When you are looking for work, it can be tempting to spend entire days searching for a new role. However, this can lead you to feeling completely exasperated and miserable. When you are out of work, it is important to keep on top of your physical and mental wellbeing, as the whole situation can quite easily lead you to spiral into depression. This is usually as much due to the constant focus on the situation as it is the situation itself. Spending one hour a day on job hunting should be sufficient if you stay focused. These are some ways to spend your one hour a day on job searching.

Apply for Jobs (30 minutes)

Spend 30 minutes of your day applying for jobs, this may be slightly more if some of these are full applications. Keep a record of each job you apply for, together with the closing date.

Connect on LinkedIn (15 minutes)

Send out connection requests to the companies you have applied to - usually the director or a contact from HR. Then, send out messages to the connections you have received from the previous day. You can send something like this:

“Thanks for accepting my connection. I just wanted to reach out as I applied for your Electrical Engineer job in Glasgow and wanted to check you received it and reaffirm my interest in the job.” 

It is important to follow up on applications. If they reply to say you have been unsuccessful, make sure you ask for feedback.

Speculative Applications (15 minutes)

You can also spend 15 minutes of your day reaching out to companies you are interested in and sending a speculative application. Not all companies spend money advertising on job sites, and others may not have vacancies at present, but might in the future. You can do this by using Linkedin to connect with decision makers, such as the director or HR and sending a message to ask about current vacancies or future prospects. For instance:

“Thanks for accepting my connection. I’m currently looking for a social media marketing role and although I couldn’t see anything advertised on your website - I wondered if I could send my CV over for any future roles you may have. I’m extremely interested in your company - so would love the opportunity to speak to someone about my experience.”

You can only do so much when you are job hunting, so assign one hour a day and spend the rest of your day undertaking relevant courses to enhance your CV where possible. You should also look after your physical and mental wellbeing by spending time outdoors, and seeing friends and family.

At Inspired CVs, we provide one to one consultations to help with your job search, including a free recruitment service, job searching tips and mock interview practice. We also create professional CVs which are tailored to suit your career goals. You can contact us today to find out more or order directly.

When you are job hunting, it is important to be prepared for last minute interviews, and to take the opportunity when it presents itself. You might be tempted to reject the chance to attend an interview the following day due to interview anxiety - however, you may not be able to reschedule. Even if you have notice, it is important to use the 24 hours leading up to the interview wisely. These are some ways you can prepare for the interview ahead.

Research the Company

Even if you have already conducted some research on the company, utilise the 24 hours before it to refresh your memory. Take a look at the website to understand a bit more about their products or services, competitors and values. Any significant achievements can also be useful to fit into the interview to show you have done your homework.

Scan the Job Spec

When preparing for an interview, you should always remember that the employer will be focused on the job spec and whether you have the expertise that matches it. You should prepare accordingly by providing examples for each aspect of the job spec that are relevant to you. Do not be afraid to tell the employer about parts of the job spec where you might not have the experience, it is better to be honest than to tell untruths during the interview.

Prepare Questions

The employer will ask if you have any questions at the end, and you should always respond to this as otherwise, you may seem disinterested. Some questions to consider asking include:

• What is the culture of the organisation?

• Where does this role fit within the whole organisation?

• What is the management style?

• What are the priorities of the position?

At this stage, it is best to avoid asking about salary and benefits, you can discuss these aspects if you are offered the role. Although - you should only apply for roles that fit in with your salary expectations so that you are not wasting your own time.

Clothing and Travel

You should always give a good first impression by being dressed professionally for an interview - regardless of whether you expect it to be informal or not. Even if your interview is being conducted online, you should wear appropriate workwear. You should also plan your travel prior to the interview and ensure you give yourself plenty of time. It is much better to be early than late for an interview.

Rest Up

A good night’s sleep is crucial before an interview. Even if you are feeling anxious, you should prioritise rest. You will be much more alert and calm if you have slept well during the night.

At Inspired CVs, we can help you prepare for interviews and follow up on feedback through our one to one coaching sessions. We also provide CV workshops which are useful for community organisations, schools, universities and the workplace. Contact us today to find out more.

One of the most frustrating aspects of successfully completing a degree is the search for a job afterwards. It can be difficult to know where to start when you leave University, and you might feel completely lost. These feelings are natural and very common. If you are feeling overwhelmed when searching for a new job after graduation, these are some tips for how to secure your first job in the sector you are interested in.

Professional CV

The first step before starting your job search is to make sure you have a top notch CV. It is more beneficial to get a professional CV created to give you the best chance of success when looking for a new role. A professionally designed CV will highlight your main attributes and will focus on transferable skills you have gained from other jobs and University.

Enhance your LinkedIn Profile

It is also important to be visible on LinkedIn, as this is the main platform you will use for building a network and following up on your applications. If possible, this should also be professionally done so that you are hitting all the right keywords to help recruiters find you.

Compile a List of Companies

Make a list of companies that you are interested in applying to, you may also want to do a search for companies that offer graduate schemes. Take a look at their website and see whether they are hiring and what vacancies they have which you can apply to.

Apply for Jobs

Use job sites such as Indeed and CV library to find jobs to apply for. You can also apply for jobs on LinkedIn and various other sites. You may also want to register with recruitment agencies within your industry.

Network

LinkedIn is your best friend when applying for jobs after University, as it allows you to connect with the decision makers. Although it may seem time consuming, you should connect with the decision maker (director, HR or recruitment) for every job you apply for and follow up on your application. If you receive a rejection letter, ask them to provide more details as this can help with your future job search. If there are specific companies you like but they don’t currently have vacancies, connect with them on LinkedIn and let them know you are searching for a new job.

At Inspired CVs, we provide one to one coaching services to help you with your career journey. You can order your one to one consultation here or contact us to find out more about our services. We also provide professional CVs, tailored to suit your career goals.

Constructive feedback in the workplace is important as it helps individuals to learn, grow and develop. The thought of giving feedback can often seem quite daunting, as you don’t know how it will be received. It is crucial to be honest when providing feedback, otherwise it won’t have the desired effect. These are some tips for giving constructive feedback in the workplace.

Focus on the Positives

When delivering constructive feedback in the workplace , you should focus on the positives, even if you need to discuss some less favourable aspects. For instance, you might tell an employee during a performance review that they are a great leader and build strong relationships with their colleagues, but they could improve their delegation skills. When you make the negative aspects the focal point in a feedback discussion, you instantly put the employee on the back foot and make them feel under attack. Similarly, if you are providing feedback on a piece of work that a colleague has created, make sure you tell them the good points first, before you discuss the aspects that could be improved.

Suggestions for Improvement

There is no point in delivering constructive feedback in the workplace without any suggestions for how to improve it, as it will just feel like criticism. For instance, if you are having a difficult discussion with a manager about their poor management skills, you might suggest that they attend management training to improve their performance. Similarly, if you are providing feedback on a colleague’s PowerPoint presentation, give them some ideas for how to make improvements.

Ask for Feedback

Most people feel a little uncomfortable when receiving constructive feedback in the workplace and to help them feel a bit more at ease, you can ask them for feedback too. For example, if you are undertaking a performance review with an employee, you might say something like “do you agree with the feedback I’ve provided, or is there anything you feel I may have misunderstood or gotten wrong?” It should always be a conversation, rather than a discussion that only goes one way.

Connect with the Individual

It is much easier to take constructive feedback in the workplace from someone you know well and have a good relationship with, which is why it is important to build relationships before you do this. For instance, if someone presents a spreadsheet to you which is full of mistakes but you have only just started in a job, it is best not to say anything - unless directly asked. Offering unsolicited feedback can instantly put you on the back foot in a job. However, if you know the person and have a good friendship, they will take it in the way it is intended.

At Inspired CVs, we can help with HR issues, as well as providing a professional CV writing service tailored to suit your needs. Contact us today or order your CV directly from our shop.

A recent case involving Travel Consultant Laura Tait, has raised a lot of questions regarding employers requiring cameras to be on during video calls.

Although expressing to her employer that she felt overwhelmed appearing on camera due to her anxiety, her employer failed to make adjustments, leading to them having to pay out on a tribunal claim. The ruling may come as quite a shock to a lot of employers, who may not have realised that forcing an employee to put their camera on, could lead to a tribunal claim.

Why Might Your Employer Require Your Camera to Be On? 

It is quite common for employers to state that ‘cameras must be on’ during a meeting, and there are several reasons why they often prefer this method of communicating.

Improve Relationships - Communication can often be taken the wrong way when you can’t see the other person, which can sometimes lead to conflict. It is easier to understand people when you speak face to face as you can decipher facial expressions and body language. It can help to build positive relationships.

Grow Connections: You can’t really get to know people without seeing them, which is why seeing someone face to face can help you to grow connections. It is particularly important for a workforce working remotely.

Focus: An employer can’t be sure you are listening to them if you don’t have your camera on. For all they know, you are sitting in the bath or watching the TV. They may have important information to feed back to you, and need to be sure you are listening.

How to Accommodate Employees Who Prefer Not to Use Their Camera 

There is nothing wrong with a company having a camera on policy at work, however, as we have seen in the Holiday Extras employment tribunal, employers must listen to employees if they have an issue with being on camera, and make reasonable adjustments. It is particularly important if the employee has a disability which is recorded in their file as this will be a crucial aspect of a tribunal claim and could be viewed as workplace discrimination. There are adjustments you can make in these cases to protect your business from tribunal claims.

• Optional - Instead of having a camera on policy at work which requires cameras to be on, make it optional to employees. In this way, you completely negate the need for this to be an issue in the first place.

• Alternative format - If there is a general feeling that employees don’t want to have their camera on, it may be a good idea to consider other formats, such as a conference call or a WhatsApp group where you can share information.

• Discuss concerns - If you want the cameras to be on but you notice that employees have an issue with it, speak to them privately to understand their concerns. If someone is telling you outright that their anxiety is too bad to be on camera - do not force them. There are employee rights during video calls, as we have seen with the Holiday Extras tribunal case.

If the Laura Tait camera case has you thinking about your policies, you may consider HR advice. At Inspired CVs, we provide HR support for employers and employees, as well as offering professionally written CVs tailored to your needs. Contact us today to find out more or visit our shop.

A multigenerational workforce can offer many benefits to a business, but it can also have its challenges. The generations currently in the workforce are typically the baby boomers (born 1946-1964), Gen X (1965-1980), Millennials (1981-1996) and Gen Z (1997 onwards.) With every generation, there are changing needs and it is important to incorporate the differences in order to nurture an effective workforce. 

What Matters to Different Generations? 

To successfully integrate a multigenerational workforce, it is important to understand what matters to each generation. While individual preferences will naturally vary, there are some common trends and priorities that can help employers create a more inclusive and effective multigenerational workplace. 

Baby Boomers in the Workplace

Baby boomers are experienced and generally have a strong work ethic. They have been brought up in a generation where people stayed in their jobs for a long time, so are loyal and stable. Their experience and strong work ethic can enable them to become leaders within the workplace.

Best Attributes: Loyal, reliable, leaders, strong work ethic.

Gen X in the Workplace

Gen X have a more free spirited outlook than you’d perhaps expect from baby boomers. Unlike baby boomers who have predominantly worked in a 9-5 environment, Gen X want flexibility and freedom in their job. They don’t want to be micro managed and want a bit more of a balance in their work and life. They have grown up in a time when the freelance (or gig economy) was at its peak.

Best Attributes: Creative, idea driven, independent, flexible.

Millennials in the Workplace

Millennials are similar to Gen X in their desire for flexibility and autonomy. They don’t want to work for the sake of it, they want work that offers a purpose.

Best Attributes: Creative, independent, flexible, digital skills, purposeful.

Gen Z in the Workplace

Gen Z are interested in having flexibility and job security. They are also interested in roles where they can make a difference, such as jobs where sustainability is a priority.

How to Manage a Multigenerational Workforce 

When a multigenerational workforce work together, there are many benefits including the transfer of knowledge. Older workers will have more life experience which can help with leadership and mentoring, whereas younger workers are usually more efficient with tech. The ability to learn and share ideas from different perspectives can be hugely beneficial for an organisation, but it needs to be managed effectively and there are various ways to do it.

Flexibility

Baby boomers are used to a 9 to 5 structured office role, whereas the other generations prefer more flexibility. However, individual preferences and circumstances will always vary. To incorporate different needs, consider offering a flexible working pattern, as well as the ability to work in the office full time.

Communication

Incorporating different types of communication is important for a multigenerational workforce, as generations vary in the way they like to communicate. For example, baby boomers are more likely to prefer face to face or telephone communication, whereas the other generations may prefer to communicate via email, WhatsApp or video calls. 

Inclusive Culture

Incorporating a multigenerational workforce should be subtle. There is no need to make the differences obvious but instead, to foster a culture of inclusivity.

At Inspired CVs, we provide HR advice for both employers and employees. We also offer professionally written and designed CVs, tailored to your needs. Order from our shop or contact us to find out more.

As your business grows, there will likely come a time when you are hiring employees. If you have never had to do this before, you probably don’t know where to start or how to ensure you comply with the UK employment law. There are various elements to consider, including right to work, pay, health and safety and pensions. Following a structured process will ensure you are compliant with employment law and reduce risk.

When you're ready to hire a new employee, there are several important steps to complete before, during and after the recruitment process.

Signs You Need to Recruit

If you're unsure whether it's the right time to recruit, there are several indicators that your business may benefit from hiring employees. 

Unable to Meet Customer Demands

If you are turning work away because you don’t have the capacity to do the work, it is a sign that you should be hiring your first employee. Businesses should never be in a position that they are turning work away, otherwise they are unable to grow and prosper.

Negative Feedback

A sudden increase in negative feedback and unhappy customers suggests you are not giving them the time and effort they deserve. This is often due to capacity issues and it could signal the need for hiring your first employee.

Missing Deadlines

If you are constantly missing deadlines due to being over capacity, it is a strong sign that you need to consider hiring your first employee.

Can you Afford an Employee?

The need for an employee, doesn’t automatically mean you can afford one. You need to consider the costs of recruiting employees, including the salary, sick pay, pension, maternity and paternity leave. If you are considering hiring an employee, you should have cash reserves so that even if workload reduces, you are still able to pay your employee and comply with the UK employment law.

Managing Risks

You must also ensure the working environment is safe for employees. A risk assessment should be arranged for hiring your first employee, including fire safety and ensuring the building is accessible to employees who may have a disability or health condition.

Register as an Employer

You will need to register as an employer on the GOV website and set up some kind of payroll system. You are also required to check what pension responsibilities you have as an employer when hiring employees as part of the UK employment law. You can also do this via the GOV website. Employer liability insurance will also be required when hiring your first employee.

At Inspired CVs, we provide HR advice on any issues as well as one to one consultations and a professional CV writing service. To find out more, contact us or visit our shop.

Flexible working has become a regular feature of the modern workplace, particularly since the COVID-19 pandemic. As many employees were unable to work in close proximity to colleagues due to the risk of spreading the virus, employers had to adapt quickly. Businesses introduced new ways of working, including remote and hybrid arrangements, to keep operations running while protecting the health and wellbeing of their workforce. These days, flexible working takes many different forms, including hybrid working, remote working and a more easy going approach to working hours.

Flexible Working and Recruitment

If you are not offering some kind of flexibility, you are likely to have a much smaller pool of candidates to choose from. Many people, especially those within the younger age groups no longer want a 9-5 office based job, they want a more fluid approach where they can have a better balance in their life. These are some ways that flexible working helps improve recruitment.

Top Talent

It can be difficult to hire top talent when you are concentrated on a specific area, especially in remote places. When you allow candidates to work remotely, you can hire from anywhere in the world. It gives you a wider pool of candidates which means a higher chance of recruiting top talent.

Global Market

Businesses can also expand into global markets by adopting a more flexible approach to recruitment. For example, a UK-based company that hires an employee in the United States can offer services during US business hours, increasing its availability and potentially attracting a larger client base. Similarly, recruiting employees from non-English-speaking countries enables businesses to provide multilingual support, which can allow you to become accessible to a wider audience. A better cultural understanding can also help you to support clients from overseas.

Increased Loyalty

Adopting a flexible approach is also likely to increase employee loyalty. As a result, businesses may experience lower staff turnover, reducing the need to recruit and train new employees. This not only makes the recruitment process easier but also saves time and money while helping the business retain experienced and skilled staff. 

At Inspired CVs, we provide professionally written and designed CVs, tailored to your needs. You can order your CV here or contact us to find out more.