Blogs by tag - Hiring Tips

Recently we have discussed ways that a business could become more attractive to employees. How Industry bodies are reacting to the skills shortage and what solutions they are offering, now it’s time to look at what our candidates have to say. In this blog, we will share our survey results.Paul Jackman: CEOTimes are getting harder for all of us, from petrol to pasta everything is getting more expensive. While the below figures do suggest that more people are coming back to employment, we still need more staff. So, if you’re a business that is already working to tight margins what can you do to be a more attractive employer? Is increasing salary the only competitive edge a business can offer?The latest Labour Force Survey (LFS) (January to March 2022) has shown that over the quarter there was a decrease in the unemployment rate, while the employment and inactivity rates increased.Key points:The UK employment rate increased by 0.1 percentage points in the quarter to 75.7% but is still below pre-coronavirus (COVID-19) pandemic levels. Total job-to-job moves increased to a record high of 994,000, driven by resignations rather than dismissals.No. of payrolled employees for April 2022 showed a monthly increase from March 2022, to a record 29.5 million.For the first time since records began, there are fewer unemployed people than job vacancies.The number of job vacancies from February to April 2022 rose to a new record of 1,295,000.Our survey was sent to over 40,000 people and we’re delighted to share the results with you – from key job attractors to favoured benefits and perks. Our first question might be the most obvious but it’s an interesting result...When looking for a new role what attracts you to a job the most?Not really a surprise that salary hit the top of the list. But what’s interesting is that career opportunities came a pretty close second. ​If you’re a business that is already working on a tight budget you can’t always amend the salary but you can change the positives about your business that you promote. Talk about the great career opportunities that you have in-house, training staff takes time which is effectively money so promoting within is not only better on your bottom line but it’s always a fantastic talking point when recruiting.It’s attractive to potential staff to know that a job has become available because you promote from within.‘I’m looking for training and long-term career opportunities.’And the below graph backs this point up. When asked which they would rate the most attractive feature when applying for a job (bar salary) career opportunities were the clear winner.​Which perks are businesses offering vs. Which perks do candidates find attractive?This is quite interesting when you look at the results there are some surprises (and some that aren’t) and on the surface, there seems to be a mixed bag of responses but if you look a little closer there could be some quick wins for your business.​A couple of things stand out from the above, the first being Refer a Friend. This is something that we as a business do and we have found that it gets quite a lot of traction (read about it here). It’s something simple to organise and implement, it boosts your online content, and it rewards your current workforce. Sounds like a win.The second is paid training. We recently shared with you some resources currently available to help with training in our blog Skills Shortage: What Training is Available? Money is going to be tight for everyone for some time it seems, so when you look at the advantages of making the most of training help and support it makes sense.We already know that workers are looking for career advancement opportunities and if they’re currently working for your business you know their potential, make the most of this and help give your current workers the chance to train, progress and ultimately spread the word about how fantastic it is to work for your business. The third is the staff canteen. Now, this isn’t always possible, it’s dependent on your site so it’s not going to apply to everyone. If you do have one on-site it’s clear from the above that you should be talking about it, and if not what could be done? Maybe you’re on an Industrial estate or on a site, is there a great cob/roll/barm (depending on your location) van nearby? A breakfast cob can be a great thing on a Friday we all know that especially when the weather gets colder. If you’ve got one nearby why not talk about it or if there’s one you can strike up a deal with to be there at certain times why not ask. To summarise I would say to look at what data is telling us or better yet run an internal survey as well. Who better to ask than your workers? You can’t always help restrictions or competition with salary, but you can highlight why you’re a great business to work for. Just because somewhere has a high salary or maybe joining bonuses doesn’t mean their staff turnover won’t be high as well.Think about your positives and highlight those, even something as simple as free parking can make a big difference to a household budget.If you’re looking to talk about how you could make the most of your business's best points contact the team today.

The country's labour shortage is one of the hot topics right now. There’s been a lot of debate as to what is causing the shortage from migration to wages, but what is the solution? From a recruitment agency point of view, our aim is less why is there a shortage and more of how do we help solve the shortage problem?Paul Jackman, Thorn Baker Group CEOWe’ve all seen the impact from the severe shortage of HGV drivers on everything from our local supermarket shelves to our pharmacies to possibly not having turkey this Christmas. This is not a Talent or a Skills Shortage (although, that has long been the bane of the construction and technical markets) – this is a Nationwide Labour Shortage. There are simply not enough people looking for work in this country to fill all the jobs available.CITB has reported that Construction has bounced back quicker than expected from the Covid-19 pandemic and the industry will reach 2019 levels of output in 2022. By 2025, the industry will need to recruit an additional 217,000 new workers just to meet demand.Reuters reported recently that warehouses in Britain are having to pay up to 30% more to recruit staff after a chronic shortage of workers. Clare Bottle, CEO of the UK Warehousing Association, said her members had reported having to increase pay by between 20% and 30% to secure workers for entry-level jobs.TwinFM reported recently that In 2018, 19.5 per cent of engineers working in the UK were due to retire by 2026. Additionally, there’s been a lack of engineering graduates over the past 10 to 15 years, with approximately 182,000 additional engineer graduates needed per year until 2022.  Jobs in the UK: What are the numbers saying?The ONS’s vacancies and jobs in the UK October report said that in July-September:Job vacancies were at a record high of 1,102,00012 out of 18 job sectors saw an increaseAll sectors are above or equal to their pre-pandemic levels, food and accommodation services seeing the biggest rise of 59%All industries had a record number of vacanciesUnemployment is currently at 4.6%Employment is at 75.2%Nett Migration is at minus 10% (more leaving than arriving), with an estimated 1.3 million EU nationals have left the UK in the last 12 monthsAverage pay has increased by 7.4% (excluding bonus payments)However, the rate of vacancy growth is beginning to decrease, with a rise of 27.7% it is down from the previous quarter (38.9%).As recruitment specialists this is a trend we can confirm, the difficulties of Summer do indeed seem to be easing.As a Group we work across a broad range of industries and the conversation with the offices has been that although it is still tough market conditions are getting better. Applications are increasing, advertising spending has eased (a little) and candidates are once again asking what work we have available.And the announcement this week the UK’s “national living wage” is to go up to £9.50 an hour from next April, meaning a pay rise for millions of low-paid workers. This is a 6.6% increase from £8.91, which applies to workers aged 23 and over. For those aged 21 to 22, the minimum will increase from £8.36 to £9.18.So, if things are looking brighter why do we still seem to have an issue?Is migration the easy answer?This could be seen as a yes and a no answer. On the surface, it would be simple to blame Brexit and the difficulties around worker visas. However, according to Alan Manning, economist and professor of economics at the LSE we need to look at it from a different view – are there not enough people to do the job or do people not want to do the job (because of poor pay and/ or conditions)?In his blog, Alan Manning discusses these issues more in-depth and it’s a great read, you can see it here.A summary for you is that:The Pandemic: At the end of June 2021 there were still 1.9 million workers on furlough from 580k employers, some of them in the same sectors that are also reporting shortages.Brexit: Some European workers have returned home, or perhaps they believe they now have better options elsewhere. ‘One horticultural company quoted a loss of 25% of staff since Jan 2021 due to those returning to Europe as pay is now much better in Norway’. IR35: It has forced many drivers to swap their status resulting in falls in the income of up to 25%What ‘real life’ solutions can you implement?There’s no denying it’s tough out there at the minute, but there are things you can do to help your business recruit great staff.Focus on why working for your company is great. The support, flexibility, improved technology, training budget etc. Whatever it is you are doing well, shout about it! Spend some money on your recruitment. Whether that is with agencies like us, advertising, specialist job boards, sponsored Facebook adverts or an internal refer a friend scheme etc. A free advert on Indeed is not going to get you the staff you need.Work with an agency. Make sure they are promoting your business (not just the job). At Thorn Baker Construction we focus more on what staff are looking for now. Working with your recruiter will ensure you get the best outcome, it’s what we do all day to make the most of our knowledge and connections.Competing with other businesses. This is something that’s not always thought about but if you’re already working with an agency communicate with them what your own plans are. You will undoubtedly end up in competition with each other on jobs – and in the end, you’ll end up spending more money than you need to.Remember it’s a candidate market. If you want to hire the best, you’re going to have to treat them with respect, flexibility and sensible job offers.Flexibility. Can you offer different shift times? A selection of our clients has already done this, and they’ve seen great results. By changing their previous hours to suit school hours as well as part-time they’ve attracted more staff and retained them.Promote your business online. Building an online community is a great way to attract staff. Pay rates will always be an attraction but it doesn’t always compensate for being happy in your job.Invest in training. There’s a wealth of excellent Candidates out there with the right attitude and the wrong qualifications.Benefits packages. Enhanced maternity and paternity pay, pension plans above and beyond the statutory minimum, increased holidays, private healthcare, and a whole host of flexible benefits and rewards. There are so many ways to improve your offering above and beyond improving the basic salary.Remote working. People want less commuting and more leisure time (at least a couple of days a week) and that attitude is here to stay. Plus allowing your people to work from home where possible will boost your environmentally friendly creds too. If it’s feasible for your business to offer this, why not?At Thorn Baker Group we’re absolutely committed to improving the recruitment process and helping businesses during this labour shortage.We work with businesses that struggle to hire every day. Contact the team today to find how they’re already helping your competitors and how they could support your hiring needs.

PM Boris Johnson has announced the most radical reforms to our planning system since the Second World War. So if you’re looking for a new project to get stuck into now could be the perfect time to spruce up your CV and we’ve got 5 top tips on what all construction professionals should be including in their CV’sRhian Newman: Business Manager Professional & OffsiteThe construction sector is one of the largest in the UK economy – employing 3.1 million people or over 9% of the workforce. And with Boris Johnson’s recent announcement it looks like the ‘play’ button is about to be pushed, if you haven’t already you can read the announcement right here.There’s no shortage of CV writing tutorials, we understand that as a busy construction professional you just don’t have time to wade through all of the advice. So we’ve put together a quick top 5 tips on what to include in your CV.1. Profile: simple and to the pointIt is important to keep this section brief and to focus on your experience and personality. Using generalised comments such as “I am a hardworking, pro-active, honest person” won’t make you stand out - everybody says that (but you’re not everyone!)This section is your chance to demonstrate what makes you uniquely suitable for the roles you’re applying for. Try turning the tables, if you were hiring what would you be looking for in that person?You should always include:Skills that are significant to the role you are applying forPersonality traits that would benefit the job and the companyAreas or sectors you’ve worked in previously that are similar to the projectRemember the person hiring may have to read a lot of CV’s. Simple, clear, and to the point. Avoid CV cliché’s and you’ll help yourself to stand out in the crowd.2. Skills/Expertise: expand but keep it relevantDo you feel like you have more skills to talk about but you couldn’t get them into your profile? This is the perfect place to put them.Bullet points are your friend here, list out all of your skills that would perfect for the role. Again keep it relevant and bear in mind the person reading this, it’s a great area to make their life easier.3. Education/Qualifications – keep it simpleThis might feel more significant if you’re looking to get your foot on the career ladder, but it’s important to include this information whatever your level. Reference as a simple, chronological list: what you studied, where, and when.You don’t need to include all of your GCSE/ O Levels. Keep it concise, for example, Eight GCSE’s inclusive of Maths and English. Those are the two main things people are looking for so make reading your CV simpler where you can.4. Experience: consistent and mind the gapsThis should be brief and chronological. You don’t need to go in-depth on every project you’ve been involved in or the company you’ve worked for. A good idea is to focus on your last five projects or the last three companies, include your other work history but expand on these.Again make use of bullet points rather than lengthy descriptions.Highlight the major achievements of your job. Did you complete the project on time/ early? Was it on budget? What kind of budgets are you used to working with?A simple format that will hit all of the bases is:DatesCompany name (if you used an agency ensure you use the company name, not the agency)Job titleKey duties and projectsBe sure to include any promotions, they’re achievements and companies want to know what you have done successfully.5. References: show that you’re confidentDon’t be afraid to name people on your CV. Add their job title as well, if you’re not comfortable adding phone numbers just say that you can supply contact details on requestPM Boris Johnson has announced the most radical reforms to our planning system since the Second World War. So if you’re looking for a new project to get stuck into now could be the perfect time to spruce up your CV and we’ve got 5 top tips on what all construction professionals should be including in their CV’s.Rhian Newman: Business Manager Professional & OffsiteThe construction sector is one of the largest in the UK economy – employing 3.1 million people or over 9% of the workforce. And with Boris Johnson’s recent announcement it looks like the ‘play’ button is about to be pushed, if you haven’t already you can read the announcement right here.There’s no shortage of CV writing tutorials, we understand that as a busy construction professional you just don’t have time to wade through all of the advice. So we’ve put together a quick top 5 tips on what to include in your CV.1. Profile: simple and to the pointIt is important to keep this section brief and to focus on your experience and personality. Using generalised comments such as “I am a hardworking, pro-active, honest person” won’t make you stand out - everybody says that (but you’re not everyone!)This section is your chance to demonstrate what makes you uniquely suitable for the roles you’re applying for. Try turning the tables, if you were hiring what would you be looking for in that person?You should always include:Skills that are significant to the role you are applying forPersonality traits that would benefit the job and the companyAreas or sectors you’ve worked in previously that are similar to the projectRemember the person hiring may have to read a lot of CV’s. Simple, clear, and to the point. Avoid CV cliché’s and you’ll help yourself to stand out in the crowd.2. Skills/Expertise: expand but keep it relevantDo you feel like you have more skills to talk about but you couldn’t get them into your profile? This is the perfect place to put them.Bullet points are your friend here, list out all of your skills that would perfect for the role. Again keep it relevant and bear in mind the person reading this, it’s a great area to make their life easier.3. Education/Qualifications – keep it simpleThis might feel more significant if you’re looking to get your foot on the career ladder, but it’s important to include this information whatever your level. Reference as a simple, chronological list: what you studied, where, and when.You don’t need to include all of your GCSE/ O Levels. Keep it concise, for example, Eight GCSE’s inclusive of Maths and English. Those are the two main things people are looking for so make reading your CV simpler where you can.4. Experience: consistent and mind the gapsThis should be brief and chronological. You don’t need to go in-depth on every project you’ve been involved in or the company you’ve worked for. A good idea is to focus on your last five projects or the last three companies, include your other work history but expand on these.Again make use of bullet points rather than lengthy descriptions.Highlight the major achievements of your job. Did you complete the project on time/ early? Was it on budget? What kind of budgets are you used to working with?A simple format that will hit all of the bases is:DatesCompany name (if you used an agency ensure you use the company name, not the agency)Job titleKey duties and projectsBe sure to include any promotions, they’re achievements and companies want to know what you have done successfully.5. References: show that you’re confidentDon’t be afraid to name people on your CV. Add their job title as well, if you’re not comfortable adding phone numbers just say that you can supply contact details on request

The last few weeks have been a huge learning curve for us all - when will construction sites open again? How can we all stay safe in a construction working environment during the COVID-19 pandemic? We've been asking our clients these questions and in this blog, we'll look at what support you need and want from your recruiter.Rob Ford, Head of Thorn Baker ConstructionOver the last 10 weeks, I've learnt more (in some cases) about my colleagues, candidates and clients than I have in the last 16 years - I'm sure this is the case for a lot of you as well. The team and I at Thorn Baker Construction have also developed our industry knowledge about everything from PPE to risk assessments, well-being to resilience.Some key stats from what we've been doing over the last 10 weeks include;Organised and delivered over 300 hours of training to our staff on a variety of subjects: mental resilience, recruitment compliance, team building and the best ways to manage teams remotely to name a few. We will continue adding to our training program on a weekly basis.We've furloughed over 600 of our temporary candidates: this has ensured that those without money or work have not gone without.Now working with over 50 candidates, brand new to Thorn Baker, who were seeking advice and direction on the furlough system due to not receiving help or direction from their previous employers.Working closely with over 100 of our regular clients to take on board all of their individual risk assessments, the changes being put in place and messages that needed to be cascaded down to the workforce.Our Managers have attended weekly meetings/webinars with the REC, HMRC and APSCO to ensure our knowledge base is up to date, and we're confident with the latest changes as they happen.We have purchased a stock of FFP2 masks and latex gloves: developed a system to get them to our clients and candidates anywhere in the country in less than 24 hours if required.Adjusted all of our procedures and vetting questions when taking on job requirements for our clients and candidates alike to match the government guidance as well as what our customers need to know.My mission as we headed into lockdown was that I wished for us to come back stronger, smarter and easier to work with when we came out, we still have work to be done we are getting there.Our values could not have been more relevant in the last 10 testing weeks;Solution-focused: You can see from the above that our focus is to make our clients and candidates lives easier where we possibly can.Positive-minded: When the world is reasonably full of negative news right now and this value has been preached from the rooftops, we’ve tried to keep the smiles on our faces at all times.People-driven: We're holding daily meetings since this started and grown closer to our colleagues, candidates and clients. Hopefully, our strengthened bonds are a sign of what is to come.A lot of our learning over the last 10 weeks has come from having quality conversations with those in the construction industry. We feel that good quality communication and collaboration in the coming months will be the key to make the coming challenges easier and more efficient for all involved.Over the last two weeks we have asked our clients two questions in order for us to continue to improve our services;What can recruiters do to improve service post-COVID-19?The top 3 responses given by our clients were:But what were the other responses? We actually received quite a few ideas from this question but the top 3 we're definitely clear. The other responses we received were:What is the one thing recruiters can do to improve efficiency for you?The most recent report from Glenigans has said that: across England and Wales, only around 16% of sites are still suspended, and with Northern Ireland starting to reopen sites and Scotland gearing up gearing for a planned easing of the lockdown from 15 June, activity is picking up pace across the UK.Also, a spike in the number of planning decisions on large projects suggests that the industry has a potentially growing pipeline of planned projects as the lockdown is eased further over the weeks ahead. You can view the full report on their YouTube channel right here.From our survey results and the positives coming from governing bodies alike it feels like we're slowly creeping into a sense of normality (well the new normal!). And the overall message I'd like to give to our clients and candidates is that simply when you are ready we're here to support you. Whether you need staff on-site, advice and support on supplying PPE or if you're a candidate who's not sure how furlough could work for you - contact us. The service we provide is built upon our core values: Solution-focused, Positive-minded and People-driven. That's what we do and who we are. If you need support don't hesitate to contact us right here.The last few weeks have been a huge learning curve for us all - when will construction sites open again? How can we all stay safe in a construction working environment during the COVID-19 pandemic? We've been asking our clients these questions and in this blog, we'll look at what support you need and want from your recruiter.Rob Ford, Head of Thorn Baker ConstructionOver the last 10 weeks, I've learnt more (in some cases) about my colleagues, candidates and clients than I have in the last 16 years - I'm sure this is the case for a lot of you as well. The team and I at Thorn Baker Construction have also developed our industry knowledge about everything from PPE to risk assessments, well-being to resilience.Some key stats from what we've been doing over the last 10 weeks include;Organised and delivered over 300 hours of training to our staff on a variety of subjects: mental resilience, recruitment compliance, team building and the best ways to manage teams remotely to name a few. We will continue adding to our training program on a weekly basis.We've furloughed over 600 of our temporary candidates: this has ensured that those without money or work have not gone without.Now working with over 50 candidates, brand new to Thorn Baker, who were seeking advice and direction on the furlough system due to not receiving help or direction from their previous employers.Working closely with over 100 of our regular clients to take on board all of their individual risk assessments, the changes being put in place and messages that needed to be cascaded down to the workforce.Our Managers have attended weekly meetings/webinars with the REC, HMRC and APSCO to ensure our knowledge base is up to date, and we're confident with the latest changes as they happen.We have purchased a stock of FFP2 masks and latex gloves: developed a system to get them to our clients and candidates anywhere in the country in less than 24 hours if required.Adjusted all of our procedures and vetting questions when taking on job requirements for our clients and candidates alike to match the government guidance as well as what our customers need to know.My mission as we headed into lockdown was that I wished for us to come back stronger, smarter and easier to work with when we came out, we still have work to be done we are getting there.Our values could not have been more relevant in the last 10 testing weeks;Solution-focused: You can see from the above that our focus is to make our clients and candidates lives easier where we possibly can.Positive-minded: When the world is reasonably full of negative news right now and this value has been preached from the rooftops, we’ve tried to keep the smiles on our faces at all times.People-driven: We're holding daily meetings since this started and grown closer to our colleagues, candidates and clients. Hopefully, our strengthened bonds are a sign of what is to come.A lot of our learning over the last 10 weeks has come from having quality conversations with those in the construction industry. We feel that good quality communication and collaboration in the coming months will be the key to make the coming challenges easier and more efficient for all involved.Over the last two weeks we have asked our clients two questions in order for us to continue to improve our services;What can recruiters do to improve service post-COVID-19?The top 3 responses given by our clients were:But what were the other responses? We actually received quite a few ideas from this question but the top 3 we're definitely clear. The other responses we received were:What is the one thing recruiters can do to improve efficiency for you?The most recent report from Glenigans has said that: across England and Wales, only around 16% of sites are still suspended, and with Northern Ireland starting to reopen sites and Scotland gearing up gearing for a planned easing of the lockdown from 15 June, activity is picking up pace across the UK.Also, a spike in the number of planning decisions on large projects suggests that the industry has a potentially growing pipeline of planned projects as the lockdown is eased further over the weeks ahead. You can view the full report on their YouTube channel right here.From our survey results and the positives coming from governing bodies alike it feels like we're slowly creeping into a sense of normality (well the new normal!). And the overall message I'd like to give to our clients and candidates is that simply when you are ready we're here to support you. Whether you need staff on-site, advice and support on supplying PPE or if you're a candidate who's not sure how furlough could work for you - contact us. The service we provide is built upon our core values: Solution-focused, Positive-minded and People-driven. That's what we do and who we are. If you need support don't hesitate to contact us right here.

If you're a Contracts or Operations Manager working in the Facilities Management, Building Services Maintenance or Soft Services Industries, and you often find yourself frustrated and stressed out when hiring new staff - this is the blog for you.Joanne Crampton, Head of Thorn Baker Estates, Facilities & Maintenance​1, Create a timescale by working backwards from the ideal start date.So you need a Commercial Gas Maintenance Engineer in place for a new contract starting on 2nd December - work backwards from that date:One week for onboarding before contract start = ideal start date of 25th November.Taking into account four weeks’ notice (standard for a good Engineer with excellent work history already working elsewhere) means you’ll need to have an offer in writing to them by no later than 28th October.Two weeks to complete 1st and 2nd stage interviews will mean booking out time for the first round of interviews week commencing 14th October.You want a selection of candidates to see on the days you’ve planned for interviews?You’ll need a week of advertising (or better still, a week for your specialist recruitment agency to find candidates ready for interview on your chosen dates) – so that means having your job spec and ideal profile ready by 7th October. Working back from the ideal start date gives you and your recruitment partners a realistic and sensible timeframe to work to.2, Get organised.This goes hand in hand with the above – if you want to hire someone for your team you’re going to need to plan time out of your normal workday for advert writing, CV reading and interviews. Don’t try to just cram it in around your workload – this will only lead to frustration and stress.The most important thing is making sure that you have dates earmarked for interviews – great candidates can form a bad impression of a company very quickly if you can’t put aside time with a reasonable amount of notice for an interview.You can read more about candidates biggest bugbears in this great article from Glassdoor here 3, Make sure you know what you are looking for.This might sound like a no-brainer but in reality, a lot of Hiring Managers start the process without having a clear idea of exactly what they're looking for – leaving them upset when the wrong type of candidates start flowing into their inbox.You need to be able to articulate very clearly (either on an advert, to your internal recruitment team or your agency partner) what specifically you're looking for. Make sure you cover qualifications, skills, experience and personality otherwise you will soon find yourself frustrated at the amount of time you are wasting interviewing the “wrong” candidates.Ask us about our TalentMatch system and how we can help you figure out what you’re looking for – or just fill in our enquiry form here.4, Set service levels for each stage of the hiring process.We work in an industry where service level agreements, procedures and deadlines determine what we do every day and in what order. So why should your recruitment process be any different?Agree with your internal recruitment team, your specialist agencies and most importantly yourself what service levels you will work too.For example:24 hours to respond to a CV/application.Three business days to arrange an interview.one week to get an offer of employment out.Whichever part of the process you are at you should have a relevant service level, which has been agreed and communicated to everyone involved.This will prevent frustrations with the expectations set for yourself, your internal and external recruitment team, and most crucially - your candidates.Give us a call on 08444 060086 to talk to one of our specialists about our Proven Process and how agreeing service levels with our clients helps to reduce their hiring frustrations.5, Enjoy it!A lot of people view recruitment as a necessary chore rather than a positive opportunity to strengthen their team. A lot of the time you’re forced to hire someone new because one of your team has left or had to be let go - it’s time-consuming and in the current climate, from the skills shortage to Brexit to worry about, it’s also very hard work!With the right positive attitude, recruiting a new member of staff can be a brilliant experience. You’ll meet new and interesting people, gain valuable market knowledge from your recruitment partners, have the opportunity to forge great working relationships with internal recruitment staff AND find someone who can actually make your working life easier in the future. What’s not to love?

​In this blog, we will be looking at whether flexible working is a viable option across industrial employment sectors. As well as how you as a Hiring Manager could use these options to boost your current and future workforce.Matthew Dann, Thorn Baker Industrial Recruitment DirectorThere's been a rise recently of 61% in the number of employers that have the option available. This increase is mainly based on office work, which is far different from the types of work undertaken retail and warehouse staff. ‘Flexible working’ is an umbrella term that defines a variety of ways that employees can enjoy a better work-life balance, including:Remote working: Working from home or another out-of-office location, such as a coffee shopJob sharing: Responsibilities of a role are split between two peopleCompressed hours: Allowing employees to work longer hours and fewer daysAnnualised hours: A certain number of hours are spread flexibly throughout the yearStaggered hours: Staff members work the same number of hours but can have start and end times that better suit their lifestyleFlexitime: Employees must work ‘core hours’ but can take advantage of flexible start and finish times when necessaryEngage for Success have reported that manual and service roles can still benefit from certain types of flexible working – such as compressed hours and job sharing – and 53% of employers have said that they believe all industries should make it an option for their workers.​What are the benefits of flexible working?A better work-life balanceIncreased productivity (82% of employees say they get more work done when working flexibly)A less stressful commuteMore flexibility for personal needsGreater job satisfactionMany employers agree flexible working improves the workplace by:Boosting morale (70% of employers agreed that staff were happier in their role)Increased productivity (58% noted that flexibility resulted in better performance)A more relaxed and pleasant office atmosphereLowered costs and overall emissionsBetter overall organisation and communicationThere’s even ‘national day’s’ celebrating the benefits of flexible working: Flexible Working Day, Work Wise Week and National Work from Home DayFlexible working is great! But is it achievable in an Industrial workplace?In our recent blog, the top 6 issues hiring managers will face this summer, and how to overcome them, we looked at the challenges that all Hiring and Production Managers face during seasonal peak times:Hiring TimePlanned Vs. Unplanned AbsencesCandidate QualityFlexibility NeededUnexpected OrdersHigh Temperatures in the WorkplaceMany of you already know that a temporary job can satisfy both businesses and workers. Temporary work offers more flexibility than a permanent position and is increasingly becoming popular to meet individual’s needs. Businesses are now seeing this as a great way to recruit, test candidates abilities and how they fit into their working environment. Can you as a business apply flexible working even further within your business?The employment world is changing and in order to retain the very best workers, businesses need to adapt with it.Ways that you could apply flexible working are:Extended operating hours: this would allow shift flexibility if you don’t already have this in place and expands your operations to cope with the 24/7 expectations of modern customers.Job share: this can help to attract a skilled workforce that requires part-time hours and needs a better work/life balance.Health and Wellbeing: flexibility may help to improve health and wellbeing and, as a result, reduce absenteeism and increase productivity.What are the potential barriers?The Undercover Recruiter has stated that some potential barriers include:Potential operational difficulties, additional costs and resistance from managersPossible pressure on workers who aren’t requesting flexible workingPotential negative impact on customer service and quality of workProblems in scheduling work and shifts with varied work arrangements to considerDifficulties in communicating with employees not working on organisational premises‘Flexible working’ & ‘work/life balance’ are very real issues for today’s workforce. The Industrial Recruitment sector is now well into peak season, and candidates have greater choice of assignments than ever before – it’s vital that we all look at ways to both attract and retain job-seeking candidates. If you'd like to discuss any of these points further you can contact your local branch here.

Seasonal peaks are approaching and companies like yours will need extra support from your recruitment partner. This blog will be helpful for Hiring and Production Managers like you, who will be facing these challenges, and how you can overcome them.Michael Martin, Regional Manager​Summer is here (even if the weather doesn’t always agree) and I know from speaking with my clients that the same topics come up year after year – unplanned absences, how long it takes to hire, candidate quality needed. The great news is that with careful planning and the help of your local branch you can overcome all of your seasonal hiring challenges. Hiring TimeThe nature of the temporary work beast is to hire the best workers and train them to be ready in time for your busy peak – all within an already condensed timeline. At a time like this, it’s crucial to make the right hire the first time around. Start your hiring process early, make sure that your recruitment partner is working with accurate job descriptions; are there any perks to working at your business? Do you have the best cob van in the area? We all know the power of a great breakfast cob…‘The team has daily contact with me ensuring all staff supplied have turned in and to address any issues. I am very impressed with the standard of service and professionalism – nothing has been too much trouble. I would highly recommend the team.’Broxtowe Borough CouncilPlanned Vs. Unplanned AbsencesThis happens in all businesses, we can plan our teams holidays but emergencies and last minute requests come up – Illness, holidays, childcare, sudden departure. Working with a recruitment partner is a quick way to fix all (and any other) of these sudden needs as they arise. We’ve worked in the Industry for over 30 years and understand how critical these hires are and we’re ready to support you with both planned and unplanned absences.Candidate QualityA big challenge that our clients face is finding people at short notice with the skills they need, competition for skilled staff during peak times can be high. A quick and easy way to overcome this hurdle is to team up with a recruitment partner. No more scrambling to post your advert on as many jobs boards as you can – we can take care of this for you and will have been speaking to the very best candidates face to face well ahead of time. Our database has been growing for over 30 years, so you can be sure that we already know the best people.  ‘Since the team have been onsite at temporary staff morale has improved which I put down to the team treating their staff as people instead of numbers. I have no hesitation in recommending the services of Thorn Baker.’PlastiqueFlexibility NeededThe beauty of a temporary job is that it can satisfy both businesses and workers. Temporary work offers more flexibility than a permanent position and is increasingly becoming popular to meet individual’s needs. Businesses are now seeing this as a great way to recruit, test candidates abilities and how they fit into their working environment. As temporary specialists, your Consultant can quickly provide your business with qualified staff for both long and short time jobs.Unexpected OrdersThings happen. We all know that orders from clients can come through at the last minute. By working with your Consultant you can rest assured that we will always be working on your candidate pool. With regular site inductions and in-house testing, we’re there when you need us, helping to support you in fulfilling your clients’ orders.  'I have used Thorn Baker for well over a decade, I know the office well and the service is as strong and consistent now as it ever was. It outshines the competition on every aspect of labour supply. I trust my contact and if a problem does come up it is dealt with immediately.’XPO LogisticsHigh Temperatures in the Work PlaceThe summer weather can mean uncomfortable temperatures for some in a manufacturing and logistics environment, which can lead to dehydration. Symptoms of dehydration include headaches and poor concentration & attention span. To keep our clients performing at their best the sales team will be delivering our branded water bottles, to not only keep you hydrated but also reduce single-use plastic cups (following on from our blog; Treasury Mulls over Packaging Taxes to Reduce Waste in On-the-Go Packaging). Please keep a look out for them!We work with businesses like yours who struggle to hire throughout the year as well as seasonal peaks every day. By understanding what a business needs and successfully delivering it time and time again we make our client's hiring life easy - simple. If you'd like to discuss your current and upcoming recruitment needs you can contact your local branch here.Don't miss out on all the latest industrial news, tips and jobsSubscribe here