Reinventing Yourself in the midst of a Global Pandemic

Catherine Darbyshire • November 4, 2021

It was a long, lonely journey when my grandfather migrated to Australia in 1963 from a small town named Rofrano in Italy. He left his life as a subsistence farmer and took on a journey for months across sea in search for opportunities for his family and the generations to follow. It wasn’t easy arriving with no education, four pounds in his pocket and a debt for the ship ticket that brought him to Melbourne, however he had a dream for a better life and an opportunity to reinvent himself.  

Four years later, my grandmother (who was my grandfather’s next door neighbour in Italy), boarded a ship to tie the knot with my grandfather in Melbourne and start a new life. My grandparents found multiple jobs in Australia with their limited English, which included cleaning shopping arcades, distributing and delivering parcels, sewing, and working at a fruit market. They worked tirelessly and would fit in a quick nap between jobs and were able to retire early, as they had set up a successful future for their children and grandchildren. 

I am recounting this personal history of my grandparents, to remind us that despite the tough times that we have faced over 2020 and 2021, an ideal opportunity for reinvention has arisen.   

Many have reflected considerably on what is important to them and what passion drives them. Maybe you have recently considered a career change or the industry in which you work may have been heavily impacted by COVID-19.  

Well, this is your sign to jump on board that ship and take ownership of your future self. 

Choosing a career path
It might help to ask yourself the following:

 - What salary do I require to maintain my lifestyle?
- What positions and industries will provide stability?
- Is career progression important to me and if so, what would that look like?
- Do I have a passion which I would like to further explore?  

I encourage you to write these down as this will help you find your ‘why’ which will in turn, guide you to find your ‘where to next’. 

Have realistic salary expectations

 - It is important to consider that salary is reflected by your level of experience, qualifications and skillset.
- Keep in mind that the industry you are moving into has its own pay scale.
- To gain an understanding of the industry standard, I would recommend using an online resource such as people2people’s very own
salarysiite
- Ensure your expectations are reasonable, and consider other benefits such as leave entitlements, allowances, discounts, and flexible working          arrangements.

Upskill and present well 
If you have been working in a different environment to the one you may wish to enter (eg. you have been a flight attendant and looking for an office job), then you may want to upskill yourself in that area.  

It is common for organisations to request testing during the recruitment process which could include spelling, typing, or the use of the Microsoft suite. Gain some practice by using free testing tools online, or enrol in a short course. This will also demonstrate that you have a ‘growth mindset’ and are willing to adapt and upskill, something for which a lot of organisations look.  

When it comes to presentation, dress for the job you want. If you are looking to enter the corporate realm for example, ensure that you are dressed professionally. First impressions still count, even when interviewing remotely.

Apply!
The initial first step into a role within a new industry can often be difficult and daunting. By applying for multiple jobs at a time, this will increase your chances and success in gaining recognition.  

Recruitment Consultants can assist you in this process by bridging the gap between hiring managers viewing your CV as a ‘piece of paper’ and gaining an insight of who you are as a human being. Recruitment Consultants can also support  job seekers with preparation and coaching for interviews and provide suggestions for roles which you may never have considered.

Taking the leap
Landing the dream job can take some time and effort, however rest assured that this is an ideal time to reinvent yourself as we enter a new era. With organisations providing flexible working conditions and finding new ways to attract and retain talented professionals, many employers are becoming more open to those wanting to transition from other industries.

 Just like my grandparents as they took the journey to move to Australia, it can be daunting in the beginning as you enter a new territory. There will be things to learn, and it can take some hard work. Although one day you may look back and thank yourself that you took this leap of faith. I know that I am eternally grateful that my grandparents did.

Find the job you love I Find the right talent
Get in touch with people2people

Australia
   I    United Kingdom

In business since 2002 in Australia, NZ, and the United Kingdom, people2people is an award-winning recruitment agency with people at our heart. With over 12 offices, we specialise in accounting and finance, business support, education, executive, government, HR, legal, marketing and digital, property, sales, supply chain, and technology sectors. As the proud recipients of the 2024 Outstanding Large Agency and Excellence in Candidate Care Awards, we are dedicated to helping businesses achieve success through a people-first approach.

Recent articles

Calculator, pen, and financial documents with numbers and a graph.
By people2people UK September 15, 2025
The accounting industry is facing a growing talent crisis, with 94% of firms reporting that recruitment challenges are limiting their ability to grow. Staff shortages, an ageing workforce, and rising salary pressures are driving a shift toward outsourcing, offshoring, and tech investment.
Big Ben clock tower and Westminster Bridge in London, England.
By Liz Jones September 8, 2025
A workplace culture writer specialising in employee wellbeing, flexible working trends, and HR innovation. Helping organisations create healthier, more productive work environments through trusted insights and data-driven content.
By Liz Jones August 27, 2025
The latest data shows that the UK labour market continues to perform steadily in 2025, with employment levels holding firm and job vacancies remaining historically high. While pay growth has slowed slightly, overall workforce activity remains strong, supported by high participation and resilient hiring demand. Liz Jones, Recruitment Director at people2people UK, says that this steady picture aligns closely with trends identified in the firm’s 2025 UK Market Report. “We are still seeing a healthy labour market,” she explains. “Employment is growing, and job openings remain strong, especially in sectors such as healthcare, logistics and professional services.” Employment Rate Rises, Unemployment Falls According to the July 2025 bulletin, the UK employment rate rose to 76.4 percent, the highest in over a year. The unemployment rate dropped to 3.7 percent, a level not seen since early 2020. This marks continued improvement in labour force participation following a volatile period during the pandemic recovery. Jones notes that this trend is being felt across multiple industries. "Businesses are rebuilding workforces and candidates are returning to the labour market," she says. "It is encouraging to see stronger engagement from both employers and jobseekers." Pay Growth Slows but Remains Positive One notable shift in the July update is a softening of pay growth. Annual wage increases for the period stood at 5.2 percent, down from 6.1 percent earlier in the year. This reflects a more balanced economic climate as inflation eases and employers stabilise budgets. “While pay growth is slowing, it is still above historical averages,” Jones comments. “Employers are adjusting to cost pressures, but most remain committed to offering competitive salaries to retain talent.” Vacancies Stay High, Reflecting Continued Demand Despite slower wage growth, the number of job vacancies remains elevated. Sectors such as care, education, and IT continue to post consistent hiring demand, with temporary and contract roles seeing a modest rise in 2025. “Our market report shows that employers are being more selective, but they are still hiring,” says Jones. “The competition for skilled talent is keeping demand steady, especially for roles that require specialist expertise or qualifications.” Implications for Employers With a stable employment base and slower but sustained pay growth, Jones suggests that now is a critical time for companies to refine their recruitment strategies. She recommends: Reviewing salary benchmarking to stay competitive in priority roles Streamlining recruitment processes to reduce vacancy durations Investing in retention through training and internal mobility Enhancing employer branding to attract passive candidates “The market is not slowing down,” she says. “It is settling. Employers who respond with clarity and flexibility will continue to secure great talent.” Summary The July 2025 labour market update confirms a period of stability for the UK workforce. While pay increases are moderating, employment levels remain high and hiring activity continues across core sectors. For recruitment leaders, this is a time to invest in strategy, not to pull back. With the right planning, employers can navigate this market with confidence.
By Liz Jones August 20, 2025
Pressure to Return to the Office Is Driving Resentment Among UK Workers As flexible working continues to define the future of employment, new findings suggest the UK may be facing a growing disconnect between employer expectations and employee preferences. According to people2people UK’s 2025 Market Report, more than half of workers feel increasing pressure to spend additional time in the office, a shift that is impacting engagement and retention across multiple sectors. Liz Jones, Recruitment Director at people2people UK, says that rigid workplace policies are now a leading contributor to candidate reluctance and employee churn. "Our data shows that 54 percent of UK employees feel pushed to return to the office more than they want to," she explains. "This pressure is not just inconvenient. It is reshaping how people view their current roles and future opportunities." Where the Pressure Comes From The 2025 Market Report found that much of the drive to return to the office stems from top leadership, with executive teams leading the call for more on-site presence. This push is not always aligned with performance metrics or employee feedback. "This is not about output or productivity," says Jones. "It is about outdated assumptions. Leadership often equates visibility with value, but that mindset is increasingly out of step with how modern teams work best." The mismatch between executive expectations and employee needs is contributing to declining morale, particularly in office-based roles that could easily operate on a hybrid basis. Flexibility Still Matters Despite the push to increase office attendance, flexibility remains a top priority for candidates and employees. The Market Report confirms that roles offering flexible working continue to receive more applications, fill faster, and maintain lower turnover rates. "Flexibility is not a temporary trend," Jones adds. "It is now a standard part of what professionals expect. Candidates are telling us clearly that how they work matters just as much as where or for whom." The data reveals that teams which embrace flexible models tend to report stronger engagement, better collaboration, and improved retention outcomes, especially in sectors such as tech, finance, and professional services. What Employers Should Do To stay competitive, Jones advises that employers need to reevaluate their return-to-office strategies with both data and empathy in mind. people2people UK recommends: Involving employees in setting attendance expectations Tailoring policies by role, function, and team needs Communicating the reasons for on-site requirements clearly and consistently Measuring the impact of attendance policies on productivity and engagement "One-size-fits-all approaches no longer work," Jones notes. "Companies that listen to their teams and create flexibility within structure will outperform those that rely on top-down mandates." Looking Ahead As the labour market continues to evolve, the ability to offer meaningful flexibility will be a deciding factor in who attracts and retains top talent. The 2025 UK Market Report shows a strong correlation between adaptive working policies and long-term business resilience. "Employers have a choice," Jones concludes. "They can lead with trust and flexibility, or risk losing great people to those who do."
By Liz Jones August 13, 2025
Candidate availability in the UK labour market has increased at the fastest rate since December 2020. Our 2025 people2people UK Market Report highlights the same trend that has been flagged, with the volume of candidates rising sharply due to redundancies and subdued hiring activity. Market Supply Meets Reduced Demand Liz Jones at people2people UK notes that the shift represents a clear imbalance. "Candidate supply is surging as job openings contract," she commented, in line with findings from our 2025 market report. "More people are actively looking but there are fewer roles available. This impacts how recruiters and HR managers plan talent attraction and engagement strategies." Salary Impact and Recruitment Strategy The increase in candidate availability has also influenced pay trends. Salary growth has remained modest due to reduced hiring budgets and greater competition for fewer active roles. "With more talent available and slower demand from employers, organisations are better positioned to be selective," Liz shared from our analysis. "This is a chance to focus on quality of hire rather than speed of hire." What This Means for Employers In a market with rising candidate supply and fewer opportunities, jobseekers become more discerning. They are assessing potential employers based on culture, flexibility, development opportunities, and brand values. Liz Jones advises that businesses should: Clearly articulate what makes them stand out to candidates Review their employer value proposition against market expectations Consider investing in candidate experience platforms and employer branding Maintain recruitment agility so they can swiftly fill roles when market conditions improve Preparing for Market Recovery Our 2025 report shows that while hiring activity remains subdued, there are early signs of resilience in sectors such as engineering, logistics and healthcare. "This market may feel cautious," Liz explains, "but there are pockets of opportunity. Organisations that maintain readiness will be first to tap into recovering sectors and talent pools."

Latest Media Features


Get in touch

Find out more by contacting one of our specialisat recruitment consultants across Australia, New Zealand, and the United Kingdom.

Contact us