As colleges head back this September for a new term, further education (FE) teaching jobs go unfilled. This is due to different reasons. For one, vocational education is becoming more important in the UK. The demand for skills-based knowledge, technical skills, and employability skills among employers has increased. More and more young people are also seeing the benefits of studying subjects such as technology and the career opportunities it opens nowadays.
There is a skills shortage for FE jobs in the UK, and this is coupled with the fact that many skilled trades and professions believe that specialist teaching qualifications and degrees in education are needed to teach at college.
Further education jobs in London and beyond do not always need teaching experience or certain academic qualifications. Courses such as bricklaying, engineering, mechanics, hairdressing, and plumbing need experienced, skilled workers to teach the next generation.
If you’re an industry professional or working in the trades, you may not have even considered FE teaching as a viable option for your next career move. These days, we talk about ‘portfolio careers’, and changing jobs is no longer a red flag; rather, it is an accepted norm in the wider employment market. So, if you have had enough of working in industry, now could be a great time to enter the FE sector.
Jobs in FE colleges now focus on how valuable years of hands-on experience are as opposed to holding set qualifications. Some further education teaching jobs have on-the-job training, and some further education teaching jobs come with funding to obtain teaching qualifications.
Now is a great time to embark on a FE career
The government has plans to bring 4,000 teachers into the FE sector by 2025. Moreover, they have also launched a £5 million scheme called the Taking Teaching Further programme, which will pay for up to 150 professionals from sectors such as engineering and computing to retrain as further education teachers.
In the UK today, the skills shortage is impacting FE colleges. There is a particular shortage of teachers in STEM subjects (science, technology, English, and Maths), as well as construction and engineering. The demand for talented people to work in further education has never been greater.
Besides industry-experienced teaching staff, vacancies for assessors for vocational subjects such as plumbing, electrical installation, bricklaying, and hairdressing continue to rise.
Jobs in further education make for a stable career move. With redundancies often taking place in the private sector, this is a real selling point in the post-COVID-19 world. If you’re tempted to move into further education the risk you are taking, is a safe one.
Your years in industry count, significantly
When you work in further education, you will still get to practise the trade you trained in and are passionate about. With an FE career, you will be safe in the knowledge that you are influencing and shaping the next generation of industry experts. Young people like you.
There are lots of rewards to teaching in FE including opportunities for creativity and innovation. It’s not uncommon to encounter students in further education who may have struggled within a school environment and will respond to a more innovative and individualised approach. Those who work in FE and come from an industry background tend to approach teaching with enthusiasm. This positive attitude assists students in applying their skills to real-life scenarios.
Finding FE jobs in the UK
According to data from the AoC, there are 277 colleges in the UK, including 232 colleges in England and 45 sixth-form colleges. FE vacancies can be found in:
A reputable teaching agency, such as Morgan Hunt’s education recruitment division, can help you find these vacancies. Morgan Hunt has been a market leader in placing people in further education jobs in London since 2004.
Further education jobs are varied and FE job titles include:
The joys of working in FE
An FE career is rewarding as you are playing a vital role in the education of young people looking to enhance their skills and knowledge.
One of the most attractive prospects about working in further education jobs is the chance for flexible work that isn’t available in other career paths. Many workers are disillusioned with the daily ‘9 to 5‘, limited holiday, and weekend work required by those working in industry sectors such as hairdressing or mechanics.
Benefits of moving into FE from industry
If you’re working in industry, you might not be aware of the generous annual leave entitlement that comes with FE. Although this is dependent on the type of role, most full-time FE jobs are entitled to around 38 days of holiday per year, plus bank holidays. This is higher than the standard 20 to 25-day allowance.
Morgan Hunt specialises in placing experienced individuals like yourself in a range of further FE jobs in London and the UK, from lecturing positions to support roles. If you're looking for jobs in further education, search for our FE vacancies here. With colleges having started back this September, now is the time to apply!
The cost-of-living crisis continues to weigh heavily on individuals, forcing a re-evaluation of retirement plans for many. Recent research by WEALTH at work has uncovered concerning statistics: a staggering eight in 10 employees (83%) are worried that the cost-of-living crisis will necessitate working longer before they can comfortably retire. To cope with immediate financial pressures, some have resorted to reducing or ceasing their pension contributions altogether (13%), while nearly three in 10 (29%) contemplate discontinuing payments in the future, and one third (30%) are considering reducing future contributions. In the face of these alarming numbers, both employers and employees must take proactive steps to engage with pension planning. In this blog post, we'll explore ways to engage with pensions amid the cost-of-living crisis, offering strategies to navigate current financial challenges and secure a more stable retirement. For Employers Transparent Communication Employers should proactively address employees' concerns about the cost of living and its impact on retirement savings. Provide regular updates and educational materials explaining the importance of consistent pension contributions. Offer Educational Programs Employers can introduce educational programs that include guidance on managing expenses, budgeting, and debt reduction. These programs can help employees alleviate immediate financial pressures and free up resources for retirement savings. Flexible Pension Contribution Options Consider offering flexible pension contribution options that allow employees to adjust their contributions based on their current financial situation. This can help employees continue saving for retirement even during challenging times. Encourage Early Engagement Encourage employees to engage with their pensions early in their careers. Emphasise the benefits of compound interest and how even small contributions over time can make a substantial difference in retirement savings. Investment Diversification Educate employees about the importance of a diversified investment portfolio within their pension plan. A well-balanced portfolio can potentially mitigate the impact of market volatility and boost long-term returns. Professional Guidance Provide access to financial advisors, these experts can help employees navigate the current financial landscape, make informed decisions, and set realistic retirement goals. For Employees In these times of rising living costs and financial uncertainty, employees have a vital role to play in securing their retirement. Here are some proactive steps individuals can take: Assess Your Financial Situation Start by taking a close look at your current financial situation. Create a budget to understand your income, expenses, and areas where you can potentially cut back. Knowing where your money is going is the first step towards making informed financial decisions. Employer Matching If your employer offers a pension plan with a matching contribution, take full advantage of it. It's essentially free money that can boost your retirement savings. Contribute at least enough to receive the maximum employer match. Educate Yourself Take the initiative to educate yourself about your pension plan. Understand the investment options available, the fees involved, and the potential for growth over time. Ask your employer for educational resources or attend pension webinars. Review and Adjust Your Portfolio Regularly review your pension portfolio to ensure it aligns with your long-term goals and risk tolerance. Adjust your investments as needed to respond to changes in your financial situation or market conditions. Control Lifestyle Inflation As your income grows, be cautious about lifestyle inflation. Rather than increasing your spending with each pay raise, consider allocating a portion of the extra income toward retirement savings. Develop an Emergency Fund To avoid dipping into your retirement savings during unexpected financial crises, build an emergency fund. Having a cushion for unforeseen expenses can help protect your long-term retirement goals. In the face of the cost-of-living crisis, it's crucial for both employees and employers to take proactive steps to secure their financial future. By making informed decisions, maintaining a focus on retirement savings, and seeking guidance when needed, individuals can navigate these challenges and work towards a more secure retirement. Employers also have a significant role to play in providing resources, education, and flexible pension options to support their workforce in these uncertain times. Remember that your retirement is ultimately in your hands, and every effort you make today, as both an employee and employer, can have a positive impact on your future financial well-being. Find further career advice articles here: www.morganhunt.com/career-advice
On Thursday 14th September we ran, ‘The AI Revolution: Transforming the Public Sector’ , where our esteemed speakers delved into the profound transformation AI has brought to the public sector and what’s on the horizon. We discussed: Ethical concerns surrounding AI adoption in the public sector Ensuring transparency and accountability in AI-powered initiatives Unveiling the potential benefits of integrating AI in government operations Understanding how AI can boost efficiency and effectiveness in public services Identifying and implementing best practices for successful AI integration Watch the full recording below AI Resources mentioned The AI Playbook: https://www.scottishaiplaybook.com/ AI Birticle: https://www.wired.com/story/bias-statistics-artificial-intelligence-healthcare/ Machine Learning is not just glorified Statistics: https://towardsdatascience.com/no-machine-learning-is-not-just-glorified-statistics-26d3952234e3 Free Online AI Course: https://www.elementsofai.com/
In a revolutionary move that embraces the changing landscape of work, the Flexible Working Bill officially became law in July 2023, empowering employees to seek greater flexibility in their work arrangements (the new rules will likely come into effect in 2024). For employers, this legislation signals a paradigm shift in how teams operate, compelling them to adapt and accommodate the evolving preferences of their workforce. The Birth of the Flexible Working Bill Originally proposed by MP Yasmin Qureshi, the Flexible Working Bill, also known as the Employment Relations Act, signifies a landmark step toward redefining traditional work norms. The bill offers employees the autonomy to determine when, where, and how they work, a transformation that has been accelerated by recent shifts in work patterns. Understanding the Key Changes Immediate Requests: Unlike previous norms, the new legislation empowers employees to submit flexible working requests from the very first day of employment, amplifying their control over their work-life balance. Consultation and Justification: Employers are now mandated to engage in dialogue with employees before rejecting a flexible working request. This move ensures that all parties understand the reasoning behind decisions and fosters a culture of transparency. Frequency of Requests: Employees can make up to two flexible working requests within a 12-month period, providing them with opportunities to adapt their arrangements as their circumstances evolve. Response Time: Employers are required to respond to these requests within two months, streamlining the decision-making process and allowing employees to plan their work lives more effectively. Impact Assessment: Unlike previous requirements, employees no longer need to predict how their flexible work request might affect their employer. This shift alleviates pressure on employees and allows employers to consider requests without anticipating potential disruptions. Preparing for a Flexible Future: Employer Responsibilities Embracing the Flexible Working Bill involves more than just compliance; it's about cultivating a work environment that promotes employee well-being, productivity, and inclusivity. Here's how employers can proactively navigate this new terrain: Education and Communication: Familiarise your team with the implications of the bill. Encourage open conversations about flexible working options, addressing any concerns or misconceptions. Review and Revise Policies: Update your company policies and procedures to align with the new legislation. Establish clear guidelines for processing and responding to flexible working requests. Infrastructure and Technology: Ensure your organisation has the necessary technological infrastructure to facilitate remote work and flexible arrangements. Invest in communication tools, project management software, and cybersecurity measures to support a dynamic work environment. Training for Managers: Equip your managers with the skills needed to handle flexible working requests effectively. Provide training on managing remote teams, assessing performance based on outcomes, and fostering a culture of trust. Evaluate Job Roles: Review existing roles to identify positions that could benefit from flexible arrangements. Assess the feasibility of job-sharing, remote work, compressed workweeks, and other alternatives. The Benefits of Embracing Flexibility While the Flexible Working Bill introduces new considerations for employers, it also offers a multitude of advantages that can enhance your business: Talent Acquisition: In an increasingly competitive job market, offering flexible work options positions your company as an attractive destination for top talent seeking work-life balance. Productivity and Well-Being: Research consistently shows that employees with flexible arrangements report increased job satisfaction, reduced stress, and improved mental well-being, leading to higher productivity and retention rates. Diversity and Inclusion: Flexible working can appeal to a diverse range of candidates, contributing to a more inclusive workforce and a broader talent pool. Adaptability and Resilience: Embracing flexibility fosters an agile work environment, enabling your business to navigate unexpected disruptions and market changes more effectively. Possible Negatives to Consider While the Flexible Working Bill brings forth a wave of positive changes, it's important for employers to also be aware of potential challenges that may arise: Team Cohesion and Communication: As employees adopt various flexible arrangements, there might be concerns about maintaining effective team communication and collaboration. A shift to remote work or differing schedules could lead to isolated team members or delays in information sharing. Performance Monitoring: Ensuring consistent performance evaluation and accountability can become complex in a more flexible work environment. Employers may need to establish new methods for assessing employee productivity and delivering feedback. Workload Distribution: Flexibility can sometimes result in an uneven distribution of work, especially if team members have different schedules or locations. Managers will need to implement strategies to ensure fair distribution and prevent overburdening certain employees. Data Security and Privacy: With remote work becoming more prevalent, there could be increased concerns around data security and privacy. Employers must ensure that remote work arrangements adhere to cybersecurity measures to protect sensitive information. Work-Life Boundaries: While flexible working can enhance work-life balance, it can also blur the lines between personal and professional life. Employees may find it challenging to disconnect from work when there are no clear boundaries between office hours and personal time. Business Continuity: In cases where multiple employees opt for flexible arrangements, businesses need contingency plans to manage potential disruptions. Adequate cross-training and communication protocols become crucial to maintain operations smoothly. Understanding the potential negatives of the Flexible Working Bill is vital to proactively address and mitigate these challenges. By incorporating thoughtful policies, open communication, and strategic planning, employers can harness the benefits of flexibility while minimising any drawbacks. As the Flexible Working Bill ushers in a new era of work dynamics, employers have a unique opportunity to reshape their workplaces and empower their teams. By embracing flexibility, you not only comply with the law but also foster a culture of trust, collaboration, and well-being that can drive your business to new heights. The future of work is flexible – it's time to embrace the evolution.
Morgan Hunt, a leading public sector recruitment agency, is pleased to announce it has been named as a supplier on Crown Commercial Service's (CCS) Non Clinical Staffing framework (RM6277). Under CCS’s RM6277 framework, Morgan Hunt will provide comprehensive recruitment services to a wide range of UK public sector bodies, including NHS contracting authorities, local government, universities, charities, and blue light services. We are delighted to continue supporting the public sector with its staffing needs. We have a 4-year track record of delivering excellent service to our customers through CCS’s Non Clinical Temporary and Fixed Term Staff framework (RM6160). As such, we are confident that we can continue to help public sector organisations in finding top-quality candidates to meet their staffing requirements. As part of the Non Clinical Staffing agreement (RM6277), Morgan Hunt will offer its services across multiple lots, ensuring clients have access to top-quality candidates for their specific needs. These lots include: Lot 1: Admin and Clerical Supply - This lot focuses on providing skilled administrative and clerical professionals to support the operational needs of public sector organisations. Lot 2: Corporate Functions - This lot specialises in recruiting professionals with expertise in various corporate functions, such as finance, HR, marketing, and more. It ensures that clients have access to qualified candidates in these areas. Lot 3: IT Professionals - This lot caters to the recruitment of IT professionals, enabling public sector organisations to find talented individuals to support their technological requirements. Lot 4: Legal - Through this lot, Morgan Hunt offers access to legal professionals with expertise in diverse areas, assisting public sector bodies in addressing their legal staffing needs. Lot 6: Estates, Facilities Management, and Ancillary Staff - This lot provides skilled individuals in areas such as maintenance, cleaning, catering, and other support roles, meeting the specific requirements of public sector organisations. These lots give clients the flexibility to secure quality candidates regionally and nationally across the UK, ensuring that they find the right professionals for their specialised needs. "We are proud to have been named as a supplier on Crown Commercial Service's Non Clinical Staffing framework (RM6277)," said Eliot Davies, Operations Director at Morgan Hunt. "We have a proven track record of service through other staffing agreements such as RM6160. Our unwavering commitment to delivering exceptional recruitment services to the public sector will continue with this new agreement. We are excited to be able to provide the public sector with exceptional talent solutions to achieve their staffing objectives." Crown Commercial Service (CCS) supports the public sector to achieve maximum commercial value when procuring common goods and services. In 2021/22, CCS helped the public sector to achieve commercial benefits equal to £2.8 billion - supporting world-class public services that offer best value for taxpayers. We remain committed to upholding the highest standards of service and professionalism, striving to offer the best staffing solutions for our public sector customers.
In an era defined by technological advancements, it comes as no surprise that artificial intelligence (AI) has made significant strides in transforming various industries. One such sector that has witnessed the impact of AI is recruitment, and the public sector is no exception. As a public sector recruitment agency, we have closely observed the integration of AI into our processes, prompting us to delve into the realm of possibilities and contemplate its potential benefits and drawbacks. In this blog, we explore how AI could replace certain systems and discuss the pros and cons of employing this cutting-edge technology. Replacing Traditional Systems with AI Candidate Sourcing and Screening Traditionally, sourcing and screening candidates has been a time-consuming process that involves sifting through countless CVs and applications. With AI, however, automated systems can swiftly analyse CVs, extracting relevant information such as qualifications and experience. By leveraging AI, recruitment agencies can significantly reduce the time and effort required for candidate selection, thus improving overall efficiency. Applicant Tracking Systems (ATS) Applicant Tracking Systems have long been an integral part of the recruitment process, helping manage CVs, track candidate progress, and streamline communication. AI-powered ATS platforms can take this a step further by using natural language processing algorithms to identify keywords, match candidates to job descriptions, and even predict the suitability of an applicant for a particular role. Such advancements eliminate human biases and ensure fair and accurate evaluations. Interviewing and Assessment Conducting interviews and assessments is a crucial aspect of the recruitment process. AI has paved the way for video interviewing tools that employ facial and speech recognition algorithms to assess candidates. These systems can analyse facial expressions, tone of voice, and language patterns to gauge a candidate's suitability for a role. AI-powered assessment tools can also evaluate skills through gamified simulations or coding challenges, providing an objective and standardised evaluation. Pros and Cons of AI in Recruitment Pros Enhanced Efficiency: AI streamlines and automates various aspects of recruitment, saving time and resources. This allows public sector recruitment companies to focus on more strategic and value-added tasks. Improved Accuracy: AI eliminates human biases, ensuring fair evaluations based on merit and qualifications. This promotes diversity and inclusivity in the recruitment process. Enhanced Candidate Experience: AI-driven systems can provide candidates with real-time updates, personalised recommendations, and valuable feedback, fostering a positive experience throughout the hiring journey. Cons Ethical Concerns: The use of AI in recruitment raises ethical considerations such as privacy, data security, and algorithmic biases. Recruitment agencies must navigate these challenges responsibly and ensure transparency in their processes. Lack of Human Touch: While AI brings efficiency, it may lack the human touch and intuition that can be valuable in assessing certain soft skills or cultural fit. Maintaining a balance between AI and human involvement is crucial to provide a comprehensive evaluation. Initial Investment and Training: Adopting AI technologies requires financial investment and staff training. Recruitment agencies need to carefully consider the cost-benefit ratio and allocate resources accordingly. Potential Bias Reinforcement: While AI has the potential to eliminate human biases, it can also perpetuate bias in the recruitment process. AI algorithms are only as unbiased as the data used to train them, and any dataset may contain implicit or explicit biases. If the historical data used to train the AI systems reflects biases present in society, such as gender or racial biases, the algorithms may inadvertently reinforce those biases. The Future of AI in Recruitment Looking ahead, AI has the potential to revolutionise the recruitment landscape even further. Here are a few areas where future AI advancements could bring significant changes: Predictive Analytics AI-powered algorithms can analyse vast amounts of data to predict future workforce needs, identify skill gaps, and make proactive hiring decisions. This can assist recruitment agencies in better workforce planning and talent management. Chatbots and Virtual Assistants AI-driven chatbots and virtual assistants can streamline the initial stages of candidate engagement, providing instant responses to frequently asked questions, scheduling interviews, and even conducting preliminary assessments. This can enhance the candidate experience and free up human resources for more complex tasks. Skill Development and Training AI-powered platforms can identify skill deficiencies among existing employees and recommend personalised training programs. This proactive approach can help public sector organisations nurture talent from within and bridge skill gaps effectively. AI has undoubtedly revolutionised the recruitment landscape, offering public sector recruitment companies a range of benefits. By automating processes, streamlining candidate selection, and improving accuracy, AI systems can significantly enhance efficiency and fairness in the recruitment process. However, it is essential to approach AI implementation with caution, addressing ethical concerns and striking a balance between technology and human involvement. As the future unfolds, the integration of AI in recruitment will continue to evolve, shaping the ability to attract the best talent while upholding its core values of transparency and fairness. We are committed to staying at the forefront of technological advancements in the recruitment industry. If you're looking for an efficient, inclusive, and forward-thinking recruitment partner, contact us today at [email protected]
Each year, 1.7 million students go to college in England to develop their careers, progress to university, engage in further education and increase their employability skills. In a post-COVID-19 pandemic world, there is wider economic importance of FE in raising skills levels and providing opportunities for young people, particularly through T-Levels and apprenticeships. As a result, there are a growing number of FE vacancies available in colleges across the UK. With September two months away, colleges are getting ready for the next academic year. And having the right staff in place, from college lecturers to administrators, is key. Jobs in FE colleges are diverse and include a range of roles, from teachers and learning support staff to careers advisers and student services workers. Further education is a rewarding sector to work in. Not only do you get to make a difference in the lives of young people, but you also get to be part of a dynamic and evolving sector. The sector has struggled to attract staff. One reason for this is that many people think they need set qualifications, sector experience, or a trained teacher to work in FE. This is not the case. Read on to learn more about jobs in further education and discover the benefits of working in this growing sector. About further education According to data from the AoC, there are 277 colleges in the UK, including 232 colleges in England and 45 sixth-form colleges. FE courses include A-levels, BTECs (Business and Technology Education Council), and T-levels. Some colleges also run undergraduate programmes. According to the AoC's College Key Facts 2021/22 report, colleges deliver: 84% of Higher National Certificates (HNCs) (at Level 4 - equivalent to a Certificate of Higher Education), 66% of Higher National Diplomas (HNDs) 67% of foundation degrees (both at Level 5 - equivalent to two-thirds of a bachelor's degree). These post-secondary school qualifications are delivered by FE, sixth form, and specialist colleges that aim to provide top-quality academic, technical, and professional education and training for both young people and adults. With apprenticeships increasing in popularity, colleges train around 1,100 apprentices Public service teaching jobs Teaching is considered one of the most respected careers in the UK. According to a Teach First poll, 42% of those surveyed voted this way, with around half (47%) agreeing that people underestimate how much impact a teacher can have on a young person. There is a demand for teachers in the further education sector in the UK, with opportunities available for those interested in pursuing a career in this field. High numbers of teachers within FE are needed to deliver work-relevant skills training. One key area that continues to struggle to attract new candidates is vocational education, where both teachers and assessors remain scarce commodities. There is a global teacher shortage, and talent is hard to find, particularly in specialist subjects. The UK government is recognising that further education teaching jobs need to be filled by seeking suppliers to bring 4,000 teachers into the FE sector by 2025, as part of an expansion to a major recruitment scheme. This is one reason for the increase in public service teaching jobs. No experience in FE? Not always a problem! College lecturer jobs do not always require teaching experience or certain academic qualifications. Some further education teaching jobs have on-the-job training, and some FE vacancies come with possible funding to achieve teaching qualifications. Courses such as bricklaying, engineering, and plumbing need experienced, skilled workers to teach the next generation. More colleges now focus on how valuable years of hands-on experience are as opposed to holding set qualifications. When it comes to recruiting FE lecturers for STEM subjects (Science, Technology, Engineering, and Maths) and assessors for vocational subjects such as Plumbing, Electrical Installation, bricklaying, and Hairdressing, vacancies continue to rise. At Morgan Hunt Recruitment, we have seen an increase in jobs in these areas in recent years. Nowadays, we talk about ‘portfolio careers’, and changing jobs is no longer a red flag; rather, it is an accepted norm in the wider employment market. So, if you have had enough of working in industry, now could be a great time to enter the college sector. The UK government has launched a £5 million scheme called the Taking Teaching Further programme, which will pay for up to 150 professionals from sectors such as engineering and computing to retrain as further education teachers. The joys of teaching in further education teaching If you take a FE lecturer job, you will still get to practise the trade you trained in and are passionate about. With a FE career, you will be safe in the knowledge that you are influencing and shaping the next generation of industry experts. The rewards of teaching in FE are plenty, and there is an opportunity for creativity and innovation. FE learners may have struggled within a school learning environment and will respond to a more innovative and personalised approach. The FE environment demands that FE lecturers approach teaching with enthusiasm and a positive attitude and assist students to apply their skills to real-life scenarios. Flexible working One of the most attractive prospects about working as a FE teacher is the opportunity for flexible working, which isn’t available in most other career paths. Many workers are disillusioned with the 9-to-5, limited holiday time, and weekend work required by those working in hairdressing or mechanics. Although FE workloads are demanding, teachers and assessors can often choose between working full-time, part-time, in the evenings, or even on a casual, hourly basis. This leaves significant scope for flexibility in working hours. What are the benefits of working within FE? Job security and stability One of the significant advantages of pursuing public service teaching jobs in FE is the stability and security that aren’t seen in other industries. A teaching career offers job security and is one of the most recession-proof jobs, according to CNBC News. FE provides a stable career in a post-pandemic world. Once you've landed a job in FE, you can feel confident that you'll have a stable career. With an emphasis on continuous learning and professional development, FE colleges provide plenty of opportunities. Jobs in the public sector, including public service teaching jobs, are known for their job security. This means that while other jobs are being replaced by technology or robotics, there will always be a need for teachers. Salaries, benefits, and annual leave Salaries for all roles within the FE sector are competitive. Public service education jobs often offer attractive benefits such as: Good pension schemes Generous leave entitlements A healthy work-life balance Those working outside of the education sector are not aware of the generous annual leave entitlement that comes with FE. Although this is dependent on the type of role, most are entitled to around 38 days of holiday per year, plus bank holidays. This is higher than the basic 20 to 25-day standard allowance. Making a Meaningful Impact Working in FE means playing a vital role in the education of young people seeking to enhance their skills and knowledge. Whether you're a lecturer, tutor, support staff, or administrator, you have the opportunity to inspire, motivate, and transform lives. Everyone working within the further education sector has a role to play in empowering learners to achieve their aspirations and make an impact on society. Diversity and inclusion FE colleges are hubs of diversity, bringing together people from different backgrounds, ages, and cultures. For those teaching in the sector, you will be working with a diverse range of students, each with their unique needs and aspirations. This dynamic and inclusive learning atmosphere enables you to enhance your teaching skills and broaden your perspectives. Flexibility FE careers offer flexibility in working hours and locations. With part-time, full-time, and flexible contract options, you can find a role that suits your circumstances while still making an impact in the field of education. Professional Development and Career Progression FE colleges are dedicated to continuous professional development for their staff. FE institutions encourage and provide resources for training, development and learning, helping you stay up-to-date with the latest teaching and industry trends. Whether you aspire to head of a department, progress to leadership roles, or specialise in an area, FE colleges have clear pathways for career advancement, ensuring you grow and develop your skills. Variety of FE Vacancies Public sector education jobs offer a plethora of opportunities. FE colleges have different departments and subjects, catering to diverse vocational and academic disciplines. Whether you're passionate about engineering, healthcare, the creative arts, business, or any other field, you are likely to find a niche within a FE college that aligns with your knowledge, skills, and experience. There are great reasons to work in further education. With an increasing demand for skilled professionals in public sector education, pursuing a role at a FE college is fulfilling. Jobs in FE colleges are a fantastic career choice for anyone interested in making a difference. If you are passionate about education, committed to lifelong learning, and eager to contribute to the personal growth of others, exploring further education and public sector education jobs could be your pathway to a new career. With plenty of jobs in further education, jobs in FE colleges, and FE vacancies available, now is a great time to consider a career in education. As a leading agency in public service teaching jobs, the Morgan Hunt education team can help you find the right public service teaching job. If you're looking for jobs in further education, search for our FE vacancies here. With many FE vacancies starting in September, now is the time to apply!
We’re thrilled to announce the successful completion of a retained executive search and selection campaign resulting in the appointment of a new Chief Executive Officer (CEO) for Woking & Sam Beare Hospice. Will Worthington, Principal Consultant at Morgan Hunt, worked closely with Woking & Sam Beare Hospice throughout the recruitment process. Engagement: 9th December 2022 Shortlist delivered: 1st February 2023 Search Completed: 21st March 2023 These dates were all in line with the previously agreed timescales considering the Christmas and New Year Break. Recruitment Process The search was tailored to target experienced CEOs from the charity sector, specifically those with a deep understanding of the hospice industry. Additionally, the campaign aimed to identify senior leaders from the NHS who possessed transferable skills essential for the role. Morgan Hunt's diligent approach encompassed a thorough assessment of both internal and external candidates to ensure a comprehensive selection process. Seven candidates were meticulously shortlisted for interviews. To ensure an in-depth evaluation, psychometric testing was employed for all candidates, which were carefully analysed and detailed summaries highlighting strengths and weaknesses were provided for each candidate. Successful Hire Siân Wicks LLM RGN joined Woking & Sam Beare Hospice as the new Chief Executive on 21st June 2023. Siân brings nearly four decades of experience as a Chief Executive, Non-Executive Director, and former Chief Nurse. Her continued inclusion in the NMC register underscores her ongoing commitment to professional excellence. Siân has a proven track record of providing strategic direction within health and social care across the NHS, Independent, and Charity sectors. Most recently, Siân served as the CEO of Haven House Children's Hospice and currently holds the position of Chair of the Board for Achieving for Children (AFC) LTD. Morgan Hunt Executive extends its warmest congratulations to Siân Wicks on her appointment as the new CEO and expresses gratitude to all the candidates who participated in the search process. Morgan Hunt would also like to acknowledge the invaluable contribution of Will Worthington, Principal Consultant, for his outstanding efforts and dedication in ensuring a successful outcome.
On Wednesday 28th June we ran, ‘From Addict to Advocate: A Personal Story’ , where Aaron Abbott, Business Manager at Morgan Hunt, shared his story from gambling addiction to setting up a social enterprise education young people on the dangers of gambling. We discuss: Aaron’s background and what triggered his gambling addiction The impact of addiction on mental health Coping tips and strategies for gambling addiction The roles of parents and employers in addressing and preventing gambling addiction Steps society must take to tackle this issue Watch the full recording below Further Gambling Information Support If want to find out more about gambling addiction or need some advice for yourself or someone you know, you can find further information and links to relevant charities on the NHS website here: http://www.nhs.uk/live-well/addiction-support/gambling-addiction White Paper You can find the white paper, ‘High Stakes: Gambling Reform for the Digital Age’ , available here: http://www.gov.uk/government/publications/high-stakes-gambling-reform-for-the-digital-age Safer Gambling Week Safer Gambling Week will run from the 13th – 19th November this year and is a fantastic opportunity to promote safer gambling. Find more information on their website here: http://www.safergamblinguk.org Signs of Problem Gambling Borrowing money to gamble of pay off debts Unpaid bills and debt Unexplained absences from work or social occasions Being secretive about gambling habits Lying to conceal the extent of gambling Swings in mood or behaviour Preoccupied with gambling and unable to stop Spend increased time gambling online or in-store Bragging about gambling – highlighting wins, not discussing losses Losing interest in past times and hobbies Gambling stake increases Chasing losses
On Thursday 25th May we ran, 'Navigating Restructures: Best Practices for Employers' , aimed at employers considering restructuring or facing redundancy situations. During the webinar our expert panel discussed the importance of managing the process effectively and minimising the impact on your organisation and employees. Key Takeaways: Best practices for navigating the redundancy process Legal considerations and requirements for redundancy Strategies to safeguard your organisation's reputation during restructuring The benefits of providing quality outplacement support to affected employees Tips for supporting remaining employees during the transition If you or your organisation are interested in outplacement services, we're currently partnering with an expert and can provide you with advice and support. You can click the links below as either an organisation or an individual. INDIVIDUAL ORGANISATIONS Watch the full recording below