Graduates, make your CV stand out to recruiters!


Your CV is one of the most important parts of your job hunt. Make is stand out from the crowd and convince recruiters that you are an outstanding candidate.


If you are currently in your last semester at university, meeting your deadlines and studying for your exam should be top priority, so anything else could almost seem unmanageable to achieve. However, if you are looking to go into full-time employment after graduating, now is the perfect time to start applying for opportunities!


Your CV is what makes your first impression to a recruiter, so even though writing a CV might feel tedious, it is valuable as it might be the only direct communication with a potential employer. With so many top tips available to you, it can be difficult to understand how to approach this crucial part of graduate job hunting. Although some CVs are unique and tailored to specific industry, there are key elements that recruiters appreciate!

A great CV should:

  • Grab the attention of recruiters and employers
  • Sell your strongest skills and accomplishments
  • Show how you're a match for a position or project
  • And most importantly, get you a conversation with a recruiter or employer (which could potentially turn into an interview)

Before we start looking at what makes your CV stand out, we need to be aware that technology has changed the way CVs are viewed, so although your CV might look nice on paper, it does not meant that it looks good on a computer or mobile phone. So how do you make your CV computer and mobile friendly and grab the attention of a recruiter?

How to make your CV stand out?

  • Avoid embellishments – Your CV should be tidy, clear, have a presentable structure and you should avoid colourful fonts or titles as well as text in fancy boxes (text within boxes will not be picked up by recruiting automation).
  • Up-to-date personal details – Your phone number, email address and location is important! The job search process has changed greatly over the past decade, and most recruiters now base their search on a specific criteria, where location happens to be one of them. You do not want to keep getting contacted by recruiters only to find out your location is detrimental to your chances of an interview, or worse, to find out that you have missed out on a great local opportunity because your CV did not show up on a search as a result of your missing location.
  • Work in reverse chronological order starting with your current role and working backwards. Include your promotion journey if applicable rather than just your current role level. This makes your career journey much more understandable and easier for the recruiter to recognise where your career could potentially be heading.
  • Use keywords throughout your CV – make sure key words stand out. Review job ads that are similar to the ones that you are interested in and look for keywords to incorporate into your CV. This will make your CV perform better in searches which means that it will get seen by more recruiters.
  • Education & part-time work section – Most employers and recruiters will not expect graduates to have numerous commercial experiences, which is why this section is crucial. Ensure that your degree institution and degree classification is visible as well as any extra-curricular and sporting achievements that you might have involved in. Part-time work and holiday jobs add significant value to your CV as they show that you are willing to work hard to gain professional experience. Both part-time work as well as sporting achievements demonstrate your ability to multi-task, plan your time and work as a team.

If you feel that your CV is fine but you are not getting responses, then please share questions in the comments box and I will be more than happy to give you some advice.

 

Grads, have you been applying for jobs but seeing no progress?


Recruiter to graduate guide, written by a recent graduate-turned-recruiter.


Only 6 months ago I was looking and applying for jobs myself, feeling rejected and not good enough.
Having been through intensive training as a recruitment consultant, I have now moved into my current role, recruiting graduates! During many conversations, I have been able to sympathise with the uncertainty in graduate's voices as they are trying to navigate their way through this new chapter.


The following tips are just a few which can help you stand out from a call list made up of hundreds of graduates. They are simple, effective and do not require much further research or work. Starting my journey as a recruiter, I quickly learned that the thoughts I had as a graduate, which included doubts over the skills I could offer to businesses full of experienced individuals, were far from reality. I have now discovered that graduates bring the flexibility, creativity, motivation and skills that a business needs to stay competitive and dynamic. Changing this mindset and incorporating some of the following tips could be your secret to success!

Set up a professional voicemail message
This is the first form of communication that recruiters will have if you happen to be away from your phone or, like most of us, are screening your calls! This will boost your credibility, make you seem more competent and encourage the caller to try you again. Keep it simple, short and to the point. Make sure you check your voicemails and text messages as most recruiters will try to call first before sending an email.

Have a conversation
When recruiters call they will be asking open ended questions. This is your opportunity to sell yourself, so do not take it for granted. Do not be scared to do most of the talking. If you get asked to talk about your current situation, try to provide some detail rather than a short answer. We like to know that people are capable of answering such questions and holding a natural and engaging conversation. Equally, the ability to communicate articulately is a skill many employers are looking for.


Naturally, your answers will vary, however a few tips include:
Currently working or in education (university) but looking for a new opportunity?
- Talk about what you are enjoying as well as what you are finding difficult (put a positive spin to this and think about what these tough situations have taught you).
- When making a point evidence it with examples, so mentioning figures and statistics is always a good idea such as KPIs, targets, number of assignments/exams completed
- What is important for you for your next role or any future plans you might have, for example studying abroad or any internships/training. (This will open up a new conversation as the recruiter will be able to tell you about the roles that they have available which might be suitable for you).

Unemployed and looking for a job?
-Previous employment and the things that you enjoyed there as well as the reason that you left (again, there could be many reasons for this however try to avoid blaming somebody else for your decision to leave work, and instead talk about everything you enjoyed and your transferable skills as a result of that job).
- If you are participating in any projects or events then talk about those
- Alternatively, feel free to talk about non-commercial elements such as your family, friends or hobbies/sport; we love it when personality comes through, just remember to keep the examples relevant.

Be aware of what is on your CV
As a recruiter, there is nothing worse than asking somebody to talk about their experience within their CV and hearing silence on the other side of the phone. A few tips to avoid the awkward silences include:
Know what is on your CV and be ready to talk about your roles and the companies that you worked for
If there are any gaps within your CV then address those. In order to represent you correctly, we need to understand the reasons behind any gaps.
If you would like to take this one step further and impress then try the following:
- Apply your experience to the job that you are seeking
- Talk about the organization's culture and how you would fit in
- What value can you bring to the organization which is different to other applicants

Ask questions
It is always favorable to ask questions at the end. This does three things, firstly, it shows that you have put some thought into your questions. Secondly, it increases your knowledge, allowing you to assess further if this position and company is right for you. Finally, it demonstrates enthusiasm and interest in the role!

Send a thoughtful follow-up note after your conversation
Sending a note that thanks the recruiter for their time and expresses your enthusiasm for the role goes a long way. A good tip is to mention something that you spoke about during the conversation. This not only shows commitment but it shows that you were paying attention!

I hope this is useful and will allow you to impress future recruiters. If you have found this useful, please feel free to comment and share as I would love to know what you guys think. If there is anything that you would like me to cover on my next blog post then please comment below with some topic ideas. Additionally, if you would like to know more about recruitment as a future career then please comment below or email me at [email protected]

Thank you.

 

The REAL irony of recruitment

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There is a thread on LinkedIn that is likely to run and run and run. It was posted with good intentions and borne out of frustration. The update reads as follows: “Definition of irony = Chasing a recruiter for several months and time and time again, them NEVER calling you back when they say they will, NEVER replying to your emails, having members of staff who answer the phone blatantly lie to you, then you getting a Head of HR job and said recruiter chases you to meet for a coffee and discuss my needs for recruitment within 5 days of your start date. Now that is ironic in my book! This is not a recruiter or recruitment industry bashing thread but my own personal observation.” Unsurprisingly it has turned in to exactly what you would expect, a recruitment bashing thread. Unfortunately the real irony has been missed altogether. The real irony is that recruitment has turned in to a circle of abuse that only the abused can break. You probably know this statistic already, but here goes. People who have been bullied are twice as likely to bully themselves. The candidate that experiences the worst that recruitment agencies have to offer is the only one that can break this circle. They can break this circle when they become the client. The client is THE customer. The stakeholder with the greatest power to define how recruitment agencies treat candidates. Indeed there are lots of things we agencies can do to improve the experience for candidates - all of which can be measured and reported. Unfortunately it’s an expensive model. Even more unfortunately, most clients don’t want to pay for it. The very people who often complain about the conduct of recruitment agencies are utterly unwilling to invest their own time and their (employer's) own money in improving the candidate experience. That’s the real irony.
 

The use of NDAs in a recruitment process

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By Sophie Mackenzie We have worked on several high volume campaigns recently where there has been a requirement for candidates to sign an NDA (Non-disclosure Agreement) and this has prompted several queries from people who have been unfamiliar with the process. Here’s a brief guide! Why are they used? Otherwise known as a Confidentiality Agreement, an NDA is a legal contract used to prevent the sharing of sensitive information, normally for a specific period of time. Often used commercially to protect information regarding product patents etc. they can also be used in recruitment when it is important to control the sharing of information about certain vacancies. This could be for several reasons – the company may be undergoing a restructure or opening new stores and don’t want detailed information to be disseminated amongst the wider market and their competitors. They may need to hold back certain key pieces of information until other matters are resolved, for instance, contracts signed on property locations. Alternatively, the business could be acquiring a competitor or part of their supply chain. What does it mean? Simply, it is a contract in which you, the Candidate, agree not to share any information regarding the particular company, vacancy, location (the scope of which is outlined in the agreement). This is normally for a specified period of time. Once you have signed it, the company or the agency representing them, are then in a position to disclose the details of the company and/or vacancy. How does the process work? From an agency perspective, when briefing you on a confidential vacancy, we will explain that the role is highly confidential and before we can disclose any details, we require all candidates to sign an NDA. We are normally in a position to disclose some element of the opportunity so we know we are not wasting your time! The NDA will be emailed and you will then read and sign it before returning it to the consultant. Although it can be signed electronically, it will need to be sent as an email attachment so that there is an audit trail connecting it with you. Once it is received, you will then receive a call to go through the opportunity in full detail, as normal. Clearly, you need to respect the terms of the NDA and not disclose any details for the period specified. DO NOT be tempted to ignore it and openly discuss the role.
 

LinkedIn’s analytics backfires for many employer’s job adverts

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By Jez Styles You might have missed it but LinkedIn’s share price collapsed after their latest financial statement. LinkedIn has been under increasing pressure to increase its revenue streams and, with a slow down in growth to 20% in the fourth quarter from 56% in the equivalent period last year, many analysts are predicting this slowdown to continue with predictions of just 10% in 2018. At the heart of this slow down in growth has been LinkedIn’s over reliance on its ‘talent solutions’ which makes up 63% of net revenue. LinkedIn has attempted to differentiate its ‘adverts’ proposition from the standard job boards and through the acquisition of several firms including Fliptop. Late last year LinkedIn updated its job advert page for premium subscribers to provide further information for prospective candidates on employers. Read more here: http://techcrunch.com/2015/12/15/linkedin-revamps-its-jobs-listings-with-big-data-analytics/ Sounds great right? What happens when the analytics don’t look quite so rosy? And let’s face it, not every company on LinkedIn is in hyper growth. Indeed I happened upon the following advert recently. ***Looks like an interesting position doesn’t it? I might even apply myself… Hang on, let’s just look at those lovely graphs and charts before I do though… Oh! hotel choc 1 It seems that headcount has dropped by 18%, so 1 in 5 employees have left in the last 2 years. Hmmm that doesn’t look good for job security does it? Average tenure is 3 years? Well maybe the salary and package will assuage my concerns… choc NN Well, there are no details about salary and package and LinkedIn tells me that these roles typically pay anywhere from £30 to £59k…which is pretty broad by anyone’s standards. I might just pass on this occasion. And herein lies the rub. The more LinkedIn tries to differentiate and provide more information the more they will expose the ugly truth of recruitment. Not every company is Google or Facebook. Dry analytics will make some businesses look great, a lot very average and many quite unattractive. They don’t tell you about the culture, the people and what it’s like to work for the company. Which means that fewer, not more, companies will invest in LinkedIn’s talent solutions. Which means prices will go up and features will go down on our subscriptions. This means further disenchantment with LinkedIn. And if you want to see the numbers behind what I suspect is a growing trend in user disenchantment – click here!   ***Apologies to the guys at Hotel Chocolat for flagging this, I really like their stores and I’m not entirely convinced these analytics are a fair reflection of their employer credentials. Hopefully this post might lead to a few more, not less, applications!  
 

LinkedIn is a decidedly rusting bullet for recruitment agencies

By Jez Styles If you are on LinkedIn as often as me (this blog would suggest you are not…) then you’ll see countless blogs and articles detailing the demise of agencies. New technology, new services and an increasing antipathy [with recruiters] played out on social media has created the impression that myself and my colleagues are dinosaurs, plodding on, oblivious to that rather bright light in the sky. LinkedIn has long been lauded as the ultimate agency killer. Back in the good old days ( I started my first recruitment job in 2007 so only got to see the good days for about six months but hey ho!) agencies would often focus their pitch to companies on their enormous database of candidates. Candidates that the said employer couldn’t reach themselves. And then LinkedIn came along and our database stopped being a selling point. Albeit, I understand, a lot of agencies still sell on this point (and perhaps rightly so…). LinkedIn’s member base has increased from 218m at the beginning of 2012 to 414m at the end of 2015. That’s a big database right? But there is something fishy going on. Only people who have worked with large databases before will understand this. If you are an in-house recruiter you are going to be sceptical about my motives for penning this, I don’t blame you. So, let’s look at some numbers from LinkedIn’s last financial statement. Membership has risen by the following:
  • 2013 – 277m
  • 2014 – 347m
  • 2015 – 414m
While Unique visiting members has risen by the following:
  • 2013 – 73m
  • 2014 – 87m
  • 2015 – 98m
There isn’t much explanation of these numbers in the literature I have read so I’m happy to be corrected …but by my reckoning these numbers mean the following. The percentage of unique members visiting LinkedIn is in decline:
  • 2013 – 26.4%
  • 2014 – 25.1%
  • 2015 – 23.7%
I also dug out the numbers for Q1 2012… it was 31%. This got me thinking. I have had a lot of conversations with colleagues and peers in the industry and anecdotally, everyone is reporting a drop in responses from candidates. So I checked with a colleague in our research team and she looked at the stats for responses to Inmails she has sent. Between Jan 2015 and December 2015, Liz had an Inmail response rate of 53.6% - that’s a pretty good return on investment and indicative of the care Liz takes to personalise and engage through her messages. However, from Jan 2016 to today that response rate has dropped to 24.2%. When I worked for a ‘large international recruitment firm’ I was fortunate to have access to an enormous database. I would go as far as to say it was better than LinkedIn is today. Top line numbers always look good. The devil is in the detail. Databases go out of date…and need a LOT of maintenance. …and people lose interest in being on said database and stop responding.                 so you end up with an ever increasing haystack And that is what has been happening (increasingly so) to LinkedIn. But, LinkedIn has one more very big problem. Its entire validity is dependent on its users updating their database.        the needles in said haystack don’t look like needles anymore That’s a bit of a problem when a declining proportion of users are returning to the site and as a consequence updating their profiles. So when an agency says that they have a ‘pool of talent’ that other agencies or recruiters can’t access I wouldn’t necessarily guffaw too quickly. Because this is exactly when niche specialist knowledge comes to the fore once again. Of course, this flags up one more question. Why is engagement in decline?      
 

5 Recruitment news stories from 2020

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By Jez Styles It is 2020 and all the wild predictions about changes to the world of recruitment are being realised. Here are 5 news stories from across the UK. February 15th, 2020. London. The Government’s flagship Social Media platform ‘LuckedOut’ signed up its one millionth user last month. A spokesman for the Department of Work & Pensions announced that the site had been an “incredible success story and had helped over 100’000 people return to work.” Critics of the platform believe the mandatory sign ups for those seeking benefits ran contrary to their human rights. Pressure group ‘Right to unemployment’ released a statement condemning the government for forcing the unemployed to sign up to the site to earn benefits. “As part of the conditions to earn benefits individuals have to post a minimum of 5 motivational quotes, 10 pictures of cats and ‘like’ at least 25 articles every day, we fail to see how this could be a good use of time.”   March 14th2020, Manchester. A man failed in his bid to overturn a dismissal from his ‘future’ employer yesterday. An employment tribunal heard that, Peter Parrot, was dismissed for Gross Misconduct before he had completed his interview process. As part of the selection process Peter was asked to complete a range of tests and gave consent for the company to analyse web based material, social media and test results. A Predictive analytics program found that Peter was 99.6% likely to breach the company’s code of conduct. ABC Enterprises, released the following statement: “This is a victory for employers everywhere who risk hiring unpredictable employees. We used the predictive analytics software to give us insight in to the likely success of candidates; the programme found that the candidate in question was certain to be dismissed in the future. Our legal advisors believed that we might open ourselves up to claims from other employers in the future if we failed to follow the normal disciplinary process and as such Peter Parrott was found guilty of gross misconduct.” Peter parrot has since been dismissed by his then employer and has been unable to secure further employment. Peter responded to the statement on LuckedOut: Cat innocent   April 10th 2020, Birmingham Following the banning of zero hours contracts in 2018, food Retailer ‘Fork to Mouth’ has sought to get around the legislation with the introduction of ‘minus hours contracts.’ All employees have been asked to sign up to the new term which requires employees to pay their employer should they not work a minimum of 47.5 hours. For every hour missed they repay the equivalent back. Employees have complained that some managers have created a rota system where employees work every other week which in essence means they are receiving no salary. Fork to Mouth’s HR director defended their approach and has refused to withdraw the minus hours contract. Former employees have taken to LuckedOut to voice their disgust: Cat fork   May 1st 2020, London Recruiting App Kinder (pronounced kin der) has announced record profits for the 3rd quarter in a row today. Kinder attributed their growth to the rapid collapse of the Agency recruitment market and their unique analytics software. Users upload every interaction they have with another person via social media sites or physically via their Mandatory Google Glass implants. Further data capture allows the app to map how the user responds to the individual via facial recognition and communications which creates a ‘kin’ score, the theory being that the more positively you interact with someone the more they are like a member of your family. Every user has a profile that is used to match hiring managers with employees via their kin score.  Kinder currently has a 96% market share of the recruitment market in the UK. Kinder’s CEO recently dismissed claims of privacy infringements and suggested that if people didn’t want to find a job [through their app] they could always sign up to LuckedOut. In response LuckedOut users shared a picture of a cat 276’000 times in one day: Cat Kinder   Sep 10th 2020, London The last recruitment agency to operate in the UK closed its doors today. Following Kinder's recent announcement of reaching 99.4% market share employers no longer need to use recruitment firms to fill vacancies. The news has been met with a mixed reaction across Social Media. On twitter the hashtag #whodoweblamenow trended for much of the day. A number of Teachers have noted a spike in former Students attacking the profession and blaming them for ruining their future careers. In response to the news users on LuckedOut liked a picture of a cat 1.2m times. Cat Bye  
 

A buyer’s guide to Retail Store SWOTs

By Billy Maddock, Partner AdMore Buying & Merchandising Who would not want to go shopping as part of their interview process? This enjoyable and proactive aspect of interview preparation is so important. Apart from the obvious reasons of identifying the culture and familiarising yourself with the product range, conducting a SWOT analysis is the most crucial part of the store visit for retail Buyers and Merchandisers. The SWOT analysis is useful for extracting more focused and specific information about the company you are interviewing for, and the market you are entering into. Here are some things for Buyers and Merchandisers to consider when conducting a SWOT analysis:
  • Determine what the ratio is between own brand and branded products. Are the products mainly own brand or branded? Where do the own brand products lie on the shelves in comparison to the branded options?
  • How are the ranges put together? Are they design led or trend led? What are the prices of the products? How competitive are these prices?
  • How broad are the product ranges? How many SKUs are on display? What is the availability? Which options are the slow sellers and are they being promoted accordingly? How is labelling and packaging used to support the promotional activity of heavily promoted products?
  • Does the retailer offer a good/better/best product option (depending on size of the store) to ensure the customer is offered a variety of choices? How are the goods displayed? Are they going to maximise sales?
When compiling the SWOT analysis, it is also important to consider:
  • The image of the store and its footfall. This fundamentally depends on the socio-economic factors of the town/city the store is located in, as different products will be promoted and different price points will be set in accordance to the location of the store.
  • What methods are in place that encourage repeat purchases and the return of consumers to the store? For example, Tesco club card points and the Sainsbury’s Nectar card. If the company you are visiting has a loyalty scheme, try and figure out how this can directly influence consumer behaviour.
  • What is the margin in comparison to competitors? (i.e. price differences on branded products)
  • Are there in-store concessions that could affect sales/ranges? If so, where are these concessions situated within the store? What are the tactics behind this?
  • What are the USPs? How does the retailer try and differentiate themselves from their competitors? (E.G. have they got a CSR policy?)
In order to go that one step further, visit more than 1 store. You could visit a huge flagship store (the M&S Marble Arch store – 170,000 sq ft.) as well as a smaller store (in a small town centre) and try to spot the differences by referring back to the points made above. To stand out further, visit a competitor. This is useful to make comparisons between the two as well as painting a picture of what the market looks like, especially if the market is an unfamiliar one to you. For example, if you are a Furniture buyer interviewing for a stationery buying position then it’s important to look at the products in more detail. It is highly likely that there will be other candidates going for the same vacancy as you for the same retailer, and if they have visited multiple stores and show some of the information discussed above in their interview, and you haven’t, that could be the difference. Don’t take the chance! Click here to follow us on LinkedIn
 

How to approach a Skype interview

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By Sophie Mackenzie. Congratulations - you have been invited to an interview! But hang on, the interview is to take place via Skype (or Facetime)…so how should you approach it? This is becoming a regular phenomenon in the recruitment world, so if you managed to avoid it thus far, chances are it won’t be long before you have to go through it. As with all interviews, preparation is everything so here are a few tips to ensure that you give the best account of yourself, albeit via the wonders of modern technology! Setting up Firstly you need to be able to accept an invitation to a Skype interview in the first place so get an account set up and ready to go. Also ensure that your user name is professional. Ideally, you will be given a date and time with plenty of notice. If you are asked to conduct a Skype interview at short notice, try to make sure you allow some time to prepare. Prepare your surroundings
  • Choose the venue for your interview carefully – ideally at home, in a quiet room with a door.
  • Get the lighting right and do a test Skype call in advance to check this.
  • Think about what your interviewer will see behind you – a neutral background is ideal with minimal personal belongings in view.
  • Ensure that pets/children/flatmates are being taken care of and know not to interrupt you!
  • Turn any phones to silent.
  • Position your laptop so that the camera is at eye level – a much more flattering angle.
Appearance You could go for the ‘business up top and party below’ approach (shirt and tie from the waist up and boxer shorts from the waist down?!) However, I can envisage issues with this if you have to stand up to deal with a technical issue for instance. Err on the side of caution and dress as you would for a face to face interview. This doesn’t necessarily mean a corporate suit if this is not in keeping with the culture of the company. You should do your research in advance to get this right and if a recruitment consultant is representing you, they should be able to guide you. In short, you should be immaculately groomed, just as you would for a normal interview Do a test run
  • Test your equipment in advance (a good opportunity to Skype your Mum).
  • Ensure you have a strong Broadband connection.
  • Practice looking at the lens rather than looking at yourself in the corner of the screen!
During the interview
  • Remember to smile
  • Practice active listening (nod, “hmm” etc.) so that your interviewer knows that you are listening and that there is no delay.
  • NEVER type on the keyboard during the interview
  • Keep notes of key points or a copy of your CV to hand (just be subtle if you refer to it during the interview)
  • If there are any technical problems, address it with the interviewer and if necessary call them back – don’t try to persevere if you can’t hear them properly.
  • After the interview, you should email your thanks – just as you would for any other interview.
Ultimately, an interview is an interview, irrespective of the medium in which it is conducted and the rest of your preparation should be thorough as for any other interview situation – read some advice here. By employing some of the techniques above, you will hopefully be able to behave naturally and concentrate on getting across your skills, experience and suitability for the role. Good luck! Click here to follow us on LinkedIn  
 

8 Benefits of having a career mentor

Investing in a career mentor may be an obvious thing to do if you are driven and ambitious and want to rapidly develop your career, but sadly, not enough people take the step of finding someone who can really help them develop professionally. This could be because they don’t know where to find a mentor or feel they do not have the time, however I genuinely feel people are missing out. The reality is that it does take both time and effort to develop a fulfilling and successful relationship with a mentor, however, as I have outlined below, the benefits of this are considerable and can make a real difference in helping you further your career. 1. Focus: One major benefit of having a career mentor is that it can help you stay focused on your objectives and keep on track. We all suffer from distractions, but by expressing and sharing your goals with a mentor you are allowing yourself to be held accountable for achieving those objectives. This added motivation and pressure should therefore enable you to deliver quicker results. 2. Personal Development: Not only can a good mentor share with you their own personal experience, but they are often able to identify your talents and help you to develop them further. Your mentor should help you grow an extended network, which will also benefit you from a development perspective. Talking through things with people more experienced than yourself can only help you to learn and grow quicker, increasing your knowledge and understanding of the field in which you operate. 3. Career opportunities and progression: Having a mentor from within your industry is also another great way to find out about new career opportunities. It is highly likely that they will know what is happening within key organisations and this information can help guide you. Not only could this allow you to be aware of a role before it reaches the open market, but they may also be able to provide you with an introduction or recommendation. In addition to accessing more opportunities, your mentor is likely to be able to give you guidance and advice about moving your broader career forward. 4. Networking: A good mentor is likely, over time, to introduce you to more like-minded individuals from their own professional network. This extended network, if managed correctly, should provide valuable connections throughout your career. A good mentor can open doors for you in a number of different ways and in other areas of life as well. 5. Impartial Advice. The fact that a mentor is independent and not involved directly in any particular situation allows them to provide you with an impartial viewpoint. Whilst you shouldn’t expect your mentor to provide all the answers they should be able to provide you with some “counsel” which will hopefully avoid you making costly mistakes. 6. Developing relevant skills Having a career mentor, particularly one with skills and experience in your sector, can greatly assist you in developing new skills and experiences quicker. This can only be of benefit in accelerating your development and progression. 7. Real life experience A very obvious benefit of having a career mentor is learning from their real-life experiences in the field in which you operate. Due to a mentor’s knowledge of you and your sector, their advice and guidance will be very tailored and specific and therefore much more useful than generalist advice available online. 8. Shared success A mentor is not only someone to provide you with support and advice, but it is also someone to share your successes with. This makes the whole experience rewarding for them as well as for you. This can add further motivation to you and drive you on to even greater success. MAKING IT WORK WITH YOUR MENTOR The theory and indeed benefit of having a mentor is obvious, so why don’t more of us have them? One of the main reasons is that making the relationship work is not that easy, especially amongst the other demands on our time. So what do we need to think about to try and make sure it works, not just for us, but of equal importance, for the mentor. Make the effort Like any relationship, it takes time and effort to get things going and to foster a strong relationship. In this relationship, although it is two-way, you are likely to be the main benefactor and therefore it is only right that you are seen to be making the appropriate level of effort. Establish goals In order for both you and your mentor to gauge and measure the success of the relationship, it is important that you establish goals and objectives and share this with your mentor. Listen and act The acting element is a critical factor because any mentor is going to want to see that you are taking on board their advice and doing something with it. If you do this and it works, it is important to give that feedback to your mentor displaying the gratitude they deserve. Make it formal It is important for both parties to be very clear about what the expectations are. Although a lot of relationships may start informally as they grow and develop, it is important for both parties to understand the parameters around areas such as frequency of contact and subjects to be covered. Mutual benefit A mentor may have a range of motivations for giving up their time, but it is also worth thinking about what you can give them in return. You might perceive, with significantly less experience, that you have a limited amount to offer, but there will always be certain areas such as Social media etc. where you can share your knowledge and experience.