Whether you are part of the three-fifths of job hunters who are unhappy in their current role
due to culture or salary or find yourself needing a new job due to redundancy or relocation,
job hunting is a part of life, and having the right tools to navigate it effectively can make it a
lot more pleasant!

In this blog, we will be answering some recruitment questions and providing some expert
tricks and tips for finding your ideal job, including

How can you use recruiters when job searching?

Recruiters are experts in job hunting and networking and usually operate within a specific
industry or niche, making them the best people to contact when you are looking for a new
role.

After all, if you had no experience fixing cars, you wouldn’t just rely on your ability to make
the repairs - you would visit a mechanic, and it’s exactly the same with job hunting.

Seeking out the advice of a recruiter and building a relationship with them can be the
difference between getting an interview and not.

How do you find the right Recruitment Agency in Glasgow?

There are over 138 recruitment agencies in Glasgow alone, so finding the right fit for you
and your career is crucial.

Finding an agency that specialises in the field you are interested in is the first step to finding
the perfect recruitment consultant for your journey.

Lusona Consultancy is proud to have specialists across a range of different industries,
including accountancy & finance, legal, HR, audit & risk and many more niche areas.

How do you create an outstanding resume and cover letter?

CVs should always be tailored to the role you are applying for as it is almost impossible to fit
every single piece of experience you have onto your CV.

During your introductory call, you will be able to go through your experience in detail with the
consultant.

As they recruit in the sector you are interested in, they will be able to pick out the nuggets of
skills gold that their clients are interested in adding to their team and will advise you on how
best to include them in our CV and cover letters.

This will also allow them to add these to your profile on their system, so you pop up when
they are searching for potential interviewees.

How can you overcome job search rejections?

No matter how well the interview went, the chances of not getting the job are still quite high.
Rejections are hard, especially when you have invested time and effort into practicing,
researching, and potentially traveling.

Asking for feedback from the recruiter is an important step that a lot of people don’t take.
Recruiters can follow up with the hiring manager or decision maker to find out why they went
with the selected candidate identify any knowledge gaps and give you pointers on how you
could improve your interview performance, making rejections an almost positive thing.

Take your job search to the next level and connect with our Lusona consultants today!

 

TL;DR
• Recruiters are experts in job hunting and networking and seeking their advice
and building a relationship with them increases your chances of being hired.• Finding agencies that specialise in your field of interest by using Google, and
connecting with them on LinkedIn, can boost your network and is a great way to
get started.

• Discussing past experiences with the consultant can highlight relevant skills that
you didn’t know to mention, and help to tailor your CV.

• Asking for feedback and learning from it to improve future performances is a
positive way to handle rejection and gets you one step closer to your goal.

It is estimated that around a third of employees are looking for a new role, which in real numbers looks like 9.8 million people in the UK who are actively looking to over on from their current employer, according to a study conducted in March 2023.

However, between March and June 2023, only a tenth of this number of jobs were available in the UK, making the job market pretty competitive, especially in certain niche sectors.

In this blog, we are going to investigate:

Understanding Job Hunting in the UK

Job hunting is not an exact science, and every sector has a different approach to recruitment.

In the UK, statistics show that only 2% of applicants will be taken forward to an interview, and on average hiring managers will only interview 6 candidates for every one vacancy.

This means that standing out is crucial to success.

Along with finding the right opportunities that will help you to stand out and show off your unique skillset, utilising the right job boards and buzzwords will ensure that recruiters and hiring managers consider you for your dream role.

Below we are going to explore the benefits of the top three job-hunting approaches:

1 - Leveraging Job Hunting Sites

Back in the day, help-wanted adverts were displayed on notice boards in libraries, local shops, or printed in the newspapers, so anyone looking for work had to do a lot of literal leg work to find a job.

In the online age, however, finding a new role is usually quite a sedentary challenge and involves a lot of scrolling!

Job sites are the new notice boards and are getting more and more high-tech.

On job hunting sites like Indeed, CV Library, Monster and Reed, you can save a standard CV that is linked to your profile so hiring managers can find you through a simple search.

When applying for roles, you can utilising the ‘favourite’ list and save jobs as you scroll to come back to you later so you can tailor your CV.

This process can be very labour intensive, draining, and lonely though.

2 - The Power of Networking

Dropping CVs into places that job seekers wanted to work was also a common ploy of times gone by (who hasn’t had the ‘why don’t you drop your CV into X, Y, and Z’ speech from their parents?) but this approach is not likely to succeed in careers such as law, accountancy, or engineering.

This is why expanding your professional connections can be one of the biggest steps to your dream job.

In fact, 70% of jobs are never published and 85% of vacancies are filled through networking.

LinkedIn is a great place to start and gain confidence in ‘cold messaging’, but attending networking sessions locally, job fairs and industry-specific seminars are an even better way to get in front of people who could be making their company's next hiring decision.

This does, however, take a lot of time, patience, and the ability to play the long game.

3 - Using Recruitment Consultants

Using a head-hunter or recruiter to find your next role can take a lot of stress and pressure off the job hunt process.

Recruitment consultants have the ear of hiring managers, contacts across a wide variety of industries, and insider knowledge on the job market, hiring practices, and work on a commission basis, meaning that they are just as invested in your success as you and can provide key job search help.

 

The Top 3 Dos of Job Searching

1 - Do follow companies you're interested in and check their careers page on their website regularly

Following businesses that you would like to work at on their social channels can allow you to be an early applicant when they are looking for the next great hire.

2 - Do contact recruitment consultants

Recruitment consultants know the market better than anyone else and can sometimes have exclusive access to roles that are not advertised publicly.

Along with giving you a foot in the door, they can also advise on CVs, point you in the right direction for what to include on your cover letters, and give your CV a once over before it goes to the hiring manager.

It is also a good idea to make sure your LinkedIn profile matches your CV!

3 - Do ask for feedback.

If you don’t get the job, don’t see it as a waste of time or be too disappointed. Requesting feedback from the hiring manager directly or through your recruitment consultant is instrumental in improving your interview technique or pinpointing the areas that you need more experience in.

Top 3 Don'ts of Job Searching

1 - Don’t make basic errors on your CV

Check spelling, contact information, and formatting before sending your CV, especially if you’ve recently made an amend or addition.

2 - Don’t limit yourself to job boards

As discussed above, networking and recruitment consultants can open up a lot more doors than just scrolling through job sites, giving you a lot more exposure to the jobs that you might not know about otherwise.

3 - Don’t burn yourself out

Looking for a job is hard. It takes a lot of time, energy and can have a negative effect on your mental health if you get rejected, especially if it keeps happening.

If you feel like you’re struggling, take a break. Don’t constantly scroll online and don’t start panicking and applying for everything. Reach out to recruitment consultancies specialising in your desired industry and let them do some of the heavy lifting!

In Conclusion

In today's competitive job market, successful job hunting requires a strategic and proactive approach.

Understanding the intricacies of recruitment, such as the low interview selection rates and the significance of standing out, is crucial.

Job seekers must embrace the power of job-hunting sites, utilising platforms like Indeed, CV Library, Monster, and Reed to save tailored CVs and stay updated on potential opportunities.

Networking is another key aspect, with many jobs being filled through personal connections.

Leveraging platforms like LinkedIn, attending industry-specific events, and introducing yourself to recruitment agencies can significantly enhance your chances of finding your dream role.

Need help with job hunting?

Speak with our expert teams and find the right job for you.

 

TL;DR

 

Let’s start with a quote.

‘Perfection is boring. Getting better is where all the fun is’. (Dragos Roua).

I am conflicted here. Quarter of a century in recruitment and in the fourth of worrying ‘boom and bust’ cycles over this time I hold rigidly to my view that finding a ‘perfect candidate’ is as hopeful as finding a unicorn. I have told hundreds and hundreds of clients this over the years. They listen but nonetheless continue the search.

We need to clarify the definition of ‘perfect’ when it comes to hiring new employees.

Let’s work on the definition and how best you can fit it.

There are three perspectives in any recruitment process. Yours, your recruitment Consultant’s and the potential employer. To succeed you must always remember this. By ‘succeed’ I mean achieving the opportunity which gives you all the best options and all the best outcomes.

Your perspective should be about opportunity and nothing else. A 20% salary increase sounds excellent – but is it? Imagine your career as a three-dimensional situation. Salary and benefits are but one dimension. The others are opportunity to develop and learn and quality of life. Salary hikes are always a short- lived phenomenon. The market always corrects itself. Then what?

Now, your recruitment expert – assuming they are of the highest quality- which at Lusona they are – wants just these things from you; -

  1. Honesty and responsiveness at all times. Don’t ignore calls or messages. It never ends well.
  2. Listen to advice and discuss any concerns or disagreements.
  3. To understand your real end game. What is it? More money? Better location? Better title? Part time hours or flexible working? Less travel time?

Your potential new employer often is chasing the impossible dream of perfection I mentioned. The best employers are not filling roles in the ‘here and now’. The best employers are planning where you can be in three or five years’ time in their Organisation with their support and direction. A recruiter makes an introduction. The employer makes the decision. The best employers don’t just fill vacancies, they make an investment. In you.

So – have we defined ‘perfect’? No. In recruitment it doesn’t exist. Is there a perfect career? I doubt it. Contentment is possible in all fairness. After all, the majority of people would rather not have to work at all but darn those pesky bills!

Surveys say that 70% of employers will look up candidates on social media, but when it comes to recruiters it’s more like 100%.

And if you think that whatever employers and recruiters find when they search for you online won’t have an impact on whether you get hired, you’d be wrong. 54% of employers say they’ve pulled a candidate from their shortlist based solely on their social media presence!

In a nutshell: Use social media wisely and it can do great things for your career, but use it thoughtlessly and it could do your professional reputation some serious damage.

Here are 8 ways your social media presence (past and present) might be hurting your career – and what you can do about it.

1. You’re complaining about work

Posting negatively about previous or current customers, colleagues or employers might get you lots of engagement on social media (for all the wrong reasons) but it reflects terribly on you.

Online rants are never a good idea. Sure, they might help you blow off some steam when you’re angry about something, but reacting emotionally and badmouthing people (even if anonymously) is so unprofessional.

Think about it: would you want to work with someone who complains publicly about their job? If you need to rant, phone a friend instead.

2. You have an unprofessional username

If you think employers won’t be looking beyond your LinkedIn account, think again. With a quick Google search, recruiters can easily trace your personal accounts too, and some employers even outsource social media screening for a thorough vet.

You have two choices here: either ensure your account names are fit for job hunting (so no ‘:|AngeL*B*tch|:’ or ‘Big Billy Boy’) or change your privacy settings so that your social media profiles aren’t traceable on search engines.

And the same goes for email addresses and Zoom usernames too!

3. Your posts or comments are inappropriate

Again, you might think that posting controversial stuff on LinkedIn gets you lots of attention, but it only attracts the wrong kind of attention.

Posting anything that might be considered offensive should be a big ‘no’ on any social media platform, and try to keep your LinkedIn content particularly professional.

Same goes for posting comments too. Remember that if you comment on a LinkedIn post, that post will appear in the newsfeed of everyone you’re connected with, even if they don’t follow the original poster.

The main lesson here is that if you’re ever second thinking a status update or comment – don’t publish it.

4. You have bad spelling and grammar

This might sound a bit petty but even on social media, spelling and grammar matters. As much as 66% of employers admit they look negatively on poor grammar or spelling in social media posts.

The reason for this is that it suggests lack of attention to detail. So take your time when posting, and use an integrated tool like Grammarly to keep your spelling and grammar in check. These tools will automatically flag any errors in the status box before you post.

5. You post info that contradicts your CV

This should be fairly obvious but it’s so crucial that your work history on LinkedIn reflects what’s on your CV.

If a recruiter notices any discrepancies, this looks to them like you either lied to get on the shortlist for a role or that you lack attention to detail – and neither is good.

Spend some time going through your LinkedIn and cross-referencing it with your CV. It could save you an awkward conversation and even improve your future job opportunities.

6. Your profile pic is unprofessional

Got an old Bebo or MySpace account you don’t use anymore? A Facebook account from way back in your uni days?

It’s likely there are a few old social media accounts floating around the web that you’ve forgotten about.  And it’s even more likely that these accounts will have profile pics you wouldn’t want an employer to see.

Have a deep search online and delete any old accounts you’re not using anymore. For those accounts you don’t want to delete, make sure you change your privacy settings so the profile pics are appropriate (or at least hidden to the public!).

7. You’ve shared info about a job offer

As recruiters, trust us when we say that the job is certainly not ‘in the bag’ when you get an offer from an employer. Unfortunately, lots of jobs still fall through before start date.

This is why – as well-intentioned as posts like this can be – you should never share any information about a job offer or a hiring process before you start the job.

It’s not unheard of for an employer to retract a job offer because the candidate has posted unprofessionally during their notice period.

If in doubt, just ask your recruitment consultant for guidance. That’s what we’re here for!

8. You’re posting too often

We know the advice on social media activity can be a bit confusing. A lot of sources say you should post frequently on LinkedIn to help build your network and reputation as a professional. You’ve probably also been told to comment and engage with other people’s posts as much as possible too.

But there’s a balance you need to strike. If it looks like you spend too much time on social media platforms, posting and commenting at all hours of the day, this is a red flag for employers.

Give yourself a specific window in the day for working on your social media presence (preferably outside working hours) and stick to it.

What does your social media say about you?

So now the question is: What does your current online presence really say about you as an employee?

Take some time to look through your social media account web search in public mode to see what employers see (open a new window in ‘incognito mode’ to view this) and make any necessary changes.

If you need some help auditing your social media presence to get ready for the job market, we’d be happy to help!

Contact one of our specialist consultants at Lusona today and someone will be in touch to help you out, free of charge.

Photo by Austin Distel on Unsplash 

There are more women in STEM c-suite roles than ever before. This year already, we’ve seen Scottish Engineering appoint its first female President and Vice-President, and ScotRail hire its first woman COO as it transitions to a new public body.

As a consultant who’s been recruiting for the boardrooms of engineering firms for over 30 years, these appointments feel like a particular turning point (although a very late one, and there’s much more work to be done).

In an ideal world, of course it shouldn’t matter that these important positions are occupied by women. But women still only represent 15% of the engineering workforce, and men still far outnumber women in decision-making positions, so it really does matter.

And while change is certainly happening, it’s happening slowly – and it’s not just a problem in STEM industries either. Representation of women in c-suite roles has increased from just 17% in 2015 to 21% in 2021. And today, just 5% of all CEOs are women.

What more women leaders means for business

With the hope that this really does mark a pivotal moment for STEM, I thought I’d take a look at why having more women in leadership roles is so important, and what impact gaining more women in c-suite roles will have on business.

Better diversity – key to closing the skills gap

Talking diversity might seem like stating the obvious here, but it’s worth highlighting that appointing more women in the boardroom doesn’t just mean better representation at the top.

More women in management also has a huge impact on diversity hires throughout the whole company. This is why any business that’s trying to make company-wide changes with regards to diversity should consider starting with the boardroom first.

More women in these top jobs also leads to better roles models for young women getting into STEM, especially those just entering the job market. As I mentioned in a recent blog on the engineering talent shortage, only 24% of STEM graduates are moving into degree-relevant roles after graduating.

Women continue to be extremely underrepresented in STEM and striving to hire more women into top jobs in engineering, cloud computing and data roles should be on every hiring team’s agenda. Making a future look tangible for ambitious women in STEM is key to closing the skills gap.

Higher profits

If you think bringing more women into executive positions at your company would be purely a matter of ethics, there’s a lot of interesting data around that might surprise you.

Did you know that businesses with more women in leadership roles are now proven to perform better and make more money too?

One reputable study by the Peterson Institute for International Economics found that having 30% or more women in leadership positions adds 6% to net profit margins. For every 10% added to gender diversity, another report by Mckinsey found this added 3.5% to net profits.

Better performance

One reason businesses with more female leaders generate more profit is due to higher levels of innovation.

A study of Fortune 500 businesses found that those companies with women in top management produce 20% more patents. Women CEOs make up just 6.4% of Fortune 500 companies, but those that boast more women in leadership far outperform those in the list that don’t.

To say women-lead businesses outperform male-lead ones wouldn’t be such a radical statement today, but it might’ve been even just a few years ago.

The global response to the pandemic made it glaringly clear that we need more women in decision-making roles, as those countries with female-lead governments coped remarkably better with the crisis.

Better places to work

Every year, Fortune releases a list of the world’s ‘most admired’ companies. Something worth noting about all the companies on the list from this year is that they have almost twice as many women in senior management than less reputable companies.

Companies lead by women aren’t just good for business – they’re good for employees too. Research has shown that organizations with more women leaders have a better workplace environment: There’s more transparency, better communication, and the workplace is more purpose-driven.

And if you have employees who are more engaged, inspired and satisfied as a result, this makes hiring and retaining staff a lot easier.

If all of this isn’t enough food for thought, how about the fact that half of Americans (including 46% of men) would prefer to work for a female CEO?

A sign of good things to come?

With all these statistics in mind, it’s clearly crucial that STEM industries recognise the societal and commercial benefits of promoting women into these important decision-making roles.

Let’s hope that these recent female c-suite appointments for Scottish Engineering and ScotRail are a sign of good things to come across STEM industries more broadly.

If you’re struggling to attract more women to your roles and diversify your organization’s workforce, please get in touch as this is something Lusona can certainly support you with.

So you’ve just received a job offer for a new role that ticks all the boxes. But there’s one thing making you doubt whether you should go: When you handed in your resignation to your current employer, they’re throwing all kinds of tempting counter offers at you to convince you to stay. 

And suddenly, you’re asking yourself: is my current job really as bad as I think it is? Would the extra money make me happy enough to stay? Maybe moving jobs will be stressful and what if the new role is worse than my current one? 

It’s no wonder that in situations like this, a lot of people will take a salary rise and stay put instead of moving forward with a new job offer. 

But it’s worth remembering that of those candidates who accept a counter offer, 50% end up regretting it and leave within a year anyway. 

Here are a few reasons you should think very carefully before ever accepting a counter offer from your employer.

Nothing changes except your salary

Research has shown that only 12% of employees want to leave their job for a better salary, whereas 89% of employers think that’s their only motive for doing so. 

So, what was the reason you decided to look for a new job in the first place? Do you find your role unchallenging? Struggle to get along with your colleagues? See no space for further progression?

Whatever your reason was for leaving, the situation will still stand. If you except a counter offer, the only thing that will change is your salary.

Your employer might probe to unpick what’s made you unhappy enough to hand in your resignation. But do you really believe there’s anything they can - or will - do to fix things? Because if so, surely you would’ve just had that conversation instead of looking for a new job.

Your employer is admitting they’ve been undervaluing you 

If your current employer goes in all guns blazing and offers you a substantial salary increase in order to keep you, you have to ask yourself: If this is what I’m worth, why weren’t they paying me this before I threatened to leave the company? 

Essentially, your employer is admitting that they’ve been underpaying you all this time. You might think this is water under the bridge now, but it will eat away at you later.

Your future employer, on the other hand, has shown that they see potential in you that your current employer hasn’t appreciated until now. New hires are always a risk, and your future employer clearly thinks you’re worth it. 

Why not take the risk with them instead of with an employer who is making you unhappy?

There’s no chance for future progression

No matter what your boss tells you right now in order to keep you, the relationship was damaged the minute you admitted you’re talking to another employer about a role. 

Staying put because they’ve offered you more money isn’t going to repair the relationship either – even if they try to make it seem that way.

Despite what they say, they will no longer trust you in the way they did before, and this will have an impact on your future with the organization. For example, the chances of you being promoted internally when up against someone else in the company (who, in their eyes, they can still trust) will be slim-to-none.  

It’s good to get out your comfort zone

There are a whole load of reasons why 2022 is the perfect time to change jobs. But one reason that stands no matter what the job market looks like is that staying in your comfort zone is never good for your career. 

The world might feel very unstable right now (because it is!) and it might seem like staying in your current role is the best option to play it safe. But nothing great ever comes out of taking the comfortable option when it comes to your career. 

Counter offers are just a stalling tactic 

No one is denying that your employer wants to keep you, but it’s worth being very sceptical about what their real motives are. 

Replacing staff is expensive, and once you take into consideration things like training costs and downtime, a ‘new you’ is likely to cost a lot more than your than your raise is worth. 

This is why, in reality, counter offers are usually just a stalling tactic employers will use until they can find your replacement at a lower price. So in this sense, you’re actually doing the company a favour by sticking around. 

Any good recruitment consultant should prepare you for the possibility of a receiving a counter offer from your very first conversation. In some cases, they might suggest staying in your current role is the right option for your career – but this will only work if you haven’t told your employer that you’re considering other roles. 

If you’re unhappy in your current role, speak to one of our specialist recruiters to find out what your options in the current job market. At Lusona, we’re here to help!

While salary will always naturally be the main deciding factor when a candidate is considering a job move, 60% of job seekers say that employee benefits and perks can determine whether they accept a job offer or not.

The pandemic has had a big impact on the kinds of benefits candidates are looking for in new employers - and the level of expectation too. If you’re struggling to attract candidates to your roles even though you’re offering the market rate, you’re not alone. Competition for talent is tough right now - and candidates know it!

However, if you include the right employee benefits to your compensation package that tap into what candidates are looking for, this will give you a strong advantage and help you stand out as an employer who listens to what employees want.

Here are some employee benefits that will make your roles hard to resist in 2022.

1. Flexible working

After two years of lockdowns, it’s likely you’re sick of talking about WFH arrangements.

But it’s worth bearing in mind that the working world has changed so much since the pandemic that having the option to work from home is no longer a perk as far as candidates are concerned – it’s an expectation.

Remember that ‘flexible’ doesn’t always have to mean working from home either. It’s just about recognising your employees’ needs and showing a willingness to work around them –  provided, of course, that they meet expectations in terms of their weekly or monthly job outcomes.

So for example, flexible start/finish times, compressed hours, flexi-time and job sharing are all options that show you’re willing to offer some form of flexibility to your employees. It’s not a free-for-all, but an opportunity to show you have the kind of workplace culture where you trust employees to get the job done to a high standard and offer some flexibility in return.

As difficult a pill as this can be to swallow, candidates nowadays are looking for ways they can fit work around their lives – not the other way around. Indicating a willingness to recognise and adapt to this will make your offer much more attractive than an employer who runs a tight 9-5 ship.

Having a strict office-based working model will make it hard for you to compete with employers who offer some sort of flexibility, so it’s absolutely worth trying to work out a way you can offer it in some capacity.

2. Childcare-related benefits

When school closures made distance learning the norm, suddenly parents became teachers on top of being employees overnight.

So it’s safe to say, the pandemic hit working parents hard, and job seekers with families will be looking for employers who empathise and offer employee benefits that respond to this.

During the first lockdowns, 27% of businesses reported that they’d implemented ‘non-traditional’ childcare benefits (e.g. childcare stipends and flexible working hours) to support staff with families and 99% of these businesses intend to continue this offering.

And sure, schools have reopened for now, but how employers responded to the situation will still be fresh in parents' minds.

So if a great candidate with a family is choosing between job offers and yours is the only one that doesn’t offer childcare benefits, just think about the impact that will be having on your hiring strategy.

3. Mental health support

Reports of anxiety and depression in adults have increased 30% since the pandemic. What could you be offering as part of your compensation package that demonstrates empathy with those who have been, and perhaps continue to struggle?

For example, some businesses offer employees the option of subsidised private counseling, mental health days off or even annual subscriptions to counseling and wellbeing apps.

Similarly, wellness initiatives like gym memberships, free yoga classes subscriptions to meditation apps all contribute to building an employer brand that shows you clearly care about staff wellbeing. And what candidate wouldn’t want that?

With the global talent shortage showing no sign of easing up in 2022, as an employer you’ll want to put a lot of focus on recruiting and retaining talented employees.

Providing an attractive package that includes the employee benefits mentioned in this article will play a significant role in attracting great staff, keeping your job offers competitive and ensuring your hires stay happy in the business for longer.

If you’d like to talk to a recruitment expert in your sector about developing attractive job offers your target candidates can’t refuse, please get in touch. We’d love to hear from you.

Do you have a friend who works in professional services and is looking for a new challenge in their career?

At Lusona, we’re always interested in working with the best talent on the market - it's as simple as that.

With this in mind, if you know someone who could benefit from our knowledge on the job market, please put us in touch with them.

And if helping your friend find happiness in a new job isn't motivating enough, if we place your friend in their next role, there will be a nice reward in it for you too!

For every candidate you refer to us who isn’t already in our database and we place in a role, we’ll give you a shopping voucher to spend at your favourite store.

So take a look at our current vacancies and recruitment specialisms to see if your friend fits the bill.

How to refer a friend

To refer a friend to Lusona, you can do one of the following:

We look forward to hearing from you!

Referral scheme T&Cs

  1. To qualify for the voucher, the referred contact must not be on our database already or have applied to the role already on any job board or recruitment platform.
  2. There's no limit to the number of referrals you can make
  3. The voucher is payable 12 weeks after the referred contact’s start date in the new role
  4. If the referred contact leaves within 12 weeks of start date, bonus will no longer be payable
  5. Voucher value varies depending on the level of seniority of the role
  6. You are personally responsible for declaring the benefit for tax purposes.

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