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Should I stay or should I go?

Looking for a new job is never an easy path to take for many people; however the path is blocked by a massive door which many struggle to breakdown. The door represents the question “should I look for a new job?” and for some this is simply never answered. The result being you dither about the subject for some time, before eventually deciding that it’s “better the devil you know” and stay where you are.

For a large number of potential job seekers the fact that they haven’t looked for a job for a while and are unsure of the process ,is what stops them from actually looking. If only there were a few self-critical questions we could ask ourselves to discover if the time to move jobs is in fact now……

  • Do you feel passionate about the industry you are currently in?
  • Can you picture yourself willingly working in the same industry in 5 years’ time ?
  • Can you picture yourself doing the same role in 12 months’ time?
  • Do you start counting the hours left on a Sunday before you have to return to work?
  • Do you like more than two thirds of the people you work with?
  • Has your employer provided a clear understanding of how you and your role can develop over the next 12 months?
  • Does the company culture let you develop your own skills and reach your full potential?
  • Are you in a situation where financially you can keep earning the same level in 12 months’ time?
  • Can you continue to commit to the same commuting hours per week or are they becoming excessive?

If you can’t honestly answer these questions with a positive attitude,  then quite simply why are you still reading this and not reaching for your CV to start giving it a polish?! Yes we all have bills to pay and financial commitments we must honour, but that shouldn’t be your motivation. Staying in a job that is not giving you the satisfaction and happiness levels you need to be the type of person you want to be, is only going to cost you something that no amount of money can repair – your sense of well –being. Self-respect, self-esteem and personal development are worth investing in.

If you are near the start or the end of your career then you can still ask yourself the same overriding question which will soon help you realize what is required of you. “Can I see myself willingly doing this role or work in this industry for the next X number of years before I can retire?”

If you can’t then why put off for tomorrow steps you can take today to secure your long term happiness and self-respect? Remember if you hate Mondays and the thought of getting up after Sunday is over and done with then this is a subconscious sign that changes are needed.

Contact us at THC Recruitment for advice on career paths, CV writing and if you are looking to progress in the asset finance industry. 01279 713900 info@thcrecruitment.co.ukchange

In 2015, members of the Finance & Leasing Association (FLA) provided £110 billion of new finance to UK businesses and households, £37 billion of which helped consumers and businesses buy new and used cars, including over 80% of private new car registrations.

Mind the Skills Gap

Mind the Skills Gap

The growth in asset finance of new business (primarily leasing and hire purchase) of 12% in 2015 was the market’s second consecutive year of double-digit growth. Figures also show a 22% growth in point-of-sale consumer new car finance volumes in December, and 10% growth in 2015 as a whole. The percentage of private new car sales financed by FLA members through dealerships reached 81.4% in 2015, up from 75.9% in 2014.

Geraldine Kilkelly, Head of Research and Chief Economist at the FLA, said: “2015 was another strong year for the asset finance industry, with new business reaching its highest level since the onset of the financial crisis. Our latest industry confidence survey suggests growth in new business of up to 10% in 2016. The asset finance industry funded almost 32% of UK investment in machinery, equipment and purchased software in 2015, and the FLA’s latest retail motor finance confidence survey suggests that we will see new business growth in 2016 of up to 10%.”

However, all this good news does have a downside, with a huge shortfall of employee candidates. Julie Ramsay, MD of THC Recruitment said: “In the recession, a lot of people left the  industry through redundancy, and there followed five static years where there was no recruitment and no training. Now the economy has recovered, we’ve got more vacancies on our books than we’ve had in six years without enough candidates to fill them.

“In fact, the market has changed massively over the past five or six years. Brokers are very strong and there are lots of  completely new opportunities thanks to the rise of the challenger banks, so good candidates are very much in demand. In a candidate-driven market, companies are having to act quickly to offer them a job, otherwise they’re gone!”

Candidates: If you’re looking for your next job in motor finance or asset finance we have lots of employers who are offering very attractive packages. So if you’re looking for a new career move, get in touch now to register your interest.

Employers: We are continually adding new candidates on our database so if you have vacancies, contact us to let us know what you need.

There’s been some noise about the 6 second hug at meetings replacing that stiff handshake (as a simple human touch can have a massive impact on the way we value and view others and therefore it’s better for business) but we would say some of the workplace trends that have come into focus in 2016 have all already existed. What would you add to the list?

Technology-driven space & design

In recent years, many companies have become “remote friendly,” but in 2016, that paradigm will continue to shift towards companies that are built to be mobile from inception. Many businesses now solely operate “in the cloud” and an increase in this will see many industries and companies becoming paperless.

thcoffice1

In terms of office design, a number of trends are emerging as employers look to cut costs and increase collaboration. Employees will increasingly work in open-plan spaces without assigned offices or cubicles which has a number of benefits such as reducing the number of desks and floor space needed, ultimately lowering the organisation’s costs. Some offices are also introducing wellness areas to allow staff to take time out in technology-free spaces.

Design has always been important in consumer products because it entices people to buy things but at work we will increasingly demand and receive more well-designed tools, systems and apps so that everything inside the company is easy to use and this will be not just in the Marketing department!

New Leadership Expectations

Leaders have traditionally been selected based on experience and company loyalty, but those leading today’s biggest organizations are not necessarily those who have spent the most time climbing the corporate ladder. That’s because the very nature of management has drastically changed in recent years, resulting in a new set of expectations for those at the top. Soft skills as well as technical know-how are deemed equally important.

Flexibility

Flexible working remains the focus for many businesses, driven by employees  seeking greater work/life balance. This is especially the case for those with young families, as well as for older workers looking to remain active in the workforce, but who no longer wish to work nine-to-five. Gen Y and the Millennials also expect increasing flexibility and autonomy. This will be a workplace dynamic managers will have to negotiate this year and beyond.

Digital Savvy

“Presenter”, which was renamed by Powerpoint by Microsoft in 1990, has remained the standard presentation tool ever since. But in 2015, demand for PowerPoint skills was down 5%, while projects on dynamic presentation platforms like  Keynote grew by 18%, respectively.  Static presentations are quickly being replaced by motion graphics, while video is becoming a preferred presentation medium over images. Do not be left behind in the digital wave.

If you need any advice or need more information call us on 01279 713900 or visit www.thcrecruitment.co.uk.

 

A quarter of a century in the recruitment industry surely qualifies Julie Ramsay, Managing Director of THC Recruitment Ltd., specialists in Asset and Motor Finance recruitment, as something of an industry guru?

Julie Ramsay

Julie Ramsay, MD of THC Recruitment Ltd

Certainly she has seen huge changes in recruitment since she first entered the business 25 years ago. A graduate of the University of Bradford, where she did a BSc in Social Science, Julie joined Pitney Bowe’s graduate trainee scheme and worked her way up through the ranks to National Accounts Sales. After leaving Pitney Bowes she worked briefly in sales recruitment before establishing Persona Training and Recruitment which became THC Recruitment Ltd in 2001.

Based in Bishop’s Stortford, the company specialises in financial recruitment in particular asset finance and leasing and motor finance.  It also recruits sales and support staff for associated industries including insurance and capital equipment.

“I started my own business 23 years ago initially working with my husband Mike Ramsay of Persona Training (specialists in Leasing Sales Training) and early on I had the opportunity to run a contract for a large new leasing company,” explains Julie. “My specialism in asset venture and motor finance basically cascaded from there.  In addition I had lots of contacts in leasing from my days in Office /Mailing Equipment sales.”

THC Recruitment is a key player in supplying staff to many of the country’s leading banks, finance houses and brokers. The company has weathered two recessions which has prompted many changes in the industry. “Since the last recession the biggest change is in who the main players are,” explains Julie. “Before the recession the market was dominated by large banks and leasing companies but since then there has been a significant growth in brokers.  As a result we find that in addition to banks many of our clients are now brokers.”

In the last 18 months there has been a significant increase in the amount of lending and funding taking place particularly by the “challenger Banks” resulting in a buoyant recruitment marketplace. In fact Julie and her team have been inundated with vacancies; in just one week recently they received requests for more 20 business development managers, five vendor finance opportunities and six credit risk roles.

“The market is definitely candidate driven rather than client driven at the moment,” says Julie. “There’s a shortage of good candidates partly because things are picking up but also because over the last five or six years a lot of candidates left the business. Firms really don’t want to lose their good staff to other companies and so if a member of staff gets offered a new position they tend to come back with a counter bid to try and get them to stay.”  

She predicts that 2016 will continue to be candidate driven and that the job market will remain extremely buoyant though she expects to see an even greater increase in the prominence of brokers and in the Block Discounting sector.

To see how Julie and the team at THC Recruitment Ltd could help you, or your business, call 01279 713900 or visit www.thcrecruitment.co.uk.

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    • Our sister company is Persona Sales Training – a specialist training company in leasing and vendor finance.

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