We are delighted to announce that we have been successfully accredited by the REC and now approved to deliver training for the Certificate in Recruitment Practice (CertRP) Level 3. This compliments and builds on the success we have had in training entry-level staff via our internal Training Academy and Apprenticeship programme, which have been recognised in both trade and local press for our investment in training and development. This accreditation follows the REC reviewing all of our in-house training materials and processes which they confirm are up to the required standard to deliver the CertRP programme. We are now able to add this to our training portfolio and invest further in our staff to work towards this accreditation. David Sleeman, Head of Learning & Development: I am immensely proud that the training at England Associates is now officially accredited to the standard I knew we have been at for the last two years. We take pride in delivering market leading training to those new to recruitment. This will now allow us to invest further in our existing staff and those with more experience to achieve their CertRP standard. The CertRP programme contains six essential units from business development, personal branding and key selling through to recruitment legislation and more. It provides an excellent foundation for new and existing staff members to fully understand the complexity of the recruitment market and be able to speak authoritatively to both clients and candidates alike. We are looking forward to ensure we maximise the opportunities this gives to us to improve the skills and capabilities of our team to introduce talented people into construction, defence, engineering, house building & property services markets nationally. You can find out more about career opportunities at England Associates here. https://www.englandassociates.co.uk/join-our-team
Marie Malyon, Marketing & Talent Acquisition Manager talks about how we could apply Claire Ainsley’s concept of “concrete floors” to the Scientific, Technology, Engineering & Mathematics (STEM) leadership roles. When working with STEM businesses you can’t seem to go a week right now without being bombarded with statistics around the benefits of a gender diverse workforce and presented with a 101 different initiatives, quotas and targets on how to tackle the female talent shortage. However I always found the practice of positive discrimination and diversity quotas challenging. Call me jaded, but I feel the calls of “she only got that job because she is a woman” and similar sentiments explicitly go against the discrimination they try to combat. That’s what got me excited about Claire Ainsley, from the University of Sussex, concept of “concrete floors” to tackle the under-representation of women in governments and top business. Beyond the obvious bad puns I could make about being a specialist construction and house building recruitment business and that our clients will have a lot of experience laying concrete floors, this is an easy to implement strategy. This idea is that once a female professional makes it into a senior position they “sometimes dipped but rarely fell below that level again” combating previously common place opinions from senior business leaders that their female colleagues ‘don’t want’ to be on the board. Thus the name concrete floor. The full study by Ainsley suggests that the most effective strategy to achieve this is for business leaders to make a 'personal pledge' to improve their search, selection and interview practices to promote more equal opportunities for men and women to make it into these positions in the first place, and then woman can do the rest themselves! Ref: https://www.bbc.co.uk/news/world-44158186
Image taken from original post. We recently saw a blog post from Recruitment Grapevine that got us talking about how the uncertainty around the UK economy could be affecting business use of temporary workers. We asked David Sleeman to write down his thoughts: I believe the use of temporary employees will continue to rise as we fast approach the BREXIT deadline. The temporary resource model is not new; supplementing a company’s permanent headcount allows flexibility to expand or contract resource without commitment when needed to meet project deadlines, deliverables or customer demands. According to the Recruitment & Employment Confederation’s (REC) latest job market outlook, 30% of business feel confident about their future prospects and 29% of businesses feel it’s getting worse. However these stats only makes up 59% of the study, so I am making the assumption that the other 41% must either not have an opinion, feel like it’s about the same, or did not even respond to the survey. Yet despite these statistics I feel business confidence in line with the unstable economy will vary from sector to sector. England Associates works closely with both the Construction and House Building industry and future prospects appear to be positive. The use of permanent and temporary resource is equally in high demand and does not reflect the lack of confidence suggested in the job market outlook from the REC. The biggest challenge we face is a lack of qualified candidates to meet that demand. We find our candidates through our many networks and close working relationships within the industry but this doesn’t meet the demand. As REC’s Director of Policy, Tom Hadley states “It is encouraging that employers are feeling more optimistic about the UK economy…” I feel that as BREXIT arrives and then passes this optimism will increase and we may see a rise in permanent hiring strategy as companies start planning their recruitment for the next 18-24 months, post BREXIT. Ref https://www.independent.co.uk/news/business/news/uk-construction-worker-shortage-recruitment-brexit-eu-nationals-citizens-europe-trade-association-a8172466.html
Established in 2002 and operating in the construction, engineering, defence and design sectors, the England Associates name has become synonymous for a recruitment solution that offers something different to the industry norm.
We pride our high levels of customer service, sector knowledge and strong network that enables us to offer bespoke solutions that genuinely add value.
We are the number one recruiter of choice for many clients in our chosen sectors and we help support multiple blue chip, private and public organizations whilst offering unique opportunities to our growing network of candidates.
England Associates has a vision to become the recruiter of choice in our chosen sectors by proving that a recruitment firm can genuinely add value to our clients and candidates. The business is determined to be recognised above all others for our quality, service level, accuracy, professionalism, innovation, attention to detail and transparency. These principles must flow through all of our staff by nature. As a Recruitment Consultant you will be at the forefront of client and candidate delivery. Both parties should therefore experience our business principles in every aspect of your service level.