Hays Reports Tunnel Vision Trapping Workers And Hindering Growth

The Hays Career Outlook Survey has revealed that workers are being trapped in career silos because they don’t believe they can cross sector or industry boundaries, according to new data from the Hays Career Outlook Survey. The survey also highlights that employers in both sectors are often unable to recognise the transferable skills that might help them to identify potential candidates who are capable of supporting their growth plans.

The survey reveals the vast majority of employers believe that previous experience in the same sector is important. Whilst only just over a third (38%) of public sector employers say previous public sector experience is important, over half (56%) of employers in the private sector deem previous private sector experience to be important in potential candidates. 15% of private sector employers say that experience in commercial work is an essential competence of any prospective candidate. Over half of private sector employers (51%) say a lack of direct experience would prevent them from hiring someone from the public sector, while over a third (39%) cite a lack of transferable skills.

Charles Logan, Director at Hays, said: “These findings highlight that workers believe they cannot move between sectors and that employers aren’t always able to understand or give credence to transferable skills. By over-emphasising the value of previous same-sector experience, employers could be missing out on talented people and motivated workers. It is particularly concerning in industries where there is a shortage of skilled professionals and employers may need to consider candidates who have the necessary competencies but may not at first glance be the perfect match.”

Public sector workers confessed they also struggle to move into different areas of the public sector, although this is disputed by their employers. Over three-quarters (78%) of candidates say it is difficult or impossible, and 75% say they have not been encouraged to consider this as an option despite the job cuts. However, 62% of public sector employers say they have encouraged workers to look elsewhere in the sector, either through official training routes like secondments or through the application process itself. Over half (51%) cite a lack of transferable skills as the main reason why they would not hire someone from another part of the public sector.

The survey also shows the career destinations of UK workers. Around a third of private (33%) and public (35%) sector workers would prefer to continue their careers in a mix of the two sectors and not restrict their career options. Over a third (36%) of public sector employers say people in their organisation view the private sector as a more attractive career option, and private sector workers report that people are keen to stay in the commercial world when they move on. However, the vast majority (81%) of public sector workers say they are quite or very well-equipped for a career in the private sector.

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Hays releases ‘The Oil and Gas Global Salary Guide 2012’

Hays has revealed UK oil and gas industry professionals are enjoying competitive wages according to ‘The Oil and Gas Global Salary Guide 2012’, which is based on data from over 14,000 respondents.

The Guide, produced by Hays Oil & Gas and leading jobsite Oil and Gas Job Search, shows that full time UK oil professionals enjoy average salaries of £55,850* per annum which is more than twice the national salary average of £26,244**.

The 2012 survey also demonstrates strong growth in salaries for imported labour. Expat labour can command average salaries of £51,890 per annum: up 6.8% on the previous year.

Contractor day rates for those working in the North Sea (including the UK, Scandinavia and the Netherlands) are amongst the most competitive worldwide. Experienced engineers and managers can expect average rates of £540 per day and, for director level contractors, this figure rises to around £900 per day.

Matt Underhill, Managing Director of Hays Oil & Gas commented: “Last year we reported a 30% rise in contractor wages for UK professionals. This was particularly encouraging for UK based oil and gas professionals as the rates are a good indicator of the state of the job market, being more reactive to short-term changes in demand for skills.”

Underhill continued: “The figures from the 2012 guide figures demonstrate that the UK oil and gas industry has maintained this recovery and day rates remain buoyant.”

Duncan Freer, Managing Director of Oil and Gas Job Search added: “Average oil and gas salaries in the UK are around 8% more than the worldwide average.

“Greater activity is scheduled for 2012 and beyond following a difficult period during the recession. Despite some forecasts many oil companies are continuing to invest in the North Sea so it is a time to look forward with confidence.”

The Salary Guide, which features data from over 50 countries, revealed that continuing global confidence is the central finding of the report. Over 30% of respondents expect salaries to go up by more than 10% in the next 12 months.

Employer confidence has also seen a large increase with 26.7% being extremely positive about the current market: up from just 9.7% in 2011. Three quarters of all employers expect staffing levels to increase in the next 12 months.

Matt Underhill, Managing Director of Hays Oil & Gas, commented: “The salaries, day rates and general sentiment in the guide reflect a strong and confident industry. There are now tremendous opportunities for new graduates and candidates with transferable skills to enter a buoyant and rewarding industry.”

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Ezra Penland Actuarial Recruitment Hires 3; Announces Scholarship Recipient; Publishes Salary Surveys

Ezra Penland, the Leader in Actuarial Recruitment, is proud to announce the hiring of three new employees at the Chicago-based firm.

Margaret Dobie joins Ezra Penland as an Actuarial Recruiter. She comes from a stellar background of identifying and managing corporate partnerships, in addition to operations management. Margaret can be reached at margaret@EzraPenland.com.

Jacob Galecki joins Ezra Penland as an Actuarial Recruiter. He is a graduate of the Actuarial Science program at Temple University, one of the top such curriculums in the country. Jacob has published articles on the actuarial recruiting market and is an expert in social media as it applies to executive recruitment. Jacob can be reached at jacob@EzraPenland.com.

Ryan McMillin joins Ezra Penland as a Data Analyst. While pursuing actuarial exams, Ryan performs research, organizes data, and participates in a number of Ezra Penland’s ongoing projects. Ryan can be reached at ryan@EzraPenland.com.

Additionally, Ezra Penland proudly awards their most recent $500 Actuarial Scholarship to David Dosher. Mr. Dosher is a senior at the University of Illinois at Urbana-Champaign. He is an Actuarial Science major who has passed the first three actuarial exams. In addition to tutoring mathematics and physics, he is the Actuarial Science Club Alumni Newsletter Chair. Dosher has held three actuarial internships at State Farm, Zurich North America and, most recently, CNA Insurance.

Ezra Penland also announces the exciting publication of their annual US C-Level Insurance Salary Surveys at EzraPenland.com/C-Level . Compensation at the Top 10 US Property and Casualty, Life and Health insurers have been compiled from SEC filings. CEO, Chairman, CFO, CIO, COO, President and General Counsel compensation is summarized.

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Nicoll Curtin research reveals current perceptions within the IT industry

IT recruitment agency Nicoll Curtin has conducted a study into the current perceptions, expectations and experiences of hiring managers and jobseekers, with some surprising results.

Around 70 per cent of those involved in the study had never worked with Nicoll Curtin, which allowed the results to represent the general industry.

One of the most shocking results was that only 17 per cent of jobseekers tailor their CV to a role they are applying for, despite the fact that 68 per cent of them admitted to knowing that not doing so could affect their chances of being offered employment.

From a hiring manager’s point of view, the study showed that 62 per cent thought that better communication skills would help jobseekers, as a poor understanding of communication was considered a common reason for not hiring candidates.

As well as this, hiring managers rated the importance of a candidate having the proper technical skills and knowledge at 36 per cent, whereas jobseekers put it at just 22 per cent. Similarly, jobseekers believed that having a history of similar job roles was worth 62 per cent, but managers only considered it at 55 per cent, meaning it is less important than many think.

Many jobseekers worry that having gaps on their CV will affect their employability, but the managers surveyed said they believed it did not factor into their decisions and so rated it at an astonishing 0 per cent.

Having industry knowledge is a must though, as hiring managers revealed when marking it at 85 per cent importance. However, only 18 per cent was given to the expectation that candidates have an understanding of the company’s financial performance.

When it came to recruitment consultants, jobseekers said they were good at providing information on the job at hand, giving 76 per cent, but that consultants did not give enough coaching for interviews, with just 2 per cent awarded.

The Managing Director of Nicoll Curtin, Lawrence Hargreaves, said: “The research demonstrates that candidates are falling short of getting a job on simple things such as poor communication or failing to recognise the importance of technical skills and qualifications.

“The best advice is to build a relationship with a good recruitment agency that can highlight the relevant aspects of your CV for the role, prepare you thoroughly and coach you for your interview to communicate effectively.”

Mr Hargreaves also pointed out that, when applying for a job, candidates need to be properly qualified, find a suitable recruitment agency, make their CV as succinct and attention-grabbing as possible and consult with the agency as much as possible to ensure their consultant keeps on top of things.

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