Dear Younger Me...What I'd Tell Anyone Starting Out in a New Industry
Written by: Kirsty Chan, Divisional Director - Business Operations
I was recently asked what advice I'd give my younger self if I was starting out in recruitment today.
It's an interesting question. When you're in the thick of your career, you rarely stop to notice how far you've come, or how much you've picked up along the way without even realising it. Twenty years in, there's plenty I wouldn't change, plenty I'd do differently, and a few things I really wish someone had told me sooner.
What struck me most, though, is that none of it is really about recruitment. It's about starting out, full stop. And it applies just as much to anyone stepping into business operations for the first time, whether you're a graduate weighing up your options, someone changing career entirely, or simply new to the world of work.
Business operations sits at the centre of how a company actually runs. It rewards exactly the things I wish I'd understood twenty years ago. So if I could sit down with my younger self, or with someone about to start their first role in this world, here's what I'd say.
Communication is your superpower
This one sounds obvious, but it's genuinely one of the most valuable skills you can build, in business ops more than almost anywhere else.
Keep people updated, even when there's nothing new to report. A short message that says "still on it, no update yet" does more for trust than silence ever will. Nobody expects you to have every answer immediately. What they do want is to know where things stand.
This matters just as much before you've even started the job. If you're emailing about a role, speaking with a recruiter, or sitting in an interview, be professional, be responsive, and don't be afraid to speak up. It sets the tone for how people expect to work with you.
Listen more than you talk
Early on, I assumed a good recruiter was someone with all the answers, someone who could sell. It turns out the job is really about asking the right questions and actually listening to the answers.
It's exactly the same in business operations. The role exists to understand how things work, where the friction is, and what the business genuinely needs, not to arrive with a fixed idea of the solution. Ask questions before you assume you know the answer.
The same applies when you're looking for that first role. You don't have to apply for everything that appears in your inbox. Take a moment to think about what you actually want. You might not have it all figured out, and that's completely normal. Having even a rough sense of direction makes the search far less overwhelming.
Build relationships, not just a network
Clients, colleagues, candidates: they're people, not entries in a database. Treat people well, be kind, and keep in touch. You never know when a conversation today opens a door years down the line.
If you're new to an industry, don't underestimate how far this goes. Talk to people. Connect with recruiters. Speak to friends, family, university contacts, and anyone already working in the field you're curious about. You don't need to ask everyone for a job. Sometimes it's simply a conversation, and a chance to learn more. Your network builds over time, often in ways you can't predict.
It's also worth putting real effort into your CV. If you're early in your career, don't assume you have nothing to show. University, part-time work, placements, volunteering, societies, sport: all of it counts. Working in a shop and handling difficult customers, or organising an event from scratch, are both operational skills. That's exactly the kind of experience business ops teams value.
Your reputation starts on day one
People remember how you made them feel. Whether you called back when you said you would. Whether you followed through. Whether you were straight with them.
Your reputation starts building the moment you enter the working world, so it's worth looking after from the very beginning. Be reliable. Be professional. Be decent to people. It sounds simple, but it's rarely optional, and it compounds over an entire career.
Learn your market inside out
I've always believed in knowing your market properly. You don't need to know everything, but if you're working in a particular sector, understand the businesses, the roles, and the people within it.
The same goes if you're job hunting. Research the companies you're applying to. Understand the systems and processes they run on, the challenges the team is likely facing, and what "good" looks like in the role. In business ops especially, showing you understand how a business actually functions, not just what the job title says, will set you apart at interview and make you far more confident once you're in the room.
Stay in your own lane
Easier said than done, particularly early on. It's tempting to look sideways and measure yourself against everyone else. Someone you studied with has landed a great job. Someone else seems to be earning more, or has their whole path mapped out already.
Try not to compare. Everyone's route is different, and most of what looks like a straight line from the outside wasn't one at all. Focus on what you're doing, what you're learning, and what's actually within your control.
Celebrate the wins, learn from the losses
There will be great days and there will be hard ones. That's true of most careers, and business operations is no exception. Celebrate the wins: the process you improved, the problem you untangled, the relationship you built. But when something doesn't go your way, try to take something useful from it and keep moving.
If you're just starting out, your wins might look smaller, and that's fine. Getting your first interview is a win. Positive feedback is a win. A CV that's finally in good shape is a win. It doesn't all have to happen at once.
The one piece of advice I'd give
After twenty years, I'm still learning. If I could give my younger self just one line, it would be this: don't worry about having it all figured out.
Listen. Work hard. Be consistent. Ask questions. Be kind to people. Keep learning, and above all, stick at it.
Whether you're starting out in recruitment, or stepping into business ops for the very first time, it can feel like everyone else knows exactly what they're doing and you're the only one still working it out. You're not. Nobody has it all figured out, however it looks from the outside.
Your first role is exactly that: your first role. It doesn't have to define everything that comes after it. Take the opportunity, learn as much as you can, meet people, make mistakes, learn from them, and keep moving forward.
You never quite know where that first step might take you.
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Is Your Workforce Future-Ready?
Nearly a quarter (23 percent) of UK workers plan to leave their jobs within the next three years, a 3 percent increase from 2023. Additionally, another 13 percent do not see themselves working for their current employer through 2026. According to Culture Amp, an employee experience provider, this insight into employee attrition comes from the analysis of ‘Commitment to Stay’ data from 97 million (ten million of which came from the UK) responses of employees across 5000 (one thousand UK-based) organisations, gathered from responses to 97 million questions. UK workers are more likely to consider quitting than their counterparts in other leading Western economies, with only 19 percent of American workers and 18 percent of Australians considering resignation. The only country to surpass it was Germany, where 24 percent are planning to move on by 2025. According to CultureAmp, replacing an employee costs 30 percent of an average employee’s salary, but rises to 200 percent for top performers when recruitment fees, productivity, and team impacts are taken into account. Employers may need to pay between £11,229 and £74,860 to replace departing employees in 2024, with the average salary in the UK being £37,430. According to Culture Amp data gathered from over three million employees at 4700 companies around the world, other factors may influence employee attrition in 2025. Among the most critical determinants of ‘commitment to stay’ among employees, leadership quality outweighed the influence of managers, because employees closely associate strong leadership with an organisation that has a clear direction and performs well. In the presence of a great manager and a great leader, employees’ commitment to stay reaches 94%; in the absence of a great manager and a great leader, it drops to 35%, while in the absence of a great manager and a poor leader, it plummets to 19%. The company’s global data also shows that employee turnover increases more after a change of leader than after a managerial change. The attrition rate for teams that have seen a change at the top is 40 percent higher within six months. On the other hand, a change in manager only results in a 16% attrition rate. “As Europe faces ongoing political, economic, and social/workplace uncertainties in 2025, organisations must prioritise their strategic workforce management in this unpredictable post-pandemic landscape. The critical challenge remains employee retention, which directly impacts organisational performance,” says Nick Matthews, general manager, EMEA, at Culture Amp. “Our research challenges the traditional notion that employees simply leave bad managers. It’s imperative that organisations leverage their leadership layer in conjunction with their front line managers to ensure that they have a coherent and strategic focus on employee experience as they navigate 2025’s challenges.” Contact the KC Group now for support with your career. View our latest jobs.
Salary Negotiation Tips for Payroll Professionals In today’s dynamic landscape of finance and HR, payroll professionals ensure accurate and timely compensation for employees. As your career advances, advocating for better remuneration becomes crucial. At the KC Group, with our extensive experience in payroll recruitment and consultancy across the UK, we’ve compiled valuable insights to help payroll professionals navigate salary negotiations effectively. 1. Research Market Rates Before initiating compensation discussions, thoroughly research industry salary standards. Consider factors such as: Your tenure with the organisation The organisation’s size and scope Geographical location Role requirements and responsibilities Utilise resources like Glassdoor, PayScale, and professional payroll associations to benchmark compensation for comparable positions. 2. Highlight Your Unique Value Payroll expertise extends beyond numerical proficiency. Emphasise your distinctive capabilities and background: Proficiency in specific payroll software systems In-depth knowledge of complex tax regulations Experience with multi-site or international payroll Professional certifications Interpersonal and problem-solving abilities 3. Quantify Your Achievements Statistical evidence carries significant weight in salary negotiations. Prepare concrete examples demonstrating your impact: Percentage reduction in payroll processing errors Cost savings through process optimisation Volume of employees managed in payroll systems Successful implementation of payroll technologies 4. Consider the Complete Package Remember that salary is one component of your total compensation. Be prepared to discuss additional benefits such as: Flexible working arrangements Enhanced holiday allowance Professional development opportunities Performance-based incentives Health and wellness benefits 5. Perfect Your Presentation Confidence is essential during negotiations. Rehearse your talking points and anticipate potential objections. Consider role-playing with a trusted colleague or mentor to refine your approach. 6. Time Your Discussion The timing of your negotiation can significantly impact its outcome. Consider initiating the conversation: During annual performance reviews Following successful project completion Upon assuming additional responsibilities When presented with external opportunities 7. Maintain Professionalism Approach the discussion with a positive mindset and demeanour. Demonstrate how your increased compensation benefits both you and the organisation. 8. Develop Alternative Options Prepare contingency plans if your desired salary isn’t achievable. Consider alternatives such as: Scheduled compensation reviews Performance-linked bonuses Enhanced benefits package Professional development opportunities At the KC Group, we understand the intricacies of payroll career progression and regularly assist professionals in achieving their compensation goals through our specialist recruitment services and industry expertise. 9. Get It on Paper Once an agreement is reached, ensure all details are formally documented. This documentation should encompass your revised compensation, any modifications to your benefits package, and the implementation timeline for these changes. 10. Keep Getting Better Remember that salary negotiations are an ongoing aspect of your professional journey. Continuously enhance your expertise, remain current with industry developments, and maintain a detailed record of your accomplishments. These practices will strengthen your position in future compensation discussions. By implementing these strategies, you’ll approach salary negotiations with enhanced confidence as a payroll professional. You’ll also be better positioned to secure compensation that reflects your valuable skills and expertise. As someone responsible for managing others’ compensation at the KC Group, you’re uniquely qualified to advocate for your own financial advancement and career progression within the organisation.
Securing a finance position can be challenging. But as experts here at the KC Group we’ll explain how to distinguish yourself and make a lasting impression on potential employers, thorough preparation is essential. Here’s valuable guidance from hiring managers to help you succeed in your finance job interview. 1. Look into the Company and Job Prior to your interview, thoroughly research the company’s: Financial reports and performance metrics Recent news coverage and corporate announcements Organisational values and workplace environment Products or services portfolio Understanding the role you’re pursuing is equally important. Analyse the job description and prepare to demonstrate how your capabilities align with the position requirements. 2. Review Your Industry Knowledge Stay current with: Latest financial regulations and legislation Market trends and economic indicators Industry developments and updates Financial technology innovations Demonstrating industry awareness showcases your dedication and passion for the financial sector. 3. Go Over Financial Ideas Revise fundamental finance concepts relevant to the role, including: Financial modelling and analysis techniques Core accounting principles Risk management strategies Investment methodologies Budgeting and forecasting approaches Be prepared to discuss these concepts and share examples from your professional or academic experience. 4. Get Ready for Common Job Questions Practise responses to typical finance interview questions such as: “Please explain how the three financial statements interconnect” “What methods do you use for company valuation?” “What’s your approach to risk management?” “How do you maintain awareness of financial regulations?” Prepare concise responses incorporating real-world examples from your experience. 5. Create Your “Tell Me About Yourself” Story Develop a compelling narrative highlighting: Your educational background Relevant work experience Key achievements Your passion for finance Your interest in the role and organisation Keep it concise (2-3 minutes) and rehearse until it flows naturally. 6. Think Up Questions to Ask Them Demonstrate engagement by preparing thoughtful questions about: The organisation’s financial strategy Team structure and dynamics Career development opportunities Industry and organisational challenges 7. Show Off Your Tech Skills Be prepared to demonstrate proficiency in: Excel and financial modelling Industry-standard financial software (like Bloomberg FactSet) Data analysis tools Programming languages (if required) Some interviews may include practical assessments or case studies, so ensure you’re prepared to showcase your abilities. 8. Put Numbers to Your Successes When discussing your achievements, utilise precise metrics to demonstrate your impact: Enhanced efficiency or accuracy percentages Cost savings or revenue generation figures Portfolio management values Number of successfully delivered projects 9. Select Appropriate Attire The financial sector maintains traditional standards. Opt for professional attire: Well-tailored suits in conservative colours Polished formal footwear Minimal accessories Professional grooming standards 10. Mind Your Non-verbal Communication Your body language conveys significant messages: Maintain appropriate eye contact Offer a firm, professional handshake Maintain good posture Present composed demeanour Display active listening through appropriate responses 11. Prepare Your References Compile a list of professional contacts including: Previous supervisors Professional colleagues Academic referees (for recent graduates) Inform your references about potential enquiries. 12. Follow Through Post-interview actions matter: Send a thank-you correspondence within 24 hours Reiterate your enthusiasm for the position Reference specific discussion points to remain memorable By implementing these recommendations from hiring professionals, you’ll be well-prepared for your finance interview. Remember, confidence stems from thorough preparation, so invest time in these aspects to enhance your prospects of securing your desired finance position.
