The British public are more than twice as likely to use their phone to look for a new job in 2019 than compared to five years ago, according to our latest research. In 2014 we conducted an investigation into the use of mobile devices for job hunting, and when the survey was run again this year (2019), we discovered a 42.3% increase in the number of people who turn to their phones to find their next position – up from 32.4% to 74.7%. Our results also revealed that job seekers now spend much longer on their phones looking for their next role. Nearly half of the 2019 job-hunting survey participants (48.8%) said they spent over an hour each week looking for jobs on their mobile, compared to 38.5% in 2014. Similarly, 59.4% of respondents in 2019 said they would apply for a role using their phone, up from just 27.3% in 2014. This highlights a significant shift in the way people look for work, and offers a stark warning to businesses who do not currently offer a fully mobile-optimised website as part of their recruitment process. Without addressing this issue, they stand to miss out on valuable talent who could be turned off by a website that is impractical, slow or confusing when accessed via a mobile device. Analysis: how candidates in different sectors use their mobile devices for job hunting We asked our survey participants which industry they worked in, and the section below provides a breakdown of how the most popular sectors performed for mobile phone use during a job search. The included sectors are Health & Social, Teaching & Education, Retail & Sales, Public Sector, IT and Finance & Banking. Respondents from each sector selected ‘convenience’ as the biggest benefit of using a mobile device to search for a job (see below for details). The two most popular time slots for participants from all sectors to job hunt on their mobile were ‘after dinner’ or ‘early evening’. However, the sectors varied in terms of how keen they were to use their phones for applying for a job. While 70% of respondents in IT and 82% respondents in Finance & Banking said they would use their phones to apply for a job, this dropped considerably for those working in the Public Sector (43.6%) and in Teaching & Education (46.3%). This implies that the online application system used by public service sectors may be more difficult or impractical to use on a mobile device compared to other industries. This is demonstrated in the results: 30.5% of Teaching & Education and 29.6% of Public Sector respondents said that the biggest limitation of job hunting on their phone was because ‘the websites I use are not optimised for mobile devices’. Data: breakdown of results from the survey Take a look at the data below to discover the breakdown of the top six sectors that took part in our 2019 mobile job hunting survey. If you wish to use this data, please cite ‘Sellick Partnership’ and include a link to www.sellickpartnership.co.uk. Health & Social Key statistics: 9.8% of total survey participants 79.1% have searched for a job using their mobile phone 60.4% would consider applying for a job using their phone 54% used their phone for over an hour a week to look for a job The most popular place people liked to job hunt was while watching television (74.7%) 73.6% said ‘convenience’ was the biggest benefit of using a phone to search for a job Early evening was the most popular time of day to use a phone to look for a job (28.6%). Teaching & Education Key statistics: 8.8% of total survey participants 67% have searched for a job using their mobile phone 46.3% would consider applying for a job using their phone 65% used their phone for under an hour a week to look for a job The most popular place people liked to job hunt was while watching television (64.6%) The second most popular location for job hunting was ‘at my current job’ (57.3%) 69.5% said ‘convenience’ was the biggest benefit of using a phone to search for a job Early evening was the most popular time of day to use a phone to look for a job (26.8%). Retail & Sales Key statistics: 8.8% of total survey participants 84.1% have searched for a job using their mobile phone 69.5% would consider applying for a job using their phone 55% used their phone for over an hour a week to look for a job The most popular place people liked to job hunt was while watching television (78%) 75.6% said ‘convenience’ was the biggest benefit of using a phone to search for a job Early evening was the most popular time of day to use a phone to look for a job (30.5%). Public Sector Key statistics: 7.6% of total survey participants 71.8% have searched for a job using their mobile phone 43.6% would consider applying for a job using their phone 55% used their phone for under an hour a week to look for a job The most popular place people liked to job hunt was while watching television (61.9%) 59.1% said ‘convenience’ was the biggest benefit of using a phone to search for a job After dinner was the most popular time of day to use a phone to look for a job (19.7%). IT Key statistics: 5.2% of total survey participants 70.8% have searched for a job using their mobile phone 70.8% would consider applying for a job using their phone 56% used their phone for under an hour a week to look for a job The most popular location for job hunting was ‘at my current job’ (60.4%) 60.4% said ‘convenience’ was the biggest benefit of using a phone to search for a job Early evening was the most popular time of day to use a phone to look for a job (22.9%). Finance & Banking Key statistics: 4.2% of total survey participants 84.6% have searched for a job using their mobile phone 82% would consider applying for a job using their phone 48% used their phone for over an hour a week to look for a job The most popular place people liked to job hunt was while watching television (79.5%) 64.1% said ‘convenience’ was the biggest benefit of using a phone to search for a job After dinner was the most popular time of day to use a phone to look for a job (28.2%). Can we help you? To find out more about our mobile phone survey, please email our marketing team on firstname.lastname@example.org. If you would like to find out how our recruitment services can help you secure your next candidate or job, get in touch by calling 0161 834 1642 or use our online contact form.
Recently we sat down with Danielle Hammond, a qualified lawyer from New Zealand who has recently moved to the UK to pursue a career in childcare law. Danielle is a Locum Childcare Lawyer working within a London Borough via Sellick Partnership since arriving from New Zealand 6 months ago. There is currently a huge demand in local authorities across the UK for Childcare Lawyers of all levels of experience. There has been a large increase in childcare lawyer job vacancies across the legal locum sector and we have noticed there is a shortage of experienced qualified lawyers to fulfil these positions. As a result New Zealand/Australian qualified lawyers have been enormously popular and tend to do remarkably well due to their transferable skills and knowledge within the childcare legal sector. In this Q&A, Consultant Zanub Najmi gains some inside information from Danielle Hammond, a qualified lawyer who has recently moved from New Zealand to get an insight into her experience on transitioning from a government department in New Zealand to a local authority in London. Can you tell us a little bit about your background and experience? I studied law, psychology and social policy at Victoria University of Wellington, in New Zealand. Going into university I always wanted to work in child protection law. During university I did an internship at the Police Prosecutions in Wellington. After University I was lucky enough to get to work as a solicitor at Oranga Tamariki, Ministry for Children. This role involved doing some benefit prosecutions but was mainly child care/protection law. After working for two years, I was ready to explore the rest of the world. What made you want to move over to the UK? My life plan was always to come over to the UK, experience British life and travel all over Europe. England is so close to Europe and getting anywhere from New Zealand takes forever! What made you want to work in local authority childcare? I have always been really passionate about human rights – especially children’s rights. They are so vulnerable and you don’t get to choose the world you come into, it’s honestly luck if you get a great set of parents. Being involved with childcare law, it is an area where you actually make a significant life altering change to better someone’s life. What was the transition like moving from The Ministry of Children in New Zealand to a local authority in London? The transition itself hasn’t been too difficult. The law is essentially the same, just different numbers and abbreviations. The people you work with are really kind and helpful too. The main difference I have found would be the role we play. In New Zealand we were both the advocate and the solicitor, and although I know that is an option here I haven’t really had the opportunity. The other difference would be the tight timeframes in each case. 26 weeks for a case to be completed can go so fast, whereas at home in New Zealand the case is generally in court for their whole childhood. Has the move to United Kingdom been worthwhile in regards to your work? And if so, why? Coming over here I have been exposed to so many different scenarios. The population of London is so much greater than New Zealand, so there is more exposure to unusual cases. The cases involve more diverse cultures and tend to have more of an international element than I would be exposed to in New Zealand. The Courts and the Local Authorities have a more varied and vast range of resources available to them and I feel I am learning about different solutions and how they can benefit the client and the child. What is it you enjoy about the role? Which aspects do you find challenging? I like that every day can be a different challenge and that I am constantly being exposed to different situations. The people that are involved in childcare law I have found are always welcoming and friendly - you easily fall into being a part of a team. Working in London is flexible in a way, as most Local Authorities offer a work from home day each week. The challenging part would be the roll-over of cases, each case is only meant to be before the court for 26 weeks, which can make timeframes very tight, but it’s still exhilarating when a case comes together at the last moment. You have now been working within the public sector as a Childcare Lawyer for over 4 months. How are you finding it? I feel like I am really starting to settle in and I’m becoming more confident day by day. I’ve been to two separate Local Authorities and have been lucky as they both use the same Central Court, which has helped with consolidating the court processes. The workload in general tends to vary depending on how smooth the cases are. From time to time there can be issues that arise which can be very time consuming. Overall I’m really enjoying this experience. How was your recruitment process with Sellick Partnership? The process was seamless, I started the process about a month prior to arriving in the UK. I sent my CV through to Sellick Partnership and had a chat over the phone about what job areas they thought I would be suitable for. They helped me alter my CV so that it would relate to the UK local authorities and that my New Zealand experience was easily understood and translated well. Sellick Partnership then managed to set me up with interviews within a week. They set them up so that I would have the interviews clustered together for time efficiency and even sorted out what tube I needed to take. The team at Sellick Partnership are really lovely and after every interview they would call so I could have a debrief about how the interview went. They were really lovely and ensured that I received a good rate and could go on holidays that I had already organised. Do you have any words of advice for a New Zealand/Australian qualified solicitor moving to London/UK? Definitely have a chat to the team at Sellick Partnership before you arrive, just for ease of mind as they give you a realistic understanding of the job opportunities in the UK. Have the recruiters look over your CV, to ensure your skills and qualifications translate to the UK market. Also get a criminal record check completed in your home country before you leave, as you don’t want to be waiting for over a month when you arrive in the UK for your home country check to come through. About Sellick Partnership Sellick Partnership is a market leading recruitment firm within the legal sector with over 600 locums currently working for across the UK. We specialise in a range of sectors and areas within Legal such as public sector local authorities, central government, in-house and the private sector. Sellick Partnership will provide you consistent support throughout your job search process from the initial screening, feedback on CV to being placed in your role and thereafter thus making the procedure as smooth and efficient as possible. Myself and the public sector team worked with Danielle prior to her moving to the UK to understand and establish her experience and requirements. Utilising this information and helping to tailor CV to the area of law she required. We were also able to set up multiple interviews for Danielle. Due to the great relations we have with the London Boroughs it was easier to manage her interviews, feedback and multiple job offers she received. What next If you would like some additional information or are interested in working as a lawyer within a local authority in the UK, please feel free to get in touch. We regularly work with lawyers with very little local authority experience and we would be more than happy to help you. Alternatively, you can visit our legal locum jobs page and view our latest vacancies.
A bad hire can be horrifyingly costly, so hiring the right candidate is essential for any business. Hiring the wrong person will cost you valuable time and money, two things very few businesses can afford to lose. However the negative impacts do not stop there. Bringing the wrong candidate on board could impact employee morale, productivity and could take away time from your management team, potentially impacting your client or customer service. Here we outline our top tips to ensure you do not hire the wrong candidates: Create a comprehensive job description: the devil is in the detail when it comes to outlining a job specification. You need to have considered all eventualities. Remember to include as much detail as possible, this will help you attract candidates most relevant to the role you are advertising. Ask technical questions: you should ask candidates some difficult technical questions in the interview. Remember, the interview is not a torture chamber but you should try to challenge the interviewees so you can properly ascertain their skill level and analyse how they respond under pressure. Train your interviewers: to give your company the best chance of finding the best candidates you must ensure your interviewers are fully trained and have a clear idea of the sort of candidate they are looking for. Interviews are not about trying to find the first candidate that fits your specification. Interviewers need to be patient, consider all the candidates, and ascertain the best qualities from every interviewee in what is a stressful situation. You may also consider a staged interview process to meet candidates on a variety of occasions. This can often help relieve the candidate of nerves that a first time meeting can throw up. You do not want to miss out on the best person for the job because they are not good at interviews. Thoroughly research your candidates: recruitment is not a witch hunt, but you should always do some research on your candidates before or after you have interviewed them to look for any information they may not have included in their CV or application. Check their LinkedIn profile to see if their career history matches their CV, explore social networking sites to make sure they are not posting anything controversial that could harm your company’s reputation, and check their references – calling the referee to verify their words. Check candidate references: doing your own research is all well and good, but remember to check references to ensure you are hiring the right candidate. Hiring a ‘toxic’ employee can leave trails of negativity. Make sure you ask for at least three. This should be enough to get a good understanding of the candidate and their employment history as employees usually leave their fingerprints – good and bad – all over their former employers. Protect yourself: protect yourself from any gruesome hiring mistakes by putting a probationary period in place. In essence, a probationary period gives you the option of terminating a contract in the event that a new employee does not perform as expected. While these clauses are not loved by new employees, they have become so commonplace that they have become universally accepted. This is also beneficial for the candidate as it gives them some breathing space to decide if you are the right organisation culturally for them. For more handy tips on ensuring your recruitment process is a success check out our employer resources section. Alternatively you can get in touch with our expert team today to discuss your recruitment needs.
Interviews can be scary, and often very stressful. As a result many candidates are not able to perform at their best. That is why it is so important to prepare yourself beforehand and think of any eventualities where you might slip up. However, even with preparation many people still make simple errors which can cost them the job. Whether you are looking for your first entry-level role, returning to work, or experienced in your sector, chances are you are going to encounter some seriously frightful interviews. But, if you remember to avoid the most terrifying mistakes, you should be just fine. Here are the most common job interview mistakes we think candidates often make, and how you can ensure you do not make them in your next interview situation. Dress appropriately – dressing inappropriately can hugely impact your chances of securing a role. Do not treat your job interview as an excuse to play dress up. It is crucial that you dress appropriately for the role you are applying for. It is important to look well-dressed and put together, no matter what the company. Prepare, prepare, prepare – candidates that do not prepare for interview very rarely get the job. Employers are looking for you to match your skillsets to their needs, and will also want to know that you have done some research on them in advance. Not doing this could land you in a very embarrassing situation, and will most probably result in your application being rejected. Talking too much – there is nothing worse than interviewing someone who goes on and talks too much after every question. The interviewer does not need to know your life story, keep your answers to-the-point and focused. This is where preparation is key. Think about the questions they may ask you and prepare your answers to ensure you do not get side-tracked on the day. If you do feel like you are going off on a tangent, quickly round up your answer and await the next question. Not talking enough – do not turn into a zombie either. Whether you are suffering from job search burnout or did not get a good night’s sleep, letting your exhaustion show is a big mistake. Companies want to hire candidates who are excited about the job they are interviewing for, and giving one word answers and not engaging in conversations will not give off the best impression. Arriving late – first impressions are very important, and running late will get you off to a bad start before the interviewers have even met you. Running late not only suggests poor time management skills, but shows a lack of respect for the company, the position, and even your interviewer. You should therefore ensure you arrive on time, or even manage your time so that you make it to the interview five to ten minutes early. That way, if something unforeseen comes up on your way over to your interview, you will have some time to spare. Concentrate and keep engaged – looking bored or disengaged is one of the biggest mistakes candidates often make. It is important to remember that you are being assessed from the minute you walk into your interview location. Treat everyone you meet with respect, always smile and show positive body language throughout. This will show your interviewers you are genuinely interested in the role. Leave your phone at home – there is nothing more distracting than your phone going off half way through your interview, so it is advisable to leave it at home or turn it off during your interview. Texting during your interview is not only rude and disruptive, but it is a pretty clear message to your potential employer that getting the job is not your top priority. We would also advise not looking at your phone at all whilst in the interview building. It could make you look unengaged and cost you securing the job. Being too negative – never bad-mouth your current/previous employer or co-workers. You may be surprised who your interviewer might know, so think about what you are going to say before talking negatively about past employers. You also do not want the interviewer to think that you might speak that way about his or her company if you leave on terms that are not the best. It is important you make the interviewer know that you can work well with others, without talking behind their back, and this is the perfect opportunity to showcase this attribute. Don’t tell lies – telling the truth about your skills and experience in a job interview may mean losing a position to a better-qualified candidate. But the alternative will come back to haunt you. It is therefore important to keep it real and always tell the truth during your interview. Remember, your interviews will have your CV, your references and will be able to look you up on social media. If you do lie, they will find out. Asking the wrong questions…or none at all! – it is also very important to think about questions to ask your interviewer throughout or at the end of your interview. These should not be standard questions taken from the internet, but instead should be informed questions about the role and the organisation. A job interview not only enables the potential employer to assess your skills and suitability but it also enables the interviewee to assess if this company is in fact a good employer, compatible with your needs. Research typical questions to ask your interviewer, and ensure you tailor these to the role to really show that you have an interest in the company and have taken the time to research your questions. For more tips on performing your best at interview, check out our handy interview guide . Or if you think we have missed any common interview mistakes, let us know by emailing email@example.com. Alternatively you can get more tips on smashing your next interview in our handy candidate resources section.