We are kick-starting our accessibility journey by adding Recite Me’s web accessibility software to our website to ensure our recruitment process is accessible to everyone.
Recite Me is an innovative cloud-based web accessibility tool that lets you customise how your website looks offering a suite of accessibility tools, including solutions for visitors with dyslexia, visual impairment and learning difficulties.
"The ‘Morson Equals Opportunities’ campaign is our most important programme of activity to date. Aiming to build on our status as a disability confident employer, we are working to actively attract talent from untapped pools, to guarantee there are no barriers in place to hold talented people back.
Adding Recite Me’s web accessibility software to our website is the cornerstone of the campaign, revolutionising the way we engage with candidates online."
- Rebekah Lee, Head of Marketing at Morson International
When you click on the ‘Accessibility Tools’ button at the top of our website the Recite Me toolbar opens with a range of language and accessibility options and settings. There is nothing for you to download or install. No compatibility problems, no hassle.
Recite works across all devices to support the needs of the one in five people in the UK who have a disability and the one in ten people who don’t speak English as their first language.
You can use the Recite Me toolbar’s unique range of functions to do things like:
Change font sizes and colours
Opt to have text read aloud (including PDFs)
Customise background colour
Access a fully integrated dictionary and thesaurus
Translate web content into more than 100 different languages
When you use Recite Me you can save your preferences and settings so that our website looks and works exactly as you need it, every time you visit.
We're thrilled to announce that Morson has been appointed to manage 4th Utility’s entire HR function and support its UK expansion during a three-year recruitment process outsourcing (RPO) partnership. The company, which specialises in ultra-fast fibre broadband installations, is set to increase the size of its workforce more than five-fold, with 60 new roles being created in a range of areas including sales, IT and administration. Tasked with ensuring 4th Utility is strategically positioned as an employer of choice, Morson will deliver collaborative solutions to attract and retain the best candidates. The first phase includes the launch of a dedicated careers microsite, development of key hiring collateral, market intelligence information, as well as the roll out of Morson’s ‘Fit For Work’ app, which delivers the mechanics for enhanced health & safety. The announcement comes just weeks after 4th Utility unveiled a new long-term partnership with DIF Capital Partners, which included a £25million investment package to support thousands more ultra-fast fibre broadband installations. Tony Hughes, CEO at 4th Utility, said: "We're embarking on a really exciting period for 4th Utility and we're thrilled to be making up to 60 new roles available as part of our strategy for future growth. "Morson Group is recognised as an industry leader when it comes to finding the very best talent, so we're pleased to be linking up with them at such an important time for our business. "Increasing our market share and bringing commercial-grade fibre broadband to even more people is a strategic priority for us right now and in order to do that, we need a strong team of people behind us. With the support of Morson, I'm confident we will be well placed to drive the entire operation forward." As well as domestic installations, 4th Utility works closely with residential and commercial landlords, property developers and housebuilders to deliver high-quality fibre infrastructure. Jimmy Acton, Chief Technology Officer at 4th Utility, added: "Our ability to support developers and builders with state-of-the-art FTTP infrastructure has been an important part of our success so far, but we know we need extra resources to really build on this at speed and scale. "Confirming the partnership with DIF Capital Partners has already made this a landmark year for 4th Utility and it's fantastic to now be putting the wheels in motion on our expansion plans so soon afterwards." Morson Group is anticipating hundreds of applications for the new roles, with a third of the positions expected to be live and filled before the end of 2020. A full list of the vacancies on offer and details on how to apply can be found by contacting Danielle.Nixon@morson.com Ged Mason OBE, CEO at Morson Group, added: "It's clear that 4th Utility is on an upwards growth trajectory, and we're proud that they have chosen to appoint Morson as their recruitment partner and in doing so, unlock the benefits that such a collaborative partnership can offer. "Our 50 years of experience in the talent landscape allows us to cut through the noise to ensure we reach, recruit and retain the best people by deploying a powerful strategy that will overcome present-day challenges and that utilises innovative techniques such as video interviews and unconscious bias. “Going beyond recruitment, we offer clients a full suite of talent services, from candidate attraction through to support with legislative changes, and in today’s unique climate, which sees talent pools at a size that we may never see again in a generation, it’s our mission to keep Britain working. “To achieve this objective, we will be targeting workers with the right transferable skills and specifically those who have been hardest hit by the economic impact of COVID-19, to ensure 4th Utility has access to an agile pool of ambitious candidates.” Property developers including The McGoff Group, Crest Nicholson, David Wilson Homes and Fortis Group are among those to have already agreed broadband partnerships with 4th Utility. For more information about 4th Utility, visit https://the4thutility.co.uk/Find out more
Monday 28th September marks the start of National Inclusion Week, a celebratory week that recognises and promotes inclusion in the workplace. Morson is proud to share, promote and inspire inclusive practices and culture across the workplace to create a better environment for all. The theme for National Inclusion Week 2020 is ‘Each One, Reach One’. It is about the opportunity we all have to reach out and connect with someone else, or another organisation, to help them understand the opportunity being inclusive provides. This year there has been a significant shift to remote working and an increase in online activity due to the COVID-19 pandemic. This means businesses need to act quickly to ensure that all of their employees and customers have the tools and support they need to access information easily. To support all our website visitors and staff including people with disabilities, learning difficulties, visual impairments or people who speak English as a second language, we provide Recite Me accessibility software across our digital landscape. With Recite Me, we are part of a shared mission to create an inclusive digital world enabling everyone ease of access to our online information and resources. On average every month we support over 250 people to read and understand career information barrier-free. <
The global pandemic has challenged many aspects of our lives and livelihoods, even affecting business school students and graduates from around the world. Between nation-wide closures, cancelled job opportunities and several countries going into recession, institutions such as the International Monetary Fund (IMF) predicted this year could mark the worst hiring season for new graduates since the 2008 financial crash. Nevertheless, as restrictions continue to ease across the globe and several industries become operational again, the fall-winter job market might not be as bleak as expected. Let’s take a look at what MBA students and graduates can expect from the upcoming hiring season. The employment trends of spring and summer In the first few months of 2020 recruitment of MBAs seemingly ground to a halt, with thousands of graduates from Europe and US seeing job offers annulled or postponed to a later date. These figures caused concerns particularly in the b-school community, as candidates began rethinking the value of increasingly expensive degrees such as masters’ or an MBA. Fortunately, big firms in the fintech, tech and consultancy sectors – such as Microsoft, Google, BCG and Bain & Company – were able to honor their offers and continue attracting b-school talent. Which industries are still recruiting MBA grads? Similar to the spring and summer hiring season, companies in the fintech, tech, banking and consultancy sectors remain the top recruiters of MBA grads. According to research by Broadbean Technology, Europe in particular has seen a surge of new vacancies across industries. In Germany, jobs in financial services have increased by 26 percent by mid-June, and by 53 percent in the pharmaceutical industry. In the Netherlands, vacancies in the financial services sector have soared by 65 percent in recent months compared with 41 percent in the pharma sector – a trend that shows no signs of stopping. Considering that social distancing measures have facilitated remote recruitment and employment, experts believe these industries will continue to hire robustly during and after the current crisis. Are candidates with an MBA still attractive in the eyes of recruiters? A new report by the Association of MBAs (AMBA) and the Business Graduates Association (BGA), which surveyed more than 1,000 MBA employers, shows that MBA recruitment is on the road to recovery. 16 percent of companies said recruitment numbers of MBA-relevant roles will remain the same as 2019, while 14 percent plan to recruit more management leaders than last year. Overall, employers have a favourable opinion of MBA graduates. Over two-thirds (68 percent) of surveyed recruiters rated MBAs as “excellent” or “very good” employees, with an overwhelming majority (87 percent) holding a positive impression of business schools as formative institutions. Many have said that the coronavirus pandemic has pushed them to scale up to address the challenges brought forth by the crisis. It is likely that they’ll be turning to MBA graduates to address these, prepare for an economic upturn, and implement strong and innovative management practices. What will companies be looking for when recruiting MBAs? In terms of skillset, the AMBA and BGA report shows that recruiters are particularly impressed by soft skills such as general management, leadership, problem-solving, communication, teamwork, time management, language, flexibility and work ethic. Moreover, employers have said that the degree itself will become increasingly important to stand out in the candidate pool. The top assets to be considered with an MBA include the MBA’s accreditation (46 percent), the format (36 percent), international exposure (35 percent) and the school’s prestige in the business school community (26 percent). Has the hiring process changed? While in spring and summer 2020 most companies hired new talent remotely, it’s likely that in the fall-winter hiring season in-person recruitment will boost again. According to AMBA and BGA, companies will favour candidates with great personality and character, extensive work experience, a confident attitude, and strong educational qualifications. Learn more from the experts… Join the QS Virtual MBA Event on Saturday 3rd October to meet with leading business schools and recruiters alike to learn more about the MBA and how it can help your future career. Register for free at https://www.topmba.com/ukFind out more
In a bid to support the growth of the economy following the coronavirus pandemic, major construction projects totalling £1 billion have been given the green light in Manchester. Including a second arena, over 600 new homes and towers, the plans were approved and bought forwards from their original timelines under the banner of the Northern Gateway scheme. Some of the projects that have been given the go-ahead include: East Manchester Arena - £350m The proposed venue will be built close to the Etihad Stadium on the east side of Manchester. Throughout its proposed three-year development time, it would sustain over 3,000 jobs in construction and would be the largest arena in the UK with a capacity of 23,500. This would surpass the current Manchester Arena by over 2,000. Preferred construction partner BAM could start work on the arena as early as November 2020. Engie 410 Homes – Miles Platting Planning has been approved for 210 new homes in Miles Platting on the site of a former chemical dye factory next to the Rochdale canal. The houses will be traditional family homes to predominantly be used as build-to-rent. FEC triple tower scheme - £185m A joint venture high-rise residential complex has been given the green light in Dantzic Street. The scheme is to be delivered by FEC and Manchester City Council. The three towers will be 18, 26 and 37 storeys tall providing over 630 homes varying as shared ownership properties and a mix of tenue types to help provide more affordable housing in Manchester. Water Street co-living scheme A Union tower development on Water Street, Deansgate will comprise 388 flats in clusters as well as studio apartments. As with the Arena, BAM is in talks over project delivery. Council Leader Sir Richard Leese said: “The fact that these schemes are being brought forward represents a remarkable statement of confidence in Manchester at a time of major national economic uncertainty. That is important not just as a reassurance but as something which would translate into real jobs, real homes and real opportunities for Manchester people – helping to support the city’s economic recovery from the impacts of the Covid-19 pandemic.” Morson is a leading recruiter in the construction industry, supplying some of the largest and most well-known construction companies in the UK. Search our latest construction jobs hereFind out more
Sam Price, head of client engagement for Salford-headquartered Morson Group, has been recognised as a workplace diversity champion for the second year in a row after being featured in the 2020 HERoes Women Role Models list. Included in the 100 Women Future Leaders List, Price has been recognised for her efforts to achieve greater diversity across the engineering sector, specifically for those of various genders, sexualities, ethnicities and abilities. The list, which is supported by Yahoo Finance, celebrates inspiring and empowering women who aren’t yet senior leaders within their organisations but who ensure their companies remain committed to diversity and inclusion to create more representative workplaces. Operating in sectors which typically see a significant imbalance when it comes to diversity, Price’s role centres on embedding equal opportunities for all within the talent specialist’s DNA – as well as for the businesses within its global client roster – to ensure its workforce is reflective of wider society. Price was recognised in the HERoes Women Future Leaders List in 2019 for being instrumental in achieving Morson Group’s commitment to double the number of female engineers that it deploys worldwide by 2020. In the last 12 months, she has overhauled the company’s recruitment process to enable more diverse pools of candidates to access interviews and has launched Women Leaders in Transport – an online community for females working across the transport industry, established in partnership with Transport for London, talent and Siemens. Price also continues to be a mentor for The Girls’ Network’s Salford division – which she was instrumental in launching in 2018 – to empower young females from disadvantaged backgrounds with the support and resources they need to reach their aspirations. She said: “The more diverse you are as an individual, the harder it is to get ahead. As a recruitment specialist, we are responsible for changing lives by giving people the opportunity to have a career. So, the very least we can do is provide fair and open access to that, for everyone, no matter who they are. That means not being afraid to have difficult conversations about equality; it means providing education to ensure that other companies in our industry follow suit, and it means making smarter recruitment decisions to set change in motion. When I was included in the 2019 HERoes list, I downplayed what a big deal it was. This year I’m embracing it and making it known that I’m doing this for the people out there who have always been held back but who deserve to achieve their ambitions. I feel proud of what Morson is doing and I feel proud of myself.” Adrian Adair, COO of the Morson Group, added: “Sam is a shining light within the Morson Group. We have a long been committed to attracting and developing talent from a diverse pool of candidates and Sam is the driving force behing that. Her work ensures that the people we hire and those we supply to our clients are representative of our society, rather than falling within the traditional scope for our industry and not just to tick a box. She adds true business value in ensuring we hire outside typical parameters – because only by doing so will we ensure we’re working with the very best.” Find out more about Morson's commitment to diversity hereFind out more
Airbus has become the latest aircraft manufacturer to take a step towards zero emissions flying with the introduction of three zero-emission hydrogen-fuelled aircraft concepts. The three concepts are all codenamed “ZEROe”. They include a turbofan design, a turboprop concept and a blended-wing body. Airbus claims could enter service by 2035. The turbofan concept capable of flying between 120 and 200 passengers will have a range of over 2,000 nautical miles and will be powered by a modified gas-turbine engine running on hydrogen, rather than jet fuel, through combustion. The liquid hydrogen will be stored and distributed via tanks located behind the rear pressure bulkhead. Capable of travelling more than 1,000 nautical miles, the second turboprop design for up to 100 passengers will also be powered by hydrogen combustion in modified gas-turbine engines. The third concept is for a “blended-wing body” design capable of flying up to 200 passengers. In this concept, the wings merge with the main body of the aircraft and the exceptionally wide fuselage opens up multiple options for hydrogen storage and distribution, and for cabin layout. Airbus CEO Guillaume Faury said: “The concepts we unveil today offer the world a glimpse of our ambition to drive a bold vision for the future of zero-emission flight. I strongly believe that the use of hydrogen – both in synthetic fuels and as a primary power source for commercial aircraft – has the potential to significantly reduce aviation’s climate impact. These concepts will help us explore and mature the design and layout of the world’s first climate-neutral, zero-emission commercial aircraft. The transition to hydrogen, as the primary power source for these concept planes, will require decisive action from the entire aviation ecosystem. Together with the support from government and industrial partners we can rise up to this challenge to scale-up renewable energy and hydrogen for the sustainable future of the aviation industry.” Earlier this year, the first UK test of a battery-electric aircraft took place. The aircraft was powered by a powertrain supplied by California-based ZeroAvia. Morson is a market-leading recruiter for jobs in aerospace. Take a look at our latest live roles hereFind out more
“I don’t feel too bad, I’ve had a little bit of time to rest now. I don’t think it’s quite sunk in yet that it’s all done and dusted.” Morson’s Matt Sellick, former Royal Navy sailor and ex-forces recruiter based out of Yeovilton, was taking part in a routine health MOT in late 2019 courtesy of Morson’s health & wellbeing programme when he found himself concerned by the results. “I found out that I had high blood pressure, high cholesterol and after blood tests found that my kidneys and liver were in bad shape. At 38 this put me at a high risk of a stroke or a heart attack, so I realised I had to change my diet and start some form of physical exercise.” It was then that Matt joked with his colleagues about riding his bike from RNAS Yeovilton to RNAS Culdrose, a distance of 360 miles across demanding terrain. Pretty soon the joke turned into a serious idea and allied with Morson’s Tony Beaumont and representatives from Leonardo Helicopters and the Royal Navy, the plan was set in place to embark on the ride in September. The ride was to raise money for the White Ensign Association, a registered charity founded in 1958. It was set up to provide a financial advisory service of the highest calibre for all serving and retired personnel of the Royal Navy, the Royal Marines and more. Over the years, the role has developed and expanded to include the provision of assistance in resettlement and employment in civilian life. We caught up with Matt to talk us over the experience: “I was training for months and slowly improving. Then the last 8-10 weeks before the ride itself ramped up massively in terms of the training and planning, as well as the push for the fundraising. It was quite nonstop. All my training had been on my own pretty much because of the lockdown, we only went out a few times as a team. I was kind of winging most of the training to be honest!” Pretty soon the day arrived and the riders left RNAS Yeovilton accompanied by an escort of vehicles playing music. “I was a little bit nervous the week before the ride and as we were leaving Yeovilton. But then you get your head down and concentrate on the ride itself and it went quite quickly to be honest. You didn’t really have a lot of time to think and that was the case throughout. It was early starts every day and then by the time we were getting into the hotels it was late and we had maybe half an hour turnaround times before we had to eat dinner. Then it was back to the hotel at 10am and up again at 6:30. For those four days we didn’t have the time that you normally might after a long ride to have a long bath or a rest! It was full on." The first day of the ride was around 100 miles long, with the team getting to know each other. It wasn’t until getting up on the second day that it occurred to Matt that it wasn’t just a one day ride and that the toughest part was still yet to come. “Then halfway through day two I blew my knee out. I’d had my cleats replaced on my shoes and I didn’t get them fitted properly and it wasn’t aligned properly. I hadn’t had injury throughout training at all but then halfway through the second day with this every pedal stroke with my right leg was agony really. But I got through it with paracetamol and determination.” With a couple of stops a day for refreshments and lunch, the team powered through long days. In the evenings after every ride the team enjoyed a meal out and drinks. “On day two there were a lot of bottles of wine and prosecco, everyone was on the gin and I was thinking, wow, we’ve got to do another 88 miles tomorrow and it’s not even the last day! I guess because you top yourself up so much with your multivitamins and hydration tablets and gels to keep your levels topped up you’re not really that dehydrated anyway.” “Day three was horrible, I think it might have been the worst day of my life! Not just because of the injury but because of the amount of climbing that we were doing in one day. That third day on its own you wouldn’t want to put with any other day in a row at all but the fact that it was after 100 miles on day one then 80 miles on day two. THEN we were climbing up across Bodmin Moor. It was the worst day and the team had to drag me through that a bit. Some of the other riders who were a lot more experienced than me were finding it tough. That sort of made be believe that I could do it, because if these experienced riders were struggling then I wasn’t alone.” Day four provided some relief for the riders with a final stretch that was consistently downhill towards the finish line back at RNAS Yeovilton. “Me and Tony Beaumont at the front setting the pace for the last 30 miles. The adrenaline was there, and we knew there were no hills left. I thought I’d be a bit more emotional at the end. But I think I was just too tired and emotional. We went for a couple of drinks at the local pub afterwards and the CEO of White Ensign Association was there and the second in command of Yeovilton met us. I was just too tired to let it sink in. I had a busy few days after the ride which didn’t really help because I didn’t rest the knee enough!” Despite the strain of completing the ride, it’s not put Matt off further challenges in the future. “I was really surprised by the level of support actually. I was putting it out on social media a lot to try and fundraise and keep people engaged in my training. Some of the people who had followed the stories and then donated were some people I’d not seen since school. They were on my Facebook but I’d never met them. Seeing the gratitude of the charity at the end really meant a lot too. I had a handwritten letter from Lord Carlile. He was going to come to the finish line, but he was busy in the House of Lords that day! “If we can raise £7,500 by me joking in the office that I’m going to cycle from Yeovilton to Culdrose and back during a pandemic, then the next challenge I could maybe be a bit more adventurous on.” Matt's fundraising page is still open. Click here to donateFind out more
Sale Sharks lifted their first trophy since 2006 after a dramatic win against Harlequins in the Premiership Rugby Cup final, with Morson in attendance providing exclusive coverage on a historic night! Match Report Harlequins had an opportunity to take an early lead, as the Sharks conceded a penalty in the opening minute and Marcus Smith sent for the tee. Smith’s kick steered wide and the Sharks looked to immediately get on the attack through Sam James’ kick in to touch in the Quins 22. The following minutes saw the home side press towards the try-line with a series of mauls and it soon paid off, as Curtis Langdon drove over for the opening try of the night. Rob du Preez added the extras and then a further three points from the tee moments later with a penalty. Marcus Smith made amends for his earlier miss with two successful penalty kicks in the space of three minutes, as the away side reduced the deficit to four points after 23 minutes of play. The home side was forced to work hard in defence as Quins pressed for their first try of the night and James Chrisholm eventually got over. Marcus Smith added the three points, as the away side led five minutes from half-time. The Sharks were penalised again right before the break, and Smith extended his sides’ lead to six points. Marcus Smith began the second half in the same way he finished the first, adding another three points after Sale conceded a penalty for offside. The intensity of the final continued to heighten, as Dan du Preez finally got the Sharks back in the game when he crashed over in the 67th minute whilst his brother, Rob added the extras. This reduced the gap between the two sides to only two points heading into a massive final ten minutes. The momentum of the game continued to sway in Sale’s favour at the most crucial time, as Faf was taken out at the base of a ruck and Quins conceded a penalty. Rob was good for the three points and the Sharks had a one-point lead setting up a nail-biting remaining five minutes. A late try from Faf de Klerk sealed the victory and the Premiership Rugby Cup, in what turned out to be a huge night for the club. Exclusive post-match interviews: With a historic first trophy in 14 years for the club, Faf is hoping that securing the Premiership Rugby Cup will serve as a catalyst for further success in terms of silverware for the Sharks: “The Club’s been in a few finals and never managed to win one, so to finally get that monkey off our back gives us a lot of confidence going forward. Hopefully in the future there will be a lot more (trophies), it’s going to take a lot of hard work but I think we’ve got it in us” Steve Diamond acknowledged that even though the performance wasn’t perfect, the strength of character in his side proved to be the difference heading into the final minutes: “I thought that we played well in the first 20 and last 20, the middle bit wasn’t so clever, but I thought the lads showed some real resilience and grit to stay in the fight. Rob du Preez kicked magnificently to take it eight points away at the very last minute” Morson C.E.O and Sale Sharks owner, Ged Mason also shared his elation with a first trophy since taking over in 2016 alongside Simon Orange: “It’s a fantastic result for the lads, I’m so chuffed. They did it the hard way, ten up in the first 20 minutes and fair play to Harlequins they grounded it out and got the edge on us at half-time, but it was tremendous how the Sale boys fought back. In the end it was a very exciting game” Next up for Sale is a trip to Northampton Saints on Tuesday 29th September, with a win being absolutely vital in their pursuit of a top-four spot. A massive congratulations to the team from everyone here at Morson and we will continue to show our support in the huge remaining fixtures ahead.Find out more
The Disclosure and Barring Service (DBS) has launched its new five-year strategy detailing its ambitions for 2025, focusing on the key elements of Profile, People and Quality. Under the subtitle of ‘making recruitment safer’, the DBS aims to ‘ensure that the organisation continues to thrive, provide services of the highest standards and make a real contribution to the national safeguarding arena.’ The DBS delivers Disclosure and Barring functions on behalf of the government. This includes DBS checks for England, Wales, Jersey, Guernsey and the Isle of Man and Barring functions for England, Wales and Northern Ireland. The DBS was created in 2012 under the provisions of the Protection of Freedoms Act 2012 and they are a non-departmental public body (NDPB) accountable to Parliament through the Secretary of State for the Home Office. A DBS check is a criminal record check that can be requested either by an employer or something that you can request yourself. Roles that involve healthcare or working with children will almost certainly require a DBS check prior to an applicant being accepted into the role. The first strategic priority is quality, pledging to provide high quality, reliable, consistent and timely services for customers by implementing legislative change, developing their insight and intelligence capability and introducing a new barring portal. Their ‘Profile’ element seeks to make the DBS become a respected and trusted organisation and to play an influential role in the environment in which they operate. ‘People’ focuses on the workforce at the DBS and how their contributions work towards achieving objectives. Elements of this include implementing a new ‘reward and recognition’ scheme, work to balance the pay policy and develop a new DBS academy which will focus on coordinating all learning and development activity. Kerry Redmond, Head of Background Screening & Security Vetting at Morson, said "It's extremely positive to see forward planning and direction from the DBS in relation to criminal record checking processing and procedures. In line with core values of the Morson Group, I am pleased that the candidate journey and experience are at the forefront of release as they look to innovate and digitalise strategy." The delivery of the 2025 strategy will enable the DBS to develop as an organisation, improve the services they provide, and supporting the contribution they make within the safeguarding community. Morson Screening Services removes the time and overhead burden of pre-employment vetting and streamlines the clearance process for organisations. Utilising a technology platform and underpinned by a tailored service level agreement, Morson Screening Services provide full visibility of the vetting progress of every candidate. Find out more hereFind out more
Thirteen apprentices from Manchester and Liverpool have embarked on new careers in the rail industry as Salford-headquartered Vital Human Resources, part of the Morson Group, launches its latest apprenticeship programme. More than 160 people applied for the 13 positions, which combine on the job training with academic learning as the apprentices work towards achieving a Level 2 NVQ in Rail Engineering Track Maintenance during the next 14 months. During the first six weeks of the programme, the cohort will develop the basic skills and competencies required to build a successful career within the rail industry, combining classroom techniques with hands-on training delivered on a replica track environment at Vital’s headquarters. This first phase is delivered in partnership with Morson Training in preparation for the apprentices to embed themselves into gangs and gain first-hand experience and learning on a live railway as they are mentored alongside skilled operatives. This latest cohort of apprentices builds on a robust training agenda within Vital Human Resources, which possesses an outstanding track record for delivering talent at all levels to the rail sector, with a number of its ex-apprentices continuing to climb the ranks today. Gary Hardaker, executive director at Vital Human Resources, said: “Creating jobs, especially for younger people, is an economic priority and it couldn’t be a more exciting time to enter the rail industry. Despite the backdrop of COVID-19, the sector is booming thanks to a significant programme of investment which has only been bolstered by the Government’s commitment to ‘build, build, build’. The infrastructure market is crucial to boosting the economy and upskilling the next generation of talent to ensure we have the pipeline of resources to deliver such important programmes of activity is a key part. Our commitment to supporting the next generation is what makes our apprenticeship programme so successful. Some training schemes are simply a ‘box ticking’ exercise but we invest significantly in our people and have developed a comprehensive programme, taught by industry experts, which gives our apprentices the essential skills to get ahead in their careers and ensure they add true value to our operations and our clients’ programmes. Our apprentices have the opportunity to work on some of the UK’s biggest and most exciting infrastructure programmes – such as HS2 – and we must attract and train skilled talent today to ensure we have the resource to deliver such complex programmes. It’s no secret that the rail industry is facing a shortage of talent and a rising age profile, which are just some of the reasons why programmes like HS2 now mandate strict skills, employment and education (SEE) outputs on their supply chain to ensure they are used as a vehicle to overcome industry-wide issues. Developing the talent required to deliver the Government’s infrastructure agenda is part of our DNA and unlike some volume and low-skilled apprenticeship programmes, which are driven by commercial gain, we choose to keep our cohorts small so that we can ensure their training acts as a springboard into the sector and lays the foundation for the rest of their working life.” Apprentice, Jordan Coleman, age 24, said: “I was studying sports science at university but always knew I wanted to learn a trade with greater security and the rail sector appealed to me as I’m very hands-on. I had friends say I was too old to be an apprentice but thankfully I didn’t listen and carried on applying. I’m looking forward to what my future holds with Vital and creating a legacy that I can be proud of.” Apprentice, Liam Eaton, age 18, said: “I’ve dabbled in different construction trades and had been looking for a career where I could go far and make something of myself that can last a lifetime, and that’s what I’ve found. I’m looking forward to eventually qualifying, whilst earing a regular wage so I can afford my own place and buy a car.” Vital Human Resources, together with the wider Morson Group, is delivering a robust equality, diversity and inclusion agenda that has been specifically designed to encourage greater representation within the industries it operates. Gary added: “We always recruit the best person for the job but we’re acutely aware that our rail apprenticeship programme continues to attract an all-male cohort. As a result, we are working with our peers, together with schools and colleges, to demonstrate first-hand the breadth of opportunities within the rail sector. It’s our mission to ensure our workforce is reflective of the vibrant communities around us and that the industry is viewed as an aspirational career path to all, regardless of gender, race, sexuality, economic background and more.” The company has successfully adapted its recruitment and training processes and procedures, including the creation of a purpose-built COVID-secure classroom, to ensure it protects the health and wellbeing of its apprentices and the wider workforce. Ged Mason OBE, CEO of the Morson Group, said: “I’m pleased that, despite COVID-19, our apprenticeship programme continues to press ahead. Our dedication and commitment to assisting and creating jobs, across all sectors, will always remain part of our DNA and a core value of our business. The contribution that our apprentices make to our business is crucial in maintaining our ability to deliver the vital skills and resources to rail projects throughout the UK, and there is no more important time than now. What we do plays a critical role in developing and nurturing tomorrow’s talent today, as these people are our skills pipeline of the future.” Vital Human Resources is also a member of The 5% Club which connects dynamic employers and industry leaders with a unified commitment towards embedding earning and learning opportunities with their business and delivering true social mobility and diversity.Find out more
Morson Group has become the latest company to join the Sizewell C Consortium. The Sizewell C Consortium, a group of more than 100 leading companies and organisations who have come together in support of getting Sizewell C, the proposed nuclear site, built. Morson has an unrivalled track record in nuclear recruitment for the provision of both temporary and permanent personnel across the civil and military applications and working on some of the largest nuclear projects in the UK. We have managed projects and supplied labour across the project lifespan - from initial design and safety studies through detailed design programmes to final plant commissioning, inspection and handover. Morson International is joined in the consortium by Vital Human Resources, also part of the Morson Group. When it comes into service in 2031, Sizewell C is expected to meet 7% of the UK’s low carbon energy demand for the next 60 years. The project will create 25,000 nuclear jobs and up to 1,000 apprenticeships, with £14billion (70%) of the construction costs directly benefitting British businesses. The importance of the construction of Sizewell C, a replica of the currently-under construction Hinkley Point C grew recently with the news that Hitachi has withdrawn from the proposed Wylfa nuclear projects on Anglesey. This project would have been another important milestone in the UK’s nuclear supply chain and would have created thousands of jobs. In June 2020, EDF Energy, one of the two companies in the construction consortium, officially announced that it had applied to the Office for Nuclear Regulation (ONR), who are responsible for the safe operation of nuclear sites across the UK, for the licence required to build and operate Sizewell C. This is another key milestone in the process to get the site built by 2031 and on the road to creating thousands of nuclear jobs for the UK economy. Cameron Gilmour, Spokesperson for the Sizewell C Consortium said: “Britain has built a world beating nuclear industry supply chain which supports thousands of highly skilled jobs across the UK. The Sizewell C supply chain is ready and willing to help government with the green economic recovery. A firm commitment on the future of Sizewell C will help sustain the nuclear supply chain and can deliver significant benefits to the UK’s low carbon economic prosperity” Other businesses as part of the consortium include ARUP, Mott MacDonald, Kier and Doosan Babcock. To find out more about some of the nuclear projects we have worked on, click here. To view our latest nuclear jobs, click here.Find out more
The new Sentencing Whitepaper released by Justice Secretary Robert Buckland has introduced new rules on criminal record disclosure rules to employers. Aimed at helping rehabilitate offenders, the announcement will have an effect on the jobs market in the UK with citizens who hold minor criminal records having more options opened to them. The new rules involve a reduction in the requirement to routinely partake in criminal record disclosure for non-sensitive roles. Custodial sentences of up to a year will become spent after a further 12 months without reoffending, which is down from the four years currently in place. Sentences between one and four years will no longer be required to be disclosed after a further four crime-free years. This is down from the seven years currently in place. Sentences in excess of four years will not automatically be disclosed once a seven-year period of rehab has been served. This is a significant shift from the current rules, where offenders must disclose this information to a potential employer for the rest of their lives. Kerry Redmond, Head of Background Screening and Security Vetting at Morson, commented on the criminal record disclosure changes and what it means for recruitment: “The government has been sensible in its approach, which will see thousands of ex-offenders with lower-level convictions aiming to work in non-secure or sensitive environments no longer having to disclose their criminal history, should they meet the criteria set out. The approach continues to protect our most vulnerable communities and sectors and re-enforces the importance of background screening across all areas, yet allows for the rehabilitation of ex-offenders programme to progress positively and means some of the largest scale recruitment programmes of our time should now have access to additional talent they previously may have been forced to reject based on more stringent vetting requirements.” Other rule changes to be introduced in the whitepaper include ending the release of offenders sentenced to between four and seven years at the halfway point, instead requiring them to serve two-thirds of the term before eligible for release. If you are an employer and require background checks, we can help. Contact email@example.com for more informationFind out more