Being made redundant can create a mixture of feelings. First of all there’s the shock. In fact after the shock there will be a raft of emotions from denial, anger, depression and bargaining before reaching acceptance of your situation.  During this time you could be encouraged to share your emotions with your family, friends and colleagues.

One of your priorities during this time is to take stock – take stock of your finances and to take stock of yourself.

Being made redundant can be an opportunity.

Take this time to focus on what you really want to do next.  Is getting a job doing what you have always done what you really want to do? Or, could you do something similar that you might enjoy more?

Transferable skills for the redundant

Identifying your abilities, skills and attributes along with your career interests will help you decide on whether to remain in the same type of role or whether it is indeed transferable and you could find your dream role in something completely different.

Self-report questionnaires, inventories and worksheets are great simple and easy tools to help you identify your strengths and characteristics. These exercises, once collated, can give a redundant person back their self-esteem  to ensure that they are well prepared for the road ahead, and that their inner resources are well documented.

Once made redundant, you can use your days effectively by building a powerful CV, setting a strategy for your job search and focusing clearly on where you want your next job to be.

If you would like sample worksheets, personal inventories and self-report questionnaires send us an email.

Lynn Tulip is a career management and HR professional running her own HR consultancy.  Find her on online or follow her @LynnTulip @A4P_HR

Whilst LinkedIn is still the primary professional networking site that recruiters are using to source candidates, Facebook and Google+ are catching up fast.

There is a wealth of talent on these sites and you need to be part of that talent.

Facebook currently attracts the graduates and student market however, there is a place for executives as well.

Image from Wikipedia

Remember your privacy settings and ensure that these are set appropriately and that content on your Facebook pages is suitable for potential employers to view.

How to use Facebook as a resource?

Once again it’s about setting a strategy and reminding yourself about what is your goal. With Facebook it might be that it’s about looking for the right employer.

• Employers will set up their own company pages so your strategy is to research the sector, industry and company and then ‘Like’ their business pages.
• Engage with company and add value to their wall. Ask questions and offer positive comments.
• Facebook is more entertaining and active than LinkedIn so if you are actively updating your status, ensure that it is suitable.
• Companies can showcase their business with video, pictures, adverts for jobs and testimonials for FREE. These tools allow them to show the members what a great company they are and how attractive they would be as an employer.
• Facebook has a large audience and the members that ‘Like’ certain business pages become a target market. Be prepared to receive their communications.
• Facebook feeds and ‘Like’ buttons make integration easier so employer branding is becoming more prominent.
• Facebook is an open network with no fees charged at any level so you can have access to all the content to help you in your job search.

Recruiters might use LinkedIn for networking, screening and recruiting but they are using Facebook for brand activities and talent communication.

As a starting point, Facebook is a great place for employers to start looking for bright new talent and for you, the job seeker it’s a great place to position yourself as one of pool. The more proactive you are the better you will come across.

Do you think that LinkedIn still has the edge or does Facebook and Google+ come close when using social media for job searching?

Your CV / Resume needs to include Keywords that are relevant to the role you want and the experience you have.

CV / Resume Keywords are essential for job hunters

Uploading your CV / Resume so recruiters can find you is one of the key actions for job hunters, but making sure it is found  by recruiters is another important tactic.

For job seekers, the “Keywords” that matter are the words and phrases a recruiter uses while searching, like the words you type into Google when you are searching for something.

So what Keywords should you be using?

A simple question, however the answer has to be “use Keywords that apply to you and your experience”

Some top tips for getting the right Keywords on your CV / Resume:

• Use nouns with their descriptive adjectives – don’t sidestep or omit the action words and power language however you now need to focus on the job title and roles that the recruiter will be searching on.
• Pick up job descriptions of job roles that you want and identify the Keywords of  nouns and noun phrases that are relevant and make sure that you are able to include them in your own CV / Resume
• Brainstorm Keywords for your CV / Resume by developing a long list of possible Keywords.

Ideas for Keywords  include:

1. your next job title, standard job titles and non-standard job titles
2. names of job specific, industry specific and profession specific tools that you can use because of your education and experience
3. software & hardware resources and unique techniques that you are qualified to use
4. use professional and technical acronyms
5. include your qualifications, education establishments and certifications
6. name drop about conferences and publications where you have demonstrated your expertise

The programme, delivered by provider ki-work includes a personal one-to-one coaching enabling you to develop an Action Plan for success. From the comfort of your own home or from the job centre and depending on your individual needs, you will be coached on how to:

1. clarify your goals
2. see what’s holding you back
3. rebrand yourself
4. define and execute a job search strategy
5. understand employers recruitment practices
6. improve your job applications
7. improve your interview techniques.

Eligibility

The Jobsearch Support Service for Newly Unemployed Professionals is targeted principally at professional or executive jobseekers in receipt of Job Seekers Allowance (JSA) who have become unemployed after a period of long term employment. This support service is fully funded by the Department of Work and Pensions (DWP). Eligible customers will have little or no experience of current job search channels but will have the confidence and motivation to seek work independently.

The aim of the programme is to give customers with professional and executive occupational backgrounds the knowledge and skills to enable them to identify and secure relevant jobs using  up-to-date job search techniques, and to exploit diverse recruitment channels.

If you would like to know more about the programme, discuss your eligibility, or book a session with Lynn, make contact today.

Ki Work Jobcentre Plus reference : AAA280201 Opportunity codes:HUW33831/HUW43634 for SL2JP

1. What makes you tick?

Understand what motivates you and use this to identify your dream job.

2. Action plan

Have a clear objective, and some stepping stones.  Make your career change come alive but committing the steps to paper and giving yourself some SMART goals.

3. Check your financial position

 If you are changing direction you might need funds for retraining, or you may want to take a reduced salary to get your dream job.  Being financially secure and having enough money to make the transition ensures a strong starting point.

4. Keep positive

Self confidence and self-belief are most important at this time.  Focus on what you want and how you achieve this, tackling obstacles as they appear.

In every successful job search and career change there are five critical areas:

A focused and realistic job and career objective

A clear objective based firmly on your strengths and supported by your experience.

A dynamic presentation

This objective must be communicated energetically, both in writing and in person, Your CV and your verbal presentation must be clearly focused and show you at your highest level of effectiveness.

A well-planned job search

A campaign based on your clear and growing understanding of how the job market functions which enables you to use your time most efficiently and is the key to the successful outcome of your job search

Building a contact network

Your job search should encompass building a contact network that is both supportive and challenging. Regardless of where you start, the people you meet and build relationships with are the most important factors in a job search.

Thoroughness and persistence

It takes a determined effort to write good letters, conduct productive meetings/ interviews and follow up opportunities. Your commitment to a planned campaign will pay off.

Good luck

There’s also the process to finalise. These are a few things to consider:

• Have you got an in-house design that you need to stick to? What will the content of the advert be?
• How will applicants respond? By application form, fax, telephone, in person at the organisation or agency, by letter, by email on the internet, by tape or braille?
• Who is to be responsible for sifting the applications? What is the selection process going to be?
• If interviews are to be held, when will they be and will everyone who needs to be involved be available?
• Are selection tests to be used? Is there the expertise to administer them and ensure they are non-discriminatory and appropriate?
• Are references/medicals to be requested?
• Are arrangements in hand to give prompt acknowledgement of applications received?

Now, the advertisement itself.  These need to be designed to catch and attract the right applicants.  If you are submitting to newspapers or professional journals, you can ask for guidance.

Remember to target the right audience, so tailor the advert appropriately. The advert should be clear and easily understood and must be non-discriminatory, avoiding any gender or culturally specific language.  It is a good idea to include your company’s statement of commitment to equal opportunities saying you welcome applications from all sections of the community.

Top tips:

• if your company is well-known, does it have a logo that could feature prominently in the advertisement? Make the advertisement consistent with the company image
• should the job title be the most prominent feature?
• keep the text short and simple while giving the main aspects of the job, pay, career prospects, location, contract length
• can specific details – such as pay, qualifications and experience required – be given in a way which will reduce the number of unsuitable applications?
• is it possible to avoid generalisations such as ‘attractive salary’, or ‘appropriate qualifications’ which may discourage valid applications?
• can you provide job details on tape or in braille and accept applications in a similar format?
• is the form of reply and the closing date for applications clear? Is there a contact name and phone number for further information and enquiries?

All advertisements should carry the same information, whether for internal or external use.

• Career, Aptitude & Selection Tests, J Barrett, Kogan Page
• How to Pass Graduate Recruitment Tests, M Byron, Kogan Page
• How to Pass Selection Tests, M Byron, S Modha, Kogan Page
• How to Succeed in Psychometric Tests, D Cohen, Sheldon Press
• How to Pass Civic Service Qualifying Tests, M Byron, Kogan Page
• How to Pass Verbal Reasoning Tests, H Tolley & S Thomas, Kogan Page
• How to Pass Computer Selection Tests, S Modha, Kogan Page
• How to Master Personality Questionnaires, M Parkinson, Kogan Page
• Test Your Own Aptitude, J Barratt, G Williams, Kogan Page
• How to Win at Aptitude Tests, P Pelshenke, Thorsons
• Interviews Made Easy, M Parkinson, Kogan Page

Lynn Tulip Chartered MCIPD, PgDip Guidance & Assessment
HR & Career Management Consultant
http://assessment4potential.tel/

It’s 2010 – a sigh of relief that we’ve got here.

2009 has been a challenging year for many of us, and despite the recession, lawmakers continue to update and later legislation which affects businesses employing people.

Why not try our quiz and check you’re fully up-to-date?

Questions

In memoriam

1.  What statutory rules affecting employment rights died in April 2009?

Births

2.  What new arrival joined the employment law world in April, the latest in a long and distinguished line?

3.  What new rules affecting those working with children and vulnerable adults came into force on 12^th October – but without their central database?

Honours

4.  Which bearded businessman was elevated to the House of Lords this year – and hired as enterprise car?

Paying the price

5.  Who hired an illegal housekeeper – and paid the penalty?

Moving on up

6.  What amount did a week’s pay for redundancy purposes increase to in October?

7.  What can employers in the restaurant and other service sectors no longer use towards paying the National Minimum Wage?

8.  What, since April, is 28 days or 5.6 weeks?

9.  Who, apart from parents of children under 5, disabled children under 18, and carers of people over 18, can since 6^th April request flexible working arrangements?

Nearly gone

10.  Can employers still lawfully require staff to retire at age 65?

Answers

1.  The Statutory Dispute Resolution procedures were abolished from 6^th April.

For more information, see NatWest’s news story: New rules on discipline and grievance handling now in force (April 2009)

2.  The new ACAS Code of Practice on discipline and grievance handling in the workplace came into force from 6^th April.

3.  The Vetting and Barring Scheme came into force on 12^th October.

4.  Lord (formerly Sir Alan) Sugar was hired by the Government as an “enterprise champion” and was given a seat in the House of Lords in June.  Read more: You’re Hired – Alan Sugar to advise government on business issues (June 2009)

5.  Baroness Scotland – the Attorney General – fell foul of the Home Office’s Civil Penalty Scheme for failing to check the immigration status of a person she hired as a housekeeper.  For more information: Attorney General fined for hiring illegal worker (Oct 2009)

6.  Statutory Redundancy Pay increased to £380 per week in October.  Check details: Redundancy Payments to increase (May 2009)

7.  Since 1^st October, employers can no longer use tips received by staff towards paying them the National Minimum Wage.  Read more: Tips will no longer count towards the National Minimum Wage (May 2009)

8.  Statutory minimum annual holiday entitlement increased to 28 days or 5.6 weeks from April 2009.  More info:  Annual Holiday Entitlement

9.  From April, parents of all children aged under 17 have the right to request flexible working arrangements from their employer.  Further info: The right to request flexible working

10.  Following a recent ruling in the Supreme Court, employers can continue to require employees to retire at age 65, provided they follow the correct procedure.  However, the ruling makes clear that changes to this rule may need to be made.  Read on: Retirement at 65 legal – for now (Oct 2009)

How did you score?

8-10 Well done!  You’ve pretty much kept up to date in a difficult year.  But make sure you look up the answers for the questions that floored you.

5-7 Not bad.  It’s understandable if some changes passed you by in this busy year.  But it is worth doing some homework on getting to grips with the changes you’ve missed.

Under 5 You’ve clearly been very busy “minding the shop” – but you have let some important developments in employment law pass you by.  You may be taking risks by not bringing yourself up to date.  Many of the changes this year are new minimum rights for staff, or things that mean you risk a financial penalty if you don’t comply with them.

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The CIPD’s seasonal employment law quiz made me think!  How many employers fail when it comes to compliance and understanding their obligations?  I bet it’s a bigger number than you think.

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