Trying Something New, Like It Or Not You Are Still Gaining by Jade Davis


As a woman, I know only too well the scenario of taking new clothes home, trying them on only to return them a mere 24 hours later.

In modern-day society this theory has also become applicable to the way we use online products and services. Perhaps the format doesn’t fit well on our screen, or the shape of the design and the colours don’t suit us.

We have become a ‘try before you buy’ focused realm in which people want to know that they are getting the best service and value for their requirements.

We want products that will make us look good, and ultimately help us to achieve the goals that we as a collective or as individuals subconsciously desire.
New companies and products are being born every second, if they are relevant to us why do we not try them all and see what we like best? Why do we hesitate at changing service provider or choose not to explore less heard of options when our contracts come up for renewal?

I once sat at a bar, talking to a man who ran an online gaming company. He taught me the fundamental reason why games work. It was so simple, and yet incredibly powerful – ’People want to make their own decisions’.

In our daily lives, we are limited as to the decisions that are actually ours.
At work our boss is the end decision maker (no matter how many decisions came before theirs)
At home our parents are the decision makers (this is why children engage in games so well)
Our partners ALWAYS have something to say about the decisions we make on our own, and many will have an opinion that ultimately makes us rethink the decision we made.

In Life we are all governed by a political system that gives us less and less decisions of our own every day.

We are so out of control of ourselves, at any given point we will latch on to the offer of decision-making.

All companies nowadays throw out the idea of ‘free trial’ ‘money back guarantee’s’ and ‘return policy’ overloads that make you question whether what they have is really as good as it seems. In reality they just hope that you end up buying or using their product or service eventually.

And what if you don’t like what you try?

Some people may say that they have invested time or potentially a small amount of money to be able to try something new. Whilst this can seem frustrating, please know that this is not all a loss.

The ability to decision make comes in forms of positive and negative. Whether you liked the concept or not the decision was still yours. Just like in gaming, if you take the wrong route or make a wrong pass, you may not advance to the next level… but you did get to make a choice, and for us mere mortals this still creates empowerment.

The satisfaction lies within us all.

Research surrounding gaming has led to many studies suggesting that Online Games can even have the ability to increase a person’s decision making speed.

I am not suggesting you sack it all in and play GTA to make you feel satisfied. But simply remind yourself that trying something new is NEVER a bad thing.

Are Job Boards Friend or Foe?

Job boards friend or foe?

Over the years having been on both sides of the Job Board market I have found that being a user and a provider gives you a great insight into what Clients need. It’s like thinking about being divorced and actually being divorced. In reality, a very different perspective.

When I was a user it was always the boards fault, the technical didn’t work and the responses not up to the standard I wanted. Being picking and demanding as a Recruiter it was never my fault obviously! Looking at this from the other side of the coin I now see how both sides need to work much more closely with each other to achieve a harmonious relationship, otherwise it will in fact end in an “expensive Divorce!”

Customer service is without question under par with the majority of the major players.

The top four job boards generally have the same big company attitude, “we have the market by the cohune’s approach to business so we can charge what we like”.

Our philosophy has and always will be to be affordable for the small and larger companies and give as much advice and support as possible for as little expenditure.

The person that loads your vacancies is actually the most important person in your company.

Strange as this may sound it’s true. If the job is loaded incorrectly, spelling errors or vague job titles are the main problems we incur. If companies load vacancies with simple and accurate titles then the response rate is far, far greater. The amount of job descriptions that are frankly Kindle worthy are incredible along with so complex and skills demanding that they may be three people in the whole of the UK that actually qualify. The chances of one of them applying are pretty slim.

Only yesterday we received a lovely email from a new Client (rude one actually) who had loaded his vacancy for 12 hours at a £15K per annum salary for an experienced HR Administrator, based in Berkshire, with minimum 3 Fluent languages and complained that he had not had enough response!!!! We are only human after all. It’s like walking into a Bentley showroom and asking if you can have the car in the window for £20K. NOT going to happen.

Our site has 82,000 pages, with over 15,000 vacancies in 46 sectors. In 18 months our hit rate has been just under 2M visitors or which we are proud and month on month we are growing but PLEASE people work with us, we are NOT the enemy.

Suzie Tobias

We have created extra sites that now run alongside our main site to help with the traffic:

We also have 46 location specific sites across the UK – and etc These site help to generate local Candidates for local companies.

“You can’t say we don’t try!”

Linkedin fatigue – Discuss


LinkedIn Fatigue – The Real Facts About Recruiting on LinkedIn

linkedin-recruitingLinkedIn is an amazing tool and has completely disrupted the way we recruit and even the way businesses connect. Every recruiter uses it and currently their database sits at 332 million, with 2 new members joining every second.

But is it working for recruiters as much as it used to?

The answer is it definitely still is a primary source for many recruiters searching for talent but there is a fast growing trend attacking the platform that will likely force recruiters – both internal and external – to seek alternative methods to find talent.

That growing trend is LinkedIn users becoming fatigued by the general onslaught of information on the site.  From mass inmails about a ‘potential opportunity’ to high-volume job posting blasts (usually in batches of 6 or 7), the platform has clearly got a spam problem and it’s forcing people to definitely leave their accounts dormant until they’re actually looking for a new job or they just want to look something up.


More than a third of UK workers plan to change job in 2015

- here are eight reasons why

Working nine to five
Working nine to five: Are you looking to change your job? (Source: Getty)
Thinking about changing your job this year? You’re not the only one.
More than a third of UK workers – 37 per cent – are hoping to leave their current job in 2015, nearly double the amount of people this time last year (19 per cent) and three times that of 2013, when just 13 per cent of people planned to move.
While that means there will be more competition for the jobs that are out there, it also means the logjam that has existed for the last few years could finally ease.
The Institute of Leadership and Management, which conducted the survey that revealed our career plans, said this showed “the return of ambition to the UK workforce” after years in the doldrums.
Of the people looking for new positions, nearly two-thirds (59 per cent) were looking for a better opportunity to progress, more than those looking for a better salary (56 per cent), with a quarter of people planning to make the leap because they feel underappreciated – up almost 10 percentage points on 2014.  Half of people were looking for a more interesting role.
ILM chief executive Charles Elvin said the “improving economy and more fruitful job market”, warning employers that “it’s likely they will have to work harder to keep their talented employees”.
He added: Charles continued: “All staff want to feel that they are appreciated by their organisation so it’s crucial that companies actively recognise the efforts and talents of their employees. Companies may want to adapt to this new improved climate, by acknowledging where staff have excelled and moulding opportunities for them to advance.”

The eight reasons British workers want to change job in 2015

  • More opportunity for progression (59 per cent)
  • Better pay (56 per cent)
  • More interesting job (50 per cent)
  • Better management (30 per cent)
  • More opportunity for training/development (27 per cent)
  • More opportunity for flexible working (18 per cent)
  • Nicer people (5 per cent)
  • Better options for parental leave (3 per cent)

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