W1siziisijiwmtkvmdyvmdqvmdyvntkvntavndq1l01vcnnvbl9mb3jjzxnfzmxhzy5wbmcixsxbinailcj0ahvtyiisijeyodb4mzmwiyjdxq

Morson Forces

W1siziisijiwmtkvmdyvmdqvmtuvndkvmtivmtexl0nwienirunliexju1qgkdeplnbuzyjdlfsiccisinrodw1iiiwinzuweduwmfx1mdazyyjdxq


CV Tips: How to Translate your Military Experience for Civilian Employers 

With time served in the military, how do you showcase your talents on paper and translate your military skills into a CV that resonates with civilian employers? We detail below what CV elements should be paying particular attention to as an ex-military job seeker.

1.  Start with translating your job title

Civilian employers may not be familiar with what your military job title means. Therefore try to avoid military language and instead show how the training and experience you gained in the military is relevant to the role you are applying for.  Consider the following examples:

  • Field Artillery Battalion Operations Officer > Operations Manager/Supervisor 
  • Accounting Officer > Financial Manager/Supervisor
  • Propulsion Officer > Systems Manager (Propulsion)
  • Intelligence Officer > Research and Analysis Manager
  • Sergeant > Team Leader

2.  Highlight transferrable skills

Your CV should showcase how the skills picked up during your military career are transferable into civilian life and civilian job roles.

Adrian Head, head of Morson Forces explains: “A number of our clients actively seek out ex-military staff due to their transferable skills, cultural values and ability to hit the ground running. Disciplineteamworkcalmness under processagilitycompliance and safety behaviours are all essential qualities in the military and are highly sought after by our clients. Combine this with Forces personnel working in some of the most challenging of environments, makes them an incredibly useful asset in business.

Try and incorporate these useful soft skills throughout your CV.  Be aware that most civilian recruiters probably won’t have a military background so, when writing about skills and experience, try not to use military​ acronyms.

3. Take pride in your military experience but link it to the job description

Your CV should be targeted to the position you are applying for and should only include information relevant to that role. For example, there may be no value in telling the employer that you can field strip a gun, but there is value if you can also state what skills you have demonstrated in performing that task which applies directly to the job description.

Medals and commendations are an excellent way to demonstrate your achievements. However you need to communicate what the award was for, i.e. exemplary performance, leadership, initiative, good judgment.  Focus on what the award shows about you, rather than just naming the medal or ribbon itself.


W1siziisijiwmtkvmdyvmdqvmtevmdivmzivndc3l01vcnnvbl9mb3jjzxnfzmxhzy5wbmcixsxbinailcj0ahvtyiisijiwmdb4ntawxhuwmdnjil1d

Ready to take your next step into civilian employment?

With permanent and contract jobs across all disciplines from engineering to professional services roles, make your move from military to civilian employment with Morson
Take your first step, upload your CV to join our ex-forces community.
  • W1siziisijiwmjavmtavmjivmdgvmdkvndkvntc5l3blegvscy1tyxjjlw11zwxszxitmzgwnzy5icgxks5qcgcixsxbinailcj0ahvtyiisijmznxgzmzvcdtawm2mixv0

    CBI Warns UK 90% of UK Workforce Will Need New Skills By 2030

    The Confederation of British Industry (CBI) has warned that Britain faces a period of significant investment in skills for the workforce in order to prevent a long period of high unemployment figures. Accelerated in part by the COVID-19 pandemic and the changing nature of the economy, the CBI stated that 90% of people will need new skills within the next 10 years in order to support the UK economy moving into the future. It projects that this will require an additional £13billion of investment in skills each year. The report highlights how changes in the economy, fuelled by digitisation and automation, will dramatically change the skills sought by employers. The CBI believes that the pandemic should be used as a ‘catalyst for action’ in driving a national reskilling effort to safeguard livelihoods and UK competitiveness. Those most at risk from a failure to invest in new skills will be those in lower-skilled jobs that are most likely to become automated – the same demographic who participate 40% less in training than those in higher-skilled jobs. The CBI says that for the UK economy to thrive moving forwards, 21 million people will need basic digital skills while 16 million will need critical thinking and information processing skills. It also suggests that 15 million people should develop skills in leadership and management while 14 million will need interpersonal and advanced communication skills. The report also highlighted the need for expanded STEM skills in 9 million people. This is particularly important given that the UK government looks set to ‘build, build, build’ the nations way out of the economic downturn bought on by the COVID-19 pandemic. McKinsey & Company research and economics director, Tera Allas, said: “Technology-driven change is set to transform our economy and society. The emergence and spread of COVID-19 is accelerating many of these trends, and some industries have changed more in the past few months than they had in the past few years.” CBI director general Dame Carolyn Fairbairn said: “The right skills strategy can help every worker to progress their careers, drive up living standards and level-up the country. But a failure to act will leave businesses facing skills shortages and workers facing long-term unemployment. We are at a fork in the road that requires urgent and decisive action. The recently announced Lifetime Skills Guarantee is an important step in the right direction, but it is only a start. The CBI wants to work with unions, education providers and Government to ensure that employees working fewer hours have as much opportunity as possible to retrain and reskill.” The CBI website highlights key issue that the government and business must work together to tackle: “Employers remain the biggest investors in adult training, but investment in workplace training has flatlined at best in the last decade and needs to increase. Good employers recognise the importance of investing in people and embracing a learning culture: it improves staff retention, satisfaction, and overall productivity. But despite its growing importance, investment in workplace training has stagnated during the last decade, with annual training spend per employee has fallen by 5.6% from £1,620 in 2011 to £1,530 in 2017. SMEs face barriers which prevent many of them from increasing investment in training. These include a lack of scale, high fixed costs of training and a lack of capacity. 43% of micro and small businesses did not provide any training in 2018, compared to 4% of organisations with 250 or more employees. The training landscape is complex and does not support the large scale reskilling the UK requires. Provision is overwhelmingly targeted at young people and focused on longer courses and formal qualifications. Many individuals at risk of automation do not think that their roles will be impacted by technology, and people looking to retrain struggle to find quality information. 68% of workers in the 15 most at-risk automation occupation groups believe it is unlikely that their current job role will be automated in the next 10 years. But individuals looking to retrain face steep challenges in finding quality information on the right jobs and training to take up.” Find out more about our dedicated Morson Training division and see how the award-winning team can help you upskill. Search our latest job vacancies here

    Find out more
  • W1siziisijiwmjavmtavmjevmtavmzyvmjgvmtu5l2vtbwegdgf5bg9ylmpwzyjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    Senior Consultant Emma Taylor Joins HR Recruitment Division

    Morson is delighted to welcome Emma Taylor to join our HR recruitment team. Emma joins us after spending over five years working for a number of recruitment firms in Manchester. We caught up with Emma to find out a bit more about her: What attracted you to the business? Craig Saxby attracted me to the business – I bought into him straight away as I feel that we have a very similar recruitment style. I was also attracted by the size of the business and the opportunity for me to expand my earning potential and further develop my network of candidates. What is your area of expertise? I'm a specialist HR Recruiter with 5 years’ experience. I've been focussing on the junior-mid market across HR, L&D, Internal Recruitment, Reward, HR Systems/Data/MI. Typical roles I recruit for include HR Officer, HR Advisor, HR Manager, HRBP, Recruitment Manager, Talent Acquisition etc. What is the biggest challenge you’ve had to overcome in your career? I don't really have one, recruitment is a challenge in itself – staying positive and cracking on is the only way to get on with it! What is your proudest achievement? Setting up a HR recruitment desk from scratch at Portfolio Group. Not a single HR candidate or contact was on the system when I joined. Within 6 months of me joining the business, this desk became the highest billing desk across both the Manchester and London office as I won a huge contract to recruit exclusively for Peninsula’s HR roles. Also very proud of filling an international HRBP role with Jet2in Alicante. What would you say is your best attribute? I’m open, honest and approachable - what you see is what you get with me (this has worked very well for me in recruitment) Did you learn anything about yourself during lockdown this year? I learned a lot about myself during lockdown – I learned to stop worrying about things you cannot change and focus on the here and now! Also, having your family and a good set of friends around you is more valuable than anything you can buy. Lastly, I learned that you need to push yourself out of your comfort zone if you want to experience change. What is the best TV show you’ve watched recently (and why)? Great British Bake-off – what’s not to love about cake? Contact Emma to find out more about how Morson find the best HR talent for you, contact Emma by connecting with her on LinkedIn or by emailing emma.taylor@morson.com

    Find out more
  • W1siziisijiwmjavmtavmjivmdgvntivmdivmtu2l1rjqvjbuy1qsuntlw1vcnnvbi0xmdi0edu3ni5qcgcixsxbinailcj0ahvtyiisijmznxgzmzvcdtawm2mixv0

    Morson Wins TIARA Temporary Recruitment Company of the Year

    Morson took home the Parasol Temporary Recruitment Company of the Year award at the TALiNT International Annual Recruitment Awards 2020. The TIARAs recognise excellence in the top 6% of UK recruitment companies with revenues above £5m. On 21st October 2020, senior leaders from the UK’s top recruiters celebrated innovation and growth at the awards ceremony, which took place online due to ongoing concerns surrounding the coronavirus pandemic. Judges praised Morson for a significant investment and ongoing commitment to D&I and equality, both internally and externally, with great examples of collaborative innovation to offer greater value to clients and candidates. Morson was also commended for its support of contractors, particularly its initiatives around mental wellbeing and early detection of COVID-19. Morson’s submission highlighted: “Recruitment will always sit at our core, but a business of our size must go beyond core talent services; we deliver a true people-centric approach to give customers the confidence that we’re the right choice of talent partner. We’ve constructed a suite of value-added services based on customer feedback as to the ways we can make their lives easier, and continually reinvest profits back into our operations to drive innovation. One such platform, Vencuro, our business intelligence tool, has increased direct candidate application by 95%. “Many of our value-added services have been borne out of quarterly reviews with clients, where innovation is a concrete agenda item. Together, we recognise gaps in the market and roll out innovations we can supply to clients, rather than them having to partner with third-party suppliers. For example, our business intelligence tool, Vencuro, was developed after clients asked for a platform to standardise and simplify recruitment by delivering constant automation of tasks, to provide real-time data. We utilised third-party software to make our website more inclusive for the 5th of people in the UK who have a disability and the one-in-ten who don’t speak English as their first language – a challenge during online job hunts. Since integrating Recite Me to the Morson website, 73% of visitors have utilised the playback feature for increased accessibility, and 5% have used the translation function, becoming integral to us attracting a more diverse workforce. In March 2020, we armed 3,000 remote workers in UK industry with early detection technology to spot the first signs of the coronavirus before attending site. The Fit For Work app was already in development pre-COVID for safety-critical sites but the technology was quickly adapted to be COVID specific.” As a leading recruiter with over 50 years of experience, we're ideally placed to help you find your next role. Search our latest roles now

    Find out more
  • W1siziisijiwmjavmtavmtkvmtivmzivmtgvodevc3vwzxitb3blbmvylteymdb4njc1lmpwzyjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    A Supersonic Future Once More for Commercial Aviation?

    Since the retirement of Concorde in 2003 due to escalating costs and the fatal crash of Air France Flight 4590 three years prior, commercial aviation has slowed back down. While the level of comfort passengers can look forward to on flights has certainly increased as ticket prices have plunged, flight times have changed little as airline companies favoured more traditional aircraft flying at subsonic speeds. This is set to change in the near future with companies working on prototype supersonic aircraft designs to reinvigorate the industry. This comes after two further decades of technological development, materials research, design and cost reduction make the concept of bringing back supersonic commercial flight more of a realistic possibility – potentially creating thousands of jobs in aerospace at a time where the industry is suffering dramatically. Boom In October 2020, Boom Supersonic released their first supersonic test plane, the XB-1, the first civilian supersonic aircraft since the Soviet Tupolev TU-144 in 1968. The aircraft is a test plane for research leading to the company’s proposed Overture, a delta-wing plane intended to carry between 65 and 88 passengers. With seat-mile costs similar to current subsonic business class, Boom see supersonic flight as becoming the new normal for the industry, particularly among the business class passengers. With the initial testing phase still underway, there’s no date on when the proposed aircraft could enter construction or full testing, but the aircraft could slash flight times in half when compared to the current methods. NASA One of the biggest issues with supersonic flight over land is the phenomenon of the sonic boom, a loud boom created by sound shockwaves when an aircraft first exceeds the speed of sound. Mitigating against this, or eliminating it entirely, is crucial if sustained supersonic flight over land is going to be possible. The NASA X-59 QueSST, developed by Lockheed Martin, is set to test ways of reducing the boom with the noise being measured from the ground. The aircraft will be capable of flying at Mach 1.42, almost 1,000mph. Due to the long airframe and canards, the associated ground noise is expected to be around 60 dB(A), which is around a thousandth of the current level. The sonic boom itself should be considerably quieter than this. The aircraft is set to be delivered in late 2021 with the test flights taking place the following year. Aerion Aerion Supersonic look to be targeting the private business aircraft market with their AS2 concept. Capable of travelling at Mach 1.4, the concept boasts the ability to run on completely synthetic fuels and sonic boom-less technology while transporting between 8 and 10 passengers. With promises of personalised luxury and unparalleled comfort, the AS2 looks set to become a big player in the private jet market and is backed by Boeing. At the time of writing, it is unclear when the aircraft will be officially revealed but Aerion aims to have it fully operational by the end of the decade. Prototypes are expected to be launched in 2023. With new projects in the pipeline, it seems that after almost 20 years, the aviation industry is gearing itself back towards a supersonic future. Morson is a leading aerospace and defence recruiter, working with some of the biggest names in the industry. Search our latest jobs now to find your next opportunity.

    Find out more
  • W1siziisijiwmjavmtavmtkvmtavmtevntavmzy0l2zsyw5hz2fulmpwzyjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    Salford Red Devils 16-17 Leeds Rhinos | Challenge Cup Final Match Report

    Morson-sponsored Salford Red Devils narrowly missed out on the Challenge Cup as a drop goal in the dying minutes gifted Leeds Rhinos the trophy after a fiercely contested final. Leeds opened the scoring in the 11th minute, as quick hands from the Rhinos found Luke Briscoe, who got the ball over in the corner. Salford levelled the game in the 18th minute as Niall Evans released Rhys Williams to run the length of the field in trademark style to get the Red Devils’ first try at Wembley in 51 years. The Rhinos took the lead before half-time with Ash Handley finishing off a well-worked move on the left side and getting the ball down giving Leeds a 12-6 lead at the break. The Red Devils started the second half with attacking intent and soon drew level again, with a powering run from Pauli Pauli bursting through the Leeds defence to go over in the 52nd minute. Salford continued to make their attacking moves count during this period, as a high kick from Kevin Brown put the pressure on the Leeds defence and saw the ball worked to James Greenwood, who put the Red Devils ahead for the first time in the game. Just as Salford began to dream of clinching the trophy, Leeds struck back with 15 minutes to go as Handley got his second try of the day to bring the score level. Unfortunately, it was Leeds who edged ahead in the nail-biting final moments as Luke Gale successfully drop-kicked his side to victory. Hailed as one of the most entertaining finals in recent memory, Salford can hold their heads up high for bringing such an intense contest right down to wire. Everyone at Morson is massively proud for the Red Devils representing the company on such a big stage yet again and we look forward to more big moments in the future. Stay up to date with Morson Sport by following us on Twitter @MorsonGroup

    Find out more
  • W1siziisijiwmjavmtavmtyvmtavmdcvndqvotg1l3nrexnwb3j0cy1ydwdies1szwfndwutawfulxdhdhnvbl80ota1nzcxlmpwzyjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    Ian Watson and Joey Lussick look ahead to Salford's huge Challenge Cup Final!

    Saturday 17th October marks a historic day for Salford Red Devils, as they play in their first Challenge Cup final in 51 years against Leeds Rhinos at Wembley Stadium. The Red Devils were narrowly defeated by Hull KR in the preceding league game and coach Ian Watson spoke to Morson about what it’s like having an intense two-game week ending with a Cup final: “I’d have liked to have a full week’s training so we could have had a full prep on Leeds but when we talk about it, we’ve played against them twice and we know what they do. We know why they’ve beat us and we know how to fix it up. A lot of it will come down to sheer attitude and desire on the day. Being a one-off game, it doesn’t matter how we play beforehand because the energy of the cup final and the energy of being in that stadium will lift the players” Watson also discussed what his defining message to his players will be before kick-off: “Ours will be more of what we’ve been built upon; which is a team spirit, work ethic and a competitive edge about us and it will be to go and show that and what we do. We want to show how much we enjoy being part of a team and really take it to Leeds from the beginning. I’m really confident in our group that we’ll be good come Saturday and that we’ll shock a few more people” The last time Salford won the Challenge Cup was all the way back in the 1937-38 season and Watson explained how words can’t do it justice for what a trophy of this magnitude would mean to the club and its fans: “I probably wouldn’t be able to justify what it is because we’ve not won one in that long and haven’t seen that type of success in Salford in such a long period of time. It’d just be that big, I think everyone would go nuts in Salford if we won the cup to be fair” The hero of the epic semi-final win over Warrington, Joey Lussick, spoke to Salford Red Devils ahead of the game and also reiterated that winning this Cup would be as much for the fans as it is for the team: “We all know as a club, how much the team means to the people of Salford. We’re a big community club. So, as much as we want to win for ourselves, we also want to win for all the people who have been there through the good times and the bad.” He continued: “It comes down to you as a player and us as a team. That’s something we’re really focused on this year – that we really want to win some silverware.” We at Morson wish everyone at Salford Red Devils the best of luck ahead of tomorrow’s huge Challenge Cup final!

    Find out more
  • W1siziisijiwmjavmtavmtqvmdkvmzgvntavnjk0l0htmi13b3jrzm9yy2utnjywedmzmc5qcgcixsxbinailcj0ahvtyiisijmznxgzmzvcdtawm2mixv0

    HS2 Welcomes 400 New Apprenticeships Onto Phase One

    HS2 Ltd has announced that over 400 new apprenticeships have been welcomed onto the project. HS2, Europe’s largest infrastructure project, officially moved from enabling works to full construction on Phase 1 between Birmingham and London in early September 2020 after the project officially received the green light some 8 years before. At peak construction, HS2 will support more than 30,000 jobs with at least 2,000 apprenticeship opportunities created. A surge in the number of people taking up apprentice roles is expected in the next two years. Kate Myers is HS2 Ltd’s head of skills, employment and education said: “Apprenticeships with us, and companies within our supply chain, provide a fantastic start to working life or the opportunity for a complete career change, knowing that the ability to earn and learn is supported with a qualification. The scale and breadth of HS2 provides long-term career prospects and I’m delighted that many of those who joined as apprentices back in 2017 have successfully completed their course and gone on to secure full time employment on the project. It’s that long-term investment that we strive to offer that really makes a difference.” Chris Sadler from Tamworth joined HS2 as a project management apprentice as a 19-year-old in 2017 and now has a permanent job as an assistant commercial manager in the land and property division. He said: "Over the last three years I’ve been able to learn from some of the most knowledgeable people in the industry across different areas of the business. The apprenticeship programme enabled me to work and learn simultaneously, and I’ve developed skills that have helped me to achieve results on one of the biggest infrastructure projects in Europe. Progressing from an apprentice to where I am today is a great achievement for me and really shows the opportunities HS2 has to offer." Morson’s construction director Rhys Harris said: “HS2 is definitely a big plus in the rail, civil infrastructure and construction sectors. The influx of new roles across design and construction is certainly a great tonic for our industry and helps to offer some stability to the market in the present climate. At Morson, we are proud to be supporting this project and its partners" Morson is the UK's leading rail recruiter, working on some of the biggest rail projects. Search our latest jobs in rail here Find out more about Morson Training's apprenticeship programme by clicking here

    Find out more
  • W1siziisijiwmjavmtavmtmvmtevmzgvntqvndu5l3blegvscy1jb3r0b25icm8tntq3mzi5oc5qcgcixsxbinailcj0ahvtyiisijmznxgzmzvcdtawm2mixv0

    The Impact of COVID-19 on the Cyber Workforce

    Written by Sam Menelaou, executive manager at Morson Group If we thought we lived in a highly technological world before, COVID-19 has accelerated it tenfold. The whole world has moved online. Due to the need to socially distance ourselves from people outside our bubble, cyber technology has had to enable a much more remote way of living. This doesn’t just embody home working; it’s affecting every single walk of life. Our phones have never had so many apps, but we’re being encouraged to use them to remotely access, for example, a restaurant’s menus, make payments for our food and drinks and then leave our contact details for Test and Trace. We can now do all of this without coming into physical contact with members of staff or touching any surface other than our own table, thanks to the intricacies of the humble QR code. Sadly, we also live in a world where people want to take advantage of the accessibility and opportunity that technology offers us. The amount of payments being made via cloud platforms and data transferred between different parties online, makes companies and establishments of all nature more susceptible to being attacked. Whether it’s a restaurant wanting to protect its diners, a university wanting to look after the details of its students, or companies who want to ensure their teams can work safely from home, having enough cybersecurity resource in place to safeguard your internal and external assets has never been more of a priority. A data breach of any kind is expensive – not just in terms of damage to the reputation of a brand, or the steps needed to recover, but also the fines that the Information Commissioner’s Office can impose on those who don’t take upfront measures to protect themselves or their users. Often, this can scale up into millions of pounds. In the face of this change that’s happening simultaneously across the globe, we’re seeing an increase in requests for our resourcing consultancy, which sees us supply specialist cyber skillsets to businesses wanting to take extra steps to mitigate against the risks of data breaches. It’s been important to us as a business for several years since the internet truly started to take over how we live, work and socialise. We launched Brave New World, a campaign designed to raise awareness of the opportunities a career in cybersecurity presents, providing young people with advice on how they could enter the industry and forge a successful role for themselves. We launched a microsite sharing more advice which attracted more than 7,000 visitors and resulted in 350 applications from individuals wanting to get involved with the sector. Additionally, we’re one of only four recruitment agencies in the UK to have secured the Gold Award in the Armed Forces’ Defence Employer Recognition Scheme, which we utilise to support ex-forces members back into the commercial world of employment. Though many might assume those who’ve worked on armoury, ships and jets would be most suited to a role in engineering, what we know is that they have transferrable skills to the world of cybersecurity. Used to working in highly regimented, high tech arenas, those from the forces slot brilliantly into roles in project management, security, network engineering, pen testing and data analysis, and we enable them to source these roles once their career in the military comes to an end. The cyber industry is a world of its own and requires the expertise of those who live and breathe it to help identify the right candidates for new roles. In such a multi-faceted industry, only a multi-faceted consultant can help you find the right people, and is why we deploy dedicated consultants who truly understand this niche market. To find out more about Morson's IT recruitment offering, get in contact with Sam by emailing sam.menelaou@morson.com or by calling him on 0797 936 6811

    Find out more
  • W1siziisijiwmjavmtavmtivmtavndgvntevodkxl3blegvscy1zcgfjzxgtntg2mdg3lmpwzyjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    Radical New 'Self-Eating Rocket' Propulsion Project Gains Funding

    A radical new rocket propulsion system has won £90,000 of support from the UK MoD’s Defence and Security Accelerator (DASA). The new technology, known as ‘autophage engines’ involves the body of rocket being made out of the propulsion fuel and ‘eaten’ during takeoff. The rocket burns a solid propellant rod that doubles as the rocket body itself. A rigid tube of polyethylene fuel encloses a core of powdered oxidiser. This "propellant rod" is forced into the rocket engine where the two components are separated, vaporised, mixed and burned to create thrust. The engine will have consumed the entire body of the rocket by the time the assembly reaches orbit, meaning there is no wastage. Wastage is a challenge for the space industry since the rocket boosters that carry the fuel are often jettisoned and not reused. It is claimed that the autophage engine, which is being built at the Glasgow University’s James Watt School of Engineering – could be used to launch payloads from spaceports across the UK. Autophage engines have already been test-fired by the team using all-solid propellant. The new funding will underwrite the research required to use a more energetic hybrid propellant and the engine will be test-fired at Kingston University’s new rocket laboratory in London next year. Dr Patrick Harkness, of the James Watt School of Engineering, said: “The autophage concept is simple, burn the tanks as well. That saves the excess mass, and it means that we can miniaturise the vehicle without hitting this wall. The demand for the types of launches opened up by the technology could reach as many as 3,000 a year by 2025 – a potential global market value of £100m. The UK has a strategic aim to secure 10 per cent of the worldwide space industry by 2030, and we believe that our autophage engine is uniquely well-placed to help deliver on that ambition. We’re looking forward to continuing our work to develop the engine and help the UK find its place in space." The team believe the technology holds great promise for launching small payloads from the UK, getting around the problem of sometimes having to wait a lengthy period of time for the usage of larger rockets that are commonly launched from the USA. The technical development of the engine is being conducted by Krzysztof Bzdyk, who recently joined Glasgow University from NASA. He said: “The engine has to run hot enough to vaporise the fuel tube, but at the same time not destroy itself in service. We will use the cold fuel tube coming into the engine as means of controlling temperature, in a process called regenerative cooling. But even so, the test article will have to be made of exotic materials, like tungsten and graphite, at least until we fully understand the temperatures inside.” Morson is a leading recruiter in the aerospace and defence sector. Click here to view our latest jobs.

    Find out more
  • W1siziisijiwmjavmtavmdkvmdkvntmvmtuvmzawlzeuslbhil0swyjwiiwidgh1bwiilcizmzv4mzm1xhuwmdnjil1d

    Rail Manager Graham Timbers Cycles 1,000 Miles to Raise £10,000 for Pulmonary Hypertension

    On Monday 9th December 2019, Graham Timbers went into surgery for 10 hours to treat pulmonary hypertension, a potentially life-threatening illness where the blood vessels in the lungs are narrowed, blocked or destroyed. Just nine months later, he was finishing a 1,000-mile, nine-day bike ride from Land’s End to John O’Groats to raise thousands for the Pulmonary Hypertension Association. We caught up with Graham after the ride to find out his story: The Operation The operation came about after 18 months of feeling ill. The diagnosis of pulmonary hypertension was finally reached in March 2019, and the medical professionals explained to Graham his options: “They thought I was a good candidate for something called a pulmonary endarterectomy, which is an operation to remove old blood clots from the pulmonary arteries in the lungs. I’d spoken to someone who had a triple heart bypass and I thought, it can’t be worse than that. The nurse said, ‘you’re going to need to listen because it’s worse.’ But at the end of the day, you can only deal with what’s in front of you. Don’t get me wrong there were some dark times and dark thoughts, but I’ve always had the mentality of you just need to deal with and get on with it.” The procedure is only done in one hospital in the UK (Royal Papworth at Cambridge). The hospital only performs a couple of hundred of this operation each year. Graham was put on a waiting list and then eventually, in December, the date for the operation was set. “The operation takes about 10 hours. They have to cool your blood down to about 20 degrees. It’s a full sternotomy and you’re on a bypass machine. They leave you for a few hours while they’re cooling your blood. To access the top of the lungs they have to stop your heart for a period of time and essentially switch you off while they go in and clean. Then back on again after about 20 minutes and then off again for the other lung. I think I was out for about 23 hours in total because of the anaesthetic. It’s a very strange recovery after that. I was in for about a week afterwards before they allowed me to go home. I was quite lucky to do that because that’s as early as anyone gets out after something like that. They make sure you can walk up a certain number of stairs without assistance and I was frustrated because when I got released, I was about to break their record on the ward!” A 12-week recovery followed where Graham was told to do whatever he could while preparing for the fact that he got tired a lot quicker and had a much bigger appetite than normal. As Graham spent his time recovering, the early stages of the COVID-19 pandemic began to hit. It was fortunate timing, as he would have been at a much higher risk of being hit hard with coronavirus while suffering from pulmonary hypertension. Land's End to John O'Groats Following his illness, Graham realised that he had a choice - he could either spend two years slowly getting his fitness back to where it was or he could set myself a target and go for it, which is what he decided to do. “I knew I didn’t want to take a long time to recover so I decided to set myself a challenge.” Graham set himself the target of riding from Land’s End to John O’Groats, a 1,000-mile trip most commonly completed in about 9 days. After sorting the route, there was a lot of training to be done throughout the year. “I got back on bike about the middle of February. By the time we got to September and doing the ride, I’d already done about 5,500 miles this year. I was actually shielding during lockdown at this time so most of that was on the turbo trainer.” Was this a big exertion for someone who was recovering from surgery? “The doctors say that your own body is the best thing to limit what you can do, both before and after.” His route would take him from the start point to Bude, past Bristol, and up to Cheshire via Worcester. The second half of the journey took him past Preston and up to Kendall, before the long crossing into Scotland and past Edinburgh to Pitlochry. The final two days went through Inverness and then finally past Thurso to the finishing point at the northern-most tip of Scotland. “It’s on every cyclists bucket list. The quickest most normal human being does it is in nine days which is what we did. I had a lot of annual leave spare because of being off recuperating. So me and a couple of other guys decided to do it.” The trip went smoothly with the team making the waypoints each day in good time. Despite the mammoth journey, Graham maintained that the repetitive nature of the days tended to help keep the team energised. “It’s a strange bike ride really because you’re doing it every day and you’re pushing yourself so hard every day, it all becomes routine. Because you don’t know what’s coming and you’re always expecting another massive climb, nobody was particularly pushing that hard. It’s not a case of just riding 25 miles to meet the van again, nobody knows what the rest of the day entails. You ride within your limits and that’s the trick. You get to the end of the day and you’re able to recover and feel OK.” Graham and the team’s efforts have led to over £10,000 being raised for Pulmonary Hypertension Association, the only charity in the UK who is dedicated to supporting people affected by the rare disease. As for future endeavours, Graham has his sights set on something much bigger. “I’d really like to do a coast to coast of America, but that would take about a month. I’ll need a bit more annual leave for that!” Graham's fundraising page is still open and you can donate here.

    Find out more
  • W1siziisijiwmjavmtavmdcvmtavndgvmzmvmzewl3nodxr0zxjzdg9ja183nje5mdgwmdnzbs5qcgcixsxbinailcj0ahvtyiisijmznxgzmzvcdtawm2mixv0

    The IR35 clock is ticking | What does this mean for contractors?

    Despite the April 2020 deadline being delayed, IR35 in the private sector looms again and will come into effect on April 6th 2021. Therefore it's important that both contractors and end clients start preparing now so they are not caught out by the upcoming changes. IR35 is HMRC tax legislation - to ensure that LTD company contractors are not simply operating as a self-employed contractor in order to avoid paying employee level tax and NI. Currently, contractors make their own status determinations. However, one of the main changes as of April 2021, is that the responsibility for determining this status will move from yourself to your end client. If deemed inside, payments received by the PSC would be subject to tax and National Insurance (NI) as if the individual were employed by the end client. The resulting tax liability would fall upon the contractor. Contractors deemed 'in scope' will be required (in most cases) to operate either via PAYE or via an umbrella companies PAYE models. What happens now? Some clients may have already informed their contractor populations of their IR35 processes and timescales, with others expected to do so over the coming weeks and months. Please rest assured that our IR35 team is advising clients to action this sooner rather than later. This assessment process will include a review of your role to determine whether it is deemed as inside or outside of IR35, which will be communicated to you in a status determination statement (SDS) and include your clients’ reasons for reaching this conclusion. Whatever this determination may be, we are on hand to help you understand your options. If you are deemed to be inside of IR35, then this will require you to alter the way you provide your services to the end client, either via a PAYE contract with Morson or a compliant umbrella PAYE solution. Every organisation has a duty of care to their workers, and against the backdrop of COVID-19, it has never been more important to prioritise talent. Should any client, however, fail to inform either you or Morson of their SDS ahead of the April deadline, we must assume that you fall inside of IR35 and ultimately safeguard the interests of everyone involved. Our IR35 team remains on hand to guide you through these changes. We remain fully committed to supporting our contractors in what is an already challenging landscape and have implemented several communication channels to assist you in moving forward: Visit our IR35 Contractor Support Hub to access the latest support and insight Contact our IR35 support team on IR35@morson.com or 0161 786 2377 Find out the answers to your IR35 questions in our 'IR35 Contractor FAQs' Check Umbrella company options with our approved Umbrella supplier list Are you an end client? We're here for you too. To support you in the lead up to (and following) the April 2021 off-payroll changes, our experts are on hand to help businesses navigate the reforms. From full reviews of your contractual workforce to practical and commercial IR35 solutions including a fixed price statement of work, we provide a suite of robust solutions tailored to your organisation to help shape an effective IR35 strategy to remove the burden of IR35, minimise risks and costs. Our team of experts, who bring a combined 40 years’ experience, have supported private and public sector organisations to comply with IR35 legislation since it was introduced in 2000. This experience proves invaluable to our clients and their operations. Find out more in our IR35 Solutions Hub here

    Find out more
  • W1siziisijiwmjavmtavmdcvmdkvmzkvntmvnda0l3blegvscy1wag90by01mzixotiuanblzyjdlfsiccisinrodw1iiiwimzm1edmznvx1mdazyyjdxq

    Offshore Wind Power Generation Key to UK Government Build Back Greener Plan

    The UK government has announced that offshore wind will produce electricity for every home in the country by 2030 as part of Boris Johnson’s ‘Build Back Greener’ plans. The plans, which follow the coronavirus pandemic and the associated impact on the economy, are set to create jobs in energy and renewables, cut carbon emissions and boost exports. A report from the International Energy Agency in 2019 found that offshore wind could potentially generate more than 18 times of today’s global electricity demand, with the potential to generate more than 420 000 TWh per year worldwide. Some 36,000 TWh of this would be easily accessible in coastal waters no deeper than 60m. The report also predicts that by 2040, offshore capacity could be 15 times what it is today, having built up a cumulative investment of more than $1 trillion, driven by engineering advances including larger turbines and more efficient floating windfarms. Floating offshore is set to account for 1GW of a 40GW target that has been set by the UK government. Consequently, £160 million is being made available for ports and infrastructure upgrades in areas of the UK where offshore wind capacity can be increased. This is expected to lead to the creation of around 2,000 construction jobs and support up to 60,000 jobs directly and indirectly by 2030 in ports, factories and the supply chain. The government has also made a commitment to create jobs by manufacturing the components for offshore wind in the UK. However, this bold vision for offshore wind power in every home would cost an estimated £50billion in investment and the equivalent of one wind turbine being installed every weekday for the next decade, according to a report by Oxford-based consultancy Aurora Energy Research. In the past 10 years, the capacity of the UK’s offshore turbines has grown from 1GW to almost 10GW at the start of 2020, and building costs have been driven down by almost two-thirds. Prime Minister Boris Johnson said: “Our seas hold immense potential to power our homes and communities with low-cost green energy and we are already leading the way in harnessing its strengths. Now, as we build back better we must build back greener. So we are committing to new ambitious targets and investment into wind power to accelerate our progress towards net zero emissions by 2050. This sets us on our path towards a green industrial revolution, which will provide tens of thousands of highly-skilled jobs.” Professor Jon Gluyas, director of the Durham Energy Institute, Durham University, said: “Electricity generated from offshore wind is not a silver bullet for decarbonising heating nor for decarbonising transport. It is not even a silver bullet for decarbonising power generation. The roles of geothermal energy, solar thermal, solar photo voltaic, hydro power, biomass, hydrogen production as well as improved building and insulation standards need to be part of that future. Eventually UK homes will be heated through electricity from offshore wind – but to be able to build that infrastructure through a COVID-ruined economy by 2030 – in just 9 years’ time – is a massive target,” added Prof Bikash Pal, Professor of Power Systems at Imperial College London.” Morson is a leading recruiter in the energy sector. Search our latest jobs in energy here

    Find out more