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Choosing your Referees

Posted by on Sep 3, 2015 in General | 0 comments

Choosing your Referees

As we know, all job offers are made subject to satisfactory references.  So choosing your  referees carefully is vital.  But  it is not always that straightforward.  What if the Charity you worked for no longer exists or the person you worked for has moved on?  It may be that the Charity’s policy is to only provide factual references  that confirm your dates of employment and the role that you held – which really is not that helpful. And frankly, in my experience personal references are not that sought after so that is not a...

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Why You Shouldn’t Be On LinkedIn

Posted by on Mar 25, 2015 in General | 2 comments

I joined LinkedIn years ago before anyone really knew what it was. Now I’m on it daily, as a recruiter it is a vital tool for researching, finding and connecting with potential clients and candidates. In addition, it’s possible to contribute to key discussions relevant to your profession, building your status as an influencer and an expert.  It’s a no brainer if you are serious about your career, your business or profession. I have been impressed by two recent invitations to connect from 18 year olds.  Both were known to me...

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An Incentive Experiment

Posted by on Jul 31, 2014 in General, Social Media | 0 comments

An Incentive Experiment

As the cost of recruitment advertising continues to rise without the guarantee of attracting the right (or any) candidates, social media has to provide a potential alternative, but are we making it work for us?   My good friend, Alistair Gleave (Gleave Media) keeps telling me that content is king, and he is right but only if you have the audience, but which comes first?   I decided to carry out an experiment.  I had seen facebook “competitions” asking us to like and share posts with the opportunity to win something at...

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APPRECIATE YOUR APPLICANTS

Posted by on Aug 14, 2013 in General | 0 comments

As a recruiter I have always believed that everyone you meet is a potential client and charities probably have the same approach! Everyone you meet is a potential supporter, volunteer, donor or even beneficiary. This is particularly relevant when dealing with applicants, we ask them to invest a huge amount of time and emotional energy in their  job applications, and typically they will apply for four or five jobs before finding the right one. As recruitment processes become more complex and lengthy, this requires considerable time spent on...

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What’s In It For Me?

Posted by on Mar 18, 2013 in General | 0 comments

(Or Why You Should Consider Becoming a Trustee)   Giving up your time and energy, not to mention your experience and expertise, to take on an unpaid role is a big ask, but this is what being a Trustee is all about.  The rewards are definitely there but are non-financial. So why do we become Trustees? Well, it is flattering to be asked.  If a charity feels you have the knowledge and experience to benefit their board, it’s hard not to be flattered.  But that’s not a reason to become a Trustee. It may be that you have strong...

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JOB APPLICATIONS – TEN GOLDEN RULES

Posted by on Nov 6, 2012 in General | 0 comments

        Applying for a job is time consuming and can be frustrating.  As a recruiter I see a wide range of applications from a variety of people seeking roles in the charity sector. Here is my advice on making your job seeking more effective.       1.            BE HONEST WITH YOURSELF – just because you see your dream job advertised, does not necessarily mean you have the skills and experience to do the job.  Read the job description and person specification  carefully, if you don’t meet the all...

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How Not to Handle Maternity Leave by Belinda Newton

Posted by on Jul 12, 2012 in General | 0 comments

Here is an excellent example of how not to make an enquiry into an employee on maternity leave as to whether they are considering coming back to work. Unfortunately in a recent employment tribunal, one employer who clearly did not understand what rights new mothers are entitled to has had to pay out £18,000 on the grounds of pregnancy and maternity discrimination. Emailing one of your employees 2 days after they have given birth demanding a response is unlikely to do you any favours. The new mother in this case was bombarded with emails and...

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The Curriculum Vitae – Are It’s Days Numbered

Posted by on May 17, 2012 in General | 0 comments

So much has been spoken, written, discussed and analysed about the CV.  Roughly translated it means “the course of life” but it has come to represent a marketing document that will represent you effectively in your jobhunting.    Love it or hate it, it’s where we all start when we need to find a new job.  Should it be two or three pages?  Should you include a photo, your date of birth or details of your referees?  How relevant are your leisure interests?  Some helpful tips can be found on the Shine Charity Recruitment...

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New Recruits by Belinda Newton

Posted by on Mar 12, 2012 in General | 0 comments

Ensuring you have the best possible team to drive your business forward should always be a core part of a business, particularly when the economy is unstable. Your employees should be your best asset. After the energy and effort of recruiting a new member of staff, you want to make sure you can set the expectation and also give an opportunity to a new employee to learn their role. A probationary period is an effective tool to manage the settling in period for a new employee in what is a learning time for both parties, i.e. are you right for...

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When Charity Recruitment Goes Mad

Posted by on Mar 5, 2012 in General | 0 comments

Every now and then we advertise a role that produces hundreds (literally) of applications.  You get to the point where you’re nervous about checking your emails!  But don’t panic – be prepared, remain focussed, remain organised and all will be OK. From experience, I would recommend creating a table and logging the applications as they come in. Make a note of their name, the source of the application, whether you have acknowledged receipt with the candidate, a brief note about their background and any additional notes.  When...

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