We can change people’s lives. There’s nothing quite like the feeling you experience when you match the ideal candidate with their dream job. As a recruiter, it’s our job to coach, mentor, and guide our applicants throughout the entire hiring process and help them find the career they’ve been looking for.
Welcoming the very cute and cheeky Parker to the Direct Response Team
With employers interviewing multiple candidates for one position it is important that candidates interviewing make a great first impression but that first impression is just as important as the follow up after your interview.
The interview is complete, you felt it went well and you are keen on securing the position so what do you do now. We have included a quick template for you to send to the employer, following your interview.
Dear Sir / Madam
I wanted to express my gratitude for the opportunity of interviewing me for the position of …………… on the date of …………….
The position sounds like a great opportunity and I would really appreciate any updates regarding the status of my application and the next steps in the hiring process.
Thank you once again for considering my application. Please let me know if you need any additional information from me and I look forward to hearing from you.
Kinds Regards,
Candidate name
Just a short email to say thanks and reiterate your keen on the position can go a long way.
If you would like further tips then get in touch with one of our consultants, we would love to support you on your journey in securing your dream role.
It happens to all of us, and we are all entitled to an off day at work but what’s the difference between one of those off days to a mere sign you need to start looking for a new job!
You often find yourself complaining about work to either colleagues, friends, or family. When you talk about work there seems to be more negatives than positives. If you are finding it hard to feel positive about work in general and feel you constantly need to let of steam or complain then perhaps its a sign to look for pastures new.
We all have them; you have just had a relaxing and enjoyable weekend then reality hits and its back to work for another week. Everyone experiences this from time to time but if you are dreading going in to work each Monday and you feel anxious about the prospect of going to work each week then maybe it is something more than those Monday Blues.
Everyone needs to be kept motivated in their job role, its that motivation that makes us ensure we do a fantastic job but what if that is lacking and simply you find you are not being challenged enough. If you are finding the position boring or find yourself twiddling your fingers a lot throughout the day perhaps a new challenge is in order.
Are you wanting to build on your career, build your skillset and gain more experience and feel you have learnt everything you possibly can in your current position? Maybe progression is on the cards, but what if there is no progression in your current job. Lack of progression or lack of a clear path to your career goals could mean its time to switch up and change.
You love your job and your colleagues and you enjoy going in to work each morning, but the news your employer is financially struggling. It is one of those catch 22 moments, on one hand you absolutely love your job but on the other having job security is majorly important to you. Weighing up the options on this one is a must but if job security is at the top, then maybe jumping ahead of the game and looking for a new job before redundancies kick in may be on the cards.
There could be many reasons and signs which say its time to move on and jump ship but if this is something you are unsure on then, speaking to a local agency could help. An agency can assist talking you through the current job market, help you with your CV and assist you in applying for jobs ultimately giving you more options.
Agencies can also assist with negotiating new employment contracts for you and supporting you through handing in your notice, being an ear to listen to and offer advice when needed.
If you would like support in finding a new job or want to test the waters, then have a chat with one of our friendly and confident consultants here and Direct Response and see how we can help.
In today’s highly competitive job market, facing an interview is more vital than ever. The difference between landing your dream job and returning to the drawing board often lies in your ability to navigate the interview process effectively. But what does the perfect interview look like?
1. Preparation is Key
In the context of an interview, preparation is not merely about researching the company or the role but understanding how your skills, experience, and personality align with the company’s values and job requirements.
Research the Company: Understand their mission, values, culture, and recent accomplishments. This will help you tailor your responses to show how you can contribute to their goals.
Understand the Role: Analise the job description thoroughly. Identify the key skills required and prepare examples from your past experiences that demonstrate these skills.
Prepare Your Questions: Asking thoughtful questions reflects your genuine interest in the role and the company.
2. First Impressions Matter
Your arrival time, attire, and initial greeting can set the tone for the rest of the interview.
Arrive Early: Aim to arrive 10-15 minutes before the scheduled time.
Dress Appropriately: Research the company culture and dress accordingly. When in doubt, err on the side of formality.
Be Polite and Positive: Begin with a firm handshake, maintain eye contact, and don’t forget to smile.
3. Mastering the Art of Communication
The perfect interview isn’t just about answering questions correctly; it’s about communicating effectively.
Listen Actively: Before responding, ensure you understand the question. If unsure, don’t hesitate to ask for clarification.
Answer Concisely: Provide clear, concise, and structured responses. Use the STAR (Situation, Task, Action, Result) method to frame your answers.
Show Enthusiasm: Your passion for the role and the industry should be evident in your responses.
4. Be Yourself
Remember, the interview is not just about assessing your skills and experience. It’s also about seeing if you’re a cultural fit for the company.
Show Authenticity: Be honest about your experiences, strengths, and weaknesses. Authenticity resonates with interviewers.
Showcase Your Personality: Don’t be afraid to let your personality shine through. Companies value diverse teams with unique perspectives.
5. The Follow-up
The perfect interview doesn’t end when you walk out of the room.
Follow Up: If you haven’t heard back within the stipulated time, don’t hesitate to follow up with the recruiter.
Anti-Slavery Day takes place every year on the 18 October. Anti-Slavery Day is part of Anti-Slavery week, a UK and European awareness week, which this year runs from 16 – 22 October 2023.
In 2010, an Act of Parliament of the United Kingdom introduced a national day to raise awareness of the need to eradicate all forms of slavery, human trafficking and exploitation. Today, we continue to raise awareness of these issues, highlighting good practice.
While the concept of ‘rolled-up’ holiday pay may seem perplexing, it still holds considerable relevance in today’s UK employment market. The idea revolves around including an employee’s holiday pay in their regular wage, rather than paying it separately when they take their annual leave.
This approach is often associated with flexibility and simplicity, particularly for contract or part-time workers. However, it’s not without its controversies and legal implications, thus necessitating a comprehensive understanding. Our aim in this article is to shed light on the concept of rolled-up holiday pay, its benefits, drawbacks, and its place in the contemporary UK market.
“Rolled-up Holiday Pay” is a practice where businesses encompass holiday pay within the regular pay of their workers, instead of disbursing it when the employees take their actual leave.
Despite the ruling in the Robinson-Steele v PD Retail Services case [2006] by the European Court of Justice, the practice of ‘rolled up’ holiday pay still endures in the UK market. The Court stipulates that payment for holidays should be made when the actual holidays are taken, technically rendering ‘rolled up’ holiday pay impermissible.
This ruling was instituted to ensure that workers are not dissuaded from taking their rightful time off due to concerns over finances. The continuation of ‘rolled up’ holiday pay, however, indicates a nuanced situation wherein the practicalities of the working world and the legislative guidelines seem to diverge.
The common critique against the usage of rolled up holiday pay is that it creates a financial disincentive for workers to take their rightful holidays, given they are not being compensated directly during their time off. The European Court encouraged EU member states to take decisive action to terminate this practice. Despite this exhortation, the UK government has yet to promulgate legislation expressly prohibiting the use of rolled up holiday pay.
However, in non-statutory guidance, the government has asserted that any contractual arrangements involving rolled up holiday pay should be subject to renegotiation. This demonstrates the ongoing tension between efforts to ensure fair compensation for workers and the practical considerations of payroll management.
Businesses that employ casual and/or zero-hour contract workers often prefer to use the ‘rolled up’ holiday pay system. The primary reason is convenience. The calculation of a flexible worker’s holiday leave entitlement, along with the corresponding pay, can be a complex and time-consuming administrative task.
This complexity is amplified by the fluid nature of casual and zero-hour contracts, where work hours can fluctuate significantly from week to week. Furthermore, considering annual leave can create complications when scheduling work rotas. By incorporating holiday pay within the standard pay, businesses find a streamlined solution that circumvents these challenges, despite the potential legal ambiguities involved.
Employers who choose to implement ‘rolled up’ holiday pay run the risk of potential double payment. If a worker is able to effectively demonstrate that the structure of their pay has discouraged them from taking their legally entitled holidays, they might be eligible for ‘just and equitable’ remuneration. Consequently, the employer could end up compensating the worker twice for the same holiday period – once within the ‘rolled up’ holiday pay and a second time as a compensatory measure.
An additional implication could be that workers are allowed to defer their holiday entitlement to the subsequent holiday year. If these workers then decide to leave the organisation, they retain the right to demand a payout in lieu of their unused holiday time upon termination of their contract. Hence, while ‘rolled up’ holiday pay may initially appear to streamline administrative processes, it also poses considerable monetary risks for employers.
Additionally, for workers with irregular hours, the ‘rolled up’ holiday pay system may not always equate to an accurate reflection of their holiday pay entitlement. Factors such as fluctuations in their work hours can lead to miscalculations, resulting in either insufficient or excessive payment. This inconsistency can bring about the risk of claims against the business for unlawful deductions of wages. If a worker believes they have been underpaid, they may choose to take legal action, further complicating the scenario for the employer.
On the flip side, if the worker has been overpaid due to inaccuracies in the ‘rolled up’ pay calculation, it creates a financial burden on the business. This highlights yet another risk factor employers must consider when opting to use the ‘rolled up’ holiday pay system.
For businesses choosing to implement the ‘rolled up’ holiday pay system, transparency and clear communication with their workforce is paramount. An initial step in this direction would entail introducing the usage of rolled up holiday pay as part of the recruitment process. Prospective employees should be made aware of this practice from the onset, and written confirmation must be obtained from them indicating their understanding and acceptance of this payment model.
It is essential to emphasize here that, while workers can choose to accept their holiday pay being rolled up into their standard pay, they retain the right to opt for paid annual leave at any point in the future. Nevertheless, it is worth noting that, as per the European Court of Justice, workers cannot completely waive their holiday pay rights. No matter the pay structure in place, these rights remain inviolable and mandatory, thereby ensuring that workers are not disadvantaged in any way.
In essence, while the ‘rolled up’ holiday pay system may provide administrative convenience for employers, its use necessitates open dialogue and mutual agreement with employees to avoid misinterpretation, ensure compliance with the law, and maintain industrial harmony.
As a crucial step towards transparency, employers using the ‘rolled up’ holiday pay system must ensure that payslips issued to workers clearly distinguish between holiday pay and basic pay. This distinction is not merely for clarity’s sake; it is a legal requirement for employers to provide itemised payslips. The payslip should explicitly break down the payment, stating the specific amount attributed to basic pay and the sum designated as holiday pay.
This practice helps to avoid any confusion or disputes regarding payment, enabling workers to fully comprehend their compensation structure. Moreover, it allows for better tracking and validation of whether the holiday pay component aligns accurately with an employee’s entitlement based on their working hours. It is, therefore, paramount for businesses to incorporate this step into their payroll process, ensuring a more transparent and just system.
Lastly, under no circumstances should businesses prevent workers from taking their annual leave. In fact, businesses should ideally adopt a proactive approach in encouraging their flexible staff members to take their holidays. The significance of this cannot be overstated. Holidays are an essential part of maintaining a healthy work-life balance; they provide workers with the opportunity to rest, recharge, and return to work with renewed vigor. As such, businesses must foster a culture that promotes and values time off.
This could involve periodically reminding workers of their remaining holiday entitlement, or perhaps even implementing a system that highlights upcoming periods of lower workload, when taking leave could be most beneficial. Ultimately, the aim should be to create a supportive environment where workers feel comfortable taking their earned leave without fear of repercussion or negative impact on their job security.
It has been reported today with surveying of businesses across the UK that a whooping 76% of UK companies are struggling to hire new staff.
Recruitment being a hot topic in the news at the moment with 3 in 4 companies struggling to recruit and retain staff which is a massive number and with the market still being candidate led, what can companies do to attract and retain staff.
Years back candidates went where the money was but now we are finding although having a great salary and benefits, company culture is what is important, staff stay or go where they feel most valued and respected.
So what can you implement in your business to ensure you attract and train your staff?
Culture:
Culture is everything and ensuring staff feel happy, valued and respected within the business and amongst colleagues is key, so what can you do to ensure your staff are happy within the work place. Having open door policies, staff want to be able to address and raise concerns without feeling penalised, likewise they want to ensure they can share ideas and thoughts openly and feel they are being listened too. Offering staff flexibility, work life balance and not to feel micro managed. Having team events / team building exercise and most importantly, have a work hard play hard culture, get the job done but ensure staff can laugh and enjoy along the way.
Salary and Benefits:
Of course this one will be up there in key ways to attract and retain staff and its a pretty simple one to navigate, having an attractive salary within a job role of course will attract candidates to the role. Go above the average for that role, pay staff their value along with additional incentives such as increased holiday entitlement, discounted perks, life style benefits, bonuses and ensure these are regularly reviewed. You will be surprised the return you will get from an employee when you pay they what they deserve with additional incentives.
The Recruitment Process:
So you have had a lot of candidates apply for the job role, don’t wait around to short list as good candidates won’t stay on the market for long, so get interviews lined up in your diary. There is nothing worst to candidates than a lengthy and drawn out recruitment process, if you are taking a long time to get back to candidates or having a extremely long interview process such as multiple interviews / tests and so on, it can put candidates off. a one or two stage interview process we thinks works well in keeping candidates engaged, anything longer than this, you may risk loosing candidates interest.
If you want to have a chat with one of our friendly consultants who can work with you in offering advice on ways to improve candidate attraction and retention then get in touch today.
1.33 million people were unemployed; 23.5% have been unemployed for more than 12 months and a 0.1% increase on previous quarter
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