Hays reports tunnel vision trapping workers and hindering growth

Mon, 27 Feb 2012 11:33:39 GMT

The Hays Career Outlook Survey has revealed that workers are being trapped in career silos because they don't believe they can cross sector or industry boundaries, according to new data from the Hays Career Outlook Survey. The survey also highlights that employers in both sectors are often unable to recognise the transferable skills that might help them to identify potential candidates who are capable of supporting their growth plans.

The survey reveals the vast majority of employers believe that previous experience in the same sector is important. Whilst only just over a third (38%) of public sector employers say previous public sector experience is important, over half (56%) of employers in the private sector deem previous private sector experience to be important in potential candidates. 15% of private sector employers say that experience in commercial work is an essential competence of any prospective candidate. Over half of private sector employers (51%) say a lack of direct experience would prevent them from hiring someone from the public sector, while over a third (39%) cite a lack of transferable skills.

Charles Logan, Director at Hays, said: "These findings highlight that workers believe they cannot move between sectors and that employers aren't always able to understand or give credence to transferable skills. By over-emphasising the value of previous same-sector experience, employers could be missing out on talented people and motivated workers. It is particularly concerning in industries where there is a shortage of skilled professionals and employers may need to consider candidates who have the necessary competencies but may not at first glance be the perfect match."

Public sector workers confessed they also struggle to move into different areas of the public sector, although this is disputed by their employers. Over three-quarters (78%) of candidates say it is difficult or impossible, and 75% say they have not been encouraged to consider this as an option despite the job cuts. However, 62% of public sector employers say they have encouraged workers to look elsewhere in the sector, either through official training routes like secondments or through the application process itself. Over half (51%) cite a lack of transferable skills as the main reason why they would not hire someone from another part of the public sector.

The survey also shows the career destinations of UK workers. Around a third of private (33%) and public (35%) sector workers would prefer to continue their careers in a mix of the two sectors and not restrict their career options. Over a third (36%) of public sector employers say people in their organisation view the private sector as a more attractive career option, and private sector workers report that people are keen to stay in the commercial world when they move on. However, the vast majority (81%) of public sector workers say they are quite or very well-equipped for a career in the private sector.

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About the survey:
The findings are based on an online survey of over 965 employers (581 public sector and 384 private sector from across the UK) and 1380 employees in both the public and private sectors (716 public sector and 669 private sector) between November and December 2012.

About Hays:
Hays plc (the "Group") is a leading global professional recruiting group. The Group is the expert at recruiting qualified, professional and skilled people worldwide, being the market leader in the UK and Asia Pacific and one of the market leaders in Continental Europe and Latin America. The Group operates across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments, including legal jobs, manufacturing jobs, marketing jobs, retail jobs and education jobs.

Hays urges businesses to overcome the 'hiring people like me' bias

Wed, 25 Jan 2012 11:20:37 GMT

Hays has revealed new figures showing that the number of female directors in British boardrooms has reached its highest level, suggesting that some of the UK's largest companies are embracing the business benefits of diversity. With more organisations recognising the associated benefits of a diverse workforce, mandatory quotas could become redundant.

In the latest 'Hays Journal', the recruitment specialist provides insight on how diversity in the workforce has an increasingly global relevance.

Charles Logan, Director at Hays, said: "Gender quotas are very much the public face of the diversity agenda and it is positive to see Britain is making progress. But many remain sceptical about the effectiveness of such quotas when it comes to driving performance, change and share value.

"Some organisations fear that a box-ticking approach to recruitment is not compatible with the aim of acquiring the very best talent. Others say that set quotas harm the notion of promotion on merit, can lead to ‘tokenism’ and can simply result in the same women taking on more boardroom roles, rather than bringing in new blood at higher levels. Yet the perception remains that not enough is done to promote gender diversity."

Hays has stated that inclusion must continue to go beyond gender box-ticking. If employers are actively encouraged to seek out candidates who will bring different perspectives and ways of problem-solving to the mix, the recruiter believes that the net result would be that more women - as well as people from more varied cultural backgrounds - will hold senior roles. This brings the focus to the benefits diversity can bring a business.

In March, a global poll of 241 companies by law firm Eversheds concluded that there was a clear correlation between smaller, more diverse and more independent boardrooms and company success.

"A genuine engagement and willingness to embrace diversity and inclusion when it comes to recruitment and promotion leads to the business benefit of different ways of thinking. But sometimes, it can require a shove from above, such as quotas, to encourage employers to make diversity reality," concluded Charles Logan.

For more information about Hays please visit www.hays.co.uk.

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About Hays:
Hays plc (the "Group") is a leading global professional recruiting group. The Group is the expert at recruiting qualified, professional and skilled people worldwide, being the market leader in the UK and Asia Pacific and one of the market leaders in Continental Europe and Latin America. The Group operates across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments, including retail jobs, accountancy jobs, education jobs, secretarial jobs and marketing jobs.

As at 30 June 2011, the Group employed 7,620 staff operating from 255 offices in 31 countries across 20 specialisms. For the year ended 30 June 2011:
- the Group reported net fees of £672 million and operating profit of £114 million;
- the Group placed around 60,000 candidates into permanent jobs and around 190,000 people into temporary assignments;
- 31% of Group net fees were generated in Asia Pacific, 33% in Continental Europe & RoW (CERoW) and 36% in the United Kingdom & Ireland;
- the temporary placement business represented 54% of net fees and the permanent placement business represented 46% of net fees;
- Hays operates in the following countries: Australia, Austria, Belgium, Brazil, Canada, Colombia, China, the Czech Republic, Denmark, France, Germany, Hong Kong, Hungary, India, Ireland, Italy, Japan, Luxembourg, Mexico, the Netherlands, New Zealand, Poland, Portugal, Russia, Singapore, Spain, Sweden, Switzerland, UAE, the United Kingdom and the USA.

Hays reveals UK procurement job vacancies rise by a third in the past year

Mon, 05 Dec 2011 11:32:42 GMT

Figures compiled by Hays Procurement, the leading recruiting expert, and the Chartered Institute of Purchasing & Supply (CIPS) show that there has been a significant increase in demand and reward for procurement and supply management professionals during the course of the past year.

Data from Hays Procurement shows that the number of procurement and supply chain job vacancies has risen significantly, with 33 per cent more jobs advertised in Q2 2011 compared with the same period in 2010. Vacancies for Procurement Officers increased most sharply (200%) followed by Senior Buyers (110%) and Procurement Managers (75%).

The highest concentration of job vacancies is in the South East (22%) and London (18%), followed by the Midlands (12%) and the South West (12%), with growth strongest in the automotive manufacturing jobs sector, up an average of 73% per quarter in the first half of the year.

Whilst overall five out of six available procurement jobs remain within private companies there was a notable increase in the number of public sector vacancies, with an average 29% increase in the first two quarters of 2011. This is despite otherwise high rates of job cuts in the public sector, which are predicted to reach 610,000 by 2014/15 at current rates, but also perhaps because of increased pressures within the public sector to reduce costs.

These increases are also reflective of an on-going trend of procurement becoming recognised as a high-level strategic function within organisations during the past decade, shown particularly in terms of salary increases. According to Hays Procurement the number of senior procurement jobs with advertised salaries of between £75,000 and £100,000 per annum rose by 35% in the first half of 2011.

Similarly, 60 per cent of respondents to the CIPS/Supply Management Profile of the Profession Survey earlier this year, reported that their salary had increase in the past 2 years. An overwhelming 86% said their procurement department was doing more than it was 5 years previously, and 39% said they report to a higher level of the company than they did 5 years ago.

David Noble, CEO of the Chartered Institute of Purchasing & Supply said: "The financial crisis and continuing uncertainties weighing on the global economy, have led many companies to review their business strategies and to expand parts of their operations that ultimately help them to reduce costs and ensure the sustainability of future growth. Meanwhile, recent scrutiny of government procurement strategies has led to more strategic employment in the sector."

With an average twenty (19.65) applicants per procurement and supply chain job, compared to an average thirty (30.40) for human resources jobs, and thirty-one (31.09) for non-qualified finance jobs, the data from Hays also suggests that there may be comparatively attractive opportunities as well as higher demand for candidates, particularly those who may be looking to switch careers.

Meanwhile, 94% of procurement professionals surveyed for the CIPS/Supply Management survey earlier in the year, said that they would recommend purchasing and supply as a career.

Jobs Detective launches new iPhone app

Tue, 18 Oct 2011 12:06:23 GMT

Jobs Detective has announced the launch of its new app, available for iPhone, iPad and iPod Touch.

The app has been created to offer users a way of searching for jobs from the site on their mobile devices. Users are able to save jobs which interest them for future reference and set up alerts to keep up to date. With the jobs market being so fast-paced and competitive, the app gives Jobs Detective's users the advantage of looking for jobs on the go.

Sonum Tailor at Jobs Detective said: "Now that Jobs Detective has gone mobile, candidates can view our jobs whenever and wherever they go, making it easier for candidates to stay up to date with the latest jobs available- 24/7. We know how competitive the job market is these days, and how crucial it is to stay on top of the latest jobs. We hope the Jobs Detective app becomes a primary resource for candidates within the mobile and app world."

The Jobs Detective site launched in July and has already had over 500,000 CVs uploaded by job hunters. The site currently has over 15,000 jobs online, including retail jobs, financial services jobs and education jobs, and is growing fast. It has advanced technological features such as the 'JD Score' which is an easy way for recruiters to see how well a candidate matches the role applied for.

The site also has a Multiapply cart which allows users to add any jobs which interest them to their cart while browsing the site. Once they are ready the user can then send their CV and covering letter to multiple prospective employers.

The new Jobs Detective app is available for free from the iTunes store.

About Jobs Detective:
Jobs Detective is the latest addition to the Detective Group Company. Jobs Detective is a multi-specialist online job board soon to be attracting millions of job seekers and thousands of recruiters/employers on a monthly basis. It also offers a range of advice on all aspects of job seeking including writing CVs and covering letters.

Due to its infinite amounts of inspired innovation and advanced features, Job Detective is working towards becoming the most technologically advanced job board and becoming the fastest growing job board in the UK.

Jobs Detective launch new website

Mon, 22 Aug 2011 10:39:48 GMT

Jobs Detective has announced the launch of its new UK based website, offering a number of unique technologies and resources exclusive to the UK based site which is aimed at both those looking for jobs as well as recruiters.

The unique features of the site include JD Score (Jobs Detective Score), which is an easy way for recruiters to see how well a candidate matches the role applied for. Candidates simply upload their CV which Jobs Detective then scans and lists jobs that are relevant to their CV. When a job is applied for, the application and the JD Score goes to the recruiter. This enables the recruiter to see how well a candidate’s CV matches the job. Following registration to the site, users will have a 'Jobs4me' section which they can visit and see the jobs that are scored to their CV.

The Multiapply Cart is another feature exclusive to the Job Detective website. This allows users to add as many jobs as they wish to their cart while browsing the site and then apply for them simultaneously and submit a covering letter for each individual job.

Sonum Tailor at Jobs Detective said: "Jobs Detective is running on state of the art technology. It is truly a massive contribution to the recruitment industry as we anticipate being one of the leading jobs boards in the UK, serving millions nationwide. We are excited to be entering such a highly competitive industry with our exclusive features. We hope everyone enjoys the site, as we will continuously strive for matching relevant talent to job vacancies."

As well as a full range of jobs, including temporary jobs and graduate jobs, the site also offers plenty of useful information to assist job seekers in standing out from the crowd including job seeking tips, advice on how to write a CV, assistance in networking and advice on how to deal with stress in the workplace.

The site was launched at a black tie dinner party held at the Royal Garden Hotel in Kensington open to their loyal and dedicated recruiters. The event was hosted by top comedian Jimmy Carr and guests enjoyed a three course dinner served with champagne.

About Jobs Detective:
Jobs Detective is the latest addition to the Detective Group company. Jobs Detective is a multi-specialist online job board attracting millions of job seekers and thousands of recruiters/employers on a monthly basis.

Due to its infinite amounts of inspired innovation and advanced features, Job Detective are working towards becoming the most technologically advanced job board and becoming the fastest growing job board in the UK.

Joslin Rowe re-launches new website as Randstad Financial & Professional

Fri, 29 Jul 2011 15:07:07 GMT

Joslin Rowe has announced it's new brand name of Randstad Financial & Professional. By moving more formally to a Randstad brand, the company can offer clients and candidates a more complete service.

Four different recruitment companies have come together to form Randstad Financial & Professional. These companies are Joslin Rowe, Martin Ward Anderson, Hughes-Castell and Prolaw. This merger sees a number of experienced recruitment specialists coming together to offer stronger professional services recruitment expertise.

The integration first started in 2005, when Martin Ward Anderson was acquired by Randstad. Then in 2006 the Vedior recruitment group took a majority share in Joslin Rowe, Hughes-Castell and Prolaw. When Randstad subsequently acquired Vedior in 2008, it meant that the four firms were brought together under the Randstad umbrella. The four companies formally integrated in 2009, but were keen to conduct a thorough marketing campaign to educate the market on their intended name change to Randstad Financial & Professional.

Randstad Financial & Professional now operates out of twelve offices in the UK in Birmingham, Bristol, two offices in Edinburgh, Glasgow, Leeds, London, Manchester, Milton Keynes, Southampton, Welwyn Garden City and Windsor.

As a result of the rebrand, the new Randstad Financial & Professional website was launched on 4 July 2011.

Belinda Walmsley, director, Randstad Financial & Professional, said: "The launch of the new Randstad Financial & Professional website ensures that we can bring together our various specialisms in an easily searchable format for job seekers. We're already seeing an increase in applications which is testimony to the new site's ease of use."

About Randstad Financial & Professional:
Randstad Financial & Professional is an award-winning specialist recruitment firm for jobs in the financial services, professional services, commerce, industry, public and not-for profit sectors with a thirty year history of service excellence.

Randstad Financial & Professional is based out of 12 offices across the UK, including offices in London, Southampton and Glasgow. Jobs recruited for cover a wide range of specialisms including compliance jobs, accountancy jobs, marketing jobs, insurance jobs, finance jobs, change management jobs, human resources jobs,investment management jobs, operations & middle office jobs, property & facilities jobs, risk jobs, secretarial & office support jobs and a range of roles in the legal sector.

Randstad Financial & Professional companies have a strong track record when it comes to the UK Recruiter Awards, having won seven awards in five years.

Hays plc calls for G20 action on global jobs creation

Fri, 20 May 2011 11:29:48 GMT

Hays plc, the global specialist recruiting firm, has called on governments and industries across the world to take joined-up action to tackle the looming threat of increased global unemployment as the world's working population is set to increase dramatically. With many countries already at record levels of unemployment, co-ordinated action needs to be taken now to avert future labour crises as significantly more people are set to join the global labour force. To this end Hays has developed a Five Point Plan.

Hays, which placed more than 230,000 people in work across 30 countries in 2010, has published a seminal report; Creating Jobs in a Global Economy, compiled in partnership with economic forecaster, Oxford Economics, illustrating the challenges ahead for employers, employees and governments across the world.

The report forecasts the dramatic movements of workforce, power and wealth across the globe over the next 20 years. The world's working-age population is expected to increase by over a billion people in this timeframe. However, all of this growth will be developing economies. The developed world will see its workforce shrink and age.

Governments and industries must start to plan now how they will deal with this imbalance, both to harness the economic potential that this larger workforce can provide as well as creating the skills that will otherwise become in increasingly short supply in many areas. Developing markets will face a period of rapid industrialisation and infrastructure construction which will require access to skilled and experienced workers currently unavailable in sufficient numbers domestically. Similarly, the developed markets will need to find ways of maintaining their competitive edge in key industries by investing in the future skills required, albeit against a backdrop of a smaller and older pool of workers.

Alistair Cox, CEO, Hays, said: "Our report illustrates the profound and stark challenges our world will face in the future both to create employment opportunities for a billion more people and balance the mismatch we are already seeing between supply and demand of key skills. Only by thinking globally can governments and companies put in place the environment to solve these conflicting challenges and create the basis for full employment and a sound global economy."

The report demonstrates the need for employment policy to be discussed at the G20 in Mexico and at the WEF next year. Cox added: "Everyone is talking about the growth in the Chinese population. The fact is that China's working age population is set to plateau and then decline in our generation, just like many countries in the West. No one is yet talking about how industries will employ the extra billion people who will soon be looking for work in India, Africa and South America. That is a huge opportunity if governments and businesses get it right, but a big social problem if we get it wrong."

'Creating Jobs in a Global Economy 2011-2030' follows the publication last year of 'Action on Skills and Jobs: The Hays Manifesto for Employment' which outlined the actions needed to create a healthy employment market in the UK.

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About Hays:
Hays plc is the leading global specialist recruitment group. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. As at 31 December 2010, the Group employed 7,086 staff operating from 257 offices in 30 countries across 17 specialisms. These specialisms cover a range of opportunities including accountancy jobs, marketing jobs, architecture jobs, financial services jobs, construction jobs and teaching assistant jobs.

Acas launches guide to help businesses understand new Equality Act

Thu, 12 Aug 2010 16:33:06 GMT

Acas, the employment relations service, has published new guidance to assist businesses in understanding and preparing for the changes to the new single Equality Act. The new Acas quick start guidance, 'The Equality Act - what’s new for employers?' demonstrates what these changes mean in practice.

John Taylor, chief executive of Acas, said: "Fairness in the workplace is good business and motivates staff as well as improving effectiveness and productivity. Last year Acas received around 32,000 calls on diversity and discrimination related issues. Our new guide helps businesses and managers understand what the changes mean in practice and what action employers will need to take."

Changes have occurred in the following areas: third party harassment, pre-employment health checks, power of employment tribunal recommendations and pay secrecy.

The new act means employers are potentially liable if their staff are harassed by people they don't employ such as external suppliers or customers.

From October employers should no longer send out pre-health questionnaires with employment application packs. There are some exemptions, for example around questions related to making reasonable adjustments for the person in the selection process if they are disabled.

Employment tribunals can require employers found guilty of discrimination to take steps to require them to change their policies and practices to prevent further discrimination.

If a contract of employment requires employees to keep pay secret, the Equality Act makes this requirement unenforceable. An employer can still require employees to keep pay rates confidential from others outside the workplace, such as competitors.

The new changes come into effect from October and so it is imperative that businesses understand the changes which will impact them, and have reviewed and updated current policies by this date. The new quick start guidance is available to download on the Acas website, along with a table that provides a snapshot of where changes and new areas have been added.

ENDS

About Acas:
Acas' aim is to improve organisations and working life through better employment relations. It provides information, advice, staff training such as training explains current legislation related to employment law and a range of services working with employers and employees to prevent or resolve problems and improve performance. It is an independent statutory body governed by a council consisting of the Acas chair and employer, trade union and independent members. This can be found at the Acas website.

Hays reveals over half of employers welcome flexible working legislation despite extra cost

Thu, 05 Aug 2010 15:21:50 GMT

Hays, the leading recruiting expert, has revealed the results of new research that shows over half of employers (55 per cent) welcome plans by the Government to introduce legislation requiring them to offer flexible working to all employees. Seventy per cent expect an increase in requests for flexible working and nearly 40 per cent are bracing themselves for a resulting impact on their budgets.

The survey of over 680 workers and 420 employers undertaken by Hays in June 2010 found that more private sector employers expect an increase in their costs if staff take up the offer of flexible working than in the public sector (44 per cent, compared to 33 per cent).

Employers offer flexible working primarily as way of supporting their employees, with just 18 per cent reporting it is just to comply with existing legislation. Only 29 per cent feel offering flexible working is integral to the success of their business.

From the perspective of employees, almost half of all workers (46 per cent) say their current employer does not encourage flexible working, rising to over half in the private sector. Furthermore, some of the options most sought after by employees are the ones they believe are unavailable.

An overwhelming 85 per cent of staff says that if their employer were to introduce more flexible working options, such as working from home or job shares, they would be more likely to stay with them. Not surprisingly, 95 per cent of staff says flexible working improves work-life balance and over 20 per cent see these policies as an "essential" when choosing a job.

Charles Logan, Director at Hays, commented: "Employers and their staff see flexible working policies as a positive move but more needs to be done to make sure these are implemented in the workplace. Our research indicates that employers offer flexible working options to support their employees, with a comparatively small number saying they adopt flexible working simply to conform to current legislation. The research shows clear evidence that flexible working can improve productivity and work-balance, if employers can make the types most desired by staff available."

Workers report that the main reason they have used flexible working is to gain more personal time (35 per cent) and to cope with care arrangements for children or elderly relatives (29 per cent) - a trend only set to increase with future demographic changes. Over half of employees say the practice of working from home increases their productivity levels and report that they have the technology in place to allow them to do so.

"As pay freezes remain in place for many organisations, across both sectors, looking at how to retain your staff and keep them engaged is moving up the agenda. Offering simple flexible working options could make the difference between keeping or losing staff at a critical time, when the best employees are needed to drive recovery," added Logan.

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About Hays
Hays plc (the "Group") is the leading global specialist recruiting group. It is the expert at recruiting qualified, professional and skilled people worldwide, being the market leader in the UK and Australia and one of the market leaders in Continental Europe. It operates across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments.

The Group employs 6,933 staff operating from 345 offices in 28 countries across 17 specialisms, including construction jobs, banking jobs, teaching assistant jobs, hr jobs<

Acas urges businesses to improve employee engagement

Mon, 15 Feb 2010 17:08:50 GMT

Acas, the employment relations service, is encouraging UK businesses to prepare for the potential economic up-turn by focusing on employee engagement.

In its new discussion paper Acas highlights the simple procedures that can increase employee engagement in the workplace, to improve staff retention, increase morale and encourage greater productivity.

It also indicates that there is a good case for focusing on employee engagement as a business priority. Employees who are committed to their work are much more likely to behave in a positive, cooperative way. Engagement is therefore a benefit to both employees and the business.

Ed Sweeney Acas Chair said: "The recession means that a lot of businesses have experienced a challenging period. Inevitably, this has had a knock-on effect on employees and morale. As we approach what might be the beginning of the end of the downturn, business leaders and managers have a responsibility to encourage an open business culture.

"There is plenty of evidence which suggests strong employee engagement can help boost the bottom line. Our advice to businesses is that by engaging properly with staff, organisations will put themselves in a better position to emerge from the recession in a healthy position."

The discussion paper also highlights the important role played by line managers but argues that they should not work in isolation. It also suggests that to be effective, they need good teams around them and senior managers who support the same values and demonstrate the same kind of behaviours. These include open communication, regular positive feedback and an emphasis on personal skills and development.

The paper identifies some specific factors, based on The MacLeod report, published in July 2009, outlining four broad enablers, which are critical to gaining employee engagement. These are:
- Leadership - employees need to understand not only the purpose of the business but also how their individual role contributes to that vision
- Engaging managers - engaging managers offer clarity for what is expected from the employees, treat their people as individuals with fairness and respect
- Employee voice - employees' views should be sought out, listened to and employees made to feel that their opinions count
- Integrity - if an employee sees the values of the business ingrained in the management team, a sense of trust is more likely to be developed.

The new discussion paper Building Employee Engagement and the advisory booklet, How to Manage Change, helping line managers and employers manage major change are available through the ACAS website.

Notes for editors

About Acas:
Acas' aim is to improve organisations and working life through better employment relations. It provides information, advice, training courses and a range of services working with employers and employees to prevent or resolve problems and improve performance. It is an independent statutory body governed by a Council consisting of the Acas Chair and employer, trade union and independent members.

CV Trumpet pioneers brand new way to hone and enhance job-winning CVs

Tue, 19 Jan 2010 17:13:24 GMT

CV Trumpet has unveiled the UK's first money-back-guaranteed executive CV writing kit for under £50

The new CV Trumpet CV Kit draws on new research and insight from recruitment insiders and professional CV writers revealing just the right balance of information and content to gain interviews.

CV Trumpet marketing director Robert Odhams is so confident of the interview-winning power of the new Executive CV Writing Kit he's offering a full money-back guarantee for anyone who isn't completely satisfied with the results after 57 days.

Robert said, "Job vacancies are down by around 52% year-on-year. So CVs are more important than ever in getting job seekers to that all important first interview."

"There are hundreds of books and websites on CV writing. But wading through them all can be a daunting task. Our new CV Kit distils CV writing know-how from hundreds of sources and industry experts and presents in a convenient, logical and powerful new format."

The CV Trumpet Kit has been structured to make it as simple as possible to quickly produce a high-class executive CV.

The step-by-step process is in plain English with clear, easy to follow information and examples for every section of the CV. In addition to clear, step-by-step help with the contents of the executive CV, there is included a selection of executive CV templates. It also incorporates all the features of the most effective CVs including the use of evidence, keywords and logical organisation and it guards against some of the most common errors such as poor phrases, pronouns and failure to proof read.

Robert added, "CV Trumpet has more than 172,000 users and their feedback has been crucial in shaping this new service. More than 87% still write their own CVs. Some simply update versions of CVs written years ago. Of the job seekers using professional writers for help - some are paying upwards of £500, maybe more."

"We believe the CV writing Kit will revolutionise the way people construct their CVs. It will give job seekers throughout the country the supreme confidence that each time they apply for a job they have given themselves the very best chance of success."

The new CV Trumpet Executive CV Kit is available for a limited launch price of £49.50 and users who enhance their current CV or create a new one who are not completely satisfied after 57 days can claim their money back.

ENDS

About CV Trumpet:
CVtrumpet was formed in February 2002 and has been successfully growing ever since. It has the UK’s largest recruiter network with well over 8,200+ executive and management recruiters registered to receive candidate CVs.

Unlike job boards, CVtrumpet sends CVs to recruiters at no charge to the recruiter. This has helped the company to build, and more importantly, retain an extensive recruiter network across the UK. With over 130,000 CVs in CVtrumpet’s Executive and Management CV database, it holds one of the largest collections of Executive and Management CVs in the UK today.

Acas helps businesses avoid employment tribunal claims

Mon, 14 Dec 2009 09:42:06 GMT

Acas, the employment relations service, has revealed it has helped businesses avoid more than 2000 employment tribunal claims in just seven months since the introduction of the Pre-Claim Conciliation (PCC) service. Due to its overwhelming success, Acas recently expanded the service to include all major types of workplace issues.

The PCC service aims to save businesses time, money and stress by tackling workplace issues early to prevent costly and stressful employment tribunals. On average employers spent just over three days using the PCC service, compared to nearly 14 days on a claim which escalates to an employment tribunal hearing.

Since the introduction of PCC, Acas has handled 3500 PCC referrals from the Acas helpline and 70 per cent of these were resolved without going to an employment tribunal. In fact, even when the PCC service was not able to settle a workplace dispute, only four in ten referrals progressed into a claim by the end of August.

Ed Sweeney, Acas Chairman, said: "It's reassuring that Acas' PCC service has already helped businesses save a great deal of money - particularly in this economic climate.

"Furthermore, the new Code of Practice should also help encourage better communication and relationships, ultimately making businesses and employees happier and more productive.

"Over time, as managers, HR professionals and employees become further accustomed to resolving workplace disputes internally, savings will be even more significant."

In addition to the expansion of the PCC service, Acas has also expanded its helpline to ensure impartial information on employment relations issues is more readily available to employers and employees.

The PCC service was launched in April 2009 alongside the new Acas Code of Practice on Disciplinary and Grievance Procedures following the Government's Dispute Resolution Review in 2007. There are also a number of workplace training courses, which aim to help businesses manage conflict in the workplace and update on employment law.

ENDS

About Acas:
Acas' aim is to improve organisations and working life through better employment relations. It provides information, advice, training and a range of services working with employers and employees to prevent or resolve problems and improve performance. It is an independent statutory body governed by a Council consisting of the Acas Chair and employer, trade union and independent members.

Employers and employees can find out more about the Acas PCC service through the Acas Helpline (08457 47 47 47), which is available from 8am-8pm Monday to Friday and 9am-1pm on Saturdays, or through the Acas website.

Joslin Rowe reports on banking and investment employment in Scotland

Mon, 12 Oct 2009 15:50:49 GMT

Joslin Rowe has revealed new research conducted over a six-month period from March 2009 that shows signs that financial services companies are now finding it difficult to attract new staff to vital business areas, with some teams operating too leanly for any business up tick.

Data collected on recent job offers by Scottish financial services recruitment specialists, Joslin Rowe, shows a clear pattern of hot and cold spots emerging from the pay packets involved. Salaries for new joiners within banking operations have remained steady following the introduction of internal pay freezes whilst entry level roles have ground to a halt, with applicants at this level struggling to even gain a foothold via temporary work.

However, the corporate actions talent pool remains limited and this has exerted an inflationary pressure on salaries. For example, at the start of the year, the top range a corporate actions analyst could expect was £28,000, while today this is closer to £30,000. Team leaders could now secure up to £40,000, a big jump on the £35,000 ceiling that was in place in March.

"It's important to understand that our research is based on the salaries professionals receive when they secure a new job rather than annual salary reviews for existing employers," explains Margaret Dyer, Director of Joslin Rowe's Scotland offices. "Whilst there's an enormous amount of debate about remuneration in the financial services sector, moving jobs almost always carries a premium - especially if the skills required are in short supply and a prospective employee is working at a competitor. Indeed, many talented professionals would simply remain in their current company without this incentive. Fresh ideas are crucial to drive businesses forward through this recession so it's imperative to attract the best staff."

According to the Joslin Rowe research, business change professionals have been in huge demand in the investment management world, though salaries for permanent hires have remained steady since 2008. On the temporary side, however, average hourly contract rates are rapidly increasing (in some cases by over 13%) from £15.09 six months ago to £17.36 an hour now.

Dyer added: "Certainly, project driven roles are attracting higher rates of pay as firms work to effect real change for the future."

-ENDS-

Notes to Editors:
Joslin Rowe recruits for financial services jobs in Scotland, including jobs in Edinburgh and jobs in Glasgow. The salary survey analysed salaries and rates of pay attached to job offers and vacancies comparing Sep08-Mar09 with Mar09-Sep09.

About Joslin Rowe:
Established in 1982, Joslin Rowe is one of the leading UK financial services recruitment firms in the UK. Joslin Rowe consultants, candidates and clients work together to achieve the best employment opportunities and long term relationships. Joslin Rowe recruits for finance jobs and banking jobs along with other financial services roles across London, Edinburgh and Glasgow including long-term contracts, temporary and permanent positions. Joslin Rowe is a Randstad company - the second largest HR services group globally.

Acas urges UK businesses to tackle mental health in the downturn

Thu, 08 Oct 2009 14:20:37 GMT

Acas, the employment relations service, is encouraging UK businesses and managers to prepare for the longer term effects of the recession and implement policies and procedures to help cope with mental health issues in the workplace.

In a recently published policy discussion paper, Acas looks at some of the lessons that can be learnt from tackling workplace stress. It advises business and managers to look at how they can anticipate and identify mental health problems in the workplace and what steps should be taken to respond to them.

Figures show that mental health problems cost UK organisations around £26 billion each year*. The latest figures also reveal that the total number of unemployed has now reached 2.47 million**, which could have a further adverse impact on employees' wellbeing.

Ed Sweeney, Acas Chairman, said: "The economy may hopefully have seen the worst of the recession but the impact on workplaces will be felt far into the future.

"Implementing procedures to effectively deal with mental health issues in the workplace has strong benefits for individuals and organisations. Early intervention can play a critical part in reducing the problem of ill health at work and this 'prevention over cure' approach will ultimately help businesses and employees save time, stress and money."

Measuring the impact of the recession on employees' mental wellbeing can be difficult as the stigma associated with mental health creates barriers to measuring the true extent of the problem.

Acas is urging organisations and managers to implement effective policies and procedures to help managers deal with the long term impacts of the downturn and safeguard the health and wellbeing of employees. This might include:

- workplace training - to raise awareness of stress and mental health so that line managers, in particular, can tell if an employee is suffering from additional or excessive pressures

- Good interpersonal skills - to help nurture trusting relationships with staff who may be anxious about disclosing their mental health problems

- A supportive organisational structure - that guides managers by providing clear policies and procedures for managing mental health

-ENDS-

Note to editors:
* The Sainsbury Centre for Mental Health: Policy Paper 8 , December 2007
** Office for National Statistics, September 2009

Hays Education reports rise in number of teaching applications

Mon, 10 Aug 2009 15:02:33 GMT

A recent Hays Education survey has shown that more than a fifth of teachers believe the increase in teaching applications is positive, because the so-called 'credit crunch teachers' are bringing new skills and experience with them.. However, current teachers have also questioned their motives and 33% are concerned that they don't realise how difficult teaching is and won't stick with their newfound careers when the economy picks up.

Martyn Best, managing director of Hays Education, said: "Interest in teaching jobs has increased during the recession. Naturally, people are looking for the added job security, but they are also taking stock and assessing what they really want from a career – particularly if they have been made redundant and feel let down by their previous employer."

The government has recently attempted to attract redundant workers into teaching by offering fastrack PGCE courses. The incentives also include golden handshakes to those chosing to teach science or maths.

Stuart MacKenzie is a former graphic designer who turned his back on commerce and retrained as a teacher. Stuart, who is now head of design and technology, said: "I was a graphic designer working with clients such as Cadbury and Rolls Royce before becoming a teacher. Real-life experience is really helpful in the classroom and adds to the breadth of knowldege that you can pass on to a class."

The vast majority of respondents (84%) confirmed this, with the belief that recruiting teachers from a wider cross section of backgrounds – including commerce – would benefit the teaching profession. Interestingly, it also seems the tide is turning against some of the common misconceptions of teaching with 59% of teachers stating that they were happy with their work-life balance.

Martyn Best said: "Our advice is to contact your local school and get some practical experience. See how schools have progressed and find out whether the reality of a career in the classroom would suit you. Then take a PGCE course and explore which side of teaching you prefer. A positive attitude, good communication skills and patience were rated most highly by current teachers. Many people will have learnt these skills in the private sector and once they have the relevant qualifications will find that teaching is a career they can excel in."

-ends-

About Hays Education:
Hays Education is part of Hays plc, specialising in range of education jobs from teaching assistant jobs to headteacher jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8294 staff operating from 380 offices in 28 countries across 17 specialisms.

Hays reports demand for corporate recovery and insolvency professionals rising

Wed, 15 Jul 2009 14:00:24 GMT

Hays Senior Finance has revealed that the current economic downturn has triggered a rise in the demand for professionals with corporate recovery and insolvency experience, to work on both permanent and temporary assignments.

The increase in demand for these specialist skills across a range of industry sectors comes as a direct consequence of the difficult business environment. Professionals are sought after to work on a range of insolvency and corporate recovery jobs, from compulsory and voluntary liquidations through to administrations and corporate turnarounds. "Since the end of last year, we have experienced a rise in demand for insolvency, corporate and personal restructuring specialists, including administrators, senior administrators and managers," commented Kathryn Swan, Director at Hays Senior Finance.

Salaries have remained steady and even risen for some roles, added Swan: "Although remuneration levels have remained fairly constant for managers, senior managers and directors, we have noticed marginal increases for administrators and senior administrators, compared to 12 months ago".

Employers are typically looking for insolvency specialists, who have either gained experience with a Big Four, mid-tier or boutique insolvency and corporate recovery firm and this means that jobseekers would need to demonstrate experience of taking control of businesses that have succumbed to financial pressures.

An analytical mind and diplomacy are desirable attributes for those considering working in insolvency and corporate recovery jobs, with other required competencies including marketing expertise and commercial acumen as well as the ability to win new business. "On top of technical skills and qualifications, organisations are looking for experienced managers who can manage growing teams and who have a track record of winning new business," continued Swan. "Market activity has remained buoyant and with more senior level firms opening up new offices and taking on new teams, there are real opportunities for those wanting to specialise in corporate recovery."

The role of the corporate recovery specialist is a multi-faceted one: accessing the viability of each part of the business, ensuring all stakeholders buy into your plan and determining how to generate cash as fast as possible. Deflecting immediate threats to the client's survival and devising strategies to drive profits are central elements to any recovery strategy. The normal route is to sit the Certificate of Proficiency in Insolvency (CPI) exam and then study for the Joint Insolvency Examinations Board (JIEB) qualification. "This growth in demand has been for those with specific business review skills, for example Independent Business Reviews (IBRs), pre-lending or pre-insolvency," added Swan.

The demand for insolvency experts has risen across the UK and the number of opportunities for suitably qualified professionals looks set to continue.

"We’ve seen an increase in number of insolvent, compulsory and voluntary liquidations and debt restructurings. The number of companies involved rose sharply in the final quarter of 2008 and this upward spiral is expected to continue into the second half of 2009 and beyond," concluded Swan.

-ends-

Note to Editor:
Hays Senior Finance is part of Hays plc, specialising in a range of senior finance jobs from finance director jobs to tax accountant jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs

LV= reveals increase in people seeking legal advice on employment issues

Mon, 22 Jun 2009 17:10:53 GMT

Data from home insurer LV= reveals a sharp rise of 21% in calls to its legal helpline for advice. A quarter of all calls relate to employment issues such as redundancy - a rise of a third compared with 2008.

Further research conducted by LV= found that consumers are increasingly seeking legal advice in the recession, with up to one million people having to take legal advice on employment issues in the last 12 months*. Current unemployment numbers stand at 1.92 million people in the UK*.

Almost half of the people who have sought legal advice about an employment issue in the last year (47%) cited the recession as the cause of their problems*. Common problems included being asked to work reduced hours, requested to take a pay cut or being made redundant.

LV='s analysis of employment related calls made to its legal advice helpline in the first quarter of 2009 shows that employers were acting illegally in one in three cases. In addition to the helpline, the legal cover that LV= offers as part of its home insurance will pay solicitors fees of up to £50,000 in the event of a case being pursued, with any payouts won being unaffected.

Almost half of the people questioned in the LV= research (48%) said that the company they work for has made redundancies since the onset of the credit crunch. A quarter (26%) also said that hours have been cut and the same number said that pay rises had been cancelled*.

The research by LV= revealed that potentially over half of all UK adults (55%) have had to take some form of legal advice in the past, with the majority opting to speak to a private solicitor as the first port of call despite the high costs involved*. The average cost of such advice is £708 per case. This compares with a cost of just £18.90 a year for adding legal cover - including unlimited use of the helpline and up to £50,000 in legal fees - to a LV= home insurance policy.

John O'Roarke, managing director of LV= home insurance, said: "The statistics from our helpline show that an increasing number of people are looking for legal help because of employment problems caused directly by the recession. The issues are far ranging, covering redundancies, a reduction in hours and pay, or changes in employment contracts.

- ends -

Notes to editors
All statistics taken from internal data are based on calls made to the LV= legal helpline, unless otherwise specified. Wider research conducted by Opinium among 2,013 people from 1-5 May 2009.

* National Statistics taken from www.statistics.gov.uk

About LV=
LV= offers home and car insurance as well as pet and travel insurance direct to consumers by telephone from its UK call centres in Bournemouth and Croydon and online from its website.

LV= is a registered trade mark of Liverpool Victoria Friendly Society Limited (LVFS) and a trading style of the Liverpool Victoria group of companies.

LV= employs over 3,800 people, serves around 3.4 million customers and members, and manages around £7 billion on their behalf. We are also the UK's largest friendly society (Association of Friendly Societies Key Statistics 2008, total net assets) and a leading mutual financial services provider. LVFS is authorised and regulated by the Financial Services Authority register number 110035. LVFS is a member of the ABI, AMI, AFS and ILAG. Registered address: County Gates, Bournemouth BH1 2NF

For further information please contact:
Emma Holyer
Press Office
LV=
69 Park Lane
Croydon
CR9 1BG
0208 256 6714
www.lv.com

Hays Construction highlight opportunities as trades and labouring jobs show resilience

Wed, 10 Jun 2009 10:06:27 GMT

According to Hays Construction, leading specialist recruiter, despite a difficult start to the year, there continue to be pockets of construction recruitment.

Lynne Crowe, Regional Manager at Hays Construction, commented, "Although the length of contracts has become shorter on average, the demand for trades and labouring jobs has remained steady in some parts of the UK."

Employers can afford to be more selective regarding the calibre of applicants they recruit and the specific requirements needed given the excess supply of experienced and quality site staff available in the marketplace. Flexibility is an important pre-requisite for employers, who are looking to hire individuals on a temporary basis for their labouring and trades jobs.

Currently the Construction Skills Certification Scheme (CSCS) is a key requirement, particularly given the health and safety regulations that contractors need to abide by. Lynne Crowe stressed, "It does not matter if you are a fully qualified experienced tradesman or a first time general labourer, a CSCS card provides proof of competency. Employer requirements also include Prefabricated Access Suppliers' and Manufacturers' Association (PASMA) passes in the building aluminium towers."

The public sector continues to prove resilient and there are a number of long-term opportunities for tradesmen such as carpenters, painters, tilers, plasterers, bricklayers, painters, decorators and banksmen, particularly within the health and education sectors, which have benefited from a significant injection in government investment. Examples include renovation programmes for hospitals and the Building Schools for the Future (BSF) programme, which continue to create opportunities for skilled operatives.

Although commercial new build activity is being scaled back in the private sector, there has still been ongoing refurbishment activity. "Companies may seek to re-evaluate a move to a brand new office building and instead look at redeveloping existing premises," noted Lynne Crowe. "The high-end residential market has also created opportunities for those companies with strong cashflow who are able to pick up bargains and inject funds into upgrading properties, which they can then re-sell when property values increase."

Jobseekers need to stand out and differentiate themselves from their peers to have the best chance of securing employment in the current market. Whether seeking both permanent or temporary work, employers are looking for CVs with evidence of a solid work history, excellent ready references and for tradesmen, full tools specifications. But interpersonal skills are equally important, "A good attitude to work is a must and all jobseekers must be keen to impress, as every job interview is their platform to excel," concluded Lynne Crowe.

-ends-

Note to Editor:
Hays Construction is part of Hays plc, the leading global specialist recruitment group, specialising in construction jobs including construction manager jobs and quantity surveying jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

For further press information please contact:
Alexandra Tucker
Hays Plc
Charter House
13 - 15 Carteret Street
London
SW1H 9DJ
020 7630 4282
www.hays.com

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