employee retention

Recruit or retain? How to improve staff attrition

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Attracting the best people to your business is a great start when recruiting, but you need to make sure you are keeping hold of them long-term to get the best value out of your employees.

The benefits of working with a recruitment partner

Welcome to Multitask Personnel. We’re a South Yorkshire based recruitment partner (notice we said partner there and not agency?), who work on a national scale to provide an all encompassing solution to clients across a variety of sectors, in particular Utilities, Construction, Building Services, Plumbing & Heating and M&E.

Announcements:

Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain. The Company has a zero-tolerance approach to modern slavery, and we are committed to acting ethically and with integrity in all our business dealings and relationships and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or in any of our supply chains. We are also committed to ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our supply chains, consistent with our disclosure obligations under the Modern Slavery Act 2015. We expect the same high standards from all of our contractors, suppliers and other business partners, and as part of our contracting processes, in the coming year we will include specific prohibitions against the use of forced, compulsory or trafficked labour, or anyone held in slavery or servitude, whether adults or children, and we expect that our suppliers will hold their own suppliers to the same high standards. This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, officers, agency workers, seconded workers, volunteers, interns, agents, contractors, external consultants, third-party representatives and business partners. This policy does not form part of any employee’s contract of employment and we may amend it at any time. Responsibility for the policy The Company has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it. The Company has primary and day-to-day responsibility for implementing this policy, monitoring its use and effectiveness, dealing with any queries about it, and auditing internal control systems and procedures to ensure they are effective in countering modern slavery. Management at all levels are responsible for ensuring those reporting to them understand and comply with this policy and are given adequate and regular training on it and the issue of modern slavery in supply chains. You are invited to comment on this policy and suggest ways in which it might be improved. Comments, suggestions and queries are encouraged and should be addressed to the Managing Director. Compliance with the policy You must ensure that you read, understand and comply with this policy. The prevention, detection and reporting of modern slavery in any part of our business or supply chains is the responsibility of all those working for us or under our control. You are required to avoid any activity that might lead to, or suggest, a breach of this policy. You must notify your line manager OR a company Director as soon as possible if you believe or suspect that a conflict with this policy has occurred or may occur in the future. You are encouraged to raise concerns about any issue or suspicion of modern slavery in any parts of our business or supply chains of any supplier tier at the earliest possible stage. If you believe or suspect a breach of this policy has occurred or that it may occur, you must notify your line manager or company Director OR report it in accordance with our Whistleblowing Policy as soon as possible. You should note that where appropriate, and with the welfare and safety of local workers as a priority, we will give support and guidance to our suppliers to help them address coercive, abusive and exploitative work practices in their own business and supply chains. If you are unsure about whether a particular act, the treatment of workers more generally, or their working conditions within any tier of our supply chains constitutes any of the various forms of modern slavery, raise it with your line manager or company Director. We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken. We are committed to ensuring no one suffers any detrimental treatment as a result of reporting in good faith their suspicion that modern slavery of whatever form is or may be taking place in any part of our own business or in any of our supply chains. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern. If you believe that you have suffered any such treatment, you should inform your line manager immediately. If the matter is not remedied, and you are an employee, you should raise it formally using our Grievance Procedure, which can be found in the current employee handbook. This Modern (Anti) Slavery Policy and Statement is intended for businesses in all countries, especially the United Kingdom; and was brought to you by Rushax. Communication & awareness of this policy Training on this policy, and on the risk our business faces from modern slavery in its supply chains, forms part of the induction process for all individuals who work for us, and updates will be provided using established methods of communication between the business and you. Our zero-tolerance approach to modern slavery must be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and reinforced as appropriate thereafter. Breaches of this policy Any employee who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct. We may terminate our relationship with other individuals and organisations working on our behalf if they breach this policy. C Lee 21 Feb 2021

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Many businesses up and down the country have been using down time during lockdown to re-assess their employment needs and plan for the future. This means change is inevitable. One area that is being given a new consideration is the importance and relevance of skills accreditation. Nothing new you may say. After all, professional qualifications and industry accreditation have long been used as a benchmark for providing customers with a reassurance that the job will be carried out to a specific standard by a professionally qualified member of staff. However, according to the Institute of Engineering and Technology (IET), they say that although the demand for engineers is rising, many companies are struggling to recruit candidates with the right skills and professional qualifications. According to their ‘skills and demands in industry’ report, they found that this lack of accreditation was an ongoing problem, which could lead to a shortage of engineers as we come out of the current covid-19 pandemic. In addition, 53% of engineering companies surveyed by the IET considered that this could be a potential threat to their business over the next three to five years. How does this affect your recruitment? As a long-established recruitment partner, we have always placed great importance on professional qualifications and accreditations as part of the recruitment process. For example, candidates applying for employment as a gas engineer must hold an approved evidence of competence, obtained through a recognised training route and assessment. In fact, a gas engineer can only be issued with a licence to undertake gas work on behalf of registered business if they hold a valid and current qualification. For employers, the Gas Safe Register (formerly Corgi) is operated on behalf of the Health & Safety Authority and registration is only approved if the business has at least one gas safety qualified engineer. This is a legal obligation and something we take very seriously when submitting candidates in order to ensure that only qualified engineers are licenced to legally work on gas installations. With over 10 years’ experience in recruiting specialist staff, we have an in- depth knowledge of supplying accredited tradespeople, such as CIS and Gas Safe registered, to our clients. Accredited candidates, identified at the start of the selection process, can be supplied on a short-term basis (some with own vehicles and insurances) or on a longer term more permanent basis. Accreditation, along with professional qualifications and memberships can, therefore, speed up the whole recruitment process - saving the prospective employer time and costs. This ‘oven ready’ solution to hiring effectively removes the need for any third-party involvement and can lead to work being self-certified and approved. This is just one of the reasons we are committed to our candidates not only holding a professional qualification but also achieving industry recognised accreditation. A re-designed job market The Covid-19 pandemic is having a massive impact on the UK economy and the jobs market in particular. There is also the thought that any changes, in these unprecedented times, will be quick and long lasting. As the economy starts to recover and furloughed staff begin a return to previous working practices, there is a possibility that employers and HR professionals will be re-designing job descriptions to take into account the future needs of the employment market. Professional qualifications and accreditations will, therefore, play an increasing important role in the recruitment of suitable staff. As we know, the need for a professional qualification is already mandatory in some roles, such as engineering, gas fitting etc. Our recruitment process highlights this during the selection process As the UK returns to some of normality, we are aware that employers are looking for stability and an opportunity to attract highly skilled and professionally qualified staff. This is especially relevant in the engineering sector with its current shortage of skilled engineers. This is confirmed by the UK’s Engineering and Technology Board, who say that as we head towards a manufacturing revolution in order to retain our global competitiveness, we will require more engineers. In fact, they claim the UK has a shortfall of 55,000 skilled engineers each year. They also added, that for every engineering position filled, a further two jobs are created in the economy. These kinds of statistics are always in our mind as employers look to us to identify and recruit suitably qualified staff on a short term or long-term basis. There is no doubt, Covid-19 has forced everyone to explore new ways of working. We responded to this challenge very early on in the crisis and have continued to support our clients in helping to reduce stress levels when recruiting new staff. In fact, we are regularly told by our clients, that it is our attention to this and our commitment in ensuring the quality of candidates, those who have the necessary accreditations and professional qualifications to work in the sectors we represent, that sets us apart from other recruiters. Looking for qualified staff? Contact us on 0845 478 5009 or enquiries@multitaskpersonnel.co.uk and see if you agree.

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As the Covid-19 pandemic continues to have a major impact on job opportunities, with the government forecasting unemployment is likely to hit 2.6m (7.5% of the working population) by the summer of 2021, is now is a good time to consider temporary employment? This is especially relevant if you are currently on furlough, unemployed or just fancy a career change. Although temporary contracts were traditionally used to cover maternity leave, seasonal infill or short term project, it is clear that Covid-19 is having a longer term impact on the jobs market and in some cases creating severe skills shortages. Also, despite an encouraging vaccine roll out, we are still seeing almost 10m people on furlough and around 2.6m claiming job seekers allowance or universal credit as they are searching for work. This compares with 1.4m in March 2020 – in a pre-pandemic UK. The current pandemic and, for some, continuing economic pressures has encouraged many to consider temporary work as a way of supplementing their income. It has also encouraged others to evaluate a new role or skill before a possible change in career. Temporary employment offers many benefits at this difficult time For example, a temporary position can help establish an improved work-life balance with its flexible approach to working. It also shows prospective employers that you are keen and motivated and not simply switching off and waiting for Homes under the Hammer to start. A temporary job can last from one day a week, to weeks, or even months, depending on the needs of the employer. And while working more hours could possibly affect your benefits (check with us) there is little doubt that the advantages far outweigh the disadvantages. As we said earlier, taking a temporary position can be either an income generator, a way of honing existing skills, developing new ones, or testing out a new career move. It is also a good way to expand the skills section of a CV or LinkedIn profile. In addition, temporary contracts, offered by us, in most cases provide the same legal protection as permanent employment. Naturally, this depends on the type of employment contract, such as agency work etc., but a fixed term employee has the legal right not to be treated less favourably than a comparable permanent employee. We take care of all this as part of the recruitment process If you are looking for a career change or wanting to upskill, certain sectors have constantly experienced skills shortages. For example, the Science, Technology, Engineering and Maths (STEM) industries, are constantly looking to strengthen their specialist staff pool. And this is without the increased pressure from the Covid-19 pandemic. Ask us for details of temporary jobs in this sector. What reasons are there for searching out a temporary position? It can offer an improved work-life balanceIt helps to develop current work skillsIt provides a top up income if a permanent employer is not paying full ratesIt could be a lifeline if unemployed for some time Another major benefit for taking a temporary job is the exposure it gives you in the employment market. Being able to experience a different, and possibly a previously unknown working environment, as well as an opportunity to network both physically (when we can) and virtually online via social media and LinkedIn is a considerable asset. It is, therefore, important to retain and promote all positive feedback while at the same time adding it to an updated CV. Temp to Perm Employers are also more likely to be responsive to hiring someone on a full time basis if they already have some knowledge and / or an awareness of the person. Temporary employment is a valuable way of road testing a new industry or employer. It can also open doors to a permanent position via the ‘temp to perm’ process. With the Covid-19 pandemic showing no signs of abating just yet, temporary employment could be just the job to keep motivated, sharpen work skills and earn much need income. It’s also the chance to try something different and explore what other opportunities exist – possibly in a sector or industry that is unfamiliar. This is another way to impress a future employer. Willing to have a go at working in an unfamiliar industry, rather than not work at all is a sure fire way to align yourself to a new hirer. Businesses are re-assessing their workforce requirements There is no doubt the Covid-19 pandemic has changed everything. This has resulted in, probably for the first time in their working life, around 10m of the UK working population spending more time at home rather than at work. A situation that, when combined with the current employment situation, is, undoubtedly, causing high levels of stress, anxiety and worry – all leading to potential mental health issues. For those who are used to working on a regular basis, especially with other people, this can result in a feeling of helplessness and isolation. In addition, there could be the possible fear of being made redundant, as we come out of furlough, and thus be unable to provide for the family and loved ones. A bit over - dramatic, maybe, but in our current experience very real for many people. That’s why, we believe, temporary employment can be a saviour for combatting the current situation. Businesses are now re-assessing their workforce requirements and skill sets as they respond to the ‘new normal’. This means temporary employment, on a managed basis, could be one of the ways we come out of the pandemic with dignity. Is temping tempting for you? If so, give us a call on 0845 478 5009 or email enquiries@multitaskpersonnel.co.uk to see what opportunities we have available to you.

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We believe that because we are an independent recruitment business and are not a large national recruitment provider, we can provide a far more flexible service for our customers, tailoring our services and prices to suit your needs.
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employee retention

Recruit or retain? How to improve staff attrition

The benefits of working with a recruitment partner

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