As many as 20,000 jobs in London's financial district are likely to be wiped out due to the financial crisis, a survey showed on Sunday.
The Sunday Telegraph reported that Experian, which provides data and forecasts to government and private bodies, had slashed its predictions for job growth in the City of London and Canary Wharf to a fall of up to 5 percent from its previous forecast of flat net employment this year.
Experian expects between 10,000 and 20,000 jobs to be lost over the year, with the majority going from the financial sector.
With up to 400,000 people employed in London's financial district, a fall of this scale could severely affect the economy, dragging commercial property prices down and hitting related industries such as IT and telecoms, it said.
Reporting by Miyoung Kim; Editing by Quentin Bryar
Source: http://uk.reuters.com
View Article
Monday, 28 January 2008
Monday, 21 January 2008
OurLondonJobs.com – Talent Pool
OurLondonJobs.com – Talent Pool
OurLondonJobs.com – A generalist jobs board covering industries across London broadcasts new developments to its existing site (www.OurLondonJobs.com).
The site integrates new functionalities that aspire to aid recruiters whilst navigating throughout the site
As OurLondonJobs.com continues to attract an escalating number of jobseekers each month, the new enhancements provide clients with the tools to identify delivered candidates
The site introduces new features such as a CV database which allows clients to view jobseekers criteria’s and search though resumes by using a number of different search options.
Other features include, the ability for clients to see the number of views and applications for the jobs the have posted onto the site, the option of purchasing job credits online Plus more.
Natalie Adams, OurLondonJobs.com comments “Here at OurLondonJobs we are extremely committed to providing excellent customer service; these enhancements reflect our dedication to clients and will go to extreme lengths to meet client expectations”
For information on advertising on OurLondonJobs.com, please contact Natalie Adams on 0207 2576 214 or at info@OurLondonJobs.com
www.OurLondonJobs.com
OurLondonJobs.com – A generalist jobs board covering industries across London broadcasts new developments to its existing site (www.OurLondonJobs.com).
The site integrates new functionalities that aspire to aid recruiters whilst navigating throughout the site
As OurLondonJobs.com continues to attract an escalating number of jobseekers each month, the new enhancements provide clients with the tools to identify delivered candidates
The site introduces new features such as a CV database which allows clients to view jobseekers criteria’s and search though resumes by using a number of different search options.
Other features include, the ability for clients to see the number of views and applications for the jobs the have posted onto the site, the option of purchasing job credits online Plus more.
Natalie Adams, OurLondonJobs.com comments “Here at OurLondonJobs we are extremely committed to providing excellent customer service; these enhancements reflect our dedication to clients and will go to extreme lengths to meet client expectations”
For information on advertising on OurLondonJobs.com, please contact Natalie Adams on 0207 2576 214 or at info@OurLondonJobs.com
www.OurLondonJobs.com
LOOK BEFORE YOU LEAP – DON’T JUMP INTO THE FRYING PAN WHEN CHANGING JOBS
There will be many things on your mind when you are looking to change jobs, better money and prospects, better salary, less travel, but you also need to think about what obstacles your present employer may have placed in your way. There are often ways around these problems but you do need to be aware of the key issues.
Here are a few areas that are worth considering before you take the plunge.
Restrictions in Your Contract
The first consideration is to see if your contract tries to control what you can do after your employment comes to an end.
An employer can seek to do this in many ways, whether by banning competition, banning approaches to clients, banning dealing with clients (even if it is the client that makes the initial approach and not the former employee), or banning the poaching of former colleagues.
Many employees take the view that these types of restriction are worthless, but as recent cases have shown, courts are prepared to uphold restrictions if they satisfy the necessary legal requirements.
Preparatory Acts
Even where your contract contains no express restriction, certain types of preparatory activity during employment will be prohibited by law. These include anything done in your employer’s time, soliciting clients, soliciting exclusive suppliers, entertaining offers from clients and memorising trade secrets or confidential information.
Loss of Rewards
It is common place for bonus clauses to state that no bonus payment will be made if an employee is not employed or is under notice at a specified date. If you are lucky enough to be able to pick your time of leaving should always be in your mind when you are considering the timing of your resignation.
Similarly share options will often lapse at the end of employment, or will have to be exercised within a limited time of the last day of employment.
Pay back and return of property
Contracts often contain clauses requiring an employee to pay back all sums due to the employer at the end of the employment, or to allow the employer to deduct these sums from the final salary payment. This can come as a nasty surprise if you have just taken out a large season ticket loan.
Contracts also often require all property to be returned at the end of employment, which should be borne in mind if you have personal information on computers or mobile phones.
Clearly there are many issues to be considered, with the starting point being careful and professional consideration of your employment contract.
Here are a few areas that are worth considering before you take the plunge.
Restrictions in Your Contract
The first consideration is to see if your contract tries to control what you can do after your employment comes to an end.
An employer can seek to do this in many ways, whether by banning competition, banning approaches to clients, banning dealing with clients (even if it is the client that makes the initial approach and not the former employee), or banning the poaching of former colleagues.
Many employees take the view that these types of restriction are worthless, but as recent cases have shown, courts are prepared to uphold restrictions if they satisfy the necessary legal requirements.
Preparatory Acts
Even where your contract contains no express restriction, certain types of preparatory activity during employment will be prohibited by law. These include anything done in your employer’s time, soliciting clients, soliciting exclusive suppliers, entertaining offers from clients and memorising trade secrets or confidential information.
Loss of Rewards
It is common place for bonus clauses to state that no bonus payment will be made if an employee is not employed or is under notice at a specified date. If you are lucky enough to be able to pick your time of leaving should always be in your mind when you are considering the timing of your resignation.
Similarly share options will often lapse at the end of employment, or will have to be exercised within a limited time of the last day of employment.
Pay back and return of property
Contracts often contain clauses requiring an employee to pay back all sums due to the employer at the end of the employment, or to allow the employer to deduct these sums from the final salary payment. This can come as a nasty surprise if you have just taken out a large season ticket loan.
Contracts also often require all property to be returned at the end of employment, which should be borne in mind if you have personal information on computers or mobile phones.
Clearly there are many issues to be considered, with the starting point being careful and professional consideration of your employment contract.
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