keep your content between 1-3 minutes long, maximising the quality by including key facts about yourself. When recording, put some thought into your location and appearance by finding somewhere with no distractions, and dress as you would for an interview. Giving your video structure and practising it will also ensure you don’t deviate or leave out important points.

The skills-based CV

One of the simplest yet most effective ways to stand out, particularly when applying for an IT or technical position, is to create a skills-based CV. Instead of beginning with your employment history, highlight your skills at the top of your CV. The sequence of a skills-based CV is especially useful if you are changing career because you are straightaway conveying your suitability for a new role, rather than focusing on your latest position.

The rise of tech-driven assessments

Today, some companies are using tech-driven assessments to better establish candidate suitability in their hiring processes to remove unconscious bias and ensure diversity. During these assessments, candidates are given a series of tasks that allow companies to understand how someone is likely to behave, interact and respond in the workplace. Levels of extroversion, patience, conscientiousness, and cognitive ability can be gauged, along with the overall potential performance of an individual. The results also help indicate how a candidate might fit in culturally to an existing team and organisation.

​

Conclusion

Although new assessment styles do not directly replace a traditional CV, they are becoming a respected means of judging a candidate’s fit for a position. Bear this in mind when preparing for job applications and consider if an alternative style may help you get to the top of the pile for a certain position.

To get any type of CV or profile to stand out, ensure it has a sound structure, relevant and positive content, and ten out of ten for presentation. Simply writing and planning your CV, and thinking about your background, skills and experience is excellent preparation for the later stages of the hiring process.

The post Creating a CV that stands out appeared first on La Fosse.

​

Highest-paid graduate roles

The High Fliers 2022 annual review of the graduate market (source) reveals the sectors with top starting salaries were financial services and law. So, if you’re chasing paper to pay off some of that dreaded student debt, this could be a good place to start. But high financial rewards aren’t exclusive to law and finance. Other roles in tech, property, and engineering also offer generous salary packages.

Investment banker

Investment banking is renowned for offering a financially rewarding career. While it’s exciting and challenging, you’ll experience long hours, be expected to travel far at a moment’s notice and work in a highly competitive and demanding environment. But with a median starting salary average of around £50,000, you’re certainly paid for your efforts.

Lawyer

Lawyers are seriously rewarded for their long hours – especially at prestigious Magic Circle firms that offer starting salaries of around £50,000. Law is a high-pressure, fast-paced, and ambitious career path. If you’re looking for work-life balance, steer clear. But if you thrive on that kind of thing and want stability, this could be your calling.

Veterinary surgeon

The average salary for a new vet is around £32k, and often graduates get a package which can include a car and accommodation too. However, this has to be balanced against the higher cost of taking the longer veterinary degree in the first place.

Property consultant

Although the very highest paying career in property is only open to those with a related degree, any graduate can forge a degree as a property consultant. This role is all about working with commercial clients and maximising the income they can achieve from their property portfolio. It’s a good choice of career for anyone with a business or maths-related degree and you can expect an entry-level salary of around £41,000 per annum.

Development engineer

A development engineer works in the IT department and liaises between the software coding team and the rest of the IT team. This might be the career for you if you have studied business management, computer science, or any other electronics or computing-related degree. New graduates can expect an average starting salary of around £40,000 in this sector.

Structural engineer

Being a structural engineer could involve working on anything from a small extension on a house to a huge new hospital or school. They also advise on the best ways of building roads, bridges, and other large construction projects to ensure their safety. Training programmes are available with many of the large consultancies, and attract graduates from a range of engineering degrees. Average salaries stand at around £31,000 per year.

Actuary

Actuaries spend their life number crunching, trying to evaluate the financial impact of certain risks which may or may not happen in the future. Successful actuaries have to be highly numerate, and the career attracts people with degrees in subjects such as maths, statistics or economics. The starting salary is around £30,000.

Python developer, C++ developer, or full-stack developer

We’re putting these three jobs together as they all have similar requirements. These are technical roles that involve writing new code, setting up databases and/or creating new apps to run on smartphones. Understanding coding languages is a highly sought-after skill from employers. The best paid developers already have substantial experience in these programming languages, however, most entrants possess degrees in computer science or similar. Entry-level salaries do vary but can start at around £32,000.

Safety consultant

Ensuring compliance, productivity, facilitating safety training, and health and safety consultants are often vital to an organisation. This type of occupation might appeal more to someone with a technical, engineering or occupational health degree but is suitable for anyone interested in the law, risk management, and implementing staff training and management processes. Annual salaries stand at approximately £35,000.

​

Popular graduate roles

Top roles are not all about meeting financial ambitions. Graduates today are placing more emphasis on jobs that offer progression, a healthy culture, work-life balance, and access to training and development. Here’s a selection of roles offering those all-important factors:

​

Graduate careers with bright futures

IT security

The acceleration of digitisation and remote working during the pandemic resulted in an increase of cyber-attacks rising to an expanding need for IT security specialists. Set to grow by 44% over the next five years, the industry will need skilled security professionals as companies make IT safety a top priority (source). Implementing safety policies, identifying security issues, data recovery and cyber threat response make for an interesting and ever-evolving role. There can be high pressure involved and demanding working hours but there’s also excellent potential for job security.

Accountancy

Technology has had a big impact on accountancy with Artificial Intelligence automation and cloud computing systems transforming operations and revolutionising the job landscape for graduates. This makes way for young professionals with tech backgrounds to carve out a career where they will be putting their software programming, analytical and managerial skills to the test. Typically, accountancy offers generous salaries and the chance to develop in-demand skills. The need for accountancy professionals is set to continue but it is a competitive career choice. Although it is not obligatory to have a maths, business administration, or accounting degree, it is an advantage.

​

Jobs with work-life balance

Data analytics

According to research from Glassdoor, data scientists came out on top as roles providing the best work-life balance, rating it a 4.2 out of 5 (source). Data analyst roles are growing in demand thanks to the proliferation of the internet, and the subsequent prioritising of digitisation by companies. There’s a lot of choices too with organisations large and small all needing data professionals to find new opportunities, transform business models and improve customer efficiencies.

The tech industry is widely recognised for offering a number of benefits to ensure work-life balance. Flexible and remote working, time off when needed, and well-being days are often available, and contribute to a positive balance between your professional and personal life.

Web development

Being a web developer means creativity, freedom, and good financial rewards. Plus, it’s also more flexible than a lot of jobs – with many developers able to work from home. Web development is critical to the success of many organisations and the requirement for developers is growing. Switched-on companies acknowledge the value of their teams by providing a happy workplace culture with benefits that promote positive work-life boundaries. They also understand that recognising life outside of work leads to more content and productive employees.

​

Jobs with the full package

Recruitment consultancy

So, we might be biased, but it’s true! Recruitment consultancy is the career that has it all, from rapid career progression to high earning potential, and working in the exciting and ever-evolving tech market.

Can you expect a bright future in recruitment? Absolutely.

Recruitment is a growing sector with no signs of slowing down. Companies are finding it harder than ever to attract top staff, with many turning to head-hunters and recruitment agencies to attract the right people. With an average starting salary of around £26,000, you don’t have to rely on your degree to enter the industry and you can put all your personal skills into practice.

Work life balance? At La Fosse, we focus on our culture of care. We encourage our consultants to be the best they can be – but not at the expense of their life balance.

Rewards? We pride ourselves on doing things differently. And that includes the way we reward our consultants. Not only do our consultants get paid a competitive salary, every single one of us has shares in the business.

If you’re looking for a role in a growing industry that offers work-life balance and more rewards than most, consider joining us at La Fosse. Check out our graduate jobs page, or for more information about our positions.

​

Graduate roles for those with STEM qualifications

If you are studying science, technology, engineering, and maths, or already have STEM qualifications, your skills are highly sought after and will give you access to a range of interesting and rewarding careers. Although there are endless career possibilities, here are the roles that typically employ STEM graduates.

Software development

In the past 30 years, software development has ballooned from a niche profession employing a few people into something which dominates everyday life. Computers control all aspects of our daily lives, and clever coders and app developers are now coveted positions. As well as an aptitude for maths and computer science, soft skills like creativity, original thinking and attention to detail are vital for a developer. There’s also high earning potential with many software engineers headhunted for impressive salaries.

Environmental engineering

Hand in hand with the rise of the computer software industry is the growing awareness of climate change. Graduates who have a background in civil engineering, alternative energy, chemistry or geography can help find new, more environmentally-friendly ways of doing things. As countries around the world become more ambitious in tackling climate change, the scope of what environmental engineers get involved in grows larger. Many people go into this field out of a desire to make a difference rather than for the large salary packages, but if you are passionate about the environment, why not get paid for doing something you love?

Actuary

If statistics and numbers are your thing you may be interested in becoming an actuary. An actuary is a type of risk manager who calculates the costs or effects of something which might happen in the future using sophisticated computer models. Graduates in maths, statistics, or finance are usually best suited to this sort of work. If you take professional exams and become a member of the Faculty of Actuaries, you may find it easier to move into similar positions with other employers. Starting salaries for graduate actuaries are around £30,000, and it’s a role which regularly features on lists of the best paid graduate occupations.

Biomedicine

Biomedical engineers are the people who develop new drugs or come up with innovative ways of treating serious medical conditions. Graduates in biology or chemistry might be more suited to this sort of career. Many graduates take their studies further with a Masters qualification or PhD. In this branch of science, the salaries may not be as high as in other STEM careers, but it’s one of the few opportunities to participate in serious scientific research and mix with colleagues who are as passionate about science as you are. Opportunities are often available within large pharmaceutical companies, health charities, and large research organisations.

​

A final point on top graduate roles

A ‘top graduate role’ means something different for everyone but essentially, graduates like you are looking for the same thing; a rewarding career. Entry-level roles with good salary prospects, career progression, and professional development opportunities are usually the most sought-after. Aligning your personal ambitions, skills, and capabilities with what you need to attain your dream job is a critical first step in your career journey.

The post Your guide to the top graduate jobs appeared first on La Fosse.