Anne Corder's Recruitment Blog

Demand for digital marketing skills in city outstripping supply

2012-02-09T15:44:00.002Z

For months, if not longer, the talk in recruitment has been about the disproportionately high number of candidates in comparison to vacancies. But, in one sector at least, the scales have tipped in the other direction.

The demand for digital marketing specialists is on the increase – and, from conversations we’ve been having with other business people and clients, we suspect it’s not a short term spike but the beginning of a long term trend.

For the uninitiated, and I should probably count myself in that number!, digital marketing incorporates search engine optimisation, Google analytics, pay per click advertising and the whole range of social media – Facebook, Twitter and the like.

More and more companies are getting involved in these forms of marketing. But they need people to manage it. And that’s where they’re struggling to find people. Online marketing is still in its infancy so the number of experts in the field is still relatively small. Demand is outstripping supply.

We’re particularly noticing this in Peterborough where media and marketing is one of the growth sectors. We are getting more and more requests from companies, large and small, for people with a background in digital marketing and finding the right calibre of people is a challenge.

I hope that this is something schools, universities and other training centres will pick up on so that, eventually, we will start to see a healthy flow of people with the right skill sets to match these kind of vacancies.

In the meantime, if you have an online marketing background or expertise, congratulations – you’re in demand!

Recruitment drive launched in the city

2012-02-03T14:20:00.002Z

We are delighted to be part of a new recruitment drive launched in the city.

A long standing client has announced expansion plans which will create a total of 30 new vacancies. These are support roles for the contact centre so the hours are Monday to Friday 8.30am to 5pm rather than shift work. The aim is to fill the roles between now and the summer – some on a permanent basis and others on contract.

This is perfect timing for the city. As in so many places, the number of available jobs has been in continuing decline. The announcement that a raft of new roles is being created can only be a positive – not just because it offers new opportunities to job seekers but also as a demonstration that companies are investing in the city and in the future.
We’re now working with the client to pinpoint the right people for the new roles which will be supporting contact centre staff.

Again this sits perfectly in Peterborough which has become something of a ‘service centre’ hub over the last few years. The skills – customer service, admin and IT - are there among the workforce to be utilised.

We’re now busy organising an open event for next Friday. We will be inviting candidates whose CVs match the required skills to attend on an appointment basis. Those we deem suitable, both in terms of their skill set and their personality, will then be passed through to the client.

This is a really exciting opportunity for us, job seekers and the city – I shall look forward to reporting back on how it goes.

Jobless figures up but hope on the horizon

2012-01-19T12:06:00.001Z

The good news is that opportunities in the job market do exist but, being at the front line, we know they’re not particularly easy for job seekers to find, or secure.
The latest rise in unemployment reflects this.

Figures, covering the three months until November 2011, show an increase of 118,000 in the number of people out of work. The jobless total, according to the Office of National Statistics, now stands at 2.68 million.

While the private sector has continued to create new jobs it is not in sufficient numbers to compensate for the 67,000 shed by the public sector. So the scales don’t balance. As I said, the opportunities do exist but not in the quantities necessary to reverse the upward trend.

The outlook may appear gloomy but we have noticed some sectors bucking the trend. And, according to news from the industry body Recruitment and Employment Confederation, we’re not the only ones.

There is strong demand in IT, for office professionals and in engineering and surveys reveal encouraging signs in terms of hiring strategies for the coming months.
Around 40,000 permanent positions each month are being filled by recruitment agencies – which does prove we’re working hard for our candidates!

Of course, I’m realistic. The job market is tough at the moment. And the general thinking is that it will continue to get worse before stabilising later in the year.
In the meantime, we are doing what we can to help lessen the impact of the difficult economic times on both clients and candidates.

An interesting year…and another to come

2012-01-04T09:33:00.000Z

The introduction of the Agency Workers Regulations in October was the biggest national event affecting our industry in 2011. So far, the figures don’t suggest it has made any real dents in the demand for temporary and interim staff. But we’ve only just slipped into the 12 week time frame for ensuring temporary staff receive comparable pay and benefits to permanent staff. Once the reality of that starts kicking in, there could be knock on effects and we will be watching closely for them.

It has certainly created a huge volume of work for us and our clients. We have spent much of the year discussing compliancy with businesses we work with – and others in the Peterborough region. Processes have had to be put in place, record keeping amended and information gathered to ensure the regulations are adhered to. By the time the regulations were written into legislation we were very pleased we’d spent so long preparing.

I don’t think there’s any doubt that 2012 is going to throw up its own challenges.
There is a general concern within the industry that the labour market will remain fragile certainly in the early part of the year.
There is also a worry that all the talk of that will rock employer confidence which is key to job creation.

Training will be vital. We know that while there are a lot of people looking for jobs there are some vacancies which can’t be filled because of a lack of candidates with suitable skills. This is something we will be discussing with those we work closely with in education and higher education.

Our industry body, the Recruitment and Employment Confederation (REC) is predicting unemployment will peak at around 2.75 million.

Our region didn’t fare too badly in 2011, when compared with the rises in unemployment elsewhere in the country. We can only hope that trend continues.
Of course, much of what happens nationally – and as a result locally – will depend on the European situation which we shall be watching closely.

And just a little note about what’s been happening here at ACR. Looking back it has been a year of changes. We have said goodbye to some familiar faces, hello to a clutch of new ones – and congratulations to a number of new mums and mums-to-be among the team too!
Throughout all that we have continued to strive to provide our clients and candidates with the excellent service they have come to expect from us.

And that’s just what we will continue to do in 2012.

Happy new year!

AWR: the first impact figures

2011-12-06T12:20:00.000Z

The Agency Workers Regulations (AWR) have been in place for a couple of months now so we are able to start looking at the impact they are having on the sector.

The REC launched AWR Monitor at the same time the Regulations were implemented. Along with other REC members, we’ve been feeding our data into it, and the first monthly snapshot has now been produced.

The good news is that the demand for temporary staff remained relatively strong – temporary and contract staff billings increased in October at a similar pace of growth to that shown the previous month.

Demand was strong for both temporary and contract staff in engineering and construction, blue collar, IT and computing, secretarial and clerical, and for medical staff.

More than eight in 10 employers were planning to maintain or increase the number of temporary staff in both the short and longer term while just three per cent were planning to substantially decrease their numbers within the coming three months.
This is obviously good news for those who are career temps and have been concerned that demand for their services would fall in light of the new rules.

And it’s also cause for celebration for those who are using temporary, interim or contract work as a route back to longer term employment. The knock on is, of course, that those people are working rather than becoming another addition to the unemployment figures. It’s good to see that 84 per cent of people believe, as we do, that more needs to be done to support the use of flexible working as a bridge into employment.

* We are still working with clients and contacts to ensure the correct processes are in place to be compliant with the Regulations.
Do get in touch if you’d like more information about how we can help.

Santa run: We’ll be there… with spirits!

2011-11-22T13:14:00.000Z

Nothing prepares you for Christmas more than seeing several hundred ‘Santas’ gallivanting around a frosty field on a cold December morning!

We’ve been involved with the Rotary Club of Stamford Burghley’s Santa Fun Run for the last few years. The Reindeer Recruiters have tackled the three mile course while the less energetic members of the team have served up mulled wine and mince pies to the finishers.

This year’s run around Burghley Park is on December 11 – the day after our Christmas party. Bearing that in mind, we’ve decided we’ll be far more use sticking to the refreshment area than trying to drag our feet, which will no doubt be aching from all that dancing, around the course.

So we’d like to wish everyone who is planning on taking part lots of fun and luck. And we’ll be there at the end warming the wine and handing out the pies!

ACR cook off for Children In Need

2011-11-18T10:35:00.003Z

Rather embarrassingly, I won this year’s ACR Bake Off in aid of Red Nose Day!

I promise it wasn’t fixed. And while I admitted to setting my alarm early to get up and bake rocky road before breakfast, that was more to do with running out of time the evening before than a desire to serve up ‘still warm from the oven’ treats!

The whole idea started off as a bit of fun and a money spinner for charity.
Things quickly got very competitive – it was almost cook books at dawn!

We had everything from Delia’s finest to ‘Granny’s family recipe’ among the offerings. There were quiches and brownies, muffins, cakes, savoury snacks and biscuits. Every portion was sold for a donation to the charity which was, of course, the winner in the end.

On the side, there was the option for each taster to vote for their favourite. The goodies were donated anonymously so it really can’t have been rigged!

We have a few new members of the team this year who are an unknown quantity in the kitchen so today in the ACR office could be interesting!

I’ll let you know who wins – and how much we raise!

Charity gala dinner – what a celebration!

2011-11-11T14:09:00.001Z

I was privileged to be at the Gala Dinner marking the 15th anniversary of the Peterborough Business Support Group of the NSPCC yesterday (November 10).

I’ve personally supported the Group since it started and I’ve managed to persuade the rest of the ACR team to get involved in various fundraising stunts over the years to help boost the Group’s bank account.

As a mum, any child-related cause is always going to feel like a worthy one. But what particularly appeals about the Peterborough Business Support Group is that all the money it raises goes to support vulnerable children in this area.

There are almost 200 children desperately needing supporting in Peterborough alone – the way I see it, that’s 200 reasons to do something.

The event, held at Peterborough Marriott Hotel, felt like the celebration it was.

There was a draw for a Mulberry handbag, some amazing auction prizes including use of a Florida villa and a ‘money can’t buy’ evening at the opera with Penny Smith which went for an incredible £3,500.

Penny Smith was the special guest and gave an after dinner speech recalling her time as a cub reporter on the Peterborough Evening Telegraph and spilling some secrets from the GMTV sofa.

I think the high point of the night though was the tribute paid by a representative of the NSPCC to the Group’s Chairman Chris Collier. I’m proud to know Chris and he is one of those incredibly humble people who will fight tooth and nail for the cause without ever accepting any of the credit.

Last night, he received some very well deserved recognition for his unswerving dedication to the cause since 1996.

A great evening to be part of, a worthwhile cause and a fitting celebration.

AWR – a month on

2011-11-08T10:36:00.002Z

The Agency Workers Regulations are now part of employment law. The regulations have been talked about for the last couple of years and we’ve been working with clients for much of that time to ensure the necessary processes are in place.

In short, the regulations bring the terms of pay and basic working conditions for temporary agency workers in line with comparable permanent members of staff.

Some of that entitlement has already kicked in.

So, if you offer permanent staff collective facilities such as access to a canteen and child care facilities, temporary staff doing the same job also need to be given that access. However, if there is, for instance, a waiting list for child care facilities, temporary staff only need adding to that list – they don’t jump the queue. And if say gym membership is part of the deal but it takes four weeks to organise and the temp is only going to be with you for a week it’s reasonable not to worry about it.

The next date for the calendar is December 24. That’s the 12 week mark from the introduction of the regulations when other benefits such as holiday entitlement start.

Of course this will be a rolling process as temps come and go.

If you’re still unsure where your responsibilities lie for the implementation of the regulations please get in touch. They can’t be ignored!

university vs work based learning

2011-11-03T14:34:00.002Z

The threat of graduating with £27,000 of debts (before students have even started paying for rent, bills, food and a social life) is putting many school leavers off university.

That doesn’t mean they’re losing their ambition.

Eighteen year olds still want a career, they’re keen to learn and want to develop themselves.

But university doesn’t have to be the answer.

We’re seeing candidates with a clutch of good A level results, enthusiasm and, in many cases, a vocation, desperate to get a foot in the door.

We’d now like companies to engage with them. We’d love companies to understand the value non-graduates can bring to a firm, maybe on an apprenticeship basis.

There are examples right here in Peterborough of companies which run very successful training schemes. In the three years while others are off at university, their trainees are being shaped, learning the job and providing value to the business. Their loyalty is being secured.

While the ‘apprentice’ description sounds like old hat the idea is very 21st century, working well in these times of austerity. Apprentices or trainees will generally have lower starting salary expectations than graduates but, within a short space of time, will be bringing value into your business.

Besides all that, providing an opportunity to a young adult to begin their career without the prospect of spending 30 years in the red, is guaranteed to give you a warm, fuzzy feeling!

Agency Workers Regulations

2011-09-30T10:15:00.002+01:00

Tomorrow’s date October 1, 2011 has been looming over us as recruiters for a long time. It’s deadline day for the introduction of the Agency Workers Regulations – a day we’ve been preparing for for around two years.

Yet still there are some companies, mainly small to medium sized ones, which haven’t taken steps to ensure compliance. This may be a ‘head in the sand’ tactic or it may be that they’re not aware it will affect them. But it will.

Every company which uses temporary staff needs to be aware of the legislation and have a policy of implementation.

In short, the AWR brings the terms of basic working and employment condition for temporary agency workers in line with comparable permanent members of staff. Some of their entitlements kick in from day one – such as access to collective facilities and amenities, for instance canteens and child care facilities. Others such as holiday entitlement start after 12 weeks.

The reality is that the majority of temporary staff, who provide a hugely valuable service, are already well treated and rewarded. The regulations will simply provide a safety net.

Like many agencies, we have invested a substantial amount of time and effort in preparing for the implementation and helping our clients prepare. We hope those efforts will help inspire confidence among our clients.

For those who haven’t yet sought advice or help, it’s not too late – in fact it’s a necessity to avoid falling foul of the legislation and potentially facing legal action.

We can provide a free assessment of your situation to ensure you have all the necessary processes in place – please get in touch.

Shocking statistics woke up Peterborough’s HR world

2011-09-22T13:11:00.001+01:00

Around 200 HR professionals from Peterborough received a shock over their breakfast coffee on Tuesday morning!

At the annual Employment Law Briefing we organise with Hegarty LLP Solicitors, Martin Bloom – the employment partner there - warned the amount of discrimination claims could double from 285,000 this year.

That’s an expert saying there could be half a million disgruntled employees bringing claims against the companies they work for – that’s not only a big number that’s also a substantial increase.

Much of that rise will come as a result of the new strands of discrimination brought in by last year’s Equality Act. It’s only now that the effects of the act are starting to be felt.

The main change is all to do with associative and perceptive discrimination rules. The Equality Acts names ‘protected characteristics’ – these include race, sex, religion, sexual orientation and age. It is against the law to discriminate against someone for any of these characteristics. It is now also against the law to discriminate against someone ‘on the grounds of the protected characteristic’ but not necessarily that person’s own protected characteristic. Thankfully Martin’s real life example explained it more clearly than the law does! A woman was the victim of disability discrimination when she was treated less favourably because she cared for her disabled son.

Similarly, a case of perceived discrimination: a man who wasn’t either gay or believed to be gay but who was subjected to ‘banter and innuendo’ on the grounds he went to public school and lived in Brighton successfully brought an harassment case.

This widens the net for victims of discrimination and is something all HR professionals need to be aware of.

Also discussed during the seminar were statutory sick pay and case law.
As always the seminar was fascinating and we are delighted to be able to continue our association with Hegartys in organising it.

Employment Law Briefing

2011-09-09T12:19:00.000+01:00

The rules governing sick pay date back to 1992 which is why they haven’t been on the agenda at our employment law briefings in a while. That’s why we felt it was worth revisiting them at this year’s event, being held on September 20th.

With the average worker absent from work for 8.4 days a year, around £10-£12 billion of productivity is lost annually in this country. Managing sickness absence is a big issue. Our very able presenters from Hegarty’s will not only be helping delegates brush up on the rules but will offer some tips about how best to address long term, short term and unauthorised absence among employees.

Also being discussed at the seminar are the two new strands of discrimination introduced by last year’s Equality Act. Associative and perceptive discrimination are entirely new aspects and quite complicated to get a handle on. Plenty of case studies will be shared to help explain the necessary definitions and interpretations.

We’ve been organising the employment law seminar in association with Hegarty’s for more than a decade. As in previous years, we are expecting around 200 HR professionals from the Greater Peterborough area to attend.

We like to think it’s the subject matter and the professionalism of the presenters rather than just the offer of a free breakfast that encourages them to get up early! If you’re not averse to an early alarm call, there are a few places left so do get in touch if you’d like to come.

AWR podcast part 2

2011-07-29T14:01:00.003+01:00

The Guidelines for the AWR, drawn up by the Government, run to 49 pages. Employment law expert Martin Bloom talked through those guidelines and gave further examples of how the Regulations may be interpreted at our employment law briefing.

He made the point that there are many caveats, inclusions and exclusions and that, in some cases, definitive answers will only emerge when the regulations are tested at tribunal level.

This podcast was recorded during Martin’s presentation at the employment law seminar and gives further information on calculating the 12 week qualifying period, the definitions of pay and compliance information.

CLICK TO LISTEN TO PODCAST

Student awards – we were there!

2011-07-13T12:52:00.001+01:00

I was delighted to attend this year’s Peterborough Regional College’s student awards just last week. This is the third year we’ve been involved through the sponsorship of the Best Business Student category.

The ceremony provides a wonderful opportunity to celebrate the achievements of the students – and there was a long stream of them being rewarded for their efforts and hard work over the last year.

Celebrity speaker Kanya King (an MBE no less), the founder of the MOBO awards, gave a stirring speech and presented the students with their awards.

‘Our’ winner was Indre Rackauskaite who came up on stage to receive her award.

Her tutors said: “Indre consistently has produced good quality assignment work, regularly passing it at first attempt. She is conscientious in her approach, has performed her duties as a course representative properly and has travelled up from Level 1 through to Level 3 with high grades throughout.”

That’s certainly a good recommendation to have on your CV!

Indre struck me as a very competent young lady and I am sure she will build on the success she has had at college as she steps onto the career ladder.

As always the ceremony itself felt very fitting and definitely a celebration for the students. I came away feeling very upbeat and positive and I was just presenting an award!

REC webinar

2011-07-11T10:17:00.002+01:00

Some very interesting facts and figures were showcased during a webinar hosted by our industry body the Recruitment and Employment Confederation. Our recruitment partner Karen Dykes took part in the ‘event’ and was buzzing with both information and ideas afterwards.

The webinar itself was excellently executed. The Chief Executive Officer Kevin Green spoke and shared a lot of up to date information and forecasts from the industry.
Those taking part, and there were around 130 recruiters from across the country, were able to vote in real time on subjects Kevin was discussing, giving a brilliant snapshot of both opinion and what’s happening at a local level.

Karen is now investigating the possibility of how we could use webinars to host seminars along the lines of our regular employment law briefings – a great way to get even more people together without anyone having to leave their desks.

Much was made during the webinar about the added value agencies should offer their clients.

That’s something we’ve always believed very strongly in, and aimed to offer from day one of the business.

There were lots of suggestions made along the lines of being a ‘true partner’ and ‘investing in clients’. We believe that’s key to a successful working relationship. Unless you know your clients, their business, their ethos and their culture how can you find the right fit for their recruitment requirements?

In fact, we had a lovely compliment from a client the other day who said ‘ACR ‘gets us’. As an agency, we couldn’t provide the service our clients deserve if we didn’t invest time in understanding them.

There was talk of ‘widening the offering’, which included ideas such as training temps, providing testing and adding HR services. It was as the CEO Kevin Green talked through these things that we realised it read like a tick list of our services!

The whole team believes strongly in our brand and our offering but it was good to have some outside confirmation that what we do every day is exactly the kind of template that other agencies are now being encouraged to work towards.

Will the AWR affect your business?

2011-06-28T12:40:00.006+01:00

The Agency Workers Regulations will affect your business if you have a tripart arrangement with an agency to supply temporary staff. If that three-way agreement - where a worker is hired through an agency by a business – isn’t in place then the Regulations won’t affect your business.

If that agreement does exist, the Regulations WILL affect your business and you need to ensure you are up to speed with exactly what that will mean when they come into force on October 1.

In this podcast – recorded at our employment law briefing - employment law expert Martin Bloom of Hegarty LLP Solicitors explains the importance of comparable employees, the rights the Regulations will give temporary staff and from when, and where the liability lies.

CLICK TO LISTEN TO PODCAST

Breakfast Seminar - AWR

2011-06-09T13:30:00.001+01:00

There was a barrage of questions at the end of this morning’s Employment Law Briefing – always a good sign I think!

The topic was the Agency Workers Regulations with the presentation delivered by the incredibly knowledgeable Martin Bloom, employment law partner at Hegarty’s, our joint hosts of the briefing.

He covered the main points of the Regulations which sparked interesting discussions during the break and very pertinent questions at the end of the session.

The Regulations are aimed at bringing the terms of basic working and employment conditions for temporary agency workers in line with comparable permanent members of staff. But there are many caveats, inclusions and exclusions and very little in the way of definitive answers – many of which will only come when the regulations are tested at tribunal level.

Martin has studied the 49 page Government guidelines document at length and, using his experience as an employment tribunal judge, interpreted the regulations both legally – and morally – for delegates.

For instance: after 12 weeks in the same temporary role, working through an agency, a worker will be entitled to the same basic working and employment conditions.
However – from day one they are entitled to access collective facilities and amenities including things like canteens, child care facilities or transport services.

One delegate raised the question of gym membership – offered to all employees. Martin was clear that the Regulations state gym membership should, in that instance, be offered to temporary agency workers. However, the company could argue that the cost of doing that for workers who may only be in post for a matter of days or weeks is an ‘objective justification’ not to.

On the other hand, there was the delegate whose employees are always given a Christmas gift. Although this isn’t in their contract, because it has happened for a number of years it has become a recognised ‘benefit’. Therefore, Martin explained, temporary agency staff would also be entitled to a gift.

We have been working with our trade association and experts like Martin for around two years to ensure we are not only fully briefed and prepared to implement the Regulations but also in a position to discuss compliance with our clients. The process is continuing with us working closely with businesses, on site, to deliver free Impact Assessments – feel free to contact us to find out more about that service.

We’ll be uploading podcasts of Martin’s presentations and more information over the coming weeks so keep in touch.

Stamford Mercury Business Awards success

2011-05-27T12:40:00.001+01:00

It was an absolute pleasure to attend last night’s Stamford Mercury Business Awards at Greetham Valley Hotel, Golf and Conference Centre.

I jointly sponsored and judged the Business of the Year category which proved to be an incredibly difficult job this year.

It was a struggle to cut the entry list down to the final four and picking a winner involved an awful lot of discussion following our visits to each entrant.

It was Human Touch which finally took the honours. They’re a local ambulance provider also offering first aid training with an impressive business plan to take them into the future.

I was incredibly impressed with the business’ offer and the team in place.
A large number of them were at the ceremony and were obviously thrilled to have won the award.

The whole evening was a wonderful celebration of local businesses. People talk about recessions and difficult times but seeing the number of small businesses not just starting up but flourishing was testament to the entrepreneurial people and spirit that exist in the Stamford area.

The Greetham Valley venue deserves a well done too for the delicious food and delightful setting that helped create such a lovely atmosphere at the ceremony.
It was an honour to be part of something so special.

Agency Workers Regulations

2011-05-24T14:34:00.001+01:00

There are just four months to go before the Agency Workers Regulations come into force in October. And our seminar on that subject is less than three weeks away.

There is no doubt this is going to prove a landmark law change for recruiters and it is vital that both us – and HR departments – understand exactly what is needed to ensure compliance.

The seminar has been designed – along with the employment law experts at Hegarty LLP Solicitor – to ensure delegates leave with a comprehensive knowledge of the regulations and also hints and tips as to how current processes can be tweaked to ensure all requirements are met.

The main speaker will be Hegarty’s Martin Bloom whose presentation slides will be available in the form of a handout.

For more information about the breakfast seminar – taking place on June 9 – or how to access the presentation after the event please get in touch with us.

Diversity training – and so much more

2011-05-18T11:16:00.001+01:00

Even when business is busy it’s important to remember the bigger picture.

We had a lesson in that last week when the team took time out of the office to engage in some diversity training.

This is a key area for recruiters. We have to be on top of the latest legislation, understand the theory and not only be able to put it into practice but to demonstrate to our clients it’s importance and it’s practical interpretation.

The latest diversity session with People HR proved very worthwhile. And, by involving every member of the team in one of the two sessions, everyone heard the same message.
This kind of training helps us all brush up on our knowledge levels and be confident we are adding genuine value to the recruitment process for our clients.

The other advantage is that training sessions offer a good opportunity for a spot of team bonding. Having everyone sitting in a room, listening and learning together creates a great sense of ‘team’ and is an excellent motivator. Everyone came out fired up and buzzing with ideas and energy.

A morning well spent!

Eco policy earns us extra award

2011-04-08T12:08:00.000+01:00

Three of us went along to the Investors in the Environment first anniversary celebrations and awards presentation yesterday evening.

We knew we had achieved the scheme’s highest ‘green’ level award and were invited to receive our certificate from the leader of the council Marco Cereste. It was wonderful to see such a wide range of businesses there, all of which had engaged in the project, organised by Peterborough Environment City Trust (PECT).

We received the certificate marking the success of our environmental management system – and then we were presented with another one!

The second – a Great Green Star Award - was a very welcome surprise. It was awarded to the handful of companies signed up to the Investors in the Environment scheme which the auditors felt had embedded their eco-policy into the fabric of the business.

That pretty much sums up how we feel about our environmental management system. It’s just what we do now. And why wouldn’t we? It saves us money, makes us more efficient and saves the planet!

Agency workers regulations seminar date announced

2011-03-31T15:07:00.000+01:00

The draft Agency Workers Regulations guidance has been published today (Thursday, March 31)

We, along with many others in the sector and our governing body the Recruitment and Employment Confederation, will be examining the details over the next few days in order to submit a response in the two week consultation period that has now begun.

The deadline for compliance is now just six months away and we’re in the midst of working with clients, developing Impact Assessments to form a basis for building a strategy to deal with the change in regulations.

These conversations – and the newly published guidance – will be the starting point for the presentations at our AWR special employment law seminar – now in the diary for Thursday, June 9.

The main speaker will, as usual, be Hegarty LLP partner and employment law expert Martin Bloom. He’ll be going over in detail the things businesses need to be aware of and providing hints and tips as to how processes can be tweaked to ensure all requirements are met.

To pre register your interest in place at the seminar please get in touch.

From small acorns…

2011-03-25T13:35:00.001Z

We shunned our trouser suits and laptops in favour of wellies and anoraks for a morning – quite literally – in the field.

As an agency we have pledged to support the Forest for Peterborough initiative by planting a tree for each member of our team – and one for every candidate we place in a permanent position throughout the year.

And when we say ‘planting’ we mean actually planting.

Which is why a bunch of us found ourselves, spades in hand, at Thorpe Meadows, preparing to dig.

We were delighted to be joined by some of the candidates who have recently started new jobs through us – and the clients who employed them. It was a real team effort and while we didn’t quite plant an Anne Corder Recruitment forest we certainly added a good amount of saplings to what will one day grow to become a beautiful woodland habitat.

Anne Corder Recruitment scores green again

2011-03-23T09:45:00.001Z

We’ve only gone and scored ourselves another environmental accreditation – and this one at the highest level possible.

After undergoing one of the toughest audits I’ve ever seen we achieved a ‘green’ level award from Investors in the Environment – and that’s even better than a bronze and silver in this instance!

When I say tough I mean tough – the auditor actually went through our bins and noted that some of the lids hadn’t been removed from bottles in the recycling waste! That makes our achievement even sweeter – it certainly wasn’t an easy win!

The scheme is led by Peterborough Environment City Trust (PECT) and has been designed to help businesses in and around the city save money and reduce their impact on the environment.

We had to meet a host of criteria – demonstrate an improvement in resource efficiency with utility bills to prove it, have a workable recycling system, adopt a green travel plan, take a carbon footprint test….the list was extensive.

Even so, the auditor told us we had exceeded the requirements in some areas.
So do forgive us if we allow ourselves a little pat on the back.

* We’re still keen to work with other businesses to help demonstrate how adopting even a strand of our paperless working strategy could improve your eco-credentials and efficiency. Please get in touch if you’d like to discuss this area of our work.

Sharpest rise for almost four years

2011-03-09T13:12:00.001Z

‘Strong and accelerated rises’ – that’s a phrase we haven’t heard in relation to the job market for a long time. But, according to the latest figures, it is apt.

We feed information into the monthly Report on Jobs, published by the REC and KPMG and February’s figures are looking good.

Permanent placements increased at the sharpest rate in 10 months. Temporary billings fared even better with the greatest rise since May 2007 – that’s almost four years.

And it wasn’t just appointments that scored robust growth. The overall level of vacancies showed the strongest rate of increase since last April. There are more candidates in the market too – especially those looking for temporary work.

Of course, any positivity these figures generate – and they certainly should generate some – has to be tempered by what is happening in the public sector. While the private sector is hiring, the public sector is shedding jobs. The Report on Jobs shows that while the IT and computing sector saw accelerated growth over the last 12 months, nursing, medical and care sectors have declined.

The REC’s chief executive Kevin Green described the situation in the UK as a ‘two speed labour market’. He also anticipates unemployment will continue to rise until the end of this year before starting a slow decline into 2012.

We certainly believe the overall findings of the latest national figures are reflected here in Peterborough and hope the positivity generated helps push the local economy forward over the coming months.

ISO accreditation – done!

2011-02-28T09:32:00.000Z

Although we work hard to ensure we operate within all the industry guidelines and have in place all the processes we need to be compliant – there’s always a few nerves when the ISO inspectors are due in to our offices in Park Road.

It’s probably because we’ve been compliant for the last 15 years and held the ISO 9001:2008 since the business started – we’d hate to spoil such an impressive run of success!

Anyway, there was no need to worry. As we hoped, our processes, systems and procedures came up to scratch and the inspector was happy to sign off our ISO accreditation for another year.

We work hard to ensure we deliver best practice in every aspect of our business. Despite having achieved the standard for so many years, things do move on. Standards change to reflect new regulations and procedures and new checks are introduced.

Recruitment partner Karen Dykes oversees our compliance programme and her eye for detail ensures the business keeps apace with those changes. That, in turn, provides our clients and candidates with the reassurance that they will receive a professional service at all times across all aspects of our business – a reputation we’re proud of.

ACR backs Forest for Peterborough

2011-02-01T13:36:00.000Z

All the candidates we place in permanent roles this year won’t just land a job – they’ll get a tree!

As an agency we’ve take n on the challenge issued by Peterborough Environment City Trust (Pect) to help create a ‘Forest for Peterborough’.

The idea isn’t to actually create one forest but to plant pockets of a variety of trees, creating ‘green corridors’ to improve the surroundings for residents and give wildlife a welcome boost.

We’ve worked closely with Pect on a number of projects over the last couple of years – and this one, launched by tv personality and eco campaigner Clive Anderson, falls in perfectly with our eco-credentials and strategy of community involvement.

So, each time we place a candidate in a permanent role this year we will plant a tree. It doesn’t matter whether it’s an entirely new role, one where a temp has been made permanent or where a contract role becomes a permanent position. The candidate will receive a certificate and be offered the chance to plant their own tree – or we’ll do it on their behalf.

We’re looking forward to the next official tree planting in February when we’ll start planting for those candidates we’ve placed in new jobs.

Facebook – check us out!

2011-01-28T14:29:00.003Z

We have a big library of information and help guides which we have produced over the years – mainly for printing in newspapers, magazines and as leaflets.

The beauty of the Internet is that we can make that available at a click of a button – well…mouse.

Check out our Facebook page where we will be uploading our top 25 Workplace No-No's and A-Z Guide to Job Hunting covering everything from actually searching for likely vacancies to your exit interview.

AWR: Impact Assessment

2011-01-17T10:30:00.003Z

We have stepped up our initiative to help clients introduce the necessary measures to ensure compliance with the Agency Workers’ Regulations – set to be fully implemented this October.

Demand for information about the Regulations – and how they will affect individual businesses – has been high.

Our recruitment partner Karen Dykes has been working closely with our industry body the Recruitment and Employment Confederation (REC) to make sure the information we have is the most up to date possible.

The regulations are far-reaching affecting the pay and some benefits of workers on assignment with the same company for more than 12 weeks. But while they include a lot of detail, there are exclusions too – some of which are still being ironed out.

Through Karen – and our close relationship with the experts at the REC – we have been able to help many businesses understand more about the Regulations.

Now we’re offering to work with each employer to produce an Impact Assessment. This will not only answer specific questions and resolve issues but will help plan each businesses’ strategy for ensuring procedures are place, staff are briefed and compliance is assured. Each assessment will be bespoke and take into account the businesses’ reliance on temporary staff.

The Regulations stipulate that it is, ultimately, the recruitment agency’s job to ensure a worker receives the pay and benefits they are entitled to. But the help of the client is imperative. So joined up thinking is vital to ensure agencies maintain their reputations and businesses remain employers of choice among temporary staff.

Businesses interested in finding out more about our tailor-made Impact Assessment should call us on 01733 319888 or email.

Marketing Director opportunity

2011-01-10T11:55:00.004Z

A client is looking to fill the kind of role that suggests they, at least, are confident about the future. An international organisation based in the area, the company is looking for a Marketing Director with a £90k salary.

At that level, the requirements are high – and specific. The ideal person for the job will be a natural leader. They will have an MBA, bags of marketing experience and some sales experience too, and preferably a career background in the medical sector.

The remit for the role is wide-ranging covering a multitude of marketing and managerial disciplines. The person who fills the post will be expected to drive and support revenue growth, direct the marketing team, monitor and influence market dynamics, influence global marketing strategy and translate it in line with local market dynamics as well as dealing with internal and external customer liaison.

If you’re interested, or know anyone who might be, please get in touch. Email info@annecorder.co.uk or call me on 01733 319888.

Happy New Year

2011-01-04T10:04:00.002Z

2011 has arrived. And we’re very much hoping things continue as they did in the run up to Christmas.

Strangely, just as everyone else started slowing down in that last week our phones were ringing off the hook. It was almost as if other businesses were quietening down, freeing up HR staff to make the calls they’d been putting off for a while.

Even on Christmas Eve we were accepting jobs.

That kept us busy in the traditionally quite period between Christmas and New Year and now we’re back to full strength for the New Year and looking forward to getting our teeth stuck in to what 2011 brings.

Here’s to a good 2011 for all of us!

How was 2010 for you?

2010-12-21T13:38:00.000Z

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

2010-12-20T14:42:00.000Z

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

2010-12-07T11:30:00.002Z

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’?

2010-11-30T12:50:00.001Z

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

2010-11-09T11:24:00.001Z

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

2010-10-06T14:48:00.002+01:00

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

2010-09-28T14:35:00.001+01:00

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

2010-09-16T12:23:00.002+01:00

* 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

2010-08-26T11:16:00.001+01:00

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

2010-08-12T14:11:00.003+01:00

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?

2010-08-04T16:14:00.002+01:00

* 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

2010-07-19T16:00:00.003+01:00

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

2010-07-09T15:15:00.002+01:00

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….

2010-07-06T14:06:00.003+01:00

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

2010-07-01T09:40:00.006+01:00

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

2010-06-25T10:53:00.003+01:00

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

2010-06-16T11:54:00.002+01:00

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

2010-06-07T12:06:00.001+01:00

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

2010-05-28T14:04:00.001+01:00

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

2010-04-30T14:31:00.001+01:00

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

2010-04-29T11:21:00.001+01:00

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

2010-03-31T09:38:00.002+01:00

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'

2010-03-10T09:42:00.005Z

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

2010-03-05T10:18:00.001Z

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’

2010-02-26T14:14:00.000Z

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

2010-02-18T13:39:00.003Z

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

2010-02-09T12:10:00.003Z

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

2010-01-26T12:08:00.004Z

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

2010-01-20T10:14:00.002Z

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

2010-01-05T10:23:00.000Z

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.

Building Britain’s Recovery: Achieving Full Employment

2009-12-17T16:53:00.001Z

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.

Santa….and 500 of his friends….came early

2009-12-14T12:19:00.004Z

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!

Peterborough Salary Survey

2009-12-10T14:12:00.002Z

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.

2009-11-20T10:38:00.001Z

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.

Green Apple Awards

2009-11-19T11:33:00.004Z

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.

Santa Claus is coming to town – in force!

2009-11-06T14:23:00.005Z

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.

ACR sponsors NHS Trust awards evening

2009-10-23T12:34:00.003+01:00

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.

AWD - 2011

2009-10-19T11:36:00.001+01:00

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.

AWD latest news

2009-10-09T09:45:00.005+01:00

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.

Back to Business Club

2009-09-29T09:22:00.002+01:00

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

Breakfast briefing a success

2009-09-22T12:09:00.000+01:00

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.

Redundancy matters at top of briefing agenda

2009-09-17T11:22:00.005+01:00

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

Back to Business

2009-09-14T11:23:00.004+01:00

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.

Signs of recovery

2009-09-10T11:01:00.006+01:00

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.

How green are we?!

2009-09-07T10:53:00.004+01:00

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!

Results: what next? The dilemma

2009-08-19T10:33:00.004+01:00

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

ACR’s light in the gloom

2009-08-13T09:37:00.001+01:00

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.

MP Stewart Jackson pledges support

2009-08-10T14:53:00.007+01:00

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.

Salary survey being compiled

2009-07-20T09:11:00.006+01:00

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

The Blues Sisters scoop top prize

2009-07-08T10:35:00.002+01:00

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!

Success leads to second phase

2009-07-03T13:59:00.004+01:00

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.

Young Enterprise winner has designs on The Apprentice

2009-06-15T21:39:00.000+01:00

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!

Customer service professionals needed

2009-06-10T17:31:00.004+01:00

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.

Job swap for National Temporary Workers Week

2009-06-04T10:04:00.001+01:00

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”!.

In her shoes

2009-06-01T11:03:00.004+01:00

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.

Unscrupulous recruiters spoil it for the rest of us

2009-05-21T10:33:00.004+01:00

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!

ACR is 'tweeting'

2009-05-15T11:58:00.003+01:00

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!

Executive level PA required

2009-05-14T10:54:00.006+01:00

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!

Consultant Karen celebrates 10 years with ACR

2009-05-07T09:01:00.002+01:00

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.

The green shoots of Spring

2009-05-06T10:53:00.003+01:00

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.

Equality Bill

2009-04-30T15:05:00.002+01:00

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.

Get the most out of your recruitment partners

2009-04-27T10:38:00.002+01:00

“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!

Use staff creatively

2009-04-16T11:42:00.000+01:00

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…

The importance of keeping applicants happy

2009-04-02T22:45:00.000+01:00

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.

The case of alex morton

2009-03-24T16:55:00.006Z

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.

ACR lobbying Government over VAT changes

2009-03-23T11:58:00.006Z

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.

Employment law to feature centre stage

2009-03-17T17:26:00.001Z

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

ACR scores ISO success

2009-03-12T14:43:00.002Z

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.