Posted by & filed under Advice, Blog, Opinion.

It is never a nice feeling like you have been rejected, especially when you are at work. Of course, your emotions and that completely irrational person within us is probably shouting that you should completely hulk out on the entire workplace and smash everything to bits. But we all know that in the real world this isn’t the approach to take… plus you might rip your favourite outfit!
You might not believe it, but even the most successful people have, at one point in their lives, had to deal with rejection. The thing that sets them apart from others is how they deal with it and move on.
Feel like you need some inspiration in how to better deal with being told that you are not quite up to scratch? Below is the successful persons guide to dealing with rejection in the workplace.

They remember that this isn’t the only path to take
One of the worst things that you can do when you have been rejected from something is to think that it is all your own fault and that you just weren’t good enough. The thing to always keep in mind is that just because you were rejected, that doesn’t mean it was because you were worthless, it simply means that you were not right for that path. Recognise and remember your own value and instead of thinking that this is the only route to take, take another look at your map.

They take the time to think about what happened
Sometimes rejection can come out of the blue, that you can’t pinpoint where it all went wrong. However, just as likely is that there are things that you could have done differently. Someone who is successful can reflect on what happened and know perhaps where they could have made changes. That doesn’t mean that the rejection was all your fault of course, but it is something that can help you with the future.

They ask for feedback
It isn’t always easy to hear what is wrong with you, but sometimes welcoming feedback is the best way to make yourself better and push yourself to succeed. The feedback might be something that you already know about and want to change, but it could also be something that you may not have even been aware of. The important thing is that you can ask the other person to let you know how they see you.

They then improve
It’s all well and good asking for feedback when you have been rejected, but what you should also then do is think about it and make changes. We can all do with a touch of improvement and if you have taken the giant leap to asking for some feedback, then do something with it. Otherwise you might as well have had your fingers in your ears and shouted la-la-la whilst they were talking to you!
When you are feeling down and you are tempted to hide away from the world, remember that even the most successful people in the world probably had the same hurdles. The only difference with them is rather than buying a large tub of ice cream and grabbing a blanket, they dusted themselves off and set about showing those who rejected them just what they are worth. We can promise you, that it is the best revenge to take!

Posted by & filed under Blog, Opinion.

What comes to mind when you think about sexism in the work place?

Chances are that you are going to think about women not being treated equally compared to the men that they work alongside. However, in some industries, the men are actually just as discriminated against as women. Administration being a prime example of this.

Administration is often seen as ‘women’s work’. If a man is found in one of these roles, then they may be seen as working beneath their skill level. But why is this? Why is admin seen as women’s work?

A recent survey by Careersmart found that 77% of our administrative work force are women and a measly 23% are men, however the average salary of a man working in this type of role is around £4000 higher than the average female is being paid. https://careersmart.org.uk/occupations/other-administrative-occupations

Why is admin seen as women’s work?

  • Women are more organised and able to multi-task

One thing that many people think about women, is that they are the best at multi-tasking and tackling many jobs at once. Men, on the other hand are not quite as recognised for their ability to focus on many things at once, which is why they are not often seen as the ideal admin worker.

  • Women are more social

An important part of any admin role, but particularly those that involve being customer facing, is being able to be approachable and social. Women are always seen as being more social than men. They find it easier to chat, to get to know other people and to be personable and friendly.

  • Women are not seen as keen on technological roles

Whilst many office jobs are seen as “women’s work” when it comes to IT and dealing with other aspects of technology, men are definitely seen as being more prevalent. It is thought that women might not be as interested in roles that deal with technology, instead focusing on softer skills.

Of course, whilst these are thought to be the reasons why there are fewer men working in admin, these are not actually true and are just stereotypes. Male administrators are just as talented, capable and able as female administrators, and can prove to be a valuable part of any team. Over my last 4 years at Cherry Pick People some of my most successful candidates in administrative roles have been male.

Ask yourself, would you consider hiring a male administrator?

In any business, balance is KEY and both men and women are capable of doing any roles that they want to tackle. The ability to do a job is not down to your gender, is more about your skills, your experience, your knowledge and whether or not you are the right person for the job, regardless of what that job is…

Posted by & filed under Advice, Blog.

Social media impacts every single person’s life on this planet, there are over 2.206 billion active users, a global penetration of 30% – In the UK alone 96% of adults are on Facebook and 1 billion people Worldwide log onto Instagram monthly. As a recruiter I am often asked about the impact of social media on job applications – shall I change my settings to private? Shall I hide people from being able to search for me? Shall I delete those terrible old posts with my tongue piercing and bright pink hair?

Social media can provoke a prejudgement on someone before meeting them – whether you like it or not. Will this be your friend or foe? Career builder conducted a survey last year and found 37% of employers use social networks to screen potential job candidates. This means 2 in 5 companies browse your social media to evaluate your character and personality! Some employers even base their hiring decision on what they may or may not find. This can both be beneficial and harmful to a candidate for example 29% of employers said they found something they liked on a candidates profile which prompted them to offer the job.  However 1 out of 3 of the employers will drop a candidate due to something they saw on him or her online! 68% of potential employers will look at your Facebook or Instagram during the screening process – let’s keep the pictures nice and friendly!

From a recruiter’s point of view – it can be both harmful and beneficial to a job search. Social media can expose things a potential employer may not like to see – for example that drunken night out at university in 2011 you do not want to remember – let alone the CEO of a company you are applying to! However, also not being able to find a social media account can also be just as damaging – If employers search and cannot find you their thoughts are why are they not on facebook? I can find X person now, they look nice so I will call them instead… Do you get my point?

My thoughts on my own social media account is to not say anything I would not say in front of my Mother (the fact I have my mum on all social media also helps this along very nicely) – cheers Mum 😉 Delete those old pictures and status’s from 2am in the morning after Oceana! Think of your social media as a representation of yourself – how would you like to be perceived?

For further advice on how to make the best use of your social media profiles to maximise your chances of securing your dream job, feel free to contact me.

Posted by & filed under Blog, Industry News, Opinion.

A reoccurring conversation I have had over the past 12 to 18 months is the candidate shortage within the Property market – especially in Sales. Why is it harder to find good people I am asked? What factors are affecting this?

There could be many external factors which could be influencing the market…

Firstly, unemployment is at an all-time low of 4.4% (REC) – this indicates that there are therefore fewer people to fill roles. As permanent placements remain stagnant – temporary and contract recruitment is increasing from 33% in March 2015 to 57% in March 2018 (REC).

Is it the uncertainty of Brexit? Inflation to live in London? Wages catching up with cost? Or are people’s ideologies changing?

I have worked within Property since 2012 working my way up to Head of Department in the Sales, Lettings & New Homes Division – during my time within the Sector – now is the time I have seen most unease.

Secondly, the Property Recruitment Market reflects the current Property market…

Property Market update

Several factors are blamed for poor Property Sales growth including “subdued economic activity” (the Mortgage Lender) – also household outgoings are higher which is affecting the demand. According to Cost of Living Survey (which ranks 209 cities globally for costliness) London has leapt from 29th to 19th in 2018.

Demand has dropped off, Jeremy Leaf states the number of £1m houses on Sales throughout London are at a record high – buyers are just walking away from the “ridiculous” prices. Rightmove shows in June 2018 there were nearly 20,000 houses and flats on for Sale – a record. Rightmove also disclosed there were 16.4% more London homes on the market compared with June 2017 with the number of Property Sales in the Capital are down by 5% in the past 12 months (The Independent).

The average house price in the Capital has increased by 500% in the past 20 years from £98,000 to £485,000 in January 2018 – compared to the £277,000 UK average (Property Week).

The Berkeley Group which builds luxury homes in London and the South East warned in a report that profits were likely to fall in 2018 by a third due the constant weight of Brexit uncertainty on the London housing market (The Berkeley Group).

On a positive note, Homes & Property state with the significant increases of the number of houses and flats on Sale in the Capital it gives buyers A LOT more options in comparison to previous years and if prices remain steady and wages increase this will see properties become more affordable.

When I first started at Cherry Pick People Recruitment in 2012 – candidates did not question the low basics and high commission however as the years have gone by and the Property and Property Recruitment Markets have changed rapidly – so has people’s ideologies.

The emphasis of the “work hard, play hard” mentality and working 70 hours a week have decreased in our candidates’ desires.

Perhaps the factors I discussed above have influenced – the current rate of unemployment at all time low in the UK, the inflation of household costs, mortgages and house prices add to the stresses of the 2018 worker – has the uncertainty of the Property market made the Property employee uncertain?

So, with this change, people seem to be far more focused on well-being, health, social time and less stress. We have seen that candidates our asking most about free weekends, benefits, less hours and higher basics.

I’m sure many of you who have been in the industry will feel you don’t want people with these types of drivers – “as they don’t make good sales people” but perhaps as society, how we buy, the markets change we need to change with then???

Posted by & filed under Opinion.

Bermondsey is back on the map with its glorious river views, cobbled streets, old railway arches and fab transport links.

It has a very different feel to lots of other parts of South London, quaint, artistic and somewhat industrial but then busy enough to feel very much part of Zone 1. My first experience of Bermondsey was as a fresh faced ex-pat from Leeds, visiting a hairdresser on Jamaica Road, I couldn’t quite get over how different Bermondsey was from Clapham where I then lived.

Historically the Docklands suffered extreme damage in World War 2 and then many of the desecrated wharfs and warehouses remained empty until the early 1980s, and fast forward to 2018 they are now home to some of the most opulent residential properties in London.

Bermondsey is a host, not just to affluent warehouse conversions, but also pre-war, post-war, ex -local authority properties, period properties and now many new riverside developments. There is something to suit every person’s property palette!

The transport links are great too, with the Jubilee line, South Bermondsey Station, London Bridge on the door step and a stone’s throw from Canada Water, Rotherhithe and Surrey Quays.

The Docklands is home to some exquisite restaurants such as Le Point De La Tour, José, Goodman and Scoff & Banter to name a few. There are also parks such as Southwark Park and Bermondsey Spa Gardens and great markets such as Borough Market, Maltby Street Market and Bermondsey Antiques Market.

For me the pièce de résistance is that Bermondsey is very close to The Globe Tavern in Borough Market and anyone who knows me, knows how much I love Bridget Jones and some of my favourite scenes were filmed outside the pub and her fictional flat actually exists and this is the one-bedroom flat above The Globe Tavern.

The Telegraph published an article in September 2016 about whether Bridget could still afford her 1-bedroom flat:

https://www.telegraph.co.uk/property/buy/could-bridget-jones-still-afford-that-flat-above-borough-market/

Estimating the value now, I would gage it as being between £750,000 and £770,000, they anticipated that in 2001 is was worth approximately £190,000 which is around a 300% increase in value, which shows the transformation of the Docklands, which bares similarities to the “gentrification” of Brixton, which was something that I mentioned in a previous blog:

https://www.cherrypickpeople.com/2017/12/11/the-gentrification-of-brixton/

So this brings me back to the original question

“Why would I want to work in Bermondsey?”

Simple answer, I want to sell Bridget Jones flat!

In all seriousness, why wouldn’t you want to work in Bermondsey?! it has such great amenities and transport links, house prices and rents have risen significantly and on top of that as an estate agent, I think it’s great to see such a mixture of well-established boutique independent agencies working next to and alongside the big corporate agencies! The Docklands and Bermondsey, don’t follow the usual structure, they are diverse and culturally explorative. Viva The Docklands!

I would love to speak to property professionals in and around The Docklands as I currently have a number of opportunities for both senior sales and lettings negotiators who are looking for a fresh challenge with either boutique independent agents or larger corporate agencies. The packages are starting at £18,000 going up to £25,000 with healthy commission structures, the time is now to kick start your career!

I’d be interested to hear your thoughts on Bermondsey, do you live there? Work there? Socialise there? What makes it special to you?

 

 

Posted by & filed under Opinion.

Overlooked:

• To fail to notice or consider
• To ignore deliberately or indulgently; disregard

Underappreciated

• Fail to value sufficiently highly
• To not hold in sufficiently high esteem.

These are the words that I am hearing over and over again this month from candidates who seemingly work for exceptional companies.
Many of them have been with their companies for a substantial amount of time, however are unhappy by the way in which they are being treated.
I went to a seminar a few weeks ago where they stated that employment is at its highest since records began and many job portals are boasting that they are at their highest level of job postings.
I have also noticed that many of these experienced candidates who are feeling underappreciated and over looked, start the process of looking for a job and then go quiet. I think for many of them, this is a confidence issue. They know they are not happy, they then get overwhelmed by the number of jobs available to them and then think:

• “What if things are not better?”
• “How will I fit into this company’s culture?”
• “Will I bank?”
• “What happens if I don’t bank money?”

Across the board, we are gaining new clients who have come to us as they are struggling to successfully recruit themselves, they have offered candidate’s positions and then these candidates have failed to start the positions instead favouring the counter offer, or have just decided to say nothing to their current employer and stay where they are.

The counter offer and making the right choice when moving company, is actually something that both my director Lema and I have written about in previous blogs, as it is something that is very current in today’s market:

https://www.cherrypickpeople.com/2016/08/23/6-reasons-accepting-counter-offer-rarely-good-idea/

https://www.cherrypickpeople.com/2016/09/21/changing-jobs-right-reasons/

As recruiters, this has meant that we are just as busy, if not busier than we were and with there being more jobs but less committed candidates, it means a lot more search and selection and effective headhunting.

To me the current situation raises three main questions:

• Can employers do more to engage with and retain existing employees?
• Do experienced candidates need to have more confidence in the value of their skillset and what they have to offer a company?
• Once a company have recruited a member of staff what can they do to make the on boarding process smoother to ensure that the member of staff joins and stays with that company?”

These are all things that we as a company specialise in, so rather than just securing our clients the right employees, we can help with the on boarding process and look at how to retain existing employees.
With candidates, we aim to build the kind of relationships with them which allows them to understand their worth, meaning that they make better and more informed decisions, that in the long term, they will be happy with.

What are your thoughts? Are you struggling with employee engagement and retention? Or are you looking to make a move but are lacking the confidence in either yourself or the market?
If so it would be great to have a chat about this, feel free to get in touch with me, you can send me a message on here or drop me an email at Lisa.Clarke@cherrypickpeople.com or call 0203 5877 051.