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Welcome back to our bi-monthly newsletter and I hope you are enjoying our Great British Summer so far (!). Below are some interesting news items that I hope you will enjoy reading. In this instalment you can look forward to:
[/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=”Brexit: What Now for Recruiters?” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343352″ img_size=”full” alignment=”center” css=”.vc_custom_1467991833432{margin-bottom: 30px !important;}”][vc_column_text]Whatever you decided to vote in the recent referendum, everyone is wondering “what now?” in response to the result. It’s difficult not to jump to conclusions, especially with the effect the result had on the GBP. With that being said, we’ve got some advice for you, courtesy of FireFish Software:
1.Consider Your Business Geographically: International markets have been affected by this, but the fall in the value of the pound means your business is actually more attractive to foreign investors. Your services are the cheapest they’ve ever been. Change up your strategy and promote your business in markets with the means to invest. Your pitch might take some tweaking but you should grasp this opportunity to grow your business in places you couldn’t before.
2.Look for Efficiencies in Your Business: Now is the time for efficiency. Consider the systems and technologies your company uses. Try to gain a competitive edge by using this time to save money on unnecessary admin. Paying separate fees for hosting your website, multi-posting, analytics and CRM is insane.
3.What Are Your Clients’ Future Plans?: Everyone knows self diagnosing is a bad idea. We sometimes base our future plans on worries rather than logic or hard facts. When it comes to what your clients plan to do next, you’re best to just ask. A simple discussion on their future plans can save you a lot of sleepless nights and you never know, the conversation with them might end up picking up further support from them. [/vc_column_text][vc_empty_space height=”20px”][vc_separator][/vc_column][/vc_row][vc_row el_id=”secondpost”][vc_column][vc_empty_space height=”45px”][vc_custom_heading text=”How to Check If You’re Paying Your Employees Enough ” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343353″ img_size=”full” alignment=”center” css=”.vc_custom_1467991863659{margin-bottom: 30px !important;}”][vc_column_text]You can attract and retain employees if you’re paying them the right amount. But how do you check if you’re paying enough?
1.Benchmark Your Salaries – There’s plenty of tools out there that provide a breakdown of your typical salaries. ‘Compare my Salary’ tool isn’t just for candidates, employees can use it to set a benchmark.
2.Ask Your Employees – It can be as simple as that. Gauge employee opinions on salaries by including the questions in your staff survey.
3.Ask a Recruitment Consultant – They’re useful! They’ll know what’s going on and have their finger on the pulse, acting as eyes and ears in the market place. They can provide the valuable understanding you need.
Source[/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=”3 Things You MUST Do for Your New Job” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343354″ img_size=”full” alignment=”center” css=”.vc_custom_1467991879537{margin-bottom: 30px !important;}”][vc_column_text]Got a new job? Then stop everything. We’ve got 3 things you need to consider before you start. We’ll keep it short and sweet on this one:
1.Get Some Goals: Before you begin the new role, it is so important you establish for yourself some clear goals. Speak with your manager or employer and have a chat what they want from the role. For example if you’re in a sales position consider specific targets you want to aim for. If not, consider other measures of success.
2.Realise Everyone’s Been a “Newbie”: Everyone gets nervous meeting an unfriendly boss or new management, but you need to remember that everyone has been in your position. Everyone started somewhere and got to where they are now, so now it’s your time.
3.Make Your Mark: First impressions are everything so in the first few months of your job you should be leaving complacency at the door and work your hardest to show dedication. That being said, start as you mean to go on!
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=”Reason’s You’re Missing Out On That Crucial Job Offer” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343355″ img_size=”full” alignment=”center” css=”.vc_custom_1467991938758{margin-bottom: 30px !important;}”][vc_column_text]There’s nothing more frustrating than when you apply for so many positions and you don’t get the offer you hoped for. The unfortunate thing is most of the time we don’t even receive feedback on why. Bearing that in mind, you need to consider a few things. By the time you get to the final interview, all the applicants are probably able to do the job pretty well, so you need to look at your soft skills that might be holding you back. Interpersonal skills such as asking the right questions and listening well attract the attention of hiring managers. You need to strike a balance between showing off those interpersonal qualities and seeming approachable at the same time. It’s hard to get the balance, but consider all you can.
On the other hand, no matter how good your interpersonal skills are, sometimes you just aren’t the right “fit”. A company that values one set of personal attributes might not value the other and you can’t please everyone, that’s for sure. It can be difficult to appeal to a company in your application at times but thoughtful research into the culture of the company can give you pointers on how to present yourself.
To get around the lack of feedback we mentioned before, it’s suggested that you ask a different sort of question to get the most informative answer. For example, asking for “feedback” is incredibly vague. Instead ask what skills would help you get the job if you were to apply in the future, for example. It’s best that you don’t sound defensive about the rejection and ask for information in a constructive way instead of an explanation.
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=”The Reasons UK Construction Need Women ” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343356″ img_size=”full” alignment=”center” css=”.vc_custom_1467991955543{margin-bottom: 30px !important;}”][vc_column_text]Randstad’s research found that 82% of construction businesses “struggle to find skilled workers”. Further studies found that 72% of construction companies said there is a “mismatch between capacity and availability for work”. Are you one of those companies? If so here’s why you should hire more women:
Diversity Increases Productivity
Employing more women isn’t just a matter of social responsibility, diversity makes decent business sense according to Dawn Bonfield, CEO of the Women’s Engineering Society in her report for the Institution of Civil Engineers. She says – “Lack of diversity costs the industry money in terms of lack of skills, productivity, staff safety and morale, innovation, profit and creativity.”
It Makes Recruitment and Retention Easier
You know that women make up half the population, but did you know that they only make up 11.7% of the construction workforce, and furthermore less than 2% of people are women in skilled manual trades. It doesn’t stop there. The Office of National Statistics data shows that the number of women in construction has decreased from 315,000 in 2006 to 265,000 in 2016. What a waste of talent this is! Owen Goodhead, MD of Ranstad’s Construction, Property and Engineering division, says that taking more women can “strengthen your brand”. Hiring and retaining talent becomes easier when you improve your reputation for equality.
Of course there’s a million and one reasons why women should be employed in construction, but if you want to check out more then head here.[/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=”US Military Lifts Transgender Ban ” font_container=”tag:h3|text_align:left|color:%23055091″ use_theme_fonts=”yes”][vc_single_image image=”1343357″ img_size=”full” alignment=”center” css=”.vc_custom_1467991977967{margin-bottom: 30px !important;}”][vc_column_text]It has emerged recently that the US military has lifted their ban on transgender members serving openly in the country’s armed forces. The new policy allows troops to go through their transition while they’re serving and will set standards for medical care. Defence Secretary Ash Carter says “This is the right thing to do for our people and for the force.” This move will ensure that no one is discharged based on their gender identity.
At a press conference at the Pentagon, Mr Carter responded to criticisms from Republican Senator Jim Inhofe: “Our mission is to defend this country, and we don’t want barriers unrelated to a person’s qualification to serve preventing us from recruiting or retaining the soldier, sailor, airman, or Marine who can best accomplish the mission.” We’re happy about this change and we can’t wait to see the positive influences it has.
Source[/vc_column_text][vc_empty_space height=”20px”][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]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]
