Paragon Team Day

Team Beach Day

  • July 22, 2022

After an incredibly busy quarter we felt our hardworking team deserved a break - so we popped up an ‘out of office’ yesterday afternoon and headed off to Port Erin by train for a team beach day. 

Huge thanks to Cheryl at Aquabike Isle of Man for an awesome tour of the bay, and to the fabulous Port Erin Chippy - their superb chips on the beach just finished the day perfectly.
Great fun, great food, great people - thank you team!
UCM Isle of Man Job Clinic

UCM Student Job Clinic

  • May 24, 2022

Thanks to everyone who stopped by today at our University College Isle of Man student Job Clinic, with James, Mia and Lucie - great to meet you all and thanks to UCM for having us!

Isle of Man Graduate Fair 2022

Isle of Man Graduate Fair 2022

  • April 11, 2022

Our CV, Interview and Job Search experts will be on hand at the Paragon Stand throughout this year’s Locate Isle of Man Graduate Fair, to discuss all matters work related on the Isle of Man. 

We'll be providing 1-1 support, helping you to understand both the mainstream and hidden jobs market; how to create a targeted cv to secure interviews, and how to effectively prep to ace your interviews.

Ask our experts what you really want and need to know about job searching on the Isle of Man:

  • Who's recruiting and what job types are available?
  • How much can I earn?
  • What's the work environment really like?
  • What support, training and development can I expect?
  • How can I translate my qualifications and skills into differing industries and sectors?
  • What are IOM employers really looking for?
  • How can I enhance my CV for each application, and get job search/interview ready?
  • How can I find out about new opportunities first?

Speak to the Paragon Recruitment and team at the Grad Fair - Thurs 14th April, 1pm - 5pm, Comis Hotel & Golf Resort and let us take the hard work and unknown out of your Isle of Man job search - not able to attend the Fair on the day or just looking for general recruitment advice? Please get in touch and we’ll be happy to help!

#graduatejobs #careergoals #isleofmantalent #SupportandAdvice #asktheexperts

IOMBN Speed Networking Event

IOMBN Speed Networking Event

  • April 05, 2022

Lucie Dolman, Mia Benjamin and Alexandra Jackson joined the Isle of Man Business Network Speed Networking event at Refuge last week, which we were delighted to support.

What a great night!  Thanks to IOMBN and Alex Toohey for fabulous hosting, and to everyone who took the time to join in, connect and chat!

 #business #networking #isleofmanevents

Business guidance - update

Business guidance - update

  • November 28, 2021

It’s business as usual at St Georges Chambers, with a flexible approach to delivering our services.  We have best practice procedures in place to make sure we’re supporting our job seekers, employers, team and community.
- meetings and interviews are available over the phone, online or in person, depending on your preference.
- for face-to-face meetings, we have designated rooms equipped with screens and distancing measures, and further digital suites for our consultants to manage the demand for online meetings. 
- face masks are available for all visitors; our staff will also be supporting and encouraging the use of face masks for any face-to-face meetings.
- we have removed our Reception area and have an entry system.  Sanitiser is provided for use at entry and exit points; rooms are sanitised after each meeting.
- demand for recruitment services remains high, with increasing numbers of jobs available immediately for a range of top Island employers.

If you’re thinking of making a career move, get in touch with the Paragon team and we’ll work with you to support your Isle of Man job search however you feel most comfortable.

Digital Isle 2021

Digital Isle 2021

  • November 25, 2021

Paragon Director Jo Wood will be attending the Digital Isle of Man 'Digital Isle 2021' as part of the dynamic line-up at The Nunnery.

Jo joins a panel of fellow industry professionals to talk about 'upskilling to progress your career'.

With emerging technologies and digital skills becoming common place in the workplace, how can employees upskill to keep up with digital skill demands and further their careers? If you're an employee wanting to keep pace with new digital skills or an employer thinking of creating a continuous learning environment, don't miss this session from our digital skills panel.

Sarah Ennett, Skills Project Manager, Digital IoM
Lorna Trevethan, Skills Programme Manager, Readynez Isle of Man
Jo Wood, Director, Paragon Recruitment
Lisa Wilson Assoc. CIPD, Group Head of HR, Annexio Limited
Tom C., Head of Product & Operations, HubPeople

25 Nov, 14:30 - 15:00 GMT 
Chapel Room, The Nunnery, Douglas

#isleofman #digitalisle2021 #egaming #blockchain #esports #digitalskills #iot #fintech #infrastructure

The Great Resignation?

The Great Resignation?

  • November 22, 2021

Applications per job have increased by over 20% on average since October.

A report in the UK earlier this month has said that as many as one in four people are actively considering seeking a new job.

The report, by recruitment firm Randstad UK found that 69% of them were feeling confident about moving to a new role in the next few months, with 24% planning a change within three to six months.

This got us wondering how many people on the island are also considering seeking new pastures? To find out, we spoke to Manx recruitment agency Paragon about what increase they have seen on the island.

Director Debbie Scrimshaw told gef that Paragon had seen a ‘42% increase in our usual levels of active candidate registrations from early June 2021’, this was followed by another major spike from mid October onwards.

Debbie added: ‘We run a ‘job alert’ function, whereby any user of our website can place a personalised request to receive tailored job alerts to their inbox, without ‘registering’ or actively seeking work. We had historically experienced an increase in job seekers favouring this info-access method pre-pandemic, but this has again dramatically increased above our usual patterns from June 2021 onwards, and corroborates the feedback across our recruiters (permanent and executive) in that we receive enquiries from increasing numbers of ‘passive candidates’ – those not actively registered, seeking work or even unhappy in their current position, but who wish to stay updated and in touch with opportunities, and then engage when a position of interest catches their attention.

‘The accessibility of jobs via online data means that many keep an active eye on the market and jobs/employers/sector of specific interest; whilst you would perhaps not describe these individuals as ‘actively job seeking’, a growing number of the island’s population are seriously exploring opportunities meeting their needs in terms of reward, environment, wellbeing, value and purpose. Whilst it’s impossible to put a figure on this, we would absolutely estimate this is in excess of one in four of the working population.’

Debbie said that applications per job advertised have increased since October 2021 by over 20% on average, particularly at entry level to mid-level recruitment. She added: ‘Employers are in the main taking a more flexible approach to applicant ‘essential and desirable’ criteria, which in essence opens up opportunities to those not necessarily having a direct match to the role profile or job description, but meeting the employer’s requirements in terms of employability skills.’

Gef's article

Employment & Skills 2021

Employment & Skills 2021

  • October 15, 2021

We are absolutely delighted to see ‘Employment and Skills 2021’ taking place on Thursday 11th November 2021, at the Villa Marina, Douglas, with the Paragon Team looking forward to attending and supporting this key careers event!
Always a great day for both exhibitors and delegates, a range of Isle of Man employers, trainers and advisors will be on hand to meet and chat with a large number of our Island’s young people, at key transition points in their lives as they are making choices about which subjects to study, and how these fit with their future career aspirations. 

The career exploration activities undertaken during the day will help our young people to find out more about the world of work and support their consideration of the full range of future learning and employment opportunities open to them - this really is an invaluable source of information, contacts and experience.

#careersadvice #employabilityskills #workopportunities #qualificationsandtraining #isleofmanjobs #talentsourcing #nevermissamove #teamparagon

Future of Work Insights - supporting a neurodiverse workforce

Future of Work Insights - supporting a neurodiverse workforce

  • August 23, 2021

Businesses are learning how to best support a neurodiverse workforce, and the benefits this can bring.

Organisations have largely woken up to the fact that creating a workforce that is more representative of the people they do business with can deliver significant benefits. But while equality on gender and ethnicity lines is well understood, the concept of neurodiversity remains more of a challenge for employers.

Policies aimed at promoting greater levels of gender and racial equality in the workplace have been implemented at both the governmental and corporate levels. Meanwhile, a significant body of research has developed to demonstrate the business benefits of creating more representative workforces.

Paragon Director, Debbie Scrimshaw was invited to contribute to RBSI's Future of Work Insight, regarding factoring diversity into recruitment practices.  Read the full article here -

Embracing neurodiversity can help businesses become more effective and successful. This approach is about helping everyone to thrive and seeing everyone as talent, no matter how their brain works, creating more inclusive, engaged and innovative organisations.

Work Sessions

Work Sessions

  • August 18, 2021

Just finished your GCSE’s, A-levels, degree or considering taking a gap year?
Want to understand the work options available to you right now on the Isle of Man?

Whether you are looking to kickstart your career, build funds to support you during your studies, or just understand what’s currently going on in the jobs market, we’re perfectly placed to inform and advise you - free of charge.
The Paragon team are delighted to introduce our Isle of Man ‘Work Sessions’ available now through our team of in-house consultants, who are primed and ready to discuss all topics work related, supporting you to make informed choices regarding your next steps, and to effectively prepare for the job search process. 
To find out more and book your work session, please email or speak with the Paragon team on 665115.

#understandyouroptions #jobsearchtips #cvprep #interviewtechniques #marketintel #salaryguide #employabilityskills #employerexpectations #isleofmanjobs #worksessions #teamparagon

Flexible recruitment

Flexible recruitment

  • July 26, 2021
It’s business as usual at St Georges Chambers, with a flexible approach to delivering our services.  We have best practice procedures in place to make sure we’re supporting our job seekers, employers, team and community.
  • Meetings and interviews are available over the phone, online or in person, depending on your preference.
  • For face-to-face meetings, we have designated rooms equipped with screens and distancing measures, and further digital suites for our consultants to manage the demand for online meetings. 
  • Face masks are available for all visitors, our team are also happy to wear a mask for the meeting – just let us know your preference.  
  • We have removed our Reception area and have an entry system.  Sanitiser is provided for use at entry and exit points; rooms are sanitised after each meeting.
Demand for recruitment services remains high, with an increasing number of jobs available for a range of Island employers.
If you’re thinking of making a career move, get in touch with the Paragon team and we’ll work with you supporting your Isle of Man job search.
Managing the holiday request influx

Managing the holiday request influx

  • April 16, 2021

Paragon Director, Debbie Scrimshaw and Damian Warburton, Manx Industrial Relations Service, discuss how Isle of Man employers can prepare for a potential influx of holiday requests - with Gef

Many of us have desperately missed our long haul holidays, precious family time, momentous celebrations, short indulgent breaks and essential shopping trips, with circumstances meaning that we have instead made the most of our homes, staycations and even the air bridge – but what happens when our borders relax and we’re potentially faced with a deluge of staff holiday requests for much needed breaks all at the same time?

Of course it’s imperative that your people take holidays – the chance to recharge and take a real break away from work is crucial, and never more so than now.  While offering some positives aspects, the last year has without doubt dealt many of us a range of challenges to our personal, family, financial and working lives, in some instances with detriment to health and wellbeing – the boundaries have increasingly evaporated at times between home office and home life, disrupting our routines - even before throwing home schooling demands and isolation complexities into the mix.

So how can we prepare to manage expectations when holiday time finally hits, and ensure that the needs of our greatest asset, our people, and our businesses are well taken care of?

  1. Effective Communication & Planning

Accommodating the majority of your staff taking a week or two off over key periods or during schools holidays each year can be difficult to schedule at the best of times. If you suddenly find yourself with a high proportion of your workforce expecting to take all of their remaining holiday allowance in the last quarter of 2021 to make up for lost time, this could be both impractical and damaging to your business, particularly during peak times or essential recovery. 

Gauge what expectations and requirements are likely to be as early as possible; explore preferences to use, cancel or carry holidays forward.  Consider options and alternatives, as no one solution may work for all - flexibility in approach where possible could be the answer.  Would blended working support those unable or unwilling to take holidays?  Could you implement a defined wellness programme or enhance your existing initiatives to meet the needs identified by your team as key to their individual and cohesive wellbeing?  

Clear and pro-active communication with a flexible approach can be the foundation for your business to understand and organise workforce planning, while at the same time providing the support vital to your people, aiding reengagement and retention.  

  1. Set Clear Guidelines

Some businesses are now requiring a percentage of holiday allowance to be used by specific deadlines, for example before Summer or Autumn 2021, to avoid overwhelming levels of requests during the final quarter.  Others have specified company holiday during a particular time which coincides with less busy business periods.  

Consider what your position is going to be on this issue as soon as you can, and ensure that timely guidance is discussed with your team and clearly communicated. This can avoid difficult situations where staff potentially pre-book trips, accommodation or flights under any assumption, creating discord when you have to decline a request, or dealing with absences the business hasn’t planned for and is unable to accommodate.  

It’s never a welcome situation as an employer to have to decline a holiday request, but prior communicated clarity and transparency regarding decision making rationale can significantly enhance parity, fairness and understanding, both for your employee and their colleagues.

  1. Consider levels of leave carried over

Whether you decide to allow your staff to carry forward holiday allowance or close your business during pre-determined times,  a clear outline and planning with your team is essential to ensure that leave is effectively managed, along with their expectations, engagement and wellbeing.  

For industries and businesses who are experiencing increased demand, the ability to enable staff to carry leave forward and be present now may work for both the individual and the employer, particularly when taking a holiday during the coming months just doesn’t appeal.  Some businesses allow employees to carry a 5 day allowance over to the next holiday year as standard, whereas other businesses do not and leave is lost if not taken – an increase in the number of days carried forward can work well for many industries.

Ultimately, the knowledge of not losing leave earned will be reassuring for many, and the ability to take a holiday during 2022 and beyond may well be a preferred option.  Flexibility in application, where possible, could benefit the needs of both your business and your team.

  1. Get ahead of the game

With any outcomes, you will obviously want to be fair and it’s practical to decide in advance how you will make these decisions. 

Prioritising those who have booked trips in advance, those who wish to visit family members or attend delayed events - even first come, first served could be situations you wish to consider.  Again, clear and transparent communications with defined guidelines and rationale can avoid potential discord.

Effective leave planning and forethought now can help to minimise the impact of potential issues throughout the next 20 months.

  1. The legalities

Damian Warburton, Manx Industrial Relations Service, advises:

‘The basic position is that employees are entitled to take a minimum of 4 weeks’ paid annual leave each year. The Annual Leave Regulations were amended in 2020 to allow holidays to be carried forward if employees are unable to take their holidays due to COVID 19 – these carried forward days can be taken at any time during the next 2 leave years. However this does not require employers to let workers carry leave forward in every situation and you should not assume that your employer will automatically allow any unused leave to be carried forward. The default position remains “use it or lose it.”

If an employer wants to ask staff to take annual leave at a particular time – even if this is during a period of lockdown – they are able to do so. The right in law is for workers to be able to take their annual leave, not necessarily to be able to take it at a time that is convenient to them. If an employer wants to compel an individual to take annual leave they will need to give at least double the amount of notice compared to the amount of leave they want the individual to take i.e. to force somebody to take 1 week’s leave the employer would need to give at least 2 weeks’ notice. Employers can also cancel previously – agreed leave by giving the same amount of notice as the amount of leave they want to cancel. 

All this means that it is really important to have a clear process for requesting and agreeing holidays - usually this process will be contained in an organisation’s staff handbook or it might form part of an individual’s contract.  If your existing process doesn’t give sufficient flexibility MIRS recommends working with your staff to agree some changes that will fairly balance business need with the desire of staff to take their holidays when they can get the most benefit from it.’


Executive Recruitment - the Paragon way

Executive Recruitment - the Paragon way

  • March 30, 2021

The Employer's perspective...

Tapping into the Unknown

Executive recruiting is an art that requires discretion and trust, and comes from years of specialised experience. It is a highly skilled discipline provided by focussed experts who work intimately and sensitively with your organisation to carefully define a role and then to short list and track suitable candidates who may not be on the open market. This is done by getting to know you and your people on an individual basis, so we can present prospective candidates with a compelling reason to join your business.

Experienced Professionals

Paragon's Executive Team have over 20 years’ experience in the recruitment industry backed by substantial careers within International Finance in the Isle of Man, UK and Channel Islands. We are highly respected, networked and effective, with credibility and proven track records. Classed as ‘Trusted Business Partner’ for a range of regulated and commercial global businesses we pride ourselves on how we truly adapt to each individual organisational needs by understanding your business ethos, people and culture. This is vital as it enables us to source candidates who can make a genuine difference to your organisation. Finding the right executive takes a huge amount of time – outsourcing to specialists takes that pressure off you.

Time Saving Focus

As experts in the art of screening talent, we can accomplish more work, in less time, due to our in-depth knowledge and experience. This means we do not simply supply employers long speculative candidate lists; refined shortlists only.

Leveraging Long-forged Trust

Most importantly regular updates with our own candidates means we know them personally, building long term trust.  These are not individuals we have had one phone call with a few months ago, who we’re just going to put in front of you at interview and hope for the best – we know what drives them, we know their strengths and weaknesses, and we’re constantly vetting them, so nothing is left to chance, saving organisations money and time!

Extensive Reach

We have access to a huge network of candidates from our own ‘registered’ candidate database, social media platforms with an impressive reach of 30k followers across a variety of platforms puts us in an enviable positon with our competitors. We can offer Employer branding and market consultancy, followed by Recruitment advertising - design, management and response handling. After many years of experience we understand what works and what doesn’t!


The Candidate's perspective...

Discretion Assured

You have worked hard to reach Executive status. You cannot afford your integrity to be compromised. We value discretion above all else and will only work with you in the utmost confidentiality.

The Experts

We are a group of like minded professional Recruiters who are experts in matching people to roles, and can be an invaluable source of information on the local marketplace - who is recruiting, when, how and for which positions.  Often recruiters have access to vacancies and opportunities which aren’t advertised, and can work to create new opportunities based on knowledge of their clients’ current and future business needs.

Insider Advice

We can advise on how to best approach your preferred organisations, with appropriate and up to-date CV and interview tips based on industry standards, in addition to providing proactive recommendations on positions or areas you may not have considered. 

Our Executive Recruiters also provide independent careers advice - they can assist you with weighing up the pros and cons of different career paths, and offer a realistic appraisal of the local marketplace, together with information on salary levels, company cultures, working environment, ongoing support and much more.

CV’s that stand out

Your CV is a starting point for what should be an active document, and ultimately the tool to enable you to secure an interview with your employers of choice.  It’s crucial to adapt your CV for each role, every time – you need to consider the role and employer you are applying to and then to include or remove appropriate information in support of this.

We will assist and guide, this is your document and you are best placed to understand and update your work history, skills and aspirations. We will make it shine!

Tailored Communication

We will keep in contact with you by setting out a set of communication expectations and agree on the best way to work together moving forwards. Every individual has different expectations on the levels of communication expected, so we will agree on timeframes and methods to review your search.  It might be just a call when a great potential opportunity comes up, a regular scheduled discussion or an email check-in every two weeks. 

Ultimately recruitment is about people – attraction, identification, market knowledge, effective communication and networking - our contacts, methods and track record reflect the levels of commitment our whole team places in delivering results, and the passion for our business.

Find out more:

If you would like to understand more about our Executive offering, please contact or alternatively you can call on 01624 665115 for a confidential chat.

Manx Restart Scheme

Manx Restart Scheme

  • January 26, 2021

The Manx Restart Scheme has been developed as part of the Government’s Economic Recovery Programme to help individuals on the Isle of Man who have been unemployed for three months or more, and to financially support businesses who wish to grow and take on new staff.

Find out more about the Manx Restart Scheme via the following link, speak to any member of the Paragon Recruitment Restart Team on 665115, or email

*scheme closed December 2021*

#supportingemployment #restartingcareers #isleofmanjobs #teamparagon

Operational update

Operational update

  • January 06, 2021

In line with Isle of Man Government guidelines, we’d like to update you on our operational plans in place until 27th January 2021:  

Permanent & Executive Recruitment

We have closed our physical Paragon offices, with our teams working from home on shifts between 10am - 4pm, Monday to Friday. To get in touch with us, please use your usual preferred method -

- General office number 665115
- Email your usual contact/any team member directly
- Email our admin team -

Temporary Workforce Support

Our temporary work services remain operational wherever possible and within appropriate guidelines. Our temporary payroll is running as normal, with the exception of online timesheets only.

For direct recruitment purposes and payroll only instructions, our following client support services also remain available -

- Verification & pre-employment screening
- Payroll support & services
- Recruitment advertising - design, management & response handling
- Candidate experience management

Manx Restart Scheme

We continue our management of support to both individuals and employers under the Manx Restart Scheme; we can be reached by email at or via our general office number 665115.  *Please note that the Scheme has now closed to new applications - if there is any additional way we can support you, please get in touch.

Isle of Man Business Network Gin Tasting

Isle of Man Business Network Gin Tasting

  • September 15, 2020

Paragon are delighted to sponsor the much anticipated 'Isle of Man Business Network's Gin Tasting event'.

The Isle of Man Business Network is delighted to invite you to a Gin Tasting hosted by the Wine Cellar during our networking event on Thursday 1 October 2020, from 5:30pm - 9:00pm, at the Tickethall, Douglas.

During the event you will have time to catch up with old and new friends as well as sample 5 gins with various mixers to experience how changing the mixer can impact the taste of the drink.

A two course buffet will be supplied and served by the Tickethall.

Information and tickets -

Writing a winning job advert

Writing a winning job advert

  • September 07, 2020

An impressive job advert is unlikely to be a lengthy, generic list of roles and responsibilities. It’s all about diving straight into what really matters, both for you as an employer and for the potential candidate that may just be the superstar you’re looking for.

Before you get caught up in detailing the intricacies of the role, consider these three key points to help you stay on the right path.

Include all important information

In theory, this sounds straightforward, right? However, you’d be surprised at just how much a potential applicant might want to know about you at this early stage. Aside from the job title, brief list of role responsibilities and a little about the company’s background, a candidate wants to know what makes you stand out from the crowd.

If your office set in a stunning location? What’s included in your employee benefits package? What’s the salary range? It can be difficult to put a figure on the latter, but it’s crucial if you are to make efficient use of your time. You’ll already have a good idea of your budget, but you’ll be wasting everyone’s time if candidates with high aspirations later find out that the salary on offer simply isn’t viable for them.

Opt for inclusive language

Open yourself up to a diverse talent pool by choosing words that welcome candidates from all backgrounds. An estimated 40 per cent of hiring managers don’t consider the use of gender coded language when writing job descriptions, but it needn’t be time-intensive.

Words such as ‘dominate’ or ‘competitive’ are considered more masculine terms, and can unconsciously be deterring women from applying for the position. Try using tools like Textico that can help you identify any issues.

Keep on top of your key words

Firstly, you’ll need to ensure your job title is clear, recognisable and actually a term that your ideal candidate will be searching for. These days, job titles tend to be flexible and you may be tempted to try and stand out from the crowd. Our advice? Don’t.

Aim to use the exact search terms as your applicants, putting yourself on a level playing field with your competitors. Try putting yourself in their shoes. Will they search for ‘IT jobs’ or or something more specific? If in doubt, include both. The same goes for your location, skills and attributes too.

A cookie-cutter approach to job descriptions won’t get you very far, and you risk the candidate recognising your carbon copy of previous job descriptions. Instead, personalise each one, keeping your ideal employee in mind and slowly luring them in with the unique offering you’re ready to put on the table.

We’re the recruitment partner of choice for many of the Island’s premier employers. They trust us to help them find the right candidate to fill their roles. Click here for more information on how we can help you with your job search, or to secure the talent your business needs.

Managing your employer brand during the recruitment process

Managing your employer brand during the recruitment process

  • September 03, 2020

78% of candidates believe the overall candidate experience is a key indicator of how a company values its staff, so it’s crucial that you get it right. Failure to do so will not only harm your chances of bringing your preferred candidate on board, but your employer brand as a whole.

At each stage of the hiring process, you’ll need to remember that you’re not the only one seeking the perfect fit – those in your pool of potential candidates are scrutinising you too. So, how can you uphold your reputation and, at the same time, attract the sector’s best talent?

Showcase your company culture

Company culture is hugely important to a majority of people, with 57 per cent of UK employees stating that it is a bigger contributor towards job satisfaction than a generous salary. It’s also your chance to stand out from the crowd and allow more of your team’s personalities to shine through.

Don’t underestimate the impact that looking after your current workforce can have on employer branding too, as these are the people that will spread the word about your company – whether positive or negative.

Have you acted on feedback from your employees? Do you have an open-door policy? Is there plenty of room for career progression? These might not usually be factors you’d consider before hiring, but you’d be surprised at how much of an impact a single bad review can have.

Consider your communication channels

The way in which you talk to (and about) your candidates says a great deal about how you treat your employees, whether it’s the job advertisement, email correspondence or even greeting an interviewee at the door.

Keeping your social media platforms up to date probably isn’t at the forefront of your mind when you’re recruiting. However, it’s one of the first few places that a candidate might look to find out more about your company. Engage with your audience, share snippets of what the team is up to and treat it like a dressing a virtual shop window. Are your company’s social media accounts presenting you in the best light?

Ensure you know your employee benefits inside out

An employee benefits package shouldn’t be a thrown-together list of all the different perks you assume would attract top talent; they need to be fully thought through and up-and-running by the time your new hire joins the team.

Do you offer free parking, flexible working or access to private healthcare? If so, make this clear in your job description and point to it if necessary during the interview. If you’re listening carefully, you should start to build a clearer picture of a candidate’s views and values. In turn, this will help you to identify which aspects of your company will most appeal to them.

Flaunt your opportunities for progression

A candidate needs to be able to visualise their future with your business, ensuring that their values align with yours and that there will be plenty of room for them to climb the career ladder. From the get-go, be honest and transparent about the salary on offer too, as this will be a key factor in determining whether applying for the position would be viable.

Investing in the future of your workforce works wonders for both your staff and the company as a whole. Regular training sessions will sharpen their skillsets, improve their performance and prove that you’re committed to aiding their personal development. As a result, you’ll be working alongside a happier, more dedicated team, as well as attracting plenty of talented new hires.

We’re the recruitment partner of choice for many of the Island’s premier employers. They trust us to help them find the right candidate to fill their roles. Click here for more information on how we can help you or your business.


A strong personal brand can help you to stand out from the crowd

A strong personal brand can help you to stand out from the crowd

  • August 18, 2020

These days, ‘networking’ doesn’t necessarily mean a large gathering of professionals in a conference suite. A combination of ever-advancing digital technologies and safety restrictions imposed by Covid-19 have shifted the way that we expand our professional networks.

Nevertheless, whether you’re attending a socially distanced meet-up or a more laid-back webinar on Zoom, there are still endless opportunities to better establish your personal brand.

Showcase your authenticity

Although you may consider your website, blog posts and social media profiles to be an accurate representation of you and your business, it’s always difficult to gauge authenticity until you’ve met someone in person. Networking is an opportunity to really get to know someone as person, rather than just a name and profile picture on Twitter or LinkedIn.

Uphold your reputation

Each networking event you attend is likely to be centred around a particular topic, and you’ll need to do your research on it beforehand if it’s one you’re not already familiar with. If it puts your mind at ease, why not plan a few talking points or conversation starters in advance? You’ll need to prove that you’re fully up to speed with what’s happening in your industry in order to maintain your reputation as an expert in your field.

Cultivate new relationships

It’s useful to know who will be at an event too, so that you can pinpoint the people that you’d most like to interact with. Many companies will publish a list of attendees ahead of the event, so be sure to take a look. Check out the attendees’ websites and social media profiles too, carefully considering which best align with your own personal brand. Is there someone you’d like to collaborate with, or a thought leader that you admire?

When you’re at a conference, try using LinkedIn’s handy ‘find nearby’ tool which will provide you with a list of LinkedIn users that are standing in close proximity to you. It’ll not only help you find these familiar faces, but help you stay in contact with them after the event too!

Strengthen existing connections

Successfully growing your professional network requires patience, an open mind and a genuine desire to connect with like-minded individuals. Essentially, networking is relationship-building – or at least it should be. What services or support could you offer? Could you refer them to a potential business opportunity? There’s a difference between self-promotion and networking, and the emphasis should always be on the latter.

After being introduced to someone new, it’s wise to send them a connection request on LinkedIn. Instead of using the automated message, why not write your own? Personalised InMail messages boost your chance of a positive response by 15% and are another way to help clearly define your personal brand.

At any networking event, always aim for quality over quantity. Remember that there’s no need to try and speak to every person in the room – it’s best to invest your time in just a few conversations and really make them worthwhile.

We’re the recruitment partner of choice for many of the Island’s premier employers. They trust us to help them find the right candidate to fill their roles. Click here for more information on how we can help you with your job search.



Welcome to

Welcome to

  • July 21, 2020

We are delighted to share our new Workology website – an outplacement service designed specifically for the Isle of Man marketplace.

Outplacement is a dedicated service which can be sourced by employers to help their employees move onwards following redundancy or other exits.  Often delivered through individual and/or group formats, support can include career evaluation and guidance, job search strategies, personal branding, CV and interview coaching, developing networks and understanding the local jobs market.

Workology’s collaborative approach brings together experts in Outplacement, Careers, Coaching and Employment, providing fast access to personalised outplacement programmes, administered and supported by the Paragon Recruitment team.

To find out more, visit 

Pre-employment screening - why it matters

Pre-employment screening - why it matters

  • July 17, 2020

With an estimated 63 per cent of candidates prepared to exaggerate on their CV in order to boost their chances of securing an interview, there’s never been a better time to invest in pre-employment screening. Contrary to popular belief, there’s much more to it than simply requesting references and verifying their compliance with employment regulations.

Pre-employment screening allows an employer to delve deeper into a candidate’s qualifications, work experience, criminal record, social media presence and right to work in the country. Typically, this process takes place after the interview stage. Assessing the results not only allows hiring managers to determine whether they could work in harmony from a professional point of view, but to see if the candidate might integrate well into their company culture too.

So, aside from this, how could investing in pre-employment screening have a positive, long-term impact on your business?

Lower your employee turnover

Recruiting a new member of staff can be time - and money - intensive, so it’s vital that you hire the right candidate. By obtaining character references and checking for any legal complications you may encounter further down the line, you’re building up a fuller picture of your potential new employee which will, in turn, help you to determine whether this could be a viable partnership.

While pre-employment screening does usually add an additional cost to the hiring process, the return on investment will be quickly realised. If you were to skip this extra step and discover that your new recruit isn’t all that they made out to be, you may find yourself starting all over again in search of a replacement – and an expensive one too.

Streamline the hiring process

An employer may carry out pre-employment screening either before or after a job offer has been made, and there are pros and cons to each. In some cases, this will take place before an offer has been laid on the table – meaning an applicant may start working almost immediately after accepting the role. Or, if they don’t meet your expectations, you can swiftly move on to the next candidate.

On the flip side, screening multiple candidates might not be within your budget. As an alternative, you may choose to make a job offer, then conduct the necessary checks. If everything goes according to plan, this can be the fastest and most affordable way to go – but if not, you should be prepared to withdraw your offer and reassess your options.

Uphold your reputation

Pre-employment screening may also help to protect against fraud, by identifying applicants who are using a false name, employment history or qualifications. However, employers must remember that their investigation must be justifiable and directly relevant to the vacant role.

For instance, those who work with young or vulnerable people must undergo DBS checks, and those who operate machinery or drive vehicles would need a clean driving license. In some circumstances, further investigations may be necessary.

Whether it’s for an added layer of security, a desire to make a successful permanent placement or simply for peace of mind, pre-employment screening could be hugely beneficial for you and for the long-term success for your business too.

We’re the recruitment partner of choice for many of the Island’s premier employers. They trust us to help them find the right candidate to fill their roles.  Speak to Lucie Dolman to understand how Paragon's range of outsourced pre-employment checks and screening services can support your business.

The benefits of professional outplacement

The benefits of professional outplacement

  • July 14, 2020

As an employer, one of the most difficult decisions you may ever have to make is choosing to let go of a member of your team. In recent months, this has only been amplified by the severe economic downturn we’ve seen as a result of Covid-19. Left with no choice but to scale back and reassess where their weaknesses lie, 1 in 4 businesses are expecting to make redundancies due to the crisis.

Outplacement services can be a lifeline in these difficult situations, helping to alleviate some of the guilt that the employer may feel about laying off a hard-working employee. These specialist services offer advice and support to aid employees in making their next career move. Once upon a time, outplacement was reserved for those in senior managerial positions. However, in recent years, we’ve seen organisations offer this support to all employees, regardless of their role.

So, why are so many businesses choosing to support their employees, even while they’re making their departure?

Part ways on good terms

In the professional sphere, burning bridges will very rarely work in your favour – whether it was intentional or not. This not only applies to the employee who is exiting the business, but to their employer too. By easing their departure from your own company and easing their arrival at another, you’re acknowledging the value and expertise that the employee brings to the table and bettering your chances of successfully working together again in the future.

Provide stability during an uncertain time

For the individual, professional outplacement can provide both emotional and financial support. Most companies will work alongside a third-party organisation to provide this service, which leaves employees feeling more comfortable with opening up about any queries and concerns. Many additional questions may also be raised about how the redundancy process will be affected by the long-term impact of Covid-19.

Signpost possible ways to move forwards

If the employee has been with the company for quite some time, it’s likely that they will need to learn to navigate a vastly different career landscape. At first, they may feel completely lost, simply asking themselves ‘well, what now?’. This is where professional outplacement teams can lend a helping hand, by pointing them in the right direction and providing an overview of the sector in its current state, as well a valuable insight into recruitment trends.

Boost morale and productivity

It’s no secret that redundancies lead to a dip in morale in the workplace, especially during times of economic crisis. Once the news of a redundancy spreads, other employees begin to wonder if they’ll be the next to go – or, in some cases, which of their colleagues will be. It’s estimated that 46 per cent of your team will experience a significant drop in morale, causing productivity levels to decrease too. Knowing that, in the worst case scenario, there’s a net waiting to help break the fall, you might just be able to give them a little more peace of mind.

Protect your company’s reputation

Understandably, it may seem counterintuitive to invest in staff that are leaving the business – especially when you’re trying to cut costs. But an investment into your employees’ wellbeing won’t go unnoticed, both to your current employees and the ones you may employ further down the line when business picks up again. Millennials are typically the generation most concerned with workplace wellbeing, but this sense of trust and commitment to your team will be appreciated by staff of all ages.

At the end of the day, all businesses have to make cuts every now and again – especially when a global pandemic has been thrown into the mix. Redundancy will never be easy, but ultimately, it’s the way in which you handle the situation that will have the longest lasting impact on all parties involved.

Paragon are the recruitment partner of choice for many of the Island’s premier employers.  As part of our recruitment registration process, our Recruitment Consultants provide current jobs market overview, together with professional job search support and advice, to help each individual to make the most of their own Isle of Man job search. 

We also deliver professional Outplacement support through our Workology services to Isle of Man businesses in all industries; here we define and deliver practical, adaptable and effective personal outplacement plans.

Our unique approach enables organisations to select an appropriate level of support from a series of 3 programmes.  We design and facilitate workshops for both 1-1 and group sessions bespoke to each business and individual, working with a team of industry professionals in areas of careers, employment, marketing and executive coaching.  

From strengths profiling, positive psychology and resilience work, CV building and interview performance coaching, to personal branding and job search strategies, we facilitate positive action planning to enable individuals to move on quickly and effectively.

Contact the Paragon Team to find out more.

Dealing with redundancy in interviews

Dealing with redundancy in interviews

  • July 07, 2020

Losing your job can be devastating, whether you were expecting it or not. You may find it difficult to process what has happened, see light at the end of the tunnel and re-establish financial stability. Then, on top of all that, you’ll need to prepare to justify it in your next interview. It’s tough, but with the widespread redundancies being made as a result of Covid-19, you’re certainly not alone.

As there’s no need to mention your redundancy in your cover letter, it’s highly likely that the first time you mention it will be in your interview. Any eagle-eyed hiring manager will notice if you’ve got gaps on your CV – and they won’t hesitate to question you about it. Even the calmest, most collected interviewee can start to get hot under the collar when asked why their role no longer exists, so try to prepare as best you can. Here’s how.

Come to terms with your current situation

When it comes to redundancy, it’s far too easy to feel like you’re ‘the chosen one’ – especially if you’re the only person in the company to lose your job. This can leaving you feeling resentful, as though your employer never valued you as much as your hard-working colleagues. However, given the current economic climate, this is often not the case.

Recently, businesses all over the world have been left with no choice but to make some really tough financial decisions – and making drastic cuts may be their only lifeline to recovery. Remember that there’s a stark difference between being fired and being made redundant, and your future employers know this just as well as you do.

Embrace organisational transformation

Long before Covid-19 came onto the scene, there was much discussion around the number of jobs that would eventually be lost to automated technologies. We already knew that digitisation and automation would totally transform the workplace, with over 70% of organisations already working on their digital transformation strategy. Covid-19 has simply accelerated this transition – and ruthlessly.

If your previous employer is restructuring the business internally, or your role has been replaced by new technologies, then be honest with your interviewer. Perhaps you’ve completed the transformation project that you were brought into the business to do, and despite achieving outstanding results, it’s now time to hand over the reigns. Briefly acknowledging why there was a need for change in the company – while giving a nod to your previous successes – can really work in your favour.

Look to the future, not to the past

During lockdown, many of us have had time to reconsider our priorities – and there’s no shame in admitting this to your interviewer. If you found yourself moving in a different direction to the one you were aiming for, it may well have been time for you to make your next career move. Where you can, try to steer the conversation towards your career aspirations and the skills and experience that will enable you to get there.

Here, confidence is key. After dusting yourself off and applying for your next role, know that you’re already on the right track. Then, if you can prove your resilience and determination to move past your redundancy, your interviewer is sure to see the potential that’s just waiting to be unleashed.

We’re the recruitment partner of choice for many of the Island’s premier employers. They trust us to help them find the right candidate to fill their roles. Click here for more information on how we can help you with your job search.


Reduce your time and cost per hire with Paragon

Reduce your time and cost per hire with Paragon

  • June 29, 2020

When an unexpected vacancy arises, time is of the essence. Workloads begin to pile up, and there just aren’t quite enough pairs of hands to tackle it – let alone look for a new recruit. As time and money go hand-in-hand, streamlining the recruitment process is vital. That’s when it’s time to ask the experts for a helping hand.

Let’s take a look at three ways that a recruiter can help you to keep costs low and find that all-important superstar candidate.

Reach the right candidates

Even the clearest job descriptions and most eye-catching advertisements can slip right past the eyes of your ideal applicants. Why? Well, often they’re simply not looking for it. Just 30% of the global workforce are active job seekers, meaning the rest is made up of passive candidates which could be exactly what you’re looking for.

Here’s where a recruiter’s extensive professional network comes into a league of their own. Their carefully cultivated talent pipelines are gold mines when it comes to finding the perfect fit, whether the candidate is already looking for a new role or not. Dipping into this talent pool will catapult you in the right direction and vastly reduce the amount of time a position is left unfilled – meaning you can get straight back to business.

Free up your workforce

Partnering with a recruitment agency enables your employees to, quite simply, do what they were employed to do. Recruiting is a time-intensive process, and your management team most likely have enough on their plate without sifting through CVs and arranging interviews. By bringing in an extra pair of hands to do the headhunting for you, you’re allowing your existing team to focus on driving revenues when you need it most.

Automated technologies also allow recruiters to screen candidates and eliminate underqualified ones in just a fraction of the time that it would take an employee to complete manually. In some cases, turning to technology can eliminate unconscious bias in the hiring process too.

Build a lasting relationship

Your business may have a skills gap to plug, but selecting the right candidate for the job comes down to more than just the skills they bring to the table. When enlisting the help of a recruiter, you’ll not only be asked about the role requirements, but also your company culture and the direction that your business is heading in. As a result, they will be able to visualise the bigger picture and begin to filter out the candidates which may not be such a great fit – leaving you with a more focused talent pool that’s been curated especially for you.

Company culture can be easily overlooked, but with 65% of employees admitting that it’s a key factor in deciding whether to stay in their current role or look elsewhere, it’s an essential part of ensuring your new hire can see a future with your company. Over time, a recruiter will become acquainted with your company culture as if it were their own, and be able to successfully place candidates with you time and time again.

We’re the recruitment partner of choice for many of the Island’s premier employers. They trust us to help them find the right candidate to fill their roles. Click here for more information on how we can help to source your next superstar candidate.


The Talking Mongoose

The Talking Mongoose

  • June 23, 2020

In this episode of the Talking Mongoose, Paragon's Martin Cowan talks with coach and mentor, Carol Glover (Carol Glover - The Maverick Maker) about a whole host of topics - from the benefits of change in these uncertain times, to how the future may look. 

Carol gives insight into some of the teachings she uses in her coaching and she and Martin discuss the importance of emotional intelligence.

You can listen on Spotify, Apple Podcasts and on Gef's website -

Artwork - Laura Bowles / islandofsocial

How to unlock the power of the Isle of Man's burgeoning temporary workforce

How to unlock the power of the Isle of Man's burgeoning temporary workforce

  • June 22, 2020

Regardless of whether the economy is running at lightning speed or is sluggishly slow, the demand for temporary talent continues to remain steady. With the hiring needs of employers becoming increasingly uncertain, turning to the temporary workforce could provide them with access to a wealth of talent previously untapped.

Here we take a look at how employers across the Isle of Man can benefit from this section of the workforce.

Flexible hiring to meet fluctuations in demand:

The findings of a study published by the Resolution Foundation revealed that temporary workers are a key element of the workforce for around 40 per cent of all employers. Several other reports put this figure at 70 per cent or higher. Unsurprisingly then, temporary workers come into their own when businesses need an extra pair of (capable) hands during times of high or unexpected demand. Not only does this provide key support for an over-stretched team of permanent employees, it also enables the business to keep their hiring costs to a minimum as they only recruit the extra talent they need, when they need it.

Freeing up your schedule to give you your time back:

Recruiting for permanent staff is notoriously time consuming, and it is easy to see why so many employers turn to temporary recruitment agencies to help them find the quality candidates to help them with their hiring requirements. And because in many instances the temporary workers being recruited for already have the experience and skills to be successful in the role, employers can quickly find that not only is their time-to-hire significantly reduced, the cost per hire also decreases.  

Securing talent for the future:

If the events of the last few months have taught as anything it is that great long-term value can be gained from investing in temporary workers in the short term. If they’ve been doing a good job during their temporary contract and look to be a good fit for the role and company culture, then it makes business sense to seize the opportunity to make the role a permanent one. This effectively eliminates the need to undergo another round of recruitment, plugs the long-term talent gap within the business and extends the period of employment for the worker themselves; it’s a real win-win.

Tapping into the ‘hidden’ temporary talent pool:

Most if not all employers will have a database of potential candidates that they can access as and when a new role becomes available. But how many of those contacts are actively available for work at the time when you need them? This is where working with a recruitment agency really helps. They will have a network of talented individuals at their fingertips, many of whom they will have placed in other roles. Not only does this mean that the agency has a good understanding as to what each of these individuals can offer, they will also be privy to their availability to take up a new role. For example, they will know when existing contracts are due to end for those candidates who skills and experience are most suited to the role you are recruiting for. They can then set about approaching them directly on your behalf to secure their interest and what do you have to offer.

Mitigate many of the risks associated with long term appointments:

According to the Recruitment and Employment Confederation, the cost of a permanent mis-hire can range from £42,000 as a minimum to over £132,000. Few businesses, if any, can afford to absorb such a financial hit especially in the current economic climate. This is not to suggest that employers should turn away from hiring permanent workers in favour of those they can bring on board on a temporary basis. Rather, adaptability is very much the name of the game here. When hiring temporary workers, you don't have to wait out notice periods, training can start immediately, and you're not left with an empty workstation. 

Finally, temporary workers can add real value to the culture of the business. Our experience of recruiting temporary workers over the years has shown us time and again start they tend to have a strong positive mindset and enthusiasm for the work they do. Moreover, they often share ideas that have evolved and been developed during each previous contract they have worked which their current employer becomes the beneficiary of.

We’re the recruitment partner of choice for many of the Island’s premier employers. They trust us to help them find the right candidate to fill their roles. Click here for more information on how we can help you with your job search.

Demand for temp workers is increasing - could your next job be a temporary one?

Demand for temp workers is increasing - could your next job be a temporary one?

  • June 12, 2020

To temp, or not to temp: Why becoming a temporary worker could be a sound career move

When it comes to stigmas, temporary workers are right up there. From ‘they’re obviously not good enough to have a “proper” job’, to ‘Temp work is a last resort and something that people do when they don’t actually know what they want to do,’ the perception of a temporary worker is often misleading and can see candidates missing out on a wealth of exciting career opportunities.

Over the next few minutes, we will attempt to debunk some of the myths that surround temporary working, and show you why this could and should be a consideration for your next career move:

  1. “Employers are only interested in hiring people for the long term”

The events of the last few months can lay that argument to rest straight away. The coronavirus pandemic has forced employers to rethink their workforce, and many businesses are turning to temporary workers to help them during this challenging period. But their need for talent on a short-term basis won’t end there. As demand for the goods they produce and services they provide begins to rise once more, temporary workers will become even more sought after than they are now.

  1. “Temporary workers get paid less than their permanent colleagues doing the same job”

Now that is a myth with bells, tinsel and flashing lights all wrapped around it. It simply isn’t true, but we understand how the myth has prevailed for so long. Employers often look to hire temporary workers to fill a short-term gap and this helps them to keep their costs to a minimum. For them, hiring the talent they need for a clearly defined period of time makes good business sense, while the employee themselves can quickly build up a portfolio of valuable experience.

  1. “Being a temporary worker suggests a lack of commitment”

If we had a penny for every time we have heard this we’d, well, let’s just say the villa overlooking the sea with the yacht moored below would be where we’d be penning this article right now. The valuable experience we mentioned in the point above is precisely why employers use temporary workers in the first place because – they simply add value to the team and because they have performed similar roles before, they will likely hit the ground running. This makes temporary workers a highly desirable proposition for employers.

  1. “Temporary roles never last longer than a few weeks”

Historically that was the case. However, the length of temporary assignments has increased in line with the number of roles being created and can last several months. Moreover, as we have discovered ourselves with many of the hundreds of temporary candidates who we have placed with employers, once your foot is in the door a range of new opportunities can open up for you. This could range from an extension of your existing contract to being offered a permanent role with greater responsibility (and higher pay!).

  1. “Temporary workers aren’t good enough to get a proper job”

Ouch! Besides, what is a ‘proper’ job anyway? The days when a job was for life no longer exist, while the number of people working a traditional 9 to 5 is getting smaller and smaller. This is largely due to the increased demand for flexible working, with an estimated 70 per cent of millennial seeking to fit jobs that work around their lifestyles.

We’re the recruitment partner of choice for many of the Island’s premier employers. They trust us to help them find the right candidate to fill their Temporary roles.

Click here to find out how we can help you with your job search.

#careeradvice #isleofmanjobs #teamparagon

5 reasons to consider using a recruiter to help land your dream job

5 reasons to consider using a recruiter to help land your dream job

  • June 08, 2020

How (and why) a recruiter can help you master your dream job


As a job seeker, you have more ways than ever before to find that all-important next role. From online job boards and company careers pages, to mobile apps and the job pages of the local newspaper your choices are plentiful. But an estimated 70% of all available jobs are never advertised, which means that your ideal job is probably out there and being recruited for right now. So, how can you find these roles?


Here are five ways that a recruitment consultancy can help you take a step closer to securing your new role now:


  1. Master networkers

One of our favourite quotes comes from Ronald Burt, Professor of Sociology and Strategy at University of Chicago. He said: "Instead of better glasses, your network gives you better eyes." He is right. Recruiters don’t simply scan the job ads to see what roles are available, they are formidable relationship builders who nurture and grow their network of professional contacts. And when this network has a new position that needs to be filled, they’re more likely to turn to a recruitment expert they ‘know’ to help them find the right candidate, rather than advertise their role in the tradition way.


  1. Master profile builders

It is said that employers will spend just 15-30 seconds considering a CV and covering letter – sometimes less. If what they see doesn’t grab their attention, they will simply ‘file’ (code for ‘send it to the trash’) your details away. So, you need to make a strong first impression…fast. It isn’t easy, but this is what recruiters are trained to do. By understanding your precise requirements, career expectations and experience to date, recruiters can tailor your application in a way that matches your skills with those that are most desired in the role you wish to apply for. In doing so, your chances of interview success are significantly increased.


  1. Master time savers

Sometimes it can feel as though looking for a job is a job in itself. From all those hours spent scrolling through job-boards to posting applications and following them up, it can be exhausting and frustrating, not to mention extremely time consuming. Working with a recruiter can effectively take this task on for you – and do it better. Recruiters do this for a living, and they can proactively search and find the right roles with the right employers and at the right time for you.


  1. Master negotiators

There are two things that make most candidates feel uncomfortable: talking about their weaknesses; and, perhaps most importantly, talking about money. It is the proverbial elephant in the room that can see brilliant candidates fail to get the salary their experience, skills and obvious potential suggests they should. This is an area where recruiters really do shine. Because they have taken the time to really understand you, they appreciate the value you can add to an employer, and so they can take on the salary negotiation on your behalf, ensuring you receive the offer you truly deserve.


  1. Finally…

On average, people in their mid-twenties to mid-thirties change jobs every two-and-a-half to three years, whilst those over 35 will typically remain with the same employer for four or more years. We can all get itchy feet and seek a move elsewhere, especially if the opportunity to progress further is not readily available. So, when that time comes, who better to help you find your next role than a recruiter – especially one who is known to you. If they’ve worked with you in the past, then they’ll ‘get’ what you are all about which in turn can accelerate the recruitment process and see you secure your next move sooner rather than later.


We’re the recruitment partner of choice for many of the island’s premier employers. They trust us to help them find the right candidate to fill their roles.  Speak to the Paragon Team for more information on how we can help you with your job search.

Business Planning at Paragon

Business Planning at Paragon

  • March 13, 2020

Paragon are monitoring ongoing advice and following best practice to protect our teams, candidates, clients, partners and business delivery -  

We have initiated social distancing measures but this does not preclude you from accessing our services – we can of course undertake your registration meeting to actively and efficiently progress any job search with you via the telephone or digitally. 

Telephone and digital interviews are part of our usual working processes and we are already utilising our existing technology to ensure we can continue our services responsibly - whether from our offices or working from other locations.

We continue to actively monitor guidance and update our practices, but please speak to us to discuss your individual requirements at any point.

Isle of Man Graduate Fair 2020

Isle of Man Graduate Fair 2020

  • February 20, 2020

Grad Fair 2020 takes place on April 17 at the Villa Marina, hosting a line-up of organisation exhibitors, on-hand to provide you with information and guidance. 

There will be a dedicated start-up zone, so if you are a budding entrepreneur, bring your business plan.  In addition, there will be a number of panel sessions showcasing some of the hottest business experts in the Villa, providing practical advice which will help you strengthen your CV and job applications, whilst developing your professional skills and building your contacts.

The Pargon Team will be attending again this year, ready to discuss all matters work/career related - register for free today:…

Paragon loves you!

Paragon loves you!

  • February 13, 2020

Team Paragon are out and about around the Isle of Man this week spreading a little Paragon love to our fabulous clients and hard working temps ❤

#paragonlovesyou #valentinestreats #recruitmentlife #isleofmanjobs #teamparagon

Hop-tu-Naa Client Deliveries

Hop-tu-Naa Client Deliveries

  • October 30, 2019

Team Paragon are flying around the IoM this week delivering our delicious Taylor Made Cakes Hop-tu-Naa treats to our fabulous clients #whoyagonnacall #ghostbiscuits

Vicki Blackburn joins the Paragon Team

Vicki Blackburn joins the Paragon Team

  • October 21, 2019

Paragon are delighted to announce the appointment of Vicki Blackburn as a Senior Consultant within our Recruitment Team at St George’s Chambers, Douglas.

Vicki is a highly experienced, respected and qualified recruiter, having worked within the recruitment industry on the Isle of Man since 2003.  Skilled in managing permanent, temporary and contract recruitment services from junior to senior level, Vicki is experienced in undertaking both specialist talent search projects and quantity recruitment campaigns for employers across the Isle of Man Finance Sector.   

With a reputation for naturally going the extra mile for candidates and delivering focused and determined results to the client businesses she works with, Vicki is truly passionate about placing candidates into the right position, helping people to secure their ideal roles through quality relationship management, one-to-one coaching and real world advice. 

Vicki will work closely with our Temporary and Permanent Teams in delivering Paragon’s Isle of Man recruitment and advisory services, from first role to senior appointments.

Welcome to the Paragon Team Vicki!

Caitlin Hume promoted to Resourcer

Caitlin Hume promoted to Resourcer

  • August 20, 2019

We are delighted to announce the promotion of Caitlin to Recruitment Resourcer.

Caitlin is a qualified recruiter, and a member of the Institute of Recruitment Professionals.  Initially joining the Paragon Team in 2017 following working in recruitment administration on the Island, Caitlin has developed a valuable understanding of our clients, candidates and business partners, effectively developing relationships and service provision. She actively manages the recruitment process from talent surfacing through to successful job offer, including brand positioning, attraction, search and management, coordinating on behalf of our consulting team.

Working closely with both our Temporary Division and Permanent Recruitment Teams, Caitlin manages the search for key talent both on and off Island, ensuring communication and transparency between the two business areas to maximise opportunities for our clients and candidates at this key stage.

As a Junior Achievement Volunteer, Caitlin is experienced in understanding the challenges and opportunities for those leaving education and also for our candidates transferring into the business sectors we recruit within; this places her perfectly to inform, coach and support, from CV preparation to interview technique, client research, job offers and negotiation.   


Martin Cowan promoted to Senior Recruiter

Martin Cowan promoted to Senior Recruiter

  • July 29, 2019

We are delighted to announce the promotion of Martin to a Senior Recruitment Consultant.

Martin is a qualified recruiter, and an integral driver within Paragon’s Permanent Recruitment Team.  He helps our candidates to manage their job search across the Isle of Man workspace, from individuals seeking their first role through to career defining appointments.  Martin’s broad experience ensures his understanding and appreciation of a wide range of different jobs and industries; he applies this knowledge together with Paragon’s reach and technology to help our employers to identify and surface the talent needed for their business success and growth.

As a Career Ready mentor, and with performance and presentation expertise following a Master’s degree in Acting for Screen followed by six years’ professional London based experience, Martin has particular ability in helping candidates to prepare for the job search process, including interview advice and technique.  This, combined with his own work experience ranging from Life Assurance and Investments through to eGaming on the Isle of Man, enables Martin to make a real difference to individual job seekers, advising with Paragon’s core principles of integrity, respect, honesty and impact.



ManxSPCA Open Day - Sat 15th June

ManxSPCA Open Day - Sat 15th June

  • May 09, 2019

Don't miss the ManxSPCA annual open day on Saturday 15th June from 1pm-4pm, which we are delighted to support.

There's somthing for all the family - a vegan pop-up cafe, Manx Whippy ice cream, face painting, bouncy castle, hook-a-duck, buzz game and an owl hooper, in addition to the nature trail, animal viewing and Tearooms which will also be open for the event.

Manx band Shoh Slaynt will be at the event, as will the Manx Missiles Flyball Team, and Kim Gee studios who will be offering live pet portraits so bring along your well behaved dogs!

Easter Temp Clinics

Easter Temp Clinics

  • March 29, 2019

Easter Careers Clinics at Paragon Recruitment - book your free space and get ahead of the game... 

#getthatjob #showcaseyourtalent #tipsandadvice 



  • March 21, 2019

Team Paragon are rocking our most tasteful socks today supporting Down Syndrome Isle Of Man - raising awareness on World Down Syndrome Day #rockyoursocksIOM


Castletown Careers Clinic Announced

Castletown Careers Clinic Announced

  • March 07, 2019

Paragon are delighted to announce our Castletown Careers Clinic at The Engine House, on Wednesday 13th March between 12pm - 2pm.

Running in collaboration with the Isle of Man Department for Enterprise, Gemma and Steve from DfE will also be on hand, showcasing the range of financial assistance available to new and existing businesses.  Find out more -

Drop in on the day, or call Caitlin or Alice on 665115 to reserve your time.


Bags of love ❤

Bags of love ❤

  • February 14, 2019

Feeling the Paragon love today?

Team Paragon are out and about delivering little bags of love to our fabulous temporary workers across the Isle of Man ❤ #bagsoflove #tempwork #loveparagon #isleofmanjobs

Isle of Play are recruiting!

Isle of Play are recruiting!

  • February 12, 2019

Isle of Play is an Isle of Man charity who will this year work with over 10,000 children providing the sadly less common freedom to play in the Island's woods, parks, glens, playgrounds, towns and streets!

Recruiting now for the first time, Isle of Play has a unique opportunity for a part-time play worker to join the team. Contact Caitlin Hume at Paragon Recruitment for a job description and application form

IOM Graduate Fair - April 17th

IOM Graduate Fair - April 17th

  • February 01, 2019

Get ahead of the game, forge valuable relationships and meet potential employers face to face at the Isle of Man Graduate Fair - April 17th, hosted by

Geared specifically to Manx returning students and graduates, register now for free and discover the diversity of sectors and job opportunities available -

Ramsey Careers Clinic announced

Ramsey Careers Clinic announced

  • January 29, 2019

Paragon are delighted to announce our Ramsey Careers Clinic, at the Mountain View Innovation Centre on Wednesday 13th February between 10am – 1pm, in Babbage’s.

Running in collaboration with the Isle of Man Department for Enterprise, Nicola and Gemma from DfE will be on hand offering a Start-up and Small Business drop-in session for anyone who would like more information on financial assistance available for your business -…/busin…/business-support-and-assistance/

Drop in on the day and say hello or call Caitlin to book your Paragon time on 665115


Christmas hours & temp wages!

Christmas hours & temp wages!

  • December 17, 2018

Paragon's office hours and timelines for our temporary workers through to Jan 2nd.

If you need any timesheet help, call the team on 665115.

Mythbusting with Paragon

Mythbusting with Paragon

  • November 12, 2018

James Martin, Senior Recruiter, discusses how to make your registration simple and convenient...

The Engine House, Castletown

The Engine House, Castletown

  • November 09, 2018

Paragon are delighted to announce our pop-up Recruitment Hub in Castletown at the fabulous Engine House -

James Martin, Senior Recruiter, will be on hand to discuss all things recruitment and work related on the below dates and times during Nov and Dec.

If you are looking to recruit quality temporary and permanent staff, considering new employment or just need help with your CV and interview techniques, call us on 665115 or email to schedule a time, alternatively just pop in! 

Tuesday 13th Nov 1pm – 5pm 
Thursday 15th Nov 9am – 12pm 
Tuesday 20th Nov 9am – 1pm 
Thursday 29th Nov 9am – 1pm 
Thursday 6th Dec 1pm – 4:30pm 
Tuesday 11th Dec 1pm – 5pm

#recruitmentadvice #castletown #isleofmanjobs #teamparagon

Paragon pops up at Eagle Lab

Paragon pops up at Eagle Lab

  • November 09, 2018

Paragon are delighted to announce our pop-up Recruitment Hub at the Eagle Lab, Douglas -

James Martin, Lucie Dolman and Martin Cowan, Paragon Recruiters, will be on hand to discuss all things employment and work related on the below dates and times during November and December.

If you are looking to recruit quality temporary and permanent staff, considering new employment or just need help with your CV and interview techniques, call us on 665115 or email to schedule a time.  Alternatively just pop in and say hello! 


Wednesday 14th Nov   1pm – 4:30pm

Friday 16th Nov            9am - 12:30pm

Wednesday 21st Nov    1pm – 4:30pm

Friday 23rd Nov            9am - 12:30pm

Wednesday 28th Nov   1pm – 4:30pm

Friday 30th Nov            9am - 12:30pm

Wednesday 5th Dec     1pm – 4:30pm

Friday 7th Dec              9am - 12:30pm

Wednesday 12th Dec   1pm – 4:30pm

Friday 14th Dec             9am - 12:30pm

#recruitmentadvice #eaglelabs #isleofmanjobs 

Mythbusting with Paragon

Mythbusting with Paragon

  • October 23, 2018

Marie Hawley, Executive Recruitment Manager at Paragon, discusses the right time to use an agency, confidentiality & executive recruitment advertising

Lucie appointed Fellow (FIRP)

Lucie appointed Fellow (FIRP)

  • October 23, 2018

We're delighted to announce that Lucie Dolman, Paragon's General Recruitment Manager, has received notification of her appointment as Fellow of the Institute of Recruitment Professionals, well done Lucie!

No tricks just treats!

No tricks just treats!

  • October 22, 2018

It's our Hop-tu-Naa Give-a-Way - enter if you dare via our FB page...

Mythbusting with Paragon

Mythbusting with Paragon

  • October 16, 2018

Martin Cowan, Paragon Recruiter, provides tips on how to increase the success of your job search on the Isle of Man.

Mythbusting with Paragon

Mythbusting with Paragon

  • October 11, 2018

Senior Paragon Recruiter James Martin discusses what temping jobs are really like...

Mythbusting with Paragon

Mythbusting with Paragon

  • October 11, 2018

Jess Edmonds, Paragon Recruiter, talks about enhancing your first CV using transferable skills instead of work experience...

REC exam success at Paragon

REC exam success at Paragon

  • September 21, 2018

Celebrations in the Paragon Offices today - our Recruiter Martin Cowan and Recruitment Coordinator Caitlin Hume are both members of the Institute of Recruitment Professionals (IRP) having gained merits in their Recruitment & Employment Confederation Level 3 Certificate in Recruitment Practice - big well done from all of us!

10 reasons to move back to IOM?

10 reasons to move back to IOM?

  • August 23, 2018

It's difficult to narrow this down to include just 10, but have manged to highlight the top 10 here -

The Paragon team regularly facilitate a smooth transition for individuals looking to return or relocate to IOM, get in touch for info and tips here -

Paragon partners with UNESCO Biosphere IOM

Paragon partners with UNESCO Biosphere IOM

  • August 20, 2018

UNESCO Biosphere Isle of Man is all about keeping our Island a special place to live, work and visit.

We are the first entire Island Nation in the world to receive this prestigious endorsement from UNESCO, and Paragon are proud to be appointed as a business partner of UNESCO Biosphere Isle of Man.  We are delighted to support and promote the Island as a special place to live and work as part of our business activities. 

Find out more here -

Gef's Uni series - what next?

Gef's Uni series - what next?

  • August 16, 2018

What can you expect from Paragon at this stage in your career?  Head on over to our friends at Gef and read all about it -


Got your results?

Got your results?

  • August 14, 2018

Great - now get the job!

Speak to #teamparagon for tips, advice and info on the Isle of Man jobs market.

Isle of Man Chamber of Commerce

Isle of Man Chamber of Commerce

  • August 14, 2018

The Isle of Man Chamber of Commerce is a dynamic, high profile business network of members representing all key sectors of the economy; we're delighted, as substaining members, to support and maximise the network, knowledge and CPD to the benefit of Paragon, our clients and candidates.

Find out more here -




Careers Open Day

Careers Open Day

  • July 19, 2018

Paragon are delighted to announce our Open Day at the Paragon Offices, on Tuesday 24th July 2018. 

Our team of consultants will be on hand throughout the day to talk jobs, cvs, interviews, salaries, networking and the local market - no appointment needed, just drop in!

What's it like to do business in the IoM?

What's it like to do business in the IoM?

  • July 06, 2018

What would it take for you to ditch the rat race and take up an island lifestyle? The Isle of Man could be the business destination you’ve been searching for...

The People of Paragon, with Gef

The People of Paragon, with Gef

  • May 15, 2018

Gef speaks with Dean Helm, Paragon's Associate Director and Manager of our Executive Recruitment Service -

ParEGGon Recruitment

ParEGGon Recruitment

  • April 09, 2018

Just a few hundred of these boxes lovingly prepped by #teamparagon for delivery to our eggcellent temp workers and cracking clients across the IOM  #alltheeggpuns #eastertreats #pareggonrecruitmentiom

How to tell your boss you're leaving...

How to tell your boss you're leaving...

  • April 09, 2018

Imagine the scenario; you've been offered a new job, or maybe you've finally decided to take the plunge and go travel the world...AMAZING! have absolutely no idea how to leave your current role

We asked the experts, Paragon Recruitment, for their guidance on the best way to tell your boss you're leaving...



Workplace Well-being

Workplace Well-being

  • March 06, 2018

The Lisa Lowe Centre/Manx Cancer Help are looking to raise some support to fund the charity through 2018.

Mental Health is fresh in the news at the moment and we are pleased that we can raise awareness, education and support for those on the Isle of Man.

The Lisa Lowe Centre is rolling out a “workplace well-being charter” where they can perform an assessment of your company’s well-being policy and provide you with a complete report indicating areas where you may need to improve, where you are doing well as well as offering  advice on actions that you can take.

They are also running the following Mental Health courses for the workplace.

Course 1 - Wellbeing First Aid Officer

Course 2 - Mental Health Awareness for Line Managers

Workshop 2 - Impact of traumatic events in the workplace

Workshop 3 - Harmful addictive behaviour and the workplace

For further information, please visit

Share the Valentine's love

Share the Valentine's love

  • January 19, 2018

Our Facebook competition for our Valentine's treat is now live - head on over for your chance to win -

#sharethelove #whosyourvalentine #teamparagon #loverecruitment

Christmas Treats

Christmas Treats

  • December 14, 2017

Christmas deliveries are go! Team Paragon are out and about this week delivering treats to our fabulous clients, partner businesses and amazing temps across the IOM. #paragontreats #weappreciateyoursupport #christmaslove

First day tips with The Talking Mongoose

First day tips with The Talking Mongoose

  • October 13, 2017

Dear Paragon. Part One: Surviving your first day in a new job...

The Talking Mongoose - alternative media for the Manx masses

5 ways to land your dream IOM job

5 ways to land your dream IOM job

  • August 24, 2017

Paragon teams up with to provide our top five tips on securing work in the Isle of Man



Monday Treats!

Monday Treats!

  • July 24, 2017

What a lovely surprise delivered to the office this morning - a basket of delicious, still warm, homemade scones fresh from the oven with strawberries and cream! Jenny Howarth, you are spoiling us, thank you so much



How to get the best from your Recruiter

How to get the best from your Recruiter

  • July 13, 2017

Why work with a Recruiter? Professional recruitment consultants are experts in matching people to roles, and can be an invaluable source of information on the local marketplace - who is recruiting, when, how and for which positions.


Space to fill?  Sourcing talent for the Isle of Man

Space to fill? Sourcing talent for the Isle of Man

  • July 13, 2017

Talent – those who are technologically literate, globally astute and operationally agile……

The war for talent, as first described within the McKinsey study in 1997, refers to an increasingly competitive landscape for recruiting and retaining talented employees; a strategic business challenge and a critical driver of corporate performance.

Rising employment, flatter hierarchies, international talent pools, skills shortages and multigenerational workforces create shifting workforce demographics and a work environment more complex than ever before. Multiple generations working together have different skills, experiences, habits, motivations and increasing numbers of workers will be freelancers and contractors.

Whilst the threat of unemployment remains very real for some businesses and sectors, many organisations are equally finding it increasingly difficult to secure the skilled workforce required; often the process to successfully fill a single vacancy can take months of multiple search exercises.

The latest CIPD/Hays Resourcing and Talent Planning Survey states that 3 in 4 organisations (78%) reported recruitment difficulties in the last year. Many organisations are looking externally to meet the changing skills needed in-house, however the CIPD warns that equal attention needs to be given to the development of internal staff, in order to build a skilled and sustainable workforce in the long term.

Locally, Paragon Recruitment have secured market monopolies relevant to the Isle of Man marketplace, to maximise the identification and attraction of talent, both domestic and transient, appropriate to their clients’ business needs.

Paragon has enjoyed year on year growth since acquisition by Directors and Co-Owners Jo Wood and Debbie Scrimshaw in 2007. With a client base predominantly finance sector driven, extending to key staff within manufacturing, retail and e-commerce sectors, Paragon flexes to pro-actively support the diverse, innovative and emerging businesses operating from the Isle of Man. 

Having invested and developed an established team of respected recruiters, each consultant at Paragon is extensively networked within the industry that they support and is therefore capable of tapping into an expansive network of contacts on behalf of their clients. 

Consultants are supported by research, infrastructure and the technology to ensure knowledge of suitable candidates within the marketplace is always current. This customised approach ensures consistent delivery of a controlled message with significant cost savings, providing client confidence that the target candidate market has been fully surveyed, approached and assessed professionally. 

Paragon’s offices are at St Georges Chambers, 1 Hill Street, Douglas – call the team on 665115.

It's not just what but who you know #executiveIOM

It's not just what but who you know #executiveIOM

  • July 13, 2017

Paragon's Executive Division has a long and successful track-record in supporting accomplished business leaders to attain fulfilling, onward steps in their careers. Due to the highly confidential nature of these posts they are invariably executed on an exclusive basis using search methodologies, and are seldom advertised.

Our Executive Consultants are highly respected, networked and effective in this space, with the credibility, track record and impact necessary to be taken seriously at board level.  It’s crucial that the consultant who represents you understands fully your abilities, potential and aims, whilst supporting you through the recruitment process, to ensure that you secure the right position.

We work closely with business leaders and decision makers, boards and strategists to source talent for growth, development and succession; our consultants carry an enviable reputation in gaining results whilst adding value to both client and candidate throughout the process.

Contact Dean Helm - to discuss how the Paragon Executive Team can help you to secure your next role.

Parish Walk 2017 Rushen Parish with Paragon #walkthisway

Parish Walk 2017 Rushen Parish with Paragon #walkthisway

  • July 13, 2017

To those of you who shimmied, jived and generally rocked your way into Rushen for us at the Parish this year - we salute you

Thanks for the waves, the dancing and the cheers - a huge well done to those both walking and supporting, and a massive thanks to Neil for the walking related 'bangin tunes'!

Looking for more reasons to move to the Isle of Man?

Looking for more reasons to move to the Isle of Man?

  • July 13, 2017

If you thought that the Isle of Man was simply a place for fast motorbikes and cats with no tails, you need to think again.

Crammed full of incredible beaches, beautiful scenery, excellent schools and with plenty of jobs up for grabs, there really is no better place to think about moving to if you're looking for a change of pace with your family.

Netmums rounded up 11 great reasons to consider moving across to the Isle of Man – and they say it was tricky choosing just 11...

Considering your next career move to the Isle of Man?

Considering your next career move to the Isle of Man?

  • July 13, 2017

Check out the wealth of information including top tips, valuable advice and invaluable checklists at -

#10 rules for a better work-life balance

#10 rules for a better work-life balance

  • July 13, 2017



From the daily commute to a fulfilling career, to lunch, to family, to leisure - find your perfect work life balance on the Isle of Man.

Don't miss the latest insight into why we love living and working on the Isle of Man...



  • June 06, 2017

What's the best part of our job as recruiters?  Telling our candidate they got THE job #jobsatisfaction