A week in the life of …. [12.02.2014]

Hello to you all….

The Keywords here at Elizabeth Michael as the upturn gathers momentum and gains some much needed traction are :-

Confidence – the feeling or belief that one can have faith in or rely on someone or something. 

Optimism – hopefulness and confidence about the future or the success of something. 

Excitement – a feeling of great enthusiasm and eagerness.

Belief – Trust, faith or confidence in someone or something. 

 

We will not be on your screens next week because, believe it or not we have been back in the rat race for six weeks and next week is the first half term of the year.  This is a week that we know a number of you take off to either grab some winter sun or go skiing or just to spend some time at home with your children.  Whatever it is you plan on doing please enjoy, and we look forward to being back with you on Wednesday 26th February. 

 

Our Permanent Division are again shining bright as they power their way through yet another seven days that have been extremely hectic, but none the less both very enjoyable and wholly satisfying.  Selena Allwood, Lauren Evans and Bobby Green are a group of ladies who could probably be best described as indefatigable. 

Their ability to match the right candidate to the right role and business is fast becoming the stuff of legends.  In an industry where the average ratio of interviews to offers stands at a shockingly bad 1 in 10 their statistics of 1 in 3 is quite phenomenal.  For them it is all about quality not quantity, from that very first conversation with you, the client, through to the culmination of the process which we hope is the offer.  In the first instance everything revolves around listening and learning in order that we are able to agree a strategy, thereafter it is incumbent upon us to provide the solution using all the skills and expertise that we have assimilated over the past 23 years. 
You charge us with the most important commodity within your business, namely your internal staff; we do not take this task lightly. The opportunity to recruit is the opportunity to raise the bar and improve the offering of your business fundamentally. 
In conclusion a business is only as good as its people and we are in the business of attracting and providing individuals of the very highest calibre.  Please remember that it is what we are here for and what we enjoy. 

 

The offering from our Temporary Division has this week exploded into life in quite spectacular style.  Instructions have been at levels last experienced between 2005 and 2007, and as if that was not encouraging enough, they derived from the whole spectrum of industry and numerous clients therein. 

With the pendulum swinging into positive territory, we have been meeting with many talented individuals who wish to undertake Temporary work for the foreseeable future.  The vast array of skills and knowledge possessed by these individuals is most encouraging, couple that with personalities and attitudes that scream ‘I want to make a difference’ and we have we believe the perfect mix. 

 

Marketing are delighted to report that the art of communication is most certainly back in vogue with any number of conversations being engaged in, ranging from the tentative enquiry through to “we wish to implement the recruitment process forthwith.”   
S.M.E’s are the lifeblood of not only this country, but Elizabeth Michael as well, and it is their resurgence in terms of proactive recruitment activity of both a Permanent and Temporary nature that has us feeling at our most optimistic.  These organisations were most certainly the first in our view to feel the brunt of the downturn and subsequent recession, but it would appear now that they are amongst the first to emerge from the doldrums. 
Singularly these events may appear to be fairly insignificant but pieced together as part of a bigger picture and the excitement starts to mount. 

 

A gentle prod to remind those of you who have yet to experience the joys of our digital offering that we are open for tweeting, liking and generally interacting with. 
We cover the three main platforms – FacebookTwitterLinkedIn – and all you need to do is click on the one of your choice and hey presto our world will appear on your screen. 

 

 

                       

Please consider retaining this communication and /or adding our website to your favourites list, you never know when you may have a requirement, and how we may assist you in that process.

Enjoy the rest of your week!

John (MD), Sally (Senior Administrator), Leon (Senior Temp Consultant), Selena (Senior Perm Consultant), Jo (Temp Consultant), Lauren (Perm Consultant), Bobby (Trainee Consultant), Tanya (Administrator), James Sadler (Marketing Consultant), Kerry (Marketing Consultant) and James Schofield (Marketing Consultant).

The Elizabeth Michael Team.

Tel: 0115 9799806
Fax: 0115 9418793

info@elizabethmichael.co.uk

www.elizabethmichael.co.uk

 

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Illicit Recordings

One of our HR consultants Sarah Brown will be appearing on your screens on a regular basis from now on. She will be providing you with a whole raft of information covering a vast range of topics that we hope you will find both informative and useful.

recordingequipment
 

As we know times are forever changing in the workplace with the technology that is at our finger tips.  Not so long ago the thought of recording conversations, meetings, disciplinary hearings would have been a no no in the world of law.  However it is important that we all recognise that we need to ensure that all our note taking is accurate and recording them is one way to ensure that happens.

Covert recordings made at work may be distasteful but an Employment Appeal Tribunal (EAT) has ruled they can be used in evidence.  In the case of Vaughan v London Borough of Lewisham, the employee had recorded 39 hours of conversation on her iPod.  She submitted it as evidence that her employer’s minutes of disciplinary hearings were inaccurate or falsified. 

The original tribunal said her iPod files were inadmissible because the contents were not transcribed or highlighted to show relevant quotes and the judge was mindful of case costs growing out of all proportion to the amounts at stake.  However, the EAT said even though the recordings were obtained covertly, it did not mean the content was inadmissible as evidence.

So going forward there is a number of points we need to take from this;

  • Remember whatever you say at work, could be being recorded as evidence by someone
  • That if an employee records your meetings covertly they can be accepted by tribunals
  • If you decide to record any disciplinary hearings, always be open with the employee that you are going to do this
  • The benefit of recording your hearings is they will naturally be an accurate documentation of what has taken place – no miscommunication can take place
  • I would recommend that if you record your hearings, keep the recording safe and also ensure that the recorded is typed up
  • If the employee asks for a transcript of the recordings I would ensure that takes place, as with traditional hand written notes

Source – CIPD

Disclaimer – This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice.

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A week in the life of …. [05.02.2014]

Hello to you all…..

January has been and gone, we are now well into the first week of February and we are riding high on the crest of a wave called Positivity. 

Our business levels are back at pre recession levels (2008) and the simple equation is that if we are busy, then so are our clients, and indeed theirs.  Here’s to 2014 we are genuinely excited. 

 

Superlatives can often be misplaced or indeed simply misused, however when it comes to talk of our Permanent Division and their current exploits then it is probably fair to say that any number of superlatives could be directed at them and still there would be room to squeeze one more in. 

From the sheer volume of instructions that we are receiving through to the unprecedented number of offers that are following the interview process, rarely has there been a more productive and successful period in the history of the Elizabeth Michael Permanent Division. 

This is testament indeed to the dedication, drive and determination of our exceptionally talented and professional colleagues.  Their vast knowledge of the Nottingham job market place allows us the opportunity to be able to advise and communicate thoughts and ideas with regard to a whole host of questions and thoughts relating to the recruitment process. 

All of this, and we have not even mentioned the exemplorary candidates that are our hallmark at this juncture. 

If you are in a period of musing appertaining to that next piece of recruitment and how it might best be approached, acted out and delivered successfully, then please do consider the idea of talking to us, we would be thrilled to hear from you.  Please remember as we always say “It is what we are here for and what we enjoy”. 

 

Gauging what happens next in our Temporary Division has become more of a challenge than predicting tomorrow’s weather!  We ebb and flow in equal measure, and if we are absolutely honest we are probably more likely to come up with the winning lottery numbers!

It is rare to experience such volatility.   When it comes to Temporary requirements, they tend to follow a fairly similar pattern week in week out, and are fairly accurately replicated year on year, but not anymore.

What is heartening however is the quite excellent group of individuals that we have representing the Elizabeth Michael brand at the present time.  These are without doubt people who go to work to make a significant contribution and whilst their tenure within any one organisation maybe of a fairly short duration they are determined to leave their positive stamp. 

Leon Aylin and Jo Isherwood who together are responsible for ensuring that it all runs like a dream are very upbeat about the coming weeks and months and feel that they are on the cusp of a very busy year, evidenced they believe by the number of organisations who are approaching us with tentative enquiries, with the vast majority being businesses that we have
either never had the pleasure of working with in the past, or those who have been dormant for the past four to five years.  So, in conclusion, these are encouraging signs of life and real reason for optimism. 

 

Popularity and our Marketing Division are riding very much in tandem at the present time, with the number of conversations that they are engaged in relating to the Temporary or permanent recruitment process, having gone through the roof. 

They are of the opinion that, that most fragile of commodities namely confidence has made a very welcome return to our daily lives.  The quite phenomenal change to our business thanks to this one element has been palpable, where once we were shunned we are now sought out, and where only a few short months ago instructions were rarer than hens teeth, now they are in abundance. 

Our Social Media offering continues to grow with each passing week as do the number of individuals seeking to follow and like us.  Please feel free to do likewise by doing nothing more than clicking on any of these platforms FacebookTwitterLinkedIn  and following the simple instructions. 

Please do come along for the ride we have a feeling it’s going to be fun.

Enjoy the rest of your week.

                       

Please consider retaining this communication and /or adding our website to your favourites list, you never know when you may have a requirement, and how we may assist you in that process.

Enjoy the rest of your week!

John (MD), Sally (Senior Administrator), Leon (Senior Temp Consultant), Selena (Senior Perm Consultant), Jo (Temp Consultant), Lauren (Perm Consultant), Bobby (Trainee Consultant), Tanya (Administrator), James Sadler (Marketing Consultant), Kerry (Marketing Consultant) and James Schofield (Marketing Consultant).

The Elizabeth Michael Team.

Tel: 0115 9799806
Fax: 0115 9418793

info@elizabethmichael.co.uk

www.elizabethmichael.co.uk

 

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Fit Notes

One of our HR consultants Sarah Brown will be appearing on your screens on a regular basis from now on. She will be providing you with a whole raft of information covering a vast range of topics that we hope you will find both informative and useful.

 fitnote

It has been more than three years since the ‘sick note’ was replaced by the ‘fit note’, in a bid to hasten the return of ill employees to the workplace.  So how have you found them in your business – do they provide you with the information you need to help your employees return to work quickly?

According to research from EEF, the manufacturers organisation, the new system is not in the best of ways, only a quarter of employers felt the fit more had resulted in staff returning to work earlier.

Three in 10 of the businesses surveyed by EEF and Westfield Health said they did not receive any fit notes from GP’s last year indicating that an employee ‘may be fit for work’.  This was despite a growing number of companies being prepared to make work adjustments to help individuals.

Source EEF – July 2013

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A week in the life of …. [22.01.2014]

Hello to you all…

We perceive ourselves as being a fairly accurate barometer of the Nottingham jobs marketplace, and that barometer is now in our opinion well and truly set on a sunny outlook. 

If we are busy, then in turn so are you our clients and indeed your clients as well, and given that confidence appears to be very much back in vogue, one can only conclude that the worst is behind us and we are now on an upwards trajectory. 

Selena Allwood and her colleagues AKA The Permanent Division are in the midst of what can only be best described as a permanent instruction maelstrom, with a whole swathe of our client base approaching us with the specific aim of recruiting/adding to their compliment during the first quarter of the year. 

We have spent the best part of the last five years waiting for this moment, and now it’s arrived, by golly it feels good!

The requirements pretty much cover all the disciplines that we consider ourselves to have expertise in namely Human Resources, Procurement, Sales & Marketing, Finance & Accountancy and Secretarial & Administration and last but not least Supply Chain & Logistics. 

So if you would like to avail yourself of our extensive knowledge and understanding of the Nottingham jobs marketplace, either in a specific recruitment capacity or indeed in the first instance in a purely advisory role then please do feel free to talk to either Selena Allwood or Lauren Evans and they would be delighted to hear from you. 

Our colleagues in the Temporary Division experienced the usual end of year decline that we endure year in year out.  It seems that no matter how well we or the economy are fairing or not as the case may be, Christmas always sees us hit the proverbial brick wall. 

The first few days of the New Year would probably be best described as sluggish, but towards the back end of last week the volume of instructions jumped dramatically, with the trend continuing into this week. 

The quality of candidates is extremely high both in terms of skill set, but more importantly in the first instance as far as we are concerned personality, attitude and disposition. 

It is all in all a very positive picture that is being painted and one that we feel will only gather further momentum and traction as the year starts to uphold. 

So if you feel that a move for a temporary member of staff is the way forward or indeed your mind is already set on that course of action, then please do contact either Leon Aylin or Jo Isherwood, and like their counterparts in our Permanent Division, they would be delighted to hear from you. 

 

Our Marketing Team has assumed almost celebrity like status as of late given the sheer volume of conversations that they are involved in; with the vast majority appertaining to a permanent or temporary requirement.  Their advice, thoughts and ideas are being sought as industry wakes up, it appears almost in unison, from its slumbers with business requirements equally split at the moment between recruiting permanently or appointing on a long term temporary basis.  The shackles are, it will appear, well and truly off and the new found confidence that surrounds us is rather intoxicating and has us as individuals and a team hugely excited at what 2014 will bring. 

Social Media is one of our main areas for development during the forthcoming year and we will be seeking to provide a regular stream of pertinent articles that appertain to our business lives written by both our HR consultant and our accountants.  Alongside this offering we are committed to providing you with information concerning changes to legislation and hopefully any number of pieces of a more light hearted nature that we feel may well be useful or indeed just have you chuckling. 

So please choose your preferred platform and as they say, “welcome to our world”. Facebook, Twitter and LinkedIn.

                       

Please consider retaining this communication and /or adding our website to your favourites list, you never know when you may have a requirement, and how we may assist you in that process.

Enjoy the rest of your week!

John (MD), Sally (Senior Administrator), Leon (Senior Temp Consultant), Selena (Senior Perm Consultant), Jo (Temp Consultant), Lauren (Perm Consultant), Bobby (Trainee Consultant), Tanya (Administrator), James Sadler (Marketing Consultant), Kerry (Marketing Consultant) and James Schofield (Marketing Consultant).

The Elizabeth Michael Team.

Tel: 0115 9799806
Fax: 0115 9418793

info@elizabethmichael.co.uk

www.elizabethmichael.co.uk

 

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How is auto-enrolment going?

One of our HR consultants Sarah Brown will be appearing on your screens on a bi-weekly basis from now on. She will be providing you with a whole raft of information covering a vast range of topics that we hope you will find both informative and useful.

Image

 

Pension auto enrolment has been on all employers to do list, but the experiences of the first tranche of companies to start the process have found the many of the concerns have been overstated.  The largest organisations, which began auto-enrolment in October 2013 are reporting opt-out rates at around 10%, far lower than many experts forecasted. Surprisingly it is the businesses with a large proportion of younger staff that are seeing the must enthusiasm for pensions. 

So what can SME’s gearing up for auto-enrolment from 2014 learn from the experiences so far?  Communication is the key, according to insurance specialist Admiral Group.  So we need to think about what creative ways that you can communicate with your business.  Maybe consider;

  • Posters
  • Booklets
  • DVD’s
  • Notes with payslips
  • Examples which calculate how much you need in retirement
  • Presentations
  • One to One meetings
  • Internal intranets
  • Noticeboards

To name but a few – all SME’s need to start thinking now about the suitable approach for them and their employees.

Source CIPD – September 2013

Disclaimer – This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice.

If you require any further information about this topic or you feel would benefit from further advice or support please feel free to contact Sarah Brown directly on 07776422468.

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31 January self-assessment – HMRC says no excuses!

January 31st is quickly approaching and those of you who are filling out a self assessment tax return will be aware of the approaching deadline looming ever so close by. We hope the information provided below will be useful, especially for those of you who take what may be considered the lax approach to getting your forms back on time; which comes courtesy of our accountants Clayton & Brewill.

 

With HMRC looking set to crack down on late tax returns, Nottinghamshire accountants Clayton & Brewill remind you of the importance of completing your self-assessment on time.

If you haven’t already sent your tax return to HMRC, you must file your self-assessment tax return online and pay any tax due by Friday 31 January. And the signs are that HMRC will be coming down hard on anyone who fails to meet the deadline, with an automatic penalty of £100 – regardless of whether or not you need to pay any tax! 

To underline their firm approach, HMRC recently published a list of the oddest excuses for late filing (including the death of a pet goldfish):

  1. My pet goldfish died (self-employed builder)
  2. I had a run-in with a cow (Midlands farmer)
  3. After seeing a volcanic eruption on the news, I couldn’t concentrate on anything else (London woman)
  4. My wife won’t give me my mail (self-employed trader)
  5. My husband told me the deadline was 31 March, and I believed him (Leicester hairdresser)
  6. I’ve been far too busy touring the country with my one-man play (Coventry writer)
  7. My bad back means I can’t go upstairs. That’s where my tax return is (a working taxi driver)
  8. I’ve been cruising round the world in my yacht, and only picking up post when I’m on dry land (South East man)
  9. Our business doesn’t really do anything (Kent financial services firm)
  10. I’ve been too busy submitting my clients’ tax returns (London accountant)

Perhaps unsurprisingly, none of these helped to avoid the late filing penalty!

To file your personal tax return yourself you need to visit the HMRC website and head to the self-assessment section. If you haven’t filed a return before you’ll need to register for the service – and your user activation code can take up to seven days to arrive so don’t leave it until the last minute.

Alternately, if you’d like to get rid of the hassle of self-assessment as well as making sure you don’t pay any more tax than is necessary, call Clayton & Brewill on 0115 950 3044 or drop us an email. We’d be pleased to help.

 

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Travel disruption due to bad weather

Not wishing to be the ones who tempted fate and cause an even crazier bout of barmy weather than what we are currently enjoying (albeit not as crazy as the weather being enjoyed by our cousins over in the USA), we thought that employees and employers alike might well benefit from the following information.

Key points to remember

  • Employees are not automatically entitled      to pay if unable to get to work because of bad weather
         There is no legal right for staff to be paid by an employer for travel      delays (unless the travel itself is constituted as working time or in some      situations where the employer provides the transport). However, employers      may have contractual, collective or custom and practice arrangements in      place for this. Discretionary payment for travel disruption might also be      of use. Some organisations offer discretionary payments for travel      disruption or have their own informal arrangements for this      purpose. Such arrangements are normally contained in staff contracts      or handbooks or through collective agreements.
  • Be flexible where possible
         A more flexible approach to matters such as working hours and location may      be effective if possible. The handling of bad weather and travel      disruption can be an opportunity for an employer to enhance staff morale      and productivity by the way it is handled for example is there opportunity      to work from home. Think about other issues such as alternative working      patterns or who can cover at short notice.
  • Use information technology
         Information technology could be useful in enabling a business to run      effectively if many employees are absent from work, for example using      laptops or smartphones.
  • Deal with issues fairly
         Even if businesses are damaged by the effects of absent workers they      should still ensure that any measures they take are carried out according      to proper and fair procedure. This will help maintain good, fair and      consistent employment relations and help prevent complaints to employment      tribunals.
  • Plan ahead
         Consider reviewing your policy and thinking about how you handle future      scenarios. It would be best to put an “adverse weather” or      ‘journey into work’ policy into place that deals with the steps employees      are required to take to try to get into work on time and how the business      will continue if they cannot. You need to decide how to deal with lateness      and what will happen with regard to pay. Having such a policy should mean,      there is much less scope for confusion and disagreement.

Question and answers

How can staff keep difficulties to a minimum?

  • Think about how you plan to get into      work. Trains, buses and trams might be operating reduced timetables or be      running earlier or later than normal. Car and bicycle travel may be      delayed by road closures and slower drivingHave you arranged an      alternative route or travel method to get in and get home? Have you considered      the benefit of giving yourself a little extra commute time?
  • Think about what arrangements you have in      place if your child cannot get to school, your normal childcare provider      is unavailable or if your child’s school is closed. Do you have a practical      back-up arrangement?
  • Make sure you know how to get in touch      with your employer if you are unable to get into work and that you have a      means of communicating with them if you are going to be delayed.
  • If you are affected by the weather, is      there some way you can work around this or keep the difficulty to a      minimum? Think about if you have the option to work from home, alter your      hours or if there is anything else you could discuss with your employer to      help the situation.
  • Consider how your employer can deal with      your workload in your absence. Can you let your manager know where      everything is with a phone call? Do you need to let your employer know if      any deadlines are at risk?

If some staff manage to get into work but others can not but still get paid is that fair?

Employees are not legally entitled to receive payment if not at work, some employers realise adverse weather doesn’t happen often and may be flexible where possible. It can be frustrating for those who can get to work while others can’t but not all situations are the same and it probably won’t go unnoticed by managers.

What happens if the schools are closed and parents can not come to work?

In emergency situations an employee is entitled to take unpaid time off to look after dependants, although this would not normally apply to a situation where the employee was required to look after their children as a result of not having any childcare arrangements. In extreme weather conditions this could be seen as an emergency situation.

It’s important to point out that this is Time Off for Dependants and as such an employee is entitled to as much unpaid time off as a tribunal decides is reasonable to make alternative arrangements for childcare. In other words, the right to time off may vary as per each individuals circumstance. Whilst some employers may offer this as holiday that is only with agreement from the employee and only if the employer wants to offer/accept it.

Employers may wish to see if some staff could work from home.

 – Thanks must go to ACAS for this information –

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A week in the life of …. [18.12.2013]

Hello to you all,

Tis the season to be jolly fa la la la la la la la la and here at Elizabeth Michael we embraced the jolly element with gusto last Friday evening as we celebrated with our Christmas party. A good time as they say was had by all and if you click here a range of images will prove the point. 

Many of you will remember taking part in a Nativity play whilst in Infant school, and a number of you will have witnessed your children or grandchildren doing likewise.  We have unearthed a splendid photo of our colleague Sally Hosken playing Mary in her school Nativity play.  To prove to you how little she has changed in the intervening years we have added a photo of Sally as she is today, alongside the image of her in the manger. 

We would like to take this opportunity to say ‘Thank You!’ to those of you who have supported the Elizabeth Michael business during 2013, by instructing us with Permanent or Temporary positions, we sincerely hope that the experiences have been positive ones and we look forward to working with you again in 2014. 

We have chosen to not send Christmas cards to you, our clients, this year preferring instead to make a donation to a charitable cause.

We are hugely optimistic when it comes to talk of the opportunities that may well present themselves during the next twelve months.  To put it simply, the level of instruction received since Easter of this year has surpassed all expectation, and we see no reason at all why that flow might abate during 2014.  Indeed, we are of the opinion that the opposite may well prove to be the case with further increases in demand for our services as the year progresses. 

We will not be producing this weekly summary for the next four weeks due to the holidays, and therefore look forward to being back on your screens on Wednesday 15th January 2014.

Our opening hours over the holiday period will be as follows:

Christmas Eve – 08:00 – 2:00

Christmas Day – Closed

Boxing Day – Closed

Friday 27th December – 08:00 – 5:00

Monday 30th December – 08:00 – 5:00

New Years Eve – 08:00 – 5:00

 

In the meantime we wish you all a very Merry Christmas and a Happy New Year, and here’s hoping that Santa brings you everything that appeared on your letter to him!

Have a great holiday with your family and friends.

 

As is always the case at this juncture we respectfully suggest that as and when a thought process or need is starting to come together please do come and talk to us, we would be absolutely delighted to listen to you.

                       

Should you wish to learn more about the Elizabeth Michael team, then why not consider visiting our website www.elizabethmichael.co.uk where you will have the opportunity to see us in all our glory, as well as hopefully gaining a better insight into us, as both people and as a business.

Please consider retaining this communication and /or adding our website to your favourites list, you never know when you may have a requirement, and how we may assist you in that process.

Enjoy the rest of your week!

John (MD), Sally (Senior Administrator), Leon (Senior Temp Consultant), Selena (Senior Perm Consultant), Jo (Temp Consultant), Lauren (Perm Consultant), Bobby (Trainee Consultant), Tanya (Administrator), James Sadler (Marketing Consultant), Kerry (Marketing Consultant) and James Schofield (Marketing Consultant).

The Elizabeth Michael Team.

 

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A week in the life of …. [11.12.2013]

Hello to you all….

More good news from the Elizabeth Michael stable this week in the form of the following little gem

Growth in job vacancies hits ‘15 year high’.

The growth in job vacancies hit the fastest rate in 15 years in November, according to the latest from the Recruitment and Employment Confederation (REC) who just happen to be our governing body.  Its job vacancies index which uses data from 400 recruitment firms, rose to its highest level since July 1998.  The report also showed that growth in salaries for permanent staff was at it’s the highest in six years. 

Although demand for staff is high, the availability of candidates to fill permanent and temporary posts fell in November.  This may be due to the fact that people are still worried about job security but it is more likely that we are seeing a return of the traditional winter slowdown in recruitment, with staff more focussed on Christmas than careers according to the report.  This is not the way we are seeing it here at Elizabeth Michael with business still very brisk as we approach mid-December. 

A separate report has shown business confidence growing in October for the tenth consecutive month, along with a strong belief that the first half of next year is likely to be “robust”.  All in all extremely encouraging. 

 

The Permanent Team have been the recipients of an influx of new instructions during the past seven days with a large proportion of those appointing wishing to do so prior to the Christmas break.  This is indeed splendid news for us and hugely encouraging given that the typical scenario for this period in the calendar is the total opposite.  It is equally good news for candidates seeking that next position, alternative employment or indeed employment full stop secured prior to the holiday season, what better present could you wish for?

The pace of permanent recruitment has over the past three months changed dramatically, from an almost pedestrian process to something akin to Usain Bolt in the 100 metres.  In the same way that the housing market appears to be enjoying something of a renaissance so too, it would appear, does the jobs market with a whole raft of new positions being created as business confidence makes a welcome return to the employment arena. 

We fully expect and anticipate that 2014 will prove to be the year when the economy and businesses in general start to once again move into more positive territory, as a whole host of positive data and statistical analysis acts as the catalyst and springboard for organisations to move forward. 

 

Our Marketing Colleagues are in a very chirpy frame of mind, as they anticipate a major surge in demand for our services in 2014.  From their point of view it appears to have moved seamlessly from barren lands to fertile plains with no monsoon in between.  Business once again wishes to engage in conversations with them with advice being sought and ideas discussed.  This is all a far cry from only a few short months ago, but it does feel as though it is sustainable and we are more than happy to embrace it.

 

Temporary wise it is still very buoyant, however Christmas does act as a cut off point for so many and it can feel that all the proactive and productive work that we have been engaged in throughout the year is coming to a grinding halt.  That said we are in a considerably better place than we were twelve months ago, and extremely optimistic about the numerous opportunities that we believe will present themselves in the first quarter of 2014 alone.  Traditionally we have been ‘temp – led’ out of a recession and the way that business appears to be shaping up at the moment it leads us to believe that tradition will be followed on this occasion. 

Electronic fever has well and truly gripped our office as we see our numbers soar in terms of followers on all of our Social Media platforms.  The feedback to our offerings are for the most part very encouraging so much so that we are now intent on providing even more content in 2014. 

If you have yet to sample the delights that our e-world has to offer then please do not be shy, come and join us by clicking on any of the following links.  FacebookTwitterLinkedIn, we look forward to welcoming you. 

As is always the case at this juncture we respectfully suggest that as and when a thought process or need is starting to come together please do come and talk to us, we would be absolutely delighted to listen to you.

                       

Should you wish to learn more about the Elizabeth Michael team, then why not consider visiting our website www.elizabethmichael.co.uk where you will have the opportunity to see us in all our glory, as well as hopefully gaining a better insight into us, as both people and as a business.

Please consider retaining this communication and /or adding our website to your favourites list, you never know when you may have a requirement, and how we may assist you in that process.

Enjoy the rest of your week!

John (MD), Sally (Senior Administrator), Leon (Senior Temp Consultant), Selena (Senior Perm Consultant), Jo (Temp Consultant), Lauren (Perm Consultant), Bobby (Trainee Consultant), Tanya (Administrator), James Sadler (Marketing Consultant), Kerry (Marketing Consultant) and James Schofield (Marketing Consultant).

The Elizabeth Michael Team.

 

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