References are often a crucial part of the recruitment process. Employment references can help hiring managers verify experience, assess professional conduct, and identify potential concerns before making a final hiring decision. But what happens when you find the ideal candidate, only to discover that their reference is less than perfect? 

Understand the Situation Before Rejecting a Candidate

An employer’s immediate reaction to a poor employment reference may be to remove the candidate from the recruitment process altogether. However, before making a final hiring decision, it is important to understand the full context behind the reference and assess the situation fairly.

In some cases, a negative reference may come from a former employer who was unhappy about the employee leaving, or from a manager with whom the candidate had a difficult working relationship. 

It is important to give the candidate an opportunity to explain the circumstances. For example, if the reference highlights a high level of absence, ask a bit more about the situation and their reasons for the absence, before discounting them completely from the process. If concerns are raised about attitude or conduct, ask the candidate for more information. Candidates may have made mistakes in previous employment, but that is not to say that the mistakes will be repeated. They may just have been extremely unhappy in the job.

Ask for Specific Details on the Employment Reference

Employers have a responsibility to provide references that are fair and accurate. If the employer has provided a poor reference, you can ask them for specific details. For instance, if they have mentioned poor attendance, ask them to provide the number of absences and the timescale. If the negative employment reference is around poor attitude, ask the employer to provide examples. It is important to dig a little deeper to ensure the information provided on the employment reference is accurate.

Request Additional References

It is difficult to get an overall view of a candidate from one employment reference, which is why it can be useful to ask for more than one. If you have received a negative employment reference, you might want to inform the candidate about it and suggest they provide another two so you can get a more balanced view. For example, if two are positive and one is negative, it is likely that the poor reference is based on a personality clash or the candidate having a negative experience in the job.

At Inspired CVs, we can provide you with guidance on HR issues, as well as our professional CV writing services which are tailored to suit your career goals. Order your CV or contact us to find out more about our services.

Most people begin a new job feeling motivated, enthusiastic, and eager to perform to the best of their ability. However, working in a toxic environment can quickly damage morale, reduce job satisfaction, and leave employees considering their next career move. So, what exactly is a toxic workplace, and what are the common warning signs to look out for? 

Unsupportive Manager

Managers should provide support and guidance to their teams. When a manager is consistently unsupportive, it can be an indicator of a toxic workplace culture. For example, an employee may explain that they do not have the capacity to take on additional work, only to have their concerns dismissed or made to feel that they are exaggerating or being dishonest about their workload. Managers should provide you with a safe place to share your opinions, without making you feel bad. Poor leadership leaves employees feeling aggrieved and demotivated.

High Turnover

A strong sign of a toxic workplace is a high turnover of staff. People are much more likely to stay in a company where they feel happy and fulfilled. They will not stay with a company where they feel undervalued and undermined. If there is a generally negative atmosphere in a workplace, it could eventually have an impact on your mental health, which is why people decide that it is more beneficial to leave.

Lack of Trust

If there is a lack of trust between people in the workplace, it can cause a toxic workplace. For instance, if your manager is questioning your workload when you say you are overloaded, or they don’t trust the reason for an absence. An atmosphere of suspicion and mistrust will eventually lead to an uncomfortable environment where no one can achieve satisfaction.

Blame Culture

If a mistake is like the end of the world, it puts employees in a position where they feel scared to speak to their employer when they make a mistake. Mistakes are a normal part of learning and everyone makes them. A blame culture is not healthy and leads to a toxic working environment. No one wants to work in an unhealthy working environment.

Unhappy Employees

You will only need to work in a team for a day to understand the dynamics. If your colleagues appear to be unhappy and have a negative attitude towards the workplace, it is probably a toxic environment. Employee wellbeing is essential for a healthy working environment. A toxic workplace is not good for your mental health, if you find yourself in a position like this, you might decide to move on. 

At Inspired CVs, we provide professionally written CVs designed to help you stand out in competitive job markets and secure your next role. Contact us to learn more about our services or order your CV directly today.

There are several checks an employer might undertake to make a decision about whether to hire or even interview a candidate. They may include reference checks from previous employers, financial background checks if the job is within the financial industry and for roles within the care sector, there may be additional checks. In some cases, employees might check the candidate’s social media presence to find out a bit more about their suitability for the role.

Reasons Employers Use Social Media Screening 

There are pros and cons to using social media to make decisions on a candidate. These are some of the benefits:

• Professional Conduct and Behaviour - You can find out more about the candidate’s behaviours and if there is anything you might need to be concerned about. Employers may identify posts that suggest poor judgement, inappropriate conduct, or negative attitudes towards previous employers or colleagues. 
• Criminal Record - You might even discover that the candidate has a criminal record, as you dig into their past on social media.
• Offensive Language - If the candidate has used offensive language on their social media platforms, this may be a cause for concern.
• Culture Fit - You may get an insight into whether the candidate fits into the culture of the company. You may find some information on their values and interests as you check their social media.

Potential Risks of Using Social Media in Recruitment 

• False Information - Not everything you read on social media is true. Therefore, you could be making decisions based on a fake account or the wrong person with the same name.
• Discrimination - Making decisions based on a social media presence could be discriminatory. You may make decisions based on unconscious bias which is unfair on the candidate.

Protected Characteristics & Equality Considerations

Employers should ensure recruitment decisions are based on objective, job-related criteria rather than personal characteristics protected under equality legislation. Protected characteristics include:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

Recruitment and selection decisions should be fair, transparent, evidence-based, and focused on a candidate’s skills, experience, qualifications, and suitability for the role.

At Inspired CVs, we provide professional CV writing services in both graphic and traditional formats, tailored to help candidates stand out in competitive job markets. Contact us to find out more about our bespoke CV, cover letter, LinkedIn profile, and career support services or order your CV here. 

Receiving a written warning at work can be stressful and is likely to cause you a great deal of anxiety. Written warnings are usually part of a formal disciplinary process where you have already received a verbal warning, and this is the next step. In some cases, it may be that you have gone straight to a written warning due to an act of gross misconduct or a serious offence at work. If you feel that your written warning is too harsh, you might decide to appeal. These are some reasons why you might decide to appeal a written warning at work.

Genuine Absences

If you have been given a written warning at work for your absence levels, it might feel harsh if your absences have been genuine. It is common for workplaces to have an absence management policy, whereby if you trigger a certain amount of absences within a year, you will be invited to a meeting with HR. These policies are in place to keep control of absences and so that they can be handled correctly. If your absences are caused by an illness, or perhaps because of care duties, you might feel that a written warning is unfair. In this case, you might appeal the written warning but it would be worthwhile providing some evidence, where possible. For instance, medical records or sick lines.

Lack of Investigation

If you have been given a written warning due to an incident at work or a grievance raised against you but there has been no investigation to reach the decision, you might decide to appeal the decision. It is imperative for any organisation that they follow a fair and transparent process when deciding whether to take action, otherwise it may be deemed as unfair. You would be within your rights to appeal a written warning, if there has been no investigation. An investigation is used to get evidence and HR should make decisions based on factual evidence.

Inconsistency in Decision Making

The decision should be based on evidence and should be fair. If, for instance, an incident has occurred between yourself and another individual but you are being treated more harshly, you would have a right to appeal a written warning. For example, you both make the same mistake but you have received a written warning and they received a verbal warning. You might feel that you are being managed out of your job.

How to Appeal a Written Warning

If you decide to appeal, you should:

• Submit your appeal in writing
• Clearly explain why the warning is unfair
• Provide any supporting evidence
• Do so within your employer’s stated timeframe

Following the correct HR appeal process will improve your chances of a successful outcome.

Need Advice on a Written Warning at Work?

If you’re unsure whether your written warning is fair or need help with an appeal, we can support you.

We offer expert HR consultation services to guide you through disciplinary processes and protect your rights at work. You can also explore our professional CV writing service if you're considering your next career move.

Contact us today or order your consultation online.

If you are applying for jobs and you are getting no response or you are being rejected for everything, you are probably wondering ‘why can’t I get a job!’ It can be extremely depressing to feel like your applications are going into a black hole, or worse, the recruiters don’t like what they are seeing! You might be getting interviews but still not able to secure a job. If you are not getting passed the application or interview process, there will be a reason for it. These are some common reasons you are not getting hired.

Poor CV is Holding You Back

It is paramount that you have a CV that showcases what you do. After all, this is the only element the recruiter can make a decision on at the initial stage. Your CV should be professional, error free and should highlight the skills and experience you have which are relevant to the role. If you are in any doubt about the quality of your CV, you might consider using a professional CV writing service. A professional CV can also help you pass through the Applicant Tracking System (ATS.)

You’re Not Following Up on Applications

If you are constantly applying for jobs but never following up on them, you’ll never know what the issues are. If you are being rejected or you don’t hear back about a job, it can really pay off to follow up with the employer. Not only will it show the interest you have, but it might allow you to explain a bit more about why you fit the bill. If you are being rejected after the interview, it is worth asking why so you can improve for future interviews.

You Might Be Over Qualified

It might seem counter intuitive but you can be rejected for jobs due to having too much experience for the role. Employers want their staff to stay in the job and if you have experience well above the level, you are likely to be rejected. Make sure you are applying for jobs that fit in with your level of expertise.

Your Interview Skills Need Improvement

You might think your interview has gone swimmingly, only to find a rejection letter landing in your inbox. This is, of course, extremely disheartening, especially if you weren’t expecting it. If you are being rejected for roles, you need to take a look at your interview skills. Recruiters may reject you for all kinds of reasons so it is well worth investing in interview coaching so you receive accurate and informative feedback to support your job search.

Final Thoughts: How to Improve Your Job Search Success

If you’re struggling to get hired, don’t assume it’s bad luck. Small changes to your CV, job search strategy, or interview technique can make a huge difference.

Key takeaways:

• Tailor your CV for every application
• Follow up and ask for feedback
• Apply for roles that match your experience
• Invest in improving your interview skills

Need Help Landing Your Next Job?

Whether you need a professional CV, interview coaching, or a full career consultation, get in touch today or order your service online to start seeing better results from your job search.

Unfortunately, it is not uncommon for managers to ‘take the huff’ when you have been absent from work, and they may even go as far as ignoring you completely. Even if you have not triggered any formal workplace absence policy, some managers will take absence personally and may feel let down or disappointed with you. Of course, this is an unprofessional way to deal with situations, and can be classed as poor management behaviour or even toxic workplace behaviour—but what can you do?

Common Signs You Are Being Ignored at Work

Your manager may not acknowledge you as you return to work, or they may spend an entire day not speaking to you. They may walk past you without saying hello or asking how you are. They might ignore emails, avoid communication, or exclude you from conversations or meetings. Some signs of a manager ignoring you at work are obvious, while others are more subtle forms of workplace exclusion.

Why Do Managers Ignore You After Absence?

A manager who ignores their staff after an absence—whether short-term or frequent—should take a long, hard look at their management style. Unfortunately, some managers take employee absence personally. They may feel like you have let them down or believe your absence undermines them professionally.

In some cases, the silent treatment at work is used as a form of punishment to discourage future absence. Other times, it comes down to lack of management training or poor people management skills, where emotions take over professionalism.

What a Good Manager Should Do

Whether an absence is uncommon or ongoing, a good manager will always act professionally. They will acknowledge your return, check in on your wellbeing, and maintain open workplace communication.

They may arrange a return-to-work discussion or follow proper HR procedures if needed. A strong leader does not take absence personally and avoids behaviours like ignoring staff or creating a negative work environment.

The Impact of the Silent Treatment in the Workplace

We all respond differently to situations at work. If your manager is giving you the silent treatment, it may make you feel discontented, anxious, or undervalued. In some cases, this kind of workplace behaviour can impact morale, confidence, and overall job satisfaction.

If you are affected by a manager ignoring you, it’s important to take proactive steps.

How to Deal with a Manager Ignoring You

It is important to remember that regardless of the situation, your manager is in the wrong for ignoring you. This type of behaviour can be considered unprofessional conduct at work. Here are some steps you can take:

Speak to Them

There may be a misunderstanding, or your manager could be dealing with other pressures. That’s why maintaining professional communication at work is key. Speak to them first and try to resolve the issue informally before escalating it.

Document Everything

If the situation doesn’t improve, start documenting all interactions. Keep records of emails and attempts to communicate. This creates evidence of workplace communication issues if you need to escalate the matter further.

Speak to HR

If informal steps fail, the next stage is to speak to HR or raise a formal grievance. Following the correct HR process for workplace issues ensures the situation is handled appropriately.

If you work in HR yourself, consider escalating the issue to a senior manager or someone above your line manager.

At Inspired CVs, we create CVs tailored to your needs, helping you move forward in your career with confidence. You can contact us to find out more or order your professional CV today.

When an employee is off for an extended period of time due to ill health, it is referred to as long term sickness. Long term sickness can occur for many reasons. The employee might have a serious illness, they may be suffering from workplace stress or might have personal issues going on. Long term sickness can be difficult for businesses to manage, but it is important to ensure that the health and wellbeing of your employees is paramount. Even if you have reason to believe that an employee is being disingenuous, it is crucial to manage the process fairly. 

What is Long Term Sickness?

Long term sickness is when an employee is absent for a period of time, which is usually 4 weeks or more. When an employee is off for a long period of time, they are entitled to Statutory Sick Pay for up to 28 weeks, which is paid by the employer in the same way as the employee’s wages. Some companies pay sick pay above and beyond this, while for others, the payment ends after this period.

Understanding the Situation

It can be difficult to know whether a single absence will escalate into a long term sickness absence. If the employee has a serious illness or is undergoing surgery, you would expect them to be off for a long period. However, other types of absence such as workplace stress, can be difficult to determine.

Sick Notes

When an employee is off for a long period of time, they should cover the long term sickness absence with a sick note, which is provided by the doctor. When they do not do so, it is viewed as an unauthorised absence and may result in disciplinary action, and even dismissal. Make sure you keep on top of the sick notes supplied and contact the employee if you have not received an up-to-date sick note. Managing long term sickness absence can be challenging, so it is crucial to keep communication up-to-date.

Keeping in Touch

It is important to keep in touch with employees while they are off. In this way, you can get an understanding of where they are, and what you can do to support them. For instance, if they are suffering from workplace stress, you might ask what you can do to reduce this so they can return to work. It is important not to put pressure on employees to return to work, but also to keep in touch and show empathy towards them.

Business Needs

Although it is important to show empathy and understanding to employees, you also need to manage your business needs. If a long term sickness is going to cause a significant issue and you are unable to manage the employee back to work, it might be worth a discussion to see how you can move forward. For instance, if the employee expects to be off for another year or so, you might decide to terminate the employment, with a view to re-hiring them when they are fit to return to work. Even if employees do not receive sick pay after 28 weeks, they are still accruing holidays. It can result in significant costs to a business, both in terms of Statutory Sick Pay, holiday pay and the loss of productivity.

At Inspired CVs, we provide HR advice to both employers and employees. We also offer a professional CV service, tailored to suit your individual needs. You can order your CV here or contact us to find out more about our HR and CV services.

During the Covid pandemic, most office workers were permitted to work remotely, and due to the longevity of this arrangement, it is something that employees became accustomed too. Employers have increasingly requested that employees return to the office, either completely or on a hybrid basis. If you have been asked to return to the workplace, you might be wondering what your working from home rights are, and if you can be forced back to the office.

The Benefits of Remote Working

There are many reasons why working in the office might no longer suit you. Work from home advantages include:

• Family life including childcare responsibilities
• Pet sitting - you may not have anyone to look after your pet during the day
• Office politics - you might feel anxious about being around people again and having to engage in office politics.
• Productivity - remote working might suit you better in terms of your output. Your remote work productivity might be higher than that of being in the office.
• Money - it might be more cost effective to work remotely, you may make work from home cost savings by not having to commute.

Why Do Employers Want You to Return to the Workplace?

A common thought for remote workers is, I have been doing it this way for years and it’s worked, so why do I need to return to the workplace? These are some reasons why your employer might want you back in the office. These include:

Collaboration - a common reason why employers want you to return to the office is the ability to communicate and collaborate together with your colleagues. With a hybrid working arrangement, you might not get a chance to spend time with some of your colleagues.

Productivity - your employer might have concerns over productivity. This might not concern you, but may be a more general feeling. They may find that with remote working vs office working, office working wins in the productivity stakes.

Training - the employer might feel that you are not receiving the same ability to learn new skills when you work from home.

Office spaces - employers may be tied into contracts for offices and want to make use of them.

If your employer has asked you to return to the office, these are some things you can do.

Check Your Employment Contract

The first step is to check your employment contract and in particular, your place of work clause. If your place of work is detailed on the contract as the office, then your employer is entitled to ask you to return. However, if it is states that your place of work is remote or hybrid, your employer would not be able to force you back to the office. There may be return to office contract terms.

Reach a Compromise With Your Employer

If you are being asked to return to the office and you are unable to do so, you may be able to reach a compromise with your employer. For instance, if they ask you to return five days a week, you might be able to reduce it to two or three as part of a hybrid working arrangement. Explain your reasons for looking to reduce the days and negotiate a return to office. For instance, if you can’t get childcare or you are feeling anxious about being back full time. Your employer might be open to reducing office days, as long as you are present at some point in the week.

Flexible Working Request

If your employer is unwilling to budge, you may decide to put in a formal flexible working request. In this, you can detail how you expect the arrangement to work and your employer would need to provide a business reason why this would not be possible. A flexible working request is usually a last resort if you cannot come to an informal agreement. You should understand your flexible working rights.

HR Support and Professional CV Services at Inspired CVs

At Inspired CVs, we offer expert HR support for your general employment and workplace queries, helping you understand your rights and options when returning to the office or navigating flexible working arrangements.

In addition, we provide professional CV writing services, including both traditional and graphic CVs, tailored to showcase your skills and experience effectively. Whether you are seeking career advice, updating your CV, or preparing for new opportunities, Inspired CVs can help you present yourself confidently to potential employers. Order your CV here or contact us to find out more.