International Women’s Day: Women in Leadership.

Today is International Women’s Day 2023! 

At Zenith, we want to showcase women’s achievements and recognise how far society has come to accept and acknowledge them. Our own Managing Director of both Zenith People and Zenith Training, Angela Anderson, is a perfect case study and celebration of women excelling in business, especially in her leadership role.

But first…

A (Very) brief history of International Women’s Day.

The history of International Women’s Day dates back to 1908; Theresa Malkeil first proposed it on February 28th (Note that this is different from the international women’s day date we know today- more on that later!). As the years progressed, so did the advancement of women’s rights. The demand for women’s rights grew, and movements at the time gained notoriety. A significant year for women’s rights and feminism was 1967; this generation of feminists demanded change.

They called for preventing violence against women, equal pay, equal economic opportunity, reproductive rights, equal legal rights, and subsidized child care. These women did not want more; they fought for gender equality. In 1977, the United Nations proclaimed March 8th International Women’s Day and the UN Day for Women’s rights and world peace.

Above is a very brief snippet of the history of International Women’s Day; for a more thorough timeline, follow this link. Equality – it’s about time: Timeline of women’s rights 1866-2016 | The Fawcett Society

Women in Leadership: Angela Anderson.

Men have historically populated the world of business. In the past, even industries that you’d assume are female-dominated, more often than not, have been headed by men. Even though it’s not quite the case anymore, female business leadership used to be a rarity; rewind even twenty to thirty years ago and the comparison to today is significant.

Our feature below illustrates Angela’s success in starting and running her two businesses, proving gender has been no setback!


Name: Angela Anderson

Title: Managing Director of Zenith People and Zenith Training.

Female role models: 

  1. Queen Elizabeth 1st. Why? Queen Elizabeth 1st ruled at a time when women had hardly any power. If you were a female royal, you were seen as disposable. ‘In an era that saw women as weak, inferior, and unfit to rule. She overturned convention and de-fled prejudice, resisting all pressure to marry and risk losing power to a man. – Russell Davis (Evil Genius).
  2. Her best friend. Why? Angela describes her best friend (A fellow woman in business) of many years as ‘very determined, very strong, very strategically minded, very creative and very disciplined.’

Humble Beginnings:

Starting work as an apprentice and then going into recruitment herself, Angela decided to start a business of her own. Nobody in her family owned a business of any kind; her dad was a sheet metal worker, and her mam a part-time data inputter; her grandfather worked on the railways; and her gran didn’t work.

Angela initially joined a colleague who had started her own business to help her out. After some time, and after Angela brought all her clients over, Angela’s colleague decided that she no longer needed help within the business. At this point, Angela could have either gone and worked at another recruitment business or continued on her own. Since she’d already proven to herself that she clearly had the capabilities while helping her friend, she thought….’ If she can do it, I can do it. I borrowed some money from my gran, my sister’s boyfriend, my mam and dad, and some of my own, and set up this place’.

‘If she can do it, I can do it’.

Angela set up Zenith People in 2001, starting with just two people; Angela herself and one other person. As time progressed, Zenith rapidly grew; during the earlier years, the business dealt with many recruitment areas such as Engineering, Industrial, commercial and construction, with Manufacturing and IT now officially on the list! Zenith Training was started and developed, slowly but steadily, in 2011 as an internal apprenticeship programme and officially became a separate business in 2016.

Today both Zenith People and Zenith Training have a combined staff of over forty!

‘Misogyny in business’ 

Throughout her business journey, Angela’s gender has thankfully not brought any setbacks for her. Unfortunately, that doesn’t mean they don’t exist; over 8.2 million employees in the UK feel like they are discriminated against because of their gender.

Misogyny is sometimes concealed in business and stereotypes enforced; the person executing may not even realise they’re doing it, but that’s not an excuse to not become more aware of your behaviour. An example of this is expecting female staff to ‘clean up’ or ‘run errands’ when they wouldn’t ask their male counterpart to do the same.

Even body language and where attention is directed can be unknowingly gendered; Angela retold a story of when she and our Commercial Director, Alan, attended a business meeting. Throughout the meeting, the male client directed his attention to Alan instead of Ang, despite Ang being Zenith’s MD (In charge!). Unfortunately, this is common practice; people may not even realise they’re doing it but are instead conditioned to have these views of women as a reflection of their upbringing and societal norms.

Gender inclusivity and misogyny have drastically improved over the years. But it’s not perfect. This international Women’s Day, we want to celebrate how far we have come and recognise how far we have got to go.

A significant step forward is to educate yourself. 

Want an easy, accessible way to learn about equality? Watch a documentary; documentaries make big complex topics easier to understand and digest. 

Some include: 

– Feminists: What were they thinking?

– Period, end of sentence.

– She’s beautiful when she’s angry.

– Saudi Women’s driving school.

Books to read on gender equality: 

– Hood feminism: Notes from the women that a movement forgot.

– A room of one’s own.

– Rad women worldwide: Artists and Athletes, Pirates and Punks, and other revolutionaries who shaped history.

Podcasts: (We know… they’re all the rage)

– The history of chicks

– Girl Boss Radio

– Our Body Politic

– Encyclopaedia Womanica.

‘Courageous feminism means no woman is left behind’. 

Regardless of whereabouts you consume information this International Women’s Day, always strive for inclusivity. For more information about how you can recognize and push inclusivity, look at this article!

Inclusivity On International Women’s Day | Urban List (

What are electrolysers, and how do they work?

There’s evidence that manmade global warming is having an impact on the global climate. From 2011 to 2020, weather-related losses increased by almost 50% compared to the previous decade to $2.5 Trillion. The world has accepted that manmade global warming needs to be limited to prevent catastrophic damage to our planet and humanity occurring. Therefore, reducing or eliminating global warming gases that are emitted into the Earth’s atmosphere, such as Co2 and Methane, is required.

Hydrogen energy is not only a solution that can positively impact the future of our planet but also fits perfectly into a green economy and the green jobs and industries within it. A sustainable solution allows us to have just that: a solution, something the world can use to create power and drive awareness around the importance of green energy and its uses.

Hydrogen energy is produced through systems called ‘Electrolysers’; an electrolyser is a system that uses electricity to break water into Hydrogen Gas and oxygen. The hydrogen produced is an energy source that can power Hydrogen fuel cell applications within trains, and buses, be used in internal combustion engines (ICE) and have zero carbon eFuels. The oxygen produced from the process can be used in other products, such as steel, used by hospitals, microelectronics and other industries.

Producing hydrogen through electrolysers creates a significant effect when compared to alternatives that negatively impact our environment and pollute our atmosphere. Various types of electrolysers, such as Alkaline or Proton Exchange (PEM), help execute the energy process; they differ depending on how they have to be scaled to meet a variety of input and output ranges. The range of size and function of electrolysers are produced to suit various circumstances, from small industrial plants to production factories that deliver hydrogen on a larger scale.

The form of power, Hydrogen Gas that is produced from the process within electrolysers, is a highly sustainable source of energy. While they’re not the cheapest form of energy now, their sustainability and the hopeful prospect of it costing less in years to come is worth the interest and investment; hydrogen energy is a realistic way to generate green energy. An additional benefit of using electrolysers to generate hydrogen is that it allows countries to become energy independent and, therefore, cannot be held for ransom. Energy prices should thus become decoupled from the price of oil and gas.

We will hopefully see the use of electrolysers and hydrogen energy more frequently as the years progress. Fuel costs are the most significant cost component, as this is often a result of technical and economic factors.

Electrolysers, a central component in producing hydrogen ‘clean’ energy, play a role to some degree in the execution of ‘green jobs’ within ‘green industries’. Green jobs are ‘jobs that have a direct, positive impact on the planet and traditionally involve renewable energy, electric transport, energy efficiency, or nature conservation. But right now, as more sectors transition to low-carbon models, every job has the potential to become ‘green’. (The Guardian, 2020.). Green industries, as a whole, are economic activities that exist and hope to minimise the environmental impact. Green industries include Manufacturing, Transport, Energy, Construction, Farming, Finance, and many more.

While not everyone may have heard of electrolysers and the hydrogen energy they produce, the hope of their positive impact on the environment and relevant industries are strong as awareness continues to develop.

If you’re a Hydrogen Engineer or of a similar discipline and are interested in the number of Hydrogen roles we have available, please don’t hesitate to visit our jobs board Jobs – Zenith People or give us a ring on 0191 428 6444.

Temporary and Seasonal work: What are the advantages?

How about making some extra money for the Christmas season? Or you would love an opportunity to get your foot in the door with a new career. Temporary/seasonal work may be the perfect option for you! Seasonal work often occurs when a business is busier than usual and needs extra staff. Think Christmas staff in a supermarket or added staff at a theme park during the summer.

Many people don’t consider temporary or seasonal work while searching for a job; however, many pass by the many positives of this type of employment. Explore the advantages of temporary and seasonal work by looking at our points below.

Many, many options.

There is an array of options to take when it comes to temporary and seasonal work; there are roles to suit many different types of people who want other things. Some may wish to extra hours in the run-up to Christmas, for example, or someone might want to delve into a business (It’s usually easier to gain a temporary/ seasonal contract than a permanent one as it’s less commitment on behalf of the company).

Working temporarily, permanently builds your CV.

Temporary and seasonal roles are an excellent way for people to get their foot in the door and gain some experience; these roles are also less committed than signing a full-time, permanent contract with a business. If you’re unsure about the role, it’s easier to go a different path.

Less commitment.

Starting a job and then regretting that decision costs both your time, effort and the employers; working a temporary contract allows you to dip your toes into a job, perhaps a new industry, and see if you enjoy it before 100% committing. Temporary and seasonal work is also an excellent opportunity to work in an industry you wouldn’t usually consider.

If you want to commit…seasonal and temporary work can be something other than just that; temporary. Many temporary and seasonal jobs can become permanent opportunities once your contract ends; even though there may not always be a position available, work hard, and you are much more likely to be taken on permanently.

Build your income seasonally!

Making extra money throughout the holidays or in the lead-up to an event is always a bonus, especially during financially challenging times like we’re seeing. Working temporarily allows you to build your income without the long-term commitment of continuously working extra hours.

Interested in the range of positions we have an offer at Zenith People? Check out our jobs page; you’ll find a variety of jobs from various sectors:

Jobs – Zenith People


Temporary Christmas Jobs and How To Get Seasonal Work (

Workplace Accessibility: 5 ways to boost inclusivity within the office.

Some disabilities are visible; some aren’t. Regardless, a workplace should always be inclusive and accessible to every individual (Take a look at this article to help understand what it means to be ‘accessible’ What does it mean to be accessible? – Alteristic). Thankfully, ‘Between 2013 and 2019, the disability employment gap has reduced; with the latest data showing roughly half of disabled people were in employment (53.2%) compared with just over four out of five non-disabled people (81.8%) (Labour Force Survey, LFS.

This blog post will outline how we all can boost inclusivity within the office to continue to reduce the disability employment gap! 

1.Take into consideration a person’s needs throughout the interview process.

A job description should never exclude a person with a disability from applying for the role*; the interview process and the way the role is advertised should be accessible for everyone to view, no matter if they have a disability or not. Some adjustments that could be made throughout these stages of the recruitment process include:

  • Being clear and concise about the job, including the job title, salary, location and duties.
  • Pushing the role in disabled spaces (Online or at places such as the job centre).
  • Consider your physical applications or job boards being printed in Braille.
  • Don’t bombard job descriptions with an overload of unnecessary content.
  • Wheelchair users are to have their interview on the ground floor.
  • Candidates are to complete any compulsory written tests using a computer.
  • Any other reasonable adjustments a person may ask for.

*It is, however, important to state that some jobs may have an essential requirement that can’t be met with any reasonable adjustments made in the workplace. If you reject a disabled candidate, it must be based on their performance at the interview rather than having to make reasonable adjustments. For more information, visit Recruitment and disabled people: Job specifications – GOV.UK (

2. Office environment 

It’s hard to create the perfect environment within the office to accommodate every single person; however, when office accommodations aren’t available, other accommodations should be made in their place. An example of this is allowing someone who may be on the autistic spectrum to have hybrid working conditions to stop any overstimulation. This may come from several places, such as noise (people talking over each other in the office), bright fluorescent lights, or sensory issues that could come from the feeling of objects or clothes etc.

The office being physically accessible is also an essential step in boosting inclusivity; examples not only include the obvious, such as providing an accessible toilet, but ensuring that other areas of the office also do not exclude any individual. It’s a good idea to think about whether or not other resources within the office are also inclusive. This could include placement/type of office snacks, access/types of cutlery, whether or not particular forms of entertainment within the office are accessible, and whether social events (such as office Christmas parties) are accommodating.

Most offices aren’t equipped already for every type of disability; however, adjustments should be made on an individual basis.

3.  Physical accessibility. 

When everything is already accessible, you never really think about others’ accessibility issues within the workplace; work buildings should always have ways for people who don’t have 100% psychical accessibility to enter the building and work without any problem. These accommodations could be through elevators (lifts), wheelchair ramps and automatic doors. Suppose any of these aren’t available for a particular reason. In that case, alternatives such as working on a lower level in the office should always be made available, as well as any help navigating around the office as a person needs.

4. Technical help must be available. 

Most of us probably take for granted how we’re able to use technology such as our mobile phones daily without any issue; however that is not the reality for people with a disability. Some people find it challenging to utilise technology in the way it is meant to be used daily; it may take a person with a disability slightly longer to understand and learn how to use it. It’s essential that if this is the case, people get the chance to understand new technology at their own pace, when possible,

 Suppose a person is Autistic or has ADHD. In that case, the software is available to block out distractions/overstimulating bright lights on your computer screen while at work, allowing a person to concentrate more manageable and not get overstimulated by the screen.

 Where appropriate, employers should try to accommodate individuals by supplying technology that helps them do their job more effectively while improving their life in other aspects.

5. Do not assume

Assuming a person’s ability to do something is never helpful, keep an open mind when it comes to mental and physical needs; many disabilities and illnesses are invisible. Having the processes within the office just in case you need them is more accommodating than not. For example, if someone is neurodivergent, sometimes it’s not apparent at first glance or at all; a lot of individuals who are autistic or have ADHD spend most of their time within the workplace masking their symptoms.

 Why not look at our other blogs if you need more help with applying for jobs and understanding the recruitment process? News – Zenith People We outline various topics such as ‘How to dress for a Job interview’, ‘How to accept a job offer, ‘How to ask for a pay rise’, and many more. 

Everything you need to know about Probation Periods.

You have probably heard of a probationary period and what Probation Periods are; you’ve more than likely come across the term probationary period when reading your contract or throughout your probation meetings. You know that you have to ‘pass’ your probation to progress and continue in your role, but have you ever thought about why a probationary period is so essential for an employee and a business?

Probationary periods help protect the business in the first few months of a new hire and are also put in place to benefit the employee. Want to know more? We’re going to outline why probation periods should not be overlooked!

1. Make sure employers have made the right recruitment decision.

Even if an employer has interviewed a person a few times and is set on them for a role, probation periods help ensure they have 100% made the right decision in their recruitment. Interviews are often too short to gauge a person’s true persona and intentions within the business. Hiring someone is usually based upon first impressions; the actual guesswork when it comes to a new hire is during their probation period (typically a few months long). During the initial few months of an employee’s time within the business, employers get to know the employee below the surface level, and an employer gets to watch them carry out their job and the roles within it!

2. Probation periods hold the right to protection in the case of unfair dismissal.

Just because a probation period has less notice doesn’t mean an employee is not protected against unfair dismissal from an employer. Employees are still protected against dismissal for reasons such as disability, age, gender, ethnicity, religion and cultural background, and any harassment that may have occurred. An employee is protected during the probationary process when an employer does not follow the contractual dismissal procedure correctly.

Employees are often dismissed within their probation period for reasons such as:

  • An employee not delivering the skills or performance they promised in the interview.
  • Are a bad fit in terms of the business’s organisational culture.
  • Consistent poor attendance and time-keeping skills.

3. Employees only have to give a weeks notice if they decide the role isn’t for them.

The typical probation period is around two weeks to a month; however, a probation period could be up to three months or even longer, depending on the level of your role and the skills you may have. For example, if a role encompasses many skills at a high level, then a probationary period may be longer to ensure the employee is the best for the position. However, a probation period can be extended depending on circumstances; this must be communicated in writing before the end of the probation period, as well as explaining why the probation period has been extended and what is extended and what is expected of the employee going forward.

If an employee makes the decision that the business isn’t right for them and they want to leave, then during the probation period they only have to give the employer a weeks notice unless stated otherwise within their contract.


Are you an employer unsure how your business’s Probationary Policy should look? Have a look at this valuable template for an idea Probationary Period Policy Template | Workable

4 Reasons you should upskill right now

It doesn’t matter whether you are an employee looking to gain new skills or you are an employer looking to upskill some of your workforce, a myriad of benefits come with upskilling. What is upskilling exactly? In a nutshell, upskilling is about gaining a new skill(s), no matter the reason. In a more specified sense of the word, upskilling is a way to acquire more advanced skills through additional education and training.

There are so many reasons to upskill; we’re going to take you through 4 reasons why:

1. Gain better experience within your current career

Maybe you want to gain more skills and experience within your current career; upskilling can be the perfect way to do this- maybe you want to learn a specific skill within your role. This could be as simple as doing a short course to learn a new skill; even learning one new skill could help you greatly excel in your career. At Zenith Training, we have a variety of training courses- Training Courses – Zenith Training

2. Climb the corporate ladder

Always wanted to lead or manage a team? Or even gain seniority status within a business? While experience may be an essential factor to some businesses when it comes to their management staff, sometimes, to climb the corporate ladder, you need to gain some kind of formal qualification or gain a new skill to carry out a role successfully. Upskilling can provide countless opportunities to bag that senior position you’ve worked hard for in your career!

3. Stay a relevant worker in the current climate

We’re all aware of the significant effect the Covid19 pandemic had on the world; the pandemic saw thousands out of jobs as businesses struggled to keep up with the constant pressure of the economy. We also saw a large number of people change careers, and the demand for changes in the workplace has grown more than ever. These significant changes came in the way of higher demand for remote and agile work conditions and people changing careers to something that suits them better or for a higher salary. What came in the aftermath? Skill shortages across multiple industries, if you already possess a sought-after skill, then you are one of the lucky ones. However, if not, this is a better time to consider learning a new skill or reskilling to stay relevant in this candidate-driven market. For more information, read this article exploring the significance of upskilling and reskilling to overcome the covid19 crisis.

Significance Of Upskilling & Reskilling To Overcome Covid-19 Crisis (

4. Upskilling can be fun!

Learning something new doesn’t always have to be tedious; if done right and you have a genuine interest in it- learning can be fun! Courses to upskill are often engaging and contain various learning elements throughout their duration, so they’re not boring!

Thinking of upskilling yourself or for your business? At Zenith Training, we offer a wide range of upskilling opportunities, suck as bespoke workshops, distance learning courses and apprenticeship opportunities. Please have a browse of our options to upskill!

LinkedIn: 4 ways to make the most out of your profile

Whether you love or hate it, LinkedIn is a necessary form of social media for professionals to connect, share, and learn. The site can be used for various reasons, from finding a new career opportunity to promoting your business.

Utilising the site all depends on how you want to use it. However, regardless of if you’re on a job hunt or if you want to use it to grow or communicate within a business, there are several things you should do as standard when using LinkedIn to its full potential.

1. Upload a profile picture

By this, we don’t mean stick any random photo of yourself from a party ten years ago. In contrast, the image you choose doesn’t have to be a professional headshot (although always favoured); always make sure it looks professional.

Try taking a neutral photo of yourself with a background that won’t overly distract the person looking at it. Another approach could be to upload a candid shot; for example, this image could be you hiking in nature or you enjoying a day out with your family. Likewise, the photo you choose for your LinkedIn profile picture can also depend on the industry you work within or the sector you wish to work within. If you’re applying to be a photographer, for example, why not choose a candid shot that captures you in the moment of doing your job (an image of you taking a photo).

While you’re there, why not go ahead and upload a cover photo/banner too? Suppose you are already attached to a business. In that case, your LinkedIn banner should reflect this- the company will usually provide you with a suitable image to use that reflects their brand. If not, you can put another image in its place- use your common sense to choose a photo (keep it simple and try and match the colours and tone of your profile picture.

2. Avoid clogging up your feed.

Try not to connect with every single person you know (or don’t even know); while it is good to have a lot of connections on LinkedIn, try to keep them relevant to your industry. Even though it’s inevitable to some extent, you don’t want random content clogging up your home page feed, especially if you’re trying to find a job!

Try to keep your connections on LinkedIn, either industry-relevant or your friends (you probably want to keep up with them as well!); this way, your feed is a good mix of work and other content you’re interested in. In the same respect, make sure the content that you’re posting is also an even good balance of work-related content and personal. If someone has connected with you on LinkedIn because you’re a respected recruiter, they expect content around recruitment, not 100 snaps of you on your most recent holiday. You’ve got to think, if you would be cringed out by someone else doing it, then don’t post it yourself. Check out this article by 28 Of The Most Cringeworthy LinkedIn Posts We Found On The Internet ( 

3. Share relevant materials

Do not let the abundance of people oversharing on LinkedIn stop you from sharing at all. No matter the industry you’re in or the job you’re trying to bag, consistently share relevant materials to your page. These materials could be insightful posts by other people or marketing materials to raise awareness around your business or the business you work for.

As we’ve discussed, keep the clogging to a minimum when it comes to sharing posts; only share what you actually think is quality material, and you have an interest in. You never know, a news article or video could be discussed within a job interview as small talk!

4. Use it!

A little bit self-explanatory, but actually use LinkedIn to your advantage and for its intended purpose. If you want to utilise LinkedIn, then don’t just log in once a month for a quick check but actually consistently use the site. That doesn’t mean you have to spend hours a day on LinkedIn but check in daily- it could be an excellent morning task to ease yourself into your work day!

Productivity at work: How to make the most of your work day

We all want to finish work and feel like we’ve been productive at work, the satisfying feeling of knowing you’ve achieved what you set out to do by the end of the working day feels good. Even though we chase that feeling, its sometimes difficult to come by; we’re humans not robots and working to 100% efficiency constantly throughout the work day is unattainable for most people- its all about finding a comfortable balance! Follow these tips for a productive, yet balanced work day!

1. Don’t take on too you much you can’t handle 

You may think that taking on extra tasks is productive as you’re getting more done, but if you know the inevitable overwhelm is coming then taking on too much will probably be counter productive in the long run as the quality of work produced will probably not be the highest. Likewise, sometimes when you have a lot on your plate you have to learn how to say no to people, as nice as it is to assist people and help them out, you have your own work to complete.

 2. Prioritise your most important/hardest tasks (Do them first!)

Getting your most important tasks out the way early in the day not only will help you in your role in general, but it also utilises your brain and attention span. The early afternoon slump of 2pm probably isn’t the best time of day to go over that proposal, tackle these harder, more important tasks with fresh eyes (and a fresh brain). Another good tip similar to this, is if smaller tasks pop up throughout the day try and do them straight away to avoid letting them linger. Working out when your productivity peaks the most throughout the day can also be useful as you can use this to judge when to do these tasks. For some people this could be first thing on a morning, for others it could be at 4pm.

3. Struggling to concentrate? Use the Pomodoro Technique.

This time management technique was coined in the 1980’s by Francesco Cirillo, the technique uses a timer to break work into intervals, typically 25 minutes in length, separated by short breaks in between (typically 5-10 minutes). This is a useful technique (especially for creative tasks) as it encourages concentration in short bursts which is a more realistic way to work, the technique helps to train your brain away from distractions. This is also a great technique for individuals who struggle with concentration a lot such as people with ADHD, to ensure you reap the benefits of this technique never skip your breaks, if you do this then you’re not executing the technique! For more information check out this handy guide over on indeed A guide to the Pomodoro technique and how to use it | UK

4. Take breaks

Even if the Pomodoro Technique doesn’t work for you, taking breaks throughout the work day is essential. Even if the break is just making a cup of coffee or going for a 10 minute breather outside, it all counts. Taking regular breaks actually helps your brain to process and break down information, meaning it can be more easily retained in the long term. Don’t feel guilty for taking breaks or needing a break, your brain needs it! During this time, make sure you eat and hydrate, particularly if you have a busy, non stop work day.

Three ways to utilise Social Media in your job search

Social Media is always there, it’s there for your mid-day scroll, there when you’re walking your dog, and you probably even reach for the mindless distraction of it when on the toilet. Since its inception, social media has also gotten a pretty bad reputation; all we hear about is creepy people online and how the internet fries your brain with memes and compilations of cats. However, social media isn’t all bad; it can sometimes provide an outlet for creativity and opportunity. Would you ever think of looking for a new job on social media?

While yes, technically, sites like Linkedin are classed as social media, for the average person, it’s probably not the first thing you scroll through on a morning. Social media such as Linkedin are often used with purpose, whether that be to find a job or keep up with your industry throughout the work day. We’re talking the classic Facebook, Twitter, and Instagram- but mainly Facebook.

  1. Check out the Facebook Jobs page and marketplace.

This is your best first port of call for finding a job on social media; businesses utilise these areas of social media to advertise any roles they may have available. Often, jobs posted here will have to include a brief outline of the duties of the job, as well as salary and working hours-sometimes including a link to the business’s website for further information.

  1. Join job boards and groups

Job boards and groups are also good for clear role outlines to be posted; an advantage is that these groups on social media sites such as Facebook can be made especially for your industry. For example, if you are looking for a job in marketing, you could join a group or job board that focuses on marketing in your area. Make a good impression in these groups; this way, social media can become social networking, and many businesses and recruitment agencies also hang around in these groups to lend a helping hand in your job hunt!

  1. Ask your friends

I don’t know how many times I’ve seen individuals post jobs on Facebook for a business they work for; even though these job postings, compared to the others, may not seem like the most professional, they can be a good lead toward a role- word of mouth works. A lot of the time, these jobs are for quick starts.

Regardless of how you choose to find a job on social media, always make sure you clean up your page by erasing any offensive content or anything you would not want a potential employer to see. This doesn’t only mean your personal profile but also any other profiles and pages you have interacted with; with a simple name search, employers can find any post you may have interacted with in the past, even if your personal profile has no connection to it. This may all seem like a lot of effort, but it could be the difference between a job offer and rejection.

Give social media a chance throughout your job hunt! You’d be surprised at the opportunities you may find.




How To Ask For A Pay Rise

Talking openly about money has always been a complicated subject that many people shy away from. To some, asking your employer for a pay rise is considered cheeky; the idea is unfathomable; how could you ever ask for MORE money?! Asking for a pay rise is 100% acceptable in most work environments. As an employee, you should be compensated fairly for your hard work, primarily if you have worked the same role for many years without a pay increase.

Be prepared to plead your case.

Before you consider setting up any meeting with your manager or supervisor, you must prepare your reasoning for the pay rise. Think of why you deserve a higher salary. Have you completed a big project? Doing the job of more than one person? or maybe you have done something so well within your role that it has brought more money into the businesses or positively impacted similarly. 

Make sure when you do this that you bring actual evidence of your accomplishments with you, whether it’s data proving you’ve helped the business grow or copies of projects you have completed since your time at the business.

What is considered a reasonable salary increase?

A reasonable salary increase lies at about 10-20% of your current salary; the percentage of increase should reflect the reasonings for your pay rise, as well as how long you have been with the business and your experience within the role. Asking for more than a 20% increase in your current salary can be slightly unrealistic, especially if you’re new to the business/your industry.

Time it right

Don’t ask for a pay rise on a hectic Monday morning when your boss is stressed and in between meetings; the result with more than likely not be positive. Your manager will feel bombarded and pressured, which is not the mood you’re looking for when asking for more money.

Use your initiative and time it right; schedule a formal meeting with your boss. This gives you time to prepare effectively and creates a more relaxed atmosphere. Even if you usually are chatty and informal when talking to your manager, use this time to get your formal head-on. Not only will it be easier to get your points across, but it will also display confidence and seriousness, which will take you seriously.

What if they say no?

Sometimes a pay rise isn’t always possible for justified reasons, such as the business struggling financially; if this is the case, it’s time to explore some other options for the time being. If a pay rise isn’t possible, always ask why and when one may be possible; always ask for a time frame for this, as it lets your employer know that the possibility of a pay rise will still be on your mind.

Alternatively, if a cash pay rise isn’t possible- explore other options and perks your employer might offer you, for example, a few days extra holidays or flexible working options for a greater work/life balance.

If you aren’t satisfied with the outcome of your pay rise meeting, you must think about your career prospects. Maybe a new role may be your only option for you if a salary increase is the only option for you right now.

Even though it’s difficult and a little awkward, asking for a pay rise shouldn’t be shameful; the topic of money should be more transparent within the workplace, especially with the UK’s financial struggle as a result of the pandemic as well as the ongoing energy crisis.

Don’t be hesitant to raise the possibility of a pay rise if you believe your efforts at work warrant one.