Category Archives: Recruitment News

Education, News, Recruitment, Recruitment News

The Protocol Group Showcases New Business Identity At AOC Conference & V.I.P Event

A NEWLY formed business group says it is “on a mission” to provide solutions to the staff shortages currently impacting the education sector.

The Protocol Group made their vow while attending the Association of Colleges (AOC) Conference 2023 earlier this month.

Over two days, The Protocol Group also used the event to present its new brand identity and connect with education industry professionals.

The Nottingham-based group also held an exclusive V.I.P dinner event for C-suite education industry professionals.

Held at the ICC Birmingham across two days, the AOC conference is regarded as the biggest networking event in further education.

Amir Qureshi, the CEO of the Protocol Group, said he felt it was essential the business was present across three stands to showcase how it can be a brilliant partner to the attending education industry professionals.

Amir said: “The AOC conference is a vitally important melting pot for the best minds in education. It was essential that we as The Protocol Group and our subsidiary businesses were there to connect with education professionals and show them how we can provide a huge value add to their work lives.

“One of the biggest issues in education right now is staff shortages, and our mission is to change that. What better place to present this ethos than in a room full of the people our work will provide the most benefit to.”

The Protocol Group also brought star power to the AOC conference, hosting a ‘beat the pro’ competition at one of its three stands with legendary Olympic sprinter Derek Redmond.

There was a prize for the conference attendee who was able to beat Derek’s score or come the closest on the reaction-based Batak board game

The night before the opening day of the AOC conference, the Protocol Group held a V.I.P dinner event at the Marco Pierre White restaurant overlooking the Birmingham skyline on the 25th floor of the cube in Birmingham.

Hosted by Redmond, the event saw close to 100 attendees indulging in the finest food and entertainment whilst discussing the deeper issues within education and recruitment and hearing the future plan for The Protocol Group.

Summarising his thoughts on the success of the event, Amir said: “I’m delighted with how special our V.I.P event was. A great networking opportunity with some of the industry’s best minds, fine food and even famous faces; it ticked every box.

“Most importantly, it was a real pleasure to give a speech explaining my vision moving forwards for The Protocol Group to a room of people that could have an exciting involvement with the business.”

 

EVs and Automotive News, News, Recruitment, Recruitment News

Tackling the looming EV technician skills crisis: preparing for the electric revolution

As the UK gears up for the green revolution, the automotive industry faces a critical hurdle in the form of a shortage of trained electric vehicle (EV) technicians.

It’s widely accepted that action is needed to tackle this shortage and ensure EV adoption doesn’t stall due to a lack of skills in the repair and maintenance of vehicles.

While much of that action involves higher level measures such as commitment to policy, funding incentives and education opportunities, energy recruitment specialists say there are also steps that individual automotive businesses can take to protect their own futures.

Experts at Jonathan Lee Recruitment, which has more than 45 years of experience in sectors including transport, advanced technology and renewable energy, have shared some top tips for tackling the EV recruitment challenges.

The firm’s Associate Director, Lee Elwell, discusses the issue.

The challenges

According to recent reports from the Institute of the Motor Industry (IMI), there is a huge shortage in the number of electric vehicle technicians needed as the roll out of EVs continues.

The professional body estimates the market will need 103,000 qualified technicians to work with electric vehicles by 2030, rising to 124,000 by 2032. Its adjusted forecast warns of a potential shortfall of 16,000 by 2032.

The skills shortage has been exacerbated by a number of issues impacting independent garages in particular, of which there are around 30,000 in the UK. These include:

  • Driver ambivalence towards electric vehicles
  • An increase in the average age of vehicles on the road resulting in more work on fuel-based cars
  • Existing workforce shortages – around 24,000 vacancies – making it harder to send people on the relevant training courses needed

The situation hasn’t been helped by the Government’s decision to delay the ban on the sale of new petrol and diesel cars for a further five years until 2035. Despite this, many vehicle manufacturers have already committed to going fully electric and will be continuing with planned timelines regardless.

The opportunities

While there are challenges for businesses to overcome in tackling EV recruitment, the situation does present an opportunity for those which can invest the time and effort in preparing for the drive to electric. There are almost one million electric vehicles on the roads already and a shortage of skilled EV technicians means the garages which are equipped with the people and knowledge are well placed to take advantage of growing market demand.

The solutions

There are steps that automotive businesses can take to tackle these recruitment challenges head on and give themselves the best possible chance of finding the people they need in the numbers required.

Upskilling existing mechanics

There’s no getting away from the fact that meeting the EV technician shortage is going to involve investment in training and recruitment. But with the future being electric, it’s surely worth making the investment and getting ahead of the game.

Training courses and qualifications are widely available to upskill car mechanics to be able to work on electric from organisations such as the IMI and others. As well as future-proofing businesses, investing in employee development demonstrates a commitment to the workforce and the environment.

Short-term contractors

The general age of cars on the road has risen and already understaffed independent garages are struggling under increased workloads. This, together with the delay on the 2030 target, means EV training has probably slipped down the priority list. Garages could be too busy to send people on training courses, even if they wanted to.

Using contractors in the short-term to free-up training time for permanent members of staff, could provide an immediate solution that protects a business for the future.

Unlocking the talent pool

When skills are in short supply, it’s worth adopting a more strategic approach to recruitment, especially when the usual methods of posting on local jobs boards isn’t working. Partnering with a recruitment specialist can help unlock a business’s talent pool. That means building relationships with schools, colleges and training providers to attract new recruits, identifying people in other sectors with transferrable skills and targeting adverts in the places most likely to be seen by potential candidates.

It means knowing just where to look for those people who might not have the exact qualifications needed, but do possess the competencies and values that could make them the ideal candidate.

Creating a talent pool

Another solution could be for businesses to consider creating their own talent pools by offering training schemes or apprenticeship programmes so they have a homegrown team of skilled technicians to deploy for the electric revolution.

Getting recruitment ready

When skills are in short supply, businesses need to work harder to make themselves stand out. The first step to recruitment success is to make sure the offer and package is right by benchmarking salaries and other benefits, while clearly communicating the business’s mission and values. Factors such as a work-life balance, development opportunities, flexibility and wellbeing support can often be a deciding factor when candidates have more than one offer on the table.

Planning for recruitment

Whether new staff members are needed now or in the future, working with a recruitment specialist to plan ahead and identify the strategies that will get the results can make all the difference.

EV mechanics will play a key role in shifting society towards a cleaner, greener mode of transport, so it’s vital that the looming skills crisis is tackled head on.

For help with EV recruitment, contact Lee Elwell (Associate Director, Energy) on 01384 446154, or email Lee.elwell@jonlee.co.uk.

 

Digital Skills, News, Recruitment, Recruitment News, Technology, Thought Leadership

2024 is Age of Smart Recruitment: The Year of Tech Driven Hiring.

Written by Paul Marchant, Regional Vice President, Northern Europe at SmartRecruiters

We read about it every day. A major challenge in the EMEA job market currently is the shortage of digital skills. Over half of UK businesses struggle to find employees with the necessary digital skills – and to make matter worse, 46% of the european workforce lack the basic digital skills needed for conitnued business innovation. The difficulty businesses face when trying to bring in digitally skilled talent is such that they can’t afford to leave any stone unturned. They have to have an efficient, always-on recruitment process in place so that they can bring the right talent in as and when it is available.

To bridge this gap, organisations are turning to innovative HR technologies, such as AI-powered recruitment platforms. These platforms use machine learning algorithms to identify and match candidates with the right skills, whether or not they have the prior experience, greatly improving the size of a potential talent pool.

 

The HR and recruitment industry in the EMEA is going through exciting changes as we get closer to 2024. Research shows that integrating HR systems with third-party platforms is becoming increasingly important. According to Deloitte, 84% of organisations believe that this integration is crucial for boosting HR effectiveness and efficiency. It allows for smooth data exchange, streamlines processes, and improves the candidate experience.

But how exactly is HR and recruitment in 2024 being shaped by the integration of third-party platforms, addressing the digital skills shortage, and adopting AI-powered technologies?

 

Embracing the Third-Party Integration Revolution.

The reality is that a one-size-fits-all approach no longer suffices in 2024 to meet diverse recruitment needs. Continuous technology advancements have prompted comprehensive vendors to recognize the significance of third-party integrations. For example, Microsoft’s Viva seamlessly incorporates HR technology into existing workflows, aligning with the trend of utilising technology through users’ preferred channels.

Third-party integrations are vital for achieving overall business success, extending beyond technical HR professionals. Integration capabilities and interoperability have become critical factors in technology acquisitions, as companies increasingly understand the necessity of seamless integration with existing systems and workflows. By embracing third-party integrations, businesses unlock the full potential of diverse technologies, boosting productivity and fuelling innovation.

For instance, a company using an applicant tracking system (ATS) can benefit from integrating it with third-party assessment tools. These integrations allows seamless evaluation of candidates’ skills and qualifications, making the hiring process more efficient and effective.

It is vital for organisations to recognise the significance of third-party integrations in HR technology. By embracing these integrations, businesses overcome limitations and unlock the full potential of diverse technologies, ultimately increasing productivity and innovation.

 

Unleashing Hidden Talent and Embracing Skills-Based Practices.

The demand for tech skills in 2024 is soaring as organisations embark on their digital transformation journey. AI revolutionises the hiring process by enabling companies to embrace skills-based practices. AI algorithms can identify transferable skills, giving rise to internal skills marketplaces and mobility programmes within organisations. This development allows employees to uncover hidden talents and explore new career opportunities.

The convergence of AI and the skills agenda has led to a thriving vendor market, offering AI-powered solutions for skills management. By harnessing the power of AI, organisations can efficiently identify and leverage their workforce’s skills, leading to enhanced productivity and overall success.

 

AI will continue to be a major trend in 2024, capturing the attention of HR professionals. Industries heavily reliant on frontline workers experience a growing demand for AI-driven solutions. However, the adoption of AI may vary across regions due to privacy laws and regulations. The transformative power of AI remains undeniable.

Cultural and legislative factors shape attitudes towards AI, resulting in differing levels of adoption across geographic markets. SmartRecruiters understands this and offers organisations the flexibility to deploy AI based tools on their comfort level, empowering them to effectively manage risks. Implementation of AI is heavily influenced by cultural nuances, with different markets having diverse interpretations of diversity and inclusion. Our mission is to provide a comprehensive and diverse perspective by leveraging cross-customer datasets worldwide, ensuring fairness and mitigating biases in AI models.

The accuracy and reliability of AI models heavily rely on the quality of input data. Each organisation plays a crucial role in providing appropriate and unbiased inputs, such as job descriptions, to achieve optimal outcomes. Their contributions are integral to the overall success and effectiveness of the AI system.

 

Looking ahead to 2024, the HR and recruitment domain in EMEA will experience ongoing changes driven by emerging technologies and evolving market demands. Third-party integrations will be highly valued for enhancing productivity and fostering innovation. AI-powered hiring practices focusing on skills will address the digital skills shortage, facilitating growth and career advancement within organizations. Automation and efficiency will be key macro trends, optimising workforces and enabling businesses to focus on higher-value tasks. AI will continue to play a major role in HR technology, transforming various industries.

As we move into 2024, AI will further advance and integrate into HR and recruitment practices, enabling businesses to thrive in an ever-changing technological landscape.

 

News, Recruitment, Recruitment News

Recruitment Firm Launches Groundbreaking New Group As It Sets Out Aim To Become Best In Class & Dominate Education Sector

“WE’RE GOING TO CHANGE THE WHOLE INDUSTRY.”

A new business group has launched that will transform recruitment services within the education sector, it can be announced today.

The Protocol Group, a parent company to three subsidiary businesses, has ambitious plans to dominate the UK education industry – and to become the “best in class”.

The newly rebranded group, which boasts 28 years of experience and recruitment excellence, is on a mission to become the go-to partner of all UK education institutions.

It aims to provide every aspect needed in the recruitment process, helping to make it as effective and easy as possible – while also keeping costs low for its clients.

Announcing details of the launch, Amir Qureshi, Chief Executive Officer at The Protocol Group, said “Our mission is clear, but it is ambitious, and it is wide ranging. We’re going to change the whole industry. We want to be a disruptor.”

The Protocol Group will fill a gap in the market which the current recruitment businesses’ have left open.

 

Mr Qureshi said: “At present the recruitment industry currently suffers from providing a one-dimensional service which does not attend to the full spectrum of needs education institutions require.

“We’re not happy with the way recruitment currently works, the industry hasn’t changed for 20 years. The whole sector is stale, which is why we’re determined to change the game.”

 

The Protocol Group provides staff members for all levels of education, ranging from nursery level, through to school level, all the way to higher education and special education needs.

The roles the group covers are not only limited directly to teaching staff, but also the other staff needed for the running of any education institution, including support staff, such as groundskeepers, lunch staff, cleaning teams and more.

 

Mr Qureshi said: “By delivering complete service recruitment solutions for our clients, we can fill any role. More and more clients are now joining us because they see how our team can quickly and consistently help them find the people they require to transform their services.”

 

This relaunch marks an exciting new chapter for The Protocol Group.

Via a team built on nearly three-decades of experience, they will be based out of seven offices in London, Manchester, Hertfordshire, Aberdeen, Birmingham, and Stamford, as well as its main head office in Nottingham.

This nationwide network of expertise means The Protocol Group boasts a team who are delivering levels of service its rivals are unable to match.

 

Speaking on how The Protocol Group will differ from other recruitment services, Mr Qureshi explained: “We don’t want our services to be a transaction, we want to be a bespoke partner to these education institutions. When it comes to education recruitment we quite simply pledge to be ‘the best in class’.”

Outlining how The Protocol Group will be doing things differently, Mr Qureshi continued: “Our services are built on decades of experience in delivering excellence and instinctively knowing what our clients need. We work with clients to provide the solutions they need. As a fast-growing company we’re quickly creating an environment where curiosity thrives, diversity is embraced and where everyone can learn and grow together.”

 

The Protocol Group recently announced the launch of two of three subsidiary businesses, Bookmark and eSafeguarding, which are key pillars of the group and respectively act as a recruitment database and cutting-edge DBS checking service.

With every aspect covered for all education recruitment needs, The Protocol Group is designed to be a holistic full-service partner of education institutions. This means education institutions can put their full trust in The Protocol Group to handle the recruitment process from start to finish, rather than working with multiple different companies which are not fit for purpose; or even having to hire internal staff to handle these issues.

There will also be a third business within the group announced in December, which will further add to the range of recruitment services The Protocol Group offers.

Outlining The Protocol Group’s aims for 2024, Mr Qureshi concluded: “The recruitment sector is changing all the time. And as providers, we all need to embrace that change and the opportunities it brings.

“We are constantly looking to develop new products, new services and new ideas which will transform the sector helping us The Protocol Group and to help our clients and candidates grow with us.”

 

To find out more about the Protocol Group, visit the website here

 

Franchises, News, Recruitment, Recruitment News

Franchise owners driving business dreams forward.

An enterprising Bradford couple who help keep other organisations on the road are in the fast lane to business success after investing in an award-winning franchise operation.

Husband and wife team Tim and Fiona Hennah, franchise owners of driver employment agency, Driver Hire, in Lower Wortley, Leeds, have recorded the highest-ever sales figures for the franchise’s Leeds West division in over 25 years and have turned over £1.2M in just two years since acquiring the franchise.

Tim took on the franchise after over thirty years in the leisure sector, with the last 17 spent as a corporate product and events manager for P&O Ferries. In 2020, just as the Covid 19 pandemic was impacting, Tim was made redundant and, aged 55, was left to ponder his next career move.

After conducting lots of research and realising that he no longer wanted to work directly for anyone, Tim considered a franchise model with Driver Hire, the UK’s largest specialist supplier of transport and logistics staff. It is also one of the UK’s most successful and respected franchise brands.

Having decided that this was the right move for him and his family, he persuaded his wife Fiona to leave her career in healthcare at Bradford Royal Infirmary and join him in his business venture.

The couple were advised by Leeds-based chartered accountant Simon Gray, who, in addition to assisting the couple with investing their own money in the venture, helped them to access and secure funding, enabling them to acquire the Driver Hire Leeds West franchise from the previous franchisees.

Since taking over, Tim and Fiona have driven the business forward impressively. The franchise is expanding rapidly and is one of the fastest-growing, most successful Driver Hire franchises in the UK. There are currently over 100 active recruitment franchises nationwide.

Tim commented: “It’s been a whirlwind two years since taking over the franchise in the summer of 2021. The business we acquired had been running successfully for almost 30 years but was beginning to fade. We brought new levels of energy, fresh ideas and real commitment to the venture, and we haven’t looked back since. Many couples struggle to work together successfully, but it’s worked well for us with our particular strengths and skills complementing each other well. I’m focused on the strategic elements of the business, whereas Fiona is more about tactics and day-to-day operations. Working with our accountant, Simon Gray, was integral to getting the business up and running. It’s important to get the best professional advice when starting a business.

“We’re on course for our most successful year to date this year and the strongest ever for the Leeds West franchise. Last month we had a record-breaking month in terms of performance. Although recruitment is a highly competitive sector, the opportunities are massive, and we feel that our team offers a great deal of valuable experience and first-class customer service skills, which have helped us to build up a loyal customer and driver base. By the time we hit our fifth year, we hope to have grown the business to £2M turnover and increased from the current team of four to at least six or seven.”

The business is also exploring local community links and recently became a sponsor of Farsley Celtic FC for the 2023/24 season.

Added Simon Gray: “Tim and Fiona have had an incredible impact since taking on the Driver Hire franchise. They have brought so much in terms of interpersonal skills, customer service and focus to the initiative and have quickly established a very successful operation. Working very closely with the couple at the decision-making stage was key, helping them secure funding from various sources, and presenting accurate cash flow modelling and forecasts, which helped them to move forward with confidence and realise their business dreams. It’s great to see their business motoring on so successfully.”

Image caption: Tim and Fiona Hennah, franchise owners of driver employment agency, Driver Hire.

Energy, Recruitment, Recruitment News

Skills and recruitment must be high on agenda of new battery strategy taskforce

Skills and recruitment must be high on the agenda of the Government’s new battery strategy taskforce if the UK is to succeed in its goal of developing a world-leading battery economy.

Specialist renewable energy recruiters at Jonathan Lee Recruitment have welcomed the inception of the taskforce, which will support the creation of a battery strategy for the UK, but say the significance of recruitment cannot be overlooked.

Lee Elwell, Associate Director at the longstanding recruitment firm, said: “As recognised in the Government’s recent call for evidence for the battery strategy, the design, development, manufacture, and recycling of batteries will play an essential role in meeting our net zero targets. That relates to both energy storage and as the powerhouse for electric vehicles.

“However, the success of these ambitious goals hinges largely on a robust recruitment strategy that aligns with industry needs.”

Seizing opportunities in the battery market

The battery market is poised for transformative growth but this transition from fossil fuels to clean electrification needs a robust battery infrastructure.

The last decade saw the global demand for lithium-ion batteries skyrocket from 0.5 gigawatt-hours to 526 gigawatt-hours, highlighting the potential that lies ahead. 

At the same time, it is predicted that the UK will be producing almost 1.6 million electric vehicles every year by 2040 – all with batteries that need to be made and then ideally, recycled. Plans have been drawn up to meet the cell demand by way of new gigafactories, and there is a need to further develop the recycling element of the supply chain. 

Globally, the battery recycling market alone is estimated to be worth £27bn by 2030 and there are proposals in the pipeline to start building battery recycling facilities in the UK, such as new planned sites by Veolia and Technology Minerals in the West Midlands and LTS in London.

It’s clear to see that the opportunities – and the stakes – in the battery sector have never been higher. But the numbers also beckon an urgent question: Are we ready?

The aspiration to create a circular economy, as presented in Innovate UK’s recent 2035 UK Battery Recycling Industry Vision report, further emphasises the scale of the task ahead. Reclaiming materials from end-of-life batteries, developing sustainable battery lifecycles, and driving innovations in battery design and manufacture are huge undertakings. And like all sectors in renewable energy, they depend upon having a knowledgeable, skilled workforce at their core.

The importance of recruitment

With such an expansive vision for the battery market, the recruitment aspect can’t be relegated to the backseat. Having witnessed the evolutions of numerous sectors over four decades, we understand the pivotal role of a skilled workforce in realising industry ambitions.

By 2040, the battery industry could offer employment to upwards of 100,000 people. As companies gear up for this future, the challenge lies in securing the right skill sets, the visionaries, the innovators, and the diligent workforce that can turn these aspirations into tangible results.

Gearing for the future

“As an organisation with expertise and experience in delivering quality recruitment solutions to the engineering and manufacturing sectors for over 45 years, Jonathan Lee Recruitment is well-positioned to support this growing sector,” Lee adds. 

“Our team of renewable energy recruiters have a deep understanding of what our clients and candidates require. As the UK stands on the cusp of a battery revolution, we’re here, once again, ready to help business prepare for and solve those recruitment challenges.

“Taking the time to look ahead, to identify and nurture the talent pool now is key to success in the future. That means defining the job roles that will be key to delivering a successful battery-orientated economy, while assessing the extent of the skills already out there, those coming through and those that can be transferred.

“Given the scale of the necessity and the opportunity, this has to be supported by a national training and recruitment plan.

“It’s not just about formulating strategies; it’s about ensuring they’re grounded in reality.”

To talk about recruitment for your energy enterprise, please contact Lee Elwell (Associate Director, Energy) on 01384 446154, or email Lee.elwell@jonlee.co.uk.

News, Recruitment, Recruitment News

Firms Recruiting Staff Using Resumes Risk Falling Behind in Tackling Skills Shortages, According to Study

Applying for a job with a resume is no longer the best way to find work, according to a new global research report which finds that 87% of employers report problems finding talent this way.

The study ‘The State of Skills-Based Hiring 2023‘ by TestGorilla reveals the scale of the issue – with 60% of companies experiencing a skills shortage exacerbated by changing work patterns post-pandemic, and staff increasingly changing careers.

The alternative, skills-based hiring – where candidates are screened based on their aptitude to perform the job by going through a series of skills-based tests or exercises – is accelerating. According to the research, 73% of firms are now opting for this route – a jump of 17% from 2022 (56% of companies were using skills-based hiring 12 months ago).

Issues cited by employers still using resumes include accuracy (51%), difficulty in ranking applicants (43%), and problems with unconscious bias – all contributing to the overall picture that resumes are now outdated as a primary selection method.

The benefits to employers recruiting for skills are compelling:

  • 88% report a reduction in mis hires;
  • 74% reduced cost to hire;
  • 82% said time to hire was less
  • 89% experience higher levels of staff retention.

Employers also report an increased desire to recruit for soft skills. With automation and AI rising in many sectors, emotional intelligence is becoming more prized as a way to complement this trend – 91% of employers said soft skills are more important than they were 5 years ago, an increase from 81% in 2022.

Indeed, staff hired for their skills experience less bias and are more likely to be working in diverse teams. 84% of the firms polled experienced a positive impact on workplace diversity after adopting skills-based hiring.

 

Commenting on the findings, TestGorilla CEO and co-founder Wouter Durville (pictured above) says: “This is a seismic shift considering resume screening has been almost universally relied on for decades. Skills-based hiring has been around for a fraction of the time that resumes have. We are seeing a tipping point which could mark the death of the resume as a way to get work in the next two to three years.”

Employees recruited for skills are happier, the research found. 38% of skills-based hires surveyed said they are happy in their job compared to 28% of those who landed their jobs through a resume-based hiring process.

Sectors most likely to be using skills-based hiring at some point in the recruitment process were found to be those working in the broadcasting and publishing industry (100%), marketing (100%) and real estate & leasing (83%). The sectors least likely to be recruiting on skills were wholesale, education, and transport sectors.

The move away from resumes altogether looks set to continue, with 60% of firms looking to increase their spend in skills-based selection in the next 12 months, up from 39% in 2022.

 

Wouter Durville adds: “While qualifications and experience are still valid, we are seeing that a candidate’s ability to be able to do the job they are applying for is much more easily gauged by assessing their skills.

“This approach to recruitment is also, crucially, levelling the playing field when it comes to diversity – skills-based hiring by definition does not introduce bias. With increasing remote work opportunities, skills-based hiring is attracting talent from all over the world into roles that would otherwise have been closed off using the old resume selection route.”

Disability, Disability at work, Marketing & PR, Recruitment, Recruitment News

HuHa PR is appointed by the first global job board for disabled people, Evenbreak.

HuHa PR today announced they have been appointed by Evenbreak, the first global job board for disabled people, by disabled people. The appointment will see the agency support the job board as it aims to grow awareness throughout the disabled community and throughout employers who want an inclusive workforce.

This summer was a particularly busy one for Evenbreak as the job board sponsored  a number of high profile events, including Para Swimming World Championships, the accessible Morph’s Epic Art Adventure London and it joined the Disability Ai Alliance. This July also saw  the launch of their first TV commercial by Evenbreak. The commercial stars some of the job board team as they reenact the challenges faced by disabled people when job hunting. The first TV commercial was aired in support of the controversially titled documentary Rosie Jones: I am a R****d, that raises awareness of ableist trolling.

Talking about the appointment, Evenbreak’s Head of Marketing, Jemma Redden said: “I’m really excited to be collaborating with HuHa on our PR strategy. Lisa and Victoria have a wealth of experience and they have already created some fantastic ideas to help us reach more disabled candidates and HR/talent teams.”

 

Lisa Hughes CoFounder of HuHa PR said: “Victoria Haley and I are honoured to be working with Evenbreak at such a crucial time, this summer they sponsored some amazing initiatives and it is our job to ensure the awareness raised through those events is amplified to those who count. Evenbreak joins the dots by introducing disabled people who want work to employers who want a diverse workforce. The work Evenbreak does is invaluable as they don’t just offer employment but offer a significant life changing experience for people of all abilities, offering opportunity and confidence. Evenbreak also has the influence to make the workplace inclusive for everyone.”

 

International News, Recruitment, Recruitment News

SmartRecruiters Expands its Reach in APAC with the Launch of a New Australia Data Center Hosted by AWS

SmartRecruiters, the industry’s leading All-in-One Hiring Platform, is excited to announce a significant milestone in its global expansion strategy.  The company is proud to unveil its latest endeavor – the launch of a state-of-the-art data center in Australia, hosted by Amazon Web Services (AWS). This expansion marks a strategic move to better serve clients in the Asia-Pacific (APAC) region, ensuring greater reliability, scalability, and security for their data needs.

The new Australia data center represents SmartRecruiters commitment to meeting the growing demand for data services in the APAC market. This facility leverages AWS’s cutting-edge infrastructure, offering businesses in the region the opportunity to access advanced cloud computing and data storage solutions while adhering to the highest industry standards for security and compliance.

Key benefits of the new Australia data center include:

 

  • Enhanced Data Accessibility:
Clients in the APAC region will experience reduced latency and improved data accessibility, resulting in faster response times and a better overall user experience.
  • Scalability:
The new data center allows SmartRecruiters to scale its services seamlessly, accommodating the evolving needs of businesses across various industries.
  • High-Level Security:
Security is a top priority at SmartRecruiters.  The Australia data center is equipped with robust security measures to protect clients’ data, including advanced firewalls, encryption, and continuous monitoring.
  • Compliance:
SmartRecruiters ensures that all data center operations are fully compliant with relevant data protection and privacy regulations, providing clients with peace of mind.

Reliability: 
With redundancy and failover mechanisms in place, our growing customer base in the region can trust that their critical data and applications will remain accessible even in the event of unforeseen disruptions.

 

“This expansion is a testament to our dedication to meeting the evolving needs of our clients in the APAC region. By providing them with a world-class data center that leverages AWS’s expertise, we are empowering businesses to innovate and grow while ensuring their data remains secure and accessible.  I’m beyond proud to see how far we have come in the region after only a short few years,” said Rich Lewis-Jones, VP of APAC.

 

SmartRecruiters is confident that this strategic expansion will further solidify its position as a global leader in the talent acquisition space.  With the new Australia data center, the company aims to foster innovation, enable digital transformation, and support the growth of businesses throughout the APAC region.

To learn more about SmartRecruiters and the company’s commitment to the APAC region, join us at HS APAC 2023 in Sydney.

 

About SmartRecruiters

SmartRecruiters enables Hiring Without Boundaries™ by freeing talent acquisition teams from legacy applicant tracking software. SmartRecruiters’ next-generation platform serves as the hiring operating system for 4,000 customers like Bosch, LinkedIn, Skechers, and Visa. Companies with business-critical hiring needs turn to SmartRecruiters for best-of-breed functionality, world-class support, and a robust ecosystem of third-party applications and service providers.

For more information visit www.smartrecruiters.com or www.linkedin.com/company/smartrecruiters

 

Agriculture, News, Recruitment, Recruitment News

Agri-EPI Centre partnership continues to ‘bear fruit’ for specialist recruitment firm

An exciting initiative to grow the UK’s agricultural industry is ‘bearing fruit’ for a specialist recruitment firm since it joined Telford’s agri-tech innovation hub.

Jonathan Lee Recruitment took up offices in the Agri-EPI Centre, based at Harper Adams University, earlier this year to be closer to the community it serves – supporting agri-tech businesses by sourcing the specialist skills they need to develop ideas, design processes, or grow their operations.

The move has led to more conversations, more enquiries, and new clients, which is enabling the company to contribute towards the creation of a more sustainable society.

Grant Nisbet, Director of Jonathan Lee Recruitment, said: “There are some really exciting innovations happening in agri-tech right now which are transforming the UK agricultural industry to become more efficient and more sustainable.

“But finding the right people to drive those innovations forward is challenging. Talent attraction and management solutions are needed more than ever to bridge that skills gap. The Agri-EPI Centre is home to a variety of these innovative projects, as well as being closely linked to the sector-leading Harper Adams University and the nearby agri-tech Ni.Park in Newport, which has just opened a second phase.

“Being at the heart of that community, both in Telford and the Agri-EPI Centre itself, is enabling us to add even more value to the sector. It’s opened many doors, including giving us immediate access to a 200+ membership of businesses in the agri-tech sector.

“We even helped the start-up in the office next door to find a design engineer to work on the development of their unique new broccoli harvesting machine. It’s almost certain we wouldn’t have had this opportunity if we weren’t based in the centre.”

UPP has pioneered new technology which uses AI and automation to harvest broccoli crops more efficiently while significantly reducing waste by collecting the previously discarded parts of the plant to turn into sustainable proteins.

The smart machinery fully automates the spotting, cutting, lifting and carrying process at a rate of up to 3km/h, and allows for the 80% of the plant that is normally left behind to be upcycled into a product that can now be sold.

But the company was struggling to find a suitably qualified and experienced design engineer to help take the prototypes forward.

Where other agencies had failed, Jonathan Lee was able to find the perfect candidate with an agricultural and engineering background who, not only had the right skillset, but was also looking to escape the city rat race. Mark Thackwray was also at a time in his life where he was willing and able to take what some might perceive as a risk, by joining an agri-tech start-up.

Mark has held a variety of roles throughout his career in both manual and design aspects of engineering since studying mechanical engineering with agriculture at Harper Adams University in the early 1980s. Later he completed a Bachelor of Engineering degree and added skills in CAD software.

Mark always had a love of agriculture, after growing up next to a farm, and was able to pursue his passion in the early stages of his career, working at companies where he was involved in early irrigation systems and designing prototype balers and potato harvesters.

But in recent years, he’d been working in more heavy industrial settings, including his previous job working as a design engineer at an industrial equipment supplier.

After suffering with serious health problems throughout a large portion of his adult life and now aged 61, Mark was looking for a change – he just didn’t know what it was.

“I’d put my CV out there and had several approaches and job offers straight away, but it was the consultants at Jonathan Lee who really grasped what I was looking for and spotted my potential for the role at UPP,” Mark said.

“My early career was all agricultural and while I’ve worked in and around that to some extent since, it’s been mostly in more stressful industrial applications in recent years.

“Part of the job stress was a hectic, busy commute to the outskirts of Birmingham. I now travel a short distance in the opposite direction to a wonderful countryside location which is right on my doorstep.

“The stress of those previous roles was even making me consider a complete career change to driving a taxi or something. But this is perfect. I get to work on an exciting project with a lot of problem solving. I work on the design, but I can also be hands on, so I’m drawing on all my skills.

“I know people might think it’s a risk working for a start-up, but given all the benefits of the job and the rural setting, it was a risk that was definitely worth taking for me. The job, the place, the building, the people, it’s all fantastic. When I come outside, I can breathe the fresh air and hear the birds tweeting rather than being next to a main road on a busy industrial estate.

“The opportunity to design something which I know will impact people’s lives is also pretty great. I’m much happier.

“As well as recognising the transferrable skills, Matt, Peter and the team at Jonathan Lee realised that it was as much about the values and additional benefits for me, which led me to pursue the role at UPP rather than one of the other prospects I had on the table. I’m lucky that they felt I was the right fit for them too.

To find out more about how Jonathan Lee Recruitment can support agri-tech businesses, visit www.jonlee.co.uk, or contact agri-tech recruitment specialist, Matt Johnson, on 01952 987033, or email matt.johnson@jonlee.co.uk.