In 2015, the UK government, along with 200 other countries, signed the legally binding Paris agreement. This committed the UK to reduce CO2 emissions and adopt a clean energy strategy by 2050. Since then, the term ‘net zero’ has been at the forefront of our news bulletins creating a great deal of confusion as to what this actually means, and what impact it will have our future.
Going ‘net zero’ is a radical concept of eliminating the use of fossil fuels as an energy source and replacing them with renewable energy such as ‘green’ electricity and gas alternatives like hydrogen.
The UK now produces less than 1% of all global CO2 emissions, with industrial processes, agriculture, and waste management accounting for 19% of all the country’s greenhouse gas discharges.
However, that still leaves 14% of all UK greenhouse gases coming from domestic consumption, mainly gas boilers. That is why, in 2019, the government announced they were banning gas boilers in domestic homes from 2023. However, that date proved to be unsustainable and has now been replaced with the ‘Future Homes standard’ that sets energy efficiency standards for new homes and extensions.
Effective from 2025, the new regulations enhance the current building regulations with the additional caveat that all new homes built from 2025 will have to produce up to 80% less carbon emissions than at present. In the short term, Building Regs will be updated next year to include that all new homes must produce 31% lower carbon emissions in readiness for the new 2025 standards.
In addition, from this date no homes will be connected to the gas supply and will require energy efficient insulation and a low carbon heating source such as a heat pump. According to the Committee on Climate Change, once the gas boiler ban is operational, it is estimated that 2.5m heat pumps will need to be installed to meet the government’s net zero target.
If the government is serious in its commitment to achieving net zero, then the opportunities for anyone currently working in the industry, such as mechanical & electrical engineers, or anyone considering a technical career in the sector, are going to be huge.
There are many reasons for this. To start with, out of the 27m homes in the UK, only around 1m use a low carbon heating system. That means, around 80% of UK housing stock is connected to the National Grid and receiving high carbon natural gas – and that’s before we start considering non-domestic buildings.
It’s quite clear that that to achieve net zero, there has to be a sea change in the way we power our buildings, and we have a long way to go if we want to achieve the net zero target date of 2050.
As we have seen in recent months with gas and fuel shortages, the government must do more to enable this to happen. Even the UK ban on new diesel and petrol car sales from 2040 and the prohibition of new gas boilers is only going to scratch the surface.
After all, 78% of all current CO2 emissions come from the burning of fossil fuels to generate our electricity, transportation, energy consumption in industrial buildings and plant and domestic heating.
Undoubtedly, the UK has achieved significant improvements, over the years, in reducing emissions in the energy supply sector with its increased use of renewables such as solar and wind power. However, much remains to be done just to meet even its previous target of 80% less emissions by 2050.
Having said all that, achieving net zero will bring major benefits to the UK, both from a social and financial angle. It does, however, come at a cost. In 2019, it was estimated that going 100% net zero would cost the UK taxpayer around £70b per year or over £1 trillion by 2050. Figures that will, undoubtedly, be impacted by the coronavirus pandemic.
The first step is to consider all the options currently being put forward.
The Climate Change Committee say that if the UK embarks on a programme of retrofitting heat pumps, we will need around 60,000 extra plumbers and heating, ventilation, and air conditioning engineers. That’s in addition to the upskilling of 350,000 technical staff by 2028.
As we said earlier, all this depends on the government maintaining its commitment to the net zero challenge. They were, after all, going to publish in the first half of this year, an updated strategy for heating both domestic and non-domestic buildings through the Renewable Heat Incentive – a scheme that rewards users for using renewable energy to heat their premises. This has now been delayed until next year.
However, this should not put us off from preparing for the introduction of low carbon heating, as this is just one of the options available. We have also seen, from the recent demonstrations by the Insulate Britain eco warriors, there is a growing appetite from UK’s residents to decarbonise their homes.
In fact, according to former political advisor to the conservative party and founding member of ‘Public First’, Rachel Wolf, ‘around 50% of surveyed adults (2000 interviews) were in favour of an outright ban on domestic gas boilers in the next ten years. The survey also discovered that 75% of those polled were keen to switch from their gas guzzling gas boiler to an alternative greener air, ground and water source heat pump, or other renewable energy source such as solar, thermal and biomass etc.
The proviso being that there were government grants to offset the extra cost of such installations. This response from the UK public should give the government the confidence to introduce a staged programme for achieving ‘net zero’.
This reinforces the need for current technical staff to upskill as well as opening up new opportunities for those wanting to enter the industry. We welcome you contacting us to discuss this further.
While achieving net zero in the agreed time scale is indeed a challenge, the cost of creating renewable energy is falling all the time. Wind and Solar being two examples where production costs have reduced over the past two years.
Of course, net zero is not just about money, despite the fact, there are significant savings from investing in a low carbon fuel supply. The population’s well-being will be boosted by the improvement in air quality which in turn should lead to a reduced strain on the NHS.
The colour of the future is definitely green. As a nation, the UK is committed by law to achieving net zero by 2050 along with Sweden, France, Denmark, and New Zealand, with the EU, Chile and Fiji expected to follow shortly.
This means the potential for re-trained technical staff in the buildings services sector as well as new employees is almost unlimited. We are in no doubt that we will require an ‘army’ of highly skilled tradespeople to decarbonise the UK over the next 30 years.
This not only includes the conversion of individual users to alternative fuel sources but also the potential of using hydrogen as a domestic fuel utilising the existing gas supply network.
According to the government’s ‘clean growth plan’ there’s a very real prospect of being able to replace oil, coal, and LPG heating from off grid properties with renewable energy alternatives before the end of this decade.
If you are also planning ahead and are looking into ways to keep your qualifications up to date, or to even re-train, we can help. Our vast network of training providers can set you off in the right direction so our recruiters can find you the perfect job to match your skills and experience.
September and October have, traditionally, always been a good time for job hunting. Schools are back, summer holidays are over, and people have had plenty of time to re-consider their current position, especially if they’ve been lazing on a beach somewhere.
It goes without saying that the Coronavirus has had a major impact on the jobs market.
Almost 11.6 million jobs from approx. 1.3m UK employers suspended as many businesses were forced to close or slim down their operation.
From the initial national lockdown in March 2020 and the additional localised measures through to the autumn and beyond, staff were transferred on to the government’s job retention scheme (furlough) and, in some cases, even made redundant.
Furlough has now come to an end and when combined with the fall out effects of Brexit, and the future uncertainty of the Covid pandemic, there is no denying that the jobs market has changed dramatically in the last 18 months.
So, if you’ve recently returned to work and are now considering a new role elsewhere or are someone looking for first time employment, the question is, how is this affecting the current employment situation and how do you identify a job that’s right for you?
As the UK economy bounces back, businesses are now looking to recruit staff, either to fill vacancies or to enable them to expand as confidence grows in their sector.
According to the Office for National Statistics, there were 77,500 more jobs on offer between April and June 2021 than there were in the same period pre-Covid. This is reflected in the fact that we are now seeing the jobs market starting to open up and businesses re-commence hiring.
As we’ve said in previous blogs, the traditional ‘job for life’ is now a rarity. Anyone who started work in the mid-2000s will probably experience at least 10 different roles before they retire.
Also, especially over the last 18 months, there has been a massive expansion of the ‘gig economy’ with its myriad of short term contracts, freelance work and hybrid working. This is something that is likely to be the future way of working as we come to terms with the ‘new normal’.
In all cases, the prospective employer will produce a recruitment document that defines what they are looking for and contain all the ingredients needed to perform the job. This document provides a valuable insight into the advertised role and is usually divided into two parts.
Despite their importance in helping elaborate on the requirements needed to perform the job effectively, we find that many applicants spend little time interpreting their content and researching the job vacancy.
First. Let’s explain the difference between the two.
An employer will usually draft a job description first. This will give prospective candidates a feel for both the position and the company as it provides a wealth of information about the vacancy and what is expected from the applicant should they be appointed.
If it is an existing position, it will state the (previous) job title – e.g. Gas service engineer. If a newly created role, the job title may be more ambiguous. The remainder of the document will then go into more detail so make sure you read on. Also, with many vacancies now being posted on the internet, you may find job titles are ‘standardised’ thereby allowing them to be picked up by search engines.
A detailed job description should enable a prospective candidate to understand what type of person they are looking to attract, but not necessarily why. It will also avoid referencing any negative points – see later.
A fully detailed job description outlines the company’s expectations, such as targets, goals, and aspirations. It also helps provide a framework for the recruitment advert by providing a certainty of purpose. This enables candidates to be fully aware of what the job entails and what it involves.
The job description, therefore, will cover the responsibilities of the job. If an existing position, this may be a fairly standard response but if it’s a newly created role (say due to expansion or change in trading) it might be more fluid and flexible.
A 21st Century job description will also now feature details about the culture of the organisation. Many applicants are (rightly) concerned about their prospective employer’s eco-friendliness, working conditions (hybrid working) and management structure.
The job description will also give you a guide to remuneration and rewards. This might be a salary range and will include incentives and ‘perks’ such as social events, bonuses, birthday off etc. This should give candidates a good feel for how financially rewarding the position is.
By the time you’ve finished reading the job description, you should know what the job is (title), what it involves and who you report to (responsibilities) and what rewards you will receive for carrying out your duties (remuneration).
On the other hand, a job specification is a more succinct statement that defines the job criteria. This is almost a tick box exercise where you check off the necessary attributes to apply for the position.
This will include qualifications, skills, experience, educational standards etc. In most cases it will also include the required level of competence and / or amount of experience.
In addition, some employers will add additional criteria such as those considered necessary and / or desired. These can include physical requirements (heavy lifting / working at heights), professional qualifications, and previous experience (e.g. minimum 5 years on the job experience).
These will either be included in the job specification or, more likely, as part of a separate person specification.
One of the most important aspects of applying for a new job is interpreting the content of both the job description and job specification. However, it’s also a good idea to dig deeper and discover more about the role before you start the interview process.
As we said earlier, a job description will not usually include negative aspects, especially why there is a current vacancy. Is it a new position or replacing a member of staff who has left?
A good place for exploring is LinkedIn. This is a goldmine for information, such as company and employee profiles galore, and all with a story to tell. How long do people stay at the company, is the post vacant due to internal promotion or have they moved on, how long were they previously in the job and did they have the experience and / or qualifications you are being asked for?
All this information is freely available on social media platforms, and you can delve even deeper if you subscribe to LinkedIn Premium under the job section tab. By doing your research and comparing the content of the job description and job specification with the information gleaned from LinkedIn, you should be able to build up a clear picture of the role and whether you should submit your CV for consideration.
For further information on what it takes to identify the best jobs, contact us on 01709 820102 or email@example.com
According to latest government figures, UK businesses are facing their worst staff shortages in over 20 years. This has been brought on by a combination of Brexit, Covid and a lack training opportunities a fact confirmed by the latest survey undertaken by the Institute of Employment Studies.
Despite what you may read in the media, it’s not just the haulage and hospitality sectors that are reporting a staffing crisis. Other industries such as Construction and Building Services are also reporting a lack of skilled labour as the aftermath of Brexit and the prolonged Covid-19 pandemic starts to bite.
However, it’s not the fact that there is a shortage of jobs, it’s quite the opposite. The Office for National Statistics (ONS) this month showed vacancy levels at an all-time high, with July 2021 job opportunities surpassing pre-pandemic levels.
This is obviously great news for the UK economy as we start to recover from the recent lengthy lockdown. However, this also means that some key industries we work in at Multitask Personnel are now struggling to meet the current demand. After hitting a 24 year high in June, these sectors are now failing to recruit enough skilled workers to fulfil their expanding order book.
Skills shortages are nothing new. In 2016, the government was so concerned about safeguarding the future of the industry that they commissioned the ‘Farmer Review’. This was to report on the impact that the shrinking workforce and lack of skills training was having on the sector.
It concluded, even back then, that there was a massive skills shortage looming and predicted a 20-25% decline in the available skilled workforce by 2026.
It would seem not. In recent months, we’ve heard Richard Harpin, founder and MD of home repairs business, Homeserve and trades people finder, Checkatrade, voice his concern that the construction industry skills shortages were having a major impact, particularly on the smaller building firms.
Thanks to the ever widening skills gap, this is a huge incentive for tradespeople to upskill and reap the benefits of ever rising salaries (average increase of 9% in the past year) and prolific job opportunities in the construction industry.
It is said that one of the reasons for this lack of skilled manpower is the declining number of young people entering the industry combined with an ageing workforce. We estimate that almost a quarter of today’s trades’ force are in their 50’s.
Upskilling and re-training is the answer according to industry leaders. This is something crossbench peer, Lord Bilimoria, founder of Cobra beers and president of the CBI, made very clear at the recent (virtual) Recruitment and Employment Confederation’s (REC) annual conference.
He said that the government must do more to fill the skills gap by directing people to obtain qualifications for jobs that we know are in short supply. Investing in employment skills is vital for the future of the UK, he confirmed.
We fully agree. So much so that, over the years, we have partnered with local providers to provide subsidised training for those working in the construction and building services industries who want to upgrade their skills, re-qualify, or renew their existing qualifications.
Thanks to these close links, we can provide registered candidates with discounted training that suits their particular needs, enabling them to apply for vacancies that were previously unavailable to them.
Our partnered training providers offer a wide range of training programmes. All are designed to improve the attendee’s job opportunities with many tailored to the specific needs of the candidate.
Construction Site Safety Scheme (CSSS)
This covers on site health and safety and is certified by Construction Industry Training Board (CITB). It is also recognised by Build UK who represent over 40% of the UK construction industry. It is also an integral part of the Construction Skills Certification Scheme.
Although having a CSCS card is not mandatory to work on site, we have yet to find an employer who does not require employees to hold this accreditation. It does, after all, prove that they have received the required appropriate training and have the level of qualifications necessary to carry out the work safely and efficiently.
Another popular area that is relevant to many of our prospective candidates, these short courses are designed to give our candidates the information they need for working in situations where they may disturb the fabric of the building.
More in depth courses leading to professional qualifications are also available through us.
We have ongoing vacancies for qualified professionals in the construction and building services sector at Multitask Personnel. These industries are, however, experiencing major skills shortages as they fail to attract young people and have an ageing workforce that, in some cases, have been reluctant to enhance their skills.
The challenge, for our longer term economic recovery, is for the construction industry to attract a higher skilled workforce in the future. We have over ten years’ experience in the recruitment of staff for this sector and understand the need for a highly skilled workforce.
We recommend that anyone looking to obtain a position, or change jobs, in the construction and building services sector should, if they haven’t already, consider registering with us.
This will enable us to identify suitable vacancies and the skills level required to carry out the job description. Should there be a need to upskill, we can then use our close links with training partners to source relevant and in many cases subsidised training support.
For further information about subsidised training provision, please contact us on 01709 820102 or firstname.lastname@example.org
On average, employers will typically interview six to ten candidates for every advertised vacancy and applicants will undertake between two and three interviews before being shortlisted.
Of course, Covid has had a massive impact on the recruitment process, and in many cases, this means the traditional job searching process may not necessarily apply to some industries and sectors.
Also, as lockdown restrictions are lifted, more staff return to working in the office or site, and we get back to some sort of normality, many people are also now questioning their current career choice. In fact, having had over a year to consider their current position, we are now finding an increasing number of people are wanting to do something different.
The question is what? It’s not simply a case of ploughing through the job vacancies anymore, it’s more about finding the right job, and increasingly important, one that’s relevant to you.
As the furlough scheme starts to wind down, combined with the strength of the economic recovery, it’s no surprise to see an increasing number of jobs being advertised. Understandably, many of these are in industries that were hit hardest by the Covid lockdown. However, we are also seeing a growth in other professional sectors.
The latest UK government statistics indicate that over 750,000 jobs were publicly advertised from March to May 2021, no doubt due in many parts, to the increasing success of the Covid vaccine programme.
Let’s face it. We spend a considerable amount of time at work. In fact, about a third of our life is spent working, based on an average 35 hours a week, so it’s important that we not only earn a living but also enjoy what we are doing.
But with an increasing number of vacancies, how do we cut through the job lists and find a job that, not only fulfils our monetary requirements, but also motivates us? This is especially relevant if we have been working off site during the recent lockdown.
Traditional job searching, especially in the current environment, is a long and laborious slog. However, one way of making your task easier is to sign up with a recruitment partner, such as ourselves.
Registering your details with us means you will hear of any suitable vacancies in advance of them being publicly advertised. Also, as an independent recruiter with many years’ experience, we provide a flexible, tailored service that’s responds to your specific requirements.
Having specialist recruitment divisions also helps. Our team members, all have time served experience in their specialist field and can sit down and discuss your options with you when you are ready.
The first thing to consider is, what is it that motivates you to get up in a morning and go to work?
Some would say instantly that it’s the money, while others, especially those that have been furloughed and / or working from home this past year, would say that there’s more to work than the pay packet.
And we’d agree. From our experience, we find that everyone responds to different motivations when it comes to work. There are some who have a secure and well paid career but suffer from work fatigue, while others dread the looming of Monday morning and the thought of another miserable week at work.
Of course, it doesn’t have to be like this.
Yes, we fully understand the practical reality of paying the bills and keeping a roof over our heads is very real, but we also find that most employees rank job satisfaction and personal fulfilment above salary when it comes to what motivates us to get up and go to work.
We believe there’s no point being miserable at work and feeling lost and forgotten when there are increasing opportunities for pursuing a different career, post lockdown. So, unless you have little choice in taking the first job offered, now could be a very good time to cut through the plethora of vacancies and start focussing on your next career choice.
It could be the first step on the employment ladder, a completely new career change based on existing skills and experience, a slight deviation to your current career or even a fanciful idea that’s been brooding for some time.
Over the years we have reiterated that nothing is impossible. You only have to ask Mexborough born, Craig Senior, who in 2019 quit his job in the hospitality sector to become CEO of Herm, one of the smallest of the inhabited Channel Islands.
He is still using his skill set and experience but has applied it to a dream job he saw advertised while on holiday with his family. So, in our opinion, the answer to a fulfilling career is to focus on the things you love doing. This could be a professional skill set, a hobby or interest, or something truly off the wall as with Craig.
Having said that, we do, of course, fully understand the challenges involved in finding the job that’s relevant to you. We are, after all, doing this every day for our registered clients. One thing we always suggest, is to jot down all the things you dream of doing in a job, possibly stuff you’ve dreamed of in the past – no matter how inconceivable it might sound.
We’re sure Craig Senior never thought he would be moving lock stock and barrel to the tiny island of Herm when working as a retail manager in the hospitality sector. Many times, we overlook how our skills and experience (including hobbies and interests) can be transferred to a sector we had not previously considered.
Also, don’t just focus on job titles. Delve behind the advertised description to see if it offers (or could offer) ingredients that enable you to not only earn a living but also fulfil your passion and values.
There is no doubt, that the jobs market in 2021 is very different to pre-Covid. The Coronavirus Job Retention Scheme (Furlough) comes to an end in September and while 2.4m workers (down 50% since January) continue to rely on State payments, it is expected that the change in employer contributions will encourage more people back to ‘normal’ working.
Also, despite unemployment estimated to peak at around 5.5% over the next 18 months, we are certainly seeing an optimism in the jobs market, as UK firms boost investment in their workforce.
For those looking for their dream job or just simply for a way to cut through all the current job vacancy lists, the key is to create a strategic plan. For example, start by identifying ‘growth’ sectors that are currently experiencing a shortage of professionally qualified staff.
These include engineering, customer service, hospitality, construction, and transportation. Even if you don’t have experience in these fields, on the job training is usually available.
Finally, don’t forget with the jobs market starting to bounce back, now is the time to identify your transferable skills (not just work related) that could just open up the doors to that dream job.
The way we view employment has dramatically changed over the past 50 years. Previous generations grew up with a ‘job for life’ mentality. All that has changed, and today’s working population are accustomed to a fluid employment market. Something that involves, especially in response to the ever expanding gig economy, working for different employers over our working lives.
However, it’s the Covid-19 pandemic that has had the biggest impact on the current flexible jobs market. In fact, some sectors, such as travel, retail, and hospitality, have been hit especially hard and will take a considerable amount of time to recover.
Ultimately, this has created a mass unemployment and reduced opportunities for staff working in these areas. Despite the easing of Covid restrictions, we are still experiencing the repercussions of this fall out – across all industries and sectors.
This is something that many people will consider during their lifetime and not just in times of hardship. In fact, the average person will change careers up to seven times during their working life.
However, according to a recent Covid-19 survey, around 32% of respondents were now considering a change of career as a direct result of the pandemic. And it’s not just those that have been made redundant; there are many who are currently on furlough or working from home that have exactly the same thought going through their head.
There is no doubt, the last 12 months have been difficult for all of us. Being stuck inside, unable to go away on holiday and with all the doom and gloom plastered all over the media, it’s no surprise that many of us are despondent about our future and wondering whether now is the time to try something new.
On the other hand, even before the pandemic hit, many thousands of people changed careers. However, it is not something to be taken lightly and involves a great deal of thought and family discussion. It can, however, offer many advantages as we will see later.
There are lots of reasons why you might think about a change of career. As we said earlier, you may be currently unemployed or working in an industry that has been decimated by Covid and has dramatically downsized its employment pool.
Or it could just be that you have reached the limit with your present employment and now wish to re-apply your skills and experience to a different industry. In fact, transferring a skill set to a growing industry such as construction, building trades or mechanical and engineering can be a transformative experience.
The challenge of adopting a new career by exploiting current skills and experience is, undoubtedly, life changing for most people. However, as the Covid pandemic starts to re-shape the way many of us do business, this expertise will help drive many businesses out of the current pandemic recession.
And while past generations saw work primarily as a way of paying the bills, today’s working population recognise that a rewarding career can be both enjoyable and fulfilling. This is probably why we are seeing an increasing number of current employees reflecting on their employment situation, with many taking a career change leap of faith.
Unquestionably, lockdown has encouraged people to take a step back and re-assess their current career. For some, it could be a desire for a better work-life balance, something they may have experienced during the past 12 months. For others it could be the need for a new challenge, a less stressful position or even a way of overcoming a lack of enthusiasm in their current role.
Here are our five.
It could be that you feel your talents are not appreciated and you’re despondent about the future – even when things return to some sort of normality.
After all, what was relevant when you first started work, may not apply today. Priorities change and areas such as job satisfaction may now override promotion, bonuses, and perks of the job etc. These changing values, needs and priorities could indicate you are ready for a change of career.
If this is the case, it’s time to evaluate your current job satisfaction. One of the best ways is to write down, what you like / dislike about your current job. Then apportion it to specifics such as the company, the type of work, the industry or sector, or the people you work for / with.
After all, we spend a considerable amount of time at work. Under normal circumstances, it amounts to around 35 hours a week or 1,795 hours a year which adds up to 84,365 hours over a working lifetime.
That’s equivalent to spending 3,515 full days at work!
It’s a long time if you’re unhappy or lacking motivation. It, therefore, comes as no surprise to discover that job satisfaction is the number one priority for many of today’s employees. And being unhappy at work is one major reason that many consider a career change.
Once you’ve done that and you still feel a change of direction is for you, then make a list of your professional skills, work experience and any interests that may have a bearing on future employment (such as charity work / leisure pursuits etc.). Also make sure you include your professional qualifications.
And don’t forget, it’s never too late to retrain in a new field, or update your skills. Unlike in the past, when academic qualifications and professional skills were learned for life, today there is a plethora of flexible online courses that enable you to fit your studies around a busy lifestyle.
Professional recruiters, such as ourselves, can help you discover job options based on your skill sets and experience. You may be surprised how marketable you are in the current climate. We can also discuss current / potential vacancies that provide a fit.
Once you have identified an industry and / or position that marry with your skill set, experience, and core values, we recommend finding out as much as you can about the role and how easy it will be to transfer your talent to an unfamiliar working environment.
We can help with this too, although we’re sure you will also find plenty of information available on social media platforms, such as LinkedIn, Facebook, or YouTube.
Sometimes, there may be an opportunity to test drive a new role, before committing yourself full time. If this is not possible or desirable, have a look to see if there are any first-hand experiences or videos online.
There are many benefits to changing a career. As we said earlier, we spend around a third of our lives at work. If we are unhappy or unfulfilled then this will, undoubtedly, have an impact on our personal and family life.
Changing careers could also give you a new direction. Rather than restricting yourself to a time-served career, possibly one you have worked in since starting work, now could be the time to apply your skills and experience to a completely new sector.
However, a career change doesn’t have to involve moving out of your current industry. It could, for example, be a horizontal move, taking on a different role or reducing the hours worked. This could also offer you the chance to try some part time or short term contract work. Our specialist team of recruiters can advise you on this, just give them a call.
Of course, as with most changes there can be a reluctance due to the fear of the unknown. A new working environment is always going to be a daunting experience to start with, and yes it will take time to build new relationships.
However, with the help and support of friends, family, and professional recruiters like us, this could be just the right time to broaden your horizons by either transferring your skill set and experience to a different industry or taking on a different role within your current sector. If you would like to discover more about changing careers, give us a call on 0845 478 5009 or email email@example.com
‘In the future, everyone will be world-famous for 15 minutes’. This comment, attributed to artist Andy Warhol, will always be considered one of the most celebrated quotes ever, despite him, in later life, denying that he ever said it.
This example of early personal branding has become uncannily prophetic in the age of social media influencers and YouTube personalities.
Plenty. Especially if you are looking for a job or new employment challenge. How you position yourself in the market-place is a critical factor in your success. And that means producing a personal statement that resonates with the target audience – in this case, the prospective employer.
A personal statement is just like Andy Warhol’s famous quote, it’s what gets you noticed. A summary of why the prospective employer should hire you, and what benefits you bring to the business.
Today the vast amount of competition, all vying for attention, has a myriad of outlets to enable this. A personal statement, therefore, has to work hard to stand out and catch the recruiter’s attention above everyone else’s.
It’s a concise summary of the key skills and attributes that make you the most suitable candidate for the position. In your CV, it usually appears below your name and contact details and is written usually in the first person, ‘I am’ or ‘I did’ etc.
It is also important that you tailor its content for every application submitted. Generic versions soon get ditched. This not a one size fits all operation. Every role is different and requires unique skills and experience that should be reflected in your personal statement.
For example: ‘I have ten years’ experience as a commercial gas engineer in the Stoke area’ and ‘The last five working in the construction sector’ etc.
A personal statement is the six second* chance you have of ‘selling yourself’ to the recruiter. (*six seconds is the average length of time your CV will be looked at). It should, therefore, concisely combine skills, personal attributes, goals, and ambitions, and why the organisation should employ you.
All in less than 150 words and without any waffle or rambling content. On the other hand, you are not auditioning for The Apprentice (unless you are, of course) so hold back the hype, cancel the buzzwords (culture fit / talent pipeline / synergy / Rock star etc.) and be honest (back to The Apprentice again) without over-exaggerating.
It should also be consistent and formatted the same as the remainder of your CV (otherwise it looks like a cut and paste) and back up your claims with accreditations and professional memberships (ACS / Rail RISQS etc.)
By the way, if you are struggling for inspiration, refer to the recruiter’s job description and make a note of the skills and experience they are looking for. Then make a list and cross them off as you write your personal statement.
The structure of the statement should be concise and business like. No catchy slogans and phrases such as ‘I have always wanted to work for xxxx for as long as I can remember’ etc. Express your enthusiasm in the benefits you feel you will bring to the company.
Also, avoid generic statements such as ‘knowledge of Microsoft programs’ and be more specific, such as ‘approved competence in SQL / Python’ etc. If, of course, this is relevant to the vacancy. Don’t just include everything you are good at or skilled in.
Remember, this is a tailored personal statement. It is designed to answer the question ‘why you are the most suitable person for the advertised vacancy’ and should focus on what benefits you bring to the business, rather than how much you’ve achieved in your life.
‘I have over 10 years’ experience as a performance analyst in both a data and contact centre environment. I have good communication skills with a proven track record in building relationships – both internally and externally.’
‘I am ready for a new challenge and keen to progress further in this field. I have previously produced several statistical analysis reports for my current employer. This enabled them to introduce a revised methodology resulting in savings of over 30% per annum’
‘I have worked as a domestic and commercial gas engineer continually for the last seven years. The last three predominately in the construction industry. I am fully qualified, having obtained both commercial and ACS safety certification.
‘I have previous diagnostic and fault finding experience and an up to date awareness of all health and safety procedures. I consider myself good at communicating both orally and in written form, having achieved a level 7 certificate of achievement in a CPD accredited communications course, attended as part of my internal training progression programme.’
In show business, they do say ‘it’s not how you start, it’s how you finish’. It’s the same with a personal statement. A strong opening sentence will certainly hook the reader, but it’s a strong closing sentence that will clinch the interview.
The final paragraph gives you the chance to emphasise the key points in your statement and leave them in no doubt that you are the perfect person to fill their vacancy. This is where your interest and enthusiasm shines through. Not just your interest in the area of work but the opportunity to work for such a progressive organisation.
It’s also where you can highlight what makes you special, in other words what your unique selling proposition (USP) is – the key thing that makes you stand out from all the other applicants.
Check your document for any grammatical errors or spelling mistakes and get someone else you trust to read it through and get their opinion.
As the Covid-19 pandemic continues to have a major impact on job opportunities, with the government forecasting unemployment is likely to hit 2.6m (7.5% of the working population) by the summer of 2021, is now is a good time to consider temporary employment?
This is especially relevant if you are currently on furlough, unemployed or just fancy a career change.
Although temporary contracts were traditionally used to cover maternity leave, seasonal infill or short term project, it is clear that Covid-19 is having a longer term impact on the jobs market and in some cases creating severe skills shortages.
Also, despite an encouraging vaccine roll out, we are still seeing almost 10m people on furlough and around 2.6m claiming job seekers allowance or universal credit as they are searching for work. This compares with 1.4m in March 2020 – in a pre-pandemic UK.
The current pandemic and, for some, continuing economic pressures has encouraged many to consider temporary work as a way of supplementing their income. It has also encouraged others to evaluate a new role or skill before a possible change in career.
For example, a temporary position can help establish an improved work-life balance with its flexible approach to working. It also shows prospective employers that you are keen and motivated and not simply switching off and waiting for Homes under the Hammer to start.
A temporary job can last from one day a week, to weeks, or even months, depending on the needs of the employer. And while working more hours could possibly affect your benefits (check with us) there is little doubt that the advantages far outweigh the disadvantages.
As we said earlier, taking a temporary position can be either an income generator, a way of honing existing skills, developing new ones, or testing out a new career move. It is also a good way to expand the skills section of a CV or LinkedIn profile.
In addition, temporary contracts, offered by us, in most cases provide the same legal protection as permanent employment. Naturally, this depends on the type of employment contract, such as agency work etc., but a fixed term employee has the legal right not to be treated less favourably than a comparable permanent employee.
If you are looking for a career change or wanting to upskill, certain sectors have constantly experienced skills shortages. For example, the Science, Technology, Engineering and Maths (STEM) industries, are constantly looking to strengthen their specialist staff pool. And this is without the increased pressure from the Covid-19 pandemic.
Another major benefit for taking a temporary job is the exposure it gives you in the employment market. Being able to experience a different, and possibly a previously unknown working environment, as well as an opportunity to network both physically (when we can) and virtually online via social media and LinkedIn is a considerable asset.
It is, therefore, important to retain and promote all positive feedback while at the same time adding it to an updated CV.
Employers are also more likely to be responsive to hiring someone on a full time basis if they already have some knowledge and / or an awareness of the person. Temporary employment is a valuable way of road testing a new industry or employer. It can also open doors to a permanent position via the ‘temp to perm’ process.
With the Covid-19 pandemic showing no signs of abating just yet, temporary employment could be just the job to keep motivated, sharpen work skills and earn much need income. It’s also the chance to try something different and explore what other opportunities exist – possibly in a sector or industry that is unfamiliar.
This is another way to impress a future employer. Willing to have a go at working in an unfamiliar industry, rather than not work at all is a sure fire way to align yourself to a new hirer.
There is no doubt the Covid-19 pandemic has changed everything. This has resulted in, probably for the first time in their working life, around 10m of the UK working population spending more time at home rather than at work. A situation that, when combined with the current employment situation, is, undoubtedly, causing high levels of stress, anxiety and worry – all leading to potential mental health issues.
For those who are used to working on a regular basis, especially with other people, this can result in a feeling of helplessness and isolation. In addition, there could be the possible fear of being made redundant, as we come out of furlough, and thus be unable to provide for the family and loved ones.
A bit over – dramatic, maybe, but in our current experience very real for many people. That’s why, we believe, temporary employment can be a saviour for combatting the current situation.
Businesses are now re-assessing their workforce requirements and skill sets as they respond to the ‘new normal’. This means temporary employment, on a managed basis, could be one of the ways we come out of the pandemic with dignity.
In these days of LinkedIn and Job Boards, is the traditional curriculum vitae still of value when it comes to getting a job?
In this blog we take a look at how the CV or Résumé, as the Americans call it, came about and how to create a document that will help you become a stand out applicant. However, before we do that, as an aside, what’s interesting about the word ‘resume’ (without the accents for ease of typing) is that it’s French and means ‘summary’. Ironically, the French prefer to use the Latin phrase ‘curriculum vitae’ or ‘the course of my life’.
So, who started the practice of producing a CV and how much notice do prospective employers take of the document today?
Surprisingly, the CV has been around for over 500 years when Leonardo da Vinci outlined his skills, in a CV, to the Regent of Milan. It must have worked as he was employed there for 17 years, including his time spent painting ‘the Last Supper’.
His angle, and it still applies today, was to ensure he wrote about what he could do for the city of Milan rather than making a list, as many do, of his achievements and employment in chronological order.
Despite 16th Century itinerant workers, in Britain, using a form of CV to introduce themselves to the local trade guild was still largely, right up to the 1930s, just a set of notes, usually written at the interview stage.
What changed all that was Napoleon Hill and his 1937 book, ‘Think and Grow Rich’ which some of our readers may be familiar with. Whatever our views on Hill’s methodology (we recommend researching his background) the success of this book should not be underestimated. Probably the most successful self-help book of modern times and still in print over 80 years later.
The mantra is that we should visualise our desired future as if it was already real, and focus on one goal at a time. In our case – getting that job.
In his book he refers to the CV as a ‘Brief’ to be prepared in the same way as a lawyer would. And as a prospective employer can take less than 60 seconds to consider if your CV is worth further reading, it’s clear that his views on creating a first impression are very relevant today.
This is especially important when you take into account the increased competition in the current jobs market.
Hill said then, and we repeat it constantly today, that before firing up Word on your laptop, be very clear about your objective. A CV is your gateway to securing an interview and subsequently landing that job. Visualise doing that job and, therefore, be very specific about why you believe you are the right person to fulfil the employment requirements – and more.
So, stage one is to target the vacancy with a clear objective (from the employer’s perspective) and then compose a succinct summary of the benefits to the business of your experience and skill set. Remember you have less than 60 seconds to create a first impression!
There is no doubt, a persuasive CV is a work of art and should be seen in the same way that a sales consultant, for example, uses psychology to persuade us to buy. You are, after all, selling yourself to your future employer, and just like a product or service you need to stand out from the crowd.
And just like a powerful advertising message, it should be short, punchy, and targeted. Every CV should be specifically produced for the job you are applying for and not simply a bluster gun of repeated content.
The best adverts are usually the ones that hit the target in the minimum of time. It’s the same with a CV. No more than two pages of A4 paper and we recommend getting someone who knows you (not family or close friends, but preferably work colleagues) to provide feedback. We tend to underestimate our achievements and personal attributes.
Be concise and precise and don’t include stuff that’s not relevant to the position. Leave all that for your LinkedIn profile and summary. Also, and it might sound obvious, but you will be surprised at the number of people that don’t bother to spell check their content before sending, or consider how the document looks to someone who has never met you.
Anyone who has watched the interview stage on the TV show the Apprentice will also appreciate the need for accuracy and honesty.
We suggest keeping the content consistent throughout. That means, same typeface, same line spacing etc. And, we believe it’s a good idea to avoid the temptation to emphasise key points in bold or colour. Admittedly it does depend on the type of job applied for (such as the creative sector) but in most cases, it just irritates the reader, which is the last thing we want.
One area that you will need to give great thought to, while admitting it does depend on the company and the position applied for, is personal information. We don’t just mean your contact details. For instance, you may wish to include a personal statement indicating how your hobbies, interests and personality relate to the job application.
For example, you may wish to talk about your charity work and the rewards that brings, or the enjoyment of travelling and learning about other cultures, or even out of work pastimes such as playing sport (always a good shout on a CV) or socialising with friends (remember, all work and no play makes Jack (and Jill) a dull boy (girl).
This will show to the prospective employer that you have a broad outlook on life and can act as a team player and / or enjoy a challenge.
A prospective employer will, naturally, want to know about your previous employment and your educational achievements. With regard to employment, start with your current or last employer and work backwards. Include job titles but more importantly your responsibilities and achievements.
And make sure you back up those achievements with figures. For example, rather than saying you increased sales or efficiency, say by how much. A 40% increase in sales over 12 months or a cost saving of 30% during my time in that role etc.
It’s also a good idea to include the reason why you left. Better opportunity (say what), closer to home (explain why this is important) or more money (explain further). In addition, if you have any employment gaps, say so with reasons and then explain what you did during these ‘free periods’. This could be where your personal statement (charity work / travelling etc.) comes in.
As with your employment record, highlight your education in reverse chronological order. Start with your most recent qualifications and awards, making sure you include all relevant diplomas. Also, if you are currently studying for a qualification, say so.
Today, technology plays a major role on our lives and this is further emphasised when creating your CV. For example, if you have not been totally honest it can now take just a matter of minutes to check using the Internet and Google. Once again, if you are not sure how easy this is, refer back to the ‘Apprentice – interview stage’.
Also, with the advent of streaming platforms such as YouTube, it is now becoming increasingly popular for clients to submit a video CV. However, it really does depend on the industry and age group. We’ve seen a positive response when applied to younger candidates looking for jobs in the creative sector. If unsure, ask us first.
Also, many recruitment consultants, such as ourselves, will ask you to upload and send your CV online. Here, therefore, is an opportunity for you to include keywords in your content. For example, if applying for a management position in the construction industry you might want to include relevant words that will be picked up by a search engine.
If you are not sure what to include, once again, we can help, or just Google the job title and see what keywords are commonly mentioned.
So, there you are, a few ideas that we hope, will help you create a ‘killer CV’ and secure that all important first interview.
It’s hard to imagine now, but there was a time when the local newspaper would increase their number of pages on a Thursday because of the volume of jobs being advertised.
In those days, job seeking was fairly straightforward, you scanned the ‘situations vacant’ pages of the paper and applied directly to the employer. If you were lucky, you were granted an interview, and if you were very lucky secured the position.
The scatter gun effect was just that. Applying for numerous vacancies in the hope that you would be noticed and manage to obtain an interview.
Today, it’s all very different. To start with, searching for a job has changed beyond recognition. Local newspapers have all but disappeared, online job vacancy boards have proliferated, and recruitment has become more of a science than just potluck.
As a result of the Covid pandemic, there are many people who are currently re-entering the recruitment process, probably for the first time in many years. There are also others who, having had a prolonged period of working from home or practicing office social distancing, are re-assessing their future career opportunities, and looking for an improvement in their work-life balance.
This is where a recruitment consultancy can truly come into their own. To start with, they have a good working knowledge of the current employment market and can advise on what skill sets employers are searching for. This is especially important if candidates have been out of the job market for some time.
Well established consultants such as ourselves, have also built up an extensive network of employers and applicants. This means we can quickly pinpoint the specific vacancy requirements and match these up with a registered pool of suitable candidates.
What a recruitment consultant can do is ensure your skill sets are identified and matched to the current needs of the jobs market. We can also help candidates focus on what it takes to land that ‘dream’ job.
If you are currently in the job market, we strongly recommend registering with a reputable recruitment consultancy. This is especially important if you work in, or want to work in, a specific sector or industry. For example, we have three specialist recruitment divisions.
Our Technical and Trades recruiters have a great deal of experience in recruiting both permanent and contract, blue collar positions, such as gas engineers, electricians, and plumbers in sectors including building services, social housing and construction.
Our Support Services team, on the other hand, devotes itself to placing both temporary and permanent office and field positions such as sales and marketing, administration and customer service particularly in the Building services, local authority and environmental services sectors.
We also have a team looking after white collar professional recruitment. They have many years’ experience in identifying suitable vacancies for project managers, estimators, and quantity surveyors.
We, therefore, suggest that it’s worth identifying a recruitment partner that has experience in your chosen employment sectors and focus on them, rather than using scatter gun tactics.
We are very much aware, that looking for a job at the moment comes with its own set of challenges. There is no such thing as ‘normal’ anymore, and for many professionals in sectors that have been hit the hardest, it could even mean moving out of the industry – forever.
This is where a recruitment consultant can offer the first line of support. They have an up to date knowledge of the broad market as well as an in depth one of their specific specialities. They will be able to advise on how to quickly get back into work or what steps to take if looking for a career move.
The UK employment market is undoubtedly in a state of instability. Some sectors are buoyant while others are in the doldrums. And it’s not going to change soon. Even with an impending vaccine and an easing of lockdown, the predictions are that it will be at least spring 2021 before we start to see any light at the end of the tunnel.
Having said that, there is no doubt some employers are keen to bolster their workforce due to an upsurge in business while others are looking to recruit staff with a specific skills mix as the business moves into new commercial areas.
As they say in the Scouts, ‘Be Prepared’ Sit down and make a list. Start with the role you are particularly looking for but, at the same time, aim for some flexibility, especially if the industry or sector is going through stages of mutation. And then match that to a recruitment partner that has experience in the particular industry or sector.
The next stage is to identify what skills and qualities you can bring to the position.
Make two lists here. One with skills and qualifications and the second with what other benefits you can offer a prospective employer. These could, for example, include languages, technical skills, voluntary work, networking connections etc. And then prioritise them. This means putting them in an order that reflects the current market conditions. This is where a recruitment consultant can steer you in the right direction. The more information you can supply, the better your chances of creating a strong employment brief.
In our opinion, choosing a recruitment partner that not only ticks all the boxes, but is prepared to work closely with you to prepare you for work is crucial in you securing the ‘right’ position.
Consultancies like ourselves will get to know you and understand your expectations. They will also help you update your CV and advise on the kinds of extra qualities employers want. This is especially important for those who are re-visiting the jobs market for the first time in some years.
For example, we will help you prioritise your skills set to match the expertise that employers are now looking for. This could be technological, customer facing or niche specialisms. In other words, extra qualities that, we feel, will benefit a prospective employer, and distinguish you from other candidates.
Once you have an updated CV that responds to the current state of the employment market and you have chosen a recruitment partner that operates in your field of experience it’s time to prepare for the interview.
Under the current lockdown conditions, the chances are that any interview will probably be via an online video conferencing platform such as Zoom or MS Teams. However, it’s also good to be prepared for a face to face meeting especially if the position is considered key.
Upon reaching the interview stage, we suggest a few hours practicing both virtual and actual interviews is time well spent. Be familiar with online video techniques and rehearse your ‘on camera’ persona, possibly with friends and colleagues. We will make you aware of which platform the interviewer will be using as well as provide you with expert tips on how to sell yourself on camera.
For face to face interviews, should the current Covid restrictions still apply, then it’s worth considering what effect social distancing could have on your performance. No shaking hands for example and the real possibility of having to speak while wearing a face mask, and having to contend with your glasses steaming up.
It’s a fact that recruitment consultancies currently have a busy workload. Demand in certain sectors and for specific skills is high. Therefore, don’t expect them to be constantly chasing you. Make sure you know how frequently they will contact you and when rather than regularly calling them on the off chance.
Having said that, it’s a partnership and the relationship you have with the recruiter is incredibly important. This means ensuring you provide updates, any changes to your circumstances or whether you have honed your skills set during lockdown. In fact, anything you feel will give you that competitive advantage.
We recommend signing up for job alerts with your recruiter. This not only enables us to match your profile with relevant jobs tailored to your specific skills set, but also means we are not sending unnecessary emails that can be off putting.
We also recommend you keep in regular contact with your recruiter over the phone where possible. Having a chat with us means we can get to know each other better, and you are not just a CV on paper. Building a relationship with your recruiter is key to the consultant advising you as well, as they will look to match you with the best organisation that fits your personality as well as your skills.
Don’t forget, we can also advise on CV presentation, helping you to highlight your skills, or make relevant additions that will be eye catching to prospective employers.
Make sure you are available. Interviews can be called at very short notice so make sure your mobile phone is to hand (and charged). And after the interview, let us know how you feel it went. Also, be aware that it may be some time before we receive formal feedback from the client, especially if there are others being interviewed.
Rest assured, however, we will provide you with constructive feedback and your suitability for the role. And should you not be offered that particular position, don’t despair, as it’s not uncommon for employers, who were impressed with a candidate’s interview, to re-contact us and offer the interviewee a different position in the organisation.
In a nutshell, they streamline the whole recruitment process.
With a record numbers of redundancies and an increase in unemployment figures recently announced by the Office of National statistics (ONS) – largely attributed to the coronavirus pandemic, it is undoubtedly a worrying time for many employees in the region.
In fact, the latest figures show that the number of people in work fell by 247,000 from July to September 2020. We’ve also seen how businesses are starting to lay off staff prior to the end of the furlough scheme that was scheduled for end of October but has now been extended until March 31st.
There is no doubt, that one of the sectors hit the hardest this year has been manufacturing, with over 230,000 jobs lost so far and it’s not over yet. This is despite Chancellor Rishi Sunak’s continual and very welcomed financial injection.
No, not really. Having said that, there’s no getting away from the fact that some sectors are struggling in the current climate. For example, it’s unquestionably tough for the Hospitality and Catering sectors at the moment, as lockdown starts to bite deeper.
However, some sectors are showing a resilience to the current uncertainty and experiencing buoyant recruitment activity. Building Services is one example that is responding to government initiative to kick start the economy.
In recent months, we have seen over £1.3 billion committed by the government to build tens of thousands of new homes and infrastructure as part of the shovel ready ‘getting building’ funding that will inevitably see increased job opportunities across the board.
This shot in the arm for the construction industry is already encouraging an unparalleled demand for both contract and permanent positions of both M&E and building trades staff throughout the UK, according to our technical and trades recruitment team.
There is no doubt, these are challenging times and with it an ever changing jobs market. Unlike ‘normal’ times, there is little opportunity to network or attend external business events. This means there is less chance of putting yourself personally in front of potential employers.
In addition to this lack of visibility, it is clear that the coronavirus pandemic and enforced self-isolation is having a massive impact on our wellbeing. This is even more pronounced for those who were (or still are) furloughed, estimated to be around 22% of the UK’s working-age population.
The knock on effect of this is now being seen, with substantial job losses and increased uncertainty for those currently retained in employment. In fact, according to the London School of Economics, this air of negativity is a shared concern with family and friends with 40% of those interviewed saying their work has been affected.
So, as we enter the next phase of the pandemic and, hopefully, a return to some sort of normality is there light at the end of the tunnel in so far as the jobs market is concerned? Very much so, and we can help.
As we experience the country’s worst economic slump on record, we believe there are a number of pro-active strategies we can all take to prepare us for the future ‘normal’. We all accept that things will never be the same for both employers and employees. The way we do things is changing. More people are choosing to work from home, and this means many businesses are facing major strategic implications as they frame their recovery stage.
However, we believe one of the more positive effects of the pandemic firebreak is a re-assessment of the UK labour market. For example, we are now experiencing a major shift in customer facing roles such as sales and marketing, customer services, and administration.
This is, naturally, having an impact on traditional roles. The way things have been done in the past may not be the way things are going to be done in the future. Here is an opportunity for businesses to re-configure their employment roles in response to this.
For employees, this could be the perfect time to re-consider their current position or if not currently working, identify and prioritise their employability skills set.
We’re a recruitment company, so you would probably expect us to say, ‘use a recruitment consultancy’ and you’d be right. No matter where you are in your career stage, having a team of time-served specialist recruiters on your side will, undoubtedly, give a massive boost to your recruitment prospects.
The first step is to sit down and plan your future career path. In these challenging times, your job role may have changed, your employer may be looking to expand or downsize, or you may have been made redundant and are now looking for a new opportunity.
This is where a recruitment consultancy really comes into its own. They can help you focus your skills set, identify the roles that match them and, thanks to their contacts and business connections, offer opportunities that may not be generally advertised elsewhere.
Recruitment consultancies, like us, can also help you find short term or temporary positions while job hunting, and even offer a ‘temp to perm’ service. This gives you the flexibility to work for a company on a trial basis to ensure the role and organisation are right for you.
Being ‘right for you’ is an important part of the recruitment process, starting right at the beginning with the choice of recruitment consultancy. We also suggest that you take time to look at their website and see if they have the experience and expertise that fits your requirements.
When you search ours, for example, you will see our team has over 30 years’ experience in the placing of blue collar, white collar and support staff across a wide range of businesses to fulfil their temporary, permanent and contract recruitment.
In fact, we have three specialist teams dealing with technical and trade (including building services and construction), office and field support services, such as customer services, facilities management and sales and marketing, as well as white collar professional /management staff working in specialist sectors including facilities management, M&E and Fire & Security.
In these highly confusing conditions, they can most certainly help sort the wheat from the chaff. Our friendly recruiters will get to know you and understand what you want to achieve from your future employment (of course, this is also the same for our business partners when recruiting staff).
We will also advise you on what support material, such as your CV and employment record etc. you need to provide in order to help leverage your employment prospects. We will also give you honest feedback and advice on any changes we feel will improve your chances.
We know that this is a nerve wracking moment so it’s important that you understand how a recruitment consultancy works. At the end of the day, we have two masters, the employer looking to fill a vacancy, and a job seeker who is looking for the ‘right’ position. By acting as broker, we effectively act as a matchmaker. We can introduce you to employers, many of whom use us exclusively, who pay us a fee to find the perfect fit.
When we find the perfect fit, our services don’t stop there. We take care of all the admin, including contracts of employment and salary negotiations to make sure you get a first rate employment package.
Finally, we know that job seeking, at any time, can be a lonely and disheartening task but is even more of a challenge in these difficult times. Signing up with a recruitment consultancy that understands your requirements, has experienced staff who know the specific industry, and make time to get to know you as a person, are undoubtedly going to make the job hunting process more effective and less stressful.
In our next blog we will take you inside a recruitment consultancy and look at the ‘match making’ process in more detail. You will also discover how to locate those seemingly elusive vacancies, understand how to create a persuasive CV, prepare for an interview, and how to respond to feedback and knockbacks.