How Has The Internet Changed Sales?

Construction job recruiters looking to expand their sales force need to remember that the internet has changed the landscape for many newcomers into the industry.

Writing for Sales Initiative, sales trainer and mentor Tim Gibbons believes the World Wide Web has ‘changed everything’, and businesses across the country have to realise how if they want to stay relevant.

“We can have instant communications with people we have never met; we never have to go into a supermarket again and we can watch world events unfold from wherever we are in the world,” he wrote. “For the salesperson, it has made our lives both easier and more difficult.”

Gibbons explained that now we have the internet at our fingertips, it is very easy to research a company, so there is little excuse to know nothing about them if caught out during a sales pitch.

He added that communication is made very easy with the internet, which is good and bad, because it leaves us open to positive and negative feedback.

An internet-savvy sales team will make the most of the open communication channels offered by the web by being quick to respond to any sort of feedback online.

Finally, the internet means the people you are trying to sell to may already have done their research on you – so when engaging in a conversation, try not to tell them something they may already know.

Becoming internet savvy could help close the mid-level skills gap facing construction.

Recently, the Lib Dem Voice reported that those seeing mid-level jobs in the UK workforce are facing barriers to pursue extra training that need to be taken down in order to help them upskill and progress.

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Addressing The Mid-Level Skills Gap

Those over 25 find it more difficult to retrain, which is why there is a looming mid-level skills gap facing the UK workforce, but if you are looking for construction industry jobs at this level do not be afraid of looking for opportunities to upskill.

Writing for the Lib Dem Voice, Former Member of the European Parliament for Yorkshire and Humber Rebecca Taylor has been involved in research into the mid-level skills gap at University College London and believes barriers need to be taken down to encourage those in non-university degree-required careers to pursue training.

The report ‘Routes To Opportunity – Addressing The Non-University Skills Gap’ reveals that established workers face obstacles to upskilling, preventing them from taking on medium-skilled occupations.

These workers would benefit most from opportunities to train and upskill and may not be aware of support that exists to help them to upskill.

One of the key findings in the report was that the welfare system does not support established workers to retrain or upskill enough and the former Liberal Democrat representative called on the government to do more to help close the mid-level skills gap.

“To me it seems crazy that we’re failing to address the mid-level skills gap and failing to provide low paid workers with opportunities to upskill/retrain to improve their employment prospects and earning potential,” Taylor stated. “Solving the latter will go some way to solving the former.”

News of a mid-level non-university skills gap follows a report by LinkedIn and CapGemeni revealing there is a growing digital skills gap and it is soft digital skills such as data-driven decision-making job-seekers could benefit from attaining

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Digital Skills Gap Widening

There is concern among firms across all industries that the digital skills gap is widening, with 57 per cent of the UK companies surveyed by LinkedIn and CapGemini about the issue stating that they believe the digital talent gap is growing.

One of the main things to note from this research is that there is a bigger gap in soft digital skills than there is in hard digital skills.

From a recruitment perspective, the two soft digital skills that employers believe they are missing the most often are customer-centricity and a passion for learning.

These kinds of skills are essential in any organisation, whether you’re looking for construction industry jobs or are seeking employment directly in the digital sector. Being able to demonstrate either of these traits through your CV and at interview could therefore put you ahead of other applicants.

Other soft digital skills that companies are lacking include collaboration, data-driven decision making and comfort with ambiguity.

Anant Agarwal, founder and CEO of eDX, told the researchers: “These skills are required in every job and are critical for professional success across all industries.”

Among the top ten digital roles predicted in the next two to three years is chief customer officer, which could be particularly applicable in a construction sales setting. This role is number six in the top ten list.

Earlier this month, one publication suggested that recruiters need to be more focused on how people learn, rather than what they know, when they come for a job interview. Management Issues said that looking at how someone will learn in the future is a better indicator of whether they will fit with your team than focusing on their existing knowledge.

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Is Your Business Ready For New Technology?

Whether you work in construction sales or are out on site, there are a number of new technologies that are set to be introduced into UK workplaces more extensively in the coming years, which could have a significant impact on jobs and what roles entail.

A survey by CBI recently highlighted the top three technologies likely to be adopted more widely in our workplaces in the near future, as well as pointing out the stumbling blocks businesses are facing in terms of implementing them.

Artificial intelligence (AI), Blockchain and the Internet of Things were the top three technologies expected to enter workplaces. Where AI is concerned, the biggest worry among businesses is not having a workforce with the skills required to make best use of the technology.

Meanwhile, privacy and security were top worries over the introduction of the Internet of Things. CBI wants the government to look in particular at the potential impact of AI on people and jobs, to ensure the UK’s businesses are prepared for its arrival and adoption.

CBI deputy director-general Josh Hardie commented: “While these technologies are in action now, regulatory hurdles, security concerns and finding people with the right skills, mean that many firms are slow to adopt.”

However, he stressed that firms around the UK that adopt these kinds of technologies have “a golden opportunity to benefit and lift their productivity”.

Making use of a construction recruitment agency in the UK could help you find the people with the right skills to boost your workforce.

A recent study by Fujitsu found that 90 per cent of organisations are investing in digital skills, with 31 per cent stating that having the right skills across their workforce is a crucial element to making a digital transformation project work.

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8 Interview Tips We Love

If you’re looking for a new job in sales or fancy taking a new career path then you might be interested in finding the best construction recruitment agency to help you. Once we’ve got your CV pats the door, it’s down to you to nail the interview, but if job interviews really aren’t your thing, we think these tips from the team at the Seattle Times could be a big help.

First impressions say a lot – if you look well presented the interviewer will instantly take you seriously. Plan you outfit a few days before the interview date so you don’t have any unwanted stress on the day. Dress in something that is suitable for the role you’re applying for. Details make all the difference – dry clean your clothing if needed, make sure you hair is clean and tidy and your finger nails are looking good. You may choose to cover up tattoos and piercings, depending on how relevant you think it may be to your role.

With that said, make sure you do lots of research on the role you’re applying for and know as much as you can amount the company. Knowledge is power and they’ll be impressed if they ask you a question which relates their business. This shows them that you’ve taken the time to find out more information.

Don’t forget to prepare some questions for the interviewer and avoid any questions of which the answer is already stated on their website, as it this may seem as if you haven’t bothered to look. Instead ask more personal questions such as how they find working at the company themselves.

Start as you mean to go on make sure you’re prompt and on time – being late to an interview won’t start you off on the right foot, so allow extra time when commuting.

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Recruiters Need To Focus On How People Learn

When you’re looking to hire a new team member it can be hard to filter down the final applicants and choose the right person.

Management Issues has suggested that in order to build a team of innovative people who can deliver what your business needs in the future as well as meeting your needs now, you should hire people based on how they learn rather than what they know.

The publication acknowledges that what someone knows is important, especially if you’re recruiting for an expert role, but stressed that looking at how they learn is more important for future proofing your team.

“The way that people have learned what they know and the way they intend learning what they will need to know in the future is the real difference between candidates,” it stated.

Recommendations include asking someone to design a new product, rather than getting them to complete an aptitude test, to get an idea of their ability to innovate, and to get a potential candidate to work with the existing team on a problem to see how they fit into your firm’s culture.

If you want some inspiration on how to change up your recruitment techniques, take a look at the finalists for the Personnel Today Award for Innovation in Recruitment.

Among them are SAP UK, which launched a campaign to humanise its brand and attract a wider range of applicants; and Atom Bank, which created a short video about the company to play candidates before a video interview, as well as bringing candidates to an assessment centre for the day to get them involved in tasks in addition to having a chat with the HR team.

If you’re looking for a construction recruitment company to help grow your sales team, contact us today.

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Want Your CV To Get Noticed? Here’s How

When you’re applying for jobs it can be easy to get a little bit lazy. Just pinging across your CV with a brief covering email might seem like enough, but if you want to get noticed by recruiters or hiring managers, you need to do a little bit more.

An article in the Guardian has offered some advice on how to get your CV opened in the first instance, and how to ensure you’re added to the ‘interview’ pile once it’s been reviewed.

First up is that all-important cover letter. It needs to be personalised to the job you’re applying for and the company you’re hoping to work for. This doesn’t need to be long – just a paragraph will suffice – but it needs to clearly explain why your CV is worth opening, and introduce you as a person.

Once someone has got to your CV, they need to be able to skim read it to pick out the important points. Avoid long sections of text and instead go for short paragraphs and bullet points. Spend the most time describing your current role and try to highlight the skills you use here that cross over to the job you’re applying for.

Including facts and figures in your CV, particularly if you’re applying for a job in sales, is a great way to stand out. Many people will make claims in their CV without the evidence to back them up, so if you can include actual data that demonstrates your impact you’ll be one step ahead.

Once your CV has been picked up by a construction recruitment agency and passed on to the hiring manager, you’ll need to thoroughly prepare for your interview. Take a look at our top answers to some of the most challenging interview questions to help you get started.

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Why Job Seekers Should Know About STAR Technique

If you are looking for the best construction recruitment agency the UK has to offer, then you must be looking for a new job.

While you may have polished of your CV and had a few chats with recruiters, one of the most important things you can do while you are waiting to be called to interview is to keep a done list.

Increasingly recruiters are using competency based interviews to assess the suitability of different candidates for a role. This may include basic questions like: what are your favourite bits of your current role? What experience do you have completing this kind of task? Or even, give us an example of when you have helped your team?

While these may seem innocuous being asked specific questions about what we have done can throw less confident candidates, so it is good to have some quick answers to hand.

Start keeping a diary of what you have done during the day, using the STAR technique.

“Using the STAR technique in an interview allows you to break your response down in a logical way,” David Cairncross, director at Hays Recruitment, told The Guardian.

If anything stands out then consider writing down the:

  • Situation – what was happening
  • Task – what you were asked to do.
  • Action – how you did it.
  • Result – what the outcome was.

If you do this for a few days you will be well prepared for anything a competency based interview can throw at you.

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The Fool-Proof Method for Goal Setting and Why You Should Be Doing It

SMART goal setting will help you to stay motivated through challenges and make decisions that bring you closer to the kind of career and life that you want for yourself.

SMART goal setting helps you to work more efficiently, meet deadlines and avoid being sidetracked from your priorities. Failing to set goals is the “ready, fire, aim” approach to career and life management.

So, if you’re convinced you want to start setting goals for your career, a few tips on goal setting will serve you well.

The SMART goals method is a great way to ensure you’ve set a practical goal for yourself.

SMART goal setting – SMART stands for:

Specific
Measurable
Attainable
Realistic
Timely

Let’s examine the SMART technique using the following goal as an example:
“Within the next three days I will call five business contacts to network and seek job opportunities.”

Specific
You are more likely to follow through on a specific goal than a general goal because it is clearly defined. Specific goal setting helps you to focus clearly on exactly what you want to accomplish and how you will do it.

Just saying I will look for job leads is not a specific goal. There are plenty of ways to look for job leads. This general goal gives no direction. It doesn’t tell you anything about what to do to achieve the goal.

The original example goal is very specific. It describes a specific strategy for finding job leads (calling business contacts). This goal lets you know exactly what you need to do to accomplish your goal.

Measurable
If a goal is measurable, then you will know exactly when you have accomplished that goal. Establishing specific criteria for reaching a goal allows you to determine how close you are to reaching that goal and be motivated by your own progress.

A goal that states, I will call some business contacts to network and look for job leads, is not measurable. How many business contacts do you need to call? How do you know when you’ve achieved the goal?

The original example is measurable. You know you’ve achieved your goal once you’ve called five of your business contacts.

Attainable
SMART goals are within your control. If you set goals that are outside of your control you are just setting yourself up for failure.

Some people might set the following goal: I will find five great job leads in the next week. At first glance that goal might sound pretty good, but that goal is not definitely attainable by you. You don’t have reasonable control over whether you find five job leads in the next week. You may do a great job of networking and seeking out job opportunities, but you still do not have complete control over how many great job leads you will find within a specific time frame.

The example goal, on the other hand, is an example of SMART goal setting because it is attainable. You have control over whether it happens or not. You do not have to rely on the whims or good will of others to ensure that you call five business contacts, and you can reasonably expect that calling business contacts will lead to the outcome you want – finding several great job leads.

Realistic
Effective goal setting requires you to take into account the things that you are reasonably willing and able to do to achieve your goals.

I will call twenty business contacts in the next three days. Is that goal realistic? Maybe, it depends on who you are. If you have a big network of contacts and you are not terrified of business networking, that might be a perfectly realistic goal.

If you’re like most people and the idea of business networking strikes fear in your heart, then calling twenty business contacts may be completely unrealistic for you. If you know that calling five business contacts to seek out job leads is the most you can manage, then five should be your goal. Push your limits a little bit, but don’t set yourself up for failure.

Timely
SMART goals have deadlines. Deadlines help you to determine how much time you have left to achieve a goal and prevent you from procrastinating.

Your goal might be I will call five business contacts. If you are procrastinator, you’ll immediately see the problem in that goal. When will you make those phone calls? There’s no deadline pushing you to finish the task.

On the other hand, the example goal provides a deadline. You know you have three days to make the phone calls, and that deadline will help you to avoid the trap of procrastination.

When you practice SMART goal setting, you’ll have an easier time staying on track with your career goals. SMART goals can help you to stay focused on the short and long term outcomes that you want to achieve with your career and your life. SMART goal setting is an effective way to stay motivated and keep your career focused in the direction you choose.

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5 Reasons Why Millennials Could Enhance Construction

Millennials have been hailed as the innovators of modern business and could serve to modernise construction industry jobs if they are given a chance.

Managing director of DBI Furniture Solutions Nick Pollitt has made it his mission to put the spotlight on the benefits of a hip young workforce by speaking to a range of businesses.

According to Pollitt, Millennials actually crave responsibility and then reward those who give them responsibility by thriving when they feel empowered and valued.

They are also open to change and are flexible within their roles, happily accepting challenges that older colleagues may be reluctant to take on.

People development consultant Susy Roberts told Pollitt: “They’ve been brought up in a team environment and encouraged to speak up when things aren’t right. And this, as any good business coach will tell you, is simply best practice.”

Millennials are also constantly trying to better themselves and in turn better your business, as they are driven to learn new skills.

One of the biggest bonuses of hiring a millennial is of course their inherent digital skills, with instant familiarity with the latest digital tools.

Finally, given the right environment, Millennials are very productive when they are allowed to flex their creative muscle and are given support – and they take pride in their work.

Roberts added: “With Millennials, it’s definitely not all about money. An open working culture that respects individual views and opinions is essential.”

Young people need to be given greater encouragement to enter construction. Industry giant Kier criticised careers advice being given to school leavers which is out of date and could be putting some youngsters off.

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