Nine in 10 UK workers say they’ve been affected by mental health issues

mental health According to research carried out by the consultancy firm, Accenture, an incredible 90% of UK workers have experienced mental health issues.

The survey which was carried out in October 2018 through the YouGov Omnibus service, revealed the different ways in which employees have been affected by mental health challenges. Two-thirds (66%) of those questioned said that they have personally experienced problems while 85% said someone close to them has suffered.

Among those who have struggled with their mental health, three out of four (76%) said that their challenges have affected their ability to enjoy life. 30% said that it was so bad that they are occasionally, rarely or even never able to enjoy and fully take part in everyday life.

The managing director and mental health lead for Accenture, Barbara Harvey warned that these figures show that the UK’s mental health crisis is much worse than it was originally thought. She commented:

“We’re used to hearing that one in four people experience mental health challenges, yet our research shows that the number of people affected is in fact far higher. It’s clear that mental health is not a minority issue; it touches almost all employees and can affect their ability to perform at work and live life to the fullest.”

One positive to come from the findings is that people are finally starting to feel more comfortable when it comes to discussing mental health. 82% of those questioned said that they are more willing to speak openly about the issue than they were even just a few years ago.

Despite this, there are fears that employers still aren’t creating an open culture about mental health and that they don’t do enough to address the struggles their employees may be facing.

Just one in four (27%) respondents said that they’ve seen a positive change in the way that employees speaking openly about mental health at work and only one in four (20%) say there has been an improvement in workplace training to help manage their own challenges, or to help them support colleagues.

Among those who have experienced a mental health issue, 61% didn’t speak to anyone at work about it. Worryingly, 51% feel that raising a concern about this topic might negatively affect their career or prevent them from getting promoted. 53% also believe that opening up about a mental health challenge would be perceived as a sign of weakness.

For employees who haven’t felt able to open up about their struggles, more than half (57%) say this led to them feeling stressed out, alone, lacking confidence and being less productive. Among those who did open up in the workplace, 81% said they experienced a positive reaction of empathy or kindness.

Overall, organisations which have an open and supportive culture around mental health saw reductions in stress levels and feelings of isolation and an increase in confidence.

Speaking about the responsibilities employers have when it comes to addressing mental health issues, Harvey continued:

“It’s time for employers to think differently about how they support their employees’ mental wellbeing. It’s not only about spotting the signs of declining mental health and helping employees seek treatment when needed. Employers need to take a proactive approach by creating an open, supportive work environment that enables all their people to look after their mental health and support their colleagues. The payoff is a healthier happier organisation where people feel energised and inspired to perform at their best.”

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Survey reveals that employers are struggling to provide a good candidate experience

Candidate ExperienceAccording to the Good Recruitment Benchmark Report, employers continue to struggle to provide a positive candidate experience during the recruitment process.

Unsurprisingly, candidates who are rejected at the CV or telephone-screening stage receive notably weaker messages in terms of content and timing compared to those who get further along the process. Just 70% of organisations say that they provide every single unsuccessful candidate with a rejection message.

What’s more, it’s feared that this figure could actually be much lower. Ken Brotherson, managing director of TALiNT Partners, the company who conducted the report, commented:

“The organisations we worked with are highly engaged and want to find out what they are doing wrong so they can fix it, but we know that’s not true of most organisations. We estimate that the figure for candidates who are being offered feedback could actually be much lower.”

When candidates were asked how they rate employers when it comes to candidate experience, only 46% of companies received average scores in the retail, hospitality and leisure sectors. The business services sector fared the best with 71% of respondents rating organisations above average.

Despite the poor effort made when it comes to providing a positive candidate experience, the majority of businesses say that they realise that the way they treat even unsuccessful applicants reflects on them as an employer and that rejected candidates are both ambassadors and potential customers.

Offering an explanation as to why so many businesses may be struggling with their candidate experience, Brotherson explained that organisations are opening up their application processes too widely. With so many job seekers applying to vacancies, it makes it almost impossible for companies to get back to every single applicant.

Another issue is how simple job hunting has become thanks to the Internet. With many online job sites offering a ‘one-click’ application process, it means that desperate job seekers are applying to any role that’s vaguely suited to their skills and experience. In recent years, it’s not unusual for a single opening to get thousands of applicants only for orgnaisations to find that very few, if any of them are actually suitable for the role.

Brotherson says that an effective method of reducing the number of unsuitable applicants is to be honest with candidates about what the role will entail.

“A lot of employers who are trying to attract jobseekers might focus on talking about their mission statement, their values and their culture, but what jobseekers will really be interested in is the job itself. There’s a danger that employers might be losing sight of that.”

He continued:

“Offering candidates an honest perspective of what is expected of them in a role is a far more effective approach. Employers should not be afraid to show people the reality of a role, to show a job with warts and all. Tell people something that they might find challenging or difficult in a role and you’ll find that you might attract candidates who have the level of adaptability and resilience needed.”

To find out why providing a positive candidate experience is a key part of recruitment, head over to our blog page.

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5 simple ways to improve your job search

cv writing

Job hunting is never fun nor easy. If you’re unemployed you have the pressure of trying to find something as quickly as possible and while you can afford to be choosy if you’re still employed, it can be incredibly difficult to find the time to apply to roles and attend interviews without your employer getting suspicious.

Below we have listed five simple ways to improve your job search so that it’s quicker and less stressful.

Update your social media profiles

Most recruiters will check you out on social media before they even invite you in for an interview so make sure they’re going to like what they see.

You should assume without certainty that your LinkedIn page will be looked at so use this to your advantage. Just like you would with your CV, ensure that your profile is up to date with all your latest jobs, qualifications, experience and achievements.

It’s well worth spending some time asking people to write a recommendation for you as well. Having good quality testimonials on your profile will show recruiters that you’re a trustworthy professional which will reinforce the skills and strengths on your CV and make you even more appealing to them.

Don’t forget to have a thorough check through your personal social media accounts as well because recruiters may take a look at these to get a feel for what kind of person you are. Whether it’s opinionated tweets or drunken Facebook photos from years ago, it’s best to delete them or change your settings to private so only people you’re connected to can see them.

Use Twitter

Recruiters are constantly tweeting about jobs they need to fill which means that Twitter is a seriously untapped resource for job seekers. To make sure you’re in the know about these leads, create a Twitter job search list which includes recruiters, hiring managers, company hiring handlesand job search websites.

Be organised

If you’re actively looking for a new role, it’s so easy to lose track of which jobs you’ve applied for and who you’ve spoken to. The great news is that there are a number of free tools out there such as JibberJobberwhich can help you to stay on track of all of this. From the jobs you’ve applied for to interview dates, you can log absolutely everything related to your job search.

Look for hidden opportunities

Not all vacancies are posted to job boards so by sticking to this method alone, you could be missing out on valuable opportunities. It’s always worth sending a speculative email if there’s a particular company you want to work for – just make sure you do your research and send it to the right person. It’s also worth telling your personal network of friends and family that you’re on the lookout for new opportunities and ask them to keep their ears open. If you’re not currently in a role, it’s also worth including on your LinkedIn profile that you’re in the market for a new job.

Use a job agency

One of the best ways to find out about hidden opportunities is to sign up to a recruitment agency. They tend to work with the same clients for many years so will often hear about vacancies before they’re even advertised. Being sent through by an agency that a company knows and trusts is also like having your very own personal recommendation which means that you may be more likely to secure the role.

If you would like help finding your next job, please don’t hesitate to get in touchwith Choralis Consulting. 

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The UK’s job hopping habits – infographic

People don’t just change their jobs more often these days, we’re not averse to changing careers altogether either. Whether this comes down to ‘grass is greener syndrome’ or the fact that technology has made us open to more opportunities than ever before, the infographic below reveals the UK’s job hopping habits.

job hopping infographic


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Why providing a positive candidate experience is a key part of recruitment


Image source:

The recruitment and Employment Confederation (REC), Chartered Institute of Personnel and Development (CIPD) and Chartered Institute of Procurement & Supply (CIPS) have said that employers must pay more attention to their recruitment process if they are to provide a positive candidate experience.

The announcement came shortly after a joint survey revealed that 67% of HR and hiring managers said that attracting the right people to their roles is an extremely important part of recruitment. Despite this, only 20% admitted to ensuring that candidates receive a high quality experience and just 14% rank communicating their brand to applicants as a priority.

With 42% of employers saying they are instead focusing on reducing the cost of recruitment and 39% being more concerned about reducing the time it takes to hire, REC’s Chief Executive, Kevin Green commented:

“An over-emphasis on cost and time to hire risks over-commodification of the supply chain. This can often lead to unintended consequences such as a poor candidate experience of the recruitment process.”

This may offer some explanations as to why so many employers complain about not being able to attract high quality candidates. Especially when you consider the fact that a whopping 88% of job seekers who were questioned by Monster said that they are more likely to buy from or use a company that gave them a positive candidate experience – regardless of whether or not they were offered the role.

Additionally to this, the survey also found:

  • 97% of candidates would refer others to the organisation if they had a positive experience with them
  • Even if they were unsuccessful with the first job they applied for, 95% would re-apply if another role came up at a later date
  • Half of candidates will tell their social connections about a positive experience with a company

Whether you’re struggling with the sheer volume of applications, your recruitment team is pushed for time or you’re trying to cut back on costs wherever you can, creating a positive candidate experience isn’t always easy but it is possible when you incorporate the following guidelines.


Throughout the entire recruitment process, communication is vital. If you don’t have time to call or email every applicant you’re dealing with, direct them to a company career site or dedicated social media page which explains your recruitment process.

If you want it to be more personal but you simply can’t dedicate the time to it, employ a recruitment agency to help you. They can liaise directly with the candidates and do everything from letting them know they’ve been unsuccessful to setting up interviews and offering them the job.

Expectation Management

With some recruiters receiving hundreds of applications for every job posting, sometimes it really isn’t possible to address each and every one individually. Setting clear expectations from the beginning can help to prevent any bad feelings however.

  • Send an automated ‘Thank You’ message so the candidate knows their application has been received
  • Advise how long it’s likely to take to receive a response. If you can’t get back to everyone individually then let them know that if they don’t hear from you within ‘x’ days then their application has been unsuccessful
  • Provide information on the next steps. For example, first interview, second interview, any tests that will be undertaken and references

If you would like any help or further information about recruitment and providing a positive customer experience, please feel free to contact Choralis Consulting and we will be more than happy to help.

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Motivating different types of employees

Work colleaguesMotivating different personalities can be incredibly demanding and the reality is that most teams in the workplace are going to comprise of all different types. Taking the time to understand what motivates these different personality types not only ensures a more harmonious working environment, it also makes you a better manager and encourages your employees to be the best versions of themselves.

The defender

Defenders crave security, predictability and stability. They thrive in well-established organisations and they want set routines and for their role to be clearly defined.

They like regular communication and continuity. Tell them in writing what you expect from them and reward and value their loyalty.

The friend

This person seeks belonging, friendship and fulfilling relationships. They value organisations that have a strong team ethos, excellent social activities and opportunities for helping others.

They’re also likely to be spontaneous and energetic, warm and talkative. You will probably have noticed that they like to be the centre of attention too.

If you’re struggling to get them to focus on the task in hand, tell them how impressed others will be if they complete the job and allow them to be spontaneous so they can address different situations as they see fit.

The star

This person seeks recognition, respect and social esteem. They like visible perks, clear hierarchical structures, job titles and plenty of opportunities to shine.

This person is motivated when they feel supported, consulted and involved. They want a good social working environment and thrive on public praise, awards and status. Involve them in projects and regularly review their targets and goals. They value positive feedback and love public praise so when they reach targets, reward them in a visible way.

The director

This person seeks power, influence and control over people and resources. Their goals are to be in a management or leadership role with opportunities for promotion and good career prospects.

They crave responsibility and the ability to influence others. They will be motivated by a job title that reflects power and providing them with further training or coaching to help them advance in their career will also provide them with a boost.

The builder

This person is driven by money, material satisfactions and above-average living. They like their performance to be linked to rewards and are drawn to high-paying professions and visible routes to promotion.

They are motivated by money and material perks. They feel most energised when they have a clear career path so organise regular progress reviews and increase responsibility. You can engage their competitive side with games, sporting activities and competitions.

The expert

This person actively seeks out knowledge, mastery and specialisation. They like roles that require specialist knowledge and skills and are motivated by environments where personal development leads to formal recognition of expertise.

This type of employee is very much motivated by training and development, especially when this is linked to promotion. They like ambitious targets and being a guide or mentor to others.

The creator

This person seeks innovation, creativity and change. They enjoy solving problems and working for dynamic and innovative organisations. They want to be involved in generating ideas and adding originality to projects.

Recognise their creativity by rewarding them for innovation. They will get bored if they’re in a routine for too long and will therefore become demotivated quickly. Provide a stimulating working environment and give them plenty of opportunities for brainstorming ideas.

The spirit

This worker craves freedom, independence and autonomy. They want a job where they can control their own time, make their own decisions and use their discretion.

Delegate responsibility and allow them to work autonomously. Support them to understand their values and clarify their vision for their work. They can be demotivated by rules, restrictions and procedures. Create clear boundaries to give them the freedom they need but avoid micro-managing them.

The searcher

This person seeks meaning and purpose and they want to make a difference. They’re motivated by learning, caring-orientated roles and projects, often with customer-facing opportunities. Their top motivators are praise and regular feedback. Give them significant, important work and offer plenty of variety.

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What’s really affecting employee productivity?

Bored at WorkAt the beginning of last year, government figures revealed that the UK’s productivity gap has widened to its worst levels since records began in the early 90s. It was found that output per hour was 18 percentage points below the average compared to other leading western economies.

Furthermore, at the end of last year, the BBC also reported that productivity has pushed above its pre-crisis levels. What exactly is causing such a dip in productivity among UK workers?

Money concerns

Earlier this month, The Chartered Institute of Personnel and Development (CIPD) warned employers that they have a duty of care to support the financial wellbeing of their staff. The warning came after it has been found that one in four employees are suffering with financial problems so severe, it’s affecting their performance at work.

It’s not just those earning a lower income that are struggling either. According to the research, 20% of those earning between £45,000 and £59,999 said that financial anxiety is affecting their ability to do their job.

Surprisingly, a third of those surveyed said that they didn’t think that receiving a higher wage would be one of the top five solutions to their financial concerns. Instead, the following incentives were cited:

  • Being rewarded in a fair and consistent manner (41%)
  • Being able to save for the future through a pension (26%)
  • Being able to progress in their career (20%)

Not enough time off

Holiday rental company, Optima Villas surveyed 10,000 Brits in a bid to find out if they’re happy with their holiday allowance at work. The results were published at the beginning of this year and found that employees would like to see a more flexible approach to working hours.

  • More than a third of people think that a more flexible approach to working hours would boost their productivity levels. This raised to 53% amongst 55-64-year-olds.
  • 29% of Brits say that a few extra days off each year would improve their productivity.
  • A fifth of employees believe that time away from the office would enhance productivity and that longer breaks throughout the day would help them to stay focussed.

Development concerns 

The survey conducted by Optima Villas also found that UK staff have serious concerns about their development within the company they’re working for.

  • 26% of British workers would like to see more efficient operating systems in the workplace and blame poor technology for their productivity shortage.
  • A fifth of respondents said that better training opportunities could be key to increasing their motivation.
  • Just over a tenth of people would like more work to do.
  • 13% say that extra responsibility would make them more focused on their role.

Company culture

Our colleagues and managers have a huge impact on our happiness at work and this has been further highlighted in recent findings. When asked what would make them more productive at work, respondents cited improved management attitudes and colleague relationships.

Do you have difficulties keeping your employees productive? Feel free to share how you overcome this in the comments below.

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How jobseeker behaviour is changing


The recruitment industry has evolved dramatically over the last decade thanks to continued advancements in technology.

Fortunately, the days where recruiters would sit around waiting for candidates to come in and register with them are long gone. Thanks to the likes of intuitive job boards and social media platforms, recruiters and hiring managers can now be a lot more proactive.

It’s not just the way that recruitment is carried out that’s different however, jobseeker behaviour is changing too.

They’re changing jobs more frequently

In the past, it was common for candidates to stay with the same employer for years, sometimes even decades. Typically, we would join a company and move up the ranks internally. Nowadays however, employees tend to move jobs more frequently as they look for promotional opportunities, better pay and workplace benefits.

There are several contributing factors towards this shift but one of the main reasons is the rise in the number of small businesses in the UK. Employee turnover is naturally higher is start-ups and SMEs because there are fewer opportunities for promotion. They are however great places to gain valuable work experience.

They want to be able to work remotely  

Technology has had a huge impact on how we work and it has enabled employers to offer desirable benefits such as remote working. The Office for National Statistics reports that up to 14% of the UK’s working population works from home sometimes or all of the time and this is a perk that more and more candidates look for when applying to new jobs.

While it might seem like a minor benefit, being able to achieve a good work-life balance, spend more time with family and reduce commuting time and costs is something that’s going to attract high quality candidates.

They use job boards differently

Job boards used to be somewhere candidates would simply apply to jobs and hope for the best. A recent study carried out by the recruitment software provider, Madgex found that more than half of all jobseekers now use them as a research tool to not just identify jobs, but also to find out a whole lot more about potential employers and the roles they’re advertising.

The research found that when looking on job boards, candidates expect to be able to find the following information:

  • 34% want salary information clearly displayed and 70% are more likely to apply for a role if it is
  • 50% want to see more information about the employer
  • The top reasons UK candidates head to job boards is because they want to be able to find local jobs and roles in their relevant industry

They use multiple platforms to look for jobs

There are so many job hunting platforms available these days that jobseekers no longer rely on just one trusted source. The same study from Madgex found that all candidates use at least four digital sources to find work and 42% will use eight or more.

If you would like help recruiting great candidates, please don’t hesitate to give Choralis Consulting a calland a member of the team will be more than happy to help.

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How to find quality candidates when you’re short on time

recruitment Recruitment can be a long and complicated process. If you have a lot of time to prepare for your new recruit, this doesn’t necessarily have to be a problem but if you’ve been left in the lurch with an unexpected resignation, you no doubt want to fill the position as quickly as possible. How exactly do you find quality candidates quickly however?

Sell the company  

Make sure you understand the benefits your company has to offer in comparison to your competitors. Being able to sell this to potential employees means that you will not only be able to attract good people quickly, but chances are that candidates will actively seek out upcoming roles at your organisation.

Devise a checklist

One of the main reasons recruitment goes wrong is because companies don’t take the time to think about what they’re actually looking for in an employee. Before you even begin the interview process, devise a checklist that details the personality and behavioural traits that you’re looking for. This will ensure that you hire someone who is the right cultural fit for the business.

Involve the team

Another big reason why hires go wrong is because they’re not the right fit for them team. Remember that your staff will be sitting next to and working with each other every day so it’s important that they can work together. A great way of achieving this is to involve your team in the recruitment process. Ask them what they’re looking for in a colleague and if possible, introduce them before a final decision is made.

Extend your search

You may think that it’s a waste of time pursuing candidates who aren’t actively looking for work but did you know that 70% of permanent employees are open to new opportunities? Extending your search beyond those who have applied to your vacancy not only speeds up the recruitment process but also opens you up to a lot more talent.

Rank candidates

If you’re looking at hundreds of CVs or conducting a lot of interviews, it’s easy to get confused and lose track or who is who or forget how much you did or didn’t like someone. When you’re screening applications, start by ranking candidates straight away. Put them into different categories – unsuitable, possibilities and definite yeses. You can base this on the checklist that you will have put together earlier.

Make sure you meet candidates

If you need to make a quick hire it can be very tempting to recruit someone based purely on their CV. Try to avoid doing this though – just because someone has all the right skills and qualifications, it’s doesn’t necessarily mean they will be the right cultural fit. If you really can’t meet the person face-to-face a video interview makes a great alternative.

Make an offer quickly

If you interview someone and you love them, make them an offer as soon as possible. Good candidates are in demand and if you hang around there’s every possibility that you will miss out to a competitor.

If you need help with any of your recruitment needs, feel free to contact Choralis Consulting and we will be happy to help.

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Helping new employees get off on the right foot

Did you know that by putting new employees through a structured onboarding process, they’re 58% more likely to stay with you for three or more years?

That’s an impressive statistic yet every employer will be familiar with that first day panic. Your new recruit walks through the door and their computer hasn’t been set up, contracts haven’t been prepared and there isn’t even anywhere for them to sit.

Although onboarding might sound incredibly formal, it’s actually a very simple process which ensures that all employees have the same experience when they first start working for your company.

HR Magazine has put together a fantastic infographic which outlines everything you should do for new employees in their first 90 days. Following these simple steps really can be the difference between retaining someone for many years or watching them walk out the door after just a couple months.


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