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WhatsApp Job Scams

11 May 2023

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.

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Supporting Autistic People in the Workplace

30 March 2023

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 instructions
One 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 environment
People 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 issues
Autistic 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 downtime
Working 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 acceptance
Autistic 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 accommodations
Finally, 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].

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Supporting Your Employees During Ramadan

27 March 2023

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 changes
The 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 arrangements
During 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 times
As 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 awareness
Promote 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 communication
Communication 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 support
Ramadan 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!

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Re-Engaging the Over 50s Back Into the Workforce

16 March 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:

  1. 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.
     
  2. 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.
     
  3. 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.
     
  4. 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.
     
  5. 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.
     
  6. 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]

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5 Ways To Retain LGBTQ+ Employees

28 February 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.

 

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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]

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Insights into Retention and Job Satisfaction in the FE Sector

24 February 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]

 

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