Ok, so most of us are aware that job hunting in the 21^st century to some extent involves keeping up to date with innovations in technology and ensuring that we’re aware of the platforms organisations use to promote themselves, their opportunities, and their values.

In recent years social networking sites such as LinkedIn, Twitter and Facebook have taken on an increasingly important role for both organisations and jobseekers.

While allowing jobseekers to research an organisation, find out quickly about new opportunities and promote their interests, these networking sites also allow organisations to market themselves in new ways and ‘connect’ with consumers and job seekers.

But the newest trend to hit enthusiastic job seekers blessed with smart phones and tablet computers is the job hunting app.

There are scores of these available, with many downloadable for free, and covering a wide range of career related issues, from networking to applying for jobs.

This article gives some examples of a few apps indispensible to the modern job seeker.

But do job seekers need to be constantly bombarded with new ways of conducting their job searches?

Advocates of job hunting apps make the very valid point that they ensures job seekers are aware of new opportunities as soon as they arise, helping to cut down the time it takes for job seekers to react and respond to opportunities.

Used properly job hunting apps should make your life easier instead of taking over every moment of your time, and utilising them to the best advantage could improve the chances of career success.

However, job hunting apps could be seen as an area of potential rather than realisation for job seekers.

Like every new technology the success of your relationship with it depends on how you use and engage with it.

Simply posting your CV onto a jobsite is unlikely to result in a deluge of job offers.

Likewise, simply downloading a job hunting app and checking it at sporadic intervals is unlikely to yield any great successes in your job search.

With technology continually advancing the ways we conduct our job search’s, just keeping up with all the different platforms you should be using can be a struggle.

The job hunting app could be seen as a blessing and a curse, although it will speed up the time it takes you to react to a possible vacancy or help you to organise a lunch meeting with a useful contact, it could also mean that you just don’t switch off from your job hunt.

Whatever you think of them, it looks like they may become an integral part of the job searching spectrum in the not so distant future.

Let us know what you think! Have you used these apps in your career search, and what success have you had? We would love to hear your comments.

It’s already getting to the point in the New Year when many of us are beginning to lose our enthusiasm for the resolutions we so blithely made on New Years Eve. Perhaps chocolate just has too seductive a call, or the urge to become the greatest fitness icon since David Beckham seems like a bit too much effort.

Joking aside however, the New Year can be a time when many of us will try to plan for the year ahead, looking in particular at what we hope to achieve in our careers.

However, planning your next career step can be a pretty daunting task.

Many people will start the year with the vague notion of progressing in their careers, either by moving up within their organisation, or by changing what they are doing completely. Yet given the continuing economic uncertainty, and the volatile job market, the idea of taking a positive step forward can be one filled with doubt and trepidation.

At this time of year, there are literally thousands of articles online about how best to get your career moving in the right direction. It seems we all know what we should be doing to improve our chances of being noticed for that elusive promotion, or shortlisted for a new role. Things such as creating a presence online, going to networking events and lectures or keeping an eye on what’s going on in your industry are all practices that can all help you to make the most of new opportunities.

But despite the wealth of advice to be found online on these topics, getting motivated can be difficult, particularly if you’re unsure of what your goals are or what your next step should be.

Creating a career check list, an idea suggested in this  article could help you kick start your career plan for the year, helping you to set achievable tasks and move forward.

In addition to this, as with motivating yourself to go to the gym, sometimes it helps to have a buddy to keep you on track.

Whether that buddy is a friend or family member, it sometimes helps to discuss the problems you’re facing, giving you the chance to get a different point of view.

Sometimes advice from a careers consultant can be of benefit. This could allow you to get an impartial opinion from an external perspective about your career ideas and goals; helping you to explore new avenues and gain new insights.

Although stepping up your efforts to achieve career success may initially seem daunting, there are always things you can do no matter how small they seem. This article  has some great tips on manageable things you can do to get started.

The important thing to remember is to plan what you want to achieve and set yourself achievable targets.

Why not tell us how you plan on reaching your career goals this year, or let us know what you have done in the past to achieve career success; we would love to hear from you.

It’s already getting to the point in the New Year when many of us are beginning to lose our enthusiasm for the resolutions we so blithely made on New Years Eve. Perhaps chocolate just has too seductive a call, or the urge to become the greatest fitness icon since David Beckham seems like a bit too much effort.

Joking aside however, the New Year can be a time when many of us will try to plan for the year ahead, looking in particular at what we hope to achieve in our careers.

However, planning your next career step can be a pretty daunting task.

Many people will start the year with the vague notion of progressing in their careers, either by moving up within their organisation, or by changing what they are doing completely. Yet given the continuing economic uncertainty, and the volatile job market, the idea of taking a positive step forward can be one filled with doubt and trepidation.

At this time of year, there are literally thousands of articles online about how best to get your career moving in the right direction. It seems we all know what we should be doing to improve our chances of being noticed for that elusive promotion, or shortlisted for a new role. Things such as creating a presence online, going to networking events and lectures or keeping an eye on what’s going on in your industry are all practices that can all help you to make the most of new opportunities.

But despite the wealth of advice to be found online on these topics, getting motivated can be difficult, particularly if you’re unsure of what your goals are or what your next step should be.

Creating a career check list, an idea suggested in this  article could help you kick start your career plan for the year, helping you to set achievable tasks and move forward.

In addition to this, as with motivating yourself to go to the gym, sometimes it helps to have a buddy to keep you on track.

Whether that buddy is a friend or family member, it sometimes helps to discuss the problems you’re facing, giving you the chance to get a different point of view.

Sometimes advice from a careers consultant can be of benefit. This could allow you to get an impartial opinion from an external perspective about your career ideas and goals; helping you to explore new avenues and gain new insights.

Although stepping up your efforts to achieve career success may initially seem daunting, there are always things you can do no matter how small they seem. This article  has some great tips on manageable things you can do to get started.

The important thing to remember is to plan what you want to achieve and set yourself achievable targets.

Why not tell us how you plan on reaching your career goals this year, or let us know what you have done in the past to achieve career success; we would love to hear from you.

As you may (or may not) have realised, we’re coming to the end of 2011. (I sometimes wish the end of the year was given a bit more attention. It often just passes me right by.)  So let’s talk about what 2011 has meant for graduates thinking about their careers, yes?

No! Well we could - but let’s stop there briefly. What were you thinking just then? Specifically, when I said “graduates”? I know what you were thinking. Or at least I think I know what you were thinking: the “lost generation”, youth unemployment, dishevelled hopefuls pouring over job aplications with fresh mortar board hat hair. In other words, recent graduates.

In much of the media coverage of careers and the labour market that I have read, the word “graduate” seems to expect an implicit “recent” beforehand. It’s easy to see how this has happened. There is no doubt that a graduate’s immediate employability (or lack thereof) is a particularly “zeitgeisty” issue, especially with the debates over the cost/value of university now tuition fees are soon to rise to dizzying new heights.

The assumption also allows newspapers to discuss not just the already emotive issue of unemployment, but youth unemployment (which includes adults of up to 25 years old). Nothing says pathos quite like the “youth” prefix.

However, the problems that recent graduates are facing when it comes to looking for work - extreme levels of competition, lack of direction, interview anxiety - recur throughout a career, not just at the outset. At C2, we help many clients with similar problems who are looking for a way to either develop or change a career that they have been persuing. This is an important point to make explicit, given the media’s usual slant on the situation.

It also links to some good advice on a recent Careers in Theory blog that applies to people at any stage in their career. The High Five of Career Development gives one particularly interesting thing to keep in mind when thinking about your career: focus on the journey. If you spend all your energy on hacking out a plateau on which you can cruise along smoothly, you will be disappointed unless you keep tabs on what you are gaining in the short-term.

The C2 office and careers information library will be closed from Monday 26^th December to Tuesday 3^rd January for the Christmas holidays.

The C2 and library teams would like to wish you all a very Merry Christmas.

Corporate social responsibility (CSR) is a term which can signify a number of different ideas. From environmental issues to teaching programmes, CSR is defined by organisations.

An idea made popular in the 60’s it is one that many of us associate this with large multinational organisations to varying degrees.

Some organisations put it at the heart of their objectives, promoting their CSR principles to staff and consumers, while for others it is simply seen as a useful PR tool.

But what is the point of corporate social responsibility?

This article suggests that from a bottom line perspective there is little point in the concept. It compares companies with full CSR policies to those with poor policies; noticeably it suggests that having a strong reputation for CSR will not make an organisation more appealing to investors or consumers, and share prices between organisations with strong and poor CSR policies do not differ significantly.

However in thinking of CSR as simply a means for increasing profitability some of the potential benefits are forgotten. There are a multitude of articles linking CSR with employee engagement, and having a good CSR policy has been seen as a way to attract the best talent and improve staff motivation.

CSR policies could also be used to encourage changes in behaviour for the benefit of society, as shown in these examples. Wider social change could also be possible if organisations were to work together, however this possibility has led some to voice concerns regarding the power this could give some organisations.

Essentially however corporate social responsibility is a way for organisations to build relationships, engage their staff and promote their business. As a PR and networking tool, the idea becomes accessible organisations of all sizes.

This article highlights some interesting ways that CSR strategies could be used to boost the visibility of smaller organisations.

The key to good CSR appears to be in the creation of a strategy that fits with the goals of an organisation and one that is achievable.

Does your organisation have a CSR policy?

We would love to hear your views on the idea.

The launch of the Employers Network for Equality and Inclusion (ENEI) took place on October 18^th.

This launch brought together key industry figures, as well as David Blunkett to promote ENEI, which aims to advise employers on inclusion and equality in the workplace.

Employer led programmes, and in particular this programme, which is the first of its kind in the UK will provide businesses with a legitimate agency to turn to if they need assistance with training and guidance on all matters relating to equality and inclusion.

The programme signals a step forward for employer and employee relations, with help given to employers to ensure they are promoting fair working practices.

The scheme brings good practice to the forefront of debate and allows employers to share their views and discuss new ideas.

With changes in employment law and press attention on the need for businesses to provide more flexible working to employees, this organisation could be a valuable asset in helping businesses to make informed decisions about creating an inclusive and fair working environment and could improve the morale and retention of staff.

When picturing an innovative organisation, many of us will think of advertising agencies or high-tech companies such as Apple.

However, innovation is a concept which can be applied much more widely and in all types of workplaces. In this respect innovation can be defined as the process of coming up with new ideas to help an organisation run more smoothly as well as the creation of new products or services.

Prior to the recession, innovation was a topic gaining coverage on a large scale, with many articles and blogs written about the subject; but in recent years with many companies struggling to turn a profit and staff being made redundant, articles discussing innovation have become less prominent.

However, there has been a slight resurgence in the concept, with an increasing number of articles being written on the benefits of creating an innovative working environment, even in tough economic times.

Google, who develop a range of new products and services each year, have an initiative in place that allows its engineers to use 20% of their work time coming up with new concepts. This freedom led to the creation of Google Mail, but also resulted in a few less successful ventures.

Although being innovative is not guaranteed to give a company success, it can still be important in the long term growth of an organisation.

Innovation in the workplace is important as it helps to fuel the creation of new products, services, and working practices, however innovation is an idea that must be applied to the entirety of the workforce to have the most impact.

By creating an environment where employees feel they are contributing in a positive way to the growth of their company, and that their ideas are listened to, could encourage engagement and motivation. Once employees know their ideas will be listened to, creative thinking could be encouraged and innovative working practices could improve.

This article suggests a few ways in which employers can help to create a more innovative working environment, but it is also important for staff themselves to get into the mindset of being more innovative.

The importance of creating an innovative working environment in the long term is to help ensure an organisation produces the best products or services it can, while at the same time helping to develop an organisations people.

Do you feel that an innovative working environment improves employee engagement?

We would love to hear your thoughts.

Holidays – traditionally a time for staff to unwind and relax, leaving the pressures of their jobs behind. However, it appears that it is becoming increasingly difficult for some workers to leave their jobs behind when on holiday.

With the increasing popularity of smart phones and mobile internet, and with many people taking their phones or laptops on holiday, there is an almost constant connection with technology. Although in many ways a positive development, ensuring that we have access to our favourite apps and music, it also means that many employees could essentially be on call all the time, as they become increasingly reachable.

This article applauds the practice, suggesting that a little bit of work on holiday helps to create a harmonious work life balance. It suggests that cutting yourself off completely from work commitments is for some, a more stressful task than doing a little work while on holiday.

However the article provoked some heated debate, with a few people suggesting that being constantly available to work colleagues and clients could create family tensions and stressful situations.

The extent of this debate shows how many diverse and conflicting opinions there are around this subject, but with the increasing problems of stress at work being highlighted with recent surveys, it seems that our almost constant connection and availability to work could be leading to deeper issues, and a blur between our professional and social lives.

Getting the work life balance right is becoming an increasingly difficult task for many of us as this article suggests, but in this technology rich era, will it become natural and expected for employers to encourage staff to be available all the time?

What are your thoughts on working while on holiday, and do you feel pressurised to work while away?

We would love to hear your thoughts.

It’s a nerve racking time for many 6^th form students today with the release of A-level results. C2 adviser Sabrina Wedderburn gives her advice to students and parents on what other options are out there if students don’t wish to go to university, or didn’t do as well as they had hoped.

As A Level results rise for the 29^th year running, a record number of students are competing for university places across the country.

Clearing is well underway with an average of five students fighting for each place.

However with the increased competition for University places some students will be thinking about other options for their future.

So what are the alternatives? Corporate apprenticeship schemes allow school leavers to work with some of the big graduate employers.  They will get the chance to learn about different parts of the business, usually supported by workshops, mentoring or more formal training, that in some cases can count toward a professional qualification.

If school leavers have an idea of what career they want to enter, they can contact the professional body to check if a university degree is a necessity in their chosen field of interest.  Professional bodies will also be able to advise school leavers on suitable accredited courses.

Other training opportunities like vocational courses that lead to a skilled post can be another alternative.  School leavers can study them at further education colleges or at dedicated training centres around the country and they are usually a combination of work and education.

School leavers may also like to consider entering the world of work where they will begin to develop their skills in an employment environment.  These opportunities will allow them to get experience working in teams, on projects, exposure to their preferred job sectors and knowledge of where their strengths and skills lie. 

Either way there are options. 

C2 runs workshops for parents to help them guide school leavers through this process and helps to give practical information, providing an insight into the student decision making process:

http://www.careers.lon.ac.uk/output/page118.asp?id=748

For more information visit:

http://www.c2careers.com/Education/Education.aspx

LinkedIn C2 Careers Consultancy – Releasing Potential