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.
Over 200 construction professionals gathered at the Hilton, Deansgate, Manchester, for the Inspire Summit, which is continuing to act as a platform for encouraging debate around diversity and inclusion in the construction sector. The event, now in its third year, was hosted by award-winning journalist and broadcaster Marverine Cole and was attended by men and women working in construction, as well as students hoping to join the industry. Creating cultures where everyone can succeed was a focus for this year’s conference, which was split into three sections: personal development, recruitment and retention. Sam Price, head of client engagement at Morson and Inspire Summit panellist gives her insights on the key themes of the conference. Sam explains how analysing the recruitment process, championing collaboration and making small meaningful steps will create a real difference in addressing gender inequality within the construction industry: “In an increasingly competitive skills market employers need to focus on widening talent pools rather than limiting the number of applicants. Conversations at the Summit concluded that the recruitment journey is a critical point where the impact of unconscious bias and/or preconceived barriers can be assessed and, consequently, successfully mitigated. Rebecca Thompson, founder and director of Thompson Heritage Consultancy and fellow and past president of the Chartered Institute of Building opened the conference. She talked about her experiences starting out in the sector and explained the importance of high ethical standards from professional bodies. Experts and industry leaders debated a wide range of topics from tackling unconscious bias and implementing inclusive recruitment strategies, to attracting a more diverse workforce for the future and building the business case for diversity. Sam continues “With many companies implementing unconscious bias training, it was identified that this alone is not enough as a standalone to attract and retain diverse workforces. For roles to be as accessible as possible, attention must be paid to job descriptions and candidate screening processes to make them clear and specific. For example, providing comprehensive details around how much travel is required within the job detail, will give parents and carers a much better idea of whether that role is the right fit. Moreover, established team dynamics which need to be challenged need a more integrated approach when it comes to supporting to ensure that new employees feel included and supported from the outset of their employment. We heard first hand the challenges faced by Katie Keheller (crane operator) when she first started on site. Therefore, monitoring, measuring and reviewing these techniques and initiatives is essential to assess the impact and, most importantly, drive continuous improvement.” Fiona Triller, programme director of Creating Inclusive Industries talked about how individuals form social stereotypes about certain groups of people outside of their conscious awareness. “Every single one of us has a bias based on our life experiences,” she said. “We are constantly comparing ourselves to others which can hold us back,” said resilience and talent coach Anthony Taylor who asked the audience to think about their personal brand and what it says about them. Mark McBride-Wright, founder of EqualEngineers, talked about positive action and how a more inclusive conversation around diversity can be curated. He also shared some findings from EqualEngineers’ masculinity in Engineering Survey. There was much discussion among panellists over opening up the industry, breaking down barriers, creating inclusive workplaces and retention of staff. Sam added “The Inspire Summit addressed the need for more collaboration between all elements of the industry to create a positive framework of action. Only the sum of the united efforts between regulating bodies, schools, companies and their supply chains will enable the total transformation needed to diversify the workforce that powers the industry. However, it is essential that the messages crafted by these partnerships are tailored to, and reflective of, the communities they are communicating with. To inspire advocacy, create aspiration and incite change, we cannot continue to use the same methodologies, communicate the same messages and expect different results.” There was once again a focus on the next generation of construction workers with free places at the summit for students. Several students also took part in a panel session led by Julian Buttery, senior employer engagement manager at the Careers and Enterprise Company, where they talked about their experiences in the sector. “Lots of teachers don’t know a lot about the construction sector and the available roles,” said University of Salford student Racheal Umunna. There was much discussion around attracting more young people into the industry, as well as how to educate teachers, careers advisers and parents about the breadth of career opportunities available in construction. “In Europe engineers are classed with doctors and surgeons and given a higher social profile than they are in this country,” panellist Neil Conlon, business development manager at Conlon Construction told delegates. The conference was rounded off with a session led by Joscelyne Shaw, director of the strategy at Mates in Mind, a charity which was set up to raise awareness, address the stigma of poor mental health and promote positive mental wellbeing in construction and related industries across the UK. Outlining Mates in Minds’ achievements and the work that it has done since it was set up two years ago, she focused on promoting cultures of positive wellbeing throughout the industry. She told delegates that 3 out of 5 employees experience mental health issues because of work and talked about changing behaviours. The Summit was supported by British Board of Agrément, CABE, the CIOB, easy-trim, Housing Diversity Network, the National Association of Women in Construction, Procure Plus, Redrow Homes and RICS. As well as attending the conference, delegates had the chance to talk to a diverse selection of companies, which were showcasing their work in the exhibition space. The Summit was followed by the Inspire Awards, celebrating diversity and inclusion in UK construction, engineering & housing. Sam concludes “At Morson, we work in sectors hardest hit by gender imbalances. We see opportunities in the construction industry still stigmatised as ‘dirty jobs’, which presents an obstacle for many applicants. One technique we employ to break down this barrier to entry and reverse opinion is role modelling (link to AA piece about role models), which aims to showcase the varied and fulfilling careers available in the industry. The Inspire Summit demonstrated that there is no one tactic which will create long-lasting change. Instead, the extension of extra focused effort will empower small turns of the dial which will create diverse workforces of the future” For more information on Morson's commitment to diversity check out our Diversity Portal. Or to find your next opportunity search jobs here.Find out more
Wednesday 19th June 2019 marks the 81st birthday of the late Morson founder, Gerry Mason. Born in Salford in 1938, Gerry originally trained as a mechanical design draughtsman. After spending time in Canada he returned to Eccles to found Morson from the family home in 1969. His admirable drive and desire for the company to be the best and his commitment to excellence throughout the business was matched by his sense of fun and its value in business. Honesty, integrity, quality and hard work were all values that Gerry lived by and these were embedded into the fabric of Morson from the very start. When Gerry retired from the day-to-day running of the company in 1999, he remained part of the board and dedicated his time to other pursuits. A compassionate man with a natural compulsion to help others, he was an active supporter of several local charities. A house at the local Seashell Trust charity, an organisation for which he had been a patron, was named in his memory. Outside of work and family life, he was an avid golfer and dedicated a lot of his time to the pursuit of the sport he loved. This year marks the 50th anniversary of Gerry’s founding of the business. As we mark this milestone, we’re looking back and reflecting on the last five decades of Morson but also looking forward to a bright and promising future. When Gerry founded the business in a cupboard under the stairs in the family home, he couldn’t guarantee it would last longer than a couple of weeks. Half a century and four head offices later, the business continues to grow – continues to succeed upon the values of honesty, integrity and hard work on which it was founded. Gerry passed away on 24th July 2015 at the age of 77. While he is no longer with us to celebrate this landmark, Gerry lives on in our hearts and through his amazing legacy; a thriving business, a loving family and the wonderful memories all of us share of a legend who was held in such high esteem by so many people. Happy Birthday Gerry.Find out more
INDUSTRY NEWS | 3 MIN READ Engineers have proposed that a 'floating forest' could help protect our shorelines from corrosion It will be made up of vertical plastic and concrete tubes standing 20 meters tall One of the main challenges facing our shorelines is the damage that waves can create when coupled with heavy wind storms. Waves can erode the shorelines and destroy coastal facilities such as marinas. However, a newly-proposed ‘floating forest’ could help by blocking both the wind and the waves to protect our coastal areas. The ‘floating forest’ concept has been designed by the University of Queensland’s Professor Chien Ming Wang and would measure approximately one kilometre in length (0.6 miles). As a starting point, it is believed that the structure would be anchored offshore in high-risk areas. Professor Chien Ming Wang said: "Engineers have already developed wave-breakers capable of reducing the height of waves, but there has been nothing until now to break the wind. We're the first ones to place a windbreak on top of the floating breakwater structure." Unlike its name suggests, it will not be home to any trees, instead it will be made up of vertical plastic and concrete tubes standing 20 meters tall. One of its main features is its sloped concrete surface, allowing the waves to non-destructively dissipate their energy by flowing up into the structure.The plastic and concrete tubes will be flexible to reduce the risk of them breaking. They will be stiff enough to disrupt the wind which will in turn reduce the speed of which the wind reaches the shore. Additionally, the incoming water would be able to flow up into each tube, further helping to dissipate the waves' energy. The floating forest technology has been patented by the university, with hopes that it could someday be used in cyclone-prone countries such as Bangladesh, Mozambique, Taiwan and the Philippines. In the meantime, a scale model has been built for testing in U Queensland's wave tank. (Images sourced via newatlas.com) Head of School of Civil Engineering Professor Simon Washington said the idea was an example of UQ engineers collaborating with industry to solve global challenges. “Researchers in our school working with our industry partners are generating some incredibly innovative research and ideas,” he said. “The patent taken out by the researchers allows them to claim ownership of this idea and to work further on the invention, with the possibility of it being commercialised and shared with coastal communities around the world.” Ready to progress your career? Search Morson jobs now.Find out more
THOUGHT LEADERSHIP | 3 MIN READ David Lynchehaun, Morson Group Sales Director is featured discussing the future of engineering recruitment. The skills shortage, Brexit and the growing importance of technology are all hot topics in the industry right now. Find out more about how Morson can help you with your recruitment needs. In the latest SIA Staffing Industry Review, David Lynchehaun, Morson Group Sales Director is featured discussing the future of engineering recruitment. Read on to find out more about the latest industry trends including the skills shortage, the impact of Brexit and the growing importance of technology in the recruitment industry…. Demand remains strong for engineering talent in the UK but recruiting in the sector faces some challenges brought on by a skills shortage. In addition, thanks to the rapid evolution of technology, clients are changing how they engage with recruitment firms. Brexit also looms with its uncertainty. In a report released in early May, the Association of Professional Staffing Companies reported that demand for contract workers within engineering fell by 20%; however, demand for permanent placement rose by 16%. The Candidate Experience In the UK, competition is fierce for top engineering candidates, and there’s a growing shortage of talent with in-demand engineering skill sets, says David Lynchehaun, group sales director at Morson Group. And the skills shortage is more problematic in some sectors than others. For example, in the nuclear sector, nearly 50% of workers will reach retirement age in the coming decade. Given the shortage, Lynchehaun says it has become increasingly important for clients to ensure the candidate journey is as positive and seamless as possible. This is especially true with social media and smartphones making communication ubiquitous; meaning a candidate’s unhappiness with the recruitment process can spread quickly. Separately, some companies are also capitalising on transferable skills by hiring people from alternative sectors. Casting the recruitment net outside of the traditional talent pool can help to deal with peaks and troughs during project delivery, while revealing insight into how best to upskill other candidates. The demand for talent also highlights the need to bring more people into the engineering field and establish candidate pipelines that are fit-for-purpose. As they leave school, candidates are considering a multitude of industry pathways, and not necessarily engineering, which only fuels the problem further. There’s also somewhat of an industry identity crisis going on in the UK, whereby young people simply aren’t aware of the breadth of roles and opportunities available in engineering, Lynchehaun says. Morson is dedicated to providing candidates with the best customer experience possible. Therefore, we have implemented the latest web accessibility technology to ensure that there are no barriers to success. Find out more here. Brexit What is Brexit’s impact on the UK engineering staffing market? Morson Group’s David Lynchehaun says his company’s work is UK-based, however, there is a growing need for boots-on-the-ground labour, especially for major projects such as the High Speed 2 (HS2) rail line. The UK has sourced workers from throughout Europe in the past to fill the labour gap, but it’s unknown how Brexit will ultimately affect such overseas labour pipelines. “It’s an issue that is definitely being considered and forms part of the group’s ongoing risk assessment and risk mitigation. But until we know what the agreed Brexit deal looks like, it is still very much business as usual for Morson,” he says. To read the full article by the Staffing Industry Analysts, click here. Technology The recruitment industry has embraced artificial intelligence in a big way over the past few years, from becoming more aware of how analytics can assist with hiring to actually using AI capabilities. Technology allows us to automate parts of the recruiting workflow, especially repetitive, high-volume tasks such as reviewing CVs. Ultimately, AI can make the recruitment process faster and more efficient. AI recruiting video interview platforms, for example, use biometric and psychometric analysis to evaluate not only the quality of candidate answers but also voice quality, the pace of speech, voice energy, use of fillers, facial micro-expressions and body language. Morson has partnered with RecruitmentSMART to implement its game-changing recruitment sourcing and screening technology. SniperAI provides a game-changing technology that incorporates machine learning and auto screening to match job specifications to potential candidate CVs at rapid speed. Read more about the latest technology here. To find out more about how Morson can help you with your recruitment needs, click here. Or, to find your next opportunity, search Morson jobs here.Find out more
MORSON NEWS | 2 MIN READ Technology, economics and younger generations require employers to re-think their candidate selection strategy. 56% of candidates say a poor recruitment process negatively influences their perception of a brand. Data is playing an increasingly vital role in the way employers attract and retain candidates. In many companies, big or small, the hiring process is outdated on more than one front. The impact of technology on the way people work, the rapidly growing gig economy, and more generally speaking, the changing expectations of (younger) job seekers are just a few reasons why the way organizations are hiring doesn’t reflect the dynamic nature of the contemporary job market. These are the most common pitfalls we see in candidate selection today: 1. An unstructured process A messy selection process is bad for both recruiters and candidates. 56% of candidates even say that a poor recruitment experience leaves them with a negative view of the brand. On top of that, an unstructured process isn’t scalable nor easily repeatable and puts a strain on your recruitment department as well. 2. A one-size-fits-all selection process Every job family requires a unique combination of skills, competencies and personality traits in order for someone to be fully productive. Therefore it makes no sense to use the same hiring process for all roles, especially since 55% of HR managers say ‘loss of productivity’ is the biggest problem associated with bad hires. A one-size-fits-all selection process increasingly leads to an inefficient selection process and subsequently, bad hires. 3. Sticking to manual labor Are you still posting your vacancies on job boards, plowing through stacks of resumes and scheduling interviews manually? Nowadays, many tedious, time-consuming tasks can be handled by technology saving you precious time in the process. And this doesn’t just make your life easier, candidates will love you for it as well. Did you know that 57% of job seekers lose interest in a job if the hiring process is too long? 4. Selecting candidates without data or collecting the wrong data Too often still, recruiters make hiring decisions based on gut feeling rather than data. Not only does this create a big risk of hiring the wrong candidates, but it also makes it easier for bias to creep into the process. Not surprisingly, 74% of employers admit they’ve hired the wrong person for a role somewhere in their recruiting efforts. 5. No focus on candidate experience When you’re under pressure to find that perfect candidate sooner rather than later, it’s easy to forget about the candidate experience. Often heard criticism from applicants includes a lack of feedback about their application or how they did in the assessment. Furthermore, 61% of employees say the realities of their new job differ from expectations set during the interview process. Contributors: This article was written in partnership with Harver. Harver is a pre-employment assessment platform, that enables innovative companies around the world to hire better, faster.Find out more
MORSON NEWS | 2 MIN READ Morson Forces Ambassador Andy Reid awarded MBE in Queen's honours list "It's not why I do what I do but it's nice to recognised in such a special way." - Andy We’re delighted that Morson Forces Ambassador Corporal Andy Reid has been awarded Member of the Order of the British Empire (MBE) by Her Majesty the Queen. Andy has been selected for the MBE on the strength of his services to the veteran community as well as his extensive work helping the disabled in St. Helens. Morson appointed Corporal Andy Reid as its first official Morson Forces Ambassador in 2018. Andy was injured by a Taliban IED while on patrol with the 3rd Battalion, The Yorkshire Regiment, in Afghanistan in 2009 and lost both legs and his right arm. Describing himself as ‘a survivor, not a victim’, Andy’s attitude has seen him become an inspirational motivational speaker and he works closely with Morson to empower its workforce and strengthen the work it does in bridging the gap between the armed forces and ‘civvy street’. Andy’s experience within the armed forces and knowledge of the terminology used by veterans allows him to act as a conduit and interpreter between them and the Morson team. During his time as Morson Forces Ambassador, Andy has also launched a guide for armed forces leavers looking to transition into civilian life, and helped rail training division Morson Vital Training offer free rail training places. The Morson Group has been supporting the British military for more than 20 years, with our Morson Forces team comprising a number of ex-military personnel that possess a combined 70+ years’ forces experience. With 20% of our total workforce being ex-military personnel, Morson has some 2,500 workers on assignment on various client projects globally. Speaking of his award, Andy told Morson “It’s such a fantastic honour to be awarded an MBE, especially in the Queen’s birthday honours list. It’s not the reason why I do what I do – that’s to help people in the same way that I’ve been helped throughout my journey – but it’s nice to be recognised in such as special way and I’m very proud” Morson CEO Ged Mason said “I’d like to say congratulations to our good friend and ambassador Andy on being included in the honours list for an MBE. I’m absolutely delighted that an award has been given to such a great man. All that he’s done and all that he’s achieved continues to be an inspirational story to many.” As a reflection of this commitment to armed forces leavers, Morson Forces are the proud owner of the Gold Award from the Employment Recognition Scheme (ERS), which is the MOD’s most prestigious badge of honour awarded to employers that deliver outstanding support for those who serve and have served and set a precedent for industry standards. Morson Forces also works closely with the Careers Transition Partnership (CTP) and British Forces Resettlement Services (BFRS) to ensure smooth recruitment journeys, attending numerous annual events to build an invaluable network. Looking to transition from the military into a civilian career with one of our industry leading clients? Read more about Morson ForcesFind out more
INDUSTRY NEWS | 2 MIN READ JLR and BMW have announced that they are joining forces on the development of electric car technology to be used in the next generation of electric vehicles. Andy Allan, Senior Consultant at Morson International comments on the collaboration, providing an insight into what it could mean for the automotive industry. Jaguar Land Rover and BMW Group have announced that they are joining forces on the development of electric car technology to be used in the next generation of electric vehicles. The companies will collaborate on the development of Electric Drive Units (EDU), which includes electric motors and the electronics required to control and operate them. The move will support the advancement of electrification technologies, a central part of the automotive industry’s transition to an ACES (Autonomous, Connected, Electric, Shared) future. Both companies have experience in developing EV technology; Jaguar Land Rover has delivered the world’s first premium battery-powered electric SUV, the Jaguar I-PACE, along with developing several plug-in hybrid models. BMW Group has developed and produced several generations of electric drive units in-house since it launched the BMW i3 in 2013. Nick Rogers, Jaguar Land Rover’s Engineering Director, said: “The transition to ACES (Autonomous, Connected, Electric, Shared) represents the greatest technological shift in the automotive industry in a generation. The pace of change and consumer interest in electrified vehicles is gathering real momentum and it’s essential we work across the industry to advance the technologies required to deliver this exciting future.” “We’ve proven we can build world-beating electric cars but now we need to scale the technology to support the next generation of Jaguar and Land Rover products. It was clear from discussions with BMW Group that both companies’ requirements for next-generation EDUs to support this transition have significant overlap, making for a mutually beneficial collaboration.” Next year, BMW Group will introduce a new electric drive unit, the fifth generation (“Gen 5”) of its eDrive technology, with the BMW iX3 Sports Activity Vehicle. The Gen 5 electric drive unit will be the propulsion system upon which subsequent evolutions launched together with Jaguar Land Rover will be based. Klaus Fröhlich, Member of the Board of Management of BMW AG, Development said: “The automotive industry is undergoing a steep transformation. We see collaboration as a key to success, also in the field of electrification. With Jaguar Land Rover, we found a partner whose requirements for the future generation of electric drive units significantly match ours. Together, we have the opportunity to cater more effectively for customer needs by shortening development time and bringing vehicles and state-of-the-art technologies more rapidly to market.” It is believed that the partnership will bring cost efficiencies for both parties and the EDUs will be manufactured by each company in their own production facilities. Commenting on the collaboration, Andy Allan, Senior Consultant at Morson International said: “I think JLR and BMW collaborating is great news for the industry. With the advancements in battery electric vehicles, and hydrogen fuel cell technology there is added pressure to manufacture the battery units. However, the current market is already limited, and high prices have almost forced these collaborations. It had to happen due to the huge expense involved to produce EDU’s (Electric Drive Units), coupled with the increasingly restrictive regulations (rightly so) to protect our environment. These collaborations should see some great brands continue to be produced, which in turn, should see an improvement within the automotive recruitment industry as a whole.” Involved in over 2 out of every 3 vehicles built in the UK every day, Morson has some of the most exciting automotive jobs in the motor industry. Search Automotive and Motorsport jobs now.Find out more
WORLD ENVIRONMENT DAY | 5 MIN READ This World Environment Day, Gareth Morris, Director of HSQE, explains how Morson is reducing its carbon footprint. He shares some information on the key areas of air pollution and some small changes that you can make to help combat the problem. Gareth Morris, Morson Group Director, Head of Health, Safety, Quality and Environmental Compliance, has driven environmental awareness and compliance within Morson for the last 10 years. Gareth is an active member of The Supply Chain Sustainability School of which Morson is a partner, developing people and planet-positive strategies. Today, we celebrate World Environment Day where the United Nations encourages worldwide awareness and actions to protect our environment. The theme for 2019 is air pollution which is one of the most significant challenges facing the UK and the rest of the world. Currently, we breach the European legal limits for Nitrogen Dioxide, and many UK cities exceed the safe limits for particulate matter expelled by diesel vehicles. In this blog, I take a look at what you can do to help reduce air pollution and the key Morson environmental innovations that are currently in place. Energy production Energy production is the leading source of air pollution, predominantly coal and gas power generation. The UK is investing heavily in renewable energy production, mainly through wind power. We can all help by using less electricity at work and at home. Don’t leave devices and equipment on standby, keep heating at an optimal level and turn off lights when not required. Transport The transport sector accounts for 25% of energy-related carbon emissions. Reducing vehicle emissions is an important intervention to improve air quality, especially in urban areas. We can all help by reducing the number of journeys we take, the distances we travel and by using public transport where possible. Air travel is a heavily polluting method of travel, so try and avoid it where possible. Agriculture About 24% of all greenhouse gases come from agriculture and other land use. The two major sources of air pollution from agriculture are livestock which produces methane and ammonia; and the burning of agricultural waste. We can all help by eating more plant-based food, eliminating food waste and by eating local, seasonal foods. Waste Waste burning and organic waste in landfill release harmful dioxins, methane and black carbon into the atmosphere. We can all help by reducing waste and segregating our waste. Morson’s key environmental innovations As part of our ISO 14000 Environmental Management standard, we set annual targets to reduce our carbon footprint and create sustainable work environments, which is underpinned by continual innovation, technology implementation and employee education to promote best practice behaviours. Our environmental policies work to minimise our CO2 emissions, waste per member of staff and divert waste from landfill. Throughout 218 our key environmental innovations included: Automatic shut down on all PCs Promoting of car sharing Automatic sensor lighting Promoting of remote conference calling to eliminate unnecessary travel Green procurement Targeting vehicle emissions Average vehicle emissions continued to fall in 2018 thanks to proactive efforts in reducing our carbon footprint. Expanding the use of Traffilog technology, a global leader in Telematics, throughout our Vital Human Resources national fleet enabled continued improvements in behaviour and reductions in road risks. An ‘in cab’ visual and audio alert warning system provided live data and real-time feedback to our drivers to support safe driving in compliance with the law. The technology enabled us to analyse and act on any journey issues, helping to reduce fatalities, injuries and lost days that can arise from road traffic accidents, whilst giving our management team extensive insights into the way our drivers behave behind the wheel. Traffilog also maximised fuel efficiency and driver speeds, directly reducing associated driving costs. Our continued committed to investing in vehicle technology and driver behaviour to ensure our staff and other road users remain safe at all times, saw us maintain our Bronze Fleet Operator Recognition Scheme (FORS) accreditation. To find out more visit our sustainability page. Or, if you’re looking to progress your career, search our latest jobs here.Find out more
As you may know, the rules for the taxation of individuals providing their services through via a personal service company (PSC) are changing. As of April 2020, IR35 changes will affect all contractors, including those working in the private sector, who do not meet HMRC’s definition of self-employment. Morson are aware of the proposed IR35 changes and we have been lobbying government and our associated industry bodies about the importance of our contractors operating via Limited Company and the flexibility it provides for companies. We are therefore keen to understand your views and, as such, are running a short survey (2 mins to complete) to discover how the new rules will affect contractors like you. This will help towards shaping our plans for how we can best support our contractor community. To thank you for your time, we will be running a prize draw to win a £200 Amazon voucher, please enter your email address at the end of the questions to be eligible. Click here to take part in our IR35 Contractor Survey. What is IR35? IR35 is intended to catch any individual who but for the supply of their services through a PSC (treated, for tax purposes, as an ‘intermediary’), would otherwise be regarded as an employee of the end-client to whom the services are being provided. Payments received by a PSC, if caught by the IR35 rules (often referred to as operating “inside” IR35) would be subject to tax and NI as if the individual were a PAYE employee of the end client. The resulting tax liability would fall upon the PSC. Whether an individual is operating “inside” or “outside” of IR35 has been previously determined in the first instance by the PSC itself. If HMRC disagree with the PSC’s initial determination and cannot reach agreement with the PSC, then the tax tribunals/courts would decide the position. IR35 Changes The main IR35 changes will include: - a simplification of the determination of status of the individual through use of a tool developed by HMRC known as CEST (short for Check Employment Status for Tax). This is commonly used in the Public Sector and has a number of limitations the responsibility of determining status will lie with the end-client, rather than the PSC (excluding potentially any end-client that is a ‘small business’, in which circumstances the PSC would retain responsibility). Whilst there are concerns over the simplification of how to decide when IR35 applies, the considerations for the end-client should not differ fundamentally to those which would be applied under the current legislation. What are Morson doing? Morson are aware of the proposed changes and indeed have experienced the challenges presented by this legislation when rolled out to the Public Sector April 2017. The original consultation closed August 10th 2018 and both Morson and our clients and associated Trade Bodies (APSCo and The REC) responded to the consultation document, we now await the detailed consultation from Government to be published. Once we have such detail we will be able to work with both clients and contractors to establish processes and procedures for establishing the tax status associated with the various roles undertaken by our contractors prior to implementation 6th April 2020. We will endeavour to keep all parties updated to ensure a fully compliant supply chain. For more information please contact the Morson IR35 Team at firstname.lastname@example.orgFind out more
INDUSTRY NEWS | 2 MIN READ A Massachusetts start-up company, Alaka’i, has launched a flying car concept called Skai. The development process for the flying car is estimated to have cost around $15 million so far. Alaka’i says it's planning to conduct a test flight near its Massachusetts headquarters. A Massachusetts start-up company, Alaka’i, has launched a flying car concept called Skai. The company states that they have created the first air mobility vehicle powered by hydrogen fuels cells which can hold five people or a 1000-pound load. Skai is powered by 100% hydrogen fuel cells and resembles a cross between a helicopter and a quadcopter despite being branded a ‘car’. It is believed that the vehicle has a 400-mile range and that it can fly for approximately 4 hours. How does Skai work? Skai has six rotors that are driven by electric motors which generate about 400 horsepower. Hydrogen fuel cells create electricity to power a battery and motor by mixing hydrogen and oxygen. Alaka’i said that it decided to use hydrogen to power the vehicle as it’s the cleanest end-to-end energy solution available today. The hydrogen developed for Skai is produced using renewable energy and at the end of their life, 95% of the cell can be reused. The only emissions it will produce are steam and water and any excess energy can also be stored in batteries. TOP BLOG | Flying cars? What about flying boats? Click here to read about SeaBubbles, the new way to travel in Miami The industry is competitive with the likes of Boeing and Airbus making successful test flights earlier this year. However, most alternative options are powered by batteries which limits them in terms of weight and range. Skai’s use of hydrogen fuel provides them with a competitive advantage as their car is far lighter than others and allows for more flexibility in its use. Funding the project Alaka’i has been pushing for a mock-up, a VR experience and promotional campaign to arise interest from both the public and potential investors. Alaka’i is currently funded by a single investor who is currently remaining anonymous. The development process for the flying car is estimated to have cost around $15 million so far. Alaka’i says it is planning a test flight near its Massachusetts headquarters in the near future. (Images sourced via Skai/Facebook) Ready for a career change? Search the latest opportunities with Morson today.Find out more
MORSON SCREENING | 6 MIN READ We discuss the main challenges of conducting a compliant and effective screening process – and how to overcome them Find out more about how Morson Screening Services can reduce team administration by up to 40%. Conducting an employee screening process can often feel like crossing a tightrope over a minefield. Different industries come with their own complex screening requirements, that if not met could result in considerable penalties for employers. Pre-employment screening isn’t just determining whether a candidate possesses the right credentials for the job, it’s finding truthful and explicit information about a person in an ethical and regulatory compliant manner. Here we’ll discuss the main challenges of conducting a compliant and effective screening process – and how to overcome them. 1. Finding the right screening process for your industry One of the main challenges of establishing a compliant and effective pre-employment screening process can often be finding the right policies to follow. There are around seven key employee screening checks that most employers regularly conduct. Those are: Right to work in the UK (compulsory £20,000 fine for not complying) Criminal Record (DBS/Disclosure Scotland/Access NI) checks (compulsory depending on type of role and working environment) Credit checks and advanced financial reports such as CCJ/bankruptcy/IVA history (compulsory typically only for legal and financial firms) DVLA checks (compulsory typically only for driving or automotive related jobs) Previous employment referencing (legally only dates and job titles have to be confirmed) Health checks (compulsory typically only for jobs involving driving and manual tasks in a public environment, e.g. regular eye tests for truck drivers) Proof of address confirmation (required under BPSS, and part of obtaining a DBS) Social media checks (not compulsory by law) Past employment and educational credential checks (not compulsory by law) These are the most common checks that many different employers use to qualify candidates. However, these barely scrape the surface of the number of compulsory pre-employment and vetting checks that some employers working within certain industries must comply with. Simple ways to ensure you find the right screening process for your industry: Visit the GOV.uk website to access guides on what checks are compulsory for certain industries and job roles. Contact legal experts and industry union representatives to find compulsory policies specific to your industry. Implement pre-employment screening policies within your HR Department and conduct constant reviews of current candidate screening processes. Consult a specialist Pre-Employment Screening vendor to help you identify, implement and conduct the right pre-employment screening processes. At Morson, we listened to the challenges of our clients and created a dedicated screening service tailored to their requirements. If you would like to see how Morson Screening can help streamline your pre-employment screening operations, get in touch with us today on 0161 786 7025. TOP BLOG | Top 10 Background Screening Questions Answered 2. Implementing an effective pre-employment screening policy Typically, it is the HR department’s responsibility to screen potential candidates and store employee information. The policies that define the HR departments vetting processes often impact how quick or how slow the turnaround process of qualifying a candidate is. Consequently, many employers fall into the trap of blaming a slow turnaround on the HR department or external factors. However, it is often the policies laid down by senior level employees or regulatory bodies that are to blame. Many companies struggle to maintain effective and relevant pre-employment policies, which can result in inefficiencies in the vetting process. Why? Screening processes are constantly changing. New regulations force employers to introduce new and updated policies, often slowing down the process. Whilst new technologies have allowed savvy employers to gain a competitive edge by shortening their pre-employment processes and quickly strengthening their workforce. Even politics and international trade agreements can affect how employers screen foreign candidates. Who has the time? For companies who simply don’t have the time or resources to monitor every change in regulation or development in technology, outsourcing their pre-employment screening requirements is often the most efficient solution. Outsourcing to a screening specialist can pose significant benefits and free up much-needed resources. Benefits of using a screening specialist: Ensure every screening process is compliant with your industry standards. Find a bespoke candidate screening journey tailored to your company. Speed up the turnaround process of qualifying a candidate and strengthen your workforce. Optimise time and resources to ensure every member of staff continues to add value to your company. Outsourcing your screening can often reduce the admin burden by up to 40%. 3. Sourcing the right information One of the main contributing factors to a slow pre-screening turnaround is sourcing the right information and ensuring that information is verified. It isn’t just places like MI5 where rigorous candidate vetting is required. At Morson Screening we work with a variety of different companies all specialising in different industries. We have witnessed first-hand the growing complex requirements for candidate information in pre-employment screening regulations. Companies working on Government contracts, such as road/highway construction projects are required to undertake a rigorous candidate screening process. For example, any employee/contractor working on a civil project will be required to pass a full Baseline Personnel Security Standard check (BPSS check). The BPSS has four standard checks that every candidate/personnel must pass in order to be eligible to work on most civil projects. Those are: Right to work Identity check Criminal record check Employment history check Gathering and verifying data such as this can be a long and costly process for employers. Failure to do so can often lead to disruptions to the workforce and overall delivery of a project. 4. Finding the right pre-screening vendor Pre-screening is not a ‘one size fits all’ solution. Different pre-screening vendors specialise in different industries and provide different services. It is therefore vital that before a vendor is chosen, their area and level of expertise is assessed and aligned with your company’s requirements. But how? Start by setting goals that you want to achieve through improving your candidate screening process. This could be anything from improving the quality of candidates or shortening the turnaround of screening - to placing candidates. Then identify areas of your current pre-screening process that need improving. This could be done through working with the HR department, employees and even candidates to review the process and find any inefficiencies. Identify your industry regulations surrounding pre-screening practices. Research pre-screening vendors and carefully cross reference your requirements with their services. A good way to quickly find the right vendor for you is to narrow your searches and make them more specific to your industry. Are you undertaking a pre-screening project? At Morson Screening we have provided pre-employment solutions to industries across the world. We have worked with some of the UK’s largest companies, including Cargill Ingram Micro, World Duty-Free and Royal London to provide expert vetting solutions tailored to their specific organisational needs. We remove the time and overhead burden of pre-employment vetting and streamline the clearance process of your organisation. Utilising a technology platform underpinned by a tailored service level agreement, Morson Screening Services will provide you with full visibility of the vetting progress of every candidate. If you would like to find out more information about the services we provide, please visit the Morson Screening Services website.Find out more
CHARITY | 2 MIN READ Morson continues 50 Weeks of Giving with homelessness sleep-out. Employees Victoria Doherty and Lorna James slept rough to raise money for homeless shelter facilities in Manchester. On 17th May 2019, Morson employees Lorna James and Victoria Doherty took part in the Cornerstone Big Sleep-Out in Manchester to raise money for and awareness of homelessness. The Cornerstone Big Sleep-Out is an annual event that sees members of the public sleep rough to raise money to fund the construction of portacabins (or ‘pods’) that serve as temporary shelter for the destitute, homeless and rough sleepers. People taking part are allowed to take nothing more than cardboard, binbags, a sleeping bag and a few warm items of clothing, regardless of the weather. Before they took part in the event, Client Services Manager Victoria Doherty and P.A Lorna James visited several homeless shelters in the region to take donations of clothing, food and self-care products that had been provided to them by employees of Morson. The money they raised from sleep-out challenge would go directly towards funding the pods, with the donation forming part of the ’50 Weeks of Giving’ programme for 2019. After the event, we spoke to Vic and Lorna about their motivations for taking part, how their experience was and what they discovered along the way. What were your motivations for taking part? Vic: When I worked in Manchester I used to go under a bridge and I’d see this one guy all the time who was homeless. He was called Dave and his dog was called Bob. He never begged and asked for anything or bother anyone and he always used to say hello. It was seeing others walk around him or ignore him that got to me, so I used to purposely bring some extra food with me in the mornings - an orange, an apple or something like that. That went on for about three years. Then one day, he wasn’t there anymore. It just started to make me think about how many people in Manchester particularly how many people there are. There’s so much more people can do about it but people judge too easily. It’s not always to do with drugs or alcohol. Lorna: Mine is very similar. I wanted to have a better appreciation for what it’s like for people sleeping rough. It really upsets me to see and you just want to help these people. What was your experience like at the food banks? Lorna: "When we went to the Salford food bank, the people there looked so vulnerable. You don’t see it everyday and you don’t realise how many people are on the poverty line. Just one little thing that we bought meant loads to these people. When I was speaking to people there, you realise that there’s so much form filling to do these days and its really difficult to know where to start when it comes to trying to get out of the situation." Vic: "I think sometimes a little bit of awareness goes a long way. Everyone has a spare bit of toothpaste or deodorant and we can make a huge difference. Even if you think that you don’t want to contribute to something they shouldn’t buy by giving them money, there’s always the possibility of giving them something like a drink. It felt so good to be helping. Look what happened with us as a business. It was a few weeks and two or three comms went out and people bought in one item, went to the shops and bought more. The kindness we had here went a long way. Then to physically see that actually making a difference was quite emotional." "To physically see something so small actually making a difference was quite emotional." - Lorna James Tell us about sleeping rough. Lorna: Cornerstone did a presentation before the night we slept about how the organisation started and how it helps. It gives perspective from two people explaining how and why they were getting help. After that the night went by very slowly. We were in a safe marshalled place where we were being looked after and it was frightening enough hearing the sirens in the distance, but it was weird to imagine being in the middle of Piccadilly Gardens or somewhere like that. Vic: There were about 100 people there which was a great turn out. There were children too, I think the parents had bought them to teach them how lucky they are! We could go in for hot drinks up until a certain point so we still had a few luxuries like going to a private toilet. Lorna: It made me think that if you were that scruffy and nobody would let you in to public places to use the toilets. The whole experience was actually quite spiritual. Being out of your comfort zone and realising how lucky you are when you’re away from all of your things. It makes you not want to moan so much. Vic: We said we’d go to sleep about half one and we went to sleep holding hands! How did you feel the next day? Lorna: I think I could cope because I knew it was only going to be one night. I was aching through the night because of the way I was holding myself in the night to keep warm. When I woke up the next morning I felt horrible, and that’s just one night. It’s a dignity thing, and it’s amazing how just by having a wash or something like that it can improve you. Vic: One night, weather was kind. If I’d done multiple nights I’d have reached out for something like alcohol and other substances just to get through the night! Vic: It was a real humbling experience and I’m grateful we did the journey together. Victoria and Lorna have raised over £2,700 from their sleep-out. The donation goes directly to Cornerstone and they become one of the charities in our ’50 Weeks of Giving’ series. As part of our 50th anniversary celebrations, the programme has seen us provide an individual donation each week to help worthy causes in the region. Coupled with our core annual charity activity we aim to raise and donate £500,000 in total. Our core charities for the year are ABF The Solider’s Charity and Motor Neurone Disease Association. Find out more about our 50 Weeks Of Giving charity initiative as we celebrate 50 years in businessFind out more