Marketing Director opportunity

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 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?

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

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

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

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

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

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

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

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

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

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

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

Business as usual

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

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

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

Carrying on a Christmas tradition

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

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

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

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

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

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

http://www.stamfordsantafunrun.com/

Are you a ‘Bruce Forsyth’?

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

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

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

Tim quoted some very interesting statistics.

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

Now overlay these numbers on those.

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

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

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

Default retirement age – act now

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

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

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

To listen to further thoughts from Tim, click below.