EUWork Limited - Professional Recruitment and Quality Solutions

Main Page

Sat, 30 Jun 2007 12:24:48 GMT

Recruitment and Quality Solutions
We believe in ethical business practices. Our service is individual, tailored and driven by Customer Focus and Quality.

Clients
We have an extensive European client base, see below.

Local Personal Service
We are the first choice agency for your Staff and Quality Requirements, so call us now!

Available Jobs

Sat, 30 Jun 2007 12:30:42 GMT

Find all the latest available jobs at the link provided. EUWork Limited have a good selection of jobs which can suit all needs. If you are an employer then send us your job requirements with full specification and we will source this position from either our huge candidate list or from one of our link partners. Rely on us to satisfy your needs.

Solutions

Sat, 30 Jun 2007 12:28:09 GMT

Quality
Quality Control and Systems Consultancy.

Sorting
Sorting & Re-Work Solutions (Compliance and Verification).

Cost
Cost reduction and Avoidance Consultancy.

On-Site
Customer On-Site Support. (Europe wide).

Services

Sat, 30 Jun 2007 12:27:14 GMT

Recruitment and Quality Solutions
We provide a comprehensive list of services and solutions. You can rely on us to exceed your expectations with a professional & personal standard that we employ. Our staff are trained to deal with any issue at a level that our customers understand.

Recruitment
Temporary/Permanent Recruitment positions for many sectors of industry. We have candidates at all levels.

Quality Solutions
Cost effective and reliable Quality, Rework and On-site solutions. Truly Pan-European. Rapid response.

About Us

Sat, 30 Jun 2007 12:26:08 GMT

EUWork Limited
Based in Derby, England established in 2005, operates in conjunction with Jan Sorting Services, Poland and is part of the EU Holdings Group offering:
Quality Control & Systems Consultancy.
Cost Reduction & Avoidance Consultancy.
On-site services including Sorting & Rework Solutions.

Truly Pan-European
We now have offices in England, Poland & Czech Republic. This allows us to have the following strategy for our customers:
Rapid response
Effective service

EUHoldings
We are part of a family owned group of businesses.

The Top 10 Reasons Your Staff Wants to Quit

Sat, 30 Jun 2007 12:44:56 GMT

From an employee’s perspective, management often conducts itself in ways that make no sense. When the economy is slow, jobs are few and far in between or people are fearful, staff will tolerate management behaviors and policies that are nonsensical (in their eyes) or they judge are harmful.

But when staff gets together for lunch and they start critiquing management, these are the Top 10 Reasons Why Staff Quit.

10. “My boss is arrogant and believes his own press clippings.” As a result, staff feels taken advantage of..

9. “My manager micromanages rather than trusting staff to perform.” Staff hates the boss and looks for ways to resist being over controlled.

8. “My manager is crushing my drive and desire.” Hired because they were smart and energetic, the manager is afraid that she will not be seen as the shining light (the reason for success) and crushes the very qualities that made the new employee attractive to hire (and desirous of joining).

7. “My boss guesses what is needed without resorting to data or facts.” Maybe he has the facts, but they sure aren’t being communicated leaving the impression of “It’s my way or the highway.” There are a lot of new roads being built in this country and staff will leave rather than be abused.

6. “I’m treated like a child.” Look, there are often generational differences between how managers and employees work. Younger workers may have “know-it-all” attitudes and unfamiliar techniques using technology to accomplish tasks. Staff feels misunderstood and resent their boss.

5. “Manager promotes someone from a different function who does understand the job and how to be successful.” Staff does not believe they can learn from this person, judges her to be an anchor around their department and resents that they were passed over for promotion.

4. “My boss is extremely critical.” The only way they interpret their boss is pleased is in the absence of nit picking.

3. “I get ideas lobbed at me with little clarity and I have to figure out what is really wanted.” Staff is caught between a rock and a hard place and doesn’t know the target of the task or have a clear idea of what needs to get done.

2. “I don’t have sufficient resources to get the job done.” Fitting 10 pounds of stuff into a five pound bag is pretty tough. Imagine you’re the ten pounds and have to get squeezed in there! Staff often believes they have inadequate resources to get a job done.

And the number one reason your staff wants to quit:

“My company is grossly underpaying me.” Show me the money! Staff can read job ads online and learn what their real value is. As much as they may love you and their work, eventually people realize they need to pay their bills and start to think of leaving.

Your staff, the ones you are mistreating or taking for granted are your competition’s staffing solution (just as theirs is for you). Rather than taking their continued employment for granted, motivate them, excite them, coach and encourage them and they will go do anything for you (at almost any price).

Link Partners

Sat, 30 Jun 2007 12:31:15 GMT

Find our links partners here.

Informative Articles Relating to Recruitment and Employment

Sat, 30 Jun 2007 12:33:36 GMT

An example is here :

Formatting A Career Change Resume

I'M CHANGING CAREERS - HOW DO I FORMAT MY RESUME?

The best resume format to use is the combination resume. This resume format is not chronological nor functional. It combines both! It is extremely flexible and allows you to use strategies in a way that would normally be considered wrong.

The difference between the combination format and the chronological format is that the chronological format resume is very easy to follow. The hiring manager will typically start to read the chronological resume at the bottom of the work history or professional experience section (heading depends on your career level) and will continue reading his or her way up towards the top to trace your career history. If
there are employment gaps, it will be obvious because it is difficult to hide breaks in employment using this resume format. This is why most hiring managers prefer the chronological resume format. It is easy to read and leaves little to the imagination. This can be a great advantage (marketing tool) if you have been in the same type of position because it shows continuity and progression in your industry.

But what happens when you've held different types of positions across several industries? Some reasons for gaps in employment or holding too many/unrelated jobs include raising children, caring for a family member, illness, returning to college, corporate downsizing or merger, joining the military, and difficulty finding work for long stretches of time because of a tight job market or weak resume! Hey, things happen. That’s life! You can’t worry about the past. It’s time to think about the future. So, the first thing you will need to do is toss your old resume. It will not help you to change your career. It’s time to make a fresh start!

First, create a resume that clearly indicates at the top what type of position you are seeking.

Include a career summary section that highlights where you've been in your career, being careful to only
mention what would be of most interest to this particular company. Emphasize your transferable experience and skills that match the qualifications of the position (if there is a job ad, study it and do your best to make a connection between the position's requirements and what you've done. Do not use the exact wording!).

Use a keywords section to list transferable skills so the reader can find them immediately. This is also important if the company uses resume scanning technology. This will ensure your resume is retrieved from the company's database in response to a keyword search.

Under your Professional Experience section or Work History (again, depends on your background), present your experience in functional sections such as General Management, Sales Management, Staff Training and Supervision, Budget Planning and Tracking , etc.

Take ALL of the experience you've gained over the years and categorize it into skill/functional areas that the new position requires. If the company is seeking someone to manage budgets, and you managed budgets ten years ago and four years ago, but not in your last two jobs, then list the collective experience under a Budget category.

Continue this formula until each respective category has a minimum of four bulleted sentences or two two-lined sentences to support the name of the heading. It is a good idea to have at least three categories to show how well rounded you are.

Below this section, list the companies, locations, job titles, and dates. You can either create a separate section named Work History if you've already called the above section Professional Experience, or simply list the section without a main heading as part of the main section. It will be understood. Or, you can start the section off with the company names and dates followed by the functional categories. In other words, flip it.

The most common problem with this resume format is identifying where your experience was gained. But, that's the whole idea. If they are interested in what you can do, they will call you in for the interview. It is at that time you can explain the how, when, where, and why of it all. It will make for great conversation--which by the way, a job interview should be. A meeting between two people with a common interest (the position) who engage in conversation in a professional manner.