October 2009 Index Highlights:
• The Monster Employment Index UK grew by seven points as the online job market started to show early signs of recovery
• Online hiring increased in the majority of sectors, led by strong growth in education, manufacturing, transportation, hospitality and sales
• Job demand rose most in Wales, with notable upturns also recorded in Scotland and the South West
Full Report Here
Monday, 16 November 2009
Friday, 16 October 2009
Assist in Development
Making Assist work for our customers is the first objective of the company, if it doesn't work for you it won't work for us.
So we had a look at what was going on in the market, what was going on with Assist and have decided to make some changes. In line with our original mission we are adopting changes that ensure Assist is the most cost effective and time efficient solution in the temporary job market.
Stay tuned to be updated with the latest changes that are taking place. If you want to find out more, email Natasha at info@assistuk.net.
If you want to just catch the headlines follow us on twitter http://twitter.com/assistuk.
Speak soon,
The Assist Team
So we had a look at what was going on in the market, what was going on with Assist and have decided to make some changes. In line with our original mission we are adopting changes that ensure Assist is the most cost effective and time efficient solution in the temporary job market.
Stay tuned to be updated with the latest changes that are taking place. If you want to find out more, email Natasha at info@assistuk.net.
If you want to just catch the headlines follow us on twitter http://twitter.com/assistuk.
Speak soon,
The Assist Team
Assist in Development
Making Assist work for our customers is the first objective of the company, if it doesn't work for you it won't work for us.
So we had a look at what was going on in the market, what was going on with Assist and have decided to make some changes. In line with our original mission we are adopting changes that ensure Assist is the most cost effective and time efficient solution in the temporary job market.
Stay tuned to be updated with the latest changes that are taking place. If you want to find out more, email Natasha at info@assistuk.net.
If you want to just catch the headlines follow us on twitter http://twitter.com/assistuk.
Speak soon,
The Assist Team
So we had a look at what was going on in the market, what was going on with Assist and have decided to make some changes. In line with our original mission we are adopting changes that ensure Assist is the most cost effective and time efficient solution in the temporary job market.
Stay tuned to be updated with the latest changes that are taking place. If you want to find out more, email Natasha at info@assistuk.net.
If you want to just catch the headlines follow us on twitter http://twitter.com/assistuk.
Speak soon,
The Assist Team
What's the Point in Meeting People
In an age where social networking is merely a mouse-click away, why do we need to spend our evenings flirting at the bar?
Read Simon Lewis' (only marketing jobs) full article here http://www.assistuk.net/news.php?news=industry
Read Simon Lewis' (only marketing jobs) full article here http://www.assistuk.net/news.php?news=industry
Monday, 24 August 2009
Did you know we are on Facebook?
Become a fan of Assist UK on Facebook -
http://www.facebook.com/pages/Assist-Employment-Ltd/21776530002?ref=ts
The Four Least Wanted
http://www.assistuk.net/news.php
The Four Least Wanted - how to counter and neutralize poor candidate etiquette Posted by Mindy Slobodkin Fineout on August 13, 2009 at 6:00pm View Mindy Slobodkin Fineout's blog
Source: http://recruitingblogs.ning.com/profiles/blogs/the-four-least-wanted-how-to
Posted by Mindy Slobodkin Fineout on August 13, 2009 at 6:00pm (recruiterblogs ning)
View Mindy Slobodkin Fineout's blog - http://recruitingblogs.ning.com/profiles/blog/list?user=ullftdmai03m
I recently read an article written by Jonathan Littman and Mark Hershon, summarizing their new book called “I Hate You.” This comedic take on a traditional workplace self-help book shows you how to identify the “Ten Least Wanted” --the people you hate in the workplace--while revealing the strategies to neutralize them.
It got me to thinking about identifying candidates in a similar light. In uncertain and stressful times especially, people aren’t on their best behavior, and this poor behavior often leaks its way into the interview process. Candidates respond in a variety of ways when put on the spot and asked to answer questions about themselves – some treat you like a telemarketer interrupting Thanksgiving dinner, others determine they have built an instant rapport with you, and feel compelled to tell you about the colonoscopy they are going in for next week.
Regardless of what you experience, there are ways to identify, counter and neutralize these behavioral faux-pas.
1.) The Oversharer
This guy is extremely likeable at first. He often starts the conversation with friendly banter about the weather, talk about his upcoming vacation, or shares the information that “this is a perfect time to talk,” because he has just returned from walking the dog. In moderation, these can be smart tactics to engage in on an interview – showing your personality and ability to quickly build rapport, however when taken too far it can be fatal. The Oversharer will often mention things that leave the interviewer stumped in response, such as his mother passing away last month, his divorce being finalized tomorrow, or that he keeps running to the bathroom due to the flu bug he has. Regardless, it is up to the interviewer to keep things on track, and important to stay focused on the task on hand, bringing the conversation back around to the job and the resume. Counter his oversharing with something like “I only have a limited amount of time before my next meeting, and need to get through all of my interview questions….” If he has good listening skills, he should get the message.
2.) Mr. No Manners
One of the mysteries of the universe in my eyes is getting a rude response from a candidate upon first contact. Whether or not you are an active or passive candidate, you never know whose hands the fate of your career might land in, so it’s safe to treat every recruiting call like it is important, whether or not you think it is. Mr. No Manners will treat your interruption of his day as if you’ve called him before 7:00 and woken him out of bed. He will tell you he is too busy to talk, cut you off, and engage in general naysaying before you’ve even described the position. There are a few ways to deal with Mr. No Manners. Depending on the position, sometimes it is best to end all communication at that time, for example if the role involves heavy interaction with customers or teams. If you do choose to proceed, often times the best tactic is to call his behavior out in a non-confrontational way. For example, “I’m picking up from you that perhaps this is not the best time to talk, is there a time that would work better?” Often times this will catch Mr. No Manners off guard, and once acknowledged, he will correct his behavior. Otherwise, it may be time to turn Mr. No Manners into Mr. No Hire.
3.) The Yes Man
Candidates always want to appear competent, and often do not want to admit when they do not know something or have not worked extensively in a required area. When asked if they’ve have experience with XYZ, they will say yes. When asked how they rate themselves on a scale of 1-10, it’s always a 9 or 10. But peel back the onion a bit and you may discover they didn’t develop the code from cradle to grave, but actually just sat near the guy who did. Eventually it will come out, maybe in a technical screen further down the road, but this can disperse time better spent with other candidates. Since we can’t actually polygraph our candidates, develop your inner polygraph. Listen to their answer – are you confused by it? Usually candidates that can’t clearly explain their responsibilities leaving you foggy on the details are covering up for lack of knowledge. If their answers bring you on a circuitous route, never really addressing the question specifically, they are not the expert they claimed to be.
4.) The Groupie
While we can all commend enthusiasm, The Groupie takes it to a whole new level. He’s on your linked in profile, reading your blog, messaging you on Facebook, and overstepping countless boundaries in order to impress and show his interest. He will call to check in, on a sometimes daily basis to ask for a status update. Once declined, he will insist on knowing specifically why he didn’t make the cut, and then most likely continue to submit his resume to positions he is not qualified for. He acts either out of being desperate to get into your company, or just being desperate, period. Depending on which kind of desperate he is will depend on the best way to neutralize his behavior. Candidates that apply to every job you post, call every other day, and tell you of their financial woes quickly make their way onto the D list. However, if the candidate is passionate about what your company does, and has some relevant transferable skills for an opening, he may be a loyal long-term employee which the return on investment will over time, outweigh your irritation. *
The Four Least Wanted - how to counter and neutralize poor candidate etiquette Posted by Mindy Slobodkin Fineout on August 13, 2009 at 6:00pm View Mindy Slobodkin Fineout's blog
Source: http://recruitingblogs.ning.com/profiles/blogs/the-four-least-wanted-how-to
Posted by Mindy Slobodkin Fineout on August 13, 2009 at 6:00pm (recruiterblogs ning)
View Mindy Slobodkin Fineout's blog - http://recruitingblogs.ning.com/profiles/blog/list?user=ullftdmai03m
I recently read an article written by Jonathan Littman and Mark Hershon, summarizing their new book called “I Hate You.” This comedic take on a traditional workplace self-help book shows you how to identify the “Ten Least Wanted” --the people you hate in the workplace--while revealing the strategies to neutralize them.
It got me to thinking about identifying candidates in a similar light. In uncertain and stressful times especially, people aren’t on their best behavior, and this poor behavior often leaks its way into the interview process. Candidates respond in a variety of ways when put on the spot and asked to answer questions about themselves – some treat you like a telemarketer interrupting Thanksgiving dinner, others determine they have built an instant rapport with you, and feel compelled to tell you about the colonoscopy they are going in for next week.
Regardless of what you experience, there are ways to identify, counter and neutralize these behavioral faux-pas.
1.) The Oversharer
This guy is extremely likeable at first. He often starts the conversation with friendly banter about the weather, talk about his upcoming vacation, or shares the information that “this is a perfect time to talk,” because he has just returned from walking the dog. In moderation, these can be smart tactics to engage in on an interview – showing your personality and ability to quickly build rapport, however when taken too far it can be fatal. The Oversharer will often mention things that leave the interviewer stumped in response, such as his mother passing away last month, his divorce being finalized tomorrow, or that he keeps running to the bathroom due to the flu bug he has. Regardless, it is up to the interviewer to keep things on track, and important to stay focused on the task on hand, bringing the conversation back around to the job and the resume. Counter his oversharing with something like “I only have a limited amount of time before my next meeting, and need to get through all of my interview questions….” If he has good listening skills, he should get the message.
2.) Mr. No Manners
One of the mysteries of the universe in my eyes is getting a rude response from a candidate upon first contact. Whether or not you are an active or passive candidate, you never know whose hands the fate of your career might land in, so it’s safe to treat every recruiting call like it is important, whether or not you think it is. Mr. No Manners will treat your interruption of his day as if you’ve called him before 7:00 and woken him out of bed. He will tell you he is too busy to talk, cut you off, and engage in general naysaying before you’ve even described the position. There are a few ways to deal with Mr. No Manners. Depending on the position, sometimes it is best to end all communication at that time, for example if the role involves heavy interaction with customers or teams. If you do choose to proceed, often times the best tactic is to call his behavior out in a non-confrontational way. For example, “I’m picking up from you that perhaps this is not the best time to talk, is there a time that would work better?” Often times this will catch Mr. No Manners off guard, and once acknowledged, he will correct his behavior. Otherwise, it may be time to turn Mr. No Manners into Mr. No Hire.
3.) The Yes Man
Candidates always want to appear competent, and often do not want to admit when they do not know something or have not worked extensively in a required area. When asked if they’ve have experience with XYZ, they will say yes. When asked how they rate themselves on a scale of 1-10, it’s always a 9 or 10. But peel back the onion a bit and you may discover they didn’t develop the code from cradle to grave, but actually just sat near the guy who did. Eventually it will come out, maybe in a technical screen further down the road, but this can disperse time better spent with other candidates. Since we can’t actually polygraph our candidates, develop your inner polygraph. Listen to their answer – are you confused by it? Usually candidates that can’t clearly explain their responsibilities leaving you foggy on the details are covering up for lack of knowledge. If their answers bring you on a circuitous route, never really addressing the question specifically, they are not the expert they claimed to be.
4.) The Groupie
While we can all commend enthusiasm, The Groupie takes it to a whole new level. He’s on your linked in profile, reading your blog, messaging you on Facebook, and overstepping countless boundaries in order to impress and show his interest. He will call to check in, on a sometimes daily basis to ask for a status update. Once declined, he will insist on knowing specifically why he didn’t make the cut, and then most likely continue to submit his resume to positions he is not qualified for. He acts either out of being desperate to get into your company, or just being desperate, period. Depending on which kind of desperate he is will depend on the best way to neutralize his behavior. Candidates that apply to every job you post, call every other day, and tell you of their financial woes quickly make their way onto the D list. However, if the candidate is passionate about what your company does, and has some relevant transferable skills for an opening, he may be a loyal long-term employee which the return on investment will over time, outweigh your irritation. *
Monday, 18 May 2009
Wednesday, 1 April 2009
G20 must create a ‘new world order of work’
CIPD urges governments to act to avoid a global skills crunch.
30 March 2009
The G20 should concentrate on unblocking the labour market to create a “new world order of work”, the CIPD has said.
Ahead of the meeting of world leaders in London this week, the institute has called for leaders to go beyond short-term job creation and to address four long-term priorities for the workplace agenda that it has highlighted in a document called Message from Management. The four priorities are “More in Work”, “Smart Work”, “Inclusive Work” and “Green Work”.
According to the document, governments should carry out employment-potential audits so that their public spending is targeted at producing jobs; they should combine flexible work measures with welfare in a “flexicurity” policy approach; encourage the free flow of labour and invest in vocational training; prevent hardship to younger and older workers in particular; and drive the green agenda through financial incentives.
John Philpott, the CIPD’s public policy director, said: “The immediate policy requirement is to restore confidence to the global financial system in order to increase the flow of credit to businesses and households. Alongside this, each G20 government should push monetary and fiscal policy levers to the fullest throttle consistent with medium-term resource capacity and fiscal constraints, though some will need to act more cautiously than others to reduce the risk of inflation or large fiscal deficits limiting their medium-term growth. In addition, governments should act to build open and flexible labour markets to maximise the use of available human resources and talent.”
He added: “Evidence suggests young people are the demographic group being hit hardest by this recession across the globe. While action to avoid sowing the seeds of a generation of wasted talent must necessarily come at a national level, global leaders can usefully compare policy solutions and co-ordinate actions. For the sake of the long-term benefit of the global skills base, this should be as much of a priority as freeing the credit markets. Let’s avoid the global credit crunch spawning a global skills crunch.”
http://www.cipd.co.uk/news/_articles/g20-must-create-a-new-world-order-of-work.htm
From CIPD's People Management magazine.
Copyright CIPD 2009
151 The Broadway, London SW19 1JQ, UK
www.cipd.co.uk
Incorporated by Royal Charter, Registered charity no. 1079797
30 March 2009
The G20 should concentrate on unblocking the labour market to create a “new world order of work”, the CIPD has said.
Ahead of the meeting of world leaders in London this week, the institute has called for leaders to go beyond short-term job creation and to address four long-term priorities for the workplace agenda that it has highlighted in a document called Message from Management. The four priorities are “More in Work”, “Smart Work”, “Inclusive Work” and “Green Work”.
According to the document, governments should carry out employment-potential audits so that their public spending is targeted at producing jobs; they should combine flexible work measures with welfare in a “flexicurity” policy approach; encourage the free flow of labour and invest in vocational training; prevent hardship to younger and older workers in particular; and drive the green agenda through financial incentives.
John Philpott, the CIPD’s public policy director, said: “The immediate policy requirement is to restore confidence to the global financial system in order to increase the flow of credit to businesses and households. Alongside this, each G20 government should push monetary and fiscal policy levers to the fullest throttle consistent with medium-term resource capacity and fiscal constraints, though some will need to act more cautiously than others to reduce the risk of inflation or large fiscal deficits limiting their medium-term growth. In addition, governments should act to build open and flexible labour markets to maximise the use of available human resources and talent.”
He added: “Evidence suggests young people are the demographic group being hit hardest by this recession across the globe. While action to avoid sowing the seeds of a generation of wasted talent must necessarily come at a national level, global leaders can usefully compare policy solutions and co-ordinate actions. For the sake of the long-term benefit of the global skills base, this should be as much of a priority as freeing the credit markets. Let’s avoid the global credit crunch spawning a global skills crunch.”
http://www.cipd.co.uk/news/_articles/g20-must-create-a-new-world-order-of-work.htm
From CIPD's People Management magazine.
Copyright CIPD 2009
151 The Broadway, London SW19 1JQ, UK
www.cipd.co.uk
Incorporated by Royal Charter, Registered charity no. 1079797
Assist Just Got Better!!!
We are continually looking at ways of being better than before and we've got a load of extra features to help you recruit:
Jobseekers can now easily see which jobs they have applied for, track their favourite jobs, upload CV's, references and further information for employers to look at.
Employers can upload job application packs, descriptions, create a talent pool of their ideal candidates to refer to all the time they are on the site and upload their logo. Get employer branding on our site at no additional cost.
Launching in early April we look forward to hearing what you think.
www.assistuk.net
Jobseekers can now easily see which jobs they have applied for, track their favourite jobs, upload CV's, references and further information for employers to look at.
Employers can upload job application packs, descriptions, create a talent pool of their ideal candidates to refer to all the time they are on the site and upload their logo. Get employer branding on our site at no additional cost.
Launching in early April we look forward to hearing what you think.
www.assistuk.net
Monday, 9 March 2009
First Steps of Success
Despite the current economic climate Assist is showing that you can make progress as a young company and build strong foundations for the future. The first two months of Assist has generated well over 200 jobseekers, regular employer enquiries and we have our first job placement.
Winkworth Estate Agents in Winchester employed one of Assist’s jobseekers for a 3 week contract at the end of February. Bill Jarvis, Managing Director said:
“Within the first day of registering with Assist UK we found our new employee. Assist has changed the way we approach recruitment, putting us in direct contact with skilled jobseekers saving us both time and money. The suitability of the jobseekers was clear from their online profiles for both admin and support roles, which meant we didn’t have to wade through unsuitable applications.
The site was easy to use, putting us in contact with jobseekers quickly and simply. With the additional free support and Assist’s tailored design, recruiting became a wholly seamless experience.”
We look forward to the coming months when our first steps begin to pick up pace.
Market Watch
The latest NORAS survey shows that one in seven jobseekers only use the internet to look for jobs, it also goes onto say that 25% of those jobseekers secured jobs online as well.
Giles Guest, Managing Director of Enhance Media said: “NORAS 2009 shows that the Internet is becoming an increasingly important and dominant channel in recruitment. The year-on-year results also show that the downturn is accelerating the move towards online hiring as companies look to save costs wherever possible during the recruitment cycle.”
View full article at Recruiter - http://www.recruiter.co.uk/1000833.article?nl=dailynews
Tuesday, 24 February 2009
Online Event Highlights Video and Networking Use
Online Event Highlights Video and Networking Use
Published by Recruiter
Reported by Sue Weekes
"The online recruitment sector is increasingly fragmented and an entire flip of the traditional online recruiting model may be at hand...."
Published by Recruiter
Reported by Sue Weekes
"The online recruitment sector is increasingly fragmented and an entire flip of the traditional online recruiting model may be at hand...."
The New World of Work
Interesting presentation about the New World of Work produced by E3 Unlimited.
Go to: http://www.youtube.com/watch?v=uH8tW1lihtA
Go to: http://www.youtube.com/watch?v=uH8tW1lihtA
Thursday, 19 February 2009
First Job Placement Made
Fantastic news we have our first job placement via Assist UK, made within 6 weeks of launching in a difficult economy. We are all very excited about seeing the ultimate aim of Assist being realised for the first of many times.
Winkworth Estate Agents in Winchester were the employer and took on one of our many jobseekers for a 3 week office management role in Winchester. The Managing Director of Winkworth said:
“Within the first day of registering with Assist UK we found our new employee.
Assist has changed the way we approach recruitment, putting us in direct contact with skilled jobseekers saving us both time and money. The suitability of the jobseekers was clear from their online profiles for both admin and support roles, which meant we didn’t have to wade through unsuitable applications.
The site was easy to use, putting us in contact with jobseekers quickly and simply. With the additional free support and Assist’s tailored design, recruiting became a wholly seamless experience.”
Friday, 6 February 2009
Why Temporary Workers Work
Businesses are faced with a dilemma – get rid of staff to keep afloat, keep staff to ensure continued performance.... A recession typically forces a change of thought out of necessity, and is the change to think about temps as a longer term solution?
Temporary workers have been employed to cover absences, help when the work load gets too much or bring in some specialist skills.
Today temporary workers can bring in the support when company’s need it, where a permanent employee would normally be a temp covers only when the work dictates. This keeps the company’s costs down whilst bringing in personnel with a new range of skills keeping the company performing.
For the temp it is a great opportunity to get experience in a range of industries, build a CV, get their foot in the door, build contacts and improve skills. The war on talent is an ongoing issue with the larger companies securing those ideal graduates before any other company gets a look in. By company’s opening doors to temps you are welcoming in students during their study this means you get the chance to build a relationship with key future personnel without going head to head at graduate recruitment fairs.
The supposed limitation is that temporary employment is done via agencies. This is not a necessary route to take, particularly for entry level, admin and support roles. Specialist online job board, Assist Employment, puts you in direct contact with temporary and part time admin / support staff across the UK for a flat fee – no additional temp to perm fees, no introductory fees, no complication. Currently offering a 5 day free trial for all employers this is a fantastic opportunity to get the talent and get the results without getting into the red.
Visit Assist Employment at www.temporaryadmin.com to find out more.
Temporary workers have been employed to cover absences, help when the work load gets too much or bring in some specialist skills.
Today temporary workers can bring in the support when company’s need it, where a permanent employee would normally be a temp covers only when the work dictates. This keeps the company’s costs down whilst bringing in personnel with a new range of skills keeping the company performing.
For the temp it is a great opportunity to get experience in a range of industries, build a CV, get their foot in the door, build contacts and improve skills. The war on talent is an ongoing issue with the larger companies securing those ideal graduates before any other company gets a look in. By company’s opening doors to temps you are welcoming in students during their study this means you get the chance to build a relationship with key future personnel without going head to head at graduate recruitment fairs.
The supposed limitation is that temporary employment is done via agencies. This is not a necessary route to take, particularly for entry level, admin and support roles. Specialist online job board, Assist Employment, puts you in direct contact with temporary and part time admin / support staff across the UK for a flat fee – no additional temp to perm fees, no introductory fees, no complication. Currently offering a 5 day free trial for all employers this is a fantastic opportunity to get the talent and get the results without getting into the red.
Visit Assist Employment at www.temporaryadmin.com to find out more.
Wednesday, 28 January 2009
Assist Leaps Forward
The brand new Assist UK job board has been live since the 5th January 2009. We are pleased to announce that we have over 150 jobseekers registered and looking for jobs throughout the UK. With employer enquiries coming in from the likes of Harper’s Collins publishers and more, we are creating a strong foundation from which to grow Assist.
We would like to express our thanks to all our wonderful partners that have promoted the site to jobseekers throughout the country.
To further support our partners we have developed a Partner Webpage that gives you access to all our latest marketing materials, news and company information at a click of the mouse.
As we move into our second month we eagerly look forward to seeing the continued growth of the site but also to be able to award the Laptop to our 500th jobseeker. Our employers still benefit from one month free membership if they register before midnight on the 6th February.
Please let us hear your comments and thoughts on the new website by emailing the team at info@assistuk.net.
www.assistuk.net
We would like to express our thanks to all our wonderful partners that have promoted the site to jobseekers throughout the country.
To further support our partners we have developed a Partner Webpage that gives you access to all our latest marketing materials, news and company information at a click of the mouse.
As we move into our second month we eagerly look forward to seeing the continued growth of the site but also to be able to award the Laptop to our 500th jobseeker. Our employers still benefit from one month free membership if they register before midnight on the 6th February.
Please let us hear your comments and thoughts on the new website by emailing the team at info@assistuk.net.
www.assistuk.net
Monday, 19 January 2009
What do you think? - Gordon Brown Promises Action over Jobs
The recent job summit resulted in Gordon Brown announcing that the government would help 500,000 people into work or training. Employers are incentive driven (£2,500 if they take on an employee who's been out of work for 6 mths or more).
Do you think this will help the increasing unemployment rate or do you think focus should be moved to alternative working methods? Be interested to know what you think, full article can be found at: http://news.bbc.co.uk/1/hi/uk_politics/7823389.stm. Or view full article below:
"Gordon Brown has promised to help 500,000 people into work or training, as the government attempts to stop unemployment increasing further.
The prime minister said employers would be given up to £2,500 for every person they trained who had been unemployed for more than six months.
Hosting a jobs summit, he promised that communities would not be "written off".
With 1.8 million people out of work, the Conservatives say the government's job package "does not go far enough".
'Not on my watch'
Mr Brown's announcement came as administrators for the ceramics firm Wedgwood confirmed 367 staff are to be made redundant and digger manufacturer JCB announced a further 684 job losses on top of 1,000 redundancies made last year.
More than 400 jobs are also under threat at Findus frozen food firm Newcastle Productions, which has also gone into administration, and another 875 at distribution company Wincanton, after it confirmed two of its depots may close in the spring.
Kent-based retailer Land of Leather also announced it was going into administration but would continue to trade while a buyer was sought.
But, on a brighter note, supermarket chain Morrisons unveiled plans to take on 5,000 extra staff for its store expansion programme.
In a speech at the Science Museum in London, Mr Brown set out plans to prepare Britain for growth in sectors such as environmental technology, advanced manufacturing, healthcare and education.
He said: "Failure to act now and to do so in coordination with our international partners would mean a deeper and longer global recession.
There are fears that three million people could be unemployed by 2010
"It would mean temporary rises in unemployment becoming permanent. It would mean as in the past whole communities written off, and that would mean lasting damage to our economy and a bigger bill to pay in the future. And this will not happen on my watch."
Mr Brown said: "We cannot always prevent people losing their jobs but we can help people finding their next jobs."
He told the audience that people unemployed for three months or more would also get help, including "extensive" job interview training, and would have to sign on weekly for benefit payments.
Work and Pensions Secretary James Purnell said of the £500m scheme to help people who have been out of work for more than six months: "What we have learned from previous recessions is we need to make sure people don't feel out of touch with the labour market...
"We don't want to waste a generation of people, as has happened in the past."
The Federation of Small Business has launched a five-point plan which it says could create up to 400,000 new jobs.
Measures it is calling for include the promotion of part-time working, simplified regulation and lower taxes.
It also wants to see more investment in apprenticeships and greater opportunity for small firms to bid for government contracts.
Union leaders at the summit will propose more training and job creation programmes, while environmental campaigners want greater investment in energy efficiency.
Derek Simpson, joint general secretary of Unite, said he welcomed any attempt to create new jobs but there needed to be more emphasis on protecting existing jobs, particularly in car manufacturing.
Not far enough
He said: "The businesses are basically sound. It's a question that they have a cash-flow problem.
"Commercial loans are difficult or more difficult through banks who don't appear to be passing on the advantage the government has given them.
"And the government needs to step in to ensure that these particularly skilled jobs are not lost because once lost they'll never return."
In November, the Conservatives called for people made redundant to be able to retrain straight away, while also claiming benefits.
Shadow work and pensions secretary Chris Grayling said: "We have been arguing for the government to pay subsidies to employers who take on people who are out of work.
"We therefore welcome today's announcement but what the government now needs to do is adopt our plans for a national loan guarantee scheme to help existing businesses and to protect jobs."
Liberal Democrat work and pensions spokesman Steve Webb said: "Six months is too long for many unemployed people to wait before they get help.
"Someone who needs and wants to retrain should not be told to come back in six months' time. They need help immediately.
"Gordon Brown is extending existing programmes which have so far failed. The economy needs new initiatives, not a rehash of old ideas."
BBC News (12.01.09)
Do you think this will help the increasing unemployment rate or do you think focus should be moved to alternative working methods? Be interested to know what you think, full article can be found at: http://news.bbc.co.uk/1/hi/uk_politics/7823389.stm. Or view full article below:
"Gordon Brown has promised to help 500,000 people into work or training, as the government attempts to stop unemployment increasing further.
The prime minister said employers would be given up to £2,500 for every person they trained who had been unemployed for more than six months.
Hosting a jobs summit, he promised that communities would not be "written off".
With 1.8 million people out of work, the Conservatives say the government's job package "does not go far enough".
'Not on my watch'
Mr Brown's announcement came as administrators for the ceramics firm Wedgwood confirmed 367 staff are to be made redundant and digger manufacturer JCB announced a further 684 job losses on top of 1,000 redundancies made last year.
More than 400 jobs are also under threat at Findus frozen food firm Newcastle Productions, which has also gone into administration, and another 875 at distribution company Wincanton, after it confirmed two of its depots may close in the spring.
Kent-based retailer Land of Leather also announced it was going into administration but would continue to trade while a buyer was sought.
But, on a brighter note, supermarket chain Morrisons unveiled plans to take on 5,000 extra staff for its store expansion programme.
In a speech at the Science Museum in London, Mr Brown set out plans to prepare Britain for growth in sectors such as environmental technology, advanced manufacturing, healthcare and education.
He said: "Failure to act now and to do so in coordination with our international partners would mean a deeper and longer global recession.
There are fears that three million people could be unemployed by 2010
"It would mean temporary rises in unemployment becoming permanent. It would mean as in the past whole communities written off, and that would mean lasting damage to our economy and a bigger bill to pay in the future. And this will not happen on my watch."
Mr Brown said: "We cannot always prevent people losing their jobs but we can help people finding their next jobs."
He told the audience that people unemployed for three months or more would also get help, including "extensive" job interview training, and would have to sign on weekly for benefit payments.
Work and Pensions Secretary James Purnell said of the £500m scheme to help people who have been out of work for more than six months: "What we have learned from previous recessions is we need to make sure people don't feel out of touch with the labour market...
"We don't want to waste a generation of people, as has happened in the past."
The Federation of Small Business has launched a five-point plan which it says could create up to 400,000 new jobs.
Measures it is calling for include the promotion of part-time working, simplified regulation and lower taxes.
It also wants to see more investment in apprenticeships and greater opportunity for small firms to bid for government contracts.
Union leaders at the summit will propose more training and job creation programmes, while environmental campaigners want greater investment in energy efficiency.
Derek Simpson, joint general secretary of Unite, said he welcomed any attempt to create new jobs but there needed to be more emphasis on protecting existing jobs, particularly in car manufacturing.
Not far enough
He said: "The businesses are basically sound. It's a question that they have a cash-flow problem.
"Commercial loans are difficult or more difficult through banks who don't appear to be passing on the advantage the government has given them.
"And the government needs to step in to ensure that these particularly skilled jobs are not lost because once lost they'll never return."
In November, the Conservatives called for people made redundant to be able to retrain straight away, while also claiming benefits.
Shadow work and pensions secretary Chris Grayling said: "We have been arguing for the government to pay subsidies to employers who take on people who are out of work.
"We therefore welcome today's announcement but what the government now needs to do is adopt our plans for a national loan guarantee scheme to help existing businesses and to protect jobs."
Liberal Democrat work and pensions spokesman Steve Webb said: "Six months is too long for many unemployed people to wait before they get help.
"Someone who needs and wants to retrain should not be told to come back in six months' time. They need help immediately.
"Gordon Brown is extending existing programmes which have so far failed. The economy needs new initiatives, not a rehash of old ideas."
BBC News (12.01.09)
Wednesday, 14 January 2009
Over 100 Jobseekers in 1 Week
Within the first week of launching Assist UK has over 100 jobseekers!
This is fantastic progress for our first week and we look forward to seeing the results of our second week. Our team is working round the clock to let employers around the country know about our rapidly growing database of jobseekers and look forward to being able to see our first placement.
Our launch offer for employers is available till 31st January. Register before then and receive one month free job posting and CV searching on Assist UK.
Jobseekers are still in with the chance to win a brand new Dell laptop (the 500th jobseeker to register wins).
With the news filled with debates and reports on current unemployment rates now is the time to consider temporary work as a solution, combine this with online recruitment which keeps costs down and turnaround high - Assist could be your solution.
This is fantastic progress for our first week and we look forward to seeing the results of our second week. Our team is working round the clock to let employers around the country know about our rapidly growing database of jobseekers and look forward to being able to see our first placement.
Our launch offer for employers is available till 31st January. Register before then and receive one month free job posting and CV searching on Assist UK.
Jobseekers are still in with the chance to win a brand new Dell laptop (the 500th jobseeker to register wins).
With the news filled with debates and reports on current unemployment rates now is the time to consider temporary work as a solution, combine this with online recruitment which keeps costs down and turnaround high - Assist could be your solution.
Wednesday, 7 January 2009
Assist's First 3 Days...
Assist UK's brand new job board has been live for 3 days now. What a busy 3 days we've been having with over 34 jobseekers registered by day 2 and the employers following suit it is clear that there is a need for this service.
“Having worked on temporary assignments for a number of years and employed and worked with many temporary employees I soon recognised what we all needed. An easily accessible specialised job board that puts you in direct contact with your future boss / employee for a flat fee" Natasha Allden (MD)
This was the origination of Assist Employment and from there the concept has grown and matured.
It is with great excitement that we look forward to the rest of 2009 as we extend our invitation to people across the UK who are looking for a better way to get temporary work and look for temporary employees.
www.assistemployment.co.uk
“Having worked on temporary assignments for a number of years and employed and worked with many temporary employees I soon recognised what we all needed. An easily accessible specialised job board that puts you in direct contact with your future boss / employee for a flat fee" Natasha Allden (MD)
This was the origination of Assist Employment and from there the concept has grown and matured.
It is with great excitement that we look forward to the rest of 2009 as we extend our invitation to people across the UK who are looking for a better way to get temporary work and look for temporary employees.
www.assistemployment.co.uk
Monday, 5 January 2009
ASSIST UK is LIVE
ASSIST EMPLOYMENT Ltd
Your online recruitment solution for temporary admin and support staff.
PASS IT ON
It is with great excitement that the new Assist UK site is now live. It has been a lot of preparation and now the real work begins and I really probably be attached to a phone for the next few months solid. To round it all off it also snowed today - snow on our launch day, doesn't get much better.
To celebrate our launch we are doing an initial offer where if you...
...Register as an employer before the 31st January you receive one month free job posting and CV searching with Assist!
or
...Register as a jobseeker and be in with a chance to win a brand new Dell laptop.
Please pass this message onto colleagues, friends, family members, anyone who you feel could benefit from the unique service we offer.
Subscribe to:
Posts (Atom)
