The awards were good fun last week, but unfortunately we didnt win. I have a statement from our boss which i'd like to share with you! Any comments? Do you think we should have taken the trophy? Better luck next year ..
"As finalists for Best Specialist Jobsite, myself and the team at CareersinRecruitment and SimplySalesJobs couldn’t be happier. SimplySalesJobs is about to celebrate its 5th anniversary and CareersinRecruitment its 10th! It is good to see that all the hard work and efforts put in by the whole team – from Sales to Development and through to Marketing – is being recognised by the industry. Ok, we didn’t win on the night and we all put on our best game face but to be honest I am proud of being nominated and know we have a top class winning team on board. Simply Online has some exciting new technology being launched across all 13 of our boards in the coming months, we have recently employed some key industry people and have doubled our web development team – we mean business and next year we hope for a win!
Online Recruitment in the UK is currently one of the most exciting, thriving industries to work within and I am delighted to be part of it. There are constant innovations to keep everyone on their toes, being on top of industry trends and learning something new each day is key to moving forward and meeting your clients online recruitment needs. We all know how important getting a ROI from your advertising is, but in this climate it is absolutely essential. For our clients we want to help them recruit the best talent at a cost-effective price."
Wednesday, November 19, 2008
Wednesday, November 12, 2008
Highest Unemployment Figures Since 1998
It’s all over the news today so we could go without acknowledging these latest figures due out today which are expected to show that unemployment has hit 1.8 million. People claiming Job-Seekers allowance are said to be around 1million. Yesterday it was reported that across the country 5000 jobs were being cut from some key industry players;
- Virgin Media are to axe around 2,200 jobs by 2012 under a sweeping restructure
- Yellow Pages directories firm Yell said it expected to shed another 1,300 jobs over the coming year.
- Psion announced more than 200 job cuts
- GlaxoSmithKline (GSK) plan to close a factory with the loss of 620 jobs
Yahoo! News reported that “experts are now warning that unemployment could soar to 2.7 million by next year - the highest figure for more than a decade.”
It is worrying when you read these stories and I personally know quite a few people that have been made redundant or face the threat of redundancies. All we can say is keep smiling and do your best to keep your job – read our article ‘How to Keep Your Job in the Credit Crunch’
If you do loose your job then please visit Careers in Recruitment for the latest jobs in Recruitment.
- Virgin Media are to axe around 2,200 jobs by 2012 under a sweeping restructure
- Yellow Pages directories firm Yell said it expected to shed another 1,300 jobs over the coming year.
- Psion announced more than 200 job cuts
- GlaxoSmithKline (GSK) plan to close a factory with the loss of 620 jobs
Yahoo! News reported that “experts are now warning that unemployment could soar to 2.7 million by next year - the highest figure for more than a decade.”
It is worrying when you read these stories and I personally know quite a few people that have been made redundant or face the threat of redundancies. All we can say is keep smiling and do your best to keep your job – read our article ‘How to Keep Your Job in the Credit Crunch’
If you do loose your job then please visit Careers in Recruitment for the latest jobs in Recruitment.
Tuesday, November 11, 2008
Presenteeism on the Rise, Stay at HOME if your are ILL!
Sickness itself seems to have been effected by the credit crunch. 'Presenteeism', coming to work when you are ill, has been rising since the onset of the current economic downturn. Workers feel that they should be seen to be going the extra mile and coming into work when you are ill showing your commitment to the role and the company.
The problem is that coming in to work when you are ill can have repercussions for both the ill employee and the rest of the workforce. You could make yourself worse resulting in a long period of time off and also you could infect other members of the work force, something your boss will not be pleased with!
So our advice - you really stay at home when you are not well. This article sums it up nicely.
The problem is that coming in to work when you are ill can have repercussions for both the ill employee and the rest of the workforce. You could make yourself worse resulting in a long period of time off and also you could infect other members of the work force, something your boss will not be pleased with!
So our advice - you really stay at home when you are not well. This article sums it up nicely.
Monday, November 3, 2008
Recruitment Job with a different aroma!
Recruitment Manager, Bristol, £15-20,000
Coffee #1 are looking for a Part-time Retail Recruitment Manager whose role is to ensure that all staffing requirements are met and organised across 4 coffee bars in Bristol. Your responsibilities will be the following:
- Telephone screen and interview candidates
- Follow the recruitment process from start to finish
- Carry out effective succession planning
- Keep general administration up to date
- Proactively work with Area Manager to progress employees within the company
- Telephone screen and interview candidates
- Follow the recruitment process from start to finish
- Carry out effective succession planning
- Keep general administration up to date
- Proactively work with Area Manager to progress employees within the company
For more details on this post and to apply please visit CareersinRecruitment/RecruitmentManager
Careers In Recruitment have over 1000 Recruitment Manager Jobs - Log on today and apply.
Wednesday, October 29, 2008
You just wouldnt would you!?
'Kyle Doyle is not going to work ... I'm still trashed. SICKIE WOO!'.
That is what the 21 year old call centre employee wrote as his status update on facebook! What a plonker, people just dont learn do they. Remember our thread about Crystal Palace footie player announcing that he was going for a trial at a rival club, 'I facebooked my Transfer'?
Kyle is currently facing an internal investigation after he called in sick for work then updated his Facebook status bar as above. Doyles boss was his friend on facebook and read the incriminating evidence.
According to Yahoo News "The case highlights the increasing use of social networking sites by management. Interviewers and head hunters are checking out user profiles of applicants, and managers are using them to keep updated on employees."
That is what the 21 year old call centre employee wrote as his status update on facebook! What a plonker, people just dont learn do they. Remember our thread about Crystal Palace footie player announcing that he was going for a trial at a rival club, 'I facebooked my Transfer'?
Kyle is currently facing an internal investigation after he called in sick for work then updated his Facebook status bar as above. Doyles boss was his friend on facebook and read the incriminating evidence.
According to Yahoo News "The case highlights the increasing use of social networking sites by management. Interviewers and head hunters are checking out user profiles of applicants, and managers are using them to keep updated on employees."
Tuesday, October 21, 2008
SALARY NEGOTIATIONS, Asking for a Pay Rise in the current Economic Climate
In this current economic climate is it career suicide to ask for a pay rise?
Imagine the scene – you’ve worked with the same company for a good few years and over the last 2 years you’ve had diddly squat by way of a pay increase, not even the cost of living. With margins being squeezed from all sides how the hell do you ask for a pay rise? When it comes to asking for a pay rise, even the most confident people can suffer a crisis in confidence.
Can you see your boss saying ‘I’m sorry, but the business just isn’t in a position to increase your salary”. Gutted ! All that tension, those sleepless nights lost in a moment as you haven’t prepared your case. Think of the conversation like a job interview, you need to sell yourself to your boss all over again.
Businessballs.com makes a very good point on their website and mention how it is important to recognise the difference between the value of the role that you perform and your value as an individual. The two are not the same. A maximum salary level is probably allocated to your role, you may already be earning this, and no matter what you do you’ll never get paid any more {aside from cost of living}. Your ‘potential earnings’ could be much higher but you will never achieve this by staying in the same position.
We are all aware that salary levels are largely dictated by market forces and the contribution that you, the employee, make to company performance. In this uncertain market I would advise that you focus on developing your value to the employer if you want to negotiate a pay rise.
Here are my top 5 tips to help you with your salary negotiations;
Prove your worth - show how the work you’ve done in the last year has had a positive impact on the company. Justify why you deserve a bigger pay rise – has your job grown with additional responsibilities, do you have a larger team to manage? If your role carries the ability to make a financial difference you need to highlight the costs saved or extra profit or revenue achieved from your efforts.
Research what other jobs are out there - do they pay more or less than you’re currently paid? Show examples of jobs that are similar to yours but pay more. It is important to remember that salary ranges advertised by recruitment consultancies can often be inflated to attract more candidates so be sure to check other sources available to you – from salary surveys to jobs advertised on employer websites.
Look at the company’s profits - if it’s been a bumper year, with senior managers receiving hefty bonuses, argue that you deserve a share of the profits too. Check out shareholder activity - are they getting healthy handouts? If they are, then you can also argue that you should.
Refer to any qualifications earned since your last rise that your employer may not be aware that you possess - employee qualifications often increase the competitive strength and/or customer accreditations of a supplier organization.
Take a risk and suggest that firms who pay more than market average tend to secure the services and loyalty of the best people available.
It is important to keep positive and constructive, don’t be greedy, aggressive, over-emotional or ‘wishy washy’ in your request. You need to consider many external factors which may affect your salary negotiation including the rate of inflation {which surged to 5.2% last month} and the actual budget your firm has for pay rises.
The most important thing to remember is that your employer will only ever give you a pay rise if there is a clear, commercial reason to do so
Michelle Jones ©
Imagine the scene – you’ve worked with the same company for a good few years and over the last 2 years you’ve had diddly squat by way of a pay increase, not even the cost of living. With margins being squeezed from all sides how the hell do you ask for a pay rise? When it comes to asking for a pay rise, even the most confident people can suffer a crisis in confidence.
Can you see your boss saying ‘I’m sorry, but the business just isn’t in a position to increase your salary”. Gutted ! All that tension, those sleepless nights lost in a moment as you haven’t prepared your case. Think of the conversation like a job interview, you need to sell yourself to your boss all over again.
Businessballs.com makes a very good point on their website and mention how it is important to recognise the difference between the value of the role that you perform and your value as an individual. The two are not the same. A maximum salary level is probably allocated to your role, you may already be earning this, and no matter what you do you’ll never get paid any more {aside from cost of living}. Your ‘potential earnings’ could be much higher but you will never achieve this by staying in the same position.
We are all aware that salary levels are largely dictated by market forces and the contribution that you, the employee, make to company performance. In this uncertain market I would advise that you focus on developing your value to the employer if you want to negotiate a pay rise.
Here are my top 5 tips to help you with your salary negotiations;
Prove your worth - show how the work you’ve done in the last year has had a positive impact on the company. Justify why you deserve a bigger pay rise – has your job grown with additional responsibilities, do you have a larger team to manage? If your role carries the ability to make a financial difference you need to highlight the costs saved or extra profit or revenue achieved from your efforts.
Research what other jobs are out there - do they pay more or less than you’re currently paid? Show examples of jobs that are similar to yours but pay more. It is important to remember that salary ranges advertised by recruitment consultancies can often be inflated to attract more candidates so be sure to check other sources available to you – from salary surveys to jobs advertised on employer websites.
Look at the company’s profits - if it’s been a bumper year, with senior managers receiving hefty bonuses, argue that you deserve a share of the profits too. Check out shareholder activity - are they getting healthy handouts? If they are, then you can also argue that you should.
Refer to any qualifications earned since your last rise that your employer may not be aware that you possess - employee qualifications often increase the competitive strength and/or customer accreditations of a supplier organization.
Take a risk and suggest that firms who pay more than market average tend to secure the services and loyalty of the best people available.
It is important to keep positive and constructive, don’t be greedy, aggressive, over-emotional or ‘wishy washy’ in your request. You need to consider many external factors which may affect your salary negotiation including the rate of inflation {which surged to 5.2% last month} and the actual budget your firm has for pay rises.
The most important thing to remember is that your employer will only ever give you a pay rise if there is a clear, commercial reason to do so
Michelle Jones ©
Tuesday, October 7, 2008
JOB SEARCH JARGON
Cant for the life of me remember where I got these from. Wanted to share them with you. I am sure you have some of your own - so please comment!
COMPETITIVE SALARY:
We remain competitive by paying less than our competitors.
FLEXIBLE HOURS:
Work 55 hours; get paid for 37.5.
GOOD COMMUNICATION SKILLS:
Management communicates, you listen, figure out what they want you to do.
ABILITY TO HANDLE A HEAVY WORKLOAD:
You whine, you're fired.
PROBLEM-SOLVING SKILLS A MUST:
You're walking into a company in perpetual chaos.
COMPETITIVE SALARY:
We remain competitive by paying less than our competitors.
FLEXIBLE HOURS:
Work 55 hours; get paid for 37.5.
GOOD COMMUNICATION SKILLS:
Management communicates, you listen, figure out what they want you to do.
ABILITY TO HANDLE A HEAVY WORKLOAD:
You whine, you're fired.
PROBLEM-SOLVING SKILLS A MUST:
You're walking into a company in perpetual chaos.
Tuesday, September 30, 2008
NORAS Finalist!
AlljobsUK.com, the only comprehensive online portal to every recruitment resource in the UK, are hosting the eighth annual National Online Recruitment Awards (NORA). Nominations produced a shortlist of 8 Finalists for Best Specialist Jobsite and we’ve been nominated!
CareersinRecruitment.com – who will be celebrating its 10th anniversary next year – has been short-listed for the best niche jobs-board category, along with one of it’s sister sites, SimplySalesJobs.co.uk
The judging panel can be seen here; http://www.alljobsuk.com/awards/awards2008/Norajudges.shtml
CareersinRecruitment.com – who will be celebrating its 10th anniversary next year – has been short-listed for the best niche jobs-board category, along with one of it’s sister sites, SimplySalesJobs.co.uk
The judging panel can be seen here; http://www.alljobsuk.com/awards/awards2008/Norajudges.shtml
Monday, September 29, 2008
Recruitment Co-ordinator has the X Factor
For all X-Factor fans – we couldn’t help but notice that one of the finalists at bootcamp this week was 20 year-old Rikki Loney who works as a recruitment co-ordinator during the day but gigs around Glasgow on the weekends. How well do you think he will do? Will Rikki be a loss to the recruitment industry if he does make it big? Who knows, do you?
For graduate recruitment opportunities, please visit CareersinRecruitment.com/Graudate
CIPD Harrogate - We were there, were you?
On 16th-18th September, the Chartered Institute of Personnel and Development held its annual conference and exhibition in Harrogate for the final time, as of next year the event will be held in Manchester. The conference offered dozens of seminars, workshops, master classes, showcases and keynotes designed to keep the profession abreast of the latest thinking and developments. After 60 years in the North Yorkshire spa town, the 2009 dates are Tuesday 17th - Thursday 19th November 2009.
Mark & Scott from http://www.simplyhrjobs.co.uk/ and http://www.simplysalesjobs.co.uk/ exhibited and ‘manned’ our stand at the event, here’s a nice pic of them both! www.careersinrecruitment.com was well represented at the event.
Mark & Scott from http://www.simplyhrjobs.co.uk/ and http://www.simplysalesjobs.co.uk/ exhibited and ‘manned’ our stand at the event, here’s a nice pic of them both! www.careersinrecruitment.com was well represented at the event.
What were your thoughts on this years event? Will you be going to Manchester next year?
Tuesday, September 23, 2008
A team talk from an expert – would it work for you?
Do you have to give talks to your staff and team? What do you say? What actions do you stress? We have been given an insight into the motivational tools used by Arsenal Manager Arsene Wenger, as someone left behind the sheet used by Arsene in a hotel room in Manchester.
In the past you would expect a team talk from a football manager to be a curious mix of David Brent and Henry V, all four letter swear words and jokey banter. The sheet offers a rare insight into the more subtle methods used by the erudite French manager. The full text of the team talk is below:
In the past you would expect a team talk from a football manager to be a curious mix of David Brent and Henry V, all four letter swear words and jokey banter. The sheet offers a rare insight into the more subtle methods used by the erudite French manager. The full text of the team talk is below:
Confidential / Team meeting 19th September 2008
The Team: A team is as strong as the relationships within it. The driving force of a team is its member's ability to create and maintain excellent relationships within the team that can add an extra dimension and robustness to the team dynamic. This attitude can be used by our team to focus on the gratitude and the vitally important benefits that the team brings to our own lives. It can be used to strengthen and deepen the relationships within it and maximise the oppor tunities that await a strong and united team.
Our team becomes stronger by:
Displaying a positive attitude on and off the pitch
Everyone making the right decisions for the team
Have an unshakeable belief that we can achieve our target
Believe in the strength of the team
Always want more - always give more
Focus on our communication
Be demanding with yourself
Be fresh and well prepared to win
Focus on being mentally stronger and always keep going to the end
When we play away from home, believe in our identity and play the football we love to play at home
Stick together
Stay grounded and humble as a player and as a person
Show the desire to win in all that you do
Everyone making the right decisions for the team
Have an unshakeable belief that we can achieve our target
Believe in the strength of the team
Always want more - always give more
Focus on our communication
Be demanding with yourself
Be fresh and well prepared to win
Focus on being mentally stronger and always keep going to the end
When we play away from home, believe in our identity and play the football we love to play at home
Stick together
Stay grounded and humble as a player and as a person
Show the desire to win in all that you do
Enjoy and contribute to all that is special about being in a team - don't take it for granted.
The stress is placed on desire, commitment and a collective spirit. Do you think it would be useful in your work environment? Do you think it would focus and motivate your recruitment team or you as an individual? Let us know your thoughts.
Monday, September 15, 2008
Recruitment Manager – Retail and Fashion – London
Recruitment Agency specialising in the marketing, PR, creative and retail markets, is currently looking for a strong Recruitment Manager/Team Leader to head up a team of 3 consultants. This is a hands-on billing role and the chosen candidate must be able to lead by example. Previous recruitment experience within retail or fashion is a pre-requisite as is previous man-management experience.
Based in modern offices in central London you will be joining a small, yet very experienced team.
For full job details & to apply visit Careers In Recruitment/Recruitment Manager
Monday, September 1, 2008
It’s all about ROI in these Harsher Economic Climes
The forecast for the current economic climate is like something from a Solzhenitsyn novel. A prolonged bleak cold spell is predicted that will stretch out its icy fingers and bring a chill to all aspects of the economy. From food on the table, to petrol in our cars, the electricity we use to the roof over our heads every other story is one of gloom and doom.
Michelle Jones, Marketing Manager at Simply Online Services comments “Having worked in recruitment for over a decade, I am well aware of the cyclical nature of the business. I can remember the thud of figures hitting the floor post 9/11.” Recruitment is inexplicably linked to the wider economic picture and it doesn’t need a medium to prophesise harsh times ahead. At Simply Online Services this is definitely not the case and they have some advice for all Recruiters and Employers out there that haven’t yet realised the huge benefits of online advertising. It is well documented that the shift in audience from traditional mediums to online channels has increased dramatically over the last five years and that the volume of people viewing recruitment adverts online is far greater, giving employers the opportunity to showcase their brand, message and recruitment-need.
“In these harsher economic climes recruiters will have to be innovative and switched on to stay ahead of the game” says Michelle. Niche recruitment agencies that specialise in a single market sector could be most at risk. Unless your niche is recession proof, (those companies recruiting teachers, nurses, debt collectors and bailiffs should be fine), you will really need to measure your ROI on advertising.
That’s where online advertising is much better placed than traditional print mediums. Michelle adds “In times of recession the ROI from online advertising is much easier to quantify. Recruiters can track where their candidates and placements are coming from. On the simply sites you can see how many views the vacancies have received, who has applied and can tweak the adverts accordingly. Clients have a wealth of data that simply (excuse the pun) is not available when you place an advert in a local newspaper or trade journal.”
Online Recruitment Advertising is a cost-effective, measurable and powerful channel that will help your firm beat the credit crunch. Simply Online Services operates 12 industry niche job boards in the fields of Sales, Marketing, Law, New Media, Public Relations, Human Resources, Media Sales, Aviation, Travel, Recruitment, Automotive and IT Sales.
The continued growth of google’s revenue from online advertising is testament to the shift in power from offline to online. Anyone who ignores the influence of online advertising will struggle to survive in these dark economic times. Speak to an online advertising expert at Careers In Recruitment, 01273 837563, to assist with your advertising campaign.
Michelle Jones, Marketing Manager at Simply Online Services comments “Having worked in recruitment for over a decade, I am well aware of the cyclical nature of the business. I can remember the thud of figures hitting the floor post 9/11.” Recruitment is inexplicably linked to the wider economic picture and it doesn’t need a medium to prophesise harsh times ahead. At Simply Online Services this is definitely not the case and they have some advice for all Recruiters and Employers out there that haven’t yet realised the huge benefits of online advertising. It is well documented that the shift in audience from traditional mediums to online channels has increased dramatically over the last five years and that the volume of people viewing recruitment adverts online is far greater, giving employers the opportunity to showcase their brand, message and recruitment-need.
“In these harsher economic climes recruiters will have to be innovative and switched on to stay ahead of the game” says Michelle. Niche recruitment agencies that specialise in a single market sector could be most at risk. Unless your niche is recession proof, (those companies recruiting teachers, nurses, debt collectors and bailiffs should be fine), you will really need to measure your ROI on advertising.
That’s where online advertising is much better placed than traditional print mediums. Michelle adds “In times of recession the ROI from online advertising is much easier to quantify. Recruiters can track where their candidates and placements are coming from. On the simply sites you can see how many views the vacancies have received, who has applied and can tweak the adverts accordingly. Clients have a wealth of data that simply (excuse the pun) is not available when you place an advert in a local newspaper or trade journal.”
Online Recruitment Advertising is a cost-effective, measurable and powerful channel that will help your firm beat the credit crunch. Simply Online Services operates 12 industry niche job boards in the fields of Sales, Marketing, Law, New Media, Public Relations, Human Resources, Media Sales, Aviation, Travel, Recruitment, Automotive and IT Sales.
The continued growth of google’s revenue from online advertising is testament to the shift in power from offline to online. Anyone who ignores the influence of online advertising will struggle to survive in these dark economic times. Speak to an online advertising expert at Careers In Recruitment, 01273 837563, to assist with your advertising campaign.
Wednesday, August 27, 2008
Online HR recruitment advertising SIMPLY gets better!!
Our sister site, SimplyHRJobs.co.uk, is celebrating a successful, grounding two years and is proving to be a highly cost-effective recruitment channel to its clients. The site attracts over 23,000 monthly unique visitors and has seen a 94% increase in applications from this time last year. Mark Harris, Account Manager for SimplyHRJobs said “It is a pleasure to work on such a growing job-board and to see our market share within the HR sector increasing each month. We still have a long way to go and are continually improving the site and seeking new ways of attracting candidates to our client adverts.”
SimplyHRJobs.co.uk has a diverse marketing campaign to attract a breadth of candidates from the HR profession – support staff through to Directors. The percentage breakdown in relation to the experience and skills of their registered user base reflects this diversity. SimplyHRJobs.co.uk is fully committed to a varied and effective marketing plan, as part of this they are exhibiting at the CIPD conference in Harrogate, from the 16th-18th September. Described as being ‘the HR event of the year’, go and visit them on stand K70, where you can speak with one of the team, collect a media pack and enter into their prize draw.
As part of the Simply Online Group, who currently operate niche job-boards across 12 industry sectors; sales, human resources, recruitment, marketing, law, new media, aviation, PR, automotive, travel, IT sales and media sales, SimplyHRJobs.co.uk benefits from its network of 400,000+ jobseekers.
For Advertising Agencies Simply HR Jobs have a dedicated Advertising Agency Manager, David Capper, who has detailed knowledge and experience of working with online media planners and buyers over the last 4 years. Whether it is a targeted e-shot to the HR Job-seeker database, a featured job or a banner promotion for your client, David will work with you to create the best online media campaign.
To mark its second birthday there is an introductory offer for new HR recruiters ending 12th September, which offers you Unlimited Advertising, CV Search, CV Match, CVs by email and a Banner promotion - contact Mark for more details or visit http://www.simplyhrjobs.co.uk/recruiters/ to register your interest.
SimplyHRJobs.co.uk has a diverse marketing campaign to attract a breadth of candidates from the HR profession – support staff through to Directors. The percentage breakdown in relation to the experience and skills of their registered user base reflects this diversity. SimplyHRJobs.co.uk is fully committed to a varied and effective marketing plan, as part of this they are exhibiting at the CIPD conference in Harrogate, from the 16th-18th September. Described as being ‘the HR event of the year’, go and visit them on stand K70, where you can speak with one of the team, collect a media pack and enter into their prize draw.
As part of the Simply Online Group, who currently operate niche job-boards across 12 industry sectors; sales, human resources, recruitment, marketing, law, new media, aviation, PR, automotive, travel, IT sales and media sales, SimplyHRJobs.co.uk benefits from its network of 400,000+ jobseekers.
For Advertising Agencies Simply HR Jobs have a dedicated Advertising Agency Manager, David Capper, who has detailed knowledge and experience of working with online media planners and buyers over the last 4 years. Whether it is a targeted e-shot to the HR Job-seeker database, a featured job or a banner promotion for your client, David will work with you to create the best online media campaign.
To mark its second birthday there is an introductory offer for new HR recruiters ending 12th September, which offers you Unlimited Advertising, CV Search, CV Match, CVs by email and a Banner promotion - contact Mark for more details or visit http://www.simplyhrjobs.co.uk/recruiters/ to register your interest.
Monday, August 18, 2008
"I always give more than 100%" !!!!
Here is a little something someone sent me that is indisputable mathematical logic. It also made me Laugh and as recruiters I thought you'd appreciate it. This is a strictly mathematical viewpoint...it goes like this:
What Makes 100%? What does it mean to give MORE than 100%? Ever wonder about those people who say they are giving more than 100%? We have all been to those meetings where someone wants you to give over 100%. How about achieving 103%? What makes up 100% in life? Here's a little mathematical formula that might help you answer these questions:
If: A B C D E F G H I J K L M N O P Q R S T U V W X Y Z
Is represented as: 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26.
Then: H-A-R-D-W-O-R-K
8+1+18+4+23+15+18+11 = 98%
and K-N-O-W-L-E-D-G-E
1 1+14+15+23+12+5+4+7+5 = 96%
But, A-T-T-I-T-U-D-E
1+20+20+9+20+21+4+5 = 100%
And, B-U-L-L-S-H-I-T
2+21+12+12+19+8+9+20 = 103%
AND, look how far ass kissing will take you: A-S-S-K-I-S-S-I-N-G 1+19+19+11+9+19+19+9+14+7 = 118%
So, one can conclude with mathematical certainty that While Hard work and Knowledge will get you close, and Attitude will get you there, its the Bullshit and Ass kissing that will put you over the top!!
What Makes 100%? What does it mean to give MORE than 100%? Ever wonder about those people who say they are giving more than 100%? We have all been to those meetings where someone wants you to give over 100%. How about achieving 103%? What makes up 100% in life? Here's a little mathematical formula that might help you answer these questions:
If: A B C D E F G H I J K L M N O P Q R S T U V W X Y Z
Is represented as: 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26.
Then: H-A-R-D-W-O-R-K
8+1+18+4+23+15+18+11 = 98%
and K-N-O-W-L-E-D-G-E
1 1+14+15+23+12+5+4+7+5 = 96%
But, A-T-T-I-T-U-D-E
1+20+20+9+20+21+4+5 = 100%
And, B-U-L-L-S-H-I-T
2+21+12+12+19+8+9+20 = 103%
AND, look how far ass kissing will take you: A-S-S-K-I-S-S-I-N-G 1+19+19+11+9+19+19+9+14+7 = 118%
So, one can conclude with mathematical certainty that While Hard work and Knowledge will get you close, and Attitude will get you there, its the Bullshit and Ass kissing that will put you over the top!!
Monday, August 4, 2008
Moving Up or Moving On? Tips for your Career Success
Our Marketing Manager has worked in the Recruitment industry for over a decade I has met many candidates who believe that moving to a new company will be the answer to their prayers. That new job, more money, increased responsibility and additional training opportunities, is something that many aspire to. She recommends that before giving into your desires and jumping ship, it’s worth double checking to see if your needs can be met in your current company.
So how do you progress up the ladder and not get over looked by your bosses?
We've listed some practical advice for managing your own career path. Promotion’s are earned, not given and remember you will sometimes need to go sideways to go up. The key to promotion is to promote yourself, create your own PR, get noticed for the right reasons and let the bosses know that you are willing to go that extra mile.
- Be known and let the powers that be know of your accomplishments. Sell yourself and let it be known that you are seeking a promotion.
So how do you progress up the ladder and not get over looked by your bosses?
We've listed some practical advice for managing your own career path. Promotion’s are earned, not given and remember you will sometimes need to go sideways to go up. The key to promotion is to promote yourself, create your own PR, get noticed for the right reasons and let the bosses know that you are willing to go that extra mile.
- Be known and let the powers that be know of your accomplishments. Sell yourself and let it be known that you are seeking a promotion.
- Use professional settings to seek counsel and stress your interest in staying with the company. - Use performance appraisals not just to go over your accomplishments, but to talk with your boss about potential roadblocks to a promotion - and how to overcome those barriers.
- Update your skills and acquire new ones. Take up the offers of training and even seek out training that will add value to your role and as result, the company’s.
- This is good practice anyway but act professionally at all times. Earn a reputation for being dependable, professional, and cooperative. Act and look the part. Dress professionally and neatly, even on business casual days.
- Keep a positive outlook on things, even when in tough situations. Don't whine or complain - or blame others - when things don't go your way.
- Make a name for yourself in your industry through conferences, articles, speeches.
- Be a problem-solver. Don't go to your boss with problems. If a difficult situation arises, be sure to come up with at least one solution before seeking your boss's blessing for dealing with the situation. Problem-solvers get promoted. Complainers who expect the boss to solve all their problems don't.
Perhaps there is no genuine opportunity to progress with your current company, or you wish to move on for different reasons. If you are looking externally for a new role, we have some Preparation Tips for a Successful Interview;
You may be well versed in the world of interviews but a little reminder will do you no harm. Below is a list of our top tips on preparing for an interview.
(1) Have a decent nights sleep. This may seem obvious but people often feel the need to relax with a few drinks the night before an interview. Trust me it’s not a good idea. Bloodshot eyes, a mild hangover, upset tummy all the knock on effects that won’t make a good impression.
(2) Get a good breakfast. Even if you are very nervous you should eat a good healthy mix that will keep hunger at bay! Avoid too much sugar and caffeine.
(3) Don’t rush. Leave plenty of time to get to your destination. Do a dummy run and then add at least half an hour to cover delays. Double check the weather forecast the night before {you don’t want to be sat there in a lined suit when it is a roasting hot summers day!}, and ensure your car keys, cash point card or train tickets are to hand. The last thing you want is a blind panic on the morning of the interview.
(4) Check out if they have parking, where the nearest car park, tube station or bus station is and what time these services run.
(5) Have your clothes clean, ironed and ready to go. Don’t leave this to the morning of the interview.
(6) Wear practical shoes! Don’t try and break in new footwear or wear something that is difficult to travel too far in. You may be asked to walk around the business. No good if you look like Bambi after a bottle of vodka. If you want to wear something glam take some trainers and change before you get to the interview.
(7) Do your research. Blitz the web, newspapers and the trade press. Find out all you can about your prospective employers. Read up on the current important topics that relate to the firm. Google the senior people in the firm. You are bound to find some useful information.
(8) Listen to music that you find relaxing or empowering in the morning or on the way to the interview.
(9) Get a friend or family member to do a mock interview with you. Often answering the questions out loud allows you to notice any mistakes. Do this at least a couple of nights before the interview not on the night before.
(9) Don’t over rehearse your answers. Still do a mock interview but don’t over do it. You will come across stiff and staid. Know your answers but allow room to go with the flow.
(10) Prepare some questions to ask them above and beyond what you will get paid and how much leave you are entitled to. Show an interest in the job, firm and what it can offer you. Find an industry related topic that is currently hot and ask a question on this.
(11) Use flattery. Mention you have read something on the website that you were impressed by or that, within the industry, the firm have a great reputation.
(12) Make sure you haven’t got anything embarrassing on facebook or other social networking sites. Employers are increasingly checking these sites during the recruitment process.
(13) Sell yourself. You need to make an impression and ensure that the interviewer is aware of your strengths and what you can offer them.
(14)Think of practical examples to standard interview questions. How would you answer a question like ‘give me an example of your problem solving skills’.
(15) Don’t lie on either your CV or during the interview. A good interviewer would have done their research on you and being caught lying will cost you the job. Did you watch The Apprentice? I am sure you watched Lee McQueen, Recruitment Sales Manager squirm on The Apprentice as he was interviewed and caught out for telling a porky on his CV. Lee's CV was scrutinised closely by his interviewers who were unimpressed by its contents. Don’t let the same thing happen to you. Sir Alan Sugar overlooked this misdemeanour and Lee was offered the job, not all employers would be so forgiving.
I hope this has been of interest to you and if you are looking to move from your current company please do visit our niche recruitment jobs-board CareersInRecruitment.
- Update your skills and acquire new ones. Take up the offers of training and even seek out training that will add value to your role and as result, the company’s.
- This is good practice anyway but act professionally at all times. Earn a reputation for being dependable, professional, and cooperative. Act and look the part. Dress professionally and neatly, even on business casual days.
- Keep a positive outlook on things, even when in tough situations. Don't whine or complain - or blame others - when things don't go your way.
- Make a name for yourself in your industry through conferences, articles, speeches.
- Be a problem-solver. Don't go to your boss with problems. If a difficult situation arises, be sure to come up with at least one solution before seeking your boss's blessing for dealing with the situation. Problem-solvers get promoted. Complainers who expect the boss to solve all their problems don't.
Perhaps there is no genuine opportunity to progress with your current company, or you wish to move on for different reasons. If you are looking externally for a new role, we have some Preparation Tips for a Successful Interview;
You may be well versed in the world of interviews but a little reminder will do you no harm. Below is a list of our top tips on preparing for an interview.
(1) Have a decent nights sleep. This may seem obvious but people often feel the need to relax with a few drinks the night before an interview. Trust me it’s not a good idea. Bloodshot eyes, a mild hangover, upset tummy all the knock on effects that won’t make a good impression.
(2) Get a good breakfast. Even if you are very nervous you should eat a good healthy mix that will keep hunger at bay! Avoid too much sugar and caffeine.
(3) Don’t rush. Leave plenty of time to get to your destination. Do a dummy run and then add at least half an hour to cover delays. Double check the weather forecast the night before {you don’t want to be sat there in a lined suit when it is a roasting hot summers day!}, and ensure your car keys, cash point card or train tickets are to hand. The last thing you want is a blind panic on the morning of the interview.
(4) Check out if they have parking, where the nearest car park, tube station or bus station is and what time these services run.
(5) Have your clothes clean, ironed and ready to go. Don’t leave this to the morning of the interview.
(6) Wear practical shoes! Don’t try and break in new footwear or wear something that is difficult to travel too far in. You may be asked to walk around the business. No good if you look like Bambi after a bottle of vodka. If you want to wear something glam take some trainers and change before you get to the interview.
(7) Do your research. Blitz the web, newspapers and the trade press. Find out all you can about your prospective employers. Read up on the current important topics that relate to the firm. Google the senior people in the firm. You are bound to find some useful information.
(8) Listen to music that you find relaxing or empowering in the morning or on the way to the interview.
(9) Get a friend or family member to do a mock interview with you. Often answering the questions out loud allows you to notice any mistakes. Do this at least a couple of nights before the interview not on the night before.
(9) Don’t over rehearse your answers. Still do a mock interview but don’t over do it. You will come across stiff and staid. Know your answers but allow room to go with the flow.
(10) Prepare some questions to ask them above and beyond what you will get paid and how much leave you are entitled to. Show an interest in the job, firm and what it can offer you. Find an industry related topic that is currently hot and ask a question on this.
(11) Use flattery. Mention you have read something on the website that you were impressed by or that, within the industry, the firm have a great reputation.
(12) Make sure you haven’t got anything embarrassing on facebook or other social networking sites. Employers are increasingly checking these sites during the recruitment process.
(13) Sell yourself. You need to make an impression and ensure that the interviewer is aware of your strengths and what you can offer them.
(14)Think of practical examples to standard interview questions. How would you answer a question like ‘give me an example of your problem solving skills’.
(15) Don’t lie on either your CV or during the interview. A good interviewer would have done their research on you and being caught lying will cost you the job. Did you watch The Apprentice? I am sure you watched Lee McQueen, Recruitment Sales Manager squirm on The Apprentice as he was interviewed and caught out for telling a porky on his CV. Lee's CV was scrutinised closely by his interviewers who were unimpressed by its contents. Don’t let the same thing happen to you. Sir Alan Sugar overlooked this misdemeanour and Lee was offered the job, not all employers would be so forgiving.
I hope this has been of interest to you and if you are looking to move from your current company please do visit our niche recruitment jobs-board CareersInRecruitment.
Tuesday, July 15, 2008
How would you sell the benefits of this job?
Northern Rock has recently appointed a human resources (HR) director, due to start with the firm in September. If you had this job on your books, with all the bad press Northern Rock has experienced over the last year - how would you encourage applications?
Richard Smelt joins the firm with more than 20 years experience in HR management. He was most recently group HR director with Carphone Warehouse.
Ron Sandler, Executive Chairman of Northern Rock, said: "The company is going through a major restructuring exercise and his considerable HR expertise will be invaluable as we move forward. " Well that is one way of putting it! I guess there are challenging times ahead for Smelt, we wish him lots of luck and of course if he needs to recruit personnel externally then he should consider advertising on our niche jobs-board network to keep the recruiting costs down.
Richard Smelt joins the firm with more than 20 years experience in HR management. He was most recently group HR director with Carphone Warehouse.
Ron Sandler, Executive Chairman of Northern Rock, said: "The company is going through a major restructuring exercise and his considerable HR expertise will be invaluable as we move forward. " Well that is one way of putting it! I guess there are challenging times ahead for Smelt, we wish him lots of luck and of course if he needs to recruit personnel externally then he should consider advertising on our niche jobs-board network to keep the recruiting costs down.
Thursday, July 10, 2008
Featured Job - Employment Consultant
Employment Consultant
The Regular Forces Employment Association exists to help men and women of all ranks from the Armed Forces to find and remain in work throughout their working lives.
We are looking for a self starter with extensive knowledge of the Armed Forces and experience in commerce and industry to work in our London office. Your role will be to place Ex-Servicemen and women into appropriate employment.
We are looking for a self starter with extensive knowledge of the Armed Forces and experience in commerce and industry to work in our London office. Your role will be to place Ex-Servicemen and women into appropriate employment.
You must have excellent communication skills and be prepared to work to targets and deadlines. You must also be willing to travel around the capital and environs to meet with employers to market the services of RFEA. You must have IT skills to ECDL level, a current driving licence, live within easy travelling distance of London, and have excellent knowledge of the employment market preferably with existing employer contacts. Marketing, sales or recruitment experience would be an advantage.
Tuesday, July 1, 2008
Work Place Bullying: What are your thoughts?
The government defines work place bullying as follows:
"Bullying includes abuse, physical or verbal violence, humiliation and undermining someone’s confidence."
You are probably being bullied if, for example, you’re:
constantly picked onhumiliated in front of colleagues / regularly unfairly treated / physically or verbally abused / blamed for problems caused by others / always given too much to do, so that you regularly fail in your work
Bullying can be face-to-face, in writing, over the phone or by fax or email. Workers across the UK suffer from bullying in all its horrid forms. A UNISON survey estimated that up to 5 million people are bullied at work in the UK. The net result of this is 18.9 million work days lost to the distress and pain caused. The Andrea Adams Trust is the world's only non-political, non-profit making charity operating as the focus for the diverse and complex problems caused by bullying behaviour in the workplace. They offer excellent advice to anyone who thinks they are being bullied.
Are you a victim or have you experienced Bullying in the Work Place?
Monday, June 23, 2008
Employment Consultant job with a difference
The Regular Forces Employment Association exists to help men and women of all ranks from the Armed Forces to find and remain in work throughout their working lives.They are looking for a self starter with extensive knowledge of the Armed Forces and experience in commerce and industry to work in the London office. Your role will be to place Ex-Servicemen and women into appropriate employment. You must have excellent communication skills and be prepared to work to targets and deadlines. You must also be willing to travel around the capital and environs to meet with employers to market the services of RFEA.
The salary is in line with not-for-profit sector at £28,000 pa, good annual leave allowance, pension and job satisfaction guaranteed.
Deadline is 4th July so hurry to Careers In Recruitment for more details and how to apply.
Tuesday, June 17, 2008
The Personality Quiz: Are you cut out for a Career in Recruitment?
If you’re bored at work and feel like your job doesn’t utilise your talents or play to your interests it’s probably time to reassess. Take our personality quiz and discover the perfect career for you………….
Q1 – You have to put up a set of shelves. Do you:
A Ignore the instructions, this is like a walk in the park for you?
B Read the instructions, but work out your own way to get the job done?
C Dive right in and make a few modifications along the way?
D Get a friend round to help?
E Pay someone else to do it – you hate reading instructions anyway?
F Read the instructions and follow them?
Q2 – There’s a family party coming up. Do you:
A Find an excuse to get out of it?
B Put in an appearance and leave early, family parties are notoriously dull?
C Think you’d rather not go, but at least great Aunty Ruth is guaranteed to liven things up?
D Make a date in your diary – you love any excuse for a party?
E Look forward to it – it’s a good time to let everyone know about the new house and your job promotion?
F Ask if there’s anything you can do to help with the organisation?
Q3 – When working on a project, do you:
A Like to be well ordered?
B Feel happier in a support role rather than taking the lead?
C Feel happier in more creative situations?
D Enjoy being able to pass on your knowledge to others?
E Naturally take charge?
F Enjoy setting systems in place – you’re a born organiser?
Q4 – When it come to work, if your motto:
A Be Prepared?
B There are two sides to every story?
C Life is like a box of chocolates?
D Patience is a virtue?
E All work and no play, makes Jack a dull boy?
F Leave no stone unturned?
Q5 – At the end of a typical day, do you:
A Put everything away in it’s proper place?
B Review the day’s events, and where things may have gone wrong?
C Leave the clutter on your desk – you know exactly what’s in each pile?
D Frequently stay late at work to help sort out problems?
E Praise yourself for a job well done, and then meet colleagues for a quick drink?
F Write a to do list for the next day?
Q6 – At the office party, do you win the title of:
A Mr Organised?
B Science Geek?
C Ms Unconventional
D Mr Helpful
E Born Leader
F Ms Conscientious
Q7 – It’s time for your annual pay review. Do you:
A Take the inflationary average?
B Research what you should be paid?
C Put in a request to work from home?
D Agree to what you’re given – you don’t want to rock the boat?
E Suggest a new pay scale, after all you can’t be compared to anyone else?
F Agree to a pay freeze, there could be redundancies around the corner?
Q8 – It’s 5pm and your boss calls an impromptu meeting. But you already have plans to see friends. Do you:
A Feel annoyed, this meeting should have been scheduled during work hours?
B Ask to see the agenda, to give you a chance to prepare?
C Ask if your attendance is really necessary?
D Agree to the meeting and arrange to catch up wit your friends later in the evening?
E Agree to the meeting. There’s no way you’ll risk your career just to meet with friends?
F Reluctantly cancel your friends?
Email me and say whether you are mostly A’s, B’s C’s, D’s, E’s or Fs and I will email you the results! We know which one should fall into the Recruitment category..... go on, just for fun.
Q1 – You have to put up a set of shelves. Do you:
A Ignore the instructions, this is like a walk in the park for you?
B Read the instructions, but work out your own way to get the job done?
C Dive right in and make a few modifications along the way?
D Get a friend round to help?
E Pay someone else to do it – you hate reading instructions anyway?
F Read the instructions and follow them?
Q2 – There’s a family party coming up. Do you:
A Find an excuse to get out of it?
B Put in an appearance and leave early, family parties are notoriously dull?
C Think you’d rather not go, but at least great Aunty Ruth is guaranteed to liven things up?
D Make a date in your diary – you love any excuse for a party?
E Look forward to it – it’s a good time to let everyone know about the new house and your job promotion?
F Ask if there’s anything you can do to help with the organisation?
Q3 – When working on a project, do you:
A Like to be well ordered?
B Feel happier in a support role rather than taking the lead?
C Feel happier in more creative situations?
D Enjoy being able to pass on your knowledge to others?
E Naturally take charge?
F Enjoy setting systems in place – you’re a born organiser?
Q4 – When it come to work, if your motto:
A Be Prepared?
B There are two sides to every story?
C Life is like a box of chocolates?
D Patience is a virtue?
E All work and no play, makes Jack a dull boy?
F Leave no stone unturned?
Q5 – At the end of a typical day, do you:
A Put everything away in it’s proper place?
B Review the day’s events, and where things may have gone wrong?
C Leave the clutter on your desk – you know exactly what’s in each pile?
D Frequently stay late at work to help sort out problems?
E Praise yourself for a job well done, and then meet colleagues for a quick drink?
F Write a to do list for the next day?
Q6 – At the office party, do you win the title of:
A Mr Organised?
B Science Geek?
C Ms Unconventional
D Mr Helpful
E Born Leader
F Ms Conscientious
Q7 – It’s time for your annual pay review. Do you:
A Take the inflationary average?
B Research what you should be paid?
C Put in a request to work from home?
D Agree to what you’re given – you don’t want to rock the boat?
E Suggest a new pay scale, after all you can’t be compared to anyone else?
F Agree to a pay freeze, there could be redundancies around the corner?
Q8 – It’s 5pm and your boss calls an impromptu meeting. But you already have plans to see friends. Do you:
A Feel annoyed, this meeting should have been scheduled during work hours?
B Ask to see the agenda, to give you a chance to prepare?
C Ask if your attendance is really necessary?
D Agree to the meeting and arrange to catch up wit your friends later in the evening?
E Agree to the meeting. There’s no way you’ll risk your career just to meet with friends?
F Reluctantly cancel your friends?
Email me and say whether you are mostly A’s, B’s C’s, D’s, E’s or Fs and I will email you the results! We know which one should fall into the Recruitment category..... go on, just for fun.
Wednesday, June 11, 2008
Interview with Stephen O’Donnell, Founder AlljobsUK.com, Sales and Marketing with 1Job.co.uk, host of NORAs
- You own and run ‘Alljobs Limited’: tell me a little more about the nature of your business and your role within it
I set up AlljobsUK.com in 2000 as a comprehensive online recruitment portal for candidates throughout the UK, with databases of every recruitment agency, Job Board, Newspaper and Trade magazine that advertised vacancies, as well as the top 16,000 UK employers, and links to their websites.
- How has it changed over the last few years?
AlljobsUK.com has had to develop with the online recruitment sector, coming through the internet bubble, and remaining centrally placed in an industry that then saw wholesale consolidation through mergers and acquisition, and an ever more sophisticated agency sector. Our National Online Recruitment Awards have reflected this since 2001.
- What attracted you to this industry and where did your business idea come from?
I’ve been in recruitment since 1987, and established AlljobsUK.com as a natural progression after writing the website for my recruitment company.
- What would you like to change about the industry?
I would like recruitment agencies to make much more use of their own websites to attract candidates.
- Greatest challenge: Running AlljobsUK.com and a recruitment company at the same time.
- Favourite aspect of your work? Dealing with recruiters and agency owners.
- What would you do, as a career, if you weren’t working in Recruitment? Website development
- Any recommendations for job-seekers looking at a career in Recruitment ? Join a large company and benefit from the in-house training, find your niche and become an expert in it.
- Previous Jobs: I started in recruitment at 21, so just a couple of years selling everything from advertising to cable TV.
- What was your new years resolution and have you stuck to it? To cycle to work each day. Abject failure on that front I’m afraid.
- Ultimate ambition outside of work: Sleep
- Favourite tipple? A pint of chilled draught Warsteiner.
I set up AlljobsUK.com in 2000 as a comprehensive online recruitment portal for candidates throughout the UK, with databases of every recruitment agency, Job Board, Newspaper and Trade magazine that advertised vacancies, as well as the top 16,000 UK employers, and links to their websites.
- How has it changed over the last few years?
AlljobsUK.com has had to develop with the online recruitment sector, coming through the internet bubble, and remaining centrally placed in an industry that then saw wholesale consolidation through mergers and acquisition, and an ever more sophisticated agency sector. Our National Online Recruitment Awards have reflected this since 2001.
- What attracted you to this industry and where did your business idea come from?
I’ve been in recruitment since 1987, and established AlljobsUK.com as a natural progression after writing the website for my recruitment company.
- What would you like to change about the industry?
I would like recruitment agencies to make much more use of their own websites to attract candidates.
- Greatest challenge: Running AlljobsUK.com and a recruitment company at the same time.
- Favourite aspect of your work? Dealing with recruiters and agency owners.
- What would you do, as a career, if you weren’t working in Recruitment? Website development
- Any recommendations for job-seekers looking at a career in Recruitment ? Join a large company and benefit from the in-house training, find your niche and become an expert in it.
- Previous Jobs: I started in recruitment at 21, so just a couple of years selling everything from advertising to cable TV.
- What was your new years resolution and have you stuck to it? To cycle to work each day. Abject failure on that front I’m afraid.
- Ultimate ambition outside of work: Sleep
- Favourite tipple? A pint of chilled draught Warsteiner.
Tuesday, June 10, 2008
Interview with Lisa Scales, Director: Talent on View Ltd
We learnt recently of a new website due to launch which is a video interview solution for the recruitment industry. We caught up with the site’s Director, Lisa, to find out more……... - Tell me more about Talentonview.com :
Talent on View is a web based video interview application designed specifically for the recruitment industry. It enables a recruiter to video their candidate whilst interviewing them and sending the video clip to their clients along with the candidates CV. When the client has viewed the candidate they can give feedback immediately which the recruiter receives via email. It is a user friendly application which saves the recruiter and client time and can expedite the recruitment process. It can be used by a high street recruiter through to a senior executive recruiter. The application is completely secure as we use the same security technology as NASA and the Department of Defence in the US.
- What is your background and what motivated you to establish the business?
My background is mainly in high street recruitment having worked for 2 major brands on the high street for a number of years. I have also worked for an executive search and selection firm as well as a HR role with a city law firm – these different roles have given me a wide overview of the recruitment industry. My main motivation to establish the business was the sense of frustration that I sometimes encountered when a client would make a recruitment decision based on just a CV. We have all been there when the client doesn’t allow you time to describe the person and “sell” them and asks for their CV on email. They come back to you saying they don’t want to see them and that is the end of the line for that candidate with that client. Sometimes a CV does not give the true picture of what a person is like and Talent on View enables clients to get a fuller picture prior to seeing them face to face.
- With the amount of websites available and the competitive offerings within the recruitment industry: how did you identify a gap and what are your USPs?
There are candidate driven video resume models currently on the market as well as the growing trend for Talent Managers to have corporate videos on the careers section of their company websites to attract talent but I felt that the nuts and bolts of the industry i.e; the recruitment companies, didn’t have a viable option to use this sort of technology. Video streaming in recent years has become more sophisticated and we live in the “YouTube” generation so I decided it would be great to be able to offer a recruiter another tool in their recruitment toolkit which was inexpensive, easy to use and a value added product. Our unique selling points are:
* Most affordable recruitment video solution on the market
* Completely web based so no need to download any software
* Speeds up recruitment process by enabling the recruiter to receive feedback immediately
- What are the characteristics and skills you have that you believe are particularly suited to what you do?
I am extremely motivated and focused, combined with the ability to juggle lots of different balls at once. I am organised and passionate about what Talent on View can do to enable the industry to embrace Web 2.0 technology.
Talking to clients – I really like developing new relationships with clients and nurturing the relationship along to becoming a collaboration as opposed to a them and us scenario.
- What would you like to change about the recruitment industry?
I think the recruitment industry is seen as the poor relation to a lot of other industries and it has a reputation for being unscrupulous – I would like industry leaders and umbrella organisations to introduce a harder “barrier to entry” like licensing to weed out the more unscrupulous recruiters out there. The majority are doing a professional job and the minority give it a bad reputation.
- Previous jobs:
Recruitment Consultant, Contract Manager, Business Centre Manager, HR Manager, Executive Consultant
- Any recommendations for job-seekers looking at a career in Recruitment?
Approach the larger organisations for roles as they give fantastic training and will get you off to the best start in a fabulous industry.
- How do you fill your leisure time?
It’s all about family for me but I do like skiing, riding, travelling and reading a good book.
- Ultimate ambition outside of work: Design and build my own house.
Interview with Dan McGuire, MD of Broadbean
Dan McGuire will be a name you recognise if you work in Recruitment or the Online Job Advertising industry, if you haven’t – then please come out from under that rock! His interview below shows us just why he is so successful and we hope you will gain some inspiration from reading it. In November 2007 he was named CBI/Real Business Magazine Young Entrepreneur of the Year. He is also a regular public speaker and has delivered speeches at The HR Software Show (CIPD), The Recruitment Conference and several Onrec events.
- You are the Owner and MD of Broadbean Technology: tell me a little more about the nature of your business and your role within it
Broadbean is the leading distributor of online job adverts in Europe. We currently serve over 1.5m adverts and process around 2m candidate applications every month. My role involves the day to day running of the organisation but I’ve got a great team around me so it doesn’t take all of my time. That leaves me to work on our international expansion, specifically our European operation and my business partner, Kelly Robinson, and I are currently at an advanced stage with our US launch.
- How has your role changed over the last 5 years?
Five years ago it was just me in an office on my own with a contract techie working from home. I did everything except technical development. At the time certain sites like Monster wouldn’t let us post to them so those adverts went through the system, into my inbox and I had to manually add them. It was a great way to spend the first 2 hours of my Friday night I can assure you! We hired our first proper staff towards the end of 2003, had 4 people (including me) by the end of 2004 and I was responsible for 100% of our sales right up until well into 2005. Now my role is much more about developing the management team and ongoing strategy for the business. 5 years ago we were talking about one day becoming the number one player in the UK. Now we’re actually in the process of becoming the number one player in the world.
- Where did your business idea come from?
Kel had 15 years experience in the recruitment industry. He didn’t think any of the companies offering advert distribution at the time were particularly good so he started building his own, brought me in and the rest is history.
- What’s the best thing about working in your industry?
From a technology perspective we have to stay at the forefront and keep innovating. I love that. Internet technology evolves at such a fast pace and knowing you’re in the leading pack gives you great satisfaction. On a personal note, getting to deal with so many down to earth people right across the market is great fun. Plus, most people I know like doing deals in the pub which always works for me.
- Complete this sentence: “An MD of a successful, ever evolving company is never without ………”
A bloody big smile on his face and an attractive lady on his arm. Well, certainly the first part of that is true!
- Greatest challenge:
I never really saw it as much of a challenge at the time because I spent most of 2003 running round with an excited grin on my face but that first year - overcoming the doubters and the cynics, getting by with hardly any money, convincing people to actually pay for the service, making the overdraft last forever - looking back that was the biggest challenge I’ve ever had to deal with.
- Favourite aspect of your work?
How much I still enjoy coming to the office every day. It’s been nearly 6 years and I’m having more fun now than I ever have. A lot of that is down to the people I work with. We just got back from a weekend in Poland and you’d never have guessed we were work colleagues, more like lifelong friends.
- Who do you most admire?
In a business sense I hugely admire self-made entrepreneurs. I could list people all day. They’re my inspiration and I’ve always got an autobiography of someone who’s been there and done it nearby. It’s great that I’m in a position where I get to meet a lot of those people now. More recently I’ve realised how much I admire people that work with kids. I’ve spent a lot of time over the last couple of years talking at schools and colleges and the teachers and youth workers have such a hard job. Plus they get paid rubbish money and it really annoys me.
- What would you do, as a career, if you weren’t working in the New Media and Recruitment industries?
It’s hard to say as I got into recruitment at 18 straight from college. I always wanted to start in something sales related and always wanted to have my own business so I kind of followed the path I wanted to follow. If you took Broadbean away from me today I’d... actually I’m not going to say because I’m saving that for myself in the future.
- Any recommendations/advice for job-seekers looking to work in online advertising?
It’s a great industry, lots of fun and there’s plenty of opportunities for the right people. At Broadbean, we’re much more interested in hiring people with the right attitude than specific skills or education. We can teach you the skills we need you to have, attitude is something you have to get right yourself.
- Previous Jobs:
My CV is pretty straight forward: worked as a Recruitment Consultant between the age of 18 and 21 and have run Broadbean since then. Before I was 18 I did a paper-round, washed-up in a pub, sold sweets at school, worked in a kitchen in an old people’s home, put up CCTV cameras and worked in a cafe. I sold so many ice creams in that cafe they put me on commission. I got £2 an hour and 1% of all ice cream sales.
- What was your new years resolution and have you stuck to it?
I don’t bother with New Year’s resolutions. They’re pointless and no one ever sticks to them. Why should it take the start of a new year to make a change in your life. If I want to make a change I just do it. Last October I decided it was time to sort my diet out and start eating properly so I went to a nutritionist, learnt what I needed to know and changed my diet accordingly. I learnt a long time ago that to make a change you have to really want to do it and not just do it because you think you should or everyone else is.
- Favourite Film?
Love, Honour and Obey with Ray Winstone. That film gets a lot of airtime in my house.
- Tipple of choice?
Usually bottles of lager, although I’ve become very partial to good Cognac over the last few months. That said, if I’m in a club late at night, which is quite often, it’s nearly always JD and Redbull. I once heard it described as the drink of champions. Actually, it was me that said that.
- Any unfulfilled ambitions?
Because I went straight into work at 18 I never went travelling and that is something I’ll definitely do at some point. I’d also quite like to get drunk with Lily Allen.
Thank you very much Dan for taking the time to share your experiences with us.
- You are the Owner and MD of Broadbean Technology: tell me a little more about the nature of your business and your role within it
Broadbean is the leading distributor of online job adverts in Europe. We currently serve over 1.5m adverts and process around 2m candidate applications every month. My role involves the day to day running of the organisation but I’ve got a great team around me so it doesn’t take all of my time. That leaves me to work on our international expansion, specifically our European operation and my business partner, Kelly Robinson, and I are currently at an advanced stage with our US launch.
- How has your role changed over the last 5 years?
Five years ago it was just me in an office on my own with a contract techie working from home. I did everything except technical development. At the time certain sites like Monster wouldn’t let us post to them so those adverts went through the system, into my inbox and I had to manually add them. It was a great way to spend the first 2 hours of my Friday night I can assure you! We hired our first proper staff towards the end of 2003, had 4 people (including me) by the end of 2004 and I was responsible for 100% of our sales right up until well into 2005. Now my role is much more about developing the management team and ongoing strategy for the business. 5 years ago we were talking about one day becoming the number one player in the UK. Now we’re actually in the process of becoming the number one player in the world.
- Where did your business idea come from?
Kel had 15 years experience in the recruitment industry. He didn’t think any of the companies offering advert distribution at the time were particularly good so he started building his own, brought me in and the rest is history.
- What’s the best thing about working in your industry?
From a technology perspective we have to stay at the forefront and keep innovating. I love that. Internet technology evolves at such a fast pace and knowing you’re in the leading pack gives you great satisfaction. On a personal note, getting to deal with so many down to earth people right across the market is great fun. Plus, most people I know like doing deals in the pub which always works for me.
- Complete this sentence: “An MD of a successful, ever evolving company is never without ………”
A bloody big smile on his face and an attractive lady on his arm. Well, certainly the first part of that is true!
- Greatest challenge:
I never really saw it as much of a challenge at the time because I spent most of 2003 running round with an excited grin on my face but that first year - overcoming the doubters and the cynics, getting by with hardly any money, convincing people to actually pay for the service, making the overdraft last forever - looking back that was the biggest challenge I’ve ever had to deal with.
- Favourite aspect of your work?
How much I still enjoy coming to the office every day. It’s been nearly 6 years and I’m having more fun now than I ever have. A lot of that is down to the people I work with. We just got back from a weekend in Poland and you’d never have guessed we were work colleagues, more like lifelong friends.
- Who do you most admire?
In a business sense I hugely admire self-made entrepreneurs. I could list people all day. They’re my inspiration and I’ve always got an autobiography of someone who’s been there and done it nearby. It’s great that I’m in a position where I get to meet a lot of those people now. More recently I’ve realised how much I admire people that work with kids. I’ve spent a lot of time over the last couple of years talking at schools and colleges and the teachers and youth workers have such a hard job. Plus they get paid rubbish money and it really annoys me.
- What would you do, as a career, if you weren’t working in the New Media and Recruitment industries?
It’s hard to say as I got into recruitment at 18 straight from college. I always wanted to start in something sales related and always wanted to have my own business so I kind of followed the path I wanted to follow. If you took Broadbean away from me today I’d... actually I’m not going to say because I’m saving that for myself in the future.
- Any recommendations/advice for job-seekers looking to work in online advertising?
It’s a great industry, lots of fun and there’s plenty of opportunities for the right people. At Broadbean, we’re much more interested in hiring people with the right attitude than specific skills or education. We can teach you the skills we need you to have, attitude is something you have to get right yourself.
- Previous Jobs:
My CV is pretty straight forward: worked as a Recruitment Consultant between the age of 18 and 21 and have run Broadbean since then. Before I was 18 I did a paper-round, washed-up in a pub, sold sweets at school, worked in a kitchen in an old people’s home, put up CCTV cameras and worked in a cafe. I sold so many ice creams in that cafe they put me on commission. I got £2 an hour and 1% of all ice cream sales.
- What was your new years resolution and have you stuck to it?
I don’t bother with New Year’s resolutions. They’re pointless and no one ever sticks to them. Why should it take the start of a new year to make a change in your life. If I want to make a change I just do it. Last October I decided it was time to sort my diet out and start eating properly so I went to a nutritionist, learnt what I needed to know and changed my diet accordingly. I learnt a long time ago that to make a change you have to really want to do it and not just do it because you think you should or everyone else is.
- Favourite Film?
Love, Honour and Obey with Ray Winstone. That film gets a lot of airtime in my house.
- Tipple of choice?
Usually bottles of lager, although I’ve become very partial to good Cognac over the last few months. That said, if I’m in a club late at night, which is quite often, it’s nearly always JD and Redbull. I once heard it described as the drink of champions. Actually, it was me that said that.
- Any unfulfilled ambitions?
Because I went straight into work at 18 I never went travelling and that is something I’ll definitely do at some point. I’d also quite like to get drunk with Lily Allen.
Thank you very much Dan for taking the time to share your experiences with us.
Thursday, June 5, 2008
Oh dear .. lying on your CV, never a good idea on national TV!
For those Apprentice lovers I am sure you watched Lee McQueen, Recruitment Sales Manager, squirm last night as he was interviewed and caught out for telling a porky on his CV. Lee's CV was scrutinised closely by his interviewers who were unimpressed by its contents – one picked up on his spelling of 'tommorrow', 'ambtion', and 'recoinged', whilst the other had confirmation that he didn’t spend 2 years @ university, but just 4 months!The other classic that Lee pulled out of the bag was his impression of a dinosaur, which he was asked to do by property tycoon Paul Kemsley. Yes it was extremely uncomfortable to watch as he performed his famous reverse pterodactyl impression. Come on Lee, you work in Recruitment – you must have interviewed hundreds of candidates – you could have done a lot better. That said, it was great TV and he is through to the final.
Wednesday, June 4, 2008
Fancy working for Robert Half? Branch Manager Opportunity
Branch Manager - Finance & Accountancy Recruitment, £50-65k 1st Year OTE
The Company
Since 1948 Robert Half has been the world's first and largest specialised financial recruitment firm. In 2008 Robert Half was voted one of Sunday Times Best Companies to Work for in the UK for the fourth consecutive year. As a result of our rapid growth we have a Branch Manager position open in Telford. Strong tenured management, deep resources of a large publicly held company and exceptional earnings potential are just a few reasons this recruitment career opportunity is so exciting.
Since 1948 Robert Half has been the world's first and largest specialised financial recruitment firm. In 2008 Robert Half was voted one of Sunday Times Best Companies to Work for in the UK for the fourth consecutive year. As a result of our rapid growth we have a Branch Manager position open in Telford. Strong tenured management, deep resources of a large publicly held company and exceptional earnings potential are just a few reasons this recruitment career opportunity is so exciting.
The Role
As a Branch Manager your responsibilities will include:
- Reporting to the Regional Manager, you will provide sales leadership, motivation, coaching and direction to all branch employees- Review monthly recruitment sales activities for all consultants, actively lead marketing activities as a sales leader and creating and maintaining a positive recruitment sales culture- Facilitate cross-sell activities for all recruitment divisions within the branch- Developing new recruitment business opportunities- Foster an environment of outstanding customer service to both clients and candidates- Participating in industry trade associations to increase our presence within the local community.
Tuesday, May 20, 2008
Interview with Louise Triance, UK Recruiter
Louise Triance runs the UK Recruiter Community and has taken time out of her busy schedule to speak with us at CareersinRecruitment about her role and the Recruitment industry.
- You own and run 'UK Recruiter': tell me a little more about the nature of your business and your role within it
UK Recruiter is a community site for recruitment professionals in the UK. The site consists of a supplier directory, discussion board and email newsletter. It's my business and I do more or less everything myself. I have help with the technical stuff on the website (basic HTML is just about as far as I go) and someone (hello Fliss) to proof my blog posts and help moderate the forum.
- How has it changed over the last few years?
The main things would be starting my blog in late 2006 (which has really taken off now and is a main focus for me) and partnering with Broadbean to re-start the networking events -which again are going brilliantly.
- What attracted you to this industry and where did your business idea come from?
When I left the recruitment firm I worked for I wasn't sure what I wanted to do. My dad was just setting up a business with an ex-colleague offering "Web for Managers" training and I said I'd help out for a few months. After a bit I realised that we could do a version of the course called "Web for Headhunters". We offered it direct to search firms and as a public course via the REC for a few years. The website and newsletter grew out of that. At the time we were the only company offering a directory for recruiters, an email newsletter for the industry and internet training (and later our discussion forum). Obviously the market is a bit more crowded now but I do still try to keep ahead of the competition and avoid ideas that someone else is already offering (by the way, my dad keeps trying to retire but is called into service for doing the accounts now!)
- What would you like to change about the industry?
It has to be the image the recruitment industry has. Sorry, to say that in many cases the reputation our industry has is justified. The majority of recruiters are professionals who offer a great service for the price they charge. It's always the cowboys that ruin it for everyone.
- Greatest challenge: Stopping myself spending all day reading blogs!
- Favourite aspect of your work? Helping to facilitate introductions. I honestly love connecting people (which is one of the reasons we recently started our LinkedIn Group for UK Recruiter - with the objective of helping recruiters connect with others in the industry via LinkedIn.
- What would you do, as a career, if you weren't working in Recruitment?
I can't imagine ever working for someone else again so that would be pretty limiting for me. The first personality profile I ever completed did suggested Prison Warden......
- Any recommendations for job-seekers looking at a career in Recruitment?
Ensure your first role is with a decent company who will invest in your training and development. The days of being straight on the phones should have long gone.
- Previous Jobs:
The only other proper job I have had was working for a search and selection firm (Highfield Human Solutions). Despite having left 10 years ago I still haven't totally escaped from them and do the occasional consultancy project. They are definitely one of the great examples of recruitment consultancies.
- What was your new years resolution and have you stuck to it? I've given up on New Year resolutions, however, had I made one I would undoubtedly have broken it by mid Jan.
- Ultimate ambition outside of work: This is so cliched - but it's to be happy and to make those around me happy.
- Favourite tipple: Sadly mostly just soda water. Occasionally vodka and soda.
Would you be happy to accept less pay for the job of your dreams?
A recent survey by Monster.co.uk of around 2,300 people revealed that 80% of people in the UK would be happy working for less money in the job of their dreams.This peaked my interest. Surely the jobs of our dreams are things like; singer, actor, rally driver, footballer or astronaut. Have we put ourselves in a little bit of stalemate with the above statement? Do people want to be actors because they enjoy performing and getting up at 5.30 am to shoot the morning’s scene fourteen times? Or do they want to be actors because of the money and fame? Do you see the paradox we’re now presented with?
Ranking above the UK for aspirational pay cutting were the Swiss, Italians and Irish. The Irish come out top of the list with a total of 84% happy to cut their pay in exchange for their dream jobs. While beneath us were France, Belgium, Hungary and Poland. Surprisingly all these countries have unemployment rates higher then the EU average.
Julian Acquari, managing director of Monster UK and Ireland, commented “It’s gratifying that European workers see there is more to life than just money.” But, is it a case that money is less important or is it just that we’re all chasing the dream?
"Finding the right job for someone is just as important as finding the right person for the job; it has to be a positive relationship for both the employer and the employee.” Says Acquari. In an atmosphere of aspirational dreams and growing confusion and complications, it looks like recruitment consultants are more important than ever.
Monday, May 19, 2008
Rob Scott, Managing Director: Aaron Wallis Sales Recruitment
As a busy, successful Sales Recruitment Business owner, Rob Scott shares with us his experiences in the industry and has some serious recommendations for those looking at this career path………
- You own and run Aaron Wallis Sales Recruitment: tell me more about your role, company and what motivated you to establish the business.
In a highly competitive market, I felt that there was a gap in the market for a true value added specialist sales recruiter and a business that simply ‘did it better’! One of our aims in setting up Aaron Wallis was to provide genuine, tangible USP’s to both our candidate and employer clients.
For candidates we offer free career quizzes, a free library on articles to help increase business, free psychometric questionnaires, free skills testing and probably the most comprehensive career advice centre offered by any recruiter, which includes free MP3 podcasts to download.
And, for employers we offer psychometric questionnaires, skills testing, bespoke interview questions (driven by the psychometric tool) and we recruit on a fixed fee basis. We also back our service up with a 12 month rebate scheme which means that new employees aren’t under pressure in the first six weeks to ‘repay the recruitment fee’! In fact, we’re very proud of the fact that in all of the placements we’ve made we’ve only had to rebate on three of them.
My role is ultimately to run the business but I’m very hands on and really enjoy meeting employers and candidates. I’m really proud of everything we’ve achieved so far at Aaron Wallis, it’s been a fantastic journey!
- What attracted you Sales Recruitment?
If I’m honest I entered the sector like many recruiters – I fell into it rather than chose it! I went in to register with Austin Benn and was asked if I’d ever considered recruitment! I hadn’t at all so it was a real fluke and I’m tremendously grateful for the chance that I was given as I really, really enjoy what I do. As time has gone on I realise from ex-colleagues and contacts that I don’t think I’d enjoy recruiting in any other sector as it seems to be very much skills and experience matching. In sales recruitment you can still consult with your clients and place the best person for their business rather than the best CV and that’s the bit about the role I really like – making companies better!
In the last 10 years the role of a recruiter has changed dramatically. When I started at Austin Benn only the administrators had PC’s and the consultants used good old job cards, candidate cards, a rollerdex system and a pen! Our database was a hardback book of candidate notes. Funnily enough this system worked really, really well! The Internet and particularly the job boards have transformed the recruitment sector. Ten years ago a typical day for a recruiter would be half selling the service and half meeting and matching candidates. Now it has a heavy administration element as a typical recruiter receives 100 emails a day from prospective candidates and employers. It’s still great fun and I think it’s important to never lose track that recruiting is first and foremost a sales job. The top consultants across all industry sectors are still the ones that sell the most and communicate the most – with technology it’s just now a different approach!
In the last ten years basic salaries in sales have risen sharply but conversely the opportunity to earn has lowered. Sales is far more consultative now than a decade ago and I think that it’s great that more and more sales professionals are proud of their trade and their skills. Also the biggest change in the last decade is that sales professionals are now highly valued in organisations and, confirmed in some major research that I did last year, the majority of UK companies are now sales led. And so they should be!
- What are the characteristics and skills you have that you believe are particularly suited to what you do?
I’m a good blend of sales and marketing with good IT skills. I’m a well rounded character that doesn’t take life too seriously. I am a classic sales profile – brilliant at starting projects but need someone behind me to finish them! I think the greatest quality that I have that is particularly suited to the role is that I genuinely like people. I am always really interested in how individuals and businesses do things differently and wherever possible I also like to help people.
- What would you like to change about your industry?
Believe it or not I feel that as an industry we should be more highly regulated. We’re dealing with people’s lives here and I think it disgraceful that anyone could set up a recruitment business tomorrow without any qualifications or prior experience. There should be a minimum government regulated qualification required to run a recruitment business like there is in Financial Services.
- Favourite aspect of your work?
It’s so varied! It’s a cliché but true – genuinely no two days are ever the same and every day I encounter a situation that I’ve not experienced before. I love meeting different people, working in different industry sectors and getting involved in all aspects of the recruitment cycle. The biggest kick I think you can get in recruitment is placing someone in a business where they flourish and reach greater and greater heights.
- What would you do, as a career, if you weren’t working in Sales Recruitment?
Deep down I’m an anorak of quite serious proportions – my nickname is ‘Cropper’ after ‘Roy Cropper’ in Corrie! For seven years before I entered sales recruitment I used to take school kids on educational tours and I absolutely loved it. Unfortunately though it didn’t pay the bills! I’m a History graduate and at the end of my career I plan to finish as a History teacher or maybe return to guiding school kids on history trips!
Plan and prepare. Research every opportunity thoroughly to make sure that it’s what you want. With the Internet it’s so easy to find out tonnes of information now about a potential employer and you can buy a report on the financials for less than a tenner.
I think the biggest problem is that people don’t really take the time out to look at what it is that they want out of a job, and in fact what they want out of life. This is why we put together our ‘Jobsearch checklist’ and comprehensive information and exercises on ‘goal setting’.
- What was your new years resolution and have you stuck to it?
I’m a phenomenal goal setter and set myself around thirty things to achieve in 2008 – around ten of which I’ve achieved already. I set myself a comprehensive five year plan in late 2007 so the resolutions I set for 2008 were milestones along the path to reach my bigger five year plan. I gave up drinking in January, have taken up half marathons again and I suppose my New Year’s resolution in the traditional sense was to watch less TV as it’s such a timewaster.
- Ultimate ambition outside of work: I want to have the letters MBE on my gravestone!
- As a successful business person, what are you never without: A smile on my face and a positive attitude. With these you can face any challenge that business throws at you!
Well thank you very much Rob, a very inspirational interview and it shows what a genuinely honest and experience professional you are.
Wednesday, May 14, 2008
Featured Job - IT Executive Recruitment Consultant
London - £25,000 - £35,000 + Excellent Bonus
Mindbench is a market leading specialist recruitment firm. We recruit outstanding executive talent for the management consultancy sector. Our clients include the Big4 and specialist management consultancy firms. We recruit on a permanent and project basis for our clients with salary levels from £40,000 to over £120,000. We are highly respected within our business sectors for offering high quality recruitment solutions and delivering on client requirements. We are the preferred supplier for many of our clients and the only recruitment company with “Gold sponsor” status with our industry body, the Management Consultancy Association. We have build a reputation on results and have a strong brand and offering to the market place. We have a unique culture based upon performance, team work, meritocracy and fun.
Mindbench – recruiter role:
Role requirement:
Due to demand from our clients we are currently looking for recruiters to join our team in London and grow our business with us. You will be responsible for client briefs with leading international professional services companies and FTSE 100 companies from day 1. You will undertake “full life-cycle” recruitment, from candidate generation stage to fulfilling client briefs. You will also take responsibility for account management and business development within a sector to develop deepen existing relationships and build new relationships. We already have a large rosta of active clients and established networks so you will not need to cold call clients.
Recruiting technology professionals:
Our work in technology recruitment is at the business executive level. It includes the functional areas of enterprise architecture and customer relationship The roles include IT Strategy and implementation. The technical skills we recruit for include SAP, Oracle and Siebel
Person:
You will be a self-starter with lots of energy and drive. You will relish the opportunity to develop business with market leading professional services and FTSE100 companies. You will be a good communicator and have strong sales potential. Ideally you will already have recruitment or business development experience and an interest in the technology sector. You will be results orientated, be a team player and look for opportunities to benefit the growth of Mindbench.
Training and development:
You will be mentored by the Director of Mindbench and our experienced team on the recruitment market-place. There are also regular team sessions to share best practice. You will receive specialist sales training and industry recruitment training. Any relevant courses where there is a clear business case will be supported by the company.
Compensation:
You will be paid a competitive base salary and excellent quarterly bonus. Your salary will be subject to
Interview with Marcus Stevens: Managing Director, Law Staff legal Recruitment Limited
- You own and run Law Staff Legal Recruitment: tell me more about your role & company and how it has changed over the last few years.
My role now is to keep the whole machine rolling, overseeing 21 staff can be challenging, you have to be an excellent motivator and people person. A big quality is being able to manage people and being able to manage people properly is half the battle.
- What attracted you to this industry?
When I was a Recruitment Consultant back in 2002 I loved the "cut and thrust" of the industry, dealing with candidates and clients was a skill. I realised at an early point in my career that this is the most challenging selling stage: selling people is so stimulating, because they have opinions, objections and make decisions that will effectively change their lives, a recruitment consultant has that "power" to determine if the candidate and the client will be a suitable match.
Unfortunately the candidates do not read the script, I am sure I speak for so many Recruitment Consultants, when a candidate turns down an opportunity to join a firm, they have potentially made a big mistake and the consultant knows it. However, to convince the candidate is the most frustrating part, it then doesn't come down to the money, its that the candidate is just not looking at the bigger picture. Our role is to try and direct the candidate down the road that the consultant knows is the right one.
- What would you like to change about your industry?
I would like to see REC be more active in their role of governing this industry, to have a set format that agencies adhere to, otherwise they would be penalised. A court room within the industry would be good, having a team of adjudicators who would give unbiased decisions, perhaps even engage a lawyer to view proceedings, so it doesn't turn into a kangaroo court.
- Greatest challenge: Recovering from back pain! If anyone tells me they have a bad back I smile as I have worked for many years in constant pain, day in day out, and I still manage to arrive first into the office and am always the last to leave in an evening.
- Favourite aspect of your work: My favourite aspect is coming here working with a fantastic team, they are all so brilliant.
- What would you do, as a career, if you weren’t working in Recruitment?
I always wanted to be a sports commentator, as a little boy I used to sit with a tape recorder and commentate on sports programmes! A couple of years ago the BBC had an opportunity for potential sport commentators to send in a recording: I went to the BBC had a fantastic time, unfortunately I was unable to go to France last year to commentate on the Rugby World Cup due to work commitments.
I also would love to be a motivational speaker; I once met a guy called Willie Jolley, he was so brilliant, if you ever get the chance to grab hold of some of his work, do it, I recommend a tape called "The Dream Busters".
- Any recommendations for job-seekers looking at a career in Recruitment and Law?
My recommendation for a potential recruitment consultant, if you suffer with a possible low self esteem or lack confidence, go and work at Tesco. Even though we have taken a major turn in IT technology, this is a people business, you will get rejected, it‘s how quick you recover from the word No......................
To be honest - I would not recommend working in Law ; you need to be a different breed to stay alive in this industry, I have a mountain of respect for women who have taken this career path and succeeded, in such a male dominated arena.
- Previous Jobs:
I have had many previous jobs, ranging for selling car engine cleaner, through to mobile telephones . This has all helped me in dealing with real life issues.
- What was your new years resolution and have you stuck to it?
My new years resolution was to give up the cigarettes, yes, I am very proud of myself.
- Ultimate ambition outside of work
My ultimate ambition is to lean to sail a catamaran round the capes, I start my first lesson in June watch this space for the pictures.
Many thanks to Marcus. View all law jobs from Law Staff Legal Recruitment
My role now is to keep the whole machine rolling, overseeing 21 staff can be challenging, you have to be an excellent motivator and people person. A big quality is being able to manage people and being able to manage people properly is half the battle.
- What attracted you to this industry?
When I was a Recruitment Consultant back in 2002 I loved the "cut and thrust" of the industry, dealing with candidates and clients was a skill. I realised at an early point in my career that this is the most challenging selling stage: selling people is so stimulating, because they have opinions, objections and make decisions that will effectively change their lives, a recruitment consultant has that "power" to determine if the candidate and the client will be a suitable match.
Unfortunately the candidates do not read the script, I am sure I speak for so many Recruitment Consultants, when a candidate turns down an opportunity to join a firm, they have potentially made a big mistake and the consultant knows it. However, to convince the candidate is the most frustrating part, it then doesn't come down to the money, its that the candidate is just not looking at the bigger picture. Our role is to try and direct the candidate down the road that the consultant knows is the right one.
- What would you like to change about your industry?
I would like to see REC be more active in their role of governing this industry, to have a set format that agencies adhere to, otherwise they would be penalised. A court room within the industry would be good, having a team of adjudicators who would give unbiased decisions, perhaps even engage a lawyer to view proceedings, so it doesn't turn into a kangaroo court.
- Greatest challenge: Recovering from back pain! If anyone tells me they have a bad back I smile as I have worked for many years in constant pain, day in day out, and I still manage to arrive first into the office and am always the last to leave in an evening.
- Favourite aspect of your work: My favourite aspect is coming here working with a fantastic team, they are all so brilliant.
- What would you do, as a career, if you weren’t working in Recruitment?
I always wanted to be a sports commentator, as a little boy I used to sit with a tape recorder and commentate on sports programmes! A couple of years ago the BBC had an opportunity for potential sport commentators to send in a recording: I went to the BBC had a fantastic time, unfortunately I was unable to go to France last year to commentate on the Rugby World Cup due to work commitments.
I also would love to be a motivational speaker; I once met a guy called Willie Jolley, he was so brilliant, if you ever get the chance to grab hold of some of his work, do it, I recommend a tape called "The Dream Busters".
- Any recommendations for job-seekers looking at a career in Recruitment and Law?
My recommendation for a potential recruitment consultant, if you suffer with a possible low self esteem or lack confidence, go and work at Tesco. Even though we have taken a major turn in IT technology, this is a people business, you will get rejected, it‘s how quick you recover from the word No......................
To be honest - I would not recommend working in Law ; you need to be a different breed to stay alive in this industry, I have a mountain of respect for women who have taken this career path and succeeded, in such a male dominated arena.
- Previous Jobs:
I have had many previous jobs, ranging for selling car engine cleaner, through to mobile telephones . This has all helped me in dealing with real life issues.
- What was your new years resolution and have you stuck to it?
My new years resolution was to give up the cigarettes, yes, I am very proud of myself.
- Ultimate ambition outside of work
My ultimate ambition is to lean to sail a catamaran round the capes, I start my first lesson in June watch this space for the pictures.
Many thanks to Marcus. View all law jobs from Law Staff Legal Recruitment
Thursday, May 8, 2008
Removal of recruitment consessions to hurt firms
Hundreds of companies across the South West, including banks, insurance firms, healthcare institutions and charities, could be hit by an increased VAT bill if they use temporary staff.
Leading business advisory firm Deloitte has warned that HM Revenue & Customs (HMRC) decision to remove the Staff Hire Concession (SHC) from 1 April next year, will cost businesses in the region millions of pounds in additional VAT.
The SHC currenlty allows employment businesses, specialising in temporary staffing, to supply their employees as temporary workers to clients and only charge VAT on their commission or agency fees. This means that businesses classified as exempt, or non-busines clients such as charities, do not suffer a VAT charge on wage payments.
But Daniel Lyons, partner in the indirect tax team at Deloitte in Bristol, said " This latest change will result in a wide range of businesses in our region facing significant increased costs when using temporary workers.
"It will also have a considerable impact on the flexibility of the labour market as temporary workers will become much more ciostly than permanent employees."
The SHC was introduced in attempt to achieve a level playing field in the emporary worker's market. The Reed case in 1995 established that employement agencies, ie who had no contractual relationship with workers, would need to account for VAT in full, thereby distorting the market.
HMRC's view s that the Conduct Regulations introduced in 2003 required most providers of temporary workers to operate the same business model for the first time, ie contract with workers.
It therefore argues that VAT is legally due on all paymetns collected by these businesses and that there is no distortion in the market. For this reason, the SHC is redundant.
Leading business advisory firm Deloitte has warned that HM Revenue & Customs (HMRC) decision to remove the Staff Hire Concession (SHC) from 1 April next year, will cost businesses in the region millions of pounds in additional VAT.
The SHC currenlty allows employment businesses, specialising in temporary staffing, to supply their employees as temporary workers to clients and only charge VAT on their commission or agency fees. This means that businesses classified as exempt, or non-busines clients such as charities, do not suffer a VAT charge on wage payments.
But Daniel Lyons, partner in the indirect tax team at Deloitte in Bristol, said " This latest change will result in a wide range of businesses in our region facing significant increased costs when using temporary workers.
"It will also have a considerable impact on the flexibility of the labour market as temporary workers will become much more ciostly than permanent employees."
The SHC was introduced in attempt to achieve a level playing field in the emporary worker's market. The Reed case in 1995 established that employement agencies, ie who had no contractual relationship with workers, would need to account for VAT in full, thereby distorting the market.
HMRC's view s that the Conduct Regulations introduced in 2003 required most providers of temporary workers to operate the same business model for the first time, ie contract with workers.
It therefore argues that VAT is legally due on all paymetns collected by these businesses and that there is no distortion in the market. For this reason, the SHC is redundant.
Wednesday, May 7, 2008
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Thursday, May 1, 2008
CareersInRecruitment Gets a New Look!
CareersInRecruitment.com has recently changed platform which means that as well as boasting a new look there are also lots of services, products and user friendly functions to help employer find employee.
It still has all the aspects that made it so popular on the old platform, and the website is still the market leader for jobs in the recruitment industry in UK. But now it is streamlined so that you can find what you want, when you want it and with greater ease.
It covers thousands of vacancies across the nineteen main recruitment job areas; including Branch management, Directorial positions, Consultants and Recruiters, Sales and Graduate.
It now also has the added benefits of job e-mails, dynamic search categories, CVs by e-mail and CV matches for employers, plus lots more.
Have a look and tell us what you think.
It still has all the aspects that made it so popular on the old platform, and the website is still the market leader for jobs in the recruitment industry in UK. But now it is streamlined so that you can find what you want, when you want it and with greater ease.
It covers thousands of vacancies across the nineteen main recruitment job areas; including Branch management, Directorial positions, Consultants and Recruiters, Sales and Graduate.
It now also has the added benefits of job e-mails, dynamic search categories, CVs by e-mail and CV matches for employers, plus lots more.
Have a look and tell us what you think.
Friday, April 25, 2008
Featured Job - CONSULTANT
£60,000 + highly competitive -Based in LondonWe want to expand our team of consultants.
Whilst we specialize in energy, services and the construction sectors we cover all senior functions with a particular emphasis on finance directors, independent chairman and non executive directors. We would welcome consultants covering these sectors and functions but also more widely.
We offer a friendly, supportive, team-based approach to our work with excellent research and a highly competitive performance-based bonus structure.
Whilst we specialize in energy, services and the construction sectors we cover all senior functions with a particular emphasis on finance directors, independent chairman and non executive directors. We would welcome consultants covering these sectors and functions but also more widely.
We offer a friendly, supportive, team-based approach to our work with excellent research and a highly competitive performance-based bonus structure.
To Apply for this job, click here - Consultant
Wednesday, April 23, 2008
REC calls for more focus on equipping jobseekers with basic skills
The REC has responded to the CBI’s annual audit of the nation’s skills, which showed more than half of employers were not confident they could find enough people with the right skills for their business.
Commenting on the result of this survey, REC Director of External Relations, Tom Hadley, said: “Evidence from REC research has well as the anecdotal feedback from members confirms that skills shortages and the lack of basic skills such as oral and written communication skills are a major concern and will often preclude jobseekers from accessing the labour market.
“The REC has welcomed the employer focus on training and qualifications that are provided to jobseekers but it is also crucial to continue focussing on ensuring the education system equips people with the necessary basic skills to integrate the world of work.”
The REC has continuously pointed out that recruitment agencies are uniquely placed to comment on where the demand for workers does not match the skills available.
Because of this, the REC is committed to working with Government and other key stakeholders to enhance the opportunities for jobseekers and to ensure that we have a 21st century workforce that enables the UK to compete in the global economy.
The REC is a member of the CBI and is represented on a number of its committees and working groups.
Among the key findings of the CBI/Edexcel Education and Skills Survey were:-
- 53 per cent of the employers survey said they lacked confidence in their ability to find enough people with the right skills for their business
- 40 per cent had serious concerns about employees’ basic literacy and numeracy skills
- 40 per cent said poor basic skills was having a serious impact on customer service while another 34 per cent said it had led to lower productivity
- 56 per cent said they were concerned about employees’ IT skills
- 59 per cent of firms employing STEM (science, technology, engineering and mathematics)-skilled staff say they have difficulty recruiting with a low take-up of these subjects at university being part of the problem
- 36 per cent of larger firms are looking to recruit STEM graduates from India and another 24 per cent from China while 35 per cent of firms say they will look to Europe to recruit in the next three years.
Please visit www.careersinrecruitment.com for jobs in Recruitment.
Commenting on the result of this survey, REC Director of External Relations, Tom Hadley, said: “Evidence from REC research has well as the anecdotal feedback from members confirms that skills shortages and the lack of basic skills such as oral and written communication skills are a major concern and will often preclude jobseekers from accessing the labour market.
“The REC has welcomed the employer focus on training and qualifications that are provided to jobseekers but it is also crucial to continue focussing on ensuring the education system equips people with the necessary basic skills to integrate the world of work.”
The REC has continuously pointed out that recruitment agencies are uniquely placed to comment on where the demand for workers does not match the skills available.
Because of this, the REC is committed to working with Government and other key stakeholders to enhance the opportunities for jobseekers and to ensure that we have a 21st century workforce that enables the UK to compete in the global economy.
The REC is a member of the CBI and is represented on a number of its committees and working groups.
Among the key findings of the CBI/Edexcel Education and Skills Survey were:-
- 53 per cent of the employers survey said they lacked confidence in their ability to find enough people with the right skills for their business
- 40 per cent had serious concerns about employees’ basic literacy and numeracy skills
- 40 per cent said poor basic skills was having a serious impact on customer service while another 34 per cent said it had led to lower productivity
- 56 per cent said they were concerned about employees’ IT skills
- 59 per cent of firms employing STEM (science, technology, engineering and mathematics)-skilled staff say they have difficulty recruiting with a low take-up of these subjects at university being part of the problem
- 36 per cent of larger firms are looking to recruit STEM graduates from India and another 24 per cent from China while 35 per cent of firms say they will look to Europe to recruit in the next three years.
Please visit www.careersinrecruitment.com for jobs in Recruitment.
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