What a no deal Brexit could mean for the UK’s recruitment industry


The UK voted to leave the European Union in June 2016 and since then, there has been great uncertainty on how this will impact the country’s economy.


Mark Carney, Governor of the Bank of England, recently commented that possibility of Britain leaving the EU without striking any deal with Brussels was “uncomfortably high.”


With less than 200 days to go, we take a look at what a no deal Brexit could mean for the UK’s recruitment industry.


The recruitment industry is dependent on the health of the economy and as a result, Brexit has many recruiters worried about what the outcome could mean for organisations and candidates.


New regulations


Businesses want clarity and certainty on what Brexit could mean before they commit to any big decisions or investments, such as hiring decisions. With EU regulations no longer in play, Britain could be guided by World Trade Organisation (WTO) rules. This means that tariffs and other terms governing its trade with the EU would be set under the WTO – which is not favoured by many organisations.


Brexit supporters argue that WTO rules would help Britain’s economy by making it easier for London to strike its own trade deals with faster-growing countries and regions beyond Europe. However, this would take years to achieve and Britain on its own might struggle to secure favourable terms from the likes of the United States and China.


So what does this mean? Organisations may choose to relocate, which in turn will result in a drop in the number of recruitment opportunities and jobs available. Earlier this year, Unilever, the UK’s third biggest company with a market value of £103 bn, decided to relocate it’s base to the Netherlands – taking 150+ jobs.


It seems other organisations also share the same apprehensions, as Airbus has revealed that it might abandon the UK entirely if it sees a bad deal when the country exits the European Union in March next year. For many organisations, the biggest concern is the risk of a no deal Brexit which could be catastrophic due to a lack of regulations.


While some believe there will be a shortage of jobs, others believe that there will be staffing shortages, with companies that once relied on EU citizens as core employees unable to fill their roles. This is because EU citizens in Britain and British citizens in the EU would risk losing residency and other rights.

or a fall in migration causes labour shortages.


The changing face of recruitment


The uncertain market and any changes that may arise could result in a change in the way that recruiters do business. If there is a hiring shortage, with nervous candidates who are reluctant to leave their jobs, they may face more of a challenge in sourcing new talent.


It is likely that recruitment professionals will play a  more informative role in the coming months, advising on potential actions amongst Brexit uncertainty. By giving people news, reassurance and keeping them up to date with what changing jobs might mean for their careers, recruiters will be better equipped to calm nerves, and convince people that making the leap to a new job might well still be a good idea.


It’s uncertain what will happen if there is no agreement reached when Britain leave the EU for good, with recent talks on the Chequers deal dividing parliament.


Here at Dovetail, we are seeing that opportunities are still available across the board, organisations are still recruiting and the economy is performing well. We will be ever positive and adaptive to the changing face of the recruitment industry.


If you want to hear more about our recruitment strategy or are looking for a position, please contact us on hello@dovetailhrs.co.uk or call 01635 43100.

New Starters at Dovetail


Dovetail are delighted to announce three new additions to the team! Karli, Andrew and Lizzy introduce themselves below:  


Karli Jones

Karli has joined the facilities management team as a Recruitment Consultant. Previously working at Calber Facilities Management as a Helpdesk Administrator, she comes from the sector and talks to us about why she wanted to get into recruitment.


Where are you originally from?

I grew up in South Wales and moved to Berkshire two years ago when I joined Calber. Prior to that, I worked in Sales for EE in Merthyr Tydfil.


What made you want to go into recruitment?

It seemed to combine the sales environment that I enjoyed at EE with the facilities management environment that I had found a passion for at Calber.


What are your hobbies?

Reading, socialising and going back to Wales. I am very close to my family and visit whenever I get the opportunity.


What was it about Dovetail that attracted you?

Dovetail seemed different to the other recruitment agencies I had come across. There was a lovely buzz about the office and it seemed like I could make the role my own and have some autonomy. It appears to be less salesy and more about the personal touch than my experience with other agencies.


Andrew Gibson

Andrew joins us as a brand-new Trainee Recruitment Consultant. He has  come from from Metro Bank where he worked as a Customer Service Cashier.


Andrew studied Mechanical Engineering at Coventry University until 2015. At university, Andrew was part of their Mountaineering Society. He previously attended Downs School in Compton. Andrew introduces himself and explains why he wanted to move into the recruitment industry.


Where are you originally from?

I’m from Aston Tirrold, a small village in south west Oxfordshire.


What are your hobbies?

I loved playing golf at University and is plan to renew my golf skills. I also enjoy cycling and walking my black lab, Colbie.


What made you want to go into recruitment?

I am a very people focussed individual and was keen to be more involved with local business owners and helping to fulfil their needs.


What was it about Dovetail that attracted?

I loved the fact that Dovetail is well established and has 30 years of history. John, the MD, had a real vision about the business and its nice to be a part of it. There is also a very welcoming and supportive team.


Lizzy Ball

Lizzy jonins us as Office Administrator from Vodafone where she worked as a Resource Manager. Lizzy lives in Lambourn and has a beautiful three year old son who keeps her busy outside of work. Discover more about her below.


Where are you originally from?

Reading, Berkshire.


What were you doing prior to this?

I originally worked for Bluefish at Vodafone as a Resource Assistant, supporting recruiters with all the back office requirements. I then moved on to be the Resource Manager at Vodafone working directly for IDPP & Ricoh.


What are your hobbies?

I love horse riding and have just recently got engaged, so wedding planning may be taking up some time over the coming months!


What is it that you enjoy about Recruitment?

I love the variety, no two days are the same. I also enjoy the customer service side of the role.


What is it about Dovetail that attracted you?

I was attracted by the fact that Dovetail is a small, independent company who offer a personal service. The team have been friendly and supportive from the moment I stepped into the business and the timing was perfect for me.

Facilities Management Golf Day


Earlier this month, we attended the annual golf day held by BIFM Home Counties and the South. We were delighted to sponsor the event, as we have been doing for the past couple of years.


The event was hosted at Basingstoke Golf Club and was a great opportunity for facilities management professionals to network and have a great day of golf all at the same time!


Dave Barrett has been running the event for 19 years – the day saw participants taking part in the 18-hole course across stunning landscape. Beautifully manicured fairways and smooth greens made for a great round of golf. We also received an excellent welcome and great hospitality, with terrific food and service.



‘Neil Baker from Dress and Sommer was the victorious and the team win also went to Dress and Summer. We would like to thank everyone who attended, it was a great day’


If you are interested in facilities management positions or are struggling to recruit the right people into your FM Team, please get in touch at hettie@dovetailhrs.co.uk.

The Changing Face of Facilities Management


From Artificial Intelligence and drones to changing politics, the facilities management (FM) sector is changing rapidly. In this fast-paced industry, it’s important to keep up with the changes and trends.

As FM recruitment specialists, we have put together our thoughts on the three key trends currently shaping the industry:


  • Robotics


As automation technologies continue to evolve, new devices are being used for a variety of functions within FM. This includes the use of robots for a range of ground maintenance tasks, where automated machines are used in ground maintenance to scrub floors and cut grass – as well as being used in security and safety services.


Scotland’s Forth Valley Royal Hospital is just one example where robotics systems have been implemented. Automated guided vehicles travel through underground tunnels on pre-programmed routes to transport a number of items such as patient meals and clinical waste. This has improved efficiency while promoting patient activity and reducing the risk of the spread of infection.


  • New generations


In today’s workforce, millennials and generation Z are taking a different approach to their career, with a keen interest in learning and developing their skills. Corporate career chasers appear to be a thing of the past as younger generations are looking for more freedom and flexible working.


Younger employees expect technology in order to work, collaborate and socialise and are passionate about organisational values.


As older FM professionals leave the industry, knowledge and experience is lost. But as the new generation takes the torch, full of enthusiasm – the opportunities they have are considerable and it is likely that this new workforce will shape the changing face of FM.


  • The internet of things


The internet of things (IoT) refers to devices that are connected to the internet. From your camera and your phone, to kettles and lights – the number of everyday appliances that use the internet are on the rise. These devices use the web to communicate with each other, access information, download data and send information to central collection centres.


IoT generates a very large amount of data which can be used in a variety of ways to boost performance, increase efficiency, reduce costs and create more streamlined working practices.

Facilities managers can now look at data that’s collected by appliances and sensors to see exactly how employees and customers are using buildings. This intelligence can go a long way to informing facilities management policy in analysing data and creating efficient solutions to everyday challenges.


  • Workplace

Workplace planning is becoming more and more important. Employers are becoming aware that the productivity of employees increases if their environment is optimised. For example the right chairs can reduce the risk of back problems and subsequent sick days.


Big tech companies such as Google and Facebook are the leaders in creating a workplace environment that employees do not want to leave. Google’s creative workplace provides areas for relaxation and napping as well as bowling alleys and free food – this has resulted in increased engagement within their workforce.


The International WELL Building Institute (IWBI) is leading the global movement to transform our buildings and communities in ways that will help people thrive. The IWBI delivers its own cutting-edge WELL building standards – the first to be focused exclusively on the ways that buildings, and everything in them, can improve our comfort, drive better choices, and generally enhance our health and wellness. With the recognition of workplace importance growing, we expect to see a lot happening with the IWBI and companies within the UK.Here at Dovetail, our FM team is growing!


If you are a candidate looking for your next role or a client searching for the perfect candidate, please get in touch on hello@dovetailhrs.co.uk.

Recruiting Professionals in a Candidate-Short Market


The current recruitment landscape favours candidates. With a shortage of applicants with the key skills required, those who possess ‘what it takes’ have the power in their hands.


The 2017 jobs outlook survey conducted by the Recruitment & Employment Confederation (REC) revealed that 48% of UK employers expected to face a shortage of suitable candidates to fill the permanent job vacancies.


Former REC Chief Executive Kevin Green commented:


“Employers are raising the red flags over being unable to fill the jobs they have available. We urge the government to take this issue seriously when considering changes to immigration policy. Limiting access to skills and talent from abroad at a time of severe candidate shortages will risk future prosperity for all.”


The recruitment process can be a long and tedious one for applicants. To keep up with the fast-paced market and attract the best candidates before they’re gone, hiring managers need to move quickly within the recruitment process.


We take a look at four key steps to help improve the recruitment process and identification of the best fitting candidates:


  1. Be clear on what you’re looking for

As a hiring manager, you will be swamped with endless CVs. Because of this, it would make perfect sense to tailor your choice of ideal candidate, to make your job more manageable.


This stems right from the start of the process, beginning with the job advert going right through to the role itself. Make sure you are completely clear and precise with exactly what is needed. This will reduce time and allow the focus on ideal candidates. This can be achieved through a well-developed job advert, that explains the job role, key skills required and the necessary experience.


It’s also important to take time in developing the job role itself, looking at what is needed to support the organisation. This will then aid the search in finding the ideal candidate. The more information you give, the more likely you will find your ideal candidate!


  1. Offer more

With candidates facing multiple job offers, it’s important to attract them to your organisation with more than just a salary. Younger employees (millennials /generation Z) seek other incentives such as flexible working, pension schemes, financial incentives, training, technology and more!


In short, make your offer so attractive that they can’t say no to with a company culture to match.


  1. Use the technology

The digital world is now upon us – so get involved or face falling behind. With an ever increasing number of websites, platforms and email systems available, the possibilities for candidate attraction are endless!


Make sure to broaden your reach by targeting candidates in a number of different ways – such as job boards, social media posts and engaging content. Use the tools available to you, connect, stay relevant and succeed!


  1. Opportunities for progression

Career progression opportunities are key in attracting and retaining the best talent. Young professionals attach high importance to career progression and having something to aspire to and achieve is a major personal motivator for many!  Presenting clear routes to progression is just as important as any other aspect of a role.


By offering clear, rapid progression schemes for top achievers, you are likely to attract those hungry for success.


We hope you have found the above useful! To find out more or to discuss candidate attraction for your roles, please get in touch with us on hello@dovetailhrs.co.uk.

Digestible GDPR for small to medium sized businesses


GDPR legislation comes into effect on the 25th of May and many organisations have been busy preparing.


From May onwards, it will be a legal requirement for all companies to adhere to the regulations in place, or face a heavy fine up to €20 million – or 4% of a company’s global annual income (whichever is the larger amount). So it’s safe to say, you don’t want to get this wrong!


To make the rules more digestible, GDPR can be broken down into six areas where data must be:

  • Processed lawfully, fairly and transparently
  • Collected for a specific purpose
  • Limited to only relevant processing
  • Accurate and kept up to date
  • Retained for no longer than necessary
  • Protected with adequate security measures

The Information Commissioner’s Office (ICO), who is responsible for upholding GDPR, has set up an advice helpline for small organisations. However, if you don’t feel like calling the ICO, this article should help explain GDPR and how it impacts small and medium organisations, with our four top tips.


  1. It applies to all businesses, even small ones


You may have heard that GDPR only applies to the big boys, as the EU wants to make an example of them. Sadly, this is not the case and GDPR applies to any and every organisation that handles data and personal information.


However, there are some differences in the types of records companies should keep, depending on their size. Companies with fewer than 250 employees are required to hold internal records of how data is processed or if it could risk an individual’s rights. For organisations with more than 250 employees, data retained needs to include much more detail such as transfers and security measures that are in place.


  1. Changes to consent


GDPR is much more than updating privacy policy documents. How consent is obtained is becoming more relevant and it’s imperative to be open and honest about how you will use and store data. Alongside this, information on who will be able to access the data and how long it will be stored for needs to be easily accessed by users.


You should review how you seek, record and manage consent and whether you need to make any changes. Refresh existing consents now if they don’t meet the GDPR standard.


  1. Train your employees


Small organisations are not likely to have a GDPR consultant and may be extremely busy in the build-up to GDPR implementation. However, as mentioned above, just because you are a small organisation it does not mean you are exempt.


It’s important to set some time aside to prepare for the new rules. Take time to read up and ensure all of the steps outlined above are implemented into your company’s strategy.


  1. Don’t panic


There have been a lot of scare stories on the topic of GDPR, with lines such as ‘delete your database and start again.’


This is probably one of the most debated topics for recruitment companies in the run up to GDPR coming into effect – but it’s not true.


Explicit consent is only required for processing sensitive personal data where only an actual ‘opt in’ will suffice. Unless you have super secret data like the MI5, the implied consent of your contacts will allow you to keep your database alive and in one piece.


Here at Dovetail Group Recruitment, we have updated our privacy policy to ensure that all data handling and recruitment processes are in in-line with the new regulations. To find out more, please email us on hello@dovetailhrs.co.uk.

What is diversity and why should we all be pro-diversity in the workplace?


Diversity is all about inclusion – no matter what race, age, religion, gender or sexual orientation. As well as promoting respect and acceptance, it can also increase innovation in businesses, through everyone coming together to achieve a common goal. With this in mind, the results can be monumental.


The Diversity and Equality Act of 2010 protects people from discrimination in the workplace and wider society – however, it appears that more needs to be done to implement inclusion in the corporate world. Recently, a number of companies such as PwC and Tesco have joined a charter that tackles the shortfall of women in the technology sector, in order for it to become more diverse.


Here at Dovetail, we champion a diverse workforce and have come up with some main points for consideration…




Businesses can have their heart set on employing a diverse workforce, but if they fail to change their company culture to be completely inclusive of new talent, all efforts will go to waste. Time, money and effort will be lost, as employees who don’t feel included will leave within the first few months – and you’ll have to start the whole recruitment process again.


In order to create a more inclusive work environment, businesses can try mixing things up – for example, staff can adopt a hot desk approach where employees can work in different areas of the office. This will enable them to have interactions with people in the organisation – who they might not engage with normally. This could be beneficial in generating new ideas and insights.


Another way to enhance inclusion is to let different employees run business meetings. In many cases, the same people usually talk while others will always stay quiet. Rotating who runs the meetings will give everyone a chance to voice ideas and will build up confidence, as well as inspire valuable conversations.


Different people, different minds


A diverse workforce is beneficial in many ways. Arguably, one of the biggest advantages of diversity is the access to larger talent pools, allowing for differing viewpoints – where employees can draw on varied experiences and knowledge. More insights and opinions are better than one, especially if they can challenge the way we think and lead to increased creativity and productivity. Through listening to everyone in your team, you could make changes for the better of your business.


Everyone has something to give and as a business, you just need to tap into that knowledge. This can also help with your employee retention, as employees value working for a company that promotes equality and diversity.


Competitive advantage


In order to stay competitive in an increasingly difficult market, businesses should put time and effort into creating policies that offer equal opportunities. This will not only attract the best talent but give out a strong, positive message to customers. When diversity is managed correctly, employees feel validated regardless of cultural differences – this can greatly improve company morale and promote positivity.

Additionally, in this global marketplace, businesses need to understand their customers regardless of language or culture. Having a workforce who come from a number of backgrounds who can empathise with the target market will give you a competitive advantage.   




However, with most things in life, employing a diverse workforce does have its challenges. Communication barriers will be the first obstacle to overcome. Without this, it could lead to misinterpretation of key objectives and lack of teamwork, which can affect business results and overall morale.


Another thing to look out for is resistance to change. As touched upon above, inclusion is key. If your workforce refuses to accept different ways of working, new employees will find it difficult to assimilate. Developing an implementation strategy will help a smooth transition process and aid company growth.


It seems like a no-brainer, employing a diverse workforce not only increases productivity and creates a higher performing work environment – but also elevates an organisation’s brand image. The only challenge standing in a business’s way is how they deliver and execute it!


If you are interested in recruiting a diverse workforce, please get in touch with us on hello@dovetailtailhrs.co.uk or call 01635 43100. Or, for the latest news and insights, visit our blog page.


How to Reflect Your Company Culture When Interviewing Candidates

It’s normal for candidates to be nervous before an interview, it’s very easy for them to feel under pressure while you assess their skills, experience – and character – to see if they are the employee you are looking for. However, it is important to remember that, even though you’re the interviewer, you are not the only one assessing the person sat across the table from you.


It benefits both employers and employees for new recruits to be a good fit for the workplace culture. Employers don’t want a cat among the pigeons any more than the newbie wants to stick out like a sore thumb. Take a look at our top tips for ensuring you use your interviews as an opportunity to show your candidates the type of company you are.


Reflect Your Business’ Personality With Your Interview Style


They say first impressions are everything! Whether you conduct your interview in a conference room, in the lunch break area, over Skype or over coffee, your interview sets the tone for your potential hire from the get-go, so make sure your company personality is reflected in your interview style.


Ask Open Questions


Though competency based questions are great for gaining an insight into your candidate’s previous experience and certain job roles require specific answers to specific questions, it is important to ask a few open questions in order to give your interviewee more free reign in their answers, letting their personality shine through more than strictly ability or experience based questions. Candidates can sometimes be reserved when asked ‘tell me about yourself’ – as they want to be the right fit for you. Leading by telling candidates a little about yourself should put them at more ease; talk briefly about what your job entails, how long you’ve worked for your company, etc. Not only will this reflect a friendly work culture, it’ll put your candidate at ease, allowing you to assess their character more accurately.


Don’t Let the CV Dictate Your Interviews


Undoubtedly, a candidate’s education, qualification, skills and experience are vital in successfully clinching the job. However, remember that their CV is why they are sitting in front of you, if their CV had given you all the information you need, you would have already made aa decision on whether or not they are a good cultural fit for your organisation. Put the resume to one side and have a real conversation with your potential employees, you will learn far more about them this way.


Invite Staff to Participate in the Interview Process


Why leave the hiring process solely to the HR department and line managers? Including your current staff in the employment process will not only help demonstrate your company values and workplace culture, but give them exposure to different departments and provide a good introduction to people they may work alongside. It will also give you more heads to consider which of your candidates is the best person to fill the vacancy. If you do get employees involved ensure they organise their questions between them as this will avoid the candidate being asked repetitive or similar questions.


Provide Timely and Constructive Feedback


Everyone who is looking for a new job welcomes constructive feedback, though many companies don’t provide their unsuccessful candidates with any feedback at all. On the occasions when you have candidates who are not suitable for your vacancies, offering personal, professional feedback reflects very well on the culture of your company and positions you as a desirable place to work. Your candidates will be appreciative of any feedback you provide and even though they have not have been chosen for interview on this occasion, wishing them well in the future can still provide a positive message.


A cultural fit works both ways; the chances are that, while your interviewee is working hard to provide great answers to your questions, they are also sussing out the nature and personality of your company.  With these tips, you’re bound to receive a resounding yes from the lucky candidate you offer the position to!


If you require assistance in seeking talented and bright candidates, contact Dovetail today.

5 Ways for Small Businesses to Attract Big Talent

All employers understand the value of loyal and talented employees. After all, the stronger your team, the stronger your organisation – no matter how big or small.


However, some SMEs may find it difficult to recruit and retain the talent they deserve when competing against larger, international corporations offering candidates an array of different benefits and bonuses.


Instead of tirelessly trying to keep up with established, big brands, smaller companies should promote the benefits of working for an SME. As the competition for talent grows, Dovetail have the advice you need for your business to shine brighter than larger talent competitors. Take a look at these 5 ways for small businesses to attract big talent.


Tailor Your Benefits: Whilst offering employee perks may seem self-explanatory, it’s important that they remain just that – a perk; an additional benefit alongside the many reasons why people want to work for you. Most candidates will not be bribed by the added extras you offer them; a candidate who is the right fit should be far more interested in the direct benefits of working with your SME. Furthermore, while your company may not be able to offer its own gym or café, employees will appreciate every little perk you offer them – whether it’s half-price gym memberships, restaurant discounts or childcare vouchers.


Create a Diverse Job Description: Many candidates – especially millennials – seek a position with the opportunity to learn lots of new skills and gain plenty of experience. This is convenient for SMEs, as it benefits smaller businesses to have employees that offer a wider range of skills and are able to complete multiple tasks to a high standard.


Offer Flexibility: Candidates will flock to businesses that cater to their needs and offer the flexibility they require to enjoy the perfect work-life balance. If a promising candidate has a long commute, offer them the chance to work from home once or twice a week. Offering flexi-time is a huge benefit for all employees; early birds can start their day a couple of hours before the working parents who have kids to drop at school. Flexibility may also come in the form of job sharing, as this allows you to welcome talented, part-time workers to your team.


Provide the Opportunity for Progression: The opportunity to climb the ladder is attractive to most candidates. Young professionals, in particular, are very keen to work for a company that is willing to support them and nurture their talent. If you help your employees to progress their career, not only will you show your employees that you value their skills and abilities, but you will be rewarded with a well-trained and loyal workforce.


Emphasise What Make Your Business Unique. What is it that makes your company a better employer than larger corporations?  What makes the business exciting? During the recruitment process, Dovetail can help you emphasise the unique nature of your business. Rather than trying to directly compete with the offerings of the big-name brands, focus on what you offer that they don’t – i.e. all of the above!


Remember that, as a smaller business, your employees – and potential employees – are far more than a small cog in a big machine. The benefits you offer them are just as valuable as the benefits they bring for you.


If you’re looking to grow your team and would like friendly help and advice, Dovetail can offer you a complete recruitment solution. Contact us today.

Top Skills That Employers Want From Graduates


Job interviews are always nerve-wracking, though they can prove even more so when you are hoping to clinch your first full-time job. This time of year brings employers a fresh batch of bright, young graduates, newly out of university. Having just left higher education, it can be difficult to have faith in your short, qualification-based CV. Though, no matter what position you are applying for, or how much experience you have, there are a particular set of skills that employers in all industries are looking for. Here’s an outline of all the characteristics that will impress employers and recruiters when applying got your first graduate job.


Communication & Interpersonal Skills


A solid foundation for every promising candidate is a great set of communication and interpersonal skills. Not only do employers want to add a friendly, team player to their workforce, they will be looking for someone who can communicate effectively – both verbally and non-verbally – choosing the appropriate medium and correct tone for every situation. Fortunately, much of the recruitment process is a perfect opportunity for candidates to showcase their communication and interpersonal skills, so no matter how nervous you are, be sure to relax, smile and be confident for your first interview.


Critical Thinking


Assuming an analytical approach is an important asset in any position. Critical thinking goes beyond your ability to correctly understand the information presented to you, referring instead to the way you interpret it. Being able to analyse and evaluate the credibility of different sources is something that many graduates learn while at university, so don’t be shy of pinpointing the times your critical approach has bettered your work to your potential employer.




Creativity is a fantastic asset, both in and out of the workplace. However, there are many different ways of defining creativity; creative thinking goes far beyond artistic flair. Creative thinking is more about a candidate’s ability to troubleshoot and problem solve. Thinking outside the box to find solutions is invaluable to employers.


Commercial Awareness


Know your sector. Not only will a well-rounded awareness of the business you aspire to be in indicate a passion for the industry. Before the interview, research your prospective employer make sure that you are fully aware of the organisation, its market, achievements, goals and how it competes. You should also be familiar with the trends and fluctuations that can impact your potential employer, consider also trends that they can capitalise on.


Eagerness to Learn


As a new graduate, employers can see from your CV that you have the ability to apply yourself, focus and learn. Nevertheless, your first grad job will present a very different method of learning than your time at university. Make clear in your interview that you are ready for a new challenge and excited to learn in a different environment, employers will welcome your passion and are always keen to have their employees progress with them.