Written in partnership with veteran and Morson Forces Ambassador Andy Reid, the guide aims to aid ex-forces members transition to civilian employment.
Including features such as 'Preparing to Leave the Armed Forces - Andy's Ten Step Guide' plus CV and interview tips and more light hearted content such as the 'Armed Forces to Civvy Jargon Buster' the plan aims to be informative and relatable.
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 ambassador Corporal Andy Reid lost both his legs and his right arm after stepping on an IED plate whilst serving with the 3rd Battalion, Yorkshire Regiment in Afghanistan in 2009. Andy's story has inspired those at Morson and beyond, and as our official ambassador he will now work to help other ex-forces members transition into a civilian life with the help of our expert recruiters.
We asked Andy how he hopes the relationship with Morson will develop and grow over the coming years…
I hope to develop the relationship with Morson by meeting more of the employee’s. Hopefully helping to recruit more armed forces personnel. There’s a lot of guys out there who’ve got great skills and when they leave the armed forces some of those skills aren’t used anymore. I can see where within Morson Group those skills can be used.
There’s a lot that the armed forces can offer when they leave service and Morson is an ideal place for them to explore that.
Morson Group are delighted to be holders of the Employer Recognition Scheme (ERS) Gold Award, the Ministry of Defence’s highest badge of honour for organisations which have signed the Armed Forces Covenant and demonstrated outstanding support for those who serve and have served. Working closely on military establishments throughout the country, we are commitment to securing long-standing careers for ex-forces personnel, their spouses and partners.
Specialising in the supply of technical engineers and support operatives in the UK and overseas, we work across military and civilian projects and pride ourselves in our involvement with some of the world’s most prominent organisations.
At any one time, we have over 500 ex-military personnel working on our own projects and those of our clients.
Our work includes providing CV and interview training, upskilling and creating invaluable professional networks with ex-forces colleagues. Our position across 12 key markets means we are able to advise each individual service leaver that we work with on the types of roles and industries where they can best capitalise on the skills they have accrued during their time with the Armed Forces.
We listen to each service leaver to ensure we provide the best opportunity for them to excel in their civilian career. Once they begin their new role, either as a Morson employee or as a contractor with one of our clients, we ensure they have access to the support they require through our expert recruitment, HR and contractor care support teams. Contact firstname.lastname@example.org for more information on careers or transitioning.
Morson Forces work closely with the Careers Transition Partnership (CTP) and British Forces Resettlement Services (BFRS) to ensure a positive recruitment journey and career transition as service leavers move from military to civilian employment.
I have first-hand experience of the excellent career options Morson can offer an individual leaving the forces. Morson has allowed me to develop as a manager, and has given me confidence in my role as part of the team which delivers to its Apache Integrated Operational Support contract at Wattisham and Middle Wallop. Morson maintains a family feel and people, throughout the company, are there to help you. You just need to ask!” Jon Moon | Contracts Manager
Morson understands that when your spouse or partner is serving in the armed forces, you may have to put your career on hold - that's where Morson come in. We can help you find the right job for you. It doesn't matter whether you've switched jobs a few times or more, you're unable to work regular hours or that you have to move frequently.
"Being an army wife requires making sacrifices, including when it comes to choosing a career, but Morson has transformed my life" Read Tammy's story
"When I worked for Morson, I was impressed by the level of support offered to its employees." Read Samantha's story
Flexible working has been a hot topic in the recruitment world for a long time. Morson's Head of Professional Services Ben Fitzgerald sat down with Kelly Singleton, HR Director at MAG-O, to find out how their flexible working policies and company culture have combined to create an innovative environment that both attracts and retains talent. A lot of companies I've spoken to mention purpose. Purpose is absolutely key and we're hearing that more and more now speaking to thought leaders. People have to be able to link what they do to what the organisation is delivering so that hasn't changed through agile working and these modern arrangements. It's become even more important because I think people can get lost within that if you don't give them that real link back to what the business is supposed to do. Equally, just treating people like adults and saying "you know what, as long as you deliver what you need to deliver and you collaborate with your colleagues amnd it's all working well then you can so as you please really. If you want to use the gym in the middle of the day or work from a cafe, do it as long as it's not interfering with your delivery. Is that genuine? You hear a lot of people saying that but then human nature and the way you've always worked 9-5 might take over. Do people here do that? Yes - people have different natural rhythms. My perfect time to exercise is lunch time and we've got several colleagues here who are the same, so it's made a big difference for people. So embracing that type of flexibility - what kind of impact has that had on attraction and retention? I think it's just one of the special things that we do really. I look at our retention rates and they're incredibly good, we haven't had high attrition at all since we started the business two years ago but I can't put that down just to flexibility. I think it's the whole culture end-to-end. How's technology played a part here? When we started, we were in an empty warehouse on the other side of the airport because it was all they could give me that was outside of HQ. It was a really special time outside of our growth and development. You couldn't have felt more startup in that area! Our tech was really limited so as we designed and moved into this building that was one of the core facets of how we were going to develop it. We needed really good tech. When people join us they tell us what tech they need for flexible working and for office working - for example, if they want Apple, they get Apple, if they want Lenovo, they get Lenovo - it doesn't really matter to us! As long as it enables them to do their job. So that's good, a lot of corporations don't really do that in terms of what you can have. In the office, we've made sure it's really enabled from a UX testing perspective where we've got really hi-tech kit, but we've also got surface hubs all over in each of the core meeting areas and the auditorum, so that helps people whereever they are in the world. Some of our guys have a global remit, so that helps people dial in and collaborate on projects and documents from whereever they are which has been a real game changer. It's taken us far ahead of where MAG was with its IT capabilities. How did you manage to embrace that digital culture but keep performance up? It became easier and more measurable than ever! One of the things the board was worried about was if we implemented agile ways of working, does that mean we lose some control over the money we spend, the income we generate and how we run things. But what they found when they learned about agile ways of working was that we were innovating far more quickly than we ever thought we would. We exceeded our targets in year one when we were still growing the business and we continue to expect to do so, so we've found it had the opposite effect than feared and helped us measure things and perform better than ever.Find out more
The Gerry Mason Engineering Excellence Scholarships were first set up in 2015 when the late Morson founder Gerry Mason met with the Vice Chancellor of the University of Salford to discuss his vision in supporting local, talented engineering students and to pledge £270,000 to establish the scholarship programme. This programme allows the most gifted students to flourish irrespective of their financial backing and the scholarships are available across all disciplines of engineering. The first students from the scholarship programme graduated in July 2018 and we spoke to one of these students, Yasir Alrufaee, about how the programme helped him. I did aeronautical engineering at the University of Salford and I got the Engineering Excellence Scholarship which was really amazing. We had applications at the beginning [of the course] in around September. So I did that, filled it in and when I got the response I was really glad to actually get it - and some of my friends who were on the same course got the same scholarship. Work experience was key for Yasir and as part of the course, went to Morson's design arm, Morson Projects, to do a week of experience. The scholarship really helps a lot because what it does for you is you'll allocate more time for your studies. So, say if you have a job, you'll probably quite that job because of the scholarship and you'll be able to focus on your course more and have more time to do extra-curricular activities. I really love engineering because it's the pinnacle of the small things you look at and I'm really glad to have chosen this field because it doesn't only open up jobs in the engineering side - you can also go into finance, banking etc. My ideal career would be to work in the engineering field though and to work as an aeronatuicual engineer. I'm currently on the job search so I'm applying for jobs.Find out more
For businesses to make sure their products and services meet the highest standards, they need to employ quality assurance managers. Keep reading to find out more about the skills you’ll need to enter this field and discover if quality assurance manager jobs are the right fit for you. RATES £23-40k HOT SPOTS Hinkley Point C / HS2 QUALIFICATION Degree | HND What do quality assurance manager jobs involve? Quality assurance managers are responsible for quality control within an organisation, ensuring that the product or service being provided meets internal and external requirements. These requirements can range from legal compliance and health and safety regulations to customer expectations. Your daily duties will vary depending on the industry you’re in, as well as the nature of your role. Activities you may be involved in include establishing quality procedures and specifications, reviewing customer requirements, highlighting areas of weakness and suggesting ways to improve, testing products and processes, determining training needs and looking at ways of improving general efficiency. Depending on the size of the organisation, you could also find yourself managing a team of quality control technicians. What is a quality assurance manager’s salary? Salaries for this role can vary, depending on the sector, location and organisation you’re working for. Starting salaries are usually between £23,000 and £30,000 per year, with this increasing as you progress through your career. More experienced professionals can see their salary increase to between £40,000 and £55,000 per year, with some senior managers achieving even more. These figures are intended as a guideline only. What skills do I need? Quality assurance manager jobs require excellent planning and organisation skills, and you’ll need to pride yourself on your problem-solving abilities. Relevant technical skills are essential, but these will vary depending on the industry you’re working in. You’ll need good IT and maths skills and a solid understanding of statistics and analysis. If you’re going to be working in a larger organisation with a team, it’s important to have leadership skills and be able to motivate those around you. What qualifications do I need? Most employers will require you to have a minimum of an undergraduate degree or HND to enter this field, as well as relevant experience in that industry. Graduates from any subject can be accepted, but some areas may be more helpful than others. Degrees that include quality management modules can give you a good head start. Certain sectors, such as science, technology and engineering, may require more industry-specific qualifications. Some employers will offer postgraduate training schemes, offering you the chance to fast-track your career progression, gaining experience while also working towards an additional qualification. What are the hours and conditions? Working hours may differ from one sector to another. For some, it’ll be normal office hours, working Monday to Friday, 9 to 5. However, others may require you to work in shifts, covering 7 days a week. In these roles, it’s common to work outside of normal office hours, with early starts and late finishes the norm. Where you are based will also vary according to the sector you’re in. You might find yourself based mainly out of an office, but could also spend time in a factory production line or quality control lab. Career progression There are excellent opportunities available within quality assurance for those willing to put in the time and effort. With enough relevant experience, you could move into a senior management position, or opt to become a freelance consultant. Many people will move into management roles in other areas of the business, such as health and safety or production. A good way to broaden your career horizons and boost your earning potential is to gain a professional qualification or seek membership of a trade body, such as the Chartered Quality Institute (CQI) or Chartered Management Institute (CMI). Areas of specialism Quality assurance managers are required across multiple industries, meaning there are lots of opportunities to specialise in a specific field, from engineering and manufacturing to financial services and education. To search for opportunities across the sector click here. Or, browse our dedicated HS2 and Hinkley Point C pages for more information.Find out more
EqualEngineers is launching its first survey investigating masculinity in engineering, a first-of-its-kind for the sector. The survey will be open for 5 weeks, closing on 16th November 2018. Engineering and technology in the UK is a predominately male profession, with men comprising over 89% of the workforce. Many diversity efforts pivot on getting more women into engineering. This survey will explore if the culture of engineering is affected by the stereotype of what an engineer looks like, and how men are expected to behave. Do men feel included or excluded in the push to increase diversity? Could a more diverse profession benefit both women and men? Suicide is the biggest killer of men under 50, with male construction workers 3.7 times more likely to take their own life. Are men able to be open about their mental health challenges, or is the stigmatisation too great? Does this manifest itself as a macho culture in the workplace or on-site which prevents an inclusive culture? This survey would like to know your views and opinions - the real ones, not the ones that you feel that you should express. We expect respondents to give us their real answers, not just the "right" answers. The survey is the brainchild of Dr Mark McBride-Wright, Managing Director of EqualEngineers, who set the company up after years of working in the sector and seeing not only the challenges that the lack of diversity can bring, but also the risks posed to health, safety and wellbeing. Being a gay safety engineer himself, and setting up networking group InterEngineering for LGBT+ engineers gave him the drive to set up an organisation covering all aspects of diversity. Mark says: “For me, inclusivity in the workplace is a health and safety issue. Not being able to be open about who you are, because of attitudes and lack of diversity around you can lead to mental health issues and decreased wellbeing. In Construction, for example, an industry where suicide rates among men are more than three times the national average, more needs to be done to ensure that commitment to these issues goes much further than token inclusion policies. My hopes for this survey is to capture the voice of men in the engineering and tech industries, individuals who perhaps feel excluded from the focus on diversity and inclusion efforts of organisations. We need to rapidly overhaul the way in which we approach culture change programmes within our industry, and we need to ensure everyone feels included, and is able to find their voice as part of the diversity narrative.” Ian Childs, Executive Manager, Morson International says: “As the UK’s No.1 Technical Recruiter, Morson engages with a huge engineering community. Our business has taken great strides to improve the diversity of our contractor population, doubling the number of female engineers we employ. Now it’s time to look deeper and assess how these cultural changes affect the workforce as a whole. The stigma around mental health keeps too many people silent. Safety is paramount in many of the sectors that we operate in and whilst employers take great strides in protecting their people from physical harm, the same effort is now needed to address mental ill health. We are pleased to be supporting EqualEngineers in this study.” Initial results from the EqualEngineers Masculinity in Engineering Survey will be reported on International Men’s Day on 19th November. For more information, visit http://bit.ly/EEMasculinitySurvey. To take survey directly, visit https://www.surveymonkey.co.uk/r/EqEngMasculinitySurvey.Find out more
Whether it's over dinner with friends, or on social media sites like Twitter, we have already identified that what people think about your employer brand matters. The biggest difference is that with the brutally honest forums of social media and review sites, the realms in which an individual can talk about your company have expanded. "SOCIAL NETWORKS ARE ONE OF THE KEY ACCESS POINTS FOR CANDIDATES LOOKING TO GET AN INSIGHT YOUR ORGANISATION. ONCE YOU’VE ARTICULATED YOUR STORY, CONSISTENT PROMOTION IS THE KEY SUCCESS FACTOR. SOCIAL MEDIA IS FLUID AND FAST PACED, YOU NEED TO REGULARLY PROMOTE THE BEHAVIOURS THAT MAKE YOUR ORGANISATION GREAT TO KEEP FRONT OF MIND" - REBEKAH LEE, HEAD OF MARKETING, MORSON GROUP Simple tasks like regularly updating your social media channels with company updates and content, making sure all of your company descriptions are up to date and reflect your brand appropriately, replying to comments (both positive and negative) and finally making sure that any branding that goes out is consistent are all great ways to strengthen your employer brand. Review sites like Glassdoor and most recently the reviewing function on Google Jobs enables employees and individuals that have worked at your company or perhaps been for an interview at your company, to leave reviews. "A RECENT STUDY REVEALED THAT 62% OF JOB SEEKERS VISIT SOCIAL MEDIA CHANNELS TO EVALUATE EMPLOYER BRAND." These reviews cannot be influenced once they have been created and published online, however by following the steps to improve your employer brand such as improving interview processes , you can directly influence the employees/ potential employees viewpoint of your company. If a candidate with the right skills clicks onto your Glassdoor page and is greeted with helpful, honest reviews about what it’s like to work at your company, they will be more inclined to apply for the job you are advertising vs applying to work for one of your competitors. Ok, so you’re a company, but let’s think beyond LinkedIn. The social platform you choose to use to promote your message is hugely important, think about where your ideal candidates are and where they interact. For example, Twitter is most popular with people under 34 years of age and Facebook has the most users that are over 55 than any other social network, so you can tailor your platform to the type of talent you want to attract. Utilise the marketing tools provided by these social networks to easily create engaging videos and content. Interestingly, Instagram is the only social network which doesn’t have a specific demographic of users. Company Instagram pages are a fantastic way to get your message in front of new and varied talent. Want to know more about how you can increase retention and attract top talent for your business? We've created an #EmployerBranding Guide to help you do just that. Get your copy here.Find out more
Team Morson’s Robbie Davies Jr is back in action this weekend on a packed card live on Sky Sports this Saturday. This marks the first fight for Robbie since he signed with Eddie Hearn’s Matchroom Boxing earlier in the summer, which represents a massive opportunity for the Liverpudlian to make himself a household name on a big platform. Davies is currently 16-1 with 12 of his wins coming by knockout and he redeemed his only defeat earlier this year with a win over old foe, Michal Syrowatka. Standing across from him Saturday night will be the experienced and durable, Glenn Foot with the vacant British Super-Lightweight title up for grabs and Robbie discussed how it’s been being around his opponent this week: “At first, he wasn’t too bad but he was a bit more vocal at the press conference saying that things like I’m in for the shock of my life and I couldn’t get a word in, so I just laughed at him. He was bringing up the fighters he’s fought compared to me but some of the fighters he named had beat him, so I didn’t know what his case was really!” The fight was announced back in July which has given Davies an extensive time to train and he is more than ready for fight night: “I feel great, I’ve trained extremely hard and I feel like I’m in the best shape of my life. If you look at the two press conferences between six weeks ago and now, look at how much Glenn has changed. The weight he’s had to drop, he looks a lot thinner whereas I look the same because I was already in shape back then” Robbie also talked about how important his recent deal with Matchroom is in terms of his exposure as a fighter: “It’s been a big thing for me because I’ve been flying slightly under the radar with one fight being on TV and the next not. This deal gives me the platform with Sky Sports and Dazn in the US that fighters like me need so people can see what I can actually do” Many fighters visualise certain sequences of events they anticipate will happen on the night in order for them to be prepared for all scenarios, however Robbie looks at it differently: “I never do that, he might approach one fight different to the way he’s going to approach me. He might have no respect for my power and come rushing in, or he might be wary of it. I’m just going to take my time with it and all’s I see is me coming home with those belts” The fight takes place on the undercard of Lewis Ritson vs Francesco Patera Saturday night on Sky Sports starting at 19:00. All of Morson will be supporting Robbie and we wish him the best of luck.Find out more
London is considered one of the best cities to live in in the world. The lure of jobs, diverse culture and exciting social scene attracts many young professionals who want to develop their career whilst living in a vibrant city. Because of this London is home to a much higher proportion of 25-34-year olds than the rest of England at 24%. There’s a lot to consider when thinking about moving to a new city, so if you want to know what it’s like to live in the big smoke, read on for our guide to living and working in London: Living in London Culture Transport Accommodation Things to do in London Working in London Key industries Top Employers Living in London Culture London is the city of culture, known for its diverse array of people, events and locations – no matter what you’re into you’re sure to find something you like in the city of London. It’s also one of the world’s top tourist destinations, meaning you can take full advantage of having some of the best attractions and events on your doorstep. Transport Being the capital city, London has some of the best transport links in the country. The London Underground connects all of the major areas in London and extends out to as far as Essex. There’s also excellent bus routes and most recently, bikes that you can rent around the city for a small fee. Accommodation There’s no getting away from the fact that London is expensive. Accommodation is one of the main stumbling blocks that people face when moving to the city and therefore a number of young professionals opt for living outside of London to save on rent costs. This is an excellent alternative as with the fantastic transport links that are mentioned above, you can be back in the city in no time at all. House/flat shares are very common in London with young professionals to keep costs down. There are specific websites which match likeminded individuals in order to find accommodation. Things to do in London The list of things to do in London is truly endless. Although the tourist attractions are plentiful and great to visit when you first move, there are so many hidden gems that you need to see! A trip to the gentrified Borough Market selling deliciously fine wares should definitely be high on your agenda. The smaller Broadway shows where you can buy a ticket for £5 are also a must see too! Working in London London's Key industries London is one of the world’s most important business and financial centres. The Financial sector is the most dominant industry in London, however, the creative, technology and manufacturing industries have a large presence too. At the heart of the UK economy, it is vital to the country's financial stability and economic well-being and therefore, a large number of people are employed in this industry to ensure it runs smoothly. To the north of London Bridge and around Canary Wharf you will find the most important financial institutions, such as the Bank of England and the London Stock Exchange. Most large businesses also have offices based around the city too. Top Employers in London In London, when you think of a company you would like to work for, you can almost guarantee that they will have some sort of presence in the city of London or surrounding areas. Google was ranked the best UK company to work for in 2017 and has a headquarters based in London. They have also recently announced plans for a large new complex to be built near Kings Cross station. The BBC is another great place to work with opportunities to get involved in film, TV, Radio and everything in between. Does this sound like the place you want to be? Why not check out our latest jobs in London and begin the process of making the big move.Find out more
Morson held a roundtable debate with HS2 and key representatives from the supply chain to discuss how we future-proof the rail industry in line with HS2’s skills, employment and education targets. The Apprentice Levy was one of the key topics discussed: There’s a clear commitment amongst the supply chain to develop new talent through the use of apprenticeships both at a lower and higher advanced level. In an industry where apprenticeships are already popular, the Levy is providing new opportunities to attract fresh talent and improve diversity. The Apprenticeship Levy gives employers a great incentive to invest in new staff and skills but it is crucial that the training is tailored to individual business or project needs. Supply chain partners must assess the short-term and long-term skill needs within their existing workforce and identify the gaps. Building a strong partnership with a bespoke training provider will also ensure training is delivered to your exact skills needs, company values and culture. Many of the organisations in attendance were either underusing their available Apprenticeship Levy funds or felt confused on how to best implement a bespoke skills development programme. Greater awareness is still needed on how Levy funds can be better spent and the effective use of transferring this to the supply chain to address specific skills shortages. THE SOLUTION Critical to engaging your internal audience is highlighting how the levy can be used strategically, to develop your business through the training and development of new skills. Barriers faced with signing off on how best to use the apprenticeship levy for an organisation can be the potential costs associated with the apprentice – not just from a funding perspective, but also from the time and investment of managers within your organisation. To combat this issue, it is important to demonstrate how an apprentice can add value to the business. Whilst the initial training and upskilling of an apprentice costs time and money, there is always a point where these costs will ‘break even’ and then surpass training expectations, generating a greater return on investment. Identifying this break-even point and the life cost of an apprentice is a service offered by MVT, to assist in securing funding and levy allocation to new trainees. MVT can also design a tailored plan which looks at both the short-term requirements and the long-term strategic business plan of your organisation, to identify how you can get the most out of your levy pot. Download our whitepaper to read more about the solutions that are needed if we are to achieve HS2’s vision of being a catalyst for growth across Britain. Or click here to find your opportunity on HS2.Find out more
We recently surveyed our contractor workforce and found that almost half (46%) of employees living with a mental health condition do not inform their employer, with more than a third (39%) saying that they feared their reaction and the repercussions. Other reasons cited included not being comfortable telling the individual (59%), the stigma around mental health (42%) and the lack of support in the workplace (22%); with 55% saying they were either unaware of any support available or that their workplace lacked in any assistance for mental illness. The same survey of 1,400 respondents, which comprised 80% males aged 41+ working within sectors such as construction, professional services, IT, digital, engineering and rail, revealed that 1 in 5 (21%) had experienced a mental health problem and of those, 62% were either seeking treatment or had sought treatment in the past. Almost 1 in 10 (9%) of all respondents had also at some point considered taking their own life, revealing that their mental health issue had left them feeling suicidal. Adrian Adair, operations director at Morson International, said: “These results are shocking and unacceptable. There’s still a major disconnect between mental health awareness and openness at work, which means people are still uncomfortable discussing the subject due to fear of what their employer may think or the risk of them losing their job altogether. “Too many people are suffering in silence, which can often result in people having time off work. Four of the respondents said they were off work for more than a year as a result of their mental illness, which will have had a significant impact on their employer in lost productivity. “Safety is paramount in many of the sectors that these respondents operate in and whilst their employers take great strides in protecting their people from physical harm, the same effort is needed to address mental ill health. We need to stamp out the taboos by developing open and honest cultures that are supplemented with better support and training to help sport the early signs of mental ill health. Male dominated sectors are less comfortable discussing mental health, which is why it is crucial that we create environments where anyone can voice their concerns without fear.” We have taken practical steps to tackle these issues, training a handful of staff across the business in becoming ‘mental health first aiders’, who now possess the practical skills to spot the signs of mental illness within our workforce, including our contractors and the confidence to intervene and support those in need. Our objective is to bolster our mental health first aiders over the coming months to have multiple trained operatives located across each of its key regions. Adrian adds: “We’ve prioritised mental ill health within our own business and developed meaningful and impactful mental, emotional and physical wellbeing programmes to support our staff and help them to thrive; and we hope other employers take inspiration from what we’ve done to spark their own initiatives.” To mark World Mental Health Day, we have released a new whitepaper highlighting workplace mental health and the steps employers can take to create a happier, healthier and more productive workforce. The whitepaper includes more insights from our contractor survey supported by powerful personal stories of our own employee's and ex-Morson sponsored boxer Ricky Hatton. To download, visit www.morson.com/tackling-mental-healthFind out more
Over the years, the number of people suffering from anxiety or depression has significantly risen from 416 million people to 615 million people according to the World Health Organisation. On top of this, around 70 million work days are lost due to mental illness. This World Mental Health Day Morson spoke with former unified light-welterweight champion and British Boxing legend, Ricky Hatton, whose lengthy battle with depression led to attempted suicide. His story speaks of extremes, yo-yoing between the highs of success and crushing lows of defeat, resorting to self-medication and coming out the other side with the help of exercise and his family. Ricky attests to the strength of open communication and re-prioritisation, advice which transcends industries and work spaces. Ricky Hatton was one of the most successful and influential British athletes of the last decade, however, like so many others, he had been secretly fighting depression long before any notoriety. In our exclusive interview with ‘The Hitman’, he spoke openly about how his depression manifested: “It’s very hard to describe it unless you’ve been there yourself. It’s just totally depressed, no motivation, not the will to even get up in the morning. You know you need help, but you don’t want to tell anyone. You’re in bed crying every day. I wouldn’t wish it on my worst enemy.” Far from being purely something that came at the end of his career, Ricky believed that the seeds were in place long before: “I think I’ve always had it. When I started getting successful, I was getting paranoid that people thought I was getting too big for my boots or too cocky. Every time I got paranoid from an early age. People would be saying ‘look at that big time’ and I’ve been anything but that” Ricky’s success inside the ring served as a temporary distraction to the turmoil brewing inside but once he suffered his first loss inside the ring, things started to go noticeably downhill: “When I got beat by Mayweather, I really did feel like I let the fans who came to Vegas down. That was the start of it then after that I had a bit of a yo-yo effect. I got beat by Mayweather then I beat Lazcano and Malignaggi, then I got beat by Pacquiao. After that I fell out with Billy Graham and my Dad. When I knew I had to retire that was the beginning of the end for me, I didn’t care whether I lived or died” With no more bright lights or rabid fans packed in arenas, Ricky rapidly went into a downward spiral of, much publicised, substance abuse and an alcohol dependency. However there came a moment that served as a catalyst for Ricky’s road to recovery: “My baby girl came along, I held her in my arms and I thought it’s not about you anymore. Before the kids came along it was just Ricky Hatton and I didn’t care but now I had something else to live for. It was something I couldn’t do on my own, I went to see someone and it turned out to be the best move I ever did. It saved my life” Even though the birth of Ricky’s daughter ultimately made him make the decision to seek help, it was actually vocalising his internal struggles and talking them through with someone else which turned his life around. With boxing a traditionally machoistic sport where mental warfare is as much a part of winning as the physical fight, for Ricky this was a large and brave step. The Hyde-born fighter turned trainer opened the eyes of many in the boxing community and effectively opened the door for many other fighters to come forward and be honest about their fight with anxiety or depression, with one of the fighters he trains, Tyson Fury being a recent example. Hatton talked with us about whether he believes his courage to come forward and discuss his illness saved the lives of others in the process whether they were in the sport of boxing or not: “I’d like to think so, I see it as much as my job now (to help others). People think because you’re successful and you’ve got a few pounds in the bank that you’ve got nothing to worry about but that’s not the case. I think if someone like myself comes out and admits it, more people will come forward. I do a lot with Frank Bruno, he’s the same.” Ricky finished the interview by offering advice to anyone who is suffering with anxiety, depression or any other form of mental illness: “You’ve got to get it off your chest, don’t be scared about laying it all on the table and saying what you’re struggling with. I think you’ve got to try and do positive things that make you happy, a tablet just covers the cracks as far as I’m concerned. You’ve got to do things such as exercise, when I have a bad day I come to the gym and I feel better for it” Ricky felt he had to internalise his battle with mental illness due to the stigma attached to mental health problems, particularly in men at that time. While there might seem to be a sharp climb in the statistics in terms of the number of people suffering mental health problems, this figure could also reflect a greater openness and willingness to accept that people are struggling. We at Morson encourage anyone who is struggling with mental illness to seek help and not suffer in silence. Mental health problems are much more common than you might think - even in places you wouldn't necessarily expect. This World Mental Health Day, we have launched a guide to tackling mental health in the workplace in conjunction with Premiership Rugby team Sale Sharks. Click here to get your copy.Find out more
Morson International has been reappointed by Manchester Airports Group (MAG) to lead the recruitment of all interim staff across its three UK airports: Manchester, London Stansted and East Midlands. The three-year contract, with an option to extend for a further two, builds on Morson International’s ongoing relationship with the airport group, which saw it fill more than 750 interim vacancies during the last four years, spanning engineering (construction), HR, procurement, digital, finance, IT and more. The new contract has innovation at its core, with Morson International tasked in delivering ongoing cost efficiencies, added value and bringing its employer value proposition (EVP) to life; whilst continuing to attract the talent needed to deliver the £multi-million transformation programmes at both Manchester and Stansted Airports. In addition, the leading technical recruiter will support skills sourcing for MAG’s growing digital agency, MAG-O, which is on a mission to disrupt and develop new e-commerce platforms that transform air travel and generate new revenue streams. Morson International will also continue its core vetting services, delivering compliance and regulatory checks to clear new airport staff to required Civil Aviation Authority standards. Adrian Adair, operations director at Morson International, said: “The sky really is the limit for MAG and we’re thrilled that our journey with them continues into a new, exciting phase." “Our focus has evolved considerably over the years, from an external resource supporting engineering recruitment, to becoming a true operating partner to MAG’s internal teams. Our people working both on and off-site are now as much part of MAG as they are of Morson and are fully embedded within operations to maximise value for money." “We remain responsive and agile to meet MAG’s evolving talent needs and will continue our focus on maintaining full visibility of recruitment at the touch of a button, which is priceless for any business.” Sarah McGuire, group head of recruitment at MAG, added: "Working with Morson can only be described as collaborative; our on-site account team are truly part of the in-house recruitment function at MAG and have developed strong relationships across the HR team and hiring manager community with a focus on delivery at all times."Find out more
In the past companies have dismissed employer branding as not a business critical task, believing that demonstrable ROI is unattainable. However, defining and promoting your employer brand does have a significant business impact and we’ve broken down the benefits into four overarching themes: It's Easier to Recruit The recruitment market is already competitive and with the introduction of new technology and retention initiatives such as flexible working, employer branding can help you stand out in a crowded market. "88% OF MILLENNIAL'S BELIEVE THAT BEING PART OF THE RIGHT COMPANY CULTURE IS VERY IMPORTANT AND 78% OF PEOPLE WILL LOOK INTO A COMPANY’S REPUTATION AS AN EMPLOYER BEFORE APPLYING FOR A JOB." With these statistics in mind, If you don’t have a solid set of employee benefits or a demonstration of a positive working culture, it’s important to consider how many talented people you may be losing at just that first click onto your website or social channels. "WE'RE NOT SAYING YOU HAVE TO DO A GOOGLE" We're not saying you have to do a Google but defining what makes your business special, whether that be charity partnerships, flexible working or a strong inclusive environment and finding the right channels to communicate this within your business and externally is key to motivating talent. By showcasing your company’s culture, values and beliefs consistently and openly, you create a talent pool of engaged candidates who are aspirational. They actively want to work for your organisation and will be fully engaged when you go to market with your job opportunities, allowing you to attract top talent with minimal effort. Improves Employee Engagement Employees who work for companies that have a strong employer brand are generally more enthusiastic and motivated. This means that your employees will be more productive and ultimately drive growth for your business. Additionally, employees feel more valued in their roles which leads to… "REMEMBER, YOUR CURRENT EMPLOYEES ARE YOUR GREATEST ADVOCATES. IF THEY GIVE A POSITIVE VIEW OF YOUR COMPANY THROUGH INTERACTIONS THEY HAVE ON SOCIAL MEDIA, WITH THEIR FRIENDS, FAMILY AND EVEN CONTACTS FROM OTHER COMPANIES THEY ORGANICALLY CREATE A NETWORK OF PEOPLE WHO ARE ENGAGED WITH YOUR BRAND." Better Retention of Staff Re-recruiting quality employees is time-consuming and costly and most of the time is avoided at all costs. Happy and fulfilled employees don’t come from giving expensive benefits – small and regular incentives and creating and open and inclusive culture go a long way in creating employee advocacy and retention. Additionally, cost-free techniques such as giving your employee’s the time and space to contribute to the business through open forums and discussions with the top leadership team creates a culture where the workforce feels valued. The key is to develop a dynamic employer brand that really resonates with your employees, you want them to feel proud to work for you and tell people about it too. "A RECENT STUDY REVEALED THAT 87% OF EMPLOYERS STATE THAT IMPROVING EMPLOYEE RETENTION RATES WITHIN THEIR COMPANY IS ONE OF THEIR TOP PRIORITIES." Free Up Funds to Use Elsewhere One of the biggest and most attractive benefits is the overall cost saving you can achieve when you have a strong employer brand. "ACCORDING TO LINKEDIN, COMPANIES WITH STRONGER EMPLOYER BRANDS, COMPARED TO COMPETITORS ON AVERAGE SEE A 43% DECREASE IN THE COST PER CANDIDATE THEY HIRE." If you have a strong employer brand you won’t need to spend as much money on recruiting; minimal social advertising, minimal job boards and less time interviewing as you will have attracted a higher calibre of candidates. Potential candidates will want to work for you, and you will reap the rewards of the natural talent attraction traits of an attractive employer brand. The money you have saved can then be used elsewhere in your business, to improve processes, buy new equipment, develop new products; all developments that will put you ahead of your game and give you a competitive advantage. Want to know more about how you can increase retention and attract top talent for your business? We've created an #EmployerBranding Guide to help you do just that. Get your copy here.Find out more