I'm going to let you into a little secret, there is a currently a skill shortage in the job market, in almost every job sector. I know, not that much of secret is it. The sector I recruit in for Pick Everard (Building Surveying, Project Management, Quantity Surveying and H & S Advisory) is no exception to that demand. Hays UK quote "Employers are continuing to encounter talent shortages, with over three quarters (77%) saying they don’t have access to the skills they need". It begs the question, in a sea of jobs and likely job offers, what is really important and what is worth considering possibly beyond that pay packet?

Rightly, if you're candidate in this market you have choice, you can take your time and you can be very candid about what you want. We as employers, need to step up and be clear with our proposition, career development, benefits and everything else that is going to fulfill you in your work day to day. I have seen that salary expectations have increased dramatically over the last year and even in the last three months. It's supply and demand, it also means some employers are offering increasingly higher salaries. I can't fault anybody for this, why wouldn't you push that as a candidate. Make hay and all that. It does beg the question though, where does this take us, and when we get there, are we going to be in the right role or company?

I’ve detailed four points I’ve found helpful considerations based on my experience in recruiting over the years. Potentially something to think about beyond the pay packet and standard benefits. 

The manager, the team

Seems obvious, but do you feel you can work with the manager or person interviewing you. Do you think long term they will invest in your development? Do the other team members in the interview speak positively about their role? You can ask this, don’t be afraid. Ask ‘what is the best thing about working in this team or office’ does the response hold up?

It's easy to be wowed by a big brand, flashy office, and fruit basket, but do the people seem like your type of people. Even a big salary can't compete with going to a job you hate everyday. 

From my experience at Pick Everard, our people are down to earth and happy to help. There are no egos, it’s about working through challenges together and getting the result. I regularly get to speak to senior Partners in the business and get to see firsthand the strategy and thought process around majors decisions. It's extremely inclusive. 

The work, projects and longevity –

Does the work seem sustainable or are you being used as a quick fix. What happens to you if the project finishes. Ask about the client, how long have they worked with them for, have they worked on other projects with them. Does the work seem interesting to you and will it enhance your CV. 

Pick Everard has numerous long-standing client relationships and several frameworks. We are well known in our space and typically have projects we’ve been establish in for years. 

Is this role the right level – 

Now this might sound slightly counterintuitive, but is the role you're interviewing for or being offered, too senior to accept? You might find now more than ever, you can negotiate a higher grade role or accelerate your career level compared to previous years. The reason I mention this, I've seen some employers increase the seniority of a role to meet the expectations around benefits. This in theory can look great, but it could result in you being thrown into the deep end with the lifeguard telling you that they thought you could swim and it's your fault if you drown. 

A lot will rise to the challenge but many won't and the road back to job stability can be tricky. 

I can attest at Pick's, we will always be transparent with candidates about what level we think you can successfully operate at in a our teams. We are happy to develop you and get you to where you need to be. Sometimes this approach results in people not joining us, but having people join and fail is much worse. 

The reputation -

Job offers and opportunities are moving quicker than I've ever seen in 7 years of recruitment. That is a VERY good thing. People looking for new jobs shouldn't have to sit around for weeks waiting for the result on an interview. But as the job offers come quickly, it's time to do some due diligence if you haven't already.

Ask people in the industry about their view of your potential new employer. Check with existing employees. Do you know of any projects your potential employer worked on, how did they handle things. 

Many of the enquires I get from people in the market, come from them seeing Pick Everard's work first hand and being impressed by how we handle things. That is a testament to our people. Although very important, some of shiniest websites and marketing in the world still doesn't compete with word of mouth and asking around.

Thanks! If you would like learn more about working at Pick Everard, feel free to reach out to me on LinkedIn or check out our careers page.