<p dir="ltr">Here at Austin International, we&rsquo;re committed to prioritising diversity and inclusion for our people. We pride ourselves on having a culture that makes everyone feel welcome and we celebrate our people for being their true authentic selves. Together, our diversity makes us stronger.</p>
<p dir="ltr">We reduce barriers and create opportunities for everyone, particularly under-represented groups&hellip; And this is why we&rsquo;ve joined&nbsp;<a href="https://neurodiversityinbusiness.org/">Neurodiversity in Business (NiB).</a></p>
<p dir="ltr">NiB is an industry forum to support the participation of neurodivergent individuals in the workplace, recently launched at the Houses of Parliament. By sharing knowledge and best practices, neurodivergent experts and leading companies can work together to improve employment and experience of the neurodiverse workforce.</p>
<h2 dir="ltr">The importance of joining NiB&nbsp;</h2>
<p dir="ltr">Speaking upon admission to NiB,&nbsp;<a href="https://www.linkedin.com/in/peter1hart/"><strong>Pete Hart</strong></a>, our CEO, said&nbsp;</p>
<p dir="ltr">&ldquo;I am so excited about joining Neurodiversity in Business (NiB) as part of our commitment to Diversity, Equity and Inclusion. Knowledge is key in this work, and before knowledge there has to be awareness.</p>
<p dir="ltr">When I&rsquo;ve been able to make a difference, it&rsquo;s been when I&rsquo;ve had that awareness and that knowledge so I want our people to be curious. Curious how to build a better workplace for neurodivergent employees, curious how best to access neurodivergent talent and curious how to support neurodivergent people to navigate independent, fulfilling careers.</p>
<p dir="ltr">Everyone in our business will be able to access the events, resources and networking opportunities that NiB provides. This will give our people who don&rsquo;t face those challenges faced by neurodivergent people at work the awareness and knowledge that will make a difference to their neurodivergent colleagues.&nbsp; It will also empower them to give our neurodivergent clients and candidates a better experience when working with us.&rdquo;</p>
<p dir="ltr">As Austin International joined NiB, their CEO, Dan, said: &ldquo;We are delighted that Austin International has become a founding member of NiB. It signals their commitment to ensuring a truly inclusive workplace and a desire to strive for the best in diversity and inclusion standards. We look forward to working with Austin International and all our members in delivering meaningful change for the neurodivergent across business.&rdquo;</p>
<h2 dir="ltr">Leading the way</h2>
<p dir="ltr">A selection of the forum&rsquo;s founding members include: Accenture; Amazon, ARM, AstraZeneca; Capita; Google Hiscox; IBM, Kimberly Clark; KPMG, Lloyds Banking Group; McDonalds, Metro Bank; NatWest; Network Rail; Openreach; Oracle; Orange; Rolls Royce plc; Sky; TalkTalk; The Open University; Unilever; Virgin Media/<a href="https://www.o2.co.uk/shop" target="_blank" rel="noopener"><u><strong>O2</strong></u></a>&nbsp;and many more.&nbsp;</p>
<p dir="ltr">NiB also has an array of close partnerships with leading organisations in the ND ecosystem including: Auticon; Ambitious about Autism; the ADHD Foundation; the British Dyslexia Association; Caudwell Children&rsquo;s Charity; Diversity and Ability (D&amp;A); DO-IT Profiler; Genius Within, Lexxic; National Autistic Society and many more.</p>
<p dir="ltr">We&rsquo;re proud to be part of this amazing initiative in fostering a culture where neurodivergent people are understood and form an invaluable part of our incredible business.&nbsp;</p>
<p>&nbsp;</p>

Ensuring greater workplace inclusion of the neurodivergent community

<p dir="ltr">Creating a culture of trust is no easy feat, but it's essential for building strong, high-performing and most importantly, happy teams. As a leader, it's your responsibility to set the tone and create an environment where your people feel comfortable voicing their thoughts, sharing their ideas, and being their authentic selves.</p>
<p dir="ltr">Amy, our Head of Performance Development, shed light on some invaluable best practices that can help foster a culture of trust within your organisation. From establishing open lines of communication to encouraging collaborative decision-making, Amy's insights provide practical guidance for leaders seeking to create a supportive and inclusive workplace. Discover her expert advice and learn how to cultivate an environment that empowers individuals to thrive. Read on to uncover the secrets to building trust and unlocking the full potential of your teams.</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>Why creating a culture of trust is so important&nbsp;</strong></span></h2>
<p><br>Trust creates a magnet for attracting top-notch talent and keeping them around for the long haul. People want to be part of a company they can rely on and feel comfortable in, and trust cultivates a profound sense of belonging. When you've got that trust factor going on, people feel valued and respected, which unleashes their creativity and helps them thrive in their roles.</p>
<p>Not only is trust great for talent attraction and talent retention, but it&rsquo;s also a game-changer for you as a leader as it provides you with invaluable knowledge and insight into the emotions and well-being of your people. When trust is fostered, employees feel safe and comfortable expressing their thoughts, concerns, and challenges. This open communication channel allows you to tap into the collective wisdom of your team, gaining a deeper understanding of their needs, aspirations, and potential roadblocks. You&rsquo;ll be able to detect early signs of stress, dissatisfaction, or disengagement, empowering you to address these issues proactively. By having this pulse on your people's emotions, you can make informed decisions, implement supportive measures, and offer guidance that aligns with the team's well-being. Ultimately, a culture of trust gives leaders a powerful lens to comprehend and respond to the feelings of their people, fostering a harmonious and productive work environment.</p>
<p dir="ltr">&ldquo;Trust equals knowledge. If we have an environment and a culture of trust, it gives us insight into how our people are actually feeling and what our people are actually thinking. It supports our people to solve their problems. Ultimately, knowledge helps us to remove barriers that are stopping people from performing or from stopping people feeling a certain way. Most of the time when we're solving problems as leaders, we're really trying to find out the why and with a lack of information, we'll never be able to solve that problem.&rdquo; - Amy Williams, Head of Performance Development.</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>How to create a culture of trust&nbsp;</strong></span></h2>
<p dir="ltr">&ldquo;I think that the three most easily accessible ways to create a culture of trust are to demonstrate the behaviours that you want to see from your people, enable collaboration, and similarly to the first point, reward the behaviours you want to see. Sometimes leadership can be extremely pressured and it can be tough to hear people's real thoughts and feelings, especially when you already feel like you've got the weight of the world on your shoulders. But I think it's about recognising that when someone comes to you and they are sharing feedback about what's bothering them, what they're seeing, what they're hearing, that might feel like a stressor for you, but actually, this is amazing behaviour and we should be rewarding it.&rdquo; - Amy.</p>
<h3 dir="ltr" role="presentation"><strong>1) DEMONSTRATE THE BEHAVIOURS YOU WANT TO SEE</strong></h3>
<p dir="ltr" role="presentation">Creating a culture of trust requires consistent effort, accompanied by intrinsic behaviours and beliefs that support this foundation. First and foremost, leaders must lead by example, demonstrating honesty, integrity, and transparency in their actions and communications. Building open lines of communication is vital, encouraging active listening and providing regular feedback to foster trust and understanding.</p>
<h3 dir="ltr" role="presentation"><strong>2) ENABLE COLLABORATION</strong></h3>
<p dir="ltr">Empowering your people to have a voice and contribute toward strategic decision-making allows individuals to feel valued and trusted. You can set the stage by promoting an environment where collaboration is not only encouraged but also celebrated. By breaking down silos and encouraging collaboration, diverse perspectives and expertise will fuel innovation and problem-solving. Creating opportunities for open dialogue and active participation means you can empower your people to share ideas, engage in constructive discussions, and co-create solutions.&nbsp;</p>
<h3 dir="ltr" role="presentation"><strong>3) SHOW YOUR APPRECIATION</strong></h3>
<p dir="ltr">In the journey of creating a culture of trust, one powerful tool at your disposal is the simple act of showing appreciation. When your people open up and share their honest feedback, it's an act of vulnerability that deserves recognition. Take a moment to express your gratitude for their courage and honesty. A heartfelt thank you can work wonders, making you more approachable and relatable as a leader. By acknowledging their contributions, you validate their voices and create an environment where trust can flourish. Your small act of appreciation can have a lasting impact, strengthening the bond between you and your people.​</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>Creating a culture of trust in a flexible environment</strong></span></h2>
<p dir="ltr">As a leader, it&rsquo;s vital to create a culture of trust within a flexible environment. One key aspect is encouraging autonomy among your team, allowing them to take ownership of their work and make decisions within their areas of expertise. This not only empowers individuals but also fosters a sense of accountability and trust in their capabilities.</p>
<p dir="ltr">&ldquo;As human beings, we require autonomy to function and it drives that intrinsic motivation. A psychologically safe environment and an autonomous environment create that intrinsic motivation that we crave and strive for. Those that are intrinsically motivated as a result of being given autonomy are more likely to do their best work when nobody's watching, as opposed to doing their best work because somebody's there.&ldquo; - Amy.</p>
<p dir="ltr">Another important element is promoting a healthy work-life balance. Recognise the importance of personal well-being and support your team in maintaining a sustainable approach to their professional and personal lives. Show understanding and flexibility when it comes to accommodating individual needs and priorities. Additionally, remember the law of reciprocation. By demonstrating trust and respect towards your team, they are more likely to reciprocate and trust you in return. Be transparent, communicate openly, and fulfill your commitments to build a foundation of trust and mutual respect. By integrating these principles, you can create a culture of trust in a flexible environment, where team members feel valued, motivated, and supported.</p>
<p dir="ltr">&ldquo;The law of reciprocation tells us that when we receive something, we're more likely to give in exchange. So if I'm given trust, as a human being, I am more likely to respond with trusting behaviour. And that's where I think flexibility most of the time pays off.&rdquo; - Amy.</p>
<p dir="ltr">In conclusion, creating a culture of trust is crucial for building strong, high-performing teams. Trust attracts top talent, fosters a sense of belonging, and unleashes creativity. It provides valuable insight into the well-being of your team and enables proactive problem-solving. By leading with honesty, promoting collaboration, showing appreciation, and fostering a flexible environment, you can create a culture of trust where team members feel valued, motivated, and supported. Invest in trust, and watch your team thrive!</p>

How leaders can create a culture of trust

<p>The impact a recruitment consultant has on the candidate experience is mega! After all, as the recruiter, you&rsquo;re the person who takes them through the entire recruitment process helping them prepare for a potential new career. You have the opportunity to ensure their experience is not only smooth and seamless but that it adds value every step of the way, gets the excitement flowing, and builds meaningful connections and relationships throughout.&nbsp;</p>
<p dir="ltr"><a href="https://talenthub.io/articles/the-importance-of-understanding-bad-candidate-experience-and-how-to-turn-it-around">72% of candidates who have a negative experience will tell others about it.</a>&nbsp;But on the flip side, if it&rsquo;s an amazing experience, they&rsquo;ll shout about it! We all know that word-of-mouth marketing is the best kind, so having a fantastic candidate experience has the potential to generate a pool of new candidates, which in turn will impact the bottom line. More candidates, more incredible futures to build, more placements and more revenue -&nbsp; win, win and more wins!&nbsp;</p>
<p dir="ltr">When a recruitment consultant learns about the candidate's wants and needs, it&rsquo;s their responsibility to align them with the right opportunity, company values, purpose and mission. This plays a huge role in ensuring a successful placement and a long-term, fulfilling career for the candidate. By making the right match, the recruitment consultant can help create a positive and productive work environment that benefits both the candidate and the company​</p>
<p dir="ltr">Here are our top 3 tips on how to offer an incredible candidate experience during the recruitment process.​</p>
<h2 dir="ltr"><strong>1. Treat everyone individually</strong></h2>
<p dir="ltr">When you reach out to a candidate, that initial contact will shape their opinion going forward. People are bombarded with messages all the time and can sometimes end up feeling like a number or tick box exercise. You&rsquo;ve probably been in a similar situation yourself where a message has landed in your inbox that clearly has no relevance to you whatsoever. By taking a one- size-fits-all approach, you might a) target the wrong people and b) miss out on really getting to know the right candidates. Not to mention the impact it may have on yours and the businesses reputation!</p>
<p dir="ltr">The recruitment industry is a competitive market and one thing that can really differentiate you from another recruiter is the meaningful relationships you build with your candidates. By demonstrating you care and have the candidates best interest at heart and are genuinely invested in helping them build an incredible career, means you can develop a relationship based on trust and loyalty.&nbsp;</p>
<h2 dir="ltr"><strong>2. Go the extra mile</strong></h2>
<p dir="ltr">Most people think of a candidate's experience as a recruiter helping someone find a job. But as you&rsquo;ll know, it&rsquo;s so much more than this!&nbsp;</p>
<p dir="ltr">Our Head of Talent,&nbsp;<a href="https://www.linkedin.com/in/hannah-gardiner/" target="_blank" rel="noopener">Hannah Gardiner,</a>&nbsp;mentioned 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">LinkedIns Talent Blog</a>&nbsp;- &ldquo;Every candidate, every conversation, whether that candidate is successful or not, we&rsquo;ve got an opportunity and a responsibility to add value to those individuals. Lead with empathy. If you have a phenomenal candidate experience, that is massively going to support you in winning great talent.&rdquo;</p>
<p dir="ltr">Sharing your experiences and knowledge and adding value to the candidate is another thing that&rsquo;ll make your approach stand out. This goes above and beyond the standard expectations of a recruiter as you can bring the candidate out of their shell by mentoring them with insights, tips and advice. By putting their needs above all else, you can help them be the best version of themselves.&nbsp;​</p>
<h2 dir="ltr" role="presentation"><strong>3.&nbsp;Check in regularly&nbsp;</strong></h2>
<p dir="ltr">No one likes to be left in the dark! Sometimes this small element can be missed in the hustle of the recruitment process. To ensure a seamless recruitment process, it's essential to keep candidates informed about what they can expect from you as their recruiter, as well as provide a detailed outline of each step of the process. This will help to maintain their engagement and provide clarity throughout the recruitment journey, reassuring them that they are front of mind and that you&rsquo;re doing everything you can to support them.&nbsp;&nbsp;</p>
<p dir="ltr">As a recruiter, you have your candidates best interests at heart and genuinely want them to have an incredible career. A simple message or call asking how they&rsquo;re feeling or if they have everything they need will really make all the difference. This personal touch is key to going above and beyond in the candidate experience!&nbsp;​</p>
<h3 dir="ltr">IF YOU&rsquo;RE GONNA DO IT, DO IT RIGHT&hellip;</h3>
<p dir="ltr">Here at Austin International, we practise what we preach and are proud to have amazing recruitment consultants who offer incredible candidate experiences. Not only that, but we also want to ensure that anyone joining our team has the best experience too. So if you fancy joining our team of incredible recruitment consultants,&nbsp;<a href="https://austininternational.com/contact" target="_blank" rel="noopener"><u>reach out to our lovely talent team.</u></a></p>
<table>
<tbody>
<tr>
<td>
<p dir="ltr"><a href="https://www.austininternational.com/jobs?source=google.com" target="_blank" rel="noopener">Search jobs</a></p>
</td>
</tr>
</tbody>
</table>

How to improve the candidate experience in the recruitment process

<p>Our top priority is to ensure the safety and security of our candidate's personal data. Recently there has been a rise in the number of unethical individuals impersonating recruiters and using fake job adverts to deceive and defraud job seekers across the industry. Their ultimate goal is to trick candidates into sharing personal information or even making payments. Rest assured, our systems remain uncompromised and have not fallen victim to any hacking attempts.</p>
<p dir="ltr">In this article, we'll share tips on how to identify and avoid recruiter impersonators to help protect yourself from recruitment scams.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Be wary of unsolicited job offers</span></h2>
</li>
</ul>
<p dir="ltr">One of the primary objectives of recruiter impersonators is to deceive job seekers into believing they have exclusive access to high-paying or rare job opportunities. To avoid falling victim to such scams, independently verify the existence of the job opportunity. Conduct a web search, check with the company mentioned, and verify the position through official channels. If the opportunity seems too good to be true or lacks verifiable information, verify the recruiter's credentials and the legitimacy of the job. By ensuring that the job offer is legitimate, you protect yourself from scams and the possibility of sharing your personal information with strangers. So, always be extra cautious and do your due diligence before proceeding with any job offer, especially if it's unsolicited.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Do your research</span></h2>
</li>
</ul>
<p dir="ltr">Before engaging with a recruiter, research the recruiting agency to familiarise yourself with its reputation, history, and years of experience. A trustworthy recruiting agency will have an established online presence, industry recognition, and a job board section on its website. On our website we have consultant profiles, so it&rsquo;s worth checking these out too.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Watch out for requests for personal information</span></h2>
</li>
</ul>
<p dir="ltr">Be cautious if a recruiter immediately asks for personal details like your social security number, bank account information, or copies of official documents. Legitimate recruitment processes usually involve background checks and documentation, but these requests should come at later stages, not during initial contact. We will never ask for sensitive personal information over SMS or WhatsApp.</p>
<p dir="ltr">Moreover, it's important to remember that a reputable recruitment agency will never ask candidates to pay for the job opportunity!</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Check for communication red flags</span></h2>
</li>
</ul>
<p dir="ltr">Recruiter impersonators often rely on SMS, WhatsApp or email to initiate contact. While this is not inherently suspicious, it's crucial to stay vigilant and look out for warning signs. Be cautious if the communication comes across as unprofessional, has excessive use of jargon, or inconsistencies in the information provided. Legitimate recruiters strive for clear and professional communication, so any deviations should raise concerns.​</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Trust your instincts</span></h2>
</li>
</ul>
<p dir="ltr">Never underestimate the power of intuition. If something feels off or raises suspicion during your interactions with a recruiter, listen to your gut feeling. Fraudsters may employ persuasive tactics or create a sense of urgency to pressure you into making impulsive decisions. Remember, legitimate recruiters will respect your need for time and will provide all the necessary information to make an informed choice.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Report suspicious activity</span></h2>
</li>
</ul>
<p dir="ltr">If you suspect that something isn't right, take action and protect yourself by immediately discontinuing interactions with an unverified recruiter.&nbsp;<a href="https://austininternational.com/contact">Contact us</a>&nbsp;and let us know about the suspicious activity.</p>
<ul>
<li>
<h3 dir="ltr" role="presentation">UK:</h3>
</li>
</ul>
<p dir="ltr">You can report SMS scams by forwarding them to 7726 - a free reporting service. If you have received an email which you&rsquo;re not quite sure about, forward it to&nbsp;<a href="mailto:report@phishing.gov.uk">report@phishing.gov.uk</a>.&nbsp;<a href="https://www.actionfraud.police.uk/report-phishing">Read more about reporting scams in the UK here.</a></p>
<ul>
<li>
<h3 dir="ltr" role="presentation">USA</h3>
</li>
</ul>
<p dir="ltr">Visit the Federal Trade Commission (FTC) to report the scam online at ReportFraud.ftc.gov.&nbsp;<a href="https://www.usa.gov/where-report-scams">Read more about reporting scams in the USA here.</a></p>
<ul>
<li>
<h3 dir="ltr" role="presentation">GERMANY&nbsp;</h3>
</li>
</ul>
<p dir="ltr"><a href="https://www.verbraucherzentrale.de/wissen/vertraege-reklamation" target="_blank" rel="noopener">Read more about reporting scams in Germany here.</a></p>
<p dir="ltr">Remembering these tips will help you recognise and avoid recruiter impersonators and recruitment scams. When it comes to your job search, it&rsquo;s best to be cautious and protect yourself. By knowing what to look out for, you can stay safe and focus on legitimate opportunities that will help you take the next steps towards your career goals.​</p>

How to look out for recruiter impersonators

<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

<p>We're thrilled to share the incredible news that Austin International has just sealed a partnership with&nbsp;<a href="https://twenty20capital.com/?utm_source=AI_website&amp;utm_medium=Blog&amp;utm_campaign=Twenty20_Capital_Partnership" target="_blank" rel="noopener">Twenty20 Capital</a>,&nbsp;a renowned European investment fund who specialise in the recruitment sector. This exciting collaboration marks a significant milestone in our journey, as we join forces with an esteemed investor who shares our passion for growth and innovation.&nbsp;</p>
<p dir="ltr">With a track record of strategic investments and optimisation of human capital businesses, this investment by Twenty20 Capital demonstrates its vision for fostering ongoing sustainable growth, whilst securing the long-term longevity of the Austin International brand.</p>
<p dir="ltr">Our CEO,&nbsp;<a href="https://www.linkedin.com/in/peter1hart/?utm_source=AI_website&amp;utm_medium=Blog&amp;utm_campaign=Twenty20_Capital_Partnership" target="_blank" rel="noopener">Pete Hart,</a>&nbsp;said, &ldquo;This is a partnership for future growth. The synergies shared underscore our united commitment to delivering exceptional solutions and maintaining a reputation for excellence. It&rsquo;s a significant milestone which will propel the business towards a future of ambitious advancement across its vast geographical footprint&rdquo;.</p>
<p dir="ltr"><a href="https://www.linkedin.com/in/tristanramus/?utm_source=AI_website&amp;utm_medium=Blog&amp;utm_campaign=Twenty20_Capital_Partnership" target="_blank" rel="noopener">Tristan Ramus,</a>&nbsp;founder and investment principal at Twenty20 Capital said, &ldquo;In a demanding, ever-advancing market, where talent attraction and retention is increasingly important; this aligning of a shared vision looks to bolster Austin International&rsquo;s growth capabilities whilst enhancing their industry-leading service&rdquo;.</p>
<p dir="ltr">We're excited to see how this collaboration will fuel our growth and pave the way for exciting ventures ahead. With their backing, we're ready to push the boundaries, uncover new opportunities, and level up our game. We couldn't be more delighted to have Twenty20 Capital supporting us as we strive to build incredible futures!</p>

Powered by partnership - we're shaping the future of recruitment with Twenty20 Capital

<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>
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<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>
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<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>
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<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>
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<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>When we hear the words "learning" and "education," it's easy to assume that they mean the same thing. However, there is actually a big difference between the two.</p>
<p dir="ltr">Let&rsquo;s take cooking as an example. Imagine you have friends coming round for dinner and you want to impress them with a delicious meal. Cooking has never been a passion or interest of yours so you&rsquo;ve never dedicated time to learning how to. But now you have this dinner event coming up, you suddenly have this new desire and motivation to learn. You can enrol in a cooking class or watch YouTube videos. You can also learn by experimenting in your own kitchen, trying out different recipes, and learning from your mistakes. This is a learning process which is more organic and natural and happens through life experiences and interactions.</p>
<p dir="ltr">Now sticking to the cooking example. Imagine you&rsquo;re back at school and your next lesson is cooking. You have zero interest in cooking but as it&rsquo;s school, you must engage with the content, regardless of whether you want to or not. This is education.</p>
<p dir="ltr">To help you understand the difference between learning and education, Christine, our Global Learning and Development Partner, shares her experiences and thoughts.</p>
<p dir="ltr">&ldquo;When people ask me what the difference between learning and education is, I usually ask them back what they remember from their first day of school. Most people remember things like the clothes they wore, who they sat next to, and whether the teacher was nice. In Germany, kids get paper cones filled with goodies (&ldquo;Schult&uuml;te&rdquo;), so lots of people remember those. What&rsquo;s interesting is that no one really remembers what classes they had that day, or which subject was taught. And that, right there, is the difference between learning and education.</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>What is education?&nbsp;</strong></span></h2>
<p dir="ltr">Education is trying to get people to memorise information &lsquo;just in case&rsquo; they need it. It&rsquo;s a formal conservative process aiming to develop abilities, attitudes and other behavioural practical values in the society to which they belong. So basically school. I went to school for 13 years and passed all my exams. Ask me how much of that content I remember today - Hands down, very little. Why? Because most of it I simply didn&rsquo;t need once I passed the respective class.</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>What is learning?</strong></span></h2>
<p dir="ltr">Learning, on the other hand, means adopting knowledge, values and skills through experiences in our day-to-day life. This happens automatically and continuously and can be intentional or unintentional, conscious or unconscious, for better or worse. This is the stuff we really care about, often because we have to. I didn&rsquo;t learn the English term &ldquo;cylinder head gasket&rdquo; in my 8 years of English classes. I learned it when my car broke down in New Zealand and started billowing black smoke. That was almost 20 years ago, but I still remember it today. Just like I remember the dress I wore on my first day of school. Why&rsquo;s that? There&rsquo;s a theory that suggests what our brain stores are not facts but emotions. I remember the car breakdown because it was stressful. I remember that dress because I was super excited to wear it. Just think about the things you remember in your past, and what exactly you remember.​</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>What does this have to do with corporate training?</strong></span></h2>
<p dir="ltr">Firstly, we need to move away from the education system approach into a learning process. Rather than force content down people&rsquo;s throats, we need to create training that is actually relevant to the job we want people to be trained on and give learners a chance to practise. Because that&rsquo;s what sticks, especially when it goes wrong the first time.&nbsp;</p>
<p dir="ltr">It's also important to assess whether people see a need to engage with a certain topic. If they don't, making the learning mandatory is not going to make it stick. Instead, we should try to create experiences that show them the need (e.g. their blind spots) to create an audience that wants to engage.</p>
<p dir="ltr">And secondly, we need to remember that learning does not just happen in the 90 mins that we&rsquo;re in the classroom with a Learning and Development facilitator. Learning happens all the time. So we need to create learning opportunities (observations, guided practice, coaching etc.) wherever possible. The more closely the training environment mirrors the &ldquo;real life&rdquo; situation, the better.&nbsp;</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>Learning and Development at Austin International&nbsp;</strong></span></h2>
<p dir="ltr">In learning and development, we speak of 70-20-10, where only 10% of learning is achieved through structured courses, 20% is learning through others (e.g. peers, mentors, coaches) and the remaining 70% of learning are achieved through experience in the workplace. We need to make sure this is reflected in the way we approach "training" in the work environment by using our classroom time most effectively, creating useful on-demand performance support, and creating a seamless experience for learners between what they get from the learning and development team and their respective managers and teams.</p>
<p dir="ltr">The Learning and Development team have spent considerable time revamping the existing training courses with these concepts in mind. We aim to make our training interesting, relevant, practical, and fun. We want to create safe spaces where our learners (i.e. all of our people) can try, fail, and learn from their mistakes. We want to give them the chance to practise the real-world scenario in a safe-to-fail environment so that when they go out into the world, they feel prepared and ready. Hopefully a lot more ready than I felt when I finished school and was let loose in the real world!</p>
<p dir="ltr">And that is the essence of the difference between learning and education. It's about experiences, emotions, and the practical application of knowledge. As Christine aptly puts it, learning is not about memorising information just in case we need it; it's about adopting knowledge, values, and skills through our day-to-day lives. It's the stuff that sticks with us because we care about it as we've experienced it firsthand.</p>

The difference between learning and education

<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>
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<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>
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</tbody>
</table>

The top 2023 company for employee satisfaction according to kununu

<p>​In 2022,&nbsp;<a href="https://www.austininternational.com/about?source=google.com">Austin International</a>&nbsp;was ranked as the 2nd most flexible place to work in the Recruitment &amp; HRTech industry, and the most flexible recruitment agency. We're delighted that we've been selected for this category again this year! We're also thrilled that our FlexScore has increased to 94%, thanks to our people for providing amazing feedback!</p>
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<p dir="ltr"><a href="https://flexa.careers/blog/flexible-working-industry-awards-2022" target="_blank" rel="noopener">Flexa&rsquo;s flexible working industry awards</a>&nbsp;use thousands of data points to measure how flexible companies are in the market and look at areas such as locations, hours, benefits and&nbsp;<a href="https://austin-fraser-international.staging.krakatoa.eu-2.volcanic.cloud/our-culture?source=accessgroup.lightning.force.com">the culture</a>&nbsp;to ensure the company is offering a great working environment. Every flexified company is above and beyond the average flexibility offered and we&rsquo;re delighted to be at the top of the mix!</p>
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<p>​</p>
<p>​</p>
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<p dir="ltr"><br>So you&rsquo;re probably wondering, &ldquo;how did you make the cut?&rdquo; Well wonder no more!&nbsp;</p>
<p dir="ltr">Here&rsquo;s everything you need to know about our flexible offering.</p>
<p dir="ltr"><img src="https://cdn.sourceflow.co.uk/nr7z0owix04dbigm8nuzxhnq21lp" alt="#1 recruitment agency in the flexible working awards!" width="300" height="300"></p>
<h2 dir="ltr">Work when and where you&rsquo;re most productive.</h2>
<p>We love being ahead of the game! Remote working was on our radar LONG before this thing called &ldquo;Covid-19&rdquo; entered our lives. Not only did we want our tech recruiters to feel valued, engaged and trusted to get the job done, but we wanted them to fit their working week around their lives, and not the other way round.</p>
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<tbody>
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<td valign="top">
<h3><strong><img src="https://cdn.sourceflow.co.uk/cn6i9x1kd97cwamd4qjapi1vwc7l" alt=" SUSI KRIEG" width="300" height="300"></strong></h3>
<h3><strong>SUSI KRIEG</strong></h3>
<p dir="ltr"><strong>&ldquo;Especially since becoming a mum, our flexible working is a game changer for myself. It&rsquo;s so much easier to combine family and work life. I can see my baby boy growing up, taking his first steps, getting to know the world whilst still following my own career goals in life.&rdquo;</strong></p>
<ul>
<li dir="ltr" style="font-weight: bold;"><strong><em>Managing Director, Germany.</em></strong></li>
</ul>
<p><strong>&nbsp;</strong></p>
<p><strong><em><img src="https://cdn.sourceflow.co.uk/dfp99g9o6nxsck3fbxrp7zxbjlgx" alt=" ​  ​  ​​​​​​PHOENIX HUDSON" width="300" height="300"></em></strong></p>
<p><strong>&nbsp;</strong></p>
<p><br><strong>​</strong></p>
<p>&nbsp;</p>
<p><strong>​​​PHOENIX HUDSON</strong></p>
<p><br><strong>&ldquo;Austin International has given me an unparalleled opportunity. What's great about our flex appeal is, I have the Flexibility to be the best mom to my kids from pick-ups and drop-offs to sick days, I can be there for them. The best part is, I don't have to sacrifice my career in the process!&rdquo;</strong></p>
<ul>
<li><strong>Senior Development Technical Consultant, US</strong></li>
</ul>
<h2 dir="ltr">Benefits of flexible working for early birds and night owls:</h2>
<p dir="ltr">For those early birds amongst us, FlexAppeal means you can start work whenever you&rsquo;re most feeling refreshed, so you&rsquo;ll increase productivity. So if you&rsquo;re off to the gym at 5am (fair play!) or perhaps you enjoy the sunrise, you can start work as early as you like, meaning if you&rsquo;re doing a standard 8 hour day, you&rsquo;ll finish early too.</p>
<p dir="ltr">Don&rsquo;t worry, we&rsquo;re not forgetting those night owls too! Whether you&rsquo;ve had a late night and could do with a few hours extra kip or maybe you feel more productive working later in the day, just log in when you&rsquo;re feeling refreshed and ready to go!&nbsp;</p>
<h2 dir="ltr">Benefits of flexible working for adventurous travellers: &nbsp;</h2>
<p dir="ltr">Flexible working doesn&rsquo;t just mean working from home. Imagine being able to pack your bags and head off on your travels whilst still being able to work! We don&rsquo;t mind where you decide to work&hellip; So if you&rsquo;re off doing some city-seeing or visiting friends or family, just take your laptop with you and work around your personal commitments.</p>
<p dir="ltr"><img src="https://cdn.sourceflow.co.uk/4bamdujwv1yhwyhrd2iv175odrfy" alt="MAX MAYR" width="300" height="300"></p>
<h3><strong>MAX MAYR</strong></h3>
<p dir="ltr">&ldquo;Discovering the world and travelling is a huge passion of mine. That&rsquo;s why I love being able to combine my work life with travelling. It&rsquo;s great to be able to explore a new city and then work there for a couple of days after my annual leave. One of my favourite trips was to Amsterdam. I was able to work in a shared office so I was just as productive as at home but also able to meet new people.&rdquo;</p>
<ul>
<li dir="ltr">Director Contracts, Germany.</li>
</ul>
<p><img src="https://cdn.sourceflow.co.uk/bfcf6g1zie3yk265b371ideymlv3" alt=" KSENIA MOLODYCH" width="300" height="300"></p>
<p>&nbsp;</p>
<p><br><strong>KSENIA MOLODYCH</strong></p>
<p><br><strong>&ldquo;I have a lot of friends and relatives all over Europe so what the perfect combination of FlexAway and FlexAppeal at Austin International allows me to do is to have more quality time with them whilst not losing focus on work.&rdquo;</strong></p>
<ul>
<li><strong>Head of Marketing, UK.</strong></li>
</ul>
<h2 dir="ltr">We&rsquo;re all different, we&rsquo;ve all got different needs.</h2>
<p><img src="https://cdn.sourceflow.co.uk/l67p6ibvg6epu1xawlzuk8ym3zdr" alt=" PETE HART" width="300" height="300"></p>
<p>&nbsp;</p>
<p><br><strong>PETE HART</strong></p>
<p><br>&ldquo;It's not about what time you clock-in or clock-out, or where you&rsquo;re doing that, we should all have a choice. And that&rsquo;s something I really wanted to be able to have and offer.&nbsp;</p>
<p>We&rsquo;re all different, we&rsquo;ve all got different needs and also different obligations. It allows me to get the balance right in my life as much as I possibly can. My family is the most important thing to me and that's a fact! So I get to do my job at a high standard whilst giving my family what they need.&rdquo;</p>
<ul>
<li>CEO</li>
</ul>
<p dir="ltr">Are you ready to build an incredible career here at Austin International? Start your journey today!</p>
<table>
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<td>
<p dir="ltr"><a href="https://austin-fraser-international.staging.krakatoa.eu-2.volcanic.cloud/contact?source=accessgroup.lightning.force.com">Contact Us</a></p>
<p dir="ltr">​</p>
</td>
<td>&nbsp;</td>
</tr>
</tbody>
</table>
</td>
<td>
<p>​</p>
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#1 recruitment agency in the flexible working awards!

<p>A growth mindset can unlock your full potential as a leader, as well as your team. Having a growth mindset means you can foster a culture of continuous improvement, inspire your team to reach new heights and create a positive work environment that promotes open communication, innovation, and inclusivity. With a growth mindset, you can enhance your ability to communicate effectively, mentor your team towards success, and create a culture of positivity that relieves stress and encourages personal and professional growth.&nbsp;</p>
<h2 dir="ltr"><strong>Growth mindset VS fixed mindset</strong></h2>
<p dir="ltr">Before we dive into unlocking your full potential by leading with a growth mindset, it&rsquo;s important to recognise what a fixed mindset is. Recruiters who believe that their abilities and skills are fixed may struggle to adapt to the ever-changing needs of the industry and may be less likely to seek out new opportunities for growth and development. This is known as a fixed mindset. On the other hand, recruiters with a growth mindset are more likely to embrace change, learn from their mistakes, and continuously improve their skills and abilities. As Simon Sinek said, &ldquo;Those with a finite mindset fear surprises. Those with an infinite mindset see opportunity in the unexpected&rdquo;.</p>
<p dir="ltr">It's time to face the reality - leaders who have a fixed mindset tend to micromanage their teams, and it's not pretty. This behaviour can be incredibly demotivating for the team, creating a culture of fear. And you know what that leads to? High levels of employee burnout, low retention rates, and a decrease in long-term performance. It's time for leaders to ditch the fixed mindset and start trusting their people to do their jobs well. Only then can we create a thriving and successful workplace for everyone involved!</p>
<p dir="ltr">The good news is, having a growth mindset is something you can learn, and understanding the two helps to make the shift.</p>
<h2 dir="ltr"><strong>What is a growth mindset?</strong></h2>
<p dir="ltr">Dr Carol Dweck, a psychologist and author of "Mindset: The New Psychology of Success," discovered through&nbsp;<a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1838571/">a study</a>&nbsp;that individuals who prioritise learning over outcomes experience neurological changes in the brain. This emphasises the need for a complete shift in mindset towards growth, which she terms a "growth mindset." It&rsquo;s where you focus on the journey rather than the destination.&nbsp;</p>
<p dir="ltr">In the fast-paced and ever-evolving world of recruitment, it's crucial to have a growth mindset. Those who believe in the power of effort and determination are the ones who will succeed. Leaders who embrace a growth mindset understand that even in times of crisis, there is always an opportunity for growth and development. They actively seek out ways to support their team's growth, encourage collaboration, and break down barriers to success. Blaming others is not an option, personal accountability is key. By fostering a culture of growth and development, leaders create a positive environment that helps their team overcome challenges and achieve their goals.&nbsp;</p>
<p dir="ltr">&ldquo;I think something that I've always taken with me, and it's a phrase that I heard years ago - if you're going to think big, think bigger, and if you're going to think bigger, think biggest. If you talk to any of my leaders, they'll have heard me say that time and time again, and I can now hear them sharing it with their people, too.&rdquo; - Tom Chapman, Executive Vice President, USA.</p>
<p dir="ltr">To see if you tend to think in a fixed or growth-focused way, ask yourself these questions:</p>
<ol>
<li>
<p dir="ltr" role="presentation">Do you prefer to avoid challenges, or are you excited by them?</p>
</li>
<li>
<p dir="ltr" role="presentation">Do you protect yourself from failure or use it to achieve higher levels of success?</p>
</li>
<li>
<p dir="ltr" role="presentation">Do you find setbacks discouraging or motivating?</p>
</li>
<li>
<p dir="ltr" role="presentation">How do you feel about feedback? Do you react badly or respond constructively?</p>
</li>
<li>
<p dir="ltr" role="presentation">Are your talents set in stone or can you develop them?</p>
</li>
</ol>
<p>​</p>
<h2 dir="ltr"><strong>What are the benefits of leading with a growth mindset?</strong></h2>
<p dir="ltr"><a href="https://hbr.org/2014/11/how-companies-can-profit-from-a-growth-mindset">According to the Harvard Business Review,</a>&nbsp;employees at companies with growth mindsets are 34% more likely to feel a strong sense of commitment to the organisation. They are also 47% likelier to say their colleagues are trustworthy, 65% likelier to say their company supports risk-taking and 49% likelier to say that the company fosters innovation.</p>
<p dir="ltr">By embracing a growth mindset, you can expect to:</p>
<ul>
<li>
<h3 dir="ltr" role="presentation"><strong>IMPROVE COMMUNICATION</strong></h3>
</li>
</ul>
<p dir="ltr">As Steven Bartlett once said, "Effective communication is the foundation upon which successful relationships are built." And successful relationships in the recruitment industry are a must!</p>
<p dir="ltr">If a recruiter were to have a fixed mindset, they would believe that relationships with their clients and candidates should come easily and demonstrate immediate compatibility. But if you&rsquo;re in the industry already, you&rsquo;ll know straight up, that isn&rsquo;t the case! Strong relationships require effort and work and those with a growth mindset will know this.&nbsp;​</p>
<p dir="ltr">Recruitment is an ever-evolving and incredibly innovative industry that gives opportunities for innovation, ideas, and challenging the status quo. By enhancing your ability to communicate effectively, you can contribute to this innovation and lead the way. Additionally, leaders who view others as sources of inspiration, rather than competition, can cultivate a collaborative work environment that promotes open communication and increased productivity.</p>
<p dir="ltr">Having a growth mindset provides a guide for navigating difficult conversations with clarity and composure. And these difficult conversations can happen on a regular basis in recruitment! By approaching the conversation with an attitude of curiosity and openness, rather than defensiveness or closed-mindedness, you can foster a more productive dialogue. It will also make the conversation a lot nicer for the person on the other end as they will feel heard and valued in the conversation. This can help to build trust and strengthen relationships, both of which are important in the recruitment industry.</p>
<p dir="ltr">​A growth mindset can play a crucial role in overcoming communication barriers, particularly in the context of flexible working where people may be working remotely or on different schedules. Those with a growth mindset are motivated to explore alternative ways of communication, seek feedback, and continuously improve their skills to bridge these gaps. The first step is acknowledging that individuals communicate in diverse ways, followed by adapting your expectations of how others ought to communicate. It&rsquo;s crucial not to stereotype people based on their communication style, but rather acknowledge the strengths in each individual's communication approach and utilise them for the benefit of the team.​</p>
<ul>
<li>
<h3 dir="ltr" role="presentation"><strong>EFFECTIVELY MENTOR YOUR TEAM</strong></h3>
</li>
</ul>
<p dir="ltr">In the recruitment industry, leaders with a growth mindset are the ones who can effectively mentor and guide their teams towards success. By recognising the potential for growth and development in each individual, leaders can foster that potential. Learning is a continuous process, so encourage your team to embrace challenges and view failures as development opportunities.</p>
<p dir="ltr">&ldquo;When you learn to not fear failure, and view it as an opportunity&hellip;everything changes! Failure has been instrumental in my success, it has propelled me forward, and I wouldn&rsquo;t be where I am today without it. I am grateful for everything it&rsquo;s taught me and will continue to teach me. F.A.I.L&hellip; First Attempt In Learning&rdquo; - Hannah Gardiner, Head of Talent.</p>
<p dir="ltr">By prioritising the growth and development of your team members over just achieving short-term goals, you can create a culture of continuous improvement and innovation. This approach will not only benefit your team but also your clients and candidates, as they will see the positive impact of your team's growth and development on their recruitment experience.</p>
<ul>
<li>
<h3 dir="ltr" role="presentation"><strong>CREATE A POSITIVE CULTURE</strong></h3>
</li>
</ul>
<p dir="ltr"><a href="https://www.frontiersin.org/articles/10.3389/fpsyg.2022.821206/full#ref56">Studies have found that when we experience stress, a growth mindset can relieve it and reduce the protective effects of externalising behaviour</a>. Being less stressed means we can create a positive culture for our people.​</p>
<p dir="ltr">Recruiting talented individuals who bring value to the culture, rather than simply fitting into it, leads to a diverse, inclusive and dynamic team that can offer fresh perspectives and innovative ideas. Sometimes&nbsp;<a href="https://www.austininternational.com/blog/2023/02/6-ways-to-remove-unconscious-bias-in-your-recruitment-process?source=google.com">our unconscious bias&nbsp;</a>or social stereotypes get in the way of building an inclusive team. This can cloud our judgement, hinder our decision-making, and prevent us from creating an environment that&rsquo;s truly welcoming for all.&nbsp;</p>
<p dir="ltr">It falls upon leaders to initiate a culture shift that promotes a greater understanding of unconscious bias. A growth mindset can assist in eliminating limiting beliefs by practising mindfulness. By being conscious of our thoughts and beliefs, we can effectively change them. If you encounter a negative stereotype or generalisation about someone, take a pause and ask yourself these three questions: Is this thought based on truth or assumption? Why do I believe it's true? How do I know it's true?</p>
<p dir="ltr">A growth mindset can create a culture of trust by promoting an environment where people are encouraged to take risks, learn from mistakes, and embrace challenges. By fostering a growth mindset, you can help your people develop confidence in their abilities and encourage them to share their ideas without fear of judgement. Additionally, a growth mindset encourages constructive feedback, allowing for open communication and a sense of collaboration. This trust-based culture fosters a sense of belonging and shared ownership, ultimately resulting in a more engaged and productive team.</p>
<p dir="ltr">So ask yourself - when confronted with a challenging task at work, do you opt to avoid it, deeming it unworthy of the trouble, or do you choose to confront it directly? If it&rsquo;s the latter then you probably have a growth mindset!​</p>
<p dir="ltr">Embracing challenges, persisting through obstacles, and seeing failures as development opportunities for growth are all part of the growth mindset. It's a mindset that can unlock your full potential in whatever role you&rsquo;re in! A leader with a growth mindset means you can inspire your teams to reach new heights and create a culture of continuous improvement!&nbsp;<a href="https://www.austininternational.com/blog/2023/06/10-ways-to-lead-with-a-growth-mindset?source=google.com&amp;" target="_blank" rel="noopener">Check out how to lead with a growth mindset here.</a></p>

 3 benefits of leading with a growth mindset

<p>​There&rsquo;s nothing quite like landing your dream job. The release of happy chemicals and burst of excitement when someone shares that you've been offered the role is simply amazing! But to be the person on the other end, sharing the good news, is just as rewarding! Helping candidates build an incredible career and working with clients to find some amazing talent - what&rsquo;s not to love?&nbsp;</p>
<p dir="ltr">Recruiters are passionate and ambitious individuals who thrive off helping others build incredible careers. They care about every single person they work with and go above and beyond to support them in finding their perfect role or candidate.&nbsp;</p>
<p>Now if you&rsquo;re umming and arring about whether a career in tech recruitment is up your street, you&rsquo;re in the right place. We&rsquo;re going to share our top 3 tips on what makes a successful recruiter.</p>
<p>​</p>
<h2>1. Be trustworthy and reliable</h2>
<p dir="ltr">One of the biggest parts of being a recruiter is building strong relationships and we know these can take time. This fits nicely in with one of our values that says it all - earn it. You must earn respect and commitment by ensuring you build and maintain the relationships through being trustworthy and reliable. You need to demonstrate to your communities, clients and candidates that you have their best interest at heart.&nbsp;</p>
<p dir="ltr">By giving truthful advice, offering solutions and being loyal to the core, you can position yourself as a thought leader within your market and become the go-to person for that individual or businesses recruitment needs.</p>
<p>But to offer advice and solutions, you need to know your stuff. And with that, there&rsquo;s a whole load of expertise, skills and talent that goes on behind the scenes. For example, one area is data analytics. Recruiters use data analytics to perform a wide range of tasks, from evaluating candidates to sourcing hires and measuring the success of their hiring efforts.</p>
<p>As explained by our Head of Talent, Hannah Gardiner, in this&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 Talent Blog</a>.</p>
<table style="width: 100%; height: 1007.78px;">
<tbody>
<tr style="height: 1007.78px;">
<td style="width: 99.4197%; height: 1007.78px;">
<h3><strong>HANNAH GARDINER</strong></h3>
<p>&ldquo;<em>Understanding data trends supports so many aspects, whether that&rsquo;s your outreach, sourcing strategies, candidate experience, or uncovering key market insights. Our industry is continuously evolving and this enables us to stay ahead of the curve and innovate</em>&rdquo;.</p>
<ul>
<li>Head of Talent</li>
</ul>
<p><img src="https://cdn.sourceflow.co.uk/lgpnqdsix2x0gvny8rq2dhd4c09f" alt=" HANNAH GARDINER" width="300" height="300"></p>
<p>Don&rsquo;t worry though - we&rsquo;ll give you all the training you need to become an expert in your field and be an amazing tech recruiter.</p>
<h2 dir="ltr">​2. Grab every opportunity... and create them too!</h2>
<p dir="ltr">As a recruiter, you&rsquo;ll need to take every opportunity thrown your way and grab them with both hands. Not only this, but you&rsquo;ll be proactive in creating your own opportunities. Being an opportunist means you&rsquo;re ready for an adventure and to get stuck in.&nbsp;You should take pride and own every opportunity you get, reflected in another one of our values - own it.&nbsp;Although a missed opportunity is a lost opportunity, you can still learn and grow from your experience but it&rsquo;s always best to dive in and explore the possibilities, no matter how big or small.&nbsp;</p>
<p>Recruiters love to challenge the status quo and do things differently so if you&rsquo;ve got ideas and insight to share, be sure to speak up. You&rsquo;ll be an expert in your field and a thought leader in the industry so people will respect you and be grateful and appreciative for any insight, advice, tips or opinions you share.</p>
<p dir="ltr">​</p>
<h2 dir="ltr">3. Be a lifelong learner&nbsp;</h2>
<p dir="ltr">Being a recruiter means you&rsquo;re passionate, ambitious and dedicated to your market and community and therefore want to keep learning about it as it progresses and changes. Just like our value - love it, you should LOVE everything about your career.</p>
<p>You should take huge pride in doing a great job and achieving your goals, celebrating the highs and collectively finding your way through the lows. Mistakes are okay, as long as you learn from them! As a lifelong learner, you should also be willing to share your learnings with your teammates and pitch in when they need help.</p>
<p dir="ltr">Recruiter jobs are very rewarding, not just in terms of&nbsp;<a href="https://www.austininternational.com/d-and-i-plus-be-you#afi-text-img-tabs?source=google.com">compensation and benefits</a>, but also the relationships you form with clients, candidates and your team. At Austin International, we have&nbsp;<a href="https://www.austininternational.com/your-growth?source=google.com">clearly defined career tracks</a>&nbsp;to help shape your career and get you well underway to success! We&rsquo;re proud to have an amazing bunch of tech recruiters and we continue to grow our team.</p>
<p dir="ltr">Take 2 minutes to&nbsp;<strong>complete the quiz below to see if a recruitment career is for you</strong>&hellip; And if it is,&nbsp;<a href="https://www.austininternational.com/jobs?source=google.com">head to our career page&nbsp;</a>to see the awesome opportunities we have available.&nbsp;</p>
</td>
</tr>
</tbody>
</table>
<p>&nbsp;</p>

3 tips on how to have a successful recruitment career

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