We Can Work It Out

Choose The Career That’s Right For You

noreply@blogger.com (Unknown) — Sun, 21 Mar 2010 16:05:00 +0000

Check out this SlideShare Presentation:

Choose The Career That’s Right For You

View more presentations from Assessment 4 Potential.

reBlog from assessment4potential.com: It’s 2010 – a sigh of relief that we’ve got here.

noreply@blogger.com (Unknown) — Sat, 20 Mar 2010 14:34:00 +0000

I found this fascinating quote today:

Selection of candidates to jobs

Personal development/identification of training needs/staff development

Careers guidance

Building and developing teams

assessment4potential.com, It’s 2010 – a sigh of relief that we’ve got here., Mar 2010

You should read the whole article.

Assessment Centres: the cost of better recruitment

noreply@blogger.com (Unknown) — Wed, 16 Sep 2009 20:04:00 +0000

You've advertised the vacancy, you've checked the responses and you've got some possible recruits, what do you do next? Of course you want to meet the 'possibles', but how best to capitalise on the time you see them?

A robust assessment centre draws out, assesses, compares and observes behaviours in action and examines the overall results together with all the other candidate information such as a self-assessed personal profile, structured interview and CV/application. By offering your candidates the opportunity to be assessed formally, you are not only gaining a deeper understanding of them but giving them the chance to really understand your business, the culture and the exact role requirements. You make sure that the candidates get a good insight into what it's like working in your organisation and whether or not they have the ability to demonstrate that they have the skills you need for the role. With a variety of practical exercises, the candidates have more than one chance to show you their worth and capture the essence of what's required.

More than 90% of employees who used assessment centres believe that they are a very [48%] effective means of recruiting staff to fill vacancies according to research by Employment Review. The survey of over 90 HR Practitioners also found that more than half believe the financial costs of the assessment centre are justified.

Psychometric testing, group exercises and role play may be components of the assessment centre in which the candidates participate individually or in a group.

The value of an effective and rigorous assessment centre is typically around £250 per candidate and, if this is compared to the potential cost of recruitment errors [which could be between £5,000 and £50,000 depending on the position and risk of business mistakes], it is certainly a worthwhile investment.

Interviews are still the one element that both employers and candidates expect, but they only have face validity and cannot be used to predict potential performance. ["A traditional interview has a reliability factor of between 5% and 19%" Source: British Psychological Society].

However, using a range of assessments it is possible to identify the behaviour, skills and capabilities of people before you invest in them.

There is a better than 95% correlation between the way participants behave in a series of experiential activities that have been matched to your competency and capability expectations and their behaviour in the workplace. Under pressure, interacting with a group of peers in differing activities, normal behaviour bubbles to the surface where it can be observed and objectively noted.

Assessment Centres are ideal for all kinds of recruitment where selection of the candidate that matches your competencies, capabilities and culture is important enough not to risk the trial and error approach. You can save resources, in time, money and energy on candidates that just make themselves look good on paper or have personality traits unsuited to the role. Combined with a logically structured interview, with an assessment centre you have the most powerful and proven recruitment technique available.

Scrupulous preparation of the assessment centre is essential to recognise present and possible future job requirements and competence. Feedback to all candidates and a development plan to the successful applicant are also recommended outcomes to ensure that you become an employer of choice.

The best predictor of future behaviour is past and present behaviour - so if you want to recruit effectively hold an Assessment Centre.

The cost will be well worth it.

Outsourcing your Recruitment Isn’t Selling Your Soul

noreply@blogger.com (Unknown) — Thu, 03 Sep 2009 13:51:00 +0000

In today’s business environment, you need to be smart to ensure that you stay ahead of the game. Recruitment is one area that is key to your organisation’s success. Maintaining the edge against your competition involves putting together the right teams. Since people are core to your organisation’s overall achievement, so finding, recruiting and managing the best personnel is equally and increasingly important to the success of your business.

The trouble is that within most businesses, the targeting and recruitment of the highest achieving individuals is a costly process. Hiring the right person can become a drain on your organisation’s resources and, even then, you can end up with the wrong individual in the post.

Some people wrongly believe that the successful recruitment of employees is not a process that can be effectively outsourced and that doing so is selling your soul.

While you can appreciate some people’s concerns, outsourcing the recruitment of your next top employee can save your time, money and won’t compromise your beliefs as part of the process.

Rather than selling your soul, outsourcing your recruitment process can make life easier, enrich your organisation and help you to recruit the right candidate without the unnecessary costs of time, money and lost productivity.

When you choose to outsource your recruitment, you’ll:

Get the recruitment process right first time, which means you’ll save time and money and end up with the best possible candidate for the position.

Draw up a job description and specification that will ensure that the right candidate has all that you are looking for now and the potential to grow in the post.

Create an attractive job vacancy, which means you’ll draw a first-class quality of candidate to the position and appoint the best person for the job, rather than being forced to select the person that best matches a generic job description.

Ensure that all aspects of the recruitment process are compliant with the latest employment law and legislation, which greatly reduces the risk of litigation.

Benefit from proven, practical strategies to assess the quality and potential of each of your interview candidates, which will make the final selection easier than ever.

Make your interview selections based on informed decisions, which means you’ll only assess the best candidates and reduce future absenteeism and staff turnover.

Receive training in how to become a recruitment expert, which means you and your HR staff will gain important experience and knowledge.

Enhance your organisation’s image with a slick and professional recruitment procedure, which means that top-class candidates will want to work for you.

Enjoy the best ongoing support throughout the process and after the successful candidate has been employed.

Save time, money and possibly your sanity by outsourcing your recruitment requirements to Assessment4Potential. Our team of HR professionals, Occupational Psychologists and Recruitment Specialists are the Number 1 choice for successfully outsourcing the recruitment of top employment candidates.

Make the right decision; get the best candidate for the job by recruiting Assessment4Potential today.

noreply@blogger.com (Unknown) — Thu, 20 Aug 2009 08:46:00 +0000

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noreply@blogger.com (Unknown) — Tue, 18 Aug 2009 10:37:00 +0000

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Interview Experts

noreply@blogger.com (Unknown) — Tue, 18 Aug 2009 10:24:00 +0000

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Outplacement?

noreply@blogger.com (Unknown) — Fri, 19 Dec 2008 15:14:00 +0000

Outplacement business should be brisk.

With redundancies rising one might expect outplacement consultants to be chomping at the bit in anticipation of rising demands for their services. However, more often than not it seems that businesses are side lining the services and making staff redundant without offering professional add on support.

Using robust outplacement services can mean that the negative effects of redundancy can be off set for both those that lose their jobs and those that remain in post. Survivors syndrome often shows up as a demoralised guilt ridden workforce resulting in loss of production. Using professional services can help a company retain its credibility and maintain its market position.

Redundancy is difficult for all those involved, employees and employers alike. Outplacement services support both the individuals and the employer through the challenging time. Support services can be from breaking the bad news, setting up a communication strategy, to supporting the exiting staff and helping them move forward and make alternative job choices, focusing on a new CV, Interview coaching and Job Search strategies whilst maintaining the morale of the remaining employees.

The benefits?

Using Outplacement Services gives

a positive clear message that shows a company cares and this will undoubtedly have an impact on existing staff and for attracting new employees in the future
affected staff support through their career transition to new employment, education or training
strength to reduce individual's emotions and manage their possible anger, disappointment and resentment

What is offered?

Executive Outplacement – These are programmes tailored for executives or senior managers. They are bespoke programmes facilitated through 1-1 coaching and cover topics including: moving on after redundancy, career assessment and direction, CV support, job hunting strategies and interview preparation.

Individual Outplacement –These programmes offer 1-1 coaching and flexibility to meet individual needs. These programmes vary in length and content with modules – career coaching and assessment, CV preparation, job search, interview advice and ongoing support.

Group Outplacement - This is a workshop programme designed to help a group.

Job Searching

noreply@blogger.com (Unknown) — Wed, 27 Aug 2008 16:20:00 +0000

Yes, officially we are in a recession, there's a credit crunch and employers are feeling the pinch.

This news follows a gloomy report by the British Chambers of Commerce (BCC) earlier this month which predicted that up to 300,000 jobs would be axed by 2011 as the economy goes into reverse.

Employment lawyers and legal helplines are reporting a sharp rise in businesses seeking advice on how to sack staff, suggesting a further surge in redundancies may be on the way.

Allianz, the insurance group, says its legal helpline Lawphone last month received a record number of calls seeking advice on redundancy issues.

More than a third of calls received by the helpline were about employment issues, compared with just 2.4 per cent in the same month last year, it said. Employment lawyers are also reporting a rise in businesses seeking advice on redundancies as trading conditions have deteriorated over the summer.

So if you are in the unfortunate position of being redundant, and you're looking for a new job, how are you going to go about it?

Getting your CV right first time is of prime importance, and understanding your personal strengths will be a necessity.

You can upload your CV to numerous websites, and with keywords, search for roles that are suitable.

At the end of the day, you mustn't forget the 'hidden job market' [yes, that's still there] - and networking. Networking is the best way to meet new contacts who have contacts who may know of opportunities or of people who could open doors for you.

Look out for networking events wherever you live. Use our new widget on the right to find events near you!

There are many networking groups around including BNI, BRE, Breakfast for Business, First Friday, Success in Sussex, 1230, WNC and websites that encourage networking, eg: ecademy, Business Scene, Linked In. And if used discerningly, even Facebook can help.

Online networking can be fun, a useful way to share experiences and ask for support. It can make the job search a little easier and less of a lonely affair. Good luck!

Writing your CV

noreply@blogger.com (Unknown) — Sun, 30 Mar 2008 09:10:00 +0000

These days you should write your CV in the first person (i.e. I have), rather than the third person (i.e. he/she has). However, you do not need to use "I" in a CV because its use is implied.

Do mention things you are good at, but do not go over the top. You can oversell yourself. Don't mention things that you are bad at or say negative things about yourself in your CV.

Make sure that the CV you write conjures up the right image of you and your skills, capabilities and achievements. If you do not match the picture you have painted with your CV at the interview, then your application will not be taken further.

Be careful when you use abbreviations - they can be misunderstood.

If you are not happy with your CV or you only seem to get rejection letters then please get a professional CV writing service to write it for you, or ask for advice from Assessment4Potential.

It could save you a lot of time, lead to you getting less rejection letters and hopefully you should get an interview that much more quickly.

What Should You Leave Out?

Photos -: the only people who need to include these are models, actors, actresses and possibly air cabin crew.

Any sort of failure : exams, marriages, businesses, etc, reasons for leaving each job.

Salary information : this can only be used to reject your application. If an advertisement specifically requests this information you can always include in your cover letter.

Fancy patterns/borders : these detract from your presentation. Title pages, binders and folders are usually unnecessary and can be off-putting (though if you are doing a special presentation, enclosing your CV in a binder may look more impressive).

Do not include a list of publications if you are a scientist, unless they are asked for.

Leave out age : (put in date of birth instead), weight, height, health, or any other personal information that is irrelevant to your application.

Do not use poor quality photocopies of your CV - they make it look as though you are sending off your CV to lots of companies and that you may not be too bothered who you work for.

What information will you need?

Introduction : You should gather together all of the information required below. You will probably not use all of this information in your CV but it will provide you with useful reference material when it comes to preparing for interviews.

Personal Details : Your full name, address, home telephone number, date of birth, marital status (put only single or married down on your CV, if you are divorced then put single, if you are separated you are still married - never list any sort of failure on a CV) and nationality (you may want to include this if you are applying for jobs abroad).

Education / Qualifications : List your qualifications and educational history, for example list your professional qualifications, membership of professional associations and professional ID numbers. If you recently completed a college or university degree or diploma, etc, then you may want to list the courses you studied if the subject you studied was relevant to your target job.

Training Courses : List any work related training courses that you attended, including company courses and any you attended on your own initiative. If you obtained a qualification on any course please list it. You only need to list the important courses you attended; no one really cares if you went on a time management course as everyone gets sent on these courses.

Work Experience : If you have been working for a number of years you probably do not need to include any part-time jobs, vacation jobs, voluntary work or unpaid work experience. Charity work could be included in your interests however you might want to include these jobs if they covered a period of unemployment, or a time when you were not working for any other reason, or you feel that some of the experience you gained will be useful in your next job.

You should normally concentrate on your two most recent jobs (unless you were only there for a short time), because employers are usually most interested in these. Start with your most recent or last job and work backwards.

For each position (treat internal promotion as a new job and record the dates separately) list your job title (e.g. Manager, Supervisor, etc), the job title of the person you reported to (e.g. Director, Manager, etc) and when you started and finished in each job.

Give the name of the company and include a brief description of the service they provide (using the terms they would use to describe themselves).

Set out your main responsibilities, achievements, duties and skills that could be transferred to another employer. Include your level of responsibility if any, e.g. 'responsibility for departmental budget of £100K and managed 10 staff'. In particular list any achievements you had in each position, including increases in sales/productivity and cost savings made. Quantify your achievements if possible. 'Increased sales by £100K' is more interesting and positive than just saying 'Increased sales'.

You should try to include some achievements such as meeting deadlines, budgets, etc, and any information that may be relevant to your next job.

Major Achievements : When you are listing your achievements in this section, only list 3 to 6 of your most important work achievements; your other achievements can be described under the "work experience" section.

You should only list achievements that are relevant to your next job and indicate how you achieved them.

This section is very important, as an employer will only invite you for an interview if they can see a benefit in doing so. Your achievements may sell you to an employer and make them choose you for an interview rather than someone else. For this reason it is vital that you think carefully about your achievements.

Other Experience : List any computer skills you have, including the make and type of equipment you are familiar with, the software and operating system used, e.g. IBM compatible PC, Microsoft Windows 95, Microsoft Office 97. If you have foreign language skills that may be relevant for any jobs that you are applying for please list them and indicate whether your skills are spoken, written, business or technical. Please also indicate your level of fluency: fluent, good working knowledge, etc.

You should only list these skills if they are relevant to the jobs you are applying for as no one really wants to hear about a French language course you did at school a long time ago. If relevant to your next job please include your typing or shorthand speeds. Interests / Hobbies : List your interests, hobbies and any sports you play. List any positions of responsibility you hold or have held in any club or organisation and say what your responsibilities and achievements were.

References : You do not normally need to list referees on a CV, but it is a good idea to think about whom you could ask now.

Summary : List your major skills, strengths, personal qualities and achievements. Be specific, e.g. good team player, excellent written skills, versatile, able to motivate others, etc. Look at your staff appraisals or at your references.

For a professional CV contact Lynn.

Lynn Tulip
Career Management Consultant
M. 07801 689801
S. margot121
W. http://www.assessment4potential.com

Four steps for interview success

noreply@blogger.com (Unknown) — Sat, 01 Mar 2008 09:36:00 +0000

Whether you are entering the job market for the first time or looking to change your current position, here are four quick but basic tips that will help you when you go for any job interview.

1. Research

One of the best and probably the most important tips in job interview preparation is RESEARCH. You will need to investigate not only the role you’re applying for but also the company or organisation itself. Remember that most companies now have great websites that can provide you with information that will impress your job interviewer. A little extra knowledge can go a long way when you are not the only applicant for a job.

It goes without saying of course, that the other part of research is the exploration you do on yourself. Understanding your own strengths, abilities and aspirations is key for a confident application. You need to be well prepared to answer questions about how you will apply and transfer your existing skills, knowledge and experience into the role you are applying for.

The more you know about what could be asked, and what will be expected in the position you are applying for, the more at ease you will be during the job interview. If you know someone who does the same type of work, pick his or her brain to learn what to expect.

2. Dress For Success

You only have a few seconds to make a good impression, and one of the best ways is to dress well and appropriately. It is a fact that "Clothes Maketh the Man (or Woman)". So, if it is corporate job you’ve applied for, you need to dress as if you are already in the position.
If it means being booted and suited for the occasion, then so be it. If you are going to a corporate job interview casual clothes will probably not be appropriate. If you can afford it, buy a new outfit, get your hair done or styled. This can also be a big confidence builder, which helps you project a positive attitude to the job interviewer.

If the job interview is at a more casual level, just be sure to present a clean, put-together appearance. Many times the main thing a job interviewer remembers most is how you looked.

If you do not have the funds to buy an outfit, many times a friend or relative can supply what you need to feel more comfortable at your job interview.

3. Practice Sessions

Holding practice sessions before an important job interview can be a real confidence booster. If you don't have anyone to help you, try practicing in front of a mirror. Most people do not realise how their mannerisms may impact other people’s impressions. If you have a close friend or family member that can be objective then enlist their help. You have to be open to any ideas they may have, if given in a constructive way.

4. CVs

Having extra copies of your CV available when attending a job interview can be a wise decision. Don't assume that the interviewer has a copy just because you sent one.

Have a pencil or pen to take notes that may help you add topics to your resume. If you learn from the questions that are asked, but not answered in your CV, it will be beneficial in your future job interviews.

Sometimes the simple steps are overlooked when preparing for a job interview. Do you have a pen? Do you know the location well enough to arrive on time?

All of these steps can help you remove some of the stress involved in preparing for your next job interview.

Practice makes perfect, contact Lynn for some support and advice.

Lynn Tulip
Career Management Consultant
M. 07801 689801
S. margot121
W. http://www.assessment4potential.com

Career Success - 5 Basic Skills

noreply@blogger.com (Unknown) — Sat, 01 Mar 2008 09:35:00 +0000

What basic skills do you need for overall career success?

What are the key factors that recruiters and employers are looking for in potential employees?

How does the interviewer separate the applicant with five years experience from the applicant with one month’s experience sixty times?

In addition, for each position the employer may be looking for different specific career skills and experience.

There are however,similar skill sets and attitudes that employers look for in all applicants from engineer to janitor. What skills are continually in demand?

1. Underpinning Basics

Simply put: basic educational skills learned by the end of secondary school. How well do applicants read, write and do basic maths?

Move the skills up a notch to include basic keyboarding skills, basic computer knowledge and other modern tools: fax, copy machine, basic work processing and you have the bedrock basic skills required for success in almost any employment situation.

2. Team and Interpersonal Skills

How well does the applicant speak? Do they answer questions in a positive manner? Do they get to the point? Can they demonstrate good customer service skills?

Although not everyone needs to be outgoing; can the applicant communicate well with co-workers, other team members, management and customers?

Working well with others is a critical skill for job success.

3. Ongoing Job Search Achievement

A successful job search is a process that requires a high level of dedication. If you're waiting for your ship to come in after only sending out two applications in two months your chances of success is severely diminished compared to the applicant who sends out 2, 5 and even 10 applications a day.

Employers seek employees who are not only positive and show enthusiasm and but also have knowledge of the industry and companies they make contact with.

You will be evaluated,positively or negatively, on how you are approaching the job search. Even with fewer skills, with this positive attitude, you have a better chance in getting the job over a lacklustre candidate with better skills.

This approach is equally applicable for new positions or internal moves or promotions at your present place of employment.

4. Job Performance

Employers are constantly adding and subtracting employees and operations depending upon the marketplace. A safe job today may be axed six months from now. How do you manage to somewhat insulate yourself from these fluctuations?

Beyond the numbers, it all comes down to performance. By demonstrating your worth, taking the initiative and otherwise developing into a valuable employee you have less chance of being downsized than those with average performance.

This first-class performance will also lead to other successes as you move up the career ladder.

5. Career and Job Development

Start with career development. This is a planning skill. Setting career goals both short and long term and reaching them will be of great assistance in climbing your career ladder. A key ingredient to career development is learning new skills, updating established skills and applying new concepts.

This is accomplished by job or professional development in taking classes, self-study programmes, attending seminars and otherwise being open to new opportunities to grow your career. This is only done if you are committed to be a lifelong student. People who demonstrate this trait are keeping themselves marketable as employers are always looking for people who have the up to date training and skills to handle new challenges.

Where do you fit? Do you need help in polishing up you writing skills? Are you having a problem conducting meetings or making presentations? Have you assessed your career lately?

All these require taking first steps. Commit to life long learning. Give yourself every opportunity to grow, develop and flourish in your roles.

For support on successful career skills, contact Lynn.

Lynn Tulip
Career Management Consultant
M. 07801 689801
S. margot121
W. http://www.assessment4potential.com/

Testing, Testing

noreply@blogger.com (Unknown) — Mon, 28 Jan 2008 12:57:00 +0000

Profiling

Whether you are a believer or a doubter, we would like to assure you that psychometric tools are VERY well researched and over the years have been proved to really work - when used properly. When used as assessment tools they should complement and support other programmes and exercises. They should never be used in isolation.

Psychometric testing is based on either Aptitude (testing skills such as verbal and numerical reasoning and logical thinking) and Personality testing.

Selecting the right test for the right job is an important activity. Many organisations make a mistake of 'one size fits all' - this does not work with psychometrics. Talk to Assessment4Potential. and as accredited users, will guide you through the maze and recommend the right tool for the right project.

We use tests for the following activities:

Career counseling
Executive Coaching
Management Development
Recruitment (certain restrictions apply)
Team Building

Alternative applications

Psychometric ability & personality tests are valuable but not total solutions. We can also help you with a range of profiling tools that are not classed as psychometric 'tests' but which do provide valuable information. These include:

360 degree feedback tools
Learning Styles Inventory
Belbin & other team role profiles
Culture surveys
Leadership profiles etc.

Application for Recruitment and Selection

As a first step it can assist companies, large or small, to understand some of the key personality traits of their existing high-performing employees. Armed with this information you can then decide to target potential candidates with those traits in future recruitment campaigns.

It may be that you can't decide between two or three excellent candidates and would like some external support to build a deeper understanding of the individuals.

Benefits of Psychometric Testing (Profiling)

Deeper knowledge of the individual
Confirmation of gut feelings you may have had from face-to-face interactions
Ability to benchmark candidates against each other, especially in aptitude testing in an objective manner

Personnel Today revealed that Four-fifths believe recruitment benefits from psychometric tests. The results of a survey amongst CEOs, managing directors and company owners also listed:

§ 82% respondents cite staff as the company’s single most valuable asset

§ 46% respondents spend 1-3 months a year seeking replacement staff

§ 78% respondents believe that recruitment practices benefit from the use of psychometric profiling.

We’d like to recommend the recently launched Psychometric Testing Pocketbook, which offers the non-specialist working in HR and management a clear, practical insight into how workplace testing can improve recruitment, selection, promotion and assist organisational development.

Psychometric testing helps employers to assess people, in a way which gives results that are objective, systematic, reliable and valid. The Psychometric Testing Pocketbook offers insight into how these tests can improve recruitment, selection, promotion and assist organisational development. The book takes a practical approach and is aimed at the non-specialist reader. It explains the process of test selection and demonstrates, with the aid of case studies, how some of the more popular tests can be applied to achieve workplace solutions. In better understanding the unique characteristics of its individuals, organisations are equipped to undertake a range of actions, including building effective teams, implementing change and identifying future leaders. This pocketbook not only benefits employers, but also provides employees with an understanding of what is involved in completing such tests and how the results can focus career counselling and development plans

For more information on Pyschometric tools, contact Lynn.

Lynn Tulip
Career Management Consultant
M. 07801 689801
S. margot121
W. http://www.assessment4potential.com

I'm a Celebrity - Get me a 2nd Career!

noreply@blogger.com (Unknown) — Mon, 28 Jan 2008 12:24:00 +0000

The celebrity trend for pursuing new skills and interests is set to inspire the public to start the new year off on a positive note, according to the Learning and Skills Council (LSC).

The LSC says that an increasing number of celebrities are actively seeking new skills and launching second careers in a bid to safeguard against the ever-present threat of diminishing celebrity status. It hopes this trend will inspire the wider public to acquire new skills in search of their dreams.

"Celebrities including Helena Christensen, Joss Stone, Wayne Rooney and Mischa Barton are all keeping their options open by acquiring new skills to secure their futures in an ever-fickle celebrity world where fame may only last 15 minutes," said a spokesperson for the LSC.

Topping the list of celebrity second careers is catering & hospitality, it says, with numerous celebrities, including Robbie Williams, Jay-Z and Jennifer Lopez, opening restaurants or training as chefs. Would-be chefs looking to follow in these star-studded footsteps can find a range of catering courses at their nearest college.

Number two on the list of most popular celebrity second career choices is in the world of fashion and beauty, with numerous stars dipping their toe into fashion design, including Kate Moss (Topshop) and Lily Allen (New Look). Wannabe Lily Allens can brush up on their own fashion knowledge by taking a course in fashion or accessory design at their local college.

"The new paths that these and other celebrities are currently pursuing prove how learning a new skill can keep career options open – and you may be able to get free funding for your A-list career," said the LSC spokesperson.

More and more Hollywood A-list actors are favouring a move behind-the-scenes, it says, with stars including Drew Barrymore, Brad Pitt and George Clooney all involved with film production – the third most popular choice for celebrities pursuing a second career.

According to the LSC: "Celebrities are also growing frustrated with how unfulfilling fame can be, as highlighted by Joss Stone's dramatic plans to leave show business altogether to train in midwifery. The star has said that she is afraid that she will "sit on [her] deathbed and say 'I was just a singer'".

"Furthermore, a new crowd of celebrity figures are actually going back to college to brush up on their basic skills in preparation for their future careers. Only this year, Wayne Rooney went back to school to achieve his Maths GCSE, whilst the already hugely successful actress Mischa Barton opted to enrol at RADA last summer to make sure she is at the top of her game."

"There are lots of great courses and learning options available for those that want to get a star-studded career of their own. There has never been a better time to learn new, or build on existing, skills in this country and you may be eligible for free learning."

For more information on how to chose a 2nd career, contact Lynn.

Lynn Tulip
Career Management Consultant
M. 07801 689801
S. margot121
W. http://www.assessment4potential.com

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Some facts and figures about selection and recruitment

noreply@blogger.com (Unknown) — Mon, 28 Jan 2008 11:25:00 +0000

Did you know?

Two out of three new hires will disappoint in the first year
Two out of three employees would rather work somewhere else
95% of applicants will "exaggerate" to get a job
Most hiring decisions are made in haste - during the first five minutes of an interview, with a large part of the decision resting on the applicants appearance
One out of three businesses will be sued this year over an employment issue
Turnover costs thousands of pounds for every departing employee
Eighty percent of employee turnover is avoidable

For more information on how Pyschometric tools can help change these, contact Lynn.

Lynn Tulip
Career Management Consultant
M. 07801 689801
S. margot121
W. http://www.assessment4potential.com

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Get a fashionable job

noreply@blogger.com (Unknown) — Fri, 28 Dec 2007 18:38:00 +0000

If you are considering a career change, having a look at trends can help you find something both interesting and lucrative. This technique can be applied to both employment and self-employment.

How many people wish they had predicted the boom in running in the late 70s, followed by the surge in interest in fitness in the 80s? And how many of those who jumped on the bandwagon early became very rich as a result?

Amongst the headlines on the UK TV, was the disturbing prediction that if things don't change, by 2050, 50% of adults in the UK will be obese. And the government is failing to reach its targets as far as prevention is concerned. This means that half of today's children and those who will be born in the next 20 years or so will be obese - if steps aren't taken to prevent this.

What does this mean in terms of careers? Apart from the need for specialist medical professionals, there will be many opportunities for those interested in health, fitness and nutrition. And particularly those who specialize in educating children and their parents. A trend like this isn't going to go away overnight and so even young people attracted by a career in fitness, health or nutrition could find a niche in which their skills will be in demand for their entire working lives.

Personal development is another area which has increased in popularity recently and there is no sign of a let-up. Consider the popularity of the film The Secret and its many spin offs. If you have any secret which will enable people to improve their lives, you can find a way to sell it. And just what is a "secret"? Simply put, it's insider knowledge, and if you have sound knowledge in any area which can enable people to achieve their goals, you have the potential to develop a lucrative career.

Other current trends concern the environment - consider the emphasis on recycling and climate change. With advances in technology, there are many ways in which people can find employment or business opportunities by providing information about current issues and so it isn't always necessary to be directly employed in the field.

If you are thinking about a career change, you can become aware of what is going on by checking out the news, but you may have to look no further than your own current interests. We can help you work with your interests to find that perfect job.

Lynn Tulip
Career Management Consultant
M. 07801 689801
S. margot121
W. http://www.assessment4potential.com

Discover the Real YOU!

noreply@blogger.com (Unknown) — Fri, 28 Dec 2007 18:19:00 +0000

A New Year and a one time **free** offer especially for you - personality profiling with the new PURE system.

Do you want to know how you can you improve your relationships, develop great communication skills and understand people better?

Using the PURE System, you can identify your personality type and recognise your strengths and weaknesses and those of the people around you. This will help you improve your communication skills both at home and in the workplace, deal with problems and conflict more successfully [and acknowledge your own weaknesses so that you can avoid irritating other people unnecessarily!]

We all have personality [we would be lost without it!] and everyone is unique and different yet there are always some people you get on with better than others, some you can work with without any problems and others that can drive you mad just by their actions.

How do you get to understand more about yourself and others?

It’s easy. Personality tests (psychometrics) are helpful for managing people and for understanding yourself. And you should also consider using personality and aptitude tests if you are recruiting or developing people. We can help you at work, at home and with families and friends.

While personality tests are very useful in showing you how you act and react to certain situations and also at showing you how you feel about yourself, taken once they can only ever really tell you how you feel about yourself at the moment in time in which you took the test. Understanding different personality types in business is essential for recruiting, negotiating, selling, customer care, employer-employee relationships and even choosing career paths.

For one month only, you can have the opportunity to take the PURE Personality Types Diagnostic Test completely **FREE**. Contact me, requesting the access codes to PURE in the ‘Enquiry Box’

*Prices range from £10.00 from 1^st February 2008

Lynn Tulip
Career Management Consultant
M. 07801 689801
S. margot121
W. http://www.assessment4potential.com

How to get an Employer's Attention – by applying online

noreply@blogger.com (Unknown) — Mon, 26 Nov 2007 18:33:00 +0000
So, you've found an ad for the ideal position at XYZ Inc. With your skills and qualifications, you fit the bill perfectly. But XYZ requires an online application—and that means (you think), you fill out a cookie-cutter application that distills your skills so that it appears you're one-of-a-million applicants, not one-in-a-million. And then—when you click "send"—your application swirls away into the black hole of electronic waste.
Should you or shouldn't you use an online application? And if you do submit your CV online, how can you get it the attention it deserves?

If You Want the Job…Follow Directions

Employers say that online applications won't go away. More and more employers want candidates to find job openings on company web sites or Internet job boards; they require online applications; they prefer to communicate with potential recruits via e-mail.

Hiring with the aid of technology is a time and money-saving proposition for businesses. It has maximised efficiency in the candidate selection process.

Employers say they can advertise to a wider, more diverse candidate pool (which means you've got more competition than ever before!), find matches for hard-to-fill positions, easily share CVs of qualified candidates with hiring managers, streamline the hiring process, and tighten the timeline between the need for a new employee and the date the employee starts on the job.

Employers add that their company's own online application system is the fastest way to get your CV into the right hands. Your focus should be on making your application unique; to avoid it being swallowed up in the technology abyss.

Typically, applications submitted online go directly into the employer's applicant database. Paper CVs are scanned or keyed into the database (where a scanner or data processor may add errors to your CV).

A hiring manager who needs to fill a position enters keywords to search the database and find the applications of the people who are the best fit for the job. Those results become the candidate pool.

Making a Big Splash in the Candidate Pool

Fourteen Key tips to ensure that your bits and bytes bob to the surface iof the candidate pool.

1. Follow directions. Be careful to enter the correct data in the correct field.

2. Ask for advice on completing the application from a company recruiter or someone in the company.

3. Tailor your application information to the position. Don't copy and paste text from your generic CV.

4. Use key words, buzz words, and industry phraseology. Use the words in the job ad as your model. Employers search on key words when they're looking for people to fill specific positions.

5. Create a skills-inventory section even if the application doesn't require it. You might put this in a comments section.

6. Include numbers and statistics if they are available. (Example: Counted five cash drawers daily; responsible for more than £1,000 per 8-hour shift.)

7. Complete all fields—even those that aren't required.

8. If the company offers an optional assessment test online, take it. (One employer recently admitted that students who don't take the optional assessment test are automatically screened out.)

9. Make sure your CV can hold its own in a very simple format. Fancy bullets, text, italics, and bold do not convert well in an electronic application.

10. If possible, spellcheck and grammar check your application before submitting it. Have an error-free application because this application serves as the employer's first impression of you.

11. Include a strong objective. Ask a career counsellor to help you word your objective.

12. Another use for the comment section: use it to demonstrate that you've done research on the company and the industry.

13. Use quotes from letters of recommendation in your CV or cover letter.

14. Followup your electronic application with a personal e-mail to the recruiter. A follow-up phone call is acceptable if the ad does not say, "No phone calls."
As more and more companies tap technology to find new employees quickly and efficiently, you'll need to find new methods to draw attention to your application. For more ideas, contact us now.

Lynn Tulip
Career Management Consultant
M. 07801 689801
S. margot121
W. http://www.assessment4potential.com

Apply Now!

noreply@blogger.com (Unknown) — Mon, 26 Nov 2007 16:29:00 +0000
Apply Now!

Don’t wait until the New Year to apply for your perfect job. If you are feeling restless and want to change direction, why not keep an eye out in the ‘appointments’ sections of the media now?

And, when you see something that catches your eye, whether it is the job title, industry sector or company, ask for a full job description to see if it is a role that not meets your expectations but also has room for development. A sound job description is essential if you are to be successful in your new role - [and this can apply if you are being offered promotion too]. The job description will set out the role’s expectations and enable you to work to agreed targets and objectives. That means when it’s time for your review or appraisal, there is something concrete for you [and your boss] to look at and measure up against.

The job description should be confirmed with your offer letter.
5 key things you need to know when you are applying for a new role.

1. Know your title

Make sure the job title reflects the level and value of work you will do. It’s what you do that matters, and having an impressive title can be a distraction.

2. Know the job summary

Understand exactly what the role involves, don’t get to interview – let alone be offered the job - without knowing exactly what you will be doing, with whom, how, where and why. It’s surprising how many people go to interviews without having researched the role.

3. Know the essential functions

There should be around 6 or 7 key roles and responsibilities on a good job description. These should be names the ‘core responsibilities’. These bullet points will then be followed by some detailed statements giving some specific examples of what the post holders does, with whom, how, where and why.

4. Know key working relationships

It’s all well and good understanding what you will do as post holder, but how it fits into the department and team is also very important. Some advance research about the people you will be working with and/or an organisational chart can be useful in preparing for the role.

5. Know the minimum requirements for the job

You need to know what the minimum requirements of the job are so that you can position yourself as the applicant that brings added value. Only when an offer is extended do you have a chance to negotiate your role what it looks like and even increase your pay.

Good luck!

For more help on job search strategies, contact Lynn.

Lynn Tulip
Career Management Consultant
M. 07801 689801
S. margot121
W. http://www.assessment4potential.com

Assessment and Development Centres

noreply@blogger.com (Unknown) — Thu, 18 Oct 2007 13:56:00 +0000

▪ Going for an interview – and being asked to complete some exercises?

▪ Up for promotion – and you need to prove your worth?

If you have answered yes to either question, then it is more than likely that you will be invited to attend an Assessment or Development Centre. So what’s going to happen? What will you be asked to do? And how can you prepare? We’ll tell you how

The purpose of the selection process is for an employer to choose an appropriate person to fill a vacancy OR to look for the right person for promotion. They will be looking for someone who has the skills, abilities and personal qualities to do the job well. During the selection process a variety of assessment methods can be used; these almost always feature an application form/CV and an interview, but can also include other methods such as group exercises and discussions, presentations and psychometric tests; hence the assessment or development centre.

Bear in mind that the centre will be designed specifically to select a candidate that can perform at the level that is required for the job that is being applied for. So a straightforward assessment or development centre for a specific role, say a team leader’s job that involves interacting with individuals [in meetings or by telephone], meetings in groups and doing various types of written work and preparing reports, might include:

A personality questionnaire to build a picture about how the candidate will behave and react in real situations

An in-tray and an analytical exercise [to simulate the written work]

A meeting with a customer or team member [played by a role-player and simulating meetings with individuals]

A group negotiation or problem solving meeting [to reflect meetings in groups]

All selection methods are seeking to gather evidence that you have the abilities and qualities to be successful in the job, but different methods are better at measuring particular things. For example, an application form gathers information on your qualifications and work experience, and demonstrates your written communication skills; an interview allows you to demonstrate oral communication skills; psychometric tests measure whether you have specific abilities or appropriate personal qualities in relation to the job specification.

Employers may therefore use a variety of methods to gain an overall view; the greater the variety of situations in which a selector can see you perform, and the greater the number of skills that are being tested, the more accurate and objective the assessment should be. So what are psychometric tests and how do they fit into this process?

Psychometric Tests and Questionnaires

These are structured pencil and paper (or sometimes computer-based) exercises, often in the form of multiple-choice questions. They are designed to assess your specific qualities or abilities. The tests should have been carefully researched and trialled to ensure that they are fair to all people sitting them. Your results are usually compared with how others have done in the tests in the past. There are two main types of psychometric tests:

a) Aptitude, cognitive, ability or intelligence tests aim to assess your intellectual capabilities.

b) Personality questionnaires gather information about how and why you do things in your own particular way. They look at how you react or behave in different situations, and your preferences and attitudes. Questionnaires on interests and values are also available, but are rarely used for selection purposes.

Aptitude, Ability and Intelligence Tests

These test your logical reasoning or thinking performance, and are not tests of general knowledge. They are administered under exam conditions and are strictly timed. A typical test might allow 30 minutes for 30 or more questions.

The questions have definite "right" and "wrong" answers, which you often have to select from a range of alternatives.

As you go through the tests, the questions may become more difficult, and there are usually more questions than you can comfortably complete in the time available. It does not matter if you do not finish the test though you should complete as many questions as possible. Your score is then compared with how other people have done on the test in the past. This group (the "norm group") could be other students/graduates, current jobholders or a more general group. This enables selectors to assess your reasoning skills in relation to others, and to make judgements about your ability to cope with tasks involved in the job.

The validity of such tests rests on how closely they assess abilities necessary to the job. For this reason there are a variety of tests, for example tests of reasoning with written information (`verbal reasoning' tests), numbers, charts and graphs (`numerical reasoning') or abstract figures (`diagrammatic' or `spatial reasoning'). The tests used should be related to the work tasks involved in the job.

Aptitude tests are sometimes used prior to a first interview, and at this stage there is often a "pass mark" or cut off score, which you have to achieve to continue your application; sometimes they are used in conjunction with other selection methods, so it is your overall performance which is important - the tests do not carry more weight than other elements.

You may get sent some sample questions before you sit the test to give you an idea of what to expect. You should also be given some practice examples at the start of the test session itself.

Personality Questionnaires

How successful you will be in a job depends not only on your abilities, but also on your personal qualities. Interviews and group exercises can be used to assess social skills, but personality questionnaires can further explore the way you tend to react to, or deal with, different situations. They are self-report questionnaires, which means that a profile is drawn up from your responses to a number of questions or statements. These focus on a variety of personality factors such as: how you relate to other people; your work-style; your ability to deal with your own and others' emotions; your motivations and determination, and your general outlook.

Unlike aptitude tests, there are no "right" or "wrong" answers and questionnaires are usually untimed. The selectors will not be looking for a rigid "typical" personality profile, although certain characteristics will be more or less appropriate for that particular job (e.g. independence, social confidence and persuasiveness are important characteristics for sales work).

From your responses the selector gains information about your style of behaviour - how and why you do things in your own way. You may receive some feedback on the profile which your answers produce, and occasionally it might form the basis for discussion at a subsequent interview.

Questionnaires exploring your interests or values are much less commonly used in selection. These are designed to clarify what fields of work interest you or what factors make-work worthwhile for you. You are more likely to come across them in a careers guidance setting, or in an appraisal/development context in work.

The best way to approach all of these questionnaires is just to answer them as straightforwardly as you can. Guessing what the employer is looking for is difficult and could well be counter-productive - after all, you do not want to be given a job which really does not suit you.

Do you want to know more?

Lynn Tulip
Career Management Consultant
M. 07801 689801
E. lynn@assessment4potential.com
S. margot121
W. http://www.assessment4potential.com

Making a Fresh Start

noreply@blogger.com (Unknown) — Thu, 18 Oct 2007 13:45:00 +0000

Making a fresh start – Pause for Thought

Taking stock and re-evaluating where you are in your career is not a 5-minute exercise and nor is deciding what you want to do next.

Preparation for career change is essential and there has to be a starting point. A period of reflection with or without support is essential; so Assessment4Potential has prepared some questions to help you with your initial thoughts and ideas. Don’t worry if you can’t answer each one in great detail, this is more a case for ‘write down the answer that first springs to mind’. Your gut response when you read the question will be most relevant.

Off you go.

1. In what elements of your career have you been most successful? – And least successful?

2. What aspects of your career have you enjoyed the most? And the least?

3. More specifically, which has been the most satisfying role you have undertaken to date?

4. If you had the benefit of hindsight, what different decisions or choices would you have made in your career or life?

5. How do you feel when you get up to go to work in the morning?

6. What parts of your current job do you enjoy the most? And the least?

7. How much do you enjoy working with others?

8. How do the people you work with regard you?

9. What different views do subordinates; peers and senior managers have about you? How does this make you feel?

10. What impact does your boss have on you?

11. How ambitious are you now?

12. What do you want out of the work you do? Are you getting it?

An additional idea is to make a list of limitations that might affect you and your career in the next few months / years. These might include financial responsibilities and issues, family commitments and care, qualifications, where you live and where you work, ability to be flexible about relocation and hours of work, etc. as this list grows, add notes alongside each constraint about how important it is.

You’ll probably be thinking that there are only three main options – unless you want to be self-employed, downshift or retire.

· New role in the same organisation – internal career development can be an excellent way of moving into a new field and learning new skills. Since this option involves staying in your current organisation, there is no distraction about learning or adapting to new cultures or policies and procedures. You also know who is who.

· Similar role in a new organisation – this is often the best bet, as employers tend to be fairly conservative when assessing who they want to join their company. So if you are already in finance, and your are looking for a financial role you are more likely to succeed than someone from a different discipline with a working knowledge of finances.

· New role in a new organisation – this is perhaps the hardest proposition. It is possible to change career direction and companies at the same time, but you will need to work hard at it and be very convincing and persuasive as to why you are making the move and to your ability to perform in the new role effectively.

For more information:

Lynn Tulip
Career Management Consultant
M. 07801 689801
E. lynn@assessment4potential.com
S. margot121
W. http://www.assessment4potential.com

Reading List for Psychometric Tests

noreply@blogger.com (Unknown) — Fri, 12 Oct 2007 11:12:00 +0000

How to Succeed in Psychometric Tests
David Cohen

Paperback - 138 pages New Ed edition (26 August, 1999)
Sheldon Press; ISBN: 0859698238

How to Master Personality Questionnaires
Mark Parkinson

Paperback - 128 pages 2nd Ed edition (September 2000)
Kogan Page; ISBN: 0749434198

How to Master Psychometric Tests
Mark Parkinson PhD

Paperback - 169 pages 2nd Ed edition (September 2000)
Kogan Page; ISBN: 0749434201

How to Pass Numeracy Tests
Harry Tolley, Ken Thomas

Paperback - 127 pages 2nd Ed edition (31 August, 2000)
Kogan Page; ISBN: 0749434376

How to Pass Selection Tests
Mike Byron, Sanjay Modha

Paperback - 159 pages 2nd Ed edition (May 1998)
Kogan Page; ISBN: 0749426977

How to Succeed at Assessment Centres
Mary Wilson

Paperback (May 1995)
Trotman; ISBN: 085660349X

Career, Aptitude and Selection Tests
Jim Barrett

Paperback - 199 pages (30 May, 1998)
Kogan Page; ISBN: 0749425571

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Free at last!

noreply@blogger.com (Unknown) — Thu, 27 Sep 2007 20:54:00 +0000

Free at last!

Effective Job Hunting
Four steps, if you please:

On Sunday evenings, you dread the thought of going to work the next day
Your stomach sinks as you pull into the office car park on Monday morning
You keep one eye on the clock all the way through the week until Friday afternoon
You repeat the process the following week, and the next, and the next…

Why?

Because the prospect of changing jobs gives you the same feeling as how you think it may feel to stand at the foot of the north face of the Eiger wearing flip flops on your weary (but itchy) feet. Seems like it can’t be done, right?

Wrong.

ASSESSMENT4POTENTIAL will show you how.

Sadly, finding the right job is something that eludes many people for years, sometimes all their lives... so many people ‘stick it out’ in jobs to which they are not particularly suited, and in which they become slowly demoralised. However, changing your job needn’t be impossible, and receiving expert advice and guidance can only help you to change your job and your life for the better.

Using our personal assessment tools and coaching, we will help you identify your ideal career role and set you up for success in the job-searching, interviewing and negotiation processes. You’ll receive valuable insights, tools and support. And we help you to conduct your job search in a confidential manner that will not jeopardise your current position.

Find out about our packages to suit your needs and budget today.

Why not contact us now and ask for the downloads from our website.

Lynn Tulip
Career Management Consultant
W. 0870 411411
M. 07801 689801
E. lynn@assessment4potential.com
S. margot121
W. http://www.assessment4potential.com

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E-profiles – the on-line biz

noreply@blogger.com (Unknown) — Thu, 27 Sep 2007 20:18:00 +0000

A positive e-image is essential for both candidate and company.

Whilst last month I mentioned the elements of social networking, this edition looks at a few essentials that potential employers must have to create a positive e-image to attract and recruit top talent, and to retain and develop their existing staff.

Easy access to on-line essential information including :

Career pathways
Training and development opportunities
Culture
Vacancies and fast track promotions
For good examples of companies with a strong and positive e-image look at Tesco and Standard Chartered Bank in particular.

Why not contact us now and ask for the downloads from our website.

Lynn Tulip
Career Management Consultant
W. 0870 411411
M. 07801 689801
E. lynn@assessment4potential.com
S. margot121
W. http://www.assessment4potential.com

Are you part the Business Scene?
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