Category: Online Recruitment
A recent survey of two thousand UK job hunters, conducted by Shortlister, has revealed some very odd locations where people have felt compelled to accept a telephone interview; these include in the bath, on the beach and in the gym changing room.
Although the majority of telephone interviews are carried out in either a bedroom or living room, the survey threw up some very unusual locations, such as, on a horse, on a roof, In the Tower of London and at the gym.
The fact that people are having to take calls when they are out and about is a consequence of many employers moving towards using recruitment consultancies and head hunters to contact passive candidates to fill their vacancies. With this type of recruiting, there is sometimes no choice but to call your candidates “out of hours”, and this will inevitably lead to candidates being contacted at inconvenient times of the day.
With more and more telephone interviews now being undertaken as a precursor to a main “face to face” interview, there will surely be many more odd places to add to this list before long.
Top Telephone Interview Locations:
Living Room – 29%
Bedroom – 25%
At Work – 18%
In The Bath – 9%
At a Car Park – 7%
At the Beach – 7%
At a Supermarket – 3%
In a Changing Room – 2%
Most Unusual Locations:
At the Wimbledon Tennis Championships
At the Tower of London
On a Roof
Riding a Horse
On a Stepper Machine
In a Soft Play Centre
In a First Aid Room
On the Toilet
One of the most important parts of a great CV is the personal statement, as this should enable potential recruiters to quickly identify if you are the right person for their vacancy.
If you view your CV as a marketing exercise then the statement would be the tag line, it should immediately grab the attention of anyone who reads it.
Unfortunately it is this important aspect that many people struggle with when creating their CV, it doesn’t have to be this way though as a truly brilliant personal statement needs only be between 50 and 200 words.
One of the main mistakes that people make is to have a one size fits all statement that they do not adapt for each job they apply for, no two jobs are the same so why would you assume your personal statement should be.
Before you begin it is important to read the job specification carefully to ensure that your attributes match the role for which you are applying and to make sure that this is reflected in the statement.
Whether you decide to right your statement in the first or third person doesn’t really matter as long as you stick to that format throughout, flitting between the two will make the statement look as if it regards two separate people and will look dreadful.
When writing your statement it is best to try and break it down in to three sections.
Part One: should describe who you are, specifically your education and work experience, this part can be expanded on as long as you don’t begin to ramble; remember, you have your cover letter for more in depth information.
Part Two: should explain your skill set and what it is you can offer your potential employers, go in to a little detail here of your past achievements, pick examples which have relevance to the role for which you are applying. This makes it easy for the recruiter to quickly verify that you have the relevant experience needed.
Part Three: should cover your career aims, specifically how you see both yourself and the role in questions evolving together for the benefit of the recruiting company.
Key points on writing a dynamic and interesting personal statement:
• Get straight to the point: avoid lengthy descriptions and make your testimonies punchy and informative.
• Keep it between 50 to 200 words maximum.
• If you have enough space, use 1.5 line spacing to make you statement easier to read.
• Match person and job specifications with well written copy.
• Read your profile out loud to ensure it reads naturally.
• Don’t mix first and third person sentences.
You’ve fought hard to get to this point, you’ve seen off countless other candidates, your CV is top notch and sets out why you’re perfect for the role so why would you ever think about going in to your interview wearing inappropriate clothing?
Dressing anything other than a step up from your normal office-wear for an interview gets you off on the wrong foot from the second your interviewer sets eyes on you. Why would they see fit to offer their precious job to someone who, in their eyes, can’t be bothered to dress properly at this important stage; what will your attitude to work be like if your attitude to interviews is so slovenly?
Dressing well doesn’t come easy for a lot of people, particularly some men, but if this is the case, get some help, either from friends or any of the countless fashion blogs on the internet; each of which will give you a helping hand in understanding what works and what doesn’t.
As a general rule you should always wear a suit for an interview, regardless of what you will wear in the normal day to day role and the suit should fit properly. This is not to suggest that you should buy a new suit for each and every interview but if it’s too big or too small you will look silly and feel uncomfortable which, again, will not help in the pressure cooker environment of an important interview.
For men, a blue, black or grey suit is ideal paired with a white (ironed) shirt and a single colour tie which complements the colour of the suit. Never wear a comedy tie, or, for that matter, comedy socks, as they will be noted by the interviewer. Shoes should always be leather or look like leather and be black with a black or grey suit or brown with a blue or grey suit.
For women, again, the suit is by far the best option, whether with trousers or a skirt. As with men the colours should be fairly sombre with no bold patterns and a simple single colour blouse to complement it; if you wear a skirt rather than trousers then, as a rule of thumb, this should be no shorter than just above the knee. Shoes should be sensible, no outrageously high heels, no matter how much you like them.
Whilst all of the above might seem frivolous and unimportant to some people, and at face value, it is, but is it really worth taking that chance with the job opportunity you are desperate for? After all, in a congested market place there will always be a number of good candidates for each vacancy so is it really worth taking the chance when the next applicant has pulled out all the stops to look their very best?
Every summer, the Higher Education Degree Datacheck (HEDD) surveys students and graduates about degree fraud. The annual results are pretty consistent – about a third of people embellish or exaggerate their academic qualifications when applying for jobs. It’s also consistent when matched with other surveys in the UK and in other countries.
The most recent online survey by the HEDD performed suggests that changing or embellishing qualifications in order to boost employment prospects in a tough jobs market is now ‘common practice’. Of the 568 students and graduates surveyed the study found that almost a third (31%) knew someone who had lied about their qualifications, while even more (37%) said it had become common practice to improve the chances of getting a job.
You may think that this is old news and that, as everyone else does it, why shouldn’t you; but when you really think about it, one third is a shocking figure. Look around your office. Can you pick out that third from the colleagues around you? Let’s not beat about the bush: it’s lying, it’s fraud – and what’s more, it’s illegal.
The lengths people now go to, to cover their tracks include supplying false Degree certificates and course modules which don’t, and never did, exist. For as little as £30, you can purchase a novelty degree certificate online. Pick your university, course and qualification and within 48 hours it’s yours, complete with seals and crests.
Obviously in a highly competitive job market everyone wants to get ahead and many may feel that embellishments to their CV are the only way to jump up the list of potential candidates, the unfortunate thing for these people is that more and more employers are becoming increasingly savvy in the ways they check up on potential employees.
The amount of companies using HEDD to check the legitimacy of CV’s, indeed making the checks part of the HR process, is increasing all the time. So before you add on a couple of extra grades which you don’t actually have, think to yourself, is it worth it?
The apparent recovery in the economy has led to a boost in job market confidence with it increasing steadily over the last eight months; this is obviously excellent news if you are now looking at a recruitment campaign to expand your workforce in the near future.
The latest National Careers Service Job Confidence Index shows that four out of five (79%) people were as or more confident about their jobs and ability to find work than in the previous survey which was published last November. This represents a net increase of 3% and a total of 5% since the first index was published in August 2013.
The overall index aims to analyse the state of the nation’s work and employment prospects. It’s based on research that looks at a range of issues affecting people’s confidence in finding work. Taking into account other underlying factors, the national job confidence score has increased by 2.1 points since November, up from 53.5 to 55.6 out of 100. (This represents an increase of 3.8 points since the first index was released last August.)
According to the research (conducted by ICM), the main factor behind the nation’s increase in job confidence is the economic recovery. A majority of respondents (57%) claim they’re more job-confident because of improving business outlook, up from 42% in August and November.
Apart from the recovery, a third of people attributed their increased job confidence to more opportunities being available (34%) and having the right skills/qualifications (32%). Seven in ten respondents agreed they had the right experience to find work, an increase of 8% since August.
The research also reveals that overall job confidence is on the increase across all regions and sectors of society, including the unemployed. Compared to three months ago, the North East and the West Midlands were the regions to record the biggest rises.
With this increase in job confidence comes the parallel increase in the quality of those seeking their next move in the job market. This usually applies to those who are already in work and now feel the time is right to push on in their careers, although there are also many talented individuals in the market for work who are, unfortunately, currently unemployed.
This shows, perhaps, that now is the right time to advertise those vacancies that all industry sectors have held back on through fear of not being able to fill them with a candidate they feel will properly benefit their business.
If you have a vacancy that you are looking at filling in the near future why not give Net-Recruit.co.uk a try? With over nine years’ experience of attracting candidates to positions across various sectors, we can be as hands on as you require and have options to match all budgets.
There has been a recent trend in recruiters harnessing the power of video interviews to assess future candidates.
The benefits of video interviewing are obvious, that said it’s important that both recruiters and candidates understand how their body language, tone of voice and word choice effect their overall perception. You may have the gleaming C.V. but you may be sabotaging your video interview without even realising it.
Fear not though, as the kind folks at PGi/iMeet have compiled a great infographic which aims to assist both sides of the interview table get to grips with the rising importance of video interviews and how to make sure you utilise them.
Heres a quick summary of the most common body language traits
- Head nodding
- Maintaining eye contact
- Genuine smiling
- Leaning forward
- A furrowed brow
- Lack of eye contact
- Leaning back
Over the past few years whether you knew it or not, a digital revolution took place and it has changed the way the marketing sector operates. In contrast, the speed at which it has impacted on the business has left recruiters struggling to keep up the pace.
Recent figures released by The Association of Professional Staffing Companies (APSCo) showed permanent work placements in the marketing sector have dropped by 21 per cent year-on-year despite an increase in job openings of two per cent. Businesses have been forced to turn to temporary workers to fill the gap and described a “mismanagement of expectations” within companies developing digital marketing skills.
Constantly advancing digital technology has enabled the marketing industries to branch out of their traditional disciplines and expand the range of services they offer, but with that capability comes a need for multi-skilled tech-savvy staff. As the fabric of industry changes with moving technologies, jobseekers are increasingly unsure of the skills required to keep up.
View original article via: The Drum
There’s been a lot of online hype recently regarding graduates and their attitude towards work. In a recent interview with the BBC, recruitment expert Norman Rose claimed “Out of work graduates guilty of “job snobbery” by rejecting offers of work that they deem too menial”. He also added: “People think because they have a degree or a qualification they should not go for anything other than their line of expertise.”
His comments came as a reaction to newly released official figures from The Office for National Statistics (ONS). The figures reveal that unemployment in the younger generation is rising back towards one million, with unemployment amongst 16-24-year-olds growing by 15,000 to reach 973,000 in the last quarter.
Mr Rose’ comments sparked a great debate around the UK with arguments both for an against his opinion.
Arguments for his case include the fact that in the current economy and an intensely competitive UK jobs market, it’s far more beneficial to have a job for which you are overqualified than to have no job at all – at least you’ll earn some valuable experience which can help you get your foot in the door when applying for a different, more suited job.
Whilst in contrast, Shadow Employment Minister Stephen Timms, responded to the Mr Rose’ criticism by saying: “It’s not fair to accuse young people of job snobbery when youth unemployment is edging back towards a million. Many are desperate for a job, but government programmes are letting them down.”
What do you think? Are graduates being too fussy? Have you say below in the comments section…
For people who are new to the online recruitment industry there can often be confusion around the subject especially when it comes to identifying the main benefits in comparison to more traditional recruitment methods.
Being experts in the field, the benefits are clear to us here at Net-Recruit! This is why we’ve put together the following list which demonstrates how an online recruitment campaign can benefit your business next time you need to recruit new staff.
It saves you time
If like most busy professionals you barely have the time to get your daily tasks completed, finding additional time to recruit new staff can be difficult if not impossible. After the initial setup and consultation an online recruitment campaign lets you put your recruitment efforts on auto-pilot. Each aspect of the campaign is skilfully handled by a team of dedicated professionals who are passionate about finding the right candidates for your requirements in the most efficient manner.
It saves you money
With one simple fixed fee, an online recruitment campaign ensures that you won’t be going over budget next time you need to recruit. Some recruitment companies also offer a free re-run of the campaign if a candidate isn’t found in time or they don’t quite fit the bill!
It helps you find the right candidates for the job
Based on a provided criteria, each candidate who applies for your position manually has their C.V. screened by specially trained staff which results in those that do not match the specification being discarded from the pool of suitable candidates. Also, for an additional charge but highly worth it the best recruitment agencies will also conduct a Pre-interview questionnaire and perform psychometric tests which increases the chances of finding the very best candidate for the role.
So there you have it an overview of the primary reasons as to why online recruitment can benefit your business. If you’re still unsure or just curious, be sure to check out our online recruitment bible which takes a further look into the industry as a whole.
Last week we launched a new online resource called ‘The Online Recruitment Bible’, which aims to help our clients and anyone who’s curious educate themselves on the subject of online recruitment.
‘The Online Recruitment Bible’ is a collection of online articles and resources which cover a range of topics including, Understanding Online Recruitment, Industry Insight, Tools of the trade, What lies ahead for the industry and also contains links to some of the superheroes of the online recruitment industry.
The articles and resources featured on the site have carefully been hand picked from across the web and amongst them are some of the finest facts, opinions and recruitment advice available.
We understand how busy our clients are and appreciate how important it is for them to keep up to date with the latest trends and new developments in our ever changing industry. We believe that this collection of resources will help to assist you on your journey towards becoming an online recruitment guru.
Please feel free to view the site(click the link above) – as we’d love to hear your feedback!