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Boing. Boing. Boing. What to do if you’ve got a “jumpy CV”.
As recruiters, one of the most common reservations clients have is that the candidate is “too jumpy.” In other words, the person has changed jobs too many times and doesn’t have much longevity in any of them. In today’s job market, the millennial workforce (who will make up over 50% of the global workforce by 2020*) isn’t looking for a “forever job” and job-hopping could be the rule rather than the exception. A consultant can work with you to ensure prospective employers understand the motivations behind your jumpy CV. The benefits of job hopping include being exposed to several different organisations, personalities, cultures, processes and ways of working, so as a prospective candidate you will be used to changing priorities, learning new things and find adapting to new ways of working easy. “Jumpy”, like many things, means different things to different people. For some it will be three months, some six months, some two years. A good consultant will find out from the client what their expectation is and can explain the moves according to the reasons behind them (e.g. it could be redundancy, close of a business, contracting etc). The consultant will work hard to change the traditional perception of employers that you were either sacked (for not being very good) or that you lack commitment to a role or organisation and are always on the lookout for something better. In many cases the reason for jumping around will be the drive and determination for progression or professional development. So, you are bringing a willingness to learn and a drive for self-improvement, things that employers should be seeking in their employees and harnessing this ambition in their own businesses. It’s not always easy to change perceptions though, the client will be making a substantial financial commitment in salary and costs and will be looking for an element of loyalty in return. They could ask “Why should I invest time, energy and training in somebody who won’t be with me long term?” A good recruiter will explain that the past doesn’t reflect the future and a candidate who may have jumped around straight after graduating may now be looking for more stability in their career (providing they still can grow and develop in their new organisation). You could argue that people who have been at one company for years haven’t shown enough ambition or drive and may find it difficult to adapt to a new environment. The key is for everyone to be honest about what they are looking for and to have plan of action to achieve it. If you’re not looking for a long-term commitment, some roles may not be for you but a mix of commitment and ambition, in equal measure, should secure you the right role via the right recruiter. * https://theundercoverrecruiter.com/communicate-jumpy-cvs/
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Not so grim up North
A recent study from TotalJobs did a deep dive into what the North has to offer in terms of working life and career motivators, highlighting the advantages to both employees and employers alike, and if you’re a lifelong Southerner the results may surprise you! With employment standing at a record high (almost 76% according to the ONS), Northern businesses have even more of a challenge in competing with the higher salaries and faster career progression in the South (London specifically). However, one place they do compete is the lower cost of living, with the Professor of Economics at Lancaster University calculating that your £1 in London is worth £1.17 in the North. Why is that? Several factors – from the lower price of your daily cup of coffee (25% less) to the more significant savings in commuting (almost 50% less in cost and c 30% less in time) and a saving of over £500 in rental costs. Ownership of properties also sees a massive difference – with the average property in Newcastle costing £170k vs £520k in the capital. So, your pound will go further, your commute will be shorter, and your house will be bigger – but what about the actual working day? Well, there’s not much difference. Those in the North average 3.1/3.2 hours extra over their 37.5 hour week versus Londoners 3.5 hours. Northerners are however more likely to work remotely for some of their week (8% vs 3% in London) and being home with family in the evening are likely to be big motivators for those living in the North. What do workers want from their careers? The research shows Londoners prioritising a high salary and career progression though this could be based on the necessity to earn more due to the higher cost of living in the capital. With Northerners looking less for financial gain (they want to earn enough to be comfortable) and more concerned with work life balance. 62% of Londoners also crave more learning and development (L&D) opportunities, with 25% disappointed with their current employer’s investment in this area. For recruiters looking to place people in the North, this could be a great way of encouraging more of the Southern talent pool to relocate. Highlighting progression and L&D opportunities will certainly be a good motivator for this market. Traditional views of the North (by Southerners) have shifted, and many Londoners would now consider relocating for the right opportunity (in comparison to Northerners who are less likely to move, 46% wouldn’t do so even for a pay rise). Overall, where you’re looking for candidates for roles based in the North – especially in hard to fill or technical areas – use the advantages of your business’ location to engage with potential candidates. Whether that’s lower living costs, work-life balance or the cultural/social scene there are many benefits you can highlight to encourage applications, including: Showing candidates on your website exactly what the region has to offer – using images or video to bring this to life. Offering relocation assistance – like temporary accommodation or help with moving costs. Tailoring your benefits package – offering flexible working arrangements will be high on the list of factors considered for moving roles. All in all, the Northern Powerhouse is thriving. With increased investment into cities, supporting a good quality of life and a strong sense of local pride there are even more reasons to head up the M1 to further your career! *Source: http://media-email.stepstone.com/images/TotalJobs/TJ/NorthernPound/TJ_The-rise-of-the-Northern-Pound-Report_RGB_FINAL.pdf?WT.mc_id=AM_R_EM_TJ_NorthernPound&m_i=TknmbYW9Naz4fBIUaoGCxlY7bOqrcPF%2BwRS6jfSj3RAhD7l0DqmuVIl2KivuVEBTiHSFWqhzNf83CeFnYl2yuQHYPHCv3R2G6l&M_BT=193523803618
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Planning the elephant of surprise?
When you think of a healthier, fitter lifestyle you might not necessarily think of the Zoo as your starting point. However, a study led by Lancaster University on “design for health” suggests that is exactly where Planners should be looking for inspiration when designing our towns, cities, homes and workplaces. The study suggests that the environment – buildings, urban spaces and transport infrastructure included – is shaping us more and more. In order to change human behaviours (the more inactive ones) rather than use scare tactics in the media or using the sugar tax to hit people’s pockets, the design of new environments could do much more to help people lead more active lives. We’re going to the zoo, zoo, zoo When designing a zoo, it takes a team of zoologists, biologists, animal psychologists, nutritionists, architects, designers and landscape architects to work together and create environments that optimise the living conditions for the animals housed there. Vegetation, habitat, lighting, materials and each animals’ requirements are reviewed in the process to support physical, psychological and social wellbeing. Undoubtedly Planners are taking much of this into account for similar human environments but to the same extent? Possibly not (and possibly due to budget restraints) and there’s no doubt it could help us as a society (certainly with the increases in obesity and mental health issues over the past decade or so). Whilst the NHS new town initiative does look at how we can improve health in the built environment, with clinicians, designers and tech experts focusing on how healthcare can be delivered in ten new towns, it doesn’t deliver to the extent zoo planning does. Including the community in the design process to encourage health-promoting elements like healthy food shops or more green spaces for exercise, would make a difference. All work, no play? Another element that comes into the healthier planning mix is playfulness. Taking playful experiences from games into a non-game context. A great example of this is the piano stairs project in Stockholm where the metro stairs have been converted into a giant piano keyboard that actually plays (think Tom Hanks in the film Big back in 1988). This playfulness encourages commuters to use the stairs instead of the escalators so they can dance to their own tunes! In the Netherlands, they have gone a step further and converted everyday street furniture – like lampposts and benches – into impromptu exercise stations. These conversions encourage people to engage in casual activity as well as socialise with their neighbours – almost subliminally encouraging activity. We could adopt these strategies in the UK – converting walls into activity walls to encourage stretching, public spaces into dance floors that encourage movement – essentially transforming spaces into “playgrounds” to increase people’s movement and decrease lethargy. Fail to plan, plan to fail If we were able to take on board both the elements of zoo design and playfulness, we could then tackle some of society’s issues from the outset, possibly saving millions of NHS pounds in the process. What more could we want that enjoying the places we live and work whilst becoming healthier and happier in the process? Source: https://www.independent.co.uk/life-style/health-and-families/learning-from-zoos-how-our-environment-can-influence-our-health-a7754741.html
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An important SECR(et)
From 1st April 2019, UK Quoted Companies (MGHG) or UK Listed Companies (with two of the following: 250 or more employees, a turnover of over £36m or a balance sheet total of over £18m) will be required to comply with the Streamlined Energy & Carbon Reporting. They’ll have to report on their energy consumption and carbon emissions relating to their use of electricity, gas and transport. There’s also the deadline for the Energy Savings Opportunity Scheme (ESOS) Phase 2 on 5th December 2019. A lot of business are making an effort to make the deadline. Based on ESOS Phase 1, it would appear that 40% were not ready first-time round. Even with non-compliance penalties of up to £50,000, many left reporting till the last minute. The Energyst* reported that The Environment Agency received around a third (1,925) of total notifications of compliance in four days in December, and 1,015 notifications of compliance in the two days before the final 29th January 2016 deadline. Not the best start to this initiative. The businesses that have learnt their lesson and are eligible for ESOS Phase 2 are well on their way to complying. There are just under 12,000 companies required to comply with SECR who will need to collect data on their energy consumption from 1st April, to include in future annual reports. Whilst the SECR intends to make reporting easier for energy managers, substantial time and resource will still be needed to ensure compliance. To help you with meeting the deadline and complying with the SECR further, Allen & York have a network of experienced sustainable energy professionals. To see who would be the best person to join your team in the energy sector, please contact Kris Kobi on the direct line +44(0)1202 888986, ext. 242 or email: kkobi@allen-york.com linkedin.com/in/kriskobi www.allen-york.com *theenergyst.com/pulse-check-businesses-ready-secr-esos/
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Social Value in Construction
With the challenges facing the construction sector to lower carbon emissions and waste, it’s a great time to join this sector at a time of technological advancement and innovation. With a third of all waste in the UK coming from the construction industry, there is a drive in terms of pushing the sustainability agenda and to ensure “green business” is the foundation for the future. A recent webinar on edie.net* determined that to ensure the focus continues, that a company’s people - alongside social value targets - sit at the centre of the success of these initiatives. With companies looking at their own organisations take on the wider economic, social and environmental effects of their actions, social value encapsulates these effects. Those who make a conscious effort to ensure these are positive effects deliver social value by contributing to the long-term wellbeing and resilience of their employees and society in general. Alastair Mant of UKGBC stated that their research demonstrated that “over 50% of its gold leaf members now measured the social value of the firm – and 38% also measured wellbeing of staff in the workplace”. Simon Tranter, Head of Sustainability at Wilmott Dixon, stated that working with the supply chain and subcontractors were also crucial to success. And, that targets wouldn’t be met unless there was a "supporting culture that drives the motivation and leadership we need”. He also stated that this cultural change would drive higher levels of productivity, innovation and performance. Isabel McAllister of MACE said that “being a responsible business was vital to the success of creating a successful sustainability agenda within a construction firm”. Like all change, cultural or otherwise, the attitudes and beliefs of the people you hire will help push forward these programmes. Simon Tranter thinks that getting people to “think like entrepreneurs” when it comes to sustainability and creating a culture of “competitiveness and action” will deliver on the sustainability agenda for the future. From a recruitment perspective, candidates who are in the market may be more inclined to favour those organisations with an active sustainability culture and who allow them to have a voice in how this manifests itself. New ideas and different ways of thinking could be key to achieving zero carbon on all new buildings by 2030. At ALLEN & YORK, we have placed several Sustainability Managers in the Construction sector and love to work with companies making a positive difference to the sustainable global economy. If you have roles proving hard to fill, then get in touch today and see if we can help you hire innovators in your field. Contact: Katie Pereira, Team Lead - Sustainability Call: +44(0)1202 888 986 ext.207 or email: kpereira@allen-york.com *https://www.edie.net/news/12/How-to-build-a-sustainability-culture-within-the-construction-industry/?utm_source=Edie+Weekly+Newsletter&utm_campaign=5d8e267dbe-weeklynewsletter_COPY_04&utm_medium=email&utm_term=0_02b6d7c115-5d8e267dbe-102640529&mc_cid=5d8e267dbe&mc_eid=277a09249c
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CV or not CV…
According to Glassdoor, six seconds is the average time a recruiter gives to a CV before they decide to 'accept' or 'reject' it. Six seconds. Less time than it takes to tie your hair in a ponytail, count 1-10 in a foreign language or place your foot over your head. Which are probably easier tasks for some than writing your CV, but they’re not skills that are necessarily going to get you an interview. If you don’t have time to read the whole blog, there’s some “do’s and don’ts” at the bottom of this article. So, what should you write in your CV? A CV is your chance to market yourself to prospective employers. It needs to – quickly (remember you only have on average seven seconds) – convey who you are, your skills and experience, your achievements and ultimately why you’re the best person for the job. What are the non-negotiables? CVs not only vary in quality, but they also vary in style. Seven different coloured fonts, profile photos from your holiday, coloured paper and glitter – they’re all a resounding NO. The non- negotiable is that whilst the structure of your CS is flexible, there are several things recruiters expect you to include, namely: Your name and contact details Steer clear of putting in your five generations of middle name or your nickname. Forename and surname will suffice. Don’t put in your full postal address - it’s unlikely anyone is going to post you an invitation for an interview. A phone number and an email address are essential. Remember your email address reflects you – so if you created it when you were 13 and a big fan of Rio Ferdinand, e.g. rioismine@XXXX.com, you should probably get a new one). If your LinkedIn profile is up-to-date, you can add this too – especially if the role requires a level of networking and that’s demonstrated in your profile/contacts. Personal Profile This one is a little more contentious. A small paragraph (50 to 150 words) at the top of your CV, where you concisely state your skills and strengths (tailored to the sector or role you’re applying for) and your ambition for the future. Some believe personal profiles help sell you quickly to an employer, others say they’re a waste of space. General rules are: If you’re applying to a specific role, with a cover letter, then maybe don’t put one in (chances are you’ll be repeating information). If you’re a graduate, you might not have that much to say regarding your skills and experience, so maybe use the space more effectively elsewhere (like talking about your dissertation or volunteering work you may have done). If you’re posting your CV on a job board add one, it gives you the chance to highlight skills or experience. If you include one, make sure your personal profile is short and concise and not full of hyperbole. You’re marketing yourself, be confident not arrogant, so reflect the job description/person specification in the profile. Employment history Here you’re selling your experience whether it’s from jobs, internships, graduate programmes or work experience. Put your most recent job first and work backwards. State your job title, employer and the dates you were there. Bullet point key responsibilities, adding in key achievements and supporting details, e.g. Did you over-achieve your targets? Did you win any awards? Did you save the company money? Keep the detail in your most recent roles, older jobs will only need a bullet point or two. Education and qualifications It’s time to focus on what you achieved at University, School or College – not your 25 metres swimming certificate. Put your most recent education first and work backwards. State your institution, subject, grade. For degree level qualifications, add in a little detail about assignments relevant to the job you want. Don’t forget your professional qualifications. In niche roles, these will be particularly important. Core skills You’ll have picked up lots of skills that you should be highlighting on your CV. Bullet point these skills, split over two columns to highlight the most important skills for the job you are applying for. IT packages that you’ve used are good to add. Foreign language skills and at what level. Project Management, where you can demonstrate them, e.g. PRINCE II. Hobbies and interests Another contentious one. Only add them in if they’re selling you or your personality and it’s relevant to the job. If you have no work experience, then maybe add them in, e.g. if you were captain of the football team at University this could demonstrate leadership and people skills. If your hobbies are a little weird or eccentric (we’re not judging) then maybe leave them out (the recruiter will be judging). If you like reading and going to the cinema, that’s great, but so do many (many) other people. Best not to mention it, it won’t make you stand out. References There is no need to put in full contact details for references, merely state “Available upon request”. You shouldn’t need to provide details until you’ve been made an offer. Ask referees before you give their contact details out. Make sure they’re going to talk positively about you. Ensure they’re contactable on the details you have. Do’s and don’ts Do keep to two pages of A4 (ideally). Do keep it clear and simple – good formatting is key. Do keep it short, to the point. Do use clear and universally available fonts (Arial/Calibri). Do keep your margins a decent size – 2.5cm average. Do save as a PDF so the formatting doesn’t change on different devices. Do fill in work gaps – don’t hide them, explain them in a positive way. Do tailor your CV for each job you are applying for – it does take time, but it will give you a competitive advantage. Don’t repeat the details on your CV on a cover letter. Unless specifically asked for a cover letter, a short note on email will probably suffice. Don’t use small font sizes (10pt minimum). Don’t share your date of birth or marital status, they don’t affect your ability to do the job (see Equality Act 2010). Don’t include a photo – recruiters can stalk you on LinkedIn. Don’t tell lies – you’ll get caught out eventually. Don't use txt speak or too many buzzwords. Don’t include your full address – you don’t want people stealing your identity. Finally, proof read, proof read, proof read! We help our candidates refine and refresh their CV for the roles we are currently recruiting for. If you need some help, call +44(0)1202 888986 or email: info@allen-york.com
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What is the price of clean air?
It’s been widely reported* that leaders of cities across the UK are calling for action by the government to provide a £1.5bn fund to remove polluting vehicles from the streets. Proposed by London Mayor, Sadiq Khan, working alongside UK 100, a network of local government leaders, they hope to shift the nation to 100 per cent clean energy by 2050. And it’s not just the obvious problems people are facing with asthma and other breathing related disorders, The Guardian** reported that “children who lived in areas with higher air pollution when younger are significantly more likely to have developed major depression by the age of 18, according to research”. With young people “three to four times more likely to have depression at 18 if they had been exposed to dirtier air at age 12”. Polly Billington, director of UK100, states "Air pollution is a national health crisis," and that "Government should work in partnership with local leaders by providing new powers and adequate funding: that will make a real difference to drive urgent and effective action”. "Many councils and mayors are acting, but an extra £1.5 billion is needed to support people and businesses to switch from older polluting vehicles into low emission transport, cycling and walking so we can all love clean air. We also a need a new clean air law including tougher, legally binding World Health Organisation air pollution limits and an independent watchdog that will hold Government to account." But what would be done with the money? Suggestions include funding towards ultra-low emission vehicles or for scrapping diesel cars registered before 2015, for creating cheaper public transport or promoting car share/car clubs in problem areas. In bigger cities electric buses or and low emission bus zones could be the answer. Michael Gove, the environment secretary agrees that "Tackling air pollution needs strong collective action" and that the forthcoming Environment Bill would include new legislation on air quality and “deliver on it’s commitment to leave the natural world in a better condition than we found it.” *** Inevitably, where there is a focus - and a significant budget for improvement - then experts in the field will be required to ensure that what has been promised can be delivered. At Allen & York, we specialise in recruiting hard to fill and technical roles and are proud of the sectors we work in, they include Environment, Energy and Sustainability. We have a long history of working in these sectors and have worked on over 230 vacancies for air quality professionals. Our specialist recruitment consultants are delighted to have placed 18 air quality specialists throughout the UK. We have live vacancies for consultant to director level and, by placing some of the best people in these vacancies, are supporting the quest for air quality and a better environment for generations to come. If you are a candidate looking for a new job in air quality, or an employer who needs assistance in recruiting air quality staff, then please don’t hesitate to contact us. Let’s work together to improve air quality. *https://www.independent.co.uk/news/uk/home-news/pollution-cars-uk-michael-gove-sadiq-khan-vehicles-air-quality-a8778486.html **https://www.theguardian.com/environment/2019/jan/30/children-exposed-to-air-pollution-more-likely-to-develop-depression ***https://www.gov.uk/government/publications/draft-environment-principles-and-governance-bill-2018/environment-bill-policy-paper
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Love your job?
It’s that question that we sometimes ask ourselves and if we’re lucky (sometimes very lucky) the answer is a resounding YES, I LOVE MY JOB! But for those less fortunate, what should you do about it? In uncertain times, and where you’re in a job that pays a decent salary and has a good bunch of workmates, maybe you can just sit it out? And there’s nothing wrong with that. You know it’s not forever. You’ll just ride it out until something better comes along. And then you get complacent. And then you settle. And then you get to a point of questioning, am I even marketable? Can I even get a new job? When you haven’t changed jobs for a while, you forget how time consuming and sometimes soul destroying it can be. But don’t let the fear of moving put you off. Think about what you really want to do in your dream job and make it happen. Here are five things you should consider right now: 1. You feel invisible No-one is giving you any feedback on what you’re doing. You feel like people who have been in your organisation less time are moving up the careers ladder and you’re laying stagnant. Your career has stalled, and it doesn’t look like changing. You need to move on. 2. Challenge rejected You’re not challenged any more. The excitement you once felt about delivering a fantastic project or writing a Pulitzer prize winning report has gone. Okay, maybe its unrealistic to think you’re going to be challenged in a positive way, every day, but there should be an element of improving your knowledge and picking up new skills. If your employer isn’t interested in your career development, then why would you stay? 3. Do you want to sign this card….? If there’s been a sudden glut of leaving cards, leaving drinks or covering someone who’s left work, then it might be time to start updating your LinkedIn profile. If your friends and colleagues are finding new opportunities, then you probably can too. 4. Your heart’s not in it You’ve given it a go, sometime for years and years, but you know intrinsically it’s time to move. It’s time to take charge, make some positive steps and go out and get what you deserve. 5. Recruiters are calling When you’re happy in your role, calls from recruiters can be a mild annoyance. When you’re feeling a little bored, uninspired or un-challenged, they could be exactly what you need. Even if you’re not in the market, keeping in-touch with a recruiter will keep you on their radar when that dream job does come up. And they could negotiate you a better deal – both financially and in term of flexibility. If you find yourself in a position where you’re thinking about any or all the five points above, maybe it’s time to speak to a recruiter? At ALLEN & YORK, we work with clients across the globe to find people their perfect role. We’re working collaboratively, in partnership with our clients, to find you a job you’ll love. Happy Valentine’s day.
