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Career Change When Pregnant

There are many reasons why you might consider a career change when pregnant. If you’re on the outside looking in on an expectant mother thinking about changing jobs you might think it an odd idea – why complicate your life during one of the most transforming experiences through choice?

Well, there are a number of reasons for considering a career change when pregnant. Here are a few of them:

– You’re looking for a family friendly employer
– Looking for less hours
– You want a job closer to home so you spend less time commuting
– You are looking for more change
– Your job isn’t floating your boat anymore
– Your priorities or values have shifted
– You are worried about your health and safety at work
– You may have insecure work or be facing redundancy
– You may be thinking about giving up work for a few years to bring up your children

Whatever the reason for considering a career change when pregnant, it is certainly not a decision to be taken lightly if the choice is with you.

Beware that other workplaces seem to have more perks than where you work now but in reality they don’t stack up when weighed against the disadvantages. In some workplaces it may be that an employee is not entitled to certain maternity benefits until they have completed a specified period in that employment, so considering changing jobs on that basis would not be worth it due to not being entitled to those benefit on day one of employment.

The employer you are thinking of taking a job with may offer flexible working or the option to work at home. Do they also expect more hours than you are paid for though? Many teachers would relate to this, as they are seen to work term time only but are expected to be up to date with marking work and preparing lessons outside of the contact time with the students, which isn’t always factored in.

Looking for work takes up time and energy and when you are having a baby, you may not have much of either – especially if this isn’t your first baby. If you’ve been pregnant before you will know how tiring it is and if you’re working full time at the same time this can be difficult.

You need to consider your rights when applying for work. Have you asked yourself if it is fair to the new employer to take so much time off just after starting a new job? This is a moral conundrum as in law an employer has no right to ask this question, although in reality this may not always happen. I have certainly experienced situations where I have been asked my plans for having children in an interview and I know I am not alone due to my client work. From a moral perspective it is good practice to discuss this with an employer once they have offered the job. It will help you work out if practically it will work for you, and it will help the employer plan for your absence. If you are being brought in to troubleshoot a problem then it may have an impact on the business when you are off work, so it is fair to explore this with an employer.

It’s important to know your rights if things do go wrong so you can be armed with the facts.

Pregnant employees have four main rights:

– Paid time off for antenatal care
– Maternity leave
– Maternity pay or maternity allowance
– Protection against unfair treatment, discrimination and dismissal

You can find out more about your rights here.

If you want help to look for a new job, whether or not you are expecting a bundle of joy, you can contact us here.

Career-change-when-pregnant

Recruitment! Are You Excluding the Best Candidates?

Recruitment! Are You Excluding the Best Candidates?

 

Recruitment – chances are you don’t really enjoy it whether you are an employee or an employer.  If you’re an employee it is time consuming, you build your hopes up, you might have the perfect skills to do the job concerned – but can you put them across in the right way, employers don’t always get back to you and it can be a soul destroying experience.  If you’re an employer it’s also time consuming, you might not get the right person, it’s expensive and let’s face it – you would rather be getting on with running your business and doing what you love than sitting in a room listening to people churn out the answers they have been coached to say!  So for both sides it can be tedious and frustrating.  The recruitment process has been developed over a long time, but what – if anything can we do differently to make it more effective and efficient?
Modern recruitment tends to focus on experience.  Sometimes this is useful as it gives an indication of past success.  Or does it?  Just because someone has done something in the past, it doesn’t mean they made a good job of it.  Neither does it indicate whether or not they did it because they wanted to pay the bills, avoid trouble with their employer, or if they are really passionate about the work they were doing.  What about transferable experience?  Does it count in your process?  For example if a candidate has been employed in a workshop making doors, is this relevant to making tables, or are you going to disregard this in your recruitment?  Experience is no indicator of ability – if the candidate made a door, how well did they do it?  And how are you going to know this from asking them?  Sometimes a quick learner will be able to learn very easily a completely new skill, but have you excluded the best person for the job because they haven’t done it before?
As regards the tedious subject of application forms, the rationale behind their use can be readily understood.  They can make it easier to pick out the information an employer is looking for and all of the applications are in a standard format.  However, they are time consuming to put together, may not transfer over from one role to another very well, and the employer isn’t really seeing the potential in the candidates as they aren’t showing you what they think is important to them, and that might just give someone with potential an edge over the other people.  This of course depends on the job you are recruiting for.  You might need to hire someone with a certain level of knowledge already, or maybe it would be best to take someone with potential and train them up……  Maybe that application form is actually ruling out the best person for that job you are advertising, because the form is so onerous and they have so many other commitments that they decide not to fill it in.  Just think of the people with caring responsibilities who have so much to give but don’t apply because they are too busy working full time and looking after children or other family members in their spare time.  You might think these people would not be committed to your organisation and role, but actually these are the people who need the job the most so if they are treated well and their needs are met so they can do both, then they are likely to be committed and achieve within your organisation.  Covering letters are another waste of time in my view, especially if the application or CV is being sent by email – the candidate has to say something to introduce themselves in the email, yet some employers insist on a cover letter too.  Why?  It is just a collection of words that a candidate feels obliged to write in order to jump through another hoop.  I believe in efficiency, and if it isn’t necessary – don’t ask for it.  I believe in politeness and being respectful towards people and so I can see the argument for asking for a cover letter in some situations – for example it makes sense if you are asking for a CV and then you ask for a covering letter to give the candidates the opportunity to say a little bit more about how they meet the criteria for the job.  So that’s my perspective for an employer.  For an employee I would advise that you follow to the letter what the employer has asked for, even if it seems a little over the top.  If you aren’t going to spend the time following the instructions, it’s not worth applying in the first place.
Lies! Yes, shock horror! People tell lies to get jobs.  The question that will encourage most lies is probably “Why do you want the job?”  Well the real reason will probably be something along the lines of to pay the bills, its why most of us go to work.  So this question is going to get people saying how fantastic the company is, how it is their ambition or whatever else they can schmooze out of their mouth on the spur of the moment.  Why do employers ask this question?  Does the answer to this really tell you about the commitment of the candidate or does it just show you how tired the candidate is of having to make stuff up to try to jump through the hoops of the recruitment process?  If there are more candidates than jobs it is likely that the candidates you’re looking to recruit have had many interviews before this one- don’t forget, it might seem like you’re in charge but it’s actually quite difficult to find someone who will do the job well and fit in with your culture.  Do you really want to put people off by asking irrelevant questions or questions that encourage lies?
I mentioned the imbalance of power already and it is certainly a perspective I’ve come across many times.  Working with job seekers, they often think that the employer has all the power.  But do they really?  It’s actually the case that both sides have an unmet need and both sides have the potential to meet the need of the other.  The best candidates will also judge the quality of the employer and how they might be valued or not in that company.  Who wants to work for a company where they are treated like a number?  Or worse?
There is much current discussion about a skills gap. I believe there is a talent gap and that there is a stagnant pool of employees who are continually recruited into similar roles to ones they have done before when actually they have the potential to achieve so much more – but they’re not given the opportunity.  A candidate might not have experience of something in particular for a variety of reasons, mostly relating to opportunity. The employer should consider the possibility that the candidate may have untapped potential yet to be discovered.
There are so many different ways to find the right people for your company – so you need a strategy over the longer period.  Be creative and less prescriptive – you’re going to get the best people by using considered judgement as well as processes.  What about putting the person into a real situation rather than asking them to talk you through a situation?  What about asking what would they do instead of what have they done?  Recruitment should be an ongoing strategy – not a one off panic every time someone puts in their notice.
If you need help with recruitment, contact Kelly on 07881294894 or email kelly@cygnetnortheast.com