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CIPD Labour Market Predictions 2015

A copy of the report is attached to allow you to read this at your leisure, please click the link below

labour-market-predictions_december-2015

 

The main highlights of this year end commentary on what might be expected to happen in the UK labour market are..

– the UK labour market will continue to expand at a strong rate, but it’s unlikely we’ll see any real increase in wage growth until 2016.

– employers will need to raise their productivity, including developing their workforce, before skills shortages mount.

 

Advantages of Using an HR Consultant

As a business leader you’ll already know if your business needs help, but it might be that you are struggling to define the need or think you can probably muddle through in any case…

  • You might be a CEO/MD of a growing business that can’t yet justify a permanent strategic HR presence on the Board…but you know you need new input to help your business make the step change necessary for substantial growth or performance improvement.
  • You might have a development issue within your leadership team or with a key player, and you need help to structure your approach to the issue and identify a way forward to achieve a positive outcome.
  • You might be an HR Manager who needs some guidance and support to deliver a project, and need a professional review to sense check and support to conclusion.

Whatever the challenge, don’t underestimate the role an HR leader can play in supporting you, your team and your business to achieve your commercial objectives.

We can provide that practical, high level expert knowledge and leadership by working closely with you and your key stakeholders to enable you to articulate the issues you face as a business and team. We can help you put in place a firm foundation from which you can develop your organisation and people to support performance improvement, growth and profitability.

What does that actually mean?

It means the development or enhancement, of a commercially sound, practical strategy which recognises:

  • Business challenges and strengths – growth forecast and affordability
  • Employee engagement as a key component of successful growth
  • Pay, Reward and Recognition within an environment of restraint
  • Communications as critical to engendering employee loyalty and commitment, that need to be open, honest and inclusive
  • Corporate Governance and Social Responsibility reflecting culture, legal obligation, your ethical values, and those of your investors, employees, clients and suppliers.
  • Organisation Design, to ensure that your structure is effective and you recruit well to support it now and for the future, as well as considering the constantly changing market place.

If you are experiencing HR and/or people issues, it is likely that we can help. Please contact Pauline Jeffers, Head of HR Consulting at GKI for further information; paulinej@gkiresourcing.com

Bank of England Presentation

A copy of the presentation is attached to allow you to read this at your leisure, please click the link below.

 

Bank of England Presentation by Ian McCafferty

 

The Key Messages relating to recruitment and business investment generally include a moderate rate of growth over the next three years of around 3% aggregated, balanced by inflation remaining below 2%. Ian indicates that the BoE believed that consumer confidence has returned to 2007 levels as has business investment. Meanwhile, the labour market continues to tighten and ‘defensive pay awards’ are on the increase.

 

12 Steps to Recruitment

With the 12 days of Christmas approaching most of us start to wind down but if you haven’t already, now is the time to start thinking about your recruitment or restructuring needs for 2015. If you want to get a head start on your completion then contact us now to discuss your requirements so that we can start the preliminary work this year to ensure that you are ready for next year. In order to help you with this we have put together our 12 steps of recruitment;

  1. Client visit and production of a detailed assignment brief
  2.  Research target organisations and identify suitable candidates
  3. Search databases and network extensively to obtain further leads & recommendations
  4. Write and place all advertising
  5. We will acknowledge, screen and interview candidates
  6. Long list of most suitable candidates presented to you at meeting
  7. Short listed candidates contacted and interviews arranged through ourselves
  8. Feedback given to both client and candidates and second stage interviews arranged
  9. Assistance in formulation of offers
  10. Debriefing meeting
  11. Maintain close contact with successful candidate during notice period and after placement
  12. Successful candidate starts

GKI Resourcing is a forward thinking, progressive business with a clear mission – to deliver a concise, effective and reliable service at a fair and transparent price within the £40-£100K salary bracket.

In everything that we do we look to reduce our impact on the environment, whilst undertaking our business activities as sustainably as possible. For further information on our environmental policy please see the ‘About’ section on our website.

Find out more on our Search & Selection page on our website.

GKI Resourcing proud to sponsor IoD North West Conference

Gearing up for growth at the IoD North West Conference.

Growth was firmly on the agenda when more than 200 of the region’s business leaders joined us at the Midland Hotel, Manchester for the ninth annual Institute of Directors North West Conference in June. Led by the BBC’s Naga Munchetty, speakers included Scott Fletcher MBE, ANS Group; Matt Deering, Investment Director at Endless; Selven Naiker, Change Director, House of Commons; Phil Jones, Managing Director, Brother; Simon Walker, Director General, IoD; John Schorah, Managing Partner, Weightmans, Dame Dana Ross-Wawrzynsky, CEO Bright Futures and Judi Leavor, HRD Centre Parcs.

Find out more

Innovation and Growth

With UK business confidence back, the time is now right for companies to create sustainable growth. But how has the recession changed the way companies innovate and operate and what more can be done to help entrepreneurs grow? Nine business leaders gathered at an event hosted by IoD Director General Simon Walker to discuss……

Find out more

Confidence in the Economy, but what about Recruitment?

The business organisations, the CBI and the British Chambers of Commerce have said that the UK economy is in good health after growing 0.8% in the first three months of 2014. The CBI’s recent growth report pointed to retail sales, as well as professional and consumer services doing well with overall growth reaching a record high in May, and the BCC upgrading its growth forecast for 2014 considerably from 2.8% to 3.1%.  Clearly this is encouraging news and cause for UK businesses to invest in their growth by recruiting more of the right people. However, that’s not so easy.

We are finding that although economic confidence is returning to the UK plc, potential candidates are not confident enough about the future to be proactively looking for a new job after years of economic uncertainty. The candidates, who we have uncovered through our Search & Selection process, have fed back to us that although they would contemplate a job move, they feel uneasy about moving into the unknown. It seems they were not alone, employee turnover peaked in 1998 at 4.5% and declined gradually over the period 1998 to 2007 before falling sharply in 2008 and 2009 and levelling off subsequently.  Therefore, it may take a while before people feel confident enough to proactively look for a new job. However, the economy is improving and companies are recruiting, but this lack of confidence in candidates makes finding candidates more difficult. It’s like trying to find a potential wife in an empty room!

This is where our complete Search & Selection service really makes a difference. We do not wait to be contacted by a candidate. When we have a recruitment brief from a client, our researchers analyse who may be a good fit in terms of skills, experience and culture for that vacancy. We proactively approach those potential candidates talking them through the opportunity and assessing their interest in finding out more. If the potential candidates are interested, we meet up with them to brief them more fully and to assess whether we believe that they are suitable for the role. It’s our ability to actively seek out the candidates, whilst assessing their suitability, which really sets us apart. To find out more about how we work contact us here.

GKI Resourcing launches new HR Consultancy

GKI Resourcing has announced the launch of a new HR consultancy team, which will be headed by Pauline Jeffers.  Pauline, who was a HR Director in a wide range of companies including Deloitte and Honeywell Aerospace, before becoming a HR consultant, is highly experienced in working with companies of all sizes to develop and deliver their HR strategies.

George Wealthall, Managing Director of GKI Resourcing commented: “many organisations, particularly SMEs, do not have the luxury of a HR department.  As a consequence any change or performance improvement programme can be delayed because of a lack of ‘know-how’ or resources.  We were keen to support our clients in delivering their wider human resources needs, and so have appointed Pauline to head up this new team.  This new team will complement our current teams focusing on Search & Selection, Interim Management and Candidate Support.”

Pauline Jeffers commented: “no matter what a company’s business strategy may be, there will be an implication on HR strategy, including organisational change, talent acquisition, management training, leadership development, employee relations, ethical & legal compliance, compensation & benefits, performance planning and review processes that enhance leadership and employee performance, commitment and retention.  We provide commercial advice to clients helping them to develop and deliver their HR strategy leading to the successful delivery of their overall business strategy.”

Find out more on our HR Consultancy page on our website.

The Power of an Interim

There are a number of scenarios where a company may benefit from bringing in an interim.  The company may be working on a specific project and they have a short-term need for another pair of hands or a set of skills and experience that the permanent team members don’t have.  The company may have lost a permanent team member and have struggled to recruit somebody permanently into the role.  Or the company may need to shake things up a bit – perhaps a difficult decision needs to be implemented, or there are political sensitivities which need overcoming.

I am often asked about the day-rate for an interim.  They aren’t a cheap resource, but they do offer great value for money.  An interim tends to be a highly experienced and skilled senior manager or director.  The company may not be able to afford that level of skills and experience on a permanent basis.  However, purchasing them on a short-term, temporary basis is much more affordable.  In addition, interims are able to parachute into a business and get to grips with the issues and politics quickly and easily.  This makes them effective quickly.

To ensure that you get the most from your interim you need to plan.  You need to be clear on what you expect from your interim.  Are they plugging a short-term gap or are you looking for them to facilitate change within the company.  You also need to be realistic about what they can achieve.  If you are bringing them in for just a few months, it may not be possible for them to completely change the company’s culture – don’t forget changing a culture can be like turning round an oil tanker.  You also need to think about how the permanent team will react to the interim.  The permanent team members’ reaction to an interim can be revealing.  If the permanent team members become defensive and territorial, it can show their own insecurities or that they aren’t a strong team player.

Regardless of the reason for your need for an interim, we have a great selection of interims with a wide range of skills and experience.  Call us now to find out more.

GKI Resourcing sponsors IOD North West Annual Conference

The team at GKI Resourcing was delighted to sponsor the recent Institute of Directors North West Annual Conference which focused on business growth in a new economic cycle. Rachel Smith, IoD North West Regional Director stated that the North West has serious potential, and that now is the time to start thinking about growth. As well as setting the scene to economic growth, the conference provided insight to overcome barriers to growth.

“Retaining talent the biggest single challenge facing North West Businesses”

The conference set out that as we enter a new economic cycle, retaining talent is the biggest single challenge facing North West business owners; overtaking the problems with accessing finance for the first time in more than three years. Nearly half (48%) of the attendees at this year’s IoD North West annual conference claimed that losing their best people was the biggest business risk to growth that they will face over the next twelve months.

Creating a culture is key to successful growth

Being able to grow and retain this talent depends on creating a culture within the workplace. Tony Attard, IoD North West chairman, said: ‘A recurring theme amongst all our speakers was the importance of organisational culture and how leaders can use a strong culture to build a platform for growth.  People are certainly at the centre of this.’

Changing your culture is possible

As recruiters we know that a company needs the right culture to ensure that they retain talent.  When we recruit we ensure that our candidates have the right cultural fit with the employer, not just the required skills and experience.  Phil Jones at Brother UK spoke about ‘Cultural Evolution’.  He outlined fascinating ways for leaders to shift their cultural paradigm; all of which any leader could implement.

Up-skilling young people

The up-skilling of young people was also an important issue from the conference.  If our future generations to do not have the appropriate skills then we will not be able to secure future economic growth and prosperity.  As a nation we need to consider which industries will provide the jobs of the future and make sure our young people are equipped with the right skills to enter these industries. Businesses need to play their part by taking on young people to give them the experience and insight into those industries.

The Conference was a really interesting day, providing us with food-for-thought of the issues facing North West companies and how we can continue to support our clients and candidates.

Our Thoughts