In this world of litigation its amazing that a recruiter hasn't been prosecuted for breaking the law. So many will present candidate details with no regard for the legal position or indeed the morality of representing someone they have never spoken to or discussed the vacancy with. Some time ago we looked at joining rec whose mission statement is admiral but then you look at some of the members and you know who you are and you think why would we associate ourselves with them.

They cheat lie and do anything for a fee or and break the law.

I think we all deserve better and we should name those who do this... What do you think?

When social media websites such as Facebook and YouTube first started gaining relevance in the recruitment sector, it was candidates who were warned that their internet reputation or 'netrep' was at risk.

Nowadays organisations of all sizes have to accept that they will be routinely rated - and berated - across the web as forums, comparison sites and other online spaces empower employees, customers and third parties to pass judgement on a company's goods, services, performance behaviour and more. Just recently, the UK has seen the launch of Judgethejob.com, a website which allows jobseekers to review experiences of working with a particular company.

Paul Harrison, managing partner at Carve Consulting, which works with clients to develop social media strategies, says the major mindset problem for recruiters is that they still only see such sites as a recruitment channel or job promotion tool rather than fully recognise the impact it can have on reputation. "It takes two minutes to set up a Twitter feed to say 'I hate a particular brand'," he says. "No matter what size of organisation you are, listening to the social dialogue and having a framework in place to deal with things is critical.

"Your social dialogue cuts to the heart of everything you do," says Harrison. "So you need to create a working group with clear delineation of responsibility. It is important to have a community manager or someone who is 'on point' to listen to what is being said and is then able to direct what needs to be done." He adds that the key to extracting maximum value from the process is "active listening", which can help recruiters and employers map talent and communities of talent, and better understand how to improve an organisation's reputation and perception as an employer. "Active listening allows us to identify key influencers and trust agents who can promote our message and opportunities," he says.

Stephen Jones, managing director of Focus Management, a recruitment consultancy dedicated to the food and drink sector, uses a mixture of Google Alerts and RSS (Really Simple Syndication) readers to monitor its brand and it also enlists the help of Carve. As well as its brands, Jones explains that it also monitors the social dialogue around the names of key consultants, clients and competitors. "We also monitor buzz around industry events and so forth," he says. "We're always surprised by the volume of conversations taking place and the number of our candidates and clients using platforms such as LinkedIn, Twitter and Facebook."

Focus has been active in the social space for some time and says negative feedback has appeared rarely but if it does the company leaves the comments in the space they were made and makes sure they respond in an appropriate way. "On these rare occasions where criticism has been posted, we always follow up internally," says Jones. "Was the criticism valid? Do we have a breakdown in our processes? Is there a training issue to address? What could we do differently or better?"

As Harrison says, a mechanism for dealing with any negative activity must be in place beforehand. "It's no good saying 'who do I have to talk to in corporate comms as we're getting a kicking on YouTube'." Experts also agree that it is important to respond in the space where the comments were posted: so if it happens on Facebook, respond on Facebook.

Key Facts for Monitoring Your Online Reputation:

• Carry out an audit of the social space to find out what is being said about you and where. Until you do this, you can't put together an effective social media and monitoring strategy.
• Have a framework in place to support the monitoring and this must define how negative feedback will be dealt with
• Engage external help but don't abdicate responsibility or ownership of the process as your reputation is too important
• Respond to any incidents or negative comments in the same online space as they happened. The response should be prompt but well thought through. Avoid knee-jerk reactions
• Carry on listening to the online conversation and adapt your strategy to take in new channels - monitoring is an ongoing and everchanging process

However, one of the UK's biggest supermarket chains, Sainsbury's has started to pave the way for an upsurge of new distribution ventures by opening a new distribution centre in Kempston, Bedfordshire; a decision that is expected to create 300 new food jobs for the Kempston area.

Located in the Marsh Leys Distribution Park in Kempston, Sainsbury's will be taking a twenty year lease on the former Woolworth's warehouse, vacated by the failing company just last year. They will be joining the likes of Asda and Argos by opening a new distribution centre in this up-and-coming area, giving great hope to distribution food job hunters and expanding distribution companies alike.

This is surely a good sign that the food retail industry is in good shape despite the recent economic recession. What's more, it demonstrates to those looking for food jobs that there aren't just opportunities in front-of-house retail available, but more interesting 'behind-the-scenes' warehouse and distribution work as well.

Amongst other crops, Thanet Earth is able to grow a steady supply of cucumbers, peppers and tomatoes, which are ready for harvesting any time between January and November. This is because of the hydroponic growing technologies employed at Thanet Earth, who use a computer-controlled drip feed system, outstanding light levels, and the considerable height of the giant greenhouses to ensure that crops are both safe and of high-quality. These techniques also mean that crops are ready for harvesting only a month after they have been planted, an unprecedented growth time.

This exciting project is a major leap forward in the field of food technology, a development that will be welcomed by the Department for Environment, Food and Rural Affairs (DEFRA), who recently expressed serious concerns over food shortages in the future.

These concerns have led to a concentrated focus on sustainable growing techniques in order to meet future demand, which will in turn to lead to a wealth of new food job opportunities opening up in the fields of food science, food technology and agricultural development.

Therefore excellent Marketing Managers, Brand Managers and Communications Managers are worth their weight in gold.

However, this is not always the case, and you may find that you need extra training or qualifications in order to get where you want to be, especially if you have an unusual or difficult personal situation. But how do you accomplish this?

The following are a few examples of the many excellent career development opportunities available at present:

Learning grants and loans - These can be the best way to learn whilst still earning enough money to support yourself. For example, the Adult Learning Grant will pay you up to £30 a week to help support you whilst you study for your first Level 2 or Level 3 qualification. There is also the Career Development Loan, the Educational Maintenance Allowance and many other Learner Support Funds.

Scholarships - Both undergraduates and postgraduates can apply for scholarships, mainly available for those aiming for engineering and manufacturing food jobs.

Train to Gain - If you're employer is involved in this Learning and Skills Council scheme, you as an employee can benefit from priority training in the specialist skills needed to do your food job effectively, as well as from help progressing in both the organisation you work for and your career.

Aldi's original planning applications were initially refused by Berkshire Council planning officers, because they believed the supermarket company weren't offering enough of a financial contribution to efforts to minimise the harm the new development would do the region's roads. However, this controversial decision has now been marked down as a mistake, with council representatives saying that the application should have come before committee councillors as well as planning officers. Aldi were persuaded to resubmit the planning application, and Berkshire Council have now approved it.

The new 975-metre-square store will be located at the site of the former Renault dealership on London Road, and is expected to not only provide the area with a high-quality, low-cost supermarket, but also create a considerable number of new food jobs.

Supermarkets and other food retailers are increasingly becoming some of the best places to get food jobs, whether you have existing experience in food retail and can apply for a managerial position or are a graduate looking to take advantage of the many graduate schemes and apprenticeships offered by supermarkets such as Aldi.

In order to give you a little information on how to get international food jobs, we will use the example of a communications manager position in Paris. This sort of food job is representative of the type of skills and knowledge you will need in order to succeed in an international role.

Become a communications manager in Paris

For this kind of role, which is typical of the type of international food jobs available, you will need to possess a number of employable attributes.

• Management skills- Management positions hold great responsibility and as such, they require a number of years experience within similar supervisory or management roles, along with any relevant business qualifications. You need to be organised, confident and brimming with ideas, good at managing people, and able to work efficiently within time constraints.

• Communications and marketing: You need to have experience working in the communications and marketing sector of the food industry. Having a good command of language, able to build up strong relationships with clients, and having full knowledge of marketing plans and strategies will help you here.

• Language: As with any international job, being fluent in another language, French for example, or having a relevant qualification will always be a distinct advantage.

The need to establish an official ombudsman was highlighted by the Competition Commission back in 2008, and it was expected that there would be an appointment by now, yet the Government have only offered a further consolation on the role and powers of the watchdog when appointed. The ombudsman will have the power to:

• Hear producer complaints over allegations of abuse from supermarkets and other retailers
• Establish and enforce a code of practise between producers and retailers, and between disputing parties
• To prevent retailers from passing excessive, sudden costs down to suppliers

These basic responsibilities are expected to be in place, but the consultation could see changes and new responsibilities added during the planned consultation, which will see everyone including MP's, farmers, supermarket bosses and union representatives weighing in with their opinions. One thing is for certain however, the eventual appointment of an ombudsman will make working relations easier for those in both production and retail food jobs.

Ms Foster has released figures demonstrating that output has increased by 10% and employment by 2.9%, providing a big boost to those looking for food jobs. Northern Ireland already employs over 19,000 people in food jobs, and this figure is set to rise if the current market success is sustained.

Other encouraging facts and figures:

• At the last count, the food industry in Northern Ireland was worth £3 billion a year
• £600 million worth of products were sold to non-UK markets
• The Northern Ireland food and drink industry provided 15% of all total products exported from the country
• The proportion of goods sold outside of Northern Ireland has risen to more than 60%

These impressive figures are proof of the industry's success, which the Enterprise Minister believes can be attributed to a number of factors, notably, the strong partnership between farmers and producers. The minister also praised the originality and quality of exported products, and the professionalism, focus and dedication to excellent customer service shown by food and drink companies, which she also believes are a large part of the industry's success.

There are three main legal standards that employers need to adhere to:
• Legal requirements: training - According to the law, food business operators must ensure that any employees handling food are supervised, instructed and trained in all food hygiene matters.
• Compliance - This means that employers are legally required to train those in food jobs specifically according to the nature of their job and any risks that may be associated with their particular role. For those in manufacturing or processing food jobs, this relates to proper storage and handling of food along with correct waste disposal.
• Best practice - This is measured by National Occupational Standards (NOS), which are cross-industry guidelines as to what skills, knowledge and competency each food role demands of an individual. Employees are measured against these NOS in order to assess performance. The NOS are constantly reviewed and adjusted to ensure that they accurately reflect the skills and knowledge of those currently in UK food jobs.
These legal requirements affect you, as a food industry employee, as you need to ensure your employer is following them. If not, the company is operating illegally, and you may be working in unsafe conditions.

The decision came in the wake of a recent remarketing exercise by Scottish Borders Council, and most of those speaking on the issue are glad that the long-running situation has finally reached a resolution. However, Sainsbury's will have to wait a little longer, as official approval is yet to be granted from Scottish government officials.
If approved, the new store will be located at Pinnaclehill in Kelso, and is expected to boost employment in the area, as well as providing residents with a much-needed supermarket and a petrol filling station.

In a show of early confidence from store bosses, representatives from Sainsbury's have said that the new store will create approximately 300 new food jobs, and will reward Kelso residents for their loyal support of the plans with a brand new, long-awaited supermarket.

• Montgomery, in Powys, Mid Wales
• Aberystwyth, Ceredigion
• Dolgellau, in Gywnedd, north-west Wales
• Brecon, southern Powys, Mid Wales

These four towns have been identified as burgeoning food areas by the Mid Wales Local Food Talks initiative, which has been impressed by the rapidly-growing development within the food and drink, retail and tourism sectors of each town. For example, in Dolgellau, nearly all local restaurants and half of the town's 120 tourism businesses source local produce to serve or sell, or are planning to do so in the future.

The area of Mid Wales itself is setting the example for the rest of the country, as shown by the growing number of local food and drink producers in the area, which has more than doubled in only a few years.

Not only is this good for the tourism industry in Wales, but it will also boost employment, creating hundreds if not thousands of new food jobs and career opportunities.

There has been significant upheaval in the European sugar industry in the last few years, mainly due to the restructuring of the EU Sugar Regime. Now this has ended, prices have stabilised. What's more, due to rocketing prices in the rest of the world, this means that the potential for export of British sugar products has greatly increased, leaving the market wide open for growth and development.

According to Brewin Dolphin, the food processing company Associated British Foods (ABF) stands to profit the most from the current situation, and it is subsequently predicted that sales figures and expansion opportunities for the ABF will improve dramatically in the next two to four years.

As for the recent and controversial Kraft takeover of Cadbury, analysts are predicting that there will a positive outcome for the British sugar and confectionery market. This is because former Cadbury investors can now and put their cash into other companies such as ABF and Tate & Lyle, who are expected to take full advantage of these stabilising sugar prices.

As Kraft's operational strategies are very different to those of Cadbury, these new jobs are expected to be created in the fields of marketing and investment in order to enact a smooth transition. However, if Kraft are to believed as to their intentions for the British company, there may be opportunities for skilled food workers in other fields as Kraft expands into new ventures rather than the 'asset stripping' that many believed would happen as a consequence of the acquisition.

Some commentators believe that Kraft may be simply providing both the government and the press with this reassurance in order to improve opinion of the multi-million pound takeover deal. If created, these new food jobs will provide a definite boost to the UK employment market and the economy, so all fingers are crossed that Kraft follow through on their promises.