How to Engineer Cultural Change in Your Business


How to Engineer Cultural Change in Your Business

How to Engineer Cultural Change in Your Business
Why should you consider your company culture in the search for top talent?

In this competitive age companies are having to work harder to attract the highest calibre of candidates.  Culture in a business is a big deciding factor when candidates are deciding whether your company is right for them.

It is clear that top talent want to work innovatively and organisations must foster innovative thinking. This will not only help retain the best talent but it will drive high performance and efficiencies to gain a competitive advantage.

A new era of business culture has introduced new ways of working with more flexibility, better benefits and a focus on employee satisfaction more than ever before. But when a company has an ingrained culture, how does it then diversify and change the way they have worked for 10, 20, even 30 years to attract new talent?

This guide will explore what cultural change is, why it is so important for your business and how to engineer a cultural change as part of a successful growth strategy.

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How to Engineer Cultural Change in Your Business

Morson Thought Leadership

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    The Renewable Energy Industry Report 2021: Changing trends in energy production

    The way we produce energy is changing forever and with it the renewable energy market is becoming a booming sector. Energy consumption was broadly lower during 2020 owing to the Covid-19 pandemic and the associated restrictions on travel and leisure. But crucially, production methods also showed a continuing trend away from fossil fuels.The Covid-19 pandemic once again bought sustainability and environmental concerns to the forefront of people's minds, be that recycling, lower vehicle emissions or changing the way we generate energy entirely.Hence, the renewable energy space saw a big upturn, and for the first time overtook fossil fuels as the dominant form of energy production in the first few months of 2020.The renewable energy market in the United Kingdom is expected to grow at a compound annual growth rate of more than 9% during the forecast period of 2021-2026, reaching around 86.21 GW by 2026.Our Renewable Energy Industry report looks into more of the current trends, investments and job market evolution within this growing sector. Our insights provide information on:Locations of the top UK renewables jobsSalariesKey universities We also demonstrate how we can use candidate profiling, market intelligence and targeted campaigns to ensure your business can successfully attract the next generation of renewables talent to this growing field.Download the full Renewable Energy Report below:​​​With the ability to operate on all scales, we design and deliver complex projects across sectors that require specialist knowledge and expertise. The best relationships start with an open conversation, so don't hesitate to get in touch...

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    Selling your soul: 3 ways to retain your company culture while scaling up

    There is often a stereotype surrounding start-up companies, particularly in the IT and tech field. TV shows like the HBO comedy series Silicon Valley satirise tech start-ups as consisting of 20-something coding prodigies living off cereal, energy drinks, loosely defined working hours and nocturnal sleeping patterns - all while innovating, pivoting and trying to secure VC funding for their new tech breakthrough.All of these stereotypes, however grounded in truth they may or may not be, fall under the umbrella of a business’s company culture. Whether you’re a tech start-up working in an incubator or a fully-fledged corporate giant, company culture is a vital part of the success mix and making sure you retain your company culture while scaling up is crucial. But what exactly is company culture?What is company culture?Company culture is defined as the attitudes and characteristics of an organization and those who work within it. It’s the way people engage and interact with others and the values each person shares. It can also encompass the environment, company goals and expectations.Company culture is often intangible, particularly in start-ups. At this time, the culture of the company may merely reflect the individuals that it consists of rather than a consciously defined or purposefully cultivated set of rules. Whatever reason it may be, a strong company culture can have a profoundly positive effect on business progress. With a set of employees (across all levels) who buy into and participate in the cultural values of a company, business growth can happen much more quickly, with positive effects also seen in employee retention and job satisfaction rates.Identifying company culture can be done in several ways – from asking employees themselves, to visiting sites like Glassdoor, reading the company core values or ‘About Us’ section of the website or asking careful questions in the interview process.Maintaining company culture can be a tricky business. While on one hand, an excellent culture can have an accelerating effect on growth in the early days of a start-up, that can bring about its own set of potential issues in terms of keeping that same culture through a scale-up. With more employees being hired in line with company expansion, company culture is at risk of changing if a number of hires are bought into a business at this point that don’t align with the culture.Ultimately, experienced founders and CEOs who allow for company culture to thrive will experience much smoother scale-up experiences than those who don’t define it early on. Here are a few ways that you can maintain company culture while scaling up your business:How to maintain company culture while scaling up Make the right hiresThe hiring process is the most crucial part of maintaining company culture. The dilemma a lot of businesses face is: should the priority be academic qualifications or the best cultural fit? It’s not always easy to balance those two elements, but when employees are aligned with your goals, mission statement and behaviours, it stands a chance that they want to work there for more than just the salary – and will consequently be more productive, driven and likely to work out as hires.Ask candidates questions about their aspirations within the company and in their careers. The answers they give will be a big clue in terms of determining whether they will be a suitable fit for your company culture. Andy Wadsworth, Associate Director for Morson Talent's Technology Division, stresses the importance of prioritising the person over the qualifications:"Bear in mind that skills or qualifications developed during a working lifetime can be expanded and honed through coaching and training. Cultural and personal values are based on an individual’s psychology, developed in some cases half a lifetime ago, they are far less likely to adapt to your requirements. Companies who strive for the perfect skills match, because it’s easier to quantify, often have issues with hiring and retention due to culture. Focus on the person not the skills.” Making the right hires also encompasses gender inclusivity. According to research, a gender balanced workforce provides a more productive company culture in tech. Diversity in the tech industry is notoriously an ongoing challenge, but telecommunications giant Sky is aiming to bridge the tech skills and diversity gaps through their ‘Get Into Tech’ programme. This offers women free training in web development in elements like HTML, JavaScript and CSS. They hire large numbers of women off the back of this programme, many of whom had no experience of working in IT and technology before. An inclusive company culture is a culture that will retain employees and flourish, making those scale-up challenges a lot easier. Get feedback Particularly in the start-up stage, getting feedback from employees is crucial. The feedback leaders or founders receive at this important stage can often inform how the company culture changes or pivots.Always ask your employees what your company goals are, and reiterate what you’re trying to achieve as an organisation. Find out what employees like about the current working arrangement and what they’d like to change. This can either be done directly during team meetings or indirectly through anonymous surveys.If you find your employees are hesitant to provide public feedback, this might be reflection of a problem with your company culture. Businesses that allow their employees to provide honest feedback that will be listened to and considered are able to be more agile in terms of competitor advantage and cultivate a more productive and happier working environment. Be yourself Don’t force it. There are few things more likely to hinder organisational success than a culture that doesn’t reflect the personalities of those within it being forced upon them. There is no easy way to define a culture, especially early on, so let it grow organically and be yourself. Those things become your culture, not a defined set of rules.Start-ups are almost always lean organisations where every founder member has an emotional stake in the company’s success. They live and breathe the business and the values they have reflected on to it. This must remain true even as the business expands. Don’t be afraid to be different, personal and unlike any other business. If your values shine and they are honest and true, you’ll attract the right people every time. Rebekah Lee, Group Head of Marketing at Morson, talks about the importance of company brand and identity:“'How are we going to keep that special culture we have?' – it’s a difficult question, which not every company who scales responds to effectively. As you scale, your people and product may adapt and change but your vision, what you stand for and what you value is core to your business, always.One steadfast way to ensure your culture grows with you is to connect it with your brand. Define your vision, value, aspirations, and purpose and communicate it simply. Ensure your current team understands and believes in your vision so they live, breathe, and become advocates of it.Make culture externally perceptible through employee testimonials, behind-the-scenes social video and weave it into every touchpoint of the recruitment process. Internally, place the employee experience first, communicate on a personal and company level and prioritise feedback.Remember, we all change and evolve as we grow, and your company’s culture is no different. Defining who you are and making it tangible and authentic so you invite people into your company who share in your values and vision will empower your cultural ecosystem, no matter how quickly or widely you scale."​If you’d like to know more about our people and culture expertise, get in touch at We’d love to hear from you.

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    Sending data through beams of light? Everything you need to know about Li-Fi

    What if there was a way to connect to the internet and benefit from a direct connection with much faster speeds? Enter Li-Fi! Wireless technology that could hold the key to solving the challenges faced by 5G.Read more and watch the Ted Talks video to get up-to-date with the latest in wireless tech!The use of radio technology such as Wi-Fi and cellular touches almost all aspects of our everyday lives and significantly underpins many of the services upon which we rely. In today’s connected world, most households in the UK will have a broadband connection along with a mobile device. However, as our technology intake increases, so does the strain on our networks.But what if there was a way to connect to the internet and benefit from a direct connection with much faster speeds? Li-Fi…What is Li-Fi?Li-Fi (Light Fidelity) is a mobile wireless communication technology that utilises light to transmit data between devices rather than radio frequency. Li-Fi could hold the key to solving the challenges faced by 5G. By transmitting at multiple gigabits, it is deemed more reliable, virtually interference-free and uniquely more secure than radio technology such as Wi-Fi or cellular.How does Li-Fi work?It enables users to send and receive data through beams of LED light and has been dubbed the next generation of wireless that is ready for seamless integration into the 5G core. With Li-Fi, your light bulb is essentially your router. It uses common household LED light bulbs to enable data transfer, boasting speeds of up to 224 gigabits per second. Check out the TED talks episode below where founder, Prof Harald Haas, demonstrates how a standard LED lamp could be used to transmit high-resolution video directly to a receiver placed just beneath the bulb. ​​What are the advantages of Li-Fi?Li-Fi was developed almost a decade ago by Edinburgh University’s Prof Harald Haas. One of its main advantages is that its data spectrum for visible light is 1,000 times greater than the RF spectrum so there’s more capacity to drive bigger bandwidths and higher data rates. Li-Fi developers have already demonstrated speeds of 224Gbps in laboratory conditions and expect 1Gbps or above – around 100 times faster than conventional Wi-Fi – to become the norm. Because data can be contained within a tight area of illumination, there’s little risk of interference and it’s also highly secure: while radio waves penetrate through walls and can be intercepted, a beam of light is confined. Its developers have already identified a number of potential scenarios in which could benefit from the technology. These range from its use in smart office spaces to providing domestic ‘hotspots’ in high-bandwidth areas such as living rooms and bedrooms. Pure Li-Fi co-founder and CTO Mostafa Afgani explained: “Where we can really bring a benefit is in the crowded radio spectrum where we see the launch of a new wireless LAN standard pretty much every year but fail to deliver those data rates in practice because there’s just so much RF noise and interference out there… By offering to shift that communication to a different band – the light band – we can now provide another wireless channel that can deliver those data rates over a medium that is much more reliable and can actually deliver the quoted data rates.” What are the disadvantages of Li-Fi?Li-Fi signals cannot pass through walls, so in order to enjoy full connectivity, capable LED bulbs will need to be placed throughout the home. Not to mention, Li-Fi requires the light bulb is on at all times to provide connectivity, meaning that the lights will need to be on during the day. Not the most energy-efficient.Clearly, despite all of its many advantages, light-based communication relies on line of sight to work, and for this reason, it’s viewed as a complementary technology to existing wireless solutions rather than a replacement.Are you searching for a new role in the IT and Digital industry? Our specialist team is best placed to help you search for your next career in IT

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    Tasha Jonas, Campbell Hatton and Marcus Morrison represent Team Morson on a stacked card!

    ​Three of Team Morson’s fighters competed on an action-packed Matchroom Boxing card this past weekend headlined by Heavyweights Derek Chisora and Joseph Parker. Campbell Hatton was the first out representing as the 20-year-old delivered a composed and classy performance to get a 40-36 points victory over Levi Dunn. Campbell was familiar with his opponent, as the two had previously sparred each other. However, it’s a completely different experience under the bright lights:"There’s still room for improvement but I’m buzzing with it. I’ve not had probably 10% of what I had to do last time. I’m grateful for it. I think I was hurting him a bit more this time. In a spar, it isn’t about taking them out is it. He was doing a lot of holding. He’s a tough kid and he’s done the job that he was here to do. I think I would have got him out of there if there was a bit less holding” This was the first time Campbell boxed in the Manchester Arena, the same venue his father created so many unforgettable memories for boxing fans over the years:"My heroes have boxed here, so it’s a box ticked for me. It was weird walking down the ramp with no crowd. I can’t wait to do it again here when it’s packed. It’s not new to me now, I’ve got a bit more used to it. I’ll be straight back in the gym ready to go again. It’s all learning, and by keeping busy, I think I’ll be flying soon.”Later in the night, Marcus Morrison showed resilience as an underdog against Chris Eubank Jr as the Gallagher’s Gym fighter lost a 98-92 decision against Eubank Jr. This was the biggest fight and stage of Morrison’s career and the 28-year-old held his own in numerous fierce exchanges throughout the fight and will be no doubt be looking to get back to winning ways later this year. Finally, the biggest fight on the card for a Team Morson fighter and the people’s main event saw Natasha Jonas take on female P4P number one, Katie Taylor for the Undisputed Lightweight world title. What followed was another Fight of the Year candidate from Morson’s Jonas, as the Liverpudlian was narrowly defeated in a thrilling battle, with Taylor winning 96-94, 96-95, and 96-95 on the scorecards.Joe Gallagher believes Jonas has earned a rematch with the performance and believes an arena full of packed fans is what this caliber of fight deserves as he told Sky Sports:"I had it level after eight. Tasha lost the ninth, got to give Katie the ninth. Round 10, I thought Tasha won the first minute and-a-half and Katie finished strong. It could have been level, or a round to Tash. I said to Tasha, 'It's a draw, or it's a round your way, or a round her way. It's very close.” He continued: "I've heard people say, 'Katie has got lots of mandatories.' Yes, she has, but when there is a demand for a rematch, they have to step aside while this is unfinished business. Financial-wise, everything-wise, everything looks to Natasha Jonas and Katie Taylor, and I think Natasha Jonas - that's the logical fight for Katie. It was that close a fight." A massive congratulations to all involved and representing the Morson brand so proudly! We can’t wait to see Campbell, Marcus and Tasha’s next fights and hope they enjoy a well-earned rest!

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    Green collar working: the top skills for renewable energy jobs

    ​Over the past couple of decades, environmental and green energy concerns have been growing steadily in the collective conscience. The coronavirus pandemic and the associated travel restrictions bought about a dramatic dip in global emissions, and for the first time ever in the UK, the amount of energy generated from renewable sources exceeded that which was produced by traditional fossil fuels in Q1 2020. All these elements combined means that the move towards a greener world is being accelerated, with sustainable and renewable concerns now at the forefront of global innovation.This has resulted in a decline in the fossil fuels industry but a rise in renewable energy. The sector is marrying innovative technology with huge government investment to become one of the biggest growing industries. Consequently, many people across all levels of the energy industry are looking to the future and the renewable energy jobs that will be created as a result of this. Enter the world of the green-collar worker.But what kind of green-collar jobs are being created in renewable energy? From wind farms to solar stations to hydroelectric plants, the variety is huge, and with it comes different types of jobs in renewable energy.Types of renewable energy jobsImportantly, the green collar renewable energy jobs of the future will be across a very broad scope. Far from just being green engineering roles, the new roles will encompass business and finance, information technology, project management, construction and more. Even for people without a specific background in renewable energy, there are many areas of businesses that will require broad skills like leadership and management and general engineering.Offshore wind alone supports 26,000 jobs across the supply chain in the UK alone, and this is expected to rise to almost 70,000 within the next five years. These are not all strictly energy engineering roles - many of them are roles in project management, communications, and procurement. One single renewable energy project requires a diverse set of skills. But what skills are sought-after in renewable energy?​Skills in renewable energy jobsGeneral engineeringOf course, fundamentally some of the most sought-after skills for renewable jobs are general engineering. Many current engineers possess skills such as technical knowledge, ingenuity and experience working on multiple diverse projects, even if they have never worked in renewable energy. Electrical engineering knowledge, for example, is particularly sought-after due to the nature of power generation. Engineering will play a key role in the innovations of the future and creating the next generation of cutting-edge technology – even if you have a background in aviation engineering, for example.​Project ManagementProject Managers possess skills that can be applied broadly across different sectors. Leadership, management, an ability to juggle multiple priorities simultaneously and a strong background in budget management are all excellent skills that will be required in new renewable energy projects. Any candidates with a track record of working on civil engineering roles or managing construction projects would be ideal in these projects, as many new renewable energy centres, be it solar, wind or hydroelectric, require extensive groundwork and construction before the plant can begin working.​Sustainability Professionals/EcologistsBuilding new wind farms, solar power plants or hydroelectric power generators often involves construction in countryside areas or parts of the ocean that have not been built in before. Therefore, both onshore and offshore facilities require extensive ecological impact assessments to ensure minimum impact on the environment. These assessments often involve ecological mitigation programmes where the impact on local wildlife is assessed and plans are put in place for moving or avoiding natural habitats. Ecologists and sustainability professionals must work extensively across construction and infrastructure projects like road and rail networks to ensure minimum impact on the environment and the sustainability of species in the area. With construction at the centre of renewable energy, candidates with these skills will be required throughout.Offshore skillsWith many wind farms being built and maintained in seas and oceans, candidates with offshore knowledge, even in other energy production methods like oil & gas, will be required to service the farms. Offshore skills like Sea Survival that are taught broadly across many roles that involve working offshore will be incredibly useful for new wind farm projects, and even if these roles require more renewable energy specific training, having a good footing in offshore working will set engineers ahead of the pack in particular.Solving a green-collar skills shortageOne of the key challenges associated with a booming and relatively new sector is finding the right talent, which can lead to a skills shortage. According to the Global Energy Talent Index, 80% of hiring managers highlight skills shortage as a key challenge in the renewable energy industry.There are several ways the industry is working to combat this. One is partnering with the academic sector to encourage more students to specialise in engineering and other relevant studies. Another way is to educate people currently within the energy industry as to how their skills might be useful on upcoming renewable energy projects, particularly if they currently work in a sector like oil and gas which is shrinking.Want to find out how you can transfer your skills into renewable energy? Read our guide to the key transferable skills oil & gas workers have that make them ideal for the renewable energy industry here.

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    Morson shortlisted in FIRM Awards for Best Supplier Partnership

    ​Morson is excited to be shortlisted in the 2021 FIRM Awards in the category of Best Supplier Partnership!Established in 2013, the FIRM Awards celebrate the brightest and best of in-house recruitment excellence, best practice and innovation. They provide an opportunity to celebrate and recognise achievements across the industry.Morson is shortlisted for its supplier partnership with Atlas Elektronik UK (AEUK). Based in Dorset, AEUK is a defence and maritime high-technology enterprise, with an excellent reputation, particularly as a supplier of sonar systems. Our submission highlighted the integrated partnership with AEUK. From the very onset of the relationship, Atlas was supplied a dedicated Account Manager who works on-site, in Dorset, acting as an in-house hiring manager but with the requisite duties of an external supplier.Prior to working with Morson, AEUK’s total time to hire from the interview stage was extended, impacting its hiring success. Following Morson’s appointment, systems were implemented that automate several elements of the process; today, Atlas simply approves a role requirement before handing the entire process to Morson. AEUK’s Account Manager briefs relevant, specialist teams about the role and niche skillsets required, after which the Morson team feedback with suitable candidates.In doing so, Morson has developed a true picture of the business, meaning the entire hiring process has become more efficient and tailored to Atlas’ needs. For example, a bespoke ATS system has been put in place to manage the entire recruitment journey from CV submission through to interview, negotiation and onboarding, acting as a one-stop-shop for Atlas’ entire recruitment process and talent strategy.A set of formal KPIs and SLAs have been implemented to ensure that the business’ recruitment needs are met but also shape how the partnership between AEUK and Morson can become even more honed, to create ongoing improvements. Throughout the COVID-19 pandemic, with AEUK a key manufacturer in several essential industries, it was business as usual except for a number of small changes to ensure Atlas could continue to recruit in a safe and socially distanced manner. Morson implemented remote interview technologies and online hiring practices, which achieved the same levels of efficiency as previous, face to face processes. Morson Talent is one of the largest and most respected names in recruitment and talent solutions. Focusing on excellence for employees, candidates, contractors and clients, Morson operates from 50+ global locations, has 10,000+ contractors working on-site, processes 700,000+ timesheets a year and deliver c.20million people hours to client projects.We are delighted to be shortlisted for this award, a look forward to the awards ceremony, which takes place on Thursday 17th June 2021. Find out why clients and candidates alike stay with us. Read more about our service offering, or search our latest jobs now.

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  • 4 professional qualifications to take your construction career to the next level

    If you feel like your career progression is beginning to slow, it might be time to reinvigorate your credentials and gain a new qualification. Within the ever changing construction industry, keeping up-to-date with the latest innovations and regulations is essential to continued development, as is gaining the relevant construction qualifications necessary for your specialism. To give your CV an edge over your colleagues’, here are four professional qualifications to take your construction career to the next level.1. Chartered Institute of Building (CIOB) qualificationWho’s it for?Any professional who’s looking to pursue a career in construction, building services, engineering, management of built assets or management in the built environment.What is it?A CIOB qualification is a recognised university degree or training course that requires a high level of professionalism and competency. The CIOB recognises a number of courses and training programmes, so you may already have the credentials to become a member.Check to see if you already qualify for CIOB membershipTo become a fully chartered member, you will need to complete a MCIOB structured programme which is a combination of both theoretical and practical study, followed by an exam. To start the programme, you’ll need to have met the academic requirements before you apply.Is it worth it?The CIOB is an internationally-recognised organisation which indicates to an employer that you are an employee of the highest calibre within your field. Specialising in management and leadership within construction, the institute boasts a Royal Charter with 45,000 members worldwide, and its qualifications can earn you an extra £152,000 throughout your working life.2. Institute of Civil Engineers (ICE) Law and Contract Management qualificationWho’s it for?Civil engineers who want to improve their understanding of contracts.What is it?The Institute of Civil Engineers (ICE) accredits various exams related to law and contracts. The ICE Law and Contract Exam covers topics such as contractual conditions, their legal framework and the management procedures you need to successfully complete projects. Split into three modules – a law module, NEC module and a higher ICC / NEC Contract Management Exam – each part has its own assessment.The ICE also provide a number of training courses to help you pass the exams, so keep an eye out for when the details for these are released.Is it worth it?As civil engineers are increasingly having to deal with more issues around contracts, understanding how the law and practices work is essential. As well as making you a more attractive candidate to employers, if you’re working towards your Chartered Professional Review, passing the exam will help to develop your commercial awareness.3. The Institution of Structural Engineers (MIStructE)Who’s it for?Ambitious structural engineers, especially beneficial for structural engineers who are looking to work abroad.What is it?A qualification recognised by employers that signifies your professional excellence, the MIStructE grants you Chartered Membership of the Institution of Structural Engineers.To obtain the accolade, you’ll need to hold an Institution-accredited degree in civil or structural engineering, or hold an Institution-approved equivalent qualification; successfully complete the Institution’s Initial Professional Development (IPD); and attend and pass a Professional Review Interview (PRI) and the seven hour Chartered Membership examination.There are also a few alternative routes to Chartered Membership, so make sure you take a look if you don’t think the above is applicable to you.Is it worth it?Becoming a qualified Chartered Member of the Institution of Structural Engineers is acknowledged by prospective employers as both a personal achievement and an indication of professional competence. Only the best structural engineers successfully meet the Institution’s exacting entry requirements, so obtaining the membership can catapult your career. Furthermore, having a MIStructE qualification automatically entitles the holder to register as a qualified structural engineer in a large number of countries, which is great if you’re interested in working abroad.4. The Chartered Institution of Highways & Transportation (CIHT) EngTechWho’s it for?Anyone who can demonstrate they have the required professional capabilities to UK-SPEC standards. This could either be technicians who have completed engineering apprenticeships, have recent qualifications and on-the-job training, or professionals who’ve been working in the industry for many years.What is it?The EngTech is a recognised qualification of quality for engineering technicians. First, you’ll have to complete an initial assessment which will determine what route you’ll need to take to gain the professional qualification. Once your pathway has been confirmed, you’ll need to put together your EngTech application along with the help of a mentor.You’ll need copies of all your qualification certificates, your CPD record for the past 12 months and to fully complete the application form which needs to be signed off by a sponsor.Is it worth it?The EngTech qualification enhances your status amongst employers and colleagues, as well as working hand-in-hand with membership of the CIHT. This means you’ll have access to learning, networking and career development resources, not to mention providing you with a route to progress on to further qualifications such as Incorporated Engineer (IEng) and Chartered Engineer (CEng).Looking to take the next step in your career at a different company? Browse our latest job listings to see what opportunities are out there for you. 

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    Rugby Round-Up: Sale defeat Worcester and Salford secure huge win!

    Sale Sharks continued their winning streak with another thrilling win, this time away at Worcester, whilst Salford recorded their first Super League win of the season over local rivals Leigh Centurions.Worcester Warriors 32-35 Sale SharksThe home side had an 11-0 lead inside the first 30 minutes after a penalty and a great individual try from Jamie Shillcock, but a try from Sharks’ youngster Conor Doherty reduced the deficit before half time.  Francois Hougaard extended the Warriors’ lead at the beginning of the second half and Sale again responded with a try of their own minutes later through Byron McGuigan. Arron Reed and Coenie Oosthuizen charged over to give the Sharks some much-needed breathing room, but this was only momentary as the rollercoaster nature of the game continued.Hougaard got over for his second of the day for Worcester, with just three points separating the sides heading into the final minutes. The away side continued to show their resilience, as Dan du Preez powered over, and proved to be enough to seal the win in a highly entertaining game, despite a late third try from Hougaard.Worcester Warriors: Shillcock; Howe, Lawrence, Venter, Hearle; Smith, Hougaard; Waller, Annett, Schonert, Bresler, Kitchener, Hill, Lewis, Van Velze.Replacements: Miller, Thomas, Palframan, Clegg, Dodd, Kvesic, Simpson, Doel.Sale Sharks: Hammersley; McGuigan, S James, Doherty, Reed; MacGinty, Cliff; Rodd, Langdon, John, Wiese, JP Du Preez, Neild, T Curry, D Du Preez.Replacements: Ashman, Morozov, Oosthuizen, Phillips, JL Du Preez, Quirke, Wilkinson, L James.​ Salford Red Devils 34-8 Leigh CenturionsSalford responded from a difficult first half to put on an impressive attacking display in an important victory. A well-worked move from the Centurions saw Matthew Russell get over for the opening try, but the Red Devils were quick to respond through early replacement James Greenwood.Leigh restored their lead, however with Ian Thornley touching down on the left side, with the away side 8-6 ahead at the break. The Red Devils began the second-half with attacking intent as Kevin Brown scored and Ken Sio followed up with a brilliant individual try, running the length of the pitch to get over.Salford looked to put the game out of reach from Leigh as Brown and Atkin added further tries with confidence growing in the home side.Harvey Livett recorded the final score of the day in the 79th minute to wrap up a great second-half performance.Salford Red Devils: Kear, Sio, Inu, Costello, Williams, Lolohea, Brown, Mossop (capt), Patton, Ikahihifo, Livett, Roberts, Wells.Interchanges: Greenwood, Lussick, Atkin, Burke.Leigh Centurions: Mullen, Russell, Gelling, Thornley, Brand, Reynolds, Brierley, Bell, Hellewell, Thompson, Flower, Hood, McCarthy.Interchanges: Ioane, Gerrard, Gee, Peats. ​Salford next take on Castleford Tigers in the Challenge Cup, whilst Sale Sharks host Leicester under the Friday night lights! We wish both teams the best of luck this week and will be showing our support!

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    'I’m not just a director in a highly technical role; I’m also a confidant, a friend, a sounding board, and I’m really proud of that.’ | Women Leaders Series

    Sian Whittaker joined EC Harris in 1999, prior to its merger with design and consultancy giant, Arcadis, in 2011. Having undertaken accountancy qualifications in her early years in business, Sian has since worked across several roles within Arcadis, and is now a senior leader and director. In this blog for our Women in Leadership campaign and as a Morson client, she shares her best advice for people wanting to progress in their careers; what we can all learn from one another; why equality must go beyond gender and how letting children make their own mistakes is the best thing we can do for them. “There’s no ‘typical day’ in my role; every day is different and many days I’ll be asked to do something I’ve never done before. But primarily, I focus on making sure that people want to come to work, that they’re able to work on projects which can make a lasting difference in society, that they are safe while they’re with us and are safe when they go home, too. I’m responsible for ensuring consistency in attitudes, values and culture across all our people – perm staff and contingent labour – so I spend a lot of time understanding what our employees think about, and what they’re experiencing. This is very rewarding and helps me better determine how we can tailor our service for clients, ensuring they receive something different from our delivery compared to that of our competitors. “I didn’t take the typical route to this role that people might expect. I didn’t go to university, I don’t have a degree, and my accountancy qualification was undertaken while I was working here in a junior role. I’ve experienced big challenges to get to where I am now but am lucky to have always been surrounded by people who wanted to help and support me, so I focus on paying that back to our team. It’s only when you’re able to look back that you can say ‘I’ve done really well before; I can do whatever is in front of me now’. “A part of my role that many don’t know about is how much time I spend listening. I’m not just a director in a highly technical role; I’m also a confidant, a friend, a sounding board, and I’m really proud of that. I am an official mentor for our internal team, and have coaching duties outside of the business, too. It’s so important to invest your time in other people, because we all have something to learn. In my role as a mentor or coach I’m supposed to be the one sharing knowledge of guidance – and I make sure I do that to my best ability – but I’m also able to spot really insightful behaviour, tenacity and innovation, which I can learn from myself, but can also be channelled back into the business to help it grow. “It’s always been a priority of mine to ensure we are welcoming placement year students from Manchester University into our team, which mentoring feeds into. The benefits of working with these eager young people are so invaluable – for us, but mainly for them. When I came into business, work experience wasn’t a thing, and I had no idea where to start but I knew I wanted to do my very best. Someone spotted something in me and I was able to climb the ladder. Only by bringing young people – our future leaders – in at a young age will we spot what the next 10 or 15 years might look like. We embed them into everything, only ever asking them to do tasks we’d be happy to do at director level, and we see so many stay on with us for the long term. They teach us what we need to know about how young people think today, and we’re able to add some serious talent to our ranks. “Lots of students who join us will ask for my key pieces of advice to do well – how they can thrive, impress and forge a long-lasting career. I start with asking them what it is they enjoy doing and if they’d like to make this part of their job role. If they do, we look at the stepping stones we can put in place to adapt their existing role around that, as soon as possible, so they begin gaining experience straight away rather than having to wait for a promotion. “Then I tell them to get rid of any timeframes they might have in mind for their life and certain milestones. Everyone seems to want to do something by a certain point and if they don’t achieve it when they think they should, they beat themselves up about it. I say if you want to get somewhere, whatever route you take, we will get there together, but only when it’s meant to be. “I advise them to remain authentic and true to themselves. Not everyone has the support in their role that I’ve been lucky to have but you’re more likely to get it if you’re always honest about who you are, what you want to achieve and how you intend to get there. This doesn’t have to come across as arrogant – stay grounded and real. It’ll help you get to where you want to be. “Equally, everyone should analyse the difference between their own perceived weaknesses, and the perceptions of those around them. People are their own worst enemy and often think they’re terrible at things that other people think they are brilliant at. Understanding how other people look at you helps develop your strengths, means you can learn more about yourself and instils great self-belief. “I am also a big believer in failure. You have to get things wrong to get things right. That’s one of the most important messages we can tell our children – it’s okay to make mistakes, and it’s okay to find your own solution when you do – we’ll be there to catch them when or if they fall. I’ve always felt in a safe place to make mistakes; Arcadis provide a comfort zone for learning and making those errors in your role, you’re supported to use your decision making skills to forge a path out of it, and resolve the situation. “That, to me, is an essential part of leadership – being so approachable in your nature that people can tell you the good, the bad and the ugly. Listening to people, showing you have time for them – irrelevant of what’s going on in your own world – is one of the best gifts you can give. But you must be conscious in your listening; pay attention, listen to what’s not being said as much as what is. You should never act on your first or second thought or response to what someone is saying; think about what is it they need from you before you react. Because your reaction is what builds up the trust that person clearly is reaching out for. “In a previous life, there were occasions when in meetings, I was trying to speak up and people would physically stand in front of me so I couldn’t be heard, or so they could get their point across first. It took time for me to build up the courage to speak to someone about what was happening, and I was coached to react differently. Someone listened to my challenge and taught me how to create a different outcome, but it was those coaching sessions which encouraged me to think I could eventually become a leader within this business. “Everyone has a right to be in the role they want to be and at Arcadis we are good at promoting that. It doesn’t matter who you are or where you’re from – if you have the technical competency, and are willing to work hard, you can achieve anything. And yes, we work in a predominately male sector but as a business we have made great advancements in our gender balance and inclusion agenda. Our senior leadership team is now a 50/50 split between males and females. And women aren’t in their roles because they’re women; it’s because they’re fantastic at what they do. “And that’s a great position to be in but, of course, complete diversity across the board is a much better achievement to head towards. We must strive for diversity in ability, race, sexuality and more if we want our business to be representative of the world we live in, and if we want the best talent in the industry. And Morson, as our talent partner, has become key in this process. Their own ED&I ambitions match our own, and they can envisage with us how a diverse scope of talent today will help us create a more resilient business in the future. But that also requires working with all the people who influence young people now, ensuring they share our message that you can be whatever you want to be. “If I could achieve one thing moving forwards, it would be to become the person that other people look to and think ‘if she can do it, I can too’. Because there is nothing more rewarding than spotting the potential in someone when they’ve come to you for leadership and then, years down the line, knowing they’ve achieved their ambitions and are now in a position of leadership themselves.” ​We're committed to supporting people to achieve their ambitions. If you would like to find out how we can support you to diversify and empower your workforce or would like to be involved in our Role Models or Women in Leadership series please email​

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    Transitioning skills and knowledge from oil & gas to renewable energy jobs

    One of the lasting impacts of the coronavirus pandemic was a sustained downturn in the oil & gas industry. However, the renewable energy sector defied Covid-19 and saw record growth in 2020. In the early months of 2020, the power generated in the UK by clean, renewable sources was greater than that which was generated by traditional fossil fuels. This was the first time this had happened before and signals a change in the energy industry and consequently energy jobs. The sector will need to restructure in line with changes in the global energy demands and the Paris Agreement (as well as the USA’s re-entry into it) will further accelerate these changes.So what does this mean for the future of jobs in energy, in particular in oil & gas? The downturn in demand may result in several traditional roles becoming obsolete over time, but contractors with skills in oil & gas need not panic, because a lot of these skills can be transitioned across to the renewable energy sector. We guide you through how, and what the most sought-after skills are:Oil & gas skills in demand in the renewable energy sectorOffshore skillsOffshore technology and processes that are like those which are used in oil & gas are used extensively in the renewable energy industry and the construction, engineering and management skills required to execute them are just as similar. Candidates with civil engineering backgrounds and oil & gas experience with offshore structures are highly sought-after in the renewables space.Electrical engineering & high voltageWorking with high voltage electrical equipment is something that is parallel across both oil & gas and renewables. Knowledge and experience in this area makes you a suitable candidate to transition between the industries.Safety and general engineeringAlthough each sector will tend to have slightly different standards, health and safety skills are highly transferrable between industries – additional training may just be required when changing industries.Top tips for transitioning between the oil & gas sector and renewables:Know the marketStats from RenewableUK suggest that if the Government takes steps to maximise the economic benefits of renewable energy, a surge in contracts for renewable energy projects will result in a tidal wave of £20billion in investment and 12,000 new jobs in energy and construction. With that will come recruiters looking for transferable skills but these recruiters won’t necessarily be fluent in the terminology used in the oil & gas industry. Research the terms that are equivalents across each industry to make your CV more likely to appear in searches. Recruiters use keywords on platforms like LinkedIn, so make sure your profile is up to scratch along with your application and CV. Making yourself as visible as possible is important, particularly in areas where there is a high concentration of renewable energy candidates. Our research indicates that some of the key areas where there is a high density of renewable energy jobs include areas of the south west of England, like Brighton and Guildford. Standing out from the crowd is even more important in these areas.Know qualifications and what fitsThere are a lot of broad skills which are easily transferable between industries. Some of the key roles would be Project Management or Supply Chain Management. If you’re applying for these roles in renewables, don’t think that this means you have to eliminate all mentions of oil & gas from your CV. If you have experience managing large energy projects, you will have relevant industry experience that is valuable on its own. Make sure you reference key qualifications across leadership, health and safety or management that are relevant regardless of industry.TrainingGlobal Energy Group, for example, invested in Global Wind Organisation training for its technicians who already had relevant experience, qualifications and transferable skills to make them suitable for renewable work. The crew undertook a week-long course specific to the offshore wind sector including Working at Height and Sea Survival. Keep your eyes open for training opportunities either before you are looking for a new role or as part of a potential new role. If you have qualifications in oil & gas and experience, there’s a good chance a renewable energy company will be able to provide training to get you over the line.We're helping to power a green future. Search our latest jobs in renewables here. ​

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    Smart recruitment for smart infrastructure: our partnership with Costain

    Costain, the smart infrastructure solutions company, has used the Morson Group as its talent partner for well over a decade, benefitting from our extensive candidate reach and proven business improvement processes. A dedicated divisionHaving developed a dedicated, 20+ strong Costain recruitment team at the start of our relationship, we have been able to truly align with the business’ disciplines, implementing a four-step process which ensures the firm can meet its objectives to budget, and on time, for every project. As part of our vacancy approval service, we delve into Costain’s future, flexible workforce needs, then talent pool candidates ahead of the approval process, to deliver a more efficient talent solution. For new requirements, we work with Costain’s discipline leads to understand all elements of the roles available, ensuring contractors are delivered with the right experience, qualifications and skills. Equality and diversity are the foundations of our candidate attraction and recruitment processes. We support Costain to write job adverts that are inclusive and encouraging of all qualified candidates to apply so that no implied barriers exist. During the hiring process, we provide a 3:1 or better CV to interview ratio. We act to time-bound performance targets to ensure a consistent candidate and hiring manager journey throughout, while our onboarding and time capture programme is digitally optimised. Through our contractor care team and online timesheet solution, we provide all Costain hiring managers and contractors with a dedicated point of contact whilst retaining a fully auditable log of compliance and hours.Covid considerationsIn March 2020, Costain temporarily paused some of its operations at the very start of the Coronavirus pandemic. We adapted our delivery rapidly but effectively in order to ensure it could continue operations, keeping its contractor workforce updated on process and policy changes as they emerged. In line with new legislation, we implemented a ‘Covid-19 Support Hub’ for Costain, arming its permanent team, as well as its contingent labour, with support as the world around them continued to change. As well as offering advice on workplace safety audits, flexible workforce solutions and providing interim HR support, the hub also shared advice on maintaining physical and mental wellbeing through a seriously challenging period of time, and as sites became operational once more. While Covid-19 enforced an alternative way of working throughout 2020 and into 2021, we are committed to achieving the same outstanding levels of service we have for Costain across our previous years working together. An ongoing commitment Throughout our partnership, our dedicated talent team has filled more than 2,000 contractor roles on schemes, our robust delivery has seen us achieve 98% of KPIs, and we’ve achieved significant cost savings via our commercial and strategic recruitment model. Richard Howell, head of supply chain at Costain, said: “Morson’s partnership is one of our more strategic relationships; it’s collaborative, integrated and highly effective. The team is client focused, has an in-depth understanding of the markets we’re involved in – and those we want to enter in the future – and how we operate, and can anticipate our needs and support them through to fruition. “The quality of their people is paramount, and they leave no stone unturned. We require specific engineering disciplines and operational skills, which are always delivered. Morson is transparent in its reporting, always open and honest about its results, which have been consistently strong in our time working together. “Morson is viewed as part of Costain, because the team is driven to go above and beyond their remit, supporting us to achieve our own objectives.” ​It's our specialist expertise our clients come for, and their personal experience that makes them stay. If you would like to find out more about our talent solutions and how we can help your organisation cost save, continuously improve, and transform, get in touch with Morson director, David Lynchehaun at

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    Rugby Round-Up: Sale edge Gloucester and Salford suffer defeat

    ​This past weekend saw two of Team Morson’s Rugby sides continue their journey in their respective sports. Sale Sharks moved to third in the Gallagher Premiership with a thrilling win over Gloucester, whilst Salford continue to look for their first win in the Super League this season with a defeat away to Catalans Dragons.​Sale Sharks 25-22 Gloucester The Sharks opened the scoring inside the first ten minutes as a great break through the middle from Rob du Preez saw him find Faf de Klerk who went over for the try. Johnny May responded for the away side soon after, but Sale soon responded as a brilliant offload from Sam James put through Aaron Reed, who charged his way through the Gloucester defence to get his second try of the season. Sale were forced to play the rest of the game a man down and up against the odds, as Rob du Preez was sent off in the 26th minute for a tip-tackle. The Sharks showed their grit as Marland Yarde got over early in the second half to extend the home side’s lead, but Gloucester fought back with tries from Santiago Carreras and Willie Heinz drawing the Cherry and Whites level with just over ten minutes to play. Sale edged in front with a cool and calm penalty from AJ MacGinty to set up a nail-biting end to the game.  The late drama continued as Mark Atkinson thought he scored a winner for Gloucester minutes later, only for the try to be denied due to a knock-on in the build-up. Sale held on for a huge win going towards their push for a play-off spot and it was a great way to bounce back from the previous week’s exit from the Champions Cup.​Sale coach, Alex Sanderson gave his post-game thoughts: "It [discipline] is addressed, constantly addressed, through our behaviours, through an awareness. Any discipline has got to be self-discipline.We're going to get caught out at some point, it does need to improve. I thought the discipline generally was good but it's the yellow and red cards you're talking about.We're such a physical team, a big, upright team and we tend to give a lot of shots around the neck. This was slightly different in that it was a tip-tackle from Rob du Preez, who's not a dirty player, but it is what it is.I'm fed up of calling refs, saying 'that was hard luck', as it's out of your control. You can't control that, so otherwise you end up being quite a bitter old man if you're blaming the refs for penalties and your own ill-discipline. If you get everything right in terms of your systems, discipline doesn't come into it. If we had got our exit right, got our ruck right, it [the red card] wouldn't have happened.If you focus on yourself and focus on what you do then the rest should look after itself." Sale XV: L James; Reed, S James, Van Rensburg, Yard; R Du Preez, De Klerk; Harrison, Van Der Merwe, Oosthuizen, Wiese, JP Du Preez, JL Du Preez, T Curry, D Du Preez.Replacements: Langdon, Morozov, Harper, Phillips, Neild, Cliff, MacGinty, Hammersley.Gloucester XV: Carreras; Rees-Zammit, Harris, Atkinson, May; Barton, Chapman; Rapava-Ruskin, Singleton, Balmain, Slater, Craig, Clement, Ludlow, Ackermann.Replacements: Walker, Seville, Ford-Robinson, Garvey, Morgan, Heinz, Twelvetrees, Moyle. Catalans Dragons 46-2 Salford Red Devils It was another tough Super League encounter for Salford going up against a Catalans side that were coming into the game with three wins from their first three, and the home side showed this confidence early with three tries in the opening half an hour. Benjamin Garcia, Samisoni Langi and Josh Drinkwater all got over for the Dragons during this time, and Yaha and Davies scored similar tries to one another to further add to their lead in the second half.  The Red Devils got on the scoresheet in the 56th minute with Harvey Livett powering over on the left to score his first Super League try for the club. However, the Dragons were still on the hunt and Yaha added another two tries for Catalans to complete his hat-trick, closing a difficult day for Salford.​Salford next play Leigh Centurions in a big local derby on Friday April 23rd whilst Sale travel to Worcester on Saturday. We wish both teams the best of luck this week and will be showing our support!

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