How to pass your probation

At Morgan Hunt, we firmly believe in creating an inclusive and supportive workplace that values the well-being and empowerment of our employees. We want to shed light on two important and distinct issues affecting many individuals in the workforce: menstruation and menopause. By fostering open dialogue, offering flexible policies, providing access to necessary resources, and promoting education and awareness, we can create an environment where everyone feels respected and supported throughout these natural phases of life.

Despite the progress we have made in breaking down societal barriers, stigma surrounding menstruation and menopause still persists in many workplaces. This stigma often leads to silence, shame, and the suppression of conversations around these topics. Employees may feel hesitant to discuss their menstrual or menopausal experiences due to fear of judgment or discrimination. As employers, we have the power to challenge these stigmas by fostering an environment of acceptance and understanding. By openly acknowledging and addressing the stigma, we can create a workplace culture that promotes inclusivity, empathy, and support. Let's explore how employers can make a positive impact on menstruation and menopause in the workplace.

 

Menstruation in the WorkplaceMenstruation is a normal part of many women's lives, and it is essential that we address the unique challenges it presents in the workplace. Here are some key considerations for supporting employees during menstruation:

Open Dialogue By encouraging open conversations, we can reduce stigma and create an environment where employees feel comfortable discussing their needs and concerns. Foster open discussions through team meetings, one-on-one sessions, or anonymous suggestion boxes, allowing employees to voice their challenges, suggestions, and concerns without fear of judgment or embarrassment. Flexible Work Policies A majority (57%) of women in employment who suffer from period pain say it has affected their ability to work. By implementing flexible work policies, such as flexible working hours, remote work options, or the provision of personal leave, employers can help employees manage symptoms and prioritise their health during menstruation. Accessibility to Menstrual Products 12% of British women are affected by period poverty – a new survey, commissioned by ActionAid UK, has found that nearly one in eight women  in Great Britain have struggled to buy menstrual products for themselves and/or a dependent. To support employees, provide easy access to menstrual products, such as tampons, pads, and menstrual cups, in workplace bathrooms. This shows that you acknowledge and care about their needs, promoting a more comfortable and inclusive environment.  

Menopause in the WorkplaceMenopause is a natural stage of life that can bring physical and emotional changes for women, and it is crucial that employers provide support during this transition. Here's how employers can support employees experiencing menopause:

Open Dialogue The number of women who will experience menopause whilst in employment is increasing, there are currently around 4.5 million women aged 50–64 in employment. Encourage open conversations about menopause to reduce stigma and promote understanding among employees and managers. Create a safe and supportive space where employees feel comfortable discussing their menopause-related symptoms, concerns, and needs. Flexible Work Policies: One in ten women who worked during the menopause have left a job due to their symptoms. To accommodate their needs, consider implementing flexible work policies, such as flexible working hours or the provision of personal leave, allowing employees to manage symptoms and prioritise their well-being. Education and Awareness Programs: Eight out of ten women say their employer hasn’t shared information, trained staff, or put in place a menopause absence policy. Bridge this knowledge gap by hosting workshops or seminars that educate both employees and managers about menopause. Provide information about menopause and available resources, such as informative pamphlets or access to webinars, to promote understanding, empathy, and support.

As a recruitment company, it is our responsibility to advocate for inclusive workplaces that celebrate diversity and prioritise employee well-being. Menstruation and menopause are natural processes that affect a significant portion of the workforce. By actively supporting individuals during these stages of life, we foster a culture of inclusivity, empathy, and empowerment.

Let's challenge the status quo, break down barriers, and create an environment where menstruation and menopause are seen as normal and worthy of support. Together, we can build a workplace where all employees feel valued, respected, and empowered to achieve their full potential.

Remember, supporting individuals during menstruation and menopause is not just an act of kindness; it is a smart business decision that leads to a more engaged and productive workforce. Let's stand together and make a positive change in the way we approach these natural processes in the workplace. If you want further advice on supporting your employees who experience menstruation or menopause, reach out to us at [email protected]

Mental health has long been stigmatised in our society, and unfortunately, this stigma often prevents people from seeking the help they need. While physical health issues are generally accepted as legitimate reasons for taking a sick day, the same is not always true for mental health. This can lead people to push themselves too hard, leading to burnout, decreased productivity, and in severe cases, even mental breakdowns.In this blog post, we will explore the importance of removing the stigma of mental health and the importance of recognising that sick days are not just for physical sickness. It's perfectly okay to use sick days if your mental health is suffering that day.

Mental health affects all aspects of our lives, including our work. When our mental health is suffering, it can be challenging to focus on work, and our productivity may suffer as a result. Taking a sick day when we need it can help us recover and come back to work refreshed and ready to perform at our best. However, many people still feel ashamed or embarrassed to admit that they need a mental health day, and this stigma needs to be addressed.

MisconceptionsOne of the reasons why mental health is stigmatised is the misconceptions around mental illness. Many people believe that mental health issues are a sign of weakness, or that they are not real illnesses. This couldn't be further from the truth. Mental health issues are just as real as physical health issues, and they require treatment and care just like any other illness. By acknowledging that mental health issues are legitimate reasons for taking a sick day, we can help reduce the stigma around mental health and encourage people to take care of themselves.

Mental Health StigmaAnother reason why mental health is stigmatised is the fear of discrimination. People worry that taking a mental health day will negatively impact their career, and that they will be seen as less competent or reliable. This fear is not unfounded, as many workplaces still have a long way to go in terms of supporting their employees' mental health. However, by speaking openly about the importance of mental health, we can begin to shift the conversation and create a more supportive and understanding workplace culture.

Employer RoleEmployers have a vital role to play in removing the stigma of mental health and promoting a healthy workplace culture. By providing mental health resources and support, employers can help their employees prioritise their mental health and well-being. This can include offering mental health days, providing access to therapy or counselling, and promoting a culture of open communication and support.

In conclusion, removing the stigma of mental health is essential to promoting a healthy workplace culture and ensuring that employees feel supported and valued. Sick days are not just for physical sickness, and it's perfectly okay to use sick days if your mental health is suffering that day. By acknowledging the importance of mental health and promoting a culture of openness and support, we can help reduce the stigma around mental health and create a more compassionate and understanding society.

If you’re an employer wanting further advice then read our blog on Supporting Employee Mental Health here: www.morganhunt.com/news-and-views/2023/05/supporting-employee-mental-health/271

Have you recently received a WhatsApp message from a recruiter who seems suspicious?

We want to alert our candidates to a current scam that preys on job seekers. Some scammers might contact you with enticing job offers to extract your personal information or ask for payment. This scam is currently widespread and affecting thousands of recruiters in the UK. If someone contacts you on WhatsApp claiming to be from Morgan Hunt or using the name of one of our consultants, please follow our guidance here: www.morganhunt.com/news-and-views/2023/01/protect-yourself-from-recruitment-scams/261 

Please remember - our team would never reach out to you using WhatsApp. They would only conduct themselves in a professional manner and will never make any suspicious requests. We would like to thank those who have forwarded us the evidence of this scam. We would also encourage you to report any suspicious scams to the Action Fraud here.

Here are some tips to help you spot a fraudulent message:

It's a message that you weren't expecting It comes from a number or email address you don't recognise It contains a link - please avoid clicking it The job offer seems to good to be true They are asking for money or personal details, such as your CV The message is poorly written and contains spelling errors

We apologise for the inconvenience, be assured that we report every issue but unfortunately as these are cyber scams we are unable to stop this widespread issue affecting the whole recruitment industry. Find more advice on how to deal with fraud here.

We believe that mental health is just as important as physical health and we understand that mental health issues can have a significant impact on an employee's well-being and productivity. As employers, it's our responsibility to create a work environment that supports and promotes positive mental health. In this blog, we'll discuss some practical ways that employers can support employees with mental health and create a more inclusive workplace.

Normalise Mental Health ConversationsThe first step in creating a more inclusive work environment is to normalise mental health conversations. Unfortunately, there's still a lot of stigma surrounding mental health, which can make it difficult for employees to speak openly about their struggles. To break down this stigma, employers should encourage open and honest communication about mental health. This could involve holding regular workshops, training sessions or seminars on the subject. These could also include things like team-building exercises or work socials to encourage employees to engage with one another outside of the office setting.

Create a Safe Space for Employees to Speak UpIn addition to normalising mental health conversations, employers should also create a safe space for employees to speak up. This could be a confidential space where employees can talk to a trusted member of the team. It's also important to ensure that employees know that there will be no negative repercussions for speaking up about their mental health concerns. This will help to build trust and encourage employees to seek support when they need it.

Provide Accessible Mental Health ResourcesAnother way that employers can support employees with mental health is by providing accessible mental health resources. This could include things like an employee assistance program (EAP), which can provide confidential counselling and support to employees. It could also involve partnering with mental health organisations to provide training and resources to employees. Offering mental health days or flexible working hours is also another way that employers can support their employees. This shows employees that their mental health is just as important as their physical health.

Foster a Culture of Empathy and UnderstandingLastly, employers should foster a culture of empathy and understanding towards mental health issues. This could involve regularly reminding employees of the importance of mental health, creating an environment where employees feel supported and comfortable talking about their struggles, and recognising the impact that mental health can have on an employee's work performance. By creating a culture of empathy and understanding, employees will feel valued and supported, which can lead to a more positive work environment overall.

In conclusion, employers have a critical role to play in supporting their employees' mental health. By normalising mental health conversations, creating a safe space for employees to speak up, providing accessible mental health resources, and fostering a culture of empathy and understanding, employers can create a more inclusive work environment where employees feel valued and supported.

We believe that prioritising mental health is essential to creating a positive and productive workplace, if you want any further guidance please reach out to us at [email protected]

Autism is a developmental disorder that affects communication, social interaction, and behaviour. According to the National Autistic Society in the UK, around 700,000 people in the country are on the autism spectrum, which means about 1 in every 100 people. It is estimated that only 22% of autistic adults in the UK are in full-time employment, highlighting the challenges faced by autistic individuals in the workplace. In this blog post, we'll explore some tips for supporting autistic people in the workplace.

Provide clear and explicit instructionsOne of the main difficulties that autistic people face is understanding implicit or vague instructions. They prefer explicit, step-by-step instructions that are easy to follow. Therefore, it's essential to provide clear and concise instructions for tasks, and if possible, provide written instructions or diagrams.

Create a predictable environmentPeople with autism can struggle with unpredictability and changes in routine. Therefore, it's helpful to create a predictable and structured environment in the workplace. This can include setting regular work hours, maintaining a consistent schedule, and avoiding sudden changes or surprises.

Be aware of sensory issuesAutistic individuals can be sensitive to noise, bright lights, and other sensory stimuli. Therefore, it's important to be aware of potential sensory triggers in the workplace and take steps to mitigate them. This can include providing noise-cancelling headphones, adjusting lighting, and minimising strong smells or tastes.

Allow for breaks and downtimeWorking can be overwhelming for people with autism, especially if they have to navigate social interactions and other stimuli. Therefore, it's essential to allow for regular breaks and downtime to help reduce stress and anxiety. This can include quiet spaces or designated break areas where employees can relax and recharge.

Foster a culture of understanding and acceptanceAutistic people can face stigma and discrimination in the workplace. Therefore, it's crucial to foster a culture of understanding and acceptance, where differences are celebrated and accommodated. This can include educating coworkers about autism, promoting diversity and inclusion initiatives, and providing sensitivity training.

Provide accommodationsFinally, it's essential to provide accommodations to help autistic employees succeed in the workplace. These can include assistive technology, flexible work arrangements, and specialised training. By providing accommodations, you can ensure that everyone has an equal opportunity to thrive and contribute to the team.

In conclusion, supporting autistic people in the workplace requires understanding, empathy, and accommodation. It is important to note that 77% of unemployed autistic adults want employment, which highlights the need for businesses to prioritise inclusion and accessibility in their hiring practices. By following the tips above, you can create a welcoming and inclusive environment that allows all employees to succeed. As ever, Morgan Hunt is here to help you, so if you have any further questions on creating an inclusive workplace, get in touch at [email protected]

Ramadan is a sacred month of the Islamic calendar when Muslims worldwide observe fast from dawn until dusk. This month-long observance involves abstaining from food, drink, and other physical needs. Muslims fast during this month as a way of purifying their souls, showing devotion to God, and increasing their spirituality. The month of Ramadan culminates in Eid al-Fitr, a joyous celebration marked by feasting and family gatherings.

As an employer, it is essential to recognise and respect the significance of Ramadan for your Muslim employees. Here are some ways you can support your employees during this holy month:

Be aware of the dates and schedule changesThe dates for Ramadan change each year since it is based on the Islamic lunar calendar. Make sure to be aware of when Ramadan starts and ends, and adjust your business schedule accordingly. Allow flexibility in work hours and try to accommodate the needs of your employees.

Offer flexible working arrangementsDuring Ramadan, many Muslims wake up early for pre-dawn meals and prayers, which can lead to fatigue and sleep deprivation. Offering flexible working hours, such as starting work later or allowing employees to work from home, can help alleviate this issue.

Be mindful of meal timesAs fasting is an integral part of Ramadan, it is crucial to be aware of meal times. Some Muslim employees may need to take a break to have their pre-dawn meal (Suhur) before starting work, and others may need to break their fast (Iftar) during working hours. Be flexible and understanding of these needs.

Encourage cultural awarenessPromote cultural awareness and education about Ramadan to all employees. Encourage employees to ask questions and learn more about the significance of Ramadan and how they can support their Muslim colleagues during this time.

Maintain good communicationCommunication is key during Ramadan. Regularly check in with your Muslim employees and ask how they are doing. Be open and available for any questions or concerns they may have, and ensure that they have access to any resources they may need during this time.

Annual leave requests Some Muslim employees may wish to take annual leave during Ramadan to fully devote themselves to religious observances. It may not be possible to accommodate everyone due to the needs of the organisation, but employers should act reasonably and have a fair system in place for granting leave requests.

Show empathy and supportRamadan can be a challenging time for some Muslim employees, especially those who are new to fasting. Show empathy and support to your employees by offering words of encouragement, acknowledging their efforts, and expressing your appreciation for their dedication.

In conclusion, supporting your employees during Ramadan can help create a more inclusive workplace and foster a culture of respect and understanding. By keeping the above points in mind you can create a positive and welcoming work environment that values diversity and inclusion. 

From all at Morgan Hunt we wish all observing a happy, blessed, and successful Ramadan!

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]

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: www.morganhunt.com/microsite/black-leadership-group/88

SpeakersClare KeniryDirector of Strategy & Head of Diversity and Inclusion at Morgan Hunt www.linkedin.com/in/clarekenirywww.morganhunt.comAmarjit Singh BasiCo-founder of the Black Leadership Groupwww.linkedin.com/in/amarjit-basi-360a0987www.linkedin.com/company/blackleadershipgroupRobin LandmanCo-founder of the Black Leadership Groupwww.linkedin.com/in/robin-landman-obe-ccmi-2229b214 www.linkedin.com/company/blackleadershipgroup

 

Watch the full recording below

 

 

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]

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: www.pentagontalent.com/mission-vision-and-values

 

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]

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]

 

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]

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] 

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 from a purported recruitment consultant with:

Communications from social media platforms, such as WhatsApp 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]  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. 

Report it

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

National Crime Agency – Fraud https://www.nationalcrimeagency.gov.uk/what-we-do/crime-threats/fraud-and-economic-crime  Action Fraud (National Reporting Centre for Fraud and Cybercrime) https://www.actionfraud.police.uk/a-z-of-fraud/recruitment-scams  Jobs Aware (SAFERJobs) https://www.jobsaware.co.uk/

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.