Why a new job is like buying and selling a house

It’s a significant investment, a long-term commitment and affects so many areas of your life. Getting a new job is all of the above, just like buying a new house. On the other side of the spectrum, for businesses appointing a new employee, it’s an equally large commitment with bearings on resourcing, team dynamics and corporate culture.

It’s a symbiotic relationship – just like buyers and sellers of houses. They both need each other, but they also need someone in between to ensure they are getting the best for both parties.

As a central component in the recruitment process, we share our top tips for a successful appointment.

For Candidates

Invest time when it comes to your next career move to really consider the full effect of a new job on your life. It’s often the case to think the grass is greener and take a leap of faith without perhaps considering all of the variables.

Just like moving home, a new job can bring with it a new lifestyle; an altered commute, a different childcare requirement, a new group of colleagues to get to know and to work alongside.

But it takes time to search through vacancies, shortlisting, interviewing, negotiating and deciding to take the plunge into a new role. This huge investment in time and energy can be even more challenging if you’re already in job.

Finding your next role is something that requires research, diligence and strategic planning. It may feel a little daunting and overwhelming and this is where the insights of a specialist can really add value and help offset the burden.

For Businesses

Whilst many businesses have well-connected in-house teams to support with recruitment, working closely with a specialist recruitment consultant brings pre-qualified relevant candidates to the table, who are open to new roles and often outside your current network.

The benefit of having access to experienced resources to share intelligence of the candidate market is valuable for businesses to make highly informed decisions, leading to long-lasting candidate appointments.

• Which candidates will accept offers, and if not, why?
• What other roles are candidates at?
• What is the role worth in the market, compared to what competitors are looking for?

These are some of the many insights that can be shared to optimise the time and effort dedicated to this crucial process.

At FM Recruitment, Andrea and Chris have often been likened to the Kirsty and Phil of Financial Recruitment, and not just due to Chris and Phil’s similar hairstyles!  By helping candidates and businesses to navigate the recruitment process they can offer support and advice, honed from their long-standing expertise in the industry. Their extensive knowledge of the market will ensure both parties can save time, money and ensure recruitment isn’t just filling a gap, it’s creating longevity in the relationship.

For support with your next career move or to improve your recruitment strategy, please contact FM Recruitment now using any of the below details:

Office +44 20 8600 1160 I Email fm@fmrecruitment.co.uk
Chris Denison Smith +44 7775 711923 I Email chrisdenisonsmith@fmrecruitment.co.uk
Andrea Shaw +44 7714 236469 I Email andreashaw@fmrecruitment.co.uk

I love it, but the paragraph in yellow is a bit long and wordy but I am not sure how to fix it…. do you want to have  ago? [AS1]

Hi Andrea, I’ve tweaked this text and spaced it out using bullets. Hope thats better 🙂 Thanks [GU2]