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Sheree Davies

News & Views from the team

FAQ – Offer Stage

November 17, 2017 | By | No Comments

Good afternoon,

It has started to feel like winter outside lately, having frosted windscreens in the morning and the trees are looking bare now that the leaves have all fallen. Christmas will be here before we know it, not leaving many weeks to get your Christmas shopping done. A few of us in the office have started our Christmas shopping already, some have even finished! Have you started yours yet? Let us know in the comments below.

Over the last few months, we have posted blogs around frequently asked questions we receive from candidates at different stages of the recruitment process.  We have previously looked at FAQs for the Application Stage and for the Interview Stage, this week we are focussing on the Offer Stage. Below is a list of questions we get asked, along with the answers and hopefully they will help you with any queries you may have.

 

You haven’t received any feedback from the hiring manager yet, does this mean I have been unsuccessful?

The length of time to receive feedback (whether it is good or bad news) can vary. We can receive feedback on the same day as the interview, other times it can take a few weeks. I wouldn’t rule out a role if it has been a few days since the interview as hiring managers can take a while to make a decision.

How long do I have to accept the offer?

Once we receive notification of the offer, we will get in touch with you straight away to let you know you have been offered the position. We then have 24 hours to go back and accept the offer.

What is the next step after I accept the offer?

The next step is to complete the on-boarding process. This involves providing scans of documents and completing a few forms. We will also need to collect references to cover your last 3 years work history. Once we have received all of the on-boarding documents, these will be passed on to Capita who will make you compliant and we can then confirm the start date.

When do they want me to start?

The majority of the time, they would like you to start ASAP. Therefore, the quicker the on-boarding process is completed, the quicker we can get you started in the contract. If there is a set start date in place, you will be informed of this and we can work towards getting you in for the date requested.

I have a notice period, will this affect the offer?

Your notice period would have been stated on your application form, therefore the hiring manager would be aware of this at the time of selecting you for an interview. When we accept the offer, we will provide an earliest available start date for you and your notice period will be taken into consideration here and fed back to the hiring manager.

When will I receive a contract?

Once your on-boarding documents have been sent to Capita and you have been made compliant, a start date will be confirmed with the hiring manager and a work order will be created. If you are using a Limited Company, a contract will be written and sent to you within 72 hours of us receiving the work order. If you are using an Umbrella Company, once we receive the work order we will send over your assignment details to your chosen Umbrella Company and they will provide you with the information.

 

Hopefully the above will have helped with any questions that you may have had about the offer stage, but if you think of something that is not listed, just get in touch and one of the team will be happy to have a chat. You can call us on 01633 548400, email us at enquiries@egb-consulting.co.uk or leave a comment below. Look out for our next FAQ blog to come in a few weeks time, which will focus on on-boarding.

I hope you have a great weekend.

Warm regards,

Sheree

 

Referral Scheme

November 10, 2017 | By | No Comments

Good Afternoon,

How did everyone enjoy their Bonfire weekend? A lot of fireworks were being set off around the South Wales area, including quite a lot of organised displays. The team at EGB all got involved, from attending displays, having their own firework parties, or even just watching fireworks from their living room windows. Let us know what you got up to in the comments below.

Recently we have had quite a few people ask us if we offer a referral scheme. The answer is yes, we do offer a referral scheme, so this week I thought I would write the blog updating our candidates on what we can offer.

If you have seen one of our roles advertised that you think a friend or colleague would be perfect for, send us an introductory email, their CV, or a contact name and email address/phone number and we will do the rest. If your referral is successful and they accept the offer, the following fees are payable at the time of your referral’s first monthly invoice:

Duration
Nominated Worker
Normal Position
Digital Position
0-3 months
£25
£50
£100
4-9 months
£50
£100
£150
10+ months
£100
£200
£300

 

Feel free to share around our job adverts/job specs with your friends, family, and colleagues and don’t hesitate to contact us with potential candidates. It gives you the chance to earn some extra cash!

If you have any questions or you would like to refer a candidate, you can either email us at enquiries@egb-consulting.co.uk, give us a call on 01633 548400, or even just drop us a comment below and one of the team will be in touch.

Hope everyone has a great weekend.

Warm Regards,
Sheree

 

Office Update – November 2017

November 3, 2017 | By | No Comments

Good Afternoon,

How is everyone’s week coming along? Friday has come around again, which means it is time for another blog! This week our blog is going to be an office update and let you know how everything is coming along at EGB, as it has been a few months since our last office update.

Our last office update blog was back in August and we mentioned that some of the team had moved into new positions. Since then everyone has settled in to their new roles and with their hard work, everything is going really well. We are constantly getting those interview requests coming through which are turning into offers, which is great news for both the team and our candidates.

Also in our last office update, we mentioned due to the summer and a lot of hiring manager’s being on holiday, we noticed the amount of new roles we were receiving had slowed down for a few weeks. Once September came around and everyone had settle back into work after the summer, the roles started picking back up again, which is good news.

We want to try and be available to speak to you at the most convenient time possible, so as the majority of our candidates are in work themselves during normal office hours of 9-5, we’ve extended our office opening hours to give you that extra chance of having a chat with one of the team. The office will now be open from 8:45am until 6:15pm giving you chance to call the office before/after work.

EGB has treated the team to new office chairs this week, which the whole team is looking forward too, because who doesn’t love something new? I bet Ed will have fun on the weekend putting them together!

It was Halloween earlier this week, did anyone have any plans? We’ve had a mixture in the office, some went trick or treat-ing with their children, went to parties, visited the farm, carved pumpkins, and watched scary movies, so a bit of a mixture. We’ve also got Bonfire Night coming up this weekend, we’re all looking forward to seeing some fireworks. Let us know what you got up to in the comments below.

Have a lovely weekend.

Warm regards,

Sheree

 

BPSS Screening

October 27, 2017 | By | No Comments

Good afternoon,

I hope everyone has had a good week and is looking forward to the weekend. We have a mixture of plans in the office for this weekend: Comic con, baby showers, Halloween parties, and days out, so we all have a busy weekend ahead. So, onto the blog, this week we will be looking at BPSS screening and what packages EGB can offer.

Are you looking to go through the Baseline Personnel Security Standard (BPSS) screening process? Or do you have any employees/potential employees you need to put through this clearance? We can offer two different packages depending on your requirements. The details of the two packages can be found below:

 

1. Comprehensive Package (BPSS with Full Disclosure Scotland and Enhanced Criminal Record Check), including:

  • Candidate’s Right To Work screening
  • Collation of employer relevant documentation (‘Onboarding’)
  • Proof of address
  • Five year work history / personal reference check (full reference confirmation and disclosure)
  • Enhanced Criminal Record Check, including:
    • Unspent convictions
    • Spent convictions
    • Cautions
    • Sex Offenders Notification Requirements
    • Other Relevant Information

£85 per employee / prospective employee

 

2. Security Screening Check (BPSS with Basic Disclosure Scotland), including:

  • Candidate’s Right To Work screening
  • Collation of employer relevant documentation (‘Onboarding’)
  • Proof of address
  • Three year work history / personal reference check (full reference confirmation and disclosure)

£65 per employee / prospective employee

 

If you are interested or have any questions about the above, please feel free to contact us and one of the team will be happy to have a chat. You can email enquiries@egb-consulting.co.uk, give us a call on 01633 548400 or even drop us a comment on this post to let us know that you are interested. Also if you or your company require any other Managed Services, just let us know and we can discuss your requirements.

Have a great weekend.

Warm Regards,

Sheree

 

FAQs – Interview Stage

October 20, 2017 | By | No Comments

Good afternoon,

I hope Storm Ophelia didn’t affect too many people at the start of this week. Where we are in South Wales, we just missed the storm passing over the UK, although we did experience the dark, orange sky from the back end of Ophelia, dragging up dust from the Sahara. It was a strange atmosphere as it went really dark and the sun turned red. Did anyone else experience the orange sky?

Back at the start of September we posted a blog on FAQ when applying for a role. This week we have moved onto the next stage, which is getting an interview (keep an eye out in the next few weeks for the blog on FAQ at Offer stage). So below I have put together a list of questions we get asked frequently when it comes to being offered an interview and attending, the answers should hopefully help with any queries you have.

 

How long do I have to accept the interview request?
Once the interview offer has come through, we have 24 hours to accept the request. On some occasions where more than one date/time is given, the quicker you accept the offer, the less likely that slot may be taken by another interviewee.

Can I re-arrange an interview?
When you complete the application form, there is a section for you to enter any dates you would be unavailable for an interview, therefore interviews should come through on days that you would be available. Trying to re-arrange an interview should try and be avoided as there is the risk that the hiring manger may not offer an alternative date/time, especially if they have already interviewed other candidates. Hiring managers put a lot of planning into arranging the interviews, such as booking meeting rooms and arranging for the interview panel to be free on the same day, therefore it is best to accept the offer as an alternative may not be available.

What do I need to take with me to the interview?
You will need to take ID and proof of address along to your interview. Your ID can either be your Passport or Driving Licence. Your proof of address can be your Driving Licence (if not used as your ID), Utility Bill, or Bank Statement. Make sure these are taken with you as some locations may not allow you on site without them.

Will I need to prepare anything?
Depending on the type of role you are going for, they may ask you to prepare a presentation or bring a portfolio of your work. If these are required the recruiter will let you know straight away and provide you with all of the information.

How long is the interview?
Each interview is different, an average interview is usually 45-60 mins, although they can range from 15 to 90 minutes. When the recruiter gives you a call to let you know about the interview they will provide you with the start and end time.

Will I be meeting the interviewer face to face?
The interview can either be a face to face, a phone, or a Skype/video interview. The recruiter will confirm this to you upon letting you know you have been offered an interview. After some phone/video interviews, the hiring manager may want to carry out a second interview and meet face to face with you.

When will I hear back?
There isn’t a specified timeframe to hear back from the hiring manager, you could potentially hear back on the same day or it could take a few weeks. We follow up regularly for feedback after interviews, but hiring managers are not obliged to give feedback. As soon as we have any updates, whether it is good or bad news, the recruiter will always give you a call to let you know the outcome.

Hopefully the answers above will have covered any questions you may have. If you have any other questions, please feel free to get in touch, either by commenting below, via our social media, by email, or by phone. Remember our office is now open until 6:15pm if you need to give us a call after you finish work.

Have a great weekend.

Warm Regards,

Sheree

 

BAE Systems to cut 2,000 jobs

October 13, 2017 | By | No Comments

Good afternoon,

Friday again already, where are the weeks going? Christmas will be here before we know it. As it is Friday it means it is time for another blog post. This week we are looking at a news headline which was released earlier this week, that BAE Systems are cutting a large number of jobs across the UK.

It was announced earlier this week that BAE Systems are planning to cut almost 2,000 jobs in the military, maritime and intelligence services, with its air business being mostly affected. The positions will be cut from a number of locations throughout the UK, including 400 in Brough, 230 at RAF Marham, 15 at RAF Leeming, 340 in the Portsmouth and Solent region, and 180 in London, Guildford and other locations. 750 positions will also be cut where parts of the Eurofighter Typhoon are manufactured in Lancashire. The Typhoon jet orders have slowed down due to the competition from the new F-35 and the US F-16, and the Typhoon jet has attracted less orders than the rival Rafale which was built by Dassault Aviation, striking deals with Egypt and Qatar. Positions such as support roles at Marham and Leeming will be affected as the RAF Tornado comes to an end and the squadrons will be retiring by 2019.

Steve Turner, the Unite assistant general secretary stated: “These planned job cuts will not only undermine Britain’s sovereign defence capability, but devastate communities across the UK who rely on these skilled jobs and the hope of a decent future they give to future generations”. BAE Systems employs a total of 34,600 people in the UK, therefore cutting 2,000 jobs is almost 6% of employees, which will affect a large amount of people across the whole of the UK including current employees and potential future employees training up to work in this area.

There have been questions, whether the cuts have been down to the UK Defence spending decisions and Unions have criticised the government for buying more military equipment from the US. The MoD will face a large budget hole after it was reported they miscalculated the cost of the Trident nuclear programme and the purchase of F-35s from the US. Claire Perry, the minister at the Department for Business, Energy and Industrial Strategy when speaking in parliament said: “BAE’s changes were ‘not related to any UK defence spending decisions’ but a result of internal restructuring and normal business practice”.  She has said the government is working with BAE to minimise the compulsory redundancies and to help secure more orders from abroad. The newly appointed CEO of BAE Systems, Charles Woodburn, stated: “The organisational changes we announced accelerate our evolution to a more streamlined, de-layered organisation, with a sharper competitive edge and a renewed focus on technology”.

What do you think of the situation? Do you think the cuts will be worthwhile? Or have they made an error? Drop us a comment below and let us know your thoughts.

Have a great weekend.

Warm regards,

Sheree

 

Sources: http://www.bbc.co.uk/news/business-41566841

https://www.theguardian.com/business/2017/oct/10/bae-systems-job-cuts-eurofighter-typhoon-orders

 

How to get noticed on LinkedIn

October 6, 2017 | By | No Comments

Good Afternoon,

It has started to feel a lot colder this week, Autumn has definitely begun! Looking out of the office window the leaves are starting to turn orange and soon all of the green will disappear and winter will be here before we know it. So, onto the blog, LinkedIn is a great platform for the professional world, it allows you to connect with people that could help in your career. It is a great way for people looking for work to: advertise their skills, show their previous experience, and show how they could be a great asset to an organisation. Over the past few months, we have noticed that candidates looking for their next position are not using LinkedIn to its full potential and they may be missing out on finding/being approached for new positions. So this week our blog is going to give some tips to help you get noticed on LinkedIn when you are looking for work.

The headline on your profile is very important to keep updated as this is the first thing people see when looking at a LinkedIn profile. If you are available and actively looking for work, make sure this is stated in your headline and people will know straight away you are available and are more likely to continue reading through your profile. Include key words such as: actively looking/seeking, currently available, and/or contractor, as these key words will bring you up in more search results.

The ‘Experience’ section on your LinkedIn profile shows where you have previously worked and what experience you have gained. It is essential that this section of your profile is kept up to date and is in detail, as it is useful for other users to see your latest position and get an idea on what kind of roles you would be looking for. Additionally, if recruiters have a position available, having a detailed description will help the recruiter identify whether you are a good fit for the position. This will help reduce wasted time for both the candidate and the recruiter.

If you are actively seeking new work or you are a contractor who looks for work quite often, having your contact details visible on your profile is very helpful. If you are a 1st connection with someone, they can view your contact details if you have entered them onto your account, but for 2nd and 3rd connections, details are not always visible until the connection request has been accepted. Waiting for someone to accept a request can range from a few minutes, to a few days, or even a few weeks and if a recruiter has a position with a tight deadline, having your email address and/or phone number in your profile summary will allow the recruiter to get in touch straight away, and not risk losing a great candidate.

Instead of waiting for recruiters to get in touch with you about a new position, why not follow recruitment company pages on LinkedIn? On EGB’s LinkedIn page, we post out new roles daily, so you can keep an eye on any new roles and not miss submitting an application. If you see a role on our LinkedIn page that you are interested in and would like more information, just leave a comment on the post or give the office a call.

Looking for a new position can sometimes be easy but other times it can be challenging, so it is always best to make sure you are doing everything you can to help secure your next opportunity. Following the tips above will help recruiters notice you on LinkedIn and help get you to the next stage. Drop us a comment below and let us know if you found these tips useful, or if you have any other tips that would benefit other candidates.

Have a great weekend,

Sheree

 

New ship to support the aircraft carriers arrives in UK

September 29, 2017 | By | No Comments

Good Afternoon,

I hope the weather hasn’t effected anyone too badly so far today, as there is heavy rain and strong winds expected throughout some parts of the UK this weekend (being British, you always have to bring up the weather in a conversation). Has anyone got plans this weekend? Or have you had to cancel because of the rain?

This week we have seen in the news that the new ship which will support the aircraft carriers has arrived in Cornwall. This is the second Royal Fleet Auxiliary’s new Tide-class support ship to arrive in the UK with the first ship arriving earlier this year, being designed to support the Queen Elizabeth Class Aircraft Carriers. It offers improvements like double hulls and has greater environmental protection measures and it has a flight deck large enough to hold the Chinook helicopter.

The ship will enter service next year after 4 months of customisation work which will be carried out in Falmouth. The work will bring in 300 jobs as armour, self-defence weaponry, and communication systems will be installed. The MOD is working within their budget of £150 million and this will also sustain further jobs at other companies.

With the new ship arriving in the UK, it is bringing in good news that 300 local jobs will be produced and further jobs at other organisations will be sustained.  Keep an eye out on our new roles being released, as we may see new roles opening associated with the customisation being carried out on the new Royal Fleet Auxiliary’s new Tide-class support ship.

I hope everyone has a great weekend and manages to keep out of the rain.

Warm regards,

Sheree

 

Sources: https://www.gov.uk/government/news/new-ship-to-support-the-aircraft-carriers-arrives-in-uk

 

Employment Statistics

September 22, 2017 | By | No Comments

Another week done which means it is time for another blog. It is interesting writing the blog each week as I get to learn new facts, or improve my knowledge on previous topics. Hopefully it is the same for you reading the blog every week. I thought this week we would look into UK employment statistics and see how stats have changed in recent years, as the Office of National Statistics have released their September updates with figures from May – July 2017.

UK employment has been up and down but recently we have seen 2017 being the highest employment rate since the comparable records began back in 1971. The stats are based on people aged between 16 and 64 and it shows that the employment rate has risen 4.2% in 5 years. In 2012 the employment rate was at 71.1%, whereas 5 years later in 2017 it is currently at 75.3%.

Between May – July 2017, 32.14 million people were in work which is 181,000 more people than earlier in the year between February – April 2017, and 379,000 more than in 2016. It’s great to see that the number of people in employment is rising and with these numbers increasing, it means that unemployment rates will have dropped. The unemployment rate is currently at 4.3% which is the lowest it has been since 1975.

As we deal with a lot of public sector work, I thought it would be interesting to look at public sector employment stats. In June 2017, public sector employment was at 5.440 million which is 14,000 higher than 2016. Although out of every person in work, only 16.9% were public sector employees, which is the lowest percentage since 1999 when the comparable records began. Public Sector employment may have a low employment percentage but private sector employment reached a record high of 26.696 million in June 2017 which is 365,000 higher than 2016. It is very interesting looking into these figures and seeing how a year can make a difference.

We like to mix up the blog each week and write about different topics, such as sharing updates that have happened within EGB, helpful blogs on the recruitment process, frequently asked questions, updates that have been in the news, and more. What blog topics do you enjoy seeing from us? Or what topics would you want to see more of? Let us know in the comments.

Have a great weekend,

Sheree

 

Sources: https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/september2017#unemployment

https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/publicsectorpersonnel/bulletins/publicsectoremployment/latest

 

 

Public Sector Pay Cap to be lifted

September 15, 2017 | By | No Comments

Good afternoon,

I hope you have had a good week and that this horrible weather doesn’t hang around too much longer. There was excitement this week as the new iPhone specs were released. What do you think of the new iPhone X? Do you think it is worth the money? Moving onto the blog, this week we are going to be looking at the Public Sector Pay Cap update that has been in the news recently.

Back in 2010, Public Sector pay was frozen for two years and since 2013 pay rises have been capped at 1%. In the news earlier this week we have seen that the cap on public sector pay rises in England and Wales will be lifted. Police and Prison Officers are the first to see a pay rise, the Police will receive a 1% pay rise along with a 1% bonus and Prison Officers are being given a 1.7% rise. The rises that have been offered are still below the rate of inflation which has risen to 2.9%.

On Wednesday this week Firefighters were offered a 2% pay rise, but declined as the Fire Brigades Union stated that “the offer included a whole host of strings and failed to clearly address the pain our members have experienced as a result of years of falling real wages”. Also on Wednesday the DUP showed their support for Labour’s motions for the pay cap being removed for NHS workers and it passed without having to go to a vote. The next day, unions that represent NHS workers wrote to the chancellor to demand a 3.9% pay rise along with an additional £800 to make up for previous years.

Currently there hasn’t been any updates on whether the NHS workers will be awarded the 3.9% pay rise, but it will cost a total of £2.5 billion if the pay rise is implemented and that is without bringing into consideration any other public sector pay rises. What are your thoughts on the situation? Are the pay rises enough/too much? Let us know in the comments below.

I hope you have a great weekend.

Warm regards,

Sheree

 

Sources: http://www.bbc.co.uk/news/health-41274088

http://news.sky.com/story/labour-motion-on-nhs-pay-rise-passes-without-opposition-11033935

http://www.independent.co.uk/news/uk/politics/conservatives-suffer-defeat-on-labour-motion-calling-for-higher-pay-for-nhs-staff-a7945241.html