CV Advice

A CV needs to be clear, concise, informative and most of all promote you. If you spend time creating a professional CV then you should receive a good response from companies.

A CV should be between 1 and 3 pages long on white A4 paper. Keep sentences and paragraphs short and use past tense. It should be easy to read and bullet points used where possible. Avoid fancy fonts, overuse of graphics and coloured backgrounds.
Ensure that the spelling is correct. Check it carefully and ask at least two people to check and read through your finished document.

We have put together some suggestions to help you impress employers on paper. As much as you intend to at interview stage.

Contact Details

Ensure you include full name, email addresses, home and mobile telephone numbers.

Personal Profile

This is an optional part of a CV. Tailor the profile specifically to the position, use key words and terms that are relevant. This section can be best when punchy bullet points of your 3-6 most impressive achievements are listed.

You need to present yourself in terms of your skills, strengths, experience and knowledge. Illustrate skills gained from successful activities and highlight your communication, team working, problem solving and management skills – be objective and positive.


Include names and dates of further education institutes you attended along with subjects and grades achieved. Reduce detail as the qualifications become less recent or important. State if qualifications are ongoing.

Additional information

You might not think this area is important but it is an important part of your CV. You will need to include any Professional Institutes you are a member of; any relevant health and safety certificates held; identify your computer software skills and any languages you are up to speed with.

Employment history

Present your employment history in reverse chronological order with your current employer first.
Give enough relevant information about your previous employers and projects to interest the reader. The best candidate CVs summarise a wealth of knowledge and experience in a concise and engaging fashion.

Employment dates should be made clear and give ideally month and year. Any gaps should be explained. Previous employer names should be correct and your position held within that company should be made clear. All job roles undertaken within one employer should be broken down with dates.

List your duties, responsibilities and the reporting structure you worked within and any unusual features of your role or project or experience. You need to make the most of your abilities and experience, but remember to be factual.

Hobbies and interests

This paragraph will help prospective employers with their assessment of you as an individual. Include any charity and voluntary work you undertake plus any social activities. This should be kept as concise as possible.


It is adequate to state ‘References Available on Request’ at the end. However, if you have already made enquiries and know who is happy to be a referee, it is worth adding them now.

Responsibilities of a fire risk assessor

What are the responsibilities of a Fire Risk Assessor?

If you are the Responsible Person of premises – you must ensure you carry out a fire risk assessment. For most people, it is the case that they will use the services of a fire risk assessor. In this scenario, you are choosing to appoint a ‘competent’ risk assessor to carry out a fire risk assessment on your behalf. However, you still are responsible in law for meeting the requirements of the assessment.

Why use an assessor?
A Fire Risk Assessment is not only your duty but also a legal requirement. If you are responsible for a building, an example being as an employer, owner or occupier of premises that isn’t classed as a private home, you need to make sure a competent person completes a Fire Risk Assessment for you. It is your role to identify fire risks and hazards in your premises and take the right action.

As well as this, if five or more people work at your premises or your business location has a licence under an enactment in force, you’ll be required to have your fire risk assessment as a written record. Be sure you review your risk assessment often and whenever significant changes have been made that would have an impact on it. It makes sense as well as being a legal requirement, often businesses will not totally recover after a fire, and effective fire prevention starts with properly understanding the risk factors involved.
What are the consequences of not having a fire risk assessment?
If there’s a fire and you have not met your legal duties to keep people safe, you could be fined and may even end up doing some time in prison.
How will the fire risk assessment be carried out?
In broad terms, assessments are conducted in five key phases:

Identify any potential fire hazards.
Identify individuals that may be at risk in this scenario.
Assess, remove or lower the chance of any risks.
Record their findings, prepare an emergency plan and offer training.
Review and update the fire risk assessment often.
Who checks it?
A part of the duty of a fire risk assessor is to keep people safe from fire. If your premises are not safe, or you haven’t done an assessment, you will likely be fined. If your assessor believes people are at risk, they may even have to temporarily shut your business until it is made safe for employees and members of the public.

Here at Future Select, as well as finding and dealing with the best available candidates in Asbestos, Water Treatment & Hygiene, LEV, Validation and Environmental compliance, we also provide Health & Safety vacancies. We understand that recruiting the right candidate is essential to the success of your business. That’s why our dedicated team is committed to finding the right candidate for you, we will only send you people with the right skills and experience as we realise that your time is precious. To find out more, visit our website or contact us today.

Asbestos Jobs - Future Select
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Working Safely with Asbestos

It’s very likely that lots of employees will not be exposed to asbestos dangerous effects as long as it stays undisturbed. However, several trades involve a certain level of risk to asbestos exposure, especially if daily tasks require altering the structure of buildings or working near damaged or unstable buildings built prior to 2000. If you’re a tradesperson, engineer or surveyor you may find yourself working with asbestos, it’s important to be able to identify these situations before getting on-site. This is why we have put together this handy guide to asbestos safety in the workplace.

Have all the necessary training
Employees and supervisors have to have the necessary training for any work which is carried out with asbestos. Anyone with the potential to disturb asbestos should undertake asbestos awareness training to understand how best to avoid contact.

Workers that will be carrying out work that may disrupt asbestos, such as drilling holes or laying cables need to have a higher level of information, instruction and training as well as asbestos awareness.

Assess the conditions of the workplace
For non-domestic premises, the individual managing the property should offer you with information if there is asbestos and what condition it is in.

If no information is available but you have a suspicion of asbestos it might be present in the area you are going to work on, then samples should be collected and analysed or proceed with the assumption it is asbestos.

Carry out a risk assessment and determine if you are able to carry out the building or maintenance work and avoid the risk of asbestos exposure altogether.

If contact with asbestos is unpreventable, the next phase must involve identifying who may be at risk and the level of possible asbestos exposure from any work and the necessary approach to providing quality control of the risks.

Wear the correct PPE

Asbestos has very fine, microscopic fibres that can cling to hair, clothes and the skin, so it’s essential that for any work carried out on or around asbestos that you wear the right personal protective equipment (PPE), you will be putting yourself in great danger if you don’t.

If you are looking to work in the asbestos industry, training and industry experience is crucial. If you’re searching for a new role in the asbestos or water treatment and hygiene sector, look no further than Future Select Ltd for a market-leading recruitment agency you can rely on. We strive to match candidates to their perfect role with a range of exciting UK-based positions and top-quality interview advice. Contact us to start your job search with Future Select Ltd, the go-to agency for Asbestos Surveyors, Asbestos Analysts and more.

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How to conduct a successful video interview

Tips for Interviewers: How to Conduct a Successful Video Interview

Although there are lots of resources available to help candidates prepare for and ace Video interviews, it can seem as if Interviewers are forgotten about. However, at Future Select, we understand that conducting a Video interview can be just as daunting as sitting one. There are many circumstances where you might need to recruit candidates over Video and it pays to be prepared. Remaining confident and relaxed can help to put your interviewee at ease, so follow our top tips for recruiters below:

Get comfortable with Video
If this is your first time interviewing a candidate with video call software, you may not be sure how it works. Make sure you get comfortable using the program before your interview by practising with a friend or colleague. You should be able to hear each other clearly and shouldn’t have any problems with your webcam.

Set a convenient time for both of you
The great thing about Video interviews is that you can be more flexible with timings. The office doesn’t need to be open for you to conduct an interview, so you can choose a time that’s convenient for both of you. This is especially beneficial if you’re interviewing someone who is currently in a different timezone. Set a time and date that suits you both and send an email to confirm this.

Close everything else on your computer
The last thing you want is for an instant message or email pop-up to distract you during the interview. Avoid this by closing any web browsers or software that may disturb you and only keeping the video call software open.

Sit in a quiet room.
This is your interviewee’s opportunity to impress you, and they will likely be quite nervous. Make sure you give them the chance to say everything they need to without distraction. Sit in a quiet room where no one will disturb you and keep background noise to a minimum.

Pay attention to body language
When you’re conducting a face-to-face interview, it is easier to spot social cues and to focus on the candidate’s body language. This can help you navigate the conversation and make sure you’re both comfortable. This is more of a challenge over video, so pay extra attention to your interviewee’s body language.

Use nonverbal cues
You should also pay attention to your own body language. Make sure you’re looking directly at the camera instead of focusing too much on the screen and use nonverbal cues to show you’re still engaged.

Focus on the interview
This sounds like an obvious point, but it’s surprising how easy it can be to get distracted when conducting a remote interview. You may be tempted to search for something online or reply to an urgent email during the interview – but it will be very clear to the candidate that you aren’t paying attention.

Record the interview
Before you arrange the interview, ask for the candidate’s permission to be recorded. Having the interview recorded gives you a chance to re-watch the conversation and make sure you have all the information you need before making a decision.

If you’re looking for the perfect candidate then you needn’t look further than Future Select for recruitment specialists you can rely on. For more information about how we could help you find and recruit great candidates, get in touch with our team of professional recruiters today. We can take the hassle out of sifting through irrelevant applications, or lack of applications. We will put forward the best available candidates in the market, within a short time frame. We can also provide the latest salary and market advice. Please call our market leading team on 01904 766611 or

Finding your next role after redundancy

Being made redundant can be hard but it’s time to put your best foot forward and consider your future employment. As one door closes another one opens, so it’s important to be open-minded, positive and committed to finding a new job.

Here are some top tips for finding your next role after redundancy.

Use your downtime to improve your CV
If you’ve been in your last job for a while, then chances are that you haven’t updated your CV in a while. Use your downtime to update it with any new training or qualifications you have gained, skills and responsibilities from your previous position. Take your time to write a strong opening profile and check for spelling mistakes and grammatical errors as this could be a red flag to employers.

Consider taking on more training
There are always new ways of improving your knowledge, so why not take a course and expand your skillset? Not only will this show your willingness to learn, but additional training could increase your job options too. No matter what stage you were in your career, training will automatically enhance your CV which could be the difference between securing a job over another applicant.

Register with an agency that specialises in your industry
If you’re struggling to find new positions on job search sites or you want to increase your chances of employment, register with Future Select. Some roles are not typically advertised online, but we have strong relationships with a range of employers and can put you forward for roles that you can’t apply for elsewhere.

Consider a career change or new role
When you’ve been doing the same kind of work for years, sticking to what you know can make you feel safe. However, take your redundancy as an opportunity for growth and new beginners by broadening your horizons and considering a change. If you see a role that catches your eye, sending off your application could the first step into a new and exciting career.

Keep busy
There is no timeframe for securing your next role, but during this time it is important to stay busy. Having no routine can make you slip into unhealthy habits and lose motivation to look for jobs. Instead, try and create some structure to your routine such as working out, reading, cooking, going for walks and keeping up to date with the latest roles. This will keep you in a good mindset for when you are invited to an interview.

Future Select is an independent market-leading recruitment agency specialising in the recruitment of permanent candidates in the water treatment/hygiene, legionella, asbestos, LEV, Validation, Health & safety and Environmental compliance sectors throughout the United Kingdom. Get in touch with us today as an employer or job seekers and speak to our professional team.

Starting a new job

Moving things forward smoothly
Continued contact with your new employer and recruitment consultant is the best way of ensuring everything goes to plan in the run up to your first day in your new role.

Arrangements for Starting
A week or two before starting it is worth reconfirming the day, time and location for your first day, and who it is you will be meeting.

Double check on arrangements for the collection of any items on or before start date such as company car, mobile phone etc. This may be best arranged with Human Resource/Personnel Department rather than your line manager.

Letting People Know
Ask for your details to be deleted from any agencies, or job boards you have used to avoid receiving embarrassing phone calls in your first few weeks!

Resignations and counter offer advice

How to Close the Deal
If you want to move your career forward, giving your resignation is often an unavoidable task.

Be Professional
Time your resignation to be considerate of the working patterns of your boss. Bring a carefully prepared resignation letter to the meeting to show your resignation is an intention not a whim.
Explain the reasons for leaving in positive terms and avoid personal criticism of current colleagues wherever reasonably possible.

Focus on the positives of the new position that are not available in your current role. Most people will appreciate your reasons and offer you their congratulations despite their disappointment in letting you go.

Agree a provisional departure date at the time of resignation; it can always be changed. This sets up a framework within which everyone can plan for the future.

If you are hoping to leave before your official notice period ends, suggest targets for you to achieve that would allow them to be able to release you earlier than contractually required.

In the very unlikely event of the meeting turning sour, retain your professionalism and conclude the meeting at the earliest opportunity. They may well need time to reflect on your news. Such a response may further strengthen your resolve that you are doing the right thing.

Invitations and Promises to Stay
The worst possible thing you can do tactically is walk into a meeting intending to resign, and walk out agreeing to stay. If sudden promotion prospects, salary improvements and great futures with the company appear, it is rather unlikely that they had been planned for you a few minutes earlier. If you genuinely feel you have heard something new that may influence your decision, confirm that your resignation and provisional departure date will stand, and agree to meet again in a few days once you have had the chance to reflect on the conversation, and confirm the accuracy of the new information. Are your colleagues of the same grade getting the same pay rise and promises? Have they had them already? Discuss your situation with your recruitment consultant who will help you weigh up the pros and cons. Some less scrupulous employers have a consistent track record in relation to counter offers that may be worth you being aware of.

Interview tips and advice

Specific interview advice will be given to you by one of our consultants before your interview. It is essential that you approach your interview seriously, some general advice to help you prepare is below.

1. Be prepared
Take the time to look at the company’s website before your interview and learn a few important facts. Speak with your Consultant to understand the details about the company, who you are meeting and what they are looking for. It shows initiative if you have researched the company and prepared questions beforehand.

2. Be slightly early
Plan your way to the interview and be early. This gives you time to compose yourself and mentally prepare.

3. Make a good impression
First impressions are highly important. Make sure you look smart and professional. Give a firm, positive handshake, maintain eye contact and smile.

4. Interview Manner
Listen to the questions and answer clearly and precisely. Do not interrupt at any time. If you are being interviewed by more than one person address them all when you reply. Try not to give one word answers, but also, try not to waffle.

5. Knowing your CV
There is no point in having an impressive-looking CV if you cannot answer questions about it. Make sure you can answer questions about your employment history with confidence. Also, make sure that you can explain any time gaps in your CV. Always be professional when talking about previous employers.

6. Specific achievements
Prepare examples of things you have done that you are particularly proud of, how you have solved problems and what you have learnt from difficult situations Remember this is a time to really sell yourself.

7. Questions
Make sure you are clear about why you feel you would be ideal for this job and what qualities you can bring to the company and role. Consider what your strengths and weaknesses are.

8. Honesty
Be honest, there is no point lying about your achievements and skills, If you get caught it may cost you a job offer.

9. Close
Close the interviewer(s). At the end of the interview; ask them if they have any concerns or reservations about offering you a position, this will be your only to chance to answer any objections they may have.

10. Be positive and stay calm!
Thank the interviewer(s) for their time, express interest in the position and ask when a decision might be made.

Convert interview into a job offer

How to Convert an Interview Into a Job Offer

Phone your Future Select recruitment consultant straight after the meeting with your initial thoughts. Include both the positive and any negative feedback. We will listen closely to your views, and offer realistic suggestions, where appropriate, regarding how best to move things forward with the company you have met. There may also be an impact in relation to applications to other companies.

There is no need to rush into anything at this stage, and it is important to carry out any research or follow up work prompted by the meeting to ensure you are happy with what was discussed.

Salary Negotiations
Having built up trust with your Future Select recruitment consultant, you can now work together to secure the best available financial conditions for you as a part of the overall job package.

Our recruitment consultants will put your interests first in these negotiations. It is important to be frank about your opinions, and take the time to discuss what is vital as a part of the salary and package and what is negotiable.

There is a misconception that agencies want the biggest salary and related fee possible. At Future Select Limited we ensure both candidate and employer are happy with the terms agreed. This is how we have built and are continuing to build upon reputation in the Legionella, Water, Fire, LEV, Validation, Health and Safety, Asbestos and Environmental compliance industries.

Verbal Offers
If you are offered a position verbally, either directly by a client or via a Future Select consultant, it is always a good idea to think about it before responding. At Future Select we regard a verbal acceptance as a professional commitment to be honoured; hence appropriate consideration needs to be given before formally accepting. This consideration may take a few hours, a weekend or even slightly longer. We will not pressure you into hasty decisions. We will advise on how long the offer is open to you for, and ensure you are empowered to make the best decision possible. Sometimes it is advisable to indicate a strong interest and await a formal written offer.

Written Offers
As with verbal offers, written offers are a matter requiring serious consideration before responding.
We value the honesty of our candidates in relation to the offers they receive as a result of our efforts. If you are waiting for an offer via another agency, just say so. We can help you secure the extra time you need to make an informed final decision.