Spotlight on Living and Working in Birmingham


Considering moving to Birmingham for work? Well, you’ll need CV-Library’s ‘Spotlight on Living and Working in Birmingham’ to get your research started.


Population – 1.07 million Birmingham City

Travel and costs – Bus, across West Midlands, one month travel card – £63.50

Number of jobs in total (within 15.00 miles of centre, as of Feb 25th 2015) – 5,225

Top industries based on job seeker activity – Administration, Engineering, Construction, Distribution, Sales

Top industries with most jobs – Engineering, Construction, Automotive, Medical, Manufacturing

Average salary – £19,321

Average contract day rate – £170

Average rent for a one bedroom property, per month – £495

Average rent for a two bedroom property, per month – £699

Meal, inexpensive restaurant – £8

Average gross disposable household income (GDHI) per head – £13,300

Search Birmingham jobs



Posted in Candidates, General | Comments Off

Job Searching on UK Websites – Six Steps for Success


Once you’ve decided to look for something new, you may wonder how to maximise the effectiveness of your UK job search. Our tips explain how to manage, and get the most from, your online job hunt.


Step One: Angle your CV/ Cover Letter

Your CV should not be used as a multi-purpose tool. Make sure you tailor your CV and Cover Letter for each job application, and for each company. Instead of simply explaining what you have done, try and angle the information so it explains why you could be right for the role in question. Employers and recruiters have to spend time analysing job applications to find the most relevant candidates, so make it easy for them – spell out how and why you’ve got the experience they’re looking for!


Step Two: Decide on a Plan

At the beginning of your job search, figure out a plan – and then stick to it! First of all, when do you want to have made a shortlist of job opportunities by? How many jobs do you want to apply for, per week? How many recruiters do you want to be speaking with? Is there a certain set of requirements you have for your next “perfect” job, and how much can you compromise on these? By creating a routine and measurables for your job search, not only will you feel like you’re achieving something every day, you will also get the job done a lot quicker – it can be too easy to give yourself the week off when motivation is slipping!


Step Three: Get yourself Out There

You need to make yourself as visible as possible to open yourself up for job opportunities to come to you. Creating and maintaining a great online presence is really important in today’s job hunt. Sign up for job board websites like CV-Library, get yourself on LinkedIn and any other platforms relevant to your industry. Think about the vast number of recruiters working within your sector – and how much time they spend online looking for that perfect candidate. Make your experience and skill set obvious, and you may just find yourself being headhunted before you can even submit your first job application.


Step Four: Keep your Eyes Open

Job opportunities are everywhere. Signing up for job boards and job alerts are a fantastic first step, but you might also like to contact recruiters, check out local newspapers and ask around about local vacancies. Have a think about all of the different avenues for finding a new job, and make sure you’re being as proactive as possible.


Step Five: Make notes

It’s a great idea to have a dedicated notepad, or file on your computer, with details of your job search. Split your notes into sections on jobs to apply for, jobs you have applied for, companies which have been in touch, and interviews you’ve been invited to. It’s hard to remember everything, and making notes will help save you time and stay on track!


Step Six: What’s your limit?

Whether you’re in a full-time or part-time job, or are unemployed, will determine how much time you have to spend on your job search. Don’t overstretch yourself and commit to too many interview processes if you will not be able to fit them into your schedule. Remember, you need time to prepare for each interview, and if you’re in employment you will need to book time off of work to meet with potential new employers. Manage your job search so it fits in with your lifestyle.


Register your CV and start browsing over 120,000 jobs!


For more career tips visit the CV-Library Career Advice Centre.

Posted in Candidates | Comments Off

CV-Library kicks off Spring with two exciting OnRec Award wins

onRec 2015

There’s plenty to celebrate today – the first day of Spring is upon us, a solar eclipse gripped the nation (for the lucky few who escaped a cloud covered sky!) and here at CV-Library we’re basking in the joy of two brand new award wins.

Last night the CV-Library team headed into London for the OnRec Awards Ceremony – hopes were high with four exciting nominations from OnRec, including the ‘Most Creative Online Marketing’, ‘Most Creative Offline Marketing’, ‘Best Online Candidate Experience’ and ‘Unsung Hero of the Year’ awards.

The team did not leave disappointed as they celebrated two fantastic wins! The marketing team was pleased to accept the ‘Most Creative Offline Marketing’ award, and everyone was thrilled to honour IT Director Katherine Spice for her commitment behind the scenes as she walked away with the ‘Unsung Hero of the Year’ award.

Lee Biggins, founder and Managing Director, who joined in the merriment last night said, “We walked into the ceremony simply honoured to be acknowledge with four nominations, but to see the team walk away with two awards is an absolute delight. CV-Library continues to innovate and grow in every respect and the awards we received last night make me very proud of the hard work that has enabled such exciting growth for the business.”

Kicking off spring with two brand new accolades to add to the award cabinet leaves the team here at CV-Library excited to see what lies ahead in 2015.


Posted in Managing Director, Lee Biggins, News, Press Releases | Tagged , , , , | Comments Off

Spotlight on Living and Working in Manchester


Considering moving to Manchester for work? Well, you’ll need CV-Library’s ‘Spotlight on Living and Working in Manchester’ to get your research started.


Population – 532,000 Manchester City

Travel and costs – Train, all areas, per month – £98.40  Train + most bus (Countycard), per month – £110

Number of jobs in total (within 15.00 miles of centre, as of Feb 25th 2015) – 1,800

Top industries based on job seeker activity – Administration, Sales, Engineering, Customer Services, Distribution

Top industries with most jobs – Engineering, IT, Education, Sales, Construction

Average salary – £20,726

Average contract day rate – £171

Average rent for a one bedroom property, per month – £527

Average rent for a two bedroom property, per month – £737

Meal, inexpensive restaurant – £10

Average gross disposable household income (GDHI) per head – £14,939

Search Manchester jobs



Posted in Candidates, General | Comments Off

What can I earn as a contractor?

Contractors are part of the UK’s flexible workforce. Because they don’t have permanent employment roles, contractors can be confused with lower skilled temps typically on minimum wage and zero hour contracts.


But this could not be further from the truth. Contractors are highly skilled and highly paid workers from knowledge-based industries such as IT, engineering, management, finance and accounting, oil and gas, marketing and media.

earningsContractors are generally paid by the hour or by the day, like many temps, but are mostly self-employed. This means they channel all their income from working through their own business, such as a limited company. Contractors have a very different financial profile from the financial profile that employees have.


If you are thinking of becoming a contractor, you can calculate what your likely net pay will be using online contractor calculators. These calculators are often freely available to asses what contracting rate would earn your desired income.

Being self-employed, many contractors are not paid via a Pay As You Earn (PAYE) payroll. PAYE deducts tax and National Insurance Contributions (NICs) automatically in every payslip, which is what happens if you are an employee.

If you calculate how much PAYE/NICs you pay as an employee, you will find it can be anything upwards of 25% of your gross income, often much more if you earn a good salary. In contrast, contractors need to calculate how much corporation tax to pay on the profits of their contracting business.

They then pay themselves a dividend from these profits. You won’t pay any NICs on a dividend, and you will only pay income tax when your income reaches the higher rate tax limit. If the dividend is above the higher rate, a contractor needs to calculate their dividend tax. It is almost always much less tax than what a comparable employee would pay.

Before taking the leap into contracting, you should spend some time working on how much you could earn and what take home pay that would give you, and how it compares with your current salary. This will ensure that you target the contracting rate that gives you the lifestyle that you desire.

This article was contributed by

Posted in General | Comments Off

Seven New Sites for CV-Library’s Biggest Outdoor Advertising Campaign to Date

Two Towers EastCV-Library is due to launch their biggest, most eye-catching outdoor advertising campaign to date!

Having recently been named as the most active recruitment website by marketing experts Exterion Media, the job site’s latest venture into candidate attraction goes beyond what any other job board is doing at this moment in time.

In addition to ongoing train, TV and print advertising, CV-Library has now secured large-scale exposure at seven premium digital sites across the country throughout March, with the help of multi-channel media company Ocean.

The impressive array of premium adverts will attract even more candidates to the already market-leading database of 8.5 million UK professionals.

Locations include; The Two Towers West and East, Eastern Lights and WCR Digibridges in London; Great Western Link in Bristol; the Media Wall in Manchester and Broad Street in Birmingham. In total, the new campaign will result in nearly 20 million adult impacts as viewers travel into and around these major cities by road and foot.

The adverts – a mix of static, subtle and full-motion screens- are visible in high-traffic, densely populated areas which appeal to the nation’s job seekers as they work, shop and play.

So far this year the job site has experienced a marked increase in site traffic, breaking their own records in terms of number of job searches, applications, and levels of mobile traffic – triumphs which they believe to be in line with their renewed, high-impact advertising efforts.

CV-Library’s commitment to planning large-scale candidate attraction campaigns is an important factor for the 9,700+ UK businesses that trust them to help source the right candidates for their vacancies.

Lee Biggins, Managing Director of CV-Library, says: “Our primary selling point for employers and recruiters is that we offer access to the biggest selection of UK CVs. It is important that we are always approaching candidate attraction in new ways, in order to retain our position as the leading source of talent across all industries and areas of the country.”

With research indicating candidates are more inclined to use mobile phones to search for jobs throughout the day, CV-Library’s unmissable outdoor advertising keeps the job site’s brand fresh in the nation’s mind as they job hunt on the go.

To all of the UK businesses and recruiters yet to sign up with CV-Library: there truly is no better time than now to advertise your vacancies with the award-winning job site.

Posted in General, News, Recruiters | Tagged , , , , , , , , , , , , | Comments Off

Hiring Millennials? The Myths they Can’t Shake

Modern Young Man With Mobile Phone In The Street.

Look online and you’ll find an excess of advice on how to hire, manage and retain millennials in your business. The latest generation of our workforce seems to have a lot to answer for! Here, CV-Library identifies the top myths surrounding hiring and managing millennials.


They’re afraid of hard work

Many sources cite the millennial workforce as being work shy and afraid to put in the extra hours to get ahead.

Mythbusted: In every generation, there will be lazy staff members and those with a fantastic work ethic. Many millennials work in sales and recruitment, two sectors in particular which require hard work and long hours. A recent CV-Library study showed that 18-30 year olds were the most receptive to work calls and emails outside of working hours than any other age group.


They need to be connected all the time

Millenials never put down their phones and require the latest technology to get work done.

Mythbusted: Millennials just follow suit with trends, as businesses should. Successful companies will go where their customers are, which is often online – on social media, on the cloud, and on their mobiles. Millennials represent an active consumer demographic and their habits play into that of your customer. Embrace their in-depth understanding of modern technology and use it to your advantage. We’re sure if you ask them to leave their phones in their bags between 9-5:30 they’ll be able to!


They want crazy offices

The coolest companies have hammocks on the walls, chill-out nooks, dogs in the office and music TV on in the background. If you’re not providing this kind of environment, millennials won’t be interested in working for you.

Mythbusted: A snazzy office space is a novelty, yes, but any candidate worth their salt will judge each job opportunity on a number of contributing factors, and not solely whether you’re offering an on-site hairdressers. Ensure you’re advertising all of your benefits and perks to appeal to candidates who come across your vacancy.


They job hop too much

Millennials are not happy unless they’re changing jobs every year or two.

Mythbusted: Millennials’ parents stayed in the same jobs for nearly their whole lives, and they’ve grown up being asked to make career decisions from a young age. Now they’re older, wiser and have realised they don’t need to settle in a job that doesn’t completely fulfill them. Being happy is all about progression and change, and this isn’t a bad thing. Harness their energy by offering training and personal development opportunities, and embrace the constant stream of talented individuals knocking on your door and begging to come in.


They don’t want to conform to your rules

They won’t wear your uniform or maintain a professional phone persona.

Mythbusted: With the rise of casual wear offices, interestingly styled hair and tattoos, you might think it would be tough to keep your millennial workforce looking neat and tidy. Overall, workwear is becoming less strict as time goes on so perhaps their added creativity is something your business can embrace. If not – you’d be surprised at how well millennials can adapt. As for customer communication, believe it or not the less stiff and salesy, the better, these days! An informal, affable attitude has worked wonders for numerous successful brands.


The lowdown? Today’s younger workforce shouldn’t be painted with a catch-all brush; as in any other era there are many individual differences between professionals. Visit CV-Library to find out more about hiring the nation’s top talent from the UK’s largest candidate database.

Posted in General, Press Releases | Comments Off

Should you Interview Women Differently to Men?


The pay gap. Unfair bonus structures. Sexism’s impact on career progression. The media is talking about lots of different issues surrounding women in the workplace. So, is there anything you should be doing differently when interviewing women and men?


In some countries it’s normal for companies to specify whether they’re looking for both male and female candidates, but in the UK it’s a given. So, once your doors are open to potential candidates, the short answer is ‘no’ – you shouldn’t do anything differently whether it’s a man or a woman you’re meeting with. Gender should not influence your line of questioning, however there are ways that you can turn the tables on – and help quash- certain workplace stereotypes.


Do encourage them to be themselves

Women who are aware of gender differences within the workplace may be apprehensive to let their true personality show through, as a safeguard against perpetuating stereotypes of emotionality or talkativeness. Encourage a free speaking environment – put candidates at ease and give them the space to respond to questions naturally, and with passion.


Do let them brag

“Women have the tendency to wait to be discovered,” Gail Blanke of Lifedesigns career coaching stated in a 2008 Forbes article. By this, she was commenting on women’s tendency towards modesty. In comparison, men are more likely to steam ahead and list their achievements. Encourage your female candidates to do the same by asking questions such as, “what have been your biggest career achievements to date?”


Don’t ask about family

Asking directly about children, pregnancy or plans to take time off for childcare is a big no no in terms of political correctness and politeness. Whilst you may be looking to find out whether your potential hire is likely to be asking for time off in the near future, you should steer away from asking directly about these issues. At the end of the day, women are forced to either choose between, or juggle, procreation and a career. That’s one less struggle than men usually have to contend with, so you shouldn’t be adding to the burden by bringing the issue up in interview. Assess a woman for her suitability, not how likely she is to want children within the next three years. If you’re looking to find out whether any candidate has childcare to take into account, ask questions such as , “is there anything which may impact your ability to commit a full working day?”. After all, your candidate’s ability to do the job in question is all you should really be worried about at this stage.


Do ask about career aspirations

With any candidate, you should aim to assess how motivated an individual is to succeed within their immediate role, and later on in their career. Women and men are equally motivated to do well, but reports have shown that in some organisations there can be less opportunities for women to move up the ranks. Find out what makes your candidate tick, and hash out with them whether their career plans are aligned with what your company has to offer. Once on board, ensure that you’re promoting opportunities for growth and training in both your male and female work force.


Don’t judge a book by its cover

Women have so many more choices than men when it comes to their wardrobe, and either they care about the latest fashions or they don’t. Quite frankly, the world of fashion is perceived to be full of pitfalls, and both women and men are quick to make assumptions based on outfit choices. Never discriminate against a woman for looking – or not looking – a certain way. As long as they show up to the interview smart and clean you should suspend judgement until you have fully discussed their relevance for the job. The same goes for men.

Visit CV-Library find out more about accessing the UK’s largest database of top, job hunting talent.

Posted in General, Recruiters | Comments Off

Can you ‘Like’ your Way to Hiring Success?

Business woman sitting at table with hand drawn media icons and

Social media is an important part of any online recruitment drive, but have you considered all of the surprising ways that engaging with social networkers can help you build your business? CV-Library investigates…


It’s natural

Logging into and spending time on social media comes as second nature to many of us. Whether it’s done first thing in the morning, on a lunch break, or on the commute home, as a nation our online behaviour revolves largely around social. Smart companies have learnt to tap into this second nature by advertising vacancies and engaging with online users to spread word about their brand and company requirements.


It’s covert

A ‘like’, a ‘view’, a ‘follow’ or a ‘circle’ can be a covert way of expressing an interest in someone’s profile. From a job hunting perspective, people are able to easily keep track of companies they find interesting via social channels that push out live vacancy updates, company news and new appointments. This kind of sneaky spying can be carried out quickly and easily, without alerting current employers, too – a bonus for those who may be looking for a new job but are already in employment.


It’s subliminal

The aim of social is to get users to associate your brand with desirability, and to keep your company at the forefront of the public mentality. Whether you achieve this by posting bang-on-trend content, endearing photos or exciting company and PR updates: post regularly and your message will subliminally pervade your audience’s mindset. Next time one of your followers is looking for a new job, they may well consider your company first.


It’s brand-tastic

Brand growth is visual. Brand growth is video. Brand growth is engaging. Brand growth is humour. Brand growth is getting your name and imagery out there, and attaching it to shareable, viral content that people want to be a part of. What other platform allows such flexibility and impact as social networks such as Facebook, LinkedIn and Twitter?


It’s the tortoise

Your active candidates will be busy sending you CVs and applying for jobs, however, passive, ‘slow-burn’ candidate attraction is made possible by social media. Build up followers for casual conversation and content sharing, and over time you may find your followers become brand converts and the candidates of tomorrow. Remember, it’s the tortoise that always wins the race!


Visit CV-Library find out more about accessing the UK’s largest database of top, job hunting talent.

Posted in General, Recruiters | Comments Off

Looking to Hire? Avoid these Top 5 Mistakes At All Costs

Job Performance Review

If you’re a recruiter or an in-house hiring professional, you’ll have your own tried and tested methods for advertising and filling vacancies. Have you ever taken a step back and considered whether you’re making any of these classic hiring mistakes?


Don’t think you know best

Always ask for as much information as possible when taking a job order – don’t make assumptions, and don’t presume you know what’s best. At the end of the day, it is your client or hiring manager who knows what kind of person they’re looking for. Let them dictate exactly what it is they’re looking for, and then you can tell them whether it’s within your scope to find them. It can be too easy to go off on a recruiting tangent, finding profiles which you feel could work but don’t pass the acid test with the hiring manager. Ask as many qualifying questions along the way to avoid wasting your own time.


Don’t put your candidates in a box

When you’re writing a job advert, throw your net as widely as possible. If you can be flexible on certain requirements, make this obvious or consider taking them out of the job description completely. Candidates may be put off applying if they feel they don’t match up with 100% of the requirements – when in actual fact, they could be a perfect match in terms of experience and personality. Don’t force your candidates into a box – the more flexible you can be; the more job applications you’ll receive – and the more pleasantly surprising the outcome.


Don’t judge a book by its cover

Similarly, it is best to bear in mind that people are never truly themselves at interview. If someone is nervous, it is almost certain this will not be a factor in their day to day performance. Don’t be put off if someone stutters a bit, or is a little flustered – unless, of course, you are interviewing for a position based heavily around confidence and communication! Keep an open mind about what type of person could fit into your role, and give people the chance to explain their experience fully. Give interviewees the chance to ‘warm up’. You can probably relate from earlier life experience. Judge too quickly and you will risk losing great candidates.


Don’t interview on an empty stomach

They say you shouldn’t do your weekly shopping on an empty stomach, and the same goes for interviews! Make sure you aren’t thirsty, hungry, too tired or in a rush to get elsewhere when you’re interviewing potential candidates for your business. The job market is competitive, and the interviewee deserves the best of you for the twenty, thirty or sixty minutes you’ve dedicated to meeting with them. Rectify any issues that are playing on your mind before going into a meeting, or aim to put them aside and resolve them afterwards. Don’t let your bad mood get in the way of a successful interview.


Don’t be blind to candidate faults

Even if you’ve been looking to hire for a position for months and months, it does not excuse wilfully looking past a candidate’s faults in order to fill the vacancy! In other words, don’t try and force a square peg into a round hole. The short term gain is not worth the long term inconvenience of having to hire for the role again in a few months time when this person doesn’t work out…


Visit CV-Library find out more about accessing the UK’s largest database of top, job hunting talent.

Posted in Recruiters | Comments Off