PPS' Corporate Blog

January 16, 2012

We’re hiring! Graduate and Industrial Placement opportunties!

Filed under: Graduates and Industrial Placement, Recruitment, Uncategorized — Tags: , , , , , , , , , , , , — ppsworks @ 3:10 pm

PPS are hiring, and we are looking for an incredible bunch of fresh, talented and passionate graduates and Industrial Placements students to join our growing (and pretty cool) team.

We have got fantastic opportunities in I.T, Marketing and Recruitment - this is our tenth year of taking on new recruits and we’ve developed a well-structured scheme that develops and supports you during your time with us.

I.T – More specifically, our Graduate I.T role revolves around applications development, PHP, SQL and good old Web and Systems design. From database to front-end product, you will be involved in all aspects of our in-house web-based recruitment applications, with our lead developers guiding you every step of the way. Interested? Apply now: http://www.ppsworks.com/careers_apply.php

Closing date: 24th February 2012

Marketing: Our graduate marketing role encompasses broad aspects of professional services marketing – from social media to more traditional forms of marketing. From blogs to Twitter, to client and in-house newsletters to pay-per-click campaigns, this role gifts you with real experience and responsibility with a melting pot of elements that make up marketing at PPS. Interested? Apply now: http://www.ppsworks.com/careers_apply.php.

Closing date: 30th January 2012

Recruitment: Our industrial placement is a Recruitment Administrator role, which we have had great success with over the years. So much so, that a majority of our previous industrial placement students have returned to PPS and are now performing key roles across the organisation. With us, you’ll get insights into every aspect of a client’s and candidate’s recruitment journey – from sourcing to advertising, to screening to assessment centres. With full training and opportunities to be at the frontline of our recruitment services, you’ll return to University with a bag of skills and confidence. Ready to take that next step? Apply now: http://www.ppsworks.com/careers_apply.php.

Closing date: 31st March 2012

To get a greater feel for PPS as an organisation, feel free to browse through our site using the links above, and for more insight into working at PPS, click here.

If and when you are ready, we would like to hear from you. You can apply online here.

December 20, 2011

Would you pay £200 a day to gain work experience?

Filed under: Graduates and Industrial Placement, Recruitment, Uncategorized — Tags: , , , , , , — ppsworks @ 9:34 am

A recent article on Recruiter detailed a company which coordinates arrangements for interns to pay employers a fee of up to £200 a day for work experience. Within the article, paying for an internship, which offers the possibility of future employment after, is illustrated as an attractive alternative to the years of debt graduates face after university.

In some ways I can see the comparison; many attend university as a way to develop the skills and knowledge they hope will benefit their career progression in the future. For those who do not attend, the financial costs may simply outweigh any perceived benefit. They might be willing to pay for work experience instead, which is another way of gaining such skills and knowledge, to support their standing in an ever competitive labour market.

However, I personally feel that there is no comparison between paying for work experience and paying for a university education. And should paying for work experience become widespread, it could cause many potential issues.

Students can take out loans to cover the cost of going to university; loans which carry a low-interest rate and a fair repayment scheme. As the article does not mention how interns pay for the work experience, I assume it is paid straight away. This is the biggest difference I see, and I feel this could contribute to inequality.

If companies were to charge £200 for a day of work experience, there would be many potential employees who would miss out. Those in the lower-income bracket would be cut off from obtaining work experience that could lead to a job.

I also struggle to see why a company would want to restrict their talent pool of applicants to only those who can afford to pay for a day’s work experience. The article highlights that with a financial transaction in place, individuals are motivated to make the most of their work experience.

It seems as though in the company’s mind, coughing up the cash indicates motivation. I tend to disagree. I could be a highly motivated individual with the ability to do a really great job however, if there was no way of funding my work experience, the company would lose out on a potentially highly valuable candidate out of their talent pool. This is without considering the  negative impact such an experience may have on my view (and those in a similar position) of the company. Or the potential long-term harm it could do to the company’s ability to hire in the future.

Overall I personally feel it is a step too far, especially in today’s current climate, to allow employers to make money out of job seekers’ desires to find work. What do you think?

Written by Loretta Snape, at PPS.

August 31, 2011

Is the CV a true reflection of a candidate’s abilities?

Filed under: Job applicants, Recruitment, Uncategorized — Tags: , , , , , , — ppsworks @ 2:25 pm

There is no simple answer to this question. Long used as the factual guide to a candidate’s skills and experiences, the answer should be yes. However, in an increasingly candidate rich market, this is not always the case nor it is necessarily always enough to recruit on.

The CV should include all the characteristics, skills and experience to match to the requirements of the role – it should effectively act as a check list for both employers and potential employees. With the inclusion of work history and gradual career progression, the CV can offer a clear indication of a candidate’s career expectations. Listing educational achievements echoes an individual’s career choice. With such information, an employer can begin to form questions and ideas around the suitability of the candidate along with queries regarding career goals or gaps in work history – which can then be used at a later stage of the selection process.Talent pool end users

Given the pool of information a candidate can offer up about themselves, the CV truly is an opportunity to sell to a prospective employer. As we always say at PPS – this is your only chance to make a good first impression.

From an employer’s point of view, it is an excellent way of gaining an insight into a candidate’s ability – and ultimately deciding whether they fit the job description criteria.

However, we all know that candidate suitability is more than whether or not they tick the ‘hardworking’ box or the ‘reliable’ box. Often the cultural fit to an organization is more important or relevant than the credentials on a CV.

In volume recruitment, for example for the role of a Customer Service Advisor the skills set is apparent and experiences may be similar but employers need to find people who fit into their organizations. Here, testing and assessing a candidate’s motivation is more relevant than whether they have had any experience. Surely these are characteristics and traits that cannot be illustrated on two pieces of A4 paper? Is this a gap that the video CV can fill?

Click here to read more of Kate’s thoughts

August 9, 2011

Poll: What is the worst mistake you could make on your CV?

Filed under: Poll, Recruitment, Uncategorized — Tags: , , , , , , — ppsworks @ 8:49 am

Here at PPS, we come across some questionable CVs from time to time that make us inch over to the ‘Regret’ button. We have drawn up a shortlist of the worst offenders but opinions are divided at the PPS’ offices as to which mistake takes the crown – so we want to hear your thoughts!

Which CV mistake is unforgivable? Which error makes you pull your hair out? Or is there something you have come across that has not been included below which you feel deserves the crown for CV mistake of the century?

Answer the poll below and tell us what you think is the ultimate in CV sin!

 

September 14, 2010

Why choose to recruit an industrial placement student – the employer benefits.

Filed under: Uncategorized — Tags: , , , — ppsworks @ 6:17 pm

Completing a year out from Aston University on an Industrial Placement scheme with PPS, Charlotte Brennan explains how her role as a Resource Administrator, and the roles performed by fellow IP’s throughout the country bring benefit to the company that they are working for.

After the process of applying for and the achievement of securing a placement, students enter the workplace mid-way through their degree, full of energy, fresh ideas and enthusiasm to learn. The application process generates drive to succeed throughout the year within the new role, providing employers with a flexible, committed and loyal member of staff with up to date professional skills to utilise in the area(s) required by the company.

A placement student will aim to maximise their experience and gain as much insight in to the world of work during the year as possible. This provides ample opportunity to delegate ad hoc projects, which current employees may not have the capacity to undertake, and can result in increased efficiency within the business; a cost effective labour resource. The degree of responsibility delegated is at the Company’s discretion and based on current business’ needs.

Recruiting for a placement student gives a company early access to the graduate market, an insight in to up-and-coming talent and how to attract it. Frequently, the placement year is also an opportunity to ‘trial run’ candidates, with a view to offering them a permanent position if appropriate upon graduation. The placement is viewed as a part of the recruitment process; an opportunity to see the students’ potential within their prospective work environment.
The benefits for both the employer, as well as the IP student themselves (see previous blog post) are broad, immediate and cost effective.

Charlotte Brennan is currently on industrial placement with PPS.

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