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The Government’s White Paper on Jobs published this week - Building Britain’s Recovery: Achieving Full Employment – recognises the valuable role private sector recruitment agencies have to play.
And it’s a role we’re only too happy to step into.
As professional recruiters we know that the longer people are out of work the harder it becomes for them to find the right opportunities. Therefore the sooner practical support is given the better. But it must be the right kind of support. And that’s where we can help.
Recruitment agencies have extensive local knowledge – we know what kind of help is needed and where it is best placed. And we would be delighted to share that knowledge with public sector employment services which, after all, share our aim of getting more people into the workplace.
We’re already involved at ground level. From its inception we have been involved with the Back to Business Club in Peterborough – a weekly group aimed at higher-end jobseekers. We regularly feed job details into the club and I’ve run a workshop to help people focus their job search.
There is a need to stimulate demand too, something we are concerned will be further hampered by the introduction of the Agency Workers Directive.
We’re continuing to work with our regulatory body the REC, to find out where we as an agency can add value. It’s vital that everyone in our industry continues to seek out opportunities – for the sake of individuals, agencies, companies and, let’s face it, the country.
01733 235298
Contact Details
Anne Corder Recruitment
25 Commerce Road
Equinox
Lynch Wood
Peterborough
PE2 6LR
T: 01733 235 298
E:
mail@annecorder.co.uk
Thursday 17 December 2009
Monday 14 December 2009
Santa….and 500 of his friends….came early
For anyone who wasn’t feeling very Christmassy the sight of more than 500 Santas running round Burghley Park at the weekend provided the perfect festive mood boost.
For the second year running, we were proud to sponsor the Rotary Club of Stamford Burghley’s Santa Fun Run. As well as entering a team we provided mince pies and hot drinks – including mulled wine – for all the finishers.
And there were over 500 of them – all dressed as Santa!
All that red and white was the perfect antidote to the mud which made the going on the 5km course rather slippery in places. But even that didn’t stop the most enthusiastic participants completing the full three laps.
The sun shone and the atmosphere was wonderful – the whole event had a real feel good factor to it.
And that was, of course, helped by the main aim of the day – to raise loads of money for good causes.
Last year, the total raised by the runners was an amazing £15,000 which went to a number of good causes.
Our team Anne’s Reindeer Recruiters, made up of staff, friends and family, was raising money for our chosen charity the NSPCC. There’s still chance to sponsor us if you haven’t already by logging on to our justgiving page
To everyone who supported us – financially or by cheering us on – thank you so much.
And we’ll see you next year!
Thursday 10 December 2009
Peterborough Salary Survey
The results of this year’s salary survey won’t come as a surprise to many people – the figures show wages have slipped by an average of 3.6 per cent since last year.
We’ve been involved with producing the salary for 12 years and this is the first time it has recorded a drop.
This year 24 of Greater Peterborough’s most high profile companies fed in information about the pay and benefits received by a total of 4,800 employees.
That’s a good sample size and the fact that different industries and sectors were represented means the results provide the most accurate overall picture locally that we have.
We suspected this climate could deliver the first fall in salaries since the survey began but we were surprised by some of the figures – warehouse and store staff were among the hardest hit with their pay dropping 10.2 per cent while call centre and customer service staff saw a drop of 7.5 per cent.
As the figures are averages, they may not represent a real drop in the money in an employee’s pay packet but rather provide a reflection of the result of redundancies or pay freezes.
However they’re interpreted, the figures unfortunately paint a generally negative picture. But then that’s pretty much how the year has panned out in business. The best it seems we can hope for is that the start of 2010 brings with it some market confidence to give business, staff – and salaries – a welcome boost.
We’ve been involved with producing the salary for 12 years and this is the first time it has recorded a drop.
This year 24 of Greater Peterborough’s most high profile companies fed in information about the pay and benefits received by a total of 4,800 employees.
That’s a good sample size and the fact that different industries and sectors were represented means the results provide the most accurate overall picture locally that we have.
We suspected this climate could deliver the first fall in salaries since the survey began but we were surprised by some of the figures – warehouse and store staff were among the hardest hit with their pay dropping 10.2 per cent while call centre and customer service staff saw a drop of 7.5 per cent.
As the figures are averages, they may not represent a real drop in the money in an employee’s pay packet but rather provide a reflection of the result of redundancies or pay freezes.
However they’re interpreted, the figures unfortunately paint a generally negative picture. But then that’s pretty much how the year has panned out in business. The best it seems we can hope for is that the start of 2010 brings with it some market confidence to give business, staff – and salaries – a welcome boost.
Friday 20 November 2009
We used our visit to the House of Commons (to pick up our silver Green Apple Award for Environmental Best Practice) as an opportunity to lobby our Peterborough MP Stewart Jackson about the Agency Workers’ Directive - again.
We are heavily involved with our industry body the Recruitment and Employment Confederation to ensure the introduction of the new legislation – now due in October 2011 - is managed in the most efficient way possible for agencies, clients and workers.
We have been speaking to Mr Jackson on a regular basis, discussing our concerns about the legislation and the effect it may have on the economy and unemployment.
He has visited our offices - but this time we saw him on his own turf in the House of Commons.
He has previously told us he agreed the directive appeared ‘unworkable’ and he seems to agree with our belief that while the principle of protecting ‘vulnerable’ agency workers remains admirable the effect on all agency workers and those who use them could prove disastrous.
He listened to our thoughts and assured us it was something he would continue to take an interest in.
We look forward to seeing some direct action from him on this as the new session of Parliament progresses.
We are heavily involved with our industry body the Recruitment and Employment Confederation to ensure the introduction of the new legislation – now due in October 2011 - is managed in the most efficient way possible for agencies, clients and workers.
We have been speaking to Mr Jackson on a regular basis, discussing our concerns about the legislation and the effect it may have on the economy and unemployment.
He has visited our offices - but this time we saw him on his own turf in the House of Commons.
He has previously told us he agreed the directive appeared ‘unworkable’ and he seems to agree with our belief that while the principle of protecting ‘vulnerable’ agency workers remains admirable the effect on all agency workers and those who use them could prove disastrous.
He listened to our thoughts and assured us it was something he would continue to take an interest in.
We look forward to seeing some direct action from him on this as the new session of Parliament progresses.
Thursday 19 November 2009
Green Apple Awards
We were delighted to find ourselves on the international stage at the Green Apple Awards for Environmental Best Practice and Sustainable Development.
Our paperless office project saw us pick up a silver award in the Services Industry category. With over 500 entries this year to be one of just 80 companies receiving awards made us rather proud of ourselves!
Our paperless office project has been a huge undertaking and although we can’t verify we’re the first business in the country to operate virtually paper free we haven’t come across any who have converted to an electronic office to such an extent.
And that was endorsed by our award which we were presented with by former Bond girl, actress Alexandra Bastedo in front of companies, public sector organisations and VIPs from as far afield as Brazil,Eritrea and India – at the Houses of Parliament no less.
Our blue print is going to be used by the awards organisers to encourage others to follow our example and at least take steps towards a more environmentally friendly way of running an office – which we’ve found to also be cost effective and more efficient.
We’re doing a bit of trailblazing ourselves – talking to clients about little things they can do to follow our lead.
We’re happy to share our thoughts if you want to get in touch.
Our paperless office project saw us pick up a silver award in the Services Industry category. With over 500 entries this year to be one of just 80 companies receiving awards made us rather proud of ourselves!
Our paperless office project has been a huge undertaking and although we can’t verify we’re the first business in the country to operate virtually paper free we haven’t come across any who have converted to an electronic office to such an extent.
And that was endorsed by our award which we were presented with by former Bond girl, actress Alexandra Bastedo in front of companies, public sector organisations and VIPs from as far afield as Brazil,Eritrea and India – at the Houses of Parliament no less.
Our blue print is going to be used by the awards organisers to encourage others to follow our example and at least take steps towards a more environmentally friendly way of running an office – which we’ve found to also be cost effective and more efficient.
We’re doing a bit of trailblazing ourselves – talking to clients about little things they can do to follow our lead.
We’re happy to share our thoughts if you want to get in touch.
Friday 6 November 2009
Santa Claus is coming to town – in force!
Last year the mud and frost left us all looking far worse than Santa ever looks even after dropping down endless chimneys! But we were rather pleased with ourselves after the three mile ‘run’ round Burghley Park which helped us raise well over £500 for the Peterborough branch of the NSPCC.
We entered a team in the Rotary Club of Stamford Burghley’s Santa Fun Run which saw 10 of us, dressed as Santas, taking part in the event.
And I must say – it was funny! Seeing around 300 Santas of all shapes and sizes running, walking and sliding, in some cases, around Burghley Park certainly helped drum up some Christmas spirit!
So, this year, we’re taking part again. And once again we’re sponsoring the refreshments, giving out mince pies, mulled wine and hot chocolate to the finishers.
Overall, the 26 teams in last year’s event raised a colossal £15,000 for charity – what a positive way to head into the season of goodwill.
If you feel able to give a donation please go to our justgiving page. And if you are up for a bit of a giggle do come and cheer us on at Burghley Park. We start at 11am on Sunday, December 13.
I’ll let you know how we get on.
We entered a team in the Rotary Club of Stamford Burghley’s Santa Fun Run which saw 10 of us, dressed as Santas, taking part in the event.
And I must say – it was funny! Seeing around 300 Santas of all shapes and sizes running, walking and sliding, in some cases, around Burghley Park certainly helped drum up some Christmas spirit!
So, this year, we’re taking part again. And once again we’re sponsoring the refreshments, giving out mince pies, mulled wine and hot chocolate to the finishers.
Overall, the 26 teams in last year’s event raised a colossal £15,000 for charity – what a positive way to head into the season of goodwill.
If you feel able to give a donation please go to our justgiving page. And if you are up for a bit of a giggle do come and cheer us on at Burghley Park. We start at 11am on Sunday, December 13.
I’ll let you know how we get on.
Friday 23 October 2009
ACR sponsors NHS Trust awards evening
Playing an active role in the community is very much part of our ethos. So it was with pleasure that we co-sponsored the Peterborough and Stamford Hospitals NHS Trust Annual Awards held this week.
And what an eye-opener the evening was.
One hundred NHS Trust employees and volunteers were recognised for their commitment, dedication and hard work during the event. It was the stories you never hear about which touched the guests – including me. There was the volunteer who has played the piano at the hospital chapel’s Sunday morning service for 20 years. The employees who have worked in the hospital, unstintingly, for 25 years. The teams who have worked so well together they have made the kind of difference a group of individuals never could.
Our sponsorship enabled the Trust to put on an event that really helped show its staff and volunteers just how much they are appreciated – not just by the Trust but by the region as a whole.
From our perspective, helping to mark the achievements of so many incredible local people was nothing short of an honour.
Monday 19 October 2009
AWD - 2011
One of our management team Karen Dykes spent Friday in Leeds at the fourth Agency Summit to discuss the EU Agency Workers Directive draft regulations.
This Directive will give agency workers equal treatment to permanent staff 12 weeks into an assignment. It has been recognised since these regulations were first discussed that there is going to be a huge impact on the recruitment industry – we’re going to be in the frontline of its delivery.
We now know it’s going to be implemented on October 1, 2011.
The good news is that its introduction has been delayed until then. The over-riding feeling among agencies is that this legislation is going to stall demand for temps as companies manage without rather than incurring the costs involved in implementing the new rules. With the economy as it is if that had happened now it could have proved disastrous.
The other win as far as we’re concerned is the second consultation period which the government has agreed to before the legislation is rubber stamped early next year.
It’s another eight weeks grace for us to lobby parliament and our MPs about the nitty gritty of the document. There is a lot of ambiguity within it and some loopholes which must be dealt with.
We will be continuing to work with the REC and other agencies to ensure that when the final document is produced it is both realistic and workable. And once it’s been through parliament and is on the statute books we will be working with our clients to ensure that its implementation is as smooth as possible.
This Directive will give agency workers equal treatment to permanent staff 12 weeks into an assignment. It has been recognised since these regulations were first discussed that there is going to be a huge impact on the recruitment industry – we’re going to be in the frontline of its delivery.
We now know it’s going to be implemented on October 1, 2011.
The good news is that its introduction has been delayed until then. The over-riding feeling among agencies is that this legislation is going to stall demand for temps as companies manage without rather than incurring the costs involved in implementing the new rules. With the economy as it is if that had happened now it could have proved disastrous.
The other win as far as we’re concerned is the second consultation period which the government has agreed to before the legislation is rubber stamped early next year.
It’s another eight weeks grace for us to lobby parliament and our MPs about the nitty gritty of the document. There is a lot of ambiguity within it and some loopholes which must be dealt with.
We will be continuing to work with the REC and other agencies to ensure that when the final document is produced it is both realistic and workable. And once it’s been through parliament and is on the statute books we will be working with our clients to ensure that its implementation is as smooth as possible.
Friday 9 October 2009
AWD latest news
The Agency Workers Directive isn’t a ‘sexy’ subject like house prices, tax rises and public spending. But I was delighted to see it on the agenda at this season’s political party conferences. It means the Directive, and its implications, are being seriously considered by our politicians.
The REC (Recruitment and Employment Confederation)was at each of the conferences, representing its members – which includes ACR – and putting the case against the immediate implementation of this legislation.
Political arguments aren’t my style but I was pleased to see that at least one of the major parties seemed to understand the concerns that thousands of agencies like ours share about the impact the introduction of the Directive will have on an already slack labour market.
The European Parliament has stipulated the Directive must be brought in by December 2011 at the latest. There has been a suggestion it will actually be on the statute books by next April. That makes us very nervous. Our worry is that the cost of putting in place the necessary strategies to deal with the Directive – let alone the cost of actually funding the new rules – will mean many small businesses, charities and the like will simply refuse to use temporary staff. This could be disastrous – not only for industry but for the already precarious employment market.
Our argument is that the Directive – inspired by a desire to offer more extensive protection to ‘vulnerable’ agency workers – is going to have a negative effect on all agency workers.
The REC is holding a conference next month which should give us more information about how we can continue to fight to delay the introduction of the Directive.
The REC (Recruitment and Employment Confederation)was at each of the conferences, representing its members – which includes ACR – and putting the case against the immediate implementation of this legislation.
Political arguments aren’t my style but I was pleased to see that at least one of the major parties seemed to understand the concerns that thousands of agencies like ours share about the impact the introduction of the Directive will have on an already slack labour market.
The European Parliament has stipulated the Directive must be brought in by December 2011 at the latest. There has been a suggestion it will actually be on the statute books by next April. That makes us very nervous. Our worry is that the cost of putting in place the necessary strategies to deal with the Directive – let alone the cost of actually funding the new rules – will mean many small businesses, charities and the like will simply refuse to use temporary staff. This could be disastrous – not only for industry but for the already precarious employment market.
Our argument is that the Directive – inspired by a desire to offer more extensive protection to ‘vulnerable’ agency workers – is going to have a negative effect on all agency workers.
The REC is holding a conference next month which should give us more information about how we can continue to fight to delay the introduction of the Directive.
Tuesday 29 September 2009
Back to Business Club
Positive moves to get people back to work are to be applauded. So, although public speaking isn’t my most favourite thing, I was pleased to accept the invitation to present to members of the newly-formed Back to Business Club.
Launched by the Greater Peterborough Partnership, the club is aimed at professionals who have been made redundant and are now looking at their options.
Our involvement was sought from the outset, as an agency which deals with the kind of professionals the club is aimed at. And, having met some of the people using the club, I’m delighted we made that commitment.
During the session which I tagged ‘Signposting the journey back to work’, there was a really good rapport and people obviously found ‘comfort’ if you like in the fact that they were all in the same boat. Job clubs aren’t for everyone, as I’ve said before, but they can provide a valuable focus while offering constructive and relevant advice – and the networking value shouldn’t be dismissed either.
We talked about the current jobs market, the importance of being methodical and organised in your job search and places to look for jobs that aren’t always obvious.
Moving forward with the project we plan to continue feeding relevant job adverts through to the club and its members.
Sessions are held every Thursday from 2pm to 5pm at Peterborough College of Adult Education.
http://www.gpp-peterborough.org.uk/backtobusiness.php
Launched by the Greater Peterborough Partnership, the club is aimed at professionals who have been made redundant and are now looking at their options.
Our involvement was sought from the outset, as an agency which deals with the kind of professionals the club is aimed at. And, having met some of the people using the club, I’m delighted we made that commitment.
During the session which I tagged ‘Signposting the journey back to work’, there was a really good rapport and people obviously found ‘comfort’ if you like in the fact that they were all in the same boat. Job clubs aren’t for everyone, as I’ve said before, but they can provide a valuable focus while offering constructive and relevant advice – and the networking value shouldn’t be dismissed either.
We talked about the current jobs market, the importance of being methodical and organised in your job search and places to look for jobs that aren’t always obvious.
Moving forward with the project we plan to continue feeding relevant job adverts through to the club and its members.
Sessions are held every Thursday from 2pm to 5pm at Peterborough College of Adult Education.
http://www.gpp-peterborough.org.uk/backtobusiness.php
Tuesday 22 September 2009
Breakfast briefing a success
An early start this morning – it was the annual Employment Law Breakfast Briefing which we run with Hegarty LLP Solicitors.
With an incredible 40 per cent increase in the cases of unfair dismissal filed since April – the majority of which were related to redundancy procedures – and the continuing difficult times for a lot of companies, redundancy had to be at the top of the list of subjects for discussion.
Around 200 delegates – mainly HR professionals and business people – gathered to listen to employment law experts Martin Bloom and Tim Thompson. As ever, they did an admirable job of updating us with current thinking, procedures and the law – this year in regard to redundancy and fair selection.
One of the key points I came away with was ‘Polkey’ – a House of Lords precedent which dates back to 1988. Polkey has been resurrected over recent years and often comes into play at tribunals, according to Martin. Basically even if an employer has engaged in a redundancy process which a tribunal finds to be procedurally unfair the tribunal can rule in favour of the employee but not make an award if it believes the same redundancy decision would have been made anyway. I thought that was an interesting point for employees to bear in mind when deciding whether to take a former employer to tribunal.
Besides that, there was all sorts of useful information about redundancy procedures and also some positive thoughts about how companies can change terms of contract to try and stave off the threat of redundancy, while staying within the law.
A useful couple of hours, as always.
With an incredible 40 per cent increase in the cases of unfair dismissal filed since April – the majority of which were related to redundancy procedures – and the continuing difficult times for a lot of companies, redundancy had to be at the top of the list of subjects for discussion.
Around 200 delegates – mainly HR professionals and business people – gathered to listen to employment law experts Martin Bloom and Tim Thompson. As ever, they did an admirable job of updating us with current thinking, procedures and the law – this year in regard to redundancy and fair selection.
One of the key points I came away with was ‘Polkey’ – a House of Lords precedent which dates back to 1988. Polkey has been resurrected over recent years and often comes into play at tribunals, according to Martin. Basically even if an employer has engaged in a redundancy process which a tribunal finds to be procedurally unfair the tribunal can rule in favour of the employee but not make an award if it believes the same redundancy decision would have been made anyway. I thought that was an interesting point for employees to bear in mind when deciding whether to take a former employer to tribunal.
Besides that, there was all sorts of useful information about redundancy procedures and also some positive thoughts about how companies can change terms of contract to try and stave off the threat of redundancy, while staying within the law.
A useful couple of hours, as always.
Thursday 17 September 2009
Redundancy matters at top of briefing agenda
We’ve put redundancy at the top of the agenda for this year’s Employment Law Breakfast Briefing and, not surprisingly, it’s proved a big pull.
We have almost 200 people – HR professionals and business people from the Greater Peterborough area - who have signed up for the event on Tuesday – September 22.
Partners in Hegarty LLP Solicitors Martin Bloom and Tim Thompson will be the speakers, as usual. They’re going to be covering redundancy and fair selection – unfortunately still very relevant topics in the current climate.
The briefing is taking place at the Cambridge Suite, at the East of England Showground and includes breakfast.
I’ll be there bright and early to introduce the event. Thankfully that’s all I need to do – Tim and Martin are the experts!
There will be quite a few of the Anne Corder Recruitment team there too – it’s a good opportunity to catch up with clients and contacts.
We’ve still got room for a few more people so do feel free to get in touch if you’re interested in coming along - info@annecorder.co.uk
We have almost 200 people – HR professionals and business people from the Greater Peterborough area - who have signed up for the event on Tuesday – September 22.
Partners in Hegarty LLP Solicitors Martin Bloom and Tim Thompson will be the speakers, as usual. They’re going to be covering redundancy and fair selection – unfortunately still very relevant topics in the current climate.
The briefing is taking place at the Cambridge Suite, at the East of England Showground and includes breakfast.
I’ll be there bright and early to introduce the event. Thankfully that’s all I need to do – Tim and Martin are the experts!
There will be quite a few of the Anne Corder Recruitment team there too – it’s a good opportunity to catch up with clients and contacts.
We’ve still got room for a few more people so do feel free to get in touch if you’re interested in coming along - info@annecorder.co.uk
Monday 14 September 2009
Back to Business
If I can see some real benefit in a recruitment-related initiative – to individuals, companies or the area as a whole - I’m always happy to lend a hand if required. So I was delighted to accept the invitation to be involved in The Back To Business Club which has been launched by the Greater Peterborough Partnership.
The club is aimed at professionals who have been made redundant and who are keen to get back to work or explore alternatives such as setting up on their own. It is hoped the club will help maintain the confidence and motivation of the jobseekers who attend by keeping them in touch with similar-minded people in the same situation.
We regularly deal with the kind of professionals the club is aimed at so it made perfect sense for us to be involved.
Peterborough MP Stewart Jackson opened the first session which saw about 30 people through the door.
What we don’t want is the club to be seen as ‘exclusive’. At the same time people are recognising that, in the current climate, there is a need for a service specifically targeted at managers and professionals, many of whom may not have been out of work before.
‘Job clubs’ aren’t for everyone and I understand why some people may feel reticent to attend. But as a word of encouragement having met some of the attendees at the first session, if nothing else I think the networking opportunities it offers are worth exploring.
If you want any more information you can click on the link Back to Business or pop along to a session – held every Thursday from 2pm to 5pm at Peterborough College of Adult Education.
The club is aimed at professionals who have been made redundant and who are keen to get back to work or explore alternatives such as setting up on their own. It is hoped the club will help maintain the confidence and motivation of the jobseekers who attend by keeping them in touch with similar-minded people in the same situation.
We regularly deal with the kind of professionals the club is aimed at so it made perfect sense for us to be involved.
Peterborough MP Stewart Jackson opened the first session which saw about 30 people through the door.
What we don’t want is the club to be seen as ‘exclusive’. At the same time people are recognising that, in the current climate, there is a need for a service specifically targeted at managers and professionals, many of whom may not have been out of work before.
‘Job clubs’ aren’t for everyone and I understand why some people may feel reticent to attend. But as a word of encouragement having met some of the attendees at the first session, if nothing else I think the networking opportunities it offers are worth exploring.
If you want any more information you can click on the link Back to Business or pop along to a session – held every Thursday from 2pm to 5pm at Peterborough College of Adult Education.
Thursday 10 September 2009
Signs of recovery
A media frenzy has greeted the August Report on Jobs – a regular report published by our governing body the Recruitment and Employment Confederation and KPMG. It suggests the labour market is showing signs of recovery – so it’s hardly surprising the newspapers, tv and radio stations have been quick to pick up on it!
We submit data to that report and our findings are in line with the overall picture the key points of which are:
• marginal increases in both permanent and temporary staff appointments
• candidate availability rose at weaker pace
• permanent and temporary staff pay fell at slower rates
The REC’s chief executive Kevin Green told the BBC that employers are becoming ‘more confident in their hiring decisions’. Again, that’s something we would agree with. After many months of clients hanging back from making long term decisions about taking on permanent staff, we are now seeing movement in that market.
The good thing is those now actively seeking staff have a very definite need - companies aren’t just trawling the labour market on spec.
Kevin said: ‘For the first time in 17 months, this month’s report shows signs that the UK jobs market is improving. There has been an increase in permanent recruitment and growth in temporary placements for the first time in over a year.”
And that, as everyone in recruitment and HR would agree, is very welcome – and very good – news.
We submit data to that report and our findings are in line with the overall picture the key points of which are:
• marginal increases in both permanent and temporary staff appointments
• candidate availability rose at weaker pace
• permanent and temporary staff pay fell at slower rates
The REC’s chief executive Kevin Green told the BBC that employers are becoming ‘more confident in their hiring decisions’. Again, that’s something we would agree with. After many months of clients hanging back from making long term decisions about taking on permanent staff, we are now seeing movement in that market.
The good thing is those now actively seeking staff have a very definite need - companies aren’t just trawling the labour market on spec.
Kevin said: ‘For the first time in 17 months, this month’s report shows signs that the UK jobs market is improving. There has been an increase in permanent recruitment and growth in temporary placements for the first time in over a year.”
And that, as everyone in recruitment and HR would agree, is very welcome – and very good – news.
Monday 7 September 2009
How green are we?!
Eighteen months ago we came up with the concept of a paperless working environment. Looking round our office in Park Road the idea was almost laughable. We had dozens of filing cabinets, hundreds of paper files and thousands of pieces of paper. Our only concessions were the banning of Post-It notes and the shredding and recycling of used paper.
But… not only have we achieved it – WE’VE WON AN AWARD FOR IT!
We’ve scored a Green Apple Award for Environmental Best Practice run by The Green Organisation.
The awards have been going for 15 years so are well established as one of the major environmental recognition schemes not just in the UK but internationally too. The Green Organisation supports the work of other environmental groups that play the role of environmental watchdog while concentrating more on the positive aspects of environmental endeavour – they describe it as looking at the carrot as well as the stick!
Our entry described how The Paperless Office Project required a substantial financial and time investment but how the benefits across the board have already exceeded expectations.
We’ve reduced costs and waste, streamlined office procedures, freed up valuable staff time and future proofed the office. And we’ve become quite evangelical about it all – talking to clients and other companies we network with about the benefits in the hope we can encourage them to adopt at least some of our proven methods.
We’re off to London in November to pick up our award.
Well done us!
But… not only have we achieved it – WE’VE WON AN AWARD FOR IT!
We’ve scored a Green Apple Award for Environmental Best Practice run by The Green Organisation.
The awards have been going for 15 years so are well established as one of the major environmental recognition schemes not just in the UK but internationally too. The Green Organisation supports the work of other environmental groups that play the role of environmental watchdog while concentrating more on the positive aspects of environmental endeavour – they describe it as looking at the carrot as well as the stick!
Our entry described how The Paperless Office Project required a substantial financial and time investment but how the benefits across the board have already exceeded expectations.
We’ve reduced costs and waste, streamlined office procedures, freed up valuable staff time and future proofed the office. And we’ve become quite evangelical about it all – talking to clients and other companies we network with about the benefits in the hope we can encourage them to adopt at least some of our proven methods.
We’re off to London in November to pick up our award.
Well done us!
Wednesday 19 August 2009
Results: what next? The dilemma
It's results week - remember that? I do. The fear, the uncertainty, holding that envelope in your hand knowing it could shape your future.
Back then, I had a good idea what I wanted to do, how to achieve it - and most importantly - I knew there were opportunities out there.
The results students of 2009 have no less ambition or drive - but their opportunities are limited, through no fault of their own, because we're in the middle of a recession. Even graduates are struggling to find the level of position they're qualified for. One recent report revealed 45 university leavers are applying for every graduate position.
The figures are worrying: the highest unemployment level for 15 years - nearly a million of them in the 18-24 year old age group. School leavers facing the worst conditions since 1929.
But there are alternatives to job hunting. There is, of course, the increasingly popular gap year which offers - quite literally - a whole world of possibilities.
There is the option of looking at further study and that doesn't have to mean academic study. Vocational courses could be a valuable option, arming you for the world of work while giving you the skills to elevate you above the usual entry level.
We have been involved in sponsorship of business, secretarial and administrative based courses at local colleges in and around Peterborough. They've suffered from a lack of students applying for them. But the skills taught on them are universal leaving students in good stead for securing any number of roles.
It's about exploring all the options available, taking the market conditions into account and making the decision that'll best work for you.
That's what I did too!
http://www.recruitmenttoday.net/News/Story/?title=School%20leavers%20face%20worst%20conditions%20since%201929&storyid=678&type=news_features
http://www.notgoingtouni.co.uk
http://www.gapyear.com
Back then, I had a good idea what I wanted to do, how to achieve it - and most importantly - I knew there were opportunities out there.
The results students of 2009 have no less ambition or drive - but their opportunities are limited, through no fault of their own, because we're in the middle of a recession. Even graduates are struggling to find the level of position they're qualified for. One recent report revealed 45 university leavers are applying for every graduate position.
The figures are worrying: the highest unemployment level for 15 years - nearly a million of them in the 18-24 year old age group. School leavers facing the worst conditions since 1929.
But there are alternatives to job hunting. There is, of course, the increasingly popular gap year which offers - quite literally - a whole world of possibilities.
There is the option of looking at further study and that doesn't have to mean academic study. Vocational courses could be a valuable option, arming you for the world of work while giving you the skills to elevate you above the usual entry level.
We have been involved in sponsorship of business, secretarial and administrative based courses at local colleges in and around Peterborough. They've suffered from a lack of students applying for them. But the skills taught on them are universal leaving students in good stead for securing any number of roles.
It's about exploring all the options available, taking the market conditions into account and making the decision that'll best work for you.
That's what I did too!
http://www.recruitmenttoday.net/News/Story/?title=School%20leavers%20face%20worst%20conditions%20since%201929&storyid=678&type=news_features
http://www.notgoingtouni.co.uk
http://www.gapyear.com
Thursday 13 August 2009
ACR’s light in the gloom
The headline national unemployment figure doesn’t look good – 2.4 million with predictions it could reach three million by the end of the year.
Our consultant Kerry Tanner was interviewed on the radio, shortly after the government released the numbers, and asked for our – local – take on the national figures.
And that’s where we can knock the doom and gloom on the head – or at least shine a little light into it.
Because at ACR, after – and we’d be the first to admit it - a very slow start to the year, things have begun looking up in the last three months.
As Kerry told the BBC Radio Cambridgeshire interviewer: ”We have found the job market very different from that of last year – but we have found an interesting trend.
“From the end of March to July we have seen a steady increase in roles coming into the business – permanent, temporary and contract.
“There has been a vast difference in the volume this year compared to last year as you’d expect in the economic doom and gloom but there does seem to be more movement in the local market than in the national market.”
Her comments are based on genuine figures and, while we don’t want to over egg the situation and say everything is fine when clearly it’s not, it does seem that Peterborough is a bit of a hotspot of employment.
And that can only be a good thing for those of us living and working here.
Our consultant Kerry Tanner was interviewed on the radio, shortly after the government released the numbers, and asked for our – local – take on the national figures.
And that’s where we can knock the doom and gloom on the head – or at least shine a little light into it.
Because at ACR, after – and we’d be the first to admit it - a very slow start to the year, things have begun looking up in the last three months.
As Kerry told the BBC Radio Cambridgeshire interviewer: ”We have found the job market very different from that of last year – but we have found an interesting trend.
“From the end of March to July we have seen a steady increase in roles coming into the business – permanent, temporary and contract.
“There has been a vast difference in the volume this year compared to last year as you’d expect in the economic doom and gloom but there does seem to be more movement in the local market than in the national market.”
Her comments are based on genuine figures and, while we don’t want to over egg the situation and say everything is fine when clearly it’s not, it does seem that Peterborough is a bit of a hotspot of employment.
And that can only be a good thing for those of us living and working here.
Monday 10 August 2009
MP Stewart Jackson pledges support
We believe passionately in what we do and in providing the very best service to our clients and candidates.
That’s why we’ve taken a stand against the new Agency Workers Directive – well before it reached – and was passed in – Europe.
And we’re delighted to say that we have the full backing of our MP Stewart Jackson.
On the surface the directive is a positive step – offering temporary workers equal treatment to their permanent counterparts.
In reality it could prove the death knell for a range of temporary roles in companies, charities and groups across the region as they struggle to meet the estimated 20 per cent increase in the cost of using temporary workers and to cover the administratve burden.
Unfortunately, the legislation is now set to be introduced – despite the best efforts of us, our trade body the Recruitment and Employment Confederation and other agencies like us – with just the date to be fixed.
We’re asking it be pushed back until the last possible moment – October 2011.
Mr Jackson agrees.
We invited him to our office to discuss the directive and to urge him to support us.
After listening to our arguments he agreed the directive appeared ‘unworkable’ and said ‘we need to keep the pressure on the Government’.
He hinted that if the Conservatives were to win the next election, he would push for the directive to be ‘killed off – or least watered down’.
We’d be delighted if that were to happen though we feel it’s probably more realistic to fight for delaying the introduction of the legislation.
We’ve asked Mr Jackson to be in Parliament on the day it’s discussed to fight our corner.
I’ll keep you posted on future developments.
That’s why we’ve taken a stand against the new Agency Workers Directive – well before it reached – and was passed in – Europe.
And we’re delighted to say that we have the full backing of our MP Stewart Jackson.
On the surface the directive is a positive step – offering temporary workers equal treatment to their permanent counterparts.
In reality it could prove the death knell for a range of temporary roles in companies, charities and groups across the region as they struggle to meet the estimated 20 per cent increase in the cost of using temporary workers and to cover the administratve burden.
Unfortunately, the legislation is now set to be introduced – despite the best efforts of us, our trade body the Recruitment and Employment Confederation and other agencies like us – with just the date to be fixed.
We’re asking it be pushed back until the last possible moment – October 2011.
Mr Jackson agrees.
We invited him to our office to discuss the directive and to urge him to support us.
After listening to our arguments he agreed the directive appeared ‘unworkable’ and said ‘we need to keep the pressure on the Government’.
He hinted that if the Conservatives were to win the next election, he would push for the directive to be ‘killed off – or least watered down’.
We’d be delighted if that were to happen though we feel it’s probably more realistic to fight for delaying the introduction of the legislation.
We’ve asked Mr Jackson to be in Parliament on the day it’s discussed to fight our corner.
I’ll keep you posted on future developments.
Monday 20 July 2009
Salary survey being compiled
Market forces are in an interesting state of flux with the factors which influence remuneration packages changing. More candidates are chasing less jobs. People are applying for jobs they are over-qualified for or starting again in a completely new industry.
That gives employers a dilemma. Who’s worth what? How should comparisons be drawn?
For that reason we’re hoping this year’s Salary Survey, an initiative we spearheaded 12 years ago, will be more useful than ever.
The Local Market Salary Survey, being compiled by specialist reward consultants PAYdata in partnership with us, gives an invaluable snapshot of employees pay and benefits.
We ask dozens of companies – big and small – from a range of sectors, across the Greater Peterborough area to contribute to the survey – confidentially of course.
The results are compiled into a report which gives companies the information they need to remain competitive – and realistic – which is key in the current climate.
Questionnaires are currently being distributed with the final report due to be released at the beginning of September.
If you’re interested in finding out more about the Salary Survey or in taking part please get in touch with us at info@annecorder.co.uk
That gives employers a dilemma. Who’s worth what? How should comparisons be drawn?
For that reason we’re hoping this year’s Salary Survey, an initiative we spearheaded 12 years ago, will be more useful than ever.
The Local Market Salary Survey, being compiled by specialist reward consultants PAYdata in partnership with us, gives an invaluable snapshot of employees pay and benefits.
We ask dozens of companies – big and small – from a range of sectors, across the Greater Peterborough area to contribute to the survey – confidentially of course.
The results are compiled into a report which gives companies the information they need to remain competitive – and realistic – which is key in the current climate.
Questionnaires are currently being distributed with the final report due to be released at the beginning of September.
If you’re interested in finding out more about the Salary Survey or in taking part please get in touch with us at info@annecorder.co.uk
Wednesday 8 July 2009
The Blues Sisters scoop top prize
Whatever we do at Anne Corder Recruitment we aim for the very highest standards - which is how we walked away with the first prize at Peterborough Chamber of Commerce’s Film Quiz Night.
Sadly, it wasn’t our movie knowledge that scooped the top award – it was our fancy dress!
Yes, the ACR girls – and token partner – brought the Wow Factor to the evening dressed as The Blues Sisters, complete with trilby hats, shades and natty suits.
We even won a shield to prove our winning form in the fancy dress stakes.
And very proud we are of it too!
Sadly, it wasn’t our movie knowledge that scooped the top award – it was our fancy dress!
Yes, the ACR girls – and token partner – brought the Wow Factor to the evening dressed as The Blues Sisters, complete with trilby hats, shades and natty suits.
We even won a shield to prove our winning form in the fancy dress stakes.
And very proud we are of it too!
Friday 3 July 2009
Success leads to second phase
In this job, there’s little that’s more satisfying than being able to pass on a job offer to a candidate. So we were delighted when our latest recruitment drive on behalf of a client resulted in more than a dozen people being offered a new position.
The candidates were delighted, we were proud of our success and the client was so pleased we’ve been able to move onto the second phase of fulfilling their recruitment requirements.
It’s an exciting project. A national company has its headquarters in Peterborough which is opening up a lot of new opportunities on the job front for the city.
We were engaged to recruit staff for its Customer Service Centre. Within a week we had arranged two recruitment events, backed by radio and newspaper advertising campaigns, press stories, banners, information on twitter.com, coverage on websites and of course all the backroom work that goes into liaising and reporting.
The client now has in place all the necessary managers and a good percentage of staff.
More are needed though so we have another recruitment event in the pipeline to find people with customer service, sales order processing and knowledge of supply chain experience. We are also working closely with other clients – and further companies we are aware of because of our local knowledge – who may be making staff with the correct skill set redundant. The advantage to this is many-fold – we can provide very positive outplacement help, fulfil the brief from the national client and help filter redundant staff in the right direction.
If you know anyone with the required set of skills ask them to contact me.
I’ll keep you posted on how it goes.
The candidates were delighted, we were proud of our success and the client was so pleased we’ve been able to move onto the second phase of fulfilling their recruitment requirements.
It’s an exciting project. A national company has its headquarters in Peterborough which is opening up a lot of new opportunities on the job front for the city.
We were engaged to recruit staff for its Customer Service Centre. Within a week we had arranged two recruitment events, backed by radio and newspaper advertising campaigns, press stories, banners, information on twitter.com, coverage on websites and of course all the backroom work that goes into liaising and reporting.
The client now has in place all the necessary managers and a good percentage of staff.
More are needed though so we have another recruitment event in the pipeline to find people with customer service, sales order processing and knowledge of supply chain experience. We are also working closely with other clients – and further companies we are aware of because of our local knowledge – who may be making staff with the correct skill set redundant. The advantage to this is many-fold – we can provide very positive outplacement help, fulfil the brief from the national client and help filter redundant staff in the right direction.
If you know anyone with the required set of skills ask them to contact me.
I’ll keep you posted on how it goes.
Monday 15 June 2009
Young Enterprise winner has designs on The Apprentice
Luke Pagliaro. Remember that name. I predict it’ll be one that crops up in the future.
Luke was the Managing Director of Stanground College’s Young Enterprise company.
It’s a brilliant scheme, run through schools, which has pupils setting up and running a company during a school year. They sell shares to family and friends and the idea is to be able to pay them a dividend at the end. Of course, it’s a fantastic learning opportunity and one which gives those who take part a really good insight into business.
We’re proud to have been involved in the Peterborough Young Enterprise for a long time and have seen some great businesses – and young business people.
At the end of the year there is an award ceremony and we sponsor the Best Managing Director category.
The top MDs give a presentation about their company and themselves from which a winner is picked. It’s a privilege to meet some of the students and find out what makes them tick.
Luke was this year’s winner. And a very worthy one too.
At 15 he’s two school years younger than a lot of the students taking part. Yet he was confident, articulate and injected real humour into his presentation. He didn’t even have crib notes which I can never do!
Luke came into the office after the event and told us how he’d won a classroom version of The Apprentice and likes the idea of taking part himself in a few year’s time.
Like I said – remember that name!
Luke was the Managing Director of Stanground College’s Young Enterprise company.
It’s a brilliant scheme, run through schools, which has pupils setting up and running a company during a school year. They sell shares to family and friends and the idea is to be able to pay them a dividend at the end. Of course, it’s a fantastic learning opportunity and one which gives those who take part a really good insight into business.
We’re proud to have been involved in the Peterborough Young Enterprise for a long time and have seen some great businesses – and young business people.
At the end of the year there is an award ceremony and we sponsor the Best Managing Director category.
The top MDs give a presentation about their company and themselves from which a winner is picked. It’s a privilege to meet some of the students and find out what makes them tick.
Luke was this year’s winner. And a very worthy one too.
At 15 he’s two school years younger than a lot of the students taking part. Yet he was confident, articulate and injected real humour into his presentation. He didn’t even have crib notes which I can never do!
Luke came into the office after the event and told us how he’d won a classroom version of The Apprentice and likes the idea of taking part himself in a few year’s time.
Like I said – remember that name!
Wednesday 10 June 2009
Customer service professionals needed
A client is looking to take on a substantial volume of customer service roles and we’ve been tasked with finding the right recruits.
There are some great opportunities – and in quantities we haven’t seen for months.
We’re looking for scheduling co-ordinators, co-ordinators and administrators to work in a business to business environment.
As well as strong communication and negotiating skills, problem solving abilities are a must. We’re also looking for people who can think on their feet and creatively resolve issues to deadlines.
If you’re interested or know anyone who might be please get in touch. We’ve organised a couple of Recruitment Events for potential candidates – on Tuesday 16th and Thursday 18th June.
Email us recruitment@annecorder.co.uk or call for more details on 01733 319888.
There are some great opportunities – and in quantities we haven’t seen for months.
We’re looking for scheduling co-ordinators, co-ordinators and administrators to work in a business to business environment.
As well as strong communication and negotiating skills, problem solving abilities are a must. We’re also looking for people who can think on their feet and creatively resolve issues to deadlines.
If you’re interested or know anyone who might be please get in touch. We’ve organised a couple of Recruitment Events for potential candidates – on Tuesday 16th and Thursday 18th June.
Email us recruitment@annecorder.co.uk or call for more details on 01733 319888.
Thursday 4 June 2009
Job swap for National Temporary Workers Week
It’s over to one of our senior consultants Nel Woolcott for news on how we marked National Temporary Workers Week:
I deal with temps every day of my working life, talking to them, interviewing them, meeting them, advising them…. They’re great people. They contribute millions of pounds to the UK economy and provide a valuable service to thousands of workplaces up and down the country.
And believe me, after a day in the shoes of one of our temps, I have a renewed respect for them on a personal level too.
I agreed – or was I coerced? – into taking on the role of a temp for the day to mark National Temporary Workers’ Week. I was tasked with doing the job of Vivien Jean-Paul, a temp who signed up with us in February and who’s been working at Edith Cavell Hospital in Peterborough ever since, covering maternity leave for the chief operating officer and company secretary’s PA.
Vivien is a high level PA with an impressive skill set. They were big shoes I had to fill!
I’m not ashamed of saying I struggled to sleep the night before. While Vivien was dreaming of her day off at the seaside I was panicking about whether my typing was up to scratch.
Walking into an unfamiliar environment was nerve-wracking, yet some of our temps do that every week. I realised how vital it is for them to be able to think on their feet, adapt quickly and rise to a challenge.
Thankfully everyone was very nice and they gave me some fairly simple tasks which I think I coped with ok. It was obviously a very busy office and a challenging environment to work in. I was exhausted by the end of it! Yet it was an incredibly valuable experience, a real eye-opener and a very positive exercise. While I have always held all our temps in the highest regard at least now I can say, with complete conviction, “I know how you feel”!.
I deal with temps every day of my working life, talking to them, interviewing them, meeting them, advising them…. They’re great people. They contribute millions of pounds to the UK economy and provide a valuable service to thousands of workplaces up and down the country.
And believe me, after a day in the shoes of one of our temps, I have a renewed respect for them on a personal level too.
I agreed – or was I coerced? – into taking on the role of a temp for the day to mark National Temporary Workers’ Week. I was tasked with doing the job of Vivien Jean-Paul, a temp who signed up with us in February and who’s been working at Edith Cavell Hospital in Peterborough ever since, covering maternity leave for the chief operating officer and company secretary’s PA.
Vivien is a high level PA with an impressive skill set. They were big shoes I had to fill!
I’m not ashamed of saying I struggled to sleep the night before. While Vivien was dreaming of her day off at the seaside I was panicking about whether my typing was up to scratch.
Walking into an unfamiliar environment was nerve-wracking, yet some of our temps do that every week. I realised how vital it is for them to be able to think on their feet, adapt quickly and rise to a challenge.
Thankfully everyone was very nice and they gave me some fairly simple tasks which I think I coped with ok. It was obviously a very busy office and a challenging environment to work in. I was exhausted by the end of it! Yet it was an incredibly valuable experience, a real eye-opener and a very positive exercise. While I have always held all our temps in the highest regard at least now I can say, with complete conviction, “I know how you feel”!.
Monday 1 June 2009
In her shoes
It’s sometimes forgotten just how vital the role is that temps play in the UK economy. Every single week there are around 1.2 million of them working at every level in every sector, private and public.
The temp market is worth an incredible £24 billion annually.
Big numbers aren’t they?
In an effort to highlight the importance of temporary, contract and interim workers, the Recruitment and Employment Confederation (REC) holds an annual National Temporary Workers’ Week. This is the ninth year it’s been held and we’re proud to say it’s an important date in our calendar (1st-5th June 2009).
This year, we’re marking the week by sending one of our most experienced consultants out – to do the job of a temp!
Nel Woolcott manages the temp team and, in her decade with the company, has overseen the placement of thousands of temps.
She’ll be going back to grass roots, doing the work of one of our temps for the day. Vivien Jean-Paul is currently working in the Management Suite at Edith Cavell Hospital covering maternity leave for the PA to the chief operating officer and company secretary.
So that’s where Nel will be working – typing, filing, answering phone enquiries, managing emails and organising diaries.
It should prove an interesting reminder for Nel – and the rest of us – just how hard our temps work and how valuable their contribution is to our clients.
The temp market is worth an incredible £24 billion annually.
Big numbers aren’t they?
In an effort to highlight the importance of temporary, contract and interim workers, the Recruitment and Employment Confederation (REC) holds an annual National Temporary Workers’ Week. This is the ninth year it’s been held and we’re proud to say it’s an important date in our calendar (1st-5th June 2009).
This year, we’re marking the week by sending one of our most experienced consultants out – to do the job of a temp!
Nel Woolcott manages the temp team and, in her decade with the company, has overseen the placement of thousands of temps.
She’ll be going back to grass roots, doing the work of one of our temps for the day. Vivien Jean-Paul is currently working in the Management Suite at Edith Cavell Hospital covering maternity leave for the PA to the chief operating officer and company secretary.
So that’s where Nel will be working – typing, filing, answering phone enquiries, managing emails and organising diaries.
It should prove an interesting reminder for Nel – and the rest of us – just how hard our temps work and how valuable their contribution is to our clients.
Thursday 21 May 2009
Unscrupulous recruiters spoil it for the rest of us
Did you hear about the BBC Radio Scotland investigation which has uncovered dirty dealings in the recruitment industry?
It found agencies advertising non existent jobs to attract new candidates, agencies stealing each other’s vacancies and some trying to recruit for positions which had already been filled.
Rogue traders occur in every sector and recruitment isn’t immune. I applaud anything that uncovers the unscrupulous methods some agencies use - and sees those agencies hung out to dry.
But please don’t think that all agencies employ dirty tricks to boost business.
We are very proud of the reputation we have – gained, and retained, through years of operating to the very highest standards.
We are voluntary members of the Recruitment and Employment Confederation (REC) – the trade body which governs our industry. No agency has to join but by doing so it shows a willingness to conform to industry best practice, ensuring the best service to candidates and clients.
What I really want to say is – don’t tarnish us all with the same brush – some of us are the good guys!
It found agencies advertising non existent jobs to attract new candidates, agencies stealing each other’s vacancies and some trying to recruit for positions which had already been filled.
Rogue traders occur in every sector and recruitment isn’t immune. I applaud anything that uncovers the unscrupulous methods some agencies use - and sees those agencies hung out to dry.
But please don’t think that all agencies employ dirty tricks to boost business.
We are very proud of the reputation we have – gained, and retained, through years of operating to the very highest standards.
We are voluntary members of the Recruitment and Employment Confederation (REC) – the trade body which governs our industry. No agency has to join but by doing so it shows a willingness to conform to industry best practice, ensuring the best service to candidates and clients.
What I really want to say is – don’t tarnish us all with the same brush – some of us are the good guys!
Friday 15 May 2009
ACR is 'tweeting'
Six months ago I’d never written a blog, now I’m ‘tweeting’!
I’ve never been a Luddite – technology, after all, makes life so much easier on so many levels. But there is a little bit of me that is still in awe of the whole online world. There’s just so much out there – and so much that can be done with it.
Our consultant Karen Dykes is, thankfully, much better versed than me in the world of the web and fantastic at seeking out new opportunities online. She’s the one who registered us on twitter.com and now has us posting regularly – ‘tweeting’ in technical terms(!) - on twitterjobsearch.com.
It’s so useful. We post details of new jobs we have on our books and candidates receive the notifications instantly. And jobseekers who aren’t yet candidates can find jobs we have on offer through it and link back to our website to register their interest. Incredible really, when you think just a few years ago it was all faxes, print outs and bulging envelopes.
Client contact is very much in the mix too. Karen’s got us all signed up to LinkedIn – a really useful business networking website. With everyone so time-poor nowadays, it’s great to be able to keep in touch without leaving your desk.
Do come and join us online – we’ll see you in the virtual world!
I’ve never been a Luddite – technology, after all, makes life so much easier on so many levels. But there is a little bit of me that is still in awe of the whole online world. There’s just so much out there – and so much that can be done with it.
Our consultant Karen Dykes is, thankfully, much better versed than me in the world of the web and fantastic at seeking out new opportunities online. She’s the one who registered us on twitter.com and now has us posting regularly – ‘tweeting’ in technical terms(!) - on twitterjobsearch.com.
It’s so useful. We post details of new jobs we have on our books and candidates receive the notifications instantly. And jobseekers who aren’t yet candidates can find jobs we have on offer through it and link back to our website to register their interest. Incredible really, when you think just a few years ago it was all faxes, print outs and bulging envelopes.
Client contact is very much in the mix too. Karen’s got us all signed up to LinkedIn – a really useful business networking website. With everyone so time-poor nowadays, it’s great to be able to keep in touch without leaving your desk.
Do come and join us online – we’ll see you in the virtual world!
Thursday 14 May 2009
Executive level PA required
We are currently handling an exceptional opportunity for an experienced PA to support the Group FD/Deputy Chief Executive of a highly progressive organisation based in Peterborough.
Salary up to £32,000 + attractive benefits package.
The ideal candidate will have extensive experience of supporting at Board level, with strong business acumen and accurate analytical skills to disseminate information.
This is a really super opportunity for a high calibre executive PA. If you are interested or have someone in mind then please do get in touch!
Salary up to £32,000 + attractive benefits package.
The ideal candidate will have extensive experience of supporting at Board level, with strong business acumen and accurate analytical skills to disseminate information.
This is a really super opportunity for a high calibre executive PA. If you are interested or have someone in mind then please do get in touch!
Thursday 7 May 2009
Consultant Karen celebrates 10 years with ACR
I started Anne Corder Recruitment 15 years ago and one of the things I’m most proud of is the level of staff retention we have recorded. Our turnover is low and people seem to stick around – something for which I am incredibly grateful and very proud.
On that note, this week marks a special date in our calendar. Our consultant Karen Dykes has been with us for 10 years, and I’m sure, on occasion, she’d say it feels like all that and more!
Karen came to work at ACR via stints as a flight attendant, estate agent and with another recruitment agency. I remember her interview – it wasn’t that she bought into the ACR ethos, she shared it even before she came here.
And on a personal level we really liked her – which always helps!
We turned out to be right on every level. Karen shares my personal passion and the company’s passion for excellence. She is one of the most tenacious individuals I’ve ever worked with, absolutely refusing to settle for anything other than perfect.
Her achievements during that 10 years are many – most notably heading up the move to a paperless office and working tirelessly to ensure we reach the ISO industry standards year in and year out.
And she’s a great person to have at a party too!
She’ll be very embarrassed that I’ve made her the subject of the blog which she set up but for the record: congratulations Karen on your 10 years and thank you for being a great colleague and a good friend.
On that note, this week marks a special date in our calendar. Our consultant Karen Dykes has been with us for 10 years, and I’m sure, on occasion, she’d say it feels like all that and more!
Karen came to work at ACR via stints as a flight attendant, estate agent and with another recruitment agency. I remember her interview – it wasn’t that she bought into the ACR ethos, she shared it even before she came here.
And on a personal level we really liked her – which always helps!
We turned out to be right on every level. Karen shares my personal passion and the company’s passion for excellence. She is one of the most tenacious individuals I’ve ever worked with, absolutely refusing to settle for anything other than perfect.
Her achievements during that 10 years are many – most notably heading up the move to a paperless office and working tirelessly to ensure we reach the ISO industry standards year in and year out.
And she’s a great person to have at a party too!
She’ll be very embarrassed that I’ve made her the subject of the blog which she set up but for the record: congratulations Karen on your 10 years and thank you for being a great colleague and a good friend.
Wednesday 6 May 2009
The green shoots of Spring
We’re in phase three!
And believe me that is good news!
Well-respected recruitment expert Roger Tweedy from the REC has drawn up a model showing the stages – from a recruiter’s point of view – of a recession. This is based on interviews with veteran recruiters who’ve weathered three recessions. (ACR has an input into the monthly report on jobs published by REC and KPMG).
Briefly, the model goes like this:
Phase 1: Fall in permanent business and rise in temp/contract business
Phase 2: Continued fall in permanent, fall in temp and slowing down in public sector
Phase 3: Rise in temp and contracts and increase in permanent business
Phase 4: Full recovery and growth
Another well known and knowledgeable recruiter Bill Boorman has charted these phases during the current recession. Phase 1 happened during the back end of last year. The collapse of Woolies, the snow in January, early bank holidays and Fred Goodwin’s pension all contributed to a decline in employer confidence with temp and perm markets both at a standstill – phase 2 – in January, February and March.
But…..
That’s changing. It’s something we’ve noticed over the last four weeks and something Bill Boorman has recognised as a national trend. Temp and contract clients are reporting slight – but continuing – increases in business levels. Permanent clients are also reporting more deals being done. Decisions on hiring are taking time but they ARE coming through – companies are starting to consider if now is the time to start rebuilding headcount to capitalise on recovery as it comes. And that means – we’re in phase three!
There does seem to be a consensus in business that Roger Tweedy’s phase 4 will come next Spring. That feels like a long way off. But for now, after the pain of phase 1 and 2, phase 3 is very welcome and we will be doing everything we can to capitalise on it for our clients, candidates and ourselves.
And believe me that is good news!
Well-respected recruitment expert Roger Tweedy from the REC has drawn up a model showing the stages – from a recruiter’s point of view – of a recession. This is based on interviews with veteran recruiters who’ve weathered three recessions. (ACR has an input into the monthly report on jobs published by REC and KPMG).
Briefly, the model goes like this:
Phase 1: Fall in permanent business and rise in temp/contract business
Phase 2: Continued fall in permanent, fall in temp and slowing down in public sector
Phase 3: Rise in temp and contracts and increase in permanent business
Phase 4: Full recovery and growth
Another well known and knowledgeable recruiter Bill Boorman has charted these phases during the current recession. Phase 1 happened during the back end of last year. The collapse of Woolies, the snow in January, early bank holidays and Fred Goodwin’s pension all contributed to a decline in employer confidence with temp and perm markets both at a standstill – phase 2 – in January, February and March.
But…..
That’s changing. It’s something we’ve noticed over the last four weeks and something Bill Boorman has recognised as a national trend. Temp and contract clients are reporting slight – but continuing – increases in business levels. Permanent clients are also reporting more deals being done. Decisions on hiring are taking time but they ARE coming through – companies are starting to consider if now is the time to start rebuilding headcount to capitalise on recovery as it comes. And that means – we’re in phase three!
There does seem to be a consensus in business that Roger Tweedy’s phase 4 will come next Spring. That feels like a long way off. But for now, after the pain of phase 1 and 2, phase 3 is very welcome and we will be doing everything we can to capitalise on it for our clients, candidates and ourselves.
Thursday 30 April 2009
Equality Bill
Forty years ago the Equal Pay Act was introduced - giving men and women doing like-for-like jobs the right to the same wage.
Yet still men are averaging 23 per cent an hour more than women.
Now, a new bill is set to make employers publish gender pay gaps - though not until 2013 - and even then only companies with more than 250 staff.
The government is suggesting the introduction of the Bill will make employers transparent - that unfairness in pay differences can only be tackled if it's out in the open.
I attend regular meetings of the Recruitment and Employment Confederation (REC) diversity forums and this subject has been discussed endlessly. Having heard all points of view I don't believe this Bill is the answer. Many employers have too few women in higher paid roles. Publishing their current details could deter the type of applicants they'd be keen to encourage - which in the long run could compound rather than improve the situation.
And for those sectors which were traditionally dominated by men now taking positive steps to diversity their workforce the difference in gender pay will be misleading. The women who are entering those professions are still at lower pay levels.
Diversifying workforces takes time and the Government must recognise that.
Yet still men are averaging 23 per cent an hour more than women.
Now, a new bill is set to make employers publish gender pay gaps - though not until 2013 - and even then only companies with more than 250 staff.
The government is suggesting the introduction of the Bill will make employers transparent - that unfairness in pay differences can only be tackled if it's out in the open.
I attend regular meetings of the Recruitment and Employment Confederation (REC) diversity forums and this subject has been discussed endlessly. Having heard all points of view I don't believe this Bill is the answer. Many employers have too few women in higher paid roles. Publishing their current details could deter the type of applicants they'd be keen to encourage - which in the long run could compound rather than improve the situation.
And for those sectors which were traditionally dominated by men now taking positive steps to diversity their workforce the difference in gender pay will be misleading. The women who are entering those professions are still at lower pay levels.
Diversifying workforces takes time and the Government must recognise that.
Monday 27 April 2009
Get the most out of your recruitment partners
“We need a secretary.”
“Tell us more. What hours will they be required to work? Who will they report to? Do they need formal qualifications?”
“Errrr, ummmmm….”
We’ve had those kind of conversations – frequently. It’s amazing how many people have identified a job vacancy, called in a recruitment agency to help fill it and that’s where the thinking’s ended. They haven’t defined the role, thought about a timescale or even considered the option of internal promotion so recruiting at a more junior level.
We can, of course, lead companies through that process. But our help can only go so far. It may be that board approval is needed before recruitment above a certain salary level can begin. Companies will know if there are any potential internal candidates – we won’t.
Before briefing begins answer some key questions internally: how does the role fit within the organisation? Job description? Responsibilities in association to budget, assets and people? Legal requirements? Necessary qualifications?
It’s good practice to have a standard approach to defining jobs. Use a template if there is one making it easier for everyone to understand the process. Cutting corners now will only cost more time and effort in the long run.
Once these details have been agreed on, brief your recruitment partners accordingly. They will help pull together a process and a realistic timetable for filling the vacancy.
Then stick to it!
“Tell us more. What hours will they be required to work? Who will they report to? Do they need formal qualifications?”
“Errrr, ummmmm….”
We’ve had those kind of conversations – frequently. It’s amazing how many people have identified a job vacancy, called in a recruitment agency to help fill it and that’s where the thinking’s ended. They haven’t defined the role, thought about a timescale or even considered the option of internal promotion so recruiting at a more junior level.
We can, of course, lead companies through that process. But our help can only go so far. It may be that board approval is needed before recruitment above a certain salary level can begin. Companies will know if there are any potential internal candidates – we won’t.
Before briefing begins answer some key questions internally: how does the role fit within the organisation? Job description? Responsibilities in association to budget, assets and people? Legal requirements? Necessary qualifications?
It’s good practice to have a standard approach to defining jobs. Use a template if there is one making it easier for everyone to understand the process. Cutting corners now will only cost more time and effort in the long run.
Once these details have been agreed on, brief your recruitment partners accordingly. They will help pull together a process and a realistic timetable for filling the vacancy.
Then stick to it!
Thursday 16 April 2009
Use staff creatively
When you need a spot of marketing doing, or maybe some extra IT input, the easy option – in the past - has been to employ a dedicated member of staff. The finances to do that aren’t there now in many cases.
So it’s time to think creatively.
Is there a member of your team who doesn’t currently work in that area but has an interest, background or experience in it?
Knowing your staff is key. What are their hobbies? Do they use skills in their leisure interests which could be transferred to the working environment? Have they shown aptitude in a particular area or expressed a desire to move to a different field within your company?
Now is the time to explore those options. Someone who’s very good at sales could have a feel for marketing. One of the warehouse operators may be a ‘computer geek’ who, given the chance, could be a whiz on the IT helpdesk.
We’ve had circumstances where we’ve placed marketing graduates in secretarial roles who, within months, have found themselves adding value to marketing campaigns.
Don’t pigeon hole your staff. You never know what might happen if you let them spread their wings…
So it’s time to think creatively.
Is there a member of your team who doesn’t currently work in that area but has an interest, background or experience in it?
Knowing your staff is key. What are their hobbies? Do they use skills in their leisure interests which could be transferred to the working environment? Have they shown aptitude in a particular area or expressed a desire to move to a different field within your company?
Now is the time to explore those options. Someone who’s very good at sales could have a feel for marketing. One of the warehouse operators may be a ‘computer geek’ who, given the chance, could be a whiz on the IT helpdesk.
We’ve had circumstances where we’ve placed marketing graduates in secretarial roles who, within months, have found themselves adding value to marketing campaigns.
Don’t pigeon hole your staff. You never know what might happen if you let them spread their wings…
Thursday 2 April 2009
The importance of keeping applicants happy
We’ve all heard the anecdotes of hundreds of applications flooding in within hours of a job ad going live. And, as the current recession deepens, more and more of us are likely to disappear under a mountain of CVs.
It’s virtually impossible for lean HR departments - already under headcount pressure - or a small company, to deal with that kind of influx.
Unfortunately those applicants – all of them – expect a response. Their CV is fired off in seconds by email and they expect to hear back almost as quickly.
When the feedback fails to arrive, hours, days and even weeks later, they begin to get disgruntled. Of course, it’s understandable from both perspectives. But, from a company point of view, it could be damaging.
The volume of social networking websites and forums available on the internet gives candidates endless avenues to vent their frustration. And, as everyone knows, people are quick to criticse and not so quick to praise. If a prolific blogger, tweeter or forum poster isn’t happy with the way the recruitment process has been handled they WILL share that.
Within minutes those comments can be right round the world – and the company’s reputation with them.
We’re geared up to deal with a high volume of applicants because it’s what we do.
If you’re launching your own search to fill a vacancy, please please please ensure your hiring strategies are in place first.
It’s virtually impossible for lean HR departments - already under headcount pressure - or a small company, to deal with that kind of influx.
Unfortunately those applicants – all of them – expect a response. Their CV is fired off in seconds by email and they expect to hear back almost as quickly.
When the feedback fails to arrive, hours, days and even weeks later, they begin to get disgruntled. Of course, it’s understandable from both perspectives. But, from a company point of view, it could be damaging.
The volume of social networking websites and forums available on the internet gives candidates endless avenues to vent their frustration. And, as everyone knows, people are quick to criticse and not so quick to praise. If a prolific blogger, tweeter or forum poster isn’t happy with the way the recruitment process has been handled they WILL share that.
Within minutes those comments can be right round the world – and the company’s reputation with them.
We’re geared up to deal with a high volume of applicants because it’s what we do.
If you’re launching your own search to fill a vacancy, please please please ensure your hiring strategies are in place first.
Tuesday 24 March 2009
The case of alex morton
Accountant Alex Morton was caught by his boss Jane Clarkson rifling through a colleague’s suit pocket in the office cloakroom. Before managing to explain just what his hand was doing in Iman’s pocket – beyond a stuttered mention of ‘difficult time’ and ‘cigarettes’ - Alex was suspended pending a full investigation. Mind you, Ms Clarkson’s steely gaze and curt interrogation would have left a lot of people quivering. This wasn’t actually a real life scenario – it was actors from Roleplay UK demonstrating pertinent points about workplace grievance and disciplinary procedures at our Half Day Employment Law Briefing. It was a fascinating way to learn about the changes to legislation being introduced on April 6 and worked brilliantly alongside presentations by employment law experts from Hegarty LLP Solicitors. Around 70 HR managers from Greater Peterborough attended the event at the National Centre for Deafblindness in Peterborough. It became a very interactive session with their expertise being called upon to direct the actors in how and how not to handle difficult situations. Feedback so far has been excellent which is always pleasing when organising an event that’s just a little bit different.As for Alex – Ms Clarkson found him guilty and fired him. Read more about the event at our news section.
Monday 23 March 2009
ACR lobbying Government over VAT changes
We work with a number of charities in the Greater Peterborough area, placing temporary staff with them. Those temps are invaluable - providing charities with the type of short term help which ensures they can deliver the best service possible to those who depend on them.
That is now under threat.
On April 1 the Government is withdrawing a concession which has been in place for 12 years. During that time, a number of sectors including charities, various parts of the public sector including health, care and education and some financial organisations have been exempt from paying VAT on the wages of temporary staff. That’s set to change.
And the knock on effects could be enormous.
Charities relying on temporary staff may find it impossible to justify the extra cost and so cut the amount of temps they use. With less staff the work the organisations can do will be affected.
Of course, with less call for temps, those workers will find themselves out of a job, boosting the current unemployment figure which already stands at more than two million. We work closely with the Recruitment and Employment Confederation (REC) and they’re saying around 150,000 temporary jobs could be affected by the change.
With all this in mind, we’ve been talking to our Peterborough MP Stewart Jackson in an effort to persuade him to take up the fight. Unfortunately, it doesn’t seem that our lobbying has done any good on this occasion and the legislation is still set to be introduced next week.
We’re working hard with various charities to ensure the necessary strategies are in place to deal with the change in the law.
But ultimately we’re going to keep talking to the right people in the hope the decision will be reversed.
If you want to further information please refer to our legal zone or contact us to get involved.
That is now under threat.
On April 1 the Government is withdrawing a concession which has been in place for 12 years. During that time, a number of sectors including charities, various parts of the public sector including health, care and education and some financial organisations have been exempt from paying VAT on the wages of temporary staff. That’s set to change.
And the knock on effects could be enormous.
Charities relying on temporary staff may find it impossible to justify the extra cost and so cut the amount of temps they use. With less staff the work the organisations can do will be affected.
Of course, with less call for temps, those workers will find themselves out of a job, boosting the current unemployment figure which already stands at more than two million. We work closely with the Recruitment and Employment Confederation (REC) and they’re saying around 150,000 temporary jobs could be affected by the change.
With all this in mind, we’ve been talking to our Peterborough MP Stewart Jackson in an effort to persuade him to take up the fight. Unfortunately, it doesn’t seem that our lobbying has done any good on this occasion and the legislation is still set to be introduced next week.
We’re working hard with various charities to ensure the necessary strategies are in place to deal with the change in the law.
But ultimately we’re going to keep talking to the right people in the hope the decision will be reversed.
If you want to further information please refer to our legal zone or contact us to get involved.
Tuesday 17 March 2009
Employment law to feature centre stage
The final preparations are being made for the latest addition to our events calendar – the Employment Law Half Day Briefing.
We run a breakfast briefing each Autumn in conjunction with Hegarty LLP Solicitors. But this year the raft of new legislation covering disciplinary and grievance procedures has prompted the addition of an extra briefing.
RolePlay UK have joined us in this venture, refreshing the format for the morning. They use trained actors to illustrate the points being made. So, employment law specialists Tim Thompson and Martin Bloom from Hegarty’s will speak on the new legislation dealing with discipline, grievance and dismissal situations and the new ACAS Code of Practice. The subjects will then be demonstrated by the actors emulating potential real-life scenarios.
This is something completely new for us and I’m really looking forward to seeing it in action. It should be a very visual way of demonstrating the points being made and hopefully all the delegates – and us too – will learn some useful information.
The event is taking place next Tuesday – March 24 – at the National Centre for Deafblindness in Peterborough.
Feel free to get in touch if you’d like more information. info@annecorder.co.uk
We run a breakfast briefing each Autumn in conjunction with Hegarty LLP Solicitors. But this year the raft of new legislation covering disciplinary and grievance procedures has prompted the addition of an extra briefing.
RolePlay UK have joined us in this venture, refreshing the format for the morning. They use trained actors to illustrate the points being made. So, employment law specialists Tim Thompson and Martin Bloom from Hegarty’s will speak on the new legislation dealing with discipline, grievance and dismissal situations and the new ACAS Code of Practice. The subjects will then be demonstrated by the actors emulating potential real-life scenarios.
This is something completely new for us and I’m really looking forward to seeing it in action. It should be a very visual way of demonstrating the points being made and hopefully all the delegates – and us too – will learn some useful information.
The event is taking place next Tuesday – March 24 – at the National Centre for Deafblindness in Peterborough.
Feel free to get in touch if you’d like more information. info@annecorder.co.uk
Thursday 12 March 2009
ACR scores ISO success
We’re rather pleased with ourselves in the office today following yesterday’s ISO inspection.
Not only have we achieved our ISO accreditation for the 14th year running, the inspector said we already comply with the requirements of the newly-introduced standard which won’t be mandatory until next year.
We work hard to ensure we deliver best practice in every aspect of our business and we certainly feel we deserve to receive the accreditation. But we never get complacent. It’s an on-going process which everyone in the business is vital to.
The inspector commented particularly on our efforts to maintain a paperless office and the ‘professional manner’ in which staff maintain the quality management system.
So, we are now the proud recipients of ISO 9001:2008.
Not only have we achieved our ISO accreditation for the 14th year running, the inspector said we already comply with the requirements of the newly-introduced standard which won’t be mandatory until next year.
We work hard to ensure we deliver best practice in every aspect of our business and we certainly feel we deserve to receive the accreditation. But we never get complacent. It’s an on-going process which everyone in the business is vital to.
The inspector commented particularly on our efforts to maintain a paperless office and the ‘professional manner’ in which staff maintain the quality management system.
So, we are now the proud recipients of ISO 9001:2008.
Monday 9 March 2009
Business Awards hailed success by ACR
I was delighted to be involved, once again, with the Stamford Mercury Business Awards which culminated in a rather smart awards ceremony on Thursday.
The awards recognise the best of local businesses, business people and business achievements.
For the second year running, we sponsored the Business of the Year award with Greetham Valley Hotel, Golf and Conference Centre.
I judged the category alongside Nick Quinn from Greetham Valley and I have to say I was incredibly impressed by the amount of dedication, hard work and creativity there is within the business community – the kind of attributes which are going to be vital over the next year.
The three finalists all displayed not only impressive results but fantastic future potential.
Nick and I chose Rutland Cycling as worthy winners of the award. The team at the Rutland Water based business has obviously worked incredibly hard to build up the business and is constantly exploring new avenues.
It was wonderful to see the representatives who received the award obviously so delighted.
A big well done to them – and the very worthy runners up Indigo Resourcing and RolePlay UK.
And a big thank you as well to the Stamford Mercury and Greetham Valley for a superbly put together and enjoyable evening.
The awards recognise the best of local businesses, business people and business achievements.
For the second year running, we sponsored the Business of the Year award with Greetham Valley Hotel, Golf and Conference Centre.
I judged the category alongside Nick Quinn from Greetham Valley and I have to say I was incredibly impressed by the amount of dedication, hard work and creativity there is within the business community – the kind of attributes which are going to be vital over the next year.
The three finalists all displayed not only impressive results but fantastic future potential.
Nick and I chose Rutland Cycling as worthy winners of the award. The team at the Rutland Water based business has obviously worked incredibly hard to build up the business and is constantly exploring new avenues.
It was wonderful to see the representatives who received the award obviously so delighted.
A big well done to them – and the very worthy runners up Indigo Resourcing and RolePlay UK.
And a big thank you as well to the Stamford Mercury and Greetham Valley for a superbly put together and enjoyable evening.
Friday 6 March 2009
Managing your workforce
With seemingly every news bulletin delivering a fresh blow to our fragile economy it’s easy to think the only businesses which will find a way through the recession will be those who think on their feet and react fast.
But we’re encouraging our clients to take a more creative, long term view.
I know that goes against the grain when all the graphs are heading the wrong way but it’s less about knee jerk reactions and more about making sure everything’s in place to provide the most stable business now and in the future.
Redundancy is, unfortunately, common place but is it always necessary?
Making people redundant and recruiting again later when the market picks up is expensive – and doesn’t always paint the best picture of a company as a fair employer either.
We’re working with our clients to ensure they’re getting the best out of their employees possibly through retraining and, if necessary, refocusing resources. It’s known as smartworking.
There is help for businesses looking to ensure they’re getting the best out of their workforce and operating to their optimum. And there’s no shame in asking for it.
Feel free to get in touch with us and we’re always interested to hear ideas of how else we might be able to use our expertise to help companies. info@annecorder.co.uk
But we’re encouraging our clients to take a more creative, long term view.
I know that goes against the grain when all the graphs are heading the wrong way but it’s less about knee jerk reactions and more about making sure everything’s in place to provide the most stable business now and in the future.
Redundancy is, unfortunately, common place but is it always necessary?
Making people redundant and recruiting again later when the market picks up is expensive – and doesn’t always paint the best picture of a company as a fair employer either.
We’re working with our clients to ensure they’re getting the best out of their employees possibly through retraining and, if necessary, refocusing resources. It’s known as smartworking.
There is help for businesses looking to ensure they’re getting the best out of their workforce and operating to their optimum. And there’s no shame in asking for it.
Feel free to get in touch with us and we’re always interested to hear ideas of how else we might be able to use our expertise to help companies. info@annecorder.co.uk
Wednesday 25 February 2009
HR Manager opportunity
Do you know a HR Manager looking for a new challenge?
Looking to join a forward-thinking, commercially aware HR team with the opportunity to deliver value added HR service and drive HR strategy? Looking for a genuine opportunity for career development to a Head of HR role?
Will have a proven track record of delivering a range of successful HR strategy, all of which are aligned to the business strategy.
If you are interested or have someone in mind then please do let me know. Email me at info@annecorder.co.uk
Looking to join a forward-thinking, commercially aware HR team with the opportunity to deliver value added HR service and drive HR strategy? Looking for a genuine opportunity for career development to a Head of HR role?
Will have a proven track record of delivering a range of successful HR strategy, all of which are aligned to the business strategy.
If you are interested or have someone in mind then please do let me know. Email me at info@annecorder.co.uk
Tuesday 27 January 2009
Guiding you through the minefield
The opening of European borders was heralded as the start of a whole continent of new opportunities. There was talk of people being able to work anywhere and do anything.
But it’s never quite worked like that.
And we, along with employers across the city, now find ourselves facing a minefield of new eligibility rules for workers from the European Union – and further afield.
The points system is now in place which we have to work through with every potential candidate before we can sign them up. And we must demonstrate we have been through that process to clients we are working with.
To help employers we’ve put together a guide to eligibility which you can find in the legal zone of our website.
The legal zone contains quite a bit of information which you might find useful. If there’s anything else you’d like to us to feature on there do let us know by email.
But it’s never quite worked like that.
And we, along with employers across the city, now find ourselves facing a minefield of new eligibility rules for workers from the European Union – and further afield.
The points system is now in place which we have to work through with every potential candidate before we can sign them up. And we must demonstrate we have been through that process to clients we are working with.
To help employers we’ve put together a guide to eligibility which you can find in the legal zone of our website.
The legal zone contains quite a bit of information which you might find useful. If there’s anything else you’d like to us to feature on there do let us know by email.
Thursday 8 January 2009
Welcome to my first blog!
Welcome to my first blog!At the end of one of our busiest years to date, and with us taking the final steps towards being a paperless office, we felt the time was right to pass on our knowledge, information and ideas to candidates, clients and those in the industry, through the power of the internet.So here I am, sitting at my desk in the middle of a busy office, writing my first blog – not bad for someone who leaves technology to other people whenever possible!As well as launching the blog, this month has seen the distribution of our 11th annual Salary Survey. This year, to save us hours with the calculator, we handed over the compilation of the facts and figures to experts in the field who were able to collate, calculate and distribute the information at the click of a few buttons.The survey – which boasts 21 employers, including big names like Diligenta and Thomas Cook – is a brilliant snapshot of what’s going on in the market.
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