Our client, a well respected building consultancy operating across the UK and internationally, is currently seeking to appoint a Senior Project Manager into their London Project Management team to further their service offering to the Corporate End User sector.
EXPERIENCE
Candidates MUST have a proven track record in delivering fit out projects within the Corporate End User sector working as a Consultant Project Manager.
At least 5 years experience with a quality building consultancy.
A professional qualification such as MRICS or MAPM is highly desirable.
An understanding of the business development process.
THE PERSON
Applicants must be ambitious, innovative and dynamic
Well presented and client facing
A drive to succeed in any environment
The ability to be an ambassador for the company at all times
A list of contacts at companies such at Deutschebank, RBS, UBS, Rothschild etc would be highly beneficial
Excellent managerial ability
This opportunity is ideally suited to a Project Manager or Senior Project Manager looking to progress to a role where they have exposure to and responsibility for both project delivery and business development.
PLEASE APPLY ONLY IF YOU FIT THE ABOVE CRITERIA

Our client, a well respected building consultancy operating across the UK and internationally, is currently seeking to appoint a Senior Project Manager into their London Project Management team to further their service offering to the Corporate End User sector.
EXPERIENCE
Candidates MUST have a proven track record in delivering fit out projects within the Corporate End User sector working as a Consultant Project Manager.
At least 5 years experience with a quality building consultancy.
A professional qualification such as MRICS or MAPM is highly desirable.
An understanding of the business development process.
THE PERSON
Applicants must be ambitious, innovative and dynamic
Well presented and client facing
A drive to succeed in any environment
The ability to be an ambassador for the company at all times
A list of contacts at companies such at Deutschebank, RBS, UBS, Rothschild etc would be highly beneficial
Excellent managerial ability
This opportunity is ideally suited to a Project Manager or Senior Project Manager looking to progress to a role where they have exposure to and responsibility for both project delivery and business development.
PLEASE APPLY ONLY IF YOU FIT THE ABOVE CRITERIA

Watson Wyatt sampled 1000 national, regional and local recruitment advertisements in the first week of July 2006. Only advertisements with at least 50 words about individual jobs were included. 70 per cent gave some details about salary but just 25 per cent refered to other benefits such as pensions, health insurance and bonuses.

“Employee benefits can make up as much as 40 per cent of an employee’s total remuneration package, so those employers with a good range of benefits may be missing out on a useful recruitment tool,” said Gary Smith, a senior consultant at Watson Wyatt. “Employees traditionally undervalue the benefits – and in particular the pension benefits – provided to them by their employer. Perhaps some employers are guilty of encouraging this by not highlighting the benefits they offer at the earliest possible stage in their relationship with potential recruits.”

A survey from Axa Investment Managers released in July 2006 found that 67 per cent of employees thought that full details of the employment package should be compulsory in job advertisements. 42 per cent of senior managers in the survey agreed.

In Watson Wyatt’s survey, of the 16 per cent of job ads that made some reference to pensions, 34 per cent pointed to a final salary scheme while 9 per cent said they had a defined contribution scheme. Intriguingly, pensions were more likely to be mentioned in advertisements for lower paid jobs. Ads for jobs with higher pay (over £30,000) tended to refer to pensions only when they could offer a final salary scheme.

Apart from pensions, specific employee benefits were rarely mentioned. These were:

• Holiday entitlement (9%)
• Bonus scheme (8%)
• Car or car allowance (6%)
• Flexible working arrangements (4%)
• Healthcare benefits (3%)
• Equity or share options (2%)
• Life assurance (1%)

“The quality of employer communication about the benefits on offer can be at least as important as the structure and cost of providing them in affecting employees’ perceptions of their value,” said Gary Smith. “HR professionals and recruiters might consider how they could do more to leverage competitive advantage out of their employee benefits schemes.”

The survey found that 25 per cent of applications had at least one major discrepancy. While the majority of applicants falsifying information did so only once; some submitted forms with up to four major discrepancies. There is no significant difference between men and women in this respect.

The most common discrepancies overall relate to:

• employment titles or duties (12 per cent)
• employment dates
• bankruptcy or county court judgments
• academic qualifications
• reasons for leaving previous employment
• compensation received
• directorships held
• criminal record (less than 1 per cent).

The authors found that 37 per cent of applicants had gaps in their employment history and suggest that giving false information about dates (9.5 per cent of discrepancies) is probably intended to conceal this. The least common discrepancy identified related to criminal records which the authors link to applicants being aware that this can easily be checked against an existing database.

The survey found that the tendency to have discrepancies on applications increased with age, possibly suggesting that older workers feel the need to embellish in order to compete. Discrepancies were found in 28 per cent of applications from those aged 51-60, compared with 22 per cent of those aged 21-30. An alternative explanation might be difficulty in remembering the details of a complex employment history.

British applicants gave false information in 32 per cent of cases overall (38 per cent of men and 26 per cent of women), compared to 25 per cent of their non-British counterparts.

The trend towards job hopping is reflected in the survey, with 72.5 per cent having held at least two jobs in the last five years. Income had an interesting effect with people earning between £80 001 and £90 000 most likely to give false information (40 per cent) and those earning between £60 001 and £70 000 least likely to do so (9 per cent).

If the authors are correct in the assumption that all discrepancies identified are deliberate – and that is surely questionable – this survey indicates that one in four job applicants to the financial services sector are prepared to falsify information on their job applications in order to gain employment.