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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 

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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.


Date Posted: 01/04/2017

Report on jobs March 2017 Temporary

Temporary Recruitment March 2017


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

84% of UK hirers said they would be holding or increasing agency worker numbers in the short-term when surveyed in January–March. There were significant regional variations: 94% of employers in the North planned this, whilst the figure was just 71% in London. Additionally, 17% of London employers planned decreases (compared to the UK average of 9%).


Net balance of short-term expectations by employer size – temporary agency staffing The net balance of short-term agency hiring intentions was positive across all sized employers in January–March. When considering small/micro (1–49 employees) and mid-sized (50–249 employee) organisations, this was a welcome return from the negative territory (-2%) that both recorded in the previous rolling quarter.

NOTE: Figures are based on the % responding increase less the % responding decrease, analysed by size of employer


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

In the medium-term, 13% more UK employers planned to add to agency worker numbers rather than reduce them. For employers in the South (excluding London), the net balance was significantly higher at 31%. In London, 2% more hirers planned to reduce numbers than increase them over the next 4–12 months. Employers across the UK seem to be more decisive at the start of the new financial year, with those responding ‘don’t know’ falling 6 points since the last rolling quarter.

To Keep up to date with the latest Jobs Outlook, Employment Trends and Market reviews considering working with MAS Recruitment but make sure you engage an REC member!


Date Posted: 27/10/2016

UK Labour Productivity returns to pre-downturn levels

UK labour productivity, as measured by output per hour, grew by 0.6% from Quarter 1 (Jan to Mar) of 2016 to Quarter 2 (Apr to June) 2016, the Office of National Statistics has reported. As a result, productivity on this metric has now returned to its pre-downturn level and has slightly exceeded it for the first time since 2008.

Extrapolating from performance prior to the downturn, output per hour in Quarter 2 2016 was 17.4% lower than the pre-downturn trend.

Output per hour in the services industries grew by 0.6% in Quarter 2 2016 when compared with the previous quarter and was 1.1% higher than a year earlier. Output per hour in manufacturing rose by 2.2% on the previous quarter and was 1.0% higher than a year earlier.

Output per worker was 0.2% higher and output per job was unchanged in Quarter 2 2016 compared with the previous quarter. Average hours worked fell on the quarter, resulting in higher growth in output per hour than for output per worker and output per job.

Whole economy unit labour costs were 1.2% higher in the second quarter of 2016 compared with the previous quarter and 1.9% higher than the same quarter last year, as earnings and other labour costs have outpaced productivity. Unit wage costs in manufacturing grew by 0.6% on the previous quarter and by 2.0% compared with the same quarter last year.

CIPD acting chief economist, Ian Brinkley, said, "The continued growth in productivity in the second quarter of 2016 is very welcome, but it is still too early to say that a sustained recovery is underway. We have seen similar encouraging figures in the short term in recent years, only for the recovery to fizzle out.

"With the long term challenges posed by Brexit and wider adverse global trends, it is imperative that we do not let this recovery slip away.

"Securing a sustained recovery can only come from increased investment in people and new technologies. The forthcoming Autumn Statement needs to show how the Government intends to support future productivity growth through investment in infrastructure, skills, and the science base.

"It is also vitally important that the new industrial policy being developed by the Government includes a strong focus on skills development across the workforce and measures to support behaviours and practices in the workplace that lead to more efficient working."

Tags: Office of National Statistics UK labour productivity CIPD


Date Posted: 18/03/2015

Great news in this years budget for workers 2015

Great news the tax thresholds for all to be raised to £11000.00 pa over the next two years. The incentive to work has never been bigger! Overall this is the most welcome initiative we see in the employment sector. This will mean in real terms people will see real money in their pocket on payday.

1.250 - Autumn Statement 2014 announced that the government would review the growing use of overarching contracts of employment that allow some temporary workers and their employers to benefit from tax relief for home-to-work travel expenses, relief not generally available to other workers. This is unfair. As a result of the review, the government will change the rules to restrict travel and subsistence relief for workers engaged through an employment intermediary, such as an umbrella company or a personal service company, and under the supervision, direction and control of the end-user. This will take effect from April 2016 following a consultation on the detail of the changes. It will level the playing field between employment businesses that seek to lower their costs by using these arrangements and those that do not. Hopefully we can see a return to a level playing field, in which all recruiters compete for business using the same payroll arrangements. A link to the budget report is below.

From 6 April 2015, intermediaries must return details of all workers they place with clients where they don’t operate Pay As You Earn (PAYE) on the workers’ payments. The return will be a report (or reports) that must be sent to HM Revenue and Customs (HMRC) once every 3 months.

If you only introduce workers to clients or supply workers to other intermediaries, and you aren’t involved in any arrangements that follow, you don’t need to send HMRC reports. "Not an issue for MAS Recruitment we operate PAYE and always have"