Morrisons jobs

DCFC79

rb1 wrote: »

As the manager said she'd no chance as we don't have a relative working at Morrisons what's the point in filling in forms etc. Waste of time. I'm pretty sure most of the other forms that have been handed in to shops went straight in the bin as she's never heard a word- Boots, Sainsbury's, New Look etc.

i take it your daughter applied online for a sainsburys job,

LittleVoice

Emmzi wrote: »

Being a two ticks employer does not mean you have to advertise everything at the job centre!!

This is misinformation. It means if someone meets minimum requirements and are disabled you will see them for interview - but does not mean you *have* to advertise in certain places.

When I signed up to the use of the Disability Symbol (administered through the then Employment Services, I feel sure one of the conditions of being permitted to use the symbol was that the Jobcentre should be informed of vacancies. Perhaps the conditions have changed - so I'll go and have a look.

Edit: I have not found on the web the form to be signed and the specific requirement to advise the Jobcentre is not included in the Jobcentre document describing the commitments of a symbol user. A desirable element is to "place job adverts in the disability press to attract disabled applicants". The use of the DEA at the Jobcentre would be part of this.

Certainly, if all they do is recruit by word of mouth via current employees then it is difficult to accept they are operating an effective diversity commitment.

Emmzi

Employers who use the disability symbol make five commitments regarding recruitment, training, retention, consultation and disability awareness.
These commitments are:

• to interview all disabled applicants who meet the minimum criteria for a job vacancy and to consider them on their abilities
• to discuss with disabled employees, at any time but at least once a year, what both parties can do to make sure disabled employees can develop and use their abilities
• to make every effort when employees become disabled to make sure they stay in employment
• to take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work
• to review these commitments each year and assess what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans

rb1

Some funny attitudes here- if not double standards. Everyone agrees employment opportunuties should be 'fair', but their definition of 'fair' is subjective. Fair means everyone has an equal chance. How can you have an equal chance of a job if you don't know about the job because it wasn't advertised. University students don't just want 'beer money' as someone called it. My daughter doesn't drink anyway. Student loans are hideous and students these days need a source of income to survive or be saddled with a large debt for many years to come.
I know these these practices go on in business but that doesn't make them right. It reminds me of the MP expenses row- they claimed that wasn't illegal either...........
ps Please stop assuming my husband was making some kind of crusade when all he did was ask the manager about vacancies. It was an opportune moment to ask the guy as he was hovering round the tills.We're only trying to help her out a bit as we're in there more than she is (or were)

DCFC79

rb1 wrote: »

Some funny attitudes here- if not double standards. Everyone agrees employment opportunuties should be 'fair', but their definition of 'fair' is subjective. Fair means everyone has an equal chance. How can you have an equal chance of a job if you don't know about the job because it wasn't advertised. University students don't just want 'beer money' as someone called it. My daughter doesn't drink anyway. Student loans are hideous and students these days need a source of income to survive or be saddled with a large debt for many years to come.
I know these these practices go on in business but that doesn't make them right. It reminds me of the MP expenses row- they claimed that wasn't illegal either...........
ps Please stop assuming my husband was making some kind of crusade when all he did was ask the manager about vacancies. It was an opportune moment to ask the guy as he was hovering round the tills.We're only trying to help her out a bit as we're in there more than she is (or were)

it is the first time ive heard of the practice you described in your first post, to be honest with you im thought job vacancies had to be advertised to provide everyone inc anyone not related to a current employee with an even chance,

what other businesses have you tried, you tried a tesco or asda if you have them close to you, smiths, bhs, m&s, iceland frozen foods, argos

Emmzi

DCFC79 wrote: »

it is the first time ive heard of the practice you described in your first post, to be honest with you im thought job vacancies had to be advertised to provide everyone inc anyone not related to a current employee with an even chance,

In an ideal world this would happen. But if you are getting 500+, sometimes 2000+ applications for a job, it just costs too much to open resource. Some companies are even just looking at every 10th or 20th cv, so 90 or 95% of people have basically wasted their time.

barnaby-bear

rb1 wrote: »

As the manager said she'd no chance as we don't have a relative working at Morrisons what's the point in filling in forms etc. Waste of time. I'm pretty sure most of the other forms that have been handed in to shops went straight in the bin as she's never heard a word- Boots, Sainsbury's, New Look etc. And that's with 10 GCSEs and 3 good A levels(pending). She's now on a gap year trying to earn some money for Uni. It's hard enough in the current climate but doubly hard when you know it's not a level playing field.
Her friend was told she was overqualified for a shop job and the other workers wouldn't like it- more discrimination.

I imagine the relatives of existing employees might like their current employees be the type to stay long term, with her qualifications and planning to go to uni - I would in a store managers position go for the less qualified local likely to stay long term (training isn't free in terms of time/cost or the hassle and cost of re-recruiting when she goes off to do something better. Families working in retail in the dead-end jobs is quite popular with managers because families can sort out shift patterns to cover childcare and cover issues amongst themselves.

barnaby-bear

nexuss wrote: »

On the whole Morrisons have proven figures that their recruitment policy has performed well when it comes to staff retainment and overall behaviour of staff.
When they operated blanket advertising for staff they had huge problems with the quality of staff for some reason so they opted to go down the road of inviting applications from relatives of current workers.Last time they advertised in newspapers they had 14,465 applications for 25 jobs.

Last time they advertised in newspapers they had 14,465 applications for 25 jobs. :eek:

barnaby-bear

rb1 wrote: »

Some funny attitudes here- if not double standards. Everyone agrees employment opportunuties should be 'fair', but their definition of 'fair' is subjective. Fair means everyone has an equal chance. How can you have an equal chance of a job if you don't know about the job because it wasn't advertised. University students don't just want 'beer money' as someone called it. My daughter doesn't drink anyway. Student loans are hideous and students these days need a source of income to survive or be saddled with a large debt for many years to come.
I know these these practices go on in business but that doesn't make them right. It reminds me of the MP expenses row- they claimed that wasn't illegal either...........
ps Please stop assuming my husband was making some kind of crusade when all he did was ask the manager about vacancies. It was an opportune moment to ask the guy as he was hovering round the tills.We're only trying to help her out a bit as we're in there more than she is (or were)

But what's in it for Morrison's they aren't a charity to support higher education.... if they are investing in training - they will want long term commitment.... you'd be asking them to employ someone who has made a clear commitment to leave quite soon in the future and more onto better things...

rookyslayer

Has your daughter signed up to any agencies? they will look on her behalf and match her skills to the job based on her cv, and only for jobs that have vaccancies. Also she may be temp at different companies, giving her varied experience for her CV. Extra hours in retail does seem to be going to permanant staff, as everyone is after overtime now where they wern't too bothered before, also the reduced hour contracts seem to be popular as companies get out of paying so much holiday and sick pay so employees are often "flexed up" also if you are mentioning to employers that your daugther will only be working there for a year they may prefer to spend the money and time training up, getting uniform etc for someone that plans to be more permanant?