<p>In episode 1 of Female Energy, we dove into the personal journeys of female leaders in the energy space. Read on to get an overview of what we talked about, and who we talked to.</p>
<h2>Webinar overview</h2>
<p class="p1">This webinar series is a relaxed, open and honest deep dive into all things Female Energy. Our very own Becky Bradnam has partnered with Victoria Mant to release a webinar series sharing their stories and careers as females within the energy sector. Expect insights into controversial topics around women in the industry, and a safe environment to share your own thoughts and personal experiences.</p>
<p class="p1">The series provides a great opportunity for women to connect with other women in similar sectors around the world, and to build relationships and inspire those involved. We hope our webinar series shines light onto female perspectives from within the male-dominated sector.</p>
<h2>What the Experts Said in Episode 1:</h2>
<h3>Kerry Hayes - Portfolio Director &ndash; Offshore Wind, Simply Blue Group.&nbsp;</h3>
<p>Kerry was recently appointed as Non-Executive director at RenewableUK, and during the webinar took us through the journey of how she got there.</p>
<h4>Get to know Kerry</h4>
<p><em>&ldquo;I work for a company called Simply Blue Group; a blue economy developer focusing on&nbsp; early-stage projects. My role within the company focuses on the offshore wind and floating offshore wind projects we are pioneering. Most recently I got elected onto the RenewableUK Board after a stint of 2 years sharing the RenewableUK shadow board.&rdquo;</em></p>
<h4>Kerry&rsquo;s advice on board election processes - The benefits of a shadow board</h4>
<ul>
<li>Shadow boards can be a fantastic starting point that provides learning and growth opportunities.</li>
<li>Be clear on what being on a board entails.</li>
<li>Preparation is key - Books and podcasts are a great way to learn about other peoples&rsquo; experiences.</li>
<li>Learn from eachother- No matter the level, everyone can learn something from one another.</li>
<li>Embrace the process for what it is and gain as much experience as you can.</li>
</ul>
<h4>How do you know a board is the right thing for you?</h4>
<ul>
<li>Remember there are different types of boards to consider.</li>
<li>Ask yourself: Could you add a specific thing from your skillset that perhaps isn&rsquo;t related to your day job?</li>
<li>Remember you can add value at any point in your career, no matter your seniority.</li>
<li>Remember there is no monoply on knowledge and having a variety of different skillsets across the board is essential.&nbsp;</li>
</ul>
<h4>How do we ensure a more diverse industry in the future?</h4>
<ul>
<li>Companies must be conscious of their hiring habits.</li>
<li>More diverse candidates should feel comfortable in putting themselves forward.</li>
<li>Securing a pipeline of women in the workforce across all levels will encourage women to climb the ladder to more senior positions.</li>
</ul>
<p>&nbsp;</p>
<h3>Lauren Burm &ndash; Senior Director, Public Affairs, Offshore Wind, Vestas.&nbsp;</h3>
<p>Lauren took us through her experience of juggling career and family life, and gave us her tips on securing a fulfilling work-life balance.</p>
<h4>Lauren's Story</h4>
<p><em>&ldquo;I started my career in the Massachusetts state house in 2003. A big part of what I always did and continue to do is network. While I was in those first few roles of my early career, I got to meet lots of different people which led to me leaving the state house and working at a trade association. While I was there, I was approached by someone recruiting for Orsted who was looking for someone to help support the setting up of the business in the US. Long story short, I ended up working there for 6 years. Looking for a new challenge, I then fell into working within the cannabis industry for a short while before returning to the energy industry and joining my current company, Vestas.&rdquo; &ldquo;My job is super important to me, yet my job as a mom is more important. I have a 12-year-old son and an almost 10-year-old daughter who were both born when I was working within the depths of those nuclear days. Balancing raising children and having a career especially while maintaining senior roles is difficult. Covid-19 made me release what is important and now I make a conscious effort to balance my time. It is important for companies to be flexible and for women to set boundaries regarding their family/work-life balance. It is super important for all women to stick together, especially in the workplace.&rdquo;</em></p>
<h4>Lauren&rsquo;s advice for getting back into the industry</h4>
<ul>
<li>Don&rsquo;t put pressure on yourself - You are allowed to change your mind.</li>
<li>Have confidence - If you are good at what you do, you can apply your skills to any industry.</li>
</ul>
<h4>Tips for gaining confidence in networking</h4>
<ul>
<li>Bring a colleague/friend or find a friendly face. Remember you are not alone!</li>
</ul>
<p>&nbsp;</p>
<h3>Find out more</h3>
<p>I hope you enjoyed our recap of episode 1 of Female Energy. Find out about the next webinar in the series by following <strong><a href="https://www.linkedin.com/in/beckybradnam">Becky Bradnam</a></strong> on LinkedIn. We look forward to seeing you in the next webinar!</p>

A recap of our first episode of our webinar series Female Energy.

Female Energy Episode 1 Recap

<p class="MsoNormal"><span lang="EN-US">When we talk about closing the gender pay gap and achieving gender equality at work, the conversation often, (and quite rightly so) centres around women's rights such as maternity leave, flexible working for mothers, and better more cost-effective childcare options. Whist these initiatives are indeed crucial, it is also essential to clarify that they only address one side of the problem. If we are serious about changing the status quo and ensuring true equality, perhaps society also needs to pay appropriate attention to something that&rsquo;s often overlooked: men's paternity rights and pay and how addressing this area is essential in order to further the equality agenda for women.<br></span></p>
<h2 class="MsoNormal"><span lang="EN-US"><br></span><span lang="EN-US" style="font-size: 13.0pt; line-height: 115%;">The Gender Pay Gap: A Structural Issue, Not Just a Female Issue</span></h2>
<p class="MsoNormal"><span lang="EN-US">It is clear that the gender pay gap isn't solely about focusing on unequal pay for equal work; it is deeply rooted in the way society views caregiving responsibilities- particularly parenting. Women are traditionally expected/need to take significant time off when a child is born, interrupting their careers, whilst men return to work after minimal paternity leave (two weeks is somewhat the norm). Research shows that women who take long career breaks due to childbirth face what&rsquo;s often called the &ldquo;motherhood penalty,&rdquo; where they are less likely to get promotions and pay raises. The traditional system not only affects women's career progression, but also reinforces the stereotype that caregiving is a woman's responsibility.<span style="mso-spacerun: yes;">&nbsp; </span>By shifting the focus towards a more flexible shared leave approach and ensuring men have more generous leave options (and appropriate pay to make taking the leave financially possible), we can start to break down these barriers.<span style="mso-spacerun: yes;">&nbsp; </span>Also let&rsquo;s remember that everyone&rsquo;s family unit is different. True inclusivity means ensuring systems and processes allow this shared approach to work for all families including same sex relationships. </span></p>
<p class="MsoNormal"><span lang="EN-US">Giving men the opportunity to share in caregiving duties from the outset sends a clear message- parenting is a shared responsibility. When men take on more caregiving duties, women are also less likely to be the default choice for unpaid care in the future, which can have a ripple effect on their careers. If paternity/shared leave becomes more generous and standard, and men are encouraged to take it, the stigma around caregiving and career breaks for both genders could diminish. Encouraging new fathers to take longer paternity leave could also possibly help to change those unconscious biases we may have that depict women as more likely to take time off, therefore also helping reduce gendered biases in hiring and pay decisions. When both parents are able to take time off, household responsibilities are more equally distributed, preventing one parent (normally the woman) from being disproportionately responsible for both work and home life. The mental load of parenting is often as hard as providing physical care.</span></p>
<h2 class="MsoNormal"><span lang="EN-US"><br></span><span lang="EN-US" style="font-size: 13.0pt; line-height: 115%;">The Role of Employers: Why companies must take the lead</span></h2>
<p class="MsoNormal"><span lang="EN-US">Employers are crucial in driving meaningful change. In the UK, statutory paternity leave offers just two weeks of paid leave, often at a significantly reduced rate. Forward-thinking businesses can play a pivotal role by going above the statutory minimum, offering more extended and better-paid paternity leave options. In Scandinavian countries such as Sweden both parents are incentivised to take equal amounts of leave and there is already evidence of closing gender pay gaps.<br><br>Companies should also champion flexible working for all. Flexibility should not be seen as a gendered requirement. Promoting flexible working options for both men and women means organisations can empower all employees to manage work-life balance more effectively and work more efficiently. Changing workplace culture, however, goes beyond policy. Setting an example and senior leaders modelling values also has a massive effect. When male leaders are visible in their use of paternity leave and flexible working, it helps break down the barriers and creates an environment where caregiving responsibilities are equally respected, regardless of gender.<br><br>As a female parent of two young children, I absolutely understand the challenges faced by mothers balancing parenting with their careers. I do think however that true gender equality in the workplace won't happen by focusing solely on women alone. We need to expand the conversation to include a shared approach to flexibility and paternity leave and pay. Both my children were born via c-section and I can&rsquo;t even imagine how I could have coped if my husband was only able to have two weeks of leave. A more equitable approach to parental leave and caregiving will not only benefit women but will also create a more balanced, inclusive, and fair workplace for everyone. And we all know what happens when employees are happy, focused and healthy- the organisations they work for thrive!<br style="mso-special-character: line-break;"><br style="mso-special-character: line-break;"></span></p>
<p class="MsoNormal"><span lang="EN-US">Read more about this topic and what activists are saying about it in <a href="https://www.theguardian.com/money/2024/sep/17/campaigners-model-baby-slings-statues-london-paternity-leave">this recent article</a> from the Guardian.<br style="mso-special-character: line-break;"><br style="mso-special-character: line-break;"></span></p>

Shifting the focus: Why men's paternity rights and pay might hold the key to women’s workplace equality

<h2>Advancing technology and driving trends in the Aerospace World</h2>
<p>&nbsp;</p>
<p>The Aerospace industry is growing rapidly. In fact, the global Aerospace market size was estimated at 321.5 billion USD in 2022 and is forecasted to reach around 678.17 billion USD over the next 10 years.</p>
<p>Overall, recent advances in technology, increasing private sector investment and rising demand for innovation are propelling growth in the sector. Every day we see more and more companies embrace new technologies aimed at accelerating both sustainability and efficiency.</p>
<p>More recently, Aerospace has witnessed a boom in new and emerging technologies which now dominate most topics across the industry. AI, machine learning, and computer vision continue to drive innovation; with AI being applied across the board from improving manufacturing processes to piloting fighter planes!</p>
<p>To no one&rsquo;s surprise, sustainability is also a key trend encouraging industry growth. With aviation accounting for 3% of the worlds global CO2 emissions there is a push within the industry to reduce the overall carbon footprint and to adopt more sustainable and environmentally friendly practices. The industry is incorporating lightweight, durable materials that combine to reduce the weight of aircrafts, bettering fuel efficiency and releasing lower emissions. Moreover, there has been and continues to be increased investment into electric and hydro-electric propulsion systems, building upon a cleaner, more sustainable future.</p>
<p>&nbsp;</p>
<h2>The Rise of AI and Autonomous Flying; How is AI re-shaping the aviation industry?</h2>
<p>&nbsp;</p>
<p>With advancing technologies revolutionizing the world around us, AI is certainly becoming a normality within the aviation industry. The technologies are ensuring safety, enhancing efficiency, boosting customer experience, revolutionizing operational processes and allowing companies to maintain competitive advantage in the Aerospace industry.</p>
<p>Within flight and air traffic, AI can be utilised to automate repetitive tasks and analyse real-time data, with a view of reducing wait times, optimising flight routes and improving fuel efficiency. In terms of manufacturing, Aerospace OEM&rsquo;s are leveraging AI to automate and improve factory operations and supply chains, contributing to faster build times, lower costs and improved productivity.</p>
<p>Probably the most utopian applications of today&rsquo;s flight technologies are the advancements of AI flight control systems, pushing us towards a future of fully autonomous flight. Over the last 10 years there has been many automated aviation startups founded, with multiple automated flight control systems clocking 100&rsquo;s of hours in the air.</p>
<p>Here are some of the most exciting aviation start-ups accelerating AI innovation throughout the industry:</p>
<h3>Volocopter</h3>
<p>-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; A pioneer of urban air mobility and fully electric aviation.</p>
<p>-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Launched in 2011 with a focus on electric aircraft solutions for fast, sustainable travel.</p>
<p>-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Aiming to be the first company to bring electric air taxis to Europe.</p>
<p>-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Developing a &ldquo;digital brain&rdquo; called VoloIQ to manage their fleet service, infrastructure and flight operations</p>
<p>Klaus Seywald Head of Digital Strategy at Volocopter says:</p>
<p>&ldquo;We will require real-time decisions and the transparency of our fleet, crew, batteries, vertiports, airspace, and more that the legacy aviation management systems do not support. An integrated digital platform &mdash; our VoloIQ &mdash; is a key pillar of our UAM [urban air mobility] ecosystem for eVTOL services to succeed globally and at scale.&rdquo;</p>
<h3>Xwing</h3>
<p>-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Founded in 2016, Xwing leads in the development of autonomous technology for aviation.</p>
<p>-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Earlier in the year, Xwing was acquired by Joby, a California-based transportation company developing electric air taxis for commercial passenger service.</p>
<h3>Donecle</h3>
<p>-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Alters how aircraft inspections are performed with its automated drone technology, ensuring inspections are up to 10x faster than traditional methods. The automated drones and advanced image analysis algorithms detect defects in aircrafts, landing gears and engines, optimising maintenance processes and increasing safety.</p>
<h3>Reliable Robotics</h3>
<p>-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; A California-based company also fuelling autonomous flying with an aim to make transportation safer and more efficient.</p>
<h3>Sheild AI</h3>
<p>-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; A California-based company developing AI-powered fighter pilots, drones and technology for military operations</p>
<p>&nbsp;</p>
<h2>The controversy behind an evolving industry</h2>
<p>&nbsp;</p>
<p>The rapidly evolving nature of artificial intelligence and advancing technologies are transforming many industries, and signifying a new era of efficiency, sustainability and safety.</p>
<p>One of the most significant benefits of AI in aviation is improved safety through predictive and proactive maintenance and real-time data analysis. AI is also certainly proving cost-effective in lots of industries, whether that be through improved efficiency, reducing human errors or completely eliminating the need for humans.</p>
<p>A downside to the implementation of AI within aviation could be the risk to jobs; either within aircraft maintenance or within the manufacturing and production process &ndash; even pilots aren&rsquo;t safe!</p>
<p>Over the coming years, we will need to upskill significantly within software and algorithm developments to meet current and future demand for robotics and automation engineers. We&rsquo;re already seeing massive skill shortages which are driving competition between start-ups and leaving some development teams understaffed.</p>
<p>&nbsp;</p>
<h2>Driving towards an alternative aviation landscape</h2>
<p>&nbsp;</p>
<p>The future of the aviation industry certainly incorporates a rise in autonomous flight technology, the development and uptake of sustainable flight options, and increasing efficiency through the utilisation of automation technologies.</p>
<p>There are still teething issues with a fully electric flight; the battery technology isn&rsquo;t quite at the point that we would need it to be to fly any significant distances, but the uptake in hydro-electric development could propose significant short-term benefits.</p>
<p>There&rsquo;s some very interesting development work being undertaken by OEM&rsquo;s and propulsion manufacturers like GE Aerospace and their 10kV+ SiC hybrid technology which if all goes to plan will be used to retrofit the 50,000+ 737 size planes currently in the air.</p>
<p>In terms of the automated flight, it is still uncertain where the immediate value is for passenger flights, but the FAA are actively looking to certify autonomous flight control systems for agriculture purposes so next time you&rsquo;re in a rural area, take a look across the fields and you might see a surprise!</p>

Exploring advanced technologies and trends in the aerospace industry

Catapulting into a Future of Automated Aviation 

<h3 class="MsoNormal"><strong>Excessive alcohol intake is a risk to women&rsquo;s health</strong></h3>
<p class="MsoNormal">Now more than ever, research is coming to light about the detrimental effects of excessive alcohol usage. While alcohol misuse by anyone presents a series of health concerns, recent research suggests women who abuse alcohol have a higher risk of certain alcohol-related problems compared to men.</p>
<p class="MsoNormal">In fact, the number of deaths in women attributed to alcohol-related liver disease in England increased from 1,533 to 2,190 between 2015 and 2021; a 42% rise throughout the time period.</p>
<p class="MsoNormal">&nbsp;</p>
<h3 class="MsoNormal"><strong>An increase in women drinking alcohol </strong></h3>
<p class="MsoNormal">Throughout the last few years, there has also been more research suggesting for the first time in history, women are binge drinking more than men. To no one&rsquo;s surprise, the most dominating factors causing women of today&rsquo;s society to abuse alcohol are circled around stress and mental health issues. Regarding such factors, women are more likely to experience mental health effects such as anxiety and depression which can encourage alcohol abuse and binge drinking as a coping mechanism.</p>
<p class="MsoNormal">Katherine Keyes, a professor, and epidemiology at Columbia University&rsquo;s Mailman School of Public Health, supports this concept and has recently shared her view of:</p>
<p class="MsoNormal">&nbsp;<em>&lsquo;Alcohol being sold to women as part of a luxury lifestyle, having a good time and a way to reduce stress.&rsquo; </em></p>
<p class="MsoNormal">Certainly, this may be encouraging women to lean on the substance and rely on it for comfort.</p>
<p class="MsoNormal">Moreover, trauma is another common factor contributing to the reasoning behind why some women develop an alcohol disorder.</p>
<p class="MsoNormal">In fact, did you know that women who have PTSD at some point in their lives are 2.5 times more likely to also have alcohol abuse or dependence than women who have never had PTSD? In comparison, according to other research, men are only 2 times more likely to have alcohol-related issues if they have ever acquired PTSD.</p>
<p class="MsoNormal">&nbsp;</p>
<h3 class="MsoNormal"><strong>So, why does alcohol affect women more than men? </strong></h3>
<p class="MsoNormal">Despite men being more likely to consume larger amounts of alcohol, the biological differences and alternative body structures between the sexes mean most women tend to absorb more alcohol than men. Unfortunately, this is making women more susceptible to the long-term negative health effects of alcohol.</p>
<p class="MsoNormal">For example:</p>
<p class="MsoListParagraphCxSpFirst">-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Women tend to be smaller than men so alcohol can have a greater effect.</p>
<p class="MsoListParagraphCxSpMiddle">-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; The female body produces less of an alcohol-processing enzyme called &lsquo;alcohol dehydrogenase&rsquo; in the liver, consequently allowing a greater proportion of alcohol to reach other organs.</p>
<p class="MsoListParagraphCxSpLast">-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Women have less water in their bodies meaning the alcohol that is absorbed is of higher concentration.</p>
<p class="MsoListParagraphCxSpLast">&nbsp;</p>
<p class="MsoNormal"><strong>A re-cap of the possible effects of alcohol on women&rsquo;s health</strong></p>
<h4 class="MsoNormal"><u>Sexual Health and Libido </u></h4>
<p class="MsoNormal">For women, the prevalence of low libido is relatively common, with up to 46% of women in the US experiencing it at some point in their lives. Unsurprisingly, as alcohol intake can have an impact on psychological factors including stress, anxiety, and depression, it can also affect libido. For women consuming large amounts of alcohol, libido can be reduced due to the substances acting as a depressant and slowing down brain function, breathing and blood flow; ultimately, resulting in lower physiological arousal.</p>
<p class="MsoNormal">&nbsp;</p>
<h4 class="MsoNormal"><u>Fertility, Pregnancy &amp; Breastfeeding</u></h4>
<p class="MsoNormal">More well recognised, consuming alcohol during pregnancy can increase the risk of miscarriage and premature birth. Thankfully, the prevalence of fatal alcohol syndrome; the most severe result of prenatal drinking, is extremely rare and affects less than 1% of women.</p>
<p class="MsoNormal">However, lots of research has arisen to support the significant effect of alcohol on women&rsquo;s hormones and menstrual cycle, therefore making it harder to conceive if women consume over the recommended allowances.</p>
<p class="MsoNormal">Over recent years, more and more health authorities have been increasing their warnings around alcohol and women aiming to conceive, as research demonstrates it can be harmful to fertility as well as the health of the pregnancy and the baby.</p>
<p class="MsoNormal">To support, a study from 2023 found that a moderate intake of just 3-6 alcoholic drinks per week reduced a woman&rsquo;s chance of a successful conception by 44%.</p>
<p class="MsoNormal">&nbsp;</p>
<h4 class="MsoNormal"><u>Cancers </u></h4>
<p class="MsoNormal">Alongside potential issues around fertility, alcohol consumption can be strongly associated with cancers. More specifically, studies have found that around 1 in 10 breast cancer cases in the UK are caused by drinking alcohol. Moreover, drinking alcohol can be associated with bowel cancer, mouth cancer, throat cancer and liver cancer in women.</p>
<p class="MsoNormal">&nbsp;</p>
<h4 class="MsoNormal"><em>The science&hellip;</em></h4>
<p class="MsoNormal">When we consume alcohol, our bodies turn the substance into a chemical (acetaldehyde), and this has the potential to damage our cells and stop them from repairing damage. On top of this, alcohol encourages the increase of hormone levels such as oestrogen and insulin which can increase the likelihood of dividing cells and therefore developing cancer.</p>
<p class="MsoNormal">&nbsp;</p>
<h3 class="MsoNormal"><strong>Introducing Seek and how Katie Garry is bringing light to the health implications from alcohol:</strong></h3>
<p class="MsoNormal">Some of the Life Science team at Jackson Hogg had the opportunity to meet with Katie Garry; CEO of Seek, who is on a mission to find out exactly how alcohol affects women on a more personal level. As a company striving to better women&rsquo;s health, Seek has created the first at-home lab test that measures the impacts of alcohol on women&rsquo;s health. In a nutshell, Seek is striving to help women identify early indicators of alcohol-related disease before a diagnosis. &nbsp;The company uses finger prick sample collection to measure 7 biomarkers across core categories that are sensitive to alcohol consumption, providing women with insights into how alcohol impacts them individually. There are also add-ons for reproductive health, menopause, and breast cancer!</p>
<p class="MsoNormal">&nbsp;</p>
<h3 class="MsoNormal"><strong>Katies spark for Seek and her opinion on increasing alcohol-related issues arising among women:</strong></h3>
<p><em>&ldquo;</em><em>The first alarm bell was around 8 years ago when I was working for a women&rsquo;s health magazine. My job was literally researching and writing about issues related to women&rsquo;s health, so I was super healthy. While I was working there, I got blood work back from my doctor which was a little bit abnormal. Since I was healthy in every other area of my life, my doctor said it could be because of alcohol. When I asked for more information, he didn&rsquo;t really have any. He said drinking could impact my body differently but didn&rsquo;t have answers beyond this.&rdquo;</em></p>
<p><em>&nbsp;</em></p>
<p><em>&ldquo;For the next several years, I would always shyly bring up drinking at different specialist</em><em> appointments, whether it was the OB/GYN or dermatologist. I still didn&rsquo;t get answers to questions I asked about specific symptoms I was having, whether it was cystic acne or missing my period.&rdquo;</em></p>
<p><em>&nbsp;</em></p>
<p><em>&ldquo;Last year, as Dry January became more popular and I started to see more non-alcoholic drinks on menus, I finally decided to dig deeper into how alcohol impacts women&rsquo;s health. Right around the same time, JAMA released a study revealing that nearly 15% more women were dying from alcohol-related conditions. This year that number has jumped to 35% in the US and 46% in the UK. This reinforced my belief in the need for Seek and inspired us to move quickly.&rdquo;</em></p>
<p class="MsoNormal"><strong>&nbsp;</strong></p>
<p class="MsoNormal">As Brits, we were intrigued to investigate the cultural issues that may affect alcohol consumption &ndash; <strong>Katie&rsquo;s perspective on cultural factors affecting alcohol: US VS UK:</strong></p>
<p><em>&ldquo;I had my first alcoholic drink in my early teens, which is completely crazy. I&rsquo;m passionate about educating parents on the impact this can have on young girls. It can have a huge effect on our brain development, hormones and our reproductive health. Girls who start drinking under the age of 16 are around 50% more likely to be life-long drinkers. The age our girls start drinking can also put them at a greater risk of developing alcohol use disorder (AUD), in some instances more so than having a family history of AUD.&rdquo;</em></p>
<p><em>&nbsp;</em></p>
<p><em>&ldquo;I think drinking culture in the US is very similar to drinking culture in the UK. With Gen Z today things seem to be changing, which is great, but generations that grew up drinking more have a tougher time changing their habits - especially millennials and Gen X. In college and throughout our 20s, most of our social activities revolved around alcohol, whether it was a bottomless brunch, concert or work event. Alcohol is heavily marketed to women and for a long time was marketed as a wellness product, which is completely insane, but it worked.&rdquo;</em></p>
<p>&nbsp;</p>
<h3><strong>An overview of Seek</strong></h3>
<p><em>&ldquo;The problem that we want to solve with Seek isn&rsquo;t necessarily that more women are dying from alcohol-related health conditions, even though this is true, extremely acute and alarming. The bigger problem, which we&rsquo;re tackling head-on, is that most women don&rsquo;t want to stop drinking. They just want to cut back. In the same way, they want to cut back on sugar, processed foods and other things we know aren&rsquo;t good for us, but still find their way into our diets from time to time. If we don&rsquo;t tackle the bigger problem, we won&rsquo;t even scratch the surface with the obvious problem, which is that alcohol is impacting women disproportionately to men, and the numbers are rising &ndash; quickly.&rdquo;</em></p>
<p><em>&nbsp;</em></p>
<p><em>&ldquo;Our mission at Seek is to help women feel better today and years down the line. In the near term, Seek helps women address alcohol-related symptoms that we all just put up with - whether it&rsquo;s puffy skin, anxiety or trouble sleeping. In the long term, we help women prevent the top alcohol-related conditions, including heart disease and breast cancer. It&rsquo;s really what you want to focus on based on your health goals, lifestyle, genetics, and of course - your drinking habits.&rdquo;</em></p>
<p>&nbsp;</p>
<h4><strong>The inspiration behind an at-home lab test:</strong></h4>
<p><em>&ldquo;We wanted to release an at-home lab test specifically because it empowers women to get more information about how alcohol impacts their health, on their own terms. It&rsquo;s personalized, it&rsquo;s private and our test is extremely affordable - especially when you compare it to the cost of similar lab panels at clinics, which are upwards of $1,800. We were able to get our Signature Alcohol Health Test down to $134, which I&rsquo;m extremely proud of.&rdquo;</em></p>
<p><em>&nbsp;</em></p>
<p><em>&ldquo;Our test results are packaged in a way that&rsquo;s easy to understand, even if you&rsquo;ve never gotten lab work done before. If you want to go through your results with your doctor, we give you the option to easily download and print a lab report with your results in a format they&rsquo;ll be familiar with. If you want to complete the entire testing experience at home with, Seek, you can do that. If you want to loop in your PCP or another specialist after getting your results, you can do that as well. The Seek experience is genuinely what you want it to be.&rdquo; </em></p>
<h4><strong>What Seek is excelling at:</strong></h4>
<p><em>&ldquo;I think what we do well is provide women with insights related to how alcohol impacts their health that they can&rsquo;t get anywhere else. We also personalize these insights to their body, lifestyle and health goals, which you can&rsquo;t get anywhere else.</em></p>
<p><em>&nbsp;</em></p>
<p><em>Something else I&rsquo;m extremely proud of, which a lot of our beta users loved, is that the Seek testing experience is designed in a way to make you feel supported, not alone. We package our test results and alcohol health plans with motivational insights and stats about where you stack up in comparison to women with similar drinking habits and health goals. We want women to understand that small drinking modifications do make a clinical difference, especially when you follow them consistently. Community is also a huge part of what we&rsquo;re building and something we&rsquo;ll continue to invest more in.&rdquo;</em></p>
<p>&nbsp;</p>
<h4><strong>Visualizing the product in the market in the future:</strong></h4>
<p><em>&ldquo;Seek is finally giving women a mindful drinking approach that works, and they&rsquo;re excited about. The science behind Seek focuses specifically on how alcohol impacts the female body. We take this a step further by personalizing the Seek testing experience to your drinking habits, health goals and genetics. While the test we&rsquo;ve developed is fundamental to this, I really see it as more of a key to unlocking everything to come. We want to help women keep all of the things they like about drinking and throw out the rest. What we&rsquo;ve introduced today is a strong first step, but it&rsquo;s really only the beginning.&rdquo;</em></p>
<p>&nbsp;</p>
<p>Overall, gender differences regarding the effects of alcohol on the body will always be prominent, however, there is no doubt that the global increase in alcohol consumption among women and young girls is concerning. Hopefully, with more research and advancing technologies, more healthcare companies can take inspiration from companies like Seek and investigate and shine a light on the impacts of alcohol on one&rsquo;s individual health.</p>

Looking into how home testing could shape women's health and approach to alcohol

From Dependency to Discovery: How At-Home Tests Could Shape Our Understanding of Women's Health and Alcohol

<h2><strong>What is organisational culture and why is it important?</strong></h2>
<p><strong>&nbsp;</strong>&lsquo;Culture&rsquo; is the shared values, beliefs, norms, and practices that are characteristic of an organisation.&nbsp; Collectively, it&rsquo;s the way people think, behave, and interact with each other and in turn what shapes the working environment. It affects everything, including how decisions are made, ultimately how satisfied people are and in turn, how well they perform. There are various types of organisational culture, and we can recognise it in the way the company sets out its mission statement, how leadership looks, the way people communicate, the feel of the working environment, and the behaviour of employees.</p>
<h2><strong><u>What make a company&rsquo;s culture?</u></strong></h2>
<p><strong>Values and beliefs</strong><br>Sometimes referred to as a company&rsquo;s &lsquo;core values&rsquo;, these are the core principles guiding the behaviour of people in the organisation. They articulate what the company stands for and deems to be important. At Jackson Hogg, our core values are care, trust and respect. They underpin everything we do, and we regularly talk about how we live these out and recognise them in our everyday interactions at work.</p>
<h3><strong>Organisational norms and practices</strong></h3>
<p>These are generally unwritten, and are the ways people behave and operate, in other words, &lsquo;how things are done around here&rsquo;.</p>
<h3><strong>Symbols and Artifacts</strong></h3>
<p><strong>These are physical things which give clues as to the company&rsquo;s culture. Examples could be the company logo and branding, office layout and furniture and the way people dress.&nbsp;</strong></p>
<p><strong>Rituals and ceremonies</strong></p>
<p><strong>By </strong><strong>this</strong><strong> we mean activities and acts which reinforce the culture, such as how meetings take place, team</strong><strong>-</strong><strong>building activities, social events or award and praise-giving events.&nbsp;</strong></p>
<p><strong>Stories and legends</strong></p>
<p><strong>These are stories about the organisation and its history. They are usually passed down and described to employees by one another as ways of helping people understand the company&rsquo;s journey.&nbsp;</strong></p>
<p><strong><u>Why is company culture important to job seekers and candidates?</u></strong></p>
<p>Employees and candidates are undoubtedly increasingly aware of company culture and many people will make a conscious effort to carefully consider the type of culture they want to work in for a number of reasons:</p>
<p><strong>Job Satisfaction and Engagement:</strong> Positive culture and alignment between personal and company values generally lead to job satisfaction and engagement at work. This alignment supports people in feeling motivated, committed and productive in their work.</p>
<p><strong>Work-Life Balance:</strong> Support for work-life balance is high on the priority list for many organisational cultures which often comes along with flexible working opportunities and wellbeing support programmes. Candidates and employees for whom this is high on their own priority list are likely to find such a culture, and therefore company, attractive.</p>
<p><strong>Career Development: </strong>Many organisations will have a strong learning and development culture and commit to providing development opportunities and supporting the career growth of their staff. Many candidates, and successful employees, will put great focus on the extent to which the company invests in their staff through training, coaching and mentoring, and transparent progression routes.</p>
<p><strong>Leadership Styles and Behaviours: </strong>Culture is not just the responsibility of leaders in the organisation, but they do play a critical role in influencing it.</p>
<p><strong>Diversity, Inclusion and Reputation: </strong>Increasingly seen as a non-negotiable commitment by organisations, candidates and employees who value equality and equity will seek out businesses where there is evidence of staff being treated with respect and offered equal opportunities. Job seekers and employees are also increasingly interested in working for organisations positively contributing to society and the environment.</p>
<p>Company culture is important for your internal customers (your employees) and your target customers (candidates) because it affects numerous aspects of work life. Ultimately, it can be difficult for candidates to get an accurate picture of company culture from outside of the organisation, but many interested applicants will spend time researching prospective employers and looking for the signs and symbols of company culture. Organisations should consider how they express and convey their company culture externally to reach their target audience and importantly, ensure this accurately reflects the reality within the business.</p>

Looking into organisation culture from a HR perspective

Company Culture

<p>No matter the industry, we are all aware of the rise of AI Technology around us. The concept is being incorporated behind the scenes of the online world and digitalisation, right through to sectors utilizing the takeover with automation machines and physical robotics. As a whole, the growth of global AI usage is increasing rapidly, with a forecasted market annual growth rate of 28.46% throughout 2024-2030 which will see a market volume of $826.70bn by 2030. Thanks to the rise of AI, these technologies have enabled machines to process vast amounts of data, recognize patterns, and make decisions based on complex algorithms. As a result, AI systems can now perform tasks that were once deemed exclusive to humans.</p>
<p>Specifically, the efficiency of Human-Machine Collaboration is becoming more apparent, and various industries are capitalizing on the new technology and embracing the approach for creating more sufficient strategies of working.</p>
<p>Simply, the concept sees the involvement of robotics and automated technology in collaboration with humans. The method of human field experts working alongside purposely designed advanced technology is being used to prioritise time, reduce repetitive tasks and strengthen overall efficiency within all sorts of sectors. Instead of seeing AI as a replacement for human roles, the collaboration recognizes the complementary strengths between humans and advancing technology.</p>
<p>In terms of the warehouse industry, Human Machine Collaboration is valuable with the aim of taking over the repetitive duties of standard labourers and assisting day-to-day human tasks. The Manufacturing industry has been embracing cobots which work alongside humans to catapult productivity and safety on the factory floor. Automated machinery is ultimately bringing speed and accuracy alongside the value of the human mind and improving productivity, reducing errors, and enabling a safer working environment. For lots of industries, this is allowing humans to focus on more skilled and creative aspects of production and providing greater opportunities for unique roles within warehouses.</p>
<p><strong>COBOT ROBOT TAKEOVER</strong></p>
<p>Unlike industrial robots, cobots are flexible in performing various tasks due to their lightness and adaptability. Moreover, cobots generally offer lower costs compared to traditional industrial robots which are also fixed in their production process.</p>
<p>With an increased labour shortage occurring globally, digitalisation is also demanding digital skills. Unlike traditional robots, cobots can aid this demand as they can be programmed and tailored accordingly, by anyone.</p>
<p>Particularly for smaller companies, facilities can benefit from the flexibility and cost-effectiveness of a cobot in comparison to a larger, fixed machine with structured processes. Instead of hiring multiple employees during peak periods of demand, the flexibility of the machinery means businesses can deploy cobots as an when needed.</p>
<p>It is crucial to note that specifically, collaborative mobile robots are desirable because they have arisen to assist and not take over the functions of humans. With the pandemic disrupting supply chains across the globe, it is important that businesses utilize the latest advancements in technology.</p>
<p>To support this, Matt Malloy has recently highlighted the dramatic growth in the cobot manufacturing space and his latest configuration of the increasing amount of cobot companies demonstrates the sharp growth within the market.</p>
<p>&nbsp;</p>
<p><strong>Why is the warehouse industry making the most of the new tech?</strong></p>
<p>Within a dynamic landscape of modern warehouses, the integration of automation has shifted process methods. However, the role of humans is crucial in maintaining a balance between accuracy and efficiency. Particularly, automation has significantly transformed warehouse operations with technologies such as robotic systems, conveyor belts and autonomous vehicles providing speed, precision, and accuracy within the facilities. Additionally, advances in warehouse technology are reducing labour costs for businesses and providing greater budget for other improvements.</p>
<p>In such an ever-evolving landscape of data-driven digitalisation and AI technologies, human-machine collaboration technology is harnessing the power of decision-making by encouraging the adoption of creative workers with innovative ideas in the workplace.</p>
<p>Additionally, the collaborative machinery has been especially preferred by smaller warehouses as it tends to be simplistic to integrate into existing infrastructure. Depending on specific warehouse needs, the collaborative technology has also been deemed easy to transport and navigate around the space.</p>
<p>Safety and human error can also be hugely costly within all sorts of warehouse facilities, and collaborative robots can help assist tasks whilst minimizing the likelihood of human error.</p>
<p>Already, the global robotics market is expected to reach $13 billion by 2025, and the space is forecasted to see a growth in cobot sales within the next year too.</p>
<p><strong>What The Future Holds</strong></p>
<p>The future of Human-Machine Collaboration is expected to skyrocket within the upcoming years as AI Technology continues to grow. The market for collaborative technologies is set to experience robust growth, and increasing competition within the collaborative robot&rsquo;s space, and the adoption from automotive and electronics manufacturers are among the most significant drivers of growth. &nbsp;&nbsp;Despite a takeover in human jobs currently, the future banks on fresh opportunities surrounding research, creativity, and innovation off the back of newly incorporated technologies.</p>
<p>There is no doubt that the collaboration between humans and AI is transforming industries, and as awareness around the cobot approach increases, it is predicted that more businesses will collaborate to work towards a common goal in the future.</p>

The crossover between AI technology and collaboration

The Rise of AI Technology and Human-Machine Collaboration

<h2><strong>Hybrid/Remote Working </strong></h2>
<p>The boom of hybrid and remote working began with the COVID-19 pandemic in 2020, normalising an approach many professionals hadn&rsquo;t experienced before: the ability to perform their jobs from the comfort of their homes. This new working model provided employees greater flexibility, enhancing work-life balance, and increasing job satisfaction and productivity.</p>
<p>For many in the life sciences industry, fully remote work wasn&rsquo;t feasible due to the hands-on and lab-based nature of their roles. Hybrid working emerged as the optimal solution, allowing employees to spend a few days on-site for wet laboratory work and the remainder of the week working from home on administrative and data analysis tasks.</p>
<p>In 2024 employees are still seeking remote or hybrid working opportunities to maintain the work-life balance they achieved during the pandemic. Companies that offer this flexibility are more likely to attract talent compared to those that cannot or will not provide such options. Flexible working models also allow companies to broaden their candidate pool, offering positions on a remote basis and thereby eliminating location constraints. This enables employers to recruit the best talent available, regardless of geographic location.</p>
<p>Employers are now striving to balance providing flexibility to their employees with incentivizing them to come into the office to foster a strong and collaborative culture. This balance is crucial in maintaining productivity, employee satisfaction, and a cohesive work environment.</p>
<h2><strong>Market Shift</strong></h2>
<p>The life sciences industry, which saw a boom during the COVID-19 pandemic, is now experiencing a significant market shift. During the pandemic, jobs were plentiful, and many candidates preferred the security of their existing positions. However, there has been a dramatic decrease in job vacancies across the industry, with the UK seeing a 42.6% year-on-year drop in scientific vacancies.</p>
<p>Historically, the life sciences sector has been less volatile than other industries, but the increase in investments during the pandemic has left a hangover of investor caution. The rapid expansion in investment has now been overcorrected, with investors seeking improved returns and has resulted in them being more cautious about their investments, particularly in small biotech firms that struggle to secure necessary R&amp;D funding.</p>
<p>Larger companies have made redundancies in broader efforts to streamline operations and improve efficiency. Financial pressures, strategic shifts, clinical and regulatory challenges, market dynamics, and the drive for operational efficiency are all factors that have been leading to redundancies within the sector. While these layoffs are often a response to immediate challenges, they can also be part of long-term strategic adjustments aimed at ensuring the company&rsquo;s sustainability and growth.</p>
<p>Widespread redundancies have resulted in a large number of scientists and other professionals being out of work, during a time when the job market conditions are particularly unfavourable. With more candidates now seeking fewer positions, companies are receiving an unprecedented number of applications, with many talented professionals now competing for the same limited opportunities, intensifying the competition.</p>
<p>However, it&rsquo;s not all doom and gloom, companies are looking at strategic realignments with sustainability, innovation, and efficiency at the forefront of their priorities. They are looking to make long-term adjustments to ensure their business models are sustainable and resilient. Continued investment in innovation and operational efficiency will be critical for future growth. As the market begins to stabilize, there could be a gradual increase in job opportunities, particularly as companies achieve more sustainable growth trajectories. The demand for highly skilled professionals will always remain within this sector, albeit at times in a more competitive environment.</p>
<p>In summary, the life sciences sector is undergoing significant changes post-COVID, driven by financial pressures, strategic shifts, and market dynamics. This has resulted in layoffs and a highly competitive job market, with companies focusing on sustainability and efficiency while job seekers face increased challenges.</p>
<h2><strong>Salaries </strong></h2>
<p>The pandemic has significantly influenced salaries across the life sciences industry. During the pandemic, the urgent need for vaccines and treatments led to a surge in demand for professionals with expertise in virology, immunology, and clinical research. It also resulted in increased demands for diagnostic testing and related research. With the heightened demand for these skilled professionals, companies offered higher salaries to attract and retain top talent. This inflation was especially noticeable for positions which were directly related to the COVID-19 response efforts. Across the pharma and biotech industries, they saw a significant increase due to their direct involvement in the pandemic response, particularly for positions in R&amp;D, clinical trials and regulatory affairs. The medical device and diagnostic industries had a variable impact, with some areas, such as diagnostic equipment manufacturing, seeing salary increases, while other areas which were not directly linked to the COVID-19 testing efforts saw more stability without any significant changes in compensation.</p>
<p>Flexible working also had an impact on salaries, with the shift to remote working allowing companies to hire talent from broader geographic areas having a lasting impact on salary structures within businesses as it allowed employees in regions with lower living costs to secure higher salaries than local standards.</p>
<p>Following the initial surge in salaries, the market has seen some correction, employers are now more selective with salary increases, focusing on roles that are critical to their strategic goals. The job market saturation, resulting in a high number of candidates competing for fewer positions, has also helped tamper salary growth despite the overall increase in demand during the pandemic.</p>
<p>In addition to pandemic influences, inflation and higher living costs have directly impacted industry salaries. Companies are adjusting salaries to maintain employee standards of living and retain top talent in a competitive market landscape.</p>

Exploring the Life Science Industry, post-covid

Life Science Industry 2024: The lasting effects of COVID-19

<h2><strong>The Growing Biotech Space</strong></h2>
<p>In recent decades, technical advances have made our biotechnology industry a major field with impacts on all aspects of life. With a deeper understanding of human genetics from industry advancements and technical improvements, in 2024 the sector continues to produce life-saving drugs and treatments for patients all around the world. In fact, according to research, the Global Precision Medicine Market was estimated at USD 78.58 Billion in 2021 and is forecasted to reach around USD 189.64 Billion by 2030. More specifically, according to BioSpace, the global Cell and Gene Therapy Manufacturing Market was estimated at USD 9.95 billion in 2023, and it is anticipated to reach around USD 106.03 billion within the next 10 years with a growth rate of 26.7%.</p>
<p>Increasing purchasing power in global developing economies, ageing populations and increased interest surrounding health have left the life science sector growing at a steady rate. &nbsp;The past few years has witnessed an overall increase in the number of life sciences business operating globally, and therefore the growing sector has also brought along many developments in the patent legal space.</p>
<h2><strong>The Reoccurring Issues and the Challenges Facing the Industry</strong></h2>
<p>Despite the significant growth of new companies and evolving products across the market, there seems to be reoccurring issues around legalities and securing patents for businesses of all sizes throughout the sector. Especially for the growing biotech industry which thrives on innovation, creativity, and newly discovered treatments and solutions, life science patents are pivotal in providing legal protection; restricting others from making, using, selling, or importing patented interventions.</p>
<p>Whilst any invention can be eligible for a patent, the patentability of biological materials can be a source of controversy due to the challenge of demonstrating whether the product is new rather than merely a natural one. Additionally, some businesses struggle to prove inventions are completely fresh and have never been discovered before.</p>
<p>Ethical issues have also become apparent within the industry. The issue of ownership and control over genetic material has become a prominent ethical consideration in terms of biotech patenting. The reasoning being genetic material and resources can install barriers to further research and impede the sharing of knowledge and advancements in the field.</p>
<p>More seriously, the impact of patents on access to general healthcare has also become a prominent ethical concern. With patents granting exclusivity to life science companies enabling them to set high prices against other more accessible treatments, securing such control over inventions has become highly competitive. However, at the same time, this has provided life science companies with eligible patents more control over the market; therefore, striking another barrier in access to treatments, particularly in developing companies or for those without sufficient financial resources. Balancing the need for innovation with affordable access to medications is becoming a reoccurring issue for the life science industry.</p>
<p>The legal aspect of such product protection has also been seen to bring along its own challenges. Globally, legal challenges in the biotech industry can often extent to litigation, infringement disputes and challenges to patent validity. Furthermore, other legal issues are not uncommon for companies of all sizes. As the sector continues to evolve, the judiciary plays an increasingly significant role in shaping the future of biotech laws.</p>
<h2><strong>The Value of Patent Protection</strong></h2>
<p>For businesses within the life science space, patents not only enhance company value, but also allow competing companies to learn from one another&rsquo;s exclusive discoveries. Moreover, for lots of businesses, patented goods provide great incentives for innovation which encourages life science companies to invest heavily in research and development. For the biotech industry, this is especially important as all new drugs, therapies, and treatments rely on thorough R&amp;D.</p>
<p>It is also worth highlighting the pressing value of patents for start-up businesses along with other small and medium-sized enterprises. Nowadays, patents can help smaller businesses grow at a faster rate and increase their overall market share as they offer businesses freedom to operate without theft of innovations from larger and more dominant rivals.</p>
<h2><strong>Battle Between NanoString and 10x Genomics</strong></h2>
<p>In 2023, a large case arose in the US involving a battle between two American Biotechnology companies regarding infringement concerns. <strong>10x Genomics;</strong> a leader in single cell and spatial biology, accused <strong>NanoString </strong>of patent infringement against the <strong>GeoMx </strong>products sold by NanoString Technologies. In awarding $31 million in damages, the jury found that NanoString&rsquo;s <strong>GeoMx Digital Spatial Profiler</strong> and associated instruments, reagents and services for RNA and protein detection infringe all seven asserted patents licensed to 10x Genomics.</p>
<p>Towards the end of 2023, Chief Legal Officer at 10x Genomics, Eric Whitaker said:</p>
<p>&ldquo;In the last six months, three separate courts have found that NanoString&rsquo;s CosMx and GeoMx products infringe nine separate 10x patents. We are thankful for the jury&rsquo;s careful attention to the extensive evidence presented in this case and their diligence in recognizing 10x&rsquo;s decade-long investment in innovation.&rdquo;</p>
<p>After losing a patent infringement lawsuit last year that ended with an order to pay out $31 million in damages, it was announced in February 2024 that <strong>NanoString</strong> had filed for Chapter 11 bankruptcy.</p>
<h2><strong>Discuss non-compete laws In the US</strong></h2>
<p>Talks of Non-Compete Bans are also arising. The U.S Federal Trade Commission&rsquo;s establishing non-compete agreements as an unfair competitive practice is scheduled to take effect on August 21. This ruling affects most employees, including knowledge workers in the life science and biopharma industries.</p>
<p>Essentially, the agreements see contracts between employers and employees that prohibits the employee from competing with the business directly or indirectly.</p>
<p>In the United States, the legal status of non-compete agreements is a matter of state jurisdiction. States vary widely in their enforcement and recognition of non-compete agreements, and many state legislatures have updated legislation related to non-compete agreements.</p>
<p>&nbsp;On May 7<sup>th</sup> 2024, the Federal Trade Commission announced the ban of all non-compete agreements, and the trend is forecasted to persist. Without such agreements, there will be increased competition, however startups may find it easier to bring in specialized talent from more dominating firms who were previously restricted by non-compete laws. Moreover, the ban should provide industry experts with freedom and enable them to utilise their specialised knowledge to further better themselves and the science around them. Despite this being a positive for individuals within the sector, larger companies may struggle in retaining talented employees.</p>
<p>On the other hand, for the biotech industry which thrives on innovation and exchanging ideas, the ban of non-compete laws could encourage further innovation and collaboration between groups of biotechnology companies.</p>
<h2><strong>Illumina Vs Grail </strong></h2>
<p>Illumina; a global genomics company which develops, manufacturers and commercialises next generation sequencing.</p>
<p>Grail; a global genomics company developing blood-based cancer tests based on genomic sequencing and data science.</p>
<p>In 2020, Illumina announced that it had reached an agreement with grail for an acquisition worth $7.1billion. Illumina completed the deal just under a year later, bringing Grail back under its ownership, yet only three years after the initial agreement, Illumina was forced to act and divest the business.</p>
<p>In 2022, the Commission prohibited the acquisition of GRAIL by Illumina over concerns that it would have stifled innovation and reduced choice in the emerging market for blood-based early cancer detection tests.</p>
<p>In light of the divestment plan, conditions were set out imposing restorative measures on both companies. Specifically, Grail&rsquo;s independence from Illumina would be restored to the same level enjoyed by Grail before the acquisition and ensures that Grail will be able to operate as a competitive business like it was before the acquisition.</p>
<h2><strong>A Change in Approach for the Future of Biotechnology Companies in the US</strong></h2>
<p>It is certainly worth highlighting the negative implications of non-compete laws on large companies within the life science space. Surprisingly, the FTC announcement has left dominating biotech companies with a rather weak legal basis. Instead, the implications proposed by FTC are in general favour of the everyday person. The new laws in the US may disrupt the market and see larger companies lose their competitive advantage with the free movement of employees. Additionally, the most talented experts may not be glued to the biggest rival firms.</p>

Looking into the biotech industry, the growth, challenges and more

Life Sciences; How The Ever-Changing Legal Landscape Could Effect You

<p>As a hiring manager, you know how important it is to find the right candidate for the job. However, the hiring process can be time-consuming and frustrating, especially when you have a large number of applicants to sift through. Fortunately, there are several ways to speed up your hiring process without sacrificing quality. In this blog post,&nbsp;<a href="https://www.jacksonhogg.com/jackson-hogg/meet-the-team/">our recruitment experts</a>&nbsp;share five tips for streamlining your recruitment process.</p>
<h2><strong>1. Use an Applicant Tracking System (ATS)</strong></h2>
<p>An ATS is a software application that automates the recruitment process. It allows you to manage job postings, CVs, and candidate information in one place. An ATS can also help you screen CVs, schedule interviews, and track the progress of each applicant. By using an ATS, you can save time and reduce the risk of overlooking qualified candidates.</p>
<h2><strong>2. Simplify Your Application Process</strong></h2>
<p>A complex and lengthy application process can discourage qualified candidates from applying. To speed up your hiring process, simplify your application process. Focus on the essential information that you need to make an informed decision. Avoid asking for unnecessary information that can slow down the process. You can also consider using pre-screening questions to filter out unqualified candidates.</p>
<h2><strong>3. Conduct Initial Phone Interviews</strong></h2>
<p>Phone interviews can be an effective way to screen candidates before inviting them for an in-person interview. Conducting initial phone interviews can help you identify candidates who are a good fit for the job and eliminate those who are not. Phone interviews can also help you save time and resources by reducing the number of in-person interviews you need to conduct.</p>
<h2><strong>4. Schedule Interviews Efficiently</strong></h2>
<p>Scheduling interviews can be a time-consuming task. To speed up the process, use scheduling tools that allow candidates to choose their interview time. You can also consider conducting group interviews or scheduling multiple interviews in one day to save time.</p>
<h2><strong>5. Communicate Effectively</strong></h2>
<p>Effective communication is key to a smooth and efficient hiring process. Keep candidates informed about the status of their application and provide feedback after interviews. Be clear about the timeline for the hiring process and set expectations upfront. You can also consider using automated emails to keep candidates informed and reduce the workload on your end.</p>

5 Ways to Speed up Your Hiring Process

<p>When interviewing for a new role you are given the opportunity to ask questions to the interviewer. Not only is it a great opportunity to find out more about a company, but it&rsquo;s also a great way to make you stand out as a candidate. Preparing a few questions in advance can help you put your best foot forward. Here are a few of the best questions to ask in an interview:</p>
<h2><strong>What are the company&rsquo;s core values?&nbsp;</strong></h2>
<p>It is always important to ask an interviewer about a company&rsquo;s core values. The company&rsquo;s core values are the guiding principles that dictate how they operate on a day-to-day basis. For example, if one of their values is &lsquo;innovation&rsquo;, they will likely encourage employees to find new and better ways of doing things. On the other hand, if &lsquo;stability&rsquo; is one of their core values, they may be more resistant to change. It&rsquo;ll help you get a good sense as to whether you&rsquo;ll be a good fit in the organisation, and whether the work culture is what you&rsquo;re looking for. This will help ensure that you are aligned with the organization and will be able to thrive in your new role.</p>
<h2><strong>What are the biggest challenges facing the company right now and how can I help address them?&nbsp;</strong></h2>
<p>This question can give you an insight into the future of the company as well as plans for long-term development and growth. It can give you a look into the challenges currently facing the company and how these may impact your role upon starting, allowing you to decide whether the organisation is right for you. By asking how you can help address these challenges, it shows that you&rsquo;re motivated and ready to start in your role as well as giving you an idea of what to expect when starting. Additionally, it shows that you&rsquo;re interested in more than just collecting a paycheque &ndash; you want to contribute to the company&rsquo;s success.</p>
<p>In any case, careful consideration of the challenges facing the company and how you can help address them is an essential part of deciding whether or not to accept a job offer.</p>
<h2><strong>How does this position contribute to the overall success of the company?&nbsp;</strong></h2>
<p>When interviewing for a position, it is always important to ask the interviewer how this position contributes to the overall success of the company. By doing so, you can gain a better understanding of the expectations and requirements of the role. By understanding how your role contributes to the company&rsquo;s success, you will be able to perform your duties more effectively and contribute to the company&rsquo;s bottom line.&nbsp; In addition, by asking this question, you can demonstrate your interest in and commitment to the company. Therefore, asking this question during an interview is a great way to show your dedication to the company and your desire to excel in your role.</p>
<h2><strong>Where have successful employees previously in this position progressed to?&nbsp;</strong></h2>
<p>This question accomplishes two things. First, it shows that you are interested in career growth and advancement. Second, it gives you insight into the types of opportunities that are available within the company. If most employees who started in your position have been promoted to a higher level, then you can be confident that there are opportunities for advancement. On the other hand, if most employees have left the company after a few years, then you may want to ask further questions about job satisfaction and turnover rates. Asking about career progression is a great way to get a better understanding of the company and its culture.</p>
<p>In summary, asking the right questions in an interview can really set you apart from other candidates. You should plan what questions you want to ask in advance, not only to stand out but as an opportunity to find out more about the company. It can be the perfect opportunity to see what the culture and workplace is like, as well as what to expect when first starting.</p>

Best questions to ask when you're in your next interview

Smart Meter Surge and it’s Sustainability Solutions

<p>Burnout has become a central issue for modern workplaces which are constantly changing and trying to reconcile the demands of the operating environment with the effects on employees.</p>
<p>Burnout is more than feeling the pressure of a deadline or tiredness from a week of late nights, it is a state of absolute exhaustion which affects people physically, mentally and emotionally &ndash; it&rsquo;s when our body&rsquo;s overdraft runs out.</p>
<p>This isn&rsquo;t purely an issue for employees, though the negative effects can be seen in their productivity, satisfaction and overall work approach. This can&rsquo;t be a good thing for their relationships at home and with other stakeholders at work.</p>
<p>The key is to understand burnout, recognise how it can happen and what it looks like, and take a proactive approach to prevent in to keep people healthy and happy at work.</p>
<p>Burnout can happen when employees experience chronic stressors, in other words, stress which is long-term and a common part of their workplace experience. The stress can come from unrealistic or unmanageable workloads, lack of autonomy and choice at work, lack of flexibility or poor work-life balance. If these are the status quo at work, they have the potential to erode resilience and leave individuals without the necessary resources to be well and effective at work.</p>
<p>Burnout can look different from person to person but we often see it look a lot like emotional and physical exhaustion, which may present itself as illness or sickness absence. Employees may appear to be detached from work or disengaged. Their work performance may change as may their general approach to tasks and other staff members which may appear to be negative.</p>
<p>Employers have a legal duty to do a risk assessment and act on that assessment to protect workers from workplace stress, so employers should not simply expect workers to better manage themselves and the way they work. There are a number of things employers can do to prevent burnout and encourage wellness at work:</p>
<ul>
<li>Ensure managers have realistic expectations and communicate them well to employees. Managers should have an ongoing dialogue with their staff to ensure they have the appropriate resources to meet the demands of the role.</li>
<li>Work-life balance should be encouraged to ensure working practices and arrangements are sustainable. The business should encourage staff to take their annual leave and not unduly reject requests for time off.</li>
<li>Culture can also play a critical role in mitigating the potential for burnout. An environment in which is supportive and open is important for reducing feelings of isolation and lack of connection.</li>
<li>Encouraging employees to enhance their skills can be a great way to reduce the potential for burnout. This may include opportunities to develop time-management and organisation strategies.</li>
</ul>
<p>HR specialists are well-placed to support with an holistic approach to preventing burnout at work and as part of a wider health and wellbeing approach.</p>
<p>Our outsourced HR specialists are available to support businesses in the North East and beyond. To enquire follow <a href="https://www.jacksonhogg.com/for-clients/hr-partnership/">this link</a> to access our HR Partnership page.</p>

Looking at burnout and ways to deal with it in the UK workforce

Understanding Burnout at Work and Ways to Prevent and Deal with it

<h2>An insight into the menopause boom within the FemTech Industry</h2>
<p><strong>Did you know that 63% of women say their workplace has no menopause support system in place?</strong></p>
<p>In a survey conducted of 2,000 women with menopause symptoms, a shocking 63% said their workplace had no policy in place which is affecting their decisions to leave the workplace.</p>
<p><strong>Did you know that 73% of women don&rsquo;t treat their menopause symptoms</strong> &ndash; including hot flashes (16%), weight gain (15%), difficulties with sleep (14%) and night sweats (14%), among others.</p>
<p>These statistics should seem extremely surprising considering most women experience menopausal symptoms at some stage in their lives! More often, these symptoms occur when women are still excelling through their career &ndash; highlighting the crucial importance of workplaces understanding the menopause and how it can affect day to day work abilities. Because of this, is it vital that workplaces delegate a firm support system to manage and support their employees&rsquo; needs. However, first, we MUST be knowledgeable as a global community!</p>
<h2><strong>A Refresh</strong></h2>
<p>As most of us will already be aware, menopause is a natural biological process that occurs as a marker of a woman&rsquo;s menstrual cycle. Stereotypically, the transformation occurs for women in their late 40s, but in some cases, it can erupt earlier or later. The change is characterized by hormonal changes which can trigger various symptoms such as hot flushes, brain fog and weight gain/loss. Biologically, the menopause is caused by the loss of ovarian follicular function and a decline in circulating blood oestrogen levels.</p>
<p>It is crucial for everyone to understand the menopause. Perimenopausal and postmenopausal symptoms can be disruptive to personal and professional lives, and changes associated with the menopause will affect a woman&rsquo;s health as she ages. In fact, menopausal women are the fastest-growing demographic in the workforce, so it is essential for both men and women to have a thorough understanding symptoms to ensure all employees are supported in the best possible way.</p>
<p>Historically, there has been little to no teaching of the menopause, leaving generations of women with a detrimental knowledge gap. Despite this, there has been leaps in the right direction over the last 10 years.</p>
<h2><strong>A Boom in Attention</strong></h2>
<p>Rightly so, there has been a significant rise in talk regarding the menopause in recent years. From more symptom understanding to new treatments through innovative technologies, there has certainly been many steps forward that can be noted. Perhaps, this is also due to discussions around the menopause becoming more accessible and destigmatized, leading to more visibility of information and encouragement of awareness. Additionally, the 21<sup>st</sup>century is witnessing an increase in the number of people entering menopausal stages as the aging population continues to grow. In line with this, there has been more demand for symptom-tracking apps and hormone therapy innovations from the Femtech industry!</p>
<p><strong>&nbsp;</strong></p>
<h2><strong>Femtech Advancements surrounding the menopause &ndash; The Positives!</strong></h2>
<p>Health Tracking Devices + Femtech Apps</p>
<p>We can now engage with so much analytical data about ourselves! Whether you are curious about menstrual health, menopausal health, sexual health or nutritional health, there is an app for it.</p>
<p>Symptom Management Devices</p>
<p>Hormone therapy has become more popular and is very effective for managing symptoms of hot flashes and night sweats. Tech company <strong>Embr</strong> offers a wrist-worn device; The Embr Wave 2. This emits cold or hot bursts to the skin on your wrist which supports your temperature and makes you feel cooler or warmer depending on your needs.</p>
<p>Hormone replacement treatments</p>
<p>HRT is another well recognised treatment which relieves symptoms of the menopause and replaces hormones that are at a lower level as women approach the hormonal phase. Benefits include relief of symptoms such as hot flushes, night sweats, mood swings and reduced sex drive.</p>
<p>&nbsp;</p>
<h2><strong>By 2025, over 1 billion women will be postmenopausal across the world</strong></h2>
<p>Despite attention towards women&rsquo;s health care steadily increasing, there is still a lot of work we can do to better the health of the women of our generation. To support this, we must recognise and acknowledge the things the Femtech industry could improve on!</p>
<p>Firstly, in a world of accessible technology and information online, it is becoming apparent that unlocking access to Femtech comes at a cost. Making Femtech variations more affordable would appeal to a wider range of women from lower-income communities where healthcare is limited and increase the usage of Femtech globally.</p>
<p>Additionally, it is crucial that our Femtech solutions are inclusive and cater to the many needs of women of different ages, body types and ethnicities.</p>
<p>Lastly, it is vital that our future generations are thoroughly educated which will help women world-wide navigate their way through the menopause.</p>
<p>&nbsp;</p>
<h2><strong>Key companies working to better the menopause space.</strong></h2>
<p><u>Vira Health </u></p>
<p>Vira Health&rsquo;s app &lsquo;Stella&rsquo; combines evidence-based treatments such as cognitive behavioural therapy, pelvic floor exercises, and diet and lifestyle changes to support women through the menopause over a personalised 12-week treatment solution.</p>
<p><u>Elektra Health</u></p>
<p>They embark on a focus of empowering women and diluting the menopause taboo by providing education, care and offering a community of deep expertise. Their platform includes unlimited virtual coaching, personalised learning, and access to a supportive community.</p>
<p><u>Midi Health</u></p>
<p>On a mission to bring compassionate, high-quality medical care to women in perimenopause and menopause. They offer a supported path to symptom relief through a large variety of treatment solutions, treating a variety of symptoms. Treatment options often include, HRT, Prescriptions of SSRIs and SNRIs, lifestyle advice, and advisory supplement. Midi are successful in providing a thorough service for women to rely on for healthcare management and support.</p>
<h2><strong>So&hellip; what does all this mean?</strong></h2>
<p>It is certainly noted that the rise of femtech can be associated with a direct result of women&rsquo;s healthcare historically not being taken seriously. Growing industry knowledge and advanced technology is clearly allowing the women of our generation to take more control over their own health; whether it be to gain support on a fertility journey or receive advice on navigating menopause. It is definitely very exciting and extremely encouraging to see many new tech solutions emerging within the market as well as increased talk regarding the issues women face in healthcare every single day.</p>
<p>As an industry, let&rsquo;s keep striving to better the lives of women across the world.</p>

An insight into the menopause boom within the FemTech Industry

Hot Flashes to Cool Tech – The Menopause Boom in FemTech

<p>The offshore wind industry has faced many challenges over recent years; especially in and around 2020. The COVID-19 pandemic shook the global economic state, increased interest rates and drastically heightened inflation. This article will examine the state of the offshore wind market in the US, and compare its state in 2023 with its future in 2024 and beyond.</p>
<p>As many people will be aware, the offshore wind industry witnessed the United States develop far slower post pandemic compared to other European regions and the rest of the world! Perhaps, the US lack of government funding contributed to this fall back by not providing sufficient subsidies for the market, whilst also failing to draw up other rules and regulations at the same time. Additionally, other factors regarding permitting delays, environmental concerns and issues surrounding infrastructure development have slowed down the progress of projects and have temporarily prevented significant growth and advancements for the market.</p>
<p>Macroeconomic pressures have also had a dramatic effect on slowing down market growth in both Europe and the US. Unsurprisingly, increases in interest rates and raw material costs have negatively impacted our offshore projects which has sadly led to the delay or cancellation of many designs.</p>
<p>Investment enthusiasm also dropped in 2023 &ndash; proposed by a mix of inflation, soaring raw material costs and vessel shortages. Higher equipment and electricity costs have also left the wind industry, including utility developers and turbine manufacturers, under pressure caused by severe supply-chain disruptions and fixed energy tariffs that are no longer economical for numerous projects in a higher-cost environment. From this, the offshore market is facing more challenges due to its complexity of projects and longer time periods from permitting to commissioning.</p>
<h2><strong>The US &ndash; 2024</strong></h2>
<p>Offshore windfarms continue to be a crucial method of clean, renewable energy for the US in 2024, despite years of uncertainty after the pandemic and a brutal year of financial and environmental challenges in 2023. In fact, despite the turbulence which occurred, the offshore wind sector is predicted to rebound in 2024 alongside interest rates and inflation falling. With the market largely stabilising and returning to growth, the next 12 months certainly have the potential to reboot the US offshore wind industry. As an industry, we must encourage supply chain development, further investment and renewed shipbuilding activity to ensure mass enthusiasm is injected back into the US market!</p>
<h2><strong>Exploring the Top Offshore Wind Development Projects of 2024. </strong></h2>
<ul>
<li>The Us plugs in it&rsquo;s first large offshore wind farm as developers play catch-up! Vineyard Wind Development &ndash; A Significant milestone met in January when the country&rsquo;s first large scale project supplied first power to the Massachusetts grid. The 5 MW turbine will be joined by 61 additional turbines to provide 806 MW of power to the grid by the end of 2024. This will be enough to power 400,000 homes and businesses in the US. The project will also help deliver a boost to Joe Biden&rsquo;s ambitions of a proliferation of coastal wind turbines to help combat the climate crisis.</li>
<li>During 2024, the states could award as much as 1550 of new power offtake, 60% of which will be used to replenish lost contracts! Despite global economic challenges hindering industry progress throughout 2023, we are witnessing the industry press forward with new power contracts being executed in states such as New York, New Jersey and Massachusetts remain dedicated to offshore wind development and investing in a domestic supply chain.</li>
<li>There are many offshore wind developments either scheduled or anticipated for the rest of 2024. New York is considering offshore wind projects with a minimum of 800 MW and a maximum of 1.4 GW to be awarded with offshore renewable energy credits. Additionally, New Jersey recently announced the results of its third offshore wind solicitation; the fourth solicitation is expected to be revealed within the first half of this year!</li>
<li>Several offshore wind projects are anticipated to receive approval of their Construction and Operations Plans and are expected to begin construction shortly after. Projects include Sunrise Wind, Southcoast Wind, and Maryland Offshore Wind.</li>
</ul>
<p>The turnaround for the offshore wind industry in 2024 can definitely be credited and largely driven by a combination of favourable government policies, decreasing interest rates and falling inflation, alongside increasing recognition around the importance of renewable energy sources in combating climate change and ensuring a greener environment. We predict we will see continued development along the East Coast and the West.</p>
<p>In late 2023, BP and Equinor won U.S Government approval for 2.08GW Wind Farm Off Long Island. It will add 2.076GW of wind power capacity to the U.S grid upon its completion by 2028, and is the sixth commercial-scale offshore wind farm project to receive approval from President Biden&rsquo;s administration. The project includes plans for two offshore wind farms featuring up to 147 wind turbines that could power more than 700,000 American homes each year.</p>
<p>Furthermore, it is expected that the project will support over 830 jobs each year during the construction phase and around 300 within the operations phase.</p>
<p>It is also interesting to dive into the different targets and strategies of achieving net zero emissions between the USA and the UK! It is apparent that there is a rapidly growing concern regarding toxic emissions in all industries globally. Especially for the energy space within the USA, achieving net zero emissions is important for climate change mitigation, economic competitiveness and energy security, which is why it is encouraging to see these targets from the US in comparison to other parts of the world.</p>
<ul>
<li>By reaching net zero emissions, the USA will be able to engage in world-wide efforts to capture the rise of global temperatures. This will eventually reduce the likelihood of extreme weather conditions which have an impact on the effectiveness of industry projects.</li>
<li>Moving towards a low-carbon economy through more eco-friendly infrastructure will also encourage others to participate within the team effort of reaching net zero emissions! Lastly, leading in clean energy technologies will generate more appeal towards the USA industry. Also, the targets made by the USA will better public health through reducing risks of air pollution which we encounter every single day!</li>
</ul>
<p>So, what can we take from this?</p>
<p>Despite the rocky run-ins throughout 2023, the US offshore wind industry is predicted to turn itself around in 2024. As we touched on above, this was due to the state of the global economy, climate change, and a rise in interest rates. However, the exciting new projects confirmed and predicted for 2024 are extremely encouraging in terms of business and industry growth! It is predicted we will continue to see other countries reinforcing their net-zero targets to strive towards a greener, cleaner living space and more efficient method of producing energy over the next 12 months!</p>

Looking into Renewables market and the latest wind development projects across the US

New Year, New Energy Excitement for the US

<p>Exceptional progress has been made over the last century in understanding, diagnosing, treating, and preventing all forms of cancer. From common cancers like breast, bowel, and prostate, where genetic factors play a dominant role, to rare blood cancers and both malignant and benign tumours, there has been a notable increase in awareness and understanding of the nature of these diseases. In hand with this, diagnosis equipment and treatments have become more accessible as different forms of cancer become more common.</p>
<p>Despite extraordinary technological advancements in Big Pharma and Biotech rapidly saving and transforming lives, the oncology market, particularly CAR T-cell therapy, has become saturated, receiving less investment as a result. Therefore, it is crucial for oncology companies to leverage their radiology knowledge and research to stand out in an ever-growing and accessible market of oncology treatments.</p>
<h2><strong>The Oncology Boom &ndash; A Timeline</strong></h2>
<p>By the end of 2019, cancer research and treatment reached unprecedented levels, marked by substantial investments continuously injected into the oncology market. Innovations in treatments, such as immunotherapy, targeted therapies, and precision medicine, have undoubtedly improved patient outcomes and expanded treatment options. These developments over the last five years have led to a surge in research, clinical trials, and significant increases in investment. It is credible to recognize that the rise in investment within the oncology market since 2019 reflects the growing acknowledgment of the critical importance of cancer research and treatment. The increased investment since 2019 has clearly accelerated the pace of innovation in oncology, notably boosting treatment potential and positive patient outcomes in the next decade.</p>
<p>In 2020 and 2021, significant investments were made in the oncology industry, reflecting a continued commitment to combating cancers and mitigating their long-lasting impact on the global population. While these advancements are positive, they also illustrate how the market has become crowded with innovative and accessible treatments, potentially weakening the demand for investment over the last year. It is worth noting, however, that investment levels across all industries can fluctuate. Factors influencing the oncology industry include changes in its economic state, technological advancements leading to shifts in research priorities, and the broadening knowledge and understanding of cancer biology.</p>
<p>&nbsp;</p>
<p><strong>Examples include:</strong></p>
<p>AstraZeneca: AZ made substantial investments in oncology R&amp;D, particular in areas such as targeted therapies and combination treatments. In early February, they announced a $300 million investment into a US-based manufacturing facility will focus on T-cell therapies. The investment will see new jobs being created which will bring scientific work and therapies to clinical trials to help transform the lives of many patients around the world.</p>
<p>AstraZeneca say &ldquo;This new $300 million investment will accelerate our ambition to make next-generation cell therapy a reality.&rdquo;</p>
<p>Freenome: Freenome focusing on developing blood-based cancer screening tests, raised estimated around $300 million in its Series D financing round to further advance its multiomics platform for early cancer detection and intervention. (December 2021)</p>
<p>&nbsp;</p>
<h2><strong>The transformative impact of elevating radiology knowledge for biotech</strong></h2>
<p>Radiology research plays a crucial role for oncology biotech companies in advancing cancer detection and treatment. It provides insights into imaging techniques, tumour characterization, treatment monitoring, and response assessment, thereby facilitating the development of new and exciting therapies and diagnostic tools. By doing so, it creates a dynamic forefront for oncology biotech&rsquo;s to leverage, enabling them to progress against other companies in the oncology market.</p>
<h2><strong>What does this mean for biotech companies and patients?</strong></h2>
<p>Biotech&rsquo;s with comprehensive radiology knowledge can better understand the effects of their products on imaging techniques &ndash; greatening the chance of more accurate diagnosis and personalised treatment plans to help target disease.</p>
<ol>
<li><strong>Early detection</strong> &ndash; Radiology research encourages interception of a forming disease. Even better, the imaging can enable prevention of a mature disease.</li>
<li><strong>Biochemical changes</strong> &ndash; Detection by imaging techniques as these occur before full changes in the anatomy! Combined with liquid biopsy for screening purposes, early.</li>
</ol>
<p>localization of disease can be detected to support the most efficient management.</p>
<ol start="3">
<li><strong>Accuracy </strong>&ndash; Biotech&rsquo;s can manipulate imaging software&rsquo;s to gain a more thorough understanding of tumour characterisation &ndash; its size, severity, location. This allows specialists to create more effective treatment solutions such as radiation therapy which is less invasive for the patient in comparison to other options.</li>
</ol>
<h2><strong>An Exciting Future for Radiology!</strong></h2>
<p>It is nearly certain that advancements in radiology will flourish in both the short-term and long-term future, enabling oncology biotech&rsquo;s with innovative knowledge to excel within the bustling industry. Embracing and applying improvements in imaging techniques will not only increase the likelihood of receiving investment but, more importantly, will aid specialists in detecting cancer cells within the body and subsequently targeting these cells with radiation therapy.</p>
<p><strong>Companies excelling within the space:</strong></p>
<p>The synergy of companies combining oncology expertise with advancements in radiology technology undoubtedly creates an attractive proposition for investors seeking to support new approaches to cancer care. Examples of companies within the oncology industry demonstrating this capability include those developing AI-powered imaging solutions for early cancer diagnosis or precision radiation therapy planning. These imaging advancements, coupled with radiology expertise, enable companies to make remarkable strides in improving the battle against cancer and minimizing its fatal impact on families and individuals worldwide.</p>
<ol start="4">
<li><strong>Varian Medical Systems</strong> &ndash; Their focus on radiotherapy and radiosurgery technology offers advanced cancer treatment. Their imaging software plays a crucial role in generating treatment plans and tracking the nature of the cells.</li>
<li><strong>Alpha9 Theranostics</strong> &ndash; Associated with developing radiopharmaceuticals consisting of various elements to kill cancer cells. The company recently announced that it had received $75 million in a financing round led by Nextech Invest to strengthen its radiopharmaceuticals.</li>
</ol>
<h2><strong>So, what does this mean for the industry overall?</strong></h2>
<ul>
<li>There is a global, critical need to target cancer, with industry specialists worldwide becoming more adept at treating, diagnosing, and intercepting various forms of cancer.</li>
<li>21st-century technological advancements continue to fuel increased access to research and treatment within the oncology space.</li>
<li>Advancements in biological and technological knowledge are optimizing patient outcomes worldwide.</li>
<li>Transformational radiology software aids biotech specialists in examining and capturing cancerous cells, helping prevent the spread of disease.</li>
<li>A sense of global urgency has left the oncology market flooded with excellent access to incredible treatments and technologies.</li>
<li>Consequently, investment continues to flow into companies with innovative radiology expertise, setting them apart from competitors.</li>
</ul>

Taking a look into Biotech companies and the need for advanced imaging research

Radiology Revolution – Fulfilling the Critical Need for Advanced Imaging Research in Oncology Biotech companies

<p>The idea of sustainability within the chemical sector has various aspects and has evolved significantly over recent decades. This has been in line with increasing awareness surrounding the topic of sustainability for ALL industries!</p>
<p>Sustainable chemistry encompasses the design, manufacture, and use of efficient, effective, safe and more environmentally benign chemical products and processes; Within the last 15 years, more awareness and recognition around the production of raw materials and where they come from has catapulted the focus of sustainability to the forefront when operating within the chemical sector.</p>
<h2><strong>So, what does sustainable chemistry look like?</strong></h2>
<ul>
<li>Greener Technology</li>
<li>Utilisation of renewable resources</li>
<li>Minimising negative environmental impacts of chemical processing and manufacturing</li>
<li>Waste Prevention</li>
<li>Improving efficiency</li>
<li>Striving towards net zero</li>
</ul>
<h2><strong>The importance of Green Chemistry for a Sustainable Development</strong></h2>
<p>There is certainly an overarching approach within sustainable chemistry hat incorporates green chemistry, ecology and sustainability. Managing methods of producing and manufacturing to reduce the impact of hazardous chemicals on the environment is vital for the overall welfare of our future generations.</p>
<h2><strong>Problematic Plastic</strong></h2>
<p>As we all know, the plastic problem is growing, and its real. We are witnessing plastic damaging and polluting our natural environment every single day. Many everyday items containing harmful plastic polymers makes it incredibly difficult to eliminate the material, however, as an industry it is crucial we keep utilising innovative, advanced materials to dilute the damaging effect of plastic.</p>
<p>There are many current restrictions and bans on single-use plastics that are being adopted across the United Stated and Europe. The signing of the United Nations Treaty to end plastic pollution is on track to occur by the end of 2024, with details to manage plastic circularity.</p>
<p>Additionally, the growth of bio-based feedstocks remains positive, and in March of last year, the Biden administration announced goals to displace 90% of plastics over the next 20 years by harnessing biotechnology and biomanufacturing. Despite being just goals, the targets certainly demonstrate administration heading in the right direction for future change. With technological advancements, improvements in knowledge and societal pressures regarding sustainability, these initiatives will have the power to accelerate in coming years!</p>
<h2><strong>What&rsquo;s happening now?</strong></h2>
<p>Today, the bulk of modern society continues to depend on fossil fuel-based hydrocarbons to develop almost every chemical or material in the marketplace. Despite fossil fuels serving as the main source of energy, it is unlikely this approach has longevity well into the future. The method involves dependence on the combustion of fossil fuels which as we all know, produces carbon dioxide and other harmful waste solutions that pollute the atmosphere and can lead to significant damage on human health and the environment around us.</p>
<p>To add, we are seeing more and more evidence come to light to support the strong link between the rise of carbon dioxide solutions and the rapid rate of climate change and the warming atmosphere.</p>
<p>Because of this, engaging in sustainable practices NOW is crucial for not only future generations, but investment into the market and the success and growth of our industry.</p>
<p>On a positive, chemical companies in the US are investing more than ever in research and development towards sustainability compared to many other sectors. One major factor involved within the sustainability transition is the production and access to clean hydrogen. Green hydrogen can be produced through the electrolysis of water and uses electricity from renewable sources to limit CO2 emissions. Some of the companies making the most substantial investments into green hydrogen are Sinopec, Air Products &amp; Chemicals and Linde. Some other companies are reducing their carbon footprints by investing in recycling practices; LyondellBasell and Reliance Industries both have developed their own catalytic processes for recycling plastics.</p>
<p>As all global industries are becoming more sustainable, we expect to see more companies within the chemical world reshape how they manage, manufacture and distribute their products.</p>
<p>However, the industry is also predicted to continue experiencing the challenges that persisted throughout 2023, such as the inconsistent economic growth, climate issues and inflation. In light of the low-growth environment, accelerating carbon-neutral management and strengthening global supply chains will likely top global focuses for the industry throughout 2024.</p>
<h2><strong>Reaching NET ZERO </strong></h2>
<p>Governments around the world are recognising the important element of a robust industrial policy in achieving net zero. World-wide global economies continue to work towards decarbonisation in 2024 and are switching to sustainable sources for energy and materials, with the chemical industry vital to addressing the net zero overall challenge. It&rsquo;s becoming clear that decarbonizing the energy system and facilitating access to renewable sources and achieving net zero circular molecules/materials and chemicals is imperative.</p>
<h2><strong>The chemical sector is estimated to be responsible for 5% of global CO2 emissions.</strong></h2>
<p>However, challenges of reaching decarbonisation and net zero involves social, ecological, technical and economic factors all combined through a global effort.</p>
<h2><strong>Within The US </strong></h2>
<p>Numerous products and processes that many of us take for granted every day; such as clean drinking water, began breakthroughs in chemistry, and sustainability challenges have evidently grown more complex as Earths population is forever growing, and we strive to sustain the health and well-being everyone and the natural environment we live in.</p>
<p>The global commitment to create a cleaner, greener, safer and ultimately more sustainable future is especially positive; The US chemical industry can be more economically competitive and efficient on a global scale, as it cuts waste and reduces environmental impact, however, we will need continuous commitments from individuals, businesses and government to maintain a sustainable future for chemicals in the long term.</p>
<p>2023 &ndash; several chemical companies revised down their expectations and faced a sluggish demand for chemicals globally. The recession throughout Europe, and inflation in the US contributed to this and saw chemical output grow less than 1% in 2023. However, in the US, fears of an economic downturn have faded, and we are slowly but surely witnessing a change in chemicals for the better.</p>
<h2><strong>Are we on the right track?</strong></h2>
<p>Is the US chemical industry finally listening to masses and moving towards a greener future?</p>
<p>Slowly but surely!</p>
<p>We expect chemical companies to continue positioning themselves strategically for the high-tech, low-carbon future to dominate the market in the long term. It is important that companies support the increase in clean energy manufacturing needed to meet net-zero goals by 2050, which is expected to stimulate higher demand for specific chemicals and materials in the coming years.</p>
<p>On top of this, competition is expected to evolve with many of us in the chemical space re-thinking our long-term strategies. Additional shifts in talent requirements and clean electricity availability are expected to arise as technology continues to evolve and decarbonization efforts ramp up over the course of the year!</p>

Taking a look into the cemical market and it's sustainability 

Sustainability: Change is Coming in Chemicals

<p>Modern concepts such as flexible working and remote working have gained substantial traction, especially in the UK. Technological advancements and societal normality have shifted, and the traditional nine-to-five office structure is gradually moving away so that organisations can adapt to their employee&rsquo;s needs to improve their lifestyles. However, these terms still need clarity due to them being a fairly new practice. In this blog, we are going to look into the statistics behind remote working and flexible working, whilst looking at how these terms are adopted in today&rsquo;s workplace.</p>
<p><strong>Remote Working</strong></p>
<p>Remote working has been the biggest change in the workplace over the last few years. Its prevalence has increased every year since the pandemic which has only recently seen the brakes go on. As of 2023 28.2% of employees have adopted a hybrid working model and 98% of businesses want to adopt some type of working-from-home model <a href="https://www.forbes.com/uk/advisor/business/remote-work-statistics/">(Forbes)</a>. Compare this to pre-pandemic when only 13.9% of employees worked from home <a href="https://www.statista.com/topics/6419/remote-working-in-the-uk/#topicOverview">(Statista)</a>, and it&rsquo;s easy to see that the events of 2020 made a huge change in the way we work. Remote working can have both a positive and negative effect on workers&rsquo; health and well-being. ONS data shows that in February 2022, almost half of those who worked from home reported that it improved their well-being <a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/ishybridworkingheretostay/2022-05-23#:~:text=More%20than%20three%2Dquarters%20(78,had%20fewer%20distractions%20(53%25).">(47%)</a>.</p>
<p>&nbsp;</p>
<p>A further <a href="https://www.google.com/search?client=safari&amp;rls=en&amp;q=A+further+78%25+of+those++who+worked+from+home+in+some+capacity++said+that+being+able+to+work+from+home++has+resulted+in+an+improved+work-life++balance.&amp;ie=UTF-8&amp;oe=UTF-8">78%</a> of those who worked from home in some capacity said that being able to work from home has resulted in an improved work-life balance. A recent study stated that 98% of businesses want to adopt some type of working-from-home model <a href="https://www.forbes.com/advisor/business/remote-work-statistics/">(Forbes)</a>. However, remote and hybrid working can lead to the blurring of work-life boundaries and can cause a feeling of pressure to always be available online, as well as an increase in unpaid overtime work hours. Experts suggest that supporting remote and hybrid working in the longer term will require supporting more inclusive approaches to remote working, more training, support to workers on cybersecurity and increasing access to digital technologies infrastructure as well as improving digital skills <a href="https://researchbriefings.files.parliament.uk/documents/POST-PB-0049/POST-PB-0049.pdf">(UKpar</a><a href="https://researchbriefings.files.parliament.uk/documents/POST-PB-0049/POST-PB-0049.pdf">liament)</a>. A recent study has found that as a result of remote working, organisations have seen an increase in both productivity and control <a href="https://post.parliament.uk/research-briefings/post-pb-0049/">(National Institution of Health) </a>but industries need to keep a close eye on employees&rsquo; well-being wherever remote working is in place.</p>
<p><strong>Flexible Working</strong></p>
<p>Organisations are now working out arrangements to create a more flexible work-life balance for their employees. As long as deadlines and KPI&rsquo;s are being met, organisations are now looking to work around their employees. A recent study by <a href="https://www.mckinsey.com/industries/real-estate/our-insights/americans-are-embracing-flexible-work-and-they-want-more-of-it">McKinsey &amp; Company</a> found that over 75% of employees prefer flexible work arrangements. Recent years have shown that traditional work schedules don&rsquo;t work for everyone in the modern day &ndash; and for a lot of people, they never really have. Whether it&rsquo;s coming in late to drop the kids off at school or going to the gym during a long lunch to improve physical and mental well-being, organisations are creating flexible working arrangements which benefit both the organisation&rsquo;s performance and the employee&rsquo;s wellbeing.</p>
<p>A recent study found that <a href="https://www.employment-studies.co.uk/news/flexible-working-day-one-right#:~:text=CIPD%20research%20revealed%20that%2075,implementing%20flexible%20working%20beyond%20hybrid.">75% of employees</a> prefer flexible working arrangements. British workers now have more flexibility than ever as a result of the Flexible Working Bill achieving Royal Assent. In short, this means workers will have the right to request flexible working from day one of a new job <a href="https://www.gov.uk/flexible-working/applying-for-flexible-working#:~:text=From%206%20April%202024%2C%20employees,if%20agreed%20with%20the%20employee.">(GOV.UK)</a>. Currently, 4.42 million UK workers are allowed to adopt some style of flexible working from their current organisation <a href="https://www.statista.com/statistics/415888/number-of-employees-flexible-working-contracts-uk-by-type/">(Statista)</a>. Throughout the UK, 40% of employees have seen an increase in flexible working and organisations have seen a 10% increase in the importance of offering flexible working <a href="https://www.cipd.org/uk/knowledge/reports/flexible-hybrid-working-2023/#:~:text=Two%2Dfifths%20(40%25)%20have,an%20option%20when%20advertising%20jobs.">(CIPD)</a>. The use of flexible working is only going to increase in the coming years so that employees can face the needs of their daily lives.</p>
<p>&nbsp;</p>
<p>The use of the terms flexible working and remote working in the UK remains a topic of significance and debate. While the terms have their benefits such as increased autonomy, productivity, and work-life balance, they also come with implementation such as unique challenges and considerations. Flexibility is the cornerstone of modern employment practices, but its use varies on the organisation&rsquo;s needs, industry norms and individual preferences. The ideal outcome is a balance that meets the needs of employees while reaching the full employee potential for the organisation. Embracing the nuances of flexible and remote working will be essential in the complexities of the contemporary workplace landscape.</p>

Looking into the concept of remote working and flexible working in the UK workforce

Remote Working vs Flexible Working

<p>Ensuring efficient Health, Safety and environmental (HSE) management within any business is important, but it is especially so within higher-risk environments like many manufacturing operations. Over the last 5 years, on average <a href="https://madeinthemidlands.com/news/top-5-surprising-health-and-safety-challenges-in-the-manufacturing-industry">22 workers</a> have died in the workplace in manufacturing environments per year. Stricter legislation and increasing public expectations now mean that efficient HSE management is more critical than ever, as manufacturing businesses that fail to follow HSE regulations are now named and shamed by The Occupational Safety and Health Administration in regular press releases. These events are frequently highlighted by the media, meaning a single HSE incident can not only disrupt the daily functions of a business but damage a business&rsquo; reputation altogether.</p>
<p>A variety of systems and tools have been introduced and developed over time to help HSE management within a business. More recently, advances in technology and data science have led to the emergence of Artificial Intelligence (AI) as a trend within HSE. AI refers to &ldquo;the simulation of human intelligence in machines that are programmed to think like humans and mimic their actions&rdquo;. It also refers to any systems that show traits associated with a human mind, such as learning and problem-solving e.g. Google&rsquo;s DeepMind or IBM&rsquo;s Watson. HSE, as a result, is on a transformational path and manufacturing businesses in particular are embracing this.</p>
<p>The primary aims of HSE are to try to reduce and prevent injuries occurring and environmental damage. Tasks in manufacturing environments can quite often be repetitive, and employees can regularly be working within hazardous environments. AI can automate repetitive tasks and therefore remove employees from potential risks and injuries occurring in hazardous environments. It has also been reported that up to 80% of accidents that occur in the workplace are human-related.</p>
<p>People don&rsquo;t always report incidents and in particular what they believe to be &ldquo;minor&rdquo; incidents. In reality, employees don&rsquo;t often realise the importance of accurately reporting incidents. When an incident is reported, employees often &ldquo;other&rdquo; in relation to the category of the incident. This makes it difficult to understand exactly what they are reporting. In comparison, AI provides more information and greater context when reporting HSE incidences. This reduces the likelihood of similar incidences occurring in the future as a more accurate prevention plan can be developed.</p>
<p>Implementing AI within a manufacturing environment has several advantages as highlighted above, however, people have begun to question the safety of human and robot interaction and the risks associated. Despite this, it has been reported that incidents which occur do not usually take place during work hours but usually happen during programming, maintenance, or adjustment sessions. Some companies have started using cages and guards to minimise this interaction, and the Health and Safety Executive has observed that new collaborative robots are being developed specifically to be used in the same workplace as humans.</p>
<p>Efficient HSE is critical within the workplace and failure to comply with legislation not only risks reputation but more importantly employees&rsquo; lives. It is clear that manufacturing businesses are now looking to other measures to ensure HSE compliance and although AI is still a relatively new concept and there are still obstacles to overcome, it is one of the top new trends and has already been shown to benefit HSE within manufacturing businesses.</p>

Looking into health & safety and the role that AI plays

Harmonising Health, Safety & Environment: The Impact of Artificial Intelligence

<p><a href="https://www.jacksonhogg.com/news/has-the-pandemic-created-the-most-productive-workforce-the-uk-has-ever-seen/">Has the Pandemic Created the Most Productive Workforce the UK has Ever Seen?</a></p>
<p>The LinkedIn surveys asking us whether we prefer remote working, office working or a mixture of both have been popping up for some time, and for good reason. With the new way of remote working and flexibility over where we work, do we now actually know how we prefer to work?</p>
<p>Many have been stuck for some time in beliefs within businesses that &lsquo;if you&rsquo;re not in the office you&rsquo;re not working&rsquo;. Many industries were so entrenched as a workforce that it took a global pandemic for employers to realise their teams could be trusted to work at home, so much so that CIPD have reported that home working levels will soon more than double in comparison to pre-pandemic levels.</p>
<p>With the forced remote working of the pandemic, employers came to realise that not only can their employees be trusted to work remotely, but actually the best person to decide this is the worker themself. Some individuals find home-working frustrating, whether that be because of the home environment or the nature of their work, whilst others find office work more distracting and some now recognise that they need a balance between the two in order to effectively complete their work.</p>
<p>This seems to be recognised by employers, where hybrid remote working options are being implemented. CIPD reported that two-thirds of businesses are adopting a hybrid work model where employees only spend part of their time in the office, all as a result of the success of homeworking during the pandemic.</p>
<p>&nbsp;</p>
<p>This change has emphasised working on the outputs or results, allowing the employee to drive activities with little concern about their location when doing that work. It seems we&rsquo;re entering a time where you&rsquo;re not clocking in at 9 and clocking out at 5 but flexing your work location and hours to suit the outputs you need to achieve that day. With that, we&rsquo;re starting to understand where and how we as employees work best to achieve the outputs needed for specific tasks.</p>
<p>A study by <a href="https://www.gsb.stanford.edu/faculty-research/working-papers/does-working-home-work-evidence-chinese-experiment">Standford of 16,000 workers</a> over 9 months found that working from home increased productivity by 13%. In the same study workers also reported improved work satisfaction, and attribution rates were cut by 50%. Working remotely can increase productivity, for example 77% of those who <a href="https://qubit-labs.com/virtual-teams-management-an-overview/">work remotely</a> at least a few times per month shows <a href="https://www.proofhub.com/articles/best-productivity-tools">increased productivity</a>, with 30% doing more work in less time and 24% doing more work in the same period.</p>
<p>Could this better understanding of how we operate and more importantly in what environments we operate best, allow us to improve productivity?</p>
<p>Given productivity in the UK has been relatively low over the past decade, is the boost in productivity as a result of flexible and remote working what the UK has needed all along?</p>
<p>It seems clear when looking at the data that operating leaner and partnering with your teams to ensure you&rsquo;re facilitating them to perform as best as possible seems the ideal option, although not feasible in all sectors. It will be some time before we can see the true impact of the new way of working.</p>
<p>Hopefully, we&rsquo;re moving into a new era of choice, where employees have a say on where and how they work and this as a result benefits the employee, the organisation they work for and the wider industry.</p>

Taking a look into how productive the UK workforce is post-pandemic

Post-Pandemic Productivity

<p>Whilst sales figures or patents registered are great metrics to measure business growth, ultimately it is the people within the company that drive success. For a long time, the health and wellbeing of employees were often overlooked by businesses, but more recently their importance has been highlighted and is now seen as a vital part of business success. Businesses now see the value in proactively promoting health and wellbeing initiatives and look to ways in which they can do so. It is therefore no surprise that this has been established as one of the top trends to look out for in 2024.</p>
<h2>Benefits</h2>
<p>Research has shown that promoting employee health and well-being can increase an organisation&rsquo;s overall performance by 80%. There are several ways in which promoting these initiatives can improve business performance. It has been reported that it is directly linked to productivity levels. Statistics from the Centre for Mental Health suggest that companies in the UK with low levels of productivity directly linked to mental health issues can cost businesses &pound;34.9bn nationally, further highlighting the importance of employers investing in their workforce.</p>
<p>Businesses that are investing in employee health and well-being have also shown a significant decrease in employee absence. Employees who are absent for significant periods of time may need their roles covered, which can be costly. Not only does this proactive focus reduce employee absence but it has also been shown to improve staff retention. Investing in employees&rsquo; health and well-being shows that you are investing in your people and their future. It makes them feel valued within the company and can be seen to improve morale and engagement. It can cost a business twice as much to hire someone new than it does to pay for their first year in work, including training and benefits &ndash; another reason to look after your people.</p>
<h2>Promoting health and wellbeing</h2>
<p>There are several factors that have been directly linked with affecting employee health and wellbeing, so it is important that businesses offer a range of support options in order to drive improvements and engagement. People often think that this support can be costly to a business however, Employee Benefit Magazine states that &ldquo;Wellness management does not need to be complicated or costly. A few simple steps could help to mitigate long-term problems&rdquo;.</p>
<p>One of the small steps that can have significant effects is financial well-being training. Financial burdens often have a big impact on employees and their health and well-being. They can lead to people feeling anxious or depressed, which can have a considerable impact on an employee&rsquo;s ability to work. Employers can help minimise financial stress by increasing their employee&rsquo;s knowledge and understanding of money &ndash; for example, providing information about budgeting and childcare or even simply providing employees with a better understanding of their pay slips and expenses. Many businesses are now offering <strong>financial wellbeing</strong> training and may want to also look to offer flexible or remote working as this can reduce childcare costs for many.</p>
<p>When it comes to <strong>mental health</strong>, there are several ways in which employers can support their staff. Raising awareness about mental health and its importance is crucial as this can help to reduce any stigma associated with it. It is also important that managers and staff have the right training and are educated about related issues and how to spot any symptoms, as well as providing them with the tools to deal with them. They could use mindfulness, for example, which has been shown to reduce stress and enhance focus on improving engagement and improve mental wellbeing.</p>
<p>&nbsp;</p>
<p>An employee&rsquo;s <strong>physical health</strong> is another major factor that impacts well-being. There are steps that employers can implement to encourage better physical health in the workplace. These can include organising workout groups or providing healthy eating and nutrition advice to educate employees on the importance of their diet and the impact it can have on performance and mindset.</p>
<p>The focus on employees and their health and well-being has a profound impact on an organisation&rsquo;s performance. Businesses are now seeing the true value of looking after their people and are exploring different ways in which they can support their colleagues. I am sure that this will remain one of the main trends of 2024 and will continue to accelerate in importance.</p>

Looking into health and wellbeing in the workplace and the benefits of leading a healthy lifestyle

Occupational Health and Wellbeing

<p>There are a multitude of changes coming to employment regulations in 2024, just one of them is to statutory paternity leave. The changes come into effect on the 8<sup>th</sup> of March and employers should consider updating their policies now.</p>
<p>The updated regulations will apply where the following is on or after 6 April 2024.</p>
<ul>
<li>the expected week of birth,</li>
<li>the expected date of placement for adoption,</li>
<li>or the expected date of entry into Great Britain for adoption.</li>
</ul>
<p>There are three main changes coming to the way statutory paternity leave will work after the changes come into effect:</p>
<p>Firstly, employees will be able to choose to take their two weeks of leave as two non-consecutive weeks or as two single periods of a week. This will provide greater flexibility for employees and the opportunity to split their leave into two separate blocks of a week.</p>
<p>Next, under previous regulations, employees taking paternity leave would need to do so within 56 days of the birth or adoption placement. They will now have a longer timeframe in which to take their leave, which will increase to 52 weeks after the birth or adoption placement.</p>
<p>Finally, providing notice of entitlement to take paternity leave must be given during or before the 15<sup>th</sup> week before the expected week of birth and 28 days&rsquo; notice for each period of leave taken (if the leave is split into more than one block).</p>
<p>The government will be updating its online guidance when the changes come into effect, but it&rsquo;s important that employers take steps to update their existing policies. Therefore, communicating the changes to staff in good time in order to avoid any conflict between internal policies and statutory regulations.</p>
<p><img src="afro-father-hugging-her-mixed-race-daughter-spendi-2023-11-27-05-37-09-utc-scaled.jpg" alt="" width="2560" height="1707"></p>
<p>There are several other changes coming to the employment legislation landscape in 2024, which may be tricky for employers to keep track of. These changes include:</p>
<ul>
<li>The introduction of Carer&rsquo;s Leave</li>
<li>Changes to ways of calculating holiday entitlement for irregular workers and part-year workers.</li>
<li>The opportunity to pay &lsquo;rolled up&rsquo; holiday pay for irregular workers and part-year workers.</li>
<li>The usual increases to national minimum wage rates.</li>
<li>Changes to flexible working regulations.</li>
</ul>
<p><span style="color: #ffffff;">If you need support to stay on top of the changes or to make the appropriate amendments to your policies and procedures, contact our HR Partnership team at <a style="color: #ffffff;" href="mailto:HRPartnership@JacksonHogg.com">HRPartnership@JacksonHogg.com</a> or <a style="color: #ffffff;" href="https://www.linkedin.com/in/lauren-bathan-fcipd-fcmi-50311b58/">Lauren Bathan</a>.</span></p>

Looking into the latest changes to paternity leave regulations

Changes to Paternity Leave Regulations – March 2024

<p>The best time to meet a new recruiter in your market is when you don&rsquo;t need their services.</p>
<p>This might seem counter-intuitive but hear me out.</p>
<h2>Background</h2>
<p>Everybody, at some point in their lives, has to find a new job. Whether that&rsquo;s through necessity, wanting quicker progression, a salary boost or any number of other reasons.</p>
<p>Yet many will wait until they&rsquo;re in a position where they want to start interviewing but don&rsquo;t have any opportunities lined up and no one they can call that they trust to help them.</p>
<p>I&rsquo;ve spoken to a lot of people recently who have spent 25-30 years in STEM industries, who have seamlessly been promoted throughout their tenure or been headhunted by competitors, without ever really having to think about searching for a new job.</p>
<p>They&rsquo;ve found themselves in a position where they need to find themselves a new employer, but they&rsquo;ve been applying for job after job on LinkedIn, Indeed and every job board Google presents to them, yet they continue to hear nothing back.</p>
<p>Now, there&rsquo;s nothing wrong with applying to jobs online. In fact, it&rsquo;s a natural starting point for most casual job seekers. But for those who need something a bit quicker, it&rsquo;s a painstaking and often frustrating process that requires a lot of patience. Most jobs are over-applied and many people&rsquo;s applications simply slip through the cracks.</p>
<p>This is where a recruitment partner comes into play.</p>
<h2>Why Working With a Recruiter is a No-Brainer</h2>
<p>It&rsquo;s hard to say what the exact figure is; there are a handful of studies which state that 70% of all jobs are not published publicly on job sites and as much as 80% of jobs are filled through personal and professional connections.</p>
<p>Whether or not those numbers are entirely correct we can&rsquo;t be sure, but as an experienced recruiter, I can say for certain that there are LARGE numbers of jobs that never land on job boards and are filled directly through recruiters or existing networks.</p>
<p>So, if you can get yourself acquainted with the recruiters who have exclusive access to these jobs (often the more lucrative and exciting roles) then you&rsquo;ll be ahead of many others you&rsquo;re competing with for similar opportunities.</p>
<h3>When To Start Working With a Recruiter (before you need them)</h3>
<p>&nbsp;</p>
<h3>𝐶𝑜𝑛𝑠𝑖𝑑𝑒𝑟 𝑡ℎ𝑒𝑠𝑒 𝑡𝑤𝑜 𝑠𝑐𝑒𝑛𝑎𝑟𝑖𝑜𝑠&hellip;</h3>
<p>&nbsp;</p>
<h3>𝐒𝐜𝐞𝐧𝐚𝐫𝐢𝐨 𝟏. 𝐘𝐨𝐮&lsquo;𝐫𝐞 𝐚𝐜𝐭𝐢𝐯𝐞𝐥𝐲 𝐣𝐨𝐛 𝐡𝐮𝐧𝐭𝐢𝐧𝐠.</h3>
<p>You agree to speak with a recruiter you&rsquo;ve never met before.</p>
<p>They give you a call for 5-10 minutes and ask you questions specific to the job they&rsquo;re hiring for.</p>
<p>They say you&rsquo;re not the right fit and but they&rsquo;ll let you know if something more suitable comes up.</p>
<p>Unsurprisingly you never speak with them again.</p>
<p>Why?</p>
<p>Because they know virtually nothing about you.</p>
<p>They might be speaking to 100s of candidates a week, quickly screening them for jobs that they&rsquo;re racing against other recruiters to fill.</p>
<p>How are they supposed to know if you&rsquo;re suitable for another role in the future if you don&rsquo;t get to tell them your story, your career ambitions and where your skillset lies?</p>
<p>&nbsp;</p>
<h3>𝐒𝐜𝐞𝐧𝐚𝐫𝐢𝐨 𝟐. 𝐘𝐨𝐮&lsquo;𝐫𝐞 𝐡𝐚𝐩𝐩𝐲 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐣𝐨𝐛.</h3>
<p>It might not be perfect, but it&rsquo;s everything you need in your life right now.</p>
<p>But, you know that life can change in a heartbeat. You want to be prepared in case you suddenly need to look for a new role or decide that in order to progress you need to make a change.</p>
<p>You decide to connect with a recruiter who works in the same industry as you, who is well connected and comes with good recommendations.</p>
<p>They take 30 minutes to get to know you, you meet them for coffee and get to know each other on a personal level. You chat regularly and catch up at industry events.</p>
<p>6/12/18 months later you get a call from that recruiter saying &lsquo;Hey John, I know your goal long term was to XYZ, I have something that I KNOW you&rsquo;ll want to hear about that will offer you that&rsquo;</p>
<p>All of a sudden you&rsquo;re having relevant opportunities come to you when you need them most.</p>
<p>It&rsquo;s worth taking a look at how strong your recruitment network is, especially if you&rsquo;re settled in your current job.</p>
<p>If you don&rsquo;t have at least 1 recruiter (ideally 3-4) who you trust that you could call tomorrow if you need them, then NOW is the time to start networking.</p>

Exploring when the best time to meet a recruiter is

When to Meet a Recruiter

<p>As we face new challenges in engineering recruitment, it&rsquo;s always great to reflect on the past to see how the industry has changed, from the counter-offers to the wide range of diverse talent that we face today. In the current engineering recruitment field, there&rsquo;s a vast opportunity to transform the challenges we encounter into positive strides for the future.</p>
<p>In recent years the need to invest in employee retention strategies has come to the forefront. Combatting counter-offers requires a strategic approach that centres around a company culture that places value on its workforce. Prioritizing professional growth, fostering mentorship programs, and creating an environment where engineers feel valued for more than just their salary are crucial steps in this direction. Doing so organisations can establish a work environment that not only attracts top talent but also retains them in the long run.</p>
<p>Another critical change is the demand for diversity and inclusion within engineering teams. In 2024 companies need to move beyond diversity checkboxes and actively commit to inclusive hiring practices. Showcasing a workplace that celebrates diversity is not just a moral imperative but a strategic necessity for fostering innovation. Studies consistently reveal that diverse teams outperform their non-diverse competitors, leading to increased success and creativity in problem-solving.</p>
<p><img src="10.-Transport-Logistics.jpg" alt="" width="980" height="550"></p>
<p>The shift towards remote working continues to reshape the landscape, and organisations must adapt accordingly. Remote work flexibility is no longer a perk but a cornerstone for attracting top-tier talent. By offering flexible work arrangements, companies can tap into a global talent pool that they didn&rsquo;t have access to before. However, in the engineering industry, this is only possible in certain roles, as many hands-on jobs aren&rsquo;t suitable for this benefit. This has led to some conflict in teams with disparate flexible working policies, but where it is possible, organisations have witnessed a remarkable surge in productivity.</p>
<p>With engineering evolving, employees&rsquo; skills must also develop at a rapid pace. To address this challenge, organisations must provide continuous learning opportunities and resources for upskilling. This not only attracts individuals seeking career growth but also ensures that the workforce remains agile and adaptable in the face of technological advancements.</p>
<p>As a final consideration, businesses may explore the potential benefits of adopting a Recruitment Process Outsourcing (RPO) or <a href="https://www.jacksonhogg.com/for-clients/talent-partnerships/">Talent Partnership</a> model. The Jackson Hogg Talent Partnership, led by Joel Brown, stands as a testament to years of success in reducing time-to-hire, cutting recruitment costs, and concurrently enhancing the quality of hires while improving retention rates. For those interested in exploring this model further, additional information can be found on our website or by reaching out directly to anyone in the team. In the ever-changing engineering recruitment, the path to success in 2024 lies in embracing challenges as opportunities and adopting innovative strategies to navigate the evolving terrain.</p>

Looking into Engineering recruitment and our offering at Jackson Hogg

Engineering Recruitment: A review

<p>Hiring strategies often dictate that new additions to the team should come from a specific sector or background. It makes logical sense &ndash; hiring from within the same sector is a safe bet. By working in a similar environment, the candidate will know the industry, have strong product knowledge, awareness of common challenges present within the market, good practices and will often have a network of relevant contacts beneficial to the business. Within the current economic climate businesses can be less willing to take a gamble and many take solace in a closed recruitment strategy.</p>
<p>Particularly within engineering and manufacturing, it is indisputable that many occupations require very specific skill sets or acute technical market knowledge which requires an experienced expert within the field &ndash; 64% of energy CEOs are concerned about the availability of industry-relevant technical skills. With fewer STEM-qualified candidates entering the workforce, the market is incredibly competitive with niche skill sets in high demand and low supply, pushing the level of expected salaries up and demanding companies be more competitive in remuneration and benefit packages.</p>
<p>By restricting your target talent pool to candidates within the same industry you will potentially be paying a considerably higher price and subsequently missing out on skills and practices that could bring a fresh outlook to your existing processes. Having a diverse range of backgrounds, opinions and ideas within your company culture is the recipe for innovation. The phrase &ldquo;If you always do what you&rsquo;ve always done, you&rsquo;ll always get what you&rsquo;ve always got&rdquo; holds a strong presence in the discussion on how transferable many skills are across sectors. If the business is stagnating and &ldquo;this is the way we have always done it&rdquo; is a common refrain, then maybe it&rsquo;s time to broaden the search and recruit from other industries.</p>
<p><img src="finance-tablet-and-hands-writing-in-a-notebook-du-2023-11-27-05-30-19-utc-scaled.jpg" alt="" width="2560" height="1896"></p>
<p>An individual will change careers on average 5-7 times in their working lifetime. In procurement particularly, very rarely do candidates stay within the same niche sector for the entirety of their careers. The beauty of procurement is that many of the fundamental and core skills and abilities such as negotiation, relationship management, supplier evaluation, stakeholders and contract management are highly transferable and applicable across sectors. With the right training and support complemented with a willingness to learn, individuals can adapt quickly to a new market, especially when the core fundamentals are essentially the same.</p>
<p>Procurement strategy within both the public and private sectors works towards the same result &ndash; securing the right supplier to obtain the required goods or services. It must be acknowledged, however, that due to differing levels of regulation, financial resources, management, motivations and business goals, procurement processes within public and private sector organisations are significantly different and each is faced with its unique challenges. Despite requiring similar skill sets and shared goals, transitioning from one sector to another, such as private to public, electronics to packaging or food to pharma, will be a potentially steep learning curve for any procurement specialist looking to leap.</p>
<p>It all comes down to the needs and capabilities of the business alongside the available talent pool. Business critical requirements mandate an industry expert that will hit the ground running, so playing the long game for that perfect candidate may be the most appropriate option as there is no use trying to fit a square peg into a round hole. If you have the capacity, however, to train new candidates on industry-specific processes and jargon, cross-sector hiring may offer your business more in the long run. Although being perceived as low risk, closed recruitment practices, particularly for occupations with an abundance of cross-sector transferable skills, can be an adverse hiring strategy overall, reducing the diversity and inclusivity of your workforce. In a society where businesses aspire to continuously improve and move forward yet always hire the same people from the same competitors with the same skill set, can you expect significant growth?</p>

Transferrable Skills in Procurement

<p>Finding and retaining outstanding talent is a critical part of any company&rsquo;s success. In the competitive job market, the most career-minded and talented employees are considering company culture equally, if not with more importance, than pay and benefits. In 2024,<span style="color: #ecf0f1;"> <a style="color: #ecf0f1;" href="https://teamstage.io/company-culture-statistics/#:~:text=94%25%20of%20entrepreneurs%20and%2088,companies%20with%20a%20bad%20reputation.">88% of job seekers</a></span> said that a healthy work culture is vital for success.</p>
<p>Social media is one of the easiest and fastest ways to convey your company&rsquo;s culture to potential employees as well as customers. Many companies have begun utilising social media platforms such as Instagram, LinkedIn, Twitter and Facebook to display their great culture, however, few have unlocked the true potential of social media to influence positive change in their business culture.</p>
<p>Ways to highlight your culture on social media include:</p>
<ul>
<li>Sharing employee-generated content</li>
<li>Encouraging current employees to post on social media and interact with potential business partners and individuals in the job market.</li>
<li>Informing your intended audience of company incentives and benefits.</li>
</ul>
<p>According to LinkedIn statistics, a positive online presence can positively impact a business and focusing on this can make starting conversations with top talent far easier. It can also assist with filling open positions more quickly &ndash; in fact, companies with a positive online brand see a 31% higher InMail open rate and a 20% increase in the rate of hire, which can be a great asset when it comes to social recruiting.</p>
<p>Social recruiting is the process of advertising jobs, recruiting candidates, and connecting with potential employees through social media platforms. It is also commonly referred to as social hiring or social media recruiting.</p>
<p><img src="Image60-copy.jpg" alt="" width="1377" height="1033"></p>
<p>For many companies, social is now the go-to option for finding candidates. According to a 2024 study, <a href="https://standout-cv.com/social-media-recruitment-statistics">91%</a>of employers said they use social networks to find talent, ranking ahead of ads, employee referrals and even job boards. Positive use of social media can also help you build a company culture that influences you financially by building customer loyalty and employee trust.</p>
<p>Your employees should be deeply connected with your company, care about their work and want to do a good job. Appreciation for their good work&nbsp;matters in order to keep them motivated and boost&nbsp;employee retention.</p>
<p>Social media can be used as an effective tool <span style="color: #ecf0f1;">for&nbsp;<a style="color: #ecf0f1;" href="https://recruitee.com/articles/staff-engagement">employee engagement</a>. There are numerous opportunities to acknowledge your employees&rsquo; contributions, such as posting about their outstanding achievements.</span></p>
<p><span style="color: #ecf0f1;">If you&rsquo;re not taking advantage of social within your digital marketing strategy, you&rsquo;re missing out on a fast, inexpensive, and effective way to reach almost half the world&rsquo;s population.</span></p>
<p><span style="color: #ecf0f1;">Consider that there are now more than&nbsp;<a style="color: #ecf0f1;" href="https://www.hootsuite.com/pages/digital-trends-2021">4.2 billion active social media</a>&nbsp;users across the globe &ndash; that&rsquo;s a huge market you can reach by adapting your company&rsquo;s approach to social media!</span></p>
<p><span style="color: #ecf0f1;">The ability to create real human connections (a.k.a.&nbsp;<a style="color: #ecf0f1;" href="https://blog.hootsuite.com/measure-social-engagement-meaningful-relationship-moments/">Meaningful Relationship Moments</a>) is one of the key benefits of social media for business. Introduce your followers to the people who make up your company and showcase how existing custom</span>ers are using and benefiting from your products, and the effort will pay dividends when it comes to searching for your next new hire.</p>

Looking into how social media can effect an organisation

How Social is Your Business

<p>In times of unprecedented labour shortages, employees have been leaving companies at record levels. Retaining talent should be the focus for your business to succeed. Good retention can maximise your company&rsquo;s profits up to four times <a href="https://www.cipd.org/uk/knowledge/factsheets/turnover-retention-factsheet/">(CIPD)</a>, whereas employees leaving on average cost the company up to 33% of their annual salary <a href="https://www.benefitnews.com/news/avoidable-turnover-costing-employers-big#:~:text=And%20that%27s%20costing%20employers%20big,worker%27s%20annual%20salary%20to%20replace.">(Employee Benefits News)</a>.</p>
<p>To tackle low retention rates, we need to understand what drives an employee to leave and what can encourage them to stay for the long term.</p>
<h2>Professional Development</h2>
<p>One of the main aspects that drive employees away from a company is the lack of opportunities for professional development. Employees want to feel their job is a part of their career progression, and that they are improving, developing, and learning new skills whilst working. Studies by LinkedIn have shown that <a href="https://www.linkedin.com/posts/linkedinlearning_94-of-employees-say-that-they-would-stay-activity-6372632932300963840-k9hI/">94%</a> of surveyed employees said they would stay with a company longer if it invested in their professional development.</p>
<p>Upskilling not only benefits the company by increasing the skill level of their workforce but for the employee, it makes them feel as if their career is being invested in. A study by <a href="https://community.qlik.com/t5/Qlik-Academic-Program/12-million-UK-workers-lack-essential-digital-skills/ba-p/1957594">Qlik</a> shows that 32% of employees changed jobs in the last 12 months because there weren&rsquo;t training or upskilling opportunities available. But it isn&rsquo;t only training that employers should invest in but opportunities for career progression within their company. Creating opportunities for promotions prevents employees from looking to other companies for progression.</p>
<p><img src="hexagon-with-an-old-employee-icon-and-a-new-employ-2022-11-02-17-55-47-utc-scaled.jpg" alt="" width="2560" height="1650"></p>
<h2>Onboarding</h2>
<p>Recruiting is a costly process, and you want to make sure new employees stay beyond their first two months. The effectiveness of the onboarding process is crucial at this stage.</p>
<p>On average 20% of new hires leave within their first 45 days <a href="https://www.bamboohr.com/resources/guides/onboarding-statistics-2023">(BambooHR)</a>. From a successful onboarding process, the employee makes the decision on whether they&rsquo;ll be staying with the company long term or short term. A study by the <a href="https://www.shrm.org/topics-tools/news/talent-acquisition/employers-risk-driving-new-hires-away-poor-onboarding#:~:text=The%20survey%20of%20350%20HR,program%20successfully%20retains%20new%20hires.">Society of HR Management</a> shows that 76% of companies aren&rsquo;t onboarding their new hires correctly. An unproductive and poor onboarding affects the new employees&rsquo; image of the workplace, subsequently, they are more likely to look for other job opportunities.</p>
<p>When onboarding new employees, you want the transition to be as seamless as possible. Welcome new employees to the company by being supportive and friendly, and capture their readiness to learn whilst minimising arising challenges. For a successful onboarding process, you should have a clear induction period laid out. There should be time allocated for relevant training as well as support alongside this. Where many onboarding processes fail, is that they are limited to the first day or week. Although the level of support will be adjusted, a successful onboarding should be extended over the whole first month of a new starter&rsquo;s journey with you.</p>
<h2>Company Culture</h2>
<p>The company culture is key to creating an environment where employees feel welcome and that they&rsquo;re part of the wider team. If the culture is less inviting, employees will be less likely to have loyalty to stay with the company. The workplace environment comes from the top and the relationships and attitudes that come from higher management trickle down into all elements of the workplace.</p>
<p>The relationship between the employee and their manager contributes to the wider culture, and frequently employees leave their jobs due to poor relationships with managers. A study by Gallup shows that employees who don&rsquo;t receive adequate recognition are twice as likely to quit within the year. This highlights how much an employee&rsquo;s relationship with their manager can impact their view on the wider company, and that making employees feel recognised and appreciated is essential. Regularly recognising your employees&rsquo; efforts and triumphs is vital, as 79% of employees who leave their jobs cite a &lsquo;lack of appreciation&rsquo; <a href="https://www.forbes.com/sites/davidsturt/2014/09/11/the-evolution-of-the-manager-and-what-it-means-for-you/?utm_campaign=forbestwittersf&amp;utm_source=twitter&amp;utm_medium=social">(Forbes)</a>.</p>
<p>Where the initial introduction to the work culture and communication is essential, it is also important not to lose this communication with existing employees. Regular communication with employees discussing their expectations and their current situation is necessary. Other aspects that can encourage employees to stay with the company are workplace benefits like flexible work, early finishes, opportunities to work from home and 4-day working weeks. These benefits all help to ensure a good work-life balance for employees and therefore aid retention.</p>
<p>Whilst attention is on hiring employees, we shouldn&rsquo;t ignore the importance of strategies to retain the new talent. Implementing these strategies above can help make sure the new talent you hire is being introduced to your company in the best way possible. Welcoming them into a culture and workplace where they feel they can develop and would want to stay for the long term.</p>

Retaining talent in today's market. Exploring ways to keep staff from leaving your organisation

How to Retain Talent in Today’s Competitive Market

<h2><em>Is social media important for recruitment?</em></h2>
<p>Social media is quickly becoming one of the top recruitment methods which more and more employers are turning to, with 84% of organisations now using social media to recruit. Sites like LinkedIn are quickly becoming a key resource in sourcing candidates, as they increase the employer&rsquo;s reach more than traditional advertisement methods. Social media brings a fresh perspective to recruiting and changes the dynamic of communicating with candidates. If you aren&rsquo;t already using social media for recruitment, you should be.</p>
<h2><em>The Candidates</em></h2>
<p>By targeting specific audience demographics in order to access the market of passive job seekers, social media can be vital in finding the best candidates.</p>
<p>Social media can bridge the gap between passive and active job seekers, giving recruiters a larger and more easily accessible pool of candidates to contact. More and more candidates are using social platforms in their job search, with 86% of job seekers saying they use social media in their job search.</p>
<p>With the increase of spam calls and emails, contacting candidates digitally is becoming harder and harder, but social media can create a softer and more personal approach to contacting potential candidates. Social recruiting can also tap into a market of young, emerging talent, diversifying the candidate pool.</p>
<p><img src="social-media-2023-11-27-05-37-11-utc-scaled.jpg" alt="" width="2560" height="1920"></p>
<h2><em>Company Image</em></h2>
<p>While social media can provide new channels for recruitment, it is also a fundamental tool for building brand image. Social media is not only your company&rsquo;s way to advertise but to convey its identity. 75% of candidates state they research a company&rsquo;s reputation and brand before applying, showing that it is vitally important to have a positive online presence. Your posts can supplement your website and candidate packs and give prospective employees a sense of what it&rsquo;s like to work for you, giving them an idea of the genuine culture and working environment as a whole.</p>
<p>Your company&rsquo;s online image has an impact on everything from client relations to internal recruitment, so considering your online presence carefully is very important. If you have little to no online presence, you rely on word-of-mouth to strengthen your reputation online, and social media is an ideal tool for this &ndash; both for future clients and potential candidates. For clients, you can broadcast company-wide progress and accomplishments showing the overall success of your company.</p>
<p>Overall, social media is an integral part of the recruitment landscape in 2024, for better or for worse, and modern companies must embrace social media as an important tool in their recruitment arsenal.</p>

Looking into social media and the role it plays in recruitment companies

The Role of Social Media in Recruitment

<p>Researchers estimate that 15% of working-age adults have a mental disorder at any point in time, with over <strong>301 million people living with anxiety</strong>&nbsp;&ndash; many of whom are in work. They believe that mental health conditions are costing the global economy around &pound;500 million each year, so it&rsquo;s critical for employers to think about mental health in their organisation.</p>
<p>Many organisations already recognise the value of supporting their employee&rsquo;s mental health through their lifestyle benefits. More than eight in ten employees say their employers provide at least one mental health offering, but those employees also say that they wish that their employer did more. I&rsquo;m going to take you through what we are doing at Jackson Hogg to support our employee&rsquo;s mental health.</p>
<p>With our core value of care being central to what we do, it is important to us that this is reflected in our day-to-day actions. Therefore, alongside other initiatives, we encourage our employees to practise&nbsp;Random Acts of Kindness,&nbsp;at least once a week. This could be anything from opening a door, making a drink for a colleague, checking in on loved ones or colleagues, giving a colleague in a different team praise, donating clothes to charity, complimenting someone, leaving an anonymous kind note, or donating to a foodbank &ndash; the options are endless.</p>
<p>Alongside our focus on mental health, we have been supporting mental health matters as one of our main charities. We have been hosting various events such as football events and bake sales in order to raise money for such great charities. Here at Jackson Hogg, we are going to suggest ways that you can help your mental health this winter.</p>
<h2><strong>Talk</strong></h2>
<p>One of the best ways to combat depression is to know you are not alone. The Rock once said, &ldquo;You&rsquo;re not alone, you&rsquo;re not the first to go through it, you&rsquo;re not going to be the last to go through it.&rdquo; Speak to your manager about it in your 1-2-1, reach out to a therapist or speak to a friend as the worst way to deal with poor mental health is not talking as this will never lead to a positive outcome.</p>
<h2><strong>Continue progressing toward big goals</strong></h2>
<p>It&rsquo;s often necessary to revisit priorities and alter objectives as needed, especially to stay motivated. It may be to hit your KPIs or place your next candidate. Although this is helpful, and often necessary, try not to allow short-term solutions to completely replace long-term goals. Even when time doesn&rsquo;t allow you to work toward them as much as you&rsquo;d like, find small ways to continue moving towards big-picture ambitions.</p>
<h2><strong>Get enough sleep</strong></h2>
<p>Typical adults need 7-9 hours of quality sleep per night. Failing to achieve this on a regular basis can impact energy, mood and motivation. Studies suggest&nbsp;a strong correlation between sleep deprivation to insomnia and clinical depression. Ensuring the body receives enough time to rest and reboot through the night is crucial for mental health.</p>
<h2><strong>Consume a healthy diet</strong></h2>
<p>When we view the food we eat as fuel for our body, it becomes a little easier to make healthy choices. Substances from processed food can be harmful to the brain.&nbsp;Multiple studies&nbsp;have found a link between a diet high in refined sugar and mood disorders, such as depression. This is why it&rsquo;s key for us to eat foods which are rich in nutrients so that we feel good.</p>
<h2><strong>Exercise frequently</strong></h2>
<p>Individuals who work out on a regular basis tend to enjoy better health both physically and mentally. Exercise improves cognitive function, and our quality of sleep and helps people maintain a healthy weight. All of these, along with the brain&rsquo;s release of mood-enhancing endorphins contribute to higher self-esteem and overall better mental health.</p>

Ways to maintain healthy mental health while in the workplace

Mental Health in the Workplace

<p>If you&rsquo;re heading into the fast-paced world of recruitment for the first time it may look confusing and daunting. However, the journey as a recruiter involves a process which is much more than rapidly placing roles to get a fee. Recruiting involves building relationships, understanding core skills and creating networks beyond immediate needs. In this blog, we are going to take you through five things that you won&rsquo;t know about until you&rsquo;re in recruitment. Even if you&rsquo;re not considering recruitment as your next role, this insight will be useful when you are next dealing with a recruiter.</p>
<h2>Its&rsquo;s Not All About Placing Candidates Quickly and Fast</h2>
<p>Finding someone a great role and filling a vacancy is usually the end goal. But actually, a lot of that time is building good strong relationships and networks. Through regular catch-up calls to genuine chat and get to know people you need to get to know their core skills and what they&rsquo;re actually looking for in a role. This allows you to already know all the right people even before their perfect job has turned up!</p>
<h2>It&rsquo;s a Bit Like Sales But with a Product That Has a Mind of its Own</h2>
<p>Recruitment is a complicated ball game, and a deal isn&rsquo;t always safe even if it seems it is. You might have paired a candidate with a perfect role, in a perfect industry, in their dream location. But even after accounting for every possible hurdle, there is always a chance someone could simply turn around and walk away. This teaches you not to make assumptions about anything from an early stage.</p>
<p><img src="young-man-in-formal-using-laptop-while-waiting-for-2023-11-27-05-31-38-utc-scaled.jpg" alt=""></p>
<h2>Business Doesn&rsquo;t Magically Make it&rsquo;s Way to You</h2>
<p>More often than not you have to generate your own interest and work. As a result, you can&rsquo;t limit yourselves to simply posting one single job advert and hoping the perfect people get in touch. At Jackson Hogg, we like to make a ripple by advertising our services and our company in different ways. Sometimes that might be through personalised videos giving candidates a chance to put faces to names. Or maybe we&rsquo;ll initiate an interesting conversation by sharing thought-provoking articles relative to our field. In recruitment, you can gain a lot simply by creating an environment for a good conversation.</p>
<h2>Business Development Gets a Bad Rep</h2>
<p>Recruitment is famous for its huge emphasis on getting on the phone and chatting and sometimes that can seem scary. True, not every call is going to be a success. But more often than not these calls with potential or current candidates can result in some insightful, positive, and maybe even fun conversations. You learn a huge amount about them and find out about businesses that you didn&rsquo;t even know existed. There are some crazy, exciting and complicated job roles out there and candidates are your number one educator.</p>
<h2>It&rsquo;s Competitive But at the Core You Need a Team</h2>
<p>Recruitment can tend to attract motivated people and it&rsquo;s clear from first impressions that most consultants want to be good at what they do. Something that every recruitment newbie needs is a supportive team around them who is willing to help through these early stages as these can be the most daunting and scary times. At Jackson Hogg, we make sure that all our new consultants are supported and receive suitable training for them to feel comfortable and confident in what they do.</p>
<p>If you are looking for the next stage in your career or if it&rsquo;s your first job out of university, please don&rsquo;t hesitate to get in touch with our team. Even if it&rsquo;s just for a quick coffee to talk about what we do or if it&rsquo;s just for general career advice we are only a click or call away.</p>

Ways to deal with setting up a and dealing with the recruitment industry

Navigating the World of Recruitment

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<p>One of the questions we&rsquo;re asked most at the moment is &ldquo;can you give me some feedback on my CV?&rdquo; More people are finding themselves in the market for a role. The more people looking for work; the more applications for every vacancy. It has become increasingly important to have a CV that stands out from the crowd and can speak for you. Attempting to critique a CV is tough. It&rsquo;s even tougher to write one. In essence, your CV is your sales pitch. It should be personal to you and you should feel confident that it does you justice.</p>
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<p>&nbsp;</p>
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<p>&nbsp;So here are a few hints and tips. Adopt as much or as little as you like. Play around with some of them and hopefully you&rsquo;ll come out with something that makes you feel warm and fuzzy on the inside and give you the confidence that your CV will get the attention it deserves when applying for suitable roles.</p>
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<h2><u>1 &ndash; How long should it be?</u></h2>
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<p>I don&rsquo;t know who started this &ldquo;CV mustn&rsquo;t be longer than 2 pages&rdquo; thing but it&rsquo;s rubbish. No one&rsquo;s going to toss your CV aside if you run into page 3 or even page 4.</p>
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<p>Some of us have had long careers and others are near the beginning. You need to make sure that your CV documents your career properly and highlights your relevant roles and achievements.</p>
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<p>Whilst length isn&rsquo;t a key factor, there&rsquo;s a balance to be struck. If you&rsquo;re down to one or two pages, are you happy that you&rsquo;ve covered everything you need to? Recruiters take an average of 6 seconds to scan a CV, so the first page is the most important. If you&rsquo;re on 9 pages and counting, is it really all required? And can you guarantee that any hiring manager has the time and inclination to read through it all?</p>
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<h2><u>2 &ndash; Make sure it&rsquo;s about you</u></h2>
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<p>The first thing that a potential hiring manager is going to read when they pick up your CV is your profile. That&rsquo;s the bit of blurb that tells the reader exactly who you are. Often, if we&rsquo;re not careful, it tells the reader that we&rsquo;re just the same as everyone else.</p>
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<p>&nbsp;</p>
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<p>Are you a confident, adaptable, hard-working individual? Do you have fantastic written and verbal communication skills? Maybe this allows you to communicate effectively at all levels of the business, from board level to shop floor? Perhaps you work well as part of a team and on your own?</p>
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<p>&nbsp;</p>
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<p>So does everyone else, according to their Personal Profiles.</p>
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<p>A typical mistake we all make. We looked at generic, awfully written job descriptions that ask us for stuff like &ldquo;excellent communication skills&rdquo; when they&rsquo;re trying to squeeze in a few more bullet points, and we decided to use that section of our CV for ticking all of those boxes. My advice: don&rsquo;t do that. Use this section to talk about you.</p>
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<p>&nbsp;</p>
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<p>Imagine you had 30 seconds with the MD of the company you&rsquo;d love to work for, who&rsquo;s looking for someone to do the job you&rsquo;re best suited for. If they asked you to tell them about you, what would you say?</p>
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<p>&nbsp;</p>
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<p>I&rsquo;d use that 30 seconds (or those first few lines of my CV) to say: who I am and what I bring, what qualifies me to do this, the key problems that I can help to solve, and maybe how I feel about all of that.</p>
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<p><img src="people-making-resume-before-interview-2023-11-27-05-35-16-utc-scaled.jpg" alt=""></p>
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<h2><u>3 &ndash; Work backwards</u></h2>
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<p>Pretty basic stuff but insert your latest job first, then work backwards in time.</p>
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<p>&nbsp;</p>
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<p>The important thing to note is that, as your career progresses, those earlier jobs should become less important and less relevant to the roles you&rsquo;re applying for now. Don&rsquo;t just add your latest job to the pile when updating your CV. Make sure you&rsquo;re reviewing the previous jobs and removing anything that&rsquo;s no longer relevant to your level/the roles you&rsquo;re applying for.</p>
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<p>&nbsp;</p>
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<p>When hiring managers look at your CV, they are most interested in the last 2-3 roles.</p>
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<h2><u>4 &ndash; Separate responsibilities from achievements</u></h2>
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<p>In essence, for each role you&rsquo;ve had, we want to know, briefly what your responsibilities were but also, and possibly more importantly, what results you achieved.</p>
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<p>&nbsp;</p>
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<p>The first tells us what you did. The second tells us how well you did it.</p>
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<p>&nbsp;</p>
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<p>As a rule of thumb, this should be 2-3 short sentences on your job responsibilities and 3-5 bullets on your major achievements.</p>
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<p>&nbsp;</p>
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<div>
<p>Be selective as to what you include. &ldquo;Attend monthly meetings&rdquo; could be both a responsibility and an achievement depending on how you look at it. To us, it&rsquo;s not worthy of making it onto your CV either.</p>
</div>
<div>
<h2><u>5 &ndash; Include some numbers</u></h2>
</div>
<div>
<p>It&rsquo;s so important to give a sense of <strong>scale</strong> and <strong>impact </strong>to hiring managers.</p>
</div>
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<p>&nbsp;</p>
</div>
<div>
<p>When we&rsquo;re talking about responsibilities:</p>
</div>
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<ul>
<li>How big was the site you managed?</li>
</ul>
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<ul>
<li>How many SKUs?</li>
</ul>
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<li>What was the size of your team?</li>
</ul>
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<li>What was your budgetary responsibility?</li>
</ul>
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<p>&nbsp;</p>
</div>
<div>
<p>Numbers are even more important for your achievements. It&rsquo;s great to see measurables within there. It shows us how successful you were but also gives a potential employer a chance to translate what you&rsquo;ve done previously into what you could deliver for their business. You cut indirect spend by how much? You improved OEE by&hellip;? Customer satisfaction went from where to where?</p>
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<p>&nbsp;</p>
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<p>Tell a business owner/senior leader that you can save money, increase effectiveness, reduce waste, improve customer satisfaction, grow turnover, in numbers that they can relate to, and we guarantee you&rsquo;ll have their interest.</p>
</div>
<p><img src="human-resourses-manager-reading-cv-2023-11-27-05-05-50-utc-scaled.jpg" alt="" width="2560" height="1707"></p>
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<h2><u>6 &ndash; We don&rsquo;t need no education</u></h2>
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<p>Actually, that&rsquo;s a lie. We do. We just don&rsquo;t always need all of it.</p>
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<p>&nbsp;</p>
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<p>Here&rsquo;s what we need. If you have a degree or equivalent, include it.</p>
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<p>&nbsp;</p>
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<p>Any specific and relevant qualifications/courses? For some disciplines, this will be more important than others. Engineering, Technical, Health and safety spring to mind.</p>
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<p>&nbsp;</p>
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<p>Only put in the necessary qualifications and skills that specifically apply to the job otherwise your CV will be irrelevant to the job.</p>
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<h2><u>7 &ndash; Format</u></h2>
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<p>&nbsp;The chances are, if you&rsquo;re working with a recruitment agency, we&rsquo;re going to reformat your CV so it&rsquo;s consistent with everything else we share. That way, it allows our clients to do a side-by-side comparison when looking at a shortlist. Also, sharing good CVs on our letterhead helps our brand.</p>
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<p>&nbsp;</p>
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<p>Don&rsquo;t worry too much about having a fancy format. Unless you&rsquo;re applying for a design role. It&rsquo;s the content that&rsquo;s important. Keep it clean and simple, make sure your layout is logical, you&rsquo;re covering the relevant points and that you&rsquo;re happy with what you&rsquo;ve got.</p>
</div>
</div>

Top 7 Tips to have the best CV for your next job search

CV Clinic: 7 Tips

<p>The executive search function focuses on sourcing and securing board-level talent. This encompasses both executive and non-executive positions. At Jackson Hogg, we have successfully placed influential leadership roles with everyone from global blue-chip businesses to pre-revenue start-ups.</p>
<p>At Jackson Hogg, our executive search is led by Jon Carlile. Jon is a graduate of Newcastle University, who had a successful career with Proctor and Gamble before taking the step into recruitment. He has specialised in delivering senior-level search assignments, often with a high degree of complexity, throughout his recruitment career. Jon has an incredibly strong network of senior business leaders and is a strong believer in the power of doing good things for good people.</p>
<p><img src="710A7120-scaled.jpg" alt="" width="2560" height="1707"></p>
<p>&ldquo;We can&rsquo;t understate the importance of network for senior executives and not just when looking for a new opportunity. It&rsquo;s true that it can often be lonely at the top, and a network of like-minded peers or a trusted mentor can often be the perfect outlet or sounding board. Unfortunately, with the huge demands of their role and insufficient time for extracurricular, it&rsquo;s increasingly common for executives to neglect the importance of building, maintaining and growing their professional network.</p>
<p>As you may be able to tell, at Jackson Hogg, we are keen promoters of networking and the power of network. We actively encourage executives to utilise their networks when exploring opportunities. After all, these are often people with influence and who can strongly advocate. We also help individuals to build and grow their own networks. Connecting good people was the foundation on which our executive business was built and is still something that we actively drive today &ndash; both through making targeted individual connections and through our event schedule.</p>
<p>It&rsquo;s a reality that executive roles are seldom advertised. Often, a change at the board level is accompanied by a degree of sensitivity, meaning that a targeted headhunt, potentially under a non-disclosure agreement, is the preferred way of engaging interested, qualified candidates. The ease at which applications can be submitted in regard to online job postings can also create a huge task for the company or recruiter advertising the role. Assessing and replying to hundreds of interest applicants is vastly time-consuming, whilst not doing so risks potential reputational damage. This is why more and more hiring businesses are opting for a search and headhunt approach to the market, or resourcing a trusted, recommended candidate through their own professional networks.&rdquo;- Jon Carlile (For more info get in touch &ndash; Jon.carlile@jacksonhogg.com |<span style="color: #ecf0f1;"> <a style="color: #ecf0f1;" href="https://www.linkedin.com/in/joncarlile/">https://www.linkedin.com/in/joncarlile/</a></span>).</p>

Taaking a look into executive search in recruitment our executive search offering

An Insight Into Executive Search in Recruitment

<p>The specific tasks and responsibilities outsourced to HR providers will vary from organisation to organisation. When considering appointing an outsourced HR provider, a helpful starting point is often appraising the tasks which are being done across the business which relate to employment, but where extra capacity or specialist knowledge is needed to do them more effectively or efficiently.</p>
<h2>HR Administration</h2>
<p>Many companies choose to outsource routine employment administration such as drafting and issuing contractual documentation to new starters or handling the offboarding process. Administratively, there are also opportunities to handle the transactional tasks which come along with recruitment, training, managing benefits and some areas of compliance.</p>
<p>Support from an outsourced HR partner to manage the onboarding process, particularly where this is done remotely, can give the business peace of mind that everything is taken care of so the induction journey can focus on settling the new member of staff into the business, rather than relying on administration.</p>
<p><img src="connected-puzzles-with-people-effective-business-2023-11-27-05-25-41-utc-scaled.jpg" alt="" width="2560" height="1531"></p>
<h2>HR Operations</h2>
<p>Outsourced HR specialists also play a pivotal role in supporting their clients to handle operational matters and deal with employee relations. In particular, the support from an HR practitioner can be invaluable when faced with employee complaints and grievances, or if there are concerns about an individual&rsquo;s conduct or behaviour. HR practitioners are there to support the business to navigate these processes in line with the law, and best practices, in a way which reflects the business and its operating environment. In challenging times for businesses, such as individual or collective redundancy situations, an outsourced HR partner plays a key role in supporting the business to develop its approach and appropriately consult with staff.</p>
<h2>HR Strategy</h2>
<p>If you are looking outside your business for HR support, advice and consultancy, searching for an HR specialist who can partner with you on a wide range of services is advised. Beyond taking care of the transactional tasks to save you time, and operational matters to ensure they are handled effectively, people specialists can also take a longer-term view and work proactively with your business. Sharing your business plans, goals and aspirations with your outsourced HR partner will enable them to develop and design an HR strategy and approach which is aligned with your business plan.</p>
<h2>Why would I outsource rather than hiring internally?</h2>
<p>At <a href="https://www.jacksonhogg.com/for-clients/hr-partnership/">Jackson Hogg HR Partnership</a>, we work with many SMEs who simply don&rsquo;t need the support of a full-time HR specialist. However, they do need regular support and confidence that their HR systems, documents and procedures are in line with their legal obligations as an employer. There is no exact ratio of HR to non-HR staff which suits all businesses, and it can range from as low as 1 HR representative to 40 members of staff. During times when a lot is going on in the business such as mergers and acquisitions, growth or scaling, there are greater possibilities to increase levels of support quickly and on a short-term basis versus hiring into the business.</p>

HR Outsourcing - Exploring the benefits and what we offer in our HR department

HR Outsourcing – Unlocking the Benefits What Can Be Outsourced? Part 2

<p>Human Resources outsourcing is an increasingly common tool for businesses by allowing them to focus on their core competencies and outsource a number of people-related functions and advice to HR specialists. This can bring significant benefits and see organisations developing as better places to work and at the same time, increasing efficiency and in many instances, reducing costs. Thinking about trusting an external partner with your people approach can be daunting, but understanding the basics of HR outsourcing and the role it has to play will allow you to make an informed decision about whether it&rsquo;s right for you.</p>
<h2><span style="color: #ecf0f1;">First of all, why do I need HR?</span></h2>
<p>Human Resources (HR) plays an integral role in businesses of all sizes, but it can be an area which receives little attention because so many business leaders and managers are already well-versed in workplace relations. However, HR is a professional discipline in its own right and the proper application of this technical knowledge can significantly improve organisational sustainability and effectiveness. The development of an organisation&rsquo;s employment practices can have a positive impact on the morale and productivity of people employed in the business. With the experience of an HR specialist, employers can proactively plan their approach to recruitment and retention, training and development, remuneration and reward and employee engagement.</p>
<p>For many businesses, recruiting an in-house HR advisor will be a popular option. However, SMEs, start-ups or other businesses that can&rsquo;t afford the overhead costs of an in-house HR team will need to think carefully about whether their HR needs constitute a full-time role. That&rsquo;s where external HR companies come in&hellip;</p>
<h2>What is HR outsourcing and what are the benefits?</h2>
<p>HR outsourcing involves bringing in expertise from a third-party company to support with any or all of the company&rsquo;s HR needs. This can include recruitment, contracts, policies and procedures, and support with employment administration or even strategic direction-setting. It isn&rsquo;t just relevant to small businesses, either. Outsourcing and using external HR providers is also suitable for larger businesses with an internal HR function but who need additional support for any reason.</p>
<p>Outsourcing HR can save businesses time and money. By working with an outsourced HR specialist, you&rsquo;ll be freeing yourself up to spend your time working in the business and doing the work only you can do. There are also cost benefits which come from getting your HR support and advice from a supplier who isn&rsquo;t a permanent or full-time overhead cost. Finally, an external HR specialist can keep you up to date on changes in employment legislation and best practices which can be tricker to do if you aren&rsquo;t a member of professional institutions like the Chartered Institute of Personnel and Development <a href="https://www.cipd.org/uk/">(CIPD)</a>.</p>
<p><img src="selective-focus-of-wooden-cubes-near-blonde-recrui-2023-11-27-05-33-57-utc-scaled.jpg" alt="" width="2560" height="1709"></p>
<h2>What should I consider in choosing an outsourced HR provider?</h2>
<p>If you&rsquo;re going to seek support from an outsourced HR partner, there are a number of things to consider when making your choice and handing the keys over to your business and your staff.</p>
<p>Choosing the right outsourced HR provider is key for employers who wish to save on their overall HR costs and ensure efficiency. When selecting an external HR service provider, employers should consider the objective and scope of their HR strategy and make sure that their HR department is able to meet its key functions. They should also ensure that the external provider has the right skills, experience and knowledge to take on specific HR functions and that they are capable of handling the full range of human resources activities with the same dedication as the employer&rsquo;s internal HR department. Lastly, employers need to ensure that outsourcing HR services will benefit their employees and improve productivity overall. By taking the time to weigh up the pros and cons of outsourcing HR and understanding the specifics involved, employers can ensure that outsourcing is the right decision for their business.</p>
<h2>Considerations Before Outsourcing</h2>
<p>When a business is considering working with an outsourced HR provider, there are several points to consider before making a decision. Firstly, you&rsquo;ll need to think about what you want from an outsourced HR partner and the type of support you&rsquo;re looking for from them. It can be helpful to consider the tasks or areas of advice which would have the greatest impact on your business if they were taken care of by an HR specialist. Doing your research on the ways in which different outsourced HR and HR consultancies work is also crucial, if you&rsquo;re looking for on-site support or to work with one nominated point of contact, find out what the options are and whether this type of service provision will work for you. Vitally, you should check the credentials of the organisation you&rsquo;re considering working with. Do they have knowledge and understanding of the industry you work within? Are their HR specialists members of the Chartered Institute of Personnel and Development (the CIPD)? Knowing that any partner you choose to work with is up to date with employment legislation in the area you operate in is essential. If you are interested in outsourcing to an HR provider or if you are just looking for further information visit our (<span style="color: #ecf0f1;"><a style="color: #ecf0f1;" href="https://www.jacksonhogg.com/for-clients/hr-partnership/">HR Partnership</a></span>).</p>

HR Outsourcing - Exploring what is it and why would you need it for your business

HR Outsourcing – What is it and is it right for my business?

<p>As we move into the winter months, it&rsquo;s only natural that we will all start to experience winter fatigue with the dark nights and cold mornings. The change in weather and amount of daylight will affect all of us. This blog will take you through some tips to try and help you combat some of the tiredness and fatigue that can occur during this time of year.</p>
<p><strong>Get your Vitamin C and D</strong></p>
<p>Take your vitamins! Specifically, vitamin C to help boost your immune system, and vitamin D to help counter the lack of sunlight. It&rsquo;s hard to get sunlight in the winter months with the dark nights, if it means getting out at lunchtime to get 20 minutes of sunlight this can benefit your energy levels massively. Although it may be cold and wet, UV exposure boosts vitamin D levels which are associated with protection against cancer development. Consume vitamin C through fruits such as oranges, strawberries or tomatoes. This will help protect your immune system to help fight any of the winter colds that may be going around. If you struggle to get your vitamins this way a multivitamin supplement could be a healthy alternative to make sure you consume your vital vitamins.</p>
<p><strong>Nourish your body. </strong></p>
<p>It&rsquo;s easy for us to turn to unhealthy food in the winter months for comfort. However, filling your body with nutritious food has positive effects on your mood and helps reduce early-evening fatigue. Ways to tackle this can be preparing healthy foods in methods such as meal prep, this will stop you alternatively going out to buy foods and falling into easy bad habits when hungry.</p>
<p><img src="top-view-different-fruits-composition-fresh-and-sl-2023-04-25-21-52-40-utc-scaled.jpg" alt="" width="2560" height="1707"></p>
<p><strong>Drink, drink, then drink some more. </strong></p>
<p>We should all be aiming to drink 1.5-2 litres of liquid a day. Being dehydrated makes it harder for our organs to get the nutrients they need &ndash; which causes tiredness! Buy yourself a water bottle and constantly re-fill it, this will subconsciously force you to drink more. Signs of dehydration may come from dry mouth, dry skin or even muscle fatigue.</p>
<p><strong>Morning Movement</strong></p>
<p>Even for only 15 minutes some form of movement in the morning i.e., gentle stretching, yoga flow sessions or an easy walk are all excellent ways to start your day and wake up your body and mind. If you can&rsquo;t exercise in the morning why not get out and go for a walk during your lunch break, this can result in more productivity and alertness in your afternoons. Exercising boosts oxygen circulation in your body resulting in more support for the mitochondria production, creating more energy and increasing the way your body functions.</p>
<p><strong><img src="winter-workout-2022-10-03-18-30-44-utc-2-scaled.jpg" alt="" width="2560" height="1707"></strong></p>
<p><strong>Work on your sleep</strong></p>
<p>This seems like a simple one, but your sleep is the main driver of your mental and physical well-being. Inadequate sleep is directly linked to fatigue, studies prove this and the winter months can be times we take naps. However, try to not do this as this can affect your sleeping at night. Try to get a minimum of eight hours of sleep, stick to a regular bedtime and keep a similar routine so that you can optimally perform to the best of your ability.</p>
<p>Follow all of these tips to ensure that you conquer the winter tiredness that everyone dreads.</p>

Our top tips to stay healthy and conquer the winter tiredness

How to Conquer Winter Tiredness

<p>Interviews can be a daunting experience, but by adopting the right methods and tactics you can stand out from the crowd, allowing you to land your dream role. In this blog, we will take you through our top 7 interview tips to help get you ready for your upcoming job interview. From dressing appropriately to preparing the correct questions, we&rsquo;ll be covering it all to give you the best chance to succeed.</p>
<h2>1. Make a good first Impression</h2>
<p>Firstly, you want to make sure that your overall appearance is professional. Be sure to have good hygiene and dress appropriately as the hiring manager will base their first impression on this. Research has shown that it can take less than a second for a person to form an opinion based on your physical appearance, body language, attitude, clothes and mannerisms.&nbsp; This is why the first impression is arguably the most important point as it will affect the remainder of the interview and the hiring manager&rsquo;s emotions. Therefore, you need to make sure you make a lasting positive first impression so that you get off to a good start, leading you on your way to securing the role.</p>
<h2>2. Dress appropriately</h2>
<p>Today&rsquo;s casual dress code can be very confusing as everyone seems to have a different opinion on it. Whether you wear a suit or something more formal depends on the company&rsquo;s culture and the position which you are seeking. If possible, check the interview instructions or call to find out the company&rsquo;s dress code beforehand. If that&rsquo;s not possible, why not visit their website and socials to give you an idea of how everybody else dresses at the company.</p>
<h2>3. Give Yourself Time</h2>
<p>Make sure you give yourself plenty of time when planning your route to the interview. Once you have the address, research how long the commute will take and add time in case anything goes wrong. Leave in plenty of time so that you can collect your thoughts and be calm upon arrival for the interview. Always try to be 15 minutes early for your interview so you can use this time to rehearse or to just collect your thoughts. There&rsquo;s nothing worse than being late as this sets a bad impression on the hiring manager from the start and begins the interview off on a bad tone.</p>
<p><img src="job-interview-2021-08-26-22-39-53-utc-scaled.jpg" alt="" width="2560" height="1787"></p>
<h2>4. Body Language</h2>
<p>Body language is key especially to show that you are interested and eager to get the job. You need to show positive body language to make a good impression on the hiring manager. When you greet the hiring manager you should initiate the handshake and make sure to look the interviewer in the eye when you are talking. Be sure not to cross your arms across your chest or adjust your hands too much as this can come across as defensive or nervous. Remember that something as simple as a smile can help you look more relaxed and comfortable making you more likeable. Sit tall with your shoulders back to show confidence and before the interview, take a few deep breaths. This will help you manage any feelings of anxiety, and calm you down so that you can perform to the best of your ability in the interview.</p>
<h2>5. Ask Questions</h2>
<p>At the end of every interview, you&rsquo;ll most likely be asked if you have any questions for the interviewer. This is your opportunity to learn more about the position and show your interest in the role. Consider asking what the company culture is like, who will you be reporting to, or what an average day looks like. These types of questions can give more of an insight into what life at the company will be like and give you something to consider when responding to the job offer. Ultimately, it&rsquo;s your opportunity to find out what the organisation is actually like and why you might want to work there. It&rsquo;s important to remember that it&rsquo;s not only you who&rsquo;s being interviewed &ndash; the interview is the place for you to find out whether this company is really a place you want to work.</p>
<h2>6. Follow Up</h2>
<p>Don&rsquo;t forget to follow up after the interview. This isn&rsquo;t a common practice for everyone but can be the difference between a job offer or rejection. This will put your name at the forefront of their mind and make you more memorable.&nbsp;Send a short email to your interviewer thanking them for their time and encouraging them to get in contact should they have any more questions. If an email isn&rsquo;t appropriate, a short call could be best. If you are unfortunately rejected, it&rsquo;s a good idea to ask for feedback in order to develop your skills and increase your chances of success in the next interview.</p>
<h2>7. Be yourself</h2>
<p>Finally, just be yourself.&nbsp; The interviewer will pick up on cues such as fidgeting, rambling, and lack of eye contact, indicating lying or insincerity. They will know if you try to answer a question using examples that you know nothing about, so don&rsquo;t claim to know a skill or lie about an experience. Remember, you made it to the interview on your own merits. Don&rsquo;t try to pretend to be someone you&rsquo;re not as this will decrease your chance of getting the job.</p>
<p>If you are looking to nail your next interview, follow these seven tips to ensure you get the job. Showcase your strengths and always keep positive through this process as it isn&rsquo;t always straightforward. Doing all this improves your confidence and helps you make the best impression on the interviewer. The only thing left to say is best of luck!</p>

Top 7 Interview Tips

<h2>What is the Engineering Industry</h2>
<p>From designing and building the structures that carry us, to developing the devices that power our daily lives, the engineering industry is one of the oldest and most integral components of modern economies. Engineering recruitment is crucial in supporting the industry&rsquo;s advancement of our infrastructures and the growth and development of society as a whole. In this blog, I will provide an insider&rsquo;s guide to the engineering recruitment industry and give advice on the best ways to navigate through it. From understanding the different types of engineering jobs available to getting the most out of career opportunities, this guide should provide helpful advice for anyone interested in engineering recruitment.</p>
<h2>Trends in the Engineering Industry</h2>
<p>The engineering industry is constantly changing and evolving, so it can be difficult to keep up with the latest trends. This insider&rsquo;s guide is here to give you the scoop on the trends that are impacting the engineering industry today. It&rsquo;s advancement is being spurred by developments in technology, such as the use of artificial intelligence, automation, and new software, all of which are becoming increasingly available in the industry. As a result, engineering recruitment professionals need to stay up-to-date with these developments in order to remain competitive. Additionally, more companies are moving towards green energy, therefore engineering recruiters are increasingly being called upon to recruit engineers to design and create more energy-efficient products and services, which comes with it an increased knowledge burden. With more artificial intelligence, automation, and green energy solutions entering the the market, it&rsquo;s important to keep on top of these trends in order to stay ahead of the competition.</p>
<h2>Insider Tips for Recruiting the Best Engineering Talent</h2>
<p>When it comes to recruiting the best engineering talent, there are a few insider tips to keep in mind that will help your company find the perfect match. Firstly, it&rsquo;s imperative to have a good understanding of the engineering industry, its trends and the skills needed for the role you are looking to fill. It is also important to have a keen eye for detail so you can accurately assess and review CV&rsquo;s and portfolios. Utilising recruiters and networking with industry contacts can help you source the best talent. Finally, in order to guarantee the best outcome, always do your research into the candidates you are considering. This will give you a better understanding of their skills and work ethic.</p>
<h2>Leveraging Technology to Improve Your Engineering Recruitment Process</h2>
<p>Having a recruitment process that utilises technology could be a game-changer for employers. Technology can help ensure that employers&rsquo; can be efficient and effective when searching for the best candidates. From tracking progress and communicating with candidates to using the latest software, the opportunities that technology offers recruiters are nothing short of remarkable. A reliable and professional recruitment agency will be able to provide employers with up-to-date resources, industry-specific insights and the best quality candidates. Lastly, using the right recruitment platform can help employers refine their search for jobs and applicants, ensuring that they have access to a deep pool of potential candidates.</p>
<p><img src="engineer-2022-12-16-03-40-46-utc-scaled.jpg" alt="" width="2560" height="1707"><img src="engineer-2022-12-16-03-40-46-utc-scaled.jpg" alt="" width="2560" height="1707"></p>
<p>&nbsp;</p>
<h2>Understanding the Unique Challenges of Engineering Recruitment</h2>
<p>Recruiting skilled professionals into the engineering industry can be tough. Not only must recruiters recognise the technical specifics of any given engineering discipline, they must also understand the changing nature of the industry as a whole. This is why the services of a trusted recruitment consultant can be so invaluable when it comes to recruiting. A boutique recruitment agency with intimate knowledge of the engineering industry can make a huge difference, as they understand the unique challenges of finding the right talent for any particular need. Utilising specialist agencies such as Jackson Hogg can lead to more successful results for businesses looking to fill engineering roles due to their deeper and wider-ranging networks.</p>
<h2>Keeping Pace with the Engineering Industry&rsquo;s Talent Demand</h2>
<p>Staying on top of the talent demand is essential to not only secure qualified staff but to stay competitive. It is important to ensure your workforce has the necessary skills and qualifications to perform the work efficiently, as employers are seeking to fill their skill gaps. Networking with educational institutions and industry organisations can provide employers with an invaluable insight into emerging engineering developments. Employers should also consider investing in training and skill development programmes to ensure that their employees are up to date with the latest technologies and trends. Doing so can also help to foster a culture of innovation, drive employee satisfaction, and improve overall operational efficiency.</p>
<p>From getting the most out of career opportunities to understanding the different types of jobs available. It&rsquo;s clear to see that engineering recruitment isn&rsquo;t all plain sailing but if you have a sound understanding of the industry, a successful career in engineering recruitment is for you.</p>

Our guide to engineer recruitment, looking at top tips, trends and challenges from the industry

An Insider’s Guide to Engineering Recruitment

<h2>Talent Partnership</h2>
<p>Jackson Hogg Talent Partnerships have been designed to streamline your recruitment process, allowing you to get on with what you do best. With our dynamic, flexible solutions, we are able to provide an unparalleled level of service whilst working closely with hiring managers and senior management to deliver on headcount plans, improve staff retention and improve candidate experience.</p>
<p>Our Talent Partnership offers a flexible approach to recruitment, combining the resources of Jackson Hogg&rsquo;s delivery team and the convenience of a personal on-site Talent Partner. Our model is fully scalable and provides clients of all sizes with a process that improves quality of hire, reduces time to hire and improves the candidate and client journey through the recruitment process.</p>
<h2>The Talent Partnership Model</h2>
<p>Our model has delivered results across both national and global sites, using our unique blend of bespoke onsite support and specialist head office consultants, ensuring optimal employee fit, and delivering your recruitment objectives whilst saving on recruitment spend.</p>
<p>The Talent Partnership model has been developed for companies that are likely to hire 10 people or more over a 12-month period. With this minimum volume we can ensure improvements are made through dedicated resource and our tried and tested systems and processes.</p>
<h2>We Adapt to You</h2>
<p>Talent Partnership can scale up and down depending on your need covering everything from managing the recruitment process to interviewing, onboarding and everything in-between.</p>
<p>Our Talent Partners work as an extension of your business, working closely with you and your team to deliver your headcount plan. The Talent Partnership resource works to attract direct candidates, streamline and manage the recruitment processes, manage any 3rd party agencies and improve the candidate journey.</p>
<p>Talent Partnerships are individually designed around our clients&rsquo; needs. Talent partners work on-site and remotely, depending on your needs, working with your in-house systems or using our award-winning applicant tracking software.</p>
<p>We fit around the way you work, integrating themselves within your team and staying on-site at your company from 1 to 7 days per week. We take the time to fully understand your organisational values and culture by experiencing it first hand to deliver the optimal candidates for your company, whatever your industry.</p>
<p><img src="employees-icon-on-wooden-cubes-with-single-red-col-2022-11-29-01-08-37-utc-scaled.jpg" alt="" width="2560" height="1706"></p>
<h2>Helping your Recruitment Growth</h2>
<p>As organisations look to increase the amount of direct hires, engaging with a specialist consultant can be extremely beneficial for delivering roles within STEM organisations. Not only can a specialist consultant provide direct hires for the tier one roles, but with a plethora of second tier suppliers, our Talent Partners can help fill even the most niche roles, allowing operational and HR teams to get on with what they do best.</p>
<h2>Benefits from Using Our Talent Partnership Model</h2>
<h3>Control Your Recruitment Spend</h3>
<p>Recruitment costs can vary wildly from agency to agency, and factoring this into your headcount plan can be hard. The Jackson Hogg Talent Partnership allows companies to more accurately predict and control recruitment spend, resulting in lower costs throughout the recruitment lifecycle.</p>
<h3>Reduce Time to Hire</h3>
<p>Many recruiters understand the importance of reducing time to hire and typically value implementation of a recruitment service level agreement (SLA). This SLA creates expectations on both Jackson Hogg&rsquo;s delivery and the clients team to ensure a slick process. Adopting this strategy allows both partners to strategically review the recruitment process to identify better ways of working. Typicall we&rsquo;ve previously seen an average reduction of 20% in time to offer with our current clients. So, if you&rsquo;re tired of feeling the pressure of time to hire, get in touch with our Talent Partnership team today. agencies career recruiting staff</p>
<h2>Don&rsquo;t believe us &ndash; Hear from Our Clients</h2>
<p>We have partnered with Jackson Hogg to manage the growth in Kromek. Kromek is a company based both in the UK and the US. Our growth&rsquo;s happening on both sides of the Atlantic, so we have been working with Jackson Hogg on a basis where Jackson Hogg is providing an in-house resource to manage recruitment. That model of having somebody with the knowledge and expertise and the resources backed up by the whole Jackson Hogg team has been excellent. It&rsquo;s been very successful both in the UK, also in the US where recruitment traditionally had been a challenge to really manage from the UK, so I would say JH has done a fantastic job in not only getting the processes right, the systems right but also finding the right people. &ndash; <strong>Arnab Basu (Chief Operations Officer, Kromek).</strong></p>

Our All-In-One Recruitment Solution

<p>LinkedIn is a powerful tool for professionals to connect with others in their industry, showcase their skills and experience, and find new job opportunities. However, with over 700 million users on the platform, it can be difficult to stand out from the crowd. A great LinkedIn profile is essential to making a strong impression and getting noticed by potential employers and clients. Here are 10 tips for creating a winning LinkedIn profile:</p>
<p>&nbsp;</p>
<ol>
<li><strong>Choose a professional profile photo</strong>: Your profile photo is the first thing people see when they visit your profile. Make sure it is a clear, professional headshot that represents you well. Choose a photo that is well-lit, in focus, and shows your face clearly. Avoid using a selfie or a photo taken from far away. Make sure the background is simple and not distracting. If you don&rsquo;t have a professional headshot, consider having one taken or using a photo editing app to enhance your photo or to look more professional.</li>
</ol>
<p>&nbsp;</p>
<ol start="2">
<li><strong>Craft a compelling headline</strong>: Your headline should be a brief summary of your professional brand and what you have to offer. Use keywords relevant to your industry to help you get discovered in search results. An appropriate example may look like, &ldquo;Experienced Professional with a Passion for Excellence: Unlocking Your True Business Potential&rdquo;.</li>
</ol>
<p>&nbsp;</p>
<ol start="3">
<li><strong>Write a compelling summary</strong>: Your summary is your chance to tell your story and showcase your skills and experience. Keep it concise and highlight your unique value proposition. This is a summary of my professional experience and skills. An appropriate summary may look like, &ldquo;With over 10 years of experience in the financial services industry, I have a proven track record of success in developing and executing strategies that have resulted in increased revenue and profitability. I have a strong understanding of the financial markets and have a deep knowledge of financial products and services. My experience includes developing and managing relationships with clients, providing excellent customer service, and managing complex projects. My strong analytical and problem-solving skills allow me to quickly identify and resolve issues. I am an effective communicator and have a proven ability to build relationships with clients and colleagues&rdquo;.</li>
</ol>
<p>&nbsp;</p>
<ol start="4">
<li><strong>List your experience in detail</strong>: List your work experience in reverse chronological order, starting with your most recent job. Highlight your achievements and quantify your results wherever possible.</li>
</ol>
<p>&nbsp;</p>
<ol start="5">
<li><strong>Showcase your education</strong>: List your educational background, including any degrees or certifications you have earned. For example, all your qualifications and previous qualifications should be added to your profile to showcase your ability.</li>
</ol>
<p>&nbsp;</p>
<ol start="6">
<li><strong>Add skills and references</strong>: List your skills and ask for references from colleagues and former managers. This will help validate your expertise and make you more discoverable in search results. When you list your skills, make sure to include keywords that employers are likely to search for. This will help you stand out in search results and make it easier for employers to find you. When asking for references, make sure to include a brief description of the skills you are looking to be referenced for. This will help ensure that the review is accurate and relevant. Finally, make sure to keep your skills and references up to date. This will help ensure that employers have an accurate view of your skills and experience.</li>
</ol>
<p>&nbsp;</p>
<ol start="7">
<li><strong>Join relevant groups</strong>: Join LinkedIn groups relevant to your industry and engage in discussions to build your network and establish yourself as a thought leader. Additionally, join local professional organisations and attend their events to meet other professionals in your area. You can also join online forums and discussion boards to connect with people in your field and stay up to date on the latest industry trends. Finally, consider joining a mentorship program to gain insight from more experienced professionals in your field.</li>
</ol>
<p>&nbsp;</p>
<ol start="8">
<li><strong>Share content</strong>: Share relevant content on your LinkedIn profile to demonstrate your knowledge and expertise. This can include articles, blog posts, and industry news. Additionally, you can share content from other professionals in your field to show your network that you are up to date on the latest trends and topics. Engage with others: Comment on posts from other professionals in your field, join relevant groups, and follow influencers in your industry. This will help you build relationships with other professionals and create a network of contacts. Participate in conversations: Participate in conversations on LinkedIn by asking questions, responding to comments, and providing helpful advice. This will help you build your reputation as an expert in your field and establish yourself as a thought leader.</li>
</ol>
<p>&nbsp;</p>
<ol start="9">
<li><strong>Personalise your LinkedIn URL</strong>: Customise your LinkedIn profile URL to make it easier for people to find you and include it on your CV and business cards. To customise your LinkedIn profile URL, log into your account and click on your profile picture in the top right corner. Select &ldquo;Settings &amp; Privacy&rdquo; from the drop-down menu. On the left side of the page, select &ldquo;Public Profile&rdquo;. Under the &ldquo;Edit URL&rdquo; section, click &ldquo;Edit&rdquo;. You can then enter a customised URL that is easier to remember and share. Be sure to include your name or a keyword related to your profession. Once you&rsquo;ve entered your new URL, click &ldquo;Save&rdquo;. Your new URL will be displayed in the &ldquo;Edit URL&rdquo; section. You can now include this URL on your CV, business cards, and other professional materials.</li>
</ol>
<p>&nbsp;</p>
<ol start="10">
<li><strong>Keep your profile up to date</strong>: Regularly update your profile with new skills, experience, and achievements to ensure that it accurately reflects your professional brand. Make sure to include any new certifications, awards, or projects you&rsquo;ve completed. Also, consider adding a professional headshot to your profile to make it more engaging and memorable. Finally, be sure to include links to your website, blog, or other online portfolios to showcase your work.</li>
</ol>
<p>&nbsp;</p>
<p>In conclusion, a winning LinkedIn profile is essential for professionals looking to build their network, establish their expertise, and find new job opportunities. By following these 10 tips, you can create a profile that stands out from the crowd and helps you achieve your professional goals. With a winning profile, you can get the job of your dreams.</p>

Top 10 tips for a winning Linkedin profile

Manufacturing Recruitment Trends in 2023

Exploring the Jackson Hogg Talent Partnership recruitment model

Taking Charge of Recruitment Through RPO

<p>Recruitment Process Outsourcing (RPO) is a popular solution for companies that want to streamline their recruitment process and improve their hiring outcomes. RPO involves outsourcing the recruitment process to a third-party provider who takes on the responsibility of sourcing, screening, and hiring candidates on behalf of the client company. RPO solutions are designed to deliver a range of benefits, including cost savings, improved recruitment outcomes, and enhanced candidate experiences. In this article, we will explore the benefits of RPO recruitment solutions, with a focus on Jackson Hogg&rsquo;s Talent Partnership offering.</p>
<p>Jackson Hogg is a leading recruitment and talent management consultancy that operates in a range of industries, including engineering, manufacturing, and technology. The company&rsquo;s Talent Partnership solution is an RPO offering that provides end-to-end recruitment services to clients. The solution is designed to help clients attract, engage, and retain top talent, while also reducing recruitment costs and improving hiring outcomes.</p>
<p>One of the key benefits of an RPO solution like Talent Partnership is cost savings. By outsourcing the recruitment process, companies can reduce the time and resources required to find and hire top talent. This is particularly true for companies that have high-volume recruitment needs or require specialized skills and expertise. With Talent Partnership, Jackson Hogg takes on the responsibility of sourcing and screening candidates, managing the interview process, and handling all administrative tasks associated with recruitment. This allows client companies to focus on their core business activities while also reducing their recruitment costs.</p>
<p>Another benefit of an RPO solution is improved recruitment outcomes. By leveraging the expertise and resources of a third-party provider like Jackson Hogg, companies can improve their ability to attract and engage top talent. Talent Partnership offers a range of recruitment services, including employer branding, candidate sourcing, and talent mapping. By working with Jackson Hogg, companies can tap into a wider pool of talent and access the skills and expertise needed to find the right candidates for their roles. This can result in faster time-to-hire, reduced turnover, and improved retention rates.</p>
<p>In addition to cost savings and improved recruitment outcomes, RPO solutions like Talent Partnership can also enhance the candidate experience. By working with a third-party provider, companies can ensure that candidates receive a positive and engaging experience throughout the recruitment process. Talent Partnership offers a range of candidate-focused services, including candidate screening, interview coaching, and onboarding support. By providing a seamless and personalized experience, companies can improve their employer brand and attract top talent to their organization.</p>
<p>Another benefit of Talent Partnership is its flexibility. The solution is designed to be tailored to the specific needs of each client, ensuring that companies can access the recruitment services they need, when they need them. This means that companies can scale their recruitment efforts up or down depending on their business needs, without having to worry about the costs and resources associated with managing an in-house recruitment team.</p>
<p>Finally, RPO solutions like Talent Partnership can help companies to stay ahead of the competition. By working with a third-party provider, companies can access the latest recruitment technologies and best practices, ensuring that they are able to attract and engage top talent in a rapidly changing job market. Jackson Hogg&rsquo;s Talent Partnership solution offers access to a range of recruitment technologies, including applicant tracking systems, recruitment analytics, and video interviewing tools. By leveraging these technologies, companies can improve their recruitment outcomes and stay ahead of the competition.</p>
<p>In conclusion, RPO solutions like Jackson Hogg&rsquo;s Talent Partnership offer a range of benefits to companies looking to streamline their recruitment process and improve their hiring outcomes. From cost savings and improved recruitment outcomes to enhanced candidate experiences and flexibility, RPO solutions can help companies to access the skills and expertise they need to find and hire top talent. With Talent Partnership, companies can leverage the expertise and resources of a leading recruitment consultancy, ensuring that they are able to attract and engage the best candidates for their roles.</p>

Is an RPO right for me?

<p>A Gangmasters and Labour Abuse Authority (GLAA) license is a legal requirement in the UK for businesses that supply workers to the agriculture, horticulture, and shellfish industries. The GLAA was established in 2004 to regulate these industries and protect vulnerable workers from exploitation. In this article, we will explore what a GLAA license is and why it is necessary.</p>
<h2>What is a GLAA license?</h2>
<p>A GLAA license is a legal requirement for businesses that supply workers to the agriculture, horticulture, and shellfish industries. The license is issued by the GLAA, which is government body responsible for regulating these industries and protecting workers from exploitation. The GLAA license is designed to ensure that businesses are operating legally and ethically, and that workers are treated fairly and with respect.</p>
<h2>Why is a GLAA license necessary?</h2>
<p>There are several reasons why a GLAA license is necessary. First and foremost, the license is designed to protect vulnerable workers from exploitation. The agriculture, horticulture, and shellfish industries are particularly susceptible to labour abuse, as they often rely on temporary and seasonal workers who may be unaware of their rights and vulnerable to exploitation. The GLAA license ensures that businesses operating in these industries are subject to rigorous checks and regulations, and that workers are treated fairly and with respect.</p>
<p>Secondly, a GLAA license is necessary to ensure that businesses are operating legally and ethically. The license requires businesses to comply with a range of legal and regulatory requirements, including health and safety, employment law, and immigration law. By ensuring that businesses are operating within the law, the GLAA license helps to maintain a level playing field for businesses operating in these industries.</p>
<p>Finally, a GLAA license is necessary to protect the reputation of the industries it regulates. The agriculture, horticulture, and shellfish industries are important sectors of the UK economy, and their reputation can be damaged by reports of labour abuse and exploitation. The GLAA license helps to ensure that businesses operating in these industries are reputable and ethical, and that they are committed to treating their workers fairly and with respect.</p>
<h2>How do businesses obtain a GLAA license?</h2>
<p>To obtain a GLAA license, businesses must undergo a rigorous application process. This process involves a range of checks and assessments, including criminal record checks, financial checks, and assessments of the business&rsquo;s policies and procedures. The GLAA also conducts site visits to ensure that businesses are operating in compliance with the relevant regulations.</p>
<p>Once a business has obtained a GLAA license, it is subject to ongoing monitoring and regulation. The GLAA conducts regular checks and assessments to ensure that businesses are continuing to operate in compliance with the relevant regulations, and that workers are being treated fairly and with respect.</p>
<p>In conclusion, a GLAA license is a legal requirement for businesses that supply workers to the agriculture, horticulture, and shellfish industries in the UK. The license is necessary to protect vulnerable workers from exploitation, ensure that businesses are operating legally and ethically, and protect the reputation of these important industries. Businesses that obtain a GLAA license are subject to rigorous checks and assessments, and are committed to treating their workers fairly and with respect. Recruitment agencies like <a href="https://www.jacksonhogg.com/for-clients/recruitment/specialist-recruitment/">Jackson Hogg</a> who work within the food industries must obtain this license to supply candidates to these companies in order to remain compliant with the law and to prevent worker exploitation in vulnerable sectors.</p>

What is a Gangmasters (GLAA) License?

<p>When it comes to hiring new talent for your organisation, one of the most crucial steps is crafting a job advertisement that captures the attention of the right candidates. A well-written and engaging job ad not only helps you attract a larger pool of applicants but also ensures that you attract candidates who possess the skills, qualifications, and mindsets that align with your company&rsquo;s culture. In this article, we will guide you through the process of creating a job ad that will attract the right candidates.</p>
<ol>
<li><strong>Start with a clear and simple job title.</strong></li>
</ol>
<p><strong>&nbsp;</strong>The job title is the first thing potential candidates will see, so it&rsquo;s important to make it accurate and descriptive. Avoid using jargon or internal terms that may confuse applicants. Instead, use standard industry terminology that candidates are familiar with.</p>
<ol start="2">
<li><strong>Write an engaging job summary.</strong></li>
</ol>
<p>The job summary: The job summary is the next section that potential candidates will read, so it needs to be attention-grabbing. Clearly outline the key responsibilities and objectives of the role, emphasising what makes it unique and challenging. Highlight the impact the candidate will have on the organisation and any exciting projects they will be involved in.</p>
<ol start="3">
<li><strong>Clearly define desirable qualifications and skills.</strong></li>
</ol>
<p><strong>&nbsp;</strong>Provide a clear list of the qualifications, skills, and experience required for the job. Differentiate between required and preferred qualifications to help candidates assess their fit for the position. Be specific but avoid an excessively long list, as it might discourage potential applicants.</p>
<ol start="4">
<li><strong>Showcase your company culture and values.</strong></li>
</ol>
<p>Candidates want to know more than just the job description; they want to understand your company&rsquo;s culture and values. Briefly describe your company&rsquo;s mission, vision, and core values and highlight any unique benefits or perks your organisation offers. This helps attracts candidates who resonate with your company&rsquo;s culture and are more likely to thrive in your environment.</p>
<ol start="5">
<li><strong>Use language that appeals to your target audience.</strong></li>
</ol>
<p>Tailor your language to appeal to the specific demographic you are targeting. Consider the tone and style that will resonate with your desired candidates. For example, if you&rsquo;re hiring for a creative role, a more casual and expressive tone might be appropriate. On the other hand, for a professional position, a more formal approach may be necessary.</p>
<ol start="6">
<li><strong>Highlight opportunities for growth and development.</strong></li>
</ol>
<p>Top candidates are always seeking opportunities to grow and develop their skills, highlight any training programmes,&nbsp;<a href="https://www.jacksonhogg.com/for-clients/flpg/">mentorship opportunities</a>, or potential career advancement prospects that your organisation offers. This will attract ambitious candidates who are looking for long-term career opportunities.</p>
<ol start="7">
<li><strong>Keep the application process simple.</strong></li>
</ol>
<p><strong>&nbsp;</strong>A lengthy and complicated application process can deter qualified candidates from applying. Keep the application form concise and request only essential information at the initial stage. Make it easy for candidates to submit their application by providing clear instructions and an accessible application platform.</p>
<ol start="8">
<li><strong>Proofread and edit your job ad.</strong></li>
</ol>
<p>Before posting your job ad, proofread it thoroughly to eliminate any grammatical or spelling errors. A poorly written ad can give the impression of unprofessionalism and may deter quality candidates. Ask a colleague or a trusted friend to review it as well, as a fresh pair of eyes can catch mistakes you might have missed.</p>

A list of 8 that tackles how to create a job ad that will attract the right candidate for your company

How to create a job ad that will attract the right candidates

<p>AI is changing the face of the recruitment industry. The traditional recruitment process can be time-consuming and prone to human bias, as it involves manually sifting through CVs, conducting interviews, and selecting candidates. With AI, the recruitment process can be completed faster, more accurately and with less bias.</p>
<p>So, what is AI? Artificial Intelligence (AI) is defined as the field which combines computer science and robust datasets to enable problem-solving. AI also encompasses machine learning and deep learning sub-fields, frequently mentioned in conjunction with artificial intelligence (IBM). Within this blog, we will explore how AI is impacting recruitment and the benefits it brings. According to SHRM, 88% of businesses worldwide already use AI in some capacity, and AI is the no.1 trend influencing how employees hire.</p>
<p>AI automation enables recruiters to adopt a candidate-first strategy; they can make hiring choices by looking at more extensive data results from the market and communicating with candidates consistently. Therefore, recruiters can better represent candidates for new jobs as a result. On average, 250 CVs are sent for a job application, while only 4 to 5 may be interviewed for the job; this shows how timely factors such as CV screening have within the recruiter&rsquo;s role. The idea for AI in recruiting is to streamline various aspects of the process, in-particular repetitive tasks.</p>
<h2><strong>Automated CV screening</strong></h2>
<p>Tools such as Ideal, CVViZ, Skeeled, XOR or Hubert can help recruiters screen CVs quickly and accurately. These tools can scan keywords, experience and education. 20% of recruiting-related management tasks have the ability to be automated. They can also analyse candidates&rsquo; social media profiles or online presence to understand their deeper interests and personal skills. This process eliminates the need for manual screening, reduces the chance of human error, and saves the recruiter time so time can be spent more efficiently.</p>
<h2><strong>Chatbots for Initial Screening</strong></h2>
<p>Chatbots are another AI-powered tool that can help recruiters in the initial screening process. These bots can conduct initial interview questions, answer candidate questions and provide feedback. They can also collect candidate data and feedback, which somebody can be used to improve the recruitment process. Although, these generated responses can look scripted and not be as effective or feel as accurate as a human response, which can be a drawback of this technology development.</p>
<h2><strong>Video Interviews</strong></h2>
<p>AI-powered video interview tools such as Pictory, Synthesia or Deepbrain AI are becoming increasingly popular in the recruitment industry. These tools can conduct video interviews, analyse body language and assess the candidate&rsquo;s personality traits. The AI-powered tools can also provide feedback to the recruiter, helping them make better decisions.</p>
<h2><strong>Predictive Analytics</strong></h2>
<p>Recruiters can make better hiring decisions by using AI-powered predictive analysis. These tools can analyse candidate data and predict their future performance. The data can be analysed against past performance metrics to predict which candidates are most likely to succeed in the role.<strong>Reduce Bias</strong></p>
<p>A benefit to recruiters is that the recruitment process bias is reduced through using AI-powered tools. The traditional recruitment process is prone to unconscious bias, such as gender and age. AI tools can eliminate these biases and focus solely on the candidate&rsquo;s qualifications and experiences.</p>
<h2><strong>Cost Savings</strong></h2>
<p>A recent statistic shows that 82% of CVs submitted for a role are generally unqualified. To save money and time, recruiters can use AI tools such as Breezy.hr, JobAdder, Clovers or Clara. These tools can automate many manual, tedious tasks involved in the recruitment process, such as CV screening and initial interviews. This process reduces the need for human resourcing, therefore saving money for the organisation and time so that the recruiter can spend time more efficiently.</p>
<h2><strong>Disadvantages of AI in Recruitment&nbsp;</strong></h2>
<p>As with everything, there are always disadvantages. Studies show 9 in 10 job seekers want to avoid dealing with automated CV tools during the application stage, as a result, three-quarters of candidates look negatively at employers who include AI at the point of application. Challenges such as data as AI needs lots of data to replicate human intelligence successfully; therefore, this fails without significant data. Since AI is still relatively new, mistakes can happen; for example, if a phrase is entered incorrectly, AI can present this data incorrectly. Human touch, as always, must make some decisions, such as understanding the candidate&rsquo;s work ethic. This must be completed through an in-person interview, increasing the chance of human error. AI can learn human biases if data already exists and has been placed carelessly; therefore, AI can pick it up. All these factors affect AI in recruitment in a negative way.</p>
<p>In conclusion, AI is revolutionising the recruitment industry. AI-powered tools can help recruiters screen CVs, conduct initial interviews, analyse candidate data and reduce bias. The recruitment industry is moving towards a more efficient, accurate and bias-free process. As AI technology improves, we can expect to see more advancements in the recruitment industry in the future.</p>

AI is changing the face of the recruitment industry. The traditional recruitment process can be time-consuming and prone to human bias, as it involves manually sifting through CVs, conducting interviews, and selecting candidates. With AI, the recruitment process can be completed faster, more accurately and with less bias.

AI's Impact on Recruitment

<p>The UK has seen a boom in the recruitment of science and technology workers in recent years. The number of people employed in STEM occupations has increased by nearly 20% since 2011, and the number of job vacancies in these fields has more than doubled over the same period. This trend is being driven by a range of factors, including the growth of industries such as healthcare and life sciences, the increasing importance of data analytics, and the need for workers with specialist skills in areas such as cybersecurity. The UK is now home to some of the world&rsquo;s leading scientific research institutions, and companies are increasingly looking to hire talented workers from this pool of talent. This is good news for job seekers with science and technology skills, as there are currently more opportunities than ever before to work in exciting and innovative fields.</p>
<p><strong>&nbsp;</strong></p>
<p>According to the latest figures, the number of science jobs available has increased by 15% in the past year, this is due to a number of factors, including coming out of the pandemic. With life sciences being at the forefront of research into new treatments and vaccines for Covid-19, there has been a surge in demand for qualified scientists. However, as we are now a full year out of the pandemic the Diagnostic sector has seen mass redundancies with the demand for vaccines dropping. 2022, has seen a real focus on the importance of science and its potential to improve our lives. This has led to an increase in funding for scientific research, as well as more opportunities for scientists to make a difference. As we continue to face challenges such as climate change and navigating the world after the pandemic, it is clear that science will play an even greater role in shaping our future.</p>
<p>&nbsp;</p>
<p>There are a variety of reasons for this growth, including an increase in government funding and a rise in the number of students studying science subjects. The COVID pandemic has been a challenging time for everyone, but it has also led to some surprising outcomes. One of these is a boom in the field of Science and Technology. However, it has also created a need for new products and services, which has led to a surge in investment in research and development. As a result, we can expect to see even more innovation in the years to come.</p>
<p>&nbsp;</p>
<p>As we break into 2023, the Science industry is booming like never before. The scientific community is always in need of talented and dedicated individuals to help further our understanding of the world around us. Unfortunately, the pool of qualified candidates can sometimes be quite small. This is where science recruitment agencies come in. By working with a wide range of employers, these agencies are able to connect talented scientists with the right companies. Recruitment agencies have access to a huge talent pool and invest all their time into finding the perfect hire for you. &nbsp;In addition, they provide invaluable support throughout the job application process, ensuring that both sides are getting the most out of the experience.</p>
<p><strong>&nbsp;</strong></p>
<p><a href="https://www.jacksonhogg.com/jackson-hogg/sectors/science/">Science recruiters</a> are using a variety of methods to attract candidates, including social media and online job boards. This shift is due in part to the increasing number of science graduates who are seeking work outside of the traditional science industries. By using social media and online job boards, science recruiters can reach a wider audience of potential candidates. These platforms allow science recruiters to target specific groups of candidates, such as recent graduates or experienced professionals. By using these tools, science recruiters can more effectively identify and attract the best candidates for their open positions. As the demand for qualified scientists continues to grow, science recruitment agencies will play an increasingly important role in filling these positions.</p>
<p>&nbsp;</p>
<p>The UK science sector is continuing to undergo a period of rapid growth. With new research facilities and private investment pouring into the sector, the demand for qualified scientists has never been higher. As the UK science sector continues to grow, science recruitment agencies will play an increasingly important role in connecting talented scientists with exciting new opportunities.</p>

Exploration of science recruitment in the UK

Science Recruitment in the UK is Booming

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<p>In today&rsquo;s competitive job market, employer branding has become an essential tool for recruitment. But what exactly is employer branding? Simply put, it&rsquo;s the process of creating a positive image of your company as an employer. This can be done through various means, such as promoting your company culture or highlighting employee satisfaction. Why is employer branding important? Because it helps you attract top talent. Candidates are more likely to apply to a company that they perceive to be a great place to work. It can help you improve employee retention and engagement, and happy employees are more productive and less likely to leave their job, saving your company time and money in the long run. So, if you&rsquo;re not already investing in employer branding, there&rsquo;s no time like the present.</p>
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<h2><strong><span data-contrast="auto">How can you improve your company&rsquo;s employer brand to make it more attractive to potential employees?</span></strong><span data-ccp-props="{}">&nbsp;</span></h2>
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<p>Attracting top talent to your company starts with having a strong employer brand. Your brand is what potential employees think of when they hear your company name, and it heavily impacts whether or not they want to work for you. In today&rsquo;s job market, talent is hard to come by, so how can you make sure your company is seen as a desirable place to work? By improving your employer brand! Making your company more attractive to potential employees doesn&rsquo;t have to be difficult or expensive. Here are a few simple ways to do it:</p>
<p>First, make sure your website and social media platforms reflect the positive culture you want to create. Use positive language, showcase employee testimonials, and highlight your company&rsquo;s culture, environment, and benefits.</p>
<p>Second, invest in employee training and development. This will show potential employees that you are committed to helping them grow and succeed in their careers.</p>
<p>Finally, create a strong referral program. Employee referrals are one of the best ways to attract high-quality candidates. Offer incentives for employees who refer qualified candidates. By following these tips, you can improve your company&rsquo;s employer brand and make it more attractive to potential employees.</p>
<p>Keep these things in mind as you work on improving or creating your company&rsquo;s employer branding strategy: make sure you&rsquo;re differentiating yourself from the competition, focus on building a positive reputation, and be clear about what your company culture is like. Creating an attractive employer brand isn&rsquo;t easy, but it&rsquo;s worth it if you want to improve your recruitment process and attract high-quality candidates.</p>
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<h2>What are some common mistakes companies make when it comes to their employer brand?</h2>
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<p>Many companies make the mistake of thinking that their employer brand is simply a logo or tagline. While these elements are certainly important, they only scratched the surface when it comes to creating a strong and differentiated employer brand. Another common mistake is failing to align with the company&rsquo;s overall identity. It should be an extension of the company&rsquo;s values and mission, not a separate entity. Finally, many companies make the mistake of thinking that an employer brand is only relevant to recruiting. In reality, the employer brand should be integrated into all aspects of the employee experience, from onboarding to performance management.</p>
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<h2>How can you measure the effectiveness of your company&rsquo;s employer brand strategy?</h2>
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<p>There&rsquo;s no shortage of ways to measure the effectiveness of your company&rsquo;s employer brand strategy. You could, for example, look at the number of employees who say they&rsquo;re proud to work for your company, or the number of job applicants who mention your company culture in their cover letter. You could also look at how many people search for your company on job-related websites, or how often your company&rsquo;s name comes up in social media conversations about employment. However, one of the best ways to measure the effectiveness of your employer brand strategy is simply to ask your employees. After all, they&rsquo;re the ones who are most likely to be affected by your employer brand, and they&rsquo;re likely to have strong opinions on the subject. So, don&rsquo;t be afraid to reach out to your employees and ask them what they think of your culture and brand. They just might have some valuable insights that you didn&rsquo;t expect.</p>
<p>If you&rsquo;re looking to create a strong employer brand, there are a few things you&rsquo;ll need to keep in mind. First and foremost, you need to communicate what makes your company unique and what sets it apart from the competition. Secondly, you need to be clear about the benefits and opportunities that your company offers. You need to make sure that your employer brand is consistent across all channels &ndash; from your website to your social media presence. By following these tips, you&rsquo;ll be well on your way to creating an employer brand that will attract top talent.</p>
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Problems with Recruitment? Start with your Employer Brand

<p>One of the biggest problems facing businesses in engineering today is the skill shortage endemic throughout the sector. With the economy slowly improving, companies are starting to expand again and are in need of workers with specific skillsets. However, there is a disconnect between the skills that employers need and the skills that workers have. The lack of a skilled workforce in a company can lead to delays in projects and an overall decrease in productivity. The solution to this problem is twofold: First, businesses need to invest in training and development programs to help their employees gain the necessary skills. Second, workers need to be proactive in acquiring the skills that employers are looking for. By taking these steps, we can help close the skill gap and ensure that businesses have the workers they need to be successful.</p>
<h2><strong>The talent pipeline in engineering</strong></h2>
<p>One of the ways we can close this gap is by looking at the talent pipeline. The&nbsp;<a href="https://www.jacksonhogg.com/jackson-hogg/sectors/engineering/" target="_blank" rel="noopener">engineering talent pipeline</a>&nbsp;is the process by which new engineering graduates are recruited and hired by companies. The pipeline begins with universities, which provide the education and training necessary to become an engineer. From there, graduates typically enter the workforce as entry-level engineers. They then gain experience and skills over time, eventually advancing to higher-level positions. The talent pipeline is an important part of the engineering industry, as it ensures that companies have a steady supply of qualified workers. Without a strong pipeline, companies would be forced to either hire less-qualified workers or allow existing employees to become overworked and stressed. Consequently, the talent pipeline is essential for the engineering industry to function properly. Thankfully, there are many ways to strengthen the pipeline, such as by providing more graduate schemes and scholarships.</p>
<h2><strong>Closing the gap</strong></h2>
<p>One way to close the gap in skills in engineering is to provide targeted&nbsp;<a href="https://www.jacksonhogg.com/for-clients/flpg/" target="_blank" rel="noopener">training and education programs</a>. By investing in skill development, companies can ensure that they have a pipeline of talent to meet their future needs. In addition, by working with educational institutions, companies can help to shape the curriculum to better match the needs of the industry. By taking action to close the skills gap, companies can ensure that they have the talent they need to remain competitive in the global marketplace.<strong>&nbsp;</strong></p>
<p>The future of engineering is inextricably linked to the issue of skills shortages. As our population ages and more people leave the workforce, there are simply not enough people with the necessary skills to fill all the available positions. This is particularly true in engineering, where the demand for qualified workers significantly exceeds the supply. The only way to bridge this skills gap is to encourage more people to pursue careers in engineering. This can be done through initiatives like offering scholarships and apprenticeships and getting kids interested in engineering from an early age, as well as by highlighting the many rewarding aspects of a career in engineering.</p>
<p>As the demands of the field continue to grow, it&rsquo;s essential that the engineering industry closes the skills gap. By doing so, the industry can ensure that there are enough qualified engineers to meet future demands.</p>

Addressing the Skill Shortages in the Engineering Industry

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Our life science recruitment specialists all come from life science backgrounds.Whether you’re working on cutting-edge technologies or life-saving treatments, we can connect you to exceptional talent at all levels, from graduates up to directors, in pharmaceuticals, biotechnology and chemicals.We cover the whole of the UK, from large pharmaceutical companies to small biotechnology firms.

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<div class="elementor-element elementor-element-ffd4100 elementor-widget elementor-widget-text-editor" data-id="ffd4100" data-element_type="widget" data-widget_type="text-editor.default"><div class="elementor-widget-container"><p>Jackson Hogg was founded by Richard Hogg, a mechanical engineer, and we&rsquo;ve continued to excel in technical engineering assignments ever since.</p></div></div><div class="elementor-element elementor-element-53c3bca elementor-widget elementor-widget-text-editor" data-id="53c3bca" data-element_type="widget" data-widget_type="text-editor.default"><div class="elementor-widget-container"><p>Our team is made up of discipline-led specialists split into electronics, electrical, mechanical, projects, senior appointments and graduates.</p><p>We work with companies from start-ups to FTSE-listed multinationals, with specialisms in renewable energy and the wider STEM markets nationally from our bases in Newcastle and Teesside and covering permanent, temporary and interim roles.</p></div></div>

It All Started With Engineering

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Engineering

OUR SECTOR

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WHY WE STAND OUT

Jackson Hogg was founded in 2012 as a specialist engineering recruitment agency by former Mechanical Engineer, Richard Hogg. Since then we have grown to a team of over 100 people, helping our clients across the globe through our recruitment, HR outsourcing and training services. We focus on the Science recruitment, Technology recruitment, Engineering recruitment and Manufacturing recruitment across the UK and Internationally, and believe that everyone deserves to find their people.

A company that cares

OUR PARTNERS

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They’ve been saying great things

Centred around care, trust and respect

At Jackson Hogg, your STEM expertise fuels innovation on a global scale. Connect pioneering talent with groundbreaking initiatives and witness the impact of your work in real-time. Want to make a difference in this industry, join our world-class team that’s passionate about transforming the world, one brilliant hire at a time.

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STEM Recruitment Specialists

 Centred around care, trust and respect

We are STEM specialists

Manufacturing

Science

Technology

OUR SERVICES

Manufacturing Recruitment

<p class="p1">Our well-established network encompasses a diverse range of skilled professionals in the manufacturing industry. We utilize our connections and advanced recruitment tools to identify both active job seekers and passive candidates who excel in their fields. This access to a broad talent pool enables us to find the perfect match for your specific manufacturing needs.</p><p class="p1">At Jackson Hogg, your success is our priority. We are committed to building lasting partnerships by consistently delivering top-tier manufacturing talent that drives your business forward. Our dedication to excellence and client satisfaction means we support you throughout the entire recruitment process and beyond, ensuring a seamless integration of new hires into your team and their continued success within your organization.</p>

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Geopura were looking to supercharge their growth

Jackson Hogg Talent Partnerships are all about providing your business with the resource to manage recruitment, improve time to hire, improve quality of hire and reduce recruitment cost.Our clients come to us because their hiring managers are spending too much time and resource on recruitment. With a dedicated Talent Partner or team of Talent Partners alleviating your headache, we offer complete scalability, facilitate growth, and encompass all of the essential functions necessary for recruitment.Our Talent Partners can help with admin, direct hiring, onboarding and management of the recruitment process, suppliers and agencies, all while being data-driven to give you the management information you need to make informed decisions.

What is Talent Partnership?

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Talent Partnership

CASE STUDY

<p>Jackson Hogg Talent Partnerships are all about providing your business with the resource to manage recruitment, improve time to hire, improve quality of hire and reduce recruitment cost.&nbsp;</p><p>Our clients come to us because their HR and hiring managers are spending too much time and resource on recruitment. With a dedicated Talent Partner or team of Talent Partners alleviating your recruitment headache, our Talent Partnership offers complete scalability, facilitates growth, and encompasses all of the essential functions necessary for recruitment.</p><p>Our Talent Partners can help with admin, direct hiring, onboarding and management of the recruitment process, suppliers and agencies, all while being data-driven to give you the management information you need to make informed decisions.</p>

What is a Talent Partnership?

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Growing businesses face a number of people problems from finding the right people quickly, to finding the time to focus on optimising the recruitment process. In technical environments, internal recruiters have limited capacity to directly fill roles, leaving external agencies to fill a large proportion of the remainder. This can quickly get costly, and can cause recruitment costs to spiral.Jackson Hogg Talent Partnerships were created to take the pain out of growth, allowing your HR team to focus on doing what they do best, whilst providing a scalable, predictable, controllable service.

We’re built for growth

<p>Growing businesses face a number of people problems from finding the right people quickly, to finding the time to focus on optimising the recruitment process. In technical environments, internal recruiters have limited capacity to directly fill roles, leaving external agencies to fill a large proportion of the remainder. This can quickly get costly, and can cause recruitment costs to spiral.</p><p>Jackson Hogg Talent Partnerships were created to take the pain out of growth, allowing your HR team to focus on doing what they do best, whilst providing a scalable, predictable, controllable service.</p>

Built for Growth

Jackson Hogg Talent Partners sit alongside your team, acting as or complimenting your existing Talent Acquisition team. As an integrated member of your team, our Talent Partners work closely with your hiring managers, on-site or remotely, fully adopting your brand identity, from email signatures to branded job ads.Our Talent Partners start with a full audit of your recruitment process, offering suggestions and making changes to improve the candidate experience and attract more candidates overall. Talent Partners also manage Jackson Hogg recruiters, 3rd-party agencies as well as filling roles themselves.

What does a talent partner do?

<p>Jackson Hogg Talent Partners sit alongside your team, acting as or complimenting your existing Talent Acquisition team. As an integrated member of your team, our Talent Partners work closely with your hiring managers, on-site or remotely, fully adopting your brand identity, from email signatures to branded job ads.&nbsp;</p><p>Our Talent Partners start with a full audit of your recruitment process, offering suggestions and making changes to improve the candidate experience and attract more candidates overall. Talent Partners also manage Jackson Hogg recruiters, 3rd-party agencies as well as filling roles themselves.</p>

What does a Talent Partner do?

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Technology Recruitment

<p class="p1">Over the years, we have built a vast and diverse network of top-tier tech professionals. Our connections span across various disciplines within the tech industry, from software development and data science to cybersecurity and IT management. This extensive talent pool enables us to quickly identify and reach out to highly skilled candidates who might not be actively seeking new opportunities but are perfect for your needs.</p>

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<p>Jackson Hogg was founded in 2012 as a specialist engineering recruitment agency by former Mechanical Engineer, Richard Hogg. Since then we have grown to a team of over 100 people, helping our clients across the globe through our recruitment, HR outsourcing and training services.</p>

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We specialise in the Science, Technology, Engineering and Manufacturing recruitment, so we understand what you do, and the possibilities that are out there for you.

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Jackson Hogg has worked with companies all over the world to find the perfect people to steer them to success. This is because we care about finding the right fit for both clients and candidates.STEM talent acquisition fields are dynamic and imaginative and finding the right people can be challenging. However it’s a challenge we embrace. We’ve dedicated ourselves to the STEM fields for more than ten years, we have built a team of people with in-depth market knowledge and a drive to learn more.That’s how you can be sure that we’re looking for your ideal candidates in all the right places – plus a few unexpected ones.

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<p>Geopura is a growing, innovative clean energy technologies company who enable the production, transport, and use of zero-emissions fuels with innovative and commercially viable technology to decarbonise the global economy. Partnered with Siemens Energy, they are committed to 100% clean, renewable energy, independent from the grid, wherever and whenever it&rsquo;s needed</p>

<p>Geopura is a growing, innovative clean energy technologies company who enable the production, transport, and use of zero-emissions fuels with innovative and commercially viable technology to decarbonise the global economy. Partnered with Siemens Energy, they are committed to 100% clean, renewable energy, independent from the grid, wherever and whenever it’s needed</p>

Clean energy without limits

<p>The organisation’s headcount plan was ambitious, and required an expanded recruitment capability to deliver it, but with varying recruitment volumes throughout the year, they needed a flexible solution. Geopura considered hiring an in-house recruiter, but the niche roles they were looking to fill, combined with the variability of their recruitment requirements and limited employer brand within the market meant that this solution wasn’t viable. They also considered expanding their use of recruitment agencies, but the unpredictable costs involved in this were difficult to align with their plans.</p>

Geopura’s growth was starting to accelerate in 2022, but that came with its own problems

By placing one of our talent partners on-site, on a scalable basis from two to five days per week, we were able to optimise their recruitment process from start to finish and help them achieve their headcount plan. Our process started with an in-depth audit of their recruitment process, from job specification writing and job board usage analysis to interview technique and offer management. From there we took detailed briefs of the roles on offer and got to work sourcing candidates directly through our talent partner, with assistance from our wider, specialist recruitment team, and created a preferred supplierlist for the specialist roles we didn’t have the expertise to fill ourselves.

To assist Geopura in their ambitious growth journey, Jackson Hogg proposed our flagship Talent Partnership service.

<p>Our talent partner assisted in creating an apprenticeship scheme to foster new talent, and by optimising the recruitment process and controlling all activities centrally, time to offer was reduced by 22%. This all allowed Geopurato achieve their headcount plans, continue their growth journey and focus on their innovative technologies rather than recruitment. Due to the success of their first 12 months, Geoupura extended their contract by a further 12 months.</p>

<p>Our talent partner assisted in creating an apprenticeship scheme to foster new talent, and by optimising the recruitment process and controlling all activities centrally, time to offer was reduced by 22%. This all allowed Geopura to achieve their headcount plans, continue their growth journey and focus on their innovative technologies rather than recruitment. Due to the success of their first 12 months, Geopura extended their contract by a further 12 months.</p>

Through 12 months of Talent Partnership, Geopura hired 25 people, 92% of whom were sourced either directly or by Jackson Hogg. 

Solutions

<p>Jackson Hogg has worked with companies all over the world to find the perfect people to steer them to success. This is because we care about finding the right fit for both clients and candidates.<br><br>STEM fields are dynamic and imaginative and finding the right people can be challenging - but that's a challenge we embrace. We&rsquo;ve dedicated ourselves to the STEM fields for more than ten years and built a team of people with in-depth market knowledge and a drive to learn more.<br><br>That&rsquo;s how you can be sure that we&rsquo;re looking for your ideal candidates in all the right places &ndash; plus a few unexpected ones.</p>

We're passionate about people

The best talent is in huge demand. So we work with you to ensure that you stand out. We also understand that recruitment is only the first step. We offer a range of people services - from HR outsourcing to training and talent marketing - to make sure your company is set up to allow your people to thrive.Looking for temporary project support, growing to meet your ambitions, or seeking a new visionary executive to take you to the next level?

<p>The best talent is in huge demand. So we work with you to ensure that you stand out. We also understand that recruitment is only the first step. We offer a range of people services - from HR outsourcing to training to make sure your company is set up to allow your people to thrive. Looking for temporary project support, growing to meet your ambitions, or seeking a new visionary executive to take you to the next level? Let's talk.</p>

Executive Search

<div class="elementor-element elementor-element-2892296 h6 elementor-widget elementor-widget-text-editor" data-id="2892296" data-element_type="widget" data-widget_type="text-editor.default"><div class="elementor-widget-container"><p>At Jackson Hogg, we love all things STEM. That&rsquo;s Science, Technology, Engineering and Manufacturing to us. Executive search is no different. We have partnered with STEM businesses at every stage of their journey, from pre-revenue start-ups to established multi-nationals, introducing them to the right people to help them achieve their goals and take the next step.</p></div></div><div class="elementor-element elementor-element-89a43e9 elementor-widget elementor-widget-text-editor" data-id="89a43e9" data-element_type="widget" data-widget_type="text-editor.default"><div class="elementor-widget-container"><p>That&rsquo;s not to say that we don&rsquo;t occasionally work on executive roles outside of STEM, but STEM is where we at our strongest, where we have an unrivalled track record, and provides a key point of difference to our competitors.</p></div></div>

We Are STEM Specialists

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HR Outsourcing from Jackson Hogg

<p>We understand the need for SMEs to be dynamic and take an approach to people which harnesses the great things SMEs have to offer. That&rsquo;s why our team has been crafted with a mix of skills and experience to work with the changing needs of your business and support you with transactional activities, operational projects, or strategic planning.</p>

Flexible HR Support Underpinned by Care, Trust and Respect

Industrial Recruitment

<p>Our team of discipline experts provide high-quality, innovative recruitment and people services solutions to organisations seeking to find, train and retain exceptional talent across all functions. We offer a personal and tailored service that ensures you secure the right people for your organisation for the long term.</p>

We're Here For Manufacturing Clients Across The UK

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Jackson Hogg is an outsourced talent services business who has a vision of being the global leader in talent services. We drive to constantly exceed expectations and we’re on an exciting journey that we would love for you to join.

<p>Jackson Hogg is an outsourced talent services business who has a vision of being the global leader in talent services. We drive to constantly exceed expectations and we&rsquo;re on an exciting journey that we would love for you to join.</p>

We are committed to being an inclusive environment for all. We ensure that both applicants and our colleagues receive unbiased treatment without discrimination. We are also committed to doing what we can to limit our impact on the environment and ensure our way of working reflects this. Plus positive impact on the community around us by working with local charities.

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Life at Jackson Hogg

<p>We are committed to being an inclusive environment for all. We ensure that both applicants and our colleagues receive unbiased treatment without discrimination.<br>&nbsp;<br>We are also committed to doing what we can to limit our impact on the environment and ensure our way of working reflects this. We also aim to make a positive impact on the community around us by working with local charities throughout the year.</p>

Committed to doing what is right

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Recruitment Solutions

We’ve spent more than a decade working exclusively in the Science, Technology, Engineering and Manufacturing sectors – so we’ve got the in-depth knowledge and market experience to identify the talent that’s right for you.We care about finding the best matches for our clients, and our candidates. So we’ll take the time to learn about your culture and ambitions. Then we’ll scour our networks for the great candidates that fit.

<p>We&rsquo;ve spent more than a decade working exclusively in the Science, Technology, Engineering and Manufacturing sectors &ndash; so we&rsquo;ve got the in-depth knowledge and market experience to identify the talent that&rsquo;s right for you.<br><br>We care about finding the best matches for our clients, and our candidates. So we&rsquo;ll take the time to learn about your culture and ambitions. Then we&rsquo;ll scour our networks for the great candidates that fit.</p>

Science Recruitment

<p>What sets us apart is our deep industry knowledge and specialized approach. Our team consists of professionals with backgrounds in various scientific disciplines, providing them with the insight needed to understand both the technical requirements of the positions we fill and the aspirations of the candidates we serve. We leverage a vast network of industry connections and a robust database of skilled professionals to deliver customized recruitment solutions that meet the specific needs of our clients. Whether you are a cutting-edge startup looking to build a pioneering team or an established company seeking to expand your research capabilities, we have the resources and expertise to help you achieve your goals.</p>

We're Scientists Recruiting Scientists

We can find candidates that share your ambitions and fit your culture, whether you’re recruiting at entry level or looking for board-level or executive talent.And we can help you build your relationship with your team, through HR advice, training and professional advice. We’re “deliberately specialist” – which means we know how your sector works, and what you need to excel.

Time to elevate your business

Sectors

<p>We can find candidates that share your ambitions and fit your culture, whether you&rsquo;re recruiting at entry level or looking for board-level or executive talent.<br><br>And we can help you build your relationship with your team, through HR advice, training and professional advice. Our consultants are specialists, not generalists, which means we know how your sector works, and what you need to excel.</p>

Lucy Pollin