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PwC Tells New Staff They Can Choose What Hours to Work
September 4, 2018
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The BBC reports that accountancy giant PwC has launched a scheme that allows some new recruits to work the hours they want.

The Flexible Talent Network allows people to list their skills and preferred work pattern when they apply.

A woman walks into the PwC building in LondonPwC says the aim is to attract skilled people who don’t want to be tied to traditional 9-to-5 hours.

Flexible working patterns can include anything from shorter weekly working hours, to only working for a few months a year.

PwC, which will match recruits to relevant projects rather than specific roles, hopes the move will give more diverse talent a route into the firm.

PwC, one of the so-called Big Four accountancy giants, said that it decided to embrace the gig economy after a study it carried out showed that almost 46% of 2,000 respondents prioritised flexible working hours and a good work-life balance the most when choosing a job.

So far, more than 2,000 people have registered with the new network in the two weeks since the initiative was launched.

Apart from the flexible working scheme, PwC is also recruiting for its six-month paid senior internship programme Back to Business, which is designed to help senior professionals to restart their career after an extended break. Read more

Civil Service Fast Stream Careers
August 29, 2018
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The Civil Service Fast Stream will open for applications at noon on Thursday 20 September 2018 at www.faststream.gov.uk.

The graduate programme is currently ranked No.2 in the times Top 100 Graduate Employers.

If you have clients interested in applying to the Fast Stream, they are warmly invited to do some window shopping on the website, ahead of applications opening.

They will be able to see which of the 15 schemes can best support their progression into a rewarding career and pre-register their details ahead of the application window. Read more

These Are the Three Key Dynamics Shaping Modern Careers
August 24, 2018
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The following article was written by Lisa Mainiero, Professor of management at Fairfield University and is published in collaboration with LSE Business Review.
The career landscape of the 21st century, characterised by work interruptions, opt-outs, and temporary contingent work assignments, requires that we think differently about linear careers.

Until now, much of the career literature has been based on men in the twentieth century who had linear careers in a single corporation or industry. However, men and women in the 21st century have unique career trajectories, sometimes fulfilling the ideal of a linear career, but more often characterised by opt-outs, contingent employment contracts, and part-time work. The Kaleidoscope Career Model (the KCM) (Mainiero & Sullivan, 20052006) addresses the unique features of male and female careers and takes into consideration the non-linear aspects of contingent work. The KCM posits that needs for authenticity, balance and challenge over the course of a career will be present but arise at different intensities across the lifespan.

The three parameters

Read more

M&S Careers
August 21, 2018
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Four Possible Future Worlds of Work
August 10, 2018
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The following article by Rachel Sharp was first published in HR Magazine.

Speakers at Assoication of MBA’s (AMBA) Careers and Talent Forum 2018 shared their predictions for the future workforce and how leaders should get ahead

There are four different worlds of work that could be possible in the future, according to Juliet Stuttard, director of people and organisation at PwC

Speaking at the Association of MBAs’ Careers and Talent Forum 2018, attended exclusively by HRmagazine, Stuttard said these futures involve varying degrees of collectivism, individualism, business fragmentation and corporate integration.

“It’s impossible to predict exactly what the future of work will be like,” she said, because “uncertainty comes from the human impact”.

However, Stuttard pointed to four possible scenarios identified by PwC that could become reality by 2030: the yellow world (humans come first, ethical/social first or community businesses prosper); the red world (innovation comes first and outpaces regulation, organisations focus on customer needs); the green world (large companies prosper but are socially responsible); and the blue world (corporate is king, big company capitalism prospers).

The challenge, Stuttard said, is that “we need to make sure the workforce is flexible” so that organisations can adapt to whichever reality emerges. Well-established organisations such as PwC will not be immune, she said, adding that “around 90% of PwC employees today are consultants but we think this will go down to 50% in the near future, as the business model needs to change or we will die”.

Stuttard encouraged leaders to make what she termed “no regrets moves”. One proposed move was to invest in innovation and new skills. “Understand the skills you have and the skills you need – at the moment workforce planning is this mystical process no-one is quite getting right,” she said. Read more

Manufacturing a Career to Success
August 6, 2018
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In this article published by the CDI, Bhavina Bharkhada explains why career inspiration is the key to solving the skills shortage in the manufacturing industry.

MANUFACTURING A CAREER TO SUCCESS

Researching Careers in Careers
July 23, 2018
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The International Centre for Guidance Studies (iCeGS) at the University of Derby, is undertaking research to find out why career changers choose to work in the career development sector.

Little is known about the Career Development workforce and we would like to better understand the enablers and barriers to attracting new people to our profession.

The Centre and the CDI are interested in the views of practitioners working with adults who have moved into the career development field. They are keen to find out about what attracted you and how you see your career progressing. We value your thoughts on this topic.

All information will be anonymised. Please complete the short survey which can be accessed here

The survey is open until 30th July 2018. 

For more information contact Dr Siobhan Neary, Head of iCeGS at s.neary@derby.ac.uk

 

Seven Tips for Changing Your Career Path
July 16, 2018
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The following article may be of help to any clients who are at a career crossroads.

Are you completely unsatisfied with your current job? Would you do anything to turn your life around? Do you want to push forward with your plans as soon as possible?

If your answer to these questions is yes, you will need to take on board the following seven tips to change your career path. They will help you to change your career path for the better. It might be an intimidating career pathprospect, but if you plan ahead, think positive, and keep your cool, you are sure to secure success. Hopefully, it won’t be long until you are looking back at this moment; thrilled that you had the nerve to follow your dreams.

Work out what it is you don’t like about your current job

Before you do anything else, you will need to work out what it is you don’t like about your current job. It will save you from making the same mistake over and over again. Overhauling your career path is a big step to take, so the last thing you want is to end up in exactly the same position. That is why you should write a detailed account of everything your current job lacks. You could also try keeping a journal, as this will allow you to make daily entries that explore your grievances. Then, when it comes to finding your new profession, you will have a clear idea of the areas that you are unwilling to compromise on. Whether you decide never to work long hours again, never to put up with a demanding boss, or never to make do with a tiring commute, the most important thing is that you know your limits.

Get your personal finances in order Read more

From Careers to Experiences
June 29, 2018
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The following article was first published in The Wall Street Journal.

In the 21st century, careers may no longer be narrowly defined by highly structured jobs and skills, but by experiences and learning agility.

As technology becomes increasingly central to organizations’ business models and ability to compete, many successful CIOs have prioritized building and maintaining the pools of talent required to meet new challenges. Such efforts include recruiting and hiring top talent and then finding ways to keep these employees engaged, challenged, and advancing within their organizations.

What does the modern career path look like? It’s evolving into a series of developmental experiences, each offering a person the opportunity to acquire new skills, perspectives, and judgment. Among 10 trends highlighted in Deloitte’s 2018 Global Human Capital Trends report, 84 percent of survey respondents cite “from careers to experiences” as very important or important, making it the third most singled-out trend this year, yet only 37 percent think they are very ready or ready to address this transition (Figure 1).

Read more

Career Girls®
June 8, 2018
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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.

Visit the Careers Girls website HERE

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