The Benefits Your Candidates Will Be Looking for in 2020

The Benefits Your Candidates Will Be Looking for in 2020 Taking a closer look at which benefits your candidates value most as we move into the New Year is an important exercise as recruiters. Our candidate relationships place us in a good position to be able to inform our clients of the most desirable benefits in the market. Heading into the candidate-short market we’re facing in 2020, it’s never been more important for employers to hold on to high-quality talent. We’ve put together a summary of what candidates will be looking for over the next 12 months according to our recently released Salary and Benefits Review, made up in part from a survey of over 2000 UK employers in 2019. Flexible working options The results of our survey reinforced what we already know: there is a desire for better flexible working options from candidates. Despite this, a third of employees are still not happy with their flexi-options, proving that many employers aren’t fully embracing the flexible working trend. Remember, flexible working isn’t just being able to work from home â€" it also includes flexi-hours around a core day, reduced hours and job sharing. Whatever form it takes, it’s important to ensure that employers offer specialized options depending on the needs of each employee. A sense of security Interestingly, three of the top five benefits offered to candidates in 2019 fostered a sense of security and long-term financial management rather than short-term benefits. Out of all the surveyed respondents, 35% were offered health insurance, 25% were offered pension over the minimum rate and 23% a travel season ticket. As a result, it may be beneficial for you to encourage your clients to consider offering benefits that fall under this category, as they reassure your candidates in this current period of instability. Better work-life blend Over two-thirds of surveyed employees (68%) said a work-life blend was important in attracting them to their current role. An example of this was the fact that above statutory parental leave sat within the top six benefits offered to 20% of surveyed respondents. Other similar benefits we’ve seen offered to our candidates that contribute to a better work-life blend include annual leave for birthdays and an annual leave buy-back scheme. A great work environment Some benefits are more popular with different age groups than others. A great work environment is one of them, as according to the results of our survey, it’s significant in attracting employees under the age of 45 to a new role. As this is a growing demographic, it’s important for employers to assess the work environment that they’re fostering and see if there are ways it can be improved. A great way to do this is an internal feedback survey or suggestions box, as this way you’ll learn exactly what your employees value in the workplace. By contrast, those over the age of 55 value a great salary above all else. Some other interesting benefits that we’re seeing Other benefits that your candidates are looking for in the New Year include a cycle to work scheme (22%) and eye-care vouchers (20%). These are all health and wellbeing related benefits, which again shows that candidates are favoring these over financial, short-term options. Other interesting benefits revealed in the survey include a baby bonus, supplied breakfast and lunch, and unlimited time off. We understand that your clients may not be able to offer all of these benefits, however, it’s important that they’re aware of the changing trends in what candidates value coming into 2020.

Monster Resume Search - Professional Resume Writing Service

Monster Resume Search - Professional Resume Writing ServiceUsing a Monster Resume Search is very effective. When you choose a professional resume writer, they will take your information and show you what would look like an excellent job package. You will see that the Monster Resume Search service has created a resume package for you that has everything that you would need in a professional resume.Now that you know this, you need to make sure that the Monster Resume Search you are going to use is reliable. With so many companies out there, how can you be sure that they are professional? Look at their credentials. What company would you trust to give you a resume package that has gone through their entire list of approved Resumes?With your resume, you want it to be professionally formatted, not even finished with the grammar and spelling issues and all that. Some websites will save you time by helping you figure out where your grammar is at, but what if the resume was just finished? Wh at you really need is a professional looking resume with good grammar and spelling.Make sure that the Monster Resume Search you are using is in sync with the professional resume writing service. Check out how they offer more than just resumes. How about a high quality sample cover letter, resume samples and tips on how to write a resume package?You need to know that these are people who have been in the business for years. They are trying to help you as much as possible in getting a better job.Look at their website and see if they offer you one on one coaching with a professional resume writer. You might want to try using the free version of their service, but do not use it too much, because you may end up getting nothing. It may only be a demo and not even a resume search, since it uses only a name and a few facts about your potential employer.These companies are well experienced and know what to do to make your resume package look professional. This includes things like the conten t in the resume, how to use bullet points, different formats, and even more unique items such as sample resumes and resume examples that work for a specific job.Use the Monster Resume Search as much as possible. Make sure that it is helping you with its resume writing service.

How to Get Ahead In Your Next Interview

How to Get Ahead In Your Next Interview You’ve navigated countless job websites, you’ve filled out the ten page application form and you’ve been selected for an interview. The hard bit is over, right? In today’s economic climate, interviews are more competitive than ever. In some parts of the UK, as many as 30 people apply for every vacancy, which means you’ve got to do whatever you can to not only stand out from the crowd, but impress your interviewer if selected. There are lots of important things you need to do to make sure you’re fully prepared for your next interview. From learning about the company you’re applying for or turning up to the interview on time, impressing your next employer on the day of the interview takes a lot of thought and preparation. To help you on your way, here are some of our tried and tested techniques when it comes to shining in an interview: Before the interview Preparation is key. You’ve probably heard the term “fail to prepare, prepare to fail” countless times, but people say it for a reason. Prepare for an interview in the best possible way, and suddenly it all becomes a lot less scary. You’re less nervous because you’ve got loads of pre-prepared answers for the inevitable “tricky” questions that invariably pop up. You arrive on time because you already know where to go in the morning before being lost in rush hour traffic. You look the part after ironing your suit the night before. These things matter, and they will make a huge difference to your composure, your chemistry with the interviewer and your overall ability to think on your feet. Preparation is everything: Research into the company:  Before your interview, do your research. Learn about the company’s history, the staff at the business, their latest projects. Have they just released a new product? What is it? What are your thoughts on it? Impressing the interview panel with your knowledge on their latest developments shows them that you care about them, which can only be a positive. Find out where the interview is: This in an obvious one, yet not everyone does it. It doesn’t matter whether the location of the interview is a short or long drive, bus or long train journey away, planning your route and travelling to the interview location ahead of time saves you a whole heap of stress on the day of the interview. You don’t want to be held up by roadworks and getting lost on the day. Dress appropriately: For most job interviews we’d recommend a suit, but thats not always the case, so dress appropriately for the interview and industry you work in. Dressing appropriately for your industry is one thing, but whatever industry you work in, you need to make sure your outfit fits. Arrive at an interview in a suit that is too big or too small, and you’ll start to feel uncomfortable straight away. This is going to affect your poise and composure, so as important as it is to be smart, it’s just as important to be comfortable. The big day Items to bring with you: Your new suit is ironed and fits perfectly, you’ve arrived at the interview with enough time to sit down and relax, and you’ve brought everything you needed to bring. But what should you bring? Bringing spare copies of your CV might seem obvious, but rushing out the door solely focused on getting to the interview on time makes it so easy to forget such things. To help you out on the big day, here’s what you should bring with you: Spare copies of your CV: just in case the interviewer hasn’t printed yours off. Notepad: writing down any interviewer answers will make you look astute and interested. Pen/pencil: because you need to write down those answers somehow. Bottle of water: don’t assume interviewers will provide you with a drink. Bring your own just in case. Top questions to ask: You can answer all the questions that the interviewer throws at you, but if you’re caught open-mouthed when they ask you if you’ve got any questions for them, you’ve blown it. Asking questions during the interview is incredibly important as it shows an interest in the company and the people interviewing you, but it also shows that you’re not afraid to step forward to get what you want. Make sure to ask questions that you genuinely want answers to (within reason; don’t ask how trustworthy the members of staff are). Here are some example questions to get you started: What training/induction will I receive? What are the main responsibilities for this job? Would I be involved in any other projects within the company on a one-off basis? Who would I have most contact with either within the company or clients/suppliers? What are the company’s plans for the future and how would these affect my role? Where are the opportunities for future progression or personal development within the company? When the interview is over: Get feedback: If you’re not successful and don’t get the job, there’s still more to gain from this opportunity. No matter how well or poorly you think the interview went, it’s essential for you to ask for feedback. Getting honest feedback from interviewers will enable you to plug any possible skills gaps, work on your questions or prepare your answers better. Failing to get feedback will only leave you making the same mistakes for future interviews, so be sure to ask what went wrong after your interview. Author:  Oliver Adderley  is  Managing Director of Jobs Direct.

Recruitment Marketing vs. Employer Branding Whats the Difference

Recruitment Marketing vs. Employer Branding What’s the Difference Reading them youd think they are the same thing but are they? Some would argue there are some similarities in their function and others would claim they are completely different and a business needs both. Our expert panel tell us whether they think there is a difference between recruitment marketing and employer branding have a read and see whether you agree or disagree. Joe Shaker Recruitment marketing and employer branding are so interconnected.   It’s imperative to have both.   Employer Branding is defining who you are, what makes you different and the value you can bring to candidates in an ownable and clear way.   Recruitment Marketing is what you then do with that message â€" how you develop your candidate experience with that message in mind and the media you enlist.   You really can’t have one without the other. Joe Shaker is the President of Shaker Recruitment Marketing. Maren Hogan Recruitment marketing is attracting someone to a specific role, at a specific place, on a specific team, for a specific set of responsibilities. Employer brand is more about the promise the company is making to its current and future employees en masse. Nike might be a great and exciting place to work and an easy sell for a shoe designer. Their employer brand has a lot of cache, but for the custodial engineer, the sell is different and requires a more tactical approach that discusses the meaning and responsibilities of that particular job. Maren Hogan  is CEO and Founder of Red Branch Media. Jared Nypen Employer branding is an employer’s reputation as an employer and typically includes an employee value proposition, or key pillars as to why people want to work there and what the company is trying to sell to potential employees. Recruitment marketing is the marketing of that brand to attract job candidates. . Jared Nypen is the Vice-President of talent at Great Clips inc. Lisa Jones This is a whole blog in itself but a wise man once said to me your brand is what people say about you when youve left the room perhaps marketing is what you want them to say about you? . . Lisa Jones is the  Founder and Director of Barclay Jones. Mark Cavanagh Employer brand can be described as a ship on which all Recruitment, HR and Talent Professionals are aboard, by using the tools of Recruitment Marketing (the sails and a rudder) the shipmates can attempt to steer the ship towards its goal destination of becoming a truly attractive employer brand. Much like the sails or a rudder, Recruitment Marketing can have a fantastic impact on the success or direction of an employer brand, however, where the difference lies in an employer brand is that it can also be heavily influenced by external factors; a wave of opinion, reviews or peer-to-peer discussion can elevate or devastate a brand regardless of marketing efforts. Mark Cavanagh is the Marketing Manager at The One Group. Charlotte Jones When we look at the talent acquisition funnel: awareness, attraction, engagement, interviews, offers, hires, employer branding is at the top of the funnel. Employer branding is about top of the funnel: creating awareness and influencing perceptions with recruitment marketing activity. Although we can influence the brand from an intentional management standpoint, the employer brand reflects the prospective and current employee perceptions that are based on experiences. Recruitment Marketing is activity that represents the middle to the bottom of the funnel that represents improving talent pipelines: promoting careers, experiences through media planning and implementation, engagement through social and digital channels. Charlotte  Jones is theRecruitment Marketing Manager at Lockheed Martin. Phil Strazzulla If you want to get academic or zealous about it, there are differences and mirror the differences between regular marketing (analytical, easy to measure ROI) and branding (more the way a given company makes you feel than the CPC of a FB ad). However, I use the terms interchangeably and I dont believe were at a point in time where it makes sense to make a large distinction between the two given that most companies are looking to get started on the VERY basics of building a strong employer brand and using basic recruitment marketing tactics to drive more relevant candidates. Phil Strazzulla is the Founder of NextWave Hire. Shelby Burghardt I think the easiest way to understand the difference between Recruitment Marketing and Employer Branding is by thinking of your Employer Brand as your company reputation as an employer (why you’re a great place to work) and your Recruitment Marketing strategy is how you show you’re a great place to work by providing examples across many channels including your career site, social media, job boards, etc. Shelby Burghardt is the Global Talent Brand Manager at Thomson Reuters. Rebecca Drew Recruitment marketing and employer branding have a complex relationship: both deal with talent attraction, communication and recruitment but they are distinct in how they achieve their goals. For me, the simplest way to understand the difference is that employer branding crafts a company identity that encapsulates what the company stands for, and makes a company easily recognisable against its competitors. Recruitment marketing is taking this talent brand and using ir to appeal to, and stand out to, potential candidates. The two are becoming increasingly intertwined, as experienced by Siemens, who found that social media meant they didn’t ‘own’ their employer brand in the way that they used to. Instead, it has become a mix of what they say, their employees say and their candidates have to say, resulting in a much more blurred line between the employer brand and the recruitment marketing process. Rebecca Drew is a Manager at LinkedIn Talent Solutions. Bennett Sung Employer branding is a core pillar of an employer’s recruitment marketing strategy. Specifically, it humanizes an organization’s culture, teams, and roles across a range of job seeker personas through an extension of a corporation’s brand voice and visual identity. Employment branding transcends across the recruitment marketing pillars including thought leadership, candidate relationship acquisition management, and content. Bennett Sung is the Head of Marketing at Allyo.

Expert Ways of Writing a Resume - Why Its Important

Expert Ways of Writing a Resume - Why It's ImportantLearning to write a resume is one of the most important and necessary skills you will ever learn. As a job seeker, you need to make sure you get noticed, and you can't do that if you can't write a well-written resume. A resume is the first impression people have of you on their first meeting. And if you can't do it, then it's time to start looking for another job.You may not know it, but your resume has the power to place you in front of the hiring manager for a job that you may not be happy with at all. That is because the job you are applying for, your target, is the only thing that is being noticed by the other candidates. The person reviewing the resumes will be focused on what your target job is.If you don't have that new job, then you're probably pretty depressed right now. And who wants to be the one who laid out the entire plan to get the job? Besides, you need to feel good about yourself.So that's why you should develop you r own strategy for writing a resume. This means you will be the one reviewing your resume after every interview. You want to find new and different ways to communicate how much you are valuable to the company. And when you do this, you will surely find yourself getting offers for more than the one you were originally hoping for.One of the greatest advantages for job seekers is that they have access to experts in their field. For example, we often use the services of the executive resume writer. These people can take a general view of the resume you submitted and recommend ways to improve your style. Or they can even offer advice on how to make the resume a little shorter or broader.Another benefit is that the resume writers also will look at your cover letter. They will make suggestions to add some information or remove some phrases. Then they will rewrite your resume and send it back to you for approval. If you like what they have to say, then they will send you the completed copy to review.You will want to make sure the resume that you are sent has all the information about you included. You don't want to waste your time on something that doesn't really reflect your skills and experience. And you also don't want to waste the employer's time either.One of the best ways to write a resume is to use this expert ways of writing a resume. You want to take the advice of professionals. You have the edge because you have access to the resume writing experts that are available online.

7 simple ways you can win that exec position at elections

7 simple ways you can win that exec position at elections This post has been written by a member of the Debut Student Publisher Network. An exec position can give you just the CV boost you need. Beth Hurst tells you how to get one. It’s election period at university, so it’s time to start thinking about applying for a committee or exec position. It might seem daunting at first, but there are so many skills that the experience can teach you. Being part of a society or club is great for your CV anyway, but if you feel ready to take on that extra bit of responsibility, here are 7 ways to grab that exec position you want! Related: 7 things being on a society exec teaches you Decide what society is right for you This should be an obvious choice. If you’re part of an exec team for a year, you’ll be expected to spend a lot of time not just with the rest of the team, but with other members at various events. Make sure the society you choose is full of people you admire, coming together for a cause, activity, or subject that you love. Related: Quiz what society is right for you? Decide what exec position you want to run for In every committee there will be an exec position that could suit you. If you’re a natural leader, go for President, or Vice-President. If you’re super-organised, then you could excel as a secretary. Don’t be afraid to go for the more challenging roles, such as organising shows, being team captain, or in charge of fundraising. Just because you haven’t done it before, it’s not a reason to back away. University is about challenging yourself, so just think about how amazing your CV will look with an incredible, but different job on there! Make sure people know who you are ‘It’s not what you know but who you know’ is a problematic saying, but it applies here. The more that the previous exec know your face and other members get to know you, the more they’ll trust you can do the job at hand, so will vote. Throughout the year, get involved with all areas of the society that you can. So buy your bar crawl ticket, submit that meal pre-order, get down to dance class, become a volunteer, and get stuck in! Ask for advice It’s always a good idea to talk to the person in the exec position currently before you run. Get some knowledge, ask questions about the role, and maybe even find out their thoughts on your manifesto. They’ve done the job for a year and will know it inside out. Ask about what they’re proud of, and what they wish they’d have done differently. Think how you could improve on the work they’ve already done. Write your manifesto Either write your manifesto to post online for votes, or think about what you want to include in your speech. You’ll probably have limited space/only a few minutes to convince your society that you’re the best candidate. Split up your speech into sections, such as 1) why you want the exec position, 2) what you would aim to achieve 3) what skills you have to achieve this. New ideas are great, but don’t forget to acknowledge everything the society already does, and how you’d push it further. Have confidence The most important thing when applying for an exec position is feeling confident that you’d be great at the job. If you believe you can do it, then your certainty will come across in your manifesto or speech. Being on an committee is a massive commitment for the entire year, but if you’re sure it’s right for you, then go for it. Breathe deeply, speak clearly, and show everyone what you’re made of. And if all else fails… Even if you don’t get elected this year, remember that there are still many ways to get involved in the society, whether it’s by teaching a class, volunteering, or simply by taking part in events. Work hard, grow your CV, and remember there’s always next year! Follow Beth on Twitter @Bethhursty Connect with Debut on Facebook and Twitter

Prets policy on franchising - The Chief Happiness Officer Blog

Prets policy on franchising - The Chief Happiness Officer Blog British sandwich chain Pret a Mangers FAQ page explains their policy on franchising: Franchising ? sorry we don?t. Please don?t call us and ask for a franchise because we don?t; we really don?t. We don?t franchise. The fact is, we don?t like to franchise, so we don?t. A little bit of humor goes a long way in business :o) Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Dont be too afraid to get into a new industry - Hallie Crawford

Dont be too afraid to get into a new industry I was thrilled to get an email recently from my career coaching client Peter in Chicago. He is looking to transition into a completely different industry from insurance to sales/project management outside of Chicago. We spoke about his resume and revised it for this new field. When he looked through his LinkedIn connections, he saw that one of his close friends knew someone at the company he was interested in. He called them right away asking for an introduction, which he got, and was able to speak to the contact there right away. He submitted his resume and they are working with him now to set up an interview! Quick tip: Dont be afraid to stick your neck out by trying to get into a new industry and take a risk and ask for help from friends. This took some quick, assertive act on Peters part and its paid off. Be diligent with your job search. It takes time and effort to network your way into a job, a lot more than just submitting your resume to a job opening online.  It pays off much more than just posting your resume does, especially when youre trying to get into a new industry. So go for it! Job Search Coach P.S. Is your dissatisfaction a passing phase or a sign it’s time to move on?  Find out if for sure you’re in the right career with our  Ideal Career Quiz.