Wingwalkers
search Merseyside for ambitious high flyers..!
THE world’s
only formation wingwalking team, Team Guinot, is scouring Merseyside
for ambitious high flyers that would rather spend their time
strapped to the wing of an aircraft than strapped to a desk all
summer!
The team, who perform wingwalking displays across the UK, is
delighted to have landed new sponsors for 2007. Skincare specialists
Guinot are sponsoring four wingwalking biplanes and the team needs
TWO NEW WINGWALKERS to join full time professionals Sarah Tanner and
Lucy Foster.
“Wingwalking is the best job in the world” says
24-year-old wingwalker Sarah, “Standing on the wing of a
biplane as it dives into a loop at 150mph is incredible! This is a
great opportunity for Merseyside daredevils, we perform at Southport
Airshow each summer so whoever lands the job would hopefully display
at their home show; the sky really is the limit with this job!”
During summer 2007
four Guinot branded Boeing Stearman biplanes will roar into airshows
across the UK and Ireland with wingwalkers standing on the top wing.
The aircraft will display a breathtaking sequence of loops, rolls
and turns while wingwalkers wave and perform handstands against
immense wind pressure enduring over 4 G (gravitational pull four
times their own body weight).
“This is a once in a lifetime opportunity. There have been less than 20
professional wingwalkers in history. Wingwalking is about great
performance and successful applicants will be trained to climb
around the aircraft in mid flight and will choreograph dance
routines to dazzle spectators on the ground. Wingwalkers need
fantastic fitness and agility and of course a head for heights and
nerves of steel.” said team leader Vic Norman.
Team Guinot are
looking for wingwalking finalists from each region of the UK and
Ireland, of course including Merseyside; successful applicants will
be invited to a finals day at the team’s base in Gloucestershire in
March to battle it out for the honour of their region and for the
job!
To apply for the ultimate in highflying careers and land a slot as
the Merseyside finalist pick up an application form from your local
Guinot salon or call 01285 831774. For further details
regarding Team Guinot please contact Rhiannon Roche on 07833 302699.
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Top
tips for recruiting top staff in 2007
NEW year, new
employees? Small businesses consistently rank attracting skilled
staff as one of their main problems and ACCA (the Association of
Chartered Certified Accountants) says that many are now turning to
their accountants to help them in the recruitment process. ACCA is
the accountancy body which advises more small businesses than any
other in the UK.
As well as being an expensive process, hiring the right person for
the right job can also be time-consuming. It is essential to recruit
staff who have the skills to fulfil a role, as employing the wrong
candidate can be potentially expensive and damaging, especially to a
small business.
John Davies, head of business law at ACCA said:- “Businesses
should remember that dismissal can be a lengthy and costly process.
In the unfortunate event of a bad recruitment choice a company will
invariably find itself having to re-advertise the position resulting
in further expense, on top of the disruption to the company’s
business.”
ACCA’s 10 top tips provide good guidance for small businesses in
their search for the right person who will help their business
develop:-
1. Remember that discrimination in the recruitment process can
result in a courtroom battle. There is a raft of legislation making
discrimination on the grounds of race, sex and disability illegal.
In October, the Employment Equality (Age) Regulations 2006 came into
place now making ageism in the workplace, from the boardroom to the
shop-floor illegal. All policies and practices relating to
recruitment, promotion and retirement, including application forms
and interview techniques must now be age-neutral. Employers need to
assess the language and images they use in their recruitment
adverts, so as to avoid appearing to target a younger audience or
more mature candidates.
2. Think about the job role. You may be replacing a member of the
team, but think about if the role has changed since the person took
on the role. And is the role likely to change in the future?
3. List everything the job entails (as far as is possible) in a
comprehensive job description. This means that you can test if the
applicant has the skills required. Also, set a trial period of three
months - this allows you the opportunity to test if the skills are
right for your business without the hassle of going through a formal
dismissal process.
4. Get twice as many CV’s as you think you need before you start the
interview process. It is very difficult to tell what candidates will
be like on paper and there will be many candidates you will
disregard quickly.
5. Always have a 1st and 2nd interview as part of your recruitment
process. The 1st interview allows the opportunity of an initial
application sift and the 2nd allows you to go into more depth to
ascertain that the candidate has the skills you need.
6. Give candidates a competence based test to ensure that they have
the basic skills to undertake the requirements of the role. If, for
example, you are recruiting for a sales role, give the candidate
some briefing materials and set up a mock sales pitch - you should
be able tell if they have the skills required for your business.
7. 2nd interviews are a great opportunity to not only confirm skills
through more questioning but to establish that you and other staff
can get on with the candidate.
8. Set a realistic salary. Look at the industry averages and set the
salary at that level. If you’re paying much less than the going
rate, you’ll only attract applications from poor quality and
inappropriate candidates.
9. Check references. These should be checked and verified, and it
should be made clear that this is a condition of employment. If the
nature of your business means that security is a particular issue,
it may be worth going the extra mile and conducting a police check.
10. Ask the candidate to provide proof of credentials. Education and
qualifications can be checked simply by requiring the candidate to
provide certificates.
Letter to the Editor:- "Support new standards for doctors"
"WE would like to
thank local MPs, Lindsay Hoyle (Chorley), Timothy Farron
(Westmorland and Lonsdale) and John Pugh (Southport) for supporting
the launch of our revised guidance for doctors, Good Medical
Practice, by joining over 60 MPs in signing an Early Day Motion (EDM)
in the House of Commons.
Our guidance
emphasises the importance of an effective partnership between
doctors and patients. To ensure that patients are made aware of
doctors' commitment to this partnership with them we launched a UK
wide poster campaign. The EDM ‘encourages the prominent display of
the Good Medical Practice poster in all general practices, clinics
and hospitals across the UK’.
We are delighted that
Lindsay Hoyle, Timothy Farron and John Pugh have chosen to support
our campaign and would encourage doctors and patients reading this
letter to look at the new guidance and to display the poster. The
revised Good Medical Practice can be found at:-
http://www.gmc-uk.org."
Yours sincerely,
Professor Sir Graeme Catto,
President, GMC |