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Become A Professional Housekeeper/Nanny

Nannies and Housekeepers apply for work usually with experience; however, very few are well rounded in all areas so that they can offer themselves as certified professionals in the field. In this economy, the more you know and can offer up as talents and skills, the more likely you are the one to be selected for the job and less likely to be fired.

martaperrone

A professional domestic should learn have good basic childcare skills, and know how to clean, cook, do laundry, flower arranging, table setting and serving along with knowing how to conduct themselves on a job when problems arise and how to communicate properly with their employers in an effort build and maintain a strong employer/employee relationship.

Our one day seminar covers all this and more. Check out www.martaperrone.com to know more about our course study to help you or your employee become a full charge certified professional domestic.

In addition, we do in-home training, personalized household manuals, recruitment and consultation!

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IT Leads Organisational Efficiency – Reports Hays Information Technology

Hays Information Technology, a leading specialist recruitment company, reports a number of specialist IT skill sets have come to the fore during the current climate, as organisations seek to maximise efficiencies.

hays

Providing technical solutions in a structured and cost-effective manner remains a key priority, particularly for larger organisations and consequently this has led to sustained demand for architecture expertise in the current IT architect jobs market. “Enterprise architects can still command excellent salaries and remuneration levels reflect the substantial cost savings that these individuals can bring to their organisations,” commented James Lloyd-Townshend, Managing Director at Hays Information Technology.

The focus on cost efficiency has also fuelled demand for business intelligence consultants, whose remit is to prepare management information reports, keep senior stakeholders informed on all aspects of company performance and highlight areas where resources need to be diverted in order to optimise financial outlays. “SharePoint experience is a particular skill set that employers are looking for, as this can make a real difference to the way businesses share information, which in turn has a dual knock-on effect on engagement and productivity,” added Lloyd-Townshend.

Virtualisation is a central part of an organisation’s IT strategy in achieving consolidating and standardising infrastructure. This results in server and device consolidation and these reductions mean less capital expenditure, lower power consumption and maintenance costs, fewer human resource support requirements and software licenses. Cloud computing and cloud-based applications are seen as a pivotal part of this economy drive. Other specialist skills that are currently in demand for IT jobs include VMware, C# and .Net.

Some of the larger organisations in particular will be looking to increase their expenditure on IT projects during the second half of the year, in preparation for the upturn. “Businesses will initially look to bring in senior interim professionals to manage these projects and we would then expect them to gradually increase their permanent headcount as and when the market starts to pick up,” added Lloyd-Townshend. “Small and Medium Sized Enterprises (SMEs) are also taking advantage of the current market conditions to attract talent and these organisations offer opportunities for individuals to make a real difference to their businesses.”

While the nature of the current economic climate has altered the parameters for IT recruitment, many organisations are reassessing their requirements in preparation for delivering fundamental strategic projects, as this represents an opportunity to steal a march on the competition and subsequently gain market share. IT professionals can also bring their commercial skills to bear in the public sector, which is keen to hire individuals with a commercial background. “It is important that jobseekers research transferable skills and understand how these organisations operate,” added Lloyd-Townshend as a note of caution.

Finding increasingly cost effective infrastructure solutions, enabling faster data access across organisations and sharing information to gain operational efficiencies have all led to a steady demand for specialist IT skill sets, which will help organisations through the downturn and provide a solid platform for the economic recovery.

About Hays Information Technology
Hays Information Technology is part of Hays plc, specialising in IT jobs including developer jobs and programmer jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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Silverdoor Grows Its Team With Eight New Starters

Eight new members of SilverDoor staff have started or are due to start within the next few months, bringing the head count at the company’s head office in Chiswick to more than 35 staff.

Eva Bogowicz has been appointed as finance manager, managing a team of five and reporting into Marcus Angell, SilverDoor’s founder and managing director. Her background is as a management accountant at VGC Group. As well as Bogowicz, Nimisha Dabasia has also joined the finance department as an accounts clerk. Dabasia’s background is with Nationwide Building Society as a senior banking officer.

Following on from the appointment of Segun Babalola as IT director earlier this year, the IT department also sees Hanish Vithal starting as software/technical support technician. After graduating from the University of Portsmouth with a BSc in Computing and Information Systems, he has been working as an IT consultant at Eurowide Media.

In addition to the permanent new recruits, SilverDoor has also taken on a number of 12 month university placements. James Hood, Danielle Lyons and Rafaela Baraldi are all from Bournemouth University, where they are studying Business Studies, and have been assigned various roles within corporate sales and marketing or finance. Priya Jotangia is also joining as a corporate sales and marketing placement from De Montfort University, Leicester, where she is currently studying an HND Business course.

Sofia Oragano also joins the corporate sales team. Oragano was previously a lettings manager at Foxtons.

SilverDoor represents more than 30,000 serviced apartments globally, with new serviced apartments in Belfast recently being added. Lucas Apartments located just ten minutes away from the city are housed within the iconic Lucas Building, a landmark Victorian factory that was completely renovated in 2001. Each modern serviced apartment features one or two double bedrooms, a luxury bathroom (with an additional en suite in the two bedroom apartments), a fully equipped kitchen and a furnished living area.

SilverDoor has also recently added new serviced apartments in Dublin. The New Street apartments are situated in central Dublin, just a short walk from St Stephen’s Green and other popular attractions including Temple Bar, St Patrick’s Cathedral and Dublin Castle.

The apartments range in size and layout and all are spacious and stylishly furnished and feature comfortable living rooms with contemporary furniture. The fully equipped kitchens offer modern appliances and the majority of the bedrooms feature double bedrooms with the option of converting to a twin bedroom if required.

About SilverDoor
SilverDoor International Serviced Apartments was incorporated as a limited company in March 2000 under its original name of Hotdigs. At the beginning of January 2006 the company changed its name to SilverDoor. The company was formed and continues to be led by managing director Marcus Angell. SilverDoor boasts an impressive client portfolio which includes many FTSE 100 companies such as Cadbury, MAN Group PLC, ICAP and Serco Group as well as relocation and hotel booking agents. SilverDoor offers serviced apartments in over 160 locations globally such as London, Paris, New York, Abu Dhabi and Toyko. SilverDoor has also just added to its portfolio with some new serviced apartments in London and a selection of Edinburgh serviced apartments to its portfolio as well as new serviced apartments in Manchester. SilverDoor is based in Chiswick, West London.

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Hays Social Care Has Reported That The Recent Government Announcements To Invest In The Recruitment Of Social Workers Is Likely To Provide A Temporary Boost To The Numbers Employed In The Industry

Hays Social Care, specialist recruitment company, has reported that the recent government announcements to invest in the recruitment of social workers is likely to provide a temporary boost to the numbers employed in the industry, but a longer term action plan is needed to combat the skills shortages that are crippling the industry.

hays-socialcare

“There has been systematic underinvestment in social care for many years, which has resulted in a severe shortage of experienced social workers – the latest figures say that one in seven social work positions are currently vacant. The perception of the industry as a whole needs to be addressed and a defined career structure needs to be introduced, so that social work graduates are not lost to the industry,” commented John Faraguna, the newly appointed Managing Director of Hays Health and Social Care.

A number of reasons have been put forward to explain the lack of qualified social workers. Salaries for experienced frontline social workers are not as competitive as those for nurses and teachers, and there is a lack of financial assistance to help support them through their ongoing studies. Unlike nurses, social workers do not receive any funding for their studies. The sponsorship of university places that has just been announced is a small step to encourage workers to pursue these careers.

The majority of social workers in the UK studying for their social work degrees have either changed careers or had previous experience of social care work and decided to retrain later on in life. Local authorities are increasingly looking overseas as a viable solution to plug the skills gap but the figures are still not stacking up.

Hays Social Care has found that those authorities who have tapped into the overseas talent pool have generally been impressed with the calibre of candidates, which has lead the company to receive excellent feedback in almost all cases. However, Hays warns that this is just a drop in the ocean. Paul Marriott, Operations Director for Hays Social Care, remarked, “Putting measures in place to retain the existing workforce is just as important as attracting international candidates or the considerable numbers of social workers that have left the profession. Social workers need the support of management, regular supervision and ongoing training to be provided.”

There are also differences depending on the social work specialization and this is another prevalent factor which has led to some professionals leaving the industry altogether. “Children’s social workers tend to be stressed, work long hours, have to juggle increasing caseloads in what are often extremely challenging environments. We don’t seem to get the same feedback from those working within Adult Services,” noted Paul.

While there are an increasing number of individuals who are studying towards a social work degree straight from school or college, finding work experience can be fraught with obstacles. Placing newly qualified social workers into permanent positions is often difficult and many find they have to work initially as unqualified social workers. “Two good placements under your belt will greatly increase employability” concluded Paul.

About Hays Social Care
Hays Social Care 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. The Group employs 8,294 staff operating from 380 offices in 28 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.

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Women Equal Men In Hunt For Financial Service Jobs Reveals Joslin Rowe

Joslin Rowe has revealed that women working within investment banking and investment management jobs are closer to reaching parity in terms of the percentage of job offers they’re receiving versus men, thanks to the longer and more rigorous interview processes put in place by City firms as a consequence of the recession.

joslinrowe

Lack of budget for head count in 2009 has ensured that when hiring for financial services jobs does take place, candidates are subjected to a more rigorous and lengthy interview process to guarantee the very best candidate is hired. This appears to have weeded out gender prejudices, whether passive or active.

Joslin Rowe, the financial services City recruitment specialist, analysed 1,244 City job offers across accountancy jobs, risk and finance jobs, banking operations jobs, compliance jobs and investment management jobs. Between May 2007 & May 2008 (when the recruitment process was typically 3 weeks) men received 55.1% of all financial services job offers compared to 44.9% for women.

Fast forward to May 2008/May 2009, when interview times jumped to over 6 weeks and more interview stages were introduced, and women now receive 48.4% of all financial services job offers – with men receiving 51.6%. In the year 2000, just 41.1% of financial job offers went to women compared to the 58.9% received by men.

Tara Ricks, managing director of Joslin Rowe, the City of London recruitment consultancy, explained: “Today’s interview process has become one of the most intense we’ve ever witnessed. With so many candidates to choose f r o m, and the need to justify every single hire, interviews are involving many more hiring managers and assessment stages. City firms have always been incredibly selective but now only ‘exact match’ candidates can expect to tick all the boxes on each financial services job spec and receive that job offer.”

“Of course there may be other factors at work behind these increases,” added Ms Ricks. “For example, many City firms have been working hard for years to ensure an improved diversity and equal opportunity culture and you can see that f r o m the progressive figures we’ve witnessed since the start of the Millennium.”

Ms Ricks concluded: “The recession may actually prove good news for women. According to a CIPD report, entitled ‘Women in the Boardroom’, female executives interviewed said the traditional rewards and trappings of a higher career status, such as huge bonuses, money and bigger cars, were geared towards a male perspective of success. What they wanted was more time and greater flexibility, something that may be more, rather than less, likely in the post hyper-bonus world.”

 

According to Joslin Rowe research 50.5% of job interviews are with women and 49.5% are with men. This means that although women are slightly more successful at gaining interviews this marginal advantage does not actually translate into job offers.

About Joslin Rowe:
Established in 1982, Joslin Rowe is one of the leading UK financial services recruitment firms in the UK. Joslin Rowe consultants, candidates and clients work together to achieve the best employment opportunities and long term relationships. Joslin Rowe recruits for accountancy jobs and banking jobs along with other financial services roles across London, Edinburgh and Glasgow including long-term contracts, temporary and permanent positions. Joslin Rowe is a Randstad company – the second largest HR services group globally.

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Hays Highlights The Demand For Specialist Treasury Accounting And Systems-Based Experience Has Increased Over The Past Six Months

Hays, the specialist recruitment company, highlights the demand for specialist treasury accounting and systems-based experience has increased over the past six months. The increasing focus on compliance has led to a stronger focus on individuals with regulatory experience.

Hays, the specialist recruitment company

“Employers are looking for accounting and systems based personnel, in contrast to the same period a year ago when we were experiencing a very high demand for treasury operations managers, working in broad roles and overseeing small teams on the general day-to-day operations,” commented James Crichton, Senior Business Manager at Hays Treasury.

James continued, “Employers are particularly keen to hire individuals who can demonstrate a solid understanding of IAS32 and 39, for both permanent and interim assignments.”

The role of the corporate treasurer has also assumed greater importance during the current downturn, as treasury departments are coming under increasing workload pressures. At the more senior end, applicants need to demonstrate accounting qualifications, strong relationship and change management experience, while strong analytical and systems skills are prized at the more junior end of the market, ideally gained in a complex, multinational environment.

“Employers are looking for accomplished technical and behavioural competencies when recruiting for their corporate treasury jobs,” noted James Crichton.

There has also been steady growth in interim and temporary roles, particularly for strategic (as opposed to operational) appointments, which has fuelled demand for experienced corporate treasurers that are available for contract work. Required competencies include bank relationship and cash flow management expertise, two skill sets that have surged in demand during the current downturn.

“Companies that had previously not employed a dedicated treasurer are reaping the benefits of having an in-house expert, particularly in the management of cash flow”, James remarked.

Another key trend has been an increase in recruitment activity for permanent senior level positions. A number of new posts have been created to accommodate experienced professionals who are able to take on the Head of Treasury role and make fundamental changes to the organisational structure of the accounting function.

“Companies are increasingly looking to bring in specialists who can not only head up their departments but who have the leadership and management skills to drive through change and establish a separate identity for the treasury function,” continued James.

There has been a clear shift of emphasis in the demand for jobs in treasury during the last six months, and the overriding message is that applicants with the right accounting and systems experience and qualifications are well placed to succeed in the current market. However Hays warns that the onus rest on the individuals to show that they have the right skills and background. Individuals who do not have the required experience will find it more difficult to move into treasury roles, as employers are increasingly looking for very specific skill sets.

 

About Hays Treasury:
Hays Treasury is part of Hays plc, and offers a wide range of Tax and Treasury roles including corporate tax jobs, personal tax jobs and tax investigations jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 27 countries across 17 specialisms.

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Continued Demand For Specialist Contact Management Skills Reports Hays

Hays Recruitment has reported that the current economic environment is likely to fuel further demand for senior contact centre jobs with the trend set to continue throughout 2009.

“As we see further company restructures, organisations will increasingly focus on process improvements and management of costs. Employers are looking for individuals who can demonstrate significant business re-engineering and change management experience,” said Lorna Shakespeare, senior manager at Hays Contact Centres.

Employers are looking to bolster recruitment within their support functions, where the demand for resource planning and forecasting jobs for senior managers remains steady. Other areas of focus for call centre employers include performance management, workforce management, dialler management and MI management, which is reflected in the demand for experienced professionals.

“These specialist skill sets are harder to source and all play a key role in improving efficiencies and reducing costs. Salaries for these support roles have remained pretty competitive,” continued Lorna Shakespeare.

Although jobseekers for senior roles will typically have five years’ experience, coupled with a strong technical knowledge of industry systems such as Total View, Blue Pumpkin and Avaya, organisations are also placing great emphasis on people management skills.

The public sector is creating opportunities for more traditional call centre jobs, particularly for senior customer service manager and operational manager roles. Jobseekers with previous private sector experience are a major plus for many organisations. “Skills are very transferable and the public sector welcomes applications from those with private sector backgrounds, particularly given that many of them will already have experience driving cost and efficiency savings. Salary and benefits packages are also enticing,” explained Lorna Shakespeare.

Applicants do, however, need to apply additional effort to make sure that their CVs are tailored to specific job requirements. Providing a detailed picture of their experience is imperative to emphasise suitability for the role.

However, as long as jobseekers maintain a positive and realistic outlook, applicants with the right set of technical and personal skills, particularly in the change and people management fields, can excel in the current marketplace as evidenced by the steady demand for interim and permanent contact centre jobs in both the public and private sectors.

Hays Contact Centres is part of Hays plc and specialises in contact centre jobs including customer service jobs and collections jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. As on 30 June 2008, the Group employed 8,872 staff operating from 393 offices in 28 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 also 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.

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Demand For Specialist Telecoms Talent Reports Hays Telecoms

Hays Telecoms has reported that employers are seeking specialist telecoms talent, with business and core networks, content and media, mobile and wireless, all experiencing steady recruitment activity.

High on the list of desirable skills is the demand for individuals with experience of transmission, provisioning and planning of fibre networks.

“People skills and advanced technologies are being used to streamline networks and follow best practice in and around transmission of the data to make networks more productive,” commented Lee Chant, Managing Director at Hays Telecoms. The key skill sets that employers are looking for in networks jobs are engineering based; knowledge of products such as LAN, WAN, Cisco and Juniper are particularly sought after while other networks (Extreme, 3Com etc) and infrastructure skills (Cat5, Cat6) are also currently sought after.

There is also a requirement for internal network security jobs within companies and their Firewalls. Companies are looking at their present networks to ensure they are accurately mapped – central to this enhancement is fibre optimisation and the design of the most efficient circuits to execute customer requirements and service. “Network optimisation is very much a buzz phrase around the industry at the moment,” noted Lee.

Recruitment activity for core network jobs is also remaining resilient, as many companies seek to win provisioning, transmission and design work. The current economic conditions have also provided a good opportunity for companies to complete their design and network planning, which has led to equipment upgrades and work around network efficiencies. This has fuelled demand for specialists with experience of Juniper, Cisco, Huawei, Ciena, and more driving environments such as IP, MPLS, VPLS, ATM, Frame Relay, SDH, PDH and DWDM. “Other buoyant skill sets include TDM, VoIP, SIP, H.323, IMS, Intelligent Networks, CPE, Ethernet and Dark Fibre,” added Lee.

Linked to the core networks is the content and media side of telecoms. The race is on for companies to corner the market in the ‘quad play’ arena, namely providing the ‘four in one’ home broadband, TV, telephone and mobile services. Investment in research and development has generated mobile and wireless telecoms jobs, as companies strive to gain a comparative advantage over their competitors. Mobile applications, mobile content, Symbian, J2ME, Multimedia, Broadcast, IPTV, VoD, DTV,H – DAM, EPG, Triple/quad Play are all desired skills.

“Although the sale of mobile handsets has slowed, companies are looking to invest in product development, such as mobile TV applications,” Lee explained.

Another area of growth is the field of technology to support collaboration, video-conferencing and web-conferencing. Knowledge of Cisco and Tandberg are proving to be the most in demand skills, as well as general IP networking experience relating to conference bridges. Employers are looking for professionals with web-based video conferencing experience, using sophisticated Telepresence technology. “The advantage of these products is that they save money and are environmentally friendly,” concluded Lee.

About Hays Telecoms:
Hays Telecoms is part of Hays plc and specialises in a wide range of telecoms roles fromconvergence jobs to jobs in broadband. Hays is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 28 countries across 17 specialisms.

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Oil And Gas Sector Remains Attractive Option For Engineers Says Hays

Hays, specialist recruitment company, survey shows demand for qualified engineers in the oil and gas sector remains resilient despite the downturn and this is reflected by the competitive salary and benefits packages on offer in the industry.

The 2009 survey, which was conducted in partnership with the Energy Institute, analysed trends in the oil and gas jobs sector, showed pensions were top the list of desirable benefits for almost 80% of workers, followed by annual leave entitlement (71%), health insurance (66%), and bonuses (58%).

“Nine day fortnights are also fairly typical of the oil and gas sector, enabling workers to take a supplementary day off every other week. We are also seeing car allowances at all levels, including for more junior roles,” commented Eliot Davies, National Operations Director for Hays Oil & Gas.

Many companies also sponsor career development, offering to pay for further training – this is borne out by the number of workers who hold a postgraduate qualification (43%). The survey also revealed that over half of oil and gas workers saw their incomes boosted by bonuses (58%), which can climb as high as 20% of base salary. Indeed, almost half of oil and gas professionals (45%) are expecting to receive a bonus this year. The opportunity to work on projects globally is also attracting jobseekers to the oil and gas industry, demonstrated by the survey findings, which reveal that two thirds of respondents deemed this to be either important or very important.

“Although Aberdeen is still seen as a centre for engineering excellence, many head offices located in the city will offer opportunities for secondment abroad,” stated Eliot.

The commercial experience of principal and contracts engineers is also highly sought after, along with C&I, structural and mechanical engineers. While some employers require specialist oil and gas experience, others are considering taking on construction sector professionals such as quantity surveyors where skills can be easily transferred across industries.

“We are experiencing particularly strong demand for intermediate and senior level reservoir engineers, geoscientists, geophysicists and people with FEED experience,” Eliot commented.

Salary bands for oil and gas engineers in the sector vary from £28-36k at the junior level (for individuals with one to three years’ experience), £35-50k at the intermediate level (three to six years’ experience), £48-70k at the senior level (seven to 10 years’ experience) and £60-120k at the management level (10 years’ plus experience).

About Hays Oil & Gas:
Hays Oil & Gas is part of Hays plc, the leading global specialist recruitment group, specialising in a range of oil and gas jobs from piping and drilling jobs to field engineer jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 27 countries across 17 specialisms.

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Resumegpsâ„¢ Enhances Virtual Recruiting – A Budget-Friendly Solution For Cost-Conscious Corporations

OptimalResume.com has announced the launch of its patent-pending ResumeGPSâ„¢ program allowing employers to easily and conveniently source, screen and interview job candidates online. ResumeGPS combines the resume building, candidate searching, and online interviewing experience for students and employers into one offering. With ResumeGPS, employers who visit the Optimal Resume website can search opted-in resumes from participating colleges and universities and accelerate the short-listing process with dynamic resume books and integrated video interviewing options.

ResumeGPSâ„¢ is offered to OptimalResume.com client schools and students at no charge. Corporations can have access to the program for a monthly fee. The program offers a low cost, virtual recruiting option that can stimulate student and alumni placements, build employer relationships and generate income for career centers.

OptimalResume.com is conducting daily webinars for its current corporate and university clients who may be interested in learning more about this valuable service. Interested employers can visit Optimal Resume online at www.optimalresume.com/employers.html.

About OptimalResume.com
OptimalResume.com is the technology leader in online career services and is headquartered in North Carolina’s Research Triangle Park. In 2005, the company launched OptimalResumeâ„¢, its award winning, web-based resume-building program developed in partnership with the University of North Carolina at Chapel Hill. More than 300,000 users rely on OptimalResume’s leading edge online career tools to secure secure employment, and more than 600 career centers use it to manage workflow and empower job seekers to return to the workforce more quickly. OptimalResume’s flexible product line not only has applicability for career centers, but also for workforce boards, outplacement firms, corporations, associations, libraries, and more. With state-of-the-art, private-label or co-branded platforms, job seekers at all levels can now create high-quality resumes, business letters, ePortfolios, video introductions, skills assessments and perform virtual interview practice. For more information visit http://OptimalResume.com.

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Hays Reports Interim Learning And Development Professionals Still In Demand

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According to Hays, the leading specialist recruitment company, while the current market may have impacted the recruitment of permanent learning and development jobs there continues to be fixed term contracts available for senior interim professionals.

“We envisage that employers will be using interims more regularly to identify organisational requirements on an ad-hoc basis to deal with specific requirements,” observed Heidi Waddington, Managing Director for Hays Human Resources.

Organisations are looking for practitioners with a strong commercial background and a track record in the management and development of staff. The emphasis has shifted from core training delivery, to a more strategic requirement to identify and implement bespoke programmes that are linked in to an organisation’s overall talent management programme. Investing in leadership programmes and competencies remains an important aspect of organisations’ HR strategies, as the importance of succession planning becomes ever more important, particularly during difficult economic times.

“There is a greater focus on talent-management and identifying key players in an organisation. Some of the larger organisations typically will forge associations with leading business schools to develop in-house programmes”, Heidi continued.

While organisations continue to review their cost efficiencies and examine ways in which they can streamline their HR operations, learning and development jobs remain
a central point of the HR function, despite the fact that resources are being stretched and that these skills have to be picked up by HR managers.

“Although companies remain keenly focused on the management and development of their people, line managers are having to upskill and add to their remits, particularly within small and medium sized organisations that are increasingly relying on in-house recruitment expertise rather than external training providers. Of course, in certain regulatory fields, there is always a requirement for training delivery,” Heidi explained.

Typically learning and development jobs do not follow a standard HR career path, in contrast to that of the HR generalist. An individual specialising in learning and development will have usually started life outside HR before making the transition to learning and development, albeit they would have had some involvement with training and development within a commercial environment. Skills can be easily transferred across from other disciplines, as long as they have previous training and development experience.

Learning and development remains closely linked to organisational development, particularly during difficult times when the need to invest in staff becomes greater and the reduced staff numbers need to acquire and make up for any ‘lost’ skills. Organisations will rely on interims to design programmes and to use their change management expertise in order to shape overall company structure and ultimately lay the foundations to provide challenging and rewarding careers for staff. The role of the learning and development manager spans across the whole talent agenda, looking closely at development needs and at staff retention.

About Hays Human Resources:
Hays Human Resources is part of Hays plc, the leading global specialist recruitment group, and specialises in a range of HR jobs from diversity and equality jobs to training jobs. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 8,294 staff operating from 380 offices in 27 countries across 17 specialisms.

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Hays Highlights Office Managers Bringing Added Value To Business

Hays, specialist recruiter, has announced that although the market for senior office managers has slowed during the last quarter, opportunities still exist for suitably qualified applicants, particularly in the professional and public services sectors.

Competition for office manager jobs may have intensified in the current marketplace as the number of applicants per role has increased. “Market conditions are dictating salary levels and job volumes at present but demand still exists for the most highly skilled and experienced office managers,” said Geoff Collings, Regional Director at Hays Office Support.

Applicants need to be flexible, in terms of salary, location and industry sector. Employers are looking at their costs carefully but jobseekers can improve their chances of securing a role by looking outside their immediate industry sector. Geoff continued, “It is definitely worth considering smaller and medium sized enterprises, which may still be growing”.

Senior office managers with the broadest range of skills are best positioned to succeed in the current market, as employers can benefit f r o m the commercial experience that they can bring. “Those candidates who can demonstrate quantifiable examples of the value they bring to a business are sought after. Examples include procurement, tenders and contract negotiations, which can help save costs, drive efficiencies and impact profitability,” explained Geoff.

As firms look to restructure and merge roles, there is a requirement for individuals who have experience across a range of areas and office managers can fit the bill perfectly. Facilities management, procurement and contract management, secretarial management and first line IT support can all fall under the remit of the senior office manager.

Versatility is a major plus but employers are also looking for first class people management skills, people that can stay calm under pressure and are natural problem solvers. “Office managers need to think on their feet and be approachable, have excellent prioritisation skills and liaise with internal and external stakeholders alike,” Geoff emphasised.

While recruitment activity for senior office managers has slowed across the UK, there are some excellent opportunities for the right jobseekers. Continuing professional development and enhancing skills by taking on a range of responsibilities are important factors in the current climate. “We would urge all applicants to update their CVs and make sure they list all their relevant experience, as employers are being more selective in their hiring,” concluded Geoff.

About Hays Office Support

Hays Office Support is part of Hays plc, the leading global specialist recruitment group and specialises in a wide range of admin jobs including customer service jobs and data entry jobs. Hays is the 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 f r o m 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.

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Brand New Teleseminar Series On Job Search Methods Announced

Announcing THE SPIRITUAL JOB SEARCH TELESEMINAR SERIES March 23rd and 24th. TWO FREE PREVIEW calls for those who are in a job search or afraid they MIGHT be!

The TWELVE CRITICAL TACTICS of a successful search will be the focus as well as determining WHAT you’re selling and HOW to talk about it! The two FREE calls will wind up with suggestions of HOW to take care of yourself during a stressful time.

Peggy Collins has been a JOB SEARCH COACH for over twenty years and has participated in fifteen major downszings as well as coaching hundreds in all industries and levels one-on-one. She’s the author of the McGraw Hill published book Help Is Not a Four-Letter Word: Why Doing It All Is Doing You In.

To sign up for this GROUNDBREAKING SERIES or for more information, just go www.thespiritualjobsearch.com

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Tonawanda Firm Recruits American Nurses For King Edward VII Hospital In Hamilton, Bermuda

Worldwide Travel Staffing, Ltd. (WTS), a Tonawanda based healthcare recruitment firm, has been engaged by the King Edward VII Hospital in Bermuda to assist in their recruitment of American healthcare professionals.


WTS CEO, Leo Blatz, RN, MSN, and Todd Cleckley, Vice President of Business Development, recently met with hospital officials in Hamilton, Bermuda to finalize contract negotiations and toured the state of the art facility. Bermuda is experiencing a shortage of nurses, physicians, and allied healthcare professionals. This need prompted King Edward VII Hospital to look beyond their borders for healthcare staff. WTS specializes in the recruitment of nurses and other healthcare professionals for short and long term assignments (3 months to 3 years) throughout the United States and around the world.

WTS will have its first American nurse on Bermuda in April 2009, with others to follow in the coming months. WTS is the only US firm that is currently recruiting on behalf of King Edward VII Hospital and the Bermuda Hospital Board.

Worldwide Travel Staffing (WTS) was founded in 1993 to assist hospitals with their staffing needs by providing contract healthcare staff. WTS CEO, Leo Blatz, R.N., M.S.N. has lead the company’s expansion from being solely focused on domestic contracts to expanding their services internationally to include recruiting contracts in Bermuda, Guam, Ireland, U.K, and U.S. Virgin Islands among others. WTS has been listed by Inc. magazine as one of America’s fastest growing private companies for two years in 2007 and 2008.

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Hays Reports Field Sales Experience Sought By Employers To Ride Out Recession

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Hays, leading specialist recruitment company, has reported that the need for employers to fine-tune their sales teams is becoming ever greater during the current downturn. An experienced sales team that can hit targets and deliver much needed income streams will help organisations counter the adverse recessionary forces prevalent in the
marketplace.

“There is a demand for field sales operatives at the moment across industry sectors for all levels of experience, particularly junior and middle range roles. Demand for senior appointments has been more affected by the downturn but there are still good opportunities for the right calibre of individual,” said Kevin Dunbar, National Business Development Manager at Hays Sales, “Having a strong sales force in place, underpinned by an effective strategy, remains one of the best ways for organisations to trade out of this recession.”

One area where the demand for sales experience has become apparent is in the public sector, with a particular focus on IT field sales. Continued investment by government in the upgrade of its IT development infrastructure has led to an increase in demand for experienced professionals.

Kevin continued, “Professionals with public sector account management experience, for example in the health and central government sectors, are in demand”.

A track record of success is very important in an industry where achievements are highly visible and dependent on targets being met. The rewards for the right people also remain competitive and individuals can expect a company car, laptop, mobile, as well as other standard benefits, such as pensions and private healthcare.

“Uncapped commission is still being offered by some companies and this remains one of the key benefits offered,” Kevin added.

One of the main issues facing employers is attracting a suitable calibre of applicant, as the sales discipline suffers from high levels of staff turnover. Ensuring that the recruitment process runs smoothly is imperative. Kevin explained,”Employers can sometimes recruit the wrong person for the role in the first place and this leads to increased attrition rates. This can be reduced by preparing detailed job and person specifications, carefully highlighting the competencies required, and establishing a thorough interview process.”

Despite the difficulties faced by certain sectors of the economy, the demand for field sales remains resilient. “The individuals that are most in demand are those that are not simply managing existing clients but also achieve business development with new clients,” Kevin concluded.

About Hays:
Hays Sales is part of Hays plc, the leading global specialist recruitment group and specialises in a wide range of sales jobs from fundraising jobs to telesales jobs. It 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.

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Senior Insurance Professionals In Demand Reports Hays

Hays, specialist recruitment company, reports the demand for senior professionals across the UK is buoyant across all disciplines of the insurance sector, including commercial broking, underwriting, claims and actuarial. Despite the general market uncertainty, there have been a steady number of senior insurance appointments, both in the London and UK regional markets.

“We are experiencing a steady flow of recruitment activity for a range of senior insurance roles, from commercial account executives to senior underwriters, claims and pricing managers. While employers are keen to take on individuals with very specific skill sets, some professionals are wary about changing jobs in the current climate,” said David Carr, Regional Director for Hays Insurance. The demand for project managers is also growing, as many organisations focus on saving money and improving specific areas of their businesses in order to drive efficiencies, manage finances and make a tangible impact on the bottom line.

Compliance requirements for blue-chip insurance organisations to adhere to the industry regulations implemented by the Financial Services Authority (FSA) and the European Commission have fuelled demand for experienced regulatory and compliance managers. “These individuals can provide support and guidance on all aspects of business compliance. An understanding of the Solvency 2 Framework (to be implemented in 2012) and individual capital assessment are also advantageous,” added David.

The growing importance of risk management across a business has also brought about a requirement for experienced actuaries and recruitment levels for suitably qualified professionals have not slowed. Senior actuaries are important decision-makers – commercial acumen, communication skills and the ability to explain complex concepts to a non-technical audience are all key competencies sought by employers. “Increasingly complex capital models need to be formulated to adhere to the regulatory changes. Business development, risk management and risk re-pricing are all prized skills,” commented David.

While the demand for underwriting managers and directors remains steady, there is a particular emphasis on niche products and specialist underwriting roles, in areas such as commercial property and liability. But there is also demand for senior claims roles and partner level opportunities within the larger broking houses. There are also senior director positions available for reinsurance professionals in the City, as primary insurers are hedging their risk positions to ensure their liquidity ratios meet obligations.

“There has been an increase in reinsurance given the climate of loss minimisation and this is further helping to support the insurance sector during the difficult economic climate,” David concluded.

About Hays Insurance
Hays Insurance is part of Hays plc, the leading global specialist recruitment group and specialises in insurance jobs. It 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.

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Joblux.Us, Unique Online Recruitment Services For The US Market, Dedicated To The Luxury Sector

Joblux Limited is delighted to announce the launch of joblux.us, unique online recruitment services for the US market, dedicated to the luxury sector. Joblux unique services to the luxury professionals, employers, recruiters and jobseekers alike, cover any job category within the luxury industry worldwide.

Why joblux.us?

After joblux.co.uk, Joblux unique concept successfully entered the French market with Joblux.fr. Entering today the US market, Joblux Limited intends to make available to US employers, recruiters and jobseekers alike its luxury-centric dedicated services and information. Made by top end human resources professionals from the luxury sectors, it aims at uniting luxury market professional jobs around a focused, high quality, careers and recruitment website.

Joblux Limited

Joblux Limited is a unique and original concept in Jobs and Recruitment online services for the luxury industry’s professionals. Joblux’s recruitment websites offer a great resource for employment sectors, covering the following domains at a high level: Fashion, Jewellery, Creative & Design, High end Hospitality, Lifestyle, Beauty, Fine Food, Media, PR, etc.

Apart from keeping the control on their recruitment process and having the guaranty of reaching a targeted jobseekers audience of quality, employers will make massive savings on their recruitment costs by using our premier online recruitment services such as our Premium Ads, CV Bank service, Banners system and branding.

Recruitment/placement agencies operating within the luxury market will find with us an efficient recruitment website to get a targeted & quality jobseekers traffic to fill their vacancies all the year long. Please get in touch to know more about our bespoke media packages for recruitment professionals.

Luxury industry professionals from all sectors find with Joblux an exquisite careers website to help them find the job they have in mind. Fashion career opportunities, Jewellery jobs, Creative openings, High end Hospitality and Lifestyle roles, Fine Food positions, Beauty careers & more broadly all luxury jobs are with joblux.us. Registering a CV with Joblux.us gives access to a unique application management system and this totally free of charge. High end professionals may as well search job advertisements such as “Store Manager Prestigious Jewellery Brand” or “Directing all aspects of brand development and marketing” or “We are looking for a Fashion Merchandiser to join …”

Do not hesitate to contact Alex Mason 646. 808. 30. 47 http://www.joblux.us

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Bigmouthmedia Hires MTV Executive, Richard Tan, As Chief Financial Officer

Formerly Senior Vice President of Finance and Operations at MTV Networks UK & Ireland, Richard Tan brings a wealth of global business experience to the new role. Responsible for the group’s financial structure and performance across 10 international territories, he will play a key strategic role in the continued development and expansion of bigmouthmedia, Europe’s largest independent digital marketing agency.

“As the group continues to press forward with its ambitious growth strategy, we have identified the need to recruit a CFO capable of injecting fresh impetus and expertise at a senior group level. Richard’s breadth of experience working with growing international businesses, implementing acquisitions and driving group synergies made him the ideal man for the job,” said Steve Leach, bigmouthmedia CEO.

Working at MTV Networks from 2004, Tan held responsibility for all financial and operational affairs across the brand’s portfolio including Paramount, Nickelodeon and the Nordic Region. Playing a key role in helping to drive business and commercial strategy, he oversaw the company’s business and performance analysis while managing all aspects of its infrastructure and service areas.

Previously, Tan spent eleven years progressing through several Sony Divisions including Sony Corporation of America, Sony Music Entertainment Europe, Sony Music Independent Network Europe (“SINE”) and Sony Music Entertainment UK. In his last position he was simultaneously Director, Finance of Sony Music Entertainment UK as well as Finance Director, SINE, where his responsibilities included driving UK e-media financial and commercial strategy and the management of Sony’s independent record company relationships.

Originally qualifying as a Chartered Accountant with Deloitte and Touche, Tan’s appointment marks the latest in a series of senior executive appointments at bigmouthmedia. UK Managing Director Lyndsay Menzies was recently promoted to Chief Operating Officer while International Head of Sales and Marketing David Hardy, International Head of IT Rob Noronah and Head of Client Strategy Phil Stelter have all joined the company in recent months.

“I’m delighted to have joined bigmouthmedia at such a pivotal stage of the digital marketing industry’s development. The company is well financed, has an impressive international footprint and is uniquely positioned to capitalise on the market changes set to take place over the course of the near future,” said Tan.

About bigmouthmedia
Founded in 1997, bigmouthmedia is Europe’s largest independent digital marketing agency. With a team of over 200 staff located 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.

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TalentScotland has announced the results of its latest survey which reveals that Scotland would be their first choice to relocate to in the UK

TalentScotland has announced the results of its latest survey of 2,602 global job hunters which reveals that Scotland would be their first choice to relocate to in the UK. TalentScotland.com, the website offering advice, support and vacancy information for people looking to relocate to Scotland has published these latest results which found that 49 percent picked Scotland compared to 44 percent who chose England as their preferred location.

The survey highlights the global appeal of Scotland as a relocation destination with the considerable majority of respondents (93 percent) coming from outside the UK. 58 percent live in Europe, 10 percent in Asia and 8 percent come from North America. Of the overall number of respondents, 86 percent said they would actually considerrelocating to Scotland with those aged between 25 and 44 being the most willing to move.

When considering a career change and possible relocation the survey respondents revealed that they felt the following to be most important factors in their decision making:
– 74% local education services
– 66% house prices
– 52% culture and shopping
– 51% access to the outdoors

Hazel Sinclair, Head of TalentScotland, commented on the findings:

“I am not surprised that so many jobseekers see Scotland as a highly desirable place to relocate. Not only do we have a wealth of great jobs across a wide range of sectors, but we have all the additional quality of life aspects, such as world class schools and universities, affordable housing, a distinct and welcoming culture and the amazing Scottish countryside on our doorstep.

“It is encouraging to find that most people felt job satisfaction to be more important than salary with 81 percent rating job satisfaction as fairly important or extremely important compared to 79 percent for salary.”

About TalentScotland.com
TalentScotland.com, with the backing of the Scottish Government and industry partners, aims to bring highly skilled professionals to choose Scotland as a location to live and work. The website provides information about Scottish careers, lifestyle as well as practical information on making a move. It acts as a gateway to a large number of vacancies in Scotland’s key industries including life sciences, electronic technologies, financial services and energy. TalentScotland produces a regular e-newsletter for registered users as well as emails listing current vacancies.

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1,000 Londoners A Week Look For Jobs In Scotland Reveals Talentscotland

TalentScotland, the website offering advice, support and vacancy information for people looking to relocate to Scotland, has revealed that 1,000 Londoners log on to its website every week in search of jobs in Scotland.

With almost 60,000 visits to the website from around the world in the last 12 weeks, TalentScotland remains buoyant in attracting interest from people wanting to come to live and work in Scotland.

With a particular focus on filling high value positions within the investment and fund management sectors in financial services, Hazel Sinclair, Head of TalentScotland said: “Scotland is an attractive place to live and work with high value jobs and great opportunities for career progression. The current climate in financial services around the world continues to raise many challenges however the diversity of Scotlands financial services sector, also offers many opportunities for people looking to relocate.”

Scotland has some of the world’s biggest household names including Morgan Stanley, J.P. Morgan and Barclay’s Wealth, as well as hundreds of smaller boutique operations that have all offered positions for key workers in fund management in the recent past.

Hazel continued, “TalentScotland is leading the way in providing comprehensive support for those wishing to secure short and long term career moves and it is great to see such interest from people currently living and working in London. We would encourage all those with an interest in relocating to Scotland to log on to talentscotland.com.”

Scotland currently has the second largest UK concentration of financial services expertise next to London with over 86,000 people employed in the sector. With seven of the top 20 companies in Scotland are financial services companies and the industry accounts for around £7 billion or 7% of Scotland’s GDP, it seems that Scotland will remain the ideal place for Londoners looking to relocate.

About TalentScotland
TalentScotland.com, with the backing of the Scottish Government and industry partners, aims to bring highly skilled professionals to choose Scotland as a location to live and work. The website provides information about Scottish careers, lifestyle as well as practical information on making a move. It acts as a gateway to a large number of vacancies in Scotland’s key industries including life sciences, electronic technologies, financial services and energy. TalentScotland produces a regular e-newsletter for registered users as well as emails listing current vacancies.

Case studies on successful appointments in Scotland are available on request.

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