Welcome to our news pages and press section. At MAS we have a long and proud history and are happy to share documents, testimonials and articles.  If you see an item and would like to know more, please do not hesitate to contact our office.

Date Posted: 25/10/2017

Employers 15 point plan for successful recruitment campaigns


You will often find it useful to think in general terms about the feature of your agency’s services. Here is a summary of the more obvious features which an employment agency can offer clients:

1. A Confidential Service:

2. Additional Method of Advertising: 

3. Newspaper Advertising & Social Media:

4. Suitable Applicants Already to Hand: 

5. Trained and Qualified Consultants; 

6. Advice on the Job Description: 

7. Pre-selection Service: 

8. Testing Facilities; 

9. Cost of the Service: 

10. Rebate Scheme: 

11. Information Service: 

12. Personal Service: 

13. Saving the Clients Time: 

14. Temporary Support: 

15. Agency Initiative: 

Why not use an agency the way in which our service was intended, Since the days of Hiring fairs in the middle ages, a good agency offers more .... Make Absolutely Sure its MAS recruitment


Date Posted: 26/09/2017

Ronaldo at Reading MAD STAD with Man Utd and MAS

Original published 25th September 2006 - Daily Mail and 26th September 2006 - Reading Evening Post


Date Posted: 01/05/2017

Report on Jobs May 2017

Supply of permanent labour declines at steeper rate!
Recruitment consultancies based in the South of England saw a further marked drop in the availability of candidates for
permanent jobs in April. Furthermore, the rate of deterioration was the quickest recorded for five months and the strongest
seen across all monitored regions. Nearly 43% of agencies noted a reduction in permanent staff availability, with
engineers, healthcare workers, legal secretaries and web developers all mentioned as staff in short supply.

Fastest drop in availability of temp labour for 17 months!
The supply of candidates for temporary positions in the South of England declined for the forty-fourth month running in April.
Notably, the rate of reduction was the sharpest seen since November 2015, and the steepest recorded of all UK regions
monitored by the survey.

For more details and full access to data and stats on a regular basis, connect with MAS Recruitment. Make Absolutely Sure you are kept informed and ahead of employment trends across the South East and UK.


Date Posted: 02/04/2017

Good Recruitment Charter

MAS have signed up to the REC Good Recruitment Charter what does this all mean:

1. Diversity & Inclusion We are fair, legal and ethical in our resource planning and recruitment procedures, with specific regard to actively promoting diversity and inclusion within the workplace.

2. Consistent Practice We exercise good recruitment practice and apply this equally to temporary, contract, interim, fixed term, zero hours and part-time workers.

3. Candidate Experience We deliver a high standard of candidate experience, with ongoing communication during the recruitment process, including two-way feedback for all those interviewed.

4. Flexible Work We offer flexible working arrangements and adaptive working practices, wherever possible, as a way of boosting inclusion and attracting talent.

5. Professional Development We ask that those managing and delivering the recruitment process (whether internal staff or external providers) work to recognised standards, undertake any relevant training/qualification, and commit to continuous development.

6. Recruitment Partners We ask that our external recruitment providers are signed up to industry codes of practice and demonstrate a commitment to good recruitment practice.

7. Supply Chain Our supply chain delivers good recruitment practice throughout, including where different resourcing models, such as recruitment process outsourcing or vendor arrangements, are in place.

8. Youth Employment We help to address youth employment through our recruitment procedures; for example, through the provision of apprenticeships and traineeships, and by working with recruitment organisations who have signed up to the REC’s Youth Employment Charter.

9. Process improvement We regularly review our recruitment procedures with feedback from candidates (those appointed and not appointed) and keep up-to-date with new recruitment/ resourcing 

Managing your risks? are you working with the right supplier? Join more than 130+ employers including: Pepsico, Wincanton, Royal Mail, Mercedes Benz and NPower



Date Posted: 01/04/2017

Report on Jobs March 2017 Permanent

Jobs outlook: Extracts of March 2017 report from the REC Recruitment & Employment Confederation.

The most common actions for employers struggling to recruit candidates is :

re advertising the role (80%), increasing the salary (42%) looking for candidates in other sectors (37%).

Half of UK employers (49%) were concerned over the sufficient availability of candidates to fill permanent vacancies in at least one job function.

A third (34%) of UK hirers surveyed across the quarter highlighted that they had absolutely no spare capacity to take on more work within their organisation.

One fifth (22%) of hirers plan to increase permanent headcount in both the short and medium term.

Engineering/technical, hospitality and drivers are the three top sectors where recruitment agencies expect a shortage of suitable temporary agency workers. Quality of service and the expertise of an agency continue to be the top two determining criteria for employers when selecting an agency, highlighted by 94% and 88% respectively.

Permanent Recruitment SHORT-TERM OUTLOOK

In the next 3 months, do you think the number of permanent workers in your organisation will increase or decrease?

92% of UK hirers planned to maintain or increase permanent headcount over the next quarter. However, amongst large companies the figure dropped to 83% as a notable proportion (14%) remained uncertain about their plans, compared to just 6% of the UK average. With just 2% of all hirers planning any decrease to permanent headcount, access to skills for the 22% of hirers intent on adding to their numbers will be challenging.


In the next 4 –12 months, do you think the number of permanent workers in your organisation will increase or decrease?

Almost nine in ten (88%) UK hirers planned to hold or increase permanent headcount numbers in the medium term. Employers in the Midlands and London continued to be the most optimistic about increasing numbers, at 26% and 27% respectively, compared to the UK average of 22%. By size of company, just 19% of the UK’s largest enterprises (250+ employees) said that they would add to headcount, compared to 26% of medium companies.