Welcome to Chiumento Recruitment Solutions

Is employee wellbeing high up on your agenda?

Employee wellbeing has become bit of a buzz word in recent years, moving from being something that the Google and Apples of the world do, to something that has made it’s way to the agenda of many smaller organisations.  But what is it and how can you implement a wellbeing strategy into your workplace?  We spoke to Nisha Gera of wellbeing specialists Joyful Living  for some advice.

Guest blog: Nisha Gera from Joyful Living

Is wellbeing at work is high up on your list of priorities? From improving motivation and productivity to helping to reduce attrition employee wellbeing initiatives can have a positive impact for businesses both large and small. This has seen them grow in popularity and move up the board room agenda in the past few years.

But what is wellbeing at work and how can you begin to implement it into your organisation?

Wellbeing initiatives can come in many shapes and sizes from simple one-day courses on a range of subjects to more detailed week-long or ongoing programmes.

Single subject courses
These are the most basic of well being initiatives and can cover a variety of subjects in a single lesson/course.  These range from nutrition, stress management, posture awareness to the more interesting and fun focused, laughter yoga.

These single subject programmes allow you to tailor your efforts to the needs of your organisation and employees. For example, posture and stress management are more suited for those with high pressure office based roles, whereas nutrition would help those field based sales people who eat on the go every day.  They also allow businesses with a smaller budget to access help for their staff. For those who need to gain management buy-in before committing to any long-term activity, these starter sessions allow you to sample and monitor the impact before making any further investment.

Timed programmes

Wellbeing is a relatively new concept within the business world, often a good way to kick start a corporate wellbeing program and to focus attention of both leadership and employees is to run a week/month long programme.  For example, holding daily sessions that staff can book, having health professionals available to speak too, supplying healthy breakfasts, snacks or lunches.

Ongoing programmes

Ongoing employee wellbeing programs go beyond simply offering sessions on how to improve posture or stress.  By investing in a long-term wellbeing strategy, you, as an organisation, are investing time and effort into your employees’ mental and physical health.  This can start with monthly or weekly desk based massages for example, but it needed end there, as discussed in this article by the Guardian one PR firm is going further… ‘Initiatives range from offering pedal points – five minutes additional holiday for every return journey walked or cycled to work – to free breakfasts, sabbaticals for staff with over five year’s service, and flexi-time hours and flexible working conditions.

In the past two years, the company has introduced a range of mental health initiatives, spanning mindfulness, pilates and resilience training on how to manage stress and busy workloads. It also runs regular updates for employees on mental health policy and employee counselling services.’

QVC UK is another example of an organisation putting wellbeing at work into practice. As well as offering flexible working, massages during breaks, two on-site beauticians and a local market, the company has launched its first employee allotment – giving staff the chance to grow their own fruit and vegetables. “Not only do they benefit mentally and physically from gardening, but they will also help local charities with donations and profits,” says a spokeswoman.

Whether you’re an SME or a multinational investing in the wellbeing of your employees will have a positive impact on your business.  As the examples above show it doesn’t need to be a costly exercise, implementing an element of flexibility to the working day, monthly desk-based office massage or running a bi-annual stress management workshop are all relatively low-cost ways that you can put wellbeing at work quickly into practice.

 

Guest blog by Nisha Gera of Joyful Living, provider of employee wellbeing services across the UK

 

What to put in your cover letter

Cover letters may not play the same role in recruitment as they have in the past, in fact your cover letter might not be a letter at all. More of a supporting statement added to an email or a job board application. Whatever form it take there is still a need for additional information to support your application.

CVs by definition, are a short summary of your academic and working life. While you can convey a certain amount of information in them, they don’t allow for much of a chance to ‘sell yourself’. This is where the supporting statement comes into force, it allows you space to highlight why you want and are right for the job.

With there often being a limited space to create your masterpiece, what do you need to include to ensure it supports rather than detracts from your application…

Don’t just regurgitate your CV – try not to fall into the trap of simply repeating chunks of your CV, listing roles you’ve had and for how long. Those hiring can read all that on your CV, take the opportunity to expand and add detail. Pick one or two aspects of your CV that highlight why you’re suited to the role.

Tailor it to each and every role – just like your CV, any supporting document should be tailored to the role you’re applying for. Read through the job advert and try to pick out phrases and terms they use. If the job advert ask specifically for someone with Sector X experience and an understanding of Y. Then mirror those phrases in your letter… ‘My 5 years working within Sector X has given me lots of exposure to Y…’
Highlight achievements – as you would do in your CV quantify your statements with proof. Don’t just say you’re a brilliant sales person, tell them how much you increased sales by or how you’ve exceeded your target for the past 2 years etc…

Don’t be too keen – while it does give you the opportunity to say how much you want the role and how perfect you think you are for it. Try not to come across too desperate or go to over the top as it may just sound fake.

Remember the basics – it is highly unlikely that you will be sending your application in the post, however it is still important to include basic information. If you’re sending via email make it clear what position you’re applying for, make sure your name and contact details are easy to find. You don’t necessarily have to structure it like a formal letter with the date and postal addresses but do start and end it properly. Dear XX or To whom it may concern, rather than a simple, hi…

Do a proper proof read – don’t just rely on spell checker as this won’t always pick up grammatical errors such as the wrong use of there, they’re or their.

Why you shouldn’t give up your job search in the summer…

The school holidays are fast approaching, or already here for those in Scotland. Rush hour will be slightly less hectic as large chunks of workers head off on their summer holidays. But if you’re looking for a new job it can feel like the whole country has gone on a go-slow… Emails are met with out of office replies, interviews take weeks to arrange and decisions drag.

But rest assured while it may take longer, recruitment still happens during the summer months. Here are a few reasons why it’s good to be looking for a new role in the summer.

1. Summer down time – for my industries and sectors business as usual slows down. This gives hiring managers more time to spend on recruitment and interviewing candidates. Accountancy firms for example are generally busiest in winter and spring.

2. Companies are still recruiting – even if people are away on holiday or day dreaming of the beach, vacancies still need to be filled and people will still recruit, if you abandon your search you could miss out on that perfect role. You could also potentially have less competition as other jobseekers take a break.

3. Don’t forget contacts hires – many employers will hire temporary or contact workers over the summer to cover annual leave, while they may only last a few weeks or months. Some pay turn into a permanent job. So don’t discount temporary vacancies.

4. Networking – just like Christmas, summer seems to bring out people’s social sides. Summer parties, BBQs, sporting events. All reasons to get together and a great opportunity to network.

5. Diary pressures – while summer breaks can make arranging an interview a nightmare, it can also work in your favour. If a key decision maker has an upcoming holiday the recruitment process might be condensed, or decisions made quicker.

Take a break over the summer if you like, but don’t assume that you can’t get a new job in July and August. Keep applying, interviewing and networking until the minute you accept a new position. Don’t let these summer months go to waste!

If you want to attract millennials, then you need to embrace flexible working…

Although I have a slight issue with the term millennial, (I’m not really sure how such a diverse group of people with differing wants and needs can be grouped together under a single term) you can’t argue with the fact that endless pieces of research, including this latest piece by Totaljobs, all confirm the same thing… Those classed as millennials (aged between 18 and 34) want a more flexible workplace.
The ability to work remotely/from home is such a sought-after benefit that 25% of workers would change jobs to have the option to work from home, this increases to 54% for millennial workers. It doesn’t stop there, when looking for a new role remote working is a key factor and is in the top 5 most important benefits, coming above those such as enhanced parental leave, travel allowances and L&D. 20% say that they would chose a job with remote working over one that didn’t offer it.

These facts just go to show that those organisations that are able to, need to start embracing flexibility if they want to attract and retain the most talented individuals. Anyone that has read a few of our blogs will know there we are strong advocates of flexible working and have a totally remote workforce. Over the past 2 years we’ve recruited 4 key roles and this flexible approach has allowed us to recruit from a wider selection of candidates. We’re not limited to those within commuting distance of an office.

With technology improving daily, the barriers of working remotely, ie being unreachable, unable to access files or systems are now easily surmountable. So, it’s no surprise that nearly 40% of the UK workforce prefer to work from home, this figure rises to 46% for those aged 18-34 (millennials) but drops to 31% for those aged 55 and over. Showing the popularity of remote working for millennial workers. The greater level of flexibility, reduced commuting times and better integration of work and home life that remote working offers is most appreciated by women with 25% preferring to work from home compared to just 16% of men.

However, it does appear that those in charge aren’t as keen as workers on remote working. 12% do not offer remote working options due to difficulty in managing their workforce remotely, and of those that allow it, 15% admitted to using software to track how long employees have spent on certain tasks. This lack of trust and perception that working from home is just a way to skive for the day is one of the biggest barriers to flexible working. Despite workers saying they’re more productive at home, 16% of those questioned still believe that their colleagues don’t work hard enough when working from home!

Obviously, it’s not possible for every profession to do their job from home. technology is a few years away from being able to offer remote haircuts, or have droids serving in restaurants or bars, but doctors can see patients via video conferencing and surgeons can now control mechanical hands from different countries. 2018 marks an important milestone – it is the first time that those born in this century will enter the workforce as adults. How will the working world for those that have no memory of a life before the internet, email or mobile phones differ from that of their parents and grandparents?

‘If you want to attract millennials, then you need to embrace flexible working……’ was written by Verity Morrish, Marketing Manager, Chiumento Ltd. If you like what you’ve read why not follow us on LinkedIn and Twitter and read all our future careers advice and musings on the world of work.

Virtual still means real…

If you look up the definition of virtual in the dictionary you get the following: ‘almost a particular thing or quality’ or in terms of computing ‘Something that is virtual can be done or seen using a computer and therefore without going anywhere or talking to anyone’.

So, it’s understandable when we talk about ourselves as a virtual organisation, there is the assumption that we are, to a certain extent, not real. That it’s all run by computers, that there is no human element. We’ve had clients, and potential clients, struggle with the concept, and ask for reassurance that their people will be able to speak to a human. That they won’t just become part of a computer automated system.

What virtual means to us is simple. We don’t have an office. We have all the functions you’d expect of a business of our size, IT, finance, marketing, leadership, sales and programme delivery. The only difference is, we aren’t all sat in a big shiny (expensive) office together, we all work remotely.

We are strong advocates of virtual working and the benefits it can bring to both organisations and their employees. However, we’ve found that the term is a little confusing. Virtual reality and other such use of the word all imply a lack of something real, that it is all automated or housed within a computer-led world.

When we talk about ourselves and our technology-led programmes, what we mean is that we embrace technology to it’s fullest. And use it to offer our clients and their staff the best outplacement programmes. What it often understood, is that we don’t have offices, and everything has to happen online and there isn’t any human interaction involved.

The reality couldn’t be further from the truth. We’ve a small army of career coaches, that are all real people. While we don’t have offices for our coaches to meet delegates in, they still meet face-to-face. We meet delegates in locations that are convenient for them and where they feel comfortable to have a business conversation. That might be anything from a hotel lounge to a business centre or a membership facility such as the IoD. Others prefer the informality of a coffee shop or the convenience of video conferencing. If it works for the delegate, it will work for us and however they meet they are still talking to, and interacting with a person.

Our cost-effective accelerator programmes have the option of either video conferencing sessions with a career advisor or a professionally written CV. Both options involve another person. For those delegates on our All Inclusive and Executive programmes they have the added benefit of a career concierge, a very real person who they will speak to regularly throughout their programme. The career concierge will tailor their programme to specifically fit their needs.

While we embrace technology and all its benefits, it doesn’t mean we’ve done away with people. Yes, we do offer a highly competitively priced online only package, but this is a very small part of our outplacement portfolio and not one we expect all our clients to take. We know it isn’t right for everyone. We value the personal touch, the importance of tailored, 1-2-1 advice, which is why help from a career expert is still a large part of our programmes. What we’ve changed is how this is delivered. We don’t have a large office that we need to fill with delegates and coaches. So rather than dictate where meetings should happen, we give them the option to meet at a time and place that is more convenient to them. We’re finding that more and more interactions are happening via video conferencing rather than in person.

We’re starting a one-company revolution to change people’s perceptions, to reclaim the term virtual organisation for what it really is ‘a group of people who work together, communicating mainly by phone, email, and the internet, rather than regularly going to a central office to work’

Page 1 of 4212345...102030...Last »