We all know that higher education can be costly, but how does the cost of your degree stack up against the rest of the world? Have a look at the infographic below and find out!
The new trend in hiring in 2013? Challenge-based and video interviews. Read how you can master these new challenges.
“Businesses and recruiters are using video interviews and work samples as a way to effectively vet job candidates before bringing them in for an actual interview so employers can “try before they buy” and ensure they’re finding the right candidate for the job.”
For example, if a business is hiring an engineer, they may present a coding challenge to candidates; if they’re hiring a social media manager they may ask candidates to create compelling tweets.
Here are some tips from HireArt to ensure that candidates are prepared for both the challenge-based and video interviews that are becoming more common in today’s competitive job market.
1. Act like you want to be there.
Being energetic over a video interview can go a long way in making you stand out against other candidates that seem bored or uncomfortable. Even though it might be more difficult to seem enthusiastic about a job when you are just talking to the camera, you should try to come across as excited and passionate about why you want to be there.
2. Watch your presentation.
You don’t look as good on camera as you look in person (it’s true!). So, don’t let basic components of your interview, such as attire and lighting, negatively affect how you come across. Dress as you would dress were the interview taking place in the office. Record the view in a bright place that allows the interviewer to clearly see you. And make sure the quality of your audio allows the interviewer to really understand what you are saying. Although these things are not related to your skills, they could count against you when other candidates have them and you don’t.
3. Don’t be sloppy.
Typos and lack of attention to detail in your online applications often immediately disqualify you. Take the time to be careful!
4. Know your own pitch.
Most video interviews require you to record a two minute pitch about yourself. Really think about what you want to get across, what experiences you would like to highlight, what sets you apart from other candidates, and how you want to say this in a succinct way.
5. Make sure you know the company, its competitors and the industry inside and out.
If you are invited to an interview, even if it is an online interview, companies expect you to understand the position and know the company well. Use this information to craft your pitch and at every other chance you get. Articulate specifically why you want to work at the company – what specifically drew you to this position.
Find the full, original article written by Toni Bowers, over at TechRepublic.
You may think that getting and accepting a counter-offer from your company is flattering. You may have to think again.
You will be looked on here on out as a bit of a traitor.
Sure, you ultimately decided to stay, but in your company’s eyes, you made an effort to find another job. And you might have interviewed on a day you called in sick, or asked to leave early using some excuse.
It may be a little naïve, but to your managers, your loyalty can’t be counted on. And if you were just using the other job offer as leverage to get what you wanted from your employer in the first place, it can be construed as a kind of blackmail. People don’t tend to forget that kind of thing, especially when promotions opportunities come around.
Money won’t solve your problems.
If you began looking for another job because you were unhappy for various reasons, you can be assured that a little bump in salary is not going to make those issues disappear.
You’ve burned a bridge with the company that wanted to hire you.
If you tell the manager of the second company who was making you an offer that you’ve decided to stay with your current company, he or she is going to take note. If you pulled the rug out from under them once, they’ll be very sure not to give you the opportunity in the future.
By accepting a counteroffer from your company, you could be changing the dynamics of your relationship forever. And the counteroffer could just be buying time for your company until they can find your replacement–someone they feel will be glad to be where you are.
This article has been reproduced from a feature published by The Guardian. Credit to the original author, Rhymer Rigby.
Future proofing your career and being ahead of the curve are two sides of the same coin. If you’re doing one correctly, you should also be doing the other. But they’re not quite the same thing.
Future-proofing your career means ensuring you are as employable in the future as you are now. You need to stand back and think about your job strategically, rather than just letting it happen to you. Look at the bigger picture: what’s happening in your sector; where’s the growth; which jobs are vulnerable; how do you measure up?
Think about what you know
As the world speeds up, your technical skills will have an ever shorter lifespan and you need to learn constantly. Don’t just confine yourself to your field, either. Read up on fields adjacent to yours, the idea being that if your role disappears, you have other options. You don’t want to be the workplace equivalent of an animal that can live only in one species of tree. Rewrite your CV every year; if you can’t think of something new to put on it, you need to think about where you’re going.
Look at your sector and organisation
You should be working in an organisation that’s facing the future head on rather than one whose best years are behind it. The same is true of your sector. You want an industry which is driving change, rather than one that is being pummelled by it.
Work on your relationships
People often view building working relationships as a luxury when times are tough. But being liked and trusted can be more of a differentiator than being competent. Keep in touch with your network and ensure you’re visible and easy to find. A network that extends beyond your workplace and includes clients, headhunters and competitors is a good insurance policy if things go bad.
Aim to be agile and adaptable
Rather than having the mindset of someone who is happy to serve out their time, be psychologically ready to move and the kind of person who lands on their feet; a realistic idea of your abilities and what they’re worth will help. Focus on the positives be optimistic; when companies look at making redundancies, those who have an upbeat, can-do attitude are very rarely first in line.
If future proofing your career is dealing with bigger picture and long term, staying ahead of the curve is more immediate. It’s the kind of thing you can work on when you have 15 minutes to spare.
Broadly speaking there are two aspects to being ahead of the curve. One is informational. At its most basic, this is simply keeping up with the news that affects your industry. But those who truly want to be ahead will also keep abreast of areas that are either general or tangentially affect their industry. Being up to speed on general current affairs and areas beyond your immediate role is a good thing in itself, but is also likely to give you greater insights and vision.
The internet has made this far easier to do this. Look up TED talks that interest you, set up Google alerts for yourself and customers and follow influential people on Twitter. You do need to be selective, though.
The personal side involves identifying who and what can help you move forward in your career and working on these relationships; an example might be knowing what is important to not just your boss, but also your boss’s boss. Don’t forget office gossip either: it is often a better guide to what will be happening in three months time than the official channels.
Of course, there’s no point in being ahead of the curve, if you’re the only one who knows it. Demonstrate what you know, for example by emailing your boss interesting articles you’ve come cross across. Make yourself the go-to person in the office for your area and speak up in meetings. Put yourself forward, rather than hanging back. And spend some time around the watercooler immersing yourself in the organisation’s less formal sources of news.
Although all this might seem a lot, the trick is to make many of these actions habitual – and this is really where staying ahead of the curve segues seamlessly into future-proofing. On one hand, you read The Economist every week on the train and on the other, you do a gap-analysis on your career every six months. It’s about covering yourself in both the long and the short term and ensuring you’re the kind of person who looks forward to change, rather than fearing it.
Take a look at the origianl article over at the Guardian Careers Blog.
If you’re a software developer looking for work then this news might be of interest to you. The Scrum Alliance have announced their partnership with Agile Careers; a careers website aimed at agile practitioners.
AgileCareers.com is the only careers website dedicated exclusively to the needs of the Agile community, offering job posting and resume services as well as an interactive community which broadcasts news articles and information relevant to Agile and Scrum practitioners.
This partnership provides Scrum Alliance members (i.e. certified Scrum practitioners) with valuable benefits:
- Scrum Alliance members seeking new employees can post open positions on AgileCareers.com with the confidence they will be viewed by Agile and Scrum enthusiasts worldwide.
- Scrum Alliance members seeking new Agile career opportunities have greater visibility into potential positions with companies who desire Agile and Scrum expertise. Visit AgileCareers.com to post your résumé.
To celebrate our new partnership, AgileCareers.com is offering free postings for a limited time. After that, Scrum Alliance members will enjoy ongoing discounts for all AgileCareers.com job posting services.
Check it out and let me know what you think?
Now in its fifteenth year, The Times Top 100 Graduate Employers is the definitive guide to Britain’s most respected and sought–after graduate employers.
The new Top 100 rankings have been compiled from face-to-face interviews
with 17,737 graduates, who left UK universities in the summer of 2012,
who were asked the open-ended question “Which employer do you
think offers the best opportunities for graduates?”.
Last year’s position is in (brackets).
1 (1) PwC
2 (2) Deloitte
3 (3) KPMG
4 (7) Teach First
5 (4) Aldi
6 (5) NHS
7 (8) Civil Service
8 (10) Ernst & Young
9 (6) BBC
10 (11) John Lewis Partnership
11 (9) Accenture
12 (20) Tesco
13 (12) HSBC
14 (21) Google
15 (13) Goldman Sachs
16 (14) Barclays
17 (16) BP
18 (15) GlaxoSmithKline
19 (24) Unilever
20 (23) J.P. Morgan
21 (18) P & G
22 (17) RBS
23 (22) Army
24 (19) IBM
25 (26) Rolls-Royce
26 (60) Jaguar Land Rover
27 (53) Apple
28 (27) M & S
29 (28) Barclays Inv Bank
30 (25) L’Oréal
31 (29) Allen & Overy
32 (38) Lidl
33 (48) Microsoft
34 (34) Morgan Stanley
35 (31) Shell
36 (30) BAE Systems
37 (37) Arup
38 (32) Lloyds Banking Group
39 (33) Sainsbury’s
40 (35) McKinsey & Company
41 (41) >Sky
42 (50) WPP
43 (42) Linklaters
44 (59) Citi
45 (36) Clifford Chance
46 (45) BT
47 (91) Nestlé
48 (55) Deutsche Bank
49 (44) Slaughter and May
50 (54) MI5
51 (52) Network Rail
52 (57) Freshfields
53 (61) Atkins
54 (56) Credit Suisse
55 (71) McDonald’s
56 (New) European Commission
57 (67) Bain & Company
58 (75) Co-operative Group
59 (64) DLA Piper
60 (40) Mars
61 (46) UBS
62 (89) Santander
63 (62) Boots
64 (79) Asda
65 (77) Boston Consulting
66 (98) nucleargraduates
67 (74) Bank of America
68 (80) Bloomberg
69 (43) Centrica
70 (49) Local Government
71 (51) Arcadia Group
72 (65) Royal Navy
73 (70) Herbert Smith
74 (72) Foreign Office
75 (90) Penguin
76 (39) Cancer Research UK
77 (47) ExxonMobil
78 (New) British Airways
79 (68) Police
80 (New) Towers Watson
81 (58) Saatchi & Saatchi
82 (78) Transport for London
83 (84) Diageo
84 (95) National Grid
85 (New) Norton Rose
86 (63) Oxfam
87 (73) Airbus
88 (81) Grant Thornton
89 (88) Savills
90 (New) GE
91 (87) E.ON
92 (New) British Sugar
93 (69) RAF
94 (85) Oliver Wyman
95 (New) Lloyd’s
96 (82) EDF Energy
97 (86) Kraft Foods
98 (New) BDO
99 (New) DFID
100 (99) Hogan Lovells
Check out the website here; http://www.top100graduateemployers.com/
Q – How long have you been in the industry, and what is your current job title ?
A – I started in 1996 working on (global) recruitment strategies and execution, spanning numerous countries for leading companies. I prefer to call myself a Recruitment Architect because, as founder of Recruit2 and Recruiter University, I provide companies with recruitment consultancy and talent management solutions and expertise. My mission is helping companies to improve the results of their recruitment efforts.
Recently I launched Refer2, a full service provider for recruitment solutions such as referral campaigns and mobile Apps.
Q – Do you have a mentor and if so who ?
A – I’m very active on social media, managing a group of 100.000 Recruitment Consultants on LinkedIn, and having my own recruitment blog www.GlobalRecruitingRoundtable.com. I still learn every day from the readers feedback and the news that they share.
A – Optimist by nature. Every challenge is an opportunity to learn.
Q – What’s the biggest lesson you have learned in your career to date ?
A – Get the basics right first, before buzzing off to new horizons. A lot of companies think they understand recruitment but do the basic things wrong such as a poorly defined recruiting strategy, no planning, using out-dated practices, weak execution process, or because they don’t measure results (and make continuous improvement). A great hiring process, that has the potential to create the highest financial impact, is relatively simple; all that is lacking is creative recruiting’s leadership.
Q – What’s your favourite business quotation or life motto ?
A – My own favourite business quote: ‘Pray that I never become your competitor’s recruiter’.
Q – What’s the best business book you’ve ever read ?
A – My favourite business book is ‘From To Good Great’ by Jim Collins that aims to describe how companies transition from being average companies to great (financial performing) companies and how companies can fail to make the transition. Since then I’ve made it my goal to help companies from good to great staffing.
Interested to learn more about LinkedIn for finding new work or assignments ? Or want to make best use of this online professional network for recruiting ?
This article has been re-posted, you can read the original article over at Here Is The City