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6 September - 19 September 2019 / Issue 444
We’re Hiring
To apply visit
www.progressionsolicitors.com
-UlverstonReceptionist/Administrative Assistant We require a confident, motivated individual to assist with all reception and administrative duties. ————————————————-
-Barrow in FurnessPart Time Administrative Assistant
It’s a place where innovative • Distribution Centre cookware and inspirational Colleagues homewares go hand in hand Kendal £8.42* per hour with passionate people and Fixed term until 12 January 2020 exceptional service. 37 hours / 30.25 hours For more details visit: workforlakeland.co.uk Transport available from Lancaster/ Morecambe* *Subject to sufficient numbers
www.employment-pages.co.uk
Night shift £8.42 per hour* Unsociable hours premium – 11pm to 6am Fixed term until 12 January 2020 37 hours
We require an experienced individual able to provide administrative support to a number of fee earners and legal cashier as well as general office duties —————————————All applicants must email a copy of their CV and a completed application form to careers@progressionsolicitors.com *No Agency Applications
• Contact Centre Colleagues
Head Office – Windermere £8.42* per hour Fixed term until 31 December 2019 37 hours / 30.25 hours * Aged 18 or over
CRAGWOOD ARE HIRING:
Junior Sous Chef Housekeeping Assistant Flexible shifts, company benefits, career opportunities, straight shifts only, great team. Live-in is available for the Junior Sous Chef position. E-mail your c.v. with covering letter to Albert Waldon at albert@cragwoodhotel.co.uk
specialist products & training for height safety
Production Operative/ Production Trainee To manufacture height safety equipment in our assembly workshops. Using automatic and manual machines to assemble metal, textile and plastic products such as safety helmets, harnesses and lanyards. Tasks will also include inspection of materials and finished items. You will be able to work accurately and use written work instructions. Full training will be given.
Sales Office Manager We are looking for a motivated and energetic Sales Office Manager who will be responsible for all aspects of internal sales and overseeing the day to day sales team function. The successful candidate will develop leads and prospects to achieve sales growth. A proactive approach is essential. For further details and to apply online -
Inside...
www.heightec.com/careers heightec, Lake District Business Park, Kendal LA9 6NH
...and lots more!
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Hotel & Catering
Manager
Modern Beautiful Inn with Rooms £28k to £32k plus bonus Quality Driven Family run business We are looking for a talented General Manager to run our perfectly put together Inn with rooms. We are a family run business that serves great fresh seasonal food from ethical suppliers together with great beers, wines, and spirits, whilst providing high quality accommodation. Quality food & quality service are at the heart of everything we do. The Role - General Manager As a General Manager you will be expected to lead, motivate, and inspire your team while developing ideas through the Inn to increase sales and create a buzz. You will be bringing your personality, energy, and ideas to the business making it the best loved Inn in the area. Essential Skills & Experience required • Independent pub /restaurant or quality high street branded experience. You could currently be an awesome Assistant Manager ready for your first Manager role or a current Manager of a small site. • Proven successes in customer service excellence • The ability to build and manage customer relations and you must have bags of passion for great food, service and customer service. • Personality- You must have one! We are looking for very warm and engaging people! Rewards • 28k to £32k + Bonus • 5.6 weeks holiday a year, Uniform, meals on duty, Christmas off, working within a family business.
Full/Part-time Bar & Waiting on Staff Also Required Please forward your CV to rooms@angelbowness.com or get in touch and ask for Liam, Cassie or Nadine Helm Road | Bowness on Windermere | LA23 3BU T: 015394 44080 / E: rooms@angelbowness.com
Woodlands Hotel - Grange over Sands
Are currently recruiting:
• Housekeepers • Restaurant Staff Full time positions based in Bowness on Windermere. Excellent rates of pay. No accommodation available. To arrange an interview please contact Tony on 015394 45759 or email tony@lindeth-howe.co.uk
www.whpl.co.uk
Jobs Jobs Jobs Jobs
Full Time / Part Time Positions available Hours to suit
• Bar & Restaurant Manager
• Breakfast Cook / Second Chef
• Kitchen Porter / Housekeeper • Receptionist / Front of House
Join our small friendly team, good rates of pay available depending on experience. Flexibility to perform dual roles. Please apply with CV to whpl.admin@gmail.com For more information please call 015395 34128
Say you saw it in Employment Pages To get YOUR job advert in Employment Pages call 015394 44965 or email: mail@employment-pages.co.uk
employment-pages.co.uk
General Vacancies
Receptionist The Langdale Estate is set in 35 acres of woodland & waterways in the heart of the Lake District. The Estate comprises a 52 bedroom hotel, 16 bedroom boutique hotel, 100 timeshare units, Wainwrights Inn, Stove Restaurant and Bar and Brimstone Spa. An opportunity has arisen for somebody to join our Gateway Guest Services team on the Langdale Estate. The right person for this role will be organised and attentive with a keen eye for detail. They will have flair for customer service, and be naturally helpful, approachable and reliable. Excellent communication skills are required as is the confidence in explanations and upselling with regard to any query the guest may have. This role will involve: • • • •
Taking hotel, spa, timeshare and restaurant reservations Welcoming and greeting guests to the Estate Acting upon all requests that guests might have in an efficient and friendly manner Checking guests in and out
This role is an integral part of the Gateway Guest Services team and requires a team player who has the initiative to provide support and assistant to guests where needed. The position would suit either an experienced receptionist or reservationist.
The Property Services Department comprises a small team lead by the Property Services Manager; the team are responsible for repair and maintenance work on all Estate properties. The Working Supervisor holds a key role within the Property Services Team supporting the Property Services Manager with planned and reactive maintenance work. The successful applicant must have a flexible approach to duties undertaken and have the ability to work on own initiative, as well as being part of a team. Experience within the building and joinery trades is preferable and a good understanding of H&S policy and job related risk assessment is essential. Competitive salary commensurate with experience. For further information and a job description please go to our website at www.holker.co.uk.
As Langdale Estate is an independent operator our teams thrive on the ability to work and find solutions in a creative way. We recognise our responsibility to provide a sustainable destination for visitors, employees and the local community and encourage staff to operate in a way that compliments and enhances this ethos.
Applicants should submit a CV and covering letter to: estateoffice@holker.co.uk Closing date for applications: 5pm on Friday 20th September 2019
Benefits include: • • • •
competitive salary uniform meals on duty leisure club membership
• •
up to 50% discount on hotel rooms restaurant discounts
This is a live out role and due to our location access to own transport is necessary.
To apply please send a copy of your CV to Kelly Hodkinson by email kelly.hodkinson@langdale.co.uk The Langdale Estate - Great Langdale - Nr Ambleside - Cumbria LA22 9JD - 015394 38169 - langdale.co.uk
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WORKING SUPERVISOR PROPERTY SERVICES DEPARTMENT
FULL TIME OFFICE ASSISTANT
Required for busy construction company in Windermere. Skills to include Word, Excel, Sage Accounts, manual and computerised bookkeeping, general office admin, answering the telephone and dealing with Customers and Suppliers.
03/09/2019 15:17
We’re Now Hiring
Mechanic / Technician 40 hours per week Competitive Rates of Pay Full Clean Driving License Essential
Please send your CV & references to Sally Greenland at service@mountain-goat.co.uk or post to Mountain Goat Garage, Chestnut Road, Windermere LA23 2AL
Dental Nurse
Permanent position, full or part time We are a Denplan Excel accredited practice in Windermere, and provide a wide range of oral care from simple oral hygiene advice to complex implant and restorative cases.
You must have excellent numerical skills, legible handwriting and a keen attention to detail. Knowledge of the local area would be an advantage.
Please send CV with HANDWRITTEN covering letter to:Mrs S Lewthwaite, South Cumbria Construction Ltd, Cumbria House, Broad Street, Windermere LA23 2AB. Interviews will be held early October.
Customer Sales Advisor- Maternity Cover ecatering are one of the fastest growing suppliers of commercial catering equipment to the trade throughout the UK. Our customer base includes restaurants, schools, bars, hotels, cafes etc. We are looking for a confident individual, with an excellent telephone manner to join our office-based sales / customer service team for an initial fixed term of 6 months to cover maternity leave. The role covers sales & customer service calls on the telephone, and processing of online and telephone orders. Based in our office near Cark In Cartmel, you will join a small team and gain experience of all aspects of the business. Essential skills required for the role are:excellent telephone manner, computer skills and familiarity with word processing along with the ability to empathise with customers and have a willingness to learn. Starting salary is dependent on experience and will be between £16,000 - £18,000 per annum (pro-rata) plus sales bonus. 4 weeks holidays plus statutory days. Hours of work Mon – Fri 9.30 to 5.30.
You might be assisting one of the dentists or hygienists, manning the reception desk or decontamination room. The position would suit a qualified and experienced person looking for a varied and interesting day, meeting lovely people and helping us to look after them.
Please send applications via email including CV, covering letter / application along with a contact telephone number to samantha@ecatering.co.uk.
You can send your CV to info@morgandental.co.uk or by post to: Morgan Dental, Lake road, Windermere LA23 2EQ
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Closing date for applications is 20th September 2019.
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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