<p dir="ltr">We&rsquo;re not going to shy away from the fact that recruiting can be a tough job! You&rsquo;re often pulled in many directions, working hard to meet the needs of your clients and candidates all whilst juggling tight deadlines. It&rsquo;s understandable that sometimes you may experience stress and burnout, which can have a negative impact on your mental health.&nbsp;</p>
<p dir="ltr"><a href="https://www.mentalhealthinrecruitment.org/">Mental Health in Recruitment</a>&nbsp;recently found that 9 out of 10 people in the industry, and 8.5 out of 10 leaders have suffered from work-related stress, anxiety or depression. So if you&rsquo;ve felt this way, remember, you&rsquo;re not alone! In fact, you&rsquo;re in the majority.&nbsp;</p>
<p dir="ltr">While the recruitment industry has faced some challenges related to work-related stress, anxiety, and depression, there is a growing recognition of the importance of addressing these issues and promoting mental health and wellbeing. By prioritising mental health, the recruitment industry can continue to attract and retain top talent and create a positive and inclusive workplace for everyone.</p>
<p dir="ltr">An article by Recruitment Juice,&nbsp;<a href="https://recruitmentjuice.com/blog/lets-talk-about-mental-health-in-recruitment/">'Let's talk about mental health in recruitment'</a>&nbsp;listed several reasons for the high rates of adverse mental health within the recruitment industry. Here are some of the industry-specific challenges that people face relating to mental health:</p>
<ul>
<li>
<p dir="ltr" role="presentation">KPI driven&nbsp;</p>
</li>
<li>
<p dir="ltr" role="presentation">Competitive culture</p>
</li>
<li>
<p dir="ltr" role="presentation">Lack of control</p>
</li>
<li>
<p dir="ltr" role="presentation">Relationships</p>
</li>
<li>
<p dir="ltr" role="presentation">Work-life balance</p>
</li>
</ul>
<p dir="ltr">Let&rsquo;s take a look at the challenges Recruitment Juice highlighted as impacting mental health and explore ways to overcome them.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation">Dealing with KPIs</h2>
</li>
</ul>
<p dir="ltr">Having key performance indicators (KPIs) is an effective way to stay productive and achieve your goals. But sometimes the pressure to meet KPIs can lead to stress, anxiety, and burnout, especially if the targets are unrealistic.</p>
<p dir="ltr">Building a good relationship with your manager and team means you can work together to ensure the KPIs are realistic and achievable. You&rsquo;ll be provided with the right support and resources, such as training and tech, so you can develop your skills to achieve your goals. It&rsquo;s also worthwhile understanding how your work contributes to the overall success of the business as this will put your KPI into perspective. At Austin International, we have monthly meetings to review overall performance so you&rsquo;ll easily be able to track progress. We believe it&rsquo;s important to be part of a culture where successes and milestones are celebrated, no matter how big or small they are.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation">Thriving in a competitive industry</h2>
</li>
</ul>
<p dir="ltr">The recruitment industry is a dynamic and exciting field where you have the opportunity to connect talented candidates with their dream jobs whilst having an incredible recruitment career yourself - win win! Similarly to a sales role, recruitment can be competitive as every recruiter wants to secure the deal. A competitive culture may seem daunting, but it also means that there are endless opportunities for growth and development as we strive to be our best selves.</p>
<p dir="ltr">A competitive industry means that you&rsquo;ll have to stay on top of the latest recruitment industry trends and technologies. By staying up-to-date, recruiters can remain competitive and provide better service to their clients and candidates.</p>
<p dir="ltr">Every recruiter has their own unique strengths, skills and market to look after. By emphasising what sets you apart from the competition, you can stand out and attract more clients and candidates.</p>
<p dir="ltr">Setting realistic goals can help you stay calm and collected as you navigate a competitive industry, allowing you to focus on what's important and avoid feeling overwhelmed or stressed. By breaking down large goals into smaller, achievable ones, you can maintain a sense of accomplishment and pride.<br><br>Research from&nbsp;<a href="https://hbr.org/video/2226612733001/the-power-of-progress">Harvard Business School</a>&nbsp;suggests that our brains are wired to thrive on progress. Recognising and acknowledging this progress can have a profound effect on our mental well-being by fostering a sense of accomplishment and boosting our self-esteem. By staying focused on your own goals and journey and celebrating your successes, you can maintain a positive attitude and avoid comparing yourself to others. This means by staying positive and prioritising your own journey, you can thrive in this exciting industry and make a meaningful difference in the lives of others!</p>
<ul>
<li>
<h2 dir="ltr" role="presentation">Managing the lack of control</h2>
</li>
</ul>
<p dir="ltr">The recruitment industry can be unpredictable, and you may face challenges that are outside of your control, such as candidate decisions, market trends, and economic conditions. Understandably, you may find these situations frustrating and demotivating. But it's important to remember that while we may not have control over every aspect of the recruitment process, we can control how we respond to these situations.&nbsp;</p>
<p dir="ltr">One of the most effective ways to respond to situations that are out of your control is to focus on your attitude. By cultivating a positive, growth mindset, you can approach challenges with a sense of curiosity and optimism, rather than fear or frustration. Additionally, it can be helpful to develop coping strategies to manage stress and anxiety. This might include techniques such as deep breathing, mindfulness meditation, or physical exercise. By taking a proactive approach to managing your response to challenges, you can build resilience and develop the recruitment skills needed to thrive!</p>
<ul>
<li>
<h2 dir="ltr" role="presentation">Managing relationships</h2>
</li>
</ul>
<p dir="ltr">Building strong relationships is at the heart of the recruitment industry. As a recruiter, you collaborate with a diverse group of individuals and stakeholders to identify and hire the best talent.</p>
<p dir="ltr">However, it's important to be mindful of our mental health and wellbeing as we navigate these relationships. Firstly, it's essential to establish clear communication with clients, candidates, and colleagues from the outset. This will help ensure that everyone is on the same page and expectations are aligned. Secondly, you should prioritise your workload and set realistic goals for yourself. Overcommitting can lead to burnout and anxiety, which in turn can negatively affect our relationships. Thirdly, try to make time for self-care activities, such as exercise, meditation, and spending time with loved ones. This will help you stay energised, focused, and resilient.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation">Keeping a good work-life balance:</h2>
</li>
</ul>
<p dir="ltr">The recruitment industry is known for its fast-paced environment which can lead to getting caught up in the day-to-day hustle and bustle. However, it's important to prioritise our wellbeing and avoid overworking ourselves to the point of burnout. By taking time for ourselves, we can recharge and approach our work with renewed energy and focus. Working in a supportive environment that values work-life balance can also boost our morale and motivation, as we feel appreciated and respected. For example, at Austin International, we introduced our FlexAway and FlexAppeal policies to give our people the choice of where and when they work most productively, as well as unlimited holiday, so they can ensure they have a great work-life balance.</p>
<p dir="ltr">In conclusion, the recruitment industry presents its fair share of challenges, but it also offers opportunities for growth and personal development for recruiters. While the demands of the job can be intense at times, it's important to acknowledge that these experiences can help shape resilient and determined professionals.</p>
<p dir="ltr">There is a growing recognition of the importance of promoting mental health and well-being within the industry. By addressing the specific challenges of KPIs, a competitive industry, lack of control, managing relationships, and work-life balance, you can prioritise your mental health and create a positive and inclusive workplace. It's crucial to establish clear communication, set realistic goals, develop coping strategies, and take time for self-care to maintain their energy, focus, and resilience. By prioritising mental health, you can thrive in this dynamic industry and make a meaningful difference in the lives of others whilst having an incredible career yourself.</p>
<h3 dir="ltr">MAKE USE OF AVAILABLE SUPPORT&nbsp;</h3>
<p>Mental Health in Recruitment has just launched a text-based support service.&nbsp;<a href="https://www.recruiter.co.uk/news/2023/05/mhir-partners-shout-support-uk-recruitment-industry#:~:text=We%20know%20that%20mental%20health,to%20text%20MHiR%20to%2085258"><u>In partnership with SHOUT</u></a>,&nbsp;<u>t</u>o provide 24/7 support to recruiters in the UK.&nbsp;</p>

How to manage mental health as a recruiter

<h2>​<strong>What is gender bias and how does it show up in the recruitment process?</strong></h2>
<p dir="ltr">Gender bias is when someone is treated differently based on their gender, either intentionally or unintentionally, which can manifest in recruitment in a few ways. For example, stereotyping is when people make assumptions about certain genders based on societal norms or beliefs. People may assume that men are more aggressive and better suited for leadership roles, or that women are less qualified for certain jobs. Some individuals may choose not to employ a young woman because they assume she will wish to start a family in the near future. This kind of thinking can lead to gender bias in the recruitment process, with recruiters failing to consider candidates who may or may not fit these stereotypes.&nbsp;</p>
<p dir="ltr">Language use is another common way that gender bias can show up in recruitment. Using gendered language like "he" or "she" can suggest that a certain gender is preferred for a job, as well as exclude a whole pool of candidates who don't identify with the assigned genders at birth.</p>
<p dir="ltr">Unconscious bias is when people have biases or stereotypes that they may not even be aware of. For example, a recruiter may unconsciously favour candidates who are similar to them in terms of gender, leading to a lack of diversity in the hiring process. It's important to be aware of these biases and take steps to mitigate them in order to create a more inclusive and diverse workplace.</p>
<h2 dir="ltr"><strong>The effect of gender bias on mental health</strong></h2>
<p dir="ltr">Across the globe, the impact of gender inequality on mental health is significant. Women and people with marginalised genders face increased levels of stress, anxiety, depression, and post-traumatic stress disorder, among other psychological challenges, due to gender disparities.&nbsp;</p>
<p dir="ltr">Gender discrimination is when someone gets treated unfairly just because of their gender. It's all about denying chances, benefits, or rewards to a person or a group based solely on their gender.</p>
<p dir="ltr">It's important to consider the impact of gender bias on mental health and take steps to create a more inclusive and supportive work environment for all employees.</p>
<ul>
<li>
<h3 dir="ltr" role="presentation"><strong>MEN</strong></h3>
</li>
</ul>
<p dir="ltr">One common form of discrimination is the assumption that men are not suited for certain roles or industries. Furthermore, men may also face discrimination in terms of parental leave and flexible work arrangements, as these benefits are often associated with women. Overall, gender discrimination in recruitment can have a negative impact on men's career opportunities and can perpetuate harmful stereotypes about gender roles.​</p>
<ul>
<li>
<h3 dir="ltr" role="presentation"><strong>NON-BINARY AND PEOPLE WITH MINORITY GENDERS</strong></h3>
</li>
</ul>
<p dir="ltr">Discrimination can manifest in various ways, such as being overlooked for job positions, facing invasive and inappropriate questions about their gender identity, or being subject to stereotypes and assumptions that limit their professional prospects. Inclusion and diversity in recruitment are crucial to addressing these systemic barriers and ensuring equal opportunities for all individuals, regardless of their gender identity or expression.&nbsp;</p>
<p dir="ltr">Trans people in the workplace are facing steadily increasing levels of workplace discrimination with&nbsp;<a href="https://www.crosslandsolicitors.com/site/hr-hub/transgender-discrimination-in-UK-workplaces">1 in 3</a>&nbsp;employers admitting recently they are &lsquo;less likely&rsquo; to hire a transgender person.</p>
<ul>
<li>
<h3 dir="ltr" role="presentation"><strong>WOMEN</strong></h3>
</li>
</ul>
<p dir="ltr">Sometimes employers have these preconceived ideas about what women can or can't do, and they end up excluding them from job opportunities. Women often face discrimination when it comes to things like getting paid less, having fewer chances for promotions, or being overlooked for leadership roles. And if a woman becomes pregnant or becomes a Mum, things can get even tougher. Some employers unfairly assume that being a Mum means she won't be as committed to her job, which is just plain wrong. These barriers not only keep inequality going strong, but they also stop organisations from benefiting from different viewpoints and amazing contributions that women can bring.</p>
<h2 dir="ltr"><strong>How to to reduce gender bias in the recruitment process</strong></h2>
<ul>
<li>
<h3 dir="ltr" role="presentation"><strong>USE GENDER-NEUTRAL LANGUAGE</strong></h3>
</li>
</ul>
<p dir="ltr">Make sure that when writing job descriptions or describing the role of a particular position, you use language that doesn't assume anything about the gender of your applicants. This helps ensure that applicants from all backgrounds feel welcome in applying for your open positions.&nbsp;</p>
<p dir="ltr">It&rsquo;s also worth only including essential skills for the role . When job descriptions include non-essential skills or qualifications, it can create an unnecessary barrier to entry for certain candidates.</p>
<p dir="ltr">Sometimes when we write, we can write in a way that appeals to some genders more than others, without meaning to. There are tools that will check your JD&rsquo;s for gendered language, like&nbsp;<a href="https://gender-decoder.katmatfield.com/">https://gender-decoder.katmatfield.com/</a>&nbsp;which we recommend using to check your language. Another tip for writing inclusive job adverts is to describe the role and not the person as this removes anything that could be a subjective requirement.&nbsp;</p>
<ul>
<li>
<h3 dir="ltr" role="presentation"><strong>ENCOURAGE SALARY TRANSPARENCY</strong></h3>
</li>
</ul>
<p dir="ltr"><a href="https://www.beqom.com/leveling-the-paying-field">Almost two-thirds of UK employees would be happy to share pay details publicly if it meant better pay equity</a>, new salary transparency research has found. And in some locations, such as New York, it&rsquo;s becoming the law for salaries to be included in adverts to support pay transparency.</p>
<p dir="ltr">According to a&nbsp;<a href="https://www.glassdoor.com/research/studies/gender-pay-gap/">report by GlassDoor,&nbsp;</a>companies with a higher level of pay transparency have a smaller pay gap between men and women. Additionally, a study by&nbsp;<a href="https://hbr.org/2016/06/why-pay-secrecy-is-bad-for-business">Harvard Business Review</a>&nbsp;found that women are more likely to negotiate for higher pay when they have access to salary information, levelling the playing field for all genders. Pay transparency also helps to combat gender bias by making it harder for employers to justify paying women less than men for the same job. By encouraging your clients to be transparent about salary and benefits, they can work towards creating a more equitable and fair workplace for all employees.&nbsp;</p>
<ul>
<li>
<h3 dir="ltr" role="presentation"><strong>IMPROVE YOUR PROCESSES</strong></h3>
</li>
</ul>
<p dir="ltr">As a recruiter, you can take a proactive approach to prevent gender bias in the recruitment process by analysing each stage of the process to identify potential areas of bias. For example, when candidate sourcing, LinkedIn has a feature that allows recruiters to hide the name of a candidate in order to avoid unconscious bias based on gender. With this feature, recruiters can evaluate candidates without any knowledge of their gender. Additionally, some companies, like us, have started to move away from using traditional resumes or CVs in order to further eliminate biases that may arise.&nbsp;</p>
<p dir="ltr">Recruiters can design a structured and fair interview process that is designed with inclusion and diversity in mind by taking a few key steps. For example, creating a standardised set of interview questions, using diverse interview panels to gather different perspectives, and ensuring equal opportunities for all candidates.&nbsp;​</p>
<p dir="ltr">Practical assessments and skills-focused hiring have the potential to foster diversity, inclusion, and remove biases within the recruitment process. By prioritising objective evaluation of candidates' abilities and competencies, rather than relying solely on traditional qualifications or biassed judgments, you can create a fair and inclusive environment.&nbsp;</p>
<p dir="ltr">These steps are just a few examples of how you can improve your processes to eliminate gender bias in the recruitment process.&nbsp;</p>
<p dir="ltr"><a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com"><u>Check out our article for 6 ways to remove unconscious bias from your recruitment process.</u></a></p>
<p dir="ltr">In conclusion, it's essential to prioritise inclusion and diversity in the workplace, and reducing gender bias in the recruitment process is a significant step towards achieving this goal. Every single person brings unique perspectives and experiences to the table, and by embracing these differences, we can drive innovation and creativity. However, gender bias can hinder these efforts, which is why it's important to be aware of its various forms, such as stereotyping and unconscious bias. By reducing gender bias in recruitment we can create a more welcoming and inclusive workplace where everyone feels valued and supported.&nbsp;</p>

Reducing gender bias in the recruitment process

<p><a href="https://www.kununu.com/">Kununu</a>, Europe's largest employer rating platform, has been awarding companies that are highly rated by employees. We&rsquo;re delighted to announce that Austin International has been named as a top 2023 company, making us one of the most popular tech recruitment companies in Germany.</p>
<p dir="ltr">With a score of 4.2 stars and over 100 reviews from previous and current employees and applicants, we successfully met kununu&rsquo;s criteria and were recognised in only 5% of employer profiles who qualify to wear the badge.</p>
<p dir="ltr">This award is one we&rsquo;re very proud of as it&rsquo;s not given by a judging panel or committee but based on the reviews of those who know us best - our people.&nbsp;​</p>
<p dir="ltr">In 2022 we were recognised as one of the most family-friendly companies in Germany by kununu so we&rsquo;re truly grateful to receive our second award. Being recognised motivates us to continue our commitment to creating an inclusive culture where everyone can be their most authentic selves.</p>
<h2 dir="ltr"><strong>Building incredible careers</strong></h2>
<p dir="ltr">As well as celebrating our people for being themselves, we love to watch them develop, grow and embrace change&hellip; And we support this in every possible way we can.&nbsp;<a href="https://www.austininternational.com/your-growth?source=google.com">Our career tracks</a>&nbsp;means there&rsquo;s a clear path for you to take throughout your career. So whether a leadership position in tech recruitment is your goal or if you&rsquo;d prefer to focus on your personal targets, we&rsquo;re here to cheer you on every step of the way. Self-belief and hard work will always earn you success!</p>
<p dir="ltr">&ldquo;Our goal as a team is to support you to Iive your best professional life and to leave anyone that we work with better off than when we found them.&rdquo; - Amy, Head of Performance Development.</p>
<h2 dir="ltr"><strong>Passionate about learning</strong></h2>
<p dir="ltr">Challenging the status quo takes commitment, courage, imagination and, above all, dedication to learning and development, and that&rsquo;s exactly what our people do. If knowledge is our power, learning is our superpower! We see our mistakes, struggles and challenges as an opportunity for growth. Our in-house L&amp;D team is committed to enabling everyone to be the best version of themselves. And if you&rsquo;re new to the recruitment industry with no experience, fear not! The team will give you all the tools you need to become an amazing recruitment consultant.&nbsp;</p>
<h2 dir="ltr"><strong>Hear what our people have to say&hellip;</strong></h2>
<p dir="ltr">&ldquo;The best company in the industry - Nowhere is perfect, but we're close!&rdquo;&nbsp;</p>
<p dir="ltr">&ldquo;Everything happens at eye level, the leaders are also very nice and, above all, very interested in each individual employee.&rdquo;</p>
<p dir="ltr">&ldquo;Clear career goals, really good learning and development department when you can upskill yourself&rdquo;</p>
<p dir="ltr">&ldquo;The cohesion between colleagues is great - no elbowing mentality! You celebrate successes together and every little success is appreciated.&rdquo;</p>
<table>
<tbody>
<tr>
<td>
<p dir="ltr"><a href="https://www.kununu.com/de/austin" target="_blank" rel="noopener">Check out the award and our kununu profile here</a></p>
</td>
</tr>
</tbody>
</table>

The top 2023 company for employee satisfaction according to kununu

<p>When it comes to searching for a job, we all have our own unique set of priorities that shape our decision-making process. Whether it's the need for flexibility, a thirst for career progression, or a craving for attractive compensation, understanding what matters most is the key to finding the perfect fit</p>
<p dir="ltr">Linkedin reported in their&nbsp;<a href="https://business.linkedin.com/talent-solutions/global-talent-trends">global talent trends</a>&nbsp;that due to inflation and an uncertain economy, priorities have changed. To find your candidates their perfect role and to stay ahead of the curve in the industry, it&rsquo;s essential that you know what the priorities are, so let&rsquo;s explore them.​</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>Compensation and benefits&nbsp;</strong></span></h2>
</li>
</ul>
<p dir="ltr" role="presentation">When it comes to attracting top talent, it should come as no surprise that compensation is a top priority for them. However, compensation isn't just limited to the base salary your candidates receive. It encompasses a wide range of rewards and benefits that they receive in return for their hard work.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>TRANSPARENCY IS A MUST</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">In&nbsp;<a href="https://www.linkedin.com/business/talent/blog/talent-acquisition/hiring-2023-talent-leaders-navigate-changing-market?src=e-nl&amp;trk=recruiting-daily-blog-newsletter">LinkedIn&rsquo;s talent blog</a>&nbsp;(which our Head of Talent, Hannah, features in!), they discuss how employers are providing more transparency to help set expectations for job seekers. No one wants to waste time going through a hiring process without fully understanding what they&rsquo;re getting in return. From base salary, commission structure and quarterly bonuses, putting things into perspective and being completely transparent helps showcase what the candidate could get.&nbsp;</p>
<p dir="ltr">At Austin International, we have interactive career tracks to help candidates visualise the path to success and make informed decisions about their future. This level of transparency is incredibly valuable to them as it allows them to understand the steps they need to take to reach their goals. By showcasing these career tracks, we empower our candidates to take ownership of their career development and make the most of the opportunities available.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>REWARDING GREAT PERFORMANCE</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">Incentives are a great way to keep motivation levels and morale high. Think of amazing trips abroad, delicious lunches at fancy restaurants or fun activities. Even a bonus is always a welcome addition to the wallet! Being rewarded for great work outside of a standard salary can be the icing on the cake for many candidates. These attractive additions are part of the compensation package so be sure to highlight them.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>TALK PERKY TO ME!</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">Beyond just the salary, candidates often look for additional perks such as health insurance, cycle-to-work schemes, pensions, and other benefits that can positively impact their overall job satisfaction and quality of life. These offerings demonstrate that a company values its employees' well-being and is willing to invest in their long-term success.&nbsp;</p>
<p dir="ltr"><a href="https://www.g2.com/articles/recruitment-statistics">60% of people report that benefits and perks are a major factor in considering whether to accept a job offer</a>&nbsp;so you should be sharing these with your candidates too.​</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>Balance and Flexibility</strong></span></h2>
</li>
</ul>
<p dir="ltr">It may come as no surprise, but two priorities that significantly increased during the pandemic and still remain a top priority are balance and flexibility.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>GETTING THE RIGHT BALANCE</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">Gone are the days when you&rsquo;d have to fit your personal life around your work life. People are now wanting a fair balance, and rightly so! According to Zippia,&nbsp;<a href="https://www.zippia.com/advice/work-life-balance-statistics/">77% of employees have experienced burnout at least once in their current jobs.</a>&nbsp;So not only are they missing out on their personal lives, but it&rsquo;s affecting their mental and physical health too.&nbsp;</p>
<p dir="ltr">The same report from Zippia found that 72% of workers believe work-life balance is a very important factor when choosing a job, and 57% of job seekers say a poor work-life balance is a dealbreaker. As a recruitment consultant, it's important to encourage your clients to share with you what they do to promote healthy work-life balance.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>FLEXIBILITY IS DIFFERENT FOR EVERYONE</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">Hybrid, remote jobs, part-time, WFH, flexi hours. All these buzzwords define flexibility differently to different people. Candidates want to know what the deal is when it comes to flexibility.</p>
<p dir="ltr"><a href="https://flexa.careers/blog/q2-2023-flexible-working-index">Recent data from Flexa Careers</a>&nbsp;found that between April and June 2023, there was a 10% increase in the number of job seekers who expressed a preference for companies offering work-from-anywhere (WFA) schemes. In fact, a staggering 88% of all workers preferred WFA jobs during this period, marking the highest percentage recorded by the Index since its launch in July 202<strong>2.&nbsp;</strong></p>
<p dir="ltr">The same report also found that the demand for WFA roles saw a remarkable 120% surge, with one-third of all job seekers actively searching for such opportunities. Furthermore, there was a continuous month-on-month growth in the demand for&nbsp;<a href="https://flexa.careers/flexapedia/what-is-fully-remote-work">fully remote</a>&nbsp;roles, where workers are not required to come into the office. By June 2023, 59% of all workers expressed a preference for fully remote positions, indicating a 13% increase from April of the same year.</p>
<p dir="ltr">This is certainly a topic to discuss with your candidates to see what their preferences are and with your clients to see what they would be willing to offer.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>INCLUSIVITY OPENS UP MORE OPPORTUNITIES</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">Flexibility helps improve workplace equality and creates an inclusive culture by opening opportunities to more people. It helps parents fit work around their family, reduces the gender pay gap and supports people with health conditions, just to name a few ways.</p>
<p dir="ltr">Candidates want to be part of an inclusive culture where they&rsquo;re celebrated for being themselves and employers want to create this culture for their people. According to&nbsp;<a href="https://www.deloitte.com/global/en/about.html">data from Deloitte</a>, 74% of millennial employees believe their organisation is more innovative when it has a culture of inclusion, and 47% actively look for diversity and inclusion when sizing up potential employers.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>Upskilling</strong></span></h2>
</li>
</ul>
<p dir="ltr">As Henry Ford once said - &ldquo;The only thing worse than training your employees and having them leave is not training them and having them stay.&rdquo;</p>
<p dir="ltr"><a href="https://www.workramp.com/blog/learning-and-development-statistics/">94% of workers said they&rsquo;d stay at a company longer if their employers invested in their careers</a>. If people don&rsquo;t feel like they&rsquo;re being invested in, then they&rsquo;ll leave! And this is why learning and development is a top candidate priority.</p>
<p dir="ltr">Candidates are wanting the opportunity to learn new and highly desired skills. Not only will upskilling boost their long-term career opportunities but will also help them become even better at their job. When helping your candidates find their perfect role, remember that sometimes it&rsquo;s not just fulfilling a short-term goal, but also finding a career with plenty of opportunity for growth.</p>
<p dir="ltr">​</p>
<p dir="ltr">One of the best things about being a recruitment consultant is the diversity of people you meet. And this includes their priorities! For one person, compensation may be top of the list but for another, it&rsquo;s at the bottom. This is why building those relationships, digging deep and really getting to know your candidates will help you find their dream job. And if you&rsquo;re the one looking for your dream job -&nbsp;<a href="https://www.austininternational.com/jobs?source=google.com" target="_blank" rel="noopener">check out our opportunities! ;-).&nbsp;</a></p>

Top 3 things candidates look for when searching for a job

<p dir="ltr"><a href="https://www.who.int/news-room/fact-sheets/detail/mental-disorders">1 in every 8 people in the world live with a mental health issue.</a>&nbsp;Our mental health affects every aspect of our lives, from our relationships to our work performance to our overall happiness. It's truly the foundation of our well-being.<a href="https://www.who.int/news-room/fact-sheets/detail/mental-disorders">&nbsp;</a></p>

What we do at Austin International to support mental health

<h5>​​How long have you been with us?</h5>
<p dir="ltr">My journey before Austin Fraser is best described like this:&nbsp;</p>
<p dir="ltr"><em>&ldquo;When one door closes another opens&nbsp; -&gt; If you want to see the opening door, you will!&rdquo;</em></p>
<p dir="ltr">After finishing my apprenticeship in hospitality in 2008 I went to many job fairs for an overview of opportunities in that particular industry. After subscribing to various potential employers, I received a call out of the blue from &ldquo;Robinson Club&rdquo; and only a few days later I started working in Greece (Kos).&nbsp;</p>
<p dir="ltr">Delivering the dream service and holiday to guests was an amazing experience but at the same time, very demanding and tough work.</p>
<p dir="ltr">A driver of mine has always been &ldquo;not standing still and wanting to learn more&rdquo; so I started studies (Bachelor of Arts) in Business &amp; Tourism Management with a focus on quality &amp; personnel management. This resulted in a degree with a huge final project on how to find the best talent for the industry.</p>
<p>The rest is history!!</p>
<p dir="ltr">I knew I wanted to put my energy into supporting businesses in finding the right talent for their projects and teams so I applied at Austin Fraser in Munich in 2013.&nbsp;</p>
<p dir="ltr">A friend of mine knew the company having recently spoken with our CRO, Jacob and she mentioned it would be the perfect match! Following a very quick process I started only 2 weeks later, during one of the famous AF Welcome Weeks in their UK Headquarters. That was October 2013, and this year marks my 7th work anniversary at Austin Fraser.</p>
<p dir="ltr">So how&rsquo;s it been so far?&nbsp;</p>
<p dir="ltr">The Welcome Weeks in the UK were an amazing experience, helping me understand the spirit and culture of a fast-evolving company and I really enjoyed learning first hand from some of their top Consultants.&nbsp;</p>
<p dir="ltr">After my on-boarding weeks in the UK, I moved to Munich and started with 4 other new colleagues in our venture in Ludwigstrasse.&nbsp;</p>
<p dir="ltr">My Austin Fraser journey so far has almost offered me a promotion a year, in total I&rsquo;ve gone through 6 roles, from Trainee Recruitment Consultant up to Senior Regional Director.&nbsp;</p>
<h5 dir="ltr">Talk to us about your achievements and favourite moments at AF...</h5>
<p dir="ltr">It took mere weeks before I understood the saying &ldquo;recruitment rollercoaster&rdquo; first hand. It was tough to build a desk from scratch, but at the same time hugely rewarding.&nbsp;</p>
<p dir="ltr">I won&rsquo;t forget my first achievement, winning my first big opportunity after 6 months in the business. During my career at Austin Fraser my absolute highlight was winning Top Biller Germany in 2015.&nbsp;</p>
<p dir="ltr">Working my way up and supporting/helping/guiding new colleagues, I knew where I wanted to go with my career. After mentoring the German contracting team for 2 years, I started in a Team Leader role in 2016. I always found huge fulfillment along my journey supporting others to build incredible futures for themselves. Creating something together with a team, helping others to reach levels beyond what I achieved and celebrating successes together was my key driver. I&rsquo;ll never forget how that year ended as it was once again hugely rewarding to win the &ldquo;Earn it, Own it, Love It&rdquo; award at our annual ASM, voted for by our people!&nbsp;</p>
<p dir="ltr">Another milestone happened in the same year following our team success, I was promoted to 1st Contracts Manager Germany.</p>
<p dir="ltr">I&rsquo;ve had the pleasure of celebrating many team wins, travelling to Dubai, New York, Ibiza and also experienced fine-dine cuisine in Munich with a series of Lunch Clubs and other team events.</p>
<p dir="ltr">In 2017 we opened our doors in Berlin and I got the opportunity to take over our new city with a team of 5. This was the opportunity of a lifetime! Starting a new office from scratch, building a team, creating a culture, and putting into action all the lessons learned from the previous 4 years...YEAS!&nbsp;</p>
<p dir="ltr">12 months in and Berlin now the most successful AF office launch has given me unlimited drive and the belief that I was on the right path!</p>
<h5 dir="ltr">Talk to us about life at AF?</h5>
<p dir="ltr">Having worked for 2 other employers previously, for me the huge opportunities I have been given, has been very special. My motto in life was always:&nbsp;</p>
<p dir="ltr"><em>&ldquo;You can get anywhere if you like to! It's you, yourself who forms your future. Do it!&rdquo;&nbsp;</em></p>
<p dir="ltr">I love the flat hierarchy, and from day one there has been a &ldquo;People First&rdquo; approach. Personally, I identify with the philosophy and values Pete and Del (Founders) put in place and it&rsquo;s been amazing to see how we have developed as a company over the years, still staying true to who we are and what we stand for.&nbsp;</p>
<p dir="ltr">You are heard, You have a voice, You count!</p>
<p dir="ltr">Next to the people and opportunities, transparency was really important to me as I have missed that in my former jobs. To get everyone on board with what you want to achieve - and yes, the biggest milestones you achieve together as a team - transparency in my opinion is key to that.</p>
<p dir="ltr">Sales can be tough and there are a lot of sales companies out there where internal competition can lead to a culture where team player spirit is often missing. I&rsquo;ve experienced the opposite on my journey with AF, it&rsquo;s why I love working in the environment we have built. It genuinely feels like we&rsquo;re a big family, looking out for each other and lifting each other up in difficult times and when needed.</p>
<h5 dir="ltr">How has life at AF impacted you outside of work?&nbsp;</h5>
<p>I feel like everything I learned on my journey the last 7 years has hugely impacted my private life. Communication styles, type of personalities, challenges and opportunities I was facing, everything has broadened my horizon and helped me to become a better version of myself.&nbsp;</p>
<p dir="ltr">Moving to Berlin in 2017 has not just been an amazing opportunity professionally. It allowed me to finally move in with my boyfriend in Berlin. I knew I didn't want to stay in Munich forever but I also knew, the right time and opportunity would come to move on. Only a few months later we got married and our professional and private life matched up perfectly!</p>
<p dir="ltr">As you know my hospitality background now, you know I never had a lot of cash to live from. Working 6-day-weeks and having minimal holidays I wasn&acute;t presented a range of opportunities in my private life. This has now changed!</p>
<p dir="ltr">In the past 7 years I have been travelling to many places I always wanted to visit. I have experienced new cultures and a new type of freedom. All whilst staying true to who I am and what I stand for. My godmother once said to me;</p>
<p dir="ltr"><em>&ldquo;if you do something you really love, you will have everything you need...&rdquo;</em></p>
<h5>What advice would you give to someone thinking about a career at AF?&nbsp;</h5>
<p dir="ltr">You know my story now, you know that you can shape your own future here at AF. It depends on you! What do you want?</p>
<p dir="ltr">Sales/Recruitment can be tough and at the same time hugely rewarding. You need to know your why and it will carry you through all the ups and downs on that roller coaster.&nbsp;</p>
<p dir="ltr">If you don't know your why - go find out first!</p>

Your Future’s In Your Hands!

KEEP THE GOODNESS COMING!

<p>"Being a truly diverse company is not just a matter of having the right numbers on a spreadsheet; it is about creating a space where everyone can flourish, drive change, and innovate. We want to ensure that every employee feels a deep sense of belonging. We embrace different cultures, disabilities, races, ages, ideologies, genders, and religions. We are creating the future of Austin Fraser, our best future. Building a diverse culture is and will continue to be one of our main strengths in our Austin Fraser journey."</p>

HEAR FROM OUR CEO, STUART

OUR PEOPLE

We're committed to prioritising Diversity and Inclusion for our people, our clients and our candidates

OUR PROMISE

<p>​We believe that everyone should have the opportunity to build themselves an incredible career. A future that was designed just for you, in a place that allows you to grow further, somewhere that feels like home and gives you the unmissable chance to lead the way. So if you're ready... let's chat about how you can build an incredible future, made just for you.</p>

LET'S CHAT TO

STAY IN THE LOOP

<p>Whether you need staffing support or want to talk about your career ambitions, we&rsquo;re here to listen.</p><p><strong>Just drop us a line!</strong></p>

an incredible future is <br>made just for you

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WHO, US?

ONE INCREDIBLE FUTURE, MADE JUST FOR YOU

"To us, learning is like breathing. We do it every day."

LEARNING &amp; DEVELOPMENT

<p>​Our purpose, as a leading international tech recruitment agency, is to build incredible futures, making sure that every single person has the opportunity to grow and develop a career they can be proud of. Our career tracks are intended to equip you with clarity and flexibility, enabling you to manage your career in a way that works for you. Your personal development will be managed consistently, no matter where you&rsquo;re located.</p>

YOUR FUTURE STARTS HERE

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INCREDIBLE JOURNEYS

<p>We believe that everyone should have the opportunity to build themselves an incredible career. A career that was designed just for you, in a place that allows you to grow further, somewhere that feels like home, and somewhere that gives you the unmissable chance to lead the way. So if you're ready&hellip; Let's chat about how you can build an incredible future today, one that was made, just for you.</p>

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Your Future’s In Your Hands!