Search Consultancy's thoughts on the business world. Search Consultancy www.searchconsultancy.co.uk/blog.aspx Fri, 04 May 2012 15:48:00 Fri, 04 May 2012 15:48:00 Tom Stewart, Marketing Executive, Search Consultancy /blog/blog/2012/search-legal-are-you-an-nq-solicitor-in-scotland.aspx It's that time of year again, when Legal trainees start assessing their options in the employment market. It's an exciting time for many and marks the culmination of years 
of study and hard work. However, it can also be a time of uncertainty, with many asking questions such as: What should I specialise in?  What are the career paths open to me?  What sort of salary can I hope to be paid? What are the possibilities for retraining?   What are the possibilities for moving to a larger/smaller firm?  When will NQ roles be available? 
 What does working in-house involve? Every year, the Search Legal team in Scotland runs specialist events specifically tailored to help answer these questions and assist NQs in making their next career step informed. This year, Jersey firm Carey Olsen were co-hosts at our highly successful NQ / Recently Qualified events in Glasgow and Edinburgh, which took place only just last week. Along with Keith Anderson (Vialex), Colin Anderson (formerly of Standard Life), David Beveridge (MacDonald Henderson), Lauren Stewart (In-House Counsel at Search) and Lara Paterson (Senior Consultant at Search Legal), they presented on options available to Newly Qualified Scottish solicitors. Simon Nash, Edward Quinn and James Fox (from Carey Olsen) led with a discussion about living and working in Jersey, and working at Carey Olsen in particular. Keith and David then focused on options within private practice and outlined their career paths to-date, whilst Lauren and Colin provided insight into life as an in-house lawyer. Lara finished up with a brief overview of the legal market in general, before providing information on opportunities available in London. Both events were well attended and the feedback from those who came along was extremely positive. If you missed out on these events or are a Trainee, NQ or Recently Qualified solicitor seeking advice on making your next career steps, please don't hesitate to contact Lara Paterson or Alison Smith at the Search Legal team. Please also keep checking the Search blog, where we'll be posting some top tips for NQs over the coming weeks!     /blog/blog/2012/search-legal-are-you-an-nq-solicitor-in-scotland.aspx /blog/blog/2012/search-legal-are-you-an-nq-solicitor-in-scotland.aspx Fri, 04 May 2012 15:48:00 Amanda McCool, Marketing Executive, Search Consultancy /blog/blog/2012/5-minutes-with-a-financial-director-stuart-passmore.aspx Following on from our interview with the Finance Director here at Search Consultancy, we're now delighted to reveal our next interview with Stuart Passmore, Financial Director and Chief Operating Officer at Broadbean Technology. Stuart started his career with accountancy firm Keeling Lester & Co before moving to Broadbean Technology as Finance Director in 2005. In 2008, his role changed to include that of Chief Operating Officer and involves overseeing all financial aspects of the UK and international businesses and the management of the UK head office teams and senior management. What is your favourite interview question to ask a prospective candidate? "Tell me what you know about Broadbean?" I expect any serious candidate to spend a fair amount of time learning about their potential employer. What are the three most important tools in a financial director's kitbag? Your finance team, your experience and Excel. Who has been the biggest influence on your career to date and why? The first person I ever worked for, George Lester, an 'old-school' accountant who took me on as a 16 year old school leaver and taught me how to do things properly. What advice would you give to people starting out in the industry who aspire to a finance director role? To make sure they get a good grasp of the fundamentals of accounting and to get exposure to and understanding of the whole industry, not just the finance side. This will make them more adaptable and better able to solve problems and improve processes, thus enhancing their value to future employers. What was the most challenging aspect of 2011 for you as a finance director? For me it was managing the growth of our US and APAC offices within the existing resources of the finance team. Stuart Passmore, Chief Operating Officer, Broadbean Technology Ltd Are you an aspiring finance director with questions you'd like to see answered in our next interview? Are you currently a finance director and have some time to answer these questions for us? If so, we'd love to hear from you! Click here to find out more about Broadbean. /blog/blog/2012/5-minutes-with-a-financial-director-stuart-passmore.aspx /blog/blog/2012/5-minutes-with-a-financial-director-stuart-passmore.aspx Mon, 30 April 2012 16:48:00 Steph Hill, Assistant Marketing Manager /blog/blog/2012/5-minutes-with-a-financial-director-stuart-dick.aspx For all you aspiring financial directors out there, being able to talk and learn from those currently in the role will be crucial to your on-going development. But when do you get the opportunity to ask those questions that just never crop up in day to day conversations? Over the coming weeks, Search will be interviewing some of our most senior contacts and asking them to share their experiences and "pearls of wisdom". We start with our very own financial director, Stuart Dick. Stuart has worked at Search for two years, and before that spent nine years in private practice. What is your favourite interview question to ask a prospective candidate?  How do you see yourself adding value to the business? What are the three most important tools in a financial director's kitbag?   It's difficult to summarise the "kitbag", but in terms of the crucial aspects of the role, I would say... understand the business and what drives value. This enables you to support decision-making in the wider business and ensure that commercial and investment decisions are consistent with the overall goals of the company.  the ability to communicate effectively with a variety of stakeholders - investors, the board, banks, advisors, operational colleagues etc. the ability to identify and manage risks, and control the company's assets. The traditional "stewardship" role is sometimes taken as a given, but it's vital to get it right. Who has been the biggest influence on your career to date and why?    I've been fortunate to work with lots of talented people, both in practice and in industry, all of whom have had a positive influence on my career.  If I had to be more specific, I would say that the main board of my previous company had the biggest influence on me; they made me realise that I had the ability to operate at a more senior level, and encouraged me to think beyond the role I was in at the time. What advice would you give to people starting out in the industry who aspire to a finance director role?   The progression path in industry can be less clearly defined than it is in practice. Ask yourself if you can see the path from the role that you're in to the role that you aspire to?  Plan the steps you need to take along the way. Are there things that your immediate boss does that you could take away from him or her?  If there are, then ask to do it, and make sure that it happens.        What was the most challenging aspect of 2011 for you as a finance director?   The persistent economic uncertainty, fuelled latterly by the eurozone sovereign debt crisis. Why did you make your move from practice into industry?   I thoroughly enjoyed my time in practice, but after 9 years I wanted a new challenge.  In practice I spent a lot of my time looking at historic information; I wanted to contribute to the future direction of a business, and my move into Industry has enabled me to do that. We hope you found this interesting and useful. Have you got any further questions you'd like us to put to Stuart? Are you currently a finance director and have some time to answer these questions for us? We look forward to hearing from you! /blog/blog/2012/5-minutes-with-a-financial-director-stuart-dick.aspx /blog/blog/2012/5-minutes-with-a-financial-director-stuart-dick.aspx Wed, 18 April 2012 11:28:00 Tom Stewart, Marketing Executive, Search Consultancy /blog/blog/2012/local-delicacy-search-sponsors-2012-oliver-awards.aspx Search Hospitality & Catering has a strong tradition for supporting regional hospitality initiatives, including the Manchester Hoteliers Association, Harrogate Hoteliers Association, Visit Chester & Cheshire, the De Vere Academy and Hospitality Action. We feel very much part of the catering community and not just a supplier to it, with many industry specialists having been a candidate or a client of ours at some point over the last 10 years. Last Monday, our Hospitality & Catering division in Leeds was proud to be a key sponsor of the Yorkshire Evening Post Oliver Awards 2012 , a fantastic event that recognises the ever expanding and exciting restaurant and catering scene in Leeds and the surrounding areas. Almost 300 guests were in attendance at the new Centenary Pavilion at Leeds United Football Club on the big night. The full list of category winners can be found here . Or, to get a real taste of the event, the official Oliver's 2012 highlights video has just been uploaded for your viewing pleasure! Click here to watch it now. Whilst the winners of each category deserve a massive round of applause, the biggest cheer of our night went to La Bottega Milanese (who shared our table for the evening), who won the Best Café/Bar award for serving authentic, artisan Italian produce and coffee. Congratulations to all the nominated establishments and winners - we're looking forward to next year already! /blog/blog/2012/local-delicacy-search-sponsors-2012-oliver-awards.aspx /blog/blog/2012/local-delicacy-search-sponsors-2012-oliver-awards.aspx Tue, 03 April 2012 16:59:00 Dan Franklin Recruitment Consultant Hospitality & Catering Division /blog/blog/2012/spring-has-sprung-on-the-manchester-hotel-scene!.aspx The Manchester Hotel Scene is buzzing with plenty of exciting new projects on the horizon! Here's a snap-shot....  A new Holiday Inn has been confirmed for Manchester Piccadilly; 330+ bedrooms to hopefully include up-market apartments on the top two floors. This is likely to be completed by 2014. We are excited about Hotel Future which is set to open in Oldham in 2015. This is a hotel which will operate like no other - doubling as a training academy where staff learn all aspects of the hotel trade "on the job". The project is backed by the Manchester Hoteliers Association and Oldham Council and is gathering pace with an agreed location and part funding.They are currently seeking further investment into this 5 star hotel concept that will be the market leader in Hospitality training in the UK. There are exciting times ahead for Radisson as they continue their re-branding from Radisson Edwardian to Radisson Blu. There will be potential to invest in this impressive Manchester property with the addition of 2 extra floors offering substantial suites to rival its closest competitors. This project combined with their Leicester square project will take the Radisson group brand to new heights. MacDonald Piccadilly has been chosen to launch the Scottish Steak club concept within their in-house restaurant. An open kitchen with an indoor barbeque offers a unique dining experience to rival Manchester's choice of steak house restaurants. The Apartment hotel concepts are also muscling in heavily on the Manchester hotel scene, winning business from many of the 4 and 5 star properties not just in the corporate short /long stay market but in the celebrity business. There are some interesting characters staying over in the next few weeks!  At Search we're looking forward to what lies ahead and the positive impact that this will have on  the job market! For our latest hospitality jobs click here .   /blog/blog/2012/spring-has-sprung-on-the-manchester-hotel-scene!.aspx /blog/blog/2012/spring-has-sprung-on-the-manchester-hotel-scene!.aspx Tue, 27 March 2012 16:04:00 Jasdeep Panesar Recruitment Consultant Scientific Division /blog/blog/2012/the-importance-of-interview-feedback.aspx According to latest figures, the UK unemployment rate is currently 8.4%, the highest it's been since 1995. Companies are still recruiting, but what further support can they give to those who apply? How can recruitment agencies support people with their job searches? It's extremely competitive out there at the moment. There are loads of highly qualified candidates in the mix for every job and so a company may interview up to 10 people for each one. As a result, more and more candidates are being turned down at interview and are left feeling de-motivated and frustrated. At Search we try to turn negative experiences into positive ones. We believe that a key part of the recruitment process it to get feedback from every interview whether it be positive or negative. Nobody wants to be the bearer of bad news but finding out what went wrong can be extremely useful and can highlight what needs to be worked on. After each interview, we take the time to discuss this with the client and then share with the candidate to help them prepare for their next interview and increase their chances of a successful outcome. Taking the time to give feedback can also have a positive impact on a company's reputation and employer brand. A company should treat their candidates in the same way they would treat a customer. Providing feedback is a positive and inexpensive way to demonstrate that you valued their application and are willing to take some time to explain why they weren't successful. A candidate is far more likely to apply for another more suitable job with a company or recommend a role to a friend if their experience was a positive one. At Search we understand how competitive the job market is and we pride ourselves on our consultative approach. On the onset, we will find out as much as we can about a company's interview process so that we can support our candidates through it and do as much as possible to secure a positive outcome.   /blog/blog/2012/the-importance-of-interview-feedback.aspx /blog/blog/2012/the-importance-of-interview-feedback.aspx Mon, 19 March 2012 17:42:00 Amanda McCool, Marketing Executive, Search Consultancy /blog/blog/2012/linkedin-3-key-things-to-help-land-that-job!-(1).aspx 1. Get found Employers use Linkedin to search for their candidates, so it's important that they find you in this search! Think carefully about the specific skills they'll be looking for relevant to your industry. For example, someone working in IT might include keywords like .Net, ASP.Net, C#… Once you've identified your keywords, it's time to start working them into your profile. Three key areas to include these are: Your headline: make sure it's descriptive don't simply say Web Developer, say PHP/MySQL Web Developer - this might mean nothing to you if you're not a Web Developer, but it's relevant for a candidate in this field and makes them easier to find! Your summary. Your current job description and previous job descriptions if relevant. 2. Stand out Take time completing your Linkedin profile and regularly update it. Don't simply view it as an online version of your CV as employers want more than this - they want to build a fuller picture of you as a person. Many employers will still look at a candidate's LinkedIn profile even after reading their CV, so make sure it's worth their while! A few of things you should have: A photo: you shouldn't have a pint in your hand but neither should it be a professional passport photograph. It should be a true reflection of you and the person the employer is likely to meet. A bad picture can be off putting but a heavily photoshopped pic is only going to disappoint further down the line! A great summary: this is your chance to really sell yourself and talk about your achievements and ambitions not just your current job function, as there's already a section for that! Join a few groups: It's important for an employer to see that you're engaging with other people in your profession and you're keeping your industry knowledge up to date. 3. Back up There's no shame in asking people you've done work for to type up a few quick lines about your efficiency, great customer service etc. In fact, be specific when you ask for a recommendation and tell them what you'd like them to recommend you for - people are more likely to recommend you if you've done the hard work for them. /blog/blog/2012/linkedin-3-key-things-to-help-land-that-job!-(1).aspx /blog/blog/2012/linkedin-3-key-things-to-help-land-that-job!-(1).aspx Tue, 13 March 2012 14:26:00 Pete Jeffrey, Marketing Executive, Search Consultancy /blog/blog/2012/sport-your-trainers.aspx Our Scottish offices were delighted to take part in Sport Your Trainers on Monday this week to support the Glasgow 2014 Commonwealth Games! The aim of Sport Your Trainers is to raise awareness of the Games and encourage as many people as possible to get involved! Held annually between now and 2014 on Commonwealth Day, Sport Your Trainers asks everyone who signs up to pledge to wear their trainers to work for the day. Here's some of the Search team; Julie McCormack, Lauren Stewart and Jennifer Sharp enjoying the break from high heels! /blog/blog/2012/sport-your-trainers.aspx /blog/blog/2012/sport-your-trainers.aspx Tue, 13 March 2012 13:48:00 Tom Stewart, Marketing Executive, Search Consultancy /blog/blog/2012/a-month-to-remember.aspx For yet another year, the month of February played host to a fantastic Awards ceremony celebrating the outstanding achievements and performances of a select few individuals. That's right, the Search Annual Awards 2012 have just been and gone! Following hot off the heels of our 2 star accreditation at the Sunday Times 'Best Places to Work For' 2012, this internal awards bash showcased the outstanding achievements of the top Search players in 2011. From whole teams, to individual Consultants and members of support, this yearly event gives us a chance to shine a light on those individuals who have made an outstanding contribution to the business. The evening was a great success, as all attendees enjoyed some fine dining and more than a spot of dancing! The winners also enjoyed some excellent prizes, which included vouchers for holidays. Click here to see some photos from this fantastic event! /blog/blog/2012/a-month-to-remember.aspx /blog/blog/2012/a-month-to-remember.aspx Tue, 13 March 2012 13:41:00 Janet Keyede, Recruitment Consultant, Scientific Division, Search Consultancy /blog/blog/2012/some-advice-for-recruiters-–-don’t-miss-the-potential-in-those-candidates-with-specialist-skills.aspx Some advice for Recruiters.... Why is it that candidates with unusual skills are often overlooked by companies who are recruiting? Is it that their skill sets can be quite intimidating or maybe that the recruiter will read a CV and glosses over the bits that they don't understand, often completely missing an opportunity… What they don't realise is that these sorts of candidates will have very useful transferable skills that will allow them  to be successful in roles even if they do not completely match their skill sets. Often clients and candidates miss the boat. Recruiters will overlook a CV that doesn't perfectly match their brief. They fail to take the time to understand the candidate - their  background and motivators - and so will miss the opportunity to work with someone who has real potential. Even in today's tough and competitive market, recruiters still don't take the time to interview candidates, yet they will be first in line to claim a placement fee when some of the mud that they throws sticks!! At Search we take the time to interview candidates face to face. We want to find out more about our candidates - not just about their personalities and their motivations, but what they've done before. We can then explore these rare skills and put them to good use. Introducing them to companies that at first glance you may dismiss. These candidates then have more opportunities open up to them rather than find their CVs on top of the confidential waste pile. Our approach is simple. We ask "Why shouldn't I talk to this candidate?". Unless there's a good reason as to why not, we talk. /blog/blog/2012/some-advice-for-recruiters-–-don’t-miss-the-potential-in-those-candidates-with-specialist-skills.aspx /blog/blog/2012/some-advice-for-recruiters-–-don’t-miss-the-potential-in-those-candidates-with-specialist-skills.aspx Tue, 06 March 2012 17:42:00 Carole Swan, Marketing Manager, Search Consultancy /blog/blog/2012/it’s-official-search-is-one-of-the-best-companies-to-work-for-in-the-uk!-(1).aspx It's official.   I always knew I worked for a great company but how nice is it to have this recognised by the wider world? Search Consultancy has been placed 48 th in the prestigious Sunday Times 'Best Places to Work For' 2012, hot on the heels of being awarded a 2 star accreditation in the Best Companies Guide (defined as 'outstanding'). This achievement is nothing to be sniffed at… of the 1,082 organisations which applied to achieve star-status this year, only 515 were accredited, which highlights the strict criteria companies need to meet to gain accreditation. So something to be proud of I hope you'll agree. The awards are presented to companies based on feedback from employees via a survey which covers all sorts of factors relating to work practices, employee engagement, giving something back to the wider community and employee care This is only the second time Search has entered for the Best Companies Process - in 2008 we made number 49 in the list, so this time we've edged that little bit further in the right direction! It's great to look at the results and give ourselves a nice pat on the back for the things we're doing particularly well, but more importantly for those at the top of the business it's a great way of focusing on where improvements could be made. With a little bit of work, we'll hopefully climb further up the list next year! /blog/blog/2012/it’s-official-search-is-one-of-the-best-companies-to-work-for-in-the-uk!-(1).aspx /blog/blog/2012/it’s-official-search-is-one-of-the-best-companies-to-work-for-in-the-uk!-(1).aspx Wed, 29 February 2012 12:16:00 Tom Stewart, Marketing Executive, Search Consultancy /blog/blog/2012/suit-up-top-tips-for-interview-success.aspx In the journey to getting a new job, the interview is the final stretch. A good covering letter and CV may have secured you the interview, but it's the face-to-face interaction at said interview that'll decide whether you are indeed the person for the job. Below are some top tips that, if followed, should help you to leave a positive and long lasting interview impression.  Timing is everything Plan how to get to your interview well in advance, allowing time for any transportation issues that may arise. I always travel to unfamiliar interview locations at least 35 minutes early, just to be sure I know where to go, and then relax at a nearby coffee shop. This will remove any worries you have about getting there on time and allow you to go over any notes and smarten up if required. If you're nervous about the interview, or if transport or weather conditions during your commute have been particularly stressful, this time should be a calming breath that enables you to reset your focus.  Balance is key Finally arrive for your interview at least five minutes early - this will show that you are punctual but isn't so early that you are left to wait anxiously and potentially become nervous. When entering the interview room, smile and give a firm handshake to each interviewer, but avoid trapping anyone in a vice grip! Maintain eye contact throughout all conversation and try to relax, remembering that these interviewers requested to see you because they genuinely believe that you could be the employee for the job.  Know your stuff Be prepared to discuss how the available position is relevant to your professional experience and development to-date, as this will ultimately determine whether you are right for the role. To show that you are a good fit for the organisation as well as the job, you should conduct some research on the company before the interview and tailor your question responses to include elements of the company 'mind-set'. News items, announcements or developments from the company website or social media channels should also prove useful talking points and will further signal that you are genuinely interested in the firm and serious about the role at hand.   Dress to impress Whilst a full suit is by no means essential, you should always dress smartly for an interview. A shirt or blouse and a pair of suit trousers or a skirt are the staples of the interview wardrobe. I once showed up to an interview fully suited and booted and my interviewers were both wearing jeans. Now whilst I admittedly felt a little overdressed, this was nothing compared to the embarrassment I would've felt had I been more casually dressed than them! Always err on the side of caution - you don't have the job yet and want to make the best possible impression.  Know your limits (and share them!) Employers are interested in your weaknesses as well as your strengths and will likely ask what gaps you are aware of in your skills set. An employee who thinks they are infallible is never an asset to a company, so don't be afraid to highlight a few areas in which you plan to develop. Sharing this information will show that you are self-analytical and forward-looking, two highly desired traits in an employee. Nevertheless, for every weakness you highlight, be sure to also outline exactly how your plan to resolve this. Also be careful not to list more than a few examples overall - one or two will suffice! That's it for this post. If you have any top tips that you'd like to share or you have any comments about the above, please don't hesitate to share your thoughts below. /blog/blog/2012/suit-up-top-tips-for-interview-success.aspx /blog/blog/2012/suit-up-top-tips-for-interview-success.aspx Fri, 24 February 2012 15:53:00 /blog/blog/2012/model-recruitment-consultants-search-colleagues-support-virgin-with-their-latest-service-to-high-street-banking.aspx Search colleagues support Virgin with their latest service to High Street Banking When you talk about 'going the extra mile' for a client, little would you expect to turn your hand to a new job. That's what happened for some colleagues at Search when they became models in their lunch breaks and supported Virgin Money's photo-shoot for the launch of the Virgin Money Lounge, Manchester. Our Hospitality recruitment consultant Dan Franklin thoroughly enjoyed the experience and talking of the Virgin Money Lounge concept said: "The idea of a bank providing additional hospitality services to its customers is revolutionary and we really hope it takes off here in Manchester. And we were, of course, delighted to support Virgin Money with the recruitment of their Lounge Hosts." For more information about Virgin Money Lounges, click here . To see our super star consultants in action, check out our Facebook page . /blog/blog/2012/model-recruitment-consultants-search-colleagues-support-virgin-with-their-latest-service-to-high-street-banking.aspx /blog/blog/2012/model-recruitment-consultants-search-colleagues-support-virgin-with-their-latest-service-to-high-street-banking.aspx Wed, 22 February 2012 15:59:00 Katherine Tiddy, Director of Call Centre Division, Search Consultancy /blog/blog/2012/why-it’s-great-to-work-in-a-call-centre.aspx Call Centres get a relatively bad press as employers and yet, the fact is that the staff tend to be a happy crew! I think the perception is too negative and not always justifiable. These are my 3 reasons why working in a call centre can be a good idea.   Big brands Some of the biggest brands operate call centres in the UK and one of the big advantages of working in a call centre is that you really can get an oversight of the whole company. As CEOs of multinational brands go undercover and back to the "shop floor" to get a feel for their customers, brand and staff; you're already in a perfect position to get a flavour of all of these. In fact, you can't help but take it all in and what you learn could give you a foothold to move up within the organisation in the future.   Team work There is, undoubtedly, a sense of camaraderie in call centres, some of it built around the fact that the job can be challenging at times - you have to think on your feet and remember your training. The workforces tend to be hugely diverse, and most people find it very easy to make friends. Also the staff facilities can be impressive in call centres. You have the opportunities to relax at breaks - further opening up the social nature of the job, whether it's playing pool or watching TV over lunch.   In demand skills Depending on whether you're starting on the job ladder or looking to use your skill-set effectively, call centres are great places to work. Negotiating and interpersonal skills will be learnt or utilised heavily within a call centre environment as you deal with customers in a courteous and helpful manner. In addition your problem-solving skills will undoubtedly be called on. You're not just taking phone calls; you are networking, managing customer accounts, perhaps even training others and developing your own skill set.   In call centres, as with any place of work, you have to be prepared to work hard and show initiative. You'll find positives and negatives but if you are looking for a challenge and an interesting work environment, then I would definitely recommend it!   /blog/blog/2012/why-it’s-great-to-work-in-a-call-centre.aspx /blog/blog/2012/why-it’s-great-to-work-in-a-call-centre.aspx Mon, 13 February 2012 11:09:00 Carole Swan, Marketing Manager, Search Consultancy /blog/blog/2012/search's-charity-success-–-how-we-gave-back-in-2011.aspx January has been a bit of a blur… February is nearly upon us. Have you achieved those New Year resolutions? Have you broken them already or not started them? Can you even remember what they are? There's still 11 months to go so no need to panic just yet…  At Search, one of our resolutions was to continue to build on the great start we made with our charity fundraising activities in 2011 - and we're determined to make sure that doesn't slip down the to-do list. In June we established a Scottish Charity Committee and asked our consultants which charities they'd most like to support for the year ahead.  Children 1st, Maggies, Guide Dogs, Age Concern, CHAS, National MS Society and Women's Aid were all selected as the main focus for our fundraising activities and all in all we raised just over £18,000. We think that's what you'd call a great start by anyone's standard, and it didn't even feel like hard work, with much of that raised through our inaugural East v's West football match, cocktail parties, and some dress down days. Who knew such serious business could be so much fun?!  Well, this year we're planning to beat this figure by having more fun, our charity committee is going national and we're aiming to reach the stage where we can consider foundation status… one step at a time. There's 11 months to get there and lots of fundraising activities to plan to make 2012 a year we can be proud of! /blog/blog/2012/search's-charity-success-–-how-we-gave-back-in-2011.aspx /blog/blog/2012/search's-charity-success-–-how-we-gave-back-in-2011.aspx Wed, 25 January 2012 14:25:00 Dan Franklin, Chris Taylor /blog/blog/2011/a-view-from-the-north.aspx At Search, our Hospitality division faces its busiest times of the year. For the Northern England market, there are exciting times ahead of Manchester and Leeds in particular. With the festivities close at hand, the temporary market is buzzing as the abundance of establishments across Manchester & Leeds gear up for the party season. In contrast, the permanent side of the industry is naturally slowing down, with hotels and restaurants looking to hold on to their star performers to see them through to the new year. New hotels are on the cards for Manchester ranging from funky boutiques to hotel metropolises. The aim of the game is for Manchester to be the hospitality capital of the UK with hotels being represented from every group and not forgetting the anticipated ground-breaking training hotel. More celebrity chefs will be arriving to join Simon Rimmer and Michael Caines establishments in Manchester. Such as Jamie Oliver's "Jamie's" and the hugely anticipated arrival of a Marco Pierre White concept - exciting stuff! Also on the agenda is the race to get to the much coveted Michelin Star - Manchester's first since the departure of Juniper. We already have some front runners, but there are some dark forces at work that have prevented these much loved haunts being awarded so far! So maybe the fresh influx of restaurateurs will snatch the title? Media City, the BBC's Salford HQ is close to completion. As such the branded restaurants are closing in on the potential footfall that awaits, from Wagamama to Manchester's first Prezzo. In Leeds the Restaurant boom continues. After the successful launches of Carluccio's and James Martin's The Kitchen, they will soon be joined by a 3 rd Nando's and a Frankie and Benny's based at the new development at Crown Point. Leeds has also seen the opening of its first Krispy Kreme retail store on the Birstall Retail Park which continues to go from strength to strength. The Temporary side of the business is picking up due to the mass banqueting taking place at such places as The Queens, The Majestic and The Royal Armouries. As in Manchester, the permanent market in Restaurant, Bars and Hotels has slowed however, with extra headcount and exciting new developments in early 2012, the Leeds market will soon be the place to be for the Hospitality stars of the future! /blog/blog/2011/a-view-from-the-north.aspx /blog/blog/2011/a-view-from-the-north.aspx Fri, 02 December 2011 13:43:00 Janine Parry, Marketing Director, Search Consultancy /blog/blog/2011/are-you-procrastinating-on-finding-a-new-job.aspx Finding a new job isn't fun. It is hard work, time consuming and occasionally soul destroying, but in fact not nearly as painful as staying in a job you're no longer happy in. Are you practising your avoidance techniques right now? Read on for what you need to do to make the process easier, more enjoyable and less stressful. Get ready Make sure your CV is up to date, displays your skills and experience as well as your career interests and what you want to do and learn next. Put together a generic cover letter which you can tailor to specific applications quicker and easier as and when you find them. Although you're not yet at interview stage, make sure you're prepared for it. Have you got something to wear? Do you need a haircut? You could be asked to attend an interview at short notice, so make life easier for yourself by getting these things sorted in advance. Keep in touch with people in your network. Keep a list of all the people you liked and respected who have left the business, who you went to school with or have worked with in a previous employer. Stay in touch periodically so you can activate your network when you're ready. Be open about the fact that you're looking for a new job as you never know who they might know. Also look at expanding your network, volunteer, join clubs, go to local networking events - make sure you meet new people and have their contact information. If you are thinking about a new career, focus this activity in the new career area. Research Take some time to think about what you want out of your career. Are there aspects of your role that you want to change, what sector do you want to be in, who are the ideal employers in this arena? There are more ways to research a job today than ever before - blogs, forums, networking sites, all providing valuable information on jobs or companies. If you're interested in a specific company set up a Google News Alert to send you news as soon as it becomes available. Research and make contact with Recruiters who will be able to help you identify opportunities and support you with your research. Act Apply! Don't be hesitant - yes it takes time to tailor your application, to research, but if you follow the above steps up front, it becomes quicker and easier. Dedicate a certain time slot every day to managing your job search and applications. If you treat it as a daily task, you'll be efficient and ahead of the game! Stay organised, keep a log of all of your applications and the stages you're at. That way you'll avoid making duplicate applications and when a company calls you back you'll know exactly who they are and what the job is. Keep it in perspective Be sure to have more to your life than the job search! Family, friends, a hobby, etc. Do the job, don't be the job. Individuals who have other interests and other contacts independently from work can often be more confident and resilient, they are the ones who find it much easier to brave the quirks of the job market. And finally, be patient. Finding a job in today's market is not easy and it may take a while. Don't give up hope, you'll get there. /blog/blog/2011/are-you-procrastinating-on-finding-a-new-job.aspx /blog/blog/2011/are-you-procrastinating-on-finding-a-new-job.aspx Wed, 23 November 2011 15:36:00 Anna Fleetwood, Head of Recruitment Communications, Feather Brooksbank /blog/blog/2011/facebook-in-the-jobs-arena.aspx With the introduction of various software platforms like Monster's Beknown and thesocialcv.com it is becoming easier for recruiters and employers to use social media to dig deeper into the background of their potential candidates. With the exception of LinkedIn, it raises questions around the relevance of the information unearthed on the likes of Facebook and the influence it could have. Whilst a Facebook or Twitter profile will give you insight into someone's personal life, its relevance to their ability to do a job is questionable. Regardless of what they got up to on Saturday night, as long as they are back in work operating professionally on Monday morning, does it matter? The answer to this question has further implications to the use of Facebook or Twitter as a recruitment tool. It is becoming a more mainstream candidate attraction mechanism, but if candidates are concerned about their profile causing potential employers to view them in an unflattering light, won't this put them off linking with them as part of the recruitment process? So, as an employer, the question is where social media sits in the candidate attraction media mix and they have to decide a) is it right for us and b) is it right for the audience we're trying to attract? Are you prepared to respect the ethical boundaries of social media channels when you're asking candidates to open themselves up to you on the same forum? Social media is a two way street and if you're inviting conversation with potential recruits you also need to reassure them that you will respect their privacy. And if you're a candidate, are you prepared to apply for a role that's advertised on Facebook or Twitter without first sanitising your profile? Or are you prepared to let your future employer know the real you? As candidate or employer you need to be true to yourself. If you're a company that wants your recruits to enjoy nothing more than a night in front of the TV, perhaps a quirky social media campaign is not for you. And if you're a candidate who enjoys a tad more exhilaration in your social life, be prepared for it to bite you on the proverbial when applying for a role at a more conservative company! www.featherbrooksbankrecruitment.co.uk /blog/blog/2011/facebook-in-the-jobs-arena.aspx /blog/blog/2011/facebook-in-the-jobs-arena.aspx Tue, 15 November 2011 10:20:00 Jennifer Bruce, Professional Life Coach /blog/blog/2011/improving-your-confidence-at-work.aspx "It's not who you are that holds you back, it's who you think you're not". Confidence is a state of mind. If you believe you can do something and approach it with a positive mind-set and a can-do approach, you are very likely to succeed. Yes, there may be difficulties along the way, but success comes from overcoming these challenges and remaining upbeat and determined. This helps you to improve your confidence and so the cycle continues. In a work environment, a lack of confidence can seriously hold you back. It can keep you in your 'comfort zone' for years, its can lead to sleepless nights when you are faced with a difficult situation. It can stop you progressing to a more senior position; it can stop you doing what you really want to do in your working life or if you aren't working it can stop you applying for jobs. The first step is recognising that lack of confidence might be an issue for you, an invisible barrier that is stopping you becoming the person you want to be in your working life. Sometimes, it's about asking yourself a thought-provoking question - is my confidence holding me back from doing what I really want to do? The next step is to figure out what life would be like if you were able to improve your confidence. If you had a magic wand, what would you dare wish for? What would your dream job be? Which company would you work for? Would you be working for yourself? How would you spend your days? What kind of work would you be doing? Allow your imagination to run free. What would you really, really like to be doing in your working life to make you feel fulfilled and happy? If someone asked you to give it a rating, what would make it a 10/10? Then ask yourself, how would you know that you had achieved it? What would be happening, how would I be feeling, what would be going on? Now look at your current work situation - how would you truly rate it on a scale of 0 to 10, where 10 is exactly as you describe your ideal. The next step is to work out how to fill the gap between where you are now and where you want to be. What makes up the good parts of the work that you do now? What are your skills? What are your likes and dislike? What motivates you? What would increase your rating by just one point? Would it be something straightforward like training on a particular task, or is it something more? Whatever it is - write it down, date it and invest some time thinking about how you could get there. List as many ways as you can think of, including the sublime and ridiculous - they may spark off other ideas. Roll these over in your mind for a while; chunk them down into bite-sized projects and plan what you will actually do and when you will do it - write these down and commit to making the changes. When you achieve this, you will notice that your confidence increases and you will want to do even more. Work systematically through this, investing your time and effort to determine what else you can do to close the gap further from where you are now to where you want to be. In time, you will find that you are improving your confidence at work and feeling more fulfilled by the changes that you are choosing to make. www.kaleidoscopecoaching.co.uk /blog/blog/2011/improving-your-confidence-at-work.aspx /blog/blog/2011/improving-your-confidence-at-work.aspx Wed, 26 October 2011 10:21:00 Grahame Caswell /blog/blog/2011/new-blog-new-website!.aspx Welcome to Search Consultancy's new blog and indeed our new website! I have to confess that a blog is an alien concept to me, but it's part of the ever-changing, fast-paced, digital, social recruitment world that we're all adjusting to. Many believe that the Internet has fundamentally changed the way that we recruit or that we find a new job - it's undeniable that parts of the process are now faster; posting a job vacancy or emailing your CV certainly fall into this category.  But has this really made it more efficient and effective to recruit the right employee for your organisation? Has the enormous database of available jobs spread over thousands of job sites throughout the world made your search for the perfect next role simpler? In my view, we're trying to simplify an activity that, by its very nature, is complex. Finding the right organisation to work for, finding that great member of staff isn't something technology can do for you- sure it can make things a bit quicker, perhaps a bit easier - but technology will never predict or even encourage a good relationship between employer and employee. Back in the good old days, when I got a call from a client needing a team member, an ad was put in the paper, CVs magically filled the intray and quickly a perfectly suitable candidate was found! Now I know things have changed, the world of recruitment is ever-evolving but the challenge is to stay focused on the main goal - whatever the method, using whichever technology, our job is to find people jobs they love and to help our clients attract that member of staff who will make a difference to their business. Whether that's just by plugging a resource gap for the next 6 weeks or by managing a change process that will drastically enhance company performance…it doesn't matter to me, I just love getting it right as do all good recruiters! And therein lies the answer-  find the right recruiter (and I'd be remiss not to remind you that Search have a lot of good ones!) and they'll be delighted to help you negotiate the social media, blogs, job boards, CV database world and direct you to getting what you need at the end of the day - that's their job and they love it too! We all know technology can go wrong, but a person can put it right. So welcome to our blog, I hope you use it, comment on it, write articles for it, keep in touch. GC     /blog/blog/2011/new-blog-new-website!.aspx /blog/blog/2011/new-blog-new-website!.aspx Tue, 11 October 2011 13:27:00