<h3 class="p1">Rethinking HR - why outsourcing might be the answer for SMEs&nbsp;</h3>
&nbsp;
In partnership with the North East Times Magazine (BDaily)
As people challenges become more complex, the law gets tougher and resources stretch, outsourcing HR is becoming a smarter, more flexible option for SMEs. Here, Lauren Bathan, director of HR Partnership at STEM recruitment and HR services specialist Jackson Hogg, speaks to N magazine about why borrowing expertise could provide an edge for North East businesses.&nbsp;
&ldquo;SMEs are being squeezed in all directions &ndash; it&rsquo;s a perfect storm.&nbsp;&ldquo;For many SMEs, the issue is that although they&nbsp;are small, they still have a workforce with all&nbsp;the challenges that brings, but they are not big&nbsp;enough to have the resources that can absorb&nbsp;those challenges.&rdquo;&nbsp;That assessment from Lauren Bathan, director&nbsp;of HR Partnership at Jackson Hogg, goes&nbsp;straight to the heart of a decision many SMEs&nbsp;are facing &ndash; whether to keep managing HR in-&nbsp;house or bring in specialist support that can do more while easing strain on the business.&nbsp;
Best known for its specialist STEM recruitment, Jackson Hogg has evolved into a broader recruitment and HR services business, with offices in Newcastle, Teesside and Leeds.&nbsp;
Its HR Partnership service has grown steadily over seven years, building a loyal customer base that accesses expert support without the coat and commitment of an internal people function.&nbsp;
Lauren says:
"Clients come to us because Jackson Hogg is their trusted partner and we can offer technical expertise across different parts of our business. Whether you employ one person or 1,000, you are still a workplace and an employer, and there are certain responsibilities and requirements that go with that. We know HR in some SMEs is an add-on to the responsibilities of someone in finance, legal or operations, and they just do their best. But in the modern workplace, that just doesn't cut it anymore: the landscape is too complex for informal HR functions."
With employment law evolving, expectations rising and employees better informed than ever, the gap between informal HR and best practice is widening.&nbsp;Against that backdrop, SMEs have a decision to&nbsp;make &ndash; invest in an in-house HR professional or&nbsp;outsource and access a broader set of expertise&nbsp;through a partner.
Lauren says:
"Navigating people challenges will only get more difficult, and only bring greater risks, be they financial, the time lost managing issues and reputationally. HR is a technical discipline, but most places will recruit rather than borrow an expert. Through our HR Partnership service, clients can access a team with a range of specialisms and work with the right person in the right situation."&nbsp;
Doing so also tackles one of the biggest decisions facing an SME hiring in-house.&nbsp;
Lauren says:
"You need to decide whether your HR person will provide the more admin-based side of your HR services or whether they'll have a more strategic role. Either way, there will likely be a gap at the operational level or in longer-term workforce planning. Our service means both aspects are covered, and done so in a way that is as close to having an in-house HR expert as possible."&nbsp;
Outsourcing to Jackson Hogg also means accessing a team with a ready-made network of&nbsp;experts to lean on, as well as ongoing training to&nbsp;keep them up to date with changing laws and&nbsp;regulations.
Lauren says:
&ldquo;A partnership with Jackson Hogg&nbsp;means an SME can use specialists without&nbsp;having to recruit, train or retain a HR person or&nbsp;have that function in their overheads.&nbsp;HR continues to go through an evolution from&nbsp;the old ideas of &lsquo;personnel&rsquo; to now being a&nbsp;strategic people function.&nbsp;Some businesses look at HR from a&nbsp;compliance point of view and might take a&nbsp;more light touch approach, while others want&nbsp;someone to give them a future focus.
&ldquo;We can be all of those things for an SME.
&ldquo;For many of our clients, the support we provide&nbsp;effectively means having their own in-house HR&nbsp;person, supplied by Jackson Hogg.&nbsp;Others engage with our HR services on&nbsp;projects &ndash; there is freedom to choose and build&nbsp;a partnership that suits their needs and budget.&rdquo;
However, Lauren acknowledges that&nbsp;outsourcing a key function like HR can feel like&nbsp;a big step for some organisations.
She says:
&ldquo;It&rsquo;s a leap of faith.&nbsp;It&rsquo;s a big thing to bring in someone from the&nbsp;outside and give them access to all the most&nbsp;sensitive parts of your business. It feels like a risk, but the bigger risk is not to&nbsp;engage with HR in the first place.&rdquo;
She adds:
&ldquo;I have empathy for organisations&nbsp;that think, because they&rsquo;ve never been caught&nbsp;up in a dispute with an employee, that they must&nbsp;be doing something right.&nbsp;In truth, it&rsquo;s more likely than ever that&nbsp;something is coming down the track.&rdquo;
For Lauren and Jackson Hogg, the answer to&nbsp;that leap of faith lies in relationships built on&nbsp;trust and shared understanding.
She says:
&ldquo;We&rsquo;re very big on values at Jackson&nbsp;Hogg &ndash; we want to work with customers as&nbsp;partners.&nbsp;The best HR people are the ones who can&nbsp;demonstrate genuine business acumen &ndash; they&nbsp;understand how the business operates and&nbsp;what that means for its people.&nbsp;Jackson Hogg&rsquo;s USP is bespoke partnerships;&nbsp;it is people at the end of the phone when you&nbsp;need them.&rdquo;
And in the current climate, such support is vital&nbsp;no matter the size of the business.
Lauren adds:
&ldquo;We want to encourage business&nbsp;owners to explore their options and make sure&nbsp;they have the right HR support behind them&nbsp;when they have a people problem. For some, working with our HR Partnership&nbsp;service might be a chance to be proactive and&nbsp;create people opportunities.&nbsp;I want to help SMEs explore the alternatives&nbsp;and consider whether outsourcing could&nbsp;improve and protect their business."
&nbsp;

In partnership with Bdaily, Lauren Bathan, our Director of HR Partnership, shares why outsourcing HR is becoming an increasingly valuable solution for SMEs. Discover how expert support can help businesses navigate people challenges while freeing up time to focus on growth. This article was originally published by North East Times Magazine through Bdaily.

Why outsourcing might be the answer for SMEs 

<div class="OutlineElement Ltr SCXW248508687 BCX4">
<h3 class="Paragraph SCXW248508687 BCX4">Attracting Top Talent in Engineering</h3>
&nbsp;
In today&rsquo;s market, finding the right person for the job feels harder than ever. It raises an interesting question &ndash; what's actually changed over the past decade to make the talent world feel so crowded, yet so difficult at the same time.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
For candidates, truly well-matched opportunities are few and far between. In fact, many are applying for roles they know they aren&rsquo;t entirely suitable for, simply to stay active in the market. For employers, this can mask the real challenge. A high volume of applicants can create the illusion of a strong talent pool, when in reality, genuinely suitable candidates are seemingly very hard to identify. It&rsquo;s one of the reasons job ads alone aren&rsquo;tdelivering the same results as they once did &ndash; and why a more targeted, specialist approach to hiring is becoming increasingly important.&nbsp;&nbsp;
&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
Engaging a broad and diverse talent pool&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
In 2024, CIPD research found that fewer than a fifth of employers actively test their job adverts for biased language. It&rsquo;s a small detail, but one with significant impact, and it suggests that the power of inclusive advertising is still widely overlooked.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
Despite the increasing focus on diversity and inclusion as a whole, many businesses underestimate how much influence certain words and phrases can have on who chooses to apply. Subtle cues in language can either widen the talent pool or unintentionally narrow it. What&rsquo;s particularly interesting is the disconnect this creates. Organisations are often criticised for a lack of diversity, yet the common response is: &ldquo;we hired the best person for the role from those who applied.&rdquo; The reality, however, is that the issue often starts much earlier.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
Inclusive hiring doesn&rsquo;t typically break down at interview stage; it breaks down at advert stage. If the right people aren&rsquo;t encouraged to apply in the first place, they were never part of the process to begin with. In a market where talent is already hard to find, these kinds of invisible barriers are the ones that companies really can&rsquo;t afford.&nbsp;
&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
Building robust engineering teams from the ground-up
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
Despite the correct opportunities being harder to come by, graduate engineers are becoming selective about the roles they engage with. Graduates and junior professionals are looking for purpose, progression and a genuine sense that they&rsquo;ll be supported from day one. Through graduate events and mock interview days this year, one theme has consistently stood out: sustainability matters. Early-career professionals are paying closer attention to company values, and they&rsquo;re less willing to wait years for progression and meaningful responsibility.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
What won&rsquo;t come as a surprise, is there&rsquo;s an increasing expectation around flexibility and hybrid working policies across all levels of seniority in engineering. Employers with rigid on-site policies continue to lose out on talent, particularly in Electrical, Mechanical Design and Project positions. In fact, more than 1 million UK workers have left a job in the past year because of a lack of flexible working opportunities.&nbsp;&nbsp;
&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
What attracts top talent in specialist engineering roles&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
In engineering, clear growth pathways are becoming a major differentiator, particularly for candidates who want to deepen their technical expertise rather than feel they need to move into management to progress. More engineers are also looking for visibility of meaningful projects - roles that offer real-world problem-solving, tangible impact and genuine responsibility.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
Whether it&rsquo;s tackling complex challenges or contributing to projects with clear value, candidates want to understand how their work will make a difference. For employers, that means being able to clearly communicate not just the purpose and impact of the role, but also the development opportunities available from an early stage. Businesses that can offer structured growth, hands-on experience and early ownership are far more likely to secure the best talent.&nbsp;&nbsp;
&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
Future trend predictions in hiring&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
Looking ahead, hiring strategies across engineering will continue to evolve in response to both talent shortages and changing candidate expectations. One clear trend is the growing investment in early talent pipelines, with a focus on developing skills from the ground up through graduate programmes, apprenticeships and structured entry-level pathways.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
At the same time, skills-based hiring will be important to reduce bias and widen accessibility. Moving away from purely experience-led CV screening will allow businesses to offer opportunities to a larger pool of candidates, especially those from non-traditional engineering backgrounds.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
However, the rise of AI-driven screening tools and automated video interviews, while effective in managing high volumes of applicants, can create a more impersonal experience for candidates. This becomes problematic as more young professionals prioritise employer values and overall purpose, making it harder for them to build a genuine connection with potential employers.&nbsp;&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW248508687 BCX4">
&nbsp;
</div>

Discover what's shaping hiring in engineering - covering everything from flexibility, progression and project exposure to graduate attraction.

Attracting Top Talent in Engineering 

<h3>Why Hiring Strategy is Becoming a Competitive Advantage for Businesses in Yorkshire</h3>
&nbsp;
Across Yorkshire, businesses are facing increasing pressure to attract and retain strong talent. In finance, operations and commercial leadership particularly, competition for high-performing professionals remains strong - and many employers are recognising that salary alone is no longer enough.
The businesses that are standing out are those taking a longer-term approach to hiring: investing in culture, developing people internally and focusing on retention as much as recruitment.
PPS is one example of a Yorkshire business building growth around that mindset. The business has grown steadily by taking a long-term approach to hiring, investing in internal development, and maintaining a clear commitment to its people.
Founded in 1999, PPS remains family-led by Managing Director Joseph Fitzpatrick, Director Becky Fitzpatrick and Commercial Director Jamie Grainger, combining family ownership with experienced commercial leadership.
&nbsp;
Robust Teams Start with Intentional Hiring &ndash; Not Reactive Recruitment 
A key theme for PPS is a long-term approach to hiring. Rather than recruiting to simply fill gaps, each hire is considered in terms of how they will strengthen the business overtime.
For many leadership teams, hiring is still driven by short-term pressure - replacing leavers, managing workload spikes, or addressing immediate capability gaps. While sometimes necessary, this often leads to quick fixes rather than lasting impact.
A more effective approach is more deliberate: hiring not just for the role, but for the future. That means focusing on how individuals enhance the wider team, add long-term capability, and align with where the business is heading.
This is particularly important in functions like finance, where the quality of hiring decisions directly influences decision-making, control, and long-term performance.
&nbsp;
Building strength through internal development 
While much of the focus in hiring is on attracting external talent, building a strong team also depends on how effectively businesses develop the people they already have.
At PPS, internal development sits alongside hiring as part of a broader strategy to build capability over time. Rather than relying solely on the external market, the business identifies potential early and invests ahead of need - creating a pipeline of individuals ready to step into new roles as the business grows.
As one member of the operations team at PPS explains:
&ldquo;They trained me even when there wasn&rsquo;t a role there. When the opportunity came up, I was ready.&rdquo;
For decision-makers, this highlights an important shift. Hiring is most effective when it&rsquo;s not treated as a reactive process, but as part of a wider approach to team building. External recruitment brings in new skills and perspective, but internal development strengthens retention, builds continuity, and reduces long-term hiring risk.
Importantly, development doesn&rsquo;t have to mean traditional progression. Expanding responsibilities, building new skills, and giving individuals greater ownership all contributes to strengthening the overall team. The result is a more balanced approach - where external hiring and internal growth work together to create stronger, more resilient teams.
&nbsp;
Why investing in HR and Leadership is Critical to Hiring Success
We&rsquo;ve all worked for a boss we didn&rsquo;t rate or been part of a business where people decisions felt disconnected from reality. And often, that&rsquo;s what sits behind retention issues. Attracting good people is one thing, but getting candidates to stay, perform, and develop is something else entirely.
At PPS, there&rsquo;s a clear alignment between leadership and HR, which directly supports hiring and retention. Rather than operating as a compliance function, HR is embedded within the business &ndash; working closely with leadership and playing an active role in shaping how people are supported and developed.
As their HR specialist puts it:
&ldquo;The leadership team trust me to advise them, and that makes a huge difference. People don&rsquo;t avoid HR here. Everyone talks to each other, and issues get dealt with properly.&rdquo;
The trust and visibility have a tangible impact. When HR is connected of the day-to-day realities of the business, issues are addressed earlier, communication is clearer, and employees feel supported &ndash; creating an environment that people want to be a part of.
After speaking with a variety of finance professionals across Yorkshire recently, it&rsquo;s clear that candidates aren&rsquo;t just assessing roles, they&rsquo;re assessing leadership, culture, and whether the business has the structure in place to support them long term. &nbsp;It&rsquo;s no longer enough to offer a competitive salary or a well-defined role &ndash; candidates want to understand how they fit into the wider business, how they will be supported, and whether leadership genuinely invests in its people.
What businesses like PPS demonstrate is that strong hiring outcomes are built well before a role goes to market. A clear approach to leadership, an embedded and trusted HR function, and a commitment to developing people internally all play a key role in attracting and retaining the best people.
From a recruitment perspective, this raises the importance of working with partners who fully understand the business behind the brief. It&rsquo;s not just about filling a vacancy &ndash; it&rsquo;s about identifying people who align with the culture, leadership style, and long-term goals of the organisation.
When that understanding is in place, recruitment becomes far more effective. Candidates are better matched, retention improves, and hiring decisions contribute to the wider strength of the business, not just the immediate need.
&nbsp;

Successful hiring is about far more than just salary alone. But, what else is important? 

Why Hiring Strategy is Becoming a Competitive Advantage for Businesses in Yorkshire

<h1>Inside PPS</h1>
&nbsp;
PPS remains family‑run today, led by Joseph Fitzpatrick (Managing Director), Becky Fitzpatrick (Director) and Jamie Grainger (Commercial Director) -combining family ownership with experienced commercial leadership.
This article draws on conversations with Joseph, Becky and Jamie, alongside Dean Edwards, Operations Manager, who progressed from a driver role, and Freya Sapcote, HR Specialist, who supports PPS&rsquo;s people‑first culture.
Together, their perspectives show how PPS has evolved professionally without losing its family‑run mindset.
&nbsp;
Built to Last: How PPS Is Growing Its Team While Staying True to Its Family‑Run Roots
Founded in 1999, PPS is a Yorkshire‑based, family‑run business that has grown without private equity backing, short‑term decision‑making, or corporate gloss. Instead, its success has been built on long‑standing relationships, a clear long‑term vision, and a belief that sustainable growth starts with people.
Established by Becky &amp; Jamie&rsquo;s parents and grandfather, PPS began in a small unit in Thorp Arch with no formal business plan or market research. Their grandfather went door‑to‑door selling, while their father, bringing over 20 years of experience in the paper industry, built supplier relationships and sourced products. And their mother ran everything office wise.
&ldquo;There was no masterplan. It was energy, relationships, and a willingness to get out there and make it work.&rdquo;
That same relationship‑led approach remains at the heart of the business today.
&nbsp;
Competing With the Corporates - Without Becoming One
As the sector has consolidated, many competitors have been acquired by national groups or private equity. PPS has taken a different route, choosing to remain independent and compete directly with much larger organisations.
&ldquo;Being family‑run allows us to take a long‑term view. We don&rsquo;t make decisions quarter‑to‑quarter.&rdquo;
That independence has enabled PPS to win major public sector tenders and continue growing without sacrificing its values. Instead of competing purely on price, PPS focuses on quality, service, and long‑term partnerships.
&ldquo;Our value proposition is not purely price &ndash; it&rsquo;s service, trust and relationships. Our goal is to be in partnership with our customers.&rdquo;
&nbsp;
Service Delivered by People, Not Processes
Customer service at PPS is not confined to one department. It&rsquo;s embedded across the entire business, from the customer service team to the drivers who represent PPS face‑to‑face every day.
&ldquo;Our drivers are often the PPS team members our customers see most frequently. That matters.&rdquo;
Rather than driving efficiency by reducing delivery time, PPS deliberately builds in time for consistency and care.
&ldquo;Efficiency doesn&rsquo;t always mean better. We&rsquo;d rather get it right than rush.&rdquo;
This approach reflects a wider philosophy: grow carefully, protect quality, and prioritise relationships.
&nbsp;
Developing People From Within
As PPS grows, developing people internally is viewed as a strategy, not a by‑product. While the business operates with a flat structure, it actively creates opportunities for progression, responsibility, and development.
&ldquo;We sit people down and ask them what they actually want, rather than making assumptions.&rdquo;
One of the clearest examples of this approach is Dean&rsquo;s journey within the business.
Dean joined PPS as a driver and spent several years in the role. While he enjoyed the work, he had previous management experience and wanted to be more involved. After an open conversation with leadership, PPS began investing in his development - even though no operational role was immediately available.
&ldquo;They trained me even when there wasn&rsquo;t a role there. When the opportunity came up, I was ready.&rdquo;
That investment paid off. Dean progressed into an assistant operational role before stepping into a full Operations Manager position, where he now plays a key role in running the site.
&ldquo;That kind of progression doesn&rsquo;t happen often. It only works when a business genuinely listens and backs its people.&rdquo;
Importantly, progression at PPS doesn&rsquo;t always mean moving &lsquo;up&rsquo;. Employees are encouraged to develop sideways, take ownership of projects, and expand their responsibilities without being pushed into roles they don&rsquo;t want.
&ldquo;Development doesn&rsquo;t have to mean a title change. Trust and responsibility matter just as much.&rdquo;
&nbsp;
A Culture Backed by Trust and HR Support
Supporting this culture is an HR approach that is embedded in the business rather than operating at arm&rsquo;s length.
Freya joined PPS as an HR Assistant and progressed into a HR Specialist role within two years. Despite being a lean, one‑person HR function, she works closely with senior leadership and is trusted as the subject‑matter expert.
&ldquo;You&rsquo;re independent, but you&rsquo;re never on your own,&rdquo; she explains. &ldquo;The leadership team trust me to advise them, and that makes a huge difference.&rdquo;
Rather than being viewed as a compliance function, HR at PPS is approachable, visible, and closely connected to the day‑to‑day realities of the business.
&ldquo;People don&rsquo;t avoid HR here. Everyone talks to each other, and issues get dealt with properly.&rdquo;
Development, Freya explains, isn&rsquo;t limited by job titles or structure.
&ldquo;Even in a role like mine, the investment in development has been incredible. You&rsquo;re encouraged to shape your role, not just sit in it.&rdquo;
&nbsp;
Growing the Team - Carefully and Intentionally
With clear growth plans for the next five years, PPS recognises that bringing new people into the business is essential, but only if those hires strengthen the culture that already exists.
Rather than recruiting solely on industry background, PPS focuses on transferable skills, values, and mindset.
&ldquo;You can teach products and processes. You can&rsquo;t teach personality.&rdquo;
To support this phase of growth, PPS has partnered with Jackson Hogg, a company that understands family‑run, people‑led businesses, helping to identify individuals who want long‑term careers rather than short‑term roles.
The aim is not rapid headcount growth but building the right team to support the business sustainably.
&nbsp;
Transparency, Trust and Accountability
Open communication underpins daily life at PPS. Quarterly town halls, skip‑level 1-1&rsquo;s, and visible leadership ensure people understand not just where the business is going - but why.
&ldquo;We talk about what&rsquo;s going well and what isn&rsquo;t. That&rsquo;s where accountability comes from.&rdquo;
Feedback is delivered directly and constructively, creating clarity rather than politics.
&ldquo;Avoiding difficult conversations helps no one.&rdquo;
&nbsp;
Using Technology Without Losing the Human Touch
PPS is investing in AI and technology with a clear intention: to support people, not replace them.
&ldquo;AI should give people time back. The human side of customer service is becoming more important, not less.&rdquo;
By using technology to streamline reporting, improve product knowledge and support decision‑making, PPS enables teams to focus more time on customers and relationships.
&nbsp;
Looking Ahead
With ambitious but measured growth targets, PPS remains focused on:
<ul type="disc">
<li class="MsoNormal">Investing in people development</li>
<li class="MsoNormal">Strengthening brand identity</li>
<li class="MsoNormal">Rationalising product ranges to focus on what it does best</li>
<li class="MsoNormal">Recruiting thoughtfully to support long‑term goals</li>
</ul>
&ldquo;We don&rsquo;t need to do everything. We need to do the right things well.&rdquo;
&nbsp;
Built to Last - and Growing the Right Way
In a market increasingly driven by short‑term returns, PPS stands out by staying true to its roots. Its independence allows it to grow responsibly, invest in people, and build the kind of culture that supports long‑term success.
Through internal development, transparent leadership, and carefully considered recruitment, PPS continues to prove that growth doesn&rsquo;t have to come at the expense of values.
For PPS, building the right team isn&rsquo;t a recruitment campaign, it&rsquo;s how the business has always grown.
&nbsp;

Discover PPS through a conversation with its leaders and explore the key differentiators behind its success.

Inside PPS

<div class="WordSection1">
<h3 class="MsoNormal">Shifting the Landscape for the Future of Bioprocessing&nbsp;</h3>
The bioprocessing industry is experiencing full transformation. Driven by the growing demand for biologics, vaccines and sustainable materials, companies must now embrace greener, smarter and more efficient practices to stay competitive in the market.
</div>
Across the United States, bioprocessing practices are shifting from traditional, resource-heavy methods to cleaner and more cost-effective approaches. This&nbsp;change is sparked by the high cost of traditional equipment, ultimately abolishing outdated methods and introducing a new era of innovation.
Lately, the prolonged steps of downstream manufacturing prove inefficient. In fact, downstream processing remains a persistent obstacle in the efficiency of biomanufacturing. Time consuming techniques such as chromatography, filtration and centrifugation often require extensive downtime between stages, leading to significant delays&nbsp;in production.
The drive to streamline processes is naturally steering the industry towards greener technologies, aiming to reduce waste, lower energy usage and improve sustainability. What was once a choice is now slowly but surely becoming a competitive necessity&nbsp;for companies in the market. In an industry where margins are tight and global demand is rising,&nbsp;high quality technologies with limited environmental impact provide companies with a distinct advantage.&nbsp;Together, companies like MAGic Bioprocessing and Akadeum Life Sciences highlight the potential of forward-thinking solutions to reshape the future of bioprocessing worldwide.
MAGic&nbsp;has introduced innovative magnetic-based technologies that streamline the complex steps of downstream bioprocessing. Their MAG-SP platform uses super-paramagnetic beads and automated magnetic separators to combine clarification, capture&nbsp;and isolation of biologics into a one-step process. The magnetic separation replaces centrifugation, depth filtration and column-chromatography, overall reducing energy, materials and waste.&nbsp;MAGic&rsquo;s technology addresses one of the most persistent hurdles in biomanufacturing, clarification. Their solution bridges the gap between upstream processing and downstream processing by offering&nbsp;a scalable solution that directly replaces outdated clarification methods, overall creating a more unified and sustainable workflow.
"Sustainability is non-negotiable in the future of bioprocessing. Implementing large-scale magnetic separation enables lower resource and water consumption compared to legacy technologies."
Peter Karlberg, CEO MAGic BioProcessing&nbsp;
Unlike traditional separation methods that rely on magnetic microbeads, Akadeum Life Sciences embraces buoyant microbubbles to isolate target cells and biomolecules. This gentle approach enables the efficient transport of even the smallest cells or particles without the risk of damage that can occur with other downstream applications.
For Akadeum, microbubbles optimize the cell separation process for time, ease and overall cost. Despite its simplicity, the method produces accurate results with minimal disruption. And while conventional methods often require complex, costly machinery, Akadeum&rsquo;s technology can be performed using northing more than a straightforward separation kit.
The shift towards simpler, more user-friendly tools reflects a wider trend across the bioprocessing industry, yet as seen in the shift from stainless steel to single use systems, this benefit has its own hidden&nbsp;environmental disadvantages. Whilst single use technologies are dramatically reducing energy usage, the increase in plastic waste arguably damages the environment in an alternative way.&nbsp;To combat this, companies are beginning to explore recycling initiatives to not only remove the environmental burden but also the financial cost.
As a matter of fact, the past decade has seen a significant increase in companies moving towards continuous bioprocessing to reduce costs. By incorporating an ongoing manufacturing process, companies can minimise downtime and reduce their expenses. This shift towards continuous bioprocessing is nothing new - the concept has been explored in industry and academia for over&nbsp;75 years, yet only as of 2015 did the FDA start endorsing the practice. Yet, of course, continuous bioprocessing comes with its own drawbacks. Extended run times, for instance, can increase the risk of contamination, and consumable costs may be higher. Despite this, these considerations are often outweighed by a key advantage; the ability to operate with amuch smaller footprint, requiring less physical space.
Outsourcing has also become popular across the sector, and this is becoming apparent through CDMOs and outsourcing organisations who just take part of the process away. Avantor provides outsourced buffer solutions to help biopharmaceutical businesses reduce their costs and risks whilst improving efficiency. For many companies, outsourcing can be a game changer in freeing up valuable resources and optimizing internal operations, all whilst cutting talent costs through eliminating the need of certain focus teams.
Cost bases have always been a hot topic across the industry. It&rsquo;s no secret that Capital equipment costs can escalate quickly, so suppliers must balance competitive pricing with delivering reliable performance. The drive to optimize these costs is common across the sector, extending beyond equipment suppliers. In May, Meatly announced that they had created a bioreactor which was able to reduce costs by 95% and medium costs to 1.5p/l at scale. Whilst this advancement is aimed at supporting the cultivated meat sector by reducing reliance on costly biopharma reactors, it perhaps raises an alternative question: Could biopharma-focused equipment companies similarly deliver far more affordable solutions?
As bioprocessing continues its transformation towards greener, smarter, and more cost-efficient solutions, the industry&rsquo;s future will be defined by those who can adapt quickly to these technological and operational shifts, whilst also anticipating future trends. From magnetic separation platforms and buoyant microbubble technologies, to continuous processing and outsourced solutions, innovation is reshaping not only production methods but also the skill sets required to thrive. Going forward, companies will need talent that understands all advanced bioprocessing systems,the competitive market landscape and sustainability-driven practices, making recruitment a critical factor in staying competitive. The organizations that align cutting-edge technology with top-tier talent acquisition will be best positioned to lead this new era of biomanufacturing and will continue to advance the sector.
&nbsp;

 The bioprocessing industry is evolving and the space is shifting towards greener, smarter and more efficient technologies. Read Lexie's latest blog to learn why companies like MAGic Bioprocessing and Akadeum Life Sciences are transforming outdated downstream methods with innovative magnetic and microbubble solutions that cut waste, energy use, and complexity.

Shifting the Landscape for the Future of Bioprocessing 

<h1 class="p1">How to Prepare for a Video Interview&nbsp;</h1>
Since covid, interviews have become a standard part of the hiring process. Whether you&rsquo;re interviewing for your first graduate role or you next leadership position, being able to present yourself confidently on screen is crucial. At Jackson Hogg, we help candidates prepare for every stage of the hiring journey. In this blog, we'll share our expert advice on how to prepare for a video interview and how to make a long lasting impression.
<h3 class="p2">What is a video interview?</h3>
A video interview takes place digitally. You and the interviewer conduct the interview by using&nbsp;a video conference software and this is usually an initial interview stage so that the hiring&nbsp;manager can get a base understanding of your skills and you as a person to see if you&rsquo;re the&nbsp;right fit for their organisation. Video interviews are used in <a href="https://vouchfor.com/blog/online-recruitment-statistics#:~:text=Virtual%20interviews%2C%20including%20video%20interviews,and%20a%20growing%20remote%20workforce.">86%</a> of hiring processes globally,&nbsp;they save recruitment teams an average of 24% in costs compared to traditional in-person&nbsp;interviews. This trends is fuelled by flexible work options and a growing remote workforce.
<h3 class="p1">Test your Technology Beforehand&nbsp;</h3>
Nothing derails a video interview faster than technical diculties. Before your interview,&nbsp;check your internet connection, test your webcam and microphone, ensure your device is&nbsp;fully charged or plugged in, and download or update any required video conferencing software&nbsp;(e.g., Zoom or Teams). Although you can test everything and be fully prepared, technology&nbsp;can randomly fail or disconnect, just make sure to stay calm and fix the issue as soon as you&nbsp;can. We recommend that you log in 20 minutes early to check everything is working perfectly&nbsp;before the interviewer joins.&nbsp;
<h3 class="p1">Choose the Right Location&nbsp;</h3>
Plan well in advance where you&rsquo;re going to conduct the interview; use a quiet location, make&nbsp;sure your room is tidy and use a clean simple background so that the recruiter focuses on&nbsp;you. Avoid applying any filters or backgrounds.&nbsp;Think about lighting because the interviewer needs to be able to see you. To&nbsp;ensure you don&rsquo;t get a shadow either use a natural light from a window or put a lamp in front&nbsp;of the camera. Close any software on your computer that might play any background noise&nbsp;and make sure nobody interrupts you from within your household. A calm, professional&nbsp;setting helps you and the interviewer stay focused.
<h3 class="p1">Dress Professionally&nbsp;</h3>
Even though you&rsquo;re at home, first impressions still matter - this means dressing appropriately. You should wear the same outfit you would have chosen for a face-to-face meeting with the&nbsp;employer. Think about how your clothes will look on screen and avoid busy patterns and&nbsp;stripes that could clash with the camera. Our top tip is dress fully, not just from the waist up,&nbsp;you never know if you might need to stand up!
<h3 class="p1">Use Positive Body Language&nbsp;</h3>
It's best to avoid slouching, moving too much or touching your face.&nbsp;Employers will be looking for you to make good eye contact, smile, listen and take an interest in what they&rsquo;re saying. To help you do this, your camera should be at eye level and you should look into it rather than&nbsp;the screen. If you&rsquo;re nervous it can be easy to rush what you&rsquo;re saying but remember that the&nbsp;employers wants to hear your answers. Speak clearly and be careful not to interrupt as this is&nbsp;more easily done with the slight delay over the internet.
<h3 class="p3">Prepare your Answers &amp; Questions</h3>
Just like an in-person interview, preparation is key. Review common interview questions for&nbsp;your role and prepare thoroughly. Also, have a few questions ready to ask your interviewer - it&nbsp;shows enthusiasm and genuine interest in the role. Asking thoughtful questions could set you&nbsp;apart from other candidates.
Video interviews require just as much if not more preparation than face-to-face interviews. By testing your technology, creating a professional setting, practicing your answers and&nbsp;presenting confidently, you&rsquo;ll put yourself in the best position to succeed. At Jackson Hogg,&nbsp;we are here to support candidates every step of the way, from CV advice to video interview&nbsp;tips. Get in touch with one of the team today for expert career support and access to exciting&nbsp;new opportunities.

Read our blog to learn everything you need to know to prepare for a video interview. 

How to Prepare for a Video Interview 

<h2>The Future of Hiring&nbsp;</h2>
The future of hiring is always changing; technological advancement is changing&nbsp;candidate expectations. Organisations must focus on retaining and attracting top&nbsp;talent in order to stay ahead of the competition. According to <a href="https://www.pwc.com/us/en/services/consulting/business-transformation/library/hr-recruiting.html">PWC</a>, 49% of job seekers working in in-demand fields like technology say they&rsquo;ve turned down an offer because of a bad experience during the hiring process. We work closely with companies to future-proof their recruitment strategies, and in this blog, we explore the top trends shaping the future of recruitment.
<h3 class="p1">Data Driven Recruitment&nbsp;</h3>
Modern hiring decisions are being affected by real time data and predictive analytics, enabling businesses to optimise their recruitment process at every level. Key benefits include improving the quality of hire, reducing cost-per-hire and a faster, more efficient process. Although data is great it isn&rsquo;t always enough, our team turns recruitment metrics into action with their professional insight.
<h3 class="p1">AI and Automation will Streamline the Hiring Process</h3>
AI is reshaping hiring, transforming the role of recruitment. By automating time-consuming recruiting tasks, generative AI is speeding up the process by allowing&nbsp;recruiters to spend more time on strategic activities like building relationships,&nbsp;improving candidate experience and advising hiring managers. <a href="https://business.linkedin.com/talent-solutions/resources/future-of-recruiting">73%</a> of hiring managers agree that AI is changing the process for the better and we can see AI usage increasing year on year. Although we don&rsquo;t fully rely on AI, we combine our expertise with automation tools to create balance for an effective hiring approach.
<h3 class="p1">Hybrid and Flexible Work will Shape Hiring Strategies</h3>
With the increase of hybrid and flexible working, employers have changed what&nbsp;they look for in a candidate. According to a <a href="https://www.manpowergroup.co.uk/b_tech-talent-2025-trends-reshaping-the-workforce/#:~:text=Workplace%20flexibility%3A%20According%20to%20a,attracting%20and%20retaining%20top%20talent.">McKinsey report, 60%</a> of companies reported an increase in hybrid work adoption, with 40% of tech firms shifting to fully remote operations. In order to stay up to date with future hiring, organisations need to consider offering hybrid working where applicable, create inclusive digital workplace cultures and hiring managers need to recruit beyond a geographical location. By opening up to a wider talent pool, your chances of hiring the industry's top talent are increased.&nbsp;
DEI remains Central to Recruitment Success
Diversity, Equity and Inclusion (DEI) are a modern essential in any recruitment&nbsp;process. Recruitment strategies must be designed to remove bias, support equity&nbsp;and respect inclusion at every stage of the hiring process. <a href="https://learning.linkedin.com/resources/learning-culture/diversity-workplace-statistics-dei-importance">McKinsey, D&amp;I Global Market Report</a> revealed that diverse companies earn 2.5x higher cash flow per employee and make better decisions 87% of the time.&nbsp;Actionable strategies include; writing an inclusive job description, using blind hiring techniques and a diverse interview&nbsp;panel. We actively support DEI in all our recruitment steps to create a sense of&nbsp;belonging, inclusivity and engagement.
The future of hiring is data driven, AI automated, flexible and it will focus on the candidates experience. Organisations that look to embed these trends will be best positioned to attract and retain top talent ahead of their competition. At Jackson Hogg, we partner with clients to create a future proof recruitment strategy that is backed with market insight and human expertise. If you would like to speak to one of our consultants, get in touch today!

The future of hiring is determined by the rapid rate of advancing technology and ongoing demands for flexible and hybrid working opportunities. See our insight into exactly how these elements help to predict the future of hiring. 

The Future of Hiring 

<h2>Top Tips to Help Your LinkedIn Stand Out</h2>
LinkedIn is now the largest professional networks with&nbsp;<a href="https://about.linkedin.com/">over a billion users</a>, if you&rsquo;re looking to&nbsp;stand out or advance your career you need to present an optimised and up-to-date LinkedIn&nbsp;profile. Whether you&rsquo;re actively job hunting or just open to new opportunities it&rsquo;s your chance to get your name and face in front of many professionals in your industry, build a network and&nbsp;apply for jobs. At Jackson Hogg we connect exceptional candidates with leading employers&nbsp;and one the first things our consultants check is your LinkedIn profile. In this blog, we are going to share our top tips to help you stand out and attract the right opportunities.
<h3>Choose a Profile Picture for LinkedIn</h3>
It may sound obvious but make sure to upload a photo of yourself. If you don't have a profile photo it tends to create a negative impression with recruiters. Secondly, make sure the photo is a full headshot, not cropped from another photo as this fails to signal professionalism. Your headshot should feel polished. <a href="https://www.forbes.com/sites/josephliu/2023/05/22/the-ultimate-guide-to-crafting-a-linkedin-profile-that-recruiters-love-advice-from-100-hiring-professionals/">Trent Cotton</a>, Senior Global Director of Talent Acquisition at Hatchworks said &nbsp;'there&rsquo;s a delicate balance between having a profile picture that represents your character or personality while still maintaining some professionalism.' &nbsp;The image should be high quality; we suggest always using a professional headshot that offers a clear, well-lit direct view of your face.&nbsp;
<h3>Write a Strong, Keyword-Rich Summary&nbsp;</h3>
The about section within your LinkedIn profile should tell a story, highlighting your&nbsp;achievements and showcasing your value. Use this space to speak directly to your target audience - whether it&rsquo;s recruiters, hiring managers or collaborators. We recommend that you&nbsp;include who you are and what you do best, and your key skills, experience and career goals are&nbsp;essential. Make sure to use bullet points and short paragraphs for easy human friendly&nbsp;reading. Less text is better but it needs to correct and to the point.&nbsp;
<h3 class="p1">Grow Your Network Strategically&nbsp;</h3>
A strong network increases your visibility and opens the door to more opportunities. We&nbsp;recommend you build your network by connecting with colleagues, managers, recruiters and&nbsp;industry peers, personalise your connection requests, join relevant LinkedIn groups and&nbsp;engage in discussions. At Jackson Hogg, we actively search for talent in our network - being connected increases your chance of being noticed.
<h3 class="p1">Customise Your URL</h3>
Your LinkedIn URL is the web address for your personal profile.&nbsp;When you set up a LinkedIn&nbsp;profile, the default URL will have your name plus a random sequence of letters and numbers.&nbsp;To change this you go on the right hand side of your profile and you&rsquo;ll see the option to <a href="https://topresume.com/career-advice/customize-linkedin-profile-url">edit your public LinkedIn URL.</a> Make sure the new URL is punchy, you could use your name,&nbsp;industry, specialism or location but just make sure to make it short and professional.
<h3>Keep Your Page Active</h3>
In order to get the most out of LinkedIn you need to remain active. Check out what other&nbsp;people are posting, engage with thoughtful comments, like and share posts that are helpful&nbsp;but make sure to not flood your feed as it&rsquo;s definitely quality over quantity as your audience&nbsp;will lose interest. A great way to be active is to regularly post informative and relevant&nbsp;content. You should aim to be marketing yourself as an expert in your field and the content&nbsp;you post will be the most eective way to establish that expertise. Try to share anything else&nbsp;that might be of interest to your network and anyone else who sees it.&nbsp;Whether you&rsquo;re actively job seeking or just future-proofing your career, your LinkedIn profile&nbsp;is one of your most valuable professional tools. By creating a top quality profile, staying&nbsp;active and connecting strategically, you&rsquo;ll be able to attract the attention of recruiters and&nbsp;employers. We&rsquo;re here to support you through every stage of your career - from your LinkedInprofile to connecting you with top opportunities. If you need further help with your LinkedIn&nbsp;account, reach out to a Jackson Hogg consultant and we&rsquo;ll be more than happy to help!

From crafting a compelling about me section to showcasing your key skills, learn how you can optimise your LinkedIn profile so you can attract the right opportunities and make a lasting impression. 

How to Recruit Top Engineers in a Competitive Market 

<h2>Diversity and Inclusion</h2>
Diversity and Inclusion are common practices for organisations aiming for long-term success.&nbsp;Businesses that foster diverse, inclusive environments generally perform better financially&nbsp;and attract top talent. At Jackson Hogg, we are committed to helping companies embed&nbsp;diversity, equity and inclusion into their recruitment strategies and workplace cultures. In this&nbsp;blog, we are going to explore why diversity and inclusion matters, how it impacts recruitment&nbsp;and strategies to build inclusive organisations.
<h3>What is Diversity and Inclusion in the Workplace?</h3>
<a href="https://www.greatplacetowork.com/resources/blog/why-diverse-and-inclusive-teams-are-the-new-engines-of-innovation">A diverse and inclusive workplace</a> is one that makes everyone, regardless of who they are or&nbsp;what they do for the business, feel equally involved in and supported in all areas of the workplace. A recent&nbsp;<a href="https://globaldiversitypractice.com/what-is-diversity-inclusion/">survey </a>found that 87% of businesses with a healthy balance of men and&nbsp;women are 21% more likely to out perform their competitors. <a href="https://www.ferris.edu/administration/president/DiversityOffice/Definitions.htm#:~:text=Diversity%20is%20the%20range%20of,national%20origin%2C%20and%20political%20beliefs.">Diversity</a> refers to the presence of differences within a given setting, this includes: race, gender, age, disability, sexual orientation and more, whereas, inclusion ensures that people feel respected, valued and are&nbsp;able to fully participate and thrive. Organisations foster success when diversity and inclusion&nbsp;work together, creating environments where individuals feel a sense of belonging.
<h3>Why Diversity and Inclusion are Critical in Recruitment&nbsp;</h3>
Research has shown many benefits of a diverse and inclusive workplace: <a href="https://www.greatplacetowork.com/resources/blog/racially-diverse-workplaces-have-largest-revenue-growth">higher revenue growth</a>, greater readiness to innovate, increased ability to recruit a diverse talent pool and 5.4&nbsp;higher employee retention. From a recruitment perspective, today's candidates especially&nbsp;Gen Z and Millennials are actively seeking employers that priorities diversity and inclusion. At&nbsp;Jackson Hogg, we help businesses build inclusive hiring strategies that broaden candidate&nbsp;pool and reduce unconscious bias.
<h3 class="p1">Common Barriers to Diversity in Hiring&nbsp;</h3>
Even with the best intentions, many organisations face challenges in creating truly inclusive&nbsp;hiring practices. Common obstacles include: unconscious bias in CV screening and&nbsp;interviews, non-inclusive language in job adverts, limited outreach that doesn&rsquo;t reach diverse talent pools. A culture fit mindset that discourages diversity of thought, by recognising the&nbsp;barriers allows your organisation to create a more equitable recruitment process.
<h3 class="p1">Practical Ways to Improve Diversity and Inclusion in Recruitment&nbsp;</h3>
Businesses can take practical action by: using inclusive language in job descriptions, which&nbsp;avoids gendered terms or phases that could unintentionally discourage applications. By&nbsp;widening your talent pools and advertising roles across a broader range of platforms,&nbsp;including those specifically geared towards underrepresented groups. Implementing&nbsp;structured interviews, using consistent questions and scoring criteria to minimise bias and&nbsp;improve fairness. Lastly, invest in D&amp;I training, will provide unconscious bias and inclusive&nbsp;leadership training for everyone involved within the hiring process.
<h3 class="p1">How to Track Diversity and Inclusion Progress&nbsp;</h3>
In order to improve you need to make sure that you track D&amp;I metrics. By tracking your diversity reports, you can identify what&rsquo;s working and where improvement is needed. Key D&amp;I&nbsp;metrics are: applicant demographics at each hiring stage, retention rate for underrepresented&nbsp;groups, employee engagement and inclusion survey results. We partner with clients to&nbsp;continually review and refine their D&amp;I strategies based on real data feedback.&nbsp;Investing in diversity and inclusion are essential for modern workplaces to create a strategic&nbsp;advantage over their competition. Inclusive organisations are more innovative, more&nbsp;profitable and better positioned than organisations that are not using common D&amp;I practices.&nbsp;We are passionate about helping businesses attract, retain and empower diverse talent.
Contact one of our HR consultants today to learn how we can support your diversity and&nbsp;inclusion goals.

This blog explores the importance of diversity and inclusion in the workplace, uncovering barriers in hiring and offering practical strategies to D&I in recruitment.

Diversity and Inclusion 

<h2>Top Recruitment Trends in 2025&nbsp;</h2>
With the current workforce being one of the most competitive markets you need to somehow stay ahead of the curve. Now&rsquo;s the time to stop overthinking and start acting with purpose. At <a href="https://www.jacksonhogg.com/">Jackson Hogg</a>, we remain at the forefront of innovation, helping clients and candidates stay ahead of the curve. In this blog, we tackle the latest recruitment trends and look into how they're reshaping hiring strategies.&nbsp;
<h3>AI-Powered Recruitment&nbsp;</h3>
Artificial Intelligence is now an everyday tool and not just a futuristic concept. AI helps&nbsp;recruiters save time and enhance decision making with tools such as automated CV&nbsp;screening. A recent survey from <a href="https://www.kornferry.com/insights/featured-topics/talent-recruitment/talent-acquisition-trends-2025">Korn Ferry</a> found that 67% of survey respondents see increased AI usage as a top talent trend for 2025, although 40% of talent specialists surveyed worry that too much AI in recruitment could make the process impersonal, causing them to miss out on top candidates.&nbsp;
A 2024 study by the <a href="https://www.shrm.org/topics-tools/tools/toolkits/using-artificial-intelligence-employment-purposes">Society for Human Resource Management (SHRM)</a> found that AI-powered recruitment systems can reduce time-to-hire by an average of 40%. This is a significant increase from the 30% reported in the previous year's IBM study, indicating the rapid advancement of AI in the HR field.&nbsp;
Yet, if AI isn't used properly it can undermine the hiring process, but when used strategically it can add real value to the experience. That's why Jackson Hogg combine cutting edge tools with human insight to ensure that automation never compromises on candidate experience.&nbsp;
<h3 class="p1">Skills-based Hiring Taking Over Degrees&nbsp;</h3>
There's been a big shift in employers prioritising skills over qualifications when hiring, especially in STEM, digital and tech-driven sectors. Companies tat hire based on skills rather than credentials see dramatic improvements in their workforce. According to <a href="https://www.adp.com/-/media/adp/resourcehub/pdf/guidebooks/adp-mid-funnel-2025-hr-trends-guide-20241108.pdf?rev=e3666cb7e8364d93bb4e40d394f0cff4&amp;hash=E6F18AE96ABCB6828332E56A5B9112D2">ADP</a>, 90% report fewer hiring mistakes and 94% find that skills-based hires out perform those hired based on degrees; a big change for employers and people seeking a new job opportunity.&nbsp;
By prioritising what candidates can do over traditional markers like degrees or career paths, companies can tap into a wider range and more diverse talent pool. Modern candidates might&nbsp;have gained experience through non-traditional routes; such as online courses, self-directed&nbsp;learning or be returning to the workforce after a career break . This approach expands the&nbsp;potential pool of candidates, but also brings in fresh perspectives and diverse experiences,&nbsp;leading to a more innovative and dynamic workforce.
<h3 class="p1">Prioritising Diversity, Equity and Inclusion (DEI)</h3>
(DEI) isn&rsquo;t a trend but a must for organisations, you must demonstrate commitment to DEI in recruitment and retention. This includes inclusive job descriptions, unbiased interview panels and transparent progression paths. A 2024 <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact">McKinsey</a> study&nbsp;found that companies in the top&nbsp;quartile for cultural diversity on their executive team were 36% more likely to face above-&nbsp;average profitability than companies in the fourth quartile.
It&rsquo;s about building a workplace where everyone feels like they belong, it&rsquo;s about creating a&nbsp;space where everyone feels valued, respected and supported, no matter their background,&nbsp;identity or experience. That&rsquo;s why we integrate DEI into every stage of our recruitment&nbsp;process, helping clients build teams that reflect and celebrate diversity.
By embracing these recruitment trends, you can transform your recruitment process and&nbsp;attract the best talent by staying ahead of the curve. Whatever you&rsquo;re next recruitment move&nbsp;is, we&rsquo;re here to guide you with market leading insights and personalised support.

In 2025, technology and changing workforce structures are reshaping how businesses hire. From AI-powered recruitment to the rise of skills-based hiring, read our blog to learn the top recruitment trends this year. 

Top Recruitment Trends in 2025 

<h2>The Future of STEM Careers</h2>
The demand for STEM talent is continuing to grow. However, the UK and global markets are experiencing a significant STEM skills gap, threatening innovation, productivity and long-term competitiveness. At Jackson Hogg, we're deeply invested in connecting talented individuals with organisations driving innovation. Let's take a look at the future of STEM careers, what's driving demand and how businesses can bridge the talent gap.&nbsp;
<h3>What's Driving Growth in STEM Careers?&nbsp;</h3>
The number of STEM jobs is growing <a href="https://www.bls.gov/emp/tables/stem-employment.htm">twice as fast</a> as non-STEM careers with a projected <a href="https://www.adecco.com/en-us/employers/resources/article/stem-careers-are-growing-in-demand">11,278,700 </a>positions available in 2030. The STEM fields that are expected <a href="https://smartasset.com/data-studies/fastest-growing-stem-jobs-in-the-us-2022">to see the most growth </a>by then include statistics (35.4% growth), information security (33.3%), epidemiology&nbsp;(29.6%) and computer science (21.9%). Several factors are fueling the rise in STEM job&nbsp;opportunities: digital transformation across every sector, growth in AI, machine learning,&nbsp;increased reliance on data science and analytics. The future workforce will require technical&nbsp;knowledge, critical thinking and skills from STEM education and careers.
<h3 class="p1">Understanding the STEM Skills Gap</h3>
Within STEM the Engineering sector we&rsquo;re seeing a widening skills gap, with demand for&nbsp;qualified professionals outpacing supply. Organisations are struggling to attract and retain&nbsp;talent due to factors such as an aging workforce, rapid technological advancements and&nbsp;evolving industry standards. According to <a href="https://www.adecco.com/en-gb/-/media/project/adecco/adeccouk/updated-media/2023-0068-ade-adecco-insights-stem-uk-sept-2023.pdf">Adecco</a>, over 43% of STEM vacancies are consider&nbsp;hard to fill due to a shortage of qualified candidates. Key contributors are a lack of early&nbsp;engagement in STEM subjects and a disconnect between academic training and industry&nbsp;needs. To stay ahead, businesses must rethink traditional hiring approaches and invest in&nbsp;talent development strategies that focus on skills training and long-term career progression.
<h3 class="p1">How Employers Can Bridge the STEM Gap</h3>
To remain competitive, businesses must take a proactive role in developing future talent. By&nbsp;collaborating with schools and training programs, this will allow for real-world experience.&nbsp;Organisations must invest in up-skilling and reselling through targeted training programs,&nbsp;certifications and cross-functional development. Strengthening your employer brand by&nbsp;positioning your organisation as purpose-driven and environmentally friendly is a powerful&nbsp;way to attract top STEM talent.
<h3 class="p1">The Future of STEM Careers</h3>
As industries continue to evolve, <a href="https://www.impellam.com/insights/bridging-the-talent-gap-how-apprenticeships-are-shaping-the-future-of-stem-careers">training programs</a> will play an increasingly vital role in&nbsp;shaping our next workforce. By investing in these initiatives, businesses can address skill&nbsp;shortages, drive innovation and secure long-term success in STEM fields. Trends to watch out&nbsp;for include: green STEM careers in renewable energy and climate tech, AI and data engineers&nbsp;as businesses become more data-driven, bioinformatics and medtech specialists as&nbsp;healthcare transforms.
The future of innovation depends on the strengths of our STEM workforce. To bridge the gap,&nbsp;we need action from employers, educators, policymakers and recruiters. At Jackson Hogg, we connect&nbsp;STEM professionals with exciting businesses, so if you&rsquo;re looking to hire top talent or advance your career in STEM, get in touch with the team today!

Discover how innovation, education and workforce developments can shape the future of the STEM industry. 

The Future of STEM Careers 

<h2>Improving Employee Engagement and Reducing Turnover</h2>
Employee engagement is defined as the involvement and enthusiasm of employees in their&nbsp;workplace. With the right approach, you can learn how to improve your employees&rsquo;&nbsp;connection to their work and how to avoid employee burnout. We work with companies&nbsp;across the UK and beyond to tackle two of the most pressing workforce challenges: employee&nbsp;engagement and staff turnover. In this blog, we explore how to improve employee engagement and introduce actionable strategies to help you avoid employee turnover.
<h3>Understanding Why Employees Leave&nbsp;</h3>
Before you can improve retention you need to understand why employees are leaving your&nbsp;organisation. Some common reasons are lack of progression,&nbsp;poor management or leadership, burnout due to lack of flexibility and inadequate&nbsp;recognition. A great way to learn from this and improve is to conduct exit interviews and&nbsp;employee surveys to identify any ongoing issues. Understanding the why is essential in taking the first step towards change; only then can you face the challenge head-on and begin to&nbsp;improve and grow.
<h3 class="p1">Creating a Culture of Recognition and Feedback&nbsp;</h3>
Recognition isn&rsquo;t always just a financial reward, it can also be as simple as a shout-out or a thank you from the leadership team. Helping employees celebrate both the big and the small wins will make employees feel valued and it will increase your chances of retention. Companies with strong recognition incentives see up to<a href="https://www.selectsoftwarereviews.com/blog/employee-recognition-statistics#:~:text=Companies%20with%20strong%20recognition%20programs%20see%20a%2031%25%20lower%20voluntary,them%20as%20excellent%20or%20good."> 31%</a> lower turnover rates.&nbsp;In addition to engagement surveys, <a href="https://www.cultureamp.com/blog/employee-engagement-and-retention">an employee feedback model</a> has been proven to show&nbsp;long-term success in retention. Design a survey that asks the right questions, and use it to&nbsp;collect employee feedback. Analyse results from your survey and pinpoint your top drivers of&nbsp;employee engagement. Finally share the data, build an action plan and implement changes.
<h3 class="p1">Prioritising Career Development and Progression&nbsp;</h3>
Employees are always looking to progress, but without a clear path for growth there&rsquo;s a very high chance even loyal team members may begin to look elsewhere. To prevent this, it&rsquo;s essential to invest in learning opportunities, oer mentorship and coaching, and establish clear internal mobility pathways. At Jackson Hogg we help clients develop clear growth plans to retain top talent and foster long-term engagement within their organisation.
<h3 class="p1">The Hidden Costs of Low Engagement&nbsp;</h3>
When someone leaves your organisation it can be costly for your business, the loss will&nbsp;reduce productivity and it can even negatively impact <a href="https://www.cultureamp.com/blog/how-to-improve-employee-morale">employee morale.</a> A <a href="https://www.gallup.com/workplace/321725/gallup-q12-meta-analysis-report.aspx">Gallup Study</a> of 183,806 organisations found that businesses with low&nbsp;engagement scores, in the bottom quartile, experienced an average of 21% - 51% more&nbsp;employee turnover than those in the top quartile.
<h3 class="p1">Data Behind Engagement-Driven Retention&nbsp;</h3>
Research shows that companies that seek regular employee feed-back have turnover rates that are&nbsp;14.9% lower than those that don&rsquo;t. The simplest and most accurate way to&nbsp;understand and measure workplace engagement is by using an employee engagement survey. Improving employee engagement and reducing turnover is essential for organizations - it&rsquo;s&nbsp;about building a culture that attracts, supports and retains great people. We work closely&nbsp;with organizations to develop tailored recruitment and retention strategies that delivermeasurable results. If you want to improve your team&rsquo;s engagement get in touch with the team today!

Does your business have a high staff turnover? Discover some simple strategies on how to boost employee engagement. 

Improving Employee Engagement and Reducing Turnover 

<h2>Top 5 Common Interview Mistakes&nbsp;</h2>
Job interviews can be very stressful, whether you&rsquo;re applying for a graduate role or a senior&nbsp;leadership position, avoiding common interview mistakes is key to landing the job. This is&nbsp;your chance to show that you&rsquo;re the best candidate for the role so you wan&rsquo;t to avoid&nbsp;mistakes. In this blog we&rsquo;re going to cover the top five common interview mistakes that we&nbsp;see, whilst sharing simple, actionable tips to help you avoid them.
<h3 class="p1">Lack of Preparation&nbsp;</h3>
One of the biggest mistakes candidates make is walking into an interview with no prior&nbsp;preparation. Employers want to see that you have taken time to understand their company,&nbsp;culture and the role which you&rsquo;re applying for. A top tip is to practice answers to common&nbsp;questions but don't memorise a script as authenticity matters. Try to make answers seem natural and don&rsquo;t recite your answers word-for-word.
<h3>Talking too much or not Enough&nbsp;</h3>
Make sure to find the right balance when communicating. Talking too much can dilute your&nbsp;message, while brief responses may leave interviewers unsure of your skills. Taking part in&nbsp;mock interviews can help give you confidence but ensure that you deliver the right message&nbsp;when answering questions. We recommend quality over quantity - focus on the impact of your words. Employers understand that nerves play a part in the process, so if you&rsquo;re mind goes blank, politely ask for a couple seconds to gather your thoughts or ask to come back to the&nbsp;question once you&rsquo;ve had time to think.
<h3 class="p1">Dressing Inappropriately</h3>
What to wear depends on the job you&rsquo;re going for but being well presented is a must so&nbsp;choose your outfit carefully. Take time to understand the companies policies and this should&nbsp;give you a key understanding on what to wear during the interview. Personal grooming is&nbsp;highly important - dirty fingernails, unclean hair and creased clothes will never impress an interviewer.
<h3 class="p1">Negative talk about Previous Employers&nbsp;</h3>
This gives the wrong impression of you and it makes the interviewer question what you&rsquo;d say&nbsp;about them in similar circumstances. No matter the reason for you leaving a previous job,&nbsp;always be diplomatic as it shows emotional intelligence and maturity. You don&rsquo;t want&nbsp;potential employers to think of you as disloyal or complaining. The best way to avoid this is to&nbsp;stay positive and professional, focus on what you have learned and highlight specific skills&nbsp;and experiences and show how they prepared you for your next role, and always redirect negativity into constructive insights.
<h3 class="p1">Ignoring the Importance of Body Language</h3>
Many professionals underestimate the importance of good body language during interviews,&nbsp;non-verbal communication is just as important as verbal communication. Poor eye contact,&nbsp;crossed arms or fidgeting can signal nervousness or disinterest to the interviewer. Good body language during an interview may be making natural eye contact and sitting up straight,&nbsp;offering a confident handshake and smiling.
Interview success isn&rsquo;t all about luck - it comes down to preparation, mindset and support.&nbsp;At Jackson Hogg we go beyond matching candidates to roles, we equip you with the tools to&nbsp;stand out in every stage of the recruitment process. If you&rsquo;re looking for more interview tips,&nbsp;get in touch with our team today!

From poor preparation to inappropriate attire, see 5 interview mistakes that could ruin your chances. 

Top 5 Common Interview Mistakes

May has flown by with the summer tempting us with the warm weather! Although we haven&rsquo;t had much new information on the hottest topic, &nbsp;the Labour employment rights bill, we have had plenty of interesting cases to keep us busy and engaged. 
As always, if you want to delve into how this might affect you and your business, get in touch! HR is our favourite topic after all. 
<h2 class="MsoNormal">Employment Updates:</h2>
There has been a recent announcement to proposed changes in right to work checks. They are now proposed to include gig economy workers, self-employed, zero hours and contractors. If you have a robust system for right to work checks, this should be an easy change to implement but on the whole, this may result in a higher risk to the business. Each fine remains at up to &pound;60,000 per illegal worker. As always, we will keep you updated when more information is released on this topic but we recommend reviewing your current system and planning ahead on how to combat this change.
The increased costs of National Insurance and Minimum Wage have been implemented since April but the work isn&rsquo;t done yet. There are reports in some business&rsquo; that this has lessened the gap between salary bandings. Why is this important to note? Well, it means that now is the time to review salary benchmarking. Alongside this, this provides an opportunity for businesses to review their bandings, roles and expectations so that a robust argument can be made should someone raise a complaint about their salary band and the lessening gap.
<h2 class="MsoNormal">Legal Spotlight: Key ER cases you need to know</h2>
<h3 class="MsoNormal" style="margin: 12.0pt 0cm 12.0pt 0cm;">Case Update: Islam v Loomis UK Ltd [2025] EAT 49</h3>
Loomis UK Ltd faced a major downturn after the pandemic and had to make significant redundancies. The claimant was let go during the second phase of this process after being scored against an agreed criteria and falling below the required threshold. He accepted that redundancies were necessary but claimed his selection was unfair and influenced by his Islamic faith.
The Employment Tribunal (ET) disagreed, finding the redundancy was both fair and properly handled. On appeal, the claimant argued that the ET hadn&rsquo;t properly applied the rules around the burden of proof under the Equality Act particularly when it came to the stats he said supported his case.
The Employment Appeal Tribunal (EAT) dismissed the appeal. The EAT said the statistics weren&rsquo;t strong enough to shift the burden onto the employer and they weren't part of the original complaint. 
HR takeaway: This case highlights the importance of having a clear, consistent, and well-documented redundancy process. It also shows that discrimination claims need solid evidence so general stats or assumptions won&rsquo;t cut it!
<h3 class="MsoNormal" style="margin: 12.0pt 0cm 12.0pt 0cm;">Case Update: Hewston v Ofsted [2023] EAT 109</h3>
A school inspector was dismissed after lightly brushing water off a rain-soaked child during a school visit. Ofsted saw this as gross misconduct, but the Employment Appeal Tribunal (EAT) disagreed with this. 
The EAT found the dismissal was unfair. This was because Mr Hewston hadn&rsquo;t been told (via policy or training) that even minimal physical contact could lead to dismissal. The wrongful dismissal claim was also sent back to a new tribunal, as it wasn&rsquo;t clear whether his actions truly amounted to gross misconduct.
HR takeaway: Make sure expectations around conduct, especially what counts as gross misconduct, are clearly set out in policies and training. Even though it may seem straight forward, the &ldquo;Common sense approach&rdquo; does not always apply in practice as it is a subjective approach to each individual. &nbsp;
<h2 class="MsoNormal">HR Hot Takes: &nbsp;Gary Lineker, Social Media, and the Blurred Lines of Personal Expression</h2>
May saw Gary Lineker stepping down from his BBC role earlier than expected after a controversial social media post. The former footballer and presenter is facing criticism for a message some interpreted as anti-Semitic, though Lineker insists it was an accident, not malice.
Regardless of intent, the fallout offers yet another case study in the growing tension between personal expression and professional accountability. For HR professionals, it raises an increasingly familiar question: where does an employee&rsquo;s personal voice end and the employer&rsquo;s reputation begin?
Social media isn&rsquo;t just a personal space anymore. Whether high-profile or not, employees are brand ambassadors, intentionally or otherwise. Posts made outside of working hours, from personal accounts, and even those unrelated to the employer&rsquo;s core values can still have workplace implications. For HR leaders, this incident highlights the tightrope we walk: Freedom of speech vs. organisational values, Intent vs. interpretation, Private citizen vs. public figure.
Managing this isn&rsquo;t about controlling speech, it&rsquo;s about setting clear expectations. Policies must evolve to reflect a digital-first reality where visibility is high and nuance is often lost. Some considerations:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Are your social media guidelines up to date and clearly communicated?</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Do you provide training on tone, context, and cultural sensitivity?</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">How does your organisation respond when employee speech attracts attention either positively or negatively?</li>
</ul>
There&rsquo;s no easy answer, and that&rsquo;s what makes this a &ldquo;hot take.&rdquo; Critics argue that penalising personal speech creates a chilling effect. Others insist that freedom of expression doesn&rsquo;t mean freedom from consequence. What&rsquo;s clear is this: reputational risk isn&rsquo;t limited to executives anymore. HR must navigate not just legal compliance, but also moral and cultural expectations.
The Lineker case isn&rsquo;t isolated, it&rsquo;s a glimpse into a broader HR reckoning. As employees speak more freely and platforms amplify more loudly, HR&rsquo;s task is to build a culture that values both authenticity and accountability.
Are your policies ready?
<h2 class="MsoNormal">HR Compass: Is your HR Team strategically ready for AI?</h2>
Artificial Intelligence (AI) is already reshaping how organisations hire, develop, and support their people. From automating recruitment tasks to personalising learning and development pathways, AI is not a distant innovation. For HR leaders, this presents a critical moment: how do we ensure our teams are strategically ready for the AI era?
The first step is knowledge. HR professionals must gain a practical understanding of what AI can and cannot do. This includes familiarising themselves with the technologies being deployed in areas like recruitment screening and predictive analytics. Just as importantly, staying abreast of evolving UK regulations and ethical standards, including GDPR considerations and the EU AI Act, will be key to future-proofing your HR strategy.
Strategic readiness also requires a clear-eyed view of where you stand today. Start by auditing your existing digital tools and capabilities. What AI-enabled systems are already in place? Are your people confident using them? This will reveal both gaps and opportunities.
Upskilling is essential, not just for HR teams but for the wider workforce. From data literacy to ethical understanding, the HR function must lead by example in equipping staff with the knowledge and mindset to work effectively alongside AI.
HR must act as the ethical guardian for AI initiatives. As algorithms take on a greater role in decisions about hiring, promotion, and engagement, the risk of bias and lack of transparency grows. HR leaders should ask for clarity from suppliers about how AI tools work, and actively involve employees in conversations about how their data is used.
AI is a tool, not a replacement for human judgment. A strategic approach means using AI to support and enhance human decision-making, not bypass it. Align AI initiatives with your broader people strategy. Focus on improving employee experience, not just operational efficiency. Set clear goals, track outcomes, and be prepared to adapt.
AI will continue to transform the HR landscape, but the real question is whether HR is ready to lead that transformation. Now is the time to invest in understanding, capabilities, and culture. The organisations that succeed will be those where HR doesn&rsquo;t just adopt AI, but shapes how it&rsquo;s used, for people, with people.

Our monthly update on all things HR and employment law, from our HR Partnership team. 

HR Update - May 2025

Spring is here, and so are some big changes in the world of employment law. From pay rises to new legal rulings, April has brought a flurry of updates businesses and HR professionals can&rsquo;t afford to miss. It&rsquo;s time to refresh your policies and stay one step ahead. Read on for more of the latest developments, because when it comes to employment law, it&rsquo;s always better to be in the know than caught out in the rain!
<h2>Employment Updates:</h2>
April 2025 has brought key changes to UK employment law, with significant implications for HR professionals and businesses. These updates address statutory pay, legal rulings, and employee rights, all requiring timely adjustments to ensure compliance.
<h3 class="MsoNormal">Statutory Pay Increases</h3>
From 6 April 2025, statutory pay rates have increased: the National Living Wage for those over 21 is now &pound;12.21 per hour, and statutory sick pay (SSP) rises to &pound;118.75 per week. Statutory parental pay also increases to &pound;187.18 per week. These adjustments will affect payroll budgeting and require businesses to update compensation policies.
<h3 class="MsoNormal">Compensation Limits and Redundancy Pay</h3>
Several compensation limits have been increased: the maximum compensatory award for unfair dismissal rises to &pound;118,223, and the weekly pay limit for redundancy calculations is now &pound;719. Employers should adjust their redundancy policies accordingly.
<h3 class="MsoNormal">Neonatal Care Leave</h3>
The Neonatal Care (Leave and Pay) Act 2023, effective from 6 April 2025, provides employees with the right to paid leave if their baby requires neonatal care. HR departments should update their policies to accommodate this new entitlement.
&nbsp;
<h2 class="MsoNormal">Legal Spotlight: Key ER cases you need to know</h2>
<h3 class="MsoNormal">Miss C Friend v MHS Homes Ltd</h3>
Friend was employed at MHS Homes LTD. She suffered a number of health conditions with the most relevant being a head injury sustained after an attack, resulting in seizures and additional time being required to compete tasks. MHS Homes LTD were aware of her disabilities and the adjustments required.
Initially, MHS Homes LTD did the correct thing by referring Friend to their EAP and occupational health when she raised concerns about being able to cope at work. In the occupational health report, they suggested the business provide Friend with a seat with her back away from on the wall. The business did not grant this despite others being given permanent desk solutions. 
Isolation of Friend grew further when she overheard her manager making comments about how people who attempted suicide are selfish. This came shortly after Friend needed time off work for her sister attempting suicide. In addition to this, Friend overheard a separate conversation where her manager said she wanted to let Friend go due to her being lazy.
Due to this, Friend had a period of sick leave from work. When she returned, she had a seizure at work requiring emergency hospital treatment. After this, her manager referred to her as &ldquo;Regan&rdquo; from the film &ldquo;The Exorcist&rdquo;. These comments also translated into messages and images of the film being sent to Friend. 
The tribunal ruled in Friend&rsquo;s favour.&nbsp;
The case highlights that harassment can take place in many forms. What may be perceived as a joke to the team may be offensive to an individual and amount to harassment. It is a message that is often heard however the cost of this error is apparent in this case. This case links to the start of the claimant's employment and the failures and comments made by the manager which in all amounted to harassment.&nbsp;
&nbsp;
<h3 class="MsoNormal">Mr C A Wint v Walsall Metropolitan Borough Council</h3>
Mr Wint was in conversation with a colleague, who following a rota error stated that she was so tired &ldquo;I am like a voodoo doll to stick needles in my eyes.&rdquo;. Mr Wint stated that the colleague actually said she would send Mr Wint a voodoo doll with pins in it. 
Due to Mr Wint&rsquo;s background as a Black African Carribean Christian, he found this comment grossly offensive linking it with his association of black Jamaican and African Culture.
The tribunal disagreed with Mr Wint that the comment amounted to Harassment however it did explore Voodooism as a protected belief. It concluded that voodooism qualifies as a protected belief under the Equality Act 2010.&nbsp;
Employers should be aware that the Equality Act 2010 extends protections beyond traditional&nbsp;religions to include a wide range of religious and philosophical beliefs. This includes beliefs&nbsp;without a central text or universally agreed teachings, provided they meet the criteria established by the Act. Employers are encouraged to consider these factors in their diversity, equity, and&nbsp;inclusion (DEI) training and policies.
&nbsp;
<h3 class="MsoNormal">BNP Paribas</h3>
Mr Foster was employed as a solicitor. Within his tenure, he repeatedly used derogatory names to refer to colleagues. These included expletives, referring to people as autistic when they were not and idiots. One colleague, who had a traditional Chinese name, was referred to as &ldquo;Hu She&rdquo;.
The comments were raised as part of a staff members exit interview and a disciplinary was scheduled for Mr Foster, though he left the business before this was held.
His defence for the names within the court was that he treated everyone equally. He gave everyone a name and was not singling out the Chinese colleague.
Ultimately, the judge ruled in favour of the employee. It found that a defence of treating everyone negligently was not in line with the expectations of management or any Equality and Diversity expectations.&nbsp;
This case highlights that an employee treating everyone the &ldquo;same&rdquo; is not a good enough reason to allow them to act inappropriately towards other employees. Nipping behaviour like this in the bud and challenging it immediately is the only way to effectively mitigate fall out between employees and promote equality and diversity within the business subsequently saving the business from future claims.&nbsp;
&nbsp;
<h2 class="MsoNormal">HR Hot Takes: &nbsp;UK Supreme Court Ruling on Gender: What is means for HR and Business Leaders</h2>
In a landmark judgment delivered this month, the UK Supreme Court ruled that the word &ldquo;sex&rdquo; in the Equality Act 2010 refers specifically to biological sex, not gender identity. This decision, prompted by a challenge over single-sex spaces, clarifies that individuals who hold a Gender Recognition Certificate (GRC) may not be entitled to access certain single-sex services or spaces designated for biological women.
For HR professionals and business leaders, this ruling introduces a significant shift in how gender, sex, and inclusion are understood and applied in workplace policy. While the decision does not alter protections against discrimination for transgender individuals, who remain safeguarded under the characteristic of &ldquo;gender reassignment&rdquo;, it does reinforce the legal right to maintain single-sex services or provisions where there is a proportionate justification.
The implications for employers are both legal and cultural. Policies around changing rooms, toilets, and other gender-specific facilities may now need to be reviewed to ensure alignment with the clarified legal definitions. HR teams should take care to update internal documentation and guidance, ensuring that language reflects the ruling while continuing to respect the dignity of all employees.
This is a sensitive and potentially divisive topic, making clear communication vital. Businesses should proactively reinforce their values of respect, safety, and inclusion, while explaining how policy decisions are guided by legal obligations. Where facilities are adjusted or clarified, the rationale should be communicated transparently to avoid confusion or conflict.
Equally important is maintaining a supportive environment for transgender staff. The ruling does not permit discrimination or exclusion based on gender identity. It does, however, ask employers to navigate a more finely balanced legal environment ensuring that rights based on biological sex are not overlooked, while maintaining protections for those transitioning or identifying differently.
In practice, this ruling means HR leaders must now operate with greater precision. Policies once designed for inclusivity alone must now also account for legal clarity on sex-based rights. Training, documentation, and even internal dialogue may need careful recalibration.
As public discourse continues to evolve, businesses must remain focused on fostering respectful workplaces rooted in legal compliance, fairness, and empathy for all.
&nbsp;
<h2 class="MsoNormal">HR Compass: Strategic Workforce Planning in a tight labour market </h2>
As UK businesses face mounting cost pressures, from rising wages to inflation and new statutory entitlements, workforce planning has become a strategic priority. At the same time, the labour market remains tight, with talent shortages continuing to impact critical sectors. For HR professionals, the challenge lies in balancing operational resilience with financial sustainability.
April 2025 brought statutory increases, including a rise in the National Living Wage and expanded leave entitlements such as neonatal care. These changes reflect a shift towards greater worker protections but also add significant cost to payrolls, particularly in sectors reliant on high-volume, lower-wage roles. Simply absorbing these costs is not viable for many businesses, nor is reducing headcount without risking delivery capacity. Strategic workforce planning is now essential, not just to control costs, but to sustain long-term business performance.
One key shift is moving from reactive recruitment to forward-looking skills planning. Rather than filling vacancies as they arise, HR leaders should be working closely with finance and operations to forecast future skills needs, identify critical roles, and assess where automation or redesign might reduce pressure. This approach helps prioritise where to invest in people, and where efficiency can be gained without compromising service.
Internal mobility also deserves renewed focus. In a constrained hiring market, developing existing employees into hard-to-fill roles can be more cost-effective and culturally aligned than external recruitment. HR should lead initiatives that make career progression and reskilling more accessible, supported by data on current capabilities and future demand.
Alternative workforce models can also help relieve cost pressures. Blended teams, incorporating part-time, temporary workers, or project-based roles, offer flexibility without long-term payroll risk. However, this requires clear governance and a strong cultural foundation to avoid fragmentation.
To make these decisions effectively, workforce planning must be grounded in robust data. Metrics such as time to productivity, turnover risk, and skills coverage provide essential insight. Strategy, not instinct, must guide decisions in a market where every hire matters.
Ultimately, effective workforce planning is not just about controlling labour costs, it&rsquo;s about deploying talent where it delivers the greatest value. In today&rsquo;s economic climate, HR leaders have the opportunity to shape more agile, resilient organisations by planning not just for headcount, but for capability.
&nbsp;

HR Update - April 2025

As winter gives way to spring and the days begin to lengthen, the season of renewal and fresh starts is upon us. Just as nature awakens to new life, so too does the world of employment law, with significant changes on the horizon. The Employment Rights Bill represents a fresh approach to workplace protections, with reforms designed to breathe new life into employee rights across the UK.
In a time of transition, it&rsquo;s essential to consider how these changes will affect your workforce and business. How can we adapt to new regulations and continue fostering an environment where both employers and employees can thrive?
Enjoy the read&mdash; as ever, don&rsquo;t hesitate to reach out for support if you need it.  
<h2>Unlocking Employment Law: What&rsquo;s Changing &amp; Why It Matters</h2>
<h3 class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal;">The balance of free speech and workplace respect: Lessons from the University of Sussex case</h3>
When it comes to free speech in the workplace, things can quickly become complicated. A recent ruling against the University of Sussex has thrown a spotlight on the tricky intersection of academic freedom, personal beliefs, and workplace conduct. The case, which saw the university fined &pound;585,000 for failing to protect a professor&rsquo;s freedom of speech, raises important questions for all employers about how to navigate the fine line between freedom of expression and maintaining a respectful, inclusive workplace.
Kathleen Stock, a philosophy professor, resigned after facing protests and backlash from students who disagreed with her gender-critical views. The case sparked an investigation by the Office for Students (OfS), which found that the university&rsquo;s handling of the situation led to a &ldquo;chilling effect&rdquo; on free speech, where staff and students felt unable to express lawful views for fear of backlash. While Stock&rsquo;s views were lawful, her treatment highlighted the importance of ensuring that employees feel safe to express differing opinions without fear of retaliation or harassment.
But what does this mean for employers? Can we protect employees&rsquo; rights to express unpopular opinions while ensuring that our workplaces remain safe and inclusive? There&rsquo;s no simple answer. Freedom of speech is protected by law, but when it crosses into harmful territory&mdash;such as discrimination, harassment, or creating a toxic work environment&mdash;it becomes a legal risk. The challenge is finding a way to balance diverse views while safeguarding employees from harm.
So, what can HR/employers do to navigate this? It starts with having clear policies in place. While employees have a right to free speech, they also have a right to work in an environment free from discrimination. Make sure your organisation&rsquo;s policies on respect, inclusion, and behaviour are updated, clear, and communicated to all employees. Providing training on these issues is also crucial, especially as the freedom of speech debate continues to evolve. Be proactive about creating a culture that encourages respectful dialogue and protects those who might feel vulnerable.
<h3 class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal;">New Neonatal leave supporting parents of premature and sick babies</h3>
The UK government has now introduced Neonatal Leave and Pay, a new statutory right designed to support parents of babies who require neonatal care. Effective from April 2025, this entitlement allows eligible employees to take up to 12 weeks of paid leave in addition to their existing parental leave. This applies when a baby spends at least seven consecutive days in neonatal care within the first 28 days of life. The aim is to provide parents with the flexibility and financial security needed during this critical time without the added pressure of using maternity, paternity, or annual leave. Clients of HRP will receive their updated policy imminently.
<h2>Legal Spotlight: Key ER Cases You Need to Know</h2>
<h3>Toure v HMRC (2025) &ndash; Unwanted Birthday Card Leads to &pound;25K Harassment Award</h3>
In a recent case, Toure v HMRC (2025), the tribunal ruled that a birthday card sent to an employee on sick leave, despite her request for minimal contact, contributed to a "hostile and intimidating environment" and amounted to harassment related to her disability. Toure, who was on leave for work-related stress exacerbated by a pituitary gland tumour, had asked for minimal contact but was contacted 11 times over three weeks. The tribunal awarded her &pound;25,251.62 in compensation. HMRC defended their actions by stating they had a duty of care, but the tribunal found they should have respected her wishes.
This case reinforces the need for employers to ensure clear communication with employees on sick leave and respect any boundaries set by the employee.
<h3 class="MsoNormal">Booth v Ocorian Services UK (2025) &ndash; Boss&rsquo;s paternity leave joke leads to victimisation claim win</h3>
In Booth v Ocorian Services UK (2025), an executive was dismissed after filing a grievance about his manager&rsquo;s inappropriate remarks, including a joke that a male colleague on paternity leave was "off to grow a pair of t*ts." The tribunal found Booth had been victimised for raising concerns about sexism and workplace culture, leading to less favourable exit terms.
The panel ruled that the comments constituted unwanted conduct related to sex, creating an offensive environment. It also found Booth&rsquo;s severance package was intentionally reduced as a direct result of his complaints. Ocorian admitted to unfair dismissal, and Booth succeeded in his victimisation and harassment claims.
This case highlights the risks of retaliatory action against employees who raise legitimate grievances and reinforces the need for fair treatment in exit negotiations.
<h3 class="MsoNormal">Sharma v Jaguar Land Rover (2025) &ndash; Tribunal rules name confusion can be race discrimination</h3>
In Sharma v Jaguar Land Rover (2025), the employment tribunal ruled that mistakenly calling an employee by the name of a colleague of the same ethnicity can amount to race discrimination. Abhinav Sharma, an Indian engineer, was referred to by a white colleague as &ldquo;Bhuv,&rdquo; the name of another Indian colleague. The tribunal found no reasonable basis for mistaken identity, as the two men had different builds, accents, and appearances.
The panel concluded that such errors could make individuals feel &ldquo;lumped together as a group rather than treated individually&rdquo; and were unlikely to occur with white colleagues. Additionally, the tribunal found that Sharma was discouraged from pursuing a grievance and was subjected to unfavourable treatment after raising concerns about discrimination.
This case highlights the importance of recognising microaggressions in the workplace and ensuring robust processes for handling discrimination complaints fairly.
<h2>HR Hot Takes: What's Sparking Discussion in HR</h2>
<h3 class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal;">Discrimination, leadership, and the cost of misjudgements</h3>
Workplace culture and leadership accountability are dominating HR conversations this month. Two high-profile cases&mdash;one involving a landmark tribunal ruling and the other resulting in the resignation of a retail giant&rsquo;s CEO&mdash;highlight the consequences of organisational failures in handling discrimination and misconduct. These cases serve as stark reminders that mismanagement of workplace issues carries both financial and reputational risks.
Discrimination cases are nothing new, but the recent &pound;1.1 million tribunal ruling in favour of Professor Roya Sheikholeslami underscores the damage that mishandling such concerns can cause. The University of Edinburgh&rsquo;s failure to address gender discrimination claims-despite commissioning a report confirming the issue , led to years of legal battles, reputational harm and significant financial loss.
The case demonstrates the importance of not only having diversity and inclusion policies but actively enforcing them. Reports of a workplace culture where female professors were viewed as "positive discrimination" hires highlight the systemic challenges women still face in male-dominated fields. HR leaders must take proactive steps to create environments where all employees feel valued and supported.
In the private sector, Primark&rsquo;s CEO Paul Marchant resigned after an investigation into allegations of misconduct in a social setting. While details remain limited, his departure highlights the growing scrutiny on leadership behaviour and the necessity for companies to uphold ethical standards, regardless of position.
ABF, Primark&rsquo;s parent company, reaffirmed its commitment to integrity, stating, &ldquo;Our culture has to be, and is, bigger than any one individual.&rdquo; This echoes a broader trend- organisations must prioritise ethics and accountability over individual leadership tenure.
Ignoring grievances, mishandling complaints, or retaliating against employees can lead to severe legal, financial, and cultural repercussions. Discrimination cases not only impact employee well-being but also expose organisations to costly legal action. Workplace misconduct (whether in the office or social settings) can damage reputations, making clear behavioural expectations essential. This is underpinned by Oct 24&rsquo;s new legal requirements in the sphere of sexual harassment. Past investigations must be handled thoroughly to prevent future fallout, and swift, transparent crisis responses are critical in maintaining trust and integrity. Both these cases highlight that HR isn&rsquo;t just about policy-it&rsquo;s about culture, trust, and accountability. Whether it&rsquo;s tackling discrimination or ensuring leadership integrity, the cost of getting it wrong is higher than ever.&nbsp;
<h2>The HR Compass: Navigating the Future of Work</h2>
<h3 class="MsoNormal">ESG: Talk is Cheap &ndash; Employees Want Action</h3>
Environmental, Social, and Governance (ESG) commitments have moved from corporate niceties to business imperatives. Yet, employees aren&rsquo;t convinced that organisations are walking the talk. A recent report (the latest Jobs Confidence Index from Robert Half and the Centre for Economics and Business Research), found that 56% of workers believe their employer&rsquo;s ESG efforts are purely for show, while 61% say businesses must do more.
The disconnect between what organisations say and what they do is becoming a major red flag especially for younger workers. Research shows that 90% of Gen Z job seekers refuse to apply for roles at companies that neglect diversity and well-being, and nearly a third (32%) of all UK workers would leave a job if their employer&rsquo;s ESG values didn&rsquo;t align with their own. Among younger employees (18-34), this number jumps to 43%. Employers who fail to take ESG seriously aren&rsquo;t just risking reputational damage- they&rsquo;re actively driving away talent.
One of the biggest problems is performative ESG where companies talk a big game about sustainability, diversity, and inclusion but fail to back it up with real change. Employees can see through surface-level commitments, especially when ESG initiatives are treated as a box-ticking exercise rather than a core part of company culture.
There&rsquo;s also growing scepticism about ESG reporting. Some of the world&rsquo;s biggest polluters still rank highly in ESG ratings, raising concerns that the frameworks used to assess environmental and social impact are flawed. If employees feel that ESG is more about PR than real impact, their trust in leadership erodes, affecting engagement, retention, and overall morale.
HR plays a crucial role in closing the ESG perception gap. It&rsquo;s not just about policies; it&rsquo;s about embedding ESG into the everyday employee experience. Employees need to see tangible progress on ESG initiatives. That means transparent reporting, clear goals, and a commitment to continuous improvement. If your organisation claims to prioritise sustainability, ensure that business operations reflect this. If inclusion is a core value, leadership must actively champion diverse talent and create equitable opportunities. Listen to employee expectations- Employees, especially younger generations,want workplaces that align with their values. Regularly gathering employee feedback on ESG priorities can help businesses shape meaningful policies. Organisations that fail to engage employees in these conversations risk losing their trust. Prioritising ethical leadership is key. The recent wave of high-profile leadership resignations linked to ESG failures shows that employees expect more from those at the top. Leaders set the tone, and HR must ensure that they uphold the organisation&rsquo;s ethical and social commitments. A strong culture of accountability starts with leadership walking the talk.
With Gen Z actively avoiding companies that neglect ESG values, organisations must embed sustainability, inclusion, and ethical governance into their employer brand. ESG isn&rsquo;t just a corporate responsibility- it&rsquo;s a competitive advantage in attracting and retaining top talent. This is something Jackson Hogg have a lot of experience and understanding in and myself and Charlie Muzzlewhite recently spoke on the topic of Gen Z recruitment and retention at an Engineering and Manufacturing Network event. ESG is no longer a &lsquo;nice-to-have&rsquo;- it&rsquo;s a make-or-break factor for employees, job seekers, and investors alike. HR has a crucial role to play in ensuring that ESG commitments are more than just words on a website. The companies that win in the future of work will be those that prioritise people, planet, and profit&mdash;not just for the headlines, but for real, lasting impact.
Is your ESG strategy built to last, or are employees seeing right through it?

HR Update - March 2025 - Culture, Compliance and cutting through the ESG noise

For <a href="https://www.jacksonhogg.com/sectors/engineering">engineering</a>-driven companies, landing top talent isn't just important&mdash;it's critical. Great engineers accelerate development, boost quality, and spark innovation. But in today's competitive landscape, building a strong team is easier said than done. <a href="https://www.jacksonhogg.com/solutions/talent-partnership">Outsourced recruitment</a> offers a practical solution, helping you find skilled professionals without draining your internal resources.
The challenge? Not all recruitment partners deliver equal results. Let's explore how to find a partner who truly gets your engineering needs, fits with your company culture, and helps achieve your long-term vision.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Start with Self-Reflection: What Talent Do You Actually Need?</h2>
Before looking outward, look inward. What specific engineering talent are you after? Software developers? Mechanical engineers? Electrical specialists? Do you need experts in renewable energy, medical devices, or factory automation?
Get specific about technical requirements, experience levels, and any specialized certifications. Map out your hiring timeline for the next year or two. Are you looking for permanent staff, contractors, or project-based help? Having this clarity helps you find a partner who can flex with your changing needs.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Look for True Engineering Knowledge, Not Just Recruitment Skills</h2>
The best recruitment partners don't just understand hiring&mdash;they understand engineering. They speak the technical language, recognize the differences between disciplines, and know which hands-on experience matters.
Check their track record. Have they placed engineers in similar roles before? Do they highlight engineering credentials or case studies? Do they specialize in your industry, whether that's aerospace, energy, or manufacturing? A partner with relevant experience will hit the ground running, saving you time and delivering better candidates.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Dig Into Their Talent-Finding Approach</h2>
Great recruitment isn't passive&mdash;it's an active hunt. Ask potential partners:
<ul class="[&amp;:not(:last-child)_ul]:pb-1 [&amp;:not(:last-child)_ol]:pb-1 list-disc space-y-1.5 pl-7">
<li class="whitespace-normal break-words">Where do they source candidates? Are they plugged into engineering associations, university programs, or specialized job boards?</li>
<li class="whitespace-normal break-words">How do they test technical skills? Do they use coding challenges, design tests, or portfolio reviews?</li>
<li class="whitespace-normal break-words">How do they evaluate soft skills like communication, teamwork, and adaptability?</li>
</ul>
A thorough screening process means you'll only interview candidates who truly fit your needs&mdash;both technically and culturally. This cuts down your time-to-hire and improves long-term retention.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Make Sure They Work With Your Existing Systems</h2>
Your recruitment partner should complement your current talent strategy:
<ul class="[&amp;:not(:last-child)_ul]:pb-1 [&amp;:not(:last-child)_ol]:pb-1 list-disc space-y-1.5 pl-7">
<li class="whitespace-normal break-words">They should align with your workforce planning</li>
<li class="whitespace-normal break-words">They should work smoothly with your HR or outsourced HR if you have it</li>
<li class="whitespace-normal break-words">They should scale quickly during hiring surges</li>
<li class="whitespace-normal break-words">They should adapt when you expand into new technical areas</li>
</ul>
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Verify Their Performance History</h2>
Engineering projects often run on tight deadlines, and vacant positions can delay everything from product launches to infrastructure upgrades. Ask about their typical time-to-fill and success rates. Request client references you can speak with directly.
Cost matters too. While outsourced recruitment can save money, you need clarity on their fee structure. Do they charge per placement, use a monthly retainer, or bill by project? Make sure their approach aligns with your budget.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Demand Clear Communication and Reporting</h2>
Great communication separates excellent partners from mediocre ones. Nail down:
<ul class="[&amp;:not(:last-child)_ul]:pb-1 [&amp;:not(:last-child)_ol]:pb-1 list-disc space-y-1.5 pl-7">
<li class="whitespace-normal break-words">How often will they update you? Weekly candidate lists? Monthly analytics?</li>
<li class="whitespace-normal break-words">What tracking tools will you have access to?</li>
<li class="whitespace-normal break-words">How will you measure success together?</li>
</ul>
Regular feedback helps both parties refine the approach, ensuring your engineering talent pipeline keeps improving.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Evaluate Their Grasp of Your Company's Appeal</h2>
Engineers have options, often juggling multiple offers. Standing out requires more than just salary&mdash;you need a compelling story. Your recruitment partner should represent your company authentically.
Ask how they'll communicate your mission, projects, growth opportunities, and culture. If they understand what motivates engineers&mdash;challenging work, cutting-edge tech, collaborative teams&mdash;they'll attract candidates who share your vision.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Look for Data-Driven Methods</h2>
Modern recruitment thrives on analytics. Your partner should use data to identify:
<ul class="[&amp;:not(:last-child)_ul]:pb-1 [&amp;:not(:last-child)_ol]:pb-1 list-disc space-y-1.5 pl-7">
<li class="whitespace-normal break-words">Which sourcing channels deliver the best candidates</li>
<li class="whitespace-normal break-words">How interview processes can improve</li>
<li class="whitespace-normal break-words">Where salary benchmarks sit in your industry</li>
</ul>
This analytical approach ensures your recruitment process evolves over time, becoming more efficient and focused.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Real-World Example: Building an Offshore Wind Engineering Team</h2>
Consider a renewable energy company expanding its offshore wind division. They need structural engineers, environmental consultants, and project managers with specialized offshore experience. Overwhelmed by these requirements, they partner with an outsourced recruiter.
The chosen partner specializes in engineering, maintains relationships with coastal engineering programs, and conducts technical assessments specifically for offshore work. They provide regular pipeline updates, advise on competitive salaries, and offer insights on attracting sustainability-focused engineers.
Within months, the company builds a cohesive engineering team that hits project milestones and accelerates growth.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Prioritize Flexibility</h2>
Your engineering hiring needs will fluctuate. You might ramp up for product development, then pause hiring. You might expand into new regions. Your recruitment partner should adapt without losing momentum.
Discuss how they handle urgent roles, bulk hiring needs, or searches for rare skillsets. Their ability to pivot ensures you're never caught unprepared.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Build for the Long Haul</h2>
While outsourced recruitment can solve immediate gaps, the best outcomes come from lasting relationships. Over time, your partner learns your culture, brand, and evolving technical needs. This continuity leads to better matches, improved retention, and a stronger reputation.
Choose a partner you trust and respect&mdash;one committed to continuous improvement&mdash;and you'll transform recruitment from a necessary headache into a strategic advantage.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Next Steps</h2>
If you're ready to explore outsourced recruitment tailored to engineering roles, review our <a href="https://www.jacksonhogg.com/solutions">services</a> and <a href="https://www.jacksonhogg.com/sectors">sector-specific</a> pages. For personalized advice, visit our <a href="https://www.jacksonhogg.com/contact-us">contact</a> page. Jackson Hogg can help design a solution that addresses your technical demands, cultural values, and growth ambitions.
<h2 class="text-xl font-bold text-text-200 mt-1 -mb-0.5">Conclusion: Powering Engineering Excellence Through Strategic Recruitment</h2>
Finding the right recruitment partner is about more than filling positions. It's about building a talent engine that drives your engineering initiatives forward. By prioritizing industry expertise, rigorous screening, seamless integration, data-driven approaches, and long-term partnership, you create a system that consistently delivers strong, engaged engineers.
In today's rapidly evolving technical landscape, the right recruitment partner ensures you stay agile, innovative, and positioned for success.

A practical guide to finding engineering recruitment partners who truly understand technical needs, align with your company culture, and deliver exceptional talent consistently.

Finding the Right Outsourced Recruitment Partner for Engineering Teams

As Newcastle continues to bolster its reputation as a thriving hub for innovation, manufacturing, and infrastructure projects, the demand for skilled engineers has never been higher. Whether you run a local engineering firm or a global company establishing a North East presence, securing top-tier engineering talent is vital to your success. But how do you find a recruitment agency specialised in engineering that truly understands your needs, speaks your technical language, and delivers results promptly?
This article provides a step-by-step guide to navigating Newcastle&rsquo;s recruitment landscape, helping you identify, evaluate, and ultimately partner with the right engineering recruitment agency. With a strategic approach, you can streamline hiring, save time, and build a world-class engineering team that propels your business forward.
<h2>Define Your Engineering Talent Needs</h2>
Before you even start looking for a recruitment agency, clarify your requirements. Are you seeking mechanical engineers for manufacturing processes, civil engineers for infrastructure development, or electrical engineers for renewable energy projects? The more specific you are, the easier it will be to find an agency that specialises in your sector.
Document the roles you need, the level of experience required, and any niche technical competencies (e.g., CAD software proficiency, knowledge of industry regulations, experience with a particular type of machinery). Having a well-defined hiring blueprint ensures you&rsquo;ll focus on agencies that genuinely understand these complexities.
<h2>Research the Newcastle Market</h2>
Newcastle is home to a variety of businesses&mdash;from traditional manufacturing firms to cutting-edge aerospace and renewable energy companies. By understanding the broader landscape, you gain insight into which agencies have a proven track record in your sector.
A quick online search reveals that some recruitment agencies highlight their engineering expertise or showcase client testimonials. Visit their websites, LinkedIn profiles, and case studies. If an agency regularly posts engineering job openings, writes about industry trends, or features engineering success stories, it&rsquo;s a sign they&rsquo;re well-versed in your field.
<h2>Look for Sector-Specific Expertise</h2>
Generalist recruitment agencies may struggle to appreciate the technical nuances of engineering roles. A specialised agency, however, speaks your language&mdash;understanding whether you need someone skilled in finite element analysis or experienced in offshore installation techniques.
For example, Jackson Hogg&rsquo;s Engineering Sector page details how we tailor our approach to various engineering disciplines. By reviewing such pages, you confirm that the agency is fluent in the technical jargon, candidate networks, and current salary benchmarks relevant to your needs.
<h2>Check Reputation and Track Record</h2>
A recruitment agency&rsquo;s reputation matters. Ask peers in the industry if they&rsquo;ve worked with certain agencies, or browse independent reviews and recommendations. Look for signs of long-term client relationships and repeat business, which indicate reliability and quality.
Does the agency highlight case studies of successful engineering placements in Newcastle? A strong track record suggests they&rsquo;ve already cultivated relationships with local universities, engineering associations, or professional networks. This local insight is invaluable when tapping into hidden talent pools or attracting passive candidates.
<h2>Assess Their Approach to Candidate Screening</h2>
Top-tier agencies don&rsquo;t just send CVs&mdash;they carefully screen candidates. In engineering recruitment, this might mean technical assessments, portfolio reviews, or referencing previous project outcomes. When interviewing potential agencies, ask about their screening methods. Do they verify professional accreditations, check software proficiency, or evaluate problem-solving abilities through practical tests?
A rigorous screening process reduces the risk of hiring mismatched candidates and shortens your time-to-fill, ensuring that everyone you interview is a strong contender.
<h2>Consider Additional Talent Services</h2>
An agency with a suite of integrated talent services can simplify your entire hiring lifecycle. For instance, beyond engineering recruitment, you might need HR Outsourcing to streamline onboarding, Talent Partnerships for long-term strategy alignment, or Outsourced Recruitment to handle large-scale projects.
By choosing an agency that offers a holistic approach, you future-proof your hiring strategy. As your needs evolve&mdash;say you pivot into a new engineering niche or undertake a major infrastructure project&mdash;the agency can adapt accordingly.
<h2>Prioritise Communication and Transparency</h2>
Effective communication is the cornerstone of any successful partnership. When speaking with a potential agency, assess their responsiveness, clarity, and willingness to understand your business goals. Are they asking insightful questions about your company culture, upcoming projects, and technical requirements? Do they provide regular updates on candidate sourcing, shortlisting, and interview scheduling?
An agency invested in building a relationship rather than just closing a deal adds tangible value. You&rsquo;ll feel confident they&rsquo;re representing your brand well in the candidate market.
<h2>Request Customisation and Flexibility</h2>
Your engineering staffing needs may vary. Perhaps you need permanent hires for long-term projects or contract engineers for a specific phase. A specialised agency should be flexible, offering tailored solutions that align with your hiring model, budget, and timeline.
Ask how they handle urgent vacancies, niche skill searches, or bulk hiring needs. Their answer reveals not only their capabilities but also their commitment to partnering with you through changing market conditions.
<h2>Evaluate Their Knowledge of the Newcastle Talent Pool</h2>
One of the advantages of a local agency is their deep understanding of the Newcastle talent pool. They know which universities produce top-notch graduates, what salary packages are competitive, and which emerging engineering fields are gaining traction in the region.
This local insight can save you time and money. Instead of casting a wide net and receiving generic applications, you&rsquo;ll tap into a curated network of professionals who already have a stake in Newcastle&rsquo;s growth and culture.
<h2>Seek Long-Term Value, Not Just Quick Hires</h2>
While filling immediate vacancies is important, think beyond the next hire. A strong partnership with a specialised engineering recruitment agency sets you up for sustainable talent acquisition. They can advise on employer branding&mdash;highlighting your projects, work environment, and career development paths to attract candidates who align with your mission.
Over time, they become your strategic partner, proactively identifying candidates or skill sets you&rsquo;ll need as your company evolves. This long-term perspective transforms recruitment from a reactive process into a proactive, competitive advantage.
<h2>For More Information</h2>
If you&rsquo;re ready to explore your options, review Jackson Hogg&rsquo;s Services for a comprehensive approach. When you&rsquo;re prepared to discuss your specific needs, our Contact page is your next step. Our specialists understand the Newcastle market&rsquo;s engineering demands and can tailor strategies to accelerate your hiring success.

Newcastle-upon-Tyne has been a hub of engineering for over 100 years, and finding top engineering talent is as challenging as ever.

Your Step-by-Step Guide to Finding a Specialised Engineering Recruitment Agency in Newcastle

Technology evolves rapidly, and so do the demands of technology recruitment. What worked yesterday may not suffice tomorrow. To thrive, organisations need a forward-looking approach that not only finds the right talent today but prepares for future skill requirements. By building resilient talent pipelines, embracing continuous improvement, and delivering exceptional onboarding experiences, you create a sustainable framework that adapts to changing market conditions and business objectives.
<h2>Anticipating Future Skill Needs through Workforce Planning</h2>
A future-proof technology recruitment strategy starts with proactive workforce planning. Look beyond your current vacancies. Consider your product roadmap, planned expansions, and emerging technologies you may soon adopt. If you&rsquo;re anticipating a shift to a cloud-native architecture, you&rsquo;ll likely need DevOps engineers and cloud security specialists down the line.
Collaborate with technical leads and product managers to forecast the roles and skills you&rsquo;ll require over the next 12 to 24 months. Share these insights with your recruitment partner so they can start building talent pools well before critical positions open.
<h2>Building Talent Pipelines for Agility</h2>
A talent pipeline is an ongoing relationship with prospective candidates&mdash;some may be passive job seekers, others could be recent graduates or professionals from adjacent industries. By nurturing these relationships through periodic updates, industry news, or invitations to tech webinars, you create a pool of engaged talent ready to step in when roles appear.
This proactive approach reduces time-to-fill dramatically. Instead of starting from scratch with each vacancy, you can tap into a curated network of candidates who already know and respect your company. Talent pipelines also improve candidate quality, as you have more time to assess cultural fit and career alignment.
<h2>Continuous Learning and Adaptation in Recruitment Practices</h2>
Just as you expect your tech teams to stay current, your recruitment strategies must also evolve. Regularly review your metrics&mdash;time-to-fill, source-of-hire effectiveness, quality-of-hire&mdash;and look for patterns. Is a particular university producing standout junior developers? Is a certain coding test too easy or too hard, skewing your shortlists?
Partnering with a specialised recruiter like Jackson Hogg ensures you benefit from an ongoing dialogue about industry shifts. Perhaps new frameworks are gaining popularity, or salary expectations are shifting. By staying informed, you can adjust job requirements, revise compensation packages, or explore alternative sourcing channels preemptively.
<h2>Enhancing Candidate Engagement and Employer Branding</h2>
Future-proofing involves building a brand that resonates with tech professionals for the long haul. Continuously refine how you present your company&rsquo;s mission, values, and projects. Consider spotlighting individual employee achievements on your careers page, showcasing your team&rsquo;s diversity, or highlighting innovative internal initiatives.
Keep the conversation going, even outside hiring cycles. Sharing thought leadership articles, hosting tech talks, or mentoring local coding bootcamp students cultivates a positive reputation. When the time comes to recruit, candidates perceive you as a known entity, not a faceless employer&mdash;making them more receptive to your opportunities.
<h2>Leveraging Integrated Talent Solutions for a Robust Ecosystem</h2>
A sustainable recruitment model often includes multiple layers of support. For instance:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l8 level1 lfo45; tab-stops: list 36.0pt;">Talent Partnerships: These align your recruitment and business strategies over the long term, so your hiring evolves alongside your growth.</li>
<li class="MsoNormal" style="mso-list: l8 level1 lfo45; tab-stops: list 36.0pt;">Outsourced Recruitment: Ideal for scaling up hiring during product launches or expansions.</li>
<li class="MsoNormal" style="mso-list: l8 level1 lfo45; tab-stops: list 36.0pt;">HR Outsourcing: Streamlines onboarding, benefits administration, and compliance, ensuring your hires integrate smoothly.</li>
</ul>
By weaving these services together, you create an agile ecosystem where every stage&mdash;from initial contact with candidates to post-hire support&mdash;is consistently high-quality and efficient. Check out our Services and Technology Sector pages for insights on how to tailor these solutions to your needs.
<h2>Prioritising Onboarding Excellence</h2>
The work doesn&rsquo;t stop when a candidate signs the offer. A top-notch onboarding experience accelerates productivity and improves retention. In the tech world, onboarding might involve providing documentation on your architecture, code repositories, toolchains, and testing protocols. Pairing new hires with mentors helps them navigate company-specific workflows and coding standards quickly.
Consider using collaborative tools, structured training sessions, and immediate integration into a team project. By aligning onboarding with your cultural values&mdash;openness, continuous learning, or innovation&mdash;you reinforce the decision your new hire made to join. Positive early experiences reduce the risk of quick turnover, protecting your recruitment investment.
<h2>Retention and Professional Development as Recruitment Strategies</h2>
Retaining tech talent is as important as attracting it. Professionals who see a clear career progression, receive ongoing training, and feel valued are less likely to leave. This stability reduces frequent rehiring, which saves time and money.
Professional development initiatives&mdash;like funding certification courses, encouraging conference attendance, or rotating engineers through different projects&mdash;enhance retention. Over time, a stable core of tenured employees improves your employer brand. When word spreads that your company invests in talent development, new candidates seek you out, simplifying future recruitment cycles.
<h2>Global Reach and Remote Hiring</h2>
As remote work becomes standard, your hiring pool expands beyond local geographies. This opens opportunities to recruit specialists from different regions or countries, widening your access to rare skills. However, global hiring requires understanding international compliance, cultural nuances, and possibly visa sponsorships.
If you anticipate global expansion, discuss these elements with your recruitment partner early. They can advise on market rates, local talent availability, and practical steps to ensure a smooth, compliant hiring process. By integrating global considerations now, you avoid reactive hiring hurdles later.
<h2>Feedback Loops with Hires and Hiring Managers</h2>
Regular feedback from both hires and hiring managers drives continuous improvement. Ask new tech employees about their candidate experience and initial onboarding impressions. Similarly, solicit feedback from hiring managers about the quality of shortlists and overall process efficiency. These insights highlight what works and what needs refinement.
Acting on feedback not only improves immediate outcomes but also sends a message that you value stakeholders&rsquo; perspectives. Over time, this culture of responsiveness fosters trust, engagement, and willingness to adapt&mdash;key components of future-proofing your recruitment approach.
<h2>Measuring Long-Term Impact</h2>
While traditional KPIs like time-to-fill or cost-per-hire are valuable, future-proofing also involves long-term metrics. Assess the retention rates of hires made 1&ndash;2 years ago. Evaluate how they&rsquo;ve contributed to product development, innovation, or revenue growth. These metrics link recruitment quality directly to business performance, justifying investments in strategic hiring practices.
If certain roles consistently yield high-performing, long-tenured employees, analyse what sets them apart. Maybe it&rsquo;s the sourcing channel, the interview format, or the onboarding mentor program. Replicating successful patterns amplifies your competitive advantage in securing tech talent.
<h2>Getting the Guidance You Need</h2>
If you&rsquo;re considering how to make your technology recruitment future-proof, browsing our <a href="https://www.jacksonhogg.com/solutions">Services</a> and sector-specific pages provides a starting point. For personalised support, reach out via our <a href="https://www.jacksonhogg.com/contact-us">Contact</a> page. At Jackson Hogg, we believe that aligning recruitment with forward-thinking strategies and integrated talent solutions sets you up for long-term success.
<h2>Sustaining Success in a Changing Tech Landscape</h2>
Future-proofing technology recruitment isn&rsquo;t a static objective&mdash;it&rsquo;s a mindset of continuous evolution. By anticipating skill needs, building talent pipelines, delivering exceptional onboarding, and retaining talent through professional development, you create a resilient ecosystem. Combined with data-driven improvements and integrated talent services, this approach ensures your organisation remains adaptable, competitive, and capable of meeting the challenges of tomorrow.
In a field where change is constant, building a recruitment strategy that can flex and grow with you is not just wise&mdash;it&rsquo;s essential. By making every stage of hiring thoughtful, proactive, and data-informed, you ensure that your company&rsquo;s engine of innovation&mdash;its people&mdash;remains world-class.

Tech talent moves fast, and it might be time to review your recruitment processes to keep up

Future-Proofing Your Technology Recruitment: From Talent Pipelines to Onboarding Excellence

Technology has become the beating heart of countless industries, powering innovation and driving competitive advantage. From software developers and UX designers to data scientists and cybersecurity experts, the demand for top-tier tech professionals continues to surge. Yet, even as opportunities grow, finding the right candidates is increasingly challenging. The pace of technological change, persistent skill shortages, and high candidate expectations mean you must approach technology recruitment strategically and proactively.
This article explores how to thrive in a competitive tech talent market. We&rsquo;ll discuss employer branding, candidate engagement, specialised recruitment partners, and the integration of supportive services that help attract and retain the best minds in tech.
<h2>Understanding the Tech Talent Market</h2>
The technology sector evolves at breakneck speed. Skills that were rare five years ago&mdash;such as machine learning engineering or cloud-native infrastructure management&mdash;may now be mainstream requirements. At the same time, new disciplines emerge regularly. This fluidity leads to acute talent shortages in high-demand roles, making recruitment more challenging and costly.
On top of this, tech candidates often receive multiple job offers, forcing employers to differentiate themselves. Salary and perks matter, but top professionals also seek interesting projects, professional growth, flexible work arrangements, and a positive company culture. Aligning your recruitment strategy with these realities ensures you don&rsquo;t just find candidates&mdash;you secure the right fit who can drive innovation and growth.
<h2>Crafting a Compelling Tech Employer Brand</h2>
In <a href="https://www.jacksonhogg.com/sectors/technology">technology recruitment</a>, your employer brand can be the deciding factor. A strong brand tells a compelling story: what technologies you use, how you approach innovation, and how you support career development. Consider highlighting:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l73 level1 lfo44; tab-stops: list 36.0pt;">Cutting-Edge Projects: Tech professionals relish the chance to work on groundbreaking solutions. Showcase your most interesting products, R&amp;D initiatives, and success stories.</li>
<li class="MsoNormal" style="mso-list: l73 level1 lfo44; tab-stops: list 36.0pt;">Professional Development: Emphasise ongoing training, hackathons, or conference attendance. Candidates want to stay relevant, and knowing you invest in their growth is a major draw.</li>
<li class="MsoNormal" style="mso-list: l73 level1 lfo44; tab-stops: list 36.0pt;">Flexible, Inclusive Culture: Many tech experts value work-life balance, remote work options, and diverse teams that bring fresh perspectives. Promoting inclusivity and flexibility strengthens your appeal.</li>
</ul>
By communicating these attributes through your careers page, social media, and industry events, you set yourself apart from companies offering only a paycheck. Over time, a strong employer brand reduces hiring friction, attracts better candidates, and accelerates recruitment cycles.
<h2>Leveraging Niche Networks and Communities</h2>
Tech talent frequently congregates in online and offline communities: GitHub, Stack Overflow, local meetups, and open-source project forums. Participating in these communities&mdash;through sponsoring events, hosting workshops, or contributing to discussions&mdash;builds credibility and trust.
Instead of waiting for candidates to come to you, meet them where they spend their time. By engaging with tech communities, you gain insights into emerging skills, talent availability, and candidate expectations. This proactive approach helps fill your pipeline with professionals who may not be actively searching for jobs but remain open to the right opportunity.
<h2>Partnering with Specialised Technology Recruiters</h2>
Technology recruitment differs from generic hiring due to its technical complexity and dynamic skills landscape. A specialised recruiter, like Jackson Hogg, understands these nuances. They maintain curated databases of tech professionals, keep track of salary benchmarks, and swiftly adapt to market trends.
Visit our <a href="https://www.jacksonhogg.com/sectors/technology">Technology sector</a> page to learn how we align recruitment strategies with your product roadmap, tech stack, and cultural values. By outsourcing time-consuming sourcing and screening tasks, you ensure faster shortlisting, more accurate candidate matching, and ultimately, higher-quality hires.
<h2>Integrating Talent Solutions for Long-Term Success</h2>
To achieve sustained success in technology recruitment, consider integrating various talent solutions. A <a href="https://www.jacksonhogg.com/solutions/talent-partnership">Talent Partnership</a> can provide long-term alignment, allowing your recruiter to anticipate skill gaps as your company grows. If you&rsquo;re hiring at scale, <a href="https://www.jacksonhogg.com/solutions/talent-partnership">Outsourced Recruitment</a> manages large volumes efficiently. Coupled with <a href="https://www.jacksonhogg.com/solutions/hr-partnerships">HR Outsourcing</a>, you can streamline not only hiring but also onboarding and retention processes.
Such a holistic approach ensures that every hire is part of a bigger strategic picture. By creating a cohesive talent ecosystem&mdash;where finding, hiring, and retaining top tech professionals is seamless&mdash;you set the stage for sustainable growth and innovation.
<h2>Implementing Data-Driven Recruitment</h2>
In tech, data informs nearly every decision, and recruitment should be no exception. Track metrics such as time-to-fill, cost-per-hire, and candidate source effectiveness. Use analytics to identify bottlenecks&mdash;perhaps your interview process is too long, or certain channels yield consistently better candidates. Adjusting tactics based on data turns recruitment into a continuous improvement cycle.
For example, analytics might reveal that LinkedIn ads attract high-quality software developers, while local university partnerships bring in strong data science interns. With these insights, you can focus resources more effectively, reducing both time-to-fill and costs.
<h2>Employer Branding as a Candidate Experience</h2>
While branding attracts candidates, their experience during the hiring process seals the deal. Ensure your interviews are structured, respectful of candidates&rsquo; time, and free of unnecessary complexity. Provide constructive feedback promptly, even to those you don&rsquo;t hire. Remember that candidates often share their experiences&mdash;good or bad&mdash;on social media and employer review sites.
A positive candidate experience not only improves your immediate hiring outcomes but also strengthens your brand reputation, attracting more and better applicants in the future.
<h2>Adapting to Remote and Hybrid Work Models</h2>
The global shift towards remote and hybrid work has profound implications for technology recruitment. Talented professionals can now work from anywhere, increasing your potential talent pool but also intensifying competition. By offering flexible arrangements&mdash;fully remote, hybrid, or flexible hours&mdash;you remove geographical barriers and appeal to a broader range of candidates.
However, remote hiring may require adjusting your processes. Consider virtual interviews, online technical assessments, and remote onboarding strategies. By establishing a robust framework for remote collaboration, you signal to candidates that you&rsquo;re modern, agile, and committed to inclusive work practices.
<h2>Retention and Continuous Development</h2>
Technology recruitment isn&rsquo;t just about acquiring talent&mdash;it&rsquo;s about keeping it. Today&rsquo;s tech professionals want growth opportunities, mentorship, and a stimulating environment. Consider mapping out career paths, offering skill development programs, and encouraging knowledge-sharing. Even before a candidate accepts an offer, demonstrating a commitment to ongoing improvement can tip the scales in your favor.
Strong retention strategies reduce the need for constant hiring, lowering costs and preserving institutional knowledge. This stable talent base, combined with a reputation for nurturing careers, feeds a virtuous cycle&mdash;making future hires even easier.
<h2>For Further Guidance</h2>
For a deeper dive into integrated talent strategies, explore our <a href="https://www.jacksonhogg.com/solutions">Services</a> and consider how they fit your goals. Whether you need HR outsourcing for streamlined onboarding, or specialised recruitment for a particular tech stack, we can tailor solutions to your unique environment. Reach out via our <a href="https://www.jacksonhogg.com/contact-us">Contact</a> page for personalised advice.
<h2>Thriving in the Tech Talent Ecosystem</h2>
Technology recruitment is not a one-size-fits-all endeavor. It&rsquo;s a dynamic, continuous process that demands strategic thinking, strong branding, and a willingness to adapt. By building an attractive employer brand, engaging with niche communities, leveraging specialised recruitment partners, and integrating comprehensive talent solutions, you create an environment where top tech talent naturally gravitates towards you.
In a world where innovation can catapult businesses ahead, securing the right technology professionals isn&rsquo;t just a hiring decision&mdash;it&rsquo;s a strategic investment in your company&rsquo;s future success.

Our top tips for organising your recruitment strategy to find top tech talent.

Technology Recruitment in a Rapidly Evolving Landscape: Strategies for Securing Top Tech Talent

As February ends and the hearts and plastic roses are being removed from restaurant windows, we&rsquo;re taking a closer look at how the concepts of love and relationships play out in the workplace. In an environment where teamwork and connection are key, how do we ensure we are fostering the positive relationships that are vital for creating a thriving culture? And what happens when it goes too far!
Enjoy the read- as ever reach out for support if you need it-HRPartnership@jacksonhogg.com
Vicki Kneafsey
&nbsp;
<h2>Unlocking Employment Law: What&rsquo;s Changing &amp; Why It Matters</h2>
Vicki Kneafsey 
<h3>When Banter Goes Too Far: How to Keep Workplace Jokes Fun (and Safe)</h3>
It&rsquo;s February, love is in the air, and with Valentine&rsquo;s Day behind us, hearts and flowers may still be lingering in conversations around the office. But when workplace banter turns flirty or crosses into uncomfortable territory, things can quickly go wrong. Light-hearted jokes and friendly teasing can make the workplace enjoyable, but what happens when a joke isn&rsquo;t funny to everyone? With over 57 employment tribunal cases last year involving workplace &lsquo;banter,&rsquo; it's clear that joking around can land businesses in hot water if left unchecked.
What starts as harmless fun/ &lsquo;banter&rsquo; can turn sour fast. Imagine a colleague putting an arm around someone and jokingly asking for a kiss. Or calling a coworker "babe" and making comments about their looks. Even comments like "fat" or "bald" between friends at work can escalate. Some people laugh it off, but others might feel awkward, embarrassed, or targeted. Sexual remarks or jokes about someone&rsquo;s race, gender, or appearance however-Always a Big Red Flag. Even if the person making the comment didn&rsquo;t mean harm, it&rsquo;s how the other person feels that counts. Courts don&rsquo;t care if it was "just a joke." If someone is offended, that could lead to serious consequences.
Besides creating an uncomfortable working environment, there are legal implications. Discrimination and harassment claims aren&rsquo;t capped, meaning compensation can be hefty.&nbsp; Employers are now required to take reasonable steps to prevent harassment . In terms of remote work and group chats becoming the norm, those "harmless" comments in Slack or WhatsApp can still count as workplace harassment. And yes, employers can be held responsible for what happens outside of office hours.
A new Private Member&rsquo;s Bill proposes expanding the Health and Safety at Work Act 1974 to include preventing workplace harassment, especially sexual harassment. While employers are already expected to have policies, training, and risk assessments in place (as per the Workers Protection Act 2023), this Bill ups the stakes even further. If passed, the Health &amp; Safety Executive could enforce these obligations, with penalties including criminal liability and unlimited fines&mdash;far beyond the current 25% uplift on tribunal awards.
Even if the Bill doesn&rsquo;t become law, it signals a growing push to hold employers more accountable. The government is also eyeing a ban on non-disclosure agreements (NDAs) in sexual misconduct cases, aiming to boost transparency and protect employee rights. With the Bill&rsquo;s second reading set for 7 March 2025, now&rsquo;s the time for businesses to review harassment policies, update training, and take proactive steps to keep the workplace safe&mdash;and compliant. Even if the Bill doesn&rsquo;t pass, it reflects mounting pressure on employers to act. Acas data shows that, over the past nine months, 16% of sex discrimination cases involved sexual harassment. Helpline enquiries on the issue more than doubled in 2024, with employee calls up 59% in Q3 and employer calls rising 164% to over 100 for the first time. With the Bill&rsquo;s second reading on 7 March 2025, now&rsquo;s the time to review harassment policies, refresh training, and stay ahead of compliance demands.
Fun and laughter are part of a healthy workplace culture. But when jokes come at someone else&rsquo;s expense, it stops being funny. As HR professionals, we believe you can help keep the vibe upbeat while ensuring everyone feels respected. Ask yourself (and encourage your team to do the same): Would you be embarrassed telling your gran what you said? Would you be upset if your behaviour was reported in a newspaper or social media? If the answer is yes, it&rsquo;s probably best to keep that joke to yourself.
Let&rsquo;s keep the love in the air friendly, fun, and above all, respectful.
<h1>&nbsp;</h1>
<h2>Legal Spotlight: Key ER Cases You Need to Know</h2>
Vicki Kneafsey
<h3>Chen v De Newtown Ltd (2024), Air kiss does not constitute sexual harassment</h3>
In a recent UK employment tribunal case, Chen v De Newtown Ltd (2024), Miss Chen, an employee at a whisky bar, alleged that her manager, Mr. De Newtown, sexually harassed her by giving her an "air kiss" while walking her home from work. The tribunal, however, dismissed the claim, ruling that the gesture&mdash;made without physical contact&mdash;did not amount to "unwanted conduct of a sexual nature." The judge noted that Miss Chen likely misinterpreted what was intended as a friendly gesture, especially given their otherwise positive working relationship. No award was made as the claim was unsuccessful. This case highlights that not every perceived slight or awkward gesture amounts to harassment under the law, reminding employers and employees alike to distinguish between genuinely offensive conduct and benign actions that may be misinterpreted.
&nbsp;
<h3>Bratt v JGQC Solicitors Ltd: (2024) Legal Secretary's Sexual Harassment Claim Upheld</h3>
In June 2024, legal secretary Megan Bratt successfully claimed sexual harassment against her employer, JGQC Solicitors Ltd. The employment tribunal found that firm owner Marcus Hall's conduct&mdash;including inappropriate comments about Bratt's appearance and sharing personal stories about his ex-girlfriend&mdash;created an offensive and intimidating work environment. The tribunal dismissed the firm's defence that these actions were mere "office banter," emphasising that such behaviour constitutes harassment under the Equality Act 2010. The exact compensation amount is to be determined. These ruling highlights necessity for employers to maintain professional workplace conduct and to address grievances impartially to prevent harassment claims. 
&nbsp;
<h2>HR Hot Takes: What's Sparking Discussion in HR</h2>
Jack Williams
With Valentine&rsquo;s Day upon us, workplace relationships are once again a hot topic of discussion. While romance is in the air, employers must also consider the professional implications of personal connections in the workplace.
Workplace relationships are an inevitable aspect of professional life, often leading to increased collaboration and morale. However, recent high-profile incidents, such as the dismissal of Norfolk Southern's CEO Alan Shaw and chief legal officer Nabanita Chaterjee Nag for violating company policies with their romantic involvement, underscore the complexities these relationships introduce.
From an HR standpoint, it's imperative to balance the natural development of personal connections with the necessity of maintaining a professional environment. The BBC's "Managing Personal Relationships at Work" policy exemplifies this approach, emphasising transparency and the management of potential conflicts of interest.
<h3>Can Workplace Romances Actually Work?</h3>
According to Popsugar, while some workplace relationships succeed, they often require extra effort to maintain boundaries and professionalism. Romantic relationships at work can be a source of support and motivation, but they also demand maturity, open communication, and a clear separation between personal and professional roles.
The Wall Street Journal highlights that workplace relationships are not new, but they remain complicated due to power dynamics, company policies, and evolving cultural expectations. The Norfolk Southern case demonstrates how such relationships can escalate into serious corporate concerns, especially when transparency is lacking.
<h3>HR Considerations</h3>
HR&rsquo;s role isn&rsquo;t to police relationships but to ensure professionalism and fairness. Key considerations include:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1;">Transparency: Encouraging employees to disclose relationships that might impact workplace dynamics.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1;">Professional Boundaries: Ensuring personal relationships do not interfere with professional responsibilities.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1;">Conflict of Interest: Managing situations where personal ties could influence decision-making.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1;">Harassment Protections: Reinforcing that all relationships must be consensual and free from coercion.</li>
</ul>
While some may view such policies as intrusive, they are essential for fostering a respectful and equitable workplace. The goal is not to interfere in personal lives but to prevent scenarios where relationships could lead to perceptions of favouritism or actual conflicts of interest.
Ultimately, workplace relationships, when managed with clear policies and open communication, can coexist with a professional environment. It&rsquo;s the responsibility of HR to navigate this delicate balance, ensuring that personal connections enhance rather than hinder organisational integrity.
&nbsp;
<h2>The HR Compass: Navigating the Future of Work</h2>
Vicki Kneafsey
<h3>Does &lsquo;The One&rsquo; Exist? What makes someone truly love their job?</h3>
Valentine&rsquo;s Day brings with it an opportunity to reflect on relationships, love, and what truly makes us feel connected in love and life. But what about the relationship we have with our jobs? Is it possible to for employees to really love what they do -or is that just something that companies and HR people say is possible?! Jackson Hogg&rsquo;s &lsquo;why?&rsquo; is that we believe &ldquo;everyone deserves to love what they do&rdquo;. Research from Gallup reveals that only 15% of employees worldwide are engaged in their work which means there are a whole lot of unhappy and unfulfilled employees. With this in mind how can an organisation&rsquo;s people strategy help employees feel that passion for their work? 
One of the key elements in creating an environment where employees can fall in love with their job is company culture- the invisible thread that binds teams together and makes people want to show up every day. A recent survey by HR Magazine found that "A third of British employees have quit their jobs as a result of dissatisfaction with their company's culture. Cultural fit is a deeply personal aspect of work and varies from individual to individual- as well as potentially changing depending on life stage of an individual. Some employees thrive in an environment that values flexibility and work-life balance, while others may prefer a fast-paced, high-performance culture with clear structure and expectations. Aligning with a company&rsquo;s culture makes an employee feel seen and heard- a bit like the early days of a romantic relationship when everything just clicks!
Fostering equality and inclusion plays a crucial role in culture within the workplace. When employees feel valued, regardless of their gender, ethnicity, or background, they&rsquo;re more likely to connect with their company. That feeling that &lsquo;this person just gets me&rsquo;. This is crucial for smaller businesses where enhanced renumeration and benefits packages may not be an option. Creating a strong culture doesn&rsquo;t necessarily require a big budget. Nurturing and protecting an environment where respect, transparency, and open communication thrive, comes for free. Simple actions, like providing regular feedback, celebrating diverse perspectives, or supporting flexible working arrangements, can have a huge impact. CIPD research shows that 72% of employees believe a culture of inclusion boosts job satisfaction, highlighting how inclusivity is a key driver of engagement.
That being said, no one wants to feel like they&rsquo;re undervalued and pay and recognition are powerful love languages in the workplace. Competitive salaries and benefits can certainly help employees feel more appreciated. Again though it&rsquo;s not just about the numbers. Recognition, whether through bonuses, praise, or a simple &ldquo;thank you,&rdquo; is critical. According to the CIPD, 60% of employees who feel recognised are more likely to be motivated and stay with their current employer. It&rsquo;s not always the pay that keeps people happy&mdash;it&rsquo;s being acknowledged for their contributions. Isn&rsquo;t this the way in all healthy relationships?
In today&rsquo;s digital age, many people spend more time checking out potential employers than they do before a perspective first date. Websites like Glassdoor provide insights into company culture, pay, and employee satisfaction. It&rsquo;s a bit like stalking someone&rsquo;s Facebook profile before deciding whether to take the plunge and &lsquo;date&rsquo; them&mdash;or apply for that job. A CIPD study showed that 79% of job seekers are likely to use company reviews to evaluate potential employers. This level of transparency is crucial for candidates today, who want to know what they&rsquo;re getting into before they commit to a long-term relationship. For employers, this means managing your reputation is key. Your company's values and work culture should shine through in your online presence. It&rsquo;s not just about ticking boxes; it&rsquo;s about showcasing what makes your workplace special and ensuring day to day life is reflective of these values. No catfishing allowed!
Studies show that Generation X tends to value work-life balance, whereas Millennials are drawn to companies with strong ethical values and opportunities for personal growth. Meanwhile, Gen Z is all about authenticity and inclusion. Each generation expects something different from their work environment, and employers must adapt to attract the best talent. It&rsquo;s a bit like love &ndash; no two relationships are the same, and that&rsquo;s okay. Understanding the unique needs and preferences of each individual is key to building lasting commitment within your organisation. In today&rsquo;s world, there&rsquo;s no one-size-fits-all approach to work. By tailoring your approach to suit the diverse styles, values, and expectations of your team, you can foster a more engaged and loyal workforce. After all, that&rsquo;s what makes relationships work&mdash;compromise and understanding.
So what&rsquo;s the takeaway? Maybe an active LinkedIn profile job alert setting is a little like swiping through Tinder when you&rsquo;re in a relationship. When things aren&rsquo;t quite right, you keep your options open. But when you truly love your job, those alerts go off &ndash; and you couldn&rsquo;t care less. The key to success is to focus on creating a culture where employees don&rsquo;t feel the need to swipe right on other opportunities. Without a strong people strategy, it&rsquo;s like trying to find love without Cupid&mdash;HR can be the matchmaker that brings people and their dream roles together, ensuring the connection is strong and lasting. 
&nbsp;

HR Update - February 2025 - The Love Edition

Happy New Year! We hope you had a well-deserved break and are feeling refreshed for the exciting opportunities and challenges that lie ahead in 2025. This year, we&rsquo;re shaking things up! Instead of a single voice leading each edition of the HRP Newsletter, we&rsquo;re bringing you a collaborative approach- or partnering if you will!&nbsp;&nbsp;Myself and our Senior Business Partners will be sharing insights on the latest HR trends, key updates, and thought-provoking topics that matter most to you. We&rsquo;re looking forward to keeping you informed, inspired, and engaged throughout 2025!
As we step into 2025, it&rsquo;s already shaping up to be a pivotal year for HR professionals and employers alike. With significant changes to UK employment law on the horizon&mdash;covering everything from unfair dismissal rights to statutory pay increases&mdash;it&rsquo;s more important than ever to stay ahead of the curve.&nbsp;&nbsp;As ever, we will endeavour to break down the key legislative updates you need to know, share actionable, practical tips for preparing your workplace, and spotlight strategies to keep your teams engaged and thriving in the long term
Here&rsquo;s to a year of progress, innovation, and success in all things people.
Vicki Kneafsey
&nbsp;
<h2 class="MsoNormal">Unlocking Employment Law: What&rsquo;s Changing &amp; Why It Matters</h2>
Nicola Smith
<h3 class="MsoNormal">Fire and Rehire- Changing contractual clauses</h3>
Effective from 20 January 2025, employment tribunals have been granted the authority to adjust compensation by up to 25% in protective award claims where employers unreasonably fail to adhere to the statutory Code of Practice on dismissal and re-engagement. This is commonly known as 'fire and rehire' and is primarily used by employers who wish to amend an employee&rsquo;s contract of employment. The Statutory Code of Practice on Dismissal and Re-engagement (effective 18 July 2024) requires employers use 'fire and rehire' as a last resort, ensure meaningful consultation takes place with employees and that they explore all possible alternatives (it should be a last resort only). Looking ahead, the UK government has proposed more reforms to restrict 'fire and rehire' practices even further, aiming to ban them in all but the most exceptional of circumstances.&nbsp;&nbsp;If you are considering amending your employees&rsquo; contracts of employment, we strongly recommend that you reach out for us for support prior to beginning discussions.
&nbsp;
<h3 class="MsoNormal">Neonatal Care (Leave and Pay)</h3>
Parents who find themselves in the unexpected situation of their child requiring neonatal care often spend the first few weeks, (or sometimes even months) of their leave in hospital with their newborn. Plans to spend that time with their baby at home adjusting as a family are very much delayed, yet currently parents are required to use their maternity leave or paternity leave to cover this time spend away from work. They are then faced with returning home having already spent a significant amount of their leave with their baby in hospital in the most traumatic of circumstances, rather than enjoying their leave bonding with their newest family member. The negative impact of this can be significant, including stress for both parents during this time and feeling that they have lost out on precious time at home. There is also evidence to suggest it can leave some mothers feeling forced into resigning at the end of their maternity leave as they were not ready to return when their leave ran out.
To combat this the UK&rsquo;s new Statutory Neonatal Care Leave and Pay is set to take effect from 6 April 2025, offering up to 12 weeks of additional leave for eligible employees whose babies require at least 7 consecutive days of neonatal care within the first 28 days of life. This leave will be in addition to existing Maternity, Paternity, or Shared Parental Leave entitlements. While eligibility criteria have been confirmed&mdash;requiring at least 26 weeks of continuous service and meeting the minimum earnings threshold&mdash;the exact Statutory Neonatal Pay (SNP) rate has yet to be officially confirmed. Neonatal leave is to be taken in blocks of a week, (for every week that the baby is in hospital), for a maximum of 12 weeks. Pay is expected to be the same as other family-related statutory pay such as SMP. We are eagerly awaiting the publication of the final regulations and will be reaching out to our subscribed clients with a shiny new policy, training and communication package. If this is something you will need support with, please reach out.
&nbsp;
<h2 class="MsoNormal">Legal Spotlight: Key ER Cases You Need to Know</h2>
Vicki Kneafsey
<h3 class="MsoNormal">Fitzgerald v. NHS Trust (2024): 400 days sick- Unfair Dismissal Ruling and &pound;10,000 in Damages</h3>
In a recent ruling, an NHS cleaner who was dismissed after taking 400 sick days over four years was found to have been unfairly dismissed by an employment tribunal. The tribunal highlighted that while the employee's frequent absences, primarily due to long-term illness, had caused operational difficulties, the employer failed to properly consider reasonable adjustments under the Equality Act 2010. The tribunal emphasised that the NHS Trust did not sufficiently explore alternatives such as redeployment or offering support to manage the illness.
This case serves as a key reminder for employers to carefully consider their obligations under disability discrimination laws which can be extremely complex. It also underscores the importance of formally considering reasonable adjustments and having a clear, fair process in place before taking any dismissal action related to health-related absences.
&nbsp;
<h3 class="MsoNormal">Marshall v. Waitrose (2024): Sex Discrimination Ruling and &pound;12,000 in Damages</h3>
In a significant ruling, Emily Marshall, a former Waitrose employee, was awarded &pound;12,000 in damages after an employment tribunal found she had been discriminated against on the basis of sex. Marshall, who worked a four-day week due to childcare responsibilities, was accused of "skiving" and was subjected to less favourable treatment compared to her male counterparts. Despite her role being performed to the same standard, the tribunal ruled that Waitrose had failed to provide sufficient evidence to justify the treatment and found that the decision was rooted in&nbsp;gender bias.
This case highlights the importance for employers to ensure that any policies or practices related to flexible working are applied consistently and fairly. Employers must be cautious of gender stereotypes and ensure that employees, particularly women with childcare responsibilities, are not unfairly treated or penalised for taking advantage of flexible work options.
&nbsp;
<h2 class="MsoNormal">HR Hot Takes: What's Sparking Discussion in HR</h2>
Jack Williams
Lloyds Banking Group have followed in the footsteps of other big companies, such as Amazon, Meta and JP Morgan in mandating that their employees return to the office. However in this case the bank has gone one step further- by tying senior bonuses to office attendance in a move which has got the world of HR talking. Most of the commentary is not positive. While it&rsquo;s clear the organisation is trying to encourage in-person collaboration, linking pay rises, promotions, and bonuses to turning up in the office is a risky move - both from a legal perspective, and from a talent attraction and retention strategy.
The biggest issue is fairness. Not everyone can be in the office regularly, whether it&rsquo;s because they&rsquo;re juggling caregiving responsibilities, dealing with health issues, or living further away. These policies could end up penalising talented people who&rsquo;ve shown they can deliver great results from home. It sends a message that showing up is more important than what you actually achieve&mdash;and that&rsquo;s where it starts to feel like a step backwards.
Productivity is not the same thing as being in the office. Plenty of organisations have thrived with hybrid and remote working, and employees have proven they can do their jobs just as well without the commute. If businesses want people back in the office, they should focus on making it somewhere people want to be&mdash;creating a culture where collaboration and creativity thrive.
An additional issue is the phenomenon of&nbsp;malicious compliance&nbsp;as a concern. This happens when employees technically follow the rules but does so in a way that disrupts productivity, undermines team dynamics, or even harms the company culture. For example, employees may show up in the office exactly as required, but with minimal engagement or enthusiasm, creating a toxic environment or even slowing down workflow. While the letter of the RTO mandate is followed, the spirit is undermined.
Flexibility isn&rsquo;t just a perk anymore; it&rsquo;s what employees expect. Companies that start tying rewards to office attendance risk alienating their workforce at a time when keeping top talent is already a challenge. Instead of focusing on who&rsquo;s in the office, let&rsquo;s focus on what people deliver&mdash;surely that&rsquo;s what really matters?
What do you think?
&nbsp;
<h2 class="MsoNormal">The HR Compass: Navigating the Future of Work</h2>
Vicki Kneafsey
<h3 class="MsoNormal">What about the Human in Human Resources? AI in HR: Navigating Innovation, Ethics, and Emerging Pitfalls</h3>
Artificial Intelligence (AI) is rapidly changing (or will change) the way businesses manage their most valuable resource. Of course, here at Team HRP we will always class this as an organisation&rsquo;s people!&nbsp;&nbsp;From automating routine HR tasks to providing data-driven insights for smarter recruitment and employee engagement, AI can improve efficiency and support decision-making processes. In 2025, AI tools are expected to offer even deeper insights into people analytics, further transforming the HR landscape.
Currently, many employees are adopting AI tools like ChatGPT on an individual basis, rather than through organisation-wide initiatives. Whether it&rsquo;s drafting emails, generating ideas, or conducting research, many employees are increasingly using AI to boost productivity without formal support from their employers. While this can enhance individual efficiency, it also raises concerns about consistency and data privacy as these tools may be used outside company policies. Without clear guidelines, companies may struggle to ensure that AI usage aligns with data protection standards or intellectual property policies. Furthermore, employees using AI in isolation could unintentionally create silos or fail to integrate AI-generated insights with broader team objectives.
Another challenge is algorithmic bias, which occurs when AI systems unintentionally reinforce existing biases in training data. Algorithmic bias in action was highlighted in a 2018 study by ProPublica, which found that an AI system used in the criminal justice system to assess the risk of reoffending was biased against Black defendants. The study showed that the system overestimated the risk of reoffending for Black individuals while underestimating the risk for white defendants. This kind of bias can be rooted in the data used to train the AI system, which reflected historical disparities in arrest rates and sentencing. Similarly, in the hiring process, AI recruitment tools&mdash;if trained on biased or unrepresentative data&mdash;can inadvertently perpetuate gender or racial disparities. A 2019 study by The Gender Shades Project revealed that facial recognition software was far less accurate at identifying people with darker skin tones or women, leading to skewed hiring decisions. For organisations, these biases can not only expose them to legal risks under anti-discrimination laws but also undermine their diversity and inclusion efforts.
An emerging growing concern of AI use in people practices is &ldquo;snitch tagging&rdquo;. Snitch tagging refers to the practice of reporting or flagging colleagues' actions, typically in relation to adherence to workplace rules, either by employees or employers. For employees, this can mean using monitoring tools or informal channels to snitch on a colleague&rsquo;s lateness, missed deadlines, or non-compliance with company policies. For employers, it refers to using digital surveillance or performance tracking systems to monitor and flag employee behaviour or productivity.&nbsp;&nbsp;Whether initiated by employees or employers, snitch tagging can foster a toxic work environment, eroding trust and collaboration by promoting surveillance over open communication and teamwork.
Employees may feel watched and mistrusted, which can breed resentment and harm true collaboration.
As we continue to embrace the potential of AI in HR, it&rsquo;s important to remember that it&rsquo;s the humans who matter most. Technology can enhance our processes and provide valuable insights, but it should never replace the empathy, understanding, and cultural awareness that define effective HR and people management. AI should be a tool for supporting, not supplanting, human decision-making. As Mo Gawdat rightly puts it in&nbsp;Scary Smart, &ldquo;AI is here to help us, not replace us.&rdquo; In the end, while AI can assist in making data-driven decisions, the final decision should always rest with the human who understands the broader context, emotions, and impact of those choices.
&nbsp;
<h2 class="MsoNormal">Focus on Jackson Hogg HRP- Did you know that we offer&hellip;..?</h2>
<h3>Expert Support for Complex ER Cases &ndash; On Demand or part of our Subscription Services</h3>
Handling tricky employee relations (ER) cases can be time-consuming, legally complex, and high stakes for any business. Whether it&rsquo;s long-term sickness absence involving potential disabilities, complex disciplinaries, grievances, performance management, or sensitive issues like discrimination or whistleblowing, we can provide expert, hands-on support to guide you through every step.
Our team can assist with everything from drafting correspondence and coaching managers to getting totally hands on and leading formal meetings, facilitating protected conversations, and even supporting with COT3 and settlement agreements if required. This is available for organisations without HR support but also to support an existing in-house HR team where workload capacity or subject matter expertise is an issue.
If you need an outside perspective or require total independence for sensitive ER matters, we can also step in as an impartial third party offering objective, expert-led support to ensure fairness, compliance, and a smooth resolution.
We offer this as part of a retained service for ongoing support or on an On Demand on a pay by the hour basis, giving you flexibility depending on your needs. If you need more details please reach out to&nbsp;<a title="mailto:HRPartnership@jacksonhogg.com" href="mailto:HRPartnership@jacksonhogg.com">HRPartnership@jacksonhogg.com</a>

HR Update - January 2025

Identifying and securing scientific talent involves more than just posting vacancies and reviewing CVs. Effective science recruitment requires a structured, strategic approach that begins with understanding the skill sets needed, extends through a thorough assessment process, and concludes with a seamless onboarding experience. By treating recruitment as an end-to-end journey, you enhance your ability to attract high-quality candidates, maintain a strong employer brand, and ensure that each new scientist contributes swiftly and meaningfully to your organisation.
<h2>Start with Skills Mapping and Workforce Planning</h2>
Before writing a job description, clarify what you truly need. Skills mapping involves detailing the technical competencies, soft skills, and domain expertise required for success in a given role. Maybe you need an analytical chemist familiar with HPLC and mass spectrometry, or a genetics researcher adept at CRISPR editing. Understanding these exact requirements ensures you target the right candidates from the start.
Align your workforce planning with long-term projects and strategic objectives. Are you expanding into regenerative medicine or investing in green energy solutions? Forecasting future skill needs prevents reactive hiring and fosters a stable talent pipeline. Your recruitment partner can help anticipate skill gaps and advise on emerging talent markets.
<h2>Crafting Clear and Compelling Job Descriptions</h2>
In science recruitment, clarity is king. A well-structured job description outlines not only required qualifications but also desired attributes like adaptability, communication skills, or a penchant for innovation. Be specific about what success looks like&mdash;mention expected outcomes, the complexity of equipment used, and potential collaboration with cross-functional teams.
Don&rsquo;t forget to highlight what makes your company unique. Researchers are drawn to roles where they can make a tangible impact. Show how their work contributes to breakthroughs&mdash;be it developing sustainable materials or improving diagnostic accuracy. A compelling job description helps candidates self-select, improving the quality of applicants and reducing time spent on unsuitable profiles.
<h2>Implementing a Rigorous Yet Fair Screening Process</h2>
Screening for scientific roles often demands more than a quick CV review. Consider incorporating technical assessments, such as evaluating data analysis skills or asking candidates to explain experimental designs. If you&rsquo;re hiring a senior scientist, maybe a presentation of previous research findings or a hypothetical project proposal is appropriate.
However, balance rigor with fairness and respect. Avoid overly long or convoluted tests that deter quality candidates. Communicate timelines clearly and provide feedback when possible. A respectful, transparent screening process reflects well on your employer brand and can convert even unsuccessful candidates into brand ambassadors.
<h2>Engaging Specialist Recruiters for Efficiency</h2>
A specialist science recruitment partner streamlines the entire screening process. With expertise in scientific disciplines, they can quickly assess whether candidates&rsquo; backgrounds match the technical demands of the role. They may leverage networks built over years to find candidates not actively applying for jobs but open to the right opportunity.
Collaborating closely with your recruitment partner ensures they understand your unique culture and project goals. Over time, they become an extension of your internal team, enabling faster shortlisting and interviews. Explore our <a href="https://www.jacksonhogg.com/sectors/science">Science sector</a> page to see how Jackson Hogg tailors services to complex scientific hiring challenges.
<h2>Conducting Effective Interviews and Assessments</h2>
Interviews for scientific roles should go beyond standard Q&amp;A. Consider structuring them to cover three key areas:
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l39 level1 lfo41; tab-stops: list 36.0pt;">Technical Mastery: Can the candidate discuss current industry methodologies, regulatory standards, or innovative research techniques?</li>
<li class="MsoNormal" style="mso-list: l39 level1 lfo41; tab-stops: list 36.0pt;">Problem-Solving Ability: Present hypothetical scenarios, such as encountering unexpected lab results. How does the candidate approach troubleshooting? Do they think critically and creatively?</li>
<li class="MsoNormal" style="mso-list: l39 level1 lfo41; tab-stops: list 36.0pt;">Cultural and Team Fit: Science often involves collaboration. Can the candidate communicate complex ideas to non-experts? Are they receptive to feedback and open to learning?</li>
</ol>
Involving technical leads, project managers, or even future colleagues in the interview process ensures a well-rounded perspective. Just ensure the process remains efficient and fair. Overly lengthy interviews or excessive rounds can deter top candidates who have other offers.
<h2>Fostering a Positive Candidate Experience</h2>
Each interaction with a candidate&mdash;be it an email update, a technical test, or an interview&mdash;shapes their perception of your company. Timely communication, transparent expectations, and respectful feedback go a long way. Even if a candidate isn&rsquo;t a perfect fit now, a positive experience may encourage them to consider future roles or refer other scientists in their network.
Tools like applicant tracking systems and automated scheduling solutions reduce administrative burdens, ensuring prompt responses and minimised delays. Over time, building a reputation for professionalism attracts more candidates, improving the overall quality of your talent pool.
<h2>Onboarding Excellence: The Final Step in Science Recruitment</h2>
Once you&rsquo;ve selected the ideal candidate, the real work begins. Onboarding is crucial for scientific roles&mdash;new hires must familiarise themselves with lab protocols, safety regulations, data management systems, and ongoing projects. A structured onboarding plan helps them hit the ground running.
Consider assigning a mentor or &ldquo;buddy&rdquo; who can guide them through the first few months. Provide resources like documented protocols, access to relevant research papers, and clear milestones for their initial projects. By reducing uncertainty, you create a supportive environment that encourages high performance and speeds up time-to-productivity.
<h2>Retention Through Ongoing Professional Development</h2>
Great hires deliver even greater value when continuously developed. Investing in professional development&mdash;through conferences, training programs, or secondments to other labs&mdash;keeps scientists engaged and motivated. Regular performance reviews offer opportunities to discuss career aspirations, ensuring you retain top talent who might otherwise be lured away by competitors.
When candidates know they have room to grow, they&rsquo;re more likely to accept your offer in the first place. Over time, a reputation for nurturing scientific careers helps you become a magnet for ambitious researchers, reducing recruitment pressure.
<h2>Measuring Success for Continuous Improvement</h2>
To elevate your science recruitment process, track data-driven metrics. Time-to-fill, cost-per-hire, and quality-of-hire are baseline KPIs. Also, consider qualitative measures&mdash;candidate feedback surveys, retention rates of placed scientists, and productivity gains after onboarding.
Share these insights with your recruitment partner and internal stakeholders. Over time, you can identify patterns: maybe a certain interview format yields better-quality hires, or specific universities produce highly successful employees. By honing in on what works, you continuously raise the bar on your hiring outcomes.
<h2>Further Resources and Assistance</h2>
Review our <a href="https://www.jacksonhogg.com/solutions">Services</a> for a comprehensive view of how Jackson Hogg supports the entire talent lifecycle. If you have questions, want a personalised consultation, or need to integrate specialised recruitment with HR or talent partnership models, visit our <a href="https://www.jacksonhogg.com/contact-us">Contact</a> page.
<h2>From Vacancy to Valuable Contributor</h2>
Elevating your science recruitment process transforms the journey from filling a vacancy into building a thriving team of innovators. By starting with skills mapping, crafting clear job descriptions, and conducting thoughtful interviews, you attract candidates who excel technically and culturally. Integrating specialised recruitment partners, leveraging technology, and focusing on onboarding excellence ensures each new scientist becomes a valuable contributor swiftly.
As you refine your strategies based on data and feedback, your recruitment function becomes a competitive advantage. In an industry where knowledge, creativity, and passion drive breakthroughs, assembling the right scientific team is not just a hiring task&mdash;it&rsquo;s the cornerstone of sustainable innovation and growth.

Learn to elevate your scientific hiring process through clearer skills mapping, refined candidate assessments, and well-planned onboarding that enhances retention and productivity.

Elevating Your Science Recruitment Process: From Skills Mapping to Onboarding Excellence

In today&rsquo;s innovation-driven economy, science-based organisations&mdash;ranging from biotech start-ups to established pharmaceutical companies and research institutions&mdash;face intense competition for skilled talent. As the demand for experts in fields like molecular biology, genomics, materials science, and environmental research grows, companies must refine their science recruitment strategies or risk losing top candidates. This article explores how to stand out in a crowded market, attract the best scientific minds, and integrate a holistic approach to building a talent pipeline that sustains growth and discovery.
<h2>Understanding the Unique Challenges of Science Recruitment</h2>
Science recruitment differs from general recruitment for a few key reasons. First, the skill sets are often highly specialised. Roles may demand advanced degrees, laboratory experience, knowledge of regulatory frameworks, or familiarity with cutting-edge instrumentation. Second, these roles often require a blend of technical acumen and creative problem-solving&mdash;finding a candidate who can not only run assays but also interpret complex data and suggest novel experiments.
Finally, cultural fit matters immensely. In research-heavy environments, collaboration, integrity, and intellectual curiosity are as important as technical expertise. A good science recruiter understands these nuances, ensuring that candidates aren&rsquo;t just skilled, but also passionate and aligned with the organisation&rsquo;s mission.
<h2>Crafting an Appealing Employer Brand for Scientists</h2>
Scientists and researchers tend to look beyond salary. They&rsquo;re attracted to organisations with a strong sense of purpose, robust investment in R&amp;D, and a supportive environment that fosters intellectual growth. Crafting a compelling employer brand involves clearly communicating your organisation&rsquo;s mission&mdash;how your work contributes to solving global challenges, improving healthcare outcomes, or advancing sustainable energy solutions.
Highlighting career progression opportunities, access to state-of-the-art facilities, and the chance to publish or present research can set you apart. Ensure your online presence, job descriptions, and recruitment materials reflect these values. Over time, a strong employer brand positions you as an employer of choice in the scientific community, making it easier to attract top talent.
<h2>Leveraging Niche Talent Pools and Academic Partnerships</h2>
The best scientific talent often emerges from universities, research institutes, and professional networks. Partnering with academic institutions can help you access promising early-career researchers before they enter the broader job market. Consider sponsoring internships, PhD stipends, or early-career development programs. These efforts build brand recognition and create a pipeline of candidates familiar with your organisation.
You can also engage with niche professional organisations or attend scientific conferences where experts discuss the latest discoveries. By presenting your work or sponsoring events, you demonstrate commitment to the field and gain visibility among specialised talent pools. Over time, these relationships yield high-quality candidates who know and respect your brand.
<h2>Utilising Specialised Recruitment Partners</h2>
Working with a specialised science recruitment partner, like Jackson Hogg, can streamline the search for highly qualified candidates. Niche recruiters understand the technical jargon, industry regulations, and evolving skill sets demanded in STEM fields. They maintain extensive networks of both active and passive candidates, helping you quickly identify suitable individuals even for challenging, hard-to-fill roles.
Explore the Jackson Hogg <a href="https://www.jacksonhogg.com/sectors/science">Science Sector</a> page to understand how we tailor our approach to the nuances of scientific hiring. Our expertise enables efficient shortlisting, ensuring that every candidate you interview not only meets technical requirements but also embodies the curiosity and rigor your lab demands.
<h2>Integrating Science Recruitment with Other Talent Solutions</h2>
Some science-heavy organisations may benefit from combining science recruitment with a <a href="https://www.jacksonhogg.com/solutions/talent-partnership">Talent Partnership</a>, ensuring a long-term strategy rather than tackling hiring on an ad-hoc basis. Integrating HR functions through <a href="https://www.jacksonhogg.com/solutions/hr-partnerships">HR outsourcing</a> can also streamline onboarding, compliance, and benefits administration, freeing your scientific leaders to focus on breakthrough discoveries.
By creating a holistic talent ecosystem, you ensure that every stage&mdash;from identifying skill gaps to integrating new hires into the team&mdash;is handled cohesively. This consistency not only improves your hiring outcomes but also enhances the employee experience, increasing retention and long-term value.
<h2>Adapting to Market Trends and Emerging Disciplines</h2>
Science is constantly evolving. New fields&mdash;like synthetic biology, quantum computing, or CRISPR-based gene editing&mdash;emerge rapidly. To stay ahead, closely monitor industry trends and collaborate with your recruitment partner to adapt sourcing strategies. For instance, if data-driven drug discovery is on the rise, you might need candidates with bioinformatics or machine learning expertise. Adjusting job descriptions and outreach strategies ensures you remain competitive.
Data analytics can guide these adjustments. By reviewing metrics like time-to-fill, source-of-hire, and candidate quality, you can identify which methods yield the best results. This feedback loop allows for continuous improvement, ensuring that your science recruitment strategy evolves as quickly as the field itself.
<h2>Showcasing Your Company Culture and Values</h2>
While technical prowess is essential, top-tier scientists also care about the environment they&rsquo;ll be working in. Highlight your company&rsquo;s approach to collaboration, mentorship, and work-life balance. Do you have regular &ldquo;journal clubs&rdquo; where teams discuss the latest research? Is there support for attending conferences or pursuing additional certifications? Are cross-functional teams encouraged to solve problems from multiple angles?
These cultural elements differentiate you from competitors who only offer a paycheck. Include testimonials from current employees or brief interviews with your lead scientists on your careers page. If candidates see a vibrant intellectual community where their contributions will be valued, they&rsquo;re more likely to join.
<h2>Retention as Part of Recruitment Strategy</h2>
In a highly competitive market, retaining your top scientific talent is as crucial as attracting new hires. High turnover drains institutional knowledge and could slow innovation. Ensure your recruitment strategy includes thinking about retention. For example, understanding the career aspirations of candidates during the hiring process can guide targeted retention efforts&mdash;like setting clear paths for advancement or providing resources for professional development.
A positive candidate experience also sets the stage for better retention. Candidates who feel respected, informed, and engaged during recruitment carry those impressions forward into their employment. Over time, improving retention reduces the frequency of recruitment cycles and solidifies your firm&rsquo;s reputation in the scientific community.
<h2>Measuring Success and Continuously Improving</h2>
To ensure your science recruitment strategy remains effective, track key performance indicators (KPIs). Measure time-to-fill, quality-of-hire (often assessed through performance reviews and retention rates), and candidate feedback. Analysing these metrics identifies bottlenecks&mdash;such as slow interview turnaround times or unclear role definitions.
By sharing these insights with your recruitment partner, you can fine-tune job descriptions, interview processes, or employer branding initiatives. Continuous improvement ensures that as the scientific landscape evolves, your hiring approach remains aligned with both market demands and internal goals.
<h2>For Further Information</h2>
To explore how Jackson Hogg can assist in attracting top scientific talent, review our <a href="https://www.jacksonhogg.com/solutions">Services</a> and sector-specific pages. If you need an integrated approach that includes outsourced recruitment or a talent partnership, or if you have specific questions, visit our <a href="https://www.jacksonhogg.com/contact-us">Contact</a> page to start a conversation.
<h2>Building a Sustainable Talent Pipeline in Science</h2>
Mastering science recruitment requires strategic foresight, a nuanced understanding of the scientific community, and a commitment to employer branding and cultural fit. By fostering academic partnerships, leveraging specialised recruitment partners, and aligning hiring with long-term business goals, you transform recruitment from a reactive chore into a proactive, growth-enabling function.
In a world where scientific advancement moves swiftly, the ability to attract, engage, and retain top-tier scientists isn&rsquo;t just a hiring metric&mdash;it&rsquo;s a cornerstone of your company&rsquo;s capacity to innovate, discover, and make a lasting impact.

Discover how to stand out in a competitive science market by leveraging academic partnerships, sector branding, and targeted outreach to attract top scientific talent.

Science Recruitment in a Competitive Market: Strategies for Attracting Top STEM Talent

Engaging in outsourced recruitment is a significant strategic decision&mdash;one that can yield transformative benefits if approached thoughtfully. While speed, cost savings, and access to talent networks are compelling advantages, realising the full value of outsourced recruitment involves more than simply handing over the reins. It requires alignment, communication, and a focus on continuous improvement. In this article, we&rsquo;ll delve into best practices and long-term strategies for getting the most out of your outsourced recruitment partnership.
<h2>Setting Clear Objectives and Expectations</h2>
Before your outsourced recruitment partner begins sourcing candidates, it&rsquo;s crucial to establish clear objectives. Are you aiming to reduce time-to-fill for senior engineering roles? Is your goal to enhance candidate quality for niche technology positions? Perhaps you want to strengthen your employer brand or improve diversity in the talent pipeline.
By clarifying goals early, you set a benchmark for measuring success. Outline Key Performance Indicators (KPIs) like cost-per-hire, retention rates of placed candidates, or improvements in candidate satisfaction. These metrics not only guide initial strategies but also inform adjustments over time.
<h2>Fostering Transparent Communication</h2>
Transparency is the backbone of any successful partnership. Keep your outsourced recruitment team informed of changes in business strategy, product roadmaps, or internal restructures. Conversely, expect your partner to update you on market trends, candidate feedback, and process optimisations. Regular communication ensures both sides are working from the same playbook.
Consider setting up a schedule for reports and meetings. Monthly or quarterly reviews provide an opportunity to discuss achievements, address challenges, and refine approaches. By maintaining open communication channels, you create a dynamic relationship that adapts as your business evolves.
<h2>Ensuring Cultural Alignment</h2>
Cultural fit is a critical factor in successful hires, and outsourced recruitment doesn&rsquo;t change that. A skilled recruitment partner invests time in understanding your company culture, values, and team dynamics. They&rsquo;ll ask questions about what traits make someone thrive in your environment&mdash;be it collaboration, innovation, or attention to detail.
As you share these insights, your partner can tailor screening processes and interview criteria accordingly. Over time, they&rsquo;ll become adept at identifying not just candidates with the right skills, but also those who resonate with your ethos. This cultural alignment reduces turnover and fosters a cohesive workforce.
<h2>Leveraging Technology and Analytics</h2>
A hallmark of effective outsourced recruitment providers is their use of technology and analytics. Applicant tracking systems, AI-driven candidate matching, and data analytics tools streamline the process and provide actionable insights. Embrace these tools to gain visibility into your hiring pipeline.
For example, analytics might reveal that candidates sourced through a particular platform consistently perform better. Armed with this knowledge, your partner can allocate resources strategically, improving the quality of hires over time. Similarly, if analytics show bottlenecks at certain interview stages, you can address the issue&mdash;perhaps by training hiring managers or refining interview questions.
<h2>Integrating Outsourced Recruitment with Other Talent Services</h2>
To fully maximise value, consider integrating outsourced recruitment with complementary solutions. For instance, aligning it with HR Outsourcing can create a seamless employee lifecycle&mdash;from hiring to onboarding to ongoing support. A Talent Partnership model can extend the scope of the relationship, embedding your recruitment partner into your strategic workforce planning.
By seeing recruitment as part of a broader ecosystem&mdash;including training, professional development, and performance management&mdash;you ensure that every hire is set up for long-term success. This holistic approach can strengthen retention, lower recruitment costs over time, and boost your employer brand.
<h2>Adapting to Market Shifts and Skill Gaps</h2>
The talent market is fluid. Skills that are scarce today may be abundant tomorrow, and vice versa. Your outsourced recruitment partner should help you anticipate these shifts. Through regular consultation and market intelligence, they can advise on emerging skill sets, salary benchmarks, or new sourcing strategies.
For businesses in rapidly evolving sectors like Technology or Engineering, staying ahead of skill trends is crucial. By proactively adjusting sourcing tactics, you avoid last-minute scrambles that result in compromised hires or project delays.
<h2>Employer Branding as a Continuous Effort</h2>
Your recruitment partner&rsquo;s role in shaping employer branding doesn&rsquo;t end after the initial intake sessions. Treat it as an ongoing collaboration. Share any updates in your company&rsquo;s mission, new corporate responsibility initiatives, or recent awards. In turn, your partner can update job descriptions, candidate communications, and interview tactics to reflect these new elements.
Over time, a well-nurtured employer brand attracts higher-quality applicants, reducing the effort required to fill positions. It also increases the likelihood that candidates who don&rsquo;t receive offers still speak positively about your organisation, expanding your talent pool.
<h2>Building Internal Champions</h2>
While outsourced recruitment saves internal teams time, it doesn&rsquo;t mean they&rsquo;re uninvolved. Identify &ldquo;internal champions&rdquo; within your company&mdash;individuals who understand the value of the partnership and can facilitate communication. These champions can ensure that hiring managers provide timely feedback, help clarify evolving needs, and spread success stories internally. Their support helps maintain momentum and buy-in throughout the organisation.
<h2>Measuring Long-Term Impact</h2>
Short-term wins, like faster hires or reduced costs, are easy to measure. But the true value of outsourced recruitment emerges over time. Track metrics like retention rates of placed candidates after one or two years, improvements in team productivity, or a rise in employee satisfaction surveys. These longer-term indicators show how better hiring practices ripple through your organisation&rsquo;s performance and culture.
Set aside time annually to review these long-term metrics. How have hiring outcomes impacted revenue, product launches, or customer satisfaction? By connecting recruitment success to broader business results, you can justify continued investment in outsourced recruitment and drive ongoing optimisations.
<h2>When to Recalibrate the Partnership</h2>
No partnership is static. As your business model evolves&mdash;perhaps you pivot toward different technologies or enter new markets&mdash;your outsourced recruitment approach should adapt. If you&rsquo;re expanding internationally, your partner needs to understand cross-border compliance and adapt sourcing techniques to new talent pools.
Regularly reassess whether the scope of the partnership still aligns with your needs. If you initially outsourced only certain roles, but now realise you need a holistic approach, discuss expanding the scope. Conversely, if internal capacities grow, you might choose to scale back certain outsourced functions while maintaining others. Flexibility ensures the partnership remains mutually beneficial.
<h2>Outsourced Recruitment as a Living, Breathing Strategy</h2>
Outsourced recruitment is not a quick fix&mdash;it&rsquo;s a living, evolving strategy that demands attention, cooperation, and forward thinking. By setting clear goals, communicating openly, leveraging technology, and continuously refining approaches, you transform recruitment from a cost center into a value driver.
As the partnership matures, you&rsquo;ll see not just improved hiring metrics, but also broader benefits: stronger teams, enhanced innovation capacity, and a reputation as an employer of choice. In a talent-driven world, this strategic advantage can set you apart from competitors, ensuring you remain agile, resilient, and primed for long-term success.

Learn how ongoing communication, data-driven improvements, and integrated solutions ensure your outsourced recruitment partnership continually delivers exceptional engineering hires.

Maximising Value from Outsourced Recruitment: Best Practices and Long-Term Strategies

As businesses scale, diversify, and adapt to ever-shifting market conditions, the complexity of hiring multiplies. Managing job postings, screening CVs, scheduling interviews, and nurturing candidate relationships can stretch internal teams thin, especially if HR and hiring managers already juggle multiple responsibilities. Enter outsourced recruitment: a strategic solution that hands over the entire recruitment process (or key parts of it) to a specialised partner. By doing so, you free your organisation to focus on core objectives, improve candidate quality, and compress hiring timelines&mdash;all of which deliver a significant competitive advantage.
<h2>What Is Outsourced Recruitment?</h2>
Outsourced recruitment, sometimes known as Recruitment Process Outsourcing (RPO), involves delegating some or all hiring functions to an external firm like Jackson Hogg. This can include sourcing candidates, managing job adverts, screening applicants, conducting initial interviews, coordinating with hiring managers, and guiding successful candidates through the offer stage. By leveraging the expertise, networks, and technologies of a dedicated partner, companies often achieve faster hiring, lower turnover, and a more positive candidate experience.
Unlike traditional recruitment agencies that focus on filling individual roles, outsourced recruitment providers integrate deeper into your hiring infrastructure. They may use your applicant tracking systems, align with your employer brand guidelines, and report regularly on KPIs like time-to-fill, cost-per-hire, and retention rates.
<h2>Why Consider Outsourced Recruitment Now?</h2>
The modern talent landscape is more competitive than ever. Skill shortages in critical areas like engineering, technology, and life sciences can make hiring challenging, time-consuming, and expensive. Outsourced recruitment offers agility, allowing your organisation to scale recruitment efforts up or down quickly without overburdening internal teams.
If your internal staff spends excessive time on repetitive hiring tasks&mdash;like scanning hundreds of CVs or conducting initial phone screens&mdash;outsourcing these steps can dramatically improve efficiency. By freeing internal HR and hiring managers to focus on strategic initiatives, outsourced recruitment helps your company stay nimble and future-focused.
<h2>Key Benefits of Outsourced Recruitment</h2>
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l33 level1 lfo38; tab-stops: list 36.0pt;">Access to Extensive Talent Networks: Outsourced recruitment providers build wide-reaching talent pools over time. They maintain relationships with both active job seekers and passive candidates, enabling quicker placements for specialised and hard-to-fill roles. For instance, if you need a senior data engineer in a niche technology field, a recruitment partner with strong <a href="https://www.jacksonhogg.com/sectors/technology">technology sector</a> networks can tap into their connections rapidly.</li>
<li class="MsoNormal" style="mso-list: l33 level1 lfo38; tab-stops: list 36.0pt;">Consistent Hiring Process and Employer Branding: Maintaining a consistent, high-quality candidate experience is crucial. Outsourced recruitment partners standardise processes, ensuring each candidate receives timely communication, clear role descriptions, and a seamless journey from application to offer. Over time, this consistency strengthens your employer brand, making it easier to attract top talent.</li>
<li class="MsoNormal" style="mso-list: l33 level1 lfo38; tab-stops: list 36.0pt;">Reduced Costs and Time-to-Fill: By centralising recruitment under one specialist provider, you often reduce costs associated with advertising, third-party job boards, and inefficient processes. Additionally, a more efficient pipeline cuts down on time-to-fill, which reduces the burden on existing teams covering vacant roles and helps projects stay on track.</li>
<li class="MsoNormal" style="mso-list: l33 level1 lfo38; tab-stops: list 36.0pt;">Scalability and Flexibility: Whether you&rsquo;re undertaking a hiring surge due to a new project or scaling back due to market changes, outsourced recruitment adapts to your needs. This flexibility helps avoid the overhead of building a large internal recruitment team that may not always operate at full capacity.</li>
<li class="MsoNormal" style="mso-list: l33 level1 lfo38; tab-stops: list 36.0pt;">Data-Driven Decisions and Reporting: A reputable outsourced recruitment partner uses data and analytics to optimise the hiring process. By analysing recruitment metrics, you can identify bottlenecks, improve candidate quality, and enhance diversity and inclusion efforts. Such insights make your talent strategy more proactive and effective.</li>
</ol>
<h2>Integrating Outsourced Recruitment with Other Talent Services</h2>
Many companies benefit from combining outsourced recruitment with other strategic solutions. For instance, pairing it with <a href="https://www.jacksonhogg.com/solutions/hr-partnerships">HR outsourcing</a> can streamline not just hiring, but also onboarding and employee administration. Alternatively, integrating a <a href="https://www.jacksonhogg.com/solutions/talent-partnership">Talent Partnership</a> approach helps ensure that your outsourced recruitment aligns with long-term workforce planning, not just immediate vacancies.
By adopting a holistic talent acquisition strategy, you create a smoother candidate and employee lifecycle. For specialised fields like engineering or science, exploring sector-specific pages&mdash;like our <a href="https://www.jacksonhogg.com/sectors/engineering">Engineering Sector</a> or <a href="https://www.jacksonhogg.com/sectors/science">Science Sector</a> pages&mdash;can provide insights into how outsourced recruitment solutions adapt to unique industry requirements.
<h2>Ensuring Cultural Fit and Retention</h2>
One potential concern about outsourcing recruitment is whether it might compromise cultural fit. On the contrary, a well-executed outsourced recruitment strategy enhances cultural alignment. Your recruitment partner invests time in understanding your organisational culture, values, and long-term goals. Armed with this knowledge, they&rsquo;re better positioned to screen for candidates who not only meet technical requirements but also resonate with your work ethos.
This alignment reduces turnover, as new hires integrate more smoothly and stay longer. In turn, lower turnover saves money and maintains team stability, further strengthening your competitive standing.
<h2>Employer Branding and Candidate Experience</h2>
In a market where candidates have more choices, your employer brand sets you apart. Outsourced recruitment partners help craft compelling job adverts, present a consistent brand image across multiple touchpoints, and provide prompt, courteous candidate communications. Even applicants who don&rsquo;t get an offer leave with a positive impression, which can lead to referrals and reputational boosts.
Over time, as more candidates recognise your company as respectful and professional in its hiring process, you&rsquo;ll build a stronger talent pipeline&mdash;one that&rsquo;s easier and quicker to tap into as your needs evolve.
<h2>Data and Continuous Improvement</h2>
One of the hidden strengths of outsourced recruitment is the focus on improvement. Your partner provides regular reports on KPIs like time-to-fill, candidate quality ratios, and source-of-hire effectiveness. These metrics inform ongoing optimisations. If certain job boards yield better candidates, you can concentrate resources there. If initial screening methods aren&rsquo;t filtering effectively, you can refine them.
This data-driven approach ensures that your recruitment function evolves with market trends and internal feedback. Over time, you cultivate a culture of continuous improvement, ensuring you remain competitive, even as the talent landscape shifts.
<h2>How to Get Started with Outsourced Recruitment</h2>
Begin by outlining your goals. Are you tackling a large hiring initiative, looking to reduce time-to-fill, or aiming to elevate your employer brand? Identifying key objectives helps your outsourced recruitment partner tailor their approach. Then, review your existing processes. Where are the bottlenecks? Which roles are hardest to fill? Sharing this information upfront accelerates alignment and ensures the partnership starts strong.
Don&rsquo;t forget to involve stakeholders&mdash;from department heads to HR managers&mdash;in shaping the relationship. Their insights on culture, skill requirements, and talent gaps are invaluable for your recruitment partner. Once the partnership is established, schedule regular check-ins, review reports, and stay open to feedback and adjustments.
If you have questions about how outsourced recruitment would work for your organisation, our <a href="https://www.jacksonhogg.com/contact-us">contact</a> page is a great place to start a conversation. We can discuss your unique context, recommend best practices, and map out a strategy designed around your objectives.
<h2>Transforming Recruitment into a Strategic Advantage</h2>
Outsourced recruitment moves hiring from a reactive, time-consuming chore to a streamlined, proactive strategic function. By tapping into specialised expertise, technology-driven processes, and extensive talent networks, you gain a crucial edge in a talent-driven economy. Faster hires, higher-quality candidates, and stronger employer branding position your organisation to capitalise on opportunities and navigate challenges with ease.
In essence, outsourced recruitment isn&rsquo;t about relinquishing control&mdash;it&rsquo;s about embracing a partnership that amplifies your strengths, covers your weaknesses, and ensures you always have the talent you need to excel. In a world where the right people can propel you forward, investing in outsourced recruitment may be the competitive differentiator your business needs.

ind guidance on evaluating technical expertise, screening methods, and cultural fit to pick an outsourced recruitment partner that consistently sources top engineering talent.

Outsourced Recruitment: Streamlining Your Hiring to Gain a Competitive Edge

While cost reduction is often the headline benefit of HR outsourcing, focusing solely on economics understates the strategic value it can bring. Today&rsquo;s HR functions shape corporate culture, enhance employee engagement, and directly impact productivity and innovation. By outsourcing these responsibilities to a skilled partner, you not only save money but also gain insights, agility, and the opportunity to outmaneuver competitors in the battle for top talent. This article explores how HR outsourcing can be a strategic advantage that bolsters your competitiveness in increasingly crowded markets.
<h2>Elevating the Role of HR</h2>
Traditionally, HR was seen as a back-office function&mdash;managing payroll, handling paperwork, and ensuring compliance. But in the modern business context, HR is at the forefront of shaping the employee experience and employer brand. With the right guidance, HR becomes a driver of strategic outcomes like faster time-to-market for new products, improved customer satisfaction (through better-aligned teams), and a more resilient talent pipeline ready for market disruptions.
When you outsource HR to a partner like Jackson Hogg, you tap into experienced professionals who understand the UK&rsquo;s employment landscape and global talent trends. They help you align HR policies with business objectives, ensuring every HR initiative&mdash;be it onboarding, performance reviews, or professional development&mdash;supports long-term goals.
<h2>Speed, Efficiency, and Precision</h2>
In a dynamic environment, speed matters. The quicker you can hire, onboard, and mobilise talent for new projects, the better you can capitalise on market opportunities. With HR outsourcing, you benefit from streamlined processes, automation tools, and standardised practices that reduce administrative friction. The result? A nimble, responsive HR function that doesn&rsquo;t slow you down.
For example, if your engineering division is about to undertake a critical new project, your outsourcing partner can quickly ramp up hiring efforts. By integrating seamlessly with <a href="https://www.jacksonhogg.com/sectors/engineering">engineering sector</a> recruitment efforts and automating HR tasks, they ensure that new engineers are productive from day one, improving your speed-to-innovation.
<h2>Access to Best Practices and Benchmarking</h2>
Staying competitive means constantly striving to improve. HR outsourcing providers work with multiple clients across different industries, accumulating a wealth of knowledge and best practices. Whether it&rsquo;s fine-tuning performance management frameworks or introducing cutting-edge digital HR solutions, you gain access to insights that might be elusive if you managed HR internally.
Moreover, by benchmarking your HR policies and results against industry standards, your outsourcing partner helps you identify areas for improvement. Maybe your compensation packages need adjustment, or your training programs aren&rsquo;t hitting the mark. Continuous improvement ensures that your talent strategy remains competitive in a marketplace where professionals have more choices than ever.
<h2>Support for Culture and Employee Engagement</h2>
One might assume outsourcing HR would distance the company from its employees. In reality, it can bring the opposite effect. By offloading administrative tasks to experts, your internal leaders have more bandwidth to focus on culture, mentorship, and leadership development. Your outsourcing partner also brings tried-and-tested frameworks for employee surveys, engagement metrics, and recognition programs. This leads to a more cohesive, motivated workforce&mdash;one that&rsquo;s more likely to stay and grow with your company.
As employee engagement correlates strongly with productivity, innovation, and retention, enhancing it through HR outsourcing is a strategic advantage. Imagine a technology scale-up that reduces employee turnover by 15% due to better onboarding and training facilitated by an outsourced HR partner. That stability translates to steady output, less downtime training replacements, and a stronger competitive position overall.
<h2>Mitigating Risk and Enhancing Reputation</h2>
In a competitive landscape, reputation matters. Compliance violations, payroll errors, or poorly handled grievances can damage your brand, making it harder to attract clients and candidates. HR outsourcing reduces these risks by putting experts at the helm of compliance and administrative tasks.
Should a regulatory change occur&mdash;such as new UK employment rules&mdash;your partner will quickly update policies, train staff, and ensure adherence. This vigilance protects not only your bottom line but also your brand image as a fair, compliant employer. Potential clients and investors notice when your company consistently meets its obligations and treats its workforce ethically, differentiating you in a crowded field.
<h2>Strategic Workforce Planning</h2>
Companies that excel in long-term workforce planning enjoy a significant edge. They anticipate skill shortages, capitalise on emerging technologies, and ensure their teams evolve alongside industry trends. HR outsourcing partners, integrated with your strategic planning cycle, can provide data-driven forecasts of hiring needs, skills gaps, and succession planning opportunities.
Combining these insights with talent acquisition solutions&mdash;like <a href="https://www.jacksonhogg.com/solutions/talent-partnership">outsourced recruitment</a> or integrated <a href="https://www.jacksonhogg.com/solutions/talent-partnership">Talent Partnerships</a>&mdash;results in a proactive approach to building your workforce. Instead of playing catch-up, you&rsquo;re seizing talent opportunities before competitors know they exist.
<h2>Global Reach and Flexible Models</h2>
If your growth ambitions stretch beyond the UK, HR outsourcing can help navigate international complexity. Understanding local employment laws, cultural nuances, and global mobility programs demands specialised knowledge. An experienced outsourcing partner offers that expertise, whether you&rsquo;re hiring engineers in Germany or tech professionals in India.
This global perspective provides you the flexibility to respond to market changes. If a new overseas market opens up unexpectedly, your partner can quickly handle the HR essentials, ensuring you&rsquo;re ready to recruit, hire, and manage employees worldwide. This agility places you ahead of competitors who need more time to adapt.
<h2>Integrating HR Outsourcing with Digital Transformation</h2>
Digital tools have revolutionised HR&mdash;automated onboarding systems, e-learning platforms, and predictive analytics are now standard for progressive companies. An HR outsourcing partner versed in these technologies ensures you deploy the right tools for your scale and industry. This empowers managers and employees to self-serve HR functions, freeing strategic leaders to focus on competitive differentiation.
For instance, as you integrate analytics platforms, you might discover correlations between certain skill sets and product success rates. Armed with that knowledge, you can proactively recruit these skill sets through outsourced HR channels, staying one step ahead of rivals who rely on gut instincts or outdated hiring methods.
<h2>Optimising the Candidate Journey and Employer Brand</h2>
In a competitive talent market, the candidate experience can make or break your recruitment efforts. An efficient, respectful, and transparent hiring process sets you apart from competitors who subject candidates to lengthy, convoluted procedures. HR outsourcing partners streamline everything from scheduling interviews to extending offers, ensuring candidates get a positive impression of your company.
A refined candidate journey not only helps secure top talent but also leaves a favorable impression on candidates who might share their experiences online. Over time, this elevates your employer brand, making you a magnet for top-tier professionals&mdash;even those passively looking. Better talent acquisition means stronger teams, more innovation, and a steadily increasing competitive moat around your business.
<h2>Continuous Improvement and Strategic Alignment</h2>
To maintain a competitive edge, companies must constantly evolve. HR outsourcing isn&rsquo;t a static arrangement&mdash;it&rsquo;s a dynamic partnership that should be reviewed regularly. By analysing performance metrics, assessing employee engagement scores, and reviewing compliance and retention data, you can fine-tune your HR strategies continually.
This iterative approach ensures that as your business and markets change, your HR function remains aligned. Instead of reacting to competitive pressures after they appear, you&rsquo;re anticipating them&mdash;adjusting compensation structures, launching new training initiatives, or exploring different geographic talent pools as needed.
<h2>A Catalyst for Sustainable Competitiveness</h2>
While cost savings are a welcome advantage of HR outsourcing, the true value lies in strategic empowerment. By outsourcing HR functions to experts who understand compliance, culture, engagement, and innovation, you elevate human resources into a competitive differentiator.
In a world where talent can make or break your long-term success, HR outsourcing helps you secure the right skills faster, keep employees happier, and align your talent strategy with broader business goals. It frees you to focus on what sets your company apart&mdash;be it a cutting-edge product, a unique service offering, or a superior customer experience&mdash;while ensuring your HR foundation is rock-solid and future-ready. In short, HR outsourcing isn&rsquo;t just about doing HR better; it&rsquo;s about doing business better.

Explore strategies and best practices for maximizing the value of HR outsourcing, ensuring it supports talent goals, improves efficiency, and enhances the employee experience as your business expands.

HR Outsourcing for Competitive Advantage: Beyond Cost Savings

In today&rsquo;s fast-paced business landscape, human resources (HR) can no longer be viewed as a mere administrative function. It&rsquo;s a strategic pillar that influences organisational culture, talent quality, compliance, and overall competitiveness. As companies evolve, the complexity of managing HR internally can grow exponentially - requiring expertise in employment law, benefits administration, performance management, and more. That&rsquo;s where HR outsourcing comes in. By partnering with a specialised provider, you can streamline processes, reduce costs, and refocus your energy on what truly matters - your core business objectives.
<h2>What Is HR Outsourcing and Why Consider It Now?</h2>
HR outsourcing involves delegating some or all of your human resources functions to an external specialist, such as a recruitment and HR services firm like Jackson Hogg. This can range from handling payroll and benefits administration to overseeing the full spectrum of talent acquisition, compliance, and onboarding processes.
Why consider it now? As the world of work evolves&mdash;fueled by technological innovation, global competition, and shifting employee expectations&mdash;staying ahead of HR complexities demands agility and expertise. HR outsourcing provides immediate access to seasoned professionals who understand local employment law, competitive compensation structures, and best practices in talent management. By visiting our dedicated <a href="https://www.jacksonhogg.com/solutions/hr-partnerships">HR outsourcing</a> page, you can see how we tailor solutions to fit various organisational sizes and sectors.
<h2>Advantages of HR Outsourcing</h2>
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l67 level1 lfo36; tab-stops: list 36.0pt;">Cost Efficiency: Managing an internal HR department can be expensive. Full-time HR personnel, ongoing training, HR software, and compliance audits all require time and investment. Outsourcing reduces overhead by allowing you to pay for services only when needed, and you benefit from the provider&rsquo;s economies of scale and existing infrastructure.</li>
<li class="MsoNormal" style="mso-list: l67 level1 lfo36; tab-stops: list 36.0pt;">Access to Expertise: HR laws and best practices evolve constantly. An outsourced provider stays up-to-date, ensuring you remain compliant and competitive in your talent strategies. Whether it&rsquo;s understanding UK employment legislation or benchmarking salaries against market trends, you can rely on experts who live and breathe HR.</li>
<li class="MsoNormal" style="mso-list: l67 level1 lfo36; tab-stops: list 36.0pt;">Scalability and Flexibility: As your business grows or contracts, your HR needs change. HR outsourcing allows you to scale services up or down without the hassle of hiring or laying off internal staff. This flexibility is particularly valuable for start-ups, scale-ups, and companies undergoing mergers or restructuring.</li>
<li class="MsoNormal" style="mso-list: l67 level1 lfo36; tab-stops: list 36.0pt;">Focus on Core Competencies: Every hour spent wrestling with HR administration is an hour not spent on product development, market expansion, or customer relationships. Outsourcing frees up leadership and internal teams to concentrate on strategic initiatives, innovation, and revenue generation.</li>
<li class="MsoNormal" style="mso-list: l67 level1 lfo36; tab-stops: list 36.0pt;">Improved Candidate and Employee Experience: Outsourcing often pairs well with other talent services, such as <a href="https://www.jacksonhogg.com/solutions/talent-partnership">outsourced recruitment</a>. By having a partner handle the entire employee lifecycle&mdash;from recruitment to offboarding&mdash;you ensure consistency, professionalism, and efficiency. This positive experience boosts employer branding and retention.</li>
</ol>
<h2>Aligning HR Outsourcing with Your Strategic Goals</h2>
Before you embark on HR outsourcing, identify your key objectives. Are you aiming to rapidly scale your workforce for a new project? Do you need to maintain compliance in multiple international markets? Or perhaps you want to improve employee satisfaction and retention. Clarifying your goals allows the outsourcing partner to tailor their approach.
For example, if your priority is rapid scaling, your outsourcing partner can align closely with your talent acquisition strategies, leveraging their pipelines of candidates. Jackson Hogg&rsquo;s <a href="https://www.jacksonhogg.com/solutions">services</a> can integrate HR outsourcing with recruitment solutions, creating a seamless approach that ensures new hires are onboarded smoothly and supported with robust HR services from day one.
<h2>Ensuring Compliance and Risk Mitigation</h2>
Compliance isn&rsquo;t just a legal checkbox; it&rsquo;s a cornerstone of reputation and trust. From proper documentation and right-to-work checks to GDPR compliance for employee data, there are numerous areas where a misstep could result in fines or litigation. An HR outsourcing partner specialised in UK and international labour laws reduces that risk. They keep abreast of changes in legislation, ensuring your policies and procedures remain up-to-date.
Moreover, HR outsourcing providers offer robust auditing and reporting systems. By maintaining transparent records and clear governance, they help you demonstrate due diligence in the event of an audit or inquiry. This risk mitigation can be especially critical for companies operating in highly regulated sectors like engineering, science, or technology, where employee certifications, health and safety training, and background checks are crucial.
<h2>Improving Internal Processes and Decision-Making</h2>
Outsourcing HR doesn&rsquo;t mean losing visibility or control; it actually can improve oversight. With standardised processes, clear documentation, and regular reporting, you gain better insights into your workforce&mdash;everything from absenteeism rates to salary benchmarking and performance metrics. Armed with this data, you can make more informed strategic decisions. For example, if you notice a spike in turnover in a particular department, you can address it before it affects your bottom line or market reputation.
A good outsourcing provider also offers consulting services. They can advise on restructuring compensation packages, implementing performance management frameworks, or even guiding diversity and inclusion initiatives. With their finger on the pulse of talent trends, you gain a trusted advisor who can help position you as an employer of choice.
<h2>Integrating HR Outsourcing with Other Talent Services</h2>
One of the key advantages of working with a provider like Jackson Hogg is the synergy between HR outsourcing and other talent solutions. Maybe you&rsquo;re also considering a <a href="https://www.jacksonhogg.com/solutions/talent-partnership">Talent Partnership</a>, integrating long-term talent strategy with immediate HR needs. Or perhaps you want to leverage <a href="https://www.jacksonhogg.com/sectors/science">science sector</a> or <a href="https://www.jacksonhogg.com/sectors/engineering">engineering sector</a> insights for specialised technical hires.
By combining these services, you create a holistic talent ecosystem&mdash;one where finding the right people, onboarding them, managing their performance, and supporting their career development all happen under one strategic umbrella. This integration drives consistency, reduces administrative friction, and ultimately enhances your employer brand.
<h2>Transitioning to an Outsourced HR Model</h2>
If you&rsquo;ve always managed HR internally, transitioning to an outsourced model may seem daunting. The key is to communicate openly with your employees, clarifying that the goal is to enhance efficiency, compliance, and their overall experience. Work closely with your outsourcing partner to establish clear service level agreements (SLAs), timelines, and escalation procedures.
It&rsquo;s also a good idea to start gradually. Maybe begin by outsourcing payroll and compliance tasks, then expand into performance management and training support once you&rsquo;re comfortable with the partnership. Over time, you&rsquo;ll build trust and reap increasingly significant benefits.
<h2>Monitoring and Optimising the Outsourced Relationship</h2>
Outsourcing is not &ldquo;set it and forget it.&rdquo; Maintain regular communication with your HR outsourcing partner. Set KPIs&mdash;like time-to-onboard, employee satisfaction scores, and compliance audit results&mdash;and review them periodically. Your partner should be open to feedback, continuously refining processes to better serve your evolving business needs.
As your company grows, you may require additional services like leadership coaching or international HR support. A flexible outsourcing relationship can expand to incorporate these elements, ensuring you&rsquo;re always ahead of the curve.
<h2>For More Information</h2>
If you want to explore how HR outsourcing could transform your HR operations, we invite you to review our dedicated <a href="https://www.jacksonhogg.com/solutions/hr-partnerships">HR outsourcing</a> page. For inquiries or personalised consultations, reach out through our <a href="https://www.jacksonhogg.com/contact-us">contact</a> page. Our team at Jackson Hogg will gladly discuss how we can align HR outsourcing with your unique challenges and ambitions.
<h2>Elevating HR from a Function to a Strategic Asset</h2>
HR outsourcing transcends the administrative tasks of old, elevating human resources to a strategic asset that supports growth, innovation, and competitiveness. By partnering with experts who offer best-in-class tools, compliance knowledge, and process efficiencies, you free your organisation to focus on its core mission.
In an age where talent is a key differentiator, ensuring that your HR processes are both robust and flexible isn&rsquo;t just an operational decision&mdash;it&rsquo;s a strategic imperative. Embrace HR outsourcing and watch as it streamlines your workflow, reduces costs, and positions you as an employer prepared to thrive in today&rsquo;s dynamic marketplace.

Discover how UK scale-ups can use HR outsourcing to ease compliance burdens, streamline processes, and focus leadership effort on strategic growth.

HR Outsourcing: A Strategic Lever for Scaling Your Business

Understand how a talent partnership shifts the hiring model from reactive to proactive, aligning workforce planning with long-term business objectives.

Unlocking Long-Term Value Through a Talent Partnership: A Comprehensive Guide

At Jackson Hogg's HRP we would like to say a heartfelt thank you to our clients for trusting us with your HR and people needs in 2024. Your partnership has been invaluable, and we look forward to continuing to support you in the year ahead. Together we have navigated the inevitable challenges, implemented innovative solutions, and helped you to create even better workplaces. &nbsp;It&rsquo;s clear that 2025 is not going to be without its trials- both financial and legislatively for employers. Luckily at HRP we love a challenge and are raring to go! 2025 is not a year you want to navigate without expert people support, so those without current HR provision, please feel free to reach out for a coffee and a chat! We thought we would round up the year with a look at some significant tribunal cases from 2024.
&nbsp;
<h2 class="MsoNormal">Festive Fun: Navigating party season successfully</h2>
We all know that some people view HR as the fun police. All we can say is you must never have seen Team HRP on the dancefloor! That being said, although Company Christmas parties can be a great way to celebrate, they&rsquo;ve also been the source of some memorable tribunal cases.
Case: Emily Brown v. Festive Ltd (2024) &ndash; During a holiday party, inappropriate comments made by a manager led to a harassment claim. The tribunal awarded Emily &pound;15,000 in damages, underscoring the need for professionalism even at social events. Festive Ltd&rsquo;s failure to address prior complaints against the manager was a key factor in the judgement. This serves as a reminder that company events are extensions of the workplace and not a case of anything goes after hours!
Our top tips for a safe and joyful celebration:
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">
Encourage inclusivity and respectful behaviour.- There is a big trend emerging for daytime parties which are often more accessible for working parents and can be a more welcoming environment for employees who are neurodivergent.
</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">
Offer clear guidelines on alcohol consumption.- And remember not everyone drinks- an estimated 20% of employees choose not to drink alcohol for various reasons.
</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">
Remind staff that workplace policies apply at all work-related events. Employees and their actions are a representation of your brand.
</li>
</ol>
&nbsp;
<h2 class="MsoNormal">Key Tribunal Outcomes of 2024: Lessons Learned </h2>
This year has been marked by some pivotal tribunal decisions.
&nbsp;
<h3 class="MsoNormal">Wright v. Cardinal Newman Catholic School (2024) - Disability Discrimination</h3>
An autistic teacher was awarded &pound;850,000 after being unfairly dismissed for what the tribunal deemed as a failure to accommodate his disability. The dismissal stemmed from behaviour linked to his condition, which the school failed to adequately address or support.
This decision underscores the importance of understanding how disabilities manifest in workplace behaviour and ensuring robust measures to support neurodivergent employees. It also serves as a reminder of the uncapped nature of discrimination compensation, increasing risks for employers who do not follow inclusive practices​.
&nbsp;
<h3 class="MsoNormal">Brooks v. Leisure Employment Services Ltd (2024):- Constructive Dismissal</h3>
In this constructive unfair dismissal case, the claimant argued that being removed from a WhatsApp group after raising remuneration concerns was a breach of the implied term of trust and confidence. Initially, the tribunal ruled against her, citing a delay in resignation as affirming her contract. On appeal, the Employment Appeal Tribunal (EAT) sided with the claimant, emphasizing that the grievance process gave her the right to delay resignation without it being seen as contract affirmation.
The decision reinforces that employees can raise grievances and pursue resolutions without undermining their right to later claim constructive dismissal. It underscores the nuanced understanding required for "affirmation of contract" in employment disputes​- And be careful of those WhatsApp groups!
&nbsp;
<h3 class="MsoNormal">Tesco Stores v. USDAW (Supreme Court, 2024)</h3>
This landmark case involved a "fire and rehire" exercise by Tesco Stores, where the company attempted to remove an entitlement to "retained pay" &ndash; a payment historically described as a permanent benefit. The Supreme Court reinstated an injunction preventing Tesco from terminating contracts solely to eliminate this benefit. The decision emphasised that an implied term existed in the contracts, restricting the company's ability to remove certain benefits without employees' consent.
This case underscores the risks employers face when modifying contractual terms using fire-and-rehire tactics, particularly when dealing with benefits portrayed as permanent. With even stricter rules around contractual changes coming into play in 2025, this is an area where expert guidance will be essential
&nbsp;
<h2 class="MsoNormal">The Wacky Side of 2024 Tribunal Cases </h2>
Employment tribunals also brought some eyebrow-raising stories this year:
&nbsp;
<h3 class="MsoNormal">The "Breaking Wind" Case -&nbsp; Unnamed Caretaker v Birmingham City Council</h3>
The employee claimed that his manager, in his 50s, repeatedly found it "amusing" to break wind near him during lunch. After the manager allegedly bullied him, the employee resigned and filed
The tribunal ruled in favour of the employee, awarding compensation for emotional distress and ruling the manager's behaviour was discriminatory based on age
​
<h3 class="MsoNormal">The "Sex Worker" Case &ndash;Unnamed Plaintiff v NatWest</h3>
The claimant was a former NatWest employee, who ran a website offering sexual services. The employee was dismissed for engaging in sex work outside his job, though it didn't impact his professional performance. He argued his dismissal was unfair.
The tribunal sided with the claimant, determining the dismissal was unfair since his private activities did not affect his job performance. The claimant was awarded compensation​
​
<h3 class="MsoNormal">The "Cakegate" Case Sarah Jones v SweetCo</h3>
Sarah was dismissed for bringing "the wrong kind of cake" to an office party. The tribunal ruled her dismissal was unfair, emphasising how minor office issues can escalate into legal matters.
The tribunal found the dismissal unfair but did not specify significant compensation. It became a humorous reminder of the sometimes absurd nature of workplace disputes​
&nbsp;
<h2 class="MsoNormal">What&rsquo;s Hot in HR &ndash; Looking to 2025</h2>
As we head into 2025, several key trends are set to transform the HR landscape in the UK. From the increasing role of technology to shifting workforce expectations, HR professionals will need to stay ahead of these developments to foster a more engaged, productive, and future-ready workforce. Trends to to watch:
1. AI and Automation in HR
Artificial Intelligence (AI) and automation are reshaping HR functions in the UK. In 2025, we foresee an even greater integration of AI into recruitment, performance management, and employee engagement processes. Tools that use AI to scan CVs, predict candidate success, and assist in employee training will become mainstream. UK companies will be using AI to streamline administrative tasks, allowing HR teams to focus on more strategic and people-centric activities.
2. Reskilling and Upskilling for the Future
As industries evolve and technology advances, continuous learning will be crucial. In 2025, HR will need to focus on reskilling and upskilling programs that help employees adapt to new roles and technologies- see AI above. With automation changing the nature of work, employees will need to develop new skills to remain competitive in the job market. UK businesses will increasingly invest in lifelong learning, providing opportunities for their employees to grow professionally and stay relevant in an ever-changing work environment. Training needs analysis and personalised career pathways will be key.
3. The Employee Experience (EX) Revolution
In 2025, UK HR teams will be prioritising the employee experience (EX) as a key driver of talent retention and engagement. Organisations will use technology to collect real-time feedback from employees, enabling HR to create tailored experiences throughout the employee lifecycle. From recruitment to retirement, EX will focus on enhancing employee satisfaction, promoting well-being, and ensuring employees feel valued and connected to the company's mission. Company culture and benefit offering will be key.
&nbsp;
Once again- Thank you for all your support in 2024 and we hope you enjoy the festive season, however you choose to celebrate. Personally, I am looking forward to a glass of Bailey's for breakfast, new Christmas pyjamas and the look on my boy&rsquo;s faces when Rudoph has eaten his Christmas Eve snack. See you all in 2025&hellip;.

Our monthly update on all things HR and employment law, from our HR Partnership team. Wrapping Up 2024 with Gratitude, Insights and a Future Focus.

HR Update - December 2024

Newcastle’s bustling market offers ample opportunities for businesses and job seekers alike. Learn how to choose the right partner.

How to Identify the Top Recruitment Agencies in Newcastle

The STEM (Science, Technology, Engineering, and Mathematics) job market is experiencing a significant transformation. Advances in technology and shifting work culture have redefined traditional work environments. Remote STEM jobs and hybrid work models are becoming increasingly prevalent, reshaping how professionals engage with their roles and how companies manage their teams.
&nbsp;
<h2 class="p4">The Rise of Remote STEM Jobs</h2>
Remote work has transitioned from a niche offering to a mainstream work model, especially within tech industries. The global pandemic accelerated this shift, compelling organizations to adopt remote operations rapidly. For STEM professionals, this change has unlocked opportunities to work with companies across the globe, unrestricted by geographical boundaries.
&nbsp;
<h3 class="p3">Benefits of Remote STEM Jobs:</h3>
&bull; Flexibility: Professionals can tailor their work environment to their preferences, enhancing productivity and work-life balance.
&bull; Expanded Opportunities: Access to a global job market allows for greater career advancement possibilities.
&bull; Cost Efficiency: Savings on commuting and relocation expenses benefit both employees and employers.
&nbsp;
However, remote work also introduces challenges such as communication hurdles, potential feelings of isolation, and difficulties in building team cohesion.
&nbsp;
<h2 class="p4">Understanding Hybrid Tech Work Models</h2>
Hybrid work models blend remote and in-office work, offering a compromise between flexibility and face-to-face collaboration. In the tech sector, this model is gaining traction as it allows teams to collaborate in person when necessary while still providing the autonomy of remote work.
&nbsp;
<h3 class="p3">Advantages of Hybrid Work Models:</h3>
&bull; Collaborative Efficiency: In-person meetings enhance brainstorming and problem-solving sessions.
&bull; Work-Life Balance: Employees can enjoy the benefits of remote work without sacrificing interpersonal interactions.
&bull; Adaptability: Businesses can adjust the balance between remote and in-office work based on project needs and employee preferences.
&nbsp;
Yet, hybrid models can present challenges like coordinating schedules, ensuring equitable treatment of remote and in-office staff, and managing logistical complexities.
&nbsp;
<h2 class="p4">Job Market Trends Shaping the Work Environment</h2>
The adoption of remote and hybrid work models in STEM fields is influencing job market trends significantly. Companies are revising policies to attract and retain top talent who prioritize flexibility and work-life balance. As a result, job postings for remote STEM jobs have increased, and hybrid models are becoming a standard offering.
Surveys and studies up to 2023 indicate a sustained interest in flexible work arrangements among STEM professionals. Employers are recognizing that offering remote or hybrid options is not just a perk but a necessity in the competitive tech job market.
&nbsp;
<h3 class="p4">Impact on Employers and Employees</h3>
<h4 class="p3">For Employers:</h4>
&bull; Talent Acquisition: Access to a broader talent pool without geographical limitations.
&bull; Cost Savings: Reduced need for large office spaces and associated expenses.
&bull; Employee Satisfaction: Offering flexible work models can lead to higher retention rates.
&nbsp;
<h4 class="p3">For Employees:</h4>
&bull; Increased Opportunities: Ability to work for leading companies regardless of location.
&bull; Personal Well-being: Improved work-life balance and reduced stress from commuting.
&bull; Skill Development: Necessity to adapt to new technologies and remote collaboration tools.
&nbsp;
<h2 class="p4">Future Outlook of STEM Work Environments</h2>
The shift towards remote and hybrid work models is likely to continue influencing the STEM job market. As technology advances, facilitating better virtual collaboration and communication, these models will become even more efficient and appealing.
Professionals in STEM fields should prepare by enhancing skills in remote collaboration, time management, and digital communication. Employers, meanwhile, should focus on building robust support systems for remote and hybrid teams to maintain productivity and company culture.
&nbsp;
<h2 class="p4">Conclusion</h2>
The transformation of the STEM job market through remote and hybrid work models presents both opportunities and challenges. Embracing these changes can lead to increased flexibility, broader opportunities, and a more satisfied workforce. Staying informed about these trends is crucial for both job seekers and employers aiming to thrive in the evolving tech work environment.

Explore the possibilities of remote STEM jobs and hybrid tech work models to stay ahead in the dynamic job market.

Remote vs. Hybrid: STEM Job Market Transformation

November &ndash; the month of the Scorpios! And what a busy month it has been! Last month saw the release of the Labour Government&rsquo;s Employment Rights Bill and the release of the new budget. More importantly, I celebrated my birthday on the 10th and have been busy catching up with all of my lovely clients this month to start to develop an action plan for dealing with the impending changes.
<h2 class="MsoNormal">Appraisal Season</h2>
For many, November and the end of the year, is appraisal season, an opportunity to sit down with employees and review the achievements and challenges of 2024. Recently, there has been much discussion surrounding the efficiency and effectiveness of the traditional once-a-year appraisal.
Try as we might to avoid it, managers are often afflicted with recency bias when conducting performance appraisals.&nbsp;Recency bias&nbsp;is the tendency to overemphasise the importance of recent experiences or the latest information we possess when estimating future events or appraising behaviour over an extended period of time. Recency bias often misleads us to believe that recent events can give us an indication of how the future will unfold. After all, how many of us can really remember what happened in the first half of the year? This often results in reviewing objectives with a more focused view on recent events which could lead to premature or late promotion opportunities and a lack of relevant and actioned training and development plans.
You might have heard in the news that GE (General Electric) abolished its traditional &lsquo;rank-and-yank&rsquo; performance system (a system originally popularised by former CEO Jack Welch, where a company ranks its employees against each other, and terminates the employment of the people at the lowest end of the ranking), and have moved to a system focused instead on frequent and informal &lsquo;touchpoints&rsquo;. Under the new approach, GE adopted continuous conversations between managers and employees on a 1-2-1 basis, replacing formal appraisals with regular coaching sessions which focus on real-time adjustments and forward-looking development. Other companies like Adobe and Deloitte also transitioned away from the traditional approach adopting one similar to GE.
What are your thoughts? Is your appraisal process robust, without bias, inclusive, effective? Would adopting a similar approach help improve productivity in your organisation? Remember we are here to help refine or revolutionise your process if needed.
&nbsp;
<h2>Holiday Season</h2>
In a year that seems to have moved at lightning speed, we are now fast approaching holiday season. It is a great time to celebrate team and organisational success and enjoy socialising with colleagues. However, without wanting to sound like the fun police, it is also important to keep in mind that workplace social events, whether formal or informal are still professional environments. Here are some best practices to ensure everyone has a positive and respectful experience:
1. &nbsp;&nbsp;&nbsp; Set a Dress Code &ndash; No one likes to wonder &lsquo;what should I wear?&rsquo; and indicating a dress code will help to ensure appropriate dress attire is worn to social events, even if the event is off-site and out of hours. It may also help colleagues for who require more clarity to feel comfortable in a social situation.
2. &nbsp;&nbsp;&nbsp; Be Mindful of Alcohol Consumption &ndash; We have all been to work events where the drinks are flowing and we have been cornered to discuss some underlying workplace drama or observations. Or where we have witnessed someone&rsquo;s best dance impression of Nikki Minaj!&nbsp; However excessive drinking can impair judgement and lead to regrettable behaviour, impacting workplace relationships and reputations. Save the beer fear and always act responsibly when consuming alcohol at workplace events. Also, make sure there are inclusive options for those who choose not to drink or do not drink for cultural or religious reasons. The sober curious movement is growing and many employees would prefer something different to free beer 😊
3.&nbsp; &nbsp; &nbsp;Respect Personal Space and Boundaries - &nbsp;A festive atmosphere shouldn&rsquo;t override respect for personal space and comfort. Remember that casual interactions should remain respectful and inclusive, ensuring everyone feels safe and welcome.
4. &nbsp;&nbsp;&nbsp; Reminder on appropriate behaviour &ndash; Sending a gentle reminder to all staff on the companies policy or expectations for appropriate behaviour at workplace events never goes amiss. Also remember that employers now have a proactive duty to protect employees against sexual harassment.
<h2 class="MsoNormal">Budget increases and salary values</h2>
Money &ndash; the hot topic in every board or SLT meeting. Since the release of the budget by the Chancellor, significant changes have been made which could impact businesses whatever the size of the organisation. It was revealed that the National Living Wage will rise to &pound;12.12 per hour and the National Minimum Wage (for 18-20 year-olds) to &pound;10.00 per hour, starting in April. While this benefits low-wage employees, smaller employers may feel the impact. Also to be introduced in April is an increase in employers' national insurance (NI) from 13.8% to 15%, and the NI threshold will drop from &pound;9,100 to &pound;5,000. In order to assist small businesses, the employment allowance will rise to &pound;10,500, enabling organisations to employ up to four full-time employees at the new wage levels without paying NI.&nbsp; 
If you would like some advice on reviewing your salary banding or benefits packages- your HR Partner is happy to help.
&nbsp;
<h2 class="MsoNormal">Case Law Snippet &ndash; Sex Discrimination</h2>
A medic has been awarded &pound;6,000 by a Glasgow employment tribunal after her company director asked if she was pregnant when she mentioned she had a &lsquo;surprise&rsquo; to share with him. Lesley Coia, an employee at Event Medical Group is quoted as having felt &ldquo;astonished and embarrassed&rdquo; when she arrived for her shift and upon telling Gareth Hughes that she had a surprise to tell him he responded by asking if she was pregnant. He later remarked that &ldquo;if she was not pregnant, he could give her a hand to get pregnant&rdquo;.
Judge MacLean ruled that these remarks amounted to direct sex discrimination after considering &ldquo;how the second respondent (Hughes) would have treated a male medic in their twenties advising he had a surprise&rdquo;.
Employment Associate for Birketts, Daniel Hales said: &ldquo;While the award of compensation serves as a reminder not to make unwanted comments or assumptions about a pregnancy, this case is also a textbook example of how employers can unfortunately make matters worse by carrying out an unfair disciplinary investigation into the complaint.&rdquo; A reminder that what one person may consider to be just &lsquo;banter&rsquo;, may be wildly inappropriate to others.

Our monthly update on all things HR and employment law, from our HR Partnership team.

HR Update - November 2024

Like most of us, you have switched jobs or embarked on an alternative professional path at some point in your career. Whether your move was encouraged by financial goals, career progression or achieving a better work-life balance, it can be tricky to navigate exactly which direction is best suited to you.&nbsp;&nbsp;
First and foremost, there are many different reasons people may consider leaving a role. From financial considerations to a change in company culture, no situation is the same and often we find ourselves forgetting our initial reasons for scouring the job market in the first place, especially when our current employers are asking us to stay.&nbsp;Our recent survey revealed a plethora of reasons candidates considered leaving a role, including career progression, financial circumstances, a change in leadership or culture, new goals, flexibility opportunities, enhanced benefits, lack of satisfaction or even just eagerness for a new challenge. Whether your decision was based around these or something totally different, moving on from your current company often isn&rsquo;t a decision that&rsquo;s easy to make.
&nbsp;
What exactly is a counteroffer and why may your current employer propose one?&nbsp;
A counteroffer is an alternative offer made by your current employer in response to you handing in your notice letter. These offers can be highly tempting, as they often include a substantial pay rise or promotion in an attempt to retain you and your skillset. From your employer&rsquo;s perspective, retaining their valued employees will not only avoid team disruption and prevent workload falling on other members, but steer away from additional hiring costs and time needed for training an additional employee.&nbsp; &nbsp;
For some companies, good overall employee retention is invaluable where longevity of experience is essential in driving stronger company performance.&nbsp;&nbsp;
&nbsp;
Receiving a counteroffer can be stressful
Receiving a counteroffer may increase your sense of value and worth and ultimately taint your view on why you wanted to leave. Of course, counteroffers can be tempting as they come with a sense of familiarity and reduce the stress of moving to a new company and taking on a new role. However, during the counteroffer process, it is incredibly important to revisit your initial reasons for leaving and avoid becoming one of the 73% of candidates regret taking a counteroffer..&nbsp;
The glow of receiving a counteroffer often doesn&rsquo;t last long, and many candidates report the following issues in accepting one:
<ul>
<li class="MsoBodyText" style="color: #000000;">More often than not, there is a short-term financial reward which comes with a stagnancy in career progression. </li>
<li class="MsoBodyText" style="color: #000000;">The underlying issues will still be apparent when you get used to your new salary. </li>
<li class="MsoBodyText" style="color: #000000;">&nbsp;The company culture will still be the same. </li>
<li class="MsoBodyText" style="color: #000000;">You could just be introducing your pay rise or promotion early rather than when it is due.&nbsp; </li>
<li class="MsoBodyText" style="color: #000000;">Staying inside your comfort zone is likely to hinder your ability to move forward in your career.&nbsp; </li>
<li class="MsoBodyText" style="color: #000000;">You may not be respected in the same way you were before.&nbsp; </li>
<li class="MsoBodyText" style="color: #000000;">Your current company may not have the capacity to fulfil your future career goals.&nbsp;&nbsp;</li>
</ul>
&nbsp;
How can Jackson Hogg support you?&nbsp;
At Jackson Hogg, we are aware of how stressful it can be to take the next step in your career. We work hard to find the right job for the right candidate because everyone deserves to love what they do, and this drives us to support candidates every step of the way. We are passionate about building strong relationships and valued connections with both our clients and candidates, and, of course, we are dedicated to using our industry expertise and specialist knowledge to prepare you fully for the next stage of your career.&nbsp;
&nbsp;
Are you thinking about changing roles? <a style="color: #000000;" href="https://www.jacksonhogg.com/jobs" target="_blank" rel="noopener">Let us help</a>.
&nbsp;

Counteroffers can be tempting, but is it always a good idea to take one?

Is taking a counteroffer a good idea?

In today&rsquo;s competitive hiring landscape, selecting the right recruitment partner can transform the way you build a team that aligns with your company&rsquo;s culture, vision, and growth objectives. With options ranging from embedded recruitment models to traditional recruitment agencies, making the right choice requires a strategic approach.
&nbsp;
<h2 class="p3">Understand Your Hiring Needs and Objectives</h2>
Start by clearly defining your hiring goals. Are you looking to scale rapidly, recruit for a few specialised roles, or secure talent for hard-to-fill positions? Identifying specific recruitment needs helps you select a partner that aligns with your requirements and business objectives.
For companies aiming to expand quickly, an <a href="https://www.jacksonhogg.com/solutions/talent-partnership" target="_blank" rel="noopener">embedded recruitment model</a> could be ideal. Embedded recruiters work directly within your team, gaining a deep understanding of your company&rsquo;s culture and goals. If, however, you&rsquo;re hiring for a few niche or high-skill roles, a specialist recruitment agency with expertise in your <a href="https://www.jacksonhogg.com/sectors" target="_blank" rel="noopener">sector</a> may be more effective.
&nbsp;
<h2 class="p3">Evaluate Experience and Expertise</h2>
Different recruitment partners offer unique strengths, networks, and industry insights. Assess their experience in your sector and ask about their track record in filling similar roles. This can help reduce time-to-fill rates, improve candidate quality, and streamline the hiring process.
A partner specialising in your industry or role type is likely to have a stronger candidate pool and a better understanding of the qualities and culture fit needed. Whether you&rsquo;re considering embedded recruiters or a recruitment agency, prioritise experience and sector-specific knowledge.
&nbsp;
<h2 class="p3">Assess Flexibility and Scalability</h2>
Your ideal recruitment partner should be able to adapt to changing hiring demands. If you expect fluctuating recruitment needs, a partner offering scalable solutions will be invaluable. An embedded recruitment model, for example, allows you to expand or reduce the team as needed, while traditional recruitment agencies can quickly adjust to immediate hiring demands.
Flexibility in engagement models, like temporary contracts, project-based hiring, or contingency placements, enables companies to adjust recruitment strategies without a long-term commitment &mdash; useful for seasonal or project-specific needs.
&nbsp;
<h2 class="p3">Prioritise Communication and Transparency</h2>
Strong communication and transparency are essential for a successful partnership. Choose a recruitment partner who works closely with your hiring managers, provides regular progress updates, and seeks continuous feedback. Good recruitment partners offer insights into hiring challenges, market trends, and competitor analysis, helping you refine your strategy.
Agree on key metrics, such as time-to-fill, candidate quality, and retention rates, to hold your recruitment partner accountable and make data-driven decisions for future hiring.
&nbsp;
<h2 class="p3">Prioritise Cultural Fit</h2>
Just as you seek candidates who align with your company culture, the same applies to your recruitment partner. A partner who understands your <a href="https://www.jacksonhogg.com/about-us" target="_blank" rel="noopener">values</a> and brand will be better positioned to find candidates who share these traits and are more likely to stay and thrive within your organisation.
An embedded recruiter is particularly effective here, as they work closely with your team and gain firsthand insight into your culture. Alternatively, some agencies specialise in aligning candidates with specific cultural profiles, so ask about their experience in this area.
&nbsp;
<h2 class="p3">A Strategic Approach to Choosing the Right Recruitment Partner</h2>
Selecting the right recruitment partner is more than just filling vacancies &mdash; it&rsquo;s about building a relationship that supports your long-term goals. By aligning your hiring needs with a partner&rsquo;s strengths, evaluating their industry expertise, and prioritising clear communication, you&rsquo;ll position your company to grow with the right talent and maintain a competitive edge.
&nbsp;

This guide explores the steps to identify your hiring needs, assess expertise, and prioritise communication, helping you select a recruitment partner that aligns with your company culture and growth strategy.

How to Choose the Right Recruitment Partner

HR Update - October 2024

In today&rsquo;s fast-paced, talent-hungry economy, the race to scale quickly with the right people is more intense than ever. Tech giants, Fortune 500 companies, and growing startups all need to ramp up hiring swiftly to fuel growth, and yet, as many HR leaders know, meeting ambitious headcount plans can be a massive challenge. How do the world&rsquo;s biggest players consistently reach their talent goals, even when they&rsquo;re in fierce competition for the best candidates?
One of the most effective strategies leading companies use is working with recruitment partners in an <a href="https://www.jacksonhogg.com/solutions/talent-partnership" target="_blank" rel="noopener">outsourced model</a>. By leveraging the strengths of embedded recruitment through an outsourced recruitment model, these companies maximise efficiency and minimise the headaches that typically come with large-scale hiring.
&nbsp;
<h2 class="MsoNormal">Why Scaling Talent Matters So Much</h2>
First, let&rsquo;s address why scaling talent is crucial to a company&rsquo;s success. Rapid growth can mean launching new products, entering new markets, or even building entirely new teams. Achieving these goals requires a steady influx of skilled talent &mdash; and fast. The pressure is on for HR teams to deliver talent at an accelerated pace, but with the same high standards for quality and culture fit. And as recruitment becomes increasingly specialized, internal teams can often struggle to fill every role with the right fit &ndash; especially when they also need to keep up to date with the ever-changing regulations surrounding work.
This is where recruitment partners can make a huge difference. By opting for an <a href="https://www.jacksonhogg.com/solutions/talent-partnership" target="_blank" rel="noopener">outsourced recruitment model</a>, companies gain access to specialised recruitment expertise, reduce the burden on internal teams, and streamline the hiring process.
&nbsp;
<h2 class="MsoNormal">Embedded Recruitment: A Game-Changer for Scaling Quickly</h2>
<a href="https://www.jacksonhogg.com/solutions/talent-partnership" target="_blank" rel="noopener">Embedded recruitment</a> is a model that&rsquo;s rapidly gaining traction among SMEs with aggressive hiring targets. In this approach, recruitment professionals are &ldquo;embedded&rdquo; into a company&rsquo;s existing teams, essentially becoming an extension of the internal HR department. They work closely with hiring managers, attending meetings, understanding the culture, and aligning with the company&rsquo;s goals, all while keeping in constant communication with their specialist recruitment colleagues at HQ. This model offers many of the advantages of an in-house team but with the added benefit of scalability and expertise.
&nbsp;
Key Benefits of Embedded Recruitment:&nbsp; &nbsp;
<ul>
<li class="MsoNormal">Alignment with Company Culture and Goals: Embedded recruiters can develop a deep understanding of the company culture, enabling them to better assess candidates for long-term fit.</li>
<li class="MsoNormal">Scalability: Unlike an internal recruitment team, embedded recruitment can be scaled up or down quickly based on hiring needs, making it ideal for companies with fluctuating recruitment demands.</li>
<li class="MsoNormal">Enhanced Efficiency: Embedded recruiters bring their expertise and networks, allowing them to fill roles faster, and help companies quickly adjust their recruitment approach in response to changing needs.</li>
</ul>
&nbsp;
Many large companies use embedded recruitment to accelerate their hiring processes and ensure that their new hires are ready to hit the ground running. Embedded recruitment helps businesses build teams that align with their growth goals and company culture, ultimately supporting sustained growth.
&nbsp;
<h2 class="MsoNormal">Recruitment Agencies: A Trusted Partner for Hard-to-Fill Roles</h2>
While embedded recruitment works well for scaling up across a broad range of roles, standard recruitment solutions play a crucial role in helping companies fill specific or challenging positions. A recruitment agency offers deep expertise across various industries and role types, which can be especially beneficial for specialised or executive-level hiring. The advantage of working with a recruitment agency is twofold: they come with an extensive candidate network, and they can often access passive candidates who may not be actively seeking new roles. The key benefits of working with a recruitment agency could be summarised as:
<ul>
<li class="MsoNormal">Specialized Expertise: Many recruitment agencies specialize in particular industries or roles, making them uniquely qualified to identify and attract top talent.</li>
<li class="MsoNormal">Time Savings: By handling the entire process, from sourcing to screening to interviewing, recruitment agencies free up internal HR teams to focus on other strategic priorities.</li>
<li class="MsoNormal">Reduced Risk: Recruitment agencies often provide guarantees, such as candidate replacement within a certain period, reducing the risks associated with new hires.</li>
</ul>
&nbsp;
<h2 class="MsoNormal">The Best of Both Worlds: A Balanced Outsourced Recruitment Model</h2>
When ambitious headcount targets are on the line, combining embedded recruitment with specialised recruitment agencies provides a balanced approach that delivers results. For instance, a large engineering company might use embedded recruiters to fill ongoing roles across various departments, creating a steady pipeline of talent and reducing time-to-fill rates. Simultaneously, they could engage recruitment agencies for particularly challenging or high-stakes roles, ensuring that no position goes unfilled. Some companies such as Jackson Hogg combine the two, placing an embedded <a href="https://www.jacksonhogg.com/solutions/talent-partnership" target="_blank" rel="noopener">Talent Partner</a> on-site whilst also providing access to a team of 70+ specialist recruiters, with specialisms ranging from niche engineering to finance and tech.
With a dual-layered approach, companies can not only meet but often exceed their recruitment targets while ensuring a seamless fit between candidates and the corporate culture. This flexible outsourced recruitment model allows them to remain agile, competitive, and focused on their growth objectives.
&nbsp;
<h2 class="MsoNormal">Data-Driven Recruitment Strategies for Success</h2>
Beyond working with external recruitment partners, the biggest companies also rely heavily on data-driven insights to refine their hiring strategies. By leveraging recruitment data, they can pinpoint the sources of top talent, monitor time-to-hire, and improve the candidate experience. Many recruitment partners offer analytics tools and insights as part of their service, to help companies track hiring performance in real-time, providing a clear view of recruitment metrics that support continuous improvement.
With the help of recruitment agencies, organisations are able to optimise their hiring processes and make data-backed decisions that propel them towards their headcount goals.
&nbsp;
<h2 class="MsoNormal">Achieving Headcount Goals with a Strategic Partnership Approach</h2>
Achieving ambitious headcount goals doesn&rsquo;t happen by accident. The biggest and most successful companies understand that to grow at scale, they need a strategic recruitment approach that combines the strengths of both embedded recruitment and recruitment agencies. By working with recruitment partners, they&rsquo;re able to build a flexible, effective hiring strategy that allows them to reach their headcount goals and power their growth &mdash; even in the most competitive talent markets.
So, if you&rsquo;re looking to scale your team rapidly and effectively, consider taking a page from the playbooks of industry leaders. Working with recruitment partners through an outsourced model is more than just a temporary solution &mdash; it&rsquo;s a powerful way to align your recruitment strategy with your company&rsquo;s vision and ambition, paving the way for success.

This article explores how embedded recruitment and recruitment agencies empower businesses to scale efficiently, fill specialized roles, and stay agile in competitive talent markets.

This is How the Biggest Companies Achieve Their Ambitious Headcount Plans

In today&rsquo;s competitive business landscape, the success of any organization hinges significantly on its people. Human Resources (HR) plays a pivotal role in not just managing personnel but also in driving organizational growth. For businesses aiming to scale and stay ahead of the curve, leveraging expert HR advice, considering HR outsourcers, and implementing strategic recruitment practices are essential steps.
&nbsp;
<h2 class="p4">The Crucial Role of HR in Business Success</h2>
Human Resources is more than just a department that handles hiring and payroll. It&rsquo;s a strategic partner that influences company culture, employee engagement, and overall productivity. Effective HR management ensures that the right people are in the right roles, employee development is ongoing, and legal compliance is maintained.
However, not all businesses have the resources or expertise to manage HR functions internally. This is where professional HR advice and outsourcing come into play, offering tailored solutions to meet specific organizational needs.
&nbsp;
<h2 class="p4">HR Advice: The Cornerstone of Effective HR Management</h2>
Expert HR advice is invaluable, especially for small to medium-sized enterprises that may not have a full-fledged HR department. Professional HR consultants provide insights into best practices, legal compliance, and strategies to enhance employee satisfaction and retention.
&nbsp;
<h3 class="p5">Benefits of Professional HR Advice</h3>
 1. Legal Compliance: Navigating the complexities of employment law can be challenging. Expert HR advice ensures that your company adheres to all legal requirements, mitigating the risk of lawsuits and penalties.
 2. Strategic Planning: HR professionals can help align your HR strategy with your business goals, ensuring that human capital contributes effectively to organizational growth.
 3. Conflict Resolution: Handling workplace disputes requires sensitivity and expertise. HR advisors can mediate conflicts, fostering a harmonious work environment.
 4. Policy Development: Establishing clear HR policies is crucial for consistency and fairness. Professionals can assist in developing policies that reflect your company&rsquo;s values and comply with legal standards.
&nbsp;
<h2 class="p4">HR Outsourcers: Leveraging External Expertise</h2>
Engaging HR outsourcers is an increasingly popular strategy for businesses looking to optimize their HR functions without overextending internal resources. Outsourcing allows companies to access specialized skills and technologies that might be too costly to maintain in-house.
&nbsp;
<h3 class="p5">Advantages of HR Outsourcing</h3>
 1. Cost Efficiency: Outsourcing can be more cost-effective than maintaining a full internal HR team, reducing overhead expenses related to salaries, benefits, and office space.
 2. Access to Expertise: HR outsourcers are specialists in their field, offering a wealth of knowledge and experience that can benefit your organization.
 3. Scalability: As your business grows, outsourced HR services can scale accordingly, providing flexibility that in-house teams may lack.
 4. Focus on Core Business: By delegating HR tasks to external providers, your internal team can concentrate on core business activities that drive revenue.
&nbsp;
<h2 class="p4">Recruitment: Building a Strong Team</h2>
Effective recruitment is essential for acquiring talent that aligns with your company&rsquo;s culture and objectives. A strategic approach to recruitment not only fills positions but also enhances overall organizational performance.
&nbsp;
<h3 class="p5">Strategies for Effective Recruitment</h3>
<ol>
<li class="p6">Employer Branding: Develop a strong employer brand to attract high-quality candidates who resonate with your company&rsquo;s mission and values.</li>
<li class="p6">Targeted Advertising: Use data-driven methods to advertise job openings where your ideal candidates are most likely to see them.</li>
<li class="p6">Efficient Screening: Implement robust screening processes to identify candidates with the right skills and cultural fit.</li>
<li class="p6">Candidate Experience: Ensure a positive recruitment experience to leave a lasting impression on candidates, even if they are not selected.</li>
<li class="p6">Utilize Technology: Leverage recruitment software and platforms to streamline the hiring process and improve efficiency.</li>
</ol>
&nbsp;
<h2 class="p4">How Jackson Hogg Can Help</h2>
At Jackson Hogg, we understand the intricate dynamics of managing human resources in today&rsquo;s fast-paced business environment. Our comprehensive services are designed to provide expert HR advice, professional HR outsourcers, and strategic recruitment solutions tailored to your organization&rsquo;s unique needs.
&nbsp;
<h3 class="p5">Our Services</h3>
<ul>
<li class="p2">Recruitment Solutions: With a focus on quality and fit, we help you attract and retain top talent through effective recruitment strategies.</li>
<li class="p8">HR Consultancy: Our team offers expert advice on all aspects of HR management, from compliance to strategic planning.</li>
<li class="p8">HR Outsourcing: We provide flexible HR outsourcing options, allowing you to delegate HR functions to seasoned professionals.</li>
</ul>
&nbsp;
<h3 class="p5">Why Choose Jackson Hogg</h3>
<ol>
<li class="p6">Industry Expertise: With years of experience across various sectors, we bring deep industry insights to our clients.</li>
<li class="p6">Customized Solutions: We recognize that every business is unique. Our services are tailored to meet your specific challenges and objectives.</li>
<li class="p6">Dedicated Support: Our team is committed to providing ongoing support, ensuring that your HR functions evolve with your business.</li>
<li class="p6">Proven Track Record: We have a history of success in helping businesses enhance their HR capabilities and achieve their goals.</li>
</ol>
&nbsp;
<h2 class="p4">Conclusion</h2>
Investing in expert HR advice, considering HR outsourcers, and adopting strategic recruitment practices are critical steps for businesses aiming to thrive in a competitive market. These strategies not only optimize your HR functions but also contribute significantly to organizational growth and success.
At Jackson Hogg, we are dedicated to partnering with you on this journey. Our comprehensive HR solutions are designed to empower your business, streamline HR processes, and build a strong, capable team that drives your vision forward.
Ready to elevate your HR functions and recruitment strategies?&nbsp; Visit our&nbsp;<a href="https://www.jacksonhogg.com/solutions/hr-partnerships" target="_blank" rel="noopener">HR Partnership</a> page&nbsp;to learn more about how we can support your business objectives.

Expert HR advice is essential for sustainable growth, whatever the industry

Maximizing Business Growth with Expert HR Advice, HR Outsourcers, and Strategic Recruitment

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.
<h2>Webinar overview</h2>
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.
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.
<h2>What the Experts Said in Episode 1:</h2>
<h3>Kerry Hayes - Portfolio Director &ndash; Offshore Wind, Simply Blue Group.&nbsp;</h3>
Kerry was recently appointed as Non-Executive director at RenewableUK, and during the webinar took us through the journey of how she got there.
<h4>Get to know Kerry</h4>
&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;
<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>
&nbsp;
<h3>Lauren Burm &ndash; Senior Director, Public Affairs, Offshore Wind, Vestas.&nbsp;</h3>
Lauren took us through her experience of juggling career and family life, and gave us her tips on securing a fulfilling work-life balance.
<h4>Lauren's Story</h4>
&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;
<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>
&nbsp;
<h3>Find out more</h3>
I hope you enjoyed our recap of episode 1 of Female Energy. Find out about the next webinar in the series by following <a href="https://www.linkedin.com/in/beckybradnam">Becky Bradnam</a> on LinkedIn. We look forward to seeing you in the next webinar!

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

Female Energy Episode 1 Recap

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. 
<h2 class="MsoNormal"> The Gender Pay Gap: A Structural Issue, Not Just a Female Issue</h2>
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.&nbsp; 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.&nbsp; 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. 
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.
<h2 class="MsoNormal"> The Role of Employers: Why companies must take the lead</h2>
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. 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. 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!  
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.

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>
&nbsp;
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.
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.
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!
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.
&nbsp;
<h2>The Rise of AI and Autonomous Flying; How is AI re-shaping the aviation industry?</h2>
&nbsp;
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.
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.
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.
Here are some of the most exciting aviation start-ups accelerating AI innovation throughout the industry:
<h3>Volocopter</h3>
-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; A pioneer of urban air mobility and fully electric aviation.
-&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.
-&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.
-&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
Klaus Seywald Head of Digital Strategy at Volocopter says:
&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;
<h3>Xwing</h3>
-&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.
-&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.
<h3>Donecle</h3>
-&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.
<h3>Reliable Robotics</h3>
-&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.
<h3>Sheild AI</h3>
-&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
&nbsp;
<h2>The controversy behind an evolving industry</h2>
&nbsp;
The rapidly evolving nature of artificial intelligence and advancing technologies are transforming many industries, and signifying a new era of efficiency, sustainability and safety.
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.
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!
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.
&nbsp;
<h2>Driving towards an alternative aviation landscape</h2>
&nbsp;
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.
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.
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.
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!

Exploring advanced technologies and trends in the aerospace industry

Catapulting into a Future of Automated Aviation 

<h3 class="MsoNormal">Excessive alcohol intake is a risk to women&rsquo;s health</h3>
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.
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.
&nbsp;
<h3 class="MsoNormal">An increase in women drinking alcohol </h3>
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.
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:
&nbsp;&lsquo;Alcohol being sold to women as part of a luxury lifestyle, having a good time and a way to reduce stress.&rsquo; 
Certainly, this may be encouraging women to lean on the substance and rely on it for comfort.
Moreover, trauma is another common factor contributing to the reasoning behind why some women develop an alcohol disorder.
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.
&nbsp;
<h3 class="MsoNormal">So, why does alcohol affect women more than men? </h3>
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.
For example:
-&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.
-&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.
-&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.
&nbsp;
A re-cap of the possible effects of alcohol on women&rsquo;s health
<h4 class="MsoNormal">Sexual Health and Libido </h4>
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.
&nbsp;
<h4 class="MsoNormal">Fertility, Pregnancy &amp; Breastfeeding</h4>
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.
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.
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.
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%.
&nbsp;
<h4 class="MsoNormal">Cancers </h4>
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.
&nbsp;
<h4 class="MsoNormal">The science&hellip;</h4>
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.
&nbsp;
<h3 class="MsoNormal">Introducing Seek and how Katie Garry is bringing light to the health implications from alcohol:</h3>
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!
&nbsp;
<h3 class="MsoNormal">Katies spark for Seek and her opinion on increasing alcohol-related issues arising among women:</h3>
&ldquo;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;
&nbsp;
&ldquo;For the next several years, I would always shyly bring up drinking at different specialist 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;
&nbsp;
&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;
&nbsp;
As Brits, we were intrigued to investigate the cultural issues that may affect alcohol consumption &ndash; Katie&rsquo;s perspective on cultural factors affecting alcohol: US VS UK:
&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;
&nbsp;
&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;
&nbsp;
<h3>An overview of Seek</h3>
&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;
&nbsp;
&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;
&nbsp;
<h4>The inspiration behind an at-home lab test:</h4>
&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;
&nbsp;
&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; 
<h4>What Seek is excelling at:</h4>
&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.
&nbsp;
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;
&nbsp;
<h4>Visualizing the product in the market in the future:</h4>
&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;
&nbsp;
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.

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>What is organisational culture and why is it important?</h2>
&nbsp;&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.
<h2>What make a company&rsquo;s culture?</h2>
Values and beliefs 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.
<h3>Organisational norms and practices</h3>
These are generally unwritten, and are the ways people behave and operate, in other words, &lsquo;how things are done around here&rsquo;.
<h3>Symbols and Artifacts</h3>
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;
Rituals and ceremonies
By this we mean activities and acts which reinforce the culture, such as how meetings take place, team-building activities, social events or award and praise-giving events.&nbsp;
Stories and legends
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;
Why is company culture important to job seekers and candidates?
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:
Job Satisfaction and Engagement: 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.
Work-Life Balance: 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.
Career Development: 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.
Leadership Styles and Behaviours: Culture is not just the responsibility of leaders in the organisation, but they do play a critical role in influencing it.
Diversity, Inclusion and Reputation: 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.
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.

Looking into organisation culture from a HR perspective

Company Culture

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.
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.
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.
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.
COBOT ROBOT TAKEOVER
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.
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.
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.
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.
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.
&nbsp;
Why is the warehouse industry making the most of the new tech?
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.
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.
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.
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.
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.
What The Future Holds
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.
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.

The crossover between AI technology and collaboration

The Rise of AI Technology and Human-Machine Collaboration

<h2>Hybrid/Remote Working </h2>
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.
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.
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.
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.
<h2>Market Shift</h2>
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.
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.
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.
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.
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.
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.
<h2>Salaries </h2>
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.
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.
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.
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.

Exploring the Life Science Industry, post-covid

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

<h2>The Growing Biotech Space</h2>
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%.
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.
<h2>The Reoccurring Issues and the Challenges Facing the Industry</h2>
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.
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.
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.
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.
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.
<h2>The Value of Patent Protection</h2>
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.
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.
<h2>Battle Between NanoString and 10x Genomics</h2>
In 2023, a large case arose in the US involving a battle between two American Biotechnology companies regarding infringement concerns. 10x Genomics; a leader in single cell and spatial biology, accused NanoString of patent infringement against the GeoMx products sold by NanoString Technologies. In awarding $31 million in damages, the jury found that NanoString&rsquo;s GeoMx Digital Spatial Profiler and associated instruments, reagents and services for RNA and protein detection infringe all seven asserted patents licensed to 10x Genomics.
Towards the end of 2023, Chief Legal Officer at 10x Genomics, Eric Whitaker said:
&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;
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 NanoString had filed for Chapter 11 bankruptcy.
<h2>Discuss non-compete laws In the US</h2>
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.
Essentially, the agreements see contracts between employers and employees that prohibits the employee from competing with the business directly or indirectly.
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.
&nbsp;On May 7th 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.
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.
<h2>Illumina Vs Grail </h2>
Illumina; a global genomics company which develops, manufacturers and commercialises next generation sequencing.
Grail; a global genomics company developing blood-based cancer tests based on genomic sequencing and data science.
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.
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.
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.
<h2>A Change in Approach for the Future of Biotechnology Companies in the US</h2>
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.

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

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

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.
<h2>1. Use an Applicant Tracking System (ATS)</h2>
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.
<h2>2. Simplify Your Application Process</h2>
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.
<h2>3. Conduct Initial Phone Interviews</h2>
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.
<h2>4. Schedule Interviews Efficiently</h2>
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.
<h2>5. Communicate Effectively</h2>
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.

5 Ways to Speed up Your Hiring Process

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:
<h2>What are the company&rsquo;s core values?&nbsp;</h2>
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.
<h2>What are the biggest challenges facing the company right now and how can I help address them?&nbsp;</h2>
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.
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.
<h2>How does this position contribute to the overall success of the company?&nbsp;</h2>
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.
<h2>Where have successful employees previously in this position progressed to?&nbsp;</h2>
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.
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.

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

Smart Meter Surge and it’s Sustainability Solutions

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.
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.
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.
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.
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.
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.
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:
<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>
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.
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.

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>
Did you know that 63% of women say their workplace has no menopause support system in place?
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.
Did you know that 73% of women don&rsquo;t treat their menopause symptoms &ndash; including hot flashes (16%), weight gain (15%), difficulties with sleep (14%) and night sweats (14%), among others.
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!
<h2>A Refresh</h2>
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.
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.
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.
<h2>A Boom in Attention</h2>
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 21stcentury 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!
&nbsp;
<h2>Femtech Advancements surrounding the menopause &ndash; The Positives!</h2>
Health Tracking Devices + Femtech Apps
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.
Symptom Management Devices
Hormone therapy has become more popular and is very effective for managing symptoms of hot flashes and night sweats. Tech company Embr 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.
Hormone replacement treatments
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.
&nbsp;
<h2>By 2025, over 1 billion women will be postmenopausal across the world</h2>
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!
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.
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.
Lastly, it is vital that our future generations are thoroughly educated which will help women world-wide navigate their way through the menopause.
&nbsp;
<h2>Key companies working to better the menopause space.</h2>
Vira Health 
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.
Elektra Health
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.
Midi Health
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.
<h2>So&hellip; what does all this mean?</h2>
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.
As an industry, let&rsquo;s keep striving to better the lives of women across the world.

An insight into the menopause boom within the FemTech Industry

Hot Flashes to Cool Tech – The Menopause Boom in FemTech

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.
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.
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.
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.
<h2>The US &ndash; 2024</h2>
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!
<h2>Exploring the Top Offshore Wind Development Projects of 2024. </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>
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.
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.
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.
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.
<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>
So, what can we take from this?
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!

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

New Year, New Energy Excitement for the US

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.
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.
<h2>The Oncology Boom &ndash; A Timeline</h2>
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.
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.
&nbsp;
Examples include:
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.
AstraZeneca say &ldquo;This new $300 million investment will accelerate our ambition to make next-generation cell therapy a reality.&rdquo;
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)
&nbsp;
<h2>The transformative impact of elevating radiology knowledge for biotech</h2>
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.
<h2>What does this mean for biotech companies and patients?</h2>
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.
<ol>
<li>Early detection &ndash; Radiology research encourages interception of a forming disease. Even better, the imaging can enable prevention of a mature disease.</li>
<li>Biochemical changes &ndash; Detection by imaging techniques as these occur before full changes in the anatomy! Combined with liquid biopsy for screening purposes, early.</li>
</ol>
localization of disease can be detected to support the most efficient management.
<ol start="3">
<li>Accuracy &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>An Exciting Future for Radiology!</h2>
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.
Companies excelling within the space:
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.
<ol start="4">
<li>Varian Medical Systems &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>Alpha9 Theranostics &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>So, what does this mean for the industry overall?</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

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!
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.
<h2>So, what does sustainable chemistry look like?</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>The importance of Green Chemistry for a Sustainable Development</h2>
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.
<h2>Problematic Plastic</h2>
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.
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.
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!
<h2>What&rsquo;s happening now?</h2>
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.
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.
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.
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.
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.
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.
<h2>Reaching NET ZERO </h2>
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.
<h2>The chemical sector is estimated to be responsible for 5% of global CO2 emissions.</h2>
However, challenges of reaching decarbonisation and net zero involves social, ecological, technical and economic factors all combined through a global effort.
<h2>Within The US </h2>
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.
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.
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.
<h2>Are we on the right track?</h2>
Is the US chemical industry finally listening to masses and moving towards a greener future?
Slowly but surely!
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.
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!

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

Sustainability: Change is Coming in Chemicals

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.
Remote Working
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>.
&nbsp;
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.
Flexible Working
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.
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.
&nbsp;
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.

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

Remote Working vs Flexible Working

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.
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.
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.
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.
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.
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.

Looking into health & safety and the role that AI plays

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

<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>
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?
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.
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.
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.
&nbsp;
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.
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.
Could this better understanding of how we operate and more importantly in what environments we operate best, allow us to improve productivity?
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?
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.
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.

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

Post-Pandemic Productivity

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.
<h2>Benefits</h2>
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.
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.
<h2>Promoting health and wellbeing</h2>
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;.
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 financial wellbeing training and may want to also look to offer flexible or remote working as this can reduce childcare costs for many.
When it comes to mental health, 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.
&nbsp;
An employee&rsquo;s physical health 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.
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.

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

Occupational Health and Wellbeing

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 8th of March and employers should consider updating their policies now.
The updated regulations will apply where the following is on or after 6 April 2024.
<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>
There are three main changes coming to the way statutory paternity leave will work after the changes come into effect:
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.
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.
Finally, providing notice of entitlement to take paternity leave must be given during or before the 15th 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).
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.
<img src="afro-father-hugging-her-mixed-race-daughter-spendi-2023-11-27-05-37-09-utc-scaled.jpg" alt="" width="2560" height="1707">
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:
<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>
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>.

Looking into the latest changes to paternity leave regulations

Changes to Paternity Leave Regulations – March 2024

The best time to meet a new recruiter in your market is when you don&rsquo;t need their services.
This might seem counter-intuitive but hear me out.
<h2>Background</h2>
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.
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.
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.
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.
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.
This is where a recruitment partner comes into play.
<h2>Why Working With a Recruiter is a No-Brainer</h2>
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.
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.
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.
<h3>When To Start Working With a Recruiter (before you need them)</h3>
&nbsp;
<h3>𝐶𝑜𝑛𝑠𝑖𝑑𝑒𝑟 𝑡ℎ𝑒𝑠𝑒 𝑡𝑤𝑜 𝑠𝑐𝑒𝑛𝑎𝑟𝑖𝑜𝑠&hellip;</h3>
&nbsp;
<h3>𝐒𝐜𝐞𝐧𝐚𝐫𝐢𝐨 𝟏. 𝐘𝐨𝐮&lsquo;𝐫𝐞 𝐚𝐜𝐭𝐢𝐯𝐞𝐥𝐲 𝐣𝐨𝐛 𝐡𝐮𝐧𝐭𝐢𝐧𝐠.</h3>
You agree to speak with a recruiter you&rsquo;ve never met before.
They give you a call for 5-10 minutes and ask you questions specific to the job they&rsquo;re hiring for.
They say you&rsquo;re not the right fit and but they&rsquo;ll let you know if something more suitable comes up.
Unsurprisingly you never speak with them again.
Why?
Because they know virtually nothing about you.
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.
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?
&nbsp;
<h3>𝐒𝐜𝐞𝐧𝐚𝐫𝐢𝐨 𝟐. 𝐘𝐨𝐮&lsquo;𝐫𝐞 𝐡𝐚𝐩𝐩𝐲 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐣𝐨𝐛.</h3>
It might not be perfect, but it&rsquo;s everything you need in your life right now.
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.
You decide to connect with a recruiter who works in the same industry as you, who is well connected and comes with good recommendations.
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.
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;
All of a sudden you&rsquo;re having relevant opportunities come to you when you need them most.
It&rsquo;s worth taking a look at how strong your recruitment network is, especially if you&rsquo;re settled in your current job.
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.

Exploring when the best time to meet a recruiter is

When to Meet a Recruiter

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.
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.
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.
<img src="10.-Transport-Logistics.jpg" alt="" width="980" height="550">
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.
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.
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.

Looking into Engineering recruitment and our offering at Jackson Hogg

Engineering Recruitment: A review

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.
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.
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.
<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">
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.
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.
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?

Transferrable Skills in Procurement

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, <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> said that a healthy work culture is vital for success.
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.
Ways to highlight your culture on social media include:
<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>
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.
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.
<img src="Image60-copy.jpg" alt="" width="1377" height="1033">
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.
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.
Social media can be used as an effective tool 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.
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.
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!
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 customers are using and benefiting from your products, and the effort will pay dividends when it comes to searching for your next new hire.

Looking into how social media can effect an organisation

How Social is Your Business

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>.
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.
<h2>Professional Development</h2>
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.
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.
<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">
<h2>Onboarding</h2>
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.
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.
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.
<h2>Company Culture</h2>
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.
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>.
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.
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.

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>Is social media important for recruitment?</h2>
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.
<h2>The Candidates</h2>
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.
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.
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.
<img src="social-media-2023-11-27-05-37-11-utc-scaled.jpg" alt="" width="2560" height="1920">
<h2>Company Image</h2>
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.
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.
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.

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

The Role of Social Media in Recruitment

Researchers estimate that 15% of working-age adults have a mental disorder at any point in time, with over 301 million people living with anxiety&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.
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.
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.
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.
<h2>Talk</h2>
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.
<h2>Continue progressing toward big goals</h2>
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.
<h2>Get enough sleep</h2>
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.
<h2>Consume a healthy diet</h2>
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.
<h2>Exercise frequently</h2>
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.

Ways to maintain healthy mental health while in the workplace

Mental Health in the Workplace

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.
<h2>Its&rsquo;s Not All About Placing Candidates Quickly and Fast</h2>
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!
<h2>It&rsquo;s a Bit Like Sales But with a Product That Has a Mind of its Own</h2>
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.
<img src="young-man-in-formal-using-laptop-while-waiting-for-2023-11-27-05-31-38-utc-scaled.jpg" alt="">
<h2>Business Doesn&rsquo;t Magically Make it&rsquo;s Way to You</h2>
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.
<h2>Business Development Gets a Bad Rep</h2>
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.
<h2>It&rsquo;s Competitive But at the Core You Need a Team</h2>
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.
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.

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

Navigating the World of Recruitment

<div>
<div>
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.
</div>
<div>
&nbsp;
</div>
<div>
&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.
</div>
<div>
<h2>1 &ndash; How long should it be?</h2>
</div>
<div>
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.
</div>
<div>
&nbsp;
</div>
<div>
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.
</div>
<div>
&nbsp;
</div>
<div>
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?
</div>
<div>
<h2>2 &ndash; Make sure it&rsquo;s about you</h2>
</div>
<div>
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.
</div>
<div>
&nbsp;
</div>
<div>
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?
</div>
<div>
&nbsp;
</div>
<div>
So does everyone else, according to their Personal Profiles.
</div>
<div>
&nbsp;
</div>
<div>
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.
</div>
<div>
&nbsp;
</div>
<div>
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?
</div>
<div>
&nbsp;
</div>
<div>
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.
</div>
<img src="people-making-resume-before-interview-2023-11-27-05-35-16-utc-scaled.jpg" alt="">
</div>
<div>&nbsp;</div>
<div>
<div>
<h2>3 &ndash; Work backwards</h2>
</div>
<div>
Pretty basic stuff but insert your latest job first, then work backwards in time.
</div>
<div>
&nbsp;
</div>
<div>
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.
</div>
<div>
&nbsp;
</div>
<div>
When hiring managers look at your CV, they are most interested in the last 2-3 roles.
</div>
<div>
<h2>4 &ndash; Separate responsibilities from achievements</h2>
</div>
<div>
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.
</div>
<div>
&nbsp;
</div>
<div>
The first tells us what you did. The second tells us how well you did it.
</div>
<div>
&nbsp;
</div>
<div>
As a rule of thumb, this should be 2-3 short sentences on your job responsibilities and 3-5 bullets on your major achievements.
</div>
<div>
&nbsp;
</div>
<div>
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.
</div>
<div>
<h2>5 &ndash; Include some numbers</h2>
</div>
<div>
It&rsquo;s so important to give a sense of scale and impact to hiring managers.
</div>
<div>
&nbsp;
</div>
<div>
When we&rsquo;re talking about responsibilities:
</div>
<div>
<ul>
<li>How big was the site you managed?</li>
</ul>
</div>
<div>
<ul>
<li>How many SKUs?</li>
</ul>
</div>
<div>
<ul>
<li>What was the size of your team?</li>
</ul>
</div>
<div>
<ul>
<li>What was your budgetary responsibility?</li>
</ul>
</div>
<div>
&nbsp;
</div>
<div>
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?
</div>
<div>
&nbsp;
</div>
<div>
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.
</div>
<img src="human-resourses-manager-reading-cv-2023-11-27-05-05-50-utc-scaled.jpg" alt="" width="2560" height="1707">
</div>
<div>
<div>
<div>
<h2>6 &ndash; We don&rsquo;t need no education</h2>
</div>
<div>
Actually, that&rsquo;s a lie. We do. We just don&rsquo;t always need all of it.
</div>
<div>
&nbsp;
</div>
<div>
Here&rsquo;s what we need. If you have a degree or equivalent, include it.
</div>
<div>
&nbsp;
</div>
<div>
Any specific and relevant qualifications/courses? For some disciplines, this will be more important than others. Engineering, Technical, Health and safety spring to mind.
</div>
<div>
&nbsp;
</div>
<div>
Only put in the necessary qualifications and skills that specifically apply to the job otherwise your CV will be irrelevant to the job.
</div>
<h2>7 &ndash; Format</h2>
</div>
<div>
&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.
</div>
<div>
&nbsp;
</div>
<div>
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.
</div>
</div>

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

CV Clinic: 7 Tips

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.
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.
<img src="710A7120-scaled.jpg" alt="" width="2560" height="1707">
&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.
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.
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 | <a style="color: #ecf0f1;" href="https://www.linkedin.com/in/joncarlile/">https://www.linkedin.com/in/joncarlile/</a>).

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

An Insight Into Executive Search in Recruitment

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.
<h2>HR Administration</h2>
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.
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.
<img src="connected-puzzles-with-people-effective-business-2023-11-27-05-25-41-utc-scaled.jpg" alt="" width="2560" height="1531">
<h2>HR Operations</h2>
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.
<h2>HR Strategy</h2>
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.
<h2>Why would I outsource rather than hiring internally?</h2>
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.

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

Grace Airey

Jobs posted by

Grace Airey

Internal Communications Business Partner

Marketing Executive

Commercial Director

Marketing Manager