Here at Michael Finchley we have filled in vacancy gaps created by permanent, temporary and contract staffs for businesses in different industry sectors.
|Graduate wage 'premium' cut by a fifth in just 10 years|
|Graduate wage 'premium' cut by a fifth in just 10 years|
Graduate wage “premiums” have slumped over the last decade because of a lack of jobs, pay freezes and rising levels of student debt, a major report has found.
The earnings advantage gained by university leavers has been cut by more than a fifth overall since 2003 as a result of the economic crisis, it was claimed.
Researchers warned that the value of a degree had steadily declined each year, with students taking arts and humanities courses being hardest hit.
Ministers have repeatedly claimed that an undergraduate degree can add more than £200,000 to graduates’ average earnings over their lifetime compared with adults who shunned university altogether.
But the report commissioned by the Higher Education Careers Services Unit warned that the “relative earnings advantage associated with a degree appears to have been declining slowly over the past decade, possibly by as much as two per cent per annum relative to average earnings in the economy”.
It is feared that wage premiums will decline further still in coming years after a sharp rise in tuition fees.
Students starting courses this autumn will be expected to pay up to £9,000 a year almost three times the previous maximum.
The study warned that the employment market for existing graduates was in “sharp contrast” to that witnessed a decade ago, with university leavers more likely to face unemployment or jobs in low-skilled industries.
“Unemployment is no longer insignificant, affecting more than one-in-10 of graduates with many experiencing difficulty in findings jobs.
“For those that do find jobs, there is a much greater likelihood that the job will not be a graduate job. The relative earnings of graduates continue to decline, although compared to suitably qualified non-graduates, a degree still confers an earnings premium.
“Student debt, incurred through tuition fees and maintenance expenses, has been rising, an ominous sign given that [current] graduates do not form part of the high fee regime introduced in England in 2012.”
The “Futuretrack” report analysed students who started university in autumn 2006, the year “top-up” fees of up to £3,000 were introduced by Labour.
The study, based on surveys of more than 17,000 students conducted between November and February, examined how they had fared in the labour market after graduating in 2009 or 2010.
The findings show that four-in-10 were in “non-graduate jobs” roles which fail to utilise their degree 18- to 30 months after graduation. A fifth of students with a first-class degree failed to gain skilled employment, rising to half of students with thirds.
By comparison, just 26 per cent of students were in non-skilled jobs after leaving university when a similar study was last carried out a decade ago.
It also found that students who graduated in 2009 faced higher debts, with average university leavers being required to repay £16,000. By comparison, students who left university in 1999 had average debts of £7,960 equivalent to £10,300 when adjusted for inflation.
In a further disclosure, one-in-10 new graduates had experienced "significant" periods of unemployment and those from black or Asian backgrounds or with a lower degree classification were more likely to be affected.
These factors combined to bring down the average wage “premium” for graduates relative to average earnings, the study found.
Overall, the premium had dropped by 21.7 per cent between May 2003 and November 2011. But graduates with an arts degree saw their relative earnings fall by 33 per cent, while humanities students witnessed a slump of almost a quarter.
By comparison, the wages of law graduates were down by just nine per cent.
Men were also more likely to be hit than women, seeing earnings slump by 23.8 per cent, compared with 20.7 per cent among women.
Article by the Telegraph UK
|The Top 3 Ways To Annoy A Recruiter – And Lose Out On A Job!|
|Once you apply to a position, your resume will most likely be sent to a recruiter. It’s important to know how to work with recruiters because they can be a powerful ally in helping you land your dream job or they can prevent you from being considered for a position all together.|
This should be something that is easy to do and logical, but I am still surprised by how many candidates fail at this and never make it to the interview stage.
Here are the top ways to annoy a recruiter:
There is no contact information on your resume or it’s incorrect.
When I was working as a recruiter for a large company I would get at least 1 resume a month from an employee who was referring a friend to a position and that resume didn't have any contact information on it. I would automatically delete those. I figured that if someone can’t put their contact information on their resume they weren't worth our time!
And even more common than that is that sometimes candidates would put incorrect email addresses or phone numbers on their resume and then when I would try to reach out to them I couldn't.
Make sure your contact information in on your resume and that it’s correct. A recruiter could be trying to reach out to you about your dream job and the opportunity to make more money, but you will never know about it if we don’t have your contact information!
Aggressive follow up.
While I think it’s a good idea to follow up with a recruiter some candidates take this to a whole new art form!
I once had a candidate call me 6 times in 2 hours. When I was finally able to take his call, I asked him if there was some sort of an emergency – because that’s the only reason that he would need to call me that many times in 2 hours.
He quietly said there wasn't and got off the phone with me very quickly. And that’s not an isolated incident, as I have had a fair number of candidates call me multiple times in a day. Once that starts to happen I would inform the manager and we would drop the candidate from consideration.
We would do this because hiring someone takes time and if we have one candidate who is constantly following up with us that person becomes too time consuming to deal with. And then we start to wonder when this person gets hired are they going to need this much attention to do their job? The red flags get raised and the candidate has now presented themselves as a risk.
If you want to follow up with a recruiter or hiring manager simply ask, “if I don’t hear back from you within a week is it all right if I give you a call or send you an email.” Most of the time everyone will say yes! And if they don’t they will say something like, “try us in 2 weeks.”
And when you follow up if the recruiter or hiring manager still doesn't have an answer for you for where everything is in the hiring process ask the same question again. Eventually you will get your answer and they will respect that you are not taking up their time.
Attitude is everything!
Every once in a while we deal with candidates who are stubborn, uncooperative, or just downright rude. I once had an employee refer a friend of his to me and this candidate seemed to think that I worked for him.
He wasn't a fit for the position I had open, but as a favor I told him that if he tailored his resume to more accurately match the job description that I would send his resume over to the hiring manager.
He became very combative with me and told me he didn’t understand why he had to do that and that he wasn’t going to do that. Then started telling me to name all the positions that I thought he might be a fit for and to send my resume to those hiring managers.
Once we got off the phone I called one of the hiring managers to tell him about the candidate that was just referred to me and why I didn’t think he fit into our company’s culture. The manager agreed with me and we never considered him for another position.
Be nice to your recruiter and let your attitude shine. Did you know that many times when a recruiter has a great conversation with a candidate that is one of the first things we tell the hiring manager? People will always choose a really good candidate with a great attitude over an excellent candidate with a poor attitude because once they hire that person they could be working with them 5 days a week for years to come!
By Ryan Fisher Author and Career Coach.
Most employers still plan to hire not fireThe latest results from the Recruitment and Employment Confederation’s (REC) monthly JobsOutlook survey of 600 employers show most businesses plan to build their workforces in both the short and medium terms. According to the survey, nearly two thirds (60 per cent) of employers plan to increase their permanent workforce over the next three months and over a third (36 per cent) said that they will maintain current levels of staffing.
Only 4 per cent of employers plan to reduce their number of employees.
REC chief executive Kevin Green said: “Speculation about a possible triple dip recession has not dissuaded employers from their plans to hire. Our latest data shows that most businesses intend to take on more permanent staff and continue to use temporary workers. Only a very small number said that they expect to reduce headcounts over the next few months.”
April’s JobsOutlook survey of employers reports that:
• 60 per cent plan to increase their permanent workforce over the next three months, 36 per cent will maintain current levels of staffing and only 4 per cent plan a reduction.
• 54 per cent plan to increase their permanent headcount over the next 4-12 months, 44 per cent will keep numbers the same and only 2 per cent plan a reduction.
• 39 per cent plan to increase the use of agency workers in the next three months, a further 50 per cent intend to maintain current temp numbers and only 11 per cent plan a reduction.
• 36 per cent plan to increase the use of agency workers in the next 4-12 months, an additional 55 per cent will maintain current levels and just 9 per cent plan a reduction.
JobsOutlook reports the responses of 600 employers questioned about their hiring intentions over the next quarter and the next year. Respondents are drawn from across the public, private and non-profit sector, and from across a range of industries and sizes of organisation.
|What Job Seekers Dislike About Employer|
|Looking for a new job can be extremely challenging in this economic climate. Now we are hearing from a steady stream of job seekers who are being irritated by the application and interviewing process. Many job seekers are actually quite upset with what they perceive as “shabby” overall treatment. This is damaging the employer brand of many organisations and damaging the recruitment teams’ reputation. |
Below are some of the most common complaints from job seekers:
Not letting an applicant know they’ve been unsuccessfulIt may not be easy to get in touch with every single person who applied for the job and didn’t get through to the interview, but it’s really disappointing for job seekers when they never hear back from employers, particularly when they have been asked to spend up to 90 minutes applying.
Not letting an interviewee know they’ve been unsuccessfulNot contacting unsuccessful interviewees is much worse than not contacting unsuccessful applicants. It takes a lot of work and time to get ready for an interview therefore, an email with a brief feedback will be very much appreciated.
Posting job specifications that are unclearTry to be very specific because, if job seekers don’t understand exactly what you’re looking for, they won’t be able to give you what you need.
Having to submit a lot of documentsMany applications require a resume, a cover letter, response to selection criteria, signed declaration of some sort, academic qualifications and many others. It’s better to require only what’s really necessary before the interview as the rest can be garnered after this stage.
Weird and Whacky questionsMost employers like to put candidates on the spot and figure out how they thing and handle pressure. However, a common complaint from jobseekers is that questions are deliberately designed to be vague or just simply to catch them out but without an obvious end game.
Not including salary detailsIt’s frustrating for applicants when they apply for a job that turns out to be offering less money than they were hoping for especially after taking a lot of time writing the perfect CV and cover letter. Therefore, it’s better to be upfront when it comes to the salary.
Very specific job requirementsThe job market has grown so competitive that job seekers seem to have to be a perfect match for a job. Being smart, flexible and resourceful seems to be no longer enough to get a job…you must possess the exact experience the company seeks.
Vacancy oversellingSomething else that job seekers complain about is overselling. Trying to make a job sound as exciting as possible just to get great applicants, can make you end up with a disillusioned employee when it turns out that it’s a bog standard run of the mill job!
Unexpected interview challengesIt’s ok for employers to set candidates challenges or tasks for their interview. But, when they do that, they should always give the right notice period and what’s expected of them. That ensures that the interview is neither a waste of time for the employer or the employee.
Not reading the candidate applicationApplicants expect to be quizzed about their work history in interviews, and to be asked for more information about what they wrote in their application. It can be especially annoying therefore when a candidate is being asked basic questions that should have already been explained during the initial evaluation process.
Not researching the candidate properlyApplicants are expected to research the company they are applying to and often to demonstrate their knowledge before they get the job. Doing the same for them could well give you an idea of what they’re able to do and it could also help you to formulate better questions for the interview.
While the employer has a vacancy to fill, the jobseeker is asked to put their career and potential happiness into the employer’s hands. Therefore, it’s very important to make the whole hiring process as smooth and pleasant as possible. It will be a win – win situation!