On Wednesday 27th March 2024 we ran, ‘Understanding Social Work England Registration’, where we were joined by Morgan Hunt's Social Care Business Director, Chris Armstrong, who shared his essential insights on efficiently navigating the Social Work England registration process as an overseas-qualified social worker.

This session will:

• Give an overview of the registration process.
• Talk through the timescales.
• Explain the most common mistakes social workers make to cause delays with their application.
• Talk through the dos and don'ts of the application process to ensure your application is dealt with as quickly as possible.

Watch the full recording below

In the UK, the shortage of skilled social workers is a pressing concern. Most English councils struggle to recruit and retain social workers. It impacts the quality of care and support for vulnerable individuals. Social work and social care are areas of concern as services are projected to continue to see an increase in demand over the coming years.

At the start of the year, the UK Government unveiled a £600 million support package for local councils, with a £500 million boost to the Social Care Grant. This initiative aims to reinforce social care budgets and increase the core spending power for all councils by a minimum of 4%.

Retention and recruitment remain a challenge in 2024. In recent years, social workers have quit in record numbers as they struggle to cope with more challenging caseloads, the aftermath of the COVID-19 pandemic, and the cost of living crisis. In 2022, 5400 social workers left the profession, marking a 9% increase compared to 2021.

In 2023, Community Care launched a campaign to champion the social work profession. The Choose Social Work campaign showcases the brilliant work social workers do every day. It is one of many initiatives to encourage an uptake in social work careers.

On a global scale, World Social Work Day takes place on 19th March 2024. It celebrates the transformative role of social workers. This year’s theme is ‘Buen Vivir: Shared Future for Transformative Change’, which is rooted in the Global Social Work Agenda and emphasises the need for social workers to adopt innovative, community-led approaches.

While there is much going on to entice more social workers to the profession, recruitment in social care remains a challenge. And one that a specialist social work recruitment agency can help with.

Six benefits of using a social work agency include:

Recruit in social care with Morgan Hunt

A social work recruitment agency can offer a long-term solution to improve your hiring strategy. We all understand the critical role that social care workers play in supporting vulnerable individuals and communities. Whether you’re part of a local authority, charity, the NHS, or housing association, having access to skilled and dedicated social workers is vital.

At Morgan Hunt, we recruit for public-sector social care jobs as well as private-sector recruitment in areas including:

• Homelessness
• Mental health
• Supported housing
• Domestic violence
• Young people's support
• Children's services
• Adult services
• NHS organisations
• Temporary social work jobs

If you'd like to discuss your current social care recruitment campaign and how we can help, contact us. https://www.morganhunt.com/pages/social-care

A strong IT team is crucial for any organisation and technology recruitment leads to this. Using a good IT recruitment agency ensures you attract the best skills for your team. In a skills-short market, tech recruitment agencies play a vital role.

A strong IT team ensures that your systems run well. They troubleshoot issues, minimising downtime and maximising productivity. When you have the best IT skills for your organisation, they will protect your organisation's data and systems from cyber threats. They implement cyber security measures, conduct risk assessments, and protect information. And it doesn’t stop there. IT teams drive innovation by adopting new technologies, streamlining processes, and improving efficiency.

Today, technology plays a key role in driving growth and innovation. Organisations, from large multinationals to public sector bodies, must adapt to stay competitive. Here’s where IT skills come into play: IT professionals today need a mix of technical and soft skills. But how do you identify the right ones? And put together a solid and reliable IT team?

Starting your Business Transformation Projects
Business transformation is about more than adopting new tools; it impacts every area of your organisation. Before your technology recruitment starts, consider your organisation’s vision, mission, and long-term objectives.  Your IT strategy needs to align with your business goals. Whether it's enhancing the user experience, streamlining operations, or implementing digital transformation, a clear vision will guide your technology recruitment.

Consider Digital Transformation Skills
Digital transformation is the heartbeat of modern organisations. Automation, AI tools, and ChatGPT are reshaping the business world. To implement new technology, specific roles and job titles are needed. This can include change management specialists, project managers, AI engineers, AI developers, data scientists, and Chief Technology Officers (CTOs).

Taking a Customer-Centric Approach
You need to think about how technology can enhance the customer experience. When writing job descriptions and talking to your IT recruitment agency, consider IT skills that bridge the gap between technology and customer needs.

Finding Skilled IT workers
There is an IT skills shortage in the UK and indeed in much of the world. 93% of businesses say there is a gap in IT skills within the UK jobs market. These are the findings from The IT Skills Gap Report. This means that you may need to tap into the hidden talent of passive candidates and also consider offering remote tech jobs.

Passive Candidates Benefits
Passive candidates aren’t searching for IT jobs online but they are not unresponsive to hearing about opportunities with different employers. A professional IT recruitment agency, such as Morgan Hunt Technology, will have access to a solid database of passive candidates. They will be familiar with the IT jobs you are looking to fill. Experienced technology recruitment consultants also assess soft skills and candidate career plans. So, you’ll interview candidates with skills beyond their technical qualifications and experience.

Digital Transformation Skills Needed
Look for IT professionals who have a mix of skills. These skills can help ensure that your business stays competitive and adaptive to technological advancements.

• Cloud Computing
• Data Analytics
• Artificial Intelligence (AI)
• Cybersecurity
• DevOps
• ERP (Enterprise Resource Planning) systems
• Computer Languages

As businesses continue to migrate to the cloud, knowledge of platforms including AWS, Azure, or Google Cloud is invaluable. Skills in data analysis, machine learning, and AI are indispensable. Nowadays, protecting sensitive data has never been so important. IT professionals skilled in cybersecurity and threat detection are vital. Programming languages such as Python are beneficial. Python is used for developing websites, software, task automation, and data analysis.

Don’t neglect Soft Skills
In tech recruitment, agility is non-negotiable. You need to recruit IT professionals who thrive in dynamic environments and can adapt. The best IT teams go beyond technical skills; they thrive on collaboration. Modern IT professionals need soft skills in areas including, communication, teamwork, and adaptability. Additional skills for tech recruitment include:

• Problem-solving
• Teamwork
• Emotional intelligence (EI)
• Presentation skills
• Resourcefulness

IT Contractors
IT contractors work on multiple projects and have a lot of knowledge of different systems, industries, and project types. They also won’t need lengthy inductions and extra training. Using IT contractors for project work can give you access to short-term STEM specialists who are used to different scenarios and quickly pick up information.

Industry-Specific Expertise
Different industries need different IT skill sets. Tailor your recruitment strategy to target candidates with expertise in your sector. Whether it's finance, healthcare, manufacturing, or the public sector, professionals who understand your business will contribute to the success of IT initiatives.

Don’t neglect your Employer Brand
To attract the best IT candidates, your company needs to be a great place to work. A Wonderful Workplaces survey revealed that almost all (90%) of candidates consider an employer’s brand when applying for roles. Ensure your website has a careers page and up-to-date social media channels. Your organisation should share what it's like to work there and entice candidates and interviewees. Ensure you showcase some of your IT projects and your general organisational culture. Keep an eye on Glassdoor and LinkedIn reviews, as current and former employers will give information about day-to-day work and also the hiring process.

Finding a good IT Recruitment Agency
There are many recruitment agencies, from London IT recruitment agencies to small boutique recruitment agencies. Using a reputable IT job agency such as Morgan Hunt can help. Specialist IT recruitment consultants understand the significance of finding the right IT skills to drive your organisation's growth. They know how to navigate the ever-changing world of tech recruitment. As a specialised technology recruitment agency, we excel at connecting businesses with the best IT professionals in the industry.

Pathing the Way to Success
Remember, a well-functioning IT team isn't just about fixing technical glitches; it's about driving success and growth for your organisation.  In the ever-evolving landscape of IT, adaptability and foresight are key. By identifying the right IT skills, and skills gaps and understanding your business aims, your organisation can thrive in the digital age.

Conclusive Technology Recruitment
To take your tech and IT recruitment to the next level get in touch today. Our team is on hand to support you, whatever your requirements may be in this ever-evolving technological world. https://www.morganhunt.com/pages/technology

On Wednesday 28th February 2024 we ran, ‘Empowering Change and Building Resilience during Restructuring’, where we were joined by two expert speakers who explored essential strategies for effective restructuring, from meticulous planning to fostering resilience.

We discussed:

• Planning and Communication
• Employee Wellbeing
• HR Resilience
• Organisation Resilience
• Outplacement Services

Watch the full recording below

Fostering inclusivity is not just a choice; it’s the right thing to do, and it also makes business sense too. Creating an environment where everyone, regardless of their sexuality, feels accepted and valued is crucial for the success and well-being of both employees and the organisation as a whole. In this blog post, we'll explore practical steps to make your workplace more LGBTQ+ inclusive, embracing the principles of respect, understanding, and teamwork.

Importance of Inclusivity
Inclusivity is not just a buzzword; it's a cornerstone for a thriving and successful workplace. Embracing diversity, including individuals of all sexual orientations and gender identities, contributes significantly to an organisation's innovation, creativity, and overall success. When employees feel valued for who they are, irrespective of their background, they bring their authentic selves to work, leading to increased engagement and productivity. Inclusive workplaces also foster a sense of belonging, reducing turnover and attracting top talent. Moreover, an inclusive environment encourages diverse perspectives, which is vital for problem-solving and decision-making. By prioritising inclusivity, organisations not only create better working environments for their employees but also position themselves as socially responsible and forward-thinking entities.

Understanding the current landscape of diversity and inclusion in the UK workplace is essential for driving positive change. According to a study by Stonewall, a leading LGBTQ+ rights organisation:

• More than a third of LGBT staff (35%) have hidden that they are LGBT at work for fear of discrimination.
• Almost two in five bi people (38%) aren’t out to anyone at work about their sexual orientation, compared to seven per cent of gay men and four per cent of lesbians.
• One in four trans people (26%) aren’t open with anyone at work about being trans. This number increases to about two in five non-binary people (37%) who aren’t out at work.
• Almost one in five LGBT staff (18%) have been the target of negative comments or conduct from work colleagues because they’re LGBT.
• Almost one in five LGBT people (18%) who were looking for work said they were discriminated against because of their identity while trying to get a job.

These statistics underscore the need for continuous efforts in creating inclusive workplaces where all employees feel accepted, supported, and free to be themselves. By addressing these challenges, organisations can take meaningful steps towards building a truly inclusive culture that reflects the diverse tapestry of the workforce in the UK.

14 Practical Steps to Foster LGBTQ+ Inclusivity

So how can organisations promote inclusivity? We have put together our 14 practical steps to foster LGBTQ+ Inclusivity.

1. Recognise that Identities are Complex
   Everyone is different. Make sure to set some time aside to get to know your current team and any new starters, this creates a safe space for them to share who they really are and share any issues they’re experiencing.
    
2. Don’t Expect Anyone to ‘Out’ Themselves
   Being ‘Out’ at work is a choice that each individual should feel comfortable to make for themselves. Many people won’t feel safe or comfortable outing themselves at work, so design your programmes to include people, whether they are ‘out’ are not.
    
3. Educate and Raise Awareness
   Start by fostering a culture of awareness. Provide educational resources that help employees understand the diversity within the LGBTQ+ community. Simple workshops or presentations can go a long way in dispelling myths and stereotypes, promoting empathy and understanding.
    
4. Inclusive Language
   Language matters Encourage the use of inclusive language that respects diverse identities. Be mindful of gender pronouns and create an environment where individuals feel comfortable expressing their preferred pronouns without fear of judgment.
   
   Inclusive Terms
   
   
   • Hi all, folks, team, friends, team, everybody, everyone, or specific terms like customers, clients, employees
   • Invite your partners, spouses to the event
   • Chair, chairperson, door attendant, bartender, server etc
   • Humankind
   • Best person for the job
   • The person in the green shirt
   • Sexual orientation, sexuality
   • Gender identity
   • Trans, trans person, transgender person, trans man, trans woman
   
   Non Inclusive Terms
    
   • Hi guys, ladies, gentlemen
   • Invite your boyfriend, girlfriend, husband, wife to the event
   • Chairman, doorman, barman, barmaid, waiter, waitress etc
   • Mankind
   • Best man for the job
   • The man in the green shirt
   • Sexual preference
   • Sex, specifically mistaking sex for gender
   • Transgendered, transwoman, transman
   • Decided to be/become a man or woman 
      
5. Normalise Pronouns
   Including the option to had pronouns in your email signatures and various platforms your organisation use is an important move towards inclusivity. As mentioned, this should be optional, as not everyone will feel comfortable sharing their pronouns. Not everyone will feel comfortable sharing their pronouns. You could say something like:
   
   “Anyone who wants to add their pronouns to their email signature is welcome to. Adding these words helps make it clear that we respect each other’s gender identities and normalise conversations about gender.”
   
   You can display pronouns in Teams Profiles, Slack profiles, Zoom participant names, staff bios, HR and payroll software etc.
    
6. Celebrate Diversity
   Celebrate different cultural events and observances related to the LGBTQ+ community. Acknowledge Pride Month or other relevant occasions by organising events, displaying inclusive decorations, or even sharing stories of LGBTQ+ individuals within the organisation. This not only promotes awareness but also helps create a sense of belonging.
    
7. Establish Support Networks
   Consider setting up support networks or affinity groups within the workplace. These groups provide a platform for employees to connect, share experiences, and offer support. This fosters a sense of community and shows that the organisation values and encourages diversity.
    
8. Inclusive Policies
   Review and update existing policies to ensure they are inclusive and supportive of LGBTQ+ employees. This includes non-discrimination policies, healthcare benefits, and family leave policies. Communicate these policies clearly to all employees to ensure everyone is aware of their rights and feels supported.
    
9. Lead by Example
   Leaders play a pivotal role in shaping company culture. Encourage leaders to lead by example, embracing diversity and inclusivity in their daily interactions. When employees see leadership actively promoting an inclusive environment, it sets a powerful precedent for the entire organisation.
    
10. Foster a Safe Space
    Create a workplace where individuals feel safe to be themselves. This involves addressing any instances of discrimination promptly and effectively. Implement reporting mechanisms and ensure that employees trust the process, knowing that their concerns will be taken seriously.
     
11. Continuous Training and Development
    Implement ongoing training programs to keep employees informed about evolving diversity and inclusion issues. Equip them with the tools to challenge biases, stereotypes, and discriminatory behaviours. This proactive approach ensures that inclusivity remains a fundamental aspect of the organisational culture.
     
12. Intersectionality Matters
    Recognise that individuals may belong to multiple marginalised groups, and their experiences are shaped by the intersection of these identities. Embrace an intersectional approach to inclusivity, acknowledging the unique challenges faced by employees who belong to both the LGBTQ+ community and other marginalised groups.
     
13. Employee Resource Groups
    Encourage the formation of Employee Resource Groups (ERGs) specific to the LGBTQ+ community. ERGs provide a platform for networking, mentorship, and advocacy within the organization. They also serve as valuable channels for feedback and insights on creating a more inclusive workplace.
     
14. Know that there’s no Quick Fix
    There’s no button you can press for instant LGBTQ+ inclusion. It’s an ongoing, ever-evolving journey towards a more inclusive future. Similarly, there is no one template for a perfectly LGBTQ+ inclusive workplace. Inclusivity should be seen as both a process and a goal, rather than a quick fix.

Building a more LGBTQ+ inclusive workplace is not just a goal; it's a journey. By embracing diversity, promoting understanding, and fostering a sense of belonging, organisations can create environments where everyone can truly thrive. Remember, it's not about meeting quotas; it's about inspiring working lives by making every employee feel valued, respected, and included. As we take these steps together, we pave the way for a future where workplaces reflect the rich tapestry of the diverse and vibrant communities we serve.

If you and your organisation would like further advice on how to build an inclusive workplace for the LGBTQ+ community, or any diverse group for that matter, reach out us at info@morganhunt.com. You can find out more about Morgan Hunt’s Diversity and Inclusion work here: www.morganhunt.com/pages/diversity-and-inclusion

In today’s current climate, especially when taking into consideration the cost-of-living-crisis, companies are increasingly recognising the importance of fostering financial wellbeing among their employees. Financial stress can significantly impact an individual's overall well-being, leading to reduced productivity, increased absenteeism, and a decline in job satisfaction.
 

How are our finances and mental health linked?

The intricate connection between finances and mental health is a well-established reality. In the UK, individuals facing financial challenges often experience heightened levels of stress, anxiety, and even depression. The burden of debt, the pressure to make ends meet, and the uncertainty surrounding future financial stability can take a toll on one's mental and emotional well-being. This intersection is particularly significant in the workplace, as financial stress can permeate into professional life, impacting focus, decision-making, and overall job satisfaction. Recognising this interplay is crucial for employers aiming to create a supportive and thriving work environment.
 

Why should employers be concerned about the financial wellbeing of their staff?

Employers should have a vested interest in the financial wellbeing of their staff, as it directly correlates with the overall health of the organisation. Financially stressed employees are more likely to experience decreased job satisfaction and engagement, leading to lower productivity levels. The impact is not confined to the individual; it ripples through the entire workplace, affecting team dynamics and organisational culture. High levels of financial stress can contribute to increased absenteeism and employee turnover, in turn, elevating recruitment and training costs.

Moreover, businesses that prioritise the financial wellbeing of their employees are more likely to attract and retain top talent, fostering a positive reputation and competitive edge in the job market. In essence, the financial health of employees is intricately tied to the success and sustainability of the business, making it a strategic imperative for employers to proactively address and support the financial wellbeing of their workforce.
 

How can you help as an employer?

Employers have the power to improve both the financial and mental wellbeing of their workforce, as well as their productivity, by introducing new processes or resources that build financial resilience, creating a culture of support and providing essential help once problems have set in.

1. Financial Education Programs
   Results from the Family Resources Survey (FRS) for the financial year 2020 to 2021, reported one in seven UK families reported having no savings. Highlighting the need for comprehensive financial education programs.
   1. Provide employees with resources and workshops on budgeting, saving, and investing.
   2. Offer seminars on topics like debt management, retirement planning, and financial goal setting.
2. Comprehensive Benefits Packages
   1. Include financial wellness benefits in employee packages, such as retirement plans, health savings accounts (HSAs), and access to financial advisors.
   2. Consider offering flexible work arrangements to help employees balance work and personal financial responsibilities.
3. Employee Assistance Programs (EAPs)
   A survey by the Mental Health Foundation found that almost one third (31%) of UK adults have felt anxious in the past month due to their personal financial situation.
   1. Implement EAPs that address not only mental health but also financial stress.
   2. Provide confidential counseling services for employees facing financial challenges.
4. Salary Transparency and Fair Compensation
   1. Foster an open dialogue about compensation, ensuring that employees understand their salary structure and benefits.
   2. Regularly review and adjust salaries to align with market standards and employee contributions.
5. Promotion of Work-Life Balance:
   1. Encourage a healthy work-life balance to prevent burnout and reduce the temptation of seeking additional income through multiple jobs.
   2. Offer paid time off and flexible scheduling options.
6. Debt Relief and Assistance
   The Money Charity reported that, as of January 2022, the average total debt per UK household, including mortgages, was £63,122., emphasising the importance of debt management. 
   1. Explore partnerships with financial institutions to offer low-interest loans or debt consolidation programs for employees facing financial strain.
   2. Provide information on debt management and resources to help employees navigate financial challenges.

Benefits of Prioritising Financial Wellbeing

• Improved Productivity
  Employees experiencing reduced financial stress are more likely to be focused and engaged at work.
   
• Enhanced Employee Loyalty
  Companies that actively support their employees' financial wellbeing create a sense of loyalty and commitment.
   
• Reduced Absenteeism
  Financially healthy employees are less likely to miss work due to stress-related illnesses.
   
• Positive Company Culture
  Prioritising financial wellbeing fosters a positive culture that cares for its employees beyond their professional contributions.

Promoting financial wellbeing in the workplace is not just a moral imperative but also a strategic investment in the success and sustainability of a company. By implementing thoughtful initiatives, companies can empower their employees to achieve financial stability, leading to a more engaged, productive, and satisfied workforce. As we move forward, let us recognise that the health of a business is intricately tied to the financial health of its employees.

Social care is all about making a positive impact on the lives of both people and communities. A career in social care is an important and rewarding career path. Social care and social work are full of caring people who are dedicated to making a positive difference in the lives of our most vulnerable members of society. As the demand for public sector social care jobs and social work roles continues to grow, the sector opens up more opportunities for dedicated and caring people who want to make a difference. People who go above and beyond to make people feel safe, respected, well-cared for, and happy.

Whether you are considering a career in social care, or you’re an experienced social worker, you should know there’s never been a better time to join the social care sector. Dedicated professionals are in short supply and high demand. This means you’ll feel appreciated by your colleagues and clients!

We look into the benefits of working in social care and how registering with a social care recruitment agency can elevate your social work career.

1. You’re at the Heart of The Community
   Public-sector social care jobs are at the heart of community service. Working in these roles allows you to contribute to the welfare of society. Every action you take, from supporting vulnerable individuals to implementing community programmes, has a measurable impact.
    
2. Social Care Work is Flexible
   For those who value flexibility, temporary social work jobs could work out well for you. Although the roles are temporary, they enable you to experience, work with different demographics, and refine your skills while maintaining a work-life balance that suits you.
    
3. Every Day Is Different
   No two days of working in social care are the same. You’ll learn to deal with different situations daily, which is why social workers, carers, and others in the sector are adaptable and resourceful. These experiences will give you transferable life skills that you can use to benefit your own family, community, studies, and other jobs you might have in the future. You’ll be looking after different people with changing circumstances and conditions at different life stages.
    
4. You’re in Demand with No Shortage of Work
   The figures from Skills for Care Adult Social Care Workforce data show that from 2022 to 2023, the sector had around 152,000 vacancies on any given day. Currently, the sector would like to attract more men and younger people, who are under-represented in the workforce. From care assistants to support workers, there are vacancies across the country with a variety of public sector and private employers that could help you take your next step in social care or social work.
5. Make a Difference Today and Everyday
   There aren’t many jobs where you can make a difference in people’s lives, but social care allows you to do that every single day.  From helping people to live independently, to taking part in their communities and doing the things that help them to enjoy life whatever challenges they might face. A special aspect of working in social care is the way that even the smallest thing can make the biggest difference to someone who struggles daily because of poor health, disabilities, or old age. Whether it’s helping with personal care, domestic chores, cooking, or having a chat, the feeling of knowing that you’re improving someone’s quality of life makes your role worthwhile.
    
6. Training and Development
   A social care career brings training and development. As well as having the opportunity to gain formal qualifications, there’s also a huge scope to learn on the job with social care that you won’t experience with many other careers.

Social Work Agencies in the UK

With a robust network of social work agencies, each has its strengths and specialities.  Social care recruitment agencies, such as Morgan Hunt, play an important role in connecting passionate individuals with the right opportunities. At Morgan Hunt, we understand the unique demands of the social care sector, ensuring that candidates are matched with roles that align with their skills, values, and career aspirations.

Registering with a dedicated social care recruitment agency sets the stage for a rewarding career where you can make an impact on the lives of others.  Whether you are drawn to public sector social care jobs, exploring social work careers in London, or seeking flexibility in temporary roles, the social care sector offers unlimited opportunities. We cover specialist areas ranging from alcohol and substance misuse and criminal justice to disabilities, fostering, and adoptions.

At Morgan Hunt, we recruit for:

• Social workers
• Social work managers
• Adult social care professionals
• Child and youth social care professionals
• Mental health support workers
• Hostel workers

Social Work Careers in London and Beyond

London is home to an estimated 9,648,11 people. It is no surprise that England’s capital city needs more social care workers. Being a busy and diverse city presents countless opportunities for social work. From diverse communities to an array of social issues, social work jobs in London provide an enriching experience for carers looking to broaden their horizons to address the complex needs of a city population.

London is just one of the hubs. From quaint towns to rural villages, you’ll find a plethora of social work opportunities all across the UK. And thanks to Morgan Hunt’s broad network and strategic approach, you’ll gain access to the most up-to-date, fulfilling positions, located near you.

Take the Next Step

Of course, the hours can be long, the work challenging, and some moments can take a physical and emotional toll, but the rewards are plenty. With an ageing population in the UK, the care sector is a great sector in which to build a fulfilling and long-lasting career.

Whether you’re considering the next step in your career, or thinking about social care as a new career path, explore the wide range of opportunities in the care sector today.

The diversity of the finance industry offers a wealth of opportunities, and consequently, the chance to choose a career that aligns most with your skills and work goals. Not only that; you can choose the entry route that best suits your learning style.

So whether accountancy sparks your interest, you think investment banking could be a good option, or your interests lie in financial planning, take a look at these five key points that will help to guide you in your career decision.

1. A choice of entry routes
   If you don’t already hold a finance qualification you can embark on this career through various routes. You might prefer to learn in a lecture room environment, for example, and gain an appropriate finance or business degree at university. It’s also possible to complete a degree course through the Open University and other institutions that offer courses online, or via blended learning where you study online and attend a local college or university part-time. Or perhaps learning whilst you work in a finance role is better for you? In this case, you could apply for an apprenticeship or follow a vocational/technical path and gain practical finance skills whilst earning.
    
2. A challenging but rewarding career
   Working as a finance professional will be challenging at times, but it also offers you a rewarding and potentially high-earning career. Once you’ve amassed some specialist knowledge and practical experience it can be financially very lucrative. It’s not only financial benefits that are on offer, however. Being involved in finance as a professional brings other rewards, including knowing that your contribution is making a positive difference in other people’s lives.
    
3. Diverse career options
   A range of career options within the finance industry gives you the scope to move to different roles in the future using your transferable skills – perhaps from the public to the private sector, for example. Specialising in a particular area of finance for a while, such as accounting or taxation, can be a good choice as it allows you to build up your technical know-how and your reputation within the field of expertise.
    
4. A solid career path
   There’s typically a clear career path in a finance role, commonly with professional mentoring and support available from the employer. One way to gain a closer picture of potential career routes that you’re interested in is to apply for internships. You’ll get the first-hand experience you need to decide your future with more confidence, and the timing will be right if you’re accepted as an intern whilst studying.
    
5. Finance is an evolving industry
   Finance is at the forefront of technological advancement and ‘disrupters’ to the industry, particularly in banking and financial services, make it an exciting industry in which to work. New and emerging technologies, including artificial intelligence and machine learning, enable deep analysis of huge amounts of data and allow finance professionals to use their skills on ‘higher-level’ work. The fact that the UK is also a key international centre for finance could open up opportunities if working abroad is attractive to you or if you’d like to travel overseas in a work capacity.
    

Seek professional guidance when considering a finance career
Making a career choice can be daunting and it’s easy to be swayed by the opinions of people close to you. That’s why it’s always a good idea to talk to independent professionals who understand the industry before making your decision.

Before seeking professional career advice, you should think about the skills you can offer an employer in the finance industry, the different sectors that are open to you, and the types of work that seem most attractive.

About the author - Chris Bristow is a business debt expert at Real Business Rescue, company rescue, restructuring and liquidation specialists with a wealth of experience in supporting company directors in financial difficulty.