Frequently asked questions for candidates
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We’ve put together the most popular questions we are asked by candidates in hopes of getting you the information you need, quickly. If you have any further questions or would like to find out more, please get in touch with our team.
Select one of the questions below to find out more information.
Should I hand my notice in before securing another job
Generally, it’s good to ensure you have secured your next placement before handing in your notice to your current role. This allows you the security should anything fall through during the application process. But all situations are different. Perhaps you’re prepared for a break in between roles, in which case you might want to hand your notice in earlier. Ultimately, you should think about your current situation and plan around it.
What is the best way to hand in my notice?
You want to make sure you check your contract to see your notice period – make sure you notify your line manager with plenty of time and have an honest discussion. Try not to burn bridges, thank them for their guidance during your tenure. If you need to speak to HR about anything, be sure to bring it up in your exit interview.
How can I be sure you have my best interests if you are representing more than just me for this process?
As consultants at Brewer Morris, it is integral to us that we have no bias towards any candidates. We aim to place you and other candidates in roles that are best suited to you and the client. This way, all candidates are on a level playing field.
What do I do if I know I am being underpaid?
Carry out some market research by viewing salary guides and don’t be shy when speak to your colleagues about salaries. If you find that you’re being underpaid, make a case to your manager about the work that you currently do and have done and show them the salary of roles that are similar to yours. You can use our salary guides to help during your research.
What is the best way to ask for a pay rise?
Asking for a pay rise can seem like a daunting task, but the payoff can be worth it. Speak to your manager about your intentions of asking for a pay rise and arrange a meeting. Before this meeting takes place, you should prepare a list of your successes and achievements in your current role to back up your request. To support you further, do some market research to see what others on your level are being paid for the amount of work you’re doing. View our salary guides as a starting point to pull your case together. Good luck!
Who are the companies you typically work with?
We work with a mixture of multinational conglomerates, boutique SMEs and start-up businesses within the banking and financial services, professional services, commerce and industry and government and non-profit industries.
How can I be sure my job search is 100% confidential and won’t get back to my employer if they are your client?
The consultants at Brewer Morris follow strict data protection laws that are put in place to protect you as a candidate. The Conduct of Employment Agencies and Employment Business Regulations 2003 ensures your discretion and means that the recruiter or consultant you speak with cannot share the fact that you are looking for another job without your explicit consent.
How do I make an application or CV stand out?
Make sure your CV and application stand out by structuring it appropriately with key accomplishments that relate to the role you’re applying for. Our consultants have put together a comprehensive guide on how to get the most out of your CV.
What provisions have you made to make the candidate application process more accessible?
Brewer Morris is committed to ensuring that our recruitment services are accessible to everyone. Our offices, meeting rooms and parking facilities are all fully accessible with space for modified vehicles. Arrangements can also be made for our consultants to meet at a location of your choice, as well as the option of taking virtual calls. British Sign Language interpretation can be arranged if you do not have access to this service. You can also view how we’re aiming to give access for all across our sites.
How do I know you’re not sending my details for jobs I haven’t been briefed on?
The consultants and recruiters at Brewer Morris follow strict data protection laws that are put in place to protect you as a candidate. The Conduct of Employment Agencies and Employment Business Regulations 2003 ensures your discretion and means that the recruiter or consultant you speak with cannot share your details without your explicit consent.