Rullion Career Advice https://www.rullion.co.uk/career-advice/ Career advice from Rullion Copyright Rullion en-GB Discovering the UK Water Industry: A Hub of Innovation, Sustainability, and Diverse Opportunities The UK water industry is at the forefront of innovation and sustainability, aiming for net zero emissions by 2050. It offers diverse, globally impactful career opportunities, blending cutting-edge technologies with a commitment to continuous learning and environmental stewardship. https://www.rullion.co.uk/career-advice/articles/job-search-tips/discovering-the-uk-water-industry-a-hub-of-innovation-sustainability-and-diverse-opportunities/ https://www.rullion.co.uk/33807.aspx Tue, 21 Nov 2023 00:00:00 GMT

There’s a burgeoning renaissance unfolding in the heart of the UK, and it’s not in a sector you’d conventionally label as “trendy”.  It’s the water industry.

 

“In an age where digital transformation and sustainability intersect, few industries present as thrilling an opportunity as the UK water sector,” said Zarra Addis, Rullion Recruitment Consultant, Process & Utilities.

 

Steeped in history, teeming with cutting-edge technology, and fully committed to its net zero ambitions, the water sector is where the future is being defined, drop by drop.

 

“It’s increasingly becoming a focal point of attention and innovation, especially in the context of global sustainability and net zero ambitions. It’s an incredibly exciting industry to be working in right now,” said Zarra.

 

If you’re a young, tech-driven enthusiast eager to carve out a meaningful career, a professional from a diverse background and / or skillset, or you’re simply passionate about truly making a difference by addressing one of humanity’s most pressing challenges, these are our Top 5 Reasons why the UK’s water industry should be at the top of your job list.

 

  1. Net zero and sustainability

 

As the world shifts towards more sustainable practices, the water industry takes a prominent position, given few sectors play as crucial a role in sustainability as water.

 

 “The water industry isn’t just about delivering a service; it’s about safeguarding our future and shaping a sustainable world,” said Zarra.

 

And she couldn’t be righter. With the UK’s commitment to net zero emissions by 2050, the water industry is primed to become an emblem of green innovation. For those passionate about climate action, this sector offers a direct route to meaningful impact.

 

  1. Innovative technologies

 

The UK’s water infrastructure is a testament to the feats of past generations, with some systems dating back centuries. Yet, it stands on the precipice of the digital age, marrying venerable structures with cutting-edge tech. This blend offers professionals a unique experience – respecting tradition while pioneering solutions for the next century.

 

“It’s more than a job sector; it’s where the challenges of today meet the solutions of tomorrow,” stressed Zarra.

 

To achieve net zero carbon emissions in water treatment and distribution processes by 2030 (in 2019, water companies in England joined forces to make the ambitious pledge to reach net zero on operational emissions by 2030, 20 years sooner than the UK government’s legally binding target) requires innovative technologies and solutions.

 

From advanced desalination techniques to AI-driven water management systems, the industry is embracing cutting-edge technologies. This provides exciting opportunities for engineers, scientists, and technologists to develop and implement these solutions.

 

Gone are the days when the water industry was just about dams, pipes, and pumps. With the rise of smart technologies, the sector is undergoing a digital evolution. Think IoT-enabled water networks, AI-based demand forecasts, AI-driven leak detection, blockchain-driven quality checks, and data analytics optimising every drop.

 

If you’re digitally inclined, there’s no shortage of innovation to dive into as these examples represent just a fraction of the tech revolution unfurling here. And if you’re someone who wishes to harness tech for tangible societal benefits, even better.

 

  1. Embracing diversity and encouraging fresh perspectives

 

The challenge of sustainability in the water industry brings together professionals from various fields. Biologists, chemists, environmental scientists, policy makers, and engineers all collaborate to find holistic solutions. This multidisciplinary approach offers a dynamic and enriching work environment.

 

Acknowledging the skills gap, the industry is not just open but eager for fresh talent. It’s a sector where every professional, irrespective of their background, can make an immediate and lasting difference, not to mention find their niche and career stability.

 

“The water industry’s vast canvas allows for diverse talents to converge, collaborate, and create. It’s a melting pot of innovation and opportunity,” said Zarra.

 

While the industry naturally beckons hydrologists and engineers, there’s a broader canvas. Digital marketing specialists, community outreach managers, data scientists, and UX designers are among the myriad roles being redefined in the water context.

 

And the diversity of roles doesn’t just end there. Whether it’s software development for smart grids, environmental science to preserve aquatic ecosystems, or public relations to communicate the industry’s vital work – the water sector offers a plethora of career pathways.

 

“The sector is ripe for fresh perspectives. Many professionals don’t even realise the scope of roles the water industry offers until they step in,” said Zarra.

 

This is because diversity in skills and backgrounds isn’t just a desire – it’s a necessity for the sector’s evolution.

 

  1. Global impact

 

Water is a universal necessity. Being a part of the industry means contributing to solutions that not only impact local communities but also have global implications. As clean water becomes scarcer in parts of the world, the importance of the water industry’s work is magnified.

 

The solutions crafted in the UK can inspire actions worldwide and set precedents for water management globally. For industry professionals, this means your work isn’t just of national significance but could potentially redefine global standards, providing you with a unique platform to make a worldwide impact.

 

“The UK water industry is where your impact isn’t measured in figures, but in futures shaped,” said Zarra.

 

“Water is life. By joining the UK water industry, you’re not just taking a job; you’re becoming a steward of one of our most precious resources. Every project you work on has the potential to impact millions, ensuring that communities have access to safe, clean water.”

 

  1. Endless learning and career development opportunities

 

Driven by rapid changes and the constant evolution of technologies and processes, the water industry has metamorphosed into a continuous learning hub. Cutting-edge training programmes, mentorship opportunities, industry conferences, workshops, and collaborative projects, both nationally and internationally, ensure that professionals stay at the forefront of knowledge, an experience that is both steep in its learning curve and rewarding.

 

Moreover, the race to net zero will involve new methodologies, tools, and strategies, ensuring that the field remains fresh and continuously challenging. Plus, as the industry rapidly evolves, there are ample opportunities for young leaders to rise.

 

The UK water industry isn’t just offering jobs; it’s presenting a call to action for the digital-savvy, sustainability-driven youth of today as well as professionals of all walks of life.

 

Final thoughts

 

The push for net zero is making the UK water industry an even more exciting and essential place to work.

 

“It’s more than an industry; it’s a movement. A movement towards a sustainable, tech-driven future, where every professional has a role to play,” said Zarra.

 

With history as its foundation and a digital future steeped in innovation and sustainability, the sector’s emerging as a powerhouse of transformative action.

 

For professionals seeking a career of purpose, dynamism, and boundless opportunities, the clarion call of the UK water industry is hard to resist.

 

Interested? Join us in navigating this dynamic sector, and together, let’s turn the tide towards a sustainable, digital-first future. Fill out our contact form below and one of our water experts will get back to you.

 

 

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Nine steps to effectively participate in a candidate referral scheme Discover the power of effective candidate referrals! Dive into our nine-step guide to harness the untapped potential of your professional network, benefitting both job seekers and your organisation. Plus, ponder your own career trajectory with Rullion. Explore now! https://www.rullion.co.uk/career-advice/articles/job-search-tips/nine-steps-to-effectively-participate-in-a-candidate-referral-scheme/ https://www.rullion.co.uk/32758.aspx Thu, 07 Sep 2023 00:00:00 GMT

In today’s competitive job market, finding the right opportunity can sometimes feel like searching for a needle in a haystack. What if there was a way to not only help your network access exciting job openings but also play an essential role in your company’s recruitment success?

 

Welcome to the world of the Candidate Referral Scheme – a strategic approach that offers hidden benefits for both job seekers and companies alike.

 

“As someone who has witnessed the inner workings of the recruitment process from both sides of the table, candidate referral schemes are a remarkable opportunity that can not only benefit colleagues’ networks but also contribute significantly to their company’s growth,” said Helen Dulla, Rullion Operations Director.

 

“I understand that everyone’s time is valuable, and referrals are a thoughtful investment, however I strongly believe these types of programmes can be so rewarding for both employees and their organisations.

 

The power of people’s professional networks could not be overstated, she said.

 

“[Professional networks] are a goldmine of talent and employees have a unique insight into the kind of individuals who will thrive in their workplace environment; people with the skills, dedication, and mindset that align perfectly with their company’s values.

 

“Imagine being able to streamline the hiring process for your contacts, offering them a faster route to potentially exciting job opportunities,” she added.

 

Mastering the art of referral success: Nine steps to elevate your network’s career journey 

 

In this comprehensive guide, we’ll walk you through nine steps of effectively participating in a referral scheme, making a meaningful impact on your network’s career journey.

 

  1. Research the company 

 

Before referring someone, make sure you have a good understanding of your company’s culture, values, and the types of positions they’re hiring for. This will help you identify suitable candidates from your network.

 

  1. Identify potential candidates 

 

Think about friends, former colleagues, classmates, or acquaintances who would be a good fit for your company. Consider their skills, experience, and the positions they’re seeking.

 

  1. Reach out and share the opportunity 

 

Initiate conversations with potential candidates in your network. Let them know about your company’s open positions and the referral programme. Explain why you think they’d be a great fit both in terms of their skills and your company culture, and how your referral can benefit both them and the company. Your recommendation carries weight, and your endorsement could spark their interest.

 

  1. Provide insight and guidance 

 

If your referred candidates are interested, share insights about your company and its values. Offer guidance, providing insights and advice on tailoring their resumes and cover letters to stand out during the application process. Your mentorship will be invaluable as they present their best selves to your company.

 

  1. Follow up 

 

Keep track of your referrals. If they decide to apply, follow up with them periodically to see how their application process is progressing. Offer any assistance you can to help them navigate the process.

 

  1. Stay positive and supportive

 

Whether your referred candidates make it through the hiring process or not, remain positive and supportive. Reassure them that regardless of the outcome, their skills and experiences are valuable, and you appreciate their effort.

 

  1. Celebrate their success 

 

If your referred candidate is hired, celebrate their success! It’s a win-win situation – they’ve found a new opportunity, and you’ve successfully contributed to your company’s hiring process.

 

  1. Keep engaged 

 

Stay engaged with your referred candidate after they’ve joined the business. Help them settle in, answer any questions they might have, and introduce them to other colleagues.

 

  1. Continue participating 

Even after your initial referral, consider participating in the programme again. As you build a relationship within your company, you might come across more opportunities to refer candidates and continue contributing to your organisation’s growth.

 

 

“Cultivating your network is more than just building connections – it’s about nurturing opportunities. The candidate referral scheme empowers you to shape the career paths of those you believe in, while also contributing to the growth of organisations you admire. Your role transcends recruitment; it becomes a legacy of impact,” Helen concluded.

 

 

 

 

While you're helping others find their perfect job through the referral scheme, have you considered your next career move? At Rullion, we're not just passionate about connecting companies with the right talent - we're committed to connecting individuals like you with the right opportunities too. Whether you're actively searching or just curious about what's out there, get in touch by filling out our contact form below. Let us be your partner in finding a role that aligns with your aspirations and strengths.

 

 

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Navigating success in your job search: the unseen benefits of a candidate referral scheme The Candidate Referral Scheme accelerates job hunting through personal advocacy, fast-tracking applications, efficient interviews, tailored matches, and fostering supportive networks. Building relationships unlocks enhanced job-seeking success. Read our blog post for more hints and tips. https://www.rullion.co.uk/career-advice/articles/job-search-tips/navigating-success-in-your-job-search-the-unseen-benefits-of-a-candidate-referral-scheme/ https://www.rullion.co.uk/32745.aspx Wed, 06 Sep 2023 00:00:00 GMT

In the vast realm of job hunting, the path to your dream role might seem like a labyrinth of applications and interviews. However, what if there was a way to not only expedite the process but also tap into an avenue that offers unique advantages?

 

Welcome to the world of the Candidate Referral Scheme – a strategic approach that can dramatically transform your journey towards that perfect job.

 

A personal connection to success 

 

Imagine having a champion in your corner, someone who not only believes in your skills but actively advocates for your potential within a company. This is precisely what a candidate referral scheme brings to the table. Instead of sending your application into a virtual abyss, you’re presented with an opportunity that has a personal touch, rooted in trust.

 

Fast-tracking the application process 

 

In the realm of job applications, speed is of the essence. With a referral scheme, your application has the potential to be fast-tracked, avoiding the queues, and gaining priority attention. This means that you’re not left in limbo, wondering about the status of your application. Instead, you’re on a more direct route to being considered for exciting opportunities.

 

Navigating the interview journey

 

One of the most time-consuming aspects of job hunting is the interview process. However, when you’re referred for a role, this journey can become a swifter and more streamlined experience. Companies recognise that a referral is a vote of confidence, which can lead to more efficient interviews and decisions.

 

A tailored match 

 

Referrals are more than just names on a list; they’re individuals who are deemed to be a perfect fit for a company’s culture and requirements. This means that when you’re referred, you’re not just another candidate – you’re someone whose skills and values align with the organisation’s vision. This enhances the chances of a successful match, benefiting both you and the company.

 

A confidence boost 

 

The referral scheme isn’t just a process; it’s a recognition of your potential. Knowing that someone within the organisation believes in your abilities can give you an invaluable boost of confidence. This confidence can shine through in interviews and interactions, setting you on a trajectory for success.

 

Stepping into a supportive network 

 

When you’re referred for a role, you’re not entering the process alone. You’re stepping into a network of connections – people who are invested in your success. This can provide you with insights, guidance, and a sense of belonging right from the start.

 

How to be considered for the referral scheme 

 

Being referred through a candidate referral scheme involves a simple yet impactful process.

 

But remember, you can’t simply join a referral scheme; someone has to refer you.

 

Therefore, as you’re job hunting, keep the following steps in mind:

 

  1. Connect 

 

Engage with your network, both online and offline. Attend industry events, webinars, and connect with professionals on platforms like LinkedIn.

 

  1. Express interest 

 

If you come across a company where you believe your skills align with their requirements, express your interest in their roles. Engage with their content and showcase your enthusiasm.

 

  1. Showcase your skills 

 

On your professional platforms, highlight your skills, accomplishments, and experiences. Make it easy for your connections to see your potential.

 

  1. Engage with employees 

 

Interact with employees of the company you’re interested in. Comment on their posts, engage in discussions, and build authentic connections.

 

  1. Inquire about referral opportunities

 

Reach out to your connections within the company. Express your interest in their organisation and inquire if they have a referral scheme. Many companies offer rewards to employees who refer successful candidates.

 

Your gateway to new horizons 

 

In a world where opportunities are precious and the competition is fierce, the candidate referral scheme can offer a pathway that’s built on trust, efficiency, and personal connections. Your skills and potential deserve to be recognised, and this scheme is a conduit that has the potential to make this recognition a reality.

 

So, as you embark on your journey towards that coveted job, consider the power of a candidate referral scheme. Embrace the advantage it can bring and let your potential shine in a way that’s supported, efficient, and truly transformative.

 

 

Ready to transform your job search journey? Dive into a world where personal connections drive success. Register with Rullion today by filling out the form below and someone will get back to you.

 

 

 

 

 

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Ten ways to get the best talent With vacancies reaching a record high and employers continuing to struggle to recruit and retain staff, the importance of having a clear talent strategy is more crucial than ever. https://www.rullion.co.uk/career-advice/articles/rullion-candids/ten-ways-to-get-the-best-talent/ https://www.rullion.co.uk/26887.aspx Tue, 01 Mar 2022 00:00:00 GMT

Ten ways to get the best talent

When supply is low and demand is high – without increasing your costs

With vacancies reaching a record high and employers continuing to struggle to recruit and retain staff, the importance of having a clear talent strategy is more crucial than ever.

The simple fact of the matter is the war for talent is over and talent won.

Unless your recruitment process and entire talent strategy is reflecting that reality, then you’re going to feel the pinch.

However, just because the ball is in the candidates’ court doesn’t mean it’s going to cost you a lot more money or even any extra money at all.

It just means you have to be open to new ways of looking at your talent strategy. It’s about looking at your organisation through your candidates’ eyes and not the other way round.

The pandemic

The pandemic shifted what candidates and employees wanted from their lives virtually overnight, leading to a sudden increase in people quitting their jobs, referred to as the Great Resignation, and re-evaluating their priorities.

It was no longer just about the income, although that too has also shifted in the candidates’ favour thanks to intense competition for talent, but more about wanting greater wellbeing, more flexibility, more benefits, and more remote working.

In short, the pandemic has disrupted the recruitment market more than anything else, calling for a reassessment of everything. From client partnerships, ways of working and modes of operation to the pace at which we work and the way in which we present ourselves to the market.

Moreover, what worked before, doesn’t work now.

The challenge is, talent strategies haven’t kept up with this shift, resulting in multitudes of organisations today playing catchup.

 

 

Getting strategic

After two years of pandemic-induced disruptions, unless talent has indeed always been at the top of your agenda and attracting and retaining the best talent has been your number one priority, you will undoubtedly be feeling the shift like the rest of us.

Today it’s all about selling your organisation to the candidate not the other way round. They want to be their authentic selves and to be impressed by a company, rather than to impress. The pandemic has shifted the mindset of candidates and they know they are in control.

That’s why companies need to get more strategic about talent.

The only time talent is discussed is when it’s a problem and there is too much work, and not enough people to do it.

Great companies that recognise the importance of talent are thinking about it continually and discussing how it links to their growth strategies and future ambitions at every single board meeting. Instead of running one-off campaigns, they know it’s imperative to continually attract the right talent into their organisations.

There is plenty you can do as part of your talent strategy that doesn’t cost any money – you just have to be open to changing how you’ve done things in the past.

 

Here are some simple and quick ideas to implement:

1. It’s all about the WHY

Why do people want to work for you?

It’s no longer about the technical spec. Desirables, key skills, accountabilities. That’s what organisations are still going to market with but it’s not what will attract the candidates you want.

It has to be about the “why come and work for you and not someone else”, whether that’s your employer brand, the benefits you offer, the experience you give or the projects you have on.

What are you offering that another organisation is not?

2. Give a second chance to second place

Do you track who comes through to interview? After you offer the job, do you remember who came in second or third place? A year on, when that job comes on again, do you revisit that talent pool?

This is something you could do that doesn’t cost anything.

3. Widen your search and scope

In today’s market, organisations need to widen the geographical scope of their talent pool. The candidates are out there, they just might not be local to you anymore which is why offering flexible work that involves working onsite three/four days a week and one or two days from home doesn’t give you access to the talent you need anymore.

4. Think about your work environment

Today’s candidate works differently. Are you able to assess those different skills when you’re going through your selection process? Are you able to help your candidates self-manage? What about self-learning and self-development?

Are you fit for remote management?

Can you performance manage through a camera or a screen?

Do your management team and leadership team, as well as all your employees, have the toolkit to get that whole experience of working for you but from afar?

If you aren’t thinking about these things and doing something about it, the chances are you’ll lose your talent to someone else who is.

5. Give junior workers extra TLC

More junior workers, who are an active part of the talent pool, no longer have access to “at desk coaching”. In other words, they aren’t picking up skills they would have ordinarily learned on the job. So how do you plan to pivot to give them the best chance to get up to speed in their role? How do you plan on keeping them engaged and wanting to stay and grow with your company?

6. Change the way you think about talent

Hiring a contractor or shifting towards outcome-based projects could in today’s market work out more cost effective than a permanent hire.

It’s about learning to be open to different ways of getting the work done. Which is why organisations need to change the way they think about talent.

Most organisations still think a permanent hire is the cheapest recruitment option, but you’ve got to factor in the cost of hiring and then potentially losing a permanent employee perhaps as soon as 12 months down the line in today’s market.

7. Rev up your speed of hire

Organisations need to start looking at every step of their recruitment process and to think about what each step is adding to that process. Do you have a four-stage interview process? If yes, why? Streamlining your recruitment process could mean reducing the risk of losing candidates to someone else in the time it is taking you to complete your recruitment process. By simplifying things, you could be getting the talent you want quicker or beating your competition to getting that talent, without it costing you any more money.

8. Become candidate centric

What companies really need to get right when they are presenting themselves to the candidate market is to understand what the talent they want loves about the job they do. You’ve got to really start thinking like a candidate and asking yourself what does that candidate want? Not many companies are doing this. Then you’ve got to think about how to differentiate your company, and what you’re offering, from your competitors.

This is also why you must have a strong focus on your onboarding, including the culture aspects of your organisation and the flexibility that people now demand.

9. Get creative with your talent retention

During the offboarding process for retirement you could give workers the option to go into a talent database for short-term roles. People who retire might not want to work fulltime anymore, but that doesn’t mean they never want to work again. It costs nothing to put a really simple process in place as part of your offboarding process for retirement and gives you the opportunity to retain some of that talent, even if just part-time or on an ad hoc basis.

10. Keep a close eye on your hiring managers

Are you assessing the performance of the people involved in your recruitment process? For example, are hiring managers really clear on what they what they need right from the beginning? Does every person involved in the recruitment process know what is needed? Are hiring managers actively listening to ensure they are screening correctly?

Are hiring managers giving candidates an opportunity to actively listen and to really learn about the opportunity? Because in today’s market, selling your company to candidates is more important than ever. That’s why it’s important to be laser focused on what you are looking for in your candidates and then look at how you are selecting and attracting them.

The devil’s in the detail

In the end it all comes down to commitment and information.

Think about what the problem is, and what challenges you face, before you start the process.

By doing a proper campaign map you will be able to understand the challenges that you’re going to come up against so that you can try and mitigate for them in some way. Get very detailed when you are doing this because if you’re not thinking about the detail, you’re not playing the game well enough in the current market.

It’s not easy to get it right, but the companies that do, will get the talent.

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What questions to ask a talent partner to determine they’re right for you To achieve a recruitment model that is right for you and your business, asking the right questions of your talent partner is key. But first, you must ask yourself the right questions. https://www.rullion.co.uk/career-advice/articles/rullion-candids/what-questions-to-ask-a-talent-partner-to-determine-they-re-right-for-you/ https://www.rullion.co.uk/26911.aspx Tue, 01 Mar 2022 00:00:00 GMT

What questions to ask a talent partner to determine they’re right for you

To achieve a recruitment model that is right for you and your business, asking the right questions of your talent partner is key.

But first, you must ask yourself the right questions.

Look within

Going out to market and hoping you’ll find a new partner or solution or just something different to what you’re currently doing, won’t work unless you have a clear picture of where you currently stand.

Ask yourself: Why do I need a (new) partner? Why do I need a new solution? What is it that’s not working? What’s changed in our business that means the solution I’ve got now no longer works? What is happening in my market or the talent space that has changed? What is the catalyst for change? What are my competitors doing?

Really delve deep and ask yourself questions that cover your entire end-to-end recruitment process and talent management from attracting talent, candidate selection, diversity recruiting and onboarding to management and organisation, technology and your supply chain.

 

What part of your recruitment process is important to you? What part of your recruitment process is performing best? What would be most impactful if it changed? What would be the most effort if you had to change it? How could you use an external provider to improve your performance?

This exercise will examine your approach to talent, both internal and external, across all models of engagement from temporary and permanent to experienced hires and early careers.

It will also give you a better understanding of your current recruitment process and what your priorities are, and you will have more clarity about what and where improvements can be made to create a recruitment model that is right for your business. A model that is sustainable, evolving and forward-facing, with partners who are as invested in its success as you are.

Moreover, to avoid a bumpy implementation journey, this exercise will help you determine if, as a business, you are even ready to outsource some, or all, of your recruitment process to begin with.

Quick Tips:

1. Start off by looking within and asking yourself Why do I need a (new) partner? Why do I need a new solution? What is it that’s not working?
2. If you don’t know how to define success and if you don’t know what success looks like, then you can’t track and measure it
3. Go beyond the functional questions everyone asks. Stop asking closed questions about “what” they do and start asking “how”.
4.
Pay attention to fit: ask questions that help you choose the one with the right culture and the right values.
5. Look to build a partnership that is based on trust and experience, but remember

The definition of success

Equally critical before you start asking questions of your recruitment partner, is your definition of success.

Because if you don’t know how to define success and if you don’t know what success looks like, then you can’t track and measure it. And if you can’t track and measure success, then you don’t ever know whether you’ve achieved it.

For example, having a high number of hires per year but an equally high attrition rate, as well as a poor Glassdoor onboarding score means something isn’t working. But if you simply measure success as the number of hires you have per year, then you might think that your recruitment process is successful, even though you’re having to hire for the same role twice in the same year.

How you define success will vary from organisation to organisation and the right partner will be able to look at your recruitment process and help you identify what you need and how to achieve it.

However, defining success is not just down to the service users. It’s also about taking a strategic view when it comes to defining success and then tying that into your recruitment strategy to meet your strategic goals.

The power of how and why

The next step depends on the outcome of the above preliminary exercise, and the questions you ask a recruitment partner will very much depend on what you want them to do and how much exposure you’ve had to different recruitment models.

If you are looking for a recruitment partner to augment what you do or to augment what other recruitment providers do as part of a PSL, then the questions you ask will be more functional, more about the provider’s experience, the roles they fill and where they have done it before:  

  • What do you do?
  • What sectors do you work in?
  • What core disciplines do you supply?
  • What is your attraction strategy?
  • What do you use to source candidates?
  • What is your selection process?
  • What technology do you use?

But if you want something more from your partner, or to outsource some, or all, of your recruitment strategy, you need to delve deeper and go beyond the functional questions everyone asks. 

Stop asking closed questions about “what” they do and start asking “how” they do what they do and “why” they do it that way and the difference it will make to your business.

The answers will all relate back to your recruitment partner’s capability anyway.

Getting to know your talent partner

Buying a recruitment solution should go beyond the functional aspects such a service offers. This is because what you’re investing in is a 3+ year relationship with a provider, which is why you want to ask questions that help you choose the right people, the right company, the right culture and the right values.

Examples of the questions that you want to be asking are:

  • What is the experience of working with you going to be like?
  • How are you going to work with our hiring managers? Give us some examples of where you’ve had to deal with a hiring manger who’s not providing you with information.
  • When you recruit for account managers / customer success managers, where do you look to hire? What qualities are you looking for?
  • When there are changes within the account team, how well do you manage those?
  • How are you going to work with our procurement team / HR team?
  • How do you measure satisfaction / happiness?
  • How do you get feedback from the different stakeholders in the recruitment process including hiring managers, candidates, people that you’ve placed, senior stakeholders in the business?
  • When you get negative feedback, what do you do?
  • Give us examples of where things have gone wrong and how you have reacted. How do you put them right, what have you done?
  • How are you going to add value and what information can you provide to demonstrate this?
  • How can you help us make better decisions?
  • How will you challenge us as an organisation? Give us some examples of where you’ve challenged an organisation about their recruitment process including the way that they do things and the way that they induct people into the business?
  • How and why did you implement a certain solution and how long did it take?
  • How have you increased attraction with the clients you work with? I’ve been on your website and I’ve noticed you do an RPO with company X, how did you fill their jobs? How did you go to market?

You’re also going to want to ask questions about how flexible and adaptable your potential recruitment partner is. You will want to know how well they can tailor what they're doing to your specific needs rather than just offering you a generic solution.

If you’re deploying technology, again you will want to understand how flexible that is. How can it be adapted for your working processes? How can it be adapted for the terminology that you use as a business?

Ask for examples of where your recruitment partner has worked with an organisation to understand their business strategy and then linked that in with their talent strategy.

What you want is a recruitment partner who is a critical friend as it were, someone who can say to you “I don’t understand why you do this” or “this isn’t doing you any favours, I think you should change it”.

Look internally

Although the word partnership has become a cliché in recruitment, when you get it right, it’s exactly that.

Nevertheless, a partnership is based on trust and experience which is built up over time.

So how do you determine that a recruitment partner is worthy of being trusted? What evidence should you look for?

For a start, you can find out what your recruitment partner does within its own organisation.
Ask them to show you why they chose a course of action in their own business, how they carried it out and what the impact of that was, and how it filtered down to the organisations they work with.

Ask them to show you why they chose a course of action in their own business, how they carried it out and what the impact of that was and how it filtered down to the organisations they work with.

Other good questions to ask include:

• How do you measure how engaged your people are and how has that made an impact on your business?

• What initiatives are you doing internally to get your people and teams engaged?

• Why do people join your business?

• What is your retention rate?

• Why do you think you’ve got good levels of retention?

• What do the career pathways look like in your organisation?

All of this is going to feed into how well someone is going to deliver an MSP or RPO.

Find out how they measure trust and put people first in their own organisation. Ask them why this is important to them.

Go a step further and ask your recruitment partner where they have evolved. Ask them to demonstrate where they’ve done something innovative, what happened and why they chose to do that. Ask what other things they evaluated before doing that.

When meeting with a recruitment partner, ask questions to understand their ethos and culture such as: Why do you work for your recruitment partner? You’ve been there five years, why are you still there? What has your career progression looked like within the organisation?

It’s not just what you ask, but who you ask.

Ask for examples of where your recruitment partner has worked with an organisation to understand their business strategy and then linked that in with their talent strategy.

Then go a step further and talk to and/or meet some of your prospective recruitment partners’ customers. They can tell you whether the transition was a good experience for them, if the users feel like they are being looked after, whether there’s value in the relationship and their recruitment partner has made a difference, whether it’s a mutual relationship.

Find out if your recruitment partner goes above and beyond. Does it exceed expectations? If yes, where and how has it demonstrated this?

 

Will your recruitment partner embed itself in your business and dedicate itself to your business units? Will it live and breathe your strategy and what your business units are trying to achieve?

Is your recruitment partner dedicated, visible and connected in terms of a relationship with its customers?

Sometimes making a difference does not mean a recruitment partner rips everything up and starts over. Sometimes it means helping a customer move forward.

You want to work with a recruitment partner that wants to work with you. Ask them why they want to work for you and listen to what they say. Do they know your market and your competitors? Do they know the talent space you operate in?

If you are talking to a partner who works with other organisations in your market, ask them what their plans are with that business over the next five years and find out what that business’s key drivers are. If they are able to do this, it will illustrate an understanding of your business priorities and an ability to work their talent strategy around that.

 

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How to achieve an agile recruitment strategy in a hyper-competitive talent market Are you still relying on traditional recruitment processes that are often slow and cumbersome? If yes, try to get rid of as many barriers to the recruitment process and increase efficiency as much as possible. To be agile means to get rid of as much inefficiency as possible. https://www.rullion.co.uk/career-advice/articles/rullion-candids/how-to-achieve-an-agile-recruitment-strategy-in-a-hyper-competitive-talent-market/ https://www.rullion.co.uk/26856.aspx Mon, 28 Feb 2022 00:00:00 GMT

How to achieve an agile recruitment strategy in a hyper-competitive talent market

Over the past two years, UK businesses have witnessed a lot of instability and change in the marketplace. As well as the Covid-19 pandemic, external forces that have contributed to this instability and change include inflation, supply and demand, legislation, digitalisation and Brexit.

This has resulted in a shift towards a very candidate-led market, with a lot of organisations struggling to catch up and recognise that.

So, what’s the problem?

The problem is that the way most organisations recruit hasn’t changed at all because the often slow and bureaucratic processes that worked pre-pandemic, no longer work.  

Agility means responding quickly.

How can you increase agility?

To be agile means to get rid of as much inefficiency as possible.

Are you still relying on traditional recruitment processes that are often slow and cumbersome? If yes, try to get rid of as many barriers to the recruitment process and increase efficiency as much as possible.

Think of ways to speed up your recruitment process and respond as if you are competing for talent rather than simply seeking it. Because that’s what this is: a competition for talent.

For example, are you still looking at how far someone lives from your office location? By expanding your search to recruit from a much wider geographical area, you allow yourself much greater agility.

Are you still relying on traditional recruitment process shortlists and closing dates before setting up interviews, or are you getting great candidates in front of hiring managers as soon as possible?

Are you spending huge amounts of time chasing hiring managers to get feedback on CVs, or are you having daily huddles with hiring managers to get instant feedback on CVs and applications so that you can move on to the next step of the recruitment process?

Is there a need for any human interaction in your recruitment processes? For example, if you’re in logistics and warehousing, why do you need to conduct an interview with someone? For some organisations, it’s first foot in the door, gets the job, end of story. You apply online, they send you a basic qualifying out criteria and then they give you the job starting on Monday.

Commitment is key

Agility required varies from organisation to organisation. What doesn’t vary is the level of commitment required.

Is recruitment your number one priority? If you can answer yes to that question, then instantly you have an ability to be more agile because you have buy-in from top-down.

In today’s marketplace commitment is more important than it’s ever been. An organisation’s stakeholders', and their partners', commitment to whatever processes you have decided upon is much more important today than it was 12 months ago.

Because when you have lost sight of your recruitment challenge, the consequences of you not being committed to it are that it just gets away from you. And your competitors start to take the people that you need to grow your business.

The barrier to an organisation’s growth is and always has been its ability to scale its people.

Organisations that are therefore committed, and act towards a shared commitment to that, are the organisations getting the people.                           

Do you have a plan?        

Agility is the ability to read the future.

This means the ability to have a plan and to acknowledge the fact that you’re going to have to respond when things change.

Organisations that don’t have a plan just end up reacting to everything.

In fact, all too often organisations only think about talent when it has become a problem for them. 

Instead, it’s about looking at those business changes and growth plans and what you want to achieve and having a clear picture around what that means for talent.

Ask yourself: What talent do I need? Is it permanent, is it freelance, is it contingent, is it outcome-based?

The next step is to figure out a plan of how to achieve that.

Ask yourself: What can our inhouse teams deliver? What are we going to need support with? If we are going to grow, do we need to bring in more experienced hires? If yes, are we better off getting our internal recruitment team to do that and to outsource our early years careers etc?

All these kinds of things need to be thought out at the planning stage to ensure agility when responding to change, rather than just reacting to the fact that you need a lot of new people.

Involving HR

HR needs to be able to understand the direction your business is going in and its objectives. To do that, HR needs a seat at the board.

HR also needs to know how your business is going to grow, what it’s going to do and how it’s going to change so that it can put people strategies in place accordingly.

A few of these include:

• Retraining or redeploying existing talent

• Building strategies that retain certain key people that you’ve got in your organisation but then looking at what talent you are going to need

• Identifying your recruitment needs, how you want to recruit and when you need to recruit by

• Identifying where and how to build talent pipelines

• Determining how to select partners, who can support you with all of this.

All these components need to be part of the plan. Once you’ve got that, you can act in a much more agile way. It’s very difficult to be agile when you’re constantly reacting to somebody, who has just put a recruitment requirement on, that you knew nothing about and that you didn’t know was coming down the line.               

Insights and Data

Recruitment is all about information and commitment. You’ve got to be aware of what is happening in your market and not to ignore what the data and insights are telling you. As such, you’ve got to trust your partners and experts to give you the right guidance and support.

Organisations that have the information to make the right decisions and are committed enough to execute the processes required to be one step ahead of their competition, are the ones that get the talent.

 

 

Know thyself

To get the most out of your recruitment strategy and to ensure agility, you need to understand what you’re good at. Is what you’re currently doing working well for you? What are your recruitment teams and suppliers good at? How does that fit in with your future needs and does it need to change?

How well do you manage risks? For example, if there is a key push for talent that needs to happen, you need to consider what happens to that project if one of your internal recruitment team leaves.

There is a belief that doing everything in-house is cheaper, when in fact the delays and inefficiencies that can sometimes result are more costly in the end. Are you therefore better off using an external partner/s who can augment and support what you are already doing in-house?

If you’re happy and what you are currently doing with your recruitment strategy is working well for you, that’s great. But if not, and there’s a partner out there who can expand on what you’re already doing and support you with things like resource, structure, message and consistency, then consider working with that partner,  building a solid relationship with them and making your recruitment strategy more efficient and agile.

Questions to ask yourself

• What is my North Star?
• Where am I going to get the skills for the future?
• How am I going to get the talent for the future?
• Am I exploring every avenue?
• Am I thinking bigger picture than just recruiting permanent and contract staff?
• What is happening down the line with the gig economy and human cloud?
• What different kinds of recruitment trends are emerging in the marketplace?
• Which one is going to match my demands?
• What is the best recruitment solution, holistically for my business?

Not every trend is going to suit every business model but over time these new trends will be entering our markets more and more. For example, instead of doing a permanent or part time role, more people will start doing much more flexible work and outcome-based projects. It’s important to get all the information you need to make the right decision for your business depending on the demand that comes to you.

Quick Tips:

1. To be agile means to get rid of as much inefficiency as possible.
2. Is recruitment your number one priority? If you can answer yes to that question, then instantly you have an ability to be more agile because you have buy-in from top-down.
3. All too often organisations only think about talent when it has become a problem for them. Agility is the ability to see the future and having a plan.
4. HR needs to be able to understand the direction your business is going in and its objectives. To do that, HR needs a seat on the board.
5. To get the most out of your recruitment strategy and to ensure agility, you need to understand what you're good at.

 

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“Value” when it comes to your recruitment strategy What is “value” when it comes to your recruitment strategy and how to get the most value out of your recruitment partner. https://www.rullion.co.uk/career-advice/articles/rullion-candids/value-when-it-comes-to-your-recruitment-strategy/ https://www.rullion.co.uk/26823.aspx Thu, 24 Feb 2022 00:00:00 GMT

What is “value” when it comes to your recruitment strategy and how to get the most value out of your talent partner?

In its simplest terms, value is having a recruitment strategy that helps you achieve your overall business goals with regards to your talent.

Value is about expertise (from attraction, to onboarding, to finding niche skills), scalability (making sure you can scale if need be), and/or innovation (new ways of working, new ways of attracting talent, using technology).  

To derive the most value from your talent partner, a supplier should be able to look at your organisation, identify where you currently stand and determine what you need to do next, to help elevate you to where you want to go with respect to your talent and strategic goals.

Personalisation is more important than ever

A one-size-fits-all approach will not work in today’s market. To add value, a talent partner must actively listen and design a recruitment strategy that addresses your individual needs.

It’s about figuring out what you don’t already have and working with you to come up with a plan that fixes your issues. For example, there’s no point offering you a social media campaign and calling it innovative if it doesn’t fix the problems you are facing as an organisation.

What a supplier can do is help you get from A to B and be clear about how it’s going to do that. Together you must work on a strategic plan, which will act as one of your measurables, with key milestones along the way. It is, in effect, an upfront agreement between both you and your talent partner about how you’re going to improve throughout the service. When you’re open to that kind of partnership, the value that a talent partner can add is enormous.

Additionally, no talent partner is going to be able to turn everything around immediately. Recognising that from the get-go always helps.

From your part, you must be transparent and open to change. Like any relationship this will take time, but once your talent partner has proven its expertise to you then it’s important to have a relationship based on honesty and trust. Because it’s only by knowing you that your supplier can challenge and question some of the things you do and give you advice where it sees room for improvement.

The fundamental question you must ask yourself is this: Are you ready to listen to your talent partner?

Obviously, you want to partner with a supplier who is sure they can do a good job and deliver. However, getting the most value from your supplier goes beyond that.

You need to have people in your organisation who understand what they are buying and why they are buying. The people involved in the selection process need to have experience of buying recruitment services.

You’ve got to get to the heart of how your relationship is going to work and to get some examples of those longevity partnerships and where that value is being created.

Partner with a supplier who can solve the actual problems you are facing and who helps you drive that change and value you are looking for because adding value is more than commercials.

How can your supplier prove itself to you?

First, it will have proven its understanding and expertise of the market you operate in.

Second, it will have given you examples of where it has improved time-to-hire and quality-of-hire in terms of the talent you’re looking for.

Third, everybody involved will have had an exquisite customer experience and their expectations will have been managed, from the candidates to the hiring managers. The right partner does not differentiate between candidates and clients, instead it focuses on ensuring superb customer interactions for all equally.

Do you know what you’re looking for in terms of value?

Understanding the functionality behind a managed service or an RPO is not the same as being able to define value. You might know something isn’t working, but you might not know why or how to fix it.

That’s why it helps to get really clear about what adding value means to your organisation.

Whether that involves using different technologies, changing some of your processes, improving your retention, increasing your talent pools and/or working with you so that they can represent you and your brand better in the marketplace, will depend on what your specific needs are. It’s about fixing the fundamentals of your recruitment strategy and not just about filling jobs.

A lot of what adding value comes down to is finding a talent partner that is prepared to put the work in to get to a point where they can help you understand some of the issues you’re currently facing before they become a significant problem. That could involve providing data insights about the niche skills you need to grow your business or helping you adapt your job specs to meet the long-term ambitions of your business by suggesting you hire, train, and develop less experienced individuals.

Adding value goes beyond price

There has been such a drive over the past 10-15 years to take cost out of the delivery part of a recruitment strategy that it has become increasingly challenging for suppliers to deliver the value clients want.

A recruitment strategy that adds value isn’t just about the upfront price you’re paying to get your jobs filled. A supplier might say it will do more for less, but at what cost?  This is because price is a short-term fix, whereas value is a long-term fix.

How are you engaging your talent? How long do you engage your talent? How do you retain your talent? If you’re filling jobs and then losing that talent in six to 12 months because your supplier has not represented your business and that role accurately to them, where’s the value in that?

By working in partnership with your supplier, it can deliver more value over a longer term, that will deliver millions of pounds worth of saving, as opposed to delivering a few thousand pounds worth of saving by chipping a little bit off the price in the short term.

Although this approach can sometimes feel like sentiment as opposed to something tangible, building a relationship with a partner, who has a strong moral compass and ethics, should not be overlooked.  

You know you’re on to a winner when the supplier you have partnered with keeps adding value. Your stakeholders may come and go but what you want is talent partner who is continually assessing where you are and where you want to be and works with you to achieve those strategic goals.

Doing things differently

In today’s candidate-led market more and more organisations are starting to realise they need external support and are even willing to talk to their competitors about what they are doing. These organisations understand that when they come together and are willing and able to co-operate between themselves, and with other suppliers, they can often find ways to unlock significant new sources of value that are of benefit to all.  

By bringing together like-minded individuals from the same industry, with the same challenges, to discuss what they are doing, suppliers can add value by being the facilitators of these types of conversations. No one has all the answers, and yet there’s a growing desire to learn more and to share insights, perspectives and best practices.  

Although this approach does require a paradigm shift from the way organisations have traditionally managed their recruitment strategies, closer relationships between suppliers and client organisations, in the shared pursuit of new value, encourages collaborative innovation which in turn can help organisations become more resilient in today’s continually evolving talent space.  

Quick Tips

  1. Be clear about what adding value means to your organisation and request solutions that address your individual needs
  2. Encourage honest communications with your recruitment partner where they can also give you feedback on how to improve your processes
  3. Remember that ‘value’ is beyond just “filling Jobs”, it is about improving your retention and increasing your talent pools too
  4. Value isn’t just about the upfront price you’re paying to get your jobs filled either. Where price is a short-term fix, value is long-term.
  5. Partner with a supplier who can solve the actual problems or even better, proactively understand issues you’re currently facing before they become a problem
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A Contractor's Guide to IR35 With the upcoming IR35 due to come into effect, we've put together a handy guide for contractor's which answers any key questions you may have. https://www.rullion.co.uk/career-advice/articles/job-search-tips/a-contractors-guide-to-ir35/ https://www.rullion.co.uk/24863.aspx Thu, 28 Jan 2021 00:00:00 GMT

The time has come to talk about IR35 again. As you know, in April 2020, the Government suspended the implementation of the Off-Payroll rules in the private sector until April 2021 due the COVID-19 pandemic. But it's already January and April will be here before we know it.

We've put together a handy guide for contractors which answers any key questions you may have, helping you to adjust to the new rules smoothly. We provide guidance on:

  • What's changing and how you can prepare yourself
  • Key differences between inside and outside IR35 determinations
  • How status determinations are made 
  • What to do if you want to challenge your status determination
  • FAQs and much more!

If you have any questions or concerns about the changes, please get in touch with your Rullion contact, or email us on IR35@rullion.co.uk

Download here

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IR35 Contractor FAQs A comprehensive FAQ guide for Contractors wanting to understand more about the upcoming changes to IR35 legislation. https://www.rullion.co.uk/career-advice/downloads/job-search-tips/ir35-contractor-faqs/ https://www.rullion.co.uk/24578.aspx Mon, 07 Dec 2020 00:00:00 GMT Top Tips for Writing a Winning CV Learn how to write a winning CV, with advice from industry experts. https://www.rullion.co.uk/career-advice/articles/job-search-tips/top-tips-for-writing-a-winning-cv/ https://www.rullion.co.uk/23965.aspx Fri, 02 Oct 2020 00:00:00 GMT

In a competitive market, applying for jobs can be a daunting prospect.

However, whilst writing a CV can seem challenging, there are plenty of ways you can improve your CV, both in terms of content and structure, to help greatly increase your chances of securing an interview.

Below we’ve outlined some of our top tips for writing a winning CV.

Getting the Structure Right

A study conducted by The Ladders in 2012 analysed recruiters’ eye movements when reviewing the CVs of potential candidates to "record and analyze where and how long someone focuses when digesting a piece of information or completing a task." It was found that recruiters spend on average 6 seconds reviewing a CV before they decide if they’d like to interview the candidate for the role. The images below, taken from this study, show two CVs: the one on the left is unstructured and unorganised, whereas the one on the right has a clear, hierarchical structure that guides the reader through each section logically.

The heat maps on each CV indicate how long a recruiter spent looking at each section for. As is demonstrated, the more structured CV on the right was reviewed in much more detail than that on the left, indicating the importance of laying out your CV in an organised fashion.

It is clear then, that a clear, visual hierarchy is what’s going to set you apart from other candidates. Try and include the following information on your CV:

  • Your personal information. You may have some fantastic achievements but, without the essential information, your CV will be lacking. Remember to include all personal details, like your name, address, mobile number and email address. Adding your LinkedIn profile or website is good for employers to gain more information.
  • A profile statement which is 1-2 paragraphs in length, keeping it to factual statements about aspects of your career. This gives you a good way of providing an overview to help to start to build of picture of you as a candidate and show your prospective employer why you are the right person for the role.
  • A key skills section, highlighting your particular areas of strengths. It is good to include this section as a great way of tailoring your CV to required skills listed on a job description.
  • Clearly state the companies you have worked for, positions held and dates. We would recommend putting this information in bold.  
  • Bullet point your responsibilities and duties under each role. When it comes to CVs, long text is very difficult to read, and most of the time it won’t be read at all.
  • Highlight any key achievements in particular role.  
  • Mention major projects and value of these projects if relevant.  
  • If you held line management responsibilities in any role, mention the size of team you were managing. Sometimes it’s good to also mention who you reported into and who reported into you; this helps a reader understand the level you sit in within an organisation.

There are different opinions on what is the right length of a CV. We have seen one-page CVs and also on a couple of occasions a 20+ page CV, although the common view is two pages. We would recommend a CV anywhere between 2 to 4 pages in length, with two versions available: a shorter, and more commonly used version of two pages, and one that is a little more detailed at a max length of 4 pages.

Standing out from the Crowd

Now you know how to structure your CV and what elements to include, what else can you do to ensure you’re standing out from the crowd when applying for jobs?

  • Avoid cliché statements. Hiring Managers and recruiters often react badly to overused statements in CVs. Among particular pet hates are statements like, “I work well individually as well as being a team-player,” or, “I can multitask.” Phrases like these seem like you’re just trying to cover all bases which ends up being a little meaningless. Try not to alienate your employers. Instead, provide actual examples of where you have shown a skill, whether that’s working as a team player or an individual achievement. Choose one relevant to the job not both.
  • Tailor your CV. When applying for jobs, it can be appealing to use the same CV template and send the same CV every time. But the best CV will be tailored to the specific job description and company. The job description is essentially a description of the employer’s perfect candidate. Use this to mould your CV to each job and show how you’re the perfect fit for the role. Apply this to your cover letter as well.
  • Check your spelling. You might think that a little typo here and there is no big deal but it’s a huge pet hate of employers and recruiters alike. Not only does it signify a lack of basic communication skills, but it also shows carelessness and lack of attention to detail. And neither of those will get you that interview. Use suitable language and make sure you check spelling and grammar two, if not, three times.
  • Use specific keywords. Recruiters and hiring managers use automated tools and job boards to help them filter the volume of CVs they receive. So, including keywords on your CV is an effective way to stand out.
  • Do your research. Knowing the industry you’re looking to work in and the company you are applying to will set your CV apart. Your employers will be impressed at your efforts and consider your CV more seriously.
  • Research the company. This will allow you to gain a thorough understanding of their brand values and any key competitors. You can then shape your CV so that your skills and experience match. This will make a big impact and also help you if you get through to interview stage.

Following these steps will ensure that once your CV reaches the right person, it also makes the right impression.

Are you a candidate working in the Energy or Utilities sector? If so, we're hosting a virtual webinar on writing a winning CV for clients in these markets on Wednesday 14th October at 1pm. Hosted by industry experts, you’ll learn exactly what employers and recruiters looking for when they review CVs, and how you can tailor your CV to secure your dream job.

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COVID-19 and Working Safely We've created an FAQ guide to help you during the transition phase of returning to work post COVID-19. https://www.rullion.co.uk/career-advice/articles/covid-19/covid-19-and-working-safely/ https://www.rullion.co.uk/23028.aspx Mon, 08 Jun 2020 00:00:00 GMT

We've created the following FAQs to help you during the transition phase of returning to work. 

Please follow Government Guidance in conjunction with these FAQs as guidance on coronavirus (COVID-19) changes regularly.

Read more information regarding COVID-19 in our dedicated COVID-19 Hub. This includes information on the Government Job Retention Scheme and Furlough, Getting Tested and Remote Working.

 

I have been on furlough. If a client wants to end my furlough period to restart my assignment, what will happen?

You will be given written notice of the client’s wish to recommence your assignment by your Rullion Recruitment Consultant. We will try to ensure you have at least a week’s notice of the new assignment start date but cannot guarantee this. You will be sent a new assignment schedule detailing your start date, the role, the location of the client’s workplace and all other relevant assignment information including the necessary health and safety information and the measures the client has in place to follow the Government’s COVID-19 guidance.

If the client or a representative of the client contacts you directly regarding returning to work, please let your Recruitment Consultant know so we can make sure all the necessary arrangements are in place.

Will I be able to work from home?

Whether you can work from home or not will depend on the assignment, type of work and whether the client determines homeworking is possible. Your Recruitment Consultant will be able to confirm all of this with you.

If I am starting a new assignment or resuming an old assignment during the transition phase, how will I know if the client is following the Government health and safety guidelines?

When taking instructions from a client on an assignment post lockdown, Rullion will work with the client to understand their COVID-19 health and safety preparedness and will share all the necessary health and safety information relating to that assignment with you. This includes, who the health and safety officer at the client site is, who or where you should report to for your initial health and safety induction and whether you will need any specific personal protective equipment (PPE) and who is responsible for providing it.

When any assignment first starts, the client will conduct a health and safety induction. Post COVID-19, we expect an induction to include all business as usual health and safety guidance and processes as well as any new requirements in line with the Government COVID-19 health and safety guidance. This includes guidance on social distancing, personal protective equipment (PPE), moving around the work place, hand-washing and sanitiser facilities as well as all relevant hygiene guidance and the procedures for reporting any concerns you might have.

What do I do if I have concerns regarding the client’s COVID-19 working practices on site or in their offices, such as safe social distancing, hygiene arrangements, PPE, or the rules around remaining away from work if unwell?

In the first instance you should contact your Rullion Recruitment Consultant to discuss any concerns you have. Your Recruitment Consultant can then raise these with your Line Manager at the client’s workplace and work with both you and the client to resolve any concerns.

If you are concerned about having to use public transport and want to know about parking facilities for a car or bicycle, please let us know as the relevant arrangements may already be in place.

Do I have to attend an assignment if I do not feel it is safe to do so?

The majority of Rullion temporary workers and contractors are engaged by Rullion under contracts for services. Temporary workers and contractors are not employees of either Rullion or the client and are at liberty to end an assignment under the terms of their contact for any reason. You are under no legal obligation to remain in an assignment if you do not wish to do so.

If you do not feel the client is operating a safe system of work in line with government guidance on COVID-19 health and safety practices, please raise your concerns with your Rullion Recruitment Consultant first and they will work with you and the client to resolve any issues insofar as it is possible to do so.

In the past, I have needed to stay away from home in a hotel or B&B when on assignment; is this possible while COVID-19 restrictions are in place?

Current government guidance is that businesses providing alternative accommodation (including hotels, hostels, B&Bs, campsites, caravan parks, boarding houses and short term lets) should be closed for commercial use.

Whilst these restrictions are in place, it will not be possible for you to stay in a hotel or B&B. If a situation arises where some/all of your assignment duties mean you are required to stay away from home, please speak with your Recruitment Consultant.

I have been told by the NHS to shield for 12 weeks because I am a vulnerable person/caring for a vulnerable person. What should I do in these circumstances?

As a temporary worker who is engaged by Rullion under a contract for services, you cannot be required to work if you choose not to.

As a person who is shielding you are advised not to work outside your home. In circumstances where you are shielding and the client would like you to recommence your assignment, we will make enquiries with the client as to whether you could undertake the work from home. We would also look into whether equipment could be provided to help you do so. 

Like employers, Rullion and others who supply and hire temporary workers have a duty to protect the health and safety of those workers. It is also worth remembering that temporary workers themselves are responsible for ensuring they employ a safe system of work.  Under sections 44 and 100 of the Employment Rights Act 1996 a worker can refuse to come into work if they reasonably believe there is a serious and imminent danger (in this case, of catching coronavirus).

There are also protections under the Equality Act 2010 which prevent any worker with a disability from being discriminated against and subjected to a detriment. As a shielding worker you may have a disability and if this is the case it would be the responsibility of both the client and Rullion not to subject you to a detriment because you were unable to attend the workplace. This would mean, as stated above, investigating whether it was possible for you to work from home but in circumstances where you could not, you may be eligible for furlough or to remain on furlough. If none of these options are possible you could be eligible for Statutory Sick Pay, currently paid at £95.85 a week.

I have been told to self-isolate due to having been notified via the Track and Trace system that I have had contact with an individual who has coronavirus.  Am I entitled to SSP?

Statutory Sick Pay (SSP) is payable for those notified via ‘track and trace’ to self-isolate at home. This has been made law under the Statutory Sick Pay (General) (coronavirus Amendment) (No 4) Regulations 2020 which have been brought into force to protect individuals who have been told, by a relevant notification, i.e. via ‘track and trace’, that they have had contact with an individual who has coronavirus, and that they should stay at home and self-isolate as a result. A person identified in this way is deemed to be incapable of work, and therefore entitled to Statutory Sick Pay.

What do I do if I have to self-isolate, either because I am unwell, or a member of my family is unwell as a result of COVID-19?

Please let us know as soon as possible if you become unwell or have been told to self- isolate; we will let the client know.

If you work via a PAYE contract, we will pay you Statutory Sick Pay (SSP) from day one for the period of self-isolation up to 14 days. We do not require a doctor’s certificate.

If you are deemed to be in the vulnerable category and are advised to self-isolate for 12 weeks, then we will require a doctor’s certificate but will pay SSP for the period of self- isolation up to 28 weeks.

Government guidelines currently state the following regarding self-isolation:

  • If you live alone and you have symptoms of the coronavirus illness (COVID-19), however mild, stay at home for 7 days from when your symptoms
  • If you live with others and you or one of them have symptoms of coronavirus, then all household members must stay at home and not leave the house for 14 days. The 14-day period starts from the day when the first person in the house became
  • It is likely that people living within a household will infect each other or be infected already. Staying at home for 14 days will greatly reduce the overall amount of infection the household could pass on to others in the
  • For anyone in the household who starts displaying symptoms, they need to stay at home for 7 days from when the symptoms appeared, regardless of what day they are on in the original 14-day isolation

What if I am hospitalised or unwell for longer than 14 days due to COVID-19?

Currently, in line with government guidelines, SSP is payable up to a maximum of 28 weeks; we will continue to pay SSP in line with the guidelines and your current assignment dates.

In this circumstance you may need to provide information or a sick note for SSP to continue for longer than 14 days (although this guidance may change over the coming days/weeks as government guidelines are updated).

What if I am paid via an Umbrella Company?

The Umbrella Company will pay you SSP in the same way, i.e. from day one and in line with Government guidelines. You will need to get in touch with your Umbrella Company regarding any specific procedures.

What if I am a CIS worker who is contracted as a self-employed worker?

There is no entitlement to SSP for CIS workers, although they may be able to claim on their insurance (they would need to check their own policy), or in line with Government announcements in relation to COVID-19, they may be able to claim for Universal Credit or Employment Support Allowance (workers would need to claim this directly themselves).

What about Limited Company workers?

There is no entitlement to SSP for Ltd Company workers, although they may be able to claim on their insurance (they would need to check their own policy), or in line with Government announcements in relation to COVID-19 they may be able to claim for Universal Credit or Employment Support Allowance (workers would need to claim this directly themselves).

Please contact your Recruitment Consultant if you have any further questions. We have put a structure in place so that we can collate all questions and provide updates across our business as they arise.

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Boosting your skills whilst on Furlough We've pulled together free online resources to help you expand your knowledge or level up your skills whilst on Furlough. https://www.rullion.co.uk/career-advice/articles/covid-19/boosting-your-skills-whilst-on-furlough/ https://www.rullion.co.uk/23011.aspx Fri, 05 Jun 2020 00:00:00 GMT

Are you currently furloughed from work? Or find yourself with a little more spare time than usual? Why not take the opportunity to learn a new skill, expand your knowledge or level up skills you already have!

The global pandemic has found many people across the UK either out of work or placed on furlough, which has resulted in a significant rise in the number of people learning new skills at home. Learning a new skill or taking part in an online course will not only help you gain more knowledge on a particular subject, it’ll also help you build your confidence, help with your mental and emotional wellbeing, as well as help make you a better skilled candidate.

Rullion’s People Director, Kim Strachan, shares her views on why now’s the time to take part in some virtual online learning:

“Throughout these uncertain times, it’s shown us how quickly things can change. As a result of this it’s important for us all to have a constant focus on our own learning, both professional and personal. If you find yourself not working at the moment, this is a really good opportunity to take the time whilst you have the headspace to be able to think about training properly and reflect on what you’re learning. The world we go back to will be very different and it’s important that everyone upskills and challenges themselves. Now’s a great time to do it.”

By Kim Strachan, People Director, Rullion

We’ve pulled together some of the top resources available that you can access for free, to get you started with online and virtual learning.

Google Digital Garage

There are 126 free online courses with Google Digital Garage, built around marketing, digital skills, data and career development. Courses include:

  • Getting your business online
  • Build confidence with self-promotion
  • Understand the basics of code

The courses range from 2 to 20 hours and cover beginner to advanced levels. In addition, you can also get certified in the fundamentals of digital marketing. A free certification containing 26 modules covering you from your first steps in online success, to how to expand your digital presence internationally. This course will take around 40 hours to complete and can be carried out online. It’s an excellent way to improve your CV and develop your career.

The Skills Toolkit

Launched by the Government, The Skills Toolkit is an online hub of free courses, tools and resources to help boost your digital and numeracy skills. The collection of courses includes:

  • Learn My Way – resources and tips to help you get started online
  • Everyday Maths – a course designed to help you refresh your maths skills
  • Learn to code for Data Analytics – a more advanced course to help you learn how to write your own computer programmes

The courses and resources listed on the site are updated regularly, with new courses added to help you make the most of your time on furlough. The Skills Toolkit website states that 82% of all job vacancies require some form of digital skills, so make sure to browse through the site to find a course that will help you in your development.

HubSpot Academy

HubSpot Academy offers you free training to help you in the digital world. The Academy is free, and contains courses, modules and certifications in marketing, sales and customer service.

Courses include:

  • Facebook Marketing
  • Graphic Design Essentials
  • Growing your Training Skills

Centred around Marketing and Sales, these certifications are recognised in the industry, allowing you to add them to your LinkedIn profile, share them on your CV, and they’ll help you develop your career within the Marketing and Sales space.

Duolingo

Fancy something a bit different? Duolingo is an excellent app to help you learn a new language. Choose from 36 different languages, from French, German and Spanish, to Hawaiian, Swahili and even Klingon, Duolingo makes learning a new language a more fun and engaging process. The app is free, and you go through a series of fun games and challenges, helping you learn new a new language in a fun and dynamic way. Duolingo is a mobile app, you can also use your desktop and tablet to access the tool and continue your learning.

Learning and development is an ongoing process, and an excellent way for you to boost your skills and confidence levels when you might not be working. Not only does it make you a better employee or candidate, but it also helps you grow and nurture your mental and emotional wellbeing.

At Rullion, we encourage all our colleagues to take part in extra learning and development, and have partnered with Recruitment Juice to support our people in their development in Recruitment Practice and Leadership.

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Coronavirus: Getting Tested One of the most challenging things about the coronavirus is the uncertainty: not knowing who has the infection or when it is safe to return to normal life. Over recent weeks the UK Government has… https://www.rullion.co.uk/career-advice/articles/covid-19/coronavirus-getting-tested/ https://www.rullion.co.uk/22730.aspx Thu, 30 Apr 2020 00:00:00 GMT

One of the most challenging things about the coronavirus is the uncertainty: not knowing who has the infection or when it is safe to return to normal life. Over recent weeks the UK Government has committed to significantly increase the testing capacity available, and therefore increase the number of people who can be offered a test for coronavirus.

Tests for coronavirus are now available for the following:

  • All essential workers including NHS and social care workers with symptoms (see the full list of essential workers)
  • Anyone over 65 with symptoms
  • Anyone with symptoms whose work cannot be done from home (e.g. construction workers, shop workers, emergency plumbers, and delivery drivers)

Testing is also available for anyone who has symptoms of coronavirus that lives with those identified above.

Please note that the above lists apply to England only. Scotland, Wales and Northern Ireland have their own list and criteria. See more information on:

If you have symptoms of coronavirus and you are within one of the groups listed above, you can book a test at a regional test site drive-through or a home test kit by using the link below:

Book a Test

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Degree or not degree? That is the question... Are you a Cyber-Security professional thinking about studying for a degree? If so, you’ve probably found yourself wondering which degree programme is best for you and whether it fits in with the other… https://www.rullion.co.uk/career-advice/articles/personal-development/degree-or-not-degree-that-is-the-question/ https://www.rullion.co.uk/22597.aspx Mon, 06 Apr 2020 00:00:00 GMT

Are you a Cyber-Security professional thinking about studying for a degree? If so, you’ve probably found yourself wondering which degree programme is best for you and whether it fits in with the other commitments in your life.

In this blog, I’ll discuss the benefits of a Cyber-Security degree, the advantages and disadvantages of part-time study and which are the best courses to choose.

Most security professionals don’t step into security-focused roles on day zero. Instead, the most traditional route for trainees is through generalist IT positions, such as Service Desk Analyst or Systems Administrator roles. That way, they gain valuable exposure to IT security issues (forgotten passwords, privileged access, phishing emails or systems configuration) before moving into more focused roles. With that in mind, security-related degrees aren’t essential for entry-level positions in Cyber-Security (although it may help!)

But what if you’re already an experienced Cyber-Security professional and you want to make the next step in your career, or you’re looking to move from a related field into a security-specific role at a senior level? In that case, earning relevant qualifications can be a great way to improve your prospects.

But with so many qualifications on offer – whether it be vendor certifications, industry certifications (SANS, CompTIA, ISC²) or higher education – is a degree the best way to go?

The dream vs. the reality

If you’re able to commit the time and resources, a security-related degree can benefit your career options significantly in the long-term. It can provide a solid practical and theoretical foundation, and may even open up new career opportunities through related graduate programmes.

If you already have an undergraduate degree, your best strategy would be to build on your previous experience by enrolling on a post-graduate degree. This will expose you to more advanced studies and help you compete for senior positions in information security.

However, most people can’t just drop everything to go to university. They have family commitments, bills to pay and lifestyles to maintain.

In this case, it could be worth thinking carefully about whether full-time or part-time study is the right option for you. Part-time study offers greater flexibility and allows you to continue working alongside your degree – however, it can still be very challenging and stressful.

Advantages of part-time study… You may want to consider…
Greater flexibility as lectures and seminars are often hosted at weekends, or even recorded for students to access online in their own time

Studying requires discipline as other commitments can often distract you from study. Typically, you should dedicate at least 20 hours a week to part-time study

Improve your career prospects without you having to take a break from work

Both employers and academics may not appreciate the conflicting demands on your time. Employers in particular may need careful handling to ensure that your academic work isn’t neglected

Develops skills such as organisation and time management, since you’ll be prioritising multiple workloads

You may not have time to access resources such as academic staff, guest lectures, networking events, the library, and the careers service

Demonstrates commitment to progression and avoids employment gaps

Time pressures can leave you feeling isolated so close support from friends, family, peers, tutors, colleagues and employers is vital

Choosing the right course

So, you’ve decided to pursue part-time study. Now you need to find the right part-time course.

With nearly one hundred university degrees with ‘Cyber Security’ or similar in the title, it can be difficult to know where to begin. I would recommend starting with NCSC accredited courses.

The NCSC is the UK’s authority on Cyber Security. One of their key objectives is to nurture the UK’s Cyber Security capability, and part of this is achieved through its certified degrees scheme, which aims to set the standard for good Cyber Security education in the UK.

Here, I’ve picked out the current NCSC accredited courses that are currently available for part-time study:

Fully certified Bachelor’s degrees

Oxford Brookes

BSc Computer Science for Computer Security

Fully certified Master’s degrees

Cranfield University

MSc in Digital Forensics

Edinburgh Napier University

MSc in Advanced Security and Digital Forensics

University of Oxford

MSc in Software and Systems Security

Royal Holloway, University of London

Royal Holloway, University of London

Royal Holloway, University of London, and the University of London International Academy

MSc in Information Security — Distance Learning

University of South Wales

MSc in Computer Forensics

University of Surrey

MSc in Information Security

University College London

MSc in Information Security

Provisionally certified Master’s degrees

Cranfield University

MSc in Cyber Defence and Information Assurance

De Montfort University

MSc Cyber Security

Kingston University

MSc in Network and Information Security (Cyber Pathway)

Oxford Brookes University

MSc Computer Science for Cyber Security

University of the West of England

MSc Cyber Security

For more information, you can visit:
https://www.ncsc.gov.uk/information/ncsc-certified-degrees

Whatever you choose to do, there are plenty of courses on offer to fit around your lifestyle. In my next blog, I'll discuss Cyber Security qualifications such as CISSP and CEH, and which ones are most relevant for your chosen career.

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A recruiter’s tips for job hunting during the coronavirus crisis Looking for a new job will be uniquely difficult during the coronavirus outbreak. Many companies are being forced to make redundancies and traditional ways of hiring people have been disrupted. https://www.rullion.co.uk/career-advice/articles/covid-19/a-recruiter-s-tips-for-job-hunting-during-the-coronavirus-crisis/ https://www.rullion.co.uk/22518.aspx Wed, 25 Mar 2020 00:00:00 GMT

Looking for a new job will be uniquely difficult during the coronavirus outbreak. Many companies are being forced to make redundancies and traditional ways of hiring people have been disrupted.

Lives have been turned upside down as the uncertainty of unemployment has been thrust upon us. We are all worried. The grim reality is that a lot of people have lost their job or are going to lose their job. But we can’t panic. Let’s try and be proactive to fight what is going on.

Whilst hiring is certainly slowing down or freezing – there are still companies hiring. There are opportunities out there (albeit the market now stands as much more competitive).

Therefore, I wanted to share some suggestions on how you can approach job hunting during this unprecedented and stressful time. I hope you find them useful.

Make a plan

Tick it off as you go along. Each day you will be able to see what you have achieved. Structure the day with hour long tasks and regular breaks.

Update and revamp your CV

It is now an extremely competitive market. You need to come across the best you possibly can on a couple sheets of paper (long CVs do not mean good CVs – 10 pages is not a good length!). Check the grammar and typos. Have a clear format (for both word and PDF).

Fill your CV with keywords that are used on the job specification. Don’t just list them. Explain how these keywords in the requirements of the job are applicable to you. Now, I know this makes the process longer – but I cannot emphasise enough on how important it is to tailor your CV to each individual role and company you apply to.

Research the company’s values, current projects and aims on their website. Provide a summary at the beginning of your CV to show how your relevant experience makes you the best candidate for the job. Don’t include pictures. Make sure ALL your contact details are at the top of the first page (mobile and home number, email, LinkedIn, location).

Write a cover letter. It goes a long way. Make it personable and be confident in selling yourself.

Remember – it is not about the quantity of applications you send; it is about the quality of them. Sending 5 excellent applications that are catered to each role will be much more successful than sending a generic CV out to 50.

Find a recruiter that specializes in your industry and contact them.

They can help. Email them. Ring them. Most of us recruiters love our jobs dearly and genuinely care about finding people jobs that are right for them.

Did you know almost 80% of jobs are not even advertised? Recruiters can connect you to those that aren't. They can link you up with the companies and people that you perhaps wouldn’t know how to. Find a good one and they will do anything they can to help you. We literally look for jobs for you (and at no cost to you)! This can really lighten the burden you may be feeling of sole responsibility. They may be able to bag you a job quicker than you would have expected! Have ready to share with them: where you can work, list of job titles you could do, your rates/ salary, companies you would like to work for (or wouldn’t like to work for), and your availability to start.

If you do apply for a role online, follow up with a call and email to the company

Better yet, try to find out who will be influential in the hiring process (whether that is HR or the managers themselves). Introduce yourself. Don’t be afraid to sell yourself. They will appreciate the extra effort and you will be more memorable. After a couple days, follow up the process of your application. Email them so you are top of their inbox.

Expand your search too – do your research on which vertical markets you could cross in to or similar job titles that could also be relevant to your experience.

Update your LinkedIn profile

There are so many tutorials out there. Use them. Nowadays your LinkedIn is practically your online CV. If anyone is going to consider hiring you, you can guarantee they will look you up online. Make sure it is the best representation of your professional self and career history.

Ask for recommendations. Give recommendations to others (they really mean a lot to people).

Keep adding relevant connections in your industry. Do not be afraid to reach out to people. Don’t underestimate the power of networking. Join discussion groups. Engage with other’s content by commenting and sharing your opinions.

Look through LinkedIn pages of employees of the company you are applying to. You can see what kind of skills and experiences they look for. If you message any of them be polite and respectful.

Write articles, post regularly, and upload all qualifications and certifications on there.

Have a clear picture of your passport ready to be sent on emails

This is your evidence of Right to Work in the UK and is legally required to start any new job. Having it ready to whizz across straight away will speed up the process.

Get prepared to be working remotely

It is no secret we are all going to have to get used to this one. Have a good quiet space to sit and work from. For Facetime/ Skype or Zoom – make sure all the technology is set up and working well before. Check ahead for any connectivity issues.

Be flexible and adapt

These are unprecedented times. We are all attempting to navigate through this the best way we can. We must all be flexible and adapt. You may not be able to continue in your previous (or current) job/industry for some time. But what is a different role you could do? What new industries are requiring a lot of people at the moment? Research what the economy and market are demanding now and think creatively about how you can infiltrate that.

Your health 

In this stressful time, do not forget to take care of your body and mind. Job hunting is hard. Interviewing is hard. You need to be healthy and fit. Don’t sit up all night worrying in your search. Do some meditation. Do some exercise. Research and do anything that can act as a major stress and anxiety buster.

Most importantly, remember you are not alone among all this fear, chaos and uncertainty.

Remember to be compassionate. This is the time we can all do our bit; be optimistic and spread positivity. Offer to support anyone else in any way you can.

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How to write a cover letter to accompany your CV Writing a cover letter to add to your CV is a must-do for serious job seekers. This one page document should introduce you to the company, let them know your intentions, and highlight your… https://www.rullion.co.uk/career-advice/articles/job-search-tips/how-to-write-a-cover-letter-to-accompany-your-cv/ https://www.rullion.co.uk/10767.aspx Mon, 30 Dec 2019 00:00:00 GMT

Writing a cover letter to add to your CV is a must-do for serious job seekers. This one page document should introduce you to the company, let them know your intentions, and highlight your professional experience and background in relation to their specific needs.

This writing sample can make you stand out amongst others competing for the same position, and makes a statement that you’re serious about the job and willing to work for it from the very start. This article will address a three-part cover letter with concrete examples for illustration.

Writing your introduction

Start off your letter with a statement: "I am writing to apply for the Project Manager position advertised on Indeed." or "I’d like to express my interest in the Project Manager position available at your company." These two statements are direct and concise. A strong opening to your cover letter will set the tone for the whole piece and express your interest in the position immediately.

Prepare the HR Director or Hiring Manager for more detailed information about your background by summarising the most important parts in the introduction. Draw attention to your relevant experience and use examples to stand out: "I have over ten years of project management experience, and have overseen the development of major projects in excess of £300,000." This statement is factual and a great way of highlighting your years of experience through providing an example that quantifies your abilities.

End the introduction with your intentions and interest in the company. Make statements that showcase your interest in career advancement, and describe the characteristics that you think they will find desirable in the perfect candidate: "I am reliable, determined, and resourceful." Make sure the company is also aware of your enthusiasm and excitement to hear more about the opportunity.

Writing the body of your letter

This part of your cover letter should address your background in more detail and tell employers about your personality in your won words. Sample your career highlights and include information about your accomplishments, promotions, and special skills or competencies. Use the company's terminology as much as possible when you’re showing why your experience makes you the perfect candidate. This paragraph can include examples of how your positive attitude led to your success with a certain project, or write about how one of your best traits became a huge benefit to your former employer. Use the body of your cover letter to draw a connection between your background and the hiring needs of the employer. One or two paragraphs is sufficient.

"I believe that a positive attitude is the key to success. I approach all of my projects with a high level of enthusiasm and have spearheaded efforts that resulted in improved efficiency, and once found a solution to a construction problem that saved the company £40,000. My professional skills are transferable to the needs of your company in many ways including my ability to produce clear documentation for all projects, manage all phases of the development process, and complete the project with compliance to budget and timeline concerns."

This excerpt is descriptive and details your accomplishments while demonstrating your competency. Using examples of job skills that you excel at will let the company decide if you are a good fit. Always put your best foot forward and illuminate the characteristics the company strives to achieve.

Writing your conclusion

The end of your cover letter should reiterate your interest in the company and invite them to contact you for an interview. State your excitement to learn more about the position again, and state that you think you would make a good match. You have introduced yourself and touted your experience, sum up by asking them to consider you as a candidate for the position. "Please consider me an excellent candidate for the position." It's simple and straight-forward and asks them to take action. The whole letter should be one page long and end with saying thank you and using the word "Sincerely.... (First name) (Last Name)."

Your cover letter should remain friendly and professional and should convey your experience and background, and highlight your valuable skills. Make mention of the fact that you speak another language, are great at customer service, or have specialised knowledge that they would find helpful. Present yourself on paper with confidence, be direct, and illustrate your intelligence and desire for a professional career with the company.

Follow Rullion on LinkedIn

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How to get the most out of your interview Presentation and preparation are key to giving you the best chance of succeeding at interview stage. Many interviews can be over before they’ve even begun due to a lack of care and attention to the… https://www.rullion.co.uk/career-advice/articles/job-search-tips/how-to-get-the-most-out-of-your-interview/ https://www.rullion.co.uk/14706.aspx Fri, 27 Dec 2019 00:00:00 GMT

Presentation and preparation are key to getting the most out of your interview. Many interviews can be over before they’ve even begun due to a lack of care and attention to the basics. 

The essentials

Consider the following essential rules before you attend that all-important interview:

Look sharp: Always make sure you are dressed in smart business attire.

Be on time: Aim to arrive 10 to 15 minutes before the interview.

Be responsive: Answer in full and be prepared to expand upon what you’ve said.

Ask questions: Asking questions indicates your level of interest in the company and the role.

Do your research: Learn as much as possible – the more you know, the better chance you have of selling yourself.

Listen and answer the question asked: Answer the question they ask, not the question you want to answer.

Show enthusiasm and energy: Always sit up straight, speak clearly and maintain a positive attitude.

Know your CV inside out: Be confident with every point on your CV, you don’t know which part may have piqued your interviewer’s interest. Find out how to write the perfect CV.

Before the interview 

  • Use the job specification to match your qualities with the role requirements
  • Research the interviewer, the company, the industry and their competition
  • Practice responding to the different types of interview questions
  • Prepare questions to ask the interviewer about the job, the company and the industry
  • If you are asked to prepare a presentation during your interview, be sure that all visuals are professional looking and free of any grammar, spelling, or punctuation errors.

The interview 

  • Ensure you look well-presented and professional
  • Arrive 10 to 15 minutes early
  • Greet your interviewer with a firm handshake and eye contact
  • Focus upon points you have prepared without sounding rehearsed or stiff
  • Relax and enjoy the conversation – learn what you can about the company
  • Ask questions and listen
  • Determine the next steps in the process
  • Thank the interviewer for taking the time to interview you
"Information is key when it comes to interviews so do your research on the role and the company. In the interview, be specific and succinct in your answers and, most importantly, sell yourself and the impact you could have on the team and the wider business." - Kim, Head of Talent

Interview questions

While we can never totally predict what interviewers will ask, certain questions arise all the time and you should make sure you are ready with responses. Many prospective employers will seek to test your ability to think on your feet and express yourself by throwing one or two tougher interview questions into the mix.

Tell me about yourself?

This is the most common first interview question and the quality of response can speak volumes about a candidates’ suitability for a role. Rehearse a short speech, no more than a couple of minutes at most. Focus on your work attributes, and if asked about your personal life, keep your answers relevant.

Why did you leave (are you leaving) your job?

The key here is being positive. If you’re unemployed, state your reason for leaving in a positive context. If you are employed, don’t dwell on the downside of your current situation; focus on what you want in your next job. Never give a negative answer to this question – it may make the interviewer question your future loyalty.

Download the full Interview Preparation Handbook to find out how to get the most out of your interview.

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Are you impacted by the Thomas Cook closure? Following the recent news regarding Thomas Cook, Rullion is working with United Utilities to support Thomas Cook employees who have been impacted by the closure.  https://www.rullion.co.uk/career-advice/articles/job-search-tips/are-you-impacted-by-the-thomas-cook-closure/ https://www.rullion.co.uk/21061.aspx Fri, 27 Sep 2019 00:00:00 GMT

Following the recent news regarding Thomas Cook, Rullion is working with United Utilities to support Thomas Cook employees who have been impacted by the closure. 

Please submit your CV below and one of our dedicated United Utilities team will be in touch. Below are some of the roles we're currently recruiting for:

  • Customer Advisor (full time and part time)
  • Data Analysts
  • Process Operators
  • Project Managers
  • Business Analysts
  • Maintenance Engineers
  • Scheduling Analysts
  • Administrators
  • Emergency Response Controllers

Enter your details below and one of the team will be in touch as soon as possible.

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An interview with James Fairhurst, CIO of Atlanta Group (Swinton, Autonet and Carole Nash) Find out more about James Fairhurst, CIO of Atlanta Group and their huge digital transformation. https://www.rullion.co.uk/career-advice/articles/job-search-tips/an-interview-with-james-fairhurst-cio-of-atlanta-group-swinton-autonet-and-carole-nash/ https://www.rullion.co.uk/21112.aspx Wed, 24 Jul 2019 00:00:00 GMT

We recently met with James Fairhurst, CIO of Atlanta Group (Swinton, Autonet and Carole Nash). James is leading the business through a huge digital transformation involving the creation of an IT Shared Service, the deployment of new technologies and the cultural and strategic alignment of all three businesses. Although the task at hand is a very large one, James has the air of an optimist with an exciting job to do. His passion and ambition are evident as he talks through his vision for the “Shared Service”, which has been named ISS (Information Systems & Services).

“We’re building a single IT organisation to service all three Atlanta brands and any future acquisitions”, he says. “Everything is new. We’re growing and we need to use technology to collaborate and create three digital businesses. There’s no point sticking a plaster on the problem - we want to future-proof our businesses. We want to get it right first time, and that means a whole lot of change for the better.”

And it seems that with this change comes a whole lot of opportunity for employees within ISS.

“We need to make about 30 permanent hires across our three IT divisions - Systems, Operations and Programmes. We’re not just looking for more people, we’re actively trying to diversify our in-house knowledge by hiring people with new skills and experience from a range of backgrounds.”

So, what does it take to be an Atlanta Group employee? According to James, it’s all about the right attitude and a desire to keep learning. “I’d say if you’re looking for a predictable, repetitive role then maybe our team isn’t for you. But on the other hand, if you want to challenge and be challenged, have your voice heard and ultimately have real influence over our transformation and culture then there’s a space for you here.”

New technologies, agile working and challenging problems to solve are all amongst the benefits on offer for the right candidates.

“The great thing is that we’re really just beginning our transformation; you get to work on greenfield projects but with the security of a large business. At the same time, we’re also investing in the latest technologies to help us deliver outstanding products and services to our customers.”

But, according to James, all these factors come second to the culture they have created. “We’re lucky to be building a tech hub across three much-loved UK brands that are all renowned for their friendly, close knit cultures and excellent customer experience. That ethos shines through in our teams. Yes, it’s hard work, but we’re in it together, we all have one vision and we make sure we try to have some fun along the way.”

Are you interested in an IT career at Atlanta Group? Check out all the latest vacancies here.

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Tips for looking after your mental health at work Taking breaks, exercising and breathing techniques can all help you improve your mental health in the workplace. Read on for more top tips! https://www.rullion.co.uk/career-advice/articles/personal-development/tips-for-looking-after-your-mental-health-at-work/ https://www.rullion.co.uk/20111.aspx Wed, 26 Jun 2019 00:00:00 GMT

One in four people in the UK will have a mental health problem at some point, according to Mental Health England. This can have a significant impact on your work. The average employee works for a total of 1,795 hours a year, so it’s natural that the workplace environment can have a huge impact on your mental health.

The UK has come a long way. As more of us are impacted by mental health, more of us feel able to talk about it. This is helped hugely by high profile campaigns from Royals, authors and actors, whose efforts have normalised response efforts and helped remove the stigmas from the past. Mental health funding in the UK is up £1.4 billion from three years ago, with clear targets in the NHS long-term plan.

However, there is still a long way to go. 67% of employees still feel uncomfortable discussing their mental health at work and nine out of ten still experience a stigma against them when they do, according to the Mental Health Foundation.

Your employer can help by ensuring they operate strict bullying policies, provide access to mentors and ensure a management led open-door policy. Mental health champions and first aiders should be trained to provide support and a good office design will provide good lighting, sociable spaces, breakaway zones and access to fresh air, in order to help generate a feeling of calm and wellness. These are things your employers should provide, but there are simple things you can do to ensure you look after your mental health. Here are some ways that you can stay healthy at work:

1. Taking desk or location breaks is key.

This might be going for a short walk or making sure you take full lunch breaks. Don’t give in to desk lunches – use breakout areas and get outdoors!

2. Make time for exercise around work.

Some employers offer yoga or gym memberships. Why not suggest to your boss that they invite wellness, sports and exercise instructors to your workplace to provide sessions in the office?

3. Breathing techniques can help to remain calm.

There are a range of meditative apps and mindfulness podcasts that can help with this. The NHS has a page dedicated to breathing exercises here.

4. Eating well and eating enough will help you maintain a healthy lifestyle.

Get a good breakfast, snack on fruit and nuts and drink plenty of water.

5. Stay on top of work-life balance.

Log off from work when it’s the end of the day. People need a break. When it’s a holiday, turn off your phone. A complete break from work is remarkable for wellbeing and creativity.

6. Where possible, use flexitime to build a better work-life balance.

Speak to your employer about homeworking from time to time. Performance is more important than presenteeism!

Not all workplaces have policies in place that are appropriate to support mental health, but there are laws and rights in place regardless, which can be accessed here.

Joining groups or talking to like minded people is also an excellent way to look after your mental health. Groups such as Andy’s Man Club, a peer to peer support group for men, meet on a weekly basis and provide an avenue for men to talk. Their movement, #ITSOKTOTALK, is providing vital awareness of mental health across the UK. Find out more here.

At Rullion, we’re passionate about workplace wellbeing, for our own employees and as a workplace provider. By encouraging awareness, providing the right workplace culture and increasing dialogue around the subject, we can hopefully work together to improve the statistics.



Here are some helpful links:

https://www.mind.org.uk/media/428496/Resource3_HowToPromoteWellBeingFINAL.pdf

https://www.mentalhealth.org.uk/publications/how-support-mental-health-work

http://www.hse.gov.uk/stress/mental-health.htm

https://www.time-to-change.org.uk/get-involved/tackle-stigma-workplace/support-employees

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Tips for settling into your new role Settling into a new role can be an intimidating process, especially in an environment that may not be particularly gender balanced. This International Women’s Day, we’ve put together some tip tips to help you settle into a new role and to ensure you hit the ground running. https://www.rullion.co.uk/career-advice/articles/personal-development/tips-for-settling-into-your-new-role/ https://www.rullion.co.uk/18036.aspx Wed, 06 Mar 2019 00:00:00 GMT

Settling into a new role can be an intimidating process, especially in an environment that may not be particularly gender balanced. This International Women’s Day, we’ve put together some tip tips to help you settle into your new role to hit the ground running.

1. Have confidence

You’ve already been successful throughout the application process and been offered the job, which means the organisation thinks you're a great fit. Have confidence in your ability to carry out the role and this will show in your work.

2. Be authentic

Be your true authentic self in your new role. Try to open up about yourself when speaking to your colleagues and team members. It's important they get to know you as your true self.

3. Display a positive attitude

There are many ways to showcase your positive attitude. Volunteering for upcoming projects and being welcoming to customers and guests is a great first step.

4. Ask questions

Don’t worry about asking questions or asking for clarification on things. Your Manager and team will expect you to have questions as you ease into your new role.  

5. Take notes as you’re learning new material

You might think you’ve a stellar memory, but it can be difficult to remember all of the new material you’re taught during your orientation and training. Taking notes allows you to review challenging content in detail if necessary.

6. Seek feedback from your Manager during your first few weeks of work

Proactively ask your Manager if there are any steps you can take to improve your work performance. Your Manager will likely be impressed with your initiative and be happy to provide feedback to help you excel in your role. 

7. Make a plan

It’s important to know what you want to get out of your new role. By making a plan when you start, you can work towards this throughout your time in this role and track your progress throughout.

8. Find a mentor

Mentors can be a really valuable way for you to get support and advice throughout your career. Mentors tend to be senior people in your organisation that you build a relationship with who can offer you advice throughout your career. Put yourself out there to find a mentor within your new company.

9. Understand the company

Get to know the business when you first start. Understanding the company culture, Executive Board, policies and processes and values will help you get a firm understanding of the business.

Adjusting to a new role doesn't have to be an intimidating process. By following the tips above, you can put yourself on the fast track to success in your new work environment. 

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Interview Preparation handbook Based on nearly 40 years’ experience of placing candidates, this pack has been designed to simplify the interview process giving you the best chance of securing the role. https://www.rullion.co.uk/career-advice/downloads/job-search-tips/interview-preparation-handbook/ https://www.rullion.co.uk/14775.aspx Wed, 26 Sep 2018 00:00:00 GMT How to answer tough interview questions While we can never totally predict what interviewers will ask, certain questions arise all the time and you should make sure you are ready with responses. Many prospective employers will seek to test… https://www.rullion.co.uk/career-advice/articles/job-search-tips/how-to-answer-tough-interview-questions/ https://www.rullion.co.uk/14707.aspx Wed, 19 Sep 2018 00:00:00 GMT

While we can never totally predict what interviewers will ask, certain questions arise all the time and you should make sure you are ready with responses. Many prospective employers will seek to test your ability to think on your feet and express yourself by throwing one or two tougher interview questions into the mix.

When answering unexpected questions, remember to:

Stay calm and collected

Keep your nerves under control. Speak at a normal talking pace and don’t rush, no matter how much you want to.

Maintain a positive outlook

Even if you’re talking about a negative experience, try spin it a positive light and discuss what you learnt from the experience

Pause before you answer if you need more time

Take a couple of seconds to think through your answer – your interviewer won’t mind.

Don’t argue with the interviewer

This should go without saying. Interviews are not the time or the place for arguments.

For more interview tips More interview tips that will help you land the job

"Never speak negatively about your current role or employer – it can be a major turn-off for a potential employer" - Chris, Divisional Lead, Rullion

Tough interview question examples

What motivates you?

The worst thing you can say in this situation is “salary” - the interviewer is looking for an insight into your aspirations and work ethic. The key to successfully answering this question is to answer with the interviewers’ goal in mind. If they are seeking somebody who can ‘get the job done’ or a ‘team player’, keep this in mind.

How do you handle criticism?

The key here is show that you can take constructive feedback on board and move forward.

How do you cope under pressure?

This question will only be asked if it applies to the role in question. Always respond with a positive and be prepared to give examples of when you have worked in a high-pressure environment and succeeded.

Download the full Interview Preparation Handbook to find out how to get the most out of your interview.

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Labourers: 10 Reasons Why Rullion Should Be Your Agency of Choice 1. No contractual waits for payments. We know how frustrating it can be having to waiting for payments, so when you work via Rullion, we pay you a week in hand – keeping waiting times to a minimum. https://www.rullion.co.uk/career-advice/articles/personal-development/labourers-10-reasons-why-rullion-should-be-your-agency-of-choice/ https://www.rullion.co.uk/14656.aspx Thu, 13 Sep 2018 00:00:00 GMT

1. No contractual waits for payments

We know how frustrating it can be having to waiting for payments, so when you work via Rullion, we pay you a week in hand – keeping waiting times to a minimum.

2. You will always get paid

In construction, things can happen unexpectedly, and sometimes, clients can’t always pay. Even if that’s the case, we will always pay you.  When you commit to us, we commit to you too.

3. You’ll have freedom

We want our contractors to enjoy a great work-life balance, which is why you can pick and choose where you want to work and when you want to work.

4. You have different options

If you want to work freelance, you can work freelance. Or if you would rather enjoy the benefits of direct employment, you can. There’s no need to compromise as a contractor, we cater to you.

5. We always have carpenter opportunities

If you’re an excellent carpenter, you can always rely on Rullion to find you a contract role. We have carpenters who have always been in regular work with us for over 20 years now.

6. We pay great rates

We’re proud to pay our labourers well above the national average. Ranging from £17 to £20+ per hour, you’ll receive great rates when you contract via Rullion.

7. We work with some of the largest fit-out contractors in the UK

We have an extensive client base, working with some of the largest fit-out contractors across the UK. You can expect to be working on five-star hotels and luxury homes – our two biggest markets.

8. We assist and help with organising extra training

As a Rullion contractor, it’s important to us that you continue to develop and unlock your potential. We can assist and help you organise extra training, so you can continue to gain new skills.

9. We pay you to refer a friend

Once you start working for us, you’ll be eligible for our Refer a Friend scheme. For every labourer you recommend, once they have completed two full weeks, you could receive up to £50 finder’s fee. Even better? There are no limits to the number of referrals, which means you can earn as much or as little as you like.

10. We run incentives throughout the year

We appreciate how hard our labourers work, and we think it’s important to reward and recognise their hard work. We run various incentives throughout the year, including worker of the month, as well opportunities to earn extra bonuses on top of your wage.

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9 reasons to work for Rullion in 2018 Looking for a move in 2018? Why not consider Rullion for the next step in your career? It’s not only our clients who are at the heart of our business; our people are too. With extensive growth plans,… https://www.rullion.co.uk/career-advice/articles/personal-development/9-reasons-to-work-for-rullion-in-2018/ https://www.rullion.co.uk/11346.aspx Wed, 22 Nov 2017 00:00:00 GMT

Looking for a move in 2018? Why not consider Rullion for the next step in your career? It’s not only our clients who are at the heart of our business; our people are too. With extensive growth plans, great rewards and a different approach within our industry, there’s never been a better time to join recruitment and unlock your potential. Want to learn more? Here are our top nine reasons for working at Rullion:

1. An exciting future ahead!

During the past year, Rullion has been featured in industry press sharing details of our expansion and areas of focus. It’s no secret that we aim to become market leaders in both niche recruitment and outsourcing solutions and now have platforms in place for making our goals a reality. It’s our vision to become the most admired recruitment company in the UK. Watch this space!

2. A fantastic culture

Our nationwide offices are described by employees as having a friendly and supportive atmosphere and come with plenty of perks. With beer Friday (free drinks at 4pm), complimentary fruit deliveries throughout the week and cool break out areas, it’s no surprise that many of our employees have worked here for more than ten years. Even our directors and CEO work alongside colleagues, are seen day-to-day and always have time for a chat.

3. Training and development

We’re committed to bettering our people...continuously. We’ve our dedicated Sales Academy; a series of courses designed to equip recruiters with tools and skills throughout every level of their career, ‘Good to Great’ and leadership training and exclusively developed programmes for specialist business areas, such as Niche.

4. A commitment to continuous improvement

We never stand still, and we’re well known for it! Not only do we invest in the development of our people, we constantly work to improve our processes, our technology and our customer service. Like the sound of being part of an ever-evolving business? Get in touch!

5. An impressive client portfolio

With 40 years’ recruitment experience under our belts we’ve an established brand and a reputation for providing leading recruitment services to some of the UK’s best known businesses. Join us and our impressive client portfolio could become yours too.

6. A competitive package

We have competitive commission structures in place for recruiters, and benefits such as pension and buy-more-holidays schemes for all employees. We’re able to offer flexible working options too, ensuring a great work-life balance for all.

7. Social events

There’s always a night out in the calendar...from lunch in a local pub, to after-work drinks in a bar; from individual team bonding activities and performance-linked rewards, to a company-wide ball. If you see yourself as a bit of a socialite, Rullion should be at the top of your list of potential employers.

8. A different approach

We describe ourselves as forward thinking and we like to think outside of the box. From a CEO who comes from a finance background (rather than recruitment), to our exclusive and unique events, we never follow suit.

9. The recruitment industry is booming

And a career can be very rewarding. Recruitment, particularly in Rullion, offers a wide range of progression opportunities where top performers can fast track their careers. The work is varied and challenging, but for driven, entrepreneurial individuals it can bring immense job satisfaction.

If you’re interested in playing your part in the next chapter of Rullion’s exciting journey, have a look at our vacancies! We’d love to hear from you.

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7 reasons why recruitment will unlock your potential Are you looking to take your career in a new direction? Or maybe you’re fresh out of education but still unsure about what you’d like to do. Why not consider a job in recruitment? Working as a… https://www.rullion.co.uk/career-advice/articles/personal-development/7-reasons-why-recruitment-will-unlock-your-potential/ https://www.rullion.co.uk/11318.aspx Tue, 21 Nov 2017 00:00:00 GMT

Are you looking to take your career in a new direction? Or maybe you’re fresh out of education but still unsure about what you’d like to do. Why not consider a job in recruitment? Working as a recruiter is a fast paced role that will challenge and motivate the right candidate. Offering a number of short and long-term benefits, here’s our top reasons for getting into recruitment:

1. You'll make a difference

People change jobs with increasing frequency nowadays, and they turn to recruiters for help. Being in a position to help job seekers to transform their lives daily can be extremely rewarding. If you love talking with people and solving problems, recruitment could be ideal.

2. You’ll have fast track progression opportunities

If you have the qualities of a great recruiter - natural networker, exceptional salesperson, brand ambassador, hard worker - you're in with a great chance of becoming a top performer. Not only do many recruitment businesses offer competitive commission schemes for individuals ranking highly on the leader boards, there are often fast track promotion and progression opportunities too.

3. You're a natural networker

If you’re a people person and networking is second nature to you, you're probably a great candidate for becoming a top-performing recruiter. You'll find that friends (and people you don’t know so well!) are likely to keep in contact with recruiters, and are likely to refer their own contacts to you too. Working in recruitment is all about connections, where today’s client could be tomorrow’s candidate. As the saying goes, it’s definitely not what you know, but who you know.

4. You thrive on competition

As a recruiter, you're constantly up against other companies who are also looking to fill roles. If you're up for a challenge, are ambitious and thrive on competition, a recruiter's role is something that you'll seriously want to consider.

5. You’ll gain industry knowledge

As a top performing recruiter, not only will you keep up with the latest in recruitment technologies and vocational testing, you’ll become an expert in different sectors too. When you work for a recruitment company, you need to learn all about the specific industries you’re recruiting for, ensuring your candidates and clients alike see you as a trusted, knowledgeable partner who they can come to for career and hiring advice.

6. You'll use your analytical skills

There's no such thing as over-thinking when it comes to recruitment. You need an analytical mindset for assessing and judging which candidates and companies will be a great match. If this is a skill you think you can tap into, recruitment could be for you!

7. You'll have work flexibility

If you've been to Starbucks, Neros or Costa and seen people tapping away on a laptop, chances are you’ve seen a recruiter at work. It’s often necessary to meet with people confidentially to talk about their next career move, so getting out and about, as opposed to sitting in an office all day, is essential. Certainly candidates, and sometimes even clients, can prefer to speak with their recruiter outside of the normal working day, so for night owls favouring a late start in the morning, before working into the evening, recruitment can be a great choice.

Think that recruitment could be for you? Why not consider joining us at Rullion? Have a look at our vacancies! We’d love to hear from you.

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How to resign from your job (and leave on good terms) Resigning from a job is a major life event for many people. Sometimes you can get so caught up in the excitement of starting a new chapter in your life that you may forget the importance of leaving… https://www.rullion.co.uk/career-advice/articles/personal-development/how-to-resign-from-your-job-and-leave-on-good-terms/ https://www.rullion.co.uk/10590.aspx Wed, 27 Sep 2017 00:00:00 GMT

Resigning from a job is a major life event for many people. Sometimes you can get so caught up in the excitement of starting a new chapter in your life that you may forget the importance of leaving your current employer on a professional note. Preparing a professional resignation letter is one of the best ways to make sure you properly close an existing chapter in your career. Below are ten tips for writing an effective resignation letter.

1) Don’t delay

It’s natural to be a bit anxious about handing in your resignation. But, it’s your responsibility to give your employer notice about your plans to resign. Prepare your resignation letter as soon as you’re certain you’re going to leave. You definitely don’t want your employer to find out about your resignation from someone else.

2) Resist the urge to resign by e-mail

While it may seem faster and easier to send a quick email to your boss about your resignation, this method of delivery should only be used if you’re unable to prepare a formal resignation to hand deliver to your boss.

3) Clearly state your last date of employment

Make sure there’s no doubt about your last day of work. Referencing days of the week without dates or random windows of time may lead to confusion.

4) Try to give your employer at least two weeks’ notice

Sometimes this may prove difficult, especially if you’re accepting a new position with a rapidly approaching start date. However, this measure will help you leave your current employer on a good note.

5) Provide a brief explanation of your reason for leaving

There’s no need to go into great detail about the reasons behind your departure. However, this information will be helpful to your employers as they fill your position and aim to improve their retention going forwards.

6) Convey a positive tone in your letter

Resist the urge to include negative comments in your resignation letter, even if your employment experience wasn’t the best. Convey a positive attitude by referencing one or two positive points about your employment experience.

7) Thank your employers for the opportunity to work for them

Make sure that you close your letter by thanking your employers for the opportunity to be a part of their organisation. If possible, reference times you’ve enjoyed working with them.

8) Make sure your letter contains a date and your signature

This measure may seem basic but it’s often overlooked, especially by employees who aren’t accustomed to writing formal letters. The date should be referenced in the top left-hand corner of your letter and your name should be signed with blue ink at the bottom of your letter.

9) Proofread your letter prior to submitting it to your manager

Even though you may already have one foot out of the door, make sure that your letter is professionally written and free of grammatical errors. If necessary, have a trusted friend review your letter to ensure that it includes all relevant information.

10) Schedule a meeting with your manager to hand in the letter

Request a short meeting with your manager as soon as you have prepared your letter. Bring a copy of your letter and let your manager know that you will be sure to organise all of your work for your replacement.

Remember, don’t get so caught up in your employment transition that you neglect your professional responsibilities as an employee. By following the tips above, you can help ensure that you leave your current job in good standing with your employer.

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Why volunteering will help your CV stand out What benefits will volunteering bring to your CV? For many employers, it will make you stand out and boost your career. Find out more with Rullion. https://www.rullion.co.uk/career-advice/articles/personal-development/why-volunteering-will-help-your-cv-stand-out/ https://www.rullion.co.uk/10570.aspx Tue, 26 Sep 2017 00:00:00 GMT

Running through a CV recently, a manager commented on the extent of work experience listed by an applicant who appeared to have flitted in and out of ten jobs over a period of two years. "It looks like this person has no problem with wanting to work," the manager said. A glass-half-empty reaction could be: "It could also mean she's flaky and has no staying power."

Reading further down the CV, she had listed volunteering at a food bank for a year. This changed the entire perception of who this person was. Job-hopping is one thing - it's something Millennials tend to do - but contributing to society in a consistent manner, showed the applicant was perhaps still looking for her own niche in life when it came to work. It indicated she must have picked up some organisational skills, teamwork values and interaction with the public. But most of all it signified a level of commitment not shown by her actual work experience.

Volunteering is very underrated by job applicants when it comes to their CVs, which is strange when it comes to a generation obsessed with social justice issues. Managers, according to studies, tend to rate volunteering more than the candidates themselves, which would appear to indicate that organisations need to do more to signal its relevance to potential talent. Perhaps the word 'volunteering' is not trendy enough and it needs a change to something like 'social initiative experience' with the acronym SIE for effect.

Seriously though, young people might not realise the importance those in leadership place on character and they may believe what they do in their spare time isn't relevant to the work they're seeking. They could not be more wrong. Volunteering at all, even if it doesn't work out for whatever reason, is commendable as and of itself because it means the thought and intent to contribute something is already inherent.

Some things to bear in mind

  • Volunteering experience makes your CV stand out
  • Volunteering is not separate from work experience. Experience of working in any sense is work experience period.
  • After qualifications where they are absolutely necessary, employers look for work experience above such things as taking part in workshops and extra courses
  • Employers want to learn what kind of person they might be hiring, whether they will be a good fit for the culture
  • Volunteering shows and applicant does not shy away from hard work, especially if they're doing it without compulsion
  • It shows in many cases such as volunteering at dog shelters that you are literally not afraid to get your hands dirty
  • Volunteering shows you have a social conscience, and organisations today want to show they also have a social conscience
  • It helps give you confidence and helps your own personal growth, which means having plenty to offer an organisation and being less frightened of entering a new and unfamiliar space
  • It helps prepare you for real life outside the college bubble and shows you're willing to go above and beyond
  • Volunteering helps hone your interpersonal skills, teaches you teamwork, communication, initiative and often leadership
  • It helps show an employer that you have commitment and staying power and a willingness to learn new things
  • It literally is an indication of your best self and what is meaningful to you, and if you're only doing it to impress a prospective employer, perhaps the actual experience will help develop that social conscience
  • Who do you think a manager will hire, someone who was out of work for months and sat home all day watching TV or someone who did something meaningful for no money?
  • Volunteering expands your network of contacts and makes it easier to find a job
  • It let's you try on different experiences that can aid your choices when it comes to job hunting
  • And if you're not convinced by the arguments, let's talk facts. Some studies have shown that applicants who engage in volunteering have a one-third better chance of being hired, and that's because a whopping 80% to 90% of managers in a Deloitte survey said they would like to see volunteering listed on CVs. By contrast, only 30 per cent or so of candidates include volunteering on their resumes. Let that sink in for a minute.

An extra note to managers

In addition to what you can learn about prospective candidates from their volunteering history as outlined above which could help determine if an applicant is a good fit for your organisation, the benefits go beyond that. Corporate philanthropy is a huge deal in our social justice world. What better advertisement for your brand than to hire people who share the same goals than to have on board those who will advocate for your organisation's social agenda within their own social networks and who can help expand your reach into the community?

A word of caution

Before unleashing a flood of volunteers eager to secure an edge in the jobs market by rushing off to volunteer as the icing on the cake for their CVs, it is well to remember that volunteering itself is not a piece of cake. It does require genuine passion and commitment for a cause plus it can be hard work.

If the trend grows due to the perceived benefits for candidates, more CVs might start to show volunteering experience to the point where it becomes a meaningless gesture and hiring managers could end up back at square one in trying to figure out who they're hiring, though it would be a very cynical candidate who volunteered solely to score brownie points on a job application.

There is also a risk, as social justice becomes the new global religion of choice, where some managers might at some point come to view the absence of volunteering as a black mark against an otherwise worthy candidate. Human nature oftens tends to embrace extremes and something like that would see us heading towards a 'Brave New World' type of dystopia, and we really, really don't want to go there either.

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Interview tips that will land you the job There’s certain scenarios in life that you wouldn’t enter without pre-planning and preparation. An interview is no different. Feelings of apprehension, nerves, even dread, aren’t uncommon. Especially… https://www.rullion.co.uk/career-advice/articles/job-search-tips/interview-tips-that-will-land-you-the-job/ https://www.rullion.co.uk/10280.aspx Fri, 01 Sep 2017 00:00:00 GMT

There’s certain scenarios in life that you wouldn’t enter without pre-planning and preparation. An interview is no different. Feelings of apprehension, nerves, even dread, aren’t uncommon. Especially when the job in question could be the perfect next step to further your career or improve your lifestyle. So, preparing for an interview properly will calm and empower you to fulfill your potential.

Before The Interview

Research the company

Arguably the most important interview preparation technique is research. A thorough understanding of the organisation you want to work for allows you to tailor your answers to the interviewer’s questions.

Go above and beyond looking at their company website. Look at their recent awards and company news, understand their tone of voice and audience through their social media, and look at their Glassdoor profile for insight into their organisation.

Know your CV

Be confident with every point on your CV - your work history, experience, achievements, training etc - you don’t know which part may have piqued your interviewer’s interest.

Understand how the job description is similar to your current role so you can discuss its relevance - this is likely to be a focus of the interview questions.

Prepare interview answers

There are always common interview questions that are likely to crop up like, “What are your weaknesses?” or, “Where do you see yourself in five years?” Prepare your answers based on your relevant skills and experience so you’re not stumbling over your sentences. However, some questions are designed to see how you cope under pressure or think on your feet so you can’t prepare for everything. Be calm and respond with something sensible. Remember, it’s not an interrogation and you won’t be punished for pausing to think.

Prepare interview questions

Asking your own interview questions at the end of the interview shows you’re engaged and enthusiastic about the organisation. Nothing to say and you risk looking disinterested.

Prepare a couple of questions that will spark conversation like, “What do you love about working for the company?” or, “What are the company’s future plans?”

Cover the logistics

Ensure you’ve got the address written down and know how to get there. Simple it may be but sometimes it’s easily forgotten to find out where you need to go.

If you’re able, do a trial run to check the journey time. Being late for an interview is a big no-no.

Dress for the job

Cut out interview morning panic and plan your outfit the night before. Wear something smart that suits the industry you’re working in and the job you’re going for.

Remember that first impressions, particularly in interviews, make a big difference. And they can take just seconds to create.

During The Interview

First impressions count

You don’t want to be on the back foot starting the interview having made a
bad first impression. Ensure you smile to come across friendly and relaxed.

Give your interviewer a confident handshake and use the walk to the interview room as an opportunity to get across your personality. If you’re in a group interview, arrive early to make an impact and stand out from the other candidates.

Remember to breathe

With adrenaline pumping and nerves overtaking, an interview can feel overwhelming. To overcome this, a simple interview technique is to just take a second, breathe deeply and relax. Pausing and thinking about your answers is better than garbled nonsense.

Remember, you’ve been invited to the interview for a reason - they liked what they initially saw. Slow your speech down so you’re clear, and if you get put off by a difficult question, stay focused and try to regain your composure.

Be aware of posture

No matter what your answers, your body language communicates as much as your words do. Slumping in your chair can seem disinterested whilst lounging back with your foot resting on your leg can seem arrogant.

Be confident and relaxed by sitting up straight and lean slightly forward in an
open and comfortable position. Keeping eye contact with the interviewer is also important to show you’re engaged.

Be positive

Always be positive and confident in your interview answers. For example, if you’re asked about your experience, explain what experience you do have, rather than using negative words like, ‘don’t.’ End the interview on a positive tone. Saying something simple like, “I look forward to hearing from you,” ensures the interviewer leaves with a positive feeling about you.

After the interview

Enquire about the decision

There’s nothing worse than sitting on tenterhooks waiting for the phone to ring. At the end of the interview, ask when you’re likely to hear back from them.

If they’ve got a week’s worth of interviews to get through, you’ll know where you stand with a decision.

Confirm your interest

An interview is a two-way conversation. You’re there to find out if the role is right for you as much as you’re there for the interviewer to get to know you.

If you still feel enthusiastic about the job at the end of the interview, make that
apparent. Show them you’re keen to work for them and remember to thank them for seeing you.

Show your enthusiasm

Following-up after an interview shows how enthusiastic and interested you are. Be proactive and send an email or pick up the phone to take control.

Be wary not to pester them, however, as this can appear desperate.

Ask for feedback

If you weren’t successful, don’t feel disheartened and think it was a pointless exercise. Ask the interviewer for feedback and learn how you can improve your interview skills for next time.

Land the job...

When preparing for an interview, remember that interviewers don’t want to catch you out. They are real people too and want you to succeed. At the end of the day, if you show you’re the right candidate for the role, you’ve made their job easier.
Get your interview preparation right, arrive on time, be confident and positive, and you’ll be well on the way to that job offer.

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Interview Presentation Tips: Before, During & After Rullion chats to founder of Engage and Prosper, Sharon Kennedy, about the importance of Employee Engagement. https://www.rullion.co.uk/career-advice/articles/job-search-tips/interview-presentation-tips-before-during-after/ https://www.rullion.co.uk/10234.aspx Mon, 21 Aug 2017 00:00:00 GMT

It's no secret that today's job market is a competitive place. Oftentimes, there can be many people competing for the same job. The key to get the position you want is showing that you are the best candidate for the job. While being your authentic, true self is often said to be the ticket to landing the role, there are things that companies traditionally will look for in an interview to convince them you are the best candidate for the position they have to fill. Many companies today use interview presentations to determine who the best candidate for the job will be.

So let's take a deep breath and get ready to ace that interview presentation.

Before the Interview Presentation:

Research the company you want to work for and get some background information on who they are, what they do, what is important to them, and how they operate. Understand the company before you apply for a job.

Create a list of great references who will vouch for your ability to do the job right. You would be surprised how many jobs check the references provided.

Prepare a CV that fits on 1-2 pages. Be sure to print a few extra copies in case there are a few people in the room during the interview presentation process. That way each person has a copy.

Prepare any materials that you want to bring as part of your working portfolio to share during your presentation.

Select a business casual outfit that looks mature and professional but nothing that is overly flashy. Conservative is best for the presentation process.

Turn off all electronic devices so they do not interrupt your presentation.

During the Interview Presentation:

Arrive 15 minutes early to ensure you have time to set up your presentation. This shows that you respect the time of the people who are taking their time to attend your presentation and consider you for the position.

Introduce yourself before you begin your presentation. State your full name and thank everyone for taking the time to listen to your presentation.

Practice proper eye contact with the audience throughout your presentation shows that you are aware of the people listening to your presentation. This shows you are engaged with the audience and are speaking directly to them as a collective group.

Practice good posture throughout your presentation. It shows confidence and composure.

Speak formally and properly. "Yes" instead of "Yeah" or "No" instead of "Nah".

Be sure that all visuals you have prepared for the presentation are professional looking and free of any grammar, spelling, or punctuation errors.

Leave a few moments at the end of your presentation for questions that anyone may have.

When asked questions, take a few seconds to answer questions that are asked about your presentation. This shows careful consideration of the question and shows you put thought into your answers.

Answer questions about your presentation directly, honestly, and thoroughly, however, don't overemphasize each point. Get to the point and be thorough.

Warmly thank everyone for their time and for attending your presentation when you are through.

After the Interview Presentation:

Inquire when you will hear back about the job you made a presentation for. Will it be a few days or a week or two before they know who is being hired for the position? This lets you know when you are likely to get that phone call so you don't spend entire days sitting next to the phone waiting for it to ring only to be disappointed when it doesn't ring.

Follow-up the presentation process with a hand-written thank-you note to each individual or the group of people who took the time to consider you for the position. Again, reiterate your interest in the position to show you are still very interested in the position and what the company has to offer you.

If you are not hired for the position you can use it as a learning experience. Ask the attendees of your presentation if there was something you could improve next time to be more likely to get the position. Use it as a learning experience so you can do better next time.

If you are the one that is hired for the job accept the position politely and express your satisfaction with the position you have received. When that phone call comes to accept the job, something as simple as, "Yes, I accept the position thank you very much for this opportunity!" will suffice.

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Top 10 apprenticeship questions and answers Apprenticeships give you the opportunity to gain knowledge and skills while earning a wage; allowing you to make money whilst learning, rather than falling into debt as can sometimes happen when taking college courses. https://www.rullion.co.uk/career-advice/articles/job-search-tips/top-10-apprenticeship-questions-and-answers/ https://www.rullion.co.uk/10231.aspx Mon, 21 Aug 2017 00:00:00 GMT

Not every skilled career is best learned by long hours in a classroom, and college isn't the only route to earning a well paid job. Many careers, especially those in hands-on trades, are better learned in the field, working with experts and gathering direct experience. Apprenticeships give you the opportunity to gain knowledge and skills while earning a wage; allowing you to make money whilst learning, rather than falling into debt as can sometimes happen when taking college courses.

However, the path through apprenticeship is perhaps not as well publicised as other routes into work and many people have several questions to be answered before they are ready to commit to a new career. If you are considering an apprenticeship or are simply looking for a college alternative, we're here to answer some of those pressing questions commonly asked about apprenticeship schemes.

1) What is an apprenticeship?

An apprenticeship is when someone who wishes to learn a trade takes a job working under experts of the same trade. As an apprentice, you will gain useful industry experience while assisting the company and team members while you undertake your training. Eventually, as your capability grows, you will begin to work independently on industry projects and will later graduate as a new worker in the trade. Unlike interns, apprentices are paid for their time and can be certain of a career in the future.

2) Do apprenticeships lead to rewarding careers?

Absolutely! There are many opportunities to excel as a professional following completion of an apprenticeship. There are dozens of options for apprenticeship trades, from electricians to automation specialists, and you can be one of them. Many apprentices find themselves in a management position within five years of beginning their training.

3) What does an apprentice do?

Apprentices practice their trade of choice and study the necessary knowledge. They often spend a part-time work week with their apprenticing company paired with several hours of coursework in order to learn the academic aspects of the job.

4) What are the benefits of an apprenticeship?

Apprenticeships offer a large number of benefits to both the participant and the company offering their training. For you, an apprenticeship means:
• A guaranteed paycheque rather than of college debt
• In-depth, hands on learning experiences
• Years of experience on your resume
• Access to experts in your field

5) How do employers regard apprenticeships?

Employers prefer employees with first-hand job experience, especially when their work requires strict safety protocols to protect everyone involved. When looking for work after completing your apprenticeship, companies in your field will be happy to have you, knowing that you will require less training during your introductory period and that you respect the work they do.

6) Do apprentices stay with the companies that trained them?

Companies are not obligated to hire on an apprentice as an employee after the program is over, but many of them do. Often, they have gotten used to their apprentices and will enjoy having a 'new' employee who understands their team's inner workings.

7) How do you become an apprentice?

There are many programs that can either offer apprenticeships or will help you find companies that do. For most opportunities, you can find them listed online, on the website of companies with apprenticeships and in local community colleges. All you need to do is apply and be ready to both work and study hard.

8) How long will an apprenticeship take?

Apprenticeships vary in length. They must be at least a year long and usually are over by four years. In order to enrol in one, you will need to be between the ages of 16 and 24.

9) Are apprenticeships good for the businesses that offer them?

Yes. By offering apprenticeships, companies gain a great deal. First, they get the apprentice's valuable assistance, followed by the opportunity to train a new expert in exactly the procedures they prefer. By training apprentices, a business almost never has to hire an outsider if they don't want to, because skilled new workers generate within their organisation.

10) How much are apprentices paid?

Besides the excellent opportunity not to accrue debt while learning your trade, apprentice positions come with a reasonable entry-level pay scale. While all apprenticeships are different, you can get an idea of what you might be paid by calculating for 40 to 50 per cent of what fully trained experts are paid in the field.
If you or someone you know is considering joining an apprenticeship program, it's important to know the answers to these questions and more. For additional information, contact the company or school that is offering the specific apprenticeship you are considering.

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Dealing with criticism at work Charu Malhotra speaks to Rullion about the importance of having not just an employer brand but an authentic employer brand, built on reputation and a true reflection of your business' DNA, it's culture, purpose, environment and values. https://www.rullion.co.uk/career-advice/articles/personal-development/dealing-with-criticism-at-work/ https://www.rullion.co.uk/10233.aspx Mon, 21 Aug 2017 00:00:00 GMT

Almost all of us hope for positive feedback from bosses, co-workers and clients. After all, you work hard at your job and a little recognition for the value you add makes it all seem more worthwhile. But what do you do when feedback is less positive, rather than the encouraging pat on the back you’d expected?

It’s important to remember that managers, team leaders and workplaces in general, are always aiming to improve their efficiency, increase their quality of service, and lower overheads. So, with this in mind, suggestions for improvement should be no surprise, yet more often than not, they can feel like an attack and can even leave us feeling a little wounded.

How do you deal with criticism? Here are a few helpful tips for remaining professional and turning workplace criticism into an opportunity for improvement.

1) Take a Deep Breath

No one likes to be criticised, especially not at work, but it's important to maintain your composure. If you feel yourself getting mad or upset, take a deep breath and mentally remove yourself from the situation momentarily. In most cases, criticism isn't a personal attack but rather a form of expressing concern and suggesting improvement. Not all companies have a great feedback culture, so the person offering the criticism may not know how to state their message in any other way.

2) Listen Closely

Make sure you're listening logically, not just emotionally. Take in the full message and don't be afraid to ask questions to make sure you understand what the criticism is about. This not only helps you to know what the person you're talking to is asking, it can also help them to clarify their points and say what they mean in more positive way. What could have started out as a clumsy correction could be turned into honest, constructive feedback.

3) Assume Good Intentions

The vast majority of the time, criticism in the workplace isn't actually personal or even an attempt to undermine the hard work you've been doing. From a manager or supervisor, it's often an attempt to guide you toward greater success or away from a tactic they see potential problems with. From a co-worker, it might be a way to voice their concerns about how well your work will go down with others. It could actually stem from a desire to form a more effective work relationship with you.

4) Consider All Criticism Helpful

Not everyone gets regular opportunities to see how their work is affecting others or gain insight from others on how to improve. Try considering all forms of feedback, including criticism, as valuable information to help you get better at your job and make those around you happier to have you on the team. Criticism from others at work can be used in the same way as advice from an industry consultant. Even messages from unhappy clients can be used as invaluable insight on how to improve customer satisfaction in the future.

5) Don't Take It Too Hard

While it's important to take criticism seriously and improve your work methods with the information, don't beat yourself up about whatever the issue is. On the one hand, everyone will have an opinion on everyone’s work (not just yours!), and on the other hand, everyone (even you!) can make an honest mistake. The best thing you can do is to accept the feedback and think about whether you could adapt anything in the future.

6) Say Thank You

When someone has gone out of their way to share their concerns, even if it seemed unfriendly at first, be sure to thank them. Even if you’re upset, remain professional. This will create a positive feedback loop and may even mean that the next time they have a suggestion for you it will arrive through a friendlier and more enjoyable conversation.

While it's never fun to face criticism, you have the power to turn even negative feedback into a positive experience for both you and the person who has expressed their concerns. If your company lacks a helpful feedback culture, why not start the trend by dealing with any criticism that comes your way with a positive attitude, adaptability and appreciation for the opinion of others.

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Tips for creating a strong personal brand online Too many times employers see candidates touting their accomplishments - real or imaginary on their CVs. But it's no longer enough to brag about what you have done or what you think you can do, on a piece of paper. https://www.rullion.co.uk/career-advice/articles/personal-development/tips-for-creating-a-strong-personal-brand-online/ https://www.rullion.co.uk/10235.aspx Mon, 21 Aug 2017 00:00:00 GMT

Too many times employers see candidates touting their accomplishments - real or imaginary on their CVs. But it's no longer enough to brag about what you have done or what you think you can do, on a piece of paper. Recruiters now want to know, not just what you are but who you are and what you might be capable of accomplishing.

That's why leveraging social media is so important for candidates today. If you're not very active online, or if you're a bragger with nothing to back up your claims of awesomeness, it becomes apparent within minutes. And a word to the more modest who think self-promotion is somehow a dirty word; you're not doing yourself any favours.

Candidates have never had so much opportunity to put themselves out there! It’s all about the sharing and that’s how we live today. So, if you’re in the spotlight of the whole world, the number one rule has to be to get it right. Here are our top tips:

1. Know yourself

When people do online personality tests they often click on what they think the socially acceptable answer will be rather than what they believe or feel personally.

Don’t be tempted to promote your personal brand in the same way. Be honest with yourself. Who are you really? What do you believe and are you willing to stand by publicly? Most importantly, what sets you apart from other people? Your brand should not be an imaginary construct of perfection. It should be the best of the authentic you.

2. What do you want to achieve?

Building a personal brand is not much different than an employer brand or product brand. Goals need to be set, target audiences identified. You are the product you are trying to market. Who are you marketing yourself to? Do you have what it takes? And where can you find these prospective employers you seek? Figure that out and make a plan.

3. Your personal brand is your reputation

It's now easy to find out from online platforms, who is saying what about you, or how they're reacting to something you've said. Check out what they say: if negative is it justified or can it be dismissed as hate? Was it helpful? Do you need to develop a thicker skin?

Again being honest with yourself is the only way to navigate the social media battleground where the rules of real-life society often go out the window. Are you contributing to the chaos with emotionally-charged remarks? Or are you a positive and calming influence? None of this will escape the notice of a prospective employer checking you out on line.

Don’t be afraid to show your human side, but don’t be tempted to over-share!

4. Clean up your various profiles across platforms

How many times have people been left out of consideration for a job because they've posted drunken photos or other compromising photos or indeed comments online? They may have a perfectly professional LinkedIn page but a Facebook or Twitter page that shows what they're like outside of a professional setting - and it’s not always pretty.

No one is saying don't get drunk on holiday or at party occasionally, that would be unfair, but if you show photos of you being plastered every weekend, any employer would be justified in seeing this as an issue.

Keep all of your social media accounts aligned in terms of your goals and beliefs and simply check privacy settings if there are things you would not want a prospective employer to see.

People are getting fired left and right for things they say on Twitter because 140 characters is no way to present a well-thought out argument on any issue.

5. Now that you've got your own house in order

No one said building a personal brand online is easy. It's not, and it requires time, thought and effort. Once your profiles are streamlined and consistent, it's time to draw up a plan to market yourself, be it through social media, an online community relevant to your industry or goals, or through your own personal website or blog, or all three. You want to be seen as a go-to person, a helpful, honest person and someone others want to connect with.

That's why the 'me, me, me' style of self-promotion won't work. Being an online personality is not too much different from real life in that you are still interacting with real people who should be treated as if they were real-life friends and acquaintances, people who you make time for and respect. Like any relationship you have to work it. Ask not what others can do for you but what you can do for others, especially prospective employers.

6. Visibility

The more you put yourself out there the better but be active. Tweeting once a week or blogging once a month, will not build up your following. It's literally an everyday job. And don't just be active online. Have a real photo, not an avatar and remember that meeting web contacts in real life is a thousand times more effective than a photo every time. Interact personally with people on your platforms, engage them on a personal level. There is nothing worse than sending out a 'newsletter'.

Yes, it takes time to engage but that personal touch is what will set you apart. Pass on information you think might help individuals out, just because. Ensure your content or blog is mobile friendly for greater exposure, and that's its optimised for search engines. Always check reactions to your postings and monitor who is sharing your content and what other are saying about it.

7. Know your stuff

There is no point joining an online community in your industry or sector if you don't know what you're talking about. Become an expert in your fields of interest. Keep up with changes, post articles and comment on and share others’. Posting only your own work will give the impression that only your content is worthy to share. Make sure your posts are credible and useful and back them up with experts if necessary.

Online nitpickers lurk everywhere waiting to pounce. Think before sharing – could you offend? Is it worth the grief? If you’re seen as a trusted online presence/source of information, people will send more contacts your way. You can still call others out when they're presenting the wrong facts, but only if you can back it up. Be non-confrontational and keep your goal and audience in mind at all times.

Creating a personal brand should be approached like everything in life, with moderation and balance. You can storm your way through social media like a bolt of lightning, creating hundreds of friends at the speed of light, or you can take your time to build up a strong, steady and credible personal brand. Remember, it may be all about you, but you can’t do it without the help of others either.

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Dealing with criticism at work (PDF version) Almost all of us hope for positive feedback from bosses, co-workers and clients. After all, you work hard at your job and a little recognition for the value you add makes it all seem more worthwhile. But how do you deal with criticism? Here are a few helpful tips. https://www.rullion.co.uk/career-advice/downloads/personal-development/dealing-with-criticism-at-work-pdf-version/ https://www.rullion.co.uk/10389.aspx Wed, 02 Aug 2017 00:00:00 GMT Tips for creating a strong personal brand online Recruiters now want to know, not just what you are but who you are and what you might be capable of accomplishing. https://www.rullion.co.uk/career-advice/downloads/personal-development/tips-for-creating-a-strong-personal-brand-online/ https://www.rullion.co.uk/10390.aspx Wed, 02 Aug 2017 00:00:00 GMT Interview tips that will land you the job There’s certain scenarios in life that you wouldn’t enter without pre-planning and preparation. An interview is no different. Feelings of apprehension, nerves, even dread, aren’t uncommon. So, preparing for an interview properly will calm and empower you to fulfill your potential. https://www.rullion.co.uk/career-advice/downloads/job-search-tips/interview-tips-that-will-land-you-the-job/ https://www.rullion.co.uk/10384.aspx Tue, 01 Aug 2017 00:00:00 GMT Ten CV tips to see you through to interview Rather than using a generic CV template, ensuring your CV is tailored to the specific job description is of utmost importance (and that includes your cover letter too). Learn how to write a CV that’ll ensure your success with our top CV tips. https://www.rullion.co.uk/career-advice/downloads/job-search-tips/ten-cv-tips-to-see-you-through-to-interview/ https://www.rullion.co.uk/10386.aspx Sat, 29 Jul 2017 00:00:00 GMT Interview presentation tips: before, during & after (PDF version) Many companies today use interview presentations to determine who the best candidate for the job will be. So let's take a deep breath and get ready to ace that interview presentation. https://www.rullion.co.uk/career-advice/downloads/job-search-tips/interview-presentation-tips-before-during-after-pdf-version/ https://www.rullion.co.uk/10388.aspx Sat, 29 Jul 2017 00:00:00 GMT Top 10 apprenticeship questions and answers (PDF version) If you are considering an apprenticeship or are simply looking for a college alternative, we're here to answer some of those pressing questions commonly asked about apprenticeship schemes. https://www.rullion.co.uk/career-advice/downloads/job-search-tips/top-10-apprenticeship-questions-and-answers-pdf-version/ https://www.rullion.co.uk/10385.aspx Fri, 30 Jun 2017 00:00:00 GMT