Bespoke Careers’ Post

What are the top reasons for candidates looking to change jobs? We interviewed Jonty Cooke, Director of FRAME, about the top reasons, other than salary, that motivate candidates to change jobs. These were his answers: - Work-life balance. This comes from an employer offering more flexibility, either on hours or WFH policy but also tackling overtime. - Career advancement. Being able to see a clear career path is a strong motivator for candidates moving to new companies. - Feeling valued. Employers should communicate and collaborate with their employees to make them feel valued. Read this month's LinkedIn Newsletter to read Jonty's full interview: https://lnkd.in/ey82dzFu Are you looking to change jobs? Visit our website and view our latest Architecture and Interior design vacancies based in the UK: https://lnkd.in/dRpVaePc #jobchange #motivators #careerinsight #interview #architecture #interiordesign #FRAME25 #FaststreamGroup25

When considering a new role, it's intriguing to find out what motivates professionals the most. Unveiling the insights from our salary guide, we discovered that motivations are as diverse as the roles themselves! 💰 More than two-thirds of respondents, chose money as one of their top 3. 🚀 Three in five professionals prioritise the potential for career growth and development. 🏡 And the flexibility of remote working remains a powerful motivator for half of the respondents. Explore more fascinating insights and gain a comprehensive understanding of industry trends in our comprehensive Salary Guide. Let your career aspirations align with your motivations! 🔗 https://lnkd.in/eVBQun8D #CareerMotivation #SalaryGuide #IndustryInsights #CareerGrowth #RemoteWorkPerks

VIVID TIPS // We all know the market is tight, and some salaries have come back after the COVID-19 boom. 💥 So, if you find yourself in the position of negotiating a new role/contract and the salary expectations are not fully aligned, you can negotiate other ways with a potential employer to bring your salary more in line. ⒈ Negotiate 5 weeks annual leave instead of 4; ⒉ Negotiate a bonus structure if you bring to the organisation new business or a new work colleague; ⒊ Negotiate a 4 or 4.5-day work week rather than 5; ⒋ Negotiate a guaranteed performance and pay review after probation or 12 months of service; ⒌ Negotiate for the business to pay for registrations, certifications, insurances, study allowances, etc; ⒍ Partner with an awesome industry recruiter like Vivid Recruitment to help you navigate the job application process and negotiate any offers that come your way!! ...this way, everyone wins, and you don't eventually resent taking what feels like a lowball offer. If you want to chat more in-depth about your CV, a new role or need career advice, call or email the Vivid lads anytime! 🥷🏻 Lee Stevens ☎️ 0406 470 020 📧 lee@vividrecruitment.com.au 🦸🏻♂️ Nicholas Koop ☎️ 0426 180 254 📧 nick@vividrecruitment.com.au We are hiring, and we are here to help!! 🙌🏻 #vividrecruitment #clearandsimple #architecture #planning #engineering #hiring

What would hold you back from doing temporary work? No chance of progression? Lower pay? Lack of stability? Here are some quick myth busters: 💥 Yes temp can mean employment for just for a period of time, but we have a big % of our candidates go from temp to perm during their assignments. From here, progression opportunities are yours for the taking. 💥 The stigma around lower pay for temp placements is codswallop! In fact, particularly if you specialise in a software or skillset, you can make a lot more money in temporary positions than in permanent. 💥 We understand that positions that are not 'forever' can be initially daunting, but temporary positions offer individuals A LOT of flexibility, will usually run their allocated timeframe and are often extended. Employers generally give a weeks notice period if they want to cut the contract short. Here are some other benefits of temporary work you don't necessarily get with permanent positions... 👀 #temporarywork #tempwork

Did you know that creating a job architecture that includes the distinct definition of job families, sub-families, career streams and levels will allow you to define your universe of unique jobs, and assess the current employee placement within those jobs? Find out more in our latest article. #FutureofWork #HumanResources #EmployeeExperience

Did you know that creating a job architecture that includes the distinct definition of job families, sub-families, career streams and levels will allow you to define your universe of unique jobs, and assess the current employee placement within those jobs? Find out more in our latest article. #FutureofWork #HumanResources #EmployeeExperience

Did you know that creating a job architecture that includes the distinct definition of job families, sub-families, career streams and levels will allow you to define your universe of unique jobs, and assess the current employee placement within those jobs? Find out more in our latest article. #FutureofWork #HumanResources #EmployeeExperience

Did you know that creating a job architecture that includes the distinct definition of job families, sub-families, career streams and levels will allow you to define your universe of unique jobs, and assess the current employee placement within those jobs? Find out more in our latest article. #FutureofWork #HumanResources #EmployeeExperience

Did you know that creating a job architecture that includes the distinct definition of job families, sub-families, career streams and levels will allow you to define your universe of unique jobs, and assess the current employee placement within those jobs? Find out more in our latest article. #FutureofWork #HumanResources #EmployeeExperience

Did you know that creating a job architecture that includes the distinct definition of job families, sub-families, career streams and levels will allow you to define your universe of unique jobs, and assess the current employee placement within those jobs? Find out more in our latest article. #FutureofWork #HumanResources #EmployeeExperience