Tenant Liaison Manager

How to become a Tenant Liaison Manager

If you’re looking for a new career opportunity in FM, have you considered becoming a tenant liaison manager? If you want to liaise between staff, management and tenants providing support and a first-class service then this could be the facilities management role for you.

What is a tenant liaison manager?

This is a challenging and rewarding FM role that requires high levels of customer experience and great problem-solving skills.

You’ll need good communication skills to keep all stakeholders involved about the impact of any project but you’ll also be able to put the information across in a friendly and understandable way. You’ll also need great problem-solving skills to be able to deal with any complaints and to seek quick and effective solutions.

Your time will be spread between office-based tasks and working in the field and you’ll be expected to handle complaints and manage resolutions between tenants and management.

If you’re caring and empathetic, quick thinking and capable of lasting conflict resolution, and you’re job hunting for a more challenging customer services-based role, then becoming a TLM could be the right move for you.

Job hunting in facilities management

The good news is that the skill set you need as a successful facilities management professional gives you the flexibility to undertake many roles. You’ll already be highly organised and detail-oriented with the communication and liaison skills to work with a range of departments.

When it comes to problem-solving, you’ll already be skilled in anticipating problems before they arise by keeping supplies at the correct level, scheduling preventive maintenance and heading off technology issues. These are all great skills when hunting for alternative FM careers like moving into tenant liaison management.

Here are some top tips for a successful job hunt:

Research your new role
You’ll find plenty of TLM job descriptions online. Take the time to read them thoroughly and start mapping your skill set to the skills required. This is invaluable when you start to write your CV and application letter.

Create three main messages

When you’re CV writing you need the first three statements to be memorable, positive and clearly outline your career goals and what you hope to achieve by moving into a new FM area. Emphasise your messages in your personal profile on your CV and in your LinkedIn profile.

Practice for interviews

In the current climate, you’re as likely to be asked to video interviews as face-to-face ones, so it’s important to practice for all eventualities. Interviews are tough enough to land so be prepared. Make sure your answers are clear, short and upbeat. And be prepared to answer questions on why you see TLM as the right career move for you at this time.

Do a personal audit

Before you even think about shifting career, think about the skills and experience you’re selling to prospective employers.

What job titles are relevant to your job hunt?
What are your main skills and achievements?
Do you have evidence to back you up?
Which roles are you looking for and why?

When you’re confident about the answers to those questions, give Catch 22 a call. We’re a specialist agency that can match you with the right tenant liaison manager opportunities and give your FM career a boost.

choosing a specialist recruitment agency

The benefits of using a specialist recruitment agency

If you’re looking to recruit FM professionals then using a specialist recruitment agency could be the way ahead. Working with an agency fast-tracks your access to quality candidates who are pre-screened and perfect for the job.

But that’s not the only benefit of working with a specialised agency. Read on to find out why you need specialist facilities management recruitment.

You won’t hire a bad candidate

Ready for great talent? The point of working with a specialist agency is to avoid hiring a bad candidate. A recruiter has the networks and contacts to find the ideal candidate that fits your goals and requirements.

If you’re relying on advertising and failing to find the calibre of candidates you’re looking for, that could be because the right candidate isn’t actively looking unless the right FM position presents itself. A recruiter knows where to find those candidates and tempt them to apply for your position.

360-degree support

As an employer, an agency will ease your recruitment problems by supplying the best possible pre-checked candidates. But if you’re looking for a facilities management career change then a specialist recruiter will feedback to you on your application and ways to improve your opportunities. After all, no agency wants to mismatch jobs and candidates as they’d go out of business fast. So expect excellent support on whichever side of the recruitment divide you fall on.

Save time recruiting

When only the best will do, you’ll save time using an agency to find you those great candidates. From attracting and shortlisting talent to providing specialist knowledge of the job market, an agency will help you recruit within your timeline. And by dealing with screening candidates and conducting initial interviews and salary negotiations, they leave your HR department free to get on with more important things.

Promote your brand

An agency will represent your brand in the most professional way possible and back you through every step of the recruitment process. They’ll help to persuade the candidate you want to choose you by promoting your brand values and company culture. Candidates listen to professional and experienced recruiters, giving you a way to differentiate your brand and become a company great talent will want to work for.

Provide the cover you need

Another benefit of working with an agency is the ability to get just the cover you need when you need it. Not only will they provide professional candidates for full-time roles but also emergency cover when you need it. If you need extra capacity for a new FM project then a specialist agency will have suitable candidates within easy reach so you can hit the ground running. Gaining short term access to some key strategic skills in a hurry is one of the biggest benefits of working with an agency that specialises in facilities management recruitment.

It’s our job

It’s worth remembering that one of the biggest advantages of using a specialist job recruitment agency is that it’s their job to recruit people. Finding the best people for the right position is our passion and we can handle all of your facilities management requirements whether full time, temporary or for contract work.

Contact us today to find out how we can supercharge the recruitment process and get you the best person for the job.

c22 team target growth opportunities

Catch 22 targets FM recruitment growth opportunities

c22 team target growth opportunities

Facilities Management recruitment specialists Catch 22 has announced a new management structure to implement its plans for future growth.

The senior team – spearheaded by chief executive officer Simon Aspinall and national operations director Scott Linnen – has also been bolstered by a significant investment in the agency.

Entrepreneur Gary Dewhurst, whose expertise is in the recruitment sector, has taken a 50 percent stake in the business after recognising the opportunities for strategic growth which the pair have identified. Meanwhile, former managing director Vince Parker, one of Catch 22’s original founders, has relinquished his role in the business but will continue to advise the team.

The Leeds-headquartered business, which also has offices in London and Manchester, currently supplies high quality temporary and permanent staff to a wide range of organisations – including more than 20 of the UK’s top 50 facilities management service providers.

As part of its ambitious plans, it is seeking to expand its nationwide reach by further developing the business outside its core areas of the South East, North West, Midlands, and Yorkshire.
Catch 22 also intends to grow its share of the technical recruitment market – providing more ‘hard services’ roles, such as those in the building maintenance, heating, air conditioning, electrical, and mechanical sectors.

Simon Aspinall said: “We have identified a number of opportunities within the FM & Workplace sector and I’m confident that, by developing these, Catch 22 can enjoy a period of extended growth.
“I’d also like to highlight the contribution being made by Gary Dewhurst. His investment is crucial to our future plans, but he also has a proven track record in founding and growing a number of successful niche recruitment businesses.”

Gary recently left his role as part-time CEO of gap Personnel Group after selling his remaining shares in the Wrexham-headquartered company, having sold a 75% stake in 2017 to Japanese-listed recruiter BeNEXT – allowing him to devote more time to invest in his portfolio of 10 companies.
Catch 22 was founded in London in 1982 and quickly developed an enviable reputation for its ability to supply high quality temporary and permanent staff across a range of roles in the Facilities Management and Workplace sector.

Scott Linnen added: “Catch 22 has traditionally excelled in providing ‘soft services’ across the support, office and executive functions of the FM sector but we intend to now grow our share of the technical market which we have identified as an area for significant growth.
“We would also like to thank Vince Parker for his many contributions that have transformed Catch 22 into the nationwide success it is today and wish him well in his future ventures.”

Linkedin app on a mobile phone

5 Tips For Your LinkedIn Profile

LinkedIn has more than 600 million users worldwide!  So whether you are looking for work or not, it's vital that you have a presence on LinkedIn.  A LinkedIn profile will help potential employers and recruiters see your experience at a glance.  And this means that you are more likely to be contacted with relevant job opportunities.  However, there are some top tips when it comes to making the most of your LinkedIn profile.  And remember, sometimes a poor profile can be worse than no profile at all.

Here are our top tips!

Linkedin profile photo man in a suitThe right profile picture

Your profile picture is the first impression people will get when they visit your LinkedIn profile.  It's important that the picture you choose is right for your industry and your position.  But it's equally important to add a picture as opposed to leaving it out.  If you don't include a profile picture, think what that says about you.  Does it say that you don't finish a job properly?  That your account isn't very active?

But don't worry.  if you'd rather not have a headshot, why not have a picture of you performing your job? Be creative to stand out, but keep it professional.

An eye-catching headline on LinkedIn

When anyone is searching on LinkedIn, what they see first is a thumbnail image and a headline. Whilst the default is for this to be your job title, it doesn't have to be.  You have 120 characters, so you can be as creative as you want to be.  You can even use emoji's if appropriate - they certainly help you to stand out. A great way to stand out is to think about what it is your job achieves.  There's an eye-catching headline right there.

A well-crafted summary

Despite having 2000 characters to use in your summary, our advice is don't!  Too much information and it won't get seen.  We are all processing a lot of information on a daily basis, so keep it short and interesting!  This is your elevator pitch and getting it right will really help you to stand out. Not sure where to start?  Take a look at your peers or competitors for some ideas. But remember to make it your own!

linkedin connections graphicMake connections

Just because you have a LinkedIn profile, it doesn't necessarily mean that you will start receiving connection requests.  Be proactive and get those invitations sent out.  Start with your colleagues and go from there.  LinkedIn is full of fantastic algorithms that will make suggestions of who you should connect with. If you are looking for work then connect with local recruiters who work in your sector.  You'll be amazed how quickly you start to receive calls or messages with new opportunities.

Ask for recommendations on LinkedIn

Bonus tip. It is not essential but it will certainly help you to stand out!  Having recommendations on your profile is a way of helping to prove that you are good at your job.  Are there particular skills that you want to highlight - ask for a recommendation!  These can be from colleagues, managers, clients - get as many as you can!

So now that you have a standout LinkedIn profile, why not send us a connection request? You can also follow companies on LinkedIn too.  Follow Catch22 and be the first to know about our new jobs.


4 Top Tips for Acing Your Second Interview

The second interview – congratulations, you've impressed the hiring managers and made it through the first stage. You are now one step closer to securing your dream Facilities Management job.

But what makes the second interview, different from the first? And, more importantly, how should you prepare to make sure you get it right? It’s often a mistake made even by senior candidates that the research and preparation are all about the first interview. But the second interview is even more important. Don't think that just because you've been invited back that you don't have to prepare as well as you fit for the first.

Whilst the first interview usually just covers the important basics, the second interview will really get under the skin. The interviewer is trying to determine if you are the right person not only to do the job but to add value to the company too. Will you be there in 3-5 years time? What will your role be and what skills can you bring with you along the way.

So here’s everything you need to know...

The Second Interview – Use what you learnt in the first interview

“So, since our last meeting, what thoughts have you had about the job and the company?”. It's such an important question to make sure you are prepared for!  It isn’t designed to trip you up, but being underprepared will leave you waffling. Be confident in your response. It’s OK to take in notes. Things to include are your main reasons you want this job, why the company is the right fit for you, their vision etc.  This not only proves you have thought about it seriously but that you have listened and retained information - a good skill to have! But, and this is where you can really stand out. Think about why the company should want you!  Perfect your elevator pitch!

Refer back to things that were discussed in the first interview.  What were the key things you noticed that were important to the company? Bring them up in conversation and then use examples to show you share the same values. Do they have a certain culture?  Have you worked in that culture before? Can you demonstrate your success? Just remember to keep showing that you are the right person for the job.

successful interview

Address anything you missed in the first interview

The second interview is also an opportunity to say things you forgot to say in the first interview.  Or, ask things you forgot to ask.  Make the most of this chance to shine!  Become the front runner!  Was there something that you feel you didn’t answer right the first time?  Or, maybe not to your best ability.  We know that interviews can make some people flustered, or nervous.  Especially if it's your first one for a while.  Don't be afraid to discuss this in the interview.  It could make all the difference to the outcome rather than not wanting to reminder the hiring managers.  This time around, you should be more confident than the first time.  But, remember not to be overly confident – you haven’t got the job yet!  But at least you know that you are a potential hire.  Now it's down to you.


Get to know who you're meeting

Researching people before an interview is now fairly simple. A quick LinkedIn search will tell you about the career history of who you are meeting. Whilst this is great as first interview preparation, you can take it a step further on the second interview. Take a look at what pages they follow on LinkedIn, their education or skills. This can tell you a lot about a person and also if you have anything in common. Maybe it’s a sport, a good cause, or simply an approach to business. People like to hire people that share their values. Any chance you get to demonstrate this - take it! There are other things you can do to find common interests too. Do the company sponsor a charity? Maybe you have raised money for a charity before. Or, maybe the charity is of particular interest to you. If a hiring manager really can’t decide between two excellent candidates, a shared value could really tip the balance in your favour.


Saying thank you after the second interview

It's not over after you have finished the second interview. Sending a short message of thanks to the hiring manager will go a long way - don't forget to thank your recruiter too!  Sending a thank-you email may seem so obvious to so many people, but we are always surprised by how few people actually do. It doesn’t have to be a long message. Just express your thanks and your genuine interest in the role. Thank them for taking the time to meet with you again.

If you are looking for work within Facilities Management, get in touch with our expert team today.

employee mental health

How to support employee mental health post lockdown

Employee mental health is now a huge topic.  It has come to light even more during the pandemic and lockdown period.

As lockdown eases and people start to return to the office, it is to be expected that there will be some unease from employees. Interestingly, research consistently shows that over 50% of workers are 'uncomfortable' about returning to the office. This stems from COVID-19 anxiety and fears around travelling to and from the workplace via public transport. Also, there is also a preference for more flexible working arrangements.  Therefore, employees are reassessing their relationship with the workplace.

As well as all this, factor in the stress and isolation of long months working from home.  It’s clear that supporting employees and their mental health is an increasing need of the ‘new normal’.

Actionable steps to support employee mental health

As employees return to the office, facilities management play a role in minimising any anxiety. Create effective social distancing and hygiene measures that are easily actioned.  This will play a role in helping to reduce their fears.

Create a supportive and healthy work environment. Produce safety protocols that are clear and effective and communicate these to employees.  Create safeguards for their own self-protection and those of others.

Assessing the workplace

For FM professionals, reviewing the workplace and implementing new guidelines is a critical part of supporting workers to feel confident in the return to the office. Communicate the COVID preparedness of the workplace clearly to returning employees.

The office space may need a deep clean, with a focus on multi-touch surfaces. You may need to adjust the layout of the workspace to observe social distancing and ensure that interactions between employees and clients promote safety and trust.

Make sure that supplies of paper towels, hand gel and PPE if necessary are in place. Reassure employees that basic hygiene measures are taken care of.  This goes a long way to alleviate the worry associate with staying safe in a busy office.

Connect with vulnerable staff

The official government advice is that there is no need for individuals to self-isolate at the moment.  However, the situation can change at any time. Official guidance says that vulnerable adults can return to their workplace if it’s COVID-secure.  But they should still work from home if possible.

Individuals who are vulnerable and have been self-isolating are at particular risk of feelings of isolation and loneliness. Other employees who have lost relatives, friends or colleagues may not be in a robust emotional state to return to work.

Organisations should be prepared to offer distanced forms of counselling and therapy via telephone, email or video. These wellness options should offer privacy and flexibility to employees who wish to access them.

Connectivity is another issue for those still working from home. Facilities management need to risk assess the situation.  You also need to put in place appropriate measures like virtual water coolers so teams stay connected.

Effective emotional support is critical

Lockdown has affected different people in different ways. It's important to assess the levels of anxiety and mental wellbeing in individual employees and teams. Hold one-to-one and/or team meetings before the return to work so issues and concerns can be communicated.

This helps to reassure employees that their worries around their mental and physical wellbeing are being taken seriously.

Ongoing emotional support and COVID defence plans will be critical in the months ahead, so start now to support the mental and physical wellbeing of your employees in the post lockdown world.

You can find more information and guidance on the Government website here:
or visit our blog update on Mental Health Awareness Week

remote onboarding and working

Remote onboarding - can you hire someone without meeting them?

Remote onboarding has become a new trend over the last few months but is it feasible for your company. So you’re recruiting candidates for FM positions in your organisation but social distancing means you can’t go through the usual steps to onboard new hires. Can you really bring someone new into facilities management without meeting them face-to-face?

Post-COVID, remote working is becoming the norm rather than the exception. With the right procedures in place, remote onboarding can be done safely and effectively.

Use video interviews wisely

Technology has advanced to the point that video interviews can be executed effortlessly. In fact, the interview process shouldn’t be too different to meeting candidates face-to-face.

Establish an initial profile that enables you to decide which candidates will proceed to the final interview, then hold one-to-ones and a group interview with the team. This can all be achieved using easily available video interviewing tools.

Get the setup ready

Start the process with a welcome email and find out what your new recruit needs in terms of equipment. Be ready to deal with the logistics around distanced deliveries and make sure all relevant documents are available before the formal onboarding process begins and after it finishes.

Create a personalised remote onboarding plan

It can be difficult to create a personal connection without a face-to-face meeting. But a personalised onboarding process can make new employees feel welcome and give the experience a personal touch.

The HR process should give your new team members insight into company culture and communication channels. Scheduling meetings and arranging calls can help them stay focused and avoid the stress and anxiety that they may be missing something important.

Set goals and expectations

Establishing some clear goals for the onboarding process can be invaluable. After all, you won’t have the opportunity for the informal check-ins that occur when working together in an office.

What do you expect your new hire to have achieved by the end of the first week or month? And how can those goals be measured? Be clear on your expectations and create channels for feedback to improve performance. Check-in after one or two weeks, then again at four to six weeks and again at the end of the trial period, typically 90 days to exchange feedback on the onboarding process.

Meet the team

Stepping into a new team can be daunting. But making connections when the team is working remotely can be much harder outside a traditional workplace environment with its opportunities for informal meet-ups or organised events.

Schedule some digital meet-and-greet time that allows the team to spend time with your new recruit. This could be a quick call or a regularly occurring social event. Assigning a virtual partner is a straightforward way to connect a new member to the team and create a channel for hints, questions and directions.

Don’t forget to schedule a virtual tour of the organisation so that your new hire is aware of the different technologies and platforms in use. And arrange an initial series of check-ins with teams, managers and PR so your new hire isn’t left feeling disconnected.

What’s the payoff of remote onboarding?

Remote onboarding may take effort but with the right attention to detail, your integration strategy should see your new recruits working at peak efficiency meaning FM professionals learn valuable new skills that make the entire process straightforward.

If you would like to get started with recruiting for your latest job openings, find more information here: https://www.c22.co.uk/employers/
Don't forget to follow us on Facebook, Twitter or Linkedin for the latest news and updates. 

working from home

How is home working impacting mental health?

Terms such as home working and work/life balance have become part of our vocabulary. But a new survey has identified the hidden impacts of working from home on our mental health.

According to research by Office Space in Town (OSiT), most workers now favour a full return to the office although barriers remain in terms of health, wellbeing and employees feeling safe and supported at work. This is one of the challenges facing facilities management professionals as the return to the ‘new normal’ continues.

Bad for your health?

It turns out that home working could be bad for your health, with research by the British Council for Offices revealing that over half of respondents reported back, neck and shoulder pain. In the OSiT survey, 29% of respondents felt that the lack of suitable equipment was a disadvantage to home working while 64% felt their company had not offered practical health and safety advice.

But the OSiT survey also revealed the impact of remote working on the wellbeing and mental health of respondents. Almost 30% felt that one of the biggest drawbacks were feelings of loneliness and isolation, with 25% experiencing feelings of anxiety. 37% cited the inability to unplug from the work environment as a major drawback.

In fact, only 5% of respondents favoured full-time remote working with the remaining 95% ready to return to the office once a vaccine is found.

Workers Wishlist

So what do employers and FM professionals need to do to ensure that the transition back to the office can be undertaken confidently and safely?

Workers are most concerned about the potential for contamination in the office environment, with over 60% agreeing that better cleaning and hygiene measures would make them feel more comfortable. Other measures that employees expect to see are social distancing markers and the availability of masks and gloves. Sneeze screens and hand sanitizers should be available at all desks according to half of the survey respondents.

The bigger picture

The survey did manage to identify benefits to home working including avoiding the daily commute (72%) and spending more time with family (54%). However, 52% felt that working from home didn’t have a significant effect on their work-life balance and that missing out on collaboration with colleagues and dealing with distractions were major drawbacks to remote working.

It seems that the dream of working from home is unsustainable for the majority of workers, with 34% identifying a lack of dedicated workspace as one of the key drawbacks.

A professionalised environment

It seems that we actually thrive in the professional office, where opportunities for formal and informal collaboration foster productivity, community and a sense of wellbeing. The survey also uncovered the uncomfortable hidden costs of remote working where feelings of isolation, lack of dedicated workspace and uncomfortable blurring of the boundaries between work and life have created impacts that won’t disappear overnight.

The potential cost to mental health and wellbeing makes the return to the office more critical than ever. FM professionals have a key role and responsibility in ensuring that workers feel safe and comfortable when they finally return to the office. Actioning the ‘workers wishlist’ would be a good place to start while flexible working will encourage workers to return to the normality of the office.

Clean offices

How will offices evolve post Covid-19?

Creating the post-pandemic offices will take a mix of short term fixes and long term changes that prioritise keeping workers safe and healthy.

With lockdown easing, the big return is bringing workers back to the office. The challenge for facilities management is how to put hygiene at the heart of the workplace.

Reducing fear and anxiety

As a result of this unprecedented event, we’re all now hyper-aware of health risks when it comes to sharing spaces with our colleagues. A move away from the open-plan office is predicted with the implementation of sneeze guards between workstations mooted as a low-cost measure to address anxiety.

A more radical plan could be a move towards distributed offices. This involves moving away from a centralised hub to smaller offices based around teams working collaboratively closer to home. Not only could this promote a sense of wellbeing, but it also reduces the exposure to Covid-19 on public transport.

Another potential solution is to stagger the workforce, with smaller groups coming into the office at any given time and avoiding rush hour transport. This hybrid style of working between home and office could, in turn, unlock the workplace for a wider talent pool.

The office as hospital

Swapping out natural elements for non-porous surfaces and opting for materials that are safe and hygienic will be a growing influence on future office design. HVAC systems using ultraviolet light will come out into the open to give workers an immediate impression of cleanliness. And handwashing stations are expected to become the new normal with workers washing their hands as they enter and leave the space.

Hospital design is also expected to impact on wayfinding, with the focus on getting from A to B in the most efficient manner. Your office may even become more proactive in the way in which it monitors for sickness, with sensors embodied under desks. These would then alert facilities management when an employee shows signs of fever.

The contactless office

The gradual automation of everything from exercise to flight check-ins should have prepared us well for the shift towards a more contactless future. Offices that can make the switch will use smartphone technology for contactless access to the office and that first cup of coffee. Voice-activated technology will create hands-free meeting rooms, and a simple hand gesture will flush toilets and open doors.

The future is here

In Australia, Dicker Data has already bridged to the post-corona future with the implementation of huge sanitising stations and thermal body scanners. Essential onsite workers arrive in staggered shifts and extra cleaning staff ensure that hygiene standards are maintained.

In the UK, the major retailers have led the way with floor signage, queuing systems and the compulsory use of masks and hand sanitiser. So what’s the takeaway for your office?

Evolving the hygienic office

The safety of your employees is your top priority, now more than ever. The evolution of the office starts with good practice and policies driven by facilities management. Ask yourself whether employees can work from home or be split into multiple teams that work in distributed places or at staggered times?

You need to stay consistent with public health messaging and be flexible enough to create throughways and workspaces that can evolve as the pandemic continues to evolve.

How to find a new job during the pandemic

How to find a new job during the pandemic

You might be surprised to discover that a pandemic might not be the worst time to look for a new job. While some industries are having to lose workers, others are hiring. A quick search through LinkedIn or using the hashtags #nowhiring and #hiring should give you a good idea as to what jobs are around.

If you have lost your job as a result of Covid-19 or you were looking for a new role in FM when the crisis hit, don’t give up - just follow these tips for job hunting during a pandemic.

Be job search ready

Now’s the time to undertake these three essential tasks:

- Update your CV, tweaking it for any job you apply for
- Write a cover letter that gets you noticed
- Update your profile on LinkedIn

And upgrade your online job searches:

- Set job alerts
- Use relevant hashtags to search
- Organise your job search for a smoother result

Research the job market

A quick look around and at the news will tell you who’s doing well post lockdown and what sectors to avoid. Travel, food and entertainment have all been hard hit by social distancing. But food and retail, healthcare and cleaning services are thriving which could present a good match up with your facilities management skills.

For businesses that have emerged from lockdown relatively unscathed, tapping into new talent is a priority. Not only are organisations looking for more workers, but they’re looking to onboard fast, so make sure you’re available to move as quickly as possible.

Become a remote worker

Covid-19 has pushed many organisations towards a swift digital transformation, making remote working more attainable and attractive than ever. It’s a particularly good option if you’ve been cocooning or you’re uncertain about a return to your old ways of working. All you need is an internet connection to search for, and land, those work from home jobs. Try searching the top job sites for freelance and telecommute jobs. Or try some of the more niche job search sites that deal with the gig economy.

If you can work from home you may have a better chance than ever of getting a job. If you can solve an organisation’s hiring problems then let them know your most valuable qualifications upfront.

Get interview ready

The chances are you’ll be interviewed via video so take the time to get to know how Zoom and Skype work. It may be a learning curve but practising your interview techniques and the way you present yourself on camera can be critical to getting hired. Pay attention to your choice of outfit, lighting and background - Zoom lets you select a suitably professional backdrop.

Upgrade your networks

Networking doesn’t depend on face to face for success so make the most of socials including LinkedIn and Facebook. Take some time to endorse former colleagues or offer to help friends with tasks such as proofreading their CV and cover letter. You can also take the time to upgrade your own skillset through online courses then polish up your profile.

Key takeaways

Just because there’s a pandemic doesn’t mean businesses aren’t hiring. Take the time to get job search and interview-ready and remember that these are challenging times for all so be prepared for when that new job lands.