Tag Archives: Human Resources

Careers, Compensation & Benefits, Corporate Culture, Employee Relations, Employment Outsourcing, Headhunting, HR, HR Consulting, HR Services, Human Resources, Jobs, Recruiting & Retention, Recruitment

Who has had the greatest number jobs in the UK

Jobs for life are virtually non-existent in today’s labour market, with the current average lifespan of jobs in the UK being on average just three years, and even as short as 18 months for graduates.

While the majority of workers regularly change their jobs, this is not the case for people who live in Scotland , as a high percentage of workers only have one job throughout their lifetime, a recent survey by online job search specialists Tip Top Job has discovered.

The survey polled over 1,000 people to find out who the biggest job-hopping culprits are. While Scots are the most stable, those in the South West have the most jobs in the UK throughout their working life, with the majority of them holding over eight different positions.

Who has had the greatest number jobs in the UK ?
The Welsh are the next region with jam-packed CVs – 23% of Welsh workers have had eight or more jobs, compared to a relatively low percentage in the North West and North East, where workers tend to have just two or three jobs in their working lives.

Corinne Dauncey, Careers Expert from TipTopJob.com, said: “While staying in one job for your entire life might seem unrealistic, it appears that there are people out there who are content doing the same job, which says a lot about the companies they work for.

“However, if you feel that you have got as much as you can out of a job, then looking for a new one might be a good option as long as you don’t do this too frequently. Moving jobs every few months will put potential employees off as they will question your loyalty and the credibility of your CV.”

As jobs in the UK become more fluid and less stable, job search services play an ever more important role. Careers are more flexible than they have ever been before, and job seekers have to be aware of this if they are to make the most of their working lives.

Tip Top Job is an international job search engine that covers every area of today’s job market. With a focus on UK vacancies, Tip Top Job allows users to search its job boards quickly and easily according to their needs, skills and requirements.

Via EPR Network
More Human Resources press releases

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

Communication Roles Rise In Public Sector Says Hays

Hays, the leading specialist recruitment consultancy, has revealed that marketing professionals are benefiting from the steady flow of jobs being created by the public sector and certain skill sets, such as communication roles, are experiencing an increase in demand. These roles are coming into their own during the current downturn, given the need for employers to bolster levels of employee engagement, drive productivity and push the efficiency agenda during these economically challenging times.

As the interest in public sector marketing opportunities grows, the added job security and range of flexible benefits offered are luring communications professionals away from the private sector. The majority of marketing jobs in the public sector are communications related with an internal or external focus: “There are opportunities for suitably qualified communications professionals right across the public sector, from entry level Communications Assistant through to the more senior roles, including Head of Internal Communications or Communications Director,” informed Matt Anderson, Managing Director at Hays Marketing.

Skills can be easily transferred from the private sector, although previous experience is an advantage and jobseekers need to demonstrate a sound knowledge of the systems and processes that are used by public sector organisations.

“Given the intense competition for roles at the moment, jobseekers need to show a strong degree of commercial awareness and be able to communicate with internal and external stakeholders alike,” continued Matt Anderson.

A stronger desire to work in the public sector was one of the key findings of a recentHays survey, which revealed a marked rise in the number of professionals looking to cross over from the private to the public sector in 2009, as compared with a year ago. Almost three in four respondents cited a greater level of job security as the main reason for considering a switch of sectors (73%), followed by an improved work-life balance (59%) and the enhanced benefits on offer in the public sector (37%).

“Some applicants are considering a reduction in salary as a trade off for the enhanced job security of the public sector but there are still some very interesting opportunities for professionals to develop their careers,” noted Matt Anderson.

Although recruitment activity in the public sector remains more buoyant than the private sector, opportunities still exist for experienced communication professionals, particularly within some of the larger commercial organisations.

About Hays
Hays Marketing is part of Hays plc, the leading global specialist recruitment group, specialising in a broad range of marketing jobs from pr jobs to digital marketing jobs. Hays is market leader in the UK and Australia, and one of the market leaders in Continental Europe. As at 30 June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 specialisms. For the year ended 30 June 2008:

– the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million;
– the Group placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments;
– the temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

Via EPR Network
More Human Resources press releases

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

Working as an in-house lawyer can amplify legal career horizons

According to the leading specialist recruitment consultancy, Hays, although recruitment activity has been affected by the downturn and slowed in the legal market as a whole, there are still opportunities for high calibre in-house lawyers. The market for interim roles, for example, is relatively buoyant and this route offers an excellent way to gain relevant experience as an in-house lawyer.

Lawyers need to be prepared and focused given the tougher market conditions. Strong technical skills and a track record of advising clients, either through prior permanent in-house or secondment experience, is a definite plus. Given the current climate, jobseekers can stand out by updating their skills in certain areas of legislation. “It is definitely worth brushing up on areas such as employment law, restructuring and insolvency work, and we would advise jobseekers to do so as these areas will be experiencing an upsurge in activity over the next 12 months,” noted Nick Creed, Business Director at Hays Legal.

He continued, “The downturn is throwing up some good interim opportunities to cover absences, such as maternity leave”.

Jobseekers must make sure that they are well prepared as competition for roles is intense and they must be very clear about the reasons why they are applying for a particular role. There should be a strong focus directed on the interview process, as thorough preparation will set applicants apart and ensure a better chance of securing a role. Keeping an open mind and not having preconceptions about a particular industry sector is also important.

“It’s as much about the people you are going to be working with as the actual industry itself,” explained Nick, “so keep your options open and explore available opportunities in sectors you may not have otherwise considered.”

Moving to an in-house role from private practice is another viable option and one where transferable skills, such as customer relationship management, will prove beneficial and facilitate the transition. In-house lawyers are involved in many different aspects of strategy, which not only requires a solid understanding of the business but also the communication skills to strip down often complex legalese.

While prior experience is an advantage, any previous in-house exposure will be advantageous. Asking for a secondment to a client, if working for a law firm, is one way of gaining experience. “This can be an invaluable stepping stone, even if it is just for three months, as you are cementing your understanding of what an in-house lawyer actually does on a daily basis. The key is to keep your private practice experience as broad as you can.” Advised Nick.

About Hays

Hays Legal is part of Hays plc, the leading global specialist recruitment group and specialises in legal jobs including legal secretary jobs and paralegal jobs. Hays is market leader in the UK and Australia, and one of the market leaders in Continental Europe. On 30 June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 specialisms.

Via EPR Network
More Human Resources press releases

Careers, Employment, Government Agencies, HR, HR Consulting, HR Services, Human Resources, Jobs, Recruiter, Recruitment

The public sector is increasingly becoming an employer of choice for PAs

Hays, specialist recruiter, reports that although recruitment in some areas of the commercial market has slowed, the demand for PAs in the public sector is holding firm. A number of opportunities are being created, particularly temporary positions, in the health, central government and education sectors.

The public sector is increasingly becoming an employer of choice for PAs, primarily as a result of added job security, pensions, and work-life benefits. For example, some Primary Care Trusts (PCTs) are currently embarking on a programme of recruiting permanent staff.

“As well as a buoyant demand for temporary positions in the public sector, we are experiencing growth for permanent PA roles, especially within the education sector, which is evident in the roles we have recently recruited to. This trend is also reflected in those being advertised in the press,” commented Bethan Robbins, Regional Manager for Hays Secretarial.

Despite the economic backdrop, there are good opportunities for PAs with a commercial background to enhance their careers and gain new experiences by moving into the public sector. While prior experience is sometimes seen as an advantage and is preferred in some cases, skills can be transferred from one sector to the other. This has been borne out by recruitment volumes.

Bethan Robbins explained: “We have seen an increase in the number of candidates with commercial or banking experience, applying for advertised jobs online, and subsequently registering with Hays Secretarial. It is, however, important that PA jobseekers have a solid grasp of the challenges and demands of the public sector and understand how the various organisations operate.”

The health sector is one such sector where there remains a strong demand for temporary staff. However, the demand for experienced medical secretaries working on temporary placements can fluctuate depending on the time of year and is a trend that Hays has been seeing throughout the whole of Greater London.

A previous Hays survey revealed that the interest generated in public sector jobs has increased significantly: almost three in four respondents are now more likely to consider a move to the public sector than at the same point last year. The majority are also prepared to take some form of pay cut in exchange for improved job security within the public sector. “Many of these candidates will consider a reduction in salary as the trade-off for job security in the current job market,” confirmed Bethan Robbins.

About Hays

Hays Secretarial is part of Hays plc, the leading global specialist recruitment group and specialises in PA and secretarial jobs including senior, medical and legal secretary jobs. Hays is the market leader in the UK and Australia, and one of the market leaders in Continental Europe. At the end of June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 specialisms.

Via EPR Network
More Human Resources press releases

Careers, Employment, HR, Human Resources, Leadership, Management

Bigmouthmedia has announced the appointment of Lastminute.com CEO, Ian McCaig, to the company’s board in a non-executive role

Bigmouthmedia has announced the appointment of Ian McCaig to the company’s board. Joining bigmouthmedia, Europe’s largest independent digital marketing agency, in a non-executive role, the lastminute.com CEO brings a wealth of client side international business experience to the position.

“Digital marketing plays an increasingly important role in the success of online commerce and it is a particularly exciting time for this growth sector,” said McCaig. “The industry is set to take an even more prominent place on the global stage and, as a leading-edge brand with a great history and pan-European footprint, bigmouthmedia is perfectly positioned to remain at the forefront of this fast evolving industry.”

McCaig, who will remain in his lastminute.com post, has a history of involvement in companies poised to make a major impact on the international markets. He was appointed COO of lastminute.com in 2003 and has been responsible for the group’s operations throughout Europe. Since joining he has worked on the growth and development of lastminute.com and has successfully led the integration with Travelocity since its acquisition in July.

Aged 41, Ian was previously Vice President of 3G operations at Nokia and spent seven years overall in the telecommunications industry.

“We are particularly excited by the addition of Ian to our board”, commented Steve Leach, CEO of bigmouthmedia. “While his extensive experience in the online and technology sectors will deliver obvious benefits, his mastery of the mergers, acquisitions and integration process will be of great value as we enter the next phase in bigmouthmedia’s development.”

Bigmouthmedia GmbH was formed in 2006 with the merger of bigmouthmedia limited and Global Media GmbH to form the largest privately held digital marketing agency in Europe through the backing of The Carlyle Group. Nazo Moosa, a director at Carlyle who sits on the board of bigmouthmedia, said: “We believe these challenging markets provide an opportunity for the leaders in each industry to consolidate their position. We are committed to supporting bigmouthmedia in its aim to lead the fragmented digital marketing sector in Europe, and are confident Ian will play a key role in achieving this.”

About bigmouthmedia

Founded in 1997, bigmouthmedia is Europe’s largest independent digital marketing agency. With a team of over 200 staff across 13 offices in 10 countries on 3 continents, the company maximises exposure for major brands online through a variety of fully integrated digital marketing channels: Search engine optimisation, PPC, Online Media Planning, Affiliate Marketing, Social Networking, Brand Monitoring, Online PR and Web Analytics. Bigmouthmedia also provides up to date daily digital marketing news to ensure clients are fully informed and aware of all industry developments.

Leading the digital marketing strategies of a third of the UK’s most trusted brands, bigmouthmedia services over 300 big-brand customers globally including: Adidas, Hilton, British Airways, Tesco, Aer Lingus, BP, Barclays, Castrol, Conrad International, Dorling Kindersley, Early Learning Centre, , Fasthosts, Jumeirah, Canon, Samsung, Starbucks, Top Man, Debenhams, Which?, Lacoste, Euler Hermes and Wall Street Institute.

 

Via EPR Network
More Human Resources press releases

Corporate Culture, Employee Relations, Health & Welfare Plans, HR Consulting, HR Services, Human Resources, Management, Motivation & Rewards

Eva Jenkins Shows That Workers Who Trim Pounds May Also Reduce Their Weight On The Corporate Bottom Line

Eva Jenkins has found a new intersection for personal and professional success: weight loss. The respected business consultant and personal coach believes that corporate support for employee weight-loss programs

can pay off in bottom line savings. “There’s no denying the strong link between obesity and workers’ compensation claims, so bottom-line conscious companies must take note,” she observes. “So work-based programs designed to make employees healthier can give a booster shot to a business and inoculate it against rising healthcare costs.”

A Better Way to “Insure” Employee Health

Healthcare and insurance costs remain at the center of the economic and political debate, especially in light of recession worries. “If you pay health insurance for your employees, obesity is affecting your bottom line,” says Jenkins. “It has a direct relation to your economic health and smart businesses are finding that investing in a little preventive medicine can pay off with significant savings.”

Healthcare and insurance costs remain at the center of the economic and political debate, especially in light of recession worries. “If you pay health insurance for your employees, obesity is affecting your bottom line,” says Jenkins. “It has a direct relation to your economic health and smart businesses are finding that investing in a little preventive medicine can pay off with significant savings.”

According to a recent study out of Duke University Medical Center, obese employees cost companies more money than their fit counterparts—in lost workdays, higher medical costs, and more workers’ compensation claims. “The researchers found that obese workers filed twice as many workers’ compensations claims as workers who fell within the recommended BMI range,” reports Jenkins. “Those claims translated into medical costs that were seven times higher ($51,019 per 100 employees.)”

An article in The Wall Street Journal reported that an obese employee costs General Motors approximately $1,500 more in health services each year compared to an employee who is height-weight proportionate. “If you apply the national average for obesity (approximately 25%) to the company’s active workforce and their dependents, GM is spending nearly $1.4 billion more in healthcare costs each year than it would if all its employees were fit and trim,” says Jenkins.

The Chicago Tribune reports that per-worker healthcare costs increase by more than 80% in the past 8 years. Given the alarming rise in obesity in American workers and the relationship between weight and a wide range of diseases and illnesses, “it’s not hard to connect the dots and see that it’s in the interest of businesses to help their employees maintain their weight.”

Healthy Teams Win

Jenkins is an advocate of team effort. “No one can fully achieve their dreams alone. Not people and not companies.” She is a strong advocate for onsite weight loss support groups led by an experienced facilitator who can also provide one-on-one counseling to individuals.

Jenkins notes that team wellness efforts should include everyone in the corporate hierarchy. “When managers and supervisors share in the fight to lose weight and stay healthy themselves, they send a powerful message up and down the line. “Weight loss efforts create tremendous bonding,” says Jenkins. “Everyone feels like they’re part of the same team, working hard to support one another’s success.”

The magic, reports Jenkins, is that “the spirit of shared success spills over into other business functions.”

A Permanent Framework

Jenkins is quick to point out that her approach to employee health goes far beyond calorie restriction and exercise. “As a personal success coach, my job is to help each person clarify and refine what he or she wants out of life,” says Jenkins. Clarity, however, is just the first step.

“Creating a plan is how the journey to success begins, but it’s a series of small steps that actually get you there,” observes Jenkins. “Unfortunately, many people simply run out of steam.” The antidote is a consistent, continuing framework of support, and the workplace provides an ideal setting.

“Learning opportunities about health and wellness that are presented as an integral part of business life send an important message to employees.

Additionally, weight management sessions offer equal parts of inspiration and accountability. “A regularly scheduled Office Wellness Check makes it harder for team members to ignore excess weight, so they’re more likely to be ‘nudged’ into taking action and literally trimming the fat..”

Building Dreams

“To become reality, a dream house needs to be designed, engineered, and constructed with an eye towards maintenance and longevity,” observes Jenkins. “The same is true for a dream life.” She believes that a blueprint for weight-loss that includes support in the workplace will yield positive results on all fronts.

Via EPR Network
More Human Resources press releases

Careers, Employment, Employment Outsourcing, Headhunting, HR, HR Consulting, HR Services, Human Resources, Management, Recruitment

Hays has been proclaimed as the Best Performing Plc at the Recruitment International Awards 2008

Hays, the UK’s leading specialist recruitment consultancy, which has a number of offices throughout the country, has been proclaimed as the Best Performing plc in a national awards ceremony. The recruitment consultancy managed to beat strong competition to win the highly acclaimed category at the Recruitment International Awards 2008.

To win the highly coveted award of Best Performing plc, Hays successfully demonstrated that it was continuing to perform extremely well and manage to outperform its competitors, despite the current economic climate. The awards were judged by 14 of the top industry professionals and sector specialists, including analysts and brokers. The ceremony took place at Madame Tussauds and was attended by over 200 special guests, comprising of senior directors from the UK’s top recruitment companies.

Tim Cook, Managing Director of Hays said: “We are delighted to have won this award. We are always looking for new ways to better meet the needs of local employers and employees and pride ourselves on strong customer service levels, an extensive database and innovative recruitment methods, which allow us to achieve this. An award for best performance is a strong accolade, particularly in the current climate.”

The Recruitment International’s Awards are particularly highly regarded within the recruitment industry because they are won entirely on a company’s merit following selection by a panel of judges and a day of intensive debate where each judge selects their own top three for each award category, before the points are calculated and a winner emerges.

About Hays

Hays is part of Hays plc, the leading global specialist recruitment group. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. By the end of June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 varied specialisms including recruitment for engineering jobs, nursing jobs and admin jobs.

For the year ended 30 June 2008:
– the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million; 
– the Group placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments; 
– the temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

Via EPR Network
More Human Resources press releases

Careers, Employment, Employment Outsourcing, Headhunting, HR, HR Consulting, HR Services, Human Resources, Jobs, Recruitment, Staffing Services

Hays Human Resources Has Revealed That Despite Companies Reporting Cautious Growth Plans, HR Professionals Are Still In Demand Across UK

Hays Human Resources latest salary guide by has revealed that despite companies reporting cautious growth plans across the UK, salaries have risen and demand for HR professionals is still outstripping supply – particularly in the interim sector.

Salaries have risen across the UK; a Head of HR can now typically earn £3k more than last year. However, research shows that employers may need to focus on employee career progression, personal and professional development, and the external reputation of the business over salary increases; the survey revealed that employees most commonly cited these as the fundamental reasons for looking for a new role. Furthermore, employees are increasingly looking for part-time and flexible working opportunities, when fewer organisations are prepared to offer this.

Alongside additional demand for strong HR candidates, evidence suggests that employers are now expecting more from them. Individuals who offer proven commercial acumen, a track record of leading business-critical projects and client-facing experience are most in demand. There is currently a 5% growth in HR officer and HR advisor roles and a shortage of candidates to fill them. Some specialist roles are also proving a challenge to recruit for, specifically those in reward and strategic resourcing. At all levels, the CIPD qualification is demanding a salary premium.

Heidi Waddington, Managing Director at Hays Human Resources, commented: “At a time of uncertainty, HR professionals often come to the fore; the focus is on improved retention and enhanced productivity, this can often be achieved through effective training and development initiatives. Where redundancies are unavoidable, the HR community can manage this process with minimum risk, ensuring best practice and the best possible outcome for all parties.”

About Hays Human Resources
Hays Human Resources is part of Hays plc, the leading global specialist recruitment group. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. By the end of June 2008, the Group employed 8,872 staff operating from 393 offices in 27 countries across 17 specialisms including recruitment for marketing jobs, legal jobs and insurance jobs.

For the year ended 30 June 2008:
– the Group had revenues of £2.5 billion, net fees of £786.8 million and operating profit before exceptional items of £253.8 million;
– the Group placed around 80,000 candidates into permanent jobs and around 300,000 people into temporary assignments;
– the temporary placement business represented 49% of net fees and the permanent placement business represented 51% of net fees.

Via EPR Network
More Human Resources press releases

Careers, Employee Relations, Employment, Employment Outsourcing, Headhunting, HR, HR Consulting, HR Services, Human Resources, Jobs, Management, Recruitment, Staffing Services

A Good Recruitment Consultant Can Help You Identify Your Options And What It Would Take To Make The Change

Even when work is just a means to an end to pay the bills, it’s important to enjoy as much of it as possible as it’s where most of us spend the bulk of our waking hours.

Most people feel they are in the wrong role, underpaid and undervalued at some stage in the week but the hardest thing of all is knowing what might make things better.

Sadly, the laugh a minute job doesn’t exist for most people, and the scope to be a racing driver or a supermodel is severely limited. But no-one should routinely dread getting up in the morning on weekdays, and if they do, they are probably in dire need of a change.

The secret to getting the most out of your job is knowing what’s important to you, according to the experts at leading recruitment agency, Search Consultancy. For some this might mean freedom, and for others it might be routine. Some like personal challenge and some thrive on teamwork.

Sadly, many people are reluctant to leave the devil they know to explore what else might be open to them. But the consultants at Search argue that a good recruitment consultant can help you identify your options and what it would take to make the change.

Sarah McParland, Director with Search said, “A good recruitment consultant is not in the business of putting round pegs into square holes and will spend time with candidates exploring their strengths, skills and ambitions before putting them forward for a role.

“Just as importantly, they will have taken a clear brief from their client about the job on offer and what sort of person would do well there. This takes into account the culture of the organisation and the make-up of the team in which the candidate would be assigned.

“There’s no point in putting a quiet, methodical character into a lively, unstructured environment if that would make them unhappy. And that holds true whether they have the technical skills for the job or not.

“At Search, we don’t just look for a match of paper qualifications, we look for the best fit available between the candidate and client.”

To achieve this, Search offers one to one interviews to prospective clients at all levels. They can also use psychometric or other testing methods to assess candidate suitability, always with the aim of finding a good match.

A good recruitment consultant helps individuals to be realistic about their options and will advise on any skills gaps which the candidate might need to work on to achieve their goal. There’s no point in just wishing for the moon and it can be a revelation to some people just how easy it is to make a change which suits their current circumstances much better than staying in the same old rut.

McParland adds, “It’s not unusual for people to investigate their options and decide that all they need is a change of firm or culture to give them back their drive. Sometimes, a different boss or change of hours and conditions is all that’s required. At other times, a radical revamp of lifestyle and goals is in order. No two people are the same”.

Via EPR Network
More Human Resources press releases

Careers, Corporate Culture, Employment, Headhunting, HR, HR Services, Human Resources, Jobs, Recruitment

Joslin Rowe Have Revealed That Product Control Will Become An Ever More Important Function Leading To Changing Product Control Job Specs

Joslin Rowe, one of the leading UK financial services recruitment firms, have released research that suggests the type of candidate most likely to be hired into a temporary product control job is going to change, following a warning from the Financial Services Authority (FSA) that firms need to maintain their valuation and product controls more stringently.

Tom Forrest, associate director of Joslin Rowe’s temporary accountancy & finance recruitment division, clarifies: “The UK Financial Services Authority has issued a ‘Dear CEO’ letter, cautioning banks and investment firms with trading operations that they will be visiting in the first half of 2009 to focus on valuation control processes. For many firms, this will be the impetus to change the type of person they look for in both temporary and permanent product control hires.”

According to Joslin Rowe research, product control departments have evolved enormously in the last 5 years and because of that, the parameters of product control careers have changed.

“Over the years, the number crunching of profit and loss figures have all been offshored,” explains Forrest. “Today, the typical temporary product control job in the UK market is a very analytical and risk orientated position. Product control job specs are asking for a totally different class of person for what’s essentially seen as a new breed of role.”

The current climate of concern over risk exposure and writedowns will also add fuel to the demand for strong product controllers.

“Confidence can only return to the market when product valuations and controls are watertight,” believes Forrest. “The product control function will be vital in achieving this. Candidates need to demonstrate, at interview, that they can build robust relationships with the trading floor and can control the big personalities that often dominate.”

Forrest predicts that the market will see a real shift in the type of temporary product control jobs being recruited for over the remainder of the year.

“Obviously, there’s a massive amount of market caution, so hiring the right staff to support a more rigid infrastructure, whether that’s on a temporary or permanent basis, will be the main focus” states Forrest. “Anyone with product control experience typically gained within overseas banks or securities firms, who’s risk aware with a strong attitude, will find themselves in demand for any temporary product control jobs on offer. It’s worth noting good candidates are still securing multiple job offers even in this difficult market. Rates aren’t dipping either, at up to £500 a day for a temporary product control job.”

Via EPR Network
More Human Resources press releases

Careers, Employment, Headhunting, HR Services, HR Solutions, Human Resources, Jobs, Recruitment

SAPCAreers.com—SAP employment portal service

Specialists always produce better quality service and have a wider range. That’s the approach of the leading SAP employment portal service SAPCAreers.com when tackling the big players in the employment industry.

Focusing solely on work in the SAP sector, SAPCareers.com provides an excellent set of tools to help facilitate the perfect match between employer and job seeker.

One tool allows SAP job seekers to upload their resumes which then become searchable via parameters such as category and location. SAP professionals also list their skill set & experience which all combine to produce a detailed profile which potential employers and recruitment agencies can run through.

Christian Wade of SAPCareers.com is confident that by providing job seekers with the option to advertise their skills makes it an easy task for employers and recruiters looking for a suitable candidate.

“I would encourage job seekers to spend a good amount of time polishing up the resume and making sure that all relevant skills & experience are clearly listed. We have a lot of recruiters who work specifically in finding SAP clients so they really do know what they’re looking for.” said Wade, stating that the website currently has a database of over 2000SAP resumes online and near 7000 registered SAP job seekers.

Wade also added that there were benefits also for recruitment agencies. “There are general job websites where the audience isn’t very focused into a specific sector. In my experience, the real professionals in each industry avoid the general websites and are more likely to use an industry specific website. I feel that they have more confidence in a website that’s dedicated to their industry. When you post a job on SAPCareers.com you know for sure that anyone that visits the site is a SAP candidate.”

He further said that recruitment agencies are always trying to get the best candidates for each role, to keep their relationship with the employer at a high level. “As a recruitment agency, if you’re sending A grade candidates to the employers for positions then you’re going to keep getting jobs to fill”.

SAP is experiencing tremendous growth, and there appears to be a shortage of qualified SAP staff with good experience. Wade says he hopes to increase the number of registered job seekers heading into 2009. “We’re looking at adding plenty of resources for the SAP community in the new year. We see a great opportunity to continue our work as one of the leading websites for SAP jobs and candidates.”

Via EPR Network
More Human Resources press releases

Careers, Compensation & Benefits, Employment, Headhunting, HR, HR Services, Human Resources, Recruitment, Staffing Services

Lack Of Career Opportunities Is The Main Motivator For Changing Roles In The Retail Sector

Hays Retail announced the results of a new survey carried out by the recruitment specialists Hays Retail and Barclays Commercial Bank revealing that a lack of career opportunities is the main motivator for changing roles in the retail sector.

The report, which aims to reveal the truth behind attracting talent in the retail market is the result of a programme of extensive research involving retail employers and employees.

Almost half (47%) of employees working in a retail job feel that they aren’t offered the scope to progress within their organisation and therefore, have to look elsewhere to move up the career ladder.

However, according to the report from the recruitment specialists, it seems employers have a very different perception. 80% of those surveyed feel they give their staff room to progress and two thirds believe that their staff have the skills required. Yet they still state in the survey a lack of suitable candidates as their greatest recruitment challenge.

According to Clare Kemsley, Managing Director of Hays Retail, for employers to attract – and keep – the best employees, “employers need to communicate and give more detailed information of what training and career development opportunities are available within their brand and set clear career paths from the outset, before their staff look elsewhere.”

Jane Galvin, a director in Barclays Commercial Bank’s Retail and Wholesale team, commented on the findings: “The report identifies a perception gap between what staff and employers think about opportunities for career progression. At a time when retailers need a motivated workforce to navigate challenging trading conditions, recruiting and retaining good staff remains key. The most successful companies will continue to be those who keep staff happy and tap into their customer knowledge which can help retailers quickly identify trends that will increase sales and customer retention.”

Retailers continue to look to e-commerce for opportunities, with 93% of respondents believing this sector still has scope for continued growth over the coming years.

“This new Guide gives a deeper than ever insight into the retail profession and the challenges facing employers as they go about attracting talent into their organisation,”concluded Clare Kemsley.

About Hays Retail:
Hays Retail is a subdivision of Hays Plc, the FTSE 250 Company which employs 7,753 staff operating from 376 offices in 25 countries across 17 specialisms including marketing jobs, finance jobs and legal jobs. Hays Plc placed circa 68,000 candidates into permanent jobs and paid circa 46,000 temporary workers weekly during the year ending June 07.

Via EPR Network
More Human Resources press releases

Careers, Compensation, Compensation & Benefits, Employee Relations, Employment, HR Services, HR Solutions, Payroll Services, Salary

Dollarcompensationstatements.Com, A Web-Based Total Compensation And Benefit Statement Generator That Employers Can Use To Create Personalized Total Compensation And Benefits Statements

SBF Communications launched DollarCompensationStatements.com, a revolutionary new web-based total compensation and benefit statement generator that will change the way the industry approaches creating benefit statements. We offer the only self-service tool that employers and benefits brokers can use to create personalized total compensation and benefits statements for $1 to $2 per personalized statement.

DollarCompensationStatements.com saves employers up to 75% off of the amount they would otherwise pay traditional compensation and benefit statement service providers. Our straight forward pricing approach makes it cost effective to provide personalized total compensation and benefit statements to companies of all sizes. We have:

  • No set up fee
  • No minimum order
  • No wait
  • No risk — preview before you pay

The total rewards package employers provide their employees is one of their biggest expenses, yet employees don’t recognize the cost of health benefits and other perks as part of their total reward package. DollarCompensationStatements.com provides an inexpensive solution for employers of all sizes. Employers can:

  • Customize their introduction letter
  • Brand with their logo
  • Create statements with attention-grabbing charts
  • Eliminate lead times — statements are print ready in minutes
  • Pay a lot less

The self-service functionality is easy to use, you:

  • Select your statement
  • Upload your customized data
  • Preview your statements
  • Pay
  • Print

For more information about DollarCompensationStatements.com visit www.dollar-compensation-statements.com or contact us directly at 404.474.7947 or info@dollar-compensation-statements.com

Via EPR Network
More Human Resources press releases

Careers, Compensation, Compensation & Benefits, Corporate Culture, Employee Relations, Human Resources, Leadership, Management, Workplace

Dubai International Capital Named In Top Ten Percentile Of The World’s Top Employers

Dubai Holding, has announced that Dubai International Capital LLC (‘DIC’), its international investment arm, has been ranked in the top ten percentile, against regional and global benchmarks, in the TRI*M 2007 Employee Satisfaction Survey. TRI*M is a global leader in customer stakeholder management research, and part of TNS, a global market information and insight group.

H.E. Mohammed Al Gergawi, Chairman of Dubai Holding said: “DIC made outstanding progress in 2007 under Sameer Al Ansari’s leadership. Sameer Al Ansari and the Dubai International Capital team have built a highly profitable international investment company in a remarkably short time and these exceptional results reflect DIC’s high standards of corporate governance and high levels of employee satisfaction. The results reinforce the UAE’s status as a career destination for talented professionals in the financial sector and also demonstrate its position as a leading global financial centre.”

Sameer Al Ansari, Executive Chairman and CEO of DIC said: “DIC has achieved a great deal in a short time with a significant investment push into Asian markets this year and the closing of several major transactions in 2007. We are building on this momentum with an ambitious recruitment drive at a senior level with a target of 130 employees by the end of 2008 compared to 85 in 2007. We are hiring the resource and senior talent we need for the next phase of DIC’s ambitious growth strategy.”

The assets under management of Dubai International Capital now total over US$12 billion with a target to double assets under management to US$25 billion within the next two years. DIC has been profitable since its inception in 2004 and has earned global recognition as a world class investment company.

DIC Emerging Markets division made its first direct investment in the region with the family-owned Rivoli Group, a luxury retail chain based in the UAE. DIC’s Jordan Dubai Capital, a US$300 million fund, acquired a 51% stake in the Central Electricity Generating Company through its energy investment arm ENARA Energy Arabia. DIC recently announced the launch of China Dubai Capital, a $1billion fund to invest in China in partnership with First Eastern as well as Saudi Dubai Capital, a $1 billion fund to invest in KSA.

About Dubai International Capital:
Established in 2004, DIC is an international investment company focused on both private equity and public equity. A wholly-owned subsidiary of Dubai Holding, DIC manages an international portfolio of diverse assets that provide its stakeholders with value growth, diversification, and strategic investments. Assets under management total over US$12 billion. DIC was named MENA Private Equity Firm of the Year in the 6th annual Awards for Excellence in Private Equity Europe 2008, organised by Dow Jones Private Equity News.

About the survey:
The survey results were measured by the TRI*M model which gives a single number score representing the level of employee commitment including overall satisfaction, recommendation, rejoining, motivation of colleagues and market strengths.

In the findings, 85% of DIC employees believe DIC has a strong reputation in the market which reflects that staff are proud to be working for the firm. 83% of employees would recommend DIC as a company to work for, compared to 74.5% in 2006.

Via EPR Network
More Human Resources press releases

Compensation & Benefits, Corporate Events, Employee Relations, HR, Human Resources, Leadership, Motivation & Rewards, Team Building, Training & Safety

Cranberry Resort Offers A Wide Range Of Affordable Corporate And Small Business Events

Treat your employees to a holiday party they’ll never forget at Cranberry Resort Book your next holiday party for an affordable price at beautiful Cranberry Resort in Collingwood. Cranberry Resort offers various deals for the holiday season including buffet style or plated dinner parties, and two charming locations to choose from.

Enjoy your very own corporate party at either Bear Estate in the well-appointed William Watts Ball Room, or at the lovely Atoka House, set against the panoramic backdrop of Blue Mountain. For the low price of $34.95, you’ll enjoy a specialty catered dinner, free hors d’oeuvres, fruit punch, late night coffee and delicious Christmas cookies. Cranberry Resort will also be offering the chance for someone at the party to win a grand prize of a one week vacation at Cranberry Resort.

If a corporate party isn’t what you’re looking for, Small Businesses from all over Ontario have the chance to come together. There is a special evening available which caters to small businesses, with something for every industry of every kind. You will also have the chance to win a grand prize of a one week vacation at Cranberry Resort at this event as well. The Small Business Christmas party is to be held on Friday November 28th, and Saturday December 6th. You’ll enjoy a delicious Turkey and Roast Beef Dinner Buffet, and then boogie on the dance floor to the beat of Soundscapes d.j. If you book by October 6th, you’ll receive a discounted rate of only $29.95 per person for the evening and only $89.95 for the Accommodation Rate. A fantastic price for a fantastic night!

For more information e-mail mwilliams@thecranberryresort.com or give them a call at (705) 445-6600 X 253.

Cranberry Resort, set against the panoramic backdrop of Blue Mountain and the beautiful waters of Georgian Bay, is a world-renowned, 750 acre year-round vacation destination.

At the Cranberry Resort, a Gold Medalist in Canada’s Golf Ranking Magazine of the top golf resorts in Canada, you can experience an expansive 18-hole golf

course, full-service marina, fine dining, a luxurious spa and a wide range of outdoor and indoor fun the whole family can take part in. Cranberry Resort is a 4-season vacation paradise!

Via EPR Network
More Human Resources press releases

Careers, Employment, Executive Search, HR, HR Consulting, HR Services, Human Resources, Jobs, Recruiter

Exec-Appointments, one of the most successful online recruitment sites for executive jobs, has been shortlisted for the 2008 Recruiter Awards for Excellence

Exec-Appointments has been nominated in the Best Job Board category at the 2008 Recruiter Awards for Excellence. Exec-Appointments, which was acquired by the Financial Times in November 2007, recently achieved 200,000 registered executives on its website. It also has over 10,000 MBAs who are members of MBA-Direct.com. Exec-Appointments has a strong brand, recognised internationally by both clients and candidates alike.

Exec-Appointments which focuses on high-earning executive jobs, has a major presence in online recruitment. It has a successful core product – which focuses on senior management jobs and boasts the highest proportion of C-suite, director and senior manager visitors and highest average income visitors to any UK online job site – and two specialist products targeting MBAs and Non-Executive Directors.

Betty Thayer, Chief Executive of Exec-Appointments said, “I am delighted that Exec-Appointments has been short listed for these awards, recognition of a highly successful year for the company.”

The nomination comes less than six months after the company was bought by the Financial Times. The change in ownership has increased the exposure of Exec-Appointments vacancies, with the job board gaining direct access to the FT.com network where jobs are listed next to articles and analysis on the Financial Times website.

About Exec Appointments
Exec-appointments.com is owned by the Financial Times company and is the leading, award winning online site for executive jobs, including permanent, interim, contract, non-executive and senior voluntary positions in the UK and abroad. Launched in response to demand for a high quality, online recruitment advertising service, exec-appointments.com has formed a number of important associations and conducted research on the role and attitudes of non-executive directors. Exec Appointments established The Non Executive Director, the major Europe-wide source of information and comment on non-executive directors, which is produced in association with Ernst & Young. It also runs MBA-Direct, a global leader for MBA jobs, providing a professional online service for MBA students, alumni, executive recruiters and the world’s leading business schools. The company was founded by Betty Thayer (CEO), an advocate for Women in Business and former Chair of the Remuneration Committee of Think London. The company headquarters are situated in Bath, a World Heritage Site in Somerset.


Via EPR Network
More Human Resources press releases

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

Hays Information Technology Surveys Senior IT Professionals To Find The Most Desired Skills From Employees In The IT IndustryHays Information Technology Surveys Senior IT Professionals To Find The Most Desired Skills From Employees In The IT Industry

Hays Information Technology, the UK’s number one IT recruitment consultancy, has conducted a survey targeting senior professionals to find out what the most desired personal and professional skills are from employees in the IT industry.

The survey, which was conducted with a number of companies throughout a diverse range of public and private sectors across the UK, found that candidates with a strong business awareness of both IT and non-IT issues, and leadership skills are the two primary factors looked for when recruiting middle and senior IT management. However, the ability to apply IT strategy to the wider business and possessing strategic focus, strong technical and industry knowledge also featured high up the list of desirables.

James Lloyd-Townsend, Managing Director of Hays Information Technology commented, “You need a proven track record and be up to date with the direction of technology. But you need to think strategically, give clear direction and engage with people.”

As to sourcing the talent to fill their senior IT and networking jobs, the survey from Hays revealed that businesses use a mixture of direct advertising, websites, internal promotions and recommendations. The survey also showed that while most employers are satisfied with their current IT management teams, more than a quarter are currently recruiting and as many as six in 10 plan to bring on board new talent during the next 12 months.

Hays Information Technology also confirmed that salary demands remain the number one obstacle to placing the right candidate. However, the timeliness of the recruitment cycle, the total reward offering and external competition are factors that can adversely affect a candidate’s decision. It was concluded that the hiring company’s brand has a negligible significance while the IT function is fairly or very influential in leading business transformation and driving business strategy, goals and objectives.

About Hays Information Technology:
Hays Information Technology is the UK’s number one recruitment consultancy specialising in IT jobs. Working across a nationwide network of offices Hays Information Technology offers clients and candidates a highly specialised IT recruitment service for permanent and contract positions across all vertical markets, skill sets and levels of seniority.

Hays Information Technology is a subdivision of Hays Plc, the FTSE 250 Company which employs 7,753 staff operating from 376 offices in 25 countries across 17 specialisms including marketing jobs, nursing jobs and legal jobs. Hays Plc placed circa 68,000 candidates into permanent jobs and paid circa 46,000 temporary workers weekly during the year ending June 2007.

Via EPR Network
More Human Resources press releases

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

Graduates looking for a job in banking could benefit from a recruitment drive operating across the square mile and Docklands, reports financial services recruitment agency Joslin Rowe

Worried graduates still looking for a job in banking could benefit from a little known recruitment drive operating across the square mile and Docklands, reports financial services recruitment agency Joslin Rowe.

Some of the biggest names in the financial services sector are recruiting for so called “graduate bootcamps” via recruitment consultancies. The bootcamp scheme aims to plug the extreme skills shortage currently affecting the banking sector by offering graduate jobs in banking (http://www.joslinrowe.com/graduate) on a temporary rather than permanent basis, where each recruit is intensively trained into a very specific junior role as an interim measure.

Alex Niarchos, manager of Joslin Rowe Temporaries, recruits graduates for many of London’s investment banks including the boot camp initiative. He says, “Essentially, the scheme gives banks the flexibility to hire someone straight away on an ongoing contract for as long as they need in a certain area which is particularly short staffed. Although this isn’t a permanent role it can often lead to one and however long or short the assignment, it does mean that graduates temping on the scheme will have considerable experience at the end of it and be eminently more employable.”

Applicants most likely to secure a graduate job in investment banking via the scheme are those with a 2:1 numerate or financially focused degree (or equivalent), who can demonstrate strong excel skills, an analytical mind and a real interest in financial services. Evidence of an internship in the City or work experience in a similarly fast paced, pressurised environment is particularly key. Typical roles available under the scheme encompass derivative operations, dividends, collateral management, equity trade support & settlements and even some middle office positions.

“There are a few core differences between the official graduate schemes and boot camp contracts,” advises Alex. “Obviously the prestige and security of securing a graduate banking job via the official graduate programme is immense and graduates, understandably, are often keen to join at the same time as a group of peers on a structured programme with plenty of hand holding. It is also true that the official scheme offers more varied rotations throughout the bank. However, boot camp contracts also offer training, both on and off the desk, and although new hires will be expected to grasp things quickly they are not just left to sink or swim. There is also an element of internal mobility and contracts can lead to a permanent job offer. Ultimately, it’s a path that should not be discounted out of career snobbery as it could be just the opening someone needs to really kick start their fortunes,” advises Alex.

Established in 1982, Joslin Rowe is one of the leading financial services recruitment firms in the UK and Ireland. On 7 April 2006, international staffing services company Vedior (headquartered in Amsterdam, the Netherlands) raised its stake in Joslin Rowe’s parent company, The Blomfield Group, from 18% to 70%. Jocelyn Rowe recruits for a number of graduate jobs in banking across London, Edinburgh, Glasgow and Dublin including long-term contracts, temporary and permanent roles.

 

Via EPR Network
More Human Resources press releases

401k & Retirement, Careers, Compensation, Compensation & Benefits, Conflict Resolution, Corporate Culture, Corporate Governance, Employee Injury Prevention, Employee Relations, Employment, Employment Investigation, Employment Outsourcing, Executive Search, Gender Equality, Government Agencies, Headhunting, Health & Welfare Plans, HR, HR Consulting, HR Education, HR Services, HR Software, HR Solutions, Human Resources, Human Resources Law, Jobs, Labor, Labor Relations, Layoffs, Leadership, Management, Managing in Hard Times, Motivation & Rewards, Networking, Outplacement, Outsourcing, Payroll, Payroll Services, Recruiter, Recruiting & Retention, Recruitment, Resume, Salary, Staffing Services, Team Building, Training & Safety, Unions, Wage, Workplace

Welcome to EPR Human Resources News

1 Comment

EPR Human Resources News is a new blog, part of EPR Network, that is going to be focused on and will be covering the human resources news and stories from press releases published on EPR Network.

EPR Network (EPR stands for express press release) is one of the nation’s largest press release distribution networks on Web. The EPR’s nationwide network includes 12 State based PR sites, one major PR forum and a number of industry specific PR blogs and what started as a hobby on Internet years ago turned out to be a rapidly growing business today. EPR Network is also known as one of the most trusted (human optimized, published, edited and monitored, spam/scam/low quality PR content free) PR sites on the web with more than 10,000 company and individual press releases distributed per month. EPR Network is putting your press releases on top of all major search engines’ results and is reaching thousands of individuals, companies, PR specialists, media professionals, bloggers and journalists every day.

EPR Network has thousands of clients around the world including global 500 corporations like Hilton Hotels, Barclays Bank, AXA Insurance, Tesco UK, eBay/Skype, Emirates, just to name a few. The network’s PR web sites are currently reaching from 150,000 to sometimes 500,000 unique visitors per month while our viral reach could possibly go to as much as 1M people per month through our presence across various social media sites. EPR Network was established in 2004 and as of May 2008 it had more than 800,000 press releases (pages) published on its network.

If you have a press release to be distributed, you can do it over here: press release distribution