In partnership with Morson Forces Ambassador, Andy Reid, we have created a guide to help service leavers on their first steps to civilian employment. The guide contains helpful advice and more light hearted content:
As a veteran of The 3rd Battalion, The Yorkshire Regiment and Morson forces ambassador, I know first-hand how difficult it can be to transition from the armed forces into a normal, civilian life.
Ex-forces personnel have a lot to offer in the civilian world, often in ways they won’t immediately realise. It is my aim to bridge the gap between these two worlds so veterans are ready to become skilled, sought-after candidates ready to transition into work. One of the main things I noticed when appearing at career transition events as a Morson forces ambassador is the language barrier between ex-forces personnel and the recruiters who are looking to help them.
This guide is designed to offer some help to veterans as they look to take their first steps in the civilian world. In particular, I’ll walk you through some of my top tips for preparing to leave the armed forces. I attend careers events with Morson across the country, so come along and we’ll help you take those first steps into your new life - Andy Reid
MORSON BLOG | 3 MIN READ As the final season of Game of Thrones starts to air, we look back at the leadership traits of the many monarchs of Westeros Don't emulate these kings and queens if you want to be successful as a leader in business Winter is here. The final season of Game of Thrones is about to land on our shores, and there are a lot of theories flying around about who will ultimately sit on the Iron Throne. Throughout the show, a handful of leaders have taken the throne and many more have proclaimed their right to do so. In this blog, we look at three controversial leaders who have sat on the Iron Throne, how their unique styles of leadership led to their ultimate downfall… and the lessons you shouldn’t take from Westeros to the business world. Plot spoilers for seasons 1 to 7 ahead! King Robert Baratheon Robert is the sitting king as the series starts after taking the Iron Throne by force during his rebellion many years earlier. By the time of the events of the series, Robert looks and acts in a way that is far from kingly and doesn’t cut the figure of a strong leader. Perhaps unknowingly, he has realised that successfully gaining a position of authority is very different to ruling successfully. He’s disinterested, won’t take advice from those around him (even his best recruit, Ned Stark) and is prone to angry outbursts. He seems to long for the days when he didn’t have the responsibility he fought so hard to win and spends all his time eating and drinking heavily while those below him do his job for him. As a leader, it’s important that you lead from the front. Leaders in the business world should work with their employees for the benefit of all and ensure that time engaging in recreational activities is not detrimental to productivity. Networking, awards dinners and away days are great in moderation, but shunning responsibility and leaving others to do your work will foster resentment and lose employee advocacy. King Joffrey 'Baratheon' Where do we start with this guy? Possibly television’s most easily-hateable character, the ill-conceived boy-king Joffrey provides a masterclass in poor, often downright cruel, leadership and manages to be an order of magnitude worse than his predecessor Robert. For a start, he doesn’t practise what he preaches. At a time when the capital city was under attack, he chose to hide behind the walls far away from the fighting despite his grand claims about bravery and defeating his enemies. His men recognise this and completely lose heart. In the world of business, aloof, unreliable and distant leaders are unlikely to command respect. Without reliable and conscientious leadership, employees may lack motivation to work towards the organisation’s common goals. It’s important to set the example you want to see in your workforce to inspire loyalty and achieve productivity. Secondly, Joffrey is unbelievably cruel and rude. We’re not suggesting that any leader in any business in the real world would ever be as rude as Joffrey, but it’s important to be polite and respectful to those around you, at any level. Queen Cersei Lannister At the time of writing, Queen Cersei sits on the Iron Throne. Her journey there has been riddled with murder, deception, manipulation and lies… and you get the distinct impression that there’s a lot more to come. Cersei is overwhelmingly self-interested and cares nothing for her family (um, well she’s quite close with one…) or the people of the world in comparison with her own selfish desire to rule. This is the biggest lesson we can take from Cersei. Surrounded now by people who despise her and a frighteningly short list of allies, her rule shows us that rampant self-interest might get you what you want, but at what cost? This is echoed in the real world. Taking all the credit and praise when the organisation does well shows your employees that you’re only in it for yourself. This will make them unlikely to want to work with you again in the future. If your employees think that you will do anything to achieve personal gain, they’ll feel disposable and will likely abandon ship. Looking to change your role? Take a look at our live jobs >Find out more
THE RECRUITMENT COO | EXPLORING THE FRONTIERS OF RECRUITMENT, LEADERSHIP & STRATEGY with Adrian Adair Adrian Adair is our Chief Operating Officer and has spearheaded significant market expansion, positioning Morson Group as the go-to strategic recruitment partner of choice across all sectors, both in the UK and overseas. Adrian’s leadership style places inclusivity at the heart of how the business acts and thinks. By identifying a future leadership team which is diverse and future facing, Adrian has curated a pipeline of talent which will strengthen the Morson Group's reputation as one of the most forward-thinking and ambitious recruiters. In The Recruitment COO, Adrian writes about leadership, talent and inclusivity as well as mistakes and motivation. From recruiter to the c-suite, Adrian is not a ‘thought leader’ – he’s an action taker, a change maker and an innovator. I was away with our senior leadership team on a development programme talking about planning for the future and the development of young talent when some highly appropriate news came through. Ole’s at the wheel. Despite Morson’s extensive recruitment connections with Manchester United, including our onsite RPO team that overlooks the Old Trafford pitch, we sadly can’t take the credit for this particular perm placement! That said, it seemed like a bit of a recruitment no brainer. Solskjaer passed his apprenticeship with flying colours, winning all but two of his 14 league games in charge, picking up more points than any other top-flight side in the process. But the really revealing success story was the incredible comeback victory over PSG, when an injury-ridden team overcame a 2-0 first leg defeat to beat the French side 3-1 at their own stadium to progress to the Champions League Quarter Finals. The very embodiment of everything that Manchester United – particularly under Sir Alex Ferguson – stood for, the result was – literally - unprecedented. It was becoming clear something had changed behind the scenes at Old Trafford. With no major additions to the same squad that was rolling limply through the 2018/19 campaign under Jose Mourinho, Solskjaer has galvanised the team, bought the best out of under-performing players and given United fans a togetherness not seen since Sir Alex bowed out in 2013. Visiting our site office at Old Trafford, along with our senior management development programme last week, gave me food for thought regarding leadership styles in business. I think Ole has demonstrated excellent leadership traits and shows examples of the kind of philosophy I like to try to adopt myself. Here are four key things I’ve noted: Understanding the Culture Solskjaer completed the ultimate comeback with his Treble-winning last-minute goal in the 1999 Champions League final. This match – and indeed the whole 98/99 season – perhaps best encapsulated the culture of the Ferguson era. Buccaneering. Brave. Attacking. Never giving up. To their detriment, this is something that Sir Alex’s successors have largely failed to grasp or emulate. Perseverance is inseparable from the United culture. Ole gets this because Ole was this. If you understand the culture of a business, you understand what drives its people and what will get the best out of them. It allows you to make decisions – and hires – that best suit this environment. Believing in Youth Two great Scotsmen best epitomised this undeniably Manchester United trait - Sir Matt Busby and Sir Alex Ferguson. While the Busby Babes side were tragically cut down before their prime, Matt’s rebuild and eventual success from the ashes of Munich perhaps best encapsulated the ‘never give up’ mentality that would be re-forged and re-defined much later by Sir Alex. At Morson, we have a lot of young teams coming through who will be helping to take the business into its next 50 years. Having belief in these teams and nurturing their talents to get the best out of them is vital for a sustainable business with an eye on the future. If you understand how to get the best out of people and provide the resources and culture they need they’ll always surprise you with innovation. This is vital as our business adapts to changing markets and enters entirely new ones. You really get the sense Ole understands this. His bold selection of the excellent 22 year old Scott McTominay in the heart of midfield during their crucial game against Liverpool at Old Trafford is a great example of this. Foster Relationships At the tail end of the Mourinho era, several key players in the squad started to look depressed and disinterested. News of unrest within the dressing room circulated incessantly in the media with training ground photos of reported bust-ups doing little to quell the flames. It was clear Mourinho was losing control and was beginning to sound increasingly aloof, regularly calling out players in the press. Much like during his time with Real Madrid, Jose was falling out with big names, something that was to ultimately cost him. Solskjaer on the other hand has fostered excellent relationships with his squad. Paul Pogba, potentially a troublesome character, is firing on close to all cylinders again. Sir Alex was hailed as an excellent man-manager and you can see Ole is harnessing some of this. The same thing is key within business. As a leader it’s important to spend time building strong relationships at all levels, to be available and open. Learning how to deal with individuals and how to get the best out of people is just as important as having a grand idea of where you want to take the business. Enjoy Yourself “I’m going to enjoy this job, no matter how long I’ve got it.” – Ole Gunnar Solskjaer, post-PSG press conference Love your job and you’ll be better at it. It’s as simple as that. As soon as Solskjaer stepped into the interim position in December 2018, you could see that he was enjoying it. While his predecessor(s) struggled to break a smile even at the best of times, the ‘Baby-Faced Assassin’ hides nothing and his enthusiastic demeanour seems a welcome and stark contrast to the more pragmatic, moody and arrogant style of those before him. This almost child-like giddiness will rub off on others. Even if Ole ultimately comes up short in the job, you know it won’t be for lack of enthusiasm, care or effort. He loves the club and the club loves him. A match made in recruitment heaven, surely? If you don’t love what you do, Morson can help, search the latest jobs with us >Find out more
RECRUITMENT TRENDS | 5 MIN READ Discover the challenges of implementing mobile learning. Find out why enabling mobile learning isn't as difficult as you might think. Mobile learning continues to be a hot topic, not just in recruitment but in organisations of every shape and size. 64% of learners say it’s essential that they can access training content on a mobile device. The average person touches their mobile device more than 2,600 times every day. But does mobility matter all that much? Are we looking at a vital addition to the way you train your people, or a big investment that sits unused despite your best attempts on on-boarding and engagement? Making mobile learning matter to your people Every business leader has dealt with a must-have technology that people on the ground just don’t care about. When it comes to recruitment specifically, you’re dealing with busy professionals who are already struggling to sit at their desks and invest time in developing their skills. It’s not enough to make mobile learning available and hope your people will do the rest. Simply put, they won’t. The answer is much the same as it would be with training in any form. It’s all about giving people great reasons to come back, which means: A focus on quality content that’s engaging, interesting and memorable Rewards and incentives for completing training (through gamification) Structured pathways through content, so people can take a guided journey to building new skills In short: making mobile learning matter is the same big challenge as making learning matter at all. But mobile has some advantages that could make your life easier. Mobility already fits with the way people learn For years, eLearning has been under-adopted because we’ve asked people to squeeze into the limitations of technology. There’s nothing more unnatural than setting time aside and putting everything on hold in order to work on skills that might prove irrelevant. It’s no wonder it’s so hard to get people on board. But mobility has the big advantage of already being a great fit for how human beings learn new information. People learn in small, bite-sized chunks – the kind of content that works incredibly well on mobile. They learn as part of life, not by putting life on hold – and mobile learning is available from anywhere, any time. And, perhaps most importantly, they learn by doing. Only mobile learning makes it possible to find relevant on the train, pick up useful tips before you get through the ticket barrier, and put training into practice the moment you arrive at your meeting. Four essentials for successful mobile learning In essence, there are just four essential traits of an effective mobile learning platform: Showcase your content. Nobody likes to scroll through an endless menu. Instead, use automation and user-specific alerts to bring the most relevant, valuable content to their attention. Remember offline. The promise of mobile learning is that it’s available everywhere – downloadable content and offline access is the only way to make that a reality when mobile connectivity is inconsistent. Embrace interactivity. From quizzes to games and social learning, aim for the level of interactivity people would expect when reaching for a smartphone or tablet. Do mobile like you mean it. Making your desktop platform available on smartphones just isn’t enough. If the experience isn’t tailored to the special advantages of mobile learning, you’re missing a huge opportunity. The challenge of adoption is the same as it’s ever been. The power of mobile learning is its ability to connect to the way people really learn. And a successful implementation is easier than you might think. This article was written in partnership with Recruitment Juice. About Recruitment Juice Founded in 2007, Recruitment Juice offers the world’s leading online training platform made exclusively for recruiters. The platform includes award-winning video courses, gamification to drive engagement, and automated pathways to guarantee relevant, actionable content. All backed by Juice’s team of learning experts to tailor content and customise platform. It’s a comprehensive training solution that motives teams, improves performance, and helps embed a culture of learning and development. Find out more: www.recruitmentjuice.comFind out more