Category Archives: Jobs

How to secure the best move you have ever made!

Kim MacNamara HR Business Director

Kim MacNamara
HR Business Director

You have just landed your first interview and are panicking – what to do, what to wear, what to say? You have one chance to make your mark so what’s your plan?

The HR job market is picking up in pace and there is more competition so it is imperative to stand out from the crowd.

Here are my top tips!!

interview1Research  Research  Research ! Have you ever sat at an interview and stumbled when your interviewer asked you what you knew about their company?  Make sure you do your homework – check out their website, latest articles, news snippets, financial status, social media profiles, their groups and discussions, use your network of contacts to get ‘insider’ info and find out what their plans are for the future and how your experience can relate to them and their HR team.

Take a look at the latest developments in their industry so you can share your findings with confidence and highlight what their potential issues could be in future and how you would overcome them.  Sites like Glass Door  give great insights into a company’s culture.

Ensure you know your CV history inside out and read the Job Description provided so you can easily sell up your skills to each of their essential criteria.

Practice Practice Practice! Practice your responses to typical questions likely to be asked at the interview- there are some that are guaranteed to crop up again and again.  Be ready to talk about your knowledge, experience, abilities and skills in detail.

Think about what you can bring to the table in terms of practical skills as well as explaining what sets you apart from other candidates –

  • Highlight your achievements, where you have influenced and made an impact, your major successes and results.
  • Why are you the best person for the role!  An interview is not just about what you have done, but about what you are going to do for them.

interview3Dress to impress! People make judgment calls before they have even introduced themselves at interview so ensure you are smart in appearance and dress appropriately to the level of job and type of firm you are meeting with.

Clean well fitting clothes and polished shoes are a prerequisite. Any outfits with dog hairs, deodorant marks, fraying hems, straining zips or buttons are a big no no! Your interviewer will sit and stare at you for an hour and they will notice every flaw.

successBe Calm and Relax! We all get nervous before interviews but if you prepare well then this will be key to staying in control. Make sure you know exactly where you going for interview (try a practice run before hand), allow extra time for any unexpected delays and get everything you need to take with you ready the night before. Remember to speak clearly, smile (yes you can enjoy an interview!) and remember that your interviewers are just normal people, and they may be nervous too!

Ask Questions Always have some killer questions to ask your interviewer as this shows them are you really interested in the role.  Don’t forget to finish on a  high with great questions – this is your chance to show you are on top of your game, show them you are keen to find out more about them, reinforce and showcase  your skills  and make them aware that you really do want the job!

For further great advice why not take a look at the Ashley Kate HR YouTube film with brilliant tips on making your Interview a Success .

 If you would like to discuss any HR related topics further please feel free to email me  on kim.macnamara@ashleykatehr.com or call me on 0845 413 3200.  You can also connect with me on LinkedIn or Follow me on Twitter .

 

 

 

 

 

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Now is the time of the Assistant

Paula Shaw - Head of HR Recruitment North

Paula Shaw MIRP (CertRP) – Head of HR Recruitment North

So lets face it, the economic climate hasn’t filled us with confidence about the hr job market over recent years. Having worked in the HR market for over 8 years I have seen the good and the bad.

During the recession it was a fact that employers didn’t have the time, resources or budget to take on new HR staff needing or wanting development.  Employers have played it safe with new recruits who had ‘been there, done it & got the t-shirt’ for a while now.  As a longstanding HR career coach it has been frustrating for me, working specifically with Junior and entry level HR professionals, with limited (almost non existent) opportunities for ‘high potential’ HR Assistants to move into advisory level positions.

timenow

Over the last 12 months specifically, I can confidently say that making the transition from a HR support role into a HR Advisory role has never been more realistic. In fact, now is the time!

Refreshingly, clients I am working with now are actively looking to recruit HR professionals in support positions and providing them with excellent training to develop their own talent internally to transition effectively into HR Advisors and officers. Employers  do not want the finished article at this level.  growthThey do not want someone with the t-shirt and all the bad habits that go with it. They want someone who can be part of their future talent management strategy, who is high potential and can be developed and nurtured into their culture and learn their business way of doing things!

This current war for talent at the £28k and below level is about potential and drive, a distinct shift from experience and skills.  So, how do you show potential and drive ready for this step? That is where Ashley Kate HR and I can help.

Make sure your CV shows you are ready if you are ready then chances are you cvimagehave already outgrown your Administrator duties and are taking on a lot more than this.  Don’t bore your reader with a list of the Admin duties that you were initially employed to do. Excite them with all your additional duties that you have taken on as the Admin is so basic for you now!

Show them what makes you stronger than the other HR Administrators out there – tell them about the fact that you are already advising and guiding managers on a range of Employee Relation matters including, absence, timekeeping, sickness and dismissals within probation.  It doesn’t matter that these may only be the basic issues and they might not all occur in the business.  What matters is that you are actively advising on these matters!

 The biggest mistake I see at this level is candidates writing their CV for the job they were employed to do. DONT!resume

Write your CV for the role you WANT! I’m not saying you need to lie (far from it), but you need to make it clear to the reader that you have developed beyond the remit of your current role and you are knocking on the door of the next step up.  Show you have bridged 50% of that gap and todays employers will come and meet you with development to bring you on with the remaining 50% – and potentially beyond!

promotionHaving had the pleasure and delight of supporting numerous candidates through this transition I have to say this is the most satisfying part on my role. I’ve worked across all salary levels in the HR Recruitment market but still to this day, nothing makes me happier than progressing candidates from those HR Administrator/Assistant roles into the career making roles of HR Officer/Adviser.

If you are a HR Administrator ready for next step then please do get in touch to discuss your career aspirations. Ashley Kate HR can provide you with tailored and personal advice and guidance on how to write your CV in line with the current market trends.  You can also get some handy tips form the Ashley Kate HR CV Writing Tips film.

For further information about forthcoming events or for assistance with any HR requirements please email me paula.shaw@ashleykatehr.com or call 0845 413 3200. why not LinkedIn with me, or Follow me on twitter.

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GET ON BOARD – top tips to get the start to your on-boarding process right.

Gemma Turner

Gemma Tuner – HR Recruitment Consultant

You have interviewed your shortlisted candidates, you have found the perfect HR person, offered the role and it has been accepted. Great news! Everyone is on board and you have recruited successfully, right?…..

Wrong!!!!! Most candidates have a 4–12 week notice period and whilst you may think you have things ‘in the bag’ do you really know what is happening in that time?

The key time a candidate gets offered or counter offered is within the first week of offer so it is important to get the start of your on-boarding process right.

Top candidates are massively in demand and where we have casually used the words  ‘War for Talent‘ in my opinion the ‘Battle for Talent‘ has just got a whole lot more serious and we are now at full scale ….. ‘WAR’

HR Managers and HR Advisors, Recruitment, L&D and Reward professionals in particular (top talent still remains hard to find) are getting a number of offers from companies at the same time competing aggressively for the same ‘rare’ (top) talent. A key shift in my role in Ashley Kate HR over the past 6 years is to coach hiring managers in the ‘tactics of war’ to stay ahead of the ‘enemy’ to secure the ‘Top HR soldiers’.

During this vital time before your ‘new employee’ starts, ask yourself the following questions:

Have I fully engaged my new employee at interview stage?

Am I in regular contact with my new employee?

Do I have full knowledge of all other recruitment processes my new employee is involved with?

Do I know what the new employees current employer is doing now?

I make no apologies if you feel slightly nervous and anxious now as to whether your new employee will start……. You wouldn’t leave HR strategy to chance so why leave this major investment to chance?

Here are the key things to make sure your perfect person is starting with you on your agreed start date.

contact_detailsContact details  make sure the candidate has the contact details of their line manager. Initial information may have come through another contact; agency or internal recruiter so make sure the candidate has a direct line, mobile and email they can ask any questions that may come up.

Make contact and keep contact– you need to make the candidate feel they are already part of the team. Meet for a coffee, get them to come in for a team meeting, make sure they know who the key stakeholders are they will deal with.

DiaryDates for the diary – what is coming up in the business they need to be involved with once they have started? Annual conference, off site meetings, Christmas party or team social events. If they already have dates locked they will not only feel engaged but already focused on the role ahead.

What is expected?  To get the best out of someone in their first few days it is a good idea to get them prepared. The first few days tend to be information overload and a flurry of names to remember. Give them an idea of format of the induction for the first week before they start and it will give a good feeling of security and keep the candidate committed.

These are just a start, it all sounds simple but there are lots more proactive activities you can put in place. Get a third party involved, like Ashley Kate HR to manage this sensitive time for you.  Our success rate of offer to start is 97% so it’s always best to trust an expert.

victory_imageMake these simple changes to your process to avoid those nasty surprises and ‘Win’ the war for talent.  

If you would like more advice or information or you find yourself in this situation please feel free to contact me, Gemma Turner HR Recruitment Consultant on 0114 221 8000 or gemma.turner@ashleykatehr.com why not Link-in with me or Follow me on Twitter.

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‘My First Month in HR Recruitment with a HR Recruiter of Choice as a Social Media Ninja’

 

Joanne Wilson Communications Co-ordinator

Joanne Wilson
Communications Co-ordinator

I think it is fair to say that when you start a new job the first few weeks are the most nerve wracking. Wanting to fit in, wanting to shine and impress, needing to deliver on your interview promises!

My first few weeks with Ashley Kate HR were no different.  My background is not one of Recruitment and Ashley Kate HR has been a real eye opener for me.  Previous working life has found me working with small independent businesses, so I was naturally looking forward to working with a much larger company and therefore my expectations were high of Ashley Kate HR. 

I have not been disappointed. Within my first week I received a formal induction with clearly defined targets and expectations along with a full, continuous HR training programme to help enable me to better understand our client’s needs and expectations.  

Supporting that I was introduced to a fantastic team of people ready to help impart their industry knowledge, perfect for a ‘sponge’ mind like mine.

 
I soon discovered that Ashley Kate HR is a cleverly thought out pristine machine made up of talented hard to come by parts. The mainframe well maintained and serviced regularly, each element so unique and strategically placed that I now liken it to a Formula 1 team.
 
The offices are a constant hive of activity, each recruiter passionate and driven, ready to achieve their ultimate goals… ‘perfect partnerships’

I was informed at my induction that the Ashley Kate HR principles and ethics are;
 
Personal, Professional and Honest
 
Now, a lot of companies have ‘strap’ lines and try to promote these. The difference I have found with Ashley Kate HR is that these principles and ethics run deep into all of their process and procedures, externally and internally.  They are at the very core of what Ashley Kate HR do.  All of the consultants have clearly been selected based on these three principles and every single one of them display these attributes on a daily basis.
 
My Mission….
To build strong national partnerships, whilst developing existing relationships through Social Media activities ensuring that, at all times, the three principles Personal, Professional & Honest are adhered to.
 
I gladly chose to accept this mission. With the tools and the training Ashley Kate HR have provided me with, backed by the business ethos and forward thinking mentality, I am proud to shout, Tweet, Blog, Instagram & Google+  about Ashley Kate HR, all we can offer the HR profession and all our news and achievements.socialmediaimages
 
Please join me on my Social Media journey with Ashley Kate HR by liking our Facebook page, following us on twitter, or connecting with us on LinkedIn  

 

 

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Retained Assignments : The choice for smart HR employers!

 

Ashley Kate HR – HR Recruiter of Choice utilise numerous, successful sourcing strategies when identifying the very best HR talent for UK wide companies. One sourcing strategy, in this current climate, that is proving to be the preferred method of choice is the retained assignment. I am sure there are some in HR who would express initial hesitancy when considering this method as an option – it is to be expected – but the success rates speak for themselves.

handsA retainer-based arrangement involves working with Ashley Kate HR to recruit for an HR professional on an exclusive basis. Activities and initiatives are pre-established between the HR client and your personal Account Manager, and the agreed full recruitment campaign and schedules are detailed in a proposal. Retainers have a pre-determined fee, which is divided into stages with the first stage being paid up front to initiate the recruitment campaign. HR know that the chances of reaching the right  target audience and persuading them to get the ‘buy in’ necessary increases dramatically when Ashley Kate HR are able to use all available channels including  head-hunting and search ,web and social media advertising, direct mail, networking and targeted  PR all work together when identifying a suitable shortlist of screened applicants.

So what are the benefits?

  • You would work with one point of contact which minimises impact on your valuable time and this creates a better external image to your potential candidate talent pool.
  • You gain commitment from Ashley Kate HR to work on the assignment until successfully filled as a priority over contingency assignments.
  • There is a heightened chance of success as working exclusively on a role creates a greater level of ‘buy-in’ from the candidates and ensures better control of the process.
  • We will create opportunities for candidate feedback that you would not normally have access to which will enable you to enhance your future search strategy. We believe all feedback is good feedback.
  • We use all the valuable networking tools  we have available to recruit the best candidate  including passively networking , headhunting and extensive use of our market leading social media groups therefore offering an increased success rate.
  • The candidate benefits from more in-depth market knowledge of your company being passed to them.
  • Access to MI reports that will measure the success of the campaign and provide further feedback from candidate pools on your interview process/style.
  • Strengthens your employer branding with the increased marketing opportunities undertaken by the Ashley Kate team.

And finally

people

  • Recruiting through the Ashley Kate HR brand will strengthen yours!! We are seen as the HR Recruiter of Choice and a market leader in HR recruitment – HR want to be associated with us.

Ashley Kate HR would be delighted to work with you (or your HR colleagues) on your HR recruitment opportunities on a retained basis and look forward to hearing your thoughts and plans for HR recruitment in 2014. If you are keen to find out more about our Retained Methodology and how  it can benefit your organisation please contact Kim at  kim.macnamara@ashleykatehr.com.

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Spooky goings on at Ashley Kate HR

Follow us on Twitter or like us on Facebook, to check out our office festivities.

These HR professionals are NOW looking for work in your area:

  • Head of HR – Operating at senior level ensuring HR strategy is aligned with business objectives to deliver return on investment. Strong commercial acumen developed at senior management and Board levels. Significant experience of designing and implementing new reward structures. 
  • HR Business Partner – Exposure to HR in the UK and internationally with experience of Head Office and multi-site environments. HR generalist experience with extensive experience in restructuring, redundancy, compromise agreements and TUPE transfers. 
  • HR Manager – Strong employee relations experience including disciplinary, capability and sickness absence.  Experience of managing redundancy processes and compromise agreements, CIPD qualified. 
  • Resourcing Manager – CIPD qualified, strong recruitment background. Main point of escalation for the business and HR team regarding recruitment expert advice. Agency PSL management and implementation of new contract volume recruitment campaigns. 
  • Senior HR Officer – CIPD qualified who has supported the implementation of SAP, created role-specific recruitment tools, designed and rolled out appraisal systems based on the groups performance management model and has revised HR policies and procedures including family-friendly policies, disciplinary and grievance procedures. 
  • HR Officer – Multi-site experience, revised the HR and Payroll/Compensations & Benefits Guides, implemented a new HR/payroll system, supported job evaluation programmes and provided generalist operational support. Coached and guided mangers through a range of change programs. 
  • L&D Advisor – Fully qualified with experience of manufacturing and construction environments. Partnered with the Senior Management team on projects, developed a strategy to transform the organisation’s culture from four businesses to a one team ethos. Managing the full training and development cycle including course/workshop design, delivery and detailed evaluation. 
  • HR Administrator – CIPD qualified, supports the HR Manager with delivering HR across 4 sites. Advises on terms and conditions and policies & procedures. Has recruitment responsibilities including advertising, arranging interviews and inductions for new starters.

 

For further information on these candidates contact us on 0845 413 3200 or email solutions@ashleykatehr.com

 

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HR Hot Job of the Week!

HR Advisors / Birmingham, West Midlands / ref:1307-63LST

Increased competition for HR jobs means moving your career forward on your own can be a challenging prospect.

That’s why Ashley Kate HR’s advice, support and contacts can be invaluable and why so many HR professionals turn to Ashley Kate HR time and time again. Take a look at the ‘Hot Job of the Week‘ and if this meets your current career objectives then get in touch with Lucy Wesson on 0121 321 1000 or email lucy.wesson@ashleykatehr.com.

For other HR jobs please follow the link below:

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HR Hot Job of the Week!

HR Advisor / Sydney, Australia / ref:1208-32YJ

Increased competition for HR jobs means moving your career forward on your own can be a challenging prospect.

That’s why Ashley Kate HR’s advice, support and contacts can be invaluable and why so many HR professionals turn to Ashley Kate HR time and time again. Take a look at the ‘Hot Job of the Week‘ and if this meets your current career objectives then get in touch with Tiffany Johnson on 0115 922 3000 or email tiffany.johnson@ashleykatehr.com.

For other HR jobs please follow the link below:

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Ashley Kate HR announces new addition to team

The UK’s HR Recruiter of Choice, Ashley Kate HR welcomes the new appointment of Wayne Ghosh as HR Recruitment Consultant to further strengthen their North West HR Recruitment team. Wayne is a graduate who has gained over 10 years experience working within a mix of private and public sector clients and offers a committed and creative approach to recruitment. Wayne will be recruiting HR professionals at junior and mid level and will be joining Carrie Fletcher (http://uk.linkedin.com/in/carriefletcher1) and Jo Coggan (http://uk.linkedin.com/in/jocoggan). As a team they will work collaboratively and continue to focus on a results- orientated approach to HR recruitment across the North West.

Commenting on the new appointment Gemma Stirrup  Head HR Recruitment for Yorkshire and North West said: “We are delighted that Ashley Kate HR’s presence in the North West HR has grown significantly and that we have quickly responded to the increased demand for our HR recruitment services by recruiting an additional, dedicated North West HR Recruitment Consultant. This will allow the team to build on Ashley Kate’s enviable track record even further in this region.

To view Wayne’s Linked In profile click here http://uk.linkedin.com/in/wayneghosh

For more information about Ashley Kate HR www.ashleykatehr.com

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