Recruiters in Cars Getting Coffee | Ep #1 - Ged Mason and James Headford
MORSON BLOG | 2 MIN READ
In the first of our new series, CEO Ged Mason invites a recruitment apprentice for a drive, a coffee and a chat
Aerospace apprentice James discusses life at Morson and his ideas to make the company better
In the first of our new series, Recruiters in Cars Getting Coffee, Group CEO Ged Mason invites apprentice recruiter James Headford from our aerospace team for a coffee and a chat about life in Morson… and to find out what new ideas James might have for the business.
Ged: So James, what do you do within the business?
James: I work for Paul Oldham recruiting for designers and stress analysis for the aerospace team. I’m still learning so much from him. It’s a great office environment and to be able to learn while you earn and getting those qualifications does open more career paths.
G: You did Business Studies at Salford Tech didn’t you?
J: I did yes…
G: Same as me… so you’ll be going after my job! You’ve dressed smartly today James.
J: Thanks, I’ll always wear a tie in the office, that’s something I’m smart on.
G: In modern working environments, I completely agree if people are more relaxed and would rather not wear a tie, but I think there’s a balance between that and not going too relaxed. Flip flops and ripped jeans is not our style.
G: So do you have any improvements you’d like to make at the business?
J: I do have one improvement. So, you know when you’re bringing a new employee into the business? It might be a good idea to give a structure of where this can lead to. Either the employee can give the structure, or the business can. Like ‘you can be here in so long’ and they can see the progression very early in their career path where they’ll be with Morson.
G: I agree. Is there a balance here though? Rather than say ‘you will do this’ and ‘you will be there’ within a certain timeframe – because who knows, you might get there quicker – it might be better to say, ‘here’s James. James started as an apprentice, this is his journey, and this is what he achieved.’ And use that as an example. I do agree, I think we as a business need to be smarter in capturing good young new blood to ensure that we don’t miss out on them and we don’t fall foul to having people say ‘we left Morson because we weren’t shown or offered progression.’
We are certainly improving in that area though, with the amounts of training courses that are being offered now, and I’ll certainly take on board what you’re saying here.