IFA’s, want a Digital Marketer without employing one?

How much business are you losing to your competitors because you haven’t embraced digital marketing? Through my experience the advice companies that embrace digital marketing are generating more quality client leads, retaining clients and hiring the best talent. An IFA I am working with currently had to turn off their leads source as they were generating too much interest! They also increased revenue for their advisers by 100%, and the cherry on the cake was that they hired 2 advisers directly!


Are you a digital marketing manager? Of course not, you are a financial adviser, you’re meant to be doing what you do best- nurturing your relationships and winning new clients.


Do I need a digital marketing manager? The world has changed, your shop window is now online! Communication of your brand is the key to retaining and winning clients, whilst also ensuring you are a recognised stand-out brand in your region. A Digital Marketer will help nurture existing relationships, and help you win new business.


What does a digital marketing manager do?  A Marketing Manager will manage your online and digital marketing, create compelling copy for blogs, newsletters, run email marketing campaigns and social media adverts that generate quality leads. They ensure that you as a brand are being seen by your clients and professional introducers. They work alongside brand managers and website developers, to make sure your online presence is professional and current, and you are being seen.


Sounds expensive? Hiring a digital marketing manager can be expensive, anywhere between £40,000 – £60,000. If you then add on marketing and design costs, you are looking closer to £80,000- £100,000.


I don’t want to hire a digital marketing manager what other options are out there?  It’s all about aligning yourself, and your business, with a forward-thinking company that embraces digital marketing, a business that understands what it’s like to be an IFA and has proven strategies to help your business grow in the online world.


I am working with an innovate business that are embracing digital marketing, so you don’t need to. On top of this, they offer full paraplanning support, complete branding set up, professional introducer training, finance to help your business grow and a retained niche financial planning recruiter that finds the right candidates for your business at no cost to you.  All this for 12.5% pay away for AR’s and 25% for RI’s. This is highly unique, they are only looking to grow to 25 practices and equity is on offer. This is a true IFA run by IFA’s, they are brand new and building on solid foundations that see their advisers increase turnover by 100%.


Call me to discuss recent adviser case studies, and to request a full breakdown of this opportunity.  This is an exclusive opportunity through Recruit UK, you will not have seen this anywhere else.


Isn’t it about time you entered the digital world of IFA?

Want to make money?

Having been at Recruit UK for just over a year, I can safely say that I am very glad I took the rather daunting step of changing my career path completely.


Before Recruit UK, I was an experienced manager in retail, and had been for over 10 years. I was accomplished at sales, but the set up was very different, and it involved a lot more face-to-face sales rather than telephone sales.


I decided that I wanted to get out of retail and find a job where I could make money, but also have a great work/life balance, and not have to work weekends and be in early on Boxing Day for the sales! It was important for me to find a company that I enjoyed being part of and could see myself there for the long-term.


I faced a lot of challenges in my first 6 months; adjusting to new systems, building my confidence around cold-calling, getting to know the team around me and fitting in. I was given a warm welcome though, and encouragement along the way. I’m proud to say that I was awarded the companies “Best Newcomer Award” for 2017 and am now enjoying the rewards of a successful first year in the role.


To be successful in recruitment, you need to have the desire to succeed and make money. You should want to be able to build great relationships, get to know people- you need to be a people person, and have a good amount of tenacity! You should have a passion for working with people and understanding their needs. You need to be able to build quality relationships with colleagues and clients alike.


If you are thinking about going into recruitment, you should know what your plan is for the next few years and how you are going to achieve it. Find a sector that you believe in and know that you can succeed in. It will be tough for the first few months, but if you believe in yourself and persevere it will all be worth it!


Russell Davies, Recruitment Consultant for the Midlands 

Top Ten Tips for Passing your CII AF exam

So, what does working smarter and working harder look like? Here are our top ten tips for passing your CII AF exam first time.


  1. Start early. Few people go into the exam over-prepared. You’ll have done enough exams by now to know how you work best – a steady long-term revision plan or a last-minute cram!  But don’t forget, the CII recommend at least 150 hours of study for a written AF exam (AF7 is 100 hours).  Unless the exam you are sitting is ‘your subject’, most people will need something approaching this amount of time.


  1. Make a plan. Over a 6-week period, this 150 hours amounts to about 25 hours per week. This will need to be planned and structured in around your other commitments. However desperate you are to the pass the exam, get your life/work/study balance right and allow time for family and downtime.


  1. Build in treats/rewards. Some people like revision; most don’t so make sure you reward your commitment to the cause.


  1. Know yourself. Identify where your technical knowledge is both weak and strong. Focus your revision in the areas you are weakest. How do you know?  Complete a practice question at the start of your revision under exam conditions and then mark it.


  1. Know the exam. Each exam does tend to have recurring themes that get tested on a frequent basis, and other areas that only come up from time to time.


  1. You learn by doing.  Don’t just read stuff – this is passive, and most people retain little of what they read.  Write notes, memory cards etc


  1. CII Case study book and RevisionMate.  If you buy a CII case study workbook, for most subjects you’ll also get access on-line to past exam papers, the Diploma level study text and multiple-choice revision questions.


  1. FREE AF past exam papers.  To download three CII past exam papers, click here. Log in (you will need your CII membership number and password), click on the knowledge section on the top of their website, select learning support, past exam guides and choose the
    AF exam guide you want.


  1. Mix up your revision. Learning doesn’t all have to be something which requires dedicated ‘study time,’ you can be learning while you commute, drive or jog.


  1. It’s not all about knowledge. Most people who fail the AF exam will do so because their exam technique wasn’t great; not through lack of knowledge. AF exams, aren’t about remembering lists; they are about applying knowledge. The information provided in the case study is there for a reason – so use it! Ensure that you use those free past CII exam papers to practice your technique. For most people, this is what will make the difference.


Prepare well and be successful first time. Good luck!

What Millennials Really Want in a Company Culture

Attracting talent is a challenge that faces every business owner. Structuring your work environment in a way that is appealing to prospective employees is essential.

An alluring workplace culture is a key to obtaining the young talent needed to stimulate business growth. What follows are 9 ideals that any company should strive for if trying to attract capable millennials.

1. Openness

Transparency in the workplace is something employees crave. A lack of transparency can alienate potential workers and make it difficult for them to understand their prospective role in your business.

When considering a job, millennials want to know both the vision of their soon-to-be employer and what their role will be in actualizing that vision. Being clear about the aspirations of your business and the parts you intend for desired employees to play is vital in establishing an attractive company culture.

2. Excitement

Generating excitement around the projects your business engages in is a difference maker for capable people seeking employment. The aura surrounding what your company does can often motivate employees more than what your company does for workers.

Marketing your goods and services is important when attracting customers, and the same is true when trying to draw difference making employees.

3. Innovation

Doing things differently is intriguing. If your business can revolutionise an industry that is fantastic, but even if it can’t, figuring out how to make what your company does or how it operates distinct separates you from competitors.

When choosing a new job, capable employees will gravitate towards new and unique over ancient and commonplace.

4. Mentorship

Good workers want to do good work. Making it clear that your employees have the guidance necessary to excel in their role is huge. A workplace culture that includes mentorship opportunities for new employees is a more comfortable choice for those that care about the quality of their work.

5. Positivity

Optimism is attractive. A culture that breeds hope and confidence in the future is ideal. A positive outlook on what the future has to bring inspires prospective workers to envision themselves as a part of your bright future.

Talented people strive to be better and making it clear that your business expects greatness makes it easier for talented people to foresee themselves as your employee.

6. Speed and efficiency

If you are trying to attract difference making employees, show that your business makes a difference by realizing goals promptly. Showing that your company achieves its goals quickly lets prospective workers know that they can make a real impact.

No one wants to be a cog in a slow-moving machine. Creating a culture that values speed, efficiency and a productive work environment will attract people that are speedy and efficient.

7. Flexibility

Capable people who are confident in their abilities desire freedom. Working for a company that values its employees enough to allow them to approach work the way they want is desired.

One can instantiate workplace flexibility in several ways, for example, freedom to adjust one’s work schedule or approach to assignments.

8. Trust

Illustrating that your company trusts its workers makes it a vastly more attractive environment. Employees strongly desire trust. Making it clear that you have confidence in your staff’s ability to efficiently complete tasks is essential when trying to attract talent.

Showing that you are willing to rely on the judgment of those that work for you entices people who are confident in their decision-making ability.

9. Responsibility

People who are good at what they do want to be able to show it. If a company does not provide its employees with real responsibilities, then it is overly challenging for workers to prove their worth. A workplace that has individuals responsible for concrete aspects of the business is far more appealing than those that do not.


Enticing productive workers is no easy charge. One of the first things the desired job seeker evaluates when selecting employment is workplace culture.

Designing a company that appeals to the core desires of potential workers is mainly about balancing a clear an optimistic vision for your company’s future with respect for individuality and trust in your employees.

Brad Mishlove, CEO and founder of Catapult Groups, an executive coaching organization is committed to inspiring business owners and entrepreneurs by keeping them accountable for their own success through peer advisory groups and one-on-one executive coaching.

Elements of an inspiring ‘work for us’ page on your site

The war of talent is hotter than ever right now in the Financial Services industry. Over the last 20 years, our jobs and careers have been dramatically transformed. There seems to be much more of a desire to be a part of a mission rather than a safe lifetime career at an established organisation. Employees are also far more likely to jump from one opportunity to the next.

To attract the best talent to your company, candidates must be convinced to buy into your mission. Here at Recruit UK we believe this starts with a compelling ‘work for us’ page on your website. This is the first thing the candidate will see when searching your business online, it also allows the potential applicant to discover why they would want to work for you- this is your chance to sell your firm!

One of our consultants had an awkward conversation with a client of ours the other day, where after searching their organisation online, found a very uninteresting and unengaging ‘work for us’ page. Our consultant had to explain to the client that this page is your chance to showcase your company, your benefits package, your mission and what it’s like to work for you etc- You want people to buy into your brand- Why is your firm better than their previous firm? What are your unique selling points?

It is our job as recruiters to sell the role and your firm to the candidate, however a candidate will always do their own research, using your website to support what they have been proposed.

Here are 9 elements of ways to inspire your “Work for us” page, that you can use to attract the very best talent to your company.

1)      Benefits of working for you

What are the benefits of working for you? Do you let your employees set their own schedule? Are you flexible with giving them the freedom to work when it suits them? Do you promote a work/ life balance? Not only does this make for a better working life but it also allows you to get the most from your employees when they are most productive. If this is something you offer- broadcast it on your work for us page.

2)      The unique selling points of your company

Not everyone is entirely financially motivated. Do you offer unique opportunities to your staff? If your employees hit target, do you have monthly/ quarterly and yearly rewards? Maybe you offer a company holiday as an incentive? Other unique selling points could be extra holiday hours, bonuses, training schemes, support systems you have in place, state of the art technology, company discounts etc

3)      Your vision

Part of being satisfied in your work is the on-going achievement and reaching for a goal. It allows a group of talented people to work together every day to work towards a vision and be rewarded financially along the way. Vision is an important aspect of the future growth of a company. Without a clear vision, you are unlikely to attract the best talent as people want to know what they are ultimately working towards.

4)      Design to your strengths

If you already have incredibly talented people working at your organisation, utilise their strengths to create a really unique “Work for us” page. Showcase your top performers and include referrals from clients. Talented people want to surround themselves with even more talented people, so play to your strengths.

5)      Appeal to specific people you want to work for you

You may be looking for a specific person to join and grow your company. You could do this by highlighting the specific skills you are looking for. By appealing directly to them, instead of having a generic careers page, you have a much better chance of securing the services of the very best people.

6)      Show off your office space

Having the opportunity to work in a relaxed and comfortable environment will be a huge appeal for anyone who has previously worked in a depressing office. Talented people want to be excited to come to work and spend the majority of their time in a place they enjoy. If you have a beautifully designed office space, show it off!

7)      Highlight your fun side

The best jobs are a mixture of accomplishing goals, doing exciting and fulfilling work and having fun along the way. If you can show your company’s fun side, and show that your current employees enjoy and are happy in their jobs, you will attract people who really want to join the team, and not just pick up a pay slip.

8)      Join the ‘family’

As an employee, you are going to be spending more time with your colleagues than you spend with your family. As an employer, you need to show that your team has that family vibe, where everyone is in it for the right reasons and there will be the support and guidance any potential applicant will need. If you can make joining your company feel like joining a family, applicants will be far more likely to want to work for you.

9)      Become a part of something huge

Everyone wants to feel a sense of pride when they talk about their work, and feel truly happy with the path they are on. You don’t have to be a huge firm like Google to make a change in the world. Small companies can produce amazing work too, and make a difference in the lives that they touch. Being a part of something exciting is one of the biggest appeals for a candidate looking to join a company, so make sure you mention this on your page!

Recruiters have PSL’s too

Recruiting for your company/ team is a time consuming and costly exercise that I’m sure you’d prefer to avoid.  Whether you are recruiting due to replacement or growth, getting the recruitment process right is crucial. A bad recruitment process can see businesses hire the wrong people, miss out on the right people and worst of all, give candidates a bad first impression of your business.

When I first came into recruitment, just over three years ago, my boss kept repeating the same three words to me, “Time Kills Deals”.  I initially thought that this was one of those cheesy, motivational management sentences similar to “The early bird catches the worm” and the “more sausage meat put into the machine, the more sausages”.  How true all of these sentences are in recruitment… but for the purpose of this post, I will focus primarily on “Time Kills Deals”.

It didn’t take me long to realise how true it is that Time does indeed Kill the Deal and there can be many factors that create this time that you need to be aware of and manage effectively if you want to attract the right people to your business.

  • CV Review
  • Shortlisting process
  • Interview Process
  • Offer negotiations

Prior to entering the above stages, you’re likely to have sat down with colleagues to discuss who or what is needed within the business, the role/s and responsibilities, induction, training and development, hours and budget.  You will have written a job specification and an advert and may have passed the word around to existing employees to see if they can ‘refer’ someone into the business.

If taking your vacancy out to the wider audience is necessary, which in most cases it is, further decisions need to be made.

  • How do you attract suitable Candidates?
  • Does your business recruit directly or, do you seek assistance from a recruitment consultant?

There is always going to be a number of roles that are difficult to fill.  This can be due to a lack of capable talent and in our world, that can be excellent Financial Advisors/ Investment Managers with a large book of clients with transferable assets and or paraplanners.

It could be that the issues with filling the role are that it’s a high volume, high turnover role whereby you require a constant stream of suitable candidates.; Or, it could be that the role is highly attractive and therefore you receive a high volume of applicants that all need to be reviewed and considered.

Certainly, a niche specialist recruiter will help significantly with all of the above.

When filling a role that is difficult due to the lack of available talent in the industry then the niche recruiter will have the advantage of having contacts within the industry.  They’re likely to know who is looking to make a move; will have the ability to approach suitable candidates who are working for competitors who may consider a change as well as be able to push advertisements and target the right market easily.

Any recruiter worth their salt will be fantastic Marketeers and Development Managers and know only to spend time where they believe that they can make placements and ultimately money! Which is why working closely with your chosen recruitment partner is so important.  We run our own version of a ‘PSL’ working primarily with clients who converse easily, take time to provide us with a full job brief and specification.  When a client on our ‘PSL’ gives us a job brief, we will prioritise their recruitment, ensuring that we have resourced for the role fully and aim to provide either suitable candidates or appropriate feedback.  The Clients that make our ‘PSL’ are those that are open to the MI that we provide and make decisions based on that intelligence and who understand the importance of a slick interview process that is co-operative, decisive and constructive.

Businesses that respond quickly will generally successfully snap up that sought-after candidate.  The speed and organisation will impress and ‘woo’ the candidate, will not allow competitors that are slow off the mark chance to react; and because they are well informed by their recruitment partner, will be able to pitch at the level that is right for them and hopefully the candidate in order to remove them from the market.  An additional note here is that the right pitch may not always be a higher salary, for a lot of candidates that we work with, it’s flexibility and benefits.  A good recruitment partner will be able to guide you on this throughout the process.

Businesses that fail to respond in this way will be at risk of losing top talent and suitable candidates to their competitors who are equally on the lookout for similar individuals.  A bad result for both recruiter and client.

High volume roles are invariably difficult for businesses to fill and can put a lot of stress on the hiring manager due to the time that it takes to review CV’s, interview, hire, train and develop and then potentially lose a large percentage of their intake to have to go through the whole process again.   The results of a poor recruitment process can see understaffed teams feel pressured and stressed, they may feel unsettled due to a large amount of movement and there is likely to be a lack of team dynamics as well as lack of career development.

Again, working with your chosen niche recruiter can have a lasting positive effect on the whole process.  When working on large volume roles we will try to stockpile suitable candidates for that role in particular, based on the knowledge gained from previous placements.  Having worked on the role previously, we will be fully versed on the interview process, what is expected in the role and of the candidate and therefore will present a selection of strong CV’s on a regular basis.

The only prevention of this process can be when a client instructs too many recruiters to work on the role.   The pool of candidates available is only so big and too many recruiters sending out the same message can make the business look desperate.  Candidates may get the wrong impression of a business if they believe that the company has a high turnover, and candidates who are being approached by many different Recruiters year on year may see this as a turnover issue.

Working with one or a select number of recruiters who understand the business will see them discuss and dis-spell negative views, tell positive stories and eventually turn a bad reputation into a good reputation with a strong story.

Another issue caused when working with lots of Recruiters on high turnover roles is a high number of applications and duplicate candidates.  Recruiters enter into what we call a ‘Bun Fight’, and rather than select candidates specifically for the role, fire out CV’s quickly to gain candidate ownership.

Working with your niche recruiter will see the recruiter spend more time working consultatively with each applicant before sending their application/ CV to you.  The client receives fewer but more relevant CV’s.

When I advertise an attractive role, which in our world is anything with Trainee or Home Based written in front of it, we can guarantee a high volume of applications and we are sure that this is not different for you.

Most trainee roles still require candidates to have some level of education or experience, but most applicants will not meet this criteria.

Your niche recruiter can act as a barrier between you and the applicants.  The recruiter can quickly sift through The Good, The Bad and the Ugly and only introduce those candidates who would be of genuine interest to your business and who are genuinely interested in your business.

Ultimately, a niche recruiter will be a perfect recruitment partner, an extension of your own business, assisting you with the recruitment for your business.  It will be a trusted relationship with great lines of communication between the Recruiter and your Hiring Managers.

Recruit UK are happy to work consultatively with businesses and will add businesses to our ‘PSL’ when we believe that we can work beneficially for and with all involved.  it’s not a list that is reviewed annually as we are flexible; we are always looking to grow.

If you are interested in discussing your current recruitment process to see if we can suggest improvements, or if you’d like to implement some changes in order to work with us successfully moving forward then we can come out and meet with you, discuss your recruitment needs for this year and onwards and discuss the current market, the likelihood of filling your recruitment needs as well as discuss our terms.

Large Vs Small Organisations – What’s Your Fit?

Big organisations offer some big benefits—generous perks, bigger salaries, fancy offices—but when it comes to professional growth, bigger doesn’t necessarily mean better. What small businesses lack in flashy perks, they more than make up for in career opportunities. And when it comes to getting noticed, the smaller the stage, the greater your chances are of stealing the scene.

There are advantages to working at both “small” companies (generally considered to be businesses with fewer than 100 employees) and “large” companies (those with more than 500 employees; “mid-sized” organizations fall between the two).

Unless you have a concrete reason behind leaning toward one over the other, it’s best to apply to companies of all sizes when looking for a role.
Here are some of the major differences you’ll notice:

Staff dynamic

Employees at a small company will usually get to know each other better and often develop a sense of community and teamwork. They may also find it easier to develop relationships with most or all of the people at their office, which can be great for fostering a positive work environment.

At large firms, staff are more likely to work in teams within departments or even different offices. They often build strong relationships with the people they work closely with and become acquainted with other staff members (this can be very helpful for networking).

Levels of responsibility

Those who work at a smaller company may have more individual responsibility. A small team of employees means that there are fewer individuals responsible for the company’s operations, so the share of responsibility is greater.

In general, a company’s size determines how much of a role an ordinary employee has in both the organisation’s successes and failures. At smaller companies, there’s potential for more recognition when things go well – and more accountability when they don’t.

Job descriptions

Along with a greater portion of responsibility, employees of small companies also have more varied workloads. One person might be responsible for managing several portfolios or platforms, while someone with a similar background at a larger organisation may only be responsible for one or two projects, working as part of a larger team.

There are pros and cons to both! At a large company, you’ll likely find a more established internal structure with clear delegation of responsibility and the opportunity to focus intensely on a small number of tasks.
Get to work in a smaller organisation, and you’ll be responsible for a more diverse and fluid role. This can be great for gaining new experience and growing professionally.

Mobility and stability

Companies with more employees typically have more opportunities for advancement within the organisation. These opportunities can be both vertical (moving upwards in the company’s management structure) or horizontal (moving into a different department or area at a similar level).

In comparison, staff at smaller companies can be more stable – it’s less likely that employees will change positions internally, so unless they decide to leave the organisation, the company’s internal structure is not going to change as often.

Employee benefits

Large companies can sometimes offer their employees more comprehensive benefits and higher salaries because they generally have the resources to do so.

However, working in a smaller office can come with other perks. Companies with fewer employees might have more personal staff outings and get-togethers or celebrate birthdays or holidays, this can strengthen team dynamics and create an environment where employees genuinely enjoy working together. It’s also much more common for employees of small (or new) companies to own equity in the company, which means their hard work is directly tied to an increase in value.

When it comes to an ideal company size, there’s no “right” answer – it’s important to take time to reflect on your personal and professional priorities to understand which space might be better for you. If you would like a conversation around your ideal company fit and your next career move, feel free to confidentially contact one of Recruit UK’s specialised recruitment consultants on 01179-45040.

How can a bad hire destroy your business?

Regardless of whether your business is large or small, it is just as susceptible to the devastating impacts of a bad hire! Although they initially impressed you in the interview, under performing employees pose a serious threat to your business.

Your new employee misses deadlines, falls out with colleagues, disregards the organisations mission and values, and does the absolute minimum in the office. Think back to when you met them in the interview, were there any warning signs?

Its crucial to recruit the best!

Your business loses more than time, money and effort by recruiting, hiring and training people who perhaps shouldn’t have been brought on in the first place. You must also deal with the havoc that the “wrong” employee can create: the business you may lose when that individual interacts with customers, the cost you incur when you have to repeat procedures that were handled ineptly and the pressures on other employees who must pick up the slack.

The wisest hiring advice put in the time and effort on the front end to make sure you have the best available pool of applicants for every job opening. And determine whether you have good procedures in place for evaluating candidates.

Loss of productivity

A lot of time is wasted with an employee who cannot to their job effectively. Your organisation may be investing the same resources into the new hire, as they did with the previous employee in the same role, but seeing significantly less output in return. Over a period of time, this can have a real impact on results and the overall performance of the team.

When faced with a struggling colleague, other employees may start assuming other duties which aren’t really in their job description. This not only impacts their own performance and productivity at work, but their ability to keep appointments, hit targets and maintain standards.

Lower staff morale

If a bad hire is working at below capacity – due to a lack of skills or motivation – this can quickly have a knock-on effect to the rest of the workforce. One of the first things to take a hit may be staff morale. If employees are asked to pick up extra tasks for a struggling colleague, yet still receive the same salary, it can cause tension and potentially conflict.

A bad hire who has a negative attitude towards work can have a knock-on effect on staff morale. If they are unable to fit seamlessly into existing teams and get on with their colleagues, it can ruin the atmosphere in the office. This potentially impacts on how much employees enjoy doing their jobs, and the likelihood they will stay with the organisation for the long term.

It will cost you to find a replacement

It costs money to hire employees and then replace them. Organisations need to create job descriptions, advertise roles, read through CVs and application forms and carry out interviews. All the while, they may be operating short-staffed due to a lack of capacity in the office. Even after the new employee joins a company, there is onboarding expenditure to consider, plus the fact the recruit may not be as productive as the experienced person they replaced.

There’s no doubt that poor recruitment decisions of a bad hire can have long-term impacts for organisations – and fixing an underperforming employee can take some time to set right. To overcome a hiring mistake, it may be necessary to reallocate people and resources, invest in further training, or in the most serious instances, let the employee go.

If you are a client worried about the time and financial investment of recruiting, then speak to us about how we’ve helped our clients recruit in a timely and cost-effective manner whilst limiting the risk associated with that hire leaving. We work with Financial Planners and Back Office support staff to find their ideal jobs, we also work closely with firms to enhance their recruitment strategies and partner to drive outstanding candidates to your business.  Feel free to contact us to find out more on 01179 450450

January Blues? Maybe It’s Time to Quit Your Job

Are the January blues hitting you hard? If that negative back-to-work feeling you thought would pass hasn’t let up, it might be time to quit your job.

On Monday the world faced the most depressing day of the year: Blue Monday. Whether you believe the day is true or just a load of bogus science, there’s no denying that January can be a hard month for everyone. With longer nights combined with bad weather and the fact that just about everyone is skint, your mental health can suffer. But, it might not just be the weather that’s making you feel sad, it could be your job.

  1. Stop and Evaluate

Have you been evaluating whether your job/company is really for you over the festive break? You’re not alone. After all, January is when most employees feel demotivated and fed up at work. If you face the Sunday blues every week, you should be taking a hard look at your job. While a little bit of Sunday night blues are normal, if the thought of Monday make you anxious for the week ahead it’s probably time to quit your job. Don’t wait for the weekend to free you from work, free yourself now.

  1. Don’t Get Stuck in a Rut

Do you get excited for a coffee break just so you have a few minutes to yourself? Do you take a sigh of relief every time you see the office empty? The company culture might not be for you. It’s easy to dismiss frustrating colleagues, weak company culture, and nagging bosses, but don’t get stuck in a rut where the annoyances become the norm.  You might believe that every company will have an aspect of the culture you dislike, but that’s not necessarily true. Company culture is increasingly important which means it’s much easier to find a company that fits with your values. So, don’t put up with a culture that doesn’t reflect who you are, take the leap and quit your job.

  1. Chase Your Dreams (No, Really)

When faced with the reality that your job might not be for you can be daunting. You might be thinking, what are the next steps? Utilise the fear of uncertainty to chase your dreams. It might sound cliché and, to be honest, it is but that doesn’t mean you shouldn’t try. Stop feeling ‘comfortable’ in your job, it’s not always a positive feeling. Comfort can lead to complacency. Find a challenging role that let’s your creativity and potential flourish.

  1. Keep Trying

Once you’ve realised you’re dissatisfied, it’s time to quit your job. Remember that quitting doesn’t equal failure. Taking action when you know your time is up is commendable and it is certainly not a risky move for the rest of your career, quite the opposite actually. Quitting your job is the first step and after that you’re likely to face another stressful step; job hunting. Searching for the perfect job can be hard, but Recruit UK are here to help!

Are you looking for a change, or looking to progress within the Financial Services industry or develope a career through jobs as an independent financial advisor (IFA)?

Here at Recruit UK understand your role as we only recruit in the Financial Services sector, we are niche specialist. By dealing with one sector we consider ourselves experts in your field. We understand average salaries, which companies have the best packages, work life balance, career opportunities and who have the best processes and systems.  We can improve on the simple things for you like your commute time to work, simple things that only an expert who works day in and day out recruiting in your sector and region would know. Let us do the hard work for you, call one of our specialist recruiters confidentially today on 01179-450450.

The job route to becoming an IFA Adviser or Paraplanner

Are you at the beginning of your financial services career and want a job as an independent financial adviser or IFA. What qualifications and route do you take and how do you get from A to B successfully?

Finance, Business and Economic graduates leave University without guidance on the different routes into the industry. They may study through a specific examination body to gain Level 4 status, but not always in their desired field, and have to find a way to bridge the gap in order to give full financial advice or specific investment advice.

Other candidates who are looking to get into the industry self-fund their exams and may look for the cheapest and easiest route to gaining the level 4 diploma in financial planning, but may come up against a stumbling block with potential employers for having taken a less desirable exam route.

Most employers will not pay more for candidates who have taken it upon themselves to gain qualifications without experience, opting for candidates with experience instead.  With this in mind, are candidates better off finding an entry level role in a company that offers full exam support in-line with the company’s preferred examination board?

What entry level role should you take? And, what should be your key considerations?

We often work on two different types of entry level positions – Jobs as a Trainee Financial Adviser or Administrator within a financial services firm.

Starting in an Administrator position within a Financial Services job environment will generally be a long- term strategy to get where you want. To be credible for future employers you will need to spend a minimum of two years within the role or with the company to show commitment to your chosen profession, employer and training and development.  If the employer is helping to fund your study and qualifications towards gaining the Level 4 Diploma, its’ important to assess the type of company that you will be employed by and what the qualification will allow you to do once achieved. This could have a bearing on your next move internally or externally, for example, we often have clients that will not consider someone with the level 4 Investment advice diploma for a paraplanner or Financial Adviser role.

Most administrators would see it as a natural step to move into a paraplanner role to support financial planners before stepping into a financial planner role themselves. This allows’ them to get closer to the financial planning process, carry out analysis, make recommendations and potentially gain exposure to the client. Dealing with real life client situations allows’ them to practice their knowledge and gain experience. A lot of employers may encourage the Paraplanner to take further qualifications working towards becoming a Chartered Financial Adviser. The career route could take 4 -5 years before the opportunity to give advice arises.

The entry level Trainee Adviser role is often open to Graduates with a relevant degree (Finance/Economics/ Business) who are looking to get into the industry and develop into an Adviser. From an early point, the trainee adviser will shadow and assist a Financial Adviser whilst gaining the relevant qualifications. The trainee role will develop the soft skills, business development and sales skills required for them to successfully develop a client book and become a Financial Adviser. This is normally a 1-2 year process, and the employer will have a development plan in place to help them transition into an Adviser.

We had an interesting conversation this morning with a client who believes that Advising and Paraplanning are two separate careers and should be treated as such.

The skills and personality required for one is the opposite to what is required for the other and therefore, they are less inclined to take someone on for an adviser role, who is coming directly from a paraplanning role.

An ambitious administrator with the level 4 diploma or someone who has the level 4 diploma with Client Services or Business Development experience from another Industry would be more attractive to them than someone who has developed their skills through the paraplanning route.

Indeed, we agree, a job role as a Paraplanner is now a worthwhile career option and we are glad that it’s being recognised as an important role within the industry. Paraplanner jobs in London are now being paid in the region of £50,000 and across the rest of the UK up to £40,000.

It’s important when thinking about your career to consider your timescales, how long you think you will take to complete exams? At what point in your career you wish to advise? What sort of working hours you want? What working environment you prefer? How much you want to earn?

We can have a discussion with you to assist you with some important decisions and guide you on your career path. We work with a wide range of clients who have different opinions on their ideal candidate and we are confident about making the right match that will suit your career development, working to your timescales and desires.