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Understanding Social Work England Registration

28 March 2024

On Wednesday 27th March 2024 we ran, ‘Understanding Social Work England Registration’, where we were joined by Morgan Hunt's Social Care Business Director, Chris Armstrong, who shared his essential insights on efficiently navigating the Social Work England registration process as an overseas-qualified social worker.

This session will:

  • Give an overview of the registration process.
  • Talk through the timescales.
  • Explain the most common mistakes social workers make to cause delays with their application.
  • Talk through the dos and don'ts of the application process to ensure your application is dealt with as quickly as possible.


Watch the full recording below



Recruitment in Social Care: The Benefits of Using a Specialist Agency

18 March 2024

In the UK, the shortage of skilled social workers is a pressing concern. Most English councils struggle to recruit and retain social workers. It impacts the quality of care and support for vulnerable individuals. Social work and social care are areas of concern as services are projected to continue to see an increase in demand over the coming years.

At the start of the year, the UK Government unveiled a £600 million support package for local councils, with a £500 million boost to the Social Care Grant. This initiative aims to reinforce social care budgets and increase the core spending power for all councils by a minimum of 4%.

Retention and recruitment remain a challenge in 2024. In recent years, social workers have quit in record numbers as they struggle to cope with more challenging caseloads, the aftermath of the COVID-19 pandemic, and the cost of living crisis. In 2022, 5400 social workers left the profession, marking a 9% increase compared to 2021.

In 2023, Community Care launched a campaign to champion the social work profession. The Choose Social Work campaign showcases the brilliant work social workers do every day. It is one of many initiatives to encourage an uptake in social work careers.

On a global scale, World Social Work Day takes place on 19th March 2024. It celebrates the transformative role of social workers. This year’s theme is ‘Buen Vivir: Shared Future for Transformative Change’, which is rooted in the Global Social Work Agenda and emphasises the need for social workers to adopt innovative, community-led approaches.

While there is much going on to entice more social workers to the profession, recruitment in social care remains a challenge. And one that a specialist social work recruitment agency can help with.

Six benefits of using a social work agency include:


1. Understanding the sector
Social care recruitment agencies have an in-depth understanding of the social work landscape. From regulations and sector-specific nuances to the latest trends, social work agencies are well-versed in social work complexities. Specialised knowledge ensures that you are connected with candidates who have the necessary qualifications and align with the values your organisation needs.

2. Access to skilled social work professionals
Finding the right social worker isn’t about ticking boxes; it’s about making a positive impact on lives. Collaborating with a social work recruitment agency means tapping into an extensive network of skilled professionals. Morgan Hunt maintains close ties with diverse candidates, ranging from those with experience with local authorities to those from private organisations. This opens doors to various opportunities that may not be accessible through conventional recruitment methods. You can choose from a pool of candidates who align with your organisation's mission and values.

3. Specialist support
One of the key benefits of engaging with a social care recruitment agency is the personalised process. A social work agency invests time in understanding your organisation's needs and culture. By understanding your requirements, they ensure a fit between your team and the selected candidates. This contributes to the effectiveness of your organisation by placing individuals in roles where they can thrive and contribute.

At Morgan Hunt, we recruit for all positions, from front-line staff to management, in sectors including homelessness, mental health, supported housing, young people, and domestic violence. Each sector has a dedicated consultant with specific knowledge and expertise in their field.

4. Streamlined recruitment process
Time is of the essence when you need to fill critical social work positions quickly. For social work clients seeking to strengthen their teams, partnering with a specialised recruitment agency streamlines the hiring process. Morgan Hunt conducts candidate background checks and meticulously pre-screens and vet candidates. This saves your organisation time, budget, and resources. By entrusting the recruitment process to experts, you can concentrate on delivering essential care and support, secure in the knowledge that your team is backed by skilled social care professionals.

5. Helping to fill skills-short areas
The scale of the crisis in children’s social work was shown in figures for 2022 published by the Department for Education. It shows the number of professionals has fallen for the first time since data collection began in 2017 – despite rising need. The Local Government Association 2022 Workforce Survey revealed that more than 8 in 10 councils have difficulties recruiting children’s social workers. Eighty-three per cent of authorities said they had difficulties recruiting children’s social workers. Morgan Hunt has a strong track record of partnering with children’s services across the UK to recruit talented and passionate social workers from overseas into permanent front-line positions.

The findings also revealed that 7 in 10 struggled to recruit adult social care workers. Local authorities’ use of agency social workers in adults’ services rose by a quarter from September 2022 to September 2023, according to Skills for Care figures. To fill gaps in these areas, social work agencies in the UK can help.

6. Continued support post-placement
The relationship doesn’t end once a social worker is hired. Social care recruitment agencies provide ongoing support, ensuring a smooth transition for the social care worker and your organisation. From onboarding to addressing challenges, agencies are committed to long-term success.


Recruit in social care with Morgan Hunt

A social work recruitment agency can offer a long-term solution to improve your hiring strategy. We all understand the critical role that social care workers play in supporting vulnerable individuals and communities. Whether you’re part of a local authority, charity, the NHS, or housing association, having access to skilled and dedicated social workers is vital.

At Morgan Hunt, we recruit for public-sector social care jobs as well as private-sector recruitment in areas including:

  • Homelessness
  • Mental health
  • Supported housing
  • Domestic violence
  • Young people's support
  • Children's services
  • Adult services
  • NHS organisations
  • Temporary social work jobs

If you'd like to discuss your current social care recruitment campaign and how we can help, contact us.


How to Find the Best IT Skills for Your Organisation

06 March 2024

A strong IT team is crucial for any organisation and technology recruitment leads to this. Using a good IT recruitment agency ensures you attract the best skills for your team. In a skills-short market, tech recruitment agencies play a vital role.

A strong IT team ensures that your systems run well. They troubleshoot issues, minimising downtime and maximising productivity. When you have the best IT skills for your organisation, they will protect your organisation's data and systems from cyber threats. They implement cyber security measures, conduct risk assessments, and protect information. And it doesn’t stop there. IT teams drive innovation by adopting new technologies, streamlining processes, and improving efficiency.

Today, technology plays a key role in driving growth and innovation. Organisations, from large multinationals to public sector bodies, must adapt to stay competitive. Here’s where IT skills come into play: IT professionals today need a mix of technical and soft skills. But how do you identify the right ones? And put together a solid and reliable IT team?

Starting your Business Transformation Projects
Business transformation is about more than adopting new tools; it impacts every area of your organisation. Before your technology recruitment starts, consider your organisation’s vision, mission, and long-term objectives.  Your IT strategy needs to align with your business goals. Whether it's enhancing the user experience, streamlining operations, or implementing digital transformation, a clear vision will guide your technology recruitment.

Consider Digital Transformation Skills
Digital transformation is the heartbeat of modern organisations. Automation, AI tools, and ChatGPT are reshaping the business world. To implement new technology, specific roles and job titles are needed. This can include change management specialists, project managers, AI engineers, AI developers, data scientists, and Chief Technology Officers (CTOs).

Taking a Customer-Centric Approach
You need to think about how technology can enhance the customer experience. When writing job descriptions and talking to your IT recruitment agency, consider IT skills that bridge the gap between technology and customer needs.

Finding Skilled IT workers
There is an IT skills shortage in the UK and indeed in much of the world. 93% of businesses say there is a gap in IT skills within the UK jobs market. These are the findings from The IT Skills Gap Report. This means that you may need to tap into the hidden talent of passive candidates and also consider offering remote tech jobs.

Passive Candidates Benefits
Passive candidates aren’t searching for IT jobs online but they are not unresponsive to hearing about opportunities with different employers. A professional IT recruitment agency, such as Morgan Hunt Technology, will have access to a solid database of passive candidates. They will be familiar with the IT jobs you are looking to fill. Experienced technology recruitment consultants also assess soft skills and candidate career plans. So, you’ll interview candidates with skills beyond their technical qualifications and experience.

Digital Transformation Skills Needed
Look for IT professionals who have a mix of skills. These skills can help ensure that your business stays competitive and adaptive to technological advancements.

  • Cloud Computing
  • Data Analytics
  • Artificial Intelligence (AI)
  • Cybersecurity
  • DevOps
  • ERP (Enterprise Resource Planning) systems
  • Computer Languages

As businesses continue to migrate to the cloud, knowledge of platforms including AWS, Azure, or Google Cloud is invaluable. Skills in data analysis, machine learning, and AI are indispensable. Nowadays, protecting sensitive data has never been so important. IT professionals skilled in cybersecurity and threat detection are vital. Programming languages such as Python are beneficial. Python is used for developing websites, software, task automation, and data analysis.

Don’t neglect Soft Skills
In tech recruitment, agility is non-negotiable. You need to recruit IT professionals who thrive in dynamic environments and can adapt. The best IT teams go beyond technical skills; they thrive on collaboration. Modern IT professionals need soft skills in areas including, communication, teamwork, and adaptability. Additional skills for tech recruitment include:

  • Problem-solving
  • Teamwork
  • Emotional intelligence (EI)
  • Presentation skills
  • Resourcefulness

IT Contractors
IT contractors work on multiple projects and have a lot of knowledge of different systems, industries, and project types. They also won’t need lengthy inductions and extra training. Using IT contractors for project work can give you access to short-term STEM specialists who are used to different scenarios and quickly pick up information.

Industry-Specific Expertise
Different industries need different IT skill sets. Tailor your recruitment strategy to target candidates with expertise in your sector. Whether it's finance, healthcare, manufacturing, or the public sector, professionals who understand your business will contribute to the success of IT initiatives.

Don’t neglect your Employer Brand
To attract the best IT candidates, your company needs to be a great place to work. A Wonderful Workplaces survey revealed that almost all (90%) of candidates consider an employer’s brand when applying for roles. Ensure your website has a careers page and up-to-date social media channels. Your organisation should share what it's like to work there and entice candidates and interviewees. Ensure you showcase some of your IT projects and your general organisational culture. Keep an eye on Glassdoor and LinkedIn reviews, as current and former employers will give information about day-to-day work and also the hiring process.

Finding a good IT Recruitment Agency
There are many recruitment agencies, from London IT recruitment agencies to small boutique recruitment agencies. Using a reputable IT job agency such as Morgan Hunt can help. Specialist IT recruitment consultants understand the significance of finding the right IT skills to drive your organisation's growth. They know how to navigate the ever-changing world of tech recruitment. As a specialised technology recruitment agency, we excel at connecting businesses with the best IT professionals in the industry.

Pathing the Way to Success
Remember, a well-functioning IT team isn't just about fixing technical glitches; it's about driving success and growth for your organisation.  In the ever-evolving landscape of IT, adaptability and foresight are key. By identifying the right IT skills, and skills gaps and understanding your business aims, your organisation can thrive in the digital age.

Conclusive Technology Recruitment
To take your tech and IT recruitment to the next level get in touch today. Our team is on hand to support you, whatever your requirements may be in this ever-evolving technological world.


Empowering Change and Building Resilience during Restructuring

29 February 2024

On Wednesday 28th February 2024 we ran, ‘Empowering Change and Building Resilience during Restructuring’, where we were joined by two expert speakers who explored essential strategies for effective restructuring, from meticulous planning to fostering resilience.

We discussed:

  • Planning and Communication
  • Employee Wellbeing
  • HR Resilience
  • Organisation Resilience
  • Outplacement Services


Watch the full recording below



14 Ways to Create an LGBTQ+ Inclusive Workplace in 2024

29 February 2024

Fostering inclusivity is not just a choice; it’s the right thing to do, and it also makes business sense too. Creating an environment where everyone, regardless of their sexuality, feels accepted and valued is crucial for the success and well-being of both employees and the organisation as a whole. In this blog post, we'll explore practical steps to make your workplace more LGBTQ+ inclusive, embracing the principles of respect, understanding, and teamwork.

Importance of Inclusivity
Inclusivity is not just a buzzword; it's a cornerstone for a thriving and successful workplace. Embracing diversity, including individuals of all sexual orientations and gender identities, contributes significantly to an organisation's innovation, creativity, and overall success. When employees feel valued for who they are, irrespective of their background, they bring their authentic selves to work, leading to increased engagement and productivity. Inclusive workplaces also foster a sense of belonging, reducing turnover and attracting top talent. Moreover, an inclusive environment encourages diverse perspectives, which is vital for problem-solving and decision-making. By prioritising inclusivity, organisations not only create better working environments for their employees but also position themselves as socially responsible and forward-thinking entities.

Understanding the current landscape of diversity and inclusion in the UK workplace is essential for driving positive change. According to a study by Stonewall, a leading LGBTQ+ rights organisation:

  • More than a third of LGBT staff (35%) have hidden that they are LGBT at work for fear of discrimination.
  • Almost two in five bi people (38%) aren’t out to anyone at work about their sexual orientation, compared to seven per cent of gay men and four per cent of lesbians.
  • One in four trans people (26%) aren’t open with anyone at work about being trans. This number increases to about two in five non-binary people (37%) who aren’t out at work.
  • Almost one in five LGBT staff (18%) have been the target of negative comments or conduct from work colleagues because they’re LGBT.
  • Almost one in five LGBT people (18%) who were looking for work said they were discriminated against because of their identity while trying to get a job.

These statistics underscore the need for continuous efforts in creating inclusive workplaces where all employees feel accepted, supported, and free to be themselves. By addressing these challenges, organisations can take meaningful steps towards building a truly inclusive culture that reflects the diverse tapestry of the workforce in the UK.

14 Practical Steps to Foster LGBTQ+ Inclusivity

So how can organisations promote inclusivity? We have put together our 14 practical steps to foster LGBTQ+ Inclusivity.

  1. Recognise that Identities are Complex
    Everyone is different. Make sure to set some time aside to get to know your current team and any new starters, this creates a safe space for them to share who they really are and share any issues they’re experiencing.
  2. Don’t Expect Anyone to ‘Out’ Themselves
    Being ‘Out’ at work is a choice that each individual should feel comfortable to make for themselves. Many people won’t feel safe or comfortable outing themselves at work, so design your programmes to include people, whether they are ‘out’ are not.
  3. Educate and Raise Awareness
    Start by fostering a culture of awareness. Provide educational resources that help employees understand the diversity within the LGBTQ+ community. Simple workshops or presentations can go a long way in dispelling myths and stereotypes, promoting empathy and understanding.
  4. Inclusive Language
    Language matters Encourage the use of inclusive language that respects diverse identities. Be mindful of gender pronouns and create an environment where individuals feel comfortable expressing their preferred pronouns without fear of judgment.

    Inclusive Terms

    • Hi all, folks, team, friends, team, everybody, everyone, or specific terms like customers, clients, employees
    • Invite your partners, spouses to the event
    • Chair, chairperson, door attendant, bartender, server etc
    • Humankind
    • Best person for the job
    • The person in the green shirt
    • Sexual orientation, sexuality
    • Gender identity
    • Trans, trans person, transgender person, trans man, trans woman

    Non Inclusive Terms
    • Hi guys, ladies, gentlemen
    • Invite your boyfriend, girlfriend, husband, wife to the event
    • Chairman, doorman, barman, barmaid, waiter, waitress etc
    • Mankind
    • Best man for the job
    • The man in the green shirt
    • Sexual preference
    • Sex, specifically mistaking sex for gender
    • Transgendered, transwoman, transman
    • Decided to be/become a man or woman 
  5. Normalise Pronouns
    Including the option to had pronouns in your email signatures and various platforms your organisation use is an important move towards inclusivity. As mentioned, this should be optional, as not everyone will feel comfortable sharing their pronouns. Not everyone will feel comfortable sharing their pronouns. You could say something like:

    “Anyone who wants to add their pronouns to their email signature is welcome to. Adding these words helps make it clear that we respect each other’s gender identities and normalise conversations about gender.”

    You can display pronouns in Teams Profiles, Slack profiles, Zoom participant names, staff bios, HR and payroll software etc.
  6. Celebrate Diversity
    Celebrate different cultural events and observances related to the LGBTQ+ community. Acknowledge Pride Month or other relevant occasions by organising events, displaying inclusive decorations, or even sharing stories of LGBTQ+ individuals within the organisation. This not only promotes awareness but also helps create a sense of belonging.
  7. Establish Support Networks
    Consider setting up support networks or affinity groups within the workplace. These groups provide a platform for employees to connect, share experiences, and offer support. This fosters a sense of community and shows that the organisation values and encourages diversity.
  8. Inclusive Policies
    Review and update existing policies to ensure they are inclusive and supportive of LGBTQ+ employees. This includes non-discrimination policies, healthcare benefits, and family leave policies. Communicate these policies clearly to all employees to ensure everyone is aware of their rights and feels supported.
  9. Lead by Example
    Leaders play a pivotal role in shaping company culture. Encourage leaders to lead by example, embracing diversity and inclusivity in their daily interactions. When employees see leadership actively promoting an inclusive environment, it sets a powerful precedent for the entire organisation.
  10. Foster a Safe Space
    Create a workplace where individuals feel safe to be themselves. This involves addressing any instances of discrimination promptly and effectively. Implement reporting mechanisms and ensure that employees trust the process, knowing that their concerns will be taken seriously.
  11. Continuous Training and Development
    Implement ongoing training programs to keep employees informed about evolving diversity and inclusion issues. Equip them with the tools to challenge biases, stereotypes, and discriminatory behaviours. This proactive approach ensures that inclusivity remains a fundamental aspect of the organisational culture.
  12. Intersectionality Matters
    Recognise that individuals may belong to multiple marginalised groups, and their experiences are shaped by the intersection of these identities. Embrace an intersectional approach to inclusivity, acknowledging the unique challenges faced by employees who belong to both the LGBTQ+ community and other marginalised groups.
  13. Employee Resource Groups
    Encourage the formation of Employee Resource Groups (ERGs) specific to the LGBTQ+ community. ERGs provide a platform for networking, mentorship, and advocacy within the organization. They also serve as valuable channels for feedback and insights on creating a more inclusive workplace.
  14. Know that there’s no Quick Fix
    There’s no button you can press for instant LGBTQ+ inclusion. It’s an ongoing, ever-evolving journey towards a more inclusive future. Similarly, there is no one template for a perfectly LGBTQ+ inclusive workplace. Inclusivity should be seen as both a process and a goal, rather than a quick fix.

Building a more LGBTQ+ inclusive workplace is not just a goal; it's a journey. By embracing diversity, promoting understanding, and fostering a sense of belonging, organisations can create environments where everyone can truly thrive. Remember, it's not about meeting quotas; it's about inspiring working lives by making every employee feel valued, respected, and included. As we take these steps together, we pave the way for a future where workplaces reflect the rich tapestry of the diverse and vibrant communities we serve.

If you and your organisation would like further advice on how to build an inclusive workplace for the LGBTQ+ community, or any diverse group for that matter, reach out us at You can find out more about Morgan Hunt’s Diversity and Inclusion work here:


Financial Wellbeing in the Workplace

19 December 2023

In today’s current climate, especially when taking into consideration the cost-of-living-crisis, companies are increasingly recognising the importance of fostering financial wellbeing among their employees. Financial stress can significantly impact an individual's overall well-being, leading to reduced productivity, increased absenteeism, and a decline in job satisfaction.

How are our finances and mental health linked?

The intricate connection between finances and mental health is a well-established reality. In the UK, individuals facing financial challenges often experience heightened levels of stress, anxiety, and even depression. The burden of debt, the pressure to make ends meet, and the uncertainty surrounding future financial stability can take a toll on one's mental and emotional well-being. This intersection is particularly significant in the workplace, as financial stress can permeate into professional life, impacting focus, decision-making, and overall job satisfaction. Recognising this interplay is crucial for employers aiming to create a supportive and thriving work environment.

Why should employers be concerned about the financial wellbeing of their staff?

Employers should have a vested interest in the financial wellbeing of their staff, as it directly correlates with the overall health of the organisation. Financially stressed employees are more likely to experience decreased job satisfaction and engagement, leading to lower productivity levels. The impact is not confined to the individual; it ripples through the entire workplace, affecting team dynamics and organisational culture. High levels of financial stress can contribute to increased absenteeism and employee turnover, in turn, elevating recruitment and training costs.

Moreover, businesses that prioritise the financial wellbeing of their employees are more likely to attract and retain top talent, fostering a positive reputation and competitive edge in the job market. In essence, the financial health of employees is intricately tied to the success and sustainability of the business, making it a strategic imperative for employers to proactively address and support the financial wellbeing of their workforce.

How can you help as an employer?

Employers have the power to improve both the financial and mental wellbeing of their workforce, as well as their productivity, by introducing new processes or resources that build financial resilience, creating a culture of support and providing essential help once problems have set in.

  1. Financial Education Programs
    Results from the Family Resources Survey (FRS) for the financial year 2020 to 2021, reported
    one in seven UK families reported having no savings. Highlighting the need for comprehensive financial education programs.
    1. Provide employees with resources and workshops on budgeting, saving, and investing.
    2. Offer seminars on topics like debt management, retirement planning, and financial goal setting.
  2. Comprehensive Benefits Packages
    1. Include financial wellness benefits in employee packages, such as retirement plans, health savings accounts (HSAs), and access to financial advisors.
    2. Consider offering flexible work arrangements to help employees balance work and personal financial responsibilities.
  3. Employee Assistance Programs (EAPs)
    A survey by the Mental Health Foundation found that
    almost one third (31%) of UK adults have felt anxious in the past month due to their personal financial situation.
    1. Implement EAPs that address not only mental health but also financial stress.
    2. Provide confidential counseling services for employees facing financial challenges.
  4. Salary Transparency and Fair Compensation
    1. Foster an open dialogue about compensation, ensuring that employees understand their salary structure and benefits.
    2. Regularly review and adjust salaries to align with market standards and employee contributions.
  5. Promotion of Work-Life Balance:
    1. Encourage a healthy work-life balance to prevent burnout and reduce the temptation of seeking additional income through multiple jobs.
    2. Offer paid time off and flexible scheduling options.
  6. Debt Relief and Assistance
    The Money Charity reported that, as of January 2022,
    the average total debt per UK household, including mortgages, was £63,122., emphasising the importance of debt management. 
    1. Explore partnerships with financial institutions to offer low-interest loans or debt consolidation programs for employees facing financial strain.
    2. Provide information on debt management and resources to help employees navigate financial challenges.

Benefits of Prioritising Financial Wellbeing

  • Improved Productivity
    Employees experiencing reduced financial stress are more likely to be focused and engaged at work.
  • Enhanced Employee Loyalty
    Companies that actively support their employees' financial wellbeing create a sense of loyalty and commitment.
  • Reduced Absenteeism
    Financially healthy employees are less likely to miss work due to stress-related illnesses.
  • Positive Company Culture
    Prioritising financial wellbeing fosters a positive culture that cares for its employees beyond their professional contributions.


Promoting financial wellbeing in the workplace is not just a moral imperative but also a strategic investment in the success and sustainability of a company. By implementing thoughtful initiatives, companies can empower their employees to achieve financial stability, leading to a more engaged, productive, and satisfied workforce. As we move forward, let us recognise that the health of a business is intricately tied to the financial health of its employees.