How to master body language in an interview

How to master body language in an interview

In an increasingly digital world the importance of face-to-face communication and body language is easy to overlook. In an interview situation, body language can be a game-changer.

“Before you say a word, the interviewer will have made crucial decisions about you through the way you communicate with your body and through your facial expressions,” says Joan Kingsley, psychotherapist and author of The Fear-Free Organisation.

Of course, what you actually say in an interview is still crucial, but the interviewer will also be watching to determine if the body language is consistent with what you are saying, points out Sue Whaley, HR director of intercity rail operator, First TransPennine Express.  

Master your body language and get the right message across with the following dos and don’ts:

First impressions do count

And that’s the impressions of everyone you meet on the day of the interview – in the lift, in the reception area, even in the toilets. Whaley says: “These people are your potential colleagues and they need to get the impression that you would like to join their team.” You don’t know who they are, but they might just be asked for their first impressions of you.

“Look ready and prepared, not flustered and late,” Whaley says. “Be approachable and friendly, smile, make eye contact and give a firm but not forceful handshake.”

Exude confidence

Stand, walk, and sit with good posture as it relates directly back to people's perception of high confidence, according to body language expert Robert Phipps, author of Body Language - It’s What You Don’t Say That Matters.

Body language expert Mark Bowden suggests gesturing with open palms at exactly navel height is an instant way to show you are calm, assertive and confident.

“Gestures in this area of the body create a strong impulse both in the interviewee and the interviewer for open engagement,” he explains. “Not only will you feel more confident but the interviewer will feel more confidence in you and everything that you present to them,” he says.

Show an interest in the business

Demonstrate you are listening to the questions and to the information about the role and the organisation. “Engage with the interviewer don't just answer their questions, lean forward, use your body, hands and facial expressions,” says Phipps.

Give them good eye contact, he adds - around about 65-70% when conversing, and a little more when you are the listener. “Anymore can come across as intimidating or threatening. Any less is perceived as a lack of interest or confidence in what you are saying.”

Demonstrate energy, positivity and enthusiasm

Use your hands and body movement to emphasise and animate your points and project a dynamic presence - but don’t get carried away, says Whaley.

“Show passion and belief in your achievements and views. Don’t say, ‘I really enjoy the challenge of managing others’, but you are slumped in your chair looking at the floor.”

As well as having your own body language mastered, take notice of how your interviewers are behaving too, says Whaley. Are they confused, bored, agitated, disengaged, entertained, trying to ask the next question?

“Read their non-verbal cues and adapt your responses accordingly and you will make their job easier and demonstrate yourself to be a skilled communicator,” she explains. “Nod and smile to show you understand and subtly try mirroring the interviewer’s posture and pose. This builds rapport and empathy.”

Don’t let your body language betray how nervous you are

You can’t stop the nervous looking behaviours that your body produces, but you can countermeasure them with confident ones, explains Bowden.

“If you choose to perform the behaviours of a confident person – even when you don’t feel it – your interviewer will have a theory of mind that you are confident and will then cherry pick data about you that substantiates their bias.”

On the other hand, if they can’t find that data, they will just use their imagination and make it up, Bowden warns.

Touching your face and crossing your arms are not necessarily an indicator of stress or deceit, says Bowden, “but enough people have read inaccurate body language books that say it is.”

Meanwhile, leg shaking, hair playing, pen clicking, teeth sucking and clock watching never make a great impression, adds Whaley.

Don’t arrive unprepared

According to Phipps, one of the best ways to avoid nerves tripping you up is to prepare before the interview.

“Practise, practise, practise with a friend or family members and get their feedback on how they perceive you,” he says. Video yourself to see how you come across or sit in front of a mirror and notice what is going on with your body as you engage with others. “You'll be surprised at just what you do that you don't realise, as most of our body language is unconscious,” he explains.

Don’t stress yourself out unnecessarily by arriving late. “Unless you want to arrive at the interview breathless, red-faced and in an emotional frenzy, leave lots of time to get there,” says Kingsley.  

Plan to arrive early and go for a coffee. “With time to spare you can do some deep breathing to calm your nerves, check you’re looking the way you want to, and visualise yourself as conveying strength, confidence and power,” she adds.   

“Remember, great actors use their bodies to give a convincing performance; act the part and you’ll feel the part.”

By Kirstie Brewer

Published: 17 Dec 2015

How to write a CV

How to write a CV: a Guardian Jobs guide

A recruiter will typically take just five to seven seconds to read your CV and decide whether you are a worthy candidate. This means your CV needs to shout “hire me” from start to finish, because busy recruiters don’t have time to search out your hidden potential.

Here’s how to perfect each section of your CV.

Format
Most employers welcome concise CVs. Stick to a maximum two pages unless otherwise specified. “Avoid dividing sections across pages and think about converting a Word document to PDF to prevent any unwanted format alterations,” says Rachel Locke, a careers adviser from the National Careers Service.   

Embrace the white space and be consistent.Make sure your text is well spaced so the reader can easily hone in on key points, adds Locke. “Choose a clear, legible font and avoid anything smaller than size 11.”

Be impeccable with your spelling and grammar.Don’t let yourself down with careless spelling mistakes and grammatical errors that can easily be avoided, Locke says. Read your CV through at least twice and ask someone else to double check.

Strip out redundant words and irrelevant information, she advises. You don’t need to write ‘curriculum vitae’ at the top of the page, or put ‘address:’ ahead of details about where you live. The same applies for email address and telephone number. Similarly, you don’t need to disclose your age by law and most recruiters say photographs are a definite no-no.

Make sure your CV is both digital and print-out friendly. Recruitment agencies and large employers often use recruitment software to manage their applications, but print-outs still do the rounds. Stick to standard fonts and avoid columns, boxes and graphics as these may not be compatible with your reader’s programmes, advises Corinne Mills, managing director ofPersonal Career Management.     

Your professional profile
Make this section count by hitting home your compatibility with the role. In no more than four sentences, sell yourself by saying who you are, what you bring to the table and what your career ambitions are. “Write persuasively and really highlight the value that you can bring to an organisation,” says Andrew Fennell, director of StandOut CV.   

Tailor for your audience. Find out exactly what the potential employers are looking for and make sure you only include information that will be relevant to them, advises Fennell. Highlight your professional qualifications and how many years experience you have in the relevant field.

“Avoid cliché phrases and focus on using facts to describe what you actually do,” he adds. Phrases like "works well in a team or individually" don't actually tell the reader anything about you.

Labels are important. “Use the job titles they use in the advert to describe yourself,” says Mills. “It’s about labelling yourself on your CV in a way that shows your compatibility for the new role you are applying for rather than emphasising how different your previous career may have been.”   

Employment History 
Structure your previous roles properly. “Ideally you should start with a brief introduction that builds context around your role; and then use bullet points to detail your responsibilities so that recruiters can navigate it easily,” says Fennell.

Be selective. Older roles only require a brief summary and you don’t need to include every job you’ve ever done. “If you’ve had several jobs in retail avoid listing the same duties in each description,” says Locke. “Instead choose examples that demonstrate key achievements – only include what’s relevant and give examples.”

Use positive active verbs when describing previous roles and make it achievement orientated. For example, use ‘achieved’ and ‘created’ rather than passive phrases such as ‘I had to…,’ suggests Locke. Recruiters typically advise using three to five bullet points per job.

Explain any gaps. Employers will want to hear why you were out of work and if something doesn’t add up on your CV you might not be invited to an interview, warns Locke.

Education
Don’t get creative with this section, recruiters caution. Around a third of jobseekers embellish qualifications to land a role, according to theHigher Education Degree Datacheck, which surveys students and graduates about degree fraud.   

There is nothing wrong with omitting grades and focusing on the positives, according to Mills. However, if you excelled, keep it in and be sure to list any relevant modules. “Your degree may not be directly relevant to the job, but some of your modules might be,” she points out.

Include qualifications you are currently studying for, as long as you make it clear you have not completed them yet, adds Mills.     

Keep secondary school education brief. Avoid wasting valuable space by summarising grades rather than listing them individually, Locke advises.

By Kirstie Brewer

Published: 17 Dec 2015

How to use your disability as a strength when applying for jobs

How to use your disability as a strength when applying for jobs

 

“Dear Employer, I’m James, a mathematics graduate from the University of Bath, who’s not able to do things which most people can. My biggest weaknesses include ...”

This is clearly not the best way to kick off a CV or job application, though it’s exactly what I thought I’d be doing when I disclosed my disability applying for a graduate job.

I am clearly not alone. Recent research conducted by greatwithdisability.com noted 77% of disabled applicants were fearful of disclosing their disability in case of discrimination.

I have cerebral palsy, a physical disability I’ve had since being born 11 weeks premature. Due to my disability, I walk with two walking sticks, can only walk short distances, and have trouble balancing unaided. My life has been a constant adaption to the norm. I went to a specialist primary school before being integrated into mainstream education. I went through my childhood not having the ability to ride a bike or play football; thus I spent my time at adapted youth clubs and playing disability sport. I drive a car with adapted hand controls instead of conventional pedals. These adaptions and adjustments have become common place in society, though the working world is often seen as being steps behind.

My biggest fear when applying for graduate roles was that my disability would mean I’d be phased out or not considered to be up to standard. It’s an incredibly difficult position to be in. How do I accurately, yet positively, portray my disability? When, if at all, do I disclose my disability to my potential employer? And, how can I be sure my disability doesn’t affect my ability to do my job, especially once I’ve been hired and I’m in the working environment for real?

I work for EY, a professional services firm I’ve been with for four years, since joining as a graduate in 2011. Looking back, there were three pivotal steps to my success when securing my first job.

1. The application form

The first tip I was given by careers advisers, which should be ignored, is “do not disclose your disability”. This lack of openness appealed to my fears of discrimination and was the obvious, easy choice. Not disclosing, however, really restricted my options when application forms started to ask for examples, such as:

Examples of times when I’d worked in a teamExamples of times when I’ve overcome a challenge

I had limited myself: my wheelchair tennis or multilevel orthopaedic surgery were clearly great examples that I now couldn’t reference. I ended up hiding the true me.

Suffice to say, my application to EY was one of the few where I was completely open. This decision was made easier by being presented a text box in which I could write about my disability, rather than just a box to tick.

2. The interview

The second tip I ignored was the ignorant phrase that if the application form was where you “talk the talk”; the interview is where you “walk the walk”. That’s not quite the right advice to give a physically disabled candidate.

I recall part-time job interviews I failed in after hiding my disability on my CV or application form. I ended up feeling incredibly uncomfortable during the interviews since, as the panel had only just realised my disability, conversation inevitably turned to how it may impact my ability to perform the job. It quickly became apparent that the sooner I was open about my disability, the sooner the employer could consider reasonable adjustments and see past my potential disadvantages. I suppose I was better off not gaining that bartender job after all.

I used my interviews instead to show the true me, with shortcomings that I was aware of, and development points I knew I could strengthen. It seems that suffering from a disability can give you a tremendous level of self-awareness which shouldn’t be ignored.

Being open also allowed me to make sure all the necessary adjustments were in place for a fair interview, such as a suitable chair and accessible facilities.

3. The career

The final tip, the one I use every day, is this: make sure the role you’re applying for allows you to be the best you can be. This matches my experiences perfectly.

Being open throughout the recruitment process and now with my colleagues and co-workers, means I can continue to be at my best. I can continue to live an (adapted) working life, and I can be proud of each of my successes.

My disability has started to enable me to make a difference. Working for a multinational firm I’ve been able to promote disability awareness on a larger scale, and, through their support, I’ve been able to raise thousands of pounds for charity and advertise the abilities of disability.

There is still a long way to go. Disability is such a broad definition, and a disability can affect each person in such a variety of ways, but that, in my view, is even more reason to continue to broadcast the best things about disability.

While my four years of working life have not been plain sailing, they have shown me there are no barriers to success which can’t be overcome. I wish I could tell my newly-graduated self that I should have had confidence in my potential employers, and confidence in myself. Recruiters want to hire real people, with real experiences, and having a disability means you have a unique perspective, an inherent ability to overcome adversity.

Next time when someone asks me whether to disclose my disability, I will respond confidently:

“Dear Employer. I have a disability. It doesn’t completely define me, it just enhances me in a way which differentiates and strengthens me. My disability should be viewed as an ability: to see the world in a different way.”

Originally posted on Guardian Careers. 

 

By James Gower

Published: 20 May 2015

How to negotiate a pay rise

   How to negotiate a pay rise

Did you know, most Britons would rather talk about their sex lives than their salary, according to a recent study from University College, London. Yes, money is an uncomfortable topic of conversation for a lot of us – but discussing a pay rise with your boss needn’t be awkward. Here, experts give their advice on how to successfully negotiate a pay rise.

Do you deserve a pay rise?

First ask yourself whether you have good enough grounds to ask for a pay rise. Look at your original job description – has your role substantially changed? Also check your contract. If a salary review was promised at the time of recruitment you are perfectly entitled to raise the subject, says Corinne Mills ofPersonal Career Management.

How much should you ask for?

Pinpointing your exact value to a company can be difficult, but there are resources which can help give you a good idea.

“Try speaking with trusted industry peers or using one of the many online salary checkers to give yourself a ballpark idea of what is normal for your role,” advises Rebecca Mossman, HR director at HireRight.

If you can demonstrate your job role has changed and is on par with another, higher paid role, then you can simply state that you would like the difference between the two salaries, advises Mills.

“If you are asking them to dip into a discretionary goodwill pot to keep you happy and stop them having to recruit your replacement, then you could ask for around 5%,” suggests Mills. “Otherwise in a time of low inflation, probably anything from 1% to 3% of salary could be reasonable.”  

Arrange a meeting

It is important to discuss your salary with your manager face-to-face, so ask to book a meeting with them, says Mills. “Find a really good time to speak to your manager and don’t just grab them unawares,” she adds. Ask to book a meeting with them in a place you won’t be disturbed and give advance notice. The likelihood is that your manager will ask what the meeting is about. “Tell them you’d like to talk about your role and that you’d like their advice,” says Mills. “Asking for ‘advice’ means the reaction is likely to be less defensive.”

Be prepared

When making your case, demonstrate why you deserve to be paid more using specific information. “Clearly present what you're currently achieving for the company, with clear examples outlining where you go the extra mile over and above your agreed objectives and goals. Demonstrate where you add value, and use facts and figures if you can,” says Mossman.

Moving house or struggling to pay your car’s MOT? These reasons are out of your employer’s control, don’t demonstrate your value, and ultimately just won’t wash in a negotiation, says Mills. “There have to be objective reasons for asking for a pay rise, and they must be business-focused and not personal,” she explains.
 

Another common faux pas to avoid is trying to justify a pay rise by saying you “work very hard”, according toAnnabel Jones, who heads up HR for more than 800 employees at ADP UK, a global HR and payroll firm.“Every employer expects employees to give their maximum effort to the job at all times so this alone isn’t valid justification for a pay rise request,” she explains.

Be professional

State your case calmly and don’t be confrontational, says Inji Duducu, head of HR at Benenden Healthcare. “Don’t issue an ultimatum and don’t expect an answer then and there,” she adds.

It is important to stress your commitment to the organisation and express how much you enjoy the role you are doing, advises Mills. “Warm them up by reminding them how great an employee you are,” she says. “Leave them with a positive impression, rather than playing the disgruntled employee.” If you are negative or confrontational your employer may question your commitment to the company.    

Don’t refer to, or make comparisons with, the salaries of your colleagues, advises Jones. “This information is personal, deemed sensitive and does not prove why an employee’s work efforts deserve financial reward,” explains Jones. The only exception would be if an employee suspects there is a gender-related pay gap.

After you have had your meeting, it is important to follow up with an email. “Thank your manager for their time, briefly summarise the payrise discussion you had with them and ask for an indication of what - and when - the next step will be,” says Mills.

What if the answer is no?

If the answer is no, ask them politely under what circumstances it might be possible, advises Mills. Try to establish a timeframe for another review and ask if there is anything you can do to strengthen your case in the meantime.
 

Be prepared that your business might not currently be in a financial position to increase pay and remember that pay is just one aspect of rewarding good work, advises Duducu. Be creative - does it have to be a pay rise? “Could it be higher bonus earning potential, paid for training or a different company car?,” asks Duducu. “Perhaps flexi-time would be a benefit for you – for example if you could do compressed hours then you might save on childcare or travel costs at no budget impact to your manager.”  

So, be prepared and remain professional whatever the outcome - do this and negotiating a pay rise might not be the awkward ordeal you first imagined.

By Kirstie Brewer

The top ten interview questions - and how to answer them

The top ten interview questions - and how to answer them

Wouldn’t it be great if you knew in advance what your interviewer was going to ask you? Unfortunately it is difficult to know precisely, but the following questions are more than likely to crop up in some shape or form. Here, interview experts give their advice on how best to answer them.     

Tell me about yourself
Yes, it’s a very open question, but the interviewer isn’t looking for a long and rambling story of your life, warns Jon Gregory, editor ofwin-that-job.com. “What the interviewer most wants to hear is what you’ve got about you that makes you relevant and potentially a great choice,” he explains. Summarise your early career in as few words as possible to cover your background and then cut straight to your most recent and relevant experiences.

“Deliver the facts, rather than a sales pitch and try to relax,” says Gregory. “Smile, be enthusiastic and engage with the interviewer because this is your opportunity to help steer a positive tone to the whole proceedings.”

Why do you want to work here?
Find out as much as you can about the organisation and its competitors - this should help inform your answer.“This is your chance to demonstrate that you have done your research into the organisation’s unique selling points and core values”, says David Cairncross, director atHays.     

“Try to avoid saying things that suggest a short-term interest in the role,” advises Cairncross. For example, avoid saying that the role may be a stepping stone to your future goals or, perhaps for a UK-based role, that you are interested in the prospect of international work, as this will suggest you are looking to move on quickly.

What are your strengths?
For this question, Jonathan Burston, founder ofthe Interview Expert Academy, advises candidates to prepare in advance by following the ‘rule of 3’:

Rule 1: Make a list of what you think you’re good at, what you enjoy doing and what others say you’re good at.

Rule 2: Take that list a step further and ask yourself why you consider each strength to be a strength - list three reasons per strength.

Rule 3: For each strength listed, detail three examples of where you’ve showcased that strength.

What are your weaknesses? 
Interviewers ask this question to see how self aware candidates are, according to Sarah Archer of CareerTree. “They don’t want you to start listing all your weaknesses and provide them with a reason not to give you the job – remember they want you to do well,” she explains. “But you must prepare for the question because answering off the top of your head could be fatal.”

Think of a weakness that you have - that is preferably not a crucial requirement of the job - and show the interviewer you have a strategy for managing it. For example: “When under pressure my attention to detail can be less than I like so I build in extra time for checking my work or ask a colleague to do a final proof read for me.”

Why should we employ you? 
This question isn’t simply about whether you meet the criteria of the job specifications, you need to demonstrate you can deliver what is required, says Victoria McLean, founder ofCityCV. Start by reiterating the role outcomes (“My understanding is that the business requires an individual who can expand the client base and ...”), then illustrate the skills you have to achieve those outcomes with some tangible examples.

Next give them your “differentiator”, says McLean - what sets you apart from your peers, what is your USP? “Use emotive language and wrap up with something super positive and memorable,” she advises. “Reiterate again how excited you are about the opportunity and to close your answer on a really positive note.”  

What accomplishment are you most proud of and why?
Use this question as an opportunity to showcase your strengths, says Cairncross. “Think of where you have personally made a difference, but avoid overselling yourself,” he adds. Use the STAR technique to tell a compelling story, outline the situation you were in, the task you had to accomplish, the action you took and then the positive results.

Using the STAR technique should ensure your answer has a clear structure and doesn’t miss out any key details. Cairncross also advises that the candidate highlights the obstacles they overcame to reach the achievement. 
 
Describe a time something went wrong and how you dealt with it
“We all have experiences where something went wrong and employers want to learn how you deal with it,” says Burston. He recommends making a list of examples of projects or goals that didn’t go according to plan and then listing what happened and why. Next, review the reasons it failed, how you felt about it and, most importantly, what you learned from the experience and what you’d do differently next time. Once you’ve got a clear example in your head, you can structure your answer using the STAR technique, in the same way as question 6.

Where do you see yourself in five years time? 
This is tricky. “You don’t want to be under ambitious, but equally you need to avoid having unrealistic or mismatched expectations,” says Gregory. What does work, according to Gregory, is to say that you would hope to develop and be trusted with increasing responsibility over this next five years. “This shows that first and foremost you want to be recognised as someone who does an excellent job, and that this would underpin any career development and promotional opportunities,” he explains.

What motivates you? 
This is a broad question designed to understand a person in the round, according to Kelly Roberts, head of HR consultancy at accountancy firm Kreston Reeves. Perhaps you might like a challenge? Or you want a job that pays enough for interesting foreign travel? “There is no right or wrong, but honesty, enthusiasm and self-belief are qualities a recruiter will hope to see reflected in the answers,” she says.

Have you got any questions? 
Remember that interviews are a two-way process. “Interviewers will want to know if you’re interested in them and their organisation, so you should never go to an interview without a list of pre-prepared questions,” says Burston. Ask about the company and the opportunities for personal development and, of course, ask more about the role, its challenges and the team. Questions directed at the interviewer themselves are a good move too, says Burston. What do they like about their job, the company, the culture?

By Kirstie Brewer

https://jobs.theguardian.com/article/the-top-ten-interview-questions-and-how-to-answer-them/

Introduction in tax

What is tax?

Tax is a ‘financial charge’ or deduction from something you get or own. It is not a penalty or fine for doing something wrong. Normally governments collect taxes so that there is a pot of money to spend on things that benefit society as a whole. This might be law enforcement, including the police and courts, infrastructure, like roads and pathways, and administration.

The UK Government also uses tax to fund various public services, including healthcare and welfare benefits.

The UK has many taxes. Some are known as ‘direct’ taxes because they are usually obvious amounts such as income tax which you can see being taken from your pay or have to pay direct to HM Revenue & Customs (‘HMRC’). Other direct taxes include corporation tax, capital gains tax and inheritance tax.

There are also ‘indirect’ taxes. The most well-known example of an indirect tax is value added tax (‘VAT’). This is less obvious than a direct tax as it is included in the price of things that you buy.

National Insurance is not strictly a tax. It was originally a contributions-based system of insurance for support from the Government in times of need such as ill-health, disability or retirement, paid by workers and employers. The link between individual contributions and benefits has gradually weakened, but the number of years for which you make National Insurance contributions still affects some welfare benefits, including your entitlement to the state pension.

Who collects tax?

HM Revenue & Customs (‘HMRC’) are the UK tax authority. They are responsible for collecting and managing most UK taxes. They also interact with other government organisations – for example, they collect most student loan repayments. These are not a tax, they are repayments towards money that students have borrowed in the past; but as they are calculated as a deduction from income, the tax system is a convenient way to collect them.

HMRC also pay some welfare benefits, like tax credits and child benefit.

Local councils are responsible for collectingcouncil tax and rates.

Council tax

What is council tax?

Council tax is a primary 'local tax' in the UK, although in Northern Ireland the equivalent tax to council tax is called rates. The money collected through these property taxes goes to local authorities (councils) to pay for local services such as maintaining parks, collecting rubbish, policing and personalised care.

Council tax applies to all properties, including mobile homes, caravans and boats whether they are rented or owned, which are used as the homes of individuals. These properties are described as domestic properties.

This property tax is based upon the value of the properties concerned, rather than the income of the individuals who occupy them. They bring in significant amounts of money, collecting much more than other taxes such as corporation tax, capital gains tax or inheritance tax.

There were some significant changes to council tax and council tax benefit from 1 April 2013.

Who has to pay council tax? 

Council tax is generally payable by any household. If there is only one adult in a household then they may be eligible for  a discount of 25%.

When calculating the number of members of a household certain groups are excluded such as full-time students and anyone aged under 18. There is a list of who is not classed as an adult for council tax on the GOV.UK website. 

As a student you would be disregarded from being classed as an adult for council tax provided that:

you are undertaking a full-time program of study, tuition or work experience at a recognised establishment;of at least one year;which lasts at least 24 weeks in each academic or calendar year and;which amounts to an average of at least 21 hours per week in each academic or calendar year.

However, once you reach the official end date of your course you will be classed as an adult for council tax purposes and will no longer be exempt as a student.

For more detail on your specific situation, see below.

I am a full-time student – do I have to pay council tax?

Generally if you live in a household where everyone is a full-time student then the household will be exempt from paying council tax.

It is worth checking with your university’s advice and counselling service as many universities now deal with council tax on your behalf if you live in the local borough. If you do need to provide evidence then you will need to submit a certificate of enrolment to your local authority’s council tax office. This can usually be obtained from your student enquiries centre.

A new certificate of enrolment will need to be sent to your local authority’s council tax office at the start of each academic year.

Do students have to pay council tax?

Do students have to pay council tax?

Council tax is a tax that many students assume they will not be required to pay. However, it is a tax on the household and so whether there is tax to pay will depend on not only your circumstances but those of your fellowhousemates. Factors that will affect how much council tax you have to pay include if you (or your housemates) are full-time or part-time students and where you live.

Who needs to know my Nino?

Who needs to know my National Insurance number?

The following people may need to know your NINO:

HM Revenue & Customs (‘HMRC’)employers and pension providersDepartment for Work and Pensionslocal councilthe Student Loans Companybanks and building societies if you want to open an ISA.

Where do I get a NINO

Where do I get a National Insurance number from?

You usually get sent a National Insurance number (‘NINO’) just before your 16th birthday.

If you come to the UK from abroad to work, you will need to apply for one.

In England, Scotland and Wales the Department for Work and Pensions (‘DWP’) issues NINOs. For individuals who live in Northern Ireland, the Department for Social Development (‘DSD’) issues them.

To apply for a NINO in England, Scotland or Wales, you should telephone the Jobcentre Plus NINO service.

If you live in Northern Ireland, you can contact your nearest NINO processing centre.

We provide more information on how to get aNational Insurance number in our international students guidance.

National Insurance Number

      National Insurance number?

If you want to work or claim benefits in the UK, you must have a National Insurance number (‘NINO’). To obtain a NINO you must be 16 or over and resident in Great Britain or Northern Ireland.

You can start work without one but you must then apply immediately. The law requires you to apply for a number if you do not already have one and you are working or are intending to work.

What is a National Insurance number?

Your National Insurance number (‘NINO’) ensures that the Government properly records your National Insurance contributions and taxes you pay. It also acts as your reference number for the whole social security system, for example when you contact the Department for Work and Pensions or HMRC.

Your NINO is unique to you throughout your life but it is not a form of identity. You must never use someone else’s NINO. Every person has their own number and each member of your family aged 16 or over should have their own number.

A NINO is made up of two letters, six numbers and a final letter, for example AB 12 34 56 C.