The 360 Recruitment Advertising Blog

The sexual revolution in the workplace

Quite a lot has changed in 50 years

It was once the man who brought home the bacon and the woman that cooked it. However times are changing. In a survey conducted by the Daily Mail, it was found that thirty percent of women earned more than their husbands.

It should be no real surprise. It has been found that more women go to university than men, get better results from school and graduate with better degrees. In theory, many are more qualified for the job. Of course, the fact that less women are taking time out of work to bring up children also contributes to the increasing number earning more than their husbands.

Subsequently men have to do more around the house; househusbands now run one in ten households. This not only challenges the gender assumption that men provide for the family but also observes a swapping of roles; women are not only providing for the family and men are completing chores and looking after children.

However men are still earning more than women when both are in full-time work, typically earning 20% more before tax. What does the future hold? Perhaps by 2020 we will see women holding doors open for men and more offering to buy the drinks at the bar!

Grazia magazine found that almost half of full-time mothers disliked not earning their own money and with over one third of marriages ending in divorce it is no real surprise. In today’s society, where a marriage is not life binding, it makes sense for women to assert their independence. Society has arguably provoked women to use their abilities to get out into the work place, where in fact they are able to do better than many of their male counterparts.

Many men don’t feel comfortable with not being the main provider, the typically masculine role. Woman’s having assumed this status has been recorded as leading to breakdown in marriage. This, along with some women giving up the idea of having children, is creating a serious change in society.

It is calling for more fluidity between women and men within their relationships but it is also affecting the work place. More women are making it to previously male dominated roles. Although employers may have originally employed a man over a future mother, with so many women acting as working mothers this philosophy has begun to change.

Tanya

All up in the Air

Yesterday I spent a great day in the sun at the Farnborough Air Show, as a guest of Flight Global – the online partner of Flight International. Virtually all the editorial team, both UK and international, had been relocated to Farnborough for the duration of the show. I didn’t count the number of terminals but I guess around forty were set-up from which apart from continuing to produce material for the magazine and website, they were producing a daily news bulletin for the show. Impressive.

We use Flight International and Flight Global for our client – The Civil Aviation Authority. Flight provides a highly targeted solution when recruiting aviation and associated professionals on an international basis and underlines the continued importance of trade publications as part of the media mix, particularly when partnered with an internet product.

As an “aviation nut” I also enjoyed the opportunity to view the latest in products and technology. Whilst seeing the Airbus A380 and the brand new Boeing 787 Dreamliner going through their paces was impressive, what really struck home was the huge increase in the number of unmanned vehicles on display and the plans for unmanned combat aircraft. Will this lead to unmanned commercial aircraft? Technologically possible, but not for me thanks. I’ll keep to the human being upfront. It may not be statistically safer but if the computer gets a clitch…!!!!!!

Getting a job after Graduation; Easy or Exhausting?

What do I do now? This is the question on many graduate’s lips. Exams are well under way, perhaps over, for many of 2010’s finalists, yet the hard work is only just beginning. Many of this years graduate’s will be considering further education or a gap year due to a lack of jobs and a lack of guidance on how to find them.

Before graduation, a student’s life is focused on obtaining the best degree possible. However, recently it has come to light that having a good degree is not all you need to achieve a good job. With so many people graduating from university, a degree is almost becoming worthless. Now experience has also become very important, along with having a ‘unique’ quality to set you out from the standard Joe Blogs.

Graduation day

Many graduates will have never had a clear idea of what career path they want to take. Being sociable, hard working and intelligent many young people can feel potentially valuable to many different companies and industries. However, on graduating it can be extremely difficult to even secure a job interview. The real problem is where to begin? What is important to a graduate looking for a job?

A good wage is obviously very important. With debts often over £20,000, a scheme offering a quick fix to money problems is invaluable. Job security is another crucial factor when looking for a first time employer. Companies with a reputable name are often used extensively on graduate job sites and are more likely to attract ambitious finalists. Obviously benefits and potential to advance within the company or industry are very important to new graduates looking for their first job. As when finding a first house or choosing a potential partner, finding your first ‘real’ job is going to be a daunting and important decision.

Milkround, Targetjobs and Prospects are just a few examples of companies that aim to aid students in their quest of finding the perfect first job. They are extremely helpful, offering advice on CV writing, interview technique and how to best use personal skills, yet they still have a long way to go in attracting students to use their services. With so many possibilities for graduates, companies would benefit from joining graduate jobs fairs, to appeal to students whilst they are still studying their degree. An employee who really believes in a company and has worked specifically towards obtaining a job for such, is going to be an invaluable worker and likely to help the company achieve their future aims.

Of course, another potential way for companies to secure graduate interest would be to enter the domains frequented regularly by students. Social networking sites, such as Twitter and Facebook are the ideal examples. Sending an invitation to become a ‘fan’ of a company or to join a group, takes seconds to reach thousands and recruiting students to be ambassadors, especially if paid, has proven to be extremely successful in procuring student interest.

Students have young, vivid and vivacious minds and with so many school leavers going to university and obtaining a degree these days, it can only be beneficial to both employer and employee to work for, and with, someone that each truly believe in. Our new, naïve graduates need nourishment and guidance to achieve their full potential, but are employers really doing enough?

Tanya

Are fan clubs the future of employer brands?

They’re all out there. LinkedIn, Twitter, Facebook, Tumblr and a multitude of other social networking devices that enable people to connect their thoughts and views with anyone and everyone.

Here at 360º we continually advocate this media channel as a serious way to get your company’s employer messages across to potential candidates, active and passive.

Build a following on Twitter or though a blog or have a page on Facebook or LinkedIn and if you create enough interest and fresh content, you’ll have a community of like-minded individuals that will get to know you well.

The secret is always to make sure you have something to say. What’s your company doing? What about the industry, is there something fresh happening? If so, what are your opinions?

But don’t do all the thinking yourself. Get the ambassadors of your brand involved. Yes, your employees. They are the mouthpieces of your organisation and it gets everyone around you involved. They gain ownership of something precious, the brand, which in turn, will cement a high degree of loyalty too.

Build that following and get others to comment. This builds a healthy dialogue that can sell your brand better than anything. It never becomes dated and dare I say it, it’s cool.

Mark

Do employers get the employees they deserve?

I was at an appointment for some medical treatment and was asked if I minded a 6th former sitting in as she was on work experience. Being interested in Education, the employment market and young people’s view of the current situation I asked her what she wanted to do next. She said she wanted to train in medicine and that she had been lucky to get this placement as her mother was a nurse and put a word in for her.

She had seen the recent Panorama about the explosion of population (is Britain full?) and was concerned as to her future employment prospects.

There was no meaningful contact with Businesses; Career advice was not helpful so there was no goal to aim for. Choosing a University course (if places were available) was made difficult because of this lack of knowledge of what is needed in the workforce of the future.

Some employers do have contact with local schools, colleges and universities but this does not seem the case in a large number of schools.

We should not have to look abroad for our stars of the future, there are plenty of bright, willing young people that just need directing. As employers we must do something about this waste of potential talent. Some schools and businesses are waking up to the fact that joint ventures can be a benefit to both but there needs to be more momentum. With the internet there is a vast amount of information available but this does not seem to help in the choice of career direction. Career exhibitions do have some impact ( although a lot don’t go) but it is imperative that young people have some idea of what may be available and expected of them after education, especially if University places are not available.

If we as employers do not engage more with our future workforce then who do we have to blame if there are shortages in the skills we need?

Maureen

Case for Employer Branding even more important?

Friends Provident underlines important role HR will play in future war for talent

A leading financial services group has conducted a report that shows that the future of business will be “elite workers”.

Friends Provident along with the Future Foundation conducted the Visions of Britain 2020 report. The survey consisted of 1,000 British opinions from several high profile experts in the employment industry.

The study found that the coupling of an emerging polarised workforce and a decline in foreign workers will result in “elite workers”. These elite workers will be involved in technical, professional and managerial roles. Due to their high skill levels and self-motivation they will be in popular demand and may be integral to the success of businesses of the future.

83% of respondants felt that companies will need to be more tactical in order to attract and retain these increasingly valued workers. Employers therefore will have to meet these new demands and expectations. 48% believed that making the job more fulfilling was more important than a higher salary when trying to retain these elite workers.

Gillian Fox, Human Resources Director, Friends Provident, comments: “By 2020, the balance of power between employees and employers will have shifted in favour of elite workers. This means employers will require more robust and rigorous HR strategies to shape the future success of the business. Only by fostering a culture that truly allows talented employees to prosper will employers be able to attract, recruit and more importantly retain this powerful band of employees.”

This is a recent feed taken from Executive Grapevine. It underlines the importance of developing a strong employer brand to ensure the recruitment and retention of key workers as the war for talent raises its head again. Here at 360 Degrees Advertising we continue to work with clients to ensure their Brand is relevent and “fit for purpose”

Roger

Are businesses speeding along the Internet Highway with inadequate controls and no stop signs in place?

The Y generation has grown up with technology, has no fear of it, and embraces any new developments with a passion not seen before. This has a profound effect on the workplace. Although this has brought opportunities to increase the bottom line it has also brought new risks. If a company does not embrace these new technologies, as Clients/Customers expect, it can look out of touch. However if it goes wrong or is not handled correctly it can be catastrophic, for example, lost discs can bring a company down.

The speed of growth of Facebook in a year, of approximately 230% and Twitter just over 1300%, gives an indication of how quickly a new media can take off.

Employees now expect to use the internet routinely at work. This ranges form social networking; Facebook, Twitter, YouTube, LinkedIn to online banking and shopping. They use information on the go via their phones and are in touch constantly with the world outside. They will often know about new developments as soon as any IT department and before their managers in many medium to small companies.

The line is disappearing between personal and company use of the internet as social networking sites and blogs can be a source of new business contacts, information and innovation. So how do companies obtain the benefits of this new media while protecting the productivity and integrity of the company?

The Benefits

A workforce that can adapt to new technology more quickly than any previous generation. Marketing can be global with the touch of a mouse, information is at your fingertips. Telephone costs can be slashed and communication with offices all over the world via webcams is changing the way companies are run on a global scale. Complexities of foreign customs can be researched before a deal and the world has become a more accessible place. Working from home is becoming acceptable as using the internet to link offices is now commonplace. This saves costs of office space and time in travel. In cases of emergency, this ability has been found invaluable.

The Security Threats

Malicious websites, systems overloaded with spam e-mails, sensitive information sent in error at the push of a button.

Legal

Penalties can be imposed if personal confidential data is leaked accidentally or on purpose.

Unlicensed software can result in large fines and unauthorised downloads can have attached viruses, increasing risk loss of data. Company insurance may also not cover this. If employees download inappropriate or offensive material, this can cause HR problems with other staff who are offended.

Reputation

If staff or ex-staff post messages detrimental to the company, this can affect the Brand. In a recession the image of a Brand is of paramount importance. Those ignoring this do so at their peril. Large companies are now taking a proactive view of protecting their Brand. Medium and small companies can also do this by building on employer/employee relations and making sure communication with their clients or customers is clear and understandable.

Be in Control

It is unrealistic and probably not good business sense in today’s world to ban all internet communication. Most companies have firewalls and anti virus software in place but this can be breached by someone opening a malicious e-mail or downloading non authorised software. A clear and acceptable use policy is needed by all companies. It is a false economy not to use an expert in this as the law is very specific in what you can and can’t do. ACAS www.acas.org.uk has some useful tips and a helpline to assist with the formulation of a document, but it is safer to go to someone like www.peninsula-uk.com or a legal practice conversant with employment law to check any document to be used. Staff need to be consulted and engaged in this process. How this is communicated will often determine the effectiveness of the policy.

Maureen

Argoscareers refresh

As you have probably noticed the Argos brand has undergone a refresh in recent weeks. 360 got the go ahead to revamp Argoscareers.com just before Christmas and the new look careers website launched on time on Friday 22 January – the day before the new Argos catalogue launch featuring the new Argos branding for the first time.

We are currently working with the HR team at Argos on a complete overhaul of Argoscareers.com which will rolled out in the next few months.

David

Has the recession changed your relationship with your workforce?

Tough as this recession has been on a lot of small and medium sized businesses, it has also opened a dialogue between business and workforce that can sometimes be very productive.

Some areas of the country are not doing so bad in the unemployment stakes because large numbers of staff are willing to take cuts to enable others to keep their jobs. These are the unsung heroes, and for some companies the difference between survival and collapse. It is a time of reality and communication. Business needs to build on this relationship and make sure it lasts into the upturn. Staff are less likely to leave, and with better communication, offer more commitment. If everyone feels they have a stake in the company’s future, everyone wins.

It is also vital that the business is noticed in the market place it is operating in. The recession can also be an opportunity to re-access the offering and method of operation.

The brand needs to be something everyone is proud of and are willing to promote. Enthusiastic staff bring happy customers/clients = more profit. Staff can be your biggest advocates or detractors. In a recession no company needs the latter.

One mistake that companies big and small often make is to ignore marketing and prominence of their brand when money is tight. It’s time to be noticed. In a shrinking market clever companies can shine.

Maureen

Things can only get bitter – political ad concepts

As promised here are some (well lots of) initial ideas for the upcoming Independent on Sunday feature. They’re very rough at this stage – we haven’t even coloured them in. We’ll need to wittle them down to six and the final six may look very different from what you see here. Some concepts will evolve as we start to work them up whereas others are pretty much fully formed from the start.

Anyway, have a look and let us know what you think.

David and Mark

Ps. As we type the X-Factor winning song is on the radio and that reminded us that, according to the Evening Standard, Sunday’s X-Factor final achieved more votes than Labour received in the last general election. This got us thinking that it won’t be too long until the political party leaders will be facing a live vote-off hosted by Simon Cowell… Gordon is a moron… Move over Darling… True Blue… Blue Monday… Blue Christmas… Money’s too tight to mention… What’s the story? (Moaning Tory)… Actually, it’s more likely ‘What have you done for me lately’.