Tag Archives: recruitment

Make #BlueMonday into #BrightBlueMonday

Let’s face it: January can be a miserable month. It’s cold, Christmas is over, and the days may be getting longer but you wouldn’t know it when sometimes you go days without seeing the sun at all. This all gave rise to #BlueMonday – allegedly the most depressing day of the year.

#BrightBlueMonday

However, the charity Rethink Mental Health acknowledges that mental health isn’t dictated by the date. Depression can and does affect people every day of the year and this isn’t an issue to take lightly. That’s why they have come up with #BrightBlueMonday, a day to do some good and spread a bit of joy. They suggest that you ‘share a coffee with a colleague, bake something for the office or […] text an old friend to say hello.’

Brightening up a gloomy Monday morning is definitely something we can get behind. It’s also an opportunity to talk about serious issues. Employers: what are you doing to support those with mental health issues in your company? According to Rethink, 1 in 4 of us are affected by mental illness. The charity Mind’s research shows that ‘a culture of fear and silence around mental health is costly to employers’, and it may lead to poorer employee retention, higher absenteeism and lower motivation among staff.Woman smiling under rainbow umbrella. Text reads: 15 January Show your colours on #BrightBlueMonday

So what can employers do to help?

Mind have put together a fantastic collection of resources for businesses here. It’s about being accommodating and offering tailored reasonable adjustments to employees, whether that’s flexible working, providing a workspace that is, for example, quiet or has lots of natural light, or extra support for employees experiencing stress. Another policy could be a buddy system, which offers support outside of a line-management structure.

Charities like Mind and Rethink Mental Health have contributed to the positive cultural shift in attitudes towards mental illness. Companies are also making changes to better support their employees, but there are things we could all do to reach out to our friends and colleagues who may be struggling. So let’s make #BlueMonday into #BrightBlueMonday and spread some positivity today.

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5 Steps to Achieve Your Career Goals in 2018

The beginning of a new year is a good time to reassess where you are in your career and where you would like to be. This is the first stage of achieving your career goals. As we begin 2018, start making a plan of how to fulfil your ambitions and get the most out of your career.

1)   Assess where you currently are compared to where you want to be

Do you know what a typical career ladder in your field might look like? If not, it’s time to do some research. Ask colleagues, contacts, even Google. Or have a browse of Linked In at the people who are doing the job you want to be doing – and see the steps they took to get there. (You might want to check your Linked In privacy settings first if you don’t want them to know you’re looking at their profile!)

We also post infographics showing, for example, a career path for Production, on our Facebook page! Follow us to keep up to date.

2)   Decide on a timeline

It’s not a good idea to be looking for a new job or a promotion if you’ve only just started in a new role. Hiring Managers will be wary of someone who has switched jobs every six months. 2018 might not be the year you get that new, dream job, but that doesn’t mean you’re not moving forward and getting closer to achieving your goals.

Alternatively, it may be that the time is right and you’re ready to move on to new challenges. If that’s the case, get in touch! Register on our website, or if you are already registered, make sure we have your up-to-date CV. We’d be happy to help you in your search!

Speaking of…

3)   Update your CV

Make sure it’s up to date and looks its best. Ask for feedback from people you know. Also see our advice on our blog, like our recent post on the Do’s and Don’ts of CVs.

4)   Brush up on your skills

Are there skills you know would be useful in your career that you haven’t got around to learning? If training opportunities arise in your current job, take them! Or if not, there are great resources available online. Codeacademy is a great free resource to learn to code, including HTML and CSS. Alternatively, if you have the resources, the Society for Editors and Proofreaders (SfEP) offer a number of reputable online or classroom-based courses. Also see what’s coming up from:

5)   Follow through

It’s easy to start the year full of motivation, but it’s hard to follow this momentum through all year. Set yourself deadlines if you’re learning new skills, or print out your career resolutions and stick them above your desk at home so you can see it and be reminded of your goals.

Good luck! We wish you the best in achieving your career goals this year, and hope you’ll be in touch with us if you’re looking for a change so we can help.

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Atwood Tate Yearly Review: 2017

 

2017 has been a great year here at Atwood Tate. Our Temps team are placing record numbers of candidates into temporary roles and are still growing, we’re continuing to build on our B2B desk, and we’ve had a number of new recruits and promotions in the team!

So what’s been happening?

Achievements:

  • Almost 4000 new candidates have registered on our website!
  • We launched our three new service levels for clients: silver, gold and platinum. Our most popular level is our gold service, which is based on an exclusive partnership with our client and rewards their trust in us by offering our most competitive rates.
  • Continued to grow our Social Media accounts, with over 6,000 followers on Twitter and over 5,000 on LinkedIn! We’ve also continued to build up our Instagram account.
  • Continued to place our wonderful candidates in Permanent, Contract and Temporary roles with clients both new and established.

New staff joined:

  • Alice Crick joined our Oxford office as a Recruitment Consultant! She specialises in Marketing, Sales, Publicity, Rights & International Sales, Contracts & Royalties, and Customer Services (covering all sectors excluding B2B & Medcomms and all UK locations outside of London, Home Counties and East Anglia).
  • Andrew Willis joined the team as an Administrator in May, after temping for us at various publishing houses.
  • Tanaya Rogers joined our Temps/Freelance team as the Administrator.
  • Ellie Heikel joined as the Administrator for the Permanent team and the Social Media Coordinator.
  • Claire Carrington-Smith joined us from Bloomsbury in the Oxford office as a Recruitment Consultant. She will be working on Editorial, Production, Production Editorial, Design, Distribution & Operations (covering all sectors excluding B2B & Medcomms and all UK locations outside of London, Home Counties and East Anglia).

Promotions:

  • Karine Nicpon is now Lead Consultant across all B2B publishing recruitment in all areas of the country.
  • Alison Redfearn in our Temps team has been promoted to Senior Temps/Freelancers Consultant and will continue finding great temps and freelancers focussing in Trade Book and Educational publishing sectors. She also got her REC Certificate in Recruitment Level 3!
  • Olivia Constantinides is now a Senior Recruitment Consultant in our Permanent team. Olivia looks after Sales, Marketing, Publicity and Customer Services roles in all sectors (excluding B2B) in London and the Home Counties.
  • Christina Dimitriadi was promoted to Senior Recruitment Consultant and also got married! Her main focus is on Rights, International Sales, and Contract roles and Editorial vacancies (excluding STM) in London and the Home Counties.

See our Meet the Team page for contact details for all our consultants.

We’ve had a great year and look forward to working with you all in the New Year. Have a great Christmas and see you on 2nd January 2018!

**Our offices will be closed Monday 25th December – Monday 1st January, reopening Tuesday 2nd January**

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Team update: Welcome to the team Claire!

We’re delighted to welcome our new Recruitment Consultant, Claire Carrington-Smith! She is joining our Oxford office, where she will be working on roles across Editorial, Production, Production Editorial, Design, Distribution & Operations across all of the UK except London and the Home Counties.

Photograph of Claire

Claire Carrington-Smith

Claire started her career in the book industry at Blackwell’s Bookshop as a Floor Manager, before spending over ten years working in at various trade publishing houses in sales roles, most recently as Special Sales Manager at Bloomsbury.  She has worked across both Children’s and Adult books, and has developed great knowledge of the industry as a result. Claire is an experienced client account manager with excellent communication skills. She enjoys Baking and is an avid Cookbook collector. She began working in Atwood Tate in December 2017 as a Recruitment Consultant, working on roles across Editorial, Production, Production Editorial, Design, Distribution & Operations.

clairecs@atwoodtate.co.uk

01865 339 532

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Tips for Video Interview Success

Video interviews are becoming increasingly popular. They may take two forms: they may be conducted via Skype or a similar platform, where you talk in real-time to an interviewer, or they may involve recording answers to pre-set questions without the presence of an interviewer. The former is similar to a face-to-face interview, although there are a few things you should watch out for. The latter may feel more unnatural if you haven’t done one before, but remember everyone is in the same boat and there is nothing to worry about!

Our Top Tips for Success in your Video Interview

  • Make sure you won’t be interrupted. Remember that video interview on the BBC that went viral when the interviewees children came bursting into the background? Interviewers will probably understand if something like that happens, but it’s likely to throw you off your game! Make sure your children, pets, roommates etc. are aware of what you’re doing and are kept out of the room. You don’t want your cat walking all over your keyboard in the middle of the interview!
  • Use a plain background – a plain wall is ideal. You don’t want the interviewer to be distracted by the stack of laundry in the background or your unusual taste in posters.
  • If it’s a Skype interview, make sure you check your webcam and microphone are working well before your scheduled interview time. Call a friend or family member to check, and to help calm your nerves.
  • If you have to record your answers, make sure you practice and listen to yourself back a couple of times. Without the presence of an interviewer, it’s easy to feel awkward and that can come across in the recording. Practising will help you feel more natural.
  • Dress smartly – as you would for a face-to-face interview – and not just on the top half. You’ll feel more in the interview ‘zone’ as well as coming across more professional.
  • Look at the camera, not yourself. This will give an appearance of eye contact, otherwise you’ll appear to be looking down.
  • Relax – you’ve got this!

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CV Tips – Do’s and Don’ts

Working in recruitment, we look at a LOT of CVs. One thing that can help or hinder a candidate is how they’ve laid out their CV – we try to look past the structure to the content, but this is made MUCH easier when the information is presented clearly and logically. It’s not about fancy designs (unless you are applying for design roles), but a well-structured CV demonstrates your written communication skills, which are essential in any publishing job.

Do

DO clearly set out the dates (month and year) you worked at any position.

e.g. November 2015 – October 2017        Atwood Publishing          Sales Assistant

DO use concrete figures and examples to back up your achievements. Statistics sound impressive!

DO use bullet points which list your responsibilities and accomplishments in each previous role.

DO include a brief ‘Profile’ at the top of your CV. This is optional, but can give you an opportunity to highlight your most relevant skills and experience for the job. It should be tailored to each role you apply for. Do NOT exceed a couple of sentences.

DO save your document as a Word or PDF document and name it something like ‘Jane Bloggs CV’.

DO specify the relevant IT programmes or programming languages you are competent in under your ‘Skills’ section – InDesign, Microsoft Office, WordPress, HTML etc. Also mention if you can speak any foreign languages.

DO maintain a professional style. You can include details of your interests to make it personal; however, a CV shouldn’t be in an informal or ‘chatty’ style.

DO list your education and employment in reverse chronological order. However, if your most relevant experience is not your most recent, you may want to do a separate ‘Relevant Experience’ section above your ‘Recent Employment’ section.

DO provide a link to your LinkedIn profile, and if it’s relevant (such as for publicity roles) your Twitter handle or blog URL.

Don’t

DON’T write long paragraphs. It makes the relevant information harder to find and a Hiring Manager might miss something important.

DON’T go over two sides of A4. You need to demonstrate you can prioritise relevant information.

DON’T include a picture, date of birth or details of your marital status.

DON’T write ‘Curriculum Vitae’ at the top. It’s a waste of space as the hiring manager already knows what they’re looking at, so just put your full name.

DON’T list all your GCSEs or O-Levels, as it takes up too much space. It’s fine to put ‘3 x A grades, 6 x B grades, 1 x C grade, including English and Maths at grade B.’

DON’T include details of every module you took for your degree, but only include something if it’s relevant for the role you want.

DON’T mention anything political or controversial.

Other Resources

See our suggested CV layout here! You can also find more resources on our advice page.

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Building Inclusivity in Publishing Conference 2017

Is Publishing Inclusive these days?

Diversity or inclusivity in publishing is very much in the industry news and I went along to the Building Inclusivity in Publishing Conference organised by the London Book Fair and the Publisher’s Association. It’s really good that the industry is addressing this, but it does feel like it’s a particular issue within Trade book publishing. We work with a wide range of sectors in publishing (academic, educational, professional, trade, STM, B2B) and there is a much more mixed demographic across the other sectors.

Matt Hancock, Minister of State for Creative Industries said diversity is a moral imperative and our social and economic responsibility which I’m sure we all agree with. Everyone also seemed to agree we need to have more role models from diverse backgrounds and it’s vital that there is diversity in senior leadership. Simon Dowson-Collins, General Counsel and Company Secretary at HarperCollins acknowledged that all people are different – some are extrovert, some introvert but it’s important to speak out so people can see BAME people in senior roles and aspire to it.

Halo/Horns Effect

In terms of recruitment, it’s important to have processes in place that avoid what’s called the ‘halo / horns’ effect – where you immediately warm to people like you and are less keen on those who are different. Some of our publisher clients are on top of this, for example using new processes that strip out names in the application process so hiring managers are not biased in their selection process. There have also been some recent strides including the HarperCollins BAME scheme, Little Brown’s new imprint Dialogue Books (publishing books by people under-represented in publishing).

Broadening Inclusivity in Entry-Level Recruitment

The afternoon session looked at broadening inclusivity in entry-level recruitment in publishing and there has been some progress in this area – it’s no longer the case that an English lit degree and a love of books is enough! Initiatives like Penguin no longer requiring a degree and offering help with accommodation and HarperCollins using video interviews and having a BAME grad scheme are helping. But it needs more work like us going in to schools to encourage publishing as a great career for all.

The Publisher’s Association has a 10-Point Inclusivity Action Plan that publishers can sign up to and is definitely worth a read to get some good ideas!

#Inclusivityconf17

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PPA IPN Conference & Awards

The annual Independent Publisher Conference and Awards Ceremony 2017. We are very proud to be sponsoring the event and hope to see you there!

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Q&A Round Up

Last week was the Publishers Association’s #workinpublishing week! We did a Q&A on Twitter – if you missed it, you can catch up here.

Q: What are the key features recruiters look for in a CV and Cover Letter when recruiting for entry level publishing jobs?

A: Office/admin experience is useful across the board, as are work experience, internships or temp roles in publishing houses! A well written, clear and concise cover letter will also get you a long way.

Q: How important do you think events like literary events and trade shows are?

A: Getting to know people at industry events can be really useful, especially as you can get a feel for different roles and sectors! Having said that, it’s not compulsory, so if you don’t live in London and you can’t get to events easily, don’t worry!

Q: When considering a job offer, it’s not just about salary. What else should candidates be thinking about?

A: Consider what’s important to you – the commute time, flexible working opportunities, training/professional development and company benefits!

Q: What are the most desirable additional tools to have experience in?

A: It depends on the role! But skills like InDesign, social media, general admin/database experience are useful for a lot of publishing work.

Q: I have a lot of volunteer experience with indie pubs, and I’m starting to look for my first publishing job. What would you say my next step should be?

A: Sounds like you should start applying for entry-level roles! You’d also be a great temping candidate, which can sometimes lead to long term roles.

Q: how can I make myself stand out from the hundreds of other graduates when applying for jobs?

A: Make your cover letter stand out by talking about your work experience, any temp roles, admin experience, and extracurricular interests which give you transferable skills!

Q: Are entry level publishing roles hard to come by? I feel like I haven’t seen many around since I graduated.

A: Entry-level roles are VERY competitive so get filled quickly, but a great way to get your foot in the door is through temping! Register with us for temping opportunities and we may be able to help.

Q: What are the most in demand roles in publishing?

A: Most people want to work in editorial, but publishers are always looking for Commissioning Editors and Production Controllers!

Q: What are your top tips for writing a good CV?

A: Be clear and concise, use bullet points, and put most relevant experience at the top! No long paragraphs please! For more tips see our blog post here.

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Go for Gold

 

We are very excited to have recently launched our three new service levels that we believe reflect our values and strengths and allow us to focus on building partnerships with our clients that work for all of us. These ‘silver’, ‘gold’ and ‘platinum’ service levels are built on transparency, honesty and commitment.

Our most popular level is our ‘gold’ service, which is based on an exclusive partnership with our client and rewards their trust in us by offering our most competitive rates. Our aim is to understand our client’s strategic goals and develop long-term relationships.

Hiring managers often believe that working with more than one Recruitment Agency is an advantage as it can give them greater access to more qualified candidates. In reality, the opposite is often true.

Whilst choosing to put your vacancy with several recruitment agencies can lead to a greater volume of candidates, it does not necessarily result in the best qualified candidates.

Often when recruiters are competing against each other it becomes a race to submit candidates, but these are not necessarily the best candidates.  In this scenario it is tempting for recruiters to only concentrate on the most active candidates, whilst in reality you need to go beyond this readily available candidate pool, to create the best short-list for the individual client.

At Atwood Tate, we believe that the most successful hiring practices evolve when we are able to work in an exclusive partnership with our client to become an extension of their company, allowing us to create a bespoke strategy, suitable for their individual need.  This takes time and focus, as along with giving you access to the most active candidates, we also rely on our long standing relationships within publishing and fantastic networking streams to find you the best possible match for your team, culture and company aspirations.

To request a copy of our new service levels to see what approach might be right for you, please contact one of our qualified team: Meet the Team

3 great benefits of using our Gold service:

  1. Agreed recruitment schedule so you can plan ahead, book in interviews and know exactly how long the process should take.
  2. Formal progress reports mean you’re aware of our progress at regular agreed time stages and we can address any issues quickly.
  3. Full ‘corporate’ LinkedIn search and External database sourcing so we find the best candidates, not just applicants.

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