Recruitment News: Employee Engagement, Internships and the Wage Gap Dilemma
Hello, I’m back again to give you the run through of the latest recruitment news, and we’ve got some super useful tips for you this week.
Employee Engagement Impacts the Success of Your Business
Recently HR Review published a supplement that focussed on employee engagement and alongside the special edition they polled their readers to find out if engagement of staff has an impact on the overall success of their organisation and it turned out that an overwhelming majority agreed on this.
Thanks to movements like Engage for Success, there has been a true focus on employee engagement from the board downwards, resulting in increased levels of engagement across all sizes of businesses and not-for-profit organisations. There is also now a far greater understanding of what employee engagement actually is. Gary Cattermole, Director of the Survey Initiative and a sponsor of the HR Review special edition says: ”With growing evidence that with strong levels of employee engagement an organisation can benefit from increased productivity, profitability, and company loyalty, it was one resource that no board could turn its back upon as it may just have saved many an organisation through the last economic downturn.”
It is now standard practice that an organisation can set up a poll or survey for their employees to provide feedback anonymously, which means feedback tends to be a lot more honest, and as a result relevant and useful changes can be made to working conditions and the environment. Employee engagement is set to have a very great future and offers human resources a real chance of having their message heard in the boardroom meeting – so long as the survey can be accountable to real economic figures set within the business.
4 in 5 Workers Would Take a Paycut for Their Dream Job
Despite the current economic uncertainty, candidates are still holding out for the best career opportunities, with many conducting their job search with a strict criteria in mind. New research from the CV-Library has revealed that 81.9% of Brits would take a pay cut if it meant landing their dream job. The survey questioned 2,000 workers on their career sacrifices and priorities and what they would be prepared to do to secure their ideal job. A clear route for career progression came in first with a massive 73.3% advising that progression and development were important when considering a new job.
The paper had a few other interesting statistics too:
- 51.9% felt the job title was important
- 54.4% of workers would be influenced by workplace perks and benefits
- 31.7% of workers stated they would be more likely to take the role if the title had ‘manager’ in it
- 53.6% of people would not relocate for a job
Interesting! The survey also highlighted other key aspects that candidates consider when going through the recruitment process. 24.4% of people advised that enjoying the job role itself was essential and other factors in their search included salary (22.3%), location (10.7%), the team they’d be working with (10%) and finally their daily responsibilities within the role (9%).
Founder and Managing Director of CV-Library Lee Biggins stated: “In today’s economic climate, it’s important that businesses understand what candidates want from the world of work. Our research indicates just how seriously candidates take their job hunt, and helps employers identify key priorities so that they can pull out all the stops to accommodate new recruits and attract the very best talent.” he continues: “By offering fair salaries, including exciting workplace benefits, and ensuring the business and its values are reflected through a strong employer brand, companies across the UK should find themselves attracting the right calibre of applicants. Despite being in times of economic uncertainty, job hunters are as active as ever, giving businesses a healthy mix of potential new recruits that are looking to take the next step in their careers.”
Looks like when we advertise our jobs, we better make sure to sell them to the candidates.
How to Create a Lasting Impression With Your CV
Are you getting lackluster results when you send out your CVs? Well, The Undercover Recruiter has some amazing tips for you on making a lasting impression with your CV:
Build An Easy-to-Read Structure
When you think about it, hiring managers and recruiters are extremely busy people and they’ll be reviewing hundreds of CVs per week. For this reason, it’s really important that you make your CV as easy to skim read as possible. Keep your CV to 2 pages in length at maximum and break the information up using short paragraphs and bullet points. Don’t write big bits of text – this is just a pain for the eyes. Start your CV with a punchy profile to draw in the reader, and start as you mean to go on!
Optimise Your CV’s Top Quarter
The top quarter of your CV is the part that is first visible upon opening, so you have this one chance to make a big impact if you want it to be read in full. Some busy recruiters might even put your CV down after it if they don’t find what they’re looking for there. It’s seems pretty brutal, we know. But why take the risk? To optimise the top quarter of your CV, start by researching your target roles and making a list of the most important candidate requirements. Then make sure you add as many of these as possible to the top of your CV to instantly appeal to the employer.
Add Proof of Your Value
When a business hires you, they’re making a monetary investment in you. And like any other investment, people like to see proof that they’re going to get results. This isn’t always a financial return, but they will expect to see some value delivered to their organisation. So that being said, when you write your CV, you should always try to provide examples of the value you have added to previous employers. This could include revenue generated, processes improved and time saved.
4 Tips on Turning an Internship Into a Job Offer
Have you just started your dream internship and you’re wondering how you can make it last forever, and better yet – get paid for it? We’ve got some tips for you to make that internship into a job offer!:
1)Remind Yourself You’re Not There Yet – Don’t get too big for your boots. Even if you feel like you’re acing every task you’re given, don’t let your ego take over. Remain humble yet confident. Bite your tongue if you feel like you’re being babied – you’re in a learning position after all.
2)Get In Early and Never Leave First – This means just what we say to be honest. You won’t have to do this every day of your career, but right now it’s the best thing you can do. It shows that you’re dedicated and you’re willing to put more than just your time, but also your energy into the role. A lot of employers notice behaviour like this, so go for it!
3)Look the Part – If there’s a saying that we love, it’s “dress for the job you want, not the job you have” and this applies perfectly to this situation. Make sure your outfits are on par with what the other permanent workers are wearing. Don’t dress down just because there’s no clients around. Taking pride in your personal appearance shows professionalism.
4)Be Proactive – You need to stay humble and willing to learn at all times, but you also need to back yourself and be proactive. Don’t wait for opportunities to come to you – good things come to those who go out and work for it. Look for extra projects to get involved in – network with the existing employees to see if you can tag along with them or help them out with something. Just get stuck in!
Political Panels: Men Outnumber Women Two to One
The Guardian recently wrote that a new report has estimated that men outnumber women by two to one on political panels during party conference season. Women in Public Affairs (WiPA) made the finding after they examined the gender ratios at Conservative, Liberal Democrat and Labour conferences last year.
It also discovered there were around five times as many fringe events without any female speakers as there were without men. The report stated that labour had the most equal representation, with around 39% of the panellists being female speakers, compared with 35% for the Lib Dems and 27% for the Conservatives. Across the three parties, the report found that two of every three chairs of fringe events is taken by a male. It didn’t include analysis of UKIP, Green or SNP fringes.
Ahead of the Labour and Tory conferences this year, the group called for the parties to guarantee that 90% of their events had at least one woman on the panel and urged MP’s to challenge organisers if there was a lack of female representation. The report revealed that there’s almost five times more fringe events without any female speakers than without male speakers.
Co-Founder of the WiPA Laura Gilmore said: “During high-profile party leader speeches, it is glaringly obvious the effort party communications teams go to to ensure their leader is framed by a diverse selection of people – men, women; old, young; black, white,” she said. “Therefore, it is all the more disappointing to find that this conscious effort to promote diversity stops here and does not reach the abundance of fringe speaking opportunities.”
Sophie Walker, Leader of the Women’s Equality Party added: “That’s exactly what brought the Women’s Equality party into existence. WE represent the other 51% of the population,” she said. “And it’s why at our party conference, in Manchester at the end of November, most of the speakers will be women, represented in all their glorious diversity…It’s a small step towards redressing the imbalance of speakers across conference season, but it’s another huge step towards building an inclusive politics that works for everyone.”
Report: Gender Pay Gap to Stick Around Until 2069
New analysis from Deloitte has found that the gender pay gap will not be eradicated 2069 – that’s nearly 100 years after the Equal Pay Act was introduced! They’ve found that although the pay gap is closing, it’s happening incredibly slowly. The gap is currently at 9.4% for full time workers, which is the narrowest it’s ever been, but the fact that it still even exists is a sign that we need to do more. Putting this into context, the Deloitte research found that the difference in full time women and men is closing at a rate of 2.5p a year. Excruciatingly slow.
They’ve also found that female graduates are earning less than their male counterparts in many jobs, including sectors where women dominate – such as teaching and healthcare. In 90% of the most popular occupations for graduates, men start out on a higher average salary than women and this gap widens over time.
If you’re wondering why it still exists, Deloitte’s report states complex reasons. These include women being more likely to take jobs that have low pay, women taking time out of their career for family reasons, and taking less well paid jobs when they return from this time out. Interestingly, analysing the pay gap by sector and qualification degree, they found that there was no difference in the average starting salary in either the dentistry, engineering, technology and medicine sectors. However the same can’t be said for the following: computer science, creative arts and design, mathematical sciences, education, law and business and administrative studies.
Sophie Walker says: ‘In 1970, the Equal Pay Act was passed to ensure women were paid on the same terms as men. We cannot wait a hundred years to see this become a reality. Emma Thompson said in May that she didn’t want to die before the pay gap was closed – unfortunately, she and many more of us look set to be very disappointed.’ The WEP are applying pressure to companies with over 200 employees to make their wage data public. ‘The data is there already, and WE are encouraging progressive companies to get ahead of the game by showing transparency now,’ Walker said. ‘WE will offer support to companies who make bold and sustained efforts to eradicate the gender pay gap, which is so firmly entrenched in our working culture. Next year, WE will introduce a kitemark for those who show best practice.’
If you’re 25 now, then you’ll be 78 in 2069. Let’s hope some sort of change is made before you retire.
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About the author…
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.