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inspireselectionblog · 2 years

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What to look for in a Recruitment Agency

There are many things you should consider when selecting a recruitment agency to register with. This is especially true given the number of agencies in the industry. Many people don't care about being picky and will register with any recruitment agency they find.This tactic can result in your CV being submitted to multiple companies, which could be detrimental to both you and the agencies employed by the client. Employing companies will often use the services of several recruitment agencies to find their candidates. The successful agency wins the commission. Duplication is a problem that can occur.

Therefore, it is better to work with one or more Inspire Selection agencies that specialize in your field of work than using a scattergun approach.

Large multi-location recruitment agency Each has its pros and cons. A smaller, independent consultancy is more likely to provide a better service than a larger agency chain. However, the quality of the roles handled by the smaller agency might be lower profile. Although this is not always true, large employers tend to use one agency for their recruitment needs. Larger agencies are more likely to attract higher quality clients.

I have found that smaller independent recruitment agencies will be more in touch with you than larger agencies, making you feel like a valued client rather than just another number. It really depends on your personal preference and where you are job hunting. Registering with a small Harrogate recruitment agency that has connections with local companies is a good idea if you are looking for Harrogate jobs.

Employment consultants Trust is key when choosing a recruitment agency. You could be the one who helps you land your dream job. Therefore, you must feel at ease in their company. A recruitment agency usually has one specialist in a particular sector. If they have a large company, there may be more. It may be worth looking elsewhere if you are unhappy with the person you have been assigned.

The newspaper ads will not work if you're looking for foreign workers from a particular country. Online recruitment agencies allow you to post your ad in a particular country. You can easily search for an affordable agency and place your ads.Many agencies offer flat fee recruitment, which means that you don't need to pay per person. You should only choose the agency that allows you to post your vacancy anywhere in the world, and offers cost-effective recruitment.

Negotiating your package Although different agencies offer different payment models, most will pay a percentage of what you earn at the company they have placed you. It is in their best interests to negotiate the best possible package. However, if the consultant feels that they are in danger of losing the sale by being too aggressive they might advise you to accept the offer. It is your right to negotiate the best package possible. If the benefits and salary offered don't meet your needs, don't hesitate to leave. You will likely be dissatisfied with the package you accept.

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fijiantransplant · 3 years

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Found on Facebook by David McClelleland

Michael Field, a grounds man at a lovely Yorkshire cemetery, noticed that 71 years earlier, one of Fiji’s finest died. Some how, Fiji’s first ever pilot, has slipped away from history. The tombstone at the Commonwealth War Graves section of the Harrogate (Stonefall) Cemetery lists him, under the crest of the Royal Air Force, thus:

1553660 SERGEANT

I.D. KOMAISAVAI

(OF FIJI)

PILOT

His full name was Isikeli Doviverata Komaisavai.

When he died of pleurisy on 19 October 1944 in a hospital in Aylesbury, he was just 24-years-old.

Most people knew him as Ratu Dovi. Complicating matters further, the sole reference to him in an RAF history calls him “Raten Kokaisavai”.

His death was noted in the Fiji Times and in the Auckland Star, which the latter had under a sub-headline “Descendant of King Cakobau”.

The Star said: “Ratu Dovi was the only representative of the Fijian race to have the distinction of serving with the R.A.F.”

He was born in Tailevu, the son of Ratu Savenaca Komaisavai and Adi Miriama Komaisavai.

Like a number of the sons and daughters of high chiefs in those days, the promising children were shipped off to school in New Zealand.

Ratu Dovi (it is likely that is what he was known to his peers as) found himself at Wanganui Technical College (now Whanganui City College) from 1936 to 1939. The Star said he had “a brilliant school career” there. He was captain of the first 15 in rugby and the first 11 in cricket. He was the vice-president of the school council.

World War Two broke out in 1939. Ratu Dovi returned to Fiji, then a British colony where his uncle, Ratu Lala Sukuna, was recruiting Fijians to fight for king and commonwealth against the Nazis.

Ratu Dovi and several white settlers volunteered and were accepted for the RAF in 1941.

Through New Zealand, Ratu Dovi was taken into the British Commonwealth Training Plan and sent to Canada to learn to fly. New Zealand had 2,743 pilots trained there.

That number includes Ratu Dovi who, upon getting his wings, was sent to join No 234 (Madras Presidency) Squadron, Coastal Command.

The official RAF account of the squadron says that when Ratu Dovi joined 234, it was based in southern England. From there it was using Spitfire VBs (with the letters “AZ” on them”) to conduct sweeps over northern France, hoping to catch out German bombers. Ratu Dovi was not the only non-Britain in the squadron; it was dominated by Danes who had escaped Nazi occupation. They even purchased the planes they were to fly in.

In January 1943 it was moved to the Orkney Islands, returning south in June 1943. Its main mission at that point was convoy protection out over the ocean. For some one like Ratu Dovi, the Orkney Islands must have seemed like a frozen bleak hell.

The record is blurred now, but it looks as if Ratu Dovi become ill with the lung disease pleurisy in January 1944. Pleurisy is often a symptom of something more serious and he found himself hospitalised.

His squadron covered the Normandy invasion in June 1944 and then converted to P-51 Mustangs for long-range bomber escort duty.

Ratu Dovi made it briefly into an official RAF account of the war. He was listed as being a member of an ethnic minority community who had volunteered to serve.

“It is difficult to determine how many of the volunteers from the Colonies were ethnic minorities as the RAF had no colour bar, and did not allocate distinctive Service Numbers to ethnic personnel nor annoted a person’s Record of Service with an ethnic origin,” the account says.

“Coloured British subjects from the Colonies were eligible to join the RAF on the same terms as white subjects of the Crown.”

Ratu Dovi, for the most part, has become an unknown warrior.

His name and photo is on the roll of honour at Whanganui City College, along with others from the school who died in the war.

The Auckland Star noted: “Ratu Dovi was a descendant of Cakobau, the last Fiji king, and one of his grandparents was a signatory to the Deed of Cession.”

The street in Suva, Ratu Dovi Road, is not named after the flier but a family member of an earlier generation.

Perhaps its time to name something significant after him.

Around the world there are airports honouring celebrated aviators: Edward Logan (Boston), Edward O’Hare (Chicago), Jean Batten (Auckland International), Lofton Henderson (Honiara) and Harold Bauer (Port Vila).

So perhaps Nausori International Airport could become “Ratu Dovi International” – complete with a plaque to remember Fiji

#fiji #teamfiji #vintagefiji #madeinfiji #oldfiji #suva #mysuva #vintage photography #vintage #FijiArmy #Fijipilots

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williamemcknight · 7 years

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Green-tech finalists in two local business awards

Leading landscaping supplier Green-tech has received not one but two accolades this week, having been listed as finalists in the Harrogate Advertiser Business Awards for both Employer Of The Year and Best Large Business 2017. The recognition comes at a time of continued growth for the business with the increase of team members to 70, the recruitment of two new apprentices and the best trading month in the history of Green-tech.

The Harrogate Business Awards are highly regarded within the North Yorkshire region, profiling a variety of independent companies that are carving their own way in the world of business. Categories include, best rural business, tourism business and business personality of the year.

Jean MacQuarrie, editor of the Harrogate Advertiser Series, said the standard of entries had been as high as ever. “Every year we hear about some of the brilliant companies we have in our region, but nevertheless it’s easy to forget just how much talent there actually is in our business community”.

Richard Kay, chairman of Green-tech added: “It is a great boost for the team to be flagged as finalists in not one but two local awards, the competition within this region is strong and we are up against some outstanding businesses. The team has worked hard over the last 12 months in the key areas of product development, distribution and customer service to ensure that we maintain the levels of support and service our landscape customers require.”

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csrgood · 4 years

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WBA Employees Are Pitching in to Support Essential Workers

WBA Employees Are Pitching In to Support Essential Workers

As the COVID-19 pandemic creates an increased need for health care workers to have personal protective equipment, WBA employees are answering the call.

Deborah Altsman is cut from a special kind of cloth.

By day, she’s a Centralized Services pharmacist for Walgreens, working remotely from her home in Austin, Texas. But she’s also an avid quilter and community organizer who takes advantage of every opportunity to help neighbors near and far. So when she saw the desperate need for personal protective equipment (PPE) among healthcare workers in and around her city, she knew just what to do.

“What can I do to help? I can't actually go and take care of COVID patients,” says Altsman. “But what I can do is support those who are, by helping with the PPE shortage and providing these frontlines workers with some kind of protection.”

Altsman got right to work, recruiting friends, colleagues, neighbors and her husband to help her make masks to donate to health care workers. Within a few days, she had created a small assembly line of more than 40 happy volunteers, creating masks out of their spare quilting fabric, repurposed air filters donated from a friend and elastic hair ties she purchased at her local Walgreens store.

“It does feel sometimes like we’re the bandage rollers from World War II,” she says with a laugh. “My friend working with me on these will say, ‘I’m Rosie the Riveter,’ and I say, ‘Yes, you are!’”

So far, Altsman’s brigade of volunteers has produced more than 600 masks, which have gone to help local hospitals, doctor’s offices, nursing homes, dentists and even optometrists in her area.

And they’re not done yet – because for Altsman and her crew, knowing they’re helping is a powerful motivation.

“We're not doing it for any glory,” she says. “This is just us, behind the scenes, supporting people in the way that we can.”

Scrubbing up

Although Elise Johnson is several thousand miles away, she’s cut from the same cloth.

Johnson, who lives in Harrogate, England, was working as an assistant manager for Boots Opticians until recently, when she took leave expecting to begin her student program to be a dispensing optician. Her start date was delayed because of the pandemic – and she found herself with both extra time and extra fabric on her hands.

She’d gone to school for costume design, but when her professional aspirations drove her toward optometry, she kept her skills – and needles – sharp, creating a host of different handmade clothing items in her free time.

“I've done bridal garments, I've done costumes for theater companies, and a lot of comic conventions as well,” explains Johnson. “If it exists on paper, I've probably made it at some point.”

She decided to put her skills to use during the pandemic, making scrubs for her friends and family in the health care industry; her aunt is a staff nurse at a nearby hospital, and a number of her friends are military doctors. Although this is her first time making scrubs, it’s not an unfamiliar process.

“I have actually made quite a number of karate uniforms, and they look very similar when you’re making them up,” says Johnson. “Then, muscle memory just kind of takes over and you’re done.”

Using her current stockpile of fabric, Johnson has so far made more than 20 full kits – tops and pants. And because she’s using material she already owns, her personality will be reflected in many of the pieces she’s donating.

“I’ve been able to bust out the really fun stuff,” she says, laughing. “So there will be nurses wearing Pokémon fabric in Harrogate District Hospital by the time the week’s up.”

Because her supply of material is beginning to run short, she’s now reaching out for support via a GoFundMe page, through which she hopes to collect enough to buy more material so she can continue contributing.

“I'm not delivering medication, I'm not testing people for COVID-19, but it's something that I can do that can make a difference,” says Johnson. “I think I’ll at least be making a difference to a few people's wardrobes for a number of months.”

Diving in

In other parts of the world, members of the WBA community are thinking even more creatively about how they can help meet the global need for medical supplies.

In Madrid, Spain, Alphega – WBA’s pan-European network for independent pharmacies – is joining in a nationwide effort to collect diving masks from the general public. The masks will be adapted for use as protective equipment and also, potentially, as high-flow oxygen masks for patients in need of respirators at local hospitals. So far, more than 160 masks have been collected.

Contributing in any way they can, these members of the WBA community join the hundreds of thousands more who are making a difference in the world, both on and off the clock.

And for more about WBA’s response, including how the Boots healthy and beauty retailer is supporting COVID-19 testing, click here

source: https://www.csrwire.com/press_releases/44732-WBA-Employees-Are-Pitching-in-to-Support-Essential-Workers?tracking_source=rss

#CSR #corporate social responsibility #social good #philanthropy #employee engagement #workplace givi

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holytheoristtastemaker · 4 years

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Covid-19 gives new opportunities for fraud, both on-line and off-line while law enforcement is less able than normal to respond. The most vulnerable are also those least likely to see the guidance intended to protect them . The rush to recruit volunteers, nationally and locally means most checks are cursory. Many well-intentioned groups appear to be making no checks at all. The combination will facilitate a crime wave that will gather pace rapidly as the lock down is lifted. Hence the need for a call for Police volunteers akin to that for NHS Volunteers The start point is to implement the extensions to those eligible to serve as special constables that were originally intended to be used to help recruit 10,000 in time for the Olympic Games. But the aim should be to go much further. We need to complete the implementation of the new approach to Community Policing announced when David Blunkett was Home Secretary: “Building Communities: Beating Crime” . We also need to implement the recommendations in “Building CyberCommunities: Beating Cybercrime” This summarised the reports of the EURIM IPPR Study into Partnership Policing for the Information Society These formed the basis of a comprehensive Home Office policy which was blocked by the other tribes of Whitehall although some used to help plan the Police Central e-Crime Unit and Get Safe On-line. The internecine politics of UK Law Enforcement were also compounded by a reluctance to address the issues of organisation, training and, above all, governance that are raised when partnership and volunteering are taken seriously. Partnership policing, using teams of volunteers with other relevant skills, knowledge and experience, working alongside policing professionals, in line with the principles of Peelite policing , requires governance structures which get in the way of enabling politicians and officials, central or local, to set police priorities and monitor performance against “targets”. The tensions between top down, “target driven policing” and bottom up “policing by consent” may soon reach breaking point if total lockdown lasts more than a few weeks and is followed by mass unemployment and attempts to enforce “solutions” on those who no longer believe in the competence of the state. We will soo reach the limits of command and control. Hence the need for an army of volunteers to bridge not just the resource gap, but also the communications, relations and understanding gaps between local police and the communities they supposedly exist to serve. 100,000 Special Constables and other Volunteers to put the Community back into Community Policing This evening I am due to propose (the Gods of Technology willing) a motion, drafted before the Covid outbreak took hold, at the first major political consultation event to move on-line as a result of that outbreak. The Conservative Policy Forum had planned a policy competition for the Spring Forum in the Harrogate confernce centre. This is now being converted into another Nightingale Hospital. That competition is now being held on-line, using Zoom. This will, inter alia, test of our ability to secure on-line political debate against ZoomBombers at the same time as MPs are working to move Parliamentary business, including getting answers to Constituents’ questions, on-line. Those wishing to ask questions and vote have to join CPF using a process which appears to include checking their party membership status. Only then can they register to participate. Even though I will be presenting and have practiced with the technology I have yet to receive my personal invitation for this event. Those wishing to read my proposal can find it here. I strongly recommend you also read the others. I would be happy to lose to that recommending the long overdue merger of National Insurance and Income Tax Those wishing to see some of the background to my proposal will find more on the case for “Cyber Community Policing” here and on the case for a Cybercommunity Partnership here. You can find for yourselves the plethora of links on the current plague of attacks, as potential victims and those who might protect them are kettled in their homes. The decline of Community and Partnership Policing over the past decade The proportion of special constables to full time police has fallen over the past 20 years from 16% in 1996 to 9% in 2019. The trend is distorted by the Metropolitan Police where the proportion rose from under 6% in 1996 to nearly 18% in 2012 before falling back to barely 6% in 2019. [Police Service Strength- House of Commons Library] Most forces have many as non-warranted volunteers as they have specials but these are not reported nationally. Some forces have plans to double or treble the number of warranted and unwarranted volunteers. The Special Constabulary National Strategy 2018 – 2023 says Specials and Police Service Volunteers are more representative of the local community (ethnically, culturally, socially) than the regular police force – albeit there is no supporting documentation for this claim. It also says that “Only around 20% of the overall calls for assistance received by the police service is made up of traditional volume crime, with the remainder made up of public safety and welfare and non-crime incidents such as mental ill-heath, concerns for safety and missing persons”. It goes on to say that much of the current training of special constables is concerned with law definitions, powers of arrest and procedural matters to handle the 20%. In 2011 the blanket ban on members of the medical and health profession becoming special constables was lifted . This should have enabled the recruitment of those with the experience and background to better handle the increasing number of incidents involving those with, for example, mental problems. The ban on recruiting youth and probation working who might have dealings with the legal system was also lifted. So too was that on those working in security, including the thousands (possibly tens of thousands) working in cybersecurity, handling on-line abuse and e-crime investigation and response for industry. But many police forces, including the Metropolitan Police have not adopted the 2011 eligibility guidance. The 2017 Police and Crime Act allows for a number of powers, which previously required warranted powers, to be passed to police service volunteers. Some forces are exploiting the opportunity. Others are not. It should, however, be noted that volunteers are not covered by their professional indemnity insurance when exercising their skills. They need either to be paid (even if only a peppercorn) so that their insurance is valid. Or they need to be warranted and/or otherwise acting within police governance structures. 80% of crime now has an on-line dimension requiring specialist skills. Over a decade ago it was identified [EURIM-IPPR Partnership Policing Study, 2002 – 6 that that the police were never likely to have more than a fraction of the resources (whether numbers or expertise) necessary for on-line law enforcement. Since then the problems have become very much more serious at every level – from teenage bullying and abuse, (including to “discipline” schools and neighbourhoods in support of drugs gangs), through mass-market and/or targeted extortion and fraud to “integrated” elder abuse. It is estimated that of 60% of all pensioners (whether or not they themselves go on-line) have been “profiled” to enable fraudsters to get at their savings, pensions and/or benefits. It is now even more essential to have effective partnership between law enforcement and industry, particularly those who want their customers to transact with them on-line and/or use their services. Thanks to the lockdown that includes everyone still in business! There are variety of approaches around the world. In the UK we need to have similarly large numbers of volunteers (both warranted and unwarranted) but we also need them to be operating within effective and well-publicised governance structures. We also need to bridge the gulf between the on-line world and the physical neighbourhood, especially when it comes to working with schools, faith and youth groups, medical practices to prevent our children being led astray. In a “public health” approach to crime it is not just the problem families who are “rotten apples in the barrel”. Social media is the new “water”. The sources of pollution can be close to home (e.g. same class or street) or on the other side of the world. The difference is that the digital infection (e.g. a social media gang challenge or a grooming/recruitment video) can spread very much faster than any water-borne infection. Attempts over the past decade to draw in the expertise of industry in support of law enforcement and victim support/redress have been largely limited to awareness campaigns and/or investigations where the victims were well-connected, attracted press attention or were lucky enough to come to the attention of “the right officer at the right time”. There are many reasons. Not all of them stand up to scrutiny, whether ethical, economic, technical or practical. The issues that need addressing in order to put flesh on the proposal include: differentiating between volunteers to top up incident response teams and mass policing events and those to meet local/specialist needs. Many may be willing and able to act as general purpose “punch bags” on their Friday/Saturday nights or to help police sporting events, demonstrations, terrorist incidents or protect crime scenes but those who are not can help with local teams with invaluable knowledge, languages, victim support and enquiry services or provide specialist skills to borough, city or county teams. the need to prevent community policing passing into the hands of local vested interests, including those who themselves corrupt. The BBC article on David Blunkett’s attempts at reform includes a guarded reference to the “intelligence failure” (alias the deletion of records, supposedly for data protection purposes, but actually at the behest of a senior local politician, subsequently exposed as an active pederast, to protect himself and his fellow predators) that enabled the Soham murderer to pass a police check before getting a job as a school caretaker. Problems with addressing child and domestic abuse in locations from Rotherham to Oxford indicate similar problems resulting from pressures to avoid “upsetting” relationships with particular communities. There are reasons why the vulnerable within those communities trust the police no more than their own “leaders”. The need is for active, open and public local monitoring and accountability, including via active, representative Safer Neighbourhood (policing) and Community Safety (including health, welfare and the other causes of crime and disorder) Partnerships. This should be much easier if Neighbourhood Policing Teams include panels of Special Constables and other volunteers drawn from balanced cross sections of the communities represented in local government units (Wards, Parishes etc.) within which they operates. These should be additional to the volunteers for specialist roles with Borough, City or County teams, although individuals might well volunteer for both. the desire of Government to be able to put its priorities ahead of those of local communities. The priorities of Government include being seen to respond to calls in the media for “consistency” (as with local interpretations of the rules on social distancing during the Covid-19 lockdown). The tensions with the priorities of local communities can be seen with the discontent in London caused when police are “abstracted” from Safer Neighbourhood Teams to handle state visits, demonstrations, major sporting events and/or investigating political or historic scandals. There is a need to allow a variety of types of volunteer, including local, limited and conditional e.g. those with mental health experience/expertise to be available within agreed hours to help handle incidents (including escorting needs) which require this or for those with cyber experience to be similarly available help with victim support or to help work through backlogs of digital evidence large scale training, including on-line, which covers both than which is common to all UK police forces and that which is local (e.g. joint-working with Coastguards, Mountain Rescue, Farmwatcher or EagleWatch). Volunteers are not free. The objective is not save money. It is to improve policing. The run down of volunteer policing to save money over the past few years, particularly in London, was a false economy. In London it widened the gulf between the Metropolitan Police and the many diverse (cultural, linguistic, religious etc.) and makes the City vulnerable to local reruns of the 2011 riots as the lock down is lifted and before the newly unemployed get back into work. The time for action is now. Afteer tonight I expect to be asked to help identity who is interested in helping move from talk to action. Appendix A – The 2011 Changes to Eligibility Guidance This is guidance only. Chief Constable may over-ride it. Must have right of residency. Health requirements are as for regular officers. Annex A – those who are ineligible – a much shorter list than previously Annex B – subject to agreement of employer and at discretion of Chief Constable. Military reserves, the fire service, occupations with client privilege and members of the medical and health professions now come into this category. You can be a member of both military and police reserves, with military taking precedence. Annex C – where applications should be carefully scrutinised. This now includes many roles which were previously barred: e.g. youth and probation workers whose roles bring them into contact with the legal systems or “employees of security organisations and security personnel, guards and doors supervisor”>The latter is now jobs with “the potential for them to use their position in the police for their own advantage or the advantage of their employers e.g. such as the patrolling and guarding of buildings, the transit of cash and valuable, wearing uniforms and contact with the public.” Most forces quote a summarised version of the 2011 guidance but some (e.g. the Metropolitan Police) still quote the previous exclusions on their websites.

http://damianfallon.blogspot.com/2020/04/100000-community-and-cyber-police.html

#SEO #Local SEO training

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expomahal-blog · 5 years

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robertawilliams · 6 years

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Restaurants fear Brexit will turn boom to bust

It’s just after lunchtime in the kitchen of Damian Wawrzyniak’s new restaurant on the outskirts of Peterborough and the Polish chef is busy preparing an evening menu reflecting the rich ingredients of his culinary journey: Polish “noodles” from his homeland; beef tatare inspired by a stint at Copenhagen’s Noma restaurant and succulent duck, pigeon and vegetables shot or picked in the East Anglian countryside.

Wawrzyniak came to the UK 15 years ago before rising to prominence on the BBC showing Mary Berry how to make his signature “babka” cake but these days he has more than recipes on his mind: specifically the challenge of finding trained staff for his House of Feasts and another restaurant that he plans to open in London next year.

“We are struggling at the moment to find staff because of Brexit– there is no doubt,” said Wawrzyniak, who recently switched entirely to hiring trainees and teaming up with Peterborough Regional College to run an apprenticeship scheme.

EU citizens make up a quarter of the 3 million workers in hospitality, according to a report by professional services firm KPMG. That includes 75% of waiting staff and 25% of chefs. As the clock ticks down to Britain’s departure from the EU, senior figures in Britain’s hospitality sector are warning that staff shortages brought about by an exodus of European workers, and a dearth of new arrivals post-Brexit, is a crisis in the making for an industry that is Britain’s fourth-biggest employer.

The squeeze is being felt all over the country, from booming northern “destination towns” such as York and Harrogate to London, at a time when consumer demand shows no sign of dropping off, notwithstanding Brexit-related anxieties.

“There’s a feeling that the party has ended,” said David Strauss, general manager of Goodman Restaurants group, which runs a string of steakhouses and eateries including Burger and Lobster. Five of its senior managers from EU backgrounds are in the process of leaving to go to Canada and Australia.

“There’s been a boom in the last 10 years in restaurants and it’s still carrying on, but we’re seeing people now look at the future and thinking ‘it’s not going to get much better here’.

Others are pulling down shutters, choosing to take a hit on continuing to pay rental costs. Factors such as property price inflation, a weak pound and the upward cost of ingredients which are traded on the international market – butter is a case in point – are backing many in the hospitality sector into a corner.

Britain’s sophisticated mid-market restaurant chain scene is likely to have the flexibility to weather the storm, but some independents may fall by the wayside.

The alarm bells are also being sounded by companies ranging from the sandwich chain Pret A Manger, which says it would find it virtually impossible to find enough staff if it were forced to turn its back on EU nationals after Brexit, through to the pizza chain Franco Manca, which warned this summer that it is already becoming harder to recruit staff.

There is also concern among companies that have made positive noises about Brexit. While arguing that Brexit was bringing a “greater sense of accountability and self-responsibility in the UK” Leon’s chief executive, John Vincent, has also expressed concerns about being able to hire and retain staff and admitted that many of them were upset by the referendum result.

As the Brexit process grinds along, the hospitality sector’s representatives have warned that government plans for the introduction of new qualifications in 2022, as part of efforts to create an army of British-born waiters, chefs and baristas, will come far too late. The result, according to the British Hospitality Association (BHA), could be that hotels, restaurants, bars and cafes across the UK go to the wall.

“We’re a labour-intensive industry so if you don’t have a chef, for example, there is no restaurant. It’s that simple,” said Ufi Ibrahim, the BHA’s chief executive, who said the problem was acute in London and the south-east but was being experienced across the country.

Brexit and the coming food crisis: ‘If you can’t feed a country, you haven’t got a country’

“There is grave concern in rural areas, for example, where public transport is lacking. Being able to find individuals – either British workers or others who would be restricted by access – is a problem. We also have a culture of restricted social mobility. It’s very difficult to see what contingency plans could be put into place to serve in the timelines that have currently been given.”

The Department For Education said: “We are transforming technical education so that young people have the skills and knowledge that employers and the country need.” A new “T-level” system, which overhauls how technical education is taught and administered, will be introduced from 2020.

The BHA’s concerns were shared by individual business owners, larger chains and town authorities. At the Chestnut Group, which operates six restaurants, pubs and hotels across rural Suffolk and Cambridgeshire, various moves are already being made to make the sector more attractive to employees. A 10% stake is being given away to its 140 staff, who can also use an app to swap shifts.

“Hiring in the sector is not easy so we’ve set out to address it in every way, whether it’s to do with helping people find the hours that work for them, or providing training with our own academy,” said chief executive officer Philip Turner.

Britain’s new boom towns are among those with particular challenges when it comes to a shortage of catering workers for key positions such as chefs.

One example is thriving York, which attracts some 6.9 million visitors a year, generating the demand for a string of major new hotels and restaurants. The company, which promotes the city on behalf of its council, plans a marketing campaign next year to attract talent, including chefs.

Damian Wawrzyniak with Mary Berry. Photograph: BBC

Some similar issues are in play in nearby Harrogate, where the cost of living has exacerbated recruitment challenges. “Times are tougher [in recruiting] and there has been a noticeable change in the last 12 months alone,” said Simon Cotton, group managing director in Harrogate at the HRH group of hotels.

“How much is driven by Brexit or by the economy getting better I am not sure but most of our businesses are performing better so we need more people.

“The risk is that there will be a lengthy gap of many years between what the government wants to do and then achieving that, so as an industry we are going to have to do something ourselves. In the meantime it becomes an employees’ market, not a employer’s one. I am seeing this in almost all the businesses I am running. It’s a sense that ‘if I don’t get the perks and pay rises I want then I can walk around the corner to the next job’.”

Gordon Ramsay told the Radio Times last month that an “influx” of multinational workers had “confirmed how lazy as a nation we are”. Changes such as curbs on foreign labour were a “big kick up the ass” for the industry, said Ramsay who looked forward to a focus on “modern-day apprenticeship” and on homegrown talent. Ramsay’s views were characteristically acerbic. But across the board there is a belief that the benefits of working in a sector that can offer a range of benefits including good pay, opportunities to travel and career advancement are not being adequately sold to young Britons, or perhaps realised by them.

The Observer view of Britain’s shambolic Brexit negotiations | Observer editorial

Will Beckett, co-founder of the Hawksmoor restaurant chain, said: “There are some cultural issues at play and certainly there is a perception that the restaurant industry is not a particularly attractive proposition, or that some young Brits are not up for the type of work involved.

“My experience of British people is that they will work extremely hard not just in managerial roles but as kitchen porters or similar positions.”

In a city where EU workers make up the backbone of hospitality staff, Hawksmoor stands somewhat apart in that a substantial proportion – more than 40% – of its workers are British. Beckett emphasises the need to make staff feel valued: “The restaurant industry is character. You have to really be prepared to pitch in and British people will do that, although they like to know why and for what wider purpose.”

Damian Wawrzyniak is as well placed as anyone to judge the work ethics of British and Polish workers. “I can’t say that there is a difference between the Polish and British. It doesn’t matter what nationality you are. If someone does not want to work then they won’t work,” he said.

Source

https://www.theguardian.com/business/2017/nov/11/restaurants-brexit-boom-to-bust-uk-hospitality-industry

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hourlyjobupdates-blog · 7 years

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Purchase Ledger Clerk - Harrogate jobs

Purchase Ledger Clerk – Harrogate jobs

Salary: £18000 – £22000/annum

Click the below link for more job details.

To apply for job click below link.

Job Type: Permanent

Job Location: Harrogate, United Kingdom

Purchase Ledger Clerk – Harrogate jobs in Harrogate, United Kingdom

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Sewell Wallis are currently recruiting for an experienced Purchase Ledger Clerk to join a well known, established service based business on the…

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swelldomains · 7 years

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60 days as a Social Media Executive

Our Social Media Executive, Laura, speaks regarding her first 60 days at Extreme.

My very first few months at Extreme Creations have actually gone so quick! Starting below has been a huge action for both my career and also area as I went up to Harrogate from Greater Manchester. Beginning on the very same day as me was Simon, a Frontend Designer, as well as we were soon followed by Innovative Artworker/Designer, Mel. Along with a studio growth as well as six various other new recruits earlier in the year, Extreme is really growing!

The past few weeks have contained me not just finding out the ropes at a new work, yet locating my method around this wonderful new town. Harrogate is such an ideal area to function, which makes the walk to work every day a lot a lot more intriguing. Within a week I was off to the Harrogate Business Awards, where we funded the honor for Finest Company Web site. This was a great way to bond with the marketing group, along with discover a few of Harrogate's neighborhood businesses.

My operate at Extreme varies a great deal - one minute I'm writing content about a tasty brand-new dish, and the next I'm dealing with a project for washroom fittings! I delight in believing creatively to keep messages fresh and fascinating. With Extreme's clients ranging from a leading convenience store and a wood construction business right via to a home builders' merchants, there's a series of work with my plate to maintain me busy!

I feel like I've found out a lot already. Extreme's marketing team use a terrific choice of industry-leading devices to guarantee they give the most effective service feasible, which suggests I had a great deal of new programs to get made use of to! This was rather tough initially yet I now feel a lot a lot more confident. Servicing a social campaign is greater than simply sending a few tweets, you know!

Having formerly worked for an insurance coverage company and also a charity doing advertising as well as social media, Extreme is a little different from just what I was utilized to. I function closely with Social Media Manager Donna along with Sophie, our Digital Material Exec, to generate full social plans for our clients. They have actually been excellent at aiding me to obtain to holds with the duty, and also welcomed me to Yorkshire with a present of Taylor's Coffee, a bottle of Harrogate Spring Water and Farrah's Toffee.

All of the personnel at Extreme Creations have been inviting as well as pleasant, which has actually made settling into my function a wind. I'm expecting adding even more to Extreme Creations' award-worthy campaigns throughout the year!

#business #business plan #marketing #social media

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apprenticeshipsinlondon · 7 years

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CyberFirst Degree Level Apprenticeship Ref. 1257

Cheltenham, Gloucestershire, UK Government Communications Headquarters (GCHQ) GCHQ is offering you an exciting opportunity to work towards a Degree Level Cyber Security Apprenticeship. ABOUT US As one of Britain's intelligence agencies, we unlock the complex world of communications to make a real difference to the safety of the nation. We work closely with MI5 and MI6, our partners in the intelligence community, to safeguard Britain's people, interests and businesses from various threats. Think cyber-attacks, espionage, terrorism, and organised crime. This is a challenging opportunity that you simply won't find anywhere else. THE ROLE If you're looking to start your career after A levels (or equivalent), our unique Cyber Security Degree Level Apprenticeship will offer you new and exciting challenges every day. You'll get exposure to some of the world's most cutting-edge technologies along with practical insights into the innovative ways we use them. Working with GCHQ, including the National Cyber Security Centre (NCSC), you'll gain unique insight into our work, which is constantly evolving, always challenging and provides huge scope for your own personal development. On this Apprenticeship you'll learn while you earn, gain a recognised degree and build your experience and confidence in the workplace. It's a great opportunity to develop advanced cyber security skills, while helping the UK to grow its technical capabilities. Take on real business projects and develop skills in areas such as programming, computing, technical analysis, malware, vulnerability and threat analysis, and computer hardware. Receive full training and support throughout the programme, as well as a salary and all the benefits that you'd expect from a Civil Service organisation. Develop a broad range of skills including teamwork, communication and leadership, and be part of a close-knit cohort that provides opportunities for support and learning within its community. REQUIREMENTS We're looking for motivated, technically orientated individuals from all backgrounds who want to get ahead by building on the things that makes them unique. To join this three-year Degree Level Apprenticeship scheme starting in September 2018, you have (or are expecting to have by September 2018), 3 A-Levels in any subjects at grade C or above (or equivalent). You also have a minimum of 2 IGCSEs/GCSEs in STEM subjects, at grade 6/B or above, one of which is in maths. A keen interest in programming, computing and technology is essential. Although previous experience in coding would be advantageous, it's not required as you'll have the opportunity to develop these skills on the apprenticeship. TRAINING AND DEVELOPMENT At GCHQ we're proud of our inclusive and supportive working environment that's designed to encourage open minds and attitudes. As an organisation that values and nurtures talent, we're committed to helping you fulfil your potential. Through a comprehensive training and development package, we'll enable you to grow your skills and perform to the best of your abilities. Over the three-year programme, you'll get a mix of university-delivered classroom and lab education in state-of-the-art facilities along with technical training, mentoring and job shadowing, and hands-on, work-based placements and projects. Supported by our collaborative learning environment, you'll soon be working on projects that help keep Britain safe. Formal training will take place in Cheltenham, which is an easy commute from cities such as Bristol and Birmingham. Work placements will take place in the location for which you have been recruited. After successful completion of the three-year Degree Level Apprenticeship and subject to business needs and meeting the necessary criteria, you may be offered full-time employment SALARY £17,942 LOCATION Cheltenham, London, Bude, Scarborough, Harrogate and other UK locations SELECTION PROCESS To be eligible to apply for this position, you must meet our nationality, residency and security requirements. Full details of these requirements can be found here Be prepared to dedicate 60-90 minutes to completing your application. We're conscious this might be more time than you expected, so our system will allow you to save your application at any time and come back to it later. But remember to submit your full application before the closing date. Once we've established that you meet our eligibility criteria, the next steps of this selection process are: - Application questions - Online proficiency test - Interview* *Interviews will be held in Gloucester. If you successfully complete the above stages, you'll receive an offer to complete the CyberFirst Degree Apprenticeship in Cyber Security, conditional to you completing our developed vetting (DV) process which enables you to obtain the level of security clearance required to undertake this role. from Youth In Jobs https://youthinjobs.co.uk/job/79510/cyberfirst-degree-level-apprenticeship-ref-1257/

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james621lara-blog · 7 years

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Recruitment Agency Harrogate

Recruitment agency harrogate quite a while's understanding to the EM Recruiting group, selecting over an assortment of office and mechanical sectors.I have worked with nearby and national customers over a scope of various enterprises – Manufacturing, Financial Services, Engineering, Retail, Hospitality, to give some examples at emrecruiting.

#Recruitment agency harrogate

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stenajoseph-blog · 7 years

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Recruitment Agency Harrogate is one of the greatest set up recruitment organizations in Harrogate. From the beginning, our method to suitable jobs with the appropriate people has been an overall service perception made to bring together the recruitment requirements of managers with particular task / profession hopes of candidates. http://www.emrecruiting.co.uk/

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juliandmouton30 · 8 years

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DBA Design Effectiveness Awards honour year's best branding and packaging

A brand design for a sealant company that lifted sales revenue by 744 per cent has been named the winner of the Grand Prix in this year's DBA Design Effectiveness Awards.

The Graft brand design, undertaken by studio The Engine Room for the home construction company Polyseam, was awarded the 2017 grand prize at a ceremony on Wednesday night at London venue The Brewery. Dezeen is media partner for the awards.

The Graft brand design by The Engine Room took out the 2017 Grand Prix after sales shot up 744 per cent

Held annually, the DBA Design Effectiveness Awards recognises British branding, packaging and interior design projects that have had a tangible and measurable effect upon business success.

Forty-two projects made the shortlist this year, including examples from the Financial Times, Diageo, Unilever, GlaxoSmithKline, Intel Corporation, World Vision UK, Lloyds Banking Group, forceMAJEUR Design, Jones Knowles Ritchie, Design Bridge, Four-by-Two and Pearlfisher.

The Buchanan's redesign by forceMAJEURE Design was awarded Silver

At the ceremony, the shortlisted parties were given either Gold, Silver or Bronze awards by a jury of business leaders.

Two further awards – Top of the League (recognising the most impressive cumulative performance from an agency over the last three years) and the International Export Award (presented for the most effective piece of work undertaken by an agency for an overseas client) – went to Elmwood for its Redefining a Mexican Icon brand identity, created for Heineken Tecate.

SOpharmacy grew five times faster than competitors in the Bulgarian market following its brand design by Creative Leap, which was awarded a Silver

Gold Award winners included BrandMe's premium repositioning of Orangina, which increased sales by 66 per cent over two quarters for Lucozade Ribena Suntory, reversing a 20 per cent decline.

Another was Jones Knowles Ritchie's brand identity for Green Park Brands' Hippeas, an organic snack food. The DBA said it had achieved unprecedented levels of distribution for a start-up, with listings in 16,000 UK and US stores.

Family (and friends) was awarded Gold for a brand redesign that tripled the income of the struggling Organic Seed and Bean Company

Other Gold award winners were Family (and friends), for a brand redesign that tripled the income of the struggling Organic Seed and Bean Company, and Thompson Brand Partners for its NHS Leeds South and East Clinical Commissioning Group website design, which is now seen as a best-practice example for mental health services.

The Design Effectiveness Awards are run by the UK's Design Business Association, a trade association that promotes the strategic and economic value of design to business and government. Four hundred agencies and business are members.

Jones Knowles Ritchie's brand identity for Green Park Brands' Hippeas also won Gold

"Design uniquely cuts to the heart of every business it touches," said DBA CEO Deborah Dawton. "So when it comes to our nation's competitiveness, infusing design universally into business should be a priority in order to drive long-term growth and economic advantage for the UK. The DBA Design Effectiveness Award winners prove why."

The 2017 DBA Design Effectiveness Awards judging panel included Mike Brown, commissioner of Transport for London; Josh Berger, president and MD of Warner Bros; Andy Palmer, chief executive at Aston Martin; Graham Bednash, consumer marketing director at Google; Conran Bird, the government's GREAT campaign director; Mauro Porcini, SVP and chief design officer for PepsiCo; and Deborah Meaden, the entrepreneur behind Meadenspeak, among other leading figures.

Brand Ethos & Reason Design's won Gold for a student recruitment design strategy that reignited growth for Brunel University London

The full list of 42 winners is below.

Food producers The Way of the Noodle for Kabuto Noodles by B&B studio (Gold) Selwyn's Sells Seaweed from the Seashore for Selwyn's by Brand Union (Silver) MOMA for MOMA by BrandOpus (Silver) Twinings Sweet Greens for Twinings by BrandOpus (Bronze) Twinings Discovery Collection for Twinings by BrandOpus (Bronze) Flora ProActiv for Unilever by Design Bridge (Silver) SKYR for Arla Foods Elmwood (Gold) Saving the Organic Seed and Bean Company for Organic Seed and Bean Company by Family (and friends) (Gold) Hippeas for Green Park Brands by jones knowles ritchie (Gold) Whitworths Shots for Whitworths by Springetts Brand Design Consultants (Silver) McVitie's Cakes for McVitie's Cake Company by Springetts Brand Design Consultants (Bronze) Monty Bojangles Taste Adventures for The Monty Bojangles Company by Springetts Brand Design Consultants (Bronze)

Beverages Orangina: Shaking Up a Classic for Lucozade Ribena Suntory by BrandMe (Gold) The Rise of Mercury Hard Cider for Carlton & United Breweries by Denomination (Bronze) Redefining a Mexican Icon for Heineken Tecate by Elmwood (Gold, International Export Award and Top of the League) Buchanan's for Diageo by forceMAJEURE Design (Gold) Horlicks India Restage for GlaxoSmithKline by GSK Nutrition (Gold) Cawston Press Sparkling Cans for Cawston Press by Pearlfisher (Gold) Harrogate Spring Water for Harrogate Water Brands by Thompson Brand Partners (Gold) Green's Gluten Free Beer for Green's Beers by WPA Pinfold (Gold)

Public sector Brunel University London Design Strategy for Brunel University London by Brand Ethos & Reason Design (Bronze) MindMate for NHS Leeds South and East Clinical Commissioning Group by Thompson Brand Partners (Gold)

Financial services Freedom Finance Repositioning for Freedom Finance by Conch Associates (Bronze) Lloyds Clapham Junction for Lloyds Banking Group by M Worldwide (Bronze) Wilson Browne Rebrand for Wilson Browne Solicitors by White Clarke Creative (Bronze) People Charter & Internal Branding for Homeserve by WPA Pinfold (Silver)

Mobile telecommunications Intel at MWC 2016 for Intel Corporation by 2LK (Bronze)

Media FT.com Customer Retention Journey for Financial Times by 999 Design (Gold) Entertainment Unlimited for HOOQ Digital by Elmwood (Silver)

Support services Sapience HR Rebrand for Sapience HR by Absolute (Silver)

BrandMe's premium repositioning of Orangina reversed a 20 per cent decline in sales and won the studio a Gold award

Food and drug retailers SOpharmacy for SOpharmacy by Creative Leap (Bronze) Booths Bags for Life for Booths by Smith &+ Village (Silver) Booths Own Label for Booths by Smith &+ Village (Gold)

Charity The Snowdon Trust for The Snowdon Trust by Elmwood (Silver) Growing The Donkey Sanctuary for The Donkey Sanctuary by The Allotment (Silver) The Story Shop for World Vision UK by The Yard Creative (Silver)

Personal goods Dune 'Catwalk Concept' for The Dune Group by Four-by-Two (Silver)

Travel and leisure See Humans Fly for Glasgow Life by Front Page (Silver)

Household goods and home construction Comfort Intense Fabric Conditioners for Unilever by PB Creative (Silver) Armstead for AkzoNobel by Springetts Brand Design Consultants (Silver)

Construction and materials GRAFT Brand for Polyseam by The Engine Room (Gold and Grand Prix)

Software and computer services Dimension Data for Dimension Data by Prospect (Bronze)

12 minimalist packaging designs that do a lot with a little

The post DBA Design Effectiveness Awards honour year's best branding and packaging appeared first on Dezeen.

from ifttt-furniture https://www.dezeen.com/2017/03/02/dba-design-effectiveness-awards-honour-2017-best-branding-packaging/

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jeniferdlanceau · 8 years

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DBA Design Effectiveness Awards honour year's best branding and packaging

Dezeen promotion: a brand design for a sealant company that lifted sales revenue by 744 per cent has been named the winner of the Grand Prix in this year's DBA Design Effectiveness Awards.

The Graft brand design, undertaken by studio The Engine Room for the home construction Polyseam, was awarded the 2017 grand prize at a ceremony on Wednesday night at London venue The Brewery.

The Graft brand design by The Engine Room took out the 2017 Grand Prix after sales shot up 744 per cent

Held annually, the DBA Design Effectiveness Awards recognises British branding and packaging design projects that have had a tangible and measurable effect upon business success.