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Candidate Resources

What Careers Can You Do With A Science Degree?

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Job Seeker Resources
At Hall Recruitment, we believe that providing services and resources to support our candidates is key to helping them achieve their professional goals and finding their dream job.
Table of Contents

Careers In Science And Research

Science and research are crucial fields that drive innovation and progress in various sectors, including medicine, technology, agriculture, and more. As such, there is always a demand for talented scientists and researchers who can make significant contributions to their respective fields. However, finding the right career opportunities in science and research can be challenging, particularly for recent graduates and those looking to switch careers. That’s where recruitment agencies like Hall Recruitment can provide valuable assistance.

Science and research careers can be incredibly diverse, with opportunities available across various industries and sectors. From academic research to pharmaceuticals, biotechnology, environmental science, and beyond, there are numerous paths that scientists and researchers can pursue. Some common roles in science and research include research assistants, laboratory technicians, data analysts, project managers, and research scientists.

Careers in Science and Research
The blog post highlights the importance of science and research careers and how recruitment agencies like Hall Recruitment can assist individuals in finding suitable job opportunities.

Where Can I Go For Jobs In Science And Research?

Recruitment agencies like Hall Recruitment can help aspiring scientists and researchers find the right career opportunities that match their skills, qualifications, and interests. These agencies have extensive networks and partnerships with leading organizations and institutions in the science and research industry, enabling them to identify job openings that may not be publicly advertised.

One of the most significant advantages of working with a recruitment agency like Hall Recruitment is the personalized support they provide. These agencies typically have experienced recruiters who specialize in science and research careers and can offer expert guidance on job search strategies, resume and cover letter writing, interview preparation, and more. This level of support can be particularly beneficial for those who are new to the science and research industry or who are unsure about the specific career path they want to pursue.

Recruitment agencies also offer a streamlined and efficient job application process. Rather than spending hours searching for job openings and submitting applications, candidates can rely on the agency to handle these tasks on their behalf. The agency’s recruiters can also provide feedback on applications and help candidates tailor their materials to specific job requirements.

Another advantage of working with a recruitment agency like Hall Recruitment is the access to a broader range of job opportunities. Agencies often work with a variety of clients, including large corporations, start-ups, non-profits, and academic institutions, which means they can provide candidates with a diverse range of job options.

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Candidate Resources

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Job Seeker Resources
At Hall Recruitment, we believe that providing services and resources to support our candidates is key to helping them achieve their professional goals and finding their dream job.
Table of Contents
  • Conclusion

    • The Importance of Reading Between the Lines on Job Descriptions

    The Importance of Reading Between the Lines on Job Descriptions
    Outline: When searching for a job especially executive-level positions, relying solely on job descriptions can lead to problems due to a lack of accuracy and alignment in job specifications. To navigate this issue, candidates should throw away the job spec, identify the “real” job by asking questions during the interview process, draft their own job spec, and confirm their understanding with their prospective boss via email. By following these steps, candidates can avoid misaligned expectations and increase the likelihood of success in their new role.

    When searching for a job, reading the job description is often the first step to determining if a role is a good fit. However, relying solely on the written job specification can lead to problems, especially at the executive level. In this blog post, we explore the importance of reading between the lines on job descriptions and offer guidance on how to uncover the truth during the interview process.

    Read our related previous article about the importance of researching your potential new employer before your interview here.

    The average tenure for C-suite executives is shockingly low, especially considering the high investment in the search process. One reason for this is the lack of accuracy and alignment in job specifications. Alignment occurs when the expectations, responsibilities allocated, and skills required are consistent. When these elements do not align, it can be difficult for new hires to perform their duties effectively, and friction can arise as they try to influence peers who have responsibility over activities the new hire is expected to impact.

    To navigate misaligned or poorly defined jobs, candidates must take four key steps to increase the likelihood that the role they take will be a good fit. These steps include:

    1. Throwing away the job spec
    2. Identifying the “real” job
    3. Drafting your own job spec
    4. Confirming understanding

    Throw away the job spec.

    Job specifications for high-level roles are often highly detailed and lengthy. Companies want to make jobs seem as attractive as possible and may embellish the description. Writing a cohesive, internally consistent job spec is also not easy. The consequence is that the job spec may not accurately reflect the actual job, so candidates must throw away the job spec and uncover the real job on their own.

    Identify the “real” job.

    To understand the real attributes of a job, candidates must ask questions throughout the interview process. Investigating expectations, responsibilities, resources allocated, primary contingent peers, and desired candidate experience are essential. This process may not be easy, as interviewers may become defensive when they don’t know the answers, and different people may provide different answers, signalling a lack of clarity and/or communication regarding the role.

    Draft your own job spec.

    Based on your research, write a short version of your understanding of the job. Use the following five questions, to help you summarize your understanding, being as specific as possible.

    1. What criteria are used to define success at different time intervals? (i.e. expectations)
    2. What are the specific duties and tasks assigned? (i.e. responsibilities)
    3. Which departments and positions are assigned to the role, and what is the budget? (i.e. allocated resources)
    4. Who are the primary peers that will impact success in the position, and how are objectives and incentives aligned to ensure cooperation? (i.e. primary contingent peers)
    5. What are the primary skills and experience required in the ideal candidate? (i.e. desired candidate experience)

    The objective is to crystallize the key job attributes into a simple document that can become the basis for discussion and negotiation.

    Confirm understanding.

    Should everything go well in the interview and you are given an offer letter. Draft a summary of your understanding of the job and verify this with your prospective boss via email. Things are always clearer when they are written down. This is important as verbal discussions can be misinterpreted and recalled incorrectly. Having a written and clarified understanding is important before accepting a job as issues commonly arise regarding expectations or responsibilities within the first month in a new position.

    Conclusion

    In conclusion, reading between the lines on job descriptions is critical when searching for senior-level positions. While job specifications are important, they are not always an accurate reflection of the actual job. To increase the likelihood of success, candidates must identify the “real” job, draft their own job spec, and confirm their understanding of the role before accepting an offer of employment. By following these steps, candidates can avoid misaligned expectations and increase the odds of a successful tenure in their new role.

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    Psychological Safety

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    Table of Contents
  • Employer Resources:
  • Can Psychological Safety And Accountability Go Together?
  • How to Foster Both Psychological Safety and Accountability
  • Conclusion:

    • Candidate Resources

    Job Seeker Resources
    At Hall Recruitment, we believe that providing services and resources to support our candidates is key to helping them achieve their professional goals and finding their dream job.

    Should I stay or Should I go?

    You may be pondering this very question as we speak. Should I stay, or should I go? As a leading Dublin recruitment agency, we know that one of the defining reasons working professionals are re-enter the job market is due to a base level need previously explained in Maslow’s hierarchy of needs pyramid: Psychological Safety.

    Psychological safety is a fundamental need for human beings, and it plays a crucial role in our decision to stay or leave our current employer. According to Maslow’s hierarchy of needs, psychological safety is a key component of self-actualization, which is the highest level of need in the hierarchy.

    What is Psychological Safety?

    Psychological safety refers to the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns or even making mistakes. It’s a feeling of being able to express yourself without fear of negative consequences. It’s important to note that psychological safety isn’t the same as comfort, or being free of criticism, but it’s the confidence that the team has the best interest of one another at heart.

    Why is Psychological Safety important in the Workplace?

    Psychological safety is a critical factor in creating a healthy workplace culture. When employees feel safe to express themselves, they are more likely to contribute their best work and take risks. Employees are willing to share new ideas, offer solutions to problems and can learn from their mistakes without feeling the need to hide or blame. It encourages collaboration and team members can feel safe to give constructive feedback and offer differing opinions. In essence, a psychologically safe workplace cultivates an environment where innovation and growth can thrive.

    When it comes to staying or leaving a job, psychological safety is a significant factor in the decision-making process. Employees who feel psychologically safe are more likely to stay with their current employer, as they feel valued and that their contributions are making an impact. On the other hand, employees who feel unsafe in the workplace, whether due to a toxic work environment or fear of retaliation for speaking up, are more likely to leave.

    Employer Resources:

    Business Resources
    At Hall Recruitment, we understand that finding the right talent is crucial to the success of any business. That’s why we are committed to providing critical guidance and support to employers, helping them find the best candidates and build a strong team that can drive their business forward.

    Can Psychological Safety And Accountability Go Together?

    Psychological Safety Needs and Accountability
    Creating a culture that values both psychological safety and accountability can lead to a healthy workplace that fosters innovation, growth, and success.

    Psychological safety and accountability are two critical components of a healthy workplace culture. However, it’s not always clear whether these two concepts can coexist in the same workplace. In this blog post, we will explore the relationship between psychological safety and accountability and whether they can go together.

    What is Accountability?

    Accountability refers to taking responsibility for one’s actions and decisions. It’s the acknowledgment that you are responsible for your work and the outcomes of your decisions. Accountability is essential for creating a productive and efficient workplace where employees take ownership of their work and strive to achieve their goals.

    Can Psychological Safety and Accountability Coexist?

    The short answer is yes, psychological safety and accountability can coexist in the same workplace. In fact, they are complementary concepts that can reinforce each other. Here’s how:

    Accountability can enhance psychological safety:

    When employees know that they are accountable for their actions and decisions, they are more likely to take their work seriously and strive for excellence. This can lead to increased trust among team members and a greater sense of psychological safety.

    Psychological safety can enhance accountability:

    When employees feel psychologically safe, they are more likely to take a chance and share their ideas without feelings of discouragement. This can lead to more innovative and effective solutions to problems. However, psychological safety can only thrive when there is a sense of accountability. Employees need to know that their contributions are valued, and that they will be held accountable for their work.

    Leadership is key:

    The relationship between psychological safety and accountability is heavily influenced by leadership. Leaders must create a culture that encourages both psychological safety and accountability. This includes setting clear expectations, providing feedback, and holding employees accountable for their actions while ensuring that everyone feels heard and valued.

    How to Foster Both Psychological Safety and Accountability

    Fostering a workplace culture that values both psychological safety and accountability requires deliberate efforts. Here are some strategies for achieving this:

    1. Set clear expectations:

    Leaders must set clear expectations for employees, including the goals and outcomes they are expected to achieve. Employees need to understand what is expected of them, and how they will be held accountable for their work.

    2. Provide feedback:

    Regular feedback is essential for promoting both psychological safety and accountability. Feedback should be constructive, specific, and timely, and should focus on both successes and areas for improvement.

    3. Encourage open communication:

    Encourage open communication, active listening, and the exchange of ideas. This creates an environment where employees feel heard and valued, and where they can share their thoughts and concerns without fear of negative consequences.

    4. Lead by example:

    Leaders must lead by example and model the behaviour they expect from their employees. This includes taking responsibility for their actions and decisions, admitting to mistakes, and showing vulnerability.

    Conclusion:

    In conclusion, psychological safety and accountability can coexist in the same workplace. In fact, they are complementary concepts that can reinforce each other. Leaders must create a culture that values both psychological safety and accountability by setting clear expectations, providing feedback, encouraging open communication, and leading by example. By doing so, they can create a healthy workplace culture that fosters innovation, growth, and success.

    Hiring Toolkit Facilities Pay Scale

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    What is the Future of Facilities Management in Ireland?

    Facility Management Pay Scales
    Exploring the Salaries of Different Roles in the Facilities Management Industry: A Comprehensive Guide
    Table of Contents
  • Facility Management: Understanding the Salary Landscape
  • Summary

    • Facility Management: The Booming Industry with Impressive Salaries

    Facility management is a critical aspect of any business or organization. It covers a wide range of responsibilities, including maintenance, security, cleaning, and energy management. The demand for skilled professionals in this field has increased significantly over the past few years, making it a lucrative and exciting industry to pursue a career in.

    Employee Index

    In the 12 months to November 2022, the seasonally adjusted employee index increased by 5.6%, with female employees seeing a 6.1% rise and male employees experiencing a 5.1% growth. This positive trend is also evident across all age groups, with the highest increases observed in those aged 65 years and over (+13.0%) and those aged 60-64 years (+7.9%).

    Table of Statistics:

    Facilities Management Salary Guide 2023
    For those considering a career in facility management, the salary outlook is promising. The table below shows the average salaries for various roles in the industry, with the permanent and contract salaries clearly indicated. From electrical technicians to facilities managers, the salaries range from €45,000 to €80,000 per year. With increasing experience, the salaries only continue to rise, making this a field worth investing time and effort into.

    Evaluating Salaries

    For those just starting out in their careers, the contract salaries can serve as a great starting point, with the opportunity for growth and promotion to a permanent role. As a professional gains experience, the salaries continue to increase, making facility management a great option for those looking for stability and financial security.

    Another factor to consider when evaluating salaries in the facilities management industry is the type of employment agreement. As seen in the table, there is a clear difference between the salaries of permanent employees and those working on contract. For example, an electrical technician with 3-5 years of experience earns €47,750.00 per year as a permanent employee, while their contract counterpart earns €24.49 per hour. Similarly, a facilities manager earns €57,500.00 per year as a permanent employee, while they earn €29.49 per hour as a contract worker.

    It’s worth noting that while contract workers may earn lower hourly rates, they may have the opportunity to work on multiple projects and earn a higher overall salary. On the other hand, permanent employees often receive benefits such as health insurance, paid time off, and a pension plan, which can offset the difference in pay.

    Finally, it’s important to consider the role and experience level when evaluating salaries in the facilities management industry. For example, a facilities engineer with 5+ years of experience earns €60,000.00 per year as a permanent employee, while a maintenance technician with the same level of experience earns €57,500.00 per year. Similarly, a facilities manager earns a higher salary than a facilities co-ordinator or maintenance manager, reflecting the increased level of responsibility and decision-making authority.

    Facility Management: Understanding the Salary Landscape

    Facility management is an essential aspect of modern business operations, encompassing a range of services, from building maintenance and security to energy management and sustainability. With the growing importance of facility management, it’s important for industry professionals to understand the current salary landscape.

    Facilities Management Graph and Chart
    The salary reports provide an overview of the average salaries for various facility management roles in the permanent and contract sectors. These reports are based on experience levels, with separate figures provided for individuals with 0-3 years, 3-5 years, and 5+ years of experience.

    Electrical Technician

    This role is responsible for the maintenance and repair of electrical systems and equipment. In the permanent sector, electrical technicians with 0-3 years of experience earn an average salary of €45,000, while those with 3-5 years of experience earn €47,750. Individuals with 5+ years of experience in this role can expect to earn €55,000. In the contract sector, electrical technicians earn €23.08 for 0-3 years of experience, €24.49 for 3-5 years, and €28.21 for 5+ years.

    Facilities Coordinator

    This role involves coordinating and managing a range of facility management services. In the permanent sector, facilities co-ordinators with 0-3 years of experience earn an average salary of €30,600, while those with 3-5 years of experience earn €37,000. Individuals with 5+ years of experience in this role can expect to earn €44,400. In the contract sector, facilities co-ordinators earn €15.69 for 0-3 years of experience, €18.97 for 3-5 years, and €22.77 for 5+ years.

    Facilities Engineer

    This role involves the design, construction, and maintenance of facilities and systems. In the permanent sector, facilities engineers with 0-3 years of experience earn an average salary of €55,000, while those with 3-5 years of experience earn €57,500. Individuals with 5+ years of experience in this role can expect to earn €60,000. In the contract sector, facilities engineers earn €28.21 for 0-3 years of experience, €29.49 for 3-5 years, and €30.77 for 5+ years.

    Facilities Manager

    This role is responsible for overseeing all aspects of facility management, including budgeting, staffing, and maintenance. In the permanent sector, facilities managers with 0-3 years of experience earn an average salary of €50,000, while those with 3-5 years of experience earn €57,500. Individuals with 5+ years of experience in this role can expect to earn €75,000. In the contract sector, facilities managers earn €25.64 for 0-3 years of experience, €29.49 for 3-5 years, and €38.46 for 5+ years.

    Facilities Technician

    This role is responsible for maintaining and repairing a range of facilities and systems. In the permanent sector, facilities technicians with 0-3 years of experience earn an average salary of €50,000, while those with 3-5 years of experience earn €52,250. Individuals with 5+ years of experience in this role can expect to earn €55,500. In the contract sector, facilities technicians earn €25.64 for 0-3 years of experience, €26.79 for 3-5 years, and €28.46 for 5+ years.

    Maintenance Engineers

    From our current figures in this permanent role can expect to earn between €36,500 and €60,000, while those in contract roles can expect to earn between €18.72 and €30.77 per hour.

    Maintenance Managers

    As you can see from the table, maintenance managers in permanent positions have the potential to earn between €55,000 and €80,000, while those in contract roles can expect to earn between €28.21 and €41.03 per hour.

    Maintenance Team Leads

    Maintenance team leads in permanent positions have the potential to earn between €58,000 and €80,000, while those in contract roles can expect to earn between €29.74 and €41.03 per hour.

    Maintenance Technicians

    Maintenance technicians in permanent positions can expect to earn between €39,000 and €57,500, while those in contract roles can expect to earn between €20.00 and €29.49 per hour.

    Mechanical Technicians

    Finally, mechanical technicians in permanent positions can expect to earn between €42,500 and €55,000, while those in contract roles can expect to earn between €21.79 and €28.21 per hour.

    Summary

    In conclusion, the salaries of facility management professionals vary greatly depending on the sector they work in, their role, and their years of experience. Whether in permanent or contract roles, the salaries of these professionals can range from €20,000 to €80,000 or more. To maximize their earning potential, facility management professionals should focus on developing their skills and gaining experience in their chosen field.

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    Interview Questions No.One

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    Where do you see yourself in the next five years?

    Top 10 Job Interview Questions Answered
    Crafting a winning answer to the interview question: “Where do you see yourself in the next five years?” Show enthusiasm, focus on growth, align with company values, be realistic, and leave room for flexibility.
    Table of Contents
    1. Where do you see yourself in the next five years?
      1. Answering the question
        1. Show your enthusiasm for the company:
        2. Focus on growth:
        3. Align with company values and mission:
        4. Be realistic:
        5. Leave room for flexibility:
      2. Summary
      3. CV Tips – Understand the difference between happiness and satisfaction
        1. What brings you satisfaction and happiness in your job?
        2. How do your values align with your job?
        3. What do you want to be able to say you accomplished in your job?

    If you’re looking for a new job head over to our job board now by clicking here.

    Answering the question

    The interview question “Where do you see yourself in the next five years?” is a common one for job seekers. As a candidate, it’s important to have a well-thought-out answer that showcases your goals, ambition, and alignment with the company’s mission. Here are a few tips for crafting your response.

    Show your enthusiasm for the company:

    Start by expressing your excitement about the company and the opportunity to work with their team. Show that you have done your research and are eager to contribute to their success.

    Focus on growth:

    Discuss your professional goals and how you plan to grow and develop in your career. Mention specific skills or areas you’d like to improve upon and how you plan to do so.

    Align with company values and mission:

    Share how your personal and professional goals align with the company’s mission and values. Explain how you hope to contribute to the company’s success and make a positive impact.

    Be realistic:

     It’s important to be honest and realistic about your future goals. If you hope to move into a leadership role in five years, for example, discuss your plans for acquiring the skills and experience necessary for that role.

    Leave room for flexibility:

    Remember that the future is unpredictable, so it’s okay to acknowledge that your plans could change. Emphasize your willingness to adapt to new opportunities and challenges that may arise.

    Summary

    In conclusion, when answering the question “Where do you see yourself in the next five years?” make sure to express your enthusiasm for the company, focus on growth, align with the company’s mission, be realistic, and leave room for flexibility. This will show the interviewer that you are dedicated, ambitious, and a good fit for the company’s future.

    CV Tips – Understand the difference between happiness and satisfaction

    As recruiters it’s clear that the “Great Resignation” during the pandemic made people rethink their jobs. However, changing jobs does not necessarily increase your happiness. Before leaving your job, it’s important to consider what you like about it. Start by understanding the difference between happiness and satisfaction and identify the aspects of your job that bring you joy. Here are three questions to reflect on:

    What brings you satisfaction and happiness in your job?

    The process of your work affects daily happiness while the outcome of your work affects long-term satisfaction.

    How do your values align with your job?

    Understanding your values can help you appreciate the aspects of your job that bring satisfaction. Some common values that drive people are autonomy, teamwork, creativity, job security, performance income, power, leadership, kindness, diversity, moral fulfilment, honesty, adventure, ingenuity, etc.

    What do you want to be able to say you accomplished in your job?

    Reflecting on the impact you want to make can give you a sense of satisfaction with your work. Some examples of the impacts and accomplishments you can make from your career are: Revenue or sales you increased for your employer or money you have saved for them. Problems that you identified and resolved.

    By answering these questions, you can gain valuable insight into the best parts of your work life and make informed decisions about your future.

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    What accounts positions are entry level?

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    What accounting positions are entry level?
    Table of Contents
  • Is it hard to get an entry level accounts job?
  • Ways to increase your chances of getting an accounts job.

    • What accounts positions are entry level?

    Accounting is a field that offers a wide range of job opportunities for people at all levels of experience. However, for those just starting out in the field, there are a few specific jobs that are considered entry-level positions.

    Accounts Payable Administrator

    One of the most common entry-level accounts jobs is that of an Accounts Payable Administrator. These individuals are responsible for processing invoices and making payments to suppliers. They also handle expense reports and perform other administrative tasks related to accounts payable.

    Accounts Receivable Administrator

    Another entry-level accounts job is that of an Accounts Receivable Administrator. These individuals are responsible for managing a company’s incoming payments, including issuing invoices and collecting on overdue accounts. They also reconcile customer accounts and perform other administrative tasks related to accounts receivable.

    Bookkeeping

    Bookkeeping is another entry-level account job. These professionals are responsible for maintaining accurate financial records, including recording and reconciling transactions, preparing financial statements, and managing accounts payable and receivable.

    Overall, entry-level accounts jobs provide a great starting point for those looking to break into the field. These jobs offer hands-on experience and the opportunity to learn the basics of accounting, while also providing a path for advancement within the profession.

    Is it hard to get an entry level accounts job?

    Accounts offers a wide range of job opportunities for people at all levels of experience. In recent months qualified and part qualified accountants are in high demand due to the decreased popularity of accountants continuing their education in the field. That being said, many new graduates and entry-level job seekers may wonder if it is difficult to land an entry-level accounts job.

    The short answer is it depends. The job market for entry-level accounts jobs can vary depending on the location and industry. In general, larger cities and urban areas tend to have more job opportunities available than smaller towns and rural areas. Additionally, industries such as finance and technology tend to have a higher demand for accounts professionals than others. We have found in Ireland that rural communities with ties to global technology, pharma and industrial organisations have struggled to attract qualified accountants to their latest accounts career opportunities. Those most qualified for the roles reside in larger cities like Dublin as well as urban commuter towns and given the current housing crisis and rise in cost of living, must weigh the benefits of uprooting their lives for a new career opportunity.

    The accounts field is known for being competitive and it can be challenging to land an entry-level job, especially in a tight job market. Many entry-level accounts positions require candidates to have a strong understanding of accounting principles and some prior experience. This can be difficult for new graduates who have not had the opportunity to gain much experience yet.

    Ways to increase your chances of getting an accounts job.

    Gain Relevant Experience

    However, there are several ways to increase your chances of getting an entry-level accounts job. One of the most important things you can do is to gain relevant experience, either through internships, volunteer work, or part-time jobs. This will not only give you the skills and knowledge necessary to succeed in an entry-level accounts role, but it will also make you stand out to potential employers.

    Persue a Third Level Qualification

    Another important thing is to earn a degree in accounting or related field and get certified in accounting. This will demonstrate to employers that you have the knowledge and qualifications needed to succeed in the field.

    Networking

    Networking is also crucial in this field and reaching out to professionals in the industry can help you learn about job opportunities and gain valuable insights into the field.

    Register with a Recruitment Agency

    Registering with a recruitment agency that specialises in finance and accounts is the best way to learn about new opportunities before they are advertised to the public and have advocates to help you forge your career path.  

    In summary, it is not impossible to get an entry-level accounts job. It may take some effort and persistence, but by gaining relevant experience, earning a degree and certification, networking, and registering with a recruitment agency, you can increase your chances of landing your dream job.

    Facilities Management-What are Hard Services?

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    Understanding Facility Management-What are Hard Services?

    What are Hard Services?

    Hard services in facility management refer to the tangible, physical aspects of maintaining and operating a building or facility. This includes tasks such as building maintenance, cleaning, security, and energy management.

    Hard services are vital to the functioning of any facility as they ensure that the building is safe, clean, and comfortable for the people who use it. Without regular maintenance and upkeep, a facility can quickly become dilapidated and unsafe, leading to costly repairs and disruptions in operations.

    But hard services don’t have to be seen as just a necessary evil. In fact, there are many aspects of hard services that can be quite enjoyable and rewarding. For example, building maintenance can be a great opportunity to work with your hands and see the tangible results of your labor. It’s also a chance to be creative and come up with new solutions to problems. Additionally, energy management can be fun as it offers an opportunity to be innovative and find ways to reduce costs and create a more sustainable facility.

    Overall, hard services in facility management are an essential part of keeping a building running smoothly, but they can also be a lot of fun when approached with the right attitude. Whether you’re a building manager, a maintenance worker, or an energy manager, there are plenty of opportunities to learn new skills and make a real impact on the facility and the people who use it.