Helpful insights from our experts

By Ed Bryant – Senior Account Manager, Onsite Division.

One of the biggest hurdles we face in onsite recruitment is the perception by clients and the temporary workforce around switching agency workers from the outgoing supplier to the new. And there’s good reason to be! The horror stories and reputational impact caused by a poorly managed TUPE (Transfer of Undertakings (Protection of Employment)) process will have caused enough damage to last a generation, but they shouldn’t be something to fear.

Having worked with some of Gloucestershire’s leading manufacturers over the last five years, I’ve been fortunate to be responsible operationally for successfully transferring over 300 workers to RE Recruitment as their new agency.

I’ve been equally fortunate to have the support and knowledge behind the scenes from the RE Recruitment central support network, where our team of Directors, HR Management, Finance, Compliance, and Tech have collaborated to design a method of success to follow.

What does success mean, and how is it measured?
The beneficiary of any change to supply has typically been viewed as the client, and in principle, this is correct.

Ultimately, they are the ones that have decided to change suppliers, and the investment that comes with a tender process should, in the long-term, pay dividends with a supplier who provides better performance and “value for money” than their predecessor.

But the short-term impact and key measure to success are down to the minimal impact caused to the transferring agency workforce, who have seamlessly migrated without any issues. After all, the workers are not the ones choosing to change agency but are those who will be impacted the most should that handover turn sour.

At a time when sourcing good workers can come at a premium, the impact on the business if the transfer is poorly executed is significant. So, our primary focus on the candidate journey and getting the basics right at ground level should, in turn, deliver “value for money” for our client in both the short and long term.

How do we do it?
We are confident that our method is efficient. It’s been tried and tested, and our experience gives us the knowledge of what we need to do to succeed.

The intricacies behind each contract will differ, but the principles behind being efficient remain the same, and the key to success is always down to three basic principles:

Collaborative
Collaboration between client, outgoing agency and worker is critical! The more communicative we can be with all three, the better it will be for all. Although this can sometimes be awkward, the more frequent meetings/briefings and updates can be, the lower the risk is that something has been overlooked throughout the TUPE process.

Authentic
By being open and honest from the start, we build our level of trust with the workers and client alike.

Clear briefings and updates must be in layman’s terms, jargon needs to be broken down, and reassurance needs to be earned.

Following detailed worker briefings and updates for all transferring workers and inviting the client to be part of this allows us to demonstrate a small insight into what can be expected moving forward. Some will want to voice concerns, and the challenges posed are positive as it allows us to listen and act accordingly to more personalised issues.

Preparation
We take pride in the level of detail we prepare; by utilising our experience by following the candidate pathway throughout our process, we can predict and foresee issues before they arise.

Important considerations include:

Payroll processing expectations for workers
Tax implications
Right to work/Registration process
Pensions
Holiday calculations
Final payments from the former supplier
Handover time/date
Accounts/invoice processing for client
Customised KPI reporting (Daily/Weekly/Monthly/etc.)
By drawing from the experience gained in previous transfers, we know so many details hide behind these points. Only by taking the time to understand all sides affected and adjusting our process accordingly will we give ourselves the firm footing to step into the TUPE Process, knowing we will deliver.

If you’d like further information on what good looks like or are interested in discussing concerns around changing suppliers, please get in touch to discuss more.

Edwardb@rerecruitment.com – 01242 505400

Are you considering a career as a computer numerical control (CNC) machinist? Do you love computer technology, have an eye for detail and are proficient at problem-solving? Here, our Recruitment Consultant, Harvey Emerson, discusses the five signs that you might be a good machinist.

Firstly, it’s important to understand exactly what a CNC machinist does. Working with CNC machinery involves creating tools and parts for various industries from metal, plastic and other materials. CNC machinists typically have to ensure their machines are set up correctly, functioning properly, and producing parts that meet the required specifications.

Number 1: Computers are your ‘thing’
If you like the challenge of troubleshooting computers when things go wrong, you’re fascinated by code and always looking to learn more, you might enjoy a career as a CNC machinist.

CNC machines are essentially tools that shape raw materials like metals and plastics into parts to exact specifications. The computers provide the instructions and specific control of these instruments, meaning they are an integral factor in the CNC machining process.

It’s essential that if you are a CNC machinist, you understand what’s going on at each step and troubleshoot any problems that may come up, which is why having solid computer skills and the drive to understand them further is key for any current and aspiring CNC machinist. A CNC machinist requires many hands-on skills but also requires brain power.

Number 2: You’re a perfectionist
It’s unacceptable to do half a job when you’re a CNC machinist. Knowing the correct rates that raw materials need to be fed into the machines or making adjustments to the tools, there’s simply no room for error in this industry. It’s a skilled trade that needs an operator’s undivided attention, so raw materials aren’t wasted, and expensive tools aren’t broken. Every step must be followed correctly.

The job requires mental and physical stamina, discipline, and close attention to detail – those skills will never be undermined.

Number 3: You love to create things
A CNC machinist plays a vital role in the creation process, where all you start with is a blank page and perhaps a small concept to get something off the ground. Taking the necessary steps from there to turn it into a physical reality can be an exciting and satisfying element of being a CNC machinist.

Number 4: You’re good at time management
There are multiple steps in the CNC machining process, and there are often opportunities to make it more efficient. Knowing how long each step may take, the load times of materials and the time needed to set up equipment are all important in finding out how long a particular job will take.

Number 5: You like working in a team
Alone you can only do so little, but when in a team, you can do some much!

Machine shops are all about collaboration. Sharing ideas and learning from those with more experience will allow you to become a flourishing CNC machinist. Though it may just be you and the machine daily, you’re all a part of one team in making something successful.

So, what sorts of positions are available in the CNC industry?
There are lots of roles within the industry that allow the cogs to turn smoothly. You could become a machine operator, design engineer, mill machinist, or maintenance technician. All in all, it’s important to know that each one plays a different role.

How can you get there?
It’s consistently recognised that when you go through an apprenticeship avenue (for example), you will have no doubt had some training to become responsible for operating a CNC machine.

CNC operator positions are often taken on by beginners or those just starting in the industry. Generally, they are responsible for loading stock material and running parts. Some complete on-the-job training after school, while others begin in operator positions after completing a CNC machining training program; it all depends on the individual and what is available to you at that time.

Does this sound like something you could do?
Being in the CNC engineering industry is a specialised and rewarding career for those with the proper skill set, with competitive salaries up to £30K.

If you’re looking for a new opportunity or to develop your CNC machinist career, we have numerous temporary and permanent positions available on our website at RE Recruitment. We work with many of the UK’s leading manufacturing, supply chain, and technical team leads to hire the best engineering talent. Our dedicated engineering consultants have a sound understanding of mechanical, electrical and electronic engineering and are on hand to help you find the perfect role.

You can apply directly through our website or contact one of our consultants if you want more information.

When stepping out on to the career path, it can be daunting applying for jobs with little or no experience on your CV. You can overcome this challenge with some guidance and determination, and discover suitable opportunities for you.

If you haven’t worked part-time or in the holidays whilst in education, you might find yourself in a chicken and egg type scenario – you need a job to gain experience and experience to get a job. Understandably, many find it hard focusing on studies when juggling work, so you won’t be the only one in this predicament.

Here are some tips to boost your CV and acquire skills that employers are looking for.

Volunteering
Not only does student volunteering improve wellbeing and contribute positively to community life, but it also enhances your employability. Okay, it’s unpaid but just think of the contacts you’ll make and the skills you’ll take forward into the world of paid work.

Employers love to see volunteering experience on a CV as it shows initiative, good work ethic, and commitment to improving yourself and others lives – all appealing traits. You’ll gain lots of transferrable skills such as communication, teamwork, flexibility, self-confidence, and organisation to mention a few.

Aim to volunteer in sectors you have an interest in and would like to develop your career in this area – if Sport is your thing, why not volunteer with local sports teams/venues which are largely volunteer-based and are always looking for more support. Or perhaps you want to work with children, so look to these organisations. Our sister company, Safehands Recruitment, works with many organisations that help children and adults with complex needs – get in touch as they’d be delighted to help and point you in the right direction.

Internships and Apprenticeships
You might be finding it difficult to gain a permanent or long-term role, if so internships and apprenticeships will offer a solution. You can earn money and that much-needed experience as well as build a useful network of contacts. You never know, you just might get a permanent position out of it.

Although a competitive application process might be involved, especially at larger companies, Internships are impressive signposts on your CV and will set you apart from the rest. Peruse the websites of companies you’re interested in working with as they might have formal internship schemes, or you could speculatively apply to SMEs who don’t often advertise opportunities.

Apprenticeships offer employment whilst studying for formal qualifications specific to a profession over a longer-term, usually over 1-4 years. A worthwhile commitment if you’re guaranteed a job after completing the programme, and even if not, you can take the valuable skills you’ve gained to another employer.

At RE Recruitment, we offer both opportunities and have an established career pathway supported by tailored training. Effective support is vital when you’re looking for these schemes, so make sure you investigate what is on offer.

Network
Some say, it’s not what you know it’s who you know, and when you’re starting out with little experience, your network becomes important – a recommendation from a personal contact can get your foot in the door.

Here’s how you can build your network from the ground up:

Before you graduate, ensure you make use of your college or university contacts.
Head to as many jobs and careers fairs as possible.
Attend recruitment events within or outside your college or university. We attend Worcester University’s main canteen the first Wednesday of each month, offering career advice, CV writing services and, of course, networking opportunities! We can put you in touch with companies recruiting in your area.
Maintain contact with lecturers and nurture this relationship on a professional level for references, guidance, and support in the future.
Get active on social media. Build your professional network on LinkedIn and connect with companies in your desired field and the people within them. It’s possible to get head-hunted off the back of a well-managed social media profile.

Focus on Existing Skills
When it comes to writing your CV, hopefully, you have heeded our above advice and gained plenty of work experience through internships, volunteering, job shadowing etc.

CV writing requires the author to quickly grasp the art of self-promotion. Really analyse yourself, your qualities, personal traits, skills you perhaps have taken for granted and get it all down on paper. Focus on the here and now – the skills you have – that will make you a match for a job. Keep the artistic licence to a minimum, as it’s likely you will be found out in the long run!

Employers look for transferable and ‘soft’ skills, as well as the hard, academic qualification skillset. Highlight your emotional intelligence such as effective communication, attention to detail, ability to manage conflict and leadership skills, and provide examples.

Be honest, act with integrity and don’t hide the fact you lack experience in your chosen field. Flip it on its head and show how you’re keen to learn, passionate about the industry and want to progress on your chosen path.

Extracurricular activities you took part in whilst in education, such as sports teams, societies, Student Union work etc., demonstrate team working, leadership and dedication, so be sure to include this in your CV.

Don’t run before you can walk
“Follow Your Dream”, “Dream Big”, “Aim High” are all quotes we’ve seen embraced in wooden frames and plastered across home, school, university et al., walls. However, when embarking on your career journey, be measured in your approach to what jobs to apply for.

Yes, aim big, but know when the time is right to strike. When you have minimal experience, applying to be CEO of Google or other senior roles will be a futile act. Set your sights lower to start with and target entry-level/junior roles and prepare yourself to begin on the bottom rung – if you’re as ambitious as you think you are, you won’t be there for long!

Another strategy is to apply for jobs within SMEs or regional branches of larger companies. It will be less competitive, and you can gain wider experience and develop your skills quicker by being exposed to more areas of the business. There are plenty of fantastic employers that aren’t all PLCs.

Speculate to accumulate – sprinkle your CV out there like confetti! You just might create your own opportunity by emphasising what you can bring to an organisation and being in the right place, at the right time.

For more CV writing tips and application strategies, check out our Perfect CV blog.

At RE Recruitment, we offer more support, more opportunities and more personal touch than other recruitment agencies and can help you with all the above. We put your interests at heart and strive to get you on the right career path. Contact us for a chat with one of our consultants: hello@rerecruitment.com

According to The Telegraph, being a corporate recruiter is the most rewarding job in terms of satisfaction and earning potential.

We are growing at RE Recruitment, and we are currently hiring across all our divisions* and UK locations**. Head of Professional Services, Chris Rooum, shares his thoughts on the most satisfying aspects of the role of a recruiter.

Recruiting Can Change a Business
Recruiting is like overseeing transfers in football. Land the best striker, and you’ll lead your team to glory. Place the best candidate, and you could change a business forever. Talent is at the centre of driving any business to success. The right person could lead to a surge in sales, expansions, a new product, or they might climb the ladder to the top of the business. One simple placement could have a domino effect of positive influence on a company.

Talent is at the heart of any business. As a recruiter, you get to help shape the companies of today and tomorrow with each people you help and every role you fill. If you hire someone for your client who goes on to become a fantastic employee, your client is going to be really grateful, and let’s face it, there’s no denying that’s a good feeling.

Internships and Apprenticeships
You might be finding it difficult to gain a permanent or long-term role, if so internships and apprenticeships will offer a solution. You can earn money and that much-needed experience as well as build a useful network of contacts. You never know, you just might get a permanent position out of it.

Although a competitive application process might be involved, especially at larger companies, Internships are impressive signposts on your CV and will set you apart from the rest. Peruse the websites of companies you’re interested in working with as they might have formal internship schemes, or you could speculatively apply to SMEs who don’t often advertise opportunities.

Apprenticeships offer employment whilst studying for formal qualifications specific to a profession over a longer-term, usually over 1-4 years. A worthwhile commitment if you’re guaranteed a job after completing the programme, and even if not, you can take the valuable skills you’ve gained to another employer.

At RE Recruitment, we offer both opportunities and have an established career pathway supported by tailored training. Effective support is vital when you’re looking for these schemes, so make sure you investigate what is on offer.

Change Lives
Some say, it’s not what you know it’s who you know, and when you’re starting out with little experience, your network becomes important – a recommendation from a personal contact can get your foot in the

As a recruiter, you play an essential role in this process as your job is to source the perfect candidate for each job. Assisting people with finding the right job for them can sometimes be a part of fundamentally changing their life for the better.

On an emotional level, this is satisfying for both parties, and over time, this will help you to become an even better recruiter as you will work towards those movements of excitement and commitment to excellence.

Every Day’s a School Day
Recruitment is a team effort. Joining a recruitment firm means joining a team of experienced and talented individuals who will help you grow, teach you new skills, and push you to new and exciting heights. Plus, you get the opportunity to visit incredible businesses and speak with business leaders that you may struggle to get an audience with in other industries.

The Thrill of Success
“Follow Your Dream”, “Dream Big”, “Aim High” are all quotes we’ve seen embraced in wooden frames and Celebrate the regular feeling when you place talented candidates in their dream jobs. Recruitment is competitive in ways other jobs are not. It will push you to win and win often. Although there are highs and lows you cannot beat the feeling of success when you leave work after making a placement.

Financial Rewards
You are rewarded for your success.

If you’re searching for a profession that pays well and you’re naturally competitive, a career in recruitment is worth pursuing.

It’s certainly not all about the money, but at the end of the day, a recruiter gets paid to make people’s lives better. There are very few professions that offer the same financial rewards for having such a meaningful impact on someone’s life.

If you work hard to get results, you get rewarded – that’s the basics of recruitment. This means that as a recruiter your pay has no limits if you continue to perform well. Unlike other jobs, you don’t have to work for years to secure a small pay rise as recruiters mostly have control over their own fate. If you’re being active with placing more candidates into roles, then you’re more likely to be financially rewarded for the work you do.

Incredible Networks
Recruitment might be an independent job, but the network you build from the people you meet will last forever. From your co-workers to the talent you recruit, to the clients you work with, you will constantly be building and enhancing meaningful and long-lasting relationships.

Enjoy the Freedom
Every day you get to arrive at work and do something completely different than you did the day before. New clients and candidates appear daily, so you are never doing the same tasks repeatedly.

Don’t like jobs where you are being micromanaged, or are relying on others for success? Recruitment grants you the autonomy to manage your own business within a business. You determine which candidates you want to reach out to and how, you decide who to place where, and you create your daily to-do list.

Recruitment is a job that offers a lot of opportunities for individual growth and opportunity. Being a Recruiter means being a detective, a problem-solver, a salesperson, a negotiator, a marketer, and just about anything else you can think of. This variety can often be challenging, but it also helps keep the job exciting and continually changing.

For a lot of fields, years of study and multiple certifications may be required just to land an entry-level role. Recruitment, however, imposes no such barriers – all you need is training on the basics, acute attention to detail, strong communication skills and a strong desire to succeed. Many recruitment agencies have people from a variety of backgrounds because the selection of staff is based on the skills and personality of the person; not on what certificate they have from university.

Do you possess the following skills?
Commercial awareness
Strong presentation skills
Ability to work independently
Impeccable communication skills
Strong negotiation and sales skills
Ability to work under pressure
Proficient IT and numeracy skills
If so, a career as a recruiter may be perfect for you.

If you are interested in a career in recruitment email chrisr@rerecruitment.com to arrange an informal conversation.

*Transport

*Industrial

*Engineering/Technical

*Hospitality

*Onsite

*Health and Social Care

**Cheltenham (Head Office)

Worcester

Hereford

Telford

Stafford

Cardiff

Whilst many organisations allowed working from home (WFH) prior to the COVID-19 pandemic, it was generally on an ad hoc basis (once or twice per week). According to new CIPD research, employers are reporting an increase in productivity (33%) compared to last summer (28%) following a shift to WFH. On the flipside of this coin is an increased demand from employees for flexible working and WFH, therefore it makes sense for employers to consider this option as part of their future.

As we start to creep out of lockdown, we consider the benefits of not rushing back to the future, when the future has irrevocably changed, and how to balance business objectives with employee wellbeing and attracting talent through implementing a hybrid working model.

To hybrid or not to hybrid, that is the question!
Hybrid working is when a workplace is equitably split between WFH and office-based workers with teams comprised of employees from both camps. When a company adopts this formally, HR equally accommodates for both employee groups, embracing best practices, inclusive of all employees, and creating an engaging culture wherever employees are based.

A balanced view: pros and cons
So, why hybrid? There are many compelling reasons to adopt more flexible forms of working in the long-term, people and financed focused.

Benefits of hybrid
Increased interest, expectations, and desires from employees: The pandemic has forced many of us to reassess our lives and our health, driving a greater desire for a better work-life balance. More people are simply less willing to live to work and go back to the daily grind, commute and all. Therefore, those organisations who fail to embrace flexible working run the risk of increased employee turnover, reduced engagement, and limit their ability to attract talent in the future.

Opportunities to reduce the bottom line exist using a hybrid operation: An organisation can reduce their estate and facilities costs, combined with enhancing employee wellbeing and supporting diversity and inclusion. There’s saved commuting time and costs, IT upskilling and increased productivity, higher motivation and job satisfaction, thus reduced absenteeism and associated costs.

Challenges of the hybrid
Although not unsurmountable, the biggest challenge when successfully implementing a hybrid model is inclusion. Employees can feel left out of culture and events:

Traditional office culture generally includes face-to-face meetings, kitchen chats, happy hours, etc., and if an organisation fails to accommodate these aspects, remote employees become less engaged. The leadership, and HR, need to be on point when it comes to consciously accommodating remote needs to avoid remote employees feeling like second-class citizens. They also need to operate in a hybrid fashion themselves, not solely from the office, to ensure buy-in as well as for setting a cultural tone.

What to do now?
By now you’ll have formed a view on whether a hybrid solution is right for you and/or your organisation’s future. That aside, the current climate and restrictions will continue to have an impact on the path you take.

Regardless of any long-term strategy decisions, whilst social distancing remains to prevent COVID-19 spread, workplaces will at least require an interim approach to hybrid working. The Government predicts that employees will need to WFH wherever possible until around late June 2021, virus prevalence depending. Organisations will need to make their own decisions about how and when employees can safely return to their offices.

There’s no ‘one size fits all’ approach to implementing hybrid working; it will vary from organisation to organisation. Three hints and tips to consider now, to help pave the way for the future include:

1. Take advantage of tech tools – There are lots of reasons to WFH, but it can still be isolating especially if colleagues are working in the office. To tackle this, use technology for engagement:

Create group chats on Teams/Trillion (or similar) – for individual teams, departments along with interests and hobbies. Encourage employees to reach out and get to know each other through 1-to-1s.

Ingrain asynchronous communication – independent of meetings, encourage employees to list their achievements of the day and plans for the next in a Teams chat.

Exploit project management tools – encourage employees to be transparent with one another by leaving detailed notes on their projects via PM tools, enabling teammates to work independently and effortlessly.

2. Reshape the benefits package that embraces the hybrid model – Benefits such as happy hours and catered lunches maybe great for office employees but may make WFH colleagues feel excluded. Therefore, consider everyone in your culture and adapt extras:

Provide a monthly lunch budget rather than catered lunches.

Offer employees an equivalent and have a virtual shindig instead of happy hours.

Encourage team revelries rather than just company parties

3. Adjust meetings – Meetings are great for getting people together. They can also put needless pressure and stress on introverted working from homers, those on different time zones or those that simply hate them!

Judge whether you need a meeting – consider holding them for just project starts, check-ins and updates, virtually and asynchronously.

Record meetings accurately – for distribution and keeping all in the loop if they cannot join in.

Short is sweet – keep them swift and focused and encourage agendas to stay on track.

Adios meeting rooms – deter the use of meeting rooms by in-office employees and encourage them to have meetings via their PCs, so no one feels left out.

The future is hybrid
The future of employee engagement and retention has undoubtedly changed. Enabling employees to choose their working environment through a thriving hybrid working model will drive loyalty and help your people be more productive from wherever they operate best.

Sources:
CIPD Press Release (1 April 2021) – More employers reporting increased productivity benefits from homeworking compared to last summer, new CIPD research finds.

https://www.hibob.com/blog/defining-the-hybrid-wfo-office-model/

Like it or not, remote working is here to stay. According to the Opinions and Lifestyle Survey (ONS), when questioned last year, 8 out of 10 workers planned to work from home and in the workplace (‘hybrid work’) in the future.

Lockdown undeniably accelerated the UK’s move to the remote working model but there has been an appetite for flexibility in the workplace since the 1980s. So much so that, today, employers know that if they want to attract skilled, qualified employees, they have to offer remote working options.

Remote working suits some industries better than others, and is especially applicable for jobs that involve computer work, digital marketing and website development, and administration work – many of the sectors that feature in our blog What Jobs Are in Demand in 2023?

That’s why today, 58% of all UK companies are offering some form of remote working to viable staff. This relatively recent shift means that employers are still working out how to make this model benefit everyone, but at the heart of its success is the idea of trust.

How do you build trust with remote workers?

With so many staff members working remotely, whether full-time or using the hybrid model, it has become even more important to develop a sense of teamwork and camaraderie between colleagues. When people are not present physically it can be easy to overlook them – so much information or bits of news are passed on when you bump into someone in the office, but if you’re a remote worker, you won’t have this sense of inclusion.

To build trust in relationships takes effort but there are ways to make sure everyone feels included and valued:

1. Be honest and transparent about remote working expectations
The boundaries between work and home-life are becoming increasingly blurred so it’s a good idea to lay out what you expect from remote workers at the outset. This might be a requirement to fulfil hours during set times in the week or you may be happy for remote workers to catch up their hours at the weekend or in the evening. Be honest about what is and isn’t working and don’t be afraid to discuss the boundaries with staff if they are affecting productivity.

2. Have regular communication with the remote workforce
It is imperative that you regularly communicate with your remote workforce, just as you would if they were office-based. This can be in the form of company-wide emails and updates, keeping people involved in certain team or project news, or sharing work information. Explore different methods of communication such as video conferencing, instant messaging platforms and project management software so that information flows smoothly and everyone is kept up to speed and in the loop.

3. Plan virtual team-building exercises and meet-ups
When you have a remote workforce, arranging a physical meet-up can be tricky, so switch it to a virtual one instead. During Covid, families and friends came together on Zoom for bingo evenings, pub quizzes and games nights, so it is possible to arrange something online that can be shared by many. Set up company catch-up sessions and encourage staff to get to know each other by creating breakout rooms and asking them to share best remote working practices or other useful anecdotes from their experiences.

4. Schedule regular check-ins to offer support and feedback
Out of sight should not mean out of mind so make sure your remote workers know they are valued. When you work in an office, it’s easy to enjoy snippets of feedback and praise while waiting at the coffee machine or by the water cooler, so it’s important to make an extra effort with your remote workers. Publicly recognise any achievements in group emails or messages: simple gestures of appreciation go a long way in building trust and boosting remote workers’ morale. And schedule regular appraisals so that your remote worker has the opportunity to give their feedback on projects and their work-life balance.

5. Give opportunities for progression and online self-development
To keep your business moving forward, it is important that all of your workforce keeps up to date with new training and skills acquisition. That applies equally to remote workers. There are plenty of online training opportunities that they can take advantage of and by offering these you will be signalling to your remote workers that you support them and value their long term commitment.

6. Allow remote workers to exercise autonomy and self-regulation
You’ve given your staff the green light to work remotely so trust them to manage their time efficiently. If they have to pick the children up from school or walk the dog in the middle of the day, trust that they will make up the hours at other times. No-one likes to be micromanaged so give your employees the space to work at the times that suit them best. You’ll get so much more out of them if you do, and, besides, you’ll soon know if projects aren’t being delivered on time!

At RE Recruitment we have a number of vacancies for remote or hybrid workers. Register your interest online or speak to one of our advisers for more information.

Corporate Social Responsibility (CSR) – three words headed on a company’s policy document (if some even get that far) and too often fated to dwell in the deepest, darkest depths of a file server. But what does it really take to live and breathe a company’s commitment to bettering societal and environmental challenges?

Here, we share our journey of building and nurturing our environmental pledge, our quest for sincerity through consistency, why it matters and why the heavyweight of responsibility rests on all corporate shoulders, not just that of giants.

Whatever sized operation in the business of doing business, the trade process has a cause and effect, input and output, push and pull that can affect communities and the environment, directly or indirectly. CSR is therefore a company’s proactive movement to improve its social impacts and its environmental footprint on the world.

Today, more than ever, companies are being compelled to act responsibly when it comes to safeguarding our planet, as consumers and investors increasingly vote with their hearts, minds and feet, opting to make transactions with those that commit to genuine environmental practices.

Companies that do this effectively, deploy comprehensive CSR programmes that engage all business units, have dedicated staff/resources and have social values ingrained in their culture. Although, this is not all plain sailing.

Environmental policies: a test of sincerity
It’s hard to fake it, being ‘green’ and socially responsible. People will see through token gestures in a heartbeat and sadly too many companies see this activity as solely a USP, rarely instilling environmental practices into their culture, dipping in and out of CSR activities.

Our Founder and Chairman, Richard East, is our central CSR driving force, living and breathing for the greater good. He regularly sneaks off to his local FareShare depot to volunteer his time to help the UK’s leading food bank and will potter away planting trees (among other fauna enhancing flora) in the locale to boost the environment. The marketing department loves this, regularly begging to sing and dance about this activity to the wider world, but the retort is often the same “only do it if it’s sincere.” That’s the difference, doing what’s right and not just because we should be doing it.

This is the key point – sincerity and consistency – enhancing any company’s environmental footprint must resonate across all business operations from supply chains, energy usage and recycling to engaging staff through awareness and training on sustainability issues. Any activity must be regular, meaningful and measurable to make a positive difference…..and to be taken seriously. Something that many organisations struggle to achieve.

So, how are we balancing environmental objectives with doing business?
Well firstly, any organisation must ‘nail their colours to the mast’ with an explicit dedication to sustainability and the environment. We’ve achieved this via our Environmental and Sustainability Best Practice Charter which maps out our journey, goals and objectives that we hold ourselves to, measuring our performance en route.

Next, is imploring our internal and external stakeholders to buy into this vision, see that it’s sincere and work towards achieving environmental aims. That starts with building our environmental culture from within. Our dedicated band of brothers and sisters regularly beat our CSR drum from our Environment Committee platform, bringing our people to our authentic cause, raising awareness of environmental issues and collectively finding and being a part of positive solutions.

They say actions speak louder than words and we are not all talk. We regularly challenge ourselves to think about how our daily actions impact the environment. Our recent Plastic-Free Day presented huge tests and sparked thought-provoking changes to the way we work – we have already dispensed with plastic water bottle dispensers and cups across our branches.

However, trying to operate without plastic for a day rammed home how this material has engulfed our workplace and lives, yet continues to cause devastation across our natural environment. We can do more than just recycle and limit its use where possible and its finding that ‘where’.

Other affirmative action we are taking to limit negative effects on the environment, both internally and externally, include: reducing company cars, opting for electric/hybrid options; promoting the cycle to work scheme; reducing paper consumption by embracing more online solutions; installing centrally-controlled heating and air conditioning; litter-picking team days; sponsoring trees; measuring and improving our waste management…..the list goes on and on. This is all a tip of a meaningful, and somewhat costly, iceberg – but a cost that matters to us

Keeping the impetus going and finding environmentally-friendly business solutions will always be a challenge for us and other businesses, large and small. We all have a part to play, however small this is perceived to be, and we should not lay blame and rest responsibility solely on the giants’ shoulders.

What will be your business legacy?
2021 is our 20th year of RE and Safehands Recruitment. Whilst this is a huge celebration for us – surviving several recessions, Brexit and a pandemic (to mention a few curve balls) – we want to look back on our journey and know that we had a positive impact on society and our environment.

We want to create and leave a legacy, one driven by utilitarianism, environmentalism and all the good ‘isms’ that make our business and wider world great. Our commitment to repairing and enhancing our environment is one big step on the ladder.

It’s been a very tough and turbulent time for many businesses since March 2020. Alongside travel and retail, hospitality has been one of the sectors hardest hit by the COVID-19 pandemic.

It’s been an unprecedented year for hospitality; not only could venues only trade for a limited time, but when they did manage to open they could only do so with limited capacities, new social distancing regulations and they had to adopt a whole new mobile app orientated process. Enough to make your head spin!

However tough the past 12 months have been, what’s been humbling is seeing how the hospitality industry has pulled together to offer services and facilities to the community during uncertain times. Pubs and restaurants cooked meals for the vulnerable, hotels stayed open for essential workers and furloughed staff volunteered within the community or the NHS, to mention a few initiatives. One thing you can never say about the hospitality industry is they lack passion, grit and professionalism.

As we see the industry slowly re-open, what’s concerning is how do we attract young people back to work in hospitality? For the best part of 12 months, many of this young workforce have adapted and found alternative income whilst being furloughed from their day-to-day place of work. They’ve taken on a variety of other jobs, from delivery driving and warehouse working to launching businesses, having had the time to develop personal business aspirations.

Many have also managed to fill positions that have been vital in keeping the country going and have somehow landed on their feet in a better, more secure, position. None of these candidates would have ever thought they would be in the position they have been in over the past year, so finding that they are in demand from other sectors presents opportunities and security they welcome with open arms.

One supermarket chain, that will remain nameless, has announced a rather cunning plan to ensure that some of their current employees don’t return to the hospitality industry. They are increasing their driver’s pay to £10 per hour, which is a real and present danger to those hospitality employers that provide less compensation.

The flight risk is lower where the more senior hospitality staff are concerned, as this is their career and they’ve worked hard to cultivate it, dedicating many years to an industry they love – they cannot wait to return to normal. However, the backbone of the hospitality industry is comprised of Commis Chefs, Kitchen Porters, Floor Staff, Runners, etc., and these are the positions that many young people fill, thus the labour supply may be scarce for some time. This, coupled with the lack of consistency in Catering Schools over the past 12 months, presents many problems we need to solve.

How can our agency save you?
Just like Harrison Ford as Jack Ryan, we can save you from these dangers when it comes to attracting hospitality staff back to your business.

How? Well, we are the specialists, with over 15 years’ experience in the industry. We work day and night to source the best talent and how do we know it’s the best? Through our long-established connections, screening processes, training programmes and sheer tenacity and resilience in the quest.

Whether you’ve got a temporary or permanent requirement for staff, or need someone at short notice to fill a gap, we’ve got it covered. But don’t wait too long to scramble us, the summer rush is coming as the world starts to re-open and you need to act now to ensure you have adequate resourcing levels.

Let us let you focus on your core business and relieve you of the hassle of finding trained, ready-to-go and reliable people.

To discuss how we can support your business please contact Nic Bevan, our Hospitality Recruitment Manager, on 01242 505400 or nicb@rerecruitment.com

Most of us spend most of our lives at work, which is why work relationships are vital to employee wellness. The workplace, be it physical or remote, and the relationships we form often becomes an extension of our family and outside-of-work friendships, which is why it’s more about simply getting along with colleagues.

We all crave human interaction and connection with others – it’s our species trait – and if you’re an employer that endorses a culture of “you’re here to work and not to make friends” we’d ask you to think again and reassess this mantra.

Work relationships can positively or negatively affect performance, both for the individual and in some cases the team. If a workplace is a lonely environment or negative relationships are the main dish of the day, this can have a serious effect on productivity, stress levels and general happiness, manifesting in poor performance and employee health.

If you haven’t familiarised yourself with Abraham Maslow yet, then check out his motivational theory and views on the hierarchy of human needs. The social psychologist highlights our overwhelming desire for a sense of belonging and how this can be a significant motivating factor in our lives. Therefore, having strong social connections and interactions really do make people healthier and happier which can be converted into positive performance at work.

At RE Recruitment, we subscribe to this philosophy and regularly witness the benefits of a positive social culture within the workplace. Here are just some of the perks of effective working relationships and how they can contribute to your employee wellness programme and fundamentally a successful, productive workforce:

More loyalty and engagement: Employees with positive connections become more motivated to perform at their best. Those employees with social connections and who make genuine friends at work are generally more loyal and engaged. In turn, this generates a strong culture based on trust, respect, loyalty and team cohesion, all of which are solid bases for cultivating collaboration, teamwork and innovation. Building a work environment that promotes social engagement and connection WILL improve your recruitment prospects, helping you to be regarded as a ‘go-to’ employer that cares about the workforce.

More health: Employees with positive social connections are usually healthier. Those with a strong social support network reduce the risk of depression, high blood pressure and other health problems. Some research also shows that people with a prosperous social life with meaningful relationships live longer, which is hard to ignore. This is why social interactions are so important for employee health – sick days reduce, productivity rises and you’ll witness a more energised workforce.

But take note, some people find it difficult, and somewhat intimidating, to form effective working relationships. There are many grey areas and boundaries to negotiate when it comes to forming bonds with colleagues on a personal level, which can be overwhelming for some. By encouraging social connections, providing platforms where employees can interact and promoting social and emotional wellbeing, employers can help this process.

More happiness: Relationships are vital for our happiness, support and self-esteem. Havard’s Study on Adult Development assessed 724 lives over 79 years and found that relationships significantly impact our happiness and life quality. They also discovered that it wasn’t the number of relationships that matter most, but the quality.

Less stress: We all know that a stressed employee is a less productive resource and generally stress leads to absenteeism, illness, prickliness and low energy, all of which can harm a team. Shawn Achor’s research shows that one of the strongest predictors of reduced stress and increased happiness is social connection. He also highlights that friendships promote happiness and reduce feelings of stress, therefore helping employees garner social connections at work can help reduce most workplace stress.

So, what to do to promote social connections in your workplace? Here are some ideas:

Celebrate successes – However small, find new ways and things to celebrate with employees beyond the usual birthdays and holidays – be innovative. Recognise employee contributions, have employee appreciation days or just take the team for lunch after reaching a goal. The little things matter and we often acknowledge our employees with recognition awards and days out.
Social hubs: It’s difficult to socialise in the office, especially when some are working remotely or are in the office at different times, and if there are no suitable areas to chat. Create a comfortable area in the workplace to be social and ‘hang out’ that doesn’t disturb others. This can also be recreated online through a variety of forums and technology solutions; our online ‘Lunch and Learn’ sessions give those who don’t often work together with the chance to meet, chat, share ideas and generate wider social relationships. Also, make use of team chats, through Teams, Skype, WhatsApp etc.
Department interactions: Office layouts, physical working locations and job roles can restrict department interactions. We think it’s important to introduce teammates from other departments which can provide opportunities for further social connections. Volunteering days, company events and cross-departmental meetings are just some initiatives that work well and develop an inclusive culture. Employee ideas are shared and appreciated, we get to learn more about each other and experience meaningful interactions.
Team building: So long as team-building exercises are not forced or made uncomfortable for employees, they can inspire unity and comradeship. Team-building activities such as book clubs, team quizzes, sports etc, can be used to have fun, build connections and unwind.
Wellbeing challenges: Team wellbeing challenges, rather than individual, can be used to encourage social interactions. Walking, cycling or, for the ambitious, running challenges that encourage teams/departments to take more steps are great ideas. They don’t have to be physical and can be used to raise awareness by going vegan or plastic-free for a day for example. Our virtual March to Marche challenge for FareShare promoted the coming together of colleagues to achieve a common goal and make more connections along the way.
Promote positivity: Sounds simple, although often overlooked. Employers can drive positivity through laughter, showing gratitude, rewarding positive behaviour and positive messaging. This will all contribute to creating a positive work environment and help employees be more comfortable with each other. The knock-on effect will encourage positive communication and social connections.
Eat together: Bonding at meal and break times is super simple and extremely beneficial, so encourage this through team breakfasts, monthly team lunches and company events. Morning games can also make a team breakfast more fun and energise people for the day ahead.

Encouraging a culture of wellbeing and wellness shouldn’t be regarded as a chore, but as time invested in your people and your organisation’s success strategy. Part of this journey includes developing productive social connections and enhancing employee social wellbeing. Admittedly, not everyone will be ‘besties’ or get along every minute of every day, and it’s more about promoting an environment of trust, mutual respect and belonging.

To assist with his process, think about how you can recruit the right people that gel with your culture. We’re here to help.

Sources:

Havard Study: After Studying the Lives of 724 Men for 79 Years, Harvard Reveals the 1 Biggest Secret to Success and Happiness | Inc.com

Shawn Achor Research: Be More Successful: New Harvard Research Reveals A Fun Way To Do It – Barking Up The Wrong Tree (bakadesuyo.com)

Are you a recent graduate trying to decide on the right career path? Are you returning to work after having a career break and are unsure about the type of work that would make you happy? Or are you a seasoned worker who is perhaps just not in the right job, and you’re just not sure what position to take?

You’re not alone. A recent survey suggests that over two-thirds of adults in the UK were in a job they didn’t like or wasn’t the right fit.

The pandemic has highlighted this even more. Whilst some sectors like transport are thriving, hospitality and retail are suffering, with many people looking at changing careers.

Transferable skills

These are skills that can be adapted and used across a variety of different roles and fields. They could be skills you have learnt in the workplace, and it’s also worth considering any courses you have taken, volunteer work, internships, freelance work, even skills you use at home, including hobbies and sports you do.

Transferable skills could include:

– Leadership

– Problem-solving

– Teamwork

– Project Management

– Listening & Communication

– Time Management

– Writing

– Attention to detail

Make a list, think about what you’re good at when looking through job ads, read past the job titles, think about what they are looking for in terms of skills and abilities, and how your skills match. What did you enjoy doing in previous jobs? What did you dislike? Knowing your values, passions, and skills will help you understand what path to take and how these jobs fit your skillset.

If you’re still stuck and need some ideas, why not try some of these recommended quizzes that will help you decide.

Glassdoor – try taking this quiz to see which type of job best fits your personality and lifestyle: https://www.glassdoor.co.uk/blog/quiz-what-job-best-fits-your-life/

The Myers Briggs Type Indicator quiz is one of the most respected and used personality tests by career centres and hiring managers — and there’s a reason! It helps define how people perceive the world, using four psychological functions. These include sensation, intuition, feeling, and thinking — four things that can help you determine what career field and, specifically, what job fits your personality best or avoid roles that don’t align with who you are and what you’re looking for in a career.

https://www.myersbriggs.org/my-mbti-personality-type/take-the-mbti-instrument/

Try before you commit

Temp agencies such as RE Recruitment could hold the answer. We supply highly skilled workers to various industries and categories such as accounting and finance, marketing and communications, engineering, hospitality, manufacturing, transportation and warehousing, office and administrative.

We can provide you with many opportunities to work in different roles and different sized companies. Want to work for a start-up or Blue Chip? No problem.

Advantages to working on a temporary basis, to see which type of roles best suit you and make you happy include:

– The opportunity to work for companies ranging from start-ups to Blue Chips

– Working in different industries and see what fits you and makes you happy

– Updating and utilising the skills you have not used in a while

– Getting your foot in the door at companies you would love to work for in the long term

– Finding out what type of work makes you happy and getting that full-time position

The adage of ‘try it, you might like it’ has never rung so true. At RE, we don’t offer jobs. We provide career opportunities that can change your life and make you happy.