“I need a job to build my experience, but I need experience to get the job I want”

This is a common and frustrating situation when starting out in your career. You may already know exactly what role you want in the future, but the challenge is getting an entry-level role that will set you on that path. If you are looking for entry-level roles but have no idea where to begin, then here is six of the best roles, according to Reed.co.uk to help inspire you:

1. Bookkeeper

What do they do? – A Bookkeeper’s main role is to gather and record the financial transactions of a business, calculate their profit and loss, process invoices and, ultimately, detail how much money the company makes and spends.

Requirements – An aptitude for numbers with excellent attention to detail. A degree is preferred by some employers, but in most cases good academic grades (A-C in GCSEs) will be enough.

Average entry-level salary – £18,000 per annum

2. Teaching Assistant

What do they do? – The main role of a Teaching Assistant is to provide support and assistance to a teacher to lighten their workload, help supervise students and provide extra assistance to those who need it. For some students, their presence is absolutely essential to help them get the most out of their education.

Requirements – Excellent communication skills and a motivational personality is essential. Patience is also important as you will be dealing with a mix of pupils and abilities. Experiences working with children, an industry specific qualification or even volunteering are great ways to get started.

Average entry-level salary – £12,000 per annum

3. Junior Web Developer

What do they do? – Assist senior developers in all aspects of software development and implementation. Depending on the size of the company, their duties will range from planning and developing applications and writing programming code through to site updates, troubleshooting and coming up with initiatives to increase traffic.

Requirements – To be successful in this industry, you will need to have a high level of computer literacy and technical skills. A degree in IT isn’t the only route to get you into this field, a Web Development-specific qualification or knowledge of programming languages will help you get your foot in the door.

Average entry-level salary – £18,000 per annum

4. Business Analyst

What do they do? – Business Analysts are responsible for analysing a business’s processes and investigating how they work. They then identify improvements that can be made, evaluate any problems that need addressing, project how feasible these improvements are and use all of the acquired information to present a business case back to the company which details the solutions.

Requirements – There are 3 main routes into this role, a degree (preferably in Business), good A-Level grades or start in a different role and progress through the company. Essentially this will be a role where you need to prove yourself.

Average entry-level salary – £20,000 per annum

5. Marketing Assistant

What do they do? – The main duties of a Marketing Assistant can range from content creation and email copywriting through to communicating marketing plans to clients, producing pieces of collateral, conducting PR calls and helping manage social media accounts. For anyone looking for a career in Marketing, this is the perfect place to start.

Requirements – If you have a good knowledge of the industry and marketing best-practices, this will always be an advantage. For many of these entry-level roles, a degree in Marketing/Business, for example, will be essential, though most employers will also be interested in candidates who have a Chartered Institute of Marketing (CIM) qualification.

Average entry-level salary – £18,000 per annum

6. Estate Agent

What do they do? – Estate agents market, let and sell properties, as well as providing services and advice for those looking to sell properties themselves.

Requirements – An entry-level role in this field is all about your attributes. You need to be self-motivated, a persuasive communicator, have great negotiation skills and the ability to sell. In most cases, the employer will offer on-the-job training to get you knowledgeable in regards to property practices, and may also offer vocational training.

Average entry-level salary – £14,000 per annum

The above roles are just a few of many industries in which you can gain an entry-level role. There isn’t a set route into any profession and entry requirements can differ industry to industry. Even if you feel that you are lacking the experience or qualifications for a certain role, don’t worry, most people’s career paths are not straight lines and it may be beneficial to take an entry-level position and gain extra training and experience. The main thing is to have a clear idea of where you want to go in your career, as this will help you determine a route.

Read more at: http://www.reed.co.uk/career-advice/blog/2014/january/six-of-the-best-entry-level-jobs?utm_medium=scl&utm_source=twitt&utm_campaign=job_scl_twitt_&utm_content=IR

The best candidate can start in the new role, be competent and still fail probation, but why? The workplace is a Catwalk, a Marathon, a Cocktail Party, a Snake Pit and a Jungle. Your line manager and senior management team are scrutinising you when you first start a role, they will not always be convinced that they made the right decision based on your interview alone. Here are a few tips from Undercover Recruiter as to how you can avoid some of the pitfalls of failing probation:

1. Look Right:

“You only get one chance to make a first impression” is sadly very true. You are on a catwalk, so be very aware of what the ‘winners’ look like. What do they wear? What language do they use? Do they stay at their desks till late or are they on the road a lot? You want to be able to balance blending in with your new colleagues whilst also demonstrating that you are genuine and self-aware. You also need to make new friends, ideally at the same level as you who can help you understand the office dynamics.

2. Each Time Is The First Time:

Your first few work tasks will be scrutinised by all, and they will want to know if you make mistakes, is your advice to be trusted or do you miss deadlines? Make sure you look after yourself in the first couple of months, get early nights and keep some of your weekends free to read your notes and exercise. This is called the marathon stage. You need to be well rested and give lots of attention to your work in this early period. If you can impress the key people in your new role, this buffer will help you in your first year. Should you give the wrong impression, this may prove impossible to shake off.

3. Remember You Are Still Being Tested:

Remember those promises you made at interview? Now is the time to consolidate them to make sure you are credible in this role. This will be needed when impressing the other key decision makers who were not responsible for your appointment. You need to treat each of your first 100 days as a cocktail party. Smile, be nice to everyone, listen carefully to others, and give each individual your undivided attention.

4. Don’t Play Games:

You are too new to play office politics. If you are going to criticise others, then make sure it’s constructive and to their face so that they can learn from your feedback. You need to build your own security, so make sure you don’t get sucked into others’ issues or be tempted to grass anyone up for not doing their job properly. The rules of the newcomer apply to you and you need to prove yourself.

5. Play To Your Strengths:

Don’t forget that they chose YOU for the job. If you are unsure which natural abilities won you the role, ask for feedback. It is your responsibility to know how you come across and your failings. Self awareness is key if you want to demonstrate the value you add and win over your critics. If you are successful in doing this, you will have rewarded the interview team for making the right choice but others in the workplace may feel threatened and competitive.

Remember to look after yourself in the first 100 days and give the role all you have got. It would be naive to forget that you are being scrutinised when you first start a role, use their attention as an advantage and show them that they made the right decision.

Read more at: http://theundercoverrecruiter.com/impress-probationary-period/

Shouldn’t it be the candidate worried about impressing the hiring manager? In the current climate, candidates have the choice of who they want to work for, which means you need to sell them on the company and their future line managers. The hiring manager is key to this. Here are a few tips on how to help hiring managers create a positive impression, courtesy of Undercover Recruiter:

1. Teach them how to interview:

Not every manager is great or experienced in interviewing. Many hiring managers are just as nervous as the candidates. Make sure they have solid training on interviewing techniques and the legal do’s and don’ts. Try and include role-playing exercises in the training.

2. Put a marketer’s hat on them:

They need to be trained on what the differentiating factors are that help your company stand out from the rest and how to position those key selling points. It is important to share with the candidate what makes this company a great place to work. Make sure the hiring manager knows the role the candidate is applying for and how that impacts the company. Give them the “big picture”.

3. Drill it in to them that the candidate’s experience is king:

It’s not just the candidate who needs to show up on time, the hiring manager needs to as well. They need to be able to provide a positive experience for the candidate, so they need to be positive, invested and able to present to the candidate. The candidate will also be assessing the manager, looking at their management style, that they’re involved, passionate and positive about their work and the opportunities that may arise.

4. Have them highlight training and development:

Most candidates want to work for a company who is interested in advancing their potential. Hiring managers need to be able to clearly outline career paths, induction support and what kind of career development the candidate can expect if hired. Inform the candidate of performance reviews and how often they will be, what sort of goals will be set and how these are measured.

5. Caution them not to oversell, however:

It is just as important to not oversell the company, as it is to sell the candidate on the company. Hiring managers need to be positive but realistic; they should not promise an experience that is not going to happen. Candidates will leave a company if they are sold something that does not materialise. Make sure they are portraying the culture accurately and are honest about any current challenges they are trying to overcome.

The more you prepare your hiring managers to be strong interviewers and company representatives, the better the hiring results will be.

Read more at: http://theundercoverrecruiter.com/hiring-managers-sell-position/

1. Opposites Attract:

Pairing your mentor and mentee is not like dating, if the employee is shy, the mentor needs to be outgoing, etc. Think about what skills they need to develop, and pair them with the employee who can help them in this area.

2. Save the Time:

A mentoring scheme often fails due to the mentor not having enough time to meet with the mentee as other tasks take priority. The best thing to do is schedule those meetings before 9am or after 5pm so that there are fewer distractions. It is also important to make sure that your mentor doesn’t class it as “one more thing to do” and agrees with the ethos of the mentoring scheme.

3. It’s All in the Preparation:

This is mainly the focus for the mentee. They, too, need to know how to get the most out of the scheme. They should plan for all mentor meetings; knowing what they need to ask and what they want from the meeting. They cannot rely on the mentor to ask all the important questions.

4. It’s not Teaching, it’s Learning:

A mentor is there to help the mentee learn, not teach them. Mentoring is about direction and helping them learn for themselves through tips and techniques. It helps the mentee develop an effective mindset for the work environment.

5. Make it Aspirational:

To make the mentoring scheme successful, you need to promote it effectively and maintain this. Make it interesting, even give it a name. Create events, let mentors meet up to swap techniques, and let mentee’s meet up to share their experiences. Always seek to improve the scheme also, learn from areas which may not be performing as well as others.

When someone does come through the scheme and gets promoted, that’s a sign that it is working and has been effective within the company. That employee is the proof!

Read more at: http://www.talentculture.com/talent-management/make-the-most-of-employee-mentoring/

What is a work/life balance?

• A work/life balance varies for each person, but essentially is the amount of time a person gives to work compared to their personal life.
• This balance can change depending on what becomes a priority. For example, if you are in your twenties or thirties, your focus will be on building a family life as well as growing your career. Whereas if you are older, your focus will shift to other activities.
• You must be able to establish a work/life balance and then keep to it as best you can.

Why do I need it?

The need to unwind from work has become crucial due to the pressures of work increasing. We want to feel in control of the things that affect our lives. If we’re not, then it can prompt negative reactions:

1. Work burn out: Someone who has worked too hard for too long can simply burn themselves out both professionally and personally. This could cause problems with your employer as you could be showing a lack of interest in your work, a short temper, or even disinterest in your colleagues. It could lead to disciplinary action or even dismissal.

2. Stress: If you don’t achieve a satisfying work/life balance, you could add extra stress to your life. If allowed to linger and develop, it can cause more serious side effects.

If you do have a lack of balance, it can cause problems that can be costly physically, emotionally and financially.

How can I achieve a better work/life balance?

The first step is to think of the current demands on your professional and personal life. Do you have time to yourself? Too much time? Or none at all? This will be something that varies for everyone, but you should make an effort to create a set of rules which you will stick to so you can get the right balance. Here are some of the ways in which you can do this:

1. Create realistic boundaries between work and non-work items.

2. Prioritise tasks within both aspects of your life.

3. Set time aside for you. This could be an activity or something as simple as not checking work emails when you’re at home.

4. Asking friends and family if you dedicate too much time to one or the other.

Why would my employer encourage this balance?

There are benefits for your company and employer as well as yourself to get this balance right:

1. If a workforce is happy, it increases productivity within the team.

2. Should an employee leave due to being overworked, there are costs to both the company and their reputation.

3. Companies are always competing and by having flexible working options, they can entice potential employees.

Read more at: http://www.reed.co.uk/career-advice/blog/2012/september/how-to-achieve-a-worklife-balance

What really makes a candidate stand out from the crowd is when they actively participate with the interviewer by asking them questions. This is a perfect opportunity to delve into the company and ask all those burning questions. It also helps show your genuine interest in the role along with evidencing that you have done your research on the company and the role on offer.

There are a range of questions that can be considered in these situations but make sure you use the ones you are most comfortable with asking. Remember, it is important to end the interview as confident as you were at the beginning, this will help you stand out when they are discussing who they want to hire.

Here are 9 of the best from TheUndercoverRecruiter:

1. How would you describe the general culture of the company and the workplace?
2.  Why did you choose this company?
3.  Will there be any form of training provided?
4.  What are some of the biggest challenges/successes facing the department currently?
5.  What process will be used to evaluate my employee performance?
6.  Who will be my direct supervisor?
7.  Are there many opportunities for professional development within the company?
8.  What is the usual time frame for making the hiring decision?
9. May I contact you if any further questions arise?

Read more at: http://theundercoverrecruiter.com/9-killer-questions-candidates-ought-ask-interviewer/

1. Can you share an experience where a project dramatically shifted directions at the last minute? What did you do?

Unforeseen situations take place all the time within a job role, which is why this is a great question to pose to a candidate. It will allow you to see how they have worked within a team as well as individuals, along with problem solving skills and if they show willingness to learn and stay positive in a pressurised situation.

2. Tell me about a time when you had a heavy workload. How were you able to handle the work?

This question allows a recruiter to see a candidates time management skills as well as how well they work under pressure and stress, as well as their ability to be flexible. Look for their delegation skills and if they are comfortable with redistributing and re-evaluating their workload.

3. Tell me about a time that you missed a deadline. What happened?

In a fast paced environment, even those top performers miss the odd deadline. The main thing to take from this question is how they dealt with the delay and how they communicated to those above, hopefully with them avoiding the ‘blame game’.

4. Tell me about a time when you were communicating with someone and they did not understand you. What were you discussing? What did you do? What were the results?

This question is ideal for seeing how a candidate communicates within a team and to others. They should demonstrate that they can communicate and listen, and be able to show empathy. Be able to apologise for the misunderstanding and adjust their communication to benefit the listener.

5. Can you walk me through the specific steps that you took to solve a business challenge?

The ability to know what to do and the experience of carrying this out are two very different things. This question allows for follow-up questions as to what a candidate actually did and how they executed this. They may know what to do, but have no experience in doing it, something that could be crucial to the role.

Behavioural interview questions will never have a ‘right’ answer but as a recruiter it will allow you to see what this candidate can bring to the table and whether that will be beneficial to your team.

Read more at: http://talent.linkedin.com/blog/index.php/2015/03/recruiters-nominate-their-favorite-behavioral-interview-questions

1. Do they understand your business?

A candidate should show their commitment by researching the company they are about to join, whether it’s only for a week or for a fixed monthly contract. Even if the business is small and there isn’t much information about them, you should be able to gauge whether a candidate is really interested or not. It seems obvious, but many of us miss the warning signs when a candidate is not the right fit. They could be confident and willing at first but then find that the role isn’t for them. When meeting the candidate, make sure they are fully informed of the role and your company.

2. Do they have passion for the industry?

There is a ‘job-hopping’ culture growing in the UK and temporary roles have somewhat helped those wanting to just get paid and move on. So what are the best ways to ensure you’re not attracting these types of candidates? Make sure advertising is being conducted on industry specific job boards or with an agency which specialises in your sector. By doing this, applicants will have a genuine interest in the sector along with previous experience. It is always important to find someone with passion as you’ll always get their best from them. A candidate may also be interested in temporary work to gain more experience in the industry, and this could be the perfect role for them.

3. Ask them what their future aims are.

So some candidates may be in temporary work to gain further experience in the industry, by asking them more about their plans, you will get a better idea of who they are, what they want to achieve, and where they see themselves progressing.

4. What are you doing for them?

The job role needs to suit the candidate so that the candidate will suit the team and the company culture. A temporary role can be a great opportunity for some, though for others it is a last resort as they want something more permanent, but don’t get the idea that your company is undesirable to work at. To make the role more attractive, you could offer added extras such as; shadowing senior members of the team or teaching them a new skill that will help them progress in the industry. Things like this will help your temporary role stand out from the crowd and attract more suitable and qualified candidates.

Read more at: http://theundercoverrecruiter.com/find-perfect-temp-staff/

1. Get to know the team:

If you make an effort with your new team and show that you are enthusiastic, a new team will be more welcoming and approachable. Try and schedule some time with each of your new co-workers to find out more about them and their time at the company. You may find your predecessor who could have some hints and tips when undertaking the role. If there is a social event such as after work drinks or a group lunch, be proactive and get involved. It will allow you to get to know your colleagues on a personal level outside of the work environment.

1. Know your objectives:

It is good to know your strengths and limitations before you start a role, obviously you will not know the exact targets and objectives but this will be a start. Be realistic about what you’re aiming to achieve as you don’t want to set yourself up for a fall. Also, be careful not to overdo it. It can be tempting to volunteer for everything to impress your new boss, but be realistic. Only take on what you know you can do well, which then means you can do it to your best ability.

1. Taking it slowly versus throwing you in at the deep end:

Each company is different when introducing a new member of staff to their workload. Some will ease you in gently with an introduction and orienteering day, whereas some will set objectives straight away. Whatever happens though, be ready to get stuck in and no complaining!

1. Probationary periods:

Companies use this time differently, with some giving extra training and mentoring to ensure you are the right candidate for the job. Make the most of this period, get to know your colleagues, the tasks and objectives expected, and voice any issues that crop up. Review this period with your manager once it has ended, set new targets and objectives, and discuss any further training if needed.

Read more at: http://www.reed.co.uk/career-advice/blog/2012/september/how-to-start-a-new-job

Common areas to be padded out:

• Experience
• Skills
• Start/End Dates
• Academic Qualifications

Obviously there is always some degree of embellishment present in a CV as a candidate is trying to gain a new role, essentially they are trying to stand out from the crowd and impress a future employer.

Here are a few tips as to how to spot potential lies within a CV:

1. Use Social Media as a screening tool:

Many companies are starting to use Social Media more and more as a free background check on their future employees and candidates. It has become so effective that 68% of recruiters decided not to hire a candidate after checking their online presence. This is one of the more practical ways of finding out if they are glossing over the truth. For example; their LinkedIn profile should match their CV, so check Twitter and Facebook to see if there are any inconsistencies. They may have made some claims of being energetic and focused in the workplace but have a number of statuses or tweets saying how bored they are at work.

2. Get chasing:

It is always worth doing a quick spot check on some of the key facts. The easiest way to do this is to make some calls to their past employers and check dates and job titles and whether the reference contact is a friend or line manager.

3. Take advantage of pre-employment screening tests:

Large businesses tend to use pre-employment screening tests in their hiring process which allows them to measure the level of skill a candidate claims to have.

4. Interview face to face:

In a pressurised interview situation, it is far harder for a candidate to be deceptive. Body language will be more obvious and as an interviewer, you will be able to ask further questions to dig deeper into their background and experiences. If after further questions, you are still not convinced, then ask for examples of how they have demonstrated these skills and ask follow-up questions to get the candidate to think on their feet.

5. Test the candidate:

An unexpected test will always show if a candidate has the skills they claim they have. It only needs to be a quick test before the interview itself but it will highlight if they have the specific skills for the role as well as any soft skills, such as; time management and the ability to work under pressure.

Be fair though when taking these steps, a small embellishment is fine for a candidate to make, you are looking for any glaring lies that will affect how they are able to conduct the role that they have applied for. At the end of the day, as an employer you are making sure that you are not making a costly mistake by hiring the wrong person for the role.

Read more at: http://www.social-hire.com/social-recruiting-advice/4987/recruitment-tips-how-to-spot-when-a-candidate-is-lying?utm_content=buffera813b&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer