Brands
  • Publish Date: Posted about 3 years ago
  • Author:by Howard Bentwood

Moving On Up?

​As recruitment consultants our role has always been to match the best candidate to the best position. As part of that, we really enjoy coaching candidates on how to sell their skills – and themselves – to clients. Recently, however, a candidate-driven market has levelled the playing field. Discussions increasingly turn to what makes one employer stand out more than the next and, in my experience, although salary is a large factor, the question most candidates are ultimately interested in is: Should I prioritise role or brand?​At Cedar, we make a point of meeting every candidate face to face and our single-point-of-contact system allows us to gain a deep understanding of your personality, skills and motivations. In addition, our unique career-management tool, The Matrix, ensures we understand what’s important to you and will help you understand this, too. Indeed, many of you make a point of telling us how rewarding – and surprising – you find the experience.​An important part of what we do involves exploring whether you’re more interested in what you do or who you do it for. In other words: Are you more interested in role or brand? Although we usually find it’s the job description that really matters (the best ones allow you to visualise your day-to-day working life, the level of job satisfaction you can expect and how the role might affect your career in terms of specific experience and progression), before you decide to prioritise role over brand, we’d always encourage you to consider a few crucial factors.​The temptations of brand . . .Bearing in mind the average employer takes just six seconds to scan your CV, a well-known brand not only makes you stand out, but the association with a successful household name also creates an instant good impression.To attract the best talent, top brands often make a considerable investment in their reputation as great places to work. As a result, they frequently are, with lots of perks that smaller businesses simply can’t match.The training programmes and opportunities for advancement offered by larger companies are often near the top of people’s wish lists when they’re considering their next career move.​. . . or a more exciting role?Roles at a smaller company often offer more responsibility and variety. You may find you have a larger part to play in the business process or have the opportunity to work directly with leadership teams.The cultural fit may be better. Just because a brand is big, doesn’t mean you agree with everything they stand for. Choosing a smaller organisation may be an ethical decision, or you may prefer an environment that offers you more flexibility or autonomy.Looking for higher pay? Big brands often don’t pay as competitively as you might think – simply because they don’t have to! Smaller organisations may be less well funded, and the environment and perks not as plush, but they often offer more complex roles with greater levels of responsibility and higher remuneration packages as a result.​Making the best decision for youIn the end, it’s down to personal choice. Earlier in your career, when you’re perhaps still lacking some skills and experience, the impact of a well-known name on your CV could provide a huge boost. Alternatively, in the long-term, a role within a smaller company that offers more scope for responsibility and the acquisition of skills may actually have a larger impact on your career.​So, if you’ve decided you’re ready to take the next step in your career, we’d love to hear from you. We can share our expertise on the current market and salaries, plus what employers are looking for. And, by exploring together where your experience and aspirations best fit, we can guide you towards making the choice that’s right for you.​If you’d like to discuss the next step in your career, or learn more about our unique career-management tool, The Matrix, call 0203 002 8050 for a confidential, no-obligation chat.

Share this Article
Back to Blogs

As recruitment consultants our role has always been to match the best candidate to the best position. As part of that, we really enjoy coaching candidates on how to sell their skills – and themselves – to clients. Recently, however, a candidate-driven market has levelled the playing field. Discussions increasingly turn to what makes one employer stand out more than the next and, in my experience, although salary is a large factor, the question most candidates are ultimately interested in is: Should I prioritise role or brand?

At Cedar, we make a point of meeting every candidate face to face and our single-point-of-contact system allows us to gain a deep understanding of your personality, skills and motivations. In addition, our unique career-management tool, The Matrix, ensures we understand what’s important to you and will help you understand this, too. Indeed, many of you make a point of telling us how rewarding – and surprising – you find the experience.

An important part of what we do involves exploring whether you’re more interested in what you do or who you do it for. In other words: Are you more interested in role or brand? Although we usually find it’s the job description that really matters (the best ones allow you to visualise your day-to-day working life, the level of job satisfaction you can expect and how the role might affect your career in terms of specific experience and progression), before you decide to prioritise role over brand, we’d always encourage you to consider a few crucial factors.

The temptations of brand . . .

Bearing in mind the average employer takes just six seconds to scan your CV, a well-known brand not only makes you stand out, but the association with a successful household name also creates an instant good impression.
To attract the best talent, top brands often make a considerable investment in their reputation as great places to work. As a result, they frequently are, with lots of perks that smaller businesses simply can’t match.
The training programmes and opportunities for advancement offered by larger companies are often near the top of people’s wish lists when they’re considering their next career move.

. . . or a more exciting role?

Roles at a smaller company often offer more responsibility and variety. You may find you have a larger part to play in the business process or have the opportunity to work directly with leadership teams.
The cultural fit may be better. Just because a brand is big, doesn’t mean you agree with everything they stand for. Choosing a smaller organisation may be an ethical decision, or you may prefer an environment that offers you more flexibility or autonomy.
Looking for higher pay? Big brands often don’t pay as competitively as you might think – simply because they don’t have to! Smaller organisations may be less well funded, and the environment and perks not as plush, but they often offer more complex roles with greater levels of responsibility and higher remuneration packages as a result.

Making the best decision for you

In the end, it’s down to personal choice. Earlier in your career, when you’re perhaps still lacking some skills and experience, the impact of a well-known name on your CV could provide a huge boost. Alternatively, in the long-term, a role within a smaller company that offers more scope for responsibility and the acquisition of skills may actually have a larger impact on your career.

So, if you’ve decided you’re ready to take the next step in your career, we’d love to hear from you. We can share our expertise on the current market and salaries, plus what employers are looking for. And, by exploring together where your experience and aspirations best fit, we can guide you towards making the choice that’s right for you.

If you’d like to discuss the next step in your career, or learn more about our unique career-management tool, The Matrix, call 0203 002 8050 for a confidential, no-obligation chat.

Latest Blogs

View All Blogs
Screen Shot 2018 07 12 At 3
What it takes to be a successful PE portfolio company CEO

​Whilst there is not a one size fits all solution for what we see in successful PE portfolio company CEO’s we are able to see some clear trends when it comes this. Below we have attempted to answer...

Image 790ea9f990
How to Make Your CV Stand Out

Looking for your next finance role? The first step is getting your CV right. With such a small window in which to impress recruiters, it’s vital that you’re able to make your CV stand out from the ...

Cover Wave 1200x628
A new wave of Executive Search

​Cedar Recruitment is, as we’re sure you know, a well-established, highly successful recruitment business. Our reputation was initially built on our expertise in accountancy and financial services...

Image 70a5eb1f6f
Public Practice Priorities for the year(s) ahead

Just over a year ago, we were starting to learn about a strange illness that was causing people to die in a number of countries - China, Italy and then, in small numbers at first, the UK. If you Go...

Picture1
How Covid-19 has changed company cultures.

​We are coming up to 12 months of working from home and company culture is one of the biggest things that has changed in our working environment.From a recruitment perspective, one of the most comm...

Image C3446935a3
Temperature Check – Recruitment in 2021

As we close on 2020, supposedly the year of clarity (20/20 vision) what do our Consultants see the future holding.Despite the threat of a 2nd mutated strain arriving at our shores and the likelihoo...

Scrooge
"I don’t make merry myself at Christmas" [sic]

​Scrooge was a much-misunderstood man. That thought may be behind the statement by Julien Lenglet, Head of the Antony Hospital in Paris, who believes that festive celebrations could lead to a surge...

Image 67889e23f0
All Change: pandemic winners and losers

This has been a truly extraordinary year for businesses. For the recruitment industry as much as any other, Covid-19 has been more devastating than anything in living memory. Over 500 million jobs ...

Recovery
4 successful strategies for securing talent during the global recovery

Over the last five months, organisations across the globe have made extraordinary changes in their working practices in response to COVID 19 and Talent Acquisition has been no exception. Whilst man...

Image 39dd5aed8f
Baby birds, jobs data and the future of recruitment…

Like baby birds in a nest, the different sectors of the economy are straining to be fed, their mouths open and begging the Chancellor to attend to their needs first. However, nature, as we know, is...

Image Cb9c7c2608
Procurement – at the heart of the crisis and the centre of the recovery

Public sector, especially NHS, procurement has been at the centre of the coronavirus crisis, perhaps for the first time bringing the general public an awareness of what procurement itself is all ab...

960x0
3 reasons why recruiters were ready for remote working

Covid-19 has been the catalyst for unprecedented global measures and changes to keep the world safe and healthy during very turbulent times. As part of this, the vast majority of the UK workforce w...

Image 0b645fdf84
10 tips to manage a remote team

​Here's my top tips on managing a team during the current crisis.I’ll start off by saying, it probably boils down to one golden rule, but as the internet loves a list let’s park that and I’ll let y...