When Your Work Turns Sour After You Quit: Navigating the Fallout

Sales Floor Manager - 1338617

Tue, 12 May 2026 15:38:30 GMT

Role Type: Full-time, Permanent Hybrid 

Basic Salary: Up to £45k basic with realistic OTE £70k-£100k

Location: Yeadon

The Company and Role Purpose:

Harte Recruitment is working with a fast-scaling property business with a high-volume inbound engine is looking for a Sales Floor Manager to take control of performance and raise the standard of conversion across the sales function in West Yorkshire.

This is not a maintenance role. It’s an opportunity to bring structure, pace, and accountability into a busy environment and materially improve how leads are handled, qualified, and converted.

As Sales Floor Manager , you’ll take ownership of the sales floor, shaping how the team operates day-to-day, tightening processes, improving conversations, and building a more disciplined, high-performing culture. The business already has strong lead flow and momentum; the focus now is on maximising output, improving quality, and scaling effectively.

The Package  

Up to £45,000 with realistic OTE £70,000-£100,000
Uncapped bonus structure
Hybrid working (Leeds/North Bradford based, 3–4 days in office)
High-volume inbound environment with consistent lead flow
Opportunity to shape and scale a growing sales function
Genuine autonomy and ownership within the role

The Sales Floor Manager Role  

Take full ownership of a busy, inbound-led sales floor
Lead, coach, and develop a team of 5–10 sales negotiators (with growth planned)
Drive improvements across conversion, follow-up, and pipeline management
Implement clear daily structure: huddles, pipeline reviews, coaching, and accountability
Ensure every lead is worked properly and no opportunity is left unmanaged
Maintain full visibility and control of pipeline performance and deal progression
Stay hands-on and credible with the team by remaining sharp on the phones and personally handling some opportunities where needed (approximately 70% leadership / 30% hands-on sales activity)
Step into deals where needed to support alignment and conversion
Challenge poor standards and address underperformance directly
Own CRM discipline, ensuring accurate data, clear next steps, and clean pipeline management
Track and improve key KPIs across activity, conversion, and pipeline health
Help embed and strengthen a more office-based, high-performance culture

The Person  

5+ years leading high-performing, inbound or phone-led sales teams, with a track record of improving conversion through hands-on coaching and structure (ideal)
Experience in a Property related role (ideal but not essential )
Proven experience leading high-performing inbound or phone-based B2C sales teams
Strong coaching and people management ability
Commercially sharp with a strong understanding of sales performance and conversion
Comfortable challenging poor standards and driving accountability
Confident operating in a fast-paced, high-pressure sales environment
Strong communicator with the ability to motivate and develop people
Highly organised with excellent pipeline and CRM management skills
A natural people person who can build rapport quickly and read customers effectively
Driven, resilient, and motivated by performance and results

Let’s talk about commuting.

Tue, 12 May 2026 06:32:01 GMT

Commuting can take so much out of the day, so it really needs to be taken into account when thinking about work-life balance. ��

Long journeys eat into family time, hobbies, and make the working day much longer than it really needs to be.

This Mental Health Awareness Week, we’re bring the subject of commuting to the table because it needs to be an important part of the conversation.

Think about a really bad day you’ve had at work. Then consider whether you’d have felt better having a quick journey home, or one that took ages. ��

In a world where we’re expected to meet the demands of parenting and our careers simultaneously, shorter commutes can make a huge difference to stress levels and overwhelm.

This is one of the reasons why we love filling roles in our northern postcode. We don’t want people to miss out on family life, lighter evenings and other commitments and obligations. There are of course, situations when longer travel times are necessary, but if you’re ready to look for a new opportunity closer to home, we’d love to help. ��

The most common cause of stress at work is...

Fri, 08 May 2026 10:57:56 GMT

“What is your most common cause of stress at work?” The results are in…

�� Unrealistic workload - 26%

�� Poor work/life balance - 37%

�� Lack of support- 32%

�� Conflict with colleagues - 5%

When we talk to people who are interested in finding a new role, we always take the time to get to know them properly. Success is subjective, so it’s important we understand what it means to each individual, and if they want to discuss any causes of stress in past roles.

Poor work/life balance comes up time and time again, so the results weren’t a big surprise to us. However, the fact ‘lack of support’ came in at second place is really disappointing. �� Everyone deserves to be supported at work and people won’t stick around if they feel their needs will be met elsewhere. ��

Culture add vs culture fit

Thu, 07 May 2026 11:30:46 GMT

‘Hiring for culture fit’ sounds safe, but it might be holding your business back without you even realising. ��

For years, recruitment has focused on finding people who fit the existing culture. People who will slot in seamlessly and act like the team members you already have.

But if everyone fits, nothing changes.

Which is where ‘culture add’ comes in. ��

Culture add is about hiring people who enhance your business, rather than blend into it. New hires who will bring fresh perspectives, new ideas, and different experiences that challenge the status quo (in a good way).

This doesn’t mean you need to ignore your core values or go rogue. �� Instead, open your mind to hiring someone who aligns with your culture, but who also brings something extra to the table.

�� Culture fit = Will they fit in here?
�� Culture add = What will they bring that we don’t already have?

The best teams aren’t built on comfort because growth doesn’t happen when things stay the same.

So next time you’re hiring, ask yourself: Are you protecting your culture… or evolving it?

Head of Property Management - 1336558

Fri, 01 May 2026 16:14:08 GMT

Role Type: Full-time, Permanent  Office based 

Basic Salary: Up to £45k basic with bonus OTE £50k

Location: Leeds City Centre

The Company and Role Purpose:

A well-established, multi-branch property business with a strong reputation across Yorkshire and the backing of a wider national network.

With a sizeable managed portfolio already in place and continued investment into people, systems and structure, they are now looking to appoint a Head of Property Management to lead from the front. This Head of Property Management role sits at the heart of the operation, taking ownership of team performance, process improvement and overall service delivery.

This isn’t about maintaining the status quo. It’s about bringing structure, consistency and leadership to a busy, high-performing department.

The Package

Up to £45,000 basic with bonus OTE £50,000
Monday to Thursday, 9:00 am – 5:30 pm; Friday 9:00 am – 5:00 pm, plus 1 in 4 Saturdays 9:30 am – 4:00 pm (this could change to zero Saturdays soon)
25 days holiday + bank holidays
Funded qualifications and ongoing development
Enhanced family leave
Employee Assistance Programme + wellbeing support
Retail discounts platform + tech scheme
Cycle to Work scheme
Pension contribution
Regular team socials and long service recognition

The Head of Property Management Role

Lead, manage and develop a large team of Property Managers
Take ownership of a high-volume, investor-led portfolio with multiple landlords
Build and maintain strong relationships with landlords, investors and internal teams
Drive performance, consistency and accountability across the department
Improve and streamline operational processes within the branch
Support, coach and upskill new and existing team members
Work closely with senior leadership, reporting on performance and progress
Handle escalated issues and complaints with confidence and control
Identify gaps, implement change and raise standards across the function

The Person

ARLA qualified (preferred but not essential)
Proven experience managing large property management teams and high-volume portfolios
Strong people manager…able to lead, develop and get the best out of a team
Confident building and maintaining relationships with multiple landlords and investor clients
Experience working across complex, multi-landlord and investor-led portfolios (essential)
Commercially aware, with a focus on performance and efficiency
Comfortable implementing change and improving underperforming areas
Experienced handling escalated complaints and complex situations
Strong systems knowledge (Reapit highly desirable)
Highly organised, resilient and able to manage multiple priorities

Block Manager - 1336335

Fri, 01 May 2026 08:34:02 GMT

Role Type: Full-time, Permanent  Office based 

Basic Salary: £28k basic + £3k car allowance (Package £31k, might go higher for the right experience)

Location: Leeds

The Company and Role Purpose:

This is a high-performing, reputation-led property consultancy with a strong foothold across Leeds and the wider Yorkshire market. The business has built its success on quality service, long-term relationships, and consistent growth, and is now expanding its property management team to support a significant pipeline of new instructions.

They are looking to appoint a Block Manager in their Leeds office, a key hire designed to support senior team members and create capacity for further growth. This Block Manager role is a genuine entry point into block/property management within a structured, professional environment.

This is a career move, not just a job. You’ll be joining a business where people stay, progress, and build long-term careers.

The Package  

£28,000 basic + £3,000 car allowance (Package £31,000, might go higher for the right experience)
Working hours 9am - 5pm Monday to Friday
Clear salary progression as you develop
Holiday entitlement 25 days + Bank Holidays
Structured training and development into a full Block Manager role
Stable, growing business with clear internal progression routes
Long-term career opportunity within a supportive, well-structured team

The Block Manager Role  

This is a development role where you will be trained to manage a residential portfolio over time, working closely with experienced property managers.

Supporting the management of a residential property portfolio
Assisting with communication between landlords, leaseholders, and directors
Coordinating maintenance and contractor instructions
Handling day-to-day queries and administrative tasks
Learning compliance, legislation, and best practice within block management
Gradually taking on more responsibility as your experience grows

Full training will be provided , you do not need prior block management experience. This is an ideal opportunity to build a long-term career in a specialist area of property.

The Person  

Experience in the Property sector (essential)
Lettings, Property management or residential sales experience (preferred)
Strong customer service or administrative roles within property
Early to mid-stage in your career but with some professional experience
Confident communicating with a range of stakeholders
Organised, reliable, and keen to learn
Comfortable working in a structured, office-based environment
Professional in your approach with a strong work ethic
Looking for a long-term career, not just a short-term role
Ongoing industry related qualifications and training covered

Residential Conveyancer - 1336093

Thu, 30 Apr 2026 12:28:57 GMT

Role Type: Full-time, Permanent  Office based 

Basic Salary: Up to £45k (DOE & qualification)

Location: Hartlepool

The Company and Role Purpose:

If you’re a Residential Conveyancer who likes to run a tidy caseload, keep things moving properly and work in a team that values quality over chaos, Harte Recruitment have an opportunity for you.

This Residential Conveyancer role isn’t about juggling 100+ files or being pushed on unrealistic targets. It’s about doing the job properly, managing around 50–60 live files, and being trusted to get on with it.

You’ll be joining a long-standing, well-respected firm across Teesside, where the focus is on service, consistency and getting transactions over the line without the usual stress and noise. The Residential Conveyancer here is valued for how they work, not just how many files they can stack.

The Package  

Up to £45,000 basic (DOE & qualification)
25 days holiday + bank holidays (rising to 30 days with 5+ years' service)
Annual salary reviews
Office-based with some flexibility where needed
Free parking available
Structured caseloads

The Residential Conveyancer Role  

Manage your own residential caseload from instruction through to post-completion
Handle a mix of purchases, freehold, leasehold and right-to-buy matters
Run purchase files end-to-end with minimal supervision
Meet clients, provide quotes, take instructions and give regular updates
Keep files progressing and prioritised, especially where timelines are tight
Work collaboratively with colleagues whilst maintaining ownership of your files
This is a role where you’re trusted to take ownership

The Person  

CQS (Conveyancing Quality Scheme) qualified (essential)
Experienced Residential Conveyancer 2+ years (essential) (Solicitor, Licensed Conveyancer, Legal Executive or Fee Earner)
Confident managing your own caseload independently
Strong knowledge of freehold, leasehold and purchases
Organised, detail-focused and able to prioritise workload
Exceptional communication and client care skills both written and verbal
Team player with the ability to work on your own initiative
Driving License and own car (essential)

2026 property hiring is exposing who built real teams, and who just filled seats. 🙌

Wed, 29 Apr 2026 09:42:59 GMT

Over the last few years, hiring fast was the norm because demand was high and roles filled quickly.

But now the cracks are showing and we’re beginning to see who hired the most people, and who hired the right people. These are the businesses who didn’t just care about making sure desks were empty because they recruited with intention.

They looked beyond ‘can they start quickly and hit the ground running,’ and focused on long-term potential and the energy people led with. ✨

Unless you’re lucky, a ‘quick hire’ can be one of the most expensive decisions you’ll ever make. You might not feel the cost straight away, but it will kick in at some point down the line.

If you need help building a team who can withstand change and hiring someone who will add to your business culture, we can help you.

Send a message to suzie@harte-consulting.co.uk or call 07540770679 for a chat. You can also find out more about Harte here https://www.harte-consulting.co.uk/

Branch Office Manager and Branch Valuer - 1335622

Tue, 28 Apr 2026 16:03:31 GMT

Role Type: Full-time, Permanent  Office based 

Basic Salary: Up to £35k with OTE £67k+

Location: Newcastle

The Company and Role Purpose:

Harte Recruitment is working with an established Estate Agency across Newcastle, looking to connect with experienced property professionals who know exactly where they add value in the office as Branch Office Manager , or out winning business as Branch Valuer .

Running the branch… or driving the revenue?

Right now, there’s opportunity for both positions .

This is a busy, high-performing residential sales environments where strong stock, established and there are experienced teams and real momentum already in place.

You bring the mindset. The platform is already built.

The Packages

Up to £35,000 DOE with OTE up to £67,000+
Monday to Friday working patterns + rota’d Saturdays (time off in lieu)
Car allowance or pool car options (valuer roles)
22 days holiday plus bank holidays (increasing with service)
Free street parking available
Supportive, team-led environments with strong local reputations
Regular team and charity initiatives

The Role(s)  

Branch Office Manager:

Oversee the day-to-day running of a busy residential sales branch
Support and lead the team, visible, hands-on and performance-focused
Manage KPIs, 1-to-1s and overall team output
Maintain full oversight of the sales pipeline through to completion
Handle client queries and support vendors with pricing and strategy
Work with marketing and support teams on new property launches
Keep the office organised, efficient and operating at pace

Branch Valuer:

Carry out valuations and market appraisals across the local area
Convert opportunities into instructions through confident client engagement
Build strong vendor relationships and advise on pricing strategy
Manage a busy diary of appointments efficiently
Work with the office team to launch and market new instructions
Negotiate offers and support deals through to agreement
Maintain a strong presence in the local market and drive new business

The Person  

Branch Office Manager:

Background in Residential Property, with leadership or supervisory experience within Estate Agency (required)
Organised, credible and able to manage multiple priorities in a fast-paced office
Visible and approachable, a natural point of support for the team
Strong communicator with both clients and colleagues
Calm under pressure with a practical, hands-on approach
Leads by example and takes responsibility for maintaining standards
Comfortable working in a high-volume, momentum-driven environment
Full UK driving licence (required)

Branch Valuer:

Experience within Estate Agency, ideally as a Valuer, Lister or Senior Negotiator (required)
Strong knowledge of the Residential Property market (Newcastle knowledge advantageous)
Confident in client-facing situations and leading valuation conversations
Able to build trust quickly and convert opportunities into instructions
Commercially aware and target-driven with a focus on results
Strong communication and negotiation skills
Highly organised with the ability to manage a busy diary
Performs well in a fast-paced, high-volume environment
Full UK driving licence (required)

Lettings Negotiator - 1334969

Tue, 28 Apr 2026 13:13:24 GMT

Role Type: Full-time, Permanent  Office based 

Basic Salary: £25k with OTE £28k

Location: Newcastle

The Company and Role Purpose:

Harte Recruitment is working with a well-established, independent estate agency in Newcastle, known for its strong local presence, consistent stock, and long-term landlord relationships.

They’re now looking to bring in a Lettings Negotiator to strengthen the front end of the business. This is a role designed to let you focus on what actually drives results handling enquiries, progressing deals, and building relationships without getting pulled into the back-end process.

As Lettings Negotiator you’ll be supported by an accompanied viewer and a streamlined system where referencing is handled automatically and deals are passed straight into property management once agreed. It’s a cleaner, more efficient way of working and a genuinely more enjoyable day-to-day.

The Package

£25,000 with OTE £28,000
Pool car available for business use, so no wear and tear on your own vehicle
1 in 2 Saturdays (with time off in lieu or overtime paid)
22 days holiday plus bank holidays (increasing with service)
Regular charity events and team initiatives
Free street parking available

The Lettings Negotiator Role

Managing and responding to lettings enquiries
Arranging viewings, with support from an accompanied viewer
Carrying out viewings when needed (not all day, every day)
Taking holding deposits and progressing deals
Providing clear, timely feedback to landlords
Handling landlord enquiries and maintaining strong relationships
Working within a streamlined process, no heavy admin or referencing
Handing over agreed lets to the property management team

The Person

Previous experience within lettings or estate agency
Confident communicator with a natural ability to build rapport
Commercially aware and motivated to convert opportunities
Enjoys the front-end of the deal, speaking to applicants and getting lets agreed
Organised, proactive, and able to manage a busy pipeline
A team player who values consistency, service, and long-term relationships
Full UK driving licence  (essential)

What did Q1 mean for the UK job market?

Tue, 28 Apr 2026 13:07:45 GMT

New insights from CV-Library are giving a ‘glass half full, but keep an eye on it’ sort of vibe. ��

Vacancies are up 7.6% year-on-year, but March reminded everyone not to get too carried away (like when you get a few days of sun in spring, but then it snows ❄️).

Here’s what’s happening:

�� Hiring demand is back (and that’s a good sign)

�� But confidence dipped slightly towards the end of the quarter

�� Most roles are still sitting in the £20k–£40k bracket

�� Salary transparency is improving slowly but surely

�� Key sectors are still driving growth

This means that businesses are still hiring, but being a lot more particular, and people are open to interviews, but asking more questions.

Buckle up for quarter 2!

Director of Property Management - 1335105

Mon, 27 Apr 2026 09:21:16 GMT

Role Type: Full-time, Permanent  Office based 

Basic Salary: Up to £65k basic plus bonus, all in package £70k

Location: Manchester

The Company and Role Purpose:

A growing portfolio, serious investment into systems and people, and a business that’s building properly, not patching gaps.

Harte Recruitment is working with a Manchester-based property business entering its next phase of growth. With an established and sizeable managed portfolio already in place, they are now looking to appoint a Director of Property Management to bring structure, leadership, and consistency across the department.

This is not a “keep things ticking” role. It’s about taking ownership of a functioning operation and elevating it, ensuring it is commercially sound, compliant, and built to scale.

This Director of Property Management opportunity will suit a senior Property Manager, Team Leader ready for a step up, or an existing Head of Property Management looking for a platform with more influence and long-term growth.

The Package

Up to £65,000 basic plus bonus, all in package £70,000
25 days holiday + bank holidays
Monday – Thursday 09:00 – 17:30
Friday 09:00 – 17:00
First Friday of every month: 09:00 – 13:00
Senior-level role with real influence over departmental performance and direction
Long-term progression aligned with business growth

The Director of Property Management Role

This is about leadership, structure, and accountability — not managing a personal diary of properties.

Oversee the full property management function through an established management layer
Structure the department to ensure it can support ongoing growth without operational strain
Take ownership of systems and reporting, ensuring platforms are used correctly and data is accurate
Ensure full compliance across the portfolio (Gas Safety, EICR, EPC, deposit protection, licensing) and remain ahead of legislative changes
Oversee onboarding of new properties, particularly developments transitioning into management
Act as the senior escalation point for landlord, tenant, and operational issues
Maintain and strengthen relationships with key landlords and investors
Monitor arrears performance and ensure processes are followed and improved where required
Identify inefficiencies and implement operational improvements across the department

The Person

You’ll have:

Senior experience within Property Management or Lettings
Experience managing or leading teams, directly or through managers
Arla qualified or equivalent, bringing a strong understanding of compliance and current legislation
Experience using property management systems (e.g. Reapit or similar)
A track record of improving processes and driving operational standards

You’ll be:

Commercially aware, understanding how property management supports wider business performance
Highly organised, able to build structure and clarity across a department
Calm and credible when handling escalations
Decisive, with the ability to resolve issues quickly and effectively
Respected by both landlords and internal teams

Senior Sales Negotiator & Sales Negotiator - 1334987

Fri, 24 Apr 2026 16:08:20 GMT

Role Type: Full-time

Basic Salary: Up to £29k ( DOE ) with OTE £40k+ ( uncapped ) per annum

Location: Newcastle

The Company and Role Purpose:

A busy pipeline. Strong brand backing. Quality stock. Real earning potential.

Harte Recruitment have multiple opportunities to join a high-performing Residential Sales & Lettings Agency that’s setting the pace in the Newcastle market. With standout marketing, a strong local presence and consistent deal flow, this is a team where negotiators are supported to perform and properly rewarded when they do.

Whether you’re an established Sales Negotiator or a proven Senior, you’ll be working in an environment where you’re not chasing scraps. You are converting real business .

The Opportunity

As a Sales Negotiator , you’ll be front and centre registering buyers and investors, generating leads through proactive calls, and turning enquiries into viewings and offers. You’ll be hands-on with negotiations and play a key role in getting deals agreed.

As a Senior Sales Negotiator , you’ll take it further, managing a live pipeline, handling serious buyers and investors, and working closely with the Valuer to drive deals through to completion. You’ll know when to push, how to structure a deal, and how to maximise outcomes for vendors.

This is a fast-moving, no-passengers environment. You’ll be trusted, visible, and expected to deliver.

The Package

Depending on role: Senior Sales Negotiator - Up to £29k with OTE £40k, Sales Negotiator - Up to £24k with OTE £35k
Monday to Friday 08:45 – 17:00
1 in 2 Saturdays 09:00 – 13:00 (half day in lieu or paid, depending on preference)
22 days holiday + bank holidays (increasing with service)
Regular charity events and team initiatives
Free street parking

The Role

Registering and qualifying buyers and investors
Proactively generating leads and following up enquiries
Matching applicants to suitable properties and driving viewings
Handling and converting inbound enquiries
Negotiating offers on behalf of vendors
Presenting and discussing offers to achieve best outcomes
Building strong relationships and promoting additional services
Managing and progressing a live sales pipeline

The Person

Sales Negotiator:

Proven experience within Estate Agency / Property (essential)
Strong communication skills and ability to build rapport quickly
Target-driven with a commercial mindset
Organised, proactive and detail-focused
Full driving licence (essential)

Senior Sales Negotiator:

3–6+ years’ experience within Estate Agency / Property (essential)
Confident handling negotiations and managing pipelines
Commercially sharp with strong closing ability
Able to operate at pace and maintain deal momentum
Full driving licence (essential)

Sales & Lettings Negotiator - 1334841

Fri, 24 Apr 2026 11:11:42 GMT

Role Type: Full-time, Permanent  Office based 

Basic Salary: £25k - OTE £28k

Location: Newcastle

The Company and Role Purpose:

Harte Recruitment are working with a well-established, independent agency with a strong local reputation built on service, consistency, and long-term client relationships.

They’re growing their team and are now looking to appoint a Sales & Lettings Negotiator into a 360-degree role, covering residential sales, lettings, and property management.

As Sales & Lettings Negotiator no two days will look the same. If you enjoy variety, autonomy, and being genuinely embedded in every stage of the property lifecycle, this is the kind of role that keeps you engaged long-term. If you want real exposure across the full property lifecycle, this is that role.

The Package  

£25,000, with OTE £28,000
22 days holiday + bank holidays (increasing with service)
Monday to Friday, 8.45am - 5pm, some Saturdays required throughout the year and time in lieu provided.
Ongoing training and development
Progression within a stable, respected business
Autonomy in a role where you’re trusted to deliver

The Role  

60% Lettings & Property Management related tasks
40% Residential Sales related tasks (all trainable)
Driving sales and lettings deals including negotiations, viewings, and inspections
Owning and managing a live rental portfolio
Delivering a standout experience to landlords, tenants, buyers, and sellers
Producing tenancy agreements and contracts with precision
Keeping records sharp and reporting on all lettings & management activity
Spotting opportunities to introduce clients to conveyancing, financial services, auctions and more
Staying on top of compliance and operational standards no shortcuts

The Person

Proven experience in Lettings and Property management (essential)
Residential sales experience (desirable but not essential)
Good understanding of compliance and tenancy processes
Confident, professional with a customer-focused approach
Ability to adapt into sales activity when required
Strong communication skills with both landlords and tenants
A proactive, team-first mindset
Organised, proactive, and comfortable managing volume and priorities
Builds trust quickly with clients
Team player who can also operate independently
Full UK Driving License and own car (essential)

Sales Progressor - 1334699

Thu, 23 Apr 2026 16:19:56 GMT

Role Type: Full-time, Permanent  Office based 

Basic Salary: Up to £30k

Location: Holme Valley

The Company and Role Purpose:

The Company and Role Purpose  

If you’re a Residential Sales Professional with both Sales Negotiation and Sales Progressor experience, who prefers character over conveyor belt, this will feel like a step back into doing the job properly.

Think stone-built cottages, barn conversions, family homes where people settle in for the long term. A market built on trust, not turnover. Where your name and how you handle a deal, genuinely matters.

This Sales Progressor role is for a long-established, independent agency rooted in the Holme Valley and the surrounding area. Generational clients. Strong local reputation with community being at the heart of everything.

They’re growing, not replacing and need a Sales Progressor who can handle the full cycle. Not just agree deals but see them through. This isn’t high-volume agency. It’s steady, considered, relationship-led sales where the detail matters

The Package  

Up to £30,000 (DOE) + Annual discretionary bonus
Marks & Spencer vouchers for mortgage leads
Free parking with pool car available for local viewings (Mileage paid where own car is used)
Monday – Friday 09:00–17:15 + 1 in 2 Saturdays (09:00–16:00) with a full day back in lieu
Stable, long-term role in a business built on reputation, not targets

The Role  

Managing your own caseload of properties
Registering buyers and matching them to the right homes
Conducting viewings across a varied, countryside and character-led portfolio
Negotiating offers in a considered, relationship-led way
Progressing sales from offer agreed to completion (non-negotiable)
Liaising with solicitors, buyers, and vendors to keep deals moving
Supporting valuations and general office activity where needed
Playing your part in a close-knit, team-focused environment

The Person  

1 year + Sales Negotiator with Sales Progression exposure (non-negotiable)
A track record of managing deals through to completion
Confident with handling solicitors, chains, and timelines
Comfortable working across the full sales cycle of viewings, calls and negotiations
Incredibly presentable and credible for a Holme Valley market
Someone who values relationships over quick wins
Organised to handle a busy caseload without dropping standards
A team player who thrives in a supportive, non-competitive office
The type who understands that in this market, how you do things matters

We love a good myth buster…

Thu, 23 Apr 2026 12:03:52 GMT

Here are some of our favourites ��

�� MYTH 1: ‘There aren’t any good candidates out there.’
✅ REALITY: The best candidates aren’t applying to your job ad because they’re already employed and being selective.

�� MYTH 2: ‘A strong CV = a strong hire.’
✅ REALITY: A CV shows experience. It doesn’t show attitude, personality, culture fit, or long-term potential.

�� MYTH 3: ‘Recruiters just send CVs.’
✅ REALITY: The right recruiter saves you time, filters out the wrong fits, and protects your business from costly hiring mistakes.

�� MYTH 4: ‘If someone wants the job, they’ll take it.’
✅ REALITY: Top candidates are interviewing businesses just as much as they’re interviewing them.

�� MYTH 5: ‘Filling the role quickly is the priority.’
✅ REALITY: Filling it right is what actually matters.

Feel free to add any more you can think of ��

Struggling to retain people in your team?

Wed, 22 Apr 2026 11:06:41 GMT

If you’re struggling to retain people in your team, it’s worth asking:

‘Are you offering them a career? Or just a job that gets them by?’

You can’t expect people to stay loyal to:

�� Basic salaries when the cost of living is sky high

�� Commission structures that feel unpredictable

�� Long hours with very little flexibility

�� ‘Culture’ that’s really pressure dressed up nicely

Yet when someone leaves, the narrative is that they ‘just weren’t committed.’

The truth is that employment is a two-way street, and if you want loyalty from your team members, you have to earn it.

We talk to people about their career every day, and have seen first-hand that loyalty doesn’t come from pressure, but from feeling valued enough to stay. ❤️

PropTech Business Development Manager - 1333667

Mon, 20 Apr 2026 14:02:55 GMT

Role Type: Full-time, Office based

Basic Salary:Up to £35k (DOE) with OTE £55k+

Location: Manchester

The Company and Role Purpose:

If you are a true B2B hunter who understands Business Development and wants to build something meaningful, then Harte Recruitment have a serious opportunity to look at.

This is not an account management role, this PropTech Business Development Manager position is a revenue-generating role focused on adding new developments and securing tech-enabled lease-up instructions.

This growing PropTech and services business are focused on one thing: helping Build-to-Rent operators lease buildings faster and more effectively. With a model that brings together what is usually fragmented, as PropTech Business Development Manager you will be part of a company who encompass the following: marketing, leasing, tech, and on-site delivery into one joined-up solution.

If you have a background in BTR, lettings, PropTech or Developer sales, with a clear hunter mentality, and someone who creates opportunities, not waits for them, then we want to hear from you!

The Package

Up to £35,000 DOE, OTE £55,000+ (uncapped) , will increase basic based on performance within first 12 months.
25 days plus Bank holidays
Monday to Friday 37.5 hours per week
Office based in Manchester
Flexitime
Free Parking

The PropTech Business Development Manager Role

You’ll be responsible for identifying, engaging and converting BTR operators and developers into signed instructions.

Target operators, developers and managing agents across the UK
Drive consistent outbound activity and keep momentum high
Secure and lead meetings with senior stakeholders (Heads of Leasing / Asset Management)
Run clear, commercially led demos and proposals
Own the full sales cycle through to signed agreements
Maintain a structured, weighted pipeline with accurate forecasting
Work to quarterly signage and units added targets
Clean CRM and disciplined follow-up

The Person  

 You’re someone who is comfortable owning and building your own pipeline.

3+ years B2B sales experience (preferred)
Background in BTR, lettings, PropTech or developer sales
Proactive and has proven ability to close deals
Resilient and comfortable with cold outreach and follow-up
Clear, direct, commercially grounded communicator
Able to build trust and driven by results, not just activity
Organised, working well with structured pipeline, ensuring nothing slips

Lettings Manager - 1332381

Mon, 20 Apr 2026 11:09:29 GMT

Role Type: Full-time, Permanent  Office based 

Basic Salary: Up to £35k basic (DOE) with £50k OTE

Location: Manchester

The Company and Role Purpose:

Harte Recruitment is supporting a Lettings Manager opportunity to take control and drive performance across a multi-site Manchester and Leeds portfolio.

If you’re an experienced hands-on, commercially driven Lettings Manager who thrives on performance and wants real progression, this is one to look at.

This Lettings Manager position is working for a fast-growing property investment business with a strong reputation, ambitious growth plans, and a clear commitment to developing its people. This is your chance to step into something with real substance.

You won’t be maintaining, you’ll be taking control, raising standards and building something properly. You’ll be leading a Lettings Manager function across a Manchester-led operation, with links into Leeds, for a business that sits right at the intersection of investment, development and lettings who has a solid lettings portfolio and more in the pipeline this year and next.

The Package  

Up to £35,000 (DOE) with  OTE   £50,000
Mon – Thurs 09:00 to 17:30 Fri 09:00 to 17:00, First Friday of every month 09:00 – 13:00
25 days holidays plus BH, increases due to length of service up to maximum 30 days plus BH.
Pension 5% employee and 3% employer
Parking costs and inter branch travel costs covered
Ongoing training and career development opportunities
Opportunity to build and shape a function, not just manage it

The Lettings Manager Role

Oversee the full lettings cycle, from driving listings to enquiries, through to finishing deals
Manage and communicate effectively with multiple clients at once
Build and maintain Landlord relationships
Manage and oversee a team of 3 Lettings Negotiators and 1 Tenancy Progressor
Set KPIs, improve conversion, raise standards
Set the tone daily to bring structure, pace, and accountability
Real autonomy
Ensure every enquiry is worked properly and followed through

The Person  

Proven lettings manager experience (2+ years essential)
Has strong leadership ability
Confident with language and the ability to deal directly with Landlords
Excellent communicator with landlords, investors and internal teams
Strong negation, sales and customer service skills dealing with multiple landlords (not just BTR/compliance)
Team player who leads and coaches from the front
Commercial, driven, and comfortable in a fast-paced, target-driven environment
Can spot issues quickly and fix them without haste
ARLA Propertymark qualification or working towards (desirable)
Full UK Driving licence (preferred)

It’s never too late to start 🙌

Thu, 16 Apr 2026 10:46:33 GMT

It doesn’t matter how old you are, what your career history is, or what you want to try…

It’s never too late to start. ��

One of our core values is to ‘own it,’ so own your goals, own your experience, own your skills, and own what you’re capable of. ��

If you want more out of life, and you know the world has more to offer you, please get in touch because we’ll support you every step of the way. ❤️

You can contact us by suzie@harte-consulting.co.uk or by calling 07540770679.

Alternatively, find out more about us here: https://www.harte-consulting.co.uk/

Start now.

Property Manager - 1332757

Wed, 15 Apr 2026 14:15:26 GMT

Role Type: Full-time, Permanent  Office based 

Basic Salary: Up to £30k (DOE)

Location: Bingley

The Company and Role Purpose:

If you're an experienced, organised, and proactive Property Manager ready for your next move, Harte Recruitment is delighted to present an opportunity in the thriving town of Bingley.

This Property Manager role sits within a well-established Estate Agency where your experience will be valued and supported. You’ll join a respected lettings business with a strong local reputation, a collaborative team, and a structured environment that genuinely invests in its people.

As a Property Manager, you’ll manage a well-maintained portfolio, delivering excellent service to landlords and tenants in a varied, fast-paced role where organisation and communication are key.

The Package  

Up to  £30,000 (DOE)
20 days holiday + bank holidays  
Pension
Support from an experienced management team who encourage creative thinking
Opportunity to join a respected independent agency
Stable, long-term career opportunity

The Property Manager Role  

Managing a portfolio of residential properties end-to-end
Overseeing check-ins & check-outs
Handling deposit protection and manage releases
Managing rental arrears and liaising with tenants and landlords
Coordinating maintenance and repairs with the dedicated team to ensure timely completion
Ensuring all compliance & safety certifications are up to date for all properties
Liaising with property inspectors on inventories and reports
Keeping systems accurate, organised, and up to date

The Person  

Proven Property Management experience (Essential)
Excellent organisation and attention to detail
Ability to build and maintain strong relationships with landlords and tenants
Excellent communication skills with a strong focus on delivering outstanding customer service
Calm, solutions-focused approach under pressure
Confident using property management systems and handling admin tasks

Women are expected to do a LOT. 🥴

Wed, 15 Apr 2026 09:27:04 GMT

They’re bombarded with posts on Insta about weight-training, hitting protein goals, taking collagen, creatine, getting 10k steps in, etc, etc, but what are they up against in the workplace?

According to the Office of National Statistic, women in the UK still earn around 12–13% less than men on average. This gap is often larger later in careers due to taking time out for childcare, working part-time or turning down promotions due to family commitments.

The issues they’re faced with are:

�� Slower career progression for women

�� Fewer women reach leadership positions

�� Men dominating higher-paying industries

�� Women receiving significantly lower pensions

So, while it’s nice to be reminded that it’s important to inhale protein at a vast rate, what would be a whole lot better is a workplace structure designed for flexibility, and to not have professional opportunities and earning potential reduced for having children. ��

‘What people-related issue is most likely to push you to leave a role?’

Tue, 14 Apr 2026 19:54:29 GMT

A couple of weeks ago, we did a poll on LinkedIn and asked:

‘What people-related issue is most likely to push you to leave a role?’

The results were:

�� Poor leadership / management - 40%

�� Toxic team culture - 46%

�� Office politics - 1%

�� Lack of support or trust - 13%

These results don’t surprise us one bit because we’ve seen the effects of a toxic working environment time and time again.

If you ever needed proof that team culture and the people you work with is really important, this is it. ��

Sales Valuer/Lister - 1331649

Mon, 13 Apr 2026 15:57:29 GMT

Role Type:Full-Time, Permanent Office based

Basic Salary: Realistic OTE £50k with strong existing pipeline

Location: Swindon

The Company and Role Purpose:

Harte Recruitment are partnered with a high-performing, market-leading independent estate agency with a dominant presence in the Swindon market and a reputation for delivering a premium, results-driven service.

This is a true Sales Valuer / Lister position not a support role. You will take full ownership of valuations, instructions, and new business generation within the branch, operating as the key revenue driver.

With a strong existing pipeline, consistent inbound valuation flow, and established market share, this is an opportunity for a proven Sales Valuer /Lister to step into a role where they can make an immediate and measurable impact.

The Package

Realistic OTE £50,000 supported by a strong existing pipeline
Car allowance up to £300 per month
21 days holiday + bank holidays
Alternate Saturdays (half day) with time off in lieu
High-performing, supportive team environment
Genuine opportunity to influence and elevate branch performance

The Role

Conduct 50–60 market appraisals per period, supported by strong inbound leads and established market share
Convert valuations into 25–30 new listings, maintaining strong ratios
Operate as the lead valuer and key revenue generator for the branch
Deliver a polished, consultative valuation experience
Build and nurture strong relationships with vendors
Collaborate with the wider team to maximise instructions and overall branch results
Take full ownership of your patch, driving growth and performance

The Person

Proven track record as a Sales Valuer / Lister within estate agency
Consistently achieves and exceeds valuation and listing targets
Confident, credible, and professional with clients
Ambitious, driven, and commercially focused
Strong team player with high standards and low ego
Able to make an immediate impact within a fast-paced environment
Experience using CRM systems
Full UK driving licence

Property Manager - 1331452

Thu, 09 Apr 2026 14:25:08 GMT

Role Type: Part-Time or Full-Time opportunity available

Basic Salary: From £15,600 per year (pro-rated for part-time hours) up to £26k per year (full time) DOE

Location: Huddersfield

The Company and Role Purpose:

Harte Recruitment is partnering with one of Huddersfield’s busiest and most established Residential Lettings agencies to appoint a highly organised, detail-driven Property Manager.

This is a brilliant opportunity to step into a role as Property Manager which sits at the heart of a high-volume operation, where no two days are the same, standards are high, and your ability to keep everything running smoothly truly matters.

Blending lettings administration with property management responsibilities, as the Property Manager you’ll take ownership across the full tenant lifecycle, from application through to move-in and beyond while keeping a busy portfolio ticking over behind the scenes.

This role is open to part-time or full-time candidates , making it ideal for someone looking to balance flexibility with a genuinely engaging and responsible position.

The Package:

Up to £26,000 basic salary per annum ( DOE ) this will be pro rata if part time hours are chosen
20 days holiday + bank holidays
Monday – Friday 09:00–17:00 + 1 in 4 Saturdays 09:00 – 13:00 (full time) or Fixed part-time working pattern 22.5 hours per week across 3/4 days per week (Monday, Tuesday and Friday 9am – 5pm as core days plus working 1 in 4 Saturdays, 9am – 3pm)
Regular company events

The Role:

Running the full lettings admin process including applications, referencing, compliance
Managing a steady flow of maintenance and repair requests without letting anything drift
Keeping tenants, contractors and the team aligned. Clear, calm, and on it, ensuring nothing slips through the cracks
Acting as the go-to person who keeps the operation moving without noise or chaos
Supporting the wider team and working closely with the Assistant Lettings Manager maintaining a well-organised, high-performing operation who values accountability

The Person:

Currently have admin, customer service or coordination experience
Confident handling a high volume of calls and emails
Highly organised and able to prioritise a busy workload with a keen eye for detail
Strong communicator with a customer-focused approach who can manage multiple stakeholders
Lettings or property maintenance knowledge (Essential)
Positive, proactive attitude and able to thrive under pressure
Driver and own transport preferable (Not Essential)

There’s a reason why we work ‘up north.’ 🙌

Thu, 09 Apr 2026 10:39:43 GMT

W e probably could operate nationally if we wanted to, but we focus on making placements in the Northern Property and Conveyancing market on purpose.

Here’s why ...

�� We know this region and its sectors inside out. Living up here, you’ll often [GU1] see us at events in key cities like York, Manchester, and Leeds, and we genuinely love the area.

�� The relationships we’ve developed with local professionals will give you opportunities across the whole property sector. We’ve partnered with some of the area’s most respected employers and know the businesses that will best suit the working culture in which you’ll be happiest.

�� We love our northern postcode and want to help it thrive. Placing people in local businesses will benefit the whole community and help them to feel connected to their work.

�� Work-life balance really matters. Big commutes take hours out of the day and puts pressure on families, downtime and wellbeing. Helping someone find a role that’s a short distance away can reduce their stress levels and improve quality of life, so we want to really play a part in that.

UK National Minimum Wage and National Living Wage rates increase. 💷

Wed, 01 Apr 2026 08:23:36 GMT

A little reminder that the UK National Minimum Wage and National Living Wage rates will increase today: ��

�� The National Living Wage (21+) will rise by 4.1% to £12.71 per hour.

�� For 18–20-year-olds, the rate will increase to £10.85 per hour.

�� Those who are aged 16-17 will need to be paid £8.00 an hour.

�� Apprentices will be paid a minimum of £8.00 an hour.

If you haven’t updated your payroll, you’ve left it very late �� So make sure your staff are paid the right amount this month and keep up with the legalities!

You can read more about the changes taking effect from today here: https://www.gov.uk/government/publications/minimum-wage-rates-for-2026

Why recruiting should be challenge on Gladiators…

Fri, 27 Mar 2026 09:49:41 GMT

You start strong, then BAM!!

�� Initial chat

�� First interview

�� Second interview

��I’ve had a counter offer

Suddenly tackling this lot looks quite easy ��

Mortgage Adviser -1328949

Thu, 26 Mar 2026 15:21:01 GMT

Role Type: Full-time

Basic Salary: Up to £35k basic with OTE £75k

Location: Newcastle/Office-based

The Company and Role Purpose:

Join a respected Estate Agency as a Mortgage Adviser , where every lead is warm, every opportunity counts, and your expertise really makes a difference. Step straight into a pipeline of ready-to-go clients and start turning mortgages and protection needs into wins from day one.

This Mortgage Advisor role is all about making an impact, building strong relationships, and seeing the results of your hard work every single day. You’ll manage your pipeline from first enquiry to completion, helping clients achieve their goals while growing your own success.

Fast-paced, rewarding, and made for high-energy advisers, this role comes with serious earning potential and a consistent flow of warm/hot leads.

The Package

Up to £35,000 basic with OTE £75,000
Monday – Friday 8:45am – 5pm (flexible around starting and finishing times for early/late appointments)
Occasional Saturday work may be required
22 days holiday + bank holidays (increasing with service)

The Mortgage Adviser Role

Deliver tailored, whole-of-market mortgage solutions that meet each client’s individual needs
Provide expert guidance on protection products, including life insurance, critical illness cover, income protection, and home insurance
Actively manage and convert high-quality leads provided by the estate agency
Build strong, long-lasting client relationships through outstanding service
Ensure full compliance with FCA regulations and internal company standards
Work closely with estate agency colleagues to maximise opportunities and drive successful outcomes

The Person

You have a full UK driving licence (essential)
3+ year's industry experience (essential)
Fully CeMAP qualified (or equivalent)
Confident and professional in all client interactions, both face-to-face and over the phone
Commercial mindset with a natural ability to spot opportunities
Organised, structured, and able to manage a busy pipeline effectively
Positive, proactive, and self-motivated, you get things done

What if your team members aren’t getting the chance to show you what they can do?

Tue, 24 Mar 2026 10:10:54 GMT

Not because they’re lacking in talent or experience, but because their neurodivergent traits aren’t compatible with their working environment.

Many organisations want diverse teams, but unintentionally create barriers for neurodivergent candidates.

The good news is that even small adjustments can make a difference when it comes to helping people meet their full potential and really bring their unique skills to the surface.

As Neurodiversity Celebration Week comes to a close, we want to share some different ways employers can support neurodiverse talent, not just because it’s the right thing, but because it’s the smart thing, too:

�� Be clear with communication and give precise written instructions. Break tasks into smaller steps and avoid vague directions such as ‘just use your initiative.’

�� Offer flexible working options and quiet workspaces (tip: standing desks are great for those who like to keep moving).

�� Encourage open conversations and train managers on neurodiversity. Employees need to feel comfortable and free of judgement.

�� Adjust recruitment processes so they focus on capability. Sharing interview questions in advance and allowing task-based assessments are both worth considering.

�� Make the most of technology and provide assistive tools such as speech-to-text software and task management tools.

�� Focus on strengths, not challenges. Neurodiverse employees can excel in analytical thinking, attention to detail and problem solving. Make the most of these skills!

It’s always the quiet ones… 🤫

Mon, 23 Mar 2026 14:36:56 GMT

Not every great hire makes the best first impression or shouts the loudest in the room.

It’s really easy to be drawn to the polished answers and perfectly rehearsed career story when you’re interviewing, but what about the people who have a bit less to say?

Look closer and you might find resilience and untapped leadership potential.

Just because someone doesn’t perform brilliantly in an interview doesn’t mean they wouldn’t perform brilliantly in the right environment. For all you know, it might have taken everything they have to speak in front of people they don’t know.

As recruiters, it’s our job to look under the surface and uncover what’s possible. Sometimes the best hire isn’t the most obvious, it’s the one waiting for someone to recognise what they’re capable of.

Conveyancing Executive - 1327341

Thu, 19 Mar 2026 17:04:59 GMT

Role Type: Permanent, Office-based

Basic Salary: Up to £42k DOE, (plus company related profit shared bonus up to £5k per annum), Package £47k

Location: Leeds

The Company and Role Purpose:

If you’re a Conveyancing Executive who’s had enough of overloaded caseloads, constant chasing and feeling like you’re firefighting more than actually progressing files, this will feel like a reset. A manageable caseload. Proper support. A role where you can do the job properly.

This Conveyancing Executive role isn’t about spinning plates or chasing unrealistic numbers. It’s about running a controlled caseload, staying on top of your files and getting deals over the line without the usual noise.

You’ll be joining an award-winning West Yorkshire firm that’s growing with purpose and needs a Conveyancing Executive who takes ownership from instruction through to completion. Someone trusted to get on with it. No micromanagement, no second-guessing. Just a people-led environment where clear communication, steady progression and pulling the right people together is what gets deals done properly.

 
The Package:

Up to £42,000 basic (DOE) (can go higher for the right person), plus company related profit shared bonus up to £5,000 per annum, package £47,000
Full-time, office-based role
Established pipeline of work and consistent caseload
Opportunity to build and maintain your own client base
Clear scope to progress as the business continues to grow
Death in Service Life Assurance (3x salary)
A free will after 1 year’s employment
24/7 Employee Assistance Programme
Enhanced maternity/paternity pay after 2 years’ employment

 
The Conveyancing Executive Role:

Manage your own caseload of around 50–60 live files from instruction through to completion and archiving, volume you can stay on top of properly
Be the main point of contact for clients, agents and solicitors, keeping communication clear, consistent and deals moving forward
Handle a mix of freehold and leasehold sales and purchases without unnecessary complication or overload
Keep files organised, accurate and under control, with the support in place to help you do it properly
Oversee billing and SDLT, ensuring transactions complete smoothly and funds are secured without delays
Spot issues early, resolve them quickly and keep momentum across your pipeline
Support the wider team and step into supervisory responsibilities where needed
Stay up to date with legal changes, keeping your knowledge sharp and relevant

The Person:

Demonstrated background in residential conveyancing, delivering efficient case progression and swift completions
Experienced Conveyancing Executive, Fee Earner, Licensed Conveyancer or similar
Capable of handling files autonomously while maintaining high standards
Confident managing your own caseload independently across freehold and leasehold transactions
Highly organised with the ability to prioritise workload and keep files progressing
Strong attention to detail and accuracy
Confident using Windows, Word and Excel
2+ years’ experience at a similar level (essential)

This Conveyancing Executive position isn’t about chasing unrealistic numbers or being buried under volume. It’s a quality over chaos environment, where your caseload is manageable, your work is valued, and you’re given the space to do things properly.

Closing off the working week with this reminder. 👀

Fri, 13 Mar 2026 12:34:24 GMT

Sometimes the promotion you expected doesn’t happen, or the dream role turns out to be more of a nightmare. Redundancy can knock your confidence as well as your finances. But the right career move can also change everything for the better.

Wherever you are in your career, remember:

�� A setback isn’t the end of your story.

�� A sideways move isn’t failure.

�� A comeback is often the beginning of something better.

Careers aren’t linear. They’re pivots, resets, bold decisions and brave conversations...and they come with all the emotions.

One of our core values is that Everyone Matters . Whether you’re in an “up,” a “down,” or the middle of a complete rebrand, we’re here to support you.

Never underestimate what could be just around the corner. ��

Big fun at the Giants Women in Business’ event

Thu, 12 Mar 2026 14:26:02 GMT

Suzie and Dionne had such a good time at the Giants Women in Business’ event at the Accu Stadium on Wednesday. ��

We loved listening to Helen Moss from Purple Dog, who shared some interesting stats around health and safety training (see below), along with Bethan Oates and her experience on being the Huddersfield Giant’s team captain.

As well as meeting some truly amazing women, we learned the following things you might not know �� (because we didn’t!):

TV adverts adjust to your preferences using data-driven targeting. They look at your viewing habits, smart TV apps, and streaming history to predict which ads you’re most likely to engage with, then show them in real time. – Belle Cape

25% of men don’t want to perform CPR on women out of fear of being accused of sexual harassment – Helen Moss from Purple Dog Training Limited

Honey can be used for the treatment of babies over one who’ve eaten a battery (batteries are alkaline till the saliva in the oesophagus reacts with the battery and makes it acidic) – Helen Moss from Purple Dog Training Limited

Thanks everyone for a great time. ��

❗ Children aged 11–12 who are cyberbullied are over 2.6 times more likely to report suicide attempts.

Fri, 06 Mar 2026 12:42:17 GMT

What’s more, they’re over 2 times more likely to use substances the following year. *

As parents, we need to prioritise our kids’ safety over winning their approval by keeping them off social media until they’re 16.

Along with the obvious concerns about being exposed to inappropriate content, research has also suggested that social media may be contributing to a rise in ADHD due to damaging children’s ability to focus. **

Parenting in a digital age can feel so overwhelming because we’re the first generation who’s really had to deal with this. But it’s our duty as adults to step up and prioritise the development, safety and mental health of our kids by putting strong boundaries in place (watch ‘Adolescence’ on Netflix if you need some context).

The first step is to email your MP to tell them to support raising the age limit for harmful social media to 16. The deadline is Monday, so don’t put this off as it takes a couple of minutes, and too important to overlook.

The current government approach is to strongly push school to go phone-free, but this still being debated. What we can do in the meantime is click the link below and share it, so we have the best chance of improving the welfare and safety of the next generation.

I really believe this is our responsibility to act: �� https://healthprofessionalsforsaferscreens.eaction.org.uk/raisetheage

*source: World Health Organisation

** source: The Guardian

Do different generations really want the same things from work? 🤔

Thu, 05 Mar 2026 18:10:19 GMT

We’re way beyond using skills as a hiring benchmark.

Instead, hiring managers need to look at the expectations, priorities and career motivations that are beyond a CV if they want to strengthen their teams for the better.

According to research* here’s what each generation values most:

�� Baby Boomers: Born 1946–1964, aged approximately 62–80 - value stability, meaningful contribution, and healthcare-related support.

�� Generation X (Gen X): Born 1965–1980, aged approximately 46–61 - prioritises work-life balance, flexibility and clarity around progression. Favour concise, professional communication.

�� Millennials (Gen Y): Born 1981–1996, aged approximately 30–45 drawn to development opportunities, transparent career paths and values alignment. Prefer informal communication styles.

�� Generation Z (Gen Z): Born 1997–2012, aged approximately 14–29 - seeks mental wellbeing support, frequent feedback and early-career structure. Likes. visual communication.

There will always be exceptions to the rule, but what won’t change is that everyone leads with a certain energy and tools, communication and motivators need to be taken in account.

Dismissing these needs as a ‘nice to have’ could be the difference between having an engaged multi-generational team, and a workforce who feels misunderstood, uninspired and ready to move on.

*Research from The Access Group

Property Manager - 1323621

Wed, 04 Mar 2026 13:07:39 GMT

Basic Salary: Up to £30k DOE per annum, £350 per month guaranteed commission for the first 6 months. Package total: £32,100 first year

Location: South Newcastle

The Company and Role Purpose:

Harte Recruitment is supporting a well-established independent Estate and Letting Agency to appoint a Property Manager into their South Newcastle-based team. With a strong reputation across Residential Lettings and Property Management, this business is known for its supportive culture, loyal client base and consistent presence in the local market.

This Property Manager opportunity is ideal for someone who enjoys the variety of Property Management and takes genuine pride in delivering great service to landlords and tenants. Whether you already have experience within Lettings or are looking to build your career within Property Management, the team is focused on attitude, common sense and a willingness to learn.

As Property Manager , you’ll join a friendly department where people support one another, work collaboratively and genuinely care about maintaining high standards across the portfolio.

The Package

Up to £30,000 DOE basic salary per annum, £350 per month guaranteed commission for the first 6 months: package total £32,100 first year
Monday – Friday 08:45 – 17:00 ( no weekends )
22 days holiday + bank holidays (increasing with service)
Regular charity events and team initiatives
Pool car available for work-related travel – no requirement to use a personal vehicle

The Role

Managing a portfolio of residential rental properties
Acting as the main point of contact for landlords and tenants
Coordinating maintenance and repairs with contractors
Carrying out routine property inspections and reporting back to landlords
Managing check-ins and check-outs, including inventory coordination
Handling tenancy matters and general property management queries
Supporting compliance with current lettings legislation and safety requirements
Ensuring communication is clear, efficient and customer-focused
Maintaining accurate records and property management systems

The Person

Previous Property Management or Lettings experience essential
Strong common sense and good problem-solving ability
Friendly, approachable and customer-focused
Pride in delivering high levels of service
Organised with good administrative skills
Motivated, reliable and willing to work hard
Full UK driving licence required ( pool car provided )

We recently gave away our first £100 referral gift voucher of the year. 🥳

Fri, 27 Feb 2026 11:40:09 GMT

Someone very kindly passed on our details to someone he knew who was looking for a job.

After speaking to them and getting to know them better, we found a role that matched their skills, experience and personal ambition, and they’ve successfully passed their probation period. ��

At Harte we take maintaining good relationships really seriously, and that includes saying thank you to people who pass on our details and recommend us. ��

If you know someone looking to take the next step in their career, please out their details by clicking the link below and we’ll be in touch with them.

https://www.harte-consulting.co.uk/refer-a-friend

*T&Cs apply

Off Plan Investment Sales Consultant - 367110

Wed, 25 Feb 2026 15:51:34 GMT

Basic Salary: Up to £32k (depending on level and performance), rising to £35k after probation + up to £120k OTE

Location: Manchester / Hybrid

The Company and Role Purpose:

Are you an experienced Off Plan Investment Sales Consultant looking for stronger earning control within a performance-led environment?

Harte Recruitment is excited to present an opportunity for an Off Plan Investment Sales Consultant to join a streamlined, high-performing Property Investment business in Manchester. Following a recent restructure, the business now has an extremely healthy commission structure that rewards high achievers coupled with a hybrid working model for their consistent billers. 

This opportunity for an Off Plan Investment Sales Consultant is strictly targeted at experienced property professionals with minimum 8-12 months and proven results in Off-Plan, New-Build, or UK investment sales.

This is a high-trust, high-performance environment designed for consultants who want more control, more upside, and a clearer path to serious earnings.

This revised commission model rewards higher performance with retroactive uplifts once revenue thresholds are reached, giving significantly improved earning potential.

The Package:

Up to £32,000 basic salary per annum (depending on level and track performance) rising to £35,000 basic after probation + £80,000 - £120,000 OTE
Hybrid working ( 1 day during probation, 2 days after; Monday & Friday office-based )
28 days holiday, regular reviews
Free parking in Manchester!

The Off Plan Investment Sales Consultant Role:

Sell UK property investment opportunities in a professional, phone-based environment
Convert warm, high-quality enquiries
Build long-term investor relationships
Achieve £30k net revenue monthly target (roughly 2-3 deals)
Maintain KPIs of approximately 1.5 hours talk time or 80 dials per day (for new hires)
Work collaboratively with marketing and sales progression teams to maximise exchanges

The Person:

Proven track record within UK Property Investment, Off-Plan, or New-Build sales
Evidence of hitting and exceeding revenue targets
Strong understanding of the investor sales lifecycle
Commercially astute, self-motivated, and results-driven
Looking for a long-term platform to maximise earnings

1 in 10 women have left their jobs due to perimenopause/menopause symptoms. * 💔

Tue, 24 Feb 2026 13:28:20 GMT

What’s more, 8 in 10 women have reported their employer has no basic menopause support or policy in place. *

And it’s not because they ‘can’t hack it anymore,’ or have lost ambition and drive. It’s because the world of work hasn’t kept up with reality and the basic needs of women. Again. ��

Menopause isn’t just a female issue. Supporting talented, experienced and competent women who are going through a major life shift is actually a leadership issue that will stop respected colleagues from feeling pushed out the door.

At some point next year, creating an action plan around menopause and gender pay gaps will become mandatory (voluntary from April 2026), but any employer with a scrap of common sense should know that expecting women to ‘power through’ is a short cut to seeing valuable employees walk out the door.

Menopause support isn’t a ‘women problem.’ It’s a retention issue, part of our cultural awareness, and it’s how you’ll keep your best people on board. ❤️

*According to research carried out by the Fawcett Society

Suzie went back to school last week — and it’s stayed with her ever since 🏫

Thu, 19 Feb 2026 15:20:54 GMT

She was invited back to Moorend Academy in Huddersfield to support their mock interview day. It’s a school in an area where many students carry huge expectations — often being encouraged toward very specific, traditional career paths like becoming a doctor, engineer or dentist.

What struck her most wasn’t their ability — because that was clear — it was how little some of them realised how many other paths exist, and how many different ways there are to build a meaningful, successful life.

You could see confidence grow within the conversation itself. Students who started quietly, unsure if they were saying the “right” thing, began to open up when they realised they were simply being listened to — not judged.

One conversation in particular has stayed with her. She spoke with a student who had come to the UK seeking safety and a fresh start. To sit across from someone so young, carrying that level of change and uncertainty, yet still showing up with hope and determination for their future, was incredibly grounding. It was a reminder that resilience often sits quietly — and that belief, when given the space to grow, can change everything.

It reinforced something she sees every day in recruitment: confidence and exposure shape direction. Sometimes it only takes one conversation — one moment of being seen and heard — for someone to start viewing themselves differently.

There is so much strength, resilience and untapped potential in those classrooms.

Thank you to Moorend Academy for having Suzie back — and lovely to meet Jaz Lewthwaite too.

Why we’re ‘HarteCore’ all year round ❤️

Fri, 13 Feb 2026 14:52:27 GMT

We’re not particularly fussed tomorrow is Valentine’s Day because we’re ‘HarteCore’ all year round. ❤️

This isn’t just a fancy name we thought up (although we do like it!). It gets results because we’re there for you from the very first phone call.

It doesn’t matter if you’re looking for an entry role into the Property industry or need support recruiting someone who fits in with your business and its values. We’ll always treat you as an individual, always be honest and put your interests first.

If only all relationships were this good! ��

‘I think I’m done!’ 😩

Mon, 09 Feb 2026 10:38:15 GMT

We’ve all said it at some point for one reason or another.

If you’re working in the property industry, you might have thinking these exact words because you’re done with the long hours, pressure to perform, unpredictable commission…

But, before you have a ‘f*ck it’ moment and walk away, stop and consider if:

✅ You’re actually done with property, or

✅ You’re done with your current role and working environment

It’s not uncommon to see brilliant managers burnt out by poor leadership, or talented people who love the industry they work in but are fed up of their working culture.

Leaving property behind might sometimes feel like the only option, but there are some businesses out there who have better structure, clear progression, good leaders and healthier working hours.

We’d love to talk to you if you’re ‘done,’ because you might not be just yet. ��

The ‘free’ jobs era for Direct Employers has come to an end on Indeed. 👀

Thu, 05 Feb 2026 10:27:59 GMT

This means employers will have to pay for advertising to maintain visibility, so it’s a good time to talk about reach and getting better value for your money. ��

Here’s what’s changing:

- ‘Free’ hosted job limit

- Employers will now be limited to 3 hosted jobs per month

- If a hosted job is sponsored within one hour, it won’t count towards that limit

- A banner will appear on the employer dashboard once the limit is reached

- Free hosted jobs will now only have visibility for 30 days, down from 120

If you’re a recruitment agency, this doesn’t affect you directly, but it’s worth knowing what’s happening on your client’s radar. ��

Looking for a job in the property sector?

Thu, 29 Jan 2026 17:49:20 GMT

Don’t use a recruiter if…

�� You want to make the most of the relationships they have with employers. Recruiters who specialise in the property sector will know who to speak to and where you’ll fit in, so fly your own flag if this doesn’t appeal.

�� You like wasting time. Recruiters handle job matching, feedback, and negotiations, all while acting as your advocate throughout the process. But go ahead if you love extra admin.

�� You want to get insider knowledge. Recruiters who specialise in the property sector will understand current hiring trends, salary expectations and the skills that are in demand, so avoid at all costs if you want to have this advantage.

�� CV and interview support is important to you. Knowing what hiring managers in the property sector are looking for can get results faster. If you prefer dragging things out and don’t want to strengthen your application, that’s absolutely your call.

�� You want advice on career progression within the property sector. With work/life balance being increasingly important, salary is no longer a benchmark of success. Not bothered about finding a role that suits your lifestyle? There’s no need to get professional help if you’re happy sticking to a 9-5 with no flexibility.

Still hiring like its's 2016?

Tue, 27 Jan 2026 09:53:18 GMT

That might be why you’re struggling. ��

I’m sure most of us have seen the viral ‘2016’ trend, but no one wants to go back to hiring that involves:

- A ‘competitive salary’

- Printed CVs

- 4 interview stages (all in person)

- 10 working days to have a ‘chat’

- No flexibility at all

Now… Property professionals need to be informed, and have options. ��

- A clear salary and up-front commission plan

- Speed (other employers move really fast)

- Real progression that means different things to different people

- A culture that doesn’t wear burnout as a badge of honour

- A better work/life balance

If you’re losing candidates, it could be because 2016 is calling and it wants its hiring process back. ��

Sales Progressor - 1272673

Mon, 26 Jan 2026 13:48:17 GMT

Role Type: Part-Time or Full-Time opportunity available

Basic Salary: Up to £28k per annum + up to £32k OTE (commission is 3-4% based on completions)

(pro-rated for part-time hours)

Location: Huddersfield

The Company and Role Purpose:

Harte Recruitment is working with a fast-paced, modern property business to appoint an experienced Sales Progressor for its Huddersfield office.

This is a hands-on Sales Progressor role at the heart of the sales process, ideal for someone who thrives on pace, accountability and getting deals over the line.

Whether your background is in progression or sales negotiation, you’ll gain full exposure across the journey, working end to end in supporting negotiations, managing relationships and working closely with the Sales Team and Manager to drive transactions from offer through to exchange and completion.

It’s fast-paced, phone-led and very people-focused. As Sales Progressor you’ll be speaking to buyers, vendors and solicitors daily, keeping momentum, managing expectations and making sure nothing stalls. It requires strong sales negotiation skills, with the confidence to influence outcomes, manage expectations and keep all parties aligned. This isn’t a sit-back-and-wait kind of role, it’s about being proactive, removing roadblocks and keeping everything moving.

You’ll be supported by a collaborative team and strong leadership, with the opportunity to grow your career in a business that invests in its people. When you’re not progressing sales through to exchange and completion, you’ll be actively negotiating the next deal, keeping momentum high and results moving.

The Package:

Up to £28,000 basic salary per annum + up to £32,000 OTE  (commission is 3-4% based on completions)
22 days annual leave per annum + bank holidays
Full-time hours : Monday – Friday, 09:00 - 17:00 + 1 in 4 Saturdays (time off in lieu in the week)
Part-time hours: also available at 4 full days per week (09:00 - 17:00) + 1 in 4 Saturdays (time off in lieu in the week)
Above salary package to be pro-rata’d for part-time hours
Company pension scheme

The Sales Progressor Role:

Register and match applicants to suitable properties, maintaining an organised database with regular follow-ups 
Achieve sales targets by driving performance, converting new business opportunities, and generating referrals for related services 
Negotiate between vendors and buyers, overseeing sales progression to ensure smooth transactions 
Maintain clear communication with vendors on feedback, offers, and marketing updates 
Build strong, lasting relationships with clients while ensuring compliance with GDPR, AML, and housing legislation 
Attend required meetings and training sessions

The Person:

Has hands-on sales progression experience and is confident on the phone (essential)
Has worked closely with sales teams (not purely admin or legal support roles)
Has strong communication and negotiation skills
Is outcome-driven and enjoys pushing deals to exchange quickly
Highly organised, problem-solves and manages multiple cases with pace
Prior Estate Agency experience (essential)

Self-Employed Associate Estate Agent - 1314140

Fri, 23 Jan 2026 18:07:15 GMT

Basic Salary: £50k – £80k per annum OTE, with £100k+ achievable

Location: Leeds

The Company and Role Purpose:

A highly reputable Yorkshire Estate Agency with a proven Self-Employed Associate Estate Agent model is opening opportunities for experienced agents to take control of their income, earn from day one and run their own patch across Leeds, York, Doncaster and Selby.

This business is deliberately not a national and not a volume-driven model. Instead, it is built to help experienced Estate Agents in Yorkshire earn high while delivering to customers a genuinely premium, personal service . This is designed for property professionals who want autonomy, flexibility and higher earning potential — without the financial risk usually associated with going it alone.

The Self-Employed Associate Estate Agent role offers self-employment done properly: high support, low risk, and a clear, proven framework that allows Associates to build their own local Estate Agency business with confidence.

The Package:

Minimum Income Guarantee of c. £1,500 per month for the first 3 months , providing financial security while your pipeline builds (with discretion to extend up to 6 months if required)
Zero platform fee for the first 3 months , allowing you to build early momentum without fixed overheads
During this period, £300 per listing is payable, covering property portals, website exposure, professional photography, floorplans, video, social media advertising and all required licences
The standard platform fee of £995 per month applies once 3 listings are secured within a single month or after the initial 3-month period , whichever comes first
No upfront fees, loans or debt if either party decides not to continue within the initial period
Ability to earn from day one through a flexible customer fee structure, including up-front fees from £295 up to full fee , supporting early and consistent cashflow
Uncapped earning potential with realistic benchmarks:
Around £50,000 per year achievable with approximately 2 instructions per month
Around £70,000 per year with 3–4 instructions per month
£100,000+ per year achievable with 5 instructions per month , with further upside as the business grows
Higher earnings on self-generated business , rewarding proactive prospecting and local relationship-building
Access to a long-established Yorkshire database — effectively a business-in-a-box
Full operational and marketing support , including lead handling, systems, brand marketing, training and ongoing business mentoring to help you scale your local territory.

The Self-Employed Associate Estate Agent Role:

Prospect for new business and build a strong personal pipeline
Conduct valuations, win instructions and manage the full sales process end-to-end
Deliver a premium, highly personal service from instruction through to completion
Build a strong local reputation with structured launch strategies and mentoring support

The Person:

Experienced valuer, branch manager, or a high-performing sales negotiator
Commercially sharp, proactive and comfortable owning outcomes
Values quality, reputation and long-term income over short-term volume
Understands the nuance and skill involved in premium estate agency
Yorkshire-based with strong local knowledge

Recent Associates have secured multiple listings within weeks, generating meaningful early income — demonstrating what’s achievable with the right attitude and support.

We're hiring!

Fri, 23 Jan 2026 14:58:04 GMT

We’re hiring a Recruitment Analyst & Marketing Coordinator to play a key role in how we attract, engage, and convert talent across the property sector.

This Recruitment Analyst & Marketing Coordinator role blends recruitment systems, structured marketing coordination, LinkedIn headhunting, job board sourcing, database campaigns, and performance insight — built for someone who understands recruitment and wants to make it work better.

Ready to be part of a team that values integrity, pace and wholehearted teamwork? This is the place to be. ��

You can read more about the role here: ��

https://www.harte-consulting.co.uk/recruitment-analyst-marketing-coordinator-1311620

Alternatively, please get in touch if you have questions:

07540770679

suzie@harte-consulting.co.uk

Those magic six words. 😍

Wed, 14 Jan 2026 10:44:44 GMT

‘I’ve turned down a counter-offer.’

Sends shivers down the spine! ��

If you heard our rendition of ‘It Was Time to Give Notice’ you’ll know why counter-offers are the…metaphorical thorns in the side of recruiters (to put it tactfully).

If we talk to someone and think their issue at work can be resolved by talking to their line manager, we’ll always suggest they have an open and honest conversation before going full steam ahead and resigning.

Yes, we always want the best for the job seekers we talk to, but we also don’t want to waste the time of the hiring managers we work with. Or ours, because we’re really bloody busy!! ��

When we hear those six lovely words, it’s honestly the best feeling. �� It shows the person who accepted their new role is serious about it and didn’t use us to get what they wanted from their boss.

What phrase do you want to hear more of in 2026?

The Employment Rights Bill...What's Coming Up?

Tue, 06 Jan 2026 12:04:36 GMT

Just before Christmas on 18 ^th December, the Employment Rights Bill became law after receiving the ‘Royal Assent.’ ��

The King formally agreed to make the Bill into an Act of Parliament (Employment Rights Act 2025), which will introduce additions and amendments to existing legislation.

The changes included in the Act will take place over a two-year period, and most changes haven’t happened yet. Some will take effect from next month, with more occurring in April.

Here’s a quick reminder of what they are because changes are, at least one will apply to you at some point:

Changes from Feb 2026:

- Dismissal for taking part in industrial action will become 'automatically unfair,’ and remove the current 12-week limit for claiming unfair dismissal.

Changes from April 2026:

- Paternity leave and ordinary parental leave will become a 'day one right,' allowing someone to give notice of leave from the first day of employment. The restriction on taking paternity leave after shared parental leave will also be removed.

- Statutory sick pay (SSP) will be paid from the first day of illness (instead of the fourth day), and the lower earnings limit will be removed.

- Employers will need to create action plans around menopause and gender pay gaps. These will be voluntary from April 2026 but become mandatory sometime in 2027.

- Sexual harassment will become a 'qualifying disclosure' under whistleblowing law. This means protection from unfair dismissal for whistleblowers making a sexual harassment disclosure.

- The maximum 'protective award' for failure to consult in collective redundancy will double from 90 days' to 180 days' pay.

- The ‘Fair Work Agency’ will be established in April 2026, to take on the enforcement of other employment rights, such as holiday pay and statutory sick pay, and bring existing enforcement bodies together.

‘Sometimes, it is the people no one imagines anything of who do the things no one can imagine.’ 🤩

Mon, 05 Jan 2026 13:53:39 GMT

People are not their CVs.

Behind every job application is a story and a personality that might not follow a traditional path. The right talent doesn’t always shout the loudest, and this is exactly we why take the time to understand people as individuals. ��

Sometimes, their skills show up by having a clear conversation, other times they’re uncovered through patience and asking the right questions to help them open up.

Think about Christmas in all its madness. �� Some people love the build-up and the chaos it brings, whereas other people find it difficult, and might need handling differently so they can get the most out of it. ��

Life isn’t ‘one size fits all,’ and recruitment isn’t any different.

Apply, actually

Tue, 23 Dec 2025 12:12:31 GMT

Most people don’t job hunt in December because they’re ‘waiting until after Christmas.’ ��

Which is exactly why you SHOULD get applying. ��

Holding off until January is like jumping on Tinder the week before Valentine’s Day. Everyone’s there, and it’s much harder to stand out and find what you want.

Most people press pause in December, so there are fewer applicants, less competition and you have a better chance of being seen by hiring managers, who are still very much hiring.

If you’re even thinking about making a move, December could very well be your quiet advantage.

Apply, actually. ❤️

Planning on growing your team?

Mon, 22 Dec 2025 12:48:35 GMT

Here's something to think about... ��

We all know that people buy from people, but those who aren’t the right fit for your business can have the reverse effect and impact its success.

Hire the wrong person, and you could find they suck all the energy, enthusiasm and productivity out of everyone else. ��

If you want to grow your team, we’d really love to help you. Anyone who is serious about enhancing their career goes through a multi-step interview process that enables us to get to know the people behind their CV.

We start off with an initial chat, then have a face-to-face meeting where we check for commitment, cultural fit, and whether they’re aligned to your professional goals. If we feel it’s appropriate, we’ll also carry out Personna Profiling, which uses colour codes to help us match people to roles that suit their strengths and preferred working style.

It’s important to us that any hiring managers we work with only meet people who are genuinely invested in them and their business. As recruiters, we want to protect the time and reputation of our clients, as well as the relationships we have with them, so we’ll always go on more than qualifications.

My details are here if you want to have a chat. ��

07540770679

suzie@harte-consulting.co.uk

Hire, actually

Fri, 19 Dec 2025 11:07:56 GMT

‘If you look for it, I’ve got a sneaky feeling you’ll find that job-seekers actually are all-around.’ ��

I’ve taken some inspo from Hugh Grant there, but it’s true that Christmas is a great time of year to look for your next team member.

A lot of hiring managers assume that the Christmas holidays mean less people are looking for new roles. However, along with the notion that elf on the shelf is a good idea, this is a festive myth with very little substance.

Festive cheer is all well and good, but if you want to get ahead of your competitors, it’s worth knowing that along with Santa, December brings an increase in job seekers. People often use the Christmas break to research new opportunities and think about their next move, especially if they fancy a challenge in the new year. ��

Deciding to pause your hiring efforts for a while might seem a good idea, but it’s a great time to attract the talent you want because the market won’t be as crowded. According to Indeed, 21% fewer employers sponsor jobs in December compared to November, so there’s less competition for your role and it will be easier for people to find online. Think of it as Christmas shopping when the shops are quiet. ��

If you want to increase your chances of improving your team and business this Christmas, don’t put off recruiting until the new year. Hire, actually. ❤️

Living with ADHD... a follow up

Fri, 12 Dec 2025 13:35:24 GMT

A couple of weeks ago we posted about what it’s like to live with ADHD and why it’s so important to be understood as a disability instead of an inconvenience. ��

A big one that came up? Sleep. ��

For so many ‘ADHDers,’ sleep isn’t just ‘difficult.’ It’s a really annoying nightly battle when your mind races, and you’re struggling to wind down. Then to top it all off, you pay for it the next day and feel extra rubbish. It’s ADHD in all its glory, showing up in one of the most misunderstood (and frustrating) ways.

Another powerful point from the comments was about the workplace and how I help employers see ADHD for what it is. Not a weakness, but a different operating system that brings creativity and speed.

I encourage hiring managers to create an environment where people with ADHD can actually thrive. Clearer task breakdowns, quiet spaces, visual prompts, regular check-ins and a bit of flexibility are all easy to sort out but will have a big return on their employees and how they function.

Smarter CV screening is something else I’ll always shout out about because I want hiring managers to read deeper into people’s behaviours. Perhaps the jumpy one who was being interviewed will actually be the one who will smash their new role, but they needed approaching differently.

We talk a lot about awareness for kids, but adults with ADHD are out there trying to navigate careers, expectations, and environments that weren’t designed with neurodiversity in mind.

When workplaces understand that, everything changes. Once someone with ADHD finds the right job and the right spark, they’ll be complete a powerhouse. ��

Keep us on file

Thu, 04 Dec 2025 10:21:12 GMT

Sometimes, you need the details of someone who can help right at your fingertips…. ��

We gave out these branded nail files at the EA Masters earlier this month to people who visited our stand and they went down a storm.

You might not need our help right now, but people change, businesses change and since ‘Act With Pace,’ is one of our core values, we don’t believe in faffing around. ��

Keep us on file! You never know when you might need us…

ADHD isn’t a quirk. 🤎

Fri, 28 Nov 2025 16:09:08 GMT

It’s so much more than ‘being distracted,’ ‘needing to try harder’ or ‘forgetting your keys.’

ADHD is a neurodevelopmental condition that affects attention, emotion, motivation, memory, and self-management. To top it all off, it impacts every part of life and it doesn’t go away. ��

Yet society still labels ADHDers as ‘lazy,’ ‘irresponsible,’ or ‘disorganised’ when these struggles are actually:

�� Working-memory deficits
�� Executive dysfunction

�� Time blindness
�� Emotional dysregulation
�� Difficulty filtering distraction

ADHD isn’t a character flaw or a childhood phase. It’s the brain wired differently.

And when it’s unsupported, the consequences can be harsh and make life really difficult. Job instability, school struggles, and financial chaos, can often be experienced, for example, along with relationship stress, and sky-high rates of anxiety and depression. None of those are an early Christmas present. ��

Telling someone with ADHD to ‘just focus’ is like telling a stalled engine to ‘just start.’ It’s nothing to do with willpower and everything to do with regulation.

The worst part? The shame and feeling embarrassed when there’s absolutely no need to be.

ADHDers grow up hearing ‘apply yourself,’ and ‘stop being forgetful,’ until they believe their symptoms reflect their worth, which is really sad.

Recognising ADHD as a disability opens doors to treatment, understanding, and self-acceptance.

We think it actually be a superpower because people with this condition can be brilliant, creative, and resilient. �� ‍ They just deserve the support their brains require and need space to thrive.

Do the right thing, always

Thu, 13 Nov 2025 12:31:48 GMT

‘Do the right thing always.’

Our company values are so important to us, but this one has extra weight on World Kindness Day. ��

For Harte, being kind is about making recruitment human, and that stands for both inside and outside the office.

When we talk to people who are looking for new roles, it’s vital that we take the time to understand the person behind the CV. One conversation isn’t enough to get to bottom of who are they are, so we follow an initial chat with a second one so we can give them the individual support they need and help them make the most of who they are. ��

From a business culture perspective, ‘doing the right thing’ comes in many forms but starts at home. Because we have neurodiversity in the office, we look after each other by making food and drinks for anyone who’s in hyper-focus mode and encourage putting physical mental health first always.

We’re also really keen on showing up for each other out of work, which is why we attended the ‘Abreast The M62’ event last month to support our lovely colleague Christine and the charity work she’s involved with. ��

So, yes, we’re very much on board with a day that focuses on being kind, but the ‘always’ part of this particular company value is something we take seriously all the time.

EA Masters went with a BANG!

Wed, 05 Nov 2025 11:53:07 GMT

They’ll be fireworks going off everywhere later, but in the meantime, we want to say a big thank you to everyone who made the EA Masters 2025 go off with a bang. ��

We loved being one of the sponsors and had so many good conversations with different people working and recruiting in the Estate Agency and Lettings sectors.

Huge thanks to everyone who stopped by our stand and congratulations to the winner of our business card raffle who took home a Triple Distilled Whiskey Crystal set. ��

It really was fantastic to be a part of the UK’S biggest leadership conference for the industry.

More photos and footage to follow. ��️

Enjoy the celebrations if you’re a fan of Bonfire Night ��

We're off to the EA Masters 2025!

Mon, 03 Nov 2025 14:12:22 GMT

We’re off heading to London the EA Masters 2025 event as one of the sponsors, and we’re buzzing for it. ��

Here are some reasons why our stand (located in the Accelerator Zone) is worth visiting if you’re also attending:

✨ We’re really keen to speak to Estate Agents who need help with their hiring needs. As property recruitment specialists, we have so much industry knowledge that will help you find the right fit for your team, so come and have a chat about how we can support you and your business growth.

✨ You can speak to us about the use of AI in recruitment. I think it has huge potential to make internal workflows faster and more efficient, such as syncing data back to your CRM, or summarising calls. However, it’s no replacement for human judgement and can overlook the very qualities that make someone a standout hire. Feel free to come and pick our brains!

✨ We’re running a business card raffle, so you could win a premium Irish Whiskey Crystal set. ��

The EA Masters 2025 is the UK’s biggest estate agency leadership conference, so they’ll be lots of guest speakers, new insights, a leadership conference and a virtual and live exhibition. Drop me a message and let me know if you’re going too.

#EAMasters #EAMasters2025 #PropertyRecruitment #ConstructionRecruitment #HarteRecruitment #EstateAgencyAwards #PropertyProfessionalsUK #PropertyEvent #EAMASTERS

Do you have any job huggers on your team?

Thu, 23 Oct 2025 13:17:32 GMT

Job-hugger: someone who is clinging onto their role because it’s a safe option.

If you have any on your payroll, the good news is they probably won’t be leaving any time soon. ��

The downside is there’s a good chance they find their current role unfulfilling, and are sticking around because it’s easier, not because they’re motivated.

Here’s how you can make sure your workplace avoids job hugging:

�� Give people guidance and support – ask your team what they goals are and how you can help in achieving them.

�� Make opportunities – consider giving employees who are keen for a change the chance to try new positions within the company.

�� Emphasise progression – make sure your team members know what they need to do to develop professionally so they don’t lose interest.

Thinking of recruiting for an internal position in the property or construction industries? Get in touch for a chat!

100 (honest) Google Reviews!

Tue, 21 Oct 2025 11:53:58 GMT

100 (honest) Google Reviews! ��

We really are proud of this because we send review links out to almost everyone we work with or have tried to help, and not everyone fills them in.

In the property recruitment industry, reviews really matter. Some of our negotiators even earn commission for every genuine 5-star review they get. That’s how important they are. ��

But what we’re most proud of is that every single one of our reviews is 100% HONEST.

Over Suzie’s 14 years of doing this, she’s had plenty of businesses ask her to leave a review for them even though she was never actually a customer and just helped with their recruitment. She never went down that road so we don’t entertain fake reviews, or ask our friends, family, pets, etc. to help us out. Instead, we have 100 pieces of genuine feedback from people we’ve actually worked with.

So, to hit the target we’d set to get 100 Google reviews by the end of 2025 (and do it two months early!) means an awful lot to us.

Thank you to everyone who took the time to click on the link and say a few words about Harte and the team. ❤️

78% of jobseekers are likely to drop out of a hiring process if it’s dragging on.

Fri, 26 Sep 2025 12:21:07 GMT

No one likes faff. Which is probably why 78% of jobseekers are likely to drop out of a hiring process if it’s dragging on. *

Here’s how you can hire faster without compromising on quality:

�� Write a clear, well-targeted job description. Anything too vague will attract the wrong sort of person

�� Automate time-consuming tasks and use AI to speed things up where you can

�� Keep candidates engaged by giving updates and clear time lines so they don’t lose interest

�� Rethink your interview process and avoid having too many stages

�� Speak to us! We’ll handle the admin, pre-screening and shortlisting to free up your time

*stat from totaljobs.com

Good luck to everyone working in PBSA and BTR!

Fri, 12 Sep 2025 13:11:31 GMT

September always brings a whirlwind of activity in the PBSA (Purpose-Built Student Accommodation) and BTR (Build to Rent) sectors. With thousands of students across the country finalising their housing choices, the demand for high-quality, well-managed accommodation is at an all-time high.

For professionals working behind the scenes, this period can feel busy at best, and stressful at worst. Along with balancing the logistics of move-ins, you'll be ensuring buildings are ready, managing expectations, and supporting residents who are often leaving home for the first time. It’s no small task, and we know just how much dedication, teamwork, and resilience goes into making this transition smooth for everyone involved.

Whatever your role in the PBSA and BTR sectors, your hard work matters and makes a huge difference to people who are relocating. You don't just provide a place to live, you help to create a welcoming environment where students and renters feel at home from day one.

So, as the busy season ramps up, here’s to all of you working tirelessly to deliver excellence under pressure. We hope the next few weeks run smoothly, that your planning pays off, and that you also find a moment to breathe!

Here’s to a successful September and a strong start to the academic year. ��

Should I send a photo with my CV?

Thu, 21 Aug 2025 14:27:49 GMT

Thinking about adding a photo to your CV?

We've worked in property recruitment for a long time, and here’s a little secret... Unless you’re an actor or model, it’s really not necessary anymore. In fact, CV photos are slowly becoming a thing of the past. Employers don’t need a picture to understand your skills, and interviews give them the chance to meet the real you anyway.

The truth is, including a photo can sometimes do more harm than good. Even unintentionally, it can introduce bias into the hiring process, and that’s the last thing you want when you’ve worked hard to put together a strong application.

So, what should you focus on instead? What really matter in property recruitment are your skills, achievements, and online presence. Think of your CV as a highlight reel of what you can bring to the table. Pair that with a polished LinkedIn profile, and you’re already miles ahead.

It’s also a good idea to take a quick look at your other social media platforms. A little spring clean never hurts, especially if you want your online footprint to reflect the professional you are today

If all of this feels a bit overwhelming, you’re not alone, and you don’t have to do it all yourself. We help jobseekers showcase their strengths in the best possible way to support their recruitment in the property sector.

Remember: it’s your experience, personality, and passion that will land you the role. Not a photo. ��

Are you using AI to apply for jobs?

Thu, 14 Aug 2025 14:23:35 GMT

�� Almost half of UK job seekers are now using AI to apply for jobs.
(46% to be exact – and yes, we checked. ��)

If you’re one of them… hats off to you. ��

We use AI too, because it’s brilliant for helping property recruiters research, structure ideas, and generally speed things up.

But here’s the catch: if you let AI do all the talking, you risk sounding like every other applicant. And that’s not how you land interviews or make the right impact.

So, if you’re planning on using AI in your next job application, here’s how to make it work in your favour:

✂️ Cut the fluff – vague claims, clichés, and U.S. spelling don’t impress UK hiring managers. Be specific and to the point.
��️ Keep your voice – AI can flatten personality. Your authentic tone and personality is what gets you remembered.
✏️ Proofread – AI still makes mistakes. Even small errors can hurt your credibility.
�� Add real numbers – AI doesn’t know your metrics and your achievements. You do.
�� Don’t copy-paste – AI should inspire you, not replace you. Anyone can paste words into a document, but your strengths are unique.

Think of AI as your career co-pilot , not your autopilot. The best applications are the ones that blend smart tech with your experience and voice.

Use AI wisely, and you’ll stand out for the right reasons.

Stats from: standout-cv.com

Have you ever heard of a ‘Do Not Hire’ list?

Wed, 06 Aug 2025 08:19:06 GMT

Have you ever heard of a ‘Do Not Hire’ list? It’s exactly what it sounds like, and trust us, it’s a list you really don’t want to be associated with.

Here’s how to make sure your name isn’t remembered for the wrong reasons in the world of property recruitment:

✅ Be professional – Treat everyone with respect during the hiring process. Show courtesy to everyone you interact with because you never know when you will meet these people again! First impressions matter, and so do lasting ones.

✅ Be honest – Don’t lie in your application or ‘bend the truth.’ Be up front (and proud) of your skills and experience. Integrity goes a long way and your skills are what make you unique.

✅ Prep like a pro – Research the company, look at their social media accounts, review the job description, and practice answering common interview questions. If you’re attending a face-to-face interview, make sure you know where you’re going and looked at travel options.

✅ Double check your CV – Look carefully for errors, gaps, or inconsistencies You don’t want inaccuracies on your application, so make sure your details add up to avoid any awkwardness.

✅ Talk to us – We specialise in property recruitment and know the industry inside out. Just ask if you have any questions about finding your next role.

What does the Skilled Workers overhaul mean for the construction industry?

Sun, 03 Aug 2025 20:32:34 GMT

If you work in the construction industry, you’ll probably be aware that Skilled Worker overhaul.

180 roles are being made ineligible for the Skilled Workers visa, (which allows eligible foreign applicants to come to the UK to work for an approved sponsor) meaning big changes are on the cards for the businesses who employ them.

The construction industry (along with hospitality) is set to take the biggest hit from the shift in rules, with the roles below amongst those to be removed from the visa:

roofers, roof tilers and slaters
carpenters
bricklayers
sheet metal workers
electricians

If you employ anyone under the visa’s criteria, there’s a chance you’ll also need to make some changes to your payroll. To keep their legal working status, employees who have come to the UK will need a salary of at least £31,300, so some pay rises might be on the cards to keep your team on board.

Why summer might be the best time to recruit

info@harte-consulting.co.uk (Suzie Harte) — Thu, 24 Jul 2025 10:46:39 GMT

Think summer is a slow season for hiring in property recruitment? Think again.

While it’s easy to assume the warm weather and holiday vibes mean growing your team grinds to a halt, the truth is summer can actually be a strategic time to grow your team.

Here’s why you should consider ramping up your property recruitment efforts during the summer months:

✅ Fresh Graduate Talent

Summer marks the entry of new graduates into the job market who are enthusiastic, motivated, and eager to start their careers. It’s the perfect time to tap into fresh perspectives and new talent.

✅ Time to Refine Your Processes

With fewer project deadlines and quieter calendars, hiring managers have more bandwidth to review applications thoroughly and make thoughtful, long-term decisions.

✅ Stay Ahead of the Competition

Many businesses delay hiring until after the holidays. If you're a property recruiter, hiring during the summer gives you a head start and an opportunity to secure top talent before other offers start rolling in.

✅ Faster Hiring Process

Candidates often have more availability in the summer, meaning you can schedule interviews quickly and move faster through the recruitment process.

✅ Smoother Onboarding

Bringing someone on board during a quieter period means more time to train, integrate, and prepare them for the busy autumn season.

In short, summer isn't a hiring dead zone. It’s a golden opportunity. With a smart approach, you can find the right people, streamline your process, and set your team up for long-term success. ☀️

Want to get cracking?

�� 07540770679

✉️ suzie@harte-consulting.co.uk

Who are we? A quick introduction

Fri, 18 Jul 2025 09:47:59 GMT

⚡ Time for a quick re-introduction! ⚡

We’re a specialist recruitment team based up North in lovely Huddersfield, perfectly placed between Manchester and Leeds.

Our focus? Property and construction recruitment . It’s what we do, and we do it well.

What makes us different? We keep things real. If it’s not the right fit, we’d rather walk away without a fee than push a placement that won’t work. Your success is our priority, not just ticking boxes.

�� Job hunting?

We’ll help you find a role where you’ll thrive. Somewhere you’ll be happy, motivated, and doing your best work.

�� Hiring?

We take the pressure off your plate. We’ll find someone who not only ticks the skills box but also fits your culture and helps your business grow.

When you work with us, you’ll be in the hands of Suzie, Charlotte, and Madeleine , who have a knack for matching people and personalities.

It doesn’t matter if you’re a job seeker chasing your next opportunity, or a business needing the perfect addition to your team. If you haven’t worked with us yet, we can help you.

Don’t hire through Harte if you:

Fri, 11 Jul 2025 09:30:18 GMT

�� Enjoy extra work: If you love a mountain of extra work on your desk, we’re probably not the right fit for you. From sifting through countless CVs to screening and shortlisting only the best candidates, we handle the heavy lifting. So, if you’d rather stay buried in admin, look elsewhere for help with property recruitment.

⏳ Like a slow, painful hiring process. Maybe you enjoy a drawn-out hiring process that drags on for months? That’s not our style. We move fast, advertising roles, tapping into hidden talent pools, and connecting you with exceptional candidates long before they hit the open market. If you prefer delays and dead ends, we’re not your people.

�� Don’t want industry insight. We bring deep industry insight and experience to the table. Property and construction recruitment are what we live and breathe. If you’d rather gamble on guesswork than benefit from targeted market knowledge, you might want to keep your distance.

�� Think a CV tells the whole story. If you believe a CV tells you everything you need to know about a candidate, we’re definitely not for you. We dig deeper with our Personna Profiling (when appropriate) to ensure the people we put forward are a genuine cultural fit for your team. If that feels too thorough for next property recruit, we suggest going it alone.

Why choose Harte?

Tue, 08 Jul 2025 13:27:46 GMT

Why choose Harte?

Because we don’t just recruit. We fit the right people with the right roles.

We’re not just any property recruiter. We’re your trusted partner in property recruitment. We know this industry inside out and understand how vital it is to find the right people to grow your business and protect your professional reputation.

Our job isn’t just to fill roles. It’s to connect you with top talent before they hit the market. With our trusted, multi-step process, we focus on quality, not just speed. We take the time to really understand your company, your culture, and what makes someone the perfect fit. In property recruitment, every hire matters.

When you choose Harte, you get more than a property recruiter. You gain a team that gives honest feedback, clear communication, and lasting support. We want you to feel that recruitment is a partnership, not just a transaction.

You can be assured that we work hard to protect your brand, represent you well, and build relationships that last far beyond one placement.

Each of your hires is an investment in your future, which is why we treat it like our own. ��

Ready to hire the right person? Let’s do property recruitment the right way and drive your business forward.

�� Visit www.harte-consulting.co.uk to find out how we can help you build a stronger team today.

Over 50% of workers want their employers to do more to support mental wellbeing.

Wed, 25 Jun 2025 07:13:13 GMT

World Wellbeing Week kicked off yesterday, so if you’re wondering how you can support the mental and physical health of your team members, your timing couldn’t be better. �� Now’s the perfect opportunity to reflect on how you’re showing up for your team, both mentally and physically.

�� Listen to your team
Good leadership starts with great listening. Take the time to understand what your team members are facing both in and out of work. Real conversations build trust and stronger environments.

�� Prioritise physical health
A safe, healthy workspace isn’t optional. It’s essential to keep your team thriving. Start by assessing your employees’ work stations and ensure the right procedures are in place to protect their long-term wellbeing.

�� Support mental health
Mental illness accounts for half of all workplace health issues in the UK. Encourage openness, remove stigma, and offer real support systems. Let your team know you’re there to help and are open to having honest conversation about their wellbeing.

�� Offer more than a wage slip
It’s time to think beyond salaries. Holistic benefits like counselling, fitness perks (such as gym memberships), or a cycle-to-work scheme make a real difference to morale and retention.

This World Wellbeing Week, make a conscious decision to move from intention to action. Your team is your biggest asset. Invest in their wellbeing, and you invest in everyone’s success. ��

�� Stats via healthhero.com

We’ve all heard the warnings about red flags to look out for when considering a new job. But what if you focused on the positives and looked for the green flags instead?

Thu, 19 Jun 2025 07:19:52 GMT

Maybe green is the new red when it comes to job hunting? ��

Here are a few green flags to look out for before saying ‘yes’ to that new property role:

�� Low staff turnover – Are people sticking around? If team members have been with the company for a while, it usually means they’re happy, growing, and feel valued.

�� Strong industry reputation – It’s not just about how successful the company is, but how they treat their team members and clients. A business that’s respected by both is worth paying attention to.

�� Meaningful benefits – Look beyond salary. Does the company offer flexible work options, away days, mental health support, or time off for appointments? As property recruitment consultants, we work with a lot of businesses, and the right perks show they care about your well-being.

�� Opportunities for growth – A great employer will invest in your development by offering training, mentorship, or paths for progression. If you’re looking to build a career, not just take a job, this one’s a must.

If you’re in real estate and looking for a new role, please get in touch. We specialise in property recruitment and would love to help you find a new career opportunity that has the right coloured flags.

Feeling disconnected from your career?

Thu, 12 Jun 2025 10:58:58 GMT

Feeling disconnected from your career? You’re not alone. In fact, you’re probably just ready to find your next property role.

Many people reach a point where their job no longer reflects who they are or what they care about. Perhaps you’ve looked around on more than one occasion and thought, ‘How did I end up here?’ Or maybe your personal circumstances have changed and your job doesn’t align with your new life.

If this sounds familiar, you’re definitely not the only one to feel like this and it’s not a signal of failure. It’s a sign that you’re ready for something more meaningful and more in tune with who you are.

Speaking to a property recruiter can help.

At Harte Recruitment, we don’t just match CVs to roles. As property recruitment consultants, we help real people find real purpose in their careers. Your next opportunity should reflect more than your skills. It needs to take into account your strengths, values, and ambitions.

When you feel connected to your work, everything changes. You wake up feeling energised, your confidence increases and you lead with clarity. And most importantly, you feel like you again.

If your current job feels like it’s a tick box exercise, we’d really love to talk to you. You deserve a career that excites you, challenges you, and supports the life you actually want to live.

It’s time to stop settling. Get in touch and we can use our expertise and knowledge of the property recruitment industry to find a role that fits who you are, not just what you do.

Body Language in Interviews — Your Way

Tue, 03 Jun 2025 07:20:59 GMT

When it comes to interviews, first impressions matter, but there’s no one-size-fits-all approach to showing confidence. It doesn’t matter if you’re neurotypical, neurodivergent, introverted, extroverted, or somewhere in between. What truly speaks loudest is your presence, self-awareness, and authenticity.

Instead of pressuring yourself to ‘perform’ confidence a certain way, try this flexible checklist to help you feel grounded and prepared:

✅ Sit in a way that feels both comfortable and alert. You don’t have to lean forward to show interest, simply being present and focused does the job.

✅ Open gestures, like relaxed hands or uncrossed arms can signal approachability, but only if they feel natural and comfortable to you.

✅ Eye contact doesn’t have to be constant. Natural, occasional glances are more than enough.

✅ Mirroring body language can build connection, but thoughtful listening and kind responses will also be well-received by the interviewer.

✅ Smiling when it feels authentic can show warmth, but steady calmness communicates confidence and genuinity just as well.

✅ Make a conscious effort to be mindful of restless legs, cuticle picking or anything that might cause a distraction throughout the interview. They’re not wrong, just worth noticing and being aware of.

�� Bottom line: Confidence looks different on everyone. You don’t need to fit a certain mould to make a great impression. Show up as yourself, and let your strengths shine in whatever body language feels true to you.

Why choose Harte to help you recruit the right person?

Thu, 29 May 2025 08:34:41 GMT

Why choose Harte to help you recruit the right person?

Because we’re not just another agency. We’re your dedicated partner in property recruitment, and have built our reputation based on honesty, quality, and results.

�� Proactive Talent Hunters
We don’t sit back, wait, and hope for the best. We proactively search the market to uncover the best talent, often before they even hit the market.

�� No Shortcuts. Ever.
Our process is thorough and considered. Every candidate goes through a multi-step interview process including Persona Profiling (where requested) to ensure they’re not only qualified but also the right cultural fit for your team and working environment.

�� Straight Talk, Always
We’ll always be honest with you. No beating around the bush or false promises. Just clear, consistent communication. If we don’t believe someone’s right for your role, we’ll tell you. We’re ethical property recruitment consultants, which means integrity will always come before fees.

�� You’re Our Priority
We protect your brand and organisation like it’s our own. Our success comes from consistent delivery and trusted partnerships. Clients come back to us because we get results and we genuinely care.

It doesn’t matter if you’re hiring your first team member or your fiftieth, we’re here to make your next property recruit the right one and help your business thrive.

Send an email to info@harte-consulting.co.uk or visit our website

Does Flexible Working Really Matter?

Fri, 23 May 2025 12:19:04 GMT

All too often, job seekers tell Harte they want to leave their role because of a work problem that no longer seems manageable or because their personal circumstances have changed. A lot of the time they still enjoy what they do but aren’t communicating the problems they have with their employer.

When I find myself talking to someone in this situation, I always encourage them to have a discussion with their line manager before going full steam ahead and applying for something new.

As much as I want to help jobseekers find new roles that fulfil them, I also want to do what is right for them. That is how Harte recruitment goes the extra mile. Getting jobseekers to talk to their employer first and exhaust any options of them staying where they love working is always the first thing we do.

Celebrating Excellence in Residential Property: RESI Awards 2025 Winners!

Tue, 20 May 2025 07:49:34 GMT

Congratulations to the winners of the RESI Awards, which took place earlier this month at the beautiful Grosvenor House Hotel in London.

Hosted by Property Week, the event welcomed over 1,000 professionals for an evening of celebration, inspiration, and valuable networking.

�� Key Winners:

Agency of the Year : Londonist DMC – Recognised for their innovation and impact in student accommodation.

Property Manager of the Year : Allsop Letting & Management – Honoured for setting benchmarks in property management excellence.

Integrated Retirement Operator of the Year : Retirement Villages Group (RVG) – Celebrated for their commitment to innovation and sustainability in retirement living.

Outstanding Achievement in Affordable Housing : Populo Living – Transforming lives in Newham with over 783 homes delivered, including 251 affordable units.

Climate Crisis Initiative : Greencore Homes – Building homes that are better than net zero and creating climate-positive places.

BTR Operator of the Year (More than 1,000 units) : Moda Group – Delivered 1,800 new homes to the UK rental market, maintaining ESG excellence.

Large Developer of the Year : Muse – Delivered over 2,000 new homes, including 44% affordable, and created the innovative partnership, Habiko.

Deal of the Year (£0m – £200m) : MADE Partnership LLP – A groundbreaking joint venture between Barratt Redrow, Lloyds Banking Group, and Homes England.

Excellence in Prime Residential : River Park Tower – London's tallest residential building in Zone 1, defining luxury living.

Social Impact Initiative : Mount Anvil’s Makers & Mentors Programme – Inspired more people than ever in 2024, making a tangible difference to young lives across London.

Consultancy Practice of the Year : SAY Property Consultants – Adapted to market shifts and continued to put clients at the heart of everything they do.

Operator of the Year : Scape – Inspiring student accommodation to live, learn, and belong, with a commitment to student wellbeing and positive environmental impact.

Residential Personality of the Year : Ian Fletcher – A driving force behind significant policy developments in the sector, championing the Build-to-Rent model and improving standards in student housing.

A huge round of applause to all the winners and finalists who continue to shape the future the residential property industry.

We don't just fill roles...

Mon, 19 May 2025 09:37:18 GMT

At Harte Recruitment, we’re all about connecting the right people with the right jobs in the property and construction sectors across Yorkshire, Manchester, and Greater Manchester. We don’t just fill roles; we create dream teams. ��

We support you at every level, from junior roles to board positions. Whether you're seeking new talent or exploring a career in Sales, Admin, Accounts, Marketing, Customer Service, or Operations, we specialise in various sectors, including BTR, PBSA, New Build, Estate Agency, Property/Block Management, and Property Investment. ✔️

We’re here to help you reach new career heights. ��

Our approach is tailored, honest, proactive, and timeless. Whether you need a quick career fix or are planning for the long haul, we’ve got you covered with unlimited free consultations to explore all your options.

Just think of us as matchmakers for your career and workplace harmony!

Do you need our help? Contact us today!
07540 770679
info@harte-consulting.co.uk

‘Thank you so much for your advice because I wouldn’t have thought to do that without speaking to you.’

Thu, 15 May 2025 08:12:44 GMT

So, what did I suggest to this guy? Leave his job so I could find another opportunity for him? See his potential and try and match him up with a new company when he relocated?

Not a chance...

When I spoke to him it was clear that he was still committed to his work and his employer. This lovely man had worked for a national estate agency for over ten years and was still really passionate about it. He wasn’t looking for a new role in Manchester because he’d fallen out of love with his job. He wanted to move because he’d fallen in love and his life was changing. ��

The funny thing is, another Recruiter he’d already spoken to instantly put him forward for a new role without even doing a video call with him (that’s another post entirely!) ��. But when I spoke to him, I thought there were so many layers that hadn’t been considered and should be looked at more closely.

I asked him if his Director knew about his situation and whether relocating to the Manchester office was an option. He was hesitant at first because there weren’t any vacancies advertised, but I told him to give it a go because sometimes roles come up that aren’t yet advertised, or even better, they might create one!

I’m so glad he took my advice because he sent me the loveliest voice note thanking me for my help and to tell me a new role in Manchester had been created for him. ��

From a personal point of view, it’s brilliant that he got the ‘absolute perfect outcome’ for his career and romantic life. From a professional perspective, I’m really proud that another Recruiter didn’t recognise the potential of the situation, or take the time to find out, but we did. ��

Suzie aces her Level One Certificate in Reiki

Tue, 13 May 2025 08:56:21 GMT

If you’re going to tell the world you’ve done some training in a healing technique that has emotional benefits, you may as well do it during Mental Health Awareness Week, right?

Reiki is a gentle energy therapy that can help you cope with stress, illness, and life challenges. I am learning how Reiki can promote relaxation, balance, harmony and positive choices, and how it works.

For those of you who already know what Reiki is, I’ve now completed my Level 1 certificate (with ‘star student’ status), and I’m honestly really over the moon. ��

I love Reiki because it’s very energy focused and helps to restore balance and clarity. ⚖️ It also really helps if I’m feeling burnt out and overwhelmed. We’re all energy based, so the more we’re in tune with ourselves and our energies, the better. �� Everyday life asks a lot of us, so I’m a big believer in finding something that helps and sticking with it. I can’t wait for level 2.

Harte Tip When You’re Interviewing For Your Team….

Mon, 12 May 2025 09:26:15 GMT

When hiring, remember it’s a two-way street.

You’re not just choosing the right candidate. They’re choosing the right company.

Make sure your job posts, interviews, and brand clearly show:

✨ What makes your business great

✨ Why people want to work with you

✨ The value and culture you offer

Top talent looks for more than just a pay check — they look for purpose.

How many times have you said, ‘I just can’t switch off’? Well, as from next year, doing so could be a legal obligation.

Fri, 09 May 2025 08:15:54 GMT

The ‘Right to Switch Off’ is one of the commitments introduced under The Employment Rights Bill by the Labour government. Its purpose is to ensure employees have the right to disconnect from work related comms such as phone calls and emails outside of their working hours without facing any negative consequences.

Lockdown was a catalyst for flexible working, but the lines are now very much blurred between work and homelife, which is a short cut to a knackered and frazzled team.

The Employment Bill changes aren’t expected to kick in until next year, but if you’re an employer, it’s worth considering how they will impact the running of your business. Start to think about what is classed as ‘essential communication’ and how it could change the way you manage your team.

The last thing you want is to be known as a company who doesn’t prioritise the well-being of their employees, so make sure new policies aren’t put on the backburner for too long. Boundaries need to be in place to make sure everyone has a positive work-life balance and the ‘Right to Switch Off’ is what it says on the tin.

Newsflash: 24% of businesses plan to increase recruitment in Q2 2025

Wed, 07 May 2025 10:14:18 GMT

��24% of businesses plan to increase recruitment in Q2 2025.

�� 25% of workers are expected to leave their employers for better opportunities.

At the moment, recruitment is a client led industry. Job-seekers aren’t settling for a shabby service or someone who does a half-arsed job because they don’t have to. If they’re not happy with a recruitment company, they can simply move on to another one because there are plenty who are trying to fill the same roles.

According to Total Jobs, 85% of employers experience challenges related to poor-quality job applications, which means two things:

1. Competition is fierce

2. Hiring managers and recruiters need to up their game and think outside the box

For us, this means looking beyond a CV and taking the time to get to know about someone’s skills, energy and adaptability. It goes without saying that experience and qualifications are still hugely important, but there is often more to a person than a document about their career history.

We’ve put a ‘wild card’ forward for an interview on more than one occasion, but there’s a lot to be said about a gut feeling, and following your instinct about someone.

We’ve all heard the phrase, ‘There’s just something about them,’ and it’s that ‘something’ that can give you an edge from a recruitment perspective. You just need to make the effort to find it. ��

AI: Time-saving superhero or sneaky job thief?

Fri, 02 May 2025 11:31:07 GMT

Earlier this year, Madeleine attended a LinkedIn event called ‘Future Ready’ that focused on AI and how it can drive business development in the recruitment industry.

Poor Mads had been joking for ages that one day her job would be overtaken by ChatGPT, so it was good to see her looking relieved the next day! ��

As much as we use AI regularly to speed up certain tasks and save time, the human element is still very much needed to get decent results. For Chat GPT (or any AI software) to be of any real use, the processes behind it need to be solid, consistent and applied properly.

You wouldn’t hire an admin assistant without giving them some training and we think of AI in the same way. If you wanted to use it to write a job spec, for example, you’d need to use a prompt that specifies the correct tone of voice, then check the text for inaccuracies, dodgy spelling and any missing information.

AI is never going to replace our team’s decision-making, intuition or judge of character, so they don’t need to worry about being replaced! But what it does do is improve productivity so we can spend more time interacting with people and doing what we’re good at.

Ever feel you're surrounded by idiots?

Wed, 30 Apr 2025 09:57:46 GMT

How many times have you felt like you’re surrounded by idiots?

There might be a very good reason for this (unless they are certified idiots, then you’re screwed!). ��

At Harte, we frequently refer to Persona Profiling, which uses four colours (red, blue, yellow and green) to identify individual traits so we can develop a better understanding of ourselves and others.

From a recruitment point of view, this helps to define a job seeker’s characteristics and assess whether they’d be suited to a role or fit in with a business’s culture.

Someone who is a ‘fiery red’ for example, will be results-orientated, strong-willed, and driven to achieve, whereas a ‘cool blue’ personality will have a more conventional energy that thrives on analysis and asking questions before making a move.

Knowing this sort of information makes finding the right ‘fit’ for a company a whole lot easier because we have a clear idea of the traits and behaviours that are aligned with the role. It also gives us an indication of when we need to take a step back and slow things down in interviews to really get to know the job-seeker properly.

If you’re keen to find out more about the four personality types, have a read of (or listen to) this book: https://www.amazon.co.uk/Surrounded-Idiots-Behavior-Effectively-Communicate/dp/1250179947

Do you know what energy colour you lead by?

Do you know what you're good at?

Fri, 25 Apr 2025 13:05:10 GMT

According to the Office for National Statistics, there was a 9.6% rise in divorces in 2021 compared with 2020. I can only assume this is due to the aftermath of lockdown when people were stuck at home with their partners and asked themselves what they liked about them. ��

A similar thing can happen in your career if don’t really know what your skills are and what your next move should be. When you strip things back and ask questions on a very fundamental level, it can feel like a loss of identity, which we’re all likely to experience at some point.

This comes up in interviews a lot when job seekers just don’t understand where their strengths lie. When this happens, we really slow things down and ask what they love about their work to dig a bit deeper. Once we know what makes them tick, we’ll be in a better position to find a role that suits the energy they lead by, and an environment that fulfils them both personally and professionally.

Re-locators, have you thought about the reality of moving to a new city for a job?

Wed, 23 Apr 2025 08:03:05 GMT

I have a lot of time for people who are prepared to change their address for a role because it’s a massive deal. BUT, if you’re looking at a new opportunity that would mean upping sticks, don’t fall into the trap of overselling yourself in interviews if you haven’t looked at the full picture.

As much as you might think saying ‘yes’ to everything when you’re being asked about relocating will make you look keen, failing to look at the practicalities could give the impression you’re just in it for the money rather than a long-term living situation.

We once questioned someone about their eagerness to relocate because we suspected they hadn’t looked at the logistical factors such as rent prices, moving expenses, cost of living, etc. ��️

Instead of showing that they’d done their research and looked closely at the reality of changing postcodes, we could sense and feel they were uncomfortable with the conversation.

If you’re serious about relocating for a job, look at all the angles so you have answers ready if you’re asked about it. Recruiters and employers are much more likely to take your enthusiasm seriously if you’ve done your homework and shown commitment to the cause.

Along with Easter and the school holidays, April has brought about the new Neonatal Care Leave (NCL) legislation.

Wed, 16 Apr 2025 09:31:42 GMT

This is a massive deal for those who require extra support when their babies need specialist neonatal care after birth.

Here’s what you need to know as an employer:

�� NCL is available to all employees whose baby requires neonatal care within 28 days of birth.

�� Employees are entitled to one week of NCL for each full week of neonatal care, for a maximum period of 12 weeks.

�� NCL is available on top of any other leave the employee is entitled to, such as maternity and paternity leave

�� If you have employees who meet the lower earnings limit (and who have been employed for the requisite minimum period of time) they will also be entitled to NCL paid at the flat statutory rate.

�� NCL will be paid at a flat rate of £187.18, which is set by the government, or 90% of the employee’s weekly earnings if that is lower. However, some employers may want to pay more than this.

Changes in employee rights aren’t always easy to get your head around, so this link will help if you want a bit more clarity: ��

https://www.gov.uk/government/news/neonatal-care-leave-and-pay-right-for-thousands-of-new-parents

With the cricket season fast-approaching, I thought it would be a good time to wish Ethan, the player we sponsor, and Mexborough Cricket Club the very best for the upcoming games.

elliot@nutsdigital.co.uk (Elliot Landy) — Fri, 11 Apr 2025 09:26:20 GMT

This is our second year of sponsoring Ethan, and we’re honestly dead happy to be doing so. Sport is such a great outlet for both kids and adults, so we’re really pleased to support a team that gives such a lot back to the community.

Ethan puts loads of work into his cricket and deserves to be recognised for his skill and effort. The first home game is on 19 ^th April, so if you fancy a nice afternoon of watching some sport, I’m sure they’d love to see you.

I’ve lost count of how many times I’ve spoken to clients who have invited someone to an interview after they’ve applied for a position and they’ve just been ignored.

elliot@nutsdigital.co.uk (Elliot Landy) — Wed, 09 Apr 2025 09:45:31 GMT

It’s not much different from that dating app (Bumble, I think), when a girl has to make the first move before a man can say ‘yes’ to a message. Technically, you have to apply for a job before someone can turn you down, but it feels like more and more people are turning into Casper before any further interaction can take place. ��

A previous client of mine is married to someone who works in recruitment. They’ve both travelled a lot with work, and she’s recruited in South Africa, America and Europe at different stages of her career. There will always be notable differences across cultures, but the one thing that stood out for her was that the UK has the rudest people when it comes to ghosting. And it doesn’t at all surprise me (very little does these days). ��

Over the years, I’ve had so many promising conversations with job seekers, sent them info on a role they were interested in, then they’ve completely disappeared. Similarly, I’ve spoken to people who have been really enthusiastic about an interview, then they’ve fallen off the face of the earth.

Either there is some sort of freaky Bermuda tringle situation where people who have spoken to recruitment consultants slip into a parallel universe, or their manners leave a lot to be desired. I know which one I’d put my money on.

The truth is that sometimes, individuals just break down communication and turn into little Caspers because it’s easier than replying to a phone call or message and saying ‘thanks,’ or ‘no thanks.’ But markets change and people don’t forget, so don’t be surprised if you’ve ghosted someone in the past and they don’t want to be best mates in your future.

‘National Tell a Lie Day’ was just too good a bandwagon not to jump on!

Fri, 04 Apr 2025 10:53:48 GMT

This might sound bold, but I class myself as an Olympic standard bullshit detector. Seriously, Sherlock has nothing on me when it comes to spotting ‘truth fabricators’ and their red flags. But this is a double-edged sword because I’ve only reached such an elite status because of the number of fibs I’ve been told over the years.

Some lies have been elaborate, others have made me question humanity and lots have been as basic as ‘Yes, I will call you back.’ (Spoiler: they don’t.) However, the one thing they all have in common is that they’re a massive waste of not only my time, but that of my clients.

Regardless of whether jobseekers have lied to me about having a counter offer or their career intentions, I have no hesitation in calling their bluff. Talking too much and general defensiveness are big giveaways that they’re talking b*llocks, and I usually respond to this by asking direct questions to get an honest answer.

So, although ‘National Tell a Lie Day’ seems to be more of a lifestyle choice for some individuals, I will always try and protect hiring managers from them as much as I possibly can.

World Autism Awareness Day

Wed, 02 Apr 2025 10:41:30 GMT

I have no intention of putting my feelers anywhere, thank you very much. ��

Why? Because I’m not even sure what the f*ck it actually means!!

From previous conversations I’ve had with clients, I’m assuming it’s when half-arsed recruiters send CVs out with no thought or strategy behind their actions. ��

Is this what you’d want?

Or would you prefer a pro-active recruitment service that markets your skill set?

We won’t sit on our backsides, email your CV out and hope for the best. When you speak to us, we’ll tell you how we’re going to consult, find out and create business development. There won’t be any LinkedIn profiles sent behind closed doors because we’ll stick to what we say we’ll do for you.

It’s a sad thing to say but some recruiters seem to lose their heads and as a result, their services drop, job-seekers are mishandled and the dreaded feelers come out. ��

‘We’ll put the feelers out’ is something you will never, ever hear from Harte Recruitment.

Thu, 27 Mar 2025 12:14:39 GMT

I have no intention of putting my feelers anywhere, thank you very much. ��

Why? Because I’m not even sure what the f*ck it actually means!!

From previous conversations I’ve had with clients, I’m assuming it’s when half-arsed recruiters send CVs out with no thought or strategy behind their actions. ��

Is this what you’d want?

Or would you prefer a reactive recruitment service that markets your skill set?

We won’t sit on our backsides, email your details out and hope for the best. When you speak to us, we’ll tell you how we’re going to consult, find out and create business development. There won’t be any LinkedIn profiles sent behind closed doors because we’ll stick to what we say we’ll do for you.

It’s a sad thing to say but some recruiters seem to lose their heads and as a result, their services drop, job-seekers are mishandled and the dreaded feelers come out. ��

Are you doing your bit to help the environment? Because after the 31st March you might not have a choice!!

Tue, 25 Mar 2025 10:49:18 GMT

If your business has more than ten full-time employees, it will soon be a legal obligation to separate your waste into:

��️ Black bin waste (non-recyclable)

♻️ Dry recyclables (plastic, metal, glass)

�� Paper and card

�� Food waste

If you’re not doing this already, it’s time to go bin shopping and make sure your team are briefed on organising their scraps. ��

Failure to do so could result in fines, which will mean you’ve literally spent your money on rubbish.

You can read more about it here �� https://www.gov.uk/guidance/simpler-recycling-workplace-recycling-in-england

Last Chance to Book Your Place at the Women in Residential Property Lunch!

Mon, 24 Mar 2025 10:34:13 GMT

�� Ladies, are you free on 26 ^th March?

There are still some spaces available at the Women in Residential Property regional lunch, so if you were thinking of coming along, get yourself booked in!!

Ann Durrell, who some of you might already know, is the guest speaker and will be talking about being a single working parent while maintaining an active, alcohol-free lifestyle. �� (Don’t panic, this isn’t AA so she won’t be doing any preaching or judging! ��)

I’m part of the well-being advisory team for Women in Residential Property and would love to see you on Wednesday. You’ll get a delicious three-course lunch and make some great connections so please come along if you’re free.

Here are the details: ��

�� Date: Wednesday 26 ^th March

�� Time: 12:00 – 15:00

�� Place: Piccolino, Manchester

�� Book your space here: https://womeninresidentialproperty.co.uk/event/regional-lunch-manchester/

Testimonial

Fri, 21 Mar 2025 13:48:28 GMT

�� A massive thank you for this lovely testimonial! ��

We’re absolutely thrilled to hear such positive feedback. Knowing we’ve made a difference in helping you along your career journey means the world to us.

At Harte Recruitment, we’re always here to support our clients and candidates, and your words remind us why we do what we do. ��

Women in Residential Property Networking Lunch

Thu, 20 Mar 2025 09:30:33 GMT

�� Ladies, are you free on 26 ^th March?

There are still some spaces available at the Women in Residential Property regional lunch, so if you were thinking of coming along, get yourself booked in!!

Here are the details: ��

�� Date: Wednesday 26 ^th March

�� Time: 12:00 – 15:00

�� Place: Piccolino, Manchester

�� Book your space here: https://womeninresidentialproperty.co.uk/event/regional-lunch-manchester/

What is St. Patrick's Day REALLY all about?

Mon, 17 Mar 2025 13:44:48 GMT

This might come as a shocker, but St. Patrick’s Day is not about leprechauns. Or four leaf clovers. Or a free pass to get legless. ��

In fact, a lot of Irish people don’t enjoy St. Patrick’s Day because of the stereotypical view that everyone will be drunk and falling about the place. Which is a real shame, because it’s actually a day about ‘community’ and being together. ��

In Ireland, 17th March is a national bank holiday, so every man and his dog meet with their kids, families, neighbours, etc. to spend time with each other. I have such fond memories of it because there was such a brilliant atmosphere and it was a chance to see so many different people.

Now I’m in the UK, St. Patrick’s Day has a different vibe, but I still love it because it gives us Irish folk who live in England the chance to celebrate our heritage. We all come out of the woodwork today, so say hi if you’re celebrating before we go back into hiding for another year. ��

What makes a standout candidate in today’s construction and property industry?

Fri, 14 Mar 2025 10:19:53 GMT

What makes a standout candidate in today’s construction and property industry?

�� Hands-on Experience: Proven track record of managing or contributing to successful projects.

�� Health & Safety Knowledge: A solid understanding of industry regulations, ensuring everyone stays safe on-site.

�� Adaptability: Embracing new technologies, sustainability practices, and industry changes with ease.

�� Strong Communication: Clear, effective communication with teams, clients, and stakeholders.

�� Problem-Solving Skills: Always ready to troubleshoot and find solutions on the spot.

�� Leadership & Teamwork: Skilled at both leading and working collaboratively with diverse teams.

⏳ Time & Budget Management: Delivering projects on time and within budget.

☎️ Call or Text: 07540 770679
�� Website: www.harte-consulting.co.uk
�� Email: s uzie@harte-consulting.co.uk

Preparing for a Job Interview? No need to worry – we've got you covered!

Fri, 14 Mar 2025 10:08:33 GMT

Follow these tips to help you stand out:

✅ Know the Role: Make sure you understand the job you’re applying for. Knowing the key responsibilities and required skills shows you’re serious about the position.

✅ Showcase Your Experience: Be ready to talk about past projects, the challenges you faced, and the results you achieved. If you’ve led a team or managed resources, be sure to highlight that too.

✅ Prepare for Technical Questions: Expect industry-specific questions depending on the role. Whether it’s setting out as a site engineer or managing timelines as a project manager, be ready to demonstrate your expertise.

✅ Ask Thoughtful Questions: Show your interest by asking about upcoming projects, the team you’ll be working with, or how they handle industry challenges.

Remember, interviews aren’t just about skills – they’re about personality and fit. Be confident, be yourself, and show why you’re the ideal candidate!

Should employers take 'going green' seriously?

Wed, 12 Mar 2025 11:24:44 GMT

‘Going green’ is no longer a bi-product of company culture.

Sustainability has become a prominent factor across many sectors and the recruitment industry is no different.

The ethical practices adopted by employers could be the difference between a candidate applying for a position or looking elsewhere. Now more than ever, adopting sustainable frameworks should be a priority for businesses who don’t want the quality of their applicants to be affected by their green-credentials.

Here’s a quick round up:

- 93% of perspective candidates say that their employer must act sustainably.
- 71% are looking to work for a sustainably minded employer.
- 62% ask about sustainability in interviews.

If you’re in the property or construction industry and want some guidance on what applicants are looking for, get in touch with Harte Recruitment by calling 07540 770679.

Women in Residential Property lunch - 26th March

Tue, 11 Mar 2025 10:47:55 GMT

Save the date, ladies! ��

Suzie is part of the well-being advisory team for Women in Residential Property, and the first regional lunch is just over two weeks away.

Ann Durrell, who some of you might know, is the guest speaker and will be talking about balancing her 25-year career in the property industry with fitness and single parenting, all while being completely tee-total. ��

We think it will be a brilliant event and there’s still plenty of time to put your name down if you want to come. We’d love to see you!

Here are the details: ��

�� Date: Wednesday 26 ^th March

�� Time: 12:00 – 15:00

�� Place: Piccolino, Manchester

�� Sign up here: https://womeninresidentialproperty.co.uk/event/regional-lunch-manchester/

International Women's Day 2025

Fri, 07 Mar 2025 11:51:27 GMT

Tomorrow is International Women’s Day, which for me, isn’t about a battle of the sexes, or point scoring between genders. It’s about acknowledging the women I know who are bloody amazing and shape my life both inside and outside the office. ��

It was all girls in my house growing up (Dad’s t-shirt says it all! ��) and having three sisters was and is, chaotic and brilliant. As well as going on loads of adventures together, we provide each other with a solid support system, which is crucial for a basic level of sanity! ��

The theme behind this year’s International Women’s Day is #AccelerateAction, and the barriers that women face, in a personal and professional capacity. According to the World Economic Forum, it will be 2158 before full gender equality is reached. And that is not good enough because it’s something we (and our kids) won’t get to see. ��

If you want to #AccelerateAction and celebrate women’s success (and why wouldn’t you?), here are a few things you can do:

�� Promote the creative and artistic talent of women and girls.

�� Support women and girls into leadership, decision-making, business and STEM-based disciplines (science, technology, engineering and mathematics).

�� Recruit, retain and develop diverse talent within the work place.

�� Call out stereotypes, discrimination and the biased opinions of those who should know better.

You can read more about it here: https://www.internationalwomensday.com/Theme

Suzie x

You wouldn’t go after your friends’ boyfriends, would you?

Thu, 06 Mar 2025 13:03:17 GMT

Recently, we've had an influx of feedback from candidates who have been in touch to tell us they’ve had internal promotions. ��

One story in particular really stood out because it nearly didn’t happen and that would have been such a bloody big shame! ��

A lovely girl who we placed in a Property Management role has just been awarded Property Manager of the year across the whole entire group, which is a major achievement. �� She’s also getting promoted and on her way to Senior, so she’s completely smashing it.

The funny thing is, when we first spoke to her about the role she had major concerns because she’d heard various horror stories about what the business was like to work for.

Suzie told her that she wasn’t going to insist she did anything, but that at the end of the day, people are people and her energy would be different to that of her friends. You wouldn’t go after your friends’ boyfriends because tastes are variable, and the same rule applies to places of work.

Luckily she re-framed the situation, went to the interview with an open mind and absolutely loved the vibe. Not even one year in and look at what she’s achieved with this business! ��

Suzie goes back to school...

Wed, 26 Feb 2025 13:45:39 GMT

Earlier this month, I visited a secondary school to help carry out GCSE mock interviews and had the BEST time!

Some of the stuff I heard made my jaw drop (in a good way!) because the students were so clear on what they wanted out of life.

One 16 year old girl told me ‘I don’t care for money. I care for rank.’ She knows what motivates her and I just hope she never, ever changes. (And told her so. ��)

I also asked a 15-year-old guy what he liked about school and his reply was a straight-forward ‘nothing.’ A comment like this could easily make him come across as a lazy little sh*t, but actually, he just sees school as a means to an end so he can go on and do what he really wants.

He spoke about subjects in real depth that school wouldn’t have taught him and answered my open questions with such a high level of intelligence. In some ways I saw a lot of myself in him as I think he’ll do things his own way. ��

All in all, the experience was a real eye-opener and I met some fantastic kids. I personally think it’s so important that basic interview techniques are taught early on because they’re essentially a life skill and that will help people achieve what their sights are set on.

From Blueprints to Reality: Careers in Residential Property Development

info@harte-consulting.co.uk (Suzie Harte) — Sun, 08 Sep 2024 19:30:00 GMT

Residential property development is an exciting and dynamic field, transforming blueprints into homes where people live, grow, and create memories. If you’re considering a career in this industry, here’s a look at the various roles, the skills you’ll need, and how to get started.

Understanding Residential Property Development

Residential property development involves the planning, design, construction, and sale of new homes and residential complexes. This sector combines elements of estate agency, construction, finance, and urban planning. It's a field that requires creativity, precision, and strategic thinking.

Key Roles in Residential Property Development

Architects design the buildings, ensuring they are both functional and aesthetically pleasing. They work closely with clients to bring their vision to life, considering factors like budget, regulations, and environmental impact.

Project managers oversee the entire development process, from initial planning to completion. They coordinate between various teams, manage budgets, and ensure the project stays on schedule.

Construction managers handle the on-site activities, ensuring that construction is carried out safely, on time, and within budget. They supervise contractors and solve any issues that arise during the building process.

Property developers are responsible for acquiring land, securing financing, and managing the development project. They work with architects, contractors, and other professionals to turn their vision into reality.

Urban planners ensure that developments comply with local zoning laws and community needs. They help design layouts that promote sustainable and efficient use of land and resources.

Sales and marketing managers are professionals that handle the promotion and sale of the properties. They develop marketing strategies, coordinate sales efforts, and interact with potential buyers.

Essential Skills for Success

Analytical Skills

You’ll need to analyse market trends, financial data, and project specifications to make informed decisions.

Communication

Clear and effective communication with clients, contractors, and team members is crucial for ensuring everyone is on the same page.

Project Management

Strong project management skills help keep the project on track, managing timelines, budgets, and resources effectively.

Problem-Solving

Challenges are inevitable in property development. Being able to quickly and efficiently solve problems is a key skill.

Attention to Detail

Precision is important in both design and construction. Attention to detail ensures that every aspect of the project meets high standards.

Creativity

Bringing innovative and attractive designs to life requires a creative mindset, especially when designing homes that stand out in the market.

Getting Started in Residential Property Development

Education

A degree in architecture, engineering, construction management, urban planning, or a related field can provide a strong foundation. Consider further studies in property development or real estate.

Experience

Gain practical experience through internships, entry-level positions, or apprenticeships. This hands-on experience is invaluable for understanding the complexities of the industry.

Networking

Building a professional network is essential. Attend industry events, join relevant associations, and connect with professionals on platforms like LinkedIn.

Certifications

Depending on your role, certifications in project management, real estate, or construction can enhance your credentials and improve your job prospects.

The Future of Residential Property Development

Sustainability and technology are shaping the future of residential property development. There is a growing demand for eco-friendly and energy-efficient homes. Familiarise yourself with sustainable building practices and innovative construction technologies to stay ahead in the industry.

A career in residential property development is both challenging and rewarding. It requires a blend of technical knowledge, creativity, and strategic thinking. By acquiring the necessary skills, gaining practical experience, and staying informed about industry trends, you can transform blueprints into reality and make a significant impact in the housing market. Whether you're designing innovative homes, managing complex projects, or driving sales, there are countless opportunities to thrive in this dynamic field.

However you wish to proceed, ask us for personalised support .

Everyone Matters: Creating Inclusive Workplaces in Property

info@harte-consulting.co.uk (Suzie Harte) — Sat, 24 Aug 2024 11:50:02 GMT

The property industry is always evolving, and inclusivity is becoming a key focus. Creating inclusive workplaces where everyone feels valued and respected is not just the right thing to do—it also drives innovation and success. Here’s how to foster an inclusive environment.

Promote Diversity

Diversity is about more than meeting quotas; it’s about embracing different perspectives and experiences. Encourage diversity in hiring practices by reaching out to underrepresented groups. This includes gender, race, age, and neurodiversity. A diverse workforce brings a variety of viewpoints, leading to more innovative solutions.

Foster an Inclusive Culture

An inclusive culture ensures that everyone feels welcome and valued. Promote respect and understanding among employees by encouraging open dialogue and providing training on diversity and inclusion. Celebrate the differences that each person brings to the table and ensure everyone has a voice.

Provide Equal Opportunities

Ensure that all employees have equal access to opportunities for growth and advancement. This includes transparent promotion practices, fair wages, and equal access to training and development programmes. Recognise and reward talent and hard work, regardless of background or identity.

Offer Flexibility

Flexibility in the workplace can accommodate different needs and lifestyles, making your company more inclusive. This could include flexible working hours, remote work options, and providing necessary accommodations for employees with disabilities. Flexibility shows that you value your employees’ well-being.

Create Support Networks

Support networks, such as mentoring programmes and employee resource groups, can provide a sense of community and belonging. These networks offer a platform for employees to share experiences, seek advice, and support each other. They can be particularly beneficial for underrepresented groups.

Address Unconscious Bias

Unconscious biases can influence decisions and behaviours in the workplace. Conduct training to help employees recognise and address their biases. Implementing blind recruitment processes, where personal details are removed from applications, can also help reduce bias in hiring.

Encourage Open Communication

Open communication fosters transparency and trust. Create channels where employees feel safe to express their ideas, concerns, and feedback. Regularly check in with your team to understand their experiences and address any issues promptly.

Lead by Example

Leadership plays a crucial role in promoting inclusivity. Leaders should model inclusive behaviour, actively support diversity initiatives, and hold themselves accountable. When leaders demonstrate a commitment to inclusivity, it sets a standard for the entire organisation.

Educate and Train

Ongoing education and training are essential for maintaining an inclusive workplace. Provide regular training on diversity, inclusion, and cultural competency. Keep the conversation going by incorporating these topics into team meetings and company communications.

Celebrate Diversity

Celebrate the diversity within your team by recognising cultural events, holidays, and achievements. This not only acknowledges the different backgrounds of your employees but also fosters a sense of belonging and appreciation.

Implement Inclusive Policies

Review your company policies to ensure they support inclusivity. This includes anti-discrimination policies, grievance procedures, and policies that support work-life balance. Inclusive policies help create a fair and supportive workplace for all employees.

Measure and Improve

Regularly assess your inclusivity efforts and seek feedback from your employees. Use surveys, focus groups, and other tools to gather insights. Based on this feedback, continuously refine and improve your strategies to create a truly inclusive workplace.

Creating an inclusive workplace in the property industry is an ongoing process that requires commitment and effort. By promoting diversity, fostering an inclusive culture, and ensuring equal opportunities, you can create a work environment where everyone matters. This not only enhances employee satisfaction but also drives innovation and success in your company.

If you’re looking for a new team member, or looking for a new position, get in touch and let’s see how we can help.

Energy & Enthusiasm: How to Bring Your Best Self to Work Every Day

info@harte-consulting.co.uk (Suzie Harte) — Sun, 18 Aug 2024 17:30:00 GMT

Bringing your best self to work every day is key to thriving in any job, especially in the vibrant fields of property and construction. It can be particularly challenging during the summer months when you’re managing others’ being on holiday or wanting to be yourself! Your energy and enthusiasm can set you apart, boost your productivity, and inspire those around you. Here’s how to keep your spirits high and your performance top-notch.

Start Your Day Right

How you start your day sets the tone for the rest of it. Establish a morning routine that energises you. This could include exercise, a healthy breakfast, and some quiet time to plan your day. A positive start can fuel your enthusiasm and prepare you to tackle your tasks with vigour.

Set Clear Goals

Having clear, achievable goals gives you a sense of direction and purpose. Break down your tasks into manageable chunks and set realistic deadlines. Celebrating small wins along the way can keep your motivation levels high and drive you to accomplish more.

Suzie says: Focusing on big goals can feel overwhelming or distant. Instead, focus on inputs that you can do little and often, as well as having a sense of control over them. For example, every day, you ensure you contact five previous clients, or every day you punt five properties again (if you’re in estate agency sales), or every week you network at least once in real life.

Stay Organised

An organised workspace and a structured schedule can significantly impact your efficiency and mindset. Keep your desk tidy, use planners or digital tools to track your tasks, and prioritise your workload. Organisation reduces stress and allows you to focus your energy where it’s needed most.

Maintain a Positive Attitude

Positivity is contagious. Approach your work with a positive mindset, even when challenges arise. Focus on solutions rather than problems, and view setbacks as opportunities to learn and grow. A positive attitude not only boosts your morale but also inspires your colleagues.

Take Regular Breaks

Short breaks throughout the day can rejuvenate your mind and body. Step away from your desk, take a walk, or practise some deep breathing exercises. Regular breaks can enhance your focus, reduce fatigue, and keep your energy levels up.

Stay Hydrated and Eat Well

Proper nutrition and hydration are essential for maintaining energy and concentration. Drink plenty of water and choose healthy snacks to keep you fuelled throughout the day. Avoid excessive caffeine and sugary foods, which can lead to energy crashes.

Connect with Colleagues

Building strong relationships with your colleagues can make your workday more enjoyable and collaborative. Engage in team activities, offer support, and celebrate successes together. Positive interactions can boost your morale and create a more dynamic and energetic work environment.

Keep Learning

Continuous learning keeps your mind active and engaged. Attend workshops, pursue further training, and stay updated with industry trends. Expanding your knowledge not only enhances your skills but also reignites your passion and enthusiasm for your work.

Practice Mindfulness

Mindfulness techniques such as meditation, deep breathing, or yoga can help you stay present and focused. Incorporating mindfulness into your daily routine can reduce stress, improve mental clarity, and increase your overall well-being.

Reflect on Your Achievements

Take time to reflect on what you’ve accomplished. Acknowledging your progress and successes, no matter how small, can boost your confidence and motivate you to keep pushing forward. Regular reflection helps you stay connected to your goals and maintain your enthusiasm. Keep a Ta-Da List, as well as your To-Do List, for easy reminders if you’re feeling overwhelmed.

Balance Work and Personal Life

A healthy work-life balance is crucial for sustained energy and enthusiasm. Make sure to allocate time for hobbies, family, and relaxation. When you’re well-rested and fulfilled outside of work, you’re more likely to bring your best self to your job.

Stay Passionate

Finally, remember why you chose your career in the first place. Reconnect with your passion and let it drive your daily efforts. Passion is the fuel that keeps your energy high and your enthusiasm unwavering.

Bringing your best self to work every day requires a combination of good habits, a positive mindset, and a supportive environment. By focusing on your well-being, staying organised, and nurturing your passion, you can maintain high energy and enthusiasm, inspiring both yourself and those around you. If you’re struggling to do this and you think a new role or a new team member would help, just get in touch .

Property Careers: Skills That Make You Shine!

info@harte-consulting.co.uk (Suzie Harte) — Sun, 11 Aug 2024 17:44:56 GMT

Whether you're just starting out on a property career or looking to advance, certain skills can set you apart and make you shine in this industry. Here’s a rundown of the key skills you’ll need to hone in order to succeed.

Technical Knowledge

A solid understanding of property principles and techniques is essential. This includes knowledge of building materials, property methods, and industry regulations. Whether you’re on-site or in an office, technical expertise forms the backbone of any successful property career.

Problem-Solving Abilities

property projects are full of challenges. Being able to think on your feet and find effective solutions is a valuable skill. Problem-solving abilities help you tackle unexpected issues and keep projects moving forward smoothly.

Attention to Detail

Precision is crucial in property. Paying attention to the small details ensures that work is completed to the highest standards and meets all safety and quality requirements. This meticulous approach helps prevent costly errors and rework.

Communication Skills

Clear and effective communication is vital. Whether you’re liaising with clients, coordinating with colleagues, or directing subcontractors, being able to convey information accurately and listen actively ensures everyone is on the same page. Be sure to prepare examples of when you’ve done this in previous situations ready for interviews.

Teamwork

property projects are a team effort. Being able to work collaboratively with diverse teams is essential. Strong teamwork skills help foster a positive work environment and improve project outcomes. Again, ensure you have examples ready to share.

Time Management

property projects often work to tight deadlines. Efficient time management skills help you prioritise tasks, meet deadlines, and keep the project on schedule. This includes being punctual and managing your time effectively throughout the day. There are quite a few digital tools that can help you could utilise.

Physical Stamina and Dexterity

Many property roles require physical strength and endurance. Being physically fit and having good hand-eye coordination can make a significant difference in your ability to perform tasks safely and efficiently on-site.

Leadership

If you aspire to advance to supervisory or managerial roles, leadership skills are crucial. Good leaders motivate their teams, make strategic decisions, and ensure projects are completed successfully. Leadership involves both guiding your team and setting a positive example. There are lots of great books on the topic of leadership or even TED talks available on YouTube.

Adaptability

The property industry is constantly evolving with new technologies and methodologies. Being adaptable and open to change allows you to stay current with industry trends and embrace new ways of working. Keeping in touch with information through networking, in real life or on LinkedIn, is a great way to stay at the forefront.

Safety Awareness

A strong commitment to safety is non-negotiable in property. Understanding and following safety protocols not only protects you but also ensures the wellbeing of your colleagues. A proactive approach to safety can prevent accidents and create a secure work environment. Training courses are a good way to learn and keep your skills up to date.

Project Management Skills

Managing a property project involves planning, organising, and overseeing tasks to ensure they are completed on time and within budget. Project management skills are essential for coordinating resources, managing timelines, and ensuring client satisfaction.

Continuous Learning

The property industry is always advancing, so a commitment to continuous learning is key. Pursue additional training, certifications, and stay updated with industry developments to keep your skills sharp and relevant.

A career in property is both challenging and rewarding. By developing these key skills, you can stand out in the industry and build a successful and fulfilling career. Shine in your property role by combining technical know-how with strong interpersonal and organisational abilities. The opportunities are vast – seize them with confidence!

For personalised support, contact us today and we’ll be happy to help however we can, whether that’s signposting you to training, connections, or finding you your next perfect position.

Own It: Taking Charge of Your Career in Property Management

info@harte-consulting.co.uk (Suzie Harte) — Sun, 04 Aug 2024 10:45:00 GMT

Ready to take charge of your career in property management? The key to success lies in owning your journey, setting clear goals, and consistently taking proactive steps. Here’s how to seize control and thrive in this dynamic field.

Set Clear Career Goals

Start by defining what success looks like for you. Do you aspire to manage a large portfolio of properties, specialise in commercial property, or perhaps start your own property management firm? Setting clear, achievable goals provides direction and motivates you to move forward.

Build a Strong Foundation

A solid educational background in property management or business can provide a strong foundation. Pursue relevant qualifications such as a degree or certification courses through professional bodies, like Propertymark . Continual professional development will keep your knowledge up-to-date and enhance your credibility.

Gain Practical Experience

Experience is invaluable in property management. Seek internships, entry-level positions, or volunteer opportunities to gain hands-on experience. Working in different aspects of property management helps you understand the industry comprehensively and build a diverse skill set.

Develop Essential Skills

Property management requires a blend of technical and soft skills. Focus on developing key skills such as communication, negotiation, problem-solving, and financial management. These skills will enable you to manage properties effectively and handle a variety of challenges.

Network Actively

Like most of life, networking is crucial in the property management industry. Attend industry events, join professional organisations, and connect with peers and mentors. Building a strong professional network can open doors to new opportunities and provide valuable insights and support. Social media, like LinkedIn, is invaluable for this.

Stay Informed

The property market is constantly evolving. Stay informed about market trends, regulatory changes, and new technologies. Subscribe to industry publications, follow thought leaders, and participate in continuing education. Being knowledgeable ensures you remain competitive and can offer the best service to clients.

Embrace Technology

Technology plays a significant role in modern property management. Familiarise yourself with property management software, digital marketing tools, and other technological advancements. Leveraging technology can streamline your work processes and enhance efficiency.

Seek Mentorship

Finding a mentor can accelerate your career growth. A mentor can provide guidance, share experiences, and offer advice on navigating the industry. Look for someone whose career path you admire and who is willing to invest in your development.

Take Initiative

Don’t wait for opportunities to come to you – create them. Take initiative by volunteering for new projects, seeking additional responsibilities, and proposing innovative solutions. Being proactive demonstrates your commitment and can lead to career advancement.

Reflect and Adapt

Regularly reflect on your career progress and be willing to adapt. Evaluate what’s working, identify areas for improvement, and be open to change. Adaptability is key to navigating the dynamic property management landscape and ensuring long-term success.

Communicate Effectively

Strong communication skills are essential in property management. Whether it’s with tenants, landlords, contractors, or colleagues, clear and effective communication helps build trust and resolve issues efficiently. Make sure you’re always professional and approachable.

Maintain a Positive Attitude

A positive attitude can set you apart in the property management field. Challenges are inevitable, but approaching them with optimism and resilience can make a significant difference. Positivity is contagious and can inspire those around you, fostering a productive work environment.

Owning your career in property management means taking charge of your professional journey with confidence and determination. By setting clear goals, continuously improving your skills, and staying proactive, you can achieve success and fulfilment in this dynamic industry.

For personalised support, to find a new role, or to find your next property management team member, get in touch with us today!

Act with Pace: How to Stay Ahead in the Fast-Paced Property Industry

info@harte-consulting.co.uk (Suzie Harte) — Sun, 28 Jul 2024 05:30:00 GMT

The property industry moves quickly, and keeping up can be a challenge. But acting with pace and efficiency can help you stay ahead and succeed. Here’s how to thrive in this dynamic field.

Stay Organised

Organisation is key in a fast-paced environment. Keep track of your tasks, deadlines, and responsibilities with a reliable system. Whether it’s a digital tool or a traditional planner, find what works best for you and stick to it.

Prioritise Tasks

Not all tasks are created equal. Learn to prioritise effectively by identifying which tasks are urgent and which can wait. Focus on high-impact activities that drive your projects forward. This will help you manage your time and energy more efficiently.

Embrace Technology

Technology can be a game-changer in the property industry. From project management software to mobile apps, leverage the latest tools to streamline your work. Staying updated with technological advancements can improve your productivity and keep you ahead of the curve.

Communicate Clearly

Clear and concise communication is essential in a fast-paced environment. Ensure everyone on your team is on the same page by setting up regular check-ins and using effective communication tools. Good communication helps prevent misunderstandings and keeps projects on track.

Be Proactive

Don’t wait for problems to arise. Anticipate potential issues and address them proactively. This forward-thinking approach can save you time and resources in the long run and demonstrate your reliability and foresight.

Continuously Improve

In the property industry, there’s always something new to learn. Commit to continuous improvement by seeking out training opportunities, attending industry events, and staying informed about best practices. This will keep your skills sharp and your knowledge up-to-date.

Foster Team Collaboration

A cohesive team can accomplish great things quickly. Foster a collaborative environment where team members feel valued and motivated to contribute. Encourage open dialogue and collective problem-solving to enhance efficiency and innovation.

Manage Stress Effectively

The fast pace of the property industry can be stressful. Learn stress management techniques such as mindfulness, regular exercise, and proper rest. Managing your stress levels ensures you stay focused and perform at your best.

Set Realistic Goals

Setting achievable goals keeps you motivated and on track. Break down larger projects into manageable tasks and set clear, realistic deadlines. Celebrate your progress and adjust your plans as needed to stay aligned with your objectives.

Stay Adaptable

Flexibility is crucial in a dynamic industry. Be prepared to adapt to changing circumstances and pivot when necessary. An adaptable mindset allows you to handle unexpected challenges with confidence and poise.

Acting with pace in the property industry isn’t just about working faster – it’s about working smarter. By staying organised, embracing technology, and fostering a collaborative environment, you can stay ahead and thrive in this fast-paced field. Stay proactive, continuously improve, and remain adaptable to ensure your success.

To find your next position or your next perfect employee, contact us today.

Be You: Standing Out in the Property Job Market

info@harte-consulting.co.uk (Suzie Harte) — Sat, 20 Jul 2024 23:15:00 GMT

In the competitive world of the property job market, standing out can seem daunting. But here’s the secret: being authentically you is your greatest asset.

Here’s how to leverage your unique qualities to make a lasting impression and secure that dream role.

Embrace Your Unique Qualities

Everyone has something special to offer. Whether it’s your background, experiences, or skills, these unique qualities can set you apart. Take the time to identify what makes you, you.

Are you great at problem-solving?

Do you have a knack for building relationships?

Highlight these traits in your applications and interviews.

Tailor Your Applications

Tailoring your CV and cover letter to each job is crucial. Research the company and the role, then align your skills and experiences with what they’re looking for. Show how your unique qualities can meet their needs. This personalised approach demonstrates your genuine interest and initiative.

Build a Strong Personal Brand

Your personal brand is how you present yourself professionally. Use LinkedIn and other professional platforms to showcase your expertise, share industry insights, and connect with others. A strong personal brand can make you memorable to recruiters and hiring managers.

Network Effectively

Networking isn’t just about attending events or connecting on LinkedIn; it’s about building meaningful relationships. Reach out to industry professionals, join relevant groups, and participate in discussions. Networking can open doors to job opportunities and provide valuable insights into the industry.

Gain Relevant Experience

Experience is key in the property job market. Seek out internships, volunteer roles, or part-time jobs that provide relevant experience. Even roles that seem unrelated at first glance can offer transferable skills. Highlight these experiences in your applications to show your versatility and readiness for the job.

Stay Updated with Industry Trends

The property market is always evolving. Stay informed about the latest trends, technologies, and best practices. Subscribe to industry newsletters, attend webinars, and follow thought leaders. Being knowledgeable about the current state and future direction of the industry can give you a competitive edge.

Highlight Soft Skills

In the property sector, soft skills like communication, negotiation, and customer service are invaluable. Make sure to highlight these skills in your CV and during interviews. Provide examples of how you’ve used these skills to achieve positive outcomes in your previous roles.

Be Authentic in Interviews

Interviews are your chance to shine. Be honest and authentic about your experiences and aspirations. Employers appreciate candidates who are genuine and self-aware. Prepare for common interview questions, but don’t be afraid to let your personality show.

Seek Feedback and Improve

Don’t be discouraged by setbacks. Seek feedback from unsuccessful applications and interviews to understand where you can improve. Use this feedback constructively to refine your approach and enhance your skills.

Stay Positive and Persistent

The job market can be tough, but persistence pays off. Stay positive and keep pushing forward, even when things get challenging. Your enthusiasm and resilience will shine through and can make a significant difference in your job search.

By being authentically you and leveraging your unique qualities, you can stand out in the property job market. Embrace who you are, stay informed, and remain persistent. Your dream job is within reach.

For support with defining your characteristics, get in touch as we have a fantastic personality profiler that will aid you no end.

Building Dreams: How to Start Your Career in Property and Construction!

info@harte-consulting.co.uk (Suzie Harte) — Sun, 14 Jul 2024 17:15:00 GMT

Are you ready to build your dreams from the ground up?

The property and construction industry is booming, and there's never been a better time to dive in and start your career. Whether you're fresh out of school, looking to switch careers, or just passionate about creating something tangible, the construction industry offers a wealth of opportunities for everyone.

Discover Your Passion in Construction

First things first, identify which area of construction excites you the most. Do you love the idea of working on massive infrastructure projects? Or are you more interested in residential buildings? The construction industry is vast, covering everything from carpentry and plumbing to project management and architecture. Take the time to explore different roles and find what truly sparks your interest.

Get the Right Qualifications

Once you've figured out your passion, it's time to get the necessary qualifications. Many construction roles require specific certifications or apprenticeships. In the UK, courses at colleges or vocational schools, such as NVQs (National Vocational Qualifications), can provide you with the skills and knowledge needed. If you're aiming for more technical roles, like engineering or architecture, consider university degrees or specialised training programs.

Gain Hands-On Experience

Nothing beats real-world experience! Look for apprenticeships or entry-level positions that allow you to work on-site and learn from seasoned professionals. Many companies offer apprenticeship schemes where you can earn while you learn. Volunteering for local community projects or internships can also be a great way to get your foot in the door.

Network, Network, Network!

In any industry, who you know can be just as important as what you know. Attend industry events, join professional organisations, and connect with people on platforms like LinkedIn. Engaging with others in the field can open doors to job opportunities, mentorship, and insider knowledge about the industry. Plus, you never know when a casual conversation might lead to your next big break!

Stay Updated with Industry Trends

The construction industry is constantly evolving with new technologies and methods. Staying updated with the latest trends and advancements will give you an edge. Subscribe to industry magazines, follow relevant social media accounts, and consider joining forums where professionals discuss current and future developments in construction.

Be You and Stay Enthusiastic!

Your unique perspective and enthusiasm can make a huge difference. Be confident, be yourself, and bring your energy to everything you do. If you have ADHD, like me, or any other neurodiversity, embrace it! Diverse minds drive innovation and success.

Take Ownership of Your Career

Finally, own your career path. Set goals, stay motivated, and don't be afraid to take on challenges. The property and construction industries are full of opportunities for growth and development. By taking proactive steps and continually learning, you can build a rewarding and successful career.

So, what are you waiting for? Dive into the world of property or construction, and start building your dreams today!

If you’d like some personalised advice, don’t hesitate to get in touch by clicking here or calling 07540 770679 .

Culture Club: Why Hiring for Fit is More Important Than Ever!

info@harte-consulting.co.uk (Suzie Harte) — Sun, 07 Jul 2024 12:30:00 GMT

Hiring for skills is important, but finding someone who fits your company culture is the real secret to long-term success. Let’s explore why cultural fit matters and how to find candidates who will thrive in your unique environment.

Why Culture Fit Matters

Employee Satisfaction

When employees resonate with your company culture, they’re happier and more engaged. This leads to higher job satisfaction and retention rates. This ultimately means more productivity and saving money on recruiting again.

Team Cohesion

A strong cultural fit fosters better teamwork and collaboration. Employees who share similar values and work styles can communicate more effectively and work together seamlessly. It makes for a more enjoyable work environment for everyone and less HR hassle for you.

Brand Ambassadors

Employees who align with your culture are more likely to become brand ambassadors, promoting your company positively both inside and outside the workplace. This can be useful for attracting more customers and even more talented employees.

Assessing Cultural Fit

Define Your Culture

Clearly articulate your company’s values, mission, and work environment. What makes your company unique? What behaviours and attitudes do you value?

Behavioural Interview Questions

Use questions that reveal how candidates handle situations in line with your culture. For example, ask about how they’ve handled conflicts or worked in a team setting. For more ideas for great interview questions, just get in touch!

Cultural Fit Assessments

Consider using assessments designed to evaluate how well a candidate’s personality and values align with your company’s culture.

Showcasing Your Culture

Career Page

Use your career page to showcase your company culture. Include videos, employee testimonials, and photos to give candidates a real sense of what it’s like to work there.

Social Media

Share behind-the-scenes looks at your company culture on social media. Highlight team events, community involvement, and day-to-day activities.

Office Tours

If possible, give candidates a tour of your office. Let them see the environment they’ll be working in and meet potential future colleagues.

Onboarding for Success

Welcome Packages

Start off on the right foot with a welcome package that reflects your company culture. Include branded swag, a welcome note, and essential information about their new role.

Mentorship Programs

Pair new hires with a mentor to help them navigate the company culture and integrate smoothly into the team.

Culture Training

Include cultural training in your onboarding process. Educate new hires about your company values, expected behaviours, and how they can contribute to the culture.

Hiring for cultural fit is crucial in today’s competitive job market. It’s not just about finding someone who can do the job, but someone who will thrive and contribute positively to your company’s unique environment. By prioritising cultural fit, you’ll build a stronger, more cohesive team that’s ready to take on any challenge. If you'd like some help to find your next culture champion, just get in touch by calling 07540 770679 or you can pop us an email on suzie@harte-consulting.co.uk .

Recruitment Red Flags: How to Spot a Potential Flop Before It’s Too Late!

info@harte-consulting.co.uk (Suzie Harte) — Sun, 30 Jun 2024 17:17:01 GMT

Recruitment can feel like a treasure hunt, but sometimes you end up with fool’s gold. Let’s uncover the red flags that signal a potential flop, so you can avoid costly mistakes and find the gems you’re looking for.

Résumé Red Flags

Job-Hopping: While career changes are normal, frequent job changes without clear reasons can be a warning sign. It might mean anything or nothing so worth digging deeper.

Gaps in Employment: Unexplained gaps can be concerning. Always ask for context during the interview to understand the candidate’s situation. Often, it’s a perfectly reasonable explanation that can give you a better understanding of their personality. Just sometimes, it can also be a warning sign.

Overly Polished CV: If it looks too good to be true, it might be. Cross-check credentials and ask for specifics to ensure they’re not embellishing their experience. A bit of ‘wiggle room’ is tolerable but it’s wise to also be cautious.

Interview Insights

Vague Answers: If candidates struggle to provide concrete examples of their past achievements or responsibilities, it might indicate a lack of experience or embellishment.

Overly Negative: Beware of candidates who bad-mouth previous employers or colleagues. It could indicate poor interpersonal skills or a tendency to blame others.

Lack of Enthusiasm: If they seem disinterested or unenthusiastic about the role, it’s a red flag. Passion and motivation are key indicators of future performance.

Behavioural Cues

Punctuality: Arriving late without a good reason shows a lack of respect for your time and could indicate future reliability issues.

Communication Style: Pay attention to how they communicate. Will they be a good fit within the rest of the team dynamics? Good communication is crucial for teamwork and project success.

Body Language: Non-verbal cues can reveal a lot. Avoid candidates who seem defensive, overly nervous, or disinterested. Be mindful that some people may exhibit these same signs when they’re anxious about the interview situation. Be sure to help put them at ease as best you can to get the best out of them.

Background Check Basics

References: Don’t skip this step. Speaking with past employers can provide valuable insights into the candidate’s work ethic and behaviour.

Social Media: A quick glance at their public social media profiles can give you a sense of their personality and professionalism. If their vibe doesn’t fit with your current company policies, can it be taught?

Background Checks: Conduct thorough background checks to verify employment history, education, and any criminal records.

By being vigilant and recognizing these red flags early in the recruitment process, you can save yourself from potential headaches down the line. Trust your instincts, ask the right questions, and don’t be afraid to dig deeper. Remember, finding the right candidate is worth the extra effort.

If you’d like an extra hand with the whole process, just get in touch!

The ADHD Approach to Recruitment: How to Secure the Best Talent, Fast!

info@harte-consulting.co.uk (Suzie Harte) — Sat, 22 Jun 2024 16:45:00 GMT

Feeling like you need a large coffee just to keep up with the fast-paced property job market?

You're not alone! Embracing the ADHD approach to recruitment can help you stay agile, responsive, and always one step ahead. Let’s explore how to think fast, act faster, and secure the best talent before anyone else.

Stay Agile

The job market is a whirlwind right now, and you need to be nimble to keep up. Here’s how:

Adapt Quickly: Don’t be afraid to pivot your strategies. If a particular approach isn’t working, switch gears. The faster you can adapt, the better.

Stay Informed: Keep your finger on the pulse of industry trends. Subscribe to newsletters, follow industry leaders on social media, and attend webinars to stay updated.

Embrace Technology: Use recruitment software, tools and teams like ours that help streamline your process. Automation can save you time and reduce errors, letting you focus on the human side of hiring.

Partner With The Best: Have the right headhunters in your recruitment process, those who really ‘get’ you and your business. They’re the most agile part of your team as they’re at the coalface, familiar with the best candidates and even those who may be willing to consider new opportunities despite not actively searching.

Think Outside the Box

Traditional methods aren’t always the best. Get creative with your recruitment strategies:

Social Media Savvy: Use platforms like LinkedIn, Instagram, and even TikTok to showcase your company culture and attract potential candidates.

Employee Referrals: Your current employees are gold mines for finding new talent. Offer incentives for referrals to encourage them to bring in people they know will be a great fit.

Industry Conferences or Events: Host or attend events that put you directly in front of top talent. These events can be fun, engaging, and highly effective.

Keep Candidates Engaged

In the ADHD world, attention spans can seem short. Keep candidates engaged throughout the recruitment process:

Frequent Updates: Don’t leave candidates hanging. Regularly update them on their application status and next steps. “Nothing further to update you with at the moment” is better than silence!

Personal Touch: Personalise your communication. A simple, heartfelt message can go a long way in making a candidate feel valued.

Speed is Key: The faster you move, the less chance candidates have to lose interest or get scooped up by competitors.

Build a Dynamic Team

Your recruitment process should reflect the energy and dynamism of your company:

Diverse Hiring Panels: Involve team members from different departments in the hiring process to get varied perspectives and ensure a good cultural fit.

Trials: Consider giving candidates a little test they can complete. It’s a great way to see how they perform in real-world scenarios and how they handle pressure.

Onboarding Blitz: Once you’ve made the hire, ensure your onboarding process is just as fast and engaging. A great start sets the tone for long-term success.

In the ever-changing job market, adopting an ADHD approach to recruitment can be your secret weapon. By staying agile, thinking creatively, and keeping candidates engaged, you’ll be able to attract and retain top talent. So, put on your thinking cap, channel that boundless energy, and get ready to revolutionise your recruitment strategy. Happy hiring!

Headhunter vs. Job Board: The Ultimate Recruitment Showdown!

info@harte-consulting.co.uk (Suzie Harte) — Sat, 15 Jun 2024 18:43:33 GMT

Welcome to the ultimate recruitment showdown! In one corner, we have the savvy, proactive headhunter, and in the other, the passive, wait-and-see job board. Which one should you rely on to find your next superstar employee? Grab your popcorn and let’s dive into this battle royale of recruitment methods.

Round 1: The Proactive Approach - Headhunter Highlights

Personal Touch: Headhunters are like matchmakers. They take the time to understand your company culture, the role’s nuances, and your long-term goals. They then go out and find candidates who are a perfect fit.

Talent Pool Access: Headhunters have access to a vast network of candidates – those gems who aren’t actively looking but might be persuaded to jump ship for the right opportunity.

Time-Saving: They do the legwork for you. From sourcing to initial screening, headhunters handle the nitty-gritty details, leaving you free to focus on running your business.

Round 2: The Passive Path - Job Board Benefits

Wide Reach: Posting a job on a popular job board can attract hundreds, if not thousands, of candidates. It’s like casting a wide net in a sea full of fish.

Cost-Effective: Job boards can be a cheaper option upfront compared to the fees associated with headhunters. They’re especially handy for entry-level positions or roles with a broad candidate base.

Ease of Use: Creating and posting a job ad is a straightforward process, and many job boards offer user-friendly tools to help manage applications.

Round 3: The Verdict

It depends on your needs. For specialised roles, senior positions, or when you need someone who fits your company culture like a glove, a headhunter is your champion. Their personalised approach and access to a database of possible candidates can make all the difference.

For more general roles, entry-level positions, or when you’ve got time to spend sifting, job boards can be a great solution. They offer a way to reach a large audience quickly.

Mix and Match

Why not use both? Combining the strengths of headhunters and job boards can give you a well-rounded recruitment strategy. Use job boards to cast a wide net and headhunters to reel in the big fish.

In the battle of headhunter vs. job board, there’s no one-size-fits-all answer. It’s all about understanding your specific needs and leveraging the strengths of each method. If you’d like to chat about your circumstances and how we might be able to help, with no obligation of course, just get in touch. You can call on 07540 770679 or pop us an email to suzie@harte-consulting.co.uk .

Speed Dating for Jobs: Why You Have Only Two Weeks to Woo Top Talent!

info@harte-consulting.co.uk (Suzie Harte) — Sun, 09 Jun 2024 18:15:00 GMT

Imagine recruiting is like speed dating – you have mere moments to make a lasting impression. In the fast-paced world of job hunting, you’ve got only two weeks to woo top talent. Why the rush? Because the best candidates are snapped up quicker than you can say "dream employee!" Let's dive into why a speedy hiring process is crucial and how to streamline it without losing your mind.

Why Only Two Weeks?

The best candidates are like gold dust. They’re highly skilled, in demand, and always on the radar of your competitors. If you take too long to make a decision, you risk losing them to a company that’s quicker on the draw. That’s without even considering counter-offers from their current employer, trying to lure them back. Research shows that the best candidates are off the market within 10 days. So, the clock is ticking!

Streamlining the Process

Get Your Ducks in a Row: Before you even post that job ad, make sure you know exactly what you’re looking for. Clear job descriptions and a well-defined hiring process will save you time and headaches down the line.

Pre-Screen Like a Pro: Use pre-screening tools to quickly weed out candidates who don’t meet your criteria. This way, you can focus your energy on the real contenders. These can be an initial screening call, a questionnaire or request an intro video or cover letter to accompany their CV.

Interview Smart, Not Hard: Instead of dragging candidates through multiple rounds of interviews, consolidate. Have all key stakeholders present in one comprehensive interview. It saves time and shows candidates that you value their time as much as yours. This last point will really make you stand out as many candidates complain, even at application/interview stages, about not feeling like their time or effort were appreciated.

Make Decisions Quickly: After the interview, don’t let things linger. Have a clear decision-making process in place so you can extend offers quickly. If you’re on the fence about a candidate, remember that hesitation could cost you a top performer.

Keeping Candidates Engaged

While you’re hustling through your process, don’t forget to keep candidates in the loop. Regular communication is key. Let them know where they stand, what the next steps are, and how long everything will take. This transparency not only keeps them engaged but also reflects well on your company culture.

The Benefits of Speedy Hiring

Attract Top Talent: A swift hiring process signals to candidates that your company is decisive and efficient – qualities that top talent finds attractive.

Reduce Costs: A shorter hiring process means less time spent by your HR team and lower overall recruitment costs.

Boost Morale: Filling vacancies quickly can help maintain team morale and productivity. The longer a position remains open, the more strain it puts on the rest of your team.

In today’s competitive job market, speed is your secret weapon. By streamlining your hiring process and making decisions swiftly, you can secure top talent before your competitors even know what hit them. So, channel your inner speed dater, get your process in order, and start wooing those dream employees like the recruitment rockstar you are!

If you’d like help with this process, just get in touch. We can remove a lot of the heavy lifting for you, coupled with a proactive approach, we might just be the silver bullet you’re seeking!

07540 770679

suzie@harte-consulting.co.uk

What Even is a Counter-Offer and Should You Take One?

info@harte-consulting.co.uk (Suzie Harte) — Sun, 02 Jun 2024 10:45:00 GMT

You've handed in your resignation, ready to embark on a fresh new chapter in your career. But lo and behold, the next day your boss comes back with a counter-offer – more money or a promotion. It’s flattering, it’s intriguing, but is it the right move? Let’s dive into the dizzying world of counter-offers and see if they’re worth your while.

The Lowdown on Counter-Offers

A counter-offer is your employer's way of saying, "Please stay! We’ll sweeten the deal!" It’s a way to make you reconsider your resignation by presenting you with a shiny new proposition. However, be careful! Accepting this new deal means your old contract becomes null and void. In the UK, taking this new offer means your old agreement is history.

PRO TIP [and general life hack]: Make sure to read the fine print before making any decisions.

The Sneaky Economics

Replacing you isn't just a matter of your salary. There are significant costs associated with rehiring, training, and the whole shebang. In today’s tech and digital realms, finding a star like you is rarer than a four-leaf clover. Without your skills, the company's progress slows, leading to financial headaches.

The Mind Games

You've made up your mind to leave, but now doubts are creeping in, making you feel topsy-turvy. This psychological roller-coaster is known as cognitive dissonance. A counter-offer can seem like a lifeline, but take a moment to think it over before making any hasty decisions.

Weighing the Pros and Cons

Before you start doing a jig over the counter-offer, let’s break down the pros and cons. Yes, it feels fantastic to be wanted, but a snap decision might harm your long-term goals.

Re-evaluate Your Reasons for Leaving

Reflect on why you wanted to leave in the first place. If it’s a gruelling commute or something equally distressing, extra money won’t magically make it disappear. Unless your boss is offering a teleportation device, be cautious.

Trust Issues

Accepting a counter-offer might make your employer question your loyalty. They might hesitate to invest in your development if they think you’re just in it for the money.

Office Politics

News of your decision to stay could spread like wildfire, causing colleagues to question your loyalty. This could turn the workplace into a drama-filled soap opera.

Follow the Money

If your company suddenly has the funds to give you a raise, why now? Be a bit sceptical of their motives and what’s driving this sudden generosity.

The Illusion of Promotions

A new job title might sound grand, but is it a genuine promotion or just a smokescreen? Don’t let yourself be fooled by shiny new titles.

Your Professional Reputation

Recruiters worked hard to get you that new job. If you back out now, it could leave a sour taste and harm your professional reputation with them in the future.

The Statistics

Consider this: about 50% of people who accept counter-offers leave within a year. Even top executives know that staying put after a counter-offer can damage careers.

Handling the Counter-Offer Maze

Ready to navigate this tricky situation? Here are some steps to help you make a wise decision:

Be Prepared

Most employers will try to persuade you to stay when you resign. Be ready for this conversation with a clear head. Don’t rush – ask for time to think it over.

Make a List

Be practical and jot down the pros and cons of each option. Sometimes what shines in one might be a con in the other.

Take Your Time

This decision could change your life. Take your time to think, ponder, and weigh every angle.

Talk to Your Boss

Have an honest conversation with your boss about your future at the company. See if the counter-offer really reflects your worth or if it’s just a temporary fix.

Mind-Blowing Stats

Don’t be surprised if accepting the offer raises questions about your loyalty. It’s just business, but it stings nonetheless.

Final Thoughts

When your employer makes a counter-offer, it can make you feel like the belle of the ball. But it can also stress you out. Working with a good recruitment agency can help guide you through these murky waters. If you’re flying solo, pause before grabbing that tempting offer. Does it really fix why you wanted to leave? Your decision to go marks a turning point – staying might block future promotions or job security.

In the end, if a shiny new job beckons, it’s often wiser to leap forward. Counter-offers rarely fix the root of the problem that made you look for a change.

Navigating the Dreaded "Greatest Weakness" Interview Question

info@harte-consulting.co.uk (Suzie Harte) — Sun, 26 May 2024 16:02:42 GMT

Ah, the infamous “What do you consider to be your greatest weakness?” question. It’s the kind of query that can send shivers down the spine of even the most seasoned job seekers. The mere thought of it can conjure up images of sweaty palms and awkward silences. But fear not! This seemingly tricky question can be an opportunity in disguise, one that showcases your self-awareness and growth mindset.

First off, let's dispel an old myth. Gone are the days when the best response was to present a strength disguised as a weakness. Remember the classic “I’m just such a perfectionist” line? It’s outdated and transparent. Hiring managers are not looking for a humblebrag. Actually, they want is to understand how you handle your shortcomings and what steps you’ve taken to overcome or mitigate them.

What Are They Really Looking For?

When interviewers ask about your weaknesses, they’re gauging two key aspects:

1. Self-awareness : Do you have the ability to recognise your own areas for improvement?

2. Self-development : Are you proactive about addressing and managing your weaknesses?

Acknowledging a genuine weakness demonstrates humility and honesty. But more importantly, it’s your chance to show how you’ve worked on this area and turned it into an asset. Here’s how to craft a thoughtful and compelling answer.

Crafting Your Response

Begin by identifying a real weakness. Choose something that you genuinely struggle with but also something you’ve actively worked on. Here’s a sample response to inspire you:

“I’ve noticed that I sometimes jump to solutions quickly during brainstorming sessions. This can lead to missing out on creative ideas from the team or making others feel like their input isn’t valued. Recognising this, I’ve made a conscious effort to slow down and listen more during these discussions. I also encourage my colleagues to remind me if they see me rushing ahead. This approach has fostered better communication and collaboration within the team.”

This response works because it’s honest and specific. It shows that you’re aware of your tendency to jump the gun and, crucially, that you’re taking concrete steps to address it. It also highlights your openness to feedback and your commitment to teamwork.

Leveraging Resources

Another way to bolster your response is by referencing resources that have helped you grow. Mentioning books, articles, or TED talks demonstrates your dedication to personal development. For instance:

“I’ve found the book ‘The Lean Startup’ by Eric Ries incredibly helpful in understanding the importance of iterative processes and collaboration. Additionally, Brené Brown’s TED talk on vulnerability has been eye-opening in learning how to embrace my imperfections and communicate more effectively with my team.”

Citing these resources not only shows that you’re proactive in seeking out knowledge but also that you’re applying these insights to improve your professional behaviour.

Owning Your Story

Ultimately, the key to answering the “greatest weakness” question is to own your story. Be genuine about your challenges and articulate how they’ve led to growth. This approach turns a potentially daunting question into a powerful narrative about your journey toward becoming a more effective professional.

Remember, everyone has weaknesses. What sets you apart is your ability to confront them head-on and your willingness to continuously improve. By doing so, you not only answer the question effectively but also leave a lasting impression as a candidate who is both self-aware and resilient.

So, the next time you’re faced with this dreaded question, embrace it as an opportunity. Own your story, share your growth, and watch as doors begin to open in your career journey.

The Reality of ADHD in Women and Girls

info@harte-consulting.co.uk (Suzie Harte) — Sun, 19 May 2024 11:00:00 GMT

ADHD isn’t a one-size-fits-all condition, yet for too long, the narrative has revolved entirely around its presentation in boys. But what about girls and women with ADHD?

We’re not slipping under the radar because our symptoms are hidden or subtle. It’s because we've been viewed through a male-centric lens. I’ve personally experienced the ‘male perspective’ throughout my own diagnosis. My disability was expected to mirror the experience and presentation of ADHD that is seen in males. However, this was and is totally not the case!

So let’s debunk some myths and shed some light on the reality of ADHD in females.

A Key Indicator

Emotional dysregulation is a key hallmark of ADHD, but it manifests differently in girls and women. We often internalise our struggles, masking our symptoms to fit in. However, this comes at a cost — we experience more social difficulties and are more likely to experience bullying. All of this naturally puts a toll on our self-esteem.

Hormonal Influences

Women’s hormonal fluctuations throughout our menstrual cycles can actually intensify ADHD symptoms, yet they’re frequently overlooked during diagnoses and treatment plans. Imagine the impact of overlooking something as significant as hormonal influence on a condition!

Misdiagnosis

Undiagnosed and untreated ADHD in girls and women can lead them down a path of seeking help for issues like depression, anxiety, or eating disorders. It’s a vicious cycle where the true cause — ADHD — gets overshadowed by other conditions.

Better Support

So, what can be done to ensure girls and women with ADHD receive the support they deserve?

There needs to be recognition of the fact that female ADHD isn’t just a watered-down version of the male experience. It’s crucial to both approach it with a fresh perspective, and acknowledge its unique challenges.

We all need to educate ourselves on how ADHD may manifest in females, beyond the stereotypes. This will help us all to be more attuned to signs of emotional distress.

There needs to be a greater understanding about the fact that ADHD can coexist with other conditions and doctors need to tailor individual treatments accordingly. Hormonal fluctuations should also be taken into account.

Perhaps most importantly we need a holistic approach to managing our ADHD. A combination of coping strategies, life skills training and even medication can help us to achieve our full potential. But we also need understanding and compassion from our friends and employers.

By challenging outdated perspectives and embracing a more inclusive approach, we can ensure that no one, regardless of gender, is left struggling to manage their ADHD alone. It's about time to give girls and women with ADHD the recognition and support they deserve.

If you are neurodiverse and are looking for a new job opportunity in the property industry please give me a call. I can help you find the right role for you.

How Can Harte Consulting Help You?

info@harte-consulting.co.uk (Suzie Harte) — Sun, 12 May 2024 17:00:00 GMT

Is it time to move on? Thinking about looking for a new role in the property industry? Using a recruitment agency like Harte Consulting can really give your job search a boost. Here's why:

Access to a Wide Range of Opportunities

With over 10 years of experience, I have built strong relationships with a variety of companies in the property industry. This means you get access to job opportunities that might not be advertised elsewhere.

Professional Guidance and Support

I go above and beyond to help you land your dream job. From helping you to optimise your CV to acing interviews, I provide valuable guidance every step of the way.

Salary Expertise

I know the ins and outs of specific roles and market standards. Working with Harte Consulting ensures you're paid what you're worth.

Insights into Company Culture

Thanks to my relationships with clients, I can offer insights into company culture and expectations. This helps you determine if a company is the right fit for you before applying.

Streamlined Application Process

I can help streamline your application process, saving you time and effort. From initial screenings to scheduling interviews, I've got you covered!

Flexible Working Positions

Whether you're looking for full-time, part-time, temporary, or contract roles, I've got options to suit your needs.

Now, to get the most out of working with Harte Consulting, here are a few tips:

Be honest and transparent with me about your career goals and expectations.
Take my advice on board, whether it's about prospective companies or interview preparation.
Keep communication open about any other opportunities you're exploring.

So, why choose Harte Consulting for your job search? With over 10 years of experience helping , we're dedicated to helping you find the right job. Our tailored approach ensures you get the support you need every step of the way. Ready to kickstart your job search journey with us? Let's make it happen!

Is your job hunt being hampered by ageism?

info@harte-consulting.co.uk (Suzie Harte) — Sun, 05 May 2024 17:45:00 GMT

Do you ever feel like job hunting can be a bit of a rollercoaster? Well, if you're part of Gen Z or at the more seasoned end of the workforce, you might nod along to that. Turns out, according to a survey by Resume Builder, some hiring managers are demonstrating bias against both ends of the age spectrum.

It's called ageism, and it's not new but, when you're trying to land a job and someone's already made up their mind about you based on how many candles were on your last birthday cake it can be very disheartening.

I have spent over a decade helping my clients to find their ideal roles in the property industry. My advice? Be savvy about the landscape you're navigating.

Resume Builder surveyed 1,000 hiring managers, and 42% of them admitted they're peeking at your age when they look over your resume. They're counting your years of experience, checking out when you graduated, and even scouting for a photo.

One suggestion is to take the graduation year off your CV. It's like keeping your age a secret. After all, what matters most is that you got the degree, not when you got it.

However, some hiring managers are like Sherlock Holmes when it comes to sleuthing out your age. They'll go to great lengths to figure it out, even if you've scrubbed your resume clean of any age-related clues.

So, why are some folks so hung up on age? Well, it might be because the people doing the hiring are often from a different generation. According to the survey, more than 60% of them were between 25 and 44 years old. So it might simply be a case of bias against everybody younger than them and older than them.

Don’t get too discouraged. Every generation gets its fair share of flak. Remember when millennials were the butt of every workplace joke? Now, they're the ones facing biases from other age groups. Isn’t it funny how the tables turn?

So, chin up! Whether you're fresh out of college or a seasoned pro, there's a spot out there just waiting for someone like you and I can help you to find it. Just give me a call on 07540770679 or send an email to suzie@harte-consulting.co.uk .

Five Ways to Boost your Employer Brand on LinkedIn

info@harte-consulting.co.uk (Suzie Harte) — Sun, 28 Apr 2024 01:00:00 GMT

Creating a magnetic employer brand on LinkedIn is the magic ticket that can help you to attract top talent in the property industry. Research by LinkedIn has shown that a whopping 75% of job seekers check out a company's brand before they even think about applying for a job, with shared values being a major draw for nearly six in 10 employees.

In today’s competitive job market, standing out is the name of the game. That’s why focusing on employer branding efforts is more important than ever. According to LinkedIn’s 2024 Future of Recruiting report, 57% of recruiters are gearing up to boost their investment in employer branding in the coming year.

Not sure how to shine a spotlight on your company's awesomeness? Here are some friendly tips to get you started:

Polish Your Page

Your LinkedIn Company Page is your digital storefront. It should contain all the essential info, from your logo to your company values. Pro tip: Highlight your commitments to things like diversity, sustainability, and work-life balance to catch the eye of socially conscious job seekers.

Use Career Pages

Think of LinkedIn Career Pages as your secret weapon for attracting top talent. From using photos and videos to showcase your company culture to targeting specific audiences with Traffic Driver ads, these pages let you put your best foot forward.

Engage Your Community

The more you engage, the more you gain. Share behind-the-scenes glimpses of your company, jump into conversations, and empower your team to be brand ambassadors on LinkedIn.

Craft Job Posts

Your job posts are the gateway to your company. Keep them clear, concise, and inclusive. And don’t forget to sprinkle in some personality to make your company shine!

Master LinkedIn Recruiter

Dive into LinkedIn Recruiter to unlock a treasure trove of talent. Use filters wisely, check Recommended Matches daily, and let AI-Assisted Messages work their magic to help you build genuine connections with potential hires.

Remember, employer branding isn’t just a trend—it’s a strategic investment in your company’s future. So, go ahead, showcase your uniqueness, engage with passion, and watch as top talent flocks to join your team!

Want to know more about how I can help you to find and attract top talent in the property industry? Just give me a call and I’ll be happy to discuss how we can start getting the word about how awesome your company is to work for out there straight away!

Why is Gender Diversity Good for your Company?

info@harte-consulting.co.uk (Suzie Harte) — Sun, 21 Apr 2024 16:43:51 GMT

Inclusivity can have many benefits in the workplace. Equal representation in the workplace can be a catalyst for positive transformations throughout an entire organisation. Recognising the significance of gender diversity in the workplace is crucial, as organisations can miss out on valuable opportunities if the gender imbalance is not appropriately addressed.

There are many advantages to gender diversity in the workplace. Here are my top 7.

Larger Talent Pool

Gender diversity at work is the principle of affording equal and fair representation to individuals of all genders, including men, women, transgender, and non-binary individuals. This commitment ensures that opportunities within the workplace are distributed evenly across all gender identities and at every hierarchical level.

Companies embracing gender diversity enjoy a plethora of benefits, starting with a broader talent pool. Failing to encourage women to join the workforce means overlooking the talents and capabilities of half the population, which can significantly impact productivity and the bottom line.

Diverse Perspectives

A mixed-gender workforce can bring a variety of perspectives as a result of having varied life experiences. This can help to spark new ideas and make it easier for your team to identify with your clients. It also helps to challenge prevailing gender stereotypes.

Collaboration

Enhanced collaboration is another advantage of gender diversity, as women contribute valuable skills in reading non-verbal cues and facilitating conversational turn-taking. These social skills prove beneficial in both in-person and online collaboration and are one of the benefits of harnessing the skills of a diverse team.

Improved Retention Rates

Inclusive workplaces generally experience improved staff retention rates, which can lead to substantial savings in recruitment costs.

Resonate with Clients

A diverse workforce ensures a better reflection of the clients they work with, which can aid effective communication and help your company to resonate with various demographics. Women wield significant purchasing power, which underscores the importance of aligning organisational make-up with client diversity.

Recruitment

An inclusive workplace is a powerful recruiting tool, particularly for female millennials, 85% of whom prioritise diversity in potential employers. Inclusivity not only attracts top talent but also enhances the company's reputation in the competitive recruitment marketplace.

Increased Profits

The evidence supporting the positive impact of gender diversity on the bottom line is overwhelming. According to McKinsey, the most gender-diverse companies are 25% more likely to experience above-average profitability. Additionally, reports by MSCI emphasise the correlation between having women on the board and increased productivity.

Gender diversity in the workplace is not only a moral imperative but a strategic business move. Companies that champion equality and inclusivity stand to benefit from a wider talent pool, diverse perspectives, enhanced collaboration, improved staff retention, a more accurate reflection of their customer base, enhanced recruitment and reputation, and ultimately, greater profitability.

If you would like to know how I can help you to attract a more diverse range of candidates to apply for your available roles please give me a call.

To attract top talent you need a great candidate experience

info@harte-consulting.co.uk (Suzie Harte) — Mon, 15 Apr 2024 18:33:16 GMT

Delivering a great candidate experience is a necessity for all employers no matter how attractive they may think working for their company is. I will explain why this is and what you can do to improve it below.

Yes

Top-tier candidates always have a plethora of job options to choose from and their experience during the recruitment process can affect whether they say yes or not to yours. Providing a seamless and positive experience for candidates can tilt the scale in favour of a 'yes.'

Networking

For a company to thrive, its employees must actively engage in talent scouting. However, a negative candidate experience can act as a deterrent, stifling networking efforts. When team members know that candidates they refer will be treated with respect and consideration, they are more likely to participate enthusiastically in the recruitment process.

Listen

To improve your candidate experience first you need to understand the existing one. This means you need to be able to measure it. Relying solely on online feedback or anecdotal evidence from recruiters is insufficient. Therefore, it is necessary to adopt a systematic approach.

A recommended strategy involves engaging in candid discussions with new hires approximately two months after their onboarding. This timeframe strikes a balance where their experience of your recruitment process is still fresh in their minds yet sufficient trust and rapport have been established for them to share their opinions openly. Identifying a trusted individual within the company, be it their manager, referrer, or HR personnel, to conduct these discussions ensures that they feel safe giving honest feedback.

Encouraging new hires to explain their decision to accept your company’s offer instead of their next best alternative provides valuable insights into your company's appeal.

Learn

Consistently gathering and anonymously sharing this data with your hiring team and HR will help to facilitate a better understanding of the candidate experience and the company's underlying candidate value proposition.

No

Don’t forget about the candidates who declined to accept your offer or who chose to withdraw from the process. Ask the person who they got on best with during the process to contact them and ask them the same structured list of questions as your hires are asked. This will allow you to glean valuable insights into why they opted out of pursuing a role with your company.

If you would like some advice about how you can attract top talent and elevate your company brand among candidates then please get in contact.

You Should Eat the Frog

info@harte-consulting.co.uk (Suzie Harte) — Sun, 07 Apr 2024 08:27:31 GMT

Many hiring managers I have spoken to recently have mentioned that they feel engulfed by towering to-do lists that would overwhelm even the most organised individual. They have interviews to schedule, CVs to sift through, a daily deluge of emails from candidates, and requests from colleagues clamouring for immediate responses. That is all in addition to doing their actual job!

To maintain their own sanity it is necessary for them to learn to prioritise. This means deciding which tasks need immediate attention, which tasks can be delegated and which tasks can be done another day.

Here are five strategies to help you to improve your prioritisation skills:

Goals

Writing down your essential goals helps you to create a roadmap for prioritisation. For example, aiming to enhance workforce diversity by 10% necessitates strategies like conducting targeted candidate searches. Breaking down these goals into manageable quarterly, monthly, and weekly tasks will help you to achieve effective prioritisation.

Tasks

Documenting all of your tasks, from daily meetings and emails to long-term project deadlines and personal errands, will give you a comprehensive overview of your commitments. This will help you to create a daily schedule that ensures that no essential task slips through the cracks.

Method

There are various techniques that exist to help you to prioritise tasks. There is one that caters to every work style and preference. The "Eat the Frog" approach advocates tackling challenging tasks first thing in the morning, while the ABCDE method categorises tasks based on importance and urgency. The Eisenhower Decision Matrix sorts tasks into quadrants, which helps speed up decision-making regarding task prioritisation and delegation.

Focus

Concentrating on one task at a time enhances both your productivity and the quality of your work. Techniques like time chunking, where specific time slots are dedicated to individual tasks, help to promote focus. Consider using the Do Not Disturb feature on your phone to avoid being distracted.

Learn to Say No

Learning to decline additional commitments gracefully is essential if you want to stay focused on your priority tasks. Diplomatic strategies, such as asking for guidance on task prioritisation from your boss can help to explain your singular focus on tasks without compromising your professional relationships.

Learning to prioritise is a potent antidote to the overwhelming demands of modern work environments. By systematically organising tasks, you can ensure that you complete your work while preventing burnout.

If you are struggling to find the right candidates to fill your available roles give me a call and let me help you to achieve some of your goals.

Why Neurodiversity in the workplace benefits everyone

info@harte-consulting.co.uk (Suzie Harte) — Sat, 23 Mar 2024 12:11:04 GMT

Companies are always on the lookout for that special something to give them an edge. Guess what? The answer might just be in the diverse talents of neurodivergent team members! Yep, you read that right. Neurodiversity covers a whole range of unique brain wiring, like autism, ADHD, and dyslexia but, here's the twist: these people aren't just great to have around – they can be the secret sauce your company needs to thrive.

Think about it: neurodivergent individuals often bring some seriously cool skills to the table. Autistic employees, for example, are like information-processing wizards, spotting important details lightning-fast. And those with ADHD? They're the creative dynamos, always thinking outside the box and juggling tasks like pros. Meanwhile, folks with dyslexia? They're the connection kings and queens, making complex stuff seem like a piece of cake.

But it's not just about skills – it's about results too. A report by Deloitte revealed that “research suggests that teams with neurodivergent professionals in some roles can be 30% more productive than those without them.” Other studies have shown that neurodiverse teams can outshine the rest, making fewer mistakes and getting stuff done faster. Plus, their different perspectives can lead to super innovative solutions that give companies a real boost.

From a business perspective, embracing neurodiversity is a no-brainer. Literally! As Deloitte found out, teams with neurodiverse members can be up to 30% more productive – now, that's something worth shouting about! And get this: they also tend to be more loyal to their employer so they stick around longer too, bringing stability and loyalty to the table.

But it's not just about numbers. Creating an inclusive environment where everyone feels valued and supported boosts morale and sparks creativity. When people are encouraged to be themselves, magic happens.

It is particularly important for companies which are customer facing to reflect their client base. Clients are attracted to working with companies who can empathise with them. Estate agents, for example, can especially benefit from having a neurodiverse team. Selling a home is an emotive experience and the choice of an estate agent can often be an emotion driven one so having a diverse team increases the size of the client base to which an individual agency is attractive. A recent estimate is that 15 - 20% of the population is neurodiverse so what are you doing to positively reflect that in your team?

Of course, it's important to remember that every neurodivergent individual is unique. There's no one-size-fits-all here! So, forget about those old stereotypes and embrace the awesome diversity each person brings.

In today's job market, diversity isn't just a buzzword – it's a must-have. Companies that overlook the talents of neurodivergent individuals are missing out big time. Ignoring neurodiversity isn't just unfair – it's bad for business. With so many incredible neurodivergent minds out there, it's time for companies to open their doors wide and welcome them in with open arms. After all, who wouldn't want a slice of that diverse, dynamic talent pie?

With over a decade of experience helping property professionals to find their ideal roles I know how to help you to find the right new team members for your company. Just give me a call!

Four things hiring managers need to know

info@harte-consulting.co.uk (Suzie Harte) — Sun, 03 Mar 2024 16:40:30 GMT

There are four invaluable things that hiring managers should remember when looking for the ideal candidate to fill their available roles.

Don’t be Blinded by Education

Define clear hiring standards and evaluate candidates based on enthusiasm and qualifications. Don’t be awed by candidates who have attended prestigious universities. They can often fail to impress. Candidates who continue their education while working can often be undiscovered talent.

Beware of hiring on the cheap

Reducing salaries during a market downturn, may be tempting but it leads to discontent, unfilled roles, and poor retention. The old adage is also true ‘you get what you pay for.’

Be inspired by your competition

Learn from your competitors, adapt your strategies, and secure budget increases to stay competitive. Keep an eye on what your competitors are offering candidates to ensure that your offer will be competitive in order to secure top talent.

Recruiting is a team sport

Even during hiring lulls you should be continuously networking in order to build a candidate pool before a job opening arises. Time management is essential when seeking top talent as delays in decision making by the interviewing team can lead to candidates accepting other roles.

Building a dynamic and effective team means hiring the right candidates at the right time. In today’s fast-paced world engaging the help of a recruitment consultant can be invaluable. I have over a decade of experience helping hiring managers to find the right candidates for the right role. If you would like to know how I can help you please give me a call.

Ageism - Is it harming your company?

info@harte-consulting.co.uk (Suzie Harte) — Sun, 25 Feb 2024 12:21:31 GMT

The current workforce is, for the first time in history, made up of five different generations.

This creates an unprecedented blend of perspectives in the workplace. However, instead of embracing this diversity, many hiring managers can be guilty of often unconscious ageism when they are looking at potential candidates. Generational stereotypes have infiltrated work life. They reinforce the idea of perceived disparities meaning entire cohorts are casually dismissed as "lazy," "disloyal," or "entitled" based solely on the year of their birth.

A recent AARP survey, a U.S. nonprofit for Americans 50 or older, unveiled a concerning reality: over 40% of workers above 40 reported experiencing age discrimination in the past three years and the situation doesn’t appear to be any different in the UK. This alarming statistic becomes even more concerning when considering the growing proportion of older workers.

Workplace approaches rooted in dubious generational science such as the flawed narrative that younger workers universally demand more flexibility create unconscious bias when hiring new team members. Potential candidates of all ages universally value flexibility, emphasising the need to eradicate age bias from hiring processes in order to create an equitable workforce.

It is also necessary to debunk myths about older workers. The belief that they lack creativity has been refuted by several studies including a 2019 study that looked at the ages of 31 Nobel Prize laureates, painters, novelists, poets, and scientists.

Contrary to the common stereotype of grumpiness, research has also indicated older individuals tend to be happier, translating positively to workplace satisfaction. It is known as the Positivity Effect, the more good memories you have the more they can block the negative ones and the older you are the more you have!

The Centre for Retirement Research debunked the misconception that older workers had decreased productivity. They produced a report that revealed they actually consistently outshine their younger counterparts in key performance areas which makes sense when you take into account their life experience, larger social networks, and organisational citizenship. Organisational citizenship is defined as “individual behaviour that is discretionary, not directly or explicitly recognised by the formal reward system, and that in the aggregate promotes the effective functioning of the organisation.”

One of the most common stereotypes is that older people struggle with technology. This is completely unfounded, as studies suggest they are actually highly adept at learning and adapting to new technologies. This stereotype is particularly harmful in training environments, where lower expectations lead to subpar training for perceived older individuals.

Hiring older workers may incur slightly higher costs, however research suggests that the higher remuneration cost is outweighed by performance-based compensation and increased retention.

Dispelling harmful, ageist myths is crucial in order to create a more inclusive and equitable workforce. If you are looking for a new team member, give me a call. I can help you to find the right person for your role, no matter their age.

8 Ways to Mitigate Interview Bias

info@harte-consulting.co.uk (Suzie Harte) — Sun, 18 Feb 2024 18:45:43 GMT

Unconscious bias when interviewing is a challenge for many hiring managers that I speak to. Choosing candidates based on personal preferences rather than whether they are the best person for the role can have detrimental consequences as it not only hinders Diversity, Equity, and Inclusion (DEI) goals but also results in suboptimal hiring decisions. So, how can you identify and mitigate biases in your interviews?

Establish Your Criteria

Focus on what you need a candidate to bring to a role rather than specific background preferences. This ensures that your evaluations are based on merit and the requirements of the job.

Interview Guides

Use the same interview guide, including a standardised set of questions, for every candidate applying for a particular role. Avoiding ad-hoc questioning helps you to maintain fairness and consistency when comparing candidates.

Obscure Names

Remove the names of candidates’ schools and universities from their CVs when sharing them to help avoid overvaluing prestigious schools which can introduce bias. Assessing candidates based on their skills and experiences rather than the reputation of the educational institutions that they attended means you increase your chance of employing the best candidate for the role.

Personal Interests

Avoid discussing your own niche interests during interviews. Candidates with similar interests will get a subconscious boost. Removing physical objects that are linked to your interests will also remove the opportunity for the candidate to bring them into conversation.

Interviewing Teams

Give each member of your interviewing team a specific area of expertise related to the role to focus on during interviews. This allows them to delve deep into relevant aspects rather than attempting to cover everything, reducing the impact of personal biases.

Defer Recommendations

Stop interviewers from giving immediate hire/no-hire recommendations. Ask them to delay judgement until the entire team has had time to consider the candidate, in order to ensure a comprehensive evaluation based on the opinions of the whole interviewing team rather than just on individual biases.

Subjective Commentary

Focus on tangible skills and performance metrics rather than personal opinions like "I like how they answered this question."

Take Notes

Take detailed notes during interviews in order to record all of the relevant information. AI transcribers can assist if needed. Note down skills and responses, keeping the focus on the dialogue rather than allowing personal impressions to influence the assessment.

It's crucial to acknowledge that complete elimination of bias may be impossible. However, by incorporating these tools and tactics, hiring managers can effectively mitigate biases and create a more equitable and inclusive recruitment process.

I have over a decade helping companies find the right candidates to join their team. If you need a new team member give me a call and find out how i can help you too.

Fall in love with your job this Valentine's Day

info@harte-consulting.co.uk (Suzie Harte) — Mon, 12 Feb 2024 16:50:38 GMT

Valentine's Day, the most romantic day of the year, is just around the corner. The shops are filled with cards and gifts designed to help you to let your partner know just how much you love them.

Now, let's shift our focus to a different kind of love – the love you have for your job. Similar to the stages in our relationships with our partners, our bond with our jobs undergoes various phases.

There's the initial encounter (when you first see the job advert), asking them on a first date (applying for the role), courtship (the interview), commitment (signing the contract), the honeymoon phase (adoring every aspect of your job), complacency (taking your job for granted), boredom (losing interest in your job and starting to look at other roles), and finally, the break-up (handing in your notice).

If your relationship with your job has reached the complacency or boredom stage, perhaps it's time to revitalise your relationship with it by making some changes that will benefit both you and your employer. Whether it's asking for new responsibilities, making a sideways move to broaden your experience, training to improve your skill set or applying for an in house promotion, changes, however small, can reignite your love for your job.

If after making some changes you still feel like your relationship with your job cannot be saved then it is time to look for a new role.

Recruitment consultants are the matchmakers of the employment world so if you have reached the end of your relationship with your current role then I will gladly help you to handle your break-up and help you to find a new relationship with a new role with empathy and sensitivity.

I can help you find a role that you can fall in love with and give you advice on how to break-up with your old job and part on amicable terms.

Love can't be rushed. Some candidates receive a job offer after a first interview, experiencing love at first sight, while others may need several interviews before an employer decides to commit – a testament to the gradual growth of affection.

I can help to guide you through the entire process. No matter how lucky or unlucky in love you are I will help you to find your perfect new role.

One thing is definitely true. If you trust me to help you find your perfect new role, you will fall head over heels in love with my service and care.

If you are ready to fall in love with a new role in 2024 then give me a call on 07540 770679 or send me an email to suzie@harte-consulting.co.uk and I will make sure that you find a role that you love and an employer who loves you too.

The Art of Juggling: How Hard Workers Achieve Work-Life Balance

info@harte-consulting.co.uk (Suzie Harte) — Sun, 04 Feb 2024 18:16:25 GMT

Finding the ideal balance between your work and personal life can feel like a Sisyphean task. Many people struggle to both work hard and maintain a fulfilling personal life. The art of juggling, however, is not about keeping all the balls in the air at once; it's about knowing when to catch and when to throw. So how do hard workers achieve a good work-life balance?

Set Clear Boundaries

Hard workers often find themselves engrossed in their tasks which can lead to them neglecting other areas of their life. This can then lead to burnout and diminished overall well-being. Make sure that you set a clear limit on your work hours. Designating specific time slots for hobbies can also help you to maintain a healthy balance.

Technology has made finding the delicate balance between work and personal life harder than ever before as we are always contactable. It's crucial to understand that being constantly available doesn't necessarily translate to increased productivity. Instead it often leads to diminished efficiency and a compromised personal life.

Prioritise

Prioritisation is another essential element of successful juggling. Hard workers with a good work-life balance identify their most critical tasks and allocate their time accordingly. By distinguishing between urgent and important matters, hard workers can focus their energy on tasks that contribute to their long-term goals, both professionally and personally. This deliberate approach allows for a more effective use of time and resources and helps to prevent the feeling of being overwhelmed by an endless to-do list.

Just recently I helped a client find a new role that not only gave him a significant pay rise but also allowed him to work a four day week so that he could spend the fifth day with his daughter. His new employers recognised that not only was he worth a higher salary than he was receiving but also knew that by giving him the opportunity to spend that precious time with his daughter they would get a much more engaged and motivated employee. This is an excellent example of how prioritising something that is important to you, in this case his daughter, employees don’t have to choose between hard work and a work-life balance.

Communicate

Effective communication is vital when creating a good work-life balance. Hard workers need to communicate clearly and openly with their colleagues and loved ones about their commitments and expectations. By setting realistic expectations and keeping others informed about their availability, they can avoid unnecessary stress and build themselves a supportive network. Clear communication also ensures that everyone is on the same page, reducing the likelihood of misunderstandings or conflicts arising.

Self Care

It's important for hard workers to recognise the value of self-care. Neglecting their own personal well-being can lead to diminished performance at work and affect their happiness. Making sure that they get regular exercise, adequate sleep, and spend time spent doing activities that make them happy and help them to relax is a crucial component in maintaining a healthy work-life balance. By prioritising their own well-being they will then be able to give their best in all aspects of their life.

Ultimately, achieving work-life balance is not about finding an elusive state of perfect equilibrium. Instead, it's a dynamic and ongoing process that requires continuous adjustment and self-awareness. The art of juggling involves recognising when to focus on work, when to prioritise your personal life, and when to step back and take a break.

If you are looking to build a team with a good work-life balance give me a call to find out how I can help you.

5 Red Flags Hiring Managers should pay attention to Harte

info@harte-consulting.co.uk (Suzie Harte) — Sun, 28 Jan 2024 16:58:06 GMT

Choosing the right candidate for the job is a skill that can significantly impact a company's success. I have been a recruitment consultant for over a decade and there are five warning signs during interviews that I think hiring managers should always be wary of.

Inability to Acknowledge Weaknesses and Failure

During interviews candidates will obviously wish to highlight their successes, but if they are unable to admit to any past failures this can be a telling red flag. Acknowledging and learning from mistakes is crucial for personal and professional growth. Hiring managers should view a candidate's ability to discuss failures as an opportunity to gauge their humility and capacity for self-improvement.

Blaming Others

Candidates who consistently blame others for any issues or setbacks may lack accountability and a willingness to learn from their experiences. A blame culture can create a feeling of negativity within a workplace, which then inhibits your team members’ potential to contribute positively to a team and grow professionally.

Badmouthing a Past Employer

While everyone has a reason for quitting their last job, openly criticising a past employer during an interview can be a red flag. Trash-talking reflects negatively on the candidate's attitude and professionalism, potentially signaling a focus on their dissatisfaction with their previous role rather than enthusiasm for the prospective role.

A Lack of Knowledge About Your Company

In an age when information is so easily accessible, candidates who haven’t taken time to research your company before an interview are, in my opinion, demonstrating a lack of initiative. Thorough research demonstrates that a candidate is genuinely interested and committed to the potential role, whereas a lack thereof might suggest a disinterest in both your company and the potential role.

Poor Communication

The way in which a candidate communicates and behaves towards you can tell you a lot about them. If a candidate is slow to respond or fails to respond to calls and emails it can be a red flag. It also suggests that maybe the opportunity that you are offering is not their top priority. On interview day do they struggle to find you due to disorganisation? I am not suggesting you hold a genuine hiccup against them but if communication and behaviour is consistently poor then it would be a big red flag for me.

In the ever-evolving landscape of recruitment, mastering the art of identifying genuine red flags leads to more informed and successful hiring decisions. I have been helping hiring managers to find their ideal candidates for over a decade now. If you would like to know more about how I can help you please give me a call.

Why Encouraging Time Off Should Be Your Company’s No. 1 Resolution

info@harte-consulting.co.uk (Suzie Harte) — Mon, 22 Jan 2024 06:19:46 GMT

Why Encouraging Time Off Should Be Your Company’s No. 1 Resolution

In today’s fast-paced world, where deadlines loom and targets must be met, the concept of encouraging time off might seem counterintuitive. However, making it your company's number one resolution in 2024 can yield numerous benefits, both for employees and for your company as a whole.

Work-life balance

Encouraging your team to take time off can help them to create a healthier work-life balance. In an era where burnout is on the rise, acknowledging the importance of downtime is crucial, in order to have a happy, healthy and productive team. When employees work without taking regular breaks, their productivity can decline, and their mental and physical well-being can suffer. By encouraging your team to prioritise taking time off, you demonstrate that you value the health and wellbeing of your employees.

Loyalty

A work culture that is supportive of employees taking time off increases employee satisfaction and retention. When employees feel that their employer cares about their wellbeing and their need for time to rest and rejuvenate, they are more likely to feel loyal to the company. This loyalty helps to create a stable and committed workforce which has the knock on effect of reducing the cost and hassle of having a high turnover of employees.

Innovation

Taking time off can lead to increased creativity and innovation from your team. Regular breaks allow your employees to recharge their batteries, which gives them the energy to embrace fresh perspectives and geneate new ideas. A well-rested mind is also more likely to approach challenges with creativity and resilience which leads to improved problem-solving skills.

Camaraderie

When colleagues take breaks simultaneously, it promotes a collective sense of well-being and camaraderie. Days spent outside the office taking part in team-building activities can help to strengthen interpersonal relationships, enhancing collaboration and communication within the workplace.

Remote Work

Embracing the importance of time off aligns with the growing trend of flexible work arrangements. Some remote workers can struggle to maintain the boundaries between their working day and personal time. Encouraging time off becomes a way to reinforce the importance of setting boundaries and disconnecting from work, promoting a healthier work-life balance..

Recruitment Benefits

Prospective employees are attracted to companies that prioritise employee well-being. This can give your company a competitive advantage and can help it to attract top talent in a competitive job market.

Making time off your company's number one resolution in 2024 is a strategic move that goes beyond simple generosity. It contributes to a healthier work environment, boosts employee satisfaction and retention, enhances creativity, strengthens team dynamics, aligns with flexible work trends, and improves your company's overall image. In a world where the lines between work and personal life are increasingly blurred, prioritising time off is an investment in both your employees' well-being and the long-term success of your company.

If you would like to know more about ways in which you can boost employee satisfaction and retention and make your company a more desirable place to work please give me a call on 07540 770679 .

A guide to Recruiting Gen Z

info@harte-consulting.co.uk (Suzie Harte) — Sun, 14 Jan 2024 08:00:40 GMT

Generation Z, born between 1997 and 2012, are the most recent entrants into the workforce, causing headaches for recruiters whilst hiring managers are having to grapple with the dual challenge of attracting and retaining Gen Z talent.

Given the increasing number of Gen Z's in the workforce, it is important for hiring Managers to engage this demographic. So how can you refine your recruitment tactics in order to resonate with Gen Z and harness their strengths in a multigenerational workplace?

Understand what motivates Gen Z

Identify Gen Z's priorities, including diversity, inclusion, and a sense of belonging
Appreciate the influence of the global pandemic during their formative years, shaping their preferences for well-being and adaptable work arrangements
Don’t underestimate the importance they place on a nurturing workplace culture and the significance they place on physical and mental well-being.

Reputation for Job-Hopping

Embrace the reality that Gen Z frequently switches jobs in response to job security concerns
Provide opportunities for upskilling to increase their opportunities for career growth and advancement
Acknowledge that for Gen Z the traditional concept of a lifelong career with a single company is outdated
Quitting a role they are unhappy in is seen as a strength by Gen Z, not a weakness!

Modify Recruitment Strategies

Tailor job adverts and descriptions to be mobile-friendly and quick to read
Simplify the hiring process, in order to recognise Gen Z's appreciation for efficiency
Attract Gen Z candidates through channels they feel comfortable with. Don’t be afraid to use social media to attract younger candidates.

Meaningful Work

Offer tasks that allow Gen Z to make a swift impact, avoiding mundane and unproductive assignments
Gen Z value a skills-first approach, recognising that seniority does not automatically equate to greater value.

Encourage Co-Creation

Leverage the strengths of each generation by fostering a collaborative working environment
Implement cross-generational mentoring programs to facilitate the exchange of knowledge
Stress the importance of uniting different generations in a collaborative spirit.

Creating a culture that bridges generational divides is vital when seeking to add more members of Gen Z to your team. Hiring managers play a pivotal role in establishing an environment that prioritises skills, allowing everyone, irrespective of age or tenure, to contribute and excel.

If you would like more tips on how to make your available roles appeal to Gen Z please get in touch.

The Importance of Networking

info@harte-consulting.co.uk (Suzie Harte) — Sun, 07 Jan 2024 08:54:10 GMT

The importance of networking cannot be overstated in today's dynamic and interconnected world. Beyond a mere exchange of business cards or LinkedIn connections, effective networking is a powerful tool that opens doors, encourages collaboration, and helps to propel people toward their career goals.

The Power of Networking

Networking is the art of building and nurturing relationships. In a professional context, these relationships are pathways to opportunities, whether in the form of job offers, business partnerships, or collaborative projects. Networking extends beyond the confines of formal events; it is a continuous and consistent effort to connect with people who can help benefit your career.

Why Does Networking Matter?

Networking is a great way of creating opportunities for yourself. It can reveal a myriad of opportunities that may not be available using traditional job search methods. Whether through industry events, online forums, or casual meetups, every interaction holds the potential to unlock new opportunities.

Expanding Your Knowledge

Engaging with professionals from diverse backgrounds allows you to gather a wealth of knowledge. Discussions, insights, and shared experiences contribute to continuous learning and a deeper understanding of industry trends.

Career Guidance

Interacting with experienced professionals and potential mentors can give you invaluable guidance. Learning from the experiences of others can help you to navigate challenges, make informed career decisions, and accelerate your own personal growth.

Strategies for Successful Networking

Before you start diving into the networking scene, decide what your objectives are. Are they to explore career opportunities, seek mentorship, or expand your industry knowledge? Identifying the purpose of your networking efforts will help to guide your interactions.

Use Online Platforms

Professional networking platforms like LinkedIn are great opportunities to connect with industry peers, join relevant groups, and participate in discussions. Make sure that you create a profile that reflects your skills, experiences, and career aspirations. If you would like some tips on crafting your LinkedIn profile take a look at our recent blog on ‘Mastering LinkedIn: The Art of a Winning Profile!’

Attend Events

Actively participate in industry conferences and networking events. These gatherings are an excellent place to meet fellow professionals, exchange

ideas, and stay abreast of industry trends.

Make Sure You Offer Value

Networking is a reciprocal process. Contribute to conversations, share your expertise, and be genuinely interested in others. Offering value builds credibility and strengthens your professional relationships.

Follow Up

Effective networking doesn't end with the initial exchange of business cards. Follow up with your connections, express gratitude for their time, and nurture relationships through periodic communication.

Diversify Your Network

Cast a wide net when building your network. Interact with professionals from different industries, backgrounds, and career levels. A diverse network enriches your personal perspective and can open doors to unexpected opportunities.

Networking is a dynamic and essential aspect of professional growth. Remember, the impact of genuine relationships often extends far beyond the immediate horizon, and can help to shape the trajectory of a fulfilling and prosperous career.

If you are considering looking for a new role in 2024 connecting with Harte Consulting is a great way to increase your network and find out about roles that you may not otherwise come across.

How to focus your job search for success

info@harte-consulting.co.uk (Suzie Harte) — Sun, 24 Dec 2023 09:58:46 GMT

Finding the right job opportunity requires more than just sending out CVs and hoping for the best. In today’s busy job market being able to focus your job search is essential to finding a job that aligns with your skills, interests, and career goals. It also saves you from wasting effort chasing roles that are not suitable for you. Here's my comprehensive guide on how to channel your efforts in the right way to increase your chances of landing your dream role.

Self-Reflection

Before undertaking any job search you should always identify your strengths, skills, and areas of expertise. Self-reflection can help you to understand your own career values and the type of work environment that suits you best. Being self-aware can also help you to understand which roles you should be targeting.

Identify Your Goals

Set out clear and realistic career goals. Whether it's advancing in your current field, making a complete career change, or seeking new challenges, defining your career goals will help you to identify where to focus your job search. Breaking down your goals into short-term and long-term targets can help you to be even more structured in your approach.

Research

Make sure that you keep informed about industry trends and anything that may affect the companies you're interested in applying to work for. This knowledge will help you to tailor your applications. It will also help you to prepare for interviews by demonstrating your awareness of the challenges and opportunities that currently exist in your chosen industry.

Target Your CV

Crafting a tailored CV that highlights your relevant skills and experiences for the specific roles you're applying for can help you to stand out. Customise your CV for each application, emphasising the qualifications and achievements that align with each individual job's requirements.

Online Platforms

Use professional networking sites like LinkedIn to connect with other professionals in your industry. Join relevant groups, take part in discussions, and follow companies of interest. Networking can open doors to hidden job opportunities and provide valuable insights into the job market.

Set Up Job Alerts

Streamline your job search by setting up alerts on online job sites and company career pages. You can choose to receive notifications for roles that match your criteria, allowing you to apply promptly and stay ahead of the competition.

Write a Targeted Cover Letter

Write a compelling cover letter that complements your CV. Tailor it to each application, making sure that you address the specific requirements of each job. Use the cover letter to showcase your motivation, passion, and how your skills make you an ideal candidate for the position.

Stay Persistent and Positive

Searching for a new job can be challenging, and rejection is a part of the process. Stay persistent, learn from each experience, and maintain a positive mindset. Celebrate small victories, and use setbacks as opportunities to refine your approach.

Speak to Harte Consulting

We have many years of experience helping the right candidates find the right roles for them. If you would like to know more about how we can help you with your job search from crafting the perfect CV to perfecting your interview technique, to landing your dream role, please get in touch.

Tips for Crafting a Compelling CV

info@harte-consulting.co.uk (Suzie Harte) — Sun, 17 Dec 2023 21:49:09 GMT

A well-crafted CV is not just a summary of your work history; it's a powerful marketing tool that can open doors to new opportunities. It is also the first thing that potential employers see so make sure that yours makes a good first impression! This is a subtitle for your new post

To help you stand out in the crowd, here are some essential CV writing tips.

Start With the Basics

All CV should include:

The titles of your previous roles.
The names of your previous employers.
The month and date those roles started and finished.
Bullet points that outline your duties, responsibilities and achievements.
Your educational achievements: the names of schools you have attended, the dates you attended them and your exam results.

While it is not necessary to include a covering letter, it is important that you start with an introduction. By calling the hiring manager either before or after you send your CV you can make your approach more personal. If that isn’t possible then do include a covering letter that is tailored to the role you are applying for.

Tailor Your CV

Customise your CV to each job application by making sure that the skills and experiences you highlight and emphasise align with the specific requirements of the role. This demonstrates to employers that you understand their needs and are a perfect fit for the role.

Craft a Powerful Summary

Begin your CV with a concise objective or summary statement that highlights your career goals and key qualifications. This section should grab the employer's attention and give them a snapshot of what you bring to the table.

Highlight Achievements, Not Just Responsibilities

Focus on your achievements and quantifiable results. Whether it's sales figures, project completion times, or percentage improvements, quantifiable results provide concrete evidence of your capabilities. Remember to focus on your own achievements, use ‘I’ not ‘we’.

Use Action Verbs

Words like "achieved," "implemented," and "managed" give your CV a more dynamic and engaging tone.

Keep It Concise

Recruiters often skim through CVs, so keep yours concise and to the point. Aim for a CV length of one page for entry-level positions and two pages for more experienced roles. However, make sure that you don’t slim it down so much that you neglect to ensure potential employers know how much experience you are bringing to the table. If you have to write a little bit more to ensure that you get that across then it is better to go over the advised length instead of missing out on letting potential employers know what you will bring to the role. An easy way to help to keep the length of your CV down is to only include your duties, responsibilities and achievements from your last five roles, unless there is something particularly relevant from another previous role that you would like your potential employer to know about. If you find that even just including those makes your CV start to stray onto a third or even fourth page then use your common sense to decide what you need to include and what isn’t essential.

Prioritise Relevant Information

Put the most important information near the top of your CV. Your relevant skills and experiences should be easily noticeable, ensuring that hiring managers can quickly see why you're a strong candidate.

Use Keywords

Many companies use applicant tracking systems (ATS) to scan CVs for specific keywords. Incorporate relevant industry terms and phrases from the job description to increase your chances of passing through these systems.

Include a Skills Section

Create a dedicated section for your key skills. This makes it easy for employers to quickly identify your strengths and ensures that your CVpasses through keyword searches.

Proofread Thoroughly

Typos and grammatical errors can make a negative impression on employers. Proofread your CV carefully, and consider asking a friend or colleague to review it as well.

By implementing these CV writing tips, you can create a compelling document that showcases your qualifications, catches the eye of recruiters, and increases your chances of landing that coveted interview. Remember, your CV is not just a record of your past; it's a powerful tool for shaping your future career success.

If you need help honing your CV just get in touch, your ideal role may be just a tweak away.

Mastering LinkedIn: The Art of a Winning Profile!

info@harte-consulting.co.uk (Suzie Harte) — Sun, 10 Dec 2023 13:33:29 GMT

Could your LinkedIn profile be inadvertently sabotaging your job search? In my experience, many LinkedIn users unknowingly make mistakes on their profiles without understanding the consequences.

LinkedIn, with its extensive user base, is a magnet for recruiters actively seeking top talent. According to statistics from LinkedIn, eight people are hired every minute via their platform. Neglecting your LinkedIn profile could mean you miss out on opportunities and could even hinder your career advancement.

LinkedIn frequently enjoys high visibility in search engine results, making it the initial touchpoint for many recruiters. Recruiters and interviewers are scrutinising profiles more rigorously than ever before, and visibility is a top priority. A robust profile builds credibility and opens doors to a multitude of opportunities.

These are the most important things to remember when creating your LinkedIn profile:

No Third-Person Referrals

Mentioning yourself in the third person is a big no-no. It comes across as inauthentic and pretentious. Instead, use "I" when speaking about yourself.

Keep Your About Section Precise

The opening lines in your 'About' section hold the most weight, so keep them concise and captivating. Craft a brief, punchy description of yourself that will capture the reader's attention without inundating them with details.

Showcase Your Skills for Your Desired Job

Concentrate on skills relevant to your target job rather than listing every skill you currently possess. Use keywords that for the industry or position you're aspiring to secure.

Be Honest about Gaps in Your Employment History

LinkedIn now has an option to incorporate career breaks into the work experience section of your profile. Address employment gaps by highlighting the valuable skills and lessons you learned during those intervals.

Choose a Professional Photo

Your profile picture carries immense weight. Opt for a headshot instead of a casual selfie. It looks more professional and signifies your dedication to your career.

Manage Profile Privacy

Exercise caution when choosing who can view your profile modifications, especially if you're contemplating changing jobs. You can alter your privacy settings to ensure that you maintain control over who can see your profile updates.

Steering clear of these common LinkedIn mistakes and embracing these practical suggestions can help you significantly enhance your profile and increase your chances of attracting the right opportunities.

For personalised support or a LinkedIn audit, just get in touch.

6 Proven Ways to Speed Up Your Hiring Process

info@harte-consulting.co.uk (Suzie Harte) — Sun, 03 Dec 2023 17:42:01 GMT

In today's fast-paced business world, a speedy and efficient hiring process is essential in order to secure top talent before your competitors hire them before you. A lengthy recruitment process not only risks losing exceptional candidates but can also be costly in terms of time and resources. To help you expedite your hiring process while maintaining quality, consider using these six proven strategies:

Define Precise Job Requirements

The first step to a faster hiring process is to establish clear and precise job requirements. By outlining the qualifications, skills, and experience necessary for the role, you'll avoid wasting time on candidates who don't meet your fundamental criteria. It's essential to have a well-crafted job description before beginning the recruitment process to ensure that you attract candidates who are an ideal fit for the role.

Use Technology Efficiently

Leverage technology, such as applicant tracking systems (ATS) and other recruitment software, to streamline your hiring process. ATS help you manage candidate pipelines, automate routine tasks, and screen applicants efficiently. The use of digital tools can enhance your communication with candidates and facilitate collaboration among your hiring team, making the process smoother and quicker.

Implement a Structured Interview Process

Structured interviews not only provide consistency but are also a time-saver. Develop a set of standardised questions for each candidate, introduce a scoring system, and involve multiple interviewers, if possible. This approach accelerates decision-making and helps candidates be compared objectively.

Embrace Video Interviews

Integrating video interviews into your hiring process can significantly speed up initial candidate assessments. Video interviews are convenient for both candidates and hiring teams, allowing you to evaluate a candidate's fit without the need to arrange an in-person meeting. Many video interview platforms offer recording and sharing features, making collaboration between the hiring team members seamless.

Build and Maintain a Talent Pipeline

Long-term efficiency in your hiring process can be achieved by creating and nurturing a talent pipeline. Engage with potential candidates who may not fit your current job openings but could be valuable team members in the future. This ensures you have a pool of pre-qualified candidates ready to tap into when the need arises, reducing the time required to fill a position.

Use a Recruitment Agency

One of the most effective ways to expedite your hiring process is to collaborate with a professional recruitment agency. Recruitment agencies specialise in identifying and connecting with top talent quickly. They have extensive networks and databases of candidates, allowing you to access a broad pool of pre-screened, qualified individuals. Recruitment agencies can help you refine job descriptions, conduct initial candidate screenings, and facilitate the entire hiring process, saving you time and resources while also ensuring you secure the best candidate for your organisation.

Speeding up your hiring process is crucial in today's competitive job market. Clear job requirements, using technology efficiently, structured interviews, video interviews, and talent pipelines are tried-and-true methods to accelerate your hiring process. However, for an even more rapid and effective recruitment process, partnering with a reputable recruitment agency like Harte Consulting is a smart move. My expertise and resources can make a real difference when you are trying to secure top talent swiftly and efficiently.

If you would like to know more about how I can help your company to secure top talent in today’s competitive talent acquisition arena, please give me a call on 07540 770679 or send an email to suzie@harte-consulting.co.uk .

The Big Resignation

info@harte-consulting.co.uk (Suzie Harte) — Tue, 28 Nov 2023 06:55:56 GMT

A trend dubbed "The Big Resignation" has been making headlines for the past year. There are reports claiming that an unprecedented number of workers are resigning. Is this only an exaggeration, a fact, or something else entirely?

Fact or Myth?

The COVID-19 pandemic reshaped the way people work. Many employees reevaluated their priorities, resulting in them seeking more flexibility, better work-life balance, and improved job satisfaction. As a result, there has been a noticeable increase in resignations across all industries, levels, and age groups, making it difficult to dismiss "The Big Resignation" as pure fiction.

What’s Causing it?

Several factors have contributed to this trend. One of the biggest drivers has been employees' reassessment of their work-life balance. Employees who have experienced remote work are now more inclined to seek positions that offer flexibility and remote options. This has helped to keep remote working common long after it stopped being necessary due to the pandemic. Lockdowns led many to reflect on their career goals and the kind of work they want to do. Dissatisfaction with management, burnout, and a desire for better pay and benefits are also common reasons for resignations.

How Has it Affected Employers?

Employers have had to adapt to the changed employment landscape caused by "The Big Resignation". To attract top talent, it is now necessary for employers to focus on creating more attractive workplaces by offering remote work options, flexible schedules, and improved benefits. Companies are also seeking to improve their communication with employees and address their concerns. The talent shortage created by resignations has resulted in a competitive job market where employers need to put extra effort into retaining and recruiting top talent.

Fiction or Exaggeration?

While there is substantial evidence that "The Big Resignation" is real, it's also important to recognise that it's not a one-size-fits-all phenomenon. Some people have indeed left their jobs in search of better opportunities or a better work-life balance, while others have chosen to stay with their current employers.

How will it Affect the Future of Work?

"The Big Resignation" is a real phenomenon and its impact is being felt across many different industries. However, the extent to which it affects different people and companies varies. In the future, work will likely be shaped by a combination of remote and face-to-face work, improving benefits, increased job expectations, and a more dynamic approach to talent management and talent acquisition.

"The Big Resignation" is not a work of fiction; it's a genuine shift in the employment landscape driven by changing priorities and employees’ experiences during the pandemic. While the extent of this trend differs among individuals and industries, it is undeniable that it has made it necessary for employers to rethink their approaches to both talent management and talent acquisition and create workplaces that cater to the changing needs and expectations of their employees.

Ace Your Next Interview with These Pro Techniques!

info@harte-consulting.co.uk (Suzie Harte) — Mon, 20 Nov 2023 16:56:16 GMT

This is a subtitle for your new post Ready to nail that job interview? Here are the best techniques to help you shine and secure the job you've been dreaming of.

Research, Research, Research!

Knowledge is power. Study the company, find out about its culture, and the role you're applying for. Demonstrate your enthusiasm and knowledge during the interview.

Prepare STAR Stories

Structure your responses using the Situation, Task, Action, and Result (STAR) method. This way, you can showcase your skills and experiences effectively.

Dress for Success

Dress appropriately for the company culture. When in doubt, it's better to be slightly overdressed than underdressed. Your attire should reflect your professionalism.

Practice, Practice, Practice

Rehearse your answers to common interview questions. Practicing boosts your confidence and helps you articulate your thoughts clearly.

Body Language Matters

Maintain good eye contact, offer a firm handshake, and sit up straight. Non-verbal cues are as important as what you say.

Ask Smart Questions

Prepare thoughtful questions for your interviewer. It will help to demonstrate your interest and shows that you've done your homework.

Follow Up

Send a thank-you email within 24 hours of the interview. Express your gratitude, reiterate your interest, and can help you to create a lasting impression.

Stay Calm and Positive

Embrace any nervousness as a sign that you care. A positive attitude and calm demeanor can go a long way.

Be Yourself

Authenticity matters. Let your personality shine through. Your unique qualities can set you apart.

Learn from Each Interview

Regardless of the outcome, reflect on each interview as a learning experience. Use the feedback you receive to help you to improve your interview technique for the next opportunity.

You've got this! Confidence, preparation, and the right techniques will help you stand out in any interview. Good luck on your job search journey! If you would like to know more about my interview skills training, just get in touch.

The Art of Resignation: Navigating the Professional Exit

info@harte-consulting.co.uk (Suzie Harte) — Sun, 12 Nov 2023 11:45:00 GMT

I've witnessed a surprising trend over the past year that has left both candidates and employers in challenging situations. Some people, in their enthusiasm or perhaps a momentary lapse in judgement, have chosen to overshare the details of their impending departure with their new employers. What follows is often a cascade of negative consequences, from toxic behavior to social media stalking. It's a scenario that nobody wants to find themselves in, but it's essential to remember that resigning from a job is not only about moving forward but also about making a graceful exit.

How to resign well.

Drafting Your Resignation Letter

One of the first steps in the resignation process is to compose a formal resignation letter. You can easily find templates online, or ask me, to help you write a professional and courteous letter. This letter serves as your official notice and should include your intention to zxleave, the last working day, and a brief expression of gratitude for the opportunities you've had.

Choosing the Right Delivery Method

The way you deliver your resignation letter can vary depending on your circumstances. If you're on holiday, working remotely, or in a different location from your immediate supervisor, make sure to communicate in a manner that ensures your message reaches the right people promptly. If an in-person meeting is impossible, sending it via email or registered mail can be an acceptable alternative.

Maintaining Confidentiality

Remember: You are not legally obligated to disclose the details of your next employer or your next remuneration package. While honesty is important, it's crucial to assess the situation and the personalities involved. If there's a possibility that sharing this information could lead to a negative outcome, it might be best to withhold certain details.

Professional Behavior Post-Resignation

After submitting your resignation, it's important to maintain professionalism. Avoid engaging in meetings or discussions designed to change your mind. Be wary of counter-offers. While it can be tempting to consider staying, it's often better to move forward with your original decision to avoid future complications.

Emotional Well-Being

Resigning from a job can often feel like a breakup but with your colleagues and employers. You may experience a variety of emotions and oscillate between excitement and anxiety. You may also experience some cognitive dissonance. It's important to take care of your emotional well-being during this period. Surround yourself with supportive individuals and maintain a positive outlook on your future prospects.

The art of resigning requires a combination of professionalism, tact, and self-care. After resigning, it's crucial to maintain professional conduct and be prepared for the emotional rollercoaster that can accompany such a significant change in your career.

If you are considering leaving your current job and would like to know how to ensure a smooth transition and a positive start in your new role without risking tarnishing your professional reputation by leaving a trail of negativity behind, please get in touch, and I will be happy to offer you some advice.

Employee Wellbeing Revolution: A New Path to Productivity

Sun, 05 Nov 2023 12:30:00 GMT

In recent years, there's been a remarkable shift in the corporate landscape—more and more businesses are redirecting their attention and financial resources towards a focus on their employees' well-being. The value employees place on workplace wellbeing has notably surged in the post-pandemic era; therefore, it's not surprising that employers are taking steps to ensure every member of their team feels secure and cared for.

In the midst of intense competition, a candidate shortage, and the influential wave of the Great Resignation, you might wonder whether investing in employee wellbeing is a worthwhile endeavour. However, it's time to recognise that employee well-being isn't just a matter of social responsibility; it's a dynamic force that propels businesses forward.

A robust commitment to employee wellbeing creates a win-win situation. Employees experience the tangible benefits of well-rounded support, both at work and in their personal lives. This cultivates a healthy work-life balance, allowing them to reach their full potential while meeting their responsibilities.

Startlingly, the Mental Health Foundation has revealed that 40% of employees feel they often neglect essential aspects of their lives due to work. This challenge looms large in an era where we're more interconnected than ever, making it all too easy to dive into work-related emails beyond the confines of regular working hours.

As we stride into 2024, one thing is abundantly clear: flexibility reigns supreme. The pandemic has unequivocally proven that widespread remote work is not only possible but often highly efficient. This newfound flexibility provides a cost-effective means to demonstrate your unwavering commitment to employee wellbeing, showcasing your readiness to adapt to evolving needs.

But here's the most compelling part: my clients consistently affirm that investing in workplace well-being isn't a one-sided affair. It doesn't just benefit their employees; it profoundly transforms the very fabric of their businesses.

Energised, content, and engaged employees, enjoying a healthy work-life balance, are undeniably more motivated and productive. Research from Gallup has confirmed that enhanced employee well-being correlates with increased levels of engagement. The result? A direct, positive impact on your bottom line.

In the short term, employee well-being is a potent antidote to absenteeism. On an individual level, a culture of care significantly bolsters employee retention, enabling you to keep your top talent where they belong. As your business scales, you'll notice the ripple effect on talent acquisition. Data from Mind suggests that employees are a staggering 60% more likely to enthusiastically recommend their employer when well-being initiatives are firmly in place.

Creating a wholesome workplace starts with your organisational culture and work practices. The more adaptable and flexible your approach, the happier and more confident your employees will be.

If you're eager to explore how a focus on employee wellbeing can help you attract and retain the best talent, don't hesitate to give me a call on 07540 770679 and let's delve into the transformational possibilities together. Your thriving, dynamic future awaits!

Why Companies Lose Top Talent

info@harte-consulting.co.uk (Suzie Harte) — Sat, 28 Oct 2023 21:57:31 GMT

In today's competitive business landscape, retaining talent has become of paramount concern for companies. Losing valuable employees can be costly and detrimental to productivity and morale. There are several factors that contribute to employee turnover. Understanding these is essential for organisations that are seeking to build a stable and effective workforce. Here are the primary reasons companies lose talent.

Inadequate Onboarding
The initial experiences of new employees can significantly impact how long they decide to stay with a company. When onboarding is hasty or disorganised, employees can feel unappreciated and unsupported, leading to them leaving the company sooner than they otherwise would.

Lack of Opportunities
Top performers seek opportunities for professional development and career advancement. Companies that don't provide clear paths for growth and skill development may see employees leaving in search of more promising prospects.

Poor Work-Life Balance
A demanding work environment that consistently requires that employees put in long hours and sacrifice personal time can quickly lead to burnout. Employees value a healthy work-life balance and will leave organisations that don't support that.

Salary and Benefits
Competitive salaries and benefits are essential for attracting and retaining talent. Comprehensive benefits, including healthcare, pension plans, and flexible working hours, are significant factors that employees consider when deciding whether to stay or leave a job. When employees feel that they are not adequately compensated for their skills and contributions, they may look elsewhere for better financial rewards.

Ineffective Management
Poor leadership can drive employees away. A manager's lack of support, communication, or recognition can lead to frustration and a lack of job satisfaction. We’ve all heard the phrase ‘Employees leave bad managers, not bad jobs.’

Toxic Workplace Culture
A negative or toxic work environment, characterised by hostility, bullying, or a lack of diversity and inclusion, can push employees to seek more inclusive and supportive workplaces.

Lack of Recognition
Employees want to feel valued and appreciated. A lack of recognition of their efforts can lead to feelings of unfulfillment and cause them to feel disengaged, making them more likely to look for opportunities elsewhere.

Unfulfilling Work
If employees aren't engaged in meaningful and satisfying work, they may start feeling unfulfilled. Companies that don't align their employees' skills and passions with their roles risk losing their top talent.

Poor Communication
Effective communication is crucial for employee engagement. A lack of clear communication, feedback, or a sense of purpose can lead employees to feel disconnected and dissatisfied.

Lack of Trust
Trust is the foundation of any healthy employer-employee relationship. When employees perceive a lack of transparency or integrity within their organisation, it erodes trust and can lead to turnover.

Team Dynamics
Employees who experience a lack of support or who feel they don't fit in with their team may seek a more collaborative and inclusive work environment elsewhere.

To mitigate employee turnover, companies must address these issues and actively work to create a positive workplace culture. Investing in effective onboarding, fostering growth opportunities, improving work-life balance, and enhancing communication can significantly reduce turnover rates.

Additionally, recognising and rewarding employees' contributions and ensuring a healthy work environment can help retain top talent and foster a committed and engaged workforce. By prioritising employee satisfaction, companies can minimise the loss of valuable talent thus ensuring their future success.

If you would like to know more about how to both find and keep top talent please give me a call on 07540 770679 or send an email to suzie@harte-consulting.co.uk .

A Tale of Symbolism and Recruitment Principles:

info@harte-consulting.co.uk (Suzie Harte) — Sat, 21 Oct 2023 18:09:06 GMT

Hello there, Success Seekers! One of the most common questions I get asked is, why did I choose a stag for my logo? Today, I want to share a little tale about my recruitment business and the journey I took to find the perfect logo. You see, my name is Suzie Harte, and as fate would have it, the symbolism behind the Harte has woven itself into the very fabric of my professional life. So, grab a cup of tea, sit back, and let me take you on a whimsical journey through history and recruitment principles!

Once Upon a Time, in the Land of History:

Long ago, before résumés and LinkedIn, symbols held great power. They conveyed messages without uttering a single word, transcending language barriers and whispering stories in the wind. Among these symbols, the Harte emerged as a steadfast representation of courage, strength, and resilience.

A Noble Emblem of Strength:

The Harte, a magnificent stag, roams freely in the mystical forests of mythology. This majestic creature, with its regal antlers, held high, embodies the qualities we seek in both candidates and clients: determination, confidence, and a tenacious spirit. In the realm of recruitment, these attributes are vital for both individuals and businesses to thrive and succeed.

The Harte's Antlers: A Metaphor for Adaptability:

Ah, the antlers of the Harte, a remarkable feature that deserves special attention. These majestic appendages not only crown the stag with elegance but also symbolise adaptability. In recruitment, adaptability is a key ingredient for success. As the job market evolves, so must we, continuously reshaping our strategies and embracing new technologies and methodologies to ensure the perfect match between candidates and positions.

The Harte's Roaming Nature: The Search for the Perfect Fit:

Picture this: the Harte, gracefully roaming through vast landscapes, always on the lookout for greener pastures and a place to call home. Similarly, in the world of recruitment, we wander through the corporate jungle, navigating through endless possibilities, seeking the perfect match between employers and job seekers. The Harte reminds us that the journey is just as important as the destination, and it encourages us to explore uncharted territories to find that perfect fit.

Harte in Harmony: Building Lasting Relationships:

In ancient folklore, the Harte is often portrayed alongside other woodland creatures, illustrating the importance of community and harmonious coexistence. This symbolism resonates deeply with the essence of recruitment. It reminds us that successful placements are not just about filling positions but fostering lasting relationships between candidates and employers. Building a strong network of connections, based on trust and collaboration, is the key to creating a thriving professional ecosystem.

Conclusion:

As I embarked on my branding journey, the Harte called out to me, drawing me closer to its fascinating history and symbolic representation. It captured the essence of what I strive to achieve in my recruitment business: to connect individuals with their professional calling and help businesses find their missing puzzle pieces. The Harte stands proudly as the emblem of my journey, reminding me of the values and principles I hold dear.

So, dear readers, as you embark on your own endeavours, I encourage you to seek out the symbols that speak to your heart. Let them guide you on your path, infusing your endeavours with whimsy and purpose. And who knows, perhaps one day you'll find yourself recounting the tale of the magical emblem that brought meaning and success to your own business!

Until we meet again, remember to embrace the spirit of the Harte, letting courage, adaptability, and a touch of whimsy guide you on your professional journey.

Signing off with a twinkle in my eye,

Suzie Harte

What is Bad Leadership?

Sun, 15 Oct 2023 09:00:00 GMT

The success of every organisation is mostly dependent on its leadership. While poor leadership can result in chaos and failure, good leadership can guide a business towards greatness. This blog will explore the aspects of bad leadership in a company and the detrimental impact it has in the workplace on both the business and its employees.

Lack of Communication

Lack of good communication is one of the most prevalent indicators of poor leadership. Employees become confused and irritated when leaders fail to effectively communicate their vision, expectations, or changes within the company. To make sure that everyone is on the same page, leaders must establish clear and open channels of communication.

Micromanagement

Micromanaging is a bad leadership trait. In addition to stifling creativity and productivity, excessive oversight and control of team members' work also undermines trust and morale. To thrive and actively contribute to the organisation, employees need autonomy.

Lack of Accountability

Bad leaders often avoid taking responsibility for their actions and decisions. When anything goes wrong, they choose to place the blame on other members of their team or outside forces instead of taking personal responsibility. This lack of responsibility erodes trust within the company and sets a poor example for the team.

Inconsistent Decision-Making

Consistency is essential for good leadership. Leaders who make erratic decisions, frequently change their minds, or exhibit favouritism create unstable work environments. This can lead to employees becoming confused and resentful.

Ignoring Feedback

A hallmark of bad leadership is the inability to listen to feedback. In addition to missing out on valuable insights, leaders who discount or ignore the recommendations and opinions of their team members show a lack of respect for their employees.

Favouritism

Favouritism from people in positions of authority can be demoralising. The morale of the team suffers, and a hostile work atmosphere is formed when leaders let it be known which individuals they prefer. Employees should receive praise and rewards for their performance, not for their interpersonal connections.

Lack of Empathy

Empathy is a fundamental trait of effective leaders. Leaders who lack empathy and fail to understand the challenges and concerns of their team members are less likely to inspire loyalty and commitment. Employees want leaders who genuinely care about their well-being.

Failure to Set Clear Goals

Bad leaders frequently fail to establish clear and achievable goals for their employees. This can lead to employees becoming disengaged and unmotivated because they lack a clear sense of direction. For a leader to be successful, they must set SMART (specific, measurable, achievable, relevant, and time-bound) goals.

Resistance to Change

In today's fast-paced business environment, adaptability is crucial. Leaders who resist change and cling to outdated practices can hinder their company's growth. Good leaders embrace change and lead their teams through transitions effectively.

Lack of Vision

A bad leader lacks a clear vision for the future of the organisation. Without a compelling vision, employees may feel directionless and lose their sense of purpose. Effective leaders inspire their teams with a compelling vision and work to align everyone toward common goals.

Bad leadership can manifest in various ways, and its effects are detrimental to both the company and its employees. Recognising the signs of bad leadership and addressing them promptly is essential to foster a healthy and productive work environment. Good leadership involves clear communication, accountability, empathy, and a compelling vision. Leaders who embody these qualities can transform their organisations and create a positive and thriving workplace for their teams.

Unlocking Team Potential: Insights Discovery Workshop

info@harte-consulting.co.uk (Suzie Harte) — Mon, 25 Sep 2023 11:52:48 GMT

On a crisp autumn day, the Harte Consulting team embarked on a journey of self-discovery and team strengthening. It was Friday, the 22nd of September when the team eagerly gathered for an " Insights Discovery " Training session provided by Tracey Thompson of Your-Crowd. The goal was clear: to gain a deeper understanding of team dynamics, identify strengths and weaknesses, and cultivate a cohesive and empowered workforce.

Unveiling the Yorkshire Secret: Leeds

info@harte-consulting.co.uk (Suzie Harte) — Thu, 27 Jul 2023 12:25:46 GMT

Grab your flat caps and wave those Yorkshire flags high because August 1st is just around the corner, and it's time to celebrate Yorkshire Day ! But that's not all there is to be excited about - we've got some jaw-dropping news that's going to make you leap with joy. The vibrant city of Leeds has stealthily earned its spot among the top 10 places to work in the UK , and we're here to spill the beans on why it's become the ultimate workplace wonderland! So, buckle up and get ready for a rollercoaster ride through Leeds' incredible success story!

2023 Strata Homes Charity Ball

info@harte-consulting.co.uk (Suzie Harte) — Wed, 12 Jul 2023 12:32:01 GMT

On the evening of Saturday, 1st July 2023, Harte Consulting had the distinct pleasure of attending the highly anticipated Strata Homes Charity Ball. The event, held at the magnificent Leeds Royal Armouries, was not only an opportunity for us to dress in black tie attire and enjoy a glamorous evening, but more importantly, it was a chance to show our support for the incredible work of B:Friends Charity . As a company committed to making a positive impact in our community, we were honoured to join forces with B:Friends and their volunteer befrienders, who dedicate their time and compassion to help combat social isolation among older individuals.

Navigating the Fallout: When Your Work Turns Sour After You Quit

info@harte-consulting.co.uk (Suzie Harte) — Tue, 27 Jun 2023 11:20:28 GMT

At Harte Consulting, we take great pride in supporting candidates throughout their career journeys and fostering positive interactions between job seekers and employers. However, we can't ignore the deeply concerning trend that has been surfacing in the realm of workplace dynamics. Lately, we've been noticing instances of bullying, harassment, and unprofessional behaviour exhibited by managers when our candidates express their intention to resign.

It's disheartening to witness these situations, but we believe it's crucial to address and confront this issue head-on. Our mission goes beyond simply finding suitable employment for candidates; we strive to ensure that they experience respectful and supportive work environments. In this article, we want to shine a light on the alarming rise of bullying and harassment from managers when candidates give their notice.

Together, we'll explore the potential causes behind this behaviour and the detrimental impact it has on individuals and organisations. More importantly, we'll emphasise the significance of fostering a culture of professionalism and respect within the workplace.

By acknowledging and discussing this disturbing trend, we aim to raise awareness and inspire action towards creating workplaces that uphold the highest standards of conduct and treatment for all employees. At Harte Consulting, we remain steadfast in our commitment to advocating for positive and respectful work environments, where individuals can truly thrive and achieve their full potential.

In this article, we'll delve into the reasons behind this unfortunate behaviour and guide what you can do if you find yourself facing a similar situation. We believe that everyone deserves to work in an environment that values their well-being and treats them with dignity. Let's explore this topic together and take steps towards building a more respectful and supportive work culture.

Unfortunately, not all managers handle resignations with grace and professionalism. It's disheartening to witness the transformation of a once-supportive manager into an unpleasant, resentful individual.

There could be many reasons why a manager may act mean or exhibit negative behaviour when an employee resigns:

Lack of self-awareness or poor management skills: Some managers may not possess strong interpersonal skills or emotional intelligence, making it difficult for them to handle emotions and interpersonal relationships professionally. In such cases, their mean behaviour might stem from their inadequacies as a manager.

Personal disappointment : Managers may feel personally disappointed when an employee resigns, especially if they had high expectations for that employee's performance or contributions to the team. This disappointment can sometimes manifest as anger or frustration.

Increased workload: When an employee resigns, it often means that the manager will have to redistribute the workload or find a replacement, which can create additional stress and pressure. This added responsibility may lead to a manager becoming short-tempered or irritable.

Feelings of rejection: Managers may take an employee's resignation as a personal rejection, questioning their leadership abilities or feeling like they failed to retain the employee. This feeling of rejection can trigger negative emotions and result in mean or resentful behaviour.

Loss of control: Resignations can disrupt the dynamics of a team and challenge a manager's sense of control. Managers who value control may react poorly to such situations, displaying mean behaviour as a way to reassert their authority or dominance.

Companies should deeply care if they have managers who treat people poorly when they quit for many compelling reasons.

Reputation and Employer Branding: The way a company treats its employees, particularly during sensitive moments like resignations, significantly impacts its reputation and employer branding. When word spreads about managers mistreating departing employees, it creates a negative perception of the company's culture. This can deter potential candidates from applying for job openings and even lead to talented employees considering leaving the company.

Employee Morale and Retention: Managers who display unprofessional behaviour during an employee's departure erode trust and confidence among the remaining workforce. Witnessing such mistreatment can create a toxic work environment, lower morale, and diminish employee loyalty. High turnover rates and difficulty in retaining top talent may result from employees feeling undervalued or fearful of facing similar mistreatment if they choose to resign.

Productivity and Collaboration: A hostile or unsupportive work environment impacts productivity and teamwork. Employees who feel bullied or harassed may experience heightened stress and decreased motivation, which directly affects their performance. Furthermore, when colleagues witness mistreatment, it can create a sense of unease, leading to reduced collaboration and a communication breakdown.

Legal and Financial Consequences: Managers who engage in bullying, harassment, or unprofessional behaviour may expose the company to legal liabilities. Victims of mistreatment may pursue legal action, resulting in costly legal battles, potential damage to the company's reputation, and financial settlements. It is in the best interest of companies to proactively address and prevent such behaviour to mitigate legal and financial risks.

Corporate Culture and Values: Companies that prioritise fostering a positive and inclusive corporate culture must address the mistreatment of employees, especially during sensitive moments like resignations. By holding managers accountable for their actions, organisations send a clear message that they uphold a set of values centred around respect, fairness, and professionalism. This commitment to a healthy work environment promotes employee well-being and ensures alignment between corporate values and actual behaviours.

Ultimately, companies should care deeply about managers who mistreat employees during the resignation process because it directly affects their ability to attract and retain top talent, maintain a positive reputation, and create a productive and inclusive work environment. Addressing and preventing mistreatment is not only morally right but also essential for long-term business success.

While it's unfortunate to face such a situation, it's essential to maintain your professionalism and handle the interaction with grace.

Stay Calm and Composed: When faced with a manager who reacts poorly to your resignation, it's crucial to remain calm and composed. Keep in mind that their behaviour is a reflection of their own emotions and not a reflection of your worth or capabilities. Take deep breaths, maintain a professional demeanour, and avoid engaging in any arguments or confrontations. Rise above the negativity and focus on your own goals and aspirations.

Stick to the High Road: No matter how your old workplace behaves, it's essential to take the high road. Avoid the temptation to retaliate, badmouth, or engage in any unprofessional behaviour. Instead, concentrate on your integrity and reputation. Remember that your actions and how you handle the situation will have a lasting impact on your professional image. Maintain a positive attitude and demonstrate grace even in the face of adversity.

Document Everything: If your manager's behaviour becomes excessively hostile or crosses any ethical or legal boundaries, it's crucial to protect yourself by documenting the incidents. Keep a record of any abusive language, threats, or any other inappropriate behaviour. This documentation may be useful if you need to escalate the issue later or if it affects your future employment prospects. Remember to maintain a factual and objective record, including dates, times, and descriptions of incidents.

Seek Support: During this challenging time, it can be helpful to seek support from trusted colleagues, friends, mentors or your Harte Consultant who can provide guidance and reassurance. Venting to someone who can offer a fresh perspective and empathetic ear can be cathartic and help you process your emotions. Additionally, they may provide valuable advice on how to handle the situation or connect you with resources to address any legal or professional concerns.

Maintain Professionalism until the End: Even if your manager's behaviour becomes increasingly difficult to endure, it's vital to maintain your professionalism until your last day. Continue to fulfil your responsibilities to the best of your abilities, tie up any loose ends, and ensure a smooth handover of your tasks. Leaving on a positive note, despite the circumstances, demonstrates your professionalism and integrity to your colleagues and future employers.

At Harte Consultant, we believe that everyone deserves a respectful and supportive work environment. We're dedicated to helping you navigate challenging situations and find a workplace where you can thrive. Contact us today , and let us provide the personal support you need as you navigate leaving a job with a difficult boss. Together, we'll help you move forward with confidence and achieve your professional goals. Remember, how you handle difficult situations speaks volumes about your character and resilience. Keep your eyes on the horizon and embrace the opportunities that lie ahead.

Unveiling the Power of Women Leaders: Unleashing a New Era of Success

info@harte-consulting.co.uk (Suzie Harte) — Mon, 26 Jun 2023 11:50:01 GMT

In a world hungry for effective leadership, recent groundbreaking research has shattered conventional wisdom and revealed a powerful truth: women are excelling in every measure of leadership. This new wave of data challenges longstanding gender biases and highlights the immense potential that women leaders bring to the table. In this article, we will dive into the findings of this research and explore how companies can harness the unique qualities that make women exceptional leaders, fostering a more inclusive and successful business landscape.

A recent study by the Leadership Circle conducted a comprehensive analysis of leadership performance, ultimately concluding that women outshine men across the board. This finding casts aside age-old stereotypes and emphasizes the untapped potential of women in leadership positions.

The research reveals that women possess innate qualities that contribute to their remarkable effectiveness as leaders. Their strong emotional intelligence, empathetic nature, and ability to build meaningful relationships enable them to connect with their teams on a deeper level. These attributes create an environment that fosters trust, collaboration, and employee engagement – all crucial components for driving success in today's dynamic business landscape.

While the focus of this research is on women's leadership strengths, it also provides invaluable lessons for leaders of all genders. Men, in particular, can learn from these findings to enhance their own leadership capabilities. Let's delve into some key takeaways from the research:

Embrace Emotional Intelligence: Emotional intelligence is a vital trait that women leaders excel. By recognizing and understanding their own emotions and those of others, leaders can build strong connections and respond effectively to various workplace challenges. Men can benefit from developing their emotional intelligence, fostering empathy and creating a more inclusive work environment.
Nurture Collaborative Leadership : Women leaders have a natural inclination towards collaboration, valuing diverse perspectives and seeking input from team members. Encouraging collaboration and fostering an environment where everyone's voices are heard can lead to enhanced innovation and problem-solving, benefiting organizations as a whole.
Promote Authentic Communication: Women leaders are known for their open and honest communication styles. They prioritize transparency, active listening, and delivering feedback constructively. All leaders can adopt this approach, fostering trust and enabling their teams to thrive in an atmosphere of psychological safety.
Cultivate Resilience and Adaptability: The research demonstrates that women leaders exhibit exceptional resilience and adaptability in the face of adversity. Encouraging a growth mindset and embracing change as an opportunity for growth can empower leaders of all genders to navigate uncertainties with confidence.

Armed with this newfound knowledge, organisations can take significant steps to embrace and support women in leadership roles, propelling their companies to new heights of success.

Here are some actionable strategies:

Dismantle Biases: Companies must proactively address unconscious biases and gender stereotypes that hinder women's advancement. By implementing inclusive hiring and promotion practices, organizations can create equal opportunities for women to assume leadership positions.
Provide Mentorship and Sponsorship: Establishing formal mentorship and sponsorship programs can empower women leaders by connecting them with experienced executives who can provide guidance, support, and opportunities for growth.
Foster a Culture of Inclusion: Promoting diversity and inclusion should be integral to every organization's DNA. Creating an environment that values and appreciates diverse perspectives not only attracts top talent but also cultivates a culture of innovation and success.
Invest in Leadership Development: Organizations should invest in leadership development programs that provide women leaders with the necessary skills and tools to excel. Tailored training and coaching can help women build on their strengths and address any skill gaps, ensuring their continued growth and success.

The era of women in leadership has arrived, and it is time for companies to recognize and harness the transformative power that women leaders bring to the table. By understanding the findings of this groundbreaking research and implementing the lessons it offers, organizations can unlock a wealth of untapped potential, drive innovation, and build a future where women thrive as powerful catalysts of success.

Together, let us embrace a new era of leadership, one that embraces the unique qualities of women and propels us towards a brighter, more inclusive future.

Flexible working reforms: The Pro's & Cons

info@harte-consulting.co.uk (Suzie Harte) — Wed, 24 May 2023 12:33:53 GMT

Starting in 2014, UK employees have been granted the ability to request modifications to their employment contracts regarding their working hours, schedules, and work location.

In December 2022, the government disclosed its intentions to enact the recommendations put forth in the consultation titled "Making flexible working the default." This comprehensive plan encompasses the introduction of the Employment Relations (Flexible Working) Bill, the issuance of updated guidelines, and a commitment to additional consultations.

The measures, known as "The Employment Relations (Flexible Working) Bill" are supported by the Government and received an unopposed second reading in the House of Lords (17/05/2023) , will undergo further scrutiny at a later date and is on course to become law in the coming weeks.

The proposed changes are:

Making the right to request flexible working a ‘day one’ right, rather than only being permitted after 26 weeks of work.
Prohibiting employers from rejecting an application without having discussed the flexible working requests and exploring other options with employees.
Enabling employees to make two flexible working requests in any 12-month period, rather than just one.
Shortening the period for employers to respond to flexible working requests from three to two months.
Removing the requirement for the applicant to explain the potential impact on their employer and suggest ways these effects could be mitigated.
Raising awareness that the current law does not prohibit an employee from applying for the right to work flexibly for a temporary period only. In due course, the government also plans a further call for evidence on how ‘informal flexibility’ (where ad hoc flexible working is permitted without formally changing the employment contract) works in practice.

The government's consultation received a positive response from 91% of participants, including numerous prominent employers, in support of the proposal for granting employees the right to request flexible working from their first day. However, there are dissenting voices among business figures such as James Dyson and Luke Johnson, chairman of Gail's Bakery, who have criticised the notion that flexible working should be the default. They argue that such an approach could lead to reduced productivity and discourage investment.

With so much information and opinions, it's difficult to know where to stand on the issue, so Harte Consulting has broken down the arguments on both sides, read on and see where you land on the issue...

Positive outcomes for employees:

Improved work-life balance: Flexible working hours would enable estate agency employees to have more control over their schedules, allowing them to better balance their personal and professional lives.
Reduced commuting time and costs: Flexible working options, such as remote work or flexible start and finish times, could help employees save time and money on commuting, resulting in less stress and increased job satisfaction.
Enhanced well-being: Flexible working arrangements can contribute to better mental health and well-being by reducing stress, improving job satisfaction, and providing greater autonomy in managing work responsibilities.
Increased productivity: Research suggests that employees who have the flexibility to work according to their preferred hours and environment tend to be more productive, leading to higher job performance and efficiency.

Positive outcomes for companies in the property & construction sector:

Attracting and retaining talent: Offering flexible working options can be a significant draw for potential employees, particularly those who value work-life balance and flexibility. It can help estate agencies attract and retain top talent in a competitive job market.
Expanded talent pool: By embracing flexible working, estate agencies can tap into a broader talent pool, including individuals with caregiving responsibilities, people looking for part-time or remote work, and those seeking a better work-life balance.
Increased employee satisfaction and engagement: When employees have more control over their work schedules, they are more likely to feel satisfied, engaged, and motivated, which can lead to higher levels of productivity, better customer service, and improved overall performance.
Cost savings: Offering flexible working arrangements can result in cost savings for estate agencies. With employees working remotely or on flexible hours, there may be opportunities to reduce office space, utilities, and other associated expenses.

Negative outcomes for employees:

Blurred work-life boundaries: Flexible working arrangements might lead to difficulties in separating work and personal life, potentially resulting in longer working hours and increased stress.
Reduced collaboration and communication: Remote work or flexible schedules could hinder face-to-face interaction and spontaneous collaboration among team members, potentially impacting teamwork and innovation.
Limited career progression opportunities: Employees who work remotely or have non-traditional schedules may face challenges in networking, building relationships, and accessing development opportunities, potentially affecting their career growth.
Feelings of isolation: Remote work or flexible schedules can lead to feelings of isolation or disconnectedness from colleagues, potentially impacting employee morale and engagement.

Negative outcomes for companies in the property & construction sector:

Coordination challenges: Managing a workforce with diverse working hours or remote locations could pose coordination challenges, affecting team collaboration, project management, and client service delivery.
Decreased team cohesion: Flexible working arrangements might lead to decreased team cohesion, as employees may have limited opportunities for in-person interaction and team-building activities.
Reduced organizational culture: A shift towards remote work or flexible schedules could impact the company's culture and values, potentially leading to a loss of a sense of shared purpose and identity.
Increased operational complexities: Implementing and managing flexible working arrangements may require additional resources, technology infrastructure, and policies to ensure effective communication, monitoring, and performance management.

In summary:

In conclusion, it is undeniable that the introduction of new flexible working laws will create a seismic shift in the workforce as we know it. The way we work, hire, and manage talent is bound to undergo a significant transformation. As employers adapt to these changes, it is crucial for businesses to align their recruitment strategies with the evolving landscape of flexible work arrangements.

At Harte Consulting, we understand the complexities that arise from such a transformation. We are equipped with the knowledge and expertise to guide you through this transition and help you navigate the changing recruitment landscape. We believe that in order to stay ahead in the competitive job market, it is imperative for companies to reevaluate their recruitment needs and strategies.

Whether you are an employer seeking to attract top talent in the flexible work era or a professional looking to explore new opportunities, we are here to assist you. Our comprehensive approach to recruitment, combined with our deep understanding of the changing workforce dynamics, ensures that we can provide tailored solutions to meet your specific needs.

Don't let the new flexible working laws catch you off guard. Reach out to Harte Consulting today to discuss how these changes will impact your organization and how we can help you adapt and thrive in the new world of work. Contact us today!

Together, let's embrace the opportunities that flexible working brings and shape a workforce that is more agile, productive, and fulfilling for both employers and employees.

When Your Work Turns Sour After You Quit: Navigating the Fallout

Sales Floor Manager - 1338617

Role Type: Full-time, Permanent Hybrid

Basic Salary: Up to £45k basic with realistic OTE £70k-£100k

Location: Yeadon

The Company and Role Purpose:

Let’s talk about commuting.

The most common cause of stress at work is...

Culture add vs culture fit

Head of Property Management - 1336558

Role Type: Full-time, Permanent Office based

Basic Salary: Up to £45k basic with bonus OTE £50k

Location: Leeds City Centre

The Company and Role Purpose:

Block Manager - 1336335

Role Type: Full-time, Permanent Office based

Basic Salary: £28k basic + £3k car allowance (Package £31k, might go higher for the right experience)

Location: Leeds

The Company and Role Purpose:

Residential Conveyancer - 1336093

Role Type: Full-time, Permanent Office based

Basic Salary: Up to £45k (DOE & qualification)

Location: Hartlepool

The Company and Role Purpose:

2026 property hiring is exposing who built real teams, and who just filled seats. 🙌

Branch Office Manager and Branch Valuer - 1335622

Role Type: Full-time, Permanent Office based

Basic Salary: Up to £35k with OTE £67k+

Location: Newcastle

The Company and Role Purpose:

Lettings Negotiator - 1334969

Role Type: Full-time, Permanent Office based

Basic Salary: £25k with OTE £28k

Location: Newcastle

The Company and Role Purpose:

What did Q1 mean for the UK job market?

Director of Property Management - 1335105

Role Type: Full-time, Permanent Office based

Basic Salary: Up to £65k basic plus bonus, all in package £70k

Location: Manchester

The Company and Role Purpose:

Senior Sales Negotiator & Sales Negotiator - 1334987

Role Type: Full-time

Basic Salary: Up to £29k ( DOE ) with OTE £40k+ ( uncapped ) per annum

Location: Newcastle

The Company and Role Purpose:

Sales & Lettings Negotiator - 1334841

Role Type: Full-time, Permanent Office based

Basic Salary: £25k - OTE £28k

Location: Newcastle

The Company and Role Purpose:

Sales Progressor - 1334699

Role Type: Full-time, Permanent Office based

Basic Salary: Up to £30k

Location: Holme Valley

The Company and Role Purpose:

We love a good myth buster…

Struggling to retain people in your team?

PropTech Business Development Manager - 1333667

Role Type: Full-time, Office based

Basic Salary:Up to £35k (DOE) with OTE £55k+

Location: Manchester

The Company and Role Purpose:

Lettings Manager - 1332381

Role Type: Full-time, Permanent Office based

Basic Salary: Up to £35k basic (DOE) with £50k OTE

Location: Manchester

The Company and Role Purpose:

It’s never too late to start 🙌

Property Manager - 1332757

Role Type: Full-time, Permanent Office based

Basic Salary: Up to £30k (DOE)

Location: Bingley

The Company and Role Purpose:

Women are expected to do a LOT. 🥴

‘What people-related issue is most likely to push you to leave a role?’

Sales Valuer/Lister - 1331649

Role Type:Full-Time, Permanent Office based

Basic Salary: Realistic OTE £50k with strong existing pipeline

Location: Swindon

Role Type: Full-time, Permanent Hybrid 

Role Type: Full-time, Permanent  Office based 

Role Type: Full-time, Permanent  Office based 

Role Type: Full-time, Permanent  Office based 

Role Type: Full-time, Permanent  Office based 

Role Type: Full-time, Permanent  Office based 

Role Type: Full-time, Permanent  Office based 

Role Type: Full-time, Permanent  Office based 

Role Type: Full-time, Permanent  Office based 

Role Type: Full-time, Permanent  Office based 

Basic Salary: Up to £35k basic (DOE) with £50k OTE

Role Type: Full-time, Permanent  Office based 

Basic Salary: Up to £30k (DOE)

Basic Salary: Up to £28k per annum + up to £32k OTE (commission is 3-4% based on completions)