The great escape Eight out of ten UK workers ready to relocate

The great escape Eight out of ten UK workers ready to relocate by Michael Cheary 86% would be willing to relocate within the UK if the right job came up73% would be willing to move abroadScottish engineers aged 18-24 are the most willing to relocateLooking for a change of scenery? You’re not alone, according to our latest research. In fact, eight out of ten UK workers would be willing to relocate within the UK if the right job came up.Of the 1,000 UK workers surveyed, we found that not only are people open to relocation domestically, they’re also willing to move abroad if it helps them bag the right role. Almost three quarters stated that they would be open to a move if the right opportunity came up.And, far from being a plan for the future, a staggering 45% are looking to relocate right now.So, if job numbers are on the rise, why are we looking elsewhere when it comes to finding work? Is it simply a case of itchy feet?Onwards and outwards?It seems that the answer may be more intrinsically linked with our own individual ambitions. Ac cording to the survey results, a good career opportunity is the number one reason to relocate (28%).Other popular choices include an increase in salary (20%), a better quality of life (15%) and the desire for a new start (12%).However, with over 30% admitting they would actually decide to relocate for the same salary, or even take a drop in wages to facilitate a move, perhaps the opportunity for career advancement is even greater than the numbers above indicate. Well, depending on where you live.Of course where you currently live, and to a lesser extent industries, heavily inform decisions when it comes to relocation. Workers in Scotland and Yorkshire are the most likely to move around, and those in the Engineering and Construction industries are the most willing to accept a change in scenery.Finally, one boost for UK employers is that the one in five of those open to moving name somewhere within the UK as their number one relocation destination. Another European country was also a desirable option for a number of candidates.However, with 22% preferring to stay where they are given the choice, maybe the grass isn’t always greener when it comes to relocation.Still searching for your perfect position? Have a look at all of our current vacancies nowFind a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to the terms and conditions applicable to our service and acknowledge that your personal data will be used in accordance with our privacy policy and you will receive emails and communications about jobs and career related topics. Features

What Is The Meaning Of The You View When Writing A Resume?

What Is The Meaning Of The You View When Writing A Resume?Have you ever wondered what the meaning of the you view when writing a resume is? Well, it's a part of the resume that most job applicants forget to include. This is the part where they should state exactly what their work experience, education and accomplishments are.But it's so important that you must emphasize it. It should be in black and white with no ambiguity in the statement. Make sure that you do this because it will determine how the hiring manager will view your resume.Now, when writing a resume you can get through it quickly and easily if you only consider these things when making the statement. The first thing you need to keep in mind is the size of the paper that you are going to apply for the job. You need to put on the paper the education that you have received as well as the work experience.You will want to include your previous employers in this section. There is a reason why they are telling you to include t hem in your resume. They want to see the qualities that you can bring to the company. The next thing you need to include is your skill set and also any certifications that you have.When making the statement of your skills, you need to give an honest picture. The worst thing you can do is lie. The first thing that you need to do is be truthful. Don't just say 'qualified' because they may check to see whether or not you have really earned that.Next you need to tell them what your education was. You can either tell them what school you attended or if they want you to state which one. You need to say whether you graduated from a college or from high school. The degree that you have earned can be stated in this section.Then, after that you need to describe your experiences. You should write in the section that states your career. The employer doesn't care whether or not you know what it is, but he or she wants to know what you did in your career.When making the statement of your resume, you must be honest and truthful. It doesn't matter how big or small the company is because it is all about the qualifications and experience that you have.

Personal Branding Interview Ron Ashkenas - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Ron Ashkenas - Personal Branding Blog - Stand Out In Your Career Today, I spoke to Ron Ashkenas, who is a Managing Partner of RHSA, and an internationally recognized consultant and speaker on organizational transformation and post-merger integration. His latest book is called Simply Effective: How to Cut Through Complexity in Your Organization and Get Things Done. In this interview, Ron talks about why companies are so complex right now, how managers can start simplifying processes at work, the four causes of complexity, and more. Why are organizations so complex now? Does the economy have anything to do with it? The increased complexity of organizations today has less to do with the state of the economy and more to do with the state of the world. Over the past 20 years the pace of technological and social change has accelerated and the world has become truly global, with communications and information technology that connects people on a 24/7 basis. While these developments present incredible opportunities, they also have changed the way that organizations and individual work. For example, organizations are now more networked, both inside and outside; managers and employees have access to much more information than ever before, and are expected to absorb and deal with it in real time, across many time zones; customers now expect instantaneous responses to their issues; new technologies are being introduced at an accelerating pace; and new issues (e.g. sustainability, cyber-security, terrorism, environment, etc.) are emerging every day. Most of our traditional organizational structures and management processes are not equipped to handle all of these new developments. The result is increasing complexity as managers try to keep up with all of the new demands. How can a manager stop making things complex and start simplifying their processes? First of all, most managers are not trying to make things more complex. Instead, as they respond to the changing world described above, they are modifying processes and adding new requirements without taking very much away so that the net result is an organizational system that becomes unwieldy and difficult to understand. To counter this unintentional creation of complexity, managers need to make proactive simplification a conscious and deliberate part of their job so that it is just as important as strategic planning, budgeting, and performance management. For example, in a pharmaceutical research organization, the desire to have more cross-functional participation in project teams, and engage more disciplines in the discovery process, led to huge project teams that included 40-50 people, all of whom were invited to meetings, sent information, and wanted to be involved in key decisions. For the project managers, the complexity was overwhelming and not very productive. To counter this complexity which was completely unintentional the senior leaders instituted a fit for purpose team process by which active team membership shifted during different stages of the project. This made it much simpler for the project managers who could work with small core teams, while still engaging the right people when needed. What are the four major causes of complexity and how can they be prevented? First is what I call structural mitosis the tendency to add organizational units, locations and layers. Managers often respond to business issues by changing the organizational structure. And as more pieces are added to the structure, it becomes more complex to navigate. To prevent this, managers should make sure that the structure truly supports the business strategy; that similar functions are consolidated either physically or through common management direction; and that hierarchical layers are at a minimum. The second cause of complexity is product proliferation which is when companies add new products and services (or variations) without eliminating old ones. As a result of product proliferation, companies spend excess resources supporting low-margin or low-volume products; sales people are less knowledgeable about core products; and customers find it more difficult to understand what the company is really offering. To prevent this type of complexity, managers should periodically assess and streamline their product or service portfolio; establish sunset guidelines for products and services; and get continual input from customers about what products and services are most needed. The third complexity-producer is process evolution the continual shifting of the way that work is done. Most processes start off as standard and then go through ongoing changes due to new conditions, new ideas, responses to problems, etc. Some parts of the organization such as manufacturing have the discipline to constantly document and communicate any key changes. Most other processes particularly corporate processes such as budgeting, planning, and the like are not subject to these disciplines and end up growing and morphing in ways that make them overly complex. Managers can prevent this by periodically engaging in end-to-end process mapping; sharing and implementing best practices; and employing tools such as Work-Out and Six Sigma to non-manufacturing challenges. The fourth cause of complexity is managerial behaviors the unintentional ways that managers communicate, give assignments, run meetings, and deal with people that creates complexity. Managers need to look at themselves in the mirror or work with colleagues to get feedback about what they may be doing to create complexity and then set their own goals for what they can do differently to prevent this. What strategies do major companies have that reduce complexity? If a company wants to reduce complexity on a broad scale, the starting point is to make complexity-reduction a business imperative, and not just a nice slogan or part of a vision statement. Companies such as ConAgra Foods, The Nielsen Company, Proctor Gamble and others that have done this and made simplification a key goal for every manager. In addition, these companies have employed the strategies described above to simplify the structure, streamline the product portfolio, reduce process variation, and improve managerial discipline. However, because they see complexity reduction as a business issue, these strategies are repeated over and over again so that they become a core competence both of the company and of its managers. Should a manager be demoted or fired for making things more complex (costing the company more money/time)? I would put it in a more positive frame: Managers should be rewarded and promoted for making things simpler. As Ive said, simplification should be an ongoing managerial competence, and should indeed be part of a managers performance evaluation. Otherwise simplification wont have teeth and wont be taken seriously as a driver of business success. - Ron Ashkenas is a Managing Partner of RHSA and an internationally recognized consultant and speaker on organizational transformation and post-merger integration. Ron was part of the original team that collaborated with then-CEO Jack Welch to develop GEs Work-Out approach for creating a faster, simpler, and more nimble organization. He is also the co-author of The GE Work-Out (McGraw-Hill, 2002). Rons clients have included J.P Morgan Chase, Cisco Systems, and Pfizer. In addition to The GE Work-Out, his books include The Boundaryless Organization (co-authored with Dave Ulrich, Todd Jick, and Steve Kerr) which was published by Jossey-Bass in 1995, and was named one of the best business books of that year. His latest book is called Simply Effective: How to Cut Through Complexity in Your Organization and Get Things Done (Harvard Business Press 2009). He has been on the faculty of executive education programs at major universities including Stanford Business School, the Kellogg School at N orthwestern, and the Weatherhead School of Management at Case Western Reserve.

Employee Retention 5 Ways to Keep Your Best Talent

Employee Retention 5 Ways to Keep Your Best Talent In my last blog post, I talked about employee tenure, and how it has changed over the years. What was once looked upon as job-hopping is now widely accepted as just another step up the corporate ladder to better opportunity and more money. According to the U.S. Bureau of Labor Statistics, from August to September of 2014, the number of people who quit their jobs jumped from 2.5 million to 2.8 million â€" the highest the number has been since April of 2008. Knowing what we now know about tenure and the growing acceptance of job-hopping, the impetus now falls on employers to provide enough incentive to convince their top performers to stay. But with the allure of raises and promotions coming from all directions, what can an employer offer his or her employees that will entice them to stick around? Let’s look at some options. 1. Promote from within: According to a Gallup poll, the most common reason why people quit their jobs is career advancement or promotional opportunities. While it may be difficult for a manager to watch a top employee move on, it’s certainly better to see them transition into a new role at the company where they will be successful than watch them leave the company altogether. In order for an employee to flourish, he or she must feel challenged and be fully invested in his or her job duties. If the employee has remained in the same position for a period of time and no longer feels challenged or engaged, they may start looking to make a move. Providing them options to grow within the organization can allow them to flourish in another area of the business. While the manager will still need to recruit and train a replacement, the original employee may serve as a resource for training the new hire, as well as eliminating the need for recruiting a candidate to fill their new position. 2. Show them the money: This may be the most obvious and goes without saying. The Gallup poll mentioned above states that “pay and benefits” are the second most common reason why people leave their jobs. No matter what other perks an employer offers â€" telecommuting, flexible hours, paid time off, a great company culture â€" none of these things will pay an employee’s mortgage or put food on the table. Employers are always looking to cut costs â€" that’s a given. But there comes a point when they must weigh the cost of increasing a top employee’s salary or offering a bonus against the cost of searching for and recruiting a replacement. Once a qualified candidate is located, he or she must be interviewed, hired and trained, all on the company’s dime. Finally, the employer must take into account the lost revenue for the time the position goes unfilled, or is covered by another employee whose work responsibilities may suffer as a result. 3. Hold retention interviews: Far too often, employers aren’t aware of what needs improvement in their organization until their top employees have already left. Traditionally, interviews are conducted when an employee begins a job, and occasionally when they leave a job. Retention interviews are a perfect opportunity for employers to sit down with their top employees and find out what’s going on â€" what’s working, and what’s not. Are they happy, and if not, what needs to change? Hindsight is 20/20. Why wait until the best employees are gone to find out what it would have taken to make them stay? Giving employees a voice may be all it takes to not only mend tears in the corporate fabric, but to empower employees enough to make them feel like they’re making a difference. Retention interviews can prove an ideal way to find out what needs to change in a company or department before it’s too late. 4. Develop a culture of trust and recognition: It’s been said many times that people don’t quit their jobs, they quit their managers. The simplest way to prevent that is to make them feel  appreciated. Every employer should view their employees as their most valuable asset, and employees should know this. Credit should be given where credit is due, and individual and team victories should be celebrated. Also, employees should be trusted to work independently, without micromanagement. When employees know they have their managers’ trust, they’re motivated to work that much harder in order to not lose it. A truly productive team is one who knows their value to the company, and values being a part of it. 5. Give employees the freedom to soar: Nearly all companies require growth to remain profitable. Growth requires change, and change requires ideas. Often, these ideas are generated by creativity. All successful companies employ creative people in some form or another, and these creatives keep the company moving ahead. But creative people don’t work well when confined to a box. They need the freedom to spread their wings. Management should encourage employees to explore new ideas and share them with the team, then build off of what works and what doesn’t. 3M’s Post-it notes and Amazon’s Prime loyalty program are two examples of hugely successful ideas thought up by creative employees. If an employer stifles their employees’ ideas, another company will eventually benefit from them. In today’s job market, employees have options. The more unique and in-demand their skill set, the greater the number of options from which they can choose. But employers have options too. The challenge for employers lies in choosing the right option before their employees begin exploring theirs. Failure to do so can result in numerous recruiting costs, as well as time spent filling positions of departed employees. A top performer can be difficult, if not impossible to replace. Are you doing everything you can to keep yours from leaving? RELATED: How In-House Recruiting Saved Epsilon £430,000 Improved Staff Retention

Some Interesting Facts About iUpui Course

Some Interesting Facts About iUpui CourseMost of the applicants who register for iUpui Resume Writing Course take up this course after they failed to make a mark in their initial application process. They are happy to learn the various strategies and techniques that can help them to have the desired job. But in most cases, not all the students manage to get a result in this course. In such cases, some of them have written essays to learn about their skills in developing resumes.The thing that should concern you while learning about resume writing is to look at your expertise. Make sure that you master various forms of writing. Many of the people in the country believe that they can write a good resume by simply keeping a pen and paper. Well, actually it does not work in this case. You should understand various things that will help you in this regard.You need to know how to write a resume by presenting a good understanding of the right way of writing. In this respect, you should lear n various tips that can help you in your task. If you want to learn more about iUpui, you can also read the student reviews that are available on the internet.You should learn the details of different forms of content and learn how to present the specific information in an organized manner. Here, you can find out that you should discuss the information in the correct manner so that the readers will understand the importance of the specific information.When you write a resume, you should be able to face any of the challenges that might arise due to certain issues. Since the requirements of a resume are same across the country, there is no need to worry if some of the sites offer the same requirements for the same requirements. You can directly contact the organizations to get the requirements according to your state.You should remember that there are a lot of resume writing jobs that are available online. If you want to pursue this course successfully, you can check out some of the r esume writing sites. These sites are registered and are approved by the government for the purpose of offering the required programs for students.The courses offer many different ways to learn different writing styles. Most of the students are happy to learn the different methods of writing. These methods are utilized by the students to start their career as a professional resume writer. Besides, these tools enable the students to gain a better knowledge about the different writing styles.In fact, these are one of the most informative tools available for those who want to get the job in the future. Since, many students are now actively involved in the business world, a lot of companies provide such programs. However, you should know that this way is slightly expensive and that you should go through the details before making a decision to participate in the course.

How To Understand Your Customers Better

How To Understand Your Customers Better In business, what would you to consider the most important thing to be? Is it your ideas? Is it making money? Is it your perception? No matter who you are, what industry you’re in, or what your business does, you will often have something in mind that matters to you the most. But when it comes to growing, and when you know that you want your business to do really well, you are going to want to focus on one thing and one thing only. Your customers! Whether you realize it or not, only your customers matter. Who they are, what they want, how they buy from you all of it. It’s what makes your business work! Without customers, there would be no business. So if you really want to do well, you need to get to know them. Here what you can do to understand your customers better. Do Some Research The first thing that you need to do is research. Without any kind of consumer research, you won’t really know who your customers are, or what they want from you. And if you don’t know what they want, how can you make sure that your business, product or service is meeting their needs? So take some time to do your consumer research, with someone such as Explorer Research, and get to know them better. Then you will be able to make better decisions regarding your business growth. Talk To Them But that’s only the first step. If you really want to get to know your customers better, you’re going to want to get into conversation with them. Whether this means interacting with them on social media or live chat, or actually in person when they come into your store or office. Really try to get to know what they’re looking for, what their needs are, and how your business can help them. Use Your Analytics From here, you should then think about looking at your analytics. If you’re an online site, then you’ll be able to see how many visits your site gets, along with data about who your viewers are. It’s important to look into this data to help you to improve your website and make it more suitable for your customers going forward, as well as your business, products, and services. Listen To Them Next, you’re going to want to make sure that you’re listening in general. So keep an eye about what your audience is saying on social media, or respond and take action based on any feedback that your customers give you directly. Both can provide you with valuable information. Watch Trends Last but not least, you’re going to want to really make sure that you’re keeping an eye on what consumers are doing as a whole. When you start to watch and understand consumer trends, you’ll get a better picture of what your customers want from you. Think about what they’re doing, what they’re interested in, and this should be able to give you some insight into what they want from the marketplace and businesses overall.

East of Unemployed (or West of Nowhere) - CareerAlley

East of Unemployed (or West of Nowhere) - CareerAlley We may receive compensation when you click on links to products from our partners. Always remember that you are absolutely unique. Just like everyone else. Margaret Mead Summertime in New York. Hot, humid and lots of tourists. You know how it is, everyone is in a hurry to get somewhere on very crowded sidewalks. But when you throw in the wandering texter to the mix, its almost impossible to get to where you are going. So what is a wandering texter? This is someone who is walking on the street with their head down typing either emails on a Blackberry or texting on a smartphone. Somehow they think they are saving time doing two things at once (like walking and texting), but what they are really doing is slowing down traffic on the sidewalk. Sooner or later they will walk into some obstacle (or person). Id like to yell MOVE OVER (but of course I dont). This is a somewhat perfect segue to todays topic leveraging the latest websites in your job search (okay, so maybe not so perfect a segue). Thanks to my Twitter friends for todays links. Vsoid.com Your virtual social identity on the Web is their tag line. So exactly what is Vsoid? Well for one, you can look for a suitable job that matches your skills and potential. There are lots of other things you can do on the site, but we are going to focus on the job piece. Click the find job box on the left hand side of the page (or click the link center page). The click leads to a very simple job search page (just enter your career type) and the search engine returns a listing of jobs. Click on Apply for this job and off you go. Talenopoly.com This website is in beta, but dont let that stop you. The main page has links for Resumes (top left hand side) or login / create an account on the top right hand side of the page. Center page is the job search function (enter the job type and your location). Further down on the page is additional information on the site (free resume database, personalized resume link take a look). Emurse.com Another site where you can create, store and share your resume. Top of the page starts with a job search tool (enter your search terms and then use the filter on the next page). They have a job search specific page as well (with lots more options). Create an account to get started. Once youve signed up, you can create a private or public listing of your resume. Once youve signed up, you are ready to go. The site guides you through the steps. Work From Home Jobs and Companies Everybodys dream is to work from home and make lots of money doing it. This article, from About.com, provides a list of work from home jobs with links. Additional links are given to the work from home section of existing sites. Take a look at the topics at the top left hand side of the page. There are links for listings, types of jobs, companies that specialize this and lets not forget the work from home scams (there is a link for that to). TEXT, TWEET, BLOG AND SURF YOUR WAY TO A NEW JOB Okay, so this link is really for the wandering texters I mentioned at the beginning of the post. But seriously, we all know that so much of job search is done over the web. This article, posted on Youngmoney.com, provides some background on all of the required ingredients (LinkedIn, Twitter, etc.). Additionally, there are some pointers on finding recruiters and searching your connections. Good luck in your search.