Recruitment News April 2016 Part1

It’s Nicole here and I’m delivering to you our bi-monthly roundup on news and resources specifically picked out for you.

How You Can Help Graduates Get into the Professional Mindset

Did you know that in a study of 450 business leaders and 450 recent graduates by Hay Group, 76% of business leaders don’t think that entry-level workers and recent graduates are ready for their jobs? That’s right. The students have taken years of education to get to this point, but employers still don’t think they’re ready. Business leaders are looking for more than just talking the talk. They’re after collaboration, self discipline, empathy, and resilience. So how can we help this? What can we do?

There’s three suggestions:

1. Creating Mentor Programs – A mentor program can offer really valuable experience and help graduates get the big picture perspective on work.

2. Teaching Time Management – Introducing specific time management methods can be highly beneficial. There’s a saying that always stuck with me, and that is “Motivation is fleeting, self discipline can be cultivated”. By teaching time management skills you can get that self discipline flowing – exactly what business leaders are after.

3.Promote Self Regulation – The acceptance of uncertainty and change. Keeping a solid state of mind is essential.

We can all do our bit to help graduates get that little bit further and take their first steps on the career ladder. After all they’ve worked so hard already a little extra push is a decent investment in a worker.

Recruiting the Generation After the Millennials

Recruiting Blogs has come up with a comprehensive summary on the differences between Millennials and the generation thereafter. They note how much the working landscape has changed even though the core beliefs of the workforce remain the same – they want to work for a company ,they intend on being loyal to, and that they believe in.

These days there are considerable differences between the Millennials and the next generation,these stood out to us the most:

• Developing more inclusive recruitment practices

• Greater use of mentoring in the last two years to help women progress into senior levels in business.

• Improve childcare packages

• Improving flexible working opportunities.

While every little helps, it’s clear to us far more effort has to be made by employers to address this issue.

Our Favourite Tips for Writing the Perfect CV

ABL has so much advice to offer you on this, and we make active efforts to help potential workers with their employability. Which is why we’ve rounded up our favourite tips on writing a killer CV – and we’re passing them on to you!

1. Formatting Is Your New Best Friend – We can’t even begin to express how essential this is. There’s nothing worse than looking at a badly formatted CV and being distracted from the content. Keep it relatively minimal – size 10 font, increasing margins, consistency in font type. These all make a massive difference, you’d be surprised!

2.Less is More – It’s true! Only include entirely relevant information in your CV. Believe it or not, your potential employer is not interested in that week of work experience you did in an entirely different industry when you were 15. The best advice we can offer is take out and add in the most relevant information depending on the role your after. It takes a bit more time but it’s so worth it.

3. Basics – Seemingly the most obvious, it’s also the most overlooked. Attention to detail is paramount in CV writing. Think about gaps in employment history, don’t forget dates, double check your personal details and perhaps even consider getting a second opinion from a friend and they can also pick out any errors for you. Really pick at it until it’s perfect.

UK Employees Think Automation Will Replace Humans for Repetitive Work

Seems like something out of a movie, right? Robots taking over and humans being deemed obsolete? Well you’d be surprised how many people think that’s going to happen. The 2016 ADP Research Institute ‘Evolution of Work’ study, which reports on over 2,400 employees and employers across 13 different countries has revealed that 47% of them think technological improvements will result in them being replaced. Out of the whole of Europe, the UK is the most convinced of this.

Nearly 4 in 10 employees across Europe feel they will have to learn new skills as a result of increased reliance on technology. Additionally, 60% of employers seem confident that technology can be used to impact and measure employee well being. Despite this prospect, 37% of UK employees are still advocates for tech. Dermot O’Brien, chief HR officer at ADP states: “To advance business goals – and remain competitive – employers must allow for flexibility, underscore that technology is supporting, not hindering, career fulfilment and provide ways to cultivate personal interests while still driving the mission of the company.” What do you think?

Employers Need to Take More Action on Gender Inequality

Alarming statistics have emerged from the CIPD Survey have revealed that only 28% of employers overall (and 34% of larger organisations) conduct any sort of analysis involving the pay of men and women. Of the companies that don’t currently run any analysis, only 7% of the large companies even plan to do any in the next 12 months. That means 47% of them said they don’t plan to, and 46% don’t know. The survey was conducted with over 1,000 employers and HR professionals.

Unfortunately the survey results also show that any efforts of analysis have been made on an ad-hoc basis and are highly limited. However, among the ways they are attempting to improve equal opportunities include:

• Developing more inclusive recruitment practices

• Greater use of mentoring in the last two years to help women progress into senior levels in business.

• Improve childcare packages

• Improving flexible working opportunities.

While every little helps, it’s clear to us far more effort has to be made by employers to address this

When Workplace Nicknames Get Sinister

Workplace “banter” is all well and good, but what happens when the nicknames take a sinister tone? Personnel today rounded up 7 examples of protected characteristics that it’s not okay to base nicknames on and we picked out the top 3 we agreed with most:

1.“Grampa”, “Grandma” and “Stroppy Teenager” – These nicknames are an example of age discrimination. There was an age discrimination claim in Dove c Brown & Nerwith wherein the claimant explained after dismissal he was referred to as “Gramps” by younger workers to illustrate the ageist attitudes of his colleagues.

2.“Ironside” – A particularly unfortunate case, in Davies v Remploy, a wheelchair user brought a workplace disability harassment claim to light in the event a manager nicknamed him “Ironside”. It refers to a popular television series about a former police detective who was paralysed from the waist down by a snipers bullet. Tasteless to say the least.

3.“Sooty and Sweep” – This refers to a particularly terrible race discrimination claim between Buckle and Mitchell v Brook Daihatsu. Two black employees faced race discrimination and were nicknamed “Sooty and Sweep” by their colleagues. The tribunal concluded that the nicknames did in fact have racial connotations.

It seems like a no brainer to leave sensitive aspects of someones identity out of workplace banter, but sometimes insecurities and discrimination aren’t crystal clear. Approach with caution.

Did you know?

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About the author…

Nicole Debson
Director & Founder

With 30 years in recruitment, a genuine interest in people and a desire to help forge careers, Nicole has built ABL on the principle of making businesses better and that little bit more international. Seeking to help candidates navigate their career path; to help clients find the ideal employee, her hands on approach is what has moulded our company. Fluent in French, with good Spanish, and a Masters in Industrial Relations & Personnel Management, you’ll find Nicole thumbing through her well-worn copy of Jack London’s White Fang, her all-time favourite book.