Wednesday 22nd June 


When deciding whether to accept a job offer, many people see salary as the key factor.  

You need to realistically evaluate how much your skills and experience are worth before you accept the salary you've been offered.  Various websites and your recruitment consultant / agency can give you a good idea of the average salary bands within your industry, position, experience and qualifications.

The salary on offer might be suitable for now but, it's also important to consider your future prospects, without annual cost-of-living increases, your income could depreciate in real terms over time.  If there’s a bonus scheme in place, don't be afraid to ask the frequency of pay out and if it’s based on individual / team / company performance.



Monday 30th May


For company leaders and for the foreseeable future, being an employer in an employee’s market is a huge challenge.

Post-pandemic, many people are reassessing their priorities and personal goals. Some employees are switching to companies that better align with their preferences, while others are changing careers entirely.  There’s a lot of churn in the job market and therefore, high numbers of job openings, as a result, the market is tilted in favour of job candidates.

To avoid losing people to post-pandemic turnover, companies are wise to step up their efforts to keep employees happy, engaged and motivated. To attract talented people on the move, companies must also figure out how to outshine competitors. That’s why recruiring and retention are major focuses in an employee’s market.

Here are a few ways you can retain your current employees and attract the best talent for your organisation:

  • Identify what makes you different from other employers, especially your competitors.
  • Talk to your employees. Look at exit interviews as well as onboarding feedback to find out what is keeping employees at your company and what’s driving them away. See how you can improve and what you should emphasize to candidates.
  • Act quickly and differentiate your company, or your competition will beat you to it.

One of the best ways to attract and retain top talent is to create a good company culture.  A positive work environment can be a major selling point for potential employees and it can also help to keep current employees happy, improving morale and engaged in their work, increasing productivity.

Some things you can do to create a good company culture include:

  • Encouraging open communication
  • Offering employee development opportunities
  • Fostering a team environment
  • Making sure your workplace is safe and comfortable

Another way to attract and retain top talent is to offer a health / dental insurance plan. In today’s job market, employees are looking for companies that offer good health benefits.  Offering a health insurance plan is an important part of any benefits package and it can be a major selling point for potential employees, you will also improve the overall health of your employees and demonstrate you care about their wellbeing.

Offer the opportunity to make a direct impact, in today’s job market, employees are looking for companies where they can have a direct impact on the company’s success.  This will improve attitudes and motivation within your company.

Some things you can do to offer the opportunity to make a direct impact include:

  • Giving employees a voice in decision-making
  • Encouraging employees to share their ideas
  • Allowing employees to take on new responsibilities
  • Giving employees the opportunity to lead projects

The recent events of the COVID-19 pandemic have shown that many employees are looking for and value companies that offer flexibility, remote or hybrid working.  

These strategies can help you attract and retain the best workers in today’s employee’s market.


Tuesday 3rd May


To celebrate the Queens 70 year reign we are offering one lucky winner the chance to enjoy afternoon tea for 2 in the beautiful grounds and stunning views at the St Brelades Bay Hotel.  To be in with the chance of winning simply head to our FB page, like our page and share the competition post.  The winner will be announced Wednesday 1st June.  Good Luck!



Tuesday 19th April 


In todays climate, it’s not unusual to have an initial interview by phone prior to progressing to a face to face (if successful) second interview. 

Have a copy of the job description and your CV to hand, the interviewer will be sure to reference information from either if not both of them.

As with any interview, preparation is everything.  Do your research on the company and the role you are applying for.  You want to show the perspective employer / interviewer you’ve done your homework and that you’re fully committed and seriously interested.

Have a list of questions and topics relating to the job / company to demonstrate your communication skills and ability to think on your feet.

Make notes during the interview that you can refer to later. 

Make sure you are in a quiet location without distractions or fear of interruptions of children / pets.



Friday 25th March


If you want to move closer to reaching your professional goals, it’s crucial to subjectively take a look at your current skillset and then make concrete plans to fill any gaps you may have. It’s vital to appreciate the difference between skills and competencies, skills being the specific learned abilities and the competencies being knowledge and behaviours that contribute to your success in a job. By understanding the differences between the two, you’ll gain a better awareness of which areas you need to focus on to reach your career goals. #toptips #topjerseyrecruitment #careergoals



Tuesday 8th March


Today we celebrate and recognise the achievements of inspirational women on International Women's Day and to draw global attention to women everywhere when it comes to gender equality, bias, stereotypes and discrimination. Its goal is to make the world more diverse, equitable and inclusive for them.

This year’s theme is #BreakTheBias and asks the world to call out instances of bias against women in the workplace, at school and at home. The campaign asks that people show their support for this year’s theme by posting selfies to social media posing with their arms crossed along with the hashtags #BreaktheBias and #IWD2022. 

People have traditionally worn purple on Intrnational Women's Day.  Purple, along with green and white are considered the colours of International Women’s Day, according to the website.  These colours have roots in the United Kingdom's Women's Social and Political Union from the early 1900’s.




Gone are the days when a salary-boosting counter offer would successfully retain a resigning staff member. Today people leave jobs for a range of reasons, which are seldom addressed by a counter offer.

From looking for a new challenge to career advancement, a desire to work with newer technology or within an organization where they can contribute and feel valued, people change jobs for a number of reasons. Why then would a pay rise, new job title or additional benefits be anything other than a superficial tactic to convince you to stay?

If you receive a counter offer, it’s worth considering the reasons why you initially looked for a new role to begin with. They must have been serious and genuine since you not only looked for a new job but applied, were interviewed and accepted a position elsewhere. These are not the actions of someone satisfied in their current role.

Of course it’s flattering when your boss makes a counter offer upon hearing of your decision to resign. But if you look at the situation objectively, you’ll see that recruiting a replacement for a vacated role can be time consuming. We are all time-poor, your boss included, so if there’s even a small possibility of avoiding interviewing, onboarding and training up someone new, your boss will take it.

Those in the latter group have employers who actively seek to address the reasons that drove them to accept another job. Rather than offering a hollow new job title or a few additional benefits, they make real change that motivates, engages and develops the career of their employee.

But the majority of people are not so lucky and find themselves resigning again within a year. Their original motivations for looking elsewhere are not addressed, meaning their career is in limbo and engagement and motivation are low. Added to this is the broken trust that now exists with your boss, which can be very difficult to deal with.

While every situation is unique, you should consider your original motivations for leaving and question if the counter offer is really worth remaining for.