Jul 272017

£55-£60k + Car Allowance, Bonus + Package:

CFR Global Executive Search:
Part of a FTSE 100 company, the company is a market leader in the design and delivery
Flexible location with significant European travel ...read more


Jul 242017

£45,000 - £55,000 (plus OTE and competitive benefits):

adam HTT Limited:
As a leading technology provider to the Public Sector we seek an experienced sales person to support the consultative sales processes & ongoing growth
Milton Keynes, Buckinghamshire ...read more

Source:: adam HTT Limited: Business Development Manager / BDM

 Posted by at 10:46 pm
Jul 242017


ONE Campaign:
The Executive Assistant will be responsible for providing high level administrative support to the Executive Director, Global Strategy (EDGS).
London (Greater) ...read more

Source:: ONE Campaign: Executive Assistant to the Executive Director - Global Strategy

 Posted by at 10:46 pm
Jul 242017

Charterhouse Recruitment Ltd:
JOB TITLE: Credit Controller JOB ID: Permanent SALARY: £19,000 - £22,000 + Parking LOCATION: Huddersfield JOB ID: JO29011 My client is seeking a Credit Controller to join their friendly team based in Huddersfield. You must be experienced in Credit Contro
Hillhouse ...read more

Source:: Charterhouse Recruitment Ltd: Credit Controller

Jul 232017

BMS Performance:
Account Manager £35-£42k + £10K-20k OTE * Exciting times, ever-growing international manufacturer * Will consider "sales superstars" with no medical experience * Superb career and earning prospects THE COMPANY: A well-established international organisatio
London (Greater) ...read more

Source:: BMS Performance: Account Manager £35-£42k £10K-20k OTE

 Posted by at 10:46 am
Jul 232017

By Martin

Why Employers Care About Your Intelligence Quotient

When it comes to hiring employees or workers, all employers agree on one thing: they should hire the best. This is why a lot of thought and planning go into designing recruitment and hiring processes, so that, at the end, they will be choosing the best and the right person for the job.

But “best”, in this case, can be highly subjective. A lot of factors go into the consideration of what constitutes the “best” person for the job or position. What is best for one company may not be the same for another company or organization.

Further, Company A may have a set of criteria or qualifications that is different from that of Company B, especially if the position they are trying to fill is highly technical or requires specific skills.

Specific skills and technical aspects aside, however, there are traits or characteristics that are looked for by employers in their potential hires. In this article, we will talk about one of them: intelligence. After all, which employer would say no to having an intelligent employee?


Just to set things up properly, let us go over what we know about intelligence so far. We know that it refers to our ability or capacity to acquire and apply knowledge and skills. The most common alternative phrases and words used include brain power, mental capacity, logic and reasoning, and judgment, to name a few.

If there is one way to measure human intelligence using a systematic scoring system, it would be through subjecting a person to a series of tests. The resulting numerical score obtained from that test is the intelligence quotient, more popularly known as “IQ”.

German psychologist and philosopher William Stern coined the term “intelligence quotient” to refer to a scoring method he formulated for intelligence tests conducted at the University of Wroclaw. ...read more

Source:: Why Employers Care About Your Intelligence Quotient

Jul 232017

By Martin

How to Create an Effective Peer Review System

When you're a member of an organization or a similar setup, evaluations are, for lack of a better description, a way of life. You'd be subjected to close scrutiny by your supervisors and colleagues. If you're in customer service, you are also bound to be rated at some point by the customers you actually served. Even if you went up the ranks and became a manager, you will still be vulnerable to assessment by your subordinates.

You can never get away from having your work performance reviewed and evaluated. It's embedded in company policies, after all, it's part of the organization's human resources management and merit promotion systems.

From the point of view of top management, there is no way that they can put their focus solely on monitoring the performance of the employees. While it is true that employee performance is a very important factor in their decision-making, it is not THE ONLY factor.

It is for this reason that management makes use of other avenues and techniques in monitoring and evaluating employee performance. One of the most frequently used methods is to set up peer review systems.


When we say “peer review”, we're talking about employees being assessed by their colleagues – or their peers – in terms of their performance, strengths and weaknesses, and other work-related aspects.

You've probably heard it used by authors and writers before, when they have their articles, research papers and other material for publication subjected to review by other authors and writers. Their work will be critiqued, suggestions will be made, and they may be incorporated into the piece before it goes out for final printing.

That's basically the same principle at work here. A peer review system formalizes the conduct of these type of review in the ...read more

Source:: How to Create an Effective Peer Review System

Jul 232017

By Martin

The Role of Interpersonal Intelligence for Career Progress

Have you ever worked for one of those people who seem to have a natural inner glow that somehow seems to attract other people? Wasn't it nice to work with such a person?

Such a person has a way of keeping everyone well motivated and happy to work. As a result, the desired outcome is achieved faster and the quality of the finished products or the delivered services is higher.

Would you not like to be this person?

To put things into perspective, let's compare the above scenario with working with a controlling and ever demanding boss. You'll find that most of the time, you hate yourself every morning when you have to leave for work. When at work, you will not be sure about yourself in most of the tasks because you are not sure if your results will be perfect enough for the boss.

The difference between these two scenarios is different levels of interpersonal intelligence and that is what we will discuss today. However, before we go into details of what interpersonal intelligence is and how it can help your career, let's take a step back and look at the multiple intelligence theory.


This is a theory by a Harvard psychologist that was originally developed in 1983. It has so far been revised to cover more elements. The theory states that there are at least eight different ways that human beings understand the world. These different ways are the intelligences that Gardner talks about in his multiple intelligence theory.

Gardner focused on a number of these intelligences, but his list is still not exhaustive. Here are the main intelligences in the theory:

Jul 122017

By Cleverism Community

How Temperament Type Can Influence Your Career

Hannah looks at Justin, her colleague, and sighs.

“Wish I were as flexible, task-oriented, and self-confident as he is,” she thinks. Hannah spends time trying to boost productivity and take no offense at critical remarks from her boss. She pours heart and soul into personal development, but it's such energy-sucking that seems impossible.

Why is it so challenging to become like Justin, an easy-going critical thinker and fair-headed boy of all top managers? It doesn't need to be so hard.

The problem is, Hannah doesn't take personal peculiarities into consideration when trying to work better. Dreamy melancholic, she forgets about strong sides of this temperament type to use for career development and wants to become Justin, an extroverted sanguine, instead.

It's depressing. It's disappointing. And needless to say, Hannah fails to achieve this.

Don't be Hannah. You don't have to get over yourself to succeed at work. Consider the strengths of your character and make them work for the benefit of your career.

In this article, we'll 1) define core temperament types, 2) find out how they influence our career choice, and 3) learn their strengths and weaknesses to use for efficient work and career development.


Four fundamental personality types exist, and they are as follows:

  • Sanguine (enthusiastic, active, and social)
  • Choleric (short-tempered, fast, and irritable)
  • Melancholic (analytical, wise, and quiet)
  • Phlegmatic (relaxed and peaceful)

This classification comes from Hippocrates who believed the concept of humorism and incorporated those four temperaments into four bodily fluids (“humors”) affecting human behaviors and personality traits. He insisted that mood and emotions depended on an excess or lack of those fluids in people's bodies.

Later, medical researcher Galen described four temperaments as the classification of hot/cold and dry/wet qualities from four elements. Looking for physiological reasons of human behaviors, he considered ...read more

Source:: How Temperament Type Can Influence Your Career

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