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Welcome to issue 342 of the ukrecruiter newsletter. Have you visited our new job board? It is specifically for jobs in recruitment: traditional, on-line or corporate HR. We have nearly 200 vacancies freshly added in the past two weeks. It's free to advertise your recruitment jobs until 15th Feb. | 
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
The Seven Deadly Sins - Part Six: Envy In a nutshell, envy is all about wanting what someone else has got. Unlike Greed, this extends beyond physical goods. It is also concerned with wanting what someone else has that the subject perceives themselves as lacking. So that covers not only cars and money, but also another great motivator for us; the desire for status. So how are we going to use this in the context of an approach to a candidate? Merely telling someone that the position has the title of director when they are currently a manager is ok, but will be seen through pretty quickly if logistically the role is no bigger than the one they currently enjoy. So think instead about the key trigger words and phrases in your pitch to the candidate that will appeal to their sense of envy, and the perceived gains they could make by changing roles. Emphasise, for example, the decision making authority. Play on the directness of relationships with key decision makers. If there is profit and loss responsibility, make sure this is drawn to their attention; also the autonomy the new position will give them. These are all factors that will make the position more appealing to a candidate with borderline interest and give you a greater chance of delivering a quality shortlist. Dan Atkinson is a director of Accite Executive research. He has been in international search for over ten years as a provider of research and researcher training services. He holds a BA in Behaviour in Organisations from the University of Lancaster. contact dan@accite.co.uk, www.accite.co.uk or 01423 565 999. The "My Favourites" feature will be back soon. Why not submit your 3 favourite web sites (see the guidelines at http://www.ukrecruiter.co.uk/articles.htm) via contact2@ukrecruiter.co.uk |
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Article One: Employment and the Law - Recent Developments by Louise Fernandes The New Year may have only just begun but it has already been a busy month for employment law. Louise Fernandes of Field Fisher Waterhouse LLP reports on a selection of this month’s developments. Compensation rates on the up from 1 February 2008 Compensation limits for a variety of tribunal awards and other statutory payments are due to increase from 1 February 2008. The key changes are listed below: · Maximum basic award for unfair dismissal/statutory redundancy payment: increasing from £9,300 to £9,900 Holiday entitlement during sick leave - Advocate General's Opinion Workers who are absent on sick leave should still accrue entitlement to statutory annual leave, according to the Advocate General in Stringer and ors v HM Revenue and Customs. This case originally reached the House of Lords in 2006, when the issue of accruing statutory paid holiday during sick leave was subsequently referred to the European Court of Justice (ECJ). Clarity in this area has therefore been needed for some time. The Advocate General's Opinion, based on the questions referred by the House of Lords to the ECJ in 2006, states that: · the Working Time Directive must be construed as meaning that a worker on sick leave is entitled to accrue entitlement to paid annual leave during that sick leave Whilst the Advocate General's Opinion is helpful, the next stage is for the ECJ to give a ruling on this case. The ECJ tends to follow the Advocate General's Opinion but this is not guaranteed. It is likely to be at least a further six months before we have a definitive ruling on this issue and can fully assess the practical impact for employers. Compulsory retirement and age discrimination As with the case of Bloxham v Freshfields, heavily reported last year, one of the most recent age discrimination cases has involved a firm of solicitors. In Seldon v Clarkson Wright and Jakes, an employment tribunal confirmed that the compulsory retirement of a partner in the firm constituted direct age discrimination under the Employment Equality (Age) Regulations 2006, but it was lawful as it was objectively justified as a proportionate means of achieving a legitimate aim. Offering some useful guidance on the general interpretation of objective justification, the tribunal concluded that the compulsory retirement age did achieve legitimate aims, which included the following: · ensuring that associates were given the opportunity of partnership after a reasonable period, thereby discouraging them from leaving The tribunal also considered the effect or impact of compulsory retirement, and carried out a balancing exercise between the needs of the partnership and the impact of compulsory retirement on the partner concerned. On the basis that the compulsory retirement rule applied to all partners irrespective of personal circumstances, it was held to be a proportionate means of achieving legitimate aims and was therefore objectively justified. Death of the traditional annual pay rise Almost half of organisations (46 per cent) no longer award employees an across the board annual pay rise or cost of living adjustment, according to this year's Annual Reward Management survey from the Chartered Institute of Personnel and Development (CIPD). Manufacturing, production and private sector service firms are the least likely to provide such a pay rise. It seems that the current trend is to allocate pay budgets to departmental heads to distribute among staff based on individual and or collective contribution, and movements in market rates and inflation, rather than as an across the board rise. The survey also states that 70 per cent of organisations use cash based bonuses or incentive plans. However, only 40 per cent of employers plan to amend their current bonus scheme or introduce new schemes. Louise Fernandes is the Professional Support Lawyer in the Employment Department at Field Fisher Waterhouse LLP and can be contacted at louise.fernandes@ffw.com. |
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Article Two: To Apply or Not. The Dehumanisation of Today’s Job Applications by Michelle Fischer How many of you remember applying for your first job? How long did it take you? Was it a handwritten application, or did you use a word processor or a PC? How many screwed up pieces of paper did you fill up the bin with? What was the feedback? My personal experience was spending hours, meticulously handwriting in block capital and black ink, specifically what it was that attracted me to work for Company X and that seemed to take an age. Also I found every excuse I could to get up and do something else, go to the kitchen for yet more caffeine, look up that scintillating essay I’d written on some such nonsense five years previously, start another piece of paper because there was a spelling mistake or blotch…sounding familiar? Nowadays there’s so much more information around on the subject so you’d think that it would be so much easier to do. But somehow it really isn’t. The fact of the matter is, by writing down everything you’ve done with your life, you’re opening yourself up for critique and enquiry. Needing to justify the decisions and actions you’ve made. And that’s just plain hard no matter whether or not you’ve got Google’s guiding hand to take you exactly where you need to go for the answers. And the irony is that whilst the personal agony of actually writing the application remains, the things to include and how applications are selected has fundamentally changed. People are no longer including much of what it is that makes them unique in their job applications. Advice abounds about age discrimination and whether or not dates of birth in job applications are acceptable. How many years experience candidates’ have is arguably one of the more contentious selection questions a recruiter can ask. Whilst supporting Chelsea football club could arguably give a rejected candidate rise to claim for discrimination if the interviewing manager supports Arsenal and the latest game is discussed at interview. So what we really have here, instead of an insightful account of the true motivations of an individual, is actually nothing at all. The ‘oh so personal’ job application, at its very core, has lost its humanity and its personality. And whilst the content of our job applications has been neutralised, so too has the very process sitting behind it. Online recruitment and “killer questions” have replaced the beautifully formed application letter. “Dear Mr Smith” is now a perfectly and uniformly structured application form sent to either a faceless bulk email box or straight through processing candidate management system with supporting killer questions. They themselves automated. Heavens forbid a person would actually read the content of your sweat and tears. “Computer says no” was an aptly coined phrase. Isn’t it ironic then that we hear talk of a “War for Talent” when we have these killer questions. Little wonder of a war when we kill the talent off before we’ve even figured out who’s fighting! Are these the tactics of the battle field? Surely we should take a long hard look at the people in the battle, should we not? Is it possible to spot a sailor from a pilot (or a pirate) without actually looking at the uniform? Computer says no… So what’s the answer? Well it’s simple. Next time you have a bundle of job applications to look at, or you’re reviewing your application process, spare a thought to the first job application you ever did. What were you hoping for in response? And build elements of that special something that’s uniquely you into what you create. You are of course, the best and most perfect job applicant in the world, are you not? Michelle Fischer, Director and Partner of Creative Leadership Ltd, is an exceptional and talented Resourcing and Development all-rounder. Creative Leadership Ltd promote an integrated approach to selecting and developing people and businesses, supporting growth and development at every point. To find out more visit www.clppd.co.uk or contact us on 01202 424250 or info@clppd.co.uk |
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Online Recruitment Update Hitwise top 10 Recruitment
Sites, week ending 26th January 2008 Louise's UK Recruiter blog Press Release: CV-Library Spreads the News Discussion Board Summary UKRecruiterJobs:
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Don't Miss This Press Release: PreVisor’s new Contact Center Solution predicts employee performance Press Release: Employees Invest in Change Press Release: Longbridge Relaunches |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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