Annually hosted by the Human Trafficking Foundation, Anti-Slavery Day provides an opportunity to raise awareness of human trafficking and modern slavery. Yes, slavery really does still happen in today’s society and ignorance isn’t an excuse.
As a labour provider, we have a duty of care to our candidates and as such, we believe it is so important to continue to raise awareness of modern slavery.
With so many high profile cases hitting the headlines over recent months, including Sajmon Brezinski sentenced to 8 years in June after admitting human trafficking, forced labour and fraud offences, and the Rooney family of 11 jailed in Lincolnshire in September for recruiting homeless men and people with learning disabilities to work and live in squalid conditions for up to 26 years, it is still clear that these shocking practices are still sadly happening in today’s modern society.
As we provide workers to food and agricultural companies, we are an accredited member of the Gangmasters and Labour Abuse Authority (GLAA). We can provide information on how to spot the signs, how to report it if you suspect someone is a victim, if you suspect a perpetrator, or where you can get confidential advice. A modern slavery video is also available from Stronger Together which shows a number of examples of how slavery can occur in today’s society.
Will you be ready to cope with seasonal demand? Or do you need to rally the troops?
We’re firing through Autumn already, which means Winter is coming faster than you realise.
It is our duty to ensure that you won’t hit a wall when your business experiences an increase in demand and Stark requests. You will be able to crow with delight when you’re operating as smooth as ice and as hot as fire with a back-up of our honourable troops.
Don’t throw your composure to the wolves… Plan ahead, prepare early.
House Commercial; Do you require Administrators to manage more orders? Call us on 0141 248 4711 now to plan ahead! Or email us on email@example.com
House Industrial; Do you require extra packers to package the goods? Call us on 0141 248 4711 now to plan ahead! Or email us on firstname.lastname@example.org
House Hospitality; Do you require extra staff to cover your events? Call us on 0141 248 4711 now to plan ahead! Or email us on email@example.com
Not what you are currently looking for? We offer both temporary and permanent staffing solutions to Socialcare & Housing, Construction, Technical & Engineering, as well as Commercial, Industrial and Hospitality. If you have any other requirements you would like to discuss, don’t hesitate to call us on 0141 248 4711.
With unemployment rates the lowestthey have been since records began in 1971, there has been more pressure placed on employers to source and secure candidates with the required skill-set. However, the issue could now well be employee retention with 70% of UK employees open to leaving their job, with nearly a quarter (24%) actively looking for new opportunities and nearly half (46%) passively looking.
The research published by The ADP Research Institute (ADPRI)* also found that it is not often a lucrative pay rise that is the main motivation to switch jobs, as UK employees demand the lowest salary increase at 10% compared to the rest of Europe at 12%. In conjunction with these findings, employees in the UK consider themselves less loyal than our European counterparts, with only 48% stating their loyalty compared to the 58% European average.
Possible reasons for their lack of commitment to their employers;
- 62% of UK workers don’t feel valued, in comparison to 44% of German employees
- 54% say they don’t feel purposeful
- 62% believe there is no such thing as job security
56% of employers on the other hand believe their workforce does feel valued and 61% think they do feel purposeful.
These findings show obvious employer misconception amongst some and that although many candidates are currently in jobs, employers will struggle to retain them if the role is not meeting their expectations which not only includes work hours and pay, but job satisfaction.
As well as the need to feel valued and purposeful, UK professionals want to feel challenged and have access to improve their skills, according to LinkedIn’s latest report Inside the Mind of Today’s Candidate. This was the top reason why professionals stay with their existing company, with work-life balance also top on the agenda.
It was also found that poor company leadership is one of the most influential factors in an employee’s decision to look for a new role.
*The research was carried out by ADPRI and published in their report, The Evolution of Work 2017. They reached these results after surveying over 8,500 employees and employers across 13 countries, in companies with more than 50 employees for their report.
As Ryanair demonstrated this week, failing to keep on top of employee holidays can have disastrous financial impact on a company, while also dealing a body blow to its reputation. Featured on Insider.co.uk
That’s not the sort of thing that kindles staff loyalty. As the joke currently making the rounds puts it:
Ryanair pilot: “Good afternoon everyone. We are cruising at 36,000ft, the skies are clear all the way to Madrid, and may I assure you that I hate my employer more than you ever could.”
In light of this, Primestaff chief executive and recruitment expert Danny McIntyre has provided these top tips for both employers and staff on how to avoid falling into holiday hell.
USE A HOLIDAY CALENDAR
Log all requested and authorised holidays on a simple annual timelline. This can be used as a reference when you get holiday requests to ensure everyone isn’t off at the same time.
BOOK IN ADVANCE
Try to book your holidays in advance where possible. The longer in advance you book, the more likely you are to get the time off. It’s also worth checking to see if your employer requires a period of notice for booking holidays. If there’s nothing in place, consider requiring requests at least twice the amount of time they are planning to take off – for example, two weeks holiday would have to be requested at least four weeks in advance.
STRIKE A BALANCE
Consider when your peak period in business is, and when it’s most quiet. When employees are requesting holidays, consider whether the business can cope with demand in their absence.
SOURCE SOME HOLIDAY COVER
Planning holidays in advance allows you to arrange adequate cover by pre-booking the best calibre candidates available for that time. Make sure you have access to the right staff to cover your holidays at the right time.
It sounds obvious, but speak to members of your office/team about your potential plans so you get an idea of what dates are free.
PROVIDE A DETAILED HAND-OVER
Ensure adequate time is allotted for an efficient hand-over of workload before going on holiday. This way you can distribute jobs fairly evenly and spread the workload whilst you are gone.
CONSIDER A HOLIDAY BLACKOUT PERIOD
Some businesses are so busy during certain times of the year they cannot afford to have any staff shortages and institute holiday blackout periods. For businesses in the retail sector, holidays are the busiest time periods. If employees require holiday during this time, it must be planned and authorised well in advance.
FIRST COME FIRST SERVED
Consider having a first come, first served holiday policy. Make employees aware of the soonest point they can request holidays; this will help cap the number of people that can take holidays at the same time.
PLAN FOR HOLIDAY SEASON
Have a pool of temporary workers or part-time staff that can help out when your business picks up in the holiday season. Keep agencies such as Primestaff in the loop and call on us for help in any department.
According to today’s publication of labour market statistics by the Office for National Statistics (ONS), the employment rate reached 75.3 per cent in the three months to July, the highest level since records began in 1971.
Commenting on the report, Recruitment & Employment Confederation chief executive Kevin Green has said:
“Businesses continue to hire despite economic and political uncertainty. The fact that 379,000 more people are in jobs compared to a year ago is great news.
“However, inflation is increasing and real wages are failing to keep up, so many people will be feeling a pay squeeze. Our data suggests that in many areas of the jobs market employers are offering more money to new recruits in order to secure people with the skills they need. This is a response to the tightening labour market and skills shortages which are affecting many different sectors, from engineering to food production.
“With unemployment now at 4.3 per cent it’s going to get even harder for employers to fill jobs. There are just 1.9 unemployed people for every vacancy. This challenge is being exacerbated by a fall in net migration from the EU. The idea that there are enough people in the UK ready and willing to take the jobs available is unrealistic.
“Businesses can only grow if they have access to the people and skills they need. It is essential that the government recognises this by developing an evidence-based immigration system that will support the economy.”
ONS report’s main points for May to July 2017:
Estimates from the Labour Force Survey show that, between February to April 2017 and May to July 2017, the number of people in work increased, the number of unemployed people fell, and the number of people aged from 16 to 64 not working and not seeking or available to work (economically inactive) also fell.
There were 32.14 million people in work, 181,000 more than for February to April 2017 and 379,000 more than for a year earlier.
The employment rate (the proportion of people aged from 16 to 64 who were in work) was 75.3%, the highest since comparable records began in 1971.
There were 1.46 million unemployed people (people not in work but seeking and available to work), 75,000 fewer than for February to April 2017 and 175,000 fewer than for a year earlier.
The unemployment rate (the proportion of those in work plus those unemployed, that were unemployed) was 4.3%, down from 4.9% for a year earlier and the lowest since 1975.
There were 8.74 million people aged from 16 to 64 who were economically inactive (not working and not seeking or available to work), 107,000 fewer than for February to April 2017 and 96,000 fewer than for a year earlier.
The inactivity rate (the proportion of people aged from 16 to 64 who were economically inactive) was 21.2%, down from 21.6% for a year earlier and the lowest since comparable records began in 1971.
Latest estimates show that average weekly earnings for employees in Great Britain in nominal terms (that is, not adjusted for price inflation) increased by 2.1%, both including and excluding bonuses, compared with a year earlier.
Latest estimates show that average weekly earnings for employees in Great Britain in real terms (that is, adjusted for price inflation) fell by 0.4%, both including and excluding bonuses, compared with a year earlier.
We announced in July the exciting news that 300 experienced Construction workers could be set for a new life ‘down under’, after one of New Zealand’s largest civil engineering companies approached Primestaff to help them in their quest to source permanent workers to ease the country’s explosive demand.
As our client continues to secure further contracts in New Zealand, the requirement for further staff is still very much alive!
If you have ever thought about working and living in New Zealand, then we can offer this to construction plant operators that might not necessarily have had this chance before.
Our client needs all sizes of the following; 360 excavator operators, 180 excavator operators, grader operators, tarring squads, road roller and dumper operators, with also pressing requirements for ADT operators.
The right candidates prepared to drive this forward for themselves could be living and working in New Zealand in their Summer!
If you match the requirements for the role and are seriously interested in taking the next step in the process, your VISA eligibility will be assessed by a NZ licenced Immigration Advisor without cost. Should you be offered employment, the Immigration Adviser will assist you with the preparation of visa documentation and lodge the application on your behalf – all professional fees are paid by the employer.
Go on… Miss the UK Winter and make the call today!
For advice, give Derek or Matthew a call on 0141 248 4711 or e-mail firstname.lastname@example.org
Are you looking forward to Friday 15th September as much as us? We’re taking part in Red Bull’s #4pmFinish initiative… But in true Primestaff style, we’re taking it that little bit further!
We know our team work hard and put the hours in to get their job done to an excellent standard! That’s why we are finishing an hour earlier for a Primestaff #3pmFinish so we can also spend some quality time with Glasgow Warriors legend, Alastair Kellock!
Red Bull will be stopping off at our office on Friday to provide our team with Red Bulls so they can smash through their final Friday tasks, before shutting down their computers at 3pm! Al will then join our team in the Glasgow office, where we will all enjoy pizza and drinks to kick-start the weekend together!
Have you got a good Friday planned? For more information about the Red Bull initiative, please take a look at their website.
We were delighted to celebrate alongside the Glasgow Warriors on Saturday, after their 31-10 win against Ospreys in their first home match of the season.
Primestaff chief executive, Danny McIntyre and Warriors player, Tommy Seymourwere pictured alongside friends after the match celebrating their victory.
The Glasgow Warriors announced in June 2016 that Primestaff were new additions to the Scotstoun family, and it is with delight that we have continued our official partnership with the club for a second season.
Primestaff chief executive Danny McIntyre said: “Glasgow Warriors is a great example of an organisation with clear vision, with the right values and with a relentless determination to succeed. They are an absolutely perfect brand to align Primestaff to, and we are very honoured to have agreed this partnership and begin an exciting journey together.
“The Warriors have enjoyed great success in recent years which can act as an inspiration to our people to achieve greater things themselves and help Primestaff move up to the next level. We may be new to the rugby sector but we really like the strong community and family values and think the Warriors provide a great platform for us to showcase our business.”
An overview of the Osprey match is available if you missed it. The next match, Glasgow Warriors v Munster will be at Scotstoun on Friday 22nd September. Tickets are available online.
The UK charities are very close to their hearts after their close friend, Ruth, was diagnosed with the condition and all signed up to the challenge alongside her in May this year.
On the team’s Just Giving page which was set up to raise money for the challenge, Ruth says, “I’m forcing my friends and family to climb Ben Nevis with me to raise awareness and cash dolla for the MS Trust and MS Society – two charities that have helped change the picture of an MS diagnosis and with your support will continue to do so!”
After plenty of time spent training and drumming up sponsorship money for the challenge, the team came together on Saturday 2nd September to hike the 11 miles, reach an ascent of 1374m, and complete the challenge in an amazing 7.5 hours!
On completion of the challenge Leigh commented, “I was not keen at first and I am in pain today but what a sense of achievement I have now!”
Ruth and the team had originally aimed to raise £1,000 but have together gone on to smash this, with their page now showing an incredible £2,800 with further pledged donations to be added.
As part of Primestaff’s charity match-funding scheme, Leigh will receive an extra £200 towards her total as a thank you for her dedication to charities which are obviously so close to her heart, and we hope it will of course boost the total amount a little bit further for these amazing causes!
A ‘worrying’ amount of candidates are unconcerned with CV spelling and grammatical errors according to a report recently issued by Oxford Open Learning Trust.
The study which was conducted by OnePoll found that one in four candidates claim that they wouldn’t be embarrassed about a spelling mistake on their CV. Despite the fact that more than half (56%) would judge someone else based on their spelling, over a quarter of those asked said they (26%) wouldn’t feel at all embarrassed about making a mistake on a job application.
The study was based on information given by 2,000 adults when asked about their grammatical skills. Just a fifth of women said they wouldn’t feel ashamed of misspelling something on a job application form, compared to one in three men.
Dr Nick Smith, Founder of Oxford Open Learning Trust said: “To see that so many people wouldn’t be worried about making a spelling mistake on a job application or CV is cause for concern though,”
“In a setting where first impressions are so crucial, it’s important to understand the influence that spelling has in shaping perceptions.”
…Does it really matter?
Well, according to a study carried out by Adzuna of 40,000 Australian CVs submitted as part of real job applications, two-thirds of jobseekers are ruining their chances due to sloppy spelling. What’s more, they’re slipping up on some of the most commonly used words – words that recruiters could recite in their sleep – including address, business and university.
The research, which featured on news.com.au, found that 67% of the CVs submitted contained at least one spelling error and half (50%) had four or more.
HELPFUL TIPS: Need help improving your CV?
A Curriculum Vitae (CV) is an outline of a person’s educational and professional history, and conveys your personal details in a way that presents you in the best possible light. You are marketing yourself on a CV, so you need to sell your skills, abilities, qualifications and experience to potential employers.
It is preferable to have a CV in the first phase of the application process so you can submit it for a job application and it needs to start out. What are employers looking for in a CV? Depending on the role, the top things we usually look for are:
Previous related work experience
Qualifications and skills
It needs to be tasy to read with short and snappy sentences
Spelling and grammar – spell check using Word, or a free online spell-check if you don’t have Microsoft package
We and like many other employers or recruiters receive a large influx of CVs a day, so it’s important that yours gets straight to the nitty gritty by stating your related experience, work history and other qualities that relate to the position or sector in which you’re making an application. Remember, this will probably be the only source of information we receive about you, along with a covering letter if this has been requested, so sell yourself.
A CV should always be typed using a word processor and when uploading your CV online, always try to submit the original electronic document (Microsoft Word or PDF). Try not to go over two pages of A4 and put the most important information on the first page. Because of the limited space, this should allow you to keep things concise – but ensure you don’t make the layout cluttered and use sensible margin spacing. Bulleted paragraphs are a good way of saving space and adding impact to statements – they’re easy to read as well and you can also tailor these quickly yourself for specific job requirements.
Use titles so we or the employer can instantly see what each section is. Try not to be too flashy with the design – it’s vital all of the essential information is instantly visible.
What to put in your CV
Contact details – We keep CVs on file so ensure you put down contact details that will remain accurate in the long-term. A day time contact number is important, include your mobile number if you have one and also an email address.
Previous employment – Start with your most recent work experience at the top and go backwards, and include the start and leave dates for every position. Include concise details of what the job entailed, what your responsibilities were and what you achieved in the role. If you have time gaps between employment, just be honest and explain what you were doing in that time.
Qualifications – Dependant on the position in which you’ve applied, it’s not always necessary to list all of your GCSEs separately with grades etc, instead you could write ’6 GCSEs with A-C including Maths and English’. List the schools or colleges in which any qualifications were earned, again in order of most recent to oldest.
References – If you are able to secure references from a previous employer, ‘references available on request’ is sufficient for this section as we are able to follow these up with you if we progress to the next stage of the process.
Things not to include
You don’t need to title the CV, Curriculum Vitae or CV, as this is already obviously so don’t waste the space. Don’t include anything more than a line or two about your interests and hobbies if you want to add this, unless you know that it will be especially relevant. If you are short of space this should be the first information to be taken out entirely. Try not to repeat any information and do’t include irrelevant or negative information – we want you to sell yourself so it needs to start positive and continue like this the whole way through.
Finally… Check your spelling!
It’s really important that you checking the spelling throughout your CV before submitting to a potential employer. You can do this by carrying out a spell check using Microsoft Word. If you do not have access to Word, there is also a free online spell checker that will highlight words that are spelt incorrectly.