Morson’s Recruitment Process Outsourcing (RPO) solution is a fully engaged programme designed to deliver a scalable and evolving recruitment service. This is achieved through a combination of best practice and pure market expertise. Morson will embed a team of professional recruiters at the client site to source, recruit, onboard and retain human capital. From brand conceptualisation and attraction strategies to development and retention, Morson’s RPO solution takes control of the entire recruitment process.
We pride ourselves on providing tailored, individual solutions for our clients. Our recruitment teams are trained to identify client needs and develop an in-depth understanding of their talent requirements. This ensures our Recruitment Process Outsourcing solution meets the key drivers of our client businesses. Morson’s RPO solution delivers a broad range of features, including but not limited to:
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.
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. 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.Find out more
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 >Find out more
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.comFind out more
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. 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.Find out more
MORSON NEWS | 5 MIN READ ADB SAFEGATE and Morson Group have signed a new deal which includes sourcing an initial 15 newly-created vacancies that range from entry-level software developers through to director roles. Morson Group is responsible for attracting the best talent that fit the airport IT business’ unique culture. Morson's IT and Digital division has recorded substantial growth over the last few years, both organically and through acquisitions such as The Bridge IT. In exclusive resourcing partnership between ADB SAFEGATE Airport Systems and the Morson Group has reached greater heights after the newly-acquired tech firm signed a new deal with its Manchester recruitment partner. Wythenshawe-based ADB SAFEGATE Airport Systems was successfully acquired by ADB SAFEGATE in February 2019 and has since tasked the Morson Group with its complete recruitment remit. This includes sourcing an initial 15 newly-created vacancies that range from entry-level software developers through to director roles. Morson Group is responsible for attracting the best talent that fit the airport IT business’ unique culture, mirror its core values and match its ambitions of delivering digital technologies at the forefront of global aviation innovation and airport performance. ADB SAFEGATE Airport Systems develops software that is used by more than two billion people throughout some of the world’s largest airports. These intelligent solutions help to boost efficiency, improve safety standards, raise environmental sustainability and reduce operational costs for both airports and the airlines that use them. Laura Bowley, Head of HR for ADB SAFEGATE Airport Systems, explains: “We’ve worked with Morson since 2017 and have always been impressed with their tenacity and drive to deliver the candidates we need, no matter how specialist the role or rare the required skillset, so selecting them as our dedicated recruitment partner was an easy decision." “Their specialist recruiters have invested the time to truly understand our brand and have been a key driver in helping us to cut through the noise and bring our employer value proposition to life. This deep understanding of what makes those in our industry tick has enabled us to champion our story and build credibility in our marketplace, in order to attract the talent we need." “We’ve big ambitions and the right entrepreneurial mind-set, which combined with the backing from our global group and a culture that’s rooted in empowerment, collaboration, innovation, learning and development, will enable us to recruit the right people who can help us to soar in delivering exceptional digital transformation in global airport travel.” In addition to establishing ADB SAFEGATE Airport Systems’ employer brand, the Morson Group has developed a full digital campaign that includes a dedicated careers microsite to enhance the candidate experience and journey, whilst also delivering on-site training to hiring managers as part of its wider added value offer.Sam Menelaou, Executive Manager at Morson Group, added: “From day one we focused on getting under the skin of this culture of success to really understand the company’s values and its attributes in becoming a top employer. ADB SAFEGATE Airport Systems is exceptionally well-placed to attract high calibre talent in a highly competitive market, with their acquisition offering staff the security and comfort of being part of a larger global group, whilst providing the same talent management strategies and healthy work-life balance that we see in small digital disrupters. They even implement the same ‘Free Thinking Fridays’ as Google, which gives staff the freedom to develop and work on whatever projects they like once a week." “Our Group IT and Digital division has recorded substantial growth over the last few years, both organically and through acquisitions such as The Bridge IT, as we continue to capitalise on new, emerging marketplaces and strengthen our position as the go-to recruitment partner of choice. Our proven abilities in IT and aviation meant that we could hit the ground running with this brief and we look forward to working together as a truly collaborative recruitment partner.” Join a forward-thinking, ambitious and global business with ADB SAFEGATE Airport Systems. Search jobs here.Find out more
MENTAL HEALTH AWARENESS | 8 MIN READ It’s estimated that one in four people experience at least one diagnosable mental health issue in any given year and at any one time. 15% have taken time off work due to mental health reasons. Of these, 28% were off work for more than a month. 42% did not tell their employer they were off work because of their mental health. One in six employees will be suffering from depression, anxiety, or stress-related issues right now. Over the last few years, mental health has, quite rightfully, been in the spotlight. More than ever, people are realising the impact of poor mental health both inside and outside the workplace – as such mental wellbeing is high on the agenda for most employers. The topic of mental health isn’t new to us at Morson – it’s been part of our conversation for several years. Our activity has centred on creating a culture and working environment which is open, unbiased and inclusive, underpinned by professional support and resources for employees in need. Our workforce has received training on mental and emotional wellbeing and last year we surveyed our contractor population and published a whitepaper, aimed at reducing stigma and changing attitudes. Click here to read our 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. Our latest initiative goes further to weave a solid support network into our working culture. Our Mental Health First Aider programme provides personal support across our UK office network. We spoke to Heather Deering, Health, Wellbeing and Engagement Partner to find out more about the scheme: “Morson’s Mental Health First Aiders are colleagues who are trained to spot the signs and symptoms of mental ill health and provide help on a first aid basis in the same way that a physical first aider would. They’re able to recognise the warning signs of mental ill health or emotional distress, approach discussions in a sensitive and non-judgemental manner, and guide people to appropriate resources if they need them.” “For us, putting Mental Health First Aiders in place across the business is a way of demonstrating that it’s okay to talk about mental health in the workplace, it’s to encourage anybody who is experiencing distress to reach out for help, and then actually providing that help.” Watch the full video below We asked out Mental Health First Aiders what inspired them to join the programme… At Morson, we recognise that mental wellbeing is more than just the absence of mental health issues – it’s a state of contentment, the ability to respond well to everyday stresses and to contribute to and participate in the world around us. We have a fantastic family culture at Morson where everyone strives to help each other as much as they can. That’s why finding volunteers to become Mental Health First Aiders was an easy task for us. Some of our volunteers share what inspired them to sign up and help people across the business… Leonie Kellar, Resourcer and MHFA at Morson International said: “Just the opportunity to really help people, I’ve also worked in a hospital before helping people with mental health issues as part of my college course.” Gareth Morris, Morson Group’s HSQE Director and MHFA added: “I’ve been touched with it with various immediate members of my family and it’s always been there in my mind that I look after health in terms of health and safety and health includes physical wellbeing and also mental wellbeing and that mental wellbeing is as equally important as physical wellbeing.” “Looking after the staff is so important because the staff are our assets and if people are well they are productive, they’re happy and they get more out of work and we get more out of work as well.” Research shows that being in work can have a positive impact on a person’s mental health. Apart from obvious benefits like providing a source of income, work can provide a powerful sense of identity, the opportunity to connect and build relationships with others, and a way to build self-esteem through achieving and contributing to a collective goal. Michaela Elliot, Recruiter and MHFA at Morson International discussed the need for conversation: “We need to get people out there talking. The statistics show that there are so many people out there that are not talking and if we are able to get one person talking that will help as many people that need the help and let them know that we are here to support them and to guide them to the correct people that they can speak to.” But what support is available to Morson employees? In terms of reactive support when somebody is having a tough time, we now have the Mental Health First Aider network in place, and we’re working hard to make sure it’s well publicised and feels accessible. We understand that some people might feel comfortable speaking to a familiar face, whereas others might prefer to speak to somebody who doesn’t really know them, who might be many miles away in a different office. We also offer the Employee Assistance Programme where our colleagues have 24/7, confidential access to trained counsellors who they can speak to over the phone or online, and that’s completely external to Morson. Our Mental Health First Aiders discuss the importance of their role and how they hope to help: Leonie said: “Someone’s actually got the opportunity to speak to someone if they need to, even if it isn’t necessarily that they’re in a crisis, they’ve got the opportunity to speak to somebody and help them through any issues or guide them in the right place.” Gareth added: “It’s just conversations. It’s people coming to you or you bumping into people and having a general conversation when you’re in the breakout area… How are you? How are things? And if people do show signs that they have some anxiety or stress then to perhaps give them guidance in where they can go for support.” As part of our mental health awareness initiative, we have responded to employee feedback requesting more practical guidance around mental health in the workplace. As a result, we have created a new toolkit which looks at subjects such as signs and signals someone might be experiencing a mental health issue and how to approach a conversation around mental health. Click below to download the toolkit.Every Mental Health First Aider at Morson has a white lanyard as opposed to the red lanyard that the rest of our employees wear. This ensures that our First Aiders are easily identifiable to someone who may need to chat if they wish to do so. Leonie chats about their importance: “I know when we initially did the training there weren’t many people that were aware that we’d even done it or who the Mental Health First Aiders were. So now its raising awareness, one of mental health and also who to speak to if you need to.” Mental health is something that Morson is serious about and we’ve detailed our commitment very clearly to both our employees to ensure they know what support is available and where to go for it. “The key point for me is that our Mental Health Strategy is an ongoing thing – we as a HR team are completely receptive to hearing thoughts and feelings about our initiatives, and I encourage anybody who has suggestions about what we can be doing to get in touch with me and share them.” – Heather Deering, Health, Wellbeing and Engagement Partner. If you’re struggling with a mental health issue and would like to speak to someone or seek support, you can contact the Samaritans’ free helpline number 24 hours a day, 365 days a year by calling 116 123.Find out more
DIVERSITY | 6 MIN READ Morson was delighted to host the North West Diversity Forum along with Manchester Airport Group and the Clear Company. The event brought together a number of individuals from organisations such as JLL, Shop Direct and Royal London to share key learnings and best practise and provide some practical ideas to take back to their respective organisations. We explored the link between diversity and health, safety and wellbeing. Morson was delighted to host the North West Diversity Forum along with Manchester Airport Group and the Clear Company last week. The inspiring session saw Adrian Adair, Morson COO share the Morson journey to inclusion along with a talk from Dr Mark McBride-Wright, an expert in LGBTQ+, diversity and founder of Equal Engineers. The event brought together a number of individuals from organisations such as JLL, Shop Direct and Royal London to share key learnings and best practise and provide some practical ideas to take back to their respective organisations. It also allowed participants to bring to the table their own challenges and opportunities to get support and expert advice from the group. Opening the event, Adrian Adair, Morson Group COO discussed empowering an inclusive workforce: “We’re in this room because we believe that building and empowering a diverse and inclusive workforce will enable us to achieve better performance, innovation and productivity. How many of us can say that our inclusive workplaces are present from the top down and the bottom up? Are we guilty of slamming the door shut on the success of open-door policies? How do we take the literal ‘open door’ and transform the view of our leadership team from dictatorial to inclusive? For me, it’s about being visible and accountable. I’m a strong believer that change happens from the bottom up. That business leaders need to trust, listen and act upon the insight of our employees to stimulate positive change throughout our organisations this process, environment or policies. By doing so we’ll be able to transform our organisational culture and employee makeup. When we remind ourselves that as senior leaders we are our organisation’s role models, we are able to ensure the success of our open-door policies. How we behave, communicate and deliver, all combine to transform our literal open doors into conversations with our employees, employees who are motivated to challenge the status quo and importantly to innovate. And with that our open doors become open minds and we can deliver business improvement from the top down by empowering change from the bottom up.” He finished with a key take away to keep in mind during the whole event… “We are all equal thinkers, that there is no monopoly on innovation and importantly that there is no such thing as a stupid question.” The North West Diversity Forum is run by The Clear Company, a diversity and inclusion consultancy business who help bring diversity issues to light. To kick off the event we discussed what the attendees would like to get out of the session, from improving diversity in their company to having a personal interest, it was clear that everyone had one aim in common – to learn more and share ideas. Rebekah Lee, Head of Marketing at Morson discussed our partnership with Equal Engineer and Dr Mark McBride-Wright: “As one of the largest recruitment businesses in the UK, we work in some of the sectors most challenged by gender and equality imbalances. We’ve partnered with Mark and Equal Engineers to ensure that our diversity offering provides much more of a fully rounded solution and covers a range of diversity topics rather than just looking at gender.” Mark McBride-Wright shared his inspiring journey with the group from moving to London in 2005, becoming a Chartered Chemical Engineer and embarking on his career in diversity. He explained: “In 2014 I founded an industry networked called InterEngineering which connects, informs and empowers LGBTQ+ engineers and supporters. The network has now grown to over 1000 engineers with five regional groups and 20 volunteers that help run the network… we’re on a mission to connect people globally.” As InterEngineering was growing companies started asking Mark if they could recruit his LGBTQ+ engineers so he saw an opportunity to step up a level and create something that has an equal focus on each underrepresented group and there, EqualEngineers was born. TOP BLOG: Morson Embrace Latest Technology to Ensure Our Website is Accessible to People Living with Dyslexia. Ross, MD at ReciteMe Explains Its Importance Masculinity in Engineering One of the key points discussed during the session was the concept of masculinity in engineering and how we can get ‘the majority’ on board. Mark explored the idea of flipping the gender narrative and linking diversity to health, safety and wellbeing. “There’s been a big movement in mental health and wellbeing and creating environments where people feel comfortable to share their experiences, their feelings and fears. So how do we help men become more vulnerable? There’s a whole lot of work that can go into helping expose that vulnerability, creating higher performing teams and arriving at a place where we have more cohesion. I believe that this is the framework for getting diversity into conversations, rather than getting caught up in gender pay discussions and reactive mechanisms. Be proactive and come at it as a full cultural engagement programme.” “It’s about coming at an angle where we don’t disengage anyone” Linking Diversity to Health, Safety and Wellbeing Mark discussed the link between diversity and mental health, especially in construction. The shocking statistics speak for themselves; if you’re male you’re 3x more likely to take your own life by suicide working in the construction industry, relative to the UK average. “The beautiful thing about engineering is that we already have a framework around creating a positive safety culture. We’ve seen over the last 30-40 years a continuous reduction in incident rates in engineering, people can come to work, be safe, go home and be safe. We’ve got mechanisms in place for calling out unsafe acts when you see them, so why can’t we just expand the focus from physical safety to mental health and wellbeing and use the systems that we already have in place?” The topic of mental health isn’t new to us at Morson – it’s been part of our conversation for several years. Our activity has centred on creating a culture and working environment which is open, unbiased and inclusive, underpinned by professional support and resources for employees in need. We have recently launched a Mental Health First Aider network who are colleagues that have been trained to identify, understand, and help someone who may be experiencing a mental health issue and will provide personal support across our UK office network. Find out more about our Mental Health First Aider network here. “It’s about applying the principles of first aid but to a condition that you can’t see” The points that we discussed in the North West Diversity Forum makes you realise how ED&I becomes a smaller circle of a bigger conversation. For more information on Morson's commitment to diversity check out our Diversity Portal. Or to find your next opportunity search Morson jobs here.Find out more
ACCESSIBILITY | 5 MIN READ Four months since its launch, we take a look at Recite Me and the story so far. 3,062 people have used Recite Me since its launch in February. Ross, CEO and Founder of Recite Me, comments on its success. In February, we embarked on an accessibility journey by adding the Recite Me accessibility software to our website to ensure our online recruitment process is accessible to everyone. Since then we have had a fantastic response from our clients and contractors who are all incredibly supportive of the Morson Equals Opportunities initiative. We are delighted that four months on we can now share some stats and the story so far… Recite Me is an innovative cloud-based web tool that works across all devices. It supports the needs of the one in five people in the UK who have a disability and the one in ten people who don’t speak English as their first language. Since its launch in February… 3,062 people have used Recite Me 73% of users have utilised the playback feature 5% have used recite me to translate our website Ross Linnett, CEO and Founder, Recite Me said: “Around one in five people in the UK have a disability and one in ten people don’t speak English as their first language. This can make accessing web-based information extremely difficult. So much of the information that we all need in our daily lives is now online, and if you can’t access or understand it you can be unfairly disadvantaged. Job opportunities are nearly always digital first, and online application forms and skills assessments are now standard parts of the recruitment process. By adding Recite Me to their website, Morson is creating a more inclusive experience for candidates, and are widening and diversifying their talent pool.” TOP BLOG | Morson Embrace Latest Technology to Ensure Our Website is Accessible to People Living with Dyslexia. Ross, MD at ReciteMe Explains Its Importance Because everyone should have the opportunity to find their dream job… As a global technical recruiter, we operate in sectors hardest hit by imbalances and we are dedicated to improving diversity within the industries we work. Recite Me’s web accessibility software has revolutionised the way we engage with clients, contractors and candidates online. Along with our new Group website, it utilises the latest technology to enhance the candidate journey. We work hard to attract talent from untapped pools, and by introducing ReciteMe to our website, we are ensuring that there are no barriers in place to hold talented people back. To find out more about why accessibility in recruitment is so important and to learn more about the story behind Recite Me, visit our inclusivity and accessibility blog.Find out more
MORSON SCREENING | 6 MIN READ We discuss the main challenges of conducting a compliant and effective screening process – and how to overcome them Find out more about how Morson Screening Services can reduce team administration by up to 40%. Conducting an employee screening process can often feel like crossing a tightrope over a minefield. Different industries come with their own complex screening requirements, that if not met could result in considerable penalties for employers. Pre-employment screening isn’t just determining whether a candidate possesses the right credentials for the job, it’s finding truthful and explicit information about a person in an ethical and regulatory compliant manner. Here we’ll discuss the main challenges of conducting a compliant and effective screening process – and how to overcome them. 1. Finding the right screening process for your industry One of the main challenges of establishing a compliant and effective pre-employment screening process can often be finding the right policies to follow. There are around seven key employee screening checks that most employers regularly conduct. Those are: Right to work in the UK (compulsory £20,000 fine for not complying) Criminal Record (DBS/Disclosure Scotland/Access NI) checks (compulsory depending on type of role and working environment) Credit checks and advanced financial reports such as CCJ/bankruptcy/IVA history (compulsory typically only for legal and financial firms) DVLA checks (compulsory typically only for driving or automotive related jobs) Previous employment referencing (legally only dates and job titles have to be confirmed) Health checks (compulsory typically only for jobs involving driving and manual tasks in a public environment, e.g. regular eye tests for truck drivers) Proof of address confirmation (required under BPSS, and part of obtaining a DBS) Social media checks (not compulsory by law) Past employment and educational credential checks (not compulsory by law) These are the most common checks that many different employers use to qualify candidates. However, these barely scrape the surface of the number of compulsory pre-employment and vetting checks that some employers working within certain industries must comply with. Simple ways to ensure you find the right screening process for your industry: Visit the GOV.uk website to access guides on what checks are compulsory for certain industries and job roles. Contact legal experts and industry union representatives to find compulsory policies specific to your industry. Implement pre-employment screening policies within your HR Department and conduct constant reviews of current candidate screening processes. Consult a specialist Pre-Employment Screening vendor to help you identify, implement and conduct the right pre-employment screening processes. At Morson, we listened to the challenges of our clients and created a dedicated screening service tailored to their requirements. If you would like to see how Morson Screening can help streamline your pre-employment screening operations, get in touch with us today on 0161 786 7025. TOP BLOG | Top 10 Background Screening Questions Answered 2. Implementing an effective pre-employment screening policy Typically, it is the HR department’s responsibility to screen potential candidates and store employee information. The policies that define the HR departments vetting processes often impact how quick or how slow the turnaround process of qualifying a candidate is. Consequently, many employers fall into the trap of blaming a slow turnaround on the HR department or external factors. However, it is often the policies laid down by senior level employees or regulatory bodies that are to blame. Many companies struggle to maintain effective and relevant pre-employment policies, which can result in inefficiencies in the vetting process. Why? Screening processes are constantly changing. New regulations force employers to introduce new and updated policies, often slowing down the process. Whilst new technologies have allowed savvy employers to gain a competitive edge by shortening their pre-employment processes and quickly strengthening their workforce. Even politics and international trade agreements can affect how employers screen foreign candidates. Who has the time? For companies who simply don’t have the time or resources to monitor every change in regulation or development in technology, outsourcing their pre-employment screening requirements is often the most efficient solution. Outsourcing to a screening specialist can pose significant benefits and free up much-needed resources. Benefits of using a screening specialist: Ensure every screening process is compliant with your industry standards. Find a bespoke candidate screening journey tailored to your company. Speed up the turnaround process of qualifying a candidate and strengthen your workforce. Optimise time and resources to ensure every member of staff continues to add value to your company. Outsourcing your screening can often reduce the admin burden by up to 40%. 3. Sourcing the right information One of the main contributing factors to a slow pre-screening turnaround is sourcing the right information and ensuring that information is verified. It isn’t just places like MI5 where rigorous candidate vetting is required. At Morson Screening we work with a variety of different companies all specialising in different industries. We have witnessed first-hand the growing complex requirements for candidate information in pre-employment screening regulations. Companies working on Government contracts, such as road/highway construction projects are required to undertake a rigorous candidate screening process. For example, any employee/contractor working on a civil project will be required to pass a full Baseline Personnel Security Standard check (BPSS check). The BPSS has four standard checks that every candidate/personnel must pass in order to be eligible to work on most civil projects. Those are: Right to work Identity check Criminal record check Employment history check Gathering and verifying data such as this can be a long and costly process for employers. Failure to do so can often lead to disruptions to the workforce and overall delivery of a project. 4. Finding the right pre-screening vendor Pre-screening is not a ‘one size fits all’ solution. Different pre-screening vendors specialise in different industries and provide different services. It is therefore vital that before a vendor is chosen, their area and level of expertise is assessed and aligned with your company’s requirements. But how? Start by setting goals that you want to achieve through improving your candidate screening process. This could be anything from improving the quality of candidates or shortening the turnaround of screening - to placing candidates. Then identify areas of your current pre-screening process that need improving. This could be done through working with the HR department, employees and even candidates to review the process and find any inefficiencies. Identify your industry regulations surrounding pre-screening practices. Research pre-screening vendors and carefully cross reference your requirements with their services. A good way to quickly find the right vendor for you is to narrow your searches and make them more specific to your industry. Are you undertaking a pre-screening project? At Morson Screening we have provided pre-employment solutions to industries across the world. We have worked with some of the UK’s largest companies, including Cargill Ingram Micro, World Duty-Free and Royal London to provide expert vetting solutions tailored to their specific organisational needs. We remove the time and overhead burden of pre-employment vetting and streamline the clearance process of your organisation. Utilising a technology platform underpinned by a tailored service level agreement, Morson Screening Services will provide you with full visibility of the vetting progress of every candidate. If you would like to find out more information about the services we provide, please visit the Morson Screening Services website.Find out more
WORLD ENVIRONMENT DAY | 5 MIN READ This World Environment Day, Gareth Morris, Director of HSQE, explains how Morson is reducing its carbon footprint. He shares some information on the key areas of air pollution and some small changes that you can make to help combat the problem. Gareth Morris, Morson Group Director, Head of Health, Safety, Quality and Environmental Compliance, has driven environmental awareness and compliance within Morson for the last 10 years. Gareth is an active member of The Supply Chain Sustainability School of which Morson is a partner, developing people and planet-positive strategies. Today, we celebrate World Environment Day where the United Nations encourages worldwide awareness and actions to protect our environment. The theme for 2019 is air pollution which is one of the most significant challenges facing the UK and the rest of the world. Currently, we breach the European legal limits for Nitrogen Dioxide, and many UK cities exceed the safe limits for particulate matter expelled by diesel vehicles. In this blog, I take a look at what you can do to help reduce air pollution and the key Morson environmental innovations that are currently in place. Energy production Energy production is the leading source of air pollution, predominantly coal and gas power generation. The UK is investing heavily in renewable energy production, mainly through wind power. We can all help by using less electricity at work and at home. Don’t leave devices and equipment on standby, keep heating at an optimal level and turn off lights when not required. Transport The transport sector accounts for 25% of energy-related carbon emissions. Reducing vehicle emissions is an important intervention to improve air quality, especially in urban areas. We can all help by reducing the number of journeys we take, the distances we travel and by using public transport where possible. Air travel is a heavily polluting method of travel, so try and avoid it where possible. Agriculture About 24% of all greenhouse gases come from agriculture and other land use. The two major sources of air pollution from agriculture are livestock which produces methane and ammonia; and the burning of agricultural waste. We can all help by eating more plant-based food, eliminating food waste and by eating local, seasonal foods. Waste Waste burning and organic waste in landfill release harmful dioxins, methane and black carbon into the atmosphere. We can all help by reducing waste and segregating our waste. Morson’s key environmental innovations As part of our ISO 14000 Environmental Management standard, we set annual targets to reduce our carbon footprint and create sustainable work environments, which is underpinned by continual innovation, technology implementation and employee education to promote best practice behaviours. Our environmental policies work to minimise our CO2 emissions, waste per member of staff and divert waste from landfill. Throughout 218 our key environmental innovations included: Automatic shut down on all PCs Promoting of car sharing Automatic sensor lighting Promoting of remote conference calling to eliminate unnecessary travel Green procurement Targeting vehicle emissions Average vehicle emissions continued to fall in 2018 thanks to proactive efforts in reducing our carbon footprint. Expanding the use of Traffilog technology, a global leader in Telematics, throughout our Vital Human Resources national fleet enabled continued improvements in behaviour and reductions in road risks. An ‘in cab’ visual and audio alert warning system provided live data and real-time feedback to our drivers to support safe driving in compliance with the law. The technology enabled us to analyse and act on any journey issues, helping to reduce fatalities, injuries and lost days that can arise from road traffic accidents, whilst giving our management team extensive insights into the way our drivers behave behind the wheel. Traffilog also maximised fuel efficiency and driver speeds, directly reducing associated driving costs. Our continued committed to investing in vehicle technology and driver behaviour to ensure our staff and other road users remain safe at all times, saw us maintain our Bronze Fleet Operator Recognition Scheme (FORS) accreditation. To find out more visit our sustainability page. Or, if you’re looking to progress your career, search our latest jobs here.Find out more
THOUGHT LEADERSHIP | 3 MIN READ David Lynchehaun, Morson Group Sales Director is featured discussing the future of engineering recruitment. The skills shortage, Brexit and the growing importance of technology are all hot topics in the industry right now. Find out more about how Morson can help you with your recruitment needs. In the latest SIA Staffing Industry Review, David Lynchehaun, Morson Group Sales Director is featured discussing the future of engineering recruitment. Read on to find out more about the latest industry trends including the skills shortage, the impact of Brexit and the growing importance of technology in the recruitment industry…. Demand remains strong for engineering talent in the UK but recruiting in the sector faces some challenges brought on by a skills shortage. In addition, thanks to the rapid evolution of technology, clients are changing how they engage with recruitment firms. Brexit also looms with its uncertainty. In a report released in early May, the Association of Professional Staffing Companies reported that demand for contract workers within engineering fell by 20%; however, demand for permanent placement rose by 16%. The Candidate Experience In the UK, competition is fierce for top engineering candidates, and there’s a growing shortage of talent with in-demand engineering skill sets, says David Lynchehaun, group sales director at Morson Group. And the skills shortage is more problematic in some sectors than others. For example, in the nuclear sector, nearly 50% of workers will reach retirement age in the coming decade. Given the shortage, Lynchehaun says it has become increasingly important for clients to ensure the candidate journey is as positive and seamless as possible. This is especially true with social media and smartphones making communication ubiquitous; meaning a candidate’s unhappiness with the recruitment process can spread quickly. Separately, some companies are also capitalising on transferable skills by hiring people from alternative sectors. Casting the recruitment net outside of the traditional talent pool can help to deal with peaks and troughs during project delivery, while revealing insight into how best to upskill other candidates. The demand for talent also highlights the need to bring more people into the engineering field and establish candidate pipelines that are fit-for-purpose. As they leave school, candidates are considering a multitude of industry pathways, and not necessarily engineering, which only fuels the problem further. There’s also somewhat of an industry identity crisis going on in the UK, whereby young people simply aren’t aware of the breadth of roles and opportunities available in engineering, Lynchehaun says. Morson is dedicated to providing candidates with the best customer experience possible. Therefore, we have implemented the latest web accessibility technology to ensure that there are no barriers to success. Find out more here. Brexit What is Brexit’s impact on the UK engineering staffing market? Morson Group’s David Lynchehaun says his company’s work is UK-based, however, there is a growing need for boots-on-the-ground labour, especially for major projects such as the High Speed 2 (HS2) rail line. The UK has sourced workers from throughout Europe in the past to fill the labour gap, but it’s unknown how Brexit will ultimately affect such overseas labour pipelines. “It’s an issue that is definitely being considered and forms part of the group’s ongoing risk assessment and risk mitigation. But until we know what the agreed Brexit deal looks like, it is still very much business as usual for Morson,” he says. To read the full article by the Staffing Industry Analysts, click here. Technology The recruitment industry has embraced artificial intelligence in a big way over the past few years, from becoming more aware of how analytics can assist with hiring to actually using AI capabilities. Technology allows us to automate parts of the recruiting workflow, especially repetitive, high-volume tasks such as reviewing CVs. 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, the 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 CVs at rapid speed. Read more about the latest technology here. To find out more about how Morson can help you with your recruitment needs, click here. Or, to find your next opportunity, search Morson jobs here.Find out more