4 Tools to Amp up Your Job Search
Finding a new job can be tough. There are so many aspects to the whole job search process, writing a killer CV, preparing for your interview and even dressing appropriately, that it can often at times be overwhelming. But did you know that there is a wealth of tools out there on the web to help you nail that job search process and land your dream job? Here’s a breakdown of our top 4 tools to amp up your job search. 1. Glassdoor It’s reported that 83% of job seekers are likely to research company reviews and ratings when deciding where to apply for a job. Glassdoor is an invaluable tool for any job seeker. Essentially it’s an online company review platform and the best part is the reviews are anonymous. Without fear of repercussion, employees (and ex-employees) are able to give honest, unfettered and revealing information. This site is a goldmine for a number of reasons. Firstly, you are able to screen any prospective company that you may want to work for. One star out of five and a particularly scathing review from Terry in accounts? Probably best to give it a miss. Once you’ve found an employer you actually want to work for and have been invited for an interview you are able to dig deep and find out some juicy nuggets of information that are going to help you when it comes to your interview. Company culture, values and competitors are all things that you’ll probably be asked in your interview. Wow, your interviewer by not only answering each question without hesitation and confidence but by formulating a few of your own questions based on your knowledge of their company. Guaranteed brownie points. 2. LinkedIn Ok, ok this may be an obvious one but there are a few tips and tricks that you may or may not have used to amp up your current job search. First off, head to your LinkedIn profile just under your basic information you’ll see this box: Boom! Three amazing tools that are going to supercharge your job search. The first, Career Advice is a nifty addition to LinkedIn. By filling out a brief form and a short paragraph on what you’d like advice on you’ll be connected with industry leaders relevant to your sector who are happy to advise. Next up, Career Interests. Now you’re going to want to switch this one on if you’re actively looking for a job, don’t worry they don’t advertise your status to anyone who you're working with. You can update your information on what you’re looking for, when you’d like to start and how interested you actually are in a career move. This information can then be picked up by hiring managers and recruiters. Now you have relevant people directly approaching you based on your LinkedIn profile and experience. Finally, Salary Insights. This is great for understanding what you are actually worth. Based on your job title, location and sector LinkedIn can tell you the average salary of your peers, which companies pay the best for your skillset and the top paying locations too. Whilst LinkedIn is trying to become a one-stop shop for all your job needs we suggest you use it in conjunction with a few of these other tools. 3. Google for Jobs The new kid on the block. Many are predicting Google for Jobs to be a major turning point in the advancement of job searching. If you haven’t come across it yet we suggest you check it out. Being one of the biggest companies in the world and processing an obscene amount of data it was kind of inevitable for Google to enter the realm of jobs at some point. With this aggregator, Google scrapes job boards from across the web and presents you all the options in a tidy little dashboard ready for you to go through. An added bonus is the alerts feature. Setting up alerts means you get an email digest delivered straight to your inbox based on your search specifications. A piece of cake. 4. A recruiter So to clarify, not strictly a tool but a very useful asset nonetheless. Recruiters do the legwork so you don’t have to, saving you time. Recruiters ask the questions that you don’t want to and a good recruiter knows their client and knows what that client is looking for, this allows our consultants to prepare you prior to interviews for everything that the interview process involves. Whilst job seekers looking to apply directly have to wade through the internet looking for companies that are hiring for live roles, recruitment agencies have spent years building relationships with the decision makers of these firms, meaning we know what they want, even if they aren’t publicly recruiting for it. Give some of these tools a go and your job search journey should be much more efficient and maybe even enjoyable. And as always, feel free to contact us if you would like to speak with one of our expert recruiters about the opportunities available.
My First Two Weeks In Recruitment - Heather Ragoonanan
I’ve been with Pro for two weeks and I am absolutely loving my experience here so far. The assessment day enabled me to gain a deeper understanding of what my life and career would be like at Pro – as it gave me some insight into the tasks and duties related to my role. This was particularly helpful as I had no previous knowledge or experience of what recruitment entailed before the assessment day, and this was an influential factor in deciding whether I wanted a career with Pro or not. I did, and I could not be happier with how things are going, regarding everything from the training, amazing support and guidance received and ‘family-feel’ environment. I believe that because Pro is so dedicated to nurturing and supporting their staff - even their more senior employees, which means that the company is constantly evolving and developing. This is hugely important to me as I take comfort in the fact that I can grow personally and professionally as well. The whole team has made me feel comfortable and at ease, from the outset, which is significant, as I believe that a person really needs to feel happy and valued within a company, and that is exactly what Pro has done for me. The training process has been detailed, thorough, manageable and fun. I am learning something new every day, in appropriately sized chunks – which allows the information to digest properly. The other ACs and I recently had a course with Jim Atkins (from Enabling Change) and it allowed us to gain an idea of how one process of recruitment affects the next, which is invaluable information. During my first week, I was quite nervous to pick up the phone and call candidates due to the fear of messing up, but as the days have gone on, I have learned from my colleagues that it is alright to not know everything, and I will grow with experience. I tend to put a lot of pressure on myself and the main thing I have taken from my experience at Pro thus far is to try my hardest, work smart, and be myself. If you're looking to make a move into recruitment, I highly recommend you speak to Loren von Sternberg, who can offer a great insight into opportunities available at Pro-Group.
My First Two Weeks In Recruitment - Marianne Wills
In comparison to me walking into the office on my first day at Pro, to sitting at my desk on the second Friday here I feel like I have learned a lot already. I stepped into the recruitment world knowing next to nothing – seeing recruitment as simply finding someone a job, but not knowing the ins and outs of how you get to that stage. I have been in and out of different training sessions, learning about the recruitment process in its full circle and going into detail about the different skills and knowledge you need to know about each stage. Calling candidates has been great, speaking to different people and understanding their wants and needs for their career. With this, I really can see that practice does make perfect – with an initially shaky start, I now feel a lot more confident picking up the phone and even excited around the outcome of each call. As well as training from everyone internally especially Pat and Ali, we have also had sessions given by external trainers. We had a session on how to write the perfect job advert with Lisa Jones, this gave a lot of new ideas on how to attract people to your advert. We have also had external training with Jim Atkins or Enabling Change, who came into Pro for two days. This session was with just the Associate Consultants – he gave us a really detailed look at the recruiting process – following the 30 steps (Tony Byrne) and also the characteristics of a good candidate and client. This was so helpful as it confirmed what we have already learned but in further detail. It was great to get a fresh outlook from these two external trainers. From my interview and assessment day I already got a good feel for the company culture and being here on a day-to-day basis has confirmed that it is a fun place to work that I can really see myself staying at. Everyone has been really welcoming and helpful (and patient with my questions of how to do this and that). I am really looking forward to learning more, so I can reach a consultant level. I am specifically looking forward to having my own candidates in for internal interviews, going on client visits and really building up my own network. The experienced consultants will be inviting me on their client visits and also their internal interviews – I’m excited about this as I can pick up techniques and learn from those who are more experienced. If you're looking to make a move into recruitment, I highly recommend you speak to Loren von Sternberg, who can offer a great insight into opportunities available at Pro-Group.
My First Two Weeks In Recruitment - Ethan Bresnett
From the get-go at Pro I’ve been very busy! The days have been jam-packed with training, getting the hang of the do’s and don’ts and getting stuck into the role. The interview process for Pro-Group gave me a great insight into the role I would be undertaking, so thankfully nothing has been a massive surprise for me starting off this role. I’ve been carrying out a range of tasks, primarily surrounding candidate management, really getting to know people and understanding their current and future career goals. It’s been enjoyable getting in touch with people and is very rewarding once they are receptive and genuinely need your help, so I’m looking forward to progressing and being able to manage the entire process. At this stage, I’m more of a master of voicemails but I am growing in confidence with every single call and interaction. When I haven’t been on the phones I’ve been in a rigorous but exciting training process, that’s given me a great start to my recruitment career, and lots of tips and tricks to get me going. I’ve learned so much in my first few weeks here and I can’t wait to get involved with client interactions to start fully understanding the 360-recruitment process. The people here at Pro have been so welcoming, and its clear that the constant support and encouraging atmosphere extends beyond the Associate Consultant days. While we have been thrown in at the deep end up somewhat, it has never felt overwhelming and I’ve always had a clear idea of what I should be doing and who to go to for help (which is basically anybody!). The office is in a great location, ideally located next to Leather Lane food market where there’s almost too much to choose from! There’s a real sense in the company that everybody works with a collective goal in mind, and I’ve loved seeing the support people have for each other and the pride they have in Pro and the work they do. As I am constantly learning about different markets and industries I’m not currently sure which markets interest me the most, and my options are very open going forward as to where I specialise, so over the next few weeks I will be looking to learn more and more to find my niche across tax, finance, legal and HR. I’ve thoroughly enjoyed my time at Pro so far and I am very excited to grow professionally, start contributing and find my feet in an exciting and sociable company. If you're looking to make a move into recruitment, I highly recommend you speak to Loren von Sternberg, who can offer a great insight into opportunities available at Pro-Group.
My First Two Weeks In Recruitment - Aaron Scott
Well, what a start to my recruitment career it has been! I joined Pro-Group two weeks ago and I haven’t looked back since. The assessment day during our interview process gave me a real understanding of what to expect on a day to day basis here at Pro. Since I joined It’s been hectic, intense but most of all fun all similar to what I experienced during my assessment day, I believe I’ve made the right decision to make the move from insurance and I couldn’t be happier. Over the past the couple of weeks I’ve been in and out of training learning the whole 360 cycle of recruitment, how to write adverts, source candidates and plenty more. The training at Pro has been fantastic. For someone who is such a beginner and really opened my eyes to the world of recruitment. The training has been external and internal, we’ve had Jim Atkins from Enabling Change come into the office for two days and it was fantastic. It really helped me to understand how to move forward when speaking to candidates and clients. Also, we had Lisa Jones from Barclay Jones, who hosted a great session on advert writing with us and how to make the most of the advert. I would highly recommend both trainers to anyone who is starting out in recruitment. One of the main reasons for joining Pro was the culture has a real family-orientated atmosphere and the people are great! They do really value their staff and make you feel so welcomed into the Pro family as soon as you join, which is great. I’m so excited to continue to keep learning and move forward within the company, I’m still quite open in terms of which team I will go into, I’m sure over the coming weeks this will all fall into place. If you're looking to make a move into recruitment, I highly recommend you speak to Loren von Sternberg, who can offer a great insight into opportunities available at Pro-Group.
Charity Times - Tuesday, 7th August 2018
GOVERNANCE Regulator takes control of troubled animal charity The Charity Commission has appointed an interim manager at Capricorn Animal Rescue and Sanctuary following concerns around the Welsh charity’s management and governance. Guy Hollander of audit firm Mazars will assume full control of day-to-day management and administration from the current trustee until the regulator makes a further order. The Commission had previously opened a statutory inquiry into the charity in February 2017 to assess regulatory concerns. Harvey Grenville, the commission's head of investigations, said the regulator is “not satisfied” with the working of the current governance procedures and practices and these are unlikely to be improved by the existing trustee board. “A decision . . . to appoint an interim manager is not taken lightly and reflects the seriousness of our regulatory concerns,” he said. Charity Times STRATEGY Merged charities relaunch as Bowel Cancer UK The new charity formed from the January 2018 merger of Bowel Cancer UK and Beating Bowel Cancer will be called Bowel Cancer UK and be underpinned with the strapline Beating Bowel Cancer Together. The charity partnered with The Team, a brand and communications agency, to create a visual identity consisting of a new logo, font, tone of voice, colour palette and a refreshed website as well as the new name and strapline. Dan Dufour, creative brand strategist at The Team, said: “There are lots of cancer charity brands in the UK market, so we’ve had to dig deep to differentiate the new Bowel Cancer UK brand. The combination of community action and human authenticity, with hope for the future, will help the new Bowel Cancer UK brand stand-out to inspire more support.” UKFundraising Third Force News Charity Times Health charities announce merger Reminiscence arts charity Age Exchange has merged with health and social care charity Community Integrated Care in a bid to increase the newly-combined entity's reach. Community Integrated Care currently supports over 3,500 people with a range of support needs including learning disabilities, mental health concerns, autism, dementia and age-related needs. Age Exchange supports people through outreach projects in the Blackheath community in south London and at its hub, a centre for reminiscence-based arts projects, exhibitions and education work, plus cafe and library, which is visited by 180,000 people every year. Charity Times REPUTATION No more annual bashes for young farmers The National Federation of Young Farmers’ Clubs (NFYFC) has announced it will no longer hold the Annual Convention for its young farmer members. After 50 years of hosting the event, the Board of Management has said it is time to bring its programme of activities more in line with its charitable aims to meet the needs of rural young people. The decision comes in the wake of reports of bad behaviour when the event was held earlier this year in Blackpool. The NFYFC has advised members not to host their own events. "NFYFC would strongly advise YFC clubs and county federations against doing this . . . Counties who knowingly support any non-official event organisation will also be held responsible for any resulting reputational damage," the organisation said in a statement. DevonLive Farming Online FarmingUK Macmillan tops YouGov’s CharityIndex again Macmillan Cancer Support has topped YouGov’s annual CharityIndex rankings for the second year in a row. The index has tracked 32 charities over four years, measuring overall brand health amid consideration of perceptions around quality, value, impression, satisfaction, reputation and whether consumers would recommend the brand to others. Cancer Research UK and British Heart Foundation were placed immediately behind Macmillan, while RNLI was in fourth place, and Guide Dogs came fifth. RSPCA saw the greatest increase in its Index score, with a change in score of +2.2. UKFundraising RISK Amnesty International is target of cyber attack Amnesty International has been targeted in cyber attacks that appear to have been launched by a state in the Middle East. The human rights charity said the attack wasn't successful but indicated the increased threat faced by campaigners and charities in the UK. Amnesty's tech team identified a link to a surveillance tool developed by Israel-based NSO Group, which is known to only sell its spyware to governments. Joshua Franco, the charity’s head of technology and human rights, said: “We . . . believe that this was a deliberate attempt to infiltrate Amnesty by a government hostile to our human rights work," adding "This chilling attack on Amnesty highlights the grave risk posed to activists around the world by this kind of surveillance technology.” Civil Society Online donation triggers terror alert A £2 online donation sent through PayPal for a rescue dog named Isis triggered a terrorism alert. The 11-year-old golden retriever is being looked after by Dunroamin K9 Rescue in Worksop. Lynda Owens, who volunteers for the rehoming charity, said: “I found out PayPal had got in touch with the woman making the donation and thought she was sending to a terror organisation." PayPal scans for all terror-linked words. The dog is now known as Alice. Third Force News PEOPLE Relate has a new chief executive Relationship support charity Relate has named Aidan Jones as its new chief executive. He replaces Chris Sherwood, who left the charity last month after three years as chief executive to take on a new role as chief executive at the RSPCA. Simon Wilson, chair of Relate, said: “This is an exciting time for Relate as we focus on delivering social justice by supporting more people from low income and vulnerable groups. I have every confidence that with Aidan leading the organisation we’ll continue to make great strides for those we exist to serve.” Civil Society RETAIL British Heart Foundation's first pop-up store The British Heart Foundation has opened its first pop-up department store in Kingston upon Thames. The 17,000 sq ft outlet, which is expected to be open for two years ahead of a local regeneration project, is one of the charity's biggest stores and stocks furniture, homewares, clothing, accessories and books. The charity saw a net closure of 11 stores in 2016/17 but nevertheless aims “for everyone in the UK to have a local British Heart Foundation shop.” Civil Society DIGITAL Charities hit by competition for paid Google searches Competition for paid Google searches is diminishing the effectiveness of charities’ online fundraising campaigns by restricting the amount that goes to good causes, writes John Onion, managing director of digital marketing agency upriseUP. He says the problem is at root due to the cost of an ad in paid search being effectively calculated in an auction - with charities having to bid against one other for each click. He says a model whereby some competing charities seek to maximise on donation revenue achieved for their own organisation increases the associated costs for everyone and hits the amount raised for charities. He wants the matter discussed within the sector and ideally with Google and the Charity Commission involved. Charity Digital News CAMPAIGNS Push back school start age, urges charity Sue Palmer, chairwoman of children’s educational campaigning charity Upstart Scotland, has urged the Scottish Government to raise the age that children start primary school “as a matter of urgency” to help prevent a surge in mental health problems. Ms Palmer has called for the introduction of a “kindergarten” stage from ages three to seven, with the final year to be completed in Primary 1. In the wake of concerns raised over the stress caused to Primary 1 pupils by the Scottish National Standardised Assessment tests, Ms Palmer said that: “All the research I’ve seen very clearly shows our children should not be put under these pressures . . . Indeed, countries with a later starting age achieve better results in the long run. Those starting school at seven very quickly catch up,” she added. Falkirk Herald The Scotsman Dementia should be at heart of NHS priorities Dementia charities have told the new Health Secretary Matt Hancock that they are "deeply concerned" he is ignoring the "greatest health challenge of our time."Alzheimer's Research UK, Dementia UK and Alzheimer's Scotland have accused the health secretary and Simon Stevens, the chief executive of NHS England, of failing to prioritise dementia in their 10-year plan for the health service. In an open letter they urged Mr Hancock to make dementia a priority, as well as asking the Government to end inequities faced by those with the disease by reforming the social care system in a consultation paper due this year. The Daily Telegraph App will identify signs of modern slavery Anti-slavery charity Unseen has designed an app to help identify signs of modern slavery and enable concerned users to quickly contact in confidence its Modern Slavery Helpline. Andrew Wallis, chief executive at Unseen, said: "this isn’t just a gimmick . . . We know that apps work in the fight against slavery.” Meanwhile, Eric Anderson, Head of the Modern Slavery Programme at BT, said: “The Unseen App makes it easier than ever to help people spot the signs and report concerns, because it’s there in your pocket when you need it." Charity Digital News Call for law on production method labelling Campaigners are set to demand a law change that will force food manufacturers to label products with information about the conditions the animals used in their products were kept in. Campaigning charity Compassion in World Farming say companies such as Dairylea and Bernard Mathews are giving consumers the impression of high animal-welfare standards with graphics showing cows in fields, for example, when in fact they are raised intensively indoors. The Independent Primark criticised over Pride shirts Campaigners have criticised Primark and LGBT charity Stonewall for printing Pride T-shirts in Turkey, a country with a poor record on LGBT rights. Steve Taylor, co-founder of the UK Pride Network and the communications director at EuroPride, said: "The Primark T-shirts are printed in Turkey, where Pride is illegal, so that is deeply unethical.” The Daily Telegraph
The 6 Biggest CV Mistakes
Writing a CV can be a daunting task on the face of it. You have to concisely summarise your entire working life into a few short pages and hope that your personality shines through enough that the HR manager will pick up the phone. With so much time and effort going into covering every single detail and crafting that perfect paper representation of you, are you missing the bigger picture? Our expert recruiters breakdown the six most common CV mistakes that may be killing your chances at success. 1. “I have good attention to detail” Ahh, one of the most frequently used terms in a CV when describing personal attributes, and what a great attribute to have! However, word of warning, if you are going to use this term make sure there are absolutely no typos in your CV. There’s nothing worse to be claiming to be something you’re not when it comes to applying for jobs. Always proofread your work, then proof it again and then get another set of eyes over it. Simple mistakes say a lot about a person and a huge 43% of hiring managers said they dismiss a CV because it contains typos! 2. Order, Order! It’s always a great idea to put the order of your previous jobs in chronological order, even better when you date them so it’s obvious where you worked, when and how long for. What’s confusing is when there is no order or reason behind the ordering of the past experience. It instantly sends out a bad message and reflects badly on your organisational and communication skills and almost immediately disqualifies you from progressing further. 3. Me, Myself and I One of the biggest bugbears that hiring managers have when looking at CVs is the use of I. Your name is at the top, it is implied that the document is about you and nobody wants to go through the repetition of “I did this” or “I did that”. It’s a surefire way to getting the reader to dismiss your CV almost instantly. Your CV is a factual representation of you be sure to keep it impersonal, concise and accurate. Instead of using “ I automated the hiring process...” opt for “Automated the hiring process…” 4. Tailor Made When writing a CV it’s always a great idea to tailor it to the role or firm that you’re applying to. Unfortunately, when it comes to CVs, one size doesn’t fit all. Whether you’re using a CV template or writing a CV from scratch, to really maximise your chances you need to really spell out the reasons why the hiring manager should choose you and the best way to do this is to match your experience up with the ideal candidate specification. Although it may seem like this may take a long time it is definitely time well spent. 5. OTT While it’s fine to show a bit of personality in a CV do not go over the top. Nearly 40% of respondents in a YouGov poll put poor design down as a reason to disqualify an applicant. So what counts as over the top? Unusual fonts for one. Stick with Arial, 11pt in black. Easily read, smart and formal it’s always a winner with recruiters. What paper should you use? Easy, white A4, that’s it. Do you need any snazzy borders to jazz it up? Absolutely not. Remember this is a professional document with the aim of selling you in a few seconds. You’ll definitely stand out using unusual formats, fonts and colours but not in the way that you want. Bullet points are your friend here. They’re to the point (no pun intended), easy to read and are great for people who are reading in a rush. 6. Honesty is the best policy Nobody likes being lied to. However, with one-third of CVs and job applications containing falsifications, it seems that the majority of applicants feel it is permissible to embellish their experiences to some extent. Now, by no means are we here to judge you, no, no, no we would just strongly advise against it for these reasons. Applicants tend to big up their CVs out of fear that their experience is not impressive enough. However, dishonesty is always risky, whether it is a small fib or a whopping great lie, chances are you will get found out. Companies usually carry out their due diligence and more often than not your white lie is uncovered and your reputation is left in tatters. Who wants to hire an ousted liar? If by some chance you don’t get caught out and get the job you now have to perform at the standard you perpetuated on your CV. This can get extremely awkward and embarrassing… There we have it if you are already avoiding these mistakes your a CV superstar. If not, then why not? If you’re able to follow these simple steps your CV will be infinitely better. Remember if you need help or a professional point of view then our expert recruitment consultants are always happy to give you a few pointers.
July 2018: Legal Movers & Shakers
Emmie Jones- Joined White & Case from Macfarlanes White & Case has expanded its global mergers and acquisitions practice and global private equity industry group with the appointment of partner Emmie Jones in London. Jones was a partner at Macfarlanes where she trained and has more than 13 years’ experience advising private equity sponsors, corporations and management teams on acquisitions, disposals, management equity deals and distressed situations. She has advised on more than 150 deals and her experience includes traditional cross-border private equity transactions and advisory work for portfolio companies. Elisabeth Bremner- joined CMS from Norton Rose Fulbright: CMS has appointed Elisabeth Bremner as a partner in its financial services regulatory team in London. Bremner joins from Norton Rose Fulbright and has more than 20 years’ experience. She focuses on regulatory investigations in the financial services sector, including those carried out by the Financial Conduct Authority, the Serious Fraud Office and Securities and Exchange Commission. She has particular experience in undertaking independent internal investigations in relation to market abuse, insider trading and trader mis-marking in the investment banking and hedge fund sectors. She also advises the retail industry in areas such as fraud, sanctions breaches, mis-selling and complaints mishandling. Lucas Moore- joined Payne Hicks Beach from Jones Day: Payne Hicks Beach has expanded its dispute resolution team with the recruitment of partner Lucas Moore. Moore joins from Jones Day and has more than 15 years’ experience in international disputes. He has particular experience in multi-jurisdictional disputes arising in financial services and international trade. He also advises on contentious insolvency, fraud, corporate governance and shareholder matters. His clients consist of high-net-worth individuals, funds, banks and corporations across jurisdictions including the Cayman Islands, Mauritius and Guernsey. Nicola Fulford- joined Hogan Lovells from Kemp Little: Hogan Lovells has announced that privacy lawyer Nicola Fulford will be joining the firm as a partner in the privacy and cybersecurity practice, and will be based in the London office. Fulford will be joining Hogan Lovells from Kemp Little, where she headed up the data protection & privacy practice. Prior to her appointment to Kemp Little in 2013, she worked in-house at UBS and undertook secondments to Google and IBM. Tom Duncan- joined Ashurst from Mayer Brown: Ashurst announces the appointment of partner Tom Duncan in its dispute resolution team in London. Duncan joins from Mayer Brown where he has been a partner in the construction & engineering and international arbitration groups since 2012. He advises on all aspects of construction and engineering law with a particular focus on complex disputes. He has represented clients in a number of different jurisdictions in Europe, the Middle East, Africa and Asia and has wide experience of all forms of arbitrations, adjudications and other forms of alternative resolution. Linzi Bull – joined Penningtons Manches from Harbottle & Lewis: Penningtons Manches has expanded its family practice with the appointment of partner Linzi Bull who joins from Harbottle & Lewis. Bull has a particular interest in LBGT family matters, including international surrogacy and often advises on pre-conception agreements. She has significant experience in all areas of family law and has worked on a number of complex divorce cases or high-net-worth clients, and advises on complicated cross-jurisdictional pre and post-nuptial agreements.
Why employee benefits are the best thing since sliced bread
One of the biggest problems facing companies is the attraction and retention of top talent. And let’s face it, with companies clamouring over each other to offer ever more enticing benefits and perks, competition is hotting up. So how important are workplace benefits and how do you stand up and be counted when competing to attract new talent? Millennials have impacted the UK workplace This is no secret. It is their increasing influence that has led to a shift in attitudes towards employer/employee relationship. In a study conducted by PWC, it was found that Millennials are placing a greater emphasis on being supported and appreciated than previous generations of workers. As a result, companies are looking for ways in which they can show support and appreciation to their employees that take a step away from the traditional method of remuneration and holiday time. This has given rise to the boom of employee benefits that employees are increasingly expecting when looking for a new role. 84% said that company culture is key Having surveyed Pro’s recruitment consultants, a large majority mentioned that company culture and benefits were one of the key factors in influencing a professionals decision on whether they would apply for a job or not. At this juncture, it’s important to point out that these benefits aren’t exclusively for Millennials, older and more traditional professionals are benefitting from this cultural shift too. For example, popular offerings such as flexible working time give parents more opportunity to spend time with their families without the need to take holiday or unpaid time off. It has also been noted that 2018 has seen employers recognise healthcare, both physical and mental, as a key driver for employee benefits. Employee wellness benefits are mutually beneficial with a healthy and happy workforce resulting in increased productivity whilst reducing presenteeism. So how do you get in on the action? Well, whilst there is no one size fits all package available it is important that a benefits package is carefully designed and supports the business’ goals by attracting the right type of talent. You also need to ensure that you work within your parameters both financially and logistically. If you’re thinking of rolling out a benefits package it is really important to think of who you are trying to target and what their wants and needs will be. Once you have done this, time to build an attractive plan and watch the applications roll in and your existing employees high five you and tell you how happy they are!