Recruitment News: Exit Interviews, Career Break Penalties and Trump
Hey! It’s a new week so I’m here to bring you your next round-up of news! Enjoy!
Tech Braces for Trump
I think it’s safe to say that everyone was shocked and surprised at the US election results last week. Must Write have opened up a conversation on what the election of Trump might mean for the tech business and industry. Caroline Fairchild held a panel last Thursday night at LinkedIn’s offices in NYC, and the intended topic was diversity in tech. But, with all that was happening, it inevitably turned political.
Porter Braswell, Goldman Sach’s analyst turned entrepreneur expressed his awe that Donald Trump was officially president elect of the US, and has dedicated his whole life to making the professional world more inclusive. Now, he’s not sure what Trump’s new position could mean for his start up’s future.
Danielle Robinson Bell, head of marketing for digitalundivided echoed his feelings of numbness. Her organisation works to set up Black and Latina female founders for success and her company were in the middle of a partnership plan for the next Secretary of Commerce – a role they thought would be appointed by Hillary Clinton, but now they’re not sure.
What does everyone else have to say? Caroline shared some quotes from the tech community:
“Companies leaders shouldn’t pretend the days after the election is “business as usual” and acknowledge what’s happened to create a safe space for people to express themselves.”
“Leaders across tech started going through the five stages of grief last Wednesday after Trump was elected president. Most of them now find themselves at acceptance, but only after having a complete meltdown.”
What’s your thoughts? Tweet us!
Retaining and Advancing Women in Business: A Model for Success
New research by everywoman has revealed that when women have regular access to quality learning and development, combined with female role models in business, they advance further into senior positions. They’re also more engaged with their organisations and are more likely to view their futures with their existing employers.
Everywoman studied a sample of its 20,000 members and drew from the research of other leading organisations to further understand the key challenges and drivers for women as they progress through their careers. Their whitepaper provides a model which when successfully implemented, can lay a path for gender parity and even better – a more engaged workforce, driving greater profitability.
Katrina Roberts, Vice President of Consumer and Commercial Lending Technology, American Express said “The most important point of all is that the industry needs you. I’ve had teams working for me that are heavily male, others heavily female, and others – like the one I have now – that are mixed. I’ve seen the difference diversity makes to the breadth of thoughts and ideas; it’s in that mix that you get the best results.”
‘Retaining and Advancing Women in Business: A Model for Success’ examines the business case for gender balance and the subsequent financial implications of not taking action. In the report they outline key actions that you as an individual or as an organisation can take to retain and advance female talent.
3 Unconventional Job Seeking Tips
We decided to do some research this week to find some really great advice for potential job seekers out there. We ended up coming across 10 Unconventional Job Seeking Tips from Forbes, and we loved what we read. They do insist that you should never dismiss traditional job seeking advice of course, but every now and then viewing unemployment from outside the box can offer valuable perspective. So here’s our favourite 3 unconventional tips. Bear with us, and give them a try!
1)Be Vulnerable – Sounds ridiculous, right? But what they mean is, that it’s okay to ask for advice. Isa Adney, author of Community College Success says “Too often we think we have to sell ourselves as this know-it-all hot-shot to get a job, but I have found the best way to build relationships with people whom you’d like to work with (or for) is to start by being vulnerable, sharing your admiration for their work, and asking for advice,” she says. “I recommend doing this with professionals at companies you’d love to work for, long before they have a job opening you apply for.”
2) Start at the Top and Move Down – Now how exactly does that work? Forbes mentions Chris Gardner (played by Will Smith in the film ‘The Pursuit of Happiness’) who taught us that you need to start from the top and move down. Why approach human resources in the hope that it might reach the top dog? Why not just go straight to the source. Of course, this advice comes with the caution that you should use respect, tact and clarity when doing so. Just head straight to the decision maker.
3)Don’t Apply for a Job As Soon as You Find It – This might be the strangest piece of advice in the list, but it makes sense. “When you find a job online that you’re really interested in, applying is the last thing you should do. Instead, research that company and the professionals who work there, and reach out to someone at the company before you apply for the job, letting them know you admire what they do and would love their advice.” It’s then recommended that you ask questions via e-mail or phone about what they like and find challenging at their job, and ask if they have any tips for you. “Most likely they will personally tell you about the job opening (you should not mention it) and then you can ask them about getting your application and resume into the right hands,” This is a great alternative route to being in front of the people you need to be. It also shows you’ve taken time and effort, and not sent over a skimmed over application form.
Did you like these as much as we did? Well, if you did there’s 7 more you need to read!
5 Things Not to do During an Exit Interview
HITC Business have written the quick list that we all needed to read. If you’ve ever had an exit interview, you know that can be awkward at best. But there’s some advice you may not have heard that you simply must keep in mind. DO NOT:
1)Tell the Truth – Remember that the HR body or line manager whose speaking to you is only doing it because they have to. So chances are, they already know why you’re leaving.
2)Gloat – Don’t even think about getting out your new offer letter or revealing details of your compensation package. Don’t tempt fate.
3)Be Rude – This goes without saying, but just don’t be rude.There’s something we always remember that comes to mind: “Never be rude to anyone on the way up, as you never know who you may meet on the way down”.
4)Don’t Burn Bridges – The grass isn’t always greener on the other side. You can’t predict the future, so be careful not to burn bridges and ruin any chances of return.
5)Never Take Out Frustrations – Whatever you do don’t shoot the messenger, or in this case the interviewer. The interviewer is only doing their job and depending on why you’re leaving, they might be just as frustrated as you, so don’t go too far.
Gender Pay Gap Means Women Will Work for Free from Now Until the End of 2016
The current pay gap stands at 13.9%, and we’d like to take a look at the example of the Dagenham Ford machinists who began their fight in 1968 and had no idea they’d be setting the UK on track for equal pay legislation. In 1982 a European Court of Justice judgment led to the UK amending the 1970 Equal Pay Act to incorporate equal value into UK law. This entitled women to paid equally for equal work, as well as to equal pay when their role could reasonably be judged to be of equal value to that occupied by a male within the same organisation.
With women dominating low-paid sectors such as cleaning, catering and office jobs, you wonder why say, a maintenance man should be paid more than a care worker? One US study revealed that once women moved into male-dominated sectors, salaries in those sectors fell – so is it that are being undervalued rather than the jobs they do?
The gender gap affects the private sector too, and Recruiting Times recently reported on the £100m legal battle between ASDA and its shop floor staff, revealing that this isn’t just a public sector issue. New gender pay gap reporting requirements coming into play in 2018 will require large employers to report on their gender pay gaps. As employers review their pay systems, we’’ll find that women are in fact in lower paid roles.
Women Returners: The £1 Billion Career Break Penalty for Professional Women
Despite all the achievements the UK has made in improving the female labour market, there’s still significant underutilised potential. One such group, is women returning from career breaks. PWC’s new research shows that addressing the career break penalty could deliver gains of £1.7billion to the UK economy.
Here are some key findings from the report:
-Three in five professional women (or around 249,000) returning to the workforce are likely to move into lower-skilled or lower-paid roles, experiencing an immediate earnings reduction of up to a third.
-29,000 women who return to the workforce on a part-time basis will be underemployed, meaning that they would prefer to work more hours if flexible working opportunities were made more widely available.
-Two-thirds of professional women could be working below their potential when they return to the workforce.
-The multiplier effect from higher earnings and spending power of these women generates additional gains to the UK economy of £1.7 billion
-Combating the negative bias towards CV gaps, increasing the availability of part-time and flexible opportunities and helping women transition into work can help address this career break penalty.
You can download the full report here and explore more key findings, as well as illustrative examples showing the different experiences of women returning to work. You can also read the discussion involving the challenges professional women face when returning to work after career breaks, what businesses can do to tackle that and the potential it has to do so.
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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.