Do you post on Facebook, Tweet on Twitter, or share on Instagram? Chances are, you have at least one social media account. Perhaps you have a blog or a YouTube channel that’s a sort of personal journal? Wherever you have a profile online, there’s a treasure trove (or perhaps a Pandora’s Box!) of information about you ready to be discovered by a prospective employer.

We’ve all posted something online we find a bit embarrassing or regret, and some things we definitely wouldn’t want our boss to see!

But there’s a difference between photos of your seven-year-old self with a cringey bowl-cut, and the images of the aftermath of a drunken night out littering your timeline - only one of these could cost you a job.

Yes, it’s the drunken pics.

Online profiles aren’t so private

Your online personal blog isn’t private like a diary hidden under your mattress, and your Facebook photos you’ve shared only with your friends aren’t necessarily accessible just to them.

However private you set your online profiles to be, there are no guarantees. Once something is on the internet it’s there forever, and how accessible it is to other people, is out of your control.

Would an employer really go to the trouble of finding your online profiles?

Absolutely yes!

An employer is investing a significant amount of time, work and money into recruiting the ideal candidate for a job. Then paying for the salary, training, pension and all the other expenses that come along with employing a candidate.

They will definitely take the time to Google your name and check out your online profiles and activities!

Research shows that the majority of employers check the social media content of prospective employees and some hire specialist agencies to research the online profiles of candidates. It’s now a normal part of the recruitment process and done as a matter of course.

Career Builder conducted a survey and found that 70% of employers use social media to research job applicants.

Remember, it’s not just during the application process that you need to be mindful of what your online profiles say about you, 34% of employers have reprimanded or fired an employee as a result of content found online.

Does it matter if a prospective employer can see your profiles, they’re personal profiles, after all?

Personal or not, if they’re in the public domain and would reflect on the company that employs you, they’re a prospective employer’s business.

But does it really matter that there’s a video on Facebook of you at a friend’s birthday party drunk dancing to Rihanna, because that was ages ago…? Or that rant you posted on your blog about how awful your old boss was - that was hilarious!

A prospective employer probably won’t see it that way.

They may be reminders of your teenage antics, and a well-written critique filled with funnies to you, but a potential employer will view them differently.

An employer doesn’t want to hire someone who appears to behave irresponsibly, shows a lack of professionalism or demonstrates disloyalty to a former employer. This looks like someone who could be a potential liability to the company.

If an employer is choosing between three equally qualified candidates and one of them has some questionable online profiles or activity, one of them has a neutral online presence, and the other has a professional blog, it’s more than likely an employer will select the candidate with the professional blog.

What employers do and don’t want to see in your online profiles

What you put online could cost you a job opportunity, but, it can also be a significant factor in a prospective employer’s decision to hire you!

Vlogging about a skill or passion, writing reviews of films or TV programmes, Instagramming the results of your painting or woodwork classes are all great things to share online for your prospective employer to see.

It’s about knowing what employers DO and DON’T want to see.

What employers DO want to see in your online profiles:

• Information that supports the professional qualifications and achievements stated in your CV - photos of your graduation? Great to share!

• Your personality would fit well with the company - applying for a job at a company that has an outgoing and activity-filled company culture? Share your videos of taking part in a charity fun-run with friends!

• You have a professional image and behave in a professional way - no drunk dancing here.

• A wide range of interests - do you have a passion for running or reading? Don’t be shy about sharing your best times or your latest read.

• Great communication skills - keep exchanges respectful and no swears.

• Creativity - love writing short stories or painting? Excellent! Share your work.

What employers definitely DON’T want to see in your online profiles:

• Photos or information about drinking or taking drugs - even if it was a long time ago, these are NSFW, or the application process!

• Inappropriate, risque photographs or videos - if you’re only wearing your undies or less, keep those pics to yourself.

• Lies about qualifications and achievements - an absolute no-no and this could get you in serious trouble.  

• Links to criminal behaviour - No, Absolutely not. No.

• Unprofessional screen names and email addresses. - @SeymourButz may have been funny at one time or another (questionable), but it’s definitely time to ditch it.

• Complaints or rude comments about a previous employer or company - keep it positive or keep quiet.

• Sharing confidential information about a previous employer or company - another absolute no-no. You could be in breach of your former contract and this will certainly put any potential employer off you.

Before you share anything online, think about whether or not you would mind if your boss or prospective boss sees it.

Should you have a spring clean?

If you're worried about what a prospective employer might find on your online profiles, have yourself a spring clean!

Give yourself a Google

Check what is most easily found and delete as necessary.

Profile pics and cover photos

However private you set your profiles to be, it’s likely these are still visible to the public. Make sure they create a good impression rather than a knot in your stomach at the idea of an employer seeing them.

Blogs, vlogs and status updates

It’s great to have a professional looking blog, particularly if it’s relevant to your prospective employer’s industry. But if it’s more of ranting, stream of consciousness, it’s probably best to take it down. Same for vlogs and it might be a good idea to delete any moany status updates too.

Bonus tip

Double check you’ve deleted that dormant MySpace account you set up way back when, and any other profiles you don’t use anymore.

Make your online profiles work for you and stand out from the competition

Your online profiles can have a big influence on your job prospects. Take advantage of having online profiles by using them to sell yourself to prospective employers. Make sure all your online profiles represent you in a positive light and you’ll be on the right track to ace the application process!

For more Candidate advice and tips, follow us on Facebook and download ‘How to Wow at Interviews’ our short guide to securing your dream job!

Find out How to Wow at Interviews by downloading our short guide to securing that dream job!

An interview is your opportunity to sell yourself, to find out more about the position you’re
applying for and the company as a whole. Priority’s guru Emma Chamberlain, Lead
Consultant for Commercial, shares her experience on what makes a great interview.

When you attend an interview with a prospective employee, they want to find out
about you: what motivates you, whether you will fit in with their team and, of course,
whether you have the skills they are looking for.

An interview is a two-way process and is as much about you finding out whether the
job and company are the right fit for you as it is about selling yourself to the employer.
So whilst it’s important to always be yourself at interview, there are some simple rules
that you can follow that will help you to wow the interview panel and stand out from
the competition.

Do you know anyone who needs a job? A friend, family member or anyone else you know who is actively looking for work?

Recommend Them To Us!

YOU will receive a £30 voucher for a local shop of your choice for each person you recommend if we find them a permanent or temporary job.

Just pass on our details to your friend and ask them to get in touch with us to find out if they’re suitable for any of our current roles.

If we place them in a permanent role or they complete a minimum of a week in a temporary assignment you will earn £30!

So get thinking about who you could recommend so you can start shopping!

Ask your friend to either call:  01256 334575

Contact Us or pop in to see us at:

Priority Appointments
Winchester House
19-23 Winchester Street
Basingstoke
Hampshire
RG21 7EE

Office Hours: Monday – Friday, 8.30am – 5.30pm

Terms and conditions

You don’t have to be registered with us to earn £30.
A minimum of one week’s work must be completed by the person you recommend.

The new National Living Wage came into effect in April 2016, replacing the National Minimum Wage for all employees over the age of 25.

Around six million people in the UK now receive new National Living Wage, but how do you find out whether it can benefit you and what do you have to do to make sure you get it?

Our Q&A with Priority Appointments' Business Director Tracy Welch tells you all you need to know:

Q: How do you apply for the National Living Wage?

A: You don’t have to apply for it. Your employer, or your agency if you work as a temp through Priority Appointments, will automatically check if you are eligible for the National Living Wage.

Q: I work part-time – will I still get it?

A: If you pay National Insurance, have a contract of employment or you are a contractor paid via an agency like Priority Appointments. you should be eligible. If your work is completely flexible, you may not be, as you will be considered to be self-employed. You can check if you will be eligible using this calculator.

Q: I am not yet 25, so what do I get?

A: You continue to receive the Minimum Wage until you are 25. There are different rates for over-21s; 18 – 20 year olds; under 18s and apprentices. You can check the current rates on the UK government website.

Q: Is this the same as the Real Living Wage?

A: The 'Real Living Wage' is a voluntary pay structure promoted by the Living Wage Foundation. This is not run by the Government and is not mandatory for employers. However, more and more companies are signing up to the scheme all the time, so it would be worth asking your employer if they are a member.

For information on local jobs at excellent rates of pay, please contact Tracy Welch.

85% of HR decision-makers admit to having made a bad hire according to REC, the Recruitment and Employment Confederation.

Of those, one in three who hired the wrong person as a manager, director, or in a senior official role think it cost their business nothing.

However, the true cost of hiring the wrong person is actually higher than you would expect.

REC have produced an infographic that shows that the aggregate cost of taking on the wrong employee at a salary of £42,000pa could actually lead to losses of over £132,000 to the business.

A single bad hire can create a domino effect: poor performance, coupled with strife within the team, will affect productivity and potentially damage your business’ reputation.

REC estimates the costs to the business of a bad hire are estimated as:

• £28,000 in wasted salary out of the total annual pay of £42,000
• £1,500 in wasted training
• £9,730 spend on recruiting and training the new employee
• £9,625 on lost productivity of the individual
• £29,160 on lost productivity of the wider team
• £54,000 in staff turnover as a result of dissatisfaction in the team

However, there are steps that hirers can take to ensure that the next is the right one who will contribute to growth and profit, rather than someone who seems like a square peg in a round hole:

1) Understand exactly who you need right now: Don’t just dust off the last job description when the time comes to recruit again. The job role may well have evolved and you need to regularly review the criteria for success to ensure you attract the right kind of candidate. Also, consider the overall balance of your team and build a flexible and inclusive workforce that can adapt as your business grows.

2) Check the salary band is correct: A professional recruitment consultant with good knowledge of employers in the local area will be able to advise you if the salary you have in mind is appropriate for the role you are recruiting for. 

3) Consider soft skills: No amount of technical ability will compensate for a lack of soft skills which are essential if a candidate is going to integrate with your culture successfully. Good communication, leadership and collaboration skills can often mean the difference between a good and bad hire.

4) Onboard new recruits effectively: If there are problems, they usually rear their head in the first few weeks of joining. By having a clear induction process and giving responsibility to other members of the team to show the new recruit the ropes, their chances of a smooth and trouble-free integration are much higher.

5) Partner with an experienced recruitment consultant: According to REC, 40% of companies state that their staff do not have the correct interviewing skills to find exactly the right people.

By choosing a local, professional recruitment partner, you can save time by relying on the consultancy to screen candidates and propose a short-list of people. They can also advise on the types of questions to ask in an interview.

With careful planning and the right support from an expert, professional team, you can face a future free from the cost of a bad hire.

To find out how we can help you find the Perfect Match for your team, call us today on 01256 334575.

We take a light-hearted look at the intriguing development of Artificial Intelligence (AI) solutions for the recruitment industry

There is no doubt that a growing number of HR executives believe that Artificial Intelligence will transform their talent acquisition capability.

But what will this mean for recruitment consultancies that rely on human intuition, knowledge and skill to help them fill jobs?

Here at Priority Appointments, we have been having a bit of fun imagining a future where robots with artificial intelligence could take over the recruitment process completely.

Here are some pros and cons of relying on a machine, rather than friendly, human recruitment consultants, to help you find your next staff member.

Voice Recognition
If your robot recruiter had the same unreliable level of voice recognition capabilities as most of our mobile phones, its interpretation of your brief about the type of staff you’re looking for could result in some interesting interpretations! It’s one thing to end up with the wrong sort of pizza topping, but just think what could happen if it mis-heard ‘we need an experienced packer and picker’!

Interaction with Humans
Robots would probably need considerably less tea than some of our team members, just a squirt of WD-40 every now and then and a software upgrade once a week. But would they be as effective spending time on the phones and in face-to-face meetings finding the perfect candidate to suit your vacancy?

The Personal Touch
Artificial intelligence might potentially offer a higher level of consistency than the average human, but it seems like a high price to pay. We know that our clients would sorely miss our personal approach if they had to deal with R-74B-Z instead of Lucy, Emma or any of the rest of our friendly team!

Body Language Cues
An area that industry observers are watching with great interest is the potential for machines with AI to ‘interview’ candidates. An AI-based service could collect, process and analyse huge amounts of unstructured information from a job interview and compare thousands of applications in just a few minutes. However, without a real live human to pick up on subtle cues such as somebody’s body language, tone of voice or eye contact, it would be easy to get lured into choosing someone whose answers were spot on, but whose personality meant that they would not suit either the job or your working environment

Looking at the subject rather more seriously, there is no question that AI is a technology that is on the rise.

Research by Deloitte Human Capital Trends in 2017 showed that 33% of employees expect their jobs to become augmented by AI in the near future.

It could well make sense to include an element of artificial intelligence in the recruitment process as it becomes more widely accessible. For now, however, the best way to make sure that your new employees fit well with your team, business culture and values, is by having a friendly, experienced and human consultant to help you find new staff!

As a professional recruitment consultancy we’ll continue to be alert to AI opportunities within the recruitment industry, but for now we’ll just paraphrase the famous line from RoboCop:

“Excuse me. I have to go. Somewhere there is a new job vacancy happening.”

Priority Appointments is a professional recruitment consultancy based in Basingstoke, Hampshire.  We help companies find people and people to find jobs in Basingstoke, Camberley, Andover, Farnborough, Aldershot, Winchester and the surrounding areas within Hampshire, Surrey and Berkshire.  If you’d like us to help handpick your next employee please call us on 01256 334575.

The new levels of the National Minimum and National Living Wage come into effect from 1st April 2019. The UK's minimum pay scales are governed by two different sets of regulation:

• National Living Wage regulations were passed through parliament in 2016 with the goal of ensuring that all over-25s will be paid at least £9 per hour by 2020.

• National Minimum Wage regulations have been in force since 1999 and apply to employees under 25.

The rates from April 2019 are:

• £8.21 for people aged 25 and over (rising from £7.83)
• £7.70 for 21 - 24 year-olds  (rising from £7.38)

Penalties for employers who flout the regulations are punitive. If an employee can prove that they have not been paid correctly, HMRC can issue a fine and insist that employers pay any arrears. If these monies remain unpaid, the employment tribunal could impose fines of up to £20,000. You can find out more about your reponsibilities as an employer on the ACAS website.

Voluntary ‘Real Living Wage’ Scheme

In addition to this mandatory scheme, there is also a scheme known as the ‘Real Living Wage’ run by the Living Wage Foundation, which is based on the cost of living.

There are currently around 4,500 accredited employers who support the scheme which, according to the Living Wage Foundation, helps them attract the best staff.

As a reputable consultancy with some 20 years experience, we understand the nature of the local job market, which means we can offer you guidance on the optimum hourly pay rates and salaries to attract the best candidates.

For more information about setting appropriate pay rates, please contact Tracy Welch at Priority Appointments on 01256 334575 or email us.

As a leading recruitment consultancy in Basingstoke, Priority Appointments is proud to meet and exceed the Recruitment and Employers Confederation (REC) Code of Professional Practice and comply with all employment regulations.

There is a lot of talk in the media about the ‘gig economy’. It was originally hailed as a model of work that could deliver flexibility and freedom from red tape for both employers and those seeking employment alike.

Gig Economy Issues and Risks

The Office for National Statistics estimates that 15% of the British labour market is now self-employed, with almost 5 million people classified as ‘gig workers’ (2017).

Despite the numbers using online work platforms, there are negative aspects to this unregulated sector of the employment market. There have been high-profile court cases in the media about problems in the taxi, courier and delivery markets in particular which have taken much of the shine off this form of resourcing.

What It Means for Employers

‘Gig economy’ platforms are completely unregulated, with individuals inhabiting a grey area of the market outside conventional employment legislation. For sectors such as manufacturing, logistics, driving or healthcare, where safety is a key concern, using staff via unregulated ‘gig’ platforms poses a serious risk.

By contrast, employing temps through a professional recruitment consultancy offers both employers and workers a regulated framework. This market is overseen by the Director of Labour Market Enforcement and regulated by the Employment Agency Standards (EAS) Inspectorate.

Under the terms of the regulations, consultants must:

• Provide written contracts for agency workers
• Not charge a fee to those seeking employment
• Not withhold any wages or monies due or make unlawful deductions
• Not stop a worker from seeking work elsewhere

Choosing a Regulated Recruitment Partner

Recruitment consultants like Priority Appointments, which are members of the Recruitment and Employers Confederation (REC), also have to comply with its guidance and can be investigated by the body and disciplinary action taken if they are found to be in breach.

For employers, the risk of using gig economy platforms is great. In addition to potentially breaching the Employment Standards Agency Inspectorate regulations, it is easy for employers to fall foul of anti-slavery regulations enforced by the Gangmasters & Labour Abuse Authority. You can read more about this important set of regulations and find out how to write a Modern Slavery Policy for your business in our Employer Advice article on Modern Slavery.

Making a Wise Choice

So whilst the status of workers in the gig economy remains unclear, it is a wise choice for employers to choose a recruitment partner which knows their market sector and local business area, and which can demonstrate compliance with all regulations.

Priority Appointments is a member of REC and adheres to all employment regulations, as well as following the REC Code of Professional Conduct.

If you are looking to fill jobs in Basingstoke and the surrounding areas of Hampshire, Surrey and Berkshire, please get in touch to find out more about our services.