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RPO

Morson’s Recruitment Process Outsourcing (RPO) solution is a fully engaged programme designed to deliver a scalable and evolving recruitment service. This is achieved through a combination of best practice and pure market expertise. Morson will embed a team of professional recruiters at the client site to source, recruit, onboard and retain human capital. From brand conceptualization and attraction strategies to development and retention, Morson’s RPO solution takes control of the entire recruitment process.

We pride ourselves on providing tailored, individual solutions for our clients. Our recruitment teams are trained to identify client needs and develop an in-depth understanding of their talent requirements. This ensures our Recruitment Process Outsourcing solution meets the key drivers of our client businesses. Morson’s RPO solution delivers a broad range of features, including but not limited to:

  • Brand conceptualization
  • Direct sourcing
  • Talent attraction and acquisition
  • Candidate assessment and validation
  • Onboarding
  • Skill base development
  • Retention management process and cost efficiencies
RPO solutions usa
  • Pexels Joshua Welch 1624600

    Our journey to 'Net Zero'

    ​The ‘Road to Net Zero’ is one all businesses are responding to but at varying levels. For the Morson Group, our strategy is designed around our desire to be one of the most ethical talent specialists; to meet our clients’ needs for truly sustainable supply chains and lead the way in our field. ​In his latest article, Gareth Morris, group HSQE director, showcases our unique approach to environmental, social and governance (ESG) requirements, covering:Proactively manage workplace riskPersonal and professional development of our peopleReducing carbon impactCommercial vehicle fuel partnership with ShellISO StandardsHow we're working in partnership with our clients to achieve long-term sustainability goals​Click here to read the full article to find out how we’ve created a strategy that places people, planet and profit centrally – and equally – to every aspect of our offering.​

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    How Morson transformed recruitment with Atlas Elektronik UK

    ​“From the moment Morson won the tender, you could tell their implementation plan was unlike anything else,”says Lisa Bowyer, Head of HR at AEUK.“The team was brilliant in terms of engaging our entire business with its strategy, while its processes were slick, agile and professional.”Until the company partnered with Morson, Atlas Elektronik UK (AEUK) worked with up to 40 different local recruitment agencies. The defence and maritime high-technology enterprise was in regular need of niche skillsets to add to its ever-expanding workforce. Recruitment was key to its ongoing success, but the complex system in place needed improving.Our appointment as a single supplier has supported AEUK with recruitment cost savings, supplied candidates with the expertise and the cultural compatibility to thrive, and provided an agile system that could quickly and effectively adapt and continue in the face of a pandemic. The partnership has transformed the recruitment process, but also inspired countless strategic decisions to further grow the business.The strategic partnership has significantly reduced time to hire and by working with a single supplier, AEUK has slashed the administrative burden of recruitment. More than that, however, we support AEUK to provide the best candidate experience possible, arming them with a proposition that has seen them build up a team that’s the best in the industry.To read the full article and to find out more about how we supported AEUK's ambitious growth strategy, transformed the candidate journey and experience and slashed the administrative burden of recruitment, click here to read the full case study.​

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    The amazing world of Computer Vision: a career journey in artificial intelligence

    ​After years of middling progress, artificial intelligence innovation has rapidly become the hot topic in technology. This is due largely to the data revolution over the last two decades and the need for new systems that learn and adapt. Computer vision is the growing field of study that is enabling computers to replicate human vision. Falling under the general umbrella of artificial intelligence, the computer vision process involves image acquiring, analysing, and extracting information from visual sources. This information is then processed to allow the computer to translate the visual content into data which is turned into computer-readable language. It has applications ranging from virtual and augmented reality and security to medical imagery.But how do you get into this growing and rapidly innovating field?From studying for his BSc in Computer Science on a Greek island to specialising in artificial intelligence in the heart of Scotland’s busiest city, Antonios Ntelidakis has forged a career in computer science that has led him to work as a Lead Data Scientist. His current role involves leading a tech giant in the design and development of their UK's solutions for accident damage vehicles assessments, insurance churns and more, using data science and leveraging Machine Learning, Deep Neural Networks, Computer Vision, Recommender Systems, or NLP. We spoke to him about his journey into computer vision and his advice for others to get into the field:What made you choose computer science as a career? I got into computer science by accident. I originally wanted to be a pharmacist, but I thought I’d give it a try so I joined a computer science university degree. It was an interesting degree but it’s also a vast field. You have to be lucky and find the right fit for you. After that I decided to do a masters. I decided to do the thing I like the most, so I picked artificial intelligence. I picked the University of Edinburgh which is a great computer science university in Europe and enrolled in its artificial intelligence specialization! There were some great courses like machine learning and pattern recognition, reinforcement learning, advanced computer vision and more. I found the advanced computer vision to be one of the most impressive ones. It was very interesting, lots of diverse problems to engage in.What did your master’s thesis involve?I had to develop algorithms for motion control with computer vision sensors for a mini blimp, an aerial robotic platform. This really was that sparked the flame in me for computer vision with other artificial intelligence domains. I finished, I went to the Foundation of Research and Technology in Greece and I just thought let’s give it a shot. I emailed directly to the laboratories engaging in AI and computer vision. I engaged with the fun looking one which was the Human Computer Interaction Laboratory and I was engaged with augmented reality work for around six years. For me it was kind of luck that I ended up engaging early in this field.How do you decide which route within computer science to take?What fits best in your personality. Do you want to be a professor or a researcher? Or do you want to do something that’s applied research? I’m that person. I respect people who take the other routes but for me I prefer something more balanced, trying to keep our mind sharp with state-of-the-art techniques and try and build a product out of it. What helped me was the background degree that I had, which means I can be quite hands on when needed. As you progress you become less of an engineer and more of a data scientist or other types of roles. It depends where you find yourself.” What I found is that you should not be biased on what you are good at or doing over the last few years. What’s important is the mindset. I have experience across almost every field of machine learning and AI but it’s what I choose to spend more time in solving problems. It’s all the same rules and recipes.What advice would you give to someone who is thinking of embarking on a career like yours?I would say for someone who has not decided yet if they want to do a Masters or a PhD, maybe first give it a shot in the industry. You will see if you want to invest time and money into it then. There are programmes like the Marie Curie research grants where you can do the PhD while being engaged as a contractor. 'It’s a funded research project with industry and academic partners and you’re hired as a professional. Findings of the work are turned into academic research and at the end of the project you compile it into a PhD thesis in collaboration with the academic partner. That’s the best way for me. If I could go back in time, I would probably do something like that, so I could get applied research experience, turn it into a PhD thesis whilst being an employee.What modules or courses would you recommend for Computer Vision?I think there’s no right answer. I would say pick something you enjoy doing. If you’re forced to do something, you’ll always get better but if you pick something you love it is less like labour and more like a hobby. This is how I’ve done things for the past 10 years. Of course, you’ll always find yourself doing things you don’t enjoy and have to do it but it’s also part of the real world. With regards to specialisation modules, in my experience you have to get your hands dirty. It’s important to have solid computer science foundations to set up your proof of concepts or projects. Also, not only software engineering or programming, try and keep up with tools and technology like cloud tools. There is no recipe that will work always, it’s just trying to keep an eye on what’s the trend now and try to keep up on the things you have time to invest in. You’re never going to be a one-man team, so invest in what’s valuable for you. Be a good person, respectful to your colleagues and always be hungry for knowledge.Computer vision is one part of the equation on AI. My opinion is that we shouldn’t be biased to one field of AI but we have to see the bigger picture. For me, the next best thing is recommendation engines, because they are going to use features from computer vision, NLP or traditional machine learning and make more smart decisions.In computer vision it’s how you’re going to be more efficient for speed and accuracy. Are you going to first implement smart solutions to systems with low computational power, and then how you will make them more effective in problems that are not solved yet? It’s two steps, how you improve the algorithm and how you improve hardware and implementation of those algorithms.​The Morson Technology team are experts in recruiting specialist IT and technology talent for your business. Whether you're a budding start up or an experienced business, get in touch with the team to talk about your IT and technology needs.

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    Vencuro shortlisted for MEN Tech Awards for Best Use of Technology!

    ​Morson Group has been shortlisted in the Manchester Evening News (MEN) Tech Awards for our one-stop recruitment technology solution Vencuro!Technology continues to change the way businesses communicate, develop, deliver, report and more. The judges in the MEN Tech Awards were looking for businesses that have used technology brilliantly, seizing opportunities, driving the business forward and leading the way for other companies in the region. Shortlisted in the category of Best Use of Technology, Vencurounderpins the entire recruitment process for our clients, and for the recruitment industry as a whole. Manual, paper-based tracking of the hiring process continues to be one of the biggest issues in the recruitment industry. This archaic process internalises a poor audit trail, a lack of visibility, minimal control over recruitment costs and slow approvals. Manual recruitment processes are time-consuming, rarely streamlined, expensive and lead to rogue spend within a company’s supply chain. For businesses to get true value from their recruitment solution, data that offers complete visibility of an entire workforce must be placed central to strategy. To help clients achieve this, we designed business intelligence tool Vencuro. Vencuro was developed out of our commitment to make our clients’ lives easier by eliminating common recruitment issues, based on our in-depth understanding of the intricate challenges they face in gaining full control over their recruitment spend and contract performance. Technology and recruitment are inseparable and Vencuro provides vigour, visibility and control at every stage. Through investment and innovation, we have created market-leading technology that supports ongoing service excellence in the industry. It is a demonstration of how technology can be utilised to not only improve client experience by driving forward their businesses, but to also transform the future of an industry; Vencuro remains the only system of its kind and is leading the way for others to follow. It has four key modules, which were designed specifically around the challenges our client’s encounter. ‘Talent’ seamlessly manages the end-to-end recruitment process, allowing the user to monitor the approval of requisitions, giving them control over costs as jobs are added to the system. Suppliers can access a secure area of the system to upload CVs, and clients are able to assign attributes to candidates. ‘Comply’ makes managing compliance obligations easier and quicker, using a fully auditable, scalable, end-to-end compliance solution. The system provides comprehensive checks, flexible referencing, and full control of the compliance process in a completely auditable solution, all managed from one simple dashboard. ‘Time’ captures hours worked against live assignments and pre-approved rates, transforming it into real-time information for end-users, providing accuracy and eliminating errors. Providing full visibility of the contractors a business is responsible for, they can keep track of who and what they’re approving, and query time submitted.‘Dashboards’ offers clients up to the minute data across all elements of the contractor workforce, including spend, tenure, equality, diversity and inclusion statistics, time to hire, and much more. It provides hiring managers with daily simplicity, whilst also supporting director level reporting requirements by enabling access to current data at the touch of a button. Vencuro is up against Juicy Media Ltd and Xpllore for the award. The winners of each category will be presented on 20th May at a virtual awards ceremony.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. Find out more here

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    Rugby Round-Up: Sale continue winning run and Salford edged out of Challenge Cup

    ​Sale’s winning streak in the Premiership continued, whilst late heartbreak for Salford saw their Challenge Cup campaign come to an end.Sale Sharks 26-10 Leicester Tigers Sale had a comfortable 16-3 half-time lead, as AJ MacGinty dispatched four kicks and set up prolific winger, Byron McGuigan for the first try of the game, with Zach Henry getting the points for Leicester. The Tigers responded with a penalty try, after Luke James knocked the ball forward away from Murimurivalu’s path, preventing a try-scoring opportunity. Both Luke James and Jean Luc Du Preez had been sent to the sin bin for Sale, continuing the recent trend of the Sharks playing large chunks of games with less than 15 men on the field.  The Sharks gave themselves some breathing room heading into the last ten minutes, as Tom Curry sent Marland Yarde charging over for the final points of the game. Sale DOR Alex Sanderson gave his post-match thoughts "I've got to enjoy that win. The fight, the determination, the physicality - the lads are proud Leicester never crossed the whitewash.But I'm thinking, 13 men against Bristol, 13 men against Quins or an Exeter, it's going to cost you”Sale Sharks: L James; McGuigan, S James, Hill, Yarde; MacGinty, De Klerk; Rodd, Van der Merwe, Oosthuizen, Wiese, Beaumont (capt), J-L du Preez, T Curry, D du Preez.Replacements: Ashman, Harrison, John, Phillips, Nield, Quirke, Wilkinson, Doherty.Leicester Tigers: Henry; Van Wyk, Moroni, Kelly, Murimurivalu; McPhillips, B Youngs (capt); De Bruin, Clare, Heyes, Henderson, Lavanini, Martin, Brink, Liebenberg.Replacements: Dolly, Whitcombe, Hurd, Green, Wiese, Van Poortvliet, Williams, Steward.​Castleford Tigers 19-18 Salford Red Devils ​Salford took the lead after 15 minutes of play, with Kevin Brown sending an enticing cross-field kick into the path of Harvey Livett to ground. Castleford levelled the score through Daniel Smith, but Salford soon re-took the lead, with Harvey Livett brilliantly breaking through the line to get over for his second try of the day. The Tigers managed to level again just before the break, with Peter Mata’utia getting the ball down on the right. Castleford took the lead for the first time in the game through Mark Shenton, however Salford continued to show fight until the end as they left it late, with Lee Mossop powering over to send the game to golden point. Despite Salford’s perseverance and persistence, the Red Devils’ were narrowly defeated as Gareth O’Brien’s drop goal in extra-time sent his side through to the Challenge Cup semi-finalsCastleford Tigers: Evalds, Olpherts, Mata'utia, Shenton, Turner, Richardson, Trueman, Milner, Millington, Holmes, Massey, McShane, Griffin.Salford Red Devils: Sarginson, Sio, Watkins, Livett, Williams, Lolohea, Brown, Mossop, Addy, Ikahihifo, Greenwood, Pauli, Taylor.​Sale next travel to Bath on Friday, May 14th whilst Salford travel to St Helens on Monday, May 17th.

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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... adam.ritchie@morson.com

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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 hello@morson.com. 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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    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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    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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    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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