On reading today’s newspapers, and particularly the Telegraph, three stories of employment news struck me with some considerable weight. Read these summaries, read the original stories through the links, and see what you think.

Personally, you couldn’t make some of this stuff up! The NHS story shows how public sector pay has moved up, and why savings are possible without excessive job cuts in front line services.

Managing Director pleads guilty to spending £105,000 on Lap Dances…

Managing Director of steel fabricators KB (Northern) Reinforcements, Ian Tulloch, 59, a married father-of-two, spent the equivalent of nearly twice his annual salary on naked dancing girls at the Spearmint Rhino club in central London. The sum would have paid for more than 5,000 nude lap dances, at £20 a time.

Tulloch, the £55,000-a-year managing director, was financing the visits with money invented by falsifying accounts. He invented several elaborate scams in order to boost the company’s profits and award himself bonuses of £73,000.

Tullock was sacked in 2006, after Greater Manchester Police were called in to  uncover a £3 million black hole in the accounts, and sack 11 staff.

Tulloch, of Lordswood Close, Chorley, Lancashire, pleaded guilty to one count of fraudulent trading, 29 counts of falsifying company documents and two counts of making a false statement to auditors at an earlier hearing. Two counts of theft were left on file.

He was sentenced yesterday to 12 months’ imprisonment suspended for two years,  ordered to complete 300 hours’ community work and to pay £150,000 compensation.

Inside Police recruitment…

The Independent Police Complaints Commission announced that an inquiry had been launched into the “extremely concerning” claims, which came to light after an anonymous tip off.

Grahame Maxwell, the head of North Yorkshire police, and his deputy Adam Briggs are accused of helping two “close relatives” to bypass the first stage of a job application process to become police officers.

Maxwell is one of the most senior police figures in the country, and is the national lead on human trafficking issues. His family are heavily involved in the police: his father was a chief constable, his sister is a serving officer and his brother-in-law is also a retired officer. The media allegations centre around his son.

North Yorkshire police opened a recruitment hotline in February 2010 offering 60 jobs. 200,000 people called to register their interest, with demand so great that the phone system crashed, leaving thousands of potential applications frustrated.

Those callers who did get through were interviewed and given the details of an online application form – the first part of a multiple-stage process to join police force. It is alleged that Mr Maxwell and Mr Briggs helped their relatives bypass the phone interview process and submit their application forms directly.

NHS Management…

Statistics released by the Office on Central Information an the NHS Information centre show that the NHS workforce in England has reached a record high of 1.43 million, up by 30 per cent on 1999. During this time:

• Managers have increased by 84%, to 44,660
• Administration and technical support staff are up by 40
• Nurses have increased by a quarter to reach 375,500
• Junior doctors up by two thirds
• GPs by 30%
• Consultants by 50%

Labour have spent a lot of money – rightly – on the NHS, but the growth in managers seems high.

Good Luck!

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CV Writing: worst ever?

As a Recruiter and Professional CV Writer, I am often asked what is the worst CV you have ever seen?

I think before answering this question, as anyone who approaches me with the need for CV Help clearly recognises that it is bad, and hence they ask for help. Hence some of the technically “worst” I have ever seen can not be publicly disclosed, as the owning job seeker recognise that it wasn’t working, and hence found some help from us.

However, the following examples all come form my day job of being a recruiter. These people either didn’t recognise how bad their CV was, or just didn’t care. In either case, they failed to get our advertised job, and probably many more afterwards!

CV Writing: measurement

Which brings me to the main point of this post: measure your job search success, or lack of it. Whether you decide to write your own CV or seek the help of a professional, the key to success is measurement.

The key tipping point measure for me when chatting to job seekers is that of job application to telephone interview ratio:

• If its less than 1 in 20, then there is a clear problem and hence cure
• If its better than 1 in 5, then there is probably not a lot I or any other Professional CV Writer can help you with
• In between, and its either structural or tactical.

But if you do not measure your job search success, then expect to end up in the pile of “thank you for your application,” or in the Worst CV history books.

Worst Ever CV?

Graham, a job search coach, asks: As a hiring manager or recruiter, what was the worst CV that you ever laid eyes on and why? The worst I have ever seen and this was years ago, was hand written in pencil. Through shear pity, I was compelled to read on. It was pitiful, needless to say, but it for some reason humbled me and I felt momentarily compassionate for this person who seemed to be trying. I know you are asking, “did you hire this person”…no of course not, I didn’t. But it was certainly an unforgettable CV.

In answer:
I’ve seen the pencil one – and yes they are humbling.

A friend had a copycat, who copied his (ie: the hiring manager’s) career history and achievements.They had worked together at a previous company, and this job applicant had simply “copied” the hiring manager’s CV! My friend thought about calling him, but in the end wrote a quick note to HR to ask them to deal, and in return himself stole the best of the phrases from his reworked CV.

But the best as I would consider worst was from a lady. I knew it was bad because a researcher started laughing, and just couldn’t stop laughing. She beckoned me over with a red face, still laughing, and handed me the CV.

Line3 was the answer. It took us about 15mins before we read past line3, and her skills were excellent, but on line3 was her eMail address. I won’t detail what her email address was, but lets they say she must have thought of sex constantly with more than one person!

Some times, things which you may place in a draft CV, you miss when they are placed in the final version. Always have it read through by at least three people, or use a CV review service.

Good Luck!

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Job Application: why yours was rejected

It is only once their job application has been rejected, that most job seekers get an insight in why their job application failed.

Unfortunately this tells them that with some fore thought, they could have figured this out for themselves. Let me help you avoid these common mistakes, and give you some insider advice on how to maximise your job application success

Job Application: it’s a personnel thing

All job applications do not start with the job seeker, but with the employer. A job is approved inside an organisation through the combination of two forces:

• Business need
• The manager of the team in which the job will be fulfilled

This is an important insight, as it should tell you that the final decision on who is employed is made by that manager, and that the successful job applicant will be considered the most able to deliver the defined business requirements.

The result of these two forces is the creation of a job description, from which the job advert is derived. Only after the job is approved to this stage, does job application become a personnel process. But not recognising the human beings wholly in the personal exchange – the manager and the successful jobholder – is a key mistake of many job applicants

You and Your Job Search

A job application starts long before you start reading newspapers, crawling job boards, trudging to the Job Centre or chatting to friends. Your job search starts with you, and a clear definition of:

• Who and what you are
• What you hence offer (as a business solution)
• What you want to do/see yourself doing long term

If you don’t know what you want to do, then any job will do, and hence multiple job application rejection will follow

Job Market testing

Although you now know what you want to do, the jobs market may at that point in time not want those exact skills, in that search geography, for the pay level which makes economic sense to you. You need to test that the job market is offering that job at the right pay level, and this is where the real advantage of the jobs board driven job search becomes apparent.

Go to your favourite jobs board, keeping the title/skills consistent and setting the pay level to zero. Then open the geographic search criteria until the result shows at least 20 jobs. If you can’t find at least 20 suitable jobs, then your ideal job presently doesn’t exist in the jobs market. Either: go back to stage1 and think of another interim step to your ideal long term job; wait three months; or accept constant job application upset.

The second problem at this stage is having too many jobs to apply for. Again, go to your favourite jobs board, and if after filling in your desired criteria there are more than 100 job results returned, then go back and more closely define what you offer an employer/seek next and long term. Falling into any job will do syndrome means that you are not focusing sufficiently in the eyes of the employer on what you can do well/offer, and hence will be rejected.

Professional CV

Although it disappoints me to say it, as a Professional CV Writer if you approach your job search in a particular manner, you don’t actually need a Professional CV. But, for 95% of job applications, you will at some point in the legal and hence defined HR process need a CV. In the modern world, a one-size fits all CV just won’t get you the required telephone interview: the only output action required when an employer takes when presented with a good CV.

If like many today you heard a friend or someone in a pub used a free template successfully to get employed, make sure you don’t follow the herd: templates mean you don’t stand out from the crowd. Good Professional CV Writers create engaging 2page documents that make employers pick up the telephone, because they communicate that the job applicant has the desired skills to fit the job description, and show social fit with the organisation/manager. If your template doesn’t, how ever pretty it is or however long your list of hobbies and interests, expect to be rejected

Job Search Source

The one thing that job seekers fail continually to understand, and yet employment professional do, is that you can’t beat the odds of where you find and how you apply for jobs.

For instance, as an internal employee offered a promotion, your chances are 90%. For a known person interacting directly with a recruiting organisation, your chances are around 50%. Your best chance of getting employed via a public job advert, be that on a company website or via newspaper, are around 12% on average. Where as a “follow the process” application via a job sourced on a jobs board could easily be as low as 2%

So why do so many job seekers think that they will be successful spending more than 10% o the time on jobs boards? Rejection is bound into and dictated by the where your find jobs and how you apply

The jobs you choose to apply for

This one as a recruiter is a constant insight into people, as it is the greatest volume point along the job application process of rejection. If you don’t have the skills to do the job, as defined by the job advert, then don’t apply. To pass this stage: read the job advert three times; then take a highlighter pen and outline the required skills/qualifications/experiences; now highlight the exact same phrases in your CV. If you can’t find them, then don’t apply.

Yet everyday, I know that around 1/3^rd of job applicants to the positions we post will not have the required minimum skills, qualifications and experiences. Why do job seekers do this? I assume that they can all read as they have a CV, but I presently conclude that this is mans (and woman’s, the statistics are almost equal but slightly less; women are still more cautious) age old need to move forward. These job seekers hence they see this as measured risk: I get rejected, what did I lose? The number of rejected job applications at this stage has risen in the jobs board age, but I personally conclude this is as a result of the ease/lack of cost of multiple job applications.

If your ratio at this stage of the job application process is less than 1 telephone interview in 20 job applications, then your job search has gone wrong in one of the preceding stages.

Telephone Interview

Statistically, the equal greatest point of job application rejection, together with the jobs you choose to apply for. The simple guidance is that the moment you put in a job application, you need to be prepared for a telephone interview.

The purpose of the telephone interview from the employer’s viewpoint is to confirm that you as the job applicant have the claimed skills/qualifications/experiences to the required depth of the job description, and that you have some social fit with the organisation. If you have spent a lot of time putting a great CV together, then you need to spend as much time in the modern job application world on your telephone interview technique. Secondly, if you are getting constantly rejected at this stage, then it is either that: you are choosing the wrong jobs; your CV is over written; or you don’t telephone interview well.

Job Interview

Almost there, but this is not as most job seekers think the final point of job application rejection. The job interview is the point at which to close the job search circle, and prove that you can fulfil the business need of the job, and get on with the team manager. What about fitting the job description? As a recruiter, I know that the more senior the position, the less important the job description is in who is chosen as the final successful job applicant. As I said at the start of this article, the job application is a personnel thing, but it is about human beings: forget that, and prepare to be rejected.

Package negotiation

The final point of job application rejection. While most job seekers leave this like packaging for their summer holidays to the last minute, the seasoned traveller and the seasoned job seeker know that package negotiation starts at the start of the job application process, not as an after thought at the end. A new employer wants you to start yesterday, so firstly know when could you start the job by knowing the contract notice period on your existing contract of employment. Secondly, know that the pay level you seek is above the minimum you need to live on. The bigger the employer, the more likely they are to have a well-defined corporate pay structure, the less room there is for manoeuvrability. Thirdly, focus on the soft issues in negotiation and hence total package vale, over direct pay. HR teams have soft and often unspent budgets in training, moving assistance, car allowances, etc. Don’t lose a job application because you thought the job paid more, and you then focused on getting the pay level upwards.

Job application confidence

This is the last point of job application rejection, and it is a general issue throughout the current job-seeking world: personal confidence. Job seeking in itself is a job, and it is a tough one. There is research, marketing, paperwork, cold calling, direct costs and worst of the lot: a high level rejection. Even the successful job seekers will be rejected at least once, which means that their success ratio is 50%. I haven’t yet met an unsuccessful job seeker who was in some way lacking in self-confidence. It is one of the reasons that I decided to in part cross the divide and become a CV Writer, because universally in most job searches the CV is a common point. If you read through this article, and are still wondering why you are rejected, then after looking in the mirror get out with friends and family and remember what’s important. After taking a break for a day or two, then go back to applying for jobs with renewed vigour, and seek some help in your job search.

A job application is as easy as you make it for yourself, but the one big piece of inside advice you should take to avoid job application disappointment: if you don’t know you, what you offer, and what you want to do, then you will be: REJECTED!

Good Luck!

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Job Application: Fired?

Kate, a life coach, asks: How should a client answer an interview question/fill out an application if they have been fired? The person I am working with feels they were wrongly fired from a company due to a personality conflict with a manager. When asked at a job interview why he isn’t currently working, what does he say to be truthful but not scare the potential employer? Or how does he fill out an application that asks if he was fired and why? “Joe” felt the manager was disrespectful and treated him differently than other employers. So “Joe” asked to transfer to a different manager. A day later, “Joe” was let go and was told the reason was because his breaks were too long & broke company policy. If “Joe” is able to prove that he was fired inappropriately, how would he include this information in an application or interview? If a potential employer wants a reference from his previous manager, with whom he had a conflict, how should my client approach this?

In answer:

Employers simply want to know you can do the job, and that any issues that you have had previously are well in the past.

The answer is: focus on what was learnt over the details of what went on. The moment you get into the details of what went on, it is much like a running length of yarn unwinding a jumper: it never ends, and you keep digging yourself into a deeper hole!

Job Application: stick to the facts!

Stick to the facts by echoing what ever a reference will say, eg: “I was dismissed for minor infringements on company time keeping. I didn’t get on with my boss, and that was core to to me leaving the company. I learnt that I needed to make sure I could get on with my boss as much as I could do the job required of me in being successful, so now check that aspect of any potential employer or offer. I also like a mix of informal as well as formalised communication, to make sure everything is going in the right direction. Can you tell me Mr potential manager about your format of staff communication?”

Job references due to legal cases these days will come down to: start date, end date, reason for leaving. Only if the sector is regulated (eg: financial services, anything involving children/the vulnerable), will it go any further.

Focus on the what was learnt over the what went on: one is history, and should always be left back there.

Good Luck!

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Job Search: Can’t find jobs and too many jobs

There are two types of job seekers who I know are failing in their job search:

• Those you can’t find any jobs
• Those who are applying for more than 20 jobs per week, after 4 weeks or more of starting their job search

The problem with these types of job seeker is that they have never:

• Defined their target job clearly, so that “any job will do” syndrome takes over
• Never tested the market for their ideal job

The result? They get rejected form job application after job application, for not having the right set of skills, qualifications and experiences to do the advertised job. In actual fact, they are rejected because they sound weak, limp and undedicated in their job application, and also don’t have the right set of skills, qualifications and experiences.

So, is there an ideal number of jobs to be found, and also to apply for?

Job search and you

The one thing that always surprised me when first becoming a recruiter, and still does to this day, is how easy it is for employers and recruiters to tell the enthusiastic and committed job seeker from the “any job will do” syndrome types. Yet, I hear job seekers on a daily basis and see them on forums saying things like:

• Well, it looked like a nice job
• Well, I saw it and thought I would stick a job application in
• A friend had applied, so I thought: why not?

In the times before the credit crunch induced recession, these types of people may have got a job. Now, not a chance. There are people out there who are hungrier and more energetic in their persuit of THAT one job than any of these people.

When you see these comments, you also often see on forums the follow up comment that they never heard form the employer/recruiter ever again. Well, surprise: why should employers follow up unenthusiastic job applicants?

If you don’t know clearly what you want to do and are committed to that, then you will end up in Any Job Will Do syndrome, and hence long term rejection alley

Job market testing

If you know and are committed to what you want to do, then the next question is: does the job exist in enough volume in your chosen market?

You may know the job exists – account, salesperson, etc – but it is a market position which defines your immediate chances of employment in that position. That market position is defined by two sets of people:

• Employers: they may have enough of those types of people right now
• You: you will search for a title within a geography, at a minimum salary

It is a fair assumption that if you know the job exists, then there is probably someone at this present time recruiting to do that job. The only question then becomes where and on what salary? Hence, the answer to can’t find jobs is actually, are you committed enough to that profession to commute further o even move? The answer would appear not.

Minimum number of jobs

Testing whether your ideal job exists is easy in the job board driven market. I always suggest to CV clients that they seek at least 20 positions for any particular job search. Can’t find 20, then the job effectively doesn’t exist in the market presently in sufficient volume for you to be employed in a reasonable (less than 3months) time scale. I know from experience that those 20 jobs on job boards could in reality be as few as 6 jobs, so 20 is your minimum target.

Maximum number of jobs

The test for the maximum number of jobs, is how many job applications you are processing per week. More than 20, and you probably have your ideal job criteria either not set or set too wide.

Think about it from the employers view point. The most relevant skills are those gained in the last three years, out to a maximum of five. On average, that probably means you have undertaken two or three jobs in that time, in a particular sector or market. If I am recruiting for a job, then matching my job requirements and your past jobs is a good sign of your capability of productivity. Beyond that and the employer has a larger question, and you as the job applicant have a sales task which requires some research:

• Good research on any company takes a minimum of an hour
• A job application with customised cover letter and CV takes another hour
• This results in each application taking two hours
• You should work on your job search 8hours a day, so that 4 job applications maximum per day
• Follow up on each application takes 30minutes, so that’s another day
• Hence 16 applications per week, 20 maximum if you work on Saturdays

Therefore, is you are applying for more than 20 jobs per week, you either:

• Have not defined your ideal job, and hence fallen into Any Job Will Do syndrome
• Are not doing your research on each organisation
• Are not customising your job application

You therefore end up at a volume of job applications, which translates to the employer as either not qualified or doesn’t care. If your job application to telephone interview ratio is less than 1 in 10, then this should also be a sign of Any Job Will Do syndrome

If you are frustrated by your job search, then measure your job search process. If you are failing to find jobs, or applying for too many jobs, then ask yourself the question: what is the job I really want to do? Make sure it exists in the market

The right job is the work you want to do at the company where you want to do it in the industry you want to be a part of. Research devoted to honing in on your target is the first thing to do when you wake up. That translates as enthusiastic job seeker, which means employment.

Good Luck!
Good Luck!

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Job Application: employer direct

As a recruiter, of course I would always prefer that as a job seeker you come to me over going to an employer to find a job. I get paid a fee for vetting out the unsuitable job applications, and reduce the time an employer takes to fill a job.

But I actually make more money in hard to fill positions, and employers are making more use of new Social Media. So more job seekers and potential employees are going direct: our are they?

Job application: jobs boards

Many job seekers find that the job they thought they were ideally qualified for in actual fact is advertised by a recruiter. In fact, in a recent straw poll, I found over 60% of the jobs on a well known jobs board were recruiter advertised over employer direct.

As I have said before, recruiters have tighter tolerances and a different view to an employer over who could fulfil a position. While both have the same core brief and view:

• Employers – are happy to accept less than ideal qualified candidates who could become a long term employee
• Recruiters – think as much about their future income as they do about the ability for the candidate to deliver results from day1.

Hence, many job seekers find if they apply via job boards to what are often recruiter advertised posts, they are rejected.

Job Application: quick

How do you solve this job seeking problem? Go direct, and try to avoid the jobs boards! One reason that so many jobs end up advertised on jobs boards is the cost of collecting CV’s for future roles, or those skills which know the market is short off. Jobs boards don’t do themselves any favours by competing on price, and hence the cost of that ideal job advert you see could be as low as zero to the recruiter/employer! Job boards often offer special deals for either new clients or repeat posts, and hence the effective cost of advertising could be zero.

When the cost is zero, you can see how 60% of jobs on a jobs board end up as recruiter adverts.

Job Application: employer direct

In example:
David, a part-qualified financial planner, asks: How do I find jobs direct with employers without going through recruitment agencies? I am fed up with being rejected. can you tell me where I can find many finance jobs where I do not have to go through recruitment agencies and can submit my CV for jobs directly to the employer?

In answer:
The key here is to make a direct job application to the employer and have a conversation, over using an anonymous internet process in which you will will be rejected.

Firstly, do some research. Define the job you want/are skilled for, and the geography in which you wish to work. Then – and here’s the useful use for job boards in a job search – see how many of those types of jobs you can find posted. less than 20, and you need to widen your job specification or geography.

Once you find your job search is possible, now make a list of target employers. Use free resources like Yell.com, Kelly’s Directory and your local newspaper: spot for the job adverts or read the business section. From this you need a list of around 50 potential employers.

Now go to the websites of each listed employer and see if they have an employment section. If they have posts advertised, then don’t fall back into the anonymous job seekers trap, by applying online. Either call first using a Telephone Interview technique called the Informational Interview, or even better attend some local networking events for the local professional society, in your case an IFA society or group.

If you can not make contact this way, either because you are remote, then see if you can use Social Media to make an online inside contact via a website like LinkedIn.

Going direct to employers make a lot of sense.

Good Luck!

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Job application: rejection in your CV?

When job seekers make a job application, and are rejected, many think that its probably in their Professional CV that the problem lies.

But, on reflecting on a variety of statistics and personal experiences, I will happily tell you today that the problem is probably not in your CV. But most often, rejection from a job application is confirmed by your CV

Job application: experiment

Last year, we took 20 job seekers. For 10, we rewrote their CV and let them choose and apply for jobs how they wanted to. For another 10, we didn’t touch their CV’s, we just guided them on what jobs to apply for and how to apply.

The results? Equal numbers of the job applicants got employed from the two different groups in exactly the same ratio/outcome curve. All 20 are now happily employed.

Why should this be true?

Job application: ambition

Around one third of job applicants are rejected because of their own ambition.  People, and particularly man, like to move onwards, upwards and forwards. This means that the last job you had, becomes the floor level of the next job you want.

There is nothing wrong with this, but the question becomes, do you have the skills, qualifications and experiences to do the next job upwards? This follows into problems number two

Job application: communication

If you have the required skills, qualifications and experiences to do a job you see advertised, do you have the ability to communicate this to the recruiter or employer? In my early analysis of CV’s and Job Application – which is why I became a CV writer – of those rejected, equal numbers were rejected either because they didn’t have the required SQE combination, or could not communicate it.

You may say this is unfair or unacceptable: and I could agree with you. But is it really up to the employer to find and confirm that you have the right SQE combination, or the job seeker? The balance initially has to be on the job seeker, and it is for both the reasons of ambition and communication that I wrote the article Why Was I Rejected? This is effectively the same test that every recruiter and employer applies to every job applicant: pass it, and apply for that dream job

Job application: clarity

Do you know what you want to do? This seems like a simple question, but on my own statistical measurement, around a half of job seekers suffer from “Any Job Will Do” syndrome, and a third from an unclear next job objective.

If you can not communicate in your Personal Statement what you want to do, then how does an employer know how to position you?

Our solve for this problem is getting our Professional CV clients to focus on their Elevator Pitch. If you have that clear, then you have clarity of purpose.

Job application: method

The third reason for rejection is in the method of application. Lets assume that you have clarity of what you want to do, and know you are qualified for the jobs you find. How can you now be rejected from the process?

Firstly, job boards are full of “fishing” jobs. Before job boards, the cost of advertising a job was £300+. Now, its an average of £25, and possibly even free. So the ideal job you see may not actually exist, it may be there for the purposes of fishing for CV’s

Secondly, posting your CV to every jobs board means that you could be rejected before you even apply. Most recruiters will reject you after you confirm or are found on three or more jobs boards.

Thirdly, you could be seen as too available, and hence desperate. Neither employers or recruiters want to engage desperate job seekers.

Fourthly, you could be too internet reliant. People employ people. No one yet employs mass robots, so real job adverts have real managers behind them. Making people contact early results in lower job application rejection ratios.

Job application: made easy!

The answer for most job seekers when they are rejected is to focus on their CV. It is a tangible asset, and more easily focused on than ambition, communication, personal clarity or method.

All a poor CV does for the employer or recruiter is to confirm your unsuitability for a particular job. Giving you a better Professional CV greatly improves communication and personal clarity, but doesn’t address ambition or method of application. It is with this in mind that we created our Interview Guaranteed CV Service, which addresses both sides of job application: a Great CV, and the best method. It is why it has a full money back guarantee, and a job interview guarantee.

Good Luck!

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