News & Views

Re-Engaging the Over 50s Back Into the Workforce

Re-Engaging the Over 50s Back Into the Workforce

16 Mar 2023

This week, Jeremy Hunt laid out his new budget, one of the key changes was to abolish the lifetime allowance on pension pots altogether. This is in the hope that it will encourage people to stay in the workforce longer, as currently we’re in the middle of what some articles are dubbing ‘The Great Lie Down’.

We’re talking about the number of older workers leaving the workforce. It is clear that re-engaging the over 50s back into the workforce is a critical issue in the UK. Recent figures show that the number of 50-64-year-olds who are economically inactive has reached 3.6 million, which is 300,000 more than before the pandemic. Shockingly, at least 500,000 of this group want to work but face significant barriers. This number could be even higher if the right jobs and support were available.

Unfortunately, ageism in the workplace and recruitment processes continues to be a challenge, making it difficult for older workers to find employment opportunities. It is important organisations provide guidance and support to help them get back into work.Here are some tips for re-engaging the over 50s back into the workforce:

Emphasise the value of their experience To address this crisis, it is crucial to recognise the value of older workers' experience and skills. Research has shown that employing older workers can bring a range of benefits, including improved productivity and reduced staff turnover. Encouraging and supporting older workers to re-enter the workforce is not just good for individuals; it is good for the economy as a whole.   Offer flexible working options Flexible working options are essential to help re-engage older workers. Many over 50s have caring responsibilities or health issues, making flexible work options such as part-time work, job sharing or remote work more desirable. Offering these options can help older workers stay engaged in the workforce and contribute to their fullest potential.   Be inclusive It is also essential to consider the unique challenges faced by older women, particularly those experiencing menopause. A study by the University of Leicester found that 25% of women aged 50-64 in the UK experienced negative effects of menopause on their work, such as feeling less motivated or struggling to concentrate. Providing support and flexibility, such as allowing time off for medical appointments or offering a quiet and cool workspace, can help women manage menopause symptoms and stay engaged in the workforce.   Provide training opportunities In addition, offering training opportunities can help older workers update their skills and stay competitive in the job market. Research has shown that investing in training for older workers can boost productivity and job satisfaction.   Offer networking opportunities Offering networking opportunities and supportive guidance throughout the job search process is crucial to help over 50s find new job opportunities. Organisations such as Age UK and The Centre for Ageing Better offer guidance and support for older workers seeking employment, making it easier for them to navigate the job market.   Be supportive Finally, it's important to be supportive throughout the job search process. This can include providing guidance on CVs, cover letters and interviews, as well as offering emotional support. Employment support has historically failed this age group, due to stigma and fruitless past experiences. Only 1 in 10 out-of-work 50-64s participate in employment support, according to analysis from the Learning and Work Institute.

In conclusion, re-engaging the over 50s back into the workforce is a critical issue that requires a tailored approach, and implying that economically inactive over 50s are enjoying golf too much to return to work is probably not going to help.It's time to break down the barriers and support older workers in their quest for meaningful employment.

If you’d like further advice, drop us an email at [email protected]

Black Leadership Job Board Launch Webinar

Black Leadership Job Board Launch Webinar

14 Mar 2023

On Thursday 9th March we ran a webinar in partnership with the Black Leadership Group, where we launched the Black Leadership Job Board.During the webinar we explored how the job board will promote leadership opportunities to black professionals and support employers reach a wider pool of qualified black professionals across the UK – the purpose of the webinar was to launch the job board and discuss why it is needed and how it will work.The Black Leadership Job Board is available here:

SpeakersClare KeniryDirector of Strategy & Head of Diversity and Inclusion at Morgan Hunt Singh BasiCo-founder of the Black Leadership LandmanCo-founder of the Black Leadership


Watch the full recording below



5 Ways To Retain LGBTQ+ Employees

5 Ways To Retain LGBTQ+ Employees

28 Feb 2023

Diversity and inclusion are essential components of a thriving workplace, but the LGBTQ+ community continues to face discrimination and inequality in many workplaces. Despite significant progress in recent years, many LGBTQ+ employees still face challenges such as discrimination, harassment, and a lack of support, leading to high turnover rates. 

72% of employees say they are more likely to accept a job at a company that’s supportive of LGBTQ+ employees, according to a study by the Center of Talent Innovation. So to create a workplace that is welcoming and inclusive for LGBTQ+ employees, companies need to take concrete steps to support and retain these employees.


Implement Anti-Discrimination Policies According to a survey by the Human Rights Campaign, 46% of LGBTQ+ employees reported feeling "closeted" at work, and 31% reported experiencing some form of workplace harassment. Implementing anti-discrimination policies that protect all employees, regardless of their sexual orientation or gender identity, is the first step to creating a more inclusive workplace.

Offer Diversity and Inclusion Training Offering diversity and inclusion training for all employees is a critical component of creating an inclusive workplace. This training should cover topics such as the importance of creating an inclusive workplace, and how to be an ally to the LGBTQ+ community.

Use Inclusive Language Using inclusive language is a simple yet powerful way to create a more inclusive workplace. For example, instead of saying "ladies and gentlemen," use "folks'' or "everyone." A study by Out & Equal found that using gender-inclusive language can help to create a more welcoming environment for LGBTQ+ employees.

Celebrate LGBTQ+ Events and Holidays Recognising and celebrating LGBTQ+ events and holidays, such as Pride Month, Transgender Day of Visibility, and National Coming Out Day, is another way to show support for the LGBTQ+ community and make LGBTQ+ employees feel valued and included.

Address Discrimination and Harassment Addressing any instances of discrimination or harassment that occur in the workplace is critical to creating a safe and welcoming environment for all employees. Companies must take complaints seriously, investigate them thoroughly, and take appropriate action to address the issue.  

In conclusion, creating an inclusive workplace for LGBTQ+ employees requires a concerted effort from companies. By implementing the above tips companies can create a welcoming environment for all employees, regardless of their sexual orientation or gender identity. 

If you’d like to find out more and want further advice on retaining top talent, email us at [email protected]

Pentagon Talent  Launches

Pentagon Talent Launches

27 Feb 2023

Today’s job market is fast-paced and competitive. At the start of the year, labour markets in the UK were at a turning point. Vacancies reached the highest number since records began. We saw a 50% increase in roles, and we expect this to grow. The Great Resignation also created a new cohort of workers, putting their career needs first, and hybrid working became the mainstay.

So it seems like the right time to rebrand and reintroduce a professional services recruitment firm specialising in legal and accounting practices. One where every candidate and client receives a tailored service and where a dedicated team keeps all stakeholders in the loop at every step in the process. 

Introducing Pentagon Talent 

“The demand for talent has grown exponentially over the past 5 years and as a result our clients and candidates expect and demand a recruitment partner with true expertise in their sector. Pentagon talent has built this expertise over the past 8 years, and it is right we launch a brand that reflects the knowledge and expertise we are proud to possess.”

Rob Fry, Board Director 

“The way I see it, recruitment is like shopping. You wouldn’t go to a garden centre for your weekly groceries, and that’s exactly why we have created Pentagon Talent. It is a way for both our clients and candidates to feel more comfortable with the brand that is representing them.”

Sam Vorley, Team Manager 

With a distinguished professional services brand, the Pentagon Talent team are able to establish themselves as the market leader in the legal and accountancy practice market. This is away from us, Morgan Hunt, a well-known public-sector specialist agency. Which is who Pentagon Talent inherit their values and our experience from.


We are re-engineering recruitment

Pentagon Talent isn’t your average recruitment agency. They originated from a Public Sector focused organisation where providing an ethical , cost effective and transparent recruitment service is paramount. With a strong connection to the public sector, where moral and ethical values are high, they adopt these in private sector recruitment. They care about the success of their clients and candidates and understand that every candidate is unique, and every client is different. Find out more about their mission and values on their webpage here:


Benefits for our clients

Pentagon Talent is able to attract and retain new and existing sought-after talent in the market. Not only do they have access to talented passive and active candidates in the sectors, with Pentagon Talent:

You will receive optimum service no matter the complexity or challenge of filling a vacancy. You’ll benefit from a "one-stop-shop" which enables a seamless recruitment process when hiring. They are only working across two sectors. This ensures our knowledge and relationships within the market are established and we focus on delivery. 


Benefits for our candidates

Similar to the benefits of clients, you’ll receive a personalised and understanding approach to finding your next role.

Pentagon Talent is associated with many of the top legal and accountancy practice clients.  You’ll have exclusive access to some of the most desirable and career-changing opportunities within the market. The team understand this isn’t your ‘next job’ unlike many agencies but a career which also impacts on your home life. They’ll help you find an employer aligned to both your career aspirations and values. 


A safe-pair of hands

Specialising in legal and accounting practices, they have a reliable team who are experienced in modern recruitment challenges. They will guide and support organisations and individuals through the recruitment process.


Where to find us 

Pentagon Talent is in London, and we also have offices in Manchester, Birmingham, Milton Keynes, and Glasgow. To find out more about recruiting or finding a role, contact our team today at [email protected]

Insights into Retention and Job Satisfaction in the FE Sector

Insights into Retention and Job Satisfaction in the FE Sector

24 Feb 2023

Morgan Hunt recently conducted a research project, where we reached out to our network of over 50,000 Further Education and Skills professionals, both hiring organisations and job seekers, to gain insight on staffing struggles and job satisfaction.

The survey covered a wide range of topics, including recruitment and retention, job satisfaction, and the challenges faced by professionals in the industry. The results of the survey provide valuable insights into the state of the job market in the Further Education sector.

Key findings from the survey include:

Over 60% of respondents said they were proud to work in the education sector Respondents said job security was the main reason they’re staying in their current job in 2023 25% of hiring managers said lack of applications was the reason for their recruitment challenges Nearly 40% of those who changed jobs in 2022 rated their onboarding process poorly

These findings highlight the need for FE Colleges to adopt a strategic approach to recruitment and retention. Employers need to understand the needs of their staff and provide an attractive package of salary, benefits, and career development opportunities.

To download the full results of the survey and learn more about how we can help you address your recruitment and retention needs, click here.

At Morgan Hunt, we understand the challenges and opportunities facing the Further Education sector, and are committed to providing effective solutions that meet the needs of our clients. To discuss how Morgan Hunt can help you with recruitment and retention email us at [email protected]

The Impact of Lengthy and Complex  Hiring Processes

The Impact of Lengthy and Complex Hiring Processes

31 Jan 2023

In a recent study by background screening and identity services firm Sterling, 71% of jobseekers said that they had either dropped out or considered dropping out of their most recent recruitment experience. The top three reasons cited for this were: 

The process was taking too long It was too complicated There were too many touchpoints (all the interactions candidates have with the employer during the recruitment process)

Hiring new employees is a crucial process for any organisation, as it can have a significant impact on the success and growth of the company. However, many organisations are struggling with lengthy and complex hiring processes that can be detrimental to both the company and the job applicants.  

What are the impacts? 

Discourage Talented CandidatesThe main impact of a lengthy and complex hiring process is that it can discourage talented candidates from applying for the position. A study by Glassdoor found that the average interview process in the United Kingdom is 27.5 days long, and many applicants are turned off by the idea of spending so much time on a single application. If the hiring process is overly complex and includes multiple rounds of interviews and assessments, it can be off-putting to candidates who are already employed and may not have the time or energy to invest in such a long process. 

Lower Quality of CandidatesAnother impact of a lengthy and complex hiring process is that it can lead to a lower quality of hires. When the hiring process is overly long and complex, it can be difficult for the hiring manager or recruitment consultant to make an informed decision about the candidate. This can result in the hiring of candidates who are not a good fit for the company or the position, which can lead to poor performance and high turnover rates. In addition, when the hiring process takes a long time, it can slow down the hiring of new employees and prevent the company from filling open positions in a timely manner. This can lead to decreased productivity and a loss of revenue for the company. 

Negative ReputationA lengthy and complex hiring process can also have a negative impact on the company’s reputation. When job applicants have a bad experience with the hiring process, they are more likely to share their experience with others or online e.g. GlassDoor, which can damage the company’s reputation and discourage other qualified candidates from applying for future positions - 50% of candidates say they wouldn't work for a company with a bad reputation - even for a pay increase.

Increased CostA lengthy and complex hiring process can also be costly for the company. The process may require additional resources such as background check services. It can also lead to a high number of candidates dropping out of the process, which will require additional recruitment efforts and costs. 

So, what can organisations do to improve their hiring process? 

Streamline the ProcessOne solution is to streamline the process by reducing the number of rounds of interviews and assessments. This can make the process quicker and less overwhelming for candidates. Additionally, organisations can also use technology to automate certain aspects of the hiring process, such as pre-screening candidates through online assessments. This can help organisations to quickly identify the most qualified candidates and avoid wasting time on candidates who do not meet the necessary qualifications.

Use a Recruitment AgencyRecruitment agencies specialise in finding the right candidates for a particular job, and they can help streamline the hiring process by identifying and pre-screening qualified candidates. They can also help businesses find candidates that they might not have found otherwise, and they can help ensure that the best candidates are matched with the right job opportunities.

85 percent of HR decision-makers admit their organisation has made a bad hire, recruitment agencies can bring a lot of expertise to the table. They know what the industry standards are, what are the best practices, and they can help you with the legal and compliance side of hiring. They have a wealth of knowledge on what works and what doesn't in recruitment and can help you avoid costly mistakes.

Furthermore, recruitment agencies can help reduce the time and resources required to find the right candidates. They can also help reduce the costs associated with hiring mistakes - a poor hire at mid-manager level with a salary of £42,000 can cost a business more than £132,000. By using a recruitment agency, businesses can focus on what they do best, while leaving the hiring process to the experts.


In conclusion, lengthy and complex hiring processes can have a significant impact on a company, including loss of qualified candidates, time and resources required to find the right candidates, and costly mistakes. Using a recruitment agency can help alleviate these impacts by streamlining the hiring process, identifying and pre-screening qualified candidates, and providing expertise to ensure the best candidates are matched with the right job opportunities. Contact us today for your recruitment needs at [email protected]

Protect Yourself From Recruitment Scams

Protect Yourself From Recruitment Scams

17 Jan 2023

There has recently been a significant rise in jobs scams, with fraudsters often impersonating recruitment companies or consultants.Whilst job scams are becoming increasingly sophisticated, the best way to help prevent yourself from becoming a victim of a job scam is to educate yourself on things to look out for during your job search. We have set out warning signs to help you spot a potential job scam. 

Warning signs when being contacted

Below is a list of warning signs that could indicate you have been contacted by scammer posing as a recruitment consultant:

A purported Morgan Hunt consultant requesting you to: 

Provide personal financial details. Pay money for an “administration fee”, “security fee” or an “accreditation fee”. Morgan Hunt will never ask you to pay any type of fee, transfer cash or provide credit card information. Click unsolicited links or attachments.  

Online contact on from a purported recruitment consultant with:

A lack of activity, information, or contact details on their profile. A suspicious profile picture. Poor spelling or grammar in communications. Communications of any sort guaranteeing employment or income. The job description is vague or poorly written Communications from generic addresses such as Gmail or Hotmail accounts. All email communications will be sent from official Morgan Hunt email addresses, such as [email protected]  Communications from social media platforms, such as WhatsApp Warning sites for webpages

There has also been a rise in cases of fraudsters cloning the sites of legitimate recruitment consultancies in an attempt to steal money and/or the personal details of job seekers and hiring managers. 

To check the legitimacy of a site, we could encourage you to verify the SSL certificate. In most browsers this can be done by clicking the padlock on the far left of the URL. If it doesn’t have one, this could be a sign of a scam website. 

What to do if you suspect a job scam using the Morgan Hunt name or logo

If you are unsure if a Morgan Hunt advertisement or communication is legitimate and/or you have been requested to attend an in person meeting, please contact your local Morgan Hunt branch or email [email protected] who will assist you as far as possible to verify the information you have received.

Morgan Hunt email addresses take the format of [email protected] you are contacted by someone whose email address varies from this format, please do not respond. 

What to do if you think you are the victim of a job scam

Take a screen grab or note of the fraudster’s details and report them to Action Fraud (see Resources below)If you have given them any money, contact your bank immediately and let them know.Warn the operators of the website/social media site through which you were contacted and let them know that their site is being used by fraudsters. 

More information

For more information on recruitment scams and how to spot them, check out these dedicated pages:

National Crime Agency – Fraud  Action Fraud (National Reporting Centre for Fraud and Cybercrime)  Jobs Aware (SAFERJobs)

To let Morgan Hunt know about a potential scam using our name, please get in touch with your local office here. See here for more information if required regarding the Morgan Hunt Privacy Policy.

5 Ways To Tackle the Ongoing Skill Shortage

5 Ways To Tackle the Ongoing Skill Shortage

11 Jan 2023

The ongoing skills shortage is showing no signs of slowing now we’re in the new year, and employers now need to consider new approaches in the way they combat this growing issue. 

There are a myriad of reasons why skills shortages are worsening, including a low unemployment rate, which has been affected by the proportion of the workforce who haven’t returned to the labour market post-pandemic. The number of people who have left the labour market rose by 252,000 from the three months to May 2022, the biggest increase since records began in 1971. The leap pushed the unemployment rate down to its lowest since 1974 at 3.5%.  

This shortage of candidate availability has seen intense competition for workers, leading to further steep increases in rates of starting pay for both permanent and short-term staff. Notably, in February last year permanent starters' salaries rose at the second-sharpest pace since data collection began in October 1997. 

An inability to source the right skills and talent can severely hamper growth for businesses, but what can be done to tackle them? In order to help address the issue, we've come up with five strategies that businesses can use to attract and retain talent: 

1. Invest in Training

To alleviate the shortage of skilled workers, many companies have begun offering training to their existing employees, in order to tailor them to fill current gaps.

Several businesses offer their employees an opportunity for external training to upskill. While this option can be more expensive and time-consuming, it does ensure your employees are trained to industry standard quality, but can also serve as an incentive to attract a great deal of talented workers to your doorstep.

Some smaller firms understandably feel they don’t have the resources to meet the cost of training, but it’s likely to be easier and cheaper to train existing staff than to take on new employees. A more cost effective option is to offer in-house training, where a knowledgeable employee shares with others their valuable expertise. It’s a great way for companies with a few good resources to increase their value without expending too much time and money. 

2. Expand the Search

Being proactive is key, you can’t assume quality candidates will find you. Try out different approaches in your hiring strategy: 

Change your recruitment   consultant - Why not contact Morgan Hunt?  Advertise in new places Attend Job Fairs Use Social Media Use niche job boards Keep your website up-to date  

You should also consider broadening your hiring practice. You could easily hire candidates that don’t fit 100% of the job specification requirements or maybe have less experience, without hurting your company. With this in mind you could help those candidates grow into the role and fulfil your company's staffing needs.  

3. Use Contingent Workers

One of the easiest and quickest ways to tackle skills shortages is by hiring contingent workers, but this comes with both benefits and drawbacks. 

Contingent workers are a popular option for many companies, as their availability and flexibility allow them to work within the confines of any timeframe, budget, and project, giving you the ability to fill gaps in your operation quickly and in a cost-effective manner.

On the other hand, companies should be careful not to rely too heavily on contingent workers. While a contingent workforce can help an organisation fill an immediate skills shortage, it isn’t the best solution for long-term growth because it doesn’t address the root cause of why a skills gap exists in the first place.

Morgan Hunt have 28 years of experience recruiting temporary workers within the public, not-for-profit and private sectors. We can help provide you with a diverse, inclusive and quality bank of staff. Get in touch here [email protected] 

4. Rethink the Workforce

The number of people aged over 65 working part-time or on a consultancy basis is growing. These workers can be an excellent way to bring skills and experience into your business, even if you don't offer them permanent positions. Such staff provide expertise that may otherwise be lacking, and they can also play a valuable role mentoring less experienced personnel. 

5. Focus on Staff Retention

If you want to ensure that your business has the best talent, it’s important to keep the employees you have. That can mean more than just paying them well; successful companies work hard to create a culture of loyalty, by offering flexible work hours or other incentives that encourage people to stay. Take a look at our blogs Key motivators in the workplace and How can organisations appreciate their employees? for further tips. 

There are numerous ways to tackle the ongoing skill shortage, some will work better for your company than others. However now is the time to look inward at your organisation and assess its talent, the skill sets you’re searching for most likely live in your organisation already.

We’re here to help. If you would like more guidance on the current skills shortage, feel free to drop us an email at [email protected] 

Why Advocacy Is a Great Field To Work In

Why Advocacy Is a Great Field To Work In

10 Nov 2022

Guest Blog — Written by Hammersmith, Fulham, Ealing and Hounslow Mind

There are so many careers to choose from, it can be difficult to know where to start, or what to change to if you want to try something different. If you’re looking for a career with real meaning, where you’ll be able to make a difference and genuinely improve people’s lives, advocacy could be for you.

What is advocacy?

An advocate is an independent professional that speaks for someone who may not be able to speak for themselves. Advocates help their clients achieve their goals by listening to them, helping them understand their rights, providing them with options and choices to help empower them to take control of their lives. Advocates do not make decisions on behalf of their clients.

Advocates all work towards the Advocacy Charter that underpins and governs the work they do.

What you need to work in advocacyEmpathy

Advocates need a high degree of empathy to be successful. Being able to understand how your clients feel, and why, is important in being able to help them be fully understood by organisations that have the power to make a difference in their lives.


You are working for the client and take instruction from the client to ensure their voice is heard.

Advocates must ensure, at all costs, that they take instruction from the client and do as instructed.

The advocate should not be influenced by other organisations or work in a way that disempowers clients.

Communication and Listening Skills

A good advocate is able to listen to their clients and understand what their clients’ issues are.

A good advocate is also able to communicate effectively to everyone they work with, whether that’s their client, the organisation they’re liaising with, case workers, or the local authority.

With the client, and advocate needs to be able to explain processes or situations. They need to take instruction from their client on how the client wants to proceed with their case. They also need to help empower the client to speak up for themselves.

With organisations, advocates need to be able to explain the needs of their client, why their clients want certain changes made, and how this should proceed.

Communication isn’t only knowing what to say, it’s about knowing when to not say anything. Advocates often need to keep information confidential. This is incredibly important and helps keep people safe.

Why advocacy is a great field to work inYou directly help resolve clients’ problems

One of the most rewarding things about working in advocacy is that you get to help people improve their situations.

Whether it’s creating action plans, improving access to resources or infrastructure, or just helping a client feel understood, advocacy has a direct positive impact on people who need help.

Advocates may play a role in helping vulnerable people take the first step to recovery, or greater and more secure sense of wellbeing.

You help to improve services

A large part of working in advocacy is dealing with social services, community organisations, and government agencies. Advocates facilitate meetings to discuss their clients’ needs with the organisation that can help. Throughout this process, as an advocate, you have a unique position to point out how processes could be smoother, simpler, or more effective.

The systems that influence these processes aren’t set in stone. Advocates have regularly made the case for why things need to change or improve, and had a great impact on making things better for other advocates and clients who they will never even meet.

You help clients improve their self-advocacy skills

One of the most important things advocates do is help their clients improve their ability to articulate their own needs and desires, to make them able to advocate for themselves.

Advocacy often starts with gathering information on behalf of the client, helping them understand their position, their rights, and who they need to speak to in order to make changes.

Eventually, advocates may be able to help their clients understand this information, and act on it, to such a point that they no longer require an advocate at all.

At this point, the client can be considered able to self-advocate, and are better able to navigate things by themselves.

Advocacy is an incredibly rewarding field, where you can directly help people in difficult situations, and empower them to improve their own lives.

Learn more about advocacy, or check out Morgan Hunt’s candidate section.