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Morson Forces

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Welcome to Morson Forces.

MORSON FORCES is our dedicated recruitment arm which is completely focused on securing skilled employment for ex-forces personnel and supporting the transition into civilian life. Currently, MORSON FORCES has in excess of 2,500 ex-military contract and permanent staff from the Royal NavyArmy and RAF, working across a variety of client projects in the UK and overseas.

As a group we have 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. Collectively, we have successfully placed thousands of ex-forces personnel into roles that are perfectly-suited for these skillsets, with employers that seek out the specialist expertise held by armed forces personnel.

It’s our specialist experience that service leavers come for and it’s the personal experience that they stay for. 

Welcome to Morson Forces, connecting the ex-military with civilian careers.

We work 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. 

We are proud to possess the Gold Award from the Employment Recognition Scheme (ERS), which was awarded by the MOD for our commitment to our armed forces and their transition into civilian life through support and tangible career opportunities. 

If you would like to benefit from our experience in finding roles for ex-military personnel, click here to register your CV with us.  As part of our MORSON FORCES community you will gain access to tailored 'forces friendly' jobs and information on careers and transitioning from military to civilian life.  Alternatively, contact forces@morson.com to speak directly with one of the team.

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    One month to IR35: Why you shouldn’t take a blanket approach

    With mere weeks to go until the new IR35 rules come into play for the private sector, companies are ramping up their efforts to consult with their contractors. This seismic shift in tax legislation will affect the ways in which companies attract and retain talent, as well as making changes to supply chain relationships and business operations. The number of businesses using agency and contract workers has increased 40 per cent in the last 10 years[1], and for those who rely on them to deliver the majority of their labour, it might be tempting to implement a blanket, one-size-fits-all approach to quickly and efficiently side-track the complexities that IR35 presents. However, legislation dictates that any private sector business using contractors must take ‘reasonable care’ throughout this process, and those found not doing so are at risk of major repercussions – from both HMRC and their contractor workforce. What the workforce are saying IR35 is putting a lot of power in contractors’ hands. Recent surveys have highlighted that, moving forwards, half of all contractors (50%) will only take contracts that are outside IR35[2], while our own research has indicated that 40 per cent of contractors who find themselves inside of IR35 will work to negotiate an increase in pay to balance the impact on their income brought about by moving to PAYE. During the 2017 public sector roll out, those who adopted blanket assessments – deeming entire contractor populations as inside IR35 – lost a proportion of their contractor workforce to competitors. Any blanket approach in the private sector could have the same effect, either in the short term, long term, or both. After all, once IR35 comes into play, contractors need only compare two potential clients and what they will do to ensure they can work outside of IR35, before choosing the best option as their next role. A shake up in how contractors are engaged, without due care and attention to each contractors’ circumstances, current and previous working conditions and levels of responsibility, will make them feel undervalued. As such, they’re more likely to seek alternative roles, causing serious repercussions for the UK labour market and businesses already tackling labour skills shortages. What HMRC is saying Currently, contractors engaged via a PSC (personal service company) and operating in the private sector can determine their own IR35 status. From April 2020, this responsibility shifts to the end client. Even businesses that use intermediaries and fee payers, such as Morson International, are accountable for conducting these reviews and must ultimately make the decisions as to whether individuals fall inside or outside of IR35. HMRC has issued a warning that businesses must demonstrate ‘reasonable care’ throughout the implementation of IR35, insisting that every private sector company produces a status determination summary (SDS) that outlines the case-by-case reasons to deem that individual as inside or outside. For companies with extensive contractual chains, there is a responsibility for SDS’ to be passed to every supplier. Any client found not to have adopted reasonable care risks the IR35 determination becoming worthless, meaning those found to be ‘blanketing’ could be increasing their chances of a penalty from HMRC. It is also worth noting that those who do move contractors to PAYE will have to consider the regulatory changes that brings; for example, the Agency Workers Regulations outlines processes on worker equality, pay, hours and holidays. Final legislation and guidelines on IR35 will be introduced mid-March – eye wateringly close to the IR35 implementation date in April, meaning businesses have very little time to prepare. As such, many are calling for a further review of IR35. But one thing is certain – it is coming and is set to cause a shakeup. Whether you are a contractor or end client, Morson are here to support you through the legislative changes, contact us at IR35@morson.com to contact our expert IR35 team. [1] https://www.independent.co.uk/news/business/news/uk-economy-latest-agency-workers-employment-workforce-labour-resolution-foundation-research-a8202686.html [2] http://www.itcontractor.com/ir35-crisis-as-half-of-contractors-will-only-take-outside-ir35-contract/

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    Doubled Shortlisting in Diversity Awards for Morson Group

    Morson Group has been shortlisted in the first ever Engineering Talent Awards in two categories. The Engineering Talent Awards are a new recognition scheme that have been set up by Equal Engineers, an organisation headed up by Mark McBride-Wright. By connecting inclusive employers with diverse talent, their aim is to create inclusive engineering and technology organisations by increasing diversity and improve stakeholder mental health. Morson has been shortlisted in the categories of Large Employer of the Year and Best Recruitment Team of the Year. Our submission highlighted our continued showcasing of women within the engineering industry to act as role models for women considering a career within the sector. It also highlighted our sponsorship and support of key events and organisations such as the Big Rail Diversity Games, hosting the North West Diversity Forum and our membership of Stonewall, Europe’s largest LGBT charity. Other initiatives discussed included our rainbow laces scheme, where hundreds of Morson track operatives working on the London Underground were given rainbow-striped laces for their safety boots in celebration and support of the LGBT community. Support for mental health and wellbeing was a big focus of the submission. In 2018, Morson released our first mental health whitepaper, which included results from our contractor survey. It found that almost half (46%) of those living with a mental health condition hide it from their colleagues and employer, and almost 1 in 10 have considered taking their own life because of their mental health struggles. Alongside the appointment of a Health and Wellbeing Partner, we introduced over 30 Mental Health First Aiders – employees within the business who possess the skills to spot the signs of mental illness amongst our workforce and who have the confidence to intervene. For the category of Large Employer of the Year, Morson is shortlisted alongside Rolls Royce and UK Power Network. For the category of Best Recruitment Team of the Year, our recruiters are shortlisted alongside Cordant Engineering and the Siemens Talent Acquisition Team. The winners of each category will be announced at a gala awards dinner on 23rd April in London, along with the Overall Excellence in Engineering Award being presented to the overall winner. Read about our wider diversity and inclusion initiatives here.

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    Long Service And Standout Performance Honoured at Morson Annual Service Luncheon

    Long service and standout achievements were honoured in Morson Group’s annual awards luncheon. Taking place at the King Street Townhouse in the heart of Manchester, the annual service awards bought employees from across the Morson Group together to mark several key service milestones and recognise the above and beyond achievements of other employees of the business. Among the landmarks, we were delighted to celebrate a staggering 40 years of service for Client Service Director Steve Seddon, who joined the business as our first ever apprentice in February 1980. Since then, Steve has worked in a variety of positions across the Group, from draughtsman to Managing Director of our engineering design consultancy Morson Projects, before heading up our Client Services team. Morson CEO Ged Mason, who presented the awards, said of Steve: “Forty years on, you’ve been on a few campaigns in the trenches and you’ve had six or seven jobs with Morson that you might have had a career somewhere else with, but you stuck loyally with us. I personally have fond memories of working in the drawing office when I was sent up there to try to learn design. I was probably a bit of a nuisance, the boss’s son in the office! But I did learn a lot and grateful for the time and patience you gave me. Well done Steve.” As well as service awards for people who had served 10, 20 and 30 years with the company, Ged presented special awards for employees who have excelled in 2019. The Morson Charity Committee was recognised for their efforts over the past few years. In 2019, the business raised £130,000 to be split in half between our elected charities, ABF The Soldier’s Charity and Motor Neurone Disease Association. Last year also saw Morson's '50 Weeks of Giving' campaign help dozens of organisations in the local community with a cash donation every week. The charity committee, which comprises employees from across the Group, were presented with gifts to celebrate their efforts in achieving that total. There was also an additional award for members of the Morson 50th Committee, a group of employees who were responsible for planning and undertaking the significant celebrations which took place to mark Morson’s 50th year in business. The celebrations included a summer party for all employees, a commemorative book and video, refurbishments across head office and a number of special panel events. AWARDS 40 Years Steve Seddon 30 Years Wendy Berry, Joanne Heath, Mike Power (retired) 20 Years Sue Armitage, Linda Parker, Steve Doherty, Neil Greenwood, Carol Wood, Mohammed Ajaz, Tracy Daley, David Hill 10 Years Paola Cattaneo, Jonathan Darbyshire, Shannon Demiryaban, Katie Eames, Ewlina Kurcaba, Amy Learnihan, Nicola Leggett, Shelagh Lynch, Andrew Morris, Terry Naden, Karolina Pozdilkova, Grant Evans, David Smith, Ian Banks, Sally Entwistle, Rory Gorton, Alexandra Parmley, Anthony Raybould, Stuart Taylor, Christopher House, Jessica Andrew, Mark Howells, Anthony Dawson, Susan Wright The Morson Charity Committee David Robinson, Joanne McGowan, Karen Bradley, Angela Thompson, James Kenealey, Ben Taylor, Charlotte Halkyard, Mark Poncia, Tanya Basu, Cathy Jackson-Blackshaw, Jen Petruccio, Jonathan McMillan, Isha Foster, Paul Harvey, Michaela Elliot, Quade Smith-Allen, Jay Dassrath The Morson 50th Anniversary Committee James Kenealey, Rebekah Lee, Andy Hassall, Angela Thompson, Gareth Owen. Ready to take the next step in your career? You can search all of our current vacancies here.

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    A.D.V.I.C.E For Gambling From Vital Human Resources Featured Health & Wellbeing Scheme

    In December 2019, Vital joined up with several other companies across the rail and construction sectors to form A.D.V.I.C.E, a new collaborative scheme aimed at providing a guide to workers on issues surrounding health & wellbeing. The A.D.V.I.C.E Health & Wellbeing scheme comprises of contractors, principal contractors and clients from the following rail and construction companies; Barhale, Bovis Homes, Ciras, Colas Rail, Ganymede Solutions, McGinley Support Services, Midland Metro Alliance, Network Rail, RSS Infrastructure, Transport for Wales, Van-Elle Limited and Vital Human Resources. The aim of the collaboration is to guide workers on issues, facts and research on subjects like; Debt Guidance, Cervical Cancer, Testicular Cancer, Bereavement and Mental Health Issues, with many more topics and subjects scheduled for future periods. The second topic of the series talks about gambling: Gambling Gambling is a popular leisure activity that is enjoyed by many. There are lots of ways to gamble including playing the lottery, bingo, betting on sports, casino games or playing machines. 45% of people aged 16 and over will have taken part in some form of gambling activity during the last four weeks. The most popular form of gambling is playing the National Lottery, and for many people this is the only gambling they do. The most popular form of betting activity is on football and online gambling is on the increase. Safer (Responsible) Gambling Keeping gambling safe is all about setting limits. This could be as simple as deciding before you start how much money and time you will allow for the next time you gamble. Many people can stick to these self-imposed limits. For others they may need help in keeping to their plan. Some tips to help you control your gambling: When you go somewhere to gamble, consider how much money you have with you and how much you can access. Maybe leave the debit and credit cards at home and take only the cash you know you can afford to lose. Online, you can set limits for each of your accounts. Try not to have multiple accounts as this makes it much harder to manage what you spend. When online or in person, why not set an alarm to remind you when you should stop. It might even be the prompt you need to walk away when you are winning. Self-Exclusion If you think you are spending too much time or money gambling, whether online or in a gambling premises, you can ask to be self-excluded. This is when you ask the company to stop you gambling with them for a period of time, lasting for at least 6 months. It is up to you to stick to a self-exclusion agreement, but the company should make reasonable efforts to stop you. When you make a self-exclusion agreement the gambling company must close your account and return any money in it. The Gamble Aware website contains more information about how to self-exclude: https://www.begambleaware.org/safer-gambling/how-to-self-exclude/ Before you transfer any money into a gambling account you should check that the organisation is licensed by the Gambling Commission. Licensed gambling business must show they are licensed and provide a link to the Gambling Commission license register: https://secure.gamblingcommission.gov.uk/PublicRegister When does gambling become a problem? Problem gambling can affect anyone. It can happen at any age, to men or women and to people from any ethnic background. Studies have shown that you are more likely to develop a problem if you have a family history of problem gambling and if you started gambling at an early age. Gambling addiction is sometimes referred to as a hidden illness because there are no obvious physical signs or symptoms like there are with drug or alcohol addiction. Problem gamblers also typically deny or minimise the problem, even to themselves. Gambling addiction can be referred to as problem gambling or compulsive gambling. You are unlikely to know that someone has a gambling problem unless they tell you. The impact of someone else’s gambling problem can be very stressful for friends and family members. Being a problem gambler can harm your health and relationships and leave you in serious debt. There are some signs to look out for if you are worried about your own or someone else’s gambling: Spending more time and money on gambling than you can afford Finding it hard to manage or stop gambling Having arguments with family and friends about money and gambling Losing interest in usual activities or hobbies like going out with friends or spending time with family Always thinking or talking about gambling Lying about your gambling or hiding it from other people Chasing losses or gambling to get out of financial trouble Gambling until all your money has gone Borrowing money, selling possessions or not paying bills in order to pay for gambling Needing to gamble with larger amounts of money or for a longer time to get the same buzz Neglecting work, school, family, personal needs or household responsibilities because of gambling Feeling anxious, worried, guilty, depressed or irritable. There is evidence that gambling can be successfully treated in the same way as other addictions. Self-help tips for problem gambling Do: Pay important bills, such as your mortgage, on payday before you gamble Spend more time with family and friends who don’t gamble Deal with your debts rather than ignoring them – have a look at A.D.V.I.C.E’s previous information on dealing with debt Don’t View gambling as a way to make money – try to see it as entertainment instead Bottle up your worries about your gambling – talk to someone Take credit cards with you when you go gambling The Law The Gambling Commission has announced recent changes that mean it won’t be possible to use credit cards to make bets online anymore. Gamblers will need to use a debit card or cash deposited into an account. The Government is planning a wider review of the Gambling Act which will look into areas such as advertising, sponsorship and online gambling. For help with gambling, try the following helplines and websites. Many of these sites offer a short self-assessment so you can assess whether you have a gambling problem. National Gambling Helpline: 0808 8020 133 https://www.nhs.uk/live-well/healthy-body/gambling-addiction/ https://www.gamcare.org.uk/ https://www.gamblersanonymous.org.uk/ https://www.begambleaware.org/ https://www.gordonmoody.org.uk/ https://www.rcpsych.ac.uk/mental-health/problems-disorders/problem-gambling

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    Government Considers HS2 as Part of Wider Scheme to Transform Midlands Rail Network

    Earlier this month, the prime minister, Boris Johnson announced that the long-awaited HS2 will go ahead in full, providing the perfect platform to develop a highly-skilled workforce across numerous technical sectors. As talent specialists for numerous technical sectors, including rail and engineering, we welcome the decision to ‘officially’ begin construction on the high-speed line. The move will work to carve out rewarding careers for tens of thousands of white- and blue-collar workers and open a clear pipeline to drive the next generation of engineers. Click here to hear from Adrian Adair, Morson Group COO as he discusses what the government's HS2 go-ahead means for UK infrastructure, skills and labour demand. Another later announcement on the 21st February saw the Department for Transport outlining exactly what the Integrated Rail Plan entails, and this includes making sure all projects tie-in to drive down costs and deliver the best connectivity as possible. As a result, a plan has been created to establish how best to integrate HS2 Phase 2b and the wider Midlands transport network. In the coming months, the Government will be considering the Midlands as part of the wider HS2 plan which will include a proposed £2billion programme to improve the Midlands rail network, dubbed the Midlands Rail Hub, providing better connections between London and the North. The £2billion project will see the “Victorian infrastructure” regenerated to cut journey times between Nottingham and Birmingham to 59 minutes, increase one train per hour between two major cities and feature reduced journey times to Coventry. However, to achieve this and HS2 in general, a focus needs to be placed on efficiently sourcing the labour that is required to deliver the scheme and bridging the skills gap that we are facing. Figures released in September 2018 show that demand for construction labour during phases 1 and 2a will reach approx. 30,000 workers, peaking within the next two years. Additionally, the total number of rail specialists required to deliver Phases 1 and 2a will peak at around 6,800 during the years 2025/2026. You can read more about what this means for the skills agenda in our latest HS2 blog which looks at why we must target the younger generations to deliver HS2’s ambitious plans. The Department for Transport's announcement comes shortly after the Oakervee review, which concluded the Phase 2b route - from Birmingham to Manchester and Leeds - needs to be a Y-shaped network as the best strategic answer for the country. It also concluded, as the DoT says, that "that Phase 2b needs to be considered as part of an Integrated Rail Plan for the north and Midlands which also includes Northern Powerhouse Rail, Midlands Rail Hub, and other major Network Rail schemes to ensure these are scoped, designed, delivered, and can be operated as an integrated network." What are the next steps? The National Infrastructure Commission (NIC) will be assessing the possibility of future work by looking at the rail needs of the Midlands against the plans that have been proposed. Watch this space! For more information about how Morson is supporting the talent pipeline, contact us at enquiries@morson.com. Or, if you’re looking for your next job in rail, click here to view our rail opportunities.

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    Sale Sharks 36-3 Leicester Tigers: Game Day Highlights

    An electric performance from hat-trick hero, Marland Yarde, inspired the Sharks to an impressive win, moving them to second in the Gallagher Premiership. Match Report: Leicester opened the scoring through Reid’s penalty inside the first three minutes, as the away side began the game the livelier team. Sale were penalised again a few minutes later, but Reid missed the chance to dispatch his second of the night, with his effort hitting the post. Sale searched for the first try of the game in the following ten minutes, with the du Preez brothers’ bustling runs causing problems for the Tigers. Rob du Preez looked to have set Yarde clean through after a great break from the Sharks, but play was stopped due to obstruction in the build-up, much to the frustration of the home side. The Sharks managed to take the lead in the 30th minute, as Bryn Evans charged down Van Poortvliet’s attempted clearance from the try-line and ran in unopposed. Rob du Preez’s conversion fell just short. The combination of Rob du Preez and Yarde wasn’t going to be denied for the second time of the night, as the South African put the electric winger through to charge over and double the home side’s lead. Rob du Preez was good for the conversion this time. The home side finished the half in style, as Coenie used his power to crash over from short range and Rob du Preez added the extras again. This gave the Sharks a 19-3 lead. Rob du Preez extended Sale’s advantage with a penalty, as the Sharks looked hungry for more points on the board with 25 minutes left to play. The du Preez and Yarde duo continued to flourish as Rob sent Marland through a gap in the Tigers’ defence at short range to get his second try of the night. Rob followed up with a beauty of a curler through the posts. Yarde showed his killer instincts again as he capitalised on a sublime kick from Sam James to get over for his hat-trick, sealing off a brilliant individual performance. Rob du Preez added the extras, capping off an emphatic 36-3 victory. Post-Match Thoughts: Despite the Sale finishing off the first half with three emphatic tries, Steve Diamond believed the 30 minutes that preceded were just as important: “Well I thought it was the first 30 minutes if I’m being honest where we kept the ball and had 70% possession. They didn’t have an answer to that really and we played against the wind really well. Second half was not dissimilar, we just tied to stay from getting frustrated and work the field position and get an opportunity to score the bonus point. But again, the main thing was to get the win, that’s why they kicked the goal which was good to see, but yeah delighted with it. It’s no secret that Sale are spoilt for choice with world class wingers and Dimes reiterated this healthy competition when discussing Marland Yarde’s hat-trick: “We’ve got four good wingers: Denny, Marland, Ashy and Byron. To stay in the spot, you’ve got to score tries and I can’t see him being dropped. The Sharks travel to Gloucester on Friday and will be looking to avenge their opening day defeat and continue their title charge in the process. Sale Sharks Starting XV: 15. Simon Hammersley, 14. Chris Ashton, 13, Sam James, 12. Luke James, 11. Marland Yarde, 10. Robert du Preez, 9. Will Cliff; 1. Coenie Oosthuizen, 2. Rob Webber, 3. Jake Cooper-Woolley, 4. Bryn Evans, 5. Jean-Luc du Preez, 6. Jono Ross (Capt.) 7. Mark Wilson, 8. Daniel du Preez. Replacements: 16. Curtis Langdon, 17. Ross Harrison, 18. Will-Griff John, 19. James Phillips, 20. Ben Curry, 21. Gus Warr, 22. Tom Curtis, 23. Denny Solomona. Leicester Tigers Starting XV: 15. Telusa Veainu, 14. Jonah Holmes, 13. Jaco Tuate, 12. Kyle Eastmond, 11. Jordan Olowofela 10. Noel Reid, 9. Jack Van Poortvliet; 1. Greg Bateman, 2. Tatafu Polota-Nau, 3. Dan Cole (Capt), 4. Tomas Lavanini 5. Will Spencer, 6. Hanro Liebenberg, 7. Tommy Reffell, 8. Ifereimi Boladau. Replacements 16. Jake Kerr, 17. Nephi Leatigaga, 18. Joe Heyes, 19. Joe Batley, 20. Harry Wells, 21. Sam Lewis, 22. Harry Simmons, 23. Johnny McPhillips

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    Morson’s Top Jobs in Rail

    Ever thought of starting a career in the rail industry? Maybe you’re already working in rail and want to progress? We list our top rail jobs all in one place to make it easier for you to find your next job. So, grab a cuppa and have a browse at the Morson Rail jobs below, we’re sure at least one will catch your eye! Rail jobs Health and Safety Supervisor Newham, London Permanent £55,000-60,000 pa Our client is a global engineering, construction and project management company who deliver landmark projects that create long-term progress and economic growth. They are recruiting for a H&S Supervisor to assist with the development and supervise the implementation of Project Health & Safety Programs/Plans in accordance with the ES&H Core Processes, applicable governmental regulations/requirements, and client requirements. Find out more by clicking here! Field Assurance Engineer - (Electrical) South East England Contract £Competitive Our client is recruiting for an Electrical Field Assurance Engineer required to work on Crossrail. The successful applicant will provide management support to act as Crossrail Technical and Engineering Lead to ensure Crossrail's compliance of the Works with Sponsors Requirements and the Crossrail Assurance Process. Provide oversight of design completion and compliance for the Works and/or Element(s), including ensuring all boundaries, interfaces and systems are integrated and coordinated between interfacing contracts. Sound interesting? Click here to view the job. Principal Engineer London Contract £Negotiable The Principal Systems Engineer will be accountable for the overall systems integration of a capital programme or subprogramme throughout its programme lifecycle, working with and possibly managing teams of project and discipline engineers to ensure that scope is developed, designed and delivered to cost, schedule and meet it requirements. This is a truly multi-disciplinary role, capable of delivering both heavy infrastructure and complex integrated transport systems at all stages of the project lifecycle, liaising with multiple stakeholders and external parties. Ready to apply? Click here! Geotechnical Engineer Kilsyth, North Lanarkshire Permanent £30,000 - £35,000 pa Vital Resources are currently working with a specialist Civil Engineering and Construction Contractor to assist them in their search for Experienced Geotechnical Engineers. Our client is a reputable and well-established Civil contractor with a solid order book for numerous high-profile infrastructure projects throughout Scotland. Our client is looking for an experienced Geotechnical Engineer with a background in Ground Investigation to assist in the overall delivery of major projects. Want to find out more? Click here! Project Manager Swindon, Wiltshire Contract £60,000 - £65,000 pa We’re recruiting for a number of Project Managers to work on behalf of a large rail franchise on a FTC based in Swindon. The opportunity will be ongoing and Station/Depot refurbishment/upgrade experience is essential for this role. We’re looking for candidates who are chartered (or working towards chartered status), members of a professional institute or have as a minimum a HND in Construction. Find out more about this role here! Senior Business Manager London Contract £Competitive We’re recruiting for a Senior Business Manager who will act as the key interface between the CFO Group and other Crossrail directorates, including external consultants and contractors. This role works alongside the functional leaders to ensure the smooth running of CRL Ltd and the provision of effective functional support to the delivery of the Elizabeth Line. The Senior Business Manager will collaborate closely with leaders across the organisation, manage a team and provide advice to the CFO. Click here to see the full job description! If any of the above roles sound perfect for you, apply today! Alternatively, you can search all of our current vacancies here. Want to catch up on our latest industry and sports news? Click here to read our blog.

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    JLR Unveil Futuristic Driverless Car Concept at National Automotive Innovation Centre Opening

    The UK’s National Automotive Innovation Centre has officially been opened by the Prince of Wales. The new centre will be one of Europe’s largest automotive research development centres able to shape the future of the automotive industry from the heart of the UK. The 150m centre is based at the University of Warwick in Coventry and will bring together the brightest minds from the industry and academia with researchers, engineers and designers from Jaguar Land Rover (JLR), Tata Motors and WMG. Its aim? To provide a collaborative environment for UK engineers to help shape the future of the global automotive industry. The NAIC will be a beacon for future mobility and sustainability research and development, right in the heart of the Midlands ecosystem which is a magnet for economic growth and delivering a Destination Zero future. The 33,000m² centre includes cutting-edge workshops, laboratories, virtual engineering suites and advanced powertrain facilities. Along with its state-of-the-art facilities, the centre also offers a multitude of education programmes, through which NAIC students and apprentices can work alongside experts and leaders in their fields. At the official opening of the innovation centre yesterday, Jaguar Land Rover demonstrated its latest advanced autonomous research concept vehicle. The concept vehicle will play a vital part in the company’s Destination Zero mission which aims to make societies safer, healthier and the environment cleaner. The compact, flexible vehicle concept measures just four metres in length and is designed for the city, packaging all its battery and drivetrain components into a flat floor. A pilot programme of testing on the streets of Coventry is planned for 2021. CEO of JLR, Professor Sir Ralf Speth said: “Here academics, manufacturers and suppliers will develop a smart, safe transport infrastructure that integrates autonomous vehicles and public transport; design zero-emissions vehicles powered by smart-chargers and renewable energy and discover material and digital manufacturing innovations that will eliminate waste. We are honoured that HRH The Prince of Wales has joined us today to open the National Automotive Innovation Centre.” The idea for the NAIC was brought to life by the late Professor Lord Bhattacharyya who was the founder of WMG. Professor David Mullins, Interim Head of WMG, added: “The late Professor Lord Bhattacharyya’s vision was for future generations of designers, researchers and engineers to be inspired to innovate through collaborative research projects with manufacturers, suppliers and academia at the National Automotive Innovation Centre.” Ready to progress your career in the Automotive industry? You can search all of our Automotive jobs here!

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    The Road To Zero | Vital and Morson Join Shell Fuel Card Scheme In Drive To Carbon Neutrality

    As part of our larger Group strategy towards a target of being carbon neutral as a business by 2023, Morson and Vital Human Resources have signed up to the Destination: Carbon Neutral fuel card scheme with Shell. Our largest area of carbon creation as a business was identified as being the fleet team, where we currently run some 695 commercial vehicles across our operations. The first major step towards this has been the introduction of Shell Fuel Cards, initially across Vital and Morson International Opting into the scheme means spending just 1p extra per litre on fuel. Shell tracks fleet consumption and calculates the CO2 emissions associated with the fleet usage throughout the year. They then purchase carbon credits, each one of which is representative of the avoidance of 1 tonne of carbon dioxide. These credits are then used to offset the carbon emissions through a variety of global projects. Shell work with nature-based projects around the world to help reduce greenhouse gas emissions while improving livelihoods and working to preserve biodiversity and wildlife. One such project is in Scotland. In 2019, Shell worked with the Forestry and Land team to plant around one million trees across an area equivalent to 9% of the entire of Scotland. This region is able to absorb over 3 million tonnes of CO2 per year. The Morson Group are the first million litre per year user to adopt the scheme. Joining the Shell scheme forms a larger part of the Morson Group’s commitment to carbon reduction within the business, with the target being to achieve complete carbon neutrality by 2023. In addition to this scheme, Morson are currently looking into the use on-site energy storage, grid feedback, and on-site generation using solar and wind power. Gareth Morris, Group Health, Safety and Compliance Director, said: “This is a really important first step in our longer-term strategy within the Morson Group. We’re really pleased with the adoption of this scheme at Vital and Morson and a big thank you to David Robinson for initiating this.” Ready to take the next step in your career? You can search all of our current vacancies here.​

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    Bringing Your Whole Self to Work | Samantha Clinch Discusses LGBTQ+ in the Workplace

    “In a previous workplace I definitely think I was treated differently because of my sexuality, but the industry has changed a lot since then.” Samantha Clinch is a recruitment manager for the Energy, Power and Construction division at Morson. Openly out since she was a teenager, Sam speaks to us about prejudice, overcoming stigmas and the power of truly inclusive workplaces. Tell us about your first career steps... "The very first job I had was working in the Trafford Centre in a DVD shop. Being a film lover, it was my ideal role. I was out at that time. In fact, I’ve always been out at every job I’ve ever had... I don’t think it ever occurred to me to not be. My first recruitment role was with a small company in Manchester city centre. Their culture was aggressively target driven and quite old-school, they would have no issues making an example of someone if they weren’t hitting their targets. On my first day I was told by the office manager that if I had a complaint it was tough because they didn’t have a HR team to complain to! I only stayed there a few months because it was such an unsupportive environment. A few people expressed surprise that I stayed in the recruitment industry after that." Has being openly LGBT at work ever affected your career? Have you ever felt like you have been treated differently because of your sexuality? "At a previous role, a senior manager took a dislike to what they classed as my ‘chosen lifestyle’. This phrase says it all. My sexuality is not a chosen lifestyle and using terminology like this is incredibly reductive and ignorant. In addition, the managers day to day behaviour towards me was inappropriate and often hostile. Because of this conduct I did make a complaint, but they had a one-person HR team and nothing was done about it. Suddenly, despite hitting all my targets, I was let go at the end of my probation period. The company's reason was that I “wasn’t promoting the company values” and when I tried to dig into what exactly was meant by that phrase, I got nowhere. I sent a lengthy email about unfair dismissal and was able to meet with the managing director and HR personnel. I detailed the managers inappropriate and prejudicial behaviour but afterwards got a letter from them which stated that I hadn’t been there very long, so I had very few employment rights. By this time I was already working somewhere else and I just wanted to move on and forget about the whole experience rather than pursue it." What's your experience of being out in your current role? "I feel incredibly comfortable being out at Morson and have never had any kind of negative experience regarding my sexuality. I’ve never had an issue or felt like I was being treated differently or marginalised in any way. As far as I’m concerned, it’s never been a problem and that’s exactly how it should be." Has the industry changed since your career began? "Recruitment has changed a lot over the last 10 years and Morson has always been an inclusive place to work with a real community spirit. With regards to the industry outside of Morson, I think the negative experience I had in my previous role, while certainly not an isolated incident, is not representative of the industry as a whole. I was in another recruitment role for over 5 years before that experience and didn't encounter any bias. In fact, I was promoted twice! My experiences illustrate the importance of challenging negative and discriminative behaviour, no matter the position or seniority of that individual, to create open and inclusive environments where everyone feels comfortable to bring their whole selves to work. Unfortunately, in my case, the manager was able to use their position to exercise their stigma because no one felt comfortable enough to challenge their actions" What advice would you give a member of the LGBT community just starting out in their career? "Do things at your own pace. Don’t feel like you need to be out but at the same time don’t feel like you need to hide it. It’s everyone’s personal choice as to whether they’re out or not and you shouldn’t let others dictate to you." Do you think there still needs to be education regarding discrimination? "I think people in general need to have more education about discrimination. LGBT rights have come a long way in the past 10 to 20 years though and things are very different to when I came out growing up. There’s always steps to be made though and people who still view it as ‘wrong’. I feel confident that by opening up conversations and challenging negative behaviours, things are going in the right direction." Ready to take the next step in your career? You can search all of our current vacancies here. Want to read more about our commitment to diversity and inclusion? Click here to read our blog.

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    Salford Red Devis 10-12 Huddersfield Giants: Game Day Highlights

    The home side started the game the livelier side in the wet and windy conditions and thought they had opened the scoring on two occasions through Ken Sio. The Australian got over twice in the opening 15 minutes, but both efforts were thwarted by Huddersfield winger, Louis Senior, who tackled Sio into touch. Huddersfield made their next opportunity count immediately, as Adam O’Brien scored the first try of the game and Aiden Sezer successfully converted. This put the away side 0-6 up. Salford soon responded in the 24th minute, as Pauli Pauli’s charging run saw the home side make good ground and a quick flurry of passes found Sio on the right-hand side, who wasn’t going to be denied this time. Lolohea missed the chance to level the scores, and the Giants narrowly led 4-6 heading into half-time. The Red Devils showcased a statement of intent in the opening minutes of the second half, as Brown found Sarginson, who dived over to put the home side ahead. Lolohea made no mistakes with conversion this time, and Salford were 10-6 ahead. The unpredictable nature of the game continued however, as Senior scored out wide for the away side to draw Huddersfield level. Sezer missed the chance to put his side ahead with his following kick steering wide. This set up an intense final few minutes, as both sides looked for a late winner. Salford’s Kevin Brown was sent to the sin bin in the last five minutes against his former side and Huddersfield exploited the home side’s disadvantage, as the Red Devils gave away numerous penalties. Sezer opted for the tee in one of these instances and won the game for the away side, kicking between the sticks to give Huddersfield a late 10-12 victory. The nature of the game’s finale was unfortunate for Salford, who have many plus points to take away from the performance heading into Saturday’s home game against Leeds. Ken Sio gave us his exclusive post-match thoughts on an eventful outing for himself: “A lot of positives to take away, there were a few errors, especially from me as well. We’re just gonna take it as a positive. We’ll let it sink in, it’s gonna hurt but we’ll come back on Monday and review it” He continued: “Every week the team looks better and better. The more we can go into a game and feel confident with each other, we’ll have a good run and hopefully go all the way” Ian Watson reinforced this belief that despite the result, Salford are definitely heading in the right direction with their performances: “I thought it was a real good arm wrestle, two teams who competed until the last minute there. I think there’s certain areas to get better at, but I think it shows our improvement from the first game against St Helens where we were way off what we want to be known as, as a group. We were massively improved against Toronto and then I would say we were better today than we were against Toronto. We’re going in the right direction, we just need to fine tune a few things”​​

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    Jordan James on the challenges of life after Rugby and establishing his new 'CULT' business

    Transitioning from sport into the world of business is no easy feat and is a topic that was the basis of our marquee sports panel event last year, which featured the likes of Ricky Hatton and Mark Cueto discussing how they adapted to leaving all they had known to pursue new ventures. This week we had the opportunity to hear another similar success story, as former Salford Red Devils and Wales international, Jordan James gave an insight into his experiences of leaving rugby league to becoming an entrepreneur at the latest Club 13 event. Since retiring from rugby league, James has gone on to open both a barbers and a coffee shop in Moston under his ‘CULT’ brand alongside his wife, Harriet. However, the path to establishing his own brand and business was filled with hardships, as Jordan explained how being away from the sport he adored was a massive struggle long before retirement: “When you’re a rugby player, being injured is the most difficult thing you’ve ever had to face, all you want to do is play. When you’re told you can’t, mentally you struggle. You start turning to drink or whatever” The 39-year-old highlighted the importance of young athletes having a plan and vision for a career after sport, as this was something that many put on the backburner until it can be sometimes too late to find that passion: “When I was 27/28 no one approached me about what I was going to do at the end of my career, at that age you’re living from contract to contract and you think you’re invincible. I think the way it’s going now with helping players is great, it should have been happening 15 years ago” He continued: “It was quite harrowing going from playing for Wigan, saying that you were going to get a contract, to having that taken away from you last minute. I stepped into a coaching role and thought it was for me but it wasn’t, I was a frustrated player and an even more frustrated coach. I wasn’t a good enough player to sit on the hundreds and thousands I’d have earnt in my playing career, I know I’m going to work until I’m 60-70” Being a barber was something that Jordan had been interested in since his playing days and a four-week barbering course in London set him a solid foundation to build his future career on. Despite the dedication and effort James has put in to achieve his goals over the years, he credits the mentors in his close family for learning from their successes and applying that in his own work: “My wife’s dad had six hairdressers in London at the height of the industry and everyone knew her dad. My mum ran pubs all her life on her own and ran three BnB’s right before she died. She saw the first shop and was mad up that I went into business, following her footsteps. Having mentors of people around us that had done that sort of thing was a great help to us” The idea of creating a family atmosphere in his CULT shops is something that Jordan believed was going to be vital to any success the company was going to have from the get-go and this has proved to be very true: “We built a whole brand of being a cult, of being a family and I can pretty much go for a beer with any of my clients. I feel like having that family ethos really gets people buying into your brand and it helps the social media side of things a lot. I put a post-up and I know that most of my clients will share it, but most of my friends won’t. It’s the clients that you build that relationship with, they’ll generally help you through your business more than your friends will” Working alongside his wife has been something that Jordan has cherished during this time and believes it brings the best out of both of them professionally: “It’s so easy working with her, I actually prefer working with her than any of the other lads because we get on so well. Now we have two shops, so we don’t work together as much because we have to split our time which isn’t the best, but business comes first” The former Salford prop gave three traits that he took from sport into business, which he believes are universally crucial for success: “For me work ethic is one. Never quitting, being a rugby player you don’t quit, whether it’s injuries or anything you don’t quit if you want to be top of your game. Resilience of when things get tough as well. Any of them you take to a job, any manager or director will see them and realise you’ve got merit and anybody would snap you up” It was brilliant hearing Jordan’s story and we look forward to seeing his CULT business continue to prosper!

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