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Win £200 just by updating your CV!

BlogPic1As recruiters, you all know the importance of an updated CV to employers. So why let yours fall out of date?

Given that your CV is the one and only chance you'll get to give a great first impression to employers on the other end of the recruitment vortex, it's surprising how many people let theirs gather dust in an unloved job hunting profile. It's so much easier for employers to choose applicants based on their abilities and experience if their details are up-to-date. In our review, we found that a huge percentage of jobseekers on Careers In Recruitment hadn't uploaded a new CV in more than six months. To give you a little nudge in the right direction, we're offering you the chance to win £200 in high street vouchers just for updating or uploading your CV. Perfect for buying a brand new interview outfit with! We asked fashion blogger Laura Andersonwho writes for La Redoute and her own blog A Forté For Fashion to find some perfect interview outfits you could buy with your winnings. Here's what she dreamed up:


mens interview outfit

Laura says: “Get your hands on a smart suit, it comes in handy in so many situations. Wear a bit of colour to make you stand out a little bit extra. Ties aren’t always necessary so don’t feel you have to wear one!”


womens interview outfit

Laura says: “You can still express your personality at a job interview. Tuck this shirt into your skirt – the ice blue on the shirt it continued throughout the outfit.  Don’t be afraid of colour! Interviews aren’t all about black.Just add some tights to this outfit and you’re good to go.”

Hopefully this has given you some inspiration to get your CV freshened up. To enter the competition just upload your CV here:

Recruiters guide to CareersInRecruitment

Here's a useful guide to help recruiters get the most from the CareersInRecruitment website. Login Add a Job Manage Jobs Manage Applications CV Search CVBE Setup


- Visit the site and follow link to Recruiters in main Nav. - Enter email address and password. If you previously had multiple accounts this will now be a single login per company. If you are unsure which that is please contact us.

Add a job

- From the recruiter dashboard click Add a Job. - Fill in fields with details about the job. - When you are are happy with the content click Add.

Manage Jobs

- At the top of the page you can click the link to switch between your published and unpublished jobs. - Use the filters or search at the top of the page to find and order jobs, and to select how many to display. - You can view applications for each job, and edit them individually from the links next to each result.
» Read more: Recruiters guide to CareersInRecruitment

Psychometric Tests: A valuable tool for employers

psychometric testsBy Heidi Nicholson

Put “psy” at the start of a word and it invariably seems to worry people. It sounds so academic and mysterious. Worst of all it refers to your mind and its inner workings. What could be scarier than someone looking deep into your thoughts as you progress your career. But working in recruitment, you may be familiar with psychometric testing - and the way in which it enriches the recruitment process. You may be involved in testing others, and you may well be tested yourself when moving jobs, or pursuing promotion.

It is becoming increasingly common for employers to include some form of psychometric testing during the employment selection processes. All the research points to processes that combine interviewing with psychometric testing judging candidates more accurately than relying on interviews alone.

Relax. Whether you are told you will be required to sit psychometric tests or attend an assessment centre (the non-“psy” way of saying the same thing) there is really nothing to worry about. It is highly unlikely you will lose a job opportunity on the basis of psychometric tests alone and it may be that when you do get your next job, if psychometric tests were used during the selection process, your transition into and development in that job will be smoother.
» Read more: Psychometric Tests: A valuable tool for employers

Recruitment prospects looking better for graduates

Graduates croppedThe Association of Graduate Recruiters has just released the summer edition of its bi-annual survey of its members, and reveals encouraging news for graduate salaries. The survey found that the average starting salary will increase to £26,500, which is a 6% increase – significantly better than the 4% increase, to £26,000, predicted in January. This is fantastic news for graduates and recruiters, as the salary estimates offered by the AGR's members in 2012 follow three consecutive years of salary stagnation for graduates.

Carl Gilleard, AGR chief executive, said: "It is reassuring to see that employers are investing in graduate talent. The significant rise in starting salaries to £26,500 will be very good news indeed to students, who are bracing themselves to take on higher levels of debt as tuition fees rise to £9,000 from September this year." There are other positive finding for graduates in the survey. It also highlighted that there are fewer applications per graduate vacancy this year - 73; down from 83 applications per vacancy last year.

In addition, the AGR said that its survey findings suggested a stabilisation of the graduate job market, with vacancies predicted to fall by 0.6%, compared to the 1.2% prediction last year.

"While graduate recruitment and development programmes are part of employers' long-term strategy, the graduate job market is inextricably linked to business confidence,” said Gilleard. “With the continuing uncertainty in the eurozone, it is encouraging to see that employers are still talent-planning for the future and that the number of graduate vacancies is remaining constant."

The quality of applications had improved said survey participants, while the AGR suggested that graduates are taking their time to be more selective and thorough in their applications.

A 2:1 degree classification remains the most common selection criteria used by graduate recruiters, with 76% using it as minimum entry standard for the graduates they recruit. This is a slight increase from 73% last year.

The Association of Graduate Recruiters survey is based on responses from 215 of its UK members in the UK across over 20 sectors, which will provide an estimated 21,194 graduate vacancies in 2012.

Browse our recruitment jobs today.

Recruitment strategies fail to plan against loss of key staff

HR jobsThe recruitment and retention strategies of UK businesses are failing to take into account the sudden loss of several pivotal employees, new research shows. Only one in ten organisations have contingency plans in place to ensure their business continues to run smoothly if a number of key employees leave or are absent unexpectedly.

The findings of the report, commissioned by Vodafone, revealed that although one in five employees are reported to be actively considering a job move in the next twelve months, only 29% of UK managers say employee defection to another firm is a significant concern. This compares to 59% who cite IT systems failure and 36% who list damage to facilities through fire or flood as key concerns.

Worryingly, when it comes to business continuity planning, UK businesses are much better prepared for technology and environmental risks than they are for the risk of losing talent.

This is the key finding Vodafone’s report, ‘What if …? Exploring attitudes towards risk’, based on interviews with UK senior managers. This is despite the growing need to attract and retain the best talent and the relatively high probability of talent leaving or becoming unavailable for work.

While respondents accept that talent risks such as employee defection or illness are more probable than environmental risks, for example, only 10% of those surveyed say they have robust plans in place to respond to talent loss. In comparison, 37% say they that they have such plans in place for the loss of key facilities through fire, flood or similar events.

“This research shows that businesses should place a greater emphasis on identifying and managing talent risk as part of a business continuity management strategy. This is not only best practice but it will contribute to business excellence – essential in such a tough economic climate.” added Kelly.

Smaller business are the least prepared, with only two-fifths of organisations with up to 10 employees having continuity plans in place today.

Browse our recruitment jobs today.

Two in five retirees ‘happy to work past 65′ says survey

RetireesOlder people who continue in paid employment will play an increasing role in the recruitment market in the coming years, according to the latest research. Many British retirees would rather continue working past the age of 65 says a new survey conducted by Prudential. Two in five (40%) employees planning to retire this year would be happy to work past 65 if they had the chance, said the Class of 2012 survey.

The survey looked at the finances and expectations of those planning to retire in 2012, and reveals that 48% of men and 32% of women would be happy to continue working past the standard retirement age.

Two-thirds (68%) of respondents cited the main reason to stay in the workforce past 65 as the desire to remain physically healthy and mentally active. More than half (54%) claimed that they enjoy working.

Vince Smith-Hughes, retirement expert at Prudential, said: “There is a new retirement reality taking shape across the UK, with thousands of people actively choosing to work past the traditional retirement age. The fact that so many of this year’s retirees would keep working on a part-time basis is a strong indication that, for many, working is as much about staying young at heart as it is about funding retirement.”

Despite this, only 13% would choose to continue to work full-time with their current employer. Nearly half (49%) of respondents who wanted to work past 65 would prefer to work part-time, either with their current employer or in a new role, in order to strike a better work-life balance.
» Read more: Two in five retirees ‘happy to work past 65′ says survey

Retaining staff – the importance of keeping hold of what you’ve got

Networking GroupOne of the leading recruitment websites has discussed the age-old question, what is more important? Retaining the staff you have? Or introducing new ones?

In this insightful opinion piece, Bill Boarman shares his views on the matter, and stresses the importance of retention during an economic downturn.

To read the article please visit the recruiter website.

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Starting a career in recruitment

5012027PhoneFolderRecruitment specialist Perriam & Everett has released some fantastic information which is a vital read for everyone looking to begin a career in recruitment, with frequently asked questions and some top tips in the industry, this is one not to be missed.

What they say...

“Recruitment consultancy has become a career of choice for both new graduates and experienced people looking to transfer into more challenging, sociable and lucrative work. We thought it would be helpful to include some facts about the job of a professional services recruitment consultant for people without recruitment experience.”

To read the full story please visit the Perriam & Everett website.

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More graduate recruitment in 2012

New research from High Fliers Research reveals that despite the uncertain economic outlook, Britain’s top employers are set to recruit more graduates in 2012.

However, the report on the graduate job market published on Wednesday 11 January 2012, showed that those with work experience are more likely to be successfully recruited.

The Graduate Market in 2012 – a study of graduate vacancies and starting salaries at Britain’s 100 leading employers conducted by High Fliers Research in December 2011 shows that employers expect to hire 6.4% more graduates in 2012 than they did in 2011.

The report also warns that graduates from the ‘Class of 2012’ who have had no work experience whilst at university stand little or no chance of being successful in their recruitment by the country’s most prestigious graduate employers. The report showed that a record 36% of this year’s graduate vacancies are expected to be filled by applicants who have already worked for the organisation during their studies.

Half the employers included in the research have increased their graduate recruitment targets for 2012 and there are additional roles on offer in nine of the 14 industries and employment areas featured in the report.

On average, employers have received 19% more applications for their graduate programmes this year, with some recruiters reporting double the usual volume of applicants in the early part of their 2011-2012 recruitment campaign.

The majority of employers are not planning to increase their graduate remuneration in 2012 – the average graduate starting salary remains at £29,000 for the third year running.

Photo By Ralph and Jenny

Online recruitment on the rise

4815554763_0c53615d7bOnline recruitment has apparently risen by 6 percent according to records. Limited company contractors may be finding new work opportunities online after one company said that internet recruitment has risen by six per cent over the last year. Monster Employment Index UK found that engineering remains one of the highest-growing industries over the past year, with construction following as a close second. Meanwhile, those looking for work in transport and logistics will be happy to hear that the sector's online recruitment grew by 21 per cent in the last year. Michael Gentle, spokesperson for Monster UK & Ireland, said: "In light of the challenging broader economic conditions, employers unsurprisingly decided to ride out the year without having a major employment drive in December. "However, the recruitment market is still active, with the Employment Index reaching its highest level since June and many sectors, including marketing, engineering and IT, showing a more positive picture than this time last year." Photo by Anne Hornyak