06522a04

Leadership Lessons from the Garden

Mon, 18 Aug 2025 21:12:05 GMT

Why Every Employee Needs Their Own Care Label

Why do some employees thrive whilst others struggle in the exact same role, with the same manager, in the same company culture? It's one of the most frustrating puzzles in leadership.

We spend millions on engagement surveys, team-building exercises, and leadership development programmes, yet we often miss the most fundamental truth: no two employees are wired the same way. What energises one person drains another.

In order to understand this, we need to think about the challenges of gardening. If you've ever tried to keep houseplants alive, you know the secret: different plants need completely different care. Some thrive in direct sunlight whilst others wilt. Some need daily watering whilst others prefer to dry out between drinks.

Employees are exactly like plants. They all need different environments, support, and care to truly thrive. But here's the crucial difference that many leaders miss—unlike plants, the only way to understand what an employee needs is to ask them. What's written on their "care label"?

The Monstera Employee: Thriving in Bright but Indirect Light

Some of your team members are like my beloved monstera. Put them under the harsh spotlight of constant scrutiny or micromanagement, and they'll literally wither before your eyes. Their leaves will curl, their growth will stunt, and eventually, they'll start looking for a new pot to call home.

But give these employees the right conditions—autonomy, trust, and regular but gentle check-ins—and watch them flourish. They produce their best work when they have space to breathe, freedom to approach problems creatively, and managers who provide support from a respectful distance.

These are often your deep thinkers, your introverts, your detail-orientated perfectionists who need quiet time to process and create. They don't need you hovering over their shoulder; they need you to create psychological safety and then step back and let them work their magic.

How to nurture your Monstera employees:

Schedule regular but brief check-ins rather than constant supervision
Give clear expectations upfront, then trust them to deliver
Provide resources and remove obstacles without taking over their process
Celebrate their achievements publicly but respect their preference for low-key recognition

The Rose Employee: At Best with Regular Care

Then there are your rose employees—absolutely flourishing when properly maintained, but they need those regular one-on-ones to remove what's blocking their growth. These team members thrive on feedback, both positive and constructive. They want to know how they're doing, where they can improve, and what obstacles you can help clear from their path.

Like roses that need spent blooms removed to encourage new growth, these employees benefit from managers who actively help them identify and eliminate what's holding them back. Maybe it's a process that's become outdated, a skill they need to develop, or a relationship that needs mending.

How to nurture your rose employees:

Schedule consistent, meaningful one-on-ones focused on growth and obstacles
Provide specific, actionable feedback regularly rather than saving it for annual reviews
Help them identify and remove barriers to their success
Celebrate their wins and help them learn from setbacks
Invest in their professional development and skill-building opportunities

The Pothos Employee: The Resilient Self-Starter

And then you have your pothos employees—those incredibly resilient self-starters who seem to thrive no matter what you throw at them. They adapt to new situations with grace, figure things out on their own, and often become the backbone of your team's stability.

These employees are like the pothos plant that can grow in water, soil, bright light, or shade. They're your go-to people when everything hits the fan, your reliable performers who rarely need hand-holding. But don't mistake their self-sufficiency for not needing care at all.

How to nurture your pothos employees:

Don't take their reliability for granted—acknowledge their consistent contributions
Challenge them with new opportunities and stretch assignments
Include them in strategic decisions where their adaptability adds value
Make sure they're not burning out from being everyone's go-to person

The Art of Reading Care Labels

Here's where the plant metaphor becomes critical for every leader: plants come with care labels, but employees don't. You have to ask.

Too many managers assume they know what their people need based on their own preferences or past experiences with similar employees. But just because Aisha thrives with daily check-ins doesn't mean David will. Just because Lauren prefers written feedback doesn't mean Elena does too.

The most effective leaders I know are like master gardeners - they're constantly learning about each plant in their care. They ask questions like:

"How do you prefer to receive feedback?"
"What kind of support helps you do your best work?"
"When do you feel most energised and productive?"
"What obstacles are currently slowing you down?"
"How do you like to be recognised for good work?"

Creating the Right Environment

Understanding your employees' care labels is just the first step. The real leadership challenge is creating conditions where different types of people can thrive simultaneously.

This might mean:

Flexible communication styles : Some people need face-to-face conversations whilst others prefer written communication
Varied recognition approaches : Public praise for some, private acknowledgement for others
Different levels of autonomy : High independence for your some employees, more structured support for others
Customised development paths : Stretch assignments for your pothos employees, skill-building for your roses, creative projects for your monsteras

The Growth Cycle: Knowing When to Repot

Just like plants eventually outgrow their pots, employees outgrow their roles. A good gardener knows when it's time for a bigger container, fresh soil, or even a completely different location.

Watch for these signs that an employee might be ready for "repotting":

They're mastering their current responsibilities with ease
They're taking on additional challenges without being asked
They're expressing interest in new areas or skills
They seem restless or less engaged despite good performance
They're mentoring others and showing leadership qualities

Sometimes repotting means a promotion or new role. Sometimes it means additional responsibilities or a lateral move to learn new skills. And yes, sometimes it means helping them find opportunities outside your organization where they can continue to grow.

The Leader as Master Gardener

The best leaders understand that their job isn't to treat everyone the same, it's to give everyone what they need to flourish. This requires:

Observation skills : Notice what energises each person and what drains them. Pay attention to when they do their best work and under what conditions.

Regular maintenance : Just like watering and fertilising plants, employees need consistent feedback, recognition, and support. Don't wait until the annual review to address issues or celebrate successes.

Patience with different growth cycles : Some people bloom quickly while others take time to develop. Some show steady, consistent growth while others have periods of rapid development followed by consolidation phases.

Willingness to adjust : If something isn't working, be ready to change your approach. The environment that worked six months ago might not be right today.

Building Your Garden Team

Your team isn't a monoculture, and that's exactly what makes it valuable. The diversity of working styles, communication preferences, and growth patterns creates a richer, more resilient organisation.

The magic happens when you create an environment where all these different types can not only coexist but actually support each other's growth.

The Care Label Conversation

So here's my challenge to every leader reading this: Have the care label conversation with each person on your team. Don't assume you know what they need. Ask them directly:

"If you came with care instructions like a plant, what would they say? What conditions help you thrive? What kind of support do you need? How do you prefer to receive feedback? What energises you, and what drains your energy?"

And for everyone else: Have you told your manager what's on your care label? Don't assume they can read your mind. Be proactive about communicating what you need to do your best work.

Cultivating Growth

Leadership, like gardening, is both an art and a science. It requires knowledge, patience, attention to detail, and the wisdom to know that what works for one plant won't necessarily work for another.

But when you get it right—when you understand each person's unique needs and create conditions for them to flourish—the results are beautiful. You'll have a team that's not just productive but genuinely thriving, growing, and contributing their best work.

So take a moment to look at your team through the lens of a master gardener. What does each person need to thrive? What's written on their care label? And more importantly, are you providing the right environment for their unique type of growth?

Remember: your job as a leader isn't to create a perfectly uniform lawn. It's to cultivate a thriving garden where every plant can reach its full potential.

What kind of plant are you? And have you shared your care label with the gardeners in your life?

About the Author

Emma Green is a recruitment and HR specialist and fractional people lead who helps organisations build thriving, diverse teams. With extensive experience in talent acquisition and people development, Emma specialises in creating workplace environments where different personality types and working styles can flourish together. She believes that understanding what makes each individual tick is the key to unlocking team potential and organisational success. @askemmahr info@sandbeckgreen.com

Beyond the CV: How Skills-Based Assessments Cut Through AI-Generated Noise to Find Real Talent

Thu, 17 Jul 2025 13:14:50 GMT

In today's hyper-competitive talent landscape, the traditional CV is rapidly losing its reliability as a hiring tool. With AI-powered writing assistants crafting compelling narratives and platforms like Canva enabling anyone to create visually stunning presentations, the polished facade has never been more misleading. The question facing every recruiter and hiring manager is no longer whether a candidate can present themselves well, it's whether they can actually do the job.

The Great Deception: When Perfect Presentations Hide Performance Gaps

We're living in an era where a candidate's ability to leverage technology can mask fundamental skill deficiencies. A beautifully designed CV created in minutes using Canva templates, combined with AI-generated content that perfectly mirrors job descriptions, can make virtually anyone appear like the ideal candidate on paper.

But here's the harsh reality: your next hire's success won't be determined by their graphic design skills or their ability to prompt ChatGPT. It will be determined by their capacity to solve real problems, navigate complex challenges, and deliver tangible value to your organisation.

The Skills That Matter: IQ Meets EQ in the Modern Workplace

In our fast-paced, competitive business environment, technical competence alone isn't enough. The most valuable employees possess a combination of hard skills (the measurable, job-specific abilities) and soft skills like emotional intelligence, adaptability, and collaborative problem-solving.

Can your potential software developer actually write clean, efficient code under pressure? Does your prospective trader understand market dynamics beyond textbook theory? Can your marketing candidate create compelling campaigns that drive real results, not just aesthetically pleasing presentations?

These are the questions that matter, and they can't be answered by scanning a CV or conducting a standard interview.

The Solution: Skills-Based Testing That Cuts Through the Noise

Skills-based assessments are the antidote to recruitment guesswork. By implementing targeted testing throughout the hiring process, we can move beyond assumptions and into evidence-based decision-making.

Whether you're evaluating:

Coding proficiency through real-world programming challenges
Trading knowledge via market simulation exercises
Language abilities through comprehensive proficiency tests
Analytical thinking using numerical reasoning assessments
Leadership potential through situational judgement scenarios

These tools provide objective, measurable insights into a candidate's true capabilities.

Building Skills Assessment into Your Recruitment Process

The most effective recruitment strategies integrate skills testing at multiple touchpoints, creating a comprehensive evaluation framework that reveals both technical competence and cultural fit. This approach doesn't just identify who can do the job; it identifies who can excel in your specific environment whilst contributing to your strategic growth objectives.

The key is customising assessments to reflect the real challenges your team faces. Generic tests won't cut it. Your evaluation process should mirror the actual work environment, time pressures, and collaborative dynamics your new hire will encounter.

The Competitive Advantage of Evidence-Based Hiring

Organisations that embrace skills-based recruitment gain a significant competitive edge. They make faster, more confident hiring decisions. They reduce costly mis-hires. Most importantly, they build teams capable of executing their strategic vision rather than just looking good on paper.

In a world where anyone can create a compelling CV, your ability to see beyond the surface and identify genuine talent becomes your greatest recruitment superpower.

Ready to transform your recruitment process and build a team that drives real results?

For more information on how you can recruit your ideal team to meet your strategic growth targets, reach out to me.

About Emma Green

Emma Green is a recruitment strategist and talent acquisition specialist who helps organisations build high-performing teams through skills-based hiring methodologies. With extensive experience across diverse industries, Emma partners with clients to develop customised recruitment processes that go beyond traditional CV screening to identify candidates who can deliver measurable business impact.

Connect with Emma to discover how you can transform your hiring outcomes and accelerate your business growth. emma@sandbeckgreen.com

Rethinking Workplace Celebrations: Moving Beyond the Pub

Mon, 07 Jul 2025 09:20:57 GMT

It's Alcohol Awareness Week, and it's time businesses reconsider their relationship with alcohol in the workplace.

The champagne cork pops, glasses clink, and another successful quarter is celebrated with a magnum of champagne . Sound familiar? For many of us, this scene has played out countless times throughout our careers. Made a sale? To the pub. Won a new client? Cocktail bar. Bad day? Well, that's definitely a pub situation.

I lived this culture for years, particularly in my early career when overpriced cocktail bars became our second office during those carefree, pre-family days. I loved it—the high life, staying out all hours, the camaraderie that seemed to flow as freely as the drinks. But as Alcohol Awareness Week reminds us, it's time to pause and consider: what about those who can't or don't want to participate?

The Hidden Cost of Boozy Celebrations

While I was living it up, revelling in the spontaneous post-work drinks and elaborate celebrations, it didn't cross my mind that there may have been colleagues who didn't drink or who quietly declined invitations or nursed a single drink all evening. For someone with alcohol dependency issues, these workplace traditions aren't just uncomfortable—they can be genuinely harmful. For colleagues whose faith or personal beliefs mean they avoid alcohol, these celebrations can feel exclusionary rather than inclusive.

The reality is that our default celebration mode often centres around alcohol consumption, inadvertently creating a two-tier system where full participation seems to require drinking. This isn't just about being considerate—it's about recognising that truly successful businesses are built on inclusive cultures where everyone can celebrate achievements together.

Building Inclusive Celebration Culture

Forward-thinking businesses are already reimagining how they mark successes and milestones. Instead of defaulting to the pub, they're exploring celebrations that bring everyone together:

Wellness-focused rewards like spa days, fitness class memberships, or mental health workshops show employees that their wellbeing matters beyond just hitting targets.

Team lunches at interesting restaurants create the same social bonding experience without the pressure to drink, and everyone can participate regardless of their relationship with alcohol.

Outdoor activities such as team hiking, go-karting, or adventure courses build camaraderie through shared experiences rather than shared drinks.

Learning experiences like cooking classes, art workshops, or skill-building sessions celebrate success whilst investing in personal development.

Supporting Those Who Need It

Creating inclusive celebrations goes hand-in-hand with providing discreet support for those who may be struggling with alcohol dependency. Employee Assistance Programs (EAPs) can offer confidential support, normalising seeking help when it's needed.

Many companies are enhancing these programmes to include specialised resources and counselling for alcohol-related issues. These initiatives recognise that addiction can affect anyone, at any level, and that supporting recovery benefits both the individual and the organisation.

The Business Case for Change

This shift isn't just about being politically correct—it makes solid business sense. Inclusive celebrations mean higher participation rates, stronger team bonds, and reduced risk of excluding talented employees based on their personal choices or circumstances.

When celebrations are genuinely inclusive, they become more creative, more memorable, and often more cost-effective than endless rounds at expensive city centre bars. They also demonstrate that your company values diversity in all its forms, from dietary requirements to personal beliefs.

Moving Forward

This Alcohol Awareness Week, challenge your organisation to think beyond the default pub trip. Ask yourself: are our celebrations truly bringing everyone together, or are they inadvertently creating barriers for some team members?

The goal isn't to eliminate alcohol from workplace celebrations entirely—it's to ensure that alcohol isn't the only way we know how to celebrate. When we expand our celebration toolkit, we create space for everyone to participate fully in our shared successes.

After all, the best celebrations aren't about what we're drinking—they're about recognising achievements, building relationships, and creating positive memories together. And that's something everyone can raise a glass to, whatever's in it.

Emma Green is a Fractional Head of People and ex-recruiter, helping organisations build inclusive, supportive workplace cultures. Through her experience across various industries, she champions practical approaches to creating environments where all employees can thrive.

Why Your Small Business Needs an HR Audit Now: Preparing for the Employment Rights Bill Reforms

Wed, 02 Jul 2025 00:52:03 GMT

The bottom line: Even if you only employ a handful of people, the upcoming Employment Rights Bill will fundamentally change how you manage your workforce. An HR audit isn't just recommended—it's essential for staying compliant and protecting your business.

The Employment Rights Bill: What Small Business Owners Need to Know

The Employment Rights Bill 2024-25, introduced on 10 October 2024, represents the most significant shift in employment law for over 20 years. While many business owners assume employment law changes only affect large corporations, this couldn't be further from the truth. The economic analysis shows that "costs will be proportionately higher for small and micro businesses due to the fixed costs of admin and compliance burdens".

The majority of reforms will take effect no earlier than 2026, with unfair dismissal reforms taking effect no sooner than autumn 2026. This gives you time to prepare, but only if you start now.

Five Critical Changes That Will Impact Your Small Business

1. Day-One Unfair Dismissal Rights

Employees will get protection from unfair dismissal from day one of employment, marking the most significant shift in unfair dismissal law in over 50 years. Currently, employees need two years of service before they can claim unfair dismissal.

What this means for you: Although employers will be able to operate probationary periods with a lighter-touch process for dismissing employees who aren't right for the job, you'll need rock-solid recruitment, onboarding, and performance management processes from day one.

2. Enhanced Statutory Sick Pay

The bill removes the three-day waiting period for statutory sick pay (so employees are eligible from the first day of illness or injury) and the lower earnings limit test for eligibility. This means more employees are eligible for SSP, and could lead to higher rates of short-term sickness absence, particularly among low earners.

3. Strengthened Flexible Working Rights

The bill requires employers to justify the refusal of flexible working requests, with employers needing to explain why they consider it "reasonable" to refuse the request. Flexible working is to be seen as the default from day one, with employers having to say yes unless they can prove it's "unreasonable".

4. Enhanced Family Leave Rights

The bill removes the qualifying period for paternity leave and ordinary parental leave, so employees have these rights from the first day of employment. This represents a significant shift in how you'll need to plan for workforce coverage.

5. Zero-Hours Contract Restrictions

The bill introduces a right to reasonable notice of shifts and to be offered a contract with guaranteed hours, reflecting hours regularly worked. If you use casual workers or zero-hours contracts, this will require fundamental changes to your approach.

Why "We're Too Small" Isn't a Valid Excuse

The government analysis states: "Most measures need to apply in the same way to all businesses as we cannot create a 'two-tier' workforce (i.e. where some workers get access to rights and others do not)".

The reality is that small businesses often face disproportionate challenges because:

Limited HR expertise: You likely don't have dedicated HR professionals who stay current with employment law
Higher proportional costs: The total business costs for complying and administering the new rules will be up to £5bn a year, with costs proportionately higher for small and micro businesses
Greater vulnerability: Employment tribunal claims can devastate a small business financially and operationally
Resource constraints: You can't afford to get it wrong.

Your Action Plan: What to Do Now

Phase 1: Immediate Assessment (Next 60 Days)

Conduct a comprehensive HR audit
Review all current employment contracts
Assess existing policies and procedures
Identify immediate compliance gaps

Phase 2: Implementation Planning (Next 6 Months)

Update contracts and policies
Implement new procedures
Train managers on new requirements
Establish monitoring systems

Phase 3: Ongoing Compliance (Before 2026)

Regular policy reviews
Staff training updates
Process refinements
Preparation for specific deadlines

Don't Wait Until It's Too Late

Ready to Protect Your Business?

The Employment Rights Bill isn't just about compliance—it's about building a stronger, more resilient business that attracts great people and grows sustainably.

An HR audit is your first line of defence and your roadmap to success. It will:

Identify exactly what needs to change in your business
Provide a clear, prioritised action plan
Ensure you're ready for the new legislation
Position you as an employer of choice
Protect you from costly legal issues

Contact me today to discuss how an HR audit can protect your business and position you for success under the new employment rights legislation.

Let's schedule a confidential conversation about your specific needs and how we can ensure your business is ready for what's ahead. Your employees—and your bottom line—will thank you.

info@sandbeckgreen.com @askemmahr

Lighten the Load: Why Your Business Needs an Employee Assistance Programme

Tue, 01 Jul 2025 21:15:26 GMT

Why You Can't Afford to Ignore Employee Wellbeing

In today's fast-paced world, the lines between our work and personal lives are increasingly blurred. The pressures of daily life, from financial worries to personal struggles, don't simply vanish when your employees walk through the office door. These burdens can lead to a heavy mental load, impacting not only their individual wellbeing but also their productivity and overall happiness at work. As an employer, you have a unique opportunity to provide a crucial lifeline: an Employee Assistance Programme (EAP).

An EAP is a confidential, employer-funded programme designed to help employees navigate a wide range of personal and work-related challenges. Think of it as a dedicated support system, a reliable signpost for when life gets overwhelming. By offering access to professional, impartial advice and counselling, you can empower your workforce to address issues before they escalate, fostering a healthier, happier, and more productive work environment.

More Than Just a Safety Net: A Proactive Approach to Wellbeing

Traditionally, workplace support might have been reactive, stepping in only when a problem becomes a crisis. An EAP, however, represents a proactive investment in your most valuable asset: your people. It sends a clear message that you care about their holistic wellbeing, both inside and outside of the workplace.

The benefits of implementing an EAP are far-reaching:

Improved Mental Health: EAPs provide a safe and confidential space for employees to address mental health concerns such as stress, anxiety, and depression. Early intervention and access to qualified therapists can equip them with coping mechanisms and resilience, preventing more serious issues from taking hold.
Reduced Mental Load and Increased Focus: When an employee is consumed by personal problems, their focus and productivity inevitably suffer. By providing a clear and accessible pathway to support for issues like debt management, childcare challenges, or relationship difficulties, you help to lighten their mental load. This allows them to be more present, engaged, and effective in their roles.
Confidential and Accessible Support: A key strength of an EAP is its confidentiality. Employees can seek help without fear of judgment or repercussions, encouraging them to address sensitive issues they might otherwise keep to themselves. Most EAP services are available 24/7, offering immediate support when it's needed most.

A Reliable Signpost for Life's Complexities

Beyond mental health support, a comprehensive EAP acts as a vital signposting service for a multitude of life's challenges. This can be particularly crucial when employees are facing complex legal or financial situations.

Imagine an employee going through a difficult divorce or struggling with a tenancy dispute. The stress and uncertainty of such situations can be all-consuming. An EAP can provide initial legal guidance and signpost them to the right professional resources, offering a sense of control and a clear path forward. This not only helps the individual navigate a challenging time but also minimises the distraction and anxiety that can spill over into their work life.

The Ripple Effect of a Supported Workforce

Investing in an EAP is not just about individual support; it's about cultivating a positive and supportive company culture. When employees feel valued and cared for, the ripple effects are felt across the entire organisation.

Increased Happiness and Morale: A workforce that feels supported is a happier and more motivated one. Knowing that help is available creates a sense of psychological safety, boosting morale and overall job satisfaction.
Reduced Absenteeism and Presenteeism: By addressing issues at their root, EAPs can significantly reduce both absenteeism (employees taking time off due to ill-health) and presenteeism (employees being physically present but mentally and emotionally disengaged).
Enhanced Employee Retention: In a competitive job market, a robust benefits package that includes an EAP can be a powerful tool for attracting and retaining top talent. It demonstrates a genuine commitment to employee wellbeing that sets your organisation apart.

A Starting Point for Every Budget

The good news for businesses in the UK, especially those with tight budgets, is that there is a free, government-backed scheme available. The Access to Work Mental Health Support Service can provide confidential support for your employees, offering access to mental health professionals to help them stay in or return to work.

While this service is an excellent starting point and a valuable resource, it's important to recognise that it has a more limited offering than a comprehensive, paid-for EAP. The government scheme is primarily focused on mental health support in the context of work. A full EAP, by contrast, typically provides a broader spectrum of services, including advice on legal and financial issues, support for family and relationship problems, and sometimes even assistance with childcare and eldercare.

Nonetheless, for a business taking its first steps in formalising employee wellbeing support, the government scheme is a fantastic, cost-effective way to begin.

Take the Next Step

Investing in your employees' wellbeing is an investment in the health of your business. Whether you're considering a comprehensive EAP or want to explore the government-backed scheme, taking that first step is what matters most.

Feeling overwhelmed by the options or unsure where to start? Contact me today for a no-obligation chat about your employee wellbeing needs. Together, we can find the right solution to support your team and build a happier, more resilient workforce.

Don't Let a Casual Phone Greeting Cost You The Job

Mon, 30 Jun 2025 20:01:19 GMT

That "Unknown Number"? It Could Be Your Dream Job Calling.

You’ve done the hard work. You’ve perfected your CV, written a killer cover letter, and sent off applications to your dream companies. You're scrolling through TikTok when your phone buzzes. It’s an unknown number. You ignore it. Or worse, you answer with a casual, "Who's this?"

Big mistake.

In a world of DMs, texts, and emails, we've forgotten the art of a phone call. But for recruiters and hiring managers, it's still a vital, and often the very first, point of personal contact. That initial phone screen can make or break your chances before you've even had a chance to talk about your skills.

I’ve been fortunate enough to work with some incredible, fast-paced brands like Gymshark, Nadine Merabi, and CurrentBody. These are dream employers for many, and the competition is fierce. What I've seen time and time again is that the candidates who succeed are the ones who are prepared at every single stage. Answering your phone professionally is stage one. Failing at this first, simple hurdle can, and will, take you out of the running for an opportunity that could change your life.

Why Your Phone Manner Matters More Than You Think

Imagine you're a recruiter. You have a stack of 100+ applications for one role. You need to create a shortlist, and quickly. You start making calls.

Candidate A: Answers with a loud, "Alright?" You can hear music blasting in the background. They sound distracted and completely unprepared.
Candidate B: Answers with a clear, "Hello, [Your Name] speaking." They sound alert, polite, and professional.

Who are you more likely to proceed with?

It’s a no-brainer. The first impression is everything. A professional greeting instantly tells the recruiter you are organised, serious about your job search, and respectful of their time. Answering like you’re talking to your best mate suggests the opposite. You might be the most qualified person for the job, but a sloppy phone call plants a seed of doubt about your professionalism and communication skills.

How to Answer the Phone Like Your Future Depends on It (Because It Might)

It’s simple to get this right. From the moment you start applying for jobs, treat every unknown number as a potential employer.

Find a Quiet Spot: If you can, step away from noise and distractions before you answer. If you're in a loud place and can't move, it's okay to say, "I'm so sorry, I'm not in the best place to talk right now. Would it be possible to call you back in 5 minutes?" This shows consideration.
Use a Professional Greeting: Ditch the "Yo," "What's up," or just a mumbled "Hello?" A simple, confident, "Hello, [Your Name] speaking," is perfect.
Speak Clearly and Smile: It sounds cheesy, but smiling when you talk actually changes your tone of voice, making you sound more friendly and approachable. Enunciate your words and speak at a moderate pace.
Be Prepared: Have a notepad and pen handy to take down names, numbers, and interview details. Keep your "elevator pitch" – a 30-second summary of who you are and what you're looking for – fresh in your mind.
Voicemail is Your Backup: If you miss the call, make sure your voicemail greeting is professional. "Hi, you've reached [Your Name]. I can't take your call right now, but please leave a message and I'll get back to you as soon as possible."

Getting a call from a company you admire is incredibly exciting. Don't let a moment of casualness ruin your chances. By being prepared and professional from the very first "hello," you're showing a potential employer that you're the polished, capable, and hire-worthy candidate they've been looking for.

About Emma Green

Emma Green is a seasoned Fractional People Director with over 20 years of recruitment experience working with leading global brands. Known for her expertise in talent acquisition, people development, and organizational strategy, Emma has helped businesses scale and thrive by building strong, high-performance teams. Passionate about leadership and the human side of business, she delivers tailored HR solutions that drive long-term success.

For more tips and advice on recruitment and people management, follow Emma on Instagram @askemmahr .

5 Positive Steps to Refresh Your Job Search Today

Thu, 12 Jun 2025 20:42:41 GMT

Take Control of Your Job Search: Practical Tips for Immediate Impact

Feeling stuck in your job hunt? It's easy to get discouraged, but a few proactive steps can significantly boost your chances of landing that dream role. As a recruiter, I see amazing candidates every day, and often, it's the simple things that make all the difference.

Here are five positive steps you can take right now to refresh your job search:

1. Update and Double-Check Your CV

This might sound obvious, but you'd be amazed how often I come across an otherwise perfect CV with a crucial piece of missing or incorrect information. Before you do anything else, give your CV a thorough once-over. Check all your dates, spellings, and grammar. Most importantly, ensure your phone number and email address are absolutely correct. A missing digit or a typo in your email can mean the perfect job can't reach you.

2. Re-Upload to Job Sites

Don't just apply for jobs; let jobs find you! Many recruiters regularly scour candidate CV boards like Monster, CV-Library, and Indeed. By re-uploading your most current CV, you push your profile back to the top of search results. This simple act dramatically increases your visibility, and the perfect opportunity might just land in your inbox without you even applying.

3. Identify and Engage with Top Recruiters in Your Sector

Who are the go-to recruiters in your industry? Do a quick search for agencies with live jobs in your field, even if they aren't quite the right fit for you. Get your CV to them directly or register your details on their agency's website. Many of the big players, like Michael Page and Hays, allow you to easily upload your CV to their database. Building relationships with specialist recruiters can open doors to unadvertised roles.

4. Optimise Your LinkedIn Profile

LinkedIn is your professional shop window. Make sure your profile is completely up-to-date with your latest roles, responsibilities, skills, and achievements. Treat it like a living, breathing version of your CV. Recruiters actively search LinkedIn for candidates, and a comprehensive, well-presented profile significantly increases your chances of being headhunted for suitable roles.

5. Reach Out Directly for Advice

Don't hesitate to contact recruiters directly for advice. The good ones should be more than happy to offer support and insights into the market. They know what hiring managers are looking for and can often provide valuable guidance. Be wary of anyone trying to charge you for basic CV or job search advice – reputable recruiters won't do this.

Ready to Find Your Next Opportunity?

Navigating the job market can be complex, but you don't have to do it alone. If you're looking for expert guidance, career advice, or assistance with your recruitment needs, please don't hesitate to reach out.

Contact Emma Green today at emma@sandbeckgreen.com – I'm here to help you take the next step in your career journey.

06522a04

Leadership Lessons from the Garden

Why Every Employee Needs Their Own Care Label

The Monstera Employee: Thriving in Bright but Indirect Light

The Rose Employee: At Best with Regular Care

The Pothos Employee: The Resilient Self-Starter

The Art of Reading Care Labels

Creating the Right Environment

The Growth Cycle: Knowing When to Repot

The Leader as Master Gardener

Building Your Garden Team

The Care Label Conversation

Cultivating Growth

Beyond the CV: How Skills-Based Assessments Cut Through AI-Generated Noise to Find Real Talent

The Great Deception: When Perfect Presentations Hide Performance Gaps

The Skills That Matter: IQ Meets EQ in the Modern Workplace

The Solution: Skills-Based Testing That Cuts Through the Noise

Building Skills Assessment into Your Recruitment Process

The Competitive Advantage of Evidence-Based Hiring

About Emma Green

Rethinking Workplace Celebrations: Moving Beyond the Pub

It's Alcohol Awareness Week, and it's time businesses reconsider their relationship with alcohol in the workplace.

The Hidden Cost of Boozy Celebrations

Building Inclusive Celebration Culture

Supporting Those Who Need It

The Business Case for Change

Moving Forward

Why Your Small Business Needs an HR Audit Now: Preparing for the Employment Rights Bill Reforms

The bottom line: Even if you only employ a handful of people, the upcoming Employment Rights Bill will fundamentally change how you manage your workforce. An HR audit isn't just recommended—it's essential for staying compliant and protecting your business.

The Employment Rights Bill: What Small Business Owners Need to Know

Five Critical Changes That Will Impact Your Small Business

1. Day-One Unfair Dismissal Rights

2. Enhanced Statutory Sick Pay

3. Strengthened Flexible Working Rights

4. Enhanced Family Leave Rights

5. Zero-Hours Contract Restrictions

Why "We're Too Small" Isn't a Valid Excuse

Your Action Plan: What to Do Now

Phase 1: Immediate Assessment (Next 60 Days)

Phase 2: Implementation Planning (Next 6 Months)

Phase 3: Ongoing Compliance (Before 2026)

Don't Wait Until It's Too Late

Ready to Protect Your Business?

Lighten the Load: Why Your Business Needs an Employee Assistance Programme

Why You Can't Afford to Ignore Employee Wellbeing

More Than Just a Safety Net: A Proactive Approach to Wellbeing

A Reliable Signpost for Life's Complexities

The Ripple Effect of a Supported Workforce

A Starting Point for Every Budget

Take the Next Step

Don't Let a Casual Phone Greeting Cost You The Job

That "Unknown Number"? It Could Be Your Dream Job Calling.

Why Your Phone Manner Matters More Than You Think

How to Answer the Phone Like Your Future Depends on It (Because It Might)

About Emma Green

﻿

5 Positive Steps to Refresh Your Job Search Today

Take Control of Your Job Search: Practical Tips for Immediate Impact

Feeling stuck in your job hunt? It's easy to get discouraged, but a few proactive steps can significantly boost your chances of landing that dream role. As a recruiter, I see amazing candidates every day, and often, it's the simple things that make all the difference.

Here are five positive steps you can take right now to refresh your job search:

1. Update and Double-Check Your CV

2. Re-Upload to Job Sites

3. Identify and Engage with Top Recruiters in Your Sector

4. Optimise Your LinkedIn Profile

5. Reach Out Directly for Advice

Ready to Find Your Next Opportunity?