Temporary staff can be a great solution to your employment needs and goals. There are many benefits to temp staff, some you may not have even thought of. If you think some of the points below fit with your business we could help! Call us on 01254 271024 or email on firstname.lastname@example.org
Being rejected from a job is not always the worst thing that can happen. Although it is disappointing we have some helpful ways you can turn the situation around and use it to your advantage.
If you feel like you need to talk to someone or seek help here are some numbers and websites that may be useful – www.mind.org.uk – 0300 123 3393 www.anxietyuk.org.uk – 03444 775 774 www.thecalmzone.net – 0800 58 58 58 www.samaritans.org.uk – 116 123
Your CV is the first thing your potential employer sees, and the first step to securing you a new job. It is vital to make the right impression and make yourself stand out from the crowd. It is the tool to sell yourself and we have a few tips to help you maximise your potential.
On Thursday 20th June Laura, Aysha and Tisa attended the 11th annual Downtown In Business Lancashire Business Awards. This year Laura Hartley Recruitment Ltd won Recruitment Company of the Year for the 3rd time, presented by Sam Whitear. The event which took place at Stanley House Hotel was attended by businesses from all over Lancashire. The event was sponsored by Liverpool Airport and guests were treated to a delicious three course meal and entertainment from Pure Paloma. Well done to all the other winners on the night: Sam Whitear Business Lancashire, Victoria O’Connor from Reed, Anastasia Kenyon from Kandi Cosmetics, Fresh Perspective Resourcing Ltd, Loredana Emmerson from Coolkit Ltd., Sales Geek, Media Village, Rebecca Jane from PH7 Wellbeing Centre, Lantei Compliance, Harrison Drury Solicitors, Champion Accountants, Natwest, Eric Wright Group, Everything Tech, 1842 Restaurant and Bar, The Villa Wrea Green, Neil Welsh from PM+M Accountants, Seafood Pub Company, Lancashire Business View and Conlon Construction.
In support of recently published data, this fantastic IOD event will explore why it is essential to encourage diversity in the boardroom. Our fantastic panel of speakers will share their personal and professional stories on the topic and provide key ‘takeaways’ for attendees. Please contact Deborah at the office on 01254 271024 for a free ticket to this not to be missed event.
The wait between clicking send on your application and hearing back from the hiring manager can leave you feeling in limbo. Taking control of furthering your chances at interviewing can be done be simply following up. Following up in a professional manner can make you stand out by highlighting to the recruiter or employer just how interested you are in the role. We would recommend leaving one week before making contact with the hiring manager. Consider the likelihood that they have been inundated with applications and the time it takes to read through and shortlist candidates to contact, it is common not hear back straight away. Following up by email Both recruiters and employers usually prefer candidates to follow up via email. This way they have a record of the correspondence, and can respond at a convenient time. What to say? When sending a follow up email, ensure to put the title of the position that you applied for and your name in the subject line. In the body of the email be sure to keep it short, to the point and polite. For example: Dear (hiring manager) I have recently applied for (position) and wanted to follow up with yourself to find out the next step. I am keen to learn more about the position in your company and should you require any further information to support my application please let me know. Thank you for your consideration and I look forward to hearing from you. Yours sincerely (Signed full name) Following up by phone Once again, we recommend leaving a week between following up. When calling the hiring manager, try early or late in the day as people are less likely to be in meetings then. Similar to an email, it is important to be brief and to the point. Introduce yourself and follow up asking if you are calling at a convenient time. This is important for two reasons. Firstly, if they are in the middle of something you won’t receive their full attention. This leads to reason number 2. If they aren’t available at the moment, ask them for a specific time for you to call back. Gain the commitment, therefore when you call back and reintroduce yourself, pinpointing the previous time you called, you automatically gain their attention. Once you’re introduced and have explained the position you have applied for, ask the hiring manager what the next steps are and clarify a time frame for when to expect to hear back about interviewing. Ask them about the position, if they feel you have the necessary skills and attributes and if there is anything they would like you to clarify or any additional information they need. Finally, Thank them for their time and finish the call highlighting to them you are very keen and look forward to hearing from them.
Successful onboarding improves retention and promotes long-term organisational success. Helping new employees become proficient makes them more valuable to the organisation. The key to achieving this is a good onboarding process that uses a structured approach to build a more productive, engaged, loyal workforce. Prepare before they arrive Have you set up their work station? By setting up your new employee before they arrive you’re already demonstrating you’re invested thus making them feel valued. There is nothing worse than arriving to start your new job and not having a functioning work space. The importance of Day 1 Sitting down with your new employee on their first day is imperative. ‘Unrealistic expectations’ is a common reason employees resign, therefore talking through expectations and objectives, is important to setting a foundation to how their time will be within your business. Allow time for questions, be patient and reassuring. Go over company culture, plans for the future and what’s happening in the business to help them feel part of the business for day one. Provide a buddy We recommend using a ‘buddy’ system to provide support more informally to help new employees settle in. Sometimes new hires feel uncomfortable asking managers a million and one questions in the early days therefore having a buddy/mentor will plus develop relationships. Onboarding is an ongoing process, not a one-off The beginning of your new employees time is your business is the most important. Therefore, ensure to regular check up with them personally to review their progress and ensure they’re happy. A positive onboarding experience which is relevant, timely, and meaningful will engage recruits as quickly and effectively as possible so that they feel comfortable in their new roles. The better you can facilitate their adjustment the sooner you will see results! For support with your onboarding strategy contact Laura Hartley on 01254 271024
Most of us will wake up in the morning and before even leaving our bed will have a quick scroll through facebook and twitter. Social media is now an integrated aspect of our daily routines, we share our location, post photos, share our thoughts, all for the world to see. In business we connect with our network on social media just as we do with our friends and family. These platforms can really support and grow your career as much as it can damage it. Here are a few tips on how to get the best out of social media whilst avoiding common mistakes. Never complain about your job. Ever. Don’t friend request someone on Facebook you just interviewed with. Write a personalised message to connect on Linkedin and follow their company to show you’re interested. Don’t post rude or offensive comments. This goes without saying, but you risk your colleagues and employer seeing this which could impact negatively on your reputation at work. Watch your spelling and grammar. There is nothing worse than seeing the wrong use of there, their and they’re. Don’t be a robot! Share articles related to your field of work as well as those you feel may be of interest to your connections. Comment and give your specialist advice, engage with others and show your support and interest. Social media isn’t just about you and what you do! Watch what you are tagged in. Drunken Saturday night? It’s great you had fun but no one in your professional network needs to see you staggering out of a takeaway at 3am! Keep your work and personal profiles separate. Have a separate email account for personal and work as well as social media profiles. Have you checked your privacy settings? Facebook’s privacy settings change all the time, so keep up to date on their latest changes. Instagram will allow you to keep you profile private therefore you can accept or deny any follow requests. One last note Employers often check the social media presence of potential new hires and make judgements based on what they find, which may affect their hiring decision. Wrong or right, it is the reality we live in. Now go and check your social media accounts!
The better our relationships are at work, the happier and more productive we are going to be. If you have ever experienced a difficult coworker then you understand the impact of stress and anxiety it can have on not only your work life but also your personal life. If you are starting a new job or have worked in the same business for 10 years, a simple strategy of trust and mutual respect will go along way when developing working relationships. Hard work, honesty and a positive professional attitude are traits that will develop your career alongside the positive relationships you build along the way. Be positive, speak up and avoid gossip Unfortunately, there will always be some level of office politics and gossip and it can negatively impact on team cohesion, morale and productivity. Don’t risk joining in on gossip and spoiling your reputation, how would you feel if you were the person at the centre of the gossip? Also be sure to show your enthusiasm for the business and where it is going. If you are in a meeting, share your thoughts, show you want to be there. People are drawn to positive people and if you show yourself to be that person, good working relationships will form out of respect. Be proactive and help coworkers where you can This doesn’t mean doing their work for them! Share your knowledge, experience and ideas. Show you aren’t a competitor but part of the team. These small offerings of help will demonstrate you are trustworthy and reliable which in turn will gain your coworkers respect. Make time for everybody Wouldn’t it be lovely if when you are walking the corridors of your workplace you can smile and say hello to everyone you see? Stretch your social self across the business. Small talk with the receptionist on your way into the office or sitting with someone who may not be in your team at lunch. It is easy to fall into the trap of only socialising with those who are in your team or department, although these relationships will be strong, you also don’t want to be classed as being part of a clique. Showing yourself as having developed relationships with coworkers across the business is the way forward. Deliver on work and always follow up with people Nobody relies on or respects someone who doesn’t meet deadlines or follow up on promises. If you become this person you risk your reputation and damage potential working relationships. Open communication is imperative, if someone expects something done by you on a deadline, keep them updated. If its going to take longer, tell them. Communicating openly leads to a closer working relationship.