Morson Recruitment Models

Consortium Partnerships


We have a track record in forming joint ventures and consortium partnerships to deliver full recruitment solutions to clients with significant and diverse staffing requirements.

Morson engages with ‘best in class’ suppliers to create an overarching management team, able to supply across all client sectors, disciplines and geographies. This management team is a cohesive partnership between key members of each supplier.

Typical Joint Venture and Consortium Partnership Model

When establishing joint ventures or consortium arrangements, Morson’s principal objective is to partner with organisations that support the client’s objectives and complement Morson’s service.

Benefits to the consortium approach can include:

  • Complementary skills providing the best possible service to our clients
  • Enhanced geographical coverage
  • Sharing best practice processes can increase efficiency and performance
  • Access to a wider candidate base
  • Stronger talent acquisition proposition

Find out more about the Morson Consortium Partnership Model

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.

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    Event | Meet The Smiths | Fighting For Autism With Boxing's Most Famous Family

    The Smith brothers are boxing's most successful family. Throughout their careers the brothers have scooped British, WBO and WBC titles between them, and in in 2013, the family made history when three of the brothers claimed the British light-middleweight (Liam), super-featherweight (Stephen), and super-middleweight (Paul) belts at the same time. In September 2018, youngest brother Callum added a WBSS win to the collection along with the WBA and Ring magazine super-middleweight world titles. Hosted by Morson, join Callum, Liam, Stephen and Paul Smith for an intimate Q&A session in the heart of their home city of Liverpool, as they discuss their illustrious careers, Callum's recent WBA super middleweight title win and how they've used their time under the bright lights on fight nights to raise awareness of a condition close to their hearts - autism. This is a ticketed event - please register your place here​

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    Rolls-Royce has Announced Plans to Build the Fastest All-Electric Plane in the World

    INDUSTRY NEWS | 2 MIN READ Rolls-Royce will build the world's fastest electric plane with a target speed of 300+ MPH Funded by ACCEL, the plane delivers 90% energy efficiency with zero emissions An ambitious team from Rolls-Royce has set out plans to build the world’s fastest electric plane which is expected to reach a target speed of 300+ MPH (480+ KMH). The specialist team are working tirelessly in a ‘bustling hanger bay” at the far end of Gloucestershire airport in the South West to design and build a plane that is expected to make record books. The current record for the fastest all-electric plane is currently set at 210 mph by Siemens in 2017, however, Rolls-Royce aim to knock them off the top spot by 2020. Matheu Parr, ACCEL Project Manager for Rolls-Royce said: "This plane will be powered by a state-of-the-art electrical system and the most powerful battery ever built for flight. In the year ahead, we’re going to demonstrate its abilities in demanding test environments before going for gold in 2020 from a landing strip on the Welsh coastline." If successful, the development could lead to electrification of air travel across the globe. The ACCEL project The project is part of the government-funded initiative called ACCEL (Accelerating the Electrification of Flight) which brings together a number of partners including the Aerospace Technology Institute and Electro Flight. To deliver this project, Rolls-Royce will have to build a battery that is powerful enough to beat current speed and performance records whilst still being light enough to fly and not overheat. “We’re monitoring more than 20,000 data points per second, measuring battery voltage, temperature, and overall health of the powertrain, which is responsible for powering the propellers and generating thrust. We’ve already drawn a series of insights from the unique design and integration challenges,” says Parr. “And we’re gaining the know-how to not only pioneer the field of electric-powered, zero-emissions aviation – but to lead it. At this point, our confidence is sky high.” The details Battery - Accel has the most energy-dense battery pack ever assembled for an aircraft, providing enough power to fly 200 miles (London to Paris) on a single charge. Motors - The propeller is driven by three high power density electric motors designed and manufactured by YASA in the UK. Powertrain - The all-electric powertrain will run at 750 volts and delivers 90% energy efficiency with zero emissions Big data - For safety and performance optimisation purposes, sensors will collect in-flight information each second across more than 20,000 points on the powertrain, measuring battery voltage, temperature and general performance metrics We recruit for cutting edge Aerospace roles at Morson. Create an account to stay up to date with the latest opportunities or search our current vacancies here. (Images and quotes sourced via Rolls-Royce.com)

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    Morson Partner With Innovative Recruitment Technology SniperAI

    Morson have partnered with RecruitmentSMART and their game-changing recruitment sourcing and screening technology, SniperAI. As part of our commitment to utilising the latest technology to aid in the recruitment process and following on from our further development of our end-to-end recruitment platform Vencuro, Morson have partnered with the system to improve our service offering to clients. The partnership will initially be in the form of a three month pilot period to enable integration with existing in-house systems and processes. With the recruitment process often slowed down by the labour-intensive process of sorting through a vast number of applications, SniperAI provides a game-changing technology that incorporates machine learning and auto screening to match job specifications to potential candidate CV’s at rapid speed. The technology can also leverage CV’s from older applications, meaning that potentially suitable historic applicants can still be matched with newer roles. This allows recruiters to spend time in candidate engagement rather than sourcing. Furthermore, the SniperAI technology removes any bias in terms of gender, age, background and more, which helps achieve greater diversity in the workplace. Some of the other unique features of SniperAI include a candidate skills gap map and training recommendations for candidates based on their latest CV information. The system supports over 100 languages. SniperAI featured as Recruiter magazine’s Game Changer technology in 2017. Ultimately, the system aims to save time, waste and further streamline the recruitment process, offering cost savings that are transferrable to clients. “We have chosen to partner with RecruitmentSMART because we believe the solution to be the most advanced and agile AI solution for recruitment in the market right now. We expect an almost immediate return on investment, as well as improved service to our many clients. The recruitment market is growing at an increasing rate due to skills shortages, emerging markets and an aging workforce. Like Morson, businesses are constantly upgrading their IT systems to meet the challenge of sourcing candidates quicker and more cost-effectively.” - Stinus Andersen, head of information systems at Morson “As a leader in Recruitment Process Outsourcing, we are delighted to welcome Morson Group as a new client. Enterprise-ready Artificial Intelligence and Machine learning for recruitment is rapidly changing how talent acquisition is done by freeing up recruiter time that may now be utilised to enhance both candidate and client experiences. We feel our SniperAI technology is a great fit for the business and their existing suite of recruitment technology, and we look forward to forming a great partnership.” - Kurt van den Eynden, Director of Sales "As and early pioneer of AI technology, we understand, better than most, the evolving role of talent acquisition and the opportunity for AI to support the fast moving talent industry, and have seen the immediate impact our technology has had on organisations of all sizes." - Yusuf Jazakallah, Co-Founder at Recruitment Smart We're committed harnessing the power of innovative technology to improve our service for clients and candidates alike. Read more about our bespoke recruitment technology Vencuro

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    Why is Cultural Change Important For Your Business? | Download the Guide

    THOUGHT LEADERSHIP | 2 MIN READ Find out why company culture is so important 75% of CEOs say that fast-changing market conditions are forcing them to reinvent themselves quicker than ever before COMPANY CULTURE AT A GLANCE Culture can be defined as the values and beliefs of a group of people that often evolves over time. To put it simply, culture has been described as “the way we do things around here” and is a key component in any business for many reasons. “It is clear that top talent want to work innovatively and organisations must foster innovative thinking. This will not only help retain the best talent but it will drive high-performance and efficiencies to gain a competitive advantage” - Ben Fitzgerald, Head of Professional Services, Morson. Business culture is something that is pre-existing in your company’s genetic code that is uniquely distinct to your business. It can impact management, recruitment, brand image and pretty much all aspects of a business from marketing right through to accounting. A business’s culture encompasses their behaviour, working style, beliefs, values, ethics, visions and even habits to form an overall unique offering. Innovative, agile cultures employee engaged people who seek answers and strive to create strong outcomes. WHY CULTURAL CHANGE IS SO IMPORTANT Previously the recruitment industry has been largely focused on what employers can get out of hiring top talent, however, this has been turned on its head with candidates asking, “what’s in it for me other than my salary?”. 75% of CEOs say that fast-changing market conditions are forcing them to reinvent themselves quicker than ever before. For organisations seeking to become more adaptive and innovative, culture change is often the most challenging part of the transformation. Research shows that workplaces with great cultures and high levels of wellbeing outperform their competitors. Caring for staff not only achieves your organisational duty as an employer but also drives quality, innovation and success. "94% of executives and 88% of employees believe a distinct workplace culture is important to business success" If you would like to find out more about how to engineer cultural change, download our free guide below which explores what cultural change is, why it is so important for your business and how to engineer a cultural change as part of a successful growth strategy

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    Northern Power Women announce the 2019 Power and Future Lists

    DIVERSITY | 5 MIN READ Morson's Head of Marketing, Rebekah Lee makes the Future's List Creative industries leading a charge with more nominees Engineers, restaurateurs, pharmacists, entrepreneurs and disruptors recognised All Northern Powerhouse regions represented The Northern Power Women today have released the names of 100 women who have contributed to making a difference in their communities and raising awareness of gender equality across the North of England. The Power List celebrates women who challenge the norm and ensure that everyone they work with recognise the benefit of having a gender-balanced workplace. The Future List recognises the influencers and change-makers of the future who are already making a difference in their environments and communities. Northern Power Women is delighted to announce the 2019 Power and Future Lists to be celebrated at the fourth Northern Power Women Awards, which this year feature nominees from more sectors and more regions in the North. Morson are particuarly proud this year to be announced as the new sponsor for the NPW Future List, alongside the headline sponsor, Manchester Airports Group, who have partnered with NPW for the past two years. As NPW’s work championing diversity in the workplace and in business has gathered pace, the organisation has expanded its activities firmly across the entire Northern Powerhouse regions, “this means we can celebrate the work of more Power Women and bring a spotlight on their amazing achievements,” said NPW founder Simone Roche MBE. Different sectors are breaking new ground with inclusion in the Power and Future lists, with musicians, chefs and other creatives joining the bankers, entrepreneurs and other organisational leaders that have made the running in previous years. “This shows that celebrating inclusivity is high on everyone’s list of priorities,” added Roche, and it provides a welcome headache for the now 60-strong judging panel. Morson Global Operations Director expressed his delight to be sponsoring the Future's List this year: “We pride ourselves on being an equal opportunities employer that provides an inclusive environment to candidates and employees alike. We recognise that diversity of thought promotes innovation by bringing multiple perspectives to discussions and decisions and we are looking forward to seeing the positive impacts made by those on this year’s lists.” One of Morson's own, Rebekah Lee, Head of Marketing has been featured in the Top 50 Future List, commenting on her fantastic achievement she said: "I'm delighted to be a part of the Nothern Power Women's Futures list which celebrates women and men working towards creating gender balance in organisations across the entire Northern Powerhouse. As head of marketing for Morson I operate in sectors hardest hit by imbalances and work to actively attract talent from untapped pools, ensuring there are no barriers in place to hold talented people back. I'm passionate about promoting diversity that goes beyond gender, working hard to challenge stigmas, open conversations and invite collaboration." New additions to the Power List, including former barrister, food writer and restaurateur Nisha Katona MBE, from the Wirral are similarly excited to be part of the evolving story that is Northern Power Women. Nisha said: “I’m delighted to be part of the Power List – I love how Northern Power Women celebrates great role models from all sectors and backgrounds and happy to be flying the flag for the vibrant hospitality and service industry. These are industries in which women need to make much more progress and I’m proud to be a part of this magnificent sector.” Another of our Power List Caroline Theobald CBE, Founder, FIRST which connects people for mutual advantage: (Entrepreneurs to money, management and new markets; companies to stakeholders and communities; young people to employment and enterprise and internationals to new opportunities). Caroline, from Newcastle upon Tyne, said “It gives recognition to what I’ve spent my working life trying to promote! Northern Power Women are active, resourceful and inclusive – three words that I hope describe me too!” The unfolding talent in the Future List will get their chance to take part in a platform that seeks to encourage the ‘up-and-coming’ in the North. The Northern Powerhouse Partnership has even provided one of these young talents: “We are delighted that our apprentice at the Northern Powerhouse Partnership, Emma Green, has been added to the Northern Power Women Future list,” said director Henri Murison. “Emma is our first apprentice and this accolade reinforces how apprentices are valued in the workplace and are extremely important to the future of the Northern Powerhouse.” Jodie Williams, Accessibility and Inclusion Manager for National Express and Director for the Yorkshire Diversity Festival has also been added to the Future List. Jodie grew up in a patriarchal society, in a poor, white neighbourhood, experiencing regular racism which gave her an understanding for greater equality. Jodie said, “As a society our differences make us stronger, they should be recognised, supported and celebrated – I’m delighted to be included in the Future List because it’s important to empower women, to shine lights on role models, create positive representations to pave the way for the next generation and show them that every and anything is possible, there is no limit, representation, empowerment matters. It’s brilliant to be a part of something which is creating long term sustainable change in equality.” The judges, too, welcome the chance to play their part: “It’s inspiring to see the remarkable work these nominees are doing across our North,” said Libby Annat, sustainability director of Primark. Fellow judge Marian Sudbury, Director of the UK Regions at the Department for International Trade, declared herself in “awe” of the nominees: “I absolutely loved being part of this process. The passion and dedication came across in every single nomination which made our work as judges extremely difficult. I was in complete awe of some of the remarkable work these nominees are doing across our regions and I’m pleased that these individuals are getting the recognition they thoroughly deserve.” And BBC North GM Adrian Mills expressed, “I really enjoyed being part of the judging process because I spent the day finding out about the amazing women making a difference across the North of England.” The inaugural awards started in March 2016, welcomed 440 influencers, leaders, change agents, and inspiring male and female role models, in 2017 520 celebrated success across the North and in 2018 580 attended receiving a record 950+ nominations. 2019 is already proving that there is a need to highlight the great people working towards a gender diverse workplace, currently on track for beating attendee records. Thank you to our sponsors for supporting the hard work of the women and men across the North playing a part in Northern Power Women; Manchester Airports Group, Morson Group, Santander, YBS, NatWest, Liverpool FC, HSBC, MSP Global and EY. Simone Roche MBE, founder of Northern Power Women said: “I am extremely proud of these role models. They are amazing people doing fantastic work and they deserve every bit of recognition. Without the women on our Future and Power List it would be impossible for us to do what we do across the North. Each person named has played a part in driving forward the NPW agenda and have helped push out the boundaries” The new entrants will be celebrated at the Northern Power Women Awards with over 650 guests at Manchester Central Convention Complex on Monday 18 March, tickets available here. The fourth awards will also recognise the winners across 10 categories shortlisted from 900 nominations. 2019 Power List Alison Brittain CBE, Chief Executive, Whitbread Alyson Fadil, Chief People Officer, N Brown Group Plc Angela Seeney, Transformation Director, Sellafield Ltd Anne Longfield OBE, Children’s Commissioner for England, Children’s Commissioner’s Office Baroness Beverley Hughes, Deputy Mayor for Policing and Crime, Greater Manchester Combined Authority Caroline Theobald CBE, Chair, FIRST (trading name of First Face to Face Ltd) Christine Gaskell, MBE, DL, Chair, Cheshire and Warrington Enterprise Partnership Debbie Francis, Managing Director, Direct Rail Services Ltd Dr Ann Limb CBE DL, Chair, The Scout Association Dr Liz Mear, Chief Executive, The Innovation Agency Edwina Wolstencroft, Editor, BBC Radio 3, BBC Elia Montorio, Equity Partner, DLA Piper UK LLP Estelle Blanks, Executive Director, Innovation SuperNetwork Gail Jones, Managing Director, UKFast Hazel Blears, Non-Executive Director, Cooperative Group Heidi Mottram CBE, Chief Executive Officer, Northumbrian Water Group Helen Baker, Global Director of Engagement, Diversity and Inclusion, Sage Jackie Arnold MBE, Corporate Responsibility Lead, BAE Systems Jane Woods, Director, Operations EMEA Head of Portfolio Services, BNY Mellon Jasvinder Sanghera CBE, Author/Campaigner, Freelance Jenn Hazlehurst, Partner, EY Julie Waring, Solicitor/Owner, Morecrofts LLP Solicitors Justine Andrew, Market Director, Education and Skills, KPMG LLP Karen Campbell-Williams, Tax Partner, Grant Thornton Lesley McPherson, Director of Communications, The Co-operative Bank Liz Tapner, Chief Executive Officer, Selnet Ltd Lucy Powell MP, MP for Manchester Central, Chair All Party Parliamentary Group for Greater Manchester, Lynn Collins, Regional Secretary / Mayoral Advisor on Equalities, TUC Lynn Cordall, Commercial Director, Damartex UK Ltd Nickie Gott OBE, Managing Director, She’s Got It Nisha Katona MBE, CEO, Mowgli Street Food Ltd. Pat Ritchie , Chief Executive, Newcastle City Council Pippa Wicks, Deputy CEO, Cooperative Group Professor Uduak Archibong MBE, Professor of Diversity, University of Bradford Qudsia Karim, Head of Consulting, Impact International Rachel Clacher, Co-founder, Moneypenny Rowena Burns, Chairman x 2, Manchester Science Partnerships and Health Innovation Manchester Ruth Harrison, UK Managing Director, ThoughtWorks Sally Carr MBE, Operational Director (Joint CEO), The Proud Trust Sandra Hill, Managing Director , Page Personnel Sarah Davies, Northern Powerhouse Lead, Environment Agency Sarah Glendinning, Regional Director, CBI Sarah Stewart OBE, Chief Executive, Newcastle Gateshead Initiative Shelley Alexander, Lead for Diversity and Women’s Sport, BBC Sport, BBC Stephanie Burras CBE, CEO, Ahead Partnership Susan Black PgDip, MCIPR, MSc, Director of Communications, Liverpool Football Club Tricia Williams, Chief Operating Officer Manchester Airport, MAG Wendy Tan-White MBE, Partner & Board Trustee , BGF Ventures & Alan Turing Institute Zohrah Zancudi, Director of Public Services, Calderdale Borough Council 2019 Future List sponsored by Morson Group Abi Ridley, Client Origination Analyst, Accenture Abigail Patel, National and North West Regional Council Student Representative and ABS Ambassador, The Manchester School of Architecture/ RIBA Aine McTiernan, Scale North Lead, PwC Alix Bolton, Head of People, Visualsoft Amanda Adeola, Associate Solicitor, BHP Law Amna Abdullatif, Children and Young People’s Lead, Women’s Aid Amy Campo McEvoy, Senior Network Manager, The Girls’ Network Amy Lynch, Head of Diversity & Inclusion, ThoughtWorks Anna Holland Smith, Programme Manager (Technology and Innovation Accelerator), The Hut Group Annalisa Toccara, Founder and CEO, Our Mel Charlene Lancaster, Director – Audit and Assurance services, Mazars LLP Charlotte Percy, Senior Associate Family Law Solicitor, McAlister Family Law Claire Eadington, Business Change Manager, Environment Agency, Defra group Colette Cronshaw, Project assistant, Riverside ECHG Dannie Spencer, Head of Legal, Allied London Deb Hetherington, Business Engagement Manager, Leeds Beckett University Dharini Patel, Senior Leader, Department for Education Diane Gleeson, Vending & Hot Beverage co-ordinator, Sodexo Dr Amanda Lamb, Chief Operating Officer, Connected Health Cities Emma Green, Digital Marketing Apprentice, Northern Powerhouse Partnership Fey Ijaware, Front-End Developer, Peninsula Gemma Smith, Senior Project Manager, Liverpool FC Foundation Georgena Clarke, In-house Employment Lawyer, OCS Group UK Limited Hannah Hosanee, Director, Consume Communications Ltd Heather Gray, Business Development Manager, Bruntwood Holly Wood, Founder and CEO, WeBlogNorth and the Northern Blog Awards Joanne Johns, Corporate Tax Manager, EY Jodie Hill, Managing Director and Solicitor, Thrive Law Jodie Williams, Accessibility and Inclusion Manager, National Express Kate Rylance, UX Research Manager, Shop Direct Kusum Trikha, Senior Engineer, WSP Laura Beattie, Co-founder, Careaux Laura Earnshaw, Founder and CEO, myHappymind Laura Nadel, Director, Head of Employment Legal North, PWC Lisa Miles, NIHR Manchester Biomedical Research Centre Operations Manager, Manchester University Hospitals NHS Foundation Trust Michelle Partington, Consultant, Mentis Training and Consultancy Najwa Jawahar, Senior Structural Engineer, WSP Nazia Rehman, Portfolio holder for finance, transformation and resources, Wigan Council Nicola Witter, Deanery Children and Families Worker/Singer, Dioecese of Manchester Nikki Barraclough, Executive Director, Prevent Breast Cancer Rachel Beattie, Director and Co-founder, Careaux Rachel Fraser, Head of Internal Communications & Engagement, MAG Rebekah Lee, Head of Marketing, Morson Group Rhiannon Carss, Head of Communications, Curtins Safiya Saeed, Youth project Co-ordinator, Reach up youth group Samantha Wilcock, Account Manager, Ombudsman Services Sarah McGuire, Group Head of Recruitment , MAG Tara Hewitt, Inclusion & Engagement Manager, Northern Care Alliance NHS Group Thorrun Govind, Pharmacist, Community Pharmacist Victoria Alcock, Assistant Director – Student Recruitment, EY To find out more about our commitment to diversity, visit our diversity hub.

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    Rhys Harris, Associate Director at Morson International Provides an Insight into Industrial Staffing in the UK in New SIA Report

    CONSTRUCTION NEWS | 5 MIN READ Read the interview with Rhys Harris, Morson's Associate Director of Construction and EPB Find out about the latest industry trends in construction Rhys Harris, Associate Director of Construction and EPB has been featured in a new SIA report discussing industrial staffing in the UK and more specifically, industrial staffing solutions at Morson. The report highlighted that job growth has been the strongest in the mining, energy and water supply sector, with growth reaching double digits in quarter 3 of 2018. Job growth was mostly positive in 2017 for the construction and accommodation & food services sectors. A closer look at construction recruitment 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, with figures standing at 18% higher than it was twenty years ago. Other key industries mentioned in the report included employment in mining, energy and water supply which has risen steadily over the past two decades. Employment stood at 585,000 jobs in quarter 3 of 2018, which represents a 59% expansion from 367,000 jobs at the start of 1998. Interview with Rhys Harris, Associate Director at Morson International Please describe your industrial staffing business? “Roughly 25% of our group turnover is industrial staffing and all 60 of our UK offices support industrial staffing to some degree. We have an on-site presence at large clients and around 380 out of our 950 staff are involved with industrial staffing. Morson is one of the most experienced MSP providers in the UK, with over half of our turnover coming from MSP clients.” How is your industrial staffing business organised and what assignment lengths are most common? “We organise by industry sector, for example, construction, nuclear, manufacturing, rail, IT etc. Based on current contractor data, the average tenure is 21 months.” What trends do you see in pay rates and bill rates? “We have not seen a huge spike in pay rates although we expect this to change if there isn’t a clearer strategy very soon about the free movement of people from Europe into the UK. The flow of European labour coming into the UK is slowing and at an 8-year low.” Where are you seeing strong demand for temp workers? “We are seeing surges in requirements around the major UK infrastructure and energy projects, 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 have one project alone will require over 15,000 blue collar workers.” Currently, what factors are most important for industrial staffing firms to succeed? What can management do? “Listening to your clients and making sure you deliver it is very important. Studies have shown a diverse team is more innovative, so by building diversity strategies into your recruitment, you ensure you attract and source the widest range of people for your clients. You should always make sure your approach to talent attraction is innovative, forward thinking and really connects with the target audience.” With so many new technologies, where do staffing firms most need to innovate? “Recruiters will benefit from adopting automation in their sourcing. We are trailing software that pre-sorts and shortlists our candidates CVs – freeing recruiter time to support on added value initiatives with clients and source harder to fill roles. Our own technology supports our clients’ end-to-end recruitment process and integrates with job board aggregators such as Broadbean to deliver greater efficiencies.” If you’re interested in finding out more about the opportunities available with Morson, browse our current vacancies here.

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    From One Crane in 2011 to 78 Construction Sites – Manchester is Thriving

    INDUSTRY NEWS | 2 MIN READ Manchester overtakes Los Angeles and Chicago in the building boom 14,480 residential units are currently under construction, double that of two years ago Find your next opportunity by contacting Morson’s construction recruitment team New research from Deloitte states that Manchester is one of the fastest growing cities in Europe and even overtakes the construction project numbers for Los Angeles, Seattle and Chicago. The annual crane survey revealed that Manchester has 14,480 residential units currently under construction, double that of two years ago. Not to mention 2,129 hotel rooms and 2,006,897 sq ft of office space being built. Just three large hotel completions in the city centre include easyHotel’s budget Bradley House (115 rooms), Motel One’s second opening on Cross Street (302 rooms) and StayCity in Gateway House (182 rooms). Partner and Regional Head at Deloitte Real Estate, Simon Bedford said: “If Manchester had featured in the recently published North American Crane Index, it would have ranked number two – behind Toronto but in front of Seattle, Los Angeles and Chicago. That might have seemed like a remarkable stat a few years ago given Manchester only had one crane in the sky in 2011, but today the figure is a massive 78 sites under construction.” It is clear that gradually, Manchester’s skyline is transforming with international building designers leaving their mark on our vibrant city. Many of the construction projects have been backed by significant investment, a strong business community and an influx of new talent wanting to live and work in Manchester. Rhys Harris, Associate Director at Morson International said: “This is great news for Manchester and yet more evidence that the construction industry is booming. Coupled with the increase in cranes in the city, we are also experiencing a significant increase in the number of construction jobs available, giving candidates the perfect opportunity to progress their career with Morson.”

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    Top Marketing Trends that Recruitment Will Adopt in 2019

    RECRUITMENT TRENDS | 5 MIN READ Read about the latest recruitment trends in 2019 Morson has partnered with RecruitmentSMART to implement its game-changing recruitment sourcing and screening technology. Find out more about what a candidate driven market actually means. (function () { var e = document.createElement('script'); e.type = 'text/javascript'; e.async = true; e.src = ('https:' == document.location.protocol ? 'https' : 'http') + '://btn.createsend1.com/js/sb.min.js?v=3'; e.className = 'createsend-script'; var s = document.getElementsByTagName('script')[0]; s.parentNode.insertBefore(e, s); })(); We saw some huge changes in 2018 with GDPR, AI and automation entering the public consciousness. With a fresh set of recruitment trends to set your business aside from its competition, 2019 is set to be another transformative year. We take a look at the top marketing trends that the recruitment industry is sure to adopt in 2019… THE CUSTOMER IS ALWAYS RIGHT | THE CANDIDATE IS ALWAYS RIGHT Life is sweet for the candidate in today’s recruitment market with an emphasis on optimising the candidate experience. In this competitive age, businesses are having to work harder to attract the highest calibre of candidates as a new era of business culture has introduced new ways of working with more flexibility, better benefits and a focus on employee satisfaction more than ever before. Candidates now have the power to ask, “what’s in it for me?” and are requesting additional benefits such as study support, development plans, flexible working and high-tech equipment. In simple terms, it means that the candidates are in the driving seat and they are able to demand and negotiate on more than just their salary. We explore the candidate driven market in our latest whitepaper, click here to download. BE AUTHENTIC AND PERSONAL | DEVELOP YOUR EMPLOYER BRAND Talent wars are being fought more creatively with employer branding 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. “75% of job seekers consider an employer's brand before they even apply to an opportunity with the company.” Regardless of the sector 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. To find out more about how to develop your employer brand, download our employer branding guide here. EMBRACE AI | AI FOR RECRUITING We saw the recruitment industry embrace artificial intelligence in a big way in 2018, from becoming more aware of how analytics can assist with hiring to actually using AI capabilities. The new technology aims to automate parts of the recruiting workflow, especially repetitive, high-volume tasks such as reviewing CV’s. Ultimately, AI can make the recruitment process faster and more efficient. AI recruiting video interview platforms, for example, use biometric and psychometric analysis to evaluate not only the quality of candidate answers but also voice quality, pace of speech, voice energy, use of fillers, facial micro-expressions and body language. Morson has partnered with RecruitmentSMART to implement its game-changing recruitment sourcing and screening technology. SniperAI provides a game-changing technology that incorporates machine learning and auto screening to match job specifications to potential candidate CV’s at rapid speed. Read more about the latest technology here. We're committed harnessing the power of innovative technology to improve our service for clients and candidates alike. If you’re thinking of progressing your career and learning new things, search the latest job opportunities with Morson.

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    How Can Businesses Create and Nurture Talent to Become Future Leaders?

    THOUGHT LEADERSHIP | 5 MIN READ HR Recruitment Manager, Craig Saxby, takes a look at how businesses can create and nurture their talent to become future leaders Stuart Wardale, L&D Manager at Wienerberger shares some insight Find out more about business culture and HR trends by downloading our whitepaper (function () { var e = document.createElement('script'); e.type = 'text/javascript'; e.async = true; e.src = ('https:' == document.location.protocol ? 'https' : 'http') + '://btn.createsend1.com/js/sb.min.js?v=3'; e.className = 'createsend-script'; var s = document.getElementsByTagName('script')[0]; s.parentNode.insertBefore(e, s); })(); Generation Y are a contentious group, facing a career that is vastly different from their predecessors. Not only are the industries, technologies and fields that are on offer changing, the perception of what leadership is and how to best foster it for emerging talent is changing too. Millennials, who are already emerging as leaders in technology and other industries and will comprise 75 percent of the global workforce by 2025. They want to work for organisations that foster innovative thinking, develop their skills and make a positive contribution to society. We take a look at how businesses can create and nurture their talent to become future leaders: IT’S ALL ABOUT DATA… OR IS IT? The ability to inspire people to reach great heights of performance and success is a skill that leaders need. All too often leaders assume that their employees will follow them purely because of their experience and title and although this may be true in some areas, this is not going to ensure that they inspire, support and nurture their best talent. Stuart Wardale, L&D Manager at Wienerberger has shared some insight as to what he and the HR team are focusing on. When discussing how businesses can create and nurture talent to become future leaders he said: “Businesses need to focus on qualitative, as well as quantitative, data when looking at leadership capability. For example, businesses tend to state, ‘that manager is good as their business area is performing well against KPI’s’, with engagement, culture and behaviours being a secondary aspect.” ​ It is no longer enough to assume that because an employee is meeting their KPI’s and performing well, they are suitable and have the correct skills for leadership. Leaders need to inspire their team to perform well but also inspire them to be happy and enjoy their role which in turn creates an engaged workforce. “It is about understanding and recognising that an engaged workforce will deliver improved results” At Morson, we are passionate about creating a healthy business culture. Read our whitepaper on how to engineer cultural change within your business here. PERFORMANCE AND LEADERSHIP DEVELOPMENT But what if their performance is lacking? Although performance is not always a key indicator in deciding whether they will become a great leader, it is a fundamental element of every job. You must be able to do your job well. Stuart added: “Turning good leaders into great leaders can drive overall business performance. Businesses need to understand and recognise that an engaged workforce will deliver improved results. To create a great leader you must invest in helping them improve their performance through leadership development programmes.” Performance and leadership development enables managers to evaluate and channel an individual’s results, attitudes and behaviours, giving individuals responsibility for and involvement in their own development. For example, regular reviews to set targets and ensure targets have been met or on track is fundamental. Starting with the top management, at the beginning of the year managers share objectives and possible development initiatives with their staff in order to promote their professional growth. STAFF RETENTION AND ENGAGEMENT Re-recruiting quality employees is time-consuming and costly and most of the time is avoided at all costs. Small and regular incentives, creating an open and inclusive culture goes a long way in creating employee advocacy and retention. Stuart said: “Investigate the correlation between leadership capability v’s engagement and staff turnover. Having better leaders mean staff are engaged, motivated and loyal. Recognising that improved leadership can have positive impacts on other areas; reducing turnover retains skills and can lead to increased productivity.” Additionally, cost-free techniques such as giving your employee’s 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. But when a company has an ingrained culture, how does it then diversify and change the way they have worked for 10, 20, even 30 years to attract new talent? Find out more about business culture and HR trends, download our cultural change whitepaper. Or, If you would like to progress your career and become a future leader, search our latest jobs here.

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    The Recruitment COO | Ole's At The Wheel: Leadership Traits Of Man United's New Man In Charge

    THE RECRUITMENT COO | EXPLORING THE FRONTIERS OF RECRUITMENT, LEADERSHIP & STRATEGY with Adrian Adair Adrian Adair is our Chief Operating Officer and has spearheaded significant market expansion, positioning Morson Group as the go-to strategic recruitment partner of choice across all sectors, both in the UK and overseas. Adrian’s leadership style places inclusivity at the heart of how the business acts and thinks. By identifying a future leadership team which is diverse and future facing, Adrian has curated a pipeline of talent which will strengthen the Morson Group's reputation as one of the most forward-thinking and ambitious recruiters. In The Recruitment COO, Adrian writes about leadership, talent and inclusivity as well as mistakes and motivation. From recruiter to the c-suite, Adrian is not a ‘thought leader’ – he’s an action taker, a change maker and an innovator. I was away with our senior leadership team on a development programme talking about planning for the future and the development of young talent when some highly appropriate news came through. Ole’s at the wheel. Despite Morson’s extensive recruitment connections with Manchester United, including our onsite RPO team that overlooks the Old Trafford pitch, we sadly can’t take the credit for this particular perm placement! That said, it seemed like a bit of a recruitment no brainer. Solskjaer passed his apprenticeship with flying colours, winning all but two of his 14 league games in charge, picking up more points than any other top-flight side in the process. But the really revealing success story was the incredible comeback victory over PSG, when an injury-ridden team overcame a 2-0 first leg defeat to beat the French side 3-1 at their own stadium to progress to the Champions League Quarter Finals. The very embodiment of everything that Manchester United – particularly under Sir Alex Ferguson – stood for, the result was – literally - unprecedented. It was becoming clear something had changed behind the scenes at Old Trafford. With no major additions to the same squad that was rolling limply through the 2018/19 campaign under Jose Mourinho, Solskjaer has galvanised the team, bought the best out of under-performing players and given United fans a togetherness not seen since Sir Alex bowed out in 2013. Visiting our site office at Old Trafford, along with our senior management development programme last week, gave me food for thought regarding leadership styles in business. I think Ole has demonstrated excellent leadership traits and shows examples of the kind of philosophy I like to try to adopt myself. Here are four key things I’ve noted: Understanding the Culture Solskjaer completed the ultimate comeback with his Treble-winning last-minute goal in the 1999 Champions League final. This match – and indeed the whole 98/99 season – perhaps best encapsulated the culture of the Ferguson era. Buccaneering. Brave. Attacking. Never giving up. To their detriment, this is something that Sir Alex’s successors have largely failed to grasp or emulate. Perseverance is inseparable from the United culture. Ole gets this because Ole was this. If you understand the culture of a business, you understand what drives its people and what will get the best out of them. It allows you to make decisions – and hires – that best suit this environment. Believing in Youth Two great Scotsmen best epitomised this undeniably Manchester United trait - Sir Matt Busby and Sir Alex Ferguson. While the Busby Babes side were tragically cut down before their prime, Matt’s rebuild and eventual success from the ashes of Munich perhaps best encapsulated the ‘never give up’ mentality that would be re-forged and re-defined much later by Sir Alex. At Morson, we have a lot of young teams coming through who will be helping to take the business into its next 50 years. Having belief in these teams and nurturing their talents to get the best out of them is vital for a sustainable business with an eye on the future. If you understand how to get the best out of people and provide the resources and culture they need they’ll always surprise you with innovation. This is vital as our business adapts to changing markets and enters entirely new ones. You really get the sense Ole understands this. His bold selection of the excellent 22 year old Scott McTominay in the heart of midfield during their crucial game against Liverpool at Old Trafford is a great example of this. Foster Relationships At the tail end of the Mourinho era, several key players in the squad started to look depressed and disinterested. News of unrest within the dressing room circulated incessantly in the media with training ground photos of reported bust-ups doing little to quell the flames. It was clear Mourinho was losing control and was beginning to sound increasingly aloof, regularly calling out players in the press. Much like during his time with Real Madrid, Jose was falling out with big names, something that was to ultimately cost him. Solskjaer on the other hand has fostered excellent relationships with his squad. Paul Pogba, potentially a troublesome character, is firing on close to all cylinders again. Sir Alex was hailed as an excellent man-manager and you can see Ole is harnessing some of this. The same thing is key within business. As a leader it’s important to spend time building strong relationships at all levels, to be available and open. Learning how to deal with individuals and how to get the best out of people is just as important as having a grand idea of where you want to take the business. Enjoy Yourself “I’m going to enjoy this job, no matter how long I’ve got it.” – Ole Gunnar Solskjaer, post-PSG press conference Love your job and you’ll be better at it. It’s as simple as that. As soon as Solskjaer stepped into the interim position in December 2018, you could see that he was enjoying it. While his predecessor(s) struggled to break a smile even at the best of times, the ‘Baby-Faced Assassin’ hides nothing and his enthusiastic demeanour seems a welcome and stark contrast to the more pragmatic, moody and arrogant style of those before him. This almost child-like giddiness will rub off on others. Even if Ole ultimately comes up short in the job, you know it won’t be for lack of enthusiasm, care or effort. He loves the club and the club loves him. A match made in recruitment heaven, surely? If you don’t love what you do, Morson can help, search the latest jobs with us >

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    Is Mobile Learning Really the Future?

    RECRUITMENT TRENDS | 5 MIN READ Discover the challenges of implementing mobile learning. Find out why enabling mobile learning isn't as difficult as you might think. Mobile learning continues to be a hot topic, not just in recruitment but in organisations of every shape and size. 64% of learners say it’s essential that they can access training content on a mobile device. The average person touches their mobile device more than 2,600 times every day. But does mobility matter all that much? Are we looking at a vital addition to the way you train your people, or a big investment that sits unused despite your best attempts on on-boarding and engagement? Making mobile learning matter to your people Every business leader has dealt with a must-have technology that people on the ground just don’t care about. When it comes to recruitment specifically, you’re dealing with busy professionals who are already struggling to sit at their desks and invest time in developing their skills. It’s not enough to make mobile learning available and hope your people will do the rest. Simply put, they won’t. The answer is much the same as it would be with training in any form. It’s all about giving people great reasons to come back, which means: A focus on quality content that’s engaging, interesting and memorable Rewards and incentives for completing training (through gamification) Structured pathways through content, so people can take a guided journey to building new skills In short: making mobile learning matter is the same big challenge as making learning matter at all. But mobile has some advantages that could make your life easier. Mobility already fits with the way people learn For years, eLearning has been under-adopted because we’ve asked people to squeeze into the limitations of technology. There’s nothing more unnatural than setting time aside and putting everything on hold in order to work on skills that might prove irrelevant. It’s no wonder it’s so hard to get people on board. But mobility has the big advantage of already being a great fit for how human beings learn new information. People learn in small, bite-sized chunks – the kind of content that works incredibly well on mobile. They learn as part of life, not by putting life on hold – and mobile learning is available from anywhere, any time. And, perhaps most importantly, they learn by doing. Only mobile learning makes it possible to find relevant on the train, pick up useful tips before you get through the ticket barrier, and put training into practice the moment you arrive at your meeting. Four essentials for successful mobile learning In essence, there are just four essential traits of an effective mobile learning platform: Showcase your content. Nobody likes to scroll through an endless menu. Instead, use automation and user-specific alerts to bring the most relevant, valuable content to their attention. Remember offline. The promise of mobile learning is that it’s available everywhere – downloadable content and offline access is the only way to make that a reality when mobile connectivity is inconsistent. Embrace interactivity. From quizzes to games and social learning, aim for the level of interactivity people would expect when reaching for a smartphone or tablet. Do mobile like you mean it. Making your desktop platform available on smartphones just isn’t enough. If the experience isn’t tailored to the special advantages of mobile learning, you’re missing a huge opportunity. The challenge of adoption is the same as it’s ever been. The power of mobile learning is its ability to connect to the way people really learn. And a successful implementation is easier than you might think. This article was written in partnership with Recruitment Juice. About Recruitment Juice Founded in 2007, Recruitment Juice offers the world’s leading online training platform made exclusively for recruiters. The platform includes award-winning video courses, gamification to drive engagement, and automated pathways to guarantee relevant, actionable content. All backed by Juice’s team of learning experts to tailor content and customise platform. It’s a comprehensive training solution that motives teams, improves performance, and helps embed a culture of learning and development. Find out more: www.recruitmentjuice.com

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    Why Accessibility is So Important in Recruitment, We Sat Down with Ross, MD at ReciteMe, to Discuss

    ACCESSIBILITY | 4 MIN READ ReciteMe’s MD, gives us the lowdown on why the Morson accessibility journey is so important for job seekers Find out how over 3000 people have used our accessibility software to find their next role Watch the video (function () { var e = document.createElement('script'); e.type = 'text/javascript'; e.async = true; e.src = ('https:' == document.location.protocol ? 'https' : 'http') + '://btn.createsend1.com/js/sb.min.js?v=3'; e.className = 'createsend-script'; var s = document.getElementsByTagName('script')[0]; s.parentNode.insertBefore(e, s); })(); At the start of the year, we began our accessibility journey by adding the Recite Me accessibility software to our website to ensure our online recruitment process is accessible to everyone. To find out more about why accessibility in recruitment is so important and learn more about the story behind Recite Me, we spoke to Ross, Managing Director of the innovative company… “Recite Me is an online accessibility tool that makes websites instantly accessible for users with dyslexia, visual impairments, English as their second language and a whole host of other conditions.” Since we implemented Recite Me onto our website in February, we have had nearly 3,000 people use the software to browse our website and find a job, opening up our services to a much wider talent pool who may not have been able to use our website before.So far, the most used Recite Me feature on Morson.com is the text to speech feature. This enables people with visual impairments or language barriers access the content on our website as the computer reads out the text for them. Ross added: “I think the most used feature is text to speech. Say, if you go on the Gatwick Express website and hover over some text it will speak it to you and I think that is applicable for so many different conditions, people who are visually impaired, people who are dyslexic. We’ve got a whole host of other features for different areas such as magnification, high contrasting colours, dictionary definitions of words, it allows people to save as an MP3 and then playback.” The second most used Recite Me feature on Morson.com is the language translation. We are proud to say that, thanks to Recite Me, our website can now be translated into over 100 different languages. This breaks down the barriers for people who may not have English as their first language, which in Canada alone, equates to over 20% of our recruits. Find out more about what we’re doing to make it easier for none English speakers to find a job with Morson in our latest blog where we chat to the Vice President of Morson Canada, Warren Bennett. Why is accessibility so important? Ross lives with dyslexia, so accessibility is something that is very close to his heart. He talks about why it’s so important to get it right in the recruitment industry… “Accessibility, particularly in the recruitment industry is so important because that’s the area that people like myself, have issues with. It really does take the recruitment industry to get behind people with disabilities to allow us to access jobs and to switch to become more skills based. Like myself being dyslexic, I’ve got a very good working memory, I’ll remember everything like yesterday which is such a powerful thing within a company.” “Companies need to take responsibility for their online content and if it’s accessible themselves, not relying on me as a person to buy the software (because it’s not cheap!). So that’s why we created Recite Me.” Watch the video below Morson Equals Opportunities The way we engage with our clients, contractors and candidates is so important to us at Morson. This year we have launched the ‘Morson Equals Opportunities’ campaign which aims to revolutionise the way we engage with our stakeholders online and making our website fully accessible is a big part of that. We understand that the best talent out there comes from all walks of life from different backgrounds with different abilities and needs. So, we want to open up our talent pools as much as we can… because everyone should have the opportunity to find their dream job. Ross finishes with some food for thought: “The disability discrimination act states that you have to make an adjustment for people who have got a disability. There’s a second reason as well, there’s a business case for it. National Car Rental did a study and 83% of people who had an accessibility need that wasn’t met by the website went to a different one.” “If you’ve got a website and a quarter of your population can’t access it, it makes perfect business sense to be able to allow it to be accessed.” To find out more about our Morson Equals Opportunities campaign, click here. Or click the 'Accessibility tools' button on our homepage to search our latest jobs using ReciteMe.

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