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Infographic: Signs you shouldn’t accept that job

We like the idea of people finding jobs. We prefer the idea of people getting jobs and we positively adore people staying in a job they love. Let’s face it, that’s what we do.

Every day thousands of Candidates find and apply for vacancies and secure employment via the jobs here at My Job Hub and we like to remind our Candidates that the interview is a two way process, it isn’t just an opportunity for the employer to size you up..you’ve gotta like them too!

Check out today’s fantastic infographic, courtesy of our friends over at ApprovedIndex:

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Recruitment & HR: Leaving the EU

We’re not about to descend into political discussion. Over here at My Job Hub we try to sit firmly on the fence of politics and basque in our neutral territory. One topic that we thought may be pertinent to raise, what with the looming Referendum this June, is the European Union and it’s impact on laws affecting UK HR and Recruitment.

One thing that we do know is that Britain hasn’t struggled to make laws, in fact, in many instances we have led the way with the quality of Acts and Legislation that have protected our workers and improved the workplace over the last century. Thanks to the harsh working conditions of the Industrial Revolution and the changes in gender balance following the Second World War, Britain was forced to implement drastic legislation affecting the workplace, improvements which continued into the dawn of our EU membership.

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Since 1991, amongst the good decisions and the questionable, we can thank the EU for implementing the following gems that have changed our workplace (hopefully for the better)

• Minimum paid annual leave (now 28 days a year including bank holidays)

• Additional rights for agency and temporary workers and for part-time workers

• Current pregnancy and maternity leave rights

• Parental leave

• Working time (which includes a maximum of a 48-hour week unless you agree otherwise, and minimum rest breaks each day)

• Equal pay

• Anti-discrimination rules on race, sex, disability, age and sexual orientation

• Data protection rights

It doesn’t stop there. There are also employment laws derived from the EU regarding transfers of undertakings (when the business you work for is sold or taken over), collective redundancies, and works councils (giving employees the right to receive information about a business and be consulted about some of its activities).

The UK has traditionally been among the most active opponents of European employment rights, only grudgingly accepting many of the social aspects and only when it has had to. In many cases, such employment rights have been seen by the government to frustrate a flexible workforce and add red-tape to businesses.

In some cases the government has managed to block the introduction of European rights altogether through its vote on the Council of Ministers. But in other cases the European workplace agenda carries on. The government is, for example, presently being forced to adopt a EU directive for additional parental leave – its preferred option is to increase leave to up to 18 weeks a year, which is the minimum implementation of EU requirements.

In 2009 the European court of human rights ruled that workers who are sick during their holiday period can claim back their time, and this was adopted as part of UK law in 2012. And in a separate case the European court said you cannot be discriminated against for your political beliefs (this is not presently covered by existing UK employment law).

However, with Cameron welcoming last week’s European ruling that a policy which banned wearing religious symbols was an infringement of human rights, there are indications that not every employment ruling emanating from Europe is bad. And it is hard to see that the anti-discrimination laws now in force would ever significantly be watered down.

Yet the government does seem intent on eroding employment rights where they are viewed as being bad for business (even if businesses themselves don’t always agree).

Unfair dismissal rights have been watered down, and soon it is likely that workers will face fees for issuing a claim in an employment tribunal. There is also the proposed “employee-owner employment contract” where you give up your employment rights for a share in the business. Most parties were against this idea when consulted, but the government is going ahead nevertheless.

The difficulty with changing existing EU directives is that once adopted they are almost impossible to remove, as repeal requires the consent of the other EU member states. So an exit or renegotiation of terms will be the only way. If this really is on the cards, you may want to make the most of your holiday time and other extended rights courtesy of the EU while you still can. Perhaps a nice trip to Brussels?

Whichever way 2016 pans out for our membership to the EU, one thing is certain, our current recruitment and employment landscape has been indelibly marked by our

 

 

Sources:

http://www.theguardian.com/money/work-blog/2013/jan/24/europe-legacy-uk-workplaces

https://en.wikipedia.org/wiki/United_Kingdom_labour_law

 

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Recruitment Fraud

Recruitment Fraud

Recruiters make up almost 80% of the vacancy traffic here at My Job Hub. For the unaware, Recruiters, Agencies or Recruitment Consultants as they may be known are used by companies to search and select temporary or permanent staff. They may be retained so that companies use them to find every single new member of staff or they might be used on an ad-hoc basis to cope with growth, peaks in business or to cover staff absence.

A hot topic featured in this weeks BBC Fake Britain was the rare but extremely damaging issue of Recruitment Fraud. Sites like ours are take painstaking effort to vet and manage the thousands of adverts and advertisers each day, that said, it never hurts to know what to look out for.

In 2008 the Metropolitan Police created the Safer Jobs in order to help protect job-seekers, employers and service providers from crime during the process of communicating and fulfilling/acquiring employment opportunities

Below are a few examples of areas to be cautious about an examples of issues raised to Safer Jobs in recent months.

 

04The fake background check
Certain roles that have the responsibility of care or security will naturally require the Candidate to be security vetted. More often than not, this vetting comes in the form of a DBS Check. DBS (Disclosure and Barring Service) is the replacement for the now defunct CRB (Criminal Record Bureau) check. In recent years there has been a rise in recruiters asking for money up-front to undertake a check before any jobs can be applied for and then pocketing the cash and becoming conveniently unavailable when contacted without work ever materialising.

 

03

Travel & subsistence advance
This scam has arisen in roles based overseas or outside the Candidates locality. The “employer” claims that they will require costs covering for relocating the Candidate, for travel, accommodation or insurance. Students have recently been the target of scams for jobs that seem too good to be true offering opportunities, pay and career progression all for a small fee, of course. Often it is claimed that the Recruiter needs to organise the transfers themselves, through their own agent or because they are putting everyone on the same flight/coach and so the Candidate is asked to transfer funds before they can be considered for the role.

02

Premium rate phone numbers
If you are requested to call the recruiter and they don’t seem to have a local rate telephone number, a normal looking mobile number or you can’t find their branch number online, be cautious! It’s a rare one but it has been reported HERE some unscrupulous entities have encouraged job seekers to call their rather expensive numbers without any job opportunity ever materialising.

01

Training
For work in care, industry or other safety critical areas, training is essential. Ideally recruiters will seek Candidates with full certification. More established Recruiters may run regular courses and allow candidates to opt-in and up-skill. Unscrupulous recruiters may use such courses to generate revenue from workers unaware that the qualification holds no value and the training may be incorrect and unverified.

 

The above is just a small snapshot and an absolute minority of the scary bits of finding a job. rest assured that it’s rare and on a site such as ours, you wont get caught up in anything nasty, but it’s always good to know! The team over here at My Job Hub are all a bit experienced in this sort of thing and our advice is this:
Be cautious if you are are asked to pay up front fees. Although checks may be necessary, if money is being sought before you have met with the recruiter, found out about their Client or fully registered your personal details then alarm bells should quite rightly ring. It makes perfect sense that it is better for the
Recruiter to qualify you for a job based on your CV and personal details before they should request money.
Be very cautious if you are asked to pay fees by e-money. E-money is equivalent to cash and allows scammers easy access to the funds but often makes it very difficult to trace their identity, Western Union, PayPal or electronic payment cards are all classed as “E-money” some more reputable recruiters will even cover any costs and deduct them from your first wage or perhaps in the rarest of occasions, (since it’s of benefit to them and their client) cover the cost for you. Asking to be paid via anonymous payment routes and non provision of bank details should always raise concerns.
Beware of fast-track starts. Certain jobs may, quite rightly, be able to start very quickly. Trades like Care, Engineering or Construction have very standardised practices and so jobs can be started very quickly, not all jobs are the same though! If you seem to land the dream job overnight, exercise caution if it’s unusual that they might hire without an induction, interview or meeting you first.
Vet the Recruiter. Reference checking isn’t one way. A recruiter should want you to work for them and you should also want them to work with you! Check their website. Google the company name and make sure that you’re happy that they have no skeletons in their closet. Add your recruiter on LinkedIn and take time to know them and their other Clients.
Accreditations. Several trade bodies exist in the world of Recruitment APSCO, REC, IOR [Hyperlink all] that exist to raise professional standards and encourage accountability. Recruiters registered with a trade body are more likely to conform legally and ethically.
If it’s too good to be true… Lastly but not leastly is the old adage that if it sounds too good to be true, it may well be! Working from home, higher than typical pay or opportunities given to the vastly under-qualified should all ring alarm bells. Do your homework! If you’re going to be putting in many hours and possibly years with your next employer, honestly, a couple of hours research isn’t so bad.

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The UK’s top paid careers

Ok, ok so we’re a little bit late with this one, but we’ve only just seen the stats ourselves but here’s a little graphic we’ve thrown together to illustrate the UK’s highest paying jobs last year. Whether you’re looking for a career change, considering your area of professional specialism thinking about what to study towards, let the below guide you to financial success.

 

Top Paid

All that said though, we’re firm believers in finding the job that makes you happy after all, we work to live, we don’t live to work! If you’re looking for the job for you, look no further than My Job Hub

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10 Great questions to ask your Interviewer [INFOGRAPHIC]

So you’ve polished your CV, applied for the position and been accepted to the interview stage. Well done you! But, as the interview nears its end there’s the inevitable “have you got any questions you’d like to ask us” bit.

“how much do you want to pay me” or “can I have a desk with a good view” might be a bit too direct and perhaps you could do with padding out the Q&A  with a few key questions that will enhance your interview and maybe cover some bits that the Interviewer hasn’t discussed. Check out the below for some broad inspiration:

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Name Blind Recruitment

It could be a fad of the latest government or it could be the next big buzz-word in recruitment, but one way or another, it’s this season’s “thing” and it’s probably going to be handy to know a bit more about it one way or the other:

What

In case you didn’t know name Blind Recruitment is exactly what it sounds like. It is the practice of encouraging Candidates to apply for vacancies and withholding their name. Whether this is done by the Applicant, the Recruiter or the online platform, the outcome is that the end Employer does not get to find out the name of the person put forward for a vacancy prior to meeting them. This initiative is supposed to level the playing field for all applicants and prevent Racist, Classist or Sexist barriers to employment.

Who

Announced officially last week at Downing Street, this is a big deal to our current Government with the Prime Minister himself saying:

I said in my conference speech that I want us to end discrimination and finish the fight for real equality in our country today. Today we are delivering on that commitment and extending opportunity to all.”

If you’ve got the grades, the skills and the determination this government will ensure that you can succeed.”

Many major companies are already getting behind the initiative including The BBC, Deloitte, KPMG, Virgin Money and NHS England

Where

At the moment this is a UK initiative. UCAS has already stated that they intend for all university applications to be name blind by 2017 and several major organisations are following suit. Other countries have already established equal opportunities initiatives such as Spain’s Diversity Charter, The US with Affirmative Action and Canada with their Employment Equity

When

Some organisations are doing this already. It is by no means mandatory or an expectation of equal opportunity employers. 

Why

Put simply; this is about discrimination and the allegation that across the UK a certain degree of bias is still present in the HR and Recruitment process that hinders those with “ethnic” sounding names from progressing in the recruitment process.

Several stories have emerged of individuals changing their name to progress where previously they have been unsuccessful (Jorden Berkeley, Tariq Ahmed) and have gained considerable media attention.

Famously, Barrack Obama went by Barry during his formative years and a current high profile US case is that of José Zamora.

Prime Minister Cameron said in his Conservative Party Conference speech, that having a “white-sounding” name made you nearly twice as likely to get a call back from an application than someone with a non-white-sounding name who was equally qualified.

And our opinion? Well, the consensus at My Job Hub Towers is that its okay…ish.

Though we aren’t particularly enamoured by the idea, it is always a good thing that positive action is being taken to level the playing field but overall the issue lies with education and picking the right people within organisations that manage talent. A company should perhaps take a long hard look at itself if its senior managers have to impose such an initiative because they believe that without it, their HR team might just edge on the periphery of racial bias. Perhaps the answer lies in recruiting a mixed HR team. Perhaps the answer lies in hiring educated and qualified Recruiters. Perhaps it’s about implementing an effective equal opportunities policy and engendering an attitude of equality and opportunity within an organisation. Though there is no definitive answer on this one, utilising an candidate sourcing tool that is multi-channel, multi-disciplined and has a wide coverage (such as My Job Hub for example) cannot be a bad thing at all. 

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My Job Hub App Launch!

As some of you may have heard, we’ve had an app in the works for a while now and today it is finally being launched to the public!

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It’s widely known by this point that mobile is the future, as over half of all job searches are now carried out on a mobile device and 78% of candidates are happy to do so given the chance. So, in response, we’ve looked at all the research, taken it on board, and produced this handy little app for all our candidates to take advantage of, helping them to find and be found.

The app is now available on both the App Store (for you iPhone users) and Google Play (for the Android crowd) and it’s so simple even a monkey could use it. Working as an extension of the My Job Hub platform, our app means that you can now search and apply on the go, with your entire candidate profile available in your pocket, wherever you are.

It’s so simple in fact that you can go from opening the app to applying for a job in less than 15 seconds:

Applying for a Job in 15 Seconds

 

To get the app for free now, simply click the button below corresponding to your device and hit install. If you want to learn a bit more about how the My Job Hub app can help you, scroll down and find out more.

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Does Your Organisation Need its Own Job Board? [INFOGRAPHIC]

As well as being the brand behind the “My” network of Job Boards and our flagship Hub, My Job Hub is also a provider of job board software to support organisations across the world in hosting their own embedded Job Boards to power their own vacancies.

We’ve decided to throw together a brief infographic to outline how our software can drive your vacancies and ensure that your brand can #findandbefound

If you’re interested in having a bespoke job board built for your organisation, phone us on 0844 736 4300

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My Job Hub is Up and Running with LogicMelon!

logicmelon my job hub

My Job Hub is now officially all connected-up and ready to go with LogicMelon’s multi-posting goodness, helping all you clever LogicMelon users out there to find and be found.

So now, anyone who’s signed-up and posting with LogicMelon can just pop My Job Hub on their posting rota and bob’s your uncle you’re posting your vacancies onto My Job Hub as well! It’s almost TOO easy.

If you have no clue what we’re talking about and until now thought that LogicMelon was just a fruit that was good at solving maths problems, then this bit’s for you. LogicMelon is a job vacancy multi-poster. This means that once you’ve taken the time to carefully plan and devise the perfect job advert for your new vacancy, you don’t then have to spend even more time copying and pasting it between all the different job posting websites you’re using, because LogicMelon does that all for you.

So pop over to LogicMelon today, have a look, see if it takes your fancy, and start posting unlimited jobs to My Job Hub for free!

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What Are People Earning in Your Industry? – Office [INFOGRAPHIC]

For employers, it’s always handy keeping track of trends in the job market. Knowing how salaries vary across your sector and change over time helps you adjust and change, or even be ahead of the curve when it comes to attracting new talent or re-evaluating your current levels of compensation.

For employees, it’s great just to be a bit nosey to see if it’s worth heading over to a job board and jumping ship because you’re not being paid enough (or inflating your ego for being overpaid).

In any case, it’s going to at least be interesting, even if it’s not life-changing, so check out the infographic below, today’s industry is office and admin.

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Infographic courtesy of Blue Arrow 

 

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