Tag: Interviews

1. Don’t be afraid of change – an interview with Carolyn Munns

   May 22, 2025 10:12 am

   In the latest of our Property Leadership interviews, Philip Foster from Ocean Edge Executive Search speaks to Carolyn about her career journey to Lampton Services – a company wholly owned by The London Borough of Hounslow.

    

    

   Carolyn, I’d like to kick off by asking how you first became involved in housing.

   
   I started my career in housing almost 16 years ago, and like many others in housing I kind of fell into it. I was working as a sustainability consultant before I got a job as a climate change officer with Sentinel Housing, and then I progressed within the organisation over many years.

    

   I started in the assets and property team and my role involved supporting the organisation to understand how to operate more sustainably and reduce its carbon footprint. I helped to embed sustainability into policies and procedures, and when planning larger scale developments programmes. It was a really good grounding in housing and ultimately led me in the direction of asset management and data.

   
   Over the years Sentinel merged with other housing organisations and grew in size, and eventually became Vivid Homes with a sizeable stock of around 38,000 homes. It was great for me to go through that journey and to see the significant culture shifts over time.

   
   And then after a long period of service at Vivid you moved to Lampton recently into a Director post.

   
   Yes, I had been with Vivid for a significant period of time and had continuously progressed. There certainly wasn’t a time where I became complacent or lacked ambition, but I got to a point where I really wanted to do something different and work in a different environment. I feel incredibly grateful for my time at Vivid and looking back now I can see how disciplined the environment was around finance and compliance. And that set me up really well to get me to where I am now and the job ahead of me at Lampton.

    

   Lampton is a wholly owned subsidiary of Hounslow Council so it’s an entirely different set up from Vivid. It’s a political environment with elected officials at the top. What interested me in the role here is that I could see that Lampton has a journey to go on. We’ve got some great people here with amazing potential, but the organisation hasn’t really been shouting about its success. I can see all the great things that teams are doing and I want to change that narrative and the relationship with the Council. There’s a lot of work to do but it’s exciting and I can really see the change that I can make.

   
   So will you be bringing some of the systems and processes from your housing association experience across to Lampton?

   
   RPs are focused on housing that is their business, whereas the Council’s scope is much broader, encompassing social services and much more.  So for Lampton as a wholly owned organisation to focus on housing in the same way that social landlords are, is far more difficult. But I am looking forward to bringing my experience and everything I have learnt in housing to my new role at Lampton. In terms of introducing ways of working that genuinely put the customer at the heart of the conversation and looking at how to improve performance. I’m grateful for everything I learnt at Vivid and will use this opportunity to apply this knowledge in a new environment.

   
   You were very settled in your previous job and doing well but decided to embark on a new challenge and step out of your comfort zone.

    

   Yes I was very happy and performing well, but the only story I had to tell was Vivid and my journey there. I knew I had to grow and flourish if I wanted to achieve my longer term aspirations to reach Executive and Director level. I had some really honest conversations with colleagues and the COO and everyone said they didn’t want me to go but understood why I felt the need to grow and develop my career. It was a tough decision to leave, but I felt overwhelmingly supported by colleagues. The opportunity with Lampton was appealing because it wasn’t just me stepping out of one RP into another. I wanted a different environment where I could learn a new set of skills.

   I think that I was able to leave Vivid with my head held high because I’m really proud of the work I did there and I’ve left an amazing group of colleagues that I’m very respectful of, that I still speak to today, but I have no doubts that I made the right decision.

   
   How did you use the interview process to ensure you and Lampton were a good match?

    

   I think we sometimes forget that interviews are a two way process. Obviously it’s very important you focus on selling yourself. But I think it’s also crucial to dig deep, ask probing questions about any organisational issues or problems and settle any doubts, in order to ensure it is the right move and the right organisation for you. Unpick what you need to know, write questions down to take with you and don’t be afraid to ask about things like bad press or the current political environment. It shows you are genuinely interested and have spent time trying to understand them as an organisation.

   I must say the recruitment process with Lampton was very thorough and by the point of me accepting the job I was 100% sure of my decision.

    

   So now you’re in post how is the role going and what are you looking to achieve next?

   
   I’ve been in post since the beginning of March and now I am looking to develop my team. I am recruiting two permanent Heads of Service under me to drive the organisation forward. So we are currently looking for a Head of Compliance & Planned Works which is a new role, and also a Head of Repairs & Voids. The current environment in housing means it’s really important that we’ve got a level of competence and understanding not only of the legality around compliance, but also the data side of it and how to manage it and that is the journey we need to go on here at Lampton.
   For the Head of Repairs role I want to bring in someone who is excited about developing repairs and can take the organisation on a journey where we go from high performing to excellence.

   
   We are definitely embarking on a journey. I know like many other organisations Lampton has gone through a lot of difficult change over the past few years and it hasn’t had the smoothest of journeys. The world of housing has become far more challenging and legislative changes have meant that we’ve got to be agile which means being able to change rapidly and smoothly.

    

   My role is about helping Lampton adapt and I believe that if your workforce understand this need and why they need to change, they’re already part way there. I think all too often we haven’t spent enough time explaining why change is really important. We need to be an agile workforce so we can respond to the changing environment.

   
   I am interested in finding out what you consider to be the major accomplishment in your career so far?

   
   If I’m honest I’d have to say the things that have brought me the most joy and genuine excitement is when I’ve seen people that I’ve coached achieve something. That sense that you are getting the best out of people, that you have motivated them and helped them achieve their goals which means they are happy and content and motivated at work. I think is the most fantastic feeling ever.

    

   I believe it’s really important to cultivate and grow your teams because actually you get the best out of them and they want to be there. But you also have to accept that  there’s nothing wrong with developing someone to such a level that they can no longer thrive with you, that they’ve got to move on and be a bright star somewhere else.

   
   What do you see as the most significant challenges affecting the sector?

    

   There are many, but if I focus on property specifically because it’s my area of expertise, then I think we’ve got a problem in social housing that is multifaceted.

   We’ve got an ageing housing stock that’s getting more expensive and difficult to maintain, and we’ve got customers that are aware of the service they should be getting and we’re asking them how we’re performing. And then you add into that, all the new regulations. I think working in property and being successful requires a level of understanding around data and technology that just wasn’t there ten years ago.

   I think it’s fair to say there are many current challenges and as a sector we’ve got some way to go, especially in terms of customer focus.

    

   If we really put the customer at the centre then often other challenges fall into place. Eg, as a sector we spend a lot of time and effort trying to gain access to do gas servicing. But if we took the time to understand the customer base better, we would see that for many people the issue isn’t denying us access because they don’t want to let us in. It’s because of other reasons, eg they may have young families and are time poor and so would appreciate an evening appointment, or maybe they struggle to read, so a phone call would be better than a letter. It’s just one example of how better understanding our customers can help us improve, build trust and ultimately improve.

    

   What advice would you give to somebody looking to climbing the career ladder in the housing world?

   
   Some people work their way up the ladder by moving jobs every two to three years, but I took a different path by staying with the same organisation for a long time. I was happy and progressing but when I felt ready for a new challenge I sought advice from people whose opinion I trusted. I think it’s important to feel ready and excited about making a change. Do it when you’re feeling confident rather than waiting for a time when you no longer enjoy your job and feel miserable, as those feelings will come across in the interview and certainly won’t make you look appealing.

    

   When I left Vivid people told me I was incredibly brave to leave after such a long time but for me it felt natural and the right time for me to move on. And now I’ve been at Lampton a few months I feel incredibly settled and am really enjoying it.

    

   Just a final quick question, I’m always interested to ask my interviewees to recommend any books, podcasts or training that have helped in their career or personal development.

   
   It’s not very work related but I really like to listen to a podcast called A Cautionary Tale which recounts stories from history and shows how we as a world tend to repeat errors of the past. It’s really interesting and I have used some of the examples to paint a picture when I have spoken at conferences or seminars.

    

   Listen to the full interview on our Property Leadership podcast.

    

   Ocean Edge Executive Search provides award-winning recruitment services to social housing, local authorities and the wider property sector. To find your next role, or to discuss your hiring needs please contact Philip Foster on philipfoster@oceanedge.biz or call 023 8000 1153.

    

    

2. So tell me about yourself

   January 27, 2022 3:23 pm

   With an increase in employment levels and record numbers of people applying for jobs now is the perfect time to hone your interview skills.  In this, the first of our insight guides on interview tips, we’ll tell you how to answer the common question of ‘tell me about yourself’.

   Those fateful words come up in the majority of job interviews; they’re an opportunity for you to really get your personality across while showing you’re the right person for the job – so why do so many interviewees stumble at this question?

   Firstly, don’t panic when you hear these words. The interviewer isn’t looking for a way to trip you up, rather, this question is usually used to get the conversation going. It’s a chance for you to talk naturally without having to worry if you’re giving the right or wrong answer, and for the interviewer to jump in and delve deeper on relevant information.  This is your chance to make a great first impression – and one that leads to a job offer, so answering this question well can genuinely make or break your chances of success.

   Preparation is key

   Before the interview take the time to jot down a list of bullet points about yourself and your attributes. Think about your personality, and which of your experiences and skills (both in and outside of work) would benefit you in this job. Using bullets will help you to remember different key points that you can then expand on during the interview.  You’ll want to sound natural and talk spontaneously, rather than trying to memorise a script.  Follow our 3 stages below and make bullet points for each stage.

   Who you are

   Start with a succinct summary of your current role and an overview of your most relevant skills and experiences. Remember, your interviewer has read your CV so already knows your full employment history, they don’t need a longwinded account of your whole life.  Use this opportunity to grab their attention by summarising your key strengths in just a couple of minutes.

   Why you’re the right person for the job

   Next, briefly outline why you’re qualified for the job. Think about your key accomplishments that would suit this particular role, for example how long you have worked in the sector, particular experiences and achievements or successful projects you’ve been involved with. Be sure to tell them your accomplishments and competencies that are relevant for the role.

   Why you applied

   Wrap it up in a concise and confident way by letting the interviewer know how enthusiastic you are. Talk about why you’re there, eg because you’re looking for a new challenge and you want to step up your career. Ideally make it relevant for the job in hand and show you’ve researched the company.

   Once you’ve made the bullet points for each of the 3 sections above, practise speaking aloud at home until you have a pitch for yourself that sounds natural yet confident and reflects your personality.

3. How to ask for feedback on your job application

   December 19, 2019 8:53 am

   

   There’s no getting around the fact that rejection is tough in any aspect of your life. However, when it comes to job applications it’s important to use rejection as a learning opportunity that will set you up for future career success. Asking for feedback on your job application is the best place to start.

   When you receive a rejection letter or email don’t take it personally. You may be crushed, especially if you put your heart and soul into the application. But an emotional response will come across as unprofessional.

   Here are the things to do when asking for feedback on your job application:

   1. Reply in writing

   This will allow you to draft and then redraft your response to make it as measured and professional as it can be. It will also give the recruiter time to offer you considered feedback. A cold call could catch the recruiter unprepared and not in a position to give you the information that you need for future applications.

   2. Make it timely

   Don’t wait too long before getting in touch with the recruiter. They may have contact with lots of candidates and you want to pick their brain while you are still fresh in their memory.

   3. Ask for specific feedback

   ‘Can I have feedback’ is too broad a question. Ask whether there was anything you could improve in your written application, your interview technique or your skill set.

   4. Keep it upbeat

   Always thank the recruiter for their time and for considering you application. You may not feel on top of the world, but staying positive and polite is really important for two reasons:

   • there is always a chance the person who got the job doesn’t work out
   • there may be another suitable post at the company in the future.

   If your application was promising and you have continued to show interest in the company then there is a chance you could get a call for another interview.

   If you are looking for your next opportunity in the affordable housing sector then we can help. Ocean Edge is a specialist recruitment agency with offices in London and Southampton.

   Read more of our advice for candidates and get in touch with us to discuss our services.

4. What NOT to do when job hunting

   October 15, 2019 1:01 pm

   Job hunting can be stressful. You feel pressure to present the best version of yourself, especially when you find that dream role. It can be easy to forget simple job hunting etiquette when you are swept up in the excitement.

   Here’s some of the things you should definitely not do when looking for new opportunities and our tips on how to perfect your job hunting etiquette.

   Don’t allow your social media to let you down

   Whatever social media platforms you use make sure you audit them. Ensure your profile image is inoffensive and, particularly on LinkedIn, professional. Check what parts of your profiles are publicly viewable and make sure they are up-to-date, informative and don’t let down your personal brand.

   Read more of our tips on perfecting your personal brand when searching for a new job.

   Don’t use an unprofessional email address

   When you are responding to job adverts or enquiring about opportunities it is essential that you use a professional looking email address. Gmail and other email service providers are fine. Just make sure the address looks authentic and cannot be mistaken for a spam account. 

   It’s also best not to use your current work email address unless you are applying for an internal position.

   Don’t forget to speak to your referees

   You will need to provide one or more reference from someone who will be contacted during the recruitment process. It’s common courtesy to let them know you are seeking new opportunities. This will give them the chance to prepare some thoughts about you and will put them in a better position to aid your application.

   The only time this isn’t the case is when the referee is your current employer. Make sure this is clear when you provide the reference so they can be contacted only after you have been offered a position.

   Don’t forget to do your research

   Whether you are writing a speculative enquiry or in response to an advertised vacancy, address your letter or email to a person, not a position.

   Find out the name of the head of HR or the department that you are interested in joining. An email headed ‘Dear Mrs Hunter’ will be better received than one starting ‘Dear HR Manager’.

   Researching an organisation you’d like to work for will also give you a head start in the application process and when you land an interview.

   If you are looking for more tips on how to ace an interview take a look at our job interview technique tips.

   Don’t arrive late

   Punctuality is crucial when you are attending a job interview. Don’t waste a recruiter’s time – it does not make a good impression in what might be your first face-to-face meeting.

   Don’t dress inappropriately

   Workwear varies dramatically these days, but it’s always best to err on the side of caution in an interview situation. Dress smartly but don’t be afraid to show some personal character. A bright scarf or tie could help to make you more memorable in a field of several candidates.

   Don’t swear

   Interviews are a time to be polite. Don’t make a bad impression by allowing your choice of words to show you up.

   Don’t be critical of previous employers

   Even if you have come to the end of your tether with your current employer, an interview is not the time to be critical of another organisation or individual. It doesn’t set a good tone and may raise questions about your motivation for applying for this job.

   You will come across as less committed to progressing your career if it sounds like you want to escape your current situation.

   Help finding a new job

   If you are looking for new opportunities then take a look at our services for candidates. Ocean Edge has nearly 20 years experience helping candidates find the perfect job in the affordable housing sector.

   You might also find our blog posts on CV writing and finding the perfect job helpful.

   To find out more about our recruitment consultancy services in London and Southampton get in contact: call 023 8000 1153 or email info@oceanedge.biz.

5. How to secure the best candidates

   October 9, 2019 8:01 am

   The best candidates are in high demand whatever your industry. If you want to interview top talent and add to the expertise in your business then here are some simple steps to follow to optimise your recruitment process:

   Be clear about your expectations

   What skills and experience does your ideal candidate have? Make sure these expectations are clearly set out in job descriptions and adverts so that only the right candidates apply.

   This will save you time sifting through the resumes of people who don’t make the grade or at least make it easier to discount them.

   Look at the talent within your business

   Recruiting from within your business will save time and money. It’s much easier to bring someone up to speed when they know how your organisation works.

   That’s not to mention the impact on staff motivation, morale and loyalty when they see opportunities to progress.

   Share opportunities on your website

   The best candidates will be the ones already interested in your organisation. They will have been looking at your website to research your business and the type of opportunities available. Make sure they find the information they need.

   Add a dedicated ‘work with us’ or ‘job vacancies’ page, and update this regularly with new opportunities. Also use this page to shout about the benefits of working for your organisation to attract the best candidates. Here are some ideas about how to attract and retain top employees.

   Promote your business opportunities on social media

   Once you have perfected the vacancies pages on your website make sure you share them on your social media channels, particularly LinkedIn. If the right candidate is in the market for a new job this is where they will be looking for career opportunities.

   It’s also worth promoting jobs on Twitter and Facebook because of their broad audience. Your followers don’t just include customers, but also job seekers within your industry and region.

   Bring in a specialist recruitment agency

   In order to secure the best candidates you need a thorough application and interview process. A specialist recruitment agency will be able to create a bespoke recruitment campaign for your business, from advertising and headhunting to shortlisting. They may even already know candidates that fit the bill.

   Find out more how a specialist recruitment agency can help you find the best employees to grow your business.

   Ocean Edge has offices in London and Southampton offering recruitment consultancy services to the affordable housing sector.

   For more information about how we can support your organisation with external and internal recruitment get in contact: call 023 8000 1153 or email info@oceanedge.biz.