Author: Charlotte Wainright

  • FMCG Attracting Top Talent

    Consultant: Rachael Carver (Head of Consumer FMCG)

    Specialism: Sales, Marketing, Digital and E-com within FMCG and Consumer Goods

    Let’s Chat: How to attract the top talent into your business.

    Are you a hiring manager looking to attract top talent into your team?

    If so, I’m sure you will know by now how competitive the market for talent in FMCG is right now.
    Doing a few things right can significantly increase your chances of hiring your dream candidate.

    My top 4 tips:

    1. Move Quickly!

    Put yourself in the candidate’s shoes…If a process takes too long it’s easy to disengage or start to wonder how committed the company is to you. Candidates are often in multiple processes too, so clients that provide prompt feedback and move quickly between interviews and to offer give themselves the greatest chance of securing the best candidate.

    2. Give the candidates a chance to meet the team

    Moving jobs is a big step and often you’re engaging with candidates that aren’t actively looking for a new role. A candidate once said to me that you’re making one of the biggest decisions of your life based on spending a few hours in total interviewing with your prospective employer. Giving FMCG candidates a chance to meet with the team and getting to know them can increase engagement and make sure that there’s a strong cultural fit on both sides. Often candidates only meet with managers and directors but meeting their peers too is what will help them get to know the company on a greater level and know more about their day to day.

    3. Go in with the right offer!

    You can easily lose candidates with a low ball offer. Would you want to join a company that is undervaluing you from the off? If you consider how hard it is to find a candidate that has the right experience, values and cultural fit then losing them due to under offering is a risky game to play. The cost of not having someone in your team is often greater than the money you’re trying to save.

    4. Don’t assume that everyone wants to work for you

    It’s easy to think that there’s no better opportunity than yours but remember, you know the benefits of working for your company because you’ve lived it! It’s hard to convey that to a potential candidate and it’s an increasing competitive landscape with brands innovating more and offering extra employee perks and flexibility.

    I’ve chosen these four points as they are all easy to implement. They don’t require a brand rehaul or review of your company benefits packages etc.

    It’s 4 simple steps within the recruitment process that can increase your success rate when hiring.

    I hope it helps!

    Rachael Carver (Head of Consumer)

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  • The Beneficial Impact of Incentives

    Many believe that money is one of the focal incentives for employees. However according to Glassdoor, data indicates that money isn’t enough to retain or bring in new talent.  

    Ensuring staff feel valued and motivated within their role is crucial for all organisations, no matter what industry. It helps create a positive working environment where individuals respect the company and feel driven to work.

    Here at New Chapter, we strongly believe that the incentives we run add huge value to the company and the people that make it.

    There are many ways to celebrate staff and create a positive place to work, from benefits, to culture, working space and financial rewards. But today we wanted to explore the benefits of incentives (and give you a little look into our recent trip to Hvar!).

    Productivity is essential for an organisations success and there are many ways to drive this within employees. Incentives are a way to provide direction and goals to strive towards that in turn, result in reward. This can help keep employees focused and motivate to achieve them.

    Incentives can come in all shapes and sizes, from a meal out to a holiday away. Whatever it is to demonstrate your value for the hard work and commitment your  employees dedicate to their roles.

    Particularly in a time where home working is far more prevalent. Creating a culture of recognition is extremely important to keep satisfaction and productivity high. Equally it provides a way of keeping people connected.

    Both for smaller companies who are gradually taking on new staff as they grow, and larger companies where employees are spread across teams and cities (or even countries). There is a need to bring everyone together to help develop corporate relationships in the workplace. Providing incentives which allow for this can help create strong bonds at work and an environment where team collaboration will come naturally.

    According to Teamstage, almost half of prospective employees evaluate potential employers by their company culture. 46% of job seekers said culture was one of the deciding factors in the application process. While 88% found it at least relatively important.

    Different types of incentives can help toward breaking barriers, creating a positive company culture and team morale. Furthermore, it builds an element of excitement into individuals’ roles as they work together toward achieving the next incentive.

    Incentives offer a way to provide positive reinforcement each time employees perform in a way in which the company stands for. This can particularly be a great leading example to new employees. It also can help create an understanding across the company of the core values.

    Incentives not only have the ability to motivate staff day to day, but they can develop into something more. They have the potential to increase loyalty and staff retention. The benefits we have discussed can be the very reason your employees chose to stay working for you.

    Showcasing incentive schemes, trips and days out can be a great way to help you attract new talent and demonstrate the culture. It can be a huge selling point to individuals looking for a new role and can help you to stand out to other potential employers.

    What our CEO thinks

    Getting the team together in social settings is a key way that we ensure the NC values and styles of working are passed down. This is even more important now we have a hybrid model and spend less time in our offices. It’s also a great way to build our team as ultimately, we succeed or fail as a team. It’s important to celebrate the successes together.
    Adrian Dalby

    New Chapter - Incentive trip 2022

    Recently we went on our end of year incentive trip to Hvar. Firstly, how do you make it on a New Chapter incentive?

    In contrast to the typical sales incentive trip, here at NC it is based on team performance rather than individual.


    We wanted to help build on our team culture and work on getting as many people on the trip as possible.

    A mini personal target is set for those who have been in the company for less than six months. This gives them the opportunity to also make it onto the trip.   

    Secondly, the fun bit, what we got up to!

    We spent four days exploring the gorgeous island and it couldn’t have been a more perfect place for our incentive trip. We ate great food, experienced the best bars and clubs on (and off) the island, sunbathed, spent the day on our own boat, swam in the sea a lot, drank a lot, laughed A LOT and watched some beautiful sun sets.

    Take a look at some of our memories:

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  • Facing Job Rejection and Planning Your Next...

    Facing Job Rejection and Planning Your Next Steps

    With all the effort that goes into securing a new role and the excitement of potentially landing a dream job, facing job rejection can be very hard thing to process, no matter what stage of the search journey you are at.

    Your confidence can certainly take a knock and it can be easy to beat your self up but the key to remember is with the right mindset job rejection can be used as a powerful career development tactic. Learning how to deal with rejection is a valuable talent to have and one that, if mastered, can only make you stronger.

    We have gathered a few ways to help you prepare or in fact, help you through a current struggle from job rejection plus what next steps to take.

    This can be easier said than done for some, however…

    Initially it can take a bit of time to accept, during this period only focusing on the negatives of your process, criticizing your self and thinking poorly of your abilities and performance is not going to help nor change the out come, in fact it will just make you feel a lot worse! You can of course do this constructively which we will touch on later in our blog.

    Holding frustration or resentment on the situation will only hinder your job search because of course, facing job rejection is not the end of your search.

    If you got as far as interview stage, that’s already more than many and you did extremely well. Remain positive and focus on all your amazing skills and qualities to help pick yourself up and confidently walk into your next interview. Now is the time to keep believing in yourself!

    It may seem strange we are suggesting that you thank someone following a job rejection. However, in the long term, it can be beneficial to your career. Your thank-you note is an opportunity for you to expand your network, ask for feedback and request consideration for any future opportunities.

    As we mentioned a follow up message gives an opportunity to gather feedback. This can sometimes feel slightly daunting but blending it in to a soft follow up email can make it much easier!

    It’s never nice hearing negative feedback about ourselves, but first of all it is important to remember that feedback is not always negative. It may perhaps be you are overqualified for a role or perhaps they don’t feel as though they will meet your cultural expectations for example.

    Either way, feedback can only have a positive outcome as we learn and move on with a deeper insight and development of ourselves, it is something you can take and use to your advantage in your next interview.

    Remember to ask what they thought went well too, this a positive way to end the feedback and help you feel encouraged by other areas of your performance.

    Your qualities and abilities are still amazing even if you were denied, so don’t take that as a reflection. When it comes to the hiring process companies weigh up multiple considerations, not to mention they can face hundreds of initial applicants. There can be so many factors out your control as to why you may or may not land the job.

    Try to focus on what you can control and let go of what you can’t.

    Remember that what one employer may not want, another may love and have the absolute need for – we cant be perfect for everyone, equally as they are not always perfect for us!

    Acknowledge that rejection is a necessary part of life we all go through and accept the rejection with acceptance. What is meant for you will be, so however frustrating the situation try to keep that message focal in your mind.

    If you accept failure with an open mind, you are opening the door to other new opportunities and taking yourself down a new path that will lead to your success and happiness!

    Working on these areas will help you stay positive in your job search which must go on.

    So, what next steps should you take?

    Once you receive your feedback take some time to process each area, take a look at each part and what the interviewer felt could be improved.

    • What went well, where were mistakes and what could have been improved.
    • Did you do enough research on the company?
    • Did you prepare your answers thoroughly enough?
    • If you had to present, were your presentation skills the best they could be, was your presentation accurate and detailed enough?


    Try and understand each area of the interview you gained feedback on and identify what was not right for this company, or what you need to work on going forward.

    Use your experience and feedback as personal development for future stages of your job search.

    Make note of key areas from your analysis, particularly any weaknesses or issues that going forward,  you can use to fix any potential gaps within your performance and try to avoid in future.

    If job rejection is affecting your confidence build your self a ‘bragging list’.

    Make a list of all your accomplishments, qualities, skills and any stand out contributions in past roles.

    Within your list you could include some key achievements such as obstacles you have faced in your career and what you did to over come them. Questions like this are not only great to showcase, but they can be common in interviews so you will be pre prepared with strong answers.

    This straightforward task can instantly transform you from disheartened to totally excited by recognising your talents and capacity to succeed in the face of a difficult situation.

    Practice makes perfect, you can never do too much of it!

    It’s always great to be prepared and this is particularly important if you think it could be where you fell short. Focus on areas you struggled with and maybe even try practicing with a college or family member for your next interview. Check out our past blog full of lots of interview prep tips to help you build that confidence for the next time one occurs.

    One of the most important next steps, Get back out there!

    Although going back to square one can feel extremely draining at times, looking for your next role can help keep your mind busy and distract you from the recent rejection. Plus, finding roles which excite you will help to remind there are more great opportunities out there and may help return some of your motivation and joy to the job search!

    While dealing with rejection is never easy, it can be a great way to learn more about yourself and improve your job search strategies. Good things are always worth the wait, and with perseverance and a positive mindset, your dream career could be only around the corner.

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  • Consultant Spotlight

    Hello! I’m Shannon, a Managing consultant at New Chapter.

    I started at New Chapter recruiting within FMCG and Hospitality, focusing on Marketing and Sales roles. As I grew within my career, understanding where my passions lie and what brands I enjoyed recruiting for, I decided to focus in on the Hospitality industry – specifically within Casual Dining and QSR.

    I love trying new foods and keeping an eye on the market to see which brands are doing what!

    As the pandemic took hold, I made the decision to take on the role of Talent Acquisition and Engagement Manager within the start up QSR brand Jollibee Europe, building not only their head office team but also their store level teams. In the year I was there, I doubled their Head Office team across Marketing, Operations, Finance and Supply Chain and helped set up and recruit store level staff for over 10 stores.

    As I spent a year in an internal Talent Acquisition role, I have a unique understanding of how QSR and hospitality businesses work and the types of candidates needed to make them a success. By partnering with me, any brand can find comfort in knowing I have an in-depth understanding of the process and also the key competencies needed from candidates in all sectors in order to make any brand a success.

    Since coming back to New Chapter, I have supported many incredible QSR and Causal Dining brands recruiting roles from Restaurant Manager up to Head of Marketing!

    A Candidate Experience:

    I hadn’t heard of New Chapter before, I only discovered the company once Shannon approached me about a role via LinkedIn.

    I was looking for a new role as my old one was a short term contract based role with no view of becoming permanent. I was looking for a new permanent position which this one offered me.

    It was excellent, Shannon was friendly, attentive, and consistently kept me updated throughout the process.

    Shannon was extremely knowledgeable about not just the role but also the company and industry. She constantly checked in, even after the role was secured. 

    I would highly recommend New Chapter, my experience was great. They were an attentive and professional company.

    What Do Other Partners Have To Say?

    Whether you are a business looking for help recruiting the best individuals for your company, or an individual looking to embark on the next chapter of your career – I would love to chat! 

    Please don’t hesitate to get in touch:
    07720 593253

    Visit My Page!

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  • On-The-Go Cocktails For Summer 2022

    On-The-Go Cocktails For Summer 2022

    With the increasing popularity of pre-mixed cocktails growing, along with our desire for flavor pushing new and fun ranges into the market, we thought, what better way to get prepared for summer than with a bank of on-the-go cocktails!

    We have explored the market bringing you new and old brands offering ready to drink mixes. Covering the classics such as the Negroni & Espresso Martini, or why not go for a watermelon and cucumber by Ace+Freak if you’re feeling like a change!

    Time to take your picnic up a notch…


    Cutwater are an award winning American spirits brand giving you everything from bottled spirits to frozen cocktail pops. 

    Their broad canned cocktails range covers Tequila, Vodka, Rum and Whiskey based  – something for everyone!

    Starting at £12 for a 4 pack

    Angels Dare

    A small, young and fast growing company in Dumbarton, working to redefine the cocktail in the can. The fun loving brand sells every cocktail at £5.50, no matter what pack size you go for.

    Each cocktail is personally created by MD Michael Crozier, and they currently offer a range of three.

    Savyll Beverage

    A beautifully classy brand producing alcohol free RTD cocktails. Made to bring together people of all lifestyles and cultures ‘ to celebrate the fun and richness of life’.

    Four flavours available in both the can or a glass bottle are suitable for all occasions. 

    From £11.99 (4 can pack)


    Low calorie cocktail brand Vin Crowd were set up in 2019 by Kingsland Drinks, and are available in Co-op, Drink Well UK, and also on Amazon. 

    There fun bright packaging showcases their two flavours: Botanical Spritz & Pink Spritz

    From £2.30

    MOTH Cocktails

    MOTH: mix of total happiness. 

    Inspired by good company, cocktails and conversation, the brand has created four classic flavours in a can ‘so that special mix can happen anywhere’. 

    From £3.99

    You’ve got the cocktails, but they aren’t complete without some tunes – check out our very own summer playlist!


    Founded by two couples who set out to create ‘a drinks company that is clear, transparent, and pure as water.’

    With only 93 calories, natural ingredients, and 5% ABV, Fountain Hard Seltzer comes in a number of fresh fruit flavours.

    From £14 (6 pack)

    NIO Cocktails

    NIO takes a classy twist on the ready to drink cocktail market, offering convenient cocktails in style. 

    The menu features 14 cocktail recipes which you can chose from to create your own postal delivered box… all you need to do is add ice.

    From £19.50  


    A sustainable cocktail business on a mission to be part of positive change, committed to becoming regenerative by 2026.

    With an aim to create a canned alcoholic drink alternative, that wasn’t synthetic tasting and overly sweet they formed Sipful.

    From £2.40

    Ace + Freak

    Award winning all natural + vegan cocktail in a can ‘made for a generation of drinkers who give AF’.

    As supporters of Ace Initiatives 5p of every can goes toward the charity. 

    The range has three unique flavours starting from £14.95 (6 pack)

    Two Days

    Not quite the cocktail, but a very cool session vodka soda. Two Days is a can you can enjoy wherever, whenever.

    The lime, raspberry and peach soda flavours offer a light refreshing experience; with zero sugar, gluten free and under 70 calories too!

    From £30 (case of 12) 

    Here at New Chapter we have a selection of amazing consultants who are passionate about the drinks industry. They spend each day helping individuals start new chapters within many sectors of the industry. If you are interested please get in touch!

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  • Creating a Winning CV

    Creating a Winning CV

    If you’d like to get your foot in the door with your dream company, you need a winning CV that represents you in the best way possible.

    Your CV is one of the most important marketing tools in your job search and you only have one chance to make that all important first impression. Particularly as most employers spend just a few seconds scanning each CV before sticking it in the ‘Yes’ or ‘No’ pile.

    Your CV acts as the all-important first impression to your future employer. With the right layout, content, style, and length, you will be much more successful in securing an interview. Without it however, you may go unnoticed in a sea of applicants.

    There are no set rules to CV writing; however, by following our tips and adapting your CV sensibly to suit your circumstances, you will create a highly effective CV that will maximise your chances of securing interviews!

    Before putting pen to paper, regardless of whether you are an entry level candidate or seasoned working professional, all winning CVs should be tailored to the role and type of business you are applying for. For your application and interest in the role to be read as genuine, you should always: research the business you are applying to, read (and understand) the job description, and tailor your language and content to the opportunity itself.

    The one-page résumé is not popular in the UK market, so keep your CV to two pages.

    TIP: Make sure you start with your name clearly at the top – not the words Curriculum Vitae!

    This means starting with your most recent career role and then working backwards chronologically. Remember to follow this through all areas such as education i.e., most recent studies will also appear at the top.

    Use your CV to create a strong sales pitch on yourself, relevant to the job you are applying for. Stick to quality over quantity and keep it around three lines. Focus each past role on the relevant specific experiences you’ve gained (including sectors) and skills, rather than unsubstantiated value judgements (e.g., effective communicator, strong leader, flexible team member).

    Do not produce another generic CV – create a strong personal brand that is appropriate to the marketplace.

    Details of your work history, achievements, accountabilities, qualifications, e-mail, and mobile are wanted – not your life story.

    Simplicity is the key. Leave plenty of white space and appropriately use headings. Try to avoid the tempting jazzy templates available online, although they may look nice, they can distract from you and the important stuff! The only time we would recommend exploring a more ‘fun’ CV is for creative industries and roles.

    No errors or irrelevancies please. Remember, companies do reference checks, so keep all the information you provide honest and accurate.

    Supporting correspondence should be short, stating position applied for and matched with your skills, competencies and experience requested. If you are submitting your winning CV on a speculative basis, a more depth about your match with the organisation’s need is required.

    Include a personal statement. Use this section to express something of your personality and help the company get a feel for you as a person but keep this section brief and factual. A CV is designed to reflect, rationalise and refine (not to tell a detailed life story!)

    Your CV is simply to get you to the interview stage – don’t over think it. Make a good first impression, relate your experience to the role you are applying for and work from there!

    This requires research into individual companies and roles to understand what they value. Be prepared to tailor your basic CV to the specific needs of each application. Remember to capitalise on the language of the job advert and what it tells you about your recruiter’s priorities. Make sure you speak their language.

    Be specific about your experience and areas of expertise. Take time to sift out what is not needed to create a winning CV sales document.

    • It may be of value to include a brief summary of the nature and size of the companies you have worked for
    • Quantify and qualify your achievements – be clear about the ‘added value’ that they highlight – why should the recruiter hire you?
    • Give figures, names of other companies and customers etc. to indicate your calibre and field of operation
    • Demonstrate your impact – write to influence. Less is more – use action words “Managed, Created, Led, Initiated, Inspired, Championed, Delivered…….etc.” and avoid using “I” Always write in the third person and use the past tense
    • Use job titles and terminology that make sense to the reader – avoid jargon

    Comments from the team

    If you are interested in gaining advice from any of our consultants or discussing potential opportunities within FMCG they would love to chat.

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  • Some Of The Worlds Coolest Office Spaces

    Some of The Worlds Coolest Office Spaces

    The importance of our office workspace is ever growing. Companies continue to excel in providing engaging, creative and motivating spaces for their workers. We have witnessed a particular shift following the Covid pandemic as positive working environments rise on the priority list. Not only for individuals, but also companies looking to encourage their staff back into the office. 

    From varying work stations, relaxation rooms, catered kitchens and gaming spaces. To bars, spas and even climbing walls. The creative design behind these office spaces are amazing… and we have picked out some of our favorites!  

    Trend Micro 

    A Japanese multinational cyber security software company with multiple office locations.Particularly an incredible Cairo based office space. 

    The office is designed to create a cultural experience. Linking the past of ancient Egyptian works to the future of the Cyber security company today. For example, the use of broken lines and the manipulation of space creates a futuristic environment. As well as lot’s of glass and mirrors used to augment sunlight. The office is complete with a large glass bridge which offers a grand view of the entire place.

    Air BnB

    It’s only right Air BnB offices have great interiors, considering that is the basis of their product! They actually have their own in-house interior design teams to work on this too. The research they do to build these spaces is amazing! 

    We love the on brand, fun workout spaces they create for employees. Each is uniquely designed based on office loaction!

    ‘When we design a space, our goal is to remind people why they work, not where they work. ‘


    An Italian private company founded by skateboarders, based in Milan. This company certainly offers a twist on the ‘usual’ office space.

    The converted cinema now runs as the companies headquarters. Holding offices, a warehouse, showrooms, and even a giant skatebowl, all in one for the workers and visitors. 

    This office is certainly spectacular since it even holds an interiors award from ArchDaily Building of the Year!


    The London based Deliveroo office was designed to create dynamic and varied work settings. This is to encourage sharing and collaboration, whether cross-departmentally or in the canteen at lunch.

    The office has a variety of settings for employees to work and socialise. That can be easily adapted to specific requirements, from their open plan desks to the swing seats and even a ‘rooball’ pitch!

    ID Integrated

    IDI Singapore has successfully crafted an office that is as good as a second home for the staff where anyone can work, play and collaborate anywhere and everywhere.

    Each design aspect has been carefully thought about, even to the soft lighting used in the entrance to help people relax and create a welcoming environment. 

    IDI trump a few free beers in the fridge by even giving their employees a whole bar!

    Envoy Surveyed 800 workplace leaders who shared the incentives and changes they are employing to get their folks back into the workplace.

    • 88% of companies are using incentives to get their workers back on site.
    • 61% of businesses are making changes to the physical workplace.

    If you aren’t satisfied in your job or the workspace that comes with it, we work with many amazing clients who are offering new opportunities everyday.

    Lyft HQ

    The design team in this project took inspiration from Lyft’s core values—Be Yourself, Uplift Others, and Make It Happen—to reinforce their brand with custom graphics, a curated furniture package, light, and color.

    The office space was developed to mimic a sense of the urban neighborhoods and ‘parklets’ of San Francisco where people take a break from urban city life, or as in this office, employees can take a break from desks to work elsewhere, meet, socialize, or just relax.


    The NYC HQ is designed as a series of open-plan and “freestyle” spaces intended to encourage creativity and collaboration among the 180 employees. It’s no surprise the sportswear brand even incorporated two whole basketball courts into their designs which they enlisted NY artist Kaws to paint his signature motifs across.

    The sport resonance doesn’t stop in this building even with an entrance that has been designed in a tunnel form to make employees feel like an athlete entering a stadium.

    The White Company

    TWC offices appropriately reflect the stylish, calm beauty of the brand which have been designed to make staff feel more relaxed and comfortable in the office.

    The soft tones combined with lot’s of natural light create a home from home feel for their employees with spaces for quiet time in their Library and areas for team collaboration with working ‘windows’ which create a space for trial and development. 

    Gym Shark

    Attracting future talent was one of the key missions for the development of the new Solihull office space. 

    The building has many fascinating cool features such as there Human Centric smart lighting system, a lighting programme that mimics the sun’s path and monitors usage across the building to optimise energy and cost efficiency.

    Each area of this offcie is designed for a different type of task and centres on enhancing wellbeing.


    We couldn’t miss the renowned Google offices, all created with unusual and extraordinary workspace designs as part of its model of motivation. 

    From climbing walls, to putting greens and sleep pods, every office is uniquely designed to meet the cultural aspects of each city they are based in…  there is a lot more behind their amazing office creations and why they do it, check out this blog to learn a little more. 

    It is very easy to dismay these new office space designs that are emerging, particularly the more social areas we see like ping pong tables and bars.

    However, it is scientifically shown that our brain needs recovery time, just as your muscles do after you have been in the gym. All these features offer environments for employees to take a break, re set for better focus, help creativity flow and collaborate with their colleagues.

    Plus, remember where some of your best ideas have come from… in the shower, driving home from work or even just walking the dog… probably not at your desk!

    Check out this short Ted Talk by Amanda LeClair, where she discusses these points, looking into ‘The good, the bad and the ugly of office design’. Highlighting the importance of it as acting as a physical manifestation of a companies culture.

    TOP TIP: Amanda suggests for those who don’t know where to begin with making those office changes to start small – choose one behavior you want to work on and use the physical space around you to push that new behavior into your way. 

    That could even be as small as bringing some plants into the workplace as they are shown to boost our mood and creativity.

    So, why not take some time to do a little bit of research on the benefits simple changes can have in the office space, looking a features such as:

    • Layout 
    • Natural light 
    • Face to face interaction 
    • Inspiring areas 
    • Functional, comfortable, stylish or unique seating.
    • Décor such as plants and vibrant colours

    Visit Office Snapshots to learn more about these office spaces and explore many more!

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  • Sip & Shop – The Rising FMCG...

    Sip & Shop - The Rising Trend

    Technology has shaped the way we now shop, changing it forever with a new FMCG trend every week. The purpose of the retail store has likewise been affected and has therefore evolved itself. Consumer experience plays a huge role within marketing of brands and their products.

    While it used to be solely a transactional facility, retail businesses have now begun to focus on providing customers with these experiences aside from their products to enhance their customer’s journeys in the real world, creating a shopping process that can’t be replicated online.

    What is experiential retail?

    Experiential retail is immersive and shareable experience where stores offer more than just products. They immerse consumers into a world of the brand and culture whilst showcasing what makes their offering unique. This can range from live music, DJ’s, virtual reality, personal shoppers, cafés and lounges, large video displays, interactive technology and MUCH more… the creative opportunities are huge!

    Brand examples:

    Selfridges have taken retail therapy to a new, more real level, integrating therapeutic experiences in store, from sex therapy sessions to confidence coaching.

    Farfetch in Mayfair is home to one of the first large, augmented retail solutions formed by technology to make the consumer experience more enhanced and human. The tech involves an app enables shoppers to view things such as Chanel’s runway outfits, hi-tech dressing rooms with mirror displays showing customer’s fashion choices and the ability to manage appointments in app, linking the online and offline world into one unique consumer experience.

    Flannels are changing the way their customers get to shop with multiple stope adaptions. Their Beauty Bar is a space which offers the latest ‘menu’ of trends, products, and exclusive beauty collaborations that can be enjoyed over coffee or cocktails. The beauty changing rooms is another addition to their beauty halls with interactive, digitally connected private spaces designed for consumers to test, trial and play with products before purchasing.

    Lush are a simple example of a brand who pair exceptional customer service with simple in store experiences to create the best environment for their consumers. Their stores are well known for the colourful, beautifully scented, live demonstrations on the shop floor or surrounding the big sinks. Customers are also actively encouraged to test and interact with the products themselves.

    Nike’s Soho flagship store built its very own in-store event spaces from a basketball court, soccer trial space, and treadmills which all allow customers to try products out in their intended environment whilst at the same time creating a fun and social space to share with people who hold similar interests. This set up also gives customers the opportunity to get more personalised advice based on how they move around these areas the Nike products are designed for.

    The Sip and Shop Trend

    Laundry and Latte, a small and very innovative little launderette you can find on the Brentwood high street in Essex, are tapping into one of the newest FMCG trend we are seeing in the market – Sip and Shop.

    This FMCG trend is beginning to make a mark on experiential shopping as retailers and service providers are giving consumers more and making their visits memorable, for example Hairdressers with DJ’s and a bar.

    The Essex Laundry combines both a laundry and a café, and better still, the venue is fully licenced, so you can even enjoy an alcoholic drink while you watch your clothing spin around. Sarah-Jane Adams and Dee Anderson, two friends who have co-founded Laundry and Latte shared the experience their service is offering locals: “Recently, we had a mum come in who said ‘it’s been an awful week… oh you do wine!’. And she sat down and had a large glass of wine while we did her washing for her.”

    Whilst this form of marketing is superb for creating social, enticing environments for brands and customers, there is concern for encouraging excessive drinking. Plus, alcohol can make shoppers more impulsive with their purchase decisions, is this unethical or just simply clever marketing?

    Regardless of this, Sip and Shop licences (an alcohol requested licence from the local authorities) are reportedly growing as the younger generation particularly are no longer content just sitting in a bar.

    The industry is set to continue growing and with minimal limit on the creative possibilities we look forward to seeing what brands will be bringing to enhance the shopping experience.

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  • Negotiating a Salary Increase

    Negotiating a Salary Increase

    Salary increase negotiation can be a sensitive and scary conversation to have. Generally, it can occur in two key circumstances: within your current role where you are no longer satisfied with your pay, or before accepting a new job. Particularly when working with recruiters, a salary negotiation for a new role can be made far easier as recruiters have, both, relationships with clients and experience; meaning they have a strong skillset ready to get you where you want to be. Plus, their strong market knowledge allows them to assess and advise you with the most appropriate salary increase information relevant to you.

    You can check out our past blog to understand further benefits of working with a recruiter to secure your next role.

    Quite frequently individuals decide to look for a new role that pays higher instead of approaching these conversations surrounding a pay rise. First of all, if you are interviewing elsewhere with the intention of using a job offer to initiate salary negotiation with your current employer, it is absolutely worth having the chat with your Manager first – this would save you a lot of time! If salary is your only motivation to leave, anticipating a counter offer as a result of the above could receive a negative response as it could be viewed as holding a gun to your employers head in order to get what you want. More likely than not, they will do what they can to keep you and will be open to understanding your reasoning and resolving that.

    So, get discussing that salary!

    Going into this you need to have a clear and confident understanding of your value. Given you are in this situation and ready to approach the conversation of a salary increase. It means you more than likely do know your worth! However, having confidence in yourself and your abilities is extremely valuable,. In this circumstance, it is important to remain grounded and realistic.

    With that said, taking time to research the market can help provide you with a realistic guideline and comparison of relevant salary averages. Doing so will help put you one step ahead as it shows you have collected solid evidence to back up your request. Plus this data will be very valuable to help give you leverage when starting the negotiation.

    You can find this information by looking on job boards such as indeed and internal company job pages via their website. When doing your research, you could take it one step further and narrow the search right down to your local area.

    Another method you could use is through our very own 2022 FMCG Salary guide. A newly released guide specifically to help you benchmark your salary against others. FREE DOWNLOAD.

    Gather all the information you can to build a portfolio of evidence to support your request. Show what you have achieved and how this has helped your wider organisation. Use this as an opportunity to showcase all your achievements and skill sets, covering things such as:

    • Goals, Targets and/or KPIs: how they have been met and what they have achieved.
    • Any large projects you have successfully completed.
    • Circumstances where your abilities / work has stood out.
    • Recent training or qualifications you have completed.
    • Make sure you point out any niche skills which bring a lot of value to the company and may be hard to replace.

    Evidencing all of this will let the company know what it might cost to replace you and illustrate your worth.

    Remember – as well as showcasing yourself, make sure to share what you can continue to do for the business too. Including what will you deliver going forward, goals you want to achieve, ideas you have for growth etc. This will help to also show your enthusiasm and passion, which can never look bad!

    Once you have collected all your ‘evidence’ make sure you know it through and through. You want to go into that meeting confident, as you are essentially there to sell yourself. Make sure you spend time thoroughly understanding your justification for the request. This ensures that you can be ready to face any challenging questions there may be against it.

    How you best approach this will entirely depend on your personal relationship with your Manager. We suggest booking a time in the diary to discuss this is your best bet, regardless of whether you disclose the reason prior or not. It will allow you the time to prepare and your manager will have specific time to dedicate to the conversation.

    Be mindful to organise this when your business is not facing a tough time. Doing so may look inconsiderate to the wider organisation and selfish. Approach this in the most positive as possible environment with full respect for everyone involved.

    Make sure to have also done the groundwork and given your all in the runup. You may set yourself off on the back foot if you approach this following a period of poor performance.

    You want to stay humble and confident when meeting with your Manager. Never compare your self to your fellow employees or say anything that could reflect negatively. When communicating, you want to appear confident in what you’re saying. Project your confidence through your body language and maintained eye contact.

    If you are struggling with nerves on the day, which of course is common in what can be a very daunting meeting. Try to look at the negotiation as a partnership between you and your boss, and not you versus your boss. This way, you will help to decrease the pressure in your mind, making you feel at ease and calm.

    When discussing the salary first of all, let your Manager take the lead. See what figures they may propose before you begin negotiating.

    Following that, you want to keep it strictly business related. It is unlikely your Manager will take personal financial situations into consideration and relevance to your salary increase. Make sure to keep the conversation away from this and rather about the value of your contribution.

    There are many ways in which organisations can reward their staff, above and beyond salary.  Perks and benefits are something you should always consider too. This could be through benefits such as: hybrid working, increased holiday allowance, pension contribution, performance related bonuses, job title changes and much more!

    So don’t think purely about the money. Particularly if your Manager doesn’t seem too keen on the idea, as uou can get more value out of your role.

    The main thing from all of this is to keep your expectations low and don’t presume you will get confirmation at the end of your meeting. It is unlikely you will get an answer there and then. Give your Manager time to review your request and analyze all your reasonings. 

    Don’t forget about yourself. You may be presented with an offer in your meeting however, it is a good idea to take some time to reflect afterwards. Don’t feel obliged to accept anything so don’t be afraid to take time to think about it first. Maybe presenting alternatives if you think there could be some room for maneuver. You’ve done all that research and groundwork, so don’t throw it away by making a snap decision!

    Hopefully our tips can help you feel more comfortable about approaching this salary increase conversation with your Manager. We have our fingers crossed for you!

    Even if you are unsuccessful with your request the first time don’t let it effect you. There are always other things like external factors to consider which may influence this too. Remember, your boss may be happy to review the request in a few months time or present you with an alternative proposition. Be patient with the situation – persistence and hard work pays off!

    Please don’t hesitate to get in touch if you would like to discuss job opportunities within FMCG. 

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  • Why You Should Work With Recruiters: Clients

    Why You Should Work With Recruiters: Clients

    Last week we shared a blog on why you should work with recruiters to help secure your next role as a Candidate. This week we wanted to take on the perspective of Clients. Explaining how working with a specialist recruiter can benefit your business. Including an insight into our exclusive five²™ recruitment model!

    Recruitment needs can appear urgently as a result of an unexpected employee departure or business growth. Equally, recruitment needs may heighten because of continuous expansion and the need to create a pipeline of great talent into your business. Regardless of the need, working with a recruiter will provide you with high-quality candidates. Whilst it costs a fee, the benefits most certainly outweigh the potential time and money spent recruiting yourself.

    Here is why…

    For businesses where an inhouse recruiter may have to manage the process of a role they aren’t familiar with, they may miss out on key candidates. Agencies have consultants who specialise in industries, for one sector or vertical. There’s no doubt recruiters are full of knowledge in their markets. Recruiters also have developed networks and tools to find the best people in these markets. 

    Recruitment consultants have a deep knowledge of roles and the skills required in specific industries. This which allows them to spot transferable skills that may be missed otherwise. On a daily basis, they are dealing with candidates so become very experienced at interviewing in-depth. Recruiters have the personable skillset to best work with candidates so they know how to attract talent from the offset.

    Recruiters have vast networks that come with both a huge pool of potential candidates and great networking opportunities. Valuable connections can increase exposure to hidden high quality candidates. Through their expert screening, recruiters can filter to find the most suitable candidates.

    Recruiters are established in their markets and have access to a large talent pool of relevant candidates. They then pre-screen and reference them, leaving a shortlist of a very high quality.

    Many recruitment companies put work into creating an approachable online presence. This includes having an established website where in turn, candidates regularly submit their details. This means the leads recruiters have are strong and often individuals who are keen to make a move.

    Looking at it from the other perspective too, a recruiters skills can be extremely valuable and help you prevent hiring any bad candidates. They are always in the know and are often aware of who is looking for work, how capable they are, and salary expectations.

    Recruiters focus all their time sourcing great candidates for businesses – after all, it is their job! Jokes aside, this does mean that a recruiter will be able to invest a large amount of time into the search process and finding those hidden gems. Furthermore, recruiters have great experience truly understanding what motivates a candidate. Subsequently, how to prevent any wobbles caused by candidate nerves.

    Most recruitment firms have an individual, if not a team, dedicated to marketing. Where they devote their time to advertising your job role(s) in a creative way that will stand out from the crowd. This can help drive greater traction and catch the eye of top-tier professionals that may not have been actively looking for a career change.

    Recruiters have excellent communication skills. Meaning they can be useful as a middleman in delicate situations such as salary negotiations with candidates. Recruiters have the knowledge to help you benchmark your remuneration package against other businesses in your industry. 

    At New Chapter we can offer resources such as our FMCG Salary Guide to help you in the hiring process.

    Recruiters also reduce the hiring process workload. They comple an initial interview assessment against your requirements, meaning all you have to do is choose from a great selection of candidates.

    Retained search involves outsourcing the full process to a specialist recruiter who manages the complete process from candidate engagement through to offer. After 2 years, 87% of the candidates we have placed are still in post. Over 50% of those have been promoted to higher positions. This is in contrast to a recent study we ran that showed that on average people move companies every 1.9 years in FMCG/Retail.


    Here at New Chapter we use a one-of-a-kind assignment service to help you succeed in acquiring new talent for your company. This strategy ensures that your recruitment process is a success. That the best candidate is recruited into the role, not just in relation to their experience, but also their cultural and behavioural fit.

    The five²™ model follows through 25 thorough steps with the key five focussing in on the areas of:

    Lear more about our five²™ recruitment model HERE

    When taking each of these factors into consideration you can soon see how using a recruiter saves you both time and money. It has the potential to present you with far more advanced candidate pools and as a result speed up your hiring process.

    If you are interested in learning more please do not hesitate to get in touch!

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