According to its Labour Market Outlook Spring 2012 report, one of the reasons for the national jobs outlook turning positive for the first time in one year is a decrease in redundancy intentions. It also reports that private sector services companies are driving much of the predicted upturn in employment prospects.
In Oxfordshire we’ve seen a boost to the temporary jobs market as employers need help to meet increasing work demands. We’re also experiencing a shift in candidates weighing up more options when considering permanent and contract roles, which is another sign of positive changes in the market.
Oxfordshire has a pretty unique jobs market compared with the national picture with a high number of small and medium-size businesses, clusters of bio science, technology and publishing companies, as well as large public sector employers, for example.
We’re currently advising local employers on temporary and longer-term employment solutions for HR, marketing, admin/PA and finance roles. Get in touch with us if you need help in any of these areas on 01865 335600.

Follow the fun run on Twitter @OX5RUN2012
Watch the video on Facebook

It’s a fact. motivated employees work better. They have higher levels of job satisfaction and therefore staff turnover reduces. This in turn improves business performance and enhances your reputation as an employer of choice, so attracting similar-minded staff.

But it doesn’t happen overnight and it doesn’t happen without effort and planning. Just like the marathon, you can’t run without putting in the training! Here are five ideas you can put into practice today.

Five ways to motivate your team

1. Take your own motivation pulse. You can’t expect to motivate others if you lack motivation yourself. If you’re experiencing low morale, set three realistic goals to achieve in the next three months and find a mentor to help you reach them.

2. It’s time for a pep talk. Before any team goes out on the pitch, the manager gives them a rousing morale-boosting talk. I’m not suggesting that you form a huddle every day at 9am, but tell your team that you trust them to get the job done well and that they can come to you for the support they need.

3. Choose the right equipment. World class performance deserves world class support. This means not only providing the tools for staff to do their job properly, but also fostering an open and supportive culture. Simple things like allocating new members of staff a buddy who can show them how the systems work and where the coffee machine is.

4. Focus on achieving. Ditch the blame culture. If mistakes have been made, learn from them. You can’t go back over old ground, so focus on the next achievement.

5. And the gold medal goes to. Reward great team results and motivated behaviours. This can be a simple thank you or helping staff develop their talents and skills or money-based incentives. However you decide to reward your staff, make it personal. Find out what motivates individuals in your team and tailor the rewards accordingly.

In it together

Achieving a difficult goal as a team is a wonderful experience. Whether that’s signing off a major project, finishing the year-end accounts or taking part in a fundraising event, the sense of belonging and inclusion it can engender in your staff is truly motivating.

At Allen Associates, we have many ways to motivate our staff, but one of the most simple and effective has been to take part in the OX5 Run. Taking part and raising money for the Oxford Children’s Hospital gives us a shared experience. We can swap training tips and ideas for fundraising, commiserate when training goes badly and celebrate together when it goes well.

Entering as a team is simple. Just click here to download an application form.

It’s very tempting for companies to include a long list of minimum requirements when compiling a job description; especially if it’s for a senior role. Often companies request specific industry experience and qualifications.

In some roles, a specific level of knowledge and experience is crucial. But, in many roles, a strong cultural match with comparable experience from a different industry, can be just as effective.

For example, a hospitality company may require a customer services manager and ask that they have a minimum of three years’ experience in the industry. By narrowing their choice like this, they will exclude suitable candidates from comparable sectors, like retail.

A few weeks back we had a company who were looking for a senior marketing person. They were adamant that the applicant should have a very specific industry background. To convince them that they should look at the individual first and their industry experience second, we presented a varied shortlist of candidates and focussed on their marketing experience, cultural fit and transferable skills.

They were delighted at the range of suitable candidates offered to them and have booked interviews with the ones we decided were a strong match.

By being flexible about industry specific experience, companies not only gain access to a new talent pool, but they also benefit from the different experiences and work practices that a candidate brings with them to the role.

For more top recruitment tips, just call us on 01865 335600.

Over 130 questions and comments about networking formed a recent debate on the Guardian’s careers website. The Q&A remains live on the Guardian website, and there are some interesting questions as well as lots of advice from experts to refer to if you’re looking for some top tips…

Kate Allen took part on the expert Q&A panel and posted advice for job hunters wanting to improve their networking skills, Kate says: “It was a great experience taking part in a real-time online discussion and answering a range of great questions on networking!”

Here is a selection of some of the top networking tips. Check out the full discussion online too for more.

Networking tips:

1. Attending industry events
To make the most of attending industry events, highlight people from the event list you want to meet. Contact each one directly together with the recruiting managers from these organisations using LinkedIn or other sources to get email addresses. Refer to the event you attended and mention anything else that will convey your knowledge of that contact/organisation. Remember to attach an up-to-date CV and covering email. Keep all of this brief and succinct. You then need to follow this up one week later with a ‘phone call asking them if you could meet with them to discuss your job search.
Don’t forget that people like talking about themselves so it is really important to make sure that you are not doing all the talking! People will remember you if you are confident, up-front, positive and sociable. You must be sure to use your active listening skills and try to remember things they have spoken about so you can refer to these facts when you follow up. Try to do some role playing first so all of this comes across as being natural and not too forced!

 
2. Connecting via social media
Have a good look at LinkedIn and do some extensive research. Compare and contrast what you believe are strong and professional profiles and those that are not so punchy. Build your profile using the best of what you have seen online.
If, for example, you are a recent graduate with limited work experience, there is nothing wrong with a status saying something like – ‘Ambitious Graduate with First Class Degree in International Marketing seeking a challenging opportunity in Marketing/PR in Oxfordshire’.
Be sure to make a note in your profile of all relevant commercial experience and try to get previous employers to endorse you too

3. First steps for job hunting
- Get your CV ready and make sure someone proofs it!
- Set some key priorities: What type of role, location – have two or three fall back options
- Research the profession: What qualifications/experience do I need – How do I get this? Am I being realistic?
- Make a plan to include: Networking, social networking, contact with trade bodies
- Use your contacts including friends and family – Ask them to spread the word!
- Post your CV on Job sites
- Visit Agencies and take on temp work: Update your CV with this work experience
- Maintain flexibility and be proactive
- Stay positive and don’t give up!
- Get a new suit and a hair cut!

Graduates should check out the following sites:
www.prospects.ac.uk
www.milkround.com
www.agr.org.uk

Kate Allen says: “It’s important to remember that whilst we may all have some short term wins through networking, you should be realistic about what it can bring you in the longer term. I have been a member of various networking groups for many years and am still reaping the rewards from events I attended and people I met in the late 1990′s. It’s about relationship building.”

A record 1,086 people registered for the fun run to help raise thousands of pounds for new equipment for the Oxford Children’s Hospital. This is the third year that we sponsored the event and we fielded our fastest team yet!

Six members of the Allen Associates team completed the five-mile run with some impressive times – notably Rob Allen in 48 minutes 45 seconds. For Rob it was a great warm up for his London marathon bid which takes place on 17 April.

We’ll keep you posted on the total funds raised for the hospital as everyone gathers in the sponsorship monies. We’ll also be announcing the corporate cup winner at an awards ceremony in May at the hospital.

In the meantime check out the photos on our Facebook page of the race day action, including Raymond Blanc meeting the Allen Associates team and starting the run for the Oxford Children’s Hospital.

As part of Rob’s aim to raise £5,000 for Oxford’s Children’s Hospital, he needs your help and is looking for 26 local companies to sponsor him for one mile each of the course.

You can choose the least sweaty option of the first mile through Greenwich Park, or maybe you’d like to sponsor his agony and ecstasy as he crosses the line down the Mall! Whichever mile you choose – from one to 26 – your money will be going to a worthy cause.

The first company to sponsor over £100 for a mile for Rob will receive a case of wine and the most generous sponsor will receive a case of Champagne as well as our huge thanks.

Please help Rob to reach his target and support the 65,000 children that are treated at the hospital each year. Call him on 01865 335600 or go to his JustGiving page. Thank you!

New photos of Rob Allen with fellow Marathon runner and consultant paediatric neurologist Tony McShane from the Oxford Children’s Hospital on Flickr and Facebook.