Be open about your break

The worst approach to a career gap is to try to hide it. Dates on a CV are checked, and unexplained gaps tend to raise more questions than transparent ones. You don’t need to go into extensive personal detail, but a brief, confident explanation will reassure employers far more than conspicuous silence.

Common reasons for career breaks include caring for a family member, raising children, dealing with a health issue, travelling, studying, or being made redundant. All of these are understandable to any reasonable employer.

Identify and articulate the value of your break

Even if your break was for entirely personal reasons, you will almost certainly have developed skills or qualities during it. Consider:

• Caring responsibilities – time management, resilience, patience, coordination of complex logistics
• Travelling – adaptability, independence, cultural awareness, problem solving
• Voluntary work – teamwork, community engagement, specific vocational skills
• Study – subject-specific knowledge, self-motivation, discipline

Don’t undersell these experiences. In many cases, they demonstrate qualities that employers actively seek.

Refreshing your skills

Depending on the length of your break and the nature of your work, you may need to update your technical knowledge. Consider short courses, online learning, or professional development workshops. Even completing a free course demonstrates initiative and commitment to getting back up to speed.

Refresh your knowledge of the tools, software and systems used in your sector. Things move quickly, and showing awareness of current practices gives employers confidence.

Managing your confidence

It’s very common to feel a dip in confidence after time away from the workforce. Remember: your experience doesn’t disappear during a career break. Your skills, your judgement, and your work ethic are still entirely yours.

If your confidence needs a boost, consider returning via temporary or contract work first. It’s a lower-pressure way to re-establish yourself, rebuild your professional relationships, and remind yourself of just how capable you are.

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Know your worth before you negotiate

Research is everything. Before any conversation about money, make sure you have a clear, realistic picture of what the market pays for your skills and experience in your sector and region. Useful sources include salary surveys published by industry bodies, job boards which often display salary ranges, and – most valuably – your recruitment consultant, who will have up-to-date knowledge of what employers are currently offering.

When to raise the subject of salary

If you’re applying through Personnel Selection, your consultant will typically discuss salary expectations at the outset and manage the negotiation on your behalf. This removes much of the awkwardness for both sides. If you’re applying directly, try to avoid making salary the first topic of conversation – focus on demonstrating your value first.

If an application form asks for your salary expectations, give a realistic range rather than a fixed figure. This gives both parties some room to manoeuvre.

How to negotiate effectively

• Be specific. Vague requests for ‘more money’ are harder to respond to than a considered figure backed by market evidence.
• Focus on value, not need. ‘I believe my experience in lean manufacturing justifies a salary at the higher end of your range’ is more persuasive than ‘I need more because my rent has gone up’.
• Consider the whole package. If there’s limited flexibility on base salary, could you negotiate additional holiday, a faster salary review, or enhanced benefits?
• Don’t rush. Salary conversations benefit from calm, considered discussion. Never issue ultimatums in the heat of the moment.
• Know your walk-away point. Before you negotiate, be clear in your own mind about the minimum you would accept. If an offer falls below that, be willing to decline respectfully.

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Take a moment before you respond

It is perfectly reasonable to ask for a short amount of time to consider an offer, particularly if it involves significant decisions around salary, notice periods, or relocation. Most employers will expect this and will not think less of you for taking 24 to 48 hours. What is not reasonable is to leave someone waiting indefinitely.

Review the offer carefully

Before accepting, make sure you have a full picture of what’s being offered. Salary is just one element – consider the complete package:

• Basic salary and any guaranteed bonus or commission structure
• Holiday entitlement – the legal minimum is 28 days including bank holidays; many employers offer more
• Pension contributions – particularly the employer contribution rate
• Working hours and flexibility, including any expectation around overtime
• Probationary period length and conditions
• Benefits such as private healthcare, a company vehicle, life assurance or enhanced sick pay
• Opportunities for development, training and progression

Accepting the offer

When you’re ready to accept, do so clearly and enthusiastically. If you’re working through Personnel Selection, notify your consultant first and we will handle the formal acceptance on your behalf. Once accepted, you should receive a written contract before your start date – read it carefully and raise any discrepancies promptly.

Declining an offer

If you decide to decline, do so politely and promptly. The professional world is smaller than it seems, and burning bridges is rarely worth it. A brief explanation of your reasons is courteous, though you’re under no obligation to go into detail.

Handling a counter-offer from your current employer

If your current employer makes a counter-offer when you hand in your notice, think carefully before accepting. Research consistently shows that the majority of people who accept a counter-offer leave within six months anyway – the underlying reasons for wanting to move rarely change. Speak to your consultant before making any decisions.

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Call your recruitment consultant straight away

If you’ve been placed into the interview by Personnel Selection, the most important thing you can do is call your consultant as soon as possible after leaving (contact us HERE). Even if you feel it didn’t go well – perhaps especially if you feel it didn’t go well. The sooner we have your feedback, the sooner we can contact the client and begin to manage expectations or address any concerns on your behalf.

Tell us honestly how you felt about the role, the interviewer, and the organisation. Did the job match what you expected? Were there any surprises? Do you still want it? All of this helps us advocate for you effectively.

Reflect on your performance

Take a few minutes to write down what went well and what you’d do differently. Which questions did you answer confidently? Were there any you struggled with? This isn’t about self-criticism – it’s about continuous improvement. Even a strong interview will have moments you can learn from.

Make a note of any questions you were asked that you weren’t fully prepared for. That way, you’ll be ready for them next time.

Should you send a thank you note?

In the UK, formal thank you letters after interviews are less common than in some other countries, and your consultant will typically handle the communication with the client on your behalf. However, if you applied directly or built a particularly good rapport with the interviewer, a short, professional email the same day can help you stand out. Keep it brief – a couple of sentences is enough.

Managing the wait

Waiting for feedback is one of the most frustrating parts of any job search. Try to resist the urge to follow up every day – it can come across as pressurising. If you’re working through Personnel Selection, we will chase the client on your behalf and update you as soon as we have news.

In the meantime, keep your search active. Even if the interview went brilliantly, it’s unwise to put all your eggs in one basket until a formal offer is made.

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Telephone interviews

A telephone interview feels more informal than a face-to-face meeting, but the same professional standards apply. Here’s how to give yourself the best chance:

• Find a quiet, private space where you won’t be interrupted. Background noise is distracting and can suggest a lack of preparation.
• Have your CV and the job description in front of you. Unlike a face-to-face interview, you can use notes – but don’t read directly from them, as it can make you sound stilted.
• Stand up if possible. It sounds counterintuitive, but standing tends to improve your posture and helps you project more confidence in your voice.
• Again, it sounds odd advice for a phone call, but smiling genuinely does come through in your tone.
• Take your time. It’s entirely acceptable to pause and collect your thoughts before answering. Silence feels longer on the phone than it actually is.

Video interviews

Video interviews introduce a visual element, which brings both additional opportunities and additional pitfalls:

• Test your technology beforehand. Check your camera, microphone and internet connection well in advance. A technical failure at the start of an interview creates a poor impression and eats into your time.
• Choose your background carefully. A neutral, tidy background is ideal. If that’s not possible, most video platforms offer a virtual background feature.
• Dress as you would for a face-to-face interview. Smart professional attire from the waist up is the minimum – and remember that you might need to stand at some point.
• Look at the camera, not the screen. This is one of the hardest habits to form, but it’s the equivalent of making eye contact. Looking at the other person’s image rather than the camera can appear as though you’re not quite engaging.
• Ensure good lighting. Natural light from in front of you is ideal. Avoid sitting with a bright window behind you, which puts your face in shadow.

Preparing your answers

The questions asked in telephone and video interviews are largely the same as in any other interview. Prepare your key messages in advance: who you are, what you offer, why you want this particular role, and a handful of strong examples of your achievements. See our interview hints and tips guide for more detailed advice.

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Why the covering letter matters

Your CV presents the facts of your career. Your covering letter explains why those facts are relevant to this specific role. It’s your opportunity to show personality, demonstrate genuine enthusiasm, and make a compelling case for yourself before anyone has even glanced at your employment history.

A covering letter that simply restates your CV is a missed opportunity. The best letters complement the CV – they don’t duplicate it.

Structure it well

A covering letter doesn’t need to be long. One page is usually plenty. Here is a simple structure that works well:

• Opening paragraph – introduce yourself and state clearly which role you’re applying for. Express genuine enthusiasm, but keep it professional.
• Middle paragraphs – explain why you are a strong candidate. Draw on specific examples from your experience that relate directly to the job description. Keep it concise and relevant.
• Closing paragraph – summarise your interest, confirm your availability, and invite further discussion. Thank the reader for their time.

Common mistakes to avoid

• Starting with ‘I’ – it’s a small thing, but opening with ‘I am writing to apply…’ feels flat. Try something that puts the role or employer first.
• Generic phrases – ‘I am a hardworking team player with excellent communication skills’ tells a recruiter nothing. Show, don’t tell.
• Copying and pasting – it’s usually obvious when a letter has been recycled. Personalise every application.
• Getting the company name wrong – it happens more often than you might think, and it rarely goes unnoticed.
• Writing too much – a covering letter should make the reader want to read your CV, not replace it.

Tone and language

Match your tone to the employer. A letter for a creative agency can afford to be a little less formal than one for a law firm or financial services organisation. When in doubt, err on the side of professional. Write clearly, use plain English, and avoid jargon.

Always proofread carefully. Spelling and grammar errors in a covering letter suggest a lack of attention to detail – not a quality any employer is looking for.

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What a job description really tells you

Most job descriptions are split into two sections: what the role involves (the duties and responsibilities) and what the employer is looking for (the person specification). Both deserve your full attention before you decide whether to apply.

Read between the lines as well as the lines themselves. The language used, the skills prioritised, and the overall tone of the document can give you useful clues about the company culture and management style.

Breaking down the person specification

Person specifications typically distinguish between essential and desirable criteria. Here’s how to approach each:

Essential criteria

These are non-negotiable requirements. If you don’t meet them, an application is unlikely to progress. Be honest with yourself here – if a role requires three years of accountancy experience and you have six months, it’s probably not the right fit at this stage.

Desirable criteria

Think of these as bonus points. Employers include them because they’d be helpful, not because they’re deal-breakers. If you meet most of the essential criteria but fall short on some desirable ones, don’t let it put you off applying.

Tailoring your application to the job description

This is where many candidates fall short. A generic CV sent to ten different employers will rarely outperform a carefully tailored application for one specific role. Use the language of the job description in your CV and covering letter – if the employer mentions ‘customer relationship management’, use those words if they reflect your experience, rather than a vague equivalent.

Go through the person specification methodically and ask yourself: where does my experience match this? Then make sure those matches are clearly evident in your application.

Spotting a poorly written job description

Not all job descriptions are well written. If a description seems vague, contradictory or is simply a long list of bullet points without much context, it’s worth asking your recruitment consultant for more information before investing significant time in the application. Understanding the role properly saves everyone time.

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How recruitment agencies work

Agencies like Personnel Selection act as the link between candidates looking for work and employers looking to hire. We work on behalf of the employer – they engage us to find suitable candidates – but that doesn’t mean our relationship with you is any less important. A good recruiter will always have your best interests at heart, because a good match benefits everyone.

When you register with us, we will discuss your skills, experience, career aspirations and availability. This is not simply a box-ticking exercise. The more we know about you, the better placed we are to match you to the right roles.

What you can expect from us

• An honest conversation about your experience and suitability for the roles you’re interested in.
• Clear, up-to-date information about the vacancies we are working on.
• Guidance on your CV, covering letter and interview preparation.
• Full briefings before any interview so you feel confident and prepared.
• Prompt feedback after interviews – we chase our clients so you don’t have to.
• Confidentiality at all times. We will never share your details without your consent.

What we need from you

The relationship works best when it goes both ways. Here is what helps us to help you:

• Be honest about your experience, salary expectations and availability. There is no benefit in overstating your skills – it only leads to awkward conversations further down the line.
• Keep us updated. If your situation changes, if you receive another offer, or if you’re no longer available, let us know as soon as possible.
• Be responsive. Roles can move quickly, and delays in returning calls or emails can mean missing out.
• Give us feedback. If a role isn’t right or an interview didn’t go as you hoped, tell us why. It helps us refine our search on your behalf.

Temporary, permanent and contract roles

Personnel Selection places candidates into a range of work types. A temporary role can be a great way to gain experience, fill a gap in employment, or get a foot in the door with an employer you admire – many temporary positions lead to permanent offers. Permanent and contract roles suit those looking for stability or a longer-term project. Your consultant will be happy to discuss which type of work best suits your current circumstances.

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