Brands
  • Publish Date: Posted over 4 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
1 A Pa0pj9p Kg Lop Vf Iu M Nlo Q E1579474393478
“Show me the Money!!!”

As the UK teeters on the brink of the recession precipice, the most commonly used phrase Cedar’s recruitment consultants hear these days is, “What with everything that’s going on…”.A year ago, we w...

Skynews Rishi Sunak Liz Truss 5845802
Britain's surprisingly diverse leadership battle

At Cedar, we're a diverse bunch, with diverse views, including our politics​. But looking at the current Government, it seems we're at an inflection point for all parties.With the resignation of Bo...

Regents Street Pride
​London Pride

In June 1970, up to 20,000 people gathered for what was then called a Gay Liberation march in New York. Although the battle for gay rights in the USA can be traced back to the 1920s, this march was...

Diverse Hands
​DE&I at Cedar – a work in progress

If you read our previous blog, ‘The Long March to Equality’, examining the rise of DE&I within recruitment, you may have been surprised, as we were, at how far the industry has come since the f...

I Stock 1072338828
The long march to equality

The oldest person who works at Cedar can remember when airlines advertised for male pilots and female air-hostesses. In Northern Ireland at that time, recruitment consultants used to draw up list...

Employers Are Getting Very Choosy Image
Employers are getting very choosy… A review of the recently-qualified accountancy & finance jobs market

The recruitment market and the economy more generally have had a lot of exogenous shocks over the last few years is, I can say without fear of contradiction, an understatement. Yet, despite all th...

square peg
Square pegs, round holes…and the need for genuine tax expertise in your business

As you know, the government has an Office for Tax Simplification, set up by George Osborne after he became Chancellor of the Exchequer in 2010. Unfortunately, as a former tax director from Grant...

Blank
​Recruitment as we move into Q4 – it’s a battlefield and a buyer’s market

Last year, as the full extent of the pandemic, became apparent, many economists said it would take a long time for the economy to recover. In April 2020, The Guardian reported that the EY Item Club...

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 ...

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...