There aren’t many jokes about geologists. Every career may have its ‘faults’ but we think studying the planet is a rock-solid career choice. Or so you’d think.
But the truth is, some sectors don’t advertise hundreds of jobs every day. So what should you do if you can’t find that dream, ideal, more unusual job straight away?
Ask Cait Reilly. She did unpaid work at a local museum for a while instead. Nice idea, right? Well, maybe not. Cait was told to work, unpaid, in Poundland instead if she wanted to carry on receiving her Jobseeker’s Allowance.
Does that sound fair to you? We’re curious. It would be interesting to find out what you think, so we’d love to hear your comments below.
We could say, Poundland should have paid her. We could say, the government was right: it simply asked her to take part in a scheme that made sure good working habits weren’t being lost, and there’s nothing wrong with that.
Or we could say, “you can’t have everything you want in life, and how long did she expect to get benefits by doing ‘only’ the job she fancied, anyway?”
But we think Cait was onto something.
If you’re trying to get off the dole then attitude counts for a lot. If you’re willing to give back in any way then society should recognise that effort. And if you’re keen to make a career move, but can’t make a step in the right direction, then any work you do should be commended.
That’s why we think State of Ambition is a great idea. It’s a social enterprise that offers people a 21 day ‘window to the world’, promoting their capabilities and aspirations, uncovering new skills as a result of campaigning and ultimately getting the support they need to take that next step in their career.
It’s simple. And it shines a spotlight on the fact that many people who want to find their dream job have the right attitude – they simply need a chance to prove their worth. State of Ambition is one project we think the government could really learn a lot from.
I’m lucky enough to work with some of the brightest and inspirational people in the UK through my company Operation Enterprise – youngtrepreneurs of all ages, academic abilities and backgrounds, who combine their college and school studies with developing their businesses.
When my team and I first walk in to a room packed with the next group of students ready to engage with our programmes, the excitement and enthusiasm is palpable. These are young people on the most exciting journey they will ever take and they are desperate to pick up as much information, and hints and tips possible, before they leave at the end of the day.
What might surprise you is that the majority of those youngtrepreneurs are male.
As a female entrepreneur myself, this perturbed me. Part of the reason I came into this market was to encourage girls to think about running their own business. I wanted them to see the real possibilities available to them; that learning about running a business doesn’t just give you the skills you need for self-employment but also makes you more work-ready and improves your personal skills to boot. Continue reading “Female Empowerment – By Ali Golds, Founder of Operation Enterprise and The Juno Project” »
Imagine your employer has just offered you a dream promotion that involves relocating. The company is offering you financial assistance to help with your move though you have no idea what the culture and day to day life will be in your new work environment. What would you do?
While today’s employers are embracing a more flexible work culture, every year thousands of Britons move varying distances for great work opportunities. Where we choose to live plays a major role in the opportunities that are available to us, so the decision to make the move or not is a big one.
Not everyone chooses to make a big move. Approximately 40% of Britons still live within 5 miles of their childhood home, so who are the people doing all this moving?
According to UKCES (UK Commission for Employment and Skills), the higher up the pay scale you are, the lower the relative cost of both commuting and relocating for work becomes. This means that lower paid workers tend to have ‘less geographically extensive job searches and shorter travel-to-work distances than more highly paid workers.’
Also, many highly skilled professionals view relocation as a key part of career development. A report by Green and Canny found many highly skilled workers see themselves as having ‘occupations rather than jobs’. People with this attitude are likely to be more willing to change roles, departments, and locations in order to progress in that occupation. Continue reading “Time to Relocate? How Skills, Family, and House Prices Affect Your Next Career Move” »
Choosing a university degree is far from easy and finishing one is an achievement in itself, especially within the hospitality industry which demands a working commitment, in and outside of the lecture theatre.
Hospitality is an industry that immediately ticks all the boxes in terms of stimulating students through robust degree courses, which usually involve a year’s placement of ‘on the job’ experience. This depth of study allows graduates to gain a wealth of experience before completing their degree course, putting them in a great position when looking for jobs once finished university.
This article will take a look at some of those avenues; paying attention to particular skills that as a graduate, you can sharpen and develop to increase your employability in the hospitality world.
According to Prospects, the hospitality sector is the second largest employer in the UK, so your decision to study it at university may have been a wise one, having possibly reaped the benefits of immediate employment that the industry offers.
We spoke to a hospitality recruiter, Andrew Duffy, from the recruitment agency Mise en Place to gain some insights into the various roles in the industry, along with some information to help you along in your career.
Following on from our Pursuing a Career in Retail article last week, we spoke to Kathy Allison, the Head of HR at boohoo.com to talk about her role and graduate opportunities within the retail industry.
I got my first management role in the hospitality sector at Moat House Hotels where I then went on to join Radisson Blu as a People Development Manager. I worked across a number of HR roles so this really gave me a great understanding of the industry.
My friend actually saw this position at Boohoo advertised and thought I’d be perfect for it with my experience and love for fashion. When I first started at Boohoo there was no HR team so I have seen this business grow from strength to strength which is really exciting. I now head a group of 7 people within the HR team with nearly 700 employees across head office and the main distribution centre.
As Head of HR, my days are always varied as I oversee all the different HR roles at Boohoo. I could be focusing on the recruitment side of HR and interviewing candidates for our senior position, supporting with any employee issues or attending meetings with directors.
I stumbled in to HR, or Personnel as it was then! What really excited me and engaged me was the sheer variety of the work and the ability to really support and make a difference to the business.
Many of our roles are those which people have chosen as a career – buying, design, marketing, IT for example. It’s therefore certainly usual to find that strong candidates have a relevant degree and have often combined this with a period of internship during their studies. Competition for many of these roles can be fierce. Having said that there are also opportunities for people to move around within our organisation and we do value experience.
Often depends on the candidate and the level of the role. For entry level positions, having the right degree is certainly an advantage. When it comes to senior positions we of course also look for the track record of proven success.
Fashion inspires people. It’s fast paced and creative. There may be times when people are attracted by the glamour also, and at times it can be, but it’s also important to understand that it can be tough and hard work too.
For HR – know the function from the ground up. Be prepared to think and act commercially to support the business you are in, and understand that the results you generate and the culture you provide for your employees are more important than bureaucracy. For fashion – be clear about where you want to get to. Accept there will be competition and seize every opportunity for experience and exposure to build your portfolio and CV.