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Hey all! We’re back again with another fantastic roundup. We’ve got a lot news and advice for you this week, whether you’re an employer or an employee – we’re always keeping you in the loop.
[/vc_column_text][vc_empty_space height=”20px”][vc_separator][/vc_column][vc_column width=”1/3″][vc_single_image image=”166″][/vc_column][/vc_row][vc_row el_id=”firstpost”][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”Should You Hire for Personality or Skill?” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343157″ img_size=”full” alignment=”center” css=”.vc_custom_1466002834483{margin-bottom: 30px !important;}”][vc_column_text]To some this might seem like a no brainer – skill, always! But what if the position you’re offering doesn’t depend entirely on skill? What if your position requires more of their personality? Which one do you pick?
Sure there’s lots of different pre-employment assessments that are useful in making this decision easier, such as behavioural tests, emotional intelligence tests, cognitive tests, and many more. But when it comes down to it, it just depends. I know. That’s a painfully vague answer. What does it depend on? Well there’s two questions you need to ask yourself according to Undercover Recruiter :
1.What type of company do you have?
Option 1: A company with strong mentoring/management that can take time to nurture and teach.
Option 2: A fast-paced company that needs new hires to step in immediately and perform the task at hand. This company’s model is much more entrepreneurial than Option 1.
2. What’s the nature of the job?
Option 1: Customer-facing, or heavily involved with the community and/or people in some capacity. Needs to foster relationships with a warm smile, friendly disposition and strong team work.
Option 2: Relationships are less important than the quality of the work. Could be an individual contributor or someone behind the scenes.
Your Answer?
If you chose Option 1 both times, then hire for personality and train the skill. The personality is more important in these cases and comes before their hard skills or years of education. Most of the time, it just takes a little more consideration before you dive into hiring. Head on over to the link above to find more examples.[/vc_column_text][vc_empty_space height=”20px”][vc_separator][/vc_column][/vc_row][vc_row el_id=”thirdpost”][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”How to Get Ready for Gender Pay Gap Reporting” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343159″ img_size=”full” alignment=”center” css=”.vc_custom_1466002899644{margin-bottom: 30px !important;}”][vc_column_text]So! It looks like you’re one of the many companies who are now required by law to be completely transparent about your gender pay gap reporting. It might seem daunting, but don’t worry. Here’s some advice on how you can get started.
A well prepared employer should consider the following:
-Conducting a data gathering sample to establish if you have the ability to calculate the required data.
-Reviewing pay practices to identify areas of concern, and if possible, address them in advance of the publication deadline. Reviews could include full pay audits or snapshot reviews of areas of particular concern.
-Where the data generated discloses significant pay gaps (which is 5% or more according to the Equality and Human Rights commission) consider what steps the organisation can take to address this.
-Where pay quartile information shows that there are blockages to women’s progression, what steps it can take to encourage women into areas where they are under-represented and then how to encourage them to progress.
These are just a few of the things you can start considering to be well prepared for your gender pay gap reporting. Head on over to Personnel Today for more.[/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”One-in-Five Brits Expect to Retire After Their 70th Birthday” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343160″ img_size=”full” alignment=”center” css=”.vc_custom_1466002915691{margin-bottom: 30px !important;}”][vc_column_text]Recent reports have announced that over one-in-five people in the UK believe they will now have to wait until at least their 70s before they retire, including a small minority who don’t believe they’ll ever be able to retire.
The Global Benefits Attitudes Survey interviewed 1,895 UK workers on their retirement plans and found that employees expecting to work longer are less healthy and more stressed than those who expect to retire earlier. Over half of those expecting to retire after 70 have high or above average stress levels, in comparison to the third of those planning to retire at 65. For those resigned to retiring after 70, 30% of them state they’re in poor or fair health – double those expecting to retire at 65 who feel the same about their health.
The study also highlights the differences in expectations between genders. More women (25%) expect to retire aged 70 or over than men (19%). Amongst the younger generation, only 37% of women in their 20s are confident that they will have enough saved to live comfortably for 25 years in retirement compared to 56% of men in the same age group. Interesting!
Source[/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”How to Manage Career Disappointment” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343161″ img_size=”full” alignment=”center” css=”.vc_custom_1466002929783{margin-bottom: 30px !important;}”][vc_column_text]It’s impossible for us all to be successful 100% of the time. Which is why every now and then as workers we’re faced with the crushing feeling of career disappointment. We can empathise with that, which is why we’ve selected our favourite tips to help manage career disappointment:
Remove the Emotion – As hard as it is, a clear career decision can only be made when emotion is entirely removed from the situation. Never assume that business decisions are made because of “you” because at the end of the day, a business is a business and decisions are made to benefit only one thing – the company. If you don’t think you can remove emotion from the situation then you should work with others to help you understand what the situation is like once emotion is removed.
Develop Your Network – Key to any career growth opportunity, and to all of your success is developing your network. By doing so you can further enhance your knowledge, your career prospects and understand business operations through the eyes of other professionals. Networking can bring so many fantastic opportunities your way – and it’s fun to do!
Talk to Your Managers or Colleagues – Holding in frustrations can blow problems way out of perspective and can result in the development of negative emotions towards your management team. By talking about the situation with those involved, you bypass the whole “build a mountain out of a molehill” situation and can actually learn something in the process. Everything is a learning opportunity. You just need to see it that way.
Source[/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”UK Mums and Dads are Worst in Developed World at Sharing Childcare” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343162″ img_size=”full” alignment=”center” css=”.vc_custom_1466002949002{margin-bottom: 30px !important;}”][vc_column_text]Reports from the Fatherhood Institute have shown that the UK’s mothers and fathers are the worst in the developed world at sharing childcare! This Father’s Day (19th June) British men will spend 24 minutes caring for children, for every hour done by women. This makes UK parents officially the worst at sharing childcare responsibilities.
Overall, the UK comes 12th out of 22 countries in the FIFI. (Fatherhood Institute Family Index) This brings together a basket of measure to compare countries progress towards the goal of gender equality, and the UK has dropped 3 places since 2010. Other countries that are more gender-equal than the UK include Italy, France and New Zealand.
If you’re wondering which country has the hardest working men, it’s Portugal. Portuguese men do 39 minutes for every hour done by women. Other findings include that UK men and women are better at sharing housework than childcare: with men doing 34 minutes of housework for every hour women do. Still not as equal as it could be, but it’s something![/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row el_id=”secondpost”][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”Daniel Radcliffe on Film’s Gender Pay Gap” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343163″ img_size=”full” alignment=”center” css=”.vc_custom_1466002984080{margin-bottom: 30px !important;}”][vc_column_text]Daniel Radcliffe has spoken of his outrage at the lack of parity between the pay packets of male and female stars in Hollywood. He told the Australian Daily Telegraph, “It is nuts to me” saying that he was thankful the debate had been reawakened last year, “because I had just f***ing naively thought this was not an issue any more. Because how can this still be happening?”
He went on to say that he felt one of the key issues behind such inequality was the dearth of substantial roles for women, but that he had perceived positive changes over the last year. The actor drew comparison between Toni Collette’s role in the forthcoming thriller Imperium and that of Charlize Theron in George Miller’s Mad Max: Fury Road. “It’s very cool, and I feel like there’s such a wealth of amazing actresses in the world right now and we’ve got to start writing better parts for them and paying them equally”. He’s right!
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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.[/vc_column_text][/vc_column][/vc_row]
