Building Information Modeling (BIM) is an intelligent 3D model-based process that equips architecture, engineering, and construction professionals with the insight and tools to more efficiently plan, design, construct, and manage buildings and infrastructure. This process, made up of levels of BIM maturity, allows for more efficient methods of designing, delivering and maintaining the assets throughout their entire lifecycle. BIM Level 2 is the recommended target for all central procurement government projects.
The UK Government published the Construction Strategy in May 2011, which aimed to reduce the cost of public sector assets by up to 20% by 2016. To achieve this strategy, the government requires construction suppliers tendering for centrally-procured government projects to be working at BIM Level 2.
With so many major government infrastructure initiatives on the horizon (such as HS2 and the nuclear new build programme), the need for BIM compliance is critical. Bridging public and private sector projects, BIM is a best practice process which will require support from the entire supply chain.
As a leading recruitment agency within the nuclear, rail and construction sectors, our role within the supply chain is to ensure we can source candidates with the correct BIM expertise. Our teams specialise in core infrastructure sectors. Our experience ensures that we have the networks and market reach to source candidates both specifically trained in BIM, and those requiring upskilling or further training.
We also take BIM recruitment advice from other industry sectors within our business. For example, the aerospace and automotive industries have been working to BIM-similar processes for more than 15 years, and understand the modelling tools, collaborative working methodologies and data drop processes required for successful project completion. Through this expertise, we understand the necessity for BIM trained professionals and the key attributes to look for. This has helped us to better understand the candidate market, to more accurately target our attraction strategies and to build a talent pool of BIM skilled candidates.
Combining the experience of our aerospace and automotive teams, the expertise of our sister company Morson Projects, and our longstanding reputation in the infrastructure market, we are able to offer:
Morson’s experience in building, infrastructure and construction is vast; we have provided some of the best construction jobs in the market for over 40 years. In this time we have developed our capabilities within the building, construction and infrastructure market to adapt to fast-paced projects on a global scale.
Firmly set on a career in medicine, it was only when volunteering at a local hospital that Maneesha Bhate realised it wasn’t her destined route. With her father already a successful engineer, she threw herself into the family career.“Growing up, I’d always wanted to be a medical doctor,” explains Maneesha. “Every choice I’d made was working up to this – graduating with an undergraduate degree in Mathematics and taking the MCAT® (Medical College Admission Test) – but it was during the mandatory volunteering that I realised it wasn’t what I’d built it up to be.”Fast forward and Maneesha’s roles have included Software Design Authority, Enterprise Architect with Thales IFEC, which saw her acting as the technical lead in developing and approving solutions for bids and new product lines.Maneesha continues: “Turning my back on medicine was a big decision and after taking some time out to consider my options, I chose to go to graduate school to study Computer Engineering as it was the next logical career step, and that’s how I fell into technical engineering."“In my 12 years with Thales, I’ve done every job there is to do in software, first as a developer, as that’s how everyone starts out, before moving into software engineering, software project management, project engineering, functional management and more."“It was actually the THALES IFE Chief Engineer who approached me about my current role to see if I was interested in applying. I thought, if he’s asking, then I’m definitely interested!”Throughout her career, Maneesha has adopted a four-point check, something that she always instilled into her team while a manager, to ensure that each member was happy in his or her current position and career direction. In any situation, she explains that anyone should be able to ask themselves the same four questions: Do I like what I what I do? Do I enjoy my environment including my colleagues? Am I adequately compensated? Am I learning? Three or four positive answers means you’re in the right job, yet two or below shows that you need to make a change. And it’s this same positive outlook on happiness and progression that sees past team members return to her for advice, which she describes as a recurring highlight.In an industry that’s working hard to build a strong pipeline of diverse talent, Maneesha is always focused on securing positions due to her talents, experience and what she brings to the role, rather than her gender. Citing her parents as her role models, she values their influence and outlook on life for helping her to reach where she is today. Coming from a typical middle-class background, Maneesha has always held onto the positives gained from getting a good education, being honest and hardworking.She explains: “I always try to find inspiration from new accessible sources that can guide me and inspire me. Those inspirations have always come in the form of professors while in college and senior members in key leadership positions at work. I find it rather difficult to derive inspiration from historical figures as I am not able to relate to them or have a conversation with them. Over the years, I have learned to request mentorship help without formality, and such a request rarely goes unacknowledged.”Looking ahead, Maneesha’s career with Thales looks to continue to scale new heights. She continues: “Engineering is changing so fast, especially in software. I want to ride this wave of change and continue in leadership roles whether in full technical or full management."“For new talent entering the industry, young or old, remember, you don’t need to know everything about software. As long as you love technology and enjoy going between the big picture and details, then every task becomes a learning experience. No matter how difficult it may seem at first, there is a way to triumph."“To succeed, you need to be a problem solver, have the ability to embrace new challenges, develop new solutions, while remembering to carefully document the solution, so that others can understand it, replicate and derive inspiration from it. Imitation is the best form of flattery in such cases."* NB: This article was originally published in 2019Find out more
"I do genuinely believe that people who are enjoying their work are more productive. For me I enjoy the diversity of my role and being part of a sector that is so key to society and increasingly using tech to power peoples’ lives."With the aim of motivating, sparking curiosity and inspiring, the Tech Talks series from Morson Group's specialist IT recruitment division The Bridge IT explores the career journeys of individuals within their diverse client and candidate base.In a sector that has been traditionally seen as lacking in diversity, we want to inspire people from all backgrounds, genders, sexual orientations, ethnicities, levels of experience and education, to realise their engineering dreams.Account Manager Jessica Thompson from The Bridge ITspoke to Northern Powergrid's Programme Manager Issy Middleton about finding balance, role models, career paths for women in tech and learnings from a career in the industry.You have forged a successful career in tech. In your opinion, is the industry now a more accessible career path for women?Issy: Probably yes, but I think all career paths for women have opened up in the last 20 to 30 years from an automatic expectation that females would be homemakers and full-time mothers. However I haven’t seen the step change that I was expecting and women are still outnumbered significantly in the meetings I routinely attend.In the energy sector, which is historically male-dominated, people tend to have very long careers with the same company. However more focus is being placed on diversity and employers are seeking to better reflect the communities they serve, hopefully as vacancies emerge and workforces evolve we’ll see more women enjoy a career in tech.What is the biggest challenge you've had to overcome in your career? Do you think this relates specifically to the tech industry being male-dominated? Issy: Probably managing others and identifying myself as a leader. Possibly this relates to our industry being historically male dominated, but not necessarily. Culturally I think there is still an acceptance of the ‘Alpha A’ male. Having female role models that we can identify with and seeing women in leadership roles is vital to challenging and changing cultural norms and unconscious bias.Do you have any advice for any future talent looking for a career in tech or engineering?Issy: Be mindful that the pace of technology change means that skills can get out of date very quick. Find a company who will show interest in your continued professional development but look out for your own career if the organisation isn’t prepared to. Be conscious of choices that will lead to specialist skills that could become irrelevant and be prepared to always learn. Even after seven years at Northern Powergrid I’m always learning and the role of tech in future energy systems means the opportunities to learn and develop will continue.Shout out 3 incredible people in your network that are doing great things!Issy: Gabbi Barnard at Scotia Gas Networks who has been pivotal and a key driver behind the work of the Energy Network Association’s Data Working GroupGemma Slaney at Western Power Distribution who is doing a great job of challenging the service provided and improving the performance of the DCC’s smart metering national infrastructureMaxine Frerk at Sustainability First who is one of the leaders of the Public Interest Advisory Group on how society can benefit from accessing data generated by the smart meter programme.If relevant, how have you dealt with the hurdles of career transition and/or returning to the work place?Issy: In my early career I moved companies every few years. I tended to work for smaller organisations and needed to move for more responsibility and bigger roles. New working relations can take time to build depending on the organisation’s culture. Be patient and identify win-win scenarios. Demonstrate your value by actions rather than words.As a result of working for smaller companies I was made redundant a couple of times, which is a tough experience regardless of how it is handled. Luckily a door closing has always resulted in a better opportunity for me. My advice would be to stay positive.Getting honest advice you trust to guide your search for a new role has been very helpful to me over the years. The recruitment market has changed so much. If I’ve wanted to move on I’ve made it a project and worked hard at securing a new position. Equally I’ve been willing to listen if great opportunities have been offered. Being flexible, open minded and realistic will help in making any tough decisions.What is your proudest achievement? Issy: Graduating from the Open University with a degree after studying part-time for six years, whilst working full time. At the time it was just a relief to have finished and a bit of an anticlimax. It didn’t change my circumstances immediately and most of the hard work was still to come. However, it was the start of a real step change in opportunities. I’m so pleased I stuck it out.Read the full interview over at The Bridge IT. For more content showcasing our engineering HERoes, visit our diversity hubFind out more
Roma Das knew from a young age that she wanted a career that involved problem-solving. Now aged 54, she has more than 30 years of experience in programming and software development, with jobs in industries such as aerospace, telecoms, housing and, most recently, for ITV. She puts her successful career down to an early love of maths, and a dedication to stick to her passion – even if it wasn’t a stereotypical path for a young girl. "I’m very good at maths – it’s logical and involves problem solving and that’s what I excel at. I knew I wanted to take it further and move into software and programming, but it wasn’t a huge area at the time. I found an O-Level in computing and decided to go for it because I thought it would be similar to maths. It turned out to be very different but still tapped into my love of puzzles and trying to find solutions to challenges. I continued my studies, doing courses in maths and computer science and did a module on Oracle SQL. It taught me the basics in programming, and I learnt even more at the University of Salford where I studied for three years, which enabled me to start a career in IT.”Living with dwarfism, Roma had reservations about how she would be treated in the workplace – not just as someone with a disability, but as a female in her field. However, every team she’s worked in has given her the support she needed to thrive. “When I started applying for jobs in IT, I was worried that my dwarfism would be a problem. My view was that, as I’m not customer facing, it wouldn’t be a problem. But I absolutely love talking to customers and I wanted to do more of it. Thankfully, I’ve been lucky enough to work with employers who don’t see my disability – or me being a female – as an issue and who have given me the opportunity to be public facing as and when I want to be. What I’ve learnt is that often, the issue is more of a personal one, and it centres on your own apprehension about how you might be perceived. Whereas, in reality, people are accepting and treat you fairly.That’s not to say that other women don’t face challenges or barriers in this industry – they absolutely do. I’ve not experienced it myself, but I have witnessed it, especially for women aiming for senior positions. It’s troubling that it still happens in this day and age when there has been so much progression.”Roma has experience working for companies such as Cable & Wireless, Akcros Chemicals and CSC where she supported such clients as BAE Systems, BNFL to name just two. She has also worked with some of the world’s most innovating software platforms. “I enjoy being given a problem to solve, and either helping to build a new system from scratch or improving an existing system by making it work better, harder or faster. I’ve been integral to some amazing projects for software that’s used around the world, such as a bespoke screening system for flight information that’s used currently in Panama. There’s no satisfaction like seeing your own invention work in the way you wanted it to and making a difference to the way a place functions.“I recently joined ITV where I am currently supporting existing applications and databases that hold a variety of information about ITV programmes – it’s extremely interesting as I can relate my work to the programmes I watch. I’ll also be involved in any future application or database development too.” As she continues to progress in her new role, she wants to share advice with other young women considering a future in a typically male-dominated industry.“Don’t think that because a sector is traditionally male-orientated, that you can’t be part of it. And when you make yourself part of it, stay true to yourself. Many women start thinking like a man in order to become part of the team, but we have such fantastic qualities just as we are, there is no need to change. “I’m a softly spoken person, but I don’t sit back; I approach people as my equal, just as I would expect them to treat me. It’s not a man’s world – it’s anyone’s world, so be yourself and simply by excelling in your job, you’ll play your part to create change for future women who come along after you.” Take a look at our latest opportunities in engineering, manufacturing, construction, professional services and more by visiting our jobs boardFind out more
Emma approached Morson back in November 2019 as she was made redundant from her position at Warwick University and looking for her next role. After a successful first and second stage interview, which included psychometric tests, Emma secured a position with Peel Ports in Liverpool as an Automation Technician. Starting on the 16th March, Emma will be joining their growing automation team and will be looking after all automation at Peels Liverpool dock.Emma explains why she chose to become an engineer and her aspirations for the future:“I never knew what I wanted to be when I was growing up; people would always suggest things but none of them ever appealed to me. When I was 15, I was at my friend’s house talking to her dad about what he had been doing in his engineering role and my friend started joking saying ‘if you are going to talk to my dad about his work, just go and work there so I don’t have to hear it’. That's when I realised that she was right, and I should try engineering.Before this point, I'd just never considered engineering as an option for a future career. After that, I started looking for apprenticeships. the main question I remember being asked was ‘would you be okay working with all males and being the only female’, at the time, I knew that I wanted to be an engineer and I was determined to not let this phase me .I am currently studying my HNC in Controls and Instrumentation Engineering, so my plan for the next 5-10 years is to complete that, continue to my HND and hopefully obtain my degree to help me to further my career.”Emma talked about why it’s important that more women take up engineering:“I think that it is important for anyone looking into a career in engineering to feel like it's an option for them. A lot of women - or even young girls - get put off when they're told that it's a ‘male-dominated’ industry.I'm a strong believer in the idea that everyone should be allowed to follow their dreams and take a job that they want regardless of gender. The only way to change the stereotype would be for women to take up engineering and prove that it isn’t just a ‘man’s job’.”She explains why campaigns encouraging women into STEM professions such as Women in Engineering is so important:“Some of the challenges have come from people being surprised to see a female in a workshop. It makes you feel like you have to work twice as hard just to earn the confidence of your co-workers and prove that you can actually do the job you were hired to do.I think the work being done to encourage women in engineering has helped a lot with that though. Another challenge was always when you join a group of males and they suddenly act like they can't make jokes in case they offend you. It takes a while for them to become comfortable around you as a female if they have never worked with women in engineering before.”“Unfortunately, equality is still an issue within engineering. I sometimes feel that I'm seen as an anomaly as a female engineering technician. Gender equality is so important because you should be able to do what you love and what you're good at and enjoy your job. It's better to have a company of great engineers regardless of gender. There are so many amazing women in engineering and I would hate to think that these people wouldn't be in the field if gender equality had never become important.”We asked Emma, what is the most important message you want to send out to young women thinking about their careers?“I think the most important thing to say to women thinking about their careers would be to follow your hearts. If you want to go into engineering, then just ignore what anyone else says and do it because you won't regret it. The only way to gain equality in engineering is to have women join the field and prove that it isn't just a man's job.”We are proud to partner with companies who are striving for gender equality within their businesses and we’re working with our candidates and clients to provide a truly accessible and inclusive recruitment journey for all. Search for your next opportunity here.Find out more
As one of the world’s most iconic brands, the complexity of Manchester United’s business model and the sheer scale of its operations requires it to be the best both on and off the pitch. Beyond its superstar players lies a vast network of talented people that enable the club to continue delivering the true magic of the beautiful game and reaching millions of people around the globe.Making this happen requires a talent partner so intrinsically linked that it blurs the lines between ‘them and us’ and creates one united and enlarged team. Their mantra is to attract, develop and retain a best-in-class workforce that sits behind the scenes and sets the club apart from its competition.Manchester United’s retained talent partner, RPOne – the Morson Group's recruitment process outsourcing (RPO) delivery arm – now focuses on developing the club’s employer brand, creating streamlined candidate journeys, evolving ED&I agendas and developing behavioural frameworks, all whilst delivering the plethora of diverse skills that the business requires.Kirsty Wilson, talent business partner at Manchester United and seconded by Morson, explains: “You’ll struggle to find someone who doesn’t know the club’s name, yet what is a blessing can often be a barrier to those who don’t realise the huge infrastructure around the team. You don’t need to be an avid football fan to work at Manchester United; it’s our mission to recruit the best talent for the role. However, you can’t help but support the team, just as you would with any business you work for!“In the two-and-a-half years that we have been part of Manchester United, we’ve recruited physios, software programmers, coaches, partnership leads, social media specialists, goalkeeping scouts, football analysts, fundraising executives and groundsmen. We’ve even recruited two seat fixers to maintain the 75,000 seats within Old Trafford.“Understanding the nuances of every role has been critical to our success. From day one, our mission was to build mutually beneficial relationships across the entire business, not just with HR business partners and hiring managers, to understand how this unique puzzle pieces together. Hiring managers now come to us with every role, which is testament to the trust and autonomy of our relationships and having spent the time to get under the skin of the football industry.”Sarah McGuire, head of talent development and resourcing at Manchester United, added: “I echo Kirsty’s comments in that we’ve been focused as a team to build relationships and centralise the talent function within the club, all whilst demonstrating our expertise and credentials by delivering a consistently excellent service that helped engage those within the club who didn’t necessarily understand the role of our partnership at the outset. We’ve never referred to Kirsty and her team as ‘Morson’ – they live and breathe the club’s brand and are our colleagues.”Sarah continues: “Having already worked with Morson in a previous role at MAG (Manchester Airports Group), I understood the extensive possibilities and pathways that our partnership could take. Morson was entrenched within MAG, enabling us to operate across three UK airports with 6,000 core staff, whilst recruiting for c.900 roles per year during our peak and delivering added value daily.“Replicating a similar RPO model, albeit in a completely different industry, has enabled us to work on developing a first-class recruitment service at the club, which also allows us to focus on the complete talent journey. Having tasked Kirsty and her team to quickly fill a backlog of roles, combat costly agency fees and deliver value for money from day one, we’re now focused on adding layers to our partnership and building on this great foundation by developing the club’s employer brand.“Football is king, which naturally garners the club’s priority focus and investment, but we’re now broadening our scope and taking our employer brand out to market by focusing on elevating candidate experiences, digitising the recruitment journey, proactively taking steps to continue diversifying our workforce, and building future-focussed pipelines of early talent at grass roots level. We’re adding value throughout the entire talent journey by working with hiring managers to attract the right people for long-term careers with the club and sharing the stories of our exceptional talent that sit behind the scenes.Kirsty added: “Reaping the benefits of an RPO requires a partner whose focus is to solve the clients’ end-to-end talent challenges, and that’s exactly what we’ve delivered and continue to deliver. There are no roles that don’t come to us; bar the players, of course!“Yet sourcing the right talent doesn’t mean taking the skills from another club. We identify the transferable skills needed to do the job and find those skills within other roles, brands and sectors. There’s no one-size-fits-all approach – we bespoke every hire as the broad range of roles that we recruit for require their own tailored talent attraction campaign that leverages the relevant external networks.”Sarah concluded: “The pandemic has blurred everyone’s jobs, with the talent team supporting with HR initiatives and conducting welfare checks with staff – and even fans! We’re a united front both on and off the pitch, and the club couldn’t have done any more to support its people. It’s a message that speaks volumes with candidates, especially those who aren’t as confident moving into new roles in such a volatile market, and it’s one that Kirsty, the team and I will continue to share. We’ve come so far and I’m excited to build on the foundation that we’ve laid and continue to evolve our talent model, together.”RPOne is powered by Morson Group, which for more than 50 years has supported sectors around the globe in sourcing the very best talent, overcoming their recruitment challenges and capitalising on new opportunities with innovative talent solutions.To find out more, visit: www.rpo-one.com or email us at email@example.comWhat is RPOne? RPOneis the Morson Group's recruitment process outsourcing (RPO) delivery arm. As a boutique facility with 50 years of expertise behind it, RPOne is a complete resourcing service that wraps around an organisation’s brand to redefine its talent strategy. Placing our client’s ambitions at our heart, we become one with businesses. We listen, understand and curate individual solutions with truly embedded teams that solve challenges whilst filling organisations with talent, expertise, and knowledge for long-term success.Our mission is simple: offer a flexible RPO solution that scales on-demand. Our purpose is empowerment: we enable brands to transform their talent strategy today, tomorrow, and into the future.Find out more
In late May 2021 it was reported by the BBC that a camera system which uses artificial intelligence and facial recognition technology intended to reveal states of emotion in people has been tested on Uyghurs in Xinjiang, China. A software engineer claimed that the system had been installed at several police stations in the region, which is already is believed to be one of the most highly surveilled areas in the world. The software engineer, who was reporting to the BBC under the strictest condition of anonymity, claimed that the technology was being forcefully tested on the mostly Muslim ethnic minority of Uyghurs in Northwest China. China has already been internationally condemned for its heavy surveillance and mass detentions of Uyghurs in what the government claims are ‘re-education centres aimed at quelling a terrorist movement’.This reported testing raises concerns about the potential human rights violations of AI and facial recognition, with the engineer providing evidence that “the AI system is trained to detect and analyse even minute changes in facial expressions and skin pores.”There are plenty of ways that facial recognition technology could benefit our every day lives. From speeding up queues for services to quickly identifying criminals through surveillance footage, the applications and varied and steadily growing. But such uses are raising concerns among the human rights community as privacy violations that have the potential to go too far.So, is facial recognition technology ethically sound? We look at the pros and cons:The pros of facial recognition technologyFinding the missing or wantedThe UK along has over 5 million CCTV cameras in operation, and the USA has around 15 cameras for every 100 people. This pales into insignificance when you consider that China is estimated to have around 200 million units, the most of any nation in the world. These cameras record a staggering amount of data every second, and facial recognition artificial intelligence algorithms are a sure-fire way to allow this footage to be rapidly sifted through and wanted people or criminals to be tracked. This is particularly useful in the case of missing people, when the window of opportunity to track them can diminish rapidly in the first few hours.MedicineFacial recognition technology is used regularly in medicine to dispense medication based on biometric scanning. Further expansions in the technology allows for diagnostic capabilities – such as measuring for pain levels by identifying facial expressions. This is the crux of the argument surrounding ethics in facial recognition. The potential applications in medicine are the same technology that is allegedly being used in a controversial way in China.Fast-trackingIn a queue for a service? Want to sign in to a building quickly and efficiently. Facial recognition technology allows simple actions to be fast-tracked.The average person is more accustomed to facial recognition technology being used in this way than they probably realise. Both Apple and Facebook utilise facial recognition software with their imaging tools to allow image tagging and indexing, as well as the iPhone unlock system that is adept at recognising the difference between a picture of a person or their actual face.The cons of facial recognition technologyAn invasion of privacy?With cameras seemingly watching every square inch of major towns and cities, the privacy concerns increase when facial recognition technology is added into the mix. If the technology is effective enough to identify specific people in a crowd, it would be possible to track their every move. Many see this as an invasion of privacy that often outweighs the potential upsides of the technology.Do you – or can you - give your consent?Facial recognition algorithms work by scanning huge data sets of imagery captured under different conditions and at various angles to ensure the technology learns to read the images correctly and make matches. The issues arise during the data collection phase. A number of universities and companies in the USA have been removing online data sets, mostly taken from the internet, containing millions of photographs of faces used to improve the facial-recognition algorithms, often without explicit permission.Researchers often use public Flickr images that were uploaded under copyright licences that allow liberal reuse. Legally, it is unclear whether scientists in Europe can collect photos of individuals’ faces for biometric research without their consent. The General Data Protection Regulation (GDPR) does not provide an obvious legal basis for researchers to do this, but there has been no official guidance on how to interpret the GDPR on this specific point.The questions remains – even if you directly benefit from the research done for facial recognition technology, are you comfortable with imagery of yourself being used freely during that research phase?Science journal Nature wrote in November 2020:“[We] conducted a survey to better understand researchers’ views on the ethics of facial-recognition technology and research. Many respondents said that they wanted conferences to introduce mandatory ethics reviews for biometrics studies. This is starting to happen. Next month’s NeurIPS (Neural Information Processing Systems) conference will, for the first time, require that scientists address certain ethical concerns and potential negative outcomes of their work.”As technology progresses at ever increasing rates, it’s important that we embrace it in an ethical and safe way, and that people are always fully aware of its use. The technology has the capacity to be one of the biggest innovations in computing since the advent of the internet, but in much the same way, policing it and understanding the ethics of its applications is crucial. It’s clear that the right steps are being taken though, and the leading lights in the industry are clearly pointing towards mandatory ethics reviews. That’s probably why Ethical Technology Advisor is a future tech job title… The Morson Technology team are experts in recruiting specialist IT and technology talent for your business. Whether you're a budding start up or an experienced business, get in touch with the team to talk about your IT and technology needs.Find out more
Sale moved closer to securing a home semi-final with a destructive performance against Harlequins at the AJ BellMartin Landajo opened the scoring for the away side inside the first four minutes, but Sale responded quickly as a great offload from AJ MacGinty put through Akker Van der Merwe to charge over. A brilliant team move minutes later found Marland Yarde, who dove over in the corner and fellow winger Byron McGuigan scored a similar try in the same corner shortly after. Player of the match, Cam Neild secured the bonus point for the Sharks before half-time, as he battled through the Quins defence to roll over and score. Rohan van Rensberg marked his return to the side with a textbook bulldozing try as he powered through to get over, after a great catch and turn to evade the opposing defence. Bevan Rodd continued to show his impressive form as he stretched the game further from Quins’ reach with a try. Jean Luc du Preez responded to Edwards’ late consolation try for the away side by pressing over for the final score of the game and sealed the Sharks’ eighth win on the bounce. Sale now have the opportunity to secure a home semi-final as they face reigning champions Exeter at Sandy Park this Saturday and will need a bonus-point win to do so.Sale: Hammersley; McGuigan, S James, R du Preez, Yarde; MacGinty, De Klerk; Harrison, Van der Merwe, Oosthuizen, Beaumont (capt), J-L du Preez, Neild, B Curry, D du Preez.Replacements: Langdon, Rodd, John, J-P du Preez, Ross, Cliff, Reed, Janse van Rensburg.Sin-bin: De Klerk (51).Harlequins: Green; Morris, Marchant, Tapuai, Beard; Edwards, Landajo; Garcia Botta, Elia, Collier, Lamb, Lewies (capt), White, Wallace, Lawday.Replacements: Baldwin, Baxter, Kerrod, Cavubati, Tizard, Steele, Herrod, Lynagh.Referee: Wayne Barnes (RFU).Find out more
Sale Sharks 22-13 Bristol BearsA scoreless first half saw both sides showcase brilliant defensive displays, but Bristol opened the scoring in the 45th minute through Ben Earle’s try. An electric defense-splitting run from young scrum-half Raffi Quirk saw Sale make there way to the try-line, and it was eventually Dan du Preez who powered over to draw the home side level. A brilliant cross-field kick found Byron McGuigan, who then put through Rob du Preez to go over in front of a roaring crowd at the AJ Bell, as Sale took the lead for the first time in the 63rd minute.Curtis Langdon charged over from a maul to extend Sale’s lead but Ioan Llyod responded with Bristol’s second try to keep the pressure on heading into the final minutes. AJ MacGinty’s late penalty secured a huge win against the league leaders and the result guaranteed the club their first play-off spot since 2006, coincidentally the last time they won the league…Sale Sharks DOR Alex Sanderson gave his post-match thoughts:"I'm over the moon for the result and the points. But I said to the guys before the game, I wasn't too bothered about the result, it was certain behaviours I wanted to see around the physical attributes we have” He continued: "What that showed tonight is that championships are won not on the execution, but the togetherness and resilience they displayed."Sale: L James; McGuigan, S James, Doherty, Yarde; MacGinty, De Klerk; Rodd, Van der Merwe, Oosthuizen, Wiese, J-L du Preez, T Curry, B Curry, D du Preez.Replacements: Langdon, Morozov, Harper, Phillips, Neild, Quirke, R du Preez, Tuilagi.Bristol: C Piutau; Morahan, Radradra, O'Conor, Malins; Sheedy, Uren; Woolmore, Kerr, Sinckler, Attwood, Vui, Harding, Earl, Hughes.Replacements: Thacker, Thomas, Chaparro, Holmes, Heenan, Kessell, Lloyd, S Piutau. Salford Red Devils 18-62 Warrington Wolves Warrington had a three-try lead inside the first eleven minutes as Stefan Ratchford, Danny Walker, and Toby King all got over. However, Ken Sio gave the Salford fans something to cheer about as he replicated his brilliant try against Leigh with another full-length sprint of the pitch to score. Harvey Livett continued his great form by getting over on the left side against his former club. Salford looked to gather momentum in this period, although it was the Wolves who went into the break full of confidence, as Jake Mamo slid under the sticks for their fourth try of the half. The second-half was more of the same as Gareth Widdop extended Warrington’s lead, only for Darcy Lussick to respond and score his first try for Salford. The away side truly ran away with the game later in the half as Jake Mamo, Toby King and Gareth Widdop all got their second tries of the game, as well as Chris Hill and Ben Currie scoring to seal off another tough test in the Super League for Salford.Salford head coach, Richard Marshall shared his disappointment at the performance:"We managed to get ourselves a foothold after a slow start but Warrington were very clinical in their attack. We are busted mentally and physically” Salford: Escare; Sio, Watkins, Livett, Williams; Lolohea, Atkin; Ormondroyd, Taylor, Ikahihifo, Lannon, Roberts, Burke.Interchanges: Lussick, Wells, Luckley, Patton.Warrington: Ratchford; Lineham, Mamo, King, Charnley; Austin, Widdop; Hill, Walker, Philbin, Currie, Hughes, Davis.Interchanges: Mulhern, J. Clark, Akauola, D. Clark.Sale next host play-off rivals Harlequins this Friday, whilst Salford travel to Hull Kingston Rovers on Friday 11th June.Find out more
We can’t help but look to the future and wonder how technology will transform the construction industry.Here are 5 construction trends to keep your eye onWe can’t help but look to the future and wonder how technology will transform the construction industry. Throughout the last decade we saw general awareness and an appetite for leveraging digital technology but how will that manifest in the near future?Digital transformation, modern methods of construction, infrastructure investment and the industries response to climate change are all emerging trends in the construction industry that will help align with the changing requirements of the workforce and modern world. Such a huge transformation could see companies from other sectors, such as automotive manufacturers, enter the market as an opportunity to diversify.One thing’s for sure, the industry needs to keep up with emerging trends to continue to build extraordinary places for people to live, learn, work, play and create.Here are 5 construction trends to keep your eye on:BIM (Building Information Modelling)BIM has the potential to be the most disruptive digital instrument in the industry. Allowing us to replicate buildings, roads and utilities through computer-generated images, it has so much potential and many benefits.It helps architects and engineers to visualise a construction project before it’s built which not only helps to estimate how much of a specific material is needed but provides an insight into how a building may hold up over time but also reduces the amount of waste, promotes sustainable practices and optimises building efficiency.Definitely not one to underestimate.TOP BLOG | From Conception to Demolition – The World of Building Information Modeling (BIM)RoboticsTechnological advancements in the construction industry aren’t limited to just software. Using robotics on-site such as using drones is becoming increasingly popular for surveying and ensuring employee safety in potentially dangerous situations. Robotics can increase safety, accuracy and efficiency whilst having the added benefit of being able to gather information for survey data.The technology is advancing all the time, from automated tiling robots to mechanical arms that can build the components for entire houses in a matter of hours. Watch out for the robotic revolution!Want to learn more about robots and AI? Our Bridge Bytes blog, ‘Recruiter or Robot?’ explores the potential of AI in the recruitment industry.Virtual reality (VR)Along with the increasing enthusiasm for augmented reality (AR), virtual reality (VR) is becoming increasingly more popular in the construction industry. Engineers can now wear a pair of AR glasses that, in combination with 3D models, allows the user to visualise behind-the-wall piping or underground cables with an overlay of directions for how to fix the problem. Not only is this process much more efficient in terms of time and money, it mitigates mistakes or potentially dangerous scenarios. Wearable TechAlong with VR, wearable tech is set to become a big construction trend. Currently, on the market, there is innovative smart construction equipment that can provide engineers with critical information with new technologies being released all the time.You can get your hands on a sensor-equipped helmet that enables fully automated data collection streamed straight from the site to your project management software, work boots that can connect to Wi-Fi sending GPS coordinates. Not to mention the wristbands that can tell users if you have fallen or are tired.Whilst implementing wearable tech as standard on construction sites might seem a world away, we’re sure that in the coming years they will have a permanent place on the construction site and bring about a new era in construction safety.Green Technology in ConstructionOver the past year, there has, quite rightly, been a big focus on sustainability in the construction industry and with green construction now a growing trend, people looking for ways to incorporate sustainability into the construction process. An ever-growing population brings a clear need for more buildings however, a focus has now shifted on building more developments which, as well as being low-carbon, are great places to live and work.The World Green Building Council’s Advancing Net Zero Campaign has said all new buildings will need to be net zero-carbon by 2030 and existing buildings by 2050. Given buildings are currently responsible for 25% of the UK’s emissions, this is a challenge none of us should take lightly.With the advent of new technologies, the availability of data and new materials coming into play, the need to adapt and challenge traditional business models is more evident than ever in the construction industry.Rhys Harris, Morson’s Director of Engineering, Process & Construction, gives an insight into what trends are developing in construction recruitment right now:“Construction and engineering companies have always been interested in harnessing technology to either improve process, reduce costs or improve quality. The pace of technology advancements has been astonishing in the last decade and the pace of automation doesn’t look like slowing any time soon in all parts of our lives.As Bill Gates once eluded to “The first rule of any technology used in a business is that automation applied to an efficient operation will magnify the efficiency. The second is that automation applied to an inefficient operation will magnify the inefficiency” wise words I would suggest!”What technology do you think will shake up the construction industry? Let us know on Twitter!Ready to progress your career in the construction industry? Search our latest jobs here!Find out more
The global AI market is set to experience a compound annual growth rate (CAGR) of 42.2% over the next seven years.The accelerating use of data is one of the primary drivers behind the growth of AI. The amount of data that is captured and the ease of storage and recovery means that industries ranging from the financial sector to the medical industry are looking for innovative ways to use machine learning and the advancing fields of computer vision and neural networks to structure and utilise their data.This has a direct impact on the recruitment landscape, and the UK is seeing a significant increase in the volume and breadth of data, cloud and emerging tech roles.Our Artificial Intelligence Industry report takes a deep look into the current trends in the UK artificial intelligence sector. Our insights provide information on:Locations of the top UK artificial intelligence jobsSalariesKey universitiesWe also demonstrate how we can use candidate profiling, market intelligence and targeted campaigns to ensure your business can successfully attract the next generation of artificial intelligence talent to this growing field.Download the full Artificial Intelligence Market Report below:With the ability to operate on all scales, we design and deliver complex projects across sectors that require specialist knowledge and expertise.The best relationships start with an open conversation, so don't hesitate to get in touch... firstname.lastname@example.orgFind out more
A drop goal from former Red Devils star, Jackson Hastings proved to be the difference between the two local rivals in a hard-fought encounter at the AJ Bell stadium.The Red Devils opened the scoring inside the first ten minutes, as Harvey Livett continued his great form by running the length of the field and getting over after his interception. Livett missed the follow-up but added extra points minutes later after Salford won a penalty. Wigan soon got themselves back in the game however, as Brad Singleton powered over in front of the home fans. Salford quickly answered back in the 25th minute, as Jack Wells made an immediate impact off the bench, storming through the centre to get his first try for the club. Wigan managed to reduce the deficit minutes before half-time with Farrell getting over on the left, but Salford regained their advantage just before the interval with a second penalty from Livett. Livett continued to make his presence known as he extended Salford’s lead to six points with another successful penalty. The Warriors left it late to get back in the game as Singleton got his second try of the day and former Salford star, Jackson Hastings snatched the victory with a drop goal in the dying minutes.Salford coach, Richard Marshall gave his post-match thoughts:"The Salford attitude I love and respect was there in abundance. We were not smart enough as a group, but we will get experience through learning. We will take the good points from the game and learn from the negatives”He continued:“The difference between the teams was marginal - just a couple of moments of brilliance by a couple of their players. I thought Wigan had to work for every single inch today. There was loads of effort from us, but we need to start winning some games."Salford next host Warrington Wolves this Thursday at the AJ Bell Stadium.Find out more
Global talent solutions specialist, Morson Group, has been recognised as one of the best places to work, having placed on multiple regional Best Companies lists.The accreditations acknowledge the continued steps taken by Morson to create a flexible, inclusive and rewarding workplace, with the Group’s efforts seeing it ranked 66th in the top 100 businesses in the North West and 16th in the top 40 companies in Scotland. The company utilises colleague data and quantitative feedback to shape its people strategy, inform decision making and introduce new employee benefits. In the last 12 months, it has enhanced maternity and paternity pay, offered its team ‘duvet days’ to support their mental health, has introduced a flexible working policy and now provides full-pay charity days for employees to give back to the community.Additionally, it has facilitated opportunities for its most junior team members to shape company policy via one-to-one sessions with C-suite directors and has overhauled its leadership and colleague framework to provide clear pathways for progression through the ranks of the business.Katie Winstanley, head of HR for Morson Group, said:“We’ve always been a people-focused business but several years ago we decided to give our employees more of a chance to influence and be heard, to ensure we were doing the right things for them. We feel that higher employee engagement should help drive better service quality and productivity, which is fantastic at a commercial level, but more important than that is offering our team a workplace which puts them front and centre of strategy and success. For Best Companies to recognise our improvements year-on-year demonstrates our ability to listen to our colleagues, and knowing this latest accreditation is based on direct feedback from them proves the measures we have put in place to create that step change have been more than worth it. The list is so competitive, and lots of really worthy businesses feature every year but we are particularly proud to have been placed on four lists after what has been one of the most challenging periods for our team. There has been so much societal and environmental change for them, but we’ve been sure to provide consistency at work ensuring our people have remained supported in lots of different ways, so this year’s listing means even more to us.”Ged Mason OBE, CEO for Morson Group, added:“We’ve worked hard over recent years to redefine our purpose and ensure our mission for the next half a century and beyond builds on the incredible successes that we’ve had during our first 50 years in business, all whilst continuing to build a company that people want to work for and that clients want to work with. We have always been an employer brand that places people first and our workforce is empowered. Our core values were reimagined and reshaped by our employees to create a suite of guiding principles that keep what we have built successfully to be maintained, excelled and to maximise our greatest asset – our people. I’m incredibly proud that we’ve been named on multiple Best Companies lists and want to thank the entire Morson Group family of people whose passion and dedication – particularly during the challenges of COVID-19 – enabled this to happen."Want to work within the Morson family? Search our latest internal vacancies across the UK by clicking hereFind out more