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We found this little jest conversation between Steve Jobs and Bill Gates and thought that it was that funny that we would post it to our website   Bill Gates: “So, how’s heaven, Steve?” Steve Jobs: “Great ! It just doesn’t have any wall or fence.” Bill Gates: “So…?” Steve Jobs: “So, we don’t need any Windows and Gates. I’m sorry, Bill, I didn’t mean to offend you.” Bill Gates: “It’s ok Steve, but I heard a rumor.” Steve Jobs: “Oh, what rumor?” Bill Gates: “That nobody is allowed to touch Apple there, and there are no Jobs in heaven.” Steve Jobs : “Oh no, definitely there are, but only no-pay Jobs. Therefore definitely no Bill in heaven as everything will be provided free!
CPI Selection was established in 1987 as a specialist Sales Recruitment Business focused on providing a first class Talent Acquisition service. They have lead the way within the technology multilingual sales recruitment arena. Below you can see an amazing gude to a sucessful interview Infographic created by CPI Selection, that will be able to help most people before walking throught that interview door.  
4 Tips for Improving Candidate Experience. In today’s candidate driven market “Candidate Experience” is one of the hottest topics in recruiting. The best way to improve your organisation’s employer brand id to provide great candidate experience whether they are offered a job or not. Read on for a few tips on how to improve candidate experience: 1. Make the application process as easy as possible We come across many companies that still use lengthy application forms, that have to be downloaded, filled out and sent back to the HR department via email (and sometimes via post) In today’s candidate driven market this is a large mistake – people will choose to apply for jobs via a job board where their CV is already saved and have a mobile app. According to recent surveys more and more candidates use their mobile devices to apply for jobs, if you use long application forms you may be missing out on high percentage of potential applicants. 2. Set realistic expectations The longer the hiring process is with, the more likely the candidate will get more invested in the idea of working for your company. In the case above, the applicant went all out on a presentation. She asked their family and friends for feedback. She was all-in, only to find out the company wasn’t. If you don’t remind them throughout the process that there are other, equally qualified candidates, they can be really disappointed and feel let down when they don’t get the role. 3. Respond to every application– even if it’s a rejection Put yourself in a job seeker’s shoes. You spend hours every day applying for jobs and you never hear back from the companies. Frustrating, isn’t it? Ignoring applicants can also lead to backlash on social media. Unfortunately, it is often the least qualified candidates who express their dissatisfaction on social media. And, negative postings often reduce referrals as well as the number of qualified candidates you could attract. 4.Give feedback – even if it’s negative Great candidate experience includes feedback after an interview, candidates will understand their strengths and can work on their weaknesses. If you provide meaningful, constructive criticism job seekers will appreciate it. According to a recent LinkedIn survey constructive feedback makes talent 4X more likely to consider your company for a future opportunity. At Recruit Zone we give all Hiring Managers the tools and support to create great candidate experience and in the same time build a great company reputation. If you would like a free consultation with of our experts, please feel free to contact us. - See more at: https://recruit-zone.com/blog/42/4-tips-for-improving-candidate-experience/#sthash.OEKzAfPX.dpuf
Over the years we have all come across many different versions of CV/Resumé layout so as to catch the eye of a potential employer. We have put together a few below for you to see and possibly compare against your own. They may even spark the thought to give your own CV a bit of a once over. Which of these CVs do you think are the best? Robby Leonardi We stumbled across this CV that was created by animator and programmer Robby Leonardi found at  http://www.rleonardi.com/ To view the side scrolling CV you can click here Robby has won awards for his CV versions that he has created and has been working for companies such as AOL and Fox News. The CV that he created looks very much like the old Mario games Philippe Dubost Philippe Dubost is a Web Product Manager who has put together an online CV that resembles the Amazon website. You can view Philippes CV here Sumukh Mehta Sumukh Mehta has built his CV to look like a GQ magazine edition that has a full 20 pages when applying to... guess where... GQ! It took him 3 weeks to put his CV together with all the design work and photoshoots. Sumukh said GQ had been on my mind for a long time. But when I checked the Conde Nast publication portal, it said that people who do not have a work visa or resident visa could not apply for a job role. I started thinking that if I send a normal resume, it'll end up in the bin. So I thought of portraying myself as a model on the cover and making a magazine which showcases my resume in a creative way. It took me three weeks to make the whole resume which included graphic design, a photo shoot and the content. I got the whole resume printed exactly like the original British GQ.
Theresa May is forming her new government after becoming Conservative prime minister. She will announce her full cabinet over the coming hours, but here's what we know so far. The list will be updated as new appointments are made. Prime Minister - Theresa May Campaigned to Remain in the European Union Image copyrightPA The former home secretary, 59, becomes the UK's second female prime minister in the wake of David Cameron's resignation after the EU referendum. She had previously served in the Home Office for more than six years. Chancellor of the Exchequer - Philip Hammond Campaigned to Remain in the EU Image copyrightEPA Philip Hammond has been named chancellor of the exchequer. He was foreign secretary under David Cameron from 2014 to 2016, having previously served as defence and transport secretaries. He replaces George Osborne. Mr Hammond, 60, is seen at Westminster as the ultimate safe pair of hands. Sometimes mocked as "box office Phil" for what some see as his dull delivery, he forged a reputation in the shadow Treasury team as the Tories' public spending "axeman". He was seen as a Eurosceptic who spoke of withdrawal if the EU was not reformed, but campaigned to remain in the referendum. He now has the job of steering Britain's economy through the choppy post-Brexit waters. Foreign Secretary - Boris Johnson Campaigned to Leave the EU Image copyrightEPA Boris Johnson succeeds Mr Hammond at the Foreign Office. The former London mayor headed the campaign for the UK to leave the European Union. He did not previously have a ministerial appointment in Mr Cameron's government but accepted an invitation to attend political cabinet. He was not running any department. Mr Johnson, 52, may be one of the best known politicians in the country but the move to foreign secretary is a big step up from his previous role. Home Secretary - Amber Rudd Remain campaigner Image copyrightGETTY IMAGES Amber Rudd has been made home secretary, filling the vacancy left by Mrs May. Ms Rudd was formerly energy and climate change secretary, a position she held for just one year. During the campaign for Remain in the EU referendum, she warned in a TV debate that she would not trust the new Foreign Secretary Boris Johnson to drive her home at the end of a night out. The former investment banker, venture capitalist, and financial journalist, 52, decided to enter politics in her 40s in order to get "a grip on her life". She quickly joined the fast track to the top after being elected to Parliament as MP for Hastings and Rye. She was seen as a protege of then Chancellor George Osborne, serving as his parliamentary private secretary before being promoted to junior minister at the Energy and Climate Change department in 2014. Defence Secretary - Michael Fallon Remain campaigner Michael Fallon has kept his job at the Ministry of Defence - a position the 64-year-old has held since 2014. He was Conservative MP for Darlington from 1983 to 1992 - initially during Margaret Thatcher's time in Downing Street - and after leaving Parliament, he was later re-elected as MP for Sevenoaks in 1997. A former Conservative Party deputy chairman, he has previously served as energy and business minister, and before that secretary of state for business and enterprise. Seen as a safe pair of hands in Westminster, he described himself as a "pretty reluctant Remainer" after the EU referendum. Secretary of State for Exiting the EU - David Davis Leave campaigner Image copyrightPA David Davis has been appointed to the new cabinet position of secretary of state for exiting the European Union - or "Brexit secretary". A veteran Eurosceptic, he has previously held the positions of Conservative party chairman and shadow deputy prime minister. Between 2003 and 2008, he was the shadow home secretary under both Michael Howard and David Cameron. Mr Davis, 67, lost to David Cameron in the 2005 Tory leadership contest. Details about the new Brexit department are still emerging, but it is likely to take the lead in negotiating Britain's departure from the EU and unpicking the thousands of pages of EU rules written into UK law. Theresa May was reported to have ordered civil servants to find a building for the new department. Secretary of State for International Trade - Liam Fox Leave campaigner Image copyrightGETTY IMAGES Liam Fox, 54, has taken on another newly created position as secretary of state for international trade. He was made secretary of state for defence in 2010 but resigned in 2011 over allegations he had given a close friend, lobbyist Adam Werritty, access to the Ministry of Defence and allowed him to join official trips overseas. Like Mr Davis he is a Eurosceptic who voted to leave the EU and he also stood unsuccessfully for the Conservative Party leadership in 2005. He stood again in the latest race to be leader but was eliminated in the first ballot after winning the support of just 16 MPs. And those who are out... George Osborne Remain campaigner George Osborne has been fired as chancellor. He had been in the Treasury since 2010 - throughout David Cameron's tenure in Downing Street. He had also been first secretary of state since May 2015. A key ally of Mr Cameron, Mr Osborne  tweeted  it had been a "privilege" to be chancellor, adding: "Others will judge - I hope I've left the economy in a better state than I found it." Michael Gove Leave campaigner Image copyrightAP Michael Gove has been fired as justice secretary. The former Times journalist also served under David Cameron as education secretary in the coalition government, and as chief whip. He successfully campaigned for Brexit alongside Boris Johnson - but later withdrew his support for his colleague to be Conservative leader and prime minister, instead standing himself. He was eliminated in the second round of voting. Nicky Morgan Remain campaigner Image copyrightAFP/GETTY Nicky Morgan is to leave her post as education secretary. The 43-year-old, who qualified as a lawyer, became an MP in 2010 and rose to the cabinet position of minister for women and equalities in 2013. London-born Ms Morgan replaced Michael Gove as education secretary in 2014. She reportedly considered standing in the Conservative leadership contest, but ultimately threw her support behind leave campaigner Mr Gove, despite campaigning for a Remain vote herself. John Whittingdale Leave campaigner Image copyrightGETTY IMAGES John Whittingdale has left his post as culture secretary. The Leave campaigner, who is vice-chairman of the influential group of Tory MPs called the 1922 Committee, took over the portfolio for culture, media and sport after the general election in 2015 from Sajid Javid. In a  tweet , he said it had been "a privilege" to serve as culture secretary, and wished his successor "every success". Source: BBC News 14/7/16
We have kindly been given the top 20 keywords that job seekers use when searching our premium job boards.  We have kindly been given the top 20 keywords that job seekers use when searching our premium job boards. If you use this you can see that job seekers don't search for a job using plural language or internal jargon. If you want to best keyword optimise your job vacancy advert so that it will be found easier by job seekers then you should use what the job seekers are using in their job search keywords in your vacancy.   The Top 20 Job Keyword Searches On  Rank Keyword Job Searches Total Apply Starts 1 part time 72,230 3,004 2 Retail 52,458 5,466 3 IT 47,096 1,927 4 warehouse 34,074 6,976 5 sales 31,978 4,411 6 admin 27,353 4,159 7 Engineering 25,599 407 8 Administration 21,159 2,319 9 receptionist 20,163 3,625 10 customer service 19,404 4,215 11 Administrator 19,264 2,611 12 Manager 18,994 1,305 13 cleaner 18,742 2,193 14 driver 18,250 2,100 15 marketing 14,337 2,348 16 Sales assistant 13,805 2,319 17 manufacturing 13,441 276 18 Project Manager 11,052 1,494 19 Warehouse Operative 10,774 2,244 20 accountant 10,607 730     ​​​​​​​The Top 20 Job Keyword Searches On  Rank Keyword 1 administrator 2 warehouse operative 3 receptionist 4 administration 5 part time 6 driver 7 admin 8 warehouse 9 administration assistant 10 hr 11 sales 12 manager 13 customer service advisor 14 retail 15 customer service 16 marketing 17 project manager 18 graduate 19 accounts_assistant 20 driving
When writing the perfect job advert there are many things that you should take into account before posting your job vacancy. Below will help your vacancy get the best response possible. Job Review; look at stats compared to a similar role and trends Search as candidate to see if the advert is easy to find What’s the competition doing? How does this compare? Is this the most attractive offer on the market? Low views + low applications  = jobs aren’t being found therefore need more keywords & when the ad is seen the content/advert is not attractive enough to engage good candidates Low views + some applications  = jobs aren’t being found therefore need more keywords High views + low applications  = content/advert is not attractive enough to engage good candidates. Job Titles This should be the actual search terms that candidates will use. This should be the High Level search terms that candidates will use.  High Level = the most common or basic term e.g. Business Development Sales Director rather than Business Development Director, with sales being the most important term here.    We suggest you include any specialism as this will make your roles stand out from ordinary standard jobs. You can include the OTE for sales roles e.g. Business Development Sales Director OTE £70K   Postcodes You need to add a postcode otherwise the job seeker can’t find your adverts. Enter a postcode and then job boards drive traffic to your jobs – you’ll get up to 30% increase in response rates.    How to add a location correctly..   Enter a postcode on your job and job boards will drive relevant traffic from a 20 mile radius to your advert and you can get up to 30% more responses.    Google the nearest train station/florist/coffee shop or even your own office postcode.   Search Engine Optimisation Your adverts need to have keywords in then 5 times.  By keywords we mean the actual words / job title the people you want to attract will use when they search for a job. Try to be consistent with your keywords. Remember a job seeker will search for a "nurse" job and not "nurses".   How to write better job ads…. We cannot stress enough the importance of writing good job ads and the difference it can make to your application rates. HR job descriptions aren't enough in this highly competitive market so try to think outside the proverbial box. Don’t be afraid to be different and innovative with your job ads. The more creative and intelligent the job ad, the more creative and intelligent a candidate it will attract.   Ask yourself, “How would I sell it verbally”? We are at our best when we get to sell personally – so selling in a personable manner is key. Write your job description as you would sell in-person to a candidate. Entice them with your words. Talk to the reader.  Say “you” instead of “the candidate” or “the successful applicant”.    Sales jobs must have info, ideally near the top, about OTE and incentives. Who would want to hire a sales person who only wants to coast along on a basic salary? So don’t just advertise a basic salary, talk about the OTE and any incentives.   Write it down in layman’s language, and be passionate! Be explicit about why your ideal candidate should move from their current role to yours and don’t change the type of language you would use in person. There’s no need for jargon, just straight forward language with a passion behind it.   What hooks do you have to attract a successful person from their current position?  Is it fun working environment?  Corporate environment? Work hard play hard? Easy to get to? Are there internal incentives for employees?   The better the content and more keywords in the advert the better the response rate.   To convert the views to applies you need at have an attractive offering – that means you must have hooks and reason for seekers to apply.    Think about why a candidate would WANT to apply? You need to give people a reason to contact you. What hooks do you have to attract a successful person from their current position?  Is it fun working environment?  Corporate environment? Work hard play hard? Easy to get to? Are there internal incentives for employees? What is the salary/remuneration package? Is healthcare or car included? Any other benefits that may be on offer even just 20 days holiday...  Be sure to include the benefits in the job description to re-iterate these to any potential candidates.    Bold your keywords Better job ads Highlighting the important keywords and points in your job spec will improve your applications. Why? Because when candidates read the job description in full, they get a feel for what’s really important and they understand the requirements.   Write the boring stuff The details are important, but you don’t need to put them front and centre. Sell your candidates the opportunity first, and reinforce it with the key details later.    Call to Action Finally always include a call to action/ next steps.  Tell people to apply, it’s a psychological thing and will create urgency