Category: Professional Insight


Top tips to get a promotion at work

A promotion won’t just fall into your lap. If you want to climb up the career ladder, you need to be proactive.

Want to get a promotion? A positive relationship with your boss is a valuable asset. 

“Anything is possible it’s just hard work and grafting,” Mo Farah.

That attitude might get you a double Olympic gold but will it get you promoted at work? Probably not. Too many people think that doing a good job is all they need to get a promotion or an exciting new assignment, but it’s unlikely to be enough. Here are some tips to make sure your grafting isn’t wasted.

Know your goal

The biggest misconception about promotions is that they naturally occur with time. It’s not enough to think you deserve one; you must understand and clearly demonstrate how you meet the requirements. Also, do you want a promotion within your current job or are you looking for a position elsewhere? Be clear on what you want from the offset so you can take the right action to help you get there.

Get your boss on your side

If you are aiming for an internal promotion you need to get your boss on your side. Schedule a one to one review meeting and let him/her know that you want to find out how you can be more effective at work.

Seek honest feedback from your manager on how you match up to higher levels within your company. You may need to learn to take a more strategic rather than tactical view of your organisation. Too many people only see their organisation through the view of their own department or profession. Look broader into IT, marketing and do some competitor analysis.

Help your boss

Set up a meeting with your boss to find out more about their objectives, so you can focus on helping him or her be successful. Volunteer to stay late if an urgent task needs completing – it demonstrates commitment to the job.

Anticipate

You can help your boss by anticipating what they will need. While Fran’s boss was on holiday a new project request came in, with a deadline just two days after her boss’s return. She collected relevant research and made suggestions for how to work on this. Her boss was very impressed and Fran was taken along to the meeting and was involved in developing future project proposals.

Keep your boss informed

Our bosses are often unaware of the mini successes we have in our jobs each week, so make sure you document them and send your boss a summary each month. If you have people who work for you, give your boss an update on their successes as well. Make sure you are on LinkedIn and start to get recommendations from your boss and the people you work with.

Demonstrate commitment to your own professional development

What courses could you take to increase your knowledge/experience? It doesn’t have to be a masters level qualification, a short course may be useful. Make sure people within your organisation know when you have qualified. I was featured in my company newspaper after gaining an Open University degree part time alongside my full time job.

Identify trends and look out for new opportunities

In a competitive world your organisation will be seeking new projects, so if you notice a gap in the market make sure to let people know. You can produce an internal white paper based on research you have undertaken. Make sure your name gets known by including your name on the cover and some brief bio data at the end.

Look the part

If everyone else dresses casually you will stand out through being a bit smarter. Sound advice is to dress as if you are doing the job the level above, it helps others to visualise you in a different role. This also can help to increase our confidence, it makes us feel better and thus act better.

Get known

Offer to write for the company magazine. Doing so will mean you’ll be seen by many people within the company. Get chatting to people from other parts of the organisation and find out about their work and challenges. You never know when this will prove useful, and there is often a need for cross functional project teams, the more you are known the more likely your name will be suggested.

This content is brought to you by Guardian Professional.

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If you are a chef seeking a job, you can make a portfolio that can help you showcase your talent, promote your services or restaurant, find a position, and build an on-line presence.

A portfolio will provide a central hub for information about you, your experience, your menus, recipes, awards, certifications, services you offer, and other pertinent information relating to your career as a chef. Learn how to make a portfolio to make your career management simpler and easier for others to find you.

Think about the reasons why you are making a portfolio.

Are you trying to raise your profile so the right opportunities come your way? Are you trying to promote your restaurant? Are you trying to promote your catering business? This will shape how the portfolio comes together.

Take a photo of yourself and plenty of pictures of your food. These should be high-quality photos that make you and your food shine.

Get copies of any menus you have designed. You will need to scan the menus page by page so they are in a digital format and can be used on your website.

Gather all the recipes you have developed. These can be recipes you created while in school or created for one of your signature menus. Your recipes will speak volumes about your cooking style and experience.

Look at your cv. You don’t necessarily want to list your experience online exactly like this. However, you do need to keep track of the jobs you’ve worked because you will need to list them on your culinary portfolio.

Write an autobiographic page that details who you are and what your style and philosophies are. This is a vital piece of your portfolio

Write detailed information about the services you offer, so that employers will know what you are available for. This is a particularly important step if you are a chef looking for catering or private chef jobs.

Contact past clients and colleagues to get references to give to future employers/customers.

Gather proof of any awards and certifications you have received. This can increase your marketability to potential customers.

Include your contact information on the website to enable potential employers and customers to reach you.

If you feel totally overwhelmed by this process we offer a profile building service.

Standard * Membership

Builds your profile and keeps it up to date.

Upgrade ** Membership

Also builds profiles across the Internet to ensure you can be found.

Premium *** Membership

Promotes you across social networks and generates PR for you and your Cooking.

For more information contact Stephanie@getbetterconnected.co.uk or call the Connections Companies 01827 897665

Are you a chef with a profile? Have you got a page where you share photos, recipes, stories, techniques and more see how.. Jamie Oliver http://ow.ly/hrh8J

Your online profile & reputation can be managed by people like us (The Connections Companies arm “Get Better connected)”, and it will be  influenced by the things you do and say, but it can never be designed or decided upon by you. Reputation is earned. Good & Bad

Do you have Personal Reputation Awareness?

1drunk eyes. You Are Your Network

Who holds images and stories about you in your network. You may have locked down your security but has your spouse, siblings, friends, or your children?

Imagine this!…The family BBQ got out of hand and those Drunk snaps were posted socially.

If you want to manage privacy, reputation, and your security, you have to think about those around you — especially those who are not as capable with technology or social media as you or who don’t understand the implications of “putting you out there” on your reputation

2. Get your Profile Managed by a professional if you can’t or won’t do it yourself!

Who are your network and what do they know about you

Who are your network and what do they know about you

Although it’s a good idea to ask your network friends, family and colleagues to take down their content about you, it is more sensible for you to be the source of information about yourself appearing on Google and other major search engines. Accepting your reputation can be damaged easily by others and living it with it while you Force  that embarrassing party photo down in the search rank  over time.

We will become less shocked and more ambivalent over time to  goings on socially and what gets posted online.

Managing your reputation isn’t straight forward, however you can have more control than you once thought. In the process it  is incredibly important that we educate our friends, colleagues and families to understand the implications of sharing private images and thoughts without adequate security or privacy.

For more information on Professional Profile management contact maria@getbetterconnected.co.uk

At the Connections Companies we have invested time and money into developing our knowledge and skills in, understanding new media.

Penny Scambler has been recruiting for 25 years; and during this quarter century of working closely, and often exclusively, with a range of organisations, within and outside of hospitality, some small high value, others reaching the masses. She has seen technology evolve and streamline recruitment practice.

The latest business process to be re-engineered is marketing, branding and communication.

What has this got to do with recruitment you may ask?

Successful brands with recognisable identity attract more people to their organisation. Customers employees and now ‘cyber noise’ (I hope I’m not loosing you at this point.) Traditional, tried, tested and trusted methods of advertising and marketing seem easier to understand because of our direct experiences.

So social media may seem alien to you, but it  has become what Penny and her team do every day. They have adapted their operation systems and operating style to embrace the online media channels to reach a more targeted audience.

This form of networking is reactive and merging rapidly into traditional forms of engagement. The phone still rings, but not as often. You’re inbox is mainly spam. The postman only delivers utility bills.

Everything is online and your phone is buzzing constantly with alerts, everything is HOT HOT HOT!!

So being social media literate or knowing someone who is becoming increasingly important. Keep on top of the change!

For more information on outsourcing your social recruitment to the Connections Companies; contact Penny Scambler – MD

Tel: 01827 897 665

Email: penny@management-conenctions.co.uk

For most employers you might have a stereotypical view of young people. They are seen as by the majority as ASBO’d ungrateful & lazy who have A-levels and GCSE’s so easy the government declared a time jump, back to when exams were damn hard (somewhere in the 60’s).

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Regardless of this preposterous assumption that most people would rather employ the 25+ more experienced and enlightened beings, the rate of youth unemployment and encouragement of apprenticeships, would lead you to believe two things; there are more young people than physical jobs available, and young people aren’t  popular candidates for filling  positions.

The government’s tried to help the little scaly wags on their way into the arms of nurturing employers by giving them helpful hints and gentle pushes in the right direction. We even had Michel Roux’s service, showing that a little dedication and these guys are turned around into the inspired young staff we’d all dream of having in our companies.

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It’s no doubt that there are so many benefits of having young people involved in your business; lower recruitment costs, flexibility, qualifications and a willingness to learn.

With youth often comes a different kind of energy. By employing a very wide demographic your business has an inbuilt diversity and real-time culture that is invaluable.

At Better Connected we encourage you to see past the negatives. The next time you’re handed a CV by a young one, consider the benefits to you company!

For inspiration, see below link.

http://www.bbc.co.uk/programmes/b00xk47x

Michel Roux’s Service

For more on Hiring Youth – Pros, Cons & Funding see the following links

http://www.dwp.gov.uk/newsroom/press-releases/2012/apr-2012/dwp031a-12.shtml

http://www.ukces.org.uk/publications/why-businesses-should-recruit-young-people

http://www.telegraph.co.uk/finance/jobs/8217840/One-in-six-employers-wont-hire-young-people.html

Milestones.

In the Better Connected household, we recently came across an article in Big Hospitality, that really made us think how times have changed in the culinary world.

It was about a ‘Female Beer Sommelier’!

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My has the world changed? It was only yesterday us Brits were drinking beer instead of water, due to poor sanitary conditions (talking many hundreds of years ago) and now we’re associating beer with immensely delectable, fine dining.

Suggesting to us that fine wine and beer are much in the same, may at first seem a little alien, but in actual fact, beer has evolved just as much as wine and we have some amazing depths and variances in flavour and brewing techniques that lead to some of the most dexterous brews you’ll ever have chance to savor.

If we’re going to go back in time once more and comment on not only the product but the female work place, its obvious that we went from once not allowing the fairer sex to even vote in their own country, now, women across western society can have fantastically rewarding and challenging careers. with pay packets that shadow their male counterparts.

At The Connections Companies we’re toasting this modern day development and evolution. Cheers!

At the Connections Companies we have invested time and money into developing our knowledge and skills in, understanding new media.

Penny Scambler has been recruiting for 25 years; and during this quarter century of working closely, and often exclusively, with a range of organisations, within and outside of hospitality, some small high value, others reaching the masses. She has seen technology evolve and streamline recruitment practice.

The latest business process to be re-engineered is marketing, branding and communication.

What has this got to do with recruitment you may ask?

Successful brands with recognisable identity attract more people to their organisation. Customers employees and now ‘cyber noise’ (I hope I’m not loosing you at this point.) Traditional, tried, tested and trusted methods of advertising and marketing seem easier to understand because of our direct experiences.

So social media may seem alien to you, but it  has become what Penny and her team do every day. They have adapted their operation systems and operating style to embrace the online media channels to reach a more targeted audience.

This form of networking is reactive and merging rapidly into traditional forms of engagement. The phone still rings, but not as often. You’re inbox is mainly spam. The postman only delivers utility bills.

Everything is online and your phone is buzzing constantly with alerts, everything is HOT HOT HOT!!

So being social media literate or knowing someone who is becoming increasingly important. Keep on top of the change!

For more information on outsourcing your social recruitment to the Connections Companies; contact Penny Scambler – MD

Tel: 01827 897 665

Email: penny@management-conenctions.co.uk

Build a social media plan! – Get Better Connected

Google Chrome

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Google plus+

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Your own blog

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Create your own identity

Be clear and open about who you are

Bring your personality to life

Get Engaged!!! (no not to your other half..) become a part of the online community, share work!

  • Dish of the day?

  • Events?

Get people drooling over your latest creation.

Build connections that will last the test of time.

It’s important that you don’t underestimate the ‘social’ aspect of social media. Even though it is communication through the internet it is offering a piece of you and who you are to a very wide audience , and your vigilance to maintain the same profile and  professionalism online as you do in the workplace is important. If you wouldn’t say it to your boss’s face or feel happy for your mum to hear it, don’t write it!

The Facts

21% search blogs and social media for work.

26% fear social media, because it could negatively impact their career

33% censor their content

32% use linked in

33% use facebook

3% use twitter

Finding that Job

26% Job boards

22% word of mouth

17% recruitment company

50% from direct employee

1% social media

7% job advertisement

These are ‘the facts/ the stats’. Whether recruiting or job seeking, this is how your looking and this is how people are looking for you. Short, sweet and to the point.

http://goo.gl/8czxs

 

Are you coming at “Talent Acquisition” from every angle?

Research conducted through various recruitment surveys over the past few years indicates that up to 78% of companies are now using social networking and social media to find and attract candidates.  Are you on Facebook, LinkedIn, Google+?

At The Connections Companies we have been developing social media and social recruiting techniques to deliver targeted results.

Recent surveys of recruiters & HR executives found that over 50% of companies were spending more on business networking sites such as LinkedIn, Facebook, and employee-referral programs and less on Agency spend, print and traditional job boards. As part of our partnership program, we consult with our clients and candidates to ensure their social profile optimized.

Are the Candidates open to the idea of social networking as a recruitment tool?

Importantly, it’s not just employers who are keen to jump on the ‘networking bandwagon’ to revolutionize recruitment. Increasingly, both active job seekers and passive candidates are willing to publish career-based information about themselves on social networking sites, with a view to potential employment opportunities, either from friends or from head-hunters. A recent survey of computer users indicated that 87% of respondents think social networking sites are useful for business purposes including networking, exchanging ideas, getting advice, recruitment, research and selling.

The war for talent is still relevant in today’s market!

Although the economy has recently presented challenges for most employers, the war for talent continues to challenge recruitment initiatives. Employers are still struggling to find and attract candidates with t
Whilst formal recruitment costs are, in some cases, falling due to the current economic downturn, this tends to be offset by the increase in recruitment spending on temporary and contract workers, filling gaps for which permanent staff are no longer being hired or are deemed inappropriate because of headcount restrictions. If anything, then, the current economic climate indicates that there is an even more urgent need to identify economical ways to win the talent war, whilst simultaneously keeping recruitment costs down to a minimum.he necessary industry experience and expertise, and it is suggested that the problem had, if anything, worsened, with 86% of companies across a number of industries admitting to experiencing recruitment difficulties.Successful talent acquisition relies on speeding up the recruitment process

A survey of 300 companies  revealed that over 75% had missed out on recruiting high caliber candidates due to delays in the recruitment process. This resulted in an estimated revenue loss of £millions, due to projects that were delayed as a result of a lack of quality employees. “Good candidates have multiple offers and therefore have higher expectations. As a result organizations have to speed up the recruitment process so as not to lose these candidates.”

It pays to Get Better Connected with the Connections Companies

Working with the right recruitment company who understands your business and positioning on Social networks can be very valuable, as they can efficiently lead to candidates with the right skills and cultural fit for your business

In summary, the competitive market for talent shows no sign of abating. Keeping up with the current trends, understanding the needs and motivations of job seekers and ensuring ample incentives can lead to greater recruitment success.

Employer experience so far is that approximately 50% of the candidates are coming through recruitment agents like The Connections Companies, 30% are coming through referrals and networking and the remaining 20% are coming through job boards and direct.

You must review your reward offering, to ensure you secure the best candidate for the job”.  To do that,  it is advisable to have a multichannel recruitment strategy and to ensure that referrals and networking feature strongly in that strategy.

Penny Scambler is very knowledgeable about multi Channel recruitment strategy and is on hand to advise

clients large or small how to strengthen their channel and ensure a wide target pool is reached attracting the very best talent your business.For more information contact Penny directly on her mobile line 07855 764892 for a confidential discussion or contact her office on 01827 648920

You apply, interview and job OFFERED. But then something changes, the wage you were initially offered has been dropped. What would you do?

 

Something you might want to ask yourself is this: are you going to find it difficult to work for this employer even if you can negotiate a higher salary? For me, that would be a problem because I would feel that the employer’s tactics were deceptive. It’s one thing to take a pay cut—you aren’t alone in having to do that as you know—but it’s another to find out the salary is lower than what was advertised.

When going through a salary negotiation you aren’t likely to get the exact amount of money you want. You will probably have to compromise. The trick is to figure out how much you are willing to compromise and what you will do if your boss doesn’t offer you a salary you find acceptable.

 I guess your answer would depend on what your needs were at the time. If you were in the middle of a long job search, you might be more inclined to ignore the dishonesty. Unfortunately, I think there are some employers who are ready to take advantage of that situation. Keep in mind, though, if you do accept an offer in spite of your misgivings, you may find yourself looking for work again before too long. After all, how long could you work for someone you didn’t trust?

There will always be the debate about living to work or working to live, but regardless of personal agenda, your behaviour should always be of a high standard.

An individual’s bad behaviour outside of work may not get him fired, but it could cause his boss to view him differently, especially if what he did goes against the boss’s values or those of the company. Examples of bad behaviour include; disclose your employer’s secrets, badmouth your boss, co-workers or clients post harmful information about your employer on your blog, make racist, sexist or other statements that reflect your prejudices, get arrested and stalk or harass a colleague.

 If an employer learned something about a job candidate, perhaps he or she wouldn’t hire that person. What do you think? Should something a person does off the job affect his or her career? Please post your comments.

Here at Better Connected we found this illustration.

An informative gem for all our clients.

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1.Self Assessment, it doesn’t have to be taxing.

Question your motives.

  • What do you like doing?
  • What are your past and present job attributes? (As oppose to title, allowing yourself to be freer if a greater change is something you’re looking for)
  • What do you want from a new job?

Considering these questions you can outline your objectives for leaving/changing/choosing job specifically.

The most important thing you can be is confident in your decision and abilities. This will benefit you by having genuine peace of mind and also reassuring the person on the recipient of your CV or interviewer, that you are capable, confident and knowledgeable.

2. Research the Companies you want to work for.

The internet is a beautiful thing; it gives you access and information about pretty much anything you want to find out about.

In keeping with this enthusiasm, find as much out about the companies you’re targeting as possible, this can give you an advantage in knowing how to apply and what angle to use in your covering letter.

Also, if you know anybody that has worked in the company or still does, use them! Networking and talking to people is the best kind of research, don’t be afraid to pick up the phone!

3. Preparing documentation

Your CV; need to be readable, simple as well as attractive and targeting! The government have excellent advice for CV writing that can help any dead end.

http://goo.gl/wiewX

Cover Letter 

An effective cover letter can be the difference between your CV being acknowledged or ignored. A cover letter should complement, not duplicate, your resume. Effective cover letters explain the reasons for your interest in the specific organization and identify your most relevant skills or experiences (remember, relevance is determined by the employer’s self-interest). They should express a high level of interest and knowledge about the position.

4. Interview Preparation

Consider this;

  • Your appearance, clothes, hair, nails.

If you don’t look after your personal hygiene as well, and we’re not necessarily assuming that you are an unwashed homeless person, or someone who may have emerged from a cave with no idea about civilized society, we’re merely saying; brushing your teeth before hand and leaving enough time to clean behind your ears and such.

5. Leaving

Congratulations you have a new job, all the above has paid off!

BUT! Before you pack your bags and say, see ya later Boss. Don’t. Stay on good terms, work through your notice period and leave with the great relationship you intend to have with your new employer. After all you will need a decent reference!

Be good and be gracious!

Good Luck.

Personal Branding

You could be mistaken for thinking that treating yourself as a business would be wrong.

It isn’t.

The drive and ambition behind businesses should be in every person, as well as self respect and confidence.

As recruiters we want you too feel these things, and employers do too.

In order to be professional, you must project a professional personality. The concept of branding can be applied to a person in a very effective manor.

Establishing a personal brand allows you to differentiate and position yourself from the competition and claim your job.

What type of branding do you have?

  • Personal Appearance – Including clothing, hygiene and attractiveness.
  • Personality – Your values, goals, identity and behavior.
  • Competencies – These are cognitive, business, communication and technical skills that enable you to perform your job responsibilities.
  • The Differentiator – Offering a unique value proposition or benefit to your target audience.

Constructing a brand with a mixture of these elements will have a positive effect on the people around you and your future. After producing a personal brand, with these elements, you must weave them into a story or message that can be consumed by your audience.

Growing Your Brand

Personal Branding is an ongoing development that exists throughout an entire lifecycle. As your experience, competencies, physical and emotional attributes grow, your brand will enhance, much like in a product-lifecycle. Creating, maintaining and evolving your brand will help you command your prospective audience and positively communicate your perceived and unique message.

Corporate branding and personal branding are very well connected. The only apparent difference is that instead of marketing a product or service, a person is being promoted and sold to a recruiter.

Treat yourself as the product and sell it!

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