RECRUITMENT TRENDS 2018 | Morson's Head of Professional Services, Ben Fitzgerald, and Talent Acquisition Partner, Kirsty Wilson, give us the lowdown on this years recruitment trends...
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Whether you are actively looking for an opportunity, wanting to push yourself to the next level or are just starting out on your career journey, Morson recruitment teams are on hand to support you through your job search.
Check out our selection of career top tips below, visit our YouTube channel for career advice from our experts or get in touch for help from a specialist.
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Our Christmas Job Hunt Playlist
It’s nearly Christmas, we’re starting to wind down, it’s no time for a job hunt right? Wrong! Get ahead of the competition and start your search for a new career before the new year. Need motivation? Here’s our Christmas job hunt playlist, guaranteed to motivate you and keep your Christmas spirit high throughout your recruitment journey this festive season… 1. Motivation Christmas can be the most wonderful time of the year to get your job search on track. Many people overlook December as an opportunity to further their career, preferring to concentrate on the festivities and leave job searching until the new year. However, believe in yourself, if ‘all you want for Christmas is’ that perfect job tis’ the season to capitalise on less competition and get applying. 2. Update your CV Mr Clause makes a point of making a list and checking it twice. Like Santa, you can’t afford to make mistakes so ensure your CV is up-to-date. There’s no point sending one which isn’t representative of your current skills or abilities and contains grammatical errors – all of which put off potential employers. 3. Search and apply for jobs I know you’re thinking, please ‘let it snow’, anything to avoid the job applying process. But it’s time to face unafraid, the plans that we’ve made and start to click send on those applications – get the ball rolling. From the wise words of the Backstreet Boys… ‘I’ve been away too long, but now I’m back’. 4. Interview “Hallelujah” you have an interview! Now before you start panicking, try and remember it’s Christmas time, there’s no need to be afraid, don’t let those interview nerves get the better of you. The main things are preparation and positivity – it’s all good experience in the long run. For more advice, check out our top interview tips > 5. Feedback It’s good news. You’re now walking in the air. Well done to you, you deserve it. There’s no reason why you can’t have yourself a merry little Christmas and let the festivities begin. It’s bad news. Thinking it’ll be a blue Christmas? Well, let it go and put it behind you. You did you’re best and it’s all good experience for future interviews. Try and get feedback to know where you might have gone wrong. But, most importantly, don’t forget there’s always tomorrow, for dreams to come true, tomorrow is not far away. Don’t give up yet, it will happen for you. If you think you’re ready for a career change this festive season, search the opportunities at Morson today.
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Christmas Office Etiquette as Told by our Favourite TV Shows
To ensure a happy and productive work environment, it’s essential to follow the unwritten rules of Christmas office etiquette. Doing the opposite can be bad for business (and Christmas spirit). Here are a few reminders of what to do and not do in the office this festive season from some of our favourite shows: 1. Don’t eat someone else’s food. ‘That festive sandwich was the only good thing going on in my life’ – Ross Geller, Friends It’s not big, it’s not clever. Colleagues eating other people’s food is the UK’s no.1 office bugbear, guaranteed to foster sour grapes and tense atmospheres. Ross’s reaction is perfectly understandable, especially when we find out that it’s his boss who ate his sandwich. No matter your seniority, if it’s labelled don’t eat it. To add insult to injury, he threw half of it in the bin, moist maker and all! Argh! The injustice! 2. Do keep secret Santa … a secret ‘So Phyliss is basically saying, hey Michael, I only care about you a homemade oven mitt’s worth … I gave Ryan an iPod’ – Michael Scott, The US Office Ranking high on the list of terrible workplace ideas if office secret Santa. It’s the time of the year where colleagues awkwardly give and receive gifts they don’t like from people they barely know. As shown by Michael Scott, secret Santa gifts are well-intentioned but the odds of a recipient actually liking, needing or not being mildly offended by the gift are slim. Your workplace secret Santa won’t be a dramatic as a sit-com but hey, avoid the awkwardness and keep it quiet. 3. Don’t force Christmas on your co-workers ‘Every year I give Leslie the same Christmas gift I give everyone, a crisp $20 bill. And every year she gives me something thoughtful and personal. It makes me furious’ – Ron Swanson, Parks and Recreation Like Ron Swanson, not everyone is a Christmas fan. By forcing festivities on those who don’t want to get involved you can inadvertently alienate people. Keep in mind that not everyone celebrates the same holidays and even those who do might not celebrate them in the same ways. Don’t push people to celebrate in ways they’re not comfortable with. 4. Do remember those who work over Christmas ‘Statistically Christmas Eve is one of the worst nights to be on call’ – JD, Scrubs All over the world, people work over the festive period. In the UK alone 900,000 people work on Christmas Day, a jump of 5 per cent over the past three years. From emergency response workers to chefs and vicars to railway engineers, take time to appreciate and reflect on those who keep the country running over the festive period. Bosses, co-workers and HR representatives, what’s your experience with Christmas office etiquette offenders? Let us know on Twitter @Morsongroup with the hashtag #XmasOfficeEtiquette.
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Christmas Quiz – Which Character Are You?
Are you a leader like Santa, an inventor like Kevin McAlister or a go-getter like John McClane? Take the quiz to discover your Christmas personality type and your perfect job type. There’s Buddy The Elf, Jack Frost, John McLane, Kevin McAlister and Santa Claus. Tweet us @MorsonGroup to let us know which character you are #HolidayHub …
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How Do I Become a Quality Assurance Manager?
For businesses to make sure their products and services meet the highest standards, they need to employ quality assurance managers. Keep reading to find out more about the skills you’ll need to enter this field and discover if quality assurance manager jobs are the right fit for you. RATES £23-40k HOT SPOTS Hinkley Point C / HS2 QUALIFICATION Degree | HND What do quality assurance manager jobs involve? Quality assurance managers are responsible for quality control within an organisation, ensuring that the product or service being provided meets internal and external requirements. These requirements can range from legal compliance and health and safety regulations to customer expectations. Your daily duties will vary depending on the industry you’re in, as well as the nature of your role. Activities you may be involved in include establishing quality procedures and specifications, reviewing customer requirements, highlighting areas of weakness and suggesting ways to improve, testing products and processes, determining training needs and looking at ways of improving general efficiency. Depending on the size of the organisation, you could also find yourself managing a team of quality control technicians. What is a quality assurance manager’s salary? Salaries for this role can vary, depending on the sector, location and organisation you’re working for. Starting salaries are usually between £23,000 and £30,000 per year, with this increasing as you progress through your career. More experienced professionals can see their salary increase to between £40,000 and £55,000 per year, with some senior managers achieving even more. These figures are intended as a guideline only. What skills do I need? Quality assurance manager jobs require excellent planning and organisation skills, and you’ll need to pride yourself on your problem-solving abilities. Relevant technical skills are essential, but these will vary depending on the industry you’re working in. You’ll need good IT and maths skills and a solid understanding of statistics and analysis. If you’re going to be working in a larger organisation with a team, it’s important to have leadership skills and be able to motivate those around you. What qualifications do I need? Most employers will require you to have a minimum of an undergraduate degree or HND to enter this field, as well as relevant experience in that industry. Graduates from any subject can be accepted, but some areas may be more helpful than others. Degrees that include quality management modules can give you a good head start. Certain sectors, such as science, technology and engineering, may require more industry-specific qualifications. Some employers will offer postgraduate training schemes, offering you the chance to fast-track your career progression, gaining experience while also working towards an additional qualification. What are the hours and conditions? Working hours may differ from one sector to another. For some, it’ll be normal office hours, working Monday to Friday, 9 to 5. However, others may require you to work in shifts, covering 7 days a week. In these roles, it’s common to work outside of normal office hours, with early starts and late finishes the norm. Where you are based will also vary according to the sector you’re in. You might find yourself based mainly out of an office, but could also spend time in a factory production line or quality control lab. Career progression There are excellent opportunities available within quality assurance for those willing to put in the time and effort. With enough relevant experience, you could move into a senior management position, or opt to become a freelance consultant. Many people will move into management roles in other areas of the business, such as health and safety or production. A good way to broaden your career horizons and boost your earning potential is to gain a professional qualification or seek membership of a trade body, such as the Chartered Quality Institute (CQI) or Chartered Management Institute (CMI). Areas of specialism Quality assurance managers are required across multiple industries, meaning there are lots of opportunities to specialise in a specific field, from engineering and manufacturing to financial services and education. To search for opportunities across the sector click here. Or, browse our dedicated HS2 and Hinkley Point C pages for more information.
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Attracting and Retaining the Best Talent with a Strong Employer Brand
At Morson we firmly believe that the biggest driver of a business' success is its people. Therefore, attracting and retaining the best talent should be a top priority for every business. Competition in the recruitment industry is fierce and taking advantage of your employer brand is a key way to differentiate yourself in a crowded marketplace. A strong employer brand allows you to portray a sense of who you are as an employer, what makes you the best company to work for, what it's like to work for your company and how you value your employees. By consistently and creatively showcasing what makes your business great, you will reduce the time to hire, reduce recruitment costs and hire relevant and high-quality candidates. "TODAY OVER 59% OF EMPLOYERS SAY THAT EMPLOYER BRANDING REPRESENTS ONE OF THE KEY COMPONENTS OF THE ORGANISATION'S OVERALL HR STRATEGY" With a growing skills-for-job culture and a shift to replace the outdated job-for-life model, the job market is becoming much more agile and flexible, and candidates expectations of a company are moving in parallel. In addition, with unemployment rates at a record low in the UK, Europe and the US, its never been easier to secure a job and the most talented individuals have serious power in choosing their next career move. In having that choice, candidates have the opportunity to question why they should choose to apply for or continue to work for your company. Starting from inside your organisation Setting out your employer value proposition (EVP) and bringing it to life starts from inside your organisation. Outline what an employee receives from your company in exchange for their talents. The benefits we are talking about here aren’t things like medical insurance or holidays. "EVERYONE CONNECTED WITH THE GROUP FEELS PART OF THE 'MORSON FAMILY', IT'S THIS CULTURE OF INCLUSIVITY THAT SITS AT THE HEART OF ALL OF OUR EMPLOYER BRANDING. MORSON HAS A PROGRAMME OF STRUCTURED TRAINING, COACHING AND MENTORING, RAISING THE EMPLOYABILITY OF OUR WORKFORCE BY BUILDING SKILLS AND COMPETENCIES IN BUSINESS DEVELOPMENT AND PROMOTING PERSONAL GROWTH. CONTINUING TO INVEST TIME, MONEY AND RESOURCE MAXIMISES INDIVIDUALS' ABILITIES, LAYS THE FOUNDATION FOR HIGHLY SUCCESSFUL CAREERS AND CREATES A COMBINED DESIRE FOR EXCELLENCE ACROSS THE GROUP AND ITS WIDER NETWORK" - BECKI ROSS, HEAD OF HR AT MORSON GROUP Refine benefit structures such as career development, community involvement, leadership etc. and deliver this brand experience in your employee’s day to day life through training, development and reward programmes. These attributes can play a huge part in differentiating you from your competitors and attracting top talent. Want to know more about how you can increase retention and attract top talent for your business? We've created an #EmployerBranding Guide to help you do just that. Get your copy here.
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A Retrospective Look at Mental Health in the Workplace
Mental health is now a permanent part of the workplace, with figures from the Department of Health stating that one in four of us will experience mental illness at some point in our lives. Culturally acceptable behaviours throughout history have had a major impact on mental wellness within different generations. Seeking help was shrouded in stigma and viewed as a sign of weakness during times when societal attitudes were less accepting and supportive towards mental illness. Instead, bottling up your emotions was the norm, and as a result, previous generations were unaware of many common disorders such as anxiety and depression. These same fears around admitting personal struggles with mental health to your own friends and family meant awareness in the workplace was virtually unheard of. Thankfully this culture of silence has changed considerably, shaking off societal norms to instil a greater awareness, understanding and acceptance of mental health issues. According to Ipsos Mori, in research commissioned by NHS Providers, NHS Clinical Commissioners, the Royal College of Physicians and National Voices, mental health is now second to only cancer as the top health concern amongst the general public. THE SURVEY We surveyed of more than 1,400 Morson International contractors working in roles spanning professional services, construction, IT, engineering, digital and rail. Respondents represented a range of ages, yet the majority were aged 41+ and 80% were male. Almost half (46%) of those living with a mental health condition hide it from their colleagues and employer More than a third (36%) feared their employer’s reaction or the repercussions of speaking about their struggles with mental illness. 59% didn’t feel comfortable telling their employer and 42% cited the stigma around mental health as the main reason why they kept quiet Almost 1 in 10 (9%) have considered taking their own life because of their mental health struggles More than 1 in 5 (21%) have experienced mental illness 15% have taken time off work due to mental health reasons. Of these, 28% were off work for more than a month 42% did not tell their employer they were off work because of their mental health 62% are seeking treatment for a mental health condition or have sought treatment in the past 55% of workplaces offered no mental health support, either from a complete lack of initiatives or the employee being unaware of anything currently in place The survey painted a stark picture of the current state of mental health in the workplace. Whilst significant progress is being made to increase mental well-being conversations in the public domain, many workplaces are yet to follow suit. "Stigma is still a major issue that employees suffering from ill mental health must overcome, with 46% of those with mental health problems saying they hide it from their employer." The average person spends 90,000 hours of their life at work and poor mental health due to internal or external factors can impact productivity, career progression and wider health. Mental health is now the leading cause of sickness absence in the workplace, with millions of work days lost each year because of mental illness at a cost of £billions to UK employers. Operations Director at Morson International, Adrian Adair said: “These results are shocking and unacceptable. There’s still a major disconnect between mental health awareness and openness at work, which means people are uncomfortable discussing the subject due to fear of what their employer may think or the risk of them losing their job. Too many people suffer in silence, which can often result in people having time off work. Four of the respondents said they were off work for more than a year as a result of their mental illness, which will have had a significant impact on their employer in lost productivity.” Morson has released a mental health whitepaper which includes more insights from our contractor survey supported by powerful personal stories of our own employees and ex-Morson sponsored boxer Ricky Hatton. To download, visit www.morson.com/tackling-mental-health
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How to become a … Maintenance Fitter
Thanks to steady investment in infrastructure, as well as some high-profile projects, there are fantastic maintenance fitter jobs in the UK construction industry for fitters at all levels. Keep reading to find out more about the skills you’ll need and to discover whether a career as a maintenance fitter is the right fit for you. RATES £8-13 per hour HOT SPOTS Hinkley Point C / HS2 QUALIFICATIONS NVQ, City & Guilds What do maintenance fitter jobs involve? Maintenance fitters are responsible for erecting, installing, serving and repairing a range of industrial machinery, as well as electrical, mechanical and hydraulic systems and equipment. You can work in several different scenarios, from factories and industrial plants to building sites or transport depots. On a day-to-day basis, you could find yourself installing pipework and pumps, examining machinery and equipment to find and fix faults, replacing worn-out components or responding to emergency breakdowns. What is a maintenance fitter’s salary? As a maintenance fitter, your salary can vary, depending on the size, scope and location of your current project, as well as from employer to employer. At the start of your career, you can expect to earn a salary of between £16,000 and £21,000 per year, with this increasing as you gain more experience. Maintenance fitters at the peak of their career can earn from £30,000 to £35,000. These figures are intended as a guideline only. What skills do I need? To work as a maintenance fitter, it’s vital that you have excellent attention to detail, as you’ll need to interpret and follow complex technical manuals and engineering plans. Practical skills are also essential, with hand-eye coordination and manual dexterity a must, as well as a good level of physical fitness. You’ll need to be an excellent problem-solver, and be able to work under pressure and to tight deadlines. What qualifications do I need? One of the most popular routes into this career is through an apprenticeship, offering you the chance to gain valuable experience and earn while you learn. To gain entry to an apprenticeship scheme, you’ll usually need a minimum of four GCSEs at grade C or above, including Maths, English and Science. There are several NVQs you can study for, including: Level 3 (NVQ) Diploma in Engineering Maintenance Level 3 Diploma in Installing Engineering Construction Plant and Systems – Mechanical Fitting Level 3 Combined Diploma in Process Engineering Maintenance Alternatively, you can complete the City & Guilds Engineering Maintenance course (1788). If you want to work on a construction site, you’ll also need to apply for a Construction Skills Certification Scheme (CSCS) competency card. What are the hours and conditions? You can usually expect to work between 37 and 40 hours a week, Monday to Friday. However, shift work is common, and you may be expected to work overtime on evenings and weekends as and when projects require it. These additional hours give you an opportunity to boost your earnings. You may also be on-call to deal with emergencies. Due to the nature of the job, you could be based anywhere, from factories and plants to building sites. If you’re working on-site, you can expect some travel and time spent away from home. The work can be hazardous, so protective clothing, such as safety boots, goggles, a hard hat and hi-vis clothing is essential. Career progression With the right training and experience, there are excellent routes for progression in your career. You could become an engineering technician, or move into a site supervisor or management position. Areas of specialism As you progress through your career, there are many opportunities for specialism. If you’re willing to undergo additional training and gain extra qualifications, you could move into mechanical, electrical or systems engineering. To search for opportunities across the sector click here. Or, browse our dedicated HS2 and Hinkley Point C pages for more information.
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MAG Recruitment Takes Flight With Morson
Jetting 59 million+ passengers to 270 destinations each year is an increasingly complex operation and requires some of the top talent. With a portfolio comprising Manchester, London Stansted and East Midlands Airports, the Manchester Airports Group (MAG) looks to its 40,000 strong team to not only keep passengers moving around the clock, but to drive efficiency, service quality, growth, and mitigate operational issues. Initially contracted to source engineering skillsets in response to MAG’s evolving needs, it quickly became apparent to Morson International that what the Group required was support identifying the right professional services talent. Spanning HR, procurement, legal and more, the sky is the limit for the UK’s leading recruiter, as it’s fully embedded within MAG’s operations to deliver cost efficiencies and attract talent to essential roles, both within the operation and group services, and to support the delivery of the transformation programmes at both Manchester and Stansted Airports. During the four-year contract to date, Morson International has filled more than 750 interim vacancies for the leading Airports Group. Jacqui Jones, Head of Interim Recruitment at MAG for Morson International, explains: “We’re considered as part of the MAG team, to the point where we’re included in the Group’s headcount, team meetings and staff away days. “As with any new contract, the initial challenge is to build our profile from within so that we’re seen as a true extension of the team, rather than us and them. Internal managers quickly recognised the value that we delivered to the business and the number of new vacancies rocketed.” In response to the growing mix of permanent and interim needs, Morson International’s MAG team grew from two to six on-site recruitment experts to meet the growing demand. Jacqui’s colleague and fellow Head of Interim Recruitment, Sara Jackson, was also seconded into the role of Head of Recruitment at MAG whilst a permanent candidate was found. Shortly into the contract, Morson International won a competitive tender to support MAG’s core vetting services. Based at the recruiter’s head office in Salford, the vetting team report directly to MAG’s head of vetting and are responsible for delivering robust checks and clearing new staff to Civil Aviation Authority standards. As part of MAG’s wider transformation programme, the business implemented a new ERP (enterprise resource planning) platform, leveraging the latest SAP technology so that its IT capability would support efficient and scalable growth. The challenge for Morson International was the availability of SAP skills, especially as MAG became the first ever organisation to adopt the full cloud-based end-to-end solution. Jacqui continues: “SAP skillsets are rare and are usually only found in the South of England. We were competing in the same talent pool with businesses worldwide and had the added barrier in that we needed to attract the talent up north. This wasn’t without its difficulties, but by utilising the Morson Group’s wider technical abilities, we were able to develop an attractive interim package and source the best candidates.” Delivering a successful RPO (recruitment process outsourcing) has meant the Morson International team needed to remain agile and respond to MAG’s changing recruitment needs. Jacqui continues: “Some of our larger counterparts are far too rigid in how they work. We’ve always prioritised client service and go the extra mile to maintain great relationships. If we need additional support to deliver our promises then we’ll recruit it, bucking the norm in recruitment where if an account makes you £X amount of money then you can recruit X many people to work on it.” In response to a major period of growth and a £80m investment programme to transform Stansted Airport’s terminal building, Morson International then appointed a dedicated account manager to manage the growing number of vacancies for the individual Airport. Historically, few vacancies were recruited for Stansted following the Airport’s acquisition by MAG in 2013. Yet in 2017, Morson International filled a quarter of MAG’s annual vacancies at Stansted Airport. Notable hires for Morson International include recruiting the ‘head of’ and ‘director’ for the Northern Powerhouse Partnership (NPP) and MAG’s construction director. Utilising a number of targeted recruitment tactics, including dedicated search specialists, bespoke landing pages, print advertising in leading political and national news outlets and market mapping, saving MAG £thousands in search fees. Prior to Morson International’s appointment, interim recruitment activities were fragmented and there was little awareness of the volume of temporary staff working on site. Taking the recruitment responsibilities away from the line managers and centralising it in a single department and system is now priceless for MAG. At the touch of a button, the recruitment team can now analyse key management information, including spend, worker profiles, numbers and attrition rates. Jacqui continues: “The small details matter to us and throughout the contract, we’ve consistently gone above and beyond the roles that we’ve been asked to fill in order to add real value. “We also supported the business during its launch of MAG USA in June 2015, which aims to become the ‘go-to’ source for market-leading commercial solutions in airports that transform customer experiences. We developed a flexible recruitment model that complies with the varying employment laws within every US state and supported the development of a compelling EVP (employer value proposition) and employer brand for MAG USA." Some of the key innovations that Morson International has introduced during its tenure with MAG include an online timesheet system that reduced admin time for hiring managers. Management information reports tailored to HR and procurement requirements were also delivered, as well as precise one-page flash reports that aligned to strategic objective outputs. In addition, Morson provided a variety of process communication tools and a project-based RPO specifically for security performance leads. The wider Morson team also supported MAG’s exciting new digital agency, MAG-O. Complete with its own MD and HR director, the division is on a mission to disrupt and develop new e-commerce platforms that will transform the way people travel and generate new revenue streams. Jacqui continues: “MAG-O is at the cutting edge of innovation and its senior team are passionate about recruiting the best forward-thinking minds. We’ve been challenging and changing the perception that Morson is this ‘corporate’ beast and demonstrating our abilities in delivering top tech talent. We’ve even appointed a dedicated MAG-O account manager to work one-on-one with this growing team." “We share MAG’s drive and vision, which combined with our expert recruitment capabilities and understanding of an airport’s essential needs, have helped to deliver more sustainable, competitive and profitable operations." “Morson’s journey with MAG doesn’t stop here. In addition to continuing our support, we’re also in advanced discussions around how we can help to manage their second-tier suppliers and volume blue-collar staff, which includes meet and greet car park operatives and lounge staff.” Sarah McGuire, Group Head of Recruitment (non-volume) at MAG, added: “Working with Morson can only be described as ‘collaborative’; our on-site account team are truly part of the in-house recruitment function at MAG and have developed strong relationships across the HR team and hiring manager community with a focus on delivery at all times." “We have been through a number of operating and process changes over the past 12 months, with Morson proactively adopting, supporting and championing those changes. As a recruitment team, including volume hiring, non-volume hiring and interim solutions, we have on-boarded more than 3,000 people across our airports and the Morson service has been invaluable to achieving this. This hybrid recruitment model, which works extremely well, has delivered many benefits including reduced cost, increased MI and greater governance since implementing this four years ago, with further benefits to come as we move into a new phase of transformation at MAG.” If you would like to find out more about Morson Managed services, click here.
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Face Your Fears | Don't Get Spooked By The Recruitment Process
The clammy palms. The spiking blood pressure. The thundering heartbeat. No, we’re not talking about what happens when you watch The Conjuring; we’re talking about what can happen in a job interview. But don't worry, we have plucked up the courage to list four common interview fears and four ways to deal with them that doesn’t involve running away and hiding behind the sofa. Because let’s face it, we’ve all been there! The Fear: ‘They’re judging me’ Answer: It doesn’t matter which way you look at it, an interview is a performance and so to some extent, you will be judged. But the best thing to do is to be yourself and not what you think the interviewer is looking for as this may not bode well in the future. However, this works both ways, you need to exercise judgement too – deciding whether the company is a good fit for you. The Fear: ‘I’ll never get this job’ Answer: Firstly, thinking negatively will affect your performance, so try to put any worries to the back of your mind. If you’ve done the preparation and you’re satisfied that you can present yourself in the best light possible, then the rest is out of your hands – only one person can get the job. Remember, every interview is an experience, so you never come away empty handed. The Fear: ‘What if I forget everything?’ Answer: It’s a good idea to accept that you will forget some points. In this case, creating a presentation or a document with your points on could help to trigger those memories. Also consider role-playing the interview with a family member beforehand, which can also help with your confidence. You will be surprised how much information your brain can retain when it needs to! The Fear: ‘I’m so nervous, I’m shaking’ Answer: We’ve all had that nervous laugh, over-smiling and even forgetting what our name is, but you need to not let nerves get the better of you. Try to stay calm leading up to the interview and don’t over think scenarios which can lead to a self-fulfilling prophecy. A good tip is to do some yoga or relaxation techniques before the interview. And breathe… Hopefully, these tips will ensure you can face your fears when you’re attending your next interview. If you're ready to take that first step in your new career, search our opportunities here. Or, for more tips and career advice, visit our blog.
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Find a New Job with Our 10 Step Checklist
Most of the time, the hardest part of job hunting is knowing where to start. Whether you’re deciding what role you would like to focus on, or you’re ready to spruce up your CV to wow any potential employers, we’ve created the ultimate 10 step checklist for finding a new job. Keeping your CV concise, making sure you contact the right recruiters and researching different companies may seem like obvious tips, but along with everything else you need to do in your job search, it’s inevitable you may forget at least one. Use our checklist to get all the essentials in order: ✔ Write Your Ideal Job Description/Career Plan It’s much easier to get a job if you know exactly what you’re looking for. Try and make a high-level plan of where you want your career to go, what you want to learn and what kind of company you would like to work for. This will help you narrow down potential roles and give you a more focused job search. ✔ Draw Up a Timeline Do you have a timeline in mind? Maybe your current contract is coming to an end? Either way, it’s a good idea to write up a timeline of key milestones in your job search. Decide when you want to have your CV and cover letter ready when you want to have your applications completed. ✔ Sign Up for Job Alerts and Register Pretty self-explanatory but equally as important. Make sure you sign up to job alerts via email, it couldn’t make the process easier as effectively the jobs are sent to you. ✔ Network, Network, Network If you’re looking to progress your career you want to be using as many of your contacts as possible. Make the most of industry events by making new connections which ultimately could lead to job opportunities. ✔ Spruce up your CV Before you leap in to sending your CV to recruiters and submitting it as part of applications, give it a once-over to make sure the content is still relevant and that your work history is up-to-date. You may wish to tailor your CV to the role or the type of role that you are applying for which is also a great way to impress future employers. ✔ Revamp your LinkedIn Profile Similarly, it’s worth giving your LinkedIn profile a once over too. A recruiter or potential employer may fact check your LinkedIn profile to make sure it’s consistent with your CV. ✔ Talk to Some Recruiters Working with a recruiter to find your next role can be the most efficient way to find your next job. Well-connected recruiters know about forthcoming opportunities and can advise you on industry trends and what type of company would suit you the best. For more information on how to work with recruiters, read our guide. ✔ Search for the Opportunities Keep on track by setting aside some time every day or even every week to search for opportunities. There will be so many jobs out there, but it takes time to find them. ✔ Start Prepping for Interview Questions Whilst you’re waiting for the hiring managers to call you back, use the time to refamiliarise yourself with the most common interview questions such as “Where do you see yourself in 5 years?”. ✔ Research the Company Whether you’ve secured a role or you’re still looking, researching some companies is always a good idea. It enables you to familiarise yourself with the company, the industry and what your job entails. Another added benefit is that at the interview stage, you will look and feel more confident, knowledgeable and most of all, prepared! Ready to put the checklist into action? Browse the current opportunities with Morson now.
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4 Things Recruiters Can Learn from Horror Movies | Happy Halloween!
As today is officially the spookiest day of the year and our thoughts turn to all things that go bump in the night, we thought we would reflect on what recruiters can learn from our favourite Horror Movies. Straying from the group is nothing less than a death wish… There’s absolutely no reason for you to be alone in an abandoned hospital in the middle of the night, never leave the group! In most instances straying from the group is nothing less than a death wish. Working well in a team is integral to becoming a successful recruiter. Often you may need to work in a team in order to find the best candidate for a high calibre company or a niche role. The shortcut down the suspicious looking alley is not a good idea… As in all great horror movies, time is of the essence and 9 times out of 10 that shortcut down the suspicious looking alley is not a good idea. Likewise, in recruitment using shortcuts may cost you not only the opportunity to fill the position but also your reputation. Double-booking candidates, forgetting interviews and sending emails to the wrong person might be honest, unintentional mistakes, but enough to turn candidates off. It can make you look sloppy and as a result, have a damaging effect on your career. Expect the unexpected… your first line of defence is probably going to fail If horror movies taught us anything it’s to expect the unexpected and that it pays to be prepared. You may as well assume that your first line of defence is going to fail so it’s a good idea to pack an extra kitchen knife for when a hunger-crazed zombie comes banging on your door. In recruitment, there’s no exception. Having a backup of suitable candidates up your sleeve to quickly put in place if the star of the show drops out is imperative. When you’re running away from a poltergeist… Time is of the essence No one wants to be the guy at the back when you’re running away from a poltergeist so, in most instances, it pays to be quick in a horror movie. In recruitment, you need to be able to think on your feet and be agile enough to make snap decisions. There’s no average day as a recruiter so if you like to keep busy, it’s a career for you. Happy Halloween from everyone at Morson! If you're ready to take that first step in your new career, search our opportunities here. Or, for more tips and career advice, visit our blog.
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The Autumn Budget 2018 | An Overview
Phillip Hammond, the Chancellor of the Exchequer, delivered his second ‘Autumn Budget’ this Monday which included a number of giveaways, a number of ‘holds’ where an increase may have been expected and a number of measures which allows the Government to argue it is taking a tough stance on tax avoidance. A number of ‘difficult’ issues or those which could have generated negative headlines were largely not addressed. The big news for the recruitment industry was of course confirmation that the off-payroll working rules are to be extended to the private sector from April 2020. These rules have been in force for the public sector since April 2017 and following the recent consultation ‘fact sheet’ which declared the public-sector roll-out a huge success, it was perhaps inevitable they would also be introduced to the private sector. Morson added its voice to those of many stakeholders advising the Government that an introduction in 2019 would not give businesses time to prepare, so the pushback to April 2020 is a small win in that respect. The Government also announced that the rules will only apply to ‘large and medium-sized’ businesses, perhaps a nod to the reality that the introduction in the public sector was not as smooth as HMRC expected. Again, this represents a small win. We await final legislation which will confirm whether the responsibilities for the IR35 decision and the liability for any tax due remain the same. A comment also on the changes to VAT in the construction sector which has not generated many headlines but could represent a significant admin burden if not managed properly. Legislation will be published alongside Finance Bill 2018-19 to provide for a ‘VAT reverse charge’ on building and construction services, due to come into effect on 1 October 2019. If labour services are caught, intermediaries will in effect become responsible for collecting VAT on behalf of their construction contractors and must make sure not to include VAT in payments to impacted workers. We await final legislation here which will confirm the details, but it is expected that the rules will apply where work is deemed caught by CIS. Some of the other key points include: Personal allowance increased to £12.5k, a year earlier than planned Higher rate threshold increased to £50k, a year earlier than planned National living wage increased to £8.21 a year from April 2019 Increases in allowances to companies for certain capital spending Additional £20.5bn to NHS over the next 5 years Extra £400m to schools for ‘little extras’ Additional £700m for local councils for social care Pothole fund to help repair damaged roads Key ‘holds’ VAT threshold of £85k/year will not be reduced until 2022 at the earliest Confirmation that abolition of class 2 NICs will no longer go ahead No rises in fuel duty, or duties on beers, cider and spirits Enforcement/ Anti-avoidance measures Digital service tax of 2% on UK revenue of big tech companies, from April 2020 – very light on detail but no doubt intended to counter negative headlines around lack of action on Apple, Amazon, Facebook et al’s perceived aggressive tax planning Return of HMRC as a “preferential creditor” – meaning the taxman is “bumped up” the repayment queue in the event that taxpayers enter liquidation Rules to shift tax liabilities to Directors where companies are intentionally placed into insolvency Various offshore anti-avoidance measures It was notable that there was no mention of the Taylor Review or the gig economy in the budget documents, perhaps a surprise given that the Government consultations closed almost six months ago. The Chancellor warned that a further Budget may be required depending on the outcome of the Brexit negotiations. For more extensive budget coverage, including a budget calculator to see how the budget could affect you, please see the BBC budget website. Or, for more detailed budget information, including the budget documents themselves and legislative detail, please see the government budget website.
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