Spinwell Global

Interesting Jobs for Interesting People

What is better for your career development? Staying at one job or switching jobs?

Staying with one company

When it comes to building a career, staying at one job may prove quite beneficial. The longer you stay at that company, the more knowledge and experience you gain that is very much unique to the firm. Not only does your value to the organisation increase, but you also more or less become an in-house expert who in good time will have more responsibilities and be more involved in strategic decisions the company decides to take.

This in turn would be a great look for your professional development and career progression. It is also highly important that you are aware and take steps in finetuning your already existing technical skills through training and development.

The common perception here however is that when staying with one company, your compensation growth is slower. While this can be true in most cases, it is up to you to ensure that your skills are progressing at the pace to get the compensation you want/deserve.

How to finetune your skills and keep them sharp?

Developing personal skills is an essential part of your professional development. Research industry and business trends, seek workshops, put some time in and invest in resources to obtain relevant training that may be beneficial to you which in turn helps you to stay relevant in today’s professional world.

Switching jobs

Again, with this too there are both pros and cons.

Starting off with the most obvious, as you move from company to company you learn a lot more and your overall skills develop at a faster rate. Having more valuable, broader and deeper experiences develops you into a well-rounded professional. Taking compensation into account, larger compensation ‘jumps’ can be experienced when you move from one job to another.

However, there are disadvantages to moving from company to company. For one, climbing up the corporate ladder will become more of a task than it already is, as it is far more difficult to climb the ladder being a brand new employee when you are competing with a lot more tenured employees whose time at the firm is way more established.

Office politics and navigating your way through it

Office politics in any company is inevitable. You may try to avoid it, but it will always exist. Many employees believe it is a good idea to use office politics to the best of their advantage to get ahead in their career.

However, it is extremely important to remember that undertaking this strategy can have serious repercussions as politics can often cause trouble- especially in the workplace.

As such, although it is alright to use it as a positive asset, ensure you don’t use it as a self-destructive mechanism. Treat your colleagues with utmost respect and be a professional individual.

Knowing when to utilise office politics and when to avoid it

It is always best to avoid politics when it comes down to gossiping, backstabbing, pointing fingers and other negative gestures. This is because taking part in it would mean that you yourself are contributing to a toxic work environment that changes the dynamic of the company alongside the culture you work in. Avoiding office politics would allow you to take part and be in a team that you actually enjoy working for and in.

However, there are certain instances where you can use it to your benefit, in a respectable manner of course. This is where insider knowledge comes in. If perhaps you hear that someone intends on leaving the company soon which opens up a spot for a promotion, you may use that to your advantage- so long as you don’t take part in or feed office gossip.

Networking

Networking and making good connections across all levels of the organisation you work for and even outside it are key to your career/professional development.

Amidst this journey of climbing up the ladder you might feel the need to constantly be on the good side of those at management level, however, don’t forget about your peers. Give credit where its due, be a good team player, contribute where you can and pitch in good ideas if you have any. After all, you never know when you might also need their help.

With that being said, there is absolutely no need to be anyone’s best friend, but it is important that you figure out a way to cohesively work together effectively and efficiently. So, tread carefully when it comes to office politics.

Should you be hiring someone that is over qualified for a job?

In hiring someone that is overqualified there certainly are risks involved and rewards presented if they can make it work.

A hiring manager may feel reluctant to hire someone over qualified due to the fact that they may not stay too long in the company, may demand more money than the role calls for and so on.

Pros of hiring an over qualified candidate for the role:

The candidate will have all the necessary skills, experience and qualifications required for the role but will equally be challenged by it.
The ability to confidently take over their responsibilities alongside fitting into the team very well whilst avoiding ruffling any feathers
The ability to work independently and take initiative, but also be able to take direction.

Risks

The risk of leaving if a better opportunity comes along
Will more money be demanded along the way?
Will he/she create issues with the team?
Dissatisfaction with the job

Rewards

Overqualified candidates certainly can bring a lot to the table for you and your company.

Ideally they require a lot less supervision and training due to the experience they already have. This would generate a higher ROI as they bring about better, more innovative, new ideas.

People with this much experience can also help in becoming mentors for others. A fine tool in boosting team morale and development.

Questions to ask prior to hiring an over qualified professional

Why is this candidate interested in a job role that is far below their qualifications?
What is it that they want/expect from this role?
Do you have a use for their extra skill?

(Perhaps a trouble shooting or mentoring programs for your employees that could be arranged with the overqualified professionals help)

What are the chances they would leave if a better role came about?
In what ways can their expertise help your company?

Utilising LinkedIn to make a good impression of yourself at your next interview

LinkedIn- this professional networking platform has proven to link millions of people worldwide through connections made online via social media. Not just that, it provides powerful and informative insights into prospective employers alongside proving to be a useful research tool.

As such, it is an extremely good idea to utilize this platform to the best of its abilities as we explain below:

Get familiar with the company’s profile

Make use of the information provided by the company you are planning on applying to. LinkedIn’s Company Pages provides insights into the company’s history, achievements, vision, and mission statements and so much more.

It would be extremely advantageous for you to study the above-mentioned information and utilise that knowledge to show your prospective employer that you have done your research and are extremely knowledgeable, informed and engaged. You may also use this to ask the interviewer questions yourself as the best interviews are conversations rather than one-sided interrogations.

Utilising your detective skills

LinkedIn also provides a list of user’s professional histories. It would be a good idea to look into this and understand the kind of people that work for the company. You may take a look at the various qualifications and skills they have and use that to try to understand where you might fit in or what skills/qualifications you may be lacking in in order to bridge the gap.

Becoming an Industry insider

Join industry groups on LinkedIn to showcase that you are very much ahead of the curve and are aware of issues that have come about in your chosen industry. You may also make very good use of the Company Pages and other tools available to get the inside scoop on the company’s culture whilst also brushing up on subjects that are relevant to them.

Counter Offers: why they may not be as effective as one might think

When an employee leaves, it can often be extremely costly and time consuming to not just recruit new talent but also go through a loss of productivity, skills output and so much more. Even when new talent has been recruited, it will be a while before the new employee can work at the same pace that their predecessors did.

With counter offers, the way it works is, by promoting an employee or promising an improved/ increase in salary, you are hoping that it can persuade them to withdraw their formal leave notice

Though they might look like a great tactic to play, it can also end up blowing up in the company’s face. Below, we will outline a few ways counter offers are not as effective of a staff retention tactic as one might think…

1. Not a long-term solution

If your company wants its most talented employees to stay, the compensation benefits, competitive salaries, promotions and recognition must all be set forth from the get go. These sorts of factors are essentially what keeps them motivated and working for your company for a long time

Deciding to make these factors available just when they decide to leave or hand in their notice might be a little too late. The minute an employee starts to look for new job roles, they are in the mindset of starting anew. Even if your efforts prove successful and they take up the counter offer, there is no guarantee how long they will stay for until they start applying for new roles again.

2. Other underlying issues

Although counter offers address peoples compensation related issues, they do not address other underlying issues that may have caused them to go job hunting in the first place. Though money may be a factor, other factors can include the need to simply work in a new industry, perhaps the opportunity to work from home, better leadership and so much more.

3. Can negatively impact team morale and can create doubts about your capabilities as a leader

Not all elements of a counter offer are visible to other team members unless the employee says something about it (this can include salary rates, retention bonus, etc)- however if the counter offer is in the form of a promotion, it will be news amongst the team/organisation. This can be viewed as showing favouritism from the other employee’s point of view.

In cases as such, it has the tendency for morale to take a hit as employees may interpret your action of providing a counter offer in a way that makes it seem that in order for them to get a promotion or some sort of other counter offer, all it takes is a resignation threat.

Instead of employees focussing on their own performance levels, what could end up happening is you receiving a vast series of resignations in hopes that you would offer a better deal

What is Enhanced Developed Vetting (eDV)?

Enhanced Developed Vetting (eDV)

Who needs it and what it provides access to

Enhanced Developed Vetting (eDV) is required for a very small number of posts where an additional level of assurance is required above DV. It can only be requested by a small number of Sponsors and only with prior agreement with UKSV and the Cabinet Office.

What checks are involved

completion of a DV security questionnaire (including a family and travel element)
criminal Record check
Security Services check
credit reference check
financial investigation
applicant interview
supervisor interview
referee interview
checks may extend to third parties included on the security questionnaire

The full review of personal finances will include an assessment of an individual’s assets, liabilities, income and expenditure both on an individual basis and taking into account the joint position with a spouse or partner.

Spinwell has extensive experience in the UK’s Defence, security and public sector. Please contact us if you would like to find Security cleared candidates, a new role or would like to discuss how Spinwell can advise you in obtaining or holding a Security Clearance, by emailing advisory@spinwellglobal.com or by calling 0203 510 9454

*Information Source – gov.uk

What is a Developed Vetting (DV) Clearance?

Developed Vetting (DV)

It is Cabinet Office policy that a DV clearance must be formally reviewed after 7 years (3 years for non-List X contractors). The risk owner has the discretion to review a clearance at any time up to that point. They may adopt a policy of issuing shorter clearances to a particular category of employee (for example; armed forces reservists; sub-contractors) as mitigation for a lower level of day-to-day personnel security oversight and/or carry out an early review in individual cases where a specific risk has been identified.

Who needs it and what it provides access to

Individuals who are to be employed in posts which:

require them to have frequent and uncontrolled access to TOP SECRET assets or require any access to TOP SECRET codeword material

And for individuals who:

while not in such posts, will be in a position to directly or indirectly bring about the same degree of damage.
require frequent and uncontrolled access to Category I nuclear material
require access to certain levels of classified material originating from another country or international organisation.

What checks are involved

successful completion of the Baseline Personnel Security Standard
completion, by the individual, of a DV security questionnaire
a departmental/company records check which will include personal files, staff reports, sick leave returns and security records
a check of both spent and unspent criminal records
a check of credit and financial history with a credit reference agency
a check of Security Service (MI5) records
a full review of personal finances
a detailed interview conducted by a trained Investigating Officer
further enquiries, including interviews with referees conducted by a trained Investigating Officer
checks may extend to third parties included on the security questionnaire

The full review of personal finances, which will include an assessment of an individual’s assets, liabilities, income and expenditure both on an individual basis and taking into account the joint position with a spouse or partner.

*Information Source – gov.uk

What is an Enhanced Security Check (eSC)?

Enhanced Security Check (eSC)

Who needs it and what it provides access to

An Enhanced Security Check allows regular uncontrolled access up to SECRET assets and occasional, controlled access to TOP SECRET assets. It is used for specific roles where an additional level of assurance is required over SC, but not to DV level.

Available only to those in specific roles, including the holders of:

posts in which there is a requirement to access SECRET code word material
posts that have been designated as requiring eSC because of the level of access they confer to certain specified information systems
certain overseas posts that have been assessed as exposing the holder to a significant espionage threat and/or have a lower than average level of management oversight.

What checks are involved

successful completion of the Baseline Personnel Security Standard
completion, by the individual, of a Security Questionnaire, Financial Questionnaire and Internet Questionnaire
a departmental/company records check which will include, for example personal files, staff reports, sick leave returns and security records
a check of both spent and unspent criminal records
a check of credit and financial history with a credit reference agency/full review of personal finances
check of Security Service (MI5) records
a detailed interview conducted by a trained Investigating Officer
checks may extend to third parties included on the security questionnaire

*Information Source – gov.uk

What is a Counter Terrorist Check (CTC)/Level 1B Clearance?

Counter Terrorist Check (CTC)/Level 1B

It is Cabinet Office policy that a CTC or Level 1B clearance must be formally reviewed after 10 years (5 years for non-List X contractors). The risk owner has the discretion to review a clearance at any time up to that point. They may adopt a policy of issuing shorter clearances to a particular category of employee (for example armed forces reservists; sub-contractors) as mitigation for a lower level of day-to-day personnel security oversight and/or carry out an early review in individual cases where a specific risk has been identified.

Who needs it and what it provides access to

Individuals who are to be employed in posts which:

involve proximity to public figures assessed to be at particular risk from terrorist attack
give access to information or material assessed to be of value to terrorists
involve unescorted access to certain military, civil, industrial or commercial establishments assessed to be at particular risk from terrorist attack.

What checks are involved

successful completion of the Baseline Personnel Security Standard
completion, by the individual, of a Security Questionnaire
a departmental/company records check which might include, for example personal files, staff reports, sick leave returns and security records
a check of both spent and unspent criminal records
a check of Security Service (MI5) records
if there are any unresolved security concerns about the individual or if recommended by the Security Service, the individual may also be interviewed.

*Information Source – gov.uk

What is a Security Check (SC) Clearance?

Security Check (SC)

It is Cabinet Office policy that an SC clearance must be formally reviewed after 10 years (5 years for non-List X contractors). The risk owner has the discretion to review a clearance at any time up to that point. They may adopt a policy of issuing shorter clearances to a particular category of employee (for example armed forces reservists; sub-contractors) as mitigation for a lower level of day-to-day personnel security oversight and/or carry out an early review in individual cases where a specific risk has been identified.

Who needs it and what it provides access to

Individuals who are to be employed in posts which:

require them to have long-term, frequent and uncontrolled access to SECRET assets and/or occasional, supervised access to TOP SECRET assets

And for individuals who:

while not in such posts, will be in a position to directly or indirectly bring about the same degree of damage
will have sufficient knowledge to obtain a comprehensive picture of a SECRET plan, policy or project
are being considered for employment where it would not be possible to make reasonable career progress without security clearance for access to SECRET assets
require access to certain levels of classified material originating from another country or international organisation.

What checks are involved

successful completion of the Baseline Personnel Security Standard
completion, by the individual, of a security questionnaire
a departmental/company records check which will include, for example personal files, staff reports, sick leave returns and security records
a check of both spent and unspent criminal records
a check of credit and financial history with a credit reference agency
a check of Security Service (MI5) records
exceptionally, if there are any unresolved security concerns about the individual, or if recommended by the Security Service, the individual may also be interviewed
in the event of any unresolved financial concerns, the individual may also be required to complete a separate financial questionnaire so that a full review of personal finances can be carried out
checks may extend to third parties included on the security questionnaire.

*Information Source – gov.uk

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