Spinwell Global

Interesting Jobs for Interesting People

Job Hunting While Employed: How to Stay Discreet but Strategic

Looking for a new role while you’re still employed can feel like walking a tightrope. On one hand, you want to explore new opportunities that align better with your career goals. On the other, you need to remain professional and respectful to your current employer. The key? Balancing discretion with a smart, strategic approach.

Be Mindful of Timing

Use your free time wisely. Avoid job searching during work hours or using company resources to apply for roles. Instead, carve out time in the evenings or weekends to update your CV, send applications, or schedule interviews. This ensures you stay focused on your current responsibilities while still making progress toward your next step.

Keep It Confidential Online

If you’re updating your LinkedIn profile, do so carefully. Turn off notifications so your network isn’t alerted to every small change. Keep your “Open to Work” settings private so only recruiters can see them. Subtle updates are better than signaling loudly that you’re on the move.

Network Strategically

Networking is your biggest advantage. Reach out to trusted contacts discreetly—former colleagues, industry peers, or mentors. Let them know you’re open to new opportunities without broadcasting it widely. Attending industry events or virtual webinars is another way to connect with potential employers while keeping things professional.

Manage Interviews Thoughtfully

If possible, schedule interviews before or after work, or during lunch breaks. Being upfront with recruiters about your availability can help you avoid suspicious absences. Virtual interviews make this easier than ever—just ensure you’re in a quiet, private space.

Stay Engaged in Your Current Role

Even while exploring new opportunities, continue giving your best at your current job. Leaving on a strong note helps preserve your professional reputation and can secure you valuable references down the line.

Bottom line: Job hunting while employed is all about balance. By staying discreet, making smart use of your time, and networking strategically, you can move toward your next role without burning bridges along the way.

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From Burnout to Balance: What Job Seekers Are Looking for Post-Pandemic

The COVID-19 pandemic didn’t just change where we work—it transformed how people think about work altogether. For many professionals, the crisis became a turning point, sparking reflection on what truly matters in both their personal and professional lives. And now, as we navigate a post-pandemic world, job seekers are no longer just looking for titles or paychecks—they’re seeking balance, purpose, and wellbeing.

The Rise (and Cost) of Burnout

During the height of the pandemic, burnout reached an all-time high. The lines between work and home disappeared, workloads intensified, and uncertainty loomed large. As a result, professionals at all levels began experiencing chronic fatigue, emotional exhaustion, and disengagement from their work.

What followed was a collective reassessment of priorities. People started asking: Is this sustainable? Is this what I want? And for many, the answer was no.

What Job Seekers Value Now

Today’s job seekers are far more intentional about the roles they pursue. Here’s what they’re looking for:

Work-life balance: Flexibility isn’t a perk—it’s expected. Remote and hybrid options, flexible hours, and understanding leadership are at the top of the list.
Wellbeing support: Mental health days, comprehensive health benefits, wellness programs, and a culture that genuinely supports personal wellbeing are non-negotiable.
Purpose and values alignment: Candidates want to work for companies whose missions resonate with their own values. Meaningful work has become just as important as meaningful compensation.
Growth and stability: With economic uncertainty still in the background, job seekers are prioritising employers that offer career development opportunities and long-term security.
Trust and respect: People want autonomy and transparency. They’re drawn to environments where they feel seen, heard, and respected.

The Bottom Line

The post-pandemic workforce isn’t just looking for a job—they’re looking for a better way to work. Employers who understand this shift and adapt their practices accordingly won’t just attract talent—they’ll keep it.

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Candidate Ghosting: Why It Happens and How to Prevent It

Ghosting isn’t just for dating apps anymore — it’s now an all-too-common frustration in the world of recruitment. Picture this: you’ve sourced a great candidate, had a promising initial call, maybe even scheduled the next interview… and then silence. No replies to emails. No answers to calls. Just — gone. Sound familiar? You’re not alone. In today’s fast-paced job market, more and more candidates are vanishing mid-process, leaving recruiters and hiring managers puzzled and pressed for answers. But the truth is, ghosting is usually a symptom — not the root problem. And the good news? With a few simple changes to your process and communication style, you can drastically reduce the chances of it happening.

Let’s break it down.

Why Do Candidates Ghost?

Here are some of the most common reasons candidates suddenly stop replying:

Poor Communication from the Start

If candidates don’t feel informed, respected, or valued early in the process, they may disengage. Lack of follow-up or vague timelines = red flags.

Too Many Steps / Too Much Time

Lengthy application processes, slow feedback, or multiple interviews with no updates can cause candidates to lose interest — or accept another offer in the meantime.

They’ve Accepted Another Offer

In a fast-moving market, top candidates often juggle multiple offers. If your process drags on or lacks transparency, they’ll quietly move on.

No Personal Connection

If the recruitment process feels robotic or impersonal, candidates may not feel guilty about disappearing. Human connection matters.

Fear of Confrontation

Sometimes, ghosting is just the easier route. It’s less awkward than saying “thanks, but no thanks” — especially if they’re afraid of being talked into staying in the process.

How to Prevent Candidate Ghosting

While you can’t prevent 100% of ghosting, you can take simple steps to reduce it significantly:

Speed Up Your Hiring Process

Time kills deals. Aim to shorten the time between application and first contact. Keep interview stages lean and efficient — and don’t let candidates sit in silence.

Set Clear Expectations Early

Let candidates know what to expect: timelines, interview stages, who they’ll speak with, and when decisions will be made. Clarity builds trust.

Keep It Human

Use names. Personalise emails. Show interest in their goals. A warm, genuine message goes a long way in building a connection that candidates won’t want to ghost.

Follow Up — Even If They Don’t Respond

If a candidate goes quiet, send a polite follow-up to check in. Sometimes they just need a nudge. And if they’ve moved on, at least you’ve kept the door open.

Ask for Feedback

When candidates drop out or say no, ask why (no pressure). Their feedback might reveal what’s not working — and help you fine-tune the process.

Real Talk: Ghosting Works Both Ways

Candidates aren’t the only ones ghosting — some employers are guilty of it too. If you want to build a better candidate experience, it starts with consistent communication on both sides.

Candidate ghosting is frustrating, but it’s often a symptom of a broken or outdated hiring process. By improving speed, clarity, and candidate experience, you’ll not only reduce ghosting — you’ll also attract better talent and build a stronger employer brand.

In today’s market, communication isn’t just a courtesy — it’s your competitive edge.

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In today’s market, communication isn’t just a courtesy — it’s your competitive edge.

What Recruiters Really Notice on Your LinkedIn Profile

Your LinkedIn profile isn’t just a digital version of your CV – it’s your personal brand, your professional shop window, and often a recruiter’s first impression of you. With so many profiles to browse, recruiters tend to scan quickly and focus on a few key areas. Here’s what really stands out when they land on your profile.

A Professional Profile Picture

This may seem obvious, but it’s one of the first things recruiters see. A clear, friendly, and professional-looking headshot helps establish trust. Make sure it’s high-quality, well-lit, and that you’re dressed appropriately for your industry. Avoid casual photos, selfies, or distracting backgrounds.

Headline and Summary

Your headline should be more than just your current job title. Use this space to highlight your specialty or value – something like “Data Analyst | Turning complex data into actionable insights” is far more engaging than simply “Data Analyst.”

In your summary, tell your story. Highlight your experience, achievements, and what makes you passionate about what you do. Keep it personable and easy to read, but professional.

Experience and Skills

Recruiters look for clear, detailed experience that shows not just what you did, but the impact you had. Use bullet points, action words, and include metrics where possible to showcase your results.

Make sure your skills section is relevant and reflects what recruiters in your field are looking for. Regularly update this section and aim for a few strong endorsements.

Activity and Engagement

Your engagement level shows how involved you are in your field. Sharing posts, commenting on industry news, or writing your own articles signals that you’re proactive and knowledgeable.

Recommendations and Connections

Genuine recommendations from colleagues or past managers offer social proof of your abilities. Also, having a strong network (ideally over 500 connections) shows you’re active and open to opportunities.

Final Tip: Don’t wait until you’re job hunting to update your LinkedIn profile. Keep it fresh and reflective of your current skills and goals. Recruiters are always browsing – make sure your profile gives them a reason to stop and connect.

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How to Set Career Goals That Actually Motivate You

Setting career goals is something we’re all told to do—but it’s easy to end up with a list that looks good on paper but doesn’t really inspire action. If your goals aren’t genuinely motivating, they’re unlikely to keep you moving when things get tough. So how do you set career goals that actually drive you forward?

Start with Why

Don’t just focus on what you want to achieve—ask yourself why. Do you want a promotion because it excites you, or because it’s expected? Understanding the deeper motivation behind your goal will help you stay committed when the path gets challenging.

Make It Personal

Forget what others are doing. Your goals should reflect your values, interests, and strengths. What kind of work energizes you? What kind of life do you want to build around your career? Your goals should align with your vision—not someone else’s.

Think Big, Then Break It Down

It’s great to dream big, but big goals can feel overwhelming. Break them into smaller, actionable steps. For example, if you want to become a team lead, your first steps might include taking a leadership course or asking to shadow your manager.

Be Specific and Flexible

Vague goals like “do better at work” won’t get you far. Try “increase my client satisfaction rating by 10% over the next quarter.” But stay flexible—sometimes, your goals will evolve as you grow, and that’s a good thing.

Track Progress and Celebrate Wins

Checking off milestones gives you momentum. Even small wins can reignite your motivation, so celebrate them! Regularly reviewing your progress helps you stay focused and adjust your approach when needed.

The best career goals are the ones that feel exciting, achievable, and meaningful. When your goals reflect who you are and where you want to go, motivation becomes less of a struggle—and more of a natural drive.

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Get Hired Before the Job Posting Goes Live!

Some of the best jobs? You’ll never see them on a job board.

It’s called the hidden job market—roles that get filled through referrals, internal moves, or quiet recruiting before they ever hit LinkedIn or a careers page. If you want to stay ahead of the pack, you need to know how to tap into these unadvertised opportunities.

Here’s how to get in the door before the posting goes live:

Leverage Your Network (Yes, Really)

Most people land hidden jobs through someone they know. Reach out to past colleagues, mentors, or even that person you met at a conference last year. Let them know you’re exploring new opportunities—and what kind. Be specific, and ask if they’ve heard of any openings or can connect you with someone in your target industry.

Follow Companies, Not Just Openings

Don’t wait for the “We’re hiring” post. Identify companies you’re excited about and follow their updates. Engage with their content, attend their events, and connect with employees on LinkedIn. When the right role comes up internally, you might already be on their radar.

Start Meaningful Conversations

Instead of applying cold, try reaching out to hiring managers or team leads directly. Ask insightful questions or express genuine interest in their work. A short, thoughtful message can turn into a coffee chat—and that can lead to a role that’s not public yet.

Let People Know You’re Open

Sometimes, all it takes is visibility. Make sure your LinkedIn profile says you’re open to work (you can do this privately), and consider posting a short update about the type of role you’re looking for. People can’t refer you if they don’t know you’re searching.

Think Long-Term

The hidden job market isn’t about instant results. It’s about building relationships, staying top of mind, and being in the right place when the right opportunity comes up. Invest time in this, and you’ll likely hear about jobs that never make it to the public eye.

Bottom line? The hidden job market is real—and very much alive. If you’re only applying to jobs that are posted online, you’re missing a big chunk of the market. Get proactive, stay visible, and you might just get hired before anyone else even sees the job.

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Upskilling & Internal Mobility: The Smart Hire Starts From Within

In 2025, organisations across the UK are doubling down on one of the most sustainable recruitment strategies: investing in their existing workforce. With nearly 70% of employers prioritising upskilling and internal mobility, this trend is fast becoming a game-changer in talent development and retention.

Why It Matters

The rapid evolution of technology, particularly AI and automation, has created significant skill gaps across industries. But instead of looking outward, companies are turning inward—empowering current employees with training, mentorship, and mobility pathways that future-proof both their careers and the organisation.

The Benefits Are Clear:

Retention Boost: Employees are 41% more likely to stay at companies that invest in their development.
Cost Savings: Internal hires save time and money compared to external recruitment.
Stronger Culture: Promoting from within fosters trust, engagement, and loyalty.

How Employers Are Making It Happen:

Personalised Learning Platforms (like Coursera, LinkedIn Learning)
Skills-Based Development Plans tailored to future business needs
Internal Talent Marketplaces to match staff with cross-functional opportunities
Career Mobility Coaching and peer mentorship programs

Upskilling isn’t just about filling gaps—it’s about unlocking potential. By investing in internal mobility, UK employers are not just building a more agile workforce—they’re showing their teams they’re worth investing in. And in today’s talent market, that kind of loyalty goes both ways.

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The 4-Day Work Week: Is the UK Ready?

The 4-day work week: once a pipe dream, now a serious conversation in boardrooms across the UK.

After one of the world’s largest trials wrapped in the UK in 2023 — with over 60 companies taking part — the results were crystal clear: fewer hours didn’t mean less productivity. In fact, most businesses saw boosted morale, better retention, and no dip in output. So… what’s stopping more companies from making the switch?

Let’s explore the pros, cons, and what this means for recruitment in 2025 and beyond.

First, a Quick Recap on the UK 4-Day Week Trial

Organised by 4 Day Week Global, Autonomy, and researchers from Cambridge & Oxford.
Ran for 6 months with nearly 3,000 employees.
Employees worked 100% of the pay for 80% of the time, with a promise to maintain 100% of their productivity.

Results?

92% of companies stuck with the 4-day model post-trial.
Staff turnover dropped by 57%.
Sick days decreased by 65%.
And employee satisfaction? Through the roof.

The Pros of a 4-Day Week

Attracting Top Talent

In a competitive market, offering a 4-day week is like a magnet for talent. Candidates are actively seeking better work-life balance, and this benefit stands out more than another gym membership or free fruit.

Boosted Productivity

Despite working fewer hours, employees tend to focus more, cut the fluff from meetings, and streamline processes. It’s quality over quantity.

Improved Wellbeing & Retention

More rest = happier teams. Employers reported improved mental health, reduced burnout, and stronger team morale — all major retention boosters.

Positive Employer Branding

Imagine the LinkedIn traction when you announce you’re moving to a 4-day week. It’s not just a perk — it’s a statement about company values.

The Cons (or at Least, the Challenges)

Client-Facing Teams May Struggle

For roles that require 24/7 availability or tight SLAs, offering reduced hours can be tricky — unless you stagger teams or rework shift patterns.

It Requires a Culture Shift

You can’t just lop a day off the week and expect it to work. Success depends on clear expectations, better workflows, and trust.

Some Sectors Just Aren’t There Yet

Industries like healthcare, retail, or logistics may find a 4-day week harder to implement at scale — though creative models are emerging (like rotating rest days).

What It Means for Recruitment

Recruiters, take note — the 4-day week could be a serious differentiator:

Job ads that mention a 4-day week get significantly higher engagement (and it’s not just clickbait).
Candidates are increasingly prioritising flexibility over traditional perks.
Even companies not offering it yet are being asked about it during interviews.

As one HR Director from a UK marketing agency put it: “We started as a pilot. Six months in, we’re never going back. We get more applications, our people are happier, and our clients haven’t noticed a thing — except better service.”

So… Is the UK Ready?

In short: yes — but not all at once.

Forward-thinking companies are already reaping the rewards. Others are watching closely, waiting for proof it’s sustainable long-term.

But one thing’s for sure: the conversation is here to stay. And in a tight talent market, the businesses bold enough to try it first may just come out on top.

Would you work a 4-day week if it meant the same pay and performance expectations?

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Recruiting in the Age of Gen Z: It’s Giving “Future of Work”

Move over Millennials — Gen Z has entered the chat

Born between 1997 and 2012, Gen Z is flooding the workforce with big energy, bold expectations, and zero chill for outdated hiring vibes. If you’re still recruiting like it’s 2015, you’re gonna get left on read.

So what does Gen Z want from work? And how do you attract them without looking like you’re trying too hard ? Let’s break it down.

Flex Is Non-Negotiable

Hybrid? Remote? Flexible hours? Yes, yes, and yes.

78% of Gen Z say flexibility is a top priority when job hunting. If your job ad screams “butts in seats 9–5,” they’ll swipe left faster than you can say “micromanage.”

Hot tip: Lead with your flexibility policy in the first few lines of your job ads. They’ll see it before they see your logo.

TikTok Is the New LinkedIn

Okay, maybe not literally — but if you’re not showing up where Gen Z scrolls, you’re invisible.

Recruitment content on TikTok? It’s a thing. Authentic, behind-the-scenes vids of your workplace culture beat polished employer branding videos every time.

It’s giving: “Day in the life at our office” — not “Join our dynamic team.”

Purpose Over Pay (But Also… Pay)

Gen Z wants to work for companies that actually do something meaningful. Think sustainability, DEI, mental health support — and not just in the “we have a page on our website” kind of way.

But also… transparency around salary is a must. They’ll ghost you for vague pay ranges.

Growth, But Make It Real

This generation values upskilling and career development — but they’ve got good BS detectors. A vague “opportunity to grow” won’t cut it.

Receipts, please: Show real employee progression stories, mentorship programs, or learning stipends.

Final Thoughts: Keep It 100

Gen Z craves authenticity, good vibes, and a workplace where they can be themselves. If your recruitment strategy is still stuck in the boomer era, it’s time for a glow-up.

Remember: you’re not just hiring a candidate. You’re bringing in a content creator, a digital native, and a low-key career rebel. Make your process as fresh as they are.

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Getting Back into Work After a Holiday: Tips for a Smooth Transition

Returning to work after a holiday can often feel daunting. The relaxation and carefree spirit of your time off can make the return to daily responsibilities a challenge. However, with some thoughtful strategies, you can ease back into your routine and regain your productivity. Here are some effective tips to help you transition smoothly.

Prepare for the Return Ahead of Time

Before you leave for your holiday, take some time to prepare. Organise your tasks and create a to-do list for when you return. This preparation will help you feel more in control and less overwhelmed upon your return.

Ease into Your Schedule

Don’t feel pressured to dive back into work at full speed immediately. Give yourself time to adjust. Consider returning a day early if possible, or plan a lighter workload for your first day back. This can help you acclimate gradually rather than feeling bombarded at once.

Set Realistic Goals

Upon your return, set achievable goals for your first week back. Focus on the most pressing tasks, and break down larger projects into smaller, manageable steps. This will help you regain your momentum without feeling overwhelmed.

Reconnect with Your Team

Take a moment to reconnect with your colleagues. Catch up on what happened during your absence and share your experiences. This not only helps you feel more integrated but also allows for a smoother transition into ongoing projects.

Prioritise Self-Care

Returning to work can be stressful, so don’t forget to prioritise self-care. Make sure to get enough rest, stay hydrated, and take regular breaks throughout your workday. This will help maintain your energy levels and focus.

Reflect on Your Holiday

Take a moment to reflect on your holiday. Think about what you enjoyed and how you can carry some of that positive energy into your work life. Perhaps incorporate a new routine or hobby inspired by your experiences, which can enhance your overall well-being.

Stay Positive

Finally, maintain a positive mindset as you transition back into work. Acknowledge that it’s normal to feel a bit sluggish at first, but with time and effort, you’ll find your rhythm again. Embrace the opportunities ahead and remember that your holiday was a well-deserved break.

Getting back to work after a holiday doesn’t have to be a stressful experience. By preparing ahead, easing into your schedule, and focusing on self-care, you can make the return to your routine a positive and productive experience. Embrace the challenges and opportunities that lie ahead – you’ve got this!