Onsite

Our Services

Morson Onsite

Onsite

Our onsite teams offer invaluable support to clients; our onsite team can be part of managed serviced arrangements, supporting specific client locations as part of a larger contract, or can be placed onsite for particular projects, skillsets or initiatives.

Onsite support ensures a collaborative relationship that enables Morson to deliver a tailored service.

What do we offer?

Our onsite teams can provide our clients with:

  • Full recruitment lifecycle management.
  • Contractor care.
  • Early engagement for future sale pipeline possibilities.
  • Support for specific initiatives e.g. diversity, women in engineering, EVP, market positioning or technology implementation.
  • Recruitment for a specific project ramp up to meet client timescales.
  • An in-depth understanding of the client business and a more tailored service. 
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Why is Morson On-site different?

Support for complex and time sensitive projects  •  Morson partnership approach  •  Collaborative working conditions
Full project lifecycle support  •  Added value services  •  Client contract evolution
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    Morson Coast to Coast Charity Bike Ride 2018

    In June 2018, #TeamMorson cyclists successfully completed the gruelling Coast to Coast bike ride for our 2018 charities, Francis House and Mind. Following from last years' ride through the Peak District, the C2C route was chosen to mark the tenth consecutive Morson charity bike ride, the first of which also took place along the same route. The C2C route took our riders from Whitehaven (home to Morson's first ever branch office) on an arduous journey across tough terrain in difficult conditions. The first day saw the riders head for Penrith through the Lake District National Park. The following day, the ride resumed from Penrith and offered by far the most difficult challenge for the team. The route continued North East towards Alston and right into the heart of the North Pennines. There were some incredibly tough climbs on this second day which really tested the teams' mental and physical endurance. After an overnight stay in Durham, the team embarked on the final stretch of their journey, taking them from Parkhead Station, Crawleyside Bank, Stanhope all the way to Tynemouth. This was the shortest of the three days, with all riders completing the leg in just over three hours, with the terrain offering a more forgiving, downhill journey. The riders were aided in their journey by a support crew consisting of two minibuses, one van and two cars. The support crew were on hand at various strategic rest spots along the 140-mile route to provide refreshments and respite for the tired riders, as well as being on hand to rescue any lost or stranded team members. All in all, the ride was a huge success with all cyclists doing themselves proud on what was an incredibly difficult ride, particularly for inexperienced riders. Our donation page is still open here as we continue to raise funds for our chosen charities.

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    Collaborative Working is the Future of Transformational Rail

    Adrian Adair, operations director at Morson International, discusses the importance of working together to attract people into the rail sector. Over the past 7 years Adrian’s passion for innovation and commitment to delivering tailored solutions to employees, candidates and clients alike put him at the forefront of our industry. This article is also featured in July's edition of Recruitment International. Delivering the Government’s growing infrastructure and construction pipeline will contribute to solving a number of national concerns around regional inequalities, productivity and housing shortages, whilst delivering new opportunities in urbanisation, connectivity and sustainability. Rail travel is an essential part of this strategy and HS2 will be the new backbone of Britain’s national rail network. Europe’s largest engineering and construction project will create an estimated 25,000 interim roles, 3,100 permanent positions in operations and maintenance and more than 2,000 new apprenticeships, providing golden opportunities for suppliers and recruiters alike. Developing a sustainable talent pipeline Morson International, together with sister company Vital Rail, has been mapping HS2 from its infancy to understand the complete project lifecycle and skills requirements. Understanding the demands of the project, including the stakeholders’ objectives, targets and challenges, will help Morson to develop a sustainable talent pipeline, using HS2 Ltd’s Skills, Education and Employment (SEE) outputs as a guide for achieving this. To better interpret the SEE outputs and identify how Morson International, Vital Rail and the wider Morson Group can collaborate with its delivery partners, the Group brought together key opinion leaders from HS2 Ltd and the project supply chain to debate the opportunities and challenges, with senior representatives in attendance from BBV, Bechtel, CEK, Mott MacDonald and WSP. Collaborating for better results Collaboration, together with innovation and sustainability, are key principles of HS2’s delivery framework and will determine the effectiveness of the project and its overarching goals. There was real appetite from every organisation around the table to work together to achieve collective change, by preventing duplication of effort and increasing the effectiveness of training, recruitment and diversity programmes; but this collaboration must stretch further than the Tier 1 contractors and their own supply chains. HS2 presents significant opportunity for the recruitment industry, not only to deliver the thousands of niche and volume skillsets required throughout the project lifecycle, but to upskill an entire generation through apprenticeships and skills development opportunities for those already working within the sector. Yet the delivery timescales of the project align with a number of other major projects in the UK, including Hinkley Point C, highways schemes and airport transformations, increasing the demand for talent within what is already a limited talent pool of resources. The Brexit impact Recruiting and retaining the talent required to build the high-speed rail network is also further impacted by the Brexit decision. Britain’s eventual exit from the EU will see the rail industry lose 10 per cent of its workforce, a figure that could be even higher in some areas, particularly in the South East of England where EU nationals make up around 40 per cent of the construction workforce. We’re supporting HS2’s supply chain to work together to overcome the challenges that come with delivering the complexities and sheer scale of the project within the current social and political climate; and these same collaborative principles must be applied to the wider recruitment industry. Recruiters can no longer sit in isolation and instead must work in alliance to provide the entire supply chain with the best talent, especially during peak periods. Collaborative working has an important role to play in helping the industry complete critical infrastructure projects efficiently and cost effectively, and set the benchmark for the delivery of all major projects within the forthcoming pipeline. We’ve built integrated partnerships with a number of recruiters throughout the UK, from boutique agencies through to global leaders, and we’re always looking for new, like-minded partners to share best practice and create bespoke talent-based solutions that service all levels of a project. Talent-based solutions In response to the roundtable debate, Morson International, together with Vital Rail and Morson Vital Training, has developed a detailed whitepaper entitled ‘Skills on track: Future proofing the rail industry’, which outlines a number of bespoke talent strategies and techniques that support the achievement of a contractor’s SEE outputs and works to meet the specific skill levels required during key delivery points. The rail industry has one of the most positive forward outlooks, with more than £14billion due to be invested into the sector over the next decade. The whitepaper builds upon the insights gained from the Tier 1 contractors and their supply chain partners, which combined with our own expertise and knowledge of harnessing talent to help meet the demands of our clients working on some of the most ambitious infrastructure schemes, details the effective strategies that must be adopted to ensure HS2’s successful delivery. The importance of apprenticeships Engineering new perceptions around the sector and improving education and guidance, particularly from primary school age upwards, are two major factors detailed throughout the whitepaper report, which recruiters must play an active role in helping to improve. HS2 Ltd is committed to improving the take of apprenticeships during the project’s construction and operation phases and the whitepaper sheds light on what actions are needed to effectively achieve this core objective. There was unanimous agreement around the table that the current perceptions of apprenticeships being a ‘last resort’ are preventing young people from choosing this aspirational route. A number of Tier 1 contractors gave examples of how their own apprenticeship schemes, even those at higher levels, were being dismissed by parents and young people as a viable alternative to traditional A Level and University routes. Whilst parents still remain a major blocker, more needs to be done to promote the career opportunities in rail at a far younger age, something that we’re already working to achieve by partnering with education providers from primary school age right through to degree level. The whitepaper examines in detail a number of effective solutions that will work to ensure the successful delivery of HS2 and the achievement of its core objectives, including prioritising more spending at primary school level to educate teachers in becoming ambassadors for vocational training, and awareness campaigns to showcase engineering as an aspirational career path and dispel stereotypes. Attracting people into the sector Collectively, these solutions, combined with active strategies to support in-career transitioning to attract workers with similar skillsets, will support the upskilling of the current workforce and build a sustainable and diverse pipeline of talent that also works to attract people from underrepresented and hard to reach groups. Collaboration is the core theme running throughout the whitepaper and in response, Morson International has proposed launching a new HS2 ‘Think Tank’ to oversee, coordinate and facilitate joint effort amongst the supply chain, strengthen industry-wide initiatives and provide a vehicle for driving real action and progression. Collectively we can make recruitment stronger and we are committed to bringing real change, which is a case that we’re bringing to MPs, education providers and other key stakeholders to turn talk into action. HS2 is only the beginning and we’re working to replicate the same strategies to other major projects, including Hinkley Point C. Establishing shared goals with powerful solutions requires effective collaboration and we’ll be delivering a number of supplier days and workshops over the coming months with our like-minded recruitment partners, particularly those in the SME space, to upskill and improve industry-wide talent matching. We manage £multi-million contracts for our clients and these intelligent solutions rooted in collaboration and sustainability will achieve the best outcomes. For more information download our ‘Skills on track: Future proofing the rail industry’ whitepaper. To find your opportunity on HS2, search our latest rail jobs now. require(["mojo/signup-forms/Loader"], function(L) { L.start({"baseUrl":"mc.us12.list-manage.com","uuid":"70b8229547533b3af4724b408","lid":"28a6020019"}) })

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    High Performing Recruiters Enjoy Holiday Treat

    Six of the best performing recruiters from Morson International were treated to a weekend trip as a reward for their continuous improvement and excellence. Claire Abbot, Paul Stroud, Adam Ritchie, Ben Pascall, Matthew Crook and Joanne Edwards were flown out to Deauville in France with Morson Group CEO Ged Mason to enjoy the weekend and savour the food and drink of the Normandy commune. On the first day, the group took to the beach for a relaxing day, before heading to the local Honfleur region to sample a seven-course meal and a walk on the docks. The group then enjoyed a day out at the races, and found themselves scooping €268 in winnings to be shared within the group. Paul Stroud, of Morson's construction division said "It was great to have a bit of a bet on the horses. I managed to pick 5 out of 6 winners independently of the rest!" Claire Abbot, who doubled her average placements per month in the second half of 2017 said: "I really loved the trip. I got to try some foods I'd never tried before and it was great to sit in the restaurant right on the finish line at the races." Ged Mason added: "As an organisation we have always been about treating our employees well. They're the lifeblood of our business and our most important asset. We like to celebrate and reward high earners and those that go above and beyond. It was a pleasure spend some quality time with my colleagues and I look forward to doing it again in the future."

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    Employer Branding: The Benefits and Opportunities for Your Business

    In the past companies have dismissed employer branding as not a business critical task, believing that demonstrable ROI is unattainable. However, defining and promoting your employer brand does have a significant business impact and we’ve broken down the benefits into four overarching themes: It's Easier to Recruit The recruitment market is already competitive and with the introduction of new technology and retention initiatives such as flexible working, employer branding can help you stand out in a crowded market. "88% OF MILLENNIAL'S BELIEVE THAT BEING PART OF THE RIGHT COMPANY CULTURE IS VERY IMPORTANT AND 78% OF PEOPLE WILL LOOK INTO A COMPANY’S REPUTATION AS AN EMPLOYER BEFORE APPLYING FOR A JOB." With these statistics in mind, If you don’t have a solid set of employee benefits or a demonstration of a positive working culture, it’s important to consider how many talented people you may be losing at just that first click onto your website or social channels. "WE'RE NOT SAYING YOU HAVE TO DO A GOOGLE" We're not saying you have to do a Google but defining what makes your business special, whether that be charity partnerships, flexible working or a strong inclusive environment and finding the right channels to communicate this within your business and externally is key to motivating talent. By showcasing your company’s culture, values and beliefs consistently and openly, you create a talent pool of engaged candidates who are aspirational. They actively want to work for your organisation and will be fully engaged when you go to market with your job opportunities, allowing you to attract top talent with minimal effort. Improves Employee Engagement Employees who work for companies that have a strong employer brand are generally more enthusiastic and motivated. This means that your employees will be more productive and ultimately drive growth for your business. Additionally, employees feel more valued in their roles which leads to… "REMEMBER, YOUR CURRENT EMPLOYEES ARE YOUR GREATEST ADVOCATES. IF THEY GIVE A POSITIVE VIEW OF YOUR COMPANY THROUGH INTERACTIONS THEY HAVE ON SOCIAL MEDIA, WITH THEIR FRIENDS, FAMILY AND EVEN CONTACTS FROM OTHER COMPANIES THEY ORGANICALLY CREATE A NETWORK OF PEOPLE WHO ARE ENGAGED WITH YOUR BRAND." Better Retention of Staff Re-recruiting quality employees is time-consuming and costly and most of the time is avoided at all costs. Happy and fulfilled employees don’t come from giving expensive benefits – small and regular incentives and creating and open and inclusive culture go a long way in creating employee advocacy and retention. Additionally, cost-free techniques such as giving your employee’s the time and space to contribute to the business through open forums and discussions with the top leadership team creates a culture where the workforce feels valued. The key is to develop a dynamic employer brand that really resonates with your employees, you want them to feel proud to work for you and tell people about it too. "A RECENT STUDY REVEALED THAT 87% OF EMPLOYERS STATE THAT IMPROVING EMPLOYEE RETENTION RATES WITHIN THEIR COMPANY IS ONE OF THEIR TOP PRIORITIES." Free Up Funds to Use Elsewhere One of the biggest and most attractive benefits is the overall cost saving you can achieve when you have a strong employer brand. "ACCORDING TO LINKEDIN, COMPANIES WITH STRONGER EMPLOYER BRANDS, COMPARED TO COMPETITORS ON AVERAGE SEE A 43% DECREASE IN THE COST PER CANDIDATE THEY HIRE." ​ If you have a strong employer brand you won’t need to spend as much money on recruiting; minimal social advertising, minimal job boards and less time interviewing as you will have attracted a higher calibre of candidates. Potential candidates will want to work for you, and you will reap the rewards of the natural talent attraction traits of an attractive employer brand. The money you have saved can then be used elsewhere in your business, to improve processes, buy new equipment, develop new products; all developments that will put you ahead of your game and give you a competitive advantage. Want to know more about how you can increase retention and attract top talent for your business? We've created an #EmployerBranding Guide to help you do just that. Get your copy here.

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    Making Diversity Synonymous With Success

    Soon to mark 50 years in business, much of Morson International’s journey from a bedroom-born recruiter established in 1969 to a global leader in technical sectors, rests on our ability to remain agile and adapt to the evolving needs of our clients, contractors, candidates and employees. Equality, diversity and inclusion (ED&I) remain hot topics, especially when analysing representation, or the often thereby lack of, at the top, and we’re working hard to ensure that ED&I becomes part of the norm by changing the conversation. A lack of diversity has created an imbalance in many of the sectors that we operate in, such as engineering, aerospace, IT, rail, nuclear and construction, and we’ve witnessed first-hand how females, LGBTQ+ and ethnic minorities have been underrepresented, particularly at senior level. Change is Coming Within our own business, we strive to ensure that our workforce represents our customers and society as a whole, which means recruiting from the widest talent pool possible and giving our people the tools, drivers and learning opportunities to thrive and reach their full potential, from entry through to board level. We are ferociously challenging stereotypes to build diverse workforces that drive innovative ideas, change the status quo and raise the bar for success. Including inclusivity as one of our core company values ensures that we do everything possible to provide a fair, open and equal culture from the top down and bottom up so that ED&I touches every part of what we do. We also excel in the levels of diversity amongst our senior management and to ensure our board of the future replicates this same forward-thinking approach to talent irrespective of their gender, race, sexuality, age, religion and belief, and more, we run an ongoing mentoring programme with our leaders who possess the drive to reach the top. Diversity breeds innovation, productivity and drives commercial earnings, and we work in partnership with a number of our clients to champion their own ED&I programmes, by giving everyone a voice and developing cultures that embrace change and outperform their peers. The Diversity and Leadership Exchange Maintaining an equal, diverse and inclusive workforce is part of Morson International’s DNA. As one of the most respected names in recruitment, we’ve built a business that delivers excellence for our employees, candidates, contractors and clients. Improving diversity, particularly in leadership positions, is good for business, yet many technical sectors still lack gender and ethnic diversity at senior level. We’re hosting a unique panel event which brings together world-class leaders from various professions and industries to share their own stories and insights on leadership behaviours to create inclusive cultures, lead successfully diverse teams and develop environments where all staff can thrive and reach their full potential. Our panel includes: Anna Delveccio, FTA Everywomen Transport and Logistics Woman of the Year 2018. A champion for women in transport who began her illustrious engineering career aged just 15 and by her early 30s, was already appointed commercial account director for infrastructure giant, Amey Alex Rodick, client account manager at Stonewall, Europe’s largest LGBT charity. Alex's focus is on supporting the professional services industry to increase LGBT diversity in the workplace and ensure that individuals can reach their full potential. Simone Roche (MBE), CEO & Founder of Northern Power Women, Simone launched Northern Power Women out of a passion to connect and engage with people about gender equality. Adrian Adair, operations director, Morson International, Adrian is a major driving force behind Morson International’s diversification into new markets and transforming the brand into a global specialist in permanent and interim talent-based solutions. To achieve this, he has identified the future boardroom, ensuring it’s diverse, equal and inclusive. ​ We will be releasing the findings of the event in a video and write up which hopes to uncover the latest trends affecting business and how current and future leaders can navigate these issues to create more diverse teams that are engaged, productive and innovative, and ultimately drive business objectives. Show Your Support Tweet us using the hashtag #DiversityinLeadership and tag in @MorsonGroup

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    Our Guide to Living and Working in London | #MoreToMorson

    London is considered one of the best cities to live in in the world. The lure of jobs, diverse culture and exciting social scene attracts many young professionals who want to develop their career whilst living in a vibrant city. Because of this London is home to a much higher proportion of 25-34-year olds than the rest of England at 24%. There’s a lot to consider when thinking about moving to a new city, so if you want to know what it’s like to live in the big smoke, read on for our guide to living and working in London: Living in London Culture Transport Accommodation Things to do in London Working in London Key industries Top Employers Living in London Culture London is the city of culture, known for its diverse array of people, events and locations – no matter what you’re into you’re sure to find something you like in the city of London. It’s also one of the world’s top tourist destinations, meaning you can take full advantage of having some of the best attractions and events on your doorstep. Transport Being the capital city, London has some of the best transport links in the country. The London Underground connects all of the major areas in London and extends out to as far as Essex. There’s also excellent bus routes and most recently, bikes that you can rent around the city for a small fee. Accommodation There’s no getting away from the fact that London is expensive. Accommodation is one of the main stumbling blocks that people face when moving to the city and therefore a number of young professionals opt for living outside of London to save on rent costs. This is an excellent alternative as with the fantastic transport links that are mentioned above, you can be back in the city in no time at all. House/flat shares are very common in London with young professionals to keep costs down. There are specific websites which match likeminded individuals in order to find accommodation. Things to do in London The list of things to do in London is truly endless. Although the tourist attractions are plentiful and great to visit when you first move, there are so many hidden gems that you need to see! A trip to the gentrified Borough Market selling deliciously fine wares should definitely be high on your agenda. The smaller Broadway shows where you can buy a ticket for £5 are also a must see too! Working in London London's Key industries London is one of the world’s most important business and financial centres. The Financial sector is the most dominant industry in London, however, the creative, technology and manufacturing industries have a large presence too. At the heart of the UK economy, it is vital to the country's financial stability and economic well-being and therefore, a large number of people are employed in this industry to ensure it runs smoothly. To the north of London Bridge and around Canary Wharf you will find the most important financial institutions, such as the Bank of England and the London Stock Exchange. Most large businesses also have offices based around the city too. Top Employers in London In London, when you think of a company you would like to work for, you can almost guarantee that they will have some sort of presence in the city of London or surrounding areas. Google was ranked the best UK company to work for in 2017 and has a headquarters based in London. They have also recently announced plans for a large new complex to be built near Kings Cross station. The BBC is another great place to work with opportunities to get involved in film, TV, Radio and everything in between. Does this sound like the place you want to be? Why not check out our latest jobs in London and begin the process of making the big move.

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    Almost Half of Employees With Mental Health Issues Hide It From Colleagues

    We recently surveyed our contractor workforce and found that almost half (46%) of employees living with a mental health condition do not inform their employer, with more than a third (39%) saying that they feared their reaction and the repercussions. Other reasons cited included not being comfortable telling the individual (59%), the stigma around mental health (42%) and the lack of support in the workplace (22%); with 55% saying they were either unaware of any support available or that their workplace lacked in any assistance for mental illness. The same survey of 1,400 respondents, which comprised 80% males aged 41+ working within sectors such as construction, professional services, IT, digital, engineering and rail, revealed that 1 in 5 (21%) had experienced a mental health problem and of those, 62% were either seeking treatment or had sought treatment in the past. Almost 1 in 10 (9%) of all respondents had also at some point considered taking their own life, revealing that their mental health issue had left them feeling suicidal. Adrian Adair, operations director at Morson International, said: “These results are shocking and unacceptable. There’s still a major disconnect between mental health awareness and openness at work, which means people are still uncomfortable discussing the subject due to fear of what their employer may think or the risk of them losing their job altogether. “Too many people are suffering in silence, which can often result in people having time off work. Four of the respondents said they were off work for more than a year as a result of their mental illness, which will have had a significant impact on their employer in lost productivity. “Safety is paramount in many of the sectors that these respondents operate in and whilst their employers take great strides in protecting their people from physical harm, the same effort is needed to address mental ill health. We need to stamp out the taboos by developing open and honest cultures that are supplemented with better support and training to help sport the early signs of mental ill health. Male dominated sectors are less comfortable discussing mental health, which is why it is crucial that we create environments where anyone can voice their concerns without fear.” We have taken practical steps to tackle these issues, training a handful of staff across the business in becoming ‘mental health first aiders’, who now possess the practical skills to spot the signs of mental illness within our workforce, including our contractors and the confidence to intervene and support those in need. Our objective is to bolster our mental health first aiders over the coming months to have multiple trained operatives located across each of its key regions. Adrian adds: “We’ve prioritised mental ill health within our own business and developed meaningful and impactful mental, emotional and physical wellbeing programmes to support our staff and help them to thrive; and we hope other employers take inspiration from what we’ve done to spark their own initiatives.” To mark World Mental Health Day, we have released a new whitepaper highlighting workplace mental health and the steps employers can take to create a happier, healthier and more productive workforce. The whitepaper includes more insights from our contractor survey supported by powerful personal stories of our own employee's and ex-Morson sponsored boxer Ricky Hatton. To download, visit www.morson.com/tackling-mental-health

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