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Loren Von Sternberg

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Loren Von Sternberg

Head of Talent Acquisition

I am originally from London, and then I moved to Manchester to go to University. I had a couple of Field Sales jobs before I found the wonderful world of recruitment. I previously recruited professional services and also internally. After a number of years in recruiting in Manchester I moved back to London and joined Pro Group.

I am the Internal Recruitment Manager at Pro Group, and I help to achieve the Pro vision – "build a team of over 100 passionate people, creating an inspired, successful and friendly environment."

Outside of work I am enjoying rediscovering London after so many years ‘up north!’ I am a keen swimmer and will be completing a charity swim later on in the year.

The best holiday I have been on was when I went to Cuba. It is an amazing country with incredible people, and of course the most beautiful beaches. To make it even better it was where my boyfriend proposed to me!

loren's latest roles

  • Graduate Recruitment Consultant

    Up to £25000 per annum + + Amazing benefits package!

    Trainee Recruitment Consultant - Join the Pro-Family! Are you a graduate with a strong work ethic and a desire to earn as much money as possible, as quickly as possible? Are you looking for an opportunity to...

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  • Graduate Recruitment Consultant

    Up to £25000 per annum + Amazing benefits package!!!

    Graduate Recruitment Consultant London Up to £25,000 + 40% Commission and over 26 benefits! Are you looking to take control of your own career? Do you want a clear progression path laid out from day 1? Would...

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  • Trainee Recruitment Consultant

    Up to £25000 per annum + + Amazing benefits package!

    Do you want to be rewarded directly for your hard work and have unlimited earning potential? Or are you looking for a first role where you can work in a sociable environment surrounded by ambitious individua...

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What people say about Loren

You are one of a select few in this industry that genuinely empathise with people's situations and really try to find the right people for Pro Group so just wanted to say thanks and keep it up! 

Loren managed my end to end recruitment process during my move to Pro, and have to say she was incredibly proactive! I immediately bought into her relaxed, honest and consultative approach, and for this reason also quickly found myself bought into the business...

Loren approached me with great first impressions and is truly dedicated to role. She has good in-depth knowledge of the company and has a friendly, responsive and personable approach, which made the whole process a lot smoother. All you need in a great Internal Recruitment Manager!

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Companies Loren has worked with

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Click to EditWe are always searching for new talent. Take a look at the opportunities

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loren's articles

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Will Brexit affect the graduate job market?

Posted by Loren Von Sternberg

As a graduate, the prospect of job hunting after university is often a daunting task, made even more so when you find yourself asking the question, “Is Brexit going to affect me finding a job after I leave university?” You are by no means alone in this concern, with the future of the UK labour market at the heart of what Brexit means to so many people. Whatever your political persuasions, whether you voted leave or remain, or whether you’re just tired of hearing the word “Brexit”, you should probably be thinking about how Britain’s jobs and careers are going to be affected as a result of the UK’s current economic and political climate. Despite the political disruption Brexit has brought upon the UK since the government triggered Article 50 in March 2017, the UK graduate labour market is yet to experience any long-lasting or damaging impact. However, British employees expressed concern for the labour market as early as December 2016, just a couple of months after it was announced that the government intended to invoke Article 50. A Glassdoor survey conducted at this time revealed low employee confidence in the British government, with 24% of UK respondents expressing concern that Brexit would affect their companies and over a quarter of Londoners reporting that they would consider leaving the UK to work in another European country post-Brexit. Research carried out more recently in the early months of 2019 show similar results, particularly with regards to graduate employment. A survey conducted by The Independent found that more than three-quarters of this year’s university graduates believe Brexit will have a long-term negative impact on their careers, with 52% believing it will be more difficult to secure a graduate role. If we look back at graduate employment around the time of the 2008 financial crisis, we see a similar pattern in the thoughts and concerns of students. Around half of those who left university in 2008 say that the economic crisis had a negative impact on their career with stunted and delayed salary increases, and Milkround found that 36% of 2019 graduates are expecting a similar trajectory. Should Students Be Concerned? The annual report conducted by the Higher Education Careers Service Unit (HECSU), What do graduates do?, suggested in October 2017 that any setbacks Brexit may bring for the British economy would be less severe for graduates and any damage to the UK graduate labour market was likely to be temporary. Fast-forward a year to the most recent of these reports and this appears to be correct. The latest edition reveals a relatively healthy graduate labour market with 74.3% of graduate respondents in employment within six months of graduating - considering the current political and economic climate, that’s pretty good! Data on current recruitment activities also suggests that Brexit should not have an overwhelmingly negative impact on graduate employment this year. In fact, the Institute of Student Employers (ISE) found that almost three-quarters of employers are planning to continue hiring in a similar fashion this year regardless of Brexit, as well as anticipating an 18% increase in the number of planned graduate hires and a 47% increase in planned apprentice hires for 2019. So, perhaps the graduate job market isn’t as bad as you might think? However, it is still important to consider steps to make sure you are in the best position possible to succeed in your job search. The graduate labour market remains competitive, so here are some tips from industry experts at Pro to help you along the way! 5 Jobseeking Tips For Graduates in 2019 Make the most of the resources available to you There are countless resources dedicated to graduate employment at universities - make the most of them! Attend career fairs, get advice from your union’s student services and go along to networking events - you never know who you might meet or what advice you might get that will help make sure you are in the best possible position. Don't forget to register yourselves with recruitment agencies, there are many who focus on providing opportunities for graduates, as well as those looking to hire for themselves! Do your research Make sure to do your research and put time into getting to know your preferred industry inside-out! Learn what employers are looking for and identify skills gaps that you can fill - this way, when you complete online assessments or attend interviews, you are presenting yourself as a knowledgeable candidate. Expand your skill set Do what you can to make yourself more attractive to potential employers by showcasing your skills. ISE research found that employers are most concerned about finding specialist candidates for entry-level roles - something like completing online courses to gain practical skills for your preferred industry could set you apart from the crowd! Aside from this, understand the value of the transferable skills you gained at university, and learn how to showcase these in a way to demonstrate why you are the right candidate. Be flexible In the graduate job market, you need to be ready and willing to be adaptable - there is nothing wrong with perhaps adjusting your long-term sights to get a foot on the ladder. Start looking for entry-level roles before you finish university, but also consider temp work or summer internships. Getting some relevant work experience on your CV will prove valuable when you get round to interviewing for roles against other graduates. Build resilience The graduate job market is always competitive but with the added pressures Brexit will potentially bring, build resilience and remain focused on improving your personal and professional skills, including your CV and interview skills, to get a positive result at the next opportunity! If you are looking for a graduate opportunity, contact Loren on 02072696358 or loren@pro-recruitment.co.uk.

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Why Become a Trainee Recruitment Consultant?

Posted by Loren Von Sternberg

Having been in the recruitment industry for many years, across a variety of sectors and agencies, now my role is to recruit recruiters. One of my favourite questions to ask is ‘how did you get into recruitment’ as most experienced recruiters ‘fell into’ recruitment and ended up loving it. Most recruiters, as children, didn't say, ‘when I grow up I want to be a recruiter’ but they were looking for a career where they could utilise their people and sales skills whilst having the ability to earn a lot of money and have a career that progression is actually linked to high performance, whilst making an impact to businesses and candidates lives. Times Are Changing I am speaking to grads regularly who have heavily researched the industry and are looking to start a career in recruitment after they graduate, and we are even seeing a influx of people who have had careers elsewhere (Lawyers, Tax Analysts, even bin men!!) and decided they wanted a change after understanding the consultative nature of recruitment and are looking to develop their skill sets making use of their previous work experience - rather than just ‘falling into’ recruitment. As an industry, recruitment generally has quite a high turnover, as when you research a career in recruitment you see the glamour of taking clients and candidate out for lunches and drinks, and going to events and networking, the rewards like high-end restaurants and all inclusive holidays, amazing commission structures, which is all part of the attraction to the role. Yes, we do get all of these things, but the reality is there is a lot more to the role and to get these wonderful perks. You have to work hard, be persistent and then you will reap the rewards. Your First 18-24 Months in Recruitment This will be the biggest challenge. You will be spending a lot of time calling clients and candidates alike (probably leaving more voicemails then you ever thought possible) on the phones, building your reputation, client base and candidate pools and working long hours. There will be a lot of rejection and some lows, but the highs and the pure excitement when you are placing your candidates into their dream roles at your fave client will massively outweigh these, and when you get your commission you realise, yes it was worth staying late or meeting candidates before and after work as you will be remunerated very generously. But overall, Your life in recruitment will be a rollercoaster. The Industry Recruitment has a higher turnover than most - mainly because people are not prepared for or realise all of the above until they start. Some of the huge household name recruitment agencies hire large numbers of entry-level Recruitment Consultants with the plan they will lose 3 out of 4 hires! That’s a retention rate of 25%! We regularly hire Associate Consultants, which is our entry-level Recruitment Consultant position, alongside experienced recruiters as part of our growth plan at Pro-Group. One of the things I am particularly proud of is that out of our Associate Consultants we hired in 2018 we have retained 70%, which is well above industry standards. In fact, after hiring Associate Consultants for Pro-Group for the last three years in 2018 60% of our top ten performers joined us as Associate Consultants. In fact, one person who joined us in March 2016 has been promoted three times and finished last year as a Managing Consultant with a small team under him. The Biggest Question... Something you are probably asking is how. How do we manage to retain and develop our staff so well? Firstly, we have a rigourous but fun assessment afternoon, where you will be exposed to all the task you would do as a recruiter. This really help to give candidates a clear idea of the role and what is expected of them and what they should be doing on a daily basis. Secondly, training. We are big on training and use resources and industry leaders both internally and externally with both classroom-based and on the job training. Your first six weeks will be intense and jam-packed with training, across every single part of the recruitment process no stone will go unturned! Thirdly, you will be supported by Directors, Managers and the wider business to help you in any way possible and with a clear plan of what is required of you as well as what you need to achieve to be promoted. When you see so many successful and motivated colleagues around you getting promoted this cannot help but spur you on. Lastly and probably most importantly, the culture at Pro-Group. Genuinely, one of the nicest places I have ever worked - take a look at what others have to say here>>. If you're looking to make a move in your tax, legal, finance, HR or marketing career, or open to exploring opportunities in recruitment, please call Loren von Sternberg on 020 7269 6358 or email loren@pro-recruitment.co.uk​​

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Millennials in the Workforce

Posted by Loren Von Sternberg

The world of work has changed over the last few decades, previously job stability or a ‘job for life’ were the main drivers for working. Now with Millennials and Gen Z making up over 50% of the workforce, and set to rise to 75% by 2025, employers need to offer something a little different to keep them engaged! Here are ways to hire and retain the top talent out there. Do you develop new skills and learning opportunities to grow? According to Glassdoor, if employees do not feel challenged in a given role for a 10 month period there is a higher chance they will leave their company for the next job. By offering a chance to develop, both personally and professionally, you will be able to retain the best staff and they will become your future leaders. Here at Pro, your progression and training are mapped out from day one, and on average it takes 8.5 months for someone joining in an entry-level position to achieve their first promotion Do you have a flexible workforce? There is a common misconception that the 18-34 age range is not a hard-working generation. In a study conducted by Manpower 73% of this age group work more than 40 hours per week (nearly 1/4 working over 50 hours per week), making them the hardest working generation. With such a busy schedule and technology these days, a lot of jobs can be done from the moon if you have a laptop and a mobile. We completed an employee engagement survey at Pro and one of the top motivators was our flexible working hours, the ability to work from home and the flexibility to manage your own diary and the ability to maximise your workday such as going to the gym on your lunch break and not being clock watched. What benefits do you offer? We have all heard of the offices with PlayStations in the break out areas and table tennis tables to ‘let off steam’ but whilst these novelty perks may get people through the door, with the working schedules expected they are usually redundant. Offering tangible perks and benefits that actually make a difference. A recent report by Thinktank showed that one in three of Britain’s millennial generations will never own their own home. At Pro, we offer a mortgage fund which is a savings account where we match up to 50% of your savings. Does your company have a Corporate Social Responsibility? In a survey conducted by Fortune 2/3 18-34 year olds a more likely to want to work for a firm that gives to charity. Here at Pro our current Corporate Charity is BCADH and we regularly hold events to give back to those less fortunate – here are a few of our team cooking lunch for 150 homeless people at Bloomsbury Baptist Church. Stopping the negative connotations of millennials As a ‘millennial’ myself, when I hear people talking about the ‘millennial generation’ my instant reaction is to roll my eyes be disengaged. This word seems to be tarred with the impression that we are lazy, entitled, idealistic, job hoppers and not serious about a career. As evidenced in the above points, we want to grow and develop and considering the retirement age increasing, making sure we are happy in our jobs and are making a difference. At Pro, the 60% of us fall into the millennial category, with some of our most senior and successful leaders in this bracket. We are big believers in diversity and 48% of our staff are women, which is unusual for the markets and sectors we cover. If you want to find out more about a company that is changing the perceptions and connotations of millennials and empowering you to fill your potential then get in touch with me now on 0207 269 6358 or loren@pro-recruitment.co.uk

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The Pro-Group Christmas Quiz 2018

Posted by Loren Von Sternberg

On Tuesday 4th December, Pro-Recruitment held its infamous annual Christmas Quiz, and what a night it was. With the best and brightest from across the worlds of HR, Tax, Finance and Legal, 26 teams went head to head for the much-coveted title of Pro-Recruitment Christmas Quiz Champions 2018. The competitive streak in some of the teams was evident from the outset and with company rivalries and reputation at stake, the night promised to be a hotly contested one. With Directors Pat and Ali compèring, the first three rounds flew by. Who knew the USA won the boomerang throwing championships in 12 out of the first 13 years when it was introduced in 1981? The picture round proved to be a point of contention for many teams and “Ohh that’s what’s his face” and “I know her but I just don’t know her name” were heard up and down the room. With the first half of the quiz out of the way, it was time for some well-deserved food. Whilst the room was happily munching away and assessing their individual performances the scores were being totted up by our expert markers. Scores at halftime showed that it had been a very tight half, with a mere three points separating the top five teams. With the food cleared away, the quiz was underway again with everything to play for. The Science, Christmas and What Comes Next rounds really put the teams to the test and threw out some curveballs such as, Who played the character Lee Christmas in The Expendables series of action films? The final (and most popular) Music round was undoubtedly one of the highlights of the quiz. We had Director Alison rapping the lyrics of the hit song In My Feelings, Drake eat your heart out is all we can say! We found out that Paul McCartney’s middle name is actually... Paul, go figure. To top it off we had the whole room singing along to the Lighthouse family trying to figure out the next line. The quiz concluded with the revealing of the answers to the picture round, Elon Musk makes a very convincing Santa. Pat was responsible for the big reveal and coming in a very respectable third were PWC’s We Are The Quiz Wells hot on the heels of Elman Wall’s Penny Patrol in second. The undisputed champions of the Pro-Group’s Christmas Quiz 2018 were Kingston Smith’s We Count Ants who now have bragging rights going into 2019’s quiz. Thank you to everyone who came and participated, we hope you all had a fantastic evening. Special thanks to all the staff at Pro who worked so hard to make the event such a success. We all look forward to seeing you again in 2019. To find out about upcoming Pro-Recruitment events or to speak to Loren about joining the Pro family or your recruiting needs, contact her on 02072696358 or loren@pro-recruitment.co.uk.

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7 tips to getting noticed on LinkedIn

Posted by Loren Von Sternberg

Looking for a new role? Not sure where to start the job search? Frustrated with your current role but not sure what to do next to make use of your skills? If any of these questions hit home then maybe its time to broaden your horizons and start having serious conversations about your career. One of the best ways to find out about new roles and finding out about opportunities that match your current and future needs is to speak to a specialist headhunter/recruiter. They are able to give you information and advice on the market as they are speaking to people like you every day. They will have good relationships with their clients who may even be able to create a bespoke role for you and introduce you to companies and roles you may not have even thought of. So how do you get noticed by the right headhunter? 1. Make sure you have an up to date LinkedIn profile. Put some time in to show the real you and stand out from the crowd. The more information you have in the profile, the more targeted roles and information you will receive. Make sure you fill in every section – one of the areas that people commonly leave out is education. If you have studied hard for an industry recognised qualification make sure you have included this – it may be the difference in you getting the job and the salary you are offered! If you regularly update your experience and skill set as your role develops, or you work on a new project, it will mean you can catch the eye of the right person at the right time. 2. Make sure you have an appropriate photo. Yes, you may have looked great in that suit as an Usher at your mate's wedding, but if you are holding a glass of champers then this is not the professional look you want to convey to future employers. Make sure you look neat, tidy and professional and remember a smile goes a long way! 3. Use your headline. Make sure you keep it short and sweet and personalised. By using this instead of the standard job title and including some keywords that appeal to your audience and your sector you will attract more profile views and so you appear higher in searches. 4. Include any professional achievements. You can include this in your Summary section. If you have been the top performer or have won industry awards, then this is your opportunity to show off your hard work. Any web links, videos or media can also be included in your summary to back this up. Alternatively, why don’t you include some innovative ideas you have implemented in your current company/role. When the reader sees your profile, this will highlight how great you are, and people will want to come to you to talk about new and more challenging roles – maybe even a career path you haven’t thought of (or knew existed) before! 5. Get yourself recommended! This is an opportunity for colleagues, managers, clients, and peers to talk about how great you are. What better way to impress a future employer than by having people you have worked with take the time to write a paragraph about how fantastic you are in your job. Start reaching out today – it may even prompt you to mention tasks, projects or personal traits you had forgotten about, or took for granted (as well as boosting your professional ego!) 6. Keep yourself relevant in your specialist market. Share and post interesting articles, blogs and any industry relevant content (not guess how many jelly beans are in the jar) to your network. This will increase your profile visibility and ensure you are seen as a leader in your field. 7. Finally, update your privacy settings to open to opportunities. This is hidden from your current employer and means you can be approached by specialist headhunters with relevant, targeted and specific roles – potentially even before the role has gone out to market! Go on, try out these tips today – you never know it may be the first step towards your dream job….

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The Real Reason You Should Be Taking That Headhunt Call

Posted by Loren Von Sternberg

Are you bombarded with phone calls and Linkedin InMails from headhunters? Do you ignore the messages coming through? Well, now it may be time to rethink your stance on headhunters. If you are being actively headhunted it is usually because you have experience that is highly in demand in the market and you stand out from the crowd. Here is a guide as to why you should take that call. A good recruiter who has genuine opportunities will tailor their approach as they (or their client) have identified and highlighted you as a key candidate. They will have read your profile and done their research to make sure they are coming to you with options that will be of interest based on your experience. Make sure you investigate their background and experience too. If they are approaching you from a brand known in the market and have a credible history and expertise recruiting into your market, then they should be able to give you information and advice on the market. Headhunters are speaking to your peers and competitors every single day so even if you are happy in your role you can at least benchmark yourself against others who are similar and understand market trends. Good headhunters are not just looking to make a ‘quick fee’ and sell you a role you do not want, but to build a relationship with you for the future. They want to understand your motivators and drivers and have serious discussions about your career and how to take it forward. They will be wanting to give you access to opportunities that match your needs both now and, in the future, and become your trusted advisor cementing their reputation and brand within their specialist market. Quite often headhunters are given roles before they go out to market. If you have a good relationship with that headhunter, you will be finding out about potential career opportunities before the rest of the market knows about them, and if they are working with their clients on a retained or exclusive basis to hire the top talent in the market this may be your only chance to hear about the opportunity. You may be looking for a new role but have not seen anything advertised. Make sure you are upfront and honest with your headhunter as they can go to their clients on your behalf and discuss bespoke roles to you. Your dream job may even be created for you if you utilise your headhunters network to get in front of them. You may not be on the market now, but in your career, that is likely to change. The headhunter you have ignored for the last two years may now be your only way to get the job of your dreams. Even if you are not interested in a conversation now, you may be in the future, so be honest with the headhunter about your career plans. Having conversations early and making your headhunter aware of where you want to be, means they will be able to come to you with the right opportunities as and when they arise. Even if you decide not to go take the conversation further, you have built your network for the future. If you are not getting headhunted then look out for my next article on how to make your profile stand out and become more attractive to recruiters and get yourself headhunted. If you're looking to make a move in your tax, legal, finance, HR or marketing career, or open to exploring opportunities in recruitment, please call Loren von Sternberg on 020 7269 6358 or email loren@pro-recruitment.co.uk​​​

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How To Achieve A Hassle Free Career Change

Posted by Kevin Racher

Our needs as a person change as we get older or work in one job for a long time. This means that our wants and needs change as our lives do. It is not surprising then, that many people at some point in their lives feel like a career change may be necessary. This is not only a profession change but you may seek a different role within the same sector. For instance, some people who have a tax manager job may realise that they want a tax job in commerce, or a Lawyer making a move into legal recruitment. The idea of job jumping may feel daunting, which is why we have compiled a list of ways in which you can find a new career in a stress-free fashion. Network Before you change career, find out a bit about that role. You may want to do some background research to make sure that you know everything you can before jumping ship and onto another. Talk to people who work in the role you see yourself working in and research the companies you would like to work for and the specifications of the jobs they have going. In short, be prepared and know what to expect and before you make the decision to leave your current employment, work out if this is truly the career change for you. There are many networking events for the wide variety of careers out there and it may be beneficial to hear a professional talk about how they cracked into the industry. If nothing else, this might provide comfort, there are others like you looking for the same sorts of jobs. Fear can be stifling As stressed before, the idea of changing jobs can be daunting. It can mean that you end up paralysed by the magnitude of the task and this can lead to a vicious cycle in which you will be unsatisfied and frustrated. Many people stay in a job they don’t like because of the financial and personal risk they have to put themselves through. Job hunting in a new marketplace leaves you feeling vulnerable so instead of screaming to high heavens “but I won’t be able to pay my rent” when asked when you will be making your career change, instead tell yourself “I will find a way to pay my rent.” Turning all your hurdles into new challenges will lead to less fear and more self-betterment. The challenges ahead will themselves be character building. Following your passion vs following what you’re good at Everybody wants to follow their dreams but there is a difference between following unachievable goals and following what you’re good at and makes you happy. Many people want to work as a filmmaker but if what really draws you towards that role is the creativity of it then you can find many other roles where you are using your skill set and knowledge that doesn’t necessarily mean you have to be in that specific role. You can cultivate your passion in many different roles and fields and therefore you should never restrict yourself to one unachievable field where you can find yourself trapped in a nigh impossible job search. Motivations It is always good to take a step back and really consider your motivations for leaving your current role. Often people will have bad or stressful days; an argument or a heavy workload may mean that you are frustrated with your job and may feel an impulse to throw in the towel. However, once you take a step back you can really weigh up the long-term effects on you of staying where you are against your leaving your job. A considered and tactical approach always leads to a more satisfying end result. You may realise that your skill set is actually being wasted on your current role and only when you really identify your strengths will you be able to see this. This is why you will always benefit from reflection before making the plunge into the unemployment pool. Finances Money isn’t everything but you need to make sure you can survive when unemployed. Don’t quit your job if you’re in a rocky financial position. Make sure that you can find a way to keep afloat whilst unemployed and this may mean that you have to spend a period of time-saving up or paying off those debts that you owe. If you are in a position where you feel like you need the money you are making from your current job then maybe right now isn’t the best time to quit. You want to be in a relaxed position when you leave your job, not an anxious one. If you're looking to make a move in your tax, legal, finance, HR or marketing career, or open to exploring opportunities in recruitment, please call Loren von Sternberg on 020 7269 6358 or email loren@pro-recruitment.co.uk​

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