We are here to offer you a refreshingly different approach to finding work. Encore Personnel is with you every step of the way to find the right role for you, with experts on hand to advise, support and search through the many jobs available.
Our approach is unique and we have years of experience behind us to understand what you need from a recruitment agency. Our promise to you is:
Leading driving recruitment specialist Encore Personnel has heavily invested in its Driver CPC offering to tackle a backlog of training as a result of lockdown and to support its clients in attracting and retaining excellent drivers. Encore, which operates 10 branches across the Midlands, including its head office in Leicester and offices in Nottingham and Derby city centres, has always ensured it prioritises driver training, of which the CPC (Certificate in Professional Competence) is a core requirement. It has expanded its offering significantly this quarter with the introduction of a dedicated, full-time CPC trainer who will offer extended training sessions throughout the week and at weekends. Senior Divisional Manager in Encore’s Driving division, Wayne Stroud, said: “We’re thrilled to announce this significant investment in our CPC training structure, given the intense pressures on the driving recruitment sector at the moment which have come about through a combination of Brexit, the pandemic and an aging driver population. What’s more, it is essential to our ethos and values as a business that we prioritise the wellbeing of our drivers with regular, high quality skills development resources so they can enhance their career progression. “We’d noticed that during lockdown drivers had fallen behind with their periodic training - which means there is now a huge backlog. We offered remote training but the reality was that drivers are more likely to attend in person – so we needed to address this immediately. The introduction of our own skilled and passionate in-house trainer is already making a huge difference and we’re confident we’ve acted at the right time to tackle the challenge. “We were always going to invest in our CPC training offering as we could see that additional capacity during the week and at weekends would benefit our drivers, in turn ensuring they continued to deliver an excellent, safe and efficient services to our customers.” The Driver CPC is a qualification for professional bus, coach and lorry drivers. It was introduced across Europe with the aim of improving road safety and maintaining high standards of driving. Encore, which has just reported a record turnover during its busiest year to date, operates 22 managed services sites and supplies more than 3,500 temporary staff per week to businesses across the region – many of which are drivers. Encore became a JAUPT (Joint Approvals Unit for Periodic Training) approved training centre in 2013 in order to ensure its drivers would be fully qualified. The business also recognised the opportunity to invest in their drivers and how training their drivers would help with driver attraction and retention. After two successful years, in 2015 Encore started delivering training to its key clients. Although still very part-time, by 2019 Encore was delivering CPC training to over 500 of its own drivers and had built up a customer base of external clients, delivering training to a further 300 drivers. Managing Director at Encore Pete Taylor added: “The pandemic has intensified what was already a very challenging landscape in driver recruitment. Brexit negatively impacted the depth of the talent pool of experienced and reliable drivers available to us, which combined with a diminishing number of drivers due to retirement, meant we accelerated our investment in our driver training offering. This new CPC resource means we can confidently say we put our drivers’ needs first and are committed to securing for them the best jobs on the market, all under the umbrella of our Approved Driver Scheme.” Encore, which has 10 branches across the region, including its head office in Leicester and offices in Nottingham and Derby city centres, employs more than 200 staff and specialises in warehousing, manufacturing, logistics, driving and engineering recruitment.
The UK’s biggest business lobby group has called on the government to relax post-Brexit immigration rules to help companies struggling with staff shortages to hire more workers from overseas. Find out more: Combat staff shortages by relaxing Brexit immigration rules, says CBI | Confederation of British Industry (CBI) | The Guardian
IR35 changes were introduced in April 2021, with medium to large businesses being forced to assess the tax status of off-payroll workers they hire. Many experts in the field warned these changes would raise costs and hinder the usage of contractors and self-employed workers and on this, research has been conducted on how the industry is coping. Find out more:IR35 guidance issued as the majority of contractors are classed as 'inside' the rules | Personal Finance | Finance | Express.co.uk
How can recruiters help with the mental health of their staff? Recruitment bosses who help their staff to get away from their screens more often could be contributing to their improved mental health, instead of booking more team social occasions on-screen. Health coach Michelle Flynn reports: Get staff away from screens to improve their mental health | Recruiter
According to the REC, a total of 1.63 million active job adverts were posted in the UK in the first week of June. This is 300,000 more than three months earlier and around the same level as early March 2020, before the first coronavirus lockdown came into effect. Find out more: REC reports record job adverts postings since Covid pandemic | Recruiter
Recruitment’s trade bodies have welcomed the government’s decision to delay the return of in-person right-to-work (RTW) checks until 1 September, but both also are urging the permanent retention of digital checks. Find out more: Recruitment bodies welcome delay to in-person RTW checks | Recruiter
HR Morning report on how the pandemic has bought more HR challenges, and how People, companies and realities have changed. Here are the top five issues for HR leaders (and almost anyone who manages people), plus expert tips on how to handle them: HR's new challenges: How will you handle these 5? | HR Morning
The number of permanent placements across the Midlands rose for the third consecutive month in May. The rate of increase softened from the more than seven-year high in April, though remained well above the series average. According to anecdotal evidence, companies kept up hiring amid a further easing of lockdown restrictions and improved confidence. Source: Number of permanent staff appointments increases again | TheBusinessDesk.com
Award-winning Midlands recruiter Encore Personnel has launched an innovative new website to support job seekers in finding their perfect role quickly, as unemployment figures continue to rise. Encore, which has just reported a record turnover during its busiest year to date, operates 22 managed services sites and supplies more than 3,500 temporary staff per week to businesses across the region. This week it launches its brand new website, optimised for easy, swift access on mobile and tablets and geared towards an enhanced candidate experience – removing the stress and hassle of a long-winded application process. Managing Director at Encore, Pete Taylor, said: “We’re delighted to reveal our new website which offers a refreshingly simple and straight-forward candidate journey from searching for the right role right through to being offered the job. “We wanted all job-seekers landing on our site to feel engaged, excited and enthusiastic from the first click – and encouraged to progress through their job-seeking journey. No hassle, no faff, and no hiccups to slow down the process. “As the country emerges from the grip of the pandemic, now more than ever before it’s crucial that we do all we can to support our customers to find the right people to help their businesses thrive, while simultaneously offering candidates tailored opportunities to fit their skill sets. Many sectors have evolved in the last 12 months with an unprecedented reliance on technology, which is why now is the perfect time to launch our new, streamlined website.” Encore, which has 10 branches across the region, including its head office in Leicester and offices in Nottingham and Derby city centres, employs more than 200 staff and specialises in warehousing, manufacturing, logistics, driving and engineering recruitment. MD Pete Taylor added: “We’re all about innovation, efficiency and authenticity at Encore. Our mission statement for candidates is ‘Your future, your wellbeing, our priority’ - which is reflected in each page of our new site and sets us apart from other recruiters. We’re so proud of our track record and our exceptional team work that helped to keep the country moving during 2020, and we’re excited for the next chapter which starts with our refreshed website.”
Award-winning recruitment agency Encore Personnel, which provides temporary workers for a broad range of businesses including HGV drivers to the logistics sector, has planned ahead for a shortage of lorry drivers as a result of Brexit and the pandemic. Encore, which operates 10 branches across the Midlands with its HQ in Leicester, has been sourcing high quality and reliable drivers for UK businesses for more than 15 years. It is an accredited member of Logistics UK, offering its drivers all the benefits of its in-house Approved Driver Scheme, including free CPC training and highly competitive pay rates. However, Brexit and Covid-19 have caused major problems for the driving recruitment sector as many skilled and experienced drivers chose to return to mainland Europe with no promise of returning. In response to this challenge, which Encore had anticipated and prepared for in advance of Britain officially leaving the EU, the business is tackling the issue head on. Pete Taylor, Managing Director at Encore Personnel, who has worked at the business for 15 years, said: “We’ve been dealing with a lack of drivers for several years now and Brexit is certainly not the only reason for this. The Brexit ‘deal or no deal’ situation bubbled away for some time and contributed to the exodus of drivers back to mainland Europe certainly, but we have also found that the combination of an aging driver population and ever more stringent and costly training requirements has meant more and more drivers have made the decision to leave. Furthermore, there’s a dearth of newly qualified drivers entering the market too. “But we haven’t ever rested on our laurels when it comes to sourcing the best drivers for our clients and retaining them wherever possible, despite this unprecedented lack of availability. Our teams are characterised by highly motivated, can-do people who put the needs of the candidate and the client first, ensuring we match the right person to the right role – which ultimately means they are more likely to stay with us and our clients for the long run.” Pete added: “As a business that puts huge emphasis on ensuring best practice, trying to navigate this situation where quality drivers are scarce is proving to be very expensive. We now need more staff to source quality drivers compared to a few years ago as they are becoming rarer by the day and the competition to obtain their work is unprecedented. What’s more, pay rates have not grown exponentially either which adds to the overall challenge of driver availability. “Drivers are a crucial link in the logistics chain and finding punctual, reliable and experienced candidates is no mean feat at the moment. We pride ourselves on offering a range of flexible, temporary or permanent driving jobs across a broad spectrum of sectors to ensure the best fit for workers and clients alike. What sets us apart is that we treat recruits for our driving jobs with the respect they deserve and not as outsiders or numbers on a spreadsheet – because frankly without them the country’s supply chain would grind to a halt.”
Leading and award-winning Midlands recruitment agency Encore Personnel, which supplies more than 3,500 temporary staff each week, has signed a pact with the Armed Forces which enshrines its commitment to supporting ex-service men and women in finding work and thriving in the workplace. Encore, which has 10 branches across the region, including its head office in Leicester and offices in Nottingham and Derby city centres, employs more than 200 staff and specialises in warehousing, manufacturing, logistics, driving and engineering recruitment. The business, which has a projected turnover of £100m, has worked around the clock during the pandemic to support vital supply chains and essential services – and now it has decided to further cement its commitment to ethical and exemplary recruitment practices by signing the Armed Forces Covenant, an agreement which states that a business will do all it can to ensure ex-military do not face discrimination. Inspired by the suggestion of James Simpson, who joined Encore in 2020 after serving 5 years with the 26 Regiment Royal Artillery, 159 Battery (Gutersloh, Germany) and 132 Battery (Newcastle), Encore’s commitment to supporting ex-service men and women is both an internal and external pledge. James, who is a Business Development Consultant in Encore’s Driving division, said: “As soon as I was settled at Encore, I knew it was a business that really cared about its employees, their wellbeing and future prospects. Having served in the forces, I know first-hand how it feels to step out of the routine of military life into the working world. It can be unwelcoming and daunting for some. Encore’s senior team have done everything they can to make my transition into civilian work-life enjoyable and rewarding. “So, I pitched the idea of signing the Armed Forces Covenant to the Board of Directors and they were all in positive unison – it was signed straight away. It basically means that we will do our utmost as a business to give a fair shot to people who’ve left the forces, be that as candidates for our customers or new recruits to our own teams.” James added that there was likely to be a large uplift in the number of ex-military looking for work in the coming years as the army scales back its numbers as a result of the recent Defence Review – so now more than ever before it is important that other businesses follow suit. He added: “I was astounded to learn that less than 0.5% of all registered recruitment businesses in the UK have signed the Covenant. It would be fantastic to see more agencies follow our lead.” Area Manager responsible for Encore’s Logistics Division, Andrew Fletcher, added that James was a real asset to his team and his passion for equality for those who have served the country in the forces was commendable. He said: “James joined our division with a raft of transferable skills which are clearly a reflection of his training and experience in the military. He’s reactive, reliable and relentless in following a lead – all of which are key core abilities in recruitment. It’s a pleasure to have him on board and thriving as part of the Encore family.” Managing Director at Encore Pete Taylor added: “We’re honoured to be supporting armed forces leavers and their families by signing this Covenant. It really was a no-brainer for us, a simple and very effective way of both showing gratitude to ex-service men and women for the sacrifices they have made for our country and our collective safety, as well as furthering our commitment to equal opportunities and a level playing field for all candidates and our own teams.”
It’s a seemingly silent killer of mood and health. As Stress Awareness Month begins on the 1st April, often regulated to business owners, even PAYE employees have had to live with uncertainty of whether they will be paid at the end of each month. Over the course of a full year dealing with Covid-19, the sheer amount of cortisol, the hormone released when you are stressed, likely reached dangerous levels within most of the UK’s population. This can have adverse affects on memory function, sleep and overall health – both mental and physical. Stress at work has been difficult to separate from stress at home. Social isolation and anxiety have also taken a huge toll: enquiries to private healthcare services about depression were 42% higher in January 2021 than in January 2020, with a 21% increase in enquiries about anxiety disorders over the same period. Dr Ian Nnatu, a consultant psychiatrist at Priory’s Wellbeing Centre in Harley Street, says rising stress levels have been an emerging consequence of the pandemic: ‘I have seen a significant increase in patients with anxiety and stress over the last year, and I sense the pandemic, lockdown, and uncertainty about the future have all played a part.’
Leading and award-winning national recruitment agency Encore Personnel has accelerated into 2021 with the launch of a brand new Driving Division in Nottingham, to source specialist freight and delivery drivers for its logistics clients across the East Midlands. The new division will strengthen Encore’s existing offering in the sector and further establish its network within the logistics and driving candidate pool. The business currently operates a Driving Division in five locations in the UK, making Nottingham its sixth hub of driving recruitment expertise. Operations Director at Encore Personnel, Ed Vigars, who has worked for the company for more than 17 years is responsible for directing growth across its Driving and Industrial Divisions. He said now was the ideal team to invest in expanding the footprint of its Driving team. He said: “We have very ambitious and exciting plans in place for our Driving Division, starting with the opening of our Nottingham Division this month. We chose Nottingham as the next expansion site because we found the perfect candidate for the role and geographically this location will really complement our Leicester and Derby Driving team’s successful track record. The stronger our network of candidates, the better our offering is to our existing and new clients.” The new Nottingham Division will be headed up by John Epton, who has more than 18 years’ experience sourcing high quality drivers up and down the East Midlands, from Rugby to Doncaster. Ed added: “John was the perfect person for the role. His knowledge and expertise set him apart, as did his understanding of the priorities and values of the driver population and our clients regionally. John will be responsible for developing our offering in Nottingham and will have scope to grow his team significantly throughout this year and next. He will work out of our existing Nottingham office, which is currently home to a team of 10 recruitment specialists.” Despite very tough market conditions – particularly the well documented driver shortage due to a combination of Brexit and the pandemic, Encore’s Driving Division continues to go from strength to strength thanks to its highly skilled team and its exceptional candidate engagement approach. It’s experts use a honed strategy of approved driver scheme incentives, CPC training and rewards and a competitive ‘refer-a-friend’ bonus initiative to attract and retain quality drivers. Andrew Fletcher, Driving Area Manager at Encore said: “We’re thrilled to have John on board with his honed skill set which is the perfect fit for the opportunity to expand our Driving network in the region. There is a lot of activity in the logistics sector around the East Midlands Gateway with new hubs and warehouses opening this year and we wanted to ensure we were in position to respond to the demand for drivers when it arrives.” Andrew said that before the end of 2021, Encore’s Nottingham Diving Division’s goal was to recruit 200 new drivers across the region and to acquire an additional 40 clients. John, who joins the business with a wealth of experience in recruiting high quality, reliable drivers, said: “I’ve got a lot of practice with growing a branch from scratch so when I saw the opportunity at Encore, I knew it was for me. I pride myself on my ability to match the right driver to the job and my knowledge of the regional market. The key is having excellent contacts and understanding drivers’ requirements and values, which are a combination of competitive wage, flexibility of shifts and the type of work. I’m excited to build this new branch for Encore and look forward to making swift progress this year.”
The majority of Brits do not believe there are jobs for them after the COVID-19 employment crisis triggered a major downturn in confidence.Over half (51%) of jobseekers do not believe there is a job out there for them, while a similar number (52%) don’t believe they’ll be successful, according to a survey of 2,000 by Indeed.Overall, more than a quarter (26%) of jobseekers rated their self-belief levels as low and more than two in five (44%) don’t feel confident when it comes to searching and applying for jobs.These figures increase to 40% and 63% respectively for unemployed jobseekers, suggesting joblessness significantly reduces an individual’s belief in securing one.Almost half (47%) of unemployed jobseekers said their self-belief has reduced the longer they’ve been unemployed.The research found gender and age gaps too, with women citing lower levels of self-belief in their job search compared to men – 38% versus 48% – and over 55s being the group least confident of finding a job.Find out more hereSource: https://consent.yahoo.com
Two thirds of UK manufacturing firms are planning to introduce dual or multi-sourcing for key components to avoid supply disruptions caused by COVID-19.This is according to a new survey from accountancy and business advisory firm BDO.In a survey of 206 manufacturing businesses conducted by Make UK and BDO in November 2020, almost 9 in 10 manufacturers said they had reviewed their supply chains in response to the pandemic.In total, 59% of respondents said they planned to diversify their supply chains, with 46% saying they planned to create a UK focused supply chain. 33% said they would focus on reshoring the manufacturing of goods to the UK.However, 27% said they were looking to diversify their supply chains across different countries in the EU, while the same proportion said they were likely to diversify in countries outside the EU.New Brexit rules which came into force following the UK’s withdrawal from the Single Market and Customs Union on 1st January 2021 have introduced new trade frictions which could also lead to further supply chain disruption and reorganisation.Find out more hereSource: https://www.pesmedia.com
Award-winning recruitment agency Encore Personnel, which provides temporary workers for a broad range of businesses including HGV drivers to the logistics sector, has planned ahead for a shortage of lorry drivers as a result of Brexit and the pandemic.Encore, which operates 10 branches across the Midlands with an office in Derby, has been sourcing high quality and reliable drivers for UK businesses for more than 15 years. It is an accredited member of Logistics UK, offering its drivers all the benefits of its in-house Approved Driver Scheme, including free CPC training and highly competitive pay rates.However, Brexit and Covid-19 have caused major problems for the driving recruitment sector as many skilled and experienced drivers chose to return to mainland Europe with no promise of returning. In response to this challenge, which Encore had anticipated and prepared for in advance of Britain officially leaving the EU, the business is tackling the issue head on.Pete Taylor, Managing Director at Encore Personnel, who has worked at the business for 15 years, said: “We’ve been dealing with a lack of drivers for several years now and Brexit is certainly not the only reason for this. The Brexit ‘deal or no deal’ situation bubbled away for some time and contributed to the exodus of drivers back to mainland Europe certainly, but we have also found that the combination of an aging driver population and ever more stringent and costly training requirements has meant more and more drivers have made the decision to leave. Furthermore, there’s a dearth of newly qualified drivers entering the market too.“But we haven’t ever rested on our laurels when it comes to sourcing the best drivers for our clients and retaining them wherever possible, despite this unprecedented lack of availability. Our teams are characterised by highly motivated, can-do people who put the needs of the candidate and the client first, ensuring we match the right person to the right role – which ultimately means they are more likely to stay with us and our clients for the long run.” Pete added: “As a business that puts huge emphasis on ensuring best practice, trying to navigate this situation where quality drivers are scarce is proving to be very expensive. We now need more staff to source quality drivers compared to a few years ago as they are becoming rarer by the day and the competition to obtain their work is unprecedented. What’s more, pay rates have not grown exponentially either which adds to the overall challenge of driver availability.“Drivers are a crucial link in the logistics chain and finding punctual, reliable and experienced candidates is no mean feat at the moment. We pride ourselves on offering a range of flexible, temporary or permanent driving jobs across a broad spectrum of sectors to ensure the best fit for workers and clients alike. What sets us apart is that we treat recruits for our driving jobs with the respect they deserve and not as outsiders or numbers on a spreadsheet – because frankly without them the country’s supply chain would grind to a halt.”This was posted in Bdaily’s Members’ News section by Emily Winsor Source: Leading Midlands Recruiter Tackles HGV Driver Shortage Head On | Bdaily
A report issued today by Centre for Cities has cited the top ten UK cities which are most likely to see labour shortages, ahead of tomorrow’s release of the Government’s No Deal Brexit plans.Each of the cities mentioned, including Northampton and Slough, are heavily reliant on migrants to fill the low skilled, industrial roles. EU migrants are more likely to be in work than UK-born residents of these cities (70% compared to 58%), according to the report. These cities are therefore more vulnerable to tougher immigration rules should a No Deal Brexit take place.The report has called for an extension on freedom of movement rights for at least two years after March 2019 and we couldn’t agree more.With offices based both in Northampton and Slough, Encore is already starting to see the stark reality of Brexit sink in. For instance, in Slough last year, 84% of its agency workers were EU nationals. Today, EU workers account for 78% of the Slough workforce – a drop of 6% in just 12 months – and the trend looks set to continue.Industrial, warehouse and distribution and hospitality sectors are some of the biggest employers in these areas, making up a large proportion of our client base and employing mostly skilled and unskilled EU workers. However, with a No Deal plan on the horizon, businesses are bracing for a reduced workforce instead.Karen Haywood (pictured), operations manager at Encore Personnel, said, “Businesses also need to invest wisely now before it is too late. New systems and approaches have to be implemented, including business models which account for stronger competition for skilled candidates, incorporating measures such as increased payment rates and bonuses. Revised targets may also have to be considered, to ensure the business is able to achieve a reasonable and realistic output during this uncertain time.“A short time-frame of less than a year will no doubt be detrimental and make if difficult for businesses to achieve all this, but a two-year extension will at least provide some leeway for these cities and their companies to adjust and prosper.”
Young people in the UK are staying in education rather than looking for work in a coronavirus-hit labour market where the odds are stacked against them finding employment, according to official data.The number of 16-24-year olds who were not in education, employment or training fell to 757,000, or 11 per cent of the age group, in the third quarter of 2020, figures published by the Office for National Statistics on Thursday showed.This was down by 0.6 percentage points from the same period of 2019. “More young people are staying in or returning to education, rather than trying their luck in the uncertain waters of the Covid labour market,” said Chris Goulden, director of impact and evidence at the Youth Futures Foundation, a charity tackling youth unemployment.The figures suggest that the education system is helping to absorb the shock of a huge rise in youth unemployment. Analysis by the Trades Union Congress published on Friday showed that 59,000 16-24-year-old workers were made redundant between July and September this year, more than in all of 2019.With lockdown measures hitting the sectors, such as hospitality, that usually hire large numbers of young people, the fall in employment among 16-24-year olds — some 300,000 people since the start of the year, according to the ONS — has been much bigger than the number of redundancies.But the main change appears to be 16-year olds choosing to stay in school or enrol in further education colleges while waiting for their job prospects to improve. The proportion of 16 and 17-year olds who were neither employed nor in education or training fell to 3.2 per cent, down from 4.2 per cent the previous quarter. Those in that age group who have left school face dire prospects: the ONS data showed that only a third were in work in the third quarter, with 27 per cent unemployed and the remaining majority economically inactive. Tony Wilson, at the Institute of Employment Studies, said that even if the education system was helping to mitigate the huge drop in youth employment, it was worrying that the crisis was exacerbating a long-running decline in students who were combining work with studying — crucial for those on low incomes to pay their way while in education. “Young people’s prospects are grim, and a lot is riding on the government’s Kickstart scheme to provide the safe harbour of a six month, paid placement to weather the current storm,” Mr Goulden said. The Treasury said earlier this month that around 20,000 jobs had been created so far through the Kickstart scheme, under which the government subsidises employers for six months to provide placements for unemployed young people. Severn Trent, the water and waste company, is the latest big company to pledge participation, saying on Wednesday that it planned to take on 500 people through the scheme.Source: Financial Times
Encore Personnel has contributed to keeping the country’s supply chain moving throughout the pandemic by sourcing high quality drivers for key worker clients.When lockdown was announced at the end of March, Encore’s driving division saw an almost 200 per cent increase in demand for shifts across its supermarket and home delivery customers – which meant the business had to react rapidly and efficiently to ensure all requirements were met on time.Logistics Area Manager at Encore Andrew Fletcher said the hard work and determination of his division’s branch network was the reason why such an unprecedented spike in demand could be navigated effectively.He said: “At the end of March through April we saw business levels drop by around 60 per cent across our broad client base in our driving division, apart from for our supermarket and home delivery key clients where demand spiked off the chart. Those clients went from “normal trading” requirements mid-March increasing by 193% by the first week of April. We’ve been seeing these clients exceeding their peak volumes – which usually last for two to three weeks around the festive season – week in, week out since April.“Our sole goal was to keep the supply chain moving by keeping drivers driving, in turn meeting all of our clients’ needs. We did this by implementing swiftly redeploying our drivers to where the need was. This was a mammoth task for our team and I’m extremely proud of how everyone pulled together at a time of intense pressure to get the drivers to where they needed to be. This ensured that our drivers were abe to maintain an income to support their families, our clients were able to cope with increased demand, and we could all rely on the supermarket shelves being stocked, and our online shopping parcels arriving next day”Commenting on the pandemic’s overall impact on the sector, Andrew added: “COVID-19 has certainly meant that there has been less work for drivers overall, given that society effectively shut down for weeks – but we are now seeing ‘normality’ resume as our clients that had been forced to close return to trading.“This week (third week of October) we are seeing our figures up 20 per cent on where they were pre-lockdown. When we look back at the massive dip we experienced in the depths of lockdown, this is really quite impressive, and is testament to the tenacity, hard work and commitment demonstrated by our teams across the board during these exceptionally challenging times.”
The UK logistics industry is beset with pessimism, according to a new survey showing the confidence index at 47.1 – its lowest level since records began in 2012.The Barclays-BDO Logistics Confidence Index notes the “unprecedented domestic and global uncertainty created by the pandemic, in addition to ongoing concerns over the UK’s future relationship with the EU and the continuing skills shortages”.Two-thirds (67.1%) of companies say current business conditions are more difficult than 12 months ago, while a quarter (24.2%) believe they are “much more difficult”.The survey suggests larger companies have generally found things more difficult, despite being more likely to benefit from a more diverse customer base, as they may have found it harder to adapt quickly to the changing market.However, Brexit and the driver shortage are the most pressing concerns, notes the report accompanying the survey.“The industry seems to be experiencing a mixture of nervousness and calm towards Brexit transition. While operators’ attitudes are perhaps slightly more relaxed about – or perhaps simply resigned to – Brexit than last year, possibly because they feel more prepared, nearly half (47.9%) still fear they will be doing less business with EU companies in the event of no trade deal being agreed.”The lack of drivers, meanwhile, has been compounded by a shortage of skilled warehouse staff.But, there are some bright spots – namely in e-commerce. One-third of operators said current business conditions were the same or better than a year ago, with those in e-commerce and last-mile delivery faring better than others. But manufacturing sectors such as automotive, aerospace, oil and gas saw “unprecedented levels of disruption”.The greatest business opportunities in 2021 are predicted to be in online retail (55%), against 32% for manufacturing and just 6% for automotive. But opportunistic acquisitions are also on the cards, with nearly 40% of respondents saying they are likely to make an acquisition in the next 12 months as companies try to extend service offerings or target new industries or customers.Technology has also seen greater adoption, with 42% of operators using technology to replace humans. And Covid-19 hasn’t battered environmental hopes: 72% say they will continue to invest in green projects over the next year.“2020 has been an unprecedented year – never has the industry faced such a plethora of multifaceted challenges,” said Ian Cranidge, head of transport & logistics at Barclays Corporate Banking.“However, longer-term this is an extremely resilient sector, which is ready to bounce back once the pandemic passes. Businesses are using this challenging period to build, by investing in technology and sustainability. The present is undoubtedly tough, but we can look to the future with optimism.”The total combined UK revenue for the 100+ companies surveyed is £16.4bn ($21.95bn) and, even under current conditions, nearly half (49%) still expect to see profits increase over the next 12 months.Jason Whitworth, partner, M&A advisory and logistics & supply chain management, at BDO, said: “As we stand today, it feels like we are still in the eye of the storm, in terms of uncertainty. Given this, it is no surprise confidence is low. The pandemic highlighted the vital nature of an effective supply chain, and this survey demonstrates the sector’s resilience and adaptability.“Encouragingly, the responses reveal a continued appetite to invest for the future – searching out new markets and added-value services, developing technology, automation and sustainability projects and attracting, training and retaining good people.”Source: The Loadstar
As part of the Withdrawal Agreement, EU law will continue to apply to the UK until the end of the transition period. However, the transitional arrangements will end on 31 December 2020, and as we seem to be approaching a no deal Brexit, the position regarding employment law going forward remains unclear.The UK legislation implementing the Withdrawal Agreement, the European Union (Withdrawal) Act 2018 (the Withdrawal Act) provides for existing EU law to be converted into UK law and referred to as “retained EU law”. EU derived employment legislation will accordingly remain applicable in the UK unless or until changed by any subsequent domestic legislation. In the absence of any protection of existing worker rights being enshrined in UK law, however, from 1 January 2021 existing EU derived rights could be changed by domestic legislation, (although in practice this seems unlikely in at least the short term).We have set out below a broad summary of the current position.Employment Law UpdatesDeparture from retained EU case law by UK Courts and TribunalsUnder the Withdrawal Act UK Courts will not be bound by new decisions of the Court of Justice of the EU (CJEU) made after the transition period ends but will still be bound to interpret retained EU law in line with existing decisions of the CJEU (retained EU case law). The Withdrawal Act, however, confers the power on the UK Supreme Court and the High Court of Justiciary in Scotland to depart from retained EU case law if they consider it “right to do so.” Following consultation, the Government has now confirmed that, among others, that power will be extended to the Court of Appeal and Inner House of Court of Session, but not to the High Court or the Employment Appeal Tribunal (EAT).UK courts will still be bound by the normal doctrine of precedent. However, in respect of decisions of more senior UK courts relating to retained EU case law this development gives greater scope for divergence from retained EU case law and may cause uncertainty leading to re-litigation of established legal principles. We anticipate that, in particular, case law under TUPE (for example on changing terms and conditions) and under the Working Time Regulations (for example, holiday pay) may be vulnerable to challenge.European Works CouncilsOne employment law issue which will change on 1 January 2021 is the position regarding European Works Councils (“EWCs”). An EWC is a forum set up by employers for the purposes of informing and consulting with employees at a European level, about the operation of its business. To form an EWC, an employer must have 1,000 employees across the member states and at least 150 employees in each of two or more of those member states.From 1 January 2021: Employers will be unable to make new requests to set up an EWC in the UK. Where central management of an EWC is in the UK, it will need to be transferred to another member state. This also applies to European public limited companies registered in the UK.If a UK company has an existing EWC it is likely they will need to review the way they operate after 31 December 2020, because there will no longer be reciprocal EWC arrangements between the UK and the EU post-Brexit. Companies should consider what to do about ongoing involvement of UK representatives in their EWC after the end of the transition period, and a new representative agent based in an EU member state should be designated or assigned.Data Protection and cross-border transfer of employee dataAt the end of the implementation period the EU GDPR regulations will be incorporated into UK domestic law as ‘UK GDPR’ regulations. UK GDPR will preserve the core EU standards such as data protection principles, rights of data subjects and obligations for controllers and processors. Employers in the UK who transfer employee data across borders to the EEA, should therefore generally continue to implement the EU GDPR compliance standards and follow the ICO’s guidance, which will be updated in due course to reflect necessary changes.However, EU GDPR transfer rules apply to data entering ‘third countries’ outside the EEA. The UK will become such a third country on 1 January 2021. Under these circumstances the transfer of personal data may lawfully occur to a third country where: a valid adequacy decision is in place (i.e. an adequate level of protection); one of a number of safeguards are in place; or certain derogations under the relevant GDPR regime apply.The European Commission is aiming to agree an adequacy decision with the UK by the end of the transition period. If this is achieved, personal data can be sent from the EEA to the UK without any further safeguarding being necessary. However, given the uncertainty, it is not safe to assume that the UK will benefit from an adequacy decision and companies which transfer data from EEA countries to the UK should consider what GDPR safeguards can be put in place to ensure that data can continue to flow into the UK. It would also be prudent for companies to consider reviewing personal data that it holds so it can be easily distinguished between data acquired before the end of the transition period, and after.Potential future changesEmployment BillThe Queen’s Speech last year set out proposals for a new Employment Bill, which will include the following measures to protect workers’ rights: Creation of a new, single enforcement body, offering greater protections for workers and to support business compliance, ensuring vulnerable workers are aware of and can exercise their rights; Ensuring that tips left for workers go to workers in full; Introducing a new right for all workers to request a more predictable contract after 26 weeks service; Extending redundancy protections to prevent pregnancy and maternity discrimination; Allowing parents to take extended leave for neonatal care; and Introducing an entitlement to one week’s leave for unpaid carers.The precise wording of these will not be clear until the Employment Bill is published and this is still awaited with no timescales known at this stage.Amendments to current legislation?There is the possibility that we may see de-regulation in other areas post-Brexit, although currently this is purely speculative. We consider the most likely legislation targets for amendment could be: The Working Time Regulations 1998 (and rules around calculation of holiday pay); The Agency Workers Regulations 2010, which have faced criticism for imposing unnecessary burdens on businesses; TUPE, possibly to make it easier for employers to harmonise terms and conditions following a transfer of a business; and Imposing a cap on discrimination compensation.Source: Lexology
Directors at expanding and ambitious recruitment firm Encore Personnel are celebrating the grit and determination of their staff after the business’s Managed Services team delivered its biggest ever peak during the COVID-19 pandemic.Encore, which operates across the UK and services clients across an array of sectors from food and drink to retail, usually recruits on average 1,750 workers across its Managed Services division in the first and second quarters of the year, whereas this year it has filled more than 2,500 roles – a stark illustration of how the recruitment sector, and the Managed Services team at Encore in particular, has supported the nation’s stability throughout the pandemic.Operations Director at Encore Andy Lewis said he was extremely proud of his team and specifically the true spirit of teamwork which has shone through since February.He said: “This year has been off the chart in terms of delivery for our Managed Services team. We could never have predicted the pandemic and how the pressure of lockdown would be felt so intensely by many of our customers and indeed our staff who have continued to function as normal – but I’m very proud to say that we have delivered an exceptional service across the board.“Despite the many and varied challenges thrown up throughout lockdown and afterwards, we’ve not stopped, we’ve not once panicked or admitted defeat. We’ve come together every single day and worked as a team to ensure our customer service continued to be exceptional. The astounding fact is that we’re currently managing the same peak volume staffing levels through May to August as we were doing across Black Friday and Christmas of 2019, which is truly incredible and a testament to the commitment, passion and talent demonstrated every day by our brilliant team.”Andy added that the business had been agile and quick to adapt when the pandemic’s impact on the supply chain started to take hold.He said: “Our success and our ability to maintain excellent customer service standards has been due to having very robust process and ways of working in place before the pandemic hit. Combine that with how we were already adept at remote working coupled with our forward-thinking and innovative customer base and we had a strong grounding for what was to come.“As COVID-19 continues to impact our daily lives, it’s very likely that the customers we serve, from those in the food and drink sector to retail and many in-between, will continue to see increased demand and so it’s vital we maintain our high standards. We’ve been so impressed by how our customers have adapted to the ‘new world’ we live in and we’ve certainly learnt a lot from those at the sharp end of demand over the last few months.“2020 will go down in Encore’s history as the pinnacle of what we can deliver as a business when under extreme pressure. Hats off to our staff who’ve tirelessly worked to ensure we hit our goals, delight our customers and in many cases helped to keep the country going as keyworkers during this unprecedented year.”
Encore Personnel has relocated to new and larger offices in Spalding in order to serve its expanding client and candidate base in the region with a team that has doubled in size since the start of lockdown.The Spalding office was one of the few branches in the group to stay entirely open throughout lockdown. This was due to the sheer volume of work requiring team members be on hand to deal with increased demand for flexible labour.Expansion in the region for the recruitment firm has been driven by a strong base of food production and horticulture clients, with support for firms that have faced increased demand for products during the Covid-19 lockdown and well-publicised challenging labour issues.Ed Vigars, Operations Director at Encore, comments: “We’ve more than doubled team members based at our Spalding branch and moved to new premises far ahead of our scheduled strategic move. Since March we have sourced and placed over 1000 workers in key industries in the region, and under the guidance of Divisional Manager, Martin Knowles, the Spalding branch has been supported from our Peterborough office in order to recruit from two labour hubs, allowing a wider geographical coverage, to fulfill clients’ needs.“Those businesses that specialise in harvested goods, food production and packaging have been particularly busy throughout lockdown, including those that specialise in food and recipe delivery boxes. These are the firms that kept our shelves and store cupboards stocked throughout the lockdown months and Encore believe that our support was equally as vital. So, we had to keep our doors open, be on hand and do what we needed to do to ensure that there were enough recruits available to keep these businesses operating at a maximum.“We’ve taken the opportunity, as lockdown has eased, to move the team to more appropriate premises in Spalding, so that we are in the best position to continue to assist these businesses moving forward.”
We’re pleased to announce that our new Customer Relationship Management (CRM) system is set to launch next month (October).The new web-based software will support our consultants with the on-boarding of new candidates, creating a much swifter online registration process and virtually removing the need for face-to-face form filling and manual documentation, bar the requirement of providing a physical copy of ID.Operations Manager for Managed Services Kim Blackburn, who has overseen the operational-related development and implementation of the new CRM, said: “Historically the registration process has been the most time-consuming part of a candidate’s journey – for them and for us – due to the duplication of various documentation collection. Our new CRM system removes duplication. In essence, a new candidate to Encore will apply for a role and will then be ‘set up’ on our internal system, requiring minimal input from them ongoing. As well as registration functions, the system also offers a contract e-signing feature which removes another manual task from the process of registering as a candidate.“We’ve calculated that the implementation of our new CRM tool will save candidates, on average, an hour each and our consultants will save 10-12 minutes per candidate. Given that we registered approximately 15,000 candidates last year, this bodes very well for our efficiency as a business, saving us in the region of 3,000 hours – that’s 125 days of form filling – annually.”The new mobile and tablet friendly system will also create a more streamlined and seamless service for the candidates themselves, offering us a better level of reporting and accuracy in terms of where an individual candidate is on their recruitment journey and more effective channels of communication for relaying updates on interviews and contract information.Managing Director at Encore Personnel Pete Taylor added that the new system’s benefits would be felt across the business immediately, given the breadth of its functionality which will allow for better anticipation of a client’s immediate needs, better segmentation and speedier communication.He said: “2020 has served up the most challenging business conditions in modern history – with the recruitment sector under greater strain than ever before in terms of placing the right candidates in the right roles and ensuring temporary workers are recruited ethically and efficiently while working closely with our clients to build and deliver robust recruitment and retention plans on a proactive basis.“Investing in cutting-edge technology to support our extraordinarily hard-working teams means we can offer the very best service possible to our clients and the most enhanced experience possible to our candidates.”
We’re pleased to announce that Encore Energy is supporting the Green Homes Grant Scheme – a £2billion package to help the UK bounce back from the covid-19 pandemic by saving money, cutting carbon and creating jobs.The initiative – which launches in September – will support an estimated 140,000 green energy jobs which is great news for our Energy Division. It sets out to make 650,000 homes more energy efficient, help save households money on bills and lower the UK’s carbon emission by more than half a mega tonne per year (the equivalent to taking 270,000 cars off the road).How we’re helping:With over 10 years operating in the Renewable Energy market all over the UK, more than 10,000 engineers registered to our database and immediate access to clients and tradespeople in the associated industries, we’re perfectly positioned to support businesses in need registering for the Grant and find associated tradespeople their perfect role.We’re now looking to speak to any client anticipating an uplift in work who requires support and any tradespeople looking for a new contract or permanent opportunity specialising in solid wall, under floor, cavity wall or roof insulation, air source or ground source heat pump, solar thermal, double, triple or secondary glazing, upgrading energy efficient doors and heating.We’re proud to be focused on playing our part in contributing to the Government’s 2050 net zero carbon target, by putting as many associated tradespeople into work as possible. The Green Homes Grant scheme is the head start we need. 24 million homes require improvements to achieve the Government’s goal and the construction and energy industries will play a crucial role in the delivery of low carbon homes.We’re encouraging our database to register their interest as a tradesperson looking for work or as a client looking for tradespeople by calling 01604 824177 or emailing email@example.comOr you can find out more about the Green Homes Grant Scheme here: https://www.encorepersonnel.co.uk/green-homes-grant/
Business output across UK services and manufacturing increased significantly in June as both sectors benefited from the continued lifting of lockdown restrictions, according to figures from the latest BDO Business Trends report.BDO’s Services Output Index, which provides the most comprehensive snapshot of output in the services sector by weighting macroeconomic data from the UK’s main business surveys, rose by 11.20 points to 64.73 in June, its largest increase on record, as businesses felt the benefit of being allowed to reopen from 15 June.The rise in services output – which encompasses a range of industries including retail, hospitality, transport and professional services – mirrors the jump seen in May’s Manufacturing Index when many employers in the sector were given the green light to re-start work. Output across the manufacturing industry continued this upward trajectory in June, with the Index increasing from 69.55 to 80.47.Overall, BDO’s Output Index rose by 11.16 points to 66.50 in June, still well short of the 95 level that represents positive growth, and significantly below the lowest point of the 2008/2009 financial crisis, which hit a low of 79.28 in April 2009.BDO’s Employment Index also continued its downward trend throughout June, dropping 1.87 points and taking the Index to its lowest level since January 2016. This fall represents the fourth consecutive month of decline, a trend likely to continue as Government support is rolled back further.A similarly gloomy picture emerges from BDO’s forward-looking Optimism Index, which at 79.59 remains below its lowest point of 79.64 during the 2008/09 credit crunch, despite a second consecutive month of improvement.Kaley Crossthwaite, Partner at BDO LLP, said: “Although economic activity remains considerably suppressed, the recovery in output is an encouraging signal that the easing of restrictions has breathed life into certain sectors.“While output continues to show positive momentum, the crucial infrastructure underpinning the economy remains fragile. As government support measures are rolled back in the coming months, the prospects for the economy will become clearer. For now at least, there is reason for some very cautious optimism.”Source: East Midlands Business Link
Encore Personnel, the national recruitment firm, has today announced the strategic promotion of Ed Vigars to Operations Director.Ed steps into the new position from Operations Manager, following an extensive career spanning 17 years within Encore’s Industrial and Driving Division. His promotion is pivotal to delivering the next phase of the firm’s ambitious five-year growth plans, which endeavours to enhance its long-standing position within the market and open up new business opportunities.In his new role, Ed will be responsible for 70 members of staff and 15 profit centres across the UK. Placing thousands of workers into temporary job roles each week, Encore’s Industrial and Driving Division currently provides expert recruitment solutions to more than 300 clients. In 2019, Industrial & Driving accounted for £44m of the company £76m turnover, placing them as two of Encore’s leading divisions and accounting for 70 per cent of Encore’s overall profit.Ed will also sit on monthly Board meetings alongside five other senior heads from across the business, strategically looking at untapped opportunities in which to develop and strengthen the firm’s growing reputation in the marketplace.Ed said: “Encore is undergoing a transformational period of growth and it is rewarding to now be at the helm of the business, driving Encore’s success and aspirations forward.“At Encore, we never want to stay still. The Driving and Industrial markets are experiencing a challenging climate in regard to Covid and Brexit, the skills crisis and ongoing changes to legislation and it is important that we are continually looking at new avenues, in which to improve candidate experience and enhance the division.“Over the next year, this will include expanding the footprint in Peterborough, where Encore recently opened an office, as well as implementing ambitious plans which will have a stronger, strategic focus on first-class customer experience.”
HOW IS ENCORE PERSONNEL RESPONDING TO THE COVID-19 PANDEMIC?The safety of all our colleagues, candidates and clients is our number one concern at this time. At Encore Personnel, we are taking every precaution necessary throughout our operation to adhere to all Government guidance and social distancing recommendations.More information on the symptoms of COVID-19 and how it is spread can be found here.To speak to a team member at Encore Personnel, contact us here.INFORMATION FOR OUR CLIENTS:We remain open for business and fully operational to support our colleagues and clients who require key worker positions to be filled, with the Encore team working remotely from home, in-branch or at our client’s sites. We are contactable on our usual numbers and e-mails to support your business needs. You can find details for how to reach each Encore branch here: https://www.encorepersonnel.co.uk/contact-us/We continue our commitment to providing you with the best recruitment solutions and the highest quality of service throughout this time.INFORMATION FOR OUR COLLEAGUES:Our consultants are recruiting remotely or are still in-branch. We are actively looking for candidates to fill urgent key worker positions in front-line businesses, including food production, warehouse and distribution roles. If you’re looking for work, please contact your local Encore Personnel team so we can help to place you in a suitable role: https://www.encorepersonnel.co.uk/contact-us/WHAT MEASURES ARE IN PLACE TO KEEP ENCORE PERSONNEL STAFF SAFE?We have reduced the number of in-branch staff across all sites and the majority of our team members are now working remotely in order to minimise contact. We remain dedicated to providing clients and candidates with a first-class service and have team members in your area available, either via phone or video, to discuss the roles that we are currently looking to fill.CAN I STILL APPLY FOR A JOB DURING THE COVID-19 LOCKDOWN?Yes! We are proud to be supporting businesses and organisations that are keeping supply chains moving during this difficult time.To help keep Britain moving, we are urgently looking to fill key worker positions for essential businesses that remain operational during the COVID-19 crisis.Contact us here for details of roles available in your area, such as driving roles and food production positions.WHO IS A KEY WORKER?A key worker is anyone who provides an essential role or service, these include healthcare workers, and cleaning operatives, as well as those working in food manufacturing. During the COVID-19 lockdown, the Government has identified anyone in the following industries as a key worker: NHS, health and social care Education and children’s services Local & National Government Public safety and national security Transport Food production and distribution Utility workers Finance Communications Postal serviceWHAT KEY WORKER ROLES ARE CURRENTLY AVAILABLE?We have a wide variety of key worker roles in numerous locations that need to be filled urgently in order to keep supply chains moving. Essential roles we are actively recruiting for include industry and warehousing, hygiene, food production, Class 1 and Class 2 HGV drivers, FLT drivers and more. Start your search for a new role on our Candidates page.AS A CANDIDATE, HOW WILL MY EMPLOYER KEEP ME SAFE?We are advising all candidates to keep up-to-date with the latest Government advice on social distancing measures and handwashing guidelines.Employers will advise you of specific measures relating to your role and how to adhere to social distancing in your workplace. They are also required to provide all workers with access to soap and hand sanitiser to reduce the spread of COVID-19 and suitable PPE will be provided where required.More details on the Coronavirus, what it is and how it is spread is available on our Coronavirus – Advice to Our Workers page.AS AN EMPLOYER, WHAT SHOULD I DO TO KEEP MY STAFF SAFE?Employers have a duty to protect the health, safety and welfare of all staff members in the workplace and must ensure they adhere to the latest government guidelines click here and in particular ensure robust social distancing measures are well communicated and adhered to at all times.Additional steps should be considered in workplaces where there are staff members who are classified as being in a vulnerable group, such as pregnant staff members or those with a health condition.Managers should be able to identify symptoms of COVID-19 within staff members who are reporting sickness or showing signs of having coronavirus in the workplace.WHAT IS THE JOB INTERVIEW PROCESS DURING THE COVID-19 LOCKDOWN?Currently, our team members are conducting the interview process remotely, over the phone or via a video call together with an On-line element, as we are unable to hold any face-to-face meetings. This is to ensure we can continue to support our candidates with finding suitable roles and help clients who need additional workers at this time, while maintaining social distancing.Your interview will follow the same process as it would normally, so we can find out more about your skills and experience and help to place you in the most suitable role.CAN I BE FURLOUGHED IF I AM A CASUAL OR TEMPORARY WORKER, OR A WORKER ON A ZERO HOURS CONTRACT?If you’re on a PAYE agency contract and are unable to carry on with your usual work duties, you may be placed on the Job Retention Scheme, which will enable you to continue to receive 80% of your monthly wage, up to a limit of £2500. Whether you’re working via an agency, umbrella company or on a fixed term contract, if you have agreed to be furloughed with your employer, they will change your employment status and put through your application for this scheme. Workers who are self-isolating or on sick leave will receive Statutory Sick Pay.WILL I RECEIVE SICK PAY IF I NEED TIME OFF FOR COVID-19?For additional advice regarding COVID-19, sick pay and leave, please see our Sick Pay and Time Off FAQs.MORE INFORMATION ON COVID-19 IS AVAILABLE FROM THE FOLLOWING SOURCES:We advise all clients and candidates to keep up-to-date with official Government and NHS advice via the links below:Government guidance: https://www.gov.uk/guidance/coronavirus-covid-19-information-for-the-publicGuidance on social distancing and vulnerable people: https://www.gov.uk/government/publications/covid-19-guidance-on-social-distancing-and-for-vulnerable-peopleNHS advice: https://www.nhs.uk/conditions/coronavirus-covid-19/
Encore Personnel’s thriving engineering division based in Derby has reported a record first six months of growth.The national recruitment consultancy opened the new engineering division within its established Derby branch in August 2019, as part of a transformational period of expansion for Encore. It endeavoured to complement the existing areas of the business across the East Midlands, working in partnership with clients to deliver a high calibre of recruits within the aerospace and rail network sector.Since its launch, Encore’s unique skillset and dedication to delivering outstanding results has seen the division win 16 new clients and surpass its forecasted profit by 13.1% in just six months.Pivotal to this success was the appointment of Divisional Manager, Jim Shelley. With more than 12 years’ experience providing businesses with recruitment solutions, Jim is responsible for managing the new division, whilst strengthening its position and reputation with the local area and market.Now, as a result of considerable growth, the division has appointed a new Resource Management Specialist to meet demand and is looking to hire a further team member by August 2020.Jim said: “Encore has developed a strong reputation for providing viable recruitment support for the engineering sector on a national level across its ten offices. Derby is at the centre of the rail and engineering sector and opening a new division in the region was the next step in ensuring Encore continues providing a high level of service, supporting other areas of the business at the Derby branch, to ensure a one stop recruitment solution for new and existing clients in the region.“The success of the division in just six months is a testament to the hard work of the Encore team but we are keen to expand even further. We have mapped out a concrete growth strategy over the next 12 months and are already hiring new recruits to support increasing demand from clients. It is a very exciting period of development for us.”
The team at Encore would like to reassure our clients and candidates that we are very much operating on a business as usual basis.All branches are open and direct line numbers are functioning as normal, as are direct contact details and mobile numbers for key client Account Managers.Our technology also allows staff to work remotely as needed and we can conduct interviews and meetings through a range of video and audio-conferencing platforms.We are committed to providing a seamless and high level of customer service. Please get in contact with any queries you may have – our team is prepared and ready to do all they can to support you.We hope you are all able to stay sage and well and we will update you further with any additional contingency plans should they be required.— The Encore Team
In response to requests from Industry, the Department for Transport has, pursuant to Article 14(2) of Regulation (EC) No 561/2006, agreed to a temporary and limited urgent relaxation of the enforcement of EU drivers’ hours rules in England, Scotland and Wales for the drivers of vehicles involved in the delivery of food, non-food (personal care and household paper and cleaning) and over the counter pharmaceuticals when undertaking the following journeys:1) Distribution centre to stores (or fulfilment centre)2) From manufacturer or supplier to distribution centre (including backhaul collections)3) From manufacturer or supplier to store (or fulfilment centre)4) Between distribution centres and transport hub trunking5) Transport hub deliveries to storesThis exemption does not apply to drivers undertaking deliveries directly to consumers.This temporary relaxation applies from 00:01 on Wednesday 18 March 2020 and will run until 23:59 on Thursday 16 April 2020 and will apply only to the drivers specified in this notice. The Department reserves the right to withdraw the relaxation earlier or extend the relaxation if circumstances change.The department wishes to make clear that driver safety must not be compromised. Drivers should not be expected to drive whilst tired – employers remain responsible for the health and safety of their employees and other road users.For the drivers and work in question, the EU drivers’ hours rules can be temporarily relaxed as follows:a) Replacement of the EU daily driving limit of 9 hours with one of 11 hours;b) Reduction of the daily rest requirements from 11 to 9 hours;c) Lifting the weekly (56 hours) and fortnightly driving limits (90 hours) to 60 and 96 hours respectively;d) Postponement of the requirement to start a weekly rest period after six-24 hours periods, for after seven 24 hours period; although two regular weekly rest periods or a regular and a reduced weekly rest period will still be required within a fortnight;e) The requirements for daily breaks of 45 minutes after 4.5 hours driving replaced with replaced with a break of 45 minutes after 5.5 hours of driving.Drivers’ must not use relaxation ‘a’ and ‘d’ at the same time. This is to ensure drivers are able to get adequate rest.The practical implementation of the temporary relaxation should be through agreement between employers and employees and/or driver representatives.The drivers in question must note on the back of their tachograph charts or printouts the reasons why they are exceeding the normally permitted limits. This is usual practice in emergencies and is, of course, essential for enforcement purposes.The temporary relaxation of the rules described above reflects the exceptional circumstances stemming from the COVID-19 outbreak. The department wishes to emphasise that, as a general rule, we expect business to plan for and manage the risks of disruption to supply chains.All enquiries regarding interpretation of these temporary arrangements should, in the first instance, be made to the Freight Operator Licensing & Roadworthiness Division at the Department for Transport via the switchboard on 0207 944 3000 (during office hours) or to the DfT Duty Office on 0207 944 5999 (out of office hours).We will keep these temporary arrangements under review. Source: Gov.uk
With International Women’s Day just around the corner on Sunday 8th March, we are excited to be celebrating the journey of Amie Tyler.Amie is currently Encore’s HR support partner for the managed services division. Before joining Encore, Amie was learning to become a primary school teacher and also took a gap year. She then joined Encore and simply hasn’t looked back since!Amie’s first role with Encore was as a receptionist in February 2014 where she worked alongside Karen Jones in the admin team based out in Telford. She has now been with Encore for six years and worked her way through various roles to now being HR support for one of Encore’s fastest growing and biggest divisions.Some of the roles which Amie has held include: Receptionist Administrator Resource Management Specialist Account Management Specialist Contract Manager Senior Contract Manager HR Support for Managed ServicesAmie has a broad range of experience having worked in various areas of the business and this has helped her excel in her current role due to having worked in both operations and head office roles.This is what Amie had to say about her first impressions with Encore and her journey with Encore so far:“Encore was my first ‘proper job’. I received amazing training and onboarding and knew that this would be a company I could have a real career in. I worked hard and along with all the training and courses given to me by Encore, I am now working in HR and also studying for my level 5 CIPD qualification.”“Because I have had the opportunity to work in both admin and operations, I feel that this has really helped me have a more holistic view of the business. I now operate in a HR function but can offer support and advice to our recruitment teams onsite and drive efficiencies.”“My journey through Encore has been excellent. I have had quite a rapid development but have been up for the challenge. Encore are really good at recognising ambitious individuals who want to work their way up a career ladder and supporting them to do so.”Amie has excelled in all roles that she has taken on and is also working on her own projects to support both HR and the Encore managed services division.Looking to follow in Amie’s footsteps? Click the link below to start your Encore journey and see where Encore will take you!https://www.encorepersonnel.co.uk/job-category/internal-jobs/
With International Women’s Day just around the corner on Sunday 8th March, we are excited to be celebrating the journey of Nikki Westwood who is currently Encore’s Learning & Development Manager.Before joining Encore, Nikki was a trainee new car sales rep working for Mazda. Nikki then decided to join Encore in May 2005 where she started as a temporary receptionist and administrator until she was taken on permanently in July 2005 as a Resource Management Specialist. Nikki is mainly based in Telford but also travels between all branches giving training and helping other consultants.Nikki will be celebrating her 15-year anniversary in May this year! A fantastic achievement!Nikki recalls her first impression of Encore when she first joined us:“I loved the dynamics of the Telford office. It was fun, busy, unpredictable and there was a really diverse team. My induction course wasn’t until September of 2005, which was the first real time I got to see other areas of the business. Coming to head office in Leicester and seeing where it all began was very humbling and inspiring. I wanted to be part of that. Even now I still love to hear the story of where it all began in 2001.”Through Nikki’s journey with Encore, Nikki has received some excellent training and mentorship from one of our current area managers Maddy O’Donnell. Here is Nikki’s thoughts on her experience with Encore and the training she has received.“Never does anyone say as a child, ‘When I grow up, I want to be a recruiter!’ So, the whole understanding was completely new to me, I was hooked, it intrigued me and I definitely felt as though talking to people and fixing problems was my calling.”“I was extremely fortunate to start my career at Encore under the guidance of Maddy O’Donnell, because of how inspiring she was, I wanted to mirror her and ultimately one day be as successful as her. She continually took her time to coach and guide me, not always in work either, she was and still is a great mentor in life. She has seen me develop from a fresh faced 19-year-old recruitment rookie to a thirty something Company Learning and Development Manager. The ethics she has helped instil in me has given me the hunger, commitment and resilience to still be striving for more. Over the fifteen years I have had development from many others, from Operations Managers to Directors. That’s the great thing about Encore; you are someone, you are valued, and your development and success really is a company commitment.”Nikki has worked extremely hard and moved through many different positions within Encore to where she is now. Her journey has involved her taking the roles of: Service Co-ordinator Account Manager Divisional Manager Company Client Support Executive Training Manager Learning & Development ManagerEach of these roles came with varying responsibilities but ultimately it was Nikki’s hard work and determination which has gotten her where she is now.In closing, Nikki has given the below advise to any women who want to get into recruitment or who are just starting their journey in recruitment.“Women are generally great multitaskers and have a brilliant eye for detail which is why they are great in recruitment. You can juggle filling placements, making client calls and all of the admin that comes with it confidently and articulately! Recruitment is one of those industries where you get out of it what you put into it. The more candidate calls you make, the more candidates you place, the more client calls you make, the newer business you convert. My advice would be to run your desk as though it’s your own business, question ‘Would I be happy with that if it was my own business?’ ‘What would I change to increase profitability if it was my own business?’ You are the only person who has control of your success, Encore just helps you realise it and achieve it!”You can also follow in Nikki’s footsteps by clicking the link below to start your Encore journey and see where Encore will take you!https://www.encorepersonnel.co.uk/job-category/internal-jobs/
With International Women’s Day just around the corner on Sunday 8th March, we are excited to be celebrating the journey of Sam Green who is currently Encore’s Talent Acquisition Manager.Below is her journey throughout her time with Encore.Sam has now been with Encore for two and a half years. Prior to this, Sam was working in the Exhibition Industry where she was required to organise financial service events across the world. However, Sam got fed up of all the travelling and started working as a 360 consultant recruiting for marketing and media roles, before moving to internal recruitment and then joining Encore as an Internal Recruiter.When asked about her first impressions on joining Encore, this is what Sam had to say:“Fantastic, I had a great onboarding when I first joined Encore and found myself in a very supportive and fun team. Everyday was different which meant I had to stay on my toes which in turn helped me to develop further in my role.”“Along with the amazing onboarding at Encore my knowledge of HR has increased dramatically. Encore have also funded my CIPD level 5 apprenticeship. I have also grown in confidence during my time here and I am a lot more assertive which has developed thanks to the guidance of my manager Cindy Gunn.”In the two and a half years Sam has been with Encore, she has had two roles. Initially starting as an internal recruiter, Sam’s hard work and dedication has allowed her to be promoted to a Talent Acquisition Manager where she now manages a small team.“I have a learnt a lot of new skills in my new role and also developed my knowledge on areas like management, and talent acquisition. I have also won an award for ‘Outstanding Support to the Business’ in 2018 at the annual company gala awards. I was then also shortlisted in the top 3 for ‘In-house recruiter of the year’ at the IRP awards – and was the only candidate shortlisted from a recruitment agency.”This shows just how hard Sam has worked in the time she has been with Encore!Sam had the following to say about any women who wish to join the recruitment industry or are starting their journey in recruitment:“Believe in yourself, exude confidence even if you don’t feel like that on the inside. Find a good mentor and squeeze as much knowledge out of them as you can.”You can also follow in Sam’s footsteps and become as successful as her with Encore. Click the link below to start your Encore journey and see where Encore will take you!https://www.encorepersonnel.co.uk/job-category/internal-jobs/
National recruitment firm, Encore Personnel has celebrated a record year of growth and expansion at its prestigious annual staff awards, rewarding its team members for professional excellence and outstanding achievements.2019 saw a transformational phase for the business. The agency expanded its national network of offices, opening its tenth UK-based office in Peterborough whilst developing its engineering division by launching in Derby. The year also saw a new senior staff structure, with Greg Latham taking the role as Encore’s Group Chief Executive Officer and Pete Taylor appointed to Managing Director.Encore also invested in a brand-new Interim Division, strengthening the firm’s senior management position in the recruitment market.Recognising that its employees were key to its success, Encore’s staff awards, now in its 18th year, acknowledges the hard work of its employees and all branches. Welcoming over 200 staff from across the agency’s ten UK branches and its Managed Services division, the ceremony celebrated individual and team successes and thanked attendees for their dedication to growing the business over the past year.The Energy Team based in Northampton took home Outstanding Team Contribution. Steve Dyne, Business Development Executive within the Coventry Industrial team was awarded Outstanding Sales Achievement while Hayley Knight, Company Admin and Payroll Manager based in Leicester won the Above and Beyond Award. Martin Knowles, Divisional Manager for Peterborough and Spalding Industrial teams, was awarded the Outstanding Leadership award, for his key role in the success of Encore’s Spalding branch over the last 12 months.Pete Taylor, Managing Director at Encore Personnel said: “Our annual employee award ceremony is always an exciting event celebrating the abundance of talent we have at Encore. It’s been a strong year for the business and we are fortunate to have such a talented and dedicated team, who go above and beyond.“As Encore continues to grow, I’d like to say a personal thank you to each and every one of our colleagues who have all played a fundamental role in our success over the past few years.”For more information, please visit www.encorepersonnel.co.uk.
Encore Personnel, the specialist recruitment firm, has marked the next phase of its ambitious growth and expansion plans today, by opening a tenth UK office in Peterborough’s city centre.The new office will expand the firm’s national network of offices across the UK, while enhancing its dedicated and expert service offering and opening up new market and business prospects.The office’s newly established team will be led by Divisional Manager, Martin Knowles and will specialise in providing blue-collar workers to industrial and agricultural sectors. Having led Encore’s Spalding office team for the past 18 months, Martin is tasked with implementing viable recruitment solutions for clients whilst driving the successful growth of the Peterborough office forward.Martin Knowles said: “Following significant success within our neighbouring Spalding office, we have seen a number of new opportunities present themselves within Peterborough. Many businesses across the city and wider region operate within the food, agricultural and horticultural sectors and we have the expert knowledge to provide clients with the best go-to recruitment solutions in these areas.“Expanding Encore’s network now will enable us to continue delivering an unparalleled service to our clients and candidates, with a knowledgeable team in place to drive and deliver ambitious results. We are already looking at new avenues to expand the team and offering within the area, over the next two years.”Pete Taylor, Managing Director at Encore Personnel, said: “In the past 12 months, we have strived to accelerate growth, evolving and adapting to changes within the market and strategically researching new opportunities where we can develop our offering and improve our service even further to achieve success. We have ambitious business aspirations and in addition to announcing a new Senior Management Team last year, we recently invested in launching a new Interim division. The opening of the Peterborough office is the next phase in expanding our national network of offices.“Martins’ appointment at Encore 18 months ago and the subsequent success of the Spalding office allowed us to recognise an untapped opportunity within Peterborough. Martin’s strong reputation in the East Anglian region, which he has built over a 15-year career, alongside the team’s excellent experience supplying industrial recruitment solutions, will ensure we have a market leading presence in the area and that we continue delivering a first-class service.”For more information, visit Encore’s new page for its recruitment agency in Peterborough, for contact details, location and more.
Encore Personnel, the specialist recruitment firm, has launched Encore MHE Training. The new initiative will be pivotal in supplying industry-approved mechanical coaching to workforces across the UK, saving clients thousands of pounds in training fees.Specialising in industrial and manufacturing recruitment solutions, Encore is one of the first firms in the UK to invest in a training initiative of this kind. It is part of an ambitious investment programme by Encore to enhance its dedicated and expert service offering.The new MHE Training arm will be essential in providing the necessary training and skills that employees need to operate forklift trucks and other mechanical handling equipment and obtain compulsory licences as part of their job. The training is RTITB (Road Transport Industry Training Board) approved and is now available for clients’ permanent and temporary staff, including those that are not supplied by Encore.The academy will be headed up by National Account Manager, Neil Cook, who is charged with the successful delivery of the service for clients. Encore has also appointed Greg Eaton as Lead Trainer. With 16 years’ experience within the industrial and warehouse sector, Greg has provided RTITB accredited training for national businesses including Soak.com, CEVA Logistics and Primark.Neil said: “Every warehouse and industrial environment needs to support its staff in obtaining the correct licences to operate machinery and forklifts and dependant on the licence, these may need to be renewed every five years. Often, companies have an in-house trainer or an external accessor, but this is often costly to the business.“By offering this dedicated training service, we are going the extra mile to evolve and adapt to meet our clients’ needs, while widening our client service offering. We have ambitious plans for growing the division in the future, as we continue to deliver an efficient, cost-effective and high standard of training for clients.”For more information, visit https://www.encorepersonnel.co.uk/
#TransformationTuesday celebrates the career progression of our candidates and colleagues. Without these success stories, we wouldn’t be in business, so it gives us great pride to celebrate as many journeys as we can.This week we take a look at Michael’s journey with Encore. Michael was with Encore for around seven months before finding a permanent role.Here are Michael’s comments on his experience with Encore…… “Before joining Encore, I used to live in Spain. In my spare time I like to socialise and also have a fondness for motorbikes, even riding one myself. After returning from Spain, I found myself needing work and decided to register with Encore. Before joining Encore, I had no previous experience with agencies, so this was a new experience for me.”“My initial thought of Encore was that the staff were all very friendly and happy to help with any queries I had. The registration process was also straight forward. I didn’t have a very good experience with my first role as a driver at one of Encore’s clients, but the staff were all very helpful and were able to find me other work. The staff were always at hand to help me with anything. My relationship with Encore’s staff was very good. They are brilliant, honest and genuinely want to help.”“If I was to use three words to describe Encore, I’d say they were genuine, helpful and supportive and I would definitely recommend them to friends and family.” #TransformationTuesdayIf you would like to get into work and follow in the footsteps of Michael, please get in touch with your local branch today!https://www.encorepersonnel.co.uk/contact-us/ Job Search – https://www.encorepersonnel.co.uk/job-search/
Encore Personnel, the specialist recruitment firm, has made a significant senior appointment within its Managed Services division, to strategically develop and strengthen its growing reputation within the marketplace.Vicki Pennal joins Encore with more than 15 years’ experience managing large onsite contracts at distribution centres requiring thousands to be recruited annually. In her newly created role, Vicki will be fundamental to the strategic operations of the Managed Services division, utilising her expertise and knowledge to drive forward new business opportunities, while implementing and providing agile and invaluable recruitment solutions for clients across the UK.Vicki’s appointment follows considerable success for the division, which places specialised operation teams at its client’s site five business days a week and on call 24/7. Having providing expert recruitment solutions for national and international businesses, including Pets at Home and Princes Food, its service has proved beneficial in reducing operational overheads, increasing efficiencies and delivering high compliance for clients.Vicki said: “Encore and its Managed Services team has gained an unmatched reputation in recent years. Its dedication to adapting and reacting to clients’ needs and going the extra mile to produce dedicated tailored and effective results for large-scale national businesses has helped the division grow significantly. I am delighted to join a business that has fast become a leader within its marketplace.”Andy Lewis, Operations Director at Encore Personnel said: “It is fantastic to have Vicki join our team. The recruitment market is continually growing and evolving and it’s important that we bring in the right people and experts to best support our clients further. Vicki will be fundamental in strategically strengthening the division, while ensuring we are continually providing a robust and high-quality workforce for clients.”For more information, visit https://www.encorepersonnel.co.uk/
Encore Personnel, the specialist recruitment firm, has today announced the strategic launch of Encore Interim. The new division marks the next phase in the firm’s ambitious development plans and will focus on supplying dedicated senior management recruitment solutions across a multitude of industries and functions.Following a £250,000 investment, Encore Interim will be pivotal to driving and strengthening the firm’s senior management position within the recruitment market, while opening up new business and growth opportunities. The division will also complement Encore’s existing business as an established market leader within temporary blue-collar recruitment, offering an enhanced service to the needs of Encore’s clients.Greg Latham, Group Chief Executive at Encore Personnel said: “The recruitment market is evolving and to ensure we remain a market leader, we have recognised the need to shape our offering and invest in new solutions to meet our strategic growth plans. Over the past 12 months, we have developed into new areas of business and announced a new senior structure to ensure our ambitious business objectives are met. As a result, we are seeing an increase of 10% to turnover if compared to last year, despite today’s challenging climate.“The new division is the latest phase in our five-year business plan and will be fundamental to strengthening our future position within the senior management recruitment industry, opening up new prospects for growth acceleration. It will ensure we are delivering an excellent recruitment solution for all our clients, while delivering unrivalled results.”Encore Interim will be led by newly appointed, Phillip Machell. With 28 years’ experience specialising in interim recruitment, having worked at global recruitment consultancy, Michael Page Executive Recruitment and national recruitment provider, Capita Executive Recruitment, Phillip has built an excellent reputation within the industry, delivering unmatched solutions for international and national clients.Phillip will be predominately based out of Encore’s Derby office and is charged with successfully driving forward the strategic growth of the division in line with Encore’s overall development plans. He will also be responsible for enhancing the consultancy’s reputation to have it recognised as a major player within the industry.Phillip added: “Encore has already seen some success in the interim field, but it is important to extend and enhance the offering, to not only bolster the service but to ensure a dedicated team is in place, with the expertise and knowledge to drive excellence for our clients.“Encore Interim’s growth plans will be developed in line with Encore’s overall business objectives. Following an investment in a new senior management structure earlier this year, Encore has adapted and planned accordingly to ensure it will be meeting the highest level of service for clients and is now in its strongest position yet to develop and support the new division.”
National recruitment agency, Encore Personnel has been shortlisted twice in the IRP (Institute of Recruitment Professionals) Awards, attaining industry recognition for its professional excellence and outstanding achievements.The annual event, which will take place on the 27th November at Royal Lancaster Hotel in London, is the only awards hosted by the REC (Recruitment & Employment Confederation). It champions the industry’s successes while celebrating the highest achieving recruitment professionals and businesses from across the UK.Encore was shortlisted in the Best Company to Work For category after demonstrating an unrivalled dedication to employee engagement. In the past 12 months, the team has invested more than £70,000 in robust employee initiatives, aimed at inspiring development while rewarding and motivating its employees. This has in turn provided a tangible link between improving productivity among the staff and customer satisfaction, resulting in Encore growing its market share by 19%.Sam Green, Internal Recruiter at Encore, has been pivotal in driving these initiatives forward. Working with Encore’s HR Director Cindy Gunn, her ambition to provide distinctive, quality internal recruitment through new strategic processes has also seen Sam shortlisted in the In-House Recruiter of the Year category for the IRP Awards.The award shortlisting follows a tremendous year of growth and success for the agency, which provides temporary and permanent blue-collar and white-collar staff to clients across the UK. In April, Encore recorded its most successful year to date with a turnover figure of £72 million in 2018 – an increase year on year of 11.7%.In July, Encore also announced a new senior structure that would drive the next transformational phase of the business providing an even stronger, strategic focus on customer and candidate needs. Greg Latham stepped into the new Group Chief Executive Officer role while Pete Taylor was promoted from Operations Director to Managing Director.Pete said: “I am incredibly proud and excited to see Encore announced as a finalist in the IRP Awards, which recognises the best performing businesses within the industry. Staff development and engagement initiatives are at the core of Encore’s company values. It breeds enthusiasm and motivation among our employees, which assists each team in delivering an exceptional service to our customers, placing us at the forefront of our competitors.”“I would also like to congratulate Sam on such an impressive achievement. Her tireless efforts in revolutionising internal recruitment has ensured that Encore remains the workplace of choice and that our employees are proud coming to work in the morning.”For more information, visit www.encorepersonnel.co.uk.
Encore Personnel specialises in placing production operatives across the Midlands and beyond. This job title covers a wide range of roles in a mixture of sectors and locations. No two production operative jobs are the same.To become a production operative, applicants need a range of soft skills to get the results required and work to targets set by the employer. These include: The ability to work as a ‘team player’, working within a team to hit targets Ability to work methodically. Listen to instructions and carry them out safely and efficiently Taking pride in the quality of your work Ability to work quickly to meet quotas and targets Willingness to help others in your team The ability to work hard and work to the same productivity level as the rest of your team Self-motivation – the ability to work productively on your own Consistency, dedication and productivity will help you in any production operative role Thorough attention to detail for quality checksThese jobs can also be temporary and seasonal, with jobs often increasing in demand in the festive period.If you are attending an interview for a production operative role, it is best to arrive to the interview early to show you have excellent timekeeping skills and ask questions about the training required and the shift patterns available.WHAT ARE MY RESPONSIBILITIES AS A PRODUCTION OPERATIVE?The responsibilities of being a production operative can vary from one role to the next, but it is primarily a factory job where you will take part in a line helping put together a range of items.Some production operative responsibilities include: Operating large machinery safely Ensuring production areas are clean and free from obstacles Running quality checks on finished products, ensuring they meet the standards of your employer and flagging below-standard items Ensuring raw material is fed into processing machines safely, including quality checking raw materials Working on packaging and labelling items Maintaining and repairing machines, and ensuring they run smoothly Fixing machines that have broken down As the manual world becomes more digital, you may be required to operate some basic softwareYou will work on a production or packaging line alongside other workers in your team. Awareness of safety and working safely is a major factor in production operative jobs.Production operatives work in a range of sectors (outlined below), helping to build items such as white and electrical goods, or putting together food items such as pre-packaged sandwiches.Because of the wide range of companies hiring production operatives, no two jobs are the same.FOOD PRODUCTIONIf you have a passion for food, you may enjoy being a food production operative. This may be in a large factory setting where you are operating machinery or a more hands-on catering setting where you are putting together fresh food items such as sandwiches.Working with food means the highest hygiene standards must be held. You will often be required to wear a hairnet and plastic gloves if you are handling food items. You will be trained in food safety.MANUFACTURINGMany production operative roles are based within manufacturing companies. These often involve operating complicated machines such as lathes, laser cutters, grinding machines and pressing machines.These can often be noisy environments where it is vital that health and safety must be observed.AUTOMOTIVE PRODUCTIONIf you are seeking a production operative role, you may end up working in a factory that puts together vehicles such as cars, motorbikes or buses.These roles may include both manual hand assembly and operating large machinery to help manufacture and piece together vehicles.AGRICULTURAL PRODUCTIONThe agricultural sector calls for many production operative roles. Many of these roles will be based in settings in the countryside and may include taking part in egg, meat or milk production.WAREHOUSINGThe online retail industry has led to an increase in production operative roles within warehouse settings. Your role can include running and picking items within a large warehouse setting, packing and assembling orders and quality checking items before they are packed.WHAT ARE THE REQUIRED QUALIFICATIONS TO BECOME A PRODUCTION OPERATIVE?Production operative roles typically require no special qualifications or education. Experience in similar roles will certainly help you secure a job, and workers are often required to have basic English and numeracy skills.Soft skills employers are looking for include focus and concentration, great ability for teamwork, high productivity, dedication and enthusiasm for the role and a keen eye for detail, particularly in quality check roles.Some production operative roles can be physically demanding, as many workers are on their feet or walking during their shift, or you may be required to correctly lift and move heavy items throughout your shift. This means good physical health is beneficial to many production operatives.WHAT SALARY WOULD I EXPECT AS A PRODUCTION OPERATIVE?The average production operative worker will earn between £14,000 – £20,000 a year, depending on employer, experience and shift patterns chosen.Most production operative roles pay an hourly wage. This is usually above the current minimum wage of £8.21 for those aged over 25, or £7.70 for those aged 21 to 24.Shift work is very common – this means many of these jobs offer flexibility with the shift patterns you can choose. It is rare to find a 9-5 production operative role, so you will have a choice of shifts, including night, day and weekend.In a production operative role, you do have the ability to build a career. If you prove yourself to be a team player and you quickly ‘learn the ropes’, you may be offered a quality control, shift supervisor or team leader role.If you work in a warehouse setting, you may be required to undertake forklift truck driving, which requires special training and may lead to a role with a higher salary.A DAY IN THE LIFE OF A PRODUCTION OPERATIVEYour shift may start very early in the morning or late at night, this will depend on your employer and your sector.Get changed into health and safety gear or uniform required for your job.You may be taking over from another shift worker. Once it is time to clock in, you may be required to check targets set for the day for you as an individual or for a team and learn the skills for the part of the line you are assembling on the day.Your shift may start with a team meeting where quotas are set, and information is shared to help your work at the factory.As you work throughout your shift, you may be required to clean and organise the area in which you work at regular intervals.You may be responsible for introducing raw goods or materials onto the line, packaging items, doing quality checks on products and checking operating temperatures for health and safety.APPLYING FOR PRODUCTION OPERATIVE JOBS AT ENCOREEncore hires for production operative jobs across the West and East Midlands and the North of England.Call your nearest branch of Encore directly, or review our current industrial roles, including production operative roles.
It takes skills and training to safely drive one of these vehicles and being a Class 1 HGV Driver is an extremely skilled job which requires patience. HGV Class 1 drivers are also known as LGV Cat C+E drivers or Professional Goods Drivers.The UK supply chain relies on HGV Class 1 drivers and workers qualified as HGV drivers are in high demand due to current driver shortages in the UK.A heavy goods vehicle (HGV), also known as a large goods vehicle (LGV) is a lorry which weighs over 3,500kg.These jobs are suited to those who are happy to work independently and are flexible about working patterns and shifts.At Encore, we specialise in finding candidates for driving roles across the country, with our driving divisions based across the West and East Midlands.WHAT ARE THE REQUIRED QUALIFICATIONS TO BECOME A CLASS 1 HGV DRIVER?HGV 1 Drivers need specific qualifications and training to start on the roads.However, these qualifications can be completed quickly. You also need a special license, which requires an application fee.All levels of LGV drivers require a Driver Certificate of Professional Competence (CPC) card.You can then apply for a provisional lorry licence.Applying for a provisional lorry licence also requires a doctor to fill out a D4 form which is confirmation that the driver is healthy enough to drive a large goods vehicle.Expect to be questioned on your heart health, eyesight, mental health, sleeping issues and alcohol intake. These assessments do charge a fee, which varies from professional to professional.You will also need to send a ‘D2’ form alongside your drivers’ licence.You can then take the Driver Certificate of Professional Competence (Driver CPC). This test is divided into four parts:THEORYThis is a multiple-choice test followed by a hazard perception test.CASE STUDIESThis is another multiple-choice test based on situations you may come across when working as a Class 1 HGV Driver.DRIVING ABILITYThis is a practical test which requires questions on vehicle safety and assessment of your practical driving ability both on and off the road.PRACTICAL DEMONSTRATIONThe total cost for a driver CPC test is £230. This is another practical test which covers vehicle loading, assessing emergency situations and running safety checks.WHAT SALARY WOULD I EXPECT AS A CLASS 1 HGV DRIVER?The average hourly rate for an HGV Class 1 driver is £13.46 an hour. Hourly pay varies from company to company, from £10 to around £15 an hour.Roles also vary in terms of hours and shifts available, but a full time HGV Class 1 driver can expect to earn around £28,000 a year.WHAT ARE MY RESPONSIBILITIES AS A CLASS 1 HGV DRIVER?Your core responsibility as an HGV/ LGV Class 1 Driver is to transport goods from suppliers to businesses, manufacturers or clients.HGV drivers are also usually required to assist with the loading and unloading of goods when their vehicle has reached their destination and communicate with clients on behalf of their employer.They may also be required to complete paperwork and be responsible for the maintenance of their vehicle while on the road.HOW CAN ENCORE’S DRIVER TRAINING SCHEMES HELP ME?All drivers registered with Encore have training provided, including CPC training and courses for existing drivers to improve their performance.These include: Customer Service Safe Driving & The Highway Code Driver Health & Fitness to Drive Fuel Efficient Driving Health & Safety in Transport Prevention of Bridge Strikes Professional Driver CoursesRead more about our driver training schemes here.A DAY IN THE LIFE OF A CLASS 1 HGV DRIVERHGV Class 1 Drivers must work under strict guidelines on the length of their shifts and the number of hours they can work in a week to retain health and safety. This includes a ban on working over 9 hours a day and over 56 hours in a week.Most HGV Drivers work several days in a row followed by a few days off to recover.These are often recorded by something called a tachograph – a device which records speed, distance and time on the road.A TYPICAL DAY IN THE LIFE OF A CLASS 1 HGV DRIVER INVOLVES:Checking your vehicle, including tyre pressure, damage checks, checking for evidence of criminal activity, including break-ins and stowaways.Safely loading your vehicle with the supplies you are transporting. This is not required of all HGV 1 drivers, as it often depends on the company you work for.The majority of the day is then spent driving to your destination, including regular stops for hydration, food and rest throughout your shift. HGV1 drivers often have the freedom in how they choose to break up their hours when on the road. As long as drivers follow the regulations for when they are allowed to drive and hit set delivery deadlines, they are free to approach their driving shift how they want to.APPLYING FOR DRIVING JOBS AT ENCOREEncore has driving divisions in Birmingham, Coventry, Derby, Leicester and Northampton.Call your nearest branch of Encore directly, or review our current driving roles.
Andrew Fletcher is Senior Divisional Manager at Encore Personnel and heads up the recruitment firm’s specialist Driving Division, that places over 350 drivers a week for over 100 different clients based across the UK. Encore is an accredited member of the Freight Transport Association (FTA).News that a cross party group of MPs is considering proposals that would ban all handsfree calls whilst driving has been met with real concern by the haulage industry and by agency drivers.Of course, it is wholly accepted that anything that could distract a driver from concentrating on the road ahead, and causing incident as a result, deserves investigation and action taken if required. However, it surely also has to be accepted that those that drive for a living, and have pursued the qualifications to do so, are also professional in their attitude to driving and manage potential distractions accordingly.Mobile phones have modernised and changed the haulage industry significantly over the past 15 years. Their wide availability and affordability, and the introduction of new technology including Bluetooth, headsets and speakerphones, have allowed drivers to be contactable while driving to discuss hours, rotas and important changes to routing information. Most take the view that responsible hands-free calling is safe and vital to their day to day operations.However, the industry will always take seriously efforts to make our roads safer for all users, adapting to embrace new processes and adopting new technology as it becomes available.At Encore, we are starting now to look at what alternatives we could look at to keep in contact with drivers about new opportunities without creating any unwelcome downtime.Clients that employ drivers, we know are considering rules for drivers to minimise mobile use – such as asking drivers to check in when arriving at their destination and again, before they leave.The government can also play its part in extending new legislation. In June, new regulations came into effect for new smart tachographs to be fitted to all large goods vehicles in the UK. These have a Global Navigation Satellite System module which automatically records vehicle location, as well as updates every three hours of driving, allowing Government agencies to monitor passing vehicles and look for signs of possible fraudulent activity.Information from those Smart tachographs could be extended to allow the Operators to share details of drivers with them, such as distance travelled, location and timing, information usually collected through a phone call to the driver. Businesses could pay a small fee to access the tachograph and its tracking data from its host – a small price to pay to adhere to new legislation and improve the safety of its driver. We also wonder if this could be utilised to replace Operators vehicle trackers, further saving them time and money when adding new HGV vehicles to their fleet.It offers a fantastic opportunity for hauliers and Government to work together to support the industry whilst investigating further the need to curtail use of mobile phones by all drivers.
#TransformationTuesday celebrates the career progression of our candidates and colleagues. Without these success stories, we wouldn’t be in business, so it gives us great pride to celebrate as many journeys as we can.This week we take a look at Sue Brown’s journey with Encore. Sue has been with Encore for over a year now and has made great progress in her career.Here are Sue’s comments on her experience so far……“Before working with Encore, I used to be a stay at home housewife. In my spare time I liked crafting, fishing and travelling to Wales. Initially I had joined a few agencies, but after registering with Encore in Birmingham they were the agency where I was given work.”“My first experience with Encore was very easy as they found me work within a few days of me registering. However, I didn’t really enjoy the work in my first role, but Encore were able to find me another job with Rosewood Pet Products and I really enjoy working there now.”“If I was to describe Encore in 3 words, I would say efficient, friendly and approachable. Their staff are all well trained and will always look after you. I have already recommended Encore to my friends and family on multiple occasions.” #TransformationTuesdayIf you would like to get into work and follow in the footsteps of Sue, please get in touch with your local branch today!https://www.encorepersonnel.co.uk/contact-us/Job Search – https://www.encorepersonnel.co.uk/job-search/
John is over-achieving on his sales target for the year with a mixture of new temp and perm business. What makes this even more emphatic is John has only been 100% sales for a total of 3 months. Since joining us he has taken every bit of advice on board and embraced the Encore culture. John has used his background in warehousing to his advantage and is reaping the rewards, long may this continue. Well done John!Dan Connor – Divisional Manager Here is John’s comments about his experience with Encore so far…..“After being in warehouse management for 14 years (and an Encore client on 2 occasions), joining Encore was completely out of my comfort zone. Despite what I claimed in my interview with Dan and Ed, I wasn’t 100% sure if I would be able to cut it in sales or not. However, everyone here has been so supportive, and I’ve managed to take a little bit of advice from everyone and put it into practice to create my sales techniques.”“I’ve never worked with a company who communicates the way Encore does. The way Directors take the time to see how I’m doing and giving me advice as well as call coaching. I was told by numerous people that one day it would ‘all fall into place’, and once I had completed the Sales Induction, I felt that it had. It gave me a true understanding of what Encore is about and it has given me real conviction when talking to clients.”“Encore is very good at rewarding good results, and I can see from everyone around me that everyone wants to not only succeed themselves but wants to help others around them do the same. From where I come from, that doesn’t happen, and it’s refreshing to see. It’s a great culture to be a part of.”“A few months ago, I proposed the idea of the Encore Training Academy (ETA). I didn’t think anything would come of it (and it may still not), but the fact that such a high level of management have taken the idea seriously and given me regular communication encourages me to bring new and innovative ideas to the table, and I encourage anyone else in this business to do the same if they think of something that will make us better.” Want to follow John’s journey?Check out our latest vacancies here: https://www.encorepersonnel.co.uk/work-with-us/
#TransformationTuesday celebrates the career progression of our candidates and colleagues. Without these success stories, we wouldn’t be in business, so it gives us great pride to celebrate as many journeys as we can. This week we follow the journey of Monika Jezierska who initially joined Encore as a temp and is now a contract manager for one of Encore’s clients.This is what Monika had to say about her Encore experience;“I love learning and enjoy reading books about psychology and personal and spiritual development. I also love taking lessons to improve my English language and this has helped me in progressing my career. I also love to spend time with my friends and family by eating out or going to the cinema.”“Before joining Encore, I was working in Poland as a specialist in administrative affairs and data security. This involved helping people with grants, so they could start up their own business.”“Encore was the first agency who I saw through Facebook and registered with them. Before Encore, I had never used an agency in the past. The registration was quick and easy, and I got help along the way. The first role I got was as a packer with one of Encore’s clients. Through hard work, I am now working as a contract manager. I have been working with Encore now for almost 2 years.”“Encore really helped me with my career progression through giving me more responsibilities and trusting me with new tasks. The collaborative work with the client runs smoothly and my relationship with Encore staff and the client staff is great. I can always count on the more experienced staff to help me and give me advice when needed. In the next 12 months, I’d like to gain more experience and work towards achieving a promotion within the business.”“Encore for me has been a great company to work for and I would describe them as future, progression and power. I would definitely recommend Encore to my friends and family as it is a great company.” #TransformationTuesdayIf you would like to get into work and follow in the footsteps of Monika, please get in touch with your local branch today and you could be one of our featured colleagues!https://www.encorepersonnel.co.uk/contact-us/ Job Search – https://www.encorepersonnel.co.uk/job-search/
Encore Personnel has announced a new senior structure to drive the next transformational phase of the business. The fundamental restructuring will support Encore’s ambition to accelerate its service and provide an even stronger, strategic focus on customer and candidate needs in a challenging political and economic climate.Current Managing Director and co-founder, Greg Latham, will continue to serve in a strategic capacity in a newly created role, Group Chief Executive Officer. He will be supported by Pete Taylor, promoted from Operations Director to Managing Director. In addition, a new senior leadership team has been established and Cindy Gunn has been promoted to HR Director and Louise Bragg and Andy Lewis to Operations Directors.Opportunities in a dynamic industryThe new structure will allow Encore Personnel to capture opportunities in a challenging market.Greg Latham, Group Chief Executive, Encore Personnel explains: “With a predicted turnover of £86m by 2020, Encore Personnel is taking the recruitment industry by storm. Since founding the business in 2002, our market share has grown with sales currently up by 19% compared to this time last year. The new structure of the business is set to give rise to even greater growth – the restructured and refocused senior leadership team brings a diverse set of experiences to accelerate, innovate and execute Encore Personnel’s strategy for success.”He continues: “We are operating in a constantly evolving industry. Over the last five years, we have seen the temporary recruitment landscape shift dramatically, with changes in statutory employment law, squeezes on profit margins as a result of legislation and the knock-on effects of Brexit. Furthermore, the current skills crisis means that where once temporary workers would clamour for positions, today’s employers are crying out for recruits. Consequently, we need to be increasingly agile, tailored and move even faster to deliver a quality workforce for our customers at exactly the right time for their business. Our new shape will allow us to react to these challenges accordingly with trust, integrity and credibility.“The restructure of the senior management team will allow Encore to add value to its customer base by growing the consultancy arm of the business, providing one on one advice to optimise for uncertainty within the market, but also reviewing customer approaches to candidate journeys and experience, including greater options for flexible working where appropriate for a client’s business.“We are also committed to investing in people, enhancing candidate journey and experience with the latest technology. Encore Personnel has recently incorporated the use of a new smartphone app designed to streamline the temporary worker experience with direct messaging functions to keep in touch, time and attendance recording, online availability and pay information including payslips. This will be rolled out across all Encore Personnel divisions shortly.”Pete Taylor, Managing Director, Encore Personnel added: “I am incredibly excited about leading Encore Personnel’s next chapter of growth. In order to succeed, businesses today must be open and creative about change. A significant part of our role going forward will be helping and encouraging customers to do just that – adapting to new ways of working and offering roles which suit modern living. By doing so, we will work together to address the current skills crisis, whilst also ensuring that the UK continues to be an attractive proposition for workers from across Europe and indeed the world.”For more information, visit www.encorepersonnel.co.uk.
National recruitment agency, Encore Personnel has made a significant senior appointment to help strengthen client services and drive growth forward, in its Encore Contact Services Division.Sarah Beynon, who has more than six years’ experience in commercial office recruitment, joins Encore Personnel – which provides businesses with experienced temporary, contract and permanent staff – as a Divisional Manager and will be heading up the Encore Contact Services team in Coventry.Sarah, who previously worked for Flex Recruitment and Tate Recruitment agencies, will drive the division’s profile forward through strategic local sales and promotion campaigns, while supporting new and existing clients. Over the next year, Sarah’s main objective will be to grow the division’s geographical footprint across the UK, mirroring the national success and reach of the other Encore Personnel sectors.The appointment follows a successful few months for the Encore Contact Services Team, which launched in January 2019. Working with a strong portfolio of clients across its 12 offices, the division specialises in four main areas – Call and Contact centres, telesales, customer support and office support.Sarah said: “Encore is a reputable, leading recruitment agency and I’m proud to be part of the new, division which has substantial growth plans for the future. My past experience of supplying large volume recruitment to call centres will ensure I am able to support clients with high-quality staffing solutions, while achieving my long-term goal in growing the division’s client base nationally.”Jamie Lawrence, Senior Divisional Manager at Encore Personnel, said: “Sarah is a well-known and respected individual within the recruitment and commercial office industry. Her ambition and drive to grow the division will ensure we achieve unparalleled results and that our strategic plans are fully recognised. We are delighted to have her board.”
Despite only announcing its charity of the year last month, recruitment agency group, Encore Personnel, has already raised over £5k for Children with Cancer UK – more than 25% of its target for the year in just one month.The impressive amount follows an exciting weekend for Encore, which saw Ian Briers, Sales Director at Encore, take on the agency’s biggest charity challenge yet – the London Marathon. Completing the Marathon in just 3 hours and 45 minutes, Ian raised £5,218 in total, with contributions from 89 separate donators and supporters.However, the team is not looking to slow down their efforts anytime soon. Up next on Encore’s agenda is a Peak District Challenge in July. Encore employees will take to the Peaks and attempt to walk the 50km route in under 12 hours. Then in September, a challenging coast to coast bike ride from Whitehaven to Tynemouth will see staff ride 166 miles over three days.Encore chose to fundraise for Children with Cancer UK, which provides support for children with cancer and their families. Funding research at centres of excellence across the country, the charity works to drive up cancer survival rates and ensure effective treatments are found. Each year, Encore chooses a charity to support which has directly impacted a member or loved one and Ian knows all too well the effect cancer can have on children and their families.Ian Briers, Sales Director at Encore Personnel, said: “The comradery and friendliness of all the competitors at the marathon blew me away – it was a fantastic experience. This particular charity is close to my heart, as my best friend’s son has been blighted by various guises of cancer. To suffer with cancer at any age is harrowing and frightening, but especially as a child when you don’t fully understand what is going on, along with the pain and emotional suffering from the treatments and hospital visits.“From the bottom of my heart, I’d like to say a massive thank you from myself and on behalf of Children with Cancer UK to everyone who donated. Ringing the End of Treatment Bell means that a child has finished their cancer treatment. The funds I’ve raised will help with vital research so that one day every child will survive and can ring the End of Treatment Bell.”
Recruitment agency, Encore Personnel has pledged its support to national children’s charity, Children with Cancer UK, setting a target to raise more than £20,000 over the next year for the organisation.Giving back to local charities and communities has always been part of Encore’s code and culture. Each year, the agency – which has a head office based in Leicester as well as two offices Nottingham and Derby – chooses a charity to support which is close to an employee’s heart or has had a direct impact on them or a close family member.This year, staff chose to raise monies for Children with Cancer UK. The charity provides support for children with cancer and their families. Funding research at centres of excellence across the country, the charity works to drive up cancer survival rates and ensure effective treatments are found.Ian Briers, Sales Director at Encore Personnel said: “I am delighted that we have chosen Children with Cancer UK as this year’s charity. The organisation provides a vital service to children and families, helping to combat this devastating disease. I have seen first-hand the excellent work they do and I know the difference they can make to people’s lives.“Team members at Encore have already been keen to throw their hat in the ring and take on charity challenges to raise as much money as possible. I will be running in the London Marathon in April and we will see dress down days, bake sales and more.”Ashleigh McCluskey, Children with Cancer UK Regional Fundraising Manager, said: “We are hugely thankful to Encore Personnel for choosing Children with Cancer UK as its charity of the year for 2019 and for pledging to raise £20,000. Our supporters help us make a real difference to children’s lives and we greatly appreciate Encore’s assistance in fighting childhood cancer and ensuring more children ring the end of treatment bell.”July will see Encore Personnel taking on the Peak District 50km Challenge. Encore employees will take to the Peaks and attempt to walk the 50km route in under 12 hours.In addition, Encore staff will be joining Ian and fellow Director Chris Hockey on a gruelling coast to coast challenge from Whitehaven to Tynemouth in September, which will total 166 miles over the course of three days.This is not the first time that Encore has chosen to support children’s charities. Last year, the team selected to support Sick Children’s Trust, Cardiac Risk in the Young and CLIC Sargent (Cancer Charity for Children and Young People) as its charities of the year, raising an astounding £18,000.Ian added: “As a business, we understand that it is important to give back to charities and organisations that provide a much-needed service in the communities in which we operate. As part of this, we have always encouraged staff to put forward charities that have impacted them or a family or friend so we can all support a charity that we are truly passionate about.” Source: East Midlands Business Link
Leading recruitment agency, Encore Personnel has pledged its support to national children’s charity, Children with Cancer UK, setting a target to raise more than £20,000 over the next year for the amazing organisation.Giving back to local charities and communities has always been part of Encore’s code and culture. Each year, the agency – which has nine branches across the UK – chooses a charity to support which is close to an employee’s heart or has had a direct impact on them or a close family member. This year, staff chose to raise monies for Children with Cancer UK.The charity provides support for children with cancer and their families. Funding research at centres of excellence across the country, the charity works to drive up cancer survival rates and ensure effective treatments are found.Ian Briers, Sales Director at Encore Personnel said: “I am delighted that we have chosen Children with Cancer UK as this year’s charity. The organisation provides a vital service to children and families, helping to combat this devastating disease.I have seen first-hand the excellent work they do and I know the difference they can make to people’s lives. “Team members at Encore have already been keen to throw their hat in the ring and take on charity challenges to raise as much money as possible. I will be running in the London Marathon in April and we will see dress down days, bake sales and more across our nine offices throughout the year.”Ashleigh McCluskey, Children with Cancer UK Regional Fundraising Manager, said: “We are hugely thankful to Encore Personnel for choosing Children with Cancer UK as its charity of the year for 2019 and for pledging to raise £20,000.Our supporters help us make a real difference to children’s lives and we greatly appreciate Encore’s assistance in fighting childhood cancer and ensuring more children ring the end of treatment bell.” Aside from individual branch initiatives, July will see Encore Personnel taking on the Peak District 50km Challenge. Encore employees will take to the Peaks and attempt to walk the 50km route in under 12 hours.If this wasn’t enough, Encore staff will be joining Ian and fellow Director Chris Hockey on a gruelling coast to coast challenge from Whitehaven to Tynemouth in September, which will total 166 miles over the course of three days.This is not the first time that Encore has chosen to support children’s charities. Last year, the team selected to support Sick Children’s Trust, Cardiac Risk in the Young and CLIC Sargent (Cancer Charity for Children and Young People) as its charities of the year, raising an astounding £18,000.Ian added: “As a business, we understand that it is important to give back to charities and organisations that provide a much-needed service in the communities in which we operate. As part of this, we have always encouraged staff to put forward charities that have impacted them or a family or friend so we can all support a charity that we are truly passionate about.”For more information about how you can support and donate to Encore Personnel and Children with Cancer UK, please visit: https://www.justgiving.com/fundraising/encore-personnel-servicesFind out more about Encore Personnel at www.encorepersonnel.co.uk
Encore Personnel, the specialist recruitment firm that supplies Blue Collar staff to industry throughout the UK, has released its latest trading figures, recording its most successful year to date with a turnover figure of £72 million in 2018 – an increase year on year of 11.7%.The business, which continues to enjoy significant growth through the introduction of new innovations and specialist services for sectors such as Energy and Utilities and a new Contact Services division, also recorded an increase in operating profits of 100% and a gross profit figure up by 17.2%.Encore, which currently operates from nine offices across the UK and which is acknowledged as one of the fastest growing businesses in the Midlands, has also added to their staff numbers in order to sustain this growth trajectory and service the 1600 clients logged with active placement requirements in 2018 – across sectors including engineering, energy, logistics and managed services.The agency is now in a strong position to deliver and achieve its growth strategy over the next three years, and plans are already in place to ensure that Encore is able to increase turnover even further to £79m, while achieving a profit of £1.8m.Greg Latham is Managing Director at Encore Personnel: “This achievement, this new record for the business has really set out our stall. We have an amazing team led by talented individuals who are hugely knowledgeable about their clients and their clients’ industries. It’s a clear advantage that we invest so deeply in staff development and have established a reputation for anticipating client needs and recognising recruitment trends within their sectors.“Moving forward in 2019, our future strategy plans will see four new Managed Services divisions, the expansion of our driving and engineering sectors and the continued growth of our new Contact Services division. We are also looking to increase our permanent placement revenue by 30% at the end of 2019, by placing more candidates into senior roles.”For more information, visit www.encorepersonnel.co.uk.
Encore Personnel’s driving division has been recognised by the recruitment firm as a successful high growth area for the business.The driving division in Coventry, which sources specialist freight and delivery drivers for its logistics clients, has reported a £2.7m turnover figure – an increase of 37%.Despite tough market conditions, in the last 12 months, the specialist team at Encore has sourced and placed over 330 drivers for 116 individual clients – an achievement that was recognised and rewarded at Encore’s recent annual internal awards, where the Coventry Driving team bagged the Outstanding Team Contribution Award.Andrew Fletcher, area manager for the logistics sector at Encore Personnel, said, “The driving division has been unbelievably proactive in finding and retaining the best drivers available in the market place to fulfil client contracts. They have gone above and beyond to fulfil requirements, often delivering a high volume of talented workers in a small timeframe to meet demand.“We know that the industry is experiencing a chronic shortage of qualified drivers so for those that are available, we are facing a super competitive market.Mark Knight, divisional manager for the Coventry team, added, “As a business we have had to create a model that attracts and keeps the best candidates – our Approved Drivers Scheme – at the same time as making significant investment in a comprehensive training and incentive programme for our drivers that included free CPC training. All this whilst we doubled the size of our client service delivery team.”Andrew Fletcher, area manager for the logistics sector at Encore Personnel, shared, “These results would have not been possible without the support of the business as a whole. The success of the driving team is also down to the other 200 staff currently working at Encore across the UK.” Source: Recruitment International
#TransformationTuesday celebrates the career progression of our candidates and colleagues. Without these success stories, we wouldn’t be in business, so it gives us great pride to celebrate as many journeys as we can.This week we follow the journey of Peter Price who has been with Encore for over 4 years where he started off as a welder and is now a team leader for one of Encore’s biggest clients.This is what Peter had to say about his experience….“Before starting my journey with Encore, I used to work as a sheet metal worker for Jaguar cars. However, I felt like I wanted a change in career, so I decided to join with Encore. I had previously used them in the past and had a great experience with them.”“I had previously worked with other agencies but felt that Encore were the better agency out of them all. The registration process was very organised and transparent. The staff were all very helpful and welcoming.”“My first role with Encore was as a welder with Unipart and then I moved onto work with Eberspacher also as a welder. Through hard work and development, I am now working as a team leader with LEVC. I feel that Encore have been very supportive in my career development and have helped me get to where I am now.”“I feel I have a very good working relationship with Encore staff and the client and so do the operators who I manage. This makes it easier for me to get in touch with Encore when I have any issues as they are always there to help. Personally, I would describe Encore as professional, efficient & organised. Therefore, I would definitely recommend Encore to my family and friends.” #TransformationTuesdayIf you would like to get into work and follow in the footsteps of Peter, please get in touch with your local branch today!https://www.encorepersonnel.co.uk/contact-us/Job Search – https://www.encorepersonnel.co.uk/job-search/
Leading recruitment agency, Encore Personnel has raised an impressive £18,000 for three children’s charities.Every year, staff from Encore’s nine offices nominate charities to support, which are often influenced by causes close to their hearts. Last year, the team chose three vital children’s charities – The Sick Children’s Trust, Cardiac Risk in the Young and CLIC Sargent (Cancer Charity for Children and Young People).An exciting year of fundraising has seen Encore climb, cycle and bake their way to raise the much-needed funds. During the summer, 17 employees raised £9,000 by taking on the highest mountain in the UK, Ben Nevis which stands at a 1,345m above sea level, while others rallied together to hold regular dress down days, cake sales and sporting sweepstakes across each of the offices.The monies raised will now be shared amongst the three charities, helping to support children and young people in different ways – The Sick Children’s Trust provides free ‘Home from Home’ accommodation supporting families with seriously ill children hospital, keeping them just minutes from their sick child’s hospital bedside. Cardiac Risk in the Young work to reduce the frequency of young sudden cardiac death (YSCD) and CLIC Sargent is the UK’s leading cancer charity for children, young people and their families.Chris Hockey, Director at Encore Personnel, said: “From fancy dress to reaching new heights, our staff have been dedicated and determined over the past 12 months to raise a substantial sum of money for these three vital charities.“We saw more staff than ever before get involved and we also had a selected charity champion in each one of our nine offices in charge of organising exciting regional events. It is brilliant to see that all their hard work paid off as we set a new fundraising record.”Claire Herrick, Fundraising Manager at CLIC Sargent, said: “We are so appreciative of the support from the whole team at Encore Personnel. Their fundraising will make a massive difference to the lives of children and young people with cancer and their families. We know that cancer costs – hospital parking, food, and additional travel soon adds up. £6,000 could pay for CLIC Sargent grants for over 35 families to help stop cancer costs spiralling.”Charlotte Webster, Corporate Partnerships Manager at The Sick Children’s Trust added: “The amount raised will make a big difference to many families with sick children in hospitals around the UK. It costs The Sick Children’s Trust £30 to provide a family with warm, comfortable family accommodation for one night in a ‘Homes from Home’, making it possible for families to stay close to their sick child in hospital. The amount raised by Encore Personnel will provide over 200 nights of accommodation and with the average stay at one of our houses being 12 nights, Encore’s fundraising efforts will have an impact on around 17 families with seriously ill children in hospital.”Encore’s previous charities of the year have included: Help for Heroes, Multiple Sclerosis Society, The British Heart Foundation, Crohn’s & Colitis UK, Breast Cancer UK and Great Ormond Street Hospital.Chris added: “At Encore, we understand the importance of corporate social responsibility and giving back to the community and charities that make a significant difference to people’s lives.“As part of this, we have always encouraged staff to put forward charities that have impacted them or a family or friend. It creates a fantastic team spirit as our staff come together with a common goal to raise as much money as possible. I can’t wait to see Encore raise even more money next year.”
#TransformationTuesday celebrates the career progression of our candidates and colleagues. Without these success stories, we wouldn’t be in business, so it gives us great pride to celebrate as many journeys as we can.This week we look at the journey of Richard Trussell. Richard went from working for a small family owned business to now working as a supervisor for one of Encore’s major clients.This is what Richard had to say about his experience,“Before joining Encore, I was working for a small family owned business where I was packing second hand goods ready to be sold and shipped on eBay. This felt like a dead-end job and I didn’t see any scope for progression but then I saw a job advertised by Encore I had just had to get myself registered.”“It had been quite a while since I had worked for any agency and even then, I only worked for them for 3 weeks. My registration process and initial contact with Encore was positive. All the staff members were very helpful and friendly and were willing to help out where they could.”“When I first got to Park Sheet Metal, I was in the stores picking & packing parts for customer deliveries. I was then put into logistics on the shop floor to move parts round the sections. A few weeks later I was introduced to the office and put in charge of running the LEVC contract and a small contract for Jaguar. Then in May last year, I was promoted to supervisor of production (while still running the Jaguar contract).”“I can honestly say that this is the best place I have worked and can see myself being here for a long time and progressing further in the company. I believe I can do this as I get a lot of support from the directors and supervisors who also made it a lot easier for me to transition into this more senior role. In my opinion, I would describe PSM as progressive, challenging & rewarding and Encore are efficient, helpful & proactive and I have already recommended Encore to my friends and family.” #TransformationTuesdayIf you would like to get into work and follow in the footsteps of Richard, please get in touch with your local branch today!https://www.encorepersonnel.co.uk/contact-us/ Job Search – https://www.encorepersonnel.co.uk/job-search/
APPRENTICESHIP LEVYDubbed everything from a stealth tax to a boon, the apprenticeship levy divides opinion. It is payable at a rate of 0.5 per cent by employers with wage bills bigger than £3 million.“The complexity and inflexibility of the scheme has impeded its success,” says Hollie Ryan, associate and employment specialist at law firm Stevens & Bolton. “Some industry-specific training and qualifications are not covered.”Despite 30 per cent of UK business being engineering related, recruitment specialists such as Encore Personnel have seen a real decrease in skills availability within blue-collar positions. Limited levy money, plus cost, prove a big deterrent, but it is also generational, says technical operations manager Louise Bragg.“These manual positions are mainly held by the older generation,” she says. “The younger people are opting for disciplines that require less manual work, such as design engineering. There are exciting projects within rail and road crying out for these skills.”Nevertheless, funding inequalities, disparities over standards duration, as well as lack of choice in higher levels persist, says chief executive of Skills4STEM Sarah Davis. But she remains bullish. “It’s an excuse to say the levy is not working and for employers not to engage. For those who do, it’s a fantastic opportunity to upskill existing talent and encourage new,” Ms Davis concludes. Source: Raconteur
Encore Personnel are proud of our diverse workforce and deeply value our talented EU national colleagues. As such, we want to do everything we can to help you and your family gain Settled Status and remain in the UK after Brexit.CLICK HERE TO APPLY FOR SETTLED STATUS If you are an EU citizen, you and your family members must apply to the EU Settlement Scheme to continue living in the UK after 31 December 2020. The EU Settlement Scheme allows you and your family members to continue to live, work and study here in the UK after Brexit.Gaining Settled Status means that you will still have the right to public services (like healthcare and schooling), public funds and pensions, and can apply for British citizenship.If you have been a resident in the UK for more than five continuous years, you will be eligible for settled status. If you have been a resident for less than five continuous years, you will be eligible for pre-settled status. To apply, you must not be a serious or persistent criminal, a threat to national security, or have a deportation order, exclusion order or exclusion decision against you.Gaining settled status is quick and easy, as there are just three steps:1. Prove your identity by scanning your passport or EU national identity card and uploading a photograph of yourself2. Confirm your residence in the UK by providing your National Insurance number or other appropriate documentation3. Complete a criminality check and declare any criminal convictionsYou can either apply online or use the app on your Android device.We wish you all the best in your application and look forward to working with you in the future.CLICK HERE TO APPLY FOR SETTLED STATUSAPPLY FOR A ROLE WITH ENCORE PERSONNEL
Following the collaborative success of its Pets at Home training academy, leading recruitment agency Encore Personnel is looking to enhance the programme further by training up to 10 new recruits each month.The Academy, which has now been running for four months, prepares those who have had years of difficulty finding a job, by equipping them with the skills to perform well in interviews and the necessary training to work as a handpicker for potential experience at the UK’s largest pet supplies retailer, Pets at Home.A total of 35 people have gone through the training programme, with 15 recruits receiving employment as agency staff at Pets at Home’s national distribution centre in Stoke on Trent. Now, Encore Personnel wants to ramp up its efforts and hope to train up to 10 recruits a month to help the retailer meet business demand.Encore Personnel – which has an onsite team hiring and supporting the agency workers at Pets at Home – launched the academy in partnership with the job centre to tackle unemployment issues. While the unemployment rate is currently at its lowest in 40 years, the UK is still seeing more than 1.36 million people out of work.Andy Lewis at Encore Personnel said: “Unemployment continues to be a key issue across the country and what many don’t realise is that there are keen individuals who want to work, but because they don’t have the right skills or attributes, they find themselves out of work for years.“As recruitment specialists, we understand the importance of offering training where necessary and the academy has been pivotal in providing work and life skills to those who need to get back into work and society.“By supporting those out of work through training and interviews and even after they have secured a permanent job, we’re not only helping to improve the large unemployment figures but we are also giving people a chance to have a job they can be proud of and succeed in.”Encore provides a two-week warehousing course with Dudley College, covering key skills such as manual handling to improve performance levels. The training has enabled recruits, who have been unemployed for years, to utilise these key skills to find work.This included 43-year-old, Lee Grocott, from Stoke-on-Trent who was unemployed for five years before he received training and the opportunity to be employed by Pets at Home.Lee said: “‘Although the Academy was a challenge for me at first because I have never worked in warehousing before, I really liked learning the new skills. Pets at Home is a very happy place to work and there’s always somebody available if you need help.”Joining Lee at Pets at Home is Jeanette Machin, aged 52, also from Stoke on Trent. Jeanette previously worked in the care industry for 14 years but wanted a career change. With little experience and skills to make the big job move, she found herself unemployed for over nine months, before she joined the academy.Jeanette said: “I thought it was time for a change of career and after many different training courses, I was sent to this one. The training was hard but really enjoyable. If I’ve ever had any concerns or questions there was always a member of the team available to help – it’s like one big family. I really enjoy my job and wish I’d had the support from Encore to help me join the team years ago.” https://www.ons.gov.uk/employmentandlabourmarket/peoplenotinwork/unemployment#timeseries Source: Encore Personnel
Charlotte initially joined Encore through an assessment centre which took place in Coventry. She stood out as she had a good work ethic and also had experience in sales through working in direct sales in London and also through her experience working at a ski resort where customer service skills were key.Charlotte has carried on her work ethic and brought it to her role at Encore and she always goes above and beyond to help her colleagues and also Encore’s clients.JAMIE LAWRENCE – SENIOR DIVISIONAL MANAGER Charlotte told us about her experience with Encore so far……..“I am really happy with the team, I think everyone gets on really well and are always willing to help each other out when needed. Dionne is great at overseeing/leading the department and is always fair. I feel she is approachable if I have any questions or want to clarify anything and don’t feel scared to shout up if anything is wrong.”“The last 6 months have been great, and I have learnt how the business works in regards to sales and service and I am settling into the new role well. I feel confident and stable in the role now thanks to the help of everyone in the office who are all very supportive. There is much more variety and lots of different things going on and to remember to keep it interesting and stay motivated.”“In the next year, I would like to become even more competent within my role and continue to build up knowledge and confidence. Report to Dionne and become her number 2 so to speak. I would like to learn more about what goes on in the background that Dionne usually deals with, so I can continue to expand my skills and knowledge within the department and be able support the rest of the team when Dionne is not in the office.”“I would like to start working towards and be thinking about the steps I need to take to become an Account Management Specialist, having already had 6 months to find my feet and learn the core values for the Resource Management Specialist role, with the right training and steer from Jamie, Neil & Dionne, and by continuing to learn new skills, processes, procedures and have a good positive outlook at it, I feel this is achievable for 2019. I will have built good relationships with my clients and make sure I get out to see all of them, attend new CRO’s/site tours with Steve & Tamara and have taken on lots of new accounts and have grown them to their full potential where possible.” Want to follow Charlotte’s journey?Check out our latest vacancies here: https://www.encorepersonnel.co.uk/work-with-us/
#TransformationTuesday celebrates the career progression of our candidates and colleagues. Without these success stories, we wouldn’t be in business, so it gives us great pride to celebrate as many journeys as we can.This week we look at the journey of Rowan Smith. Rowan went from working for Encore as an order picker. Through hard work Rowan was able to get promoted to a lead colleague and is now working as a contract manager for Encore. HERE’S WHAT ROWAN HAD TO SAY…………“Before Encore, I was working as a car mechanic but didn’t have any qualifications so found it difficult to get into work. Cars are a passion of mine and I love to buy cars and restore them as projects.”“When I signed up with Encore, I was looking for a new challenge in a different career. I had joined other agencies in the past but had bad experiences with them. Encore were very friendly and helpful and got me registered at one of their sites. I started off as an order picker and through hard work over 2 years, I am now working as a contract manager for one of Encore’s client sites.”“Encore really took me under their wing and went the extra mile to help me learn and develop new skills. I am always fully supported by Encore and their client’s staff which has allowed me to get to where I am now.”“I have enjoyed the opportunity and development watching and helping the Encore Team. Hard work, dedication, and motivation allowed me to build strong relationships with my colleagues and team resulting in positive feedback and a trustworthy team working together ensuring the best for the client”“In the next 12 months, I want to lead the contract solely and gain the confidence to do so. In my opinion, Encore are friendly, passionate and professional and I would definitely recommend them to my friends and family.” #TransformationTuesdayIf you would like to get into work and follow in the footsteps of Rowan, please get in touch with your local branch today!https://www.encorepersonnel.co.uk/contact-us/ Job Search – https://www.encorepersonnel.co.uk/job-search/
“Aneta attended the raw talent assessment day at Encore Coventry where she was picked out as one of the top performers on the day. Aneta was then interviewed and offered the Resource Management Specialist role. Previously, Aneta had worked for XPO in a customer service role.”“Aneta is a great team member, helpful and supportive. She has a fantastic work ethic and always goes the extra mile for her clients and candidates. She also gets on really well with everyone in the office.”“Aneta was given the opportunity to run one of the divisions largest accounts who spend circa £450k annually and through the great service delivered to the client, we have seen consistent growth within the account and have received fantastic feedback from the client.”Jamie Lawrence, Senior Divisional ManagerAneta commented,“Since I joined the Encore team, I have received a very warm welcome. I would like to thank my team for all the time spent on training with me, for the motivation, helping me grow and to get to where I am now.”“In the next 12 months I will be working towards my progression within the role and focus on continuing to deliver a great service to my customers and also smash my targets.” Want to follow Aneta’s journey?Check out our latest vacancies here: https://www.encorepersonnel.co.uk/work-with-us/
Here at Encore, we’re making significant strides to help bridge the current driver shortage, by investing £10,000 in additional training and incentives for our drivers.The driver shortage has been recognised as one of the largest challenges facing the transport sector in recent months, with 98% of transport recruitment companies impacted.Today, the industry is not making it accessible enough for young people who are looking for employment, to choose driving as a career path. Those leaving school at 16, cannot obtain a Class 1 driver’s licence before the age of 18, so look for other opportunities.Originally, to solve this challenge, the UK had been heavily reliant on EU nationals. This year, for instance, we hired almost 400 migrant workers. However, with Brexit on the horizon and other EU countries, such as Denmark offering better salaries to drivers, this may no longer be a future-solution.Therefore, as specialists in providing high quality, temporary drivers to businesses across the UK, we’re facing the challenge head on. We have invested significantly in incentives aimed at attracting the right talent and ensuring the current workforce benefits from career progression and additional training.This includes free CPC training, which helps to improve road safety and maintain the high levels of driving safety. We offer all of our drivers one module of free training every three months if they are working for us full time. This means that a driver can complete a full five-year CPC training programme in just 18 months.Our Approved Driving Scheme also provides drivers with the skills to enhance their CV, while rewarding them for hard work with certificates and gifts.By providing new and current drivers with the skills and training to pursue a successful career, we are able to retain a large portion of our workforce. In turn, we can provide our clients with trustworthy and experienced drivers.Andrew Fletcher, Area Manager for the Logistics Sector at Encore Personnel, comments: “This year has been one of the most challenging for the transport and logistics sector, because of the widening driver shortage. There is currently a shortfall of 50k HGV drivers.“It’s important to tackle this alarming statistic, before the problem escalates. At Encore, we are determined to invest significantly in providing a solution to the driver shortage, so that our clients can continue to benefit from the best talent available.” http://www.thewp-group.co.uk/Tackling_the_driver_shortage-Is_there_an_answer.html
In a struggling labour market where supply is continuing to outstrip demand, is a tax crackdown on those self-employed, who may or may not be underpaying on national insurance contributions, simply going to further upset the employment apple cart?For sure, we have to applaud efforts to ensure that all employed, and their employers, pay the correct level of tax and NI and a robust system that enforces that basic requirement is the responsibility of both employers and the government.But this latest announcement has myself and many more in the recruitment industry genuinely concerned. The thinking and timing behind this reform seems flawed and ill-considered. Associations, that represent the interests of many self-employed workers and contractors, have challenged the evidence behind this move and answers have not been forthcoming. Surely this alone should raise enough concerns to allow for a stop and think moment?However, if introduced, this new legislation can only be as good as it is enforced. Delegate responsibility of that enforcement to recruitment agencies and businesses and the situation becomes more troubling and problematic.As a recruitment agency working nationwide across multiple sectors, we fill 18,000 positions every year. Do we now have to be accountable and rule on whether each worker is under direct supervision, direction and control or whether they are genuinely self-employed?We need confirmation of the problem, clarity on areas of responsibility and support to enforce.And we will have to, as an industry, flag that this move could adversely affect an already fragile labour market. We continue to struggle to find the level of workforce needed to meet supply – either because they are simply not there in numbers or no longer willing to work for low hourly rates. Additional legislation could act as another employment barrier and we could lose more people from the marketplace as a result.Whilst we wait for this new strategy to be introduced in 2020, it allows plenty of time to check the validity of the proposal.Our clients, the key and volume employers of contractors and the self-employed, are facing far greater concerns – the impact of a no deal or bad deal Brexit, slowing and stalling UK growth figures and the most chronic lack of workforce candidates seen in the lifetime of most businesses. There are surely bigger issues to tackle and better answers to find?
#TransformationTuesday celebrates the career progression of our candidates and colleagues. Without these success stories, we wouldn’t be in business, so it gives us great pride to celebrate as many journeys as we can.Following on from our previous story, this week we take a look at the amazing journey of Jurgita Siplivaite who went from working as warehouse operative to now working for Encore as a Resource Management Specialist in our Leicester office.HERE IS WHAT JURGITA HAD TO SAY………“When I moved to the UK in 2010, the first job I was doing was as a warehouse operative which I did for 7 years. I worked in different warehouses but then I joined Boden through Encore. When I first joined with Encore, the registration process was easy, and the staff were all helpful. I started working at Boden the same week as a warehouse operative. Over the next 2 years I worked extremely hard as I was aware that Boden like to promote from within, so I thought there could be an opportunity to progress at some point.”“After 2 years I was rewarded with a promotion to a supervisor role. This gave me the chance to develop my skills further as I was now responsible for other people.”“I was then able to gain the confidence to apply for a job I saw at Encore. I always felt that the team there were friendly and although I didn’t have the experience, I definitely felt I had enough transferable skills from my current role. So, I decided to apply and 1 day later, I was invited for an interview with Dan and I was extremely excited by the environment and the opportunity to progress further.”“I’m now proud to say that I am a Resource Management Specialist at Encore working for the Leicester Industrial division. I have been working in Encore’s office now for just over 2 months and I would say it’s an excellent company to work for and the perfect place to develop my professional career. Over the next 12 months I will continue to work hard and hope to gain a promotion, just like so many of the team here have done themselves.”“I’m very excited about the future and helping people find work like Encore did for me 7 years ago.” #TransformationTuesdayIf you would like to get into work and follow in the footsteps of Jurgita, please get in touch with your local branch today!https://www.encorepersonnel.co.uk/contact-us/ Job Search – https://www.encorepersonnel.co.uk/job-search/
THE CHANGING LANDSCAPE OF RECRUITMENT OVER THE FESTIVE PERIODIt’s come round again, the busiest time of year for most businesses, silly season – the frantic festive period leading up to Christmas. Around this time, companies need extra support to meet the increased demand for products and services. Warehouses and distribution hubs need extra hands to help with picking and packing, logistic operators, extra drivers, retailers, extra staff for late night openings – the list goes on. The increase in staffing levels is a common theme around this time of year. However, with the landscape for recruitment changing, finding workers to fill these positions is now becoming increasingly difficult. Encore Personnel Director, Pete Taylor, discusses the issue and what agencies can do to tackle it. Let me begin with this – last year, in the 10-week period in the run up to Christmas, if we’d had an extra 800 workers on our books, we could have employed them all. Fast-track to this year, and we have the same if not more need from clients (all be it even six weeks earlier than last year’s peak). Evidence of a reducing workforce is becoming ever more apparent.There are three key issues to discuss here – availability, demand and pay rates.With the referendum result still up in the air, there is a lack of clarity on immigration laws and concerns about the free flow of labour in and out of the UK. Add this to the recovering European economies including the Balkan countries, Hungary and Poland, and we are starting to see a significant reduction in available labour in the UK. This opens up the first issue of availability – for the last four years, we’ve seen an increase in European countries retaining workers, meaning job seekers no longer need to look further afield to find work. Instead, they can stay within their home country, closer to their families – a lower risk strategy altogether. EU nationals are opting for work closer to home in Denmark, Germany and Holland where average pay rates for unskilled and semi-skilled workers are €9.56ph.Along with enhanced pay rates they are also attracted to paid travel and accommodation. Gone are the days when moving over to the UK would bring greater opportunity – another reason why prospects are choosing to stay put.Secondly, demand for staff in the UK – there is an increased requirement for labour, especially for shift work, yet a rapidly diminishing workforce.In the run up to key seasonal occasions such as Black Friday, Cyber Monday and Christmas, recruitment agencies will be receiving requests across several different sectors. Following an increase in online shopping – last year, a whopping £1.4bn was spent on online sales in the UK on Black Friday, an increase of 11.7% from the year before – companies such as Amazon and DHL are busier than ever before, creating a need for extra warehouse staff and drivers. Last year, we helped 1,172 companies fill 19,910 positions, to meet the increasing demand for work around the festive period.Finally, our third point is around pay rates – around 15 years ago, people were pleading for work, but now the boots on the other foot. Workers have cottoned on to the fact that they are in demand and therefore have higher expectations. They want shift-based work, with higher pay rates, plus all the added benefits. With job perks now including everything from staff discounts to table tennis and pool tables, there is a new culture of working, making it a competitive market for businesses looking to employ temporary workers over busy seasonal periods.With budgets being squeezed, as fear over the referendum results sets in, companies are becoming more efficient. Those which used to mass order in the run up to Christmas and generally throughout the year, are now only working to order. With less stockpiling, it means a reduction in the amount of warehouse space and staff required. Technological improvements have played a huge role in making ordering more efficient whilst reducing warehouse costs.What’s the answer? Planning ahead and a strong marketing campaign is a good place to start. Recruitment agencies need to work closely with their clients, educating them on the current situation and encouraging them to look ahead. For clients, by reviewing required staffing levels and informing agencies ahead of time, it will certainly help to meet the demand. Without enough notice there will be a lack of suitable staff to fill the gaps.To attract labour, recruitment companies will need to work harder. An external marketing strategy which promotes opportunities to businesses and potential employees needs to be put in place – an additional cost but one that will bring much needed benefits in the long run. By using a targeted approach to reach new and existing workers it should help agencies to make up the numbers over Christmas.Ultimately though, with clients wanting to pay less, and staffing supplies at an all-time low, it’s a tricky combination to handle for most recruitment agencies. The post Brexit result will bring extra clarity around the issue of low staffing levels in the UK, and give us a base to drive forward from, so we can attempt to combat this issue earlier next year, re-building a bank of suitable staff to use throughout busy periods in 2019.https://www.bbc.co.uk/news/business-42143842
Following on from last weeks edition of Transformation Tuesday, we’ve caught up with Kajetan Placzkowski who’s been working with Encore since September 2017. Kajetan started off working as a warehouse operative due to his outstanding performance he was quickly given a promotion to a trainer/supervisor.Since then, the client has offered to pay for Kajetan to get an FLT license and VNA truck license as they believed Kajetan would be a perfect candidate for the cover team. He’s now a key member of the VNA truck cover team with regular bookings.Transformation Tuesdays celebrates the career progression of our colleagues and the hard work they put into their shifts on a day to day basis. Without our colleagues, we wouldn’t be in business, so it really gives us great pride to see success stories such as this one…HERE IS KAJETAN’S THOUGHTS ON WORKING WITH ENCORE….“I have been working with Encore for just over one year. The registration process was quick and easy to understand. When I started working with Encore I was initially a warehouse picker but I was quickly given a promotion to become a supervisor because of my hard work. This was a nice achievement for me because I had not been there very long.”“Now after a year, I am the FLT driver at the warehouse. My Encore supervisor encouraged me to do the VNA and Forklift courses, which were already paid for, so I think that was really helpful for me to achieve the next level in my career.”ONE WORD TO DESCRIBE ENCORE?In my opinion that should be “motivation”. This is because if you work hard, you will get rewarded and the Encore staff are always there to help you. I will definitely recommend Encore to my friends and family who are looking for a job because they are a great company to work with and always look after you.”#TRANSFORMATIONTUESDAYIf you would like to get into work and follow in the footsteps of Kajetan, please get in touch with your local branch today!https://www.encorepersonnel.co.uk/contact-us/Job Search – https://www.encorepersonnel.co.uk/job-search/
Here at Encore we like to celebrate our employees and highlight their amazing achievements & contributions to the business.This month we spoke to Melissa Glover, a Senior Consultant from our Leeds branch who recently celebrated her 5 year anniversary with Encore.Melissa tells us of her experience with Encore & how she’s progressed in her role….“On the 10th September 2013 I embarked on what would be a highly challenging yet rewarding journey. I first stepped through the doors at encore Leeds with no previous Recruitment experience to take up a trainee business development consultant role.”“Coming into a role with no experience was really nerve racking at the time but during the interview process I was assured I’d receive plenty of training to get up to speed with the sector and be able to hit the ground running. I’m a naturally ambitious person so as well as the training, I was interested in the growth plans of Encore as I wanted to make sure there were clear routes to progression and I could grow my career in-line with the business.”“Over the last 5 years, the quality of the training I have received has enabled me to not only enhance my skills but mixed with my natural competitiveness and eagerness to succeed, I am now a Senior Consultant responsible for the day to day duties of the Leeds Branch. I have achieved so much since 2013, but my biggest achievement would be winning the Employee of The Year in 2014. To receive such an accolade after only a year in my role was such a great feeling and to do it in front of all my colleagues at the end of year gala in Birmingham was a great experience.”“Encore have grown at a rapid rate since I first started and continue to do so but their values have remained the same. It has a warm family feeling considering the size of the business. I’m excited that I can grow my own career aligned with encore’s ambitious growth plans.”“The growth of the Leeds branch now means I have a team of 7 which I look over and support. Encore is a great company to work and if I had to describe Encore in 3 words, I would say:” Challenging Supportive Engaging“I’m now looking to build on my professional & personal development with the aim to gain another promotion soon.”“I look forward to seeing what new challenges lay ahead!” If you want to start your own journey with Encore and progress like Melissa has, take a look at some of our latest jobs here: https://www.encorepersonnel.co.uk/work-with-us/
This week we spoke to Nicusor Florea who’s been working with Encore since June 2016. Since then, Nicusor has made a tremendous amount of progression in his career and now has a permanent role as a purchasing manager / website administrator for one of our clients.Transformation Tuesdays celebrates the career progression of our colleagues and the hard work they put into their shifts on a day to day basis. Without our colleagues, we wouldn’t be in business, so it really gives us great pride to see success stories such as this one…Nicoser has expressed his experience with Encore,The registration process was very quick and easy. Once registered, I had constant contact with Simon Lee who helped me every step of the way to get into employment. Encore contacted me whenever they had a suitable role for me and always kept me informed. Encore were then able to find me my first role which was working in a warehouse where I was packing bananas. 2 years down the line I am now working as a purchasing manager.” “If I could describe Encore, I would say they are the best agency to work for. I have worked for other agencies and Encore are by far the best. I have recommended friends and family to Encore who all agree that they are a great agency. Overall, my success with Encore wasn’t just down to me as Simon Lee had a great deal to do with my success.”#TransformationTuesdayIf you would like to get into work and follow in the footsteps of Nicosur’s, please get in touch with your local branch today!https://www.encorepersonnel.co.uk/contact-us/Here at Encore we try our best to match candidates with their aspirations. Even if it takes some time, we do not forget our candidates and will always help them with their next career move.Job Search – https://www.encorepersonnel.co.uk/job-search/
Gone are the days of reaching 65 and hanging up your work boots. The thought of a leisurely retirement, basking in your golden years on a beach in the Mediterranean is a far cry from reality for many Britons. Those aged 50 and over are facing much greater financial insecurity with the rising cost of living, inadequate pensions, a higher state pension age and a prolonged life expectancy. Add to that the presence of age discrimination in the workplace and it’s a grim picture for those on an average wage, with little in the way of a retirement nest egg. Encore Personnel Director Pete Taylor shares his views on the plight of the older worker and misconceptions about the value they can bring to a business.At the coalface of recruitment, there’s evidence to suggest a concerning bias against older candidates (those aged 50 and over), with employers opting to hire the younger candidate if both CVs cross their desk. Age discrimination in the job market is rife and needs to be treated on a par with gender and ethnic discrimination, or we stand to face huge economic and societal issues in the UK. The recent focus on achieving pay parity between men and women is absolutely valid, however it has side-lined another equally important conversation – age prejudice in the workplace. The Equality Act makes it illegal to discriminate against employees, job seekers and trainees based on age, but it remains a silent issue in many industries.Research shows one in four people aged between 50 and state pension age are out of work in the UK, and once you’re out of the game, it’s becoming near impossible to get back. This is creating an unemployment vacuum of sorts with people over the age of 50 struggling to bridge the gap until they’re eligible for the state pension. Not only are employers missing out on perfectly good talent, but these workers have no option but to seek welfare to sustain them while they’re out of work.At the other end of the spectrum, those who are of state pension age, but are not in a financial position to retire or simply wishing to continue work for a sense of purpose and social interaction, are also facing brick walls. Some are being systematically nudged out of their positions, or struggling to get beyond interview stage in many industries and sadly, this is typically driven by the perceived costs to the employer. There is a misconception that older candidates will be a drain on a business financially, not only demanding a higher wage due to their experience, but taking more sick days and perhaps not being as productive or innovative as their younger, perkier colleagues. In many cases, this couldn’t be further from the truth.A report published in February by the Centre for Ageing Better UK found that older workers are just as productive and perform as well as in the workplace as younger people. And while difficult to quantify, the value of older mentors or role models within a workplace is priceless when it comes to nurturing younger talent and creating a culture that promotes career development and progression. They say age is just a number, but experience is invaluable and the years of institutional knowledge and ‘street smarts’ that come with age are not to be scoffed at. Successful multi-generational workplaces encourage the sharing of knowledge and ideas both ways so older and younger workers can learn from each other. Whereas those made up mostly of younger workers risk becoming monotoned in their thinking and suffering from a much higher staff turnover.The tendency of younger workers to ‘job-hop’ is well-publicised and while the average job tenure is not tracked in the UK, it is in the US where the average tenure of workers aged 55 to 64 was 10.1 years, more than three times the 2.8 years of workers aged 25 to 34. Older workers would seem to have more of a vested interest in staying put in their jobs for longer, with the stability of a steady wage easing financial burdens like mortgages and the costs associated with caring for family members or dependents. Add into the mix the prospect of saving for a 30-year retirement and there’s even more incentive to work harder to retain a job or push for a promotion. When you consider the costs associated with onboarding new recruits, retaining your older staff makes good financial sense for your business.But the impacts of hiring or retaining older staff reach much further than a single business, it affects the entire UK economy. The average life expectancy is growing year on year with more people now expected to surpass 100 than ever before. This rapidly growing ageing population is set to become a sap on our economy if we don’t make critical changes now to ensure they’re able to stay well and contribute.The thought of millions of perfectly able older people sitting idle in their retirement is nonsensical, let alone not viable for them financially. Retiring at 65 and funding 35+ years on a state pension of £164 a week is out of the picture for the average Briton. Research shows more than one in 10 UK men and 8% of women are already working beyond 70 to plug the gap.Ensuring older people have equal opportunities in the workplace could also help to reduce the welfare bill, with the government currently forking out £7 billion a year on benefits for those aged between 50 and state pension age who are out of work. This price tag doesn’t take into the account the costs to the health system of older people with declining health as a result of things like social isolation and poor mobility. There is evidence to suggest that the routine, social interaction and sense of purpose associated with employment can help to prevent the onset of age-related health issues, so it’s simply a no-brainer.The onus lies with the government to enforce stronger policy, but the baton is really in the hands of employers who should take responsibility for creating more age-friendly workplaces – not only for the sake of our economy, but because it could truly add value to their business.
Standing at a daunting 1,345m above sea level, Ben Nevis is located in the Lochaber area of Scotland. Climbing Ben Nevis was no mean feat for the 17-strong Encore team, who persevered to reach the peak after a gruelling seven hours on Saturday (11th August).Employees of all ages took part, with the youngest being 19-year-old Melissa Packwood and the oldest Chris Hockey, aged 53. Five of the participants had climbed Ben Nevis before, providing valuable expertise for the rest of the team.Encore has selected three charities to fundraise for this year – Sick Children’s Trust, Cardiac Risk in the Young and CLIC Sargent (Cancer Charity for Children and Young People). Every year, the company, which has nine branches across the UK, chooses one or more charities to support, with the decision often influenced by causes close to its employees’ hearts.Encore is no stranger to the importance of fundraising, having already completed a variety of charity events this year, including cycling from Leicester to Skegness, bake sales and sweepstakes. With the aim to raise £10,000 from the Ben Nevis climb to divide between the charities, the Ben Nevis climb has put Encore well on its way to achieving this target.The three chosen charities all help to support children and young people in different ways – Sick Children’s Trust provides ‘Home from Home’ accommodation and support for sick children and their families and Cardiac Risk in the Young work to reduce the frequency of young sudden cardiac death (YSCD). Likewise, CLIC Sargent is the UK’s leading cancer charity for children, young people and their families.Chris Hockey, Director at Encore Personnel said: “I am thrilled that we were able to work together as a team to raise a substantial sum of money for charity. Tackling a task such as Ben Nevis was undoubtedly a challenge, but we were determined to succeed for such worthy causes.“Many of us found the trek tough at times, however we were all spurred on by each other’s support and motivation throughout.”Andy Lewis, Operations Director at Encore Personnel added: “I am proud to see the team come together to not only take on a gruelling challenge but to raise money for three such fantastic causes.“At Encore, we understand the importance of giving back to the community and supporting charities that make a significant difference to people’s lives. Thanks to the dedication and fundraising efforts of our staff throughout the year, we have been able to support a number of causes close to our employees’ hearts and are well on our way to hitting our £20,000 target.”For more information about Encore Personnel, visit www.encorepersonnel.co.uk, or to donate to their chosen charities,
Cindy Gunn, HR Director at Encore PersonnelIt could be putting a woman’s CV to the bottom of the pile because she’s of child-bearing age or dismissing a candidate because they smelled of cigarette smoke during the interview. Unconscious bias exists in all of us, but when it creeps into the workplace it can become a problem. So how can we prevent these predispositions from impacting our organisations and ensure we’re promoting a diverse and inclusive environment?Whether it’s race, age, religion, gender, wealth or appearance, most of us have been guilty of judging a book by its cover. In fact, as humans we’re hard-wired to make quick assessments of others based on our previous experiences, attitudes and stereotypes. The danger is that if not addressed in a professional environment, these unconscious biases can thwart recruitment efforts, hinder career progression and undermine an organisation to the point that it impacts on workplace culture and the all-important bottom line.Unconscious bias is reported to cost US companies $550 billion (£423 billion) a year as a result of what is called ‘active disengagement’ – an employee deliberately putting the brakes on their productivity because they perceive there to be bias in the workplace. Not to mention how it affects talent retention, with those who perceive bias more than three times more likely to say they’re planning to leave their job within the year. It even impacts the ideas pipeline, with bias causing people to withhold ideas and solutions that could go on to become extremely valuable to their organisations.The trick to stamping this out starts with taking a good hard look within to identify where unconscious bias exists and its real or potential impacts. It’s then about creating processes and policies that make people aware of their own biases and the consequences for giving in to them.Facts not face valueEncourage people to base their decisions on quantitative and qualitative information, rather than their unconscious impressions. This could mean making CVs anonymous when reviewing applicants for a new position, having a diverse interview or performance review panel, or simply inviting diverse team members to peer review a decision or rationale. By establishing standards and procedures where others have the opportunity to input and provide feedback, you will become more aware of your own biases and work harder to ignore them next time.Celebrate diversity & inclusionIt’s not enough to simply open the door to a diverse workforce. You need to ensure they feel valued and included if they’re to stay. At Encore we’ve created an Equal Opportunities Policy which places an obligation on all staff to respect and adhere to a culture of diversity and inclusion and to treat everyone equally. Our people agree to assess candidates only on merit, qualifications and their ability to perform their role. The policy has helped us to embed D&I into our culture and our employees take ownership of fostering equality on a day-to-day basis. We’ve also made a commitment to ensuring our workforces in each Encore location reflect the communities they operate in.We find our policy is much more than a piece of paper. It helps us to provide clarity around what will and will not be tolerated and helps us to avoid discrimination, whether conscious or unconscious. Recently it was reported that almost one in three UK bosses have or would reject a female applicant because they suspect she might start a family soon. It’s an alarming figure and despite being a clear breach of the Equality Act, a very real challenge faced by many women seeking employment. And sadly, it’s just the tip of the iceberg.Nip it in the budHaving a clear process for responding to and managing complaints where biases like these arise is another step to ridding your organisation of prejudice. Responding in a timely and discreet way is key, as is ensuring everyone involved has the opportunity to tell their side of the story. How complaints are managed is a direct reflection of the organisation and therefore the disciplinary committee should in itself be diverse. It’s also worth keeping in mind that often people can be genuinely unaware of their biases and not intending to cause harm or offence. For that reason, employees should be given the opportunity to redeem themselves and undertake training if necessary.All of us are biased. That doesn’t make us racists or misogynists, it makes us human. By elevating our biases from the unconscious to the conscious we can avoid letting it impact negatively on our workplace and our colleagues.
Pets at Home has attributed the impressive turnaround in the efficiency and standard of its temporary warehouse staffing and savings of £70,000 a year in training to national recruitment firm Encore Personnel.After months of agency issues, Encore was contracted by Pets at Home to help transform the company’s temporary recruitment process at its distribution centre in Stoke-on-Trent and take responsibility for 40 per cent of its warehouse staff.Recruiting 93 warehouse order pickers and mezzanine hand pickers, Encore went above and beyond, exceeding its ambitious targets for Pets at Homes in just six months, by focusing on hours of work required at both low and high peak periods, instead of the number of agency workers.This allowed Encore to record a 0% absent record, hit KPIs each month and gain a six to ten per cent improvement on performance, despite the competitive market and the challenges faced from previous recruitment agencies.Andy Lewis, Operations Director at Encore Personnel, said: “Pets at Home has become more and more reliant on a temporary and flexible workforce to help meet high peaks in sales throughout the year. However, being in a competitive recruitment area with Amazon’s distribution centre just next door and an increasing demand for skilled labour – this was not always easy.“However, in the six months that Encore has been working with Pets at Home, I am delighted to have seen such an impressive turnaround, including a remarkable £70,000 savings in recruitment training for Pets at Home.“By changing the recruitment process and ensuring that the right candidates were walking through the door, we ensured that Pets at Home continued to provide a robust service to help meet business demand.”A considerable part of this success has been accredited to Contract Manager at Encore Personnel, Olivia Lowis who is based on-site at Pets at Homes full-time, while also being on-call 24/7. Pets at Home required representation from an agency on site but no other agency had been able to provide this service full time previously.At just 22 years’ old and from Biddulph in Staffordshire, University of Sheffield graduate Olivia has been instrumental in ensuring Encore’s recruitment strategy is aligned with Pets at Home’s day to day requirements. Her dedication to the role saw her awarded Encore’s Employee of the Month as well.She said: “I was employed by Pets at Home’s previous recruitment agency but when that partnership dissolved shortly after I began, Encore provided me with the perfect opportunity to join their Managed Services division, while still being based at Pets at Home full-time.“I love my job. Working on site allows me to really get in the thick of it and to become fully integrated with the Pets at Home team. To know that I am making a difference to the business is a great feeling and something that I am very much enjoying.”Supporting Olivia in her role is 26-year-old Account Manager at Encore, Amie Tyler, who works both off and on-site at Pets at Home.She said: “Working in recruitment can sometimes be a tough environment for many, particularly in Managed Services, and you need to be thick-skinned to succeed. Being integrated in the business allows us to keep it moving forward, while forming excellent relationships with the client.“I, like Olivia, had no recruitment experience when I first joined Encore but thanks to the training and support offered, we have been able to gain fantastic results for Pets at Homes – something that we are looking forward to continuing in the future.” If you would like to learn how Encore Managed Services could make a positive difference to your business, please contact us here
As Brexit edges its way evermore closer, logistics companies across the UK are having to face up to the effects of Britain leaving the EU and the impact that it will have on recruitment in the sector, if plans are not put in place soon.Of the 2.54 million people that currently work in the freight and logistics industry across the UK, EU workers account for 13% of HGV drivers and 26% of warehouse operatives – proportionately large figures which are contributing to the growing sense of uncertainty for the future of the sector post-Brexit.Worryingly, these numbers are already starting to decline and fewer European nationals are now applying for jobs in sectors where there had previously been high employment rates for EU workersIn fact, a recent survey carried out by national leading recruitment agency, Encore Personnel, highlighted that out of 796 workers questioned, 22.5% said they would leave the UK in the next two years.These staggering statistics have brought into sharper focus the urgent need for a future-proofed recruitment plan for many logistics companies and with considerable expertise in the sector, Encore is supporting businesses across the UK to ensure that their operations keep moving forward long after Britain leaves the EU in March 2019.Pete Taylor, Operations Director at Encore Personnel, said: “Entry-level workers form the backbone of the UK’s logistics sector but recruiting them has become increasingly more challenging and the referendum outcome provided the logistics industry with even greater challenges to contend with, as our report showed.“The British economy is heavily reliant upon the free movement of temporary workers from the EU and any slow-down in supply of labour will impact negatively upon the sector. Numerous businesses have indicated their fears of the unknown relating to the future flow of EU labour to the UK of which they’ve relied upon in order to function for many years. Without this resource, they will find it even harder to recruit then it was before.“It is important that the sector now starts to think pragmatically about how it is going to prepare for the impact of Brexit.”Andy Lewis, also Operations Director at Encore Personnel, agrees. He highlighted that businesses will need to have a competitive plan in place to help retain staff post-Brexit.He said: “It is clear that the recruitment focus in the logistics sector must now move away from simply fulfilling roles, to creating a more sustainable and progressive opportunity for colleagues to get into work.“This starts by analysing the current colleague experience. Whilst in the past the opportunity to earn higher rates of pay and the ease of which roles were available were the key driving factors for workers, this now needs to be counteracted by creating a career path map and supporting workers to progress in their chosen role. This should be achieved through rigorous and consistent training and development initiatives which will in turn create more sustainable work opportunities and ensure that businesses retain their staff for longer.“Brexit doesn’t need to be damaging to the logistics sector and its levels of productivity if businesses are prepared for the consequences now. Putting a plan in place now will help to do just that.” https://fta.co.uk/press-releases/20170628-logistics-sector-needs-european-workers-to-keep-britain-trading-says-fta
Leicester-based Encore Personnel has introduced its brand-new e-grads (Encore Graduates in Recruitment Are Destined for Success) scheme, in a bid to encourage graduates and fresh talent into the exciting and fast-paced world of recruitment.An annual report by High Fliers Research has revealed that graduate employment was substantially lower than expected in 2017 and many private sector companies are cutting graduate recruitment by more than 10% in 2018. With a vast number of students set to enter the job market in June, Encore wants to change these statistics, highlighting recruitment as a rewarding and aspirational career opportunity.Currently recruiting for three roles at its head office on Millstone Lane in Leicester, Encore Personnel, which currently employs 65 staff in Leicester, introduced the e-grads scheme earlier this month for new recruits. With a variety of job roles on offer, from sales to admin, the training scheme is designed to fit hand-in-hand with the graduate’s day-to-day role at Encore.The scheme will include extensive internal training and a dedicated career development plan, which will foster the skills and knowledge needed to excel in a career in recruitment.Cindy Gunn, HR Manager at Encore Personnel, said: “There is a strong pool of graduates with raw talent across the city, who will be finishing university this summer and deciding their next move. Many do not consider recruitment as a career choice but we want to show them that they have the talent to achieve a long and fulfilled career in the industry.“It doesn’t matter if the applicant has no previous experience or even if their degree was not recruitment-related, our e-grads scheme is designed to encourage all graduates to apply. They just need to have the drive and ambition to succeed. “Encore is dedicated to being a great place to work by ensuring it’s staff develop by promoting within and providing beneficial training opportunities. Last year alone, Encore invested £1m in staff training and growth opportunities and many graduates have gone on to have brilliant careers with the company. I started working at Encore 16 years ago with little work experience as an Administrator and I have now progressed through the ranks to HR Manager.”Interested e-grads candidates will be able to attend an assessment day hosted by Encore, whereby they will undertake individual and group activities with around ten other applicants.Cindy added: “We didn’t want to do the typical formal interview process for hiring graduates. These assessment days are much more interactive and allow the applicant to get a better understanding of Encore and recruitment in a more relaxed environment.“We are also able to get a good idea of a candidate’s personality by seeing them at ease with others. From these sessions, we expect to uncover some shining stars with great potential in recruitment.”For more information about Encore Personnel and its current vacancies, visit www.encorepersonnel.co.uk
A recent national report has detailed that workers across the UK have a lack of access to skills development and training – however, leading recruitment agency Encore Personnel is going above and beyond to ensure its staff has the necessary training to thrive in their careers.The report by the CIPD, (Chartered Institute of Training & Development – the professional body for HR and people development), “From ‘inadequate’ to ‘outstanding’: making the UK’s skills system world class“, highlighted that while overall satisfaction with work and jobs is reasonable, there are significant numbers who feel differently, with training and development showing up as really important. In fact, one in four workers (27%) say that their job does not offer good opportunities to develop their skills.However, Encore wants to change these statistics by providing great career opportunities for its staff – something that saw the business invest £1m in staff training and growth opportunities last year.Currently employing 250 workers in ten branches across the UK, Encore places thousands of workers each week and believes that the success and growth of the business has always been dependant on making Encore a great place to work, where its employees are given access to excellent training and career development opportunities.This includes providing its staff with a management training academy, recruitment apprenticeships, internal training schemes and targeted personal development programmes with a ‘plan, do, review’ system which has proven to be very successful. Encore is also currently introducing a tailored graduate scheme across the business to attract bright and enthusiastic Consultants and Account Managers straight from university.Encore is already reaping the benefits that come from developing its staff. Following the £1m investment in staff training last year, the teamwent on to experience a record year with a turnover of £64.5m and is continuing to drive training initiatives throughout this year.Pete Taylor, Operations Director at Encore, said: “The recruitment of talented consultants has become much more difficult over recent years and at Encore, we have always understood the importance of attracting and retaining raw talent by providing development and training opportunities.“Once we’ve attracted someone who we recognise as being the perfect candidate to join Encore, we invest and commit profoundly to their onboarding, following which we invest in ongoing training and development – which has proved paramount to our success in retaining our people and upholding our culture and accolades.”Cindy Gunn, HR Manager at Encore Personnel, added: “At Encore, we are not just dedicated to helping our candidates find great places to work, but also to providing a place in which our staff can thrive and have fun while doing so.“Throughout this year, we will continue to invest in our people, training opportunities, reward initiatives and employee engagement schemes. I am very excited to see what 2018 brings for Encore.”
How are Encore using technology to better human interaction?As we enter into a changing time for the recruitment industry, the focus has changed to creating a better and more valuable colleague experience. Encore has partnered with two businesses at the forefront of technology to create an interactive training and development platform for colleagues. From initial testing and induction to ‘on the job’ specific training, Encore has developed an advance system to enhance colleague and client experience. We have been able to prove that this tool enables enhanced colleague engagement whilst reaching higher productivity levels more quickly.What plans do you have for the year?The focus for this year is to sustain our client relationships, continue our recent growth and develop a masterclass of Consultants and Managers to futureproof our business. What are the challenges in the sectors you recruit in?Colleague availability is an ongoing challenge and as retail markets continue to suffer with consumers looking to the e-commerce proposition, peak trading periods will get shorter and shorter. As a result, the emphasis will shift to finding people for shorter periods of time that can be as productive as the full time equivalent. This change of emphasis will place more and more importance on having a robust and efficient recruitment process and creating a valuable colleague experience – as geographically many blue-chip clients will require large amounts of labour at the same period of time.
Artificial intelligence and automation are playing a growing role in the recruitment process, with many agencies and businesses relying more and more heavily upon robotic decision makers rather than face-to-face human interaction when selecting candidates.Leading and award-winning Leicester head-quartered recruiters Encore Personnel are taking a stand on the issue, as Operations Director Pete Taylor explains.He said: “We live in an age where innovative technology is saving us money and time and I am certainly not against the efficiencies and developments that this brings. However, as a people-focused industry which deals with the livelihoods of human beings, we need to stop and think about the impact that AI and robotic recruitment is having and the implications for future generations.“At Encore we do use job boards for advertising our roles and it is true that throughout much of that process, candidates may not speak to a person. This can be off putting to some people, but the reality is that for blue collar roles – which is the majority job type we recruit for – it is the most efficient and effective means of sifting through CVs and applications. But that doesn’t mean the process has to be impersonal.“We endeavour to respond to all applicants following their submission, whether they are successful or not. It is alarming to hear that some candidates are experiencing automated rejections or no feedback whatsoever, having gone through a system where they haven’t spoken to a person at all. I fear a bleak future faceless landscape for recruitment, unless we, as ethical recruiters stop and think about the impact this system will have.“We hear a lot of noise about Millennials and how they have lost the ability to communicate in person. From a recruitment perspective this is ironic, as the system that is evolving now will only work to feed this problem. We want young people to think outside the box, to demonstrate personality and flair and to challenge the status quo – these young people are the leaders of the future and we need to nurture them from their first job application, not discourage them with automated rejections.“In an era of evermore sophisticated technology, the recruitment sector needs to remember its core purpose – pairing the right person with the right employer. Computers will never be able to do this as effectively as a human being and we must remember and protect the value of face-to-face interaction for as long as we can.”
Staff at leading recruitment agency Encore Personnel have pulled out all the stops, raising almost £15,000 for its charity of the year, Help for Heroes.Headquartered in Leicester city centre and with further offices in Nottingham and Derby, Encore selected Help for Heroes as its chosen charity at the start of last year, following a special vote from all Encore staff. Each year, the company chooses a charity to support, which is close to an employee’s heart or has had a direct impact on them or a close family member.12 months of exciting fundraising saw the agency take on challenging half marathons and Tough Mudders, an 83-mile cycle ride from Leicester to Skegness as well as dress down Friday and fancy-dress days, cake sales and car boot sales, all of which contributed towards the team raising a total of £14,712.Handing over the cheque to Dean Williams, Central England Regional Manager for Help to Heroes earlier this month, Chris Hockey, Director at Encore Personnel, is proud to have seen the team raise such a brilliant sum for the important charity.He said: “I have been amazed and delighted to see our staff come together to raise these funds for such a worthy cause. From cycling challenges to dressing up, there has been a strong sense of community and team work in the office with everyone supporting and sponsoring their colleagues with every charity challenge.“Help for Heroes is a great charity which had a huge influence on one of our staff members. I am glad to see that the monies raised will contribute hugely to the charity’s work with Service Personnel and Military Veterans.”Help for Heroes supports those with injuries and illnesses attributable to their service in the British Armed Forces empowering those who served to look beyond illness and injury, regain their purpose, reach their potential and have a positive impact on society.Dean Williams, Central England Regional Manager for Help to Heroes, added: “Our fundraisers are so important to the charity. Their money means that we have a foundation to plan for the future so that we can supply sustainable and long-term support to the wounded, injured and sick military community.“At Help for Heroes, we focus on the five key areas of Medical, Mind, Body, Spirit and Family and our specialist teams create the conditions for our heroes and their families to recover and move forward with their lives. I want to take this opportunity to thank the team at Encore for what they’ve done over the last year, everyone has really embraced this opportunity to be part of The Force for Good and to ensure that Help for Heroes can continue rebuilding lives.”Encore’s previous charities of the year have included the Multiple Sclerosis Society, The British Heart Foundation, Crohn’s & Colitis UK, Breast Cancer UK and Great Ormond Street Hospital.
Leading national recruitment agency Encore Personnel has attained Audited status with the Recruitment & Employment Confederation (REC) for a seventh time.Headquartered in Leicester city centre on Millstone Lane, Encore was assessed against the requirements of the Employment Agencies Act, the Conduct of Employment Agencies and Employment Businesses Regulations 2003 and the REC’s Code of Professional Practice.This initiative run by the REC, the professional body for the UK’s £31 billion private recruitment industry, is the most comprehensive audit of its kind. It provides successful recruiters with an accreditation which confirms the agency is conducting its business ethically, in accordance with the legal requirements and with the REC Code.Established in 2001, Encore Personnel specialises in the placement of permanent and temporary staff in in the logistics, engineering, industrial, aviation, driving, managed service and energy sectors. The agency has staff 200 based at 10 branches across the UK and has held the 2-year accreditation since 2004, being awarded it seven times running.Commenting on achieving REC Audited status, Compliance Manager at Encore Phil Tilt said: “We’re thrilled to have been awarded this industry gold standard for the fourteenth year running, as it is a real testament to the hard work and dedication of our teams to provide the very best service to both our customers and candidates across a very broad cross section of sectors. It shows we go above and beyond what is expected in order to demonstrate excellent compliance procedures.“REC Audited Status sets us apart as ethically-aware, forward thinking and innovative recruitment experts with a thoroughly robust and progressive approach to best practice, staff training, candidate well being and customer service. Well done to every team member at Encore who has worked hard to help us meet this prestigious benchmark for another year running.”REC Chief Executive, Kevin Green added: “Congratulations to Encore Personnel for achieving REC Audited status. In doing so they join an elite group of recruitment agencies across the UK that have achieved this high standard.“This accreditation recognises that we have rigorously audited Encore Personnel and found that it is performing to the highest professional standards and represents best practice in our sector.”
Once again we have recognised and celebrated the fantastic success of our high-achieving employees, at our annual staff awards held in Birmingham.The event welcomed more than 200 employees from across our ten UK branches to the ceremony at the Town Hall in Birmingham on Saturday (3rd February).Seventeen awards were presented to the staff, including Division of the Year which was awarded to the industrial division in Leicester. Ben Yale from Telford was also recognised as Employee of the Year while Simon Lee in Slough took home Best Manager of the Year.The awards, which are now in their 16th year, were designed to recognise and acknowledge the hard work of our employees and all branches, celebrate individual and team successes and to thank the attendees for their dedication to growing the business over the past year.Pete Taylor, operations director at Encore Personnel, said, “Our annual employee award ceremony is always a hotly anticipated and exciting event which recognises the wealth of talent we have at Encore. We are incredibly lucky to have such a strong and dedicated team and as always, we are thrilled to hear how each award winner has gone above and beyond their call of duty this year.“As Encore continues to go from strength to strength, I would like to personally say thank you to not just the award winners but also our fantastic employees who have all played a fundamental part in Encore’s success over the past few years.”Cindy Gunn, HR manager at Encore Personnel, added, “At Encore, we are not just dedicated to helping our candidates find great places to work, but also to providing a place in which our staff can thrive and have fun while doing so and the annual awards ceremony provides the perfect platform to recognise individual and team achievements.“Throughout this year, we will continue to invest in our people, with staff events, training opportunities, reward initiatives and employee engagement schemes. I am very excited to see what 2018 brings for Encore.”If you would like to be part of next years Gala photo and see yourself as a future award winner, click here
The driver shortage is a bigger cause for concern to the industry in 2018 than it was last year, according to a new survey.Almost half of UK transport businesses believe the driver shortage is the biggest barrier to business growth, while the majority surveyed claim to have seen customer expectations climb in the last year, according to new research from Paragon Software Systems.The routing software provider spoke to more than 100 UK transport businesses, of which 46% said the shortage of skilled drivers and workers was the biggest barrier to success; a third more than the 36% who believed this when asked last year.The firm’s annual customer survey asked what needed to be done to tackle the shortfall of young talent in the sector, to which more than a third replied more education and training incentives were needed. This included more apprenticeship schemes and more clearly defined career paths.A quarter of people felt better pay and conditions would help combat the skills shortage, while the familiar concerns about public perception of the industry were also raised.The next biggest cause for concern was transport costs, which 13.4% of respondents cited as their largest issue.Congestion and lack of investment in the industry both came in as 7.2% of respondents’ biggest concern, while 6.2% said they were most worried about urban transport restrictions.
The driver shortage is a bigger cause for concern to the industry in 2018 than it was last year, according to a new survey.Almost half of UK transport businesses believe the driver shortage is the biggest barrier to business growth, while the majority surveyed claim to have seen customer expectations climb in the last year, according to new research from Paragon Software Systems.The routing software provider spoke to more than 100 UK transport businesses, of which 46% said the shortage of skilled drivers and workers was the biggest barrier to success; a third more than the 36% who believed this when asked last year.The firm’s annual customer survey asked what needed to be done to tackle the shortfall of young talent in the sector, to which more than a third replied more education and training incentives were needed. This included more apprenticeship schemes and more clearly defined career paths.A quarter of people felt better pay and conditions would help combat the skills shortage, while the familiar concerns about public perception of the industry were also raised.The next biggest cause for concern was transport costs, which 13.4% of respondents cited as their largest issue.Congestion and lack of investment in the industry both came in as 7.2% of respondents’ biggest concern, while 6.2% said they were most worried about urban transport restrictions. Issue Respondents that see issue as biggest faced Driver shortage 46.6% Transport costs 13.4% Congestion 7.2% Lack of investment 7.2% Urban transport restrictions 6.2% Paragon found that 85.6% of respondents had faced increased customer expectations in 2017. These included calls for greater visibility and more regular delivery services.‘Greening’ fleets came out low on the industry’s agenda, with more than half of respondents saying they had no forward investment plans for alternatively-fuelled vehicles.Just 20% of respondents said that they already had a fleet strategy for greener vehicles, including electric or hybrid-powered machines, with more than a quarter (26%) planning to adopt a green fleet strategy in the next two years.Looking at the future, 45% of those surveyed said they were in favour of driverless trucks on UK roads. However, the remaining respondents said fully autonomous vehicles were either unsuitable for the UK’s road infrastructure or too far in the future to comment on.Paragon Software Systems MD William Salter said, “The road transport sector continues to face considerable challenges around resource management and service delivery.”“The findings of our customer survey highlight the importance of using routing and scheduling software to help manage all available drivers and vehicles at an individual resource level.”“This means that logistics operations can mitigate the impact of driver and skills shortages, as well as meet the increasing expectations of customers.”
Construction hauliers are bracing themselves for the aftershock of Carillion’s high profile collapse earlier this month.The construction giant, which was involved in a host of major contracts including HS2, the Bart’s Square development in London, and the Midland Mainline improvement programme, as well as numerous PFI contracts, went into compulsory liquidation after last ditch talks with the company’s bank lenders collapsed.Pricewaterhouse Coopers (PwC) has been appointed as special manager to act on behalf of the official receiver and handle the collapse of Carillion, which employs 43,000 people worldwide, including nearly 20,000 in the UK. It also works with thousands of suppliers.Carillion also holds multiple O-licences authorising just more than 200 vehicles across the group.Tony O’Malley, director of Kent-based construction haulier Rendrive Haulage, which has worked on Carillion projects said “We aren’t exposed at all, thankfully. At one stage we were owed £500,000, but that money is now in.”However, he said the firm was preparing for the knock on effects of Carillion’s failure.“The problem is that a whole raft of companies will be weakened by Carillion’s collapse and like many firms, we are now doing a risk assessment because Carillion had over 18 projects on the go, which means there were a lot of subcontractors working for it and if they have been weakened, we need to know.”Another major construction haulier, who asked not to be named, said “There will be a massive ripple effect from this throughout the industry and none of us can know what the full implications will be. It could take two years for the effects of this to play out.“Fortunately, we took the view, two and a half years ago after Carillion took over Balfour Beatty, that we didn’t want to work with them. Call it a gut instinct but we didn’t have confidence in its prospects, even then.” Urgent inquiryUnion Unite called for an “urgent” inquiry into why the government continued to award Carillion contracts, including the first stage of the £2.75bn HS2 project, following its profits warning last July.Unite national officer Jim Kennedy also raised concern at the impact of Carillion’s collapse on the wider supply chain.He said: “Many of these small firms are the lifeblood of their community but their exposure to Carillion’s debt puts them at serious risk. PWC must put workers and suppliers at the head of the queue for payment, not the banks and certainly not the Carillion boardroom whose greed and recklessness has brought this giant company to its knees and imperilled so much of our public services.”GMB also raised concerns about the wider implications of Carillion’s collapse. Rehana Azam, GMB national secretary, said “We seek transparency about the scale and nature of jobs and contracts which Carillion outsource to other subcontractors to evaluate how the collapse of the company could impact on infrastructure projects, the public sector and the wider economy.”Azam called on the government to “urgently consider” setting up a public sector vehicle for taking on Carillion’s contracts.Cabinet Office minister David Lidington defended the government’s decision not to bail out the company, and said that contingency plans had been drawn up following Carillion’s first profit warning in July last year, with contracts drawn up so that if Carillion failed other contractors would take over its responsibilities.PWC said in a statement “The Official Receiver’s priority is to ensure the continuity of public services while securing the best outcome for creditors. Unless told otherwise, all employees, agents and subcontractors are being asked to continue to work as normal and they will be paid for the work they do during the liquidations.”
The shortage of skilled workers is reaching “critical levels”, with huge numbers of firms finding it difficult to recruit suitably qualified staff, the British Chambers of Commerce has warned.Research by the BCC found that seven out of 10 companies in the services sector hiring staff reported recruitment difficulties, the highest on record. A survey of 7,000 businesses showed that the percentage of manufacturers attempting to recruit in the last three months fell by five per cent to two thirds.Of those, three out of four had problems, especially among skilled manual labour.Dr Adam Marshall, director general of the BCC, said: “While there are many business bright spots across the UK, the evidence from the biggest private business survey in the country shows that growth and confidence remain subdued overall as we enter a new year.“Labour and skills shortages are set to be the biggest potential drag anchor on business in 2018, since ultimately it is people that make businesses work.“Business itself must do more, by training and investing wherever possible in people, but Government must also give firms the confidence to put their livelihoods on the line and go for growth.“This must be the year employers act rather than just complain on skills, and the year Government delivers clarity, leadership and investment in people and infrastructure. Kick-starting growth, and boosting wages and prosperity for all, depends on this.”The survey showed that economic growth remains “subdued”, with domestic sales, job expectations and recruitment lower in the final three months of 2017 than the previous quarter.Other findings included an increase in the percentage of manufacturers expecting their prices to increase – up from 35 per cent to 50 per cent – and fewer companies confident that their turnover will increase this year. Source – Insider.co.uk
Opening in January 2004, Midlands based Recruitment Agency, Encore Personnel are delighted with the 14th anniversary of their Telford BranchSince opening their doors, they had a vision to become the leading supplier of blue collar temporary workers within Telford & the surround areas. Now 14 years down the line, they have supplied over 10,000 workers to over 400 companies and continue to build on their ever-growing success.Encore Telford employs over 350 temporary staff per week covering the Telford, Shrewsbury and Wolverhampton areas for businesses in a multitude of sectors, namely production, manufacturing, food production and warehouse/distribution.Jon Morris, Branch Manager commented, “Our Telford office has had some great successes over the past 14 years. During my 3 years with the company I’m pleased to report that success has continued including some record breaking weeks in 2017.This has only been possible due to the hard work, commitment and professionalism of my team, our workers and our working relationships with our clients.As a Business, we have continued to help many people to gain employment and in many cases provided permanent work opportunities. I’m very honoured to be part of the continued success of the Encore Telford Branch and to remain as a premier supplier of temporary labourer in Telford and surrounding areas for years to come.”Internally Encore employs 20 staff within the Telford location, which is 20% growth on the previous year to cover the demands on our business. They have also added 2 apprentices to their ranks.Jon Morris Commented, “Seeing the business was growing, we hired a Resource apprentice to help cover the demands of our customers. As resourcing staff is as challenging as ever due to skills shortages and the initial impact from Brexit, Encore have taken steps across the business to support staff resourcing, mainly through investments such as hiring Resource specialists within our business.The value this adds to the business is measured in the short, medium and long term. The long-term goal is to develop our budding apprentice into an Account Manager over the coming years. The onboarding and development of apprentices is key – we take time for them to learn our business from top to bottom, whilst developing the individual’s skill sets and meeting the aspirations of all.Encore have outlined the biggest challenge over the next 2 years is the uncertainty over Brexit, with its potential impact, also the well documented challenges in terms of skill shortages and the decreasing unemployment levels within our local area and the country as a whole.However, Encore have invested within the business to help combat these issues and aides our delivery to provide a quality service to our customers and workers.Maddy O’Donnell, Area Manager commented “It only seems like yesterday that myself along with directors Chris and Ian were hammering the phones introducing Encore to Telford. Who would have thought that we would of has so much success from a relatively small Geographical area. Our vision was for Telford to be one of the leading agencies in the area, which I believe we have achieved. Not only that, I’m proud that we are also considered as one of the most profitable branches within the Encore Family. Source – Telford Press Release
NATIONAL recruitment firm Encore Personnel has announced the expansion of its Derby branch with a new city centre office and several jobs created. The move saw the firm’s Derby branch relocate from its current base in Morledge to Gervase House in historic Friar Gate earlier this month (October). Alan Worth, a recruitment professional with more than 17 years’ experience in the sector, will continue to spearhead the growth and development of the Derby office as branch manager. Leading a team of five existing staff, Alan will also oversee the appointment of two additional employees over the coming weeks.Speaking of the move, Alan said: “Since we opened our Derby office in 2016, there has been exponential growth and increased demand for our services across Derbyshire.“On average, we are placing 80 to 90 temporary workers each week in positions across multiple sectors including driving and industrial. With that number set to increase, we were in real need of a bigger space to operate from.“Friar Gate is one of the key cultural, historical and architectural focal points of the city centre and is the perfect location for us to grow as a branch and expand the services we are able to offer our clients.”The deal was overseen by commercial property agency Innes England on behalf of Chevin Homes. Chris Wright, associate director at Innes England, said: “Chevin Homes acquired the property from us in 2016, bolstering their investment portfolio in the city. We are delighted to announce Gervase House is now fully let with the arrival of Encore, which will be joining Elliot Mather Solicitors and Marie Curie, which both have offices in the building.“The suite offered modern, open plan city centre offices with ample car parking – perfect for Encore Personnel which knew the space was right for them on their first viewing.“Encore is a well-established national recruitment firm, resourcing employment opportunities across a broad range of sectors to include driving and industrial, which is synonymous with the skilled Derby work force. It has been a pleasure to welcome them to Gervase House.”James Cokayne, director at Chevin Homes, said: “We are really pleased to welcome Encore to Gervase House, which is now fully let. The building is located in the historic Friar Gate area of Derby city centre, making it a great place for Encore to grow.”Alan added, “With multiple new contract wins and pipeline business on the way, this is a really exciting time for Encore Personnel and we look forward to seeing what the next 12 months brings for the team.”For more information, visit www.encorepersonnel.co.uk
For many HGV drivers, finding the next shift or the next contract can, at times, be a challenge. Andrew Fletcher, senior driving manager at national recruitment agency Encore Personnel, discusses how specialist recruiters can support candidates in finding the right role for them.In any profession, if you decide to change jobs – or even change career entirely – it is important to give this careful consideration and ask yourself why it is that you are looking to move. Is it for better pay rates, more flexibility, improved job security or something entirely different?HGV driving is the perfect choice for those looking for flexibility in their role, as shift patterns can be negotiated to cover days, nights, weekdays and weekends. That being said, discussing and agreeing the right employment terms that work for you with your employer can be complex.That’s when a recruitment agency can really bring benefit to drivers. As well as proactively looking for roles for the HGV drivers that come through the door, recruitment agencies are equally looking for drivers that would be the best fit for its clients. Drivers that demonstrate core skills such as good customer service, a friendly and helpful demeanour, flexibility in their approach and, most importantly, a ‘can-do’ attitude are placed on our ‘Encore Approved Driver Scheme’ for when a new shift comes.For many drivers, working with agencies can save a great deal of time and worry when needing to look for their next job as much of the hard work has been done for them. Encore Personnel places more than 350 HGV drivers on the road each week with just under half of these being temporary contracts. For the drivers we work with, the job security that comes from this volume and variation of work is a real advantage.Beyond choosing whether to work with a recruitment agency, choosing the right one is absolutely key. Good rates of pay, promptness of paying wages, honesty, consideration of each candidate’s needs and rewarding loyalty are just some of the points to look out for when meeting with recruiters, but I would say the most important aspect is knowing the agency is reputable and established with a constant supply of work available to the candidate.
The four-strong External Recruitment Team (ERT) was created in response to a recent decline in the number of people applying for roles, particularly those from other EU countries.The team continues to proactively looks to attract candidates who can offer their skills to fill temporary and full-time roles at companies across the country.Since the launch of the team this March, Encore has been able to maintain and exceed staffing levels across all divisions of the business.For recruitment industry professionals to clients and candidates, Brexit and the uncertainty brings a significant concern in the sectors we specialise in as a business.The ERT can be credited for almost half of the growth in candidate take on within the business less than 12 months after being established. Our figures show a company increase of 30% in candidate take on from like for like figures from this time last year with the ERT being accountable for 45% of that amount.With this said, we approach a busy period of the year for staffing and the latest reports suggest that the UK’s net migration has is now at a 3 year low following last year’s Brexit vote, as more EU citizens left the country and fewer people were immigrating to the UK to seek employment.According to the latest ONS data, in the year to March, net migration to the UK was 246,000, according to official estimates released on Thursday. This was down from 327,000 in the year to March 2016, although only a slight decrease from the figure recorded in the calendar year 2016. The total number of immigrants to the UK was 588,000 in the year to March, while 342,000 people left the country.With these latest the developments, the external recruitment team are more relevant than ever and will continue to enhance the service already offered by Encore’s ten branches and the onsite recruitment teams working throughout the UK, where in 2017 we are supplying an average of 4,500 temporary workers per week to the food, energy, engineering, driving and manufacturing sectors.Nikki Gallier, Encore’ Company Training & Projects manager commented,“As we had seen a decline in the number of people applying for these roles, Encore continues to show dedication in attracting new candidates so companies are not left with a shortfall. Encore continues to proactively look to mitigate the possible impact of Brexit in manufacturing, supply chain and logistics, and with the continued work of our new team, this will ensure companies can work to their full capacity at all times.” For more information about the opportunities available with Encore Personnel, visit www.encorepersonnel.co.uk
LEICESTER-BASED recruitment firm, Encore Personnel is celebrating after being named as the 77th best company in Leicestershire, breaking into the top 100 for the first time.It has moved up 26 places on last year’s listing to rank in the top half of Leicestershire’s top 200 companies. Compiled by Leicester Mercury, the list recognised businesses according to their annual turnover.Director at Encore Personnel Pete Taylor said: “We are delighted to be recognised in this list alongside many national and international companies spanning a vast range of sectors. Being so highly ranked is a fantastic achievement that reflects Encore’s growth over the past year.”Encore has been placed in the list every time since its launch five years ago – however, it is the first time the recruitment specialist has been ranked within the top 100.During the past 12 months, Encore has extended its service offering across its specialist sectors by launching a dedicated driving division to alleviate a national skills shortage in HGV drivers. The firm is also now recruiting logistics professionals in mid-senior roles to offer a single point of contact for all staffing needs for businesses operating in this market.In addition, Encore introduced an external recruitment team to ensure that no client is left with staff shortages during busy periods. The four-strong team was created in response to a recent decline in the number of people applying for roles, and now proactively works to attract candidates who can offer their skills to fill temporary and full-time roles.Pete continued: “Encore has had a very busy year, not only in terms of placing record numbers of people, but also through continued expansion of new divisions within the network and through innovation, further development of our service proposition and delivery to meet the ever changing needs of our clients and the marketplace.“We are very pleased to have been highlighted as one of the leading recruitment firms in Leicestershire, and I would like to thank the whole Encore team for their continual dedication and expertise in helping the business reach this milestone.”Encore places around 4,500 temporary and permanent employees in roles across the country within the industrial, driving, engineering/technical and energy markets each week from its ten offices across the Midlands and Yorkshire.
RECRUITER LAUNCHES NEW DIVISION TO SUPPLY SENIOR LOGISTICS ROLESEncore Personnel is extending its offering to clients in the supply chain and logistics sector by introducing a new service aimed at recruiting people in more senior roles.The industry recruitment specialist is now looking to recruit permanent mid to senior managers for clients within the supply chain and logistics sector as part of a new division that was launched this month (May 2017).Sourcing applicants for additional roles will enable Encore to expand the range of candidates available to clients and offer them a single point of contact for all staffing needs.Matt Thompson, Supply Chain and Logistics manager at Encore Personnel said: “The new team has been introduced in response to customers who have increasingly required further support at the mid to senior levels of employment.“It will not only allow clients to take advantage of Encore’s unparalleled market and industry knowledge, but also give them the confidence they will be put into contact with only the most experienced and suitable senior employees to further improve their own business.”The team will predominantly be based in Encore’s Birmingham office, but will also support the firm’s other nine offices across the Midlands, Yorkshire and the South to ensure all clients and candidates are offered an industry-wide service within their local area.Filling more senior roles within the supply chain and logistics sector will be an additional service from Encore that already places around 4,500 temporary and permanent employees in roles within the Industrial, Driving, Engineering/Technical & Energy markets each week.Matt Thompson added: “The Midlands is seeing significant government investment within its infrastructure and growth, and undergoing a sustained period of employment and new business development, which this division will hope to play an active part of.”“Its introduction is very timely for the supply chain and logistics industry, and a strong reflection of our commitment to support both our clients and the sector in general that is a huge driver of the UK’s economy.”For more information about the roles available with Encore visit encorepersonnel.co.uk /supply-chain-logistics/
Encore Personnel has been named in The London Stock Exchange Group’s prestigious “1,000 Companies to Inspire Britain” list for the second year running.The report showcases the UK’s most inspiring and fastest growing companies, with those selected demonstrating positive revenue growth over a three-year period as well as strong performance within their sectors.Pete Taylor, director at Encore Personnel, said: “We are incredibly proud to have been named alongside some of Britain’s most inspiring home-grown businesses and to retain our place on this prestigious list for the second consecutive year”.Specialising in the industrial, energy, engineering, supply chain and logistics, aviation and driving recruitment sectors, Encore places in excess of 4,500 temporary and permanent workers every week across the UK.Taylor added: “We’ve had plenty to be proud of over the past 12 months and 2016 was one of our most successful years to date. A number of high-profile clients have trusted us to attract and source quality candidates that are the correct fit to meet the needs of their businesses.“We have already looked towards expansion this year to further support clients with their recruitment requirements through the launches of several new divisions. These include an external recruitment team, a specialist driving division at our Derby branch and a dedicated supply chain and logistics team intended to recruit professionals in the sector to more senior roles.“Inclusion in this list is a true testament to the hard work and dedication of our team nationwide and we are looking forward to the opportunity to retain our place in 2018”.
MIDLANDS-BASED recruitment agency Encore Personnel is proactively supporting business growth in the region by launching a specialist driving division at its Derby branch.Intended to help alleviate a national skills shortage for skilled HGV drivers, the Derby team will be recruiting across the region for both qualified and aspiring drivers over the coming months.Encore, which opened its city centre branch in August last year, places more than 350 HGV and none HGV drivers on the road each week as well as more than 4,500 temporary staff across industrial, technical, transport and energy recruitment sectors.Derby will be the sixth driving division launched by the Leicester-headquartered business, which currently operates out of ten nationwide offices as well as 11 on-site managed services.Andrew Fletcher, Senior Driving Manager at Encore Personnel, said: “We are very optimistic about this period of growth for our Derby branch. Dave Walter, our branch manager, has more than 25 years’ experience as a recruitment professional and is an expert in this field. With that in mind, Derby seemed the next natural step to offer our specialist driving services and will perfectly complement our already successful industrial division.“We already operate within the ‘golden triangle’ of logistics with driving divisions at our Coventry, Northampton and Leicester branches. Adding Derby to our portfolio will mean that on a regional level, we can provide excellent drivers to businesses across Derbyshire and Nottinghamshire. These areas are highly regarded nationally as significant hubs for the manufacturing industry, as well as acting as the gateway to operations in the North of England.”The national recruitment firm also operates a popular ‘Encore Approved Driver Scheme’ for qualifying drivers. The gold-standard training scheme is designed to reward drivers who demonstrate a high standard of performance and are keen to develop their careers further.The scheme involves comprehensive training to improve and develop driving skills and upgrade the licence category – for example moving from a van to a Light Goods Vehicle (LGV 2) licence, progressing from LGV 2 to LGV 1, obtaining free periodic Driver CPC (Certificate of Professional Competence) training or obtaining other driving skills such as a Moffett or HIAB certificate.In addition to the training scheme for already qualified drivers, Encore will also be recruiting for its newly-launched driving apprenticeship programme from May, and expects to assess more than 30 candidates each month for their suitability to obtain their HGV 2 and HGV 1 licences.Andrew added, “It is vital that we nurture the talent of potential drivers through schemes such as this, both to help address a national skills shortage in this sector as well as invest in what will be the next generation of HGV drivers.“This will contribute greatly in ensuring there is a stream of quality candidates available to businesses, both regionally and nationally, which will in turn continue to improve trade opportunities and business development nationwide.”
MIDLANDS-BASED recruitment agency Encore Personnel is proactively supporting business growth in the region by launching a specialist driving division at its Derby branch.Intended to help alleviate a national skills shortage for skilled HGV drivers, the Derby team will be recruiting across the region for both qualified and aspiring drivers over the coming months.Encore, which opened its city centre branch in August last year, places more than 350 HGV and none HGV drivers on the road each week as well as more than 4,500 temporary staff across industrial, technical, transport and energy recruitment sectors.Derby will be the sixth driving division launched by the Leicester-headquartered business, which currently operates out of ten nationwide offices as well as 11 on-site managed services.Andrew Fletcher, senior driving manager at Encore Personnel, said: “We are very optimistic about this period of growth for our Derby branch. Dave Walter, our branch manager, has more than 25 years’ experience as a recruitment professional and is an expert in this field. With that in mind, Derby seemed the next natural step to offer our specialist driving services and will perfectly complement our already successful industrial division.“We already operate within the ‘golden triangle’ of logistics with driving divisions at our Coventry, Northampton and Leicester branches. Adding Derby to our portfolio will mean that on a regional level, we can provide excellent drivers to businesses across Derbyshire and Nottinghamshire. These areas are highly regarded nationally as significant hubs for the manufacturing industry, as well as acting as the gateway to operations in the North of England.”The national recruitment firm also operates a popular ‘Encore Approved Driver Scheme’ for qualifying drivers. The gold-standard training scheme is designed to reward drivers who demonstrate a high standard of performance and are keen to develop their careers further.The scheme involves comprehensive training to improve and develop driving skills and upgrade the licence category – for example moving from a van to a Light Goods Vehicle (LGV 2) licence, progressing from LGV 2 to LGV 1, obtaining free periodic Driver CPC (Certificate of Professional Competence) training or obtaining other driving skills such as a Moffett or HIAB certificate.In addition to the training scheme for already qualified drivers, Encore will also be recruiting for its newly-launched driving apprenticeship programme from May, and expects to assess more than 30 candidates each month for their suitability to obtain their HGV 2 and HGV 1 licences.Andrew added, “It is vital that we nurture the talent of potential drivers through schemes such as this, both to help address a national skills shortage in this sector as well as invest in what will be the next generation of HGV drivers.“This will contribute greatly in ensuring there is a stream of quality candidates available to businesses, both regionally and nationally, which will in turn continue to improve trade opportunities and business development nationwide.”
Leicester-based recruitment firm Encore Personnel has invested in a new team of specialists so its clients do not suffer from employee shortages during their peak trading times.The four-strong external recruitment team (ERT) has been created in response to a recent decline in the number of people applying for roles, particularly those from other EU countries. The team is now proactively looking to attract candidates who can offer their skills to fill temporary and full-time roles at companies across the country.It will enhance the service already offered by Encore’s ten branches, including Nottingham’s, and the onsite recruitment teams working throughout the UK located on its clients’ premises, where in 2016 the firm supplied an average of 4500 temporary workers per week to the food, energy, engineering, driving and manufacturing sectors.Nikki Gallier, company training and projects manager at Encore who heads up the ERT, said: “Companies often need to source additional labour during busy times of their business cycle. This can be a reactive process that needs to be carried out swiftly and efficiently. We have seen workforces increase tenfold during such times, so it is vital there are enough skilled people available to fill these roles.“As we have seen a decline in the number of people applying for these roles, Encore is dedicated to attracting new candidates so companies are not left with a shortfall. Encore is proactively looking to mitigate the possible impact of Brexit in manufacturing, supply chain and logistics, and with the creation of our new team will ensure companies can work to their full capacity at all times”.
THE Telford branch of Midlands-based recruitment firm, Encore Personnel, is celebrating its 13th year in business with a variety of celebrations taking place at the company’s Wellington office over the next 12 months.Over nine thousand local people have been placed into various employment opportunities since the branch, based on Plough Road, was established in 2004.Telford was the second branch opened by Encore Personnel, which now operates nationally across ten offices with further plans for growth this year.The branch has developed an enviable reputation for sourcing high quality candidates for its clients and, by recommending the best people for the job, maintaining a strong retention rate with over 40% resulting in temporary to permanent employment. The team recruits across industrial and technical sectors and has built a reputation for its specialism in placing blue-collar professionals; supplying the temporary and permanent recruitment market place with a pool of talent from the region and beyond.Looking back over the years, Maddy O’Donnell-Jappy, who founded the branch in 2004 and now an area manager for Encore Personnel, said: “A great deal of hard work, dedication and investment from our team has gone into making the business a success and the results we have achieved over the years really speak for themselves.“We pride ourselves on working closely with both clients and candidates to achieve the levels success of we’ve experienced. On a personal level, it’s been a real pleasure to supply talent to the Telford area for more than 20 years and I am looking forward to continued growth.”Jon Morris, branch manager at Encore Personnel’s Telford office, added: “Both nationally and locally, Encore Personnel has helped so many people to gain employment. The Telford team is keen to continue supporting local people and businesses by maintaining the stream of top-class candidates into fantastic roles. The business has achieved so much in a relatively short space of time. I’m happy to be a part of that history moving forwards.”Named by Recruiter magazine as one of the UK’s fastest growing recruitment businesses and finalists for Best Company to work for. Encore operates from ten offices across the country – Coventry, Nottingham, Derby, Telford, Slough, Spalding, Leicester, Leeds, Northampton and Birmingham as well as Managed Service provisions on site across the countryDue to imminent expansion, Encore is actively seeking workers for temporary and permanent assignments as well as growing their own team by recruiting for an apprentice in recruitment.For more information about the opportunities available with Encore Personnel, visit https://www.encorepersonnel.co.uk/.
The Coventry branch of Midlands-based recruitment firm, Encore Personnel, has helped to boost company-wide growth thanks to a series of significant contract wins over the last year.The team have worked with a number of high-profile local employers, including The London Taxi Company and Mission Foods, helping to boost employment figures throughout the region.Encore’s Coventry branch has expanded to 25 team members by employing six new starters in the sales, service and administration departments with further vacancies available for recruitment consultants.To cater for the growing team, the recruitment specialist has also recently moved into a new city centre office space.Divisional manager Jamie Lawrence said: “This outstanding success is a real testament to the hard work and dedication of our team over the past 12 months.“As well as showing a real commitment to achieving our ambitious plans for company growth, we have nurtured each of our clients with real care and attention. We’re incredibly proud of the year we have had and look forward to seeing what the next 12 months will bring.”Specialising in the warehousing, manufacturing, technical, engineering and transport recruitment sectors, Encore places more than 3,500 temporary and permanent workers every week across the UK.Jamie added: “Given the fantastic branch and company growth, we are pleased to be in a position where we can look towards expansion and welcome a number of talented professionals to our growing team.”
We are happy to exclusively use Encore for our temporary worker bookings and have had many staff from Encore that are actually now permanent members of the team.
The service we get and the quality of staff that we get from Encore supply us with is first class and I would happily recommend them to anyone.
The service that they provide enables us to ensure that we continue to recruit the right individuals who will easily integrate into the culture of the company.