recruitment technology usa

Morson USA

recruitment technology usa

Vencuro is Morson's flagship technology product.  

A bespoke, single sign-on system, available via desktop and mobile devices, Vencuro streamlines the full end-to-end recruitment process whilst providing our clients with full contract visibility.  With the module-based system, you can choose the modules which best suit the needs of your business, controlling and managing the recruitment process through a single touch point.​ Find out more >

Recruitment Technology

Morson’s recruitment technology helps us to retain our market leading position and is improved and developed on an ongoing basis by Morson’s dedicated ‘Business Systems and Compliance’ department.

Morson is also able to interface with third party technologies where necessary, and has experience across a range of alternative technology solutions.​

Morson has invested heavily in recruitment technology. Our sophisticated systems have been developed to support ongoing service excellence throughout our business.  Using client and candidate feedback, combined with market intelligence and research, we have created and evolved robust software to significantly improve the efficiency of our recruitment processes.

recruitment technology usa

Want to find out more about our talent technology?

We have worked alongside our client base to truly understand their needs and have created bespoke recruitment technology to support our clients’ contract objectives.

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

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

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

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

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

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

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

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

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    How do I get security clearance in the UK?

    Gaining security clearance is often an essential part of the vetting process for many public or government-related projects. Depending on the type of project and position of the role, an employee can be required to pass several low to high levels of security clearance. But if you’re a contractor hoping to work on public on government contracts in the UK, how exactly do you get security clearance? Can I apply for security clearance? Employees cannot apply for security clearance, it is the responsibility of the employer or recruitment partner to conduct a screening and background checks to ensure all employees are security cleared. Your employer will enter you into a regulated vetting process, this process should fully comply with the guidelines set by the United Kingdom Security Vetting unit (UKSV). The USKV sets the guidelines of the security clearance process that ensures the relevant information is vetted. How long will it take to become security cleared? The time it takes to become security cleared can depend on the level of clearance you need. A basic Baseline Personnel Security Standard (BPSS) check can take around 7 - 10 days. Whilst a more high-level Developed Vetting check can take up to 9 months to complete. Average time it takes to complete checks: Baseline Personnel Security Standard: 7-10 days Counter Terrorist Check: around 10 days Developed Vetting: 6-9 months Security Checks: 7-10 days What information will I need to provide? For basic security clearance you will typically need to provide your employer with basic personal information. This can include information like your nationality, date of birth, proof of address, immigration status etc. Higher-level security clearance will require you to provide more detailed information, the UKSV will look into things like your financial history, education even family history. If you are not sure about what information you need to provide you should always ask your employer or whoever is managing the vetting process. Will I have to get security cleared again? Security clearance often lasts for the duration of the employment contract. This means when your contract ends with one employer and you start work on a new project, you will likely need to get security clearance again. If you’re working on the same contract for over 10 years, then your security clearance will be renewed, and you will need to provide new information. If you are a migrant contractor your security clearance will need to be renewed every 12 months until you attain ‘indefinite leave to remain’ status.

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    4 Ways to Reach Your Full Potential and Fall in Love with Your Job

    Love is certainly in the air today as Valentine’s 2020 is upon us! When you spend so much time at work, it’s important to love your job. So how can you ensure that you do just that? We take a look at 4 ways you can reach your full potential at work, which will hopefully go a long way to ensuring you love your job too! Write down your goals This is a great starting point for anything in life! You need to know what your full potential is and exactly where you want to be in order to execute your plan. Write down where you want to be in 1, 5 and 10 years whilst mapping out what you need to do to get there. Your plan could highlight any training that you might need, progression or development of skills. Stay engaged and motivated Are you motivated to reach your full potential at work? Writing down your goals from point one will help with this if not! Staying engaged and motivated to succeed at work is a sure way to reach your full potential. Emerge yourself in the latest news and trends in your industry. Keep up to date with what’s going on at work and grasp every opportunity you can! Develop yourself through training Learning on the job plays a massive part in your professional development. Take every opportunity you can at work whether that be attending training courses or taking on new challenges to enable you to learn new skills. You can also learn from your colleague’s knowledge, their attitudes, skills, and most importantly their habits too. Organise your workload Having good organisation whilst at work is key. If you’re organised, you’re more productive and can give 100% in any task you undertake. Value your own time and make sure you’re productive every day. Being organised is a simple way to ensure that you’re happier at work as you’re less stressed and your mind is free to think strategically. Ready to take the next step in your career? You can search all of our current vacancies here. Want to catch up on our latest industry and sports news? Click here to read our blog.

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    Our Top 10 Trustpilot Reviews From 2019

    TRUSTPILOT | 7 MIN READ Tomorrow we will celebrate a year of Morson being on Trustpilot! To show our appreciation, we thought we’d share a selection of our favourite reviews from 2019 and some helpful hints along the way, showing how we can help you on your recruitment journey! Tomorrow we will celebrate a year of Morson being on Trustpilot! During the past year, we have received over 700 reviews from our contractors and clients and we’re delighted that because of your reviews, we score 4.5 stars in the category ‘Excellent’. So, to show our appreciation, we thought we’d share a selection of our favourite reviews from 2019 and some helpful hints along the way, showing how we can help you on your recruitment journey! First up, Michelle shared her experience with our recruiters… Professional approachable with constant support “The recruiter is wonderful and will make you feel at ease, they will explain things to you and if you have any questions, they will happily answer them for you. They are regularly on-site to deal with any issues and is very approachable. They don't just ditch you in the deep end with no support. Definitely deserves 5 stars.” We’re always here to support you from your initial interaction with our recruiters, right through to on the job support. Have you checked out our career advice hub? Whether you are actively looking for an opportunity, wanting to push yourself to the next level or are just starting out on your career journey, Morson recruitment teams are on hand to support you through your job search. I spoke to the Morson Team over the phone “I spoke to the Morson Team over the phone, sent them my details and was placed in a role which suited me straight away. I have been working for them for a month and I am very pleased with the service they have provided.” We’re happy to have helped Greg! Have you got all of our contact details? Click here to view our branches and their contact details. Excellent company “Excellent company, kept me up to date with new jobs when they became available. Once I received a job offer, they were on top of all paperwork that needed to be signed and submitted, which left me very little to do.” Our aim is to make the recruitment process as easy for our candidates as possible. If you’re looking for your next role, click here to search our available jobs. The best “Having been self-employed for over twenty years the idea of finding a regular job with regular hours was a little bit concerning, I needn't have worried, the ladies I dealt with at Morison were Vanessa and Abbie and I couldn't have asked for any more, both are very professional, ring when they say they would, email when they say they would and friendly whenever I had to call the office. A huge thank you for making my role into my new job so easy and straightforward.” Making the change from being self-employed to employment can be a big step and one that requires the right guidance and support which our specialist recruiters are happy to help with. In the meantime, check out our guide to working with recruiters which can help you hit the ground running. 1st week review “Been with Morson a week now and everything has been brilliant. I have already sent about 10 emails all with quick reply’s and the answers I was looking for. Timesheets and expenses are easy to complete with minimum paperwork. Special mention to Charlotte who has made sure I am finding everything ok and understanding weekly dates etc.” We pride ourselves on our efficient systems! Have you heard about our innovative talent technology, Vencuro? Vencuro is a leader in recruitment technology. The bespoke, single sign-on system gives you full visibility and control over your end-to-end recruitment process… but don’t worry, you can read all about it here. I always call Morson first for my contracts “I always call Morson first. I am an aerospace professional and I have been using Morson for the past 8 years across several contracts, They have always been efficient, focused, friendly and payments always on time; they are also trusted by many blue-chip firms so tend to be the ones that have the pick of the contracts.” Morson is the UK's No.1 aerospace recruiter, supplying the aerospace and defence industry for 50 years. We currently have over 7,000 blue and white contractors on assignment across the globe! Want to find out more? Click here. Highly competent, excellent communicator “Highly competent with excellent levels of communication. Have consistently kept me informed at all stages of the contract. Always paid on time and never any mistakes. I would not hesitate in working for them again.” You can stay in touch with us via our Facebook, Twitter, by phone ((+44) 0 161 707 1516) or by emailing If you want to hear from us more, why not check out our blog! I am grateful that Morson saw my cv and… “I am grateful that Morson saw my cv and gave me the opportunity, am absolutely loving my role, teammates and company, not many can say that an I certainly haven’t before, thank you!” Most of the time, the hardest part of job hunting is knowing where to start. Whether you’re deciding what role you would like to focus on, or you’re ready to spruce up your CV to wow any potential employers, we’ve created the ultimate 10 step checklist for finding a new job. I was well approached by team of… “I was well approached by a team of managers. And the job description was well explained without no doubt. Myself and my colleagues were given same equal rights. I definitely appreciated such Excellent opportunity and look forward for more to come.” Want to learn more about our commitment to diversity and inclusion? Click here to visit our diversity hub. Excellent communication, very professional "Excellent communication, quick response times and always extremely professional. Morson works closely with you to ensure a smooth transition into employment which meet your own requirements and that of their clients." If you’re a client wanting to find out more about how Morson can help you, click here to visit our Employer Hub. Have you left your Trustpilot review yet? Click here to visit our Trustpilot page. Or, if you're looking for something else to read, visit our blog.

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    HS2: Why We Must Target Young People to Deliver Ambitious Plans

    This week has brought with it an announcement we have long been poised and ready to hear. The prime minister, Boris Johnson, officially declared to Parliament that he and his government are giving the long-awaited green light to the HS2 scheme. The decision to introduce a high-speed railway between London and Leeds has been debated at length since the company of the same name – set to oversee the delivery of the project – was set up almost ten years ago. The Prime Minister referred to yesterday’s announcement as an ‘historic choice’ which ‘took guts’, and one that – if not taken – would ‘condemn the next generation to overcrowding and standing up’, and a lack of prosperity across the country. As talent specialists for numerous technical sectors, including rail and engineering, we welcome the decision to ‘officially’ begin construction on the high-speed line, after years of uncertainty and a lack of reassurance that it would become a reality. The move will work to carve out rewarding careers for tens of thousands of white- and blue-collar workers and open a clear pipeline to drive the next generation of engineers. However, to achieve the true potential of HS2, focus must be immediately placed on how its supply chain will source the increased amounts of labour required to deliver the scheme, given that it is likely to come in over original budget predictions and up to seven years later than initially forecasted. HS2: What do we know now? Here’s what Mr Johnson announced to the House of Commons, in a nutshell: Phase 1 of HS2 (London-Birmingham) will cost between £35bn and £45bn in today’s prices Phase 1 will run by the end of the decade While the whole line will be built, the government is expected to undertake a review of the sections of the route that cover the North (Phase 2a, to Crewe, and 2b, to Manchester and Leeds) Johnson will create ‘new delivery arrangements’ for Phase 2b of the project He will appoint a Minister whose full-time job will be to oversee HS2 A new ministerial group will be tasked with taking strategic decisions about HS2 An extra £5bn has been promised to deliver local bus services and cycle routes outside London The latest timescales for HS2 are for Phase 1 (London-Birmingham) to be delivered by 2028-31[1], and for Phase 2 (to Crewe and Wigan, then Manchester and Leeds) by 2035-40. This means the timescale initially forecasted will slip by anywhere between two and seven years since original predictions were made in August 2018, and with that comes an increased reliance on available labour. What does it mean for the skills agenda? As well as being dubbed a catalyst for growth by transforming connectivity and capacity between the North and South, HS2 provides the perfect platform to develop a highly-skilled workforce across numerous technical sectors. How so? Figures released in September 2018 show that demand for construction labour during phases 1 and 2a will reach approx. 30,000 workers, peaking within the next two years. Additionally, the total number of rail specialists required to deliver Phases 1 and 2a will peak at around 6,800 during the years 2025/2026. This is good news; construction labour is immediately available thanks to recruitment specialists like the Morson Group, who are dedicated to sourcing a skilled workforce to the major rail and infrastructure projects taking place across the country. However, the current median age of the rail investment projects workforce is 38; for maintenance and operations activities the median age is 45, and for the rail sector, the median age is 42. This means that between 2017 and 2033 – around the time construction will begin on Phase 2 of the scheme – nearly 24,000 workers currently working in rail investment projects will reach 65, the current age for retirement. What does it mean for the future? Currently, the construction sector has a significantly lower share of workers aged 16-24 – at just 9 per cent – compared to 13 per cent for all industries. With this in mind, it is absolutely essential that the government makes a promise to begin working with young people in schools and colleges at the earliest possible opportunity, to encourage more of them to enter the worlds of engineering and construction. The rail sector is unique when it comes to its forward-thinking outlook, with £billions being invested into the industry over the next decade and beyond. But if the collective stakeholders to projects like HS2 – which include the government, UK talent specialists like ourselves and even educators helping forge the future careers of young people – do not work together to plug the insufficient skills in the market and halt the sector’s rising age profile, latter stages of the scheme will fall short and face further delays than already anticipated. Today’s primary school children are HS2’s future train drivers and engineers, so a double-thronged approach is needed – firstly, normalise apprenticeships, but also change young people’s perceptions of rail. Unless we make this sector aspirational to all and make plans to do so within – at most – the next couple of months, the latter stages of HS2 will be nigh on impossible to achieve. What next for HS2? The Prime Minister has made clear his intentions for Phase 1 and 2a of the HS2 scheme, meaning contractors can now start to make long-established plans to deliver the project. What should be at the forefront of everyone’s minds for the foreseeable and long-term future is how we will source enough talent to meet the increased labour demands this infrastructure requires, for what could be 20 more years. Current labour demands vs supply, together with multiple economic, social, political and environmental factors, already pose risks to HS2’s delivery timeline, and unless steps to plug the skills gap are mapped out with immediate effect, today’s ‘historic choice’ may truly become so, condemning the younger generation to more than just overcrowding. For more information about how we're supporting the talent pipeline please email or click here to search our latest opportunities in rail. [1]

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    Morson’s Top Jobs in Professional Services

    Ever considered a career in Professional Services? Our team of industry-specialist consultants recruit for a wide range of roles from support to director level. With over 750 professionals across finance, marketing and HR, we work with exciting brands such as MAG-O and Manchester Airport Group to find you, your perfect role. Like the sound of the above? Then we’re sure you’ll like our top Professional Services jobs below. Management Accountant Glasgow, Scotland Contract – 12 months £26.00 -£33.00 per hour As a management accountant, you will be responsible for the financial control and business partnering for a number of business functions with our client BAE Systems based at Scotstoun. The main responsibilities of a Management Accountant will be: Business Partnering with a number of functions within the business Ensuring accurate in year and long-term forecasting Providing management information to support business decision making Ensuring robust financial governance across functional areas of responsibility Maintaining business ledger including appropriate accruals and prepayments If this sounds like the perfect role for you, apply here! HR Administrator Manchester Contract – 6 months £Competitive Are you ready for your next challenge in HR? We’re recruiting for a HR Administrator to join a fast-paced and rewarding team in Manchester. You will be working as part of a wider team covering all aspects of HR, including but not limited to appraisals, international deployment, sickness absence entry, Checking CDOP & Anti B to open CS timesheets and probations. Want to find out more? Click here! Statutory Accountant Glasgow, Scotland Contract – 12 months £Competitive Our client is seeking a Statutory Accountant for a 12-month contract role based in Glasgow. We are ideally looking for a Chartered Accountant with Audit and Statutory Accounts experience and background working with a major accounting firm. The ideal candidate will have the ability to work in a flexible and dynamic way to ensure team deliverable and objectives are delivered to a high standard and on a timely basis. Interested? Click here to apply now! Accounts Payable Administrator Bristol Temporary £20,500 - £22,500 pa HOT JOB! Morson’s Bristol-based client is looking for an Accounts Payable Administrator to work with their team on a temporary basis based at the Aztec West Business park. As an Accounts Payable Administrator, you will be responsible for general housekeeping of accounts/ invoice processing. Please note this is a temporary position, starting 17th February 2020 and finishing on the 31st March 2020. Ready to move fast? Click here to apply within 2 clicks! Assistant Accountant Greater Manchester Temporary £127 - £157 per day We are currently looking to recruit an Interim Assistant Accountant to work within MAG Group Finance holding responsibility for assisting in the preparation of management accounts for the property division of MAG. Supporting finance activities for all airports in the group, the Assistant Accountant will ensure that accurate, and technically robust, management accounts are produced in a timely manner and in line with group finance service levels. Find out more by click here! If any of the above roles sound perfect for you, apply today! Alternatively, you can search all of our current vacancies here. Want to catch up on our latest industry and sports news? Click here to read our blog.

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    HS2 Gets the Green Light | What This Means for UK Infrastructure

    Adrian Adair, Morson Group COO, discusses what the government's HS2 go ahead means for UK infrastructure, skills and labour demand. "The recruitment industry has been poised and ready to help attract, train and deploy the thousands of technical skillsets needed to deliver HS2, and today’s green light from the Prime Minister has finally given us the confidence and reassurance that the infrastructure project will become a reality. As well as being dubbed as a catalyst for growth by transforming connectivity and capacity between the North and South, HS2 provides the perfect platform to develop a highly-skilled workforce across numerous technical sectors. Together with carving out rewarding careers for tens of thousands of white- and blue-collar workers, the major project provides a clear pipeline to drive the next generation into engineering, with HS2 set to create some 2,000 apprenticeships. Where we source this very talent will be integral, with current labour demands Vs supply, together with multiple economic, social, political and environmental factors, already posing risk to HS2’s delivery timeline. The rail sector is unique when it comes to its forward-thinking outlook, with £billions being invested here over the next decade. But if we as UK talent specialists do not work together with our clients to plug the insufficient skills in the market and halt the sector’s rising age profile, then few others will. The skills gap is the biggest barrier to HS2. Whilst supply chain partners work to achieve their SEE Outputs – something which is set upon them by HS2 Ltd – this will only become more difficult as the need for more on track talent ramps up as the project reaches its peak. The impact of Brexit has also meant further losses to the available skillsets to draw from, meaning now, more than ever, we need to broaden our talent pools into overseas markets to plug this gap. Mr Johnson’s recent announcement to launch an Australian-style points-based immigration system could help to alleviate this pressure, with us able to attract much-needed talent that’s sensitive to the needs of HS2. Today’s primary school children are HS2’s future train drivers and engineers. It’s also significant that we make apprenticeships the norm, whilst changing people’s perceptions of rail, to make this sector aspirational to all. What’s clear is that there’s no one-size-fits-all solution. But what is certain is that solving the UK’s skills problem should be top of the supply chain’s agenda to unleash HS2’s true potential in building a healthy and resilient UK economy." For more information about how we're supporting the talent pipeline contact us at Read more about how Morson plan to tackle the UK's infrastructure skills shortage: How upskilling can deliver the best talent for HS2 The importance of tackling unemployment with HS2 Why career development and active transitioning are vital to addressing HS2's skills gap How eduction and apprenticeships will make HS2 a reality

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    Salford 24-16 Toronto Wolfpack | Game Day Highlights & Sonny Bill Williams exclusive!

    The away side took the lead after a fiercely fought opening ten minutes, as Gary Wheeler made an immediate impact with his introduction to the field by getting over. Blake Wallace missed the follow up, but Toronto led 0-4. It wasn’t long before Salford levelled things, as Kevin Brown scored his first try for his new side and Tui Lolohea gave the Red Devils the lead from the tee heading into the break. A pair of tries from Lolohea and Williams extended the home side’s lead at the beginning of the second half, with Williams sprinting 70 metres to score being the highlight of the afternoon. The end to end nature of the game continued, as Gary Wheeler got his second try of the day and Brad Singleton soon followed with his first score for the Canadian outfit. Successive conversions from Blake Wallace meant that the resilient Wolfpack had levelled proceedings. This gave Salford a wakeup call at a crucial time, as Dan Sarginson and Niall Evalds both got on the scoresheet with tries in the final ten minutes, to give the home side their first win of the Super League season. Ian Watson gave his post-match reaction: "I thought it was a real good win for us. I think they’re playing with confidence obviously from the back end of last year, again they’re a team that’s reasonably settled as they know their system and know how each other play. At the moment they’ve had real dry days so it suits their style of play for an offloading team like Toronto, I think they’ll cause a lot of teams problems this season" We also caught up with cross-code mega star, Sonny Bill Williams, who gave us his exclusive thoughts on Toronto’s first two games and how he is settling at the club: “As a team, pretty disappointed we didn’t get the win today. We improved tremendously from the first week and for me there isn’t a mistake if there’s learning from it, and we definitely learnt from last week. For myself individually, last week I felt like I was playing league like a rugby player whereas this week I played league like a league player. I’m really happy with how I went”

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    Sale Sharks 28-7 Saracens: Game Day Highlights

    Match Report: The Sharks wasted no time settling into the game and made an immediate impact, as Denny Solomona crashed over for a first-minute try in his return to the side. Rob du Preez added the extras as the home side sent a clear message of attacking intent to the inexperienced Sarries side from the get go. A dropped ball from Saracens wasn’t to go unpunished in the 15th minute, as Jono Ross set Marland Yarde free, and the winger used his blistering pace to draw his man and send Will Cliff clear through for the second try of the night. Rob du Preez made no mistake with the follow up, and Sale were cruising with a 14-0 lead after an explosive opening 15 minutes. Things went from bad to worse for the away side, as a line-out move straight off the training ground sent Ben Curry over unchallenged, and Rob du Preez was on the money with the conversion again. Despite the efforts of Saracens’ attempts to find an answer and gather some momentum at the close of the first half, their threats were thwarted comfortably by the Sale defence and the score-line remained unchanged at half-time. The away side continued to hunt for their first try in the opening ten minutes of the second half, as Saracens had the majority of possession in this period, but failed to find a break through. Saracens’ persistence in their attacking pursuits eventually paid off as Segun intercepted Will Cliff’s offload and ran in to score. Whitely converted and the away side reduced the deficit to 14 points. The conceded try seemed to re-awaken Sale, with Akker van der Merwe re-establishing the Sharks’ lead, as he charged through the Sarries defence to go over. Rob du Preez added the extras. No further scores were added from either side before full-time, and Sale go on to face Harlequins in the final at the AJ Bell on March 15th as they get one step closer to a first major trophy since 2006. Post-Match Thoughts: Steve Diamond gave his post-match reaction and discussed the depth of talent in the squad, that has been so crucial to the success of the side so far this year: “Yeah pleased to get the win. I think we made hard work of it in a couple of areas, but maybe that’s what you get when you give them a week off. Saracens put a mixed squad together who are always going to fight for stuff, but we got the win” He continued: “We’ve got a lot of good players, the du Preez twins are good carriers as are the Curry twins. We’ve got a good squad, just get the cohesion there and we’ll go alright” Sale return to Premiership action this weekend as they play Saracens for the second week in a row, this time at the Allianz Park. We hope to see the Sharks’ great form continue and wish the lads the best of luck. Attendance - 7,992 Sale Sharks Starting XV: 15. Simon Hammersley, 14. Denny Solomona, 13, Sam James, 12. Rohan Janse van Rensburg, 11. Marland Yarde, 10. Robert du Preez, 9. Will Cliff; 1. Coenie Oosthuizen, 2. Rob Webber, 3. Jake Cooper-Woolley, 4. Bryn Evans, 5. Jean-Luc du Preez, 6. Jono Ross (Capt.) 7. Ben Curry, 8. Daniel du Preez. Replacements: 16. Akker van der Merwe, 17. Ross Harrison, 18. Will-Griff John, 19. James Phillips, 20. Mark Wilson, 21. Gus Warr, 22. Tom Curtis, 23. Luke James. Saracens Starting XV: 15. Matt Gallagher, 14. Ali Crossdale, 13. Duncan Taylor, 12. Dom Morris, 11. Elliot Obatoyinbo 10. Alex Goode, 9. Tom Whiteley; 1. Titi Lamositele, 2. Tom Woolostencroft, 3. Josh Ibuanokpe, 4. Callum Hunter-Hill 5. Joel Kpoku, 6. Nick Isiekwe, 7. Sean Reffell, 8. Andy Christie. Replacements 16. Kapeli Pifeleti, 17. Sam Crean, 18. Sam Wainwright, 19. Jon Kpoku, 20. Ollie Stonham, 21. Alex Day, 22. Alex Lozowksi, 23. Rotimi Segun

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