Timing matters in recruitment!

Further proof that timing matters to job-seekers, right from the application stage through to interview feedback. A must-read for candidates and companies alike…

We’ve all heard it said often enough, time is our most precious commodity. The job searching process can take up a lot of time. Especially if you’re trying to go it alone in your search, you’re hunting in a competitive industry, applying for specialist roles, and/or you’re not quite looking in the right places. We’ll come back to this point shortly!

Meanwhile, we wanted to share two news items on the subject of recruitment timing.

Timing matters: at job application stage

Almost 3/4 of candidates are said to walk away from a job application if it takes longer than 15 minutes to complete. This is according to large-scale research, as reported by HR Magazine.

The article cites ‘lengthy processes’ and ‘too many requirements’ as the primary factors that cause applicants to abandon ship.

There are several ways to look at these findings. Firstly, too many organisations are putting barriers in place that may drive job-seekers away. Not the wisest move when the nation is facing an ongoing skills shortage! Yet it could also be said that few candidates would abandon an application if they were truly drawn to the job in question. In other words, perhaps it’s only driving away those who aren’t overly interested in the first place.

As with many studies of this nature, the reality likely lies somewhere between the two.

Advice for candidates:

  • Before you walk away from a longer job application, take a moment to consider your true level of interest. If 73% of people will tend to abandon that process, there are likely to be fewer applications than for the average job. This gives you more chance of standing out. It can also demonstrate determination and dedication. Still, if you’re not drawn to apply, you can invest your time in other more interesting applications.
  • Let’s return to the point of whether you’re looking ‘in the right places’/for the right roles. If you keep applying for positions because they’re the only positions you’re really finding, or you just feel you might as well, then you may want to read these job hunting tips. They’re designed to help you invest your job search time in the most rewarding places.

Advice for recruiting businesses:

  • Where possible or appropriate, divide lengthier job applications into stages. Meaning only candidates already shortlisted as potentially suitable have to enter into any extended (time-consuming!) processes. A CV and cover letter commonly still makes for the best initial shortlisting tool.
  • In addition, find a recruitment agency who specialises in your field. This allows you to tap into all of an agency’s candidate attraction tools. This usually includes their own online job application systems, as well as the use of any external jobs boards. It also allows you to utilise their expertise in candidate screening and selection. The REC Member Directory is a great place to start.

Timing matters: when it comes to interview feedback and job offers!

Yes, it’s not only in the job search phase that timing matters. 1/3 of job-seekers have also accepted their second preference role due to timing. Only, in this case, it’s due to ‘delayed interview feedback’.

This separate study, shared by HR News, also found that job applicants who’ve had delayed (or absent!) interview feedback may share their negative experiences with others, and could even cancel any services they hold with the company.

The South-West was the second slowest feedback region (after Scotland). Interviewers take an average of 29 days to provide interview feedback in the South-West, which is almost two weeks longer than the South-East region. Regional and sector differences have been illustrated on this map.

Advice for candidates:

  • If you’re working with a recruitment agency, your consultant will keep in touch with the recruiting client and obtain any interview feedback on your behalf. While some clients will still have an extended decision-making process, this will increase your chances of knowing where you stand sooner. It’s never recommended to contact the client directly without prior permission from the consultant, as it can undermine the agency’s approach. Should you wish to drop a thank you for your interview, or have any questions, simply contact your consultant. Remember, they will also be rooting for you so will be trying their best to keep you up-to-date!
  • When making direct applications, you may wish to drop a thank you to the organisation and/or contact the company to seek feedback. The Balance Careers has shared some advice on doing this in a professional manner.

Advice for recruiting businesses:

  • Don’t want to lose out on an excellent candidate? Keep them in the loop and don’t forget that your consultant is there to help and discuss your options! Update your consultant on your decision-making process and allow them to take all the work out of feeding back to the candidate. Even if your update is simply to say decisions will be made on ‘X’ date, this is helpful to hear.
  • See what you can do to shave off some of the decision-making time. Just an extra day can make all the difference to an applicant who is considering several vacancies. Especially if the applicant is currently unemployed and cannot afford to wait when another great offer is presented.
  • Sometimes it helps to introduce a final round of interviews, allowing you to make a decision between two closely matched candidates. These can also be used to introduce applicants to another interviewer.

Ready to recruit? Call an Appoint Consultant today on 01225 313130. 

How EQ could enhance your salary!

Why one particular year-old study could inspire you to work on your EQ! 

We recently saw a Guardian career piece pop up as a recommended read. The piece claimed that EQ (AKA ’emotional intelligence’ or ‘EI’) could be ‘the secret to a high salary’.

In order to reach this conclusion, the Amercian study explored students’ emotional intelligence and then tracked their career path over the coming decade. As you can gather from the above, the students with the greatest EI also had higher incomes.

How EQ increases earnings…

Essentially, the salary effect is achieved by understanding how others are feeling and then using this to ‘accurately motivate and influence their behaviour’. Although the idea of influencing others may sound sinister, it can also be highly positive.

The research showed that people with high emotional intelligence make many friends in their work, allowing them to tap into a wider knowledge base, which boosts their performance (and salary!).

It also proved positive from a people management/mentoring perspective, as high EQ workers are more attuned to the needs and feelings of others. Helping employees and mentees feel ‘heard’.

How is emotional intelligence actually defined?

You’ll find a full definition here. Really, it comes down to being self-aware and able to identify and help manage emotions – both your own and those of others.

Wondering how high your EQ is?

There’s no single specific EI test. However, Pyschology Today offers a fairly comprehensive free emotional intelligence test. They predict this takes around 45-minutes to complete. At the end of it, you then receive a percentage score and a brief overview; without so much as entering a name or email address. Anyone wanting to receive a full report with advice can then pay around $10 for it.

This isn’t to say everyone’s onboard with the EI-salary connection…

If you take another look at the original Guardian article, you’ll see it’s received over 90 comments. Many of which are highlighting the successes of people with questionable emotional intelligence levels!

There’s certainly truth in this, however, what’s the harm in working on your own EQ levels? Even if it doesn’t immediately (or ever directly!) increase your income, it offers many benefits.

Forbes discusses some of these.

Further reading for furthering your emotional intelligence!

  1. In a separate Forbes post, they share 5 ways to develop your EQ.
  2. Medium has an interesting question-filled article to help you to work towards a greater score.
  3. Balance also shared 9 useful steps.

One final EQ tip…read more and read differently!

Don’t only read the research and news articles that strike you as immediately relevant to your life. Get in the habit of seeing what’s happening in the world, and what other demographics are saying and feeling.

Recruitment news makes for a perfect example! There are so many studies which highlight what matters most to employees and employers, what professionals fear or strive for, the similarities and differences between different groups, and the steps we can all take to reach our goals. We publish many such stories on our News blog. Why not pick a post that you wouldn’t usually read and spend some time considering the emotions experienced by the news item/study subjects, how you feel throughout, and how you would express yourself in the given situation?

Get in the habit of doing this often and let it extend to the audio and social media that you also consume.

Top job search fears

What currently tops the list of job search fears? Plus what can you do to beat yours?

We understand how daunting the job hunting process can be. It’s often especially nervewracking for those who are just embarking on their first career roles, as well as professionals who’ve been in the same positions for some time, and/or people facing unexpected redundancies.

But what is it about the process that fills people with apprehension? While the answer is likely highly individual, a survey of more than 1,000 UK professionals has revealed some core themes…

The top five job search fears are:

  1. Rejection (58%)
  2. Interviews (42%)
  3. Tasks and tests within interviews (40%)
  4. Conversing with both recruitment consultants and prospective employers by phone (35%)
  5. Being required to submit a video as part of an application (34%)

Over 1/2 of the respondents felt some sense of fear, with almost a 1/3 completely opting out of applications that would require them to undertake their most-worrisome aspects!

You can find fears ranked 6-11 in the original article by OnRec.

What can you do to beat your job search fears?

We think it all starts with normalising each aspect of the job hunt. Let’s take the top five concerns in turn…

1) Rejection:

The word ‘rejection’ itself probably doesn’t help the way you feel about it. The definitions of rejection include the terms ‘dismissal, refusal and spurning.’ However, it’s usually far more the case that you’ve simply not been selected as the closest match for the role on this particular occasion.

There are a lucky few people who’ve not experienced this at least once in their career. Plus, there are many more who’ve encountered it multiple times.

When it’s repeatedly happening, it may be that there’s particularly high competition or that there are other vacancies that you’re better suited for. Make sure you’re doing your research and targeting the best roles for you.

Wherever possible, find a trusted recruitment agency within your field. The best recruitment consultants will only submit your CV for vacancies that you are a close match for. While this doesn’t guarantee you’ll be accepted for every role, it could increase your chances.

2) Interviews:

We aren’t surprised to see this is ranked high among the common job search fears. Interview nerves often go hand-in-hand with the fear of rejection or making a fool of one’s self.

Yet often the idea of an interview is so much worse than the reality. A good dose of interview preparation can go an awful long way to settling some of these nerves. We frequently share interview tips on our Recruitment News blog and have some great interview advice on our downloads page.

Much of the advice included under point 4 below also applies here.

3) Interview tasks and tests:

Where possible, prepare and practise! If there are unexpected tests, just give them a shot. Tasks aren’t always used to test performance/results so much as attitude.

There are even occasions when you may not achieve your highest score, yet you’re called back in future due to your willingness to learn/give things a try.

Even if it’s an industry where you have to obtain a ‘perfect score’ in order to proceed through the interview stages, this real-life practise can prove invaluable for next time.

4) Discussing your job search by phone:

Is it the act of speaking by phone in the age of WhatsApp, Snapchat and Instagram, or is this an extension of the interview fear? Either way, remember that the person you’re chatting to is just that…another person!

However nervous you’re feeling, you have the chance to actively listen to what the recruitment consultant or prospective employer is saying/asking of you and express your enthusiasm accordingly.

Try to smile to trick your brain into thinking it’s happy for that (usually fairly brief!) time. Try telling yourself that what you’re feeling is excitement/intrigue and remind yourself that a flutter of nerves often enhances performance. Speak as clearly as you can and see how things go.

5) Videos within applications:

As you’ll likely appreciate, out of all the job search fears, this is a fairly modern one. While still not the norm for job applications in Bath, there are certain industries where these may be used.

We’d be inclined to seek the sage advice of The Muse’s accessible 7-step guide.

Can you tell there’s a bit of a theme here?! Lots of following the best advice and practising what you can. We’re also viewing each of these fears as a fairly normal part of a job search. Something that doesn’t have to be as scary as it first appears.

Naturally, this approach isn’t to belittle the experience of anyone who has been out of work for an extended period of time. However long you’ve been looking for work, we’d once again encourage you to seek out a great recruitment agency that specialises in your target industry/ies. Knowing you’re able to discuss your fears with your consultant can help reduce some of your worries.

Did you know we primarily specialise in commercial office openings throughout Bath and the surrounding area? You can find and apply for our latest job vacancies here, or upload your CV as a general applicant here. Best of luck with beating those fears and finding your next role!

Half of workers in the wrong job!

Is your job the right one for you? Two separate UK studies suggest that 1/2 of UK workers might be in the wrong job…or even the wrong career.

Study no. 1: almost half of UK workers in the wrong job

Our first study comes from the CIPD, as reported by HR Review. They found…

  • 49% of people don’t have the right skill-set to match their current role: either being under- or over-skilled for their job.
  • 37% fall into the ‘over-skilled’ category, able to take on ‘more demanding duties’ than their roles require.
  • Conversely, 12% are in positions that they are not fully equipped to carry out.

As you can see, this study views the right and wrong job as one based on an appropriate skill-set. The CIPD also shared some interesting findings surrounding educational level.

It is reported that we have one of the ‘most skilled workforces’  in the world, as 42% of people hold a degree-level qualification. That said, we are also the nation with the highest proportion of roles that do not require degrees (or, for that matter, any lower level qualifications!).

  • 1/3 of employees reported that although they need a degree in order to qualify for their job, they don’t actually need one to complete their role to an effective standard.
  • At the other end of the spectrum, even those with degrees could fall into the ‘under-skilled’ category for their particular role.

Do these findings matter? Does it all even out in the end? HR Review’s report would suggest that this skill-set disparity is an issue as it can have a negative consequence on employees’ satisfaction. And we all know how employees’ experiences also directly affect staff retention levels and business growth.

Study no. 2: half of British workers may be in the wrong career

Research conducted by First Direct (and published by the Independent) tackles the question of career satisfaction more directly. We hear…

  • More than 1/2 of respondents are unsure if they are in the right career. 47% do not enjoy their ‘current line of work’.
  • Additionally, 47% do not feel fulfilled by their career and 40% intend to change jobs within two years.
  • Many of the dissatisfied employees are considering alternative career paths.

These results are said to apply to all age groups/generations. What’s more, the motivation for change goes beyond pay rates and towards increased skills development and job satisfaction.

How to know whether you’re in the right job or career for you…

Here’s where things get really tricky. Do you measure how closely your qualifications and skills match your current job role? Do you look to how happy you feel on a Monday morning? Or do you read lists such as Forbes’ ‘10 signs you’re in the right job and 10 signs you’re not?!’

The chances are you know the answer if you’re at either extreme of job satisfaction level. So, for both those who are excited to get to work 99% of the time and those who spend most of their day miserably clock-watching. However, if you fall somewhere between the two, things may not be so black and white.

Only you know your individual measures regarding what matters most for your job and career, and how this translates into ‘right or wrong’.

  • Regularly browsing the latest jobs in Bath (and surrounding!) may help illuminate things further. Is there a position that better suits your current skills and goals? Do you feel excited to apply for a role?
  • If it’s a complete career change that you’re dreaming of, this is the guide to read. It offers realistic advice for anyone who doesn’t already have multiple qualifications/career experiences to casually switch between (not to mention those who don’t have an endless pot of money to fund the career change process!).

We’re interested to hear your thoughts on how you know when you’re in the right or wrong job. Is it an instinct or do you have set criteria to work to? Let us know by TwitterFacebook and LinkedIn.

Training as an incentive

Why we all need to see training as an incentive at work…

Currently, HR Review reports that only 25% of HR professionals believe their employers provide a ‘learning culture’ for their staff. The remaining three quarters say:

  • They’re still working towards creating a learning environment (59%:).
  • Such a culture is completely absent (11%).
  • This isn’t considered a business priority (5%).

Yet these businesses may want to rethink things. After all…

Employees see training as an incentive to stay in their roles!

In fact, in an HR News post, we hear that 90% of UK employees consider training as ‘vital to furthering their career’.

  • 42% go as far as to say they ‘strongly agree’ with its importance.
  • 95% of respondents aged 55 and over deem this to be ‘crucial’.
  • Alongside this, 86% of people think that continued training will reduce staff turnover levels.

Time is the main barrier for team members choosing whether or not to attend a course. Many employees express worry about having to be away from their desks for too long.

Which takes us onto the question of training strategies…

It seems that out of those who actually offer staff training, many businesses are predominantly focusing their attention on:

  • Trainee level programmes (38%).
  • Coaching style training (35%).

Conversely, the following training types are considered to be ‘low priority’:

  • Online training courses (32%).
  • Onboarding initiatives (27%).
  • ‘Knowledge sharing’ (29%).

But are these businesses making a mistake? The article would suggest so. Referencing the continued focus on the ‘skills economy’ (and the fact 2/3 of employees have resigned due to the absence of training opportunities!), it calls for companies to prioritise ‘modern training practices’.

It’s not only the digital courses that are promoted within this, yet also the need to encourage knowledge sharing so that vital information isn’t lost when employees move on to other roles.

You may also see training as an incentive to attract new staff members in the first place. We can help you shout about the learning and development benefits offered to employees. For further support, please call the office on 01225 313130.

Related reading:

FAQ: not enough experience to write a CV?

Does your work history provide you with enough experience to write a CV? This question directly follows on from our last post. If you haven’t seen it yet, we asked whether traditional CVs could be usurped by social media applications.

LondonLovesBusiness also reported on this topic and shared an interesting stat:

65% of people aged 18-24 fear they don’t have enough experience to warrant a CV…

This equates to 172 respondents out of the 264 person pool. A small survey population, yet a sizeable concern.

It’s not only those fresh out of education who may share this worry. Perhaps you have spent little time in the workforce due to caring responsibilities, illness or other factors, or maybe you’ve had plenty of work experience yet just not within the field that you’re currently searching for work.

Whatever is at the root of your concern, don’t let it stop you from writing a CV. It remains the most popular way for employers to consider you for a role.

How to write a CV when you don’t believe you have enough experience:

  • You should still start your process with a spot of prep. This is the perfect starting point!
  • There’s no reason you can’t use the usual/classic CV layout either. You’ll find some pointers within our CV Advice PDF.
  • Now to write your CV…

1) Start by detailing your career/job history so far:

  • Not long left education? Part-time work undertaken throughout your studies is also relevant. Paper rounds less so! If you’ve never had a part-time job, read on for more ideas.
  • For those who aren’t recent graduates/school leavers, you would only usually look to detail the last 10-15 years. Again, it’s important to ensure you’re using a modern CV format (as linked above) to keep your curriculum vitae looking as accessible and appealing as possible.
  • If your job history is more broken, i.e. you’ve worked in recent years yet you’ve also had career breaks to undertake other responsibilities, this is the article for you.
  • Finally, if you’ve been in work consistently yet want a career change, head straight to this post.

2) Now for some deeper brainstorming. Consider all other ‘non-job’ roles that have bolstered your skill-set. Among other ideas, this may include…

  • Voluntary work: through your recent studies, through your child’s school/extracurricular activities, and/or via local organisations and charities, etc.
  • Any work experience placements or internships.
  • Personal or team projects. Again, whether this falls under curriculum-based projects or personal initiatives.

3) Make it clear, make it relevant!

  • Just as you saw when reading about the Skills & Achievements Master-list, your CV isn’t a place just to list what you’ve done. It’s the place to show off your transferable skills and attributes. To this end, make sure everything you’re discussing demonstrates this. Give examples and shout about your accomplishments!
  • If you’re sending your CV as a general applicant, make sure it’s relevant to the sorts of jobs that you’re applying for. If you’re applying for a specific role, ensure it is tailored to demonstrate the skills advertised.

So, do you have enough experience to write a CV?

  • Yes you do! Of course, you also want to make sure you’re targeting the right jobs. To really boost your application approach, read this in full (and follow as many of the tips as you can)!

Are traditional CVs dying?

Are CVs dying out? Will social media ever truly replace the CV? Let’s see what the research is saying…

  • Recruiting Times has reported that 44% of survey respondents aged 18-24 would rather make their job applications via Twitter than by CV.
  • This group suggests that CVs appear ‘boring’ and fail to fully communicate an individual’s personality to prospective employers (70%).

Don’t consign your curriculum vitae to the bin just yet! It’s important to note that this survey was conducted by Twitter. We haven’t been able to track down the original research methods to ascertain whether the respondents are already existing Twitter users. We do, however, know that there were only 264 responses.

So these results, while highly interesting, are not powerful enough to equate to CVs dying out across the land!

CVs dying? Or the “best way to get employers’ attention?”

While Twitter promotes the idea of incorporating images and emojis into users’ employer attraction efforts, the Institute of Student Employers offers an alternative perspective.

Talking on behalf of the organisation, Stephen Isherwood suggests that CVs (complete with their covering documents), still provide the “best way to get employers’ attention”.

We can’t help but agree. In this time of skills shortage, employers are looking to obtain as many insights as they can regarding your suitability for their vacancies.

Tweeting your thoughts on the latest Netflix shows, adventures and/or personal projects may showcase your personality. However, it rarely demonstrates how your skills and experiences meet the unique needs of a particular job or company.

There’s a great reason that we always promote a tailored CV…it boosts your chance of finding a new job! Re-read our 7 Days of Job Hunting tips if you need further convincing/support.

Have you heard about the data ‘scraping’ to uncover negative personality traits online?

A large global study conducted on Facebook users uncovered a ‘significant connection’ between peoples’ status updates and ‘dark side’ personality traits. These primarily include:

  • Emotional volatility
  • Narcissism
  • And even conformity

You can read about each via HR Magazine. The article specifically explores the link between these personality characteristics and the way they could negatively impact careers and organisations. HR practitioners were even encouraged to watch out for these traits in the recruitment process – using ‘machine-learning algorithms’ where necessary.

It’s unlikely that your prospective employers are currently data scraping your social feeds! Nor is this suggesting you need to rush off and close your social media accounts for fear of not finding a new job. Yet this is a great reminder that what you may perceive as a positive post could be interpreted very differently by such an algorithm/outside observer.

There’s something far more neutral about the humble CV. It’s especially designed for you to showcase your career skills and achievements in a very focused manner.

Of course, with the pace of technological change, they may be usurped one day. Meanwhile, you can always experiment with a variety of job-seeking methods. Whatever you choose, it really is worth putting some effort into creating a great CV.

Here are some handy links for you…

Psychology for career success!

Understanding some simple aspects of social psychology could make all the difference to your job search. Not to mention your future career success and relationships!

Today we’ll explore two such elements: the type of confidence you should aim to display at work, plus how the ‘liking gap’ could already be affecting your career.

Psychology essentials: the ‘right’ sort of confidence

Our first focus comes from Thrive Global, quoting research from the Journal of Personality and Social Psychology. Arianna Huffington founded Thrive Global to help people boost their personal and business performance while avoiding burnout.

What we learned from this piece:

  • Perceived confidence is at the root of success. People choose to work with those they deem more confident. This is because a sense of confidence “increases our belief in someone’s competence.”
  • However, this isn’t to say that over-confidence wins. In fact when confidence appears unfounded, and actions don’t reflect words, it actually has the reverse effect. In this case, people choose to work with those who appear “more cautious but realistic”. You could say that this is the real takeaway from the article. But you’d be missing one major point…
  • Confidence (whether unfounded or not!) always wins when it is communicated through nonverbal cues as opposed to spoken means.

Nora Battelle, the post’s author, goes on to explain why. It all comes down to the fact that the nonverbal indicators don’t make any precise promises. Meaning one infers confidence without the risk of letting anyone down.

This can prove powerful at every stage in our careers. Knowing how to project confidence non-verbally can boost your interview success and make people want to work with you more often. This, in turn, could lead to further promotions and ongoing career opportunities. So how do you display this confidence?

Battelle shares 4 non-verbal psychology basics in her post. While these may not be new to you, you may observe new benefits from employing them!

Psychology essentials: are you victim of the liking gap?

How often do you meet someone new and come away convinced that they don’t like you? Perhaps you feel you didn’t show yourself in the best light, causing their first impression to be less than favourable?

Well, according to another team of psychologists hailing from Cornell, Harvard, Yale and the University of Essex, this is by no means uncommon.

In fact, when we meet someone new…

  • They actually tend to “like us and enjoy our company more than we assume.” They also come away with fewer negative impressions than our post-conversation ruminations would leave us to believe.
  • Furthermore, it’s normal for people to believe that they like their conversation partners more than they like us. This is the ‘liking gap’, as reported by Stylist.

So what does this have to do with careers? Potentially a lot, for those worst affected. After all, how keen are you to put yourself forward to those that you feel perceive you negatively? Will you willingly seek out that person and spark up another conversation, share an idea or volunteer for a project? Could you be put off from returning for an interview, already negatively predicting the outcome?

This is a powerful message to keep in mind at every stage of your job search and career. Re-read this post every time you find yourself dwelling on first impressions and that person you’re convinced didn’t warm to you!

Used together, these insights could be just what you need to boost your self-belief ready for your next round of interviews. We’re fascinated to hear your thoughts on these psychology findings; you can always keep in touch via TwitterFacebook and LinkedIn.

Further reading:

Job-seekers missing out!

Are you one of the many job-seekers missing out on career opportunities because of misunderstanding the skills required?

HR News reports that more than 1/3 of candidates have not made a job application due to not understanding the skills required for the advertised role.

An additional 46% say they struggle to identify which skills they should be honing in on throughout their recruitment approach. Right from their initial job applications to interview day.

8% don’t even know where to start (or wouldn’t make any effort whatsoever!) when considering the skills described in job ads.

It’s not only job-seekers missing out…

Employers are also potentially suffering as a result of this. After all, a fantastic candidate may not apply for a role that they would be more than suitable for, if only they could see that they were!

So, who’s responsible for this problem? Both parties have an opportunity to resolve it.

Job-seeking candidates:

We discuss how important this issue is in Day 4 of these job hunting tips. We also introduce you to a simple process to help get you started. If there are skills or phrases that you’re unsure about, why not research them before dismissing the vacancy entirely? Ask a trusted friend, Google the expression, and/or check with your Recruitment Consultant.

Furthermore, don’t shy away from making an application if you almost tick all the requirements. Perhaps there’s a computer program discussed that you’ve not used, yet you’ve worked with a competitor product. Why not highlight your success with this product, make sure you note how it relates to the advertised package, and promote how quickly you are able to adapt to new systems?  The same approach can also be applied to less tangible skills and experiences.

This isn’t to say you should apply for any old job you see! If you don’t understand most or any of the items discussed in the ad, it’s likely that you’re yet to gain the experience required (see Day 5 of these tips). Saving your time by not applying for these jobs presents you with more time to invest in the ads that you most closely match.

Recruiting businesses:

Are your job specs bursting with unnecessary jargon? Are your skills descriptions too vague, flowery or obscure for ‘outsiders’ to decipher?! And/or are you advertising nice-to-have skills as absolute musts?

If you respond ‘yes’ to any of the aforementioned, you may be missing out on some excellent candidates. Take another look at your job ads and see how you can tidy them up.

It’s not always easy to promote a job opportunity when you’re on the inside looking out. Why not consult with a trusted recruitment agency in your field to enhance your staff attraction offering? The Recruitment & Employment Confederation has a handy Member directory to make this process easier.

Call the office today on 01225 313130 to discuss your recruitment needs.

Graduate & millennial salary news

There is a wealth of discussion out there regarding graduates and millennials…and their salaries. Why has this topic become so newsworthy and what is it telling us?

A quick skim of the headlines might present a negative picture. However, read on for some useful links and the positives surrounding these discussions…

Grads fear they will lose jobs to unpaid interns

Source: People Management

More than 1/4 of graduates worry that unpaid interns will secure the best job opportunities. It is also popularly believed that internships offer a great route to that first graduate level role (55% of respondents).

Worryingly, some organisations may still be dangling the carrot of a ‘possible job’ in order to attract unpaid interns. Such strategies can also prove a major barrier to anyone who cannot afford to work for free. Which applies to many of us! Thought unpaid internships weren’t legal? Here are the current rights (via gov.uk).

Reminder: internships aren’t the only route into your first career role. We frequently share job opportunities of this nature. You can also use our job hunting guide to support your search.

Plenty of opportunities, yet frozen salaries

Source: HR News

Graduate demand is still high – no doubt offering a huge relief to this year’s university leavers. However, starting salaries have changed little over the past ten years.

Although this year did feature an increase in the threshold for paying back a student loan. Meaning anyone earning less than £24,000 per annum will not start paying back their loan as yet (providing as they entered university after September 2012).

Concerned that not having a degree will affect your income? These are the best-paying degree-free jobs.

Millennials earn ‘significantly less’ than they thought they would 

Source: Independent

The Office of National Statistics has revealed some fascinating findings. Back in 2011-2012, a number of 16 to 21-year-olds were invited to share their ‘salary and career aspirations’. The difference between expectation and reality has now been reviewed…

  • 1/2 of the youngest respondents (then aged 16-17) predicted that they would earn £35,000 by the time they turned 30 as graduates, or £25,000 per annum as non-graduates. Yet the average 30-year-old currently earns £23,700.
  • Only 7% believed they would they would earn under £20,000. 37% of 22 to 29-year-olds do, however, earn under this threshold.
  • Whereas 5% thought they would earn above £80,000, only 2% of respondents have done so.

For some realistic earning insights: take a good look at the latest jobs listings. Be sure to research both your industry and target locations. You can also keep on top of the latest salary news – including the items recently shared here!

Almost 1/4 of millennials don’t think they’ll be able to afford to retire

Source: HR News

Some millennial workers are concerned that they may never be able to retire, as they cannot afford to ‘invest in their pensions’. Additionally, 1/5 don’t believe a state pension will exist by this time.

1 in 3 workers from this age group currently resides at home with their parents due to their financial constraints.

Younger employees are facing ‘spiralling debts’ 

Source: HR Magazine

Financial stress is rising among younger workers:

  • 70% of under 34-year-olds have to borrow money on a regular basis just to cover daily living expenses and/or settle their monthly bills.
  • 20% of 25 to 34-year-olds say they’re ‘only just coping’.
  • 33% of 25 to 34-year-olds are forced to use credit cards to cover their general costs, while average unsecured debts have reached £14,794.35 for people aged 25 to 44.
  • 45% of under 34-year-olds are suffering performance issues as a result of their financial anxieties, and 40% are experiencing problems with their workplace relationships.

What do these millennial salary news items tell us?

While the news may look negative at first glance, the insights can be used positively – for graduates, millennials, and their employers.

Clearly, financial anxieties greatly affect a large number of younger workers. The more that these issues are discussed, the better we’re able to address them. We instantly think back to our recent exploration of ‘Gen Z’ news, in which employers were advised to incorporate financial schemes into their staff attraction and retention tools.

Alongside this, have another look at the stats above. Many workers from these age groups are not feeling the same level of anxiety. 80% of employees are more than ‘only just coping’, while 3/4 of grads don’t fear that they’ll miss out on job opportunities due to unpaid interns.

We welcome applications from working adults of all age groups. Register your CV today!