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.
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<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.
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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>.
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<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>.
&nbsp;
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>.
&nbsp;
<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.
&nbsp;
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>.
&nbsp;
<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>.
&nbsp;
<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>.
&nbsp;
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 👀
&nbsp;
<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.
&nbsp;
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?
&nbsp;
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?
&nbsp;
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.
&nbsp;
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.
&nbsp;
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.
&nbsp;
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.
&nbsp;
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

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

&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.
&nbsp;
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.
&nbsp;
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.
&nbsp;
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.
&nbsp;
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.
&nbsp;
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?
&nbsp;
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

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Employers

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 class="cvGsUA direction-ltr align-justify para-style-body">Bleckmann FAQ's</h3>&nbsp;What are the site locations? Unit MPC, 3 Kettering road, Magna Park, Corby, NN17 3JG and Spitfire DC, Fortress Way, Suffolk Park, Bury St Edmunds, IP32 7FQ.What are the working hours? Monday to Friday, 8am-4pm/4pm-12am, shifts rotate weekly.Where are the nearest gap personnel offices? Peterborough &amp; Norwich , will have a person Onsite and an office in Corby.Can I work at Bleckmann if I don&rsquo;t drive? Yes as long as you are able to make your own way to the site.Do Bleckmann take any temporary workers onto permanent contracts? Yes, the initial 120 roles are permanent roles only, from July 2024 Temporary to permanent opportunities will be available.How do gap personnel provide support? We offer placement support, from registration to ongoing support during assignment with free access to Care First.What training do I need before I start a temporary job at Bleckmann? Forklift drivers need to be trained and licensed, warehouse operatives are preferred to have previous experience, but not essential.Do you have any part time hours available? No, all roles are full time hours.</div>

<div class="description"><h3>Not only will you be working in a positive and vibrant company culture, you'll also receive...</h3>&nbsp;<ul><li style="color: #000000;">Enhanced maternity &amp; paternity leave</li><li style="color: #000000;">33 days holiday</li><li style="color: #000000;">Free tea and coffee</li><li style="color: #000000;">Free parking</li><li style="color: #000000;">Access to Perkbox, which has a range of offers, such as Health and Wellbeing support, retail and entertainment discounts and reward points.</li></ul></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 Norwich</div><div class="d-flex-row p-2"><div>Tel: <a class="text-white text-decoration-none" href="tel:01603 767617">01603 767617</a></div><div>Email: <a class="text-white text-decoration-none" href="mailto:norwich@gap-personnel.com">norwich@gap-personnel.com</a></div></div></div></div>

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Our locations

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 Bleckmann in partnership with gap personnel!</h3>&nbsp;Jobs available with great pay rates:<ul><li>Forklift Drivers</li><li>Warehouse Operatives</li><li>Warehouse Administrators</li><li>Shift Managers</li><li>Team Leaders</li></ul></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>

join gap personnel

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 2023 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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Jobseekers / gap personnel Careers

Employers / News and insights

<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’s all about us – it's not, but we understand why you might want to know a bit more about us when deciding if we’re the right fit for your business.So if it's a quick intro you’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>.

Recruit staff let us help you fill your next role

<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.

Job Search By Client

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jobseekers

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Job description

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>

Job search

<h3>Search for jobs by client below or click <a href="/jobs/" target="_blank" rel="noopener noreferrer">here</a> to browse all jobs.</h3>

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.

Jobseekers

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.

More information

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 – just let us know what you need. </li><li>Drop us your vacancy needs and we’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.

Gap personnel is proud to partner with Bleckmann, managing their temporary recruitment needs through supporting hundreds of skilled individuals across their sites in Corby and Bury St Edmunds.Once started as a local Dutch and Belgium logistics provider for companies in the fashion industry, Bleckmann have grown into an international logistics company serving many renowned brands across fashion and lifestyle industries. They leverage their experience and knowledge built over many years, passed from team members to team members, and expanded their activities ever since. Despite their growth and substantially larger business size, Bleckmann have always kept their spirit of an agile entrepreneur, drive to excel, passion for logistics and culture of putting people first ... since 1862. Bleckmann&rsquo;s core values of engagement, entrepreneurship, expertise, and excellence are key to their success. These principles guide their operations, ensuring exceptional service, innovation, and high-quality logistics solutions for their clients.Want to find out more? Visit Bleckmann website for more information.

<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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