We are excited to introduce our latest recruits to have joined our Graduate Scheme. An extension of our already successful Training Academy, (from left to right) Akshay, Maria, Lizzie & Sam come from local universities and have just completed either a Bachelors or Masters degree.
If you are interested in starting a career in recruitment, find out more and apply here.
We are proud to announce the graduation of our two more of our Training Academy have graduated into their full time roles.
Our bespoke Training Academy is written and delivered by our internal team, who have over 100 years combined experience within recruitment. The Training Academy covers an extensive syllabus including the basics of speaking to job seekers, to business development, negotiation and ultimately delivering an excellent service to both candidates and clients.
Jacob Starling has joined the Site Solutions team specialising in Highways & Streetworks roles across the UK.
Lacey Field has also join the Site Solutions team as a resources across construction and defence.
If you are interested in starting a career in recruitment and joining our Training Academy, you can find out more and apply here.
Online technologies move fast in any industry and the recruitment sector is no different. 4 years ago I was studying towards Postgraduate Diploma and completed a detailed piece on how Social Media and Web technologies were impacting on the recruitment process. Now in 2017 I wanted to look back on how things have changed in this time, but also give you some insights into some future trends as well.
This post begins a series of blog posts I will write on the subject covering everything from why we should work with passive candidates we find online to the future of job boards to the ethics behind social media background checks. Please join the conversation and add your own comments, experience and thoughts on our LinkedIn, Twitter or Facebook.
This post has been written by David Sleeman, any opinions expressed are that of the author, and not necessarily representative of the views held by England Associates.
Job Title: Trainee Recruitment Consultant
University: University of Portsmouth
Course: Law LLB with Business
Year Graduated: March 2015
Recruitment wasn’t something that I thought about while at university, it wasn’t even on my radar. I went to university to do Law, so that’s what I thought I would go in to. But I started a part-time evening resourcing role with England Associates whilst still at university and it opened my eyes. The client contact, variety of work, competition and the feeling of success when making a placements was more interesting than a career in Law.
I saw an advert on Purple Door, our university job board, and applied for the part time evening work to fund my university studies. It was a straight forward interview meeting a couple of people in the team. It wasn’t too complicated or interactive.
Persistence. If you’re not motivated to carry on then it won’t work. You need to be optimistic that it will work out.
If you have any fear of being on the phone then it might not be for you. But if you are upfront, can be called a bit aggressive or have a killer instinct this is the job for you.
Pace. The paperwork element is minimal. You spend a lot of time on the phone, putting destiny in your hand. Your ‘desk’ is a successful as you want it to be.
Don’t get too bogged down by stats, targets and KPIs. Pick up the phone and start having conversations. Don’t be afraid of saying something stupid on the phone, just find your own style.
Find out more and contact Daniel Harrington here.
We are proud to be celebrating the graduation of Jordan Shepherd & Declan White from our debut Training Academy in May this year. We couldn’t help but shout about the hard work of our latest recruits who have now joined their full time roles within the business. We pride ourselves in investing in future talent for the industry with all training written and delivered by our internal team headed by David Sleeman, pictured above.
We see a fair amount of CVs through in our daily work (in fact we have seen nearly 3,500 so far this year already) and we often see the same mistakes over-and-over.
I rounded up the senior team here at England Associates I asked the question:
What would make a CV stand out from the crowd when applying for an internal role?
From their responses I have put together 5 tips on how you can make your CV stand out from the crowd.
1. Have a well presented CV
You will be surprised how many CVs we see from experienced recruiters that fail to pay attention to the format, structure, spelling and grammar within their CV.
Your CV is your shop window so make sure that the basics of consistent font style and size, sub-headings and bullet points are covered. Sign post the key sections of your CV that the reader is going to want to see such as your work experience, qualifications and availability for interview.
2. Check your dates
The one thing that tends to make a CV stand out, for all the wrong reasons, is when the dates don’t add up. Make sure to explain any gaps in your CV anything from 1 month to 10 years.
Make sure these are also consistent with your LinkedIn profile, and if they are not explain why.
Longevity with your previous employers is one area that will really stand out to your reader, so if you have a few short spans on your CV why not include a few notes on why you left.
3. Back up your achievements with numbers
Fantastic, you have been the top biller at your current agency for the last three months or you have made the most sales calls in your last role in the company’s history! But quantify it baby!
Businesses often categorise success in different ways, so help us to understand in a language we understand: numbers, pennies and pounds!
4. Be honest
Following up from number 3, I wanted to stress the importance of keeping this humble. It can be tempting to make some bold claims within your CV and make the reader excited by your achievements. However these often don’t pan out. Despite what you might think bold numbers in billing history or sales targets hit are often considered suspiciously rather than making us pick up the phone to schedule an interview.
5. It’s all about you
Above all, remember that we want to hear about you. Sell us what you have achieved rather than focussing on phrases such as ‘was involved in’ and ‘I assisted’ or ‘our team’. Take credit where credit is due.
Make sure to highlight your key achievements as well as your interests outside of work that will differentiate you from everyone else.
Whether you are looking for your first break into a career in recruitment, or looking to work with a new agency that gives something back, use these 5 tips to make sure your CV jumps out from the pile and you get the call for interview!
This article was written by Marie Malyon, Marketing Manager at England Associates. All opinions expressed are that of Marie’s and not necessarily reflected by England Associates.
The England Associates team were invited to join Jobsite at Fratton Park football stadium for a 5-a-side football tournament in aid of Ickle Pickles.
Our team of dreamers joined 15 other teams from other local businesses to battle it out whilst raising over £2,500 for charity.
Our dreams of professional football careers might still be in the making but we definitely look the business!
Job Title: Team Leader
University: University of Portsmouth
Course: BA (Hons) Film Studies
Year Graduated: June 2014
Date Joined EA: June 2014
Money, I was told that I would earn lots of money. I had a lack of direction leaving university, and this wasn’t necessarily a bad thing. I wasn’t sure what to do so this opportunity was ideal.
I was approached while working in a restaurant / bar by someone who worked at England Associates. They were impressed by my customer service skills so asked for my number!
I got a telephone call the next day from Sales Director, Andy Harvey, and I felt it went pretty well. I was invited in to meet them the next day. It was quite an intensive interview process meeting with 3 different team members over 3 days including Simon England, CEO. Yet I walked away from the interview feeling that this was definitely something I wanted to pursue. I also got a feeling that you were part of something, not just an employee and I didn’t get that from any other companies I have interviewed with.
Confidence. You really can’t have too much confidence in this job. We can teach you all the skills over time, but as long as you have confidence in what you do then you won’t go too far wrong.
Every day is different. Very few office jobs are like this in that we have the freedom to manage our days. You also get to earn your worth. More than just career progression you get the freedom for unlimited earning potential.
There is a strong link between graduates and recruitment but it’s not often people’s first choice. However it quickly becomes clear this is a valid career path. It is equally interesting to those that are looking for career progression and the money is just a by-line.
11th of Apr 2017
IR35 seems to be the term of the moment in contractor circles. The reason why it is such a hot topic is due to pivotal changes which, from this April, will affect anyone operating as a limited company (also referred to as Personal Service Company or PSC) and working for a public sector body.
A quick Google search produces a huge amount of information on IR35, much of it out of date and rather confusing. So here we’re going back to basics, with this quick guide to what IR35 is, what’s changing and what guidance and support is available to you.
For the uninitiated, here’s a quick sum up of IR35 to date:
Currently, limited company directors working in the public sector decide and declare for themselves whether or not they fall outside of IR35. From 1st of April this decision is the responsibility of the public sector body they are working for. It is likely that many more limited company workers in the public sector will be “caught” by IR35 and the party paying them will have to operate “deemed payments”, i.e. deduct the same amount of tax and NI as they would for an employee.
Help is at hand
If you are operating as a limited company in the public sector you will be affected by these changes and need to consider your options from April.
For comprehensive, free advice in language that won’t baffle, go to IR35helpline.co.uk . It is a one stop shop for everything you need to know about IR35 and what is changing.
Additionally, to help us administer our responsibilities under the new rules, England Associates have appointed Liquid Friday as one of our payroll partners. Liquid Friday have been supporting contractors for 10 years and are highly respected Freelancer & Contractor Services Association (FCSA) members so you are in safe hands.
11th of Apr 2017
Summer 2016 we were all in panic – the referendum that ‘shall not be named’ – set us all in a fluster.Are we out of a job? Will this be the end of the UK economy as we know it? Will businesses shut their doors and barricade their bank balances? Will all non-British Citizens be banished to their homelands?
Brexit bluff? How has the reality compared to early predictions of how Brexit will affect the UK economy
Turns out we really over hyped the whole situation. Almost 10 months have passed and Article 50 has now been triggered and yet little has changed our day to day lives.
Latest results (according to ONS) show the economy actually grew in the months after the vote and the Bank of England has raised its forecast for economic growth next year to 1.4% from 0.8%
But as an employee, how has this affected your job search and career progression? As an employer, how has this affected your business plans and resourcing needs?
As a seasoned recruiter myself I have reflected on how I have found the past 12 months. Predictions vs Reality. I specialise in recruiting within the ‘Built Environment’ and can only comment on my own experience and exposure to the London market. How does this compare to what you have experienced?
Prediction – Employers will stop recruiting or downsize
From what I have seen so far this has just not been the case. The Built Environment market is fluid, so people are always leaving (due to maternity leave, relocation, retiring etc) so there are always people that need replacing and roles to be filled.
Prediction – Candidates will not want to move to other jobs
On the contrary I think the Brexit decision for some may be a reason to move roles, especially from larger business whose projects are tied up in EU function. Regardless I have not seen a decrease in the amount of active job seekers, and passive candidates have still moved for the right role.
Prediction – EU applicants will not want to relocate to the UK
I am still receiving applicants from overseas, particularly from Italy, Spain and Portugal. However I have also seen an increase of EU citizens returning homes. The jury is still out on this one.
Prediction – Employers will not be able to afford recruitment agency fees
This comes down to our ability, as a recruitment consultant, to demonstrate the value of the service we provide. The best consultant with the best relationships I don’t believe will see any impact.
Prediction – Employers will take on contractors over permanent members of staff
Contract staff allow flexibility in head count, so for some companies this is a great alternative to hiring permanent staff in the face of uncertainty. However plenty of companies are able to forward plan further with projects unaffected by Brexit and are still hiring perm candidates.
There is still much uncertaining which I am sure will continue for a number of years as we negotiate our exit from Europe. However as recruitment consultants are job is to adapt to our environment and work with what we know.
This blog was written by Senior Recruiter & Team Leader Naomi Murdoch-Smith. The opinions stated in this article are those of the writer, and not necessarily reflected by the wider business.