How will the coronavirus affect your job search?

How will the coronavirus affect your job search?

We all know that this is an anxious and unsettling time. The UK is still in the early stages of the coronavirus and there’s a lot of uncertainty surrounding its impact on the nation. This includes uncertainty regarding how businesses will operate over the coming months.

Of course, any business disruption may naturally have an impact on recruitment plans – which may also directly affect your job search. So what should you be doing and considering at this time?

First things first…

We hope this would go without saying, yet your health should remain of the utmost priority. As should the health of your wider community!

If you are exhibiting any symptoms of respiratory illness (even if you think it’s just a cold), you should avoid attending in-person meetings and interviews. It’s wise to contact your recruitment consultant (or the employer if you’re not working with a recruitment agency) at the earliest possible time. Even if this is on the day of the scheduled interview!

Please note: you must call 111 if you believe you have any symptoms of coronavirus.

Always politely apologise for the inconvenience caused by your rescheduling and enquire about the possibility of other interview arrangements.

Alternative interview arrangements:

Depending on the employer’s availability and resources, don’t be surprised if you’re offered a telephone or Skype-based interview.

You should treat such interviews just as you would an in-person meeting. In other words, you should be researching and preparing for your interview!

If you’ll be conducting the interview by Skype or another video resource, you still want to dress as if you’re attending an in-person interview. You’ll also want to consider your body language throughout.

When speaking by phone, ensure to make an effort to communicate in a positive tone. Smiling can help to convey a more friendly tone, even though this may feel odd!

When meeting in person…

Be prepared for certain customs to be a little different. For instance, many health experts say handshakes aren’t recommended at this time; however much this goes against our cultural instincts and traditional interview etiquette! A smile with a polite nod and/or wave has become an appropriate alternative.

Many offices will also have hand sanitisers in their reception areas. Politely ask to use these when entering and exiting the building (or use your own) to demonstrate your awareness and initiative at this time.

Respect any efforts your interviewer makes towards social distancing…without trailing miles behind them!

Keep applying:

Please never assume that all new recruitment plans are on hold! Many businesses are operating as normal through these times. Furthermore, some employers will actually have more time to review their recruitment needs as they adopt different working arrangements.

It’s still a great time for you to make job applications, conduct job market research, carry out interview prep, and contact recruitment agencies.

Prepare for the unexpected:

We’ve said it before, job searches can feature a number of setbacks. During such times of change, there’s an increased likelihood of employers altering their recruitment plans at short notice.

This also increases the likelihood of recruitment delays and/or rejections. We recommend taking some time to mentally prepare for such setbacks – discussing any concerns with your recruitment consultant.

And keep in touch!

Don’t forget to keep in touch with your consultant, whether that’s to let them know about your changing plans, advise them of self-isolation, rearrange interviews, or seek some advice about your job search. You can reach your Appoint consultant via 01225 313130.

* Important Reminder * – the government is updating its coronavirus advice on a daily basis. Please stay abreast of the latest recommendations regarding your health and social interactions. 



Staff over tech for high growth companies

It’s all a question of staff over tech, according to high growth small businesses in the UK…

Before we get into the stats, it’s important to understand the value of high growth small businesses. These are the companies that:

  • Account for only 2.9% of UK businesses, yet contribute to 84% of ‘net employment growth’ (employing a total of 1.9 million+ workers).
  • Alongside this, they’re 24% more productive than lower growth small companies – producing an additional ‘3 months of economic output’ for the nation each year.

Clearly, these are incredibly valuable companies that we can all learn from.

It’s about staff over tech for business success:

When Octopus Group asked high growth small businesses what most contributes to their success, they said…

  1. Great staff (60%)
  2. A great idea or product (53%)
  3. Tech helped make the product development cheaper/easier (29%)
  4. The web helped them to market the business more easily (29%)
  5. An ability to secure funding at the right time (24%)

Even the business’s idea or product, considered fundamental to more than half of the companies, isn’t deemed as critical as its employees.

It’s always rewarding to see firms recognise the value of their teams in this way. We’ve long witnessed the difference that a truly effective team makes to a business.

Are you an employer struggling to recruit?

You’re far from alone! 1/4 of UK employers are currently struggling to recruit the talent they need.

Recruitment should never be about simply filling seats by job title and/or years of experience alone. It’s about finding people with the right personality, mindset and skillset to complement the rest of your team and business goals.

Sometimes it’s also about being able to see what others haven’t. Spotting that person who doesn’t come from the same career path or industry yet who has all of the skills and attitude you’re looking for and is ready to learn the rest.

Why not find a recruitment partner who will work closely to understand your business and team goals? You can call Appoint on 01225 313130 to discuss your local recruitment needs today.

Are you a candidate who’s struggling to enter a new career?

This is the post for you.

Remember to keep an eye our News page for further career news and advice updates. You can also connect with us via Twitter, Facebook and LinkedIn and/or register your CV for local opportunities



Will you get a Christmas bonus this year?

Most people think it’s unlikely they’ll receive a Christmas bonus this year. Why are they falling out of fashion with employers?

It’s hard to track down the origins of the work Christmas bonus. The New York Times has archive articles dating back to the 1920s, so it appears that there is a significant history behind this concept.

Though it certainly looks as if times are changing here in Britain. The majority of employees (73%) don’t believe they’ll receive a bonus this year and 1/3 of professionals never have.

Why are employers shying away from the Christmas bonus?

  • 40% of people think it’s due to their industries making ‘constant cutbacks’
  • 36% say their companies are simply too profit-focused
  • While almost 1/3 don’t think their employers ‘care enough’ to offer such a gift

What can employees expect?

  • Even those who are likely to receive a bonus may be awarded much less than they have in previous years. The average sum has fallen from £792 in 2016 to £363 this year.
  • Employees seem to be grateful for any offerings, with 95% of people happy to receive a ‘£50 shopping voucher’.

Are employers missing a trick?

  • Most people (89%) think they deserve a bonus and say it would also make them feel ‘valued and appreciated’ for their efforts (60%).
  • Over 1 in 5 respondents think they’d even work harder as a result.
  • Worryingly, 15% of employees also admit they feel ‘particularly angry’ about their job in the lead up to Christmas.

There may of course be an excellent business case for employers foregoing the annual tradition. Yet in a time of skills shortage, and when ‘being recognised’ is a marker of meaningful work, business leaders may want to consider their incentive options.

It could even be worth communicating why you’re unable to provide a Christmas bonus this year, alongside finding other non-financial ways to convey your thanks and appreciation.

Looking to create your own little bonus?

If you’re actively looking for work and have prior office experience, why not register your CV for temporary opportunities? Alongside the financial incentive, temp work can help you gain experience with new employers and industries and (in some cases) may lead to longer-term opportunities.

You can search for current temporary vacancies via our jobs page. Please note: temp jobs can be rapidly filled so it’s always worth registering your CV as a general applicant even if you don’t spot a suitable vacancy straight away!



The group fuelling employment growth & pursuing career progression

Can you guess which age group has fuelled 90% of UK employment growth over the past year? 

You’ll see that we always cover a mix of career news affecting employees across all age groups. From the young professionals driving the flexible working movement to the over-65s leading the way on the wellbeing front…and the working parents juggling everything in-between!

In many ways, each item is relevant to us all. We’re now experiencing greater age diversity in the workplace than ever before (thanks to our longer and healthier working lives). This means we each need to gather insights from different professional groups, so we can all learn from each other and create greater business success.

Now, back to our opening question – have you guessed which age group is fuelling the UK’s employment growth?

According to Aviva’s research, it’s the over-55s employee group that has contributed to 90% of UK growth over the past year.

It’s especially interesting to read the rest of their data…

  • Almost 1 in 5 employees aged 55-59 plan to move jobs to further their career progression.
  • This figure falls to 1 in 10 for the 60 to 64-year-old age category. However, most of these participants plan to make their move within the next year.
  • What’s more, professionals want to keep learning and deepening their skill-set. More than 1/3 of the 55-59 group hope to participate in employer training and 1/5 want to pursue their own course or qualification.
  • 14% are additionally shadowing other employees to gather more knowledge and experience.

Commenting on our nation’s working lifestyles, Aviva’s Alistair McQueen says: “forward-thinking employers will respond to this changing world, and they will be rewarded for doing so, securing and retaining the best of this booming population”.

We agree; it’s also about overcoming stereotypes regarding which employee groups want to receive training and progression opportunities. Getting to know and support all team members can only benefit your employee attraction and retention rates, alongside your business success.

Please call 01225 313130 for further recruitment advice, including how to attract the best team members to your business.



Do connections matter more than talent in recruitment?

Do your personal connections really make all the difference to your career success?

2,000 UK employees aged 18-65 have been surveyed regarding possible routes to career success and the results are illuminating:

  • 37% of employees think that they must know ‘influential’ business people in order to be recruited or promoted.
  • Conversely, only 26% see their ‘work ethic’ as bearing an influence on these decisions.
  • And only 21% say talent is key.
  • 7% of the group believes that ‘social background’ contributes to their promotion opportunities or lack thereof.

About this study…

These findings come from The Social Mobility Pledge, a group working to promote social mobility in business.

Their founder, Justine Greening, is quoted as saying “…how can our country move forward as a whole when so many people feel they’re excluded from making the most of themselves because they don’t know the right person or belong to the right network? Family or personal ties have no place on the list of considerations when recruitment or promotion decisions are made.”

How much do your connections really matter?

It would be a lie to say that nobody in the UK has ever benefited from their family ties. However, please be assured that there’s more than one route to career success!

We’ve been recruiting for more than 20 years in Bath. Our clients don’t come to us asking for well-connected individuals, rather they come to us asking for the best match for their roles.

When saying the ‘best match’, talent and work ethic should feature much higher on those stats. Clients are looking for people with relevant experience and transferable skills and who’ll bring the right attitude to their teams.

How to increase your confidence when you’re lacking so-called ‘connections’…

  1. Re-read the above! Sometimes our assumptions get in the way of our choices. If you’re not putting yourself forward for a role that you know that you’re suitable or qualified for, you could be seriously holding yourself back.
  2. Remember there are many forms of connections in business. For instance, as recruitment consultants, our clients value our candidate insights and expertise. Not all agencies work the same; look for an REC-accredited company in your field (we’re on the list!).
  3. Increase your knowledge. Make sure you’re aware of what’s happening in business and your industry. Our news articles are a great starting point for general business news and career advice. You can also connect with us via  Twitter, Facebook and LinkedIn to receive links to the latest features.
  4. Increase your effort! Make sure that your CV is doing all it can to ‘sell your sutability’ to prospective employers and recruiters. As ever, tailor the content to match your individual applications. Here’s some simple CV advice and what to include in your cover email when contacting a recruitment agency for the first time.
  5. Don’t be afraid to ask. Your recruitment consultant can support you with any questions you may have regarding your suitability for a vacancy. Once again, don’t let your assumptions stop you from putting yourself forward!

Ready to apply for a new role? Visit our Jobs page for opportunities throughout Bath and Wiltshire.



More holidays and a pay rise

The New Economics Foundation is calling for more holidays and a pay rise for the good of the British economy!

This recommendation (and its accompanying report) focuses on ways in which to improve national productivity.

The idea being that if consumers are able to spend more money, and have more time in which to spend it, the demand for products and services will increase. This, in turn, will help bolster business productivity and the wider economy.

Do we need more holidays?

Few employees would decline the opportunity to have more time off. Especially on hearing that Britons receive fewer public holidays than many of their European counterparts.

While the UK minimum stands at 28 days, EU employees receive anywhere from 30 to 40 paid public holidays each year.

This report also reflects employees’ priorities, according to a separate study

When looking for a new job, British people prioritise:

  1. Their salary (98%)
  2. Holiday allowance (91%)
  3. A pension plan (89%)
  4. Promotion opportunities (78%)

Talking of holidays…

Therefore, while the ideas sound welcome, there may be additional issues to tackle in practise! In the meantime, don’t forget to use your jobs research as a chance to review your personal priorities. 



Many more temps to be recruited

UK businesses plan to recruit many more temps, reveals the latest REC JobsOutlook…

On comparing their intentions against last month, employers are:

  • 10 percentage points more likely to recruit temporary workers within the short-term. In terms of REC data, this means within the next 3 months.
  • 9 percentage points more likely to recruit temps across the medium-term (4 to 12 month period).

Why this may surprise some:

You could think this is a mark of increased business confidence. However, companies report a further reduced confidence in the nation’s ‘economic prospects’.

In fact, this particular reading has now reached a record low – and currently sits 57 percentage points below its June 2016 findings.

Plans to recruit permanent staff have fallen by 1 percentage point for the short-term period and by 3 percentage points for the medium-term period. Although, both ratings remain positive overall: with a net balance of +16 and +19 respectively.

That said, businesses worry they won’t find the right temps:

  • 34% (1/3) of employers express concern about finding enough skilled candidates to fill their temporary roles.
  • 46% of businesses additionally worry about obtaining permanent employees.

These figures are less surprising when you consider that the UK has achieved record unemployment rates, with less than 4% of the population unemployed.

So, there’s great news for temps. But is temping for you?

Temporary work offers multiple benefits to employees. These include:

  • A flexible solution for those looking for work for a specific period – whether ad hoc assignments or longer-term bookings.
  • The chance to develop new skills and experiences and enhance your CV in the process.
  • A deeper insight into working cultures and local businesses. Helping you work out your priorities for permanent roles if this is a future goal.
  • Regular pay: you’ll be paid weekly (following those weeks worked), rather than monthly.
  • You’ll still accrue holiday pay, further enhancing the flexibility of your role.

Remember, there is no guarantee of finding regular temporary work, even though this is the case for many. To this end, it’s not recommended to leave a permanent role to temp unless you’ve got the financial backing to do so!

You can search for temporary and contract jobs using our job search dropdown tool. Due to the nature of temporary work, roles can be filled swiftly. So, it’s also worth emailing your CV along with a cover email detailing your availability. Here’s what else you should include

To book a temp, please call the office on 01225 313130 or email us to discuss your requirements. 



The cost of a poor recruitment decision

How each poor recruitment decision mounts up to a vast national cost…

We recently discussed the issues of recruitment and CV fraud  – and detailed some of their financial and non-financial implications.

Well, new data has emerged to illustrate the price paid by the companies mistakenly recruiting fraudulent applicants. Crowe UK reveals that businesses are spending a total of £23.9 billion a year due to recruitment fraud.

As a reminder, this may be due to the use of fake qualifications or falsified documents, such as embellished CVs and applications. Candidates have also secured worryingly high-level roles (including those within medicine and aviation) as a result.

Where is the money going?

These costs comprise a variety of factors, including:

  • Initial recruitment procedures
  • Low productivity
  • ‘Internal investigations’ and disciplinary action
  • External penalties
  • And matters relating to the employer’s reputation
  • Internal costs such as fraud, theft or data breaches, may also apply.

Of course, perfectly reputable candidates may also prove costly if they’re not the right person for the job.

Looking at poor recruitment decisions in general:

The cost of the average unsuitable recruit is as follows (via the REC)

  • Wasted salary: £28,000
  • Wasted training: £1,500
  • Recruiting & training the new employee: £9,730
  • Reduced productivity from the wider team: £29,160
  • And total staff turnover: £54,000

TOTAL: £132,015 per each unsuitable recruit

How can you make better recruitment decisions?

Consider the many ways that you can improve your recruitment processes, including yet not limited to…

  • Clearly identifying your recruitment needs ahead of your candidate search. Consulting your colleagues and/or employees where needed.
  • Dedicating sufficient time to employee attraction and screening.
  • Making certain that your job descriptions truly depict the roles you’re recruiting for – while clearly communicating your expectations and the realities of working for your organisation.
  • Considering any necessary skills assessments.
  • Making use of trial periods and or temp-to-perm contracts where appropriate.
  • Ensuring the utmost efficiency so that you don’t lose any top candidates along the way.

Your recruitment consultant can support you with each of these decisions. Therefore, working closely alongside an expert recruitment agency may help ease much of your time and cost burden.

For further advice about recruitment in Bath and the surrounding area, please call the office on 01225 313130. You can also find out more about our service here.



UK faces employee performance crisis

If you take a look back over the past 12 months, how would you rate your employee performance? Are you giving your job your all, or do you know that you’re contributing far from your best?

The nation may be facing an employee performance crisis, with more than 1/4 of people knowingly underperforming at work. This particular stat comes from research conducted on more than 15,000 European and UK workers (as discussed by People Management).

Findings also reveal:

  • 1/3 of people do not feel stimulated by their job.
  • 2/5 additionally don’t believe they’re undertaking ‘meaningful’ tasks at work.
  • The UK is also falling behind the rest of Europe, where only 1/5 of employees believe they’re underperforming.

Why are employee performance levels so poor?

In addition to craving more meaningful roles, it appears that a lack of ongoing skills development may lead people to feel dissatisfied and rest on their laurels. Advanced IT training (61%) and problem-solving skills coaching (35%) are both cited as possible motivating factors to increase job satisfaction.

Of course, the individual motivators will vary by business and team. Which is why employers are also encouraged to get to the root of productivity problems within their own companies. Further advice is given in the piece.

Are professionals dreaming of other jobs?

These stats also call to mind a story shared by The Independent. There, we hear that 90% of people are not currently working in their dream job. What’s more…

  • 2/3 of employees don’t think they would be successful in achieving their ideal role.
  • Millennials represented the most optimistic survey group, with 64% thinking they could secure it within about six years.
  • The women most want to be authors (replacing the teachers of previous studies), while men hope to be ‘entrepreneurs’ (in lieu of their prior footballing aspirations).
  • People are most discouraged by a ‘fear of failure’ and/or lack of financial buffer.
  • Some simply do not know how they’d break into their target industry. Others are waiting for a different time in their life to attempt it, such as after becoming parents.

What these findings mean for you

Know that your own employee performance levels are lacking? It’s time to ask yourself why! Do you crave the chance to do a spot of training and update your skills? Are you feeling ready to leap into that long-imagined career (the one that always features in your party chat!)? There’s a good chance that you sit somewhere in-between and feel ready for that next step in your career.

If this is the case, it’s a great time to start looking at what’s out there. Employers are urgently seeking fresh skills for a variety of fantastic opportunities. You’ll find the latest jobs listed here.

To discuss your recruitment needs, please call the office on 01225 313130.



What the average working day looks like

Does your average working day reflect the national norm?

Read any business interview and you’re likely to hear that ‘every day is different.’ While largely true, it appears that there are some common working patterns.

The average working day in Britain now features: 

  • 8.5 hours spent working and commuting (Accounting for 35% of each working day. This equates to a 37-hour working week. Our commutes also happen to be the longest in all of Europe, averaging an hour per day).
  • Sleeping (28% of each working day…but of course, we’re now out of office hours!).
  • Leisure or personal activities (24%).
  • Unpaid work and ‘miscellaneous tasks’ (12.5%).

These stats were reported by HR News. Almost 1/2 the national workforce additionally undertakes some work en route to the office or while on their way home.

What type of unpaid work and miscellaneous tasks are people doing?

This section refers to everyday tasks or chores, including cooking, housework and caring responsibilities.

  • The average man spends 2.3 hours a day on unpaid tasks, with women contributing 3.6 daily hours. This creates a collective average of 2.9 hours.

There’s also a gender disparity when it comes to the value of work being undertaken during this time. Women’s out-of-office tasks are said to comprise higher value activities.

How do people spend their leisure time?

It appears that the nation is favouring solitary activities – and it’s suggested that this may be in response to our high-tech and ‘interconnected’ lifestyles.

  • Watching TV, listening to music and reading currently top the list of leisure activities.
  • Men are more likely to opt for watching TV or films, whereas women are likelier to pick a meal out with friends or indulge in a relaxing hobby, according to this particular study pool.

And are we getting enough sleep?

Even though it’s the second item on the average working day list, the answer is ‘no.’ What’s more, it’s this topic that is perhaps of greatest interest to the study’s authors – Mattress Online!

  • The most popular time to go to bed is between 11pm-12pm.
  • Men are more likely to go to bed sooner, selecting 10-11pm. Whereas women are more inclined to choose somewhere between 12-1am.
  • The British average is 6.8 hours of sleep, just shy of the recommended 7-9 hours.

So, how closely do you match the average? Let us know by TwitterFacebook and LinkedIn.

Want to boost your workplace wellbeing levels? Head straight to our last post!