Employment Pages 16 Nov 2018 by Employment Pages

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16 November - 29 November 2018 / Issue 425

LCRP Project Manager Opportunity The Lancaster Canal Regeneration Partnership (LCRP) is a dedicated partnership of local authorities and charities committed to celebrating, promoting and delivering the regeneration of Lancaster Canal and its communities. LCRP’s principal project is to create an accessible Towpath Trail between Kendal and Lancaster utilising the current and former Lancaster Canal Towpath. Together with its partners, LCRP have secured funding to improve various sections of the ‘Northern Reaches’ the section of the Lancaster Canal which is current unnavigable. LCRP are looking to employ a Project Manager to deliver LCRP’s objectives, oversee current projects, maintain successful partnership working and develop future projects that support the delivery of a Towpath Trail between Kendal and Lancaster. LCRP will consider applications from both individual consultants and organisations. A maximum contract of 16 hours per week is available to the successful candidate and flexible arrangements can be discussed. A 12 month contract will be confirmed subject to a three month probationary period. For more details of this post, along with the key responsibilities and skills criteria, please visit our website at: www.lancastercanalregenerationpartnership.wordpress.com and click on the News & Blog heading.

www.employment-pages.co.uk

Cleaners at Windermere Booths 16-32 hours available £7.83 per hour Holiday Pay - (5.8 weeks equivalent) Sick Pay after 9 months service Uniform provided Company Pension Scheme Company summer bonus based on performance Colleague Discount Card (including a second card for a family member) after qualifying service with 20% off all purchases To apply please visit https://recruitment.booths.co.uk/vacancies Or telephone 015394 46114 for more information.

To apply please send your CV and an overview of your skills and experience to Audrey Smith (LCRP Chair) via Audrey@familysmith.co.uk by Friday 14th December 2018. Interviews will be held on 8th January 2019

An exciting opportunity has arisen to join Fairoak Housing Association

Housing and Support Officer (37.5hrs) £24,531 per annum | Permanent position

Fairoak Housing Association has a vacancy within our busy supported housing team based in Kendal. Our mission is to provide safe, accessible and supportive accommodation that meets the needs and desires of each of our customers allowing them to lead as independent and fulfilling lives as possible. As a Housing and Support Officer, you will be responsible for managing a range of supported living properties across Cumbria and the North East as well as playing a key role in the development and growth of our supported housing services. You will also take the lead in developing Friends of Fairoak which will involve fundraising and recruiting volunteers to enable our tenants to learn new skills, new hobbies and access leisure and social activities that are available in the community. All of our tenants are people who have a learning or other disability and this ensures that the work is challenging and rewarding, but also requires members of the team to be good communicators and have excellent problem solving skills. The core responsibilities of this role include lettings, property inspections, organising repairs and maintenance, tenant participation, providing housing related support, fundraising, marketing and producing newsletters and other written reports. The post is fulltime covering Monday to Friday 9.00am-5.00pm and you will also be required to take part in our on-call rota. We offer the chance to work as part of our friendly and motivated team, generous holidays, contributory pension and excellent training opportunities. Download an application form from our website at www.fairoakhousing.co.uk or contact our office on 01539 720082. The closing date for completed applications is 3rd December 2018

WAREHOUSE ASSISTANT Reliable, flexible, enthusiastic & hard working individual required with knowledge of the local area and a full clean driving licence. Fork lift truck experience would be beneficial. Some driving duties expected. Monday to Friday 8am-5pm. Apply in writing to: Lakeland Vintners, The Wine Warehouse Ings, Nr Staveley LA8 9PY enquiries@lakelandvintners.co.uk

JobsJobsJobsJobsJobsJobs How to find the right person for the job... ...See page 4

Inside... ...and many more

Hotel & Catering

General Vacancies

Modern Beautiful Inn with Rooms

Sous Chef

£28k to £32k plus bonus We’re looking for a talented Sous Chef to join our busy team of 10 in our kitchen. Must have experience in a supervisory role, be used to working in a fast paced environment, and have relevant health and hygiene qualifications. Would be willing to consider an experienced Chef de Partie looking to take that next step up on their working ladder. 5.8 weeks holiday a year, meals on duty, uniform provided, closed Christmas. If you fancy joining our team check us out at angelbowness.com To apply please telephone Liam or Terry on 015394 44080 or send your CV and covering letter to rooms@angelbowness.com Helm Road | Bowness on Windermere | LA23 3BU T: 015394 44080 / E: rooms@angelbowness.com

THE LAKELAND VILLAGE CLUB Newby Bridge, Ulverston, Cumbria LA12 8PX

REQUIRES TWO HOUSEKEEPING SUPERVISORS Previous hotel or serviced accommodation experience preferred. 4 days per week, 8am – 4pm, to include most weekends. Uniform provided, rates of pay above National Minimum.

Holehird - Windermere is a home set in beautiful surroundings in the Lakes district of Cumbria. We care for disabled adults with long term medical conditions.

nurse £16.00 per hour | full time, part time & occasional hours | ref: 03015

team leader £18,286 per annum | full time | ref: 03016 Closing date: 12 December 2018 A satisfactory disclosures check is required. We welcome applicants from all sections of the community. For more details and to apply, go to: careers.leonardcheshire.org/jobs and search for the reference or call 01902 792060.

Weekend working is a pre-requisite for this position. To apply, send your cv to the address above, or e-mail it to admin@lakeland-village.co.uk, or call 015395 31144 for an application form.

WATER PARK OUTDOOR ADVENTURE CENTRE

HOUSEKEEPER

We are looking for someone to work alongside our existing housekeeping team in our outdoor centre at the south end of Coniston Water.

Say you saw it in Employment Pages

13.5 Hours per week, £8.10 per hour plus holidays, pay award pending April 18. Lunch provided. Monday 0800 - 1230 Tuesday 0930 –1230 & 1300 –1430 Friday 0930 –1230 & 1300 –1430 In addition there will be extra hours available to cover holidays and sickness as and when required. Own transport essential. Position subject to gaining a satisfactory DBS enhanced disclosure The position will commence on 2nd January 2019 Please contact: Roger Ward Tel: 01229 885 456 E.mail: waterpark@ericwright.co.uk Website: www.waterparkadventure.co.uk

To get YOUR job advert in Employment Pages please call 015394 44965 or email: mail@employment-pages.co.uk

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General Vacancies

SENIOR SALES ASSISTANT (Part Time) & SALES ASSISTANT (Part Time)

Think you could foster or want to know more? Come and talk to our friendly team!

Recruitment Event Ulverston Hall Tuesday 27th November 1-8pm

Sedbergh School are currently seeking to recruit a part-time Senior Sales Assistant and a Sales Assistant to join our team at Brown of Sedbergh, the school outfitter for Sedbergh School, Casterton Sedbergh Preparatory School and The Mulberry Bush Nursery.

Senior Sales Assistant:

Fostering Solutions are recruiting in the South Lakes

• 22 hours per week • Must be able to work alternative Saturdays • Must be available to work throughout the back-to-school period during (July to September) • Retail experience preferable • Salary dependent on experience

Sales Assistant:

0800 160 1605 Peter.inman@fosteringsolutions.com 07876873404 CT Facebook.com/FosteringSolutionsNorthWest MyCumbria Ad 90x132mm print.qxp_Layout 1 30/03/2018 14:14 Page 1

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MyCumbria is THE Cumbrian loyalty scheme to be part of, with access to over 240 county-wide offers! Enjoy 2 for 1's on afternoon tea and cinema tickets, fantastic discounts on admission to attractions and amazing food and drink offers from pubs, cafes, country house hotels and restaurants. Annual membership is only £20, providing excellent value one use alone and you could recoup the cost of the card! To order your MyCumbria card or purchase one as a gift, call us on 01539 822222 or buy online from the website below. Happy Exploring!

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The successful candidates will be required to cover sick leave, staff holidays and other business needs. During the back-to-school period (July to September), Brown of Sedbergh will be open regularly. Work hours are scheduled on a rota basis throughout this period, which may culminate in working full-time during the first week of September, the back to school week. If you are interested in this position or need more information please do call Maria Gallego-Calderon on 015396 20303 or email hradmin@sedberghschool.org Closing date for applications is Friday 30th November 2018. However, if a suitable applicant is found before the closing date this vacancy may be withdrawn, so early application is advised. An application form can be obtained: - from our webpage (http://www.sedberghschool.org/senior/Information/Vacancies ) - In email from HRadmin@sedberghschool.org - From the Sedbergh School Bursary either in person or by telephoning 015396 20303

OVER

240 OFFERS

• 2-3 days per week • Contract: 42 weeks per year • Must be able to work alternative Saturdays • Must be available to work throughout the back-to-school period during (July to September) • Retail experience preferable • Salary dependent on experience

Sedbergh School is committed to safeguarding & protecting the welfare of children. Applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the Disclosure and Barring Service. Registered Charity No 108067.

Our next edition dated 30th November will be our last of 2018 before our break in publishing through December.

Have you got all the staff you need??

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How to find the right person for the job

Two simple steps. I’ve been involved in recruitment and training recruiters for over 17 years now and am constantly surprised by how complicated some people manage to make it all. The whole recruitment and selection process boils down to 2 very simple steps: 1. Make sure you know exactly what job you’re looking to fill. 2. Know how to find the right person for the job, To help you do that I’m going to try and give you some straightforward advice and some “dos and dont’s” of the recruitment process. Job Descriptions and Person Specifications First of all let’s clear up the differences between the two. A job description is a list of the duties the person will need to perform in the role and a person specification is a list of the attributes or skills you require in an individual. So for example: “Accurate maintenance of the departmental sales data spreadsheet” would be on the Job Description and “Advanced knowledge of Excel” would be on the Person Specification. There are two big mistakes employers regularly make here: Mistake 1: They don’t spend enough time making sure the Job Description is accurate, appropriate and up to date. With the pace of change in most organisations it’s unlikely that a job description which is more than 2 years old will be accurate. It’s time to sit down and work out exactly what you require someone to do in this role. Take advice from the current incumbent, speak with the rest of your team and consult HR. If you don’t know what you’re looking for, how are you ever going to find it? Mistake 2: When writing the Person Specification they write an enormous list of “essential” criteria describing the perfect person. Firstly this is a bad idea as it seriously restricts your market and, secondly, it could have legal implications. Many managers have told me that “I listed 10 essential criteria but none of the applicants had all 10 so I’m interviewing 2 who have 8 and 1 who has 7 of them.” If tha’s the case then they’re not essential criteria are they? So what are you basing your decision to interview on? Stick to 3-5 truly essential criteria – things that cannot easily be trained and/ or are a legal requirement for the role. For example an accountancy qualification may be essential for a senior finance officers role, but must they have detailed experience within your industry sector? Marks out of 5. I have seen thousands and thousands of CVs / resumes in my time. Some of them brilliant, many of them rubbish and plenty that look great but don’t actually say a lot. You’re going to need to set yourself up a simple scoring system for sorting through the CVs. Use the Job Description and Person Specification to create a list of the 5 – 10 most important criteria required for the role and then score each CV/ resume out of 5 against each of those criteria and add up the scores. Your interview criteria are then established as “People who meet ALL of the essential criteria AND have a CV/ resume/ application form score of over XX” By approaching the sifting process way you remain objective and are able to justify your decision should you ever be challenged to do so. Asking Interview Questions I’ll say this first and I’ll say it clearly: You should only ask questions in the interview that relate to whether or not someone will be able to perform the job. Next is: DO NOT interrogate the poor candidate. Just about everyone is nervous in interviews so take time to put them at their ease, offer them a drink, smile, be welcoming. You’ll get a LOT more information from someone who is a little more relaxed and at ease. In addition to the questioning method below you may also need to ascertain the candidate’s technical competence. To do this you can either set some form of test or, preferably, include a technical expert within the interview team The best style of questioning is Behavioural Questioning – which sounds terribly fancy but is actually just about asking questions relating to what people have done in the past. Hypothetial questions may be useful in small amounts, but will only provide you with hypothetical answers. So what do behavioural questions look like? Say you’re looking for someone to work in a customer facing role and you want to know how they’d deal with an angry customer. Try asking “Can you tell me about a time when you’ve had to deal with an angry customer” But don’t stop there – think “Who, what, where, when, how and why?” Who was angry? What had made them angry? When did this happen? How do you resolve the problem? Why did you chose that approach? Don’t be afraid to dig for specific information, the easiest way to sort out those with genuine skills and experience from those lying through their teeth is to push for details. The genuine candidates should have no problems answering. Because of their very nature the questions must be tailored to the role you’re recruiting for but here are a few more Behavioural Questions to give you some ideas: • Describe the most successful negotiation you’ve been involved with. • Tell me about an occasion when you’ve made a mistake. • Can you talk me through a situation when you’ve had to deliver something to a tight deadline? • How do you manage the conflicting priorities in your current role? • What’s the most successful project you’ve been involved in delivering? • Tell me about a time when you’ve had to get your point of view across to someone who disagreed with you. And so on. Run through the Job Description and Person Specification and come up with a bank of 8 – 10 questions to ask. Don’t forget to listen carefully to the answers they give. Watch out for people hiding behind “we”. “We did this”, or “We did that” – so what? What was their role in it all? Push until you hear “I” not “we”. And finally: Make sure you ask all of the candidates all of the same questions AND score them out of 5 as you did at the sifting stage. That way all your recruitment decisions will be objective and justified should you ever need to explain them. I know there’s so much else too! I could have gone on, and on, and on with this article – but I wanted to keep it focused on the most important areas, but hopefully this has given you some ideas that will help you find the perfect candidate next time you’re recruiting.

Beth Pipe is a Learning and Development Professional and freelance writer. You can follow her at @cumbrianrambler on Twitter.

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