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By 2025, Gen Z will make up more than a quarter of the global workforce. That&rsquo;s a significant shift &mdash; and one that employers and recruiters can&rsquo;t afford to ignore. This generation (born between 1997 and 2012) is stepping into the world of work with fresh expectations, strong values and a completely different idea of what a career should look like. So, what does that mean for organisations trying to attract and retain Gen Z talent in 2025? In short: it means rethinking everything from employer branding to benefits, flexibility, and how we show up for our people. Let&rsquo;s break it down.
<ol>
<li>Lead with Your Values &ndash; and Mean It Gen Z want to work for employers who stand for something. Social justice, climate change, inclusion, mental health &mdash; these issues matter deeply to them, and they&rsquo;re not afraid to walk away from a job if it doesn&rsquo;t align. 
<ul>
<li>65% of Gen Z won&rsquo;t apply for a job if an employer&rsquo;s values don&rsquo;t match their own (Lever, 2023)</li>
<li>90% believe employers should actively address environmental and social issues (Handshake, 2024)</li>
</ul>
 So, if you say you care about diversity, sustainability, or mental health &mdash; you&rsquo;ve got to prove it. That means making your values visible in your employer brand, your hiring process and your day-to-day culture. It's not just about posting the right thing on LinkedIn. It&rsquo;s about action. Tip: Highlight real stories of how your team is making a difference &mdash; whether that&rsquo;s paid volunteering days, employee-led initiatives, or greener business practices. </li>
<li>Flexibility Is Non-Negotiable Gen Z doesn&rsquo;t want the traditional 9&ndash;5 office routine. They&rsquo;re looking for flexibility &mdash; not just where they work, but how and when. For them, work is just one part of life, and they want to fit it around the things they care about. A recent Mercer report found that Gen Zers &ldquo;see work as a means of funding a more fulfilling life outside the workplace&rdquo; &mdash; not something that defines them. Whether that&rsquo;s hybrid options, flexible hours, or job shares &mdash; giving Gen Z more control over how they work helps you stand out from the crowd. And let&rsquo;s be honest, flexibility benefits everyone, not just Gen Z. </li>
<li>Make Development Opportunities Clear Gen Z is ambitious &mdash; just not in the traditional sense. They care more about growth and development than job titles or corporate ladders. 
<ul>
<li>Nearly 9 in 10 Gen Zers say professional development is essential to them (LinkedIn, 2024)</li>
</ul>
 They&rsquo;re hungry to learn, want feedback, and are always thinking about their next step. If you&rsquo;re not offering them ways to grow &mdash; whether that&rsquo;s online training, mentorship, or clear progression &mdash; they&rsquo;ll look elsewhere. Tip: Don&rsquo;t just say &ldquo;opportunities to progress&rdquo; on your job ad. Be specific. What will they learn? How often will they get feedback? Who&rsquo;ll be mentoring them? </li>
<li>Use Tech That Feels Native Gen Z are digital natives &mdash; they&rsquo;ve grown up with smartphones, apps and instant everything. So, if your recruitment process is clunky, outdated or slow, you&rsquo;ll lose them. 
<ul>
<li>76% of Gen Z expect technology like apps, AI and VR to be part of the future of healthcare and benefits (Mercer, 2023)</li>
<li>31% will quit a job within six months if the employer doesn&rsquo;t live up to expectations (CareerBuilder, 2024)</li>
</ul>
 From application to onboarding, your process should feel intuitive and mobile-first. That means no lengthy forms, no outdated portals, and definitely no &ldquo;we&rsquo;ll get back to you in two weeks&rdquo;. Tip: Invest in tech that allows two-way communication. Automated updates, WhatsApp-style chats, or simple digital onboarding can make a huge difference. </li>
<li>Prioritise Mental Health Gen Z are more open than previous generations about mental health, and they expect employers to take it seriously. 
<ul>
<li>Over 50% of Gen Z report feeling stressed in their daily lives (Mercer, 2023)</li>
<li>58% are comfortable telling their manager they see a therapist or take medication for mental health</li>
</ul>
 Offering mental health support isn&rsquo;t just a nice-to-have anymore &mdash; it&rsquo;s essential. Think EAPs, mental health days, access to digital counselling, and managers who are trained to talk about it. </li>
<li>Be Authentic &ndash; They Can Tell When You&rsquo;re Not Gen Z are savvy. They&rsquo;ll spot inauthenticity a mile off, and they&rsquo;re quick to call out (or quietly avoid) employers who don&rsquo;t walk the talk. If your employer brand says one thing, but their candidate experience shows another, they won&rsquo;t stick around. This generation expects transparency, two-way communication and real action behind the messaging. And if they don&rsquo;t get it? They&rsquo;ll ghost you &mdash; or worse, leave and share their experience on social media or Glassdoor.</li>
</ol>
 Attracting Gen Z talent isn&rsquo;t about ticking boxes. It&rsquo;s about genuinely evolving how we work, communicate and support people. We&rsquo;re in a talent market where Gen Z knows their worth &mdash; and they want to work for organisations that care about more than profit. The good news? What attracts and engages Gen Z tends to benefit the whole workforce. At Morgan Hunt, we&rsquo;re helping organisations adapt and thrive by bringing in the next generation of leaders, changemakers and innovators. Let&rsquo;s build a future where everyone can thrive &mdash; starting with how we hire. Get in touch at <a style="color: #872ebf;" href="mailto:info@morganhunt.com">info@morganhunt.com</a> or <a style="color: #872ebf;" href="https://www.morganhunt.com/news-and-views">explore further News &amp; Views articles here.</a>

Gen Z is changing what they expect from employers — and it’s not just about salary. From purpose-led values to flexible working, find out what really matters to Gen Z candidates in 2025 and how you can attract them. Whether you're hiring or job-hunting, this blog has the insights you need to stay ahead.

How to Attract Gen Z Talent in 2025

Whether it&rsquo;s a toast at a celebration, networking over drinks, or winding down after a long week &mdash; alcohol often plays a role in workplace culture. For many, it&rsquo;s a way to connect, relax, or mark a milestone. But like anything, it&rsquo;s about balance. When alcohol use goes unchecked or becomes expected, it can start to impact health, productivity, and inclusion &mdash; sometimes in subtle ways that are easy to overlook. This blog explores how alcohol shows up in the workplace, the impact it can have on individuals and organisations, and what we can all do &mdash; whether you drink, don&rsquo;t drink, or are navigating something in between &mdash; to create healthier, more inclusive work environments. 
<h4>Why Is Alcohol So Common in the Workplace?</h4>
In the UK, <a style="color: #843fa1; text-decoration: underline;" href="https://www.ias.org.uk/report/alcohol-in-the-workplace/" target="_blank" rel="noopener">employed people are more likely to drink frequently &mdash; and sometimes to excess &mdash; compared to those not in work.</a> That&rsquo;s particularly true in industries like construction, hospitality, finance, and professional services. In some roles, long hours, high stress, or shift work can make drinking feel like a quick way to unwind. Then there&rsquo;s culture. For many workplaces, alcohol is woven into social bonding, client entertainment, reward, or team building. And with the rise of hybrid and remote work, some have found it easier to drink during working hours without being noticed &mdash; either out of habit, stress, or isolation. It&rsquo;s not always about drinking &ldquo;too much&rdquo; &mdash; sometimes, it&rsquo;s just about how visible, expected, or exclusive alcohol becomes in professional settings. The key is not to remove it entirely, but to approach it more consciously. 
<h4>The Impact on Individuals and Organisations</h4>
When alcohol becomes a regular fixture &mdash; or a crutch &mdash; it can start to affect both people and businesses in real ways:
<ul>
<li>Health and wellbeing: Drinking heavily or frequently can worsen mental health issues like anxiety and depression, disrupt sleep, and lead to serious long-term illness.</li>
<li>Work performance: Even small amounts of alcohol impair skills like judgement, concentration, and coordination. Coming to work hungover or under the influence reduces effectiveness and raises the risk of mistakes or accidents.</li>
<li>Absenteeism and presenteeism: Heavy drinkers tend to miss more work, and those who come in impaired often perform below capacity, dragging down team productivity.</li>
<li>Safety: In safety-critical industries like transport or construction, alcohol increases the risk of serious accidents.</li>
<li>Workplace culture: Drinking-related behaviours can cause resentment among colleagues who have to &lsquo;carry&rsquo; those struggling. It can also contribute to bullying, misconduct, or exclusion of those who don&rsquo;t drink.</li>
</ul>
Financially, the cost is huge. <a style="color: #843fa1; text-decoration: underline;" href="https://www.ias.org.uk/uploads/pdf/Factsheets/FS%20economic%20impacts%20042016%20webres.pdf" target="_blank" rel="noopener">Lost productivity due to alcohol misuse in the UK is estimated at &pound;7.3 billion per year (at 2009-10 prices)</a>, while <a style="color: #843fa1; text-decoration: underline;" href="https://www.ias.org.uk/news/hangovers-cost-the-uk-up-to-1-4bn-a-year/" target="_blank" rel="noopener">hangovers alone cost an estimated &pound;1.2 to &pound;1.4 billion annually.</a> 
<h4>What Can Individuals Do?</h4>
Whether you're trying to cut back, stop drinking altogether, or just feel out of place around alcohol at work &mdash; you're not alone. And there&rsquo;s help out there.
<ul>
<li>Reach out confidentially: Talk to your manager, HR, or a trusted colleague. Many workplaces have Employee Assistance Programmes (EAPs) or can signpost to external help.</li>
<li>Set personal boundaries: It&rsquo;s okay to say no to drinks, during work hours or social events. Finding alcohol-free ways to socialise can help you feel included without pressure.</li>
<li>Reach out to specialist organisations: 
<ul>
<li><a style="color: #843fa1; text-decoration: underline;" href="https://www.drinkaware.co.uk/" target="_blank" rel="noopener">Drinkaware</a> offers practical tools and advice on reducing alcohol consumption.</li>
<li><a href="https://alcoholchange.org.uk/" target="_blank" rel="noopener">Alcohol Change UK</a> provides information, support, and access to treatment services.</li>
<li><a style="color: #843fa1; text-decoration: underline;" href="https://addictionrecoveryfoundation.org.uk/" target="_blank" rel="noopener">Addiction Recovery Foundation</a> supports individuals and families affected by addiction.</li>
<li><a style="color: #843fa1; text-decoration: underline;" href="https://www.alcoholics-anonymous.org.uk/" target="_blank" rel="noopener">The National Helpline from Alcoholics Anonymous</a> offers peer support groups and one-to-one help.</li>
<li><a style="color: #843fa1; text-decoration: underline;" href="https://www.mind.org.uk/" target="_blank" rel="noopener">Mind</a> has resources on mental health and its connection to substance use.</li>
<li><a style="color: #843fa1; text-decoration: underline;" href="https://www.samaritans.org/" target="_blank" rel="noopener">Samaritans</a> is there for emotional support anytime you&rsquo;re struggling.</li>
</ul>
</li>
<li>Seek professional help if you need it. Sometimes talking to a GP or a counsellor can open doors to tailored support like therapy or rehabilitation programmes.</li>
</ul>
If you don&rsquo;t drink, but struggle with workplace culture or social pressures around alcohol, know that you&rsquo;re not alone either. It&rsquo;s important to set your own limits and seek out social connections that don&rsquo;t revolve around drinking. And if you ever feel isolated, speaking up can help create a more inclusive environment for everyone. 
<h4>How Can Organisations Support Their People?</h4>
Creating a workplace that supports balance doesn&rsquo;t mean banning alcohol altogether &mdash; it&rsquo;s about having clear boundaries, inclusive cultures, and access to support when it&rsquo;s needed.
<ul>
<li>Develop a clear, compassionate alcohol policy: This should outline expectations about drinking during work hours, support available, confidentiality, and fair procedures for managing incidents.</li>
<li>Promote awareness and education: Help staff understand the impact of alcohol on health and work and reduce stigma around seeking help.</li>
<li>Offer confidential support: Make sure employees know about counselling, EAPs, and other services.</li>
<li>Create inclusive social cultures: Include alcohol-free options at events and encourage team bonding that doesn&rsquo;t rely on drinking.</li>
<li>Train managers and union reps: Equip them to spot signs of alcohol misuse and handle conversations sensitively.</li>
</ul>
<h4> Building an Effective Alcohol Policy</h4>
The Health and Safety Executive (HSE) offers guidance on workplace alcohol policies, emphasising legal duties under the Health and Safety at Work Act 1974. Employers must ensure staff aren&rsquo;t working under the influence, but also treat alcohol dependence as a health issue, offering support rather than immediate discipline. A good policy typically covers:
<ul>
<li>Clear rules on alcohol use during work hours and events</li>
<li>Procedures for dealing with alcohol-related incidents</li>
<li>Confidential access to support and counselling</li>
<li>Respect for privacy and fair treatment of affected employees</li>
<li>Training for managers and union reps</li>
</ul>
The HSE provides model templates employers can adapt to fit their workplace.
&nbsp;
Alcohol isn&rsquo;t inherently a problem &mdash; but ignoring its impact can be. It&rsquo;s not about cutting out every Friday pint or glass of fizz at the Christmas party. It&rsquo;s about choice, balance, and making sure everyone feels supported, included, and able to do their best &mdash; whatever their relationship with alcohol. For those wanting to explore the topic of addiction in the workplace more deeply, we offer a free webinar &lsquo;Addressing Addiction in the Workplace&rsquo;. It features people sharing their lived experience of alcoholism, helping break stigma and spark compassionate conversations. It&rsquo;s an honest, eye-opening conversation designed to help organisations and individuals understand addiction beyond the surface, break down stigma, and think about how we can create more compassionate, supportive workplaces. You can watch the webinar anytime here: <a style="color: #843fa1; text-decoration: underline;" href="http://morganhunt.com/events/addressing-addiction-in-the-workplace">morganhunt.com/events/addressing-addiction-in-the-workplace</a>&nbsp;&nbsp;

Alcohol often has a place in workplace culture — but when it becomes expected, it can impact health, productivity, and inclusion. This blog explores how organisations and individuals can create a more thoughtful, balanced approach to alcohol at work.

Alcohol in the Workplace: Finding the Right Balance

It&rsquo;s no secret that we&rsquo;re living through an especially tense and emotionally charged time. With so much happening around the world &mdash; conflict, elections, and major social movements &mdash; it&rsquo;s only natural that political conversations are making their way into the workplace. For some, talking politics is part of processing what&rsquo;s going on. For others, it&rsquo;s something they&rsquo;d rather leave at the door. But when opinions differ (which they often do), tensions can rise, and what starts as a chat can quickly turn into a challenge. So how should political discussions be handled at work &mdash; both by individuals and by organisations? Should they be encouraged, avoided, or managed differently altogether?&nbsp;Here&rsquo;s a practical guide for approaching political talk in the workplace with respect, care and common sense.
&nbsp;
<h4>For Individuals</h4>
<h5>Navigating with Empathy and Awareness </h5>
<ol>
<li>Think About Timing and Space Is this the right moment to bring something up? Context matters. A quick comment in the kitchen is different from a discussion in front of clients or in a group call with people you don&rsquo;t know well. If in doubt, ask yourself: is this going to add value here? Or just stir things up? </li>
<li>Respect Goes a Long Way You&rsquo;re allowed to care deeply about issues&mdash;but how you express yourself matters. Avoid sweeping statements or assuming others agree. Be mindful of language, tone, and the emotional state of the people around you. You might not mean harm, but words can land differently than intended. </li>
<li>Don&rsquo;t Feel Pressured to Join In Just because a conversation is happening doesn&rsquo;t mean you have to be part of it. It&rsquo;s okay to step away or say something like, &ldquo;I&rsquo;d rather not get into that right now.&rdquo; Not everyone feels safe or comfortable sharing their views, and that choice should be respected. </li>
<li>Agree to Disagree (Respectfully) It&rsquo;s possible &mdash; and healthy &mdash; to disagree without falling out. If you find yourself in a conversation where you fundamentally see things differently, you can express your perspective without turning it into a confrontation. If the discussion becomes unproductive or emotionally charged, it&rsquo;s also okay to walk away.</li>
</ol>
<h4> For Employers</h4>
<h5>Setting the Tone From the Top </h5>
<ol>
<li>Acknowledge What&rsquo;s Going On Trying to completely avoid political discussion isn&rsquo;t always realistic&mdash;especially when people are affected personally by global events. Instead of pretending these conversations don&rsquo;t exist, focus on creating a culture where they&rsquo;re handled with care and mutual respect. </li>
<li>Create Clear and Fair Guidelines Some organisations choose to put boundaries in place, while others allow political conversation within reason. There&rsquo;s no one-size-fits-all approach&mdash;but clarity is key. Set expectations around when, where, and how sensitive topics should be handled. Make sure the policy is consistent, inclusive, and doesn't silence or favour any particular group. </li>
<li>Train and Support Managers People managers are often caught in the middle when conversations go wrong. Equip them with the tools to mediate, de-escalate, and signpost to HR when needed. Don&rsquo;t leave them to figure it out alone. </li>
<li>Foster an Inclusive Environment Inclusion doesn&rsquo;t just mean giving people space to speak&mdash;it also means respecting when people choose not to. Political neutrality shouldn&rsquo;t mean apathy, but it can mean protecting a work environment where everyone feels safe, whatever their beliefs.</li>
</ol>
<h4> Striking the Balance</h4>
Some companies choose to ban political discussions altogether in work channels. Others allow space for personal expression, but with guardrails in place. And in a few sectors&mdash;like public policy, international development or journalism&mdash;these conversations might be part of the job.
Wherever your organisation sits on that spectrum, it&rsquo;s worth remembering:
<ul>
<li>Political talk can&rsquo;t always be avoided&mdash;but it can be approached with care.</li>
<li>The aim isn&rsquo;t to silence people, but to maintain mutual respect and focus.</li>
</ul>
Both individuals and organisations play a role in creating a healthy, productive culture&mdash;even when big issues are unfolding outside the office.
&nbsp;
 We&rsquo;re not just employees&mdash;we&rsquo;re people. And in uncertain times, it&rsquo;s human to want to talk, connect, and make sense of what&rsquo;s happening around us. But workplaces should be places of respect, inclusion and professionalism first. Whether you&rsquo;re an employer setting the tone, or an individual sharing your thoughts, the same rule applies: think before you speak, listen before you react, and always leave room for empathy.
For more workplace advice, insights and perspectives, <a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/news-and-views">head to our News &amp; Views page</a>. To learn more about how we support organisations with inclusive recruitment and workplace culture, <a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/sector/for-clients">visit our Client Services page.</a>

With so much happening in the world, political conversations are becoming more common at work. This blog explores how both employees and employers can approach them thoughtfully — balancing openness with respect and professionalism.

Navigating Political Talk at Work: A Guide for Employees and Employers

Sustainability doesn&rsquo;t have to mean grand gestures or expensive overhauls. Often, it's the everyday decisions that make the biggest difference. Whether you&rsquo;re a small start-up or a major organisation, looking after the planet while running your business just makes sense. Customers care. Employees care. And frankly, the planet needs us to care.
So, what does it actually mean to run a sustainable business? And how can companies &ndash; big or small &ndash; make a real difference?
<h4> What are sustainable business practices?</h4>
Sustainable business practices are about making choices that are good for both your business and the environment. It's not just about cutting carbon &ndash; it&rsquo;s about reducing waste, supporting people, and thinking long-term.
In short, it&rsquo;s about doing the right thing &ndash; and doing it smartly.
<h4> Why bother?</h4>
Aside from the obvious environmental reasons, sustainability brings real business benefits:
<ul>
<li>Cost savings &ndash; Lower energy bills, less waste, and more efficient processes save money.</li>
<li>Reputation boost &ndash; People want to support businesses that care.</li>
<li>Employee engagement &ndash; A clear sustainability strategy can attract (and keep) values-driven talent.</li>
<li>Resilience &ndash; Sustainable businesses are often better prepared for future challenges.</li>
</ul>
<h4> 10 ways to make your business more sustainable</h4>
You don&rsquo;t need to overhaul everything overnight. Start small and build from there. Here are ten practical ideas, each backed up with examples of how businesses have made a difference.
<ol>
<li>Switch to a renewable energy supplier Switch your electricity supply to a green energy provider using wind, solar or hydro sources. Example: You could move to Octopus Energy, making sure all your electricity is 100% renewable. </li>
<li>Cut down on single-use plastics Replace plastic cups, cutlery, packaging, and pens with reusable or compostable alternatives. Example: Swap plastic water bottles for reusable branded flasks, saving over 1,000 bottles a year. </li>
<li>Encourage hybrid or remote working Supporting flexible working reduces commuting emissions and improves wellbeing. Example: Introduce a &ldquo;2 days in, 3 days out&rdquo; policy, cutting carbon output and boosting productivity. </li>
<li>Go paperless where possible Use digital contracts, timesheets, and payslips to reduce paper waste. Example: Go fully digital using Xero and DocuSign, and slash paper use by 80%. </li>
<li>Work with local suppliers Choosing local printers, caterers, and couriers reduces transport emissions and supports the community. Example: Use a local eco-friendly printer for in-person events, cutting delivery emissions and turnaround times. </li>
<li>Offer staff incentives for green travel Provide Cycle to Work schemes, public transport passes, or EV charging at the office. Example: Reward employees monthly for walking, cycling, or using public transport. </li>
<li>Track and report your carbon footprint Use tools like Ecologi or Giki Zero to measure and reduce your carbon impact. Example: Offset monthly team emissions through Ecologi and share a live tracker on your website. </li>
<li>Create a sustainability team or lead Appoint a champion or team to push forward green goals and ideas. Example: Form a &ldquo;Green Champions&rdquo; ERG who run initiatives like meat-free Mondays and recycling audits. </li>
<li>Reduce waste and increase recycling Set up clear recycling bins, donate old tech, and avoid over-ordering supplies. Example: Introduce a three-bin system and donate old laptops to charity. </li>
<li>Build sustainability into your culture and values Make sustainability part of your team talks, onboarding, and comms. Example: Add a sustainability statement to all job ads and client proposals, attracting like-minded candidates.</li>
</ol>
<h4> Don&rsquo;t forget the people part</h4>
Sustainability isn&rsquo;t just about the environment. It&rsquo;s also about social value &ndash; how you support your employees, contribute to your community, and build an inclusive workplace.
Fair pay, mental health support, diverse hiring practices &ndash; these are all part of building a business that&rsquo;s truly sustainable.
<h4> The bottom line</h4>
Sustainable business practices aren&rsquo;t just good for the planet &mdash; they&rsquo;re good for business too. It&rsquo;s about thinking ahead, making smarter choices, and leaving things better than you found them.
At Morgan Hunt, we have a dedicated Green Team whose sole mission is making sure our business stays truly environmentally sustainable. From our bike to work scheme to ethical printing, recycling, waste management, and vehicle replacement policies, we&rsquo;re committed to doing our bit &mdash; and more.
We carefully measure our carbon footprint and publicly report on our progress. Plus, we&rsquo;re proud to be ISO 14001 accredited for our environmental strategy, showing we&rsquo;re serious about continuous improvement.
Sustainability for us isn&rsquo;t just about the environment &mdash; it&rsquo;s about social responsibility too. We&rsquo;re passionate about supporting our communities, promoting fair practices, and making a positive impact wherever we can. To see how we do this, take a look at our <a style="color: #872ebf;" href="https://www.morganhunt.com/social-responsibility" target="_blank" rel="noopener">Social Responsibility approach.</a>
If you want to see our full Carbon Reduction Plan and find out more about how we&rsquo;re working towards a greener future, check it out here: <a style="color: #872ebf;" href="https://www.morganhunt.com/carbon-reduction-plan" target="_blank" rel="noopener">Morgan Hunt Carbon Reduction Plan.</a>

Discover simple, practical ways to make your business more sustainable — without breaking the bank. From renewable energy to green travel incentives, here’s how to build a workplace that’s better for people and the planet.

Making Workplaces Sustainable

Summer is often seen as a time to slow down in education. But behind the scenes, leadership teams are planning, recruiting, and preparing for the new academic year. Two of the biggest challenges they&rsquo;re tackling? Retention and recruitment. We often talk about teacher recruitment peaks in September and January, but the truth is, many staff start considering a move during the summer. The quieter months give space for reflection&mdash;about their workload, well-being, or whether they still feel supported and fulfilled in their role. At the same time, school and college leaders are thinking about gaps, last-minute resignations, and how to attract the best talent. 
<h4>The problems we&rsquo;re not always talking about </h4>
<ul>
<li>Burnout is real&mdash;and it doesn&rsquo;t clock off in July. Teachers often carry the weight of long terms, stretched resources, and relentless pressure into the summer. If schools don&rsquo;t actively encourage real rest and recovery, many staff return in September already halfway to burnout. According to a 2023 study, 45% of teachers reported feeling burned out at the end of the school year, and nearly 1 in 4 teachers say they leave the profession due to burnout. </li>
<li>Exit decisions are made silently. Lots of teachers won&rsquo;t say they&rsquo;re considering a move until it&rsquo;s too late. If you&rsquo;re not checking in with staff during the quieter months, you risk being blindsided by September resignations. A recent survey found that 61% of teachers are actively considering leaving the profession early, with 25% of those teachers intending to do so within the next two years. </li>
<li>Recruitment feels like a scramble. Leaving hiring until the autumn puts you behind the curve. Candidates have more choice than ever&mdash;and the best ones are snapped up fast. Last-minute hiring often leads to short-term fixes, not long-term solutions. A 2023 report highlighted that 80% of education institutions said they struggled to find quality candidates during the September hiring rush.</li>
</ul>
&nbsp;
<h4>So, how can schools and colleges use the summer strategically? </h4>
<ol>
<li>Use the time to listen Set up informal 1:1s or anonymous staff surveys to find out how your team really feels. Creating space for honest feedback can highlight issues before they become resignations. Example: Implement a simple online feedback form or host informal group discussions during staff meetings to gather insights. </li>
<li>Invest in professional development CPD doesn&rsquo;t have to stop in July. Whether it&rsquo;s short online courses, leadership coaching, or planning for INSET days&mdash;showing your team that you&rsquo;re investing in their growth can go a long way. Example: Organise virtual CPD webinars or offer teachers access to free online courses they can complete over the summer. </li>
<li>Be open to flexibility We know not every school can offer hybrid working, but flexibility comes in many forms: job shares, adapted timetables, phased returns. Even small changes can have a big impact on morale. Example: Offer part-time hours for staff who need them, or implement flexible working hours where teachers can choose their work hours during the summer months. </li>
<li>Check in with your early career teachers The first few years can make or break a teaching career. A well-timed check-in during the summer can help them feel seen, supported, and more likely to stick around. Example: Send an email or invite your early career teachers to a casual meeting to discuss their progress and offer support. </li>
<li>Tackle recruitment early Waiting until September to sort staffing gaps puts you on the back foot. Use the summer to work with your recruitment partner, fine-tune job descriptions, and plan your outreach. Early action gives you access to a wider pool of quality candidates&mdash;and a smoother September. Example: Partner with your recruitment team in June to finalise job descriptions, then use July to start recruiting so that you&rsquo;re not rushed in the final weeks before school starts. </li>
<li>Highlight your culture When advertising roles, don&rsquo;t just list the essentials. Talk about your team&rsquo;s ethos, values, and how you support staff well-being. Candidates are looking for more than just a job&mdash;they want to feel part of something meaningful. Example: Share employee testimonials, photos, and videos on your website or job ads that showcase your school's supportive culture and work environment. </li>
<li>Think about well-being beyond the classroom Offer optional well-being sessions during the summer&mdash;like mindfulness workshops, yoga classes, or staff get-togethers. It&rsquo;s a chance to show staff they&rsquo;re more than a resource&mdash;they&rsquo;re people you value. Example: Invite staff to an informal summer social, or offer online well-being workshops that focus on stress relief and self-care techniques. </li>
<li>Review your onboarding process Summer is a great time to revisit how you welcome new staff. A thoughtful onboarding experience can make a huge difference in whether someone feels like they belong&mdash;or starts thinking about leaving. Example: Create an engaging virtual onboarding programme for new hires, allowing them to learn about the school&rsquo;s culture, meet colleagues, and understand expectations before they step into the classroom in September.</li>
</ol>
<h4> Need help with retention and recruitment?</h4>
Morgan Hunt can support you with all of the above&mdash;from workforce planning and well-being strategies to targeted summer recruitment campaigns. Let&rsquo;s help you build a team that feels motivated, valued, and ready for the year ahead.
With over 15 years' experience in education recruitment and partnerships with 80% of college PSLs across the UK, Morgan Hunt can help you take action now to attract and retain the best talent. Get in touch with us at <a style="color: #872ebf; text-decoration: underline;" href="mailto:education@morganhunt.com">education@morganhunt.com</a> or find out more about our services here: <a style="color: #872ebf; text-decoration: underline;" href="http://www.morganhunt.com/sector/education">www.morganhunt.com/sector/education&nbsp;</a>

Summer might seem quiet in education, but it’s a key time for planning, retention, and recruitment. This blog explores why acting early can save last-minute stress—and how schools and colleges can use the summer to support staff, prevent burnout, and attract top talent for September.

Education Recruitment Starts Now: Making the Most of Summer

At Morgan Hunt, we believe in recruitment with purpose &mdash; helping organisations find dedicated professionals who can truly make a difference. Nowhere is this more critical than in social work, where skilled and compassionate professionals are essential in delivering life-changing support to individuals and families. Our partnership with Somerset Council exemplifies this commitment. Through our international social worker recruitment programme, we have helped the council tackle workforce shortages by connecting them with experienced and values-driven professionals from Southern Africa. This initiative has not only bolstered the local authority&rsquo;s social care teams but has also provided skilled social workers with life-changing career opportunities in the UK.
&nbsp;
<h4>A Strong Partnership with Somerset Council</h4>
<img class="mobile-center" style="float: right; margin-left: 20px; max-width: 350px; width: 100%; height: auto;" src="https://cdn.sourceflow.co.uk/2rj4u2xnc3xmqqcd7z9rt4v94gmq" alt="A group of four posing for a photo, includes Shaunna Gardiner, international social work recruiter and Helen Reddy, Recruitment Officer at Somerset Council."> The demand for qualified social workers across the UK continues to grow, and Somerset Council needed a trusted recruitment partner to help them find passionate, skilled professionals. That&rsquo;s where we came in.
&nbsp;
<h5 style="text-align: right;">"Morgan Hunt has been fantastic. They understand our requirements, the urgency, and the importance of getting the right people. It&rsquo;s been a match made in heaven."</h5>
Helen Reddy, Recruitment &amp; Engagement Officer at Somerset Council
&nbsp;
<img class="mobile-center" style="margin-left: 30px; float: right; max-width: 350px; width: 100%; height: auto;" src="https://cdn.sourceflow.co.uk/vywnkbsr5fw8cjqddv3lw9ywu1hm" alt="A group of four posing for a photo." width="350" height="232">
Together, we&rsquo;ve built a strong pipeline of international talent, ensuring that Somerset Council has the dedicated professionals they need to support vulnerable individuals in their communities.
&nbsp;
&nbsp;
<h4>&nbsp;</h4>
<h4>&nbsp;</h4>
<h4>Supporting Social Workers Every Step of the Way</h4>
Recruiting internationally is about more than just securing a job &mdash; it&rsquo;s about building a new life in a new country. That&rsquo;s why we don&rsquo;t stop at recruitment. Led by&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.linkedin.com/in/chris-armstrong-b98aa4106/" target="_blank" rel="noopener">Chris Armstrong</a> and <a style="color: #872ebf; text-decoration: underline;" href="https://www.linkedin.com/in/shaunna-gardiner/" target="_blank" rel="noopener">Shaunna Gardiner</a>, our team provides end-to-end support for every social worker we place. From the moment they land in the UK, we are there. Our support includes:
<ul>
<li>Meeting them at the airport</li>
<li>Taking them to their accommodation</li>
<li>Helping them set up bank accounts and SIM cards</li>
<li>Buying groceries and essentials</li>
<li>Providing ongoing support for up to 12 months</li>
</ul>
One of the social workers we helped settle in shared their experience:
<h5 style="text-align: right;">"You really care about the people's welfare when they come over&hellip; from helping with SIM cards and bank accounts to showing me how to turn on the gas. It made all the difference."</h5>
&nbsp;
<img style="margin: 20px;" src="https://cdn.sourceflow.co.uk/zof53xf6e69hkt13e3mlsldloe97" alt="Two people at a supermarket buying groceries." width="280" height="374"><img style="margin: 20px;" src="https://cdn.sourceflow.co.uk/3i1rp90x8c39n9uy68w5qmrwbuvh" alt="Two people at an airport with their luggage." width="280" height="374"><img style="margin: 20px;" src="https://cdn.sourceflow.co.uk/0ylyymx8dbwfz27u8cavaup9i6ds" alt="A male loading groceries into a car." width="280" height="374">
&nbsp;
<h4>Why Our International Social Worker Recruitment Works</h4>
We specialise in connecting UK councils with highly skilled social workers from Southern Africa, ensuring a seamless transition and long-term retention. Our approach includes:
<ul>
<li>Comprehensive Briefing &ndash; We work closely with councils to understand their needs and tailor our recruitment accordingly.</li>
<li>Thorough Selection Process &ndash; Candidates undergo multiple interview stages, including values-based assessments and written exercises.</li>
<li>Pre-Induction Training &ndash; Before arriving in the UK, candidates complete a 10-session induction led by African Practice Educators to familiarise them with UK legislation and procedures.</li>
<li>Relocation &amp; Ongoing Support &ndash; From visa assistance and housing to community integration, we ensure a smooth transition for every candidate.</li>
</ul>
&nbsp;
&nbsp;
<h4>The Benefits for Local Authorities</h4>
<img class="mobile-center" style="margin-left: 20px; max-width: 100%; height: auto;" src="https://cdn.sourceflow.co.uk/ubu1lp19lxd75nzi7yoz5j04y91g" alt="Group photo of five people at a table, including Shaunna Gardiner and Chris Armstrong. The other 3 people are social workers." width="450" height="299" align="right"> Partnering with us helps councils secure a stable and dedicated workforce. Southern African social workers bring extensive experience, strong values, and resilience, making them well-equipped for the challenges of UK social work. Additionally, their sponsorship ensures retention, reducing reliance on costly agency staff and promoting consistency in service delivery.
&nbsp;
<h5>Want to see the impact of our work?</h5>
Hear from the social workers themselves and watch our video on how we&rsquo;re supporting them on their journey to the UK. If your council is facing workforce challenges, our international social worker recruitment programme could be the solution you need, get in touch today at <a href="mailto:international@morganhunt.com">international@morganhunt.com</a>.
<div style="width: 100%; max-width: 800px; margin-top: 30px;"><iframe style="width: 100%; height: auto; aspect-ratio: 16/9;" src="https://www.youtube.com/embed/6fyuWKTrZoY?si=JgIsTAWZxf13WAZV" allowfullscreen="allowfullscreen">
 </iframe></div>
&nbsp;

Learn how Morgan Hunt’s International Social Worker Recruitment Programme is helping Somerset Council address workforce shortages. See how we provide end-to-end support for social workers from Southern Africa.

Recruitment with Purpose: Supporting Social Workers from South Africa to Somerset

As summer unfolds and another academic year winds down, there's a quiet but growing sense of anticipation about what lies ahead. September 2025 won't just be the start of a new school year&mdash;it&rsquo;ll be a fresh chapter for education across the UK. With a new government in place, educators, leaders, and support staff are all watching closely to see what changes will take root. So, what might we expect? And more importantly, what should we hope for?
&nbsp;
<h4>A new government, a new direction?</h4>
The education sector is used to change, but there's a different energy this time. Big promises have been made &mdash; about funding, teacher workload, and support for students with SEND. But turning those promises into practical improvements is the real challenge. Leadership teams will need to be agile, especially if new policies are rolled out quickly. From updated Ofsted frameworks to shifts in curriculum focus or funding allocations, the months ahead may demand more strategic planning than ever. 
<h4>What&rsquo;s actually changing?</h4>
In September 2025, education in the UK could see a shift towards greater inclusion, improved school buildings, and a renewed focus on sustainability and well-being, both for students and staff. Here are some of the key developments:
Inclusion and Well-being:
<ul>
<li>The new Ofsted inspection framework will place greater emphasis on supporting students with SEND and those facing disadvantages, aiming for a more inclusive environment.</li>
<li>Schools will be expected to demonstrate clear strategies for promoting mental health and well-being for both students and staff.</li>
<li>There will be a holistic approach to education&mdash;balancing academic success with emotional, social, and mental well-being.</li>
</ul>
School Rebuilding and Sustainability:
<ul>
<li>The School Rebuilding Programme, boosted by recent funding, aims to rebuild or refurbish 500 schools.</li>
<li>Schools will be required to have a Climate Action Plan in place by September 2025 and must appoint a sustainability lead.</li>
<li>The government is encouraging the use of green materials and innovation during rebuilds to reduce the sector&rsquo;s environmental impact.</li>
<li>The DfE&rsquo;s broader aim is to make the education sector more sustainable and equip young people to navigate a world shaped by climate change.</li>
</ul>
Other Notable Changes:
<ul>
<li>Ofsted will stop ungraded inspections, so all schools will face a full, graded inspection.</li>
<li>Schools will begin receiving Ofsted "report cards"&mdash;designed to offer parents a clearer picture of school performance.</li>
<li>There&rsquo;s a big push to strengthen family services, expand access to early years education, and support early identification of SEND. New school-based nurseries are also being planned.</li>
</ul>
&nbsp;
<h4>What does this mean for staff and students?</h4>
All of these changes will inevitably impact the daily lives of teachers, support staff, and students. Staff may face a period of adjustment, especially as schools work to meet new expectations around inclusion, well-being, and climate action. But the long-term vision is a more supportive, flexible, and rewarding working environment. There&rsquo;s real potential for improved work-life balance, reduced pressure from inspections, and more investment in mental health and professional development. For students, a more inclusive and sustainable school system could mean not just better academic outcomes&mdash;but happier, healthier learning environments where they feel seen and supported.
&nbsp;
<h4>Our hope: A more human-centred system</h4>
One of the key lessons from recent years is that education needs to be sustainable&mdash;for staff and students alike. Mental health, staff retention, fair workloads, and inclusive learning must be central to how schools and colleges operate. We&rsquo;d love to see 2025 become the year that well-being moves from a buzzword to a priority. Where flexible working isn&rsquo;t just for corporate offices, and where staff feel valued, supported, and motivated to stay.
&nbsp;
<h4>What can you do now?</h4>
Start having those conversations. Review your staffing structure. Look at your well-being offering. And think about how you can create a culture that keeps your best people&mdash;because recruitment is only half the battle.
Need support navigating the changes? With over 15 years' experience in education recruitment and partnerships with 80% of college PSLs across the UK, Morgan Hunt is well-placed to help you plan ahead and build the right team for the future. Get in touch with us at <a style="color: #872ebf; text-decoration: underline;" href="mailto:education@morganhunt.com">education@morganhunt.com</a> or find out more about our services here: <a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/sector/education">www.morganhunt.com/sector/education&nbsp;</a>

With a new government in place, September 2025 could mark a turning point for UK education. From funding and sustainability to inclusion and staff wellbeing, here's what schools and colleges should prepare for—and hope for—in the year ahead.

Rebuilding Education: What September 2025 Could Look Like

Morgan Hunt is pleased to announce its membership with the <a style="color: #872ebf;" href="https://edacuk.org/" target="_blank" rel="noopener">Employers Domestic Abuse Covenant (EDAC)</a>, a government-backed initiative designed to support victims of domestic abuse in accessing employment opportunities and rebuilding their lives.
&ldquo;Morgan Hunt has a long and proud track record of supporting multiple organisations to recruit experienced staff to support domestic abuse victims across the UK. We are therefore delighted to have signed up to the Employers Domestic Abuse Covenant &ndash; and we look forward to using our platform to raise awareness of this issue, ensuring individuals receive the help and support they need to gain access to employment and to rebuild an independent life.&rdquo;
Clare Keniry Morgan Hunt Board Director and Head of D&amp;I
 The EDAC is a collaborative effort to drive positive change in workplaces across the UK, raising awareness of domestic abuse, creating job opportunities, and providing the support needed to help victims become independent. Morgan Hunt&rsquo;s involvement signals its continued commitment to tackling domestic abuse by using its position to support victims and encourage meaningful conversations within the workplace. 
&ldquo;We are delighted to welcome Morgan Hunt as a valued member of The Employers&rsquo; Domestic Abuse Covenant (EDAC). Morgan Hunt is committed to tackling domestic abuse and supporting victims and survivors by developing skills, jobs, and workplace opportunities. We are looking forward to working with Morgan Hunt to raise awareness of domestic abuse across the sector and to ensure all employers play a part to address abuse.&rdquo;
Polly Harrar, CEO and Founder of The Sharan Project
 By joining EDAC, Morgan Hunt pledges to enhance recruitment practices, raise awareness within the workplace, and continue to champion diversity and inclusion in its hiring processes.
To learn more about our ongoing commitment to D&amp;I and the other initiatives we're driving forward, please visit <a style="color: #872ebf;" href="https://www.morganhunt.com/diversity-and-inclusion" target="_blank" rel="noopener">our Diversity and Inclusion page</a> for further details on how we're making a positive impact across the organisation and beyond.
&nbsp;
<hr>
&nbsp;
The Employers Domestic Abuse Covenant is the third Covenant in the UK, following the Armed Forces and Care Leavers Covenants, and the first to address Domestic Abuse. It has been included as a recommendation in the Domestic Abuse Act 2021 and shines a spotlight on economic abuse. Initially piloted across London and Essex during the pandemic, the Covenant was rolled out across England over the summer of 2021 and encourages engagement from businesses, charities, statutory and non-statutory services to enhance sustainable support for women affected by abuse. EDAC is delivered by The Sharan Project, an award-winning charity that works to empower, educate and inspire women who want to learn about the support and choices that are available to them, and provide them with the tools to lead life on their own terms. Taking a partnership approach, EDAC works with a range of delivery partners, members and EDAC Signatory Partners: Network Rail, Accor Group, Cadent Gas, and Equans UK. EDAC is further supported across the UK Government and by the Domestic Abuse Commissioner for England and Wales. For more information, please visit: <a style="color: #872ebf;" href="https://edacuk.org/about" target="_blank" rel="noopener">edacuk.org/about&nbsp;</a>

Morgan Hunt is proud to join the Employers Domestic Abuse Covenant (EDAC), a commitment to supporting victims of domestic abuse through enhanced recruitment practices and workplace awareness.

Morgan Hunt Becomes Members of Employers Domestic Abuse Covenant (EDAC) to Support Victims of Domestic Abuse

Ramadan is a significant period for Muslims around the world, marked by fasting from dawn to sunset, prayer, reflection, and community. As an employer, showing understanding and support for employees observing Ramadan can foster a sense of inclusion and respect in the workplace.&nbsp;
&nbsp;
<h4>What is Ramadan?</h4>
Ramadan is the ninth month of the Islamic lunar calendar and is considered one of the holiest months in Islam. It is a time of fasting, prayer, reflection, and community for Muslims worldwide. During this month, Muslims believe the Qur'an&mdash;the holy book of Islam&mdash;was revealed to the Prophet Muhammad. Ramadan is a time for spiritual renewal and self-discipline, where Muslims strive to strengthen their relationship with God (Allah) through worship and acts of kindness.
&nbsp;
<h4>Why Do Muslims Fast?</h4>
Fasting, or Sawm, is one of the Five Pillars of Islam, which are the core principles that guide a Muslim&rsquo;s faith and practice. The fast begins at dawn and ends at sunset each day throughout Ramadan. During these hours, Muslims refrain from eating, drinking, smoking, and engaging in intimate relations. Fasting is seen as a way to purify the body and soul, to develop empathy for those who are less fortunate, and to cultivate patience, self-control, and gratitude. The act of fasting allows Muslims to strengthen their connection with God and encourages them to focus on their spiritual and moral growth. It is not just about abstaining from food and drink but also about avoiding negative behaviours such as anger, gossip, and dishonesty. Through fasting, Muslims aim to increase their mindfulness, humility, and self-restraint, ultimately striving to become better individuals. Fasting is also seen as a way to gain greater awareness of the struggles of those who face hunger and poverty on a daily basis. It encourages charity, generosity, and the sharing of blessings with others, particularly those in need. For Muslims, the end of Ramadan is marked by the celebration of Eid al-Fitr, a festive day of feasting, giving thanks, and sharing joy with family and friends. It is a time for Muslims to reflect on the spiritual benefits of the month and to renew their commitment to their faith.
&nbsp;
<h4>10 Tips to Support Your Employees</h4>
To ensure that your Muslim employees feel supported and valued during Ramadan, here are ten practical ways you can help accommodate their needs, maintain a positive work environment, and show your respect for this significant time. These tips will foster inclusivity and make the workplace more considerate of their religious practices.
<ol>
<li>Be Flexible with Working Hours Fasting from dawn to sunset can take a toll on energy levels. Many employees who observe Ramadan may appreciate adjustments to their working hours, such as offering flexible start and finish times. This flexibility can allow them to rest and break their fast at home or ensure they can leave earlier to attend evening prayers.&nbsp; </li>
<li>Create a Comfortable Space for Breaks During Ramadan, employees may feel the need to take more breaks throughout the day to maintain their energy levels. Providing a designated, quiet space for employees to pray, reflect, or relax during breaks can show your support and make them feel comfortable during this spiritual time. A study conducted by The Chartered Institute of Personnel and Development (CIPD) revealed that 34% of employees would prefer their employers to provide a dedicated space for prayer during Ramadan. </li>
<li>Acknowledge the Importance of Ramadan A simple but powerful way to support your Muslim employees is by acknowledging Ramadan in the workplace. This can be done in various ways, from sending a company-wide message wishing employees well during the holy month to offering small gestures of kindness such as arranging for dates (a traditional food to break fast) or providing a dedicated space for communal prayers. Research from Gallup shows that employees who feel valued and recognised are 60% more likely to report being highly engaged at work. </li>
<li>Offer Adjusted Meal Times Since employees who observe Ramadan will be fasting from dawn to sunset, they won&rsquo;t be able to participate in regular meal breaks during the day. Consider providing meals or snacks at alternative times. Offering pre-dawn meals (Suhoor) or post-dusk meals (Iftar) can be a thoughtful gesture. In workplaces with canteens, adjusting service times to align with Ramadan schedules can help employees maintain their fasting routine. &nbsp;</li>
<li>Respect Their Need for Spiritual Reflection Ramadan is not only about fasting but also about spiritual growth and reflection. Encourage employees to take time for prayer and contemplation during work hours, and ensure they have the space to do so without feeling rushed or judged. For some employees, attending Taraweeh (special evening prayers) may also be important. Show your support by being understanding if employees need time for this outside of regular work hours. &nbsp;</li>
<li>Avoid Scheduling Important Meetings During Iftar It&rsquo;s considerate to avoid scheduling important meetings or events during Iftar, the time when employees break their fast. This allows your employees to focus on their religious observances and not have to worry about work commitments at that time. If you do need to schedule events, try to do so earlier in the day or after Iftar.&nbsp; </li>
<li>Create an Inclusive and Respectful Environment Ramadan can be a time of increased spirituality and reflection. It&rsquo;s important to foster an inclusive workplace culture where employees feel safe to express their religious practices and beliefs. Encourage openness and understanding among team members about Ramadan, and create a space where they feel supported in their journey. A McKinsey report shows that companies with inclusive workplace cultures are 35% more likely to experience improved performance and employee retention. </li>
<li>Provide Mental and Emotional Support The combination of fasting, work demands, and spiritual focus can be mentally and emotionally taxing for employees. Regular check-ins to ensure they are managing well and offering any support needed can go a long way in showing you care. Encouraging a culture of support, where employees feel comfortable discussing any challenges they face during Ramadan, can help reduce stress and improve wellbeing.&nbsp; </li>
<li>Be Understanding of Energy Levels The physical demands of fasting may impact concentration and energy levels during the workday, especially as the day progresses. Be understanding if an employee needs to take more breaks or shift tasks to align with their energy levels. It&rsquo;s a great opportunity to demonstrate empathy and flexibility during a time of spiritual and physical devotion.&nbsp; </li>
<li>Celebrate Eid Eid al-Fitr, the festival that marks the end of Ramadan, is an important celebration for Muslims. Recognising this day and allowing employees time off to celebrate with their families shows that you value their traditions. You might also consider acknowledging Eid with a company-wide celebration or a small gesture, such as sending a card or arranging for a group celebration at work.&nbsp;</li>
</ol>
&nbsp;
Supporting employees during Ramadan isn&rsquo;t just about adjusting schedules or providing meals &mdash; it&rsquo;s about fostering a culture of respect, empathy, and inclusivity. By recognising the significance of Ramadan and offering support where needed, you show that you value the diverse beliefs and practices of your workforce, creating a positive and respectful environment for all employees.

Discover 10 ways to support Muslim employees during Ramadan, from flexible working to fostering an inclusive workplace.

How to Support Employees During Ramadan

<h4>It&rsquo;s been one year since the Black Leadership Job Board (BLJB) officially launched, and what a year it&rsquo;s been!</h4>
<a style="color: #872ebf;" href="http://www.blackleadershipjobboard.com/" target="_blank" rel="noopener">Black Leadership Job Board (BLJB)</a>&nbsp;began in 2023 as a free trial job board, and in those early days, hundreds of companies joined, posting thousands of jobs and showing an incredible appetite for a platform dedicated to improving diversity in leadership. However, as we transitioned to a paid model to ensure the long-term sustainability of the BLJB in March 2024, we&rsquo;ve faced significant challenges in getting organisations to follow through on their DEI commitments. While this past year hasn&rsquo;t been without its challenges, it&rsquo;s also been full of achievements that demonstrate the BLJB&rsquo;s potential as a movement for change.
<h3> 2024 Statistics</h3>
In our first year as a fully launched platform, Black Leadership Job Board has:
<ul>
<li>Welcomed 115 companies committed to improving leadership diversity.</li>
<li>Attracted 2,000+ candidates, a clear indication that Black talent is out there, ready and eager to step into leadership roles. But without opportunities being highlighted within organisations willing to enact real change, that talent risks being overlooked.</li>
<li>Seen 618 jobs posted and 365 applications submitted &mdash; figures that reflect the challenge of driving sustained engagement from organisations in a competitive market.</li>
<li>Hosted 35 introduction meetings with employers eager to learn how the BLJB can support their DEI goals.</li>
</ul>
<h3> Milestones</h3>
<h5>Tegan&rsquo;s Journey: Nurturing Future Talent</h5>
 <img style="float: left; margin-right: 20px; margin-bottom: 20px; margin-top: 20px;" src="https://cdn.sourceflow.co.uk/x083ucyukmofvejvrt3kn4ea80v5" alt="A headshot of Tegan Dowe in the Morgan Hunt Office." width="200" height="200"> One of our proudest milestones this year has been welcoming <a style="color: #000000;" href="https://www.linkedin.com/in/tegandowe/" target="_blank" rel="noopener">Tegan Dowe, our Marketing Apprentice</a>, to the BLJB team. In just one year, Tegan has taken on an incredible amount of responsibility, managing social media, SEO, design, email outreach, and communications &mdash; all while working towards her Level 3 Multi-Channel Marketer apprenticeship. Balancing her studies with her professional role is no small feat, but Tegan has risen to the challenge with enthusiasm and dedication. Her creativity and hard work have been instrumental in shaping the BLJB&rsquo;s identity, and her professional growth has been nothing short of inspiring. By building Tegan&rsquo;s skills, we&rsquo;re not just working towards the BLJB&rsquo;s mission &mdash; we&rsquo;re investing in the future of inclusive leadership.
&ldquo;Entering the busy world of marketing has been an amazing journey. I&rsquo;m proud of what we&rsquo;ve achieved with the Black Leadership Job Board so far, but I believe there&rsquo;s still so much potential for it to grow and thrive even more.&rdquo; Tegan Dowe, BLJB Marketing Apprentice
<h5> Forging Strong Partnerships</h5>
This year, we&rsquo;ve had the privilege of partnering with two outstanding organisations, Black Leaders in Healthcare and the UK Black Business Show in order to widen our profile with Black talent across the UK:
<ul>
<li><a href="https://www.blackleadershipjobboard.com/black-leaders-in-healthcare/" target="_blank" rel="noopener">Black Leaders in Healthcare</a> is passionate about breaking down barriers that prevent Black professionals from advancing in their careers. They connect talented Black individuals with leadership opportunities in the UK healthcare sector, partnering with employers who are committed to inclusive and fair hiring practices.</li>
<li><a style="color: #000000;" href="https://www.blackleadershipjobboard.com/uk-black-business-show/" target="_blank" rel="noopener">The UK Black Business Show</a> is all about celebrating and promoting businesses and leaders who inspire more Black men and women to make a positive impact on the economy and the world. With their social reach of up to 60,000+ candidates, the event offers a brilliant opportunity to gain significant exposure to a diverse and highly skilled pool of candidates. It&rsquo;s a space where connections are made, ideas are shared, and Black excellence is championed.</li>
</ul>
<a style="color: #000000;" href="https://www.blackleadershipjobboard.com/partnerships/">These partnerships</a> not only amplify our reach but also help create platforms where Black talent is celebrated, and opportunities are brought to the forefront.
&nbsp;
<h5>Ongoing Collaboration with Black Leadership Group</h5>
 <img style="float: left; margin-right: 20px; margin-bottom: 20px; margin-top: 20px;" src="https://cdn.sourceflow.co.uk/dlapdd5vlriwjb7kgaliwbkyluvw" alt="A group shot of the BLJB team having a strategy meeting at the Morgan Hunt office." width="300" height="200"> Our ongoing collaboration with <a style="color: #000000;" href="https://blackleadershipgroup.com/" target="_blank" rel="noopener">Black Leadership Group (BLG)</a>has been a cornerstone of BLJB&rsquo;s journey. Together, we&rsquo;ve pooled our expertise to grow the job board, ensuring it remains both impactful and sustainable. Over the past year, we&rsquo;ve held multiple strategy meetings as a team to refine the BLJB&rsquo;s vision and develop actionable steps to achieve it. One of the highlights of our collaboration was attending BLG&rsquo;s annual conference, where we ran a workshop on allyship, shared the story of our partnership, and discussed the journey leading up to the BLJB&rsquo;s launch. Through this collaboration, we&rsquo;ve reinforced the idea that the BLJB is more than a job board &mdash; it&rsquo;s a movement to challenge unconscious bias, dismantle systemic barriers, and create real, lasting change in recruitment.
&nbsp;
&ldquo;The Black Leadership Job Board is a manifestation of how we can all help to change the dial on Black leadership in the UK &ndash; by utilising the job board employers are demonstrating a commitment to taking action to address the imbalance that exists&rdquo; &nbsp; Clare Keniry, Morgan Hunt Board Director and Head of D&amp;I
<h3> Challenges</h3>
Despite these successes, it&rsquo;s important to acknowledge the challenges. Since transitioning from a free trial to a paid model, we&rsquo;ve seen some drop off in employer engagement. While many organisations set ambitious DEI targets, fewer are willing to invest in the tools that can help them achieve those goals. This hesitation highlights a broader issue: companies often express their support for diversity initiatives but fall short when it comes to taking meaningful action. The BLJB is designed to be part of the solution, and we&rsquo;ll support organisations to step up and put their money where their mouth is.
"It&rsquo;s been a challenging year, but also one filled with progress. Even though we haven&rsquo;t reached all the targets we set, I believe the Black Leadership Job Board offers is the way forward to challenge unconscious bias and dismantle systemic barriers in recruitment. Change is never easy, but we&rsquo;re determined to keep going." Catherine Wynn, Morgan Hunt Marketing Manager
<h3> Looking ahead</h3>
Entering 2025, we remain optimistic about <a href="https://www.blackleadershipjobboard.com/" target="_blank" rel="noopener">Black Leadership Job Board&rsquo;s</a> potential, knowing it&rsquo;s a truly sustainable driver for change in terms of increasing Black and ethnic minority in leadership. Our goals for the coming year include:
<ul>
<li>Engaging more companies and encouraging them to invest in long-term DEI solutions.</li>
<li>Attracting more candidates and offering even greater opportunities.</li>
<li>Partnering with like-minded organisations to amplify our impact &amp; engage with Black talent across the UK.</li>
<li>Continuing to position BLJB as a movement for change, more than a job board.</li>
</ul>
We can&rsquo;t do this alone. We want BLJB to inspire organisations to take collective action and create workplaces that reflect the diversity of our society. Whether you&rsquo;re an organisation or a candidate, take action now to be part of this journey.
<ul>
<li>Organisations: <a href="https://www.blackleadershipjobboard.com/register/#client" target="_blank" rel="noopener">Create an account</a> or <a href="https://www.blackleadershipjobboard.com/book-a-meeting/" target="_blank" rel="noopener">book an introduction call</a> to learn how BLJB can support your DEI goals.</li>
<li>Candidates: <a href="https://www.blackleadershipjobboard.com/register/#candidate" target="_blank" rel="noopener">Sign up to hear about the latest jobs</a> with companies committed to supporting Black and ethnic minority professionals.</li>
</ul>
&nbsp;
<h3><img src="https://cdn.sourceflow.co.uk/412r36ic2nisvplwt4fx1igvv045" alt="A digital graphic for the BLG's conference detailing the sponsors, date and location." width="800" height="400"> From Generation to Generation: Anti-racist Thought &amp; Action &reg;</h3>
Make sure to sign up to <a href="https://www.eventbrite.co.uk/e/from-generation-to-generation-anti-racist-thought-action-tickets-1074181298179?aff=oddtdtcreator" target="_blank" rel="noopener">Black Leadership Group&rsquo;s annual conference on Thursday 20th March</a>, held on the eve of the UN&rsquo;s International Day for the Elimination of Racial Discrimination. The conference will bring together voices from five generations across the UK and online worldwide to advance Anti-racist Thought &amp; Action&reg; and accelerate progress toward an anti-racist society.
 Why Attend? Through inspiring keynotes, panels, roundtables, and showcases, you&rsquo;ll gain insight into combating racism in workplaces, education, and communities, while connecting with trailblazers like Professor David Olusoga OBE and leaders from major global professional bodies, including the Chartered Management Institute (CMI) and Google for Education. Don&rsquo;t miss this chance to engage in powerful conversations and drive real change.&nbsp;<a href="https://www.eventbrite.co.uk/e/from-generation-to-generation-anti-racist-thought-action-tickets-1074181298179?aff=oddtdtcreator" target="_blank" rel="noopener">Get your tickets now</a> to be part of this movement for equity and inclusion!

One year since its official launch, the Black Leadership Job Board (BLJB) has made strides in promoting diversity in leadership, welcoming over 100 companies and 2,000 candidates. Despite challenges, BLJB is determined to inspire real change through partnerships, advocacy, and ongoing DEI efforts. Explore how BLJB is becoming a movement for inclusive leadership.

One Year On: Black Leadership Job Board

<h3>The Debate Around Quiet Quitting</h3>
The term &lsquo;quiet quitting&rsquo; has sparked widespread debate in the workplace. While some see it as a red flag signalling disengagement and an eventual exit from the company, others argue it&rsquo;s simply about setting healthy boundaries and doing what a job requires &mdash; nothing more, nothing less. But is quiet quitting actually real? Some argue it&rsquo;s just a new term for an old behaviour &mdash; employees fulfilling their job descriptions without going beyond their contractual obligations. Others believe it represents a cultural shift, as more workers reject excessive workloads and unpaid overtime. The reality is likely somewhere in between, with different industries and workplaces experiencing it in different ways. <a style="color: #872ebf;" href="https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2023-pdfs/2023-good-work-index-report-8407.pdf" target="_blank" rel="noopener">A 2023 report from the Chartered Institute of Personnel and Development (CIPD) found that six in ten UK employees feel disengaged at work</a>,with many citing lack of recognition and poor work-life balance as key reasons. Similarly, a survey by <a style="color: #872ebf;" href="https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx" target="_blank" rel="noopener">Gallup&rsquo;s State of the Global Workplace report suggested that only 10% of UK employees feel engaged in their work</a>, one of the lowest rates in Europe.
<h3> Is Quiet Quitting a Warning Sign?</h3>
Some employers believe that quiet quitting is a symptom of deeper dissatisfaction. They argue that when an employee stops going above and beyond, it indicates they are disengaged, unmotivated, and possibly considering leaving the organisation. This perspective suggests that quiet quitting could be a precursor to actual resignation, making it a pressing concern for businesses. From this viewpoint, quiet quitting may:
<ul>
<li>Reduce innovation and collaboration within teams.</li>
<li>Lead to a culture where minimal effort becomes the norm.</li>
<li>Signal to employers that an individual no longer sees long-term prospects within the organisation.</li>
</ul>
Employees showing signs of quiet quitting in this way may start withdrawing from team discussions, putting in less effort towards creative problem-solving, or avoiding additional tasks they once volunteered for. They might also demonstrate a decline in enthusiasm for company initiatives or social events, which could indicate they feel disconnected from the organisation. 
<h3> Or Is It Just Work-Life Balance?</h3>
On the flip side, many argue that quiet quitting isn&rsquo;t about disengagement at all &mdash; it&rsquo;s about setting reasonable work boundaries. Employees who embrace quiet quitting are often fulfilling their contractual obligations while protecting their personal time and mental well-being. They reject the idea that success is tied to overworking and believe in a balanced approach to work. From this perspective, quiet quitting:
<ul>
<li>Encourages a healthier approach to work-life balance.</li>
<li>Prevents burnout and enhances long-term productivity.</li>
<li>Challenges outdated &lsquo;hustle culture&rsquo; expectations.</li>
</ul>
 Employees in this category may be highly productive during working hours but strictly adhere to finishing on time. They may decline last-minute urgent requests that fall outside their responsibilities, push back against unrealistic deadlines, or avoid answering emails outside of working hours. However, they may still be engaged in meetings, contribute to discussions, and deliver high-quality work. Research by <a style="color: #872ebf;" href="https://www.mentalhealth.org.uk/explore-mental-health/statistics/mental-health-work-statistics" target="_blank" rel="noopener">Mental Health UK found that over 80% of UK employees have experienced workplace stress,</a> with excessive workloads and long hours being key factors. Meanwhile, the <a style="color: #872ebf;" href="https://www.cipd.org/uk/knowledge/reports/goodwork/" target="_blank" rel="noopener">CIPD&rsquo;s Good Work Index</a> highlights that employees with a better work-life balance report higher job satisfaction and overall wellbeing.
<h3> What Can Employers and Employees Do?</h3>
Regardless of your stance on quiet quitting, there are steps both employers and employees can take to foster a positive work environment that balances engagement and healthy boundaries.
<h5> Employers</h5>
<ul>
<li>Encourage Open Dialogue: Regular check-ins and honest conversations about workload, career growth, and expectations can help employees feel heard and valued.</li>
<li>Recognise and Reward Effort: Acknowledge and compensate employees who go above and beyond to prevent feelings of being undervalued.</li>
<li>Provide Career Development Opportunities &ndash; Clear progression paths, upskilling programmes, and mentorship can keep employees motivated and engaged.</li>
<li>Create a Culture of Flexibility: Promoting work-life balance through flexible working hours, mental health support, and realistic expectations can help retain talent and prevent burnout.</li>
<li>Address Workload Concerns: If employees are pulling back, it may be a sign they feel overwhelmed. Ensuring workloads are fair and manageable can make a significant difference.</li>
</ul>
<h5>&nbsp;</h5>
<h5>Employees</h5>
<ul>
<li>Communicate Boundaries Clearly: Setting limits on workload and working hours while communicating these boundaries with managers can help avoid misunderstandings.</li>
<li>Show Engagement in Other Ways: Employees can demonstrate commitment by actively participating in meetings, offering innovative ideas, and collaborating with colleagues.</li>
<li>Seek Growth Opportunities: Engaging in professional development and seeking challenges within the job can help employees remain motivated without overextending themselves.</li>
<li>Be Transparent About Career Goals: If an employee feels unchallenged or undervalued, discussing long-term career aspirations with leadership can help align expectations and opportunities.</li>
<li>Advocate for a Healthy Work Culture: Employees can play a role in shaping workplace culture by promoting fairness, collaboration, and open communication.</li>
</ul>
<h3> Join the Discussion</h3>
What do you think? Is quiet quitting a sign that employees are on their way out, or is it a natural shift towards a healthier work-life balance? At Morgan Hunt, we see the value in both arguments and believe the discussion is worth having. Let&rsquo;s talk about what it really means for the future of work. If you&rsquo;re an employee looking for a job with an organisation that champions a healthy and inclusive workplace culture, check out our <a style="color: #872ebf;" href="https://www.morganhunt.com/jobs/search" target="_blank" rel="noopener">job search page</a> or explore our <a style="color: #872ebf;" href="https://www.morganhunt.com/career-advice" target="_blank" rel="noopener">career advice hub</a> for further work-life guidance.&nbsp;For employers, visit <a href="https://www.morganhunt.com/sector/for-clients" target="_blank" rel="noopener">our client page</a> for advice on building a workplace culture that is both productive and focused on employee wellbeing. Need further guidance? Get in touch with us at <a style="color: #872ebf;" href="mailto:info@morganhunt.com" target="_blank" rel="noopener">info@morganhunt.com.</a>

The debate around quiet quitting continues to stir conversations in workplaces. Is it a sign of disengagement or a healthy boundary for work-life balance? This blog explores both sides of the quiet quitting argument, offering insights into its impact on employee wellbeing and workplace culture.

Quiet Quitting: A Sign of Disengagement or Healthy Boundaries?

As we approach 2025, the recruitment landscape is poised for significant shifts driven by technological advancements, shifting workplace dynamics, and changing candidate expectations. Staying ahead of these trends is vital for businesses aiming to attract and retain top talent. Let&rsquo;s explore the key developments to watch in 2025.
<h4> AI and Automation Transformation</h4>
Artificial intelligence (AI) and automation are no longer just buzzwords in recruitment; they&rsquo;re becoming standard tools to attract and assess talent.&nbsp;
<ul>
<li>AI-Powered Screening: Tools that analyse CVs and match candidates to roles based on skills will save time and improve accuracy.</li>
<li>Chatbots and Virtual Assistants: These technologies enhance the candidate experience by offering instant support and answering queries throughout the hiring process.</li>
<li>Automated Scheduling: AI-driven tools will simplify interview scheduling, improving efficiency for both recruiters and candidates.</li>
</ul>
All these tools will enhance efficiency and reduce time-to-hire. However, organisations must balance automation with human touchpoints to ensure a personalised candidate experience. Hot Tip: Integrate AI tools that focus on unconscious bias mitigation to ensure your screening processes remain fair and inclusive.
<h4> Focus on Candidate Experience</h4>
With job seekers more discerning than ever, a seamless and engaging recruitment process will be essential. Candidates expect clear communication, timely feedback, and a smooth application journey.&nbsp;
<ul>
<li>Personalised Recruitment Journeys: Customised communication and processes will help organisations engage candidates more effectively.</li>
<li>Transparent Communication: Open, honest interactions at every stage build trust and improve employer branding.</li>
<li>Strong Employee Value Proposition (EVP): Highlighting what sets your organisation apart, such as career development opportunities or wellbeing initiatives, will be crucial.</li>
</ul>
A poor experience can harm your employer brand and discourage top talent from applying. Did You Know? 70% of candidates say their experience during the hiring process influences their decision to accept an offer. Conducting post-interview surveys can reveal areas for improvement.
<h4> Corporate Social Responsibility (CSR) Remains a Top Priority</h4>
CSR will remain a core pillar of organisational success, with a focus on creating meaningful change across DE&amp;I, sustainability, and social impact. Organisations are continuing to prioritise it, not just as a moral imperative but as a business advantage.&nbsp;
<ul>
<li>Diverse Hiring Practices: Expanding outreach and adopting inclusive hiring methods will attract a wider range of talent.</li>
<li>Inclusive Workplace Cultures: Retaining diverse teams requires a culture that values and supports all employees.</li>
<li>Data-Driven DE&amp;I Initiatives: Organisations will increasingly use analytics to measure their progress and identify areas for improvement.</li>
<li>Skills-Based Hiring: Shifting the focus from degrees to demonstrable skills helps reduce bias and creates opportunities for candidates from non-traditional backgrounds.</li>
<li>Sustainability Goals in Recruitment: Organisations will prioritise green hiring practices, such as reducing the carbon footprint of remote or hybrid teams and opting for digital recruitment methods.</li>
<li>Social Impact Initiatives: Aligning recruitment strategies with community-focused programmes, like supporting underrepresented groups or committing to hiring refugees and veterans, will drive societal impact.</li>
</ul>
Embedding CSR into your recruitment strategy isn't just about meeting expectations; it's about demonstrating your organisation&rsquo;s values and purpose to both candidates and clients. Trend Insight: Organisations with robust CSR strategies are 58% more likely to attract top candidates who prioritise purpose-driven work.
<h4> Remote and Hybrid Work: The Standard, Not the Exception</h4>
Hybrid and remote work are no longer perks &mdash; they&rsquo;re baseline expectations. Candidates want roles that offer flexibility in where, when, and how they work.&nbsp;
<ul>
<li>Global Talent Pools: Organisations are casting wider nets, tapping into a global workforce unrestricted by geographical boundaries.</li>
<li>Flexible Work Arrangements: Hybrid and remote models offer better work-life balance, making roles more attractive to top talent.</li>
<li>Virtual Onboarding and Training: Investment in digital onboarding tools ensures new hires, regardless of location, feel supported and integrated.</li>
</ul>
Employers who embrace flexible working will be better positioned to attract and retain top talent in 2025. Hot Tip: Clearly outline your remote working policies in job adverts. 55% of candidates won&rsquo;t apply if flexibility options aren&rsquo;t specified.
<h4> Upskilling and Internal Mobility</h4>
As industries evolve, so must their workforces. Organisations are increasingly investing in upskilling their workforce to bridge skill gaps and reduce reliance on external hiring.&nbsp;
<ul>
<li>Continuous Learning: Regular training ensures employees remain adaptable in a fast-changing world.</li>
<li>Internal Mobility: Encouraging career progression within your organisation helps retain top talent while reducing recruitment costs.</li>
</ul>
Investing in development not only future proofs your workforce but also boosts employee satisfaction and loyalty. Trend Insight: Learning and development budgets are expected to grow by 10% across industries in 2025.
&nbsp;
<h4>Emphasis on Wellbeing and the Benefits Alongside It</h4>
As burnout and stress remain pressing concerns, employee wellbeing will take centre stage in recruitment strategies. Candidates are prioritising employers who demonstrate genuine care for their mental and physical health.&nbsp;
<ul>
<li>Comprehensive Wellbeing Programmes: Organisations will invest in mental health support, Employee Assistance Programmes (EAPs), and access to therapy or wellness apps.</li>
<li>Enhanced Work-Life Balance: Offering flexible hours, job-sharing, or four-day workweeks will help employees manage their personal and professional lives.</li>
<li>Holistic Benefits Packages: Beyond salaries, top candidates will look for standout perks, such as generous parental leave, wellness stipends, and financial wellbeing support.</li>
<li>Focus on Burnout Prevention: Employers will prioritise workload management and create policies that encourage employees to disconnect after hours.</li>
<li>Employee-Led Benefits Design: More organisations will involve employees in tailoring benefits to meet their needs, ensuring packages are both relevant and appealing.</li>
</ul>
Organisations that prioritise wellbeing and work-life balance will have a competitive edge in attracting and retaining top talent. Did You Know? Organisations with strong wellbeing initiatives see a 33% reduction in employee turnover and a 21% increase in productivity.
&nbsp;
<h5>How We Can Help</h5>
2025 will be a year of transformation in recruitment, driven by technology, values, and a shift in workplace dynamics. By staying ahead of these trends, organisations can position themselves as employers of choice in an increasingly competitive landscape.
At Morgan Hunt, we specialise in helping organisations navigate these changes with tailored recruitment strategies. Whether you&rsquo;re looking to enhance your DEI efforts, implement skills-based hiring, or attract global talent, we&rsquo;re here to guide you every step of the way. Get in touch at&nbsp;<a style="color: #872ebf;" href="mailto:infomorganhunt.com">info@morganhunt.com</a> or find out more about our services here: <a style="color: #872ebf;" href="https://www.morganhunt.com/sector/for-clients">www.morganhunt.com/sector/for-clients&nbsp;</a>

Discover key recruitment trends for 2025, from AI and automation to enhancing candidate experience, prioritising DE&I, and adapting to hybrid work. Stay ahead with insights on upskilling, CSR, and employee wellbeing to attract and retain top talent.

Looking Ahead: Key Recruitment Trends for 2025

When it comes to mental health, men face a unique and challenging landscape. While conversations about mental health have opened up in recent years, men still struggle with the weight of societal expectations and cultural norms that discourage them from seeking help. This silence is costing lives &mdash; literally.
<h4>&nbsp;</h4>
<h4>The Stark Reality</h4>
<ul>
<li><a style="color: #872ebf;" href="https://www.ons.gov.uk/peoplepopulationandcommunity/birthsdeathsandmarriages/deaths/bulletins/suicidesintheunitedkingdom/2022registrations#:~:text=Males%20continued%20to%20account%20for,rates%20between%202018%20and%202021." target="_blank" rel="noopener">Men are three times more likely to die by suicide than women in the UK,</a> with the latest figures showing that men accounted for 75% of all suicides in 2022.</li>
<li>In the UK, <a style="color: #872ebf;" href="https://www.gov.uk/government/news/men-urged-to-talk-about-mental-health-to-prevent-suicide" target="_blank" rel="noopener">suicide is the leading cause of death for men under 50.</a></li>
<li>A survey by Movember revealed that <a style="color: #872ebf;" href="https://uk.movember.com/story/view/id/11740/men-s-health-survey?tag=where-the-money-goes" target="_blank" rel="noopener">40% of men admitted to not talking to anyone about their mental health struggles</a>, often due to feelings of shame or embarrassment.</li>
</ul>
 Despite these alarming numbers, men are far less likely than women to access psychological therapies, with <a style="color: #872ebf;" href="https://www.lpft.nhs.uk/young-people/lincolnshire/about-us/whats-new/male-mental-health#:~:text=Men%20report%20lower%20levels%20of,referrals%20to%20NHS%20talking%20therapies." target="_blank" rel="noopener">only 36% of referrals to NHS talking therapy services being male.</a> Phrases like &ldquo;man up&rdquo; and &ldquo;boys don&rsquo;t cry&rdquo; perpetuate the idea that men should suppress their emotions, soldier on, and solve their problems alone. But bottling things up only leads to greater emotional distress, making it harder for men to recognise when they need help and to know where to turn when they do.
<h4>&nbsp;</h4>
<h4>Why Don&rsquo;t Men Ask for Help?</h4>
For many men, the fear of being judged or perceived as "less than" holds them back from seeking support. Society has long championed the image of the strong, stoic man &mdash; one who provides for others but doesn&rsquo;t ask for anything in return. A lack of emotional education is another factor. Boys are often not encouraged to express their feelings or develop the vocabulary to articulate their emotions, which can leave them feeling isolated when they grow older and encounter challenges.
<h4>&nbsp;</h4>
<h4>Breaking the Cycle</h4>
To change this, we need to tackle the stigma head-on and create a culture where men feel empowered to open up about their mental health. Here are some steps we can all take:
<ol>
<li>Challenge the Stereotypes Call out language and behaviours that reinforce toxic masculinity. Remind the men in your life that seeking help is a sign of strength, not weakness.</li>
<li>Make Space for Conversations Whether it&rsquo;s a quick chat over coffee or a deeper conversation, showing that you&rsquo;re there to listen can make all the difference.</li>
<li>Encourage Professional Support Men may not always feel comfortable speaking to family or friends, but mental health professionals provide confidential, judgement-free environments. Let them know support is available.</li>
<li>Check In Regularly A simple "How are you doing?" can go a long way. Men often mask their struggles, so it&rsquo;s important to look beyond surface-level answers and offer consistent support.</li>
</ol>
<h4>&nbsp;</h4>
<h4>Stories From Our Team</h4>
At Morgan Hunt, we believe that sharing stories is one of the most powerful ways to challenge the stigma around men&rsquo;s mental health. Many of our male team members have bravely opened up about their own challenges, the pressures they&rsquo;ve faced, and how they&rsquo;ve found ways to cope and seek support. Here are some of their stories:
&ldquo;I suffer from Seasonal Affective Disorder (SAD), for two weeks in late winter / early spring, normally around March, I enter what can be up to two weeks of seasonally affected depression. &nbsp;The same happens in mid-October too. As a young man, I didn&rsquo;t recognise the issues and would normally self-medicate with excessive alcohol intake. &nbsp;Now, older, and wiser, I know it&rsquo;s coming, and I know how to manage the situation. &nbsp;It&rsquo;s almost the exact opposite of what I used to do, eat well, plenty of sleep and exercise and a big reduction in booze.&nbsp; As soon as I&rsquo;m through it, I enjoy good mental health, it almost bizarre how you can feel whilst going through those difficult days.&rdquo; Daniel Taylor, Managing Director
&ldquo;The death of a girlfriend and a divorce are two occasions when my mental health has been severely tested. Although very different the struggles afterwards were similar. Constantly asking yourself why or could I have done more? The black cloud of almost constant doom/depression &ndash; the worry if life will ever get better &ndash; the inability to concentrate at work and awkwardness in social situations. I have found there were no easy answers to the challenges I faced however on both occasions I was fortunate to have family, close friends and some great colleagues who would listen to me with patience and understanding, helping to pick me up mentally but also encourage me to take the next steps. Everyone is obviously different however I found exercise, reading and escaping to the country were invaluable ways to help. What I have learnt and now make sure I do when I know friends are struggling for whatever reason &ndash; just make the call or send the message &ndash; make sure they know you are there for them.&rdquo; Tim Chadwick, Business Manager
&ldquo;There&rsquo;ve been times where I have tried to really invest in my future by meeting with a counsellor and deeply working through areas of difference in myself from the man I wanted to be and the man I was. Those confidential conversations with a professional meant I could be completely open. I am grateful that I now do have some close friends that I can speak with about anything - not just sport and general life news but deeper feelings and struggles and I work hard to be that kind of friend to my mates as well.&nbsp; I had a friend who went through a deep bout of depression, and I was glad to be able to help in a small way &ndash; one of the things that hurt him was that some of his mates knew what he was going through but through fear of saying the wrong thing, they didn&rsquo;t say anything. That&rsquo;s been my biggest learn since doing a metal health first aid course &ndash; be brave, be kind and just ask if someone is ok and be persistent if you feel you&rsquo;re being pushed away &ndash; most fellas I know need to be asked a few times.&rdquo; Mickey Piper, Senior Manager
&nbsp;
<h4>Support Is Out There</h4>
Thankfully, there are many incredible organisations working to support men&rsquo;s mental health. If you or someone you know is struggling, these charities can help:
<ul>
<li><a href="https://uk.movember.com/story/view/id/11740/men-s-health-survey?tag=where-the-money-goes" target="_blank" rel="noopener">Movember: </a>Famous for their annual moustache-growing campaign, Movember focuses on mental health, suicide prevention, and physical health issues like prostate cancer.</li>
<li><a style="color: #872ebf;" href="https://andysmanclub.co.uk/" target="_blank" rel="noopener">Andy&rsquo;s Man Club:</a> A network of peer-to-peer support groups providing a safe space for men to talk about their mental health without judgement.</li>
<li><a style="color: #872ebf;" href="https://www.thecalmzone.net/" target="_blank" rel="noopener">CALM (Campaign Against Living Miserably):</a> A leading movement against suicide, offering a helpline and webchat service for anyone struggling with life.</li>
<li><a style="color: #872ebf;" href="https://www.mind.org.uk/" target="_blank" rel="noopener">Mind: </a>A mental health charity providing advice, resources, and information for anyone facing mental health challenges.</li>
<li><a style="color: #872ebf;" href="https://www.samaritans.org/" target="_blank" rel="noopener">Samaritans: </a>Offering free 24/7 support for anyone who needs someone to talk to.</li>
</ul>
<h4>&nbsp;</h4>
<h4>It&rsquo;s Time to Change the Narrative</h4>
The truth is, there&rsquo;s no shame in struggling, and there&rsquo;s certainly no shame in asking for help. Mental health doesn&rsquo;t discriminate based on gender, and neither should our response to it. By fostering open, honest conversations about men&rsquo;s mental health, we can dismantle the harmful stereotypes that prevent men from seeking support. Together, we can create a world where no one feels they must suffer in silence. Let&rsquo;s start that conversation today.

Explore the challenges men face in addressing mental health and the societal norms that perpetuate silence. Discover actionable steps to break the stigma, hear personal stories, and find resources for support. Let’s foster a culture of openness around men’s mental health.

Men’s Mental Health: Breaking the Silence

The hybrid working model, born out of necessity during the pandemic, has become a popular choice for many companies and employees. It offers the best of both worlds: flexibility and the opportunity to collaborate in person. However, as time goes on, some organizations are questioning the long-term sustainability of remote or hybrid work. Are we on the verge of a full return to office-based work? In this article, we'll explore the potential reasons behind this shift, weigh the benefits and drawbacks of hybrid working, and consider the impact on career progression in the changing workplace landscape.
<h4> The Case for Returning to the Office</h4>
The pandemic forced many companies to adapt to remote and hybrid working, but as employees return to the office, some are finding that the benefits of in-person work may outweigh the convenience of remote flexibility. There are several reasons why companies might choose to bring workers back to the office:
<ol>
<li>Collaboration and Innovation For many businesses, in-person collaboration is seen as a vital driver of creativity and innovation. In-office work can spark spontaneous discussions and help teams build stronger relationships, leading to quicker problem-solving and new ideas. Some companies are finding that hybrid work, while convenient, can hinder this dynamic, with remote employees feeling less connected and left out of key brainstorming sessions.&nbsp; </li>
<li>Company Culture A strong company culture often thrives on face-to-face interactions. While digital tools can help maintain communication, they can&rsquo;t fully replicate the social and cultural aspects of being together in person. Teams that work from the office regularly often experience stronger cohesion, better alignment with company values, and more seamless integration into the organisation&rsquo;s broader mission.&nbsp; </li>
<li>Visibility and Career Advancement Employees who are physically present in the office are more likely to be top of mind for promotions and key projects. Hybrid and remote workers, while still productive, may miss out on opportunities simply due to being less visible to their managers. This can create a significant disadvantage when it comes to career progression.&nbsp; </li>
<li>Productivity and Focus While hybrid work allows for quiet, focused time at home, in-office work often provides a clear boundary between work and personal life. Employees in the office may find it easier to maintain a work routine and avoid the distractions that can come with home environments. Some companies are finding that their in-office teams are more efficient, as they can quickly communicate and access resources.&nbsp;</li>
</ol>
<h4> Major Companies Leading the Charge Back to the Office</h4>
Several high-profile companies have already begun shifting away from remote or hybrid work models, emphasising the importance of in-person collaboration and company culture. Here are a few examples:
<ol>
<li>Amazon: Amazon has made headlines with its push for employees to return to the office. The company argues that in-person collaboration is key to fostering innovation and maintaining the company&rsquo;s fast-paced environment. Workers are expected to come into the office three times a week.&nbsp; </li>
<li>Apple: Apple also implemented a policy requiring employees to work in the office three days a week. CEO Tim Cook has stated that the company values the in-person experience and believes that "the magic of Apple happens when we come together in person."&nbsp; </li>
<li>Barclays: Barclays is one of the UK's largest banks and has encouraged its employees to return to the office for at least three days a week. The bank has stressed the importance of in-person collaboration to drive innovation and ensure business growth. They believe that having employees together in the office is essential for fostering creativity, building relationships, and improving teamwork.&nbsp; </li>
<li>Disney: Disney's CEO Bob Iger has also implemented a return-to-office mandate, requiring employees to work from the office four days a week. The company believes that in-person work strengthens relationships and drives creativity among their teams.&nbsp; </li>
<li>BBC: The BBC has been another major UK employer pushing for a return to the office. While they have embraced hybrid working, there have been discussions around the need for employees to be in the office more frequently, particularly in roles that rely heavily on collaboration, such as production and creative teams. The BBC aims to maintain its organisational culture and drive innovation by encouraging more face-to-face interactions.&nbsp;</li>
</ol>
<h4> The Impact on Hybrid Workers</h4>
New research reveals that remote and hybrid workers may miss out on promotions and key opportunities compared to their office-based colleagues. <a style="color: #872ebf; text-decoration: underline;" href="https://www.unitedcultureco.com/work-remastered" target="_blank" rel="noopener">The Work Remastered 2024 study by United Culture</a> found that remote and hybrid workers were less likely to be promoted, largely due to reduced visibility. To address this, organisations are beginning to reassess their performance evaluation processes. Many are encouraging managers to take a more inclusive approach to ensure that remote and hybrid workers are not at a disadvantage when it comes to promotion decisions. For employees working in a hybrid model, it's essential to remain visible and engaged, whether through regular video check-ins, sharing progress on key projects, or participating in virtual company events. By proactively staying involved, hybrid workers can ensure they don't miss out on career growth opportunities.
&nbsp;
<h4>The Case for Sticking with Hybrid Working</h4>
While some companies are pushing for a return to the office, hybrid working continues to be a strong contender for the future of work. There are compelling reasons for both employers and employees to stick with this model, and many organisations are finding that it strikes the right balance between flexibility and productivity.
Here&rsquo;s why hybrid working might be here to stay:
<ol>
<li>Flexibility Drives Employee Satisfaction: Hybrid work offers flexibility, leading to higher job satisfaction, improved mental health, and a better work-life balance. As explored in our article, Empowering Working Mums: The Role of Flexible Working, flexible arrangements can significantly benefit working parents, improving their job satisfaction and work-life balance.&nbsp;</li>
<li>Access to a Broader Talent Pool: Hybrid working opens up opportunities to tap into a much wider talent pool, allowing companies to attract and retain top talent.&nbsp;</li>
<li>Cost Savings and Environmental Benefits: Hybrid work can lead to significant cost savings for businesses and reduce their carbon footprint.</li>
<li>Improved Wellbeing and Reduced Stress: Hybrid working allows employees to create a workspace that best supports their needs, leading to increased job satisfaction and lower burnout rates.&nbsp;</li>
<li>Attracting a More Diverse Workforce: The hybrid model can be an important step towards greater inclusivity, particularly for people with disabilities or caregivers.&nbsp;</li>
</ol>
Another important consideration when thinking about the future of hybrid working is the recent change in employment law. As of April 6, 2024, it became a "day 1" right for employees to request flexible working. This legal shift is expected to increase the demand for hybrid working options, as employees will have more protection and clarity around their right to request such flexibility. For further insights into flexible working policies, check out our article, <a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/news-and-views/empowering-working-mums-the-role-of-flexible-working" target="_blank" rel="noopener">Navigating the Flexible Bill: A Guide for Employers.&nbsp;</a>
&nbsp;
As hybrid working continues to evolve, it's clear that there's no one-size-fits-all approach. While some companies are steering employees back to the office, others are embracing the flexibility and benefits of hybrid models. The key for employers will be to strike a balance that supports productivity, company culture, and employee wellbeing. By staying adaptable and forward-thinking, businesses can create a work environment that works for everyone. Want further advice on how hybrid working models? Contact us today and we can support you in creating a thriving work environment for your team: <a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/contact" target="_blank" rel="noopener">www.morganhunt.com/contact</a>

As companies reassess their work models, the question of whether a full return to office work is inevitable looms large. This article explores the benefits and challenges of hybrid working, the reasons for returning to the office, and its impact on career progression. It also delves into why hybrid work may remain a strong contender for the future, including employee satisfaction, productivity, and inclusivity.

Is the Shift Back to the Office Inevitable?

Being a QTS teacher is an incredibly fulfilling profession that inspires and shapes future generations. However, it&rsquo;s also one of the most demanding careers, requiring immense mental and physical energy. The perception of teaching as an easy job, complete with holidays and short hours, often overlooks the significant pressures faced by those with Qualified Teacher Status. <a style="color: #872ebf;" href="https://neu.org.uk/press-releases/working-lives-teachers-and-leaders" target="_blank" rel="noopener">According to research from the National Education Union, about 46% of teachers reported considering leaving the profession due to burnout and mental health concerns.</a> The burdens on educators, including accountability, heavy workloads, and the societal roles we play, can lead to burnout for both new and experienced teachers. 
<h4>Understanding Occupational Burnout</h4>
Burnout isn't just a phase of stress; it's the result of sustained pressure that never relents. It arises from prolonged intensity and excessive demands on your energy and resources. Coined by Herbert Freudenberger in the 1970s, the term describes the condition that affects those who commit deeply to their work, particularly in high-responsibility roles like teaching. With alarming statistics highlighting the mental health crisis in education, it's clear why so many QTS teachers are considering leaving the profession. For instance, <a style="color: #872ebf;" href="https://www.educationsupport.org.uk/media/0h4jd5pt/twix_2023.pdf" target="_blank" rel="noopener">78% of teachers reported feeling stressed in the 2023 Teacher Wellbeing Index</a>, and 89% experienced symptoms of poor mental health due to their work. Furthermore, only 34% of teachers feel their employer is actively supporting their wellbeing. 
<h4>What Usually Causes Burnout in Teachers?</h4>
Burnout in teachers can be attributed to several factors, making it common in the profession:
<ul>
<li>High Workload: Teachers often juggle lesson planning, grading, administrative tasks, and extracurricular responsibilities. The sheer volume of work can feel overwhelming, leading to exhaustion. <a style="color: #872ebf;" href="https://www.gov.uk/government/publications/working-lives-of-teachers-and-leaders-wave-2/working-lives-of-teachers-and-leaders-wave-2-summary-report#:~:text=While%20teachers%20reported%20working%20fewer,38.0%20vs%2037.3%20in%202022)." target="_blank" rel="noopener">The Department for Education indicated that teachers work an average of 50 hours a week</a>, significantly higher than the average for other professions in the UK.</li>
<li>Accountability Pressures: The education system places heavy emphasis on student outcomes, often resulting in high stakes testing and accountability measures. This pressure can create a relentless cycle of stress.</li>
<li>Emotional Labour: Teaching requires significant emotional investment. Educators often find themselves managing their own emotions while also supporting students through challenges. This emotional labour can be draining over time.</li>
<li>Lack of Support: Many teachers feel isolated in their roles, lacking adequate support from school leadership or resources. This absence of support can exacerbate feelings of burnout.</li>
<li>Work-Life Imbalance: Teachers frequently struggle to balance their professional responsibilities with personal life. The difficulty in setting boundaries often leads to extended work hours and a lack of time for self-care.</li>
<li>Societal Expectations: Educators are expected to fulfil various roles, from mentors to caregivers, all while maintaining academic standards. This added societal pressure can contribute to feelings of inadequacy and burnout. </li>
</ul>
<h4>Recognising the Signs of Burnout</h4>
Understanding the symptoms of burnout is crucial. Here are three main signs to look out for:
<ul>
<li>Exhaustion: This can manifest as chronic fatigue, mood swings, irritability, and even physical symptoms like headaches and gastrointestinal issues. It's essential to pay attention to these signs before they escalate.</li>
<li>Detachment: A sense of cynicism or pessimism about teaching, students, or colleagues can indicate burnout. If you find yourself avoiding contact with others or losing enjoyment in activities that once brought you joy, it may be time to reassess your wellbeing.</li>
<li>Reduced Performance: Feelings of hopelessness, increased irritability, and a drop in productivity can signal burnout. If tasks that once felt manageable now seem overwhelming, this is a sign you need to take action. </li>
</ul>
<h4>12 Tips for Avoiding Burnout</h4>
<ol>
<li>Set Boundaries Between Work and Personal Life: Clear boundaries are crucial to maintaining a healthy balance. Make a conscious effort to switch off from work once your working day is over. This could include not checking emails after a certain time or setting designated 'off' times during weekends and holidays.</li>
<li>Practice Mindfulness and Stress Relief Techniques: Regular mindfulness exercises, such as deep breathing, yoga, or simple relaxation techniques, can reduce stress and keep you grounded amidst a busy schedule.</li>
<li>Develop a Strong Network: Building a support network of fellow teachers or mentors can provide a valuable outlet. Sharing experiences and offering encouragement can help alleviate feelings of isolation and overwhelm.</li>
<li>Prioritise Your Physical and Mental Health: Maintaining a healthy lifestyle through balanced nutrition, exercise, and sufficient sleep is crucial to your wellbeing. Ensure you're taking care of both your mind and body.</li>
<li>Evaluate New Responsibilities: As a QTS teacher, you might feel compelled to take on extra duties or initiatives. Before accepting additional tasks, consider their impact on your workload and student outcomes. Ask yourself if it&rsquo;s truly necessary and beneficial.</li>
<li>Seek Professional Development: Engaging in professional development can provide you with fresh perspectives and tools to improve classroom management and reduce stress. This can also rekindle your passion for teaching by reminding you why you started in the first place.</li>
<li>Foster a Positive Classroom Environment: Creating an encouraging and supportive environment in your classroom can make your workday feel more rewarding. A positive space benefits both you and your students.</li>
<li>Stay Connected to Your &ldquo;Why&rdquo; in Teaching: Remembering your passion for teaching and the reasons you entered the profession can help you stay grounded during stressful times. Take moments to reflect on your achievements and the impact you have on your students.</li>
<li>Learn to Say No: It&rsquo;s perfectly acceptable to decline additional work or responsibilities. Saying no can protect your time and mental health. Weigh the impact of new tasks against your wellbeing and workload before agreeing to them.</li>
<li>Advocate for Reasonable Workload and Policies: Don&rsquo;t hesitate to speak up about workload concerns or policies that negatively impact your wellbeing. Encouraging school leaders to review these aspects can benefit both staff and student outcomes.</li>
<li>Take Mental Health Days: If you feel you&rsquo;re nearing burnout, don&rsquo;t hesitate to take a day off to recharge. Just as physical health is important, so is mental health. Allow yourself the time to relax and recuperate when needed.</li>
<li>Seek Support: Don't hesitate to reach out for support. Whether it's friends, family, or professional services, talking about your feelings can provide relief. Many schools offer resources for mental health support, and there are helplines available for educators. </li>
</ol>
<h4>How Leaders Can Support Their QTS Teachers</h4>
Leaders play a pivotal role in fostering a supportive environment for QTS teachers. Here are some actionable ways to help your staff:
<ul>
<li>Promote a Healthy Work Culture: Create an environment where wellbeing is a priority. Encourage open discussions about mental health and stress management. Recognise and celebrate the hard work of your staff to help them feel valued.</li>
<li>Provide Professional Development: Offer training sessions that focus on time management, stress reduction, and mindfulness. Providing teachers with the tools to manage their workload effectively can help prevent burnout.</li>
<li>Encourage Work-Life Balance: Promote policies that support a healthy work-life balance, such as flexible scheduling or the option to work remotely. Encourage staff to take their holidays and mental health days without guilt.</li>
<li>Implement Regular Check-Ins: Schedule regular one-on-one meetings to discuss workload and wellbeing. This gives teachers a platform to voice concerns and seek support when needed.</li>
<li>Foster Peer Support: Encourage collaboration among staff by creating support networks. Teachers can share experiences and strategies for managing stress, which fosters a sense of community.</li>
<li>Lead by Example: Show your commitment to wellbeing by prioritising your own mental health. If leaders&rsquo; model healthy behaviours, staff are more likely to feel empowered to do the same. </li>
</ul>
<h4>Take the Next Step Towards Wellbeing</h4>
At Morgan Hunt, we understand the unique challenges faced by QTS teachers. That&rsquo;s why we&rsquo;re offering a Wellbeing Audit and Workshop, tailored specifically for educators. Our workshop will equip you with practical tools to manage stress, improve mental health, and enhance resilience in the classroom.
Let&rsquo;s work together to ensure you not only survive but thrive in your teaching career. Contact Reece Pavani today at <a href="mailto:reece.pavani@morganhunt.com">reece.pavani@morganhunt.com</a> to learn more about how we can support your wellbeing journey. Your mental health matters, and you deserve the support to keep making a difference in your students' lives.

Discover practical strategies to avoid burnout as a QTS teacher with our wellbeing tips. From managing work-life balance to fostering a positive classroom environment, this guide offers actionable advice for improving mental health and reducing stress. Learn how school leaders can support teachers and explore our Wellbeing Audit and Workshop to prioritise your wellbeing in the classroom.

Avoiding Burnout: Wellbeing Tips for QTS Teachers

I&rsquo;ve noticed a growing trend of recruiters sharing their insights on LinkedIn about the sectors they work in, so I thought I&rsquo;d jump on the bandwagon and share mine.
As the Legal Finance Associate Director at <a href="https://www.morganhunt.com/pentagontalent">Pentagon Talent</a>, I&rsquo;ve spent the last seven years specialising in the recruitment of senior finance professionals within the legal sector. My work spans across London and the home counties, partnering with a range of law firms from the UK Top 200 and US Top 100. From CFOs and Finance Directors to Commercial Finance and Tax specialists, I&rsquo;ve helped match top talent with some of the leading firms in the industry. You can learn more about me and the rest of the team here: <a href="https://www.morganhunt.com/pentagontalent/meet-the-team">www.morganhunt.com/pentagontalent/meet-the-team</a>. With extensive experience recruiting for both permanent and interim roles, I pride myself on providing a tailored, high-quality service to both clients and candidates. Over that time, I&rsquo;ve seen many changes and trends in the market.
&nbsp;
<h4>Control</h4>
When I first entered the world of recruitment, legal finance candidates were heavily drawn to the big names and reputations of the leading firms. This gave large international law firms a clear advantage in securing top talent, often regardless of other key factors like career progression or personal goals. Candidates would accept an offer based solely on the firm&rsquo;s name, rather than what it could actually do for their career.
In recent years, I&rsquo;ve seen this mindset shift, which I believe is one of the positive impacts of the COVID pandemic. Candidates now prioritise their personal motivators and career aspirations when considering job opportunities. The bright lights and prestigious reputations of firms are no longer the main attractions. Flexibility, career progression, and a positive workplace culture have become much more important. In addition, the feeling of being "wanted" plays a big role for semi-passive candidates, particularly when they have multiple offers to consider. As a result, law firms need to work harder to &ldquo;sell&rdquo; their opportunities and act quickly, as candidates won&rsquo;t wait weeks for a decision.
&nbsp;
<h4>Salaries</h4>
Year on year, we&rsquo;ve seen salary increases across the sector, but in the last 18 months, the jumps have been particularly significant, especially in operational roles like Legal Cashiering, Legal Billing, and Working Capital Control. This shift is driven by market competition, as well as larger firms trying to retain top talent. Traditionally, candidates would move every 2-3 years to progress their careers. However, with the higher salaries now being offered, many are either pricing themselves out of the market or missing out on great opportunities due to unrealistic salary demands (for instance, expecting a &pound;10k-&pound;15k pay rise).
&nbsp;
<h4>Trends</h4>
Legal finance teams have long been seen as 2-3 steps behind finance teams in other industries. This stems from a traditional mentality of "if it&rsquo;s not broken, why fix it?" However, over the past 2-3 years, I&rsquo;ve noticed a shift in the roles top-performing law firms are recruiting for. There&rsquo;s been a big focus on hiring commercial finance specialists, with roles centred around financial planning and analysis, pricing, and business partnering. The need for law firms to have stronger financial leadership is growing, and I believe COVID helped accelerate this, as tighter margins forced firms to adapt.
Another area experiencing rapid growth is in-house tax. Law firms have realised they don&rsquo;t need to pay a fortune to outsourced accountancy firms when they can hire in-house tax specialists. This has created strong demand for qualified tax candidates with partnership experience, which didn&rsquo;t exist in most firms 10-15 years ago. It&rsquo;s been great to see the increasing acceptance of roles designed to bring Public Practice candidates into industry, a trend that continues week after week.
&nbsp;
<h4>Recruitment and Specialist Agencies</h4>
The legal finance recruitment market has always been competitive, with most strong candidates being &ldquo;passive job seekers.&rdquo; These candidates aren&rsquo;t actively applying for roles or engaging with recruiters but are open to the perfect opportunity when it arises. Recently, law firms have shifted towards recruiting directly, trying to reduce costs. Ironically, this often results in higher expenses, as they spend more time attempting to engage talent that simply isn&rsquo;t interested.
As a recruiter, I take pride in the long-standing relationships I&rsquo;ve built with candidates over the years. These relationships are built on trust and understanding their unique needs, both personally and professionally. When firms pay a recruiter, they&rsquo;re not just paying for a CV; they&rsquo;re paying for the relationship we&rsquo;ve nurtured with candidates. We understand what motivates them, keep them engaged, and ensure a positive outcome for everyone involved. I&rsquo;d urge all law firms not to overlook this.
&nbsp;
The legal finance recruitment landscape is evolving rapidly, with shifting candidate priorities, salary expectations, and new trends in hiring. Law firms need to adapt to stay competitive, and at Pentagon Talent, we&rsquo;re here to help you navigate these changes.
Whether you're a law firm looking to secure top-tier finance professionals or a candidate seeking your next opportunity, Pentagon Talent is ready to support you. For more information about our services, you can visit our client page here <a href="https://www.morganhunt.com/pentagontalent/for-clients">www.morganhunt.com/pentagontalent/for-clients</a> or register a vacancy directly here: <a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/pentagontalent/register-vacancy">www.morganhunt.com/pentagontalent/register-vacancy</a>.
Feel free to get in touch via email at <a style="color: #872ebf; text-decoration: underline;" href="mailto:info@pentagontalent.com">info@pentagontalent.com</a>, or contact me personally at 0207 419 8939 or <a style="color: #872ebf; text-decoration: underline;" href="mailto:sam.vorley@pentagontalent.com">sam.vorley@pentagontalent.com</a>.

Discover insights on the legal finance recruitment market from Pentagon Talent’s Associate Director. Explore key trends, salary shifts, and the growing demand for commercial finance and in-house tax roles in law firms across London and the home counties. Find out how Pentagon Talent can help your firm secure top-tier legal finance professionals.

The Shifting Landscape of Legal Finance Recruitment

Chronic illness and long-term sickness are realities for many employees. For those managing conditions like diabetes, arthritis, or cancer recovery, balancing work and health can be a daily struggle. For employers, creating a supportive environment for these workers is not just a legal obligation&mdash;it&rsquo;s the right thing to do and can lead to a more engaged, productive team.
Whether you're an employee managing a chronic illness or an employer seeking to provide better support, this guide offers practical advice and insights. 
<h4>What Is a Long-Term Health Condition?</h4>
A long-term health condition is any illness or health issue that lasts for a year or more and affects a person&rsquo;s daily life. This can include conditions like:
<ul>
<li>Arthritis</li>
<li>Diabetes</li>
<li>Heart disease</li>
<li>Cancer recovery</li>
<li>Fibromyalgia</li>
<li>Mental health disorders such as depression or anxiety</li>
<li>Chronic fatigue syndrome</li>
</ul>
While some conditions may fluctuate, others may remain stable but still require ongoing management. These conditions impact not only physical health but mental well-being, making it vital to have appropriate workplace support.
&nbsp;
<h4>Why We Need to Support Employees with Long-Term Health Conditions</h4>
Supporting employees with long-term health conditions isn&rsquo;t just a legal obligation&mdash;it&rsquo;s the right thing to do. Creating an inclusive and understanding work environment helps individuals with chronic illness remain productive and engaged in their roles. There are several key reasons why support is crucial:
<ul>
<li>Retention: Employees who feel supported are more likely to stay with an organisation, reducing turnover.</li>
<li>Productivity: Proper support can prevent presenteeism, where employees work while unwell, which often leads to decreased performance and further health decline.</li>
<li>Mental Health: Chronic illness can take a toll on mental well-being. Providing necessary accommodations can significantly reduce stress for affected employees.</li>
<li>Legal Compliance: Employers must meet their legal obligations under the <a style="color: #872ebf; text-decoration: underline;" href="https://www.gov.uk/guidance/equality-act-2010-guidance" target="_blank" rel="noopener">Equality Act 2010</a>, which requires reasonable adjustments for employees with long-term conditions that qualify as disabilities.</li>
</ul>
 According to the&nbsp;<a href="https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2023-pdfs/8436-health-and-wellbeing-report-2023.pdf" target="_blank" rel="noopener">2023 CIPD Health and Wellbeing at Work Survey</a>, organisations that prioritised health and well-being reported higher engagement and better employee satisfaction, proving that support isn&rsquo;t just beneficial for employees, but for the business too.
&nbsp;
&nbsp;
<h4>For Employees: Advocating for Your Needs </h4>
<ol>
<li>Open Conversations About Your Condition One of the most difficult parts of managing a chronic illness at work is deciding when and how to tell your employer. While there's no legal obligation to disclose a health condition unless it affects your ability to perform your role, being open can lead to helpful adjustments. Share your needs clearly and early on. You might need flexible hours for medical appointments or specific workplace adjustments, like ergonomic equipment. Employers are legally required to provide reasonable adjustments under the Equality Act 2010 to ensure you are not disadvantaged. </li>
<li>Understand Your Rights In the UK, chronic illnesses are often classified as disabilities under the Equality Act. This means you are entitled to reasonable adjustments to help you perform your job. Adjustments could include:
<ul>
<li>Flexible working hours.</li>
<li>Remote working options.</li>
<li>Changes to workload or role responsibilities. </li>
</ul>
</li>
<li>Take Care of Your Mental Health Living with a chronic condition can be mentally and emotionally taxing. The stress of managing health alongside work can lead to burnout or exacerbate symptoms. Don't hesitate to ask for mental health support&mdash;whether through your workplace&rsquo;s Employee Assistance Programme (EAP) or external resources, such as Mind or Samaritans. Stay connected to your manager or HR if your condition worsens or if you're struggling to balance your responsibilities. Open dialogue is key to ensuring you get the support you need.</li>
</ol>
&nbsp;
<h4>For Employers: Creating a Supportive Environment </h4>
<ol>
<li>Flexible Working Arrangements Flexibility is often the key to success for employees managing chronic illness. The <a style="color: #872ebf; text-decoration: underline;" href="https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2023-pdfs/8436-health-and-wellbeing-report-2023.pdf" target="_blank" rel="noopener">2023 CIPD Health and Wellbeing at Work Surv</a>ey found that 61% of organisations offer flexible working to accommodate long-term conditions, and it&rsquo;s a strategy that significantly boosts employee well-being and retention. Consider offering:
<ol>
<li>Flexitime or compressed workweeks.</li>
<li>Remote or hybrid work options.</li>
<li>Part-time schedules or reduced hours if full-time work is not feasible.</li>
</ol>
 The Flexible Working Bill that officially came into law in July 2023, empowers employees to seek greater flexibility in their working arrangements, find advice on how to navigate the bill here: <a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/news-and-views/navigating-the-flexible-working-bill-a-guide-for-employers" target="_blank" rel="noopener">www.morganhunt.com/news-and-views/navigating-the-flexible-working-bill-a-guide-for-employers</a> </li>
<li>Reasonable Adjustments Tailored to Individual Needs The term "reasonable adjustments" is central to supporting employees with chronic illness. It&rsquo;s not one-size-fits-all&mdash;adjustments need to be tailored to the individual. Work with the employee to understand their condition and determine what will help them work most comfortably and efficiently. Common adjustments might include:
<ol>
<li>Ergonomic office equipment (e.g., chairs, keyboards).</li>
<li>Time off for medical appointments without penalty.</li>
<li>Changes in workload to accommodate fluctuating energy levels or symptoms.</li>
</ol>
 It&rsquo;s important to revisit these adjustments periodically. As the employee&rsquo;s condition evolves, their needs may change. </li>
<li>Fostering Open Communication Employees with chronic illnesses often fear judgement or discrimination, which can lead to stress and decreased productivity. Foster an environment where employees feel safe to discuss their health without fear of stigma. Regular check-ins are essential, but be mindful not to make the employee feel singled out. Keep the conversation focused on how you can support them, and listen actively to their concerns. This can make all the difference in creating an inclusive, positive work environment. </li>
<li>Mental Health Matters Living with a long-term illness often impacts mental well-being. Employees may experience anxiety, depression, or a sense of isolation, especially during flare-ups or extended periods of sickness. As an employer, consider offering access to counselling services or mental health days. In the <a style="color: #872ebf; text-decoration: underline;" href="https://www.fm-house.com/wp-content/uploads/2022/09/The-Workplace-Health-Report-.pdf" target="_blank" rel="noopener">Workplace Health Report 2022</a>, it was found that 41% of employees with a chronic illness experienced stress related to their condition, making mental health support an important part of managing overall well-being. </li>
<li>Stay Connected During Long-Term Sick Leave It can be tricky to maintain contact with employees who are on long-term sick leave without overstepping boundaries. However, regular, supportive check-ins show that you care about their well-being and help the employee stay connected to their team. Consider offering options for phased returns to work. This can be a helpful way to ease back into the workplace gradually, with reduced hours or adjusted responsibilities until the employee is ready to return full-time. </li>
<li>Train Managers to Offer Compassionate Support Managers play a key role in ensuring employees with chronic illness feel supported. Offering training on how to manage employees with long-term health conditions can foster an environment of empathy and understanding. These programmes can help managers better understand when to offer adjustments, how to handle tough conversations, and when to reach out for additional resources. </li>
<li>Encourage a Culture of Inclusion Inclusion isn&rsquo;t just about ticking boxes&mdash;it&rsquo;s about creating a workplace where everyone feels respected and valued, regardless of their health status. Encouraging open conversations about chronic illness and showcasing your commitment to diversity and inclusion can help break down barriers. See Morgan Hunt&rsquo;s work on Diversity and Inclusion here: <a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/diversity-and-inclusion" target="_blank" rel="noopener">www.morganhunt.com/diversity-and-inclusion.</a></li>
</ol>
&nbsp;
Managing chronic illness and long-term sickness in the workplace requires empathy, understanding, and flexibility. For employees, it's about knowing your rights and being open about your needs. For employers, it's about creating an environment that&rsquo;s flexible and accommodating, where people feel valued regardless of their health circumstances.
By working together, we can create workplaces that allow everyone to thrive, no matter what challenges they face. 
<h5>Ready to Support Your Team or Need Guidance?</h5>
Whether you're navigating a chronic illness at work or looking for ways to better support your employees, creating a positive, inclusive environment is key. If you need advice on making reasonable adjustments or fostering a more supportive workplace, explore our <a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/diversity-and-inclusion-consultancy" target="_blank" rel="noopener">Diversity and Inclusion Consultancy</a> on our webpage here: www.morganhunt.com/diversity-and-inclusion-consultancy or get in touch with us at <a style="color: #872ebf; text-decoration: underline;" href="mailto:info@morganhunt.com" target="_blank" rel="noopener">info@morganhunt.com</a>. We can help you find the right solutions tailored to your needs and ensure your team can thrive.
Let&rsquo;s work together to build workplaces where everyone can succeed.

Learn how to manage chronic illness and long-term sickness in the workplace. This guide provides practical advice for both employees navigating health conditions and employers looking to create supportive environments.

Managing Chronic Illness & Long-Term Sickness in the Workplace

Creating an inclusive workplace is more than just a legal obligation&mdash;it's a vital part of fostering a diverse and productive work environment. Supporting disabled people in the workplace requires a commitment to accessibility, understanding, and continuous improvement. In this blog, we'll explore effective strategies to support disabled employees, the benefits of inclusive employment, and best practices for ensuring everyone feels valued and capable of performing at their best.
<h4>&nbsp;</h4>
<h4>Understanding the Legal Definition of Disability at Work</h4>
Before diving into strategies and best practices, it's important to understand the legal definition of disability in the workplace. In the UK, the Equality Act 2010 defines a disability as a physical or mental impairment that has a substantial and long-term adverse effect on a person's ability to carry out normal day-to-day activities. This includes visible disabilities such as mobility impairments and invisible disabilities like chronic pain, mental health disorders, and neurodiverse conditions. The Equality Act requires employers to make reasonable adjustments to remove barriers that might disadvantage disabled employees.
<h4>&nbsp;</h4>
<h4>Why Inclusive Employment Matters</h4>
Inclusive employment is crucial not only for ethical reasons but also for the myriad benefits it brings to a workplace. Here's why it matters:
<ul>
<li>Enhanced Innovation:&nbsp;Diverse teams bring varied perspectives, leading to more innovative solutions.</li>
<li>Increased Productivity:&nbsp;Employees who feel supported and included are generally more engaged and productive.</li>
<li>Positive Reputation:&nbsp;Companies known for inclusivity attract top talent and have better customer relations.</li>
<li>Legal Compliance:&nbsp;Adhering to laws like the Equality Act 2010 helps avoid potential legal issues.</li>
</ul>
<h4>&nbsp;</h4>
<h4>Strategies for Supporting Disabled Employees</h4>
<ol>
<li>Accessible Work Environment
<ul>
<li>Ensure physical accessibility in the office, such as ramps, elevators, and accessible restrooms.</li>
<li>Provide assistive technologies like screen readers, voice recognition software, and ergonomic workstations.</li>
<li>Make remote work options available when possible.</li>
</ul>
</li>
<li>Comprehensive Training Programs
<ul>
<li>Train all employees on disability awareness and inclusivity.</li>
<li>Offer specific training for managers to help them support disabled employees effectively.</li>
<li>Promote a culture of continuous learning and adaptation.</li>
</ul>
</li>
<li>Reasonable Adjustments
<ul>
<li>Customize work arrangements to meet individual needs, such as flexible hours or modified tasks.</li>
<li>Regularly review and update adjustments to ensure they remain effective.</li>
<li>Foster open communication to understand and address specific needs.</li>
</ul>
</li>
<li>Supportive Policies and Practices
<ul>
<li>Implement policies that explicitly support disabled employees, such as anti-discrimination policies and grievance procedures.</li>
<li>Establish a clear process for requesting and implementing adjustments.</li>
<li>Ensure confidentiality and respect throughout the process.</li>
</ul>
</li>
<li>Employee Resource Groups (ERGs)
<ul>
<li>Create ERGs for disabled employees to share experiences and support each other.</li>
<li>Encourage allies and advocates to participate in these groups.</li>
<li>Use feedback from ERGs to inform policies and practices.</li>
</ul>
</li>
<li>Regular Feedback and Improvement
<ul>
<li>Conduct regular surveys and feedback sessions to understand the needs of disabled employees.</li>
<li>Act on the feedback received to improve workplace accessibility and inclusivity.</li>
<li>Celebrate successes and recognize contributions to foster a positive environment.</li>
</ul>
</li>
</ol>
<h4>&nbsp;</h4>
<h4>Physical, Mental, and Neurodiverse Disabilities: Equal Consideration</h4>
When discussing disability in the workplace, it's crucial to consider physical, mental, and neurodiverse disabilities. Physical disabilities can include mobility impairments, visual or hearing impairments, and chronic health conditions. Mental disabilities can encompass conditions such as anxiety, depression, bipolar disorder, and ADHD. Neurodiverse conditions include autism, dyslexia, ADHD, and other neurological differences.
Supporting Physical Disabilities:
<ul>
<li>Ensure the workplace is physically accessible with ramps, elevators, and accessible restrooms.</li>
<li>Provide assistive devices like ergonomic chairs, screen readers, or hearing aids.</li>
</ul>
Supporting Mental Disabilities:
<ul>
<li>Create a supportive and flexible work environment that considers mental health needs.</li>
<li>Offer mental health resources such as counselling services and stress management programs.</li>
<li>Promote a culture that destigmatizes mental health issues and encourages open discussion.</li>
</ul>
Supporting Neurodiverse Employees:
<ul>
<li>Understand that neurodiversity includes a range of conditions such as autism, ADHD, and dyslexia.</li>
<li>Offer tailored support such as clear communication, structured tasks, and sensory-friendly environments.</li>
<li>Provide training for managers and staff to understand neurodiversity and foster an inclusive culture.</li>
</ul>
By addressing physical, mental, and neurodiverse disabilities, employers can create a truly inclusive environment that supports the well-being and productivity of all employees.
<h4>&nbsp;</h4>
<h4>Having the Conversation: Open Communication and Support</h4>
Creating an inclusive workplace also means having open and honest conversations with affected employees. Here are some strategies:
Encouraging Open Communication:
<ul>
<li>Open Door Policy:&nbsp;Implement an open door policy where employees feel comfortable discussing their needs without fear of discrimination or judgement.</li>
<li>Regular Check-ins:&nbsp;Schedule regular check-ins with employees to discuss their experiences and any adjustments they might need.</li>
<li>Confidentiality Assurance:&nbsp;Ensure that all conversations regarding disabilities are kept confidential and handled with sensitivity.</li>
</ul>
Effective Conversations:
<ul>
<li>Listen Actively:&nbsp;Give employees your full attention and listen to their concerns and suggestions.</li>
<li>Be Empathetic:&nbsp;Show empathy and understanding. Acknowledge the challenges they face and express your commitment to finding solutions.</li>
<li>Collaborate on Solutions:&nbsp;Work together to identify reasonable adjustments and changes that can help the employee perform their job effectively.</li>
</ul>
By fostering an environment of open communication, employers can better understand and support the needs of their disabled employees, leading to a more inclusive and productive workplace.
<h4>&nbsp;</h4>
<h4>Benefits of Supporting Disabled Employees</h4>
Supporting disabled employees doesn't just benefit them&mdash;it enhances the entire organisation. Some key benefits include:
<ul>
<li>Higher Employee Retention:&nbsp;Inclusive workplaces tend to have lower turnover rates.</li>
<li>Better Morale:&nbsp;An inclusive culture boosts overall employee morale and satisfaction.</li>
<li>Diverse Talent Pool:&nbsp;Attracting disabled talent widens your potential pool of skills and experiences.</li>
<li>Compliance and Risk Management:&nbsp;Proactively supporting disabled employees helps in maintaining compliance with relevant laws and reduces legal risks.</li>
</ul>
&nbsp;
Creating an inclusive workplace for disabled people is not just the right thing to do&mdash;it's a smart business strategy that leads to a more innovative, productive, and positive work environment. By implementing accessible environments, offering comprehensive training, providing reasonable adjustments, supporting through policies, fostering ERGs, and seeking regular feedback, companies can ensure that all employees feel valued and supported.
Supporting disabled people in the workplace is a continuous journey of learning, adaptation, and improvement. By making a commitment to inclusivity, companies can unlock the full potential of their diverse workforce, driving success and innovation. Find out how we're supporting our clients with their Diversity &amp; Inclusion goals on our <a style="color: #872ebf; text-decoration: underline;" href="/diversity-and-inclusion-consultancy">Diversity and Inclusion Consultancy page.</a>

Practical advice and strategies for employers to create inclusive workplaces that support disabled employees, highlighting legal obligations, benefits, and best practices for fostering a positive and productive work environment.

Supporting Disabled People in the Workplace: A Guide for Inclusive Employment

<h4>Have you recently received a WhatsApp message from a recruiter who seems suspicious?</h4>
We want to alert our candidates to a current scam that preys on job seekers. Some scammers might contact you with enticing job offers to extract your personal information or ask for payment. This scam is currently widespread and affecting thousands of recruiters in the UK.&nbsp; If someone contacts you on WhatsApp claiming to be from Morgan Hunt or using the name of one of our consultants, please follow our guidance here:&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/news-and-views/protect-yourself-from-recruitment-scams">Protect Yourself From Recruitment Scams</a> &nbsp;
Please remember -&nbsp;our team would never reach out to you using WhatsApp. They would only conduct themselves in a professional manner and will never make any suspicious requests. We would like to thank those who have forwarded us the evidence of this scam. We would also encourage you to report any suspicious scams to the Action Fraud&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://reporting.actionfraud.police.uk/login">here.</a>
 Here are some tips to help you spot a fraudulent message:
<ul>
<li>It's a message that you weren't expecting</li>
<li>It comes from a number or email address you don't recognise</li>
<li>It contains a link - please avoid clicking it</li>
<li>The job offer seems to good to be true</li>
<li>They are asking for money or personal details, such as your CV</li>
<li>The message is poorly written and contains spelling errors</li>
</ul>
We apologise for the inconvenience, be assured that we report every issue but unfortunately as these are cyber scams we are unable to stop this widespread issue affecting the whole recruitment industry. Find more advice on how to deal with fraud&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/news-and-views/protect-yourself-from-recruitment-scams">here.</a>

Morgan Hunt warns candidates of WhatsApp recruitment scams and offers tips to identify suspicious messages.

WhatsApp Job Scams

In the UK, the shortage of skilled social workers is a pressing concern. Most English councils struggle to recruit and retain social workers. It impacts the quality of care and support for vulnerable individuals. Social work and social care are areas of concern as services are projected to continue to see an increase in demand over the coming years.
At the start of the year, the UK Government unveiled a &pound;600 million support package for local councils, with a &pound;500 million boost to the Social Care Grant. This initiative aims to reinforce social care budgets and increase the core spending power for all councils by a minimum of 4%.
Retention and recruitment remain a challenge in 2024. In recent years, social workers have quit in record numbers as they struggle to cope with more challenging&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.theguardian.com/society/2023/feb/23/social-workers-in-england-quitting-in-record-numbers">caseloads</a>, the aftermath of the COVID-19 pandemic, and the cost of living crisis. In 2022,&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.socialworktoday.co.uk/News/record-vacancies-and-higher-caseloads-as-social-work-posts-remain-unfilled#:~:text=In%20the%20past%20year%2C%205%2C400,of%209%25%20on%20previous%20year.">5400 social workers left the profession</a>, marking a 9% increase compared to 2021.
In 2023, Community Care launched a campaign to champion the social work profession. The&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.communitycare.co.uk/2023/06/19/choose-social-work-join-our-campaign-to-champion-your-profession/">Choose Social Work campaign</a>&nbsp;showcases the brilliant work social workers do every day. It is one of many initiatives to encourage an uptake in social work careers.
On a global scale, World Social Work Day takes place on 19th March 2024. It celebrates the transformative role of social workers. This year&rsquo;s theme is &lsquo;Buen Vivir: Shared Future for Transformative Change&rsquo;, which is rooted in the&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.ifsw.org/social-work-action/the-global-agenda/">Global Social Work Agenda</a>&nbsp;and emphasises the need for social workers to adopt innovative, community-led approaches.
While there is much going on to entice more social workers to the profession, recruitment in social care remains a challenge. And one that a specialist social work recruitment agency can help with. 
<h4>Six benefits of using a social work agency include:</h4>
<div>
1. Understanding the sector Social care recruitment agencies have an in-depth understanding of the social work landscape. From regulations and sector-specific nuances to the latest trends, social work agencies are well-versed in social work complexities. Specialised knowledge ensures that you are connected with candidates who have the necessary qualifications and align with the values your organisation needs.
2. Access to skilled social work professionals Finding the right social worker isn&rsquo;t about ticking boxes; it&rsquo;s about making a positive impact on lives. Collaborating with a social work recruitment agency means tapping into an extensive network of skilled professionals.&nbsp;<a href="/sector/social-care-health">Morgan Hunt</a>&nbsp;maintains close ties with diverse candidates, ranging from those with experience with local authorities to those from private organisations. This opens doors to various opportunities that may not be accessible through conventional recruitment methods. You can choose from a pool of candidates who align with your organisation's mission and values.
3. Specialist support One of the key benefits of engaging with a social care recruitment agency is the personalised process. A social work agency invests time in understanding your organisation's needs and culture. By understanding your requirements, they ensure a fit between your team and the selected candidates. This contributes to the effectiveness of your organisation by placing individuals in roles where they can thrive and contribute.
At&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/sector/social-care-health">Morgan Hunt</a>, we recruit for all positions, from front-line staff to management, in sectors including homelessness, mental health, supported housing, young people, and domestic violence. Each sector has a dedicated consultant with specific knowledge and expertise in their field.
4. Streamlined recruitment process Time is of the essence when you need to fill critical social work positions quickly. For social work clients seeking to strengthen their teams, partnering with a specialised recruitment agency streamlines the hiring process.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/sector/social-care-health">Morgan Hunt</a>&nbsp;conducts candidate background checks and meticulously pre-screens and vet candidates. This saves your organisation time, budget, and resources. By entrusting the recruitment process to experts, you can concentrate on delivering essential care and support, secure in the knowledge that your team is backed by skilled social care professionals.
5. Helping to fill skills-short areas The scale of the crisis in children&rsquo;s social work was shown in figures for 2022 published by the Department for Education. It shows the number of professionals has fallen for the first time since data collection began in 2017 &ndash; despite rising need.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.local.gov.uk/publications/2022-local-government-workforce-survey">The Local Government Association 2022 Workforce Survey</a>&nbsp;revealed that more than 8 in 10 councils have difficulties recruiting children&rsquo;s social workers. Eighty-three per cent of authorities said they had difficulties recruiting children&rsquo;s social workers. Morgan Hunt has a strong track record of partnering with children&rsquo;s services across the UK to recruit talented and passionate social workers from overseas into permanent front-line positions.
The findings also revealed that 7 in 10 struggled to recruit adult social care workers. Local authorities&rsquo; use of agency social workers in adults&rsquo; services rose by a quarter from September 2022 to September 2023, according to Skills for Care figures. To fill gaps in these areas, social work agencies in the UK can help.
6. Continued support post-placement The relationship doesn&rsquo;t end once a social worker is hired. Social care recruitment agencies provide ongoing support, ensuring a smooth transition for the social care worker and your organisation. From onboarding to addressing challenges, agencies are committed to long-term success.
&nbsp;
</div>
<h4>Recruit in social care with Morgan Hunt</h4>
A social work recruitment agency can offer a long-term solution to improve your hiring strategy. We all understand the critical role that social care workers play in supporting vulnerable individuals and communities. Whether you&rsquo;re part of a local authority, charity, the NHS, or housing association, having access to skilled and dedicated social workers is vital.
At Morgan Hunt, we recruit for public-sector social care jobs as well as private-sector recruitment in areas including:
<ul>
<li>Homelessness</li>
<li>Mental health</li>
<li>Supported housing</li>
<li>Domestic violence</li>
<li>Young people's support</li>
<li>Children's services</li>
<li>Adult services</li>
<li>NHS organisations</li>
<li>Temporary social work jobs</li>
</ul>
If you'd like to discuss your current social care recruitment campaign and how we can help, contact us at: <a href="mailto:socialcare@morganhunt.com">socialcare@morganhunt.com</a>

Overcoming the social care staffing crisis. We specialise in matching top-tier social workers with organisations that need them most. Our expert recruitment services streamline the hiring process and help fill crucial roles in a challenging market.

Recruitment in Social Care: The Benefits of Using a Specialist Agency

A strong IT team is crucial for any organisation and technology recruitment leads to this. Using a good IT recruitment agency ensures you attract the best skills for your team. In a<a href="https://www.morganhunt.com/news-and-views/5-ways-to-tackle-the-ongoing-skill-shortage">&nbsp;</a>skills-short&nbsp;market, tech recruitment agencies play a vital role.
A strong IT team ensures that your systems run well. They troubleshoot issues, minimising downtime and maximising productivity. When you have the best IT skills for your organisation, they will protect your organisation's data and systems from cyber threats. They implement cyber security measures, conduct risk assessments, and protect information. And it doesn&rsquo;t stop there. IT teams drive innovation by adopting new technologies, streamlining processes, and improving efficiency.
Today, technology plays a key role in driving growth and innovation. Organisations, from large multinationals to<a href="https://www.morganhunt.com/news-and-views/the-benefits-of-working-in-tech-in-the-public-sector">&nbsp;</a><a href="/news-and-views/the-benefits-of-working-in-tech-in-the-public-sector">public sector bodies,</a>&nbsp;must adapt to stay competitive. Here&rsquo;s where IT skills come into play: IT professionals today need a mix of technical and soft skills. But how do you identify the right ones? And put together a solid and reliable IT team?
Starting your Business Transformation Projects Business transformation is about more than adopting new tools; it impacts every area of your organisation. Before your technology recruitment starts, consider your organisation&rsquo;s vision, mission, and long-term objectives.&nbsp; Your IT strategy needs to align with your business goals. Whether it's enhancing the user experience, streamlining operations, or implementing digital transformation, a clear vision will guide your technology recruitment.
Consider Digital Transformation Skills Digital transformation is the heartbeat of modern organisations. Automation, AI tools, and ChatGPT are reshaping the business world. To implement new technology, specific roles and job titles are needed. This can include change management specialists, project managers, AI engineers, AI developers, data scientists, and Chief Technology Officers (CTOs).
Taking a Customer-Centric Approach You need to think about how technology can enhance the customer experience. When writing job descriptions and talking to your IT recruitment agency, consider IT skills that bridge the gap between technology and customer needs.
Finding Skilled IT workers There is an IT skills shortage in the UK and indeed in much of the world. 93% of businesses say there is a gap in IT skills within the UK jobs market. These are the findings from&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.forbes.com/uk/advisor/business/software/digital-skills-gap/">The IT Skills Gap Report</a>. This means that you may need to tap into the hidden talent of passive candidates and also consider offering remote tech jobs.
Passive Candidates Benefits Passive candidates aren&rsquo;t searching for IT jobs online but they are not unresponsive to hearing about opportunities with different employers. A professional IT recruitment agency, such as&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/jobs/search#/technology">Morgan Hunt Technology</a>, will have access to a solid database of passive candidates. They will be familiar with the IT jobs you are looking to fill. Experienced technology recruitment consultants also assess soft skills and candidate career plans. So, you&rsquo;ll interview candidates with skills beyond their technical qualifications and experience.
Digital Transformation Skills Needed Look for IT professionals who have a mix of skills. These skills can help ensure that your business stays competitive and adaptive to technological advancements.
<ul>
<li>Cloud Computing</li>
<li>Data Analytics</li>
<li>Artificial Intelligence (AI)</li>
<li>Cybersecurity</li>
<li>DevOps</li>
<li>ERP (Enterprise Resource Planning) systems</li>
<li>Computer Languages</li>
</ul>
As businesses continue to migrate to the cloud, knowledge of platforms including AWS, Azure, or Google Cloud is invaluable. Skills in data analysis, machine learning, and AI are indispensable. Nowadays, protecting sensitive data has never been so important. IT professionals skilled in cybersecurity and threat detection are vital. Programming languages such as Python are beneficial. Python is used for developing websites, software, task automation, and data analysis.
Don&rsquo;t neglect Soft Skills In tech recruitment, agility is non-negotiable. You need to recruit IT professionals who thrive in dynamic environments and can adapt. The best IT teams go beyond technical skills; they thrive on collaboration. Modern IT professionals need soft skills in areas including, communication, teamwork, and adaptability. Additional skills for tech recruitment include:
<ul>
<li>Problem-solving</li>
<li>Teamwork</li>
<li>Emotional intelligence (EI)</li>
<li>Presentation skills</li>
<li>Resourcefulness</li>
</ul>
IT Contractors IT contractors work on multiple projects and have a lot of knowledge of different systems, industries, and project types. They also won&rsquo;t need lengthy inductions and extra training. Using IT contractors for project work can give you access to short-term STEM specialists who are used to different scenarios and quickly pick up information.
Industry-Specific Expertise Different industries need different IT skill sets. Tailor your recruitment strategy to target candidates with expertise in your sector. Whether it's finance, healthcare, manufacturing, or&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/public-sector-it-jobs">the public sector</a>, professionals who understand your business will contribute to the success of IT initiatives.
Don&rsquo;t neglect your Employer Brand To attract the best IT candidates, your company needs to be a great place to work. A Wonderful Workplaces survey revealed that almost all (90%) of candidates consider an employer&rsquo;s brand when applying for roles. Ensure your website has a careers page and up-to-date social media channels. Your organisation should share what it's like to work there and entice candidates and interviewees. Ensure you showcase some of your IT projects and your general organisational culture. Keep an eye on Glassdoor and LinkedIn reviews, as current and former employers will give information about day-to-day work and also the hiring process.
Finding a good IT Recruitment Agency There are many recruitment agencies, from London IT recruitment agencies to small boutique recruitment agencies. Using a reputable IT job agency<a href="/sector/technology">such as Morgan Hunt</a>&nbsp;can help. Specialist IT recruitment consultants understand the significance of finding the right IT skills to drive your organisation's growth. They know how to navigate the ever-changing world of tech recruitment. As a specialised technology recruitment agency, we excel at connecting businesses with the best IT professionals in the industry.
Pathing the Way to Success Remember, a well-functioning IT team isn't just about fixing technical glitches; it's about driving success and growth for your organisation.&nbsp; In the ever-evolving landscape of IT, adaptability and foresight are key. By identifying the right IT skills, and skills gaps and understanding your business aims, your organisation can thrive in the digital age.
Conclusive Technology Recruitment To take your tech and IT recruitment to the next level get in touch today. Our team is on hand to support you, whatever your requirements may be in this ever-evolving technological world.&nbsp;

Find the perfect IT talent. Struggling to build your tech team? Our expert recruiters can help you find the right people with the right skills. From cloud experts to cybersecurity pros, we've got you covered.

How to Find the Best IT Skills for Your Organisation

This year&rsquo;s Employee Appreciation Day is on Friday 4th March. It will be the first since the onset of the Great Resignation.&nbsp; There are many theories about what is driving post-pandemic resignations. But one thing is clear: UK workers often feel burned out and undervalued.
With scattered teams working from home (WFH) and hybrid working the &lsquo;new normal' it is easy for employees to feel disconnected. And underappreciated.&nbsp;
Companies know that their employees are their greatest asset. Employee Appreciation Day provides an opportunity for HR teams and managers to take stock. Employee appreciation is essential in fostering a motivated and happy workforce. An&nbsp;eachperson.com&nbsp;survey revealed that 86% of employees said recognition makes them happier at work. &nbsp;
<h4>The difference between appreciation and recognition</h4>
The words &ldquo;recognition&rdquo; and &ldquo;appreciation&rdquo; are not interchangeable. Recognition is about giving positive feedback based on results or performance. Appreciation is about acknowledging a person&rsquo;s value. This difference matters because recognition and appreciation take place for different reasons. Often businesses focus on praising positive outcomes (recognition). Companies should ensure they&rsquo;re doing both. &nbsp;
<h4>Appreciation and retention</h4>
A&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.glassdoor.com/employers/blog/employers-to-retain-half-of-their-employees-longer-if-bosses-showed-more-appreciation-glassdoor-survey/">Glassdoor Employee Appreciation Survey</a>&nbsp;shows that 53% of employees say more appreciation from their boss would help them stay longer at their company. Businesses that engage in employee appreciation see<a href="https://news.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx">&nbsp;improved retention rates</a>&nbsp;and lower staff turnover.
Companies conducting exit interviews may see that lack of appreciation is a culprit in driving employees to leave. Some may have stayed if their employers offered more rewards and recognition. &nbsp;
<h4>A culture of celebration</h4>
The need to belong is part of the human condition. A culture that celebrates career milestones, life events, and group achievements increases a candidate's desire to join and grow within the business.
In a Harvard Business Review article, Michael O&rsquo;Malley states: &ldquo;The best places to work provide people with life satisfaction, as opposed to job satisfaction alone.&rdquo; &nbsp;
<h4>Appreciation, Happiness and Productivity</h4>
In the<a href="https://www.youtube.com/watch?v=a3wX8nmvlZ0">&nbsp;TED Talk: 'The Power of Appreciation'</a>&nbsp;43% of people who feel 'appreciated' are more effective and productive.
With WFH, hybrid working and the possibility of a four-day week, productivity is a hot topic. Appreciated employees are more engaged at work. Findings from&nbsp;BetterUp&nbsp;show that 56% of employees who felt belongingness have a higher level of job performance.
SurveyMonkey reports that 82% of workers consider appreciation an important part of their happiness. An Oxford University report shows that happier workers are 13% more productive at work. &nbsp;
<h4>Types of Employee Appreciation</h4>
Employee appreciation takes many forms:
<ul>
<li>Day-to-day appreciation is frequent, simple and ongoing. It could include sending emails or e-cards.</li>
<li>Informal appreciation is when individuals or teams progress toward milestones. Or when they complete a complex project. These are often low-cost gestures such as lunchtime pizzas, after-work drinks or an earlier finish on Friday.</li>
<li>Formal structure appreciation often involves a nomination, selection process, ceremony or special event. It could be part of a formal recognition scheme. &nbsp;</li>
</ul>
<h4>How to show appreciation</h4>
Nowadays, more companies value employee appreciation, rewards and recognition. It's something we see here at Morgan Hunt with our clients. They include: &nbsp;
<h5>Wellbeing Days</h5>
There is a correlation between work-life balance and employee performance and job satisfaction. Work-life balance:
<ul>
<li>reduces stress</li>
<li>prevents burnout</li>
<li>reduces sick leave</li>
<li>saves money</li>
<li>promotes a caring company culture</li>
</ul>
Remote working throughout lockdowns undoubtedly affected employee wellbeing.&nbsp; A company-wide day off to encourage employees to look after their well-being can help. &nbsp;
<h5>Employee Recognition Programmes</h5>
Employee recognition refers to employees&rsquo; accomplishments. The most common programmes recognise one-time achievements.&nbsp; Programmes can recognise team and individual work throughout the year. Consider asking current employees the type of recognition they desire most.
Over half (56%) of HR leaders believe recognition or appreciation schemes help with recruitment (SHRM). Candidates want to associate with employers that recognise and appreciate their employees.&nbsp; These can include:
<ul>
<li>employee of the month club/award</li>
<li>annual awards events</li>
<li>financial incentives/vouchers</li>
<li>lunch with the CEO</li>
<li>earned time off &nbsp;</li>
</ul>
<h5>Celebrate anniversaries and birthdays</h5>
Do something special for employee birthdays and work anniversaries. A&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://hbr.org/1973/07/why-employees-stay">hbr.org study</a>&nbsp;found that employees were likely to leave after a year of employment. Don&rsquo;t let the anniversary of an employee&rsquo;s hire go unnoticed.&nbsp; Acknowledging the important dates across your team shows you value them as individuals. This could be:
<ul>
<li>a coffee/bottle of wine/chocolates</li>
<li>greeting card</li>
<li>birthday day off</li>
<li>company-wide announcement</li>
<li>decorated desk &nbsp;</li>
</ul>
<h5>Regular employee surveys</h5>
Enabling employees to give feedback shows you value their input. Anonymous feedback portals or surveys ensure honest, quality responses. Consider having a mix of questions, like "Does your manager make you feel valued?" and allow employees to provide feedback. Employees feel valued the more they feel heard and want to contribute to the success of a company. &nbsp;
<h5>Appreciation portal</h5>
Giving and receiving appreciation increases morale, collaboration and job satisfaction. Some companies have online platforms where managers and peers can praise colleagues. &nbsp;
<h5>Offer learning opportunities</h5>
Investing in professional development shows you value staff.&nbsp; For effective and cost-efficient ways to let employees learn new skills consider:
<ul>
<li>courses</li>
<li>conferences</li>
<li>tuition reimbursement</li>
<li>cross-training between departments</li>
<li>mentorships</li>
<li>budgets for learning materials e.g., books &nbsp;</li>
</ul>
<h5>Employee Appreciation Week (or Month)</h5>
Events throughout the week or month may include:
<ul>
<li>workshops</li>
<li>coffee and cake mornings</li>
<li>team lunches</li>
<li>offsite group/company activity</li>
<li>onsite massages/manicures</li>
<li>celebrations of teams&rsquo; cultural diversity &nbsp;</li>
</ul>
<h5>Say Thank You</h5>
A study from&nbsp;Each Person found that 51% of UK employees say a &lsquo;thank you&rsquo; would make them feel more appreciated. A heartfelt thank you is a simple way to show appreciation.&nbsp; While not everyone needs a &lsquo;thank you&rsquo; to do a good job, many do. It won&rsquo;t hurt those who don&rsquo;t need to hear it, but it will mean much to those who do.
Finally, employee appreciation shouldn&rsquo;t take place on one day. It should be integral to your company culture and adopted by management. Your employees are your most precious asset, now it&rsquo;s time to appreciate them.

Discover how employee appreciation can combat post-pandemic burnout and build a thriving company culture.

How Can Organisations Appreciate Their Employees?

Fostering inclusivity is not just a choice; it&rsquo;s the right thing to do, and it also makes business sense too. Creating an environment where everyone, regardless of their sexuality, feels accepted and valued is crucial for the success and well-being of both employees and the organisation as a whole. In this blog post, we'll explore practical steps to make your workplace more LGBTQ+ inclusive, embracing the principles of respect, understanding, and teamwork.
<h5>Importance of Inclusivity</h5>
Inclusivity is not just a buzzword; it's a cornerstone for a thriving and successful workplace. Embracing diversity, including individuals of all sexual orientations and gender identities, contributes significantly to an organisation's innovation, creativity, and overall success. When employees feel valued for who they are, irrespective of their background, they bring their authentic selves to work, leading to increased engagement and productivity. Inclusive workplaces also foster a sense of belonging, reducing turnover and attracting top talent. Moreover, an inclusive environment encourages diverse perspectives, which is vital for problem-solving and decision-making. By prioritising inclusivity, organisations not only create better working environments for their employees but also position themselves as socially responsible and forward-thinking entities.
Understanding the current landscape of diversity and inclusion in the UK workplace is essential for driving positive change. According to a study by Stonewall, a leading LGBTQ+ rights organisation:
<ul>
<li>More than a third of LGBT staff (35%) have hidden that they are LGBT at work for fear of discrimination.</li>
<li>Almost two in five bi people (38%) aren&rsquo;t out to anyone at work about their sexual orientation, compared to seven per cent of gay men and four per cent of lesbians.</li>
<li>One in four trans people (26%) aren&rsquo;t open with anyone at work about being trans. This number increases to about two in five non-binary people (37%) who aren&rsquo;t out at work.</li>
<li>Almost one in five LGBT staff (18%) have been the target of negative comments or conduct from work colleagues because they&rsquo;re LGBT.</li>
<li>Almost one in five LGBT people (18%) who were looking for work said they were discriminated against because of their identity while trying to get a job.</li>
</ul>
These statistics underscore the need for continuous efforts in creating inclusive workplaces where all employees feel accepted, supported, and free to be themselves. By addressing these challenges, organisations can take meaningful steps towards building a truly inclusive culture that reflects the diverse tapestry of the workforce in the UK.
<h4>14 Practical Steps to Foster LGBTQ+ Inclusivity</h4>
So how can organisations promote inclusivity? We have put together our 14 practical steps to foster LGBTQ+ Inclusivity.
<ol>
<li>Recognise that Identities are Complex Everyone is different. Make sure to set some time aside to get to know your current team and any new starters, this creates a safe space for them to share who they really are and share any issues they&rsquo;re experiencing. &nbsp;</li>
<li>Don&rsquo;t Expect Anyone to &lsquo;Out&rsquo; Themselves Being &lsquo;Out&rsquo; at work is a choice that each individual should feel comfortable to make for themselves. Many people won&rsquo;t feel safe or comfortable outing themselves at work, so design your programmes to include people, whether they are &lsquo;out&rsquo; are not. &nbsp;</li>
<li>Educate and Raise Awareness Start by fostering a culture of awareness. Provide educational resources that help employees understand the diversity within the LGBTQ+ community. Simple workshops or presentations can go a long way in dispelling myths and stereotypes, promoting empathy and understanding. &nbsp;</li>
<li>Inclusive Language Language matters Encourage the use of inclusive language that respects diverse identities. Be mindful of gender pronouns and create an environment where individuals feel comfortable expressing their preferred pronouns without fear of judgment. Inclusive Terms 
<ul>
<li>Hi all, folks, team, friends, team, everybody, everyone, or specific terms like customers, clients, employees</li>
</ul>
<ul>
<li>Invite your partners, spouses to the event</li>
</ul>
<ul>
<li>Chair, chairperson, door attendant, bartender, server etc</li>
</ul>
<ul>
<li>Humankind</li>
</ul>
<ul>
<li>Best person for the job</li>
</ul>
<ul>
<li>The person in the green shirt</li>
</ul>
<ul>
<li>Sexual orientation, sexuality</li>
</ul>
<ul>
<li>Gender identity</li>
</ul>
<ul>
<li>Trans, trans person, transgender person, trans man, trans woman</li>
</ul>
 Non Inclusive Terms 
<ul>
<li>Hi guys, ladies, gentlemen</li>
</ul>
<ul>
<li>Invite your boyfriend, girlfriend, husband, wife to the event</li>
</ul>
<ul>
<li>Chairman, doorman, barman, barmaid, waiter, waitress etc</li>
</ul>
<ul>
<li>Mankind</li>
</ul>
<ul>
<li>Best man for the job</li>
</ul>
<ul>
<li>The man in the green shirt</li>
</ul>
<ul>
<li>Sexual preference</li>
</ul>
<ul>
<li>Sex, specifically mistaking sex for gender</li>
</ul>
<ul>
<li>Transgendered, transwoman, transman</li>
</ul>
<ul>
<li>Decided to be/become a man or woman&nbsp; </li>
</ul>
</li>
<li>Normalise Pronouns Including the option to had pronouns in your email signatures and various platforms your organisation use is an important move towards inclusivity. As mentioned, this should be optional, as not everyone will feel comfortable sharing their pronouns. Not everyone will feel comfortable sharing their pronouns. You could say something like: &ldquo;Anyone who wants to add their pronouns to their email signature is welcome to. Adding these words helps make it clear that we respect each other&rsquo;s gender identities and normalise conversations about gender.&rdquo; You can display pronouns in Teams Profiles, Slack profiles, Zoom participant names, staff bios, HR and payroll software etc. &nbsp;</li>
<li>Celebrate Diversity Celebrate different cultural events and observances related to the LGBTQ+ community. Acknowledge Pride Month or other relevant occasions by organising events, displaying inclusive decorations, or even sharing stories of LGBTQ+ individuals within the organisation. This not only promotes awareness but also helps create a sense of belonging. &nbsp;</li>
<li>Establish Support Networks Consider setting up support networks or affinity groups within the workplace. These groups provide a platform for employees to connect, share experiences, and offer support. This fosters a sense of community and shows that the organisation values and encourages diversity. &nbsp;</li>
<li>Inclusive Policies Review and update existing policies to ensure they are inclusive and supportive of LGBTQ+ employees. This includes non-discrimination policies, healthcare benefits, and family leave policies. Communicate these policies clearly to all employees to ensure everyone is aware of their rights and feels supported. &nbsp;</li>
<li>Lead by Example Leaders play a pivotal role in shaping company culture. Encourage leaders to lead by example, embracing diversity and inclusivity in their daily interactions. When employees see leadership actively promoting an inclusive environment, it sets a powerful precedent for the entire organisation. &nbsp;</li>
<li>Foster a Safe Space Create a workplace where individuals feel safe to be themselves. This involves addressing any instances of discrimination promptly and effectively. Implement reporting mechanisms and ensure that employees trust the process, knowing that their concerns will be taken seriously. &nbsp;</li>
<li>Continuous Training and Development Implement ongoing training programs to keep employees informed about evolving diversity and inclusion issues. Equip them with the tools to challenge biases, stereotypes, and discriminatory behaviours. This proactive approach ensures that inclusivity remains a fundamental aspect of the organisational culture. &nbsp;</li>
<li>Intersectionality Matters Recognise that individuals may belong to multiple marginalised groups, and their experiences are shaped by the intersection of these identities. Embrace an intersectional approach to inclusivity, acknowledging the unique challenges faced by employees who belong to both the LGBTQ+ community and other marginalised groups. &nbsp;</li>
<li>Employee Resource Groups Encourage the formation of Employee Resource Groups (ERGs) specific to the LGBTQ+ community. ERGs provide a platform for networking, mentorship, and advocacy within the organization. They also serve as valuable channels for feedback and insights on creating a more inclusive workplace. &nbsp;</li>
<li>Know that there&rsquo;s no Quick Fix There&rsquo;s no button you can press for instant LGBTQ+ inclusion. It&rsquo;s an ongoing, ever-evolving journey towards a more inclusive future. Similarly, there is no one template for a perfectly LGBTQ+ inclusive workplace. Inclusivity should be seen as both a process and a goal, rather than a quick fix.</li>
</ol>
Building a more LGBTQ+ inclusive workplace is not just a goal; it's a journey. By embracing diversity, promoting understanding, and fostering a sense of belonging, organisations can create environments where everyone can truly thrive. Remember, it's not about meeting quotas; it's about inspiring working lives by making every employee feel valued, respected, and included. As we take these steps together, we pave the way for a future where workplaces reflect the rich tapestry of the diverse and vibrant communities we serve.
If you and your organisation would like further advice on how to build an inclusive workplace for the LGBTQ+ community, or any diverse group for that matter, reach out us at&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="mailto:info@morganhunt.com">info@morganhunt.com</a>. You can find out more about Morgan Hunt&rsquo;s Diversity and Inclusion work here:&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/diversity-and-inclusion">www.morganhunt.com/pages/diversity-and-inclusion</a>

Discover practical steps to create a truly inclusive workplace where LGBTQ+ employees feel valued, respected, and empowered to thrive.

14 Ways to Create an LGBTQ+ Inclusive Workplace

Diversity and inclusion are essential components of a thriving workplace, but the LGBTQ+ community continues to face discrimination and inequality in many workplaces. Despite significant progress in recent years, many LGBTQ+ employees still face challenges such as discrimination, harassment, and a lack of support, leading to high turnover rates.
<a href="https://hbr.org/2016/02/lgbt-inclusive-companies-are-better-at-3-big-things">72% of employees say they are more likely to accept a job at a company that&rsquo;s supportive of LGBTQ+ employees</a>, according to a study by the Center of Talent Innovation. So to create a workplace that is welcoming and inclusive for LGBTQ+ employees, companies need to take concrete steps to support and retain these employees.
<h4 class="heading m-auto" data-sourceflow-type="text" data-sourceflow-path="5-ways-to-retain-lgbtq-employees.news_and_views.page.sub_banner.heading">5 Ways To Retain LGBTQ+ Employees </h4>
<ol>
<li dir="ltr" aria-level="1">
Implement Anti-Discrimination Policies <a style="color: #872ebf; text-decoration: underline;" href="https://www.hrc.org/resources/a-workplace-divided-understanding-the-climate-for-lgbtq-workers-nationwide">According to a survey by the Human Rights Campaign, 46% of LGBTQ+ employees reported feeling "closeted" at work, and 31% reported experiencing some form of workplace harassment</a>. Implementing anti-discrimination policies that protect all employees, regardless of their sexual orientation or gender identity, is the first step to creating a more inclusive workplace.
</li>
<li dir="ltr" value="2" aria-level="1">
Offer Diversity and Inclusion Training Offering diversity and inclusion training for all employees is a critical component of creating an inclusive workplace. This training should cover topics such as the importance of creating an inclusive workplace, and how to be an ally to the LGBTQ+ community.
</li>
<li dir="ltr" value="3" aria-level="1">
Use Inclusive Language Using inclusive language is a simple yet powerful way to create a more inclusive workplace. For example, instead of saying "ladies and gentlemen," use "folks'' or "everyone."&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://outandequal.org/wp-content/uploads/2018/11/OE-Non-Binary-Best-Practices.pdf">A study by Out &amp; Equal found that using gender-inclusive language can help to create a more welcoming environment for LGBTQ+ employees.</a>
</li>
<li dir="ltr" value="4" aria-level="1">
Celebrate LGBTQ+ Events and Holidays Recognising and celebrating LGBTQ+ events and holidays, such as Pride Month, Transgender Day of Visibility, and National Coming Out Day, is another way to show support for the LGBTQ+ community and make LGBTQ+ employees feel valued and included.
</li>
<li dir="ltr" value="5" aria-level="1">
Address Discrimination and Harassment Addressing any instances of discrimination or harassment that occur in the workplace is critical to creating a safe and welcoming environment for all employees. Companies must take complaints seriously, investigate them thoroughly, and take appropriate action to address the issue. &nbsp;
</li>
</ol>
In conclusion, creating an inclusive workplace for LGBTQ+ employees requires a concerted effort from companies. By implementing the above tips companies can create a welcoming environment for all employees, regardless of their sexual orientation or gender identity. &nbsp;
If you&rsquo;d like to find out more and want further advice on retaining top talent, email us at&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="mailto:info@morganhunt.com">info@morganhunt.com</a>

Companies that foster LGBTQ+ inclusion can attract and retain 72% more top talent according to a Center for Talent Innovation study.

5 Ways To Retain LGBTQ+ Employees

In today&rsquo;s current climate, especially when taking into consideration the cost-of-living-crisis, companies are increasingly recognising the importance of fostering financial wellbeing among their employees. Financial stress can significantly impact an individual's overall well-being, leading to reduced productivity, increased absenteeism, and a decline in job satisfaction. &nbsp;
<h4>How are our finances and mental health linked?</h4>
The intricate connection between finances and mental health is a well-established reality. In the UK, individuals facing financial challenges often experience heightened levels of stress, anxiety, and even depression. The burden of debt, the pressure to make ends meet, and the uncertainty surrounding future financial stability can take a toll on one's mental and emotional well-being. This intersection is particularly significant in the workplace, as financial stress can permeate into professional life, impacting focus, decision-making, and overall job satisfaction. Recognising this interplay is crucial for employers aiming to create a supportive and thriving work environment. &nbsp;
<h4>Why should employers be concerned about the financial wellbeing of their staff?</h4>
Employers should have a vested interest in the financial wellbeing of their staff, as it directly correlates with the overall health of the organisation. Financially stressed employees are more likely to experience decreased job satisfaction and engagement, leading to lower productivity levels. The impact is not confined to the individual; it ripples through the entire workplace, affecting team dynamics and organisational culture. High levels of financial stress can contribute to increased absenteeism and employee turnover, in turn, elevating recruitment and training costs. Moreover, businesses that prioritise the financial wellbeing of their employees are more likely to attract and retain top talent, fostering a positive reputation and competitive edge in the job market. In essence, the financial health of employees is intricately tied to the success and sustainability of the business, making it a strategic imperative for employers to proactively address and support the financial wellbeing of their workforce. &nbsp;
<h4>How can you help as an employer?</h4>
Employers have the power to improve both the financial and mental wellbeing of their workforce, as well as their productivity, by introducing new processes or resources that build financial resilience, creating a culture of support and providing essential help once problems have set in.
<ol>
<li>Financial Education Programs Results from the Family Resources Survey (FRS) for the financial year 2020 to 2021, reported&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.gov.uk/government/statistics/family-resources-survey-financial-year-2020-to-2021/family-resources-survey-financial-year-2020-to-2021#savings-and-investment-1">one in seven UK families reported having no savings.</a>&nbsp;Highlighting the need for comprehensive financial education programs.
<ul>
<li>Provide employees with resources and workshops on budgeting, saving, and investing.</li>
<li>Offer seminars on topics like debt management, retirement planning, and financial goal setting. </li>
</ul>
</li>
<li>Comprehensive Benefits Packages
<ul>
<li>Include financial wellness benefits in employee packages, such as retirement plans, health savings accounts (HSAs), and access to financial advisors.</li>
<li>Consider offering flexible work arrangements to help employees balance work and personal financial responsibilities. </li>
</ul>
</li>
<li>Employee Assistance Programs (EAPs) A survey by the Mental Health Foundation found that&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.mentalhealth.org.uk/about-us/news/cost-living-still-causing-widespread-mental-distress-new-data-shows#:~:text=almost%20one%20third%20(31%25),to%20their%20personal%20financial%20situation.">almost one third (31%) of UK adults have felt anxious in the past month due to their personal financial situation</a>.
<ul>
<li>Implement EAPs that address not only mental health but also financial stress.</li>
<li>Provide confidential counseling services for employees facing financial challenges. </li>
</ul>
</li>
<li>Salary Transparency and Fair Compensation
<ul>
<li>Foster an open dialogue about compensation, ensuring that employees understand their salary structure and benefits.</li>
<li>Regularly review and adjust salaries to align with market standards and employee contributions. </li>
</ul>
</li>
<li>Promotion of Work-Life Balance:
<ul>
<li>Encourage a healthy work-life balance to prevent burnout and reduce the temptation of seeking additional income through multiple jobs.</li>
<li>Offer paid time off and flexible scheduling options. </li>
</ul>
</li>
<li>Debt Relief and Assistance The Money Charity reported that, as of January 2022,&nbsp;<a href="https://themoneycharity.org.uk/money-statistics/january-2022/">the average total debt per UK household, including mortgages, was &pound;63,122.</a>, emphasising the importance of debt management.&nbsp;
<ul>
<li>Explore partnerships with financial institutions to offer low-interest loans or debt consolidation programs for employees facing financial strain.</li>
<li>Provide information on debt management and resources to help employees navigate financial challenges. </li>
</ul>
</li>
</ol>
<h4>Benefits of Prioritising Financial Wellbeing</h4>
<ul>
<li>Improved Productivity - Employees experiencing reduced financial stress are more likely to be focused and engaged at work.</li>
<li>Enhanced Employee Loyalty - Companies that actively support their employees' financial wellbeing create a sense of loyalty and commitment.</li>
<li>Reduced Absenteeism - Financially healthy employees are less likely to miss work due to stress-related illnesses.</li>
<li>Positive Company Culture - Prioritising financial wellbeing fosters a positive culture that cares for its employees beyond their professional contributions.</li>
</ul>
Promoting financial wellbeing in the workplace is not just a moral imperative but also a strategic investment in the success and sustainability of a company. By implementing thoughtful initiatives, companies can empower their employees to achieve financial stability, leading to a more engaged, productive, and satisfied workforce. As we move forward, let us recognise that the health of a business is intricately tied to the financial health of its employees.

Discover how supporting your employees' financial wellbeing can boost productivity, morale, and retention.

Financial Wellbeing in the Workplace

Social care is all about making a positive impact on the lives of both people and communities. A career in social care is an important and rewarding career path. Social care and social work are full of caring people who are dedicated to making a positive difference in the lives of our most vulnerable members of society. As the demand for public sector social care jobs and social work roles continues to grow, the sector opens up more opportunities for dedicated and caring people who want to make a difference. People who go above and beyond to make people feel safe, respected, well-cared for, and happy.
Whether you are considering a career in social care, or you&rsquo;re an experienced social worker, you should know there&rsquo;s never been a better time to join the social care sector. Dedicated professionals are in short supply and high demand. This means you&rsquo;ll feel appreciated by your colleagues and clients!
We look into the benefits of working in social care and how registering with a social care recruitment agency can elevate your social work career. 
<ol>
<li>You&rsquo;re at the Heart of The Community Public-sector social care jobs are at the heart of community service. Working in these roles allows you to contribute to the welfare of society. Every action you take, from supporting vulnerable individuals to implementing community programmes, has a measurable impact. &nbsp;</li>
<li>Social Care Work is Flexible For those who value flexibility, temporary social work jobs could work out well for you. Although the roles are temporary, they enable you to experience, work with different demographics, and refine your skills while maintaining a work-life balance that suits you. &nbsp;</li>
<li>Every Day Is Different No two days of working in social care are the same. You&rsquo;ll learn to deal with different situations daily, which is why social workers, carers, and others in the sector are adaptable and resourceful. These experiences will give you transferable life skills that you can use to benefit your own family, community, studies, and other jobs you might have in the future. You&rsquo;ll be looking after different people with changing circumstances and conditions at different life stages. &nbsp;</li>
<li>You&rsquo;re in Demand with No Shortage of Work The figures from&nbsp;Skills for Care Adult Social Care Workforce data&nbsp;show that from 2022 to 2023, the sector had around 152,000 vacancies on any given day. Currently, the sector would like to attract more men and younger people, who are under-represented in the workforce. From care assistants to support workers, there are vacancies across the country with a variety of public sector and private employers that could help you take your next step in social care or social work. </li>
<li>Make a Difference Today and Everyday There aren&rsquo;t many jobs where you can make a difference in people&rsquo;s lives, but social care allows you to do that every single day.&nbsp; From helping people to live independently, to taking part in their communities and doing the things that help them to enjoy life whatever challenges they might face. A special aspect of working in social care is the way that even the smallest thing can make the biggest difference to someone who struggles daily because of poor health, disabilities, or old age. Whether it&rsquo;s helping with personal care, domestic chores, cooking, or having a chat, the feeling of knowing that you&rsquo;re improving someone&rsquo;s quality of life makes your role worthwhile. &nbsp;</li>
<li>Training and Development A social care career brings training and development. As well as having the opportunity to gain formal qualifications, there&rsquo;s also a huge scope to learn on the job with social care that you won&rsquo;t experience with many other careers.</li>
</ol>
&nbsp;
<h4>Social Work Agencies in the UK</h4>
With a robust network of social work agencies, each has its strengths and specialities.&nbsp; Social care recruitment agencies, such as Morgan Hunt, play an important role in connecting passionate individuals with the right opportunities. At Morgan Hunt, we understand the unique demands of the social care sector, ensuring that candidates are matched with roles that align with their skills, values, and career aspirations.
Registering with a dedicated social care recruitment agency sets the stage for a rewarding career where you can make an impact on the lives of others.&nbsp; Whether you are drawn to public sector social care jobs, exploring social work careers in London, or seeking flexibility in temporary roles, the social care sector offers unlimited opportunities. We cover specialist areas ranging from alcohol and substance misuse and criminal justice to disabilities, fostering, and adoptions.
At Morgan Hunt, we recruit for:
<ul>
<li>Social workers</li>
<li>Social work managers</li>
<li>Adult social care professionals</li>
<li>Child and youth social care professionals</li>
<li>Mental health support workers</li>
<li>Hostel workers</li>
</ul>
<h4>Social Work Careers in London and Beyond</h4>
London is home to an estimated 9,648,11 people. It is no surprise that England&rsquo;s capital city needs more social care workers. Being a busy and diverse city presents countless opportunities for social work. From diverse communities to an array of social issues, social work jobs in London provide an enriching experience for carers looking to broaden their horizons to address the complex needs of a city population.
London is just one of the hubs. From quaint towns to rural villages, you&rsquo;ll find a plethora of social work opportunities all across the UK. And thanks to Morgan Hunt&rsquo;s broad network and strategic approach, you&rsquo;ll gain access to the most up-to-date, fulfilling positions, located near you.
<h4>Take the Next Step</h4>
Of course, the hours can be long, the work challenging, and some moments can take a physical and emotional toll, but the rewards are plenty. With an ageing population in the UK, the care sector is a great sector in which to build a fulfilling and long-lasting career.
Whether you&rsquo;re considering the next step in your career, or thinking about social care as a new career path, explore the wide range of opportunities in the&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/jobs/social-work-jobs">care sector today.</a>

Discover the rewarding world of social care: Make a difference, enjoy job security, and gain valuable skills in a fulfilling career.

Six Unique Benefits of a Social Care Career

The diversity of the finance industry offers a wealth of opportunities, and consequently, the chance to choose a career that aligns most with your skills and work goals. Not only that; you can choose the entry route that best suits your learning style.
So whether accountancy sparks your interest, you think investment banking could be a good option, or your interests lie in financial planning, take a look at these five key points that will help to guide you in your career decision.
<ol>
<li>A choice of entry routes If you don&rsquo;t already hold a finance qualification you can embark on this career through various routes. You might prefer to learn in a lecture room environment, for example, and gain an appropriate finance or business degree at university. It&rsquo;s also possible to complete a degree course through the Open University and other institutions that offer courses online, or via blended learning where you study online and attend a local college or university part-time. Or perhaps learning whilst you work in a finance role is better for you? In this case, you could apply for an apprenticeship or follow a vocational/technical path and gain practical finance skills whilst earning. &nbsp;</li>
<li>A challenging but rewarding career Working as a finance professional will be challenging at times, but it also offers you a rewarding and potentially high-earning career. Once you&rsquo;ve amassed some specialist knowledge and practical experience it can be financially very lucrative. It&rsquo;s not only financial benefits that are on offer, however. Being involved in finance as a professional brings other rewards, including knowing that your contribution is making a positive difference in other people&rsquo;s lives. &nbsp;</li>
<li>Diverse career options A range of career options within the finance industry gives you the scope to move to different roles in the future using your transferable skills &ndash; perhaps from the public to the private sector, for example. Specialising in a particular area of finance for a while, such as accounting or taxation, can be a good choice as it allows you to build up your technical know-how and your reputation within the field of expertise. &nbsp;</li>
<li>A solid career path There&rsquo;s typically a clear career path in a finance role, commonly with professional mentoring and support available from the employer. One way to gain a closer picture of potential career routes that you&rsquo;re interested in is to apply for internships. You&rsquo;ll get the first-hand experience you need to decide your future with more confidence, and the timing will be right if you&rsquo;re accepted as an intern whilst studying. &nbsp;</li>
<li>Finance is an evolving industry Finance is at the forefront of technological advancement and &lsquo;disrupters&rsquo; to the industry, particularly in banking and financial services, make it an exciting industry in which to work. New and emerging technologies, including artificial intelligence and machine learning, enable deep analysis of huge amounts of data and allow finance professionals to use their skills on &lsquo;higher-level&rsquo; work. The fact that the UK is also a key international centre for finance could open up opportunities if working abroad is attractive to you or if you&rsquo;d like to travel overseas in a work capacity. &nbsp;</li>
</ol>
<h4>Seek professional guidance when considering a finance career</h4>
Making a career choice can be daunting and it&rsquo;s easy to be swayed by the opinions of people close to you. That&rsquo;s why it&rsquo;s always a good idea to talk to independent professionals who understand the industry before making your decision.
Before seeking professional career advice, you should think about the skills you can offer an employer in the finance industry, the different sectors that are open to you, and the types of work that seem most attractive.
About the author - Chris Bristow is a business debt expert at&nbsp;<a style="color: #872ebf;" href="https://www.realbusinessrescue.co.uk/">Real Business Rescue</a>, company rescue, restructuring and liquidation specialists with a wealth of experience in supporting company directors in financial difficulty.

Discover exciting career paths and financial rewards in the dynamic world of finance.

Considering a Career in Finance: 5 Key Points You Should Know

The role of women in the workforce has evolved dramatically over the past few decades. Gone are the days when women were primarily relegated to the role of homemakers. Today, women make up a significant portion of the global workforce, juggling their professional and family responsibilities.
For working mothers, in particular, the challenge of balancing work and family life is a delicate tightrope act. Recent statistics highlight this.
<ul>
<li>The gender pay gap remains a significant issue, with&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2023#:~:text=In%202023%2C%20the%20gap%20among,seen%20in%202019%20(17.4%25).">women earning approximately 14.3% less than men</a>, highlighting the urgency for equitable opportunities.</li>
<li><a style="color: #872ebf; text-decoration: underline;" href="https://www.statista.com/statistics/1275676/cost-of-childcare-britain/">The average weekly cost of a full-time nursery place in Great Britain was 285.31 British pounds for under twos.</a>&nbsp;These high childcare costs make flexible working arrangements essential for many working mothers who need to manage both their careers and family responsibilities.</li>
<li style="color: #872ebf;"><a href="https://www.careeringintomotherhood.com/market-report/">65% of working mums feel there are fewer career opportunities available to them since maternity leave.</a></li>
</ul>
Flexible working arrangements emerged as a lifeline for working mums, providing them with the much-needed flexibility to excel in both their careers and family life.
&nbsp;
<h4>Hear From Working Mum&rsquo;s at Morgan Hunt</h4>
We've reached out to working mums within the Morgan Hunt team to hear from them about their experiences. Their insights shed light on the unique challenges they face and how flexible working has become an essential tool in their journey to success.
<h5>Kirsty Stoddart &ndash; Senior Business Manager</h5>
In her own words, Kirsty Stoddart sheds light on how flexible working has transformed her work-life balance: "In terms of flexible working I would say the working pattern I have at the moment really helps with my family life. The fact that I finish at 3pm every day gives me time to see the kids after school and get organised for after school clubs etc without having my head in the laptop at the same time! And when I asked just a few months ago to change my working pattern, it didn&rsquo;t seem to be an issue to the company or my manager."
She also underscores the crucial role of her manager, Gillies, in supporting her: "I know it is Morgan Hunt as a company that offers the flexible working, but also I would say the backing I get from Gillies is a massive help too as he is always understanding when 'life' happens and you need to reorganise work, etc."
Kirsty also touches upon the pressure she places on herself as a part-time worker: "The only other thing I would add is that with working part-time, it is a pressure to achieve and do all parts of your role the same as a full-time member of staff. Not necessarily that anyone is putting pressure on me, but more me putting it on myself if that makes sense!"
&nbsp;
<h5 style="text-align: left;">Amie Day &ndash; Business Manager</h5>
Amie Day shares her own challenges as a working mum: "I have 2 children &ndash; 4 years and 2 years old and I find having a career and being a mum very hard and challenging. But Morgan Hunt have made it easier for me by allowing me to work remotely and work 4 days a week so it gives me the time to be at home and flexibility to be there for my children should I need to. It also allows me to manage my own workload and work to suit me and my family."
She emphasises the importance of understanding and support: "This job is very pressurised and busy, especially being in education at the busiest time of year but having a great manager who is a father himself, he manages to see it through my eyes too. I think more people need to be understanding that not only do we do a good job, but we are a mum to very demanding little people. You need a good team network and support around you who are understanding and considerate."
&nbsp;
<h5 style="text-align: left;">Annabelle Walster &ndash; Business Manager</h5>
Annabelle Walster recounts her experience of returning to work after having her second child: "Returning to work after having my second child was a real shock to the system! It&rsquo;s difficult to juggle the demands of being a mum whilst still being successful in your career.&nbsp;I am lucky to have had the support of my team in Manchester and in particular my Director, Eliot who has made retuning to work a whole lot easier with his support and understanding he has given me" She goes on to explain how flexible working has helped her: "Being able to work in a flexible way has helped me immensely! Living quite a distance from the office, working from home 3 days per week means I get to spend quality time with the children in the evening, something which wouldn&rsquo;t have been possible before we worked flexibly due to the commute."
Annabelle highlights the challenges of working part-time in a demanding industry: "Although for me, working 4 days a week is a huge positive, it does present challenges when working in a demanding industry such as recruitment. Having a work from home set up means I can overcome these challenges and speak to my candidates and clients outside typical working hours to ensure my business still runs smoothly!"
&nbsp;
<h4>Challenges and Future Developments</h4>
Women in the UK are putting in more time at work than ever before thanks to flexible and hybrid working policies that sprang up during the pandemic,&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.bloomberg.com/news/articles/2023-08-13/return-to-office-may-reverse-uk-women-s-gains-on-working-hours?leadSource=uverify%20wall#xj4y7vzkg">an analysis of official data by Bloomberg shows.</a>&nbsp;However despite the numerous benefits of flexible working, challenges remain.
There has been a push to return more workers into the office, which risks undercutting a surge in the hours the women spend on the job.
<ul>
<li><a style="color: #872ebf; text-decoration: underline;" href="https://www.telegraph.co.uk/business/2023/10/20/amazon-sack-staff-refuse-attend-office-three-days-week/#:~:text=Amazon%20has%20told%20managers%20they,the%20workplace%2C%20Business%20Insider%20reported.">Amazon has issued a warning to staff who are not spending at least three days a week in the office</a>, with Meta releasing a similar statement.</li>
<li style="color: #872ebf;"><a style="color: #872ebf; text-decoration: underline;" href="https://www.theguardian.com/technology/2023/aug/07/zoom-tells-staff-to-come-into-the-office-at-least-two-days-a-week">Zoom has asked employees to come in for at least two days a week.</a></li>
</ul>
Hybrid working, such as coming into the office two to three days a week, doesn&rsquo;t necessarily fall into the flexible working bracket and can bring huge benefits including improved collaboration and enhanced team dynamics. It&rsquo;s important to strike the right balance and understand the nuances of hybrid and flexible working and what works for the individual. &nbsp;
The concern is that this shift back to the office may affect women disproportionately. The pandemic had increased men's involvement in household responsibilities as more of them worked from home. However, the return-to-office mandates by companies could undermine this progress, creating conflict in two-career households. The reduced flexibility that comes with a return to the office may lead to a less equitable division of household tasks, which in turn can impact equality at home and work. It's a reminder that the benefits of flexible working go beyond gender equality and are vital for a diverse and inclusive workforce.
&nbsp;
<h4>The Benefits of Flexible Working for Working Parents</h4>
<ul>
<li>Improved Work-Life Balance: Flexible working arrangements empower working parents to better balance their career and family commitments.</li>
<li>Reduced Stress: With more control over their schedules, working parents can reduce stress and burnout, leading to better mental and emotional well-being.</li>
<li>Enhanced Job Loyalty: Offering flexible work options can lead to increased loyalty from working parents, as they appreciate the support provided by their employers.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://workingfamilies.org.uk/news-events/blogs/beyond-flexibility-generation-flex/">9 in 10 parents said they would feel more loyal to an employer who offered them flexible working opportunities.</a></li>
<li>Career Progression: Flexible working doesn't have to mean sacrificing career ambitions. Many organisations support and promote working parents, helping them advance professionally.</li>
<li>Increased Productivity: Studies have shown that employees with flexible working arrangements often report higher productivity and job satisfaction.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https:/www.cipd.org/globalassets/media/knowledge/knowledge-hub/tools/flexible-working-business-case_tcm18-52768.pdf">9 in 10 employees consider flexible working to be a key motivator to their productivity at work.</a></li>
</ul>
&nbsp;
Working mums are a vital part of the modern UK workforce, and their contributions should be celebrated and supported. Flexible working arrangements provide a lifeline to working mothers, allowing them to excel in their careers while still being there for their families. As society continues to evolve, it's crucial for businesses and policymakers to prioritise and promote flexible working options.
Empowering working mums is not just a matter of gender equality; it's a smart investment in a happier, healthier, and more productive workforce, and a step toward addressing the gender pay gap. If you'd like further advice or guidance, don't hesitate to reach out to us at&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="mailto:info@morganhunt.com">info@morganhunt.com</a>.&nbsp;

Flexible work empowers working moms to balance career and family, boosting happiness, productivity, and gender equality in the workforce.

Empowering Working Mums: The Role of Flexible Working

In an increasingly diverse and inclusive world, companies are becoming more aware of the value of different perspectives and unique talents that neurodiverse employees bring to the table. Neurodiversity refers to the range of neurological differences that encompass conditions like autism, ADHD, and dyslexia, among others. To harness the full potential of neurodiverse employees, businesses are recognising the importance of creating neuroinclusion office designs. These environments are not only beneficial for employees with neurological differences but also contribute to a more innovative, creative, and dynamic work culture.
&nbsp;
<h4>The Importance of Neuroinclusion Office Design</h4>
Neuroinclusion office design goes beyond physical spaces; it encompasses a culture of acceptance, respect, and support for neurodiverse employees. Here are some key reasons why it is important:
<ol>
<li>Enhanced Productivity A well-designed neuroinclusion office can improve the productivity of neurodiverse employees.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.emerald.com/insight/content/doi/10.1108/ER-12-2021-0535/full/pdf?title=how-can-the-work-environment-be-redesigned-to-enhance-the-well-being-of-individuals-with-autism">In the UK, where approximately 1 in 100 people are on the autism spectrum, a study found that accommodating neurodiversity can lead to increased productivity and business performance.</a> &nbsp;</li>
<li>Talent Attraction and Retention Creating an inclusive workspace signals to potential hires that your company values diversity and inclusion.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.autism.org.uk/what-we-do/news/new-data-on-the-autism-employment-gap">This is crucial in the UK, where only 22% of autistic adults are currently in any kind of paid employment.</a>&nbsp;An inclusive workplace can help retain neurodiverse employees, reducing turnover and the costs associated with hiring and training new staff. &nbsp;</li>
<li>Increased Innovation Neurodiverse individuals often possess unique skills and perspectives that can contribute to innovative problem-solving and creativity. By fostering a neuroinclusion office design, the UK workplace can tap into this potential and lead to more innovative solutions and ideas. &nbsp;</li>
<li>Compliance with Legal Standards In the UK, the Equality Act 2010 protects employees and job applicants from discrimination on the grounds of disability. A neuroinclusion office design demonstrates a commitment to compliance and social responsibility. &nbsp;</li>
<li>Positive Public Image <a style="color: #872ebf; text-decoration: underline;" href="https://employernews.co.uk/diversity/90-of-uk-office-workers-identify-as-being-diagnosed-with-a-neurodiverse-condition-so-is-it-time-to-end-the-workplace-stigma/">90% of the British public believes that employers should do more to support neurodiverse individuals.</a>&nbsp;Companies that champion neuroinclusion gain a positive reputation, attracting customers and partners who appreciate diversity and inclusive business practices.</li>
</ol>
&nbsp;
<h4>The Benefits of Neurodiverse Employees</h4>
Neurodiverse employees bring a unique set of skills and perspectives to a team. Recognising and harnessing these benefits can lead to a more dynamic and high-performing workplace:
<ul>
<li>Attention to Detail: Some neurodiverse individuals have an exceptional ability to focus on intricate details, making them invaluable for tasks that require precision, quality control, and pattern recognition.</li>
<li>Creative Problem-Solving: Neurodiverse individuals often approach problems from unconventional angles, thinking "outside the box." This innovative thinking can lead to breakthrough solutions and ideas.</li>
<li>Reliability and Consistency: Many neurodiverse employees excel in routines and can be relied upon to deliver consistent and high-quality work.</li>
<li>Diverse Perspectives: Embracing neurodiversity enriches your team with a broader range of perspectives, leading to more robust decision-making and problem-solving.</li>
</ul>
&nbsp;
<h4>Creating a Neuroinclusion Office Design</h4>
To create a neuroinclusion office design in the UK, consider the following strategies:
<ol>
<li>Sensory-Friendly Spaces: Design areas that cater to a variety of sensory needs. This includes quiet rooms for focus, adjustable lighting, noise-cancelling headphones, and comfortable furniture.</li>
<li>Flexible Workstations: Allow for flexibility in desk arrangements, giving employees the option to choose an environment that suits their needs.</li>
<li>Clear Communication: Implement clear communication strategies, such as visual schedules, to facilitate understanding and reduce anxiety for neurodiverse employees.</li>
<li>Training and Awareness: Provide training for all employees to raise awareness about neurodiversity and create a supportive workplace culture.&nbsp;</li>
<li>Reasonable Accommodations: Offer individualised accommodations to support the specific needs of neurodiverse employees. These may include flexible work hours, assistive technologies, or ergonomic adjustments.</li>
</ol>
 In conclusion, neuroinclusion office design is a critical aspect of fostering a diverse, inclusive, and innovative workplace in the UK. By recognising the value of neurodiverse employees and creating an environment that supports their unique needs, companies can harness the full potential of their teams, improve productivity, and contribute to a more inclusive and equitable future for all employees.
If you want further advice on how to support your neurodiverse employees, contact us at&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="mailto:info@morganhunt.com">info@morganhunt.com</a>.

Design your office to embrace neurodiversity, boost productivity, attract top talent, and unlock a wellspring of creativity and innovation.

5 Ways to Create a Neuroinclusive Workplace

The&nbsp;<a href="https://www.statista.com/statistics/284104/public-sector-employment-uk-by-industry/">public sector&nbsp;</a>plays a vital role in society. It provides essential services and infrastructure that impact our lives daily. To deliver these services, public organisations are turning more and more to technology. This has created a growing demand for tech professionals in the public sector. Public sector technology jobs are in high demand in the UK, as the government invests in digital transformation and innovation.
Tech jobs in this sector involve using technology to provide public services, such as health, education, security, and education. And for those working in the sector, it provides a unique and rewarding career path.
<h5>Benefits of public-sector tech jobs</h5>
There are a whole host of IT jobs within the sector, from Public sector developer jobs, and cyber security roles to data analyst jobs and business analyst jobs. Whatever the role, there are a host of benefits that are unique to the sector, too.
<h5>Salaries, benefits, and annual leave</h5>
Salaries for tech roles within the public sector are competitive. According to a <a style="color: #872ebf; text-decoration: underline;" href="https://technation.io/news/uk-tech-jobs-people-skills-report-2022/">report by Tech Nation</a>, the median salary for public sector tech workers in the UK was &pound;47,000 in 2022, compared to &pound;45,000 for private sector tech workers. Although private sector positions sometimes boast higher initial salaries, public sector IT jobs make up for it with more comprehensive benefits, such as good pension plans, generous paid time off, and a healthy work-life balance. Over time, these benefits add up to a strong compensation package.
Those working outside of the public sector are not aware of the generous annual leave entitlement that is often applicable to the roles. Although this is dependent on the type of role, you may have around 30 days of holiday per year, plus bank holidays. This is higher than the basic 20-to-25-day standard allowance in the private sector.
<h5>Job Stability and Security</h5>
The public sector tends to be less influenced by economic uncertainty. This means that tech professionals in the public sector can enjoy a stable work environment and have a lower risk of redundancy. Public sector recruitment remains strong. According to<a href="https://researchbriefings.files.parliament.uk/documents/SN05635/SN05635.pdf">&nbsp;the Office for National Statistics (ONS),</a>&nbsp;there were an estimated 5.87 million employees in the public sector in June 2023, which is 133,000 (2.3%) more than in June 2022.
<h5>Making a Meaningful Impact</h5>
Working in the public sector means playing a vital role in people's lives. Working in tech, you&rsquo;ll be helping to provide essential services and infrastructure through technology. Public sector tech professionals work on projects that impact the wellbeing of their communities and society. Whether it's improving healthcare systems, optimising transportation networks, or enhancing public safety, the sense of purpose that comes with public sector work is rewarding.
<h5>Diversity and inclusion</h5>
The Public sector is committed to diverse and inclusive workplaces. They promote equal employment opportunities in their job advertisements. And they create environments that welcome individuals from all backgrounds. The sector brings together people from different backgrounds, ages, and cultures. This commitment to diversity makes these tech jobs more inclusive and supportive. This dynamic and inclusive atmosphere enables you to enhance your soft skills and broaden your perspectives.
<h5>Flexibility</h5>
Public sector tech workers have more flexibility in choosing their work hours and locations than private-sector tech workers. Many organisations within the public sector offer options such as part-time work, job sharing, compressed hours, and remote work.
Public sector tech jobs often emphasise work-life balance, making them an attractive option for those seeking a fulfilling career without sacrificing their personal lives. Many public organisations offer flexible work arrangements, hybrid working options, and family-friendly policies, enabling employees to maintain a healthy work-life balance. With part-time, full-time, remote tech jobs, and flexible contract options, you can find a role that suits your circumstances while still making an impact in the field of tech.
<h5>Location</h5>
<a style="color: #872ebf; text-decoration: underline;" href="https://www.computerweekly.com/news/252507086/Tech-job-adverts-increasing-outside-London-bubble">London used to be the biggest technology hub in the UK</a>, with a large concentration of technology workers and businesses residing in the city, but the concentration of tech employment in the UK has spread since the COVID-19 pandemic introduced more flexibility into working life.
<h5>Job Satisfaction</h5>
Job satisfaction is a common sentiment among tech professionals in the public sector. Knowing that their work contributes to the greater good and impacts their communities can be fulfilling. The sense of purpose that comes with public sector tech jobs often leads to higher job satisfaction levels.
<h5>Learning and development</h5>
The Public sector prioritises employee development and growth. There are often opportunities for training and development to help tech professionals stay up-to-date with the latest technologies and best practices. Additionally, public sector tech jobs offer a diverse range of projects. This enables employees to gain work experience in different areas.
&nbsp;
<h4>Find out more about IT roles in the Public sector</h4>
Public sector tech jobs offer benefits that make them an attractive career choice. From job stability and flexibility to meaningful work and professional development, tech professionals in the public sector enjoy a diverse and rewarding career. If you're looking for a fulfilling and secure career in IT, consider exploring the opportunities that are available. <a style="color: #872ebf; text-decoration: underline;" href="/jobs/search#/technology">www.morganhunt.com/jobs/profession/technology</a>

Public sector tech jobs offer competitive salaries, work-life balance, and the chance to make a positive impact using your tech skills.

The Benefits of Working in Tech in the Public Sector

The cost-of-living crisis continues to weigh heavily on individuals, forcing a re-evaluation of retirement plans for many.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.wealthatwork.co.uk/corporate/2023/06/28/are-rising-costs-affecting-pension-savings/#:~:text=Some%20have%20even%20reduced%20or,think%20about%20reducing%20future%20payments.">Recent research by WEALTH at work</a>&nbsp;has uncovered concerning statistics: a staggering eight in 10 employees (83%) are worried that the cost-of-living crisis will necessitate working longer before they can comfortably retire.
To cope with immediate financial pressures, some have resorted to reducing or ceasing their pension contributions altogether (13%), while nearly three in 10 (29%) contemplate discontinuing payments in the future, and one third (30%) are considering reducing future contributions.
In the face of these alarming numbers, both employers and employees must take proactive steps to engage with pension planning. In this blog post, we'll explore ways to engage with pensions amid the cost-of-living crisis, offering strategies to navigate current financial challenges and secure a more stable retirement.
<h4>For Employers</h4>
<ol>
<li>
Transparent Communication Employers should proactively address employees' concerns about the cost of living and its impact on retirement savings. Provide regular updates and educational materials explaining the importance of consistent pension contributions.
</li>
<li>
Offer Educational Programs Employers can introduce educational programs that include guidance on managing expenses, budgeting, and debt reduction. These programs can help employees alleviate immediate financial pressures and free up resources for retirement savings.
</li>
<li>
Flexible Pension Contribution Options Consider offering flexible pension contribution options that allow employees to adjust their contributions based on their current financial situation. This can help employees continue saving for retirement even during challenging times.
</li>
<li>
Encourage Early Engagement Encourage employees to engage with their pensions early in their careers. Emphasise the benefits of compound interest and how even small contributions over time can make a substantial difference in retirement savings.
</li>
<li>
Investment Diversification Educate employees about the importance of a diversified investment portfolio within their pension plan. A well-balanced portfolio can potentially mitigate the impact of market volatility and boost long-term returns.
</li>
<li>
Professional Guidance Provide access to financial advisors, these experts can help employees navigate the current financial landscape, make informed decisions, and set realistic retirement goals.
</li>
</ol>
<h4>For Employees</h4>
In these times of rising living costs and financial uncertainty, employees have a vital role to play in securing their retirement. Here are some proactive steps individuals can take:
<ol>
<li>
Assess Your Financial Situation Start by taking a close look at your current financial situation. Create a budget to understand your income, expenses, and areas where you can potentially cut back. Knowing where your money is going is the first step towards making informed financial decisions.
</li>
<li>
Employer Matching If your employer offers a pension plan with a matching contribution, take full advantage of it. It's essentially free money that can boost your retirement savings. Contribute at least enough to receive the maximum employer match.
</li>
<li>
Educate Yourself Take the initiative to educate yourself about your pension plan. Understand the investment options available, the fees involved, and the potential for growth over time. Ask your employer for educational resources or attend pension webinars.
</li>
<li>
Review and Adjust Your Portfolio Regularly review your pension portfolio to ensure it aligns with your long-term goals and risk tolerance. Adjust your investments as needed to respond to changes in your financial situation or market conditions.
</li>
<li>
Control Lifestyle Inflation As your income grows, be cautious about lifestyle inflation. Rather than increasing your spending with each pay raise, consider allocating a portion of the extra income toward retirement savings.
</li>
<li>
Develop an Emergency Fund To avoid dipping into your retirement savings during unexpected financial crises, build an emergency fund. Having a cushion for unforeseen expenses can help protect your long-term retirement goals.
</li>
</ol>
&nbsp;
In the face of the cost-of-living crisis, it's crucial for both employees and employers to take proactive steps to secure their financial future. By making informed decisions, maintaining a focus on retirement savings, and seeking guidance when needed, individuals can navigate these challenges and work towards a more secure retirement. Employers also have a significant role to play in providing resources, education, and flexible pension options to support their workforce in these uncertain times.
Remember that your retirement is ultimately in your hands, and every effort you make today, as both an employee and employer, can have a positive impact on your future financial well-being.
Find further career advice articles here:&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/career-advice">www.morganhunt.com/career-advice</a>

Rising living costs threaten retirement security, but employers and employees can work together to prioritise pension contributions and navigate financial challenges.

6 Ways for Employers and Employees to Engage with Pensions Amid the Cost-of-Living Crisis

As colleges head back this September for a new term, further education (FE) teaching jobs go unfilled. This is due to different reasons. For one, vocational education is becoming more important in the UK. The demand for skills-based knowledge, technical skills, and employability skills among employers has increased. More and more young people are also seeing the benefits of studying subjects such as technology and the career opportunities it opens nowadays.
There is a skills shortage for FE jobs in the UK, and this is coupled with the fact that many skilled trades and professions believe that specialist teaching qualifications and degrees in education are needed to teach at college.
Further education jobs in London and beyond do not always need teaching experience or certain academic qualifications. Courses such as bricklaying, engineering, mechanics, hairdressing, and plumbing need experienced, skilled workers to teach the next generation.
If you&rsquo;re an industry professional or working in the trades, you may not have even considered FE teaching as a viable option for your next career move.&nbsp;These days, we talk about &lsquo;portfolio careers&rsquo;, and changing jobs is no longer a red flag; rather, it is an accepted norm in the wider employment market. So, if you have had enough of working in industry, now could be a great time to enter the FE sector. &nbsp;
<h5>On-the-job learning</h5>
Jobs in FE colleges now focus on how valuable years of hands-on experience are as opposed to holding set qualifications. Some further education teaching jobs have on-the-job training, and some further education teaching jobs come with funding to obtain teaching qualifications. &nbsp;
<h5>Now is a great time to embark on a FE career</h5>
The government has plans to bring <a style="color: #872ebf; text-decoration: underline;" href="https://www.fenews.co.uk/exclusive/how-can-we-attract-and-retain-the-next-generation-of-fe-staff/">4,000 teachers into the FE sector by 2025</a>. Moreover, they have also launched a &pound;5 million scheme called the&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.gov.uk/government/news/5million-to-attract-over-100-industry-experts-into-teaching">Taking Teaching Further programme</a>, which will pay for up to 150 professionals from sectors such as engineering and computing to retrain as further education teachers. In the UK today, the skills shortage is impacting FE colleges. There is a particular shortage of teachers in STEM subjects (science, technology, English, and Maths), as well as construction and engineering. The demand for talented people to work in further education has never been greater. Besides industry-experienced teaching staff, vacancies for assessors for vocational subjects such as plumbing, electrical installation, bricklaying, and hairdressing continue to rise.&nbsp;Jobs in further education make for a stable career move. With redundancies often taking place in the private sector, this is a real selling point in the post-COVID-19 world. If you&rsquo;re tempted to move into further education the risk you are taking, is a safe one. &nbsp;
<h5>Your years in industry count, significantly</h5>
When you work in further education, you will still get to practise the trade you trained in and are passionate about. With an FE career, you will be safe in the knowledge that you are influencing and shaping the next generation of industry experts. Young people like you.
There are lots of rewards to teaching in FE including opportunities for creativity and innovation. It&rsquo;s not uncommon to encounter students in further education who may have struggled within a school environment and will respond to a more innovative and individualised approach. Those who work in FE and come from an industry background tend to approach teaching with enthusiasm. This positive attitude assists students in applying their skills to real-life scenarios. &nbsp;
<h5>Finding FE jobs in the UK</h5>
According to data from the AoC, there are 277 colleges in the UK, including 232 colleges in England and 45 sixth-form colleges. FE vacancies can be found in:
<ul>
<li>Further Education colleges</li>
<li>Sixth-form colleges</li>
<li>Private educational providers</li>
</ul>
A reputable teaching agency, such as&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/news-and-views/jobs-in-further-education-fe-and-the-benefits-of-working-in-fe">Morgan Hunt&rsquo;s education recruitment division</a>, can help you find these vacancies. Morgan Hunt has been a market leader in placing people in further education jobs in London since 2004.&nbsp;Further education jobs are varied and FE job titles include:
<ul>
<li>Lecturer</li>
<li>Teacher</li>
<li>Trainer</li>
<li>Tutor</li>
<li>Technician</li>
<li>&nbsp;Learning support assistant</li>
<li>&nbsp;Student with Learning Difficulties and/or Disabilities (SLDD) assistant</li>
<li>&nbsp;Business support and operational roles &nbsp;</li>
</ul>
<h5>The joys of working in FE</h5>
An FE <a href="https://www.morganhunt.com/news-and-views/jobs-in-further-education-fe-and-the-benefits-of-working-in-fe">career is rewarding&nbsp;</a>as you are playing a vital role in the education of young people looking to enhance their skills and knowledge.
One of the most attractive prospects about working in further education jobs is the chance for flexible work that isn&rsquo;t available in other career paths. Many workers are disillusioned with the daily &lsquo;9 to 5&lsquo;, limited holiday, and weekend work required by those working in industry sectors such as hairdressing or mechanics. &nbsp;
<h5>Benefits of moving into FE from industry</h5>
<ul>
<li>Flexibility: Teaching in further education is flexible. You can teach full-time, part-time, or even on an ad-hoc basis.</li>
<li>Learning and development (L&amp;D): You may have the opportunity to work towards teaching qualifications or participate in specialist training</li>
<li>Supplement your retirement: If you&rsquo;re taking early retirement or looking to semi-retire, working part-time as a teacher, assistant, or assessor can supplement your income and help with the cost-of-living crisis.</li>
<li>Salaries: Wages for all roles within the FE sector are competitive.</li>
<li>Benefits: Further education teaching jobs often offer attractive benefits, including&nbsp;good pension schemes, generous annual leave, and a good work-life balance.</li>
<li>Diversity and inclusion (D&amp;I): FE colleges are hubs of diversity, bringing together staff and students from different backgrounds, ages, and cultures. &nbsp;</li>
</ul>
If you&rsquo;re working in industry, you might not be aware of the generous annual leave entitlement that comes with FE. Although this is dependent on the type of role, most full-time FE jobs are entitled to around 38 days of holiday per year, plus bank holidays. This is higher than the standard 20 to 25-day allowance.
Morgan Hunt specialises in placing experienced individuals like yourself in a range of further FE jobs in London and the UK, from lecturing positions to support roles. If you're looking for jobs in further education,&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/sector/education">search for our FE vacancies here</a>. With colleges having started back this September, now is the time to apply!

Leverage your industry experience to shape the next generation of talent in a rewarding and flexible FE career.

How Your Industry Experience Can Shape a Career in FE

We are thrilled to announce that St. John Ambulance has gone live on our framework as of August 2023. This exciting collaboration between St. John Ambulance and Morgan Hunt, a prominent public sector recruitment agency, marks a significant step forward in our commitment to delivering exceptional staffing solutions.
With several lots currently in progress, we are proud to share that we're working on on several key lots, each playing a pivotal role in ensuring the organisation's continued success:
<ul>
<li>Legal: Our partnership encompasses legal professionals, catering to the diverse legal needs of St. John Ambulance, providing them with expertise across various legal areas.</li>
<li>Governance: Morgan Hunt is dedicated to supporting St. John Ambulance in the governance realm, ensuring that the organisation maintains high standards in its operations.</li>
<li>Quality and Safety: We are committed to assisting St. John Ambulance in maintaining the utmost standards of quality and safety, thereby reinforcing the organisation's mission and values.</li>
<li>HR: Our comprehensive HR services will be instrumental in ensuring that St. John Ambulance has access to top-quality candidates for their human resources needs.</li>
<li>Comms: The realm of communications is vital for St. John Ambulance, and we are here to provide the necessary talent to bolster their communication efforts.</li>
<li>Fundraising: Our collaboration extends to fundraising professionals who will play a crucial role in helping St. John Ambulance achieve its financial goals.</li>
<li>Sales and Marketing: Morgan Hunt is proud to support St. John Ambulance in its sales and marketing efforts, providing access to qualified candidates in these areas.</li>
</ul>
This partnership extends across multiple types of roles, including temporary, permanent, and contract positions. With a potential for 140 permanent vacancies each year through this framework, as well as numerous temporary staffing needs, we are dedicated to assisting St. John Ambulance in meeting their staffing objectives effectively.
Furthermore, we are pleased to be part of a select group of agencies partnering with St. John Ambulance. This network of agencies reinforces our nationwide presence and exemplifies our commitment to excellence in staffing solutions.
As we embark on this journey, we are heartened by the shared values and purpose that unite Morgan Hunt and St. John Ambulance. In the words of our Senior Manager, Amy Barlow,&nbsp;"St. John Ambulance reflects the values and purpose that we seek to achieve at Morgan Hunt, and we are hugely excited to be partnering with them over the next 3 years." This partnership promises to bring both organisations closer to their respective goals and missions, delivering the best staffing solutions and services to St. John Ambulance.

Morgan Hunt partners with St. John Ambulance to deliver critical staffing solutions. We're excited to support their mission by providing expert talent across legal, governance, HR, communications, fundraising, and sales & marketing.

Morgan Hunt selected as a supplier for St John's Ambulance

In a revolutionary move that embraces the changing landscape of work, the Flexible Working Bill officially became law in July 2023, empowering employees to seek greater flexibility in their work arrangements (the new rules will likely come into effect in 2024).
For employers, this legislation signals a paradigm shift in how teams operate, compelling them to adapt and accommodate the evolving preferences of their workforce.
&nbsp;
<h4>The Birth of the Flexible Working Bill</h4>
Originally proposed by MP Yasmin Qureshi, the Flexible Working Bill, also known as the <a style="color: #872ebf; text-decoration: underline;" href="https://bills.parliament.uk/bills/3198">Employment Relations Act</a>, signifies a landmark step toward redefining traditional work norms. The bill offers employees the autonomy to determine when, where, and how they work, a transformation that has been accelerated by recent shifts in work patterns.
<h5>Understanding the Key Changes</h5>
<ul>
<li>Immediate Requests: Unlike previous norms, the new legislation empowers employees to submit flexible working requests from the very first day of employment, amplifying their control over their work-life balance.</li>
<li>Consultation and Justification: Employers are now mandated to engage in dialogue with employees before rejecting a flexible working request. This move ensures that all parties understand the reasoning behind decisions and fosters a culture of transparency.</li>
<li>Frequency of Requests: Employees can make up to two flexible working requests within a 12-month period, providing them with opportunities to adapt their arrangements as their circumstances evolve.</li>
<li>Response Time: Employers are required to respond to these requests within two months, streamlining the decision-making process and allowing employees to plan their work lives more effectively.</li>
<li>Impact Assessment: Unlike previous requirements, employees no longer need to predict how their flexible work request might affect their employer. This shift alleviates pressure on employees and allows employers to consider requests without anticipating potential disruptions. &nbsp;</li>
</ul>
<h4>Preparing for a Flexible Future: Employer Responsibilities</h4>
Embracing the Flexible Working Bill involves more than just compliance; it's about cultivating a work environment that promotes employee well-being, productivity, and inclusivity. Here's how employers can proactively navigate this new terrain:
<ol>
<li>Education and Communication: Familiarise your team with the implications of the bill. Encourage open conversations about flexible working options, addressing any concerns or misconceptions.</li>
<li>Review and Revise Policies: Update your company policies and procedures to align with the new legislation. Establish clear guidelines for processing and responding to flexible working requests.</li>
<li>Infrastructure and Technology: Ensure your organisation has the necessary technological infrastructure to facilitate remote work and flexible arrangements. Invest in communication tools, project management software, and cybersecurity measures to support a dynamic work environment.</li>
<li>Training for Managers: Equip your managers with the skills needed to handle flexible working requests effectively. Provide training on managing remote teams, assessing performance based on outcomes, and fostering a culture of trust.</li>
<li>Evaluate Job Roles: Review existing roles to identify positions that could benefit from flexible arrangements. Assess the feasibility of job-sharing, remote work, compressed workweeks, and other alternatives. &nbsp;</li>
</ol>
<h4>The Benefits of Embracing Flexibility</h4>
While the Flexible Working Bill introduces new considerations for employers, it also offers a multitude of advantages that can enhance your business:
<ul>
<li>Talent Acquisition: In an increasingly competitive job market, offering flexible work options positions your company as an attractive destination for top talent seeking work-life balance.</li>
<li>Productivity and Well-Being: Research consistently shows that employees with flexible arrangements report increased job satisfaction, reduced stress, and improved mental well-being, leading to higher productivity and retention rates.</li>
<li>Diversity and Inclusion: Flexible working can appeal to a diverse range of candidates, contributing to a more inclusive workforce and a broader talent pool.</li>
<li>Adaptability and Resilience: Embracing flexibility fosters an agile work environment, enabling your business to navigate unexpected disruptions and market changes more effectively. &nbsp;</li>
</ul>
<h4>Possible Negatives to Consider</h4>
While the Flexible Working Bill brings forth a wave of positive changes, it's important for employers to also be aware of potential challenges that may arise:
<ul>
<li>Team Cohesion and Communication: As employees adopt various flexible arrangements, there might be concerns about maintaining effective team communication and collaboration. A shift to remote work or differing schedules could lead to isolated team members or delays in information sharing.</li>
<li>Performance Monitoring: Ensuring consistent performance evaluation and accountability can become complex in a more flexible work environment. Employers may need to establish new methods for assessing employee productivity and delivering feedback.</li>
<li>Workload Distribution: Flexibility can sometimes result in an uneven distribution of work, especially if team members have different schedules or locations. Managers will need to implement strategies to ensure fair distribution and prevent overburdening certain employees.</li>
<li>Data Security and Privacy: With remote work becoming more prevalent, there could be increased concerns around data security and privacy. Employers must ensure that remote work arrangements adhere to cybersecurity measures to protect sensitive information.</li>
<li>Work-Life Boundaries: While flexible working can enhance work-life balance, it can also blur the lines between personal and professional life. Employees may find it challenging to disconnect from work when there are no clear boundaries between office hours and personal time.</li>
<li>Business Continuity: In cases where multiple employees opt for flexible arrangements, businesses need contingency plans to manage potential disruptions. Adequate cross-training and communication protocols become crucial to maintain operations smoothly. &nbsp;</li>
</ul>
Understanding the potential negatives of the Flexible Working Bill is vital to proactively address and mitigate these challenges. By incorporating thoughtful policies, open communication, and strategic planning, employers can harness the benefits of flexibility while minimising any drawbacks.
As the Flexible Working Bill ushers in a new era of work dynamics, employers have a unique opportunity to reshape their workplaces and empower their teams. By embracing flexibility, you not only comply with the law but also foster a culture of trust, collaboration, and well-being that can drive your business to new heights. The future of work is flexible &ndash; it's time to embrace the evolution.

The Flexible Working Bill is changing the game for employers. Learn how to navigate new regulations, adapt your workplace, and unlock the benefits of a flexible workforce.

Navigating the Flexible Working Bill: A Guide for Employers

Morgan Hunt, a leading public sector recruitment agency, is pleased to announce it has been named as a supplier on Crown Commercial Service's (CCS) Non Clinical Staffing framework (RM6277).
Under CCS&rsquo;s RM6277 framework, Morgan Hunt will provide comprehensive recruitment services to a wide range of UK public sector bodies, including NHS contracting authorities, local government, universities, charities, and blue light services.
We are delighted to continue supporting the public sector with its staffing needs. We have a 4-year track record of delivering excellent service to our customers through CCS&rsquo;s Non Clinical Temporary and Fixed Term Staff framework (RM6160).&nbsp;As such, we are confident that we can continue to help public sector organisations in finding top-quality candidates to meet their staffing requirements.
As part of the Non Clinical Staffing agreement (RM6277), Morgan Hunt will offer its services across multiple lots, ensuring clients have access to top-quality candidates for their specific needs. These lots include:
<ul>
<li>Lot 1: Admin and Clerical Supply - This lot focuses on providing skilled administrative and clerical professionals to support the operational needs of public sector organisations.</li>
<li>Lot 2: Corporate Functions - This lot specialises in recruiting professionals with expertise in various corporate functions, such as finance, HR, marketing, and more. It ensures that clients have access to qualified candidates in these areas.</li>
<li>Lot 3: IT Professionals - This lot caters to the recruitment of IT professionals, enabling public sector organisations to find talented individuals to support their technological requirements.</li>
<li>Lot 4: Legal - Through this lot, Morgan Hunt offers access to legal professionals with expertise in diverse areas, assisting public sector bodies in addressing their legal staffing needs.</li>
<li>Lot 6: Estates, Facilities Management, and Ancillary Staff - This lot provides skilled individuals in areas such as maintenance, cleaning, catering, and other support roles, meeting the specific requirements of public sector organisations.</li>
</ul>
These lots give clients the flexibility to secure quality candidates regionally and nationally across the UK, ensuring that they find the right professionals for their specialised needs.
"We are proud to have been named as a supplier on Crown Commercial Service's Non Clinical Staffing framework (RM6277)," said Eliot Davies, Operations Director at Morgan Hunt. "We have a proven track record of service through other staffing agreements such as RM6160.&nbsp; Our unwavering commitment to delivering exceptional recruitment services to the public sector will continue with this new agreement. We are excited to be able to provide the public sector with exceptional talent solutions to achieve their staffing objectives."
Crown Commercial Service (CCS) supports the public sector to achieve maximum commercial value when procuring common goods and services. In 2021/22, CCS helped the public sector to achieve commercial benefits equal to &pound;2.8 billion - supporting world-class public services that offer best value for taxpayers.

Morgan Hunt wins major public sector contract. We're proud to be a supplier on the Crown Commercial Service's Non Clinical Staffing framework, enabling us to support a wider range of public sector organisations with their staffing needs.

Morgan Hunt Selected as a supplier on Crown Commercial Service's Non Clinical Staffing Framework

In an era defined by technological advancements, it comes as no surprise that artificial intelligence (AI) has made significant strides in transforming various industries. One such sector that has witnessed the impact of AI is recruitment, and the public sector is no exception.
As a public sector recruitment agency, we have closely observed the integration of AI into our processes, prompting us to delve into the realm of possibilities and contemplate its potential benefits and drawbacks. In this blog, we explore how AI could replace certain systems and discuss the pros and cons of employing this cutting-edge technology.
<h4>Replacing Traditional Systems with AI </h4>
<ul>
<li>Candidate Sourcing and Screening: Traditionally, sourcing and screening candidates has been a time-consuming process that involves sifting through countless CVs and applications. With AI, however, automated systems can swiftly analyse CVs, extracting relevant information such as qualifications and experience. By leveraging AI, recruitment agencies can significantly reduce the time and effort required for candidate selection, thus improving overall efficiency.</li>
<li>Applicant Tracking Systems (ATS): Applicant Tracking Systems have long been an integral part of the recruitment process, helping manage CVs, track candidate progress, and streamline communication. AI-powered ATS platforms can take this a step further by using natural language processing algorithms to identify keywords, match candidates to job descriptions, and even predict the suitability of an applicant for a particular role. Such advancements eliminate human biases and ensure fair and accurate evaluations.</li>
<li>Interviewing and Assessment: Conducting interviews and assessments is a crucial aspect of the recruitment process. AI has paved the way for video interviewing tools that employ facial and speech recognition algorithms to assess candidates. These systems can analyse facial expressions, tone of voice, and language patterns to gauge a candidate's suitability for a role. AI-powered assessment tools can also evaluate skills through gamified simulations or coding challenges, providing an objective and standardised evaluation.</li>
</ul>
&nbsp;
<h4>Pros and Cons of AI in Recruitment</h4>
<h5>Pros</h5>
<ul>
<li>Enhanced Efficiency: AI streamlines and automates various aspects of recruitment, saving time and resources. This allows public sector recruitment companies to focus on more strategic and value-added tasks.</li>
<li>Improved Accuracy: AI eliminates human biases, ensuring fair evaluations based on merit and qualifications. This promotes diversity and inclusivity in the recruitment process.</li>
<li>Enhanced Candidate Experience: AI-driven systems can provide candidates with real-time updates, personalised recommendations, and valuable feedback, fostering a positive experience throughout the hiring journey.</li>
</ul>
<h5>Cons</h5>
<ul>
<li>Ethical Concerns: The use of AI in recruitment raises ethical considerations such as privacy, data security, and algorithmic biases. Recruitment agencies must navigate these challenges responsibly and ensure transparency in their processes.</li>
<li>Lack of Human Touch: While AI brings efficiency, it may lack the human touch and intuition that can be valuable in assessing certain soft skills or cultural fit. Maintaining a balance between AI and human involvement is crucial to provide a comprehensive evaluation.</li>
<li>Initial Investment and Training: Adopting AI technologies requires financial investment and staff training. Recruitment agencies need to carefully consider the cost-benefit ratio and allocate resources accordingly.</li>
<li>Potential Bias Reinforcement: While AI has the potential to eliminate human biases, it can also perpetuate bias in the recruitment process. AI algorithms are only as unbiased as the data used to train them, and any dataset may contain implicit or explicit biases. If the historical data used to train the AI systems reflects biases present in society, such as gender or racial biases, the algorithms may inadvertently reinforce those biases.</li>
</ul>
&nbsp;
<h4>The Future of AI in Recruitment</h4>
Looking ahead, AI has the potential to revolutionise the recruitment landscape even further. Here are a few areas where future AI advancements could bring significant changes:
<ul>
<li>Predictive Analytics: AI-powered algorithms can analyse vast amounts of data to predict future workforce needs, identify skill gaps, and make proactive hiring decisions. This can assist recruitment agencies in better workforce planning and talent management.</li>
<li>Chatbots and Virtual Assistants: AI-driven chatbots and virtual assistants can streamline the initial stages of candidate engagement, providing instant responses to frequently asked questions, scheduling interviews, and even conducting preliminary assessments. This can enhance the candidate experience and free up human resources for more complex tasks.</li>
<li>Skill Development and Training: AI-powered platforms can identify skill deficiencies among existing employees and recommend personalised training programs. This proactive approach can help public sector organisations nurture talent from within and bridge skill gaps effectively.</li>
</ul>
&nbsp;
AI has undoubtedly revolutionised the recruitment landscape, offering public sector recruitment companies a range of benefits. By automating processes, streamlining candidate selection, and improving accuracy, AI systems can significantly enhance efficiency and fairness in the recruitment process. However, it is essential to approach AI implementation with caution, addressing ethical concerns and striking a balance between technology and human involvement.
As the future unfolds, the integration of AI in recruitment will continue to evolve, shaping the ability to attract the best talent while upholding its core values of transparency and fairness. We are committed to staying at the forefront of technological advancements in the recruitment industry. If you're looking for an efficient, inclusive, and forward-thinking recruitment partner, contact us today at&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="mailto:info@morganhunt.com">info@morganhunt.com</a>

Public sector recruitment is embracing AI for faster candidate screening, fairer evaluations, and a better applicant experience. However, ethical considerations and human interaction remain important.

Revolutionising Recruitment: The Impact of AI

Each year,&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://explore-education-statistics.service.gov.uk/find-statistics/further-education-and-skills/2021-22">1.7 million students</a>&nbsp;go to college in England to develop their careers, progress to university,&nbsp;<a href="https://www.gov.uk/government/collections/further-education-and-skills-statistical-first-release-sfr">engage in further education</a>&nbsp;and increase their employability skills.
In a post-COVID-19 pandemic world, there is wider economic importance of FE in raising skills levels and providing opportunities for young people, particularly through T-Levels and apprenticeships. As a result, there are a growing number of FE vacancies available in colleges across the UK.
With September two months away, colleges are getting ready for the next academic year. And having the right staff in place, from college lecturers to administrators, is key. Jobs in FE colleges are diverse and include a range of roles, from teachers and learning support staff to careers advisers and student services workers.
Further education is a rewarding sector to work in. Not only do you get to make a difference in the lives of young people, but you also get to be part of a dynamic and evolving sector.
The sector has struggled to attract staff. One reason for this is that many people think they need set qualifications, sector experience, or a trained teacher to work in FE. This is not the case. Read on to learn more about jobs in further education and discover the benefits of working in this growing sector. &nbsp;
<h5>About further education</h5>
 According to&nbsp;<a href="https://www.aoc.co.uk/research-unit">data from the AoC</a>,&nbsp;there are 277 colleges in the UK, including 232 colleges in England and 45 sixth-form colleges. FE courses include A-levels, BTECs (Business and Technology Education Council), and<a href="https://www.prospects.ac.uk/further-education/t-level-qualifications">&nbsp;</a><a style="color: #872ebf; text-decoration: underline;" href="https://www.prospects.ac.uk/further-education/t-level-qualifications">T-levels</a>.
Some colleges also run undergraduate programmes. According to the AoC's&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.aoc.co.uk/sites/default/files/AoC%20College%20Key%20Facts%202021-22.pdf">College Key Facts 2021/22</a>&nbsp;report, colleges deliver:
<ul>
<li>84% of Higher National Certificates (HNCs) (at Level 4 - equivalent to a Certificate of Higher Education),</li>
<li>66% of Higher National Diplomas (HNDs)</li>
<li>67% of foundation degrees (both at Level 5 - equivalent to two-thirds of a bachelor's degree).</li>
</ul>
These post-secondary school qualifications are delivered by FE, sixth form, and specialist colleges that aim to provide top-quality academic, technical, and professional education and training for both young people and adults. With apprenticeships increasing in popularity, colleges train around 1,100 apprentices
<h5>Public service teaching jobs</h5>
Teaching is considered one of the most respected careers in the UK. According to a<a href="https://www.teachfirst.org.uk/press-release/teaching-most-respected-careers">&nbsp;</a><a style="color: #872ebf; text-decoration: underline;" href="https://www.teachfirst.org.uk/press-release/teaching-most-respected-careers">Teach First poll</a>,&nbsp;42% of those surveyed voted this way, with around half (47%) agreeing that people underestimate how much impact a teacher can have on a young person.
There is a demand for teachers in the further education sector in the UK, with opportunities available for those interested in pursuing a career in this field. High numbers of teachers within FE are needed to deliver work-relevant skills training. One key area that continues to struggle to attract new candidates is vocational education, where both teachers and assessors remain scarce commodities.
There is a global teacher shortage, and talent is hard to find, particularly in specialist subjects. The UK government is recognising that further education teaching jobs need to be filled by seeking suppliers to bring&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.fenews.co.uk/exclusive/how-can-we-attract-and-retain-the-next-generation-of-fe-staff/">4,000 teachers into the FE sector by 2025</a>, as part of an expansion to a major recruitment scheme. This is one reason for the increase in public service teaching jobs. &nbsp;
<h5>No experience in FE? Not always a problem!</h5>
College lecturer jobs do not always require teaching experience or certain academic qualifications. Some further education teaching jobs have on-the-job training, and some FE vacancies come with possible funding to achieve teaching qualifications.
Courses such as bricklaying, engineering, and plumbing need experienced, skilled workers to teach the next generation. More colleges now focus on how valuable years of hands-on experience are as opposed to holding set qualifications.
When it comes to recruiting FE lecturers for STEM subjects (Science, Technology, Engineering, and Maths) and assessors for vocational subjects such as Plumbing, Electrical Installation, bricklaying, and Hairdressing, vacancies continue to rise. At Morgan Hunt Recruitment, we have seen an increase in jobs in these areas in recent years.
Nowadays, we talk about &lsquo;portfolio careers&rsquo;, and changing jobs is no longer a red flag; rather, it is an accepted norm in the wider employment market. So, if you have had enough of working in industry, now could be a great time to enter the college sector.
The UK government has launched a &pound;5 million scheme called the&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.gov.uk/government/news/5million-to-attract-over-100-industry-experts-into-teaching">Taking Teaching Further programme</a>, which will pay for up to 150 professionals from sectors such as engineering and computing to retrain as further education teachers. &nbsp;
<h5>The joys of teaching in further education teaching</h5>
If you take a FE lecturer job, you will still get to practise the trade you trained in and are passionate about. With a FE career, you will be safe in the knowledge that you are influencing and shaping the next generation of industry experts.
The rewards of teaching in FE are plenty, and there is an opportunity for creativity and innovation. FE learners may have struggled within a school learning environment and will respond to a more innovative and personalised approach. The FE environment demands that FE lecturers approach teaching with enthusiasm and a positive attitude and assist students to apply their skills to real-life scenarios. &nbsp;
<h5>Flexible working</h5>
One of the most attractive prospects about working as a FE teacher is the opportunity for flexible working, which isn&rsquo;t available in most other career paths. Many workers are disillusioned with the 9-to-5, limited holiday time, and weekend work required by those working in hairdressing or mechanics. Although FE workloads are demanding, teachers and assessors can often choose between working full-time, part-time, in the evenings, or even on a casual, hourly basis. This leaves significant scope for flexibility in working hours.
&nbsp;
<h4><a name="_ol7br3p9qpu"></a>What are the benefits of working within FE?</h4>
<ol>
<li>Job security and stability One of the significant advantages of pursuing public service teaching jobs in FE is the stability and security that aren&rsquo;t seen in other industries. A teaching career offers job security and is one of the most recession-proof jobs,&nbsp;according to<a href="https://www.cnbc.com/2016/10/10/see-which-jobs-will-survive-the-next-recession.html#slide=2">&nbsp;</a><a style="color: #872ebf; text-decoration: underline;" href="https://www.cnbc.com/2016/10/10/see-which-jobs-will-survive-the-next-recession.html#slide=2">CNBC News</a>. FE provides a stable career in a post-pandemic world. Once you've landed a job in FE, you can feel confident that you'll have a stable career. With an emphasis on continuous learning and professional development, FE colleges provide plenty of opportunities. Jobs in the public sector, including public service teaching jobs, are known for their job security. This means that while other jobs are being replaced by technology or robotics, there will always be a need for teachers. &nbsp;</li>
<li>Salaries, benefits, and annual leave Salaries for all roles within the FE sector are competitive. Public service education jobs often offer attractive benefits such as: &bull;&nbsp; Good pension schemes &bull;&nbsp; Generous leave entitlements &bull;&nbsp; A healthy work-life balance Those working outside of the education sector are not aware of the generous annual leave entitlement that comes with FE. Although this is dependent on the type of role, most are entitled to around 38 days of holiday per year, plus bank holidays. This is higher than the basic 20 to 25-day standard allowance. &nbsp;</li>
<li>Making a Meaningful Impact Working in FE means playing a vital role in the education of young people seeking to enhance their skills and knowledge. Whether you're a lecturer, tutor, support staff, or administrator, you have the opportunity to inspire, motivate, and transform lives. Everyone working within the further education sector has a role to play in empowering learners to achieve their aspirations and make an impact on society. &nbsp;</li>
<li>Diversity and inclusion FE colleges are hubs of diversity, bringing together people from different backgrounds, ages, and cultures. For those teaching in the sector, you will be working with a diverse range of students, each with their unique needs and aspirations. This dynamic and inclusive learning atmosphere enables you to enhance your teaching skills and broaden your perspectives. &nbsp;</li>
<li>Flexibility FE careers offer flexibility in working hours and locations. With part-time, full-time, and flexible contract options, you can find a role that suits your circumstances while still making an impact in the field of education. &nbsp;</li>
<li>Professional Development and Career Progression FE colleges are dedicated to continuous professional development for their staff. FE institutions encourage and provide resources for training, development and learning, helping you stay up-to-date with the latest teaching and industry trends. Whether you aspire to head of a department, progress to leadership roles, or specialise in an area, FE colleges have clear pathways for career advancement, ensuring you grow and develop your skills. &nbsp;</li>
<li>Variety of FE Vacancies&nbsp; Public sector education jobs offer a plethora of opportunities. FE colleges have different departments and subjects, catering to diverse vocational and academic disciplines. Whether you're passionate about engineering, healthcare, the creative arts, business, or any other field, you are likely to find a niche within a FE college that aligns with your knowledge, skills, and experience.</li>
</ol>
 There are great reasons to work in further education. With an increasing demand for skilled professionals in public sector education, pursuing a role at a FE college is fulfilling. Jobs in FE colleges are a fantastic career choice for anyone interested in making a difference.
If you are passionate about education, committed to lifelong learning, and eager to contribute to the personal growth of others, exploring further education and public sector education jobs could be your pathway to a new career.
With plenty of jobs in further education, jobs in FE colleges, and FE vacancies available, now is a great time to consider a career in education. As a leading agency in public service teaching jobs, the Morgan Hunt education team can help you find the right public service teaching job. If you're looking for jobs in further education,&nbsp;<a href="/sector/education">search for our FE vacancies here</a>. With many FE vacancies starting in September, now is the time to apply!

Discover fulfilling careers in further education. With a growing demand for skilled professionals, FE offers job security, flexibility, and the opportunity to shape the future of young people.

Jobs in Further Education (FE) and the Benefits of Working in FE

We&rsquo;re thrilled to announce the successful completion of a retained executive search and selection campaign resulting in the appointment of a new Chief Executive Officer (CEO) for&nbsp;<a href="https://wsbh.org.uk/">Woking &amp; Sam Beare Hospice.</a>
Will Worthington, Principal Consultant at Morgan Hunt, worked closely with Woking &amp; Sam Beare Hospice throughout the recruitment process.
<ul>
<li>Engagement: 9th&nbsp;December 2022</li>
<li>Shortlist delivered: 1st&nbsp;February 2023</li>
<li>Search Completed: 21st&nbsp;March 2023</li>
</ul>
These dates were all in line with the previously agreed timescales considering the Christmas and New Year Break.
&nbsp;
<h5>Recruitment Process</h5>
The search was tailored to target experienced CEOs from the charity sector, specifically those with a deep understanding of the hospice industry. Additionally, the campaign aimed to identify senior leaders from the NHS who possessed transferable skills essential for the role. Morgan Hunt's diligent approach encompassed a thorough assessment of both internal and external candidates to ensure a comprehensive selection process.
Seven candidates were meticulously shortlisted for interviews. To ensure an in-depth evaluation, psychometric testing was employed for all candidates, which were carefully analysed and detailed summaries highlighting strengths and weaknesses were provided for each candidate. 
<h5>Successful Hire</h5>
Si&acirc;n Wicks LLM RGN joined Woking &amp; Sam Beare Hospice as the new Chief Executive on 21st June 2023. Si&acirc;n brings nearly four decades of experience as a Chief Executive, Non-Executive Director, and former Chief Nurse. Her continued inclusion in the NMC register underscores her ongoing commitment to professional excellence.
Si&acirc;n has a proven track record of providing strategic direction within health and social care across the NHS, Independent, and Charity sectors. Most recently, Si&acirc;n served as the CEO of Haven House Children's Hospice and currently holds the position of Chair of the Board for Achieving for Children (AFC) LTD.
&nbsp;
Morgan Hunt Executive extends its warmest congratulations to Si&acirc;n Wicks on her appointment as the new CEO and expresses gratitude to all the candidates who participated in the search process. Morgan Hunt would also like to acknowledge the invaluable contribution of Will Worthington, Principal Consultant, for his outstanding efforts and dedication in ensuring a successful outcome.

Morgan Hunt successfully recruits new CEO for Woking & Sam Beare Hospice. Our executive search team delivered a top-tier candidate with extensive healthcare experience, demonstrating our commitment to finding exceptional leaders for the charity sector.

Morgan Hunt Celebrates Successful Appointment of New CEO for Woking & Sam Beare Hospice

At Morgan Hunt, we firmly believe in creating an inclusive and supportive workplace that values the well-being and empowerment of our employees. We want to shed light on two important and distinct issues affecting many individuals in the workforce: menstruation and menopause. By fostering open dialogue, offering flexible policies, providing access to necessary resources, and promoting education and awareness, we can create an environment where everyone feels respected and supported throughout these natural phases of life.
Despite the progress we have made in breaking down societal barriers, stigma surrounding menstruation and menopause still persists in many workplaces. This stigma often leads to silence, shame, and the suppression of conversations around these topics. Employees may feel hesitant to discuss their menstrual or menopausal experiences due to fear of judgment or discrimination. As employers, we have the power to challenge these stigmas by fostering an environment of acceptance and understanding. By openly acknowledging and addressing the stigma, we can create a workplace culture that promotes inclusivity, empathy, and support. Let's explore how employers can make a positive impact on menstruation and menopause in the workplace.
&nbsp;
<h4>Menstruation in the Workplace</h4>
Menstruation is a normal part of many women's lives, and it is essential that we address the unique challenges it presents in the workplace. Here are some key considerations for supporting employees during menstruation:
<ol>
<li>Open Dialogue
<ul>
<li>By encouraging open conversations, we can reduce stigma and create an environment where employees feel comfortable discussing their needs and concerns.</li>
<li>Foster open discussions through team meetings, one-on-one sessions, or anonymous suggestion boxes, allowing employees to voice their challenges, suggestions, and concerns without fear of judgment or embarrassment.</li>
</ul>
</li>
<li>Flexible Work Policies
<ul>
<li><a style="color: #872ebf; text-decoration: underline;" href="https://yougov.co.uk/topics/politics/articles-reports/2017/07/31/most-women-workers-have-found-it-harder-work-due-p">A majority (57%) of women in employment who suffer from period pain say it has affected their ability to work.</a>&nbsp;By implementing flexible work policies, such as flexible working hours, remote work options, or the provision of personal leave, employers can help employees manage symptoms and prioritise their health during menstruation.</li>
</ul>
</li>
<li>Accessibility to Menstrual Products
<ul>
<li><a href="https://www.actionaid.org.uk/blog/2022/05/27/cost-living-12-british-women-are-affected-period-poverty">12% of British women are affected by period poverty &ndash; a new survey, commissioned by ActionAid UK, has found that nearly one in eight women&nbsp; in Great Britain have struggled to buy menstrual products for themselves and/or a dependent.</a>&nbsp;To support employees, provide easy access to menstrual products, such as tampons, pads, and menstrual cups, in workplace bathrooms. This shows that you acknowledge and care about their needs, promoting a more comfortable and inclusive environment. &nbsp;</li>
</ul>
</li>
</ol>
<h4>Menopause in the Workplace</h4>
Menopause is a natural stage of life that can bring physical and emotional changes for women, and it is crucial that employers provide support during this transition. Here's how employers can support employees experiencing menopause:
<ol>
<li>Open Dialogue
<ul>
<li><a style="color: #872ebf; text-decoration: underline;" href="https://publications.parliament.uk/pa/cm5803/cmselect/cmwomeq/91/report.html#:~:text=The%20number%20of%20women%20who,growing%20group%20in%20the%20workforce.&amp;text=There%20are%20currently%20around%204.5,aged%2050%E2%80%9364%20in%20employment.">The number of women who will experience menopause whilst in employment is increasing, there are currently around 4.5 million women aged 50&ndash;64 in employment</a>. Encourage open conversations about menopause to reduce stigma and promote understanding among employees and managers.</li>
<li>Create a safe and supportive space where employees feel comfortable discussing their menopause-related symptoms, concerns, and needs.</li>
</ul>
</li>
<li>Flexible Work Policies:
<ul>
<li><a style="color: #872ebf; text-decoration: underline;" href="https://www.fawcettsociety.org.uk/menopauseandtheworkplace">One in ten women who worked during the menopause have left a job due to their symptoms.</a>&nbsp;To accommodate their needs, consider implementing flexible work policies, such as flexible working hours or the provision of personal leave, allowing employees to manage symptoms and prioritise their well-being.</li>
</ul>
</li>
<li>Education and Awareness Programs:
<ul>
<li><a style="color: #872ebf; text-decoration: underline;" href="https://www.fawcettsociety.org.uk/menopauseandtheworkplace">Eight out of ten women say their employer hasn&rsquo;t shared information, trained staff, or put in place a menopause absence policy.</a>&nbsp;Bridge this knowledge gap by hosting workshops or seminars that educate both employees and managers about menopause.</li>
<li>Provide information about menopause and available resources, such as informative pamphlets or access to webinars, to promote understanding, empathy, and support.</li>
</ul>
</li>
</ol>
As a recruitment company, it is our responsibility to advocate for inclusive workplaces that celebrate diversity and prioritise employee well-being. Menstruation and menopause are natural processes that affect a significant portion of the workforce. By actively supporting individuals during these stages of life, we foster a culture of inclusivity, empathy, and empowerment.
Let's challenge the status quo, break down barriers, and create an environment where menstruation and menopause are seen as normal and worthy of support. Together, we can build a workplace where all employees feel valued, respected, and empowered to achieve their full potential.
Remember, supporting individuals during menstruation and menopause is not just an act of kindness; it is a smart business decision that leads to a more engaged and productive workforce. Let's stand together and make a positive change in the way we approach these natural processes in the workplace. If you want further advice on supporting your employees who experience menstruation or menopause, reach out to us at&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="mailto:info@morganhunt.com">info@morganhunt.com</a>

Morgan Hunt promotes open dialogue and supportive policies for menstruation and menopause in the workplace, creating a more inclusive and productive environment.

Embracing Menstruation and Menopause in the Workplace

Mental health has long been stigmatised in our society, and unfortunately, this stigma often prevents people from seeking the help they need. While physical health issues are generally accepted as legitimate reasons for taking a sick day, the same is not always true for mental health. This can lead people to push themselves too hard, leading to burnout, decreased productivity, and in severe cases, even mental breakdowns. In this blog post, we will explore the importance of removing the stigma of mental health and the importance of recognising that sick days are not just for physical sickness. It's perfectly okay to use sick days if your mental health is suffering that day.
Mental health affects all aspects of our lives, including our work. When our mental health is suffering, it can be challenging to focus on work, and our productivity may suffer as a result. Taking a sick day when we need it can help us recover and come back to work refreshed and ready to perform at our best. However, many people still feel ashamed or embarrassed to admit that they need a mental health day, and this stigma needs to be addressed.
<h5>Misconceptions</h5>
One of the reasons why mental health is stigmatised is the misconceptions around mental illness. Many people believe that mental health issues are a sign of weakness, or that they are not real illnesses. This couldn't be further from the truth. Mental health issues are just as real as physical health issues, and they require treatment and care just like any other illness. By acknowledging that mental health issues are legitimate reasons for taking a sick day, we can help reduce the stigma around mental health and encourage people to take care of themselves.
<h5>Mental Health Stigma</h5>
Another reason why mental health is stigmatised is the fear of discrimination. People worry that taking a mental health day will negatively impact their career, and that they will be seen as less competent or reliable. This fear is not unfounded, as many workplaces still have a long way to go in terms of supporting their employees' mental health. However, by speaking openly about the importance of mental health, we can begin to shift the conversation and create a more supportive and understanding workplace culture.
<h5>Employer Role</h5>
Employers have a vital role to play in removing the stigma of mental health and promoting a healthy workplace culture. By providing mental health resources and support, employers can help their employees prioritise their mental health and well-being. This can include offering mental health days, providing access to therapy or counselling, and promoting a culture of open communication and support.
In conclusion, removing the stigma of mental health is essential to promoting a healthy workplace culture and ensuring that employees feel supported and valued. Sick days are not just for physical sickness, and it's perfectly okay to use sick days if your mental health is suffering that day. By acknowledging the importance of mental health and promoting a culture of openness and support, we can help reduce the stigma around mental health and create a more compassionate and understanding society.

Mental health stigma prevents people from seeking help, leading to burnout and decreased productivity, but taking a sick day for mental health is just as important as for physical health.

The Importance of Mental Health Sick Days

Autism is a developmental disorder that affects communication, social interaction, and behaviour. According to the&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.autism.org.uk/">National Autistic Society in the UK</a>, around 700,000 people in the country are on the autism spectrum, which means about 1 in every 100 people.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.autism.org.uk/what-we-do/news/new-data-on-the-autism-employment-gap">It is estimated that only 22% of autistic adults in the UK</a>&nbsp;are in full-time employment, highlighting the challenges faced by autistic individuals in the workplace. In this blog post, we'll explore some tips for supporting autistic people in the workplace.
<ul>
<li dir="ltr">Provide clear and explicit instructions One of the main difficulties that autistic people face is understanding implicit or vague instructions. They prefer explicit, step-by-step instructions that are easy to follow. Therefore, it's essential to provide clear and concise instructions for tasks, and if possible, provide written instructions or diagrams. </li>
<li dir="ltr">Create a predictable environment People with autism can struggle with unpredictability and changes in routine. Therefore, it's helpful to create a predictable and structured environment in the workplace. This can include setting regular work hours, maintaining a consistent schedule, and avoiding sudden changes or surprises. </li>
<li dir="ltr">Be aware of sensory issues Autistic individuals can be sensitive to noise, bright lights, and other sensory stimuli. Therefore, it's important to be aware of potential sensory triggers in the workplace and take steps to mitigate them. This can include providing noise-cancelling headphones, adjusting lighting, and minimising strong smells or tastes. </li>
<li dir="ltr">Allow for breaks and downtime Working can be overwhelming for people with autism, especially if they have to navigate social interactions and other stimuli. Therefore, it's essential to allow for regular breaks and downtime to help reduce stress and anxiety. This can include quiet spaces or designated break areas where employees can relax and recharge. </li>
<li dir="ltr">Foster a culture of understanding and acceptance Autistic people can face stigma and discrimination in the workplace. Therefore, it's crucial to foster a culture of understanding and acceptance, where differences are celebrated and accommodated. This can include educating coworkers about autism, promoting diversity and inclusion initiatives, and providing sensitivity training. </li>
<li dir="ltr">Provide accommodations Finally, it's essential to provide accommodations to help autistic employees succeed in the workplace. These can include assistive technology, flexible work arrangements, and specialised training. By providing accommodations, you can ensure that everyone has an equal opportunity to thrive and contribute to the team.</li>
</ul>
In conclusion, supporting autistic people in the workplace requires understanding, empathy, and accommodation. It is important to note that&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://i-am-autism.org.uk/wp-content/uploads/2021/03/autism-and-work.pdf">77% of unemployed autistic adults want employment</a>, which highlights the need for businesses to prioritise inclusion and accessibility in their hiring practices. By following the tips above, you can create a welcoming and inclusive environment that allows all employees to succeed. As ever, Morgan Hunt is here to help you, so if you have any further questions on creating an inclusive workplace, get in touch at <a href="mailto:info@morganhunt.com">info@morganhunt.com.</a>

Tips for creating a more inclusive workplace by understanding and supporting autistic employees, who often face challenges but have a high desire for employment.

Supporting Autistic People in the Workplace

This week, Jeremy Hunt laid out his new budget, one of the key changes was to abolish the lifetime allowance on pension pots altogether. This is in the hope that it will encourage people to stay in the workforce longer, as currently we&rsquo;re in the middle of what some articles are dubbing &lsquo;The Great Lie Down&rsquo;.
We&rsquo;re talking about the number of older workers leaving the workforce. It is clear that re-engaging the over 50s back into the workforce is a critical issue in the UK.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.gov.uk/government/statistics/economic-labour-market-status-of-individuals-aged-50-and-over-trends-over-time-september-2022/economic-labour-market-status-of-individuals-aged-50-and-over-trends-over-time-september-2022">Recent figures show that the number of 50-64-year-olds who are economically inactive has reached 3.6 million</a>, which is 300,000 more than before the pandemic. Shockingly, at least 500,000 of this group want to work but face significant barriers. This number could be even higher if the right jobs and support were available.
Unfortunately, ageism in the workplace and recruitment processes continues to be a challenge, making it difficult for older workers to find employment opportunities. It is important organisations provide guidance and support to help them get back into work.
<h5> Tips for re-engaging the over 50s back into the workforce:</h5>
<ol>
<li>Emphasise the value of their experience To address this crisis, it is crucial to recognise the value of older workers' experience and skills. Research has shown that employing older workers can bring a range of benefits, including improved productivity and reduced staff turnover. Encouraging and supporting older workers to re-enter the workforce is not just good for individuals; it is good for the economy as a whole. &nbsp;</li>
<li>Offer flexible working options Flexible working options are essential to help re-engage older workers. Many over 50s have caring responsibilities or health issues, making flexible work options such as part-time work, job sharing or remote work more desirable. Offering these options can help older workers stay engaged in the workforce and contribute to their fullest potential. &nbsp;</li>
<li>Be inclusive It is also essential to consider the unique challenges faced by older women, particularly those experiencing menopause.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://le.ac.uk/news/2017/august/workplace-menopause-study-by-leicester-experts-finds-2018women-feel-they-need-to-cope-alone2019">A study by the University of Leicester found that 25% of women aged 50-64 in the UK experienced negative effects of menopause on their work, such as feeling less motivated or struggling to concentrate</a>. Providing support and flexibility, such as allowing time off for medical appointments or offering a quiet and cool workspace, can help women manage menopause symptoms and stay engaged in the workforce. &nbsp;</li>
<li>Provide training opportunities In addition, offering training opportunities can help older workers update their skills and stay competitive in the job market. Research has shown that investing in training for older workers can boost productivity and job satisfaction. &nbsp;</li>
<li>Offer networking opportunities Offering networking opportunities and supportive guidance throughout the job search process is crucial to help over 50s find new job opportunities. Organisations such as Age UK and The Centre for Ageing Better offer guidance and support for older workers seeking employment, making it easier for them to navigate the job market. &nbsp;</li>
<li>Be supportive Finally, it's important to be supportive throughout the job search process. This can include providing guidance on CVs, cover letters and interviews, as well as offering emotional support. Employment support has historically failed this age group, due to stigma and fruitless past experiences.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://learningandwork.org.uk/what-we-do/employment-and-social-security/labour-market-analysis/october-2022/">Only 1 in 10 out-of-work 50-64s participate in employment support, according to analysis from the Learning and Work Institute</a>.</li>
</ol>
In conclusion, re-engaging the over 50s back into the workforce is a critical issue that requires a tailored approach, and implying that economically inactive over 50s are enjoying golf too much to return to work is probably not going to help.It's time to break down the barriers and support older workers in their quest for meaningful employment.&nbsp;If you&rsquo;d like further advice, drop us an email at&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="mailto:info@morganhunt.com">info@morganhunt.com</a>

Abolishing the lifetime allowance on pensions aims to keep experienced workers in the UK workforce, as many over 50s face challenges re-entering despite high job demand.

Re-Engaging the Over 50s Back Into the Workforce

Today&rsquo;s job market is fast-paced and competitive. At the start of the year, labour markets in the UK were at a turning point. Vacancies reached the highest number since records began. We saw a 50% increase in roles, and we expect this to grow. The Great Resignation also created a new cohort of workers, putting their career needs first, and hybrid working became the mainstay.
So it seems like the right time to rebrand and reintroduce a professional services recruitment firm specialising in legal and accounting practices. One where every candidate and client receives a tailored service and where a dedicated team keeps all stakeholders in the loop at every step in the process. &nbsp;
<h4 dir="ltr">Introducing Pentagon Talent&nbsp;</h4>
 &ldquo;The demand for talent has grown exponentially over the past 5 years and as a result our clients and candidates expect and demand a recruitment partner with true expertise in their sector. Pentagon talent has built this expertise over the past 8 years, and it is right we launch a brand that reflects the knowledge and expertise we are proud to possess.&rdquo; - Rob Fry, Board Director &nbsp;
&ldquo;The way I see it, recruitment is like shopping. You wouldn&rsquo;t go to a garden centre for your weekly groceries, and that&rsquo;s exactly why we have created Pentagon Talent. It is a way for both our clients and candidates to feel more comfortable with the brand that is representing them.&rdquo; - Sam Vorley, Team Manager &nbsp;
With a distinguished professional services brand, the Pentagon Talent team&nbsp;are able to establish themselves as the market leader in the legal and accountancy practice market. This is away from us,&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/">Morgan Hunt</a>, a well-known public-sector specialist agency. Which is who Pentagon Talent inherit their values and our experience from. 
<h4 dir="ltr">We are re-engineering recruitment</h4>
<a style="color: #872ebf; text-decoration: underline;" href="/pentagontalent">Pentagon Talent</a> isn&rsquo;t your average recruitment agency. They originated from a Public Sector focused organisation where providing an ethical , cost effective and transparent recruitment service is paramount. With a strong connection to the public sector, where moral and ethical values are high, they&nbsp;adopt these in private sector recruitment. They&nbsp;care about the success of their&nbsp;clients and candidates and understand that every candidate is unique, and every client is different. Find out more about their&nbsp;mission and values on their&nbsp;webpage here:&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/pentagontalent/mission-vision-and-values">www.pentagontalent.com/mission-vision-and-values</a>
&nbsp;
<h5 dir="ltr">Benefits for our clients</h5>
Pentagon Talent is able to attract and retain new and existing sought-after talent in the market. Not only do they&nbsp;have access to talented passive and active candidates in the sectors, with Pentagon Talent:
<ul dir="ltr">
<li role="presentation">You will receive optimum service no matter the complexity or challenge of filling a vacancy.</li>
<li role="presentation">You&rsquo;ll benefit from a "one-stop-shop" which enables a seamless recruitment process when hiring.</li>
<li role="presentation">They are only working across two sectors. This ensures our knowledge and relationships within the market are established and we focus on delivery.&nbsp;</li>
</ul>
<h5 dir="ltr">Benefits for our candidates</h5>
Similar to the benefits of clients, you&rsquo;ll receive a personalised and understanding approach to finding your next role.
<ul dir="ltr">
<li role="presentation">Pentagon Talent is associated with many of the top legal and accountancy practice clients.&nbsp;</li>
<li role="presentation">You&rsquo;ll have exclusive access to some of the most desirable and career-changing opportunities within the market.</li>
<li role="presentation">The team understand this isn&rsquo;t your &lsquo;next job&rsquo; unlike many agencies but a career which also impacts on your home life. They&rsquo;ll help you find an employer aligned to both your career aspirations and values.&nbsp;</li>
</ul>
&nbsp;
A safe-pair of hands. Specialising in legal and accounting practices, they have a reliable team who are experienced in modern recruitment challenges. They will guide and support organisations and individuals through the recruitment process.
Where to find us? Pentagon Talent is in London, and we also have offices in Manchester, Birmingham, Milton Keynes, and Glasgow. To find out more about recruiting or finding a role, contact&nbsp;<a href="/pentagontalent/meet-the-team">our team</a>&nbsp;today at&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="mailto:info@pentagontalent.com">info@pentagontalent.com</a>

A new specialist recruitment agency, Pentagon Talent, launches to meet the growing demand for legal and accounting professionals in the UK.

Pentagon Talent Launches

In a recent study by background screening and identity services firm Sterling,&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www2.staffingindustry.com/eng/Editorial/Daily-News/UK-A-third-of-employers-say-their-direct-competitors-are-beating-them-in-the-race-for-top-talent-64337">71% of jobseekers said that they had either dropped out or considered dropping out of their most recent recruitment experience.</a>&nbsp;The top three reasons cited for this were:&nbsp;
<ul>
<li role="presentation">The process was taking too long</li>
<li role="presentation">It was too complicated</li>
<li role="presentation">There were too many touchpoints&nbsp;(all the interactions candidates have with the employer during the recruitment process)</li>
</ul>
Hiring new employees is a crucial process for any organisation, as it can have a significant impact on the success and growth of the company. However, many organisations are struggling with lengthy and complex hiring processes that can be detrimental to both the company and the job applicants. &nbsp;
<h4 dir="ltr">What are the impacts? &nbsp;</h4>
Discourage Talented Candidates The main impact of a lengthy and complex hiring process is that it can discourage talented candidates from applying for the position.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.glassdoor.com/research/time-to-hire-in-25-countries/">A study by Glassdoor found that the average interview process in the United Kingdom is 27.5 days long</a>, and many applicants are turned off by the idea of spending so much time on a single application. If the hiring process is overly complex and includes multiple rounds of interviews and assessments, it can be off-putting to candidates who are already employed and may not have the time or energy to invest in such a long process.
Lower Quality of Candidates Another impact of a lengthy and complex hiring process is that it can lead to a lower quality of hires. When the hiring process is overly long and complex, it can be difficult for the hiring manager or recruitment consultant to make an informed decision about the candidate. This can result in the hiring of candidates who are not a good fit for the company or the position, which can lead to poor performance and high turnover rates. In addition, when the hiring process takes a long time, it can slow down the hiring of new employees and prevent the company from filling open positions in a timely manner. This can lead to decreased productivity and a loss of revenue for the company.
Negative Reputation A lengthy and complex hiring process can also have a negative impact on the company&rsquo;s reputation. When job applicants have a bad experience with the hiring process, they are more likely to share their experience with others or online e.g. GlassDoor, which can damage the company&rsquo;s reputation and discourage other qualified candidates from applying for future positions -&nbsp;<a href="https://zety.com/blog/hr-statistics">50% of candidates say they wouldn't work for a company with a bad reputation - even for a pay increase.</a>
Increased Cost A lengthy and complex hiring process can also be costly for the company. The process may require additional resources such as background check services. It can also lead to a high number of candidates dropping out of the process, which will require additional recruitment efforts and costs. &nbsp;
<h4 dir="ltr">So, what can organisations do to improve their hiring process?&nbsp;</h4>
 Streamline the Process One solution is to streamline the process by reducing the number of rounds of interviews and assessments. This can make the process quicker and less overwhelming for candidates. Additionally, organisations can also use technology to automate certain aspects of the hiring process, such as pre-screening candidates through online assessments. This can help organisations to quickly identify the most qualified candidates and avoid wasting time on candidates who do not meet the necessary qualifications. Use a Recruitment Agency Recruitment agencies specialise in finding the right candidates for a particular job, and they can help streamline the hiring process by identifying and pre-screening qualified candidates. They can also help businesses find candidates that they might not have found otherwise, and they can help ensure that the best candidates are matched with the right job opportunities.
<a href="https://www.rec.uk.com/our-view/news/press-releases/hiring-mistakes-are-costing-uk-businesses-billions-each-year-rec">85 percent of HR decision-makers admit their organisation has made a bad hire</a>, recruitment agencies can bring a lot of expertise to the table. They know what the industry standards are, what are the best practices, and they can help you with the legal and compliance side of hiring. They have a wealth of knowledge on what works and what doesn't in recruitment and can help you avoid costly mistakes.
Furthermore, recruitment agencies can help reduce the time and resources required to find the right candidates. They can also help reduce the costs associated with hiring mistakes -&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.rec.uk.com/our-view/news/press-releases/hiring-mistakes-are-costing-uk-businesses-billions-each-year-rec">a poor hire at mid-manager level with a salary of &pound;42,000 can cost a business more than &pound;132,000</a>. By using a recruitment agency, businesses can focus on what they do best, while leaving the hiring process to the experts.
&nbsp;
In conclusion, lengthy and complex hiring processes can have a significant impact on a company, including loss of qualified candidates, time and resources required to find the right candidates, and costly mistakes. Using a recruitment agency can help alleviate these impacts by streamlining the hiring process, identifying and pre-screening qualified candidates, and providing expertise to ensure the best candidates are matched with the right job opportunities. Contact us today for your recruitment needs at&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="mailto:info@morganhunt.com">info@morganhunt.com</a>

Frustrated job seekers ditching your application process? 71% say it's too slow, complex, and full of hoops to jump through. Learn how to streamline your hiring and attract top talent.

The Impact of Lengthy and Complex Hiring Processes

There has recently been a significant rise in jobs scams, with fraudsters often impersonating recruitment companies or consultants. Whilst job scams are becoming increasingly sophisticated, the best way to help prevent yourself from becoming a victim of a job scam is to educate yourself on things to look out for during your job search. We have set out warning signs to help you spot a potential job scam. &nbsp;
<h4 dir="ltr">Warning signs when being contacted</h4>
Below is a list of warning signs that could indicate you have been contacted by scammer posing as a recruitment consultant:
A purported Morgan Hunt consultant requesting you to:&nbsp;
<ul>
<li role="presentation">Provide personal financial details.</li>
<li role="presentation">Pay money for an &ldquo;administration fee&rdquo;, &ldquo;security fee&rdquo; or an &ldquo;accreditation fee&rdquo;. Morgan Hunt will never ask you to pay any type of fee, transfer cash or provide credit card information.</li>
<li role="presentation">Click unsolicited links or attachments.</li>
</ul>
Online contact&nbsp;from a purported recruitment consultant with:
<ul>
<li role="presentation">Communications from social media platforms, such as WhatsApp</li>
<li role="presentation">A lack of activity, information, or contact details on their profile.</li>
<li role="presentation">A suspicious profile picture.</li>
<li role="presentation">Poor spelling or grammar in communications.</li>
<li role="presentation">Communications of any sort guaranteeing employment or income.</li>
<li role="presentation">The job description is vague or poorly written</li>
<li role="presentation">Communications from generic addresses such as Gmail or Hotmail accounts. All email communications will be sent from official Morgan Hunt email addresses, such as consultant.name@morganhunt.com&nbsp;&nbsp;</li>
</ul>
<h4 dir="ltr">Warning sites for webpages</h4>
There has also been a rise in cases of fraudsters cloning the sites of legitimate recruitment consultancies in an attempt to steal money and/or the personal details of job seekers and hiring managers.&nbsp;
To check the legitimacy of a site, we could encourage you to verify the SSL certificate. In most browsers this can be done by clicking the padlock on the far left of the URL. If it doesn&rsquo;t have one, this could be a sign of a scam website. &nbsp;
<h4 dir="ltr">What to do if you suspect a job scam using the Morgan Hunt name or logo</h4>
If you are unsure if a Morgan Hunt advertisement or communication is legitimate and/or you have been requested to attend an in person meeting, please contact your<a style="color: #872ebf; text-decoration: underline;" href="/contact-us">&nbsp;local Morgan Hunt branch</a>&nbsp;or email info@morganhunt.com who will assist you as far as possible to verify the information you have received.
Morgan Hunt email addresses take the format of&nbsp;name.surname@morganhunt.com.If you are contacted by someone whose email address varies from this format, please do not respond. &nbsp;
<h4 dir="ltr">What to do if you think you are the victim of a job scam</h4>
Take a screen grab or note of the fraudster&rsquo;s details and report them to Action Fraud (see Resources below). If you have given them any money, contact your bank immediately and let them know.&nbsp;Warn the operators of the website/social media site through which you were contacted and let them know that their site is being used by fraudsters. &nbsp;
<h4 dir="ltr">Report it</h4>
For more information on recruitment scams and how to report them, check out these dedicated pages:
<ul dir="ltr">
<li style="color: #872ebf;" role="presentation"><a style="color: #872ebf; text-decoration: underline;" href="https://www.nationalcrimeagency.gov.uk/what-we-do/crime-threats/fraud-and-economic-crime" target="_blank" rel="noopener">National Crime Agency &ndash; Fraud</a></li>
<li style="color: #872ebf;" role="presentation"><a style="color: #872ebf; text-decoration: underline;" href="https://www.actionfraud.police.uk/a-z-of-fraud/recruitment-scams" target="_blank" rel="noopener">Action Fraud (National Reporting Centre for Fraud and Cybercrime)&nbsp;</a></li>
<li style="color: #872ebf;" role="presentation"><a style="color: #872ebf; text-decoration: underline;" href="https://www.jobsaware.co.uk/" target="_blank" rel="noopener">Jobs Aware (SAFERJobs)</a></li>
</ul>
To let Morgan Hunt know about a potential scam using our name, please get in touch with your local office&nbsp;<a href="/contact-us">here.</a>&nbsp;See here for more information if required regarding the&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/privacy-policy">Morgan Hunt Privacy Policy.</a>

Don't get caught out by fake job offers. Learn how to spot the red flags and safeguard your personal information.

Protect Yourself From Recruitment Scams

Guest Blog &mdash; Written by&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.hfehmind.org.uk/">Hammersmith, Fulham, Ealing and Hounslow Mind</a>
There are so many careers to choose from, it can be difficult to know where to start, or what to change to if you want to try something different. If you&rsquo;re looking for a career with real meaning, where you&rsquo;ll be able to make a difference and genuinely improve people&rsquo;s lives, advocacy could be for you. 
<h4>What is advocacy?</h4>
An advocate is an independent professional that speaks for someone who may not be able to speak for themselves. Advocates help their clients achieve their goals by listening to them, helping them understand their rights, providing them with options and choices to help empower them to take control of their lives. Advocates do not make decisions on behalf of their clients.&nbsp;Advocates all work towards the Advocacy Charter that underpins and governs the work they do. 
<h4>What you need to work in advocacy</h4>
<ul>
<li>Empathy Advocates need a high degree of empathy to be successful. Being able to understand how your clients feel, and why, is important in being able to help them be fully understood by organisations that have the power to make a difference in their lives.</li>
<li>Independence You are working for the client and take instruction from the client to ensure their voice is heard. Advocates must ensure, at all costs, that they take instruction from the client and do as instructed. The advocate should not be influenced by other organisations or work in a way that disempowers clients.</li>
<li>Communication and Listening Skills A good advocate is able to listen to their clients and understand what their clients&rsquo; issues are.&nbsp;A good advocate is also able to communicate effectively to everyone they work with, whether that&rsquo;s their client, the organisation they&rsquo;re liaising with, case workers, or the local authority.&nbsp;With the client, and advocate needs to be able to explain processes or situations. They need to take instruction from their client on how the client wants to proceed with their case. They also need to help empower the client to speak up for themselves.&nbsp;With organisations, advocates need to be able to explain the needs of their client, why their clients want certain changes made, and how this should proceed.&nbsp;Communication isn&rsquo;t only knowing what to say, it&rsquo;s about knowing when to not say anything. Advocates often need to keep information confidential. This is incredibly important and helps keep people safe. </li>
</ul>
<h4>Why advocacy is a great field to work in</h4>
You directly help resolve clients&rsquo; problems One of the most rewarding things about working in advocacy is that you get to help people improve their situations.&nbsp;Whether it&rsquo;s creating action plans, improving access to resources or infrastructure, or just helping a client feel understood, advocacy has a direct positive impact on people who need help.&nbsp;Advocates may play a role in helping vulnerable people take the first step to recovery, or greater and more secure sense of wellbeing.
You help to improve services A large part of working in advocacy is dealing with social services, community organisations, and government agencies. Advocates facilitate meetings to discuss their clients&rsquo; needs with the organisation that can help. Throughout this process, as an advocate, you have a unique position to point out how processes could be smoother, simpler, or more effective.The systems that influence these processes aren&rsquo;t set in stone. Advocates have regularly made the case for why things need to change or improve, and had a great impact on making things better for other advocates and clients who they will never even meet.
You help clients improve their self-advocacy skills One of the most important things advocates do is help their clients improve their ability to articulate their own needs and desires, to make them able to advocate for themselves.&nbsp;Advocacy often starts with gathering information on behalf of the client, helping them understand their position, their rights, and who they need to speak to in order to make changes.
Eventually, advocates may be able to help their clients understand this information, and act on it, to such a point that they no longer require an advocate at all.&nbsp;At this point, the client can be considered able to self-advocate, and are better able to navigate things by themselves.
&nbsp;
Advocacy is an incredibly rewarding field, where you can directly help people in difficult situations, and empower them to improve their own lives.&nbsp;<a href="https://www.hfehmind.org.uk/news/advocacy-awareness-week-what-is-advocacy-and-why-is-it-important/">Learn more about advocacy</a>, or check out Morgan Hunt&rsquo;s&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/for-candidates">candidate section.</a>

Discover a Rewarding Career in Advocacy: Make a difference in people's lives by becoming an advocate. Learn about the skills needed and the impact you can make.

Why Advocacy Is a Great Field To Work In

<h4>&ldquo;I&rsquo;m a Psychology student and I want to get into the Mental Health sector but I have no experience! What can I do?&rdquo; </h4>
<h4>The Mental Health Sector</h4>
With 1 in 4 people experiencing a mental health problem each year in England and 1 in 5 people with suicidal thoughts, Mental Health charities all over England are fighting to tackle stigma and support those who are struggling.
Only a small fraction of people experiencing poor mental health can afford private therapy and for those who can't, there are thousands of charities offering a range of Mental Health services for those individuals. 
<h4>What do Morgan Hunt do?</h4>
Morgan Hunt is&nbsp;proud to work with a number of these leading Mental Health charities across England helping to support their recruitment needs. With an ever-growing need for more passionate members of staff, our recruiters are there to help advise individuals on their steps towards a rewarding career.
From Advocacy to Peer Support; Recovery Work to Community Engagement, the Mental Health charity sector has plenty of careers on offer. For many already working in the sector, there are many avenues to trial. However for those new to the sector, it&rsquo;s knowing what route to take and how to get there in the first place.
For many Psychology or Mental Health students, starting your career can be daunting and for many individuals, knowing where to start is the biggest conundrum. 
<h4>So where do I start?</h4>
As a Mental Health specialist recruiter, I receive a lot of CVs from Psychology or Mental Health graduates. Unfortunately, many have no relevant experience and it is difficult to find them a role within the sector with no prior practice in the field.
To work in the Mental Health sector, you need passion, tenacity and emotional sensitivity. While you may have this already, it is important to prove this in your work experience. It is important to understand that someone experiencing a crisis is considered vulnerable and needs a calm-mannered person to help alleviate a situation.
If you are still in your studies, now is the perfect time to do some work experience. Whether this is volunteering or a 2-week work experience, there are many roles available to budding Mental Health workers and it will look fantastic on your CV. 
<h4>What options do I have?</h4>
<ul>
<li><a style="color: #872ebf; text-decoration: underline;" href="https://www.samaritans.org/support-us/volunteer/become-samaritans-listening-volunteer/" target="_blank" rel="noopener">Samaritans:</a>&nbsp;One brilliant option to consider is a Listening Volunteer at Samaritans. With intense training provided, Samaritans offer an exceptional service for anyone who is in need of someone to talk to.&nbsp; You will gain the ability to not only understand people but manage difficult emotions and conversations. </li>
<li><a href="https://www.london.gov.uk/what-we-do/volunteering/search/volunteer-to-feed-homeless-impoverished-people" target="_blank" rel="noopener">The Homeless Sector:</a>&nbsp;Recorded over the past year, there were 28,882 homeless households recorded in 2021/22. Homeless charities are constantly in the need of volunteers to support those who are sleeping rough. Whether that is befriending, being part of a soup kitchen or signposting service users, there are plenty of options to consider. With 45% of people experiencing homelessness diagnosed with a mental health issue, this experience will give you an understanding of various mental health problems, including alcohol and drug abuse </li>
<li><a style="color: #872ebf; text-decoration: underline;" href="https://www.ageuk.org.uk/services/befriending-services/" target="_blank" rel="noopener">Befriending:</a>&nbsp;Loneliness is on the rise, with a number of over-50s experiencing loneliness set to reach two million by 2025/2026. With loneliness often comes depression and for many elderly people, being able to talk to someone on the phone or in person can help improve those feeling low. Befriending is a service offered by many charities, including Age UK. You can do it over the phone or in person and is a fantastic opportunity to work on your people skills. </li>
<li><a style="color: #872ebf; text-decoration: underline;" href="https://openmentalhealth.org.uk/individuals/peer-volunteer/" target="_blank" rel="noopener">Peer Support:</a>&nbsp;For those students who might have lived experience of poor mental health, there is an option for a career in Peer Support. Whether it is anxiety or depression, if you are someone who has accessed therapy in the past, you could make a great Peer Support Worker. Using your personal experiences and empathy to support other people can be an incredibly rewarding role and help those struggling to open up to you.</li>
</ul>
&nbsp;
Finding an opportunity that works for you is ideal. I suggest considering these options listed above during your studies. After you graduate, many people will be in the same boat as you looking for a career with no experience to help kick-start this. Whether it is once a week or a few weeks of work experience, some experience looks better than none and gives you an opportunity to try out the sector and figure out what you enjoy and don&rsquo;t enjoy.
Once you have this experience under your belt, I can help you find a career within the incredibly rewarding sector.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://morgan-hunt.sites.sourceflow.co.uk/meet-the-team/amara-howe">Morgan Hunt&rsquo;s Amara Howe</a>&nbsp;specialises in Permanent and FTC Mental Health recruitment. To get in touch for advice or to ask about roles, please get in touch with her via email at <a style="color: #872ebf; text-decoration: underline;" href="mailto:amara.howe@morganhunt.com">amara.howe@morganhunt.com</a>

Psychology student with a passion for helping others? Learn how to gain valuable experience and launch your dream career in mental health support.

How To Get Into the Mental Health Sector

Back-to-school should need not be reserved for September, nor should it be reserved for children. The number of people considering a career in teaching is&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.teachfirst.org.uk/press-release/teaching-most-respected-careers">on the increase</a>, with over a third of people (36%) considering getting into teaching.&nbsp;
In the UK, the teaching profession is not limited to a degree choice or a single&nbsp;<a href="https://getintoteaching.education.gov.uk/steps-to-become-a-teacher">entry route</a>. And it's never too late to train to be a teacher. But how and where do you start? Teaching can be a challenging profession, but there are numerous benefits to this exciting and rewarding career.&nbsp;
<div>&nbsp;</div>
<h4>Variety</h4>
A Respected Career Teaching is now considered one of the most respected careers in the UK. According to a&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.teachfirst.org.uk/press-release/teaching-most-respected-careers">Teach First poll</a>, 42% of those surveyed voted this way &ndash; with around half (47%) agreeing that people underestimate how much impact a teacher can have on a child.&nbsp; As a teacher you have the opportunity to become an integral part of the community, getting to know parents and other staff. If moving to a new area, teaching is a good way to meet new people.&nbsp;
Lots of Choices There is a range of options too, from primary and secondary schools to independent, boarding schools and international schools to&nbsp;<a href="https://www.fenews.co.uk/exclusive/how-can-we-attract-and-retain-the-next-generation-of-fe-staff/">teaching roles within Further Education (FE)&nbsp;</a>and Higher Education (HE). There are full-time roles, part-time teaching jobs, as well as supply teaching options.&nbsp;
Every Day Is Different You&rsquo;ll work through a new syllabus and a changing curriculum, teach new topics, and work with new pupils each year. You&rsquo;ll be able to make decisions about what&rsquo;s best for your students and lay out your own lesson plans. Although you&rsquo;ll need to follow certain standards in your curriculum, you have the opportunity to inject your own personality into your job.
&nbsp;
<h4>Job Fulfilment</h4>
Making a Difference Think about your career, dreams, interests, and ambitions.&nbsp; You might be able to trace it back to a special teacher who inspired, challenged, or helped shape what you do today. Improving the lives of children and young people is the main motivator behind those who choose to become teachers.
Teaching is one of the most rewarding professions and there are many reasons why teachers love their job. When our team speaks to&nbsp;<a href="/sector/education">teachers here at Morgan Hunt</a>, teachers often say that seeing students finally understand something they&rsquo;ve been struggling with is rewarding. Teachers get to feel the direct impact of their work on a daily basis.&nbsp;
There are many different reasons why people teach. While some have a calling to impact the lives of students, others are drawn to the profession for its ability to make a difference in the education system.&nbsp;
The Little Moments At the end of the day, teaching offers more than just a salary, pension, and holidays.&nbsp; Teaching is full of little joys you can&rsquo;t quantify and don&rsquo;t come along in other vocations. There are student birthdays, school events and trips, charity fundraisers, and comradery with other teachers.&nbsp;
When teaching reception and primary, there are the funny things kids say without intending to be funny, their genius ideas and their sense of curiosity. These are what energise schooldays and make teachers excited about work.
&nbsp;
<h4>Salary</h4>
Salaries for Teachers There isn't a straightforward answer when it comes to teaching salaries. There are different teaching positions within schools. These include teaching assistants, early years teachers, supply teachers, special education needs (SEN) specialists, and teachers with Science, Technology, Engineering, and Maths (STEM) backgrounds, to name a few. All these have varying salaries. The location also plays a part. Teachers in London earn up to &pound;5,000 per year more than their peers across the rest of the UK.
Recent Teacher Salary Increases Teachers across the country benefited from pay increases of between 5% and 8.9% this September. Pay for experienced teachers who have been in the profession for more than five years will rise by 5% in the next academic year &ndash; an increase on the Government&rsquo;s initial proposal of 3%, in recognition of the broader economic context and the&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.gov.uk/government/publications/school-teachers-review-body-32nd-report-2022">School Teachers' Review Body (STRB&rsquo;s)</a>&nbsp;recommendations. The rise is equivalent to an increase of almost &pound;2,100 on the average salary of &pound;42,400 this year.
Government Backing The recent pay increase &ndash; alongside the free-to-access training courses available to teachers &ndash; is part of the government&rsquo;s drive to make sure there is an excellent teacher in every classroom.
Starting Salaries The government is making good progress towards meeting its manifesto commitment for new teacher pay to rise to &pound;30,000. The starting salary for teachers outside London rose by 8.9%, with salaries reaching &pound;28,000 in the 2022/23 academic year. From September 2022, a new teacher will now receive over &pound;2,000 more this year than last. The competitive new starting salary will help attract top-quality talent. Those in the early stages of their careers have also benefited from increases, ranging from 5% to 8% depending on experience.
Additional Salary Benefits On top of their basic salary, teachers may receive additional payments. Qualified teachers of SEN pupils may get an&nbsp;<a href="https://www.nasuwt.org.uk/advice/pay-pensions/pay-scales/england-pay-scales.html">additional (SEN) allowance</a>&nbsp;of &pound;2,270 to &pound;4,479 per year. There are payments for those taking on more responsibilities within the role. These<a href="https://www.nasuwt.org.uk/advice/pay-pensions/pay-scales/england-pay-scales.html">&nbsp;teaching and learning responsibility (TLR) payments</a>&nbsp;range from &pound;2,873 to &pound;14,030 per annum. &nbsp;
<h4>Benefits</h4>
Beyond the Salary Other benefits of a teaching career include automatic entry into the&nbsp;<a href="https://www.teacherspensions.co.uk/">Teacher's Pension Scheme</a> and extensive holiday periods.&nbsp; Job Security While other jobs are being replaced by technology or robotics, there will always be a need for teachers. A career in teaching offers job security and is one of the most recession-proof jobs, according to&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.cnbc.com/2016/10/10/see-which-jobs-will-survive-the-next-recession.html#slide=2">CNBC News</a>. Job growth is expected to see a steady increase. The&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.nfer.ac.uk/media/3344/teacher_labour_market_in_england_2019.pdf">DfE forecasts that secondary schools</a> will need 15,000 more teachers before 2025 to meet a 15 per cent rise in student numbers. The DfE forecasts that primary schools will need to maintain teacher numbers over the next decade, by ensuring the numbers entering keep up with those leaving.&nbsp;
Holidays and Flexibility Despite teachers enjoying a 195-day working year, there is still work to be done during the holidays. However, the summer, winter, and Easter breaks alongside half-term holidays allow teachers time to recharge. And while there might be some work to be done, this paid time off outside of the academic year is a bonus for teachers.
For parents, teaching provides convenient scheduling. If you have children, you will be on a similar schedule. Teachers may need to do marking and lesson planning after school, but this can often be done from home.&nbsp;The holidays are not only a break from the classroom, but they enable teachers to spend more time with their children or families.
&nbsp;
<h4>Personal Progression</h4>
Life-Long Learning Teachers not only get to share their existing knowledge, but they research new topics and learn along the way. Teachers need to keep on top of new technologies and trends.&nbsp;
Transferable skills There&rsquo;s a high degree of mobility within the education field. Former teachers can go on to a variety of careers both inside and outside of education.&nbsp;
A Global Career If you&rsquo;re a qualified teacher, you&rsquo;ll be able to work around the world. Whether it&rsquo;s teaching English as a foreign language or a specialised subject, you can live and work abroad. International schools often look favourably upon teachers who have trained and qualified in England.
<div>&nbsp;</div>
<h4>Becoming a Teacher</h4>
<div>Teachers are the fabric of the school system, and it is their dedication and skill that ensure young people can leave school with the knowledge and opportunities they need to get on in life.</div>
<div>Many teachers find great satisfaction in their work. Despite the everyday challenges teachers face, a number of surveys conducted among teachers indicate that the vast majority of them are satisfied with their role.</div>
<div>&nbsp;</div>
<div>If you are interested in embarking on a career in teaching there are different paths to&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://getintoteaching.education.gov.uk/steps-to-become-a-teacher">qualification and training</a>. You can also reach out to our&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/team/education">Education Recruitment Team</a> - they have over 100 years of combined experience.&nbsp;</div>

Thinking about a career in teaching? Discover the rewarding world of education, from salary boosts and job security to the incredible impact you can make on young lives.

Why Go Into Teaching?

As we approach the start of the academic year, FE Colleges recruit staff at pace, to cover permanent gaps, sickness and respond to student enrolment. To help the community we&rsquo;re releasing a two part series on temporary work in FE and how to find the right jobs and talent, the second in our series explores finding talent.
Understandably the start of the academic year is a busy period when it comes to hiring staff within Colleges, who need to recruit quickly. Similar roles and candidates are often needed simultaneously and now with job seekers being in higher demand they have more choices than in previous years, so you need to act fast if you want to hire the right talent for your College.
In this article, we&rsquo;ll be looking at some of the ways you can help improve your chances of recruiting the right talent for your College. Whether that&rsquo;s by getting the most out of your recruitment consultant or by implementing some tips for you and your staff. &nbsp;
<h4>Hiring Manager Hints &nbsp;</h4>
Hire at pace For those managers who are hiring temporary staff in FE, both new and old, the best advice we could give to you for hiring staff from recruitment agencies is to move at pace.
Not managing to hire or hiring poor quality staff can have an incredibly negative impact on the outcomes of learners and morale amongst existing staff; and it's no secret that the FE and education sectors in general are facing huge challenges in recruiting and retaining staff, particularly at Lecturing, Support Assistant and Management level. So your College's recruitment process and strategy needs to be as efficient as possible if it is to be successful.
Sell the opportunity It&rsquo;s important to assess the candidate&rsquo;s suitability for your vacancy, however it's also crucial that as a hiring manager you &lsquo;sell&rsquo; the vacancy to the candidate and highlight the amazing opportunity to work in your team and at your College. Promoting the College's vision and values and providing first hand feedback on what it's like to work there will enable candidates to picture what life is like at your College.
The interview experience is an incredibly important factor for job seekers when considering offers; those who have had a positive experience and can see the passion and enthusiasm their potential new manager has, are more likely to be excited about the prospect of working there.
Act fast We all know that a strong candidate will always have multiple job offers on the table and that they will be evaluating each opportunity on its own merits, so if you like the candidate and want to make them an offer, then act fast. Being responsive and proactive can often be the difference in successfully appointing a member of staff and not.
&nbsp;
<h4>Making the most out your recruitment consultant &nbsp;</h4>
The more detail is better Make time to talk to your recruitment consultant, they are there to act as an extension of your HR recruitment team; it's crucial that they are able to fully articulate the opportunity within your team and in order to do that, a brief phone or video call (usually 10-15 minutes) can be the difference to successfully fulfilling your requirements and not.
Given the demand for good candidates in the education sector currently, job seekers are looking to establish as much information about the job and employer they are applying to in order to aid their decision making process. If you haven&rsquo;t come away from a briefing call with your recruiter feeling slightly interrogated, then they probably haven&rsquo;t done their job properly.
Set aside time for admin To make sure your consultant can support you to the best of their ability, it&rsquo;s best if you set aside some time to discuss appropriate timescales on how soon they can provide candidates for you to review, a time to discuss feedback and pre-booked diary slots for interviews. This will make the recruiting process go smoother, faster and your consultant will be able to advise how quickly they can confidently supply options.
&nbsp;
<h4>Find your future staff</h4>
By applying the tips in this article, you&rsquo;re sure to find the right staff for your College in no time. If you are looking to recruit new staff why not reach out to our&nbsp;<a href="/team/education">Education Recruitment Team</a>, they have over 100 years combined experience and are proud to be a key supplier of staff to FE. You can email our team at <a style="color: #872ebf; text-decoration: underline;" href="mailto:education@morganhunt.com">education@morganhunt.com.</a>

Feeling the pressure to fill temporary staff positions before the semester starts? Learn how to recruit quickly and effectively with these hiring manager and recruitment consultant tips.

Temporary Work in FE: Advice to Those Hiring

As we approach the start of the academic year, FE Colleges recruit staff at pace, to cover permanent gaps, sickness and respond to student enrolment. To help the community we&rsquo;re releasing a two part series on temporary work in FE and how to find the right jobs and talent, the first in our series explores finding work.
FE Colleges have a huge range of courses and learners available, so there are often plenty of part time and temporary positions available. Temporary work is a great opportunity for those looking for flexibility, who may have their own business, have child care responsibilities&nbsp; or are semi-retired and want to continue to work part time in their industry area.
There are some do's and don'ts to finding temporary work in FE and some benefits you might not have realised. Read on to find more information on temporary work and some tips to improve your chances of landing the job you want and getting the most out of it. &nbsp;
<h4>Finding the right temporary job for you &nbsp;</h4>
Make the most out of agencies Registering with recruitment agencies may seem daunting at first and you may think it will require lots of work. However agencies will prioritise candidates they are working with on a more exclusive basis, and thus increasing your chances of finding the perfect role.
At first you may think registering at every agency you can find would increase your chances of finding a job, however it can be tricky keeping tabs on different contacts at multiple agencies, providing vetting information to multiple companies and having your referees contacted by multiple people. We recommend you choose one or two agencies; enabling you to build a good relationship with the agency and the agency&rsquo;s staff, so that they can fully understand your requirements and match you with the College that&rsquo;s right for you.
Be flexible Try to be flexible in your requirements, your recruiter will try and find you the most suitable job based on what you are looking for, however the &lsquo;perfect&rsquo; job doesn&rsquo;t always exist. It may be you need to travel a bit further than you ideally wanted to, teach a broader range of levels, pick up an extra day's work or look at shorter term contracts.
You will likely miss out on opportunities if you aren&rsquo;t receptive to needs, as temporary staff recruitment moves very quickly, as colleges do everything they can to accommodate their learners.
Be available This one may seem obvious, but being available is crucial when it comes to temporary work, as Colleges will recruit new staff quickly to cover sickness and student enrolment, you may miss out on job opportunities if you are not keeping on top of your correspondence. So make sure to keep your phone on you, keep on top of your personal emails and keep in touch with your chosen agencies.
Nail the basics With so many people competing for the same jobs it&rsquo;s important to stand out from the crowd. So make sure you&rsquo;ve got the basics covered, your CV needs to be kept up-to-date and it&rsquo;s a good idea to brush up on your interview skills, so that when you&rsquo;re applying for jobs, you&rsquo;re confident and prepared. You can find extensive guides available here:&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/career-advice">morganhunt.com/career-advice</a>
&nbsp;
<h4>Now you&rsquo;ve found temporary work &nbsp;</h4>
Express your availability Just because you start a position on a part time basis, due to the size of some colleges provisions, you may find you are offered more hours after you start work, either in the same or different departments. So if you&rsquo;re looking for more hours, make your manager aware you would be interested in picking up more work and they can try to accommodate you and introduce you to other managers who can utilise your skills.
Keep in contact with your agency If there&rsquo;s no additional work available in the College you are initially placed in, make sure to ask your agency to keep you posted about work at other organisations that fit around your timetable. It's often hard for agencies to find someone who can work for 1-2 days per week, so knowing a candidate who is already working for them and looking for additional hours can work well for both parties.
&nbsp;
<h4>Unsure about temporary work?</h4>
If you are newly qualified or have recently finished a permanent job and are ideally looking for a new permanent opportunity, make sure to keep an open mind about temporary work as this can often lead to longer term opportunities. &nbsp;
Misconceptions in FE Temporary work Temporary teaching work in the FE sector is generally not the same as day to day supply teaching, most synonymous with schools. Generally, unless there is a very short gap to be covered, there is an expectation that temporary Lecturing staff in Colleges will complete and undertake lesson preparation and marking for their classes, which is usually included in the hourly or daily rate. A temporary lecture job in FE isn&rsquo;t just about managing the class.
Benefits of FE Temporary work You will be an integral part of the team when approaching a temporary contract in FE. You will be included in team meetings and often gain access to CPD opportunities, and will play an important role in the success of your department and the learners.
Possibility of permanent If you&rsquo;re ultimately looking for permanent work, make sure to find out from your agency about why there is a vacancy. If it is because someone has left a permanent role or they have been unsuccessful in recruiting for the permanent equivalent, then this creates a great opportunity for you to go in and demonstrate your skills and aptitude for the job to the College, putting yourself in a great position to be offered a permanent role.
&nbsp;
<h4>Find your next job</h4>
By applying the tips in this article, you&rsquo;re sure to find the right job for you in no time.&nbsp; If you are looking for a new role in FE why not reach out to our&nbsp;<a href="/team/education">Education Recruitment Team</a>, they have over 100 years combined experience and are proud to be a key supplier of staff to FE. You can email our team at&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="mailto:education@morganhunt.com">education@morganhunt.com</a>&nbsp;or why not&nbsp;<a href="/jobs/search#/education">explore the vacancies we&rsquo;re currently recruiting for.</a>

Looking for flexible work in education? Discover how to find the perfect temporary role in an FE College and unlock great benefits like career development and the chance to go permanent!

Temporary Work in FE: Advice to Those Looking

In light of&nbsp;<a href="https://www.bloomberg.com/news/articles/2021-12-20/u-k-firms-fear-great-british-resignation-after-staff-departures">The Great Resignation</a>, motivated employees are key to retaining talent. In fact, employee experience is everything these days.
Eisenhower knew that finding the right motivators in the workplace was essential to success and improving employee experience. As the former U.S President, once said, &ldquo;Motivation&nbsp;is the art of getting people to do what you want them to do because they want to do it.&rdquo;
It&rsquo;s important for companies, line managers and HR teams to recognise employee motivators to get the best work out of them and decrease costly staff turnover. Capitalising on key motivators will enable staff to be motivated, passionate and loyal to the organisation. But where to start? &nbsp;
<h4>Understanding motivation</h4>
When&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://en.wikipedia.org/wiki/Abraham_Maslow">Abraham Maslow</a>&nbsp;created his Hierarchy of Needs in 1943, he argued that people are motivated by five essential needs that enable an individual to be fulfilled. In&nbsp;<a href="https://www.simplypsychology.org/maslow.html#:~:text=Maslow's%20hierarchy%20of%20needs%20is,hierarchical%20levels%20within%20a%20pyramid.&amp;text=From%20the%20bottom%20of%20the,esteem%2C%20and%20self%2Dactualization." target="_blank" rel="noopener">Maslow&rsquo;s Hierarchy of Needs</a>&nbsp;these needs are:
<ol>
<li>Physiological&nbsp;- Food, water, warmth and rest</li>
<li>Safety&nbsp;&ndash; including financial security</li>
<li>Belonging&nbsp;- Relationships, community family and friends</li>
<li>Self-esteem&nbsp;- Prestige and a feeling of accomplishment</li>
<li>Self-actualisation - Achieving full potential and extra-curricular activities</li>
</ol>
<h5>Maslow in the workplace</h5>
The Hierarchy of needs is often applied to the workplace as a means to determine how to motivate employees and ensure their needs are met. To achieve this, line managers must make time to consider an employee as an individual for their input into the organisation and encourage and support them.
According to Maslow&rsquo;s theory, an employee begins by focusing on the lower order needs. Those embarking on their career might be more concerned with physiological needs such as income and security. Once these basic needs are met, the employee will focus on social needs. Once the needs are met, an employee may want to meet higher-level needs (growth needs) such as self-esteem.
Although workplace motivation has moved on from Maslow&rsquo;s Hierarchy of Needs, the theory forms the basis of motivation.&nbsp;Motivational triggers do vary between employees. And the challenge can be for line managers to understand what the motivators are for their team members. However, there are common workplace motivators. &nbsp;
<h4>Key motivators in the workplace</h4>
<ul>
<li>Communication Companies with poor employee communications suffer low levels of employee motivation and engagement. Employees who are not informed are difficult to motivate. One of the most important workplace motivators for employees is communication. The more a team interacts with each other, the better their performance will be. Good and regular communication reduces confusion and mistakes as well as improves performance. &nbsp;</li>
<li>Meaningful &amp; challenging work The&nbsp;<a href="https://hbr.org/2018/11/9-out-of-10-people-are-willing-to-earn-less-money-to-do-more-meaningful-work">Harvard Business Review</a> reported that more than nine in ten of employees would be willing to earn less money for the opportunity to do more meaningful work &ndash; showing how important a person&rsquo;s purpose is to them. If you want your employees to be self-motivated, it&rsquo;s a good idea to offer them more responsibility with meaningful work.&nbsp; Challenging and new tasks are important to keep&nbsp;staff engagement, productivity and motivation high. New projects and tasks alleviate the boredom and repetitiveness of job roles, while a challenging task can give the employee a sense of importance and feeling of ownership that will make them feel valued. &nbsp;</li>
<li>Company Culture A healthy company culture fuels motivation and creates a sense of belonging and joint goals. It is fundamental to making employees feel like they are part of a&nbsp;family. It is important to evaluate your company culture to ensure it promotes collaboration, teamwork and transparency. Excessive bureaucracy,&nbsp;micromanaging by managers&nbsp;and&nbsp;withholding of information can be demotivators for staff as well as have a detrimental impact on company culture. A&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://hbr.org/2015/11/how-company-culture-shapes-employee-motivation">high-performing company culture</a>&nbsp;will have a competitive edge. &nbsp;</li>
<li>Teamwork makes the dream work Teamwork can empower the employees to have confidence in voicing their thoughts and opinions and come up with innovative ideas. Teams that work (and play) well together can also improve employee retention too as they enjoy the sense of belonging to the business they work for. A well selected team that complements different personalities and skill sets enables workers to work together and become a group with a mission.&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.workcompprofessionals.com/advisory/archive-0000/09satisfaction.pdf">A 2009 study by the Society for Human Resources Management</a> (SHRM) found that &ldquo;employees rated opportunities to use their skills and abilities in their work as the fourth most important aspect of their job satisfaction.&rdquo; Workplace friendships are created through a shared experience. Maintaining healthy friendships at work can motivate people to remain employed with a company. In&nbsp;2018,&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.gallup.com/workplace/236213/why-need-best-friends-work.aspx">Gallup&nbsp;reported that&nbsp;63% of women</a>&nbsp;who had a work friend were over twice as likely to be engaged during work. &nbsp;</li>
<li>Recognition Rewards and recognition are vital to every organisation. Similar to self-esteem needs, a company should promote or give recognition to employees based on their performance. Make sure to&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/news-and-views/2022/03/how-can-organisations-appreciate-their-employees/249">reward your employees</a>&nbsp;with something that they value. This will motivate the employee to progress or work towards a promotion.&nbsp;Reward and recognition is important for candidate attraction not only staff retention. &nbsp;</li>
<li>Appreciation &amp; praise Often forgotten when deadlines are looming and the pressure is on, appreciation is fundamental to keeping employees motivated. A&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.entrepreneur.com/article/243258" target="_blank" rel="noopener">BCG survey</a>&nbsp;asked employees from around the world their top ten factors for on-the-job happiness. Results show that people place appreciation for their work as the most important factor for on-the-job happiness. It might seem obvious but praising your staff on their achievements can be one of the best motivators out there. There are many ways&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.morganhunt.com/news-and-views/2022/03/how-can-organisations-appreciate-their-employees/249">organisations can appreciate their employees</a>. &nbsp;</li>
<li>Salary &amp; benefits Many people feel that their salary is a validation of their status and qualifications together with any effort and work they have put into their previous roles. Personal motivations form a part of it too &ndash;it is human nature to want to be able to not only pay bills but afford luxuries in life.&nbsp;<a href="https://press-content.glassdoor.com/app/uploads/sites/2/2015/10/ECS-Q32015-Supplement.pdf" target="_blank" rel="noopener">Glassdoor research&nbsp;</a>shows that 79% of employees would prefer&nbsp;<a href="https://www.sodexoengage.com/recognition-platform">&nbsp;additional benefits</a>&nbsp;as opposed to a pay increase. &nbsp;</li>
</ul>
<h4>Modern challenges</h4>
With hybrid and remote work now the norm due to the Covid-19 pandemic, some employees can feel isolated with reduced levels of motivation. Nowadays, there is an additional consideration for organisations:&nbsp;How to keep employees who are working away from the office motivated. &nbsp;
<h4>In Summary</h4>
Motivation is a powerful energy that drives how employees work and the vigour with which they approach their roles. Motivation is, in short, the incentive we all need to wake up in the morning, get dressed and ready for work. Revisiting Maslow&rsquo;s theory of motivation is important, as we continue to adapt and adjust workplaces in a post-pandemic world.
It&rsquo;s normal for employees to face dips in motivation, but it becomes a problem when employees are consistently disengaged.&nbsp;Therefore, HR and SMTs need to take time to review areas such as:
<ul>
<li>Communication methods and frequency</li>
<li>company culture</li>
<li>reward and recognition schemes</li>
<li>salary and benefits</li>
</ul>
While line managers need to get to understand their employees as individuals and consider how each staff member may have different ways to be motivated. People managers also need to:
<ul>
<li>ensure that employees have meaningful and challenging work</li>
<li>look at team dynamics and how the team is working together</li>
<li>consider how they show their appreciation and give praise</li>
<li>ensure they communicate opening and regularly &nbsp;</li>
</ul>
We&rsquo;re here to help - At Morgan Hunt our team are here to help. If you&rsquo;re looking to recruit and need guidance or advice on areas such as salary, benefits, reward and recognition just&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/contact-us">get in touch.</a>

Discover how to harness the power of communication, meaningful work, and a strong company culture to boost employee engagement and retention.

Key Motivators in the Workplace

The Great Resignation is a phrase usually associated with office workers, but recent stats indicate that the next Great Resignation could be among teaching staff.&nbsp; A survey conducted by the National Education Union (NEU)&nbsp; found that&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://neu.org.uk/press-releases/state-education-profession">a fifth of teachers (22%)</a>&nbsp;said they would leave within two years. An estimated&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://educationbusinessuk.net/news/11042022/44-teachers-england-plan-quit-within-five-years">44% of teachers in England are planning to quit by 2027.</a> &nbsp;
<h4>Why are teachers leaving the profession?</h4>
Statistics published by the&nbsp;<a href="https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england">DfE reveal that</a>&nbsp;of teachers who qualified in 2014, just 67% were still in service after five years in 2019. &nbsp;
<h5>Teacher Workload</h5>
The high drop-out rates suggest that attempts to tackle teacher workload - seen as a main obstacle to teacher retention - is failing.
Teachers&rsquo; mental health is being damaged by working excessive and long hours, causing stress and burnout. Research by the&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.nasuwt.org.uk/article-listing/teachers-burnout-due-to-excessive-workload.html#:~:text=Nine%20out%20of%20ten%20teachers,of%20the%20normal%20school%20day.">NASUWT-The Teachers&rsquo; Union revealed</a>&nbsp;that, nine out of ten teachers (91%) reported that their workload has increased in the last year, according to the Union&rsquo;s Big Question Survey 2022. &nbsp;
<h5>Flexible Working</h5>
In the private sector,&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.thehrdirector.com/features/recruitment/six-ways-help-retain-staff-amid-great-resignation/">The Great Resignation</a>&nbsp;has come about partly due to employees wanting the flexibility of remote working and flexible hours. In the private sector, companies are trialling&nbsp;<a href="https://www.4dayweek.com/ukpilot">four-day weeks</a>&nbsp;with no reduction in pay and are offering flexible hybrid-working.
And, while the world around us has changed considerably, the fundamentals of education have not shifted in the same way. Professionals, including teachers, are looking at flexible working as a key priority in their career decisions and job search. Teaching is generally a sector where these new types of working cannot be offered.&nbsp; &nbsp;
<h5>Career Progression and Salaries</h5>
School teachers are currently&nbsp;<a href="https://www.fenews.co.uk/fe-voices/worst-staffing-crisis-in-two-decades-in-englands-colleges/">paid over &pound;9,000 more than college teachers&nbsp;</a>on average, despite many college lecturers being more specialist and having industry experience. FE salaries are also often lower than those in industries.
Jade Blackburn, Director of Human Resources at&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.waltham.ac.uk/">Waltham Forest College</a>, reveals: <q>We know that teachers have concerns about an ever increasing workload and that salaries in the FE sector are being outstripped by salaries on offer back in &lsquo;industry&rsquo; &ndash; this is a particular challenge in the construction trades and IT &amp; Digital.</q>
Staff that leave the profession often report that their college or school had limited career development and training options. And when it is there for the taking, a lack of time and a heavy workload can prevent FE tutors from taking-up continuing professional development (CPD) opportunities. &nbsp;
<h5>The perception of teaching</h5>
Although teachers in the UK battled on as key workers during the COVID-19 pandemic and lockdowns, there is an issue with perception, which is common in countries including the UK and US.
Teaching and marking are what most people think of when they think of a career in education, but there are a whole host of other parts of the role that many outside the sector do not appreciate, which can often be surprising and very challenging to new teachers coming into the profession. This includes admin, lesson preparation, assessments, record keeping, exams, and pastoral care. They also often don&rsquo;t consider the more personal skill element of teaching, such as managing the emotional charge of a room of 30 (often young) minds or the emotional intelligence of what it takes to drive and motivate each member of a class.
In the&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.niesr.ac.uk/publications/global-teacher-status-index-2018?type=report">2018 Global Teacher Status Index</a>, the countries that most respect their teachers are China, Taiwan and Malaysia. In these countries, the teaching profession is seen as on par with doctors. &nbsp;
<h4>What is the sector doing about it?</h4>
When it comes to The Great Teacher Resignation,&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="https://www.fenews.co.uk/exclusive/how-can-we-attract-and-retain-the-next-generation-of-fe-staff/#:~:text=There%20is%20a%20global%20teacher,deliver%20work%2Drelevant%20skills%20training.">how we can attract and retain the next generation of FE staff is a key question</a>. &nbsp;
<h5>Improving salaries, benefits &amp; career development</h5>
<a style="color: #872ebf; text-decoration: underline;" href="https://www.aoc.co.uk/news/worst-staffing-crisis-in-two-decades-in-englands-colleges">The Association of Colleges (AOC)</a>&nbsp;is pushing for the government to work with the FE sector so that colleges can pay their staff better and support them with their development. Some colleges have introduced a salary overhaul in certain subject areas.&nbsp;
Waltham Forest College, is one example of an FE institution looking at the issue of salary and career development. As Jade Blackburn explains: &ldquo;Our turnover of teaching staff is lower than the sector average, but we&rsquo;re not complacent &ndash; we have introduced recruitment and retention payments for new joiners in hard to fill roles, we&rsquo;re reviewing our overall benefits package and ensuring staff have access to good quality CPD so that our first and foremost succession planning tool is to grow and develop our own staff into future teachers, managers and leaders.&rdquo;
Those working outside of the education sector are not aware of the&nbsp;<a href="https://www.becomealecturer.org/faqs/what-are-the-conditions-of-service-and-benefits-of-working-in-the-post-16-education-sector/">generous annual leave entitlement that comes with FE</a>. Although this is dependent on the type of role, most are entitled to around 38 days holiday per year, plus bank holidays. This is significantly higher than the basic 20-to-25-day standard allowance. FE providers could be more transparent about this benefit, as well as other benefits such as pensions. College staff have access to the&nbsp;<a href="https://www.teacherspensions.co.uk/">Teacher Pension Scheme</a>, which compares favourably to almost all private sector schemes. &nbsp;
<h5>Reviewing teacher workload</h5>
Waltham Forest College is looking into the issue of workload. As Jade Blackburn explains, <q>We&rsquo;ve heard the concerns about workload and are continuing to work together to create workable, long term solutions to reduce workload - particularly administrative burdens on teachers.</q>&nbsp;Supporting the mental health and wellbeing of teachers is also key to retaining staff and is an area that is being developed.&nbsp; &nbsp;
<h5>Mentoring</h5>
The use of mentoring and coaching for teachers is widespread. Mentors and coaches may offer support to new teachers as part of an induction process or to existing teachers to enhance the quality of teaching and learning. &nbsp;
<h5>Promoting flexible opportunities</h5>
Although FE workloads are demanding, teachers and assessors can often choose between working full-time, part-time, compressed hours, evenings or even on a casual, hourly basis. This leaves significant scope for flexibility in working hours. Nowadays, there is an opportunity for FE colleges to promote flexible working and home working options where possible. &nbsp;
<h5>Attracting new staff to the sector</h5>
There is an opportunity for FE institutions to adopt some of the tactics that the private sector uses in their candidate attraction and one such example is reviewing their employer brand.
FE colleges are diversifying where posts are advertised to reach a wider talent pool. They are also broadening their use of social media, working in partnership with industry to offer specialist delivery and engaging with specialist recruitment agencies to headhunt teachers and trainees.&nbsp;
Other key areas for teacher attraction can include growing a pipeline by promoting vacancies to existing staff and students completing their studies and alumni, as well as promoting FE jobs to parents at student open evenings. &nbsp;
<h5>Ongoing commitment</h5>
Finally, inconsistency in management styles between different schools and colleges is a real challenge. Good onboarding and ensuring a consistent and robust induction process for all staff can go some way to address this.
So, while there might be a Great Teacher Resignation about to happen, teaching remains an attractive and fulfilling profession. As schools and colleges continue to take action to improve teacher workload and staff wellbeing, real progress can be made.
If colleges work proactively with the sector to understand the drivers behind current issues and improve their policies and interventions, attracting teachers and retaining them will no longer be the issue they are today.

Discover the alarming rates of teacher turnover and the key factors driving educators away from the classroom. Learn about potential solutions to retain valuable teaching talent and ensure a thriving education sector.

How Can the FE Sector Retain Top Teachers?

That time has approached, the end of your probation period is here. Most companies will have a set procedure for this so you won't have to worry, others however will be more laid back about it and it is these circumstances you should be more prepared.
When joining a company, it is normal practice to be issued goals that have SMART performance measures or KPIs (Key Performance Indicators). SMART stands for Specific, Measurable, Achievable, Realistic and Timely. Your goals are what you will need to work towards during your first few months and up until your probationary period is over, unless your goals are reviewed. If you did not receive any such document or have any discussions like this with your boss then it may be difficult to review your performance as there is nothing to judge against.
You should not be in any doubt about your performance. A good manager will offer you advice and tips to help you achieve your goals. If you are in doubt then you could be working for one of those more laid back companies. In this case be proactive to ensure that you have ticked all the boxes and have done everything that you were required to do. If you have not been able to achieve the goals set out for you, the best approach is to be honest and present the reasons for why you haven't been able to do so.
Here are six tips to help you get through this crucial process. &nbsp;
<ol>
<li>Plan a meeting You must make sure that you have a meeting booked in with your boss to discuss your probation review. Ideally you should not allow this to linger on much after the due date. Your probation period is up and it needs confirmation as to whether the employer wants to continue with your services and issue you confirmation of this or you part company. &nbsp;</li>
<li>Preparation Before the meeting you should have done some preparation; you may have been asked to fill in a self-assessment form which you should complete and take with you. This is your opportunity to present compelling evidence that your performance has met expectations. If goals and objectives were given to you then you need to know what these are be able to explain how you successfully achieved them or outline which you have not and why. While it may be acceptable during the first few months not to have achieved all goals, particularly if these are set for the year, you should at least have answers to what progress you have made or good reasons why they have not started. Using data and statistics to support your arguments is a great way to demonstrate your skills and be accurate about what you have and have not been able to achieve, as well as help you propose changes you would make going forward. &nbsp;</li>
<li>Peer feedback Peer feedback prior to your meeting is always useful. If your colleagues like you they may give you some tips too; after all they will have been through a similar process. If the feedback has been positive then this is always a good sign that you have settled into the company and the culture well. Your best source of information will be your immediate superior who has observed and rated your work performance during the probationary period. Before the meeting you should check with them to make sure you have everything prepared. &nbsp;</li>
<li>Attending the meeting Be early, be sharp; be smart. Don&rsquo;t forget your reviewer will have been thinking in depth about how you have performed during the probationary months. It is most unlikely that they will have come unprepared. If there are areas they are concerned about, not sure about or simply don&rsquo;t know because they have not worked that closely with you, it is possible they may extend your probation period. This is not ideal but not a disaster. You still have time to prove your worth so be prepared that this may happen, its more common than you think. &nbsp;</li>
<li>Be professional Always be professional no matter how the review goes. Be polite and accepting of feedback. Answer questions and demonstrate your value in a positive way. Give good reasons why some things have not been achieved and good explanations of those things that have been achieved well. Use testimonials where necessary so that your reviewer can easily observe how well you have performed in some areas and how easily you have settled in. No boss wants to break team dynamics for the sake of it. &nbsp;</li>
<li>Accept the decision You should accept whatever the decision is with good grace. If you do not get through probation then treat this as a learning curve for the next role. Be tolerant, calm and remain professional as you will need their references. It is always best to keep on good terms with your employers.</li>
</ol>

 Learn how to prepare, impress your boss, and increase your chances of securing a permanent position.

6 Tips on How To Approach Your Probation

<h4>Success is not a destination but a journey</h4>
Most of us tend to associate career development with climbing the professional ladder; trying to manage our careers as an upward only process, re-framing professional development as a journey rather than a ladder can be much more fulfilling and beneficial in the long run.
The career ladder although goal-driven, can sometimes give a limited view of success and it&rsquo;s possible that an over-reaction to not achieving the vertical climb could be catastrophic through bad post- decisions and mindset. &nbsp;
<h4>Why ladder climbing is a limiting approach</h4>
Stop thinking of your career as a ladder and start to re-frame it as a path; very few people see a career history that goes up all the time, many people have solid years in work experience as preparation for more senior, more challenging or changing roles. Learning to think about career development as a rewarding and enriching experience will help you to focus on professional satisfaction and personal happiness aspirations as opposed to vertical achievement.
&nbsp;
<h4>Reasons why the ladder model is limiting:</h4>
<ul>
<li>It&rsquo;s important to remember that everything is possible and to keep open to new ideas.</li>
<li>You don&rsquo;t have to pursue a strict and rigorous career plan, in order to be fulfilled.</li>
<li>Many people discover true happiness once they become open to alternative options.</li>
<li>Chances are that your dream job could be in a completely different sector or a different job type. Changing careers midlife is quite common.</li>
<li>Going for the career ladder approach will limit you and curb your attempts to unleash your full professional and creative potential.</li>
</ul>
The ladder-based career approach has a very narrow vision in terms of your own self-assessment of your potential. For example what if your ability is much more than the career goal you have set yourself and what if you have set yourself timelines that interfere with relationships and life interruptions; small successes need to be enjoyed at leisure.
But the biggest limiting factor of all to the career ladder is using this as the measure of success in life. There are many flavours of success; continuous work, happy job, work-life balance, etc. And here&rsquo;s the key point; if you know a person who has reach the grand age of 100 years old, ask them whether they considered their life a success, the chances are they would say &lsquo;yes&rsquo;; not because they made manager in their 20&rsquo;s, director in their 30&rsquo;s and executive management in their 40&rsquo;s, they&rsquo;re more likely to attribute success in years gone by, family and friends, indeed survival.
So there&rsquo;s a good and wonderful alternative you can adopt right now; to view your career as a life journey to help you accomplish the growth that you need, in the knowledge that the process will be accompanied by a lot of excitement, happiness and personal satisfaction. &nbsp;
<h4>A career path as a journey rather than a destination</h4>
You might change jobs a few times and adapt in order to discover your potential. The journey may take a few hairpin bends, it might get rocky or it might go straight along the tow path, you might reach a motorway for the fast lane and then turn off on the &lsquo;B&rsquo; road; remember that exploring the possibilities and irrational job-hopping are two completely different things.
Seeing your career as a journey still means that you have a purpose and a goal, but you are measuring success entirely differently and experiencing fun along the way.&nbsp;Discovering happiness and the perfect job is much more than being one hundred per cent committed to getting a promotion. The pursuit of the right career involves a bit of experimentation, an open approach, a bit of luck and planning, and on occasions some professional guidance.
For more information on Morgan Hunt jobs and careers,&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="mailto:info@morganhunt.com">contact us today.</a>

Rethink your career path as a journey, not a climb. Discover how focusing on personal growth and happiness can lead to greater fulfillment.

Consider Your Career as a Life Journey and Not a Ladder

Over the coming days and weeks, many of us will be adapting to working remotely from home. This change will also affect how job interviews take place, so as a prospective employer it is important to be able to hold efficient and productive virtual interviews. Here are some preparation tips to assist you to find the right individual for your role.
<ul>
<li>Use the most appropriate platform for all&nbsp; Use a platform which allows a video interview will assist both you and the interviewee to interact as naturally as possible. This will give you an opportunity to assess soft skills plus allow the prospective candidate to gain an understanding of the culture of your organisation. There are obviously a host of platforms which we are all using currently &ndash; make sure you use one that allows for conference video and that your interviewee can access easily.&nbsp; </li>
<li>Have a Plan B Despite the best preparations there may be technology issues, have the phone number of the interviewee or the recruiter to hand just in case the video connection is lost, or it does not start on time. It is inevitable amid the ongoing challenges that video interviews will become more common practice, so everyone will become more comfortable using the various technology platforms.&nbsp; </li>
<li>Preparation Check the lighting in the room, try to avoid direct light sources or bright objects behind you as this will create a shadowy silhouette. If you can elevate your laptop to avoid staring down into the camera and position yourself at a table, against a plain, neutral background. Turn off all other apps on your laptop during the interview so the individual has all your attention and you are not distracted during the interview. Make sure to have your standard interview questions to hand as well as a copy of the individuals CV. </li>
<li>Remember to convey your organisation culture It's difficult in a home setting but you need to convey a strong sense of your organisation culture via video, so be prepared to discuss in detail your &nbsp;values and the day to day office culture or invite relevant colleagues to the interview to assist with this. Just ensure that you have agreed format/ roles in advance so that everyone on the interview panel is clear of the questions they are to ask or the aspects of the organisation they are to describe.&nbsp;&nbsp;&nbsp; </li>
<li>Opportunity for questions Important to encourage as much back and forth interaction as possible so make sure to give the candidate an opportunity to ask questions. Ensure that you take notes throughout about their answers, body language and how they communicate throughout the interview. </li>
<li>Reflect on the interview Once concluded take time immediately after the interview to write down your thoughts and impressions. Also make note of any further queries you may have following the interview. Call the recruiter with feedback as soon as the interview concludes so that they either answer these questions or follow up on your behalf. </li>
</ul>
<h5>What next?</h5>
It is likely that video interviewing will continue to grow in usage over the coming months, so it is useful to get as much experience as possible which will help you establish your own style over this format.&nbsp; If you would like to speak to an expert about how to conduct virtual interviews at their very best, sell your organisation to potential candidates and attract the best talent,&nbsp;<a style="color: #872ebf; text-decoration: underline;" href="/contact-us">contact us</a> today.&nbsp;

Navigate the challenges of remote hiring with confidence. Learn how to conduct effective video interviews that leave a lasting impression on potential candidates.

A Virtual Interview Guide for Hiring Managers

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Morgan Hunt is a multi-award-winning recruitment agency with over 150 consultants across London, Birmingham, Manchester, Bristol and Glasgow. We provide specialist recruitment services to over 2,000 clients.
Founded in 1994, we&rsquo;ve become renowned for connecting talented candidates and brilliant organisations within the charity, education, finance, government, housing, professional services, property &amp; construction, social care &amp; health and technology sectors.

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Our size is our strength. We&rsquo;re small enough to care but big enough to make an impact. Genuine passion and enthusiasm for what we do, combined with a deep understanding of our sectors and our ability to respond and adapt swiftly to clients&rsquo; needs is what makes us unique.
Our success is our people. We pride ourselves on our commitment to our most important assets &ndash; our people &ndash; through recognition and rewards. We take care of them so that they can take care of you.

Our core values underpin everything we do and are reflected by our people. Respect, determination, teamwork, integrity, understanding and fun are central to how we work with each other and our clients and candidates. Our consultants take the time to understand your needs and are dedicated to guiding and supporting you through the recruitment process.
Our relationships set us apart. We work closely with some of the largest organisations in further education, housing, social care, charity and more. Our clients trust us with exciting and often exclusive roles, so you can be confident that you&rsquo;ll find an opportunity that matches your skill and ambition.

We built our pedigree in the public sector but have adapted our offering for private sector markets too. Today we’re delighted to serve the public, not-for-profit and commercial sectors and are approved suppliers on many high-profile recruitment frameworks.

Our employer branded careers sites are dedicated minisites that help organisations&nbsp;highlight their open vacancies. Jobseekers&nbsp;can learn about the organisation, its&nbsp;culture, the benefits it offers and much more to make more informed career choices.&nbsp;

Morgan Hunt is a multi-award-winning recruitment agency with over 150 consultants across London, Birmingham, Manchester and Glasgow. We provide specialist recruitment services to over 2,000 clients.
Founded in 1994, we&rsquo;ve become renowned for connecting talented candidates and brilliant organisations within the charity, education, finance, government, housing, professional services, property &amp; construction, social care &amp; health and technology sectors.

We have ambitious aims for the future. Our goal is to grow significantly over the next 5 years and to do so we need the right people. So we are on the search for experienced self-starters who are driven, passionate and curious.
In the last 12 months we have invested heavily in state-of-the-art recruitment technology, a powerful job search website and a new, refreshed brand identity. These tools are there to support our consultants to provide the best possible service to our customers.
The recruitment industry is often stigmatised, so our vision is to transform the perception of recruitment. This is no small challenge, but a worthwhile one that drives us to do our best every day.

Morgan Hunt is the vision of brothers Rupert and&nbsp;Stephen Fordham, founded over 25 years ago as a small city headhunting firm. As a result, family values are in our DNA &ndash; and that feeds through into our company culture, and the way we treat our employees, candidates and clients.
In 2001 the company expanded into the public sector for the first time &ndash; placing temporary workers into housing associations. This triggered a period of sustained growth within the sector, and ultimately led to the remarkable achievement of winning Best Public Sector Recruitment Agency in four out of five years from 2011 to 2016.
Following this success, we extended our offering to private businesses and public organisations in the education, finance, technology, property and professional services sectors. And we&rsquo;re now proud to be a specialist multi-sector, multi-service recruitment business with clients and dedicated teams in every corner of the UK.

Our commitment to excellence, innovation and diversity &amp; inclusion is recognised by the industry, and we are proud to showcase our achievements and affiliations through these esteemed awards and accreditations.

Pentagon Talent isn&rsquo;t your average recruitment agency. With a strong connection to the public sector, where moral and ethical values are high, we adopt these in private sector recruitment.
We care about the success of our clients and candidates
We understand that every candidate is unique, and every client is different. That&rsquo;s why we build an emotional connection with clients and candidates. Whether you&rsquo;re recruiting or looking for your next job, you will receive a tailored service from a team that cares. And that includes clear and transparent feedback for every candidate post-interview.
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A small team with a big heart
Born out of a public sector recruitment agency, Pentagon Talent is big enough to make an impact but small enough to care.&nbsp;Pentagon Talent is supported by the infrastructure of Morgan Hunt, a national recruitment agency. This means we have access to resources including compliance, candidate services, IT, finance, and marketing.&nbsp;Specialising in legal and accounting practices, we have a reliable team who are experienced in modern recruitment challenges.
Values underpin everything we do
Our values come to life in our interactions with candidates, clients and colleagues. Transparency, integrity, consultancy, collaboration, and efficiency underpin everything we do. It enables us to guide and support organisations and individuals through the recruitment process.
&nbsp;
&nbsp;

<h4>We care about your success, just as much as our own.</h4>

As part of the Morgan Hunt Group, Pentagon Talent isn’t your average recruitment agency.

We want to prove that working with a recruitment agency can be rewarding and profitable instead of challenging or annoying.

Pentagon Talent specialises in legal and accountancy recruitment. Part of the Morgan Hunt Group, the business was born out of the success of our public sector business.
We connect organisations with the best business professionals the market has to offer. Our 360-degree service and extensive networks help organisations and jobseekers achieve their hiring and career goals.
Our mission is to provide unbeatable recruitment solutions to private sector organisations within the professional services industry by using consultative, transparent, and efficient practices that connect them with the best, hard-to-reach talent in the market.
&nbsp;

Imagine a recruitment firm where every candidate and client receives a tailored service. Envisage a dedicated team that keeps you in the loop at every step in the process. Well, now you can.
Pentagon Talent is here and we are re-engineering recruitment. And we&rsquo;ve got a great role model &mdash; our parent company, award-winning, public-sector specialist Morgan Hunt. That&rsquo;s where we inherit our values and our experience too.
Pentagon Talent focuses on the recruitment of finance professionals for legal and accountancy practices and is based in London but with offices in Manchester, Birmingham, Milton Keynes, and Glasgow. Our team is one of Morgan Hunt&rsquo;s fastest growing, and the sector emerged from the COVID-19 pandemic to thrive. Since last year, we&rsquo;ve seen a 50% increase in roles, and we expect this to grow.

At Morgan Hunt, we're committed to matching talented individuals with the right SEN jobs. Our dedicated team works tirelessly to understand your skills, preferences, and career goals, ensuring we find the perfect fit for you.
Explore our latest SEN job vacancies below and take the first step towards a fulfilling career in special education. Join us in shaping brighter futures for students with SEN.

Join our team and make a difference. At Morgan Hunt, we're passionate about connecting people with fulfilling careers that align with their values. If you're driven to inspire others and help organisations achieve their goals, we invite you to join our growing team.

Join our team and make a difference. At Pentagon Talent, we're passionate about connecting people with fulfilling careers that align with their values. If you're driven to inspire others and help organisations achieve their goals, we invite you to join our growing team.

Build an Amazing Career at Pentagon Talent

<h5>Statutory Sick Pay (SSP)</h5>
<a href="#who-is-entitled-ssp">Who is entitled</a>
<a href="#how-much-is-ssp">How much is SSP</a>
<a href="#what-is-ssp-payable">When is SSP payable</a>
<a href="#what-happens-when-morgan-hunt-cannot-pay-ssp">What happens when Morgan Hunt cannot pay SSP</a>
<hr>
<h5>Statutory Maternity Pay (SMP)</h5>
<a href="#smp-entitlement">Entitlement</a>
<a href="#proof-of-pragnancy">Proof of pregnancy</a>
<a href="#refuse-pay-form-smp-1">Refuse pay form SMP1</a>

Our candidate services team handles the whole payroll and timesheet process from the onboarding of candidates through to payment. We are on hand to offer advice and guidance every step of the way. If you have a question about payroll, umbrella companies, the CIS scheme or statutory pay, please contact us.

At Morgan Hunt, we're here to help employees through the challenges of redundancy. We've partnered with a Redundancy &amp; Outplacement Specialist to offer guidance and support during this difficult transition. Let us help you navigate this period with confidence.

Quality, personalised support to people facing redundancy, because it is one of the most challenging times in a person’s lives

In today's job market, restructures and downsizing persist, forcing tough decisions upon employers.
To handle redundancies fairly, it's crucial to recognise the transformed job market where over 70% of opportunities are unadvertised.
Outplacement services&nbsp;help individuals find new employment opportunities and cope with the emotional impact of a job loss. They also indicate&nbsp;a company's commitment to its workers' well-being and value, which&nbsp;can boost a positive relationship with employees and improve the company's reputation.

If you have recently lost your job, outplacement services can be an excellent resource to help you find new employment opportunities and provide you with the emotional support you need during this challenging time.
If you're interested in receiving exceptional support to help you move forward in your career, don't hesitate to reach out to us.

Our outplacement services are designed to help your employees find new employment opportunities quickly and efficiently. We work with your employees to identify their skills, strengths, and experience, and provide guidance on job searching, resume writing, and interviewing techniques.

Services

Webinars

Explore how Morgan Hunt has helped organisations achieve their goals through tailored recruitment solutions. From enhancing board diversity to filling critical interim roles, our case studies showcase the expertise, dedication, and results that set us apart. Dive into our success stories to see how we’ve inspired working lives across various sectors, making a real difference for our clients and candidates alike.

Strong leadership is key to the success of any charity or not for profit organisation. The rate of change for the industry is accelerating and events like the current pandemic only increase this. So you need leaders who are creative and innovative, ready to identify new opportunities and make change happen.
Finding the right person is easier said than done, but our executive search team can help make this a reality. You will have the full support of a dedicated consultant who will work in partnership with you to achieve success.
But what does success look like? To us it means fully understanding your organisation's objectives, challenges and culture. Then we do what we do best; sourcing inspirational talent that have the skills to help you grow.
We have an excellent track record of recruiting executives for charities and not for profits. In the last 3 years, we have successfully appointed over 50 senior leaders and board members. For retained executive search campaigns we are proud to provide an outstanding 100% fill rate.

Appointing executive leaders that  make change happen

We can support your organisation in the search for all types of board and senior leadership appointments including:
<ul>
<li>Chairs</li>
<li>Non-Executive Directors</li>
<li>Treasurers</li>
<li>Chief Executives</li>
<li>Trustees</li>
<li>Directors of all functions</li>
</ul>

If you'd like to find out how we could help you in your search for a new executive appointment or the development of your leadership team, get in touch with us. We'd love to hear from you.

We are proud to have a long list of highly satisfied organisations that we have supported. You can find out more about how we helped them improve their leadership by reading out case studies.&nbsp;

Our charity team has&nbsp;been successfully recruiting charity and fundraising professionals for a huge range of not-for-profit organisations since it was established in 2005.&nbsp;&nbsp;We work with charities, large and small, and have become one&nbsp;of the go-to recruitment teams in the sector.
We don’t simply recruit, we inspire success. We take the time and energy to understand our client’s requirements and strategic plans to drive those forward with the perfect candidate. We work closely with our clients to ensure we not only understand the role, but also the organisation’s values and culture.
We know that the charity sector is a growing sector, which is why we put the quality of our candidates and the speed of our service at the forefront of what we do.

Because of our recruitment experience and sector knowledge, we understand the challenges our clients face as well as what it takes to build a successful career in this inspiring sector. We're also deeply passionate about fundraising, and actively work on building its wider reputation.

Get in touch for a friendly, no-obligation chat.

Interested in a new approach to your charity and fundraising recruitment? 

<ul>
<li>Chair, Trustee and Non-Executive Directors</li>
<li>Chief Executives</li>
<li>Heads of and&nbsp;Director level fundraising roles</li>
<li>Officer and&nbsp;Manager level roles across all fundraising income streams including:</li>
<li>Human Resources</li>
<li>Finance &amp; Procurement</li>
<li>Legal &amp; Governance</li>
<li>Policy &amp; Public Affairs</li>
<li>Marketing &amp; Communications&nbsp;</li>
<li>Business Support</li>
</ul>
We recruit at all levels of experience,&nbsp;from entry roles all the way to Director and Board level. Interested in a new approach to your charity and fundraising recruitment? Get in touch for a friendly, no-obligation chat.

We have dedicated teams and consultants for each of the following roles:

Established in 2005, the charity team at Morgan Hunt has been successfully recruiting people into the charity sector for 15 years. We operate nationally and recruit for a wide range of roles for charities and not for profit organisations.Together we have over 100 years of combined recruitment experience tailored to the charity and not for profit sector.&nbsp;

Whether you’re looking to find your next role, fill a position, or just want to chat about how we can support your recruitment needs, we’re here to help.

To discover how Morgan Hunt can support your next step in data and business intelligence, get in touch with us today. Submit your details, and let’s discuss how we can help you find, secure, and thrive in a role where your skills make a real difference.

Morgan Hunt and the Black Leadership Group are committed to inclusive and anti-racist recruitment and to supporting black leaders in progressing in their chosen career. We have jointly developed this job board as a collaborative effort &ndash; our aim is to ensure that more ethnically diverse individuals are aware of leadership opportunities available to them and to assist employers in promoting their opportunities to talented black professionals.

At Morgan Hunt, we pride ourselves on our people and our diverse workforce. Our mission is to deliver excellence to individuals, businesses and communities. To help us achieve that goal, we recruit individuals from a diverse range of backgrounds and experiences, enhancing the service we provide to a variety of industries. Collaboration is one of our key company values and it is that collaboration which enables us to continue to grow and become one of the leading recruiters in the industry.
Diversity and inclusion matters and it is important that we promote that throughout our work. It represents the inclusion of people from all backgrounds, roles, levels and areas of expertise; adding to the continued growth and success of Morgan Hunt, nurturing our talent and enabling us to strive for excellence in what we deliver.

Use the links below to download our annual Gender Pay reports.
<ul>
<li style="font-weight: bold;"><a href="https://cdn.sourceflow.co.uk/prpiyr0g67903lijqz9k8xuz2fwu" target="_blank" rel="noopener">Gender Pay Report 2017-2018</a></li>
<li style="font-weight: bold;"><a href="https://cdn.sourceflow.co.uk/6c1r9cgaxrsbk4rqqw5j4geq1h8r" target="_blank" rel="noopener">Gender Pay Report 2018-2019</a></li>
<li style="font-style: italic;">Gender Pay Report 2019 - 2020 (Report not completed due to the Coronavirus pandemic)</li>
<li style="font-weight: bold;"><a href="https://cdn.sourceflow.co.uk/3t184ax65ckh4fdsocnyz8uv4qdh" target="_blank" rel="noopener">Gender Pay Report 2020-2021</a></li>
<li style="font-weight: bold;"><a href="https://cdn.sourceflow.co.uk/yqsws5dbnyx8kypyrbyq2r7n189h" target="_blank" rel="noopener">Gender Pay Report 2021-2022</a></li>
<li style="font-weight: bold;"><a href="https://cdn.sourceflow.co.uk/688u4vuirytrkaa2tfc050b2oz91" target="_blank" rel="noopener">Gender Pay Report 2022-2023</a></li>
<li style="font-weight: bold;"><a href="https://cdn.sourceflow.co.uk/6nmqxbc8014mru11zsgojzzuq536" target="_blank" rel="noopener">Gender Pay Report 2023-2024</a></li>
<li style="font-weight: bold;"><a href="https://cdn.sourceflow.co.uk/pv9d6cjiyi2enpvn3438ltdf9bg5" target="_blank" rel="noopener">Gender Pay Report 2024-2025</a></li>
</ul>

At Morgan Hunt, we're committed to making sure everyone can access our services and information. Our website is fully accessible, designed to accommodate diverse needs and preferences. Whether you're using assistive technologies, navigating with keyboard-only controls, or adjusting settings for visual or auditory needs, we want you to have a seamless experience.
Check out our Accessibility Page to learn more about the specific features and tools we've implemented to enhance accessibility:

It's not enough to hire people of different races, genders and sexual orientations &ndash; every employee needs to feel like they are welcome, safe and free to be themselves at work. Studies show diversity makes an organisation more innovative, productive and successful.
According to McKinsey, businesses with diverse workforces are up to 35% more likely to outperform their competitors. So it&rsquo;s vital that organisations have access to the best diverse talent. Nowadays, those employers embracing diversity are better at attracting and retaining top talent. Diversity is an important issue for any modern business. And it all starts with recruitment

Here at Morgan Hunt, creating an inspiring and inclusive culture is key to our mission of inspiring working lives.&nbsp;

We have many ways in which we support clients with their D&amp;I development. Based on our recruitment experience and additional research, we have developed a number of services and products to assist with your hiring. These enable you to turn D&amp;I into an improved employee experience and provide a strategic advantage for your organisation. Here are the ways we help.

To find out how Morgan Hunt can help your organisation create an inclusive workplace and attract top, diverse talent, then get in touch today.

Find out more about our diversity &amp; inclusion consultancy service

If you are recruiting in Education leadership or Management, we understand the challenges of filling education management jobs or further education management jobs.
In the last three years, we've made over 250 leadership and management level appointments in the education sector, working with over 80 different organisations, with a 100% fill rate on exclusive campaigns.

Exceptional leaders of the next generation

At Morgan Hunt, our higher education headhunters and academic headhunters specialise in finding exceptional professions for these positions. A specialist and consultative approach to executive recruitment enables you to find the best candidates for your education leadership jobs.
We have a 15-year track record of recruiting for FE Colleges, Sixth Form Colleges, Adult Education and Private Training providers, and Awarding and Membership bodies.
Working with the executive recruitment team saves you time, and gives you access to a nationwide network of education leaders.

Finding the right people to lead your organisation

Are you looking for a reliable further education recruitment agency? Welcome to Morgan Hunt, the education recruitment agency with a difference. At Morgan Hunt, we are an education recruitment agency that is passionate about recruitment. And devoted to education.
We understand the challenges of finding the right lecturer or teaching assistant to help your students. Our education division has been a market leader in further education and academic recruitment since 2004. Since then, colleges and universities have found the right staff members for their needs.
We specialise in attracting and recruiting staff for:
<ul>
<li>Further education colleges</li>
<li>Sixth-form colleges</li>
<li>Private education providers</li>
<li>Charities</li>
</ul>
If you're looking for a recruitment agency in the education sector, look no further than Morgan Hunt!

The education recruitment agency with a difference

With Morgan Hunt, you will enjoy access to a national network of candidates. You will benefit from our search and selection techniques too. We'll identify and help you hire the best candidates for your education roles.
Our candidates come from a variety of backgrounds and specialisms; so, whether you need an experienced FE lecturer to deliver, engineering, maths, or English through to hair and beauty – Morgan Hunt can help.
Our education recruitment consultants have over 100 years of recruitment experience in the education sector. Many of our further education recruitment consultants have also worked in the education sector. It makes all the difference when it comes to understanding your needs. We know the nuances and challenges of the education sector. We use this knowledge to find hard-to-reach specialists to enable your students and educational institution to succeed.

Talk to one of our specialist recruiters today and learn more about how we can help you recruit.

Interested in a new approach to your education recruitment? 

<ul>
<li>Lecturers</li>
<li>Learning support assistants</li>
<li>Heads of Department</li>
<li>Senior leadership</li>
<li>Apprenticeship assessors</li>
<li>Careers advisors &amp; student services</li>
</ul>
Our division boasts the achievement of having more managed service contracts with FE colleges than any other UK recruitment agency. We are proud to be a key supplier of staff to the Further Education sector.

Our depth of knowledge makes us specialists in recruiting for a wide range of roles including:

Morgan Hunt's Education division, established in 2004, has since grown to a team of 30 staff across our offices with over 100 years combined recruitment experience in the sector. Our clients include further education &amp; sixth form colleges, private training providers and charities.

We understand your recruitment challenges and that is why Morgan Hunt work with clients to enhance their employer branding to hire the best and diverse talent available.
Now more than ever, candidates want an actual insight into what it is like to work for your organisation. In addition to researching employee online reviews on places such as Glassdoor, candidates are increasingly looking at your additional insights about your business.
How to find the right person for your organisation is an important decision. It depends on the way you attract, select and interview candidates. Our specially designed employer packages are created to bring you talent quickly and cost-effectively.

Every day, we connect organisations with exceptional candidates.&nbsp;

To find out how Morgan Hunt can help to enhance your organisation's Employer Value Proposition to hire the best diverse talent available, get in touch today.

Get your employer branded campaign today, pay monthly or annually

Morgan Hunt Executive provides search campaigns, trustee appointments, interim leadership and board consultancy to public services, education, charity and not for profit organisations.
We understand that our clients face many challenging situations, so&nbsp;our focus is to identify and develop leaders &ndash; helping to shape better organisations in the most testing of environments.

We appoint inspirational and effective leaders. Delivering transformation and accelerating change.

Morgan Hunt Executive provide tailored executive search, trustee recruitment, board and consultancy services. We help organisations to identify the best leadership talent.
Our teams work closely with you to build a relationship as trusted advisors. We provide a dedicated, consultative approach and guide you through the process of every search campaign.
We understand the complexity of the challenges and the scrutiny that our clients face on a day to day basis. We pride ourselves on adapting every campaign in order to deliver a bespoke solution and exceptional outcomes.
Our team&rsquo;s wealth of experience stems from many decades of working with education, charity, not for profit, social housing, and property &amp; construction organisations, in both the public and private sectors. As a result, our consultants possess unrivalled knowledge of their markets and have nurtured deep networks.
Founded over 25 years ago, we are known for and are proud of our values driven approach to recruitment. Our client's trust us to get the job done; we have fulfilled 98% of all our retained executive search campaigns.&nbsp;

The key to our success is the quality of our relationships and our consultants' networks of sector specialist finance candidates.
Our consultants work hard to build networks within their chosen industries which means that we can provide not only finance specialists but industry specialists too. One of our core values is respect and we strive to treat our candidates and clients with the same level of honesty and integrity. A large number of our candidates come from referrals which is testament to the quality of our relationships.

Our dedicated team of specialist consultants have proven experience in recruiting the following roles:
<ul>
<li>Chief Finance Officer</li>
<li>Director &amp; Deputy Director of Finance</li>
<li>Director &amp; Vice Principal of Finance and Resources</li>
<li>Financial Controller</li>
<li>Heads of Finance</li>
<li>Finance Manager</li>
<li>Management Accountant</li>
<li>Finance Business Partner</li>
<li>Financial &amp; Assistant Accountants</li>
<li>Finance Officer</li>
</ul>

Morgan Hunt has dedicated teams for both private sector and public sector finance. We understand that the requirements for finance professionals differs between the two&nbsp;sectors,&nbsp;so we built&nbsp;dedicated, specialised teams for each.
Our private sector team specialises in the recruitment of finance professionals into accountancy and legal practices, whereas our public sector team has expertise specific to the finance requirements of charities, colleges, universities, membership and regulatory bodies, housing associations and government agencies.&nbsp;
Both teams have over 15 year's experience within recruitment and the finance sector. Through this we have developed deep routed relationships with organisation in those industries.

The key to our success is the quality of our relationships and our consultants' networks of sector specialist finance candidates.
Our consultants work hard to build networks within their chosen industries which means that we can provide not only finance specialists but industry specialists too. One of our core values is respect and we strive to treat our candidates and clients with the same level of honesty and integrity. A large number of our candidates come from referrals which is testament to the quality of our relationships.
Our dedicated team of specialist consultants have proven experience in recruiting the following roles:
<ul>
<li>Chief Finance Officer</li>
<li>Director &amp; Deputy Director of Finance</li>
<li>Director &amp; Vice Principal of Finance and Resources</li>
<li>Financial Controller</li>
<li>Heads of Finance</li>
<li>Finance Manager</li>
<li>Management Accountant</li>
<li>Finance Business Partner</li>
<li>Financial &amp; Assistant Accountants</li>
<li>Finance Officer</li>
</ul>

If you are seeking an experienced partner in your search for top-class finance and accountancy professionals, then look no further. We're on hand and ready to help.

<ul>
<li>Senior Finance</li>
<li>Audit</li>
<li>Commercial Finance</li>
<li>Outsourcing</li>
<li>Transactional Finance</li>
</ul>
Interestingly, each of us was born in a different country. This multiculturalism has instilled a greater sense of understanding and empathy which translates directly into how we deal with our clients and candidates.

Established in 2011, our team specialises in the recruitment of accountancy and finance professionals into private sector professional services organisations in London and the home counties. These organisations include both leading law firms and accountancy firms.

From offices in London, Birmingham, Manchester, Glasgow and Milton Keynes, we provide recruitment and staffing solutions&nbsp;for the public, not for profit and private sectors.

Every day, in every corner of the UK, we connect ambitious organisations with exceptional candidates

We go to great lengths to treat every client and candidate with care and respect, and we use our years of experience to inspire you to achieve your ambitions.
It&rsquo;s all driven by great people, who help us in our mission to deliver excellence to individuals, businesses and communities.
Inspiring working lives isn't just our motto, it's what we aspire to do each and every day in order to to make a difference to our customers and our employees.

Although we tailor every project to the needs of every client, we offer several specialist services that address the various recruitment challenges that today’s organisations face.

Morgan Hunt and the Black Leadership Group are committed to inclusive and anti-racist recruitment and supporting black leaders in progressing in their chosen career. We have jointly developed this job board as a collaborative effort &ndash; our aim is to ensure that more ethnically diverse individuals are aware of leadership opportunities available to them and to assist employers in promoting their opportunities to talented black professionals.
If you're a skilled Black or ethnic minority professional looking for new ways to progress your career, this is the platform for you.

Want a career that lets you leave a mark? We bring people like you to roles where you shine. Perhaps you&rsquo;re keen to get involved in London&rsquo;s buzzing public scene or eyeing opportunities across the UK. Whatever the case, we connect talented individuals like you with an assortment of jobs in the public sector.

Each of these roles opens up a pathway so you can make an impact. So, where do you see yourself? Which path will you take to make a difference? Let&rsquo;s find out together.

Let us help you make your mark in the public sector

Your talents are sought after across all fields of the public sector. Here are just some of the roles we recruit for:
<ul>
<li>Social worker</li>
<li>Full Stack Developer</li>
<li>Service Improvement Officer</li>
<li>Floating Support Worker</li>
<li>Governance Officer</li>
<li>Housing Support Worker</li>
<li>Revenues and Benefits&nbsp;</li>
<li>Senior Payroll Officer</li>
<li>English Lecturer</li>
<li>Architect</li>
<li>Trusts and Fundraising Officer</li>
<li>Careers &amp; Progression Manager</li>
</ul>

Welcome to our candidates’ section. Dive into the latest job openings, info on the professions we recruit for – plus articles and guides to empower your job search and career. Our recruitment approach is simple – it’s all about you. Do you have years of experience under your belt? Exploring the professional landscape for the first time? Our job is to provide guidance that fits your life and to scout out that dream job. We work with hundreds of companies, large and small, across all kinds of fields. We’ll find you somewhere you’ll grow and flourish, whatever your professional aspirations may be. Discover your next career move with us now.

Discover your next career move with us now.

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<ul><li>Chair, Trustee and Non-Executive Directors</li><li>Chief Executives</li><li>Heads of and&nbsp;Director level fundraising roles</li><li>Officer and&nbsp;Manager level roles across all fundraising income streams including:</li><li>Human Resources</li><li>Finance &amp; Procurement</li><li>Legal &amp; Governance</li><li>Policy &amp; Public Affairs</li><li>Marketing &amp; Communications&nbsp;</li><li>Business Support</li></ul>We recruit at all levels of experience,&nbsp;from entry roles all the way to Director and Board level. Interested in a new approach to your charity and fundraising recruitment? Get in touch for a friendly, no-obligation chat.

Our government team is our longest-serving - established back in 2001 when the company first launched. It was this team that placed our very first candidate - and it's gone on to launch hundreds of careers throughout the local government sector.
The team currently consists of vastly experienced consultants with a valuable mix of recruitment and public sector expertise. They take the time to completely understand their client's needs and work closely with the clients and candidates alike to ensure the perfect fit.

We work with local authorities to find a wide range of candidates on a temporary, permanent and interim basis.
Our team of consultants work within specific government fields, and have built up years of knowledge and experience within them. Importantly, we've also built a comprehensive understanding of how local governments work and the enoromous pressures they face - not least of all, in terms of budget.
As a result, we offer transparent, compliant, tailored services that ensure one less headache for your organisation.
<h5>Our specialist areas include:</h5>
<ul>
<li>Business support and customer services</li>
<li>Housing and homelessness</li>
<li>Finance</li>
<li>HR</li>
<li>Policy and strategy</li>
<li>Marketing and communications</li>
<li>Revenues and benefits</li>
</ul>
Within all of these specialist areas we recruit everyone from entry level administrative and support staff, through to team leaders and department heads.

Get in touch today to find out how we can help.&nbsp;

Work with an agency that has over 25 years' experience in your sector.

Morgan Hunt is a multi-award-winning UK recruitment agency with offices in London, Birmingham, Manchester and Glasgow. We provide specialist recruitment services to organisations across the public, private and not for profit sectors.
Founded in 1994, we&rsquo;ve become renowned for connecting talented candidates and brilliant organisations within the charity, education, finance, government, housing, professional services, property &amp; construction, social care&nbsp;and technology sectors.

Our employer branded careers sites are dedicated minisites that help organisations&nbsp;highlight their open vacancies. Jobseekers&nbsp;can learn about the organisation, its&nbsp;culture, the benefits it offers and much more to make more informed career choices.
Organisations with an employer branded careers site benefit from a one-stop platform to share what makes them special with potential applicants. Ultimately, this improves the chance of finding that perfect match &ndash; the right opportunity for the jobseeker and the right talent to take your organisation to the next level.&nbsp;
Explore all the benefits of an&nbsp;employer branded careers site from Morgan Hunt&nbsp;and the different packages we offer.&nbsp;

Our Executive Search team consists of executive search experts that know just how to deliver board level and senior executives, on a permanent and interim basis into&nbsp;housing, charity, healthcare, education and government organisations.
Our executive search&nbsp;expertise has been built in the public sector but we have cultivated our executive network through years of understanding the sectors we work in and delivering exceptional service, making us adaptable to many markets and able to fulfil any type of brief.
Our service includes a full briefing to understand your exact requirements, tailored candidate attraction campaigns and an initial thorough screening of applicants which culminates in a well-defined shortlist.

Pentagon Talent specialise in recruiting finance professionals and accountants at all levels of seniority and job specialism across the Legal and Accountancy Practice markets. Part of the Morgan Hunt Group, the business was born out of the success of our public sector business.
We connect organisations with the best business professionals the market has to offer. Our 360-degree service and extensive networks help organisations and jobseekers achieve their hiring and career goals.
Our mission is to provide unbeatable recruitment solutions to private sector organisations within the professional services industry by using consultative, transparent, and efficient practices that connect them with the best, hard-to-reach talent in the market.
At Pentagon Talent, we care about who we work with and the success of our clients and candidates.

Organisations in the social housing sector face the challenge of increasing demand for their services, exacerbated by reduced government funding, changing legislation, rising building costs and more. These issues place significant pressure upon housing organisations. So the need for expert leadership has never been greater.
We pride ourselves on fully understanding the challenges and needs of our clients. Through this we develop a clear plan to proactively identify leaders who bring the experience and diversity needed to take advantage of opportunities and face oncoming challenges.
With our 360 degree consultancy model you have a single point of contact who will communicate with you throughout the process to ensure your needs are not only met, but exceeded.
Our approach is flexible but effective. We can offer bespoke levels of support, from executive search to advisory services, such as facilitating and observing additional stakeholder interviews, and coordinating feedback sessions.
We find people with the skills you need to grow. Leveraging established nationwide networks within the housing sector, as well as connections to other industries, enables us to consistently fulfil hard-to-fill positions. &nbsp;
The placement is not the end of the road though. Our comprehensive aftercare service gives support and mentorship to complement the induction of any appointments. As a result, Morgan Hunt gives you peace of mind and ensures your new hire can make an impact quickly.

Placing housing leaders who overcome challenges and capitalise on opportunities 

We can support your organisation in the search for all types of board and senior leadership appointments including:
<ul>
<li>Chairs</li>
<li>Committee Chairs</li>
<li>Non-executive Directors</li>
<li>Chief Executives</li>
<li>Housing Directors</li>
<li>Development Directors</li>
<li>Investments Directors</li>
<li>Corporate Services Directors</li>
</ul>

Our housing team comprises specialist consultants spread across offices in London, Birmingham, Manchester&nbsp;and Glasgow. Combined&nbsp;we have more than 75&nbsp;years' experience recruiting in this sector.
We work with housing associations, ALMOs and social landlords throughout the UK. And we recruit specialists and support staff at every level, from assistants to directors and heads of department.

We recruit permanent, interim and fixed-term staff&nbsp;at various levels of their career.
Our experienced consultants have highly specialised knowledge within their respective fields, and have a track record of recruiting hard-to-find candidates. We're different from our competitors because we allow our consultants to build expertise in very specific fields. This gives our clients the confidence to trust us with a wide variety of briefs.
<h5>Our specialist areas include:</h5>
<ul>
<li>Housing management</li>
<li>Asset management &amp; property services</li>
<li>Land &amp; new business&nbsp;</li>
<li>Income management and generation</li>
<li>Leasehold and service charges</li>
<li>Right to buy, sales and home ownership</li>
<li>Lettings and allocations</li>
<li>Anti-social behaviour</li>
<li>Community development and regeneration</li>
<li>Resident liaison and engagement</li>
<li>Customer services and complaints</li>
</ul>

Interested in a new approach to your housing recruitment? 

<ul>
<li>Housing officer</li>
<li>Income recovery</li>
<li>Customer services officer</li>
<li>Building surveyor</li>
<li>Development project manager</li>
<li>Fire safety surveyor</li>
</ul>
Combined we have over 75 years of experience and knowledge in the sector, so we know what our clients and candidates want and how to meet these demands.

We are the housing team at Morgan Hunt! Our consultants are spread across our offices in London, Birmingham and Glasgow. We specialise in the recruitment for housing associations, ALMOs and social landlords across the UK.

Curious about how Morgan Hunt can assist you in finding, recruiting, and retaining talented social workers from overseas? 
 
We’d love to chat! Get in touch for a free consultation to discuss your specific needs and explore how we can support you in building a strong, diverse workforce

Contact us to find out how we can help you secure your next role in social care.

 Looking to boost your social work career?

Let&rsquo;s talk about how you can unearth a role in the public sector that&rsquo;s as rewarding as it is impactful.

 Are you ready for a change that matters? 

Our managed service provider (MSP) model has been crafted in-house and is a completely end-to-end service tailored to our clients' needs. We&rsquo;ve used it with great success among public sector and not-for-profit clients.
<blockquote>
<h4>The logic behind our model is simple:&nbsp;to deliver the right candidates as quickly as possible</h4>
</blockquote>

From our experience, successful MSPs deliver three key benefits for clients.
They perform at speed, from purchase through to payment. They achieve high fulfilment rates without compromising on quality. And above all, they&rsquo;re cost efficient without affecting cover or safety.
We&rsquo;re proud to say that our managed service contracts have a proven track record of achieving these, every time.

Once in partnership with clients on large-scale recruitment projects, we frequently help them to implement TalentRoom &ndash; our workforce management platform.
First and foremost, this delivers the immediate benefit of a structured, end-to-end hiring process. Within this one portal, our clients can quickly and easily manage applications, review CVs, submit feedbacks, book interviews, authorise timesheets and analyse recruitment data.
Other benefits include:
<ul>
<li>Control and visibility that prevents spiralling agency use</li>
<li>Cost efficiencies through better budget visibility and planning tools</li>
<li>Time savings through the intuitiveness of the platform</li>
</ul>
Furthermore, this platform is supported by a dedicated managed service team that operates independently from our sales team, who provide round-the-clock, peace-of-mind support.

Morgan Hunt named as a supplier on Crown Commercial Service&rsquo;s Non Clinical Staffing framework (RM6277) and Non Clinical Temporary and Fixed Term Staff framework (RM6160)
As a named supplier on&nbsp;Crown Commercial Service's (CCS) Non Clinical Staffing framework (RM6277) and Non Clinical Temporary and Fixed Term Staff framework (RM6160), Morgan Hunt can provide services for these frameworks for the following lots.
For Non Clinical Staffing framework (RM6277), Morgan Hunt can provide services for these lots:
<ul>
<li>Lot 1: Admin and Clerical Supply</li>
<li>Lot 2: Corporate Functions</li>
<li>Lot 3: IT Professionals</li>
<li>Lot 4: Legal Supply</li>
<li>Lot 6: Estates, Facilities Management &amp; Ancillary Staff</li>
</ul>
For Non Clinical Temporary and Fixed Term Staff framework (RM6160), Morgan Hunt can provide services for these lots:
<ul>
<li>Lot 1: Admin and Clerical Supply</li>
<li>Lot 2: Corporate Functions</li>
<li>Lot 6: Ancillary Staff</li>
</ul>
Dates: Non Clinical Staffing framework (RM6277) Dates: 25th April 2023 to 26th April 2027 Non Clinical Temporary and Fixed Term Staff framework (RM6160) Dates: 30th July 2019 to 25th July 2023

For MSPs, the mark of success is trust. And we are trusted suppliers on a huge number of high-profile recruitment frameworks, including:
<ul>
<li>CCS Non-medical Non-Clinical</li>
<li>ESPO HR Strategic Services</li>
<li>Health Trust Europe Non-Medical Non-Clinical</li>
<li>ESPO MSTAR 3</li>
<li>PfH - Recruitment Services</li>
<li>ESPO Trading Limited</li>
<li>PfH Care and Support</li>
<li>Hyde Housing</li>
<li>Crescent Purchasing Consortium (CPC)</li>
<li>Sutton Housing Partnership</li>
<li>Cirrus Purchasing</li>
<li>Southern Universities Purchasing Consortium: Lots 5 and 7</li>
</ul>

Our mission is to provide unbeatable recruitment solutions to private-sector organisations. We do this by using consultative, transparent, and efficient recruitment practices. This enables us to connect you with the best, hard-to-reach professionals.

Our vision is to solve companies&rsquo; recruitment challenges and fulfil people&rsquo;s career aspirations whilst improving the perception of recruitment in the process. We will prove that working with a recruitment agency can be rewarding and profitable instead of challenging or annoying.

From our recruitment solutions to our company culture and relationships, our goal is for everything we do to live up to the tenets of our core values. Because we know that what we do every day determines our reputation, the level of success we achieve, and the positive impact we can make on people’s professional lives.Our core values, established in Morgan Hunt’s early days, guide our behaviour and they help us develop, grow and serve our stakeholders.

Morgan Hunt was founded by brothers Rupert and Stephen. Their family values have driven the business for over 25 years and continue to influence our approach to recruitment.
Our core motivation is to provide people with purposeful opportunities and help organisations achieve their goals. We aim to inspire working lives by living our values, giving our best every day and truly caring about the needs of our customers.

Our culture stems from the family values that underpin the founding of the business

Achieving your career goals is easier with a helping hand, so our leadership teams are there to guide and advise you. Yet we give you the autonomy and freedom to explore your strengths and interests, allowing you to map your own path to success.
We invest in your development. Our internal learning platform gives you access to thousands of courses, so you can develop the key skills you need to reach the next level.
Have ideas for other ways you can develop your skillset and need our support? We're all ears.
Helping even the most experienced grow
We also have a strong track record of offering real career options to established recruiters who wish to step away from more corporate environments and are looking for backing to grow a new business.

Everyone needs to blow off steam sometimes. We run several events throughout the year to reward everyone's hard work and give people a chance to bond away from their usual routines.

At Morgan Hunt you will work alongside our senior management team who are highly experienced within recruitment, some with careers spanning over 20 years. We operate a policy of open communication, which means our senior leadership are always available to provide advice and guidance.

Pentagon Talent's culture stems from the family values that underpin the founding of Morgan Hunt

At Pentagon Talent you will work alongside our senior management team who are highly experienced within recruitment, some with careers spanning over 20 years. We operate a policy of open communication, which means our senior leadership are always available to provide advice and guidance.

For faster assistance, connect with the right team member by selecting your sector.

Get in touch, we&rsquo;re here to help.

At Morgan Hunt, we're here to help employers support their employees through the challenges of redundancy. We've partnered with a Redundancy &amp; Outplacement Specialist to offer guidance and support during this difficult transition. Let us help you and your employees navigate this period with confidence.

Giving quality, personalised support to departing employees, because redundancy is one of the most challenging times in people’s lives

By investing in outplacement services, you're not only supporting your employees, but also maintaining a positive relationship with them and enhancing your company's reputation.If you are an organisation that values your employees and wants to provide exceptional support to departing employees, get in touch.

Pentagon's Private Sector Finance team specialise in recruiting finance professionals and accountants at all levels of seniority and job specialism across the Legal and Accountancy Practice markets.We have significant experience in recruiting both permanent and interim professionals across multiple locations in London &amp; the UK. Our expert knowledge and experience covers the full range of job titles across both markets these include:

Pentagon's Private Sector Finance team specialise in recruiting finance professionals and accountants at all levels of seniority and job specialism across the Legal and Accountancy Practice markets.
We have significant experience in recruiting both permanent and interim professionals across multiple locations in London &amp; the UK. Our expert knowledge and experience covers the full range of job titles across both markets these include:

From offices in London, Birmingham, Manchester, Glasgow and Milton Keynes, we provide recruitment and staffing solutions for the private financial sectors.

<h5>Pentagon&rsquo;s private sector finance recruitment team focus solely on recruiting finance professionals and accountants within the legal and accountancy practice market.</h5>
We have built a reputation of over 10+ years within both of these markets which has allowed us to partner with a wide range of Law Firms and Accountancy Practice Firms across London the regions covering most of the UK. We have no bias on size and have provided specialist recruitment solutions to a variety of different sized organisations from global organisations to specialist boutique practices in both the legal and accountancy practice market.
We work incredibly hard, using our expert sector knowledge and integrity&nbsp;to understand each client&rsquo;s individual needs which has enabled us to work with a wide range of clients with varying specialism in order to supply the best sought after solutions in a time and cost effective manner.

Looking to hire? Share the details of your vacancy below and one of our specialist consultants will be in touch to help you find the right person quickly and efficiently. Whether you're recruiting for a permanent role, a short-term contract or an interim project, we’ll work with you to understand your business needs and connect you with top-tier finance talent. 

Fill out the form and we’ll do the rest — saving you time, reducing your hiring risk, and delivering professionals who can make an immediate impact.

Finding the right talent can be tricky, but that’s where we come in. Whether it’s a short-term contract or a permanent position, we’re here to help you find the perfect fit for your team.

Simply fill out the form with a few details about your vacancy, and one of our expert consultants will be in touch to get things moving. 

We understand that every organisation is unique, and so are its recruitment needs. Our extensive market knowledge and tailored approach mean we&rsquo;re not just filling roles&mdash;we&rsquo;re finding the right people who will make a difference. From senior appointments to junior finance professionals, our focus is on building long-term relationships with our clients, ensuring we&rsquo;re always on hand to provide expert advice and support.

We have significant experience in recruiting both permanent and interim professionals across multiple locations in London &amp; the UK.

Your continuous development is one of our key priorities. Our learning and development function is there to help you develop the skills you need to progress your career.
We&rsquo;ve built a training programme tailored to the career pathway you choose &ndash; from in-depth workshops on recruitment specialisms, to 1-2-1 leadership coaching to help you step up into management and guidance from our experienced management team. Whatever your goals are, we&rsquo;ll help you reach them.
Our business is also home to many highly experienced recruitment professionals. Working alongside them you'll have the opportunity to be guided by them so you can achieve your career aspirations.

Hybrid working at Morgan Hunt enables you to benefit from both home and office working. Our technology infrastructure is set up to support you from literally&nbsp;anywhere.
Performance is important, but we care most about results and enabling you to achieve them, so we don't evaluate our people through aggressive KPI tracking.
Plus, our senior leadership understands what makes a successful consultant, so we apply a management ethos that embodies maturity, trust, open communication and collaboration.

We love celebrating our people who go above and beyond. High achievers enjoy fine dining with our Managing Director at top restuarants or exciting days out packed with new experiences.
We recognise outstanding work through our annual awards. Colleagues nominate those who truly live our values, and our leadership team selects the winners. Award categories include:
<ul>
<li>Best support</li>
<li>Best support team</li>
<li>Best newcomer</li>
<li>Top biller temporary recruitment*</li>
<li>George Miller</li>
<li>Top biller permanent recruitment*</li>
<li>Best sales team</li>
<li>Highest income growth*</li>
</ul>
*Performance based award

We&rsquo;re passionate about rewarding outstanding work, so we provide our people with a long list of benefits. From brilliant training programmes, gym and retail discounts to generous holiday entitlement, there are lots of ways we give back.
In a 2022 survey by SIA: Best Staffing Firms to Work For in the UK/Ireland our benefits were rated higher than the top 3 finalists.

Hybrid working at Pentagon Talent enables you to benefit from both home and office working. Our technology infrastructure is set up to support you from literally anywhere.
Performance is important, but we care most about results and enabling you to achieve them, so we don't evaluate our people through aggressive KPI tracking.
Plus, our senior leadership understands what makes a successful consultant, so we apply a management ethos that embodies maturity, trust, open communication and collaboration.

At Pentagon Talent, we love celebrating our people who go above and beyond. High achievers enjoy fine dining with our Managing Director at top restuarants or exciting days out packed with new experiences.
We also recognise outstanding work through our annual awards. Colleagues nominate those who truly live our values, and our leadership team selects the winners. Award categories include:
<ul>
<li>Best support</li>
<li>Best support team</li>
<li>Best newcomer</li>
<li>Top biller temporary recruitment*</li>
<li>George Miller</li>
<li>Top biller permanent recruitment*</li>
<li>Best sales team</li>
<li>Highest income growth*</li>
</ul>
*Performance based award

Our Professional Services division works with organisations in the public and not-for-profit sectors, including membership and regulartory bodies, central government, housing, charities and educational institutions. And we help them to find specialists in every department, from accountants and HR advisors to marketers and execs.
The team includes more than 30 consultants drawn from a wide variety of backgrounds, and boasts decades of both recruitment and in-sector experience. The diverse profile of the team, a specialist approach to the market and a consultative approach to recruitment are key reasons for our continued success.&nbsp;

Thanks to the size of our team and the extent of our experience, we're able to offer a wide range of services - all perfectly tailored to the needs of your organisation.
We begin by getting to know you:&nbsp;your goals, challenges and culture. We then offer personalised services based on your needs, ranging from temporary/interm, contract and permanent appointments to high volume campaigns and exclusive assignments.
As we often say, we're big enough to deliver big results, but we're small enough to care. And that's what sets us apart.
<h5>Our specialist areas include:</h5>
<ul>
<li>Accountancy &amp; Finance</li>
<li>Business Support</li>
<li>Executive Appointments</li>
<li>Human Resources</li>
<li>Legal &amp; Governance</li>
<li>Marketing &amp; Communications</li>
<li>Policy &amp; Public Affairs</li>
<li>Procurement &amp; Supply Chain</li>
<li>Property Services</li>
</ul>

Discuss your hiring needs across any of our professional services specialist areas, get in touch.

Interested in a new approach to your professional services recruitment? 

<ul>
<li>Accountancy &amp; Finance</li>
<li>Business Support</li>
<li>Executive Appointments</li>
<li>Human Resources</li>
<li>Legal &amp; Governance</li>
<li>Marketing &amp; Communications</li>
<li>Policy &amp; Public Affairs</li>
<li>Procurement &amp; Supply Chain</li>
<li>Property Services</li>
</ul>
We’re a lively and diverse team, made up of 9 nationalities and we speak 11 languages, so communication is our strongpoint. We’ll work hard to understand your needs and desires and strive to exceed them.&nbsp;&nbsp;&nbsp;

Our team is made up of 30 recruitment experts working across a wide range of specialisms: HR, Marketing, Policy &amp; Public Affairs, Governance, Business Support, Public Sector Finance and Legal. Together we have over 100 years of recruitment experience and have an outstanding success rate at connecting quality candidates with membership &amp; regulatory bodies, not for profit organisations, government institutions, housing associations, further &amp; higher education clients and more.

The property and facilities executive team at Morgan Hunt has the expertise to support your organisation in the recruitment of executive property, facilities, health &amp; safety and estates specialists.
With over 50 years of combined experience, we excel at placing these experts into a variety of organisations. These include further and higher education, charities, health organisations, awarding bodies and central government agencies.
We have a well-established network of senior professionals which we regularly place as Heads and Directors of Estates, Facilities, Projects and Health &amp; Safety across the country.
This network combined with a deep understanding of the sector and the requirements of each role means we know exactly what to look for in the future leaders of your organisation.
Using targeted advertising and search methods, as well as our network, allows us to provide you with a long list of suitable candidates to choose from. We save you time and are proud to have a fill rate of over 97% on exclusive roles.
We are committed to helping you make hiring decisions that future proof your organisation. So in addition to the recruitment process, we provide a range of consultancy services ranging from testing and on-boarding to outplacement services.

We excel at placing senior property &amp; facilities professionals

Although recruiting senior leaders is where our main expertise lies, it's not all that we can support you with. Through many years of experience, we also know how to get the best out of your entire workforce.
We offer organisational consultation services where we work with your employees to discuss team culture, shift patterns, pay scales and more, dependent on your needs. You'll be provided with a full, in-depth report of our findings as well as recommended actions.

Our property and construction team are specialists in the permanent, interim and fixed-term recruitment of talented candidates in the health, education, housing, commerical, infrastructure&nbsp;and charity sectors.
We're fortunate to have found brilliant estates, facilities, maintenance and property professionals at every level of their career for treasured public institutions.
Comprising 22 recruiters from a range of backgrounds, we have more than 130 years of combined experience.

Our team uses its vast experience and expertise to locate candidates for a range of private sector organisations and public sector institutions,&nbsp;from housing associations and consultancies or contractors to NHS trusts and universities.
We use our mix of recruitment and sector-specific experience to tackle even the most complex briefs with a minimum of fuss.
We also ensure each consultant focuses on a specific area and particular roles, which helps them build the kind of focused, specialist knowledge we've become renowned for.
<h5>Our specialist areas include:</h5>
<ul class="specialist-areas">
<li>Commcercial (including hotels, retail, office, leisure and more)</li>
<li>Housing</li>
<li>Health</li>
<li>Infrastructure (water, energy, renewables and more)</li>
<li>Charities</li>
<li>Education (schools, colleges and higher education)</li>
<li>Awarding bodies</li>
</ul>

If you'd like to work with a recruiter that understands your industry and your needs, contact us.

Interested in a new approach to your property and construction recruitment? 

<ul>
<li>Property</li>
<li>Construction</li>
<li>Estates</li>
<li>Facilities</li>
<li>Health &amp; Safety/Fire Safety</li>
<li>Trades</li>
</ul>
We also work closely with a diverse portfolio of clients; contractors, consultancies, charities, housing associations, NHS trusts, hospitals, colleges &amp; schools, universities and more.
Hard work is at the core of what we do and we strive for unparalleled knowledge of our markets, as well as the needs of our clients and candidates. We reap the success of this and as a result, the highest biller at Morgan Hunt proudly works within our property services division.

We are proud to be the second biggest division within Morgan Hunt, made up of 22 specialist recruitment consultants with over 130 years of combined experience.

If you are interested in finding out how we can support you in establishing a Talent Bank for your organisation, get in touch today.

As we continue to expand into QTS recruitment, now is the ideal time to join our network. Get ahead of the curve and be among the first to access new roles as they become available. Don’t miss out — join today and let us help you find your next teaching role!

Get in touch today to find out how we can help.

Want to work with an agency that has over 20 years' knowledge and experience in your sector?

We understand implicitly the way that Local Authorities and Outsource providers manage Revenues and Benefits, and the need to recruit high performing, experienced staff at optimal cost.

Their trainers possess over 35 years of combined welfare benefits experience at Senior and Executive levels, along with a proven track record of developing and delivering top-tier training programs.
These programs aim to enhance both your own knowledge and that of your delegates.

Morgan Hunt is proud to collaborate with a distinguished Training Provider.

<ul>
<li>Housing Benefits New Starters</li>
<li>Frontline staff advising on housing benefit inquiries</li>
<li>Revenues officers seeking expanded revenue and benefits expertise</li>
<li>Customer service and advice officers needing broad housing benefits understanding</li>
<li>Participants of the Revenue &amp; Welfare Benefits Level 4 apprenticeship looking to enhance learning</li>
<li>Social housing advice staff, including income management professionals</li>
<li>Welfare benefits advisors</li>
<li>Professionals in housing and homeless prevention teams</li>
<li>Social landlords&rsquo; staff aiming to improve rent arrears and tenancy prevention</li>
<li>Providers of exempt/supported accommodations</li>
<li>Other social landlords or any tenants of the above</li>
<li>Support workers and organisations assisting with such accommodations</li>
</ul>

Whether you have a question about our training options, need advice on which course suits you best, or simply want to learn more about how we can support your team's development, we'd love to hear from you. Fill out the form below, and one of our team members will be in touch to discuss your needs.

Our Recruitment Process Outsourcing (RPO) solution ranges from low volume permanent campaigns to fully outsourced recruitment process that allows customisation and a phased implementation of services to ensure you, our partnering clients, can focus on service delivery. It&rsquo;s an approach centred on our clients &ndash; changing and adapting to their unique needs.
<div>
<div>
<div>
We can deliver both the technology and expert staff, as well as methodology to fulfil your workforce requirements. Be that on-site through a team of dedicated consultants, who act as an extension of your talent acquisition team, off-site or through a combination of both.
</div>
</div>
</div>

Ready to explore how our RPO can work for you? Fill in your details below, and let’s start a conversation.

In 2024, recruitment in social care has never been so important. This is due to an ageing population, increasing demand for care services, and evolving healthcare needs. Skilled social care professionals are essential to ensuring the wellbeing of vulnerable individuals.
There are many social work agencies in the UK, but none like Morgan Hunt. Our commitment to excellence sets us apart.
Quality recruitment addresses staffing shortages, maintains high standards of care, and contributes to the effectiveness of the social care system. This plays a vital role in supporting the health and welfare of the population.
Our team consists of specialist social care recruitment consultants with over 50 years of combined experience supplying staff to charities, local authorities, housing associations, and the NHS.
With Morgan Hunt as your social work recruitment agency, you can ensure you find the best talent in the sector. This enables you to help your organisation provide the best service for your clients.
As a leading social care recruitment agency, we bring years of experience and a deep understanding of the social work sector.

Our specialist areas&nbsp;include:
<ul>
<li>Homelessness</li>
<li>Mental health</li>
<li>Supported housing</li>
<li>Domestic violence</li>
<li>Young people's support</li>
<li>Children's services</li>
<li>Adult services</li>
<li>NHS organisations</li>
</ul>
We are a non-medical non-clinical (NMNC) provider, and we recruit for positions including project managers, senior executives, change managers, service roles, finance and governance.

Interested in a new approach to your social care and health recruitment? 

<ul>
<li>Homelessness</li>
<li>Mental health</li>
<li>Supported housing</li>
<li>Domestic violence</li>
<li>Young people's support</li>
<li>Children's services</li>
<li>Adult services</li>
<li>NHS organisations</li>
</ul>
Each sector has a dedicated consultant with knowledge and expertise in the social care field. We are a non-medical non-clinical (NMNC) provider, and we recruit for positions including project managers, senior executives, change managers, service roles, finance and governance.

We recruit in all areas of social care. From front-line staff to management in sectors including:

Social Care & Health has been a key sector for Morgan Hunt since engaging in public sector recruitment in 2001, meaning we have an established name in this area as well as a deep knowledge and understanding of our clients' and candidates' needs.

 Our expert consultants are here to help and have a proven track record of recruiting talented and passionate individuals into the health and social care sectors.

At Morgan Hunt, we're committed to matching talented individuals with the right SEN jobs. Our dedicated team works tirelessly to understand your skills, preferences, and career goals, ensuring we find the perfect fit for you.Explore our latest SEN job vacancies below and take the first step towards a fulfilling career in special education. Join us in shaping brighter futures for students with SEN.

For a free consultation and to find out how Morgan Hunt can help you to identify, recruit, retain and develop diverse talent through talent assessment, submit your enquiry below.

TalentRoom is our pioneering, cloud-based e-recruitment system that offers an efficient way to manage single or collaborative talent banks and an agency supply chain 24/7, 365 days a year.
It automates and streamlines recruitment processes via a web-based solution that is accessed from any terminal or mobile device. A single platform with different portals, it matches the roles and responsibilities of all the participants in the supply chain.
TalentRoom provides a complete service to public sector employers, from attracting and placing candidates to processing and tracking applications. It saves time, money, and ensures you remain compliant. Explore some of TalentRoom's key benefits below.

If you'd like to find out more about how TalentRoom can help your organisation streamline its recruitment processes and benefit from increased efficiency and signficant cost savings, get in touch today.

In a skills-short sector, finding the best and brightest tech talent is a challenge. Failure to recruit reduces your ability to operate, deliver, and launch products and services. &nbsp; Dedicated technology recruitment Empower your IT teams with our dedicated technology recruitment. Our IT job agency, Morgan Hunt, was established 25 years ago. As a specialised technology recruitment agency, we excel at connecting businesses with the best IT professionals in the industry. &nbsp; Your search for exceptional tech talent starts here In today’s world, business and digital transformation initiatives are stifled by a lack of skilled IT professionals. We have IT recruitment teams in London, Bristol, Birmingham, Manchester, and Glasgow, giving us a UK-wide connection to the tech industry, its brightest businesses, and tech talent.

We recruit skilled IT professionals to fill your:
<ul>
<li>Data analyst jobs</li>
<li>Business analyst jobs</li>
<li>Public-sector developer jobs</li>
<li>Business intelligence jobs&nbsp;</li>
<li>Bi-data analyst jobs</li>
<li>Cybersecurity roles</li>
<li>Data and analytics jobs</li>
<li>Public-sector technology jobs&nbsp;</li>
</ul>
Our specialist areas include:
<ul>
<li>Infrastructure, support, and cloud</li>
<li>BI, data, and analytics</li>
<li>Development and digital technology</li>
<li>Project, change, and transformation</li>
<li>Cybersecurity</li>
<li>Technology leadership</li>
</ul>

To take your tech and IT recruitment to the next level, get in touch today.&nbsp;

Interested in a new approach to your technology recruitment? 

<ul>
<li>Infrastructure, Support &amp; Cloud</li>
<li>BI, Data &amp; Analytics</li>
<li>Development, Digital &amp; Cyber Security</li>
<li>Project, Change &amp; Transformation</li>
<li>Technology leadership</li>
</ul>
Apart from recruiting the very best tech talent, we’re passionate about supporting organisations to develop internally and identify the most diverse technology talent that they possibly can.
Technology is transforming society and the workforce. It is integral to everything we do and affects every part of our lives. Diversity &amp; inclusion is one of the biggest challenges facing the tech industry today. And as we know, when businesses consist of people from varied backgrounds, they bring diverse ideas and perspectives with them.
We believe in tech for good and a greater representation of women, black, Asian and ethnic minority individuals in the tech workforce. At Morgan Hunt Technology we work with organisations to support the development of a truly diverse and inclusive workplace.

Our Technology team has a depth of knowledge and expertise in the recruitment of tech professionals, with a combined 60 years of experience between us. We're based in London, Manchester, Birmingham and Glasgow but recruit for tech opportunities across the UK.

Our vision is to solve companies’ recruitment challenges and fulfil people’s career aspirations whilst improving the perception of recruitment in the process. We will prove that working with a recruitment agency can be rewarding and profitable instead of challenging or annoying.

As part of the Morgan Hunt Group, Pentagon Talent isn’t your average recruitment agency. With a strong connection to the public sector, where moral and ethical values are high, Pentagon Talent adopts these in private sector recruitment. Clients and candidates receive a tailored service from a team that cares.
Our empathy for both clients and candidates comes from our experience of working with the NHS, educational institutions, housing associations, and charities. We have experience with workforce and talent challenges as well as dealing with tight budgets. Pentagon Talent passes this knowledge and experience to the private sector.

We&rsquo;re Morgan Hunt &mdash; a UK recruitment agency working across the public, private and not-for-profit sectors.
We connect people with purpose-driven careers that make a real difference. Whether it&rsquo;s in education, housing, social care or beyond, we know that most jobseekers want more than just a paycheque &mdash; they want to feel valued, fulfilled and proud of the work they do. That&rsquo;s where we come in.
And it&rsquo;s not just about the people we place. We put the same care and commitment into supporting our own team. We back our consultants to grow, offering real opportunities to progress and thrive in their careers. You&rsquo;ll be trusted, supported and encouraged every step of the way.
If you&rsquo;re someone who&rsquo;s motivated by making an impact and helping others do the same, we&rsquo;d love to hear from you.

Join us and inspire working lives through work that makes a difference.

We bring together people and employers who look for a sense of purpose in the work they do. Gone are the days when salary was all that mattered. Today&rsquo;s candidates rightly demand work that&rsquo;s fulfilling, rewarding and aligned to their aspirations.
Inspiring working lives is about placing talented individuals into organisations through which they can inspire and be inspired, enabling them to make a difference. We strive to bring purpose to people&rsquo;s careers with opportunities where they will add value, enabling them to contribute to the UK&rsquo;s public, private and not for profit sectors.
Our objective is to empower individuals to inspire their colleagues, friends, families and communities through their work.

As a recruiter that prioritises making work a fulfilling experience, our values are at the centre of our approach.

Send us your CV and we'll get back to you about our vacancies.

Here's what members of our team had to say on why they joined Morgan Hunt and whats kept them&nbsp;here for years.

SIA: Best Staffing Firms to Work For in the UK/Ireland Survey 2022

We are a leading UK recruitment business, providing staffing solutions to the private sector.
At Pentagon Talent, part of the Morgan Hunt group, our mission is to bring together people and employers who look for a sense of purpose in the work they do. And we understand that jobseekers demand more than just a salary. So we strive to place them in opportunities that are fulfilling and aligned to their values, with organisations that make a difference.
We harness that same sense of purpose to our internal careers opportunities by bringing on board people who want to add value and contribute to the UK's private sector. If you feel you have what it takes to inspire people in their careers and help organisations achieve their goals, why not consider joining us?

Join the recruitment agency inspiring working lives

We bring together people and employers who look for a sense of purpose in the work they do. Gone are the days when salary was all that mattered. Today&rsquo;s candidates rightly demand work that&rsquo;s fulfilling, rewarding and aligned to their aspirations.
Inspiring working lives is about placing talented individuals into organisations through which they can inspire and be inspired, enabling them to make a difference. We strive to bring purpose to people&rsquo;s careers with opportunities where they will add value, enabling them to contribute to the UK&rsquo;s private sector.
Our objective is to empower individuals to inspire their colleagues, friends, families and communities through their work.

Here's what members of our team had to say on why they joined Pentagon Talent and what's kept them here for years.

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