TEAM Conference 2024

Dobson v North Cumbria Integrated Care NHS Foundation Trust: Does flexible working amount to sex discrimination?

Thu, 09 Apr 2026 11:38:32 GMT

In Dobson v North Cumbria Integrated Care NHS Foundation Trust (the “Trust”), the Employment Tribunal considered whether the Trust’s policy of requiring all community nurses to be available to work flexibly, including at weekends, amounted to indirect sex discrimination.

Background

The Claimant was employed as a Band 5 community nurse by an NHS Trust from 2004 until her dismissal in July 2017. From 2008, she worked a fixed pattern of 15 hours over Wednesdays and Thursdays only to align with her childcare requirements. In 2016, the Trust introduced a Flexible Working Policy which required all community nurses to be able to work flexibly including at weekends. The Claimant refused any change to her working pattern when asked to work occasional weekends as she maintained that weekend working would not allow her to organise suitable childcare for her family. This led to her dismissal.

She then brought claims against the Trust of:

· Indirect sex discrimination

· Unfair dismissal

Both claims were dismissed by the Tribunal and in particular, the discrimination claim was dismissed due to no evidence being provided that the flexible working policy specifically put women at a disadvantage.

The EAT overturned the dismissal of the discrimination claim as it was held that the Tribunal should have taken judicial notice of the “childcare disparity” between women and men. The matter was remitted to consider whether the Trust could show the PCP requiring flexible working including weekends was justified. The unfair dismissal claim was also remitted as it was likely to stand or fall with the discrimination claim.

Decision on remission

The Tribunal found that the dismissal was fair and the PCP was justified. It was designed to achieve the Trust’s legitimate aims of:

· Providing care in the community 24/7

· Balancing workload among the team

· Reducing the cost of using senior nurses at the weekend.

The Tribunal concluded that the Claimant’s fixed working pattern caused the Trust to suffer operational difficulties as more senior staff were required to provide cover at greater cost. It was critical of rigid applications of work-life balance and flexible working principles and commented that employer’s needs as a whole must sometimes prevail.

The Tribunal noted that the Claimant’s disadvantage was at the lower end of the scale as some family childcare was available. It advanced that the disadvantage of relying on family members for childcare did not outweigh the reasonable needs of the Trust to deliver its care services in a manner that accounts for the requirements of both patients and other community nurses. This was deemed to support the view that the PCP was a proportionate measure.

Furthermore, the Tribunal held that it was relevant that the Claimant had not provided any other measure to allow the Trust to achieve its legitimate aims. She had indicated that the Trust could exclude her from the flexible rota entirely but this would not aid the Trust in any way.

The Claimant appealed yet again to the EAT and argued that the Tribunal had failed to consider the disadvantage to the wider group affected of women bearing greater childcare responsibilities. She believed too much focus had been placed on her responses during the consultation process prior to her termination.

Appeal decision

The EAT dismissed the appeal and upheld the Employment Tribunal’s finding that the Trust’s policy of requiring all community nurses to be available to work flexibly including at weekends was neither discriminatory nor unfair. They held that the PCP was justified under section 19(2)(d) of the Equality Act 2010.

It found that the Tribunal had not failed to consider the disadvantage to the wider affected group and that they had considered available evidence which allowed them to reasonably infer that the impact of the policy on other community nurses had not caused substantial disadvantage. It had not led any other nurse to experience difficulties to the point of leaving employment. Appropriate analysis was conducted and requiring a further forensic consideration of the Trust’s employees’ circumstances would impose an unreasonable burden on the Trust.

Moreover, the EAT asserted that the Tribunal were justified in considering the Claimant’s responses throughout the consultation process prior to her termination as they assisted the Tribunal with objectively assessing whether the PCP was reasonable.

Why is the case important?

This case is significant as it evidences that, provided the Tribunal has considered the impact of the PCP on the Claimant and the wider affected group, the weight given to each factor in the claim is for the Tribunal to determine and is unlikely to be departed from upon appeal. The EAT also confirmed that whilst the onus is on the employer to justify a PCP, they are not required to conduct a forensic analysis of every employee in the affected group’s individual circumstances to do so.

It is noted that the Tribunal is veering towards support of PCPs where only some lower end disadvantage is to be found and this can be justified where necessary to meet operational needs. The EAT is holding steadfast to the Tribunal’s decision making regarding lower end disadvantage and is unlikely to be dissuaded from this approach upon appeal.

New Acas Survey on the Employment Rights Act 2025: What Will Have the Biggest Impact?

Tue, 03 Mar 2026 14:50:06 GMT

On 26 February 2026, Acas published new survey findings revealing which elements of the Employment Rights Act 2025 (“ ERA 2025 ”) are expected to have the greatest impact.

The research, carried out by YouGov, provides a valuable indicator of how organisations and individuals are preparing for the most wide‑ranging reform to employment law in a generation.

While the full impact of the Act will unfold over the coming years (with many of the changes now expected in 2027), the survey highlights clear priorities and concerns - most notably around statutory sick pay (“ SSP ”), unfair dismissal, paternity rights, and flexible working.

Background

Acas commissioned YouGov to poll employers and employees in a representative sample of British businesses. The surveys were conducted online and comprised 1,011 senior decision makers and 1,000 employees across Great Britain. Fieldwork took place throughout February 2026.

Respondents were asked: “Which three, if any, of the following new law changes outlined in the ERA 2025 do you think will have the biggest impact in your workplace?”

Employer results:

Workers being able to take paternity leave from their first day of employment – 28%
Workers getting statutory sick pay from their first day off instead of waiting until the fourth day of illness – 43%
Requiring employers to do more to prevent sexual harassment at work – 10%
Stronger protections against unfair dismissal for pregnant workers and those returning from maternity leave – 11%
Making it easier for trade unions to have the right to negotiate with employers over pay and conditions and to take industrial action – 16%
Limiting dismiss and re-employ practices (known as 'fire and rehire') that force workers to accept worse terms and conditions – 11%
Workers being protected from unfair dismissal after 6 months in a job instead of 2 years – 31%
Giving workers on zero-hour contracts the option of having guaranteed working hours to reflect their usual working hours – 12%
Making it easier for workers to get flexible working arrangements – 25%
Stronger financial penalties against employers that fail to consult their workers in large redundancies – 5%
None of these – 15%
Don't know – 7%

Employee results:

Workers being able to take paternity leave from their first day of employment – 20%
Workers getting statutory sick pay from their first day off instead of waiting until the fourth day of illness – 36%
Requiring employers to do more to prevent sexual harassment at work – 7%
Stronger protections against unfair dismissal for pregnant workers and those returning from maternity leave – 10%
Mmaking it easier for trade unions to have the right to negotiate with employers over pay and conditions and to take industrial action – 11%
Limiting dismiss and re-employ practices (known as 'fire and rehire') that force workers to accept worse terms and conditions – 14%
Workers being protected from unfair dismissal after 6 months in a job instead of 2 years – 30%
Giving workers on zero-hour contracts the option of having guaranteed working hours to reflect their usual working hours – 19%
Making it easier for workers to get flexible working arrangements – 28%
Stronger financial penalties against employers that fail to consult their workers in large redundancies – 9%
None of these – 10%
Don't know – 15%

The findings make clear that, for both employers and employees, the reforms attracting the greatest attention are the introduction of SSP from day one of illness and the reduction of the unfair dismissal qualifying period from two years to six months. Alongside day‑one paternity leave rights and strengthened flexible working measures, these developments mark a shift in workplace rights and the operational responsibilities facing organisations. However, the proportion of respondents choosing “none of these” or “don’t know” is noteworthy and may indicate varying levels of awareness or readiness across different sectors. This is an issue employers will need to promptly address as implementation dates approach.

Key Findings

SSP:

SSP emerged as the most impactful reform area for both groups, with 43% of employers and 36% of employees identifying it as the change likely to have the greatest impact.

From 6 April 2026, SSP will become payable from the first day of sickness absence. Under the current rules, workers must be absent for at least four consecutive days and meet certain earnings and notification requirements before qualifying.

For employers, the change represents increased cost exposure and a likely need to strengthen absence management procedures. For workers, it offers earlier financial support. According to the Government’s ERA 2025: Economic Analysis published in January 2026, the reforms to SSP are expected to increase the amount of sick pay workers receive by around £400 million per year, with the annual direct impact on businesses estimated to be between £100 million and £500 million.

Unfair Dismissal:

The second most commonly selected reform relates to unfair dismissal protections, with 31% of employers and 30% of workers identifying this as a significant shift.

From 1 January 2027, employees will acquire the right to claim unfair dismissal after just six months of employment. Under current law, two years of continuous service are required. This reduction in qualifying period is likely to influence recruitment, probation management, record‑keeping, and the general handling of workplace concerns.

Different Priorities for Employers and Workers

A divergence emerged when respondents were asked to identify the third most impactful reform. Employers placed day‑one paternity leave rights next (28%), reflecting expected operational and staffing implications when the new entitlement takes effect on 6 April 2026. Employees selected easier access to flexible working (28%), reflecting ongoing demand for adaptable working arrangements and better work‑life balance. From 2027, new measures will strengthen and streamline the flexible working process.

Why Is This Important?

This survey provides an early indication of where the ERA 2025 will be felt most acutely and where employers may face the greatest operational and legal challenges. Three key themes emerge:

Cost and Process Adjustments

o Day‑one sick pay and expanded unfair dismissal rights will require employers to tighten procedures around absence, performance, and disciplinary management. The margin for procedural error will inevitably shrink.

Sustainable Policies

o Policies on paternity leave, flexible working, and parental rights will require comprehensive review well ahead of the statutory commencement dates. Employers relying on long-standing processes may need significant updates.

Changing Workplace Expectations

o Workers are increasingly prioritising flexibility and early access to rights, and the ERA 2025 aligns with these expectations. Organisations that adapt early are likely to face fewer disputes and maintain stronger employee relations.

Ultimately, the survey reinforces the transformative nature of the ERA 2025. With further reforms coming into force from April 2026, employers who have not yet acted should prioritise preparation. Proactive review of workplace policies and procedures, supported by seeking guidance, will be vital to ensure compliance and mitigate exposure to risk.

Want to learn more about joining TEAM? Chat to our Membership TEAM to find out more

The Reality of Recruitment in 2026: What Leaders Are Doing Differently

Wed, 04 Feb 2026 12:33:22 GMT

Recruitment in 2026 doesn’t look like last year and that’s becoming impossible to ignore.

This isn’t a trend report or a set of predictions. It’s a reflection of what recruitment leaders are seeing right now , through real conversations with clients, candidates, and teams.

In January 2026, recruitment business owners, solo recruiters, and partners gathered for a South West & Wales panel discussion. The conversation was honest, practical, and at times uncomfortable.

That discomfort mattered. Because it surfaced what’s actually changing and what’s quietly holding agencies back.

Chapter 1: The Recruitment Market — Something Has Shifted

There was clear agreement in the room:

January 2026 does not feel like 2025.

There is more movement in the recruitment market. More intent. More cautious optimism.
But that momentum is not universal.

The agencies seeing traction aren’t waiting for the market to “return to normal.” They’ve accepted that normal has changed and they’ve adapted accordingly.

They have:

Changed how they go to market
Pivoted parts of their offering
Let go of approaches that no longer work

One message landed particularly hard:

Do not try to make 2026 look like 2025.

Some agencies are still operating out of habit - running the same processes, selling the same way, and hoping patience will be rewarded. Others are making intentional changes, even when it feels uncomfortable.

Leader reflection:
What are we still doing purely out of habit?
What would we stop if we started this business today?

That question alone sparked some of the most honest discussion of the session.

Chapter 2: AI and Automation in Recruitment — Helpful or Harmful?

AI is no longer optional in recruitment but misuse is everywhere.

The panel was unanimous:

More tools do not equal better results
Shiny technology without strategy creates noise
Automation without authenticity erodes trust

The agencies using AI effectively aren’t trying to replace human interaction. Instead, they are:

Using fewer tools, not more
Designing clear, intentional workflows
Protecting their voice, tone, and relationships

Technology should support conversations , not replace them.

Several leaders shared frustrations about bloated tech stacks and tools that looked impressive but delivered little real value. The issue wasn’t AI — it was lack of ownership, governance, and clarity.

Leader reflection:
Which tools genuinely save time?
Which ones just add complexity?

For many, this prompted an uncomfortable realisation about wasted time and money.

Want the Full Recruitment Playbook for 2026?

These first two chapters only scratch the surface.

The cyber risks most agencies underestimate
What agencies are actually doing differently to protect margin and focus
Why fundamentals still outperform convenience
The fastest commercial win most agencies are missing
What quietly holds recruitment businesses back — even when things look “fine”
Why humans matter more than ever in a tech-enabled market

If this blog made you pause or feel uneasy, that’s usually where the opportunity lies.

�� Download the full TEAMPlaybook

Why Showing up Still Wins: Why TEAM Network continues to grow, even in challenging markets

Wed, 14 Jan 2026 16:09:46 GMT

In a year where many questioned the value of events, networks and face-to-face connection, the TEAMNetwork experienced something quietly remarkable.

Markets shift. Confidence dips. Pipelines fluctuate. And for many founders and leaders, 2025 has required resilience, tough decisions and more energy than anyone really admits.

That’s why something interesting happened this year.

While many networks shrank or went quiet, the TEAMNetwork grew.

In 2024 , 682 people attended TEAMRegional events.
In 2025 , that number rose to 1,506 .

Not because of flashy stages or big promises but because recruiters and business leaders chose to show up.

Real conversations, real outcomes

Across every region and every quarter, rooms were filled with people facing the same challenges. Leaders comparing notes. Recruiters sharing what’s actually working. Suppliers listen first, sell second.

These weren’t surface-level chats or quick exchanges of business cards. They were proper conversations ; the kind that lead to new ideas, better decisions and real commercial outcomes.

For many attendees, those conversations turned into:

New clients and partnerships
Smarter systems and processes
Fresh perspective when things felt heavy
And in some cases, significant revenue that simply wouldn’t have happened in isolation

This is what a network should do, create space for honest discussion and practical support, not noise.

Why TEAM works

The TEAM Network works because it’s built on consistency and intent. It shows up in every region, every quarter, and creates the same environment each time: open, grounded and commercially relevant.

Behind the scenes, that means thousands of miles travelled, hundreds of recruitment founders and suppliers met, and an immeasurable amount of industry knowledge shared in the room.

It also means something harder to quantify trust.

Trust that when you walk into a TEAM room, you’ll leave with insight, clarity, and often a reminder that you’re not the only one dealing with the challenges in front of you.

Looking ahead

The Network exists because people like are willing to contribute, share and support others in the industry, and if you you are yet to join one, this is your invitation.

Book a TEAMRegional : Find One Near You

2026 is your year.

Come and experience what happens when recruiters and business leaders step away from their desks, into the room, and into conversations that genuinely move the needle.

Download: The Event Loop Strategy Playbook

Because progress in this industry doesn’t come from standing still it comes from taking that first step.

Want to learn more about TEAM? Yes please!

TEAM’s First Engineering, Manufacturing and Construction Divisional Event - By Andy Dunne

Thu, 27 Nov 2025 13:11:01 GMT

When I look back at my years as a solo engineering recruiter, there’s one thing I wish I’d had.

A room full of other recruitment founders who understood my market, my challenges and my clients.

Not a generic networking event. Not a mixed room where everyone is in completely different sectors.

But a proper community of engineering, manufacturing and construction recruiters who speak the same language and face the same realities every day.

On Tuesday, we finally created that space. And it was everything I hoped it would be.

Starting something I wish existed when I was a solo

If you had told me years ago that one day I’d be hosting an event with over 40 specialist recruiters all working across engineering, manufacturing and construction. I’m not sure I’d have believed you.

Back then, I was on my own. No peer group. No sector community.

No place to talk openly about skills shortages, apprenticeships, client pressures or market shifts.

Walking into the room at the National Motorcycle Museum and seeing it full of recruitment business owners in this exact sector was honestly surreal. This is exactly what I needed back then - and now it exists for every TEAM Member.

Why this event mattered

This wasn’t just a meeting. It was a turning point for the TEAM network. The content. The energy. The calibre of recruiters in the room. The honesty in the conversations. It all landed perfectly.

Here’s why.

The Firefish data session

Wendy McDougall opened the morning with a proper data driven look at what’s happening in engineering, manufacturing and construction recruitment right now.

Real numbers, real trends and real insight that instantly helped recruiters understand where the market is headed.

Her focus on simplifying systems, tightening processes and navigating the AI noise struck a chord with everyone. A brilliant way to start the day. Huge gratitude to Wendy and Firefish for sponsoring and supporting this event.

The panel. Honest, real world insight

A massive thank you to our panellists:

Fiona McGarry , Enginuity
Charlie Allen, Automate BEST / Automate UK
Rees Thomas , The Engineering Compass

Their conversation around skills shortages, apprenticeships, NEET figures, social mobility, industry perception and talent pipelines was one of the most valuable sessions I’ve seen at any TEAM event.

They gave us real examples, real context, real stories that recruiters can use immediately with clients and candidates.

The section on how young people actually consume career information.
The reality of apprenticeship freezes.
The power of relatable early careers content.
This is the stuff recruiters rarely get access to directly from industry voices.
The panel genuinely elevated the room.

Ruth and Jim - The heart of the divisions

I can’t explain how grateful I am to Ruth Forster and Jim Roach for driving this event. Their passion for their divisions. Their belief in bringing these sectors together. Their commitment to sharing knowledge across the network. Without them, this wouldn't have happened. They deserve huge credit for the energy and purpose behind this entire event.

Why this is a big moment for TEAM

For 31 years, TEAM has always been about community and collaboration. But this event showed the next evolution - sector specific, insight led, high value. Recruiters learning from recruiters.

Paired with real industry leaders who can deepen our understanding of the challenges our clients face. This is exactly where I want our events to go in 2026 and judging by the feedback, the appetite is massive.

Final thoughts

Standing at the front of the room, looking at over 40 engineering, manufacturing and construction recruiters all talking, sharing and collaborating. It hit me. This would have changed the game for me when I was starting out, and now it’s here for every TEAM Member.

I’m incredibly proud of what we built together yesterday. Proud of Ruth. Proud of Jim. Proud of our panel. Proud of the members who showed up ready to contribute. More of this is coming in 2026 - this is just the start!

If you were in the room. Thank you.

If you weren’t. Keep an eye out. Your division might be next.

Want to learn more about joining TEAM? Chat to our Membership TEAM to find out more

Inside LinkedIn Accelerate London: AI, Data and the Future of Recruitment

Mon, 27 Oct 2025 14:24:09 GMT

Last week Andy Dunne, TEAM’s MD, spent the day at LinkedIn’s Customer Experience Centre in London for Accelerate London.

The event was focused on how AI is transforming recruitment & the official UK launch of Recruiter Professional Services Plus (RPS+).

Andy shared his insights and takeaways from the day.

It was my third visit to LinkedIn HQ. The first was in my second week back at TEAM when I took those three photos in front of the famous lobby sign. This visit was a bit different - I left with my head buzzing with ideas, data and new perspectives on where recruitment is heading.

Session One – The State of the Market

Gary Moore, Head of Sales UK at LinkedIn, opened the event with an overview of the latest UK hiring trends drawn from LinkedIn’s data.

The UK market is finally showing signs of steady recovery after a challenging few years.

69% of professionals say they’re open to new opportunities.
Job views are up 10%, showing candidates are actively looking again.
Sectors like construction, food services and tech are bouncing back.
Remote jobs make up only 10% of listings but attract 21% of applications - clear proof of how much flexibility now drives decisions.
Internal mobility has risen by 4%, suggesting more companies are opening up new roles and promoting from within.

Gary also shared that AI literacy has grown 216% across UK profiles, and communication is now the most in-demand skill in the market - proof that the human side of recruitment is more valuable than ever.

His message was simple: the UK is stabilising, confidence is returning, and those who adapt fastest will lead the next wave of growth.

Session Two – Practical AI in Recruitment

This panel was my personal highlight. Elkie Holland ( Prospectus IT - a TEAM Member) and Aidan Walker (Infraviva) shared real examples of how they’re using AI tools in their businesses right now.

Elkie has been recruiting since 1985 and spoke about “co-intelligence” - using AI and human judgement together. Her team uses ChatGPT and Jasper to summarise CVs, write job ads and remove the repetitive admin that eats into their

week. She’s trained her team to see AI as a colleague, not a threat.

Aidan has taken a different path. After exiting a previous business, he launched his new agency using AI from day one - everything from contracts and statements of work to marketing and talent mapping.

His goal: to build a smarter, scalable agency with recurring revenue streams, supported by automation.

Their shared advice:

Don’t fear AI - start small and solve one problem first.
Standardise prompts across your team so quality stays consistent.
Keep the human element front and centre. AI can shortlist, but it can’t build trust.

As Elkie put it: “The opportunity now is to be in the room with your clients before the job even exists.”

Session Three – LinkedIn Product Showcase: Recruiter Professional Services Plus (RPS+)

The final session was the one I’d been waiting for. James from LinkedIn’s Enterprise Team presented RPS+, the brand-new AI-powered version of LinkedIn Recruiter designed specifically for staffing agencies.

This is LinkedIn’s biggest step yet towards building tech that fits the way agencies actually work.

Key features include:

Semantic Search: goes beyond keywords to understand intent and surface hidden talent.
Hiring Assistant: an AI search partner that can build Boolean strings and shortlists in minutes.
Business Development Dashboard: tracks client activity, hiring patterns and outreach performance.
ATS Integration: flags candidates already in your CRM to avoid duplication.
Enhanced InMail Access: 140 InMails per seat, plus better tracking for BD vs candidate messages.

LinkedIn advised that anyone interested should speak directly with their LinkedIn Account Manager to discuss access, features and eligibility.

The product has clearly been shaped by agency feedback - combining sourcing, automation and business development under one roof. It’s not about replacing recruiters; it’s about giving them back time to focus on people, relationships and value.

What TEAM Members can take from it

There’s no question AI is moving fast and this event reinforced one key point — the future belongs to recruiters who embrace it early and thoughtfully.

For TEAM Members, that means:

Identifying one workflow to automate or improve now.
Exploring new tools (many shared by Elkie and Aidan are affordable and easy to test).
Staying curious and keeping the human touch at the centre of everything.

AI will never replace the intuition, empathy and relationships that define great recruiters - but it will raise the bar for speed, accuracy and efficiency.

My Final Thoughts

A big thank you to Colm and the LinkedIn team for the invitation and warm welcome. It was great to see familiar faces too. TEAM Members Julie Rose, Elkie Holland and others who joined the event.

I left LinkedIn HQ with a notebook full of ideas and a firm belief that 2026 will be a year where human expertise and AI capability work side by side to redefine what great recruitment looks like.

Want more industry insights? Chat to our Membership TEAM to find out more

Flying Solo, Together - TEAM Solo Division

Tue, 23 Sep 2025 15:02:21 GMT

On 18 September, 68 independent recruiters filled Marsh Commercial HQ in London for the largest TEAM Solo Division event to date.

The TEAM Solo Division was built to give independent recruiters a place to connect, learn and collaborate. This event showed just how powerful that can be when Solos unite.

Why this matters

Almost every recruitment business starts out as a solo venture. Whether through choice or circumstance, the first step is almost always taken alone – working from a spare room or kitchen table, building something from scratch. But while independence is empowering, it’s not without its challenges. The steep learning curves, the sense of isolation, the reality of juggling every function from business development to admin – these are experiences every recruitment founder knows well.

That’s why the TEAM Solo Division resonates so strongly. It exists to give solopreneurs a sense of belonging and to turn “going it alone” into something far less lonely.

The Summer edition of Recruiter Magazine captured this reality in its feature “Flying Solo” (July 2025). The article profiled a range of solopreneurs – many of them TEAM Members – and explored why networks like TEAM are becoming vital.

Take Rachel Filby of RF Recruitment Consultancy, who told Recruiter: “You have to genuinely love doing the job if you’re going to do it on your own – speaking to candidates and clients, going out and selling your business, winning clients, business development…" That passion and resilience were reflected in the stories shared at our Solo Division event.

The surge of the Solo community

This year, the Solo Division has grown faster than any other part of TEAM:

WhatsApp groups buzzing daily with knowledge-sharing and peer support.
Partnerships forming weekly , many already turning into placements.
Hundreds of years of experience being shared, creating shortcuts and solutions for new solopreneurs.

As Recruiter Magazine highlighted, many people choose the Solo path for autonomy and flexibility. But autonomy doesn’t need to mean isolation. Portia Moon , another voice in the feature, put it perfectly: “In recruitment, it’s either a massive high or a massive low, so that support network is really important.”

That is exactly what TEAM has built for Solos – a support system that celebrates wins, shares challenges and makes sure no one feels cut off.

Highlights from the day

Our September event was designed to showcase that spirit of support and collaboration.

Tom Brown (Talivo) spoke about the value independent recruiters bring to in-house TA leaders.
Michelle Flynn (Michelle Flynn Coaching) delivered a session on mindset and imposter syndrome that resonated deeply across the room.
Ross Thompson (Infinity Staff Global) and Howard Greenwood (Jump Advisory) shared strategies and stories from years of experience.
Speed networking created dozens of new conversations, partnerships and fee-share opportunities.

But beyond the agenda, it was the atmosphere that defined the day – buzzing, open and collaborative.

What attendees said:

The most powerful measure of success is the feedback from those in the room. Here’s what they told us:

Tam Dost captured the spirit of the day with a quote from Ryūnosuke Akutagawa: “Individually, we are one drop. Together, we are an ocean.” She reflected on the value of bringing 68+ Solos together: “Great to put faces to names and connect with so many driven professionals – sharing ideas, building relationships and supporting each other’s growth journey.”

Aletha Kellond was struck by the way TEAM flips the competitive mindset of recruitment: “Recruitment can be a very selfish field… Networks like TEAM flip that thinking on its head. Encouraging collaboration, education and knowledge-sharing among its members.”

She highlighted the speed networking and roundtables as a personal highlight, calling them “a chance to share knowledge, insights and even live business opportunities to support one another.”

Emma Campbell reminded us of the reality many Solos face: “Running your own business can sometimes feel a little lonely, which is why I really value the opportunity to be surrounded by like-minded individuals to share ideas and network.” She added: “One of the best things about being part of the TEAM Community is the genuine support we give each other by collaborating, sharing knowledge and helping one another succeed.”

Jacqui Earles-Barrett summed up the unique value of the Solo Division: “Ever wondered what happens when you put a room full of solo recruiters together for a whole day? Yesterday I found out… I came away feeling inspired, energised and reminded how valuable it is to spend a day with people who really get what running a solo recruitment business is like.”

Rebecca Strain focused on the business impact: “Collaboration is key. Working with peers strengthens the value we bring to our clients - together, we can deliver more powerful propositions.”

Arran McCabe spoke about the fresh mindset the event provided: “I’ve come away with new ideas, fresh mindset, new connections, and a new community.” Her words echo what so many Solos said on the day – that it’s not just about business opportunities, but about feeling part of something bigger.

The wider Solo story

The Recruiter Magazine article also spotlighted TEAM Members such as Anthony McCormack from Macstaff, who has built much of his business through split-fee collaborations on TEAM Xchange . He said: “Most of my revenue has been through business sharing and split fees, through TEAM and other relationships. It’s gone from being the icing on the cake to a good chunk of the cake.”

That’s a reminder that while Solo recruiters may not want to build large headcounts, they can still scale their impact and income by working together. And it’s not just about revenue. As Kerry Greenland told Recruiter, joining TEAM when she set up her agency gave her the mentoring and guidance she needed: “I felt like I had a mentor and a guide and I don’t think I would still be here if it wasn’t for that.” The message is clear: collaboration and support turn a tough solo journey into a sustainable business.

Beyond Business – wellbeing and connection

Solos don’t just need business opportunities; they need connection . That’s why initiatives like the TEAM Netwalks , also featured in Recruiter Magazine, have become such a hit. As Andy Dunne said in the article: “Some walkers said it was the best networking event they’d had in their life.” These activities remind us that the Solo Division isn’t just about making deals. It’s about building a healthier, more sustainable career for recruiters who choose independence.

Looking ahead

The September event wasn’t just another networking day - it was a statement. Independent recruiters are stronger when they collaborate, and the Solo Division has never had more momentum.

From WhatsApp groups and split fees, to in-person events and netwalks, the Solo community within TEAM is proving that while you may run your business solo, you’re never truly alone.

As Anika Awasthi put it after the event: “Yes it’s hard to do your own thing. Yes the market is tough. But we wouldn’t change it for anything. And when you meet like-minded people, you can relax. No explanations necessary.”

That sums it up perfectly. Solo, but never alone .

Want to find out more about TEAM Solo Community? Enquire with us today

Mach Recruitment Ltd v Oliveira [2025] EAT 107 – Service Provision Changes Under TUPE: Organised in Agency Transfers

Thu, 04 Sep 2025 15:41:05 GMT

Outsourcing or Using Agency Workers?

Here’s Why Mach Recruitment Ltd v Oliveira Matters

In Mach Recruitment Ltd v Oliveira, the Employment Appeal Tribunal (EAT) considered whether a service provision change under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) had occurred when one agency replaced another in supplying workers to a client.

The central issue was in connection with Regulation 3(a)(i), whether there was an “organised grouping of employees” whose principal purpose was to carry out activities on behalf of a client.

Mrs Oliveira had originally been employed by G-Staff Ltd, a temporary work agency, under a contract of employment, due to the application of the Swedish derogation. She worked exclusively at Butcher’s as an Alutray Operative, alongside a consistent group of other agency workers.

When Mach Recruitment Ltd (‘Mach’) took over the supply of workers to Butcher’s in July 2018, she continued in the same role under Mach. The Employment Tribunal found that this constituted a service provision change under TUPE, as the group of workers supplied by G-Staff had been organised to perform tasks specifically for Butcher’s, and Mach had assumed responsibility for those same activities.

Mach appealed, arguing that the Tribunal had erred in law. They contended that the group of workers had not been deliberately organised by G-Staff to serve Butcher’s but had instead formed organically due to operational circumstances. They also argued that the Tribunal had relied too heavily on the testimony of Mrs Oliveira, without properly considering their own evidence. Mach maintained that the fluctuating number of workers and the nature of agency work meant that no stable or intentional grouping existed.

The EAT rejected these arguments. It held that the Tribunal had correctly applied the law and was entitled to find that an organised grouping existed. The EAT clarified that a formal or deliberate structuring of employees is not required to satisfy the definition under TUPE. What matters is whether, immediately before the change, there was a group of employees whose principal purpose was to carry out activities for a particular client.

The consistent deployment of Mrs Oliveira and her colleagues to Butcher’s, and the continuity of their roles, supported the conclusion that such a grouping existed.

The EAT also addressed the evidentiary concerns raised by Mach. It found that the Tribunal had properly evaluated the evidence available and had not erred in relying on Mrs Oliveira’s account, especially given that Mach had failed to present compelling evidence to the contrary. The Tribunal’s finding that she worked with the same group of people throughout her time at Butcher’s, except for occasional replacements, was considered typical of agency work and sufficient to establish the existence of an organised grouping.

In dismissing the appeal, the EAT reaffirmed that TUPE protections apply to agency workers employed under contracts of employment, and that service provision changes can occur even in the context of temporary work arrangements. The judgment emphasised that the nature of the working arrangement, rather than the formality of its organisation, is key to determining whether TUPE applies.

Why is this case important?

Understanding the significance of Mach Recruitment Ltd v Oliveira is crucial for businesses especially those that rely on outsourced services or agency workers, who are employees because it clarifies how TUPE applies in real-world service transitions.

The case confirms that TUPE protections can apply even when workers are supplied by agencies and there is no formal structure or explicit intention to organise them into a client-specific team. What matters is whether, in practice, a consistent group of workers is assigned to carry out activities for a particular client.

This has major implications for businesses that change service providers. If the outgoing provider had a stable group of workers performing tasks for the client, and the incoming provider takes over those same activities, TUPE may require the new provider to inherit those employees along with their employment rights. Businesses must therefore be alert to the risk of inheriting employees and associated liabilities when outsourcing or retendering services.

It also means that businesses should ensure their contracts with service providers clearly address TUPE responsibilities and that they conduct proper due diligence before any service transition. Failing to do so could result in unexpected legal obligations, disruption to operations, or disputes over employment status.

Article written by TEAM Principal Lawyers JMW Solicitors LLP

The hidden cyberthreat: what recruiters must know about social engineering risks

Wed, 06 Aug 2025 16:11:16 GMT

In the recruitment industry, trust and confidentiality are the cornerstones of your daily operations. Handling sensitive data - such as CVs, ID documents and banking details - requires vigilance. Unfortunately, cybercriminals are increasingly targeting recruitment agencies, exploiting human vulnerabilities through social engineering tactics.

The rise of social engineering attacks

In 2024, reports indicate a significant surge in phishing and social engineering incidents, with 42% of organisations experiencing such breaches, according to the World Economic Forum’s Cybersecurity Report. [1] Unlike traditional hacking, these scams don’t rely on complex code; instead, they manipulate human behaviour—exploiting urgency, familiarity, and a willingness to help. This makes them particularly difficult to detect in real time.

Why your agency may be a prime target

Recruitment agencies process large volumes of personal data and financial transactions regularly—from payroll to contractor payments. This combination makes your business an attractive and vulnerable target for fraudsters eager to intercept sensitive information or divert funds.

Real-world example

At Marsh Commercial, we frequently encounter these threats, often with devastating consequences. One case involved fraudsters posing as a reputable company, claiming they needed contract staff for a UK market launch. Everything appeared legitimate—interviews, contracts, references—but it was a scam, resulting in substantial financial loss.

Key lessons and preventative measures

Exploiting authority and urgency: Scammers often leverage the credibility of well-known brands and create pressure to rush decisions.
Remote-only communication: No physical meetings or video calls are arranged, raising suspicion.
Recently registered domains: Fake email addresses may mimic authentic brands but are newly created.
Fake documentation: Scammers use forged identities and documents that pass basic checks.

Common tactics to watch out for

Impersonation of clients or candidates via email to alter bank details.
Spoofed messages from directors or colleagues requesting urgent fund transfers.
Interception of communication to reroute payments to fraudulent accounts.
Cold calls with urgent requests or simple resolutions.

Often, these scams go unnoticed until funds are lost—sometimes days later—making recovery difficult.

Red flags and how to spot a social engineering attempt

Stay vigilant for warning signs such as:

Sudden urgency to process payments or onboard candidates.
Unusual communication channels (e.g., switching from email to WhatsApp).
Lack of in-person or video contact.
Requests to change bank details unexpectedly.
Recently created or suspicious websites.
Discrepancies in company credentials or registration details.

Use tools like Sendmarc , Whois Lookup , ScamAdviser , or Companies House to vet suspicious domains or registrations. Look for incorporation dates, director links to other shell companies, and discrepancies in company credentials.

Practical steps for due diligence and risk management

Verify the digital identity and domain of new clients.
Conduct video calls and ID checks, especially for high-value transactions.
Utilise third-party platforms such as Trulioo, Entrust, or Thirdfort for background and KYC checks.
Consider escrow services or advance payments before committing to payroll or other financial exposures.
Train your team using real case studies—phishing isn’t the only threat anymore.

Implement Governance, Risk Management, and Compliance (GRC) protocols, even if your agency is small. Regular red-flag reviews and a designated risk team can prevent catastrophic losses.

Review your insurance cover

Despite best practices, scams can still succeed and can be difficult to stop. It’s crucial to review your cyber insurance policy. Many recruiters assume their cyber insurance protects them from all cyber-related losses, but that’s often not the case.

Here’s what to specifically look for in your policy:

Social engineering cover: Protection against losses from deception or impersonation.
Crime insurance: Coverage for internal and external fraud.
Funds transfer fraud: Protection against unauthorised or manipulated payments.

Stay vigilant and protected

The recruitment process moves fast, and cybercriminals exploit that speed and trust. Invest in team training, verify unusual requests, and consult Marsh Commercia l to ensure your cyber coverage is comprehensive.

The TEAM Network is an Introducer Appointed Representative of Marsh Ltd and Marsh Commercial is a trading name of Marsh Ltd. Marsh Ltd is authorised and regulated by the Financial Conduct Authority for General Insurance Distribution and Credit Broking (Firm Reference No. 307511). Copyright © 2025 Marsh Ltd. Registered in England and Wales Number: 1507274, Registered office: 1 Tower Place West, Tower Place, London EC3R 5BU. All rights reserved.

[1] https://reports.weforum.org/docs/WEF_Global_Cybersecurity_Outlook_2025.pdf

Family-focused amendments to the Employment Rights Bill

Thu, 03 Jul 2025 13:49:51 GMT

As of this week, the Employment Rights Bill has completed the committee stage in the House of Lords. It is due for report stage from 14 July 2025, which is technically the last chance to make amendments.

There were a number of significant amendments made during the committee stage. This includes provisions which will be welcomed by families, due to stronger protections for pregnancy, bereavement, menopause and flexible working. Employers will need to be aware of the amendments in order to be well-prepared for when the changes come into force.

Pregnancy

Currently, employees who are pregnant have the right to trump other candidates in redundancy processes.

Clause 24 of the Bill is poised to take this one step further – by placing a ban on dismissing employees who are pregnant, on maternity leave, or who have returned from maternity leave within the last 6 months.

It is suspected that this will eventually extend to other areas of leave, although it is just pregnancy that is contained in the Bill at present.

There will likely be exceptions to the ban on dismissal during pregnancy, such as in situations of genuine redundancy, or where the employee has committed gross misconduct. However, the exceptions have not been publicised as of yet. Businesses will need to be consider further information when it becomes available.

This change is likely to be welcomed by young couples and families. Businesses will need to review and update their dismissal policies and procedures, in order to avoid costly claims for unfair dismissal.

Bereavement leave

Clause 18 introduces a new right to at least one week of leave for the purpose of bereavement. This has been extended as it previously only included a right to leave for bereaved parents.

It is unclear at present whether there will be a right to paid or unpaid leave. It is also unclear who will constitute a bereaved person, and what the relevant association will be with the person who has passed away.

The right to two weeks of leave following the death of a child under 18 will remain.

It is expected that a right to leave following a miscarriage will also be introduced in the next set of amendments.

Many businesses already include a right to bereavement leave in their policies and contracts. However, this amendment will enshrine this in law and ensure consistency.

Menopause

Clause 78A includes a requirement for large employers to publish equality action plans. This has been amended to include not only matters relating to the gender pay gap, but also supporting employees going through the menopause.

The requirement only applies to businesses with 250+ employees or workers.

Businesses will need to start making arrangements now in order to ensure compliance when the changes come into force. Recommendations include:

· Start collecting data or putting the data collection infrastructure in place in relation to menopause,

· Update privacy notices,

· Review harassment policies and whether they explicitly mention menopause,

· Update manager training on discrimination: unfavourable treatment due to the menopause could constitute discrimination on the basis of age, sex, or disability,

· Assign a senior member of staff to be responsible for the action plan, and

· Start drafting the equality action plan – it will take some time to review and approve.

Flexible working

The Bill has been amended so that when employers refuse a request for flexible working, they must issue a letter stating the business reason for the refusal, and the business must explain why it was reasonable to refuse the request.

At present, it is not clear what will constitute a “reasonable” refusal. It is expected that litigation will follow which will further clarify the definition of this. Employers should be live to any updates. However, it is clear that refusals should be exceptions, and that businesses should allow flexible working if possible.

The Bill now states that decisions should be issued within 2 months, and employees can make 2 requests per year, rather than one.

Forward thinking will allow employers to start creating templates for evidence requests and refusal decisions, and put the infrastructure in place to carefully track requests for flexible working to ensure compliance.

Employers should also start looking to update their flexible working policy. Trial periods may be useful for businesses to show they are acting reasonably. As with many of the changes proposed by the Bill, training for managers will be paramount. Discussion and consultation should be encouraged as they are likely to demonstrate reasonableness.

The Bill is likely to receive royal assent in Autumn of this year, with changes coming into force either towards the end of this year or in 2026.

Article written by TEAM Principal Lawyers JMW Solicitors LLP

For Women Scotland v The Scottish Ministers: the implications of the Supreme Court ruling on gender under the Equality Act 2010

Thu, 29 May 2025 16:00:58 GMT

The Supreme Court handed down its ruling in the case of For Women Scotland v The Scottish Ministers on 16 April 2025. They have ruled that when it comes to the provisions of the Equality Act 2010 (“EA 2010”), “sex” means “biological sex”. This does not include transgender people, even if they have a Gender Recognition Certificate (“GRC”).

There has been widespread public debate surrounding the decision since it was handed down. In this article, we will attempt to clarify the implications of the decision.

Background to the case

The legal issue emerged following a Scottish government initiative in 2018 which aimed to improve female representation on public boards. At the time the initiative was launched, transgender women with a GRC were considered, for the purpose of the Gender Representation on Public Boards (Scotland) Act 2018 (“ ASP 2018 ”), to fall within the definition of a “woman”. According to the accompanying statutory guidance, this therefore brought transgender women with a GRC within the definition of a ‘woman’ under the EA 2010.

In 2020, For Women Scotland Ltd, an organisation that campaigns to strengthen women’s rights in Scotland, challenged the government guidance. This resulted in new statutory guidance being issued, highlighting that section 212 of the EA 2010 defines a “woman” as “a female of any age”, and stating that a trans-feminine person with a GRC is a woman for the purpose of gender representation on public boards.

For Women Scotland Ltd challenged the new statutory guidance in 2022, advancing the argument that the definition of a “woman” under the EA 2010 refers to biological sex, and therefore a trans woman with a GRC should not be included. This was the issue to be determined by the Supreme Court.

The Supreme Court decision

The Supreme Court unanimously allowed the appeal by For Women Scotland Ltd and held that within the EA 2010, the terms “man”, “woman” and “sex” refer to biological sex.

The Supreme Court concluded this interpretation was necessary for clarity and coherency for provisions on maternity and pregnancy as well as other sex-based protections. The Court emphasised the importance of the Act being consistent and confirmed it would not be appropriate to include different definitions of “sex” for different parts of the Act.

The Supreme Court stated that this decision does not reduce the separate protection against discrimination which is afforded to transgender people under the protected characteristic of gender reassignment.

EHRC guidance

The Equality and Human Rights Commission has issued interim guidance on the main consequences of the judgment, which can be found here .

This guidance reiterates that it is compulsory for employers to provide sufficient single-sex toilets in the workplace and, where required, single-sex washing and changing facilities. Furthermore, trans women should not be permitted to use the women’s facilities and trans men should not be permitted to use men’s facilities.

The guidance identifies that in some circumstances, the law allows trans women (biological men) not to be permitted to use the men’s facilities, and trans men (biological woman) not to be permitted to use the women’s facilities.

Where there are facilities available to both men and women, however, trans people should not be put in a position where there are no facilities for them to use.

The EHRC has confirmed that it intends to provide an updated Code of Practice to the UK Government which will help employers and other bodies to understand their duties under the Equality Act and put these into practice.

Implications for the workplace

The recent judgment will require employers to review their policies when it comes to toilets, changing rooms and washing areas.

Following the Supreme Court decision, the starting point is that transgender people should use the bathroom correlating to their biological sex. However, there are legal risks in this approach, as transgender people are protected against discrimination by the characteristic of gender reassignment. A person with gender dysphoria may also have the protected characteristic of a disability. If a workplace bathroom policy is seen to be discriminatory on the basis of gender reassignment or gender dysphoria, then the company could be at risk of tribunal proceedings on this basis. Employers should identify which facilities a transgender person may use while also retaining some single-sex facilities.

As an alternative, the 1992 regulations provide that employers may provide facilities in a room with a lock capable of being secured from the inside, to be used by one person at a time. These can be used by anyone. Employers may consider choosing to update their facilities to unisex options which are compliant with these standards.

Fundamentally, this is an issue of competing rights. Companies will need to assess which rights are engaged in each individual case and consider how any policy could impact potential discrimination claims on the basis of:

Sex,
Gender reassignment,
Religion and belief, and
Disability.

Article by JMW Solicitors LLP

When others are fearful... it's time for boutique recruiters to take advantage

Wed, 07 May 2025 15:45:10 GMT

The global economy is facing serious disruption and there are few signs that this uncertainty will ease any time soon.

The United States has entered into a trade conflict with the rest of the world, a move that is already reshaping how international business operates. Experts suggest it could take years for markets to settle into a new equilibrium, with long-term effects on global supply chains as a result.

In the UK, there is still hope that the Government may secure a favourable trade deal that offers some degree of protection. But for now, key industries are feeling the strain.

British carmaker Jaguar Land Rover has suspended all exports to the US following the introduction of steep tariffs, highlighting the real-world consequences of ongoing economic disputes. This decision is particularly concerning for the Midlands, where Jaguar Land Rover supports more than 40,000 jobs. With a quarter of the company’s production previously headed for the US, any slowdown will likely have a ripple effect across the region’s economy.

Other sectors are also in wait-and-see mode, assessing how to navigate this new global business landscape shaped by the policies of the Trump era. For example, Pharmaceuticals is a sector Trump has in his cross-hairs. Expect an announcement on that shortly.

Still, amid the challenges, there are opportunities. With that, Warren Buffett’s quote “be greedy when others are fearful” has never felt more relevant, especially for boutique recruiters.

In Europe, there are signs that attitudes are beginning to shift. With rising concerns over security in Eastern Europe, some EU leaders appear to be reconsidering their priorities. Rather than focusing solely on punishing the UK for Brexit, the conversation is increasingly turning to defence and collaboration.

For the UK Government, this opens the door to closer cooperation. British defence firms, particularly BAE Systems, are global leaders in their field and could benefit from renewed demand among nations concerned about growing geopolitical threats.

As a result, it is not unrealistic to think that by the end of the year, the UK could sign fresh trade agreements with both the EU and the US. Such developments would provide a timely boost to British businesses and help lift economic performance.

There is already some cause for cautious optimism. Last month the UK economy posted a 0.5 percent rise in GDP, surprising many analysts. While some have dismissed this as a one-off, others point to real momentum building thanks to Government-backed programmes across sectors like IT, Defence, Energy and Real Estate.

The Bank of England appears to be on board with supporting growth, with interest rates expected to remain low and possibly fall further in the months ahead. This could provide a welcome lift to the property market and other interest-sensitive sectors.

Looking ahead, here’s what may be on the horizon:

Large multinational companies are likely to slow down hiring as they adjust to a more complex international environment
The UK has a realistic chance of securing improved trade arrangements with both the EU and US, benefiting firms in relevant industries
Sectors aligned with the Government’s industrial strategy are well placed to grow
Continued low interest rates could offer support to the housing market and broader consumer spending

For the recruitment industry, the landscape is shifting, equally Companies are still hiring. And as a reminder, boutique recruiters should focus on the following:

If candidates are your ‘product’ be known as someone who only shortlists excellent people, think through the culture fit when shortlisting
Qualify at all times, not only next steps, but also timeframes
If it is a permanent role, focus on clients who are committed to fast decisions
Don’t be afraid to sack a client if you feel the terms are no longer equitable
Along the way, TEAM are here to help , where increasingly we are being told our number one member benefit is the Xchange.

Every day, TEAM Members are posting jobs into the Xchange they need help with sourcing candidates for and really for businesses of this size, this can only help you.

For example, if you are pivoting from one sector to another and need to generate fee income in the meantime, you can use TEAM Xchange to keep you billing.

Alternatively we have Members who only use Xchange and are generating six figure incomes in the process!

With that, despite the uncertain times, there is no reason to be fearful. To the contrary, now is the time to be greedy, and capitalise, so if you aren’t already a Member do get in touch.

TEAM is designed to help recruiters like you, achieve more.

Starting a Recruitment Business? Here’s what you need to know about Business Insurance

Tue, 06 May 2025 11:20:40 GMT

Establishing a recruitment agency is an exciting time, yet it does come with risk. Securing the right level of business insurance is crucial to shield business from potential financial setbacks, legal responsibilities, and unexpected incidents. Below is an overview of the insurance types you should consider when you begin your new venture.

Professional indemnity insurance

Professional indemnity insurance is crucial for recruitment agencies that offer professional services and advice to clients.

This insurance covers legal claims from clients who allege that your services or advice resulted in financial loss.

For example, if a client asserts that a candidate you placed was unsuitable and caused them financial damage, professional indemnity insurance would cover your legal costs and any compensation awarded.

This coverage is particularly significant in the recruitment sector, your guidance and services can have substantial financial consequences clients.

Employers liability insurance

If your recruitment agency hires employees, even on a part-time or temporary basis, obtaining employers liability insurance is an essential requirement.

This cover safeguards your business if an employee suffers an illness or injury related to their work. For instance, an employee develops a repetitive strain injury from prolonged computer use or gains an injury during office tasks, this insurance will cover legal expenses and compensation claims. It ensures that your business can such claims without incurring significant financial strain.

Directors and officers insurance

Directors and officers (D&O) insurance is intended to protect the personal liabilities of your company's leadership in case they face lawsuits for actual or alleged wrongful acts while managing the organisation.

This may encompass claims related to employment practices, breaches of duty, or mismanagement of funds. D&O insurance covers legal fees, settlements, and other costs associated with defending against these claims, making it vital for recruitment agencies to protect those in decision-making roles.

Public liability insurance

Public liability insurance is essential for any business that engages with the public, including clients visiting your office or candidates attending interviews.

This insurance covers claims made by third parties for injuries or property damage resulting from your business operations. For example, if a client slips on a wet floor in your office or a candidate is injured during an interview, public liability insurance will legal costs and any compensation awarded.

This coverage is particularly important for recruitment agencies with physical locations frequented by clients and candidates.

Cyber insurance

For recruitment agencies that manage substantial amounts of sensitive client and candidate information, cyber insurance is indispensable.

This cover protects your business from the financial repercussions of cyberattacks, data breaches, and other online threats. For instance, if your candidate database is compromised, cyber insurance would cover the costs associated with notifying affected individuals, recovering lost, legal fees, and any regulatory fines. It will also cover your loss of income if your systems are down and you are unable to run your business.

Cyber insurance can also protect against fund transfer fraud, which involves the unauthorised transfer of funds from on account to another, often facilitated by deception. This can occur through various means, including hacking into email accounts or using social engineering tactics to trick people into initiating transfers, or though invoice duplication with different bank details so payment is made to an unknown third party. Given the critical nature of data security in recruitment, having cyber insurance is essential protecting your digital assets and maintaining your reputation.

Buildings and contents Insurance

If your recruitment agency operates from a physical premises, buildings and contents insurance is necessary. This insurance covers the repair or replacement of your business's physical assets in the event of damage or loss due to an insured event such as fire, theft or natural disasters.

Buildings insurance protects the structure of the premises if you own the property, while insurance covers office equipment, furniture, and other items within. For instance, if a fire damages your office, this insurance would cover repair costs and replace any damaged equipment It is vital for safeguarding your recruitment agency's physical assets and ensuring a swift recovery from unforeseen events.

In summary

Employers liability, directors and officers, public liability, cyber, professional indemnity and buildings and contents insurance are key to managing these risks.

With these protections, you can focus on growing your business, knowing you're covered against potential financial losses and legal issues.

Starting a recruitment agency involves various risks, but having the insurance can mitigate many uncertainties. Key cover such as employers liability, directors and officers, public liability, cyber, professional indemnity and buildings and contents insurance are essential for managing these risks. With these in place, you can concentrate on expanding your business, confident that you are safeguarded against potential financial losses and legal challenges.

Marsh Commercial offer free business consultations for start-up businesses. They will guide you through your insurance requirements or review your current cover, service and price. They’ll identify potential enhanced benefits or unnecessary costs for cover you don’t need.

To take advantage for the free no obligation business check or for a quotation contact Marsh Commercial on 0330 828 6287 or email teamnetwork@marshcommercial.co.uk.

This is a marketing communication.

The Employment Agents Movement (UK) Ltd is an Introducer Appointed Representative of Marsh Ltd. Marsh Commercial is a trading name of Marsh Ltd. Marsh Ltd is authorised and regulated by the Financial Conduct Authority (FCA) for General Insurance Distribution and Credit Broking (Firm Reference Number 307511). Registered in England and Wales, Number: 1507274. Registered office: 1 Tower Place West, Tower Place, London EC3R 5BU.

[1] https://www.gov.uk/employers-liability-insurance

Meet Marsh Commercial: Your Partner in Protecting Your Recruitment Business

Wed, 16 Apr 2025 16:14:30 GMT

We’re thrilled to share some exciting news with you! We’ve teamed up with Marsh Commercial as our go-to insurance broker, dedicated to providing you with business insurance that’s perfectly tailored to the needs of recruitment businesses like yours.

Marsh Commercial truly understands the unique challenges you face in the recruitment world. They’re here to support you with business insurance and risk management, whether you’re a start-up, a solopreneur, or a growing SME. You can trust Marsh Commercial for expert advice, outstanding service, and all the support you need.

What’s in it for you?

You’ll be delighted to discover some fantastic benefits, including cover specifically designed for recruiters via the Recruiters Choice product.

With a wide range of insurance products available, you can rest easy knowing you’re fully protected:

Buildings cover
Business Interruption
Contents away and in transit
Corporate Legal Liability
Cyber Liability Insurance*
Damage to office contents and computers
Directors and Officers Liability*
Drivers negligence
Employers Liability Insurance (including vicarious liability)
Employment Practices Liability
Legal Expenses
Personal Accident Insurance
Professional Indemnity Insurance
Public Liability Insurance (including vicarious liability)

We’re Here to Support You!

Our mission is to help protect your business from everyday risks so you can focus on what you do best – growing your business! Marsh Commercial offers a FREE business insurance check, allowing you to compare your current cover, service, and price. This way, you can see if you’re missing out on any valuable benefits and potentially save some money!

The friendly team at Marsh Commercial is ready to provide personalised insurance solutions, ensuring you manage your risks effectively and enjoy peace of mind.

Let’s Get You Covered!

Are you ready to take the next step? There’s a quick quote and buy option available for businesses with a turnover of less than £5 million, giving you instant cover. You can access it here . If your company has a larger turnover or more complex needs, or if you’d prefer to chat with one of the friendly team members, just give them a call at 0330 828 6287 or email teamnetwork@marshcommercial.co.uk .

To learn more, visit their website at Marsh Commercial .

We’re excited to help you protect your business!

*Included as standard, providing the insurer's criteria have been met, and when you purchase either public liability or professional indemnity cover.

This is a marketing communication.

TEAM Insights: Your Essential Briefing

Tue, 08 Apr 2025 08:43:23 GMT

The Spring Statement, Trump and Tariffs

How can recruiters best navigate the coming storm?

Despite the rhetoric of wanting to prioritise economic growth, the risk is, the tax policies Rachel Reeves has implemented, are likely to do the opposite. With that, as a recap of the policies taking effect this week:

Employers’ National Insurance Contributions (NIC) will rise from 13.8% to 15% .
The threshold for Employers’ NIC payments will be reduced from £9,100 to £5,000 .
The Stamp Duty Holiday ends, reverting thresholds to pre-2022 levels.
Business Asset Disposal Relief rises from 10% to 14% in 2024 and 18% in 2026 , with a £1m lifetime limit.
Long-standing tax rules for non-domiciled individuals are being abolished, changing how foreign income and inheritance tax apply.

These changes will significantly affect employers, entrepreneurs, high-net-worth individuals (HNWIs), and the property market. The concern is that these tax increases may reduce business investment and economic activity. The Laffer Curve suggests that excessive taxation can lead to lower government revenues by discouraging economic participation. Here’s what could happen:

Employers may reduce hiring, automate jobs, or outsource overseas.
Entrepreneurs may choose to incorporate their businesses in other countries.
HNWIs leaving the UK could negatively impact sectors like hospitality and leisure.

Additionally, proposed employment law changes , including Day 1 rights, payroll compliance, and zero-hour contract restrictions , could further complicate business operations.

Labour faces a dilemma: raise taxes further (risking over-taxation) or cut spending (impacting their core voter base). According to the Institute of Fiscal Studies (IFS), proposed spending cuts won’t be enough, meaning further tax hikes are likely—especially targeting high earners, businesses, and pensioners.

For small recruitment firms, these changes present both challenges and opportunities – With that, here are my top tips for how to position yourself for success:

1. Conduct a Financial Audit - Over 75% of small businesses fail due to poor financial oversight. Hiring a full-time or fractional Finance Director (FD) can provide critical financial guidance. A specialist Financial Accountant can help you assess risks, optimize costs, and develop strategies to navigate tough times.

2. Screen potential clients - Before taking on a new client:

- Have clear, legally binding terms and be prepared to walk away from a client if they don’t accept them

- Remember, late payments can cripple you. Check for active County Court Judgments (CCJs) at Trust Online .

- Also, not all clients are created equal. Build client profiles that assess their financial health and profitability. Lower profitability companies tend to negotiate harder on fees and pay slower . Use Companies House to check audited financial statements and compare profits within their sector.

3. Shift to High-Value Recruitment Strategies - For permanent recruiters, consider:

Focusing on harder-to-fill positions.
Charging a retainer and requesting exclusivity.
Leverage your exclusive candidate network, which is not on LinkedIn
Using data led insights as a way to differentiate

4. Invest in Training to Stay Sharp - No matter your experience level, continuous learning is a game-changer. Industry expert Jeremy Snell offers highly recommended courses on pitching, closing, sourcing, and headhunting . Investing in yourself and your senior team will always yield returns.

Final Takeaway: Turn Challenges into Opportunity

This year presents obstacles, but it doesn’t have to be a difficult one for you. Boutique recruiters have a unique advantage—you don’t need a large client base, just the right clients. By staying financially savvy, selecting clients strategically, and sharpening your skills, you can not only survive but thrive in this changing environment. Stay proactive, stay informed, and let’s make this a year of success!

The Employment Rights Bill – Key Provisions

Mon, 31 Mar 2025 13:15:19 GMT

The Employment Rights Bill was introduced in the House of Commons on 10 October 2024.

It is currently in the House of Lords for scrutiny, with its second reading due on 27 March 2025. If it is passed, it promises to reshape the employment landscape. Some of the key provisions are summarised below.

Employers’ National Insurance Contributions (NIC) will rise from 13.8% to 15% .
The threshold for Employers’ NIC payments will be reduced from £9,100 to £5,000 .
The Stamp Duty Holiday ends, reverting thresholds to pre-2022 levels.
Business Asset Disposal Relief rises from 10% to 14% in 2024 and 18% in 2026 , with a £1m lifetime limit.
Long-standing tax rules for non-domiciled individuals are being abolished, changing how foreign income and inheritance tax apply.

Employers may reduce hiring, automate jobs, or outsource overseas.
Entrepreneurs may choose to incorporate their businesses in other countries.
HNWIs leaving the UK could negatively impact sectors like hospitality and leisure.

Additionally, proposed employment law changes , including Day 1 rights, payroll compliance, and zero-hour contract restrictions , could further complicate business operations.

For small recruitment firms, these changes present both challenges and opportunities – With that, here are my top tips for how to position yourself for success:

1. Conduct a Financial Audit - Over 75% of small businesses fail due to poor financial oversight. Hiring a full-time or fractional Finance Director (FD) can provide critical financial guidance. A specialist Financial Accountant can help you assess risks, optimize costs, and develop strategies to navigate tough times.

2. Screen potential clients - Before taking on a new client:

- Have clear, legally binding terms and be prepared to walk away from a client if they don’t accept them

- Remember, late payments can cripple you. Check for active County Court Judgments (CCJs) at Trust Online .

- Also, not all clients are created equal. Build client profiles that assess their financial health and profitability. Lower profitability companies tend to negotiate harder on fees and pay slower . Use Companies House to check audited financial statements and compare profits within their sector.

3. Shift to High-Value Recruitment Strategies - For permanent recruiters, consider:

Focusing on harder-to-fill positions.
Charging a retainer and requesting exclusivity.
Leverage your exclusive candidate network, which is not on LinkedIn
Using data led insights as a way to differentiate

4. Invest in Training to Stay Sharp - No matter your experience level, continuous learning is a game-changer. Industry expert Jeremy Snell offers highly recommended courses on pitching, closing, sourcing, and headhunting . Investing in yourself and your senior team will always yield returns.

Final Takeaway: Turn Challenges into Opportunity

Legal Update: Neonatal Leave and Pay Effective from 6 April 2025 - JMW Solicitors

Wed, 19 Feb 2025 15:52:57 GMT

The Department for Business and Trade have announced that the right to leave for employees with babies in neonatal care will be available from day one of employment from 6 April 2025.

The right to statutory pay during this time will be available to eligible employees who meet the service and earnings criteria. This comes after the Neonatal Care (Leave and Pay) Act (“NC(LP)A”) received Royal Assent in May 2023.

The current position is that if an employee’s baby requires specialist neonatal care after birth, they have no specific statutory right to leave or pay during this time. As a result, employees must use their existing statutory parental leave entitlement (such as maternity, adoption, shared parental or paternity leave) while their baby is in hospital. Due to the limitations associated with paternity leave, fathers and partners may exhaust their leave entitlement where their baby is in neonatal care for a prolonged period. The new entitlements to statutory neonatal care leave (“SNCL”) and statutory neonatal care pay (“SNCP”) aim to address these issues.

Under the NC(LP)A, employees will be entitled to SNCL along with additional existing leave entitlements (maternity, paternity and shared parental leave). This could increase demand for flexible staffing solutions, as parents engaged in various sectors are able to take more time off. Employers will likely look to recruitment agencies to fill any short-term staffing shortages.

After 6 April 2025, parents of babies who are up to 28 days old and admitted into neonatal care will be entitled to take SNCL and SNCP (subject to meeting the relevant eligibility criteria). The new rules stipulate that the baby must have been in neonatal care for a continuous period of 7 days or longer, which therefore excludes SNCL and SNCP for parents of babies who have a temporary and potentially less serious stay in the hospital. However, secondary regulations may specify exceptional circumstances in which neonatal care is regarded as continuous despite an interruption in the baby’s hospital stay.

Further, parents must be employees and have a parental or other personal relationship with the child who is receiving, or has received, neonatal care in order to take SNCL. Employees will be entitled to take SNCL for a minimum period of one week and a maximum period of 12 weeks. SNCL must be taken within the first 68 weeks of the baby’s life.

On the surface, the criteria for SNCL appears fairly broad and accessible to many parents who need it. As a result, recruitment agencies might need to adapt their strategies to accommodate more parental leave scenarios. This could involve offering more specialised services relating to short-term contracts.

The statutory requirements for SNCP will largely be the same as that for SNCL. However, unlike SNCL which is a day-one right, an employee must fulfil the following criteria in order to be eligible for SNCP:

Have at least 26 weeks' continuous service ending with the relevant week (the relevant week differs depending on the other statutory pay entitlements the employee may have).
At the end of the relevant week, be entitled to be in that employment.
Receive normal weekly earnings (the average weekly earnings which, in the relevant period, have been paid to the employee or paid for their benefit under the contract of service with the employer) for a period of 8 weeks ending with the relevant week of not less than the lower earnings limit (currently £123 a week) in force at the end of the relevant week.

In terms of the rate at which SNCP will be paid at, this will be determined by further regulations. The ‘NC(LP) Bill: Explanatory Notes’ suggests the rate will mirror that of statutory maternity pay i.e. the statutory rate or, if lower, 90% of the employee's average weekly earnings. The cost of providing SNCP may affect employers’ hiring decisions, especially in sectors with tight margins or high staff turnover. Recruitment agencies may need to advise companies on balancing the financial impact of this new policy with the need for talent acquisition.

This article is for general guidance only and should not be used for any other purpose. It does not constitute and should not be relied upon as legal advice.

If you would like to discuss this article or any recruitment issue in more detail, please contact Paul Chamberlain of JMW Solicitors LLP either by email at paul.chamberlain@jmw.co.uk or by telephone on 0161 838 2762.

TEAM Netwalk: A Fresh Approach to Networking

team@theteamnetwork.co.uk (Andy Dunne) — Thu, 13 Feb 2025 09:29:57 GMT

The first-ever TEAM Netwalk took place in 2024, a day before the TEAM Annual Conference and it was a fantastic way to start the event! We teamed up with Julia Doherty from Adventure Geek , raising money for SHOUT UK , to give Members and partners the opportunity to swap the boardroom for fresh air, open conversations and wonderful countryside views .

What is Netwalking?

As Julia put it, Netwalking is like netWORKing, but better - it takes conversations outside, removing the formal setting and allowing discussions to flow naturally. There’s real science behind it, too. Walking side by side rather than face to face makes people more open, leading to deeper and more authentic conversations .

The Route: Kenilworth Castle & Alpaca Farm

The 6.5-mile trail started and ended at Kenilworth Castle , just across from Chesford Grange Hotel, where our Conference takes place. The route had beautiful countryside paths and we even passed an alpaca farm along the way! It was purposely chosen to be an easy (and flat!) walk, to encourage relaxed discussions rather than a physical challenge.

More Than Just Business – A focus on Mental Health

One of the biggest takeaways from the Netwalk was that networking isn’t just about business - it’s about people . Getting to know each other in a relaxed setting strengthened relationships beyond just the same old recruitment chat.

In 2024, TEAM put a real focus on the Mental Health and wellbeing of our Members and Partners , launching a series of 10 specialist webinars on Mental Health and Wellbeing . The Netwalk was at the heart of this, it was not only a chance to connect but also an opportunity to raise awareness and support for mental health in our industry. The event was run in support of SHOUT UK , a mental health charity offering free, confidential crisis support via text .

John Docherty, Founder of ATP Technical, shared his experience:

“I enjoy a long walk or run, but it’s always with people I know. The 2024 TEAM conference offered me a new experience; to walk with people I’ve never met before. The route was picturesque and the weather warm, all the ingredients needed to start talking. About anything. I made connections with people on both a personal and professional level which served me well not just for the next two days but for the long term. PLEASE, sign me up for Netwalk 2025!”

Janine Ambrose, Back Office Support Services:

"For me, walking side by side created natural, easy conversations about business, well-being and just being yourself"

By the end of the walk, new connections have been made and everyone felt energised for the Conference ahead. With onl y 30 spaces available, it was an impactful yet intimate way to start the event.

We are hosting Netwalk #3 at TEAM Conference 2026!

This year taking place on Thursday 4th June - we are following the same route (only shortening it slightly!), with Julia Doherty leading the way.

TEAM Service Provider, Back Office Support Services have kindly sponsored the Netwalk for a second year running, choosing SHOUT UK as their chosen charity, which we are thrilled to be supporting for a second year.

There are only 30 spaces available, so be sure to reserve your space soon!

(You must be attending the TEAM Conference to participate! You can book your Conference ticket HERE .)

Join us for the next TEAM Netwalk in 2026 it’s the perfect way to connect, reset and start Conference in the best way possible!

Build Your Network The LEGO® Way: A Step-by-Step Guide

Mon, 21 Oct 2024 14:01:50 GMT

Earlier this month, Managing Director of TEAM, Andy Dunne , took to the stage at the Birmingham Recruitment Agency Expo to talk networking and…LEGO®?!

You see, Andy says that building a professional network takes time and effort, much like assembling a LEGO® masterpiece. You need patience, persistence, and the right pieces to create a solid network. Off the back of his talk at #RecExpo, we crafted a practical 13-step guide to help you build, develop, and strengthen your connections, brick by brick.

In our free downloadable guide , you'll have the opportunity to brainstorm and set clear goals that align with both your personal and business objectives. Use these strategies to help you expand your professional reach and grow a strong professional network that will eventually boost your bottom line. Just like constructing a complex LEGO® set, every connection you make adds another layer of strength to your network.

You'll discover how to develop your own personal brand, showcasing your commitment to your growth and professional development. The guide even includes a blueprint for success, offering you personalised steps to take, with helpful tips on using AI to create a tailored networking plan.

Explore old and new networking methods and evaluate which approach works best for you and your business. Learn how to build valuable partnerships and collaborations that will expand your network and extend your reach. Remember - just like building with LEGO®, networking should be fun!

Here’s a sneak peek at the first 3 actions you can implement today:

1. Networking like LEGO®

Brainstorm the types of events you could attend that will benefit you and your business - whether they’re industry conferences, local meetups, or workshops. Then, set a goal to attend one event per month between now and Christmas. At each event, make a point of meeting at least five new contacts and actively follow up with them.

Check out Hung Lee’s Recruiting Brainfood list of upcoming Recruitment and TA Events .

2. LEGO® & networking: An Investment in your Busines

Identify two specific networking activities to invest in this month. This could be attending an industry event, joining a professional group, or scheduling one-on-one meetings with key contacts. Then, allocate both time and money for these activities and commit to them, recognising that these investments are essential building blocks for long-term success.

3. Follow a plan: The Blueprint for Networking Success

Create a simple networking plan for the next three months. Identify the key people you want to connect with, the events to attend, and specific actions to take. Download the guide to get a ChatGPT prompt that will help you generate a personalised networking plan!

In the guide, you’ll also find some impressive top networking tips, an explanation and how to implement those tips, from eight leading networkers in the recruitment industry. If you haven’t heard of them yet (which we doubt!) get connected:

Wendy McDougall (CEO of Firefish Software)
Jo Major (Diversity in Recruitment)
Si Bor (Embedded Ops)
Hishem Azouzz (Hector)
Vanessa Raath (The Talent Hunter)
Simon Bliss (Chairman of TEAM)
Kate O’Neil (Kate O’Neil Coaching)
Jo Phillips (The Woman Behind the Women)

Their inspirational insights will help you refine your strategy and make meaningful connections.

Ready to start building your network? Download our free guide and get access to a step-by-step blueprint designed to help you create a solid, lasting network. With our handy downloadable guide, you’ll be on your way!

Who are TEAM?

TEAM is the UK’s largest recruitment network. We exist to create opportunities for recruiters, whether solo or established agencies, to save on costs and increase revenue , through extensive access to services, as well as offering a safe, collaborative national network to help businesses and people reach their potential.

The Future of Recruitment: How AI and Automation are Revolutionising Candidate and Employer Acquisition

Wed, 16 Oct 2024 14:51:29 GMT

The recruitment industry is undergoing a significant transformation, driven by Artificial Intelligence (AI) and digital advancements.

TEAM have collaborated with Service Provider and Partner Shazamme to bring Members an insightful blog article on the future of Recruitment with Ai. Thanks Shazamme and we hope you enjoy the read!

The recruitment industry is undergoing a significant transformation, driven by Artificial Intelligence (AI) and digital advancements. These technologies are reshaping how companies attract, engage, and communicate with both candidates and employers. In particular, AI is streamlining recruitment at the top of the funnel, making recruitment websites essential for attracting the right talent and clients. As digitization of processes becomes increasingly critical, quite simply recruitment businesses that fail to adopt these technologies risk being left behind.

1. The Role of AI in Recruitment

Artificial Intelligence has become a game-changer in recruitment, enabling companies to optimise their recruitment processes by leveraging data, automation, and machine learning. AI allows businesses to make more data-driven hiring decisions, streamline workflows, and improve the candidate experience.

a. AI-Powered Resume Screening

AI tools can scan thousands of resumes in minutes, identifying the most relevant candidates based on key criteria such as skills, experience, and qualifications. This not only reduces the time recruiters spend manually reviewing resumes but also helps eliminate unconscious bias from the screening process, ensuring a fairer selection of candidates.

b. Predictive Analytics for Hiring Decisions

AI doesn’t just speed up tasks—it also provides predictive analytics that enable companies to make more informed hiring decisions. By analyzing historical hiring trends and employee performance data, predictive analytics can forecast which candidates are most likely to succeed in a specific role, reducing turnover and improving overall quality-of-hire.

c. Natural Language Processing (NLP) for Job Descriptions

Natural Language Processing (NLP) is another AI-powered tool that optimises job descriptions by removing biased language and making them more inclusive. NLP helps create job postings that attract a more diverse pool of candidates, appealing to a broader audience and ensuring fairer hiring processes.

2. Automation in Recruitment: Efficiency and Scalability

While AI enhances decision-making, automation transforms the recruitment process by increasing efficiency and scalability. Automation tools allow businesses to handle repetitive tasks, engage candidates and employers consistently, and scale operations as demand grows.

a. Automated Candidate and Employer Sourcing

Automation tools can search job boards, social networks, and databases to identify candidates and employers that match specific recruitment goals. This speeds up the sourcing process, allowing businesses to build a larger and more qualified talent pipeline and client base without manual effort. By automating sourcing, recruiters can attract the right job seekers and employers faster and more effectively.

b. Automated Communication and Engagement

Engaging with both candidates and employers at scale is crucial for a successful recruitment process. Automation tools send personalised emails, provide application status updates, and manage interview invitations automatically. This keeps candidates informed and engaged throughout the process while maintaining strong relationships with employers.

c. Interview Scheduling Automation

Coordinating interviews can be time-consuming, but automation tools simplify this process by syncing candidate and employer calendars and automatically scheduling meetings. This drastically reduces back-and-forth communication, ensuring a smoother and more efficient hiring process for all parties involved.

3. The Benefits of AI and SEO in Recruitment Websites

AI and SEO play a pivotal role in optimising recruitment websites, helping businesses attract the right candidates and employers. A well-designed, AI-enhanced website serves as the top of the funnel and is often the first impression a candidate or employer has of your company. Shazamme’s AI-powered tools ensure your website is not only visually appealing but also optimised for performance, making it a key driver of recruitment success.

a. Faster Time-to-Hire

With Shazamme’s AI-powered SEO tools, businesses can ensure their recruitment websites rank higher on search engines. AI-generated meta descriptions, titles, and image alt tags automatically optimise every piece of content on your website, helping improve visibility. By attracting the right candidates and employers faster, businesses can reduce their overall time-to-hire and speed up recruitment processes.

● Shazamme's AI Meta Descriptions and Titles: Generate compelling, SEO-optimised titles and descriptions for all web pages and automating job postings SEO, ensuring higher relevant click-through rates and faster candidate acquisition.

● Shazamme's AI Image Alt Tags: Automatically generate descriptive alt tags for all images, improving SEO and accessibility, allowing your website to rank higher and attract the right audience more effectively. See all your website images on one page and update all page SEO with the click of a button.

b. Improved Candidate and Employer Experience

A recruitment website is a critical part of the candidate and employer experience. Shazamme’s platform ensures that recruitment websites are SEO-optimised and easy to navigate, offering features like AI-driven content creation and real-time SEO alerts. These features keep your website optimised and ensure a seamless user experience. Additionally, Shazamme’s AI-powered language translation allows your website to cater to a global audience, providing an inclusive experience for candidates and employers across multiple regions.

● Shazamme's AI Content Creation: Automatically create engaging landing pages, blogs, and web content that are SEO-optimised, reducing time spent on content generation and ensuring candidates and employers find the information they need quickly.

● AI-Powered Language Translation: Expand your reach by enabling your website to offer content in multiple languages, making it easier for candidates and employers from different regions to engage with your platform.

c. Scalability for High-Volume Recruitment

For businesses with large-scale recruitment needs, Shazamme’s platform ensures that websites are scalable and can handle high traffic without compromising quality. This scalability supports business growth while ensuring that your recruitment website remains an efficient tool to attract both candidates and employers.

● Shazamme’s AI Section Building: Easily create and update entire sections of your recruitment website, ensuring your platform can expand as needed while delivering an optimal user experience, even at high volumes.

d. SEO and AI for Business Visibility

A strong SEO strategy is critical for any recruitment website. Shazamme’s AI-powered SEO tools help businesses stay visible in a competitive landscape by continuously optimising content and improving search engine rankings. With real-time SEO alerts, your team is always aware of opportunities to enhance the performance of your recruitment website, attracting more relevant candidates and employers and supporting better recruitment outcomes.

● Real-Time SEO Alerts: Shazamme’s platform provides real-time alerts for SEO opportunities and issues, helping businesses continuously optimise their content to maintain high visibility in search engines.

4. How Shazamme Supports the Future of AI in Recruitment Websites

Shazamme is committed to providing businesses with AI-powered recruitment websites that enhance user experience and optimise engagement. Our platform enables you to build customisable websites that are SEO-optimised, accessible, and efficient.

Key Features of Shazamme’s Platform:

● Customisable Websites: Shazamme’s platform allows you to build a modern, SEO-friendly recruitment website that showcases your brand and provides a seamless experience for both candidates and employers.

● AI-Driven Content Creation and SEO Optimisation: Our AI-powered tools automate the creation of landing pages, blogs, and meta descriptions, ensuring that your website ranks highly in search engines and attracts the right audience.

● AI-Powered Language Translation: Engage a global audience with AI-driven language translation, ensuring your content is accessible to candidates and employers across different regions.

● Real-Time SEO Alerts: Stay competitive with real-time SEO alerts that help you continuously optimise your recruitment website for better performance and higher visibility.

Conclusion: The Future of Recruitment with AI and Automation

The future of recruitment lies in the smart integration of AI and automation. With Shazamme’s AI-powered tools, businesses can streamline their recruitment processes, optimise their websites for SEO, and engage highly relevant candidates and employers more efficiently. Recruitment websites serve as the top of the funnel and are often the first impression a company makes on potential talent and clients. Shazamme ensures that your website works as a powerful tool to attract the right talent, enhance the candidate and employer experience, and support scalability as your business grows.

Ready to transform your recruitment strategy? Let Shazamme help you build a future-proof recruitment website that integrates AI and automation, ensuring your business stays competitive and visible in today’s digital recruitment landscape.Start the conversation today.

Why recruiter insurance is essential for your business

team@theteamnetwork.co.uk (Andy Dunne) — Tue, 17 Sep 2024 10:18:21 GMT

As a recruitment professional, you're in the business of connecting the right people with the right opportunities—a job that's both rewarding, challenging and not without risks. With this important role comes the need to protect yourself and your business from the unexpected, especially in today's complex and litigious business environment. Recruiter insurance is not just a legal requirement in many instances but also critical for safeguarding your business, reputation, and financial stability.

Marsh Commercial has a team of recruitment insurance specialists who work with micro-SME recruiters through to larger clients with more complex requirements. A quote and buy facility is available for members who wish to self-serve and there’s a team only a phone call away for those requiring a more advised sale - 0161 245 1220.

What is recruiter insurance, and why do you need it?

Recruiter insurance typically includes several types of cover tailored to the needs of recruitment agencies and individual recruiters. The types of roles or industries that you place into and the countries that you supply staff to can all have an impact on your business risk. The most common insurance products are professional indemnity (PI), public liability (PL), and employers liability insurance (EL).

Professional Indemnity Insurance

Also known as professional liability insurance, protects you against claims made by clients for professional negligence, errors, or omissions. Even a minor mistake in candidate placement or employment advice can lead to significant financial losses or reputational damage in the recruitment industry. Additionally, you may be accepting liability under contract for the actions of the temporary workers that you supply. You might also have contracts where the law governing the contract is US or Canadian Law, which would have different implications than claims arising under UK Law. PI insurance covers the legal costs and any compensation you might be required to pay, ensuring your business remains financially viable.

Public liability Insurance

As a recruiter, you might interact with clients, candidates, or members of the public at your office or their premises. PL insurance covers you if someone is injured or their property is damaged because of your business activities. Our Recruitment Scheme policy can also extend to include temporary workers and temporary candidates placed outside of the UK – although you will need to discuss your requirements with us as some restrictions may apply.

While such incidents may seem unlikely, having this cover ensures you won't have to bear the financial burden if something goes wrong.

Employers liability insurance

In most cases, is legally required if you employ staff. It covers you if an employee is injured, dies or contracts a disease caused by a negligent act of the employer, for which you would become legally liable. Failing to have this insurance can lead to hefty fines, so it's crucial to ensure you comply with the law.

Additional insurance to consider

While the basic insurance covers are essential, other products can provide additional protection for your business:

Driver's negligence insurance

I f your business involves placing temporary drivers, this insurance covers damage to vehicles caused by the driver's negligence. This is particularly important if your clients expect you to take responsibility for any incidents while a driver is on assignment.

Personal accident insurance

This cover provides financial support if you or your employees suffer from an accident that leads to injury or death. It's a critical consideration for businesses where staff may travel or work in potentially hazardous environments.

Cyber insurance

In today's digital world, cyberattack risk is ever-present. Cyber insurance protects your business against the financial impact of data breaches, cyberattacks, funds transfer fraud and other digital threats. This is especially important for recruitment agencies that handle sensitive client and candidate information or frequent invoices.

Legal requirements and compliance.

Certain types of insurance are legally required. We've mentioned that employers liability insurance is compulsory for any business with employees. Additionally, contracts with clients often stipulate that you must have professional indemnity insurance in place. Without these insurances, you are at risk of financial loss, and you may also face legal penalties and potentially lose contracts.

Building trust with clients and candidates

Having the right insurance isn't just about protecting yourself; it's also about showing your clients and candidates that you're a responsible business. In a competitive industry like recruitment, that extra layer of trust can set you apart from the crowd.

For members of The TEAM Network, securing comprehensive recruiter insurance is a fundamental step in protecting your business, your clients and your candidates. Whether you're a small agency or a large recruitment firm, the right insurance ensures compliance with legal requirements. By investing in the right cover, you can confidently operate, knowing you have protection in place against potential legal and financial challenges.

Get in touch with a recruitment insurance expert today

If you need specialist advice or an insurance quote, the recruitment specialist team at Marsh Commercial is here to help. Call them on 0161 245 1220 or email Su.Haddrell@marshcommercial.co.uk .

If you are looking for instant cover, visit the quote and buy platform , ideal for businesses with a turnover of less than £5 million.

Top 13 Tips for Networking at TEAM's Upcoming Events

team@theteamnetwork.co.uk (Andy Dunne) — Fri, 23 Aug 2024 12:43:56 GMT

As we gear up for our exciting face-to-face networking season, with over 13 events lined up in the next five weeks, it's the perfect time to fine-tune your networking strategies with these tips for success!

Whether you're an experienced networker or new to these events, these top tips will help you make the most of your time and connections:

Don’t Stress About Having an Elevator Pitch
Don’t worry if you don’t have a polished elevator pitch. We all started as newcomers to recruitment networking and to TEAM at some point. Just come along, say hello, and let the conversations flow!
Set Clear Goals
Decide what you want to achieve at each event—whether it's meeting specific people, learning about new trends, or exploring potential collaborations. Having a focus will make your networking more purposeful.
Research Attendees
Check the event guest list from TEAM HQ or your Regional Director and identify key individuals or TEAM Partners you’d like to connect with. Knowing a bit about them beforehand can help you start more meaningful conversations.
Prepare to Share
TEAM Regional and Divisional meetings are excellent opportunities to share ideas, knowledge and practical advice on how to be the best recruiters! Some of the best tips I’ve received came from these smaller, focused meetings. Always come prepared with ideas and advice that might benefit other Members and TEAM Partners.
Be Approachable
Smile, make eye contact, and show genuine interest in others. Ask questions about their business and listen. Building relationships is about creating a two-way dialogue, not just promoting yourself. Remember, everyone in TEAM is super friendly and there for the same reason as you.
Follow Up with Your New Network Contacts
After the event, send a personalised follow-up message to the people you met, or if you’re like me, a quick 30-second Odro video to say thanks! Reference something specific from your conversation to help them remember you and reinforce your connection.
Use Social Media
Share highlights or a snippet from the event on LinkedIn. You could share what you learnt and who you met. Being visible at these events demonstrates to clients, candidates and fellow recruiters that you are actively involved in the industry, keeping up to date, and value networking and knowledge sharing. Why not take a selfie and share it on your socials?
Save Your Unique LinkedIn QR Code as Your Mobile Home Screen
Make it easy to share your LinkedIn profile by saving your unique LinkedIn QR code on your mobile home screen. This quick access makes it simple to exchange contact details and connect with new people.
Roundtable Discussions
Roundtable discussions are excellent opportunities to chat to people with similar interests or challenges and establish yourself within the TEAM Community. Ask your Regional Director or TEAM HO before the event what topics will be covered in the breakout sessions, or if you have any of your own topic suggestions you’d like.
Bring a Colleague, Partner, or a non-Member Guest.
Attending with a colleague can enhance your experience and networking, as they might connect with people you haven’t met and vice versa, broadening your reach and making the event even more valuable. Or why not reach out to your recruitment network and bring somebody along who could benefit from being a member of TEAM. If they join, you’ll receive a £200 referral reward!
1Leverage Our WhatsApp Community
Engage with the WhatsApp community before the event. Pose questions, share your goals, or suggest meet-ups before or after. This proactive approach can help you connect with more Members and suppliers. TEAM’s WhatsApp Community includes over 23 groups and 700+ Members – if you aren't involved yet, email us at TEAM HO.
Offer and Seek Referrals
Be proactive in offering referrals to other TEAM Members or Partners who could benefit from your services. Similarly, ask for referrals or recommendations that could assist you in expanding your business. With TEAM consisting of 75% specialist recruiters, there’s always someone in the network who can help.
Don’t be late – if you can help it
Arriving early can give you a head start on networking opportunities. You’ll have more time to connect with early arrivals and make the most of the quieter moments before the event gets busier.

Networking is a vital part of growing your business and your spot in the TEAM community. By following these tips, you'll maximise your chances of making valuable connections and discovering new opportunities.

Ar e you joining us at your next regional event?

Find out when your next event is here.

Looking forward to seeing you all at our upcoming events!

If you aren't a Member or Partner of TEAM yet and want to experience the TEAM network local to you, get in touch and we'd love to chat!

The power of networking: building your recruitment business

Tue, 20 Aug 2024 12:27:44 GMT

Whilst the recruitment industry is fast-paced and sales-driven, relationships really are the backbone that builds the strongest recruitment businesses. Building a strong network of fellow recruiters and business owners can be the secret ingredient to your success. It's about creating a support system, sharing knowledge, and unlocking opportunities that you might miss out on.

Porter Gale, former Vice President of Marketing at Virgin America once said, “Your network is your net worth” . Truer words have never been spoken!

Why networking matters

Networking is more than just exchanging business cards (does this still happen nowadays?!); it’s about building genuine connections. By surrounding yourself with like-minded professionals, you can create a colossally powerful support system. The right network will give you a sounding board for ideas, access to industry insights, people to lean on when times get tough (because, in recruitment, they certainly do) and a platform to share your expertise too.

Moreover, a strong network can open doors to new business opportunities. Referrals, partnerships, discounts and collaborations often stem from these connections. In an industry as competitive as recruitment, having a solid network can give you a significant advantage.

This is particularly true within the TEAM network, where our 500+ recruitment industry members have access to over £1.7million in split fees, up to 85% discount on job boards, access to top-tier industry suppliers knowledge and guidance, and the feeling that they are not in this alone.

The Benefits of Networking

The impact of networking on business growth is undeniable. According to a study by the British Chambers of Commerce, 75% of businesses believe that networking is essential for business growth. This highlights the importance of building and maintaining strong professional relationships.

Furthermore, a report by the Department for Business, Energy & Industrial Strategy found that businesses with strong networks are more likely to innovate, create jobs, and increase exports.

One person who knows the benefits of networking first hand is Simon Bliss, Chairman at TEAM. Simon says,

“When I was a TEAM member as MD at Principal People, I reached out for advice to other members in the regional meetings for advice on incentive and commission programmes for my growing team. The feedback and openness i received from fellow members allowed me to build a new incentive scheme for my current and future staff that both helped with retention and attraction, and contributed hugely to build sales and margin without any consultancy or legal costs.”

We also asked Ruth Forster, Founder at Wagstaff Recruitment , and TEAM member, to share her thoughts. She said,

“Building a network that works for you takes time, but like most important things, you have to invest time to reap the rewards. I would not be the person I am today, nor would my business be the success it is, without my network. Success to me means being in a strong and happy place personally, having a happy team that achieves great results, and running a stable business with a solid reputation. The right network of people offers support, challenge, accountability, and learning, and in return, you will support people in your network too.”

Building Your Network

Building a strong network takes time and effort, but it is so worth it! Here are some tips to get you started:

Attend industry events

Conferences, meetups, and awards ceremonies are great places to connect with other professionals. The TEAM network hold monthly virtual and in person events for members, and an annual conference which is one of the most talked about events of the year! Check out this video from our 2023 conference.

Leverage online platforms

If you’re not on LinkedIn, are you even a recruiter? LinkedIn can be a powerful networking tool, when it’s used to its full potential. Connect with others in the industry, join groups and spend some time building connections through commenting on industry posts and topics.

Join professional organisations

Becoming a member of a recruitment network, like TEAM, can connect you with like-minded individuals and be the springboard you need to propel your recruitment business forward.

At TEAM, we understand the importance of networking. We exist to create opportunities for recruiters, whether solo or agency, to save on costs and increase revenue, through extensive access to services, as well as offering a safe, collaborative national (and International) network to help businesses and people reach their potential.

With member fees starting at just £60 per month, why wait? Start building your network today and watch your recruitment business thrive.

Job Flow Index Recruitment Statistics - July 2024 from Firefish Software

Mon, 05 Aug 2024 15:14:24 GMT

The monthly Job Flow Index analyses recruitment statistics and industry trends to provide recruitment agency leaders with insight into market conditions.

Recruitment Overview

The volume of jobs created and placements made reached the highest level of the year in July. Following a suppressed June there has been a resurgence of job creation, adverts being posted, and placements being made; with almost every specialisation experiencing month-on-month growth.

In July:

- The total volume of placements increased by 34%.

- The volume of jobs created increased by 15%.

- Temporary & contract placements increased by 40%.

- Permanent placements increased by 11%.

The increases in July match a steady growth pattern throughout the year, which was interrupted in June as the market slowed down in anticipation of the election. When compared to July 2023 however, there has been significant growth across the board and placements are 11% higher year-to-date.

July has been a strong month for recruiters with the average revenue per recruiter increasing by 49% against the suppressed figures in June.

With the number of job adverts being posted and the number of new jobs being created peaking for the year so far in July, August is likely to remain strong.

Published by Firefish Software

Download the full article below or follow the link here to read more.

TEAM Conference 2024

Tue, 02 Jul 2024 11:48:17 GMT

TEAM Conference 2024

June 7 ^th 2024

Chesford Grange, Warwickshire

Friday June 7 ^th commemorates the day TEAM hosted its 30 ^th Anniversary Birthday and 10 ^th Annual Conference

We had high expectations for the event and knew we wanted to bring something BIG to the network, and we certainly did.

The Conference is TEAM’s main networking event of the year - an opportunity to create connections, collaborate, strengthen relationships and keep up to date with the ever changing recruitment world, amongst Members and suppliers alike. It is a dedicated time to learn, develop and upskill for business owners and agencies staff, whilst being around wonderful people and having FUN.

This year we were in the Midlands, at Chesford Grange Hotel. A central location for our attendees. We had a record number of attendees, exhibitors and speakers with over 350 ticket sales and 26 stands. The sun was shining, and energy was high!

Members are at the core of the network. The event is an opportunity for those to come together, across all regions, from Scotland down to the South coast, we even had some Aussies!

The power of TEAM lies within our face-to-face events. In a digital era, post the crazy covid world, being online is at the forefront of our day to day lives. Whilst there are huge pros to the accessibility the world of technology creates, there is nothing more powerful and rewarding than being face to face, in a room with other humans and a cup of coffee (or tea) in hand. A real hug is better than a virtual one.

The 3 c’s of networking: connect, communicate, and collaborate and this is exactly what the conference facilities, on a BIG scale. Some of our best Member Job-sharing stories come from the Conference. Kerry Greenland and Sarah Bishop met one night at the Conference bar and went on to share half a million in fees together. James Rayner and Steve Wallace met at TEAM Conference 2023 and have gone on to share 21 roles together over the last 12 months. These are two examples out of hundreds.

The line up of speakers was the most ambitious yet. We researched, we listened, and we looked at who was HOT in the recruitment world. Our speakers carry the day, leading invaluable sessions and we wanted this to be maximised. With Hung Lee (Recruiting Brainfood) opening the day, followed 39 recruitment thought leaders. The likes of Neil Carberry (REC) Sean Anderson (Hoxo), Jeremy Snell (Zero Entropy Networks), John Salt, Mitch Sullivan and so many more. Sally Gunnell OBE closed the event. Sally was our first FEMALE closing speaker, and an influential example of determination and working hard who resonated with us all.

Our service providers keep the network spinning, adding monumental value whether that’s by hosting exclusive L&D sessions online or at regional meeting or providing member only discounts. At the Conference, we had 26 service providers with exhibitor stands and 6 sponsors. As a recruiter, it’s an incredible way to see what’s about in the industry and what’s current. As a service provider, it’s a chance to meet and connect with your customers but also showcase and demonstrate to new agencies who want your service. There is something for everyone at the Conference.

And it wouldn’t be a Conference, if there wasn’t a party! To celebrate 30 years, a 90s themed evening was a no brainer. From pink shell suits to velour tracksuits and a lot of double denim, we partied the night away with the help of Dave Goodings from Capital Radio on the DJ decks. We held an award ceremony, recognising Members and service providers who have gone above and beyond, as well as our TEAM Xchange winners – with cash prizes for those who have excelled in job sharing with each other.

As well as having fun, we raised almost £3,500 for our chosen charity, SHOUT UK , during the Conference. On the Thursday before the event, we had 40 guests take part in a Net-walk, led by Julia Doherty from Adventure Geek. This was a completely new concept to most people, but a 6 mile stretch across an alpaca farm at Kenilworth Castle, created a wonderful opportunity for conversation and new connections to be made. Keep an eye out for Netwalk #2!

We also hosted a dedicated raffle, with the support of the Recruiting Gym, along with lots of generous prize donations and ticket buyers. We are so proud of the money raised for this important charity.

You won’t find another network with a community and spirit like TEAM. Through our members, service providers and TEAM head office itself, the network excels in offering support, bringing energy and creating a space where everyone is on the same path to achieve success. There are tough times and it’s important to share challenges just as it is successes. The TEAM network really is something special.

Does TEAM sound like a recruitment community you'd like to be involved with?

Click 'Join TEAM' below to have a chat and see how the network could be a fantastic addition to your business!

Welcome to the New TEAM Website

team@theteamnetwork.co.uk (Andy Dunne) — Fri, 24 May 2024 09:47:41 GMT

Introducing the New TEAM Website: Your Go-To Resource for Recruitment Success

We are thrilled to announce the launch of our brand-new TEAM website! As we enter our 30th year, we wanted a fresh new look that reflects our commitment to innovation and excellence in the recruitment industry. Designed with our Members in mind, the website is your ultimate destination for everything related to recruitment success. Let's dive into what this exciting new platform offers and what you can expect from our upcoming blog.

A Fresh, User-Friendly Design

Our new website boasts a modern, user-friendly design that makes it easier than ever to find the information you need. Whether you're a start-up, solo business owner, or an established recruitment agency, our site is tailored to help you navigate the vast resources available to you as a TEAM Member.

Introducing the TEAM Blog

Our blog is a new feature we're particularly excited about. It will be your go-to source for insights, tips, and updates on the recruitment industry. Here’s a sneak peek at what you can expect:

Expert Insights

Gain valuable perspectives from industry leaders and recruitment experts. From the latest trends to actionable advice, our blog will keep you informed and ahead of the curve.

Success Stories

Be inspired by success stories from our Members. Learn how others in the TEAM community have overcome challenges, seized opportunities, and achieved their business goals.

Event Highlights

Missed an event? No problem! Our blog will feature highlights and key takeaways from TEAM events, ensuring you stay in the loop even if you couldn't attend in person.

Member Spotlights

Get to know the diverse and dynamic Members of TEAM. Our Member Spotlight series will showcase the people and businesses that make our community vibrant and strong.

Practical Tips

Looking for practical advice on running your recruitment business? Our blog will offer tips on everything from marketing strategies and technology tools to best practices in talent acquisition and management.

Join the Conversation

Our new website and blog are not just about providing information; they are about fostering a community. We encourage you to join the conversation by leaving comments, sharing posts, and engaging with other Members. Your insights and experiences are invaluable to us and the broader TEAM community.

Stay Tuned

We have a lot in store, and we can’t wait to share it with you. Make sure to bookmark our blog and check back regularly for the latest updates. Together, we will continue to build the best recruitment network for independently owned recruitment businesses.

We’re looking forward to embarking on this new journey with you. Stay connected, stay informed, and let’s grow together with the new TEAM website and blog. See you online and at our upcoming events!

Flexibility and Affordability: Why Health Cash Plans Trump Private Medical Cover for the Contingent Workforce

Wed, 28 Feb 2024 06:14:08 GMT

In the modern landscape of work, the contingent workforce plays an increasingly vital role. Yet, as integral as they are to our economy, many in this contingent workforce face challenges in accessing comprehensive healthcare coverage. While Private Medical Cover has traditionally been seen as the go-to option for health insurance, Health Cash Plans are emerging as a game-changer for this dynamic workforce, offering tailored benefits that fit their unique needs and circumstances.

The challenges faced by contingent workers in accessing healthcare are multifaceted. Firstly, the constraints of the NHS waiting lists can pose significant hurdles, especially for those who require prompt medical attention. Unlike traditional employees who may have access to private medical coverage through their employer-sponsored insurance, contingent workers often find themselves navigating the complexities of the NHS, where delays in appointments and treatments are an unfortunate common occurrence.

Moreover, Health Cash Plans offer a broader scope of coverage compared to Private Medical Cover. While Private Medical Cover may limit access to specific healthcare providers or treatments, Health Cash Plans empower individuals to choose how they allocate their benefits. This means that contingent workers can use their cash benefits to cover a wide range of healthcare expenses, including dental care, optical services, physiotherapy, and more. This flexibility ensures that individuals can prioritise their health needs and make informed decisions about their care.

Another significant advantage of Health Cash Plans for the contingent workforce is their accessibility. Unlike Private Medical Cover, which may have strict eligibility requirements or lengthy approval processes, Health Cash Plans are available without medical underwriting. This means that individuals can enrol in a plan quickly and start accessing benefits almost immediately, without having to navigate complex administrative procedures or worry about being denied coverage due to pre-existing conditions.

Additionally, Health Cash Plans can provide a sense of security and peace of mind for contingent workers who may not have the same level of job security or benefits as traditional employees. By offering financial support for out-of-pocket healthcare expenses, Health Cash Plans help to mitigate the risks associated with unpredictable income streams and unexpected medical costs, ensuring that individuals are not left financially vulnerable in times of need.

In conclusion, for the contingent workforce, Health Cash Plans offer a flexible, affordable, and accessible alternative to traditional Private Medical Cover. With their broad scope of coverage, and streamlined enrolment processes, Health Cash Plans empower freelancers, contractors and temporary employees to take control of their health and wellbeing in an ever-changing work environment. As the contingent workforce continues to grow and evolve, Health Cash Plans stand out as a valuable tool for ensuring that all individuals have access to the healthcare they need to thrive.

If you want to Boost your contingent workforce’s health and wellbeing with our market leading Health Cash Plan, contact us at hello@boostworks.co.uk

Meridian Business Support recruits SOS Group

Fri, 26 Jan 2024 07:53:37 GMT

Office technology provider, SOS Group, has signed a new five year contract with one of the UK’s largest and most established recruitment companies, Meridian Business Support.

Meridian Business Support specialises in the recruitment of temporary, permanent and contract hiring, on average providing over 4,000 temporary staff per week and placing over 1,200 permanent candidates a year.

Based in Manchester and with almost 35 years of success and awards under their belts, Meridian helps companies across the country fill roles within their business and supports candidates in employment searches across multiple sectors, including healthcare, industrial, built environment and office and professional.

The new business relationship will rationalise the company’s branch and satellite office technology needs nationally and, in addition to delivering a secure and reliable network of 35 multifunctional office devices, the managed print services will bring estimated savings of around £20,000 each year.

Amanda Harrison, procurement and property manager at Meridian Business Support, says: “The team at SOS Group offer a true partnership approach, which is exactly what Meridian was looking for in a technology provider.

“Their management of the process, including handover from the previous supplier, was easy and stress-free and I look forward to continuing to work with them.”

SOS Group was established in 2002 by three company directors, who are still the principal stakeholders and client account managers.

Facilitating all business requirements, including communications and IT, SOS Group specialises in providing copy, print, scan solutions and has a centralised office in Gateshead and six regional hubs servicing accounts nationally.

The award-winning company has a proven track record in creating a smooth transition from previous office technology suppliers, something SOS Group Director, Andrew Skelton, knows is vital to any business.

Andrew says: “We bring all our experience to the table to ensure a smooth handover for our clients. In the case of Meridian, this included delivering all the previously used devices to their third party supplier and ensuring a transition with no financial penalties incurred because of the change in contract.

“We know our clients want more than cost savings, they need reliability and peace of mind. That only comes through quality service and the assurance of personal support from account managers and engineers, something that really sets SOS Group apart from our competitors.

“Meridian provides exceptional recruitment support for their clients and we’re looking forward to matching that standard with our business technology support for them.”

Established in 2002, SOS Group supplies and maintains leading brand digital office equipment and offers a full range of office management services, including unified communications, IT support, document management, cost consultation and managed print services for startups to multi nationals.

The company also has an established reputation in the events sector and has provided digital office equipment services at competitions including the IAAF World Athletics Championships, the Special Olympics GB National Games, British Swimming Summer Championships and World Para Athletics Championships.

For more information, please visit www.sosgroup-ltd.co.uk .

Capture and Measure Diversity Data and Remove Bias with Volcanic’s D&I Tools, Powered by Diversely

Wed, 17 Jan 2024 07:59:41 GMT

Did you know that on average, women will work for free for 2-months this year due to the gender pay gap?

Volcanic is proud to be the only recruitment website provider in the market that truly blends digital performance with inclusivity , following the latest launch of our D&I tools.

So as we continue the work to enable agencies to deliver fair and inclusive recruitment for their clients, we are offering new Volcanic customers 2-months FREE until 10th March 2024.

What’s included?

Choose any of our recruitment website packages , each of which bundle together:

World-class website design and build
Easy-to-use content management and optimisation platform
Ongoing customer support and success plans
Additional services to maximise performance
Now with built-in D&I tools , including our latest diversity data capture and reporting dashboard, and an AI-driven job advert bias analyser coming in February 2024.

GET IN TOUCH HERE

MORE DETAILS ON OUR D&i TOOLS HERE

2-months Free Offer terms:

Standard terms apply – Available on 36-month contracts with cost for 2 months deducted from total value of contract.
Offer available for new Volcanic customers only (including existing customers of other Access Group products)
Offer ends 12am (GMT), 10th March 2024.
Access Volcanic reserves the right to amend or end the promotional offer at any time

December labour demand was lower than in previous years but labour shortages are still supporting activity – REC

Tue, 16 Jan 2024 09:52:03 GMT

December labour demand was lower than in previous years but labour shortages are still supporting activity – REC

The number of active postings in the month of December 2023 was 1,710,492, a 24.3% decrease from the month before (November 2023) and a 32% decrease from December 2022 (2,516,973). There were 2.8 million active vacancies in the month of December 2021.
Notable increases in adverts for prison service officers (+34.7%), authors, writers, and translators (+10.3%) and air transport operatives (+4%).
In December 2023 Tower Hamlets (-7.7%), Haringey and Islington (-11.0%) and the Orkney Islands (-12.0%) had the softest decline in job postings when compared to November 2023.
There were 656,481 new job postings in December 2023 – a 27.7% decrease from the month before and a 27% decrease from December 2022 (899,049).

Despite falls relative to previous years, demand overall is still substantial, with the latest Recruitment & Employment Confederation (REC) and Lightcast Labour Market Tracker showing 1.7 million active job postings in December.

December is always a quiet month for recruitment, as Christmas hiring is generally completed and clients tend to postpone new activity into January, so the fall in posting numbers from November is no surprise. By contrast, the like-for-like comparison with the previous two Decembers, which came amid the post-pandemic sugar rush of hiring, emphasise the sequential slowing of the market in 2023.

REC Chief Executive Neil Carberry said:

“It is little surprise that jobs postings were muted in December because employers tend to have completed Christmas hiring by November, and then postpone new activity until the new year.

“The labour market weakened across 2023, especially for permanent roles. But it did so from a very high base. Comparing with previous Decembers, we can see a significant fall from the levels of activity in previous post-pandemic festive periods. It is important to remember that activity levels overall remain relatively high by comparison to pre-pandemic norms, and unemployment is low. There remains opportunity out there for jobseekers, especially in growing sectors.

“Anecdote and client survey data suggests there is hope for more growth in the market this year. As the economy grows, businesses will be looking to government to use the Spring Budget to unlock labour supply with action from welfare-to-work programmes to skills reform and a more sensible debate on immigration.”

Neil Carberry added:

“Uncertainty about the economy this year means we must make sure we support young people as they leave education. This must include rethinking the Apprenticeship Levy to re-focus levy money on 16–24-year-olds and those most in need – and more flexibility so that businesses can use it for high quality shorter training courses that will help plus skills gaps.”

Occupations with notable increases in adverts in December 2023 include prison service officers (+34.7%), authors, writers, and translators (+10.3%), air transport operatives (+4%) and speech and language therapists (+3.0%). Psychotherapists and cognitive behavioural therapists (-3.7%), dental nurses (-6.4%) and childminders (-6.6%) follow with the softest declines in job postings this month.

Manual labour roles were not particularly in demand during the December timeframe, with painters and decorators (-41.1%), packers, bottlers, canners and fillers (-40.5%) and road transport drivers (-40.2%) showing the lowest growth in job adverts.

When looking at the top ten counties/unitary authorities for growth in active job postings, five were based in London. This suggests a more encouraging trend for the capital’s job market and economy than reported in alternative recent jobs surveys.

Of the bottom ten areas with the lowest growth in active job postings, five were in Scotland and four were in Northern Ireland. This chimes with the REC/KPMG Scotland Report on Jobs which found that overall demand for staff weakened further, with both permanent and temp vacancies declining markedly in December.

Across the UK, Tower Hamlets (-7.7%), Haringey and Islington (-11.0%) and Orkney Islands (-12.0%) had the softest decline in job postings when compared to November 2023. Belfast (-34.2%), Fermanagh and Omagh (-34.3%) and East Dunbartonshire (-41.5%) all accounted for the sharpest decline in job postings.

Ends

Notes to editors:

The REC has been analysing weekly and monthly data comparisons in parallel for the final months of 2023 to assess ways of improving the robustness of our analysis. Consequently, we will switch to comparing monthly rather than weekly data on a permanent basis from January 2024.

The LMT will also move from analysing Standard Occupational Classification (SOC) 2010 to the revised SOC 2020. The main areas of change from the previous classification are:

A review of the classification of roles as professional or associate professional
This means that occupations such as Paramedics, Multimedia Designers, Investment Analysts, and Taxation Experts, which were part of the “Associate Professional or Technical” classification in SOC 2010, have been reclassified as “Professional” occupations in SOC 2020.
The reclassification of occupations associated with information technologies
This means that the growth in IT roles over the last decade or so has now been recognised by the creation of new unit groups such as Cyber Security, Quality and Testing, Networks, Web Design, Database Administrators, and IT Trainers.
Disaggregation into less heterogenous unit groups
This includes the creation of a separate role for Logistics Management; distinguishing General Medical Practitioners from Specialist Medical Practitioners; a breakdown of nursing roles; and more detail on storage and warehouse roles.
Overall, the new SOC 2020 classification system is more granular, with 43 more occupations at the 4-digit level than the 2010 version. This means that the REC can provide better and more up-to-date information, based on both the 43 the new classifications and the reviewed classifications.

The Labour Market Tracker is produced by the REC in partnership with Lightcast, using their Job Postings Analytics data which is harvested from tens of thousands of job boards. Data was harvested in December 2023. For more details, see the attached annexes which, in league table format, detail the top and bottom ten county/unitary authorities for growth in job postings and growth by occupation type.

‘Active’ job postings are those which were live online during the specified time period. ‘New’ job postings are those which were added to the active stock during the specified time period.

The Future of the Recruitment Industry Report: 2024 from Firefish Software

Fri, 12 Jan 2024 09:58:27 GMT

At the end of every year we survey hundreds of agency leaders across the UK and Ireland. Enabling the Firefish Software marketing team to paint a picture of how business has been, growth forecasts for the year ahead and the strategies they are prioritising.

The 2024 Recruitment Agency Report is now live and here’s a couple of highlights from it:

�� – Is email marketing making a comeback? Email marketing saw the highest year-on-year growth as a candidate acquisition channel for the second year running.
�� – Salary conflict – 84% of leaders believe that base salary is the most important factor for candidate attraction however more than 50% of leaders reported no increase in their recruiters’ base salaries in the last 12 months.
�� 84% of agency leaders are confidently forecasting sales growth in 2024. If you’ve been waiting for the perfect moment to seize new opportunities, this could be your year to shine! ��

Link to the full report ��

A New Breed of Marketing Leaders is Increasingly Being Trialled in the UK Staffing Industry

Thu, 11 Jan 2024 10:32:33 GMT

As a follow-up to last year’s research which looked at the profile of recruitment Marketing Leaders, we explore the career paths and experiences of those in situ at the end of 2023

A decreasing proportion of recruitment industry Marketing Leaders have been ‘home grown’

Amongst the pool of c.3.2k individuals engaged in a marketing capacity within the UK Staffing & Recruitment sector in November 2023, there are c.600 Marketing Directors, Heads/VPs of Marketing and CMOs

Analysis by ThinkinCircles of the career history of this pool of Marketing Leaders shows that just half (51%) have been ‘home grown’ within the sector whilst 49% had previous industry experience prior to joining it. Moreover, this was a shift from 59%: 41% recorded in the prior year analysis in 2022.

Businesses unable to maximise trade this Christmas as vacancies run high – REC

Mon, 18 Dec 2023 11:28:18 GMT

Businesses unable to maximise trade this Christmas as vacancies run high – REC

The number of active postings in the week of 27 November – 3 December 2023 was 1,438,099, 7.7% higher than the previous week (20-26 November 2023), but 8.6% lower than the comparable week in the previous year (28 November – 4 December 2022).
There were 186,329 new job postings in the week of 27 November – 3 December 2023 – 15.8% higher than the week before (20-26 November 2023), but 2.6% lower than the year before (28 November – 4 December 2022).
Notable increases in adverts for physiotherapists (+21.1), midwives (+19.8) and occupational therapists (+18.8).
No region saw a decline in new job adverts in the week of 27 November – 3 December 2023 as compared to the previous week (20-26 November 2023).

There are more than 1.4 million active job postings that need filling across the country, according to the Recruitment & Employment Confederation (REC) and Lightcast’s latest Labour Market Tracker.

Vacancy levels remained high, suggesting that demand is not slowing despite a sluggish at best economy. It also suggests that many businesses will be left frustrated at not having enough staff to maximise revenue this Christmas. The NHS will have to manage its workforce exceptionally well to overcome labour and skills shortages this winter.

REC Chief Executive Neil Carberry said:

“While the jobs market has slowed across 2023, today’s data emphasises again that activity levels on hiring are still high by historical standards. In particular, the slower economy this year has not reduced hiring as much as it would have in previous cycles due to low labour supply and skills shortages. This is a particular challenge for sectors that have been struggling to hire, from hospitality and engineering to health and social care. Today, we report on a combined near 70,000 vacancies for health and care workers as the NHS braces for a peak winter period.”

Neil Carberry added:

“Christmas is a time when many businesses make enough to keep them going for a large chunk of the new year. And although we have seen a rise in confidence among employers to invest and hire, that has not yet fed through into getting the tills ringing. This challenge is a worked example of the real risk of politicians not putting growth top of their Christmas list – without the right people, the economy is constrained, taxes remain high and public spending is lower, and we generate more inflation domestically. If politicians really want to wish business a happy New Year, they will put skills reform, a more sensible debate on immigration for work and its impact on growth, and an industrial strategy under the tree this Christmas.”

Occupations with notable increases in active job adverts in the week of 27 November – 3 December 2023 include physiotherapists (+21.1), midwives (+19.8) and occupational therapists (+18.8). Road construction operatives (+17.1), speech and language therapists (+16.8) and programmers and software development professionals (+15.5) also saw high growth.

Actors, entertainers and presenters (- 0.2), taxi and cab drivers and chauffeurs (+0.0) and Forestry workers (+0.6) saw the lowest growth in job adverts.

Across the UK, Gwynedd (+20.2), Scottish Borders (+15.4) and Redbridge and Waltham Forest (+14.7) all saw notable increases in job adverts. However, Fermanagh and Omagh (+1.4), Lisburn and Castlereagh (+1.8) and West Dunbartonshire (+2.4) accounted for the lowest growth in job adverts.

Once again, no region saw a decline in new job adverts in the week of 27 November – 3 December 2023 as compared to the previous week (20-26 November 2023).

GOV.UK umbrella company guidance for employment businesses and workers

Thu, 30 Nov 2023 11:41:51 GMT

HMRC, Department for Business and Trade and HM Treasury recognise the harm umbrella company non-compliance causes to workers, legitimate businesses, and the tax system and that is why government recently consulted on potential approaches to bringing umbrella companies within the scope of government regulation and options to tackle tax non-compliance in the sector.

While the government is considering the responses received to the consultation and will update in due course, it also continues to take action to improve the way the umbrella company market works. So, it is publishing new guidance today for employment businesses and updated guidance for umbrella company workers.

New guidance for employment businesses who use umbrella companies to employ workers is intended to help employment businesses understand their legal responsibilities, protect their business from bad actors and support umbrella company workers in their supply chains. Reading the guidance could help employment businesses reduce their risk of non-compliance. You can view the new guidance here: https://www.gov.uk/guidance/responsibilities-for-employment-businesses-working-with-umbrella-companies .

Guidance for umbrella company workers is intended to help workers understand how they will be engaged, how their pay is made up and what employment rights and tax obligations they have when employed by an umbrella company. The guidance has been updated to include advice on how workers can protect themselves from the actions of fraudulent umbrella companies. You can view the updated guidance here: https://www.gov.uk/guidance/working-through-an-umbrella-company .

Both sets of guidance have been developed by HMRC and Department for Business and Trade as part of a wider programme to tackle non-compliance in the umbrella company market. Input from external subject matter experts as well as feedback from user testing also informed the new guidance page for employment businesses.

If you have any further questions or things you would like to discuss please contact Abi Adamson ( abi.adamson@hmrc.gov.uk ) and Rebecca Parr ( rebecca.parr@hmrc.gov.uk ).

REC Response to Autumn Statement 2023

Wed, 22 Nov 2023 11:46:23 GMT

Commenting on today’s Autumn Statement 2023, Neil Carberry, REC Chief Executive, said:

“The Chancellor has taken some significant pro-business steps today, but the downgraded growth forecasts prepared by the OBR show the scale of the challenge he faces. We need to get the UK powering on all its cylinders to really make progress. And we should remember that – despite today’s news – we are still heading for a post-war high on the tax burden over the next few years.

“Reducing employees’ NI is a great way to make work pay – and we also welcome the extension of the Restart programme and reform of fit notes as these steps will help ensure that we make the most of the UK’s labour force. Extending Restart was a key REC aim – it is a programme that effectively harnesses joint working between public and private sectors to get people into work.

“Making full expensing permanent is also great news for business and will drive investment – but only in the sectors that can really benefit from it. Services firms – the bulk of the economy – benefit far less. That’s why freezing the small business multiplier on business rates was an important step, especially when the substantial rise in the minimum wage will stretch many firms after a year of low growth and higher wages already. Changes to national insurance for the self-employed will help, too.

“By delivering real terms cuts in public investment, the Chancellor has put the ball into the private sector’s court. It is for business to drive growth, we agree. But the public sector must provide a framework. We saw some of that today in the support and incentives on offer – but it does not yet add up to the industrial strategy the country really needs. And in some areas – like skills – the investments announced today were woefully inadequate. Really engaging with firms on apprenticeship levy reform is long overdue.”

Liquid Friday and Liberty Bishop International join forces to empower UK recruiters to international success

Mon, 20 Nov 2023 11:51:59 GMT

Liquid Friday, a leading provider of payroll and contractor support services in the UK, is thrilled to announce a strategic partnership with Liberty Bishop International, a global expert in international contracting, employment and payroll solutions. This collaboration aims to empower UK recruitment agencies to secure and deliver international contracts with ease and efficiency.

In today’s dynamic global markets, the demand for international talent placement is growing rapidly. UK recruitment agencies are increasingly seeking opportunities to expand their services beyond domestic borders, but the complexities of international payroll and compliance have often been a major hurdle. This partnership will bridge this gap by providing comprehensive solutions to streamline the process whilst maintaining the exceptional customer experience contractors and clients have come to expect from Liquid Friday.

Liquid Friday brings a wealth of experience and expertise in payroll, compliance and contractor support services. Their range of integrated services enables UK recruitment agencies to efficiently fund, manage and pay their workforce, ensuring legislative compliance and delivering an exceptional contractor experience.

By joining forces with Liberty Bishop International, a company renowned for its global payroll expertise and international reach, the two organisations are poised to provide a complete solution for agencies looking to operate on the global stage.

A partnership for international success

Liberty Bishop International’s deep knowledge and experience in international payroll will complement Liquid Friday’s existing services, enabling recruitment agencies to manage payrolls for contractors across the globe.

The partnership will provide recruitment businesses with the tools and knowledge needed to navigate complex international tax and legal compliance, ensuring they can operate within the legal framework of each international market they engage in. The partnership will empower agencies to offer a seamless experience to their international contractors, boosting their reputation and competitiveness in the global market.

Joe Taffurelli, COO of Liquid Friday, expressed his excitement about the partnership:

“We have wanted to facilitate international payroll for our agency clients for some time, but it was crucial for us to find the right strategic partner. Liberty Bishop International’s focus on client and contractor relationships and experience allows us to deliver this in alignment with our group vision of “Building a Better Workforce World”. By combining our strengths, we can offer a comprehensive solution for international payroll and compliance, empowering agencies to compete and succeed on a global scale.”

James Barron, Sales Director or Liberty Bishop International:

“We are very pleased to have been appointed and entrusted by Liquid Friday as their strategic international partner to service their valued recruitment businesses and clients for their international projects and contractors. It’s always been paramount for us to work with companies that align with our values to provide the best experience and service to all partners and customers. We look forward to building a long-lasting and successful business relationship with the Liquid Friday team”.

REC Response to ONS Labour Market Figures, November 2023

Tue, 14 Nov 2023 10:42:46 GMT

The ONS has published its latest labour market statistics this morning. Neil Carberry, REC Chief Executive, said:

“These figures are a further sign demand in the labour market – while much softer than a year ago – remains resilient. Vacancies remain higher than pre-pandemic. But the overall picture is more nuanced than a year ago, with temporary work and sectors like hospitality and healthcare doing better than permanent roles, and jobs in IT and construction. Pay is still rising – but this is now being driven by pay awards designed by employers to help staff facing rising prices, not labour market competition for staff.

“Our stubborn economic inactivity rate shows why the Autumn Statement must deliver on welfare to work if we are to encourage more people to enter or re-enter the jobs market. Extending successful programmes like Restart would make sense.

“The labour market is just marking time waiting for economic growth to return. Let’s have a plan from the Chancellor next week to get economic growth going, which will get more employers back into hiring.”

REC comments on holiday pay announcement

Thu, 09 Nov 2023 10:48:46 GMT

The REC welcomes government move to simplify holiday pay calculation for irregular hours and part-year workers, which would include many agency workers.

As well as simplifying calculations, the government will allow “rolled-up” holiday pay to be paid, enabling employers to include an amount for holiday pay on top of the hourly rate in regular pay packets. This helps ensure that short-term staff get their holiday pay.

Today’s announcement from the government is part of its response to two consultations on holiday pay and retained EU employment law.

The government will legislate to provide much-needed clarity for agencies and workers on the correct method to calculate and pay holiday pay. It said holiday pay entitlement should be 12.07% of hours worked in a pay period for irregular hour workers and part-year workers in the first year of employment and beyond. Other workers will continue to accrue annual leave in their first year of employment as they do now by receiving 1/12th of the statutory entitlement on the first day of each month and to pro-rate it thereafter.

REC Chief Executive Neil Carberry said:

“We strongly support today’s announcement because it recognises that our labour market relies on people who choose to work in different ways. Making sure employers can easily comply with the law and workers get their holiday pay is important – and today’s changes deliver that.

“The REC argued for more clarity for employers in how they calculate accrued holiday pay and so plans to set a method in stone via legislation in the new year will help. There are more than four million workers who have a completely irregular, non-repeating working pattern and that needs to be recognised by enacting further reform of the Working Time Regulations so they better reflect modern ways of working. The law must enable different forms of contracts, not hammer them into one form.”

Breaking News – The King’s Speech: NumberMill Update

Tue, 07 Nov 2023 10:57:19 GMT

For businesses, the monarch’s speech gives an early indication to the direction of travel ahead of the chancellors budget and so we present these details to you for your consideration.

King Charles began by paying tribute to the remarkable legacy of service and devotion set by his mother, Queen Elizabeth. He acknowledged the significant and enduring challenges faced by the UK, from the far-reaching impact of the Covid pandemic to the unsettling developments in Ukraine.

Committing to making difficult but necessary decisions to propel the nation forward, the King’s Speech marked a series of policies focused on key areas of national interest.

One of the primary concerns addressed was the economy. King Charles affirmed the government’s dedication to taking action to combat rising inflation, alleviate the cost of living for families, and support businesses in creating new jobs and fostering investment. By exercising prudent financial management, the government seeks to enhance household finances, reduce public sector debt, and safeguard the nation’s financial stability.

The government intends to strengthen the UK’s energy security through new legislation, reducing reliance on volatile international energy markets and diminishing exposure to foreign regimes. This move aligns with the UK’s commitment to transition to net-zero carbon dioxide emissions by 2050, all while ensuring the burden on households remains manageable.

Transportation was another key focus, with plans to invest in improving connections in England, particularly in the North and Midlands. These investments aim to deliver faster and more reliable journeys for residents of these regions.

In Education, the King introduced the “Advanced British Standard,” a new qualification designed to unify technical and academic routes. The government’s aim is to reduce the number of young people pursuing low-quality university degrees while encouraging high-quality apprenticeships.

Brexit also received attention, with a commitment to enhancing the country’s economic competitiveness through legislation that promotes trade and investment with dynamic economies around the world. Negotiating trade agreements remains a priority for generating jobs and economic growth.

In line with the government’s commitment to emerging industries, the King announced plans to establish new legal frameworks supporting the safe development of revolutionary technologies like self-driving vehicles and artificial intelligence.

Healthcare and public safety were also addressed, with a focus on cutting waiting lists and expanding and transforming mental health services. New measures will create a smoke-free generation by restricting the sale of tobacco and e-cigarettes to children aged 14 and younger for their lifetime.

The King affirmed the government’s commitment to address various issues, including the regeneration of towns, the establishment of a football regulator, and measures to combat antisemitism. Key among these is the long-awaited Holocaust Memorial and Learning Centre in Victoria Tower Gardens.

Public safety received due attention, with the promise of tougher sentences for serious offenders and measures to combat online crime and sexual grooming. Additionally, new laws will be enacted to protect public premises, aiming to prevent incidents like the tragic Manchester Arena attack.

The King expressed the government’s resolve to invest in the Armed Forces and its commitment to working with international partners to address pressing security challenges, including terrorism, support for Ukraine, and efforts to promote peace and stability in the Middle East.

Environmental conservation remains a priority, with the government legislating to tackle climate change and biodiversity loss.

The speech concluded with a vision for a government dedicated to making decisions in the best interests of future generations and addressing economic challenges while upholding principles of responsible spending and borrowing.

For a quote or confidential discussion around partnering with NumberMill for accountancy, back office or intermediary services contact us on 0333 121 2001 or enquiries@numbermill.co.uk

Strike laws to be passed to protect vital public services over Christmas

Tue, 07 Nov 2023 10:54:14 GMT

Press Release from Prime Minister's Office, 10 Downing Street, The Rt Hon Steve Barclay MP, The Rt Hon Rishi Sunak MP, The Rt Hon Suella Braverman KC MP, and The Rt Hon Mark Harper MP

Minimum service level regulations for rail workers, ambulance staff and border security staff will be laid in parliament to mitigate disruption and ensure vital public services continue if strikes are called, the government has announced today (Monday 6 November).

Minimum Service Levels legislation will be passed for rail, ambulance, and border security staff to mitigate disruption if strikes called.
Delivers on manifesto commitment to introduce minimum service levels for rail strikes.
Comes ahead of further consultations to introduce minimum service levels for education, other NHS staff, and fire services.

The legislation brings us in line with countries like France, Italy, Spain, and the US where public services reliably continue during strikes. The International Labour Organisation also recognises Minimum Service Levels as a sensible solution to protect the public from serious consequences of strikes.

The minimum service levels are designed to be effective and proportionate by balancing the ability to take strike action with ensuring we can keep our borders secure, supporting people to make important journeys including accessing work, education, and healthcare, and allowing people to get the emergency care they need.

Earlier this year, the government consulted widely on proposals to introduce minimum service levels legislation across a range of sectors, under the Strikes (Minimum Service Levels) Act which received Royal Assent in July. The responses to these consultations have been published today with the legislation set to be laid in parliament tomorrow.

For border security, the regulations will apply to employees of Border Force and selected HM Passport Office staff where passport services are required for the purposes of national security. The laws will set out that border security services should be provided at a level that means that they are no less effective than if a strike were not taking place. It will also ensure all ports and airports remain open on a strike.

For train operators, it will mean the equivalent of 40% of their normal timetable can operate as normal and, in the case of strikes that affect rail infrastructure services, certain priority routes can remain open.

Minimum service level regulations for ambulance workers will ensure that vital ambulance services in England will continue throughout any strike action, ensuring that cases that are life-threatening, or where there is no reasonable clinical alternative to an ambulance response, are responded to.

The UK Extension to the Data Privacy Framework – Bridging the Gap?

Fri, 03 Nov 2023 11:01:53 GMT

The UK-US “data bridge” came into force in October. It follows a period in which transferring data to the US was prohibited under the UK GDPR without a transfer mechanism in in place.

The purpose of the UK-US data bridge is to ensure that data transferred to the US will receive the same level of protection that it does under the UK GDPR. It provides a more reliable way for UK organisations to share personal data with the US, which is intended to build growth for businesses, encourage innovation, promote higher quality services and lower prices for consumers.

REC response to ONS labour market figures, October 2023 | The TEAM Network

Wed, 25 Oct 2023 11:18:05 GMT

The ONS has published its latest labour market statistics this morning. Neil Carberry, REC Chief Executive, said:

“Throughout 2023, the jobs market has been normalising after the post-pandemic boom. While vacancies are dropping, they remain above their levels of 2019. But sector demand is varying widely, and workers are facing having to make more transitions to new areas to find new roles. This transition is a primary driver of rising unemployment – though it is still low by historic standards.

“With pay growth at levels not seen for many years, firms will be concerned at the prospect of having to find resources for a second year of significant wage settlements, given low economic growth this year. Businesses can ensure they get the best outcome by ensuring they use their whole benefits package and workplace culture to attract and retain staff, taking advice from their professional recruiters.”

On data issues, Neil Carberry said:

“ We should be careful about drawing conclusions from this experimental data set, which may be prone to fluctuations as it develops. The Labour Force Survey remains the best official monthly guide to the performance of the jobs market, and it is essential that ONS resolves concerns about it as quickly as possible.”

Neil Carberry added:

“We know from recent ONS data that economic inactivity is an issue for 16 to 24 years old, who can fall out of education and not find work quickly. We need better and more fixed pipelines into work for young people to land them in what remains a welcoming jobs market. Reforming the flawed Apprenticeship Levy, to reverse the trend away from young apprenticeships and improving accessibility for those who do not have the same employer for a year and thereby lose access, like the 960,000 temporary workers currently ineligible, would be a big step forward.”

Why are UK Recruiters Entering the US Recruitment Market?..

Thu, 19 Oct 2023 11:55:15 GMT

Why are UK Recruiters Entering the US Recruitment Market?..

Clarke Bowles

Commercial Director @ PGC Group; helping recruitment leaders navigate recruitment and payroll across the US & Canada ��

A recurring trend we have witnessed at PGC since 2020, is that an influx of UK recruiters are extending their service offering by entering the United States (US) recruitment market. Why? Firstly, to add more revenue to their UK agencies by operating in the largest recruitment market in the world. Another significant reason is to is to gain a larger business valuation from demonstrating revenue generation in both the US and UK. But these are not the only reasons. We’re going explore why more UK recruiters than ever are entering the US recruitment market, based on our experience of helping them make placements in the US

1) Capture Excess Revenue in the Largest Recruitment Market in the World

The US is number one for revenue generation in the global recruitment industry

Revenue generated from the global recruitment industry (or staffing industry as it’s referred to in the US) in 2021 equalled $620 billion USD according to estimates from Staffing Industry Analysts. Of which, the US accounted for the number one area for revenue, generating $186.3 billion, a huge 31% of market share. This was more than the combined staffing revenue size of the UK, Germany, France, Australia, Spain, India, Sweden, Turkey, and Saudi Arabia in 2021. Demonstrating just how large the US recruitment market is.

No wonder UK recruiters are choosing to make placements in the largest recruitment market in the world alongside their UK offering, as revenue is only on an upward trend. The US staffing industry is estimated to reach a record $212.8 in revenue generation in 2022; temporary staffing sector is expected to make up most of that revenue at $188.4 billion, with further growth predicted for 2023.

US IT temp recruitment revenue is almost the same as the entire UK recruitment market

Why do the above US staffing revenue figures matter? Let’s take IT contract recruitment as an example. If you’re already recruiting within IT or tech in the UK, there is no better place to add more revenue to your belt by having a division in the US, like many other UK recruiters already have. The IT segment of the temporary US staffing sector alone is predicted to grow by 16% in 2022, to reach a projected value of $41.7 billion, according to SIA. To put the enormous profit-making opportunity into perspective, the entire UK recruitment market was predicted to be worth $51 billion in 2022.

2) High Salaries in the US Translates to Higher Mark-ups

The saying really is true; ‘everything is bigger in the US’ including the salaries, which translates to higher mark-ups. Many of our UK recruitment clients who have started placing candidates with US clients are overjoyed with the average 25-45% fees they can charge.

Let’s look at tech in the US recruitment market as an example. According to the Dice Salary Report , the average tech salary in the US is $104,566. Tech salaries in the US can increase depending on your location, which is highlighted in the map below.

The high salaries on offer in the US recruitment has been a big attraction for UK recruiters as they can seize higher mark-up to complement their UK revenue. For example, the map below shows the fees recruiters could charge by perm recruiting within the US tech industry. This is based on the above average tech salaries per area using a margin of 25%. If UK recruiters can make the average perm fees below, imagine the profit potential from making tech temp placements, in an ‘at will’ employment market.

3) Shorter US Notice Periods to Recruit and Earn Fees Quicker

What does ‘at-will’ employment mean we hear you say? This is a major difference in the US recruitment market that always surprises but delights UK recruitment agencies. In the US employment is ‘at will’. At-will employment means that either the employer or the employee can terminate the employment relationship at any time, for any reason. This can be surprising to UK recruiters who expect at least one month’s notice for positions, increasing depending on the seniority.

The shorter notice periods in the US means candidates are available almost immediately; whether they’ve been let go, or just fancy a change, you will find it can be easier to lure candidates to your US clients roles if attractive enough. This contributes to a super transient market.

For UK recruiters operating in the US, this quick turnaround time means you can easily earn fees in the same month as making placements. Who wouldn’t want to earn margins quicker? The US makes it possible and if you start recruiting in addition to the UK, your agency will certainly reap the benefits.

4) The US is the Global Leader in Nearly all Sectors for Recruitment

The US offers 50 states to choose from when recruiting all with different GDPs, sector demands, employment laws, and talent. Some don’t even charge personal income tax – a bonus if you ever decide to relocate to the US.

The US economy experienced the strongest two years on record in 2021 and 2022, adding 4.5 million jobs in 2022 (+114% from the pre-pandemic 2019 economy). A healthy economy generally leads to more job opportunities, which in turn leads to greater demand for recruitment agencies.

Additionally, a strong economy can also lead to a greater demand for temporary and contract workers, as companies may be more willing to invest in hiring additional staff during times of economic growth. Even if recession fears sneak in, the demand for contract workers often remains strong in the US to replace permanent positions, as witnessed after the pandemic.

Candidates and clients at the ‘top of their game’ choose iconic US areas

The strong and diversified US economy leads in almost all major industries. For this reason, conquering the US is a natural step for successful companies and candidates who want to be present in an area that offers the highest revenue opportunities in their industry.

The same applies to UK recruiters. Many who have already experienced success within their niche in the UK, seek out strategies to take their revenue to the next level. So, if you recruit within the financial sector in the UK? Why not place candidates with US clients in New York to add to amplify your reputation and revenue? Home to the famous Wall Street, New York is acknowledged as the financial capital of the world. Therefore, it is not only packed with large finance companies requiring recruitment professionals to source and secure them the best talent, but ambitious professionals who relocate from all over the world to ‘make it’ in New York. If you’re after top finance companies and candidates, there really is no better place to operate than New York .

Similarly, if you are already recruiting within the tech sector in the UK. Why not add even more revenue to your business by joining the recruiters taking advantage of the hiring opportunities in world famous tech hubs like Silicon Valley in California or the booming Austin market.

To further emphasize the talent you can access in the US recruitment market, there are approximately 52.8 million+ people aged 25 and over in the US that hold a bachelor’s degree. Additionally, according to the latest US census data, 24.1 million people in the US obtain a master’s degree. So, whatever sector you recruit in, due to the sheer size of the industries in the US and talent available, you’re sure to expand your revenue in addition to your UK offering.

5) The Size of State Economies Decreases Reliance on one Area for Demand

Balance out single country instability risks by operating in the US and UK

Uk recruiters are entering the US recruitment market to have a backup revenue stream during uncertain times. If you are only operating in the UK recruitment market and hiring cuts are rife due to economic or political instability, recruiting in the US in addition to the UK adds stability. The advantage of a US recruitment division will help cushion your agency during slower economic periods.

50 states to recruit from with different economies sector demand

The large domestic market in the US also makes it less dependent on international trade, and the stability of the US dollar. Many US states have a gross domestic product (GDP) surpassing that of entire larger countries. The economy of the State of Texas, for example, is worth over $1.9 trillion . If ranked amongst nations in the world, Texas would be the 9th largest economy, ahead of Australia, Canada, and South Korea.

Why is the size of state economies attracting UK recruiters to make placements in the US recruitment industry? Well, if there is economic instability in one state, you could diversify your recruitment business by recruiting talent within another, which may be experiencing booming growth within niche sectors or economically.

Take for example, if recruiters are operating in New York, and the banking industry is affected by economic turmoil. You have a lifeline as there are 49 more economies and other sectors in the US which may be less affected. Some economies might be thriving and still have companies seeking to fill financial roles, even if it’s on a contract basis.

US global corporations enhance the competiveness of the US economy

While the US economy is not immune from economic and political turbulence, it does enjoy an enhanced level of stability due to its diversified economy. Think about the number of global corporations headquartered in the US; Microsoft, Citigroup, MasterCard just to name a few. These large companies often seek recruiters’ help for hiring contractors for short term projects, even during downturns upping reliance on temp staff vs perm staff.

6) Increase Your Recruitment Agencies Valuation by Recruiting in the US and UK

A recurring reason we hear UK recruiters state as their reason to enter the US recruitment market is to increase their UK agencies valuation. If a business has evidence of generating revenue in multiple markets with a larger client portfolio, it decreases the reliance on income from only UK clients.

Not only is having a global business more attractive to investors, but a strong US contract book really helps UK recruiters company valuations. In the US, payment terms with clients are much shorter – typically around 3 days as it is a legal requirement for contractors to be paid every two weeks. This enables a flow of money constantly being pumped into their business, which adds to UK business revenue. Steady and high cashflow is a big tick for investors, which is why entering the US recruitment market is often the next step for UK recruiters to take advantage of the money that comes with quick employment turnaround times and contract demand.

Ready to Increase Your Recruitment Agencies Revenue and Value by Adding the US to your CV?

Branching your UK recruitment offering to offer a service to US clients is easier than you think. We’re going to let you in on the best kept secret of successful UK recruitment agencies doubling their margins in the US. The majority are actually recruiting in the US from their home office in the UK . During their first year remaining in the UK allows them to test out the US recruitment market before committing to the costs and risks associated with physically expanding.

But how do they recruit in the US without being based there? They utilize PGC’s employer of record solution to cover their contractor’s onboarding, payroll and employment compliance in any state. This means all UK recruiters to do is find US clients and source candidates during US hours. Find out about the opportunities in the US and how you can get started by scheduling a free US market opportunity session.

HR departments not embracing AI, suggests REC survey

Wed, 11 Oct 2023 11:26:19 GMT

A survey has found that nine out of 10 senior HR professionals interviewed said that their respective organisations do not use artificial intelligence (AI) in their recruitment. And of these 92% of slow adapters, just three per cent of them intend to use AI in the next 12 months.

A total of 167 people who work in senior HR roles in different size organisations completed the REC/Savanta survey across the private and public sector.

The survey was carried out in August 2023, soon after the Prime Minister Rishi Sunak told London Tech Week 2023 that the ‘tectonic plates of technology’ are shifting and how he wants to make the UK the best place in the world for AI technology.

Kate Shoesmith, Deputy Chief Executive at the Recruitment & Employment Confederation (REC), said:

“Hirers must play tech catch up with jobseekers who are already way ahead of them in their use of AI. HR professionals must start to embrace AI if they want to successfully attract and retain top talent.

“AI can speed up and make processes easier for HR professionals such as scheduling and personal training plans. After all, there is nothing more productive for organisations than to hire the right person, optimise their performance and keep them.”

Of those 8% of senior HR professionals who reported in the survey that they do use AI:

A total of 54% use it to help with sourcing candidates (e.g. AI generated job adverts, AI based targeted advertising).
A total of 44% use it to help with candidate interviews and selection (e.g. voice and face recognition in video interviewing).
A total of 29% use it to help with screening candidates (e.g. automated CV sifting, AI based psychometric testing).
And 27% use it for candidate onboarding (e.g. automated HR on-boarding processes).
‘Any other way’ was the answer of 19%, and 20% said ‘don’t know’.

Kate Shoesmith said:

“HR departments still have plenty of time to turn to external support from recruiters who can help them to accelerate their shift to AI. Recruiters are charging ahead on AI as part of their delivery, advisory and consultative work. As we found when publishing our recent Tech-Enabled Humanity report, many recruiters are using AI to deliver transformational experiences to workers and their clients.”

SUPREME COURT ISSUES LONG-AWAITED JUDGMENT ON CLAIMS FOR HISTORIC UNDERPAYMENTS OF HOLIDAY PAY

Fri, 06 Oct 2023 11:30:23 GMT

On 4 October 2023 the Supreme Court handed down its long-awaited judgment in the case of Chief Constable of Police Service of Northern Ireland v Agnew & Others, unanimously ruling that employees can claim for historic underpayments of holiday pay, even where there are gaps of more than three months between deductions.

BACKGROUND OF THE CASE

The claimants in the proceedings were a group of 3,380 police constables and 364 civilian employees who worked for the Police Service of Northern Ireland (“PSNI”). The employees claimed that they had been underpaid in respect of payments for holiday pay on the basis that this had been calculated in reference to their basic pay, despite regularly working overtime. Whilst it was agreed by the parties that the workers had been underpaid, the period for which the claimants were entitled to back pay was disputed.

The provisions of the Employment Rights (Northern Ireland) Order 1996 (‘ERO’), which mirror that of the Employment Rights Act 1996, afford workers the right not to have unauthorised deductions made from their ‘wages’, the definition of which also includes holiday pay. The employees sought to rely on the provision within the ERO which would allow them to claim for underpayments arising from a series of payments which had been made, provided that the last underpayment in the series had not been more than three months before the claim was brought in the Tribunal (“the Series Extension”).

The PSNI contended that the police officers could not claim for underpayments in accordance with the ERO on the basis that, under this legislation, they were not considered to be employees or workers. They therefore relied on the Working Time Regulations (Northern Ireland) Order 1996 (“WTR”) which would restrict the period for which the officer could recover underpayments for to three months before the claim was brought in the Tribunal.

North West Recruitment Agency has had a Brand Refresh!

Tue, 26 Sep 2023 11:34:12 GMT

Jobwise is thrilled to announce a new chapter in its story with the official launch of its brand rejuvenation. Established in 1979, Jobwise has been the North West’s trusted recruitment partner for countless candidates and clients in the region, assisting them in finding exceptional talent.

As part of this journey, Jobwise has undergone a significant brand refresh but don’t worry, Jobwise’s commitment to being your steadfast recruitment partner remains unchanged. The team you know and trust is still here, ready to continue providing exceptional services.

The new look embodies the recruitment agency’s enthusiasm for the future while continuing to uphold its core values that have made it a trusted partner in the recruitment process.

Accompanying the brand rejuvenation is a fully revamped website designed with convenience in mind. Customers can easily find and access relevant information and explore Jobwise’s services at their leisure.

Speaking about the brand rejuvenation, Leanne Finnigan, Managing Director at Jobwise, said “We are genuinely excited about the evolution of our brand. Our overall brand refresh represents our commitment to progress, innovation, and growth. It was paramount that we kept the heart of Jobwise as that is the essence of everything we do here. Finding candidates jobs they will love and change people’s lives one job at a time.”

This fresh visual identity and new website design reflect Jobwise’s passion for progress and innovation while reinforcing its promise to deliver exceptional service.

So what are you waiting for? Explore the newly reimagined Jobwise online presence today and experience the future of recruitment! Visit their new website at Jobwise to learn more about their hiring services , explore job opportunities , and engage with their team.

HMRC should Maintain Responsibility for Tax Debt Warns REC

Thu, 21 Sep 2023 11:38:18 GMT

The REC is calling on the government to stay focussed on regulating umbrellas and scrap their grossly unfair proposal to pass the buck of umbrella tax debt to employment businesses.

An umbrella company is a business sometimes used by recruitment agencies to pay temporary workers, often at the behest of clients or workers. The world of work is changing, yet the government has been slow to regulate umbrellas despite years of pleas from REC and other labour market stakeholders. Although a consultation has concluded on the issue, there is still no clarity of if and when any regulation would become law. On top of that, the consultation is misguided in some of its attempts to maintain tax compliance around umbrella practices.

The REC responded to the consultation in which the Treasury suggests ways to lessen tax non-compliance such as fraud and disguised remuneration by umbrellas. Among the suggestions is transferring an umbrella company’s payroll tax debt to employment businesses if the debt is uncollectable from the umbrella. The Treasury is even considering widening this proposed policy to include non-employment taxes such as VAT.

REC Deputy Chief Executive Kate Shoesmith said:

“Employment businesses should report obvious or suspected tax avoidance to protect temporary workers, themselves and ensure tax is paid. But it is grossly unfair for recruiters to shoulder liability for another company in their supply chain over which they have no control. That is near unheard of in business.

“Unethical umbrellas can open and close overnight, which under this proposal risks leaving employment businesses to try and survive after taking a big and unexpected tax hit.

“There is also the broader risk that exposing compliant businesses to additional tax risks when engaging with an umbrella undermines the UK’s world-class flexible labour market at a time when organisations are relying on temps to get through the economic downturn.”

Kate Shoesmith added:

“The alarming thing is that it looks like a quick fix – but it will put employment businesses in quicksand. We really want the government to act more broadly, by widening the scope of current regulations to include all employment intermediaries, including umbrellas, and then enforce them.

“If HMRC is just after a quick fix, they should take simple proactive action such as more cross-referencing of Real-Time Information (RTI) and intermediaries’ reports. This could have a significant impact on curbing tax non-compliance. HMRC should also consider reviewing the VAT flat rate scheme and the employment allowance scheme to stop any misuse.”

Recruit – The Savage Way

Thu, 07 Sep 2023 11:55:24 GMT

REC presents:
Recruit - The Savage Way
A recruitment masterclass series from Greg Savage

Supported by:

The REC are offering a reduced rate for TEAM Members of £75 + VAT (to include a copy of Greg’s new book). During the process there is an option for ‘TEAM Member’ which will secure you the reduced rate.

The first session is on 19 September but other dates and venues are available (you can view these when you click through to the registration page)

Are you looking to take your recruitment game to the next level? Then don’t miss the upcoming recruitment masterclass hosted by the REC and featuring renowned recruitment expert Greg Savage.

As one of the world’s greatest recruitment experts, Greg Savage is a true industry leader. In this masterclass series, he’ll be launching his new book ‘Recruit. The Savage Way’ across the UK and will be sharing the critical skills, tactics and attitudes required to become an outstanding agency recruiter. REC is delighted to support Greg as he launches the book in-person across the UK with six entertaining and informative masterclasses (see locations and dates by clicking the registration link).

Don’t miss out on this opportunity to learn from the best and network with like-minded professionals.

About Greg Savage

Greg Savage has been in recruitment for over four decades. He has been a recruiter and builder of recruitment companies, including three agencies that grew to over $100 million in sales. Currently on the Boards of 14 recruitment agencies, and with experience all over the world, there are few better placed to understand what makes a great recruiter and how to get there. Greg’s first book, ‘The Savage Truth,’ focuses primarily on leadership and building recruitment companies, selling over 10,000 copies. It still sells several hundred every month around the world. Now Greg has released “Recruit – The Savage Way’ which he describes as ‘everything he has learned about excellent recruitment’.

REC Responds to Labour Pledges on Skills

Thu, 24 Aug 2023 12:01:39 GMT

Commenting on Labour party’s pledges on skills and immigration, the Recruitment & Employment Confederation Deputy Chief Executive Kate Shoesmith said:

“Fresh and future-thinking policies are required to overcome labour shortages which are leaving two million job vacancy postings unfilled in the UK.

“This must include reform of the apprenticeship levy which has become a driver of lower apprenticeship starts and completions for young people. It is devastating to our economy to have 960,000 people – out of the one million temporary workers on assignment every day – excluded from accessing the levy.

“Scrapping the 20 per cent migrant worker wage discount on the salaries businesses are required to pay for jobs on the shortage lists could help workers better compete internationally. But it is notable that this also scraps the discount to discourage employers from getting cheaper overseas labour.

“We need to upskill and make work more accessible to homegrown talent if we are to overcome labour shortages. But we must keep the UK open to skills from around the world because this is critical to investment in the UK and our economic growth. Political parties need to be careful not to paint the UK as closed for business. Policymakers would be better placed if they collaborated much more closely with industry to determine their skills needs and how best to fulfil demand.”

Exclusive Offer for TEAM Members with the Savage Recruitment Academy

Mon, 21 Aug 2023 12:11:12 GMT

TEAM Member Exclusive Special Offer

The Savage Recruitment Academy is excited to partner with the TEAM Network to offer its Members 10% off subscriptions to their online learning platform.

Watch the video below from Greg recorded earlier this year about this offer for TEAM Members

How the Savage Recruitment Academy Works

Individuals or agencies can subscribe to the training and are billed quarterly to access based on the number of individuals accessing the content.

Once subscribed, users can login via the Savage Recruitment Academy website to view the content. Simply enter your login details in the top right hand of the screen to make the ‘Start Training’ tab appear in the menu – then use the ‘Start Training’ tab to access the learning.

Organisations on a bulk user subscription can edit and allocate staff related to their subscription through their parent account. Simply login under the main user account (i.e. the account under which the subscription has been purchased) and click the ‘Subscribe Now’ tab to edit your users .

Once subscribed, users have unlimited access to the content on the platform. Additionally users are regularly reminded of their subscriptions and a free to unsubscribe at any time.

What’s included…

Subscribers to The Savage Recruitment Academy gain access to:

✓ The Savage SELL Masterclass – 4 hours of recruitment focused sales skills training

✓ The BILLING. MANAGING. LEADING Masterclass – 3 hours of management training specific to recruiters

✓ The Final Word Masterclass – 3 hours of Greg’s reflections on a successful career in recruitment

✓ Savage THRIVE Masterclass – 5 hours of hard hitting insights on leading through adversity

✓ Sixty Savage Seconds – 50 microlearning videos packed with recruiter tips and tricks

Kate O’Neill Elite Programme

Wed, 16 Aug 2023 12:17:03 GMT

You may already have seen Kate O’Neill’s recent post in the Hub about her recently launched a 12 month support programme for agencies, titled ‘Elite Programme’.

It means you have her time secured for a whole year and can tailor the training content for your allocated days to the needs of your team.

Kate is only offering this to 5 agencies – 3 slots have already been taken. I

Find out more about the Elite Programme HERE and in the video below.

For more information, contact Kate kate@kateoneillcoaching.co.uk

REC Response to ONS Labour Market Figures, August 2023

Tue, 15 Aug 2023 12:19:25 GMT

The ONS has published its latest labour market statistics this morning, Kate Shoesmith, REC Deputy Chief Executive, said:

“This is a labour market shifting to new ground and will be one the Bank of England and government will closely monitor because of the direct impact it is having on the economy. The unemployment rate is marginally above most predictions and we’re getting a sense of a loosening jobs market – where the demand for talent in certain sectors remains high, while there is a fall back in demand in other key sectors. These issues are deeply intertwined. For example, it’s particularly concerning to see the record high of economically inactive people because of long-term sickness, meanwhile, we continue to see significant problems recruiting and retaining staff in the health and care sectors. We need a fundamental rethink of the models of work in the NHS and beyond.

“The labour market remains tight enough to continue to put pressure on employers by pushing up pay, with the highest regular annual growth rate we have seen since comparable records began in 2001 – but much of this will be down to recent pay deals negotiated and is one to watch closely. Pay is important, but it is not the only thing employers should consider. Today’s workers weigh pay against the whole package, such as flexible working, training, annual leave – and even whether the corporate culture aligns to their personal values. This is why our Overcoming Shortages report last year stressed to employers the importance of working conditions and getting the offer right.

“The fact there are still over one million job vacancies calls for a better jobs matching service. This is where high quality recruiters and employability experts can make a real difference to an overstretched system. The government can then focus on greater support for people with disabilities and long-term health problems, and comprehensive care services – as these are the barriers that prevent people from getting and staying in work.

“More broadly, today’s data points to why we need a plan for economic growth and investment in the UK. A proper industrial strategy that tackles the big issues we face, and fully encompasses workforce thinking around skills, transport, access to work and immigration is long called for and urgently needed.”

REC Comments on the Government’s Decision not to Appeal Regulation 7 Judgement

Tue, 01 Aug 2023 12:22:15 GMT

Responding to the government’s decision not to appeal the High Court’s decision to quash legislation that repealed Regulation 7, the Recruitment & Employment Confederation’s Chief Executive Neil Carberry said:

“The government’s decision not to appeal the decision of the High Court on agency workers and strikes is common sense. It delivers immediate and much-needed certainty for companies and workers. The ban on agency workers replacing striking workers will return in a few days.

“Agency staff have a choice of roles and it was always very unlikely they would choose to cross picket lines, and in any case placing a different firm’s workers into the middle of a dispute would only ever aggravate tensions.

“We hope that the government decides to let this matter rest now. They may choose to table replacement regulations, but these cannot be rushed considering the judgment of the High Court. A full consultation would be needed. If the government goes down this route, the REC will stand with labour relations experts across the country in arguing that the change will stir up problems and provide no solutions. We would be better advised to channel energy and efforts into resolving current conflicts and producing an industrial strategy for the UK that tackles labour market shortages.”

TEAM Podcast: Episode 18

Tue, 25 Jul 2023 11:16:15 GMT

In episode 18 of the TEAM podcast, James broadcasts live from the TEAM Conference on 24 June 2022. He chats to some of our exhibitors, speakers and Members about what makes TEAM Conference so special.

Find out why you should come to the next TEAM Conference in this episode….

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

REC Responds to Measures to Increase Employer Uptake and Widen Reach of Occupational Health

Fri, 21 Jul 2023 11:53:23 GMT

C Responding to the government’s new plans to boost health in the workplace, the Recruitment & Employment Confederation (REC)’s Deputy Chief Executive Kate Shoesmith said:

“We support this kind of fresh thinking to keep workers healthier, happier and keener to stay in work, given our latest data shows we have more than two million job vacancies and a record number of working days lost because of sickness or injury in 2022.

“For today’s announcement to achieve game-changer status, governments must address wider workforce healthcare issues, such as long NHS waiting lists, shortages of healthcare staff because of a lack of flexible work, strikes over pay, lack of investment in our care system and the impact of long-covid. Unnecessary curbs on agency staffing do not help address any of these factors.

“The government said it is investing billions in getting people back to work and growing the economy – and our sector is here to help with that. We’re experts in building and responding to dynamic labour markets, but we need a proper industrial and workforce strategy to overcome existing labour shortages and boost productivity. Otherwise, we risk losing the battle for long-term sustainable economic growth powered by a healthy and well-equipped labour market.”

Breaking News- The Government has suffered a major defeat as the High Court rules that its “strike-breaking” agency worker regulations are unlawful.

Fri, 14 Jul 2023 12:12:22 GMT

The High Court handed down the judgment in the judicial review of the Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2022 (the 2022 Regulations) that repealed regulation 7.

The judge found against the government on ground 1 that the Secretary of State did not comply with the statutory duty to consult in Section 12 of the Employment Agencies Act 1973 and as such quashed the regulations. The judgment does not make a finding on ground 2, whether the change was incompatible with our ongoing obligations under Article 11 of the ECHR.

The judgment does not provide details of how / when the quashing will take effect.

I can confirm that the judge has made an Order, which states the following:

“A declaration be made that the Conduct of Employment Agencies and Employment Businesses (Amendment)

Regulations 2022 (SI 2022/852) are unlawful.”

“The Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations (SI 2022/852) will be quashed with effect from 10 August 2023. As from that date, but not before, the prohibition contained in regulation 7 of the Conduct of Employment Agencies and Employment Businesses Regulations 2003 (SI 2003/3319) will apply.“

If you have any concerns and queries about the judgement and how it may affect you and your clients, then put them to us and we will consult the Department of Business and Trade on your behalf.

Simon Bliss
Chair@TEAM

REC Responds to Economy 2030 Report

Wed, 28 Jun 2023 12:18:46 GMT

Responding to the latest report from The Economy 2030 Inquiry which is funded by the Nuffield Foundation and published today (Weds), the Recruitment & Employment Confederation (REC) Chief Executive Neil Carberry said:

“We support government looking at a refreshed tax strategy that boosts productivity, better backs business investment and encourages entrepreneurialism.

“According to our recent JobsOutlook survey, firms feel more confident again about hiring and about the wider economy which makes it the right time to capitalise on that building confidence.

“The REC has previously argued against raising Employer National Insurance contributions which is simply a ‘tax’ on jobs and therefore a bill on activity rather than profits. Certainly, any fall in National Insurance will help labour-intensive sectors which are still trying to recover from the pandemic slump and manage ongoing labour shortages. It would be a step in the right direction but is not a significant enough move to make a great difference if it means a National Insurance hike elsewhere in the labour chain, especially at a time of cost-of-living crisis and labour shortages. There is also a risk that a rise in National Insurance for higher income self-employed may put off people from working in sectors such as IT and engineering where there are shortages of skilled temporary and permanent staff.

“A more jobs friendly tax strategy is only part of the solution to rocket us away from the pandemic slowdown. We need greater government action, from skills reform to immigration and employment regulation, to get growth going. Tax tinkering will only have the desired impact if it links to a cohesive industrial strategy that encourages businesses out of their cautious state.”

Using AI Video Tools to Market Candidates

Fri, 23 Jun 2023 07:34:21 GMT

Bet you’ve heard a lot about AI recently. But do you know how to leverage it to simplify day to day tasks and augment your recruitment processes?

Firefish Software have been taking a deep dive into AI tools:

Watch Firefish CEO Wendy McDougall and Vanessa Raath of The Talent Hunter explore video AI tools and how they can be leveraged to market candidates here: https://www.youtube.com/watch?v=W8h_ArNSFe0

Download a free ebook, which is packed full of detail on how AI tools can simplify and improve interview processes: https://blog.firefishsoftware.com/ai-interviews-for-recruiters

REC Members Approve New Chair at Successful Annual General Meeting

Thu, 22 Jun 2023 12:25:03 GMT

The Recruitment & Employment Confederation (REC) is pleased to announce Michelle Mellor will take over as its new Chair later in the year.

Michelle Mellor is founder and director of Cummins Mellor and was voted to replace the existing Chair when their term ends in October. The vote was carried through at the REC’s AGM held today, where members reviewed a successful year for the business in 2022.

Michelle has been a non-executive Director & Council Member of REC since 2017. A former chef, her company Cummins Mellor has been an REC member for more than 30 years.

Michelle Mellor, Chair-designate of the REC, said:

“I am delighted to be elected as Chair of the REC and hope to build on its reputation as an influential, dynamic and member-focussed organisation. I passionately believe that recruiters are a force for good in contributing to people’s careers, professional development and wellbeing. I will bring my insight and eagerness on flexible working and equal opportunities to the role of Chair, as our industry moves into the next stage of the post-pandemic era.

“The REC is all about its members who play an incredibly crucial role in the UK economy, in people’s careers and in business. I look to championing the work our members do every day and to also elevate equity, inclusivity and connectivity in the recruitment industry because if your people are growing and thriving then so is your organisation.”

Sarah Thewlis, Chair of the REC until October 2023, and Managing Director at Thewlis Graham Associates, said:

“The AGM’s approval of Michelle Mellor as Chair is a moment to celebrate. I have worked with Michelle for many years as part of the REC. I have always been impressed by her commitment to the recruitment industry and the role it plays in making such a difference to businesses and individuals. I have witnessed at first hand her passion, thoughtfulness, and integrity. The Board will be in great hands when she takes over in October.”

Neil Carberry, Chief Executive of the REC, said:

“Michelle’s extensive experience of recruitment, her entrepreneurialism and energy have been a huge asset to our organisation over her years on the Council and Board, and I look forward to this continuing. A good Chair is a huge asset to any organisation and we have been well served in this regard by Sarah over the past three years. I look forward to building on this in partnership with Michelle over the next three years.”

Commenting on the performance of the REC in 2022, Neil added:

“The REC saw strong revenue growth in 2022, based on additional services offered to members as they grew their businesses in what was a robust year for our sector. As members would expect, we put all of this additional income into member-focussed services. Building on this, the REC has had a strong start to 2023 and we look forward to moving into our new home next month, which will offer a better working environment for our team, and better value for members.”

Paiger Acquires The Lonely Marketers

Wed, 21 Jun 2023 12:18:50 GMT

Paiger announces that the recruitment marketing community they’ve supported for the last few years is now part of Paiger .

The Lonely Marketers is an amazing professional community, and one which Paiger values incredibly highly.

Since its inception in 2019, beginning with The Lonely Marketer Podcast, the community has gone from strength to strength. Combining podcasts, regular newsletters, and the core forum of the WhatsApp group paved the way for in-person meetups for recruitment marketers to discuss strategy, tactics, and obviously share a pint or two.

Employer confidence in hiring bounces back – REC

Wed, 24 May 2023 12:34:47 GMT

Employer confidence in hiring returns to positive territory for the first time since the beginning of 2022, according to new Recruitment & Employment Confederation (REC) data.

In February-April 2023, the net balance of employers’ confidence in making hiring and investment decisions was +2 – restoring to positive territory the first time since January-March 2022. Employers’ confidence in the UK economy has also started to improve to -43 from -51. As confidence improved, employers reported that forecast demand for both permanent and temporary workers in the next 3 months rose to +18. Hiring intentions for permanent staff in the next 4 to 12 months also rose to +21 from +19. Forecast demand for temporary agency workers in the next four to 12 months, however, decreased slightly to +9 from +12. This may reflect firms feeling more able to make permanent hires.

Neil Carberry, Chief Executive of the REC, said:

“This data is good news – it shows firms starting to feel more confident again. Employers always feel more confident in the business they know – their own – so it is no surprise that views of the wider economy are lagging a bit. But a return to hiring is likely to re-emphasise the people and skills challenges we face. As the REC has pointed out, the UK could leave £39 billion of prosperity on the shelf – two Elizabeth Lines, every year – unless we can tackle the structural challenge we face on productivity and labour supply.

“Businesses across the country need to step up on their workforce planning to grow effectively – recruiters are there to help them with that. But we also need government action – from skills reform to immigration and employment regulation. As part of a cohesive industrial strategy, we need to start putting the people stuff first.”

JobsOutlook is produced by the REC in partnership with Savanta ComRes. Savanta ComRes interviewed 602 UK employers involved in hiring by telephone between 1 February and 3 May 2023. Data were weighted to be representative of UK adults in employment by region, broad industry sector and public/private split. Savanta ComRes is a member of the British Polling Council and abides by its rules. Data tables are available at www.comresglobal.com .

Economic modelling for the REC published in July 2022 found that with a 10% spike in demand in the economy, and the labour market restricted by shortages, the UK economy would shrink by between 1.2% and 1.6% by 2027, relative to where it would be without these shortages. This could cost the economy anywhere between £30 billion and £39 billion every year – equivalent to losing almost the entire current defence budget or two Elizabeth Lines annually. For more read REC’s Overcoming shortages – How to create a sustainable labour market – July 2022 .

TEAM Podcast: Episode 17

Fri, 12 May 2023 11:34:53 GMT

In episode 17 of the TEAM podcast, Maxine Hart, MD at Wote Street People, talks to James about managing your team during a downturn and engaging with clients.

Discover more about Maxine and Wote Street People in this latest TEAM podcast episode …

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Podcast: Episode 16

Thu, 11 May 2023 11:44:46 GMT

James and Simon Bliss, TEAM Chairman, are joined this week by Patrick, Paul and David from Ellis Knight.

They talk to James and Simon about how Eliis Knight has made CSR part of their DNA.

Discover more about Ellis Knight in this latest TEAM podcast episode …

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Podcast: Episode 15

Wed, 10 May 2023 11:57:13 GMT

In this week’s episode, James chats to Sadie Weston, Founder of Employ Recruitment & Driver Recruitment Software (DRS).

Sadie talks to James and Simon about moving from recruitment to becoming a technology provider.

Discover more about Sadie in this latest TEAM podcast episode …

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Podcast: Episode 14

Mon, 08 May 2023 12:09:05 GMT

Episode 14 of the TEAM Podcast sees James being joined by Christina Robinson, Managing Director of Green Umbrella Marketing, one the leading marketing companies in its field.

Christina chats to James and explains how to kickstart your marketing if you are a small recruitment agency and the importance of social media.

Discover more about Christina and Green Umbrella Marketing in this latest TEAM podcast episode …

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Podcast: Episode 13

Sun, 07 May 2023 12:16:18 GMT

The TEAM podcast is back for another episode and this time James is joined by Sarah Bishop, MD of Recruit Recruit and Kerry Greenland, MD of Vantage Recruitment.

Together with James, Sarah and Kerry talk about outsourcing business functions and getting the process in place as early as possible after you start up.

Discover more about Sarah and Kerry in this latest TEAM podcast episode …

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Podcast: Episode 12

Sat, 06 May 2023 12:42:31 GMT

In this episode, James is joined by Anthony McCormack, Managing Director of Macstaff, a high-impact recruitment consultancy majoring on right-fit permanent placements in the UK construction, property, engineering and manufacturing industries.

Anthony talks to James talks about how to make the most of the TEAM network.

Discover more about Anthony and Macstaff in this latest TEAM podcast episode …

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Podcast: Episode 11

Fri, 05 May 2023 12:47:42 GMT

In episode 11, James talks to Alex Bennison, Founder of The Scoop, and online branding and social engagement tool built specifically for recruiters.

Together Alex and James talks to us about how some simple bits of technology can make recruiters lives a lot easier.

Discover more about Alex and The Scoop in this latest TEAM podcast episode …

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Podcast: Episode 10

Thu, 04 May 2023 12:59:51 GMT

This week James’ guest is Julie Fouad, Sales Director at IMS People, who provide outsourced accounting and financial services to clients across a multitude of industries in leading countries such as the USA, UK, Australia, New Zealand and many more.

Julie talks to James about the importance of knowing your value proposition and planning your benchmarks for growth.

Discover more about Julie and IMS People in this latest TEAM podcast episode …

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

KPMG & REC – UK Report on Jobs

Thu, 20 Apr 2023 04:01:56 GMT

Economic uncertainty drives stronger rise in temp billings.

Read the latest UK Report on jobs from KPMG and REC HERE

Survey finds support for more flexible Apprenticeship Levy

Wed, 29 Mar 2023 04:05:57 GMT

A survey of employers shows strong support for reform of the Apprenticeship Levy, finds the Recruitment and Employment Confederation (REC).

A survey included within the REC’s monthly JobsOutlook, found half of the 200 employers interviewed would benefit from reform of the levy, so apprenticeships are more flexible and accessible for temporary workers. And near to 60 per cent would find any move to reduce bureaucracy by simplifying processes associated with skills and workforce planning, such as the levy, beneficial.

The results are significant because nearly 90 per cent of respondents are managers or at board level.

Kate Shoesmith, REC Deputy Chief Executive, said:

“This survey reinforces the near-deafening calls from many employers that the government must expand the levy to ensure more short course training, which will help people of different age groups.

“It is a tremendous waste that 960,000 temps are ineligible for levy funding because just 2% of temporary assignments last for 12 months or more. This oversight means the levy fails to help many people move up the career ladder, grow their skills base and reduce the impact of labour and skills shortages.

“The government will boost business growth and productivity at a critical time for the economy if they reform the levy to provide more individuals with a route to skilled work.”

Kate Shoesmith added:

“Apprenticeships are excellent – but they are not the right training for every job. We welcome that the government has recently vowed to end the misuse of apprenticeship levy funds to subsidise courses such as MBAs.

“We would like more transparency on levy use to corroborate the many different claims about the levy’s success. The businesses we represent do not think it has worked.”

EAS View on Statutory Rate Increases and Revised KIDs

Mon, 27 Mar 2023 04:13:53 GMT

AS has received a few queries on NMW increase and revised Key Information Documents (KID) last week so thought it worthwhile to share their view with trade bodies.

Please read below for the EAS view:

“Paragraph 15 of Regulation 13(A) requires revised KIDs to be given to work-seekers when the details required to be included in the KID change. We have been asked whether the annual increase in NMW/NLW rates requires EBs to issue revised KIDs reflecting the change?

EAS view:

If the KID that has been issued to a work-seeker states in words “at least the National Minimum Wage or National Living Wage” or words to that effect, then, in our view, there will not be a requirement to reissue the KID when the NMW/NLW rates increase each year. The figures in the example pay statement need only be reasonably estimated, not exact actual figures, so we don’t consider the example pay statement showing the rate that was correct at the time of issue to necessitate a requirement for a new KID to be sent. The section of the KID that sets out the expected or minimum rate of pay would still be true when the rates increase so in our view there would not be a requirement for EBs to reissue revised KIDs to all their workers. However, we do recommend that the example pay statements of new KIDs that are to be issued to new work-seekers from April are amended to reflect the new rate.

If the KID did not include this wording (or similar) and simply states, the expected or minimum rate of pay as a figure (e.g. £9.50 per hour) then the KIDs, in our view, would need to be reissued to reflect the change. The facts given in the KID would no longer be true. The revised KID would need to be issued no later than the fifth business day following the change and state the date on or after which the revisions take effect.

We don’t expect statutory rate annual increases to require KIDs to be revised and reissued each year. Statutory deductions may be stated on the KID without an amount or method of calculation and the example pay statement requires only reasonably estimated figures. We received some queries last year relating to the uplift in National Insurance and the planned Health & Social Care Levy that would have ringfenced this uplift from April 2023. These were eventually scrapped by then chancellor Kwasi Kwarteng, and the rate uplift was reversed in November 2022. We advised that EBs wouldn’t need to reissue KIDs to reflect the uplift in the example pay statements of KIDs but when the new deduction was to come in then all KIDs would need to be reissued showing the new deduction.

So essentially, if the only change is to the amounts of the figures in the example pay statement but the rest of the KID remains accurate a revised KID does not need to be issued, in our view.”

If you have any questions, please do not hesitate to get in touch with the EAS.

One thing separates creators from consumers

Sat, 04 Mar 2023 04:48:57 GMT

Enterprise applications are complex — there is an insane amount of information that is to be displayed that contains data from various sources, modules and users. There are complex graphs, usage patterns, and lists of data that need to be skimmed through before one can make sense of what the console is getting at.

“THE BIGGEST CHALLENGE WITH DESIGNING ENTERPRISE APPLICATIONS IS THE LACK OF EXAMPLES OF PATTERNS THAT WORK OR DON’T WORK IN SPECIFIC SCENARIOS.”

Since most enterprise applications contain sensitive data pertaining to the company, there are very few examples out there that talk to some of the common problems faced while designing enterprise apps. There exists pattern libraries that talk in-depth about how each component should work but very little on when to use them. The patterns we see in design libraries are often oversimplified and does not work in real enterprise applications where data and the use-cases are more complex in nature.

What you see below is a typical enterprise application. The working window is dense with information with a crazy number of panels each indicating information that is contextual to any other selection made on the screen.

Should startups care about profitability? More news at 10

Fri, 03 Mar 2023 05:08:09 GMT

There are certain topics that even some of the smartest people I talk with who aren’t startup oriented can’t fully grok. One of them is whether profitability matters. It’s common cocktail party chatter to hear people confidently pronounce that some well known startup is sure to blow up.

Or you know the other one — the one where Snapchat lost $2 billion in just one quarter. Two-fucking-billion! What a disaster! Except that they didn’t actually lose $2 billion in cash. It was a stock option incentive related “expense” but I bet you didn’t know that because in an era where we only read the headlines — they must be a train wreck losing billions. (They actually lost about $175 million in cash in that quarter, FWIW. See appendix if you want to know more on this.)

“HOW COULD THEY SUCCEED WHEN THEY’RE NOT EVEN PROFITABLE!”

If you hire 6 senior sales reps in January at $120,000 / year salary then you’ve taken on an extra $60,000 per month in costs yet these sales people might not close new business for 6 months. Your profitability will go down for 2 quarters while your growth may increase dramatically in quarters 3–12.

I know this seems obvious but I promise you that even smart people forget this when talking about profitability. 70–80% of the costs of most startups are employee costs so what you’re really talking about when a company is unprofitable is that they are growing their staff ahead of their revenue.

Why Resignations Intensified in Q2 of 2022

Mon, 09 Jan 2023 08:00:31 GMT

ThinkinCircles looks in-depth at UK job vacancies, job advertising, job-change data, and we explore the reasons why there was a sharp increase in resignations in Q2 of 2022

Whilst vacancy levels remained high, job advertising levels declined sharply in Q2

Whilst UK job vacancy levels appear to be past their post-pandemic peak and are now starting to decline, they are still running at 150%+ of pre-pandemic (Feb 2020) levels. From a job advertising volume perspective, the all-occupation index (set with Feb 2020 as 100) started to decline from its near-time post-pandemic peak from early June onwards.

Job advertising levels continue to vary greatly by skill set.

Resignations reached their highest level, in Q2 2022, since records began in 2016

As to the potential reasons why all-occupation job advertising levels declined before job openings peaked, it is notable that the number of people who changed jobs in Q2 2022 voluntarily (i.e. who took up a new post after resigning) was at the highest level since records began in 2016. As such, it is unsurprising that recruiters did not have to work as actively to fill posts via open job ads.

A backlash to the return to the office, and the need to offset the rising cost of living, are likely fueling resignations

As to the reasons behind the sharp increase in resignations in Q2 2022, they are likely to be numerous, including a potential backlash – amongst those who now appear wedded to the concept of remote working – to being asked to return to the office, which took hold in earnest the latter part of Q1. The rising cost of living will also be driving voluntary job changes, as workers seek to reduce work-related costs (fuel, if working from home, and travel costs, if working on-premise). And we can expect this latter trend to increase sharply in Q3 and Q4.

How many recruitment agency marketers are there?

Sun, 08 Jan 2023 09:45:14 GMT

Amongst a visible pool of 3.5k recruitment agency marketers, three in ten (28%) joined their current company in the last year

In the first of a series of research articles, ThinkinCircles looks in-depth at the visible potential pool of recruitment agency marketers in the UK

Number of UK recruitment agencies: 27.8k

In early 2021 (the latest available data), there were a total of 27.8k Employment agencies on the UK Business Register: 11.4k Temporary Employment (temp-centric) and 16.4k Employment Placement (perm-centric) Agencies. Of these, the majority were micro enterprises with up to 9 employees. Amongst Temporary Employment Agencies, however, there were 3.4k with 10+ employees and there were 2.2k 10+ employee Employment Placement Agencies on the register.

Figure 1. Number of Temporary Employment (temp-centric) and Employment Placement (perm-centric)

Agencies, by employee size: early 2021

The potential pool of UK recruitment marketers: 3.5k

LinkedIn offers visibility on 3.5k individuals engaged in a marketing capacity within the UK Staffing & Recruitment sector. Of these, around 0.8k are engaged in companies with 1-10 employees, suggesting that less than 4% of the UK’s smallest recruiters have a marketing person in post. With the remaining 2.7k marketers engaged within UK recruitment enterprises with more than 10 employees, this suggests an average of around 0.5 marketing heads per non-micro businesses. Of these, however, 40% (1.1k) are currently engaged within the sector’s largest (200+ employees) enterprises.

Across all-sized enterprises, senior job titles (Manager and above) are attributed to half (49%) of all marketing roles.

The recruitment agency marketer pool remains volatile, however, with almost three in ten (28%) joining their current company within the last year. Moreover, 11% changed jobs (through intra and inter-company moves) within the last quarter (June-August 2022), equating to a current annualised job-change run-rate of 44%.

Figure 3. Visible number of marketers within the UK Staffing & Recruitment sector, by job title

Find out more about ThinkinCircles here

TEAM Podcast: Episode 9

Tue, 26 Jul 2022 13:08:47 GMT

This week James’ guest is the Chief Fish and Founder at award-winning Firefish Software – a combined recruitment market and CRM software solution.

Together they discuss everything from what to do when starting out and setting up your web presence to things to be aware of from a tech perspective as you scale.

Discover more about Wendy and Firefish Software in this latest TEAM podcast episode …

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

How to Start a Recruitment Agency

Wed, 30 Mar 2022 11:36:28 GMT

Wondering how to start a recruitment agency? We know that starting your own recruitment agency can seem daunting, but there are some straightforward steps you can take to get the ball rolling.

While the following checklist is not a comprehensive how-to guide, it does contain guidance, ideas and food for thought for new recruitment agency owners.

Your 101 checklist to start a recruitment agency

An accountant

Your accountant is one of your most important advisors. Good accountants are generally best found by referral. Finding an accountant with experience in recruitment is a nice-to-have, but more importantly, choose an accountant you like and trust. Poor advice, or a lack of advice, can be one of the fastest ways to bring your business undone, so take your time selecting the right accountant.

A company or business name

Selecting a name can be very time-consuming. The most important thing is finding a name where the domain name is available. Avoid less obvious high-level TLDs like .io, .jobs, .net etc. as they are less intuitive to find. You really want to get the name in the most common domain extension for the country in which you work – e.g. .com for the USA, .com.au for Australia, .co.uk for UK .co.nz for New Zealand and so on.

Cloud-based recruitment software solutions

Cloud-based recruitment software solutions will minimise your setup costs and hardware requirements, allowing you to get to work more quickly. They will also significantly cut down your manual admin and streamline your processes, crucial time-saving you’ll need in those important early days (not to mention later as you scale and grow!).

A website

The great news is that you don’t need to spend a fortune on a website. The days of $10,000 and $20,000 websites for small businesses are long gone.

As a startup, you only need to spend a few hundred dollars to get a great website up and running using a standard website builder, like WordPress , Template Monster , Wix or Sitebuilder . Take your time and shop around, ask your friends or colleagues as there is a very good chance that someone in your network will know someone who can put together a beautiful site using these simple builders.

Some things you don’t need to start a recruitment

agency

Business cards, a printer, a scanner or a server!

You don’t need any of these things when starting out (and in our opinion, ever). Going paperless and wireless is easier than you might think. Connect with people via LinkedIn or Google, read resumes online and make notes before your interviews (reading resumes in interviews is lazy), and scan documents via your mobile phone. Use the money you save and take your partner out to dinner. (You might need the credit points in the months ahead!).

A few extra expert tips about starting out

Recruitment = relationships

Personal relationships are everything in recruitment. Spend time getting to know your clients personally. Take them to lunch, invite them to golf, call them and say hi each week and share information with them whenever you can. This may sound obvious, but the art of relationship building is slowly disappearing in many sectors of recruitment.

Give your time and expertise freely

There is a reason recruiters are called ‘consultants’. The best recruiters develop huge amounts of industry expertise and they share that knowledge openly with their clients. Company owners and hiring managers need experts they can call on to discuss the latest salary rates, availability of resources and so on. Be that person your clients turn to and do it for free – the benefits will follow.

Nurture your top candidates

Don’t just add a candidate to your talent pool and forget about them. Your top talent needs to be nurtured through consistent communication and engagement. A great candidate may not meet the requirements for one job but may be perfect for another job that comes up a month later. Utilising an applicant tracking system allows you to keep track of all your candidates and talent and can prompt you to reach out to people, follow up with clients and a whole range of other tasks.

Experiment with your terms and do deals that make sense

When starting out, it’s important not to get too fixated on your terms. This doesn’t necessarily mean you should discount, but you should be creative and experiment with different arrangements to find what works best for you and your clients. Talk to clients about fixed fee arrangements, retainers, exclusivity and so on. You’ll be surprised at the deals you can do if you are providing a higher level of personal service than your competitors.

Avoid working with companies you don’t know

Fee disputes can be dramatically minimised (if not eradicated) by working only with clients you have or can build relationships with. The majority of fee disputes in recruitment involve transactions with weak personal relationships between client and consultant. If a company holds you at arm’s length and you can’t get a relationship going then the chances of a successful recruiting relationship are slim especially when starting a staffing company.

We hope these 101 tips help you start your own recruitment agency! If you’d like more in-depth tips or advice around what software and tools could work best for your new agency, contact our friendly team to have a chat.

Service Provider Spotlight

This article has been provided by Sarah Linney at TEAM Service Provider – JobAdder .

JobAdder is an innovative B2B, cloud-based SaaS platform designed to help make recruiting more efficient and joyful for everyone.

Already trusted by thousands of businesses worldwide, JobAdder empowers both agency and in-house recruiters to spend more of their time delivering real human value to candidates and hiring managers and less time on repetitive admin.

Goals for 2022

Wed, 12 Jan 2022 12:25:33 GMT

Happy new year TEAM colleagues!

I had some thoughts on what would be good advice for TEAM business owners for 2022 – no surprise, some lightweight vanilla stuff :-

Set a tangible goal for where you want your business to be at the end of 2022 and write a 1 page plan of action to make sure it happens (doing the same thing and expecting different results won’t work).
The Recruitment industry has changed over the past two years – Clients and Candidates behave differently – make sure you do. Embrace the change needed for today’s market.
Commit to some regular exercise.
Invest some time in reading- 1 great business book – Winning On Purpose: The Unbeatable Strategy of Loving Customers by Fred Reichheld (Harvard Business Review Press)
Invest time in something you love- a hobby or sport, you love it, get better at it. You’ll love it more.
Go somewhere new. The world is small, experience it!
Donate to something you care about.

I’ve committed to ALL of the above, and shared with family and friends for accountability.

Now for really true inspiration and guidance I asked our TEAM friends who have helped us all year with advice and guidance on improving our recruitment businesses for REAL ADVICE. They all came back with some great ideas, guidance and tips. See below.

Happy new year all – now and go and make 2022 your best year ever.

Simon Bliss, Chair@TEAM

James

Whitelock

ThinkinCircles

Marketing

A proven marketing method to use in 2022 is Account Based Marketing (ABM). ABM is sales and marketing aligned to convert the clients you want to work with. It’s rarely used in recruitment, but it’s now easier than ever to work this into your marketing plan.

James Whitelock, Managing Director ThinkinCircles: Recruitment Marketing

Jeremy Snell

Talent Builder

Hi TEAM and Happy New Year to all.

Here’s my thought for 2022:

Identify and focus on your strengths.

We all have strengths. You have a unique blend of strengths that make you, you. These could by attributes, skills or competencies. When you know what they are and you lean into them hard, they develop to become superpowers. Superpowers help you to deliver exceptional results. They’re your value proposition.

It can be a fool’s errand to constantly seek to strengthen weaknesses. Batman didn’t spend all his time trying to fly, even though he saw Superman do it. He focused on his key strengths – adoption of technology, stealth and having infinite money.

So, discover your strengths. Lean into them. Make them superpowers.

Are you a master resourcer who can find hidden talent? Double down on it.

Is it when selling where you burn brightly and outperform the pack? Get disciplined and become even better.

There are plenty of TEAM members doing this every day through TEAM Exchange.

Kapow!

Kind Regards,

Jeremy (AKA Alfred) FounderTalent Builder

www.talentbuilder.co.uk

www.findmorecandidates.com

Miles Lloyd

Milestones Consultancy

Be the best leader you can be, build the best business you can build and value what you do, by…

Investing in yourself: Even the very best in the business world have coaches and mentors to become the best version of them they can be, and turn strategy into reality.
Investing in your people: So you can work more ON the business than IN the business.
investing in your business: Apply the simple principals of marginal gains across the organisation and drive cash to the bottom line.
Investing in your proposition: Add more value, deliver more quality and do things that others only talk about. Stop working ‘no-win/no-fee’ only and become a solutions provider/talent partner.

… and you will have an amazing culture to grow a sustainable profitable business for years to come.

Miles Lloyd, Milestones

www.milestones.consulting

Fiona Brunton

Brunton Bid

Writing

I think my tip for tactical success is to start learning to say “no”. Over the years I’ve found myself getting embroiled in things that add nothing of value to my business, but that sap disproportionate amounts of time, energy and sometimes emotion. I’ve become much more targeted in my business, bringing in experts to do things internally that aren’t in my sweet spot and referring customers or projects that don’t quite sit right within my business to other experts within my networks who can add more value. This has given me time to focus on what works, what makes me feel good and what really delivers value for both my colleagues (subcontractors) and clients. What’s more, it’s enabled me to build strong relationships with some wonderful suppliers in this sector which have been hugely beneficial to me over the years.

Fiona Brunton, Brunton Consultancy Ltd
www.bruntonbidwriting.co.uk

Nicky Coffin

Centred

Excellence

Saying Hello to 2022 with Purpose

As we launch into 2022, it’s important to reflect on what we have achieved in this past year and get intentional about what you want to create in 2022. As individual personalities, we need to think about what qualities, habits and traits we want to carry with us into the coming year and be intentional about how we do it ��

As you envision the year ahead, ask yourself: What did I learn this year? What did I do well? What did I let go of? What did I create? What tools and processes worked really well? What changes did I make? How did I show up that worked well – what specifically did I so? And how can I not only continue to do these things, but build on them? What do I need to work on? What do I need to stop doing? What do I want to start doing more of?

Then write down your answers to those questions.

It’s important to get clear on what you want to create this coming year – to be intentional �� You are the creator of your reality and whatever the seeker seeks, the finder will find…. You have the tell the seeker exactly what you want – otherwise it will find you all types of stuff you don’t want ��

A great question to ask yourself that will help with this is:

If you had a magic wand and used it on your business and went to sleep. Overnight things changed and when you woke up the next day everything was exactly how you wanted it. What would have changed? What would be happening? What would you be experiencing? What would you see, feel and hear as if it were happening now?

Get clear on that vision – because that is a reality that you can create ��

Then ask yourself – What’s the first step I need to make to start creating this?

Then JFDI that 1st step within 24 hours ��

Nicky Coffin, Business Mentor for Recruitment & Executive Search Business Owners

www.centredexcellence.co.uk

Louise Archer

Retrained

Search

Thanks Simon and Happy New Year to you and the TEAM!

This year is going to be tougher than ever for many businesses trying to hire, especially in skills short markets and challenging locations.

For those with new businesses or an unknown brand, it’s even harder.

Many of these firms are struggling to get the results they need using the contingent ‘no win no fee’ recruitment model.

As an expert in your field, it’s your duty to advise your client on the best strategy for addressing challenges in talent acquisition.

A retained partnership can solve problems that a no win no fee model can’t.

Learn how to position and deliver retained solutions to the benefit of all parties.

Louise Archer, Founder & Coach

www.retrainedsearch.com

Mike Whatman

Team Head

Coach

Happy New Year firstly!

I completely agree that 2022 is going to be a year of huge opportunities for the industry. Which is going to take quality leadership to navigate through both the familiar and also new unfamiliar challenges that awaits. From a leadership perspective it is important that we create an objective for our teams that both speak to individual motivations as well as the goals of the business.

Once this objective is set then reverse engineer what it is going to take in order to achieve it.

Clarity in terms of activities and behaviours required from the team will create understanding of the “how” and will also create natural points of reflection throughout the year to ensure that everything is on track. Rather than arriving at Q4 needing to burnout your teams to make up for the deficits earlier in the year where there wasn’t any granular understanding on what was required.

Reflect on 2021 as to what went well, and how we can turn these behaviours into the trademarks of our teams and become habits that we fall back on to maintain continued progression.

Equally as important to determining what we need to do, is what we need to not be doing. With the amount of opportunities in front of us this year, efficiency is key, so what are our time or energy sappers that we need to stop doing.

As Jeremy says, focus on the strengths and the outcomes will look after themselves

Cheers

Mike Whatman

Team Head Coach

Andrew Sillitoe

andrewsillitoe.com

Happy new year!

Here’s mine:

Have a game plan (and know which game you are playing)

Many CEO’s are operating at different levels in the business.

To use a sports club analogy: CEO’s are figuring out how to win the game on the pitch (billing).

They are also head coaches building teams that can win (leading).

And they are also the GM (strategic macro thinkers) negotiating sponsorship deals, TV rights and new markets to sell more team shirts.

As the CEO of a recruitment business, you need to know which conversation you are having with your team. If you are a solopreneur, you’ll need an outside perspective to help you stay objective and analyse your game plan.

Take a step back and ask yourself where you are spending most of your thinking time? On the pitch, in the locker room or the boardroom. All three conversations work if done independently of each other.

Andrew Sillitoe

https://andrewsillitoe.com/

Chris O’Connell

Chester James

Hi Simon and All, – Happy New Year!

Here’s my ramblings….

Having an exit plan – yet most owners will say they don’t have one or need / want one at this stage. Secretly most are looking to sell, or at least get a decent pay out of some kind, at some point.

Otherwise, what’s the point? Why work this hard with barely a slight chance of a pot of gold at the end? It may sound like a paradox coming from me who is VERY pro enjoying the process and the journey over the destination.

But how many of us have actually thought it through?

Having an exit plan gives you guidance. Aspirations, goals – a roadmap to what success looks like. But look, I get it. You’ve either just got started or too busy working on growth, or really loving what you do so much you feel like you never want it to stop – so the last thing you want to focus on is, how to end.

Exiting the business you’ve just started or been the founder of for years is a tough thing to face, but business ownership – and leadership requires humility… And there is nothing more modest than taking a step back, evaluating what’s working – and what’s not working in your business, and correcting it in real time.

Getting in external people to provide new perspectives, guide, support and mentor you, be your critical friend, make you work smarter for the benefit of you, your colleagues and the business, and ultimately enable you to execute your dreams, and not just think about them, is more than likely going to be the absolute difference.

That is why we all need an exit strategy, and ideally as early as possible – Whether we plan to exit or not.

Chris O’Connell

http://chesterjames.co.uk/

Angela Cripps

Recruiting Gym

Immediate thought springs to mind…

“Invest in your people!

Whether that’s using training and development to create an easy succession plan for yourself as you grow, or a structured onboarding program to make sure that new starters are effective, efficient and above all adding to the bottom line early on or what about executive coaching for yourself to give you an outside perspective on what you can achieve. Don’t leave it all to chance”.

Kind regards,

Angela Cripps , Managing Director, Recruiting Gym

train.recruitinggym.com

Why It’s Important to Cleanse Your CRM Database (and how to do it)

Wed, 08 Dec 2021 12:49:55 GMT

Are you storing old candidate data in your CRM? If dead data is clogging up your database, it’s time to cleanse it! Hanging onto dead data is a counterproductive habit many recruiters need to ditch.

So what can you do to make sure you’re only talking to engaged and active candidates? Cleanse your data regularly – it’s as simple as that!

Example Ad #2 (only visible for logged-in visitors)

Every good recruitment website should collect clean and relevant data through a web form. But no matter how hard we try, bad data can slip through the net and into our database.

Whether you cleanse your data manually or with the help of a bulk archive/delete functionality , irrelevant candidates will be automatically removed from your potential matches, searches, Talent Pools and job alerts.

With dead data out of the picture, you’ll no longer waste time on the wrong candidates, and instead focus on working an active network of candidates that are ready to convert.

Still not convinced? Here’s how a cleansed database will benefit your recruitment process.

The benefits of a cleansed database

You’ll be ready to recruit directly from your CRM.
You’ll have a bubbling network of active candidates that are likely to convert.
You’ll be reporting on accurate and active data.
You’ll have a buzzing database full of candidates ready to show prospects.

What candidates should I remove?

Candidates you want to remove from your database are:

Candidates who are non-compliant – This covers any candidate that’s been inputted manually, ‘never consented’ or has a consent window that’s about to expire. In line with GDPR practices, you need to delete them from your database.
Candidates that you’ve deemed no longer appropriate – We’re all familiar with the candidates that aren’t worth having on your database. Your first step would be to archive them, but if they’re no longer relevant it’s best to delete this data.
Candidates who are unengaged – Unengaged candidates are those no longer engaging with your content. Essentially, they’ve become a number on a subscriber list that’s no longer bringing you any value. To keep your database brimming with activity it’s best to let these candidates go!
Duplicate candidates – The best recruitment CRMs won’t have duplicates, but if your database does, it’s time to delete those candidates. If you don’t, you’ll get stuck thinking your database is full of hundred candidates, when actually a large percentage of this is duplicated content.

When to remove dead data:

Now you know the benefits of a cleansed database, it’s time to start making database cleansing part of your routine. Here’s when to do it…

Once a week: For non-compliant candidates or those logged as ‘consent expired’ it’s recommended you cleanse this data once a week.

Once a month: Review and cleanse any candidate’s that have expired documents like DBS checks or Health & Safety certificates once a month.

Once a quarter: Once a quarter, cleanse your database of candidates that have unsubscribed from job alerts or your email marketing. It’s also good to weed out any candidates that you deemed no longer a promising placement.

We all know that cleansing data isn’t the most exciting part of recruiting , but it’s a necessary part of the role that will help you change the way you recruit. Without needing to sift through dead data, you can laser-focus on candidates that are ready to convert. At the heart of it, this is what recruitment is about!

Service Provider Spotlight

This article has been provided by Beth Williams, Growth Executive at TEAM Service Provider – Firefish Software.

Firefish Software is a combined recruitment marketing and CRM software that’s changing the way businesses recruit.

Since launching in 2010, they’ve helped hundreds of recruiter-owned agencies gain serious competitive edge by combining their recruitment CRM and marketing activities onto one platform.

They’re currently serving more than 50 TEAM Member agencies, helping them make 25% more placements by recruiting the Firefish way.

Remote Working – Will the Rules Change Again?

Wed, 27 Oct 2021 13:46:15 GMT

You have probably read or at least seen dozens of blogs about returning to the office, remote working and hybrid working. Not very original, is it? Why is this article any different?

Well, as guidance changes and we’re heading towards the end of the year, the rules seem to be hanging in the balance. What does this mean for you as a business owner, specifically a recruitment business owner? What does it mean for your staff, your contractors, and your permanent placements?

Here’s what to consider as we continue to live and work in limbo.

Example Ad #2 (only visible for logged-in visitors)

First of all, think about how you are adjusting to the working arrangement right now. Do you still view it as a temporary change, or have you made it semi-permanent? Even though you and your team have been working from home for at least 18 months, are people still working from the kitchen table, juggling video calls when there are fewer people around and less chance of distractions?

If you haven’t properly adjusted, then make the necessary changes now. The guidance is still to work from home where possible. Does this work for your team? Does it work for your contractors? Let’s take your team first – make sure they have the proper environment to work effectively in; that means the proper kit as well – a supportive office chair, required technology and access to necessary software.

For your contractors, of course, it will depend on who they are working with. Each business will be different and, whilst the contractor may feel they have to conform to the different employer’s guidance, they still have rights. Get an understanding of the relevant employer’s terms so the expectations are set out clearly from day one.

To be realistic, 2022 is not going to see a drastic change. Come 1st January you will not suddenly see people flooding back into their offices. Although that said, face to face meetings, training events, conferences – essentially in-person get togethers are creeping back on the calendar.

Have you been out to many meetings recently? How do you feel about getting back to see people in person? You might be comfortable but how do your colleagues and contractors feel? With the mixed messaging it is certainly enough to make your head spin. Keep checking in with yourself and your peers to see how they feel about face to face meetings.

It is worth setting some guidance of your own about what is acceptable or expected of your team.

Tell me more about 2022

A new year is always a good time to check in with your business goals. What specific, measurable targets are you setting for the coming month, quarter, 12 months and beyond?

If you step away from your computer for a few minutes and spend some time visualising the future of your recruitment business, where do you see it? How do you see the business moving forward? Think about who you need to help with this, what support do you need and what is available, what milestones are on this journey that you need to aim for?

Could 2022 be the year you think about selling your recruitment business? That’s a bigger question to consider but it could be the ideal time for you. Or perhaps the focus is getting your recruitment business into a position it could be sold. What would it take for you to exit the company?

Growth might be on your mind rather than an exit strategy. If this is the case, what should you invest in – is it software, people, training? After all, having the right people in your team who have access to the best tools to reach their potential benefits everybody.

Changing guidance on remote working and even potential lockdowns might be imminent, especially as winter approaches. Hopefully, we will all stay safe and infection rates will not increase as the seasons change. However, it is worth asking yourself the questions raised here to consider how your business would cope with another change and what that could mean for you in 2022.

Service Provider Spotlight

This article has been provided by Nigel Chambers, Sales Director, at TEAM Service Provider – Remus Rewards.

Remus Rewards, a division of People Value Limited is a market leading provider of employee reward and loyalty solutions. They specialise in providing solutions to the contractor market, SME employees rewards, member communities and customer incentives across the UK.

Five Best Marketing Tactics for Solo Recruiters

Tue, 26 Oct 2021 14:05:52 GMT

As a Solo Recruiter, you need to do everything you can to cut through the noise and get noticed by candidates and clients. To do this, you need to add marketing tactics to your recruiter tool kit – but with so many tactics in play, it’s hard to know where to start.

Here are five marketing tactics to focus on…

1. Work out your unique selling points

As a Solo Recruiter, you’re not only up against other recruiters, but also huge agencies. So if you look and sound like all your competitors, how can you expect to stand out to prospects and candidates?

Example Ad #2 (only visible for logged-in visitors)

To differentiate yourself in this competitive market, you need to take a step back and work out your unique selling points (USPs). Understanding what makes you different is crucial if you want to market yourself and your brand in the best way possible.

Ask yourself:

Why does my business exist?
Why do I offer the services I offer?
Why do clients and candidates choose me over others?

The answers to these questions will help you define and drive your marketing strategy .

2. Build a strong personal brand

Branding is something we associate with big companies like Coca Cola , but anyone can have a brand. It’s there to show the world exactly what you do better than everyone else.

To build a recognisable personal brand you need to weave your USPs into everything you do – from the tag line on your website, to your social media bios – celebrate the things that differentiate you and you won’t look and sound like any other recruiter out there.

A strong personal brand needs a strong visual identity, but this is also something we tend to associate with big companies (and big budgets). But the good news is, there are affordable options. Fiverr is a great resource for commissioning everything from logos to website copy.

Branding only works if you keep all your channels consistent so brand everything up, from your recruitment website to your social profile’s headers, and you’ll be instantly recognisable.

3. Optimise everything

Search engines are the first place candidates turn to when they’re looking for a new job, so focusing your marketing efforts on improving your SEO is a sure-fire way to drive candidates to your recruitment website and get them applying for your jobs .

Even if you’re new to SEO , don’t let it intimidate you; in practice it’s pretty straightforward. Essentially, you need to include keywords relevant to the roles, location and industry you recruit for in your website content to make sure it’s easily searchable. Here’s a guide to creating a strong SEO strategy .

If your job ads aren’t optimised, you could still miss out on a lot of applicants. To learn how to optimise your jobs so they appear in search engines and Google for Jobs (and even get posted on LinkedIn for free) read this blog .

4. Focus your social media strategy

Social media is one of the best channels for reaching and engaging with candidates. Every profile you have is an advert for what you do – use it right and it will help build up your personal brand, directly interact with your candidates and will establish you as a recruiter worth knowing.

A common mistake is thinking one channel fits all, but what works on Twitter won’t necessarily work on Instagram or LinkedIn . Each channel has its unique strengths, but to get the most out of your social channels you need to build a strategy around the interests and behaviours of the candidates (and clients) you’re trying to reach.

Building candidate personas can help you break down your target market and learn where each of these groups are spending time on social. For example, if your niche is in construction – what social channels do these candidates use? Knowing this can help you build a solid social media strategy that targets the right audience and the right social platform they’re using. Bonus: Candidate personas will help you target the right job boards too!

5. Make the most of your candidate reviews

Marketing is all about telling your audience you’re great at what you do – but without proof, how can you expect people to fully invest in you as a recruiter? 63% of consumers are more likely to trust a website if it has reviews on it and you can be sure your candidates are no different.

Building up a bank of candidate reviews is a cost-effective and powerful marketing tool that can help you attract and convert new candidates. To build up reviews , you need to make it easy for candidates to submit positive words about their experiences with you on your recruitment website .

It’s also worth creating an automated email campaign to follow up with candidates and ask them to fill out a review. That way, you’ll pull in a steady stream of reviews to display on your website (set up a page dedicated to reviews) and shout about on your social channels. This is the key to establishing yourself as a credible recruiter!

Service Provider Spotlight

This article has been provided by David Connolly, Senior Growth Outreach Specialist, at TEAM Service Provider – Firefish Software .

Firefish Software is a combined recruitment marketing and CRM software that’s changing the way businesses recruit.

Since launching in 2010, they’ve helped hundreds of recruiter-owned agencies gain serious competitive edge by combining their recruitment CRM and marketing activities onto one platform.

They’re currently serving more than 50 TEAM Member agencies, helping them make 25% more placements by recruiting the Firefish way.

Six Important Things Your Recruitment Website Needs

Fri, 01 Oct 2021 14:19:23 GMT

Your recruitment website has the power to be your agency’s biggest asset – if it ticks all the right boxes.

Your website shouldn’t just look the part. It should be constantly working its magic in the background to pull in new business and convert candidates into applicants for your roles.

Here are six things every good recruitment website needs in order to serve your agency.

Strong Branding

When you’re operating in a crowded, competitive market like recruitment, you need to do everything you can to cut through the noise.

Think of your website homepage as your agency’s shop window; if it looks every other website out there, how can you expect clients and candidates to remember you?

Standing out is all about creating a strong brand strategy so that everything on your website has been carefully considered. From an eye-catching logo to clear key messaging, a website that’s branded up nicely can do wonders for your recruitment agency.

A Recruitment Blog

Businesses that blog generate 67% more leads than those who don’t have a blog on their website. Just think about the impact a good blog could have on your website’s discoverability on search engines!

If you have a clear content strategy behind the blogs you write and a recruitment SEO strategy that targets keywords relevant to your recruitment niche and region, you’ll be off to a flying start.

Think carefully about the kinds of challenges your candidates will be experiencing right now and write blogs that will help them with these challenges.

Google for Jobs - Optimised Jobs Pages

Your job pages are always going to be the most important part of your website. But while they might be doing their job of converting candidates into applicants, is it easy for candidates to actually find them?

If your jobs pages aren’t Google for Jobs optimised , you’ll be missing out on a whole load of job-seeker traffic. There are around 300 million employment-related google searches every month and Google’s job search feature ensures that the most relevant jobs appear at the top of their search.

Your jobs pages don’t instantly appear in Google for Jobs – you need to make sure your job pages have the right structured data for them to be pulled into the list. And with the right recruitment software provider , Google for Jobs optimised jobs pages should be part of the package

A Simple User Journey

A simple web journey is key to driving candidates and clients to take the actions you want them to take on your website. If your web journeys aren’t seamless, users will drop off in a matter of seconds.

Your website is catering to both clients and candidates at the same time. Does it cater to these very different audiences? Is there a clear and distinct journey for each?

For example, here is the homepage for Firefish users GCB Recruitment . Their website creates a completely different homepage and user journey depending on whether the visitor clicks the job seeker or employer option.

Keep your navigation menu as simple as possible to allow users to easily make their way round your website without coming to any roadblocks will massively increase the recruitment leads you get through your website.

A Place to Sign up for Job Alerts

Ensuring candidates can easily register for a candidate portal or sign up to your job alerts is essential if you’re going to pull a steady stream of candidates through your website and into your recruitment database.

There are a few different ways you can encourage sign ups, but the best place to start is to have a registration page that’s specifically for candidates .

Even if you don’t have a role that’s suitable for them now, sending out regular job alerts will keep them engaged until the right role comes along.

Complete Control

When you’re running a recruitment agency, the last thing you want is a static website that you can only make changes to by circling back to a web developer and waiting weeks for the changes to go live.

It’s important to be able to react quickly to changes in the market and update your website as you go. Therefore, you need a website that’s easy to customise and make changes to from the CMS.

This gives you complete control and means you can make any changes as and when you want without having to wait around on anyone else.

Service Provider Spotlight

This article has been provided by Beth Williams, Growth Executive at TEAM Service Provider – Firefish Software.

Firefish Software is a combined recruitment marketing and CRM software that’s changing the way businesses recruit.

Since launching in 2010, they’ve helped hundreds of recruiter-owned agencies gain serious competitive edge by combining their recruitment CRM and marketing activities onto one platform.

They’re currently serving more than 50 TEAM Member agencies, helping them make 25% more placements by recruiting the Firefish way.

Scale-up Businesses Capitalising on the Right Technology for Success

Wed, 01 Sep 2021 14:35:34 GMT

Recruitment firms must strategise for sustainable growth once they attain scale-up level by validating their services and presence in the market. Technology, particularly recruitment software, is a significant investment that scale-ups can capitalise on to gain success.

Once the business starts to outgrow the current path, it becomes a question of whether the recruitment firm is looking at quick growth or aims to make an enduring industry impact.

Scaling up a business involves a flurry of activity and dynamic decision making. The goal is to have higher output while keeping the input low. Identifying the right area of business to grow or invest in is key.

So while exciting, it is not an easy stage for the business operation and expansion.

The right time for recruitment agencies to scale up

Figuring out if it’s the right time to scale up takes some soul searching. Entrepreneurs must question if their business is ready.

For recruitment firms, it can be once the quality of their services is validated and they have a reliable source of income. It can be once the usual work processes start feeling limiting. Then the business owners can begin to look beyond their companies’ existing services and financial health while deliberating the potential for scaling up.

Alongside this, it’s necessary to be aware of obstacles that currently inhibit the business and impede progress. Getting rid of redundant business practices is a good place to start. Strategise ways for the business to be faster, better and more efficient.

Recruitment is all about people. Hence, having a system that delivers quick and superior recruiting services is beneficial to all. This involves doing away with manual processes and automating tasks. It also includes streamlining recruiting tools. Save time by integrating essential tools. For instance, get a recruitment software system that can integrate with different software systems such as video conferencing and candidate skills testing software.

Investing in software can be the right next step to take for many scale-ups. The database is the core of every recruitment business. Consequently, agencies must reflect on their current tools and software systems.

Take recruitment CRM as an example. It is fundamental to the recruiting desk. But does it allow recruiters to focus on the core tasks? Does it help achieve optimal success? If the answer is not a firm yes, it might be time to consider switching to a better, more well-suited recruitment agency software.

Choosing recruitment software judiciously

Making the correct choice in technology partnership improves the quality of work produced while also enhancing the work experience. In a competitive market like recruitment, the right recruitment software can make a huge difference. It helps recruiters quickly place top talents in suitable roles that form the core of recruitment.

Therefore, it is of paramount importance to ensure that the tools being used are suitable.

Recruitment scale-ups who are contemplating their choice of CRM software must think about what their expectations are from their new tech partner.

Improved systems for efficiency

Introducing a new tech into the business is about improving the process. A good recruitment software immediately streamlines the work and that simplifies the working system. This software provides a central platform for storing and accessing key data, boosts talent sourcing, streamlines candidate compliance checks and helps build better talent pipelines.

Automation

Time is the greatest benefit of using automated recruitment CRM software. Recruiting work contains a lot of time-consuming, labour-intensive tasks that are better left to the software. Using the CRM software system inevitably frees up a recruiter’s time. It can take over tasks such as job posting, pre-employment candidate assessment and CV screenings. Automating these repetitive recruiting tasks enables recruiters to gain time and focus on producing superior quality work to better serve candidates and hiring companies.

Quality communication

Maintaining regular and transparent communication improves relationships. Candidate experience often gets marred by poor communication. Utilising the recruitment software mobile app helps to respond quickly to emails and texts or keep notes of important conversations. CRM software makes communication easy.

High-performing tools for high-performing staff

Running a successful business is about employing the right people. And supporting these talented staff includes investing in the right tools. High performing recruiters need the support of good recruitment software solutions. It helps transform the workflow and reinforces positive results.

Don’t forget excellent customer support

The scale-up phase is a critical juncture for businesses. The recruitment firms that will be investing in better tech systems must keep client support in mind.

Thus, decision makers must be cautious about joining forces with the first recruitment CRM supplier they like. The best recruitment agency software is the one that has stellar features and easy functionality sustained by quality customer care.

The importance of excellence in client support is often discounted. But it pays to be careful. Recruiters will want a smooth sailing system that runs without a hitch. Yet they are bound to encounter problems and will need an experienced consultant to help them navigate the issue.

Going through customer testimonials, Trustpilot scores and paying attention to market reviews helps pin down the perfect recruitment software.

Service Provider Spotlight

This article has been provided by Paul Thomson, Sales & Marketing Director at TEAM Service Provider – Ikiru People .

Ikiru People is a leader in the supply of technology solutions and services to recruitment, staffing and executive search businesses, as well as corporate HR teams around the world – providing the platforms they need to test and train candidates, support further development, enhance the recruitment process and source the best talent.

How to Use Technology to Improve Your Candidate Experience

Thu, 19 Aug 2021 14:16:15 GMT

It’s no secret that well-designed recruitment software can make your job as a recruiter easier. But it’s also worth asking – how can you use it to improve the candidate experience too?

When the market is candidate-short, it’s in your interest to put candidates first. Here are a few ways recruitment software can do just that…

Put candidates in the driver’s seat

When it comes to handling personal information, recruitment software puts candidates firmly in the driver’s seat.

Any good CRM should come with a secure candidate portal where candidates are in control of the personal information they share and can update their job preferences as they see fit.

Your CRM is also a great tool for communicating with your candidates and keeping your process transparent. A good candidate portal will show candidates the jobs that they have applied to and communicate the status of their application meaning they are never left in the dark.

Provide a more personal service

As with any kind of technology, recruitment tech is there to automate the time-consuming tasks so you can focus on building relationships with your candidates

Recruitment software is designed to free up a lot of your time so you can focus on providing a better, more personalised experience for every candidate.

With less administrative burden, a more streamlined recruitment process and a more resourceful database to work with, this provides a better experience for everyone involved.

Keep communication on point

No candidate likes being targeted with irrelevant job ads or any other content that doesn’t speak directly to them and this will never happen to your candidates if you’re working with a well-segmented candidate database.

With the right technology, your candidates will only receive job alerts that are directly relevant to their current situation.

Contact recording also ensures your communication is on point with every candidate. There’s nothing more embarrassing than a candidate being contacted twice about the same opportunity and this won’t happen if activities are automatically recorded against the candidate’s record.

Good recruitment software also clearly highlights how engaged a candidate is with your business or what stage they’re at in the hiring process – for example, if they’re out for interview, at offer stage, etc. This shows you who is engaged but also who isn’t. Flagging candidates who’ve been buried and missed gives recruiters the opportunity to re-engage them and serve them better.

Avoid CVs falling through the cracks

How many times a month do you see this situation happen: a CV lands in your inbox, you save it to your desktop to look at it later, you completely forget about it then spot it two weeks later, call up the candidate up and are left kicking yourself because they’ve already been scooped up by a competitor?

Recruitment software automates the process of collecting applications and digitally records them in the CRM, so no CV goes unnoticed. An automatic acknowledgement will also be emailed each time a candidate successfully submits a CV and recruiters can see clearly who has applied and who still needs to be responded to.

So, if you’re in the process of shopping around for a new recruitment software, or even looking into a CRM for the very first time, make sure you think about what’s in it for the candidate as well as your recruiters when making your choice.

Service Provider Spotlight

This article has been provided by David Connolly, Senior Growth Outreach Specialist at TEAM Service Provider – Firefish Software .

Firefish Software is a combined recruitment marketing and CRM software that’s changing the way businesses recruit.

Since launching in 2010, they’ve helped hundreds of recruiter-owned agencies gain serious competitive edge by combining their recruitment CRM and marketing activities onto one platform.

They’re currently serving more than 50 TEAM Member agencies, helping them make 25% more placements by recruiting the Firefish way.

TEAM Podcast: Episode 8

Mon, 05 Jul 2021 13:17:49 GMT

This week James’ guest is Neil Johnson, Director at Apex Recruitment Services.

Neil shares how after over a decade working in investment banking in London he decided to have a complete lifestyle change. Alongside his brother-in-law, he took the opportunity to transform a generalist recruitment business into a specialist agency focusing on the exciting automotive engineering sector.

Neil talks about the changes he is seeing in the automotive industry with advances in electrification and autonomous vehicles.

WE'RE STARTING TO SEE THAT COME THROUGH NOW WITH A NUMBER OF REQUIREMENTS FOR ELECTRICALLY QUALIFIED OR TRAINED VEHICLE TECHNICIANS.

Neil Johnson

Discover more about Neil’s business and the secrets to Apex Recruitment Services 40 year history in this latest TEAM podcast episode …

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

Winning the Battle for Talent as a Solo Recruiter

Thu, 13 Aug 2020 12:13:19 GMT

A solo recruiter juggles many hats. But, like any other recruiter and agency, there is a substantial drive to make quick, quality placements. In this candidate-driven market, top talents do not last long in the jobs market. Therefore, the solo recruiter running the entire business single-handedly needs a little extra support from candidate skills testing software.

Recruitment is a notably competitive industry. If you are an independent recruiter, you are likely to be experienced with a reliable network and pool of candidates. Despite all that, you realise it is not easy to find, engage and place good candidates.

Identifying skilled candidates and ensuring their suitability before placing them is at the crux of recruitment. But the trajectory to a successful placement is not smooth.

The competitive hiring environment necessitates speedy work. Time is a precious commodity. Talented job seekers never lack good opportunities. The race against other recruiters to get the best available talent as quickly as possible can be taxing.

Moreover, as a solo recruiter who has numerous other tasks to contend with every single day, how can you prepare to effectively win this battle for top talent?

Skills assessment tests – uses and impact

Pre-employment skills testing is critical in evaluating applicants. Banking on CVs, interviews and reference checks to provide a holistic view of candidates is rather restrictive. These do not present a comprehensive understanding of a candidate’s abilities and potential.

Solo recruiters get a competitive edge when they have the foresight to embrace candidate skills testing. It helps in:

Quick filtering of mass applications
Standardised tests from neutral source to prevent bias
Improves pool of short-listed candidates
Checks for skills exaggeration
Provides an additional method to gauge applicants

Therefore, recruiters who are single-handedly responsible for talent acquisition, client meetings and strategising for business growth must incorporate candidate skills testing and good skills testing software as a fundamental element of the recruiting process.

Good recruitment leans more towards ensuring that the skilled candidates are truly qualified for the role they will be stepping into. Recruiters must verify that they have the skills required to carry out their responsibilities competently.

And this is not limited to technical skills like literacy, numeracy or accounting. Hiring companies also value an employee’s cognitive abilities. Some skills tests evaluate an individual’s aptitude for problem-solving and critical thinking.

Testing candidate skills online is time-saving and an effective system for the solo recruiter who can send the test to a big group of applicants in a couple of minutes.

Besides, this is more convenient than spending days trying to arrange logistics for tests involving all candidates.

Online skills testing eliminates this problem immediately. You can simply choose either one or more of the tests to send to an individual or a group of applicants. Candidates will take the test online from wherever they prefer. The test results appear in the recruiter’s inbox once the candidates finish.

Quick, quality recruitment – engaging the right candidate with the right skills testing software

Prompt, evidence-based data reinforces the benefit of using skills testing software. Hence, it’s crucial to pick the right software as it is interconnected to the accomplishments that recruiters want to achieve.

Trying to make a selection from a large catalogue of skills testing software solutions is not easy. Bear in mind that any software recruiters choose must integrate properly with their recruitment CRM . It helps the users derive maximum benefit when a skills assessment system works perfectly with the recruitment software in use.

Going with a one-size-fits-all solution is detrimental to your recruiting business. It is necessary to be meticulous when combing through the options in the market. Don’t resort to using just any skills testing software that seems appropriate at first glance.

As a solo recruiter, recruiting tools that enhance your productivity is key. So, partner with a supplier who offers a solid library of tests that allows you to examine candidates for diverse roles. Check if the software is easy to navigate. Do you get easy access to the test results? Can you compare individual performance results?

Take advantage of free product demos . This is the time you get to ask questions tailored to the way you conduct your business. You can also assess the software features, functionality and speed in action. Get the consultant to clear any doubts you might have.

If you are a solo recruiter aiming to provide well-rounded recruitment support, include a skills testing software system to complement your hiring process.

Hiring companies value the care taken by recruiters to ensure that they’re getting the best-qualified candidates.

The right skills testing software will help you eliminate guesswork when it comes to assessing candidate-job fit. Instead, you will acquire tangible evidence of their skillset and potential that help you make informed hiring decisions.

SERVICE PROVIDER SPOTLIGHT

This article has been provided by TEAM Service Provider – ISV Online

ISV.Online is the leading supplier of skills testing software and services to the UK Recruitment Industry. Used by 9 of the top 10 UK agencies, by number of offices, and 7 of the top 10, by revenue, ISV.Online offers candidate skills assessment and evaluation software and online training tools , allowing agencies and in-house HR/recruitment teams to validate the skills of potential candidates and existing employees across a wide range of areas.

Embracing Technology to Support DE&I Initiatives

Sun, 09 Aug 2020 12:19:56 GMT

There is a growing body of research and evidence supporting the business case that organisations embracing a culture of Diversity, Equity and Inclusion (DE&I) thrive while those that do not are consistently disadvantaged.

A long-term study by McKinsey & Company indicates the business case for DE&I is stronger than ever. For diverse companies, the likelihood of outperforming industry peers has increased over time with the penalties getting steeper for non-diverse. Their study shows that companies in the top quartile for executive team gender diversity were 25% more likely to experience above average financial performance than their peers. A more positive outcome is expected with respect to ethnic diversity, with those companies in the top quartile for executive team ethnic diversity 36% more likely to experience above average financial performance than their peers in the fourth quartile.

Workplace equity and inclusion, therefore, is not only the moral thing to do, it provides a strategic and financial advantage. The good news is that recent advances in technology provide new ways to assist organisations in their efforts to make their workplace a more diverse and inclusive one.

According to data from research firm, RedThread , DE&I technology has experienced a rapid increase in investment. It is estimated the overall market size for DE&I technology in 2020 was USD 313/GBP 244 million following two years of compound annual growth of 59%. The number of vendors offering these services has also increased 87% since 2019. These DE&I technology providers could assist in building best practices, changing behaviours, gaining insights and making recommendations that address bias.

For staffing firms, embracing such technology might be useful for their own internal DE&I initiatives but, importantly, can also be harnessed to support their client’s efforts as well. SIA’s own research shows that, beyond the flaws in permanent hiring, DE&I is often overlooked completely when hiring contingent labour (temporaries, contractors and freelancers). And just as McKinsey found, SIA’s analysis showed that those firms that were proactive in applying DE&I to their contingent hiring experienced superior outcomes across all examined factors.

New technology can play a vital role in eliminating the barriers to success through the provision of diversity data. Lack of data seems to be an initial stumbling block for many organisations meaning that it is impossible for their strategies to be monitored effectively. An increasing number of solution providers offer DE&I analytics such as Humanyze, Affirmity and BiasSync to name just a few. Benchmarking data is readily available, with Gapsquare providing people analytics software that streamlines pay analysis and highlights pay disparities, offering a free tool to calculate mean and median gender pay figures and highlight the proportion of male and female employees by quartile pay bands.

Used appropriately, technology can also play an important role in candidate discovery. This includes online job advertising providers such as job boards that focus on minority groups. For example:

Evenbreak helps inclusive employers attract and retain disabled candidates
Work180, a job board for female jobseekers provides an opportunity for employers to clearly demonstrate their commitment to supporting women in the workplace. Jobseekers can compare employers’ benefits and assess which are the most suited to their needs based on equal pay, flexibility, parental support and diversity
The Diversity Dashboard an online diversity jobs board that works as a conduit between employers and talent
The Mom Project helps women remain active in the workforce and boasts Serena Williams as a strategic advisor. An estimated 43% of highly skilled women leave the workforce after becoming mothers.

Another area where technology can be used for better equity and inclusion is in relation to candidate engagement. Interacting with candidates by phone, text message, video call, email or in person needs to be conducted in a way that eliminates bias. Recent technological advancements such as the use of artificial intelligence have led to better outcomes regarding culture, employee engagement and inclusivity. For example, Mya offers an AI recruiting assistant with conversational artificial intelligence (CAI) which provides insights and a true understanding of candidate profiles in an unbiased manner.

Throughout the entire candidate experience commencing with analytics and benchmarking, to candidate discovery via sourcing automation tools, candidate assessment and verification there exists a multitude of technology providers ready and willing to impart their knowledge and technology offerings in order to assist organisations in their DE&I goals. Given the important intermediary role that staffing firms play between employers and jobseekers, understanding and successfully deploying such technology is a growing area of competence and competitive differentiation.

SERVICE PROVIDER SPOTLIGHT

This article has been provided by TEAM Service Provider – Staffing Industry Analysts

Founded in 1989, Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labour. SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem, including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists, such as vendor management systems, online staffing platforms, crowdsourcing and online work services. They also provide training and accreditation with their unique Certified Contingent Workforce Professional (CCWP) programme.

How to Scale Your Recruitment Business with Video

Wed, 29 Jul 2020 13:16:01 GMT

As a business in the scale-up phase you are interested in growing exponentially. This is a critical stage, as you are no longer a start-up but are not exactly a large corporation either. At this point, your revenue is increasing and so is the need for new clients. You are interested in getting the most out of the tech you invest in and the process you are developing

THIS BEGS THE QUESTION, ARE YOU USING VIDEO TO ITS FULL POTENTIAL?

You want to promote your culture, the product or service you are selling and share your brand message more than ever before. Video technology can check all those boxes and more.

Here are some tips to keep in mind when using video as you’re scaling up your business.

Use video to leverage your personal brand

A great example of video connecting you to an audience is social media influencers. Many of them speak directly to their audience in videos, ‘go-live’ on social channels with fans and post stories of themselves throughout their day. Just by this consistency alone, their viewers feel like they know the influencer personally. Because they see their faces often and know their voices, their viewers trust their opinions more because of the connection they have made.

96% of US and UK consumers who followed influencers were engaging with them more or to the same extent as before the coronavirus outbreak.

We recently received the following from one of our clients,

"WHEN I ASKED A CANDIDATE I HEADHUNTED ON LINKEDIN WHAT ATTRACTED HER TO THE ROLE, SHE REPLIED ‘YOUR VIDEO WAS THE MAIN THING, I REALLY APPRECIATED THE PERSONAL TOUCH.'"

However, that’s just one video format that sees success, you NEED to be using video in every business stage possible.

Creating a personal brand can cost little to nothing extra when you’re posting high-quality videos consistently. Establishing yourself as a thought-leader and reaching out to contacts with video. This is setting you apart from the noise and getting yourself in front of as many people as possible.

Use video as your competitive advantage

Data from Mattersight, showed that 80% of candidates would choose one role over the other because of the personal relationship built during the interview process.

Use video for outreach, as well as inviting candidates to interview, delivering their offer, congratulatory messages and to maintain the relationship. This makes the process extremely personal and makes the candidate feel valued, resulting in reducing the risk of counteroffers being accepted. They’ll trust your recruitment business.

Use video to improve candidate experience

As you’re scaling up, you’re growing at a faster rate than normal and it’s important to treat everyone you encounter like they are a potential customer. That means that the candidates you’re placing can become your clients in the future. If you make their experience throughout the interview process engaging and enjoyable, they are going to want you to hire for their teams too. It’s a win, win situation.

Stand out with video across all channels

Reaching out with video will make you stand out within all the LinkedIn InMails, emails & voicemails that these prospects are bombarded with every single day.

You’ll know that by using video that you’re bringing your prospecting approach alive. While also adding a personal touch in your outreach which will make you memorable. With video they would have seen your face, heard your voice and essentially, they feel like they know you.

Present top candidates with video for maximum impact

There is a lot of power in presenting candidates with video. This is the most effective way to win more business. How do you incorporate video into your current services to clients and what would you pitch to new clients? Here are some of top suggestions:

Use video in role adverts

Headhunt candidates with direct video messages

Screen candidates virtually with set questions from clients

Recorded video interview with time stamps

It’s important to think outside the box, but you don’t have to move much further than your current strategy to begin with. For example, you’re already posting job descriptions; pivot that strategy and record yourself explaining the JD to give it more spice and personality.

Productise your video technology

Sell video presentation as part of your service to customers. One of the biggest mistakes we see recruiters make when providing video as part of their service is not commercialising it. If you’re successful at video and have figured out what works, then it’s time to sell this feature in a tiered offering. For example, your exclusive & retained package, includes your video services, your contingent, does not.

Video is a premium feature and if you can replicate the process for other candidates then it should be sold as one. This is not only beneficial to your clients but also the candidate. They are benefitting from this expedited process and will appreciate the reduced time to hire, in turn making your offering even better.

“60% of potential candidates abandon the recruitment journey because of its length.”(Officevibe)

Win more clients and generate more revenue with video

These tips can be incorporated into your current strategy. Video gives you the ability to conduct a high-quality interview, record it in a GDPR-friendly manner and share it with your clients in a sophisticated way.

SERVICE PROVIDER SPOTLIGHT

This article has been provided by Emma Thomson from TEAM Service Provider – Hinterview

At Hinterview they believe in people. That’s why their video software has been designed to enhance human connections. It helps companies stand out from the crowd, whilst also solving issues around diversity and inclusion as it gives candidates an opportunity to be more than just words on a CV.

Formed in 2013, Hinterview is a trusted partner in the recruitment industry. Thousands of recruiters choose our video software to:

build stronger, long-lasting relationships
win more exclusive and retained business
engage and present the best talent more effectively, increasing engagement by 300%
work more efficiently by reducing costs and time to hire by 50%

Hinterview’s software ensures 100% GDPR-compliance at all stages of the process. There’s nothing to download, and it’s super easy-to-use as it’s been created for recruiters, by recruiters, so we understand your workflows.

All TEAM members receive a free trial of the Hinterview software along with discounted implementation costs and because Hinterview software is priced on a per licence basis, you’ll never pay for more than you need.

How do I Know the Online Presence of my Recruitment Business is Right?

Tue, 28 Jul 2020 13:24:29 GMT

A few months back, I met online with a recruitment business owner who had told me that there was really nothing we could do to help them with their online presence . Their business was on social media; they’d invested in their website, they emailed their database regularly. All sounds great, right?

When Did You Last Have a Good Look at Your Recruitment Website?

On looking at their website, it was clear they had invested heavily in it. There were snazzy recruitment features and plenty of shiny things going on. But nothing worked properly! All the “click here”, “do this”, “do that” buttons went nowhere. Several blocks on the page didn’t fit properly, so the home page on mobile looked awful. Some of the text on the job ads couldn’t even be read properly!

Lesson 1: Regularly look at your website with fresh eyes

Websites can date quickly. The technology they are built on changes and Google change their rules often, so you can’t afford to be complacent. Investing thousands doesn’t mean you can simply create a website and then forget about it for years on end. It should always be a work in progress. It should also have functionality that works properly and brings clients and candidates in. It should communicate what sectors you serve, how people can register or get in touch and how you can help them, the instant someone lands on the site.

How are You Doing on Social Media?

Scheduling your content is great for keeping your presence consistent across your key social media platforms. But every now and then the software might fail, or the access granted between the software and your social media accounts might need to be refreshed, so you need to keep an eye on it.

Lesson 2: Don’t make the mistake of thinking you can set it and forget it without having regular checks in place

Just because you have content going out every day, it doesn’t necessarily mean the message is still right or that you are leveraging your presence as much as you can! Are you regularly engaging with your audience and taking an approach that brings them to you and keeps them loyal? Or are you simply broadcasting it out like the lonely guy preaching in a market square?

Are You Controlling Your Online Presence?

Are you aware of your presence on every social media platform? Do you know what people are saying about your business online? If you did a few checks and found a scam social media account in the name of your business, do you know what to do about it?

What Should Your Email Marketing Look Like?

You might be emailing your clients and candidates regularly, but how much value are you offering through these communications or are you simply blasting out the same old messages time after time? How are you sending those emails – hopefully not via Outlook! For some, GDPR might be a distant memory, but that doesn’t mean you have to be like that!

Lesson 3: Simply sending an email in bulk does not mean you have an email marketing strategy

So, were we able to help that recruitment business?

By the end of our meeting, the business owner had a list of things we could help them with. Their eyes were wide open and they realised that, despite their investment, they had actually dropped the ball with their online presence. Within those couple of hours, they realised just how much there was to do in order to ensure what they were putting out there in the world was right and actually reflected what their business was about!

If we can help you take a fresh look at your online presence, get in touch !

I’m A Solo Recruiter; Why Do I Need A Personal Brand?

Tue, 30 Jun 2020 13:37:28 GMT

You’ve got a good client base. Your candidates know you well. You have relationships with a number of job boards, and your LinkedIn profile is up to date. You’re accessible, you answer all your emails and phone calls. You can take a brief from a client and find them the perfect candidate in a short space of time. As far as recruitment goes, you’ve got every box ticked. Right?

…perhaps not quite.

The thing is, when it comes to working as a solo recruiter there seems to be less competition surrounding you. You’re not in a busy office filled with other consultants, listening to them speak to clients and candidates on the phone all day, and watching them make placements and collect their bonuses. The competitive side to recruitment is completely removed when you work by yourself because you aren’t immediately surrounded by your competition.

But that doesn’t mean it’s not there.

Identify Your Competition

Knowing and monitoring who you are up against might seem like an unnecessary task on your never-ending to-do list, but, trust us, it’ll give you an advantage in the long run. Take a look on LinkedIn – don’t just look at recruitment company profiles, but also individual recruiters who work in similar sectors and on similar roles to you. What kind of content are they sharing? How often do they engage with their connections and wider audience? All of this is part of building relationships and their personal brand.

You don’t need to copy anything and everything your competitors are doing online, but it’s useful to see what they’re doing. If you’ve been unsure about how and why managing your personal brand is so important as a recruiter, seeing conversations happening in the industry you work in, with potential clients and candidates you could be working with, might give you a taste of why online engagement is so important.

Commit to Sharing Content

Working as a solo recruiter is busy enough as it is; if you’re a one-man band, managing your social accounts and creating your own content might seem a bit far-fetched. However, the solution is simple – commit to specific days and times to share content or to have conversations with people online and stick to it.

Start off with identifying when you will have time to share content and where you want to do it. Do you have time to record a quick video of you talking about upcoming roles that you’re working on? Or do you have the time to dedicate to writing a blog once a month? The thought of creating content is often a lot more overwhelming than creating the content itself.

Here’s an idea of a weekly content schedule for recruiters to build their personal brand:

Monday (comment on other posts)
Often the busiest day of the week – catching up on emails and calls from over the weekend can often mean no time for social media. We understand. If you do get a spare five minutes, have a quick scroll on LinkedIn and comment on a few relevant posts to keep in touch with your connections.
Tuesday (comment on the market in your own post)
As you make your morning coffee, record a quick video of yourself talking about the key roles you are recruiting for this week and mention your email address and telephone number at the end of the video and in the caption. Share it on LinkedIn.
Wednesday (comment on other posts)
When you find five minutes to eat your lunch, have a quick scroll on LinkedIn and see what your clients and candidates are posting about. Comment where appropriate and share interesting content. Staying involved in their conversations is vital.
Thursday (schedule your posts)
A client cancels a meeting with you at the last minute, and postpones until next week. All of a sudden you have an hour or two free that you weren’t expecting – now is the time to schedule some content to LinkedIn. This could be articles, your own thoughts, testimonials but, most importantly, encourage your connections to discuss their thoughts in the comments.
Friday (getting content ideas)
Friday is often the least popular day for engagement on social media, so don’t worry too much if you aren’t able to get onto social media today. Make a note of a few things you want to share next week, and put a reminder in your calendar to do so.

Of course, this is an example of how it could look – it is subject to change every week, depending on your schedule. But no matter how it looks for you personally, finding a few minutes here and there each day, or an hour or so a week each week (if possible), will make all the difference.

Keep the Conversation Going

Making your face and name recognisable on LinkedIn to clients and customers is extremely valuable in recruitment. Recruiters who use social media as part of their sales techniques outsell 78% of their peers – not only are you creating a reliable and trustworthy brand for yourself, but you are getting ahead of your competition in the process.

Author: Darren Westall, CEO of Paiger

Trends in the Current UK Recruitment Market

Sun, 28 Jun 2020 13:42:14 GMT

As we find ourselves 15 months on from the beginning of the first Lockdown restrictions here in the UK, we are now starting to see the eagerly anticipated bounce within much of the recruitment sector. From my discussions with hundreds of business owners, most markets have recovered and businesses are now experiencing levels similar to those pre-COVID with a significant volume of live roles hitting the market over the last couple of months.

However, while the number of live vacancies may well be on the rise, the extended Furlough Scheme, coupled with the effects Brexit is having on the labour market, is certainly creating a candidate shortage across many sectors. It has been reported by many that over 800,000 European workers returned to their homelands during the pandemic. With changes to immigration rules, it is not possible for many of these people to return. While the Furlough Scheme has undoubtedly helped millions of businesses and their workforces over the last year, it is now exacerbating sluggish job fluidity as those who remain on Furlough may well be eyeing redundancy payouts.

This talent shortage seems to be impacting all areas of the market. While sectors who traditionally use high numbers of temporary labour (such as agriculture, manufacturing, logistics and the recently opened sectors of retail and hospitality) are experiencing challenges hiring, so too are those looking for skilled talent in business critical roles.

As recruiters it is important we brief our clients on the challenges of hiring in such a market and set expectations accordingly. This is a great opportunity for independent recruiters to position themselves as the right partners to work with in order to source the talent clients need to achieve their business goals. Exclusivity, deposit payments and even full retained services are all excellent ways to bring on new business and ensure you are focusing your time working with clients who are committed to hiring. Now is the time to be turning down bad business – let your competition fight over contingency business given to multiple agencies while you focus on requirements you can successfully fill.

The temp market is seeing further disruption caused by COVID-specific roles – the staffing of testing and vaccination centres and the production of PPE. It is believed that many of these people will come back to the temp market as the comprehensive vaccination rollout starts to slow.

As an independent recruiter with either TEAM or NPA, this is the ideal time to collaborate with like-minded partners to support each other throughout these unique challenges. If you are unsure who to work with then reach out to the management team at either NPA or TEAM for guidance. These networks represent a large portfolio of Members – many of whom have experience in collaborating – and whose professionalism and quality can be an extension of your own service and resources. Partnering with the right colleagues in NPA and TEAM can scale your business by increasing productivity while not imposing the risk of directly employing more staff and the challenges of managing a larger workforce.

In the UK we are heading for a 4% growth in GDP this year and nearly 8% GDP growth next year. This is unheard of in the western world and are numbers more typically associated with the fast growing economies of India and China. This equates to a 20% growth in recruitment markets for the next 18 months, so my advice is to ensure you are prepared:

Stick to your strengths.
Say no to bad business.
Ask for exclusivity.
Pitch for deposits or retained assignments.
Educate your clients on the challenges in the current talent market.

Your clients will need to recognise the need to offer some degree of flexibility in working to attract the best talent and invest properly in a robust Diversity and Inclusion programme.

The future has real opportunity; don’t let it pass you by.

Don’t do today what you did yesterday and expect different results.

Sun, 21 Jun 2020 13:45:16 GMT

Recruitment is changing.

Both clients and candidates are behaving very differently. Hiring managers and HR are still working from home, at least some of the time, and getting interviews and feedback is proving challenging. Candidates are risk averse following the pandemic; if they have been Furloughed, or are still on Furlough, they are being loyal to their employer or hoping for a redundancy payment and employers are counter-offering to keep their staff. Recruitment will not return to the status quo of 2019.

On my TEAM ‘travels’ around our meetings and the occasional one-to-one, I’ve heard some great stories of innovation. One TEAM Member who is local generalist recruitment agency on the South coast lost 70% of their business in April 2020 and their biggest client shut down outsourcing recruitment completely. Instead of panicking and focusing on their fairly small market within a 15 mile radius of their town, they subscribed to a tender advisory service and were alerted when local authorities were issuing tenders for their staffing needs.

Their first win was a secretarial opportunity in the Orkneys – some 1,000 miles away which they filled in two days. Since then they have won business across a multitude of councils across the UK, their pipeline is now always busy and they now have the opportunity to really scale their business without the need for constant business development. See tender advisory services such as www.b2bquotetenders.co.uk

Another success I came across was a local generalist in the North West who have morphed to become a mini-RPO business. They now provide full outsourcing services to the SME market and use TEAM Members to support with specialist roles. They recently won 51 new perm jobs – 25 in education and 26 in care to be filled by June. They are super busy and now have total client control rather than their previous multi-agency contingency model.

Two great examples of creative review of current markets and opportunities. Inspiring huh?

TEAM Podcast: Episode 7

Sun, 07 Jun 2020 13:23:58 GMT

In this next episode The TEAM Podcast host James Whitelock talks to Angela Cripps from The Recruitment Gym.

Angela shares how her journey into recruitment started when she was just 17 working for Blue Arrow.

They then discuss how combining her recruitment training experience with a love of travel has enabled Angela to travel to Australia, New Zealand, Hong Kong, Singapore and Dubai.

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Podcast: Episode 6

Sun, 24 May 2020 05:13:50 GMT

In this next TEAM Podcast episode James is joined by Duane Cormell, Director at Realm Recruit.

Together they discuss the importance of being a specialist recruiter working in niche markets …

OUR SET UP AS A BUSINESS IS THAT WE'RE REFRESHINGLY NICHE. WE HAVE ONE RECRUITER PER LEGAL DISCIPLINE, WHICH IS UNLIKE THE VAST MAJORITY OF ALL OF OUR COMPETITORS AND IT'S THAT OLD INCH-WIDE MILE-DEEP SORT OF THING.
WE HAVE GONE THROUGH RAPID EXPANSION OVER THE LAST 12 MONTHS, HAVING GRWON FROM PRETTY MUCH SEVEN PEOPLE AT THE BEGINNING OF 2020 TO THE 16 WE ARE AS OF TODAY.v

Duane Cormell

Duane also shares his philosophy on building an award winning business that embraces process and challenges the idea that processes and systems are evil. Instead they use them to create an enviable flexible working policy and a relaxed working environment as everyone knows their position and what to do.

Listen to this episode in full here:

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

Are you ready for the Recruitment bounce back?

Mon, 11 May 2020 14:08:43 GMT

Last month Kevin Green, Founder of What’s Next Consultancy Ltd, delivered an insightful presentation on how to ensure you position your business as the Recruitment Industry picks up momentum.

Here is a short section where Kevin shares data and his thoughts on the current state of the Recruitment Landscape:

My Key Takeaway Points

+ Key Takeaway #1 - Some facts and figures

The Recruitment market is back and hotter than ever:

2021

4% growth

2022

7.3% growth

(faster than anything since records began)

Unemployment certainly looks set to increase:

2021

2022

6.5%

That being said confidence is high among the 200 companies surveyed every month by the REC:

Reporting + 20 score which is the highest it has been for 13 months

REC/EMSI Tracker live jobs in UK through recruiters

March

2020

180,000

(pre-Covid)

May

2020

70,000

Oct

2020

140,000

Jan

2021

60,000

Total of 1.3m active jobs advertised.

+ Key Takeaway #2 - Job fluidity will return quicker ... think Backfills

With the resurgence of growth, new businesses and new jobs are created, and as people take up these new roles job fluidity will increase.

IE. People will move and their existing role will be backfilled too.

+ Key Takeaway #3 - Challenges for the UK market

There are definite shortages across three key areas:

Skills
Labour
Talent

SKILLS

Candidate shortages in areas such as data science, digital, software, professional services, care and the NHS

LABOUR

Over the last 10 years we’ve had 3m EU workers arrive in the UK who have taken up jobs in agriculture and hospitality. During the pandemic 800,000 of these workers travelled home. The hospitality and leisure industry now sees a definite labour shortage as this sector start to open up again in the UK.

TALENT

Employers have reported a definite Talent deficit in key roles and are currently paying more in fees to find this talent – bodes well for search.

+ Key Takeaway #4 - Conclusion - Opportunities and challenges

The market will grow by 10% – if you are nimble, active and close to both clients and candidates you can make this 20-25% at least.

What’s the plan for 2021 and beyond?

Think about what can inspire and keep the key players.

Think strategically but make stuff happen
Be change orientated - we are in changing times
Be comfortable living with ambiguity
Drive continuous improvement
Inspire and motivate others

+ Key Takeaway #5 - A Vision Makes Businesses Buzz

This incorporates lots of autonomy and makes organisations much more responsive, given we are working in very fluid and changing times with client and candidate behaviour evolving.

This drives team’s activity, businesses don’t become hard wired, keeps teams small and nimble, and gts them working collaboratively.

An example of this at one of our members Innova Search is they have scapeed detailed KPIs. Their consultants self-manage. They measure in order of depth – deals done, interviews completed, CVs out. If there is an issue they dig deeper. It’s saved their Directors and Managers hours of time.

WE HAVE GROWN-UPS.
IF THERE'S AN ISSUE WE PEEL BACK LAYERS BUT THIS ONLY HAPPENED TWICE IN 2020.

TEAM Podcast: Episode 5

Sun, 10 May 2020 05:22:11 GMT

This week James Whitelock, host of the TEAM Podcast is joined by Paul Chamberlain, Head of Employment Law at JMW Solicitors LLP.

Following the trend of recruitment business owners who fell into working in the recruitment industry, Paul also didn’t set out to focus on Employment Law.

I QUALIFIED AT A FIRM IN LEEDS IN THE EARLY 1990S AND REALLY ENJOYED MY TIME THERE BUT THEN CAME BACK ACROSS PENNINES TO A JOB IN MANCHESTER AND ACTUALLY INHERITED A NOW DEFUNCT RECRUITMENT AGENCY CLIENT.
IT BECAME CLEAR TALKING TO THEM THAT RECRUITMENT AGENCIES HAD SPECIFIC ISSUES THAT PERHAPS OTHER INDUSTRIES DIDN'T HAVE, CERTAINLY AROUND THE WAY IN WHICH INDIVIDALS ARE RETAINED AND SUPPLIED AND THE LEGAL ISSUES THAT ARISE FROM ALL THAT.

Paul Chamberlain

In this insightful episode Paul discusses some of the trends he’s seeing in Employment Law such as a significant increase in the number of working time directive or working time regulations cases as well as employers enquiring about post termination restrictive covenant .

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

Choosing Your Recruitment CRM – 10 Top Tips For Start-Ups

Sun, 19 Apr 2020 14:19:01 GMT

Every year, thousands of experienced recruiters take the leap out of paid employment to venture on a journey of entrepreneurship, building their own businesses and taking command of their financial destiny. And along with hopes, dreams and (ideally) a solid business plan, every start-up needs recruitment software to support its growth.

The CRM system that powers your recruitment business is among the most important components of your new venture.

“ISN’T IT JUST A GLORIFIED SPREADSHEET? CAN’T I JUST GET STARTED WITH EXCEL?”

Identify Your Competition

Well, yes … if you want to:

Lose valuable hours to offline admin and manual data entry
Let thousands in fees slip through your fingers
Build your company on foundations of sand

A professional CRM platform is far more than a data storage system. It is the technology heart of your business, and one that can make a huge pro-active difference to your top and bottom-line growth.

The right recruitment software for start-ups creates workflow efficiencies, frees up time to sell and place candidates. As well as providing a resource that helps new hires bill and generate revenue faster.

1. Don't buy twice

Your business is just getting started – does it really matter which tools you use?

You can always upgrade later, right?

CRM systems and recruitment software occupy such a central and prominent position in your agency’s workflow that it pays to get them right from the start.

Used properly, your tech platform will drive recruiter behaviour, structure data, create automated workflow steps and plug into other areas of your front and back office.

It’s far more than a ‘place to store CVs’, and should be a resource continually adding value to your business.

With this in mind, getting started on the wrong platform and migrating data, workflows and systems across to a new provider creates distracting and unnecessary work.

Pick the right tool first time around and go all in on making it work for you.

2. Get references and check the reviews

Choosing any software can be challenging, but you don’t have to do it alone. The recruitment industry has thousands of agencies of all shapes, sizes and ages, and any CRM provider should be confident to offer you a host of customer references to explore.

If demos are the fireworks designed to grab your attention,

reviews are the reality left behind once the smoke clears.

Every CRM supplier will tell you that they have a great recruitment agency software. That, in fact, theirs is the best recruitment CRM system in the UK. And they will back it up by a few client testimonials or case studies.

However, a small selection of hand-picked customer referrals is no substitute for a trusted public review platform, such as Trustpilot. If your potential technology partner is not featured… why not?

As with any other major financial decision, it’s hard to replace the testimony of people in similar situations who have been there before you and can share their stories, guiding your decision-making with honest feedback.

Your CRM is the backbone of your business. Selecting the right one is a critically important move, and one that must have comprehensive, rational grounds.

3. Budget does not mean cheap

Technically speaking, recruitment CRM software is not a cost – it’s an investment.

This means you should not be looking for the lowest-priced tool, but rather the one that provides the best ROI to your business.

Sure, price plays into this – it is part of the ROI calculation.

But when it comes to shopping for recruitment software and technology, the question you should be asking is how the investment in the tool will repay itself in efficiency and opportunity to create more revenue.

If you focus solely on price and do not calculate ROI, you’re soon back into Excel territory again.

4. Buy for success, not for failure

If you’re committing time, energy, money and – more than likely – a chunk of your career to building a business, chances are you think it will succeed.

Launching any company is a big risk, but with the right planning and effort, hundreds of new recruitment agencies succeed every year.

This raises a key question – if you think you’ll succeed, why choose your software as though you won’t?

Buying a basic CRM tool that only gets your business to square one is a false economy – you’ll soon outgrow it and have to go back through the vetting and testing process all over again.

As the primary tech platform for your company, it is best to buy with confidence – investing in a system that can accelerate and support your growth from start-up to thriving agency, growing and expanding your business without migrating from your original tech setup.

5. Service, service, service

On top of a stacked feature list, true value from recruitment software partners comes from the service they deliver – working with their clients to create win-win partnerships where tangible business outcomes are directly generated by use of the technology.

This runs right the way through the customer life-cycle, beginning with implementation and training, through support, account management and a commitment to long-term customer success.

Technology companies who work to make sure that their customers fully understand product capabilities, develop workflows and internal programs to drive adoption, monitor usage and track results, set themselves apart from platform-only providers who simply hand over the login information and leave clients to their own devices.

Real value from recruitment software is a partnership – one enabled by technology, but not purely dependent on it.

Instead, it’s a blend of education, problem-solving, training and process development – all with the shared goal of having a proven impact on client outcomes.

When feature lists are set to one side, if technology providers can’t stand behind their tools and help customers put them to maximum use, they’re only doing half their job.

6. You are buying much more than a database

Even if we allow for some obvious, shared functionality across CRMs, there are differences that go far beyond each system’s basic ability to store and organise your data.

A well-chosen CRM platform will contribute measurably to your recruiters’ performance. It will accelerate the pace with which they carry out their daily tasks, cutting out the unnecessary repetitive admin tasks and using intelligent features to pro-actively position them to capture more revenue from the market.

A great recruitment agency software will feed them with prompts, insights and actionable alerts that turn them into super-recruiters. They will work faster and with better accuracy than their competitors, delivering client-candidate matches consistently powered directly by their technology.

7. Security should come as standard

Robust data security has grown in importance in recent years. Ransomware attacks can cause huge damage to your business. Attackers can hold your data hostage and steal confidential information.

In this climate enterprise-grade security, regular data backups and disaster recovery solutions should come as standard with any modern CRM such as Voyager Infinity.

Some recruiters are still experiencing nightmarish supplier failures where their data is hacked, stolen or they are simply frozen out of their own systems.

As the world continues to place an ever-growing emphasis on security, it should neither be a blind spot nor an optional extra in a professional CRM platform. Thus, a great quality recruitment agency software comes complete with security and risk management against any form of ransomware attacks.

8. Your CRM supplier is a partner, whether you like it or not

It can be tempting as a business owner to dismiss the significance of the dynamic you will have with your CRM supplier.

Purchasing a CRM is not a one-off transaction when you sign on the dotted line and never speak to your supplier again.

The reality is, that your CRM supplier is a partner, however much you would like to just buy login access and get on with business.

Getting the best out of technology requires commitment and effort – configuration, training, workflow development, integration with other tools, and as your business grows and change, flexibility and support to All to ensure the best return on your investment.

Using a CRM is a true partnership between the technology provider and the end-user. And the best dynamics work hard towards a single shared goal – the profitability and growth of the customer’s business.

9. Ease of use is key

Even with the world’s most comprehensive functionality, the software is next to useless if recruiters do not engage with it.

Dazzling systems with head-spinning complexity might have the potential to revolutionise your business. But it counts for nothing if your team never gets their head around the basic interface and navigation and fails to get any benefit from the platform.

Recruiters make money from data – that is the bottom line.

They need quick, easy access to it, and need to work as part of a collaborative digital environment where data can be easily found and processed by a range of users in a range of functions within the business.

The better your CRM can give each user what they needed to find, the faster you will see climbing ROI.

10. Do not be wowed by the demo

Sales demos are designed to highlight attention-grabbing features and sell a high-impact vision of a product. They resonate emotionally and drive potential customers to sign up without a deep-dive review of functionality and support.

However exciting the initial overview may be, nothing beats a detailed evaluation of genuine usability for calculating whether a tool truly is the right answer to your business challenges.

Great recruitment software is the perfect partner for recruitment agencies.

SERVICE PROVIDER SPOTLIGHT

This article has been provided by TEAM Service Provider – Ikiru People

Ikiru People have developed some of the best-known recruitment technology brands, including:

Voyager Software www.voyagersoftware.com is one of most established Recruitment Software brands in the market today – streamlining recruitment processes and automating mundane admin tasks, making businesses more efficient, customer-centric and competitive. Available Cloud-based or server-based.

Voyager has two core recruitment solutions:

Voyager ‘Infinity’ is the smart CRM for Permanent, Contract and Temporary recruitment – and now comes with FREE Skills Testing, to help recruiters deliver better candidates faster. Also incorporating Infinity Connect, the essential Mobile App which syncs seamlessly to your Infinity SaaS database, enabling recruiters to contact candidates and clients whilst on the go, and the Voyager Business Intelligence reporting tool offering free customisable dashboards providing valuable insights on your business performance.
Voyager ‘Mid-Office’ – The ultimate Pay & Bill solution (also in Bureau mode). Automatically import placements from Voyager Infinity, process your timesheets in-house or online with our automated workflows and serve the diverse requirements of your clients with our bespoke invoice templates.

ISV.Online www.isv.online is the market leader in online skills testing and training, working with consultancies and employers to help them secure and retain the best talent. ISV gets the recruitment process right by avoiding bad hires and improving onboarding.

Recruiters Have a Key Role to Play in Stamping out Non-Compliance

Mon, 30 Mar 2020 14:22:34 GMT

Crawford Temple is CEO of Professional Passport, the largest independent assessor of intermediary compliance.

Here, he outlines some new and concerning trends that are growing in popularity with both established and new providers as mounting pressure grows on recruiters’ short-term business needs and provides a steer on how to avoid being lured into business opportunities that are simply illegal.

Beware of third-party sellers and sales lead generation companies

Many of these organisations seek to front their offering with an accredited provider to create a perception of compliance. Once leads are received, and where the individuals are looking for higher returns, they are often introduced to a different offering which Professional Passport would not recognise as compliant.

These companies offer significant financial incentives to recruitment consultants for introductions, regularly to sums of around £400 each. With umbrella charges typically equating to around £20 per week, it is difficult to understand how these large financial incentives can be offered through standard compliant offerings.

Many of the ‘high return’ models operate significantly higher charges whilst at the same time returning larger take home pay for workers. Where compliant tax arrangements are used, the take home pay from providers will be broadly the same, with the only difference being where the charge varies, which should only result in a few pence difference to a worker.

Beware the ghost system

In a ‘ghost’ system, providers seemingly operate compliant offerings with many workers engaged by a standard umbrella style arrangement. Contracts and evidence provided bear the hallmarks of a compliant offering and so attracts little concern. Behind this seemingly compliant offering lies a separate offering that is only offered to workers who express a desire for higher returns.

These non-compliant offerings typically fail to provide workers with pay slips or other communications relating to the breakdown of pay so that these would have to be requested by the recruitment company directly from the provider. The examples provided do not reflect the reality of the arrangements and are designed to mislead.

Be alert

In both the arrangements outlined, recruitment companies will see a sudden increase in workers operating through a specific provider for no apparent reason. This could be the first sign that something might not be right.

HMRC holds the appropriate information that would make it easy for them to pinpoint non-compliant schemes and could be working to close them down faster. Real Time Information (RTI) reporting that was introduced in 2013 along with the 2014 Intermediary Reporting provides HMRC with two sets of data that gives a unique insight into the market and the supply chain. Matching that data should set alarm bells ringing and help HMRC to identify a dubious provider and shut it down with immediate effect.

Working with a compliant umbrella firm that has passed a rigorous and robust accreditation process will give recruiters peace of mind and assurance that they are operating above board.

Professional Passport’s terms include:

A ban on the use of third-party sellers, lead generation or outsourced marketing arrangements. Providers must operate using their own in-house teams. Failure to adhere to this would see a provider’s approved status immediately revoked.
Confirmation that all income has full PAYE applied in line with HMRC rules and none of the following solutions are offered: EDM, Pay Day by Pay Day, Mini Umbrella, Offshore Pay.
All leads received by the accredited company must be handled by that company and no lead can be passed on to a third-party organisation that has not been subject to a full Professional Passport compliance review.

Any breaches to these terms will immediately see a provider’s approved status revoked. Market intelligence is vital in stamping out non-compliance and we would urge recruiters to contact Professional Passport by using this form so that it can continue to monitor providers for non-compliance.

Ignorance is no defence and the supply chain needs to work together to drive up standards and promote the importance of compliance. The message is clear: work with compliant partners that you trust and be wary of firms that seem to be aggressively cashing in on new upcoming legislative changes. Don’t make snap decisions, trust your instincts and if something looks or feels too good to be true then it probably is.

You can find many useful articles and videos on the Professional Passport website in the Hot Topics section .

Unpacking the REC Recruitment and Recovery Report

Sun, 15 Mar 2020 14:28:23 GMT

We all love positive news stories.

The latest report from the REC makes really positive reading. Here at TEAM HQ it has given us a sense of pride in the industry we serve and has reinforced to us just how important you guys are.

It is the independent recruiters who make up the vast majority of the recruitment sector. That’s you. That’s us as a network.

The report from the REC is full of reasons to be proud, to be positive and to know that you are important, valuable and an incredibly impactful service based industry.

We know (as you do) that the life blood of the sector is the independent, owner managed recruitment business. The big players, the corporates are the minority of the revenues. When we read the REC report we think of the hardworking, committed business owners who have a team of five. The solo recruiter who is working through the weekend to deliver a shortlist to the client that they commit to serve. We think of you.

Here are five findings from the REC report that we wanted to highlight and thank you – our Members for your contribution to making this true:

The recruitment industry supports £86 billion in gross value added across the economy.

That is the equivalent of 4.3% of GDP, around the same size as management consulting and larger than either the Accounting or Legal industries.

Just so everyone caught that – Recruitment adds more financial value to the economy than either the Accounting or Legal profession. Take a seat at the professional services table independent recruiters – you’ve earnt it.

The jobs matched by the recruitment industry support £29 billion in annual tax revenues.

That’s around the same amount the UK spends on incapacity and disability benefits, or more than twice as much as the Government’s R&D budget. £29bn in tax receipts to help the UK recover from the borrowing throughout the pandemic. Your contribution to the central purse makes you a voice to be listened to at Westminster.

Your service offering impacts on the second most important driver for success in UK business – the quality of staff.

According to businesses, the quality of their staff and recruitment is the second most important driver of their success, behind only the quality of their end product – and more important than management expertise, proprietary research or physical investment.

For individuals, there is a strong correlation between finding a good job match, job satisfaction and overall life satisfaction.

There will always be voices that complain about any (and every) product or service. Be proud of what you do. Remember this the next time you are talking to a new client about your service and associated pricing. Second most important driver to success. You are the difference who makes that happen.

19% of companies using temporary workers estimated that they would not be able to operate at all without the use of temporary workers.

That suggests that temporary recruitment agencies are directly enabling 3% of the economy, or £61 billion in GDP. Those who say things like “It’s just a temp job” miss the point entirely. Good temps drive the economy. Good temps are likely to be the driver for the 19%. Make sure your clients know that the sum of all of the good temps in the UK is creating £61bn in output.

Every year, over 300,000 people use the recruitment industry to leave unemployment for a permanent role.

That is equivalent to saving the Exchequer over £3 billion a year from reduced benefits and higher tax payments, and over twice as many as those who find a job through the Job Centre. Recruitment is a warm, empathetic life changing industry.

These are five findings of the REC. Print them. Stick them on your wall. Present them to your team and give them the reasons to be proud. Take the message to your clients, candidates and prospects. Rekindle (as if it was ever in question) your pride in our sector and say well done to yourself and your team. Without you, this would not be possible.

Put the kettle on and download the full report. It will make you smile. Share it with your customers and, no doubt, they will tell you that it is true. Their experience of working with you proves it.

TEAM is a network of contributors to the economy and the welfare of the nation. TEAM Xchange, our networking events and the access you have to an unrivalled selection of Service Providers helps you keep it that way.

From all of us at TEAM HQ – Thank you. You’re doing a great job.

Three Books Every Recruitment Business Owner Should Read

Thu, 05 Mar 2020 10:23:11 GMT

Here at TEAM HQ we are frequently asked about resources and books to help business owners develop. You only have to go to Amazon and search “business books” and you’ll be spoilt for choice. Often that’s the biggest challenge, especially if you’d like to browse, or get a recommendation.

Here we have put together our three faves. In our humble opinion, each is a perfect choice for small business owner who is looking for fresh ideas and meaningful tactics to improve their business. We love these books as they are also hyper relevant for the World we find ourselves in today.

In no particular order, our top #3 recommendations are:

#1 – Eating the Big Fish – How Challenger Brands can Compete Against Brand Leaders, Author – Adam Morgan

What a book for any business owner who has a great service offering that simply requires more customers to tap into it. Adam deep dives into the tactics and strategies of challenger brands in multiple industries. It is refreshing to hear how the same principle – challenging the “big fish” is applied by different businesses. With interviews with business owners and marketeers the book is full of concepts that are reassuringly simple to translate into the context of a recruitment environment.

With so many new recruitment agencies starting (15,000 incorporations in the last two years) competition is both fierce and fragmented. To stand out, to be seen as the go-to recruitment agency in your market (be that regional or sector) requires a well constructed marketing and sales plan.

What struck us the most about this book was how simple the ideas are, yet how powerful the results can be. Being a challenger brand isn’t about market conditions, it is a state of mind. This makes building your challenger offering a rapid process. Adam’s advice through the book is practical. We love the eight credos of the challenger brand.

If you are finding your marketing and sales activity for the business isn’t creating the buzz and volume of incoming business you would like to see, grab this book and make sure you’ve got the right strategies in place.

#2 – Traction – Get a Grip on Your Business, Author – Gino Wickman

The headaches of business ownership are all too real for many of us. When there has been so much volatility and uncertainty, holding the tiller and weathering the storm has been tough. We can see calmer waters ahead. It feels positive out there. As we emerge from the lockdown, opportunities for business growth and revenue creation are in front of us.

This book is for now. If there is one book we recommend that every business owner in TEAM reads in 2021, it is this one.

Gino Wickman lays out his powerful, practical system for running your business. Filled with real life examples and interviews with other business owners, this light (240 page, and also available on audio) book is far more of a structured playbook than a business book. Chapter by chapter Gino takes you through a process to implement an operating system in your business that will help you scale (scale in revenues and scale through headcount). The system is appropriate for any size of business.

Last month Simon was joined on a seminar by two friends of TEAM – Jeremy Snell and Andrew Sillitoe. They both shared their thoughts and ideas on scaling and growth. One of the key elements they agreed on as fundamental was systems and processes.

[TEAM Members you can find a recording of this session in the TEAM Hub ]

If you watched the session and were left with the appetite to review your systems; develop your processes and then were left wondering where to start – Gino Wickman’s book is perfect.

We recognise that the total implementation of the EOS (Gino’s Entrepreneurial Operating System) may not be where you decide to go. The questions he asks through the book and the systematic way in which he describes change and implementation is gold.

A word of warning – if you elect to listen to the audio book whilst driving, you will end up pulling over every five minutes to write notes. It’s good stuff.

#3 Who: The A Method for Hiring, Author – Geoff Smart, Randy Street

Yes – it is American. When the author is called Randy Street you are also allowed to smile. Setting this aside, we love this book for two reasons –

It will help you hire better for your own business (it seems recruitment business owners aren’t able to replicate the super powers they have to help their client on their own business. In fact hiring for their own business seems to be their Kryptonite)

The content will help you to help your clients hire better. Ultimately increasing your value in the process.

Hiring mistakes cost businesses big. Yours included. A wrong hire (let’s not say bad, we mean someone who doesn’t stay long enough to create value. Leavers in the first 12 months) cost business money. Google “cost of a wrong hire” and there is plenty of evidence to support the cost being as much as three times the annual salary.

If you think as a solo recruiter this isn’t appropriate (when will I ever hire for my business?) we think that the proposition to the client for your placement fee of 25% is to reduce the probability of losing 300% of the first year’s salary with a wrong hire. Comparing 25% to 15% doesn’t seem the right angle for a client to take… just TEAM HQ adding value with some negotiation training

The authors interview 300 CEOs to find out what works and how the A method adds value when implemented. We admit, the content isn’t revelatory but we see that as a good thing. It reinforces what we know is right and provides and roadmap to get better at interviewing consistently. The chapters on writing job descriptions and attracting talent will help you, help your clients hire and retain the right people.

If you hire into your own business and apply the techniques it will save you the pain and heartache of discovering the person you thought would be a star is struggling to hit the levels promised in interview.

We have set up a discussion group in the TEAM Hub called – TEAM’s Business Book Club. Open for everyone to join, it is there for you to share with others books you’ve read and find out about what everyone else is consuming. We’ve put in there links to these books. If you’ve got a book you’d recommend (even one to avoid?!) then we will see you on the Hub at Book Club.

Remember, the first rule of TEAM book club – Everyone talks about book club

TEAM Podcast: Episode 4

Fri, 19 Apr 2019 05:27:28 GMT

TIn this weeks’ episode of the TEAM podcast, James Whitelock is joined by Russell Dalgleish, Founder at Exolta Capital Partners – a collective of senior executives and non-executive directors specialising in providing unparalleled business growth guidance to agile and ambitious businesses.

Listen to the episode in full here:

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Podcast: Episode 3

Sat, 06 Apr 2019 05:34:12 GMT

James Whitelock returns with Episode 3 of the TEAM Podcast and this week his guest is David Robson from Inspire EHC.

Together they talk about David’s entrepreneurial spirit and how even at a young age he had a passion to create and build a business of his own. They explore why the sector he now supports makes him think about his own educational journey and why his goal is to be recognised as an agency who has the needs of the pupils and schools they’re supporting at the forefront of everything they do.

They also discuss:

Why David’s “calls out” stats would always be the lowest in the office
The power of saying no
How David is using his own Podcast – The Alternative Path with David Robson – to grow his own community

You can listen to the TEAM Podcast here:

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Podcast: Episode 2

Fri, 22 Mar 2019 05:42:14 GMT

James Whitelock is back with Episode 2 of the TEAM Podcast and this week his guest is Miles Lloyd, Founder at Milestones.

With a background in business development in financial services and RPO settings, Miles created Milestones in 2004 with a focus on supporting business owners and senior management teams to achieve their goals – whatever they may be.

In this episode James and Miles discuss the importance of adding value as a Recruiter and how to become more embedded with the clients you work with.

Trouble is you can’t just say “we’re better than everyone else”. What were once unique selling points are now expected must haves for many clients which often leaves Recruiters competing on price.

“COMPETING ON PRICE IS UGLY RIGHT NOW, POST COVID, MORE THAN IT WAS 5 YEARS AGO – YOU DON’T WANT TO BE IN A SPACE WHERE YOU’RE COMPETING ON PRICE. YOU WANT TO COMPETE ON OTHER THINGS – VALUE ADD IS WHAT IT’S ALL ABOUT”

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Podcast: Episode 1

Tue, 19 Mar 2019 06:27:00 GMT

In this first episode of the new TEAM Podcast, presenter James Whitelock talks to TEAM Chairman Simon Bliss. Together they discuss how Simon “fell into” recruitment at 54, how he successfully built Principal People before going on to become Chairman of TEAM in late 2020.

Simon shares his thoughts and plans for the network over the coming months including the launch of the Learning and Development programme.

You can listen to Episode 1 here:

The TEAM Podcast is a ThinkinCircles production.

ThinkinCircles is a TEAM Service Provider – find out more about the TEAM Service Providers and the other benefits of TEAM Membership here.

TEAM Conference 2024

Dobson v North Cumbria Integrated Care NHS Foundation Trust: Does flexible working amount to sex discrimination?

In Dobson v North Cumbria Integrated Care NHS Foundation Trust (the “Trust”), the Employment Tribunal considered whether the Trust’s policy of requiring all community nurses to be available to work flexibly, including at weekends, amounted to indirect sex discrimination.

New Acas Survey on the Employment Rights Act 2025: What Will Have the Biggest Impact?

On 26 February 2026, Acas published new survey findings revealing which elements of the Employment Rights Act 2025 (“ ERA 2025 ”) are expected to have the greatest impact.

Background

Key Findings

The Reality of Recruitment in 2026: What Leaders Are Doing Differently

Recruitment in 2026 doesn’t look like last year and that’s becoming impossible to ignore.

This isn’t a trend report or a set of predictions. It’s a reflection of what recruitment leaders are seeing right now , through real conversations with clients, candidates, and teams.

Why Showing up Still Wins: Why TEAM Network continues to grow, even in challenging markets

In a year where many questioned the value of events, networks and face-to-face connection, the TEAMNetwork experienced something quietly remarkable.

TEAM’s First Engineering, Manufacturing and Construction Divisional Event - By Andy Dunne

When I look back at my years as a solo engineering recruiter, there’s one thing I wish I’d had.

Starting something I wish existed when I was a solo

Why this event mattered

The Firefish data session

The panel. Honest, real world insight

Ruth and Jim - The heart of the divisions

Why this is a big moment for TEAM

Final thoughts

Inside LinkedIn Accelerate London: AI, Data and the Future of Recruitment

Last week Andy Dunne, TEAM’s MD, spent the day at LinkedIn’s Customer Experience Centre in London for Accelerate London.

The event was focused on how AI is transforming recruitment & the official UK launch of Recruiter Professional Services Plus (RPS+).

Session One – The State of the Market

Session Two – Practical AI in Recruitment

Session Three – LinkedIn Product Showcase: Recruiter Professional Services Plus (RPS+)

What TEAM Members can take from it

My Final Thoughts

Flying Solo, Together - TEAM Solo Division

On 18 September, 68 independent recruiters filled Marsh Commercial HQ in London for the largest TEAM Solo Division event to date.

Why this matters

The surge of the Solo community

Highlights from the day

What attendees said:

The wider Solo story

Beyond Business – wellbeing and connection

Looking ahead

Mach Recruitment Ltd v Oliveira [2025] EAT 107 – Service Provision Changes Under TUPE: Organised in Agency Transfers

Outsourcing or Using Agency Workers?

Here’s Why Mach Recruitment Ltd v Oliveira Matters

The hidden cyberthreat: what recruiters must know about social engineering risks

﻿

Family-focused amendments to the Employment Rights Bill

As of this week, the Employment Rights Bill has completed the committee stage in the House of Lords. It is due for report stage from 14 July 2025, which is technically the last chance to make amendments. ﻿

For Women Scotland v The Scottish Ministers: the implications of the Supreme Court ruling on gender under the Equality Act 2010

When others are fearful... it's time for boutique recruiters to take advantage

Starting a Recruitment Business? Here’s what you need to know about Business Insurance

Meet Marsh Commercial: Your Partner in Protecting Your Recruitment Business

TEAM Insights: Your Essential Briefing

How can recruiters best navigate the coming storm?

﻿

2. Screen potential clients - Before taking on a new client:

- Have clear, legally binding terms and be prepared to walk away from a client if they don’t accept them

- Remember, late payments can cripple you. Check for active County Court Judgments (CCJs) at Trust Online .

- Also, not all clients are created equal. Build client profiles that assess their financial health and profitability. Lower profitability companies tend to negotiate harder on fees and pay slower . Use Companies House to check audited financial statements and compare profits within their sector.

3. Shift to High-Value Recruitment Strategies - For permanent recruiters, consider:

4. Invest in Training to Stay Sharp - No matter your experience level, continuous learning is a game-changer. Industry expert Jeremy Snell offers highly recommended courses on pitching, closing, sourcing, and headhunting . Investing in yourself and your senior team will always yield returns.

Final Takeaway: Turn Challenges into Opportunity

The Employment Rights Bill – Key Provisions

The Employment Rights Bill was introduced in the House of Commons on 10 October 2024.

It is currently in the House of Lords for scrutiny, with its second reading due on 27 March 2025. If it is passed, it promises to reshape the employment landscape. Some of the key provisions are summarised below.

﻿

2. Screen potential clients - Before taking on a new client:

- Have clear, legally binding terms and be prepared to walk away from a client if they don’t accept them

- Remember, late payments can cripple you. Check for active County Court Judgments (CCJs) at Trust Online .

- Also, not all clients are created equal. Build client profiles that assess their financial health and profitability. Lower profitability companies tend to negotiate harder on fees and pay slower . Use Companies House to check audited financial statements and compare profits within their sector.

3. Shift to High-Value Recruitment Strategies - For permanent recruiters, consider:

4. Invest in Training to Stay Sharp - No matter your experience level, continuous learning is a game-changer. Industry expert Jeremy Snell offers highly recommended courses on pitching, closing, sourcing, and headhunting . Investing in yourself and your senior team will always yield returns.

Final Takeaway: Turn Challenges into Opportunity

Legal Update: Neonatal Leave and Pay Effective from 6 April 2025 - JMW Solicitors

The Department for Business and Trade have announced that the right to leave for employees with babies in neonatal care will be available from day one of employment from 6 April 2025.

TEAM Netwalk: A Fresh Approach to Networking

Build Your Network The LEGO® Way: A Step-by-Step Guide

Who are TEAM?

The Future of Recruitment: How AI and Automation are Revolutionising Candidate and Employer Acquisition

The recruitment industry is undergoing a significant transformation, driven by Artificial Intelligence (AI) and digital advancements.

1. The Role of AI in Recruitment

a. AI-Powered Resume Screening

b. Predictive Analytics for Hiring Decisions

As of this week, the Employment Rights Bill has completed the committee stage in the House of Lords. It is due for report stage from 14 July 2025, which is technically the last chance to make amendments.