How to Turn your Weakness into a Strength!

The bottom line: the interviewer is not trying to catch you out.

So, what are they trying to do?

✔️ Check that you are self-aware

✔️ Understand that you can be honest with yourself, and others around you – none of us are perfect!

✔️ Check that you are focused on self-improvement

Bearing all of this in mind, how do you go about turning your weakness into a strength?

Tell the interviewer what they already know

Your weakness may be a lack of experience in a certain area, but equally, demonstrate your willingness to learn and try! Perhaps a skill you’re lacking in, which is required, but not mandatory for the role in question, is already evidently displayed within your CV. If that is the case, you can probably assume the interviewer is already aware of this ‘weakness’ and is trying to unpick if you can see it too.

Please note, read the job description to find out the key skills required for the role, so you know what to avoid! If the job lists organisational skills as an important requirement, then it will probably not look great to state that as your biggest weakness. But at the same time, try to keep your weakness relevant to the role. And make sure you are being honest in your answer.

Use an anecdote

Put your weakness in the context of an anecdote. Give an example of a problem previously caused by your weakness and talk about how you overcame it. Discuss what you learned from the situation, and what you would now do differently, or hope to do differently in the future.

Put a positive spin on your weakness

When thinking about your weakness, try to make a list of the positive aspects of that weakness. And then think about how you could improve your weakness and convey that to the interviewer, in essence, choose a weakness that WLL NOT hinder your chances of getting the job.

Overall, be selective, and prepare in advance! Assume this question will come up, that way it can’t catch you out.

Our top tips for selecting your weakness:

🟣 Make sure the weakness you choose, is a genuine weakness

🟣 Avoid saying your weakness is that you are a ‘perfectionist’. Why? It’s old and boring, tried & tested. Really think outside the box here, in truth nobody wants to hire a perfectionist anyway! If you’re a perfectionist, your interview might be thinking how will this person grow? Will they take criticism well?

🟣 Think about how you’re working on your weakness

🟣 Always consider why you want this job, you want to succeed at it, and you want the interviewer to have no doubt about this too! So, choose a weakness that does not hinder your ability to carry out the responsibilities expected of you!

 

Latest News

Strength in Partnership: Why Businesses Thrive with Recruitment Agencies by Their Side

A talent acquisition team without a trusty recruitment partner could be like coffee without caffeine ☕

Who benefits? You, the teams you recruit for, the new people you hire and of course, us!

Five reasons you can elevate success with us…

Reason one: access to a larger talent pool:

It’s no secret that recruitment agencies have access to a vast network and an ever-evolving database of candidates, passive and active.

As much as 70% of the workforce is made up of passive candidates who aren’t actively seeking work. If you are only relying on active job seekers, you’re cutting your talent pool down to just 30% (source).

You see, you need us, and we need you.

Reason two: specialist expertise:

Recruitment agencies often specialise in specific industries or job roles. Their recruiters have a deep understanding of the market, industry trends, and the skills required for various positions. This specialised knowledge can be beneficial when hiring for niche or technical roles.

A poor hiring decision could be detrimental to your finances, the estimated cost of a bad hire is approximately 3 times more than the salary paid (source).

Reason three: time and cost savings:

How much time is your current talent acquisition team spending on sifting through endless CVS, before they even begin conducting interviews? That’s the magic of partnering with a recruitment agency; they’re essentially the superhero sidekick your team never knew they needed. They will prevent you from spending your precious time and resources so you can focus on moving the business forward in other ways e.g., mastering that onboarding experience of ensuring the first day in the new job is incredible!

Specialist agencies will often have access to a treasure trove of talent your internal team might not even know exists. They’ve got the tools, the know-how, and the secret suave to identify, woo, and win over your ideal candidate.

Did we mention cost savings? Sure, there’s a fee involved, but think of it as an investment in efficiency. By slashing your time-to-hire and minimising turnover, a specialist recruitment partner can save you plenty of pennies in the long run.

Reason Four: hard to fill roles:

We’ve all seen them and most of us dread them, but not your trusted specialist agency! No, they thrive off a hard to fill role. Nothing says success better than finding you your perfect candidate for that “hard to fill” role.

Truthfully, you could do it yourself but roles like this need an amended game plan and an extra bit of finesse!

Our top strategies for filling your “hard to fill” roles include:

  1. Targeted search, we deploy specialised tactics to track down the perfect fit.
  2. Creative sourcing, we think outside the box every day – we LOVE it!
  3. Personalised approach because we know one size doesn’t fit all when it comes to hard-to-fill roles. We craft tailored messages and elevate your brand to woo candidates and show them why your opportunity is the one they’ve been waiting for.
  4. Tapping into that passive market, remember the one you don’t have access to?!
  5. Persistence and patience, because Rome wasn’t built in a day, and neither is a dream team. Specialist agencies use their market knowledge to paint you a realistic picture of how long it might take to find the perfect match. Sometimes recruitment is about weathering the storm.

Reason Five: Market Insights:

Recruitment agencies aren’t just matchmakers; they’re like talent scouts armed with insider info! They’re salary benchmarking experts, they can spill the tea on competitors’ hiring tactics, and even forecast talent trends like psychic recruiters. With their market insights, you’ll make strategic moves that leave the competition scratching their heads and scrambling to keep up. Think of them as your secret weapon in the war for talent!

To summarise, who doesn’t like maximising their time and seeing their fill rate soar? Partnering with a specialist recruitment agency can do just that! For optimal results choose wisely, and select an agency that aligns with your values and goals. We’re big fans of communication here, and it’s crucial to a successful and thriving recruitment partnership (in our opinion!) Why waste another minute drowning in CVs for hard-to-fill roles when you could be conquering the other complexities of the talent world? Partner up with an expert recruitment agency and watch your team soar to new heights – while they handle the rest!

Read more Kameo news here. 

 

 

5 ways to help your team future-proof their finances

A recent article shared by the BBC stated: “A single person will need £31,300 a year for a moderate income in retirement.” This comes from a pensions industry body.

The ongoing cost-of-living crisis is a challenge that will endure for years to come, prompting individuals to reassess their pensions, savings, investment choices, and strategies. As we navigate this crisis and the recently unveiled recession, it’s essential to make informed decisions about our financial futures.

We firmly believe the workplace can hugely and inexpensively help employees future-proof their finances, according to professional pensions nearly half of UK employers plan to boost their financial wellbeing investment this year, are you one of them?!

Here are our top FIVE ways to help your  team future-proof their finances:

  1. Educate on Financial Literacy:

Financial literacy means understanding how to manage money wisely. It’s about knowing how to budget, save, invest, and handle debt effectively. When you’re financially literate, you can make smart decisions about your finances and plan for your future with confidence.

At work, you can offer workshops or resources that enhance your team’s financial literacy. Topics to cover include budgeting, saving, investing, and debt management to empower them with the knowledge needed to make informed financial decisions.

Did you know that as many as 24 million UK adults do not know how to manage their debt? Source. Debt and financial insecurity actively contribute to our stress levels and ultimately workplace productivity, therefore, when businesses take the time to work on financial literacy everyone benefits.

  1. Encourage Retirement Planning

You may be surprised to hear just how many of your employees are in the dark when it comes to understanding workplace pensions, a recent study revealed up to 41% of UK employees do not understand their pension (source).

Do you discuss the pension scheme on offer at your workplace as part of the onboarding process? If not, perhaps now is the time to start.

Your employees need to understand the importance of contributing to their pension and the benefits of employer-matching contributions (where applicable).

Provide access to resources such as: pension calculators and financial advisors, or simply the Finance Director you employ, to help employees understand their pension options and set realistic retirement goals.

Where possible, regularly review pension contributions and retirement plans with employees, offering guidance on adjustments as needed to ensure they are on track for a comfortable retirement. Supporting employees in navigating the UK pension system empowers them to make informed decisions about their financial futures.

  1. Promote Emergency Funds

Encourage the habit of saving for emergencies by highlighting its importance. Educate your team on the recommended amount to save and strategies to build an emergency fund gradually.

Nobody says it quite like HSBC, it is after all their expertise and not ours – https://www.hsbc.co.uk/financial-fitness/growing-your-money/build-emergency-fund/

Can you share this article with your employees, put it on your intranet or, add it to your discussion points in your next team meeting?

There’s no need to single anyone out; simply knowing how to start an emergency fund could be incredibly helpful to someone. It’s simply about making sure this valuable information reaches everyone who could benefit from it.

  1. Offer Financial Wellness Programmes

According to HR Grapevine, almost a third of organisations offer a financial wellbeing programme, designed not just to help reduce debt but also to help employees get the most from their money and achieve their financial goals.

Having a financial wellness program in place can benefit businesses in various ways. It enhances employee morale and loyalty, reduces turnover costs, and boosts productivity by alleviating financial stress, did you know 1 in 5 employees say financial stress impacts their productivity (source).

However, employees with access to financial education and resources are better equipped to make informed decisions about their finances, leading to greater stability and security. Additionally, offering a financial wellness programme can be a valuable recruitment tool, helping businesses attract top talent. Overall, investing in financial wellness demonstrates a commitment to employee well-being and yields positive returns for both employees and the organisation.

  1. Provide Flexible Benefits Options

Flexible benefits, also known as fringe benefits, are additional perks offered to employees alongside their standard remuneration package. These benefits allow employees to customise their packages based on their individual needs and preferences. By giving employees, the freedom to tailor their benefits, you embody a culture of individuality and increase employee satisfaction while addressing financial wellbeing.

One key advantage of flexible benefits is their role in cost management. They create a controlled environment where spending is allocated precisely to the benefits most valued by employees. This strategic approach ensures resources are optimally utilised while meeting the diverse needs of the workforce.

In summary, flexible benefits empower employees to personalise their package, aid in cost management, and support financial literacy, ultimately contributing to a more satisfied and financially secure workforce.

In conclusion, achieving financial resilience for your team starts with proactive measures that empower and support each member on their journey toward stability and success. By adopting the tips outlined in this article, you not only provide your team with the necessary tools and knowledge to tackle future financial challenges but also demonstrate your commitment to their wellbeing as an employer. This contributes to the creation of a positive work environment, reduces turnover, and enhances productivity and morale. In essence, prioritising your team’s financial health isn’t just a good idea—it’s a savvy business move that benefits everyone involved.

Read more from Kameo.

 

Welcome to the Workforce of Tomorrow: 2024’s Quirky Job Titles Shake Up the Status Quo!”

Let’s get stuck in, because in the blink of an eye, job titles are about to evolve massively. With each passing year, it feels like we’re in a constant game of catch-up with the latest tech trends. So, it shouldn’t come as a shocker that many of the job titles popping up in 2024 belong to the tech sector.

From AI and sustainability to remote work, here’s a glimpse into the 2024 job scene and beyond…

  1. AI Ethicist

AI is everywhere, right? But who’s keeping it in check? That’s where the AI Ethics Consultants come in. They’re like the guardians of the digital realm, making sure our AI pals behave themselves. From tackling bias to guarding our privacy, these folks are the unsung heroes of the tech world, ensuring a smoother ride through the wild west of artificial intelligence.

Want to become one? Find out how here.

  1. Renewable Energy Analyst

I delved into LinkedIn to gauge the pulse of renewable energy analyst roles in the UK. And there were a whopping 225 listings for renewable energy roles! Impressive, right? But then, just for kicks, I decided to peek at marketing analyst positions, and guess what, a mere 136 listings!! But honestly, everyone is trying to do their bit so is it really that surprising to discover that the green revolution is outpacing the marketing mavens?

In the ongoing effort to combat climate change, Renewable Energy Analysts play a vital role in promoting sustainability. With their expertise and analytical skills, they assess the efficiency of renewable energy sources like solar panels and wind turbines. Their work involves designing energy models to ensure a greener future for our buildings and communities.

Fancy taking on the challenge? Take a sneaky peek at the list of questions you might be asked at interview!

  1. Cybersecurity Incident Responder

The numbers don’t lie – cyber-attacks surged by 125% globally in 2021 compared to 2020, and the trend continued into 2022, posing an ongoing threat to businesses and individuals. (source.)

Have you ever wondered who the digital superheroes are, tirelessly guarding our virtual fortresses from cyber threats? Meet the Cybersecurity Incident Responders! They are our tech-savvy heroes who stop cybercriminals by detecting, mitigating, and recovering from security breaches at lightning speed. Armed with expertise in threat analysis, digital forensics, and crisis management, they’re the digital-first responders we all need. Also, fun fact, did you know there is a job title in this sector called Penetration Tester?

  1. Augmented Reality (AR) Developer

Augmented Reality is on the rise and likely to turn industries upside down (in a good way). These digital enthusiasts perfectly blend pixels and reality, creating experiences that’ll leave us questioning what’s real and what’s just a fantastic AR illusion. This job is on the rise so let’s get ready to step into a world where the line between the digital and physical blurs into one.

  • Virtual Reality (VR) Experience Designer

As VR tech keeps pushing boundaries, the hunger for digital thrills only grows. That’s where Virtual Reality Experience Designers swoop in, crafting mind-blowing VR realms for everything from gaming and entertainment to educational and training purposes. So, whether you’re battling virtual dragons or mastering new skills in a digital classroom, these designers are the experts behind the scenes!

Did you ever wonder how much AR/VR is shaking up our world? If not, now’s the perfect time to dive in and discover the magic! By 2024, global spending on these mind-bending technologies is set to skyrocket – six times more than what we saw in 2023! So, grab your virtual goggles and get ready for an adventure because the future of reality is looking brighter and more immersive than ever! (source).

  1. Chief Resilience officer

Chief what? Around for about five years now, but with recent external pressures, businesses are feeling the heat. Say hello to the Chief Resilience Officer! These officers are like the steady hands guiding companies through uncertain times.

If the past four years have taught us anything it’s that uncertainty is the new normal and to survive you must have resilience. A Chief Resilience Officer crafts strategies tackling everything from pandemics to economic turbulence.

Fancy joining the other 419,000 people (thank you, LinkedIn) in the resilience revolution?

There we have it, our top five (.1) emerging job titles in 2024! Some may surprise you, others we’re sure won’t. Whichever camp you’re in it’s fair to say that 2024 is poised to witness the emergence of diverse and dynamic roles that reflect the growth of technology, sustainability, and social responsibility. As professionals adapt to these evolving demands, they will play a vital role in shaping a future where innovation and progress go hand in hand with ethics and sustainability.

Did you like this? Read more from Kameo here. 

 

Yes! You’ve accepted the job….

but now you have to navigate through the counteroffer too. Navigating through a counteroffer situation can be crucial in your career journey. Whether it’s due to market dynamics or your unique value proposition, knowing how to handle it with grace and clarity is essential.

Here’s a simple three-step guide to help you through…

  • ACKNOWLEDGE:

Express sincere gratitude, emphasising the value you place on the offer. Politely request a bit of time for thoughtful consideration, underlining your commitment to making a well-informed decision that aligns seamlessly with your aspirations. This moment deserves the careful consideration it warrants.

  • CONSIDER:

Your boss is extending a counteroffer for a reason. Perhaps it’s a testament to your indispensable role within the team or a recognition of the costly and time-consuming process of finding a replacement. These considerations highlight your value and the investment your company has in retaining you.

However, statistics paint a cautionary tale: while half of employees accept counteroffers, a staggering 80% of them depart within six months, with 90% leaving within a year. This begs the question: is monetary gain truly the root cause of your desire to leave?

Should You Accept?

Before hastily accepting, introspection is key. What is driving your decision to leave? Is it solely financial, prompting a conversation with your boss about remuneration before resigning? Or does it stem from a deeper desire for career advancement, a shift in industry, or a misalignment of values with the company culture? If any of these resonate with your motivations, a counteroffer may only serve as a temporary fix to deeper issues.

Consider, too, the lasting impact on your relationship with your boss. Once you’ve submitted your resignation, trust dynamics shift irreversibly. Doubts about your loyalty linger, casting a shadow over future interactions. In addition, accepting a counteroffer may inadvertently jeopardise your job security. By entertaining the idea of leaving, you inadvertently raise questions about your allegiance, potentially leaving you vulnerable in times of company restructure or redundancy.

In the face of a counteroffer, it’s imperative to weigh not just the immediate gains but also the long-term implications for your career trajectory and overall satisfaction.

  • ACCEPT OR DECLINE
  • How do you want to communicate your decision to your employer? Think about how you would be most comfortable doing this, e.g., in person or by phone etc.
  • Express gratitude for the offer
  • Clearly state your decision
  • Give clear reasons for why you are accepting or declining
  • You could provide a referral if you know of someone else looking for a job who you think could suit the role
  • Finish on a positive note, express what aspects of the job you liked, and perhaps express a wish to keep in touch

In conclusion, navigating a counteroffer after accepting a job offer requires careful consideration and strategic decision-making. While it may be tempting to simply accept a higher salary or better benefits, it’s essential to assess the long-term implications and the overall fit with your career goals and values. Open communication with both your current employer and the prospective employer is key, as is maintaining professionalism and transparency throughout the process. By approaching the situation thoughtfully and respectfully, you can ensure a positive outcome that aligns with your professional aspirations and enhances your career trajectory.

Read more from Kameo here. 

 

Changes to the Flexible Working Act you need to be aware of…

According to Timewise research, 49% of employees plan to utilise the new flexible working option from day one of its implementation. So, what are those changes, and how can you be prepared?

  1. Employees will have the right to request flexible working arrangements from day one of employment.
  2. Employers must respond to requests within two months, the current response time is three months.
  3. An employee can make two requests within a 12-month period. Under current law, it’s one.
  4. Employers must consult with their employees before a flexible working request can be turned down.
  5. Employees are no longer required to lay out how a flexible working request might impact the employer.

The upcoming changes to the Flexible Working Act signify a shift in employment legislation and further reinforce the importance of encouraging a good work/life balance. Will these changes open new possibilities for employers and employees as the UK enters into yet another new era of flexibility at work?

Imposed changes to the Flexible Working Act are sure to revolutionise workplace norms (again!) by granting employees the right to request flexible arrangements from day one, a stark departure from the previous 26-week wait. Is this recognising the evolving needs of today’s workforce? Does it foster a more inclusive workplace? Will this move boost work-life balance and job satisfaction right from the start? Employers who feel like they have just got their heads around their current flexible working policies will find themselves having to rethink and embrace the 2024 legislation.

Our top tips on how you can prepare to re-shape your approach to flexible working

  1. Review and update policies
  2. Communicate upcoming changes to employees, department heads/team leaders etc
  3. Develop clear performance metrics and goals for employees working under flexible arrangements
  4. Monitor and review

Short & sweet but we now hope you feel empowered, knowing you’re equipped to navigate upcoming legal changes with confidence.

Read more from the Kameo news page here. 

Click here to find out what the Government have to say on the matter.

Changes to the flexibility act

How to Negotiate a Job Offer

In our article “How to Evaluate a Job Offer Package” we grazed the surface of job offer negotiation; now, buckle up for an in-depth exploration.

Okay, so you’ve received the job offer – yay! But the journey is far from over. It’s time to step onto the negotiation battlefield. Trust us when we say your future self will thank you for it. Plus, if you team up with a tried and tested agency like Kameo, they’ll handle a significant chunk of the negotiation heavy lifting for you. Ready to secure the terms you deserve? Let’s make it happen.

#Number One – KNOW YOUR WORTH

 We touched on this last week, but research is imperative. What is the average salary for your role in your location? What are your skills, experience, and what value are you bringing to the table? Armed with this information, you’ll be better equipped to justify your desired remuneration.

Why does it matter? With this insight, you become a savvy negotiator – not just tossing out a number and crossing your fingers, but strategically justifying your desired remuneration. It’s not just about strengthening your bargaining power; it’s about declaring to your future employer that you’re a professional who knows their value and is geared to deliver undeniable excellence to the organisation. So, dive into your research – because in the negotiation arena, knowledge isn’t just power; it’s your secret weapon.

Those who can negotiate salary see a rise of over 7%! (The Muse, April 2023)

#Two – Timing is Key

 Timing is crucial in negotiation. Express your job enthusiasm and gratitude upfront. Hold off on remuneration talks, letting the employer take the lead. This positions you as a team player prioritising fit before specifics.

Anchor high, then justify. Open with a figure slightly above your target using the psychological tactic of anchoring. Back it up with concrete examples of your achievements and unique value. This paves the way for a more favourable package… leading us nicely into…

#Three – Consider the Entire Package:

Look beyond the digits you’ve been offered. Dive into the realm of benefits, bonuses, stock options, and enticing perks. When the salary door seems a bit stubborn, venture into other avenues for improvement. A comprehensive package, laden with extras, frequently outshines a standalone higher salary, it’s not just about the salary; it’s about crafting a well-rounded job offer.

Things to consider:

  1. Annual leave – what’s the scoop on annual leave, does it rise with years of service?
  2. Do you get private medical or dental care? Are your family included too?
  3. Are there share options or bonuses you cannot refuse?
  4. Are they an investor in people? E.g., do you have an allowance for professional development?
  5. Is there an Employee Assistance Programme (EAP)?
  6. Is the pension statutory or enhanced?
  7. Other company perks – e.g., sabbaticals, gym members, well-being days and so on…

 #Four: Be Prepared to Compromise:

Compromise is a powerful tool at the table of negotiation. Embrace compromise and delve into the employer’s viewpoint. Should they struggle to meet your salary expectations, pivot strategically. Explore alternative avenues like performance reviews, creating pathways for potential salary boosts or additional perks down the line. It’s not just about getting what you want; it’s about forging a dynamic agreement that fuels your growth and prosperity with your future employer.

#Five: Maintain Professionalism:

Never lose your professionalism throughout the negotiation process, no matter the outcome.

Your goal should be to continue building a positive working relationship, and your negotiation conduct broadcasts volumes about your communication finesse and emotional intelligence. It’s not a suggestion; it’s imperative if you want to secure negotiation success.

Negotiation is a mix of nuts, bolts, and a dash of thrill. Consider strategic prowess and sharp communication your golden tickets! And, just in case you’re craving more wisdom, see below for our parting gift – you’re welcome!

 According to Psychology Today, if you’re aiming for a negotiation triumph, make it a Thursday. Why? Because, apparently, we’re all primed for compromise as the weekend vibes start kicking in. So, next time you’re cutting a deal, just remember, Thursdays are not just for throwbacks; they’re for throwing in a bit of negotiation magic! Happy wheelin’ and dealin’!

Are you ready to elevate your job search journey? Connect with our dedicated team today, they can’t wait to empower you through every stage of the process. Your success is our commitment. Start the next chapter of your career by clicking here.

Previous
Next