3 out of 4 students would consider an apprenticeship, but lack the right information

3 out of 4 students would consider an apprenticeship, but lack the right information by Michael Cheary Almost three quarters of students would consider an apprenticeship, yet 80% know little or nothing about them, according to the latest research from QA Apprenticeships.Despite the widespread lack of knowledge about IT and apprenticeships, QA’s research found that, once informed, 74% of secondary school children ‘would consider’ the option as an alternative to university.Worryingly, the research also found that girls were four times less likely to consider the idea of a technology apprenticeship than boys.Back to schoolsBen Pike, Director of QA Apprenticeships suggests that part of the problem lies in our education system:‘Our research shows conclusively that many school leavers could miss out on the fantastic apprenticeship opportunities being offered by employers unless schools improve their careers advice’The majority of those surveyed agreed that they did not feel well informed about the progression routes available to them and largely felt that Information, Advice and Guidance (IAG) was skewed towards university.Furthermore, students were largely unaware of the fact that formal qualifications could be achieved through an apprenticeship, a view shared by many school and college tutors who would like to offer more in-depth advice about apprenticeship routes.Changing the mindsetFollowing George Osborne’s budget, which announced cuts to university maintenance grants and pledged 3 million new apprenticeships by 2020, QA have committed to expanding their schools’ outreach programme across the UK.This will ensure the next generation are equipped with full knowledge of the career opportunities within the rapidly growing technology sector, and will help develop the digital and tech skills pipeline in the UK.“Schools and parents urgently need to think again about the advantages and potential of apprenticeships for all school age students,” said Siobhan Cronin, Head of Engagement at QA Apprenticeships,“Many traditional ide as about career success are now out-dated. Apprenticeships offer a proven and structured first step into the working world, offering pay, qualifications and education, as well as developing the crucial real world experience many employers seek out in candidates.”Earn while you learnYoung people commonly perceived apprenticeships as an opportunity to ‘earn while you learn’, avoid student debt and gain hands-on experience in the workplace.However, many feared that an apprenticeship route might limit you to a certain career or role and did not retain the ‘freedoms’ and social life associated with college or university study.The highest reason cited for not wishing to do an apprenticeship 52% was that they believed they would earn more in the long term with a degree.The IT crowdThe majority of students surveyed had positive perceptions of the IT industry, and those most actively pursuing IT apprenticeships had a keen interest in the IT sector outside of school or college.Howev er, there was some evidence that experience with the working world had led some young people to reconnect with or discover a new interest in IT.QA have placed 5,000 apprentices in the space of five years. The company plans to reach the milestone of 10,000 in the next year with the launch of their 10KinTech campaign, an initiative that has already galvanised the support of EE, Microsoft and notgoingtouni.com.Later this year, QA Apprenticeships will launch their apprenticeship degree programme, which will take school children from GCSE right through to Degree.This study was conducted by an independent researcher and adopted a mixed method approach, incorporating qualitative case studies, telephone interviews and surveys. In total the researcher spoke to 101 individuals for the qualitative element and administered an online survey in 24 schools and colleges which was completed by a total of 222 students.

When Hiring Managers Disagree on a Candidate - Spark Hire

When Hiring Managers Disagree on a Candidate - Spark Hire Finding that individual ideal for the activity can be a troublesome assignment. Recruiting supervisors and managers realize that very well. It is particularly troublesome if there is more than one individual in on the choice. You need to concur on what you believe is generally significant in an up-and-comer and whether any of your up-and-comers fit that depiction. You may imagine that Candidate An is ideal, however your partner may trust Candidate B is more qualified. Whats significantly progressively troublesome is contradicting a predominant. Maybe you are employing for an advertising partner and trust you found the best fit. Just issue? The showcasing executive doesnt concur with you. It tends to be a predicament, yet there are sure things you can do as recruiting director to help you through it. Comprehend the Role Sparkle Hire has talked about this a great deal, however that is simply because it is significant. As employing director, it is point of fact your duty to ensure you comprehend the job you are recruiting for. This is particularly evident on the off chance that you are recruiting for various offices in the organization. In the event that you go to a contradiction on an applicant, at that point the principal activity is to look back to the job itself. Plunk down with the other individual that is in on the choice and rundown the entirety of the capabilities you both believe are expected to fill the position. When that is done-and it ought to be before you even beginning employing separate the applicants being referred to. What abilities does your up-and-comer have that coordinate this activity job? For what reason do you think they are best fitted for this position? Are there certain things missing? The following best thing is investigate the competitor your associate believes is the best. Do the aptitudes coordinate? What does this competitor have that yours doesn't? Look into the competitors and attempt to comprehend why your partner thinks Candidate B is ideal. In the event that you didn't actually talk with this applicant yourself, it very well may be hard to comprehend what they are used to. Which drives us to our next tip: Use Video Interviews In the remote possibility that you talked with one up-and-comer and your associate or predominant met another, it can here and there be hard to comprehend why they valued one over the other. Particularly since you didnt get the opportunity to meet and associate with them actually. This is one integral motivation behind why video interviews are such an extraordinary apparatus in the recruiting procedure. At the point when you meet with up-and-comers online through video meets, the meeting is recorded. Not exclusively is it of incredible use to you on the off chance that you need to return and check their character or relational abilities once more yet its an extraordinary device to use in looking into competitors. Organization Culture Something else to remember while differing on an up-and-comer is organization culture fit. Before you settle on a choice, or imagine that your up-and-comer is by a long shot the best for the activity, remember the organization culture. Your applicant may have the entirety of the correct aptitudes and capabilities, however maybe the up-and-comer your associate needs is the best organization culture fit. Or then again the other way around. Recall that specific aptitudes can generally be learned and gotten, yet organization culture fit can't be faked or learned. There can be a representative that works in an organization and has the entirety of the correct abilities, however on the off chance that they don't fit in with the organization culture it makes certain to cause waves. What's more, it will be a lot simpler for a worker like that to escape when another bid for employment moves around. Differing on an up-and-comer can be a predicament to handle, yet with the correct instruments and the correct standpoint you and your associate can positively go to a choice. Furthermore, the best choice at that! Have you at any point needed to settle on a recruit since you couldn't help contradicting an associate? Tell us about it in the remarks area underneath! Picture: Courtesy of Flickr by raincoaster

Applicant Tracking System Prison - Are You In It

Applicant Tracking System Prison - Are You In It Anumber of fellow Tribe members (thats what I call all of us), have vented about the frustration experienced when applying for jobs online. I've been given an ear full via email: Lisa, will there ever be a resume/application form that actually does not take hours to complete?? I know I am qualified, but I cant ever get someone to call me back after I submitted my resume. Will these systems ever allow me to convey how I am qualified beyond keywords? Is there a way to beat the applicant tracking system, so I am not in this hell anymore? I am going to break it to you - here comes the tough love: No. No. And no. There will never be a uniform system to apply to a position. Ever. As long as there are competing companies developing applicant trackingsoftware, there will always be variation from provider to provider. The technology is not designed to evaluateyour qualifications. It's designed to track keywords: job titles, company names, skills, software, etc. We believe trying to beat the application system is like trying to rearrange the furniture in your prison cell. You can make it look better and more comfortable, but it is still prison. It will always be an ATS prison. So what I preach is to get to the person to get out of ATS prison. Only 20% of hires are made through job boards/ATS systems. Thats it. Roughly 70% of hires are made through employee referrals, social media connections and personal contactsand this is how recruiters and hiring managers prefer to hire in the first place. Only when they cant hire someone using these three tactics (the ones covering the 70% of hires) do they post an ad, or hire a third-party recruiter, if the budget allows (that is the last 10% roughly). In essence, the job postings are difficult jobs to fill as they were not filled by the 70% tactics. Yet, it is applying to job postings where most executive job seekers spend their time to look for a job. You see the problem? Wonder why job seekers are frustrated? Is it a problem you are experiencing first hand? Yes? Well, here is what I encourage you to do to break out of ATS prison: Give yourself a break, and refocus your efforts.Stop surfing the job boards for 2 weeks. Make a list of companies where you want to work:Job Searching? 19 Creative Ways To Build Your Target Company ListDont worry if there is not a job posting advertising an open job. If you want to work there, put it on the list. Use the Advanced LinkedIn Function to find a prospective manager that you would report to:Finding the Right Contacts for Your Job Search Using LinkedIn Reach out to prospective managers directly. Write how you are interested in working for the company and demonstrate tangible ways you can add value. Want more instruction on how to do this and what to say when reaching out to companies directly? Learn how you too can break out of the ATS prison by using ourGET HIRED FAST! Success Package. This way you create your own leads by contacting people and stop the dependency on job postings. Stop letting technology keep your job search in prison. TAKE BACK CONTROL AND GET OUT OF ATS PRISON! Be Well, Lisa

Tips for Landing a Seasonal Job - CareerEnlightenment.com

Consider a Specialized JobYou may not consider burdens in November, yet charge administrations like Jackson Hewitt and HR Block do. They start meeting and recruiting brief assessment preparers some time before charge season. Also, they offer preparing programs with the goal that you don't have to have any related knowledge or capabilities so as to apply.Inquire at Entertainment VenuesEntertainment scenes, for example, zoos and arboretums regularly have occasion occasions that need additional support. You might have the option to find a regular activity in security, ticket taking, serving, and so on in one of these areas, or in a gallery that considers more to be as understudies make the most of their vacation break.Another diversion scene that frequently enlists occasional assistance is cinemas. Commonly, blockbusters and family motion pictures are discharged during the Christmas season, and families get to know each other during the special seasons too. This means more ticket deals at the films, so you could be employed to work the refreshment remain, to take tickets, or to tidy up after moviegoers this occasion season.Consider Working From HomeThere has been a major blast in telecommuting of late, and regular specialists can appreciate telecommuting, as well. Client care associations and call focuses commonly get significantly more traffic during the Christmas season, and organizations need to recruit virtual regular laborers to deal with the interest. A few people incline toward these regular employments as a result of the adaptable hours, absence of physical work, and profession potential.If you aren't having a lot of karma in the wake of getting some information about open occasional occupations or submitting applications, don't be hesitant to development and be industrious. Other occasional laborers may leave positions on the off chance that they don't care for their occupations, and organizations frequently need to recruit progressively regular assistanc e after the first round of recruits. Follow these tips, keep at it, and you'll find your very own regular activity.

First Aid for a Bullet-Point Resume

Medical aid for a Bullet-Point Resume Medical aid for a Bullet-Point Resume How clear employment focusing on and a full redesign bear the cost of a clinic chief new open doors in official level social insurance positions.Carla Fore, an enrolled medical caretaker and emergency clinic supervisor who holds a MBA and an ace's in authoritative brain science, has consistently kept an eye on her own resume over a 30-year career.I have refreshed my resume each year and have consistently done it without anyone else's help, since I additionally compose, Fore said. Be that as it may, after an ongoing cutback in April, my CV appeared to be extremely piecemeal and interwoven. I had been told by enrollment specialists that I was a great instance of 'death by shots.' Fore said she was additionally worried that her old resume made her appear as though she'd changed occupations perpetually, especially at one emergency clinic where she'd really been given a large group of break chief level positions.They continued skipping me everywhere, Fore said. I was increasing a huge amo unt of the executives experience across pretty much every office in the medical clinic, however it seemed as though I was work jumping like clockwork on my resume.Carla had a 100 percent bulleted continue more than five pages, said expertly ensured continue author Andrew Pearl, who works with Ladders. It required significant revamping as her resume returned to 1979… All those shots had the impact of giving basically nothing any emphasis.It resembles setting down a plane on an airstrip around evening time, Pearl said. Having some partition between the lights takes into account the runway to be seen more effectively.Pearl utilized Fore's old resume as the reason for the upgraded one. Since Fore had been industrious about putting quantifiable numbers, rates and results in her old resume, he didn't require her to finish the worksheet he regularly uses to assist customers with filling in the spaces. In any case, Pearl didn't stop for a second to revamp, cut and revive another resume fo r Fore that hyped her yearnings for a vocation in emergency clinic the board and administration.Multitasker versus work hopperSo how pearled address the discernment that Fore couldn't remain in one employment for long ? Better organization.You need to accept that the individuals perusing your resume have a short measure of time, Pearl said. So you interface the duties together under one organization heading, give a short passage appended to each activity title - with the most significant outcomes as the initial scarcely any shots - and keep it snappy. What's more, you stress the activity target you are following first.In this case, it was for a horizontal situation as executive of crisis services.The work target is critical, Pearl said. I generally start with the objective. For this situation, Carla needed to underline her administration experience.In expansion, Pearl focused on how including a short passage under each organization she worked for sets the setting for indicating resu lts. You need to compactly give a general reason for the organization: who you oversaw, what number of individuals, why you were recruited, what was the everyday condition, Pearl said. You are setting up a story that you at that point fortify in the outcomes focused slugs. It's a one-two punch.Fore has been immensely satisfied with the outcomes. She got the new resume in late May and as of now had four meetings continuously week in June.What most intrigued Fore about her new resume?The Areas of Excellence, she said. They took all that I had needed to state and blast! - three lines close to the top that summarized everything… And I was extremely content with the language utilized, with words like 'reinforced' and 'initiated'… The new CV is so much better.Pearl said the Areas of Excellence segment Fore likes so much assists break with increasing the page outwardly, secures some searchable watchwords and plays on how individuals actually read.It resembles a paper with its associat ion, Pearl said. At the point when you have something to lock on to while you are perusing, you will go there.The thing is that I was at first focusing on other executive of crisis positions, Fore said. In any case, after the new CV, I am getting selected for positions two levels above executive - positions like head nursing official and CEO. It's something I've never, never observed before.It doe sn't hurt that Fore is eager to move from New Mexico to practically any warm state in the U.S., nor do her qualifications, experience and tenacity.A educator of mine once said something in a class, and I presently accept it as my own way of thinking, Fore said. 'Change is inescapable; battle is discretionary.'

Professional Resume Writing Service - How to Make Your Engineering Resume Spelling Right and Be Presentable at Interviews

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Are You a Hunter or a Farmer

Are You a Hunter or a Farmer Are You a Hunter or a Farmer There are two kinds of employment searchers. In a market that depends on natural selection, one is bound to outlive the other. Which type are you?In deals, ability is regularly named as coming in two assortments: trackers and farmers.Hunters are known for: seeking after new business searching out leads being forceful discovering potential new clients breaking new records extending existing impressions defeating abandonments keeping customers faithful creating extra incomes creating new benefits To put it plainly, they follow wins. Then again, ranchers for the most part: keep up business as usual are substance to reap existing client business are regularly in support mode One job might be a superior fit contingent upon the economic situations. In any case, the present exceptionally serious occupation showcase requests that up-and-comers receive the tracker approach.Those who make positions for themselves are named go getters. The inverse are candidates. There are such a large number of other qualified people charming bosses for the standard candidates to win.The ranchers are regularly left holding up in the residue while their proactive, determined tracker contenders land new openings. Ranchers don't do anything incorrectly or awful, yet neither do they do anything creative. Cultivating possibly works if business is now close by and the opposition is sleeping at the worst possible time. However this isn't the situation with the present market. Positions are not plenteous; it takes some chasing to investigate potential openings.A fast moving business sector Employers today don't need to seek after competitors; they are in the driver's seat. That implie s competitors need to kick off the business process.Today, all activity searchers are in deals. They are promoting themselves to businesses who have loads of decisions. With hardened rivalry for openings, applicants can't find a new line of work since they are skilled. To get a foot in the entryway, work searchers need to advocate for themselves and offer to bosses' inclinations. Demand that a new position could be made just to meet a particular challenge.These trackers don't trust that a selection representative will follow them down; they seek after what they need. You won't see them submiting an application and sitting tight for a meeting arrangement. More probable, they'll associate with the employing leader and position themselves as the favored solution.Are you going to be a tracker/customer/go getter and land another energizing vocation challenge as fast as could reasonably be expected? Decide to organize intentionally and associate with insiders who think about potential ope nings before they are promoted. Show bosses that you are a tracker who will convey for them.