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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.

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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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    Morson Celebrates 50 Years In Business With Star-Studded Party

    MORSON NEWS | 3 MIN READ Morson celebrates 50 years in business with huge party in at Cheshire hall Celebrity guests attended the event which bought together over 800 employees of the Morson Group globally Morson was delighted to bring together employees and friends from around the world to celebrate our 50th birthday with a huge party in Cheshire. The party took place at Gawsworth Hall, a Tudor manor house that dates back to 1480, with over 800 employees in attendance and a guest list that included legendary former Manchester United manager Sir Alex Ferguson, Mancunian boxing legend Ricky Hatton and artist Harold Riley, with performances from well-known musicians. The afternoon celebrated Morson’s founding in 1969 through to the present day, with both current employees and past long-servers invited to celebrate the story. Morson Group was formed by Gerry Mason, the late father of our current CEO Ged Mason, in the family home in Salford in 1969. Since formation, the head office of the company has never moved more than two miles away from its original location. The business, with turned over £866.7million in 2018, now occupies state-of-the-art premises on the banks of the Manchester Ship Canal. After afternoon tea on the lawns, employees from throughout Morson’s 50 years in business were entertained by live music from Hatty Keane, Totally Take That, the ‘People’s Tenor’ Russell Watson, and Heather Small of M People. Morson’s relationship with the local area of Salford and Greater Manchester is something that was highlighted during the celebrations with a poignant reading by legendary Manchester poet Tony Walsh and a video charting the story of the business from its earliest days via charity, community, sport and a tribute to founder Gerry. CEO Ged Mason delivered a speech that highlighted the importance of people and employees within the Morson story: "The journey to our success and contribution has been without question driven and attained by all the loyal colleagues past and present with whom I have had the pleasure of working with over the many decades and it is a great honour to skipper the ship. This includes every part of the Morson family structure and I want to thank all the teams that keep this important business going day in day out. A massive personal thank you and I salute you all." He also touched on the future of the business: "Looking to the future and the next decade you have all played a huge part. However what got us here won’t keep us here. We are keen to stay at the forefront and to embrace technology moving with the times and manage to the best we can, adapting to change yet never forgetting Morson’s DNA and core values that we live by and act on. We must continue and protect these values as they are timeless and have built the solid foundation upon which this magnificent company and those who have helped build it we have assembled a great team for the future. We are Morson." The Morson Group comprises seven subsidiaries – recruitment giant Morson International, design arm Morson Projects, Anderselite, Vital Human Resources, The Bridge IT Recruitment, Waldeck and the North American-based CTSNA. Coupled with core charity activity, Morson aims to raise and donate £500,000 in total throughout the year. Core charity activity has seen us work to raise money for the employee-chosen charities in 2019 - Motor Neurone Disease Association and ABF The Soldier’s Charity. In the last 10 years, over £2million has been raised for worthy causes throughout the UK such was the Seashell Trust and Destination Florida. Morson has also embarked on a program of donation called '50 Weeks of Giving', in which local organisations receive funds each week throughout the year. Find out more about Morson's committment to charity and the community here

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    Morson IR35 Survey Highlights That IR35 Confusion is Prevalent Among Contractors

    The draft IR35 legislation is out and its release coincides with the results of our ‘off-payroll rules’ contractor survey. What’s clear from the draft is that the Government is pressing ahead with the April 2020 reforms by confirming its proposals laid out in previous consultations, albeit with a few amended details and further clarification around client-led appeals and small business exemptions. You can review our detailed summary of the draft Finance Bill 2019-20 here. With the private sector implementation date very much confirmed for April next year, our survey results show that IR35 confusion is still prevalent among the contractor community, particularly around understanding whether they are deemed inside or outside. More than 1,000 contractors gave their views, of which almost 97% operate through their own Limited company. Yet of these, more than a third (35%) have not considered their IR35 status within their current assignment. From those who did answer yes to ‘have you considered your IR35 status?’ a quarter (25%) of these then went on to say that they were either inside or unsure of their status. Better education is needed, with more than half of all those surveyed saying they don’t understand how to determine their own IR35 status and a further 40% are completely unaware of the upcoming reforms. How does this affect our private sector clients? Based on the results, a privately-run business like yours will likely have a number of contractors that are operating through their own Limited company, yet are deemed inside of IR35 legislation. Failure to identify these individuals and put proactive measures in place to determine whether a contractor falls within the scope of IR35, could see you become liable for paying back tens, if not hundreds of thousands of pounds in unpaid tax. It’s crucial that you begin to prepare for the April 2020 deadline now. We’ve partnered with IR35 specialists, Champion Contractors and Weightmans LLP, to ensure our clients have access to the specialist knowledge and experience needed to remain compliant. A sense of complacency within the industry could see some businesses leaving their preparations until it’s too late. Doing so has the potential to cause upheaval to your operations, impact ongoing projects and increase the level of risk faced by your organisation. Together with our experts, we can work with you to communicate these changes to your workforce, develop good housekeeping procedures to effectively analyse and manage your contingent labour and implement an independent IR35 testing tool that can successfully determine the status of your contractors and minimise the risk to your business. Our advice is to act now Our contractor survey received more than 600 questions around IR35 legislation, such as: Will my client ask me to be involved in the assessment process? What happens if my client deems me inside IR35? Will I be able to appeal the client’s determination? Will I need to work for more than one client to remain as a limited company contractor? Will sub-contractors be offered permanent positions? This is just a snapshot of the type of concerns that were raised. In response to such a high number, we will go into more detail about these over the coming months via our ongoing newsletters, blogs, guidance pieces and more. Sign up to our seminar We will soon be announcing the dates for our upcoming IR35 seminars in Birmingham and Bristol, following the huge success of our last events. Be sure to email marketing@morson.com to be notified when these events are live and secure the chance to speak with our experts face to face about managing the effect of the upcoming reforms within your organisation. We have extensive knowledge and experience in supporting legislation changes around IR35, having worked together with numerous public sector clients in preparing for their deadline back in April 2017, which makes us the IR35 partner of choice to you and your business email IR35@morson.com for more information.

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    Government to Press Ahead with IR35 Off Payroll Changes - Our Guide to the Draft Legislation

    The draft Finance Bill 2019-20 was released by the Government last week. As expected, it confirmed their intention to press ahead with off-payroll changes in April 2020. Champion Contractors are one of our IR35 partners and have extensive knowledge and experience in supporting legislation changes around IR35, having worked together with numerous public sector clients in preparing for their deadline back in April 2017. The Champion business has compiled a brief list of questions/answers below which will assist your understanding of the proposed legislation. The draft document basically confirmed all of the proposals that had been outlined in previous consultations, however, there was further detail regarding the client led appeals process and small business exemptions. 1. Who is responsible for determining IR35 status? The draft legislation directly mirrors the public sector changes effective in April 2017 and therefore it will be the end user (client) who is responsible for confirming the employment status of every PSC contractor within their organisation. 2. Will this lead to blanket inside IR35 decisions by the end user? In theory NO. HMRC will insist that the end user produces a Status Determination Statement (SDS) to outline and confirm the reasons behind each and every determination. To reinforce this position, the legislation will require the end user to forward the SDS to all parties below them in the contractual chain, as well as passing a copy of the document directly to the PSC contractor. Additionally, the SDS document will be deemed to be worthless, if it is later found that the end user has failed to take reasonable care in preparing and agreeing the determination. 3. Will the agency be able to appeal against a determination? At this moment in time, it is not abundantly clear if the agency will be able to appeal any determinations. As the fee payer in the relationship however, the agency does have potential tax risk and we would therefore advise that they are closely aligned to their clients throughout the assessment/determination process. 4. Will the contractor be able to appeal against a determination? Yes, the legislation includes statutory provision for a client led appeals process, whereby the PSC contractor has the right to appeal and where the end user must respond within 45 days. If the client agrees to change a determination, they will also be required to produce an updated SDS document. We believe that the introduction of a statutory appeals process really highlights the importance of including PSC contractors in the overall decision making process. If contractors are able to express their views and opinions, this will surely lead to more balanced decisions and will potentially reduce the number of appeals/disputes. 5. Who is responsible for any potential tax liability? HMRC have re-confirmed their view that the first agency in the supply chain “has enough visibility of the labour supply chain to influence compliance.” They have also stated that the end user can “influence compliance” through their decision on which agencies/suppliers they use. The legislation will therefore be in line with the most recent consultation material, meaning that liability can transfer back up the supply chain to the first agency and as far as the end client if HMRC are unable to collect the liability from the first agency. HMRC will provide guidance to illustrate circumstances where they will not seek unpaid labilities from parties further up the supply chain. 6. Are there any exemptions? HMRC have confirmed that small businesses will be exempt from the new IR35 rules. PSC contractors who provide services to small businesses will be responsible (as they are now) for determining their own IR35 status. The exemption for small businesses is as per Sections 382 & 383 of the Companies Act 2006. Further details have also been provided to explain what happens where a company ceases to be, or reverts back to being defined a small business. It is important to remember that it is the end user receiving the service that is considered for size and exemption, not the agency who supplies the contractor. Overall view In a view shared by many industry commentators, the Government has comprehensively failed to listen to major concerns raised throughout the consultation process. Many attempts were made to ask them to think again about IR35. There is now however no alternative but to understand and work with the new rules. The Champion business is fully committed to helping our PSC clients, partner recruitment agencies and their end clients navigate the new private sector IR35 rules. We have been working closely with all parties for many months and will now accelerate the assistance that we can robustly provide. We have a new IR35 portal ready for release and we are, along with our legal partners, very confident in our ability to offer a market leading service in the months ahead. Please also note, HMRC have published this legislation in draft for technical consultation before the relevant Finance Bill is laid before Parliament. The final contents of ‘Finance Bill 2019/20’ will be subject to confirmation at Budget 2019. The technical consultation will close on 5 September 2019. Champion and Morson will provide more information over the coming days and weeks. If you have any urgent question or queries, please contact IR35@morson.com For a comprehensive overview of IR35 download our IR35 e-guide here.

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    Morson Adds To Senior Team With Promotions For Adair And Lynchehaun

    MORSON NEWS | 3 MIN READ Morson makes senior promotions in operations and business development roles Adrian Adair is also appointed to the board of directors, the first new appointment in 20 years Morson Group has added to its senior team with the promotion of Adrian Adair to group chief operating officer and David Lynchehaun to group sales director, with Adair also taking a seat among the Morson Group’s board of directors. The pair have amassed a combined 14 years with the Morson Group, with Adair first joining as operations director and Lynchehaun as head of client development. Together, they bring more than 33 years’ industry experience and a united vision of delivery, working closely with all directors and management to position the Morson Group as the go-to strategic recruitment partner of choice across all sectors, both in the UK and overseas. Celebrating its 50th year in business, the family-run Morson Group is a respected name across numerous technical sectors. By cementing the Group’s variety of client and candidate solutions, Adair and Lynchehaun’s focus is to drive growth in core markets and other target verticals such as IT, technology, professional services and infrastructure. Morson Group CEO, Ged Mason, commented: “Morson is a company full of passion and ambition, and we’re recognised not just for the exceptional talent services, design consultancy and opportunities that we provide both internally and to our clients and candidates, but for our commitment towards remaining true to our roots and retaining our family values. “These exact values are what sets us apart in our marketplace and I’m proud to witness my colleagues’ journeys within our business and to see talent like Adrian and David continue to progress, as we build on our team of experienced directors. There really are no limits to where the Morson Group can go and we’re focused on delivering further growth as we continue to evolve our offering and portfolio of businesses.” Adair comments: “A clear strategy and commitment towards our people and innovation has enabled us to reach where we are today and I’m extremely proud to be taking a seat at board level and to form part of the ongoing legacy of the Morson Group. “We invest heavily in the Morson family of companies to mirror the needs of our stakeholders and I’m committed to ensuring that our senior teams represent greater diversity of backgrounds, genders, perspectives and more, with our 30+ future leaders from across the business comprising more than 60% females and an average age of 34. “I’ve always admired the board’s thinking in that there’s no finishing line and also that what got us here, won’t keep us here. It’s this exact sentiment that both David and I embody in everything we do, and we work hard to ensure that these company core values are upheld.” Lynchehaun adds: “The Morson Group has solid growth and brand equity in a number of marketplaces and last year’s record £866m turnover demonstrates just how strong and unique our offering is. We’re committed to evolving our client solutions into those that are truly world class, through continued innovation, training, appropriate acquisitions and organic growth. We are focused firmly on the future to make sure we become not just the go-to choice, but a long-term strategic partner for our clients and candidates by meeting their evolving needs and maximising return on investment through our incredible added value proposition. “Huge demand for specialist and volume labour thanks to national infrastructure programmes, major projects like HS2 and a buoyant construction market, and not forgetting to also mention the unprecedented growth in IT and digital vacancies, makes it an incredibly exciting time for the Morson Group and we are proud to be building on 50 years of entrepreneurial excellence.” As one of the world’s largest privately-owned recruitment businesses, the Morson Group has made significant investment in its leadership team and staff infrastructure, with each promotion and appointment strengthening its reputation as one of the most forward-thinking and ambitious recruiters, and a significant player in global labour markets. Morson has evolved alongside its clients to offer a full recruitment service. Find out about our extensive cross-sector experience here

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    Morson and J Murphy & Sons Proudly Sponsor Women in Rail #TransformTheFuture Event

    DIVERSITY & INCLUSION | 3 MIN READ Morson was delighted to sponsor the Women in Rail #TransformTheFuture event last month. Representatives from J Murphy & Sons spoke about how they made tangible improvements to their policies, working environments and marketing collateral to deliver an inclusive and accessible working environment. In partnership with J Murphy & Sons, Morson was delighted to sponsor the Women in Rail #TransformTheFuture event last month. To celebrate International Women in Engineering Day, Women in Rail’s North West Group welcomed like-minded attendees to the Science and Industry Museum in Manchester to promote great initiatives and share ideas to encourage more women to consider a career in engineering and construction. Organised by Women in Rail’s North West branch representatives; Jennifer McKinney, Head of Rail Infrastructure at Keolis Amey Metrolink, Daniela Cardoso, Senior Earthworks Asset Engineer at Network Rail and Claire Cronin, Head of Access & Integration at J Murphy & Sons. Representatives from J Murphy & Sons spoke about how they made tangible improvements to their policies, working environments and marketing collateral to deliver an inclusive and accessible working environment. These changes included the use of diverse imagery across all J Murphy & Son’s media, CV anonymisation and unconscious bias training. Their London head office even has gender-neutral toilets. Alastair Smyth, Managing Director of Engineering and Specialist Businesses, at J Murphy & Sons reinforced how it will be the collective force of organisations which will help to realise transformational change within the engineering and construction industry. In turn, we will deliver and retain diverse workforces which are representative of the communities in which they serve. Key learnings Inspiring future generations There is a lot being done by organisations to inspire future generations into STEM. The Girls’ Network, an organisation which inspires and empowers young women from disadvantaged communities by connecting them with a mentor and a network of leading female role models, encouraged attendees to get involved with their mentoring scheme. The importance of role modelling, highlighted by the Girl’s Network and Women Who Wonder, was reiterated by many of the panel members. Personal accounts from both panel’s detailed the positive and negative influence that female peers and those in senior leadership teams can have, demonstrating that role models are essential at every stage of a young person’s career. Role modelling will play an essential role in helping to encourage a diverse, next generation of talent into engineering, particularly considering that children in reception classes now could be working on the second phase of HS2. The wider talent pool Secondly, management as a skill is so important. It isn’t necessarily the best technical person who is best equipped to lead a team. This demonstrates the need to look at the whole talent pool to address the skills shortage, not just emergent talent (school and university leavers). It’s essential for companies to think about implementing mid-career apprenticeships, returner programmes and training which focuses on the individual if the industry wants to attract and retain a diverse workforce. We need to promote positive action to widen the available talent pool such as introducing inclusive PPE, diverse imagery, gender-neutral language, clean welfare vans and most importantly, educate our co-workers about changing team dynamics as the makeup of their team changes. TOP BLOG | From Girl Guides to Diversity Champion | Sorrel Chats About Her Aspirations, Maintaining a Work/Life Balance and Her Career in A Male-Dominated Industry Commenting on the success of the event, Gary Smithson, Associate Director said: “What really struck me about this great event was the diversity of the audience with regards to gender split (60/40 female to male) and age range. For us, promoting role models and profiling successful women in the industry is a key factor in creating a more diverse workforce and inspiring future generations. I have seen first-hand a shift in the recognition of diversity amongst organisations, which is hopefully a signifier of real change." For more information on Morson's commitment to diversity check out our Inclusive Role Models series. Or to find your next opportunity search jobs here.

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    The Rocket So Powerful It Shook Buildings Three Miles Away | Saturn V And The Future Of Space Travel

    FEATS OF ENGINEERING | 5 MIN READ July 2019 marks 50 years since the first Apollo missions to the moon We look at the engineering behind the famous Saturn V rocket and how the future of space travel may have its origins in the 1960s This year marks 50 years since man set foot on the moon for the first time in history. To mark this momentous engineering and scientific milestone, we’re looking back at the history of engineering in space travel and also into the next 50 years. In this article we look at the launch of the rocket that would propel man to a new world for the first time, and how the seeds of the future of space travel may well have been planted in that very same era. An Eagle Lands Thursday November 9th 1967 proved to be a pretty significant day in American pop culture history. The very first issue of the legendary Rolling Stone magazine was quietly published as a small regional newspaper in the San Francisco Bay Area. Meanwhile, 2,500 miles away in Florida, the largest, heaviest and most powerful rocket built to this day lifted off for the very first time from Launch Complex 39A at the Kennedy Space Centre, Merritt Island. Apollo 4 would be the first un-manned test flight of the Saturn V rocket, a launch vehicle that was being designed and built with a single goal in mind – to put man on the moon and return him safely back to Earth. Weighing in at 37,000kg, the lift-off of Apollo 4 was so loud it shook ceiling tiles loose at the Launch Control Centre three miles away from the launch site. Standing 363ft (110.6m) tall, the vehicle was split into three main stages, each one being jettisoned as they ran out of fuel, firing the Command Module (in which the three astronauts would travel for four days and 384,400km to the moon) to a speed of 4.13km/s in the vacuum of space. The test launch was a success and paved the way for the continuation of the Apollo program. Fast forward to Wednesday 16th July 1969 and Apollo 11 sat on the very same launch pad as Apollo 4, waiting with a crew of Neil Armstrong, Buzz Aldrin and Michael Collins on-board. Four days later, Armstrong would make history. The Engineering Behind The Rocket The origins of the Saturn V rocket began in 1946, with the US government rounding up hundreds of German engineers who had developed the rocket and missile technology that the Nazi war machine had used to devastate Europe during World War II. The lead engineer, Wernher von Braun, had worked on the V-1 and V-2 rockets and was quietly spirited away into a prototype version of NASA to advance their own program ahead of the Soviets. Assembled in what is still the largest single storey building in the world, each Saturn V launched (there were thirteen in total) cost the equivalent of $750million in today’s money and the project went from first engineering design on a drawing board to launchable vehicle inside just six years. The first stage of the rocket, responsible for the initial part of the launch, comprised five F-1 engines, each 12.5m in diameter and providing 1.7million lbf of force. The F-1 engine is still the most powerful single nozzle liquid fuelled rocket ever flown. The fuel pump delivered 15,471 US gallons (58,560 litres) of rocket grade kerosene per minute while the oxidizer pump delivered 24,811 US gal (93,920 l) of liquid oxygen per minute. In simple terms, it burnt more fuel in a single second than was burned during the first solo crossing of the Atlantic in a powered aircraft. With the Apollo programme cancelled after Apollo 17, the Saturn V rocket was officially retired after one final launch for Skylab in 1973. To this day its scope and power has not been equalled. TOP BLOG: Bloodhound SSC | The Rocket-Powered Fighter Car 2069? With the Saturn V long gone and no further manned missions to other worlds happening in the last 50 years, what is the future of rocket-powered travel? The rocket of the future might actually have been engineered in the past. Even from back in the 1960’s at the time of Apollo, NASA was experimenting with using a nuclear reactor to heat a reaction mass like hydrogen to expel it from a thrust chamber as fast-moving gas – hence, a nuclear rocket. The Nuclear Engine for Rocket Vehicle Application (NERVA) program was closed in 1972 once the moon landings were cancelled and a manned visit to Mars fell from the agenda. Orion was a spaceship that was being developed in the ‘60s by physicist Freeman Dyson and nuclear weapons designer Ted Taylor. Orion was to be powered by small nuclear explosions – specialised bomblets that would go off below a big pusher plate, shoving the spacecraft in the opposite direction. The spacecraft worked better when it was large, and in theory could have been fast enough to go anywhere in the solar system within a good timeframe. Furthermore, the technology allowed for high thrust with high efficiency, something missing from other types of propulsion. NASA seems to be reigniting its interest in nuclear rocket technology, with $19million set aside for funding, looking towards a demonstration as early as 2024. Nuclear rockets could do to space travel what the steam engine did for ocean exploration. Inspired? Search our latest aerospace jobs here to be part of the aviation future

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    Gorman vs Dubois | Nathan Gorman and Ricky Hatton Give Exclusive In-Depth Preview Of Saturday's Huge Heavyweight Clash

    ​​ MORSON SPORT | 3 MIN READ Nathan Gorman and Ricky Hatton preview Saturday's Superfight The young Heavyweight delves deep into the history of his rivalry with Dubois Hatton compares the fight to the biggest night's of his career After years of anticipation, the much-hyped heavyweight bout between Team Morson’s Nathan Gorman and Daniel Dubois is finally happening this weekend in a huge headliner at the O2 Arena. We caught up with Gorman in camp and he shed light on the moment he realised the fight was finally taking place: “Truthfully, I was in hospital with my little boy he had pneumonia in late April and I got a call saying that they were thinking about making the Daniel fight. It took me no more than ten seconds to say ‘yeah no problem, tell me when and where and we’ll do it’ and everything’s all signed sealed and delivered and we’re looking to get ready to rumble” Gorman is grateful that promoter, Frank Warren matched up the two highly rated prospects whilst both are young, have a huge amount of momentum and it not becoming another ‘What If?’ story in a sport where it is notoriously difficult for the best to fight the best: “You see a lot of prospects dodging each other, all the fights that should have happened didn’t happen. Khan and Kell Brook should have happened four or five years ago but it never did. It’s a very good move, Frank knows what he’s doing, he did it with Groves and Degale a few years ago and both became World Champions. It’s a fight I’m really prepared for, I’m going to leave no stone unturned” Coach, Ricky Hatton discussed his thoughts on Dubois being perceived as the favourite by a substantial number of fans and how he dealt with being the underdog on a famous night in his career: “A lot of people think Daniel is the favourite, he’s been getting more coverage in the media and people will think Daniel’s the favourite. When I fought Kostya Tzsyu, everyone thought he was going to be the favourite and that he was going to flatten me in four rounds. I thought ‘You What? You cheeky so and so’s’ You wouldn’t believe what fire that gives you when people are getting more respect than you, when you know you’re better than them” The rivalry between the two youngsters has flared in recent years but the Hatton’s gym fighter explained how the feud goes back further than people think: “Me and Daniel have known each other for years, we were both in the GB squad. When I first met him, we were in the Three Nations together and we both won the youth ABAs. I won Gold at the Three Nations and he won Silver. From there we both got in the GB squad and we were kind of bitter rivals then because he was telling me he was going to go up to Super-Heavyweight and when someone is saying that in your squad, he’s in your way” He continued: “We started sharing rooms together etc and we didn’t get along, it was a proper personality clash. He’s very within himself and doesn’t say much whereas I’m very outgoing and speak to a lot of people. We sparred 200-300 rounds together and every spar we wanted to do damage Pre-fight mental warfare can sometimes determine the winner of a bout even before a single punch is thrown and with the obvious animosity between the two British Heavyweights, it’s clear that this may very well be key heading into this clash. Gorman is surrounded by numerous current and ex-fighters that can more than hold their own in the trash talking department but none more so than Tyson Fury: “He’s the king of mind games, Tyson is the perfect salesman. When you see him doing interviews you can see the aura around him and the way he conducts himself and everything. He’s very good” Gorman has been put through his paces by Hatton in the biggest camp of his life and the former World Champion is no stranger to representing Morson on a global stage, he gave his thoughts on how Nathan will fare in his first major main event: “Nathan has great upper body movement, great Boxing ability, great hand speed and people with none of those abilities have been able to nail Dubois. Nathan will have no problem landing against Daniel, when he does nail him he’s got to throw the punches with bad intentions, he’s got to throw to knock him out” Finally, Nathan gave an insight into how he sees the fight going tomorrow night whilst keeping his cards close to his chest: “I have the game plan sunk into my head for a number of weeks…. I’m gonna win, how I win depends on the night. It might be a knockout or a hands down points victory boxing masterclass” This weekend promises to be massive for both Nathan and Morson and we wish him and Ricky the best of luck.

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    Could Strawberry Picking Robots Soon Harvest Enough Fruit for Wimbledon?

    MORSON SPORT | 3 MIN READ Wimbledon is in full flow as we head towards the business end of the sport’s most iconic tournament. Find out how an autonomous strawberry picking robot could outperform human fruit pickers and pave the way for a revolution in soft-fruit harvesting. It’s that time of year again on the tennis calendar. Wimbledon is in full flow as we head towards the business end of the sport’s most iconic tournament. Though Andy Murray’s involvement this year has been limited to a short run in the mixed doubles as he recovers from injury, fans have been spoilt for choice elsewhere. Johanna Konta instead led British efforts in the singles as she reached the quarter-finals and we can look forward to a mouth-watering clash between Roger Federer and Rafael Nadal in the men’s semis today, incredibly the first time they have met at SW19 since that epic final in 2008! It’s estimated that 27 tons of strawberries and 7,000 litres of cream are consumed by tennis fans during the Wimbledon tournament. Their signature dish that hungry spectators have enjoyed since the Championships began in 1877. But where do all of the strawberries come from?Wimbledon has sourced its strawberries from a farm in Hugh Lowe Farms in Mereworth, Kent, for almost 30 years. Each serving has consistently contained exactly ten pieces of fruit, despite changes in size and harvest. Currently, they are picked every day from sunrise before being delivered to the All England Lawn Tennis Club by 10.30am However, an autonomous strawberry picking robot which could outperform human fruit pickers could pave the way for a revolution in soft-fruit harvesting. The robot, known as ‘Rubion’, has been developed by Belgian robotics company, Octinion and uses a combination of smart photonics technology and innovative clasping mechanisms to carefully pick up each strawberry. It is believed that the robot could pick up 360kg of strawberries each day compared to 50kg a day for a human picker. Octinion claims that a fleet of just 14 of the robots would take less than seven days to pick and package all strawberries needed for Wimbledon. How does the strawberry picking robot work? Rubion uses photonic sensors to detect the different wavelengths of light, or the ‘signatures’ given off from a ripe, red strawberry according to a pre-programmed set of characteristics the RGB camera has built into the ‘eye’ of the robot. The speed enables each robot to deliver 11,500 strawberries in a 16-hour day. Commenting on the new technology, CTO and Co-founder of Octinion, Dr Jan Anthonis said: “Just like you know what a plump, juicy red strawberry looks like, Rubion can do this mathematically, looking for the infrared spectroscopic heat signatures given off from a perfect fruit, getting a perfect ‘hit’ every time.” Watch the video by Octinion The arm of the robot has a specially designed ‘soft-touch gripper’ that handles the strawberry in exactly the same way that a human would, without cutting or burning the stem. Rubion will also sort the fruit by size or weight and pack them into punnets as it goes along. CEO and Co-founder, Dr Tom Coen added: “The picking of soft fruits with machines has always been tricky given that they are so easy to get squashed and the sensitivity needed to discern whether a fruit was ripe or rotten, simply wasn’t there… however, Rubion, our autonomous strawberry-picking robot is a novel way around this problem. It is comparable to a human in many ways: the robot only picks the finest fresh, red berries and will not bruise or hurt the strawberries in any way.” Whether you’re enjoying Wimbledon’s signature dish today or not, now all we have to do is sit back and enjoy two of the sport’s greatest players battle it out for a place in Sunday’s final! To keep up with the latest sports news and events from Morson, click here to visit our Morson Sports News page. Or, if you're looking for your next opportunity, click here to search Morson jobs.

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    The IR35 Knowledge Series | Part 3 - How Do I Prepare For Change?

    THE IR35 KNOWLEGE SERIES | PART 3 | AS AN END CLIENT, HOW DO I PREPARE FOR CHANGE? There is much that can be done in advance of the changes in April 2020 and enough time to deal with these. These include: - A full review of your contractual workforce and the work performed/required A review of how the contractual workforce is supplied, including: Consideration of a managed service solution (if not using one already) Adopting a process to test whether individuals provided through PSCs would fall inside or outside of IR35 (as an addition to any test under CEST) We believe private sector end clients can compliantly support your contingency workforce by putting processes in place to ensure you are capable of making accurate IR35 decisions. Email ir35@morson.com for a copy of our ‘IR35 Process Checklist’ which outlines what you need to consider in order to prepare to make accurate IR35 decisions. What are the potential cost implications? It is important to note that an ‘inside IR35’ assessment may increase client costs, this is for several reasons: Without changing existing contract/commercial terms, it will be unlawful to deduct Employers National Insurance Contributions (ENIC’s) from payments made to PSC workers who are deemed to be inside IR35. ENIC’s must be made directly by the fee payer (recruitment agency) and this burden will ultimately be passed onto client organisations. Recent cases brought to tribunal have supported contractors’ position. Even if commercial terms are amended there will still be a high demand for rate increases from contractors seeking to bridge financial gaps. Public sector payroll costs increased by more than 10% after April 2017. To avoid cost pressures, it is essential that you and your recruitment agency start planning for change immediately. As the 2020 deadline approaches this guide has been created to help you navigate the changes that may impact your business. Recordings and commentary from our latest IR35 forum give insight into: How to avoid costly legal challenges Ensuring your contracts are compliant Reducing the numbers of contractors that leave your organisation Liaising with your contractor population to provide a consistent message. Getting equipped with the right tools and partners to compliantly support your organisation and contractor workforce The e-book concludes with questions put to the panel by end clients who operate in the private sector. Their questions, and the answers provided, give real insight into the queries and concerns of business professionals who will be directly affected by IR35. In our role as a specialist recruitment provider, Morson has the appropriate expertise to assist you to ensure your business is compliant with any changes to IR35 and can support you with your full review of the contractual workforce. This guide has insights from Morson in-house compliance expert, Phil Beardwood, and our partners Champion Contractors and Weightmans LLP who specialise in dealing with agency/IR35 matters and are fully up-to-date with the intended changes in the Private Sector. Download your copy or contact IR35@morson.com for more information.

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    Success as Vencuro Talent Technology is Accepted onto the ESPO MSTAR3 Framework

    LATEST NEWS | 2 MIN READ We are proud to announce that our advanced talent technology, Vencuro, has been accepted onto the ESPO MSTAR3 (Managed Services for Temporary Agency Resources) framework. The comprehensive MSTAR3 framework offers customers a quick, simple and competitive route to procuring a managed service provider to look after recruitment of interim staff. Selected for an ability to provide customers with a service that combines quality and value in an evolving market, Vencuro joins the framework on Lot 3 (Talent Pool Technology) which caters for customers looking for a technology platform that they can contract with directly and include within their existing MSP delivery model or develop internally as a stand-alone solution. Built by recruiters, for recruiters, Vencuro combines business intelligence with a deep learning and understanding of recruitment to streamline and automate end-to-end processes and tackle labour intensive needs and tasks.The technology provides full visibility and complete control of candidate attraction, hiring and retention. It also delivers competitive advantage by enabling users to capture, manage and analyse large volumes of data in real-time. Vencuro currently has thousands of live users worldwide, including Morson Group staff, contractors and clients such as Encirc, J.Murphy & Sons Limited, Manchester Airport Group and Costain. The single-sign-on system comprises three stand-alone and intrinsically linked modules: Vencuro Dashboard, Vencuro Time and Vencuro Talent. Each can be individually tailored to customers’ wants and needs, for example, to only display data that is most pertinent such as ROI, KPIs and time to hire. Charlotte Lewis, head of technology – Vencuro at the Morson Group: “I am thrilled that Vencuro has been accepted onto the ESPO MSTAR3 framework which further highlights our experience in delivering cost-effective and agile technology solutions for our clients. Our inclusion on the framework showcases how technology is transforming recruitment, not only at Morson but across the entire sector. “Vencuro harnesses our 50-year insight by overcoming industry pain points, aligning with individual needs and enabling innovation from a single, joined-up platform. The modules give our customers access to more data than ever before, which enables hiring managers to make better, more informed decisions and take back control of the recruitment process to ultimately deliver financial and operational gains.” For more information, and to book a demo of Vencuro, visit: www.vencuro.com

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    Morson Building Partnerships - New MSP Recruitment Venture with Pochins

    MORSON NEWS | 2 MIN READ | POCHINS MSP Morson has teamed up with North West construction and property specialist, Pochin’s, to help source the highest calibre professionals across the construction sector. The managed service provision will focus on helping Pochin’s find temporary staff across the company. Morson will be responsible for recruiting high-quality staff such as project managers, site managers, site engineers and quantity surveyors within the professional arena, whilst also ensuring all sites are fully staffed with trades and labour contractors such as bricklayers, joiners, machine drivers and general operatives. Morson, the third largest engineering recruitment company in the world, has a wealth of experience across the recruitment sector and works with many other high-profile construction companies in the UK. This is not the first time Pochin’s and Morson have worked together; in 2009 Pochin’s was instrumental in the construction of Morson’s 86,000 sq ft. head office, in Manchester. Eddie Bredenham, business development and marketing director from Pochin’s, explains: “With every project we undertake we want the client to be satisfied that it’s been completed to the highest standard. To achieve this we must have the highest calibre of staff. “When we came to look for a provider we knew of Morson’s excellent reputation within the industry, but what sealed the deal for us was our shared values,” he continues. “Our company is a family-run, people-centric business and we were keen to find a partner, like Morson, that shared this culture and would feel like an extension of the Pochin’s team.” Rhys Harris, associate director and head of construction and engineering at Morson, added: “We are so pleased to be announced as Pochin’s managed service provider. This appointment further cements our reputation as the number one recruitment partner within the construction sector. “The initial few weeks of implementation have demonstrated that this partnership is going to be a very successful one. I’m looking forward to adding some real value within and outside the recruitment delivery to Pochin’s over the coming years.”

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    Oliver Wingrave, Morson Compliance Manager Discusses How We Safeguard the Health and Wellbeing of Our Shift Workers on Track

    Morson’s Compliance Manager, Oliver Wingrave has been featured in the safety reporting newsletter, CIRAS discussing how we keep our contractors safe and well whilst working on shifts. We recognise that night workers face a different set of safety and welfare risks to their daytime counterparts, so it makes sense to think differently when developing support provisions for them. Read on to get an insight into how we go about keeping our shift workers safe and well. To read the full article from CIRAS, click here. Why do you think that night time safety strategies need to be different? Anyone who has worked a night shift will tell you it’s a very different experience to working in the day. Research shows that working at night, when our body’s natural internal clock expects us to be asleep, puts stresses and strains on physical and mental wellbeing. Certain disorders are more prevalent such as stomach complaints, cardiovascular disorders and depression. Night working can make life difficult because it conflicts with normal family and social life, potentially creating domestic tensions and a feeling of social isolation. Wellbeing can be further affected by having to eat at night and lack of sunlight during winter months. And in many organisations, the support services for staff are primarily available in traditional day-time office hours. Did you know we have a Mental Health First Aider programme? Click here to find out more about our commitment to employee health and wellbeing and what we’re doing to support our clients, contractors and colleagues alike. What support does Morson give night workers? We decided that we could eliminate some of the risks associated with moving from days to nights by employing a permanent night team. This helps workers avoid some of the physical and social disruption. We try as much as the work from the client permits to allocate shifts that are consistent, so our gangs typically work the same pattern every week, making planning their lives a little easier. This approach also allowed us to put a support network in place which is open for business when our night team are working. We have a manned night office with operations managers and a health and safety team on site, working while the night team are working. Bi-weekly meetings and regular forums give workers a space to discuss any issues, and we run toolbox talks on common issues related to night working such as fatigue. We have several qualified Mental Health First Aiders on the night team, and our Safety Bus does night visits, so our night staff can access the same support as their daytime colleagues. Morson’s occupational health provider is also there for us to call upon to assist where needed, for example with medication advice. Support begins before our workers join us and continues throughout. We issue new workers with a Night Workers’ Health Questionnaire, and their responses flag up anything that needs further action from the Morson health and safety team. We give new team members a full induction and brief them on the relevant health policies and support they can access. Then, our operations managers and PWT (Protecting Workers on the Track) representatives carefully monitor new night workers to ensure they settle in. Finally, we know night workers may be at greater risk of facing other experiences that require specialised support. For example, some of our night staff recently witnessed a stabbing incident between members of the public. They were all contacted and offered assistance from our employee assistant programme. What advice would you give CIRAS members wanting to adopt your approach? The most effective approach is to have a strong support team in place that can manage the operations and health and safety of the night team. A key challenge is ensuring that the arrangements follow legal requirements and best practice. A good place to start is to look at regulations and industry specific guidance such as the RISQS audit protocol and the Health and Safety Executive (HSE) website. Specific advice on night workers is also available from government sources such as the HSE and gov.uk websites. It’s then important that the company has the resources and people in place to implement those systems. Consider appointing an occupational health provider (this could be the same centre you book any medicals with). Having the right management and support team is also essential. Your top management must be actively involved and buy in to what needs to be done. A final challenge is to keep improving. It’s one thing coming up with a system and putting policies and procedures in place, but the key to success is to implement them and maintain over time. It’s important that you always seek to keep improving including keeping an eye on what is happening in the industry, for example with legislation. To read more about our continued commitment to health and safety, click here. Or, to find your next opportunity with Morson, click here.

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