When a client sub-contracts a research project they have to make decisions about who they want to work with and who they think will get the job done. Imagine you could choose a university, or an agency with hundreds of staff, or a boutique firm with ten staff. These are my competitors. And then there's me, a sole trader.
Here I am finishing my university degree and finding myself once more in the tedious ceremonial that is the job hunt. The constant string of CV printing, interviews and searching. This is a fairly unpleasant process for most, but for someone with facial piercing it's always a bit more uncomfortable.
Commentators who support the changes will focus on the simplification of the welfare system and improvement in work incentives that this new benefit will herald. Those worried about the impacts will wring their hands about likely difficulties with on-line claims, financial management and a small number of people who stand to receive less than under the current system. Both of these groups have a point.
We are on a drive to bring people together, in order to help them succeed. Rather than feel de-motivated by the statistics, we are looking at helping individuals and not numbers. Those more experienced are taking the time to help with those who are up-and-coming. Together we can inspire and smash through our personally designed targets to reach a better future.
A lot of graduates struggle to find work because they limit themselves by looking for a particular kind of job in a certain part of the country. Unfortunately, our jobs market often doesn't work like that. So, if you're sure you want to do a particular job, make sure you know where those jobs are to reduce the chance of aiming for something that simply isn't there.
However, I have noticed that much talk surrounding "Lean[ing] In" has centred mostly on women who already in the workplace. Whilst I have nothing against this, I feel as though younger women, girls of my own generation in the UK who are still in school, are, comparatively, missing out on this exciting 'buzz'.
Amidst this week's economic gloom were two bright spots of the jobs market. First, new stats from the ONS led to widespread reports that employment had again reached record levels, with the number of people in work rising 131,000 in the quarter to 29.7 million. Then the OBR upgraded its forecasts for employment over the next few years.
There is increasing evidence that you can get the most effect by simply focusing on making your people happy. With today being the first UN International Day of Happiness, it is a good time to take a closer look at this.
What drives this myth is anecdote. It is the old economic fallacy of noticing only that which is seen and ignoring that which is not seen. It is obvious when an immigrant is given a job before a native, you can see it with your own eyes, you hear about it from friends. However it is difficult, even impossible, to see the jobs being created as a result of the influx of immigrants.
While some media might have us believe that most single parents are shunning work in favour of a 'lifestyle' on out-of-work benefits, the reality is starkly different. Single parents are highly motivated to work. After all, they're the sole breadwinners for their families - families which face twice the risk of living in poverty than those headed up by a couple.
Company employee benefits packages are an effective but often underused tool for motivating staff. By offering the right support - for example, financial protection in the event of long-term sickness absence - employers can go a long way to ensuring a happy, productive workforce, not to mention making their firms a more attractive prospect to new staff.
As the prime minister and leading commentators have been fond of pointing out - and rightly so - employment is now back to pre-crisis levels, making this one of the few economic indicators not keeping the Chancellor up at night. Yet step back from a narrow focus on the number of people in work and the challenge we face on employment is daunting.