Recruitment News August 2016 Part 1

Hello everyone,

I’m back with your new ABL bi-monthly roundup, we hope you’re ready for the latest recruitment and equality news! Check out what we have for you this week:

Building Health and Wellbeing Strategies at Work

By 2030, 40% of people working age will be living with a chronic conditions and employers need to consider if they’re prepared for this. Ignoring the changing needs of your workforce will be costly to both employers and workers.

Evidence has shown that health support in the workplace can help prevent workers from falling out of employment with ill health. Remaining in work can have a positive impact on wellbeing and can help preserve livelihoods. Supporting staff the right way has business benefits: not only are you fulfilling legal obligations, you’re retaining talented and knowledgeable staff. You can save on the costs of recruiting new people, drive a positive image of your company to all those involved and foster loyalty.

You can make reasonable adjustments in the workplace for employees with ill health or long term conditions and this will fulfill your obligations under equalities legislation, avoid discrimination compensation and associated costs such as legal fees or tribunal cases. Supporting chronic illnesses also has a positive economic impact. According to the International Longevity Centre’s “Rethinking Cancer” report, people living with and beyond cancer contribute £6.9billion to the economy each year through paid employment. It really is worth having a think about how you can be more accommodating for the unwell people in your workforce.


Are Your Candidate Expectations Unrealistic?

Everyone wants to recruit the best candidates possible for their business, but in order to do so you need to be realistic about just how attractive your business is to potential employees. To attract the right candidates you need to have a think about your internal business image vs your external business image. For example, if you think you’re an Apple but you’re actually Argos then you’re really not going to get those employees you were hoping for. Challenge yourself with a few questions:

If you interviewed your existing workforce, how many of them would you take on? Use this as food for thought and make the changes necessary to attract the new type of staff you want to hire.
What does the current salary you’re offering attract? Do you need to increase the salary? What budget have you got to do that? Are you able to afford a recruitment fee on top of that, and would it be worth doing?
Are you only hiring graduates? If so, then why? If your business doesn’t focus around fresh talent and ‘the now’ then consider ex industry workers.
Have you considered hiring people who can work part time or from home? This opens up the candidate pool a lot wider and get some workers who may normally have been above your budget.

It might even help to ask your employees in an anonymous survey how they interpret your brand image to help you make the correct amendments.


How Hard Is It Really to Get That Graduate Job?

Everyone throws around the quip that it’s hard to get a graduate job these days. Our industries are seemingly a mess, and it’s hard to do what you love and get paid for the privilege. But just how hard is it to get that graduate position?

£9000 a year tuition fees have forced thousands of 16-18 year olds to consider if university is really worth the investment. A social media post from University of Nottingham graduate Simon Crowther went viral last week for pointing out the high rates of interest on student loans. Since then he has written a public letter directed to his local MP Vernon Coaker and it has been shared over 40,000 times on Facebook. Looks like it’s not just Simon who has beef with the interest rates.

Kevin Brady, Director of AdView chimed in: “It’s difficult to overestimate the pressures faced by today’s university students…The prospects of finding a top graduate role are, frankly, more difficult than ever. With more graduates to choose from than at almost any time in history employers are becoming even more picky. This is even before you consider the interest on your student loan.” He continues: “On a more positive note, job swapping and even career swapping are much more common these days – regular job hopping can even boost your career earnings!” Let’s hope this viral post can spark a nationwide debate.


3 Interview Questions to Avoid Asking at All Costs

So you’ve landed your dream interview and now it’s your turn to ask questions. But what do you ask? Well, that all depends on your situation. But we certainly know the top three that you shouldn’t ask:

1)“How many others are you interviewing?” This is bad because it simply doesn’t matter how many other people are being interviewed. What matters is that you were selected and you’ve got as good a chance as anyone else. Contemplating the competition shows you don’t have a lot of confidence in yourself – so why should the interviewer?

2)“If I’m unsuccessful today, would you consider me for another role?” This implies you’ve given up already, and it shows that you weren’t all that interested in the role itself, more just working for the company no matter what. And if there’s one thing you need to be showing – it’s true commitment to the role you applied for.

3)“Does it matter if I don’t have the skills you require?” Of course it matters! Don’t ever ask this question. A lack of confidence in your ability doesn’t do you any favours. Managers need to know what you can contribute to the team, not what you can’t. It’s your job to convince them you’re right for the job, not wrong for it – so never ask this!

For more questions you shouldn’t ask during an interview, head on over here!

GLA Candidate: “I do believe that, when we have equal numbers of men and women, it changes the culture.”

Harini Iyengar is a great person to be standing as a candidate for the Greater London Authority representing the Women’s’ Equality Party. She had some very interesting things to say. One of which being “I do believe that, when we have equal numbers of men and women, it changes the culture.” She has ample experience in the life issues that matter most, such as single parenthood, and anti-discrimination. “Since 1999, I’ve been a barrister, specialising in anti-discrimination, sexual harassment, and equal pay cases. I work full-time and care for my three children as a single parent. I care about the world we offer to young people.”

She discusses the under-representation of women in politics and its effect on culture, stating: “The really serious consequence of the under-representation of women in politics is that the impact of all these austerity cuts, upon women, has not been properly considered.” She continues: “When you have a law, made by similar kinds of men of similar social class, having them then consider it in Parliament – again the same kind of people, in Committee, and again in the High Court – is not the same as representing women‘s diverse interest in the political process itself”.

We like what she has to say, and we agree that culture has the potential to shift entirely with equal representation of men and women, in various parts of life.


WEP Party Founder: “There are a lot of women who have not had equality for all their working lives”.

Women’s’ Equality Party founder Annie Beetham has stated that the pay gap between women is still there, despite the Equal Pay Act being introduced in 1970. “I thought we’d cracked it,” she said “I’m 61 now and the only thing that’s changed is the two digits in my age.” But Annie is trying to combat this. She’s standing for election to the Scottish Parliament. There’s a strong chance votes will go to a party already led by a woman, but Annie insists it’s worth backing WEP as well. “Other parties are going to focus on broader things and that’s when equality drops down the agenda. We want to make sure it’s at the top. Otherwise we’re going to be waiting another 100 years before anything changes.”

She joined the Green Party, but she recalls that the real breakthrough came during the referendum campaign. “Women for Independence was a turning point for me. It helped women to find their voices and to believe they’re entitled to have their voices heard, not just to speak to each other. They can be clear and loud about what they want…Now there are five WFI candidates for different parties standing for the Scottish parliament. That’s fantastic. We need a range of voices and colours.”

Despite the name, the WEP is opened to both men and women. Annie says: “It’s a party for everyone – equality means everybody having the same. In Scotland women make up 52 per cent of the population but we’re not asking for proportional equality, we’re asking for true equality where it’s 50-50.” She wants people to know that the WEP is worth their vote, and we fully support her work towards a more equal pay landscape.


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.