Posted by & filed under Blog, Opinion.

I come across numerous senior people within business lamenting the lack of commitment from millennials. They are seen as a generation with a chip on their shoulder; as those who simply do not know how to graft; people who will give up at the first sign of adversity.

“The kids today aren’t like we were…”

They are thought of as “snowflakes”, as people who are easily offended and who are going to be up in arms at very little.

But is this really true?

Of course, there have been changes in society over the decades and there are some differences in attitude that have developed over the years, but to say a whole generation of people now lack the drive, graft and commitment, is totally inaccurate.

Of course, there are some people who are spoilt and ungrateful – the perennial victims, but there always have been. However, now these people are more likely to have their demands fulfilled.

And I do feel that there is a broader change in behavior in general.

There is definitely a trend towards people changing employment more swiftly and there is certainly a greater demand on businesses to improve their packages and working environments, but this isn’t because people have suddenly become ungrateful in nature.

it’s environment rather than upbringing that is changing behaviour…

The reason we see this change of behaviour, I feel, is because we have had record levels of employment across the economy, even in spite of Brexit. This means people have numerous opportunities available to them. There isn’t the same fear that losing your job means you’ll have no income and won’t be able to pay your rent/mortgage.
Highly talented people can quickly find a new (and potentially better) role.

Rapid innovation of working environments…

With so much choice available to millennials (and all the other generations in employment), ensuring you have the culture and environment to retain your best people is fundamental to business success.
The availability of numerous opportunities coupled with advancements in technology is driving innovation in the work place – the rise of collaborative workspaces, flexible working hours and work from home opportunities, reflect this.
This is a great thing – and if you don’t move with the times you will be left behind.

There are still frustrations for business owners…

Even with the improved working environments, the huge amount of opportunity available to job seekers still means if it very difficult to hire and retain the best people in the business.

Companies need to build a long term “people strategy”. Proactive forward planning, thorough in-depth calculated assessment, and robust internal appraisals and 1-1 procedures in essential to maximising retention.

Do you agree? Really interest to hear peoples thoughts on this topic…

If you are interested in discussing your own recruitment strategies with one of our consultants (whether when growing your team or planning your personal career growth) please feel free to get in touch.

Posted by & filed under Advice, Blog, Opinion.

It is never a nice feeling like you have been rejected, especially when you are at work. Of course, your emotions and that completely irrational person within us is probably shouting that you should completely hulk out on the entire workplace and smash everything to bits. But we all know that in the real world this isn’t the approach to take… plus you might rip your favourite outfit!
You might not believe it, but even the most successful people have, at one point in their lives, had to deal with rejection. The thing that sets them apart from others is how they deal with it and move on.
Feel like you need some inspiration in how to better deal with being told that you are not quite up to scratch? Below is the successful persons guide to dealing with rejection in the workplace.

They remember that this isn’t the only path to take
One of the worst things that you can do when you have been rejected from something is to think that it is all your own fault and that you just weren’t good enough. The thing to always keep in mind is that just because you were rejected, that doesn’t mean it was because you were worthless, it simply means that you were not right for that path. Recognise and remember your own value and instead of thinking that this is the only route to take, take another look at your map.

They take the time to think about what happened
Sometimes rejection can come out of the blue, that you can’t pinpoint where it all went wrong. However, just as likely is that there are things that you could have done differently. Someone who is successful can reflect on what happened and know perhaps where they could have made changes. That doesn’t mean that the rejection was all your fault of course, but it is something that can help you with the future.

They ask for feedback
It isn’t always easy to hear what is wrong with you, but sometimes welcoming feedback is the best way to make yourself better and push yourself to succeed. The feedback might be something that you already know about and want to change, but it could also be something that you may not have even been aware of. The important thing is that you can ask the other person to let you know how they see you.

They then improve
It’s all well and good asking for feedback when you have been rejected, but what you should also then do is think about it and make changes. We can all do with a touch of improvement and if you have taken the giant leap to asking for some feedback, then do something with it. Otherwise you might as well have had your fingers in your ears and shouted la-la-la whilst they were talking to you!
When you are feeling down and you are tempted to hide away from the world, remember that even the most successful people in the world probably had the same hurdles. The only difference with them is rather than buying a large tub of ice cream and grabbing a blanket, they dusted themselves off and set about showing those who rejected them just what they are worth. We can promise you, that it is the best revenge to take!

Posted by & filed under Blog, Opinion.

What comes to mind when you think about sexism in the work place?

Chances are that you are going to think about women not being treated equally compared to the men that they work alongside. However, in some industries, the men are actually just as discriminated against as women. Administration being a prime example of this.

Administration is often seen as ‘women’s work’. If a man is found in one of these roles, then they may be seen as working beneath their skill level. But why is this? Why is admin seen as women’s work?

A recent survey by Careersmart found that 77% of our administrative work force are women and a measly 23% are men, however the average salary of a man working in this type of role is around £4000 higher than the average female is being paid. https://careersmart.org.uk/occupations/other-administrative-occupations

Why is admin seen as women’s work?

  • Women are more organised and able to multi-task

One thing that many people think about women, is that they are the best at multi-tasking and tackling many jobs at once. Men, on the other hand are not quite as recognised for their ability to focus on many things at once, which is why they are not often seen as the ideal admin worker.

  • Women are more social

An important part of any admin role, but particularly those that involve being customer facing, is being able to be approachable and social. Women are always seen as being more social than men. They find it easier to chat, to get to know other people and to be personable and friendly.

  • Women are not seen as keen on technological roles

Whilst many office jobs are seen as “women’s work” when it comes to IT and dealing with other aspects of technology, men are definitely seen as being more prevalent. It is thought that women might not be as interested in roles that deal with technology, instead focusing on softer skills.

Of course, whilst these are thought to be the reasons why there are fewer men working in admin, these are not actually true and are just stereotypes. Male administrators are just as talented, capable and able as female administrators, and can prove to be a valuable part of any team. Over my last 4 years at Cherry Pick People some of my most successful candidates in administrative roles have been male.

Ask yourself, would you consider hiring a male administrator?

In any business, balance is KEY and both men and women are capable of doing any roles that they want to tackle. The ability to do a job is not down to your gender, is more about your skills, your experience, your knowledge and whether or not you are the right person for the job, regardless of what that job is…

Posted by & filed under Blog, Opinion.

What can an employee do to protect themselves? Here are some tips to assist you…

The Explosive Manager

Keep emotions to a minimum and stick to work issues. If your rage-aholic manager shouts at you, don’t shout back. Instead, maintain your professionalism and calmly deal with the situation.

When dealing with an angry or volatile manager, never confront her in an emotionally charged state. Remove yourself from the situation or remain silent. A good breathing technique to reduce your stress levels can be found in this blog How to Manage Stress at Work.

Then in a day or two, book a discussion with your manager on how her angry comments make you feel and affect your productivity. Documenting the incidents, in detail, and report abuse through the proper channels at work.

If your complaint falls on deaf ears, it’s time to look for another job. Staying in an environment with an explosive manager will only wear on your self-esteem and physical health. No job is worth that.

The Absent Manager

These managers are absent either physically or mentally. Unfortunately, in their absence, they often forget about their employees. You might not get the recognition you deserve, be forgotten when it’s time for a review, or just feel as if you are invisible.

With an absentee manager, your communication efforts are vital. You need to be assertive in your requests. Your manager may even be unaware of how her lack of direction impacts you; tell her. Set up periodic meetings, or updates to report on what you’ve accomplished. You must be proactive with this type of manager.

The Moody Manager

On Monday, he may be cheery and jovial. On Tuesday, he may come in quiet and sullen. By Friday, he’s barking orders at everyone he sees.

Resist the temptation to be defensive. Instead of saying, “Why are you treating me this way?” say, “You seem to be having a bad day”. This puts the negative emotion back on him. His moodiness is really about him, not you. Book in a meeting to discuss how his moods affect your work.

Whatever you do, do not suffer in silence: doing so will impact your physical and mental health. Working for someone like this creates a great deal of stress, consider transferring to another department if all your efforts to rectify this situation fails.

The Cowardly Manager

Usually, cowardly managers create a fairly dysfunctional office setting with their lack of leadership. The best way is to work with a cowardly manager, not against them. Ask open-ended questions to get input and write down what your manager says. Report on your accomplishment, based on their suggestions, and say “thanks”, this will help to boost their confidence as a manager. Bring up the success you experienced, in an office meeting, again singing the praises of your manager for their suggestions. This will in turn show you are on their side.

The Oversexed Manager

Sexual advances in the office not only makes for an uncomfortable situation, but it’s also illegal. Treating a subordinate in this way is abusing their position of power – it’s unacceptable. They think you won’t report them for fear of losing your job.

Document incidents from the beginning. Write down the date, time, where it happened and what exactly was said. Report what you’ve documented to HR and your managers supervisor. Always keep what you’ve documented at home, not in your desk at work. If colleagues have experienced the same treatment, and that’s usually the case, go in together. Know your rights, ask for an immediate transfer, or position where your manager won’t be above you any longer.

Managers are Human

We all come to work carrying our own baggage, it’s no different for managers. The key is knowing how to deal with them to protect yourself and your job.

If you find you are dealing with a situation which is affecting your mental or physical health, or general well-being, do what you can to network into another position in a different department, or right out that company’s door. No job is worth jeopardising your health and well-being.

Should things not improve at work, why not get in touch with one of our friendly consultants who will be only too pleased to assist you in finding you the right opportunity.

Posted by & filed under Blog, Industry News, Opinion.

Equality is something that every person on the planet should be striving for. In some areas of life and particularly employment, huge leaps and bounds have already been made in order for women to be seen as equals to their male counterparts. However, there are still some areas where so much more work needs to be done.

This is true for construction.

The construction industry has always been a predominantly male world, mainly because many of the roles require intense physical labour and of course strength. So, does this mean that construction will always be limited in welcoming women?

We don’t think so, in fact, we think that the construction industry could actually benefit from having a female’s touch.

The current standings

So, how does the current climate look for the construction industry? Well, across the industry as a whole, taking the roles that are more admin and design based into account, women make up around 11% of the entire workforce. When you actually look at the building sites themselves, it drops to just 1%.

Compared to the rest of Europe, the UK has the lowest proportion of female engineers, with only 14% of students entering engineering and technology first degree courses being women.

So, why is this?

Of course, the perception is that it is “men’s work” and its mainly manual and requires strength. However, who is to say that women are not able to handle these roles, and of course, the administration, technical, design, engineering and project led vacancies can be just as suitable for women as they are men.

Many women who are currently working in the industry, or have in the past, state that sexism is a real problem. Women, when they do decide to enter the industry are treated worse than their male counterparts and often face comments and low level, seen as playful abuse from their fellow workers.

What can be done?

We know that something needs to happen when it comes to women working in construction, and it seems that it is not just down to leading women to change it. The main thing that needs to be looked at is the perception of the construction industry and women’s place in it. This is particularly true in the new generation of workers, who will be making their decision on where they want to work in the future. So, this is down to the government, schools/colleges, leading employers and industry bodies and recruitment firms to accelerate the pace of change.

Construction should be portrayed as an industry for all, where women and men are treated equally, where there is a range of jobs and skills required, this will encourage more women to enter it as a career. The current working generation need to become positive role models for women looking to enter construction. Having these role models will show other girls and women that it is possible to enter what is perceived as “a man’s world” and start to put construction on the radar as a job of choice.
There is still work to be done to ensure that men and women are equal. However, we are hopeful that the future of construction looks like it might be a touch more feminine than it is at the moment!

If you are a student interested in working in construction, or you are an employer looking to create a more diverse and inclusive environment, please get in touch with me for a chat!

https://unitetheunion.org/what-we-do/unite-in-your-sector/unite-construction-allied-trades-and-technicians/

Posted by & filed under Blog, Industry News, Opinion.

A reoccurring conversation I have had over the past 12 to 18 months is the candidate shortage within the Property market – especially in Sales. Why is it harder to find good people I am asked? What factors are affecting this?

There could be many external factors which could be influencing the market…

Firstly, unemployment is at an all-time low of 4.4% (REC) – this indicates that there are therefore fewer people to fill roles. As permanent placements remain stagnant – temporary and contract recruitment is increasing from 33% in March 2015 to 57% in March 2018 (REC).

Is it the uncertainty of Brexit? Inflation to live in London? Wages catching up with cost? Or are people’s ideologies changing?

I have worked within Property since 2012 working my way up to Head of Department in the Sales, Lettings & New Homes Division – during my time within the Sector – now is the time I have seen most unease.

Secondly, the Property Recruitment Market reflects the current Property market…

Property Market update

Several factors are blamed for poor Property Sales growth including “subdued economic activity” (the Mortgage Lender) – also household outgoings are higher which is affecting the demand. According to Cost of Living Survey (which ranks 209 cities globally for costliness) London has leapt from 29th to 19th in 2018.

Demand has dropped off, Jeremy Leaf states the number of £1m houses on Sales throughout London are at a record high – buyers are just walking away from the “ridiculous” prices. Rightmove shows in June 2018 there were nearly 20,000 houses and flats on for Sale – a record. Rightmove also disclosed there were 16.4% more London homes on the market compared with June 2017 with the number of Property Sales in the Capital are down by 5% in the past 12 months (The Independent).

The average house price in the Capital has increased by 500% in the past 20 years from £98,000 to £485,000 in January 2018 – compared to the £277,000 UK average (Property Week).

The Berkeley Group which builds luxury homes in London and the South East warned in a report that profits were likely to fall in 2018 by a third due the constant weight of Brexit uncertainty on the London housing market (The Berkeley Group).

On a positive note, Homes & Property state with the significant increases of the number of houses and flats on Sale in the Capital it gives buyers A LOT more options in comparison to previous years and if prices remain steady and wages increase this will see properties become more affordable.

When I first started at Cherry Pick People Recruitment in 2012 – candidates did not question the low basics and high commission however as the years have gone by and the Property and Property Recruitment Markets have changed rapidly – so has people’s ideologies.

The emphasis of the “work hard, play hard” mentality and working 70 hours a week have decreased in our candidates’ desires.

Perhaps the factors I discussed above have influenced – the current rate of unemployment at all time low in the UK, the inflation of household costs, mortgages and house prices add to the stresses of the 2018 worker – has the uncertainty of the Property market made the Property employee uncertain?

So, with this change, people seem to be far more focused on well-being, health, social time and less stress. We have seen that candidates our asking most about free weekends, benefits, less hours and higher basics.

I’m sure many of you who have been in the industry will feel you don’t want people with these types of drivers – “as they don’t make good sales people” but perhaps as society, how we buy, the markets change we need to change with then???