1. Searching for roles – As the saying goes, ‘finding a full-time job, is a full-time job’. It can take time before you actually find a role that’s right for you or sometimes even secure yourself an interview. Try to remain patient when undertaking your job search and understand that this is a normal process. There are many avenues that can be used to help you secure your first role, be sure to try different methods. If you are in sixth form or in your GCSE year, your school will likely have resources to do with employment, perhaps a designated careers councillor or organised talks on finding work after school. Use all the available sites where local jobs are posted to keep an eye on the market, this will give you a good idea about what is available and if there are a lot of opportunities. Professional help / advice is also available through the services of a reputable recruitment agency. Recruiters hold valuable knowledge on which areas of the market have the most openings and what might be best suited to you. At AP Personnel we have a strong network of diverse clients that we are in regular communications with, constantly receiving updates and learning about new career avenues. Do not be afraid to ask our professional advice - we will always be here to help.
2. Your CV – There are a few things you should look to include in your CV and certainly avoid also. If you are just coming out of education, you should be able to have a CV that is one or two pages. Try to include some duties in your previous roles/positions of responsibility and also be specific with the dates, to include the month as well as the year you started. It can also be a great idea to include a ‘profile’ at the top of your CV where you can write a short description of yourself, talk about what you are looking for in terms of your career, what competencies/skills you have and your character also! This is a great way to give potential hirers an understanding of who you are as a person and what you can offer. A great way to stand out is to compile a covering letter to include with your CV, although this can be considered as standard procedure, more often than not people will use the same if not similar ones to send to various employers. Make sure that you make the best possible effort to personalise each one and make it specific to the company you are sending it to. Do not forget to add in your cv any academic or recreational achievements. New employers always like new recruits to have active interests outside of the workplace particularly sports. They are also a good starting point for discussion in an interview.
3. Interviewing- In terms of interviewing, you will find a lot of great information on the internet about how to interview well, what you should look to do and what to avoid. Typically, the advice is not bad and you can certainly take a lot of value from researching this yourself. One tip I would give for this, do your research! More often than not it is the best prepared candidate who is hired for the role, this encompasses from how you present yourself, the questions you prepare, what you know about the role/company and what questions you have anticipated will be asked. The more prepared you are, the better you will feel going into the interview and that will really reflect in your confidence once you are there. Calm any nerves and remember to remain composed and to look at the interviewer when you are responding to questions.
4. Not knowing what you want to do – Like thousands of school leavers/graduates across the UK, I understand that there is a certain degree of pressure in figuring out what you want to do in terms of career and life in general. Do not worry about this if you haven’t got it all figured out, I can guarantee that there are people from all walks of life at all different ages that still have some uncertainty in what they want to be doing in their careers and this is totally normal. It’s important to try different things and explore what opportunities are in front of you so that you may figure out what works best for you. Take things one step at a time and absolutely trust in the process.
5. What do I do when I’m unemployed and looking for work? – Make sure you are using your time wisely and demonstrating effort in making yourself more employable. I assume the last thing you want to hear is you should be studying after thinking you’ve left your school books behind once and for all. Although this is the case, once you reach interview you will likely be asked what you have been doing with your time since looking for work, ideally, we want to be able to impress at this point and show we are serious about developing as a professional or have been productive in some form whilst searching. As examples, you want to be able to say something similar to the following, “I’ve been taking an online course in Excel, whilst also researching the financial services industry in Guernsey. For example, I have learnt that…”, “Since I’ve been looking for work, I’ve read the following books as well as used the time to take up a new hobby in..”, “After I left school I’ve been doing some volunteering in my local community and have also created a portfolio of some previous work I have done and experience I have gained”.
6. Adjusting to full-time employment – One thing that can either come as a shock or a bit of a worry is starting your first full-time role. There are some big differences between full-time education and employment, but these are all things that the majority of the planet get used to and it becomes the norm. If you feel like it is too much of a change or you are struggling with any work pressures or the shift in environment, you may want to arrange a talk with your new employers Human Resources department or your immediate line manager. The people in these roles will have dealt with similar scenarios on many occasions, they understand the change as well as the difficulties that can surface when embarking on a new career. I’d also allow time for you to adjust and acclimatise to your new routine, I have spoken with many candidates who have said they have regretted leaving jobs early and wish they had given it a little longer. Don’t feel you need to rush any major decisions and ensure you are making the best-informed choices. Happy job hunting!
visit our website to see the latest vacancies and sign up for our job alerts – www.ap-personnel.com
The lockdown caused by the COVID-19 pandemic during 2021 disrupted local businesses and resulted in many not being able to fully trade. Interestingly the disruption has not hampered the continued buoyancy of the Guernsey recruitment market with many jobs still open and available. There are still plenty of requirements for experienced trust and fund professionals at varying levels. Encouraging for the economy is that we have a number of clients also looking for entry / junior level staff for these industries which is a great indication that the future is looking positive. Employers in the wealth management industries are aware of the consistent demands for STEP, ICSA and ACCA/ACA professionally qualified candidates. It is common knowledge that Guernsey’s jobs are mostly comprised of financial services opportunities and directly available to locally qualified people who have trained in these sectors. The truer picture is there are not enough locally qualified staff on the island with the necessary skills set available for the demands in this current job market. Is the deciding factor that the time has come to introduce more essential workers into the island to assist companies who cannot find the best staff? More importantly, are companies aware and ready to apply for necessary essential worker licences if they feel the need?
Understandably, most companies hold on to the conventional method of employing locally qualified staff. The job market is an employee’s one, this, in turn, creates friction between prospective employers competing to win over a new potential employee. The natural course taken is to provide extrinsic motivators, such as increased salary or adding monetary value to benefits packages, subsequently creating inflated salaries particularly for some of the jobs which urgently require filling.
Alternatively, if companies were willing to apply for essential worker licences they then can keep a high staff morale and retention rate, due to staff not having to work excessive hours to compensate for the missing qualified staff members which are hard to find. As line managers, we all have a responsibility to ensure our teams are fully supported and this comes in many forms. For instance, the addition of new staff where required and considering all available options when doing so.
AP Personnel helped a number of non-local candidates to secure new roles here on the island in 2020. We have recently helped three candidates find employment with licences attached already in 2021. Candidates from the UK, Commonwealth, Europe, Africa and Asia have all secured positions through us over the years and our clients have been extremely impressed with the ability, ambition and work ethic from the staff they hired through us.
From the outset, AP Group have placed candidates in more than 58 jurisdictions. These individuals are holding or studying professional qualifications, and often multi-lingual with previous exposure to working in offshore locations. More importantly, essential workers coming into the island can add a lot of value, culture and insight for their new employer. With such an increased demand for staff in the current market, we are anticipating organisations will need to rethink about applying for licences for candidates who are a ‘limited edition’ on the island. For local companies who have never thought to apply for work permits, they should certainly give thought to the possibility of extending their reach to a new talent pool which we have available for them who are outside of Guernsey. It really is worth companies who have only ever previously recruited staff locally, to perhaps try navigating through unchartered work permits waters. They may be surprised to learn that the conditions might be less difficult than they think.
The benefits of recruitment agencies far outweigh the costs
Andrzej Brzezinski, Manager of AP Personnel Jersey explains how the activity of professionally qualified recruiters stimulates the Jersey job market, influences the effective use of human resources by companies, and contributes to the efficient functioning of companies in the current job market and Covid 19 epidemic.
Going back to Covid free January of last year, it is impossible not to notice that the present-day reality is completely different in Jersey since January 2021. Although the world already knew about Covid-19 in 2019 the problem did not arouse such great fears and emotions at that time, the world was naïve. Lockdowns, turbulent Brexit politics, the growing tension between the USA and China had a large impact on global markets and affected the broadly understood economic activities. Possible inclusion of Jersey by the European Union on the black list of tax havens and related consequences for businesses that operate from Jersey, as well as growing fears that London could become a rival ‘offshore’ finance centre additionally increase the feeling of uncertainty.
Undoubtedly, companies are currently facing many challenges. Many companies and corporations introduce processes improvement and organisational changes in order to adapt to any new situation. They conduct effective risk management and have a well-planned human resource strategy in place, knowing that people are their most valuable resource.
Organisations in Jersey, mainly in the financial services, insurance, legal, IT and commercial sectors, rely at times on the use of external recruiting specialists. We have been cooperating with many regular clients for years. Partnering with an established recruitment agency can be highly beneficial to a company as a whole. Everybody knows the basic purpose of a recruitment agency, which is to help job seekers find new roles, while helping companies find the perfect person. Not everyone realises all the other benefits for organisations that come with using a recruitment agency. Especially during uncertain market conditions, organizations should not rely on the candidate to find them. The best employees do not necessarily explore the job market they expect a reliable and experienced recruiter to do that job for them.
Using a recruitment agency’s services increases a client’s ability to meet with high-quality suitable candidates. AP Personnel has been assisting Channel Island businesses with the recruitment of staff for 30 years. We focus on attracting the most talented candidates and local businesses to partner with, to ensure we are at the forefront of our industry and that we can offer job seekers the best companies to work for in the island. Our ultimate goal is to provide clients with the best talented staff available in the local and international job market.
A good recruiter knows how to network with the right candidates to meet their clients’ needs. AP Personnel are constantly looking for the best jobseekers from many sectors in order to be able to offer our clients the strongest candidates. At the same time, we explore the job market, compose job adverts, post them to number of job boards and use modern tools to reach valuable candidates who are the most difficult to find.
During candidate registration process, the recruiter performs a pre-screening, carefully evaluating and interviewing both active and passive jobseekers before presenting their cv to clients. The task of the recruiter is to make sure the candidate will be measurably beneficial to the client and a perfect match will happen. The client and successful candidate will have the opportunity to maximise their company and new employee potential and they will be in line with their professional interests.
With a vast talent pool in the database, extensive network of connections, access to expensive recruiter systems and the best tools that help locate people with hard to find skills, a recruitment agency can find candidates quickly and efficiently. Additionally, we will conduct a thorough pre-selection process and also make sure that a candidate's salary expectations are realistic and do not exceed the client’s budgets. This will make the hiring task easier for HR teams or line managers, so they can use their working time more efficiently and fulfil their business objectives and work / life balance.
Recruitment consultants can distinguish themselves through the continuous training and development in cooperation with a recognised recruitment agencies representative body. Thanks to on the job and professional training, AP Personnel understand client and candidates needs and we are therefore able to offer expertise advice when needed. This can relate to salary benchmarks requested by clients through to recommendations to candidates of the best companies to work for in Jersey.
Quality of service
Companies are in no way obliged to hire or even interview the candidate presented by the consultant. Companies looking to hire staff do not bear any financial costs related to using the services of an employment agency if no candidate is eventually hired. This means that in such a case the recruiter, despite the work done, will not receive compensation from the client and works normally on a success only basis – no offer to candidate – no fee to the agency. Our success is purely based on finding the right candidate for our valued clients. This means that the real value of our services is through hard work and knowledge of our industry in a local and competitive job market.
Job interviews can be nerve-wracking experiences. There’s plenty of preparation to do before the interview, then when it comes to the crunch, you’re expected to impress, stay calm under scrutiny, and successfully navigate your way through the interview. But once the interview comes to an end, getting feedback is extremely important – especially if you’ve received a job rejection.
There are so many benefits to asking for feedback. It can help you to see which aspects of your interview need improvement, and where you were most successful. Feedback also provides you with insight from recruiters, as we may be able to share our expertise and offer advice for interviewing in future. What’s more, it helps you to understand the type of applicants you are up against. This could inspire you to pursue professional development before applying for a similar role elsewhere.
So, if you’ve ever left a job interview wondering whether or not they are going to call you back, or whether you did a decent job in the interview, here are our top tips on how to ask for feedback after an interview.
1. Ask For Feedback During The Interview
A classic question that so many hiring managers ask at the end of an interview is “Do you have any questions for me/us?”
Respond to this question with something along the lines of: “Is there anything that I may have said or not said that makes you feel I may not be the person for this position?”
While this is certainly a courageous question to ask, it will definitely help you to stand out from the rest.
This is the perfect way to ask for feedback during an interview, because you’ve put them in a direct position to answer the question – and hopefully they will give you an honest answer.
This is their chance to express what concerns them (if anything), and gives you the opportunity to correct those concerns before the interview is over. That way, you can leave feeling even more positive about the interview, and feeling like a top candidate.
2. Ask for Feedback from the Recruitment Agency
It is the responsibility of the recruitment consultant to manage the post-interview feedback between the hiring manager and the candidate. We will liaise with the client to discuss their feedback and then relay this to you. Here’s your second chance to ask anything you missed at the interview and give your feedback about the company too.
3. Follow Up After Receiving a Rejection Call/Email
If you get told you didn’t get the job, then ask for feedback during the phone call.
Asking for feedback is very important at this stage because you may learn that the reason for the rejection had nothing to do with you!
Perhaps they found an internal candidate at the last minute, or lost funding for the role. Perhaps they decided to restructure the department you interviewed in and no longer need to fill that role. Without obtaining that feedback, you’ll never know the reasons for the job application rejection, and you’ll probably think you did something wrong.
That being said, if the feedback offered is related to how you did in your interview, then this is essential feedback that you need to know about before continuing with future interviews.
If you received an email then you should respond back with an email thanking them for letting you know. Thank them again for the opportunity to interview, but also ask them if they are available for a quick phone call in order for you to speak with them about your interview. Talking on the phone enables you to ask more in-depth questions that clarify why you weren’t selected.
Whether on the phone or via email, you need to emphasise just how important the feedback is to you so that you can improve your interview skills for future interviews. Without the feedback, you could end up making the same mistakes over and over again.
4. Ask for Advice on Training Courses
If you didn’t get the job and this is an area that you really want to get into, then you could ask if the rejection was due to a lack of experience. If this was the case, ask what training you should be looking at doing, or how you can go about getting work experience in that sector in order to be more qualified.
For instance, if the candidate the client had selected had a particular certification that is desirable for the role, then you may wish to consider pursuing that certification yourself. You could also look for other ways to make your future applications more competitive.
5. Follow Up if you Haven’t heard Back
In some cases, weeks can pass without hearing from a recruiter following an interview. Even if their best intentions were to get back to you, sometimes things happen and delays occur. Another reason could be that they’re still waiting for feedback from the client!
If you haven’t heard back for a number of weeks, send a follow-up email to check-in. Keep it simple and to the point, mentioning the job title and date you were interviewed. State your enthusiasm for the role and ask if they’ve reached a decision yet, or have any updates. Don’t forget to check for spelling and grammar before pressing send!
Getting honest feedback can sometimes be tough going, but by having the courage to ask, you’ll benefit tremendously. You’ll gain great insight into some specific areas you can improve on, and may even learn something about yourself that you were unaware of. As a result, you’ll become a much stronger candidate in the long-run.
When looking for staff or if you are a job seeker looking for a new opportunity, why not speak to one of our experienced consultants today on 715757.
Astonishingly one in three workers are in a job that is totally unsuited to them according to a recent survey conducted by ONS research.
This could be based on experience, competence or qualifications or even just a cultural fit. Whilst this is a worrying result, thanks to jobs boards and the normally static job market, it's still dropping and the percentage of those in employment who suited their skillset and cultural ambiance was at its lowest for more than a decade at 68.7%
How can you tell however that you are suited to the right job? From day 1 all jobs start with the pressure of a steep learning curve, all jobs feel strange at first and it always takes time to adjust to a new corporate culture, for those of you who are just starting out in your first jobs it can be very daunting. The probation period for a new job is generally either 3 months or 6 months. It is important to note that probation period is a good time for not only the employer to assess if they have chosen the right new employee but also for the new employee to gauge during this time that they have chosen the right employer. This is why it is extremely important an end of probation meeting is held and completed and the employee understands how they have fared and the employer can find out from the new employee if they could have provided more training for example. If you do find that your new job is not as it seems then do not wait until the end of the probation raise any issues with your employer sooner to rectify them and get you back on track to success. At AP Personnel we always recommend to every candidate accepting a job offer to ensure that they have a full job description so they understand fully their work parameters and it is in writing from their new employer what is expected of them.
If however the job really does not float your boat and you have thought about quitting then there is something fundamentally wrong! Even jobs that are going well can have their bad days, particularly if you are stressed and anxious and overworked. When these bad days become more frequent and are becoming more and more regular than something has to give. If your role does change to the original job description then this is a major red flag and you may have been mis-sold the job – this is when it is most important to re-read your job description and you have every right to bring your concerns to the HR department or immediate line manager. Sometimes a mis-sold job is due to a disorganised or an understaffed company, if your employer tells you they are going through a transitional period then do give them time to rectify the situation before jumping ship, after a few months if nothing has changed then you do have to think of your career and stress levels and if HR are not prepared to make amends then perhaps this is when it is time to move on.
Living on an island, it is common to hear candidates express their concern about the ‘high turnover of staff’ or ‘bad reputations’ they may have heard about potential new employers. At AP Personnel we fully support our clients and we understand some companies do go through a period of change but we advise candidates not to listen to on the street gossip but to go and find out for themselves about a company by being invited for an interview, then do not be afraid to ask direct questions to an interviewer like ‘what is the company’s staff turnover like’, how do they treat staff, do they invest in their training and future career building for example?
Most new job seekers going out to their first jobs place a healthy work culture as their number 1 factor when selecting a new job. They understand how important their overall wellbeing is to their work lives. No one wants to work in a toxic culture. It is important the HR departments are renewing policies and updating contracts to keep in line with the new times we are now working in. Always ensure that you select a company to work for who value their talent and invest in their futures.
Explaining gaps in your CV, what might result in career breaks and what impacts these can have.
“Can you tell us what happened between these two jobs, why were you out of work?”
At some point in our careers, we will be asked about ‘gaps in our CV’. A lot of the time we really can’t help but have a slight break in our careers, if we are looking for work in-between jobs then surely that’s fair enough right? All in all, yes this is fine. If there happens to be an extensive period whereby you were looking for work then perhaps eyebrows will be raised in investigative anticipation. What you ideally want to be doing is making use of the time that you are looking for work if it feels it is going on a little longer than perhaps first hoped.
How to productively fill your time
Look to spend your days committed to learning a new skill, or taking a course on a subject that is going to enhance your development as a professional. Prospective employers will hopefully understand that looking for a job can be a full-time job in itself, so seeing you have taken the initiative to utilise your time wisely, will be looked upon favourably.
What might result in a career break?
A difficult one to answer as life is difficult to predict. Whether it is taking a career break for a travelling, sabbatical or you require a rest from work, it is important that we detail this on our CV’s. Sometimes reasons for a break can be sensitive so sharing them at interview can be awkward. You are not obligated to reveal anything sensitive in detail, so feel free to give a simple and short explanation.
Impacts of career breaks
You may have heard the phrase, ‘it’s always easier to find work if you have work’. If you are in employment it is usually more reassuring to prospective employers reviewing a CV. However, if you are looking for work do not look at this as a negative, just ensure you detail the reasons in your CV as to why you are immediately available to work. Finally, always make sure the month and years you worked to and from for each employer are clearly specified on your CV.
We hope your job seeking is a success!
It is a relief that mental health can be discussed without discrimination now we are in the 21st century. Mental health - these two words are as broad as they are wide. There are so many conceptions of mental health ranging from post-natal depression to schizophrenia. A survey documented by APSCo (the governing body for recruitment agencies) has found that nearly 50% of employees living with a mental health condition do not inform their employer, with more than a third (39%) saying that they feared their reaction and the repercussions. This is due to the history of mental health when most employers would shun, dismiss and alienate any employee who showed ‘odd’ signs or gestures in the workplace.
Other reasons cited included not being comfortable telling the individual (59%), the stigma around mental health (42%) and the lack of support in the workplace (22%); with 55% saying they were either unaware of any support available or that their workplace lacked in any assistance for mental illness.
The same survey of 1,400 respondents, which comprised 80% males aged 41+ working within construction, professional services, IT, digital, engineering and energy, revealed that 1 in 5 (21%) had experienced a mental health problem and of those, 62% were either seeking treatment or had sought treatment in the past.
Almost 1 in 10 of all respondents had also at some point considered taking their own life, revealing that their mental health issue had left them feeling suicidal.
These findings are shocking and very concerning. There is still a major disconnect between mental health awareness and openness at work, which means people are still uncomfortable discussing the subject due to fear of what their employer may think or the risk of them losing their jobs altogether.
It appears too many people are still suffering in silence, which can often result in people having time off work. Four of the respondents said they were off work for more than a year as a result of their mental illness, which will have had a significant impact on their employer in lost productivity.
An understanding of mental illness and safety is critical in many industries. Whilst victims’ employers try very hard in protecting staff from physical harm, the same effort is needed to address mental illnesses in the workplace. To eradicate the taboo associated with mental illness we need to encourage open and honest working cultures and debates that provide better support and training to help spot the early signs of mental ill-health.
It is important therefore to train a handful of staff across businesses to become ‘mental health first aiders’. So they possess the practical skills to spot the signs of mental illness among staff, including its temporary staff and contractors. Confidence to intervene and support those in need is paramount. Companies objectives should be to support their mental health first aiders and ensure that they are fully up to date with any training provided. HR qualified staff have never been more important to their employers and employees, in being instrumental to this issue in the workplace. Ensuring HR teams are able to research and implement ways to protect staff and that staff handbooks have all the necessary information when staff are feeling vulnerable.
It is important companies prioritise mental ill-health in their business and develop meaningful and impactful mental, emotional and physical wellbeing programmes to support staff to help them to thrive. World Mental Health Day released a new whitepaper highlighting workplace mental health and the steps employers can take to create a happier, healthier and more productive workforce. At AP Group we liaise and assist charities in the island associated with mental health including Jersey Employment Trust (JET) who help a wide range of people not all with mental health issues but need help to return to the workplace.
How this current pandemic will change the workplace
A large majority of the workforce has had to experience adjusting their working day by operating from home. For a lot of workers, this has been an interesting adaption from a busy office to the corner of the home where they have to keep their laptop or desktop.
Waiting in anticipation of when the pandemic will ease and lockdowns lifted, some workers will be happy to get back to the daily commute and busy office atmosphere, whilst a majority of others have quietly enjoyed the experience and if honest with themselves wish they could work from home forever.
Yet when the official lockdown can finally be eased, one thing is for sure; work life will not simply return to normality in the same way it did before. Companies will have had a taste of whether they can adapt to some or if not all of its staff working remotely, thus saving considerable travel costs and time for staff and possibly downsizing on business premises will result.
Post Covid19 pandemic and going by Deloitte's statement that nearly 90% of workers want to be able to have the choice of working from home all if not some of the time. Remote and flexible working is now slowly becoming the ‘in’ thing and it appears that many owners of businesses and bosses responsible for their workforce are able to seriously consider the change. It is still nervous territory for some, but if the clever staff currently working remotely have shown their line managers over the course of the past few weeks that they can be trusted to achieve the same work output or if not more work than their time when in the office, then they may have convinced their employer to resign to the idea.
Historically being in the office has been important for decades. Bosses were expected to think that employees are only able to do their jobs when being closely monitored. If there is anything positive to come out of the lockdown that is, whilst having devastating effects for many, at it has allowed bosses to see that actually, the vast majority of workers are motivated, and will succeed and don’t need someone to be closely observing them. It can be possible, therefore, that bosses will no longer view an employee’s success on how long they are working at their desk, but can base it on their end results. If an end result has been a positive one, then does it really matter how the employee got to that point of success?
Conducting conference calls using communication tools such as video conferencing has been a success and doable achieving the same as if you were sat in a meeting room with your work colleagues or clients. These connections aren’t just about basic communications such as email or mobile calls; these pieces of essential work support have been essential and companies are finding that they are able to bolt on other clever devices such as cybersecurity and software which can identify staff work patterns and productivity, so they can control their business still without being in the same place as their workforce.
Zoom has been one of the most successful communication platforms during the lockdown, it has seen a 535% rise in users while social media ie Facebook are soon to be releasing their own video conferencing. It is extremely likely that we will see more and more adaptable devices and software that will enable a better remote work connection over the course of this year.
Work and Life balance
The change to working from home for most has been new and unprecedented. We all lead busy lives and like to spend more time with family, isolating with your loved ones has enabled workers to experience how positive this current work-life balance can be. Before the pandemic, those of us with children were used to missing our children’s bedtimes and parent days at school due to daily commuting so connecting with loved ones whilst isolating and working from home will make workers realise what they have been missing and it will be difficult to return to normality once the lockdown is over.
Time will tell if bosses yield to the concept of a greater work-life balance for their workforce. Until a successful vaccine can be developed, we are in unchartered waters with the Covid19 virus possibly rearing its head once again. We must take self-isolation very seriously, to help vulnerable people to survive and save lives.
Finding yourself working from home for the first time can be a worrying and curious prospect on how you will cope and not go insane.
On a positive note, you should find the experience more productive perhaps but on a negative note, isolating if you live on your own.
Now, this form of work is becoming reality, you need to position yourself for a stint that could go on for months. Here are a few tips on how to cope.
Find a corner of your abode in which you can focus
A form of home office has to be an essential requirement if you want to be taken seriously and to be able to work undisturbed. You need to find a space in the house that you can make your own especially important if you don’t currently have an area which you call a home office.
Ideally, a room where you can close the door is the best option, perhaps a spare bedroom or dining room which won’t be catering for invited friends dinner parties for a while. If you are cramped for space you may not have a space that’s underutilized; that’s where you’ll have to make the difficult decision to create office space in your bedroom, lounge or even under the stairs – if possible.
The bare minimum you’ll need in your office is a desk to work on and a place to file papers. If you don’t have a desk, a table will work; a bookshelf will work for filing if you don’t have a file cabinet.
Find a spot near a window so not to be too depressing and lacking natural light which can dampen your mood and productivity.
What if you have children?
If your job involves speaking to people by calls or video conferences, clients and work colleagues should be understanding if your children are playing (and not fighting) in the background while you’re talking with them on the phone. Choose the best times to make important phone calls where you need complete hush and peace around you, especially if your home office is open with no doors. When you know an important call has to be made, make a point of ensuring your children are occupied or having an afternoon nap perhaps? TV is a saviour at crisis times when a good movie will keep them quiet. Compromise and considerations need to be in place when you are working and business has to be done. If your home life is noisy then headphones may help but should be the last resort.
Know when to switch off.
It easy because you work from home to fall into a trap of constantly working to impress your employer – but you shouldn’t to it. You must create a schedule of normal working hours where possible whilst understanding working from home may not always be a nine-to-five job. Customers and your line manager or a colleague may call you at unexpected times. Remember that the phone doesn’t always have to get answered and you can stop checking emails at certain times but be considerate. Figure out a schedule based on your workday and what suits you in your home environment. If you need to change your hours quite radically this needs to be discussed with your line manager and agreed prior to just changing without consultation and compromise on both sides.
For mental health and sanity, you also should not work seven days a week. Try to pick one or two days a week to completely switch off—by switching off this means no looking at work emails. One or two days a week must be for recharging your batteries and switching into the recreational mode with plenty of exercise and catching up with personal chores. Burnout is not something to be taken lightly and can easily happen when working from home without work parameters in place. There is always work which needs to be done on your desk but you must know when to prioritise and take time out.
While working from home do try and enjoy the experience, it doesn’t always suit everyone, but a lot of people can and do adapt. I think once the Coronavirus pandemic is over, local employers may allow staff to continue working remotely and it will be a new work era. As long as you can prove to your boss that you can be left to your own devices and work hard to achieve what is expected of you, then you may be able to continue to work from home, if this is what you would like to do, after the island is back to normal.
Before embarking on the next step of your life, you always need to consider all of your options. There have never been as many chances to kick-start your career as there are today. While 20 years ago the clear path to a successful career without a doubt involved going to university, for some career paths, you can now obtain professional qualifications through apprenticeship schemes and professional governing bodies that offer a wide range of courses.
If you opt for the professional course route, you can pick and choose the exact subject you want to study – without having the study programme compiled by the academic body. Here are some of the paths and courses you can take locally to embark the career of your choice:
Trust or Fund Administration
Jersey’s finance industry is the island’s largest, employing more than 13,000 people. There’s a huge variety of finance courses to choose from, including trust and funds administration, which continue to be growing areas in Jersey. Junior roles require good numerical and IT skills, good work ethics and problem-solving abilities. Qualifications include the COA (Certificate in Offshore Administration), the ICSA (Institute of Chartered Secretaries and Administrators) and STEP (Society of Trust and Estate Practitioners), which are the chartered memberships and qualifying bodies for people working in risk, governance and compliance, including company secretaries.
The AAT qualification is typically the minimum level expected of an accountant. The main bodies are the CIMA (Chartered Institute of Management Accountants), the International Association of Bookkeepers and CISI (Chartered Institute for Securities and Investment), which offer the most relevant and up-to-date qualifications designed to help you thrive and adapt to constant change. To ultimately become a chartered accountant, you’ll need to progress to the ACCA, ACA or CIMA qualifications. These professional bodies provide courses for students and workers at all levels, giving you plenty of opportunities to get the qualifications you need.
If you want to pursue a career in anti-money laundering, then an International Compliance Association (ICA) qualification is the ideal choice. Jobs in this area are plentiful and salaries are growing at a fast rate. Courses available include:
• ICA Advanced Certificate in Anti Money Laundering
• ICA Advanced Certificate in Practical Customer Due Diligence
• ICA Advanced Certificate in Managing Sanctions Risk
• ICA Diploma in Anti Money Laundering
There are countless training opportunities in the field of law, whether you have just completed you’re A-levels or wish to obtain a degree. You can enter at Legal Assistant Level and continue with your legal training with a local law firm during university breaks. There are also opportunities for junior candidates seeking to start their career in law. This is a fast-paced and dynamic sector involving many areas including litigation, commercial, corporate, conveyancing, funds and personal.
Sales and Marketing
Jersey’s Professional Academy Study Centre offers development programmes that lead to accredited qualifications in management, sales, marketing and digital marketing. Accredited qualification pathways include the Institute of Sales and Marketing Management (ISMM), the Chartered Institute of Marketing (CIM) and the Digital Marketing Institute.
A career in IT can be diverse, lifelong and incredibly rewarding. Even within your first year of study, you’ll learn skills that you will help you personally and professionally, whether you’re at a business school or local college.
IT employment is positive and the industry is growing here at a steady rate. Qualified candidates are in short supply and there are plenty of skills that are in great demand, including cybersecurity, business intelligence, data management and software development. The IT industry is becoming more diverse with financial technology (Fintech) opportunities abound.
There are plenty of courses available throughout Jersey, which can be all you need to get into the field. Qualifications include training on industry software and programmes, as well as the following specific qualifications:
• MCSA (Microsoft Certificate Systems Administrator)
• MCSE (Microsoft Certificate Systems Engineer)
• ITIL (Information Technology Infrastructure Library)
• Microsoft Certifications (categorised by function: Server, Desktop, Database and Developer)
Whichever path you decide to take, it’s worth registering with AP Group as soon as you decide to embark on your career, be it to support you while you study only during holidays, part-time or temporary. Keep in touch with the agency and update your progress, as this will give you the best chance to jump into a position and provide access to work when you need it.
Here at AP Personnel, we are noticing some job seekers are asking if it’s possible to have the opportunity and the flexibility to be able to work from home. Working from home is becoming more and more common for some jobs and it does have its benefits, but it’s not for everyone and also not possible for all employees to be able to work from home either depending on their role at work and not all of our clients are yet considering this new way of employment for their staff. Not sure if working from home is right for you? Here we uncover some of the pros and cons.
1. Greater convenience/cost savings
When working from home, there’s no need to spend ages getting ready, preparing lunch or commuting. This also means huge cost savings on petrol and lunch.
2. Increased flexibility
Working from home allows you to work during your most productive times, enabling you to create a schedule that works well for you – provided you use your time wisely.
3. Increased independence
Skills such as self-discipline, self-motivation, concentration and time management are vital when working from home, and are critical components for career success.
4. Enhanced technological skills
Since face-to-face meetings aren’t possible, you need to be savvy with various communication tools. In today’s digital world, navigating different technologies is an indispensable skill that makes you more marketable.
5. Less stress
Working from home gives you greater control over your stress levels, and you can more easily take a break when work gets particularly stressful.
Working from home is difficult if you struggle with being alone for long periods without access to co-workers, colleagues and the general office vibe.
2. Collaboration suffers
While there are emails and video calls, sometimes it’s quicker and easier to explain something face-to-face. It’s also harder to establish trust and develop relationships with colleagues and clients.
Working from home requires a unique level of self-discipline, since you have no one to answer to but yourself. You have to be organised and structured to avoid distraction and get things done.
4. It’s difficult to shut down
Often it’s difficult to draw the line between private life and business life. It’s essential to put boundaries in place, and clearly separate home life from work life.
5. Requires an initial investment
An initial investment of a computer, printer, fast internet access and conferencing accessibility are fundamental to make yourself available and efficient.
When looking for staff or if you are a job seeker looking for a new opportunity, why not speak to one of our experienced consultants today on 715757.
The Secret Benefits of Temping and Contract Employment
While Brexit uncertainty remain a large concern for many organisations, it has provided more temporary or contract employment opportunities across all sectors.
Temporary workers are now an integral part of the workforce, with Jersey numbers are expected to reach higher levels this year than previous years due to the economy being stronger in Jersey and the unemployment figures being at their lowest for almost a decade. In recent years, the temporary employment has expanded to encompass nearly every sector – from construction to hedge funds. Today’s talent pool is extremely diverse, ranging from basic administrative positions right through to compliance officers, accountants, engineers and private chefs - there are plenty of opportunities available in Jersey.
In the current economy, if you have the skills for a particular job, you can find work in that field as a temporary worker. Far from being an unappealing, in-between or lower level option, it is now highly regarded and sought after – both by employers and individuals. The Jersey government are bringing in other incentives for temporary staff which include maternity and paternity cover, which is still under debate and yet to be introduced. It is becoming more appealing for job seekers to have the freedom they want in the workplace and by working on a temporary or contract basis gives you the flexibility to work for more than one employer if you choose to.
Some of the numerous benefits that temporary work can provide include:
Offers greater flexibility
Temporary positions can vary in duration, location, hours, days off etc., giving you greater control over where and when you work. Perhaps you want to further your education, focus on your family, volunteer or learn a new skill. Temping gives you the opportunity to create a flexible work schedule around your current circumstances. According to one interim Executive Assistant, “It is a lot easier to get a temp role than a permanent position, whilst temporary contracts can receive more in basic pay due to the short term contract and uncertainty.”
Allows you to explore different roles and career paths
If you haven’t yet established which direction you want to take your career in, this is your opportunity to explore your employment options. As you do, you will develop a rich and diverse skill set and an adaptable working ethic that makes you suitable for a number of roles and an invaluable addition to any organisation. The Executive Assistant further commented, “Temping is a great way to establish if you like working for the company. If you don’t, you can leave within a week, as notice periods tend to be shorter.” This can work well for the temporary worker as well as the company.
Creates a pathway to permanent employment
Contract employment also gives you the chance to get your foot in the door with a particular company and position yourself as the right fit if a permanent position arises. Over time, your knowledge of the company and the role will evolve, and provided you work hard and are committed, you will very easily become indispensable and therefore ideally suited to fill a future role. This also works in the employer’s favour as they do not need to invest too much time and resources into training a new staff member.
Reflects positively on your CV
Even if a temporary role does not lead to a permanent position, you will still gain knowledge and experience, which will help you to land a long-term role with another company. Many large organisations hire staff on a temporary/interim basis, whether to cover staff shortages, assist during peak season or contribute to a large project. Work experience with a reputable brand can have a positive impact on your CV and assist significantly in getting further work, whether temporary or permanent.
Diversifies your skillset
Temping enables you to apply your knowledge and training in a practical environment as you develop your skillset. As you gain specific industry experience, you get a taste of what it’s like to work in different company cultures and job types in your sector.
Expands your network
Temp jobs are also the ideal way to rapidly and extensively expand your professional network in your niche sector. Every time you take on a new role, you gain new connections. This is highly useful when seeking new employment opportunities, whether elsewhere or within the same organisation. You can also gain access to crucial information and careers advice from your contacts, as well as invaluable, professional references for an application. Further, you’ll learn about internal job vacancies that are not advertised, and will be able to capitalise on your network to gain access to these hidden opportunities.
Not without its benefits
While many will think that temporary employment comes without the standard benefits a permanent position offers, it is far from that. A temporary position for a skilled professional can offer retainer bonus, holiday pay which is a statutory benefit in Jersey, overtime pay, freedom to pursue a hobby and can offer equal financial security that is required for a mortgage or other financial commitments.
While temp jobs are inevitably temporary, they can do a great deal for your career in a multitude of ways. They give you the chance to explore new career fields and break into a new company, all while expanding your knowledge, refining your expertise, enhancing your employability skills and determining your long-term career plans.
Article first published in Jersey Evening Post, on 3 April 2019
How to Attract & Retain the best talent for your SME
The employment sector has changed dramatically over the years with many different forces influencing the supply and demand for talent. Society is highly multifaceted and volatile while factors such as demography, democracy and discernment are shifting the supply and demand of talent:
Demography: Although the global population exceeds 7 billion, the availability of skilled workers is actually shrinking, and not just in advanced-ageing countries such as the UK.
Democracy: Technology such as social media has made employer reputations very transparent – nothing is concealed or unknown anymore.
Discernment: People are becoming far more selective about their place of employment with factors such as diversity, inclusion and corporate responsibility mattering more than ever.
Unfortunately, it is not uncommon for people to switch jobs with greater frequency than ever before, with job hopping being particularly common amongst millennials. According to a study by Career Builder, employers expect 45% of their newly hired college graduates to remain with the company for less than two years.
However, the impact of employee turnover on a business can be very negative indeed, including a loss of experienced employees, an impact on productivity and an impact on profits. Further, employee turnover is expensive as you have to take into account the cost of hiring, onboarding, training, learning and development, as well as the costs involved in maintaining an unfilled role and rehiring for that role. Yet despite the fact that most companies know their long-term advantage resides in their employees, most don’t put enough critical thought into how to increase employee retention.
Some of the most common reasons why people leave a job include lack of career progression (24%); desire to be closer to home (21%); desire to change fields completely (20.4%); a better salary offer (18.2%) and having learnt all they could from the job (16.3%.)
In order to attract and retain top talent and grow their ideal teams for the future, it’s vital that SMEs implement effective talent strategies. This can be achieved by:
Identifying critical roles
Understanding your target talent
Assessing the strength of your current employment package
Sustaining and developing your employer brand
Meticulously interviewing candidates to ensure they possess the right skills whilst matching the culture and environment of your company
In addition, your SME should focus on:
Younger generations, in particular, crave growth within the workforce and are more easily able to prioritise elements such as personal growth and career opportunity over income and job security.
People want to know that what they’re working on is contributing to something that matters, which is why it’s important to have a clear and purposeful mission.
Finally, it’s essential to create a workplace that genuinely cares about others’ best interests. This sort of workplace environment will work wonders in cultivating a hardworking, dedicated and empowered workforce.
With the employment environment evolving and developing on a daily basis, it’s essential for SME businesses to be strategic when it comes to employee retention and remaining competitive.
AP Personnel equips you with the tools and resources your business needs to create a culture worth working for, saving you money, helping you stay competitive in your industry and making the working environment more enjoyable. Contact AP Personnel today to speak with one of our expert consultants.
Employment Opportunities Plentiful for Job Seekers in Jersey
The past year has seen significant employment growth and recovery in Jersey following Brexit negotiations creating a safe haven for UK investors and businesses. The island’s job market has bolstered and there are now countless employment opportunities in all of the major sectors, including commercial, finance and banking.
In particular, there has been notable growth in junior to mid-level roles in the wealth management arena, with many available vacancies to fill, with great demand for high-quality, skilled candidates. Businesses are extremely welcoming of entry-level candidates while there are plenty of opportunities for more experienced job seekers in sectors such as accounting, audit and tax, banking, consultancy, corporate finance, financial advisory and insurance, offering steady growth along with excellent benefits to young employees. As such, if you are about to finish school or graduate, now is a certainly a good time to consider your employment opportunities here in Jersey.
The ideal starting point for your career
Jersey has long been regarded as a leading international finance centre with a robust regulatory framework and high fiscal standards, particularly when it comes to transparency. The substantial and diverse banking sector – the largest employer on the island – remains a key contributor of economic value, while its financial industry continues to evolve, adapt and strengthen. Further, Jersey’s government agencies remain involved with reforms and innovations, piloting emerging technologies including blockchain and software robotics.
Many international companies are situated here, largely as a result of Brexit, while the island is seen as a safe haven with its own laws and citizens of the commonwealth. All of this demonstrates the strength and appeal of Jersey as a place that offers a competitive, adaptable employment environment that is ideal for those about to begin their professional careers.
While demand for graduates is high, businesses remain on the lookout for high calibre, appropriately skilled and passionate individuals to help strengthen their businesses and continue to build on their successes. As such, young job seekers must be as prepared as possible for the job market as they make the transition from student to employee.
And although factors such as good grades and hard skills are important, businesses are also seeking candidates who possess soft skills such as honesty, flexibility, problem-solving, decisiveness, positive attitude and an ability to work under pressure – all of which are highly desired and valued by organisations. Candidates must also demonstrate their technical competency within the rapidly evolving world of business, while knowledge of their preferred sector must be second-to-none. It’s also vital to be as prepared as possible prior to the interview by carrying out in-depth research about the role you are interviewing for, the company and your chosen area of specialisation.
Broadening your options when it comes to employment
If you are seeking an alternative to additional studies or would like to kick-start your career upon completing school, college or university, there are a number of local training and employment schemes on offer, including the opportunity to pursue professional qualifications, training courses and apprenticeship programmes in your chosen field.
This provides a more practical, hands-on approach to learning designed to equip you with the skills needed to succeed in your chosen field while giving you a taste of your chosen industry. Many leading companies in the financial services sector support junior staff with their professional qualifications, usually by sponsorship and bursaries, all of which presents a fantastic starting point for a career in this industry.
Gaining the right support
As a young job seeker, the prospect of finding employment might seem overwhelming. For this reason, it’s recommended to call upon the services of a professional recruitment agency such as AP Personnel, who are ideally situated and highly experienced to support candidates throughout the recruitment process.
AP Personnel is a highly reputable international recruitment agency offering uniquely tailored services in all areas related to job seeking. Regarded as a market leader in Jersey with a strong presence on the island since 1998, the team of specialist consultants plays a critical role for young job seekers, working carefully to connect the right individuals to the right opportunities.
They are committed to helping job seekers prepare for the world of work in a meticulous and conscientious manner, and remain on hand to guide candidates throughout every stage of the process. From career’s advice, market information and counselling to pre-interview preparation, CV writing tips and much more, AP Personnel’s dedicated consultants work closely with job seekers to refine their search for recruitment, maximise their career prospects and land their ideal role.
With the financial and commercial sectors continuing to grow at a steady rate, now has never been a better time to begin your professional career in Jersey. If you are a graduate or an experienced job seeker looking to accelerate your professional career in Jersey, contact AP Personnel on 715757, established in the island since 1998.
Original article published in Jersey Evening Post Careers Review on 23.07.2018
Opportunities for School Leavers and Graduates Better than Ever
Guernsey’s job market has shown great signs of recovery in the recent years with many employment opportunities across all the main sectors, including financial services, commercial, media and IT. The job market here has been boosted since 2017 by a flourishing finance sector plus many international companies opening mainly due to Brexit looming and Guernsey being seen as a safe haven with its own laws and citizenship of the Commonwealth. In 2017 alone, 15 new businesses relocated to Guernsey, creating many new job opportunities for islanders. For those looking to start their careers, it has never been a better time to find entry-level employment or apprenticeships in Guernsey.
Young Talent Highly Sought After
With a well-regulated industry and an adaptable, competitive employment environment, young talent is highly sought after and Guernsey remains extremely accommodating to junior-level job seekers. 2018 continues to demonstrate growth across most sectors and as such, there are many opportunities for graduates and many businesses are in great need of high-quality candidates to continue to help build on this success and growth.
For those seeking an alternative to studies or for those wishing to get into the industry after sitting GCSEs, A-levels or graduating, candidates have plenty of possibilities when it comes to their career options.
There are plenty of options to pursue professional qualifications and apprenticeships, which will ensure that individuals are equipped with the vital skills and experience needed to excel in their chosen field. Fortunately, most leading companies in the financial services support junior staff with their professional qualifications, usually by sponsoring them and providing them with bursaries, all of which makes an excellent starting point for a career in this industry.
If you’re seeking a finance career in Guernsey, contact AP Personnel. Our team of specialist recruitment consultants will guide and support you throughout the entire recruitment process by providing expert insights on further professional qualifications as well as offering interview guidance to maximise your career prospects and help you to land the job of your dreams.
If you are looking for a trainee job in the finance sector or simply want to discuss your career options, our consultants will be able to help. Speak to us today! For further details please contact us on 01481 715757 or firstname.lastname@example.org
Original article published in Guernsey Press Careers Review on 12.06.2018
With more than two decades of presence operating from offices in the region, Jersey’s leading recruitment agency, AP Personnel, provides insight into the latest recruitment trends that are currently influencing the region.
The last five years in Jersey have been particularly stagnant with regards to recruitment growth; however, the island is currently experiencing immense growth in both the finance and commercial sectors, with countless junior and entry-level positions on offer and an environment that is extremely welcoming of young, aspiring individuals.
Demand for Young Talent High
If you are a young job seeker it makes sense to consider a career in Jersey, as there is enormous potential to accelerate in your career here. As a leading offshore finance centre, Jersey has a diverse financial industry that is constantly developing and adapting to market changes.
School leavers and graduates situated in Jersey are presented with heightened opportunities to kick-start their careers in sectors such as accounting, audit and tax, banking, consultancy, corporate finance, financial advisory and insurance, even if they do not possess further academic qualifications or experience within their chosen sector.
Furthermore, there are numerous international companies situated here, many of which are increasingly looking beyond university qualifications when hiring employees, instead of searching for individuals who possess the skills needed to adapt to the technologically complex and rapidly evolving world of business.
Although this by no means undermines the value of a university degree or professional qualification, it certainly highlights a shift in recruitment trends and emphasises the importance of soft skills such as communication, responsibility, teamwork, decisiveness, problem-solving, a positive attitude and an ability to work under pressure. This also demonstrates that the region is now more welcoming than ever of school leavers and graduates – something which too few young job seekers are currently taking advantage of.
Financial and Commercial Centres Continue to Thrive
In recent times, Jersey has developed into a strong hub for both financial and commercial firms and the island has a competitive employment environment that young job seekers should certainly take advantage of. As more and more businesses continue to position themselves in the region, the financial and commercial sectors continue to grow at a steady rate, contributing significantly to Jersey’s favourable working environment. Provided the island is able to offer a consistently positive environment for young employees, the availability of attractive placements will continue to remain high.
All of this and more makes Jersey one of the most internationally buoyant locations for establishing your career in, while factors such as salary, career progression and study support are also excellent within companies that do employ young job seekers.
Many companies in Jersey are eager to hire young people, however, it is essential that young people are as equipped and prepared as possible before entering the world of work in the region. Further, if you are considering a career in Jersey, your foundations must be robust with excellent A-Level grades, particularly if you are seeking a career in finance, banking or insurance, which all require strong numerical and IT skills along with the ability to grasp complex matters.
In addition to gaining good grades, it is also vital to do plenty of research and know the different areas of specialisation within the finance sector. It is also advised to explore the different local training schemes available, as undertaking a training course will equip you with fundamental work skills, refine your knowledge of your chosen sector and prepare you academically and vocationally for your chosen career.
For any young job seeker, finding employment can seem overwhelming. One of the easiest ways to overcome the challenges presented and truly capitalise on Jersey’s thriving industry is to appoint the services of a professional recruitment agency. With in-depth industry knowledge and the ability to successfully guide job seekers on their chosen career path, staffing agencies such as AP Personnel can assist young job seekers in countless ways.
AP Personnel has a strong presence on the island since 1998 and is suitably equipped to support young job seekers through the recruitment experience. For instance, we offer tailored career guidance and counselling to help school leavers evaluate their employment options and choose their preferred career. We also give job seekers expert advice on further professional training and qualifications needed to augment their chances of landing their ideal job, thus arming them with the tools and resources needed to shine in their interview and succeed in their vocation of choice.
With the guidance and support of a professional recruitment agency, school leavers and graduates seeking employment in Jersey’s flourishing finance and commercial sectors can more accurately navigate their way through the recruitment process, gain expert advice on further professional qualifications and training, maximise their career prospects and land the job of their dreams.
AP Personnel is one of Jersey’s leading recruitment agencies with a team of experienced advisors providing one-on-one support and guidance to job applicants from junior level and beyond. If you are a young job seeker hoping to advance your professional career in Jersey, contact our team today.
For further information contact us on +44 1534 715757 or email email@example.com.
Original article published in Jersey Evening Post Careers Review on 05.04.2018
Win 2 Tickets to See John Bishop at Fort Regent, Jersey
We are holding a competition to allow one lucky winner the chance to win 2 tickets to see John Bishop’s sell-out UK tour Winging It, on 6 January 2018 at the Fort Regent in Jersey.
This latest show is set to be the biggest, best and funniest one yet!
“Unimprovable… Frankly hilarious!” ***** Daily Telegraph
“A gloriously gifted storyteller” Evening Standard
“Bishop has funny bones” The Times
All you have to do is:
Like our Facebook page
And on the designated post, tag a friend you would like to take with you to see the show
The Winner will be selected on Wednesday 20 December 2017.
Please read these terms and conditions carefully before entering the contest.
Terms and Conditions:
This prize draw is open to all residents of the Bailiwick of Guernsey and Bailiwick of Jersey,
To enter you must be 16 years or over (this show is not suitable for under 16 years).
The competition will close on Tuesday, 19 December 2017 at 11 pm GMT. No further entries will be accepted after the closing time.
1 winner from Bailiwick of Jersey or Bailiwick of Guernsey will be selected.
Employees of AP Group Ltd (Guernsey and Jersey) or anyone else connected in any way with the competition shall not be eligible to enter the competition.
No responsibility can be accepted for entries not received for whatever reason.
There is no entry fee and no purchase necessary to enter this competition.
The prize includes 2 tickets to attend the named show only. Any additional expenses such as accommodation, travel etc. are not included in the prize.
The entrants must like the Facebook page and comment on the designated competition post.
The winners will be contacted via Facebook OR Twitter no later than 24 hours after the prize draw closes.
The winner agrees to the use of his/her name and image in any publicity material.
The decision of the winner shall be final. Neither correspondence nor discussion concerning any decision shall be entered into.
If any winner fails to respond within 48 hours of being informed of their win, their prize will be forfeited and a new winner selected.
No cash alternative to the prizes will be offered. The prizes are not transferable.
The promoter reserves the right to cancel or amend the competition and these terms and conditions without notice in the event of a catastrophe, war, civil or military disturbance, act of God or any actual or anticipated breach of any applicable law or regulation or any other event.
Any changes to the competition will be notified to entrants as soon as possible by the promoter.
This promotion is in no way sponsored, endorsed or administered by, or associated with Facebook or Twitter.
AP Group Ltd will not be responsible for any consequences due to an injury.
Everything you need to know about the new Population Management Law in Guernsey
Whether you’re an employer or a professional relocating for work, you need to know about the key changes introduced in the New population Management Law in Guernsey. The law came into force on on 3rd April, 2017, replacing the old Housing Control and Right to Work laws.
Following extensive public consultation and debate in the parliament, Guernsey’s government introduced the new law in order to tackle the island’s demographic challenges while encourging the right mix of people to meet strategic objectives.
To help you make sense of the new rules, and to understand how it will affect you, we’ve highlighted the main changes in a detailed article. Click here for the full article.
AP Personnel is able provide valuable advice and guidance to employers and candidates regarding the new population management law. Speak to one of our consultants today!
Simple social media strategies to help you find a job
Social recruiting is the new trend in Jersey and Guernsey, but do you know how to get noticed on social media?
Recruiting through social media – also known as social recruiting – has revolutionised the way staff are identified and hired in today’s job market. This trend is no different in Jersey and Guernsey, where companies and recruitment agencies are increasingly looking beyond traditional recruitment methods, such as press classifieds and job boards.
You may be an avid social media user, but do you know how to get noticed by recruiters? Do you know how to use social media in your job search?
Here are 6 simple social media strategies to help you land a job. We promise you will be surprised with the results!
Keep your online profile up-to-date ( and clean!)
This is one of those points that we have reiterated time and again in our blog posts, because the age old adage “First impression lasts long” is still true today. Whether you are an active or passive jobseeker, the way you present yourself on social media goes a long way in how your future employer perceives you. To start with, you need to have a decent profile photo, preferably a headshot, and a cover photo that shows your interest or industry. You can get away with a slightly casual photo for Twitter and Facebook profiles, but not LinkedIn (especially if you work in finance industry). Give special attention to your bio – this is what makes you searchable! Make your bio keyword heavy, on both your Twitter (140 characters) and LinkedIn (2000 characters) profiles. Your keywords can include job title, skills, interests and location.
Let your interest be known
Job hunting is no longer a private affair. If you are not shy from sharing your wild party photos or venting your frustrations online, then why should your job search – which is so important to you - be hidden from social media? (Make sure you keep those photos private though! Under privacy settings, choose “Friends Only”). A quick tweet or a LinkedIn tagline ‘looking for opportunities in…” can go a long way, if you are actively job seeking.
Join online groups
There are many Facebook groups related to jobs in Jersey and Guernsey, where local employers and recruiters often post their jobs. Facebook Marketplace is another interesting social media feature that allows you to look for jobs in your local area. Participating in LinkedIn groups can help you stay up-to-date with industry topics and build your professional network. Remember, recruiters keep an eye on these groups to find potential candidates.
Follow relevant companies
Most companies and recruitment agencies regularly advertise jobs on Facebook and Twitter. Following relevant companies on social media can help you stay in the loop.
Monitor industry related hashtags
Hashtags are one of the easiest tools to use to bring up job postings related to your specifications, i.e. industry, location etc. For example, if you are looking for a trust job in the Jersey finance industry, you can set up a seach using specific hashtags like #JerseyJobs #trustjobs #JerseyFinance, #ChannelIslandsJobs along with generic ones like #jobs, #jobsearch, #career and #hiring. Use similar hashtags in your tweets as well, so that recruiters can easily find you.
Ask questions, post comments – Be social!
Just joining groups or following business pages won’t bring results. You will have to actively participate within the group. Ask questions. Post comments. Share relevant articles. Social media is all about being social! You have a question and want immediate response? Shoot them a message or tweet your query. This way you can engage with recruiters and potential employers in real time.
Read industry blogs
Reading industry related blogs can help you stay up-to-date with the job market, skill shortages, and can also give you job leads. You can also comment and share your views, increasing your chances of being noticed.
As Channel Island’s leading recruitment company, AP Personnel leads the way in using innovative recruitment methods to help local clients and candidates find what they are looking for; be it staff or employment.
We are active on most of the social media platforms – Twitter, Facebook, Google+ and LinkedIn - and we are always at hand to answer your queries related to job search and opportunities in the local market. We regularly share jobs, industry insights, career advice, and also organise online recruitment campaigns.
For all your recruitment and career management solutions, AP Personnel is your trusted partner.
Don’t have professional qualification for a finance job? School leavers and graduates can still break into the industry. Here’s how
Few places offer as many employment opportunities to school leavers and graduates as Channel Islands does. The lack of a professional qualification is never an obstacle for jobseekers here, as the island’s internationally renowned finance industry and forward-thinking commercial sector provide a range of career options and training programmes both in Jersey and Guernsey.
In fact, in recent years, there has been an increased emphasis on attitude and personality when assessing candidates. While this does not in any way undermine the value of a university degree or a professional qualification, the shift in focus is an indication of the importance of soft skills in job search. It also reflects a change in recruitment trend, which appears to be more welcoming towards school leavers and graduates with the right skills.
“The finance industry is very welcoming, and currently there is a great desire within the industry for school leavers and graduates,” says Anita Parkin, Manager of AP Personnel Jersey.
Victoria Peace, Manager of AP Personnel Guernsey, elaborates by saying, “the industry is very welcoming to students with an excellent academic background, particularly graduates.”
“In fact, we do have a number of trainee positions available at the moment – fund administrators, actuarial trainee, insurance admin trainees. We recently placed for the position of a trainee trust accountant and a trainee fund accountant,” she adds.
A career in finance requires strong numerical and IT skills as well as the ability to grasp complex matters. If you have excelled at A-Levels and can demonstrate these skills, your chances of getting a break are higher. But if your A-Level score is poor, it is highly unlikely to fetch you the job you want. So you must focus on getting good academic grades, particulary in Maths and English.
“School leavers should prepare by making sure that they acheive good grades - this is a requirement of most firms but they are also willing to look at CVs that do not necessarily meet the required criteria. However, it will be an advantage if you have above average grades and can demonstrate a genuine interest in finance,” Anita advises.
“Most of the roles we have are for graduates and school leavers with excellent grades – candidates don’t have to have any relevant professional qualifications, but they must have a good academic background,” Victoria adds. “If they get a chance to do any work experience within a financial services environment this also helps as it shows that they have a genuine interest in this area.”
As a leading offshore finance centre, the Channel Islands boasts a highly dynamic and diversified finance industry. This means that school leavers and graduates get the flexibility to choose from a wide range of specialised areas, such as banking, accounting, audit and tax, insurance, corporate finance, financial advisory and consultancy and so on. That’s quite an overwhelming range of options to choose from - so how should an inexperienced school leaver or graduate go about this?
“As the industry is quite vast, school leavers must do some research and know the different areas of specialisation. This way you can narrow down your options and find out which sector appeals to you the most. Before attending an interview, you must also know about the company and their niche expertise,” Anita explains.
But finding a career that fits your skills and ambitions is easier said than done. This is where recruitment agencies can help. They can provide insightful industry information and help you decide a career that matches with your skills and future goals. As well as getting you infront of employers, some staffing agencies like AP Personnel can also offer expert advice on further professional training and qualifications, which is important in order to choose the right course/training for you.
Training courses equip you with the skills needed to thrive in your chosen field, as well as give you a taste of the industry you are about to enter.
“Training courses are always an advantage and I would suggest that anyone looking to start their career in finance should undertake any relevant courses. Although most companies provide support to pursue any professional qualification, undertaking a short course or training shows that you are willing to progress,” explains Anita.
Once you have decided what you want to do, you can choose one of the two possible routes to enter the industy. You can either join a school leaver/training programme or apply for a trainee position.
Training programmes are a great way for school leavers to get on the career ladder. They help you gain valuable hands on experience while working towards a professional qualification.
But if you want to get into work directly after A-levels then it’s best to go for the second option. Some employers accept school leavers on trainee roles and offer financial assistance for further qualification.
Even if you are not sure which area you want to specialise in, you can still apply for school leaver/training programmes or trainee jobs. Most employers will help you make the right decision during the interview process.
Whichever route you choose, you will have plenty of career development opportunities down the line.
How Can We Help…..
Job hunting can be a difficult and time-consuming exercise, especially when someone is not sure about the best career path for them and lacks experience and the knowledge about the market and the options available. We understand that school leavers and graduates usually face these problems while job hunting; therefore, we work closely with them throughout the entire process.
With our years of experience and industry-knowledge, we aim to not just find our candidates an ideal role but also maximise their career prospects. We provide career guidance and counselling, interview preparation and support, CV writing tips, as well as expert advice on further professional qualifications and training.
Our specialist consultants are able to assist school leavers and graduates with a wide range of roles across finance, banking and insurance sectors.
AP Personnel, Channel island’s leading recruitment agency specialising in temp, contract and permanent placements for finance and commercial sectors, brings in the festive season with Christmas gifts for successful temps.
Our temporary staff, who are currently employed by us on behalf of clients, received a goodie bag with chocolates and lottery tickets.
We are very proud of our temp candidates as a large number have been with us for many years. There have been plenty of newcomers to our team this year, providing a great service to our clients in both Jersey and Guernsey.
Owing to increased client and candidate demand, we further bolstered our temp division this year with two new hires: Sophie Donaldson, Temp Controller in Guernsey. Supported by a strong temp team and a growing client and candidate base, AP Personnel continues to strengthen its competitive position in the temporary recruitment market in the Channel Islands.
We are committed to delivering the best temping opportunities to our temporary workers and helping them achieve their professional goals.
Season's Greetings! Our office opening hours during Christmas and New Year
As 2016 draws to a close, we would like to thank all our clients and candidates for their continued support of AP Personnel.
Once again it has been another successful year for us; beginning with three global recruitment awards for our parent company AP Group, our membership of APSCo (Association of Professional Staffing Companies) and a lot more. We have further strengthened our temp team this year and our Cyprus branch is now more active than ever before.
Please note that our offices will close at 13:00 on Friday 23 December and reopen at 8:30 on Tuesday 3 January, 2017.
During the festive period you can still apply for our live vacancies or send us your CV.
On behalf of the team at AP Personnel, we wish you a very Merry Christmas and a Happy New Year.
Jersey Employment Market & Tips for Jobseekers – A Q&A With Our Recruitment Expert
Job hunting can be a stressful and tedious exercise if you are not equipped with the right knowledge. From choosing a career path and sending out CVs to preparing for interviews and negotiating a job offer, each stage requires a different approach, and of course, proper planning and preparation.
We caught up with our Manager in Jersey, to bring you some significant insights that will help you prepare for your job search in Jersey’s finance sector.
How has your 2016 been so far and your outlook for the conclusion of the year.
2016 has been extremely demanding and busy, and I believe this will continue until the end of the year. Overall, it has been a successful year on the recruitment side and I think this will continue into 2017.
What sectors currently have the most jobs available in Jersey?
Currently, trust and funds have the most jobs available here, and there is a high demand for candidates with relevant trust experience.
What is your top advice to candidates in today’s job market?
My advice for candidates is to make sure they prepare for interviews when starting their new search. It is imperative that you research the company and the people you are going to meet, and prospective employers are impressed if you do know the facts and figures about their company. Also be sure you know what you want when going for a job and that it is the right career for you.
Describe your perfect job seeker
A perfect jobseeker is someone who knows what they want but at the same time is also open to suggestions about different roles.
What is the key to writing a successful CV?
Don’t make your CV too long and be clear and concise about previous work experience/duties – this should be in bullet points. Also give a short description about yourself and highlight the key points that would impress a prospective employer.
How can recruitment consultants like you help candidates in their job search in Jersey?
Recruitment consultants need to be honest when helping candidates and also be realistic depending on what type of job the candidate is looking for – we can always advise on ways to progress, i.e. training courses etc. So we basically guide and prepare the candidates during the job search as well as match them with the roles that offer good career development opportunities.
Happy Job hunting!
If you’re looking for a role in the finance industry in Jersey, or simply want to discuss your options in this sector, our consultants in Jersey are always available to answer your queries and help you find your perfect role.
AP Personnel, Channel Island’s leading junior to mid-management level specialist recruitment agency, is delighted to welcome Victoria Peace as the new recruitment manager for Guernsey office.
As the Manager of AP Personnel, Victoria will be responsible for permanent placements of junior to mid-management level professionals in the finance and commercial sectors. She will also oversee the Guernsey team’s overall recruitment functions, including team management, business development and brand promotion.
Victoria boasts a wealth of experience in the finance sector in Guernsey along with a strong understanding of the local market and requirements of clients. She has two and half years experience in recruitment in Guernsey and also holds a Diploma in Recruitment Practice.
Commenting on the new appointment, Gina Le Prevost, CEO and Founder AP Personnel, said: “Victoria is a great addition to our team, I am pleased she has chosen to return to the recruitment industry having spent 4 years in wealth management. With her industry knowledge and market awareness she is an asset to us and the team.”
With over 25 years of experience in the Channel Islands, AP Personnel, a division of AP Group Ltd., is a dedicated specialist recruitment firm for temp, contract and permanent staff placements. As a member of APSCo (Association of Professional Staffing Companies), the firm prioritises customer satisfaction and is committed to providing superior quality of recruitment solutions while adhering to the highest industry standards.
AP Group, the parent company of AP Personnel, wins Corporate Vision’s 2016 Recruitment Award
We are proud to announce that our parent company AP Group, an award-winning global offshore recruitment firm, has been named the Best Global Recruitment Specialists in the 2016 Corporate Vision Awards. The award recognises the global recruitment firms showing the greatest commitment to client service and innovation.
AP Group CEO: Jersey’s employment market is back on track post recession
Jersey’s employment market is showing excellent signs of growth across all local sectors, says Gina Le Prevost, CEO of AP Group, a leading global recruitment firm with three specialist divisions in Jersey – AP Personnel, AP Executive and AP Technical.
This comes in response to the warnings that the island’s finance sector faces an uncertain future following Brexit.
“We are delighted to report that currently the supply and demand for jobs created by clients since the beginning of 2016 far exceeds the previous years’ figures. It is the best competitive job market I have seen in a long while in Jersey – and is increasing rather than decreasing,” says Gina.
For example in the past six months, local clients have approached AP Personnel (specialist junior to mid-management level finance and commercial recruitment division) to assist them with a number of junior level roles suitable for graduates and school leavers, whilst offering financial support to new recruits with regards to professional training.
“Junior level roles have always been very difficult to find for school leavers since the 2008 downturn; it is very encouraging that this year local companies have shown the confidence to employ and train new staff once again. The signs are very clear to us - the island currently has more jobs to fill than the available talent in Jersey, particularly for roles which require candidates with 5 years or more experience such as mid-level administration and accounting functions.”
However, she adds, the local government needs to entice non-locals and professionally qualified workers to fill some of the vacancies in areas where there is a skill shortage, particularly qualified accountants, lawyers and funds/trust professionals.
“It is important that the local companies are granted enough essential work licences, if required, so that Jersey continues to remain a competitive global jurisdiction,” says Gina.
Workplace Bullying: Why You Should Speak Up Against It?
Do your feel particularly ill the night before work week? Are you being isolated by your colleagues? Well, all these could be signs that you're being bullied at work.
While bullying is a highly prevalent workplace issue, it often becomes hard for people to realise the signs of bullying.
With the aim to encourage and promote a healthy work environment, we're highlighting some of the common issues at workplace that often get brushed under the carpet. This week we're focussing on workplace bullying - a systematic and persistent pattern of mistreatment at work that jeopardises health, career and work productivity.
We caught up with Lyndsay Ray, AP Group's Head of HR, to find out more about this problem and know how to deal with it.
If you have been a victim of bullying at work and seek confidential advice, please contact our HR office at firstname.lastname@example.org. AP Group offers free one-on-one advice on career, job search and workplace issues.
Finance firms are always looking for qualified candidates with specialist skills, and there are a few roles that are in hot demand.
From our market research and other industry-related surveys, we've compiled a list of top 10 finance jobs of 2016 in the Channel Islands.
As an accountant, you will be responsible for maintaining accounting records and preparation of financial statements. Professional qualifications such as ACA, ACCA or CIMA, as well as excellent data analysis/problem solving and management skills are essential for this role.
This role involves analysing financial data of an organisation, as well as undertaking market analysis to advice clients on investment choices. Analysts also identifyways to alleviate risk and increase operational efficiency.
A trust administrator performs a variety of administrative activities, including managingclient portfolio, developing client relationship, liaising with advisers and intermediaries and basic accounting. A relevant professional qualification, such as ICSA or STEP, would be an advantage.
A finance controller is one who oversees the financial operations of an organisation and ensures compliance with regulatory standards. The position also involves all accounting-related activities as well as forward forecasts of financial performance of a company. It is a senior-level position. Professionals with ACA, ACCA or CIMA qualification have a competitive advantage.
From reviewing policies and maintaining regulatory compliance to providing supervision and training to internal staff, a compliance manager plays a key role within an organisation. Most organisations will also expect candidates to be able to undertake projects involving FATCA, CRS and so on.
It is mostly a clerical and administrative role that involves record keeping, conducting financial transactions and providing customer service, as and when required.
Do you boast a sound working knowledge of risk and compliance functions? Then you might be interested in a job as a Risk Manager. This is a highly sought after job and involves conducting strategic risk reviews, identifying areas of concerns and ensuring compliance with company's user manual and policies. Employers look for candidates with a professional qualification such as STEP, ACIB or ICSA in addition to experience in the financial services industry.
A Bookkeeper is responsible for keeping records of all financial transactions, producing statements and resolving financial queries from team members. Although a professional bookkeeping qualification is not always essential, strong previous experience in a similar role is looked favourably upon by employers.
Finance and Corporate Lawyer
Like any other lawyer, finance and corporate lawyers help clients resolve any legal problems, but specialise in handling corporate financial issues.
Tax accountant prepares tax returns for internal staff and company, assists with tax planning and audits and performs all tax reporting and accounting activities.
Whether you're a recent graduate looking for your first break or a mid-management professional seeking a career change, AP Personnel team can help with a variety of finance jobs in the Channel Islands. We specialise in permanent, temporary and contract recruitment in banking, accountancy, trusts, funds, compliance, bookkeeping, insurance, legal and many more.
Speak to our consultants today to discuss your needs.
Career opportunities in Channel Islands’ Commercial sector
The Channel Islands' commercial sector holds great opportunities for people who want to work in sales, management, administration and customer service, from temporary and contract roles to full-time, permanent positions. There are a wide range of roles available that cater to different skills, interests and career aspirations.
Commercial sector jobs are not always about degrees. Even if you are not a university graduate, you can still build a successful career provided you have certain employable skills as well as valuable industry experience. Each role and industry varies so please contact our consultants to discuss your prospects.
The key to success lies in finding a job that has the greatest compatibility with your skills and long-term goals. To help you in your job search, here are some sectors to consider in the commercial industry and the opportunities they offer.
The consumer market continues to grow worldwide, creating plenty of job opportunities across the retail sector. Retailing offers a variety of career paths for professionals in areas such as merchandising, store operations, supply chain management, logistics/distribution, loss prevention, marketing, customer service, sales, IT support and finance.
If you have sales skills and enjoy working with people, then a career in the retail industry will be rewarding for you. Education is not essential in this sector, but demonstrable industry experience with an understanding of the local market, management and customer service skills are required. As the sector is constantly evolving and becoming more technology-driven, professionals with technical, analytical and numerical skills have an added advantage.
Starting salaries are competitive, and the scope for career progression is higher than most sectors.
The hospitality industry is an exciting, dynamic and fast-paced industry with a wide range of employment opportunities available in travel and tourism, hotel management and food and beverage sectors.
Being a popular tourist destination, the hospitality sector in the Channel Islands is well-developed and a major source of employment. Career opportunities are found in hotels, restaurants, luxury resorts, cruise, catering, spas and wellness centres, country clubs and airlines.
There are positions available for different levels of skills and experience, ranging from support staff to food preparation and management jobs.
Management and supervisory and marketing roles require at least a bachelor's degree, while there are many roles where no educational qualification is needed such as waiting staff, bartenders, housekeepers, maintenance workers, concierge, tour operators, travel agents and reception staff.
Hospitality jobs are for people who thrive in a fast-paced environment and can demonstrate excellent communication and interpersonal skills with a strong focus on professionalism and customer satisfaction.
Jobs in marketing are available across all sectors in organisations that have in-house marketing team or agencies specialising in marketing and/or advertising.
Every business needs marketing for reaching out to its customers by building strong brand awareness and generating interest in products or services. Some of the corporate positions available are in advertising, copywriting, SEO content marketing, brand management, email marketing, public relations, communications, media research, graphic design, web design and development, and event management.
There is ample scope for marketers, writers, artists and digital experts to build a professionally fulfilling career in this industry.
Construction is one of the fastest growing sectors, and one which offers significant opportunities for both skilled and unskilled professionals.
Construction jobs involve technical, supervisory, management or craft labour roles. The best way to enter craft or technical careers is through apprenticeships or you can get a diploma in the field you want to specialise in. Those aiming for management positions will require a relevant formal qualification.
The rapid growth in this sector means the demand for construction professionals is always high. Quantity surveyors, site managers, electricians, plumbers, contractors, construction workers, painters and glaziers are highly sought after in the market.
Sourcing and retaining quality talent is vital to business growth, and HR professionals specialising in talent acquisition and retention are the backbone of many companies. The growing market instability and volatility has added to the human capital challenges, making the role of HR even more crucial than it was before.
Some of the most in-demand HR jobs are human resources manager, training and development specialists, compensation and benefits manager, executive recruiter, HR IT specialists and HR consultants.
While a degree in human resources management is preferred by employers, professionals with degrees or experience in other fields, such as finance and technology, can also break into HR.
Some companies also consider candidates without any degree in HR, but are able to demonstrate significant experience in sales, customer service, marketing, business development and administration.
With most businesses going online, the demand for e-commerce professionals is at an all time high. There are tons of jobs available in this sector for people who are highly creative, driven by passion and goal-oriented.
Companies are always on the look out for ecommerce market analysts, telemarketers, ecommerce specialists, web merchandisers, social media specialists, data analysts and web administrators and developers.
AP Personnel specialises in recruitment across all areas within the commercial sector, including retail, wholesale, hospitality, PR/Marketing, construction, advertising, human resources and ecommerce.
If you are looking for a role in the commercial sector or want to learn more about available job opportunities, please get in touch with our commercial recruitment teams based in Jersey and Guernsey.
Dear Graduate, Here’s How To Get Ready for The Job Market
Finally the big day is here - the day you will remember and cherish for the rest of your life. As you look forward to tossing your caps in the air, you set yourself free from a graduate's life and prepare for a world beyond.
With a good college or university degree, you set out on a daunting job-hunting journey. But then you are not the only one looking for a dream job - there are thousands of young graduates like you flooding the job market with similar skills and experience.
The sudden overload of applicants during this time of the year prompts employers to invest significant time and resources in the filtering process. From the way you respond to job adverts to how you present yourself at an interview, each stage is carefully scrutinised to find the best match for highly-specialised roles.
So what is it that will make you stand out from the crowd?
There is no straightforward answer to this question, but from our experience as graduate recruiters, here're a few tried and tested ways to get ready for a highly-competitive job market.
1) Get some work experience. You have a degree, but do you have the skills that employers are looking for? Practical workplace skills not only help bag a job offer, but also lead to promotions in the long run. So take an internship, volunteering or temping role now!
2) Build your social media presence. Never undermine the importance of a strong online presence. This does not mean employers are interested in what you're posting on Facebook or Instagram. But bear in mind that they may check your account so update anything you may not want public. A professional LinkedIn account has its perks though. Depending on the type of job, having a twitter handle or a personal blog can also be an advantage. These are also great tools to engage with professionals in your niche area.
3) Networking. Meeting new people is a good way to improve interpersonal and communication skills. And you never know, maybe the person you meet at a social gathering would turn out to be your future boss!
4) Polish your CV and Cover letter. As it is said, "first impression lasts long." And in job search, your application is the first step towards creating a lasting good impression.
5) Brush up your knowledge. Having a degree in hand is not enough. The market is constantly evolving and in this scenario, being up-to-date with the latest industry trends is essential.
6) Develop your niche expertise. There isn't any dearth of fresh graduates in the market, but if you can offer something different from the rest, you will easily get spotted. So know what you are good at and try to hone those skills and be an expert in your field.
7) Practice your elevator speech. Don't wait till you get called for an interview. This isn't your college exams that you can leave things until the last minute. It is much more important, and one that tests both your intellectual and emotional intelligence. So prepare for the interview right from the day you start sending out applications.
8) Dress smart. The way you dress for an interview shows your enthusiasm and interest for the job. Dressing professionally also boosts your confidence to tackle tricky questions hurled at you during an interview.
Every step you take now will go a long way in defining you as a person and a professional. It is okay to make mistakes, but not to repeat mistakes. So pull up your socks, hone your skills, build good contacts and get yourself out there.
Believe in yourself and chase your dreams!
Good luck on your job hunting! Call us to see what opportunities we have for graduates now!
AP Personnel bolsters Jersey team with two new appointments
AP Personnel, a specialist junior to mid-management level finance and commercial recruitment division of AP Group Ltd, is pleased to announce two new additions to the recruitment team in Jersey. These appointments reflect a focus on strengthening the core team to deliver exceptional recruitment services to clients and candidates and form a part of the firm's business strategy in the region.
Anita Parkin has been appointed as the new recruitment manager, joining AP Personnel with over 20 years within the finance sector. Stacey Wetzel has taken the role of recruitment consultant, bringing a wealth of experience in customer service and banking sector in Jersey.
Gina Le Prevost, Founder and CEO of AP Group, commented: "We warmly welcome both Anita and Stacey to the Jersey team. They are already making great progress in further developing our brand and working hard to ensure we provide the best service to our clients and candidates in the island."
In her new role, Anita will be responsible for junior to mid-level management temporary and permanent positions in the financial service sectors, as well as lead the team of consultants in Jersey. Born in Berkshire, she moved to Jersey in 1997 and boasts an extensive background in office management, sales administration and customer relations.
Prior to joining AP Personnel, Stacey started out her professional career with the Royal Bank of Scotland in Jersey, where she worked in operations and later moved on to the International Personal Banking Department within the Business Development team. As a recruitment consultant for AP Personnel, she specialises in the recruitment of mid-level management professionals in the finance and wealth management sector in Jersey.
With a strong local network of professionals and blue-chip companies, AP Personnel has served the Channel Islands with temp, contract and permanent staff for over 25 years and recently, the division has expanded into Cyprus.
AP Group announces partnership with ‘The Commonwealth Trade Initiative’ for HR and Staffing consultancy
AP Personnel's parent company AP Group, a world-leading offshore recruitment firm established in Guernsey in 1990, is pleased to announce a new partnership with the Commonwealth Trade Initiative. This alliance brings together the Commonwealth Trade's cloud based trading and collaboration platform that fosters networking opportunities between organisations established and those considering a move into Commonwealth markets with AP Group's 25 years of expertise in recruitment consultancy.
Through the partnership, AP Group and its specialist divisions aim to help organisations entering the Commonwealth markets with bespoke and comprehensive HR/staffing solutions to tackle recruitment challenges in the established and emerging economies. With the tremendous growth in the commonwealth market, attracting and retaining high quality talent for specialised roles has become a challenge. Most nations are also grappling with a lack of leadership, specialist skilled talent and/or management/executive level professionals.
Dealing across a range of industrial sectors, including wealth management, trust, family office, accountancy, legal sectors, finance, IT, Telecoms, oil and gas, and temporary placements, AP Group's dedicated team of specialised consultants help overcome human capital challenges in highly-localised markets through unrivalled talent sourcing expertise and market intelligence. Its executive search division AP Executive is an acknowledged leader in mid to senior management and C-suite level recruitment for wealth management across commonwealth countries and globally.
The innovative communication platform, which will be accessed by AP Group's global recruiters, allows AP Group to engage with new customers and prospective partners, throughout the Commonwealth, as well as gather strategic data-driven market intelligencethrough data analytics and data visualisation. The AP Group has recruitment divisions servicing businesses in the wealth management, legal and accountancy, IT, Oil & Gas, Construction and Commercial sectors.
Gina Le Prevost, CEO and Founder of AP Group, commented: "This fantastic new initiative by the UK Government, is a massive opportunity for AP Group to deliver bespoke professional recruitment services to new and existing companies. We feel privileged and flattered to have been chosen as a commercial partner and are very much looking forward to dealing companies across the Commonwealth to provide our expert recruitment services where needed. Our offices are strategically placed across the globe to be able to deal with this exciting undertaking. We are looking forward to being of service!"
AP Group also offers advisory services in order to equip companies with up-to-date regional market knowledge, as well as identify specific investment opportunities in emerging economies. To ensure smooth and efficient global expansion, AP Group also provides selection of HR services to its clients, including salary guides, payroll services and HR administration in selected locations.
With extensive international recruitment experience and an enviable candidate network, AP Group is uniquely placed to take care of all HR/Staffing needs, as well as offer advisory services relating to global expansion, relocation and immigration. Known for its efficient, confidential and reliable professional services, AP Group is the trusted recruitment partner of choice for many blue chip firms.
AP Personnel launches “Eggciting Chocolate Competition” on Facebook and Twitter
With Easter just around the corner, AP Personnel is giving away a luxury Hotel Chocolat Just Milk Extra Thick Easter Egg worth £27 in Guernsey and Jersey. The competition is open to all residents of the Bailiwick of Guernsey and Bailiwick of Jersey. 1 winner from Bailiwick of Jersey and 1 winner from
Bailiwick of Guernsey will be chosen through a lucky draw.
* COMMENT on the competition post telling us your favourite chocolate and
mentioning your island.
To enter the competition on Twitter,
simply: RT our competition post and Follow @APPersonnel.
Please read these terms and conditions carefully before entering the contest.
Terms and Conditions:
This prize draw is open to all residents of the Bailiwick of Guernsey and Bailiwick of Jersey, open to all ages.
The competition will close on Monday 21 March 2016 at 11 pm GMT. No further entries will be accepted after the closing time.
1 winner from Bailiwick of Jersey and 1 winner from Bailiwick of Guernsey will be selected.
Employees of AP Group Ltd (Guernsey and Jersey) or anyone else connected in any way with the competition shall not be eligible to enter the competition.
No responsibility can be accepted for entries not received for whatever reason.
There is no entry fee and no purchase necessary to enter this competition.
The entrants must like the Facebook page and comment on the designated competition post.
The winners will be contacted via Facebook OR Twitter no later than 24 hours after the prize draw closes.
The winner agrees to the use of his/her name and image in any publicity material.
The decision of the winner shall be final. Neither correspondence nor discussion concerning any decision shall be entered into.
If any winner fails to respond within 48 hours of being informed of their win, their prize will be forfeited and a new winner selected.
No cash alternative to the prizes will be offered. The prizes are not transferable.
The promoter reserves the right to cancel or amend the competition and these terms and conditions without notice in the event of a catastrophe, war, civil or military disturbance, act of God or any actual or anticipated breach of any applicable law or regulation or any other event.
Any changes to the competition will be notified to entrants as soon as possible by the promoter.
This promotion is in no way sponsored, endorsed or administered by, or associated with Facebook or Twitter.
AP Group ltd will not be responsible for any consequences due to allergic reactions of other injury.
By entering this competition, you confirm you have read and accepted the terms above.
How to work your way up to senior management level #CareerShapeUP - IV
As part of our "Get Your Career Into Shape!" campaign, we've been sharing career and job search related tips and advices throughout February. This article is fourth in the #CareerShapeUp series.
Trying to figure out the magic formula that can get you promoted? Are you looking for the next big challenge in your career? Read on to learn what you should be doing to get noticed and to move on to a senior management position.
Career goals never end with a break into your niche industry; rather they become more and more focussed and ambitious with time. The good thing about today's corporate landscape is that you don't have to wait for a stipulated time period before getting promoted to the next higher position.
With the right educational qualification, skill set and experience, you can work your way up the corporate ladder sooner than before.
Here're a few ways how you can make this transition faster, smoother and
1)Let Your Interest Be Known
Contrary to the common belief, asking for a promotion reflects an individual's enthusiasm, determination and ambition. Employers recognise that it is not always driven by financial incentives, but by the aim to accomplish career goals and make a mark as a successful professional.
Make sure you communicate your interest to your boss, HR and senior management team. Build solid rapport with your boss and other senior level professionals and ask them for advice on what you need to accomplish or learn in order to get a promotion.
Use networking events to develop mentoring relationships, market yourself, seek guidance and stress your interest in climbing the career ladder. While doing so, make sure you present yourself as a matured professional who understands his/her priorities and is willing to learn and grow. Never resort to undue flattery that can have a negative effect on your promotion plans.
2)Keep Developing your Skills Sets
For upward movement, you need to develop and refine your skills sets in areas where you want to venture into. This may mean undertaking a professional qualification, higher education, or attending workshops/seminars/conferences, or getting involved in challenging projects.
You can also get a mentor who can help you develop essential transferable skills, for example leadership,management, communication, problem-solving and negotiating skills. Keeping abreast of the latest industry trends and events is equally important.
3)Get your Attitude Right
Employees often get so wrapped up in promotion that they fail to realise their broader career goals. While it is natural to aim for a next executive position, cultivating the right attitude is the key to success. Never lose sight of your long-term career goals and align them with your strategic plan that will enable you to work your way up.
Be proactive, confident, creative and persistent and conduct yourself professionally at all times. Put some effort in building a good professional reputation - it can earn you respect and goodwill, as well as improve your chances of getting better project assignments or even a promotion.
4)Venture Out of Your Comfort Zone
Find time to volunteer for projects and responsibilities outside your department or team. Make sure that your volunteering work complements with your career plans. For example, if your next role requires you to have management and organisational skills, you might volunteer to help the management team at your office.
Asking for more responsibilities is a good way to demonstrate your passion and interest to see your company succeed.
5)Be Flexible and Ready to Take Challenges
In the post-recession corporate scene, upward mobility is no longer the only way to achieve career progression. It is time for professionals to consider lateral moves as an alternative to upward movement, rather than getting stuck at the current level indefinitely. This move needs thorough planning and self-assessment - being flexible in terms of a small-term rotation or a lateral/diagonal move can give a head start to your career advancement plans.
Many companies also outsource senior level positions in order to cut costs and attract the best talents. So you need to develop a global mindset and show willingness to travel/relocate.
As a trusted career partner of choice in the Channel Islands, AP Personnel specialise in recruitment in finance and non-finance related sectors from junior to middle management. If you are looking for a job in the finance
sector or seeking advice on how to move on to a next challenging role, please get in touch with our experienced consultants now!
Our sister group, AP Executive can help mid to senior level professionals primarily in the finance industry as well as the legal sector.
How to Enter the Finance Sector in Channel Islands #CareerShapeUp - III
As part of our "Get Your Career Into Shape!" campaign, we've been sharing career and job search related tips and advices throughout February. This article is third in the #CareerShapeUp series.
With an international reputation as a leading offshore financial centre, the Channel Islands, comprising of Jersey and Guernsey, offer numerous opportunities for an exciting career in the world of finance and banking. Whether you are a school-leaver or a recent graduate, you can break into the finance sector, provided you are well informed on the industry and possess the required skills. Read on to find out how to kick start your career in the financial services sector.
As a key driver of the islands' economy, the finance sector is highly advanced and diversified, offering young professionals more alternatives to secure a role that is a good fit for them. But the key to entering this competitive industry lies in knowing how to go about it. While a finance degree, typically in finance/banking/accounting/economics/MBA, is a major plus, there are also other options available for both financial graduates and school leavers to get into a career in the financial sector.
Here are five ways to help you go down your chosen career path.
1) Training Pogrammes
Both Jersey and Guernsey governments offer various tailored training rogrammes for school leavers and recent graduates. During the programme, you will get the chance to work across all divisions, gaining relevant exposure to a variety of roles and developing industry-specific skills. Although getting through the training schemes can be difficult, the chances of fetching a permanent offer on the completion of the programme are high.
For more information on these programmes, click on the links below:
It goes without saying that finance graduates are highly sought after in the job market, given the complex nature of the job. However, the need to demonstrate a deep understanding of the finance market as well as relevant employable skills is a prerequisite. Temporary or entry-level contract work can get your foot in the door. Through temping, you will get a taste of different company cultures, gain hands-on experience and enhance your skills. There is also a fair chance of your temp work being converted into a permanent role at the end of the contract.
But to make the most of your temping gig, you need to land a temp work that is relevant to your education or your career goals. Whatever your niche and ambition, specialist recruitment agencies can match you with the right job within the finance sector in Jersey/Guernsey.
If you are considering a career in the finance sector, networking is the key. It can not only help you tap into hidden opportunities, but also expand your
contact base - some of them may turn out to be your potential clients in your next job. Networking with recruiters is also helpful, as most of the smaller firms rely on recruitment agencies to fill in their vacancies.
There are several high-profile events, seminars, conferences and workshops going all year round on the island, offering potential job seekers plenty of
opportunities to network with leading industry experts.
Keep an eye on the following websites for regular updates on any industry events.
If you don't have a degree in finance, undertaking a professional qualification can give you an edge over your peers. For a career in trusts, the ICSA or STEP qualification holds significant academic value. Similarly, candidates considering an accounting career can go for ACCA/ACA/CIMA qualification. These courses are intensive and flexible, preparing you for a rewarding career in finance.
It is always a good idea to do internship(s) while you're pursuing your bachelor's degree. Even if your first internship is unpaid, it is wise to take on the opportunity - No relevant work experience is a disadvantage. Students with internship experience on their CV are more likely to fetch a full-time position upon graduation.
Since getting an internship can be very difficult for someone without any academic qualification in finance, taking up a volunteering opportunity with any local firm is also beneficial.
The current job market in the Channel Islands is favourable for young professionals looking for a long-term career in the finance sector. If you are proactive, ambitious, motivated and posses the required industry skills and knowledge, you can make a mark as finance professional.
As a specialist recruitment agency with over 25 years of experience, our team of expert consultants at AP Personnel is uniquely placed to assist you in getting your first break into the finance sector in the Channel Islands. With our extensive experience and local market knowledge, we cover all areas of the finance sector, including banking, trust and fund management, fiduciary, accounting, compliance and legal.
Get in touch with us for temp/contract or permanent placement in the finance sector.
How to Get Your employment skills in Shape for Commercial/Financial sector #CareerShapeUp – II
As part of our "Get Your Career Into Shape!" campaign, we've been sharing career and job search related tips and advices throughout February. This article is second in the #CareerShapeUp series.
The job market in the Channel Islands is becoming more candidate-driven, with plenty of scope for career development opportunities. But there is one most important thing that you should know to capitalise on this current market situation - you need to know what skills you require and how to shape them up for a successful career.
If you are looking for a job in the commercial/financial sector in the Channel Islands, there is some good news for you. There are some positive signs of increasing job market stability with fewer redundancies.
We spoke to our specialist recruitment consultants to find out how to get employment skills in shape for a career in the commercial or the finance sector.
A growing skills shortage in certain sectors is the primary force behind a power shift from the employers to the employees. There is a huge demand for trust, accounting and compliance skills, and experienced and qualified candidates with these specialised skills have the advantage. They can be picky (to a certain extent) about the type of organisation and responsibilities, as well as expect significant career progression.
If you are thinking of getting into trusts, you will preferably need professional qualification, such as ICSA or STEP. To make a mark as a financial professional, you need to demonstrate strong communication and analytical skills. The ability to think logically and process complex information can be developed through work experience, where you would get the scope to apply your training of analysing financial data in a real-world environment. Not just that, you also need to effectively communicate the information to your team. To improve your communication skills (verbal and written), you need to read financial reports and articles, as well as follow the latest market trends.
Candidates with compliance qualification and/or experience are in HOT DEMAND. A firm grasp of the national and/or international rules and regulations as well as demonstrable experience in the financial services sector is paramount for these roles. The position of a compliance officer also requires a couple of other soft skills along with a relevant compliance qualification such as ICA Diploma. As a compliance officer, you will need to show exceptional attention to detail whilst ensuring regulatory compliance across the board. Outstanding management and organisational skills are also essential. With ever-changing legislative and regulatory framework, compliance officers need to stay up-to-date with regulatory changes and developments in the finance industry.
Apart from the professional training, work experience through temporary placements or internship can lay a solid foundation and prepare you for your
first role. Besides, most of the junior level positions offer ongoing training opportunities, where the candidate receives supervision and hands-on experience.
There has been a significant surge in the demand for suitably qualified accountants - preferably candidates working towards their accounting qualification (ACCA/ACA/CIMA). Companies are also willing to recruit graduates in temporary positions to fill in the talent void.
As an accounting professional, you should continuously strive to develop and enhance your financial skills, whilst honing your organisational and communication skills. The ability to network with people and establish professional ties is greatly valued - so never miss out on your niche related networking events or job fairs, where you get the chance to shed your inhibitions and develop your interpersonal skills.
That said, finance industry is highly dynamic and competitive - so you need to get your skills in shape before applying for a role.
There are plenty of opportunities available in the commercial sector, including secretarial and reception, retail and sales, customer service, company secretariat, ecommerce, logistics and hospitality.
The demand for office support and administrative roles is always high. A candidate without previous experience in a similar role is expected to showcase a solid educational background - clients expect min 5 GCSEs at C and above for these roles. For those who do not qualify the academic requirements, temping is an ideal way to gain the relevant industry experience and employment skills.
Every kind of role requires a combination of skills - the job-specific technical skills are gained through education/training, while employment skills are developed over time through work experience. Highlighting these skills in your CV can boost your chances of landing your perfect job.
If you are looking for a temp/contract role in the commercial or the financial sector or need any career guidance/interview tips, please get in touch with our consultants, who are always available to answer your career and job search related queries.
How Temping can shape up your long-term career prospects #CareerShapeUp – I
As part of our "Get Your Career Into Shape!" Campaign, we've been sharing career and job search related tips and advices throughout the month of February. This article is first in the #CareerShapeUp series.
With the job market picking up in certain sectors post recession, the rise in popularity of temping indicates positive outlook for job seekers. By offering numerous opportunities and flexibility, temping has become the new age formula for long-term career growth prospects.
Temping was once seen only as a bridge between permanent jobs. But with the changing times, temporary work has evolved tremendously and encompasses a broad range of roles across various sectors. This means the talent pool for temp positions is also quite diverse, ranging from less skilled office support staff or clerks to highly educated professionals like trust administrators, accountants or compliance officers.
In fact, whether you are looking to enhance your skills, or exploring options to enter into a permanent role, temping can provide a great chance to test the waters before settling.
Here's our list of five ways how temping can shape up your long-term career plan:
1) Enhance Employability Skills
Temp work is a good way to gain relevant job skills in the industry of your choice. This not only provides you with the scope to gain hands-on-experience but adds brownie points to your CV. So the best route forward is to first zero in on your niche area, and then apply for roles that fit your career profile. Sending speculative CVs across different sectors won't help: temping is most beneficial for your career only when approached strategically with sufficient information. Specialist temp recruitment agencies can help you get the right temp/contract job: one that allows you to develop your skill set and maximises your potential.
2) Helps Build Contacts
Whether you are looking for a new opportunity elsewhere or opportunities within the same organisation, a strong network of contacts can come handy in your job search. Often internal job vacancies are not advertised, and the best way to tap into these hidden opportunities is to leverage your contact base. You can also ask for references or referrals from your contacts when the need arises. Moreover, as an industry insider, your contact will be able to provide you with crucial information and career advice. This is where temping can help you build your list of contacts in your niche sector.
3) May Fetch You A Permanent Position
Temping allows you to get your foot in the door; and if you are able to prove yourself as a valuable asset to the company, there are chances of your temp position being converted into a permanent one. Hiring a temp worker also works in favour of the company as they don't need to invest too much time and resources on training a new staff.
4) Helps Decide Your Long-term Career Plans
Your temping gig gives you the opportunity to test the waters before settling on a permanent role. If you are not happy with the organisation or feel you don't fit in that industry, it is better to look for a new role or consider alternative career options.
5) Gives Industry Experience
Most employers look more favourably at candidates with relevant industry experience. But how do you get the experience without being in a job? Temping is a solution to this problem. Through temping, you get to apply your knowledge and training in a practical environment, whilst developing new skills. You get a taste of different company cultures and job types in your sector; thus it prepares you for your future career. Whether you're a recent graduate or someone considering a career change, temping can equip you with invaluable skills and work experience for a brighter future.
Temping works best for you only when it perfectly suits your future ambitions; however finding the right temporary work can be daunting. Here, temp staffing agencies can be the gateway to your perfect temp job. With experienced specialist consultants and a large database of clients, AP Personnel is uniquely placed to assist job seekers in the Channel Islands in their search for temporary/contract roles. Our extensive industry experience means we will make sure you get the ideal position that allows you to develop your career in the direction you have wanted.
If you are looking for a temp/contract role or want to explore opportunities in the financial and commercial sectors, get in touch with our AP Personnel consultants for a confidential and friendly chat!!
AP Personnel launches “Get your Career into Shape!” career guidance campaign
The Channel Islands' specialist junior to mid-level finance and commercial recruitment firm AP Personnel is delighted to announce the launch of its career guidance campaign "Get your Career into Shape!" aimed at utilising the firm's extensive experience in career consultation and recruitment in shaping the career of jobseekers in the Channel Islands. The campaign seeks to increase awareness about the job opportunities available in the financial and commercial sectors as well as assist career seekers to make informed choices and inspire people to revalue their skills and opportunities.
Gina Le Prevost, CEO at AP Personnel, stated: "January is well known as the month when most people get into fitness and make steps towards improving their health. Now that the body has been addressed, it's time to also look at your career and for us to think about this important aspect of our lives."
Running throughout the month of February, AP Personnel aims to drive engagement across all the social media platforms (Twitter, Facebook, LinkedIn and Google+) with daily career tips, Live chat with specialist consultants (Facebook) and industry specific updates. Candidates can also tweet their questions @APPersonnel or post on the Facebook page of AP Personnel with the hashtag #CareerShapeUp.
As part of the campaign, AP Personnel has dedicated the news section on their official websites for weekly articles on career management and Job search strategies. Some of the key areas that this campaign focuses on are employability skills, self-assessment, interview and career guidance, resume writing tips, networking, building professional profiles e.g. LinkedIn profiles and using social media for job search.
With over 25 years of experience in providing exceptional professional service to candidates and clients, AP Personnel has emerged as a leader in its field with a strong foot hold in the Channel Islands.
The office is certainly one of the places where your communication skills are tested at every instance. Your choice of words and phrases speak volumes about your personality, work-ethics and professionalism.
Even if you are not among those who joke around on the job or seek attention with their off-colour humour, certain "subtle remarks" can also damage your professional reputation.
A LinkedIn article by Dr. Travis Bradberry, co-founder of TalentSmart, outlines some commonly used phrases that are actually "career killers".
Get ready to be surprised with the list.
1. "It's not fair"
Complaining at work is a common practice for most of us. While you are not obliged to put up with troubling issues at work, passive whining can also jeopardize your image. Bradberry explains, "Saying it's not fair suggests that you think life is supposed to be fair, which makes you look immature and naïve."
Instead, stay pragmatic and constructive, and focus on ways to improve work performance which in turn can be solution to the problems we complain about. If you have a genuine complaint to make, communicate it to the relevant person or group who can do something to resolve the issue.
2. "This is the way it's always been done"
In today's technology-driven world, saying this phrase makes you sound 'lazy' and averse to change. There are no hard and fast rules for anything these days, as employers expect candidates to display creative-thinking and problem-solving skills.
While in certain cases it may be prudent to follow set standards, bouncing innovative ideas off co-workers conveys a more proactive and enthusiastic behaviour.
3. "No problem"
This is one of those frequently used phrases which most of us cannot do without. But actually it produces just the opposite effect of what we intend to convey. Bradberry explains,"When someone asks you to do something or thanks you for doing something, and you tell them no problem, you're implying that their request should have been a problem." As a result, you send across a message that they've imposed upon you.
Instead, stick to the most courteous reply "You're welcome" or say something like "It was my pleasure" or "I'll be happy to take care of that" that suggest you are happy to do the task.
The office is not a place where you can get away with saying I'll try when you are tasked with some responsibility. This phrase reduces your credibility as an employee and suggests that in the most likelihood the task won't be executed.
An employer has hired you for your abilities and skills; if you fail to take "full ownership of your capabilities", this can prove detrimental to your career.
5. 'It's not my fault'
When it comes to accepting responsibilities for problems, most people ngage in blame games to protect their self-image. But pointing fingers denigrates your image by making you appear as someone who evades responsibility for their actions. This can also have retaliatory effect, and others will not esitate to cast the blame on you when something goes wrong.
In order to show your true leadership, you should avoid passing the buck; rather take full ownership of your failures. If not, offer a genuine and reasonable explanation for others to decide who's to blame.
6."This will only take a minute"
If you think that saying you will finish a task in a jiffy can impress the people around you at work, then you are mistaken. Statements like "This will only take a minute" create an impression that you rush through tasks and don't strive for perfection.
You can assure them by saying that 'it won't take long' but avoid giving unrealistic time frames.
These phrases have become so much a part of our everyday language that eliminating them outright can be difficult. However, if you gain self-awareness of your language and are conscious of the negative effects of such phrases, you can eventually master the art of communicating effectively and confidently at workplace.
As AP Personnel continues to grow with each passing year, our consultants get involved in exciting and challenging roles, providing bespoke professional service to clients and candidates. Our recruitment consultant speaks about the experience this year and shares insight into current job market trends, sought-after skills at the moment and much more.
How has your 2015 been so far and your outlook for the conclusion of the year.
I have had a good start to 2015 dealing with temporary financial roles and since recently I have taken over the commercial recruitment in Jersey. This represents a new direction for the Jersey office and I am thrilled at being tasked with the new responsibility of handling temporary and contract assignments in this sector.
What sectors currently have most jobs available in Jersey?
Finance and banking sectors are currently very active in Jersey, but we are also undertaking commercial sectors such as construction, property and building management.
As with any specialised sector, there is a shortage in certain areas for skilled professionals. This shortage is partially due to the fact that many candidates don't use any recruitment agencies, and it becomes a challenge for consultants like me to source the right candidate with the specialised skill set requested by clients. I would advise any job seeker to register with an agency as otherwise might miss a great job opportunity.
What are the 5 top sought after skills?
Civil and Structural Engineering
Engineering and Technology
Building and Construction Management
What is your top advice to candidates in today's market?
Make sure your CV is updated and perfectly tailored to the job description. Don't exaggerate your skills and always keep evidence ready to back up your claims.
How would you recommend candidates go about developing an understanding of the industry he/she wants to work for?
The best way to develop an understanding of your chosen industry is to spend time researching on the internet. The internet is a treasure trove of information and can equip you with the relevant knowledge needed to succeed. Discussing with your contacts in the industry can also be beneficial.
Describe your perfect job seeker
According to me, a perfect job seeker is someone who is proactive, enthusiastic and confident. One who actively engages in job search and does not wait for opportunities to come knocking on the door.
What is the key to writing a successful CV?
Being honest and accurate in your CV can get you success in your job search. It is also important to highlight your skills and strengths that match with the job requirements - you cannot assume that employers, especially HR Departments, will know the underlying skills that you take for granted as being known about.
What's the role of a recruitment consultant like you in job search?
As a recruitment consultant, my role involves a variety of different things. You have to identify the roles, get the client on board, identify your candidates, build up your database and of course match the candidate to the vacancy! You have to ensure that the client is convinced of your bespoke service, and the candidate knows you are acting with complete integrity and confidentiality when dealing with them.
Recruitment consultants also provide additional services such as careers advice to candidates and many client services that an organisation may be lacking internally. We have insight knowledge and understanding from candidates and companies, therefore it gives us a distinct advantage when it comes to filling a job more efficiently.
AP Personnel's parent company AP Group celebrates its 25th year anniversary
An international specialist junior to mid-level finance and commercial recruitment firm AP Personnel is a division of AP Group which opened in 1990 and is celebrating its 25th year anniversary this month. Since its inception as a recruitment provider to both commercial and financial companies in Guernsey, AP Personnel has emerged as a leader in its field, opening the Jersey office in 1998 and now has a strong foot hold in the Channel Islands.
AP Personnel offers dedicated and specialised service to clients and junior to mid level candidates in temporary, contract and permanent positions in both finance and commercial sectors in the Channel Islands.
The vision of the company was conceived by founder and CEO, Gina Le Prevost, a professionally qualified and experienced recruitment specialist.
Gina Le Prevost said: "Reaching this massive milestone of 25 years hasn't been without much laughter but also with many tears too along the way. For AP Group to still be operational is truly a major achievement by AP Group's directors and staff and for that I thank them for their loyal support, hard work and having had their wits about them during the difficult economic downturn."
Besides AP Personnel, AP Group has three other divisions, namely AP Executive (senior level appointments), AP GlobalEnergy (appointment in oil and gas sector) and AP Technical (IT/Communication appointments), each providing specialist recruitment services to clients and job seekers across the globe.
With a 'local' reputation for its efficient, friendly and reliable recruitment services to both candidates and companies in the Channel Islands, AP Personnel is proud of having served the islands with temp, contract and permanent staff for the past 25 years.
It is a member of Recruitment and Employment Confederation (REC), the governing body for recruitment companies, reflecting its commitment to high professional and ethical standards.
However, the journey over 25 years, as Gina admits, has not been a smooth one.
"Particularly since 2008 our industry has seriously been at the coal face of major job losses suffered by the majority of our clients caused by the worst global recession in 100 years. The recruitment industry worldwide, along with many other industries, has battled through and suffered real hardship and pain, and difficult management decisions were made in order for businesses to survive".
Nevertheless, Gina admits that it has been a "challenging experience and a steep business learning curve", and with the hard work put in by all the employees and the "economic conditions improving in more jurisdictions", AP Group is now on an "upwards crusade".
AP Personnel has a strong local network of junior to mid level professionals and reputed companies, and offers assistance with temporary and permanent recruitment of candidates at all levels in banking, accounts/bookkeeping, compliance, insurance, HR, fund administration, trust and company, general administration, secretarial/PA, legal and commercial. The firm boasts of a team of highly dedicated and specialised recruitment consultants, and has an impressive track record of client and candidate loyalty.
Looking ahead to the future, Gina said: "I hope to see AP Group once again grow and our staff will continue to enjoy their work well into the next 25 years."
She added: "I have exciting plans for AP Group's future which we hope to implement in the not too distant future. I am as enthusiastic for AP Group's success as I was 25 years ago when the first office officially opened in Guernsey on 1 July 1990."
Over the 25 years, AP Group and its specialist divisions have provided bespoke recruitment service to some of the leading international companies, and helped a number of high calibre candidates achieve their career goals.
How to achieve work-life balance? Expert tips on making the ‘impossible’ possible
In today's competitive work environment, work/life balance has become something of the past. Family, friends and hobbies all now come second to work.
However, it is widely recognised that a planned and achievable balance between work and life can contribute to professional success and personal happiness.
Our experts share their advice on how to achieve a healthy work/life balance. This balance is not only about the time a person spends at work. There are other ways as well by which an employee can harmonize work and personal life in order to ensure greater professional satisfaction, personal development and happier family life.
Put your best foot forward: No matter whether you thoroughly enjoy your job or utterly despise it, producing inadequate and substandard work will not benefit anyone. Your boss hired you to do a job and believed you had the skills to meet to the job requirement. By delivering poor quality work, you not only disappoint the employer but also fail to appreciate the monetary and professional benefits that the company bestows on you. In addition, poor quality work could lead to poor reviews or even termination of employment. Neither of which is advantageous. On the other hand, producing high quality work can enhance your reputation and benefit your future career prospects.
Unleash your inner creativity: Even though a job description is boring or some of the tasks dull, you owe it to yourself and your employer to bring creativity to the role. Not only can this help enhance your reputation and provide further opportunities, it can also remove boredom and monotony.
Remember 'Honesty is the best policy': The truth always triumphs in the end. If you see a co-worker lying to avoid a public dressing down, remember he/she may have to face a disciplinary action in the end. So it is important to avoid jumping on that bandwagon. The truth can also impact in another way. Just because something has been done a certain way before does not make it the best/only solution to the problem. If you don't speak up then you will find the following processes may become detrimental and have a negative impact on your work. Therefore, it can be advantageous to speak up and challenge the ideas of your seniors (only if your solution is plausible) and persuade them to discover new solutions.
Give TLC: If it were your company, you would want a healthy and happy workforce. You would want the equipment maintained and no damage done to anything or anyone. Therefore, it is important to have the same attitude and behaviour at your workplace. An accidental damage to the property can be ignored, however if the damage is done deliberately, it can incur substantial fines and disciplinary action.
Keep Your Integrity: Integrity in every action is an important trait of a successful employee. Be it in the dealings with co-workers or upholding the company's trust and reputation, integrity is crucial for maintaining a healthy work environment. Here is an example to illustrate this point. When you have burned out in a job and reached the end of the road, it is very easy to let things slip. You have a rant about work one night in the pub with your friends, which can rapidly become a regular occurrence. Eventually, this will reflect in your friends' impression of your company. As consultants, we are often met with the line 'my friend worked there and said it was awful'. However, this could be the perfect company/position for your friend. Therefore, it is necessary to adhere to your moral and ethical obligations at all times. If you're unhappy, you should look for something else and move on, rather than tarnishing the company's reputation with irresponsible and unpleasant comments. Not only does it reflect badly on them, but also on you.
Don't give unearned loyalty: Loyalty is based on Trust and Trust is earned, not bought. Loyalty in the workplace is necessary for strengthening trust and increasing job satisfaction. However, caution should be applied to the company that expects blind loyalty from it's employees, without the extension of trust or incentives in return. If you are being headhunted or made an alternative offer and your current employer counters with something like 'remain loyal to us, we will get there', you are not obliged to stay. You wouldn't stay on a sinking ship through loyalty, would you? If a better opportunity, financial package or more job security is offered, loyalty shouldn't play a factor. At the end of the day, you need to do what is right for yourself and those who depend on you. However, there are many companies who provide their employees with excellent opportunities and grow the person professionally and personally. They have earned the trust and loyalty of the candidate.
Handle moral dilemmas: There may be aspects of the job that are unpleasant and conflict with your personal values. New employees usually face such moral and ethical dilemmas in their initial years. In such a scenario, self-reflection on the complexity of the situation is important before taking any major decision. The best approach would be to have an open discussion with your mentors and colleagues to understand the future prospects of the job, and how these challenges decrease with career progression. However, if you still feel that you are being pushed to do something that you do not want to do, it is wise to step away and find a position that is more in sync with your interests and values. Finding work that drives and motivates you, whilst giving you a high level of enjoyment is essential.
Prioritize your work: The key to a successful work/life balance lies in prioritizing your work. You need to identify the key professional and personal commitments in life, and thereby prioritize them in the order of their importance in your routine. At times professional commitments may demand certain sacrifices; however, this should not become a habit, placing unnecessary stress on your private life.
Don't jeopardise your health: We have all been there. You have picked up the flu from a long and arduous week at work. Over the weekend it starts to take hold and by Monday morning, you are verging on bedridden. If you didn't have that urgent piece of work to do, you would stay at home. Alas, you can't. You need to go in and get this done. Wednesday comes around and you can't move by midday. You have to admit defeat, after infecting half the office. The flu lays you low for 10 days. Sacrificing your health and general wellbeing can have detrimental effect on your body and work performance. This can lead to longer periods of illness, longer lasting effects and potentially, your quality of work suffering.
Schedule relaxation times, but keep it flexible: Overworking can make you dull, affect work productivity and take a toll on your health. Set aside time for relaxation, however in doing so it is important to have a realistic and flexible approach. Having a predetermined time for relaxation may not work at all times, especially when an urgent project or assignment comes up that clashes with your schedule. If you overwork on some days, make sure to devote extra hours to family and friends or simply relax to balance things out on the whole.
Lack of experienced trust and fund administrators concerns AP Personnel
While economies across the globe are slowly limping back from the massive credit crunch, the effects of recession, however, are still haunting some sectors such as trusts and funds. A leading recruitment consultancy AP Group has expressed concern over the shortage of experienced administrators in the trust and fund sectors. This shortage is a direct result of the recession that hit the global economy in 2008.
AP Executive and AP Personnel, divisions of AP Group, have many years of experience in recruiting professionals in the wealth management and commercial sectors.
Gina Le Prevost, CEO of AP Executive and AP Personnel, said: "Due to the lack of recruitment in trust and funds industries to employ and invest in junior staff caused by the downturn in 2008, this has now caused a shortage of experienced administrators. Since early 2015, we are noticing a recruitment upturn in the Channel Islands and other global locations which specialise in trust and fund professionals. However, companies specialising in these popular sectors are now struggling to find candidates qualified with the important 3 to 5 years levels of experience."
This is one such area where the global economic crisis has had a lingering effect. To cap the costs, most organisations, during the economic crisis, abstained from recruiting graduates and junior to mid-level administrators. This in turn has made it difficult for employers to find suitable candidates with the requisite level of skills and knowledge base. Had there been recruitment of junior staff since 2008, they would now be qualified to take on the role of experienced administrators - which are in high demand at the moment.
The current 3 to 5 years experience requirement means the candidates should normally also hold the professional qualifications like STEP (Society of Trust and Estate Practitioners) and/or ICSA (Institute of Chartered Secretaries and Administrators). It takes up to three years to complete these types of qualifications.
To fill this acute shortage, employers may have to consider candidates who do not hold work permit or local qualifications for these jobs but meet the required professional qualification and length of experience criteria.
Gina Le Prevost continued: "Companies need support by the Guernsey and Jersey respective authorities to be able to employ non- locally qualified candidates if necessary, and strict work permits policies, which have been in place for so long now, should be more relaxed."
She concluded: "Without companies being given more leeway with bringing in non-locals and if the numbers of jobs in specialist areas continue to increase in the islands, it is inevitable that salaries will need to rise in these industries. In fact, job seekers moving to the islands because of work offers would also improve the Guernsey and Jersey sluggish housing markets, which both islands are currently experiencing." However, for employees it is an encouraging trend as the job market is becoming more buoyant particularly in wealth management industries.
She said: "We are now in an ‘employees’ job market which is going to become a ‘fast track in gaining experience and professional qualifications’ for job seekers looking to get into funds and trust."
Sitting, from left: Lorraine Wheeler, Louise Farrugia and Tony Pitcher; standing, from left: Shubha Puthran (AP Technical) and Katie Drury (AP Personnel).
Louise Farrugia is not your average temporary worker having recently received recognition from AP Personnel, for 10 years continuous placement as branch administrator at the Jersey offices of the Society of Trust and Estate Practitioners (STEP).
For many people temporary work is seen as a quick fix, but Louise appreciates the flexibility often needed being a parent juggling work and home responsibilities. She says: 'I've enjoyed working for STEP and AP Personnel and can't quite believe 10 years have passed by so quickly. Luckily STEP have always understood and supported me. These days there aren't as many flexible part-time jobs around for women with children so I feel very fortunate to have mine.'
'Over the years, I've met and worked with some wonderful people through STEP and AP Personnel. I'm certainly looking forward to meeting and working with many more.'
The STEP Jersey Branch Chairman Tony Pitcher also paid tribute in the STEP newsletter 'The Jersey branch is run by a committee, all of whom have busy professional lives, so we need to know that we have someone responsible to run the office. We have been extremely lucky to have found someone like Louise who is reliable and conscientious and able to manage a workload that has increased over the years. Here's to the next ten!'
AP Group has had a long standing relationship with STEP Worldwide and was official recruitment partner from 2004 to 2011. This has seen AP Personnel becoming the agency of choice for clients and candidates in trust, fiduciary and wealth management in the Channel Islands.
Gina Le Prevost, chief exec of AP Group added: It really is a major milestone for Louise to have achieved such a long standing temporary assignment. STEP is a wonderful client to deal with and we very much appreciate the support they have shown to Louise with her work and family commitments.
Katie Drury consultant for AP Personnel says 'Louise is a pleasure to work with; she is such a loyal and trustworthy employee and a true asset to our temping business.
Temping is a great way to understand different business processes when working for a variety of clients particularly from the finance industry. It can open up many opportunities for our temporary staff to try out working for a company and having the opportunity, in some cases, of being offered permanent employment too. As in the case of Louise, STEP have offered her a job which provides her with the flexibility she needed when juggling work and home life. We hope she will be an asset to STEP for many more years to come'
Information regarding AP Group
Next year AP Group will be celebrating their 25th anniversary. AP Personnel is part of AP Group, which was formed in 1990 and is one of the Channel Island's oldest and most established recruitment agencies, with offices in Guernsey and Jersey. We maintain a professional standard via our commitment to the recruitment industry's governing body, the Recruitment and Employment Confederation, and all our consultants are REC qualified.
The AP Group Jersey office was the first office to open in 1996. As well as AP Personnel it operates two other divisions offering recruitment consultancy. AP Technical specialises in IT, Digital Media, eGaming and Telecoms recruitment from junior to senior management and board level, both locally and internationally. AP Executive, established in 1999, specialises in sourcing local and international candidates for management, board level and executive positions in the asset management, wealth management, private equity, trust, family office, tax, accountancy and legal sectors.
For more information about AP Group visit www.apgroupglobal.com, visit the office at 31 The Parade, St Helier or call on 01534 715757.
Interviewing can be a nerve-racking situation. Candidates often have to justify their professional worth to a complete stranger (or strangers!) in an unfamiliar and forced environment. Having said that, interviewing doesn't have to be a nightmare and can be an opportunity for you to explore a role and company, whilst showcasing your skills and personality in your quest for the perfect job...
Do know where you're going! Make sure you know the exact location of the interview and how to get there. Do your research - learn about the company and the role you are interviewing for. Do prepare and practice for the interview, but don't memorise or over-rehearse your answers. Do dress the part for the job, the company and the industry. Ask your Recruitment Consultant or company contact about dress code. If in doubt go smart! Do plan to arrive about 10 minutes early. Late arrival for a job interview is never excusable. If you are running late, phone the company or Recruitment Consultant! Do greet the receptionist or assistant with courtesy and respect. This is where you make your first impression. Do bring your CV to the interview. Do shake hands firmly. Don't have a limp or clammy handshake! Do remember body language and posture: sit upright and look alert and interested at all times. Don't fidget or slouch - This send the wrong message to the interviewer Do make good eye contact with your interviewer(s). Do show enthusiasm in the position and the company- A positive attitude to the company and role goes a long way Do avoid using poor language or slang! Do show off the research you have done on the company and industry when responding to questions. Do remember that the interview is also an important time for you to evaluate the interviewer and the company - Remember, you are interviewing them as much as they are interviewing you! Do always conduct yourself as if you are determined to get the job you are discussing. Never close the door on an opportunity until you are sure about it. Do show what you can do for the company rather than what the company can do for you. Do ask intelligent questions about the job, company and industry. Also ask about your career development potential in the business. This shows a commitment to the role and an ambition to grow with the organisation. Do close the interview by telling the interviewer(s) that you want the job and asking about the next step in the process. Do immediately take down notes after the interview concludes so you don't forget crucial details - If you have interviewed through an Agency, call your Consultant to feedback immediately after the interview.
Don't chew gum during the interview. Don't rely on your application or CV to sell you. No matter how qualified you are for the position, you will need to sell yourself to the interviewer. Don't tell jokes during the interview. Don't be soft-spoken. A forceful voice projects confidence. Don't act as though you would take any job or are desperate for employment. Don't say anything negative about former colleagues, supervisors, or employers.. Don't lie. Answer questions truthfully, frankly and succinctly. Don't answer questions with a simple "yes" or "no." Explain whenever possible. Describe those things about yourself that showcase your talents, skills, and determination. Give examples. Anecdotal evidence is very useful in demonstrating experience. Don't answer your phone during the interview, and do turn off (or set to silent ring) your phone!! Don't enquire about salary, holiday, bonuses, or other benefits until after you've received an offer. Be prepared for a question about your salary requirements, but do try and delay salary talks until you have an offer.
Laura Millen standing as a Candidate for Deputy of 'Reform Jersey'
AP Group is pleased to be supporting Laura Millen, the manager of AP Personnel in Jersey, in her new political pursuit. Laura is one of the three new female candidates of Jersey's new political party Reform Jersey.
With years of experience in the recruitment industry, Laura has excellent knowledge of the employment market as well as an understanding of discrimination within the workplaces. Along with her fellow deputy candidates, she is looking to bring a positive change in social policy including raising minimum wage to a level in line with the cost of living, improvements to mental health and housing provisions, support for victims of sexual crime and also increased maternity pay for prospective mothers.
The chief exec of AP Group, Gina Le Prevost and Laura's colleague are backing Laura in this inspirational move in the hope of making a difference in the local community.
AP Personnel's L’Eree Confidential have started the league
The Touch Rugby team L’Eree Confidential, sponsored by AP Personnel, has recently started the league and already is proving to be a great match for the longer running Guernsey’ teams. They have only just started the league and are all completely new to Touch Rugby. The players are all the age between 23 and 26, with Victoria Brouard as the Team Captain. Most of the players have come from the same school and have largely known each other since we were 4/5 years old. They have only learned to play about a month ago and have had 3 games so far.
Recently they played the long term reigning Touch Champions, half of their team play for the island and although L’Eree Confidential lost 8-3, it still puts them in a good position against some of the more experienced teams, which have been less successful against the leaders. They hope with more experience they will become a really good team.
Recruitment consultant at AP Personnel and a player for the team, Alicia Robert commented; ‘We have high hopes for our next few games and will be re-entering in the next league where hopefully we will be more successful as we will no longer be a newbie team!’
The recruitment team at AP Personnel are extremely proud with their colleague and the team’s success so far.
Did you know that you have more chance to find your perfect job in Guernsey or Jersey if you have registered with an agency? Register with AP Personnel and be first to reach the future employer. Our database will be searched for matching candidates as soon as the job has been given to us by a client. If a candidate matches the vacancy, the CV will get sent for the role the same day – this might be you! Don’t let the perfect opportunity slip away.
For career advice and to register with AP Personnel contact your local AP Personnel recruitment consultant.
Due to graduate within the next 6-12 months and looking toward the future? Some of you may already have it all planned, some of you may not. This is a very important step in life and the beginning for most, on their particular career path. So here are 5 tips from our dedicated recruitment consultants, to help get you ahead of the crowd;
So, you are due to graduate within the next 6-12 months and are looking toward the future. Some of you may already have it all planned, some of you may not. This is a very important step in life and the beginning for most, on their particular career path. So here are 5 tips from our dedicated recruitment consultants, to help get you ahead of the crowd;
1. What makes you tick? When you look at the bigger picture, this is a very important decision to make and can impact your life considerably. Let's say you work a 40 hour week and put in a minimum of 2 hours overtime a week. The total is 42 hours a week that you spend at work. It doesn't seem that much, right? Well it does when you realise that you only get 168 hours a week. This results in a quarter of all the hours you get in a week, being spent at work. Surely it would be better doing something you enjoy? This is the first step, something I would recommend thinking about during the university Christmas break, if not before. What would drive and motivate you in a position? What would enable you to thrive? Customer/client contact? Back office administration? Numbers? Words? Commission? Financial targets? Creativity? As an initial step, brainstorming what makes you tick is essential, as it will enable you to ensure you are setting off on the right path, at the very beginning.
2. Information Gathering. Do some research. Again I would do this at Christmas. Look in to possible career paths and see if there is something which would appeal to you. I would suggest taking highlighters and going through typical job descriptions or general descriptions of the different industries and marking all the appealing factors in one colour and all the unappealing factors in another. Form a pro's VS cons pile of different industries and see the results. This will help you ascertain which careers are definitely not for you and which might fit your criteria. The rest you can compare with your 'what makes you tick' list and see which careers fit your mould.
3. Talk to People. Talk to people about what they do. The major fault with this line of questioning usually comes from the person doing the questioning. They usually say 'so, what's your job like? Or 'tell me about your job, please?' This leaves it open for all sorts of answers which are usually directly influenced by what kind of day the person has had. The question needs to remove emotion as much as possible, so any ill feelings towards the role emerging from bad days, bad management, bad company policies are absent. The question needs to avoid negative connotations. Ask questions such as 'what do you enjoy about your job?', 'what made you choose this career' and 'can you tell me about the qualifications and career prospects available in your industry please?'. Why do we ask these questions? Well, who better than the people doing the line of work you are interested in, to give you an insight? Everybody has bad days, so it is important to be objective and see whether the good would vastly outweigh the bad. It is ok to ask the employee what they don't like, for example, which will give you a balanced overview. However, this again needs to try to remove negative connotations and needs to be objective.
4. Have your CV prepared. Yes, the arduous task of preparing a CV. This is the least enviable task for any young jobseeker, but could be one of the most crucial. During those days of downtime, 12 hour sleeps or just pure laziness, why not take an hour or so to update your CV and have it ready for applications or for your recruitment consultant? This is the major stumbling block with a lot of people. They get themselves prepared, using steps one to three. However they haven't got their CV prepared, they can't send applications and consultants can't work on them or help identify areas of weakness on the CV. This is crucial and something which could be done with just a couple of hours free time. If this is done between Christmas and Easter, then the soon to be graduate, can really climb ahead of the competition and move to step 5 below.
5. Get some experience. So by now, you should have an abundance of information and thoughts running through your head, along with a fully prepared CV. Hopefully this information can help to narrow down to careers and positions of interest to you. Christmas will be over and you will be looking towards the Easter holidays. This is the time to arrange some work experience and meet with a recruitment consultant. Why? Well this is a great opportunity to arrange some work experience in 1 or more of your industries of interest to gain a deeper insight in to how a day works. It doesn't have to be 2 weeks, 2 placements. 3-4 days one week, 3 days the next. Perhaps more, perhaps less. However long you think will give you an insight in to the role. This will also add relevant experience on a CV and will demonstrate to a potential employer that you are very interested in pursuing a career within this industry. Why meet a consultant? Well, who is better placed to actively seek opportunities for you whilst you return to university for your final semester. They can also provide some added guidance on your career path, CV and make sure you are fully prepared to secure the perfect role upon (or even before) your completion of university, thus giving you a head start on those who have not been as thorough. Never has an old cliché rung so true; failure to prepare, is preparing to fail.
If you want to explore your career path further or just want some general career advice, please contact the AP Personnel team here in Guernsey on 01481 715757 or email email@example.com
The employment market is competitive, particularly within finance, and you need to be sure that you benchmark your salary packages against your competitors' to be an attractive prospect for top talent.
AP Personnel have released new salary guides in Guernsey and Jersey. The updated format offers salary indications for range of sectors including banking, insurance, compliance, trust, funds, accounting and many more; a yearly summary of the market state for the financial sector as well as indications of salary fluctuation in comparison to the previous year.
Our guides draw on extensive research of local markets using new vacancies that become available, and information provided by both clients and candidates.
The AP Personnel salary guides would benefit larger as well as smaller organisations for new staff hire, staff appraisals and salary reviews.
For more information or to register, please email firstname.lastname@example.org or telephone +44 (0) 1481/1534 715757
Guernsey Recruitment for School Leavers and Graduates
Local recruitment consultancy, AP Group, has noticed a significant increase in junior and trainee vacancies in Guernsey.
This is going to be of huge benefit to local students, new graduates returning to the island and school leavers eager to begin their careers.
There could, however, be a shortage of junior staff if this trend continues, especially if A-level students choose to further their studies at university and if this year's university graduates do not all return to Guernsey.
AP Group alone has over 50 junior positions available at present, and AP Personnel senior manager Steve Gibson predicts a rise in this figure. 'Organisations are becoming more aware of the importance of succession planning and promoting from within, which gives junior staff of today excellent career prospects,' he says.
Steve, who specialises in finance recruitment, went on to say, 'More and more organisations are putting in place graduate trainee programmes to help identify tomorrow's business leaders.'
However, this rise is not only significant in Guernsey's financial sector. Commercial business on the island is also on the rise and so, in turn, are the number of vacancies. AP Commercial senior manager Richard Clarke said, 'AP Group has a number of junior roles available. These are spread across a diverse employment market within organisations that vary greatly in size and focus, giving candidates a wide variety of careers to consider.'
Richard was also keen to point out that graduate schemes were not exclusive to the finance sector. 'A number of commercial organisations offer graduate training programmes, and some even run bursary schemes to attract candidates looking for a company that will offer them a career path,' he concluded.
AP Group constantly endeavours to provide a wide range of opportunities for staff to help develop their knowledge and skills.The company knows that the correct level of training clearly demonstrates adequate skills to ensure a successful outcome in building strong successful relationships and in providing a first-class recruitment service to its clients and candidates.
Carla Whitham, Stephen Gibson and Louise Hill are the company’s newest REC-qualified consultants.
Carla moved from Yorkshire to Guernsey in 1996 and has an NVQ Level II in business studies, which she acquired at the College of Further Education in Barnsley.With her combined work experience in the UK and with over nine years’ experience in Guernsey’s finance sector, she brings an extensive understanding of the island’s financial industry to AP Personnel.Carla is the temp controller for the Guernsey office, and deals with all temporary and contract workers in the finance, legal and insurance industry.She is dedicated to continually strengthening and establishing relationships, building rapport and identifying needs of both clients and candidates to ensure a hassle-free recruitment process.
Having achieved the Certificate in Recruitment Practice with merit, Carla values this nationally recognised industry qualification as a must-have for any consultant working in the recruitment sector."It is vital that we conduct our business ethically and to the highest standards to promote good practice.This qualification affirms our commitment to offering a range of valuable services and benefits to both clients and candidates.AP Personnel is a dynamic and growing company, offering rewarding and lucrative career opportunities to its staff.I am moving to the UK in January and am pleased to have been offered the opportunity to carry on working for the company in their new London office", says Carla.
The London office falls under the AP Executive banner of the group’s companies, has a global presence with established offices worldwide and is now set to take London by storm. Newly launched in Ironmonger Lane, off Gresham Street, the office provides an excellent base for the company to meet the increasing demand for clients requiring in-depth knowledge and a high-quality recruitment service with particular emphasis on the trust, legal and banking sectors.
Stephen, who joined AP Group earlier this year, has over five years’ experience in the finance industry."AP gave me the opportunity to achieve an REC qualification and it helps that I am able to put my study into practice on a daily basis.It is a great pleasure to have achieved this qualification and be recognised professionally for what I do", he says.As a finance consultant, he is responsible for administering a portfolio of clients and providing them with suitable candidates for their company.
Knowing the importance of this placement, he meets regularly with his clients to discuss particular roles in more depth and takes the time with his candidates to discuss their experience, knowledge, goals and aspirations, and successfully marries the two.Steve continued, "Identifying a competent candidate requires examining their knowledge, skills, self-concepts, traits and motives that are critical for success in the target job; merely having skill and knowledge does not guarantee success.It is the deeper and less visible competencies that are often critical to success".
By using Profile 2000, it is possible to filter applicants for the job requirements and request the most suitable individuals. The programme is used by some of the world’s biggest recruitment companies, although AP Personnel is the only Channel Islands agency to have installed it."I hope to continue undertaking professional qualifications and to progress in my career, and will be starting the diploma in recruitment practice next year.In my short time at AP Personnel I have found that this company rewards hard work and loyalty, so hopefully at some point in the future I will be in a position to progress with the group," he concluded.
Louise Hill moved from the mainland to Guernsey and she too has extensive experience in Guernsey’s finance sector.Working within a strong professional and meticulous finance team, she deals with all permanent vacancies in the finance, legal and insurance sectors. She is responsible for building good relationships and striving towards smoothing the recruitment process for both candidates and clients.
The group’s professional and confidential process is paramount to its service, and offers the added benefit of its international network of recruitment consultants as well as an extensive database of candidates. Combined with its web and recruitment technology-based solutions, it retains the edge in providing successful placements.
"By completing the Certificate in Recruitment Practice, I am able to offer a better service with specialised knowledge and expertise while adhering to the REC code of best practice.I am very happy to have achieved this qualification, as personal development is incredibly important to me.I am dedicated to providing a service that is helpful and honest.This qualification has also given me a better understanding of the recruitment process as a whole and has allowed me the chance to recognise my strengths and work on my weaknesses as a consultant," says Louise.
"As a company, a strict code of ethics, professional conduct and training is adhered to at all times. Our high success rate in recruitment is evidence of our standards and experience in this field.Carla, Steve and Louise’s recent qualification reflects the company’s commitment to the training and development needs of the staff and the importance of staying abreast with the latest recruitment trends and principles of best practice.The key to success in any business is its people, and investment in developing staff has always been a priority for the company. Awarded "Investors in People" status in December 2004, AP Personnel has demonstrated high levels of staff training, evaluation, progression and development procedures that are in place and which the group fervently upholds," says the team’s finance manager, Jennifer Hallam.
Over the past few years, Jersey has become well known for its lucrative offshore banking and financial industry.There is however, another side to the island that has started drawing people with a wide variety of skills: the rising commercial industry.This once less-favoured sector has evolved over the past few years and now offers candidates parallel career prospects and development within the commercial sector. The industry has undergone constant and steady growth, and the interest from international companies has boosted its role in the island’s economy.
Jersey lies about 160 kilometres south of mainland Britain and only 22 kilometres from the coast of France. It provides the perfect location for international companies to house their outlets, and then there is the added advantage of no VAT.
Through the benefit of low-value consignment relief, the fulfilment industry has created the need for a flexible temporary and permanent workforce to fulfil their orders. Many candidates have come to rely on this work for a source of income. The fulfilment industry has a high level of demand and must meet its deadlines on delivery.This demand warrants staff at ground level, who physically pack and send off the products, and management positions, where the service levels are monitored and controlled.The service needs to be quick and accurate, and there is great demand for high numbers of staff to complete the fulfilment process on time.
The Internet continues to change the way we conduct business and, behind the scenes, most of the people who keep this industry up and running hail from the commercial sector. Many people enjoy the convenience of this technology, and online banking is the preferred option to joining the queue in a bank.These individuals have been trained and have developed skills that have revolutionised business intelligence. The IT sector in Jersey has developed, and experienced IT professionals from abroad are seeing a move to the island as positive career progression.
This growth in commercial career opportunities has opened up the job market for people who are looking for a change of career or to embark upon a new one, as well as already skilled individuals who welcome the prospect of being trained and grasp the opportunity to develop skills to keep up the ever-changing trends within companies. It is important for the local commercial organisations to encourage graduates to complete qualifications relevant to the commercial sector, thus keeping graduates with commercial skills in the island.
Another arm of the commercial sector is the telecommunications market. The Channels Islands have seen increased activity in this sector and await the developments of the new key players. This has led to more employment opportunities for the required technical skills as well as areas such as sales and marketing.
The commercial market is increasingly buoyant. Whereas it may have previously been regarded as the poor relation to the island’s finance industry, there is a growing realisation that the commercial sector supports the finance-based market.
AP Personnel identified this growth and development and set up a commercial division in 2002, taking the lead in becoming the first consultancy to set up a dedicated commercial agency, AP Commercial, in both Jersey and Guernsey.
Unlike most companies in the finance sector, many businesses in the commercial sector do not have their own human resources department. The full recruitment service that AP Commercial offers takes the stress out of the search and selection process and brings value to our clients by saving them precious time and resources.
This specialised service is backed up not only by our experience as the AP Group, but by our team of dedicated consultants with specialised knowledge and first-hand experience within the Jersey commercial industry. AP Commercial is the only commercial recruitment agency in Jersey, and is pioneered by the AP Group proving itself yet again as a front-runner in meeting the challenges of this ever-changing and demanding environment. As Jersey continues to attract more commercial business, it is important that these companies have access to skilled staff.Through AP Commercial they are able to find that.
The chief executive of the recruitment industry body, the Recruitment and Employment Confederation, sees light at the end of the tunnel as regards the recession – and temps could be the first to benefit.
While the Office of National Statistics reported that the number of people out of work in the UK rose 244,000 to 2.22 million in the first three months of 2009 - the rate rising from 6.7 per cent to 7.1 per cent, the largest since 1981 - Kevin Green offered this assessment of the situation: ’Although the ONS figures show a significant jump in unemployment, the rate of deterioration in the jobs market is showing signs of easing according to the latest REC Report on Jobs. As demand returns to the economy, employers’ initial focus is likely to be on hiring temporary, contract and interim workers.
’A flexible workforce will help businesses respond to this demand by providing a stepping stone back into work for the unemployed. It is crucial, then, that the current consultation on implementation of the Agency Workers Directive in the UK protects the flexibility of the temp market and does not hamper employers’ ability to hire temporary workers.’
At AP Group we believe in practising what we preach. So, while encouraging candidates to study and gain qualifications that increase their knowledge and skills in their particular field, we are constantly doing the same. As chief executive Gina Le Prevost puts it, ’Maybe that is part of the reason why we understand our candidates so well and can empathise with them. After all, doing your job to the best of your ability is normally enough, so studying on top of that is bound to be demanding.’
Our senior manager at AP Personnel, Steve Gibson, has quickly risen through the ranks by a combination of talent and sheer hard work. He recently gained the REC (Recruitment and Employment Confederation) Diploma in Recruitment Practice, achieving a pass, two merits and a distinction in the various parts.
Here is Steve’s assessment of the experience: ’It was a nine-month course consisting of a project, practical exam, two written exams, two pieces of coursework and four workshops. For my project I did an assessment of how the AP Group attracts candidates, which was valuable to me in addition to being part of the exam. The law and ethics module was very revealing, as it demonstrated how far behind the UK the Channel Islands are in terms of employment legislation. Then for the practical interview section I studied the best way of getting candidates to come up with key information about themselves (which they might not even think is relevant). This is an important skill, so again I learnt something while actually taking the exam.’
Steve intends to continue his studies, with the next step being the the BA(Hons) Degree in Recruitment Practice.
Positive start for AP Personnel and AP Commercial - Spring 2011
I really cannot believe that it has been five months since I last updated the blog – how time flies. As many of you will know the market has seen a definite upturn with a lot more confidence on the part of the employers and employees which has kept us all very busy in the AP offices.
During the first few months of 2011 we, at AP Personnel have seen a very positive increase in interesting and at times exciting vacancies arising throughout the finance sector. We continue to meet with the growing number of candidates who are looking for that perfect role and endeavour to keep up to date with our clients regularly to ensure we do not miss out on any opportunities on behalf of our candidates.
We have also re-launched AP Commercial due to an increase in clients within the commercial sector looking to expand their workforce. Scott Clarke joined us at the beginning of February and has jumped right in at the deep end familiarising himself with Commercial market.
The AP Panthers are coming to the end of their season with their last match against The Puffins on Saturday 9th April – good luck ladies!
Well as you may have noticed, we have had little opportunity to update the blog since the launch of this new area of the website in September 2009. As Steve mentioned all those months ago we had all been affected in some way by the disastrous crash of Wall Street in the previous year. Economists had predicted that we would see the start of a slow recovery towards the end of 2009 and I am very glad to say that they were absolutely spot on. During 2010 we have enjoyed the disappearance of the phrase "Headcount Freeze" I am very glad to say. Many companies within the finance sector have not only recruited employees to replace open vacancies, which had been on the shelf for many months, but have looked to expand existing teams due to business growth.
Which brings me nicely on to the team here at AP Personnel. During 2009 we have seen quite a change in the line-up, mostly due to positive reasons I am happy to report. We have said goodbye to two very valued members of staff this year who have gone on to walk very different career paths to that which they followed here at AP. We were very sorry to see both go but also happy to find two exceptional replacements.
Marie Claire Masterton joined AP Personnel as Temps Controller and Recruitment Consultant for the Commercial Division of the business. Marie Claire has an enormous amount of experience within the finance sector, from a permanent employee and temporary employee perspective, and is a great people person - our temps can be comfortable in the knowledge that she will be here to look after them and support them whenever they need her help.
Due to the increase in business flow that we have enjoyed throughout this year we are also expanding the permanent desk at AP Personnel. We have a mystery man joining us as Recruitment Consultant for the Finance Sector on 1st November - I will reveal his identity after that date but you can rest assured that as an excellent communicator he will be hot on the heels of all of those new roles that are flooding in.
I will endeavour to update this blog as often as possible with any new pieces of news that may be of interest but for the time being good luck with your job hunting and don't forget we are just a phone call away and always happy to talk.
Public Relations Qualifications to be Launched in Channel Islands
Public relations practitioners in the Channel Islands will be able to undertake specialist public relations qualifications locally for the first time as from this autumn.
International training provider the PR Academy will, in conjunction with the Channel Islands Group of the Chartered Institute of Public Relations, be launching the CIPR Diploma in Jersey and Guernsey as from October this year. Introducing the Diploma locally eliminates the need for PR practitioners to undertake qualifications involving frequent travel to the UK or substantial amounts of distance learning.
Taught by a specialist team of tutors, the course will be delivered over ten months and include three units of study. The first will take place over two, two-day sessions and discuss PR theory. The second unit will look at PR planning and combine a two-day session with some online learning. The final unit, a research project, will be delivered using the latest interactive online learning technology, with the final assignment being submitted in summer 2011.
Established more than ten years ago, the Diploma is a Masters level qualification aimed at those who want to develop their practitioner skills but who also want to underpin what they do with theory. Diploma graduates have gone on to hold senior positions in organisations in the UK and abroad. It is envisaged that the CIPR Advanced Certificate, a degree level qualification, will also be delivered in the islands in the future.
The PR Academy is the CIPR’s largest qualifications centre. It delivers the full range of CIPR qualifications in London and online and regularly achieves a pass rate approaching 100 per cent on all its courses.
Ann Pilkington from the PR Academy explained:
“The Diploma is a great qualification. It’s hard work, but extremely rewarding and really can transform your career. A Diploma graduate is a more strategic thinker and better equipped to make an impact at senior level. We believe strongly in applying theory to practice - our lectures are designed to be as interactive as possible, with lots of group discussion and debate.”
Adam Riddell, Training and Education Officer for the CIPR CI Group, added:
“Driving up standards of public relations in Jersey and Guernsey is a key objective of the CIPR CI Group and I am delighted that the PR Academy, a leading, international provider of CIPR qualifications, is to begin offering the Diploma this year to help achieve that. The launch of CIPR qualifications is a real step forward for the industry locally, making high quality PR education more accessible in both islands.”
Further details including dates and costs can be obtained atwww.pracademy.co.uk, and places must be confirmed by 3rd September.
AP Group is one of the key sponsors of the Sportingbet Guernsey Marathon for the second year running. The event attracted more than 500 entrants in 2009 and this year is set to be even more successful.
‘A number of AP Group staff has run marathons in New York, London, Paris, Geneva and Jersey during the past years and so we like to support events that are competitive but promotes fitness as well as it being open for anyone to enter’, said Gina Le Prevost, CEO of AP Group, adding ‘Having run two myself, (London and New York), I was keen to add our support to this new competition in Guernsey – I am hoping that someone from my Guernsey office will find time to train for next year’s event.
Last year’s event not only showed the island’s spirit but also helped to raise support and awareness for charities: Mines Awareness Trust, Headway Guernsey and Hope for Guernsey. This year the money is raised for two local charities: ‘Headway Guernsey’ and ‘Get Kids Going!’.
The marathon will take place on last Sunday in August – 29th, giving the Bank Holiday Monday to rest all those sore feet!
There is still time to register! Entries are accepted until 28th August. For more information, fees and registration forms please visithttp://www.guernseymarathon.gg/.
The Sportingbet Guernsey Marathon and Relay Race 2009 will be held on Sunday 30 August. AP Group is pleased to be a sponsor for the event and you will find an entry form on this website.
This year marks the centenary of the first-ever Guernsey marathon and the 2009 race is the first for 17 years. The appeal of the event has been broadened with the addition of the relay race, which enables runners of all abilities to be involved, even if 26 miles would be too much for them.
The first prize for marathon runners is £1,000, with second and third collecting £500 and £250 respectively. There will also be awards for the first Guernsey runner and the first Channel Island runner.
Jersey’s Finance Industry has scooped another award as the top jurisdiction, this time from Global Investor magazine, one of the flagship titles published by Euromoney Institutional Investor plc.
Head of Marketing for Jersey Finance, Dara Lutes, attended the awards ceremony on Thursday evening (July 8) at the Hotel Russell in London and received the award from the editor of the magazine, Craig Macdonald, who hosted the event.
The award for Best Offshore Centre was judged by the editorial team of the magazine and was one of a number handed out to leading lawyers, bankers and investment professionals during the evening. The Global Investor awards are in their tenth year.
in the last year Jersey was named Best International Finance Centre in the International Fund & Product Awards and also secured the accolade of International Finance Centre of the Year in the Society of Trust & Estate Practitioners (STEP) Private Client Awards . Dara Lutes commented:
‘Jersey Finance is delighted to accept this award on behalf of the Industry. This is further acknowledgement that Jersey meets the highest standards of corporate governance, and that we are committed to developing new products, and evolving our laws and regulations to meet international investor demand. The series of awards Jersey has won recently is testament to the fact that we have emerged with an even stronger reputation since the financial crisis.’
Hi, all. Welcome to the first of my blogs, the newest section of our exciting new website.
The aim of this section is to keep you up to date with everything that’s happening in the recruitment world in an interesting, yet light-hearted, kind of way – I read too many articles that are so starchy and boring you’re half asleep by the time you get past the first paragraph. This new approach is a theme I think you’ll find is consistent throughout the site. We’ve tried to step away from the norm and be a bit different and quirky, providing you guys with an innovative and informative medium that, while serving its primary purpose as a recruitment website, is also fun and easy to navigate and provides you with more than just recruitment information.
We’ve revamped our news section to cover local news, sport, public events and much more. Let’s be honest, it seems that on every page you turn or news programme you watch, it’s all doom and gloom. So, let us lift your spirits and get you using our website as your favourite news page.
As the site evolves, we will be adding new sections along the way – our IT team are in the process of putting together a ‘just for fun’ section, which will include games and a few other bits and pieces. We can also tweak the site based on your feedback – the site is for your benefit, so if there’s anything you want to see on here we’re happy to consider it.
Now, on a slightly more serious note (sorry), it would be remiss of me not to talk about the impact of the recession and its implications for the recruitment industry. I think my friends at OSA, Leapfrog and Source would all agree that it’s been a tough year as the market tightens and the squeeze on budgets and head count becomes ever more prevalent.
I don’t think that any of us in the recruitment industry could have predicted quite how seriously the situation was going to affect us. This has been a long time in the making, and it wasn’t until September 2008, while holidaying in the UK, that I sat up and paid attention to the Breaking News on BBC News 24. This, of course, was the first sign of the collapse of Wall Street, and I knew then that this was pretty grim stuff.
Without going into the nitty-gritty of it all – we’ve heard it a million times already – I also recall a leading economist saying at the time that it would take until Q3 of 2009 for the recovery to begin. Right on Q. Not wanting to enter into false optimism (let me tell you, this has happened numerous times this year), I feel that the industry has seen sustained growth during the past couple of months, and there is now more optimism in the market. That said, we should proceed with caution. The resurgence will be slow (and quite rightly so), but I know the islands will recover from this and be stronger for it. We’re a tough lot, us Channel Islanders, and once we’ve weathered the storm, the only way is up.
Anyway, before I sign off, I want to offer my thanks to those people who contributed to the construction of our new site and turned boardroom ideas into a great website. They are often the unsung heroes, so I want to personally give a big pat on the back to Lucy Mallett, Martin Renouf and Ieva Ruka-Start. I am absolutely delighted with the site’s look and content, and I hope you all like it too. I would certainly be keen to hear your comments about the bits you like or dislike – this website is for you, and if we can do anything to improve it, we will. Email me at email@example.com with your feedback.
AP Group has recently had its Investors in People accreditation renewed. Investors in People (IIP) is an award that companies measures its success not just in terms of sales and profits, but in a happy and motivated workforce.
Investors in People stated aim ’to provide straightforward, proven frameworks for delivering business improvement through people’. AP Group first gained the accreditation in 2004 and it was successfully renewed in August 2008.
HR director for AP Group, Gillian Gorvel, points out, it is a very worthwhile step to take. ’As much as any manager or director would like to think they know the prevailing mood within the company, our view of things is inevitably incomplete without input from our people,’ she said. ’The Investors in People assessment helps gather important data to show that, as an employer and as a business, we continue to move in the right direction.’
Jersey finance industry is still the number one employer
The finance industry is still Jersey’s number one employer and this looks set to continue. Stephen Gibson, senior manager of AP Personnel, looks at some of the forthcoming issues that could affect recruitment in this sector.
The future of the finance industry in Jersey looks very bright, and the growth it’s seen over the past few years looks set to continue. As a consultancy, we have seen steady growth; for example, in the number of funds being set up in the island. This, in turn, has boosted the private client industry as individuals setting up large corporation funds decide to invest their own money in private trusts. Working in the recruitment market in this sector I am continually faced with the predicament of supply and demand. The numbers of skilled and available professionals in the island simply do not satisfy our clients’ requirements. This is no reflection on the talent or training of the employees already working in the industry; supply and demand is always going to be an issue in a small island such as Jersey. With future developments and political decisions affecting the industry, I envisage a knock-on effect within the employment market.
Two main issues may be of major significance with regard to recruitment in the finance sector: first, the introduction of zero-10 tax. The new corporate system of taxation is seen as an extremely positive one within the finance sector, as it brings Jersey in line with other jurisdictions like the Isle of Man; thus maintaining the island’s competitive business market infrastructure. Conversely, the benefit of ensuring Jersey’s attractiveness to the corporate world is unavoidably at the expense of the individual.
The natural gap in revenue will need to be filled by personal taxation; and this will undoubtedly affect the way in which individuals view Jersey as a place to live and work. As consultants involved in the relocation of trust professionals from one jurisdiction to another, we have always been able to market Jersey as a place to live, with the benefits of a low-tax lifestyle and a beautiful location. This has resulted in our ability to bring in skilled professionals – many with the TEP qualification, which is seen increasingly as an industry-standard benchmark for assessing expertise in the trust arena. However, with the introduction of the GST (general sales tax), which many are hailing as the local VAT, Jersey is beginning to lose its ’lifestyle’ appeal. That said, the 3% GST is hardly a fair comparison to 17.5% VAT and, whilst extra taxes to fill the revenue shortfall will continue to be a burden to island residents, as long as the charges remain nominal, Jersey will continue to attract industry professionals.
The second issue that might affect recruitment within the industry is the Regulation and Undertakings proposals to increase the employment rule from five to ten years. This issue could ultimately be of yet more concern to the finance sector as a whole. While those companies who have a general licence to employ non-locals will still be able to bring in experienced practitioners to the local workforce, the plans will limit the opportunities for individuals.
If the length of continuous residency is raised to ten years, employees will either be tied to one company for longer - their careers limited according to any progression achievable after five years in their current workplace - or be forced to compete in a much wider market for jobs in companies withgeneral licences for non-locals; thus, limiting their options for an additional five years. Given the restricted career choices and the length of uncertainty regarding their career, this could understandably affect the individual’s decision to relocate to the island in the first instance.
Whilst many structures have been put in place to ensure Jersey’s intrinsic worth as an offshore jurisdiction to the corporate world, I would suggest that any policies adversely affecting the staffing levels and appeal of the industry to employees and potential employees will, in turn, have an impact on the industry itself. I do hope that the States of Jersey keeps the status quo in this instance, and continues to allow qualified professionals to flourish throughout the finance industry.
Our team at AP Personnel will continue to keep a close eye on developments in the financial sector and - as the exclusive recruitment partner for STEP (The Society of Trust and Estate Practitioners) worldwide - the trust arena in particular. We regularly attend meetings and events to keep abreast of STEP developments, especially locally, analysing which political decisions might have an impact. Meanwhile, the finance industry continues to thrive and, whilst governmental decisions and other factors might cause concern from time to time, we are constantly striving to satisfy this very active sector.
International recruitment consultancy AP Group is celebrating after reaching the milestone of two thousand live jobs on its database.
This record-breaking figure has been achieved across all jurisdictions in the group and is set to continue rising throughout the year with the favourable job-market conditions forecast.
Chief executive and founder of AP Group Gina Le Prevost says that jobs are in abundance in all sectors, and for job seekers there has never been a better time to consider one’s options and career prospects: ’There appears to be a misconception about the job market, especially in the Channel Islands, and it seems many individuals are scared to dip their toe in the water to see what’s out there for them. We have noticed a downturn in candidate registrations for January, which is surprising given the record number of jobs we have available.’ says Gina.
The group is confident that it can find individuals employment in this current climate: ’We really want people through the doors to explore our two thousand opportunities, and we would like to encourage individuals to register and improve their career prospects for 2007,’ Gina concluded.
AP Group has recently announced plans to open their new Geneva office in the heart of the city at Quai Des Bergues on 1 March, followed by another office in Dubai later in 2007.
Anyone looking for Approved Personnel: you’ve found it. With the volume of business having grown dramatically in recent years, in 2006 we changed our name to AP Group, setting up specialist companies covering the full spectrum of areas in which we are involved. These are AP Personnel (general finance-related vacancies) and AP Technical (IT, telecommunications and electronics).
St George’s Episcopal Anglican Church and School have gratefully received a generous donation of office equipment from a relocating recruitment agency.AP Executive has been running an office in Tortola for the past five years, but as business expands they have closed down their local outfit in preparation for a move into another region of the Caribbean.
Ever mindful of the future workforce in the BVI, AP Executive has donated all its office equipment and furniture to St George’s School in the hope that it will help give the children there an educational boost. Along with general office furniture, supplies and desks, the equipment includes three personal computers, a scanner, a fax machine and a colour laser printer, which AP Executive manager Nick Careless hopes will help the pupils gain much needed computer skills. Nick says: "AP Executive sincerely hopes the pupils at St George’s benefit from this equipment. Technology is a big part of global communications and if children can become computer literate at a young age, it can only be beneficial to their future."
The School was delighted with the kind donation, and Father Ronald Branche, on behalf of the Secondary School, said: "We give thanks with grateful hearts."
It is hoped that learning computer skills will have other benefits to the children, as Nick says: "In addition to the practical aspects, computers can be fun! We wish the staff and pupils at St George’s all the best".
This week celebrates Age Positive week. Over 50,000 staff across the UK are taking an anti-ageist stance and urging other employees to do the same. Here in Guernsey, with more and more people working past retirement age, events like these are intended to be positive dates in the calendar to promote open employment systems, but what is it really like in practice?
Local recruitment agency AP Group has seen a steady growth in over 50s registering and the group actively promotes the skills that the more mature employee brings with them. As director of AP Personnel Jennifer Hallam says: ’Many companies acknowledge the fact that the more senior candidate can offer maturity and reliability in addition to having the relevant skills and knowledge.’
The recruitment agency currently has 300 candidates aged 50 or over on their books in Guernsey, which breaks down further to reveal 163 over 55 years old and 61 aged over 60.’It’s important that those seeking work do not look at their age as a disadvantage; we try to assure candidates that clients are looking for the right person with the appropriate skill set and experience for the job and that age is not the deciding factor,’ Jenny concludes.
AP Group will never turn an individual away because of their age. Senior consultant Nicole Arundale says: ’Some older candidates come to us feeling very frustrated; many over 60s are fit and active and want to work. Whilst we can’t promise to secure a job for every individual, if the candidate is realistic about what type of work they want, then we will do our utmost to help,’ she says.
It is more likely that candidates will be employed as temporary or contract staff when they are past a company’s retirement age, but many organisations are crying out for the more mature staff member to fill specific positions.
However, it is not all good news. Manager of AP Commercial Andrew Cullen says: ’It’s often much harder to place older candidates in commercial environments because of the physical nature and demands of some of the work involved.’
Age legislation comes into effect in the UK in October and, whilst it is not enforceable here in Guernsey, most businesses in the Island follow best practice when it comes to discrimination. The working population is genuinely becoming older and whatever happens with Guernsey employment laws, AP Group will always encourage OAPs (Older AP Personnel)!