About 1million workers, most of them women, will benefit from a 13p increase in the minimum wage which came into foce on 30th September 2010. Workers will be paid £5.93 an hour. A new hourly rate of £2.50 also comes in for apprentices, who previously did not qualify for a statutory wage. The age threshold for paying the adult rate will be reduced from 22 to 21.
The Dylan Blog
Posts Tagged ‘Candidates’
The Agency Workers Regulations
October 7th, 2010 By phil Filed Under: Everyone
With the Agency Workers Regulations (AWR) coming into force in just over a year’s time, almost two in three HR professionals are unaware of the new regulations, according to research from Adecco.
The research shows that 61% don’t realise that the AWR will come into force in just twelve months time and 80% said they have ‘no idea’ what the consequences of non-compliance are.
The AWR gives agency workers the same basic working and employment conditions as permanent staff after 12 weeks on assignment.
Seven in 10 claimed they had some level of understanding of the AWR but just 19% had a ‘clear’ understanding. Almost half 48% said are ‘concerned’ about understanding exceptions to the regulations which is a key area in which they could become non-compliant. Despite these concerns, half will not be seeking professional guidance on implementing the regulations.
Steven Kirkpatrick, managing director of Adecco General Staffing, says: “Now is not the time for complacency. There are over 1.3m agency workers out on assignment every day so it’s vital that HR professionals take steps to understand the nuances of AWR sooner rather than later. This is a significant piece of legislation and getting it wrong could have major resourcing, financial and legal implications. For example, failure to provide recruiters with the right information on temps’ working and employment conditions could result in a costly employment tribunal which could have major cost and reputational consequences.”
Source: http://www.recruiter.co.uk/two-thirds-of-hr-professionals-unaware-of-awr/1007072.article
CIPD calls for ‘training wage’
June 28th, 2010 By phil Filed Under: Candidates, Employers
An introduction of a £2.50 an hour ‘training wage’ is being called for by the Chartered Institute of Personnel and Development on the day that internship schemes for recently graduated students begin across the country.
With CIPD research showing that over a third (37%) of internships are currently unpaid, a policy paper entitled Internships: To Pay or not To Pay? proposes that all interns are paid a guaranteed minimum wage.
It argues that a new ‘training wage’ would help reflect the contribution that an intern is likely to make to an organisation, as well as promote social mobility through encouraging people from poorer backgrounds to apply.
The proposed training wage of £2.50 an hour – which is the current minimum rate of pay for apprentices – would be introduced under the plans, to cover all interns and apprentices regardless of their occupation or industry sector.
Any position that is advertised as an internship would automatically trigger a legal obligation on the part of the employer to pay at least the training wage throughout the entire duration of the internship.
Tom Richmond, skills adviser at the CIPD, says: “The continued existence of a major loophole in the national minimum wage legislation has created a lot of confusion and concern around the issue of whether interns should be paid or not. We believe that the introduction of this training wage would reflect the contribution that interns make to their organisations.”
Graduate vacancies are set to increase this year!
January 13th, 2010 By Ant Filed Under: Uncategorized
Graduate vacancies are set to increase this year. However, 2010′s graduates will face stiff competition from their 2009 counterparts, according to new research from market research firm High Fliers.
The research shows that:
Firms expect to recruit 11.8% more graduates this year than in 2009.
Half of employers are in the process of stepping up 2010 graduate recruitment targets.
More than 40% of graduate applications have come from 2009 graduates as opposed the current undergraduates
the average graduate starting salary of £27,000 is expected to remain unchanged.
Managing director of High Fliers Research, Martin Birchall, says: “After two years of swinging cuts in graduate recruitment, it’s very encouraging that Britain’s best-known and most sought-after employers are stepping up their entry-level vacancies for 2010.
To pay or not to pay?
September 24th, 2009 By julian Filed Under: Everyone
A recent article and survey on industry bible PR Week’s website exploring how agencies treat work experience placements appears to have caused plenty of debate after it revealed 71% of agencies ‘rarely or never’ pay work experience staff.
This was entirely at odds with a subsequent poll of agency staff in which over half believed that grads should receive remuneration for their work at an agency. Those who support the idea that grads should be unpaid, such as Cake MD Chris Wood, claim that there is no commercial benefit from taking on work experience placements and that the benefits are reaped largely by those on the placements. Others, however, such as Diffusion MD Daljit Bhurji, claim that agencies are simply “exploiting young people desperate to enter the PR industry.”
So who’s telling the truth? There certainly appears to be credence in both arguments. Indeed, a successful work placement at a good agency will, most likely, lead to a job in the industry. During placements, most agencies offer grads a fantastic insight into the world of PR, while giving them the opportunity to learn from professionals who, in the most part, are happy to take time to teach the basics and impart their knowledge of the PR industry.
In many ways it comes down to the basic tenets of supply and demand. PR is a hugely popular industry amongst those leaving university, yet compared to others is relatively small. The ratio of those seeking employment in PR to jobs available is always going to provide dismaying statistics for those trying to enter the profession. So, it follows that if there is a constant supply of grads, not only willing, but desperate to work for free, what businessman in his right mind would pay?
PR agencies are, after all, businesses and not charities. However, I feel there is a compelling argument as to why this is morally unfair and ultimately damaging for the industry. I say this because many agencies expect grads to work for months on end without any pay, and with no promise of a job at the end. In the PR Week survey, two agencies commented that four months without pay would be acceptable. But how many grads are actually in a financial position to support themselves for this kind of period without pay?
The lucky few will have parents or other family members who are happy to support them throughout this period. Yet there are many whose parents simply cannot afford or – after 20-odd years don’t want – to pay several thousand pounds to support their children for months on end. This means that, every year, grads who potentially have enthusiasm, skill and a great work ethic to offer find the PR industry to be, simply, a closed door. Ultimately, this leaves PR in danger of becoming considered an elitist industry that is hard to break into without the help of plenty of cash or a spot of nepotism.
September 23rd, 2009 – Chris Bull
Heading for graduation?
July 14th, 2009 By julian Filed Under: Candidates
Let’s now fast forward to those students who are part way through their degree and will be looking to start work in a year or two years time……
Do you have 1 or 2 years left on your degree? Now is the time to be thinking of your career!
Key is the consideration is that the jobs market is highly competitive, so you need to be able to stand out. How do you stand out as a graduate? Yes of course, the institution you study at and the grade you attain help recruiters assess your ability but there is a lot more you can do.
First up, have you considered internship? During those long summer vacations, why not work for a games company for 3 months and gain a real insight into working life. EA Internships place you on a live game team and hence give you really meaningful work on a game that will ship to millions of people…plus you get paid and most importantly you get you name into the game credits. You will also gain some vital contacts and build your network. If you are good you may even get a job offer for when you graduate.
Now imagine if you are the recruiter and you get a selection of cv’s. All are similar ie they come from great Universities and have strong grades but one cv has the added value of an internship. Which would you prioritise for interview?
HR rallies against retirement age
July 14th, 2009 By julian Filed Under: Candidates, Employers
Most HR management professionals (64%) believe the mandatory retirement age causes a loss of valuable knowledge and talent, according to a survey from TAEN – The Age and Employment Network, and the Employers Forum on Age.
And of those that had removed the mandatory retirement age, more than three quarters viewed it as a positive step.
Chris Ball, chief executive of TAEN, says”The survey shows that the arguments against repeal of the national default retirement age (NDRA) do not correspond with reality. Most employers, even those that have mandatory retirement ages, say it is of no help in dealing with under-performing employees. Yet this was a major reason for the NDRA when the regulations were introduced.
“Similarly, while organisations with mandatory retirement ages say it helps their succession planning, those who have got rid of mandatory retirement say they get on fine without it.”
Security of postgrad courses sought by graduates
More than three in five graduates are contemplating further study due to the tough jobs market, according to figures from Milkround.com.
The survey shows that 15% consider a postgraduate qualification is “essential”, 16% “beneficial”, while 13% did not think they needed a postgraduate qualification, but would still like one.
Milkround.com spokesperson Mike Barnard says: “Postgraduate study is becoming increasingly popular among graduates who are taking a look at the harsh realities of finding a job this summer and realising they need to beef up their CV or face an uncertain future. Employers have fewer vacancies but more candidates applying, meaning they can be picky when choosing their graduate employees. If the skills don’t match up, a CV will go straight in the rejected pile – it’s that simple
Going that extra mile to secure the role..
June 17th, 2009 By julian Filed Under: Candidates
NEW YORK (Reuters)
Job-seekers are using unusual gimmicks to grab the attention of potential employers, such as in one case sending a shoe along with a resume to get a “foot in the door,” said a survey released on Wednesday.
Almost a fifth of hiring managers report seeing more unconventional tactics this year, compared with 12 percent who said so last year, according to the study by CareerBuilder.com, an online jobs site.
Faced with the highest unemployment in 25 years, candidates are trying a variety of tricks, including:
* handing out resumes at stoplights
* washing cars in a company parking lot
* staging a sit-in in a company lobby to demand a meeting with a director
* sending a cake designed as a business card with the candidate’s picture
* handing out personalized coffee cups
* going to the same barber as the company chairman to have the barber speak on his behalf
One job-seeker attached a shoe to a resume as “a way to get my foot in the door,” a respondent told the survey.
“The search for employment is taking longer and is more competitive than it has been in past years,” said Jason Ferrara, senior career adviser at CareerBuilder, in a statement. “To compensate, some candidates have turned to extreme tactics.”
But he cautioned: “While unusual job search antics may attract the attention of hiring managers, they need to be done with care and professionalism so that candidates are remembered for the right reasons.”
The online survey was conducted for CareerBuilder by Harris Interactive among 2,543 full-time hiring managers and human resource professionals between February 20 and March 11, 2009. The overall results have a margin of error of plus or minus 1.94 percentage points.
Ways to select the right recruitment company
April 15th, 2009 By julian Filed Under: Employers
After the boom years of recent times, one thing that the UK is not short on is recruitment companies. The continuous growth experienced over the last 5 years, pre the drop off, has meant that agencies have been able to spring up anywhere and everywhere, fulfilling the recruitment needs of the growing businesses nationwide. This phenomenal growth has come at a cost, most notably a quality cost, with ‘agencies’ rather than consultancies operating to a sales lead, numbers based business model, forsaking the consultancy lead, partnership ethos that is an essential element in any successful talent partnership. Here’s some tips on selecting the right recruitment partner;
Tip no.1
Check for expertise in the area. The consultancy should know about local qualifications, the registration process for professional bodies and have some background for such operations.
Tip no.2
Go personally to their offices, meet the team, check their surroundings and their employees and make sure that their company culture fits in with yours.
Tip no.3
Meet the people who will be working with you to find your talent. Recognise them as your partners, understand that they are trying to help you grow your business by recruiting the right talent, engender an environment of honesty so that their feedback is conducive to positive change that further enhances your business offering.
Tip no.4
Reference your recruitment partners, talking to their other clients to get feedback on both the business and the consultants you work with. They are the most trustworthy sources on this matter but be careful on rushing to call the number they gave you immediately. It could be anyone. Research the company on the Internet and make sure it’s a really credible source.
Tip no.5
Investigate the kind of support they offer as the way they treat the candidates tells a lot about their business and will dictate the quality of candidates that are attracted to their business, and as a result, yours.
These are just a few tips on making the right choice. The fundamental driver should be to ascertain whether their business is as professional as your, that their emphasis on quality and culture is as focused as yours and that they understand the strategy goals of your business and how talent fits in to your growth strategy. If your consultancy ticks all of these boxes, you have yourself a real partner rather than just an agency trying to ‘sell’ you candidates.