Tag Archives: recruitment

Finance and Banking, News

Boost for UK SMEs as WeDo secures £50m in funding

WeDo Business Services has secured £50m in funding which will enable it to significantly expand its support of small and medium-sized companies across the UK.

The funding is provided by alternative investment manager Waterfall Asset Management and will be used to help WeDo bolster the growth of its SME customer base through a range of finance facilities.

The WeDo group has its headquarters in Greater Manchester and additional offices nationwide. It provides invoice and trade finance, asset finance, loans and start-up funding to a growing client base, as well as accountancy, HR, back-office and IT services.

WeDo was founded by Mark Lindsay and Chris Robinson in 2019 with just four staff and has grown rapidly through organic expansion and acquisition. It currently has over 70 staff across its Oldham headquarters and its network of offices.

Its overall lending now exceeds £50m, and chief executive Mark said Waterfall’s funding would enable it to achieve significant growth as it aims to reach £100m within the next three years.

WeDo’s nationwide client base spans a range of sectors, including recruitment, engineering, manufacturing, logistics and wholesale distribution.

Mark said: “This significant investment is a vote of confidence in our business and will help us to exponentially grow our ability to provide support to SMEs from across our finance divisions.

“We share a desire to establish a long-term relationship with the goal of helping more SMEs to succeed in building sustainable businesses for the future, by alleviating their cashflow constraints and enabling them to invest for future growth.

“WeDo has a strong track record of supporting the northern economy by offering finance to companies across the region and this will continue, as well as enabling us to significantly expand our geographical reach.

“There is increasing demand for the type of lending and support services we provide, reflected in a record month for new client wins in the first quarter of this year.

“We understand the challenges of growing a business from a new start, and we want to help others to do the same. It can be lonely as a business owner, and we provide a support network to ensure the wellbeing of themselves and their companies.”

James Cuby, managing director at Waterfall, said: “WeDo provides a comprehensive funding solution and support services to SMEs across the UK and has an experienced management team who are committed to supporting the growth of the businesses they fund.

“We are pleased to support WeDo’s expansion plans and look forward to a successful relationship.”

Food & Drink, News, Technology

£750k funding boost for OSY Group’s technology which extends shelf-life of food produce

A company whose flagship technology increases the shelf-life of food produce and reduces waste has secured £750,000 from investors to support its rollout across the UK and internationally.

The funding boost for OSY Group will accelerate its commercialisation of Xtend, an antimicrobial packaging coating which enables a range of food types, including fruit and vegetables, to stay fresh in their packaging for longer.

It will also enable OSY Group to expand its team, who are based at the Manchester International Office Centre near Manchester Airport.

Marc Braterman, chief executive of OSY Group, said: “Currently 1.3 billion tonnes of food is wasted or lost each year globally, and between eight and 10 per cent of global greenhouse gas emissions result directly from food waste.

“We aspire to lead the charge in global food waste reduction through our innovative technology, as well as helping to drive down greenhouse gas emissions and food poverty, supporting grocers as they strive to achieve their sustainability targets, and enabling food producers to tap into more export markets.

“This latest funding round is a major milestone as it will enable us to accelerate the commercialisation of Xtend in the UK and internationally, while also focusing on growing our team. We are looking to create a number of roles in the coming months in line with our strategy.”

Xtend is a water-based antimicrobial coating for packaging surfaces. It leaves microscopic pins on the packaging surfaces that puncture and kill microbes and slow the natural spoiling process that affects the fresh produce within.

It has undergone extensive testing at independent laboratories, universities and other facilities, which has proven the technology to be food safe and compliant with the Food Contact Materials regulations for fresh produce, said Marc.

Testing has shown that Xtend extends shelf-life by multiple days on various forms of packaging, he added.

It is suitable for lidding film, plastic trays, flow wrap, fibre and board, flexible film paper, outer packaging and board and film combined for food-to-go, such as sandwiches.

Trials of Xtend have also been conducted with a major UK grocer as well as leading soft fruit producers and large European packaging companies.

Marc said: “These trials, in addition to the extensive testing carried out at facilities in the UK, have demonstrated that Xtend maintains freshness for longer and therefore significantly contributes to reducing food waste.

“It can be easily integrated into existing packaging production, and has a range of other applications beyond food produce due to its direct coating qualities.”

The latest investment, from three new individuals and one existing backer, follows a £250,000 equity fundraising last year and an award from Innovate UK through its ‘Better Food for All’ competition to support companies forging innovative ways to tackle nutrition challenges. Innovate UK’s funding is supporting OSY’s ongoing research and development.

OSY is one of only a small number of companies selected to be part of a global innovation business programme run by Innovate UK in Canada and Australia.

Among the advisers to OSY are Dr Malcolm Driffield and Dr Rhodri Evans, of scientific, engineering and regulatory consultancy Exponent International.

Hospitality, HR, News

New HR managers’ research on attractiveness of hospitality professions released in Sommet Education Foundation launch

Sommet Education, a leading worldwide player in hospitality education boasting a community of 10,000 students and 60,000 influential alumni worldwide, has launched its Foundation, a significant milestone aimed at supporting employment challenges within the hospitality sector.

The Foundation will concentrate on tackling the sector’s employment challenges by focusing on two levers of action: offering scholarships for hospitality education to talented individuals from disadvantaged backgrounds, and advocating for careers and professions in hospitality.

 

Empowering individuals from underserved communities to pursue rewarding careers in hospitality

The launch comes at a pivotal moment for the industry, with the travel and tourism sector projected to provide employment for 449 million people worldwide by 2034, according to the World Travel & Tourism Council (WTTC). By then, 12.2% of the global workforce will be powering this vibrant sector. Despite these promising figures, many destinations and hospitality employers continue to face recruitment challenges.

Drawing on Sommet Education’s long-standing commitment to developing hospitality talent, the Sommet Education Foundation will leverage its global network of hospitality schools (Glion Institute of Higher Education, Les Roches, École Ducasse, Invictus, and Indian School of Hospitality) to train and open doors to careers in this industry for individuals from diverse and socially disadvantaged backgrounds.

The Sommet Education Foundation will identify talents supported by a network of social partners, including UN agencies, governmental entities and NGOs. Talents will be selected in alignment with the framework of United Nations Sustainable Development Goal number 4, focusing on inclusive education. Funding and support will be provided to educate and empower, particularly youth from impoverished backgrounds and women, while also creating lifelong learning opportunities and ensuring talents are gainfully employed within the sector.

 

Sommet Education Foundation patronage

“Joining the hospitality industry is more than a job guarantee; it is a promise of a rewarding and fulfilling career nurtured by human encounters, passion, cultural exchanges, and experiences,” said Anouck Weiss, Executive Vice-President at Sommet Education Foundation. “By offering scholarships leading to employment opportunities, we aim at offering life-changing opportunities to a new generation of talents and empowering them with the necessary skills to join the thriving hospitality industry.”

The Foundation can already count on Accor as a Founding Patron. The hospitality group has already committed to promoting talent development, fostering social equality, and bolstering economic growth through a first dedicated initiative in India. Steven Daines, Chief Talent & Culture Officer at Accor, said: “As a leading hospitality group, investing in people’s talent is a key priority. Hospitality is a sector that transcends territories and borders. This implies open-mindedness and connection to others. I am proud to be in a sector that promotes cross-border work experiences and multicultural environments”.

Echoing his views, Anne-Sophie Beraud, SVP Diversity & Inclusion & Social Care at Accor, added: “The success of our employees must not be determined by diplomas, origins or nationalities. We want to guarantee each of our talents the opportunity to reach their full potential by preventing inequalities and discrimination.”

Promoting hospitality professions: survey shows strong sector attractiveness and employer voluntarism to attract and retain new talents

 

To inform the Foundation’s roadmap and strategic direction, the Sommet Education Foundation engaged OpinionWay, a pioneering market research institute, to conduct a comprehensive European survey to identify the key factors that attract and retain talents in the hospitality industry. 1,300 young professionals and hospitality HR managers across Europe were interviewed, along with 20 key industry leaders (below) encompassing the broader spectrum of the sector, including hotels, restaurants, travel, tourism, independent, medium-sized and large hotel groups, and high-end retail.

Alain Ducasse, Chef and Founder, École Ducasse

Carole Pourchet, Director General, Majorian

Christelle Grisoni, CEO, Bertrand Hospitality

Christian Catiello, Manager Director Organization, Alpitour World

Christopher Jones, Director General, Brioche Dorée

Cyril Baron, General Manager, Caviar House & Prunier

Eric Frechon, Chef, Meilleur Ouvrier de France

Isabelle de Bardies, Director General – CEO Division, Angelina

Jade Frommer, Co-Founder and CEO, Ephemera

Katrin Melle, Regional Vice President DEI & Talent EAME, Hyatt

Laurent Kleitman, Group Chief Executive Officer, Mandarin Oriental

Maribel Rodriguez, Senior Vice-President, WTTC

Marion Amacker, Associate Director, Morgan Philipps Executive Search

Natalia Bayona, Executive Director, UN Tourism

Nathalie Seiler Hayez, Managing Director, Swiss Deluxe Hotels

Philippe Héry, Managing Director, Hippopotamus

Pierre-Olivier Aguinalin, Chief HR Officer, Hublot (until February 2024)

Sabine Masseglia, Managing Director, St Barts Tourism

Steven Daines, Chief Talent & Culture Officer, Accor

Tigrane Seydoux, Co-Founder, Big Mamma

The research found that the service sector holds considerable appeal for 85% of young professionals across Europe. Three-quarters of young European professionals would be ready to join high-end hotels, restaurants and retail shops, praising the career opportunities, especially internationally, and the people-to-people connections. The survey confirms the overall challenge of the sector throughout Europe, with 59% of HR managers facing employment challenges. 78% state that Generation Z (18 to 28 years old) brings specific challenges around identification, recruitment and loyalty.

 

Hospitality’s unique promise fuels optimism in the sector

Professionals within the sector are resolutely convinced of the depth and appeal of their respective fields, the survey found, with an overwhelming 86% expressing confidence in the sector’s allure. Moreover, they exhibit unwavering faith in their ability to sustain employee commitment, rating it at an impressive 7.5 out of 10.

This sector offers pathways for individuals to advance socially and professionally, regardless of their educational background. It stands out as one of the few industries where individuals can achieve rapid success and take on greater responsibilities over time, effectively climbing the social ladder. This unique promise of upward mobility makes it particularly appealing to many. Furthermore, employers place a premium on motivation, soft skills and service-oriented personalities, prioritising these qualities over formal diplomas and are ready to invest in their talents. The overwhelming majority – 93% of HR managers – emphasise the centrality of training in fostering talent excellence, development and long-term loyalty.

On this subject, Laurent Kleitman, Group Chief Executive at Mandarin Oriental, shared: “Architects design the buildings of tomorrow. I would like people coming out of hospitality schools to be able to design the experience of tomorrow.”

News

150+ staff at booming care agency benefit from cost of living and mental health support

A CARING business is supporting its 150-strong workforce with a series of events and activities to combat the cost-of-living crisis and health and wellbeing challenges post-Covid.

Since launching in the pandemic, Enhanced Healthcare has grown to become one of the leading names in the sector.

The Colwyn Bay-based organisation is blazing a trail for others in the industry and has done so by prioritising its own team of nurses and health and social care staff.

Delivering temporary staffing solutions to a range of health and social care services across North Wales and beyond, the award-winning company was launched by Chanel Williams in 2021, as she herself was seven months pregnant in hospital recovering from a life-threatening condition.

That same year, Chanel was joined by friend and former colleague Natalie O’Brien, who took up the role of Director of Operations, and together they have overseen a period of expansion while doing all they can to help agency employees cope with the social, economic, and mental health challenges facing many people today.

“The last few years have been difficult in so many ways, with the Covid pandemic and cost-of-living crisis in particular having a huge impact nationwide,” said Chanel, from Colwyn Bay.

“Working within health and social care our team and the services we support were at the forefront of one of the most critical and demanding times we’ve ever faced, so it’s crucial as a responsible business we do all we can to create a supportive, open environment.

“We’ve organised events with financial advisers, health and wellbeing experts and more, tackling issues such as debt, mortgages, rising childcare costs, energy bills and the compounded remnants of the pandemic.

“I have been humbled by the response and proud our team feel they able to talk to us; they are the beating heart of Enhanced Healthcare and that will never change.”

Staff also enjoyed a free day of activities during the Easter break – alleviating some of the financial pressures the school holidays can bring – and held ‘drop-in’ days on a wide range of other topics including nutrition, budgeting, and money saving tips, with yoga, managing stress and physical wellbeing sessions planned for the near future.

“We will hold regular, accessible events for the team,” said Natalie, from Anglesey.

“Not only does this give us peace of mind, that we are doing all we can to help them through these challenging economic times, but it’s also good for morale.

“This is an investment in forward-thinking change which will in turn create positive working environments, improve staff retention, and reduce stress-related conditions.

“We have already seen the results, that by adopting this approach we can in turn make a greater difference and improve the quality of service for our clients and other stakeholders.

“Ultimately, a happy and supported workforce is far more proactive and productive than one which feels undervalued and overburdened. That’s huge for us, and for them in meeting our high standards – we encourage other organisations to consider taking the same steps.”

For more news and information and job opportunities with Enhanced Healthcare, visit the website www.enhancedhealthcare.co.uk and follow them on social media @enhancedagency.

Alternatively, call 01492 459896 or email info@enhancedhealthcare.co.uk.

News

Org Group appoints Pernille Fabricius as new Group CFO

Org Group today announced the appointment of Pernille Fabricius as Group Chief Finance Officer into a newly created role supporting growth plans for the Group and its subsidiaries – global talent services firm Morgan McKinley, business process managed services company Abtran, and advisory and technology services firm Org.

Pernille joined from NNIT where she was EVP, Head of Strategy, Transformation and M&A, and previously CFO. Prior roles included executive positions at ISS, GN, APMM, Getinge with the latest being Executive Director at Reliance Worldwide Corporation. In addition Pernille has held a number of Non Executive positions.

Pernille Fabricius’ appointment was welcomed by Group CEO Seb O’Connell, “Pernille is a strategic finance leader with an exceptional international track record in strategy and transformation which makes her an invaluable addition to both our Group and Operating Boards. We believe that Pernille’s expertise will elevate our capabilities through the next phase of growth and innovation.”

Incoming Group CFO, Pernille  said, “I’m delighted to be joining Org Group as it continues to strengthen its portfolio of services across international markets. The strong foundations established over 30 years allow us to provide long-term partnerships and solutions for our global client base.”

News

DE&I-prioritisation and Discrimin-AI-tion The Talent trends shaping recruitment and retention in 2024

Latest predictions from 900 industry professionals as part of research conducted by leading talent solutions specialists, Cpl’s Talent Evolution Group, reveals that DE&I will be deprioritised in 2024, AI will perpetuate discrimination, with 42% of C-Suite business leaders perceiving DE&I as a minimal priority and 71% encountering challenges with bias and discrimination issues when using AI in recruiting. 

Research predicts that budget cuts driven by a poor economic climate and a volatile marketplace due to global conflicts will result in a very tough year for hiring managers. Cpl’s Talent Evolution Group has developed their predicted Talent Trends in 2024 to help employers and candidates prepare for the year ahead. 

Several pivotal trends are set to shape the way organisations approach recruitment and retention. Each trend brings with it its own set of challenges and opportunities that demand strategic foresight and proactive measures: 

The Downfall of DE&I? – In 2024, industry professionals predict that inclusivity and gender equality will move down the priority agenda. With conflicts raging across the globe resulting in the cost-of-living crisis not easing up, DE&I may be an additional victim as organisations focus on cost-cutting, with a quarter (25%) of employers citing limited resources and budget as the main reason DE&I will have less focus next year. With 47% of UK employers considering DE&I a minimal or limited priority, there’s a growing concern about organisations falling short of their DE&I commitments. While there are challenges to overcome to maintain momentum, DE&I benefits are too great to ignore, and for brands that get it wrong, the consequences can be catastrophic from a brand reputational point of view. 

Accessibility knowledge gaps – People with disabilities and impairments will have an issue with many UK-based employers that do not prioritise accessibility in the talent acquisition process, as they will continue to be overlooked for certain vacancies. Accessibility in recruitment is already an area of concern, with almost one-fifth (19%) of organisations in the UK lacking established accessibility initiatives. Neglecting accessibility not only hinders talent acquisition but also sends a message that inclusivity is undervalued, and this can create severe consequences in more regulated sectors such as life sciences and public services.  

AI’s Dark Side – There will be increased discrimination in the talent selection process due to an overreliance on artificial intelligence. Unconscious biases in AI models are already a concern, particularly regarding diversity and inclusion efforts. This has been widely acknowledged at the recent Artificial Intelligence Summit in Bletchley Park. While 81% of hiring managers believe AI is a valuable resource, 87% acknowledge challenges with bias and discrimination. The EU’s AI Directive has placed recruitment in the highest-risk category for good reason, as the unchecked use of algorithms in hiring processes will perpetuate discrimination.  

Employer Branding Horror – Regardless of how well a job ad is worded, or how much detail goes into a job description, candidates won’t attend first interviews due to being put off by employer reviews on public forums like Glassdoor, disclosing unfavourable inside information on the negative experiences of ex-employees. According to recent research from Cpl’s Talent Evolution Group, over two-thirds (69%) of ex-employees now share public-facing online reviews of former employers, with over half being of a negative nature. This number will continue to rise. The research also uncovered that 55% of employees were not invited to conduct exit interviews, and 38.2% were not asked for feedback upon resigning from their last job. These figures emphasise the importance of actively engaging departing employees for valuable insights to continually improve employer branding.  

Streamlining the Approvals Process – Companies will adopt a more agile approach to talent acquisition, with more streamlined and automated processes to ensure top talent is secured and not left in onboarding limbo. In the fiercely competitive job market, slow approvals and elongated hiring processes will have a detrimental domino effect on securing top-tier talent. Prolonged hiring processes result in the loss of potential talent, as 92% of employers reported losing candidates due to lengthy processes in 2023.  

Worker Misclassification Nightmares – Expect more lawsuits, financial penalties, and brand damage as organisations grapple with legal nuances between employees, workers, and self-employed individuals.  

Several prominent brands have already faced consequences for failing to comply with regulations in 2023. The Government identified 200 employers who were subsequently directed to reimburse their lowest-paid employees for wages below the minimum wage.  

This issue will likely worsen before it gets better, with nearly a third (31%) of hiring managers feeling unprepared for UK employment law situations. The majority (94%) stated a need for clearer legal distinctions between permanent employees and contingent workers, highlighting potential compliance challenges for 2024. 

Return to the office limiting talent pools – Cpl’s Talent Evolution Group research indicates that 81% of organisations are moving away from remote work, with 30% of employees required to return to the physical workplace and 51% encouraged to do so. This shift poses challenges for HR departments. In organisations with a blended workforce, where employees work remotely, in a hybrid manner, or in-office, those working remotely are likely to feel disconnected, risking reduced attention and unclear expectations. This will result in decreased productivity, disengagement, and higher turnover. 

Fear of the Talent Drought – Over-reliance on top performing talent will lead to more burnout and stress, especially in industries that rely on the latest technology and specialist skillsets. The talent landscape in 2024 brings with it the fear of a scarcity of skilled candidates, with 93% of hiring managers concerned about a talent drought going into the new year. Factors like rapid technological advancements and demographic shifts are expected to lead to a shortage of qualified professionals. Additionally, an ageing population and lack of EU workers are reducing the pool of available, experienced, and qualified workers, putting more pressure on and relying on top-tier talent. 

More Agile and Cost-Effective Talent Acquisition – Outsourcing talent solutions is expected to rise, with 77% of organisations planning to outsource talent management in 2024 to maximise investment, access to talent expertise, and cutting-edge recruitment tools. Cpl’s Talent Evolution Group has witnessed firsthand the need for organisations to dial up their talent acquisition efforts to cope with increased demands and new projects. Many in-house departments aren’t equipped to succeed at upscaling at pace and therefore strategically outsource to talent specialists with access to top-tiered talent and the tools and technology to upscale and recruit at pace.  

Áine Fanning, Managing Director, Talent Evolution Group, said, “As we look ahead to 2024, it’s evident that the talent acquisition landscape is evolving rapidly, presenting many challenges and opportunities for organisations.  

“In light of the trends outlined, it’s clear that 2024 will demand a strategic approach from both employers and candidates alike, especially regarding the efficient use of budgets, DE&I and how we best utilise technology to support requirements.  

“Ultimately, talent acquisition and retention will benefit from a proactive and adaptable approach next year. By addressing these trends head-on, we can collectively shape a more inclusive, efficient, and successful talent landscape in 2024 and beyond.” 

Cpl’s Talent Evolution Group is a leading expert in Managed Service Provider (MSP) and Recruitment Process Outsourcing (RPO) solutions. With a keen understanding of the evolving recruitment landscape, TEG offers strategic insights and data-driven solutions to help organisations across various industries including life-sciences, technology, financial services, and public sector, thrive in today’s competitive talent market. 

For more information on the predicted Talent Trends for 2024, including additional statistical information relating to the views of 300 industry professionals, please visit: https://www.talentevolutiongroup.com/talent-insights/blog/talent-recruitment-trends-2024/  

News

Recruiters celebrate 10 years in business with expansion plans following jobs surge

AN AWARD-WINNING recruitment agency celebrating a decade in business is planning for expansion and targeting new industries.

A busy year has seen Rhyl-based QiStaff Solutions experience a surge in demand for candidates to fill clerical and administrative vacancies.

And building on the company’s strong connections in manufacturing and construction, directors Evette Easton and Julie Lloyd are planning to open a second office in north east Wales, to service customers in Flintshire, Wrexham and Cheshire.

Employing five consultants at its Russell Road headquarters, QiStaff is one of the most respected names in the sector – Evette and Julie have more than 50 years’ experience between them – and despite economic challenges nationwide they say the jobs market is busier than ever on both the permanent and temporary sides of the business.

“We have seen so many changes over the years, but our ethos and attitude towards recruitment remains the same as it did when we started out,” said Julie.

“It’s a people business and while we’ve embraced the internet, remote working, and advances in technology you can’t beat that face-to-face interaction, meeting in person and really seeing what makes a candidate tick.

“We still have the same principles and practices we were taught ourselves, and ultimately when looking to hire someone or put them into the jobs market the characteristics employers are looking for never really change – talent, skill, a positive attitude, and education or experience.”

Operating a four-day week and with the health and wellbeing of the team a top priority given the demands of recruitment as a career, Evette said the growth of QiStaff runs parallel with a boom in multiple industries post-pandemic.

“We have always been successful with clients and candidates in manufacturing especially but have diversified more and more over the last couple of years,” she said.

“Working with companies across North Wales and the North West that are looking to fill clerical positions is an area where we are seeing growth on the temps side, and in IT, hospitality, retail and other areas.

“With the skilled team we have in place we will be expanding to meet that need, but manufacturing is still very much at the core of what we do.

“As a result, we are seeing more interest from north east Wales, particularly in the industrial heartlands of Wrexham and Deeside, so having a physical presence there is something we will be exploring in the new year.”

Having both grown up in the seaside town, sisters Evette and Julie are delighted to be bolstering the local economy, and as well as creating jobs at QiStaff – a corporate member of the REC (Recruitment and Employment Confederation) – they want to continue supporting organisations in the private and public sectors, in Wales and beyond.

“We are so proud to have been in business for 10 years, it is a landmark for us in what is at times a challenging industry, but one that we love,” said Julie.

Evette added: “Thank you to all of the candidates and clients we’ve represented over the last decade, that time has flown by – we look forward to many more years in business.”

For more information, visit the website www.qistaff.co.uk and follow QiStaff on social media. Alternatively, call 01745 369960 or email info@qistaff.co.uk.

News

ERS steers candidates toward an exciting career path through its Claims Apprenticeship Programme

ERS, the UK’s specialist motor insurer, is setting a new course in South Wales with the introduction of the ERS Claims Apprenticeship Programme as a vital element of its current hiring push to fill over 50 positions at its Swansea office.

The programme opens doors to diverse opportunities within the insurance sector, including areas like broking, underwriting, and claims operations, laying the foundations for versatile and fulfilling career options.

This groundbreaking initiative not only offers a roadmap to an exciting and potentially lucrative career journey but also provides access to apprenticeships that are traditionally scarce in the region, often only available in London.

In a region where such opportunities have been rare, ERS’s Claims Apprenticeship Programme enables candidates to earn while they learn, providing a competitive salary while working toward a recognised and highly sought-after qualification.

The ERS Apprenticeship Programme is focused on nurturing the next generation of insurance professionals. As part of the programme, individuals work as Claims Handlers, playing a vital role in providing support and guidance to customers during the claims process. The company has stated that this role is not just a job; it’s the beginning of a rewarding career journey.

ERS is looking for candidates from diverse backgrounds and age ranges. It is interested in speaking to recent school or university graduates, as well as those seeking a career change – particularly those with a passion for excellent customer service and an eagerness to develop a career in insurance. The apprenticeships are based at ERS’s Swansea Vale office and offer a hybrid work model, combining office collaboration and remote work.

The programme offers candidates a competitive salary while also gaining valuable real-world experience in the dynamic insurance industry. This means that, unlike many traditional learning pathways, the apprenticeships allow participants to start their career journey with a solid financial footing.

In addition to the financial benefits, the programme fast-tracks apprentices on the path to a recognised qualification. It provides a structured and comprehensive approach to professional development, ensuring that apprentices are well-prepared to meet the industry’s demands and challenges.

Kian Hearn, Claims Apprentice at ERS, said:

“As a young person, I didn’t think apprenticeships were available in insurance and finance, and university didn’t seem like the right fit for me. But here I can earn good money, learn on the job and get a qualification at the same time, all while working in a friendly, welcoming environment.”

 

Martin Hall, Active Underwriter at ERS, said:

“At ERS, we understand the importance of creating meaningful career opportunities in South Wales. Our Claims Apprenticeship Programme is designed to empower individuals with the skills, knowledge, and qualifications they need to thrive in the insurance industry. It’s a unique opportunity for anyone seeking a career in insurance, whether they are starting out or making a career change.”

 

Interested candidates are encouraged to apply via the dedicated careers page on the ERS website.

News

South Wales job market set for injection thanks to ERS

With its business thriving, ERS, the specialist motor insurer, is making substantial investments in its Swansea headquarters. The company is set to fill 50 job vacancies in the coming months as part of a strategic initiative to support its continued growth and solidify its position as a prominent employer in the area.

The company already employs close to 500 people at its 33,000 sq ft site at Crucible Park, Swansea Vale, which it first moved to in 2015. That move was prompted by the London-based company taking a strategic decision to bolster its Swansea hub, originally set up in 1994, subsequently relocating many skilled roles to Swansea from London.

Since then, the company has grown steadily, as has its workforce in Wales. Now, the company has launched a renewed campaign to put it on the map as an employer of choice in the region, able to offer careers and continuing professional development in many skilled and technical roles previously seldom found within financial services in South Wales.

Some of its skilled roles span underwriting, claims, project managers, business analysts, and system testers as well as in niche specialisms such as technical IT, counter fraud, personal injury, risk, governance, and compliance. Within the insurance sector, many of these positions have traditionally only been available in London.

The company’s commitment to Swansea has been warmly welcomed, especially in light of other large employers operating call centres scaling down their operations in the area in recent years.

Operating through a nationwide network of insurance brokers and backed by Lloyd’s Syndicate 218, ERS provides coverage for a wide range of vehicles, including supercars, sports figures and celebrities, private cars, classic cars, vans, taxis, minibuses, fleets, agricultural vehicles, and special commercial vehicles, as well as motor breakdown protection. It will cover everything from combine harvesters to supercars through to unique events like the Gumball 3000 Rally.

Martin Hall, Active Underwriter at ERS, said:

“We have a long-term commitment to South Wales and are thrilled to be contributing to the local economy with this new recruitment drive. At ERS, we believe in nurturing local talent and providing career development opportunities to individuals of all ages. We encourage anyone interested in joining our dynamic team to explore the available positions and apprenticeship opportunities.”

ERS – the UK’s leading specialist motor insurer – has announced a major recruitment drive at its Swansea Vale office

Interested candidates are encouraged to apply via the dedicated careers page on the ERS website.

News

Swansea construction firm bolsters job market with ongoing success

Premier Forecourts and Construction, specializing in services for fuel forecourt projects, such as electrical vehicle (EV) charging installations, is currently in the process of recruiting for a substantial number of essential roles, thereby fostering a welcome increase in job opportunities throughout the UK.

The Swansea-based business, renowned for its success working on both public sector and retail and commercial projects, is hiring a Commercial Manager, several Site Managers and Site Operatives of varying skill levels, including Ground Workers and multi-skilled Carpenters. These roles have been created following a sustained period of success for the business, which also boasts an Investors in People Gold Standard.

For 30 years, Premier Forecourts and Construction has delivered diverse construction projects, building an enviable reputation for its services across a range of sectors in the process.

The business is currently experiencing a prolonged period of sustained growth as it diversifies into other areas of construction, in addition to its specialist forecourt work. It has also seen an increase in workload in the electric vehicle (EV) charging installation sector, and despite the COVID pandemic, the company has grown from strength to strength over the past four years. The current job opportunities at the firm represent the latest chapter in its development.

Steve Evans, Managing Director, Premier Forecourts and Construction, said:

“I’m pleased to be hiring on the back of what has been a great year for the business. We pride ourselves in being a fantastic place to work and our commitment to developing and supporting our people is reflected in our People Strategy.

“Our People Strategy encapsulates the embodiment of our values: People First, Leading Safety, and Solution Focused. These values are the driving force behind our organisation’s identity, to craft an inclusive, high-performance, and empowering culture that nurtures growth and excellence.

“We are also proud to have secured the Investors in People Gold Standard. Our workforce is undoubtedly the cornerstone of our enterprise, and by putting our workforce’s well-being at the forefront, we ensure to foster a working environment where you can thrive. I look forward to seeing new faces in the business who we will help develop and thrive in tandem with the business over time.”