Issue 55 November 2017
RECRUITMENT MATTERS The View and The Intelligence Future of jobs
Big Talking Point
Legal Update
2017 IRP Awards
Immigration
Right to work checks p6-7
Shortlist
p4
p2-3
p8
DATA MUST INFORM IMMIGRATION DEBATE IN LEAD UP TO BREXIT The government must minimise uncertainty about immigration in the lead up to the UK leaving the European Union, says REC chief executive Kevin Green. The REC led a robust and informed debate at October’s Conservative Party Conference in Manchester. Green was joined at the conference by a panel of leading voices on immigration, including MP Stephen Crabb, economist Vicky Price, Bright Blue’s Rachael Johnson, columnist Liam Halligan and Financial Times journalist Frances Coppola. Green says data has been lacking in immigration decisions so far. “This idea that it will be easy to find people in the UK to fill lowskill jobs is not based on numbers,” he told the panel.
@RECPress RM_NOV_17.indd 1
“Employers need certainty and time to plan for the future, so we welcome plans for a transitional deal post-Brexit, but clarity remains critical.” Economist Price said that the evidence about the positive effects of EU
immigration was abundant. “Why do we need another review of the contribution migrant workers make to the UK economy when the evidence is already there?” she asked. “EU migrants are the only
group who add more to the exchequer than take away.” MP Crabb, who sits on the committee for exiting the EU, told the panel the UK needs workers “across a full range of sectors”. “I don’t see any reason why we shouldn’t be able to continue to have an open and liberal immigration system,” he said. The panel discussion comes on the back of the REC’s latest report ‘Ready, willing and able? Can the UK labour force meet demand after Brexit?’ It sets out a number of recommendations for government to ensure UK businesses have access to the talent they need once the UK leaves the EU. Recruitment Matters takes a look at the report on pages 4-5.
www.rec.uk.com 09/10/2017 10:52
Leading the Industry
THE VIEW
Party conference season gives recruitment a lot to think about, says Tom Hadley, REC director of policy and professional services
The future means recruitment upping its game, says Kevin Green, REC chief executive
Attending the World Employment Confederation (WEC) global conference in Paris at the end of September, along with our work as part of the REC’s ‘Future of Jobs’ commission, has got me reflecting. My conclusion is that unprecedented change in the jobs market just over the horizon means that the recruitment industry needs to up its game, not just here in the UK but globally. The labour market change is being driven by artificial intelligence, algorithms, robotics and the internet of things. Let’s not forget that nearly one million jobs in the UK could be at risk from self-driving vehicles! These innovations will create great value for us as consumers but will destroy jobs, and for the first time not just low-level roles but mid-skilled office roles too. It’s also true that new roles will be created – jobs which we can’t even imagine today, but which we know will be thinking, professional roles. As well as the risk of increasing unemployment, the ability to progress in the jobs market will become much harder as intermediate jobs disappear. The minicab driver is unlikely to get the data analyst job, so job polarisation will increase inequality and in-work poverty. Many people will have two or three jobs just to make
BRIGHTON ROCKS
ends meet, while others will be able to control who they work for, when and where. Deep chasms in labour markets around the world will heighten calls for fairness, equality, and work with purpose and meaning. Dissatisfaction with the work available could lead to political upheavals and governments responding with protectionism and regulation. No politicians at present are facing up to this impending phenomenon. So for the next few years, the REC and the WEC will both be calling for radical change to the education system to prepare our young people for the jobs market of tomorrow. We also need to fund lifelong learning and provide advice, guidance and opportunities for education/ training for those who want to progress and find better paid, more rewarding work. The recruitment industry has the skills, capacity and capability to be part of the solution. Look out for the REC’s ‘Future of jobs’ report and let’s start holding up the mirror and leading. I am travelling around the UK between now and Christmas for member events, so I hope to talk you all directly. If you can’t make it, follow me on twitter: @kevingreenrec
2 RECRUITMENT MATTERS NOVEMBER 2017
RM_NOV_17.indd 2
We’ve been in amongst it at party conferences, picking up on the latest vibes from our political elite. Perhaps the most challenging encounter was our speaking slot alongside the Shadow business secretary and trade union leaders at the Labour conference in Brighton – but I’m pleased to report that we came away with consensus on some key policy messages. That particular fringe event was hosted in the still-quite-new i360 installation on the seafront – the world’s tallest moving observation tower with a view onto the crumbling West Pier. Still, it was standing room only as New Statesman special correspondent Stephen Bush launched us into a high energy debate on modern working practices off the back of the Matthew Taylor review. There were plenty of areas we disagreed on but also some common ground – including just how important work is to people’s lives and wellbeing. Our own data shows that 77% of people see choosing the right job as the most important life decision they will ever have to make – and our £35bn recruitment industry is here to help. Shadow business secretary Rebecca Long Bailey talked up the need to be a ‘progression nation’, which underlines the role our industry should play in finding people jobs, then helping them throughout their career journey. Intrinsically linked to the progression debate is the need to ensure access to training, irrespective of what type of contract they are on. This is at the heart of our campaign to make the Apprenticeship Levy into a more flexible training levy that agencies can use for the workers on their books. TUC general secretary Frances O’Grady argued for “a regulatory framework that reflects the changing world of work” and Steve Turner, assistant general secretary of Unite, made the point that “effective government enforcement is in the interests of compliant employers as well as workers”. We agree with the need for a level playing field and underlined the positive role of compliant agencies. A number of these issues have been covered by our ‘Future of jobs’ commission and we will continue to explore common ground where we can. Taking forward some joint messages on what we want a future jobs market to look like would be our own example of ‘good work’. You can follow Tom on Twitter @hadleyscomment nt
www.rec.uk.com
09/10/2017 10:52
50,000
THE INTELLIGENCE WITH REC SENIOR RESEARCHER, THALIA IOANNIDOU On 28 September 2017, the REC published the third report in its Brexit research series: ‘Ready, willing and able? Can the UK labour force meet demand after Brexit?’. This builds on our previous research into post-Brexit immigration and provides further insights into sectors that employ a high proportion of EU workers in low-skill roles. We spoke to recruiters, employers, UK workers and EU workers from industries such as warehousing, hospitality and food production to get a fuller picture of how these sectors are currently operating and how a reduction in the availability of EU labour would affect them. We also conducted an online research forum with current UK jobseekers to get their perspective on low-skill roles in these sectors. Unsurprisingly, better pay and job opportunities in the
SURGE IN NUMBER OF CLIENTS BILLED IN Q1 & Q2 2017 The latest information from the RIBIndex, sponsored by Bluestones Group, highlights a significant uptick in the number of clients invoiced by the median RIB recruiter in Q1 & Q2 2017, when compared to the same periods in 2016. Following five quarters of YoY decline in the average monthly number of clients billed, a surge in activity in the new year resulted in the
www.rec.uk.com
RM_NOV_17.indd 3
UK compared to their home countries were key factors in attracting and retaining EU workers in low-skill roles in the UK, though a familiar language and a welcoming national and working culture were also valued. However, post-referendum uncertainty, hostility from some British people and the falling value of the pound have made the UK a less attractive option, particularly with the economies of EU8 and EU2 countries in Eastern Europe improving year-on-year. Latest ONS figures show that net EU migration is down over 50,000 compared to the previous year, with most of this fall being driven by fewer EU8 migrants immigrating and significantly greater numbers emigrating. Recruiters and employers in these sectors were all too aware of these trends and were facing challenges filling low-skill roles before the referendum was even announced. There was scepticism regarding some commentators’ suggestions
LATEST ONS FIGURES SHOW THAT NET EU MIGRATION IS DOWN OVER 50,000 COMPARED TO THE PREVIOUS YEAR WITH MOST OF THIS FALL BEING DRIVEN BY FEWER EU8 MIGRANTS IMMIGRATING AND SIGNIFICANTLY GREATER NUMBERS EMIGRATING.
that UK workers or automation could fill any post-Brexit labour gap. Many had already had disappointing results with UK worker recruitment drives and there were often specific challenges to further automation in their business or sector, especially for SMEs who couldn’t afford the substantial upfront costs to fully automate. UK nationals currently employed in low-skill roles in these sectors also recognised the reluctance of many other British people to take on these jobs and the importance of EU labour to their workplaces. The findings from our online forum with UK jobseekers mirrored the reasons UK workers thought other Brits weren’t taking on these roles. Whilst low pay was an
The number of clients billed versus last year (%) for the median recruiter 15% 13.8%
10%
11.0%
5% -2.0%
0% -0.8%
-6.9%
-5%
-4.8%
-4.6%
-10% Q3 2015
Q4
Q1 2016
median recruiter invoicing 11% more clients in Q1 and 13.8% more in Q2. With significant numbers of contractors self-opting to cease working in the public sector, as a consequence of
Q2
Q3
Q4
Q1 2017
Q2
the change in the sector’s IR35 protocols in April 2017, recruiters had many newly available candidates to place. As such, it appears likely that the median RIB recruiter was able to rekindle legacy
THE REPORT SETS OUT OUR RECOMMENDATIONS FOR GOVERNMENT TO AVOID A POST-BREXIT LABOUR SHORTAGE, AS WELL AS RECOMMENDATIONS FOR RECRUITERS AND EMPLOYERS ON HOW TO ATTRACT AND RETAIN WORKERS IN LOW-SKILL ROLES IN AN INCREASINGLY TIGHT SECTION OF THE LABOUR MARKET.
obstacle for some, others were more concerned that they wouldn’t be able to meet the physical demands of many of these roles or felt they were overqualified to do elementary work. The report sets out our recommendations for government to avoid a postBrexit labour shortage, as well as recommendations for recruiters and employers on how to attract and retain workers in low-skill roles in an increasingly tight section of the labour market. To access the full report and our other Brexit research reports, visit www.rec. uk.com/brexit relationships and build new ones as a consequence. In times of flux, RIBIndex contributors are able to benchmark how they are faring against market trends. Belinda Johnson runs employment research consultancy Worklab, and is associate knowledge & insight director of Recruitment Industry Benchmarking (RIB) – part of the Bluestones Group. The RIB Index provides bespoke confidential reports on industry benchmarks and trends. See www.ribindex. com; info@ribindex.com: 020 8544 9807. The RIB is a strategic partner of the REC.
RECRUITMENT MATTERS NOVEMBER 2017 3
09/10/2017 10:52
The Big Talking Point
IMMIGRATION Immigration touches every corner of the British economy, and migrant workers provide a valuable contribution across the country. However, with the UK set to leave the European Union in less than two years’ time, there is the potential for significant change in who the United Kingdom allows into the country to work and how long they are permitted to remain for. Recruitment Matters looks at the REC’s latest immigration report
READY, WILLING AND ABLE? There is insufficient volume of UK nationals willing and able to fill the low-skill roles currently done by EU nationals, and changing recruitment strategies and automation won’t be able
to compensate for this, says the REC’s new report ‘Ready, willing and able? Can the UK labour force meet demand after Brexit?’. Although EU nationals make up 7% of the UK labour
market, overall they account for 15% of workers in lowskilled roles (elementary occupations). EU nationals are also concentrated in certain sectors, with 33% in food manufacturing, 18% in
“THERE IS A PERCEPTION THAT WORKING IN A FACTORY IS JUST DIRTY, HORRIBLE, NASTY, DICKENSIAN-TYPE WORK. OBVIOUSLY THAT COULDN’T BE FURTHER FROM THE TRUTH IN MOST CASES. THEY WOULDN’T THINK THAT ABOUT GOING TO WORK IN A COFFEE SHOP” BRIAN STAHELIN, FOUNDER AND MD, STAFFLEX LTD 4 RECRUITMENT MATTERS NOVEMBER 2017
RM_NOV_17.indd 4
warehousing and logistics and 14% in hospitality. “Low-skilled work is too often talked about as if it’s not vital to our economy, but we need people to pick fruit and veg, sort and pack deliveries to supermarkets, and to cook and serve food once it reaches hotels, school canteens, and restaurants,” says REC chief executive Kevin Green. With record high employment already, recruiters warn that it will be impossible to
www.rec.uk.com
09/10/2017 10:52
RECOMMENDATIONS “I THINK BREXIT WILL REALLY AFFECT THE COUNTRY, BECAUSE MOST OF THE FOREIGNERS DO JOBS THEY DON’T LIKE – CLEANING WAREHOUSES, AND STUFF. YOU’LL NEVER SEE BRITISH PEOPLE DOING THAT” NAZIR, WAREHOUSE WORKER, SOUTH EAST BELGIAN
‘Ready, willing and able?’ makes a number of recommendations for both recruitment agencies and the government
Recommendations for recruiters and employers 1. Focus on the candidate experience for applicants who are less confident in applying for roles. 2. Re-assess what level of prior experience is essential or desirable for a given role. 3. Consider whether different working patterns are suitable for the roles being advertised. 4. Make clear in job adverts any realistic routes for progression within roles. 5. Work as an individual company, in collaboration with other companies, and through trade associations and industry organisations to myth-bust about your industry. 6. Allow those who have re-entered the labour market after a lengthy period of unemployment or economic inactivity more time to bed in and adapt to the demands of their role. 7. Take guidance from recruiters and not-for-profit organisations on realistic expectations and suitable roles for new employees from excluded groups. 8. Take measures to better improve workplace culture and working relations between UK, EU, and non-EU workers in mixed workplaces.
Recommendations for government
“ENTRY-LEVEL WORKERS FORM THE BACKBONE OF THE UK’S ECONOMY. WITHOUT THEM, WE DON’T HAVE THE LABOUR RESOURCES TO MANUFACTURE AND DISTRIBUTE ANYTHING WE REQUIRE FOR EVERYDAY LIVING”
PETE TAYLOR, OPERATIONS DIRECTOR, ENCORE PERSONNEL replace EU workers with British substitutes. Some British jobseekers will be overqualified to perform low-skill roles, while others will be unable to do physically demanding roles because of pre-existing conditions. “Employers in these sectors are already talking about downscaling, closing or moving operations overseas if they can’t get people to fill jobs post-Brexit,” says Green. “The government needs to engage with business and ensure that any new immigration system is agile, pragmatic and based on a
www.rec.uk.com
RM_NOV_17.indd 5
proper understanding of labour market data.” Employers also warn against over-estimating the extent to which automation is a solution to reduced access to EU labour. Some tasks are still too complex to be automated and even for jobs where it might be possible, full automation will be too expensive an investment for SMEs.
For more information Ready, willing and able? is available to read now at www. rec.uk.com/readywillingable
1. The government should minimise the uncertainty that is already negatively impacting the jobs market. This uncertainty is deterring EU nationals from working in the UK and making EU workers feel unwelcome. The government should: a. ensure the right to remain to all EU citizens in work with a National Insurance number b. give clarity to EU workers on any processes or procedures they need to follow to ensure their right to remain c. continue to condemn instances of xenophobia against EU nationals. 2. Local government should engage with local employers to ensure changes to transport infrastructure do not reduce access to jobs. 3. The use of Apprenticeship Levy funds should be widened to provide progression routes for workers in low-skill roles. 4. Post-Brexit, the government must not overestimate the potential for automation or UK nationals to fill a labour gap caused by any reduction in net immigration. When worker shortages arise, the immigration system should have mechanisms in place which allow employers to recruit from the EU for roles that cannot be filled domestically. 5. There should be no blanket salary threshold for EU migrants wishing to work in the UK after the UK leaves the EU. 6. Provisions for temporary workers and seasonal workers must be included in any new immigration system to ensure temporary and seasonal labour is still available to the UK businesses that rely on it. The government should: a. Introduce a seasonal workers scheme. b. Ensure a future immigration system is not built on the assumption of EU workers taking full-time, permanent roles in the UK.
RECRUITMENT MATTERS NOVEMBER 2017 5
09/10/2017 10:52
Legal update
VISAS
RIGHT TO WORK CHECKS By Bunmi Adefuye, solicitor and commercial advisor at the REC Under the Immigration, Asylum and Nationality Act 2006, (‘the Act’) it is illegal to employ someone that does not have the right to work in the UK. The Immigration Act 2016 introduces new sanctions so where an employer employs someone they know or have reasonable cause to believe is working illegally, depending on the circumstance, the employer could face a custodial sentence of up to five years or an unlimited fine. Right to work checks are a frequent question on the REC legal helpline. The answer depends on whether you are acting as an employment agency or an employment business. Under the Conduct of Employment Agencies and Employment Businesses Regulations 2003, if an employment agency introduces a work-seeker to a client, the
client will be responsible for carrying out right to work checks except where the work-seeker will be working with vulnerable people, then the employment agency must ensure the worker-seeker has the authorisations required by law to work in that position. It is also advisable for the employment agency to review the contract with the client to ascertain whether they have a contractual obligation to carry out right to work checks to avoid a breach of contract claim. An employment business supplying work-seekers to clients will be deemed to be the ‘employer’ for the purposes of the Act and will be responsible for checking the work-seeker’s eligibility to work in the UK. The Home Office sets out a three-step process for checking documents which
6 RECRUITMENT MATTERS NOVEMBER 2017
RM_NOV_17.indd 6
can be relied upon as your statutory excuse: • Obtain the work-seekers’ original documents and they must provide either one document from List A or any of the documents or a combination from List B. Only accept the original but not electronic scans or photocopies. List A documents confirm that the work-seeker has no restriction on their right to work so no further checks will be required. A document from List B shows a limited right to work in the UK, which may expire so another check will be required later on. The document must be consistent with the appearance of the workseeker presenting the document so you should check the original document when the individual is
present. The Home office has confirmed this can be done face to face or via a live video link. • Check that the document is valid and not forged. You must be satisfied that the work-seeker is the person named in the document and ensure that the document allows the work-seeker to work in that position. • Copy the relevant pages of the document in a format that cannot be altered and record the date of the check. Finally, to avoid breaching the Equality Act 2010, where you are required to carry out right to work checks, there must be a consistent approach across the board and do not rely on race, ethnicity, appearance or accent to determine whether you should check a work-seeker’s right to work in the UK.
www.rec.uk.com
09/10/2017 10:52
Inspiration
BEHIND THE SCENES AT THE INSTITUTE OF RECRUITMENT PROFESSIONALS
The View
Chloe Callery y is a recruitment nt consultant at Stafffinders
Cherry Swayne e is head of specialist ialist markets at DP Connect
CERT RP GRADUATE WHAT I KNOW How did you get into recruitment? I’ve been working in recruitment for two and a half years now with award-winning agency Stafffinders, but I’ve always been around the industry as my gran owned her own recruitment business. My gran also worked with Stafffinders in the 1970s in her earlier career, so there is a very sentimental feeling working for the company she had worked for too. Why did you take the Level 3 CertRP? I completed the CertRP as I’ve always been keen to learn as much as I can. I’ve always been inspired by my gran and I’m keen to climb the ladder within my recruitment career. I wanted to put my practical recruitment knowledge to the test, consolidate my learning and development, and grow as a recruiter. What aspect of the qualification did you enjoy most? I thoroughly enjoyed the sales section of the CertRP course, primarily as this is my strength and where my career began. It focuses on the sales cycle in recruitment, different selling techniques and identifying various types of buyers. These are all elements you can put into practice straight away. Legal and Ethical considerations is another area of interest for me as this is a fundamental part of recruitment – in fact, that’s where most of the marks are allocated within the CertRP exam. It ensures you are fully compliant with current legislation and I regularly find myself referring to the book. Would you recommend the CertRP? Without a doubt. The CertRP is such a great tool to have when you’re working within the industry. Recruitment isn’t static and the qualification keeps you up to date on everything. The support doesn’t stop once the exam is over and you can continue to access advice and support from the REC and through your study coach.
It is crucial to use candidates and clients as a source of knowledge DP Connect specialises in recruiting for Data Science, Cyber Security, Payments and eCommerce/Digital sectors. The easiest and most obvious way to ensure you stay ahead of the game is through communicating with both clients and candidates. Our clients are always telling us what they look for in their new hires and our candidates tell us what technology they’re researching and learning about. That gives us a good steer on where the market is moving. Finding talent remains key Talent shortages are one of the big challenges across all of our sectors. Take the payments sector, for example; there are so many new start-ups appearing and so much investments going into the sector that nearly every company is looking to grow. The candidate pool is limited as it is, so competition is becoming increasingly fierce. Additional there is new technology emerging such as the prevalence of Open APIs in the banking sector and the growth of blockchain technology that people don’t necessarily already have skills in, so we are having to find people with transferable skills from different markets. There will always be a place for agencies Recruitment businesses will always be around, even though internal recruitment is growing. Internal teams are unable to actively approach the employees of their competitors – but that’s something an agency can easily do. Internal teams also only see the market through the lens of their own employer, whereas we have a good bird’s eye view on what drives and motivates candidates across the industry. Also, given our advanced sales and recruitment training we are often better able to “seduce” a prospective candidate than a line manager can.
To keep up to date with everything the Institute of Recruitment Professionals is doing, please visit www.rec-irp.uk.com
www.rec.uk.com
RM_NOV_17.indd 7
RECRUITMENT MATTERS NOVEMBER 2017 7
09/10/2017 10:52
Personal data
2017 IRP AWARDS SHORTLIST We’re excited to announce the shortlist for the 2017 IRP Awards! Congratulations to all those who have made this far – it’s an incredible achievement. Don’t forget to book your table for the ceremony on 6 December at www.irpawards.com Recruitment Apprentice of the Year • Callum Bostock, Advanced Resource Managers • Aiden Howgill, Advanced Resource Managers • Dan Shields, Advanced Resource Managers • Natalie Winterton, BPS World
• Victoria Howard, Search Consultancy • Katherine Loader, Search Consultancy • Kristy Moore, Acorn Group • Lucy Oliver, Pertemps Network Group
Temporary Consultant of the Year Best Newcomer of the Year • Ollie Cottrill, ninesharp • Molly Fielding, Evolve Hospitality Recruitment • Sean Greenfield, Red Berry Recruitment • James Jeffs, Search Consultancy • Lottie Nash, Give-A-Grad-A-Go • Jordana Renshaw, Castle Employment Agency • Georgia St John-Smith, Hyper Recruitment Solutions • George Tatnell, Pro Tax Recruitment • Ellis Thorne, Class People • Ryan Williamson, Carrington West
Jobs transform lives: Best Candidate Experience Award • Polly Adgey, Kennedy Recruitment • Claire Ashberry, Opus IT Consulting • Jaspreet Bhogal, The Oyster Partnership • Lizzie Coltman, EC Resourcing • Mark Liston, Cavendish Professionals • Lisa Murray, Braundton Consulting • Jodie Rafferty, Rafferty Resourcing • Adam Razzell, Advanced Resource Managers
Permanent Consultant of the Year • Lucy Cameron, Bucks & Berks Recruitment • Elizabeth Coltman, EC Resourcing • Matthew Covell, Search Consultancy • Claire Donaldson, Give-A-Grad-A-Go • Jessica Harmer, Red Berry Recruitment
• Blayne Cahill, Carrington West • Stacie Domanski, CJUK • Portia Elliott, Alexander Associates • John Hawker, Edward Carter Solutions • Sohan Modi, The Oyster Partnership • Loretta Moore, Red Berry Recruitment • Adam Razzell, Advanced Resource Managers • Dale Robinson, Kennedy Recruitment • Andreea Roman, Human One • Jennifer Taylor, Search Consultancy
Business Manager of the Year • Adam Bonner, Forces Recruitment Services • Gus Brimson, ID Medical • Richard Brown, Advanced Resource Managers • Graham Duvergie, Search Consultancy • Richard Jeffrey, BPS World • Alison Keogh, Pro Tax Recruitment • Natalie McCluskey, Search Consultancy • Rasmus Sorensen, Admiral Recruitment Group • Ian Ward, People First (Recruitment)
• Leon Howgill, Advanced Resource Managers • Pat Keogh, Pro Tax Recruitment • Scott Liddle, Acorn Group • Paula Rogers, Admiral Recruitment Group • Ed Vokes, Evolve Hospitality Recruitment • Michelle White, Pertemps Network Group
• CJUK • ICARE24 • Class People • Network Scientific • People First (Recruitment) • Talk Staff Recruitment
Best Company to Work For (up to 50 employees)
• Acorn Recruitment • Alexander Associates • HR GO Plc • Pertemps Network Group • Phaidon International • Star Medical • The Best Connection Group
• 24-7 Staffing • Carrington West • Cathcart Associates • Consilium Group • DP Connect • Evolve Hospitality Recruitment • Give-A-Grad-A-Go • Granite Search & Selection • Kennedy Recruitment • The Oyster Partnership
Best People Development Business Award
Best Company to Work For (up to 150 employees)
• Admiral Recruitment Group • BPS World • Gattaca Plc • Gi Group • ID Medical • The Best Connection Group
• Amoria Bond • Bespoke Career Management • BPS World • Crimson • Energize Recruitment Solutions • TFS Healthcare • Tradewind Recruitment
Best Back-Office Support Team
Best Recruitment Campaign • Gi Group • The ReThink Group
Best Company to Work For (up to 250 employees)
Best Corporate and Social Responsibility Award
• Encore Personnel Services Ltd • The ReThink Group • Driver Hire Group Services
• Amoria Bond • Aspire People • Granite Search & Selection • One Step Recruitment
Business Leader of the Year
Best Company to Work For (up to 20 employees)
• Saffa Ayub, Bramwith Consulting • Tony Goodwin, Antal International • Amy Hambleton, RedLaw Recruitment
• Alexander Associates • Allen Associates • Autotech Recruit • Cityscape Recruitment
Best Company to Work For (more than 250 employees) • Frank Recruitment Group Services • Hales Group • Nurse Plus (UK) • Pertemps Network Group • Phaidon International • Search Consultancy • Serocor Group
RECRUITMENT MATTERS
Membership Department: Membership: 020 7009 2100, Customer Services: 020 7009 2100 Publishers: Redactive Publishing Ltd, 78 Chamber Street E1 8BL. Tel: 020 7880 6200. www.redactive.co.uk Editorial: Editor Michael Oliver michael.oliver@redactive.co.uk. Production Editor: Vanessa Townsend Production: Production Executive: Rachel Young rachel.young@redactive.co.uk Tel: 020 7880 6209 Printing: Printed by Precision Colour Printing
The official magazine of The Recruitment & Employment Confederation Dorset House, 1st Floor, 27-45 Stamford Street, London SE1 9NT Tel: 020 7009 2100 www.rec.uk.com
© 2017 Recruitment Matters. Although every effort is made to ensure accuracy, neither REC, Redactive Publishing Ltd nor the authors can accept liability for errors or omissions. Views expressed in the magazine are not necessarily those of the REC or Redactive Publishing Ltd. No responsibility can be accepted for unsolicited manuscripts or transparencies. No reproduction in whole or part without written permission.
8 RECRUITMENT MATTERS NOVEMBER 2017
RM_NOV_17.indd 8
www.rec.uk.com
09/10/2017 10:53