According to a recent study, the longer that employees have to travel to and from work, the less satisfied they will be with their job. Following research at the University of the West of England, it was found that an increase of 20 minutes in commuting time equated to the same as a 19% pay cut. However, while many may wish to find job opportunities closer to home, more and more British professionals are having to commute for longer periods of time each year. In fact, last year the Trades Union Congress (TUC) found that 3.7m workers in the UK are now travelling for more than 120 minutes each working day, while making their way to and from their jobs, which could be having a number of untoward effects upon their health and finances. The mental impact Not only might such long commutes be costing professionals more in terms of transport costs, but the often stressful British commute through the dark and cold can be having a negative impact upon workers’ health, both physical and mental. With 3.7m, or one in every seven, commuters hitting this two-hour limit, it can cut down on their career satisfaction and time spent socialising. This, in turn, means that commuting times can greatly affect people’s work-life balance, with less time left for families and relaxation. Lengthy commutes have also been linked to loneliness, as well as increases in stress and anxiety levels, with travel times only getting longer. For example, the TUC study, which looked at data from 2015, revealed that there had been a 32% rise in the number of professionals commuting two hours per day since 2010. The business cost Employers should also take note, as lower levels of job satisfaction can lead to a decrease in productivity, meaning that a long commute can cost businesses too. It has been suggested that one way of combatting this could be for employers to introduce more flexible working hours, as well as providing social benefits and stimulation to their workers. Here at Kingsley, we understand that professionals can only work at their best when they are rested and well supported. It was also noted that cycling and walking to work had more positive effects on how jobs were perceived, which is why we have a flexitime for people attending the gym and promote a healthy lifestyle amongst our staff.

You may already love your job. This should mean you enjoy what you are doing and feel you are fulfilling what you have always wanted to do. If this is the case, fantastic news! However, if you have not yet found that dream role, you should first at least familiarise yourself with what type of person you are: Little Miss Here-and-There It's extremely common to have a bad day. We all have them, and I believe sadly it's part of life. However, for some of you, when you have that bad day you start thinking ‘I need a new job’, and may start applying for anything and everything. The next day you'll be fine, deciding that you don't want a new job until you have another bad day. Mr No-Motivation Working is not a priority for these types of people. Work is completed as quickly as possible so you can go home on the dot. You become disinterested in your job and struggle with your motivation. Little Miss Excuses Fed up of your job but don't do anything about it? You’ll say that you're too tired to job search, that you want to watch your favourite programme, or that you need to do the washing and cook dinner. In fact, you’ll do anything to avoid updating your CV, even though you acknowledge you need to. Does this sound like you? Little Miss Pessimistic This type of person lacks confidence and belief in themselves. They sadly do not think that they are good enough for progression or a new job, and are simply stuck in a rut. Mr Greedy Well, if it isn't the green eyed monster! We all know salary is an important part of any job. However, if you're reading this and believe you're this type of person, then you might be thinking too much about the pay packet and not enough about your career! Little Miss Wait-and-See Next year will be your year, won't it? How many times have you thought that? You are under appreciated, undervalued, and led to believe that one day you will get that promotion you so deserve! NEWSFLASH – If it has not happened yet, if might never! Don't be deluded. If your current employer has not been able to recognise and provide you with that pay rise or promotion, then it might be time for you to start thinking about a new job, because, believe me, one man’s loss is another man’s gain! If you're this person, let's see how we can help progress your career. So, now you know the type of person that you are, is it not time to do something about it?

“The good old days.” Do you remember the good old days? Have a minute to think about what this means to you. Everyone's answer is different. But one thing that I imagine will be similar is that you will always try to recreate that moment. This could mean moving from job to job, never quite finding one that fits. Can you relate to that? If it's a ‘yes’, let me give you some advice… Stop thinking about the past, as it will never come back and it will never be the same! The past is the past for a reason. Please stop wasting time thinking that you can recreate it. You won't! So, all those PI solicitors who earned the mega bucks and, in particular, claimants for those bonuses, I'm afraid that is well and truly back in the day. Or, some might say, the past. Live in the present and you will create new and exciting opportunities. You will also become more open minded. Ready for that challenge? Give it all you've got! 100% effort! You don't have to wait for the right opportunity, you can go and grab it right now! Trust me, instead of day dreaming about the past, you will feel much better about yourself when you have made a positive impact. Shine right now instead of being buried in the past. I mean, why be considered a relic when you can be compared to a diamond?

Move Commercial asked us to give our advice to those who are looking to change careers later in life. We speak with candidates every day who are looking to break into a new sector or job role. Some of our consultants used to work in the legal and building surveyor sectors, so we have first-hand experience in taking that leap into the unknown. We've come up with a list of useful tips that will help you navigate that career change with ease. What are the biggest challenges in changing careers later in life? Gaps in Training & Experience Some of your skills will be transferable but if you’re moving from sales to building surveying you’ll need to complete an accredited degree course. Getting an Employer to Take a Chance Any new employee is a risk to an employer, candidates might impress at interview but don’t deliver on the job. You’ll have to demonstrate that you’re an asset and not a risk. Demonstrate to an employer how passionate you are, your willingness to learn and the things you’ve achieved throughout your career so far and how these skills will benefit your employer. Are you a great public speaker? Have you successfully managed a team or project? Think about your own hobbies and interests, if you regularly volunteer then a company which shares the same values as you could help you land a new role. Staying Positive Staying in the right mindset when you’re looking for a career change is tough. There will be rejection, self-doubt and fear. You will have to prepare yourself for these obstacles whilst staying focused on your long-term goals. A career change won’t always be a linear path so staying positive, being patient and persistent is extremely important. Is it an Expensive Move? Realistically a career change can be expensive, and this is something you need to prepare for. You might need to obtain new qualifications and trade memberships. Some employers might be able to help you with the financial costs but this is where you’d need to do your research beforehand. It’s never a bad idea to start saving as soon as possible to have that extra safety net. When changing career you also need to be prepared for a drop in salary and have realistic expectations as you move into an entry level role, this will be a great way to get your foot in the door. Caroline Kingsley (former Building Surveyor), Director at Kingsley Recruitment What steps should someone looking to change career take? Research, Research, Research Identify what interests you, your current skillset, your long-term goals and your values. This is important as you want your next move to be fulfilling. Research different career options, talk to recruiters in the sector you’re looking to break into, they’re well versed in knowing exactly what employers are looking for and what holds candidates back. It was naturally rather nerve-wracking starting a new career in legal recruitment. However, I soon realised it was the right decision for me and I’ve not looked back! My legal background has proven to be invaluable; I can relate to candidates and clients, as I have been there and got the t-shirt! I know a lot about how law firms operate and the pressures that sometimes can occur at both sides. Kelly Edwards (former Paralegal), Recruitment Consultant at Kingsley Recruitment What would your top tips be for someone looking to change career? Build New Relationships LinkedIn is a great tool to utilise when changing career, reach out to your own alumni in similar fields, connect with people who have the job you want and ask them a few questions, you might even find a mentor to help you. Join professional networks and get involved in events. Research Research the sector, find out what skills and qualifications you need to have in order to successfully change career. Be Persistent If you’re passionate about changing career, it won’t happen overnight so stay focused and prepare yourself for inevitable knockbacks. Check your Finances You might need to take a pay cut to land an entry level role and you might need to invest in retraining. Prior to joining Kingsley as a Legal Consultant, I worked at two Top 40 law firms and have gained over seven years’ experience combined. When I was considering a career change, naturally I had mixed emotions. After all I was stepping away from what I would call my ‘comfort zone’! Laura-Jayne Levine (former Paralegal), Recruitment Consultant at Kingsley Recruitment At Kingsley we’re always looking for talented consultants to join us. Even if you don’t see a suitable vacancy, we are happy to review CVs. If you're looking to retrain for a career in recruitment then take a look at our Join Us page.

Write something here... Each month we like to honour an architect who pushes the boundaries and has made a significant contribution to the architectural field. Our first Architect of the Month for 2018 is Elisabeth Scott. The architect Elisabeth was born in 1898, her second cousin was Giles Gilbert Scott, architect of Battersea Power Station. George Gilbert Scott was her great uncle, architect of the Midland Hotel at St Pancras Station. In 1924, Scott was one of the first women to train at the Architectural Association, after it started to admit them onto courses. Scott was the first British, female architect to win a major international competition to design the Royal Shakespeare Theatre, in Stratford upon Avon. After her win she employed female architects, wherever possible, to help her with the design. She was not an outspoken feminist, Scott always had an issue with being labelled as a ‘female architect’ as she felt this did not define her and disliked the attention. The Shakespeare Theatre was given listed status in 1980 and Scott was commemorated in the 2015 British Passport redesign, which ironically caused a sexism row, the exact type of attention Scott wanted to avoid. “I belong to the modernist school of architects. By that I mean I believe the function of the building to be the most important thing to be considered.” Elisabeth Scott Some of Her Famous Designs Royal Shakespeare Theatre, Stratford-upon-Avon Pier Theatre, Bournemouth Marie Curie Hospital, Hampstead Fawcett Building, Newham College, Cambridge School at Henley on Thames in Oxon School in Northallerton, Yorkshire Pavilion on Boscombe Pier “In terms of the theatre the acoustics and sight lines must come first…At the same time I have taken full advantage of the exceptionally beautiful site on the banks of the Avon.” Elisabeth Scott

A BRIEF REVIEW OF 2017 AND WHAT LIES AHEAD ... To say 2017 has been interesting would be an understatement! Still recovering from the economic uncertainty of Brexit, the year before, we all experienced one of the more unusual and unpredictable general elections in recent history. Theresa May is seemingly clinging on to the keys of 10 Downing Street and economic uncertainty still dominates the daily headlines, however, 2017 was far from being all doom and gloom! The Planning sector has continued to grow with Housing featured heavily in the recent budget, with stamp duty being removed for first-time buyers, the government promised that more homes will be built and incentives would be offered to Local Authorities to encourage an increase in housing stock. The pessimists will (rightly) question how much of these policy changes we will actually see, but one thing is for certain, the planning sector will continue to prosper and offer opportunities! Our consultancy clients are witnessing their workloads increase, particularly residential development, across the UK with many growing their teams in 2017 and planning for more hires this year. London continues to offer a wealth of opportunity for Planners at all levels with many clients hiring Graduate and Assistant Planners, as well as attracting experienced hires, to assist with their challenging workloads. Client-side opportunities have continued to increase in number, with residential developers and house builders particularly intent on growing their in-house planning capabilities. Outside of London, I expect a very positive 2018 as elected Mayors settle into roles in Liverpool, Manchester and Birmingham. We can expect both domestic and foreign investment in the regions to continue and create exciting projects for Planners to tackle. Notably, consultancies are opening new offices in such cities with Iceni growing quickly in Manchester, Indigo and Nexus moving to Birmingham and Pegasus Group setting the bar in Liverpool. Such moves have created new opportunities for Planners at all levels and are created on the back of an increase in work for our clients; such opportunities afford those in London a chance to move back to the regions, or those seeking a fresh challenge regionally to join growing teams! I have high hopes for 2018 and this doesn't just mean more opportunities, we are also witnessing the growth of the Planning network. Women in Planning are reaching out from London with a presence now formed in the North West. Manchester hosted a very successful and well attended Young Planners Conference and I am confident the East Midlands will do us all proud in 2018 and last, but not least, we are seeing the success of Planners involved with groups such as the YEP. Be sure to make a resolution to attend an event with any of those mentioned or the other groups working hard to spread the positivity of planning and property! At Kingsley we are looking forward to a busy 2018 and are working closely with our clients to continue their growth. If you are considering a move in 2018 or would like to get in touch about networking events then please do not hesitate to contact us.

One of the most frequently asked questions at interview is “what do you know about the company?" While it can catch some candidates off guard and not knowing about the company is sure-fire way to make the interviewer think you aren’t interested in the company. But a little bit of homework can go a long way. What you should look at: You need to know the basics. What the organisation does. Who do they work with? How many employees? Check out the company’s corporate website Take a look at the news section and use google news to check if they have been in the press recently Another good titbit to find is when was the firm was founded and by who? Take a note of corporate mission statements and the vision of the organisation. This can give you a real insight into the firm and its culture Look at competitors and trade press to see what is going on in the industry Go social: Check out LinkedIn and other social media. This can give you an insight into what image the portrays Looking at the interviewers LinkedIn can you also be useful, and their experiences Websites like Glassdoor can also provide a wealth of information, and sometimes can give you further insights into the types of questions asked in interview and the culture of the company The more you know, the better prepared you will be. The research you do will not only help you answer the question ‘what do you know about the company’ but also helps you formulate other answers during the interview.

We have seen a significant increase in the number of Employment Law vacancies over the past few months, as result of the persistent employment issues that are making headlines. Sexual harassment, maternity discrimination and the gender pay gap are driving the need for more companies to be up to date with employment legislation. The Harvey Weinstein scandal, a high-profile case of sexual assault and harassment, created a ripple effect outside of Hollywood, putting the pressure on employers to safeguard their staff and double check their own policies. Employers are now required to tell staff if they are being monitored on social media. Top European data protection authorities, including Britain’s Information Commissioner’s Office, said that “in-employment screening of employees’ social media profiles should not take place on a generalised basis”. With GDPR just around the corner, employers are being warned they should not track their workers’ devices. New guidance has also been issued regarding pregnancy and maternity discrimination in the workplace. Acas announced that they had received more than 14,000 calls about their rights (a 10% increase on the previous year). Firms are being urged to inform those on maternity leave in the loop about various training or promotion opportunities. Statutory rates for paternity, maternity, adoption and shared parental pay are set to rise in April 2018. In summary, employment legislation is increasing and so is employee awareness about their rights. The two combined has led to the demand for employment law specialists. We can help employers find the right employment law professionals for their business and we can help legal professionals find their next role. From now and well into 2018, our legal consultants, who all hold law degrees and have worked in the legal sector themselves, will be working closely with clients and candidates to bridge this gap.