Graduate HR opportunity in Stirling…….

Nina, our Job Shop Manager here at the Careers Development Centre, has informed us in the GradClub Team, of this exciting HR opportunity:

Employer United Closures and Plastics Ltd

 Job title HR Assistant

 Closing date 19/11/2012

 Job description

We are currently recruiting for an HR Assistant based at our manufacturing site in Bridge of Allan, Stirling.

Reporting to the HR manager the successful candidate will provide first level HR advice and guidance to employees in line with organisational policy. Main responsibilities include:-

  • recruitment activities
  • liaising with external agencies where appropriate
  • absence management
  • co-ordinating occupational health activity
  • disciplinary and grievance
  • month-end reporting activities
  • liaison with Payroll
  • maintaining employee data and project activity as required

This is an autonomous role where you will be the first point of contact for all HR issues and queries.

Person requirements

Suitable candidates should hold a degree in Human Resource Management, or related discipline. Some experience of working within an HR environment would be desirable.

The successful candidate will be a self starter with proven experience of working as part of a team. You must possess excellent organisational skills and have the ability to effectively liaise with personnel at all levels within the organisation.

If you are interested in applying please email your CV to Alison Wood at alison.wood1@gcs.com

Don’t forget to pop in to see a Careers Advisor to have your CV checked …… you can also book a mock interview to gain some valuable experience and practice your interview skills.

 

 

A recruiter’s view point helps with application forms…….

If you try to see the graduate recruitment process – and your own part in it – from the employer’s point of view, it will help to clarify what you need to show in your application. Understanding what the recruiter is looking for will help you to get the graduate scheme place, internship or job you want.

The recruiter wants to take on the best and brightest graduates, both to meet current staffing needs and to develop the company’s future leaders. However, even if you’re right for the job in every way, your prospective employer doesn’t know it yet. You have to succeed at each stage of the recruitment process in order to get your chance to show what you’re really capable of.

Recruiters have checklists, so help them tick them off

Whether they’re going through applications, interviewing, or observing at an assessment centre, graduate recruiters will be looking for a specific checklist of qualifications and skills. You know what it is, because it will be set out in the job description, and you will also be able to use the company website and literature to find out more about what they want. Make it easy for them to work down that checklist and put a big tick next to every point. Be clear about how you meet each requirement.

All employers want the best… but they have to sift to find it

The recruiter may have numerous other applications to filter out before coming to the conclusion that you’re the one to go for. How many graduate applications do employers in different sectors expect to receive for each vacancy? Here are the figures, according to the most recent edition of the biannual membership survey carried out by the Association of Graduate Recruiters (AGR).

From a job-hunter’s point of view? These are intimidating odds. From a recruiter’s? Hard work.

  • AGR average applications per vacancy 2011-2012 recruitment cycle: 73.2
  • Retail: 153.8, up from 71.2 in 2012-11
  • Investment banks or fund managers: 141.8, down from 232.5 in 2010-11
  • Fast-moving consumer goods (FMCG) 134.1
  • Insurance company 98.9
  • Energy, water or utility company 94.8
  • Transport or logistics 84.6
  • Banking or financial services 78.6
  • IT/telecommunications company 76.3
  • Accountancy or professional services firm 55.1
  • Engineering or industrial company 50.8
  • Construction company or consultancy 50.3
  • Consulting or business services firm 44.5
  • Law firm 44.5
  • Public sector 43.7

Bear in mind these stats are likely to be on the high side, because AGR members tend to be large graduate employers that attract a high volume of applications. Also, these are average figures, and mask variations between employers, so can be misleading.

Don’t overlook the small and medium sized enterprises who are also on the lookout for graduate talent; they may offer great opportunities for early responsibility.

Give your application the best possible chance of getting through

If you were a recruiter, how would you work through all those applications to find the best candidate? Chances are you would:

  • Be disinclined to tolerate spelling mistakes, grammatical errors and any other signs of sloppiness.
  • Weed out applications that don’t follow instructions.
  • Stick to your checklist, looking for applications that are a good clear match for the criteria you’ve set out, and rejecting any that aren’t. Are the candidate’s skills and experience described in a way that shows he or she has the right qualifications and aptitudes? If not – why not? Courtesy of Target Jobs.

Don’t forget you can get help with your applications by checking  out our Careers webpages on this subject and when you have a draft application ready, pop in to see a Careers Advisor for advice.

Large or small – which route suits you best?

Graduates may be tempted to go for large, well-know companies in their hunt for  a job; firms with an ample history and a solid reputation. This certainly has  its benefits:

In general, large companies offer bigger starting salaries. They also offer extensive employee benefits such as health insurance, pension plans, on-site gyms and even company cars.

You are sure to meet a lot of people, guaranteeing a substantial network of useful contacts.

There tends to be more opportunities for promotion, especially if the company is expanding.

Big companies offer stability, as they are unlikely to run out of cash anytime soon. Having more money to play with also means they can happily afford to pay for employee training, which will enhance your skill set and make your CV look pretty damn good.

But before you are seduced by popular, attractive companies with big salaries, take a minute to consider the merits of working for a small-or mid-sized company.  While striding suited and booted into a high rise tower in the centre of London may feel awfully glamorous and grown-up, smaller firms do have a lot to offer:

First off, you are probably in with more of a chance of snagging a job at smaller companies because there are generally less applications per vacancy.

You are more likely to have your work noticed. Added to which, you will feel that you are making a real contribution to the company and actually making a difference – which is reflective of today’s graduates being more concerned about their ability to make a difference than their salaries.

You will get to know a smaller team of people very well, which is potentially better than having a large network of contacts you barely know.

Roles at small companies are less likely to be rigidly fixed, meaning the work will be more varied and giving you the opportunity to take on more responsibility.  The informal atmosphere sometimes spills over into the dress code – you may be able to swap ties and high heels for t-shirts and trainers.

In the end, it all boils down to personal taste and what you value in a career. Would you be more inclined to take graduate jobs in  a small or large company?

 

Courtesy of GradPlus

The Pros and Cons of using Social Media for recruiting

Speaker’s presentations from the ‘Recruitment using Social Media‘ event at the University of Aberdeen

Saw this very topic article in LinkedIn about social media recruiting from the University of Aberdeen and thought that I would share it with you. It gives some very useful pointers from the recruiters point of view along with perspectives from students/graduates in the job-hunting pipeline.

Check out the various contributors’ slides below:

Campbell Urquhart – Urquhart Partnership: http://prezi.com/3aikzdhgkix3/aberdeen-university-join-up

Alex Barton – Student Designers: http://www.box.com/s/si1mspn1471s62l9ko9a

Robert Holland + Lisa Jackson – Balfour + Manson:http://www.box.com/s/yyzo1rqbapgxurpy0vu8

Rachel Jeffers – University of Aberdeen: http://prezi.com/j907qj_elfbl/recruitment-using-social-media/?auth_key=66278a19b45217bddc4ac397b9056b655036cabc