British Jobs

Jobs in Manchester and the North West

2012-02-21T01:30:00.000-08:00

Manchester jobs, Preston jobs, Liverpool jobs, Bolton jobs, and Burnley jobs are examples of great sites in the North West, thay are part of the Brtitish jobs network have a look and see Call Centre Jobs jobs for GP's and many others.

British jobs has over 145 sites across the UK, in the South look for Southampton jobs and many others.

Government opinion about jobs shortage

2012-02-06T09:30:00.000-08:00

We at British Jobs always look for interesting comments, what do you think of this one?

A government minister has insisted there is "no shortage of jobs", blaming unemployment on people not wanting to apply for the work available.
Maria Miller, the minister for disabled people in the Department for Work and Pensions, said she believed the unemployment problem was down to a lack of "desire" for the jobs on offer.
Her comments on Sunday night are likely to provoke anger among those desperately seeking work with little success. The latest official count of unemployed people stands at 2.68 million, while the number of new workers being sought by employers in the last quarter of 2011 was 463,000. This is equivalent to about six people for every vacancy in the country.
Recent analysis by the Institute for Public Policy Research found wide variations across the country. For example in Hartlepool there are 16 jobseekers for every vacancy, while in Middlesbrough there are 12.
But Miller appeared confident the problem lay with people's unwillingness to take jobs or not knowing "where those jobs are".
Asked about unemployment on BBC Radio 5's Pienaar's Politics, the minister said: "If you actually look at the facts and the figures, there's 400,000 jobs at any one point in jobcentres. I was up in the Wirral on Friday talking to one of our local jobcentres there and there isn't a shortage of jobs. What there can be is a lack of an appetite for some of jobs that are available.
"So we've got to make sure people have got the right skills, that they don't see a risk in moving into employment and that this is not just a choice but it's actually the route they are going to take. So I don't think it's a lack of jobs at the moment, I think it really is making sure that we've got people knowing where those jobs are."
Have a look at Middlesbrough jobs and Hartlepool jobs and see what we have currently.
All part of the British jobs network

University and how it can help or perhaps not

2012-02-03T02:40:00.000-08:00

At British jobs we are always looking for items that are interesting and demand thought

In sectors more traditionally touted by the Government as "job creators" of the future – such as renewable and "green" jobs – employers are worried.

The future jobs growth predicted by the Work Foundation report does indeed include substantial numbers of highly skilled and specialist jobs. These will help Britain develop an edge in new technologies from stem-cell research to electric cars, with the potential to export products and services.

But the report finds the bulk of jobs growth, at least in the short term, lies in the medium to lower skills needed to put these new technologies into practice. Whether it is fitting solar panels in business premises to meet carbon emissions targets, or selling electronic devices to diabetes patients to monitor blood sugar levels, Britain will need an "army" of vocationally trained workers to service customers and fix and maintain new technologies.

However, there is a major issue in Britain around "skills utilisation", the study warns.

In the past 20 years, there has been a strong increase in the number of workers holding qualifications across all levels, but a slower growth in the number of jobs demanding those qualifications. This has led to a surge in the number of people holding qualifications at a higher level than those required, the report warns.

The latest figures show that two-fifths of workers hold qualifications above the entry level needed for the job. This skills "under-utilisation" is prevalent among low-skilled sectors, causing several problems. One is that a nation of over-skilled workers, having gone through costly and lengthy training, is being denied the chance of reaching their full potential.

According to the report's author, Paul Sissons, this puts fresh school leavers and graduates off the vocational jobs world, as they see it as having little career progression.

Britain may struggle to find the "army" of trained workers it needs to develop emerging sectors, Sissons says, suggesting employers will rely more on migrant workers to plug gaps.

British Jobs has a wide range of both job and Career opportunities across the UK.

Manchester jobs, Leeds Jobs, Edinburgh Jobs, Cardiff Jobs and London Jobs are some examples of our network.

Employment Agencies and their opportunities

2012-02-01T04:33:00.000-08:00

We at British Jobs have very good partnerships with a whole range of Recruitment agencies across the UK.

However, we are also aware that it is important to ensure that end users both candidates and clients are happy with the service that they recieve.

We are also aware that Recruitment companies are constantly looking to improve their service to both the above.

So we would like to conduct a simple survey
We ask no questions but would like to have some views please.

Have a look at birmingham jobs, nottingham jobs, leeds jobs, southampton jobs edinburgh jobs these are examples of Local Jobs for Local People

We all hope that everybody finds the best job/career for them and any comments would be greatfully recieved.

What is a good Bonus Payment

2012-01-30T05:15:00.000-08:00

We at British Jobs offer a Bonus for work well done and targets achieved.

However, if the business is not in profit no Bonus is paid, makes a lot of sense, why burden the company with more debt.

However, if an individual has achieved he/her target set by the company why should he/she not get her bonus.

After all the Company set it.

What even if the Company is not in Profit?

Well its not his/her fault.

Maybe the share holders need to take a bigger responsibility after all they set or agreed the Bonuses.

In the public domain currently is Bonus payments.

Did they set their own Bonuses?

Is the Bonus miss representitive of the acheivements?

If so why?

Is the business in profit?

Was the business in profit?

All questions to ask

What do you think?

Average salaries in Britain

2012-01-28T00:23:00.000-08:00

British jobs has asked a number of people across the UK what their annual salaries are.

Why?

Because the government say that the average salary in Britain is 25k per annum.

Whilst there are a number of mathematical ways of coming up with the "average" we have found that this figure simply does not reflect salaries.

We have asked people in the North West the West and East Midlands..

So for example we have asked 12 people in Rotherham we added all of the salaries together and then divided by 12 not 25k!

So we picked the middle salary not 25k either.

The same applied across the Midlands.

What do you think ?

Manchester jobs, Nottingham jobs and Birmingham jobs will help you tatrget jobs in these areas.

What are the salaries in yuor areas?

In interviews do you tell all about weaknesses

2012-01-27T01:16:00.000-08:00

At Britishjobs.uk.com we think it is a good idea to be honest after all these are opportunities to grow and develop.

Many job seekers cringe when an interviewer asks them about either their biggest weakness or their biggest failure. This is a common mistake. In fact, these type of digging questions are actually an opportunity for job seekers to shine. By answering honestly without any excuses, you have the opportunity to show your future employer that you have integrity, and they are more likely to trust you. This is also a time when you can spin a negative into a positive by telling your interviewer you made a mistake, learned from it and never made the same one again – and that is a trait every employer values and looks for in their employees.

What do you think?

Have you ever been honest and been dumped, or have interviewers been really pleased and have you got the job?

Have a look at Manchester jobs for jobs in the North West and Manchester

Proposed changes to maternityand paternity leave

2012-01-18T03:06:00.000-08:00

Shared parental leave

www.Britishjobs.uk.com is always looking to offer good quality news items for our readers please comment and we will reply as soon as we can.

The question is how will these proposals effect recruitment moving forward?

The consultation paper proposes the sharing of what has always been known as "maternity leave" but could soon be "parental leave".
Intended to come into force in April 2015, the proposals give greater leeway to parents to share their entitlement to parental leave and pay. This new system would replace maternity leave and absorb the current system of unpaid parental leave. This builds on the recent changes, which took effect from April 2011, allowing fathers to take up to 26 weeks' "additional paternity leave" once the baby is 20 weeks old, providing that the mother has returned to work.

The proposal is to retain a period of paid maternity leave, in line with the European Pregnant Workers Directive (which currently provides for a minimum of 14 weeks, although this is expected to increase to 18 weeks). Beyond this, the Government is looking to convert what is currently 34 weeks of maternity leave into parental leave with the benefit of parental pay for 21 out of those 34 weeks.
The current system of two weeks' paid paternity leave, which can be taken within 56 days of the date of birth, is to remain - keeping some elements of our current working families culture firmly in place.
An employer should be fairly familiar with this arrangement: an employee who has a baby can take an extended period of leave to look after and bring up the child in the first year of its life. The proposed change is that the presumption that this will be the mother will no longer be reflected in the statute books, although it might still be reflected in practice.

Flexible leave
Potentially harder for an employer to embrace is the suggestion in the consultation document that employees could take parental leave in shorter periods - for example, a mother may wish to return to work after the first 18 weeks and then use two days per week of the balance of her paid parental leave entitlement reducing her working hours. This seems unreasonably focused on the employee's position, without any regard for the job they are employed to do. However, the consultation states that the employer's agreement will be required for parents to take their paid leave in such a flexible manner. It would appear that the employer would have the right to insist that leave is taken in one continuous block. The Government plans to consult further on this point and we will have to wait to see what the final proposals involve. One issue could be that, if an employer allows an employee to take his or her leave as reduced hours, it could have a problem in later refusing to agree to a flexible working request on a permanent basis from that employee.

www.britishjobs.uk.com is a great way to find quality jobs and careers across the UK.

Job opportunities in London

2012-01-15T01:24:00.000-08:00

Britishjobs.uk.com notes that a Bus firm in the capital went on a recruitment drive to Poland in order to find workers for its bus routes in the Capital and South West London.
They have stated that they could not find any suitable candidates in Britain.
Abellio also stated that they recruited 51 bus drivers from Poland and that before their polish recruitment drive they were not aware of any occasion where a suitable candidate for any of these jobs had been turned away.
All we can say with some confidence is that there are large numbers of good quality candidates already in the UK that would love the chance to get back into work.
It seems that the money spent on a jolly to Poland may have been better spent targeting some of our already existing quality candidates.
We are sure that London which has a population of approx 8 million would have at least have been able to satisfy some of the vacancies if not all.
Britishjobs.uk.com covers vacancies from across the UK and currently has a great variety, at the same time as having thousands of candidates searching for work.
We think that our work force is wide and varied and why look else where before exhausting your search.

Things to ask yourself before your job search

2011-12-08T02:53:00.000-08:00

British jobs has a wide range of jobs available across all sectors and across all locations around the UK, if you are thinking about moving upward and onward read the copy shown below it may help you secure your dream job.

Questions you should ask yourself when job searching

What do you want

Whether you're just starting out or considering a career change, the more you know about the kind of job you want to do, the more straightforward your job search will be.

The first thing you'll need to consider is what kind of job is best for you. For most people there's a lot to think about. The best way to start is to ask yourself some key questions:

Are you just looking for a job or a career?
•Are you looking for a stop-gap job,or do you have a career plan?
•Do you want a similar kind of job to your existing one, but in a different environment?
•Do you need a new challenge?
•Are you seeking promotion and opportunities for career advancement?

What do you enjoy:

Work's much more enjoyable when you're doing something you're good at, so take some time to think about your key skills, attributes and interests.

What type of job/career do you want?

Decide what type of work you are looking for,this will allow you to make sure your search is as accurate as possible.

Some Suggestions
Permanent

If you're looking for opportunities to advance your career, a permanent position will be more suited to you.

Temping

You might want temporary work if you're returning to work or if you're trying to get a wide range of experiences.

Contracting

Similar to temping, contracting offers increased flexibility and the opportunity to develop new skills.

Internships

Internships gives you practical experience in a profession or organisation. Usually unpaid and lasts for a couple of months.

Apprenticeship

If you're looking to learn a craft or a trade, gain hands-on experience when you apply for an apprenticeship with a skilled worker. There are many colleges and education/training providers that can help.

Graduate Schemes

If you have gone through the University route, some companies choose to take a bulk in-take of graduates following graduation.
Volunteering

Volunteering lets you learn new skills and gain useful experience which will help you find your next job and launch your career.

Where do you want to work?

Most of us want to find a job that suits us,fitting in with where we live our children, friends, family and of course costs .

Make sure you consider how long it might take to get to your new job. Think about transport links. Also, consider whether you'd be willing to relocate.

If you're planning to move home for work, you should try to let prospective employers know. Make it clear in your CV and cover letter that you would like to move or work in a particular location.

British jobs will give you the chance to search by Location

Who do you want to work for, sometimes you may have a clear idea of types of company and sectors.

Think about what it is that you want from an employer, as well as what you don't want.

Some things to think about:

Promotion opportunities working for a large company where there may be scope.
Small companies where you may gain experience of many aspects of the business
Well-known company
Training opportunities
Culture

Once you've narrowed down what you're looking for, you can start to identify suitable organisations.
Have a look at British jobs and their locations such as www.liverpool-jobs.org www.edinburgh-jobs.org

Contacting employers?

You can approach a company you'd like to work for by phone, email or by sending them your CV with a covering letter. Whichever approach you choose to take, try to make direct contact with whoever is responsible for hiring, whether for a specific position that interests you or for the organisation as a whole.

Employers are impressed by jobseekers who demonstrate a genuine interest in their organisation, so make sure you carry out some background research, know their key products and services and be familiar with any news relating to the company or the industry in which it operates.

How much do you want?

When you're planning your next career move, you should try and work out what salary you should be looking for.

Be prepared to look for jobs paying slightly below and slightly above the rate you'd be happy to earn, but be realistic without selling yourself short. If you're offered a job, you'll usually have the opportunity to negotiate your salary to some extent.

Click through to British jobs to find the ideal job or Career for you

Temping The hidden resource

2011-12-07T02:06:00.000-08:00

British jobs has a wide range of jobs available across all sectors and across all locations around the UK, if you are thinking about moving upward and onward read the copy shown below it may help you secure your dream job.

Temps. The important resource.

Today’s unemployment figures have revealed that part-time workers make up nearly a third of the British workforce. Many businesses are turning to temporary employees - including interim, part-time and freelance workers - to fulfil their staffing needs. Temporary employment has also become an appealing career choice for many individuals.
Organisations are now recognising the need to re-evaluate their staffing situation and plan for the future. Temping is a valuable way to plug immediate gaps.Over half of finance directors surveyed indicated that they would continue to use the same number of temporary workers, with a significant number looking to increase . Cost effectiveness and cover for a key positions were cited as the biggest benefits of using the temporary workforce. For many finance chiefs, temporary employees also come with skills that are not currently available in their team and are an effective way of managing increasing workloads.

The temporary employee.

This demand for temporary employees is a fantastic chance for jobseekers to get a foot in the door and can have significant advantages compared with permanent positions. Autonomy, flexibility and variety are just some of the advantages of this type of work, as well as giving you invaluable experience for future permanent roles. However, there are bound to be questions you may have - what do I do differently as a temporary employee? Should I broaden my skill set? Will I still receive benefits?
Firstly, it’s important to remember that temporary employment provides the opportunity to work when and wherever you want, and can sometimes lead to pay rates that are higher than those in permanent positions. However, being adaptable is key to this style of working, as you’ll constantly be coming into contact with new teams and environments that you’ll need to fit in with easily.

Benefits of temping

Temporary employees can also benefit from new and exciting career prospects for the future, as it’s likely that you’ll meet a lot of new contacts over time, and you can often find a permanent position through networking with those you work with. Additionally, many are able to go on to long-term roles at the companies they originally started working at.
Added skills and experience by working across a variety of environments can also boost your CV and this that can make all the difference between you and another candidate in the future if you do decide to look for a permanent job.

The temporary job search

With so many looking to temporary employment, it’s important that you make your CV stand out from the crowd. Instead of just listing your job skills, describe the outcomes of your performance for each assignment to date, with an emphasis on your recent achievements, especially if they relate to how you have saved time, money and helped increase the bottom line.
Far from being transient and unfulfilling, the temporary working world can provide a wealth of opportunity and reward for your future career, enabling you to broaden your depth of experience and take control of how you work, whether you’re in between permanent roles or looking to tackle temping on a lasting basis.

Click through to British jobs to find the ideal job or Career for you

Can you get the next recruitment consultant role

2011-12-06T02:13:00.000-08:00

British jobs has a wide range of jobs available across all sectors and across all locations around the UK, if you are thinking about moving upward and onward read the copy shown below it may help you secure your dream job.

Are you a good potential Recruitment consultant.

Most candidates have a sense of what it takes to be a success in a commercial world. It's difficult to be in the recruitment business and not be commercial, given the focus in many companies on the cost effectiveness of the hiring process. It's such a visible expenditure category for clients and yet is an activity that can’t be avoided, so the focus inevitably falls on qualitiy,understanding and getting it right first time.

The majority of CVs do not do justice to the candidates achievements; do not spell out what commercial impact they have made. And so it's difficult for the best to make themselves stand out from the rest.

Focus your expertise and be specific

The most common statements in CVs and interviews are quite general.

Focus more on the key metrics that define cost-effectiveness and an understanding of the resourcing process from start to finish.
A number of points to note.
Cover these in your CV.
Cost per hire
Time to hire (From start to finish)
Volume of hires
Quality and success of hires
Fee structure's
Processing capacity of the recruitment team
These points cover both Quantitive and Qualititive areas.

These are often referred to but rarely quoted as measurable achievements, which is key to demonstrating commercial impact.

These areas will demonstrate your financial awareness.

Tips to improve impact and demonstrate your ROI (Return on Investment)

Statements of commercial impact.
Exampes:

Cost per hire:

Reduced cost per hire by 50%, from £1000 to £500, in 12 months. (Time measurable)

Time to hire:

Reduced time to hire in income-generating roles by 9 days. efficiencies.

Quality and success of hires:

Improved first year retention by 100%. (Thus enhancing retention of clients)

Examples will give you the edge
Commercial achievements need to be quite specific. Being vague cannot only disadvantage a candidate compared to others, it can also paint a picture of poor business acumen.

Click on to British jobs and find that great job

Time can you make it work for you

2011-12-05T08:26:00.000-08:00

British jobs has a wide range of jobs available across all sectors and across all locations around the UK, if you are thinking about moving upward and onward read the copy shown below it may help you secure your dream job.

Not enough hours in the day?

You’re not unusual if you frequently find yourself having this thought or vocalising it. As many companies operate with reduced employee levels today, more is expected of each employee.
Time-management techniques can really help.

Beware of multitasking

Common wisdom dictates that the more tasks you tackle at once, the more you can accomplish. In many cases, this simply isn’t true. Juggling tasks simultaneously can diminish both the quantity and quality of your output.

Some endeavors simply require undivided attention. Fight the urge to multitask by reminding yourself that a brain that’s being pulled in multiple directions is more prone to error - which only creates more work for you in the long run.

You may be very good at multi tasking, but think about how well you might do if focused on one issue.

Emails do you manage them or do they manage you

Professionals have fallen into the habit of halting whatever they’re working on to view and respond to e-mail messages the second they arrive. This hampers - not enhances - efficiency.

Recondition your reflexes. Unless you are awaiting an urgent message from your boss or project leader, check your inbox at set times each day rather than reading each individual message immediately. In addition, clean out your inbox several times a month. Trash unnecessary messages and file the important ones in an appropriate folder for easy retrieval.

Timing

What is the least productive time of day for employees. late afternoon is the most common time for workers to hit the proverbial wall.

A simple time idea :

Take advantage of the clock. Work on assignments requiring greater concentration when you’re focused and engaged. If you tend to slump right after lunch or you always get tired the last 45 minutes of the day, use these less-energetic periods to handle routine, lower-priority tasks such as organising files.

If you are looking for a great jobs site that will provide with the opportunities you need click onto Britishjobs

Identifying Stress in Workplace. Ideas on how to help

2011-12-02T02:38:00.000-08:00

British jobs has a wide range of jobs available across all sectors and across all locations around the UK, if you are thinking about moving upward and onward read the copy shown below it may help you secure your dream job.

Stress
What is it.
The effects.

Anyone can suffer from stress and indeed figures from the Health and Safety Executive (HSE) show that in 2009/10 an estimated 435,000 people in Great Britain suffered from stress caused or made worse by their current or past work.

This isn’t just bad news for those suffering from stress or depression; it also has major cost implications for employers if not properly managed. Research from the Sainsbury’s centre for mental health estimates that £8 billion could be saved by British businesses if mental health was managed more effectively at work.

Research has also shown that one of the major impacts on work related stress is how managers deal with the issue. Yet many managers may feel ill equipped to support employees suffering from stress and/or depression, even though they are keen to help.
So, what practical steps can line managers take to support employees? Here ate some tactics that I found very effective in my time as a counsellor specialising in workplace stress:

Never assume or judge

It's always a case of asking open questions, for example: "I’ve noticed you don’t seem yourself and was thinking of ways I could support you at this time – what are your ideas?"
Sometimes people feel better being at work, even if they are going through a stressful time - it could be just what they need. You could also avoid the word stress and replace it with pressure or pressurised to take some of the stigma away.
Refer them to occupational health or an employee assistance programme if available, and say you will follow up in a supportive way to see how things are going.

Be aware of signs

Watch for signs like taking a lot of work home, being late when they used to be early and other changes in behaviour.
Always take someone to one side as discreetly as possible. The chances are that they either don't realise they are not feeling well or they are trying to hide it because of the stigma surrounding mental health issues in the workplace. Say that any conversation you have is going to be confidential unless there is a safety issue involved.
If you can develop a working environment where you have trust from your employees it is a huge step forward as they’ll feel more able to approach you directly if they are having problems.

Be flexible

Offer working at home or adjustment to hours if relevant. For example someone who is depressed may feel better later on in the day than in the morning. Someone who is stressed or anxious may have problems travelling in the peak of the rush hour.
When I was a counsellor, I always used to think it was far better for someone to work differently for a while than to go off on long term absence. This is something which is a losing situation for both employee and employer – early intervention and making adjustments in the shorter term can be much more beneficial both in terms of the cost of long term absence to the business and the over all wellbeing of the employee.

Watch your own stress levels

Watch your own stress levels and take note of them during the day. Managers who are under pressure and then have an employee who is under performing because of stress sometimes try and resolve it by micro managing, which just heaps the pressure on.
Again, it's about listening to what that person feels they need and then seeing if reasonable adjustments can be made to accommodate that. Also make full use of any resource that your employer offers in terms of support for line managers as part of a wider health and wellbeing package. Or perhaps your organisation may be able to offer you some specific training in this area.

Analyse stress together

If an employee seems overwhelmed you can help by drawing a stress map with them.
List out all the tasks they have, for example, and then ask “on a scale of 1-10 how pressurised does this one make you feel?” Maybe that task can be adjusted.
You could also do this with departments they interact with or even people if that's not too contentious.

Create a trusting environment

Try and develop a working environment where you have trust from your employees and they feel able to not only come to you with issues around stress but also feel able to push back where appropriate.
When people get stressed, depressed or anxious they become more worried about what people think. This can lead to some saying yes to more than they should. But by fostering an open working environment, you can encourage employees to feel less pressured into agreeing to more work than they can realistically take on.

Promote health & wellbeing at work

There's always a delicate balance to be maintained, as while you have a responsibility to those you line manage, you also have a wider responsibility to your employer to be mindful of the cost implications of employee absence and adjusted working practices.
However, promoting good general health and wellbeing practices, fostering an open and trusting working environment and equipping yourself to recognise potential signs of stress and deal with it sensitively can really benefit all involved.

Click through to British jobs to find the ideal job or Career for you

Telephone Interviews: things to think about.

2011-12-01T04:24:00.000-08:00

British jobs has a wide range of jobs available across all sectors and across all locations around the UK, if you are thinking about moving upward and onward read the copy shown below it may help you secure your dream job.

Telephone interviews
Distractions detract from telephone performance

Imagine all the things that you can do whilst on the telephone and often do,they are all perfectly normal human activities; and they are all things that recruitment candidates have done during telephone interviews.

Survey's show that many candidates fail to take telephone interviews as seriously as face-to-face interviews, and risk losing out as a result.

Over 50% of organisations use telephone interviews as part of their recruitment and initial screening process. They are most commonly used to save time and money by screening applicants before inviting them for face-to-face interviews.

This means that a telephone interview is an important opportunity for the candidate to make a good impression and secure a meeting with the recruiting organisation. But many candidates fluff that opportunity.
What telephone interviews mean to the candidate.
The mind set has to be what do I want from it.
Clearly set objectives, given that often they are used as a form of screening your initial objective should be to move to a face to face inteview.

Common candidate mistakes

• Distractions: loss of thought flow
• Preparation: Not taking this format seriously
• Listening:If you do not listen you cannot answer
• To relaxed: Imagine you are at the other end, do you sound interested?

These errors can all ‘seriously harm the candidate’s chance of progression’ to the next stage of the interview process.

Remember the person on the other end of the telephone will have gained an impression of you and it is them that will recommend you for the next stage.
Why would you want to give a bad impression?

Some telephone interview ideas

Telephone interviews can be especially tricky for candidates, as it can be difficult to express yourself clearly on the phone. Equally candidates can come across differently on the phone compared with face to face. Also clients will create a mental image of candidates they have interviewed by telephone.

Things to consider
• Prepare yourself for the call as you would a face-to-face interview
• Choose a quiet place to take the call with a landline phone and no risk of interruption or background noise
• Pay as much attention to listening as to speaking

You can change the tone of your voice add urgency and excitement stand up walk around, you can do all of these things.

Telephone interview performance

Faced with a huge pile of CVs from equally qualified candidates, recruiters will need a way of weeding out the weaker applicants, and many use telephone screening interviews. Don’t give them a reason to reject you them by performing poorly on the telephone.

Remember telephone interviews are formal avoid slang terms "mate,Love,Babe," it is always difficult when you relax as a good client will want you to , to remember it is formal. DO NOT FORGET

An idea, dress as you would for a face to face interview, if you do this it will help you to get into the interview mind set.

Do not forget you only get one chance to make a good first impression One key tip is to take the phone call in a quiet room on a landline so you can be confident that it won’t cut out; the lack of distractions and quality line will ensure a more professional interview too.”

Telephone interviews are often the first real opportunity that candidates get to shine in front of a prospective employer.

Click through to British jobs to find the ideal job or Career for you
Tell your friends and Colleagues.

The help you may need for the next Director's Job

2011-11-30T02:57:00.000-08:00

British jobs has a wide range of jobs available across all sectors and across all locations around the UK, if you are thinking about moving upward and onward read the copy shown below it may help you secure your dream job.
Always prepare

As an ambitious senior manager looking to move up the ladder and make the next step to director, it can be difficult to know where to concentrate your efforts in the workplace when dealing with your everyday responsibilities.
However, think of a number of ideas you can focus on which will help you to gain the attention of decision makers and show your managers that you’re ready for the next challenge.

Leadership

When senior Managers and Director's are choosing to promote staff to the next level, they will choose employees who are capable of shouldering the extra responsibility that the new role will bring. When you want to make the move, volunteer to take on projects and tasks to show other people in the company, both at a senior and junior level to you, what you’re capable of. It will make your ambitions apparent and be in a good place to move up, when a new role comes along.

Learn to Develop Respect

To lead from the top, you need to have already earned the trust and respect of those who work with you. Take a moment to think about your personal identity at work and how other people are likely to perceive you. Firstly, are you visible in the business? If necessary, aim to reach out to new people who you have not dealt with before.
People enjoy working with positive personalities and when you arrive at work each day, bring with you an energy and enthusiasm for the role as other staff members will thrive on your charisma.

Communication skills Develop with all types of Colleagues.

It’s likely that you will already have good communication skills as you’re currently working at a senior level and will know the value an excellent communicator can bring. You may also like to consider, your ability to combine good business skills with softer skills such as personnal inter reaction. Try and understand how other people in the working environment may be feeling, make it part of your day to ask them. This will create a positive and caring approach.

Develop your experience

It’s always going to be necessary to have the right experience to become a Director. If you’re feeling unsure about where your expertise lies, write down all the experience you have, so it’s easier for you to identify where your strengths are, which you can then try to develop to the highest level.

Understand your Business

Whether you’re looking to move to a new organisation or would like to be promoted internally, managers will want to see that you know and understand the business’ vision, its values and current position. If you’re looking to move up internally, look at becoming a spokesperson for your business and offer comment to managers about how the business could move forward.

Interviews

It’s very likely that the interview for your new role will be competency based and as such, it’s important to prepare properly in advance. Find out how other people percieve you develop your strengths and target your weaknesses.
A director will strive to use the skills of their team to optimum effect and in the interview, have a number of different and clear examples of your competencies, successes and how you have improved yourself and others in the workplace. It is important to show that you can manage though others, in addition delegation and coaching are important. This will show that you manage yourself and others well, and that you are confident enough to develop subordinates.

Be aware there is no such thing as the perfect person," Perfection is something we all strive for but very rearly achive".
Use your knowledge of your weaknesses to target development and high light all of the positives.

Click through to British jobs to find the ideal job or Career for you

Tell your friends and Colleagues.

Leadership linked with the job search

2011-11-28T02:47:00.000-08:00

British jobs has a wide range of jobs available across all sectors and across all locations around the UK, if you are thinking about moving upward and onward read the copy shown below it may help you secure your dream job.

Firstly: Read and research previous leaders

It is perhaps true that there are a few great leaders who are either naturally talented and are in the right place at the right moment to exercise their particular brand of leadership - some examples: Churchill,Hitler,Kennedy, Gengis Khan, Thatcher and many many more.
A key point is that you do not have to agree with or like a "leader" but note how they become leaders and how they behave and interreact.
These great leaders are interesting to study and can help to inform the development of your personal leadership skills, as long as you ensure that you’re not overwhelmed by their leadership style and you’re not trying to find some form of quick recipe for leadership.
There’s no one right way of leading and this is especially true in the current economic climate. Additionally, trying to be someone you aren’t will cause more problems than it solves, authenticity is crucial to being a good leader.

Leadership factors
Flexibility

One of the best ways to become a good leader is to develop into the kind of leader that suits your interests, values, circumstances and personality. If you start from this point, you’re well on your way to becoming a good leader. If you start from the perspective that there’s one right way to lead, trouble is likely to be just round the corner.
One of the interests good leaders generally have is usually an interest in people. To reinforce this point for yourself, it’s worth generating a list of words and ideas you might associate with good leaders. Some ideas: strategy, vision, direction, empowering, encouraging of a culture that supports the work of the organisation, a good communicator, a role model, the public face of the organisation, personally credible, courageous, influential, tenacious, energetic, an arbiter, a reference point, an orator, a decision maker .

Is leadership a good fit

As you think about these words, it becomes clear that many have a people dimension and this is where good leadership comes into play. Good leadership is inextricably linked to the impact that people make in the workplace. It’s about galvanising and unifying activities. You can’t lead inanimate objects like computers, desks or offices – you can only lead people.
In order to better understand if you are right for leadership, task yourself the following question. Think about a past, one-off event that you particularly enjoyed at work - run through this event in your mind. Then write down a few words to describe what you were enjoying. If your example turns about to be primarily concerned with things, or processes, rather than when you were leading, or being part of, a successful team, then a leadership role is likely to not be a natural choice for you, and becoming a good leader may be hard. ( Leadership as we have thought about is people based)
Being interested in things or processes is not a natural spring-board to securing the best possible future through the alignment, commitment and talent of the people within the organisation – although it’s not impossible.

A balanced leader

If your response to the question about an event you particularly enjoyed at work does involve people and team working and you are, for example, using the words: ‘when we….’ or ‘when the team….’, then leadership is likely to be a more natural option for you.
If this is the case then what is the balance required of a good leader? For example, no single behaviour, or business activity is considered the answer to all problems. So, in the case of your behaviour, how can you build up your confidence and leadership ability.
So that you know when to:
1. speak and when to listen
2. direct and when to coach
3. how to be target driven but at the same time be humble
4. how and when to exercise dicipline
5. how to be optimistic but pragmatic
6. how to be strategic but in touch with people’s current issues
7.keep business flowing as usual while moving towards a different future?

Getting to know yourself

We all have biases and preferences and if we take the trouble to recognise them it is going along way to discovering the key to being a balanced leader is to ensure that we understand those biases and preferences - we have self-knowledge.
There are many ways to better understand ourselves - people who know us outside of work and close friends and family will often be good places to start to further develop our understanding of ourselves. Other options for generating self-knowledge include talking with colleagues, completing psychometrics and 360 degree feedback instruments, coaching, development programmes, Neuro Linguistic Programming (NLP) and experience that is reflected upon and learnt from.

Are you a good leader only when things are good

Hand-in-hand with knowing what we're like is accepting this and appreciating that connecting with people is the key to leadership and that this can be done in many ways, quietly or more loudly, from in front or from behind. Accepting this and accepting oneself ‘warts and all’ is a great platform for becoming the best leader you can become.
Accepting your flaws

We're all the sum of our best and worst characteristics. Trying to be the perfect human being is much more likely to be damaging to oneself and those around us than simply accepting that we can do great work while being flawed and not trying to hide those flaws.
Leading by communication

There are lots of ways to lead and to lead very successfully, the question is which way is best for you and how can you continue to play to your strengths, while being balanced, especially being balanced by others who have the skills which may not be natural to you. Above all be authentic and congruent. This can be achieved more easily than you might think by remembering how you feel when you’re talking to someone who doesn’t ‘ring true’ or when working with someone when you cannot anticipate from one minute to the next the behaviours (s)he is likely to exhibit.
Good leaders need to give of themselves. How do you respond to someone who gives little away? Naturally, we tend to match this behaviour and end up having little or no connection with such a person - the opposite of great leadership. If you can’t connect with people, it’s difficult to know how you’ll influence them to create a successful future.

The road to leadership

Some thoughts: do you feel good about being a leader in your current role? Does it fit with your personal values? Can you see a route from where you are now, to where you would like to be in, say, 5 years time? Sometimes we rise to leadership by a planned process, sometimes we’re thrust into a leadership role by circumstances. This can be a wonderful way to become a good leader because an external stimulus allows us to become the leader that was lurking inside but had not emerged into the light of day.
So, regardless of your level within your organisation consider how you fit there as a leader and what you can do right now in order to step up and become the best leader you can be.

Given the above, leadership can be learnt and developed, at the same time, this behaviour both can and will be noted when chasing your ideal job/career, both in writing and on a face to face basis.

Click on to www.Britishjobs.uk.com and find the ideal job or career

How Your Behaviour Impacts in the Work Place

2011-11-26T03:24:00.000-08:00

British Jobs has a wide range of jobs available across all sectors and across all locations around the UK, but if you are looking for your next move, think carefully about how your behaviour impacts on your fello colleagues.

Top revenue performer = efficient.

Low revenue performer = inefficient.

True or False?

Have you even taken the time to stop, check an see how you impact upon everyone else in the work place and elsewhere – your team mates, clients, bosses, friends and family?

Are you taking responsibility for your behaviour?

Responsibility - is all about taking time to test the waters, and from there taking the appropriate action to rectify any negative issues, it is about making sure that your impact harmless and positive for not just ourselves but for all others too.

In taking responsibility for yourself, there can be efficiency gains for the company also: for someone who is taking real care and respect of how they are operating at work (in how they address, greet, deal with their client, manage their team, or conduct business etc), is taking care of hoe they are percieved in their wor place. Deal with a client in a distracted or preoccupied state of mind, and the business will often not be won, or the client or message lost. Arrive at work irritated or frustrated and the day continues in that momentum often trickling into team flow.

What are the knock on effects

The issue is whether we are actually choosing to be aware of the knock on effects of our actions –these are which flow from us and from there to all others both at work and outside, and if not – then why are we choosing to not be aware of our effects? – this is being irresponsible and it is also being inefficient.

Inefficiency costs us personally, professionally and also the business/company. Yet this is the way in which most products and services are made, manufactured and delivered – fast, speedy, quick, or hurried towards a target or deadline without real care and attention to the trail that is being left behind. The speediness or end result is congratulated without attention being paid to the way in which it was produced or serviced - the trail - and therefore consumed by others.

Sales people in particular know all too well that: delivering a sales call with agitation or in desperation is something that can be picked up by the client – and to avoid doing this.

Hence it is vital to check ourselves – that is, the state in which we are choosing to operate in.

Real responsibility

If we could actually or tangibly see what we are emitting or emanating- what it looks like, tastes or smells like then we would take notice surely and could act – but the tendency is to not, to not see let alone be honest with ourselves over that which we find horrible or foul, and moreover that we could be operating such a way. Yet this is what taking responsibility is – not just looking at what ‘end result’ is produced, but if necessary then changing our approach when required.

Inefficiencies

The things that can allow to be inefficient can be staring us right in the face.

So do you choose to be aware, OR are you choosing to carry on acting as if normal regardless of the knock on to others?

Is your distraction, daydreaming, disquiet, dissatisfaction, tiredness, rash decision, last night’s excesses, mis-typed and sent emails, lost sale, won sale, sadness, angriness, headache etc etc –adversely or indirectly affecting others around you? If so, then this is not what ‘being efficient’ is.

Taking or being responsible and therefore being efficient - is all about recognising, being aware and stopping to check in with ourselves when we know or can feel we are "not right", and then making new choices to deal with our inefficient and irresponsible behaviour regardless of how ‘successful’ we are.

If we want to say to a client that our recruitment agency and consultants are responsible recruiters who act with integrity’ – we must start to consider whether we are being responsible first for ourselves and in EVERY area of our life (in and outside of work), and then also to all others we may come into contact with. There can be no integrity without first responsibility.

Visit www.britishjobs.uk.com and get your career moving!

British Jobs Blog

2011-11-22T01:45:00.000-08:00

Welcome to the blog of British Jobs - THE place for the latest jobs throughout Britain and the United Kingdom.

Keep checking this blog for the latest in employment news and job seeking advice in the UK.

Visit www.britishjobs.uk.com and see for yourself.