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TAKE A TOUR OF VENCURO | Vencuro is Morson's full end to end technology solution underpinning Morson >

Morson has invested heavily in recruitment technology. Our sophisticated systems have been developed to support ongoing service excellence throughout our business.  Using client and candidate feedback, combined with market intelligence and research, we have created and evolved robust software to significantly improve the efficiency of our recruitment processes.

We have worked alongside our client base to truly understand their needs and have created bespoke recruitment technology to support our clients’ contract objectives.

Vencuro 

Vencuro is a recruitment tool born from the vendor management requirements of Morson’s Managed Service solutions. This system is an interactive tool which streamlines the full end-to-end recruitment process whilst providing our clients with full contract visibility. Each of Vencuro’s five key modules have been developed to be used independently or in conjunction with each other (Requisition Approval, Workforce Management, Applicant Tracking, Electronic Timesheets and Online Dashboards). Each module focuses on providing real-time information to the client in conjunction with ensuring that the recruitment process remains transparent and auditable.

PeopleFlow 

PeopleFlow is a bespoke system used to proactively engage and manage a high volume workforce. This technology delivers key benefits such as increased productivity, reduced attrition and enhanced motivation across the contractor base.

recruitment technology

Morson Recruitment Technology

Morson’s recruitment technology helps us to retain our market leading position and is improved and developed on an ongoing basis by Morson’s dedicated ‘Business Systems and Compliance’ department.
Morson is also able to interface with third party technologies where necessary, and has experience across a range of alternative technology solutions.​
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    Fantasy Premier League | It's All Over Now

    It's All Over Now, Baby Blue The 2017/18 Premier League season, a season that feels strangely as though it ended a long time ago, is over. Even challenging the very definition of the phrase 'one horse race', the title was decided some months ago as the blue side of Manchester romped to 100 points and their 5th title, beating their neighbours by, apparently, around 15 million points. They may as well have finished 4th. The season proved to have little drama in it, at least at the top. By the final weekend there was only one position of note to decide, and that was whether Liverpool or Chelsea would qualify for the Champions League (the other, of course, consigned to the Europa League). The champions, the rest of the Europa League qualifiers, and the relegated teams were all decided. It was hardly a Hollywood finale. A Construction Journey This season we have been on a journey through the world of construction in Premier League stadiums. On our tour we've been to and seen: - Manchester City - How some clever engineering has resulted in the resurrection of a club - West Ham United - How poor engineering has killed a club - Liverpool - The rise of a new giant stand behind the old one at a legendary old stadium - Arsenal - Cool construction projects for old football grounds - Tottenham Hotspur - The biggest stadium construction project for years It's been interesting to see how construction projects have changed the face of clubs' fortunes - look at the difference between Manchester City and West Ham for one startling example. With more projects on the horizon, such as at Chelsea, it'll be interesting to see what effect they have. The Morson League There was more drama in the Morson League than the actual Premier League with the winner, Sam Mabbott's Game of Throw-Ins being crowned champion in the final weekend! Commiserations to our Newcastle United-supporting fleet manager Dave Robinson who managed to snatch defeat from the jaws of victory after months of comfortably sitting at the top. In scenes that mirror the 1995/1996 Premier League season with startling accuracy, Dave's own Toon Army also failed to capitalise on their dominance in the face of a late surge from below and instead finish in second place. As we approached the final week, we tried to get an interview with Dave but he declined to answer any of our questions, shouting repeatedly instead that he would "love it, love it if we beat them." Fleet manager Dave reacts Our winner Hull City-supporting winner Sam was absolutely delighted to be told that we were struggling to get him a signed Hull shirt, and instead settled for a signed Manchester City shirt, reasoning that it would probably be a more attractive proposition on eBay than a shirt signed by a squad who finished 18th in the Championship. Congratulations, Sam. Thank you everyone for taking part and following us through the season. The Morson League will return in August!

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    Mental Health Awareness Event ‘Balls to That’ | What We Learnt

    Last week Morson were delighted to host Sale Sharks Community Trust where they delivered their emotive and inspiring mental health awareness session called ‘Balls to That’ to over 40 Morson employees and clients. The session was designed to raise awareness of mental health symptoms and coping techniques, led by army veteran and deaf rugby star Craig Monaghan who uses his powerful, personal journey to educate others on how to tackle mental health head-on. To read the full round-up of the event and watch the video, click here. To refresh, below is a list of signs and symptoms of someone struggling with mental health issues and the key messages taken from ‘Balls to That’ to help you assist a colleague, friend or family member. SIGNS AND SYMPTOMS Feeling overwhelmed Out of character Confused thinking Prolonged depression (sadness or irritability) Extreme emotions EG, highs and lows, anger Excessive fears, worries and anxieties Social withdrawal Dramatic changes in eating or sleeping habits Strange thoughts (delusions) Seeing or hearing things that aren't there (hallucinations) Growing inability to cope with daily problems and activities Suicidal thoughts Numerous unexplained physical ailments Substance use INFORMAL HELP Ask somebody ‘How are you?’ Talk to people Build a support network (EG Sports teams) Refocussing Set small goals Provide opportunities for people Similarly, please see below links that you might find useful should you need them, some of which were mentioned during the talk. https://www.samaritans.org/how-we-can-help-you/contact-us?gclid=EAIaIQobChMIrtOKqo3J2QIVrRXTCh2o8AfBEAAYASAAEgIY9_D_BwE https://hubofhope.co.uk/ www.mind.org.uk http://www.sane.org.uk/ https://www.nhs.uk/conditions/stress-anxiety-depression/mental-health-helplines/ ​If you would like more information about Balls to That or any of the other work done by the community trust please email Jack.Leech@salesharks.com

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    Building HS2’s Trains. Who Will Win the £2.75bn Race?

    There has been a lot of speculation on who is going to build the 225mph trains for HS2 which are expected to come into service in 2026. It is believed that the chosen company will design, build and will also have the responsibility of maintaining the trains once they are in service. SO WHAT DO WE KNOW SO FAR…? Five train-builders have made the shortlist for the £2.75bn HS2 contract, which is set to be the largest rail contract ever awarded. Rail minister, Paul Maynard said, the project will create “thousands of skilled British jobs and apprenticeships”. Whoever wins the contract will build at least 54 high-speed trains which are required to deliver “unparalleled levels of reliability, speed and comfort”. The very first trains are expected to roll off the production line by 2020. In total it is believed that the cutting-edge HS2 project will create approximately 25,000 jobs and 2,000 apprenticeships. The shortlisted companies so far are: SIEMENS Siemens is yet to have the facilities to manufacture the trains in the UK, however CEO, Joe Kaeser has stated that a factory will be built should they win the bid. However, recent news of the merger with Alstom could solve that problem if the two companies decide to combine their resources. HITACHI RAIL EUROPE Built in 2015, Hitachi’s 127,500m² manufacturing plant at Newton Aycliffe, County Durham has the capacity to build high-speed trains with a maximum output of 35 vehicles per month. The Japanese manufacturer built the Class 395 “Javelin” for HS1 so has a wealth of experience in this particular field. ALSTOM TRANSPORT The French firm, Alstom has a 13,000m² manufacturing facility in Widnes, Cheshire. The site has been labelled as the largest rolling stock modernisation facility in the country and is currently the home to a €28 million contract repainting 56 Pendolino trains for Virgin Trains. PATENTES TALGO The Spanish manufacturer Talgo currently has no manufacturing plant but it is believed that the company is exploring locations close to Leeds or Liverpool. Talgo has experience building high-speed trains with the Avril and the 350. BOMBARDIER TRANSPORTATION UK The Canadian company, Bombardier Transportation is currently producing rolling stick for the Crossrail project at its 340,000m² manufacturing facility in Derby. The company currently has an order book of more than 1,500 vehicles which are mainly from the Aventra family. All five bidders have been invited to tender and contracts are expected to be awarded in 2019. WHO WILL DRIVE THE TRAINS? So we are on the way to finding out who will build the trains for HS2 but do we have the skilled workers to drive the trains? We spoke to Neil Brayshaw, director of technical training at NCHSR who is trying to change the mindset of what engineering, construction and HS2 is about for young people. Neil identifies that there is a significant challenge when trying to get young people into STEM subjects when leaving school and moving onto college and university. Many young people are leaving further education without the necessary skills such as leadership, problem solving and teamwork – skills which employers are looking for. To combat this NCHSR are developing a range of programmes to encourage employers and colleges to talk about apprenticeship programmes, engage with national projects and provide young people with the knowledge and understanding of what skills they need for the future. We spoke to Neil about the project: “I’ve got a pink train here (the #Brumstar), where you can put on a headset and drive from Euston to Paris. That’s exciting to me! Imagine for a 6-year-old how fantastic that would be. For them to go away and say ‘I’ve been in the pink train today’ I think that will stay with them for a long time. Rather than looking at it in a book or on a screen they can go in there and drive the train.” To find out more about the initiative and to see an exclusive tour of the train, watch the video here. ​ Visit our dedicated HS2 page to keep up to date with the latest news and views from the project. Or, to see a timeline of the major HS2 milestones, click here.

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    International Construction Survey 2018 | Good news?

    Consultancy company Turner & Townsend have recently released their International Construction Market survey for 2018. Based on a survey of 46 markets across the world, the survey summarises that ‘good news’ is indeed afoot for the market across the global economy. The caveat to this is that industry continues to see the growth of the labour skills shortages that have become more common in recent years. “Global construction is more buoyant than it has been for many years and in the short term at least, things are looking up.” KEY POINTS FOR 2018/19 The survey points to the fact that almost half of the markets surveyed are expected to ‘heat up’ (demand increasing in relation to supply and a high number of projects) over the coming year which marks a significant improvement on last year. Of these markets, five were given the status of running ‘hot’ and three (Amsterdam, San Francisco and Seattle) were ‘overheating’. The survey also points towards infrastructure being the hottest sector in the future, notably in developing countries. ISSUES As with many other sections within engineering, one of the dominant forces in the health of the construction and infrastructure industry is the skills shortage. The report indicates that skills shortages across the markets studied have increased from 20 last year to 24 this year. When discussing why this might be the case, the report suggests: “An increasing proportion of the workforce is retiring or nearing retirement. There isn’t a simple answer, but investing in more technology, technical skills and training and more advanced construction techniques are essential.” Of the markets surveyed, 67% of all respondents indicated that skilled labour shortages had a major impact on the ability to deliver construction projects. GETTING INTO CONSTRUCTION It’s clearly a great time to get into construction. A growing market globally and issues with skills gaps means there is a heightened number of construction jobs that need to be filled. To browse our construction jobs, click here

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    How to become a... Civil Engineer | Career Advice

    Over the next few weeks, we are going to be sharing some blogs with information and advice on key roles within the engineering industry and most importantly, how to get a job in them. Thanks to several high-profile projects and heavy investment within the Building, Infrastructure and Construction industries, there is a vast array of excellent Civil Engineer jobs available for engineers in the UK. Continue reading to find out more and determine whether a career as a Civil Engineer is the right fit for you. RATES £25-80k HOT SPOTS Hinkley Point C/HS2 QUALIFICATIONS Degree (ICE accredited) WHAT DO CIVIL ENGINEER JOBS INVOLVE? Civil Engineers play a vital role, taking on the responsibility for designing and managing construction projects. Due to the nature of the role and the wider industry, you could find yourself working on any number of different projects, from bridges and roads to private homes and commercial buildings. Your duties and responsibilities may differ depending on the industry and project you’re working on but can include performing site surveys and investigations, creating detailed plans and blueprints, liaising with clients and contractors, managing budgets and resources, ensuring health and safety protocols are met, preparing bids and more. WHAT IS A CIVIL ENGINEER’S SALARY? Your salary can vary depending on the sector, employer and scope of the project you’re working on. Entry level graduate civil engineers can usually expect to earn between £20,000 and £25,000 per year, while more experienced professionals can earn up to £40,000 per year. As you progress through your career and move into senior roles, or gain chartered status, you can see your salary increase further, moving to between £60,000 and £80,000 per year. (These figures are intended as a guideline only). WHAT SKILLS DO I NEED? As with other engineering roles, it’s important that you have excellent maths, science and IT skills. You’ll need good attention to detail and the ability to analyse large amounts of data. Communication skills, both written and verbal, are important, and you’ll need to be able to explain complex design plans clearly and simply to clients and contractors. Problem-solving skills are also key, as is the ability to work under pressure, ensuring deadlines are met and projects are kept within budget. You’ll need a good knowledge of any relevant legal and health and safety legislation, and the desire to keep this knowledge up-to-date. Finally, if you want to progress to higher levels in your career, negotiating and leadership skills are vital. WHAT QUALIFICATIONS DO I NEED? To become a Civil Engineer, you’ll usually be required to have either an undergraduate degree in engineering or a postgraduate master’s degree in Civil Engineering. It’s vital that whichever route you take, your degree is accredited by the Institution of Civil Engineers (ICE). Many people will decide to work towards incorporated or chartered status to progress their career. If this is something you’re planning to do, having one of the previously mentioned qualifications is important. There are other routes available for those looking to enter the field. You could complete an undergraduate degree in a different subject, related to construction engineering, but it may take you longer to fully qualify if you’re working towards incorporated or chartered status. If you’re going to be spending time on a construction site, you may need to apply for a relevant Construction Skills Certification Scheme (CSCS) card. WHAT ARE THE HOURS AND CONDITIONS? You can expect to work between 35 and 40 hours per week. Your usual working week will run from Monday to Friday, 9 to 5, although you may sometimes need to work evenings and weekends, as and when specific projects require it. Your time will be split between an office and construction site, meaning there will be regular travel involved in your role. CAREER PROGRESSION For those willing to put in the time and effort, there are excellent opportunities for career progression as a Civil Engineer. Achieving incorporated or chartered engineer status is a great way of broadening your horizons, allowing you to move into more senior roles, such as project manager, or senior or principal engineer. You could also opt to specialise in a specific field of engineering or move into consultancy. AREAS OF SPECIALISM There are various exciting areas you can choose to specialise in as you move through your career, such as environmental engineering, water management, maritime civil engineering, earthquake engineering and more. To browse our Civil Engineer jobs click here, or to search for opportunities across the sector click here.

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    Morson Gang 'F' Achieve Site Beacon Status on the Russell Square to Holborn Work Site

    We are pleased to announce that Morson Gang ‘F’ on the Russell Square to Holborn (WB) work site have achieved Site Beacon Status following the Final Beacon Assessment. Last week the work group of 15 operatives were tasked with breaking tunnel render and fixing insulation sheeting between tunnel rings and positive rail to prevent earthing out. This activity was observed to have been undertaken in professional and dedicated manner with SSOW well established. Prior to accessing station to commence work problems encountered with iPad connection but a replacement iPad was obtained to ensure SSOW documentation available on site. From the platform briefings through to the establishment of the work site, welfare, control of work activities including access of the station, delivery vehicle cordon off and the housekeeping within storage area the assessors were impressed by the work groups commitment to the Beacon ethos. John Mychajluk, MPD HSE Manager offered his congratulations: Not only is this indicative of a positive safety culture and self pride in the Site Beacon achievement but ensures the TfL mission of ‘Everybody home safe and healthy every day’ remains a driving force. My thanks to Morson site personnel and HSE Manager John Camp for their cooperation and of course the proactive input from ‘behind the scenes’ from the TDU team. Hearty congratulations and well done. For more information on Morson's safety initatives please visit our dedicated safety section or to get involved find your next rail opportunity by clicking here.

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    Major UK Construction Projects to Watch in 2018

    2018 has seen some ambitious construction projects come to life, from stadiums to Parliament, these are the top construction feats to keep an eye on this year… STADIUMS Tottenham Hotspur’s new 62,000-seater stadium is beginning to emerge above the brick buildings which have lined White Hart Lane for decades. Due to complete in summer 2018, the stadium has embarked on some challenging projects such as lifting its 600-tonne roof onto the building. Thankfully the ambitious procedure was completed without complication! To add to its unique features, the building will include a five-story glass atrium and a single tier of seats to create its very own ‘wall of sound’ which will seat fans closer to the pitch than any other stadium of its size. Another unique feature is its 40 meter high ‘Sky Lounge’ bar offering panoramic views of the pitch from behind glass (for those people who want to attend a football match without actually attending a football match)! To find out more about the new stadium, click here. PARLIAMENT The Elizabeth Tower which is home to Big Ben fell silent in the summer of 2017 to undergo a major conservation project. It had been over 31 years since the last extensive works were carried out to maintain the Elizabeth Tower and problems were identified with the clock hands, mechanism and pendulum, which need to be dealt with immediately to ensure that the clock can continue to work properly. The contract for the work has been awarded to Sir Robert McAlpine Ltd and is expected to be completed by 2021 costing a staggering £61m. Visit our dedicated Sir Robert McAlpine website to find out about the jobs in your area. POWER STATIONS Overseen by the construction firm Mace, phase two of Battersea Power Station is currently under construction with the iconic chimneys already reconstructed. As the cornerstone of the entire Battersea Power Station regeneration project, the Power Station will include 250 new retail, food and beverage units as well as a 2,000 capacity events venue, a chimney lift experience, a six-acre park and riverside walk, enabling the Power Station to be opened to the public to enjoy for the first time. The Power Station building will also provide 500,000 sq. ft. of new office space and will be home to Apple’s new London Campus. The £9bn redevelopment of the 42-acre site includes a new tube station, new river bus service, over 3 million sq. ft. of commercial space, including 1.25 million sq. ft. of office space and over 4000 homes. (Image sourced via bpsestates.co.uk) TRANSPORT CROSSRAIL The 73-mile railway line under development in London and the counties of Berkshire, Buckinghamshire and Essex continues to grow. It will connect 40 stations with an estimated cost of £14.8 billion and completion planned for 2020. It is believed that the first phase of the ambitious project will go into service in 2018… watch this space. To find out more about rail jobs in London, click here. HS2 HS2 is the largest infrastructure project in Europe and aims to bridge the north-south divide to build a country that works together. It involves building 345 miles of new high-speed track which will connect the city centres of London, Birmingham, Manchester, and Leeds. Construction is starting on Phase One which will link London and Birmingham by 2026. Phase Two will run from the West Midlands to Manchester in the west and Leeds in the east completing the network by 2033. Morson operations director Adrian Adair discusses where the workforce of 24,000 needed to deliver HS2 will come from… click here to find out more. Or, visit our dedicated HS2 blog for the latest news and opportunities on the project. LUXURY HOMES Rising 50 storeys, the ultra-modern AYKON London One tower will stand out as a new icon on the London city skyline. Stone, terracotta and glass come together in a fresh and distinctive world-class design to create an inspiration in luxury living, inside and out. The building comprises of a grand lobby, residents lounge, rooftop gardens, gymnasium, swimming pool, Jacuzzi, cinema, children’s play area and à la carte restaurant. Nestled in the heart of new London, where a multi-billion-pound investment is dramatically transforming the area into an ultra-modern residential and internationally significant business district, set to become a new centre for arts and culture in the capital. In addition, the new Northern Line extension and the Crossrail project further enhance its strong transport links with the rest of London. (Image sourced via damacproperties.com) Imagine being a part of a ground-breaking projects like this, Morson has a range of exciting Building, Construction & Infrastructure roles available. Browse our jobs and construct your career today.

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    Back to Basics: CV Tips and Advice

    In the second episode of our Back to Basics series, Morson has put together some CV tips and advice to help you create that perfect CV and impress your potential employers. Your CV is one of the most important tickets to opening doors in your job search and is often the first opportunity you have to impress your potential employer. Make sure your CV stands out from the crowd and follow our CV tips and advice for success. GET THE BASICS RIGHT Make sure your CV is regularly updated and portrays you in the best light possible. Checking for missing skills, achievements or job roles is crucial as you could potentially miss off that new skill you have developed which would be the deciding factor to whether you get the job. Some suggested headings for your CV could include: ​ Personal statement Contact information Relevant skills Work history and/or experience Education & Qualifications Achievements Hobbies & Interests References PRESENTATION IS KEY First impressions count and how you present your CV is just as important as how you present yourself. Badly formatted CVs with lots of borders or boxes can be distracting. Keep it simple, neat and remember to stick to no more than two pages in length. TAILOR YOUR CV Look at your CV, read it thoroughly. What does it say about your relevant experience or skills for this position? It’s important to alter your CV in line with the role that you’re applying for, using the job description and company information as a guide. This enables you to respond directly to the job description and explain exactly why you are the right candidate for the role. CAREER HISTORY AND REASONS FOR LEAVING To make the best impact you should always start with your most recent role, and then work backwards chronologically. By taking this approach, you ensure that a potential employer does not mistake your level of experience based on your very first role. It is important to reflect your reasons for leaving your current role in a positive manner. When a potential employee talks negatively about a past employer, regardless of the circumstances, you risk casting yourself in a negative light. If you are a contractor, then this is your opportunity to detail your contract durations. SUMMARISE YOUR SKILLS Including a ‘key skills’ section in your CV to act as a summary is another great way to show that you’re qualified for the job you are applying for. It’s useful to have it near the top of your CV, to show off your most relevant industry experience immediately. TOP TIP: Keep to the point and where appropriate make sure you can back up your claims with examples. Now your CV is up to scratch, you can you can register with Morson and create your unique candidate profile.

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    ‘I’m fine’, ‘man up’, ‘grow a pair’ … Balls to That, let’s talk

    Sale Sharks Community Trust delivers powerful mental health event for Morson employees and clients #MentalHealthAwarenessWeek We were delighted to host Sale Sharks Community Trust this week as they delivered their inspiring ‘Balls to That – Mental Health Awareness’ session to over 40 Morson employees and clients at our head office. Designed to raise awareness of mental health symptoms and coping techniques, the talk was led by army veteran and deaf rugby star Craig Monaghan who uses his powerful, personal journey to educate others on how to tackle mental health head-on. We were thrilled that veteran and Morson Ambassador, Andy Reid, opened the event, giving a brief overview of his own mental health struggles after losing limbs in an IED blast whilst on tour in Afghanistan. Handing over to Craig, he finished his introduction by highlighting the importance of communication, advising the audience to get out of the habit of answering ‘how are you?’ with a standard ‘I’m fine’ if there is an issue. The rest of the session was led by Sale Sharks Community Rugby Coach, Jack Leech and Craig Monaghan. Craig’s army career came to an abrupt end when his battalion was attacked by the Taliban in one of the worst attacks on British soldiers in Afghan. 8 of his comrades died in the attack and Craig was left with brain damage, deafness and severe physical wounds. His challenges with mental health started here. PTSD and social isolation – techniques to cope Diagnosed with post-traumatic stress disorder (PTSD) and social isolation, Craig spoke passionately about how he suffered from the guilt of being left alive while his friends died and the loss of his army career, leading to three failed suicide attempts. After a medical discharge, Craig struggled with everyday tasks and became angry at the world, lashing out at the people who were trying to help him. ‘In the army, you’re a warrior – therefore, you don’t feel like you can admit that you have a problem, you have to be strong. My friends had been killed so I felt like there was no one left who would understand what I’d been through. I was scared to admit that I was struggling’. Consequently, despite there being mental health resources for ex-forces personnel, it took him several years to become receptive to the idea of getting support. ‘Don’t get me wrong, the help was there but I used to sit in the councillor’s office, and not talk. I had the mentality that it was everyone else’s problem, not mine, I wasn’t ready to admit or accept that I needed help’. Craig explained that the change in him happened like a switch, ‘one day I just said, no I’m not fine, I can’t shake this feeling – and that put me on the road to recovery’. With the support of the people around him, he started to open up and talk about his experiences. One of the main techniques he uses is setting a goal each week, ‘just getting out of bed used to be a challenge so I’d set that as my goal, then went onto things like running to the end of the street, training for 5 minutes longer per day’. Small goal setting was key giving him focus and ensured he didn’t get de-motivated. How sport became my voice His road to recovery is ongoing but through regular professional mental health help and getting back into rugby, Craig has conquered the seemingly impossible. His list of achievements since medical discharge is extensive, including being the first Afghanistan veteran to become a full-time athlete, para-triathlons, and competing in the Warrior Games. After being told he would never play rugby again he has battled to get back into the sport he loves, playing internationally for England Deaf Rugby (6 caps). ‘In fact, I’m actually delivering this session with a broken leg. I broke a record 10 days ago by playing rugby for 29 hours and 30 minutes, broke my leg in the process’ The impact on us Jack Leech (Community Rugby Coach and founder of Balls to That) attributed to the techniques which helped Craig to manage his mental health issues such as open communication, an active lifestyle and setting small achievable goals rather than large challenges can be effective coping mechanisms. Craig’s story highlights that while his issues with anxiety and sleep deprivation stem from his time in the army, mental health is universal. ‘I have friends who suffer from anxiety and they’ve never been to war. Mental health is something that affects many of us and it’s about finding techniques to cope with it – for me sport was a huge part of the recovery process because I’m naturally competitive. For other’s it’ll be different, it’s about finding your drivers, being confident enough to work out what makes a positive change in you’. Jack started the programme having suffered with his own mental health issues after a shoulder injury. He founded Balls to That as an impactful way to raise awareness and to get companies thinking about how to create positive environments. After the session attendees felt more equipped to talk about mental health and deal with everyday challenges and most importantly, they were more confident to help others with their mental health issues. One attendee commented, ‘Superb presentation, it has really helped me. Much more aware of my current mental health state.’ This event highlighted that while Mental Health Awareness Week is a fantastic initiative, the conversation needs to extend beyond just 7 days and instead be a part of our everyday lives. Tackling mental health doesn’t start by forcing people to face their problems, it’s about creating environments where people feel comfortable to share their experiences, their feelings and fears. It’s about recognising the signs and symptoms in yourself and in others and being there when you are needed. So, let’s do the little things that make a difference, let’s say ‘balls to that’ to cliché phrases, let’s be open to conversation and let’s look after each other that little bit more. Watch the video to see Craig and Jack chat about 'Balls to That' and the outcomes of the programme. To get the latest updates follow @MorsonGroup on Twitter or to find out more about the programme contact jack.leech@salesharks.com >

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    Tips for Making a Great First Impression

    Whether you’re preparing for a job interview or your first day in a new office, you always want to make a great first impression when you meet someone for the first time. In fact, there are a number of techniques that you can practice which will help you do just that! Morson shares the 10 top tips for making a first impression that counts: 1. PRESENT YOURSELF APPROPRIATELY If you can, it’s a good idea to find out what the dress code is and mirror that as much as you can when deciding what to wear. However, in an interview, we would always suggest dressing smartly. 2. MAKE EYE CONTACT Looking someone in the eye when talking to them conveys confidence and if they are speaking, interest in what they have to say. 3. USE BODY LANGUAGE Research suggests that 80% of our communication is done through our body language which reinforces the importance of getting it just right. Think about factors such as uncrossing your arms, smiling and angling your body towards the person that you are speaking to. 4. DON’T OVERTHINK IT Nerves can be a real issue when you are trying to make a good impression and can actually result in having the opposite effect. As much as it’s important to prep, try not to overthink it and just relax. 5. BE INTERESTED AND INTERESTING When you are meeting people for the first time approach others with a genuine interest in who they are. This type of behaviour is often contagious and as a result, they will show an interest in you. 6. HAVE CONFIDENCE IN YOURSELF Similarly to not overthinking as mentioned before, be confident in your approach. If you believe that you will make a good impression and you prep as much as you can, you probably will achieve your goals. 7. BE YOURSELF One of the most important things to remember is to be yourself. Don’t try to be someone you’re not just because you think that is what the person you are trying to impress is looking for. 8. KNOW YOUR AUDIENCE It’s a good idea to research who you are meeting. You could take a look at their LinkedIn profile for example, which will help you gain some insight into the person/business that you are meeting. Google is also a great tool to use for researching a company’s competition, history and their main industry etc. 9. COME PREPARED To make the best first impression possible, preparation is key. Make sure you know exactly what the meeting is about, what is expected of you and what you want to get out of it. There’s nothing worse than an unproductive meeting! 10. ARRIVE ON TIME It really is as simple as that. Arriving late for a meeting almost certainly will not make a great first impression. Unforeseen circumstances that are out of your control can be forgiven, but don’t spend too long waiting in the queue at the coffee shop around the corner! Why not take it a step further and have a go at Morson’s 7 second challenge? Read the blog to find out how to sell yourself in just 7 seconds.

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    Gender Balance in Tech Event | Fixing the Lack of Diversity in Tech

    Following on from our series of thought-provoking roundtable events, which have so far debated HS2’s SEE Outputs and the Year of Engineering, the latest instalment shone a spotlight on gender bias and diversity within the technology industry, including the impact it is having today and what can be done to futureproof the work of UK trailblazers. The discussion panel, brought together in partnership with the University of Salford, comprised of professionals and innovators from the Manchester Airport Group (MAG), BBC, Siemens, Women in the Law UK and Think Money Group. Diversity, equality and inclusion are three codes that the tech industry is yet to crack. Currently, just 17% of tech roles are filled by women, with the sector suffering a lack of representation from hard to reach groups and communities, including different races, sexualities and those from disadvantaged backgrounds. This imbalance is affecting most UK businesses, with all parties in unanimous agreement that diversity is a present-day issue and that if we don’t make big changes today and work to close the gap, then UK PLC will decline from a dip in productivity, profits and commercial ability. Maria Stukoff, director of the Morson Maker Space at the University of Salford, said: “I cannot believe that in 2018 we are still having to talk about the subject of diversity and inclusion. We can all see the skills gaps and issues within our own organisations and departments but few people are talking about the how and why. “My role is to identify the jobs and careers of the future and how we retrain people to create new things, solve issues and develop new collaborative partnerships. We work closely with the Morson Group to build new talent pipelines and especially in attracting more young women into technical careers.” The event’s first presentation, delivered by MBE Leanne Cooke, CEO and founder of Evolve-IT Consultants, kicked off the debate by examining gender bias and how the root of the problem begins at birth. “Boys are more inclined to be interested in STEM subjects because they tend to grow up with scientific toys, whereas girls are given kitchens and pink things,” explains Leanne. “As soon as they reach primary school, they already have an awareness of gender bias because of the toys they’ve grown up with and these perceptions are rarely challenged by their teachers.” “We need to change the mentality of young people to embrace technical interests and aspirations, which requires more input from teachers. Young people learn about IT and technology in schools but they don’t see what careers are available beyond the games and devices.” The group mutually agreed that teachers do not have enough experience and visibility outside of education as they have always remained in a school environment throughout their training and career. Providing teachers with the tools and insights to become STEM ambassadors and promote the benefits of apprenticeships and on-the-job training is a common theme that has appeared throughout every roundtable table so far, regardless of the topic or sector. Leaving it until secondary school age is often too late, as young people are already heavily influenced by their peers, parents and teachers. “Whilst apprenticeships are great and more must be done to promote the benefits to young people, their parents and businesses, there’s still the immediate problem of the present day skills gap,” continues Leanne. “The only way to solve this is to focus less on experience and look for people with the right transferable skills and a desire to learn. The last two people I’ve recruited got the job based on their attitude and will, and they’ve been the best new recruits that I’ve had in a long time.” Leanne was one of a number of participants to give a present-day example of how they’ve needed to go offshore to find the right skillsets, sourcing talent and support from Eastern Europe and the US, for example. Unconscious bias training was highlighted as one effective solution to improving the pipeline of talent and boosting diversity. This popular approach reduces natural bias and prejudice of people by highlighting individual skillsets and expertise within the candidate recruitment process and removing any identifier of the person’s age, race, sex, location or background. Sam Price, head of client engagement at Morson International, explained: “Anonymising CVs is empowering our clients to build a more diverse workforce by recruiting the right person for the job, regardless of their individual attributes. “A few clients were already implementing unconscious bias programmes but failing in their approach, because they were deemed as short-term solutions. Empowering businesses with the tools to succeed is making waves, especially through the use of diversity data. For example, if we’re sending a diverse shortlist of candidates yet none of these are making the cut, then we can see that there’s clear issues within the hiring manager and change is needed.” Ben Fitzgerald, head of professional services and IT at Morson International, added: “There’s also a big problem in that technology has evolved quicker than commerce and many businesses still expect certain standards. All organisations want superstars and not enough are taking chances on excellent candidates with plenty of ability and will, who can be taught the required technical skills. There are lots of capable and unemployed developers, for example, who are being overlooked by organisations.” This belief was echoed by Chris Joynson, talent & resourcing partner at MAG who explained that certain departments still look for particular candidate backgrounds, for example, finance requires its team to have experience in one of the ‘Big Four’ accountancy firms; something which it is working to address. The Morson Group is committed to pressing for equality, diversity and inclusion within all sectors. We recognise the benefits that a diverse workforce brings for our own business and those of our clients, including innovation, higher commercial earnings and increased productivity. In addition to partnering with the Girls’ Network’s Salford division to encourage young women across Salford to fulfil their aspirations by giving them the tools, connections and confidence to pursue their dreams, Morson International has pledged to double the number of female engineers that are employed by 2020. Attendees were divided in the effectiveness of quotas and whether there is a need to legislate to deliver effective change. There was a feeling that introducing quotas would bring the impression that those from underrepresented groups, in particular females within male-dominated sectors, were only being employed because of their gender and not their skillset and ability. Diane Kennedy, vice president of strategy, architecture and planning at BP and the event’s second speaker, voiced her backing for quotes, explaining that change within large organisations like BP simply wouldn’t happen unless it was a requirement and something that staff were held accountable for. Diane explained: “My quota is to increase diversity within my own team to 25% by 2022. Three years ago, this figure stood at 11% and I’ve worked hard to reach 18% today. There are hundreds of ongoing initiatives within BP to challenge and boost diversity because there isn’t a one-size-fits-all. Working with schools at primary school through to university age, apprenticeships, return to work programmes and flexible working are some initiatives that have proven really successful. “We also have a top-down policy to drive behavioural change, with inclusion now one of the top five priorities of BP’s chief executive. This shows how important creating an inclusive environment is and even goes as far as saying that the annual bonus you receive will be impacted on how effective the cultural change is within your team and achieving its quotas.” A number of excellent examples that BP use to attract applicants from underrepresented groups included simple and more concise CVs and changing the language used to ensure it is not gender biased. Whilst the oil and gas giant adopts a top-down approach diversity, the room was torn as to whether this cultivates better behavioural change than bottom up. Regardless, everyone was in complete agreement that diversity fosters greater success and profitability and it is an issue that needs addressing today and the right strategies putting into place to overcome both the short and long-term industry needs. Together with sister company The Bridge, Morson International has seen its IT division double year-on-year in the response for top talent. Operating from 50 countries around the globe, it delivers diverse skillsets and candidates, and works in partnership with clients to implement the right techniques and methods to embed diversity within their own culture and bring real change. For more information, contact Sam Price, head of client engagement at Morson International at sam.price@morson.com. Have your say in the debate by tweeting us using the hashtag #RecodingDiversity and remember to tag in @MorsonGroup.

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    Morson Projects Ltd, Sellafield Operations handed RoSPA Gold Medal for health & safety practices

    Morson Projects Ltd has been handed a prestigious award in recognition of its practices and achievements in helping its staff work safe and get home safe. Morson Projects Ltd, Sellafield Operations has achieved a Gold Medal (6 consecutive Golds) in the internationally-renowned RoSPA Health and Safety Awards, the longest-running industry awards scheme in the UK. They will be presented with the award during a ceremony at the Hilton Birmingham Metropole hotel on Wednesday 4 July 2018. The scheme, which receives entries from organisations around the world, recognises achievement in health and safety management systems including leadership and workforce involvement. Ian Ross, associate director at Morson Projects, said “Winning six consecutive Golds resulting in a Gold Medal Award is a fantastic achievement. This award acknowledges Morson Projects’ commitment to health and safety and is a testament to the hard work and dedication of our people.” Julia Small, RoSPA’s head of qualifications, awards and events, said: “The RoSPA Awards are the most highly-respected in the health and safety arena, with almost 2,000 entrants every year. They allow organisations to prove excellence in the workplace, demonstrating a commitment to the wellbeing of not only employees but all those who interact with it."

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