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Foster Care Associates Rated Outstanding In Ofsted Inspections

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Foster Care Associates (FCA) has reaffirmed its status as the UK’s leading independent fostering agency through the publication of recent Ofsted inspection results.

Assessing the quality and standard of services provided in its North West and South West regions, Ofsted judged each category and the region as a whole as ‘Outstanding’ – a fantastic achievement for the fostering agency. The inspectors found extensive evidence to underpin their judgement, particularly from children and young people and the agency’s foster carer colleagues.

The results further support the fostering agency in its ongoing commitment to raising standards of foster care and improving outcomes for children and young people. Through the Team Parenting model of foster care – delivering an extended network of professional support services to the foster carer and the child or young person – FCA is working to change the shape of foster care in the UK.

Regional manager at FCA North West, Colette Abbiss said: “We are delighted to have achieved the highest accolade with our practice being judged as ‘Outstanding’. The outcome is testament to the consistent hard work in the North West and the dedication and commitment of our staff and foster carers to our children and young people. The senior management team and I are very proud indeed and dedicate this achievement to the team effort in striving for excellence.”

Echoing these sentiments, Sheeree Cole, regional manager, FCA South West commented: “The staff at FCA South West are true professionals and they will go the extra mile both in terms of their outstanding practice and in terms of supporting carers. I feel very lucky that I have such a remarkable group of professionals that I have the privilege of managing. They truly deserve the ‘Outstanding’ accolade and I feel very proud that the South West has achieved such a terrific result.”

FCA North West provides an ‘Outstanding’ fostering service throughout the North West Region, delivering foster care in Manchester, fostering in Liverpool, and beyond, providing the highest level of local support to carers. This includes access to a wide range of support professionals, geared at addressing every looked after child or young person’s needs. FCA South West covers fostering in Cornwall, Plymouth, Exeter, and Torquay and across the South West.

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Reed Finance Shortlisted For CIMA’s Recruitment Consultancy Of The Year 2010 Award

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Reed Finance have been shortlisted by CIMA (Chartered Institute of Management Accountants) for their Recruitment Consultancy of the Year 2010 Award, which will be presented on 22 November 2010 at The Royal Lancaster Hotel in London.

Reed Finance Divisional Director, Tim Vye, comments: “We were delighted to hear that we had been nominated for this award. In a marketplace of hundreds of financial recruitment agencies, it’s an achievement to have reached CIMA’s shortlist.

“The award judges look for evidence of commitment to the employability of CIMA members and the provision of career advice that goes beyond normal levels of service. This nomination is therefore testament to the excellent service offered by our consultants.”

CIMA is the world’s largest professional body of management accountants, and the CIMA qualification is one of the most sought-after financial qualifications by employers – due to their focus on producing commercial and forward-looking finance professionals and business leaders.

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FCA Carer Recruitment Targets Buckinghamshire, Hampshire and Dorset

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Foster Care Associates (FCA), the UK’s leading independent fostering agency, has stepped up its foster carer recruitment campaign across Buckinghamshire, Hampshire and Dorset.

Through a wide range of marketing initiatives across the print, radio and online mediums, together with regular information evenings, the agency hopes to attract a new influx of quality foster carers in three areas of England which traditionally carry a desperate shortfall.

The targeted campaigns complement the agency’s ongoing recruitment drive to tackle the 10,000 shortage of foster carers across the UK.

“FCA is urging potential foster carers to come forward and find out more about the many benefits that this challenging yet hugely rewarding career can offer. We are seeking to recruit new foster carers in Aylesbury, Buckingham and Milton Keynes in particular, as well as Bournemouth and Southampton,” explained Fozia Sheikh, Marketing Manager for FCA South.

She added: “We are recruiting carers who believe they have what it takes to look after children above the age of 10 years old who sometimes display challenging behaviour. We really need to find a cross-section of local foster carers who are able to cope with the diverse needs and backgrounds of these children – and provide a safe secure environment where children are given the opportunity to flourish and enjoy happy lives in their local communities.”

Residents in Buckinghamshire will receive a wide range of information about fostering and what is involved in becoming a foster carer through leaflet drops, newspaper and radio adverts, and information drop in sessions. FCA will initially run a campaign of radio adverts in Hampshire on fostering in Bournemouth. Potential carers from both regions are also invited to visit the agency’s carer recruitment focussed website, which offers readers locally based information on foster care UK news and events in their region.

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The Post-RDR IFA Market Is Going To Look Considerably Different

The post-RDR IFA market is going to look considerably different. Will there be many of today’s IFAs here to witness the change?

The Post-RDR IFA Market Is Going To Look Considerably Different

Transitions taking place amongst small and medium-sized IFA firms, as a result of measures demanded by the FSA’s Retail Distribution Review (RDR), are now well underway. But feedback from Reed Insurance jobs clients in this sector indicates that a sizeable number will simply close up shop when implementation becomes mandatory in 2012. Some industry experts have gone on record as saying that as many as 30% of IFAs will cease trading, selling their client banks on to IFAs of a similar size, or to the major players.

Finding fresh blood: a growing challenge

The implications for those firms that remain in the market are clear. Many fear that it will become harder to find people who want to provide independent financial advice, as firms get squeezed out of the market.

Changes to reward and remuneration structures mean that, while commission elements may be largely eliminated and basic salaries driven upward, earning potential will be reduced overall.

Sales-focused advisers with a hunger to maximise their earnings may leave the profession altogether for less heavily regulated sectors, while graduates might be attracted by the glitz of volume recruitment campaigns already being waged by blue chip names on the high street.

There is one glimmer of hope – because of the introduction of basic salaries, talented people currently working in the bancassurance market may be keener to explore opportunities with IFAs.

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Carers and Social Workers Recognised in Reed Carer of the Year 2010 Awards

Launched this month, the Reed Carer of the Year Awards 2010 will recognise outstanding contributions made by exceptional individuals working in Care and Social Work.

Created in 2009 to recognise some of the fantastic contributions made by individuals working in these challenging areas, the Reed Carer of the Year Awards are run by Reed Social Care Jobs, in association with Sue Ryder Care. The awards are open to anyone working within Social or Domiciliary Care, and each national category winner – the Reed Carer of the Year 2010 and the Reed Social Worker of the Year 2010 – will receive £1,000 of holiday vouchers.

Members of the public, clients, service users, fellow carers and social workers can nominate any individual who they believe has demonstrated extraordinary commitment in a caring capacity. For each Award nomination1 received by Reed Social Care up until the 31st May closing date, the recruitment specialist will donate £8.70 to the Sue Ryder Care charity towards an hour of care.

Regional Winners will be announced in early June, and these outstanding individuals will each receive a prize hamper, certificate and progress to the national final of the Reed Carer of the Year 2010 Awards. This event takes place on 2nd September 2010 in London at The Waldorf Hotel, which this year is celebrating it’s 100th anniversary – just as recruitment specialist Reed is celebrating it’s formation 50 years ago.

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Employer Demand Drops 3% In March, As Reed Job Index Reads 102

Mixed signals for the UK economy on brink of Election call as demand for top finance and business services staff rises 4%.

Employer Demand Drops 3% In March, As Reed Job Index Reads 102

Demand from UK employers for new workers fell back overall in March, according to the Reed Job Index published today (Tuesday 6 April 2010).

The number of new job opportunities fell by 3 Index points (3%) to give a Reed Job Index reading of 102 in March compared to February’s high of 105.

In contrast, demand for key business services professionals across finance, general insurance and marketing rose in March. Employer demand for staff in these career sectors increased by 5 Index points (4%) compared to February, indicating growing confidence in this pre-recessionary heartland of the British economy.

Each month the Reed Job Index tracks the number of new job opportunities on offer compared to the previous month and against a baseline of 100 set in December last year. The Reed Job Index is based on data from the UK’s largest job board, reed.co.uk, which every day lists over 90,000 job opportunities from 8,000 recruiters across 37 career sectors throughout the UK.

The Reed Job Index figure stands at 102 in March, a 3 point decrease compared to February’s high of 105 – although it is still 2 points above December last year when the Index baseline was first set at 100.

However demand remained high for staff across the business services sector. New vacancy numbers rose most for Qualified Accountants, General Insurance plus Strategy and Consultancy professionals, with increased demand for Marketing and PR, and Banking staff close behind.

Demand fell most for Engineering, Scientific, and Manufacturing staff, demonstrating the continued weakness of these sectors in spite of the extra government support for them announced in last month’s Budget.

At the same time, the Public Sector Reed Index figure stands at 79, with demand for new staff lower in this sector than any other – although it has risen slightly above February’s low of 76.

Interested in recruiting? For more information on recruitment and jobs offered by Reed Specialist Recruitment, please visit their website reedglobal.com.

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Foster Care Associates Announces UK Cycle Challenge

FCA, the UK’s largest independent fostering agency, will be stepping up its foster carer recruitment drive with a range of activities organised throughout the UK during this year’s Foster Care Fortnight (17th-30th May 2010).

Following the path of the FCA Cycle Challenge, which sees two members of the FCA team cycle f r o m Land’s End to John O’Groats, FCA will be staging a range of activities and events to coincide with the cyclists as they stop off en route. FCA staff and foster carers will be invited to attend the events and participate in fundraising activities.

Two representatives f r o m the FCA Western office, Chris Benjamin and Morris Gooding, will be putting their power behind the pedals to undertake the Cycle Challenge. Chris and Morris are relishing the prospects that the challenge presents in raising awareness of fostering and encouraging more people to consider becoming a foster carer.

“Cycling is something we have both been involved in for many years – primarily for long distances,” commented Chris. “Land’s End to John O’Groats presents a massive challenge for us, but very exciting too. We’ve both been working hard in preparation – in the gym and out on the road. Of course, there’s an element of apprehension about the scale of this challenge, but we’re also motivated by what we’re looking to achieve – raising awareness of foster care and the desperate need to address the huge shortage of fostering families across the UK.”

The events mark an ongoing foster carer recruitment campaign by FCA, in a bid to plug the 10,000 shortfall of foster carers across the UK. It will serve to build upon the success of the recently launched carer-recruitment focused FCA website, which will play a key role in this initiative through tracking the cyclists as they make their way up the UK and posting regular updates and reports.

“This Cycle Challenge represents a really exciting initiative for FCA,” said Louise Withers, external communications manager, FCA. “The enthusiasm shown by all of the FCA team and foster carers has really shown that we’re in the spirit of things. It will form part of our ongoing drive not only to recruit foster carers across the UK, but to engage with our existing pool of foster carers.”

Chris and Morris will be s e t t i n g off f r o m Land’s End on the morning of Saturday 15th May and expect to arrive in John O’Groats by the end of Foster Care Fortnight 2010.

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FCA Launch New Website Addressing The Shortage Of UK Foster Carers

Foster Care Associates (FCA), the UK’s leading Independent Fostering Agency (IFA), has launched a new carer-focussed website to step up its campaign to recruit new foster carers throughout the UK.

FCA Launch New Website Addressing The Shortage Of UK Foster Carers

With a current shortage of up to 10,000 foster carers in the UK, FCA decided to enhance their online activity as part of their extended recruitment drive.

The new site provides potential foster carers with a guide to all of the considerations a foster carer may face, as well as developing into a general fostering-focussed information resource. Geo targeting has also been introduced to ensure intensive focus on the main cities across the UK.

Kevin Smith, Online Manager at FCA said: “As part of our online strategy, we’ve conducted extensive keyword research to identify what fostering-related terms people are typing into the main search engines. We want to make sure that FCA appears in the search results for all generic fostering related terminology. This website allows us to do that. It also confirms our position as a market leader in the foster care industry.”

The new website also boasts a postcode search tool so that foster carers can find their local office, a glossary of the main terminology relating to fostering children, extended detail about the different types of fostering placements and services delivered, an informative video library and an FAQ section.

“We appreciate that potential foster carers want to learn more about the local support services available in their area, and new features on the website such as the postcode search tool allows us to do that,” said Marie-Louise Allred, Marketing Manager at FCA. “We expect it to become a valuable resource in addressing the shortage of foster carers across the UK.”

Moving from a Local Authority based website (where the key focus was to promote FCA’s fostering services to Local Authorities across the UK), the website now provides a guide for potential foster carers and existing foster carers, as well as helping Local Authorities and Health Trusts to access information.

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Maximise Your Chances of Landing a New Job

Winning a new role in today’s highly competitive job market requires a level of application that many part-qualified accountants may have thought was only required when preparing for their professional examinations.

Maximise Your Chances of Landing a New Job

Here are a few simple tips from recruitment experts Reed Accountancy to help you take your next step in finding your next accountancy job. Know where you want to get to Only when you know where you want to get to can you work out how to get there.

Having this clarity for your career is crucial in enabling you to properly spot and evaluate the less obvious opportunities, which may not bring you an immediate big jump in salary or responsibility, but which will provide you with enhanced longer-term personal and career development opportunities.

What makes you different?

The next thing to do is work out what your Unique Selling Propositions (USPs) are.

Your USPs are those aspects of your background, achievements, skills, experience and expertise which will help you to stand out from other applicants and be of most interest and value to a prospective employer.

How to stand out

Now that you know what your USPs are, you need to decide how to market yourself so that your application immediately stands out positively from the inevitable mass of others that an employer will have received.

Make sure your CV is concise, punchy and customised with your relevant achievements, qualifications and experience. Don’t include clichéd phrases like “works well as part of a team” or “highly motivated self starter”. Instead, concentrate on showing where and how you have added value to previous employers, using specific and quantified examples.

Also, be aware that business acumen and a commercial awareness are valued in accountancy professionals just as much as they are among in other disciplines. By showing that you possess these important skills, in addition to your core accountancy qualifications and experience, you will make yourself a much more interesting candidate for any organisation looking to maximise their profit or surplus.

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What Else, Apart From Qualifications, Will Help You Climb The Career Ladder?

Having the appropriate accounting qualifications is essential as you seek to find your next accounting job, but employers take much more than proven technical aptitude into account when considering who to recruit and who to promote. And this broader approach isn’t limited to finance roles in the private sector: in the public sector and in practice too, recruiters look for a broader range of skills from applicants.

hat Else, Apart From Qualifications, Will Help You Climb The Career Ladder?

A few years ago, in the wake of the Enron and WorldCom scandals and the subsequent introduction of the Sarbanes-Oxley corporate governance requirements, compliance and control were paramount. IAS, IFRS and technical ability were all and we were firmly within ‘The Age of the Auditor’.

The role of the accountant continues to change and evolve, and now business acumen, commercial awareness and first rate people skills have become the number one priority. At the moment, not all accountants are ready and able to face this new set of challenges…..

For almost 20 years, Robert S Kaplan of Harvard Business School has said that accountants need to “spend less time dealing with financial accounting, audit and tax”, arguing that more time should be spent on “operations, marketing strategy and behavioural and organisational issues”.

Kaplan has certainly now got his wish, as throughout 2009 Reed Accountancy and Reed Finance have been inundated with requirements from employers who specify they want candidates who “demonstrate MD or CEO potential”.

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HR Professionals Optimistic For 2010 After Tough 2009

Redundancies and pay freezes were commonplace in the HR profession last year, revealed the Reed Human Resources Salary Survey 2010. Although some sectors were affected more than others, overall there was a slight fall in the UK average salary for HR professionals of 3-6%. However, early indications of increased activity in HR recruitment at the start of 2010 show organisations are gearing up to recruit again and gives some cause for optimism for the year ahead. With more signs of economic recovery now being reported, optimism among HR professionals is growing and only 39% of HR departments said they were unlikely to raise their headcount in the next 12 months.

HR Professionals Optimistic For 2010 After Tough 2009

Demand for Talent Management, Recruitment, Reward and Learning & Development specialists is already increasing, as employers look to strengthen their organisations by bringing in, developing and retaining the best people to help their organisations succeed in 2010.

“2009 was a tough year for the HR profession as a whole, but the outlook for 2010 is positive and there are solid foundations upon which HR can build itself back up,” said Reed Human Resources Divisional Manager Jason Willis.

“In recruitment terms, we expect to see a swing from the Public Sector back towards the Private Sector as the year progresses. As for salaries, these should edge back up as the recovery strengthens and demand for both HR generalists and specialists increases.”

Summary of 2009

HR practitioners with niche skills sets generally came through the recession best, with Organisational Development and Compensation & Benefits specialists in most demand.

On a function level, the standing of HR in many organisations actually rose through the downturn. HR functions played an important role not only managing redundancy and the effects on those who remained, but also often worked closely to advise board directors on organisational restructuring, skills deployment and development. In most regions and industry sectors the highest paid branch of HR is Organisational Development, where the UK average salary for an OD Manager is £53,719. In-house Recruitment tends to be the lowest paid specialism, with the UK average salary for a Recruitment Manager being £34,913.

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Nearly Three Quarters of Finance Professionals Say They Will Look for A New Job In 2010

Levels of optimism are much higher than six months ago among finance professionals and their employers, according to the 2010 Reed Accountancy & Reed Finance Salary and Benefits Guide – which polled over 200,000 jobseekers and 40,000 employers in a wide range of sectors across the UK.

With 59% of employers optimistic about improving trading conditions and 71% of individuals saying they intend to look for a new finance job in 2010, retention of key finance staff will be a challenge across the public sector, private sector and also within accountancy firms this year.

Despite last year’s much-publicised pay cuts and pay freezes, the majority of finance professionals reported receiving slight pay increases (1.5 to 2.5% on average). Pay rates in the public sector rose by the most (between 2.5 and 3%). The recession created increased demand for more specialist finance roles – in particular within audit, recovery, restructuring and change management.

2010 – A year of change

Even though 43% of individuals said they felt secure within their current position, with growing levels of confidence there is likely to be a rise in the movement of finance professionals between organisations throughout 2010. The survey uncovered notable discrepancies between the perceptions of employers and employees: 71% of employers said they believed their employees were loyal to their organisation. Meanwhile, while only 25% of employees felt that they are rewarded adequately in their current role – suggesting that pay rates will become an increasingly important factor in a ‘war for talent retention’ in the coming year. Financial analysis, financial risk management and compliance will continue to be key skills in demand during 2010, while aspiring jobseekers will be attracted to perceived fast-growth sectors such as energy (from nuclear to renewables), digital technology and online media.

Reed Finance Director Tim Vye commented: “With the UK emerging steadily out of recession and a general election before the summer, 2010 may be an uncertain year for some employers. However, recruiting and retaining the best finance talent will be a priority as the job market moves away from being employer-driven. “2010 will also mean fresh changes for finance professionals in all market sectors. 64% of respondents in our survey said the role of the accountant has changed significantly over recent years, with a far greater need for people skills, strategic thinking and commercial acumen.”

Recruitment within Small and Medium-sized Enterprises (SMEs) has shown encouraging increases recently. Many employers are increasingly looking for finance professionals with ‘future boardroom potential’.

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Reed Personnel Services Qatar LLC Celebrates 24 Months Of Trading In The Qatar Financial Centre

Reed Personnel Services Qatar LLC is celebrating 24 months of trading in the Qatar Financial Centre and continues its “Business Seminar Programme – Mujtama”

Reed Personnel Services Qatar LLC Celebrates 24 Months Of Trading In The Qatar Financial Centre

Reed have been very pleased to work with businesses in Qatar, and would like to give some further added value back, as a key part of the business community that has contributed to their growth in Doha. Starting in February and throughout 2010 Reed will be running regular business seminars – at no cost to attendees – providing relevant information to help senior managers and HR professionals in business make the most of their human resources. The feedback f r o m the first Seminar was very positive with 67 attendees f r o m local businesses in attendance.

What you will gain…
1) Best practice HR, a global perspective – Would you like to benchmark what you do against the practices of other leading global organisations? This presentation f r o m an HR expert and Employment Lawyer with experience in the USA and Europe, will help you understand why you should have an HR Process and how to ensure it will be effective.

2) Best Practice HR, a local perspective – How do you ensure your practice is better than your local competition for talent? A leading local HR consulting expert with years of experience in Qatar and the Middle East will discuss how to take the best practice ideals and make sure they fit within the Middle East environment.

3) Talent Based Interviewing – Do you struggle to select the right people? This session will focus on tips and techniques to ensure your selection process is as thorough as possible.

4) Managing your recruitment agent – Are you getting too many unsolicited calls to your HR team and hiring managers? Do you struggle to know who you need to use for recruiting? Do you have a PSL, could you have a managed agent to save you time and negotiate lower rates for you? This session will ensure you maximise the returns f r o m your investment in external recruitment agents.

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Reed Abu Dhabi Is Selected As A UK Trade & Investment Successful Business

Reed Abu Dhabi has been selected as a UK Trade & Investment successful business and Maria Brown has been working with UK T&I to help support Foreign Trade and Investment.

Reed Abu Dhabi Is Selected As A UK Trade & Investment Successful Business

Maria Brown, MENA Associate Director f r o m Reed Abu Dhabi has recently been approached by the Government’s UK Trade & Investment team, having been identified as a successful UK business undertaking global expansion. After seeing the work Reed had done in the UAE over the last 12 months, UK T&I have been speaking with Maria about how to set up in business in the country and the importance of working with UK T&I during the early days and beyond.

Maria was asked to comment due to her pivotal all round role within Reed – a major recruitment specialist and hr consulting professionals, Reed’s international expansion over last 3 years has see us grown through Europe, the Middle East a nd Asia Pacific.

Maria has been instrumental in various capacities for all Reed’s International locations and is highly valued for her entrepreneurial business expertise, this combined with the award winner success Reed has created positioned her as a lynchpin of middle east life and business – and so her opinions and expertise were sought after.

UK T & I have now produced a DVD highlighting the pros and cons of UAE business start ups and the benefits of working together to help those new to the market, especially in the early stages.

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‘No Strings’ Free Training Offer for New Finance Recruits

With more than 80% of training budgets cut or frozen, Reed Finance has teamed up with one of the country’s leading learning providers to offer a free training course to employers that recruit a new, qualified-level finance professional on a permanent basis.

'No Strings' Free Training Offer for New Finance Recruits

With many of Reed Learning’s courses accredited by ACCA and CIMA, the free training can count towards the attendee’s Continuing Professional Development (CPD) requirements. There are no strings – any one, two or three-day course is free – and the training can be attended by either the new recruit or the hiring manager. “By partnering with an established learning provider and offering free personal and professional development training courses, including 50 different CIMA Master Courses, Reed Finance is helping organisations to make their HR & Training budgets go even further,” commented Reed Finance Director Tim Vye.”Bringing in a new, senior-level finance professional is a significant investment for any organisation. In an uncertain economic climate, our offer of free training helps this investment deliver even greater return.”

About Reed Finance
Reed Finance specialises in the recruitment of senior and executive-level finance professionals, both permanent and interim, across all industry sectors. Through a national network of branches, Reed Finance provides tailored recruitment solutions based upon individual client requirements and an impressive resource when it comes to finding financial services jobs.

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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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The Return of Optimism for Finance Professionals

GREEN shoots, double-dips, doom and gloom, staggering unemployment figures – we’ve seen it all in the media this year, but finally there is some hope on the horizon, with 67% of accountants expecting a return to growth by June 2010.

It would be easy to assume that there is no recruitment activity out there at all. On the contrary, there have been some very credible reports on how finance departments have fared better than most other business functions.

There have been some significant changes to the role of an accountant but there’s never been a more exciting time to be part of the profession. There have certainly been some clear winners and losers as a result of the turbulent changes within 2009.

Within some sectors, finance professionals have experienced pay cuts of up to 20% of salary. Many Financial Directors have overseen reductions or removal of bonus schemes – including their own.

On a more positive note, there has been an increasing optimism amongst fast-growing, innovative and ambitious businesses – which are still prepared to pay competitive packages to secure the right talent. Interim and project professionals have had a busy year, with reports showing how the demand for interims has been consistent during this recession.

In fact, Reed Finance has never had more interims out working on assignments than they have currently. Just like in previous recessions, many organizations have made use of a more flexible workforce within their finance departments and turned to hr consulting and contracting services. Day rates for the most expert and specialist interim contractors have been resilient throughout the year.

Some industry sectors that have been regarded as being hit hardest by the market conditions have also been some of the most active recruiters. A number of organisations in financial services, manufacturing and the leisure sector have been using recruiting significantly – as a result of significant structural changes.

An entrepreneurial spirit and a sense of now-or-never amongst companies with aggressive expansion strategies, has definitely been noticed. This has all created an increased need for experienced finance professionals; with these employers looking for hands-on accountants who are interested in exciting, opportunistic projects.

Finance experts within the retail sector have survived the recession well, with recruitment levels maintained. Recruitment of senior finance posts within the Public and Third Sectors also remained constant in the first half of 2009.

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Medical Sales Connection Offers Outplacement Services Program Specifically Designed For Displaced Medical And Pharmaceutical Sales Professionals

Global Edge Recruiting announces a new outplacement services division, Medical Sales Connection. Medical Sales Connection provides outplacement career consultation services designed to assist displaced medical and pharmaceutical sales professionals.

The statistics are staggering. Challenger, Grey & Christmas employment tracking service reported in the year 2000 that 2453 employees were downsized from pharmaceutical companies. By the year 2008, that number had reached over 24,880.

However in 2009, it has almost doubled to more than 53,000 eliminated jobs. According to Denise Wilkerson, Director of Executives Search, “With lay-offs on the rise, our clients needed our assistance to make career transitions smoother for displaced employees. As a leader in the recruitment industry, we feel outplacement services go hand in hand with recruiting services. We want to assist our clients during the difficult times, as well as the times of growth.”

The one-on-one career consultation program is designed to support displaced employees. The program is offered to client companies at reasonable corporate rates.” The Personalized Program includes:

· Personalized Career Plan Consultation with a Career Transition Consultant
· Cover Letter and Resume Writing Assistance
· Assistance and instruction on job search techniques and networking
· Guidance and instruction during the interview process
· 24hour / 7 days a week online web based Career Center

For more information about this topic, please call 877-370-2462.

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Careers, Employment, HR, HR Services, Human Resources, Jobs, Recruiter, Recruiting & Retention, Recruitment

Global Edge Recruiting Offers Career Information And Job Opportunities For Healthcare Professionals

Global Edge Recruiting announces the launch of their newly revised website. The updated website is based upon 13 years of successful web marketing experience in the medical sales recruiting marketplace. The new site allows individuals to access current information on how to succeed in today’s tough employment market in either a hiring or job-seeking role. Although designed for medical sales professionals, many of the tools and information are transferable to any sales or marketing discipline.

Global Edge Recruiting

Currently, Global Edge Recruiting.com has over 200,000 hits each month demonstrating the reach of it’s resources on the web. According to Director of Executive Search, Denise Wilkerson, “The Career Center has always been a popular destination on our site. It contains information to assist job seekers in learning how to develop their resume, enter into a job search and successfully interview for a medical or pharmaceutical sales job. It is our hope that the information we provide can help make the job search and interview process easier for those experiencing difficulty in this market.”

Company officials are also citing successes in outplacement services. These services benefit both candidates and clients (employers) by assisting the displaced. The new website offers ongoing career information to assist candidates through periods of career transitioning.

Denise Wilkerson adds, “With the changes in our website, we hope to continue to meet the needs and expectations of both our clients and candidates. The unique tools provided by the new site really help us understand the sales candidate so that we may match them with the appropriate job. Conversely, the site also helps the staff find the talented, competitive individuals that today’s top medical sales companies are seeking.”

The new website was converted from a static site to a dynamic site. This allows“real time” recruiter changes allowing for immediate job postings or changes. According to officials, this helps attract talent when timelines are short or assist in simply getting information out in a very timely manner. The updates also allow for a recruiter blog and question submission area.

For more information about this topic or to schedule an interview with Randy Wilkerson, please call 877-370-2462.

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Careers, Employment, HR, HR Services, Human Resources, Jobs, Recruiter, Recruitment

Reed’s Research Highlights the Impact of Job Cuts

Reed has undergone an extensive research process in order to compare the reaction of recessionary pressures in 2009 to those of the 1992 recession. This comprehensive study is a part of the Keep Britain Working initiative, which was developed by the recruitment services provider.

From the very beginning of this research it is clear that today’s employers are responding very differently to recessionary pressures than those of 1992.

This is in spite of the fact that an identical percentage of organisations in both the 2009 and 1992 studies – 44% – said they had made redundancies as a direct response to the downturn.

Where organizations in early 1992 felt compelled to radically re-engineer their staffing structures, in 2009 something else is happening. In 1992 over 67% of organisations indicated that staffing structures had been changed by the recession. Managers were particularly hard hit by redundancies and were predicted to be least in demand in the upturn, as companies de-layered across the board. The multi-layered, hierarchical organisation was replaced by something much flatter and therefore more flexible.

Redundancies seemed to be imposed with what often sounded like brutal relish. They were characterised by phrases such as “stripping out the dead wood” or “cutting out anyone over the age of 50”, heralding the end of the “job for life”.

Two decades ago 40% of employers identified their most successful recession-driven change as “increasing central controls”. In contrast only 20% encouraged greater employee co-operation. This smaller group actively introduced higher levels of internal communications and staff training, multi-skilling workers to perform across previously rigidly demarcated roles. While it was feared at the time that mass redundancies would jeopardize what was known as the “psychological contract”, in retrospect the actions of this smaller group sowed the seeds of a new relationship between staff and managers which the best organisations appear to have built upon ever since.

In 2009, in contrast to 1992, redundancies have hit across the board, but have not changed the shape or staffing structure of organisations. In 1992 67% said a fundamental shift in staffing patterns occurred, today people are split 50/50. This report shows a different process is occurring, involving a more fundamental shift in attitudes amongst employers and workers.

Key findings for 2009 include the following:

Staff number changes within the organization since the down turn:

• Decreased: 44%
• No Change: 36%
• Increased: 20%

Effect of Recession on staffing patterns within the organization:

• No Change: 51%
• Change: 49%

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