You’ll have probably heard many stories in the news about the rise of AI and how it will impact the jobs market in the future. However, AI isn’t something to be feared and should be embraced as a tool to aid in your career development. Here we uncover the different ways AI can help you at work and when job hunting. Chat GPT Tools such as Chat GPT can be used to brainstorm content ideas, write social posts, reports and more. It can also be used to help you write CVs and cover letters. Whilst the content may not be perfect, and will need editing, this can save you many hours in planning time. Talent Search Many online job portals have started to implement machine learning software to match candidates to the skills and qualifications required by employers. This helps to streamline the hiring process allowing businesses to make quicker hires and helping job seekers secure employment sooner. Data analysis You can use AI to analyse large datasets in rapid time, providing you with valuable insights to predict future trends and to reduce future risks. Automation AI can be used to automate repetitive and tedious tasks. You can use AI technology to automate tasks such as data entry and scheduling. Fraud detection and security Threats to cybersecurity and fraud are a daily challenge for companies with even the best IT teams. AI enabled cybersecurity software is able monitor systems 24/7, processing data in real time, allowing for greater insights into fraud attempts to reduce risks faster. Marketing and advertising Chat GPT isn’t the only AI application that can be used in marketing, automated ad platforms can be used to allocate budgets, automate ad placements and audience targeting. Supply chain optimisation AI solutions can be used to help you forecast and plan inventory management, leaving you better prepared for peak periods. In summary AI isn’t going to make jobs for humans obsolete any time soon, but will help to make your job easier and more streamlined.

The national minimum wage rate depends on your age and whether you are an apprentice. To qualify for national minimum wage, you must be: School leaving age Aged 21 to get the National Living Wage – the minimum wage still applies for workers aged 20 and under. Current Rates From April 2024, the rates are as follows: 21 and over: £11.44 18 – 20: £8.60 Under 18: £6.40 Apprentice: £6.40 Apprentices Apprentices are entitled to the apprentice wage if they are: Aged under 19 Aged 19 or over and in the first year of an apprenticeship. Apprentices are entitled to the minimum wage for their age if they are both: Aged 19 or over. Have completed the first year of an apprenticeship.

An effective induction checklist can significantly impact the integration and productivity of new hires. In this blog, we'll explore the key elements that contribute to creating a robust induction checklist that sets the stage for a successful onboarding experience. Preparation and Planning A well-planned induction checklist ensures that new employees are introduced to the company's culture, processes, and expectations seamlessly. Start by collaborating with relevant departments, such as HR, IT, and the team the new hire will be joining. This will help ensure that all necessary information and resources are ready to go on their first day. Welcome and Company Overview Begin the induction process by warmly welcoming the new employee to the organisation. Provide them with an overview of the company's history, mission, vision, values, and organisational structure. This introduction sets the stage for the new hire to understand how their role fits into the larger picture. Paperwork and Documentation No onboarding process is complete without the necessary paperwork. Make sure you have all contracts, enrolment forms, and any other relevant documents ready for the new hire to review and complete. This step ensures legal compliance and smooth administrative processes. Technology and Equipment Setup In today's digital age, technology is at the heart of most businesses. Arrange for the new employee's workstation to be set up with all the required hardware, software, and access permissions. This includes email accounts, computer systems, relevant software tools, and security protocols. Training and Development Provide the new employee with comprehensive training on their job responsibilities, the tools they'll be using, and any specific processes unique to the organisation. Incorporate both formal training sessions and shadowing opportunities to enable hands-on learning. Company Policies and Procedures Familiarise the new staff member with the company's policies and procedures. Cover topics such as code of conduct, dress code, attendance, leave policies, and any other guidelines that are essential. Team Introductions and Networking Help the new hire integrate into the team by facilitating introductions and networking opportunities. Arrange meetings with team members, colleagues from other departments, and key stakeholders. This promotes a sense of belonging and collaboration from the very beginning. Goals and Expectations Clearly define the new employee's goals and performance expectations. Outline KPIs and the metrics against which their performance will be evaluated. This ensures transparency and empowers the new hire to align their efforts with the company's objectives. Mentorship and Buddy System Consider implementing a mentorship or buddy system where a more experienced employee is assigned to guide the new hire during their initial days. This fosters a supportive environment and accelerates the learning curve. Feedback and Check-ins Establish a schedule for regular check-ins and feedback sessions with the new employee. This provides a platform for addressing any concerns, clarifying doubts, and offering constructive feedback as they navigate their role. Conclusion Crafting a comprehensive induction checklist requires careful planning and a holistic approach. By addressing key aspects such as company culture, technology setup, training, policies, and team integration, you can ensure a smooth and effective onboarding process for new staff members. Remember that a successful induction checklist doesn't end after the first week; it lays the foundation for ongoing growth, development, and long-term success within the organisation.

Having a perfectly crafted CV in today’s job market can help you land your dream job. One of the most effective ways to stand out is through including quantifiable results in your CV. These are SMART achievements that prove your value, skills and competencies. They can include percentages, numbers, rankings and metrics. Provides Evidence of Your Achievements Including evidence of your accomplishments such as “increased sales by 25% within a 6-month period” can help give prospective employers some insight into what you have achieved in previous roles. It demonstrates your value through providing concrete results to help set you apart from other candidates. Demonstrates Your Value to Employers Since you can prove that you have achieved good results in previous roles you have worked in, it can suggest to employers that you will be able to do the same for their organisation, boosting your chances of being brought in. Can Highlight Your Problem-Solving Skills Quantifiable results can also involve examples of you overcoming challenges and solving problems. Whether you managed to increase your productivity or resolved customer complaints, this can demonstrate your ability to tackle issues and make a positive impact. Builds Trust and Credibility When you back up your points made with results, you will automatically build up a trustworthy rapport with potential employers. This can be extremely beneficial once you get through the CV stage and into the interview process. Building trust and credibility is a vital factor in the hiring process. Facilitates Effective Communication No matter the job role and industry, quantifiable results act as a universal language. They make it easy for anyone to understand your achievements, even if they are not familiar with previous roles and industries you have worked in. Encourages Goal-Oriented Thinking As soon as you start thinking about quantifiable results, you become more goal-oriented. You will immediately set objectives to complete and track your progress. This can help benefit your career as well as your CV as it can show employers that you are focused on achieving your goals. Examples of quantifiable results For example, if you are applying for a role in sales the hiring manager will look for quantifiable evidence such as: Increase in market share. Percentage of targets hit. No of sales calls made. Time to close sales. If you are working in HR, examples could be: Staff retention rates. New staff hires. Staff enrolled on CPD courses. Reduced rate of absences. If you work in project management, examples could be: Number of projects or accounts managed. Client retention rates. Budgets managed. Value of contracts negotiated.

Many companies shy away from hiring temporary staff, but there are many benefits to taking on employees on a short-term basis. 1. Fulfil Orders Hiring temporary staff is a great solution when your business needs to fulfil large orders in peak times, relieving pressure on the existing workforce and to meet tight deadlines. 2. Provide Cover It may be necessary to take on temporary staff as an interim measure when waiting for a new member of staff to finish their notice period with their current employer before they can start work. This will help to minimise the strain on the existing team and ensure daily tasks are covered. 3. Temp to Perm Recruiting staff on a temporary basis always gives you the option to offer a permanent position at the end of their contract if they perform well in their role. 4. Flexibility Temporary staff allow you greater flexibility in terms of being able to move staff around to different departments, should they show that they are suited to other roles within the business. 5. Bring in New Skills Temporary staff can bring in invaluable new skills and insight to the company. This can help you to improve processes and procedures for the organisation. 6. Control Costs One of the main benefits to hiring temp staff is that it allows you to be able to control costs and hire only when you need to, to meet external/internal demands, with no long-term commitment. Pin Point Recruitment provide dedicated, permanent and temporary recruitment solutions. We have over twenty years’ experience providing urgent, same day cover, to planned and on-going project work. If you’re looking for temporary staff for your organisation please get in touch. Call us on 0191 261 5205 Email: info@pin-point.co.uk

There are many ways to keep your workforce motivated apart from financial incentives. A motivated workforce has many benefits for your organisation, including: Improved retention rates Less sick days Boosted productivity Better customer interactions Positive workplace relationships We investigate the main factors employees look for to stay happy and motivated at work. A Sense of Purpose People like to have a sense of purpose at work to maintain their motivation. People like to feel that the work that they do has benefited the business, it’s shareholders and customers. Recognition It is important to be recognised at work, whether that is a simple verbal ‘well done’ from your boss; or being recognised companywide through an employee of the month award. People tend to put in more effort for the company they work for if they feel like they are appreciated. Training and Progression People tend to become stagnant in their role If there is no route to progression. Through offering training opportunities, you can improve the skills of your employees, whilst increasing productivity and motivation. Company Culture A strong company culture will keep employees engaged and productive in the workplace. Company culture relates to the mission and values of the company, the working style, business ethics and behaviours. A good company culture is based on honesty, integrity, openness, employee recognition and respect. Community Creating a sense of community encourages strong working relationships between employees. Staff who are comfortable together will be more likely to ask for help from one another, as well as working together collaboratively. Show Interest in Them as a Person Through showing genuine interest in your employees, they are more likely to not let you down in terms of effort and will likely have less absences. Show interest in your employees hobbies and interests, pets and family life. Little things like remembering the birthday of their child can go a long way. Flexibility If possible, offer flexible or hybrid working. This can help to promote a healthy work-life balance, reducing stress and in turn helping to boost productivity. Company Perks Offer perks and privileges such as free breakfast, snacks, discount schemes, an onsite gym, fitness classes and wellness programmes.

You’ve sifted through multiple CV’s and set up a crazy number of interviews. Now it’s time to choose between your candidates. Trust Your Instincts Use the interview as a chance to get to know the person you are potentially hiring. This can be achieved through tailoring the interview to be more conversational. You will be able to gain a greater insight into that person’s personality. Cultural Fit Although having relevant experience is beneficial, look at how well they would respond to working within their team and how they would respond to tasks given to them by their manager. All hiring processes should assess a candidates fit within the company, as well as how competent they are when carrying out their job. Think about how their personality will fit within the existing team and if they have the same approach to work as your current employees. Give Them a Task to Complete All candidates when applying for a job will say that they are fully competent with the tasks they are faced with. A good way to test this is to set up a second interview and relay them a task related to the job description. This can be done through asking them to present their answers to a task-based scenario. Include constraints within the task such as budget and time restrictions to see how well they can use their creativity to solve business problems. Try to Look Past Their CV An impressive CV isn’t always the answer to your hiring needs. Ask the candidate about how they would fit themselves into the team and what kind of role they would play. From this, you will be able to tell what level of participation the candidate will be willing to play within their team. Use Behavioural Assessments An extension of looking past someone’s CV is to conduct a behavioural assessment. These are a good way to see which candidate will be perfect for the role you are hiring for. A behavioural assessment is a way to identify a person’s natural strengths and weaknesses. An example of a behavioural assessment could be the following: Tell me about a time when you had to deal with a difficult situation. From this, you could identify traits like how well a person works within a team, whether they are a leader etc. Look at How They Treat Other People You could find it beneficial to ask other people in the business how the candidate interacts with others outside of the interview. A good person to ask would be the receptionist as they will often be their first point of contact when entering the workplace. Using these methods, you will be able to find not only the best candidate for the role but the candidate who will stay with you and your company on a long-term basis.

What is Employer Branding? Employer branding refers to the process of creating a specific identity as a business so that current and future employees perceive you as the company of choice in favour over other businesses. Your company branding should represent your values, work culture and work ethic, this should correlate to your employees’ values and aspirations as workers. What is the Difference Between Employer Branding and Recruitment Marketing? Employer branding and recruitment marketing are often used interchangeably as they both cover your company’s reputation as an employer. The main differences are: Employer branding concentrates on defining and positioning your company Recruitment marketing is about communicating who you’re as an employer. Why is Employer Branding so Important in Recruitment? Having a positive and strong company brand is what will attract potential talent to your business. What people hear or see of your company will determine if they would want to associate with or work for your company. So, how can you encourage potential employees to choose your business? Create a Competitive Edge Recruiters must take a proactive approach to attract new talent. Although it can seemingly be impossible to compete against leading companies with well-known brands, creating your own impactful employer branding can be your point of difference to attract employees. Potential employees will look at your social media presence, your website, read your company values and your stance on environmental, social and corporate governance to get a better idea if you are the right fit for them. Make sure that you are communicating this effectively with your target audience. Helps with Employee Retention Having strong employer branding has proven to make employees more dedicated and loyal to their employer. In turn helping to lower the employee turnover rate for your company. Employees who are happy and feel appreciated in the workplace can become your best ambassadors, helping to spread the good name of your company within their network. Reduces Cost Per Hire It has been suggested that companies that have weaker employer branding are shown to be spending up to double the amount on cost per hire over those with a strong employer brand. Companies with a negative reputation are sometimes forced to pay more in staff wages to attract talent. Job seekers are likely to not apply to jobs advertised by companies with a poor reputation. Having a strong employer brand will naturally reduce your cost per hire as job seekers will seek out your company as a desirable employer of choice. How to Improve Your Employer Branding? Tell a Story Show off your work culture and values through telling a story. Celebrating your current employees; through success stories and testimonials create a more personal connection with your brand to your future employees. Communicate with Your Candidates Clear communication with candidates gives them a positive candidate experience, which can be the difference between what makes them choose you over a different company. Ensuring that you provide a great candidate experience, and maintain a stream of communication throughout the recruitment process will be something that candidates will remember when they are either a jobseeker or if know of someone who is looking for work. Show Your Values by Doing Something to Benefit a Cause Proving you are a company that cares will separate you from other companies. For example, if you have the facilities to do so, collaborating with other businesses or local charities to give back is a great way to showcase your values as a business. Be Present and Active on Social Media Social media is one of the best ways to promote your employer brand. Being on trend and relevant is vital when starting or improving your employer brand online. You must figure out who your target audience is, what is important to them and what values they have, then create content that drives interest to your company. Highlight your ESG Policies Environmental Showcase how you are being environmentally friendly. For example, commit to being carbon neutral by 2030 through implementing policies such as going paper free, using energy saving lighting and low energy appliances etc. Social Media Ensure that your social media platforms reflect how you want to be seen as a business and match with your mission and values as a company. Things like testimonials and interactive posts to create a space where potential employees can go to and see the success of your business. Governmental Invest in training for your employees, this can be in environmental and social policies so your employees are kept up to date with current events, highlight this through your messaging on social media and on your website

Writing the perfect job description is essential to be able to attract the best candidates for the job. Pin Point Recruitment have over 20 years’ experience recruiting staff across a number of different industries, from healthcare, education to industrial. We know what information to include in your job descriptions to make quick and successful hires. What is a Job Description? A job description is a summary of responsibilities, qualifications and general skills required to successfully fulfil a job role. The job description is in place to interest unemployed people (or employed people looking for a new experience) to apply and find their new job opportunity. Start off by a simple series of questions: What is the title of the role? What is the pay? Where is the role located? What are the Essential and Desirable experience/ qualifications for the role? Job Titles A job title should be specific to the role. This is to ensure that people searching for jobs in the specific sector can find the job advert online. The job should be short and to the point “Senior Warehouse Staff” or Project Management Administration”. Rate of Pay Some organisations do not wish to state exact salaries on job descriptions; however, most job seekers like to know what salary to expect before applying for a job. If you do not wish to state the exact salary it is advisable to use a range such as, ‘£30-35K per annum’. That way you can negotiate with the job seeker based on their experience. Location and Shift Pattern Include the location of the company near the start of the job description i.e. Newcastle/Hybrid. State shift patterns, days required to work and starting times. For example: Mon-Fri: 08.30-17.30. Company Description Write a short description of what the company is about, what they do, what industry they operate in and their values. This is to give the candidate a better understanding of what they should expect when starting the role. Essential and Desirable Skills To be able to attract the perfect talent for the role you’re hiring for set out a list of essential and desirable skills the candidate should possess. Essential skills Essentials are the specific qualification or skills required to complete the role. These are skills that the employer would look for in an employee. For example, essential skills can include: Microsoft excel Data analysis Communication Sage Interpersonal skills Teamworking skills Adaptable Critical thinking Desirables Desirables are the skills and qualifications that aren’t necessary for you to get the job, however they would put you ahead of the hiring process if you were to have the skills listed. For example if you have completed advanced training and gained professionally recognised certification in your field of expertise, this would help you to stand out in the crowd of applicants. Contact Let applicants know how to submit their CV or call the hiring manager to find out more information on the role. You should include an email address and telephone number, along with a closing date for applications.

LinkedIn is used by over 756 million users worldwide and is a fantastic platform to showcase your professional skills and talents. Whether you are using LinkedIn to search for a new job or to make business connections, it is important that your profile represents the best version of yourself. Professional Photo It may seem obvious but you should select a profile photo that projects a professional image of yourself. Your photo should ideally be a headshot taken against a plain background. Avoid pixilated, blurry photos, group pictures or photos that show you drinking alcohol. Use Keywords in your headline People tend to use their headline to state their position and the name of the company they work for, for example ‘Joe Bloggs Marketing Executive at Pin Point Recruitment’. You can however extend your title, to reach the 120 character limit, by including keywords relating to your skillset and responsibilities. For example: Marketing Executive| Paid Social|SEO & PPC|Email Marketing|CRM|Brand Management|Pin Point Recruitment Headhunters tend to use keywords in their search terms, so it is important to feature these to get noticed. Include key skills, work history and achievements Your profile summary should state your key skills, work history and achievements, as well as showing off your personality. Lead with your greatest accomplishments, summarize your job in your own words, weave through academic achievements and show passion for what you do. Highlight both hard and soft skills. Ask for recommendations LinkedIn give users the opportunity to request a recommendation from their peers or ex-work colleagues. This is a chance to display feedback about your skills and working style on your LinkedIn page, direct from those you have worked with. Like, comment and share relevant content A good way to get noticed on LinkedIn is to like, share and comment on relevant industry content. This shows that you are engaged in the industry in which you work and can share your knowledge and expertise. You should also share insights from your own career and accomplishments in the business you are working for. Make the right connections Connect with people who can aid you in your career, industry leaders, top employers in your specific market. When making a connection with someone that you do not directly know it is beneficial to send them a short message alongside your request, explaining why you would like to connect. This could be something along the lines of ‘Hi, I really liked your recent post on email marketing techniques, I’d love to connect to see how we can work together.’ It is best to think of your LinkedIn profile as your online CV. It is important to keep your profile as up to date as possible, read articles posted to the site and engage in conversations to bring value to your profile.

Professional development has become paramount as new practices and methods are constantly being introduced. Professional development often refers to the process of gaining new knowledge and experience to enhance your career further. Shows the ability to improve yourself While working, it is important to have good professional development as it shows employers that you have the initiative to self-improve and build on your skills and knowledge. This also allows you to identify new strengths and build upon them. Gain new qualifications to show off Enrolling on courses can help you to expand your skillset and knowledge in your profession, making you a more valuable asset to employers. Gaining a new qualification shows employers that would are willing to learn and keen to build on your industry knowledge and will give them confidence in your existing abilities. Along with these new qualifications, you should regularly update your CV to show off your latest skills which can be seen as desirable from employers. Stay up to date on the latest developments within your industry Staying up to date with the latest trends and developments within your chosen industry is easily one of the best ways to develop your career professionally. Read industry publications, engage with content on LinkedIn and in the news to stay on top of industry developments. This will help you to bring new ideas to your organisation and ensure that you are a highly valued member of staff. Benefits of professional development Through developing skills, knowledge and gaining new qualifications, you will see some major benefits in the development of your professional career. You will learn more about your aspirations Through learning more about your aspirations, you will also learn more about the exact skills needed in order to progress well within your field. This can in turn identify long term goals and further knowledge and qualifications needed to achieve this. You will be more motivated Progression in any career can make you more motivated to gain more knowledge and skills as well as making you more productive in the workplace to achieve the goals and tasks you have set out to accomplish. You will improve your career prospects Good professional development can also make you stand out in terms of career prospects. Employers will look for people who are willing to progress in their career within the industry and shows recruiters that you are willing to commit to learning and growth in order to achieve your goals and aspirations and potentially land you dream career. Increase your salary Through gaining new skills and qualifications, you will be able to negotiate a higher salary as these skills may be in high demand within your industry.

When looking for a new job there are certain mistakes that you should avoid giving you the best chance at getting an interview and landing the job. We have compiled the most common mistakes jobseekers make and how you can avoid them. Poor spelling and grammar When applying for a job the first thing a recruiter or hiring manager will see is a copy of your CV and covering letter. Make sure that you have double checked that your spelling and grammar is correct, as mistakes can be seen as sign of carelessness. If you struggle with writing it is advisable to ask a friend to proofread for you. Not doing research Thoroughly research the company you are applying to prior to submitting your interest. You will be asked why you have applied for the role in a telephone and face to face interview, it is therefore a good idea to familiarise yourself with the companies: Service or product offering Mission and values Any recent accreditations, awards and accolades Social media presence Culture This will help you to form a well-researched and rounded answer when asked why you are applying for the position. Exaggerating the truth Be careful not to exaggerate the truth or lie about your skills, qualifications, and experience on your CV, or when you are asked in an interview. You are only setting yourself up to fail when references are checked or if you are offered the job and you cannot perform the tasks expected of you. Swearing Remain professional and polite in interviews and refrain from swearing, as it comes across rude and unprofessional. Regular absences A record of regular absences may be off-putting to future employers. Obviously if you have been off due to long-term sickness that is legitimate and will be taken into consideration by the employer. Lateness Arriving late to an interview is a big no no. The hiring manager will view this as a sign of disorganisation and tardiness. If you know you are going to be late due to factors outside of your control, such as heavy traffic to an accident, please call ahead to let the hiring manager know. They should be understanding and allow you to interview later. Job Hopping If you regularly change jobs and don’t stay in a position for at least a year, this can be seen as a red flag by employers. Employers will not wish to spend time and money training you up, for you to only stay in the role for a short period of time.