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The 4 Types of Questions You Should Ask at the End of Every Interview
July 11, 2017

The following may be a useful resource to share with a client who you are working with to develop their job interview skills.

Your job hunt’s moving along, and to prepare for your upcoming meeting with the hiring manager, you’re practising your answers to all of the most common interview questions. But, there’s one that you’re feeling a little stuck on—what are you going to say when the tables turn and you’re asked: “Do you have any questions for me?

While it’s a great opportunity to engage in meaningful conversation with the interviewer—and yes, show off—it can be scary to take the wheel. This is an important part of the job interview to nail.

You want to end strong, and it’s an opportunity to differentiate yourself from the other candidates. While most people who interview will be qualified, you can stand out by asking thoughtful questions that the person sitting across from you will actually remember.

Here are four different types you can ask (so you’re sure to have at least one option that seems like the perfect fit!):

  1. Ask About What Makes the Job Hard

Read more

News from the Money Advice Service
July 7, 2017

A new toolkit to bring consistency to the way creditors work with debt advice agencies has just been launched by the Money Advice Service. 

Working Collaboratively with Debt Advice Agencies, a ‘how-to’ toolkit, encourages creditors to examine their debt collection strategies and collaborate with the debt advice sector to better support customers in financial difficulty.  The toolkit can be accessed here.

This is the first time that all major debt advice agencies and creditors have worked together to raise standards of creditor practice, benefiting both creditors and debt clients alike.

Currently, creditors have varying practices when it comes to recognising, assessing and reviewing people’s ability to repay their debts. The toolkit sets out best practice processes and case studies from creditors that already have effective partnerships in place with the debt advice sector, and has been designed to ensure flexibility to suit different types of creditors.

The toolkit was developed by Debt Advice Sector Engagement Manager, Kevin Shaw, with active input from creditors, debt advice agencies, trade bodies and other organisations to highlight diverse examples of best practice.  Kevin spoke at the launch event – which was held as part of a Money Advice Liaison Group Members Meeting – also attended by Yvonne Fovargue MP, Chair of the All Party Parliamentary Group on Debt and Personal Finance.

LMI is Important – Now What? – A Blog by Jonathan Boys
June 13, 2017

Senior Researcher at The Careers and Enterprise Company, Jonathan Boys, blogs about his research interests which include education, higher education, labour market economics, skills, politics, industrial relations and wages.

In this blog he as brain dumped all the helpful sources of LMI he can think of Click Here

Adult Guidance Resource
May 24, 2017

The NCGE Adult Guidance Handbook is a web based resource funded by the Department of Education and Skills.

It was developed by NCGE in collaboration with the Adult Educational Guidance Services in 2010. In September 2014, the NCGE Adult Guidance Handbook incorporated new additional materials and was re-launched for the adult guidance community.

In September 2014, the NCGE Adult Guidance Handbook incorporated new additional materials and was re-launched for the adult guidance community.

To view the guide and the range of resources available Click Here

Apprenticeship Resources

City & Guilds have produced a range of support tools, guides, reports and other resource tools for providers, employers and learners.

These can be accessed free of charge by clicking the appropriate link below.

Employer Resources

Provider Resources

Learner Resources

Videos: Judges Talk About Their Judicial Careers

For legal professionals who may be thinking about applying to become a judge, here are the stories of people who entered the judiciary. They explain why they made the choice, the challenges and rewards and give some advice on applying via the Judicial Appointments Commission.

Her Honour Judge Mary Stacey Her Honour Judge Mary Stacey
HHJ Stacey was a solicitor and employment judge before becoming a Circuit judge in 2014. She talks about why solicitors have the right qualities to become judges.
His Honour Avik Mukherjee His Honour Avik Mukherjee
HHJ Mukherjee was a criminal Barrister before being appointed to the Circuit Bench in 2015. He talks about the challenge of applying for a new job after many years.
Recorder Ed Murray Recorder Ed Murray
Commercial lawyer Ed Murray was appointed Recorder in 2009 and Deputy High Court Judge 2013. He explains how being a judge part time complements his job as a litigator.
Deputy Chief Magistrate Tan Ikram Deputy Chief Magistrate Tan Ikram
Tan Ikram became Deputy Senior District Judge (Chief Magistrate) in 2017. Previously Deputy District Judge 2003 and a District Judge (MC) on the South Eastern Circuit in 2009. Previously a partner in a law firm he talks about using transferable skills.
DDJ Pathak DDJ Pathak
Deputy District Judge Pankaj Pathak was appointed in 2010 and sits in the county courts of London and Essex.
He talks about running a practice and the benefits of trying new areas of law as a part time judge.
HHJ Kalyani Kaul QC was appointed a Circuit Judge in 2015 and sits at Snaresbrook Crown Court London. She describes her journey to a judicial post and the support and advice given by other judges.
Tribunal Chamber President Judge John Aitken Tribunal Chamber President Judge John Aitken
Judge John Aitken became President of the Social Entitlement Chamber of the First-Tier Tribunal in 2014. He is based between Newcastle and London. He encourages lawyers to apply outside of their normal jurisdictions.
Employment Judge Adenike Balogun Employment Judge Adenike Balogun
Salaried part time Employment Judge Adenike Balogun was appointed 2009 from a solicitor background and is based in South London. She talks about her move from solicitor to judge and preparing her application.
The Inbetweeners: The New Role of Internships in the Graduate Labour Market
April 21, 2017
The decline in the proportion of graduates entering high-skilled work has led to a rise in internships, offering interns experience in the workplace and employers a cheap form of labour. This report addresses the problems this is creating in the labour market, and puts forward policies to prevent internships becoming a barrier – rather than an aid – to social mobility.

Each year up to 70,000 internships take place, offering mostly graduates the chance to gain experience in the workplace. Many internships, however, do not offer meaningful learning opportunities, have poor working conditions, and are inaccessible to young people without the connections and know-how to get one. Internships should no longer remain unregulated, of variable quality and restricted to a privileged few. Providing equal opportunities for young people of different backgrounds to enter the professions is important both from a moral perspective and to ensure that businesses have access to the widest pool of talent. For internships to be a driver of social mobility rather than a barrier to it, universities, employers and the government should act together to increase the overall availability of internships and minimise any barriers to takeup for those who are disadvantaged.

The proportion of graduates in high-skilled work is in long-term decline: while 61.3 per cent of graduates aged 21 to 30 were employed in high-skill occupations in 2008, today only 55.8 per cent are. Characteristics including socioeconomic background, schooling and ethnicity are still strongly related to the jobs prospects of young people, with those who went to private school earning more even compared to other graduates in professional jobs.

Within this challenging and competitive labour market, internships have emerged, offering young people a chance to gain experience in the workplace and employers a form of cheap labour, as well as a way to find top talent for more permanent roles. Each year 11,000 internships are advertised – but the true number that take place is estimated to be as high as 70,000 per year. Internships offered by top graduate recruiters have consistently risen each year since 2010 (by as much as 50 per cent in total). Nearly half of these employers report that candidates who have not gained work experience through an internship will ‘have little or no chance of receiving a job offer’ for their organisations’ graduate programmes, regardless of academic qualifications.

The sharp decline in job opportunities at the time of the recession led to an oversupply of graduates, with greater competition for good graduate jobs meaning that firms were able to access highly skilled workers even for low-paid, insecure work, such as internships. Now that the economy is recovering we would expect to see internships receding and entry-level jobs taking their place. It appears, however, that internships have become a permanent feature of the graduate labour market, and are now a ‘must have’ for the typical graduate career.

Although prime minister Theresa May agrees that ‘advancement in today’s Britain is still too often determined by wealth or circumstance, by an accident of birth rather than talent and by privilege not merit’, one of the key routes into top jobs – internships – is closed off to many, due to a lack of connections and insufficient financial capital to subsidise low-paid insecure work. Our focus groups with graduates also show that discrimination, low confidence in navigating opaque recruitment practices, and a lack of knowledge in how to find good placements can prevent young people from less privileged backgrounds from securing an internship. In short, internships are acting as a barrier to social mobility rather than being a driver of it.

Download the employer’s guide to internships that accompanies this report (Internships as opportunity: How employers should offer accessible, high-quality placements)

Career Girls®

The mission of Career Girls is for all girls to reach their full potential and discover their own path to empowerment through access to inspiring career role models and supportive girl-centric curriculum.

Based in the United States, CareerGirls.org is a video-based career exploration tool for girls, with an emphasis on Science, Technology, Engineering and Math (STEM) careers. It’s free to use and free of commercials.

It includes over 7,000 video clips featuring more than 400 women role models. These successful women work in different careers—ranging from astronaut to musician to veterinarian—all over the United States.

CareerGirls.org is unique. It provides inspirational and educational videos of real women who have made it in their chosen fields—and combines these videos with other useful tools for both girls and educators. As well as the videos, their site also includes a range of free resources which you may be able to adapt to your own information, advice and guidance environment.

To visit the Careers Girls website https://www.careergirls.org/

Documentary Film on Later Life Careers
March 15, 2017

Developed by Canada’s careers service – a documentary film examines career shift, transition and occupational change in later life. As life expectancy increases, many people are interested in an extension of working life. This film shares the stories of five people who have changed occupation at age 50 or older.

The film shares people’s stories of later life work and career shifts into second or third careers. The stories of these individuals are compelling and engaging; they themselves describe the issues and challenges faced during their transition into new work. The participants explain the obstacles as well as the decisions that they made and let the audience into their personal lives. The motivations for career shift vary among the people in the film. Some people can be forced into job change during later life; some people may want to work for personal fulfillment, whereas others may need to generate an income.

The stories help the viewer to understand that later life career shifts are common. Furthermore, the film provides hope and inspiration to others regarding the transition into new occupations.

The documentary Redirection: Movers, Shakers and Shifters is one component of the national CERIC-funded Redirection: Work and Later Life Career Development initiative, also known as the Redirection Project. A Companion Guide has been developed for use with the film. Both the film and the guide are to be used by career development professionals in their work with clients age 50 and older. Included in the guide are suggestions for how to incorporate the film into one-on-one counselling or group workshops as well as recommended discussion questions. The film is designed to stimulate dialogue and discussion about the themes and issues surrounding later life career shifts, work options and transition pathways.

To watch the film Click Here

To download the guide Click Here

The West of England LEP LMI
March 14, 2017

The West of England LEP believe that the delivery of, and access to, high quality Careers Education, Information, Advice and Guidance (CEIAG) is key to ensuring that young people and adults across the West of England are able to make informed career choices.  Access to locally informed and easy to understand Labour Market Intelligence (LMI) is often cited as a key barrier to providing high quality careers information to young people and adults alike.

To respond to this need, the West of England LEP have produced a series of sector and geographically focused LMI documents titled ‘Employment in the West of England’. This annual series of user-friendly reports brings local employment data to life and is designed to support careers and employability professionals working across the West of England.

They have produced 12 documents covering different sectors/topics and all of the documents are available to download.

To view and download the LMI guides Click Here

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