Attrition is a challenge which impacts many businesses, but for those working in industries with seasonal peaks, the stakes are even greater. High employee turnover doesn&rsquo;t just disrupt daily operations; it can directly impact your ability to deliver on schedule, especially when competition for labour is fierce. Here&rsquo;s how we can help you address this head on and build a strong team.
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<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">Is high turnover holding back your peak delivery?</h3>
Demand is at its highest during your peak period, which means there&rsquo;s no room for gaps in your workforce. Every missed shift or vacancy can cause setbacks, creating a ripple effect that impacts productivity and service quality. And when turnover spikes right before or even during busy periods, you&rsquo;re not just facing disruptions - you&rsquo;re at risk of missing crucial targets.
As this year&rsquo;s peak draws to a close, now is the time to plan ahead in order to mitigate any issues you&rsquo;ve dealt with this season, which might just rear their ugly head next year. After all, a proactive strategy can make all the difference. At gap personnel we work with you to ensure your teams are prepared and committed, minimising the risk of any last-minute surprises that could affect your entire fulfilment timeline.
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<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">Facing the challenge of backfilling in a competitive labour market</h3>
The reality is that great candidates have options. Waiting until roles are vacant to recruit can put you in a difficult position, especially when you&rsquo;re competing with companies who are equally eager to attract top talent. And when the competition is high, filling gaps in your labour force quickly becomes a race against the clock. Without a proactive approach, finding the right talent can sometimes feel impossible.
Our recruitment solutions are designed to help you stay ahead of the curve. We focus on retaining and engaging staff so that your team remains strong and committed, even as external market conditions fluctuate. With our support, you&rsquo;ll be better equipped to attract the best candidates and reduce the constant cycle of backfilling, ensuring you&rsquo;re ready for future seasonal demands. To learn how to attract and retain top talent in a competitive labour market, explore our guide on&nbsp;<a href="https://www.gap-personnel.com/employers-news/the-power-of-collaboration-attracting-and-retaining-top-talent/">How to Attract and Retain Top Talent.</a>
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<h3 class="MsoNormal" style="margin-bottom: 0cm;">How our engage-to-retain processes can support you</h3>
<h4 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">1. Client collaboration for that competitive advantage</h4>
<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">To make sure we not only attract but also keep top talent, we start by getting to know your position in the local job market. By working closely with you to make your company an &ldquo;employer of choice,&rdquo; we help you stand out, focusing on key areas such as work environment, pay rates, and benefits on offer. When workers feel valued and supported, they&rsquo;re more likely to stick around and deliver results.
<h4 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">2. Transparent communication and support</h4>
<a href="https://www.gap-personnel.com/lets-get-started/">Our recruitment process</a> emphasises clear, considerate communication from the start. We stay in regular contact with candidates, providing updates and setting realistic expectations for a positive experience. We treat every candidate like a valued customer, building trust and loyalty &ndash; and that makes them more likely to choose us again when they&rsquo;re ready for their next role.
<h4 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">3. Making a great first impression for long-term success</h4>
The first few weeks are key in reducing attrition risks and making sure you keep those new hires onboard. To support them, we can:
Provide thorough pre-placement preparation to ensure workers feel equipped and expectations are managed.
<ul>
<li>&nbsp;Have contract managers meet each worker on day one to offer ongoing support.</li>
<li>Check in regularly during the first month to gather feedback, catch any early issues, and show we&rsquo;re invested in their success.</li>
</ul>
<h4 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">4. Growing talent and recognising progress</h4>
To keep workers engaged and committed, we focus on growth and celebrate strong performance by:
<ul>
<li>Teaming up with clients to offer training, cross-skilling, and career progression options that make workers feel valued and motivated to stick around.</li>
<li>&nbsp;Rolling out incentives, including performance awards and attendance bonuses which create a sense of belonging and encourage everyone to put their best foot forward.</li>
</ul>
<h4 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">5. Feedback to inspire continuous improvement</h4>
We use feedback surveys and exit interviews to understand worker engagement and identify areas for improvement. By listening and acting on this feedback, we continuously refine our approach to meet workers&rsquo; needs and boost retention. This helps us deliver a reliable, committed workforce for your business.
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<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">We&rsquo;re committed to reducing attrition</h3>
Our goal is simple: build a loyal workforce that&rsquo;s excited to stay and do great work. By putting people first and really listening to workers, we help you reduce turnover and keep things running smoothly, even when the pressure&rsquo;s on.
As the dust settles from this holiday season, it&rsquo;s the perfect time to plan for your next surge in demand. Whether you&rsquo;re looking ahead to any upcoming busy periods or planning for long-term growth, get in touch today. <a href="https://www.gap-personnel.com/who-we-are/">Our solutions</a> will help you build a resilient team, ready to meet demand, exceed fulfilment targets, and become one that workers want to join - and more importantly, choose to stick with.
Discover how we can support your workforce with tailored recruitment solutions by visiting our <a href="https://www.gap-personnel.com/employers-specialisms/">Specialisms page,</a> or <a href="https://www.gap-personnel.com/recruit-staff/">get in touch </a>with our team today to discuss your needs.&nbsp;
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<h2 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">&nbsp;</h2>

Battling attrition: how to keep your workforce engaged during peak

If you&rsquo;ve been following the conversation around tax compliance, you&rsquo;ll know that umbrella companies are under more scrutiny than ever before. They've played a big role in recruitment, but the tides are changing, so let's take a closer look at what's going on.
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What&rsquo;s behind the shift?
Pre-general election, Labour&rsquo;s proposals pointed to a major push for stricter tax compliance, with a particular focus on umbrella companies. Their manifesto published plans for an &pound;855 million boost to HMRC&rsquo;s budget, adding 5,000 new compliance officers, and deploying AI to spot tax irregularities in labour supply chains. The aim? Ensuring everyone pays their fair share, from contractors to those responsible for paying them.
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And with &lsquo;chain liability&rsquo; likely on Labour&rsquo;s radar, staffing companies and end users still using umbrella arrangements could be held accountable for unpaid taxes. In this month&rsquo;s blog, we&rsquo;ll dive into why moving away from umbrella companies is a smart choice &ndash; and why it might be time for you to consider it too.
&nbsp;
Tax complications you can't (afford to) ignore
Many recruitment agencies routinely use umbrella companies to streamline their tax processes, but non-compliance with HMRC regulations can turn this into a costly issue. Because workers employed through umbrella companies aren&rsquo;t technically employed by clients or their recruitment agency, this layer of separation can expose businesses to unexpected financial and legal risks. If things go wrong, you could face backdated tax bills, interest, and fines. Here are the five most common pitfalls:
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<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="margin-bottom: 0cm; text-align: justify; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">IR35 misclassification: If a worker is wrongly classified outside IR35, your business could be liable for unpaid taxes and National Insurance.</li>
<li class="MsoNormal" style="margin-bottom: 0cm; text-align: justify; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Non-payment of NICs: Umbrella companies that underreport earnings may leave your business responsible for backdated National Insurance contributions.</li>
<li class="MsoNormal" style="margin-bottom: 0cm; text-align: justify; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">VAT fraud and mini-umbrella companies (MUC): Engaging with MUCs involved in VAT fraud could result in your business facing unpaid tax claims from HMRC.</li>
<li class="MsoNormal" style="margin-bottom: 0cm; text-align: justify; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Holiday pay non-compliance: Mismanagement of holiday pay by umbrella companies can lead to incorrect tax deductions and potential investigations into your business.</li>
<li class="MsoNormal" style="margin-bottom: 0cm; text-align: justify; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Failure to deduct income tax (PAYE): Offshore payment schemes may leave your business exposed to unpaid income taxes and fines.</li>
</ul>
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The lowdown on the legal risks
The legal framework surrounding umbrella companies and temporary labour is constantly changing, and keeping up with the rules can be tricky. Recent changes, such as IR35 reforms, have put more focus on how contractors and temp workers are paid, ensuring those who should be classified as employees are paying the correct amount of tax. If an umbrella company isn&rsquo;t following the rules - intentionally or not - the buck could stop with your business. You may face legal issues, regulatory fines, or even reputational damage for being associated with somewhat questionable practices. With agencies and umbrella companies sometimes operating in grey areas, it&rsquo;s a significant risk that can have long-lasting consequences.
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How worker satisfaction affects your bottom line
Involving umbrella companies can often muddy the waters. Workers sometimes don&rsquo;t understand how their wages are calculated or why certain deductions are made - and if something goes wrong, the blame can bounce between the agency and the umbrella company. This lack of transparency can lead to mistrust and complaints from workers who feel short-changed, even when you&rsquo;re not paying them directly. And unhappy workers can have a direct impact on the quality of work they provide to your business. High dissatisfaction leads to poor performance, low engagement, and the constant need to rehire and retrain, creating a revolving door of temporary workers that hurts productivity, service, and ultimately your company&rsquo;s profitability.
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When your reputation is at stake
As more stories of malpractice and exploitation surrounding umbrella companies surface in the media, there&rsquo;s a growing negative perception around businesses that engage with them. If your company is tied to poor pay practices or exploitation, it could hurt your brand, making it harder to attract talent in the future and leave clients and customers questioning whether they want to work with you.
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There&rsquo;s an alternative&hellip;
For a long time, umbrella companies have offered an easy route for handling payroll and taxes, but the landscape is changing fast. Labour has made it clear that compliance will be key, and there&rsquo;s no room for ambiguity. The good news? There&rsquo;s a simple fix: opt for PAYE (Pay As You Earn) when working with recruitment agencies. This means workers are directly employed under PAYE, ensuring tax compliance and fewer headaches for your business. It also cuts down on any risk of backdated tax issues. Many agencies offer PAYE solutions &ndash; including gap personnel group - and choosing one helps build trust with temporary staff, boosting satisfaction and productivity.
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<a name="_Hlk30598698"></a>Did you know there are over 170 regulations affecting the UK payroll industry, with a couple of changes introduced every year? These are governed by a variety of agencies including HMRC, GLAA, and The Pensions Regulator, in addition to Council departments, the DWP, and Child Maintenance Service. All require different information, to be delivered against varying deadlines, and through diverse methods of communication. And the legislation varies depending on employment type.
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For us, it&rsquo;s about staying ahead of the curve. Last year our internal payroll team maintained an error rate of less than 0.1% whilst processing almost 50,000 individual workers through our payroll system. They&rsquo;re keeping a close eye on new regulations to make sure we continue to offer a service that&rsquo;s both ethical and reliable, no matter what changes come our way. If you're a business looking to navigate this landscape, or just want advice on ensuring your workforce is fully compliant, get in touch today. We&rsquo;re here to help with umbrella-free solutions.

Are umbrella companies on their last legs? Here's what you need to know

2024 UK Budget announcement brought forward a number of changes set to make a real impact on the labour market. As always, we&rsquo;re keeping a close eye on what these changes mean for you and your workforce, and we&rsquo;ve pulled together the key points from the budget to help you understand the road ahead. From employment-related shifts to broader financial measures that could affect everything from staffing costs to business planning, here&rsquo;s a rundown of what you need to know.
<h3 class="MsoNormal">Increases to employers' national insurance costs</h3>
As expected, the headline change and biggest revenue raiser came in the form of changes to employers' national insurance contributions (NIC). With effect from April 2025:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="color: #242c52;">the rate of employers' NIC will rise to 15% from the current 13.8%</li>
<li class="MsoNormal" style="color: #242c52;">the &lsquo;secondary threshold&rsquo;, above which employers' NIC is payable, will drop from &pound;9,100 annually to &pound;5,000, resulting in an additional &pound;4,100 potentially subject to the new 15% rate.</li>
</ul>
Combined with the increase in NLW/ NMW rates announced, employers are faced with a twofold hit on their employment costs.&nbsp;
On a more positive note, an increase in Employment Allowance from &pound;5,000 to &pound;10,500 from April 2025 helps in supporting smaller employers with these additional costs.&nbsp;
<h3 class="MsoNormal">National Minimum / Living Wage</h3>
The main rate of the NLW for those aged 21+ will increase by 6.7% to &pound;12.21per hour from April 2025.
The Government also wishes to bring the 18-20 rate up to parity with the main rate. Steps towards this will begin with an increase of 16.3% to &pound;10/hour from April 2025, with more increases expected in the coming years.
In the short to medium term there is the potential for this to result in a decrease in the relative attractiveness of younger, less experienced workers to employers.
<h3 class="MsoNormal">Umbrella companies&nbsp;</h3>
During her Budget the Chancellor highlighted the significant tax losses derived from non-compliance of umbrella companies. The Government therefore intends to position responsibility for PAYE with agencies or, where there is no agency, with end users that engage umbrella companies.&nbsp;
The proposals will inevitably simplify the task otherwise faced by HMRC of navigating legal complexities around who is actually the employer but are likely to have far-reaching impacts on how the temporary labour market operates.
<h3 class="MsoNormal">Capital gains tax&nbsp;</h3>
Widely anticipated changes to&nbsp;<a style="color: #242c52;" href="https://www.rsmuk.com/what-we-offer/services/tax/private-client-and-family-wealth/capital-gains-tax">capital gains tax</a> (CGT) rates included increasing the lower rate of CGT from 10% to 18% and the higher rate from 20% to 24%, with effect from 30 October 2024.
Although the lifetime amount of gains eligible for&nbsp;<a style="color: #242c52;" href="https://www.rsmuk.com/what-we-offer/services/tax/private-client-and-family-wealth/business-asset-disposal-relief">business asset disposal relief</a> (BADR) remains at &pound;1m, the rate of CGT payable on such gains will increase from the current rate of 10% to 14% from 6 April 2025 and 18% from 6 April 2026.
<h3 class="MsoNormal">Inheritance tax&nbsp;</h3>
The Chancellor announced that the&nbsp;<a style="color: #242c52;" href="https://www.rsmuk.com/what-we-offer/services/tax/private-client-and-family-wealth/inheritance-tax">inheritance tax</a> (IHT) nil rate band (currently &pound;325,000) and residence nil rate band (&pound;175,000) are to remain frozen until 2030. However, there were sweeping changes to business property relief (BPR) and agricultural property relief (APR).
From 6 April 2026 the first &pound;1m of a claim for BPR and APR combined will continue to be exempt from IHT. Claims for BPR and APR in excess of &pound;1m will attract relief at 50%, giving an effective rate of IHT of 20%. There will also be relief from IHT on 50% of the value of shares held on the alternative investment market (AIM) giving an effective rate of IHT on the value of AIM shares of 20%.
<h3 class="MsoNormal">Pensions</h3>
Currently pensions are excluded from IHT. From April 2027, any value left in your personal pension pot on your death will be included in your IHT estate and taxed in the usual way.&nbsp;
<h3 class="MsoNormal">Income tax personal allowance and fiscal drag</h3>
The government has decided not to not extend the freeze on income tax and national insurance thresholds beyond April 2028. From April 2028, personal tax thresholds will once again increase by the rate of inflation.
<h3 class="MsoNormal">Stamp duty land tax</h3>
Buyers of second homes and buy-to-let properties in the UK are faced with an immediate increase in stamp duty land tax (SDLT). With effect from 31 October 2024, the higher rate for additional dwellings (HRAD) increases from 3% to 5%.
<h3 class="MsoNormal">Private equity</h3>
The Chancellor has opted for a staged approach to carried interest tax, raising the rate to 32% from April 2025 - much lower than the feared 45%. However, the main announcement was the delay of significant changes to carried interest taxation to bring it into the income tax framework. A more targeted, fairer, and simpler regime is promised, likely starting in April 2026.
<h3 class="MsoNormal">Business taxation</h3>
The Chancellor confirmed the main rate of corporation tax will remain at 25% for the life of this parliament.
On capital allowances, there is a commitment to retain permanent full expensing with the prospect of consultation on extending full expensing to leased assets, simplifying the legislation more broadly, and launching a consultation to review the effectiveness of land remediation relief.&nbsp;
<h3 class="MsoNormal">VAT and other indirect taxes&nbsp;</h3>
VAT-related announcements in the Chancellor&rsquo;s speech were limited to reconfirming that VAT will be added to private school fees with effect from 1 January 2025.&nbsp;&nbsp;
The Chancellor also announced increases to air passenger duty on economy short haul flights and private jets, and excise duty on tobacco. These increases were accompanied by more welcome announcements on extending the 5p cut on fuel duty for a further year, and a cut to duty on draft beer. Further low-profile tweaks to&nbsp;<a style="color: #242c52;" href="https://www.rsmuk.com/what-we-offer/services/tax/vat-and-indirect-tax">VAT and other indirect taxes</a> may emerge in the published detail following the Chancellor&rsquo;s speech.
<h3 class="MsoNormal">Supporting you through the changes</h3>
We&rsquo;re here to guide you through these legislative updates and will be ready to consult with you on how the new measures will impact your rates from April 2025. Our transparent pricing models &mdash; already factoring in Employers' National Insurance thresholds &mdash; are designed to adapt seamlessly, ensuring you have a clear and straightforward breakdown of costs.
Rest assured, our temporary workers are paid on a PAYE basis with no reliance on umbrella schemes, reflecting our commitment to being a compliant and reliable part of your supply chain.
As always, we&rsquo;ll continue to monitor any further developments closely and keep you updated with any new information. Please don&rsquo;t hesitate to reach out with questions or for additional support&mdash;we&rsquo;re here to help.
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Key budget announcements – what it might mean for you and your business

Peek-a-BOO, and welcome to this month&rsquo;s gap insight! With Halloween haunting us this week (eeek!) and Bonfire Night just around the corner, we&rsquo;re lighting up Q4 with some spooky sector insights from the employment, FMCG, manufacturing, warehousing, and waste sectors to keep you on track during this busy season. Ready for a treat (or a trick)? Keep on reading&hellip;
<h2 style="text-align: left;" data-pm-slice="1 1 []">gap news</h2>
Following the heartbreaking news about the potential closure of Zoe's Place in Liverpool, our Bids and Marketing team whipped up some tasty treats in the kitchen in a bid to raise some much needed funds. Zoe&rsquo;s Place are the UK&rsquo;s only baby hospice charity, supporting children age 0-5 with life limiting conditions. The hospices offer home-from-home care, with a superhero team of nurses and carers for the&nbsp;families when they need it most. If you&rsquo;d like to read more about the work <a style="color: #242c52;" tabindex="-1" href="https://www.linkedin.com/company/zoe%27s-place-baby-hospice/">Zoe's Place Baby Hospice, Liverpool</a> do, or you would like to make your own donation to support them in finding a new home, you can do so <a style="color: #242c52;" href="https://www.justgiving.com/campaign/zoesplaceliverpool-newhome">here.&nbsp;</a>
<h2 style="text-align: left;" data-pm-slice="1 1 []">In Employment&hellip;</h2>
Some businesses have hit pause on hiring and investment, holding out for the Autumn Budget on 30th&nbsp;October, to see if tax hikes are coming. Even though the economy had a small boost in August, there&rsquo;s still plenty of uncertainty for employers, especially around National Insurance changes. The International Investment Summit held in the City of London earlier this month was well-timed, as it allowed the Government to outline plans to boost investment in areas such as infrastructure and energy, just two weeks before Rachel Reeves unveils her first full Budget. Now, businesses are hoping the announcement will lay out the support they need to keep things moving in the right direction. Read more on what&rsquo;s expected and the potential outcomes&nbsp;<a style="color: #242c52;" href="https://www.bbc.co.uk/news/articles/c89l52pwwllo" target="_blank" rel="noopener">here</a>
<h2>Latest Employment Data...</h2>
This month&rsquo;s labour market figures show ongoing signs of cooling. Between July and August 2024, the number of payrolled employees decreased by 6,000 but increased by 203,000 over the year. Preliminary estimates for September indicate a further decline of 59,000, bringing the total to 30.3 million. The employment rate for June to August 2024 was 75.0%, up from the previous quarter but slightly lower than a year ago. Unemployment held at 4.0%, while job vacancies dropped by 42,000 to 857,000, marking the 26th consecutive period of decline.
Wage growth continued, with regular earnings up by 5.1% from June to August 2024, and total pay, including bonuses, up by 4.0%. Real wage growth, adjusted for inflation, was 2.2% for regular pay and 1.1% for total pay. In July, 42,000 working days were lost due to labour disputes, largely within health and social work sectors. Additionally, the Claimant Count for September increased to 1.792 million, influenced by changes to work search requirements affecting around 180,000 claimants.
For more details, read the full&nbsp;<a style="color: #242c52;" href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/employmentintheuk/october2024" target="_blank" rel="noopener">ONS labour market report</a>.
<h2>In FMCG...</h2>
<a style="color: #242c52;" href="https://www.greggs.co.uk/news/fizz-the-season-to-visit-the-greggs-champagne-bar" target="_blank" rel="noopener">Greggs is bringing some serious sparkle to Newcastle this Christmas with its first&nbsp;ever champagne bar</a>, which opened its doors this month in Fenwick&rsquo;s bustling Food Hall. Inspired by 1920s Paris wine bars, the bar pairs freshly baked Greggs&rsquo; favourites like sausage rolls and steak bakes with bubbly from France and Italy for a boujee twist. Whether you're sipping a glass of Perrier-Jou&euml;t with your pastry or indulging in cocktails like the Yum Yum Twist or the Cream &Eacute;clair, it's an unmissable experience. But don't wait too long - the fizz is only flowing until 31st December. Pop in and raise a glass before it&rsquo;s too late!
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And if that wasn&rsquo;t enough bakery news for you, don&rsquo;t worry &ndash; there&rsquo;s more (you know how us Brits just&nbsp;love a baked good). Aldi is ramping up its presence in the bakery market,&nbsp;rolling&nbsp;out further fresh in-store bakeries with everything from barms (or whatever you call them in your part of the world) and bagels, to sweet treats and pastries. It&rsquo;s been a slow start since launching in 2019, but the number of stores with bakeries has now jumped to 25, expanding across the South East and East of England. Meanwhile, Lidl is proving to be the (bread)winner in the current battle of the budget supermarkets, with its bakery and loyalty app helping it move ahead in the sales race - up 8.8% in the past year compared to Aldi&rsquo;s 1.8%. You can read more about the bakery battle&nbsp;<a style="color: #242c52;" href="https://www.thegrocer.co.uk/news/aldi-ramping-up-rollout-of-in-store-bakeries/696502.article" target="_blank" rel="noopener">here</a>.
<h2>In Manufacturing...</h2>
Go-Ahead, one of the UK's largest bus operators, has teamed up with bus manufacturer Wrightbus for a massive &pound;500 million investment to green up their fleet. Over the next three years, they&rsquo;ll be rolling out 1,200 new zero-emission buses, creating around 500 manufacturing jobs at Wrightbus and supporting another 2,000 jobs across the UK supply chain. This big move comes the same month as the International Investment Summit, with the government backing it as part of their push to boost the economy and clean up local transport. Read more about how this investment is driving growth and greener transport&nbsp;<a style="color: #242c52;" href="https://www.gov.uk/government/news/half-a-billion-pound-investment-in-electric-buses-to-spark-a-new-era-of-green-growth" target="_blank" rel="noopener">here</a>.
&nbsp;
<a style="color: #242c52;" href="https://www.newfoodmagazine.com/news/243754/strawberry-picking-robot-trialled-to-tackle-uk-labour-shortage/" target="_blank" rel="noopener">A strawberry-picking robot is being trialled in Essex</a>, and it could be a game changer for the UK&rsquo;s farming industry! Developed by researchers at the University of Essex and jam makers Wilkin &amp; Sons, the advanced bot can pluck a strawberry in just 2.5 seconds. What&rsquo;s even better is that it costs a fraction of the usual price &ndash; around &pound;10,000 compared to the &pound;150,000 for other crop-picking robots. Funded by a &pound;1.02 million Defra grant, the project aims to make robotic harvesting accessible for all farms, especially smaller ones struggling with labour shortages. And it&rsquo;s not stopping at strawberries - the robot&rsquo;s modular design means it could soon be picking onions, tomatoes, lettuce, and more. Wilkin &amp; Sons are thrilled to be involved in tackling what they see as the industry&rsquo;s biggest challenge. Keep an eye out for more innovation in the fields as the trial progresses.
<h2>In Warehousing...</h2>
InPost, the company behind thousands of parcel lockers across Europe, has announced its full acquisition of Menzies Distribution Group, the UK logistics firm. InPost already held a 30% share of Menzies, having bought it for &pound;49.3m last year. The Luxembourg-based company, who makes most of its profit in Poland, has seen its value rise significantly in recent months, becoming one of Europe&rsquo;s biggest 'last-mile solutions' operators. The acquisition will further strengthen InPost&rsquo;s position in the UK market, expanding its capabilities in parcel delivery and logistics. You can read the announcement in full&nbsp;<a style="color: #242c52;" href="https://inpost.eu/news-inpost-taking-full-control-over-menzies-express-and-newstrade" target="_blank" rel="noopener">here</a>.
<h2>In Waste and Recycling...</h2>
Burning household rubbish to generate electricity has become the UK&rsquo;s dirtiest form of power, according to a BBC analysis. Almost half of the rubbish from UK homes, in particular plastic, is being incinerated, creating greenhouse gases. While incineration was once seen as a cleaner alternative to landfill, the rise in plastic waste has made it a climate problem. Despite growing concerns and calls to stop building new incinerators, more are still being built, leaving councils stuck in long-term contracts. Critics say this is hurting recycling efforts and creating more pollution. Find out more about the UK's incineration issue and its impact&nbsp;<a style="color: #242c52;" href="https://www.bbc.co.uk/news/articles/cp3wxgje5pwo" target="_blank" rel="noopener">here</a>
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Preventing Illegal Working and Ensuring Effective Right to Work Policies
Online event: 5th Nov 2024
Get your tickets&nbsp;<a style="color: #242c52;" href="https://web.cvent.com/event/ce6acb5c-734a-44a6-a9a4-4d6e2ead5640/summary" target="_blank" rel="noopener">here</a>.
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Complying with the GLAA Licensing Standards&nbsp;
Online event: 19th Nov 2024
Get your tickets&nbsp;<a style="color: #242c52;" href="https://www.eventbrite.co.uk/e/alp-academy-complying-with-glaa-licensing-standards-tickets-1010410624377?aff=oddtdtcreator" target="_blank" rel="noopener">here</a>.
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 What’s spooking UK businesses and freezing hiring ahead of the Autumn Budget?

Modern slavery continues to be a major issue impacting millions of people around the world. And it&rsquo;s closer than you think &ndash; the latest Home Office figures suggest that there are over 12,000 potential victims of modern slavery in the UK alone. As a recruiter operating within many of the sectors believed to be most affected by slavery and human trafficking, we recognise our responsibility to raise awareness of modern slavery whilst tackling the problem of hidden labour exploitation. With Anti-Slavery Day coming up on 28th October, we wanted to share some of the key actions we&rsquo;ve got in place to protect our workers and maintain the highest ethical standards in everything we do. 
&nbsp;
Anti-Slavery Day: why it matters 
Anti-Slavery Day, established in 2010, is a crucial reminder for everyone - from government bodies and local authorities, to companies, charities, and individuals - to step up and combat modern slavery. It&rsquo;s a great opportunity to reinforce our commitment to ethical practices across all areas of recruitment. It&rsquo;s also a chance to reflect on our clear frameworks aimed at preventing exploitation and forced labour, and to consider how we can keep improving and leading by example across our industry.
&nbsp;
What&rsquo;s our approach to a safe supply chain?
Keeping our supply chain safe and ethical is a top priority. Given the complexity of our client networks, we&rsquo;ve implemented stringent measures that aim to keep every stage of the supply chain free from exploitation. Our approach is designed to prioritise the safety and welfare of our workers at every step of their journey with us.
&nbsp;
Stronger Together: One of the many external relationships we uphold with officiating bodies and associations is with Stronger Together, a multi-stakeholder initiative focused on creating a world where all workers are recruited responsibly and have fair work, free from exploitation. As an Advanced Business Partner, we&rsquo;ve demonstrated our dedication to tackling modern slavery head-on, not just in theory but in practice. We&rsquo;re constantly assessing risks, taking proactive steps to prevent exploitation and ensuring we have robust systems in place to protect and support any potential victims. Through this partnership we&rsquo;ve gained access to some fantastic resources, including multi-language leaflets for workers and informative posters in our operational locations, keeping these important messages front and centre. We also follow best practice guidelines across all aspects of our operations, reinforcing our dedication to a fair, safe, and respectful work environment.
&nbsp;
Internal employee training: Our team is our first line of defence against labour exploitation, which is why we&rsquo;ve developed a robust induction training program, combining in-branch sessions, e-learning modules, and specialised classroom training. One of our standout initiatives is a bespoke investigative interviewing skills training package, led by former GLAA investigators, to help staff spot potential signs of exploitation during the recruitment process. But we don&rsquo;t stop there - we go beyond initial training by keeping our team&rsquo;s knowledge current. All employees complete an interactive e-learning module on spotting modern slavery, refreshed annually. By investing in ongoing education, we build a culture where everyone actively prevents labour exploitation and protects vulnerable workers.
Candidate registration due-diligence: Our Recruiter Compliance Principles are more than guidelines - they're a pledge that every recruiter within our business makes to uphold the highest standards of integrity and respect for our workers. We always verify: 
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Right to work and establish the statutory excuse.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; That the person presenting is the person in the identity documents.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; That they have full control of their own documents.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; How they found out about the job.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; That applicants haven't paid anyone, and won't have to pay anyone, to obtain the job.
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="color: #242c52; margin-bottom: 0cm; text-align: justify; mso-list: l2 level1 lfo3;">For those newly arrived in the UK, that they haven't paid anyone to get here.</li>
</ul>
By signing these principles, our recruiters aren't just agreeing to a set of rules &ndash; they're joining us in our mission to create a fair, safe, and ethical working environment for everyone. 
&nbsp;
Worker welfare due-diligence: We&rsquo;ve established a robust system of welfare checks and data analysis to safeguard our workforce and identify any signs of exploitation, including:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; New starter and leaver surveys: Weekly surveys for new starters and leavers go beyond basic feedback &ndash; we delve into areas like health and safety, potential modern slavery indicators, and overall treatment, allowing us to address issues swiftly and improve our processes.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Quarterly welfare analysis: Our operational teams don't just wait for feedback &ndash; they're proactively looking out for our workers. We&rsquo;re always keeping an eye out for potential red flags, such as suspicious transportation arrangements or workers who appear isolated or in distress. Any concerns are swiftly escalated and thoroughly investigated.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Common details checks: Our compliance team perform database scans for shared bank accounts, email addresses, phone numbers, or living arrangements, and are skilled in spotting the difference between normal and potentially exploitative situations.
&nbsp;
Supplier due-diligence: We don&rsquo;t leave anything to chance with our suppliers. Before joining our Preferred Supplier List (PSL), they undergo a thorough vetting process, covering everything from financials and compliance with labour laws, to GLAA licensing (where applicable) and right-to-work checks. Once they&rsquo;re on board, we conduct annual audits and reserve the right to perform spot checks. It's all part of our commitment to maintaining a supply chain that's not just efficient, but ethical through and through. And if a supplier falls short? We're not afraid to take swift action &ndash; and that includes terminating relationships if we find any serious issues. 
&nbsp;
So, there you have it - a peek behind the curtain at how we're working tirelessly to maintain an ethical, transparent supply chain. We follow through on our promises &ndash; are you confident your current agency provider is doing the same? Because this Anti-Slavery Day is a timely reminder that in today's world, ethical practices aren't just nice to have - they're essential.
&nbsp;
If you're curious about how your supply chain measures up, or if you're looking to partner with an agency that takes ethics as seriously as you do, let's have a conversation about how we can work together - to ensure your supply chain is not just efficient, but ethically sound from end to end. After all, when it comes to fighting modern slavery and upholding workers' rights, we're all in this together. Get in touch today and let's build a better, more ethical future for everyone in our industry.

Combatting modern slavery in our recruitment practices

Let's face it - finding the perfect candidate can sometimes feel like searching for a needle in a haystack. We get it. High attrition, mismatched skills, and culture clashes can make the recruitment process more of a headache than it needs to be. And there&rsquo;s a perception out there that agency providers are guilty of focusing on filling positions quickly, putting &ldquo;bums on seats&rdquo; above all else. But don't worry, that&rsquo;s not what we&rsquo;re about, and we're here to help you navigate these frustrations and find the hidden gems who&rsquo;ll not only fit right in with your team but stick around for the long haul (or at least as long as you need them).
&nbsp;
Why quality candidates are so important
Quality candidates aren't just a nice-to-have - they're essential for keeping your business running smoothly. The right workers bring a boost in productivity, handle tasks with ease, and do it all with minimal supervision. And let's not forget the long-term savings: investing in top talent now means a smaller turnover and minimal training costs down the road. Get this wrong during peak, when more temporary workers join your team to support your most crucial operational period, and those issues are magnified - disruptions, lost productivity, and higher costs, all when you can least afford them.
&nbsp;
So how do we ensure a quality workforce?
If all it took was matching skills to job descriptions, we&rsquo;d all be set, right? Good recruiters know it takes much more than that to find (and retain) quality candidates. Whether you need 1 or 1,000 workers to enhance your team, here&rsquo;s how we do it:
&nbsp;
1. &nbsp;&nbsp;&nbsp; Know your market, own your market
In today&rsquo;s competitive job market, quality candidates have the luxury of choice. That&rsquo;s why we start with you, our client. Before we do anything else, we need to understand your position in the local market - what you&rsquo;re doing well and where there might be room for improvement - so we can help you stand out as an employer of choice.
&nbsp;
2. &nbsp;&nbsp;&nbsp; End-to-end hiring solutions
We know finding the right candidates takes more than just posting a job ad; our approach focuses on reaching the right people in the right way. Whether that&rsquo;s tapping into our extensive network, local databases, or getting your opportunities in front of active job seekers via online job boards and social media platforms, we make sure your roles are seen. But we don&rsquo;t stop there - our rigorous screening process assesses attitude, work ethic, and cultural fit, so when we put forward a candidate, you know they&rsquo;re both qualified and motivated to succeed in your team.
&nbsp;
3. &nbsp;&nbsp;&nbsp; Pay, perks and the perfect fit
Let&rsquo;s be real, top-notch candidates aren&rsquo;t just hunting for any job - they&rsquo;re looking for opportunities that come with fair rewards. That&rsquo;s why we team up with our clients to promote competitive hourly rates and benefits, and flexible work arrangements that stand out. By offering wages and conditions that exceed industry standards, we help you attract the kind of talent that&rsquo;s not just interested in filling a shift, but motivated to perform and stay committed throughout their placement.
&nbsp;
4. &nbsp;&nbsp;&nbsp; Skill up and shine on
Our training doesn&rsquo;t stop at induction stage &ndash; if you need long term temporary workers at the top of their game, we offer ongoing training and development through Go1 Training, our go-to online learning platform. This keeps them updated on the latest industry trends and skills, ensuring they&rsquo;re always improving. And for you, it means a team that&rsquo;s not just performing well but is also contributing more effectively to your success. We&rsquo;ve had lots of success implementing career paths and development opportunities for high performers &ndash; your temporary workforce can help shape your future team (true story: our MD pitched to a client who recognised him as the consultant who placed them in their very first temporary position)!
&nbsp;
5. &nbsp;&nbsp;&nbsp; Recognise and energise
Keeping hold of great candidates is just as crucial as finding them. We work with our clients to build a work environment where employees truly feel valued. With regular feedback, incentives, and reward schemes, we help ensure your team stays motivated and loyal. The result? Lower turnover and a boost in productivity that keeps your operations running like clockwork.
&nbsp;
6. &nbsp;&nbsp;&nbsp; Safe spaces, happy faces
In our sectors, safety is paramount &ndash; that&rsquo;s why we team up with our clients to create work environments where everyone feels secure and supported. Because when the workplace feels like a safe space to be, it not only builds a strong reputation but also helps attract and retain top tier candidates who can perform at their best day in, day out.
&nbsp;
It goes without saying that quality candidates are the backbone of your business&rsquo;s success. They bring the skills, commitment, and cultural fit that keep things running smoothly and drive your business forward. But finding and keeping top talent isn&rsquo;t just about luck - it&rsquo;s about having a strategic approach that covers everything from market positioning to employee engagement.
&nbsp;
That&rsquo;s where we come in. We want to take the guesswork out of recruitment and help you build a team that&rsquo;s not only your type on paper but who also just clicks with your company culture.
&nbsp;
So, don&rsquo;t leave your recruitment to chance. <a style="color: #000000;" href="https://www.gap-personnel.com/employers-get-in-touch/">Reach out today,</a> and let&rsquo;s get started on building your dream team &ndash; we can&rsquo;t wait to help you find the talent to take your business to the next level.

Building your dream team: why quality candidates are the game changer your business needs

<a name="_Hlk173916763"></a>All employers have a legal obligation to prevent illegal working by completing comprehensive right-to-work (RTW) checks. But it&rsquo;s a responsibility that sits with the employer, so when it comes to your temporary workers it&rsquo;s your agency supplier&rsquo;s problem, not yours, right? Wrong. Whilst the consequences of non-compliance might legally fall on the agency, the reputational damage will hit your business too. Are you confident in your supplier&rsquo;s RTW processes, or is your brand and the welfare of your temporary workers at risk?
&nbsp;
You&rsquo;ve heard about the statutory excuse &ndash; but what exactly is it?
The statutory excuse is a legal defence for employers to avoid civil penalties if they have unknowingly employed someone who does not have the right to work in the UK. By conducting the necessary RTW checks, businesses can establish the statutory excuse. 
&nbsp;
RTW checks &ndash; what you need to know
As a swift response to the COVID-19 pandemic, in March 2020 the Home Office allowed RTW checks to be conducted remotely when in-person meetings weren't feasible. This flexibility was granted until 6th April 2022, followed by a period of leniency which ended on 30th September 2022. Since then, there have been three approved methods for checking an employee&rsquo;s right to work:
&nbsp;
<ol>
<li class="MsoNormal" style="text-align: left; color: #2c2864;">&nbsp;In-person manual check for original documents</li>
<li class="MsoNormal" style="text-align: left; color: #2c2864;">The Home Office&rsquo;s online services for verifying right to work statuses</li>
<li class="MsoNormal" style="text-align: left; color: #2c2864;">Identification document validation technology (IDVT) check</li>
</ol>
&nbsp;
And the consequences for non-compliance?
If you&rsquo;re an employer who is not on top of your RTW checks you could face some hefty penalties. In February this year there were updates to this Civil Penalty Notice process, adjusting how these fines are calculated:
<ul style="margin-top: 0cm; text-align: left;" type="disc">
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">A first-time offence: if it&rsquo;s your first slip-up, the fine has jumped from a maximum of &pound;15,000 to &pound;45,000 per illegal worker.</li>
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">A repeat offence: for those who&rsquo;ve had previous breaches, the maximum fine has increased from &pound;20,000 to a whopping &pound;60,000 per illegal worker.</li>
</ul>
&nbsp;
But employing illegal workers isn&rsquo;t just a civil matter &ndash; there&rsquo;s the possibility of criminal liability too. If an employer knew or had reasonable cause to believe that the worker didn&rsquo;t have permission to enter or remain in the UK, had overstayed their permitted period of leave, was not allowed to do they type of work they were engaged to complete, or that their documentation was in any way fraudulent, then they could face prosecution, carrying a maximum sentence of five years imprisonment and/or an unlimited fine!
&nbsp;
The key takeaway &ndash; stay vigilant, make sure all your documentation is in order, and work with a supplier who takes the responsibility as seriously as you do.
&nbsp;
Our RTW checking process
We utilise a thorough and multi-faceted approach to ensure all our candidates meet the necessary RTW requirements, including:
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; An IDVT check via identity service provider 'GB Group PLC': The majority of RTW documents (sharecodes and valid passports) are verified through vetting technology by our trusted partner, 'GB Group PLC'. They help us verify documents quickly and securely, so you can be confident everything&rsquo;s in order without any fuss.
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; A three-step manual check (for documents which cannot be checked digitally):
o&nbsp;&nbsp; Face-to-face verification: when digital checks aren't possible, we ask candidates to drop by our local branches where we&rsquo;ll review their documents in person.
o&nbsp;&nbsp; Secondary check: our internal compliance team then takes a second look to make sure everything checks out before the candidate starts work.
o&nbsp;&nbsp; Facial recognition technology: we also use facial recognition technology to compare registration photos, RTW document images, and interview images. If the match isn&rsquo;t clear-cut (below an 80% threshold), our compliance team steps in for a closer look.
&nbsp;
Why RTW checks are crucial
RTW checks aren&rsquo;t just about dodging fines - there are plenty of other great reasons to make them a priority in addition to helping us spot and prevent illegal working in the UK. They:
<ul style="margin-top: 0cm; text-align: left;" type="disc">
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">Ensure compliance with the GLAA licensing standards.</li>
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">Meet our requirements under the Conduct Regulations 2003.</li>
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">Are part of processes that mean people working in the UK are less likely to become victims of exploitation.</li>
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">Protect both our brand and those of our clients.</li>
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">Maintain compliance with many of our audit requirements.</li>
</ul>
&nbsp;
Our performance in numbers
In the past 12 months we have:
<ul>
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">Received 73,000 applications</li>
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">Progressed almost 23,000 applications to RTW check:
<ul style="margin-top: 0cm;" type="circle">
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">69.7% (15,890) provided a Sharecode.</li>
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">17.5% (3,990) provided a British or Irish Passport.</li>
<li class="MsoNormal" style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">12.7% (2,910) provided other documents and underwent manual checks</li>
</ul>
</li>
<li style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">100% of these applicants completed an interview:
<ul>
<li style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">&nbsp;52% were interviewed within our branch network.</li>
<li style="color: #2c2864; margin-bottom: 0cm; text-align: justify;">48% completed interviews remotely via video calls.</li>
</ul>
</li>
</ul>
Catching the imposters
One of the big things we focus on in our RTW process is spotting fraud. And, thanks to our thorough checks, we catch up to 10 imposters trying to register every week. So, you see, being proactive really pays off and helps us protect both ourselves and our clients from the risks of hiring illegal workers.
&nbsp;
Here at gap, our meticulous RTW checks do more than just keep you in line with immigration laws &ndash; they also protect your business from legal and reputational headaches. By leveraging cutting-edge technology and thorough manual checks, we provide a seamless and secure service that you can trust. Is it time to trust us with your recruitment needs?
&nbsp;
For further details on our RTW checking process or to discuss how we can assist your business, please <a style="color: #2c2864;" href="https://www.gap-personnel.com/employers-get-in-touch/">get in touch</a> with our team today.

Right to work compliance – a critical check for your business

Last week the King delivered his speech to the House of Lords, introducing 40 legislative bills compared to last year's 21, which you might say is an indication of the new Government's determination to make swift progress. 
Several significant proposals were outlined, which will impact our industry over time, and ultimately your business too. Key among the new bills are the long-awaited Employment Rights Bill, legislation for the creation of Skills England, reform of the Apprenticeship Levy, and initiatives to support fair wages and working conditions. The Government's focus on economic growth and partnership with businesses is also noteworthy. The Recruitment and Employment Confederation&rsquo;s (REC) have issued their analysis, and we wanted to share the highlights with you. 
The Employment Rights Bill
This is likely the most significant legislation for our industry, introducing several changes. Proposals include:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Banning "exploitative" zero-hour contracts
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Establishing a single enforcement body called the Fair Work Agency
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Enhancing 'Day One' rights for workers
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Prohibiting fire and rehire practices. 
The REC has engaged with Deputy Prime Minister Angela Rayner and officials to shape these proposals, noting shifts in tone, such as targeting only exploitative zero-hour contracts rather than an outright ban. The commitment to ongoing business engagement is positive. However, the introduction of a single &lsquo;worker&rsquo; status (that is, all workers regardless of sector, wage, or contract type being afforded the same basis rights and protections) was not included in the government paper released following the speech. The REC will continue to seek clarity on this matter, and we&rsquo;ll be sure to discuss the impacts with you once they&rsquo;re clear. 
A new Industrial Strategy
The formation of an Industrial Strategy Council is welcomed by the REC and hopefully by you too. This Council will develop a comprehensive assessment of current and future skills needs, ensuring the industrial strategy is effective. The REC advocates for a strategic and coordinated approach to workforce planning, a long-requested measure. The REC is in discussions with the Department for Business and Trade (DBT) regarding the process and next steps, including membership criteria for the Industrial Strategy Council. 
Skills policy and apprenticeship levy
The establishment of Skills England aligns with REC's calls for a better skills system. This new body aims to unify businesses, education providers, unions, and the Government to ensure the workforce is equipped with necessary skills. We&rsquo;re hoping that by aligning training programs with market needs it will ease labour and skills shortages. 
The reform of the Apprenticeship Levy, now termed the &lsquo;Growth and Skills Levy,&rsquo; is a positive step too as it aims to provide businesses with greater flexibility in using levy funds. We support the REC's focus in ensuring that Labour's Growth and Skills Levy enables agency workers to access training to further their professional development, ultimately boosting your workforce productivity. 
National Minimum Wage and Pay Changes
The Government's commitment to a &ldquo;genuine&rdquo; living wage and the removal of age bands reflects concerns about the cost of living. However, increased costs for businesses should be considered too. It is crucial for the Government to work closely with all stakeholders to balance worker benefits with business needs. Recent inflation-busting pay rises will no doubt caution against further pressures that might force businesses to cease operations. 
The Equality Bill
The draft Equality (Race and Disability) Bill introduces mandatory ethnicity and disability pay reporting for larger employers (typically those with 250+ employees), addressing pay disparities. While this is a step forward for equal pay, it means additional reporting requirements for businesses. 
Addressing economic inactivity
Although the King's Speech did not detail the Back to Work Plan Bill, it is expected to enhance employment opportunities and reduce barriers to work, particularly for disadvantaged groups. We&rsquo;re hopeful this could mean increased support for getting people back into work, leading to a larger pool of job candidates. Specifics are yet to be released, but we&rsquo;ll keep you updated once we have them.

What the King's speech might mean for business

You don&rsquo;t need to work in recruitment to be familiar with the job board Indeed &ndash; according to research from StandoutCV, as of April 2024 a whopping 63% of UK jobseekers use it in their job search (leaving Linkedin a distant second with 26%). 
Historically anyone could post a job on Indeed, either manually or through an integration with either their own website or job ad distributor platforms.&nbsp; A few clicks and their vacancy was almost instantly listed on the UK&rsquo;s most used job search engine, ready for candidates to apply. And for a fee you could boost your posting&rsquo;s visibility, but it wasn&rsquo;t a requirement, as you could benefit from what they called their &lsquo;organic feed&rsquo; traffic at no cost. 
And recruiters did benefit from it &ndash; with pricing pressure on all businesses it was a cost-effective source of applications. But, whilst direct employers can continue to utilise their free posting offering, what you might not know is that Indeed have recently scrapped their free visibility service for recruitment agencies. So, if you&rsquo;re working with an agency provider and this is news to you, we&rsquo;re here to give you the full lowdown.&nbsp; 
Changes to organic visibility on Indeed
As of 2nd May this year, Indeed have removed their free visibility service altogether for jobs posted by agencies. Recruiters will now need to use Indeed&rsquo;s &lsquo;sponsored jobs&rsquo; product &ndash; meaning they&rsquo;ll have to pay to ensure their job postings are visible to candidates. There was very little notice, so it&rsquo;s likely that commercial agreements currently in place have not accounted for these costs. 
Who did it impact?
All staffing agencies that benefitted from free organic visibility on Indeed were affected. This includes not only businesses that engaged directly with Indeed but also those who benefitted from applications through their job ads being aggregated from the internet and shared on Indeed via a process called &lsquo;web scraping&rsquo;. 
Reasons behind the changes
Indeed's decision was driven by the prevalence of low-quality, mass-posted roles that made it harder for smaller or niche positions to stand out. They want to focus on promoting higher quality job listings and discourage spam or scam postings by introducing a sponsorship model.&nbsp; 
The implications
For recruitment businesses that were used to attracting applications and website visitors from Indeed, this short-notice switch-off will have had a significant impact on traffic and, in turn, sourcing strategies. Agencies operating within lower-margin sectors, including hospitality, retail, and industrial, are most likely to have relied on free visibility to balance cost constraints and are therefore more likely to feel the negative effects. If industrial agencies stop using Indeed because the costs outweigh the small management fees they earn, we anticipate that the audience&mdash;industrial job seekers&mdash;will eventually migrate to other platforms. 
We're ahead of the game
Our candidate registration portal isn&rsquo;t just about making applications easier and more compliant, it enables us to track the source of our applications too. So, from the moment we were notified of this upcoming change we&rsquo;ve been able to model exactly how we think it will impact our business, build contingency plans, and continue monitoring on an ongoing basis. Here&rsquo;s some of the actions we took to mitigate potential impact and overcome the challenges to deliver #StressFreeStaffing: 
<ul>
<li>Consulted with several job boards, including Indeed, on how to optimise job ad performance on their sites.</li>
<li>Delivered a &lsquo;best practice guide&rsquo; for our teams, along with training and advice to support them in creating clear, concise adverts that reach the right audience and meet the standards of each job board platform.</li>
<li>Continued to use paid job boards like Indeed, Totaljobs, and CV Library where required, whilst liaising directly with clients about their individual requirements and the costs of sponsored campaigns.</li>
<li>Enhanced our Search Engine Optimisation (SEO) efforts by creating dedicated landing pages for key clients, featuring job listings, partnership details, FAQs, and benefits.</li>
<li>Audited and improved current job ads with compelling meta titles and keywords to boost SEO rankings. </li>
</ul>
And our plan is working &ndash; despite the drop in traffic from Indeed, we&rsquo;ve had over 1,000 extra&nbsp;Google clicks in the past month. 
But that&rsquo;s not all &ndash; we&rsquo;re actively leveraging our extensive pre-screened candidate database which boasts an impressive 100,000 fully compliant candidates, registered and ready to work. &nbsp;&nbsp;This means we can keep connecting businesses with top-tier talent smoothly and efficiently, maintaining uninterrupted support for our clients during this transition period. 
Your next move
Job ad posting might have gone through some changes, but we're on top of things and have the tools in place to make sure our clients won't feel a thing. Our proactive strategies, ongoing optimisation, and commitment to best practice mean we can handle these challenges smoothly, keeping the high standards and delivering great results our clients have come to expect. It&rsquo;s all part of our commitment to #StressFreeStaffing - demonstrating our ability to adapt without missing a beat. Do you know if your current agency provider has a contingency plan in place? Now is the time to ask. And in the meantime, if you have any questions about the changes, or you&rsquo;re interested in discussing what we can do for your business, <a href="https://www.gap-personnel.com/employers-get-in-touch/">get in touch</a> with us today.

Indeed cuts free job ad visibility: is your agency provider ready?

Hello and welcome to another edition of gap insight, your go to resource for all things industrial. With the general election on 4th July and a long-awaited break in the clouds bringing sunshine our way, there&rsquo;s definitely a buzz in the air! Stay tuned for the latest updates across the sector.
&nbsp;
<h2>Employment</h2>
After overriding the Conservatives across public polls, the Labour party is the current favourite to win at the general election. Ben Smith, Senior Associate at leading employment law firm GQ|Littler, has highlighted the most significant employment law changes that businesses should prepare for if a Labour Government comes to power. These include banning &ldquo;fire and rehire&rdquo;, boosting collective bargaining rights, and strengthening protections against maternity and menopause discrimination and sexual harassment. Labour also plans to grant unfair dismissal and other key rights from day one, ban zero-hours contracts, and introduce new protections for working parents.
&nbsp;
It&rsquo;s worth noting that Labour have claimed that these changes will happen within 100 days of being elected, so make sure you&rsquo;re clear on what might be in store under a Labour government &ndash; it could mean changes to existing procedures and policies, particularly those relating to disciplinary and dismissal processes, as well as equality and diversity. You can read the full list of proposed changes in Labour&rsquo;s manifesto&nbsp;<a href="https://hrnews.co.uk/the-eight-big-employment-law-changes-that-could-affect-businesses-this-election/" target="_blank" rel="noopener">here</a>.
&nbsp;
<h2>FMCG</h2>
Farming and food production are hot topics in the run up to the election, sparked by protests over low returns and food security. Whilst Labour promises a "new deal for farmers," less red tape, and better animal welfare, the Conservatives are doubling down on food security by pledging some significant goals in addition to &pound;1bn more for farming. Meanwhile, the Liberal Democrats&rsquo; manifesto points to protection for both producers and consumers, as well as setting food security targets, and the Green Party is pushing for financial support for farmers and linking Farm payments to the reduced use of pesticides and other agro-chemicals. To get all the details of the UK parties&rsquo; pledges, read&nbsp;<a href="https://www.thegrocer.co.uk/politics/general-election-what-are-the-main-parties-promising-on-food-and-farming/692405.article" target="_blank" rel="noopener">here</a>.
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Sainsbury&rsquo;s, Lidl, Co-op, and Tesco have been accused of "misleading" bakery marketing claims by the Real Bread Campaign, in a campaign by Sustain, an alliance advocating for better food and farming in the UK. Sainsbury&rsquo;s is under fire for allegedly false claims that its bakery items are &lsquo;freshly made every day&rsquo;, while Lidl&rsquo;s &ldquo;baked for you throughout the day&rdquo; statment is being challenged because the supermarket merely reheats pre-made products for a crispier appearance. Co-op and Tesco are also facing similar accusations. The campaign is calling for honest marketing and transparency, urging supermarkets to stop&nbsp;loafing around regarding their actual baking processes. You can read more about Sustain&rsquo;s campaign&nbsp;<a href="https://www.grocerygazette.co.uk/2024/06/12/sainsburys-lidl-bakery/" target="_blank" rel="noopener">here</a>.
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<h2>Warehousing</h2>
Despite limited sunshine this summer, the UKWA&rsquo;s campaign to promote solar power on warehouse rooftops shows promise. Green energy is a hot topic in the upcoming general election, with Labour Leader Sir Keir Starmer promising a &lsquo;clean energy plan&rsquo; and the creation of GB Energy in Scotland if elected on 4th July. And although the election has delayed the UKWA&rsquo;s Solar Roadmap, the organisation has reiterated its commitment to advocating for policies that support solar initiatives, with their general election Manifesto urging the next government to continue the work of the Solar Taskforce and speed up the decarbonisation of the electricity network. Read&nbsp;<a href="https://warehousenews.co.uk/2024/06/here-comes-the-sun/" target="_blank" rel="noopener">here</a>&nbsp;to find out more about the campaign.
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Whilst we&rsquo;re on the subject of the UKWA&rsquo;s general election manifesto, let&rsquo;s delve into their remaining key demands, which include appointing a dedicated Logistics Minister to champion the industry's interests, fostering innovation to drive efficiency and competitiveness, reforming the planning system to better accommodate logistics infrastructure, and enhancing qualifications within the warehousing sector. The UKWA are also advocating for strategic partnerships aimed at promoting logistics jobs, nurturing the development and adoption of UK-based technological solutions, and restructuring business rates to ensure fairness across the sector. At a recent parliamentary reception, UKWA chief Clare Bottle stressed the critical need for a unified government approach to support warehousing, emphasising that such support is vital not only for sustainable growth but also for maintaining the strength of the economy. Read their full manifesto&nbsp;<a href="https://www.flipbookpdf.net/web/site/1d55f64a0afc0b639e7d2abaeddc3fe8c76b63c2FBP21655759.pdf.html" target="_blank" rel="noopener">here</a>.
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<h2>Waste and recycling</h2>
UK clean tech company Altilium and recycling specialists Enva are partnering to collect and recycle EV batteries in the UK. Enva will use its nationwide collection network, while Altilium will handle the recycling using its EcoCathode process, which recovers over 95% of battery metals for reuse, cutting carbon emissions by 60% and costs by 20%. Altilium&rsquo;s Programme Director for end-of-life batteries, Rod Savage, highlighted that the partnership will help secure feedstock for their upcoming recycling facility in Teesside and supports Enva&rsquo;s business evolution. You can read more on the partnership&nbsp;<a href="https://www.theengineer.co.uk/content/news/altilium-and-enva-enter-mou-to-partner-on-battery-recycling" target="_blank" rel="noopener">here</a>.
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<h2>Manufacturing</h2>
Hot on the heels of the general election announcement, engineers have urged the next UK government to adopt a long-term strategy focused on engineering, innovation, research, and manufacturing. The National Engineering Policy Centre (NEPC), led by the Royal Academy of Engineering, highlights the need for collaboration between policymakers and experts to tackle big issues such as climate change and AI regulation. Backed by 42 organisations representing over 700,000 engineers, the NEPC wants to boost the economy through innovation, support for small businesses, and strategic investments. They recommend making the UK more business-friendly, promoting sustainable growth, committing to net zero, and upgrading infrastructure. You read more about UK engineers&rsquo; policy priorities&nbsp;<a href="https://www.theengineer.co.uk/content/news/engineers-outline-policy-priorities-for-next-government" target="_blank" rel="noopener">here</a>.
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With a general election nearly upon us and the strong possibility of a new government, rest assured that we are prepared to tackle any new regulations and integrate them into our business practices as quickly as possible. Remember those initial concerns about AWR? Well, we adapted and made it work seamlessly. And we&rsquo;re confident we can do the same with any upcoming post election changes! Watch this space 👀
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<h2>Some gap news...</h2>
We're excited to share that Gap Healthcare, one of our divisions, has been recognised as a supplier on the Workforce Alliance Clinical and Healthcare Staffing Framework (RM6281). The framework is managed by the NHS London Procurement&nbsp;Partnership (LPP) and is part of the NHS Workforce Alliance. By teaming up with NHS Procurement in Partnership and Crown Commercial Services, the alliance combines expertise, resources, and reach to tackle the challenges in the health sector and support a sustainable NHS workforce.
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You can find us on the Supplier List&nbsp;<a title="https://workforcealliance.nhs.uk/clinical-and-healthcare-staffing-rm6281-expires-4-may-27/" href="https://workforcealliance.nhs.uk/clinical-and-healthcare-staffing-rm6281-expires-4-may-27/" target="_blank" rel="noopener">here</a>. For more details about the NHS Workforce Alliance and LPP, check out the&nbsp;<a title="https://www.lpp.nhs.uk/" href="https://www.lpp.nhs.uk/" target="_blank" rel="noopener">NHS London Procurement Partnership</a>&nbsp;and&nbsp;<a title="https://www.lpp.nhs.uk/categories/workforce" href="https://www.lpp.nhs.uk/categories/workforce" target="_blank" rel="noopener">NHS Workforce Alliance Info</a>.
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General election sparks biggest employment law overhaul since Equality Act

News in January that steel industry stalwart Tata Steel is set to close two of its South Wales blast furnaces before the end of the year, putting nearly 3,000 jobs at risk, sent shockwaves through the industrial heartlands of the region. Whilst initially citing environmental reasons behind the decision, aligning with the company&rsquo;s ambitions to adopt to a more eco-friendly approach to steel-making, the company was soon met with criticism from trade unions after plans to open a new furnace in India were revealed. Still, it got us here at gap personnel thinking: how can industrial sector recruiters ensure we meet sustainability demands while safeguarding the livelihoods of our valued workforce?
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In an era where sustainability has become paramount, the industrial landscape in particular is currently undergoing a huge transformation. With climate change posing a significant threat, the push towards a greener industrial landscape is both a necessity and an inevitability. Traditional machinery, once the backbone of manufacturing, is now recognised as a significant contributor to environmental decline, so the decision to transition to more modern equipment is not merely driven by corporate responsibility, but also by an actual need to mitigate the adverse impact on the world around us; after all, it&rsquo;s cool to be kind (to the planet), right?
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However, this transition cannot simply come at the expense of throwing the workforce under the bus. After all, entire communities rely on these industrial jobs, many of which have sustained whole generations of families for decades. And, as an industrial agency, we play a crucial role in facilitating the change, whilst prioritising worker welfare. It&rsquo;s no easy feat &ndash; we often find ourselves navigating a tightrope, sourcing talent for industries striving to go green, while ensuring that our placements protect not just the environment, but the economic security of our workers as well. Finding the right balance needs some foresight, empathy, and a solid grasp of both corporate sustainability plans and real-world implications for employees.
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The situation at Tata Steel serves as a stark reminder that while climate-action initiatives are absolutely commendable, they can&rsquo;t be the sole focus. A "green transition" that sacrifices jobs isn&rsquo;t a sustainable long-term solution &ndash; nor is it an ethical one. Instead, we need to take a broader approach, one that champions and prioritises retraining and upskilling programs to help workers move into more eco-friendly roles. This not only protects jobs but also ensures that companies have access to the skilled talent they need to advance their sustainability goals.
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One area ripe with opportunity is automation and digitalisation within industrial processes. As companies gear up to be more environmentally conscious, automation will play a pivotal role in boosting efficiency and reducing waste. We need to be ahead of the curve and identify upskilling pathways to transition workers into these cutting-edge roles. From robotics technicians to industrial AI specialists, there is immense potential not just for environmental sustainability, but for protecting workers against job displacement.
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It&rsquo;s probably also a good idea if we double down on our advocacy efforts, working closely with policymakers, industry bodies, and unions to craft workforce transition roadmaps. These should incentivise companies to retrain and redeploy their existing workforce into green roles, rather than simply terminating jobs en masse.
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The road ahead is undoubtedly challenging, but as industrial recruiters our job has never been more important. We must serve as the bridge between companies' ecological ambitions and workers' lived realities, ensuring that the goal of sustainability doesn't come at the cost of human capital. Only by striking this balance can we pave the way for a truly sustainable future &ndash; one that aligns ecological priorities with economic opportunities for everyone. Partner with us to map out your green transformation without compromising your workforce - we're committed to helping you anticipate industry trends, by pinpointing upskilling opportunities and sourcing talent primed for sustainable practices.

Going green without sacrificing job security: striking a balance

&ldquo;Price is what you pay. Value is what you get.&rdquo; According to Warren Buffett, anyway. Whilst we know that procurement decisions are at the heart of your operation, finding the right suppliers and striking the balance between cost and quality is a constant challenge. In this blog, we want to dive into a topic that we frequently encounter in our line of work: the battle between best price and best value.
The best price game Let's face it; we all love a good deal. In the competitive world of procurement, securing the lowest price can seem like an immediate victory. After all, saving money upfront can be appealing to your bottom line. However, it's important to recognise that the best price isn't always synonymous with the best value.
The best value advantage On the other hand, best value takes a more comprehensive view of procurement. It goes beyond the initial cost and considers the long-term impact of a purchasing decision. Here are some key factors to consider when aiming for the best value:
<ul>
<li>Quality: Are you receiving high levels of service, and are your suppliers likely to continue this over the expected lifespan of the contract? In the long run, a supplier that is consistently performing against set objectives will save you many hours spent performance managing, amongst other unwarranted costs.</li>
<li>Reliability: Can you depend on your supplier to consistently deliver on time and without disruptions? Reliability is a significant factor in minimising downtime and ensuring smooth operations.</li>
<li>Innovation and technology: Does your supplier bring innovation and technology that can improve your processes or products? Sometimes, paying a premium for cutting-edge solutions can result in a competitive advantage.</li>
<li>Risk mitigation: Do they have a track record of handling crises and disruptions effectively? Are they financially secure? In uncertain times, having a resilient supplier can be invaluable.</li>
</ul>
Striking the balance &ndash; who&rsquo;s paying the price? While the appeal of the lowest price is understandable, it's crucial to weigh it against any potential downsides. A supplier offering the best price might cut corners on quality, have unpredictable delivery times, or lack the support and expertise to deliver on their promises. The Association of Labour Providers are so concerned about who&rsquo;s paying the price that they have launched the Fair&rsquo;s Fair awareness and education programme, supporting the commercially sustainable procurement of agency labour so that it&rsquo;s never workers that pay the price of poor purchasing practice. You can access their <a href="https://labourproviders.org.uk/resources/fair-procurement-of-agency-labour-good-practice-toolkit-2/">Fair Procurement of Agency Labour Toolkit here.</a>
Best price versus the best value is a complex one We get it, cost-saving measures are crucial for any business, but you can&rsquo;t underestimate the value of investing in quality, long-term partnerships with your recruitment provider. In the industrial sector, efficiency and performance are paramount &ndash; and that means, in theory at least, the best value should outshine the appeal of scoring a bargain. Of course, your procurement decisions should align with your broader business goals and contribute to your organisation's success in the long run. And when it comes to your recruitment procurement, if you&rsquo;re looking for a supplier that offers both value and competitive pricing, with the reassurance of financial security and award-winning compliance, don't hesitate to reach out to us.&nbsp;
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Best price vs. best value: A procurement dilemma worth considering

We often talk about job seekers sharpening their skills for the big interview, but hold up &ndash; what about the folks on the other side of the table? That&rsquo;s right, we're shining a light on why it's absolutely crucial for hiring managers to rock the art of interviewing. And whilst it might be a skill anyone can learn, we want to let you know all about Google&rsquo;s Interview Warm-up programme, a handy resource that can significantly elevate your hiring prowess.
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Whilst it's aimed at job seekers &ndash; we happen to think hiring managers can benefit from it too. Let&rsquo;s have a look at why it could be a game-changer for your business.
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Crafting questions is trickier than it appears.
It can be a stressful task to craft interview questions &ndash; even for the most experienced recruiters. Google pooled together a range of questions covering different topics that you might consider adding to your question bank.
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Of course, certain companies follow a rigid interview structure with predetermined questions and if your company has a set plan, it's best to stick to it. However, if that's not the case, they could be a beneficial kickstart for you, or they might even offer a bit of inspo to jazz up your current questions.
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It's a handy tool to evaluate candidate responses.
When a candidate tackles a question, Interview Warmup gives a simple rundown to show if they&rsquo;re hitting the key points or going round in circles. It can also can suggest topics for discussion to give candidates fresh ideas if their mind has gone blank (we&rsquo;ve all been there, right?!)
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This in turn can benefit recruiters and hiring managers, because knowing what you're looking for helps you help the candidate. Keep in mind, if someone doesn't stand out at interview, it doesn't mean they won't excel in the role. You can guide them to give you the answers you need to figure out if they can really handle the job.
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It doesn&rsquo;t replace actual practice or real advice from the pros
Bear this in mind &ndash; whilst it&rsquo;s a handy little tool, and can assist both candidates and hiring managers in getting ready for an interview, it's not the whole shebang for honing your interview skills. That said, it's a great starting point&mdash;especially if it's been a while since you've done an interview. Why not check it out?
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Check it out here: <a class="fui-Link ___10kug0w f3rmtva f1ewtqcl fyind8e f1k6fduh f1w7gpdv fk6fouc fjoy568 figsok6 f1hu3pq6 f11qmguv f19f4twv f1tyq0we f1g0x7ka fhxju0i f1qch9an f1cnd47f fqv5qza f1vmzxwi f1o700av f13mvf36 f1cmlufx f9n3di6 f1ids18y f1tx3yz7 f1deo86v f1eh06m1 f1iescvh fhgqx19 f1olyrje f1p93eir f1nev41a f1h8hb77 f1lqvz6u f10aw75t fsle3fq f17ae5zn" title="https://grow.google/certificates/interview-warmup/" href="https://grow.google/certificates/interview-warmup/" target="_blank" rel="noreferrer noopener" aria-label="Link https://grow.google/certificates/interview-warmup/">https://grow.google/certificates/interview-warmup/</a>

Google’s Interview Warm Up: A hiring manager’s secret weapon

In the competitive landscape of today's job market, attracting and retaining top talent is a priority for businesses of all sizes. While competitive compensation and benefits packages certainly play a role, fostering a collaborative work culture can be a game-changer in your quest to secure the best talent. We&rsquo;ve seen firsthand how a collaborative culture can make all the difference for our clients. Here's why you should consider it too:
Top talent seeks growth opportunities: Collaboration often leads to innovation, skill development, and professional growth. Talented individuals are drawn to organizations that provide opportunities to learn and expand their horizons. In a collaborative work environment, employees are more likely to be exposed to new ideas, technologies, and diverse perspectives, which can help them advance their careers. It&rsquo;s not uncommon for us to be presenting to a prospect client panel that includes someone we supported into their first entry-level role!
Enhanced problem-solving: Collaboration brings together diverse minds and experiences, resulting in more effective problem-solving. Top talent is attracted to organisations where they can contribute their expertise and work collectively to overcome challenges. A collaborative culture encourages employees to share their ideas and work together to find innovative solutions &ndash; solutions your business will benefit from!
Increased job satisfaction: Job satisfaction is a key factor in retaining top talent. A collaborative work culture can lead to higher job satisfaction because employees feel valued, heard, and part of a supportive team. When people enjoy their work environment and the people they work with, they are more likely to stay with the company. It has the potential for massive efficiency savings through the increased productivity of a long-term, experienced team, in addition to reduced recruitment costs.
Positive reputation in the industry: Companies known for their collaborative culture often have a positive reputation in the industry. Word spreads quickly among job seekers about organizations that value collaboration, which can make your company a magnet for top talent. It's not just about what you say in your job postings; it's about the experiences your current and former employees share. And they do &ndash; in results of a job seeker survey published by Standout CV in January 2023, more than half of job seekers use Glassdoor to gather information on employers before applying for a role.
Adaptability and resilience: In today's fast-paced business world, adaptability and resilience are essential. Collaborative teams are more adaptable because they are used to change and can quickly pivot when necessary. Top talent is more likely to join and stay with organizations that can weather storms and adapt to new challenges.
Diversity and Inclusion: Collaborative environments tend to be more diverse and inclusive. Top talent appreciates and seeks out workplaces where different perspectives are valued and where everyone has a seat at the table.
In conclusion, fostering a collaborative work culture isn't just a nice-to-have; it's a strategic move to attract and retain top talent. It's about creating an environment where employees can thrive, innovate, and work together towards common goals. At gap personnel, we've seen firsthand how this approach can make a significant difference for our clients, helping them secure the best talent in their industry. If you're looking to stand out and build a winning team, consider the power of collaboration as part of your recruitment and retention strategy.
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The power of collaboration: attracting and retaining top talent

Making temporary placements attractive to potential workers: A guide for businesses
So, you&rsquo;re a business with operations in the industrial sector. Which means you probably have some sort of a requirement for a temporary workforce, right? Temporary employees play a crucial role in helping businesses meet staffing needs during peak seasons, special projects, or unexpected surges in demand. And it&rsquo;s no secret that attracting the right temporary workers can be somewhat of a challenge. To help you secure top-notch talent, we&rsquo;ve put together our top 5 tips that you can implement right now to ensure your temporary placement opportunities really stand out from the crowd.
1. &nbsp; &nbsp;Competitive pay rates: It&rsquo;s probably the most obvious drawing card &ndash; and will certainly be high on the list for most temporary jobseekers. Offering competitive hourly rates will be sure to attract talented people to your business. It&rsquo;s also worth considering performance-based incentives to motivate temporary workers, such as weekly or monthly bonuses, or even entry into high-value prize draws.
2. &nbsp; &nbsp; Benefits and perks: Next on the list are benefits. This might be as simple as consistent, ongoing work availability and temp-to-perm opportunities, but increasingly new sites have facilities like onsite gyms and even childcare! Increased holiday allowance, access to staff discounts, and subsidised canteens can all contribute to an attractive benefits package in comparison to your competitors. Offering on-the-job training and skill development opportunities to enhance temporary worker&rsquo;s employability for any future roles shows you&rsquo;re invested in your people.
3. &nbsp; &nbsp;Flexible scheduling: Candidates are increasingly looking for jobs that provide greater levels of flexibility &ndash; so position yourself effectively by offering full and part time options, as well as weekend, evening, night and &lsquo;parent shifts&rsquo; to attract top talent for the different roles you seek to fill, and you&rsquo;ll appeal to a diverse range of candidates. Flexible working is no longer considered just a perk; it&rsquo;s a must-have in any business if you want to stand out from the crowd and foster a supportive and inclusive working environment.
4. &nbsp; &nbsp;Clear job adverts: Think of a job advert as a window to your company culture: a platform where you can show off your company&rsquo;s most positive credentials to attract the best candidates. Creating detailed job descriptions that outline responsibilities, expectations, and the duration of the temporary placement will help you stand out from the crowd, allowing you to fill any vacancies faster. Make sure to highlight any potential for permanent employment or career advancement within your organisation, as this will target a wider range of candidates.
5. &nbsp; &nbsp;Efficient payroll and benefits administration: Word gets around, which means temporary workers will usually know which companies pay both on time and correctly &ndash; and those that definitely don&rsquo;t. According to the Resolution Foundation report &lsquo;Enforce for good: effectively enforcing labour market rights in the 2020s and beyond&rsquo; published in April this year, &ldquo;Non-compliance with labour market law is widespread&rdquo;. They report that a third of national minimum wage temporary workers are underpaid, 900,000 reported having no paid holidays, and 1.8 million said they did not receive a payslip. Ensure timely and accurate payment of wages, including overtime and bonuses, and streamline administrative processes for accessing benefits or addressing payroll-related issues, or you&rsquo;ll garner the type of reputation which will only put off potential workers.
Remember, attracting top temporary talent is not just about the pay packet (although it certainly helps); it's about creating an environment where workers feel valued, safe, and motivated to excel. Implement some changes in your recruitment strategy and you&rsquo;ll be well on your way to building a reputation as an employer of choice in the industrial sector. Happy recruiting!
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Making temporary placements attractive to potential workers: A guide for businesses

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Employers

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Benefits So, the core values sound like a good fit for you &ndash; but what else is on offer?<ul><li>25 days holidays plus bank holidays</li><li>An additional &frac12; day on your birthday</li><li>Vouchers on your work anniversary to say thank you from us</li><li>Industry-leading bonus scheme</li><li>Private medical insurance (after qualifying period)</li><li>Cycle to work scheme</li><li>Annual company awards event</li></ul>What are you waiting for? We&rsquo;d love to hear from you.

<div class="description"><h3>What makes Premdor a different kind of workplace?</h3>&nbsp;What makes working for this leading company different? Well, that&rsquo;s easy:&nbsp;They understand that people are key and are a composite of diverse people who come together by showing support and respect to one another.&nbsp;They hire people that demonstrate integrity under pressure. Integrity is at the foundation of everything they do. It is in each door they make, in their commitment delivery and in their honest and sincere communication.</div>

<div class="description"><h3>Be part of the innovation&nbsp;</h3>&nbsp;Masonite Group within the UK has brought together a collection of industry leading manufacturers to offer an inspirational range of internal and external doors that will help you define the contemporary spaces of today and tomorrow.&nbsp;They offer the latest trends, doorset product solutions and standard value for money door offerings, Masonite are eager to find solutions that suit the needs of its customs and help define their space.&nbsp;&nbsp;</div>

<div class="text-white text-decoration-none"><div class="w-100 d-inline-block mb-4"><h1>Get in touch</h1></div><div class="d-flex justify-content-between"><div class="d-flex-row p-2">Branches- gap personnel</div><div class="d-flex-row p-2"><div>Tel: <a class="text-white text-decoration-none" href="tel:01709 918533">01709 918533</a></div><div>Email: <a class="text-white text-decoration-none" href="mailto:rotherhamjobs@gap-personnel.com">rotherhamjobs@gap-personnel.com</a></div></div></div></div>

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Operating from one of our regional branches across England and Wales, our consultants are on hand to offer tailored support and local knowledge for all your recruitment needs.                

<div class="description"><h3>Start your new job today at Premdor in Darton in partnership with gap personnel!</h3>&nbsp;Join the team at Premdor in Darton with gap personnel!We are hiring the following roles at Premdor:<ul><li>FLT Drivers</li><li>Warehouse Operatives</li><li>Assembly Operatives</li><li>Machine Operatives</li><li>CNC Operatives</li><li>Immediate starts available!</li></ul>&nbsp;Apply for jobs at Premdor or get in touch today.</div>

<h2>Permanent full time and part time jobs working directly for The Range</h2>Jobs available with great pay rates:&nbsp;<ul><li>Warehouse Associates</li><li>Forklift drivers</li><li>Shift Managers</li><li>Front Line Managers</li><li>Supervisors</li><li>Goods in/out team</li><li>Warehouse / MHE team</li></ul>

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As our business grows, so does our need for great people to join us.Did you know that happy employees stay in their job on average four times longer than unhappy employees? It’s why we work so hard to build a workplace that’s a supportive, fun place to grow.And not to blow our own trumpet but we really do look after our staff – so much so, that in 2024 we were officially acknowledged as a ‘World Class Company to Work For’ when we were awarded a best companies 3-star accreditation, achieved through "outstanding" commitment to workplace engagement.We look for team members who embody our core values; innovative - Consultative, Accountable, Real and Ethical. Sound like you? Then check out our current vacancies. And if there’s nothing that tickles your fancy right now please don’t hesitate to get in touch about future opportunities, we’d love to hear from you.&nbsp;

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<h5>Our branches offer regional coverage.</h5>Get in touch with the team who are most local to you; either give them a call or drop your message in the get in touch form.

It's pretty tricky to talk about who we are without sounding like it&rsquo;s all about us &ndash; it's not, but we understand why you might want to know a bit more about us when deciding if we&rsquo;re the right fit for your business.So if it's a quick intro you&rsquo;re after have a little watch of the video below to find out how a small start-up in North Wales grew to be one of the largest industrial recruitment businesses in the UK with the backing of a Japanese company listed on the Tokyo Stock Exchange (Nikkei).

Operating from one of our many branches across England and Wales, our consultants are on hand to offer tailored support and local knowledge for all your recruitment needs.

This is our business mindset, constantly striving to redefine the standard of excellence in everything we do, always looking for opportunities for improvement across our core values.We operate in a manner where continuous 360 feedback is encouraged and proactively sought to enable us to identify areas where further development or improvement is required.

The best interests of all our people are at the heart of all we do; we’re not “yes” people, we want to offer our expertise, even if it means a difficult conversation. We always look to ensure that we fully identify the needs of our customers, operate our business in a manner which not only meets the needs of our customers, but, where possible, exceeds them.

We uphold a culture of responsibility, defining and agreeing expectations, and being held accountable against them. Delivering appropriate training to our teams meaning everyone at The Company understands how to do their job and always aim to do it right first time. 

We are not faceless; we’re people who work on a national basis across a range of sectors, all towards a common goal. Let’s have real conversations about needs and how we can help. Regularly review our service provision processes. Identify the potential for errors, review and seek countermeasures and implement improved processes and controls to eliminate them.

We offer peace of mind through ethical and compliant practices, for clients, candidates, and employees. Maintain a fair and creative work environment that respects and rewards new ideas, innovation and hard work. 

<h2>Talk to us about Driver CPC training</h2>We’re a fully qualified driving school able to support drivers through their initial and ongoing periodic training. You can find out more <a href="/employers-specialisms/cpc-training/" rel="noopener noreferrer" target="_blank">here</a>.

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<h5>Vision</h5>To become the first-choice recruitment partner by developing a brand that our customers, candidates, and employees are proud to be associated with.

<h5>Mission</h5>Through real people providing real solutions, our customers and candidates experience a true recruitment partnership. As a national provider with local presence, we are proud to deliver ethical and flexible employment solutions, accredited training, and people development.

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If this role is permanent, gap personnel is operating as the employment agency. If this job is a temporary role, gap personnel is operating as the employment business.gap personnel is committed to the selection, recruitment and development of the best people, basing judgements solely on suitability for the jobWhilst we endeavor to respond to all applications individually, due to high volumes, this is not always possible. Thank you for your interest in this role and we look forward to working with you in the futureBy applying for the above position and providing your personal data to us you understand that your data will be processed in line with our <a href="/privacy-policy/">Privacy Policy</a>

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It’s right there in the job title, ‘Recruitment Consultant’. We want to understand exactly what you’re looking for in your next role; your salary expectations, where you can travel to, shift patterns that will work for you. Only by consulting with you can we find you a role that fits your wants and needs.

If we say we’ll do it, then we’ll do it. Got a query? If we don’t already have the answer we’ll find out and get back to you. Is something not quite working out with your job role? We want to know so we can try and resolve it.

We want to get to know you so we can support you personally. By being approachable and responsive we will build a real relationship with you so we can have open and honest conversations.

We have lots of compliance processes in place to safeguard the welfare of our workers, but more it’s more than that - we promise to always be totally transparent. You’ll know every detail of any placement on offer before you agree to it, and if it’s not for you there’ll be no pressure from us.

Let&rsquo;s explain what our core values will mean to you

We have lots of compliance processes in place to safeguard the welfare of our workers, but it’s more than that - we promise to always be totally transparent. You’ll know every detail of any placement on offer before you agree to it, and if it’s not for you there’ll be no pressure from us.

<h2>Talk to us about Driver CPC training</h2>We’re a fully qualified driving school able to support you through your initial and ongoing periodic training. You can find out more <a href="/job-seekers-specialisms/cpc-training/" rel="noopener noreferrer" target="_blank">here</a>.

Want to know why jobseekers come back to us time and time again? It's because we care. We always ask our jobseekers and workers for feedback at every stage of their journey with us, and then we act upon it.We're 'people' people through and through, and we recognise that you are at the core of everything we do &ndash; it's embedded in our core values.

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Sourcing temporary or temp-to-perm staff?

Looking for a permanent addition to the team?

<h6>Get in touch</h6><ul><li>Our teams are ready to help, no matter how big or small your requirements.</li><li>We can offer high volume temporary workforce supply with an onsite provision, a local branch-based team, or a combination of the two if you have multiple operations, or resourcing for permanent workers &ndash; just let us know what you need.</li><li>Drop us your vacancy needs and we&rsquo;ll give you a call back, or head over to our contact page and get in touch with your local team today.</li></ul>

Need new industrial staff for your business?We can help you recruit temporary and permanent employees in Warehousing, Logistics, Manufacturing, FMCG and many other blue-collar roles.With over 50 hubs across England and Wales made up of high-street branches and onsite managed services, we're confident we can source and hire the candidates you're looking for.Please let us know your requirements and we'll be in touch within 24 hours.

<div>Premdor is one of the UK's leading manufacturers of timber doors. They supply both interior and exterior doors and their extensive range also includes everything from French and folding doors to doorsets. Their products benefit from almost 90 years of experience in door and joinery manufacturing. Premdor was the first joinery manufacturer to produce and sell moulded panel doors in the UK and, as a result, they have gained an unrivalled reputation for offering new joinery solutions to the market.</div>

<div class="description"><h2>Do you have high-volume temporary requirements?</h2>Onsite supply solution:<ul><li class="cvGsUA direction-ltr align-justify para-style-body" style="color: #2c2864;">Your dedicated contract management team will be based within your operation as an extension of your operational team.</li><li class="cvGsUA direction-ltr align-justify para-style-body" style="color: #2c2864;">They&rsquo;ll be right there to partner with you to target improvements across key areas like planning, fulfilment, pre-placement training, productivity, and compliance.</li><li class="cvGsUA direction-ltr align-justify para-style-body" style="color: #2c2864;">But it&rsquo;s about so much more than operational delivery; candidate engagement at every stage of the journey is central to success. We&rsquo;ll work with you to increase candidate attraction and minimise worker attrition so you can benefit from the associated efficiency gains.</li></ul>Want to hear more about what our onsite team can do for you? We have a specialist high-volume implementation team ready to support a seamless, fully-risk-managed transition to our service &ndash; let&rsquo;s get the conversation started.</div>

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