Tag Archives: Recruitment Process
Young people demand a career that will help others according to new research commissioned to launch Tomorrow’s Engineers Week.
The findings show 90% of 9-18 year olds want a career that tackles social issues with almost half wanting to help animals (47%), two-fifths want to save peoples lives (37%) and a third want to help tackle homelessness (29%).
While two-thirds (65%) of Generation Z claim money is the most important thing to look for in a career, 43% want to be part of something to be proud of and 37% want a career that offers excitement.
Dr. Thilo Pfau, Senior Lecturer in Bio-Engineering at The Royal Veterinary College, commented: "I believe it is important to think of engineering as an exciting area that extends into every area of life.
“For me personally, it has given me a career which allows me to combine my interest in computers, patterns and algorithms with my passion for animals. I use engineering to help veterinarians diagnose and treat problems that restrict the quality of life of many animals.”
Among the 9-18 year olds questioned by researchers, only a few (10%) were actively considering a career in engineering but two-thirds (67%) would consider a career in engineering if it allowed them to help the world, the environment or save peoples’ lives.
A business leadership team needs a balance of "how" and "why" types says leadership expert Simon Sinek.
The idea being that if, as the senior leader, you recruit members to your business leadership team who are too similar to you, you will clash and / or the tasks that you both find challenging won't get done.
It's not always so easy to find this kind of person to join your team — that's partly because it's not so easy to know what individuals can bring to the table.
Simon Sinek has spent a lot of time thinking about this problem. Sinek is a leadership expert and bestselling author; in his book, "Start With Why," he addresses this dilemma head-on.
Most people, Sinek says, are either "why" types or "how" types — and the best business teams are a balance of both.
A recent ECA survey on the value of corporate social responsibility (CSR) found that half of electrotechnical businesses said that having a CSR policy in place meant they were more likely to retain and recruit staff.
Over three in four electrotechnical workers (76 per cent) say they prefer working for a direct employer rather than a labour agency, according to new survey findings commissioned by the Joint Industry Board.
Of those who say they preferred direct employment, almost two in three respondents (62 per cent) said it was to ‘enjoy their full employment rights’. A similar number say they preferred ‘steady employment’ (63 per cent) and ‘valued the holidays and additional benefits available’ (59 per cent).
Just one in six respondents (16 per cent) say they favour agency labour work over direct employment. Over four in 10 of those who preferred agency work (43 per cent) said it was due to the flexibility, while nearly three in 10 (29 per cent) said it was because they could earn more.
ECA Director of Employment Alex Meikle commented: “These findings overwhelmingly show that electrotechnical workers are more content and likely to be more productive working directly for an employer. While agency workers can be a necessary source of flexible labour for businesses, the industry should take a hard look at the value of temporary employment. It’s now time for a rebalancing that ensures worker productivity is maximised moving forward.”