Tag: employment

Expert reveals CV Red Flags to avoid

The average recruiter or hiring manager spends 6 to 8 seconds looking at a CV before they decide if it is suitable or not. 

On average in the UK, one position attracts around 250 CVs, which means that employers can immediately spot the red flags. CVs with cluttered layouts, lack of headings, or ones that are too long or too short will more than likely not be successful.  

However, if you are looking for a new job, experts at CV Maker have revealed the top red flags you should avoid when creating your CV, to help you be successful in applying for your dream role. Be sure to avoid these mistakes!  

1. Typos and grammatical errors  

Probably the first red flag that employers look out for, mistakes on your CV show that you don’t pay attention to detail. Minor mistakes shouldn’t be a cause for concern, however, if a CV is full of mistakes, it immediately sends the wrong message to a recruiter or hiring manager. 

Consider resending your CV if you notice multiple typos or other major mistakes after you click send. While it might feel awkward, there are professional ways to resend a CV. It’s best to include a short explanation with your updated CV. Politely explain that you are sending an updated file and to please excuse yourself for the mistake. 

Make sure to use a spellchecker and have at least two people proofread your CV before you apply for a position.  

2. Unprofessional email address 

An unprofessional email address is another huge red flag for employers. Your CV is your professional calling card, the first impression a hiring manager creates for you before they have even met you. Make sure to get yourself a separate email account for your job search and keep your account name professional.  

Make sure you don’t use the email address you created when you were 15. This shows employers that you’re too lazy to create a new email address, or that you don’t value your professional career.  

If you’re struggling, use your last name and first initial or first and last name. This is clear and professional.  

3. Employment gaps 

Large gaps of time between them are one of the biggest CV red flags that head-hunters, recruiters, and hiring managers will immediately notice. One gap in employment isn’t that unusual, especially if you’ve travelled or started a family. However, if multiple gaps seem out of place, make sure you have a valid reason to explain these.  

Breaks in employment raise red flags because they could have a range of negative implications. There are exceptions, but most high performers don’t have huge gaps in their employment history. Employers might also fear you could do this again and quit the job when under pressure.  

Explaining a gap in a cover letter might help. If you do get invited to an interview, be ready with an honest and clear reason for the gap.  

4. Job hopping 

People job search for a new career for all kinds of reasons. Increased pay, improved benefits, better work-life balance, etc. However, frequent job hopping can be a cause for concern as an employer.  

Employers want to hire people they can invest in. One year, or less, isn’t enough time for an employee to become truly proficient in their role or make a meaningful impact on a company.  

If you have switched positions frequently, and your CV shows this, make sure you have valid reasons for this. Don’t mention that you just “needed a change” as this can indicate that you are inconsistent or unreliable.  

Some better reasons for job hopping, that you can explain in an interview, could be that you were recruited by another company, as this shows that you are a valuable team member. You could also mention that your previous role shifted from what you were initially hired to do, or even that you weren’t advancing as quickly as you’d like.  

5. Too much personal information 

Too much non-relevant personal information on your CV can also be a big red flag. Your CV is a document to highlight your skills, accomplishments, and work history. This needs to stay professional. 

Whilst showing a little personality on a CV is a green flag, too much personal information can deter employers from hiring you. Try to keep it short and concise and wait until the interview to let your personality shine through.  

The best way to show a little personality, that isn’t overbearing, is through your hobbies and interests. However, make sure these are relevant to your job role. 

Royal Bank of Scotland Report on Jobs

Permanent staff hires fall for first time in 20 months

  • Permanent placements fall for the first time since December 2020
  • Temp billings growth softens to seven-month low
  • Sustained pressure on pay amid candidate shortages 

August data revealed a renewed fall in permanent staff hires across Scotland, according to the latest Royal Bank of Scotland Report on Jobs survey.

The seasonally adjusted Permanent Placements Index fell below the 50.0 no-change mark, to signal a modest drop in permanent staff appointments that ended a 19-month period of expansion. Growth in temp billings meanwhile moderated to a seven-month low in August. According to panellists, skills and candidate shortages weighed on hiring activity.

However, some recruiters also noted that an economic slowdown and rising market uncertainty added to the loss of momentum across the Scottish labour market. At the same time, demand for staff continued to rise, which drove further increases in both starting salaries and hourly wages. 

Permanent placements fall for first time since December 2020

Scottish recruiters reported a fall in permanent staff appointments during August, thereby ending a 19-month period of expansion. Anecdotal evidence suggested that the contraction stemmed from a slowdown in market conditions and candidate shortages.

Though only modest, the reduction in Scotland contrasted with the trend seen across the UK as a whole, which saw a slightly quicker increase in permanent placements in August.

Temporary staff billings across Scotland increased for the twenty-fourth successive month during August. Though solid, the rate of expansion eased to the slowest since January and was below its long-run average. The uptick in temp billings was in part attributed to increased activity at clients. Where a reduction was reported, panellists cited, lingering COVID-19 impacts and rising economic uncertainty.

Moreover, the rate of increase in Scotland was weaker than that seen across the UK as a whole.

Decline in permanent candidate availability weakest since March

August data highlighted a further reduction in the supply of permanent candidates across Scotland. The respective seasonally adjusted index has now posted below the neutral 50.0 threshold for the nineteenth month running. Acute skill and candidate shortages were linked to the latest decline.

However, though the extent to which permanent staff availability contracted was the slowest in five months, it remained sharper than the UK-wide trend.

The availability of candidates to fill temporary roles in Scotland continued to decline during August, stretching the current run of contraction that began in March 2021. However, the rate of deterioration eased for the third month running and was the slowest since March.

Compared to the UK-wide average, Scotland registered a faster fall in temp candidate availability for the fifth successive month.

Starting salary inflation remains elevated in August

Recruitment agencies across Scotland reported a twenty-first consecutive monthly rise in salaries awarded to new permanent joiners during August. The rate of starting salary inflation quickened fractionally from July and was sharp, albeit the second-softest in 13 months. According to Scottish recruiters, labour shortages drove up salaries.

However, Scotland continued to record a softer rate of increase in starting salaries than that seen at the UK level.

August data revealed yet another sharp increase in average hourly pay for short-term staff across Scotland. The latest uptick extended the current run of expansion to 21 months. Moreover, the rate of growth picked up from July and was the second-fastest since December 2021. According to anecdotal evidence, firms continued to raise wages to attract workers amid labour and skill shortages.

Temp pay also increased at a quickened rate at the UK level during August, albeit one that remained weaker than that seen in Scotland.

Softest increase in demand for permanent staff for 17 months

Adjusted for seasonal variation, the Permanent Vacancies Index posted above the neutral 50.0 level to signal a nineteenth successive monthly increase in demand for permanent workers across Scotland during August. Though sharp and well above the series average, the rate of growth was the weakest since March 2021.

Of the eight monitored sectors, Nursing/Medical/Care saw the strongest upturn in permanent staff vacancies, followed by IT & Computing.

Demand for temporary staff in Scotland rose for the twenty-third month in a row during August. The respective index indicated a strong increase demand overall that was unchanged from July. Notably, the rate of expansion continued to outpace that seen across the UK as a whole.

Engineering & Construction recorded the fastest rise in temp vacancies across the monitored sectors, followed by IT & Computing.

Sebastian Burnside, Chief Economist at Royal Bank of Scotland, commented: “Since April, growth in permanent placements had softened, and now the latest data finally recorded the first fall in permanent staff hires in 20 months during August.

“A loss of momentum was also observed for temp billings, which rose at the softest pace since January. The weaker trends were accompanied by reports that rising economic uncertainty had limited recruitment activity.

“Moreover, labour supply and demand imbalances persisted. Acute skill and labour shortages weighed on the availability of candidates, while demand for labour continued to rise, albeit not as quickly as earlier in the year.

“With firms competing for labour, this resulted in further steep increases in starting salaries and temp wages during August.”

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Edinburgh community organisation to benefit from newly-refurbished office

A not-for-profit organisation helping people to live happier and healthier lives has officially opened its refurbished office in Edinburgh city centre.  

Fedcap Scotland works in the city to help people tackle health conditions, learn new skills, find new jobs and progress their careers. Across the country, its teams have been responsible for supporting more than 14,000 people in the last three years.   

The newly branded and refurbished office in Edinburgh was visited by partners and employers last week. During the visit, attendees were given an insight into how Fedcap Scotland helps people overcome the barriers they face – including tackling health concerns and poverty – to realise their ambitions and reach their long-term goals.  

Some 92.7% of Fedcap Scotland’s ‘customers’ (Eh?- Ed.) in Edinburgh have been unemployed for more than a year, while 80.6% have been unemployed for more than two years. After receiving health and wellbeing support from the organisation, customers showed a 59% improvement, on average, in their health conditions. 

The Fedcap Scotland team are also working with some of Scotland’s leading employers to help the region bounce back from the coronavirus pandemic with reliable workers. 

Fedcap Scotland is currently delivering the Fair Start Scotland service in partnership with The Lennox Partnership in Edinburgh and the surrounding area, helping people to pick up new skills, confidence and experience and into suitable, sustainable jobs. 

People who receive employability support from Fedcap Scotland find work on average within three months.   

Stephanie Lang, Employer Relationship Manager for Capital City Partnership, said: “Capital City Partnership co-ordinates employability strategy and delivery through partnership working to tackle inequality and poverty, support job growth, and help more people into employment and skills.  

“We welcome every opportunity to work in partnership with key agencies and services and are pleased to welcome Fedcap into the city as a trusted partner, already evidenced in their support of the FUSE Recruitment & Skills Hub for the St James Quarter and city centre recruiting businesses.” 

Eaman Abdel-Rahman, a Fedcap Scotland participant in Fair Start Scotland said: “I was a cancer patient and I think I lost a bit of me. Fedcap’s courses helped to get me back to where I am. 

“The new Fedcap Hub is like, wow! I like that very much. Shirley Ann Grey, my Personal Adviser, helped me into a DPSI translator course and a job in a local bank, giving me the confidence I need. 

“Thanks to Fedcap Scotland, I have regained my confidence and got my life back.” 

Brian Bell, Fedcap Chief Executive Officer, said: “You’ve seen today the passion of our people, helping participants who’ve been out of work for a long time. 

“There is a real need for our service, and Fedcap is investing in its portfolio across Scotland to further improve our delivery for participants and employers.” 

Fedcap has also recently opened new offices in Dumfries and Dunfermline.

For more information on how Fedcap Scotland helps communities across the country, visit www.fedcapscotland.scot 

  

Over 50s to be hardest hit by the cost-of-living crisis and the financial impact of the Covid pandemic

A report by leading UK data scientists has revealed that the over-50s are being hit hardest by the current financial crisis and could face a lifetime of financial insecurity.  

That’s according to new research from the University of Edinburgh’s Smart Data Foundry, supported and funded by abrdn Financial Fairness Trust. 

According to the report, economic inactivity rates have risen a third amongst the over 50s since 2019, and people aged 50-54 face double the financial vulnerability risk than those aged 70-74.  

Findings reveal that people in their 50s and 60s are facing the ‘perfect storm’ of circumstances including redundancy, ill health or caring commitments combined with a lack of savings and pension provisions.   

To offset this loss of income, many people are being forced to withdraw lump sums from their pension pots to deal with pre-retirement income shocks.  

And with the majority of pension pots worth under £30,000, this is causing knock-on issues with income tax and entitlement to benefits.  Worryingly, the research also identified that those people who do cash in their pension pots early are 1.75 times more at risk of financial vulnerability in the future.   

To tackle this, Smart Data Foundry is calling on the Department of Work and Pensions to act now to reduce the risk of pension assets being spent before retirement. It recommends an increase to the current capital limit of £16,000 for means tested benefits and, for those on Universal Credit, the reform of the Support for Mortgage Relief (SMI) loan facility by removing the zero earnings rule. 

Chair of Smart Data Foundry, Dame Julia Unwin, explains: “We are seeing a pattern of people in their early to mid-fifties going from being in positions of comfortable, middle-aged breadwinners eyeing their future retirement over the horizon, to a generation suddenly finding themselves facing long-term financial hardship.  

“A combination of being unable to secure viable work, confused messaging over pensions, little by way of state aid, and the savage cost-of-living rises resulting in many making decisions that could have long-term negative consequences.  

“With this report and our key recommendations, we are calling for UK Government to intervene to protect and support the most vulnerable before it is too late. If they don’t act now, we will undoubtedly see even bigger problems in the years ahead. Data doesn’t lie; the evidence is there – older workers are at very real risk of financial vulnerability, but it is not yet too late to act.” 

The research study also uncovered a widespread lack of understanding about the benefits system, confusion about claims processes, and hardship arising from payment frequency.  To improve the transition to retirement, the report calls for increased government investment in the Pension Wise guidance service and expansion to include the state pension. 

According to the findings, older workers are encountering barriers to returning to work, including lack of digital skills, unavailability of flexible working, lack of specific government initiatives, ageism, psychological barriers, and retraining needs.  

The longer the unemployed worker remains out of work, the harder it is for them to find a suitable position and the greater their risk of falling into forced retirement.

The report calls for a government-funded employment programme targeted at those who need support in changing careers, starting from the first day of unemployment for the over 55s. 

Lead researcher Dr Lynne Robertson-Rose from the University of Edinburgh added: “We set out to understand the financial vulnerability amongst those in their 50s and 60s and have been surprised by the bleak picture that the data paints.

“Any disruption in earning capability in the decade before the state pension is forcing older workers to draw down on savings earmarked for retirement with little ability to top up the pot, leading to the risk of financial vulnerability becoming lifelong. 

“We have access to rich data supplied to Smart Data Foundry by UK financial institutions and these insights have furnished us with the information that enabled us to make policy recommendations.  It also flags  opportunities for the financial services and fintech sector to innovate in order to help individuals better manage their finances.” 

Karen Barker, Head of Policy and Research at abrdn Financial Fairness Trust, added: “Making decisions about your pension is tricky to navigate, and for those on lower incomes, advice is too expensive.

“The Government needs to improve access to advice on pensions planning for those on lower incomes to avoid a living standards catastrophe.”  

ABRDN-OWLL-SDF-FullDownload

Poppyscotland wins Gold award for supporting Armed Forces community

Poppyscotland has been recognised by the Ministry of Defence for its outstanding help with employment for members of the Armed Forces community.

The Edinburgh-based charity was awarded the Defence Employer Recognition Scheme (ERS) Gold Award, the highest badge of honour given by the MoD.

The charity is one of 16 businesses and organisations in Scotland to receive the Gold award, with the scheme now in its ninth year. Poppyscotland, and its subsidiary, Lady Haig’s Poppy Factory, which employs a number of veterans with disabilities, both achieved the Silver award last year.

The Defence Employer Recognition Scheme encourages employers to support the Armed Forces community and inspire others to do the same. It runs bronze, silver and gold awards for employer organisations that demonstrate their support.

To win the gold award, they must provide 10 extra paid days leave for reservists and have supportive HR policies in place for veterans, reserves, Cadet Force adult volunteers, and spouses and partners of those serving in the Armed Forces.

They must also advocate the benefits by encouraging others to sign the Armed Forces Covenant and engage with the Employer Recognition Scheme. The Covenant is a promise to treat current and former service personnel and their families fairly, in areas from healthcare to housing.

Poppyscotland is Scotland’s leading Armed Forces charity, providing a wide range of services, including advice, financial support, and help with physical and mental health issues.

Austin Hardie, Director of Poppyscotland, said: “As an employer working directly at the heart of the Armed Forces community, we felt it was important that we show leadership and highlight the many benefits this scheme brings to both employer and employee. 

“Being awarded the Gold recognition is testimony to the values of Poppyscotland and our commitment to those who have served and are serving currently.  By espousing these values publicly, we also hope that it will encourage others to be involved in our life-changing welfare work that we provide to those in need in the Armed Forces community in Scotland.” 

Leo Docherty MP, Minister for Defence People, said: “Regardless of size, location or sector, employing members of the Armed Forces community is good for businesses.

“These awards recognise the outstanding support for our armed forces from employers across the UK and I would like to thank and congratulate each and every one.”

Scottish winners will be honoured at a ceremony at Stirling Castle on November 3rd.

TUC: Is it too hot to work?

  • UK Health Security Agency (UKHSA) releases level 3 heat-health alert for parts of UK
  • Forecasters warn temperatures will continue to climb and soar past 30 degrees C in some parts of the country
  • TUC calls on employers to make sure staff are protected from the sun and heat

The TUC has urged employers to make sure their staff are protected from the sun and heat after the UK Health Security Agency (UKHSA) issued a heat-health alert yesterday.

A Level 2 heat-health alert has been issued for the South West, East Midlands, West Midlands, North West and Yorkshire and the Humber regions.

And a Level 3 alert has also been issued for the East of England, South East and London regions.

Both alert levels are in place until 9am on Friday (15 July), with warm weather forecast across the country throughout the course of next week.

Climate change means that the UK will be subject to more frequent and intense heat waves – putting workers at greater risk.

Health warning

Working in hot weather can lead to dehydration, muscle cramps, rashes, fainting, and – in the most extreme cases – loss of consciousness. Outdoor workers are three times more likely to develop skin cancer.

The TUC says employers can help their workers by:

  • Sun protection: Prolonged sun exposure is dangerous for outdoor workers, so employers should provide sunscreen.
  • Allowing flexible working: Giving staff the chance to come in earlier or stay later will let them avoid the stifling and unpleasant conditions of the rush hour commute. Bosses should also consider enabling staff to work from home while it is hot.
  • Keeping workplace buildings cool: Workplaces can be kept cooler and more bearable by taking simple steps such as opening windows, using fans, moving staff away from windows or sources of heat.
  • Climate-proofing workplaces: Preparing our buildings for increasingly hot weather, by installing ventilation, air-cooling and energy efficiency measures.
  • Temporarily relaxing their workplace dress codes: Encouraging staff to work in more casual clothing than normal – leaving the jackets and ties at home – will help them keep cool. 
  • Keeping staff comfortable: Allowing staff to take frequent breaks and providing a supply of cold drinks will all help keep workers cool.
  • Talking and listening to staff and their union: Staff will have their own ideas about how best to cope with the excessive heat.
  • Sensible hours and shaded areas for outdoor workers: Outside tasks should be scheduled for early morning and late afternoon, not between 11am-3pm when UV radiation levels and temperatures are highest. Bosses should provide canopies/shades where possible.

The law

There’s no law on maximum working temperatures. However, during working hours the temperature in all indoor workplaces must be ‘reasonable’.

Employers have a duty to keep the temperature at a comfortable level and provide clean and fresh air.

The TUC would like to see a change in the law so that employers must attempt to reduce temperatures if they get above 24 degrees C and workers feel uncomfortable. And employers should be obliged to provide sun protection and water.

The TUC would also like ministers to introduce a new absolute maximum indoor temperature, set at 30 degrees C (or 27 degrees C for those doing strenuous jobs), to indicate when work should stop.

With climate change bringing higher temperatures to the UK, the government needs a plan on how to adapt and keep workers safe.

TUC General Secretary Frances O’Grady said: “We all love it when the sun comes out. But working in sweltering conditions in a baking shop or stifling office can be unbearable and dangerous.

“Indoor workplaces should be kept cool, with relaxed dress codes and flexible working to make use of the coolest hours of the day.

“And bosses must make sure outdoor workers are protected with regular breaks, lots of fluids, plenty of sunscreen and the right protective clothing.”

The UKHSA health-heat alerts are in place until Friday (15 July). More information is available at:https://www.gov.uk/government/news/heat-health-alert-issued-by-the-uk-health-security-agency

– The TUC is providing resources to workers on how to adjust workplaces to cope with extreme heat: Too hot, too cold – Too hot, too cold (tuceducation.org.uk)

New package of support to help over 50s jobseekers back into work

The UK Government has announced millions of pounds of new measures to tackle unemployment amongst the over 50s on benefits.

  • New measures set to help quarter of all jobseekers get back into work
  • Multi-million package will increase jobcentre support for over 50s including those thinking about retirement
  • Long term unemployed will be referred to the multi-billion-pound Restart Scheme which is already supporting a quarter of a million back into work

The new support follows ministers meeting their target to get half a million people into work in under six months, as part of the Way to Work jobs push launched in January.

Keeping up the momentum, £22 million will be invested in new measures to tackle unemployment amongst the over 50s on benefits, as a stable income is the best route for people to support themselves through challenging times.

Jobseekers over the age of 50 will have more one-to-one support at jobcentres to help them get into, and progress in work, boosting their earnings ahead of retirement.

This increased support will be boosted by 37 50PLUS Champions covering every district across England, Wales and Scotland who will work with local employers to help them realise how their recruitment could benefit from the talent of older workers.

Mid-life MOTs will also be available in jobcentres, targeting those thinking about retirement and engaging them to take stock of their skills and finances, and consider taking jobs that could boost their incomes based on their skills experience.

Minister for Employment, Mims Davies MP said: “Older workers are a huge asset to this country, and there are currently more than 400,000 over 50s in roles than before the pandemic.

“We’re increasing funding and support at every step of their journey up the career ladder, to ensure everyone gets the support they need to get into work, progress and use their experience to boost their earnings and plan for a better future.

“Helping people find the security of a stable income, through a job they can take pride in, is also one of the best ways for people to support their families during these challenging times.”

Carole Easton, Chief Executive at the Centre for Ageing Better, said: “Seeing DWP continue to recognise the importance of a bespoke approach to older workers is really welcome.

“We know that older workers face unique challenges, such as ageism in the workplace and a possible gap in skills compared to some of their younger counterparts, so we will gladly support any tailored action that begins chip away at these significant roadblocks standing in the way of older people accessing fulfilling work.”

Research shows that people over 50 are more likely to have caring responsibilities, with 12% of men and 16% of women aged 55-64 providing informal care and increased support from Work Coaches will help them navigate these barriers.

With the economy back on its feet, and the demand for experienced staff, the advice will help older workers make the right choice for them. And for those who have been out of work for nine months, the government’s Restart Scheme will provide a year of intensive support to get them back on the career ladder.

One year since its launch, the Restart Scheme is already seeing the first jobseekers take up work and leave the scheme and is currently supporting a quarter of a million people get the skills they need to re-enter the workforce.

This is part of the government’s renewed focus on growing the economy and helping people find work and boost their earnings.

Armed Forces Day – New career at Amazon for Bathgate military veteran

The team at the Amazon delivery station in Bathgate is celebrating Armed Forces Day (25th June) by shining a light on some of the veterans and reservists working across Amazon’s UK operations network. 

One of the veterans currently working at Amazon in Bathgate is Daniel Da Silva, who joined the company in 2020. 

The Amazon Military Programme offers members of the military community the opportunity to pursue a wide range of exciting new career paths at Amazon.

This year Amazon will recruit (or has recruited) over 300 veterans, reservists and military spouses across the business in over 35 different jobs ranging from health & safety specialists, engineers, sales managers and team leaders to senior managers. These new employees join over 2,500 already employed at Amazon since it commenced its military programme in 2011.  

Amazon has been awarded the Employer of the Year Award at the Ex-Forces in Business Awards for two years in succession for its outstanding efforts in supporting ex-services personnel and military spouses. The Ex-Forces in Business Awards is the world’s largest celebration of military veterans in second careers. 

The awards are dedicated to providing a much-needed platform for uncovering and showcasing the business achievements of ex-military, recognising the value veterans add to businesses as well as the employers that support the transition of servicemen and women.

Amazon’s military onboarding plan dedicated mentoring platform and thriving employee resource group ‘Warriors at Amazon’ continue to ensure our ex-forces have the best possible start to their second careers in Industry.

Amazon is also a proud signatory of the Armed Forces Covenant. The Covenant, originally introduced in 2011, has a focus on helping the Armed Forces community to access the same support from government and commercial services as the public. 

Amazon first signed the Armed Forces Covenant in 2013 and renewed its commitment in 2021, vowing to uphold its key principles and to demonstrate its commitment to serving personnel, reservists, veterans and families.

Daniel Da Silva joined Amazon two years ago and is currently working as a Health and Safety Coordinator based at the Bathgate delivery station. 

Before joining Amazon, Daniel decided at age 17 to join the marines in Portugal. Due to an injury after 12 months of training, Daniel was told he couldn’t finish the last three weeks of his course. After recovering from his injury, Daniel started the same training once again and after 12 months, he received his well-deserved blue beret. 

“At some point in life we all fall, but it is down to us to stand up and use that bad moment as a fuel for something greater,” he said. 

As lockdown struck, Daniel found it very hard to stay at home. His brother was working at Amazon, so he decided to apply for a temporary part-time job but decided to stay on with Amazon after lockdown restrictions lifted. 

“I started to enjoy the diversity of roles here and opportunities and when it came to the time to go back to my previous job, I decided to stay at Amazon,” Daniel said. 

“For six years of my life, I had done a lot of leadership training and learned a lot during that period. I can now use those experiences to put what I learned into practice at Amazon. It’s something that comes naturally to me now. 

“Amazon is a great company to work for and a brilliant place to develop skills. You can go up the levels if you have the passion and commitment to do so.” Daniel added. “Comparing the opportunities that we have at Amazon to the military, it’s a much safer environment and you can spend more time with family, which are two big bonuses for me.” 

Clare Cornbleet, Senior Delivery Station Manager at Amazon in Bathgate said: “The Amazon Military Programme has been a fantastic success and Daniel is one of the many brilliant veterans and reservists working in Amazon buildings here in Bathgate and around the UK.

“The skills learned in the military are highly transferable to a role at Amazon and we’re pleased to continue offering employment, training and development opportunities to former servicemen and women through our programme.” 

Gillian Russell, Principle Programme Manager, Global Military Affairs and retired Royal Navy Officer at Amazon, added: “The military community brings huge value to the workforce and we have a dedicated team focused on bringing that talent into Amazon.

“We offer opportunities across the whole business and we train, develop and support veterans, military spouses and Reserves to flourish and thrive here. We believe everyone should have the opportunity to lean new skills and build their career at Amazon.”

Launched in 2021 the Amazon Corporate Military Internship Program is one such opportunity. It offers a direct path into corporate roles in e-commerce for those transitioning from the Armed Forces.

Those on the programme are supported throughout their transition to the corporate world, including a military mentor who already works at Amazon, tailored support from line management and an on boarding buddy.

To find out more about beginning a career with Amazon, visit Amazon Jobs

Amazon provides competitive pay, comprehensive benefits and a modern, safe and engaging work environment for its employees. The roles pay a minimum of £10.00 or £11.10 per hour depending on location, and Amazon employees can also take advantage of Amazon’s pioneering Career Choice programme, which pre-pays 95% of tuition for courses in high-demand fields, up to £8,000 over four years, regardless of whether the skills are relevant to a career at Amazon. 

Amazon also provides opportunities to improve existing skills or learn new ones through internal career progression opportunities such as cross-training, transferring to a different department and promotion into a managerial role. 

Amazon has invested over £32 billion in the UK since 2010 to provide convenience, selection and value to UK consumers, while supporting tens of thousands of businesses and creative professionals including small businesses selling on Amazon’s online stores, Amazon Web Services developers and Kindle Direct Publishing authors.  

Young people urged to apply for Job Start Payment

Extra money for unemployed young people who are starting work

Eligible 16-24 year olds who are already receiving certain other benefits or tax credits are being encouraged to apply for Job Start Payment – a one-off payment worth £267.65, or £428.25 if the applicant has children.

Job Start Payment helps young people with the costs of starting a job after a period of being unemployed. The payment can help with the costs of travel, work clothes or childcare.

Speaking at Start Scotland, which delivers an employability programme supporting young people in Edinburgh, Minister for Social Security Ben Macpherson said: “Our Job Start Payment provides financial support for eligible young people who are starting a new job.

“We have provided this payment since summer 2020 and want to see even more people making use of it, particularly given the current cost of living pressures.

“The payment is designed to support young people with the costs of starting a job by relieving financial pressures, as they wait for their first pay cheque.

“We are also helping young people to access education and employment by providing free bus travel to all under 22 year olds. This will help young people travel sustainably, while cutting commuting costs for people starting a new job – meaning that young people can use their Job Start Payment to pay for other costs.

“I would encourage anyone who thinks they may be eligible to find out more from Social Security Scotland and apply for this benefit, which is only available in Scotland.”

Job Start Payment is available to eligible young people who have been offered a job after being out of work for at least six months to the day they were offered the job and are in receipt of a qualifying benefit.

Care leavers can apply for a further year, up to the day before their 26th birthday, and only need to be out of work and in receipt of a qualifying benefit on the day of their job offer.

Young people can find pre-application advice for Job Start Payment, which includes eligibility and award amounts, and apply at the mygov.scot website.