The engagement of contractors and temporary workers creates a flexible workforce that can be easily scaled to meet resource peaks. Morson prides itself on being able to meet client demands with tailored contract recruitment solutions. Whether requirements centre around specialist, niche skills or high volume recruitment, Morson is able to supply skills to where they are needed most.
Operating from a global market of offices and across a range of industry sectors, Morson has the experience and capability to proactively meet your resourcing needs.
Morson continuously engages with an active contractor population, building and evolving our candidate database to ensure we have access to the best talent on the market. Using a range of attraction methods, we can target specific skills and/or geographies, depending on the needs of the contract.
An employer brand showcases an organisation as an employer. Creating an employer brand and promoting your company as an employer of choice positions you to attract, recruit and retain your ideal employee’s. Creating an employer brand is about showing candidates what your company can offer. Practically, it can be a powerful business tool to create a more productive workforce and position your organisation for long-term success. Employer branding is no longer an option for businesses, it’s a must. Digitalisation now means that candidates can easily get an impression of your business through a wide variety of networks and platforms. Your employer brand is a window into your business and should clearly embody your organisation's values and culture in order to attract top talent. Regardless of the sector that you operate in or the size of your company, creating an engaging employer brand will significantly help when it comes to hiring new staff and retaining your best talent. "75% OF JOB SEEKERS CONSIDER AN EMPLOYER’S BRAND BEFORE THEY EVEN APPLY TO AN OPPORTUNITY WITH THE COMPANY." We've put together a 10 step checklist for creating a strong employer brand: 1. Use social media to promote your brand. 2. Listen to employee feedback and implement change. 3. Ensure branding and anything customer facing is consistent and aligned with your brand values. 4. Engage with your customers regularly, whether that be via email, blogs, announcements or traditional methods. 5. Reply to your customer's queries, remember the customer is always right. 6. Don't dismiss review sites like Glassdoor, potential candidates look at them and form opinions. 7. Invest in leadership development within your organisation to ensure consistency from the top. 8. Embrace diversity and inclusivity to create an inclusive culture where each employee feels that they are valued and can contribute is key to business success. 9. Value your employees. 10. Keep up to date with current industry trends to stay ahead of the competition. Want to know more about how you can increase retention and attract top talent for your business? We've created an #EmployerBranding Guide to help you do just that. Get your copy here.Find out more
The innovative Vencuro recruitment and talent software featuring at the CIPD Annual Conference at Manchester Central Convention Complex on 7th & 8th November. Vencuro is a bespoke platform that provides hiring managers with access to vital information such as contract performance, spend, headcount, time to hire and KPI attainment in real time, whilst managing the end-to-end recruitment process and candidate journeys for the user. The system, powered by technical recruitment company Morson, has undergone an 18-month period of redevelopment and significant investment with input from Morson’s key recruitment clients. The module-based system splits the recruitment process into three sections – talent, time and dashboard. The sophisticated talent technology manages the end-to-end recruitment process and allows for the complete management of the candidate journey. From raising a vacancy to hire, the Vencuro talent module covers the entire recruitment process. The time module captures working hours against live assignments and allows the client to track all areas of spend, whilst also allowing the contractor to input their hours worked. The dashboards are built to customer specifications to provide a detailed visual representation of the data they require. With over 100 dashboard elements to choose from, all data can be viewed and interrogated to suit the needs of the client. The Vencuro platform is now available independently of Morson’s recruitment service. Charlotte Lewis, Head of Technology for Vencuro, said; “We’ve had the product in service for over 10 years with our clients and it’s been working well, however we took the decision two years ago to make the platform more intuitive, so we’ve given it a complete facelift and added additional functionality based on real world client feedback.” “While there are numerous off-the-shelf platforms that we could have adopted instead, we really needed a system built by recruiters, for recruiters. No two clients are the same, and the platform architecture is built in such a way that we can tailor it to each and every client down to the complete build.” David Lynchehaun, Group Sales Director for Morson said; “Technology and recruitment are inseparable and we’ve recognised this by investing a considerable amount of money up-front in the development of this bespoke system. This offers both a technological compliment to the Morson managed service offering and a standalone product that opens the platform up to an even wider market.” The system is already in use with companies such as BAE Systems, JLL and Thomas Cook. To find out more, visit www.vencuro.comFind out more
The construction industry is currently one of the most exciting sectors to work in with an appetite for new technologies, investment and challenging the status quo. Now in the UK, several major construction projects are taking place that will not only improve the lives of millions of people but also create tens of thousands of construction jobs. We take a look at what’s happening in the industry right now… “In July there were 64 tower cranes in the skyline of Manchester City Centre. A record for the city. This is more evidence that the construction sector is booming and so the war on talent continues. It’s becoming increasingly important to promote your employer value proposition and make sure that you’re broadcasting the right messages to the market. These are our unique selling points over our competitors. We work with our clients very closely and assist them with building and promoting their EVP, focusing on the key differentiators. If you would like some help in this area, please feel free to get in touch with me here at Morson HQ” – Rhys Harris, Head of Engineering, Process and Construction at Morson International (Rhys.Harris@morson.com ) In the news… Construction firms are prioritising mental health According to the latest statistics, the construction industry is one of the most acute industries for mental ill health. It is reported that men in the building industry are three times more likely to take their own lives than men on average. Construction companies are now taking additional measures to try to tackle poor mental health head on such as inviting the help of mental health charities, encouraging employees to talk, nominating mental health first aiders and much more. Crossrail appoints new CEO Crossrail recently announced the appointment of Mark Wild as the new chief executive as the project enters its final stages including the trial running and the opening of the central section. Wild has served as London Underground MD since 2016 and will return to his post once the Elizabeth line has opened. World's longest sea-crossing bridge opens Chinese President Xi Jinping recently opened the world’s longest sea-crossing bridge, an astonishing nine years after construction of the bridge first began. Costing around $20bn, the bridge spans 55km (34 miles) and connects Hong Kong to Macau and Zhuhai. It’s been built to withstand earthquakes and typhoons using 400,000 tonnes of steel, that’s enough to build 60 Eiffel Towers! In Parliament… The recently announced Autumn Budget revealed significant investment into the UK’s infrastructure and construction industry as the Government announced that "investing in the roads, railways, research and digital infrastructure that will power this country in the 21st Century" is high on their agenda. Here are some highlights: Councils in England will be given an additional £150 million to improve traffic hotspots, such as road junctions and roundabouts over two years from 2021. Highways England will receive £28.8 billion for a ‘National Roads Fund’ to help fund new roads and maintain the existing network. £500 million will be invested in the Housing Infrastructure Fund, which should help unlock 650,000 more homes. The fund now stands at £5.5bn. Nine new partnerships with housing associations in England will enable the UK to deliver 13,000 new homes. Further to the business rate relief for smaller retailers, a £675 million ‘Future High Streets Fund’ has been promised to revamp the high street and redevelop unused areas. At Morson… At the heart of delivering the major construction projects taking place throughout the UK is training and recruitment. Morson’s experience in building, infrastructure and construction is vast; we have provided some of the best construction jobs in the market for almost 50 years. In this time we have developed our capabilities within the building, construction & infrastructure market to adapt to fast-paced projects on a global scale. We are currently working heavily with some of the biggest construction and civil infrastructure contractors in the UK. Morson are proud to be the managed service partner for Sir Robert McAlpine and Murphy Group across all of their white-collar roles, so we have a wealth of exciting roles from project managers, quantity surveyors, senior engineers, setting out engineers to planning engineers. Main skillsets in demand Right now, some of the main skillsets we’re requiring are: Site management operatives – PTS / Non-PTS Quantity Surveying Commercial roles Design Managers Planners Architects CAD If you’re interested in finding out more about the opportunities available with Morson, browse our current vacancies here.Find out more
Morson was proud to partner with Engineering UK and the University of Salford at the latest Engineering Connections ‘Spotlight on Social Mobility’ event this week. The event sought to explore why individuals from disadvantaged backgrounds are underrepresented in engineering occupations, making up just 24% of the workforce. EngineeringUK’s first event out of London was a huge success, featuring talks from leading experts in the field of social mobility (including Morson’s own Andy Robinson and Gerry Mason Scholar Muhtaba Ghulam) and interesting debate which could have carried on well into the afternoon. Hosted by Mark Tittering, CEO of EngineeringUK, the speakers included: Dr Lindsay Richards, Centre for Social Investigation at Nuffield College Andy Robinson, Training Support Manager at Morson Vital Training Phil East, CEO Salford Foundation Mujtaba Ghulam, Engineering Student at the University of Salford Andy from Morson Vital Training passionately spoke of the work that he himself and Morson as a wider group undertake to support social mobility. As the lead for the level 2 rail engineering apprenticeship programme, Andy plays an instrumental role in the development and continuous improvement of young people through apprenticeships. With a background in education, he also outlined his work in schools as an Enterprise Advisor with GMCA, where he works closely with the schools to improve their careers provision. Stressing the importance of engaging with children who may have limited aspirations due to the communities they live in, Andy outlined that it is within schools where most impact can be made. By making them aware of the opportunities available and providing them with routes to employment and role models to look up to, Andy aims to build the next generation of engaged and motivated professionals. In one such activity, Morson Vital Training hosted the Girls Network, for a #careersontrack event where students from St Ambrose School visited their rail training facility in Salford. The year 10 and 12 pupils from St Ambrose spent an afternoon gaining practical experience of rail safety and skills and exploring opportunities in engineering. Positively, many of the girls came away from the event considering apprenticeships in the engineering world. For many, the event ‘opened their eyes’ to engineering and for one pupil the event has spurred her on to realising her dream to become a construction engineer and encourage more women into the profession. Read more about this initiative here. Andy also discussed our target to double the number of female contractors by 2020 and being part of the 5% club charter where we strive to get 5% of our workforce in ‘earn and learn’ positions within five years of joining. He also spoke about the work that Morson do to support the Armed Forces, having recruited 1,220 ex-forces personnel in the last 12 months. We heard from Mujtaba, an engineering student at the University of Salford who explained how the Gerry Mason Scholarship, part of a pledge of £270,000 which enables talented young people who would otherwise be deterred from university because of costs, to pursue an engineering degree, has given him the opportunity to achieve his dream of becoming a Chartered Engineer. Reflecting on the event, Andy said: “It was a pleasure to attend and be a speaker at the EngineeringUK event on Social Mobility. The wide spectrum of organisations represented demonstrate there is a real appetite in industry at the moment to make the difference and help people from all walks of life reach their potential, whilst securing engineering infrastructure projects for years to come.” If you would like to learn more about Morson’s Apprenticeship programme, click here. Or, to read more about our charity involvement, click here.Find out more
Recruitment is one of the most stressful occupations, sitting alongside teachers, nurses, city traders and chefs. With plenty of contributing factors leading to the root causes of stress and anxiety, which are two of the most common mental health concerns in the UK today, we put mental health firmly on the agenda with MorFit: a dedicated wellbeing strategy that promotes healthy lifestyles to prevent illness, but also contributes to happiness in order to maintain a good quality of life. Too many businesses fail to view mental health as a priority, citing reasons such as operational demands and insufficient resources. This, coupled with a lack of awareness and understanding of the benefits that such initiatives deliver, means a high percentage of UK organisations still have no mental wellbeing policy in place. Putting mental health issues on a par with physical problems helps break down the barriers that prevent people from opening up about their emotional, psychological and social wellbeing. Removing the perceived stigma encourages people to talk openly and honestly about their personal issues, concerns and struggles, meaning employers can apply the right support mechanisms for them and their situation. Mental illness doesn’t discriminate and there is no one-size-fits-all solution. Different needs and scenarios require different intervention strategies, meaning businesses must have a range of tools at their disposal to take a flexible approach and break down traditional mental health stereotypes. Moving towards a culture of proactive and preventative measures has been the enabler in tackling mental health within Morson. Workplace wellbeing is supported by our Group board, which creates commitment from both the top down and bottom up in supporting a culture where mental health is prioritised. “Instead of hiding behind the pressures of recruitment, we recognise the issues that our workforce face and develop robust health and wellbeing programmes that form part of a wider culture of openness and support, to tackle mental health head-on. Through a new generation of health and wellbeing initiatives that go far beyond lip service and meeting statutory guidelines, we encourage our workforce and their families to lead happier and healthier lifestyles by providing access to advice about lifestyle choices and giving the right encouragement and support to positively change behaviours.” - Becki Ross, Group Head of HR at Morson Strategies and Engagement Morson International is committed to maintaining a conversation around mental health through a number of ongoing engagement activities: By signing the Mindful Employer Charter we support mental wellbeing at work by continuing to improve the practices within our own organisation to deliver long-term change and provide easier access to information and support for those who experience different mental health conditions. In addition to counselling services, stress management and support managing workplace pressures and workloads, we also run mental health workshops specifically for line managers. The training equips our managers with the skills, experience and knowledge to understand and manage mental health in every corner of the business, whilst establishing themselves as touch points for anyone struggling and in need of support. The Morson Vital Safety Units continue to tour sites across the UK engaging in proactive conversations around health and safety. Helping to facilitate and focus communications, the team behind the Safety Units are having increasing discussions around emotional health and wellbeing to deliver a holistic approach. The Safety Units also allow us to carry out conversations in any location throughout the UK, even the most remote of sites, to reach our entire workforce. They have a particular focus on contractors who work in environments more susceptible to health and safety related issues, such as anti-social working patterns and high-risk activities, with the majority of our Safety Unit talks taking place directly with our rail workforce. Mental health and wellbeing now form part of our quarterly briefs with all our rail supervisors to ensure that we are doing everything possible to break down the barriers, so that our entire workforce feel comfortable in the workplace and that we create environments where everyone can thrive regardless of their issues. We are as much committed to health as we are to safety, helping to readdress any previous imbalance in health and safety activities in industries where safety was previously seen as a larger priority. Morson has released a mental health whitepaper which includes more insights from our contractor survey supported by powerful personal stories of our own employees and ex-Morson sponsored boxer Ricky Hatton. To download, visit www.morson.com/tackling-mental-healthFind out more
Sale Sharks and Morson are proud to present a unique Business Club event exploring mental health in sport and business, featuring one of Sale's star players and two very special guests from the world of boxing. Marland Yarde, Manchester-born Anthony 'Million Dollar' Crolla, and former professional boxer Kieran Farrell, will be joined on stage by Sale Sharks Commercial Director Mark Cueto for a panel-style discussion this Friday, November 23, between 1pm and 3pm. Back in 2012, the two boxers, who were close friends at the time, met in the ring for a championship bout where Farrell suffered a life-threatening brain injury. He was forced to retire from the sport at the age of just 22. Both fighters have admitted struggling to come to terms with what happened and didn't see each other for a long time after the fight, with Crolla describing it as 'the darkest moment of his life'. As part of this special Business Club event, the two boxers will come face to face again at the Morson Group offices in Salford to talk about their experiences since that day. Marland Yarde, who had been in impressive form this season, suffered a serious injury when he dislocated his left knee and ruptured his MCL and ACL ligaments against Newcastle Falcons last month. The injury put a stop to his hopes of breaking into the England squad, but he’s currently on the comeback trail and will talk at the event about how he’s continuing to stay positive and aiming come back stronger and better. "We're really privileged to have Anthony, Kieran and Marland joining us for our Business Club event,” said Mark Cueto, Commercial Director at Sale Sharks. "The story of the fight between Anthony and Kieran is one that so many people in the world of sport will remember well, and to have both men with us to talk about that night and the impact it has had on them and their careers will be fascinating to hear. “Equally, Marland is dealing with a really serious injury at the moment and as a professional athlete, that can be really hard to come to terms with. He’s been really positive about his recovery though, so I think the audience will be really keen to hear more from him and how he’s working towards his comeback, both physically and mentally. "We always aim to provide something unique with our Business Club events and I think this event definitely lives up to that. It's one not to be missed!" For more information about this event, please email Georgina.Ragan@salesharks.com If you'd like more information about becoming a member of the Sale Sharks Business Club, visit https://www.salesharks.com/tickets-hospitality/packages/business-club/ Earlier this year Morson produced a whitepaper exploring mental health in the workplace with Sale Shark's 'Balls To That' programme, get your copy here https://www.morson.com/tackling-mental-healthFind out more
Recent studies reveal that there is still a considerable way to go to eliminating gender bias from the recruitment process, especially in the engineering sector. According to the latest figures from the Women’s Engineering Society (WES), only 11% of the UK’s engineering workforce is female. Both women and men who study Engineering and Technology express similar levels of intent to work in the industry, however, 66.2% of men and only 47.4% of women went on to work in engineering and technology in 2011. Launched earlier this month, a robot called Furhat has set out on a mission to try and combat this issue. Advanced technology enables him to communicate with humans by listening, speaking, showing emotions and participating in conversations. The market-ready robot has been designed to create an intuitive, human-like and engage experience making the way that people interact with technology much more natural. (Image sourced via furhatrobotics.com) In an interview for Recruiter Magazine, Samer Al Moubayed, CEO of furhatrobotics.com said: "We know that about 70% of interviews for jobs are biased, bias comes from the state of mind of the recruiter when they enter the interview. So potentially the appearance, the age and the background, dialect, accent of the job candidate – things that we know shouldn’t be taken into account in an interview process but with humans are naturally biased. We’re trying to explore this exact question of how a robot can contribute to this area." It is believed that the technology firm is exploring the use of Furhat to complete competency-based interviews in the initial stages of the recruitment process. He will be able to ask the questions and then collect all the data to be able to pass on to a specialist recruiter to review, therefore removing the unconscious bias at the beginning of the recruitment process. Samer added: “The goals of the project are really global, the first language this system is going to cover is Swedish but we’re going to roll out English quite early in the process. The goal is to see if this can be turned into a product for staffing companies in Sweden and globally.” Watch the video below to find out more about Furhat. (Video sourced via furhatrobotics.com) Ready to progress your career? Click here to search Morson jobsFind out more
Our Group Sales Director, David Lynchehaun features in the latest issue of Recruitment International magazine discussing our latest innovation in recruitment technology, Vencuro. The recent edition focused on technology in the recruitment industry and how recruiters are using technology to support their business. In the interview, David discussed Morson’s investment into Vencuro, our new bespoke recruitment and talent software that has been built by recruiters, for recruiters. David Lynchehaun, Group Sales Director at Morson International said: “Technology and recruitment are inseparable, with us investing £1.5 million plus into our own Vencuro technology over the last 18 months so that this bespoke platform sits at the heart of what we do for our clients. No two clients are the same and our technology needed to reflect this in its ability to customise to the exact needs of our customers’ businesses and recruitment goals.” The bespoke platform provides hiring managers with access to vital information such as contract performance, spend, headcount, time to hire and KPI attainment in real time, whilst managing the end-to-end recruitment process and candidate journeys for the user. The system is already in use with companies such as BAE Systems, JLL and Thomas Cook and has undergone an 18-month period of redevelopment and significant investment with input from Morson’s key recruitment clients. He added: “Technology standardises and simplifies recruitment, whilst giving clients a real time view of data at the touch of a button. Vencuro is a business intelligence tool that gives hiring managers access to vital data such as contract performance, spend, headcount, time to hire and KPI attainment, all in real time, whilst seamlessly managing the end-to-end recruitment process and candidate journey.” “There are numerous off the shelf platforms that we could have adopted, but this industry needs technology that’s built by recruiters, for recruiters. We’ve committed substantial upfront revenue into Vencuro, with an in-house team of 16 dedicated developers constantly tweaking and improving the platform to automate recruitment wherever possible, including online timesheet, applicant tracking functionality and integration to other client systems through an API. This investment means that we now have the ability to offer Vencuro independently from our recruitment services, which opens the technology up to a wider market than ever before.” To find out more about the software or to book a demo, visit the Vencuro website.Find out more
Recent studies reveal that there is still a considerable way to go to eliminating gender bias from the recruitment process, especially in the engineering sector. According to the latest figures from the Women’s Engineering Society (WES), only 11% of the UK’s engineering workforce is female. Both women and men who study Engineering and Technology express similar levels of intent to work in the industry, however, 66.2% of men and 47.4% of women went on to work in engineering and technology in 2011. With new initiatives in place to encourage more women into STEM professions, what can be done to reduce unconscious bias? Set specific diversity goals Setting some realistic gender diversity targets is a good place to start and can ensure you stay on the right track throughout the entire recruitment process. By no means should you employ an individual to simply tick a box, but having goals to work towards can help to identify any problem areas that you may need to improve. Write gender-neutral job descriptions Certain phrases that are written in job adverts can deter high-quality candidates from applying for the position. For example, it is believed that on average men apply for a job when they meet 60% of the required skills whereas women only apply when they believe that they meet 100% of the required skills. A study conducted by totaljobs found an astonishing 478,175 female and male-biased words used throughout the job ads, or on average, that is six gender-coded words per advert. Male-biased words include lead, head, competitive, chief and confident whereas female-biased words include responsible, support, dependable, understanding and committed. The strategy of de-gendering the language used in job adverts to ensure they appeal to all candidates is a good way to ensure you eliminate gender bias. De-identify CVs De-identifying CVs will help to eliminate any unconscious bias in decision-making that may be susceptible to details about gender. If you evaluate each CV in exactly the same way it ensures that you are scoring the person’s CV objectively and not subjectively. However, realistically this is not always possible and so alternative steps can be taken throughout the interview process. Read on to find out more. Be aware of unconscious bias in the interview process Adding structure to an interview by having a series of standardised questions that you ask in every interview makes it easier for the interviewer to compare each candidate applying for the job. These questions can include some ice-breakers and easier questions, however, having guidelines to record and interpret responses during an interview is imperative. It’s also a good idea to identify the preferred answer to each question you are asking before you conduct the first interview. Use a diverse interview panel Depending on the type of interview process, you may be able to elect a gender diverse interview panel which can reduce the risk of unconscious gender bias. If possible, it is a good idea to extend this strategy to have a fair mix of cultural diversity and age range when conducting a series of interviews. Ensuring your recruitment process is fair and unbiased against all genders has a positive effect on the entire business. For example, a recent study conducted by UC Davis revealed that out of the 400 companies who took part, those who have a high percentage of female executives have a 74% higher return on assets and equity. Overall, companies are 15% more likely to perform better if they are gender diverse. Click here to read more about Gender Diversity in Contracting. Or for an insight into our female engineers and the roles they play for leading clients around the globe, take a look at our dedicated Women in Engineering portal.Find out more
At Morson International, we have seen an increase in the number of staff coming forward to express their own struggles with mental illness and seek support. This change in attitudes presented the opportunity to strengthen our own workplace priorities towards mental health by developing effective engagement strategies that tackle the core issues. In doing so, this has enabled us to attract and retain our talented people, drive productivity and innovation and reap numerous commercial benefits that set us apart from many of our competitors. We conducted a survey of 1,400 Morson contractors and collated findings from the Sale Sharks Community Trusts mental health awareness programme to produce a whitepaper that provides a unique insight into workplace mental health in the UK, showing the current state of affairs, the progress made to date and future objectives for employers. The survey helped to reveal what practical steps organisations could take to improve the way they manage and support staff with mental health concerns. Two thirds (66%) of respondents said that developing the right culture was the best way to improving mental health awareness. More than 60% said more support and access to education around mental health was also needed to combat the issue and a further 53% said an anonymous support line would prove beneficial to them and their business. Every business must begin with the basics and create a strong company culture where employees feel valued, supported and encouraged. Creating a culture where staff can be themselves makes it easier to speak about mental health concerns without fear. Championing our employees’ mental wellbeing is part of the overall Morson Group strategy, showing our workforce that we are serious in giving them access to the support and tools they need, as and when required. The decision to disclose a mental health concern is not one that people take lightly and an open and honest culture helps to stamp out any fear of discrimination to encourage staff to come forward. A Morson guide to managing mental health in the workplace: Identify gaps in your mental health aspirations and current practices to first understand what additional programmes and initiatives are required. Develop a mental health strategy that is championed from the top down through positive behaviours and attitudes. Ensure this strategy touches every part of your organisation by building wellbeing into core business values. Address any negative perceptions and opinions held by management and those implementing the policies. Train key staff in becoming mental health champions, ensuring they are handpicked based on personality, empathy and other key traits. Train existing and new managers on mental health and make it part of their line management role to spot the signs. Effectively communicate your mental health and wellbeing resources to staff. Ensure staff working in all locations can access the same resources and support channels with ease. Maintain momentum by ensuring policies are reviewed regularly for maximum impact and act on feedback from staff throughout the business to tailor policies to changing needs. Ensure flexibility by recognising that people need different adjustments in the workplace. Over the coming years, we expect mental wellbeing to play an increasingly prominent role within every business, yet the attitudes of individual leaders will remain a major influence on the rate of adoption. Organisations with increasing skills shortages and strong leadership will help bring mental health in the workplace to the fore, by recognising the numerous commercial benefits it provides. By celebrating good practice and sharing the stories of what individuals face within our own organisation, we hope that other businesses can benefit from this information and insight and use it to help to kick-start their own wellbeing journey. Morson has released a mental health whitepaper which includes more insights from our contractor survey supported by powerful personal stories of our own employees and ex-Morson sponsored boxer Ricky Hatton. To download, visit www.morson.com/tackling-mental-healthFind out more
Morson Group are delighted to announce that our rail training division, Morson Vital Training (MVT), have won Best Apprenticeship at the Transport for London Supplier Awards 2018. The award was presented to members of the Morson Vital Training team at a cermony at the London Transport Museum in London on Wednesday 5th December. The annual awards are awarded by TfL to recognise the work their supply chain does with them across all of their operations. The awards are open to all suppliers and cross many categories including health, safety & environment, efficiencies, collaboration, and diversity & inclusion. MVT fought off competition from MTR Crossrail and Bombardier to take home the award, which was presented by the newly appointed CEO of Crossrail Mark Wild. During the presentation. Mark highlighted the significance of the category: "I heard an interesting stat that apprenticeships in every sector are declining apart from in the transportation sector, which is something to be really proud of. This is probably one of the most important awards of the night, actually." The submission highlighted MVT's record of putting quality before quantity, ensuring all apprentices are embedded with fundamental skills for their development as employees - including in aspects of their lives outside of basic rail training, such as finance. It also highlighted our commitment to social inclusion and mobilisation, with representatives within the London boroughs and wider groups working with a network of school and combined authorities to support, challenge and promote the benefits of engineering to a wide range of underrepresented groups. Matthew Leavis, head of UK training, said: "It's beyond satisfying to see the hard work and dedication of the team being recognised. We were up against some amazing competition and to walk away with the award feels fantastic and gives us a great sense of achievement. We hope the success of our low volume, high quality programme that offers the best possible learner journey will encourage more small scale, high quality programmes that meet the need for work-ready employees. We're not resting here though, and we're developing additional initiatives to further improve our service offering." MVT has an enviable track record within the industry, and in 2017 were awarded platinum 'best in class' by the National Skills Academy for Rail following an extensive audit of their operations. They have also recently introduced a new initiative to offer ex-forces veterans access to free training in order to aid their transition from the military into civilian life.Find out more
Our Operations Director, Adrian Adair has featured in the latest issue of Recruitment International Magazine discussing the importance of diversity in business and more specifically, in recruitment. Morson prides itself on being an equal opportunities employer that provides an inclusive environment to candidates and employees alike. We believe that diversity of thought promotes innovation by bringing multiple perspectives to discussions and decisions. We are committed to improving the diversity of our company and building inclusive cultures every day. Not only is this good for business, but it’s also the right thing to do. We aim to be a truly 21st-century workforce, where everyone’s talents are welcomed, valued and nurtured. In October we hosted a unique panel event which brought together world-class leaders from various professions and industries to share their own stories and insights on leadership behaviours. They discussed ideas from creating inclusive cultures and leading successfully diverse teams to developing environments where all staff can thrive and reach their full potential. Read more about the event here. In a snippet from Recruiter International, Adrian Adair articulates why diversity and inclusion is core to Morson: “There’s no denying that diversity achieves better commercial results by driving innovative ideas, changing the status quo and raising the bar for success. Yet it isn’t just as easy as attracting talent from underrepresented groups, as a business must also create working environments that champion equality and inclusivity from the inside out.” “We strive to ensure that our workforce represents our customers and society as a whole, which means recruiting from the widest talent pool and giving our people the tools, drivers and learning opportunities to reach their full potential, from entry to board level.” “We’re the only recruiter to commit to a target for increasing the number of female contractors that we employ and are using our own business as a sounding board to perfect our diversity initiatives and challenge stereotypes, so these can be rolled out to our clients to develop cultures that embrace change and ultimately outperform their peers” To find out more about our commitment to diversity, visit our diversity hub.Find out more