How was 2010 for you?

December’s rolling quickly towards Christmas and that means the end of the year is fast approaching too. I’m not sure it’ll be marked down in the history books as a good year but 2010 probably just avoided reaching ‘annus horribils’ status.

Let’s be honest, after the disaster that was 2009, 2010 didn’t have to deliver much to be an improvement.

After the pre-election waiting game, the second part of the year began with news of huge public sector cuts and no definitive answer as to how drastic the impact would be on the private sector and the economy as a whole.

We’ve spent the year concentrating on what we do best – matching clients with candidates, candidates with roles, and providing the added value we’re so proud of.

We’ve once again taken a leading role in ensuring local businesses are preparing adequately for the deadline for the introduction of the Agency Workers Regulations next October. Our on-going relationship with the REC has helped enormously and we were delighted to welcome the REC’s director of external relations Tom Hadley to speak at a one-off seminar about the regulations in the summer.

Around 200 of Peterborough’s most high profile business people attended our annual Breakfast Law Briefing to hear about the new Equality Act in September.

This year’s annual Salary Survey produced some interesting results – showing an average two per cent increase in wages over the past 12 months. After a 3.6 per cent downturn the previous year that was good news.

Our student sponsorship continued, as did our support for both the Peterborough and Stamford business awards – perfect opportunities to recognise business of all sizes and types and their input into the city’s economy.

The environment has been at the top of our agenda throughout the year. We have given presentations and provided blueprints to other commercial organisations explaining how to move towards becoming a paperless office. Our investment in that side of the business has continued with more and more of our systems integrated.

Overall, for us as a business, it’s been a good year with plenty of positives to look back on. That’s reflected in the fact there’ll be two new members of staff at our 2010 Christmas party. Charlotte and Suzi have both joined the team in the last few months and we’re looking forward to showing them the importance of playing hard as well as working hard!

So, may I take this opportunity to wish you all a peaceful Christmas and, of course, a prosperous new year.

Business as usual

While a lot of businesses opt for a total shut down between Christmas and New Year our doors are open for the three normal working days – December 29th, 30th and 31st.

We will however be enjoying the extended break caused by Christmas falling over a weekend and our Park Road office will be shut from lunchtime on Christmas Eve - throughout the bank holidays - through until 9am the following Wednesday – 29th.

We will be working with clients and candidates to ensure everything is in place for a smooth transition from 2010 to 2011!

Carrying on a Christmas tradition

It’s traditional to treat Santa to a mince pie and a glass of something warming as he goes on his merry way around the globe. We’re delighted to be carrying that Christmas tradition forward by supplying not just one Santa but several hundred with exactly that in the form of home made mince pies and steaming mulled wine.

For the third consecutive year, we have pledged our support to the Rotary Club of Stamford Burghley’s Santa Fun Run by supplying the refreshments for all those Santas who cross the line.

And we’re entering a team too – yes, we’ve managed to round up a dozen people not put off by tales of mud and ice that have filtered back over the past two years! Sticking to tradition – albeit a new one – we will, once again be Anne’s Recruitment Reindeers.

The organisers are hoping for a record breaking 800 entrants this year. Last year 565 people grouped into 33 teams raised going on for £19,000 for good causes, locally and nationally – a fantastic effort.

So, if you find yourself in or around Burghley Park near Stamford on Sunday (December 12) at 11am do come and cheer on the 800 Santas, running, walking and sliding round the course.

And don’t forget to come and say hello to us at our refreshment stall.

http://www.stamfordsantafunrun.com/

Are you a ‘Bruce Forsyth’?

Plans to scrap the default retirement age of 65 in a year’s time are moving forward. And it could result in there being more ‘Bruce Forsyths’ in the work place, according to employment law expert Tim Thompson.

Tim was one of the speakers at our Employment Law briefing. And he made some interesting points about the effect the removal of the default retirement age will have.

“Bruce Forsyth is well beyond 65 but he still has a role to play,” said Tim.
Brucie may not work full time or long hours but his role is incredibly valuable – and a perfect example of how an older employee can contribute albeit in a changed role.

Tim quoted some very interesting statistics.

In 1841 just four per cent of the population was over 65. By 2008 that figure had quadrupled to 16 per cent. By 2033 almost a quarter of the population will be aged 65 plus.

Now overlay these numbers on those.

In the 1890s, two thirds of men aged 65 and over were ‘gainfully employed’. In the 1920s, that had fallen to half. By the 1950s just a third of men aged 65 and over were working. In the 1980s the figure was less than 10 per cent.

So although we have a huge rise in the number of people over 65, there has been a dramatic fall in the percentage of them who are working.

That, naturally, creates a heavy – and increasing – financial burden on society.
Listen to Tim’s discussion by clicking here.

Default retirement age – act now

At our recent Employment Law Breakfast Briefing, one of our expert speakers, Tim Thompson from Hegarty LLP Solicitors, discussed the removal of the default retirement age. While this doesn’t come into effect until next October, the current notice procedure will not apply after April 6 next year – less than five months away.

Tim was keen to encourage businesses to act now to avoid being caught out next year.
He suggested examining ageing workforces now to decide if, as a company, you wish to serve any notices before April next year – where the employee’s 65th birthday is before the end of September. Even if the 65th birthday has passed the current retirement process can be utilised by giving the minimum six month notice period.
There’s also a need to plan future staffing requirements.

The Government’s intention is that the removal of the default retirement age may encourage employers to look differently on ageing staff – and also for employers to be more imaginative, if you like, about their future role. They may like the idea of a phased retirement involving a gradual reduction in hours and a phased hand over, or perhaps consider a more junior role so passing on their skills and experience while not actually doing the work themselves.

To listen to further thoughts from Tim, click below.

The Equality Act 2010 – don’t get caught out

The introduction, at the beginning of October, of the new Equality Act 2010 neatly wraps up in one package much of the legislation previously covered by a host of different anti-discriminatory legislation.

But, HR professionals shouldn’t assume that’s all it does. The Act tweaks a few issues – and ones which it would be easy to trip up on without a spot of insight and forethought.

During the Employment Law Breakfast Briefing we staged in conjunction with Hegarty LLP Solicitors, their employment law expert Martin Bloom talked about some of these tweaks in more detail including the legality of pre-employment health enquiries, secrecy clauses and genuine occupational requirements.

You can listen to his thoughts by clicking here.

Employment Law Breakfast Briefing

I’m just back in the office after our Employment Law Breakfast Briefing and my head’s buzzing with information!

We’ve been running the briefings in conjunction with Hegarty LLP Solicitors for more than a decade and now regularly have 200 people attending.

It takes a lot of work to co-ordinate but it’s so worthwhile.

Hegarty’s employment law experts Tim Thompson and Martin Bloom deliver the actual briefing. The subject this time was the introduction of the Equality Bill on Friday which will spell the final curtain for a host of other legislation including the sex, race and disability discrimination acts.

Having listened carefully to Tim and Martin this morning, I have to say I think the new Bill is breath of fresh air. As Martin explained, in layman’s terms for all of us non-legal delegates, the overall principle of the new rules is ‘fairness’.

The objective of the bill is that everyone has the right to be treated fairly and to fulfil their potential.

There was lots of talk of ‘protected characteristics’ - the new buzz phrase apparently. Protected characteristics are all the things that make us individual – our sex, race, sexuality, disabilities, marital status… Under the new Equality Bill employers – and potential employers – can no longer single anyone out for discrimination on any of those grounds.

While the protected characteristics encompass a wider spectrum than the previous laws covered – particularly including marital and civil partnership status, gender resassignment and pregnancy and maternity leave – it does seem to be a much easier to understand ‘catch all’ bill which, from an HR point of view, should make life a little simpler.

Lots more to blog about on this subject over the coming days…

Salary survey results revealed

* Guest blog from Nel Woolcott, Recruitment Partner

At last – some evidence to back up what we’ve been noticing over recent months. The results of our annual Local Market Salary Survey have been collated. And they show an average two per cent increase in wages over the past 12 months.

That may not sound a lot but bearing in mind last year’s survey revealed a 3.6 per cent downturn it’s definitely a reason to be cheerful.

The other significant thing to mention is the number of businesses which took part in this year’s survey – 32 – which is a third more than last year. The conclusion we’ve drawn from this is that companies are keen to buy in to key decision making tools, which is what we like to think the survey is.

Contributors receive detailed reports showing how their salary scales match up to other companies in the same sector. They provide the perfect benchmark when setting salary levels. This is now more important than ever as companies have to position themselves as employers of choice to attract the right candidates to lead them out of the recession.

We’ve noticed a sea change in candidates’ attitudes. With the slight upturn in the economy, candidates do now feel like they can pick and choose roles – certainly to a bigger extent than they could last year when it was a case of ‘any job’ rather than ‘that job’.

Employee retention is vital too – especially for those companies who were forced to shed jobs. They need to hold on to those who are left.

There were fluctuations in the results, as always, with secretarial and admin staff receiving the biggest rise – five per cent - on average. And, drilling down to specific roles - call centre advisers were the biggest winners with an average increase of 10.3 per cent.

To register an interest in taking part in next year’s survey please email us.

Best Business Student Award

In the week even high achievers struggled to secure university places, we were delighted to be able to give Peterborough Regional College student Chris Burling that extra something to set himself apart.

Chris was the winner of the Best Business Student award at Peterborough Regional College – an award we have sponsored for the last two years.

According to his tutors when Chris started his BTec course ‘he had very little self-confidence’. But they said ‘he applied himself well to his studies… is well motivated and has achieved excellent attendance’. They also said his ‘self confidence has grown…. And he has given verbal presentations and led groups which have helped him to develop’.

He was unable to attend the official presentation evening because he was working – he’s a part time swimming instructor at the pool near his home in Godmanchester.

That’s a demonstration of Chris’ work ethic which also resulted in a string of distinctions and merits throughout his course.

He was a charming young man, very polite. He’s now looking for some more part time work to gain some practical work place experience before going to Northampton University next year to study accountancy and finance.

He wasn’t the most academic student, or the most confident but he applied himself and, as a result, was chosen to receive the award, a valuable addition to his CV.

There’s a lesson in there for teenagers who are starting to despair about their chances of gaining a solid grounding from which to launch a future career. Academia is important but demonstrating a good work ethic and developing as a person is just as vital.

Unemployment figures

The number of people working in the UK has jumped by the largest amount in more than two decades. Unemployment now stands at 2.46 million.

But in an interesting twist the figures show the rise in employment was lead by a record number of part-timers and people aged over 65 remaining in work.

That ties in with our experience.

The number of opportunities has increased – certainly since this time last year – which is good news. But many employers are remaining cautious and preferring to take on temporary or contract staff. Often the thinking is that, if all goes well, the person will be offered a permanent contract but, for the moment, they’re reluctant to make a wholesale commitment.

And, from the other side, we’re finding that candidates winning at interview are the ones who are flexible and happy to consider temporary or contract opportunities – rather than the ones holding out for full time permanent positions.

While these kind of roles don’t offer long – or even medium – term security they can be a valuable stepping stone and a way back into the workplace and we often advise candidates to seriously consider them.

The other thing we advise is a positive approach – in fact, you might have seen me saying just that on the Anglia Television news bulletins on Wednesday. However frustrating it is answering the same questions for the 20th time you have to approach each interview as if it’s your first – but with the benefit of having done dress rehearsals!

Anglia approached us to talk about the employment situation in Peterborough – something we like to think we know quite a lot about! One of our candidates was interviewed on camera too, talking about the difficulties of finding the right kind of work.

You can watch the full report by clicking here.

Agency Workers Regulations: do we have to provide temps with car parking spaces?

* Guest blog from Nel Woolcott, Recruitment Partner

I’m still wading through the comprehensive notes I made following our Breakfast Law Briefing where Tom Hadley, director of external communications for the REC spoke.

His presentation on the Agency Workers Regulations was excellent – he was obviously incredibly knowledgeable, and very passionate, about his subject.

He shared some very interesting points and valuable insights.

He has been involved in high level discussions about the finer points of the Regulations which will be in place by October 2011.

The Regulations overall say that, after a 12 week assignment, temporary workers must receive comparable pay and benefits to a permanent employee doing the same job.
It’s the ‘benefits’ part of that which could be the most challenging part for employers to manage.

According to Tom the discussions and feedback they have had is that generally it is felt temporary staff won’t quibble over the odd few pennies an hour difference in their salary to that of employed staff.

“It’s collective facilities which can become a big issue, things like access to the canteen, on-site gym or car park,” Tom told our seminar.

Generally, the regulations will give temps the right to enjoy those perks, if staff do. But there is a ‘get out’ clause for employers. If the number of car park spaces is restricted or the gym is very small for instance employers won’t be obliged to offer the facility to temp workers.

It is those kinds of issues which we will be discussing with our clients before the cut off date of October 2011 to ensure they have a transparent policy in place.

Work shy students? It’s a myth

Guest blogger ACR Business Coordinator Claire Latham

It’s holiday time – great news for your staff probably not such good news for you. If your office is anything like ours, despite the best laid plans, we often find ourselves with a spell over schools holidays where we’re more short handed than we’d like to be.

We regularly stop the gaps, as it were, with students.

We get a lot of university students, and post A’ level students, registering with us in the run up to the summer holidays. Most are looking for short term work either to pay off student debts or maybe to fund a summer holiday.

For them, temporary work has many benefits. First and foremost, it pays! Secondly, it’s a great opportunity to get a peek inside a sector they may be interested in working in in the future. Thirdly, it looks good on their CV to have work experience under their belt.

For you, as an employer, taking on temporary staff over the summer spell can pay real dividends.

We have temps on our books able to cover a huge range of disciplines – from simply answering phones and taking messages, to meeting and greeting, to carrying out detailed project work or overseeing a department in the manager’s absence. That means there’s no need for a department to be partially closed, or on a go-slow, over the summer.

Temps can be taken on for as long or short a period as you need. One client found their two receptionists had holidays which overlapped by a day. We were able to provide them with a temp to cover that one shift.

We find students are often given excellent feedback by companies – they’re keen to make a good impression with a view to further work in the future, they’re new to the business so often able to inject something fresh to the mix and, if they’re forward-thinking enough to register with a recruitment agency, it tends to mean they’re not shy of hard work!

Student support a pleasure

We were pleased to be able to support Peterborough Regional College’s student awards again this year.

The ceremony – a rather glittering affair – is a wonderful opportunity to celebrate the achievements of students.

Karen Dykes from ACR attended the event to mark our sponsorship of the Best Business Student award which was won by Chris Burling.

With budgets tight across the board, this kind of support of local activities can often fall off the list of business’ priorities. We’ve always taken the view that when times are tough, it remains a vital investment in the future – both for us and for the students who deserve a hand up the ladder.

Seeing the pride with which they received their awards was, Karen said, ‘heartwarming’.

The students were treated to some inspirational food for thought too from special guest Ade Adepitan. He survived polio as a younger and now has a career as an international wheelchair basketball player and TV presenter.

Definitely a worthwhile event to be involved with – and an enjoyable one to attend.

And just a quick mention: We’re a team here at ACR and we’re all involved in many different aspects of the business. With that in mind, although this is officially ‘my blog’, I thought it might be good to give others the chance to speak out – in a ‘guest blogger’ role. So, over the coming weeks, others will be penning some words for this page, sharing their thoughts and ideas. They’ll get a name check so you know who they are.

And now you can listen too….

We’ve worked with Martin Bloom from Hegarty LLP Solicitors over a number of years. He’s incredibly knowledgeable when it comes to employment law and a popular presenter at our regular Employment Law Briefings.

Martin was one of the key speakers at our latest Seminar on the subject of the Agency Workers Regulations, giving an in depth look at the way the Regulations are likely to be interpreted on a legal platform.

Martin’s insight was, as ever, thought provoking and invaluable.

For those who couldn’t write quickly enough to take note of everything Martin said, and those who weren’t able to attend, please click here to listen to the podcast of Martin’s speech.

Agency Workers Regulations: reassurance from REC

An early start for us all – but what a worthwhile one!

We welcomed Tom Hadley, Director of External Relations at the Recruitment and Employment Confederation, to talk to around 80 HR professionals from Peterborough businesses about the Agency Workers Regulations in October 2011.

The breakfast seminar was held in conjunction with Hegarty LLP solicitors with their employment law expert Martin Bloom giving a comprehensive overview of where companies are going to stand legally.

Tom then talked through the history of the introduction of the regulations right through to the lobbying that the REC did in the run up to the election.

After a spell of inactivity during the election campaign, the new coalition Government is now engaged in pinpointing the finer details of the regulations – and Tom and the REC are involved in those discussions.

Tom was keen to emphasise the reality of the new legislation. “Employers must remember that fundamentally a lot of things are going to remain the same. You can take on temporary workers when you need them and get rid of them when you want to.
“We are also pleased that about 70 per cent of what we have pushed for has been accepted as part of the regulations.”

We were pleased to hear Tom highlight the part agencies like ours will play over the coming months. It was also reassuring to hear him say that he felt the temporary market wouldn’t suffer despite the introduction of the regulations – one of the biggest industry fears.

Emergency budget - good news for small businesses

There are some very solid small businesses in Peterborough, sitting alongside sizeable employers like Tesco, BGL and British Sugar.

But, however long they’ve been established or loyal their customer base, many have struggled through the recession. The pre-election uncertainty at the beginning of the year – despite the glimmer of better times to come - forced many businesses to simply baton down the hatches and hope to keep the cash flowing long enough for the market to experience a definite upturn.

We have a number of clients who have held off recruiting or investing in new equipment for instance, waiting for more stability in the market.

So we were relieved and delighted on their behalf to see a tax break thrown out in the emergency budget.

Chancellor George Osborne announced an increase in small business rate relief from October. This will help 500,000 small firms nationally – and a significant number regionally and locally - enjoy a tax reduction.

Of course, lower taxes frees up more money. For some firms that will mean the opportunity to start implementing the kind of medium term recruitment strategies that have been sitting on the shelf for months.

And that’s good news.

Agency Workers Regulations

The Agency Workers Regulations have been on our radar for well over 18 months.

We’ve been working closely with our industry regulator the Recruitment and Employment Confederation to ensure we are fully versed with the regulations, what it’s going to mean for us and our clients and how we can remain compliant and help clients to be as well.

As a result of the relationship we have built up, the REC’s director of external relations Tom Hadley has agreed to come and speak at a special employment law briefing we’ve arranged with Hegarty LLP Solicitors.

This is a fantastic opportunity for HR professionals from Greater Peterborough to engage with a heavy weight industry expert – Tom is well known and respected across the country.

He’s going to discuss the practical and legal implications of the introduction of the regulations on employers and, hopefully, will have time to take some questions too.

Hegarty’s employment expert Martin Bloom will also be presenting at the event later this month, offering a legal spin on the introduction of the regulations.

We’ve always taken the REC stand – that these regulations, which will be enforced from October 2011, are likely to have far reaching implications on the demand for temporary workers. Our objective now is to help make their introduction as smooth as possible for clients.

Outplacement

Sitting in a room with a professional who’s just discovered their job – and therefore they – are redundant is not at the top of my list of enjoyable work moments.

But it is right up there on the job satisfaction scale.

Let me explain: being made redundant is on a level with a house move or relationship break up when it comes to stress-inducing life events. It may have come out of the blue. Financial concerns are often paramount. Self esteem takes a dive as does self confidence. All of a certain the future looks very uncertain.

But all of that can be turned around by arming the person with knowledge and advice – outplacement as it’s known.

We were called in by a company which was laying off 25 professionals.

Members of our team met all 25 on a one to one basis. We were able to discuss their individual needs, examine their skill sets, talk through options, give them advice about the local job market, help bring their CVs up to date and offer job search tips.

The feedback we received suggested every single one found the interview valuable and felt much more positive about the future than they had before the process started.
We couldn’t place them all in jobs immediately but we could ‘empower’ them to coin a 1990s phrase – and that’s a good feeling – for them and for us.

Post election moves

The advent of this new era in politics courtesy of the coalition government means interesting – if not uncertain - times for the country and for businesses. The Queen’s Speech has given us some clarification and there will be more over the coming months.

We already have the Agency Workers Regulations and the changes to pension regulations planned for 2012 firmly on our radar.

The deadline for the introduction of the AWR is just 18 months away now. A number of our clients are taking their lead from us on introducing processes to ensure compliance. We have been heavily involved with industry body the REC from the first discussions of those particular regulations so we’re well placed to take on a valuable HR role on behalf of our clients and to advise them appropriately. Our latest initiative is our breakfast law briefing at the end of June.

The director of external relations for the REC Tom Hadley will be speaking as will local employment expert Martin Bloom from Hegarty LLP Solicitors. The seminar will provide the perfect opportunity for businesses to find out exactly what they need to do – and obviously how we can help.

Our bi monthly e-newsletter has more information about compliance and legislative changes that affect businesses. Email info@annecorder.co.uk to request your copy.

Stamford Mercury Business Awards

Businesses have had to work extra hard over the last year so those which have headed onwards and upwards as others have stumbled deserve recognition.

That’s what the Stamford Mercury Business Awards ceremony last night was all about – shouting about those people, companies and teams which have put their heads down, got on with it and carved out success despite the market conditions.

I was proud to be at last night’s ceremony at Greetham Valley Hotel, Golf and Conference Centre as a co-sponsor of the Business of the Year category.

We’ve been involved with the awards for three years now and it certainly feels like they are gathering pace in Stamford and the surrounding areas.

There was obvious delight from many winners – and why not, surviving a recession is worthy of mention, coming out the other side as an award winner is a fantastic achievement.

My co-judge Robert Hinch from Greetham Valley and I struggled to whittle the entrants in the Business of the Year category down to a short list and choosing a winner was even harder.

We finally settled on Precision Sports and Leisure Ltd in Stamford.

They demonstrated both a high level of professionalism and real passion for their business – a vitally important ingredient. The shop’s success over the last 12 months has been impressive and the team has some really exciting plans for the future. I actually visited the shop as a customer and was very impressed with the service I received. They’re not short of creativity either and have channelled that into identifying new markets.

So a big well done to Precision Sports and Leisure Ltd, thank you to Greetham Valley Hotel, Golf and Conference Centre for providing a beautiful setting and fantastic meal and congratulations to the Stamford Mercury for another successful awards.

Salary Survey launched

The Peterborough Local Market Salary Survey has been providing businesses in the Greater Peterborough area with vital information about pay and benefits packages since we launched it 12 years ago.

Last year’s survey included information gathered from some of the city’s highest profile companies and provided a snapshot of the renumeration packages of 4,800 employees – an excellent sample size representing many different sectors.

The results are, obviously, invaluable to all companies wanting to remain competitive when attracting the very best employees.

And so, we’re now launching the 2010 Salary Survey which will, once again, be produced by PAYdata, in conjunction with us at ACR.

The survey results provide a perfect benchmark for companies as they review employees salaries. And with the economy now appearing to be more stable than it has for some time, they will also provide a good indication of how city businesses have fared and, indeed, how they see themselves moving through 2010.

All companies who take part in the survey – which is, naturally, entirely confidential – receive a free detailed report of the results.

Businesses wishing to register their interest in taking part in the survey can contact us at info@annecorder.co.uk.

ACR supports attempts to limit NICs rise

The economic recovery remains intact, if tentative. Anything that threatens that delicate balance needs avoiding. And we agree with our industry body, the REC, that the proposed one per cent rise in National Insurance Contributions constitutes a threat.

The rise is set to be introduced next April. All the signs are that this is going to be a long slow recovery so any changes in National Insurance that soon could have a dramatic knock on effect.

More outgoings for employers will mean less staff are hired – indeed, some jobs may be lost.

I’m not suggesting for one minute there is an easy answer. The Government has a tough job to do repairing the public finances.

But the rise in NIC is, in effect, a tax on jobs and, I believe, should be seen as a last resort not an easy fix.

The figures are stark. Someone who’s better than me with the calculator has worked out that a 1p increase in Contributions could result in the loss of 57,000 small business jobs; the retail sector would be stung to the equivalent of 31,000 part time jobs and, according to one survey, while 12 per cent of employers would recruit fewer staff because of the planned rise, eight per cent would actually cut jobs.

The Government – whichever party is in power by then – has 12 months to backtrack. That’s plenty of time to do the maths.

We’ve added our name to this petition http://www.no-nics-rise.co.uk/ You might like to.

Peterborough 'upwardly mobile'

Much has been said about Peterborough in the press over the past few years – not much of it has been positive.

So it was refreshing to see a large picture of the beautiful Cathedral splashed across the Sunday Times over the headline ‘Upwardly mobile’ and alongside a map showing the city as one of the ’12 areas on the way up’.

The piece talked about the ‘substantial regeneration’ of the city ‘with millions of pounds of public money committed to attract blue-chip employers who will provide well-paid jobs and make the city one of the most sustainable in the country’.

Add to that the number of companies with Peterborough offices which featured in The Sunday Times 100 Best Companies 2010 and our region starts to look a lot more attractive.

We were very proud to see one of our clients – Coloplast - featured in there as well as others from round the region.

Peterborough is on the up it seems. That’s good, not only for those coming into the city but for those of us who have been here for the long haul – both personally and professionally.

And of course it’s a great sign for us as a recruitment agency. People moving to the city will create a bigger pool of talent for us to draw from and companies relocating here will generate a wider variety of positions for those candidates.

MP says well done to us

We have been basking in the glory of some lovely comments following the announcement that we had received the gold industry standard from the Recruitment and Employment Confederation (REC).

Our MP Stewart Jackson has added his congratulations in a personal letter sent on House of Commons stationery,

Mr Jackson said: “The honour pays tribute to your continued success, professionalism and dedication to recruitment. It is excellent to see such success for a Peterborough business.”

He finished off by saying: “I commend you on the admirable work of Anne Corder Recruitment and I look forward to future achievements. Once again many congratulations.”

We’re one of only around 50 agencies in the entire country to hold the accreditation and it’s one we work hard to achieve – it gives all our clients and suppliers the confidence we are providing the very best service. Having it recognised by others is rather satisfying too!

REC chief executive drops in to say ‘congratulations’

We were delighted to welcome REC chief executive Kevin Green to our offices in Park Road, Peterborough. He dropped in to present us with the official certificate marking the renewal of our REC Audited status for another two years.

There’s something special about being recognised by your peers – isn’t that what people say at award ceremonies? It is true though. That’s why we’re feeling rather pleased with ourselves for passing the Audit from our industry regulator.

We were one of the first recruitment agencies to apply – and pass - the audit when it was introduced a few years back. We’ve retained it ever since but we have never taken it for granted and we work hard to maintain the strict standards required.

It verifies that all our policies and procedures are in accordance with the necessary acts, regulations and codes of practice. That means our clients and candidates can be sure we are fully compliant, trustworthy and professional.

The award ‘acknowledges the dedication and professionalism that you and your staff deliver and which ensures these stringent standards of compliance are met on a daily basis’.

Kevin echoed that. “It’s critical that first rate recruiters like Anne Corder Recruitment demonstrate their commitment to professionalism and standards by achieving REC audited - the gold standard for the recruitment industry.”

As I said, we’re quite pleased with ourselves so forgive us giving ourselves a pat on the back this time!

Employers upbeat about growth in UK jobs

The cautious optimism we’ve noticed in the job markets over recent weeks isn’t limited to just our clients or even our region. According to the latest JobsOutlook survey from our industry body – the REC – 94 per cent of employers expect to maintain or grow their workforce over the next 12 months.

And a quarter are planning to increase the number of temps they use. That’s a move we often suggest to clients deliberating over staffing levels.

Using temps offers tremendous flexibility – they can be drafted in when work volumes are high and then not used during quieter periods. And of course taking on temps is a great way to try potential employees out. What better way to decide if a person will fit into your work environment than by putting them in it.

That’s why I was disappointed to see the TUC’s comments following the announcement of the latest job figures.

Unemployment fell by 3,000 which the TUC described as ‘deceptively healthy’ because of an increase in temporary and part time work.

Surely any fall in unemployment figures – after so many months of rises – should be welcomed. Taking on temporary staff is a step in the right direction. It suggests companies are seeing an upturn in the amount of work but keeping their options open – a healthier approach to taking on permanent staff and then struggling to make the wage bill or being forced to consider redundancies.

New opportunities

We’ve been tasked with finding the right people to help a new client substantially expand its team – just the type of recruitment campaign we love getting our teeth stuck into.

And a very positive signpost too, especially as the client concerned is in financial services and mortgage provision, one of the areas worst hit by the recession.

So we’re now sourcing candidates with knowledge of the home buying process, excellent communication skills and a proactive approach to make outbound calls. And if they have CEMAP qualifications then all the better.

There’s a good salary on offer with the potential to boost earnings to between £25 and £35K.

If you’re interested – or know anyone who might be – please get in touch.
Email us at info@annecorder.co.uk or call for more details on 01733 319888.

National salary trends

Latest figures from the Office of National Statistics (ONS) show average pay increases are at the lowest level since records began nine years ago.

The results – published as part of the ONS monthly update on unemployment and wages – are on a par with those from the 12th annual Peterborough Local Market Survey produced by PAYdata Ltd in partnership with us.

Our salary survey showed an overall downturn in wages for the first time, with an average slip of 3.6 per cent. The ONS figures were slightly less gloomy but still show private sector employees’ salaries rose by just 0.2 per cent.

Of course, these figures reflect last year’s trends when many employers chose to freeze pay in an effort to stave off redundancies or worse.

We weren’t at all surprised by our results – we had suspected the economic climate would deliver the first fall. And the 0.2 per cent figure from the ONS – as an average – of course suggests that while some people did receive a pay increase, others had their pay frozen or even decreased.

These figures are all based on last year’s business decisions. While no one expects huge about-turns over night, today’s announcement that the UK is emerging from recession could mean this time next year it is, for a lot of people, a different story.

If you would like further information on how you can take part in our Peterborough Local Market Survey during 2010 please contact Nel Woolcott (nel@annecorder.co.uk) here at ACR.

Get a better job – we’re right behind it

A lot of people who might otherwise have begun a job hunt last year sat tight, preferring to stay with their current employer than start a potentially futile job hunt or, worse still, change jobs only to find themselves surplus to requirements not long after.

But with signs the job market is moving in the right direction – the latest Report on Jobs sponsored by the Recruitment and Employment Confederation and KPMG (which we contribute to) reveals there was an increase in demand for staff in the three months to December – now could be a good time for candidates to start considering their options.

We’ve always found job fairs a very positive way to engage with candidates. You know that everyone in the room is actively interested in launching a job search, that’s why they’ve taken the time to visit. As an agency exhibiting at these events we find we’re often targeted by people who know they’re not particularly fulfilled or happy in their current role but aren’t quite sure what else might be open to them.

We’re able to help, advise and suggest possible solutions – whether it be companies they could speak to, courses they could attend to improve their skill set or even inviting them in for a more formal consultation if we feel we can really add value to their search.

Get A Better Job day is an annual event in Peterborough. This year it’s being held on Thursday, January 28 between 10am and 6pm at The Great Northern hotel.

While those are currently out of a job are welcome, the day is also geared towards those who are looking for, as the name suggests, a better job!

Here's to 2010

First of all – a very happy new year. And it does feel like there’s a very real prospect of that – something I’m not sure I could have said with any certainty this time last year.

Despite a very shaky start to 2009, it feels like, as the year has progressed, we’ve found ourselves on a much more even keel. Some of that is down to the green shoots of confidence which started to appear in the economy. A lot of it is down to the sheer hard work and determination of all at ACR to retain, gain and develop our business.

Throughout 2009 our core business remained strong as we continued to fill permanent, contract and temporary positions, win new contracts and increase our client base. This is despite industry figures showing the recruitment market has contracted by more than 20 per cent during the year.

But some of our proudest moments came from achievements in those areas which we have integrated into the business in our efforts to ensure we employ best practice in everything we do.

Our Paperless Office Project reached its culmination and we didn’t just shout about it, we won an international award for it! Recruitment partner Karen Dykes joined me at a very special ceremony at the Houses of Parliament to receive our Green Apple Award presented by no-less than a former Bond Girl! The contacts we made there have enabled us to become even more green – sourcing new eco-friendly suppliers for much of our office equipment and supplies for instance.

The ties we have with our local community – through business awards, Young Enterprise, Opportunity Peterborough, Chamber of Commerce, CIPD, etc – have been built upon. We were one of the first local businesses to throw in an offer of help to the newly launched Back to Business Club. Our connection with this gave us the ear of our local MP Stewart Jackson. We have used that contact to lobby Mr Jackson about forthcoming legislative changes – something which has been encouraged by our trade body the Recruitment and Employment Confederation.

Their last Report on Jobs showed the best numbers for permanent and temporary jobs in the past 18 months – a good sign for all of us.

Communication has always been key for us and that has increased hugely in the last 12 months. We send out regular e-newsletters, post blogs here and use Twitter.com profusely to reach new candidates and keep current ones up to date.

And so here we are – at the end of one of the toughest years anyone in business can remember – and on the threshold of one that, hopefully, can only be better.
Already we are noting a new air of confidence among our clients, a definite positivity which hasn’t been apparent for many months.

And we’re looking forward to helping build on that during 2010.

Let’s hope, that for all of us, this year really does prove to be a happy and prosperous one.