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Hays Reports Graduates Turning To UK Call Centres To Get A Foot On The Career Ladder

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Hays, in conjunction with the Top 50 Call Centres for Customer Service initiative, has reported that UK call centres are attracting more graduate employees.

Hays Contact Centres revealed that over two in five (43%) call centre managers have experienced a rise in graduate applications over the last twelve months and 35% of call centre workers are now educated to an undergraduate university level, compared to 25% in 2009.

The level of interest from graduates is not surprising, given that there are currently around 70 graduates for every job vacancy compared to just 31 graduates in 2008, suggesting that graduates are making a smart move in turning to UK call centres for employment opportunities.

According to the survey of 286 call centre professionals, working in the industry offers a real chance for career progression, with 54% of call centre agents agreeing they have a clear opportunity to progress beyond their current position, compared to just 40% in 2009. Over half (58%) stated they would like to develop a long-term career in the industry and the signs are encouraging, as 55% of UK call centre managers started out as agents.

The survey also suggests that graduates will benefit from excellent training and development opportunities in the call centre, as 65% of managers spend more than 20% of their time coaching or training team members, and one in four at least 40% of their week.

Simon Thorpe, Programme Director at Top 50 Call Centres for Customer Service, said: “There are record numbers of graduates looking for work this year and it’s encouraging that so many are attracted to the call centre industry. UK call centres offer excellent training opportunities and competitive salaries, plus the opportunity for graduates to develop their careers and move up the ladder, both within the call centre and across the wider organisation.”

Via EPR Network
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Hays and AmicusHorizon Working With Tenants To Get Them Into Employment

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Hays Social Housing, the leading recruiting expert, is working in partnership with AmicusHorizon, one of the largest housing associations in the South East region on a job seeking skills programme.

The three-month programme, which was set up because residents said they needed support in gaining employment, has already secured jobs or training for several tenants and has improved the employability of many others.

The programme started in June with introductory seminars and a series of one-on-one career coaching sessions. Each participant also attended five Hays workshops, which taught them how to write a successful CV and best practice interview tips. Residents were also given access to a ground breaking on-line career programme which was developed by Hays specifically for AmicusHorizon.

Helen Kirk-Brown, Regional Manager at Hays Social Housing, commented: “This partnership is a fantastic way of supporting residents into employment and is essential in such a tough economic climate. To date the participants have completed placements within local businesses and are now working with us to establish personalised long-term career plans. Whilst the project isn’t yet complete, we have already achieved outstanding results as several residents have already secured employment or training opportunities.”

Alma Haq, Resident Involvement Manager at AmicusHorizon, added: “This is the first time we have run a scheme like this and I am extremely pleased at how it is progressing. We are delighted with the commitment the participants have shown. Local businesses have also been very supportive towards the programme. Hays is working hard to ensure residents are equipped to find employment for the long term and it’s great for our residents to know that help is at hand.”

For further information about Hays Social Housing and social housing jobs interested parties can visit: www.hays.co.uk/socialhousing

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Hays Reports Millions Being Spent On Coaching Without A Business Purpose

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Hays Senior Finance reports that while multi-millions of pounds are spent on coaching across the UK, 15% of organisations admit they have absolutely no measurements in place to assess the impact of their programmes.

A new survey from Hays Senior Finance, working with expert coach/ mentors LeaderShape, shows that coaching is often undertaken without evaluating the return on investment. The survey also shows that 68% of businesses fail to use coaching directly to address corporate objectives and outcomes are often simply referenced at a personal level.

According to the data, the majority of coach-mentoring programmes are for individuals, with 72% deployed to develop individual talents or address personal worries.

Chris McCarthy, director at Hays Senior Finance, said: “In far too many cases companies are leaving it to individuals to set the framework for their own coaching or mentoring – with little or no reference to business needs. They then fail to check the standards of their programmes and show little concern for the outcomes. Support can be extremely effective when a professional starts a new role, but it is essential it is carried out in the right manner by people who understand the specific needs of these individuals.”

The survey showed that if a senior finance professional leaves within three months of starting a new role not only is there a financial cost, but it dampens staff morale. The vast majority of respondents (96%) agreed that these appointments would benefit from confidential support during this period.

One major concern revealed by the Hays Senior Finance/LeaderShape survey is the lack of ongoing professional development for providers. Internal coach-mentors are the preferred choice by those who use coaching, with 73% of companies using in-house support. However, 16% of coaches and 28% of mentors do not receive any training or support themselves, while companies describe 29% of team or group facilitators as untrained.

Chris Gulliver from LeaderShape commented: “This is a very expensive missed opportunity for UK Plc in fast-moving times. Increasing amounts of money are being spent on coaching as a universal panacea but many companies have no comprehensive overview or sense of purpose.

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Hays And ICM Partner To Deliver Enhanced Recruitment Services

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Hays Accountancy & Finance, the leading recruiting expert, has signed an exclusive partnership with the Institute of Credit Management (ICM) to provide members with an enhanced, dedicated recruitment service. Complementing its existing strategic partnership to provide recruitment services outside of ICM’s core scope, as a Corporate Partner Hays will offer members additional priority services.

ICM members will continue to benefit from Hays’ regional network of offices and access to the latest job opportunities. As Corporate Partner, Hays will also offer members a priority service, which will include essential information in an annual salary guide, careers advice from expert recruiters and Hays will host exclusive national and regional networking events, which will include speakers such as ICM’s Chief Executive, Philip King. As part of the partnership Hays has also confirmed that it will be a sponsor of the ICM regional roadshows and the ICM Awards.

ICMos previously worked with Hays to develop an online skills test, which already forms part of every candidate’s screening and registration process when they register with Hays. It provides employers with extra information about jobseekers and additional insight into how well suited a candidate is to a role, thereby giving employers added confidence that they are recruiting the best candidate.

Ceinwen Wilson (née Walker), Credit Control Business Director at Hays, comments: “This exclusive partnership demonstrates our commitment to the industry, allowing us to continue to meet the complex needs of credit control professionals. As a Corporate Partner, we look forward to working even more closely with ICM and offering members a priority service so they have access to essential information which will help them progress their careers.”

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Hays Reveals Over Half Of Employers Welcome Flexible Working Legislation Despite Extra Cost

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Hays, the leading recruiting expert, has revealed the results of new research that shows over half of employers (55 per cent) welcome plans by the Government to introduce legislation requiring them to offer flexible working to all employees. Seventy per cent expect an increase in requests for flexible working and nearly 40 per cent are bracing themselves for a resulting impact on their budgets.

The survey of over 680 workers and 420 employers undertaken by Hays in June 2010 found that more private sector employers expect an increase in their costs if staff take up the offer of flexible working than in the public sector (44 per cent, compared to 33 per cent).

Employers offer flexible working primarily as way of supporting their employees, with just 18 per cent reporting it is just to comply with existing legislation. Only 29 per cent feel offering flexible working is integral to the success of their business.

From the perspective of employees, almost half of all workers (46 per cent) say their current employer does not encourage flexible working, rising to over half in the private sector. Furthermore, some of the options most sought after by employees are the ones they believe are unavailable.

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Hays Reveals The UK’s Jobs Offering The Best Opportunities

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Hays, the leading recruiting expert, has revealed the top ten job areas, which are currently exhibiting the strongest demand for candidates in the UK.

As a result of long development cycles the pharmaceutical industry came out on top of the new “most wanted” list. Areas such as regulatory affairs, health economics and statistical programming are faring particularly well due to the increase in safety measures and the need to check products going into the prescription markets.

The second key area revealed by the research was banking jobs in the city. In particular, the banks are looking for revenue generators who are client-facing, with a strong banking background and appropriate levels of managing risk and control, as the majority of investment, corporate and retail banks are still trying to re-build their businesses.

Doctors, qualified social workers and other healthcare professionals all came out well, benefiting f r o m a more secure job environment due to prevailing shortages. The NHS has an ageing workforce and specialist nurses are particularly in demand across the UK.

The demand for candidates to fill a wealth of IT jobs has risen by nearly 30% in 2010. This is partly down to the release of MS Windows 7, which has helped increase the demand for IT staff to support home users or smaller organisations.

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New Website Launched for Young Career Women Is Named One of ’10 Best Career Sites for Women’ by Forbes Woman

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On the heels of the launch of JaneHasAJob.com, a career and lifestyle website directed towards young, driven women, Forbes Woman dubbed it a “10 Best” career website for women. JaneHasAJob.com offers a largely untapped demographic—single women just beginning their careers—job advice, relevant newsbytes, style guidance, and a community hub.

“We are honored that Forbes Woman included us on its prestigious list. A career hub for young women has been long overdue—and our mission is to provide readers with the tools they need to get their foot in the career door, attain success once they’re there, and have fun while doing it,” said founder Emma Chase. As one reader tweeted about JaneHasAJob.com, “I absolutely love your website—finally something I can relate to!”

The idea for JaneHasAJob.com occurred to Ms. Chase when, searching for an Internet resource with targeted advice and dynamic content for someone in her position—a recent post-graduate, searching for career-planning and lifestyle resources—she came up empty. She found websites for working moms, for careers in transition, and for more established career women, but none for a woman just embarking on her career.

So, drawing on her experience working in media, attending and graduating law school, surviving rigorous recruiting and interview seasons, and working in the private legal sector—Ms. Chase created a new web destination for young women charting their careers.

JaneHasAJob.com offers tactical career tips on topics like thank-you letters after interviews, advice from career experts, style and fashion guidance for working women, and other news and content that related to its readership.

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Hays Survey Finds UK Workers Want Career Transition Support To Be Compulsory

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New research from Hays, the leading recruiting expert, has found that both employers and employees in the UK are calling for career transition services, such as career guidance, CV or interview advice, to be a compulsory part of all redundancies.

Hays Survey Finds UK Workers Want Career Transition Support To Be Compulsory

Almost two thirds of employers go so far as to say that the Government should offer funding to help provide this kind of support – rising to 72% of employers in the public sector.

The survey, which questioned almost 300 HR professionals and line managers and over 750 employees across the public, private and voluntary sectors, found that 47% of employers believe it should be compulsory for organisations to provide career transition services to staff being made redundant. It also shows that despite signs of recovery, organisations are still experiencing change with 41% of private sector employees and 50% of public sector employees expecting further redundancies in the next twelve months.

The majority of staff who have been made redundant said they used support when it was offered by their employer (80%). However more than half said if they were going to be made redundant the main area they would like support is with finding a new job.

The overwhelming advantage of career transition services for employers is the protection of the employer brand; over 60% reported the greatest benefit is in ensuring that staff leave on favourable terms. Career transition services can work by helping employees regain their confidence and find a new job, both of which were cited twice as often as CV or career path advice.

The potential impact of career transition services is clear. Aside from the financial impact, employees identified the feeling of failure (39%) as the biggest impact of redundancy. For those that had received support from their employer, the biggest negative factor was loss of structure to the day (just 28%).

Despite the clear benefits of career transition support, 73% of employees reported no support from employers when being made redundant.

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Career Coach Urges Out-of-Work Americans to ‘Be Like Madonna’

Millions of Americans facing long-term joblessness may find greater success in finding a new career rather than trying to reclaim what was lost says Washington-based success coach Eva Jenkins. Jenkins, who is herself re-tooling due to the economic meltdown, suggests a path of self-reinvention modeled on the ultimate ‘quick change artist’…Madonna.

Career Coach Urges Out-of-Work Americans to ‘Be Like Madonna'

As corporate economic belt-tightening makes the prospect of new positions in old places unlikely, Eva Jenkins urges the more than 15 million Americans who are looking for work to think like Madonna. “Madonna has remained a top pop icon for nearly three decades,” observes the Washington-based career coached. “It’s because she has consistently reinvented herself to fit changing times.”

Jenkins believes that a Madonna-like willingness to let go of the past and see new possibilities in the future is “the best antidote to a toxic employment environment.”

Leading by Example
Jenkins, herself, is a victim of the times. The founder of V.I.P. Innovations, one of Washington’s premiere resources for managing ‘human capital,’ Jenkins spent 20+ years working within corporations to facilitate effective communication from top to bottom, inside and out. But as the corporate bean counters have slashed budgets and human resources programs, she has found herself with fewer and fewer clients. “I knew I had to find a new way to ‘spin’ my skills,” she explains.

She reassessed her strengths and nimbly made the transition from working with human resources departments to simply working with humans. She offers one-on-one career coaching to the newly and long-term unemployed. She calls herself a ‘guide,’ noting that she sought out this new role not by choice, but as a by-product of the current economy.

“My new role seems to be a true calling,” she observes. “And in the process of helping others find out who they are, I have also been discovering my own path.”

Jenkins strives to build positive business relationships with her clients. “The best way I know to inspire people as their coach is to ‘walk the walk’ not just ‘talk the talk,’” she says. In this way, Jenkins serves as a role model for her clients. “I model the behaviors I want my clients to emulate such as the willingness to take risks, and a willingness to be vulnerable, authentic and open in their communication,” she explains.

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Joe Kiedinger Launches Program To Help People Connect Better With Co-Workers, Spouses And Children

Joe Kiedinger, founder and Brander-in-Chief of Prophit Marketing of Green Bay, believes that the number one killer of employee job satisfaction and workplace engagement is tension caused by unhealthy relationships and perpetual misunderstandings.

To help employers reduce tension and ultimately increase the level of employee satisfaction with their lives at both work and at home, Kiedinger is launching the About Me Card Program, an employee engagement system combining breakthrough communication approaches with supporting software.

The core of the About Me Card Program involves a practical personal assessment that reveals individuals’ fundamental motivations that are most essential to their happiness. With this information, human resources staff, business owners and managers can better understand what drives employees at the deepest level and can assist them with performing their jobs in a more meaningful and productive way.

Kiedinger is holding a premiere event for the launching of the About Me Card Program at 3:00 p.m. on Tuesday, April 27, at the Meyer Theater in downtown Green Bay. The event is free and open to the public and is being held in partnership with Junior Achievement. The event will include a presentation by Kiedinger, a demonstration of the software, a panel discussion, and live entertainment featuring Let’s Be Frank Productions.

Appearing on the panel will be Mark Skogen, President/CEO of Festival Foods; Dan Swift, General Manager of Dahl Automotive Group; Angela Owen, President of TBL Leadership Partners; Tom Thibodeau, Director of the Servant Leadership Program at Viterbo University; Chris Elliott, Managing Director of About Me International; and Kiedinger.

At the event, attendees will get a glimpse of two About Me Card Programs that will be released in 2011, About Me Kids and About Me Teens, as well as several technological enhancements involving social media.

According to Kiedinger, the About Me Card Program offers important benefits for employers. “When this program is applied to a business, it allows people to communicate clearly without misunderstanding, reduce conflicts, cut tension, hire right and match employees to jobs that fit their talents. In short, this tool creates a whole new level of cooperation and connection between people at work,” he says.

Kiedinger adds that “while all of these factors contribute to increased profitability, what is special with this program is that it helps employers do the right thing—make life better for their employees.” In addition, he says the program is also unique in that it helps facilitate the development of leaders across organizations.

Kiedinger says the most notable feature of the About Me Card Program is its simplicity. “I like to call it a ‘Monopoly’ property card except that instead of being about property it is about a short list of rules to help people successfully connect with one another. The software enhances the experience by allowing people to communicate effectively at the click of a mouse. No other assessment offers this level of immediacy and practicality while providing relevant individualized information,” he says.

Kiedinger says the About Me Card Program is an ideal culture-building tool that can easily become a company’s training program or be integrated into an existing training program. He also says the program can help improve employees’ personal lives by minimizing if not eliminating workplace tension that they would typically bring home with them at the end of the workday.

The About Me Card Program is already being used by a wide array of organizations, and the initial results have been very positive, according to Kiedinger. Organizations that are currently using the program include the United Way of Brown County, Festival Foods, Trig’s, Dahl Automotive, Al Huss Auto & Truck, The Selmer Company and TBL Leadership Partners. In addition, the program is scheduled to be used by a Campbell’s Soup Company plant in Texas in May.

Kiedinger notes that the About Me Card Program continues to draw inquiries from a variety of interested parties, including some organizations from China.

A white paper on the About Me Card Program is available. “How to Produce Highly Motivated and Engaged Employees in the Face of Today’s ‘What’s In It For Me? Workforce’ ” is available at www.aboutmecard.com.

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Construction Sector Seeking Flexible Freelancers

Hays, the world’s leading recruiting experts in qualified, professional and skilled people, has reported that the construction sector is seeking flexible freelancers with a first-rate career history and experience in the public sector.

Ongoing investment in the public sector has generated a demand for experienced individuals to work on a range of refurbishment, rebuild and extension projects, including local authority buildings, hospital renovation projects and the Building Schools for the Future (BSF) programme. Social housing is another area that has remained resilient.

“Site managers with Decent Homes or Responsive Repairs experience working with contractors on behalf of housing associations, councils and schools are sought after,” said Tony Keel, Regional Manager at Hays Construction.

On the commercial side, the demand for estimators, bid managers and business development managers has also remained steady, as many contractors are preparing their bids for future project work.

“There is a demand for pre-contract and tendering expertise as well as estimating and bid management skills in the current marketplace”, continued Keel.

A visible trend in the market is how the way in which the role of the temporary and interim workforce has evolved, due to the flexibility they offer an employer.

“Temporary roles are more in demand than permanent positions and we are seeing an increase in registered temp to perm jobs,” continued Keel. “Candidates need to remember that the temporary option offers them a foot in the door and those with strong CVs will be in a great position to benefit when the market recovers.”

There is still activity in the residential market, particularly in the larger cities, with affordable housing and shared ownership through house builders’ refurbishment activity providing constant project work. The demand for trades and labouring jobs has remained steady overall, although the average length of a contract has been reduced.

“Contractors working on these developments are still busy and this has fuelled demand for quality trades in this area. There are also excellent opportunities for companies with strong cash flow to upgrade properties now and resell when prices rise again,” added Keel.

Employers can afford to be more selective as to the calibre of applicants they recruit and the specific requirements needed given the volume of experienced site staff in the marketplace.

“Candidates need to focus on their CV’s, clearly outlining how their skills differentiate f r o m others and also concentrate on their interview technique – creating a positive first impression is critical,” concluded Keel.

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Virtual Career Fair Platform For Veterans

Astound llc is proud to introduce the latest application of it’s virtual career fair platforms. Milicruit.com was developed and designed for veterans and employers to meet online in a fully interactive 3D environment.

“We are extremely excited to launch Milicruit.com and are happy to work with industry leading employers and the thousands of veterans who leave active duty each month who are looking to re-enter civilian life” says Kevin O’Brien, CEO Milicruit.

Virtual Career Fair Platform For Veterans

Through this revolutionary new technology, veterans will have the opportunity to build a profile to register for the virtual career fair, and employers will be able to fully interact with the veterans as if in person. The career fair will offer the following for the attending veterans and employers

Virtual Booths
Job Postings
Company Videos
Company Presentations
Live chat with company reps
Video interviewing
Resume and interview assistance

“With all that our veterans have sacrificed for us, this is a great opportunity for us as employers to give back and to demonstrate our commitment and gratitude to the men and women of our armed forces who have so proudly served us” states O’Brien

Unlike many other career fairs, the Milicruit fair will run for an entire year. The career fair is limited to 75 industry leading employers who have made a commitment to give back and hire veterans for the obvious skills they bring.

Veterans who are interested in participating in the virtual career fair should register at the address below. Employers who wish to participate in the event should also call or email to discuss the different options.

About Milicruit
Milicruit was developed and designed to serve those brave men and women who have so proudly served us with honor and distinction in our Armed Forces. Many of our veterans returning to civilian life often find it difficult to compete in the open job market, and Milicruit provides an opportunity for employers and veterans to come together in a virtual setting.

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Employers On Look Out For Specialist Legal Skills

Hays, the world’s leading recruiting experts in qualified, professional and skilled people, has revealed that whilst it is premature to talk about a recovery in the legal market, signs are emerging that recruitment activity for certain niche skill sets has remained steady.

Hiring levels for transactional roles within private practice continue to remain static, but organisations are still keen to bring in specialist skills within certain sectors, such as professional indemnity, clinical negligence and insurance. Regulatory experience is also sought in both commerce and private practice, as employers continue to assess risk, particularly within the financial services sector.

“Although we cannot say with any degree of certainty that the market has turned the corner, we are experiencing signs of cautious optimism. Private practice firms are recruiting, particularly if they have a commercial and strategic reason to do so, for example senior level partners who have a following of clients,” said Helen Godwin, Regional Director at Hays Legal.

Demand for in-house roles has risen within the banking and financial services sectors, particularly in the derivatives, funds and asset management sectors. Organisations in the public sector are, however, beginning to be more cautious, “Although activity in the sector as a whole has slowed, given that organisations are wary of the political landscape and spending cuts, opportunities in niche areas such as childcare still exist, as councils seek to enhance their childcare legal teams,” affirmed Godwin.

The economic climate means that employers are still being very specific about their skills and experience requirements, thereby prolonging the recruitment cycle. “Firms are looking for individuals who tick all the competency boxes and can demonstrate a combination of technical skills and specialist knowledge. A track record in business development and a deep understanding of the commercial drivers of running a business are a definite plus,” continued Godwin.

For junior lawyers, conditions are the toughest for a decade – the number of training contracts has fallen and with trainees doing paralegal work, it has become even harder for qualified lawyers to find work. Adopting a flexible approach is very important, “My advice is to think strategically about the area of law you want to go into as some areas, such as clinical negligence, insurance and employment, are more recession proof than their more ‘glamorous’ counterparts,” noted Godwin.

The message for jobseekers is that they must be supremely well prepared given the intense competition to ensure they give themselves the best chance of securing a role. “I cannot stress enough the importance of researching the organisation and preparing for competency based interviews,” continued Godwin.

Ensuring that skills are kept updated is another important factor to help boost the chances of employability, “We would encourage young lawyers to take advantage of any networking opportunities and attend any relevant legal courses. Brushing up on areas such as employment law, restructuring and insolvency is a smart strategy, as recruitment for these skills will pick up in 2010,” concluded Godwin.

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Steady Growth In Demand For Retail Banking Roles

Hays, the world’s leading recruitment experts in qualified, professional and skilled people, has reported that despite difficult trading conditions, there has been a steady growth in demand for retail banking roles.

Signs are emerging that the market is starting to pick up, with organisations starting to prioritise recruitment. Tessa Hollingworth, Operations Director at Hays Banking, explained: “Clearly, we’re not out of the woods yet by any stretch of the imagination, but we are experiencing an increase in the demand for a variety of banking roles, particularly within the major retail banks and building societies.”

Building societies are looking to fill variouis banking jobs, from cashiers and customer service advisers through to assistant managers, senior branch managers and regional managers. “Recruitment is taking place across the board with these organisations looking for a mix of junior candidates and for those with managerial experience,” added Hollingworth. “Organisations will look carefully at an individual’s work history – evidence of loyalty to an employer is advantageous. Prior experience is preferred for more senior roles although for the more junior roles the right attitude is just as important.”

Recruitment in corporate banking jobs and commercial banking jobs has also picked up momentum, with a demand for restructuring and recovery roles in particular. These are challenging roles and individuals need to be excellent problem solvers and have first-class communication skills. Distressed debt is one of the key issues in today’s market and specialists with this specific experience remain highly sought after in the current market, given the requirement for strong credit, risk and accounting knowledge. “Employers are keen to hire individuals with excellent relationship management skills and strong credit skills,” added Hollingworth.

Business development also remains a focal point for retail banks and building societies with a strong track record in sales being one of the key competencies sought after by employers in the field of business banking jobs. Professionals can use their transferable skills from the wider retail environment to put them at an advantage when applying for jobs in this sector. Qualified financial advisers who are able to achieve targets consistently are also highly sought after, relevant industry qualifications such as FPC/CeFA are essential.

Professionals looking for retail banking jobs need to differentiate themselves in the current market and this means being thorough with CV preparation.

“With competition for roles extremely high, it is in the interests of every individual to spend as much time as possible refining their CVs. Candidates also need to work on their interview technique and be aware of competency based interviews and what employers are expecting,” continued Hollingworth. “For all roles, providing clear examples of past achievements and the impact they have had on the bottom line is particularly important. Specialist recruiters can provide tailored advice to help candidates in all aspects of the recruitment process.”

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Hays Reports Energy And Sustainably Skills Required For Building Services

Hays, the world’s leading recruiting experts in qualified, professional and skilled people, is reporting that despite difficult trading conditions employers’ confidence is improving with positive signs for recruitment activity in the building services sector, especially for candidates with specialist skills, such as sustainability and energy efficiency experience.

Recruitment activity for jobs that require energy and sustainability expertise has remained steady across the public and private sectors, with employers particularly keen to attract individuals with a track record in implementing policies to reduce the carbon footprint and emissions of buildings.

Meeting efficiency targets is high on the agenda of most organisations and if a candidate can demonstrate experience in this field, this is a definite advantage and will improve the chances of being shortlisted.

“We have noticed that there are a range of permanent, temporary and interim opportunities for those individuals with energy efficiency experience. The types of role that employers are looking for include energy managers and facilities managers,” commented Mike McNally, Business Director at Hays Building Services.

Experience of Display Energy Certificates (DECs) and Advisory Reports is a fundamental requirement. “The requirement for DECs only came into effect towards the end of 2008 and these need to be renewed every 12 months, therefore local authorities and institutions need specialists in this field to ensure that targets are being met and that they conform to the Energy Performance of Buildings Directive (EPBD),” continued McNally.

The equivalent for commercial and private buildings is Energy Performance Certificates (EPCs). Low Carbon Consultants advise on the design and operation of commercial buildings to meet the highest energy efficiency standards complying with Part L (Conservation of Fuel and Power) of the Energy Performance in Buildings Directive (EPB) and can subsequently qualify and attain the Low Carbon Energy Assessor (LCEA) grade.

These skills and qualifications can be easily transferred from the private to the public sector, which increases an individual’s employability and can make a significant difference to those looking for building services jobs, particularly during the current downturn. “Achieving LCC status not only means that individuals can command better salaries but these specialists can make a real difference to consultancies and bring in much-needed project work,” added McNally.

The competitive recruitment market means that jobseekers with senior strategic project management skills and evidence of cost savings on projects will clearly hold the upper hand. Delivering cost effective solutions and adding value are very much the order of the day. “It is imperative that individuals spend sufficient time on their CVs and quantify their achievements, carefully detailing all the projects they’ve worked on and the impact this has had on the bottom line. Prior experience of the implementation of energy saving technology should always be included when applying for building services jobs,” explained McNally.

Chartership, qualifications and a solid Continuing Professional Development (CPD) record are all important considerations. “Individuals need to focus on career development and networking is a major part of this. Organizations such as the CIBSE, HVCA and the ECA hold numerous monthly meetings across the UK and are free to attend,” concluded McNally.

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Acute Shortages Across UK Nursing Sector

Hays, the world’s leading recruitment experts in qualified, professional and skilled people, has reported that the acute shortages felt across the nursing sector in the UK has led to demand for professional staff from overseas.

The most affected areas for nursing jobs are in critical care (ITU), A&E, theatre, intensive care (ICU) and accident and emergency medicine nurses, with skill shortages also apparent for obstetrician and gynaecologist, orthopaedic, anaesthetic and recovery nurses.

“The available talent from abroad throws an important lifeline to the UK given the pressing need for skilled nurses. Around 10% of nurses working in the UK have trained abroad and the shortage of skills can only be adequately filled by targeted international recruitment,” commented Simon Hudson, Director of Hays Global Resourcing at Hays Healthcare.

A combination of more effective utilisation and retention of skilled nurses, increased emphasis on training new nurses and, in the short term, increased international recruitment, would seem to provide the optimal solution to the nursing jobs crisis.

“While most of our temporary and permanent recruitment is carried out locally, the demand for certain skills has outstripped supply. It is therefore our responsibility to help clients attract these key professionals from outside their local market,” stressed Hudson.

An international presence in 28 countries enables Hays to reach and target this extended pool of nursing professionals. “Our office network means we can source candidates from abroad and assist UK employers in finding correctly qualified nursing staff to meet their requirements,” added Hudson.

Hays Healthcare has now added a comprehensive project methodology programme, LOCATE, to its portfolio to provide further support to employers via its global network.

“This gives employers extra confidence to partner with us to fill the gaps in their workforce,” explained Hudson. “The new methodology, within an international recruitment context, helps our clients through the process – it is innovative and comprehensive, detailing exactly how each project will be handled to ensure that it is a success every time.”

The problems facing the nursing sector in the UK are further compounded by an ageing domestic workforce – around 60% of the worker population is due to retire over the next decade. However, the shortage of nurses is not just limited to the UK with demand outstripping supply across the world, which in turn fuels a cyclical international movement of labour in the nursing profession. Many UK nurses are leaving to go and work abroad, to destinations such as Canada, Australia, the Middle East and the United States. Hudson explained: “Clearly, lifestyle and financial reasons rather than an inability to find a job in the UK are two of the key motivators.”

Hays has also launched the Hays Healthclub, which supports existing and new workers. It provides new Hays members and those who refer others for roles, which are suffering from skill shortages with a £250 Healthclub bonus.

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Recruiting Private Sector Talent Is Now A Priority For Public Sector

Hays Public Services has revealed the results of a new survey which shows that more than 80% of public sector organisations believe skills shortages in their organisation would be best filled by private sector workers.

Employers based across public services divisions including education, central and local government, housing, the NHS, charities and not for profit organisations stressed concern about the lack of commercial talent. 47% of respondents also said there are widespread skill shortages generally and this needs to be addressed in order for quality services to be delivered.

Concerns expressed by respondents identified shortages in management skills (54%) and indicated that the most valuable attributes a private sector candidate can bring to the public sector is commercial expertise (61%) and creativity (17%). Other attributes include a different drive and ethic.

The time to move to the public sector may be now, with 63% of employers confirming they have noticed an upturn in applications. Significantly 86% believe this increase is beneficial with job candidates bringing a diverse range of skills experience and willingness to adapt to new methods.

Andy Robling, Director at Hays Public Services, said: “The recession has forced people to re-evaluate their perception of a job in the public sector and they have come to realise that it offers comparable pay, generous benefits and a challenging, yet rewarding, environment. At the same time, many public sector organisations are undergoing a period of change and commercial expertise is highly valued to manage this process and drive efficiencies. Employers need to make sure they are tapping into this pool of talent. Jobseekers with a commercial background have never been more available or more willing to make the move.”

Although almost two-fifths of public sector employers are adamant that the recession has enabled access to a pool of talent that may otherwise not have been on offer, there is also the concern that once the economy picks up many of the new workers will leave and go back to previous private sector employment, once again leaving a dearth of skills.

About Hays Public Services:
Hays Public Services is part of Hays plc and specialises in public sector jobs including social housing jobs and a range of jobs in education.

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Business Development Paving The Way To Successful Sales Growth

Hays Sales has revealed that the recession has underscored a shift in emphasis toward business development, as organisations seek to increase sales and grow market share.

Business Development Paving The Way To Successful Sales Growth

“The demand for business development managers has remained buoyant, particularly in the service sector, in industries such as IT and utilities, but there are also opportunities in the facilities management side of construction,” commented Kevin Dunbar, National Sales Director at Hays Sales.

A track record of business development is a highly prized asset in the current marketplace and this is reflected in the salaries and benefits on offer for the right individual. The need to develop and win new business, over and above the management of an existing client base, has led to a steady demand for sales professionals who can make a real difference to their company’s bottom line.

“Organisations are looking for experienced business development managers, with the skills to bring in new clients and generate much-needed cash,” continued Dunbar.

For those looking for business development jobs, it is imperative that CVs are tailored to each role and include all relevant competencies. “Individuals need to draw out the experience they have, make it specific to the role in question and demonstrate that they have the skills to meet the organisation’s requirements. Quantifying achievements is very important, as employers want to see evidence of revenue streams,” Dunbar explained. “Employers are looking for a blend of strong commercial and interpersonal skills and are seeking evidence of how individuals handled themselves in certain situations and how capable they are of interacting with colleagues to achieve desired outcomes.”

One of the fundamental issues for employers is to attract the right calibre of candidate for their business development jobs, given that many jobseekers are cautious to move in the current market. With job security the most important consideration for employees, organisations need to find innovative recruitment solutions and delivering a strong sales message is a key lynchpin to a successful recruitment strategy. Establishing a thorough recruitment process is central to this and will also have a positive ‘knock on’ effect to reduce staff turnover. The use of online advertising has become a focal element behind any successful recruitment strategy. “There are a whole host of solutions, including bespoke campaign sites, SMS messaging and video content, to promote both the organisation and its roles,” stated Dunbar.

The sales industry continues to be blighted by high levels of staff turnover, particularly in the utilities sector, which serves to reinforce the need to focus on employee retention. Although investment in training and development is an important way of engaging with any workforce the current climate has not facilitated this, as companies struggle to generate sales.

“Training tends to take a back seat during a recession and is one of the first areas to be affected by spending cuts. That said, jobseekers place great value on career development and so employers need to strike the right balance if they are to retain their best sales teams,” concluded Dunbar.

Hays Sales is part of Hays plc, specialising in a range of sales jobs from telesales jobs to sales director jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. As of 30 June 2008, the Group employed 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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Rise In Number Of Teaching Applications, Report Says

A recent Hays Education survey has shown that more than a fifth of teachers believe the increase in teaching applications is positive, because the so-called ‘credit crunch teachers’ are bringing new skills and experience with them.. However, current teachers have also questioned their motives and 33% are concerned that they don’t realise how difficult teaching is and won’t stick with their newfound careers when the economy picks up.

Teaching Applications

Martyn Best, managing director of Hays Education, said: “Interest in teaching jobs has increased during the recession. Naturally, people are looking for the added job security, but they are also taking stock and assessing what they really want from a career – particularly if they have been made redundant and feel let down by their previous employer.”

The government has recently attempted to attract redundant workers into teaching by offering fastrack PGCE courses. The incentives also include golden handshakes to those chosing to teach science or maths.

Stuart MacKenzie is a former graphic designer who turned his back on commerce and retrained as a teacher. Stuart, who is now head of design and technology, said: “I was a graphic designer working with clients such as Cadbury and Rolls Royce before becoming a teacher. Real-life experience is really helpful in the classroom and adds to the breadth of knowldege that you can pass on to a class.”

The vast majority of respondents (84%) confirmed this, with the belief that recruiting teachers from a wider cross section of backgrounds – including commerce – would benefit the teaching profession. Interestingly, it also seems the tide is turning against some of the common misconceptions of teaching with 59% of teachers stating that they were happy with their work-life balance.

Martyn Best said: “Our advice is to contact your local school and get some practical experience. See how schools have progressed and find out whether the reality of a career in the classroom would suit you. Then take a PGCE course and explore which side of teaching you prefer. A positive attitude, good communication skills and patience were rated most highly by current teachers. Many people will have learnt these skills in the private sector and once they have the relevant qualifications will find that teaching is a career they can excel in.”

About Hays Education:
Hays Education is part of Hays plc, specialising in range of education jobs from teaching assistant jobsto headteacher jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8294 staff operating from 380 offices in 28 countries across 17 specialisms.

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Hays Social Housing Reports Increase In Demand For Housing Professionals

Hays, leading specialist recruiter, has stated that the government’s plans to secure a brighter future for school leavers amid the rising tide of unemployment, has led to an increase in demand for support workers.

“We are experiencing a steady demand for social housing jobs, particularly for support workers to undertake varying assignments with the 16-25 age group and this requirement is expected to increase as government grants for supported funding become available,” said Matt Lewis, Business Director at Hays Social Housing. Support workers typically assist individuals in hostels and refuges with their lives and the transition back to work. This means the skills employers are looking for include proven experience with client groups and an ability to undertake support plans.

In line with the government initiative, Hays Social Housing has been partnering with social housing providers to offer careers advice to tenants and youngsters that are at risk of being made homeless. “We’ve been running a series of workshops with a focus on how to create a winning CV and how to conduct yourself during an interview. The sessions have had a positive impact, helping to break down some of the barriers that are preventing individuals from fulfilling their true potential,” explained Lewis.

The recession, which has brought hardship to many families, has also fuelled an increased demand for specialist help for those at risk of having, or who have had, their homes repossessed. “The demand for housing advice officers has increased significantly over the past few months. Salaries have remained stable given the increased competition for skills to attract the best applicants, as pressure for these services continues to increase,” continued Lewis.

Due to the changing regulatory framework, one of the key trends has been the increased focus of housing associations on their customer service provision, which has led to a requirement for tenant and community engagement, neighbourhood involvement and inclusion. In addition the Decent Homes Programme continues to fuel tenant liaison opportunities with organisations such as contractors, building and utilities companies’ officers. Meanwhile, there is also a demand for housing policy roles that focus on strategy and commercially-minded individuals who can drive efficiencies and generate new business.

“Housing associations are looking for individuals with transferable skills to work as leasehold officers, liaising with private landlords and carrying out risk assessments,” added Lewis.

Two of the key requirements for individuals in social housing jobs are a solid work history and an ability to hit the ground running. While CIH qualifications are important, particularly for senior roles, these are not usually a pre-requisite. The demand for social housing professionals is likely to continue given the pressing need to increase the supply of affordable housing, as highlighted by the government’s commitment to build new homes, which is a continuing sign that the sector remains buoyant.

About Hays Social Housing:
Hays Social Housing is part of Hays plc, specialising in a range of social housing jobs including housing benefit jobs and supported housing jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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