Management

“The football’s on tonight”

Growing gulf between pay of younger and older people, says TUC A recent article in the Guardian has identified a ‘growing gulf between pay of younger and older people.’ Whilst young people in the UK are already struggling to save enough money to leave home and get a mortgage, we question whether it is differing attitudes of these generations towards work that is creating this gap? Marketing expert Simon Sinek thinks yes and has given his take on the difference in attitude of millennials: ‘[Millennials are] thrust in the real world and in an instant they find out they’re not special, their mums can’t get them a promotion, that you get nothing for coming in last - and by the way, you can’t just have it because you want it.’ According to Simon, it is possible that a this it could be the lack of altruism which is leading to millennial’s reduced dedication to their jobs. As a millennial myself, I do take comfort in Simon blaming parents for the cultivation of this attitude. Maybe I really can blame my parents for the reason I don’t earn as much money as older generations… We are a generation, according to Simon, used to ‘winning medals for coming last’ and this is a primary perpetrator in encouraging this attitude in comparison to older generations. They didn’t have access to instant gratification: parents couldn’t buy replacements phones straight away, they had to work for their money and if they wanted to communicate with someone it wouldn’t be as simple as sending a WhatsApp. Is it really the “taking part that counts” attitude, for being able to access anyone at any time and having instant recognition for achievements through social media engagements that has made some of the younger generation entitled and therefore unworthy of higher pay? Are workplace benefits the reason for the pay of younger and older people? Employers are asked quite often from millennials about flexible working hours and the ability to work from home. These have become common requests, with as many as 70% of millennials wanting flexible working hours. Research by RIAS has also found 44 per cent of younger people were found to have feigned illness to avoid coming into work, compared to just 12 per cent of over-50s. And almost a third of 20 to 39-year-olds also see sick leave as an ‘additional holiday’ that they deserve and are entitled to. If we put these statistics to an older generation we might hear “back in my day we were happy to have a job and did whatever we had to do to keep it.” Perhaps this is where the millennial generation are having a shortfall in drive. Perhaps it’s lack of gratitude for having a job that makes employers resentful in giving the same payslip to both the millennials and their older, more grateful counterpart. That said, looking at the CVs of millennials you’ll find a vast number of free or low paid internships, work experience and charity work, alongside a Saturday job, university and outside skills. Many millennials perhaps feel “entitled” not because they’re “self-absorbed” but because they work very hard, for very little, and feel they deserve a job which reflects that. Millennials, starting out at work have such an array of skills, qualifications and experience that perhaps they feel empowered to find the right job which warrants their hard work. An attitude which encourages self-worth but could also hinder career growth and getting that first foot onto the ladder. It’s the shared understanding between self-worth and the desire to progress which is what will make a successful candidate. What we think We are finding experience in a specific role or industry is key these days and pay will generally go in line with relevant knowledge and the right attitude, no matter what age or generation you belong to.

Similar to finding a new house or maybe even a holiday, if you find someone who is an expert in their field, you can free up your time rather than spending painstaking hours trawling through pages of online search results. Aside from time saving, whether you are looking for a new role or keen to hire someone for your team, using the right agency and Recruiter, will offer you greater clarity and someone who will support you throughout your journey.

Archaic in nature, the CV doesn’t quite do people justice these days does it? Here are the issues we have with it.

Without exception, at the end of every interview you will be asked, 'Do you have any questions for us?' The answer to this question can say as much about you as the entire interview itself. It illustrates how engaged and interested you are, and whether you’ve been listening to the interviewer. Plus it’s the last chance to leave them with a good impression of who you are. As Jems Recruitment's Managing Director, Jo Samuels, explains: ‘We find it really telling when a candidate doesn’t ask any questions. Do they believe they know everything?’ But there are some important things to remember about this minefield of a question too. If you could answer your question simply by googling it, then don’t ask it. You should know it by now. Examples of this are: What’s the name of the CEO (Check their company LinkedIn page) What products do you sell? (Check their website) Do you have any other offices? (Again, check their website) What social media profiles do you have? (Check Facebook, Twitter, Instagram etc) So what are great questions to ask? Here are some perfect examples, just make sure they weren’t answered during the interview already before you ask them. What does a typical day look like in this role? What are the key things that need to be achieved by this person in the first three months? What’s the rest of the team like? Could you talk to me about the company culture? Of course, as you know you won’t ask about salary or holiday allowance. This can all be discussed at offer stage, but showing an interest in the position and how the company team works is a sure fire way to leave the interview on a very positive note, and bag you that offer of employment.

We all experience stress at work from time to time, but there are ways we can manage it. Here are 7 tips for managing work place stress: Prioritise It can be very overwhelming watching your to-do list get longer and longer. Take some time to prioritise the most urgent tasks and do them first. Break down the big tasks into smaller ones so they are more manageable. Get organised Researchers at the University of California, Los Angeles, found that just looking at clutter can spur the body’s production of stress hormones. So, doing a quick tidy up of your desk could do wonders for your stress levels. Get a hobby Having something outside of work that you can put your energy into is a great way to reduce stress. Even better if it’s an active hobby as all the endorphins you release will put you in a positive mood. Take a break Always take a lunch break. It’s an opportunity to get some fresh air, breathe, and release any stress that’s built up during the morning. Eat right and sleep well Getting the recommended seven to nine hours of sleep at night and eating the right foods will help your brain work more productively. Eating sugary or fatty food during the day can often be the cause of your mid-afternoon slump. Know your limits Being able to manage a big workload while working to tight deadlines is a great attribute to have, especially for potential employers. However, saying yes to every request and taking on more work than you can handle is detrimental to your own wellbeing and performance. Ask for help It’s not a sign of weakness to ask for help. If you’re struggling to cope, talk to your manager or speak to a work colleague about sharing your workload.

National Work Life Week is an opportunity for both employers and employees to focus on well-being at work and work-life balance

It’s very easy to panic as soon as someone hands in their notice. You scramble around your computer to find the job description you used to hire them way back when, and use this out-dated document as the benchmark for future candidates. But taking the time to review, evaluate and amend the role and the person you want to attract will set you up for a very successful placement. Here are our top tips on how to write the perfect job description:

A bad CV won’t get you very far in the recruitment process. Here are the do's and don’ts to follow when putting one together. DO Do use a professional font, we love Arial or Times New Roman. You should always say no to Comic Sans! Do keep it to two pages max. Unfortunately nobody has the time to read a five page CV, nor should you want to create one. You can be short and succinct in your descriptions of roles. Do put things in chronological order. We want to see your career path clearly. Do use dates. The month and year of each role will suffice, ie. February 2015-March 2018. If there are gaps in your employment, please do be ready to offer an explanation and discuss what you learnt during that time. Lots of people take career breaks, it's what you did with your time out that matters. Do check for typos. Some mistakes can be easily missed and if you’ve merely typed the wrong word, your computer spell check won’t pick it up. Get a second pair of eyes to look over it. Do be specific. For each role that you go for, you should ensure your CV plays to the strengths required. Do show examples. For those key skills required in a job, give an example to set you apart from other applications. For example if you are uber organised, explain the time you managed the roll out of a new policy to 200 staff in your organisation. DON'T Don't include a selfie. It won't matter what you look like and it’s taking up valuable space where you could be explaining your experiences. Don't nclude every single job you’ve ever had in your career. If you’re applying for an Underwriting role, that job you had house sitting 15 years ago during the Summer holidays isn’t going to help your chances. Keep things relevant. Don't waffle. Keep language succinct and persuasive. Don't neglect your CV. As your skills and experiences progress, so should your CV. Keep it up to date.

A poor hire at mid-manager level with a salary of £42,000 can cost a company more than £132,000 according to Perfect match: Making the right hire and the cost of getting it wrong. That’s £132,000 that could go towards training, employee benefits and more! So, how can you avoid making such a terrible decision and what are the things to keep in mind.

Seven attributes of a brilliant recruiter but a can-do attitude is a must-have to being a great problem solver.

Recruitment myths that are believed to be true but are not the case