Industry Insight

A rich man's world

2011-04-07T07:40:00.000-07:00

What is business and why is it so often characterised as “cheating” corporations who are forced to disregard ethnics? Why is it that to be successful in business, one is encouraged to compete? I see this when I looked into sweat shops, pirate fishing, and drugs given to cows to enhance milk production disregarding the rights of animals, children and indeed, the rights of consumers all in the name of profit.

When one talks about change, we classically think of people like mother Teresa or Gandhi. It is much harder to think of names of those in business who have made a positive impact. With business being characterised by competition and self interest, it is safe to say that had it worked on a more social ethos, the world of business would be a very different place today. For a global change to occur, the mindset of corporations and institutions that run our planet, need to shift towards equity and collective human need. And, yes, I know change is always much more easily said than done and these thoughts may seem to come across as over simplistic. However, I do believe that there is within every state, a much more powerful force than governments and businesses themselves. It is this power that resides in the very grip and determination of every person in every nation which holds the potential for change. This can be seen by the uprisings in Egypt, Tunisia and more recently, Libya demonstrating how people power can change a whole regime. Of course, I am not advocating that we take up rifles and shoot them in open air, but through an intellectual and civil manner, come together to challenge the world of business today. Without this changing, we indeed need to carry on feeding orphans and saving lives through charity, but the pertinent question maybe ‘why should there be such a gulf between those that have, and those that have not?’ .

Communication or language is the foundation of understanding forming mindsets, knowledge and education. Whether we are business folk working in large corporate machines or simply a student, we can all take action and make a difference in everything we feel passionately about. Wanting to write about this all in a short blog led me to write a poetic piece about words and the power of the pen to educate a new mindset of positive action for proactive change. This does not mean we all need to become members of green peace, hug trees and become hippies. It means we all need to be aware of the way the world works. We all need to be aware of the systems that shape our everyday lives as well as the lives of future generations we today are responsible for.

Hena Ahsan is a recent graduate from The University of Warwick with a MA in Islam in Contemporary Societies. Having completed a BA Degree from the University of Leicester in Sociology, English and Politics combined she contributes the following poetic addition.

‘The Nib of Change'

There is something artistically creative about writing. Its sensual nature made to softly embrace the mind yet powerfully penetrate to leave a lasting impression. An emotion so raw, so gripping it captivates the reader into sharing the same exact emotion. Like many art forms, writing can hold a million meanings. It can be beautiful or ugly, or more dramatically, its impact be likened to a bolt of thunder or even like candles lighting up the darkness. It captures a mental storm. Brewing though emotion like Van Gough ending with one ear and Picassos paintings of perfection and painful precision. It embraces the warm gentle touch of a loved one; or emotion transcending ones understanding. It captures a story revealing a philosophy, meaning and history all held at the very nib of a simple pen. The beauty of language intertwined as lovers, like the hand to the glove that fits so perfectly. And the power of the words to cause damage or hurt when meant to kiss like an iron fist! The hold this takes on the pride of a man, makes him cold to learning from the wisdom of the old. The icemaker chipping his way to perfection, the writer feels her words like lyrical music and the artist strokes his brush to dazzle a blank canvas. The writer discovers Jewells that live deep inside her mind as she sees the hidden gems she never knew she could find. In this she finds an inner hunger for change the way great women and men have caused the world to change. Change comes from ones thoughts and feelings which are inspired by the legacy of the footprints of others. As the ink flows, let the ink of action turn us into artists. Let us write to pioneer and influence the change within ourselves and the world. Let us own and mean our words, let us be the nib of change.

Race against Mind?

2010-12-17T07:14:00.000-08:00

Is there any justification behind the idea that some races are just more intelligent than others?

The topic of race and intelligence is one of the most tabooed topics of discussion amongst biologists and psychologists. However, it is one of the most hotly debated ideas behind the closed doors of many of the most learned individuals of our time. The idea that one particular race or skin colour is genetically smarter than another race has been accused of being akin to intellectual racism. Many have used these ideas of racial intellectual inferiority to justify atrocities ranging from slavery to the Holocaust. And yet, what makes this discussion ever weightier is that many of the individuals who propagate these ideas, have been held as the smartest minds in their field, until they proposed such a claim.

The idea of their being a correlation between race and intelligence goes back to Darwinian times. Darwin himself declared that there may be a case for arguing that those of a Sub-Saharan ethnicity could be less evolved than the rest of the human species, and thus less intelligence. Indeed, one can identify this as being a cause for legitimising slavery, which as we all know was rife at the time of Darwin. But the idea still remains to this day, mainly supported by IQ tests from America that show that on average African Americans score significantly lower than White Americans, who in turn score lower than Asian Americans. Further tests on populations around the world identify that East Asians as having the highest average IQs, followed by Europeans, then South East Asians, Native Americans, South Asians, North Africans, sub-Saharan Africans and finally Aborigines and Bushmen. Scientists have been quick to point out that there are Aborigines at the upper echelons of the IQ chart, whilst simultaneously there are East Asians at the lower spectrum, but the statistics do show a startling story.

However, on reflection, what precisely is this story? To a casual reader, it will simply state that some races are on average smarter than others (which it does show), and thus the basic inference is that some races are smarter. However, readers of these blogs and of the HPD magazine will be quick to realise that there is always more to this than meets the eye. Firstly, what is the IQ test, and what is it used to identify? A simple answer is a test of your verbal and mental skills, though this of course is a complete simplification, and one urges the reader to delve a little further into the matter. But for argument sake, let’s use this basic definition. These skills that are tested were decided upon by William Stern, based upon intelligence tests created by leading psychologists such as Alfred Binet and Theodore Simon. Note that the creators were all of European descent. A new and leading argument is that the test, whilst it does measure intelligence, is biased towards the skills of a particular race. But do these skills have any relevance in the Australian outback where I doubt the Europeans would survive and adapt as well as Aboriginal Bushmen.

Another leading criticism of the results of IQ tests is that it does not take into account other factors which may turn up in a particular race, but does not reflect a genetic trend. Rather, social and environmental circumstances lead to discrepancies in the results. One could easily correlate between economic backgrounds and intelligence and show that by having a higher income, one could have a higher IQ result. Of course, once these arguments are laid out in front of us, we can then begin to appreciate why links with race appear. It is a well known fact that in most western, multi-cultural societies, those with African ancestry tend to come from poorer backgrounds, and this in turn can mean fewer opportunities to raise their income, regardless of their intellectual ability.

This blog is merely food for thought; one cannot hope to answer the question or get to the bottom of the entire issue in less than 800 words. But we can begin to identify how to understand the issue beyond its veneer, right down to the influences from unobvious factors. This debate will rage on for many years, but with enough intelligent thinkers (researchers, scientists and of course HPD readers!), this topic can be explored and discussed with open thinking, as opposed to polarised debates, where ideas come second to argumentative abilities. I hope the new blog formats create as much thinking as possible, and we look forward to your thoughts.

Vinay Trivedi

Facelook

2010-07-20T03:53:00.000-07:00

Almost every young, aspirational professional has some sort of social networking account and it’s most likely to be a Facebook account. In March 2010, Facebook announced its user base had reached 350 million worldwide and an average of 35 million users updated their status each day. So I thought I’d login to my Facebook account and see what’s currently being updated.

“... I wish I wasn’t at work”, “...is eating Ice Cream”, “...had a wonderful time shopping with Ally” – none of these comments seem to conjure up images of aspiration!

I’ve always seen Facebook as a self-marketing tool and by marketing I mean perception. We all have the opportunity to transmit our own thoughts, images, ideas and videos to a community who are all doing the same thing. We are all products and are constantly looking for ways to market ourselves. However, where most users have suffered is by trying to market a product that they’re not. If I’m a naturally quiet person should I highlight that on Facebook too? The chances are that I probably wouldn't.

Just by looking at a friend’s profile page I can see a mismatch of characters, a mismatch of personalities, and a mismatch of ambitions. He has 263 images on his profile; 217 are of him on a night out, 19 of him on holiday, 17 of him when was at university and 10 of him at a football game.

This is a profile of a person who works as an IT consultant, has recently been married, spends most of his time at home with his wife. The 263 images of him on a night out were taken on two separate occasions, yet it’s the domineering force of his profile. Is that a rational reflection of his life? Well no, he spends most of his time at work and with his wife; if anything, his profile should illustrate how much he loves his occupation and wife. Here is a classic example of a misconception of a life.

Shamefully, this misconception can come at a costly price. Facebook is an add-on to your ego and if mismanaged can delude you beyond belief. We have to be wary of what we do with our Facebook accounts because ever so slowly our accounts are believed to be you; your Facebook account is you.

Every aspirational professional should deeply consider what they’re profile emits about them. You should be looking to use it to your advantage. If you’re passionate about computers let your profile reflect that. If you’re interested in investment banking, join groups that can reflect that interest. If you enjoy sports, post relevant sport articles that can reflect that enjoyment.

A recent survey conducted by Careerbuilder.com, found that a staggering 20% of employers reviewed candidates social networking pages before hiring. Of that 33% admitted to not offering a position due to inappropriate content on profile pages.

At the end of the day, you have the choice to create, you have the choice to decide and the choice to change.

Does your profile reflect you and your ambitions?

The World is your Oyster!

2010-07-06T23:56:00.000-07:00

Experiences are king in the world of graduate recruitment; they are viewed as the best mediums for learning, and can open doors in unimaginable ways. We spoke with Celia Pronto, Marketing Director with STA Travel, to find out how STA are encouraging students, graduates and young people throughout the country to explore, engage and educate their minds abroad.

STA has made a name and reputation for itself within the student market; what aspects of the way STA work has helped to bring this about?

STA Travel has an established network of branches in some universities across the world, so it has always been synonymous with student travel. However it’s a common misconception that STA Travel is just for students. It caters for all young people looking for amazing experiences abroad and has great value fares and adventures for everyone aged 18-35. Today, most students spend a lot of time online and STA Travel’s focus is as much on social media as it is on more traditional media to ensure we’re communicating to this market effectively.

How do you identify what the student market want, and how do you tailor your services to cater for these needs?

The student market of today is looking for value as well as an amazing experience. We offer a huge range of great deals for students and under 26’s, combined with inspirational ideas for their travels or gap year. We also have other travel essentials that are really useful for the budget conscious student market. For example, the STA Travel MasterCard helps students avoid travel debt. It’s accepted pretty much everywhere but is not a credit card so you can only spend the funds you load onto it. You also don’t pay any interest on purchases - so if you buy a £30 suit in Vietnam, all you will pay is £30. It can also be used as an ATM card to withdraw local currency.

How has STA dealt with the recent ‘Volcanic Ash’ situation, and has this effected the deals and services provided?

The volcanic ash situation was unprecedented and we were entirely focused on helping our customers change their travel arrangements as easily as possible. We waived any STA Travel administration costs for itinerary changes during this period to help minimize the impact on our customers. Despite the ash cloud we still have some great deals available but we advise our customers to book early to take advantage of the most competitive fares.

As well as holiday packages, what does STA do to encourage student travelling experiences and packages?

There are several things STA Travel does in order to encourage young people to travel. Firstly, STA Travel offers extremely competitive prices for everyone. In addition, we have exclusive agreements with some of the world’s largest airlines, which enables us to offer students and those under 26 even lower fares – making it even more affordable for them to travel. We also offer a vast range of trips, experiences and tours at different prices and lengths of time, as well as volunteering programmes, language courses and Working Holiday Visas to places like Australia and New Zealand.

We truly offer something to suit all personalities and all aspirations, whether it’s chilling out on a beach and island hopping around the Greek Islands for a month, travelling the four corners of the globe for two years or volunteering abroad looking after lion cubs, helping to conserve the Galapagos Islands or teaching underprivileged children in Vietnam. Additionally, we are dedicated to providing our customers with the best possible service, so visiting a branch and speaking to our consultants is sure to be a positive, inspiring experience, and with sound, expert guidance, catering to the unique needs of each individual and encouraging each traveller to be the boss of their own adventures. .

What are the benefits of the World Traveller Internship, and how do you feel this can add to the experiences and skills-set of the modern graduate or student?

There is no doubt that travelling increases employability. Not only does it broaden horizons and encourage people to be more open-minded and accepting of the world, it also challenges people to get along with each other, to learn to compromise and to be confident when dealing with unfamiliar people and cultures. The STA Travel World Traveller Intern Programme really fosters these skills by taking two interns around the world on a three month trip to unearth the very latest “must sees” and “hidden gems” across the globe. We’ve just sent two interns off on the programme, who have never previously met. They have real responsibilities and must behave in a professional and organised manner, feeding back their learnings to STA Travel and reporting what they’ve found in an articulate and engaging manner through a host of social media channels. It really is an ideal addition to any CV.

Finally, what can you advise students who are looking to make the most of their gap years or holidays, and what can this add in terms of skills and experiences for their career and for their lives?

More importantly than anything else, follow your dreams and not be held back by fear of the unknown! Travel to places you’ve dreamt about visiting and make the most of the time you have at each destination. Make an effort to get to know the local culture and traditions, the local way of life and its people. This will help to broaden your mind and create a more accepting mind-set, which is infinitively important in the world of work, where it’s essential to be able to see the points of view of others.

However there are certain things you can do to make sure you get the best out of your time away, in the safest possible way. It’s important to plan ahead; this doesn’t mean following a regimented itinerary, as spontaneity can yield amazing experiences. It is good to do some research on the destinations you’re going to. Have an idea of a few key things you want to see and do, find out the logistics of getting to certain places and how much activities you are interested in are going to cost. STA Travel can help you plan your trip and advise on experiences and tours to suit individual requirements and budgets. Planning will help you ensure you stick to your budget, and get the best out of your time.

STA Travel recommends volunteer work, for those who want to go on a meaningful trip. Giving something back to the world can have a very inspiring effect and spur you on to pursue goals that you feel passionate about, such as tackling poverty and helping to protect the environment. Volunteer work also has a very positive effect on employability. It demonstrates a strong work ethic, a passion and the ability to work well with new people as a team.

But regardless of your reasons to go travelling, what you will learn, intentionally or otherwise, will last with you for a lifetime, and that to me seems a good a reason as any!

Corporate Climber + Social Reformer = Ideal Candidate

2010-06-09T09:31:00.000-07:00

Dharmesh Mistry has lived it all; he's been national president for one of the largest student communities in the UK (NHSF), he's worked for some of the largest and most profitable companies in the world, living the high life; he’s also managed charities and social projects, and he’s spent months, if not years, at a time in some of the most deprived slums in India. In a world where graduates seem to think that caring for the world and pursing a professional career do not mix, he explains the opportunities for amalgamating the two to make a positive change for all.

You've made it. Graduating (or soon to be) from one of the best universities in the country, no doubt soon you will find yourself on a lucrative career path with some of the best global companies. Over time you will understand the culture and structure of the company and industry. You will learn to apply yourself to deliver on the projects you have been assigned, and may even rise to positions which will define the company itself!

And of course that process involves the arduous assessment process. This may include 'hypothetical' problems to solve such as "How can you help a slum village to raise capital?" or "Apply your knowledge of engineering to a rural community; what would you do to generate electricity?" But these aren't hypothetical; millions of people in deprived climates face these challenges every day. And they don't theorise it; they live it. Whereas an assessment centre looks to see how you apply your knowledge, social entrepreneurship helps you live it. It sees if you can apply the knowledge you've obtained completing cash flows and balance sheets to a woman living in a slum start a vegetable enterprise.

Solving such challenges has the ability to make a significant impact on the lives of those around us that are less fortunate. This really will try the depth of your understanding as the norms you are used to may not apply.

It is through such challenges that you truly realise what it takes to add value. I am not suggesting that you give up the fancy office, and the lifestyle it affords, forever. I am not saying that success is any less earned in a comfortable and familiar environment. What I am urging you to do is to push yourself during the early part of your career, to really test what you know and what you have learned. Searching for solutions in such conditions will imbibe attitudes, values and skills that will allow you to succeed anywhere. These include (but certainly aren't limited to) resourcefulness, tenacity, relationship management, personal leadership, empathy and in today's world, a global understanding of how the other 90% live. There is no company that would not value such a person!

Internships and volunteer opportunities do exist with many social enterprises around the world, especially here in the UK. However, these organisations rarely come to you. They will not come to your university and give polished presentations and hand out branded stress balls. Simply the process of finding the right opportunity is a valuable learning process in itself, as you will discover a whole world that remains largely untapped. You will also discover a lot about yourself; the issues you care about and what you are willing to give your time to.

Those that drive social enterprises realise that their efforts can protect the earth, have social impact and still earn a profit, allowing them to grow. How appealing would it be to have a job that doesn't mean you constantly have to make a trade off between profit and values?

So, at a time when there is even greater competition for roles with the best companies, what is going to set you apart? What evidence do you have that you possess what it takes to deliver or that you have the vision and drive to bring something new to the team?

And at the end of it, maybe because of your advice and encouragement, a woman is able to send her children to school because her vegetable business is thriving. A solar energy system you developed may allow children to study under a lamp at night. A child in a rural area may be able to connect to a wealth of knowledge and information from around the world. And, at the end of it all, you've contributed to something bigger than yourself. This emerging path may just lead to a brighter career.

Dharmesh Mistry

Ph.D: Pretty hard Decision

2010-05-25T07:09:00.000-07:00

The importance of further education is obvious to most, and we embrace the opportunities provided for us to continue studying to help our chances of career progression. But most of us would scorn the idea of studying beyond your degree, masters or MBA when it comes to a PhD. Sagar Solanki, a Philosophy student from Liverpool, gives us his insight into the struggles and passions that drive him to want to study beyond the norm.

Doing a PhD is no mean feat; should you wish to pursue a career in academia, then it's becomes the most important part of your career. Making your way through an endless reading list, not to mention the actual writing and editing process, you are continuously developing key skills that will be of significant value as a researcher and a lecturer.

For many, a PhD student is simply another 'tax-dodger', continuing to avoid joining the 'real world' of work in favour of "thinking"! Some of these detractors will concede that PhDs in the fields of natural or social sciences may have value to add for the real world, but that doesn't loom well for a disciple of philosophy! I have consistently felt pressure to justify what value philosophy has to the wider world, or rather, as the capitalist driven society that we are, the value philosophy adds to the wider economy. I have always personally felt that the question of justification itself adds to the value provided by philosophy. But this just doesn't seem to convince funders (!).

Funding is the biggest worry for PhD students across the country; if you are not lucky enough to be born with a silver spoon in your mouth, you may just find it hard to convince someone to lend you the best part of 40-50k over a three-year period. That's a nice sum of 15-18k a year, which is probably equivalent to the starting wage of a graduate.

I wish I was pursuing a career in philosophy for the money. If money was my biggest concern, I may have considered studying a subject with relevancy to the material world. Rather, I choose Classical Indian Philosophy. For many there seems to be no real value to be added to the world with this, but then again I am not in this business for the money. Completing a PhD in any subject may never have implications for the here and now. But it will have some impact for us as a civilization for generations to come.

Through reading this blog you may have decoded the qualities needed to undertake a PhD; resilience to overcome pressures from all angles to "do something useful with your life!" (though I would argue that I am), an appreciation that life may not be as materially fulfilling as you expected or wanted (though having been a student, I'm sure it won’t be that hard to spend a few more years eating beans on toast!), but most of all, you need to have a passion for whatever you study – don't do a PhD if you want immediate career progression; it is only for those who desire to study to add value in whatever way they can.

Sagar Solanki
If you have any questions regarding PhDs or further education, especially in philosophy or humanities, then please contact us at write@yourhpd.com.

Victory for Lib-Tory

2010-05-17T08:48:00.000-07:00

Following weeks of anticipation and days of confusion, conversation and coalition, we now have a stable government (at least for the time being!), lead by the Tories' David Cameron, aided by Nick Clegg and his cohorts of Liberals. A theoretical look at this partnership would suggest the Liberal Democrats and Conservatives will struggle to work alongside one another. However, on reflection, there may be areas where the two parties have similar ideas. We took a short look at the impact of the alliance for students, graduates and young professionals over the next few years.

Whichever way the situation is looked at, the end point is clear – the Lib Dems are going to have a big part to play in our immediate future. Following Gordon Brown's resignation, and the host of new "Tony Blairs" looking to become the next Labour leader (including the Miliband Brothers), the Lib Dems are still taking all the headlines when it comes to the government for the next five years. Nick Clegg will not become Prime Minister, but his position as leader of the Lib Dems and junior partner within the alliance means that in many areas of the economy, he will have an important say with regards to policy. The Lib Dems' own views on education seem to differ somewhat to the views of the Conservative Party, with a clear focus on scrapping the 50% at university scheme initiated by the Labour party a few years ago. They have set a clear precedence to reallocate public spending from universities to apprenticeships, internships and other non-traditional methods of education. This could lead to a range of scenarios; however, we can be pretty sure that funding to universities will drop, leading to our academic institutions needing to raise finances from other areas. If the Lib Dems do have a say in the fees issue, then expect final year fees to be abolished, and a change in the way in which students are funded.

An agreement over education is going to be complex, as Labour and the Tories' policies seem to have more in common with each other than they do with Nick's team. Both seem to be focused on increasing the number of university graduates. This will certainly fit well with the universities, whose 'more-bums-on-seats' policy can only lead to further funding for universities themselves. And whilst the Tories will also focus on apprenticeships and the like, their determination to increase university places will certainly put them at odds with the Lib Dems. Political ideology is still at the forefront of policy making, with the Tories offering incentives for early repayment of students' loans.

The other area of significant interest for students and young professionals will be the job market. Conservatives' focus will always be on lower taxes, a policy which is one of the common ideas between the coalition. They both have a clear initiative to encourage the economy to grow through natural forces, with a reduction in "red tape and bureaucracy" to allow businesses to help refuel the economy, and thus create a new jobs market.

However, one area all can be certain of is the increase in funding for (and, dare I say it, reliance on) enterprises. It seems as if new SMEs (small and medium enterprises) will be looked upon to create wealth and jobs for our recovering economy, and the parties are certainly looking to ensure that the new generation of Alan Sugars, Theo Paphitis' and Richard Bransons pull us through by heavily supporting new firms. So if you want a guaranteed job for the next five years, you may want to seriously consider branching out on your own.

Vinay Trivedi

Leaders wanted at Barclays

2010-04-27T12:12:00.000-07:00

It has been a turbulent time for the financial services industry over the past two years. Indeed, senior bankers have not been particularly popular. However, it appears as if some firms are taking the right steps to create a new style of working in finance and changing the focus to leadership and adaptability. I spoke with Nicki Lorains of Barclays to understand how they are looking for leaders.

During 18 months of turmoil and disaster for The City, Barclays own position and reputation during the recession has remained relatively strong; it appears as if a new type of graduate was needed for the 21st century, and Nicki was quick to explain the underlying traits they look for in a candidate.

"We are looking for leaders, first and foremost," explains Nicki, "leaders who can show they have a diverse range of experiences with the ability to respect others. We want leaders and top performers who have interests in a wide array of extra-curricular activities."

Her passion and desire to create leaders for tomorrow is quite clear from her voice, and even more evident from the schemes for interns and graduates being run at Barclays Global Retail Bank. The bank has moved away from the traditional methods of assessing graduates, and is changing its direction, looking for a more holistic approach to find a new type of graduate. "We want graduates who are the top performers amongst their peers, but who also have learning agility (a term Nicki uses often to describe adaptability), students with the ability to analyse different scenarios and quickly understand the situation, and learn from it," says Nicki. And Barclays is also looking further afield for these talented individuals. "We don't just look for graduates in finance or accounting related disciplines; we want individuals with a breadth of experiences, whether that be working in an office or volunteering in the foothills of Kilimanjaro. We want graduates with the right skills, but also with passion, and respect."

With so much media attention focused on ethical behaviour in the financial services industry in recent times, Barclays is seeking to rebalance the situation by giving their graduates a sense of community spirit.

"If you look at our internship and graduate roles, we provide opportunities on community involvement, and our recruitment schemes are designed to ensure successful candidates get a full range of social and work-related experiences. We want graduates to learn by doing, not watching."

Needless to say Barclays is popular, in fact really popular amongst graduates, and so one would expect to find an extensive obstacle course for people to manoeuvre through to be a part of the intake. "With the number of graduates wanting to work here, we'd be irresponsible not to. We need to make sure that the mentality and passions of the candidate match that of Barclays, and we need them to display the right attributes that only the individual can build themselves."

One of the traits that Barclays is looking for is commercial awareness. But Nicki explains that Barclays does not define commercial awareness as simply understanding economics or accounts: "Of course that's an aspect of it, but the real knowledge comes from understanding how the world works, and with people as a major variable, it's certainly more than knowing dry academic theory. We want a thirst for knowledge."

"All experiences, and the way you develop your knowledge, has value, and at Barclays we ensure that we use all experiences to their full potential. Students need to show us a passion for learning not just during their final year at university. Some of the best candidates have been building skills since they were in college, before most of them even knew what they wanted to do with their lives! These skills are paramount whatever you do in life."

Whether or not the opinion of the common man changes about financial services and the thousands who choose a career in it, one thing we can be sure is that Barclays is doing everything it can to ensure tomorrow's bankers are more than money makers; they are first and foremost members of society, each with a duty to lead it to a better and more ethical future.

Vinay Trivedi

HPD 2 - Learning.Life.Continued

2010-04-13T07:35:00.000-07:00

The wait is over! The new edition of HPD is now out, determined to continue on its mission to give the brightest the best guidance, information and knowledge. And with the release of the new magazine, also comes along the new blog format, which every two weeks will contain editorials, interviews and the latest current affairs affecting the economy and the graduate employment market. For many aspirational students throughout the land, this edition of HPD is the first time they will be able to physically get their hands on the magazine; having initially launched as an online-only medium, we were quick to respond to readers' demand for a printed copy. Each edition is still made available online, so no matter where in the world you are, you can always access the insights of HPD.

So what can our readers expect from each new blog? As before, we will continue to have information relating to graduate recruitment and interviews with heads of graduate recruitment; however, we now have the latest in current affairs, economics and politics, as well as testimonials from aspirational students, enlightening and inspiring our readers to see what the world has to offer them. Whether you're a graduate looking for a position with the world's leading financial institutes, or an undergraduate looking for inspiration on how to make the most of the holidays, HPD Blogs will continuously look to give you the knowledge, thinking and guidance needed to successfully make it.

But the blogs aren't just a one way information route. Students and graduates benefit immensely from the views and opinions of their peers, each giving their own experiences and advice as to how to raise aspirations and build skills vital for success in the 21st century. If you feel that you want to share your views and experiences with others, then I encourage you to leave comments, and for those of you looking to become budding writers, do not hesitate to contact me with regard to writing a blog for us. We currently have three spaces open, so do not delay in ensuring that you contact me at vinay@yourhpd.com.

The readers of the blogs today could be the leaders of our economy tomorrow, and these blogs can provide you with the right advice and networks needed to aspire to be the best you can be.

Happy Reading!

Vinay Trivedi

Editor

The Coming Year

2010-02-01T06:39:00.000-08:00

Following the tremendous success of our online edition of HPD, we are now bringing out a print edition in March 2010. Last year was a wonderful exploration of the impact we could have upon students, and the realisation that students, graduates and young urbanites alike needed more exposure and information from the minds of the country's leading industry figures meant that we needed to take the step that our 'competitors' weren't willing to.

The Spring edition of HPD takes a wonderful swerve in terms of content, with leading writers contributing their thoughts on a host of topics, including the psychology behind students' lust for the traffic cone, the impact that urban music has had on the lexicon of today's youth and its impact on men and women and a revealing look at how we view the books we read and the films we watch.

However, it's our contributors who will no doubt add so much in terms of aspiration and skills to be learnt. Tim Janes, the Head of Global Recruitment for QinetiQ, and Sarah Shillingford, Global Partner at Deloitte, both give their insights into what graduates should be considering for their futures, and our featured interview is with none other than Dragons' Den's Theo Paphitis, one of the country's most famous faces. This candid and frank discussion explores the philosophy of a man known for his business acumen and assertive nature, looking beyond the scope of what TV likes to show us. Finally, we have Emmanuel Akpan-Inwang, an aspirational student from LSE and the head of the top twenty universities' watchdog, The Aldwych Group.

HPD continues with its plan to raise the aspirations of our brightest individuals, pushing each reader to challenge his or her own thoughts and opinions, and showing that the world is some much greater than what is expected of you.

Hundreds of thousands of bright young individuals will begin a new chapter in their lives this year; make sure you're part of the crowd that doesn't just walk the walk, but races ahead.

Vinay Trivedi - Editor

The Whole Is Always Greater Than The Sum Of Its Individual Parts

2009-12-05T14:17:00.000-08:00

Every industry-leading firm knows that you get the best work from a team. It is the amalgamation of a variety of ideas that drives them forward, and the titular saying is a wonderful way of expressing this idea. For those who are new to this concept, imagine two salesmen, who independently could each get 100 sales. This would give their firm 200 sales in total. Yet combine their selling prowess and have them work as a double-team, and the firm would make 250 sales. The combination of putting two minds together thus brings about an extra 50 sales that the firm would have lost out to.

And that's what group assessments look to find: those who are "smart individuals" but even "smarter colleagues". McKinsey, one of the most respected consultancy firms in the world (informally named "The kinder garden of CEOs") instils the essence of teamwork because they too understand the importance of it. So in a group assessment, it's not just about you showing how good you are at leading others in your direction, but more so about your ability to get the best ideas out of them. That is leadership, pure and simple.

So what steps can you take to get the best out of your team:

1. Firstly, make sure that everyone in the group is allowed to get their ideas across, and that those who look to dictate the group aren't given that chance.

2. Make sure that everyone agrees with the idea that is finally decided upon, and if they don't, make sure that you argue both sides using FACTS, not opinions and statements like "I don't like it, just don't!" (Absurd though it may seem, many candidates forget where they are and their true reflection comes to the fore.)

3. Ensure that all points the group is being kept in the loop with all new ideas, especially if you are working in a group with 10 or more people.

Graduates get fixated with the idea that they need to keep showing themselves off, but remember that they have been assessing you from the moment somebody looked at your application form, or picked up your CV. They are looking for you to utilise the skills that you have so far only wrote and spoke about. So take the opportunity to show that you can influence others with your ideas, but also how you can get ideas from your team as well. Ensure that you are the one who creates the whole, not just managing the parts.

The 'Magic' of being a Medic

2009-12-02T02:02:00.000-08:00

Medicine is an industry quite like any other; for those of you who aren't medics, the thought of studying at university for six to seven years is enough to put you off studying medicine for life – for medics, you know that this is just the start of your education, and you can expect to be studying for most of your career. But medicine is one of the few disciplines that actively encourages life-long learning; a skill we know is beneficial to getting the best out of your career.

Asheeta Patel is one the brightest up-and-coming doctors in the country. However, by her own admission, it hasn't been an easy road to get to where she is. I spoke to her to gather her thoughts on becoming a doctor, and the transition from theory to real-life.

Vinay: "Let's start on your own background, how did you get into medicine?"

Asheeta: "I never planned to be a medic when I was at college. I wasn't the typical all A's student, and medicine at the time never crossed my mind. Instead, my first degree was in Genetics, which I found really interesting as it was fairly new discipline in science. When I completed it, I realised that there was two paths I could go down, becoming a professor, or becoming a genetic councillor."

Vinay: "And these were two paths that you didn't want to go down?"

Asheeta: "For me, they both had elements of what I wanted to do, but they lacked what the other gave. Being a professor meant that I could be incredibly involved in research, but would be in a lab all day, and since genetics is such a new field, a genetic councillor would work with people analysing data but never really get the opportunity to push the field forward."

Vinay: "So how did the idea to do medicine come about?"

Asheeta: "My professor at university looked at what I had done as well as my grades and recommended that if I wanted both a research position and people interaction, then medicine would be the route for me. Like I said, I wasn't your typical medic with all A's at A-Level, but the experiences both at academically and socially that I had showed that I had all the competencies needed to be a successful doctor."

Vinay: "And what competencies were these?"

Asheeta: "From an academic perspective, I was always involved audits, ensuring that if I was going to learn about medicine then getting stuck in right away was the only option. My grades for genetics showed that I was more can capable of handling the academic side of medicine, but I think it was the non-academic things I did which gave me that edge. I was on the students' union committee, I played hockey for the department, and I was President of the Soul Society, where I had to organise events without any budget, hence building my skills in negotiating, business management as well as organisational skills. I also got involved in a lot whilst I was studying medicine, such as Rag week, and continuing with supporting the various societies and committees that I was working with. Everything I did to contribute to university life was essential in developing skills to become a doctor."

Vinay: "How did you find the transition between studying medicine and becoming a doctor? I know that medicine is one of the few disciplines where you have exposure to hospital atmosphere, but to cope with the changes from still being a student to having that responsibility must have been hard."

Asheeta: "Quite the opposite, actually! I found it really inspiring to be able to help so many people and to have that sense of responsibility. Initially though, you have to be very tough, because there is a lot of competition that you will face from your peers. I've experienced so much judgement from other doctors, my superiors, everyone, and you have to develop that ability to make up for what people will perceive to be a weakness."

Vinay: "So how did others judge you?"

Asheeta: "I'm quite small and petite, and a lot quieter than other doctors. And some may have even judged me because I'm female. But I needed to overcome this by being a stronger leader. I needed my team to know that I too was as capable as the rest, and to vocalise my opinions. One thing I would say to all medics is ask senior doctors and consultants for advice, because the more you show to them that you want to learn, the more help and advice they will give you."

Vinay: "Did all this come to you fairly easily?"

Asheeta: "Not at all! Patient interaction is second nature to me, especially with all the experiences I'd had with the societies, and applying the knowledge I had was easy. But the way I came across to my colleagues was the most difficult thing I faced. I would definitely say it's the hardest."

Vinay: "What was it that made it so difficult?"

Asheeta: "When I was told by my seniors that I was too quiet, not good enough and that I was dispensable. To hear that from those who you look up to for advice is very hard to take. But that's where I had to make a choice, either accept what they're saying and move on, or use my resilience to become a better doctor, and I'm glad to say I took the latter. It's moments like that that build you up for the realities of being a doctor."

Vinay: "And now of course you're on top of your game. What skills and attitudes do you think that a medical student needs to develop to get to the top?"

Asheeta: "Where do I begin?! Medicine is so unpredictable and ever-changing that you have to be adaptable to any environment. I'd say the first skill is to learn, and keep learning. Every mistake, no matter how small, is a learning experience that you must realise cannot happen again. And keep pushing for as much exposure and experience as possible - stay on the ward late, do a night shift, a weekend shift; all of these will not only give you more exposure to medical situations, but also build your mental and physical stamina. Sometimes the biggest challenge is staying on top of your game when you've been working for 15 hours straight, and you can develop this with experience."

Vinay: "Is all this learning and experience useful because it makes you independent?"

Asheeta: "Definitely, because one day you're going to be out there on your own. But that doesn't mean that you should try to do it all on your own. Find a senior who you connect with, and let them know that you want to learn from them."

Vinay: "What would you learn from them?"

Asheeta: "Independence! I know it sounds strange, but once you know what they're like, you can put yourself into their shoes and see the challenges they face. And this will in turn build the leadership skills that are vital for medicine. You have to be responsible for your patients' and stand-up for what you believe is right. But you have to ensure that you get your seniors to see your point of view and respect your decision, so developing communication skills is vital to be able to do that. And continue to learn and conduct research, not only for yourself, but for the entire medical community. What you learn in the UK may save a life in New Zealand."

Vinay: "Do you find that current students and those who have just graduated have these skills?"

Asheeta: "Some certainly do, but until you experience everything, you're never really going to be able to deal with all of medicine. There's only so much a book can tell you."

Vinay: "As you have experienced, and are still experiencing the challenges of being a doctor, what advice would you then give to all the medics in the country?"

Asheeta: "You need to be able to keep a handle on your emotions, because there will be points where you're ecstatic for them when everything goes well, and there will be points where your patient and their family gets bad news or worse, and you have to be able to handle that emotional rollercoaster. You also have to expect competition from everyone, and realise that there's two ways to tackle this - either you become an individual or you become a team player."

Vinay: "And which of the two are you?"

Asheeta: "For me team player is the best, as not only are you working and learning from them, but they are also learning from you, and you build that into creating a better working environment. And as you learn from them, you continue with the most important aspect of becoming a great doctor - building your skills. Whether they are technical and medical skills, or whether they are soft skills like patient interaction or handling conflict, all the skills that you acquire will only ever make you a better doctor."

Interview conducted by Vinay Trivedi, Director of The Career Agency

Tim Janes - QinetiQ

2009-11-20T02:24:00.000-08:00

Tim Janes is QinetiQ's Head of Resourcing for Europe, Middle East and Australia; he is responsible for all recruitment and resourcing aspects for an organisation of over 8,000 employees. QinetiQ is one of the top 10 largest recruiters of science and engineering graduates, with approximately 100 intakes a year, all of which Tim manages. With an academic background in electrical and electronic engineering, as well as professional experience of being a logistician, trainer and business manager, Tim is well placed to understand the human aspect of the business. In addition to being a Fellow of the Institute of Engineering and Technology, Tim is also learned in the human aspect of professional life, with a M.Sc in Strategic Personnel & Development, as well as being a Chartered Fellow of the Chartered Institute of Personnel & Development. Tim himself has stated that his work in the technical aspects of business has hopefully made him a better people manager, as this has allowed him to amalgamate the commercial and human aspects of QinetiQ. I spoke to him regarding his own opinions of graduates, and his advice for them:

Vinay: "What are the important skills that graduates need to ensure they have to make themselves more marketable?"

Tim: "First and foremost, an understanding of how to apply the knowledge they have learnt at university in the workplace. This includes ideas such as breaking problems down into first principles; that is, being able to understand a problem in an accessible way. From a non-technical perspective, I believe that having a real drive and tenacity for results is crucial. Ultimately, every industry is results orientated, and being able to stick to both costs and deadlines are elementary skills in my eyes."

Vinay: "What do you define as being tenacious?"

Tim: "To put it simply, you have the drive in you to push through your own ideas, and are constantly challenging other ideas in order to find the best one. You also show a great deal of initiative by constantly looking for new things to do, rather than being the type who sits back and asks for work. I like those who are pro-active, not reactive. However, there is a fine balance to being tenacious. And on the other side of the line is arrogance. No-one has a monopoly on ideas, and you must accept that others will have a point of view that must be considered. It's positive to challenge ideas and look to better the idea in hand, but you must do it without annoying or irritating others, otherwise you may find that their willingness to take on your ideas will quickly disappear. That balance is the key – it's something all good leaders have."

Vinay: "Clearly then leadership is also a trait you desire in a candidate."

Tim: "Not only something I desire, I think this is something that all firms want. Leadership, and especially interpersonal and communication skills are imperative for business, regardless of which industry you want to go into. Poor communication is the root of all evil. Look at the major world conflicts, all arising because of poor communication. I honestly cannot emphasise enough how important interpersonal skills and communication are to the professional world."

Vinay: "How do you then assess a candidate for all these competencies?"

Tim: "We, like most firms, use the assessment centre process. Of course, prior to the assessment centre, all candidates have to fill in an online application form. From this we then decide to whom we want to give a telephone interview, before we choose those who will attend the assessment centre. Each stage of the application process tests and retests candidates on the competencies that we are looking for, and the assessment centre is the final chapter, allowing us to fully assess each candidate on a variety of tasks, including a written exercise, presentation, technical interview and group exercises. Each process re-evaluates the answers that candidates have previously given, thus cross validating the findings to ensure that we get the most suitable graduate."

Vinay: "Do you find that graduates have certain myths about recruitment centres?"

Tim: "Too many graduates fear that they are going to miss out if they don't make themselves heard, and so they'll do everything they can to make sure they are seen. But we're not looking for dominance as a skill; in fact, this could lead to you being negatively assessed as you are literally showing poor interpersonal skills. There are too many students who fear that we are going to try to trick them, to ask hidden questions. But remember that we invited them! We want them to work for us, so all our questions and assessments are there to ensure that we find who suitable for us. As long as you contribute, are engaging and relax, you will have the opportunity to let your skills do the talking, and show us that you really are the best for us."

Vinay: "Finally, what would you say is the one piece of advice you would like to give you candidates?"

Tim: "I've always felt that enthusiasm for working with us helps - I'm sure it's the same for all firms. If you turn up without any research done on the organisation, and showing no enthusiasm, then I too will feel no enthusiasm to employ you. I want people who want to be with QinetiQ, not people who want to simply pay off their student loan! To put it simply, my one piece of advice would be: Apply to a Company because you want to work for them."

Interview conducted by Vinay Trivedi, Director of The Career Agency

The Political Game

2009-11-04T05:24:00.000-08:00

Sir Peter Soulsby MP is the Member of Parliament for Leicester South, having become an MP after 30 years as local councillor, including 17 years as Head of the Council for Leicester. Having come to Leicester to study to become a teacher, Peter began by getting involved in special needs teaching. Having lived in Leicester ever since, Peter then got involved in the politics of Leicester, firstly as a councillor for 30 years before becoming an MP. I spoke to him regarding his views on graduates and advice for budding politicians.

Vinay: "What were the main experiences that you had at university that lead to a life in politics?"

Peter: "I have always had an interest in Politics, and having become President of my colleges union, I knew that this was something that I wanted to continue with. Essentially it's helping people and trying to be a positive influence in the community, which being president allowed me. At the same time, I became a councillor! So it was whilst I was at university that I really got into the whole political game."

Vinay: "And what skills did you develop from being involved in politics at such an early stage in your career?"

Peter: "First and foremost I developed negotiation skills, which serve me well even to this day! But I think the main skills that I have picked up are being able to build a rapport and help people from a wide variety of backgrounds, and the 1970's in Leicester was probably fast becoming the most varied and diverse place in the country. I also learned how important it is to be responsive to anyone that I come in contact with, whether or not I can help them, because in politics, as is in business, health or law, you simply cannot help everyone you meet, regardless of how much you want to, but you need to ensure that they remember that you considered their situation."

Vinay: "What skills do you feel that graduates need to develop in order to be successful in the professional world?"

Peter: "Rather than any particular skill, I think that the most important development they need to make is in their attitude to work. Flexibility is a key attitude for the work place as the world and all that is in it seems to be developing at an extremely fast rate, and if you're not flexible, you may end up being left behind. You need to be open to continuously learning and developing skills within yourself - you'll notice that those who are at the peak of their industry are always learning and ensuring that they are better than anything else out there."

Vinay: "And finally, if you did have one piece of advice for any students or graduates looking to enter politics, what would you say?"

Peter: "Get involved. It doesn't matter at what level, but get involved. Start engaging people and look for the right party for you. Remember that no party will ideologically have the same views as you, but you'll find that there will be a lot in common with some parties, so be involved, whether it's in canvassing, policy development, and for those who are really keen for it, to get involved in becoming an elected official, whether it be local, national or international level. You can theorise about politics all you want but you won't learn a thing until you experience it."

Interview conducted by Vinay Trivedi, Director of The Career Agency

Aptitude Test 2

2009-10-28T08:50:00.000-07:00

Here is the second of the Aptitude Tests that will be uploaded on a regular basis to help students ensure that they remain on top of the verbal and numerical tests that you will have, either online or at the assessment centre.

Have a go at all five, and again I shall upload the answers to you in one months time. Best of luck.

1. Which sentence, if either, is incorrect:
    A. After going on the training course Susan was skilful in the way she managed to coordinate the concurrent sales and marketing conferences.
    B. After going to her training course Susan was able to coordinate skilfully the concurrent sales and marketing conferences.
    C. Neither of these.

2. Put these sentences into the correct order:
     A. Alternatively, on the verdict of guilty, the defendant will be sentenced immediately or have the case adjourned for sentence in order to allow a pre-sentence report to be made.
     B. At the end of the speeches the judge will sum up the case for the jury, who will then retire in the custody of the jury bailiff to make their deliberations.
     C. Counsel for defence will make her closing speech.
     D. Having given their verdict, the defendant, if she is acquitted, is then free to leave.

3. Read the following passage and then answer the following questions as either True, False or You Cannot Tell:

Quarter 3, 1996 data showed that the US economy expanded by just 0.4% against a 1.1% increase in the first quarter of 1996.
All that year, forecasters argued that the US dollar was overvalued, yet it continued to appreciate against every other currency. Finally, in the third quarter the dollar weakened.

A. US economic growth cooled markedly in 1996.

True False You Cannot Tell

B. Depreciation of the US currency could easily gather momentum during the remainder of 1996.

True False You Cannot Tell

C. Economic growth was a factor behind the appreciation of the US dollar.

True False You Cannot Tell

D. An American coming to Europe in the autumn of 1996 found that he could buy more with his dollars than when he visited Europe earlier that year.

True False You Cannot Tell

4. Interpret the data below to answer the questions:

The table below indicates the total number of young people and what they did after leaving school in a rural district of an English county between the years 1988 and 1991:

*Year*	*1988*	*1989*	*1990*	*1991*
No. of school leavers	3,000	2,196	2,400	1,652
Returned to education	450	769	480	798
Entered employment	300	285	240	189
Entered training	600	483	480	266
Unemployed	750	373	480	147
Left district	150	66	120	189
Unknown	750	220	600	63

A. Between the years 1988 and 1990, which post-school activity saw the greatest percentage increase?

1) Returned to eduction 2) Entered training

3) Became unemployed 4) Left the district

B. How many activities were selected by the same percentage of young people in 1988 and 1990?

1) Two categories 2) Four categories 3) Five categories 4) Three categories

C. How many more times popular was returning to education compared with entering training in 1991?

1) Five times 2) Six times 3) Four times 4) Three times

D. Over the four-year period, what was the average number of annual school leavers?

1) 2,309 2) 3,216 3) 2,312 4) 2,038

5. The following question deals with your ability to look at a question beyond what you may think is theoretically the right answer:

How many degrees are there between clock hands at 3.15 pm?

A. 0 degrees B. 90 degrees C. 32.5 degrees D. 7.5 degrees

Interviews - Being in the right mindset

2009-10-19T04:06:00.000-07:00

Interviews are a doubled edged sword - simultaneously a chance for three experts in recruitment to systematically chop you down, as well an opportunity for you to sell yourself, and only yourself, without the worries of what others will do. It's just you and them.

The first piece of advice I can give is something everyone says, an age-old proverb, almost: "Just be yourself." And yet, it is also confusing in that it doesn't say which 'yourself' you should be. The you that sits in front of the TV or down the pub certainly isn't the you that you want to be. The "you" that you want to be is the one who has travelled to the far east, or volunteered for charity work at the weekend.

But the best you is still one-hundred percent you. Your best self is not another different individual, just you in the right place experiencing the right experience. On too many occasions I have heard of boys declaring their best experience of leadership was captaining the football team, despite the fact they only played a handful of games as a sub. If you played for the school team, then say so, but don't start creating some untruth where you single-handedly saved the team with heroics, attempting to defend every shot and embellishing the story so you sound like John Terry. In your lifetime you will probably only ever have a handful of interviews, and most of these will hopefully be internal as you apply for the next management position. But graduate recruiters are experts. They have seen hundreds and hundreds of potential candidates throughout the years, and it's almost second nature to them when someone lies in an interview. If you're lucky, they'll mark you down and move on. But the majority of the time, they will interrogate you further, fully aware that you aren't telling the truth, and one lie will indefinitely lead to another.

Interviews are about being yourself, and selling even the most seemingly mundane tasks as a competency that will make you more employable than the next. You may think that stacking shelves at Tesco isn't something that you really want to mention when applying at JPMorgan, but they will appreciate that fact that at Tesco's you were given the responsibility of organising the dispensing of cereals, even if you don't. Every experience where you have had to either lead, motivate, delegate or influence is another piece of arsenal in your artillery.

Competencies are transferable, and as long as you are confident in your own ability, so will the interviewer. Remember, they are human, albeit with a knack for lie detection, but if you can handle them, they know that you can handle the work.

So remember, don't just be yourself, be your best self. Look at all your achievements, all your positions of responsibility, at everything you may have ever done, and see how you can use it to sell you.

Keep reading for future articles relating to interviews, with advice from recruiters as well as more tips on using your experiences to their fullest.

Aptitude Test 1

2009-10-15T10:48:00.000-07:00

Many of you will be going through application forms, some of you may have come to see the blog whilst taking a break in between answering questions. Whilst your application form is your first selling point, be aware that your aptitude tests have a part to play in whether or not you progress to the interview stage.

Below are 5 aptitude questions, covering verbal, numerical and critical reasoning - have a go at all 5 and in one month I shall upload the answers. Best of luck!

John's 1990 salary was equal to three times his current salary. It was double what he earned in 1993. Which piece of information do you require in order to establish the percentage decrease he has had to endure since 1990?

a. Inflation over the period totalled 13 per cent.
b. John paid £5,250 tax in 1990.
c. The difference between John's salary in 1990 and 1993 totalled £7,000.
d. The rate of tax in 1990 was 25 per cent
e. John's total current salary was only £1,750 greater than his 1990 tax bill.

What are the missing digits?

4 10 28 82 XX4 730

Re-organise the sentences below so that they are in correct order:

a. The former did not reach the South Pole first, but died heroically on his return journey.
b. There were two Antarctic expeditions in 1912.
c. The latter, a Norwegian, was the first man to reach the South Pole, but in comparatively unremarkable circumstances.
d. Arguably, Captain Scott's was more famous than Amundsen's.

Read the following statement, and deduce whether or not the following responses are True, False or Cannot Tell:

Simon shared a father with Tania but it is not James, the father of Lucas, youngest son of Dorothy (who is Tania's mother).

a. Tania had three children.
b. James is the father of at least two of Dorothy's children.
c. Dorothy is Simon's mother.
d. Lucas was the offspring of James and Dorothy

Word Swap: Swap the two words around that are in the wrong place:

A subject is a group of sentences that all deal with a single paragraph.

Applying Your Skills

2009-10-08T03:27:00.000-07:00

The first impression you make on anyone is the one they'll carry with them forever. The application form is the first instance that a recruiter will ever have to hear of you, to hear of your talents and to hear of your capabilities. Many people always say that they can't believe a talented individual didn't get the job, simply because they messed up on one day. But the same applies to application forms. You may have all the talent that makes you the number one candidate for a job, but mess up the first chance to show them, and that's it. Literally.

Recruiters don't have time for second chances. When you're competing with hundreds, maybe thousands of other talented graduates for the same job, they haven't got the time or resources to give you a second chance. The problem with many graduates is that they simply don't know what to put in the application form that will show of their skills, or even worse, have the skills but simply feel that they aren't relevant because they don't apply directly to the job. But from my experiences of speaking to so many recruiter managers, that simply isn't true. If you can show that you held a position of responsibility by leading a group of primary school kids on a day out, that is exactly the type of real life application of a skill that they are looking for. As long as you have the ability, and can show how you implemented that ability into a real life example and relate it to the role you're applying for, you are what they are looking for.

Graduates have a diminished outlook on the value of the application form, and hence, I have seen many simply not take as much care with it as they should. Arrogance plays a big part in this, with many claiming that simply because they have a first-class degree from a top 5 university, that should be enough to get them to the next stage. But a degree only gets you one foot in the door. The other foot is only allowed in once your application form has been assessed. Yes, your degree may give you a much bigger foot in the door than others, but it's better to have two feet just over the line then one in and one completely out.

Tricks of any Trade

2009-10-05T06:41:00.000-07:00

AECOM is one of the world's largest engineering firm, with a focus in transportation, water engineering and planning & design development. With over 70 offices in Europe alone to administer, Steve Rodgers, a 1^st-class graduate in electrical engineering, is AECOM's Recruitment Manager for Europe, having to set the strategy, policies and processes for recruitment, as well as developing the framework so that the firm meets its man power needs. I spoke to him about his views on the job market, and as someone who sets about the policy for recruitment, what was he looking for in a top candidate.

Vinay: "What are the major problems you feel graduates face in today's market, and what can they do to limit the impact it may have on them?"

Steve: "Well, the fundamental problem is that jobs are on the decrease! Many students will obviously want to work in an industry that they have studied for, but the fact of the matter is that for many they will simply have to wait for the market to pick up. However, if they do find some sort of employment in any field, that will certainly help. I don't know too many recent graduates who have much experience of civil engineering, but what I can say is that any life or work experience that they do have will obviously have skills that could be used at AECOM. The technical aspect will come from their degree and from learning once they work with us, but at the beginning we're concerned about graduates having the right attributes to work here."

Vinay: "What sort of attributes are these?"

Steve: "Like any firm, we're really looking for hard-working team players. We want people who are organised, decision makers and have the ability to solve problems. In fact, this is what some of our core competencies are based on."

Vinay: "And do you find that graduates do not have these competencies?"

Steve: "A few don't, but the majority either do and perceive them not be of any importance, or they simply don't know they have them at all! They seem to feel that the more educated they are, the better. But by having a 1^st-class degree doesn't make you a 1^st-class employee. We need to see that you have the capability of working in a team, to make decisions and to solve problems. These are everyday skills that are must. Most would have cultivated these skills at university. We like to question candidates about the group work they have done on their courses, as this is a good indication of planning, organising and team work."

Vinay: "Are there any other competencies that you wish that candidates had before they apply for a job?"

Steve: "Most of the competencies we look to develop on the job, but if they have it prior to joining us, then it would certainly make them more employable. I'm sure the same goes for any industry. Due to the nature of our work, being able to build relationships and having some business acumen is highly desirable."

Vinay: "What are your own personal views of assessment centres, and what types of characters seem to do well at them?"

Steve: "Assessment centres are a great way of determining someone's suitability against an array of competencies, but I wouldn't say that there is a particular type of individual that we look for; we'd expect to see a balanced mix of skills, knowledge and behaviours demonstrated, although it's the candidates who can couple these attributes with the potential to lead others that tend to shine. Candidates should also let their personality come to the fore and be themselves rather than attempting to try to hard or be something they're not. The types of people who don't tend to do well are those who stay in their shell. As long as you are sensitive to everyone's opinions, you participate throughout and show that you are someone who can diplomatically work with others, then you will do fine."

Graduates: An Assessor's Assessment

2009-09-30T01:11:00.000-07:00

Andy Renouf is a Graduate Recruitment Officer for Corus, focusing specifically on co-ordinating the various projects that are associated with graduate recruitment, and most importantly, having first-hand experience of the assessment centre process and of interviewing candidates from the "other side".

Vinay: "What do you feel is the main problem currently facing graduates?"

Andy: "Competition. Due to the economic climate, it is very common for many graduate recruiters to cut down the number of graduates they take on, if any at all. This coupled with the graduates who haven't found a job from previous years leads to greater competition for a smaller number of roles. I firmly believe that graduates need to be more strategic with which firms they choose, so they still find the right firm for them, but do not become so fussy they miss real opportunities."

Vinay: "What should students or graduates then be doing to ensure that they make themselves more employable?"

Andy: "Very simple, doing something that most don't do, and using it to show the recruiter how useful they will be. For example, most students I know join some sort of society, but they'll never be involved in the running or organisational aspect of the society. When I was at university, I always made sure that I got involved in the management side of a society, as this gave me further exposure to situations that would benefit me when I went out to get a job."

Vinay: "What else would you consider to be a useful way to maximise your employability during summer holidays, or a gap year?"

Andy: "Any type of work experience or volunteer work that shows either exposure to your chosen industry, or a position of responsibility. Showing pro-activeness to go out and do something like this, and showing how your skills are transferable to the job you're applying for will always put you on the right path."

Vinay: "Do you find that students sometimes don't realise the importance of these types of activities?"

Andy: "Very much so. I've seen too many graduates, brilliant at the book stuff, but have very little clue about professional life itself. They'll say things like 'I don't see where this fits in the real world', but that's because they've never been in the real world! When I went to university, I got given the choice of a straight 3-year course, or a 4-year sandwich, and I took the sandwich course straight away. For all the theory in the world, there's nothing like real experience to put things into context."

Vinay: "And if you had one piece of advice to graduates for when they get a job or work experience?"

Andy: "Don't think you're better than others! Be sensitive to your environment, and have the self-awareness to adapt to the environment you're in. People skills are a must in the world of work."

Interview conducted by Vinay Trivedi, Director, The Career Agency

Advice for Graduates Graduating Next Summer

2009-09-28T02:49:00.000-07:00

The Assessment Centre

2009-09-26T18:44:00.000-07:00

Most graduates facing their first assessment centre for a graduate training job will feel fearful and deep anxiety. But why?

Our fear comes from the fact we have no experience of an assessment centre, no idea of what the interviewer will be like. And many of us will accept the fact that this is just the way things are. Yet this fear is the main reason why so many of us will fail at our first attempt. We simply will be too fearful of the resulting effect, and hence most will go to two extremes - either close up and become invisible to the recruiters, or perhaps worse, become too visible, trying too hard to get the recruiter to notice you, and in turn, ruining your chances by displaying yourself as a overbearing, overpowering figure.

But like an exam, what if you were prepared for it? Your fear level would dramatically reduce, because you know what to expect - what the recruiters are likely to ask, how to actually work on the group problem solving task, how to present yourself like a professional. If you knew how to approach an assessment centre, you would feel far more confident, and get the job you really want the first time round.

Using the advice from HPD, understand clearly what is required of you, and what you need to expect. Like the saying goes: "Fail to prepare, prepare to fail."

Vinay Trivedi, Director, The Career Agency

Knowing Your Short Falls

2009-09-24T18:30:00.000-07:00

It's in our human nature to focus on our strengths - nobody really enjoys looking at what their flaws are, whether it be in their looks, their clothes or their ability in sports. But we need to understand where we are weak in order to become better, and this is never truer than in the work place. Your partner will compensate looks for a sense of humour; your friends will let you wear shoes and tracksuit bottoms if you are a great listener, and the guys in the team will let you off if you put in one-hundred percent. But in the world of work, if you don't know your weaknesses, we're likely fail.

You have to know where you lack ability, and work your hardest to overcome this. You may be the finest accountant alive, but if you are meek and quiet, no one will ever know that fact. On the other hand, be brash and no-one will want to work with you.

Those who want to become Managers, Partners and even Directors of multinationals; have to develop and nurture the perfect package - the all rounder. And a part of being the all rounder is about understanding & managing yourself emotionally, as well those whom you lead or work with, and sometimes even the boss. Indeed, we have to learn to manage the boss first.

I would recommend any student to write a list of their top 3 shortfalls - and construct a way to overcome them through learning, experience, or even shadowing someone. This way, you'll be channelling your development constructively.

Vinay Trivedi, Director, The Career Agency

"Schools kill Creativity" says Ken Robinson

2009-08-30T06:58:00.000-07:00

Student minions to powerful student market forces

2009-08-30T06:23:00.000-07:00

The truth is that universities are profit making organisations. But they aren't like your typical profit hungry beasts such as Coco Cola, or McDonald's, or even like Citi Group; in fact they don't like to associate themselves with "making" money. Somehow, they want to be associated only with educating Britain's talented workforce, playing a pivotal role in maintaining Britain's productivity, research, and global dominance, being a heroic bunch of entities who work on nothing but altruism. The truth is somewhat different, and the sooner graduates accept this fact, the better!

I should explain myself for such a derogatory narrative. Firstly, no university is altruistic. They educate us, because we pay them lots of money to do so, and if we don't directly pay, believe me, our taxes more than make up for it! The sooner graduates understand that they are powerful customers, and not mere humble students looking for a university place, it shifts the power of balance away from the universities and onto us - the end user!

If I see myself as a customer who is looking to spend £25,000 on educating myself, and I want to know where I'll get the best value for money, and I see Universities for what they really are - a bunch of diploma selling market traders who'll do (almost) anything to get my money, then, and only then, will we have the power to hold "shoddy" universities departments accountable. I believe its a paradigm shift that students must have.

Lets be frank, how many of you dear readers went to university, or God forbid at a university department that you know is run badly! I know my Aerospace (Engineering) department was so badly run that the Lecturer "accidentally" gave out real examination papers as practice papers. Was it a wonder that everyone in the department got a high upper second degree, in fact shame on us, we should have all got first classes! Now, if I was a customer with £25,000, then I would have held the dean, or at worst, the head of school (in this case engineering) accountable for such a blunder. He would have had to make immediate changes, or at best give me a refund for delivering such a poor service.

The problem is power. Where is this power found you may be wondering? Well, it's in the system. The fact that we pay our fees (and so does the government on our behalf, at least for us Brits) the university can deliver the bare minimum that the governments university quality standards department (whatever their name maybe) sets, and get paid handsomely for it! The system "saps" power away from us, and allows universities to work on minimum standards, and if they meet it, they get paid. But what if we as students have higher expectations? What if we students want to be in power of our £25,000?

I believe that the first step is raise the expectations and aspirations of students. Students ought to be far more demanding of their universities and lecturers. In short, two things need to happen:

1) Students ought to have a paradigm shift - you are not a mere student, you are a customer who should be looking for value for money, and someone that has the best part of £25,000 to spend over three years at your chosen university. You are (or should) be the pushy one!

2) We need to hold universities accountable (and by "we" I do not mean some bureaucracy) the market ought to give each student the power to release the funds to their university,and until they are not fully satisfied, and universities have lived up to their end of the bargain, students have the right not to release funds!

But this is merely a dream dear readers! Aye, but what a dream!