Member News

The COVID-19 pandemic has affected every business in some way, and ours is no exception. But we’re pleased to say that with recruitment levels returning to where they were pre-pandemic, we’re increasing the size of our already talented team to meet this rising demand.

Adapting in uncertain times

All businesses have had to make changes due to the pandemic. For us, it’s meant moving to full agile working – allowing our people to work from home – and increasing technology to build our culture virtually. So that’s things like using our cloud-based employee intranet ‘Jostle’ to put communication, connection and celebrating success at the forefront of our business, and holding regular virtual team meetings and coffee mornings.

One thing that hasn’t changed over the past year is our commitment to creating a supportive environment at work – one that builds a culture of teamwork and allows our people to flourish. Our emphasis on quality and going the extra mile for clients and candidates alike also remains. And we continue to focus on establishing relationships as trusted advisors, bringing about successful long-term outcomes – for us, it’s never about making a quick return.

An improving job market

The employment market in East Anglia continues to gain strength. As our very own CEO Ian Walters says: ‘as the economy begins to recover, our region will return to record levels of employment.’ This seems to already be happening – we registered more new roles in April 2021 than we did in the same month last year, or the year before. And according to the Chartered Institute of Personnel and Development (the professional body for HR and people development), 38% of employees want to change jobs in the next 12 months.

The pandemic has forced businesses to work in new ways – for example by introducing remote working and leaning on technology more. And with over half of workers wanting a 50/50 remote/office split (according to a YouGov survey) and only 10% wanting to return to the office full-time (from a survey by O2), this looks set to continue. So businesses that want to compete will need to embrace these new ways of working to be attractive to the best candidates. Doing so will also increase the size of the talent pool they have access to (find out more about the advantages of agile working). To support this they’re now looking for new people with different skillsets.

All of these things combined mean we’re likely to see a boom in available jobs and candidates throughout 2021 and beyond.

Responding to increased demand

To make sure we can support our clients – new and old – as they recruit in the post-pandemic world, we’re increasing our team. This will also help us give our candidates the very best service as they look for their next opportunity. As Gill Buchanan, our Chief Operating Officer, puts it: ‘With demand for qualified candidates being back at pre-COVID levels, it’s important we have the right people in place to get our clients access to the best people. So we’re really excited about the newest additions to our already talented team.’

Our new recruits

Kathryn Van Wyk, Senior Recruitment Consultant in our accountancy team, Cambridge

Kathryn’s been working in recruitment since 2007. So she comes to Pure with a lot of experience in accountancy and finance, having previously found candidates for both temporary and permanent positions at another agency.

‘I wanted to work for Pure because of the culture and ethos of the business. Their commitment to customer service and delivering to their candidates and clients really appealed to me.’

Jade Halil, Recruitment Consultant in our professional office team, Ipswich

Jade started in recruitment in 2014. Since then she’s found positions for people in office support in and around Ipswich.

‘Pure has a great reputation in our industry. I’m really looking forward to finding the best people for temporary and permanent positions for professional office clients.’

Jordan Cornes, Recruitment Resourcer in our technology team, Norwich

Jordan studied intercultural communication with business management at UEA, graduating in 2019. He then started working in recruitment, recruiting for IT positions in Suffolk, Norfolk and Essex, before moving to Pure.

‘I love finding candidates new roles, then taking them through the process from application to the day they start their new job, and beyond. Pure is a great place to do this.’

Henry Dawson, Recruitment Consultant in our technology team, Norwich

Henry began his recruitment career in the Midlands before relocating to Norfolk. His previous experience includes working for a national recruitment business specialising in IT and digital marketing. At Pure he recruits for IT positions for organisations across Norfolk.

‘Pure is a part of a thriving and well-connected business community that I’m really enjoying getting involved with.’

Stephen Paul, Recruitment Consultant in our technology team, Norwich

Stephen has 10 years’ experience in IT recruitment across East Anglia. Before getting into recruitment he worked in IT himself – so he’s able to quickly understand client briefs and the challenges technology companies face in finding the right people.

‘One of the best parts of my job is building strong relationships with clients, then working together to make sure they get the highest standards of service.’

Paige MacDonald, Business Administrator working across all our offices

Paige is based in our Ipswich office and supports all our people with admin and compliance. After graduating from Kingston University with a photography degree, she worked in insurance before coming to us.

‘I’m looking forward to bringing some creative flair and lots of new ideas to the Pure team.’

Becky Waters, Quality and Compliance Administrator working across all our offices

Becky started working in recruitment in 2015. She’s based in our Norwich office but oversees and supports compliance processes across the whole of Pure.

‘It’s my job to make sure Pure has all the right policies and procedures in place. So we can all do our best work, every day.’

How can we help?

If your business is looking for new people – whether that’s to add to your existing team or to bring in new skills as a result of the pandemic – we can help. Get in touch to find out more.

Lighting plays an important part in creating inviting, productive workspaces. Energy efficiency, flexibility and control are now key considerations when addressing workplace lighting.

These days, most employers know that working environments need to go beyond their legal requirements and provide fun, welcoming spaces that bring out the best in their workforce – regardless of whether they work in an office, shop, gym or coworking facility. Thankfully, that also means the old ‘on/off’ (or ‘blinking’) fluorescent lights are being phased out – not only do they cause eye strain and headaches, but they’re also expensive to run!

New technologies, such as energy-efficient LED and circadian lighting, are now favoured because they enhance the atmosphere and ambient environment. In fact, new studies show that good lighting affects work performance. Further research also shows that circadian-friendly lighting can actually boost productivity levels.

Read the full article here

Contact us for help with your workplace design

info@layrddesign.co.uk

01223 952992

LSI Architects has been ranked the best UK Employer for Workplace Wellbeing in Mind’s Workplace Wellbeing Index 2020-21.

The Practice was ranked top of 114 organisations taking part in Mind’s fifth annual Workplace Wellbeing Index this year. Based on surveys with its employees, the Practice was recognised with a Gold Award, meaning it has successfully embedded mental health into its policies and practices and demonstrated a long-term, in-depth commitment to staff mental health.

Mind’s Workplace Wellbeing Index is a benchmark of best policy and practice, celebrating the good work employers are doing to promote and support positive mental health, and providing key recommendations on the specific areas where there is room to improve.

This year’s Workplace Wellbeing Index Awards were hosted by Mind’s Chief Executive Paul Farmer, and took place online on 8 June. The event saw around 200 people come together to celebrate and recognise employers of different sizes and sectors who have prioritised and promoted staff wellbeing.

Every employer depends on having healthy and productive employees – valued and supported staff are far more likely to perform better and achieve peak performance. Mental health problems are common among employees, and research suggests that the past year has been particularly challenging for staff. Mind surveyed more than 42,000 employees across the 114 employers participating in the Index and included an additional section on the impact of Covid-19. The mental health charity found that two in five (41 per cent) of Index employees whose employers were taking in part said their mental health had worsened during the pandemic.

Ben Goode, Director at LSI Architects said:

“We’re incredibly proud to have been accredited Gold in the Mind Workplace Wellbeing Index again this year, and to have placed top of the Workplace Wellbeing Index in 2020/2021 because the achievement is largely based on what our teams have said.

“This has been such a challenging year and I don’t know anyone whose mental health and wellbeing hasn’t been affected.

“Mental health education is conspicuous by its absence in most people’s lives. As businesses, what we can do is help people to access more information around mental health and wellbeing to understand it, recognise triggers and provide strategies to keep people well and resilient.

By capturing things early we can signpost people to suitably qualified people earlier, often before they become a bigger issue. Employees who are less likely to experience poor mental health are simply more likely to be able to do their jobs effectively.”

Emma Mamo, Head of Workplace Wellbeing at Mind, said:

“Many congratulations to LSI Architects for being recognised as our top employer in this year’s Workplace Wellbeing Index. It has been amazing to see their journey over the last five years, going from strength to strength. Despite the challenging times we have all had recently, staff at LSI Architects told us they feel valued and that there is an open culture around mental health. I look forward to seeing how their approach to workplace wellbeing will continue to evolve.”

Shield Health & Safety would like to introduce its newest instructor Darren to the team!

Its good to have you on board Darren we are looking forward to getting you started, Welcome!

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£50 off all orders over £250 – Blinds Norfolk – Norwich Sunblinds

When you spend over £250, we’ll take £50 off your invoice.

Save yourself some money and take advantage of this superb offer, book your design consultation here.

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Have a look around our site for ideas, and when you’re ready to make an appointment, Book my Appointment

RenewableUK has signed a Memorandum of Understanding with the East of England Energy Group (EEEGR), which represents the energy sector in Norfolk, Suffolk, Essex, and Cambridgeshire.

Both organisations help businesses to grow, securing economic benefits regionally and nationally as well as developing skills and stimulating innovation.

In the MoU, both signatories commit to working closer together to promote renewable energy and maintain the UK’s global lead in clean technology, developing regional clusters of excellence with companies locating together in centres of excellence.

Growing the UK’s world class renewable energy supply chain is a key priority, as is promoting diversity, training in new skills and fostering innovative technology.

RenewableUK and EEEGR will share data and information on industrial and political developments in the sector at regional and national level, meeting regularly and attending each other’s major events.

The MoU is being unveiled at an online event today organised by EEEGR as part of its twentieth anniversary celebrations. At the event, EEEGR will launch a new manifesto outlining how it intends to expand in the years ahead. 

EEEGR’s Executive Chairman Martin Dronfield said “EEEGR is delighted to be entering into this agreement. RenewableUK is the leading trade organisation in the UK clean energy sector which represents both a significant membership group and also the wider clean energy industry. RenewableUK and EEEGR have a long track record of working closely together and we feel strongly that through this formal agreement both membership groups will benefit significantly from improved communication and cooperation.”

RenewableUK’s Executive Director Isabel DiVanna said “EEEGR has a great record on promoting the development of clean energy in the east of England, and we can offer a nationwide perspective, so this agreement will help both our organisations to continue to grow successfully. Ultimately the beneficiaries will be the tens of thousands of people we are attracting to work in this innovative sector which is providing fresh opportunities and high-quality jobs in East Anglia and all around the country, especially in our world-class supply chain”.

The Great Yarmouth Rotary Speakers Club was launched in March 2020,but like many organisiations the Pandemic meant that we had to hold our fortnightly meetings using the Zoom platform.   However we can now look forward to returning to our face to face meetings in July, presenting to a live audience is very important as our member’s progress on their public speaking journey

We are offering a Bursary Award to an individual who due to financial reasons is unable to cover the £110 annual subscription.  An application form is available by visiting yarmouthspeakersclub.co.uk.  All correspondence is processed in the strictest confidence and the applicant would be required to attend an interview via zoom and we would expect a level of commitment to the club for the 12 month period.

We work with our members to become effective speakers, good communicators whilst at the same time helping them to improve their leadership skills.   Through the Rotary connection we can help you build your social confidence and networking skills through workshops and support from outside speakers.

It has been a very difficult year for all of us especially those people seeking to gain employment or promotion at work and the Speakers Club can help you deliver an effective interview performance.   The prospect of giving a works presentation can be very daunting especially if you have little or no experience in planning a presentation covering all the relevant points, where timing is crucial.

All our members will be offered mentoring and we will work with you to put together a programme that suits your needs. We are conscious that there is a nucleus of people who want to find their voice whether for personal or social reasons or they want to make a speech for a very special occasion which could be a wedding or a eulogia

We work with the Toastmasters International training programme and you will have the opportunity to present a talk to a different audience namely a traditional Rotary Club or a Toastmasters Group.  We have a diverse membership, encouraging personal and professional development and through your journey you will receive constructive feedback and support from other members.

We create a very friendly environment that brings an element of fun to public speaking where you will grow in confidence, inspire and motivate others, who are  embarking on the same journey but for different reasons   If you would like to experience first hand how the club operates, then please pop along to one our fortnightly meetings .  We meet on a Tuesday evening and  the venue and future meeting dates can be located by visiting our website.

If you are running your own business and you would like to sponsor an employee then please contact us so that we can discuss a package that meets your requirements.   The Great Yarmouth Rotary Speakers Club is there to help you whether it’s for personal or business reasons and we need your support to make this club thrive and grow.

Attleborough-based renewable heating company Finn Geotherm, has been shortlisted for two prestigious national awards for heat pump projects undertaken for Flagship Group housing association and West Stow Anglo-Saxon Village.

Finn Geotherm is a double finalist in The Energy Awards 2021, which reward excellence in the energy business, from new energy efficient products and technology to local authority initiatives and commercial and residential installations.

The company has been shortlisted within the Residential Energy Project of the Year category for Finn Geotherm’s largest heat pump installation to date – a six-phase, £1.4million ground source heat pump project for 113 homes on Flagship’s Grange Farm housing estate in Felixstowe. Using a district heating scheme that provides heating and hot water for each property from a central heat pump system, the project has cut heating bills, energy use and carbon emissions all by 70%.

Finn Geotherm has also been shortlisted within the Public Building Energy Project category for a ground source heat pump installation at West Stow Anglo-Saxon Village near Bury St Edmunds. The project saw Finn Geotherm install a new renewable heating system with passive cooling, which ensures the visitor centre and café remains at a constant, comfortable temperature all year round – something that is particularly vital for preserving the facility’s precious artefacts. Energy use and carbon emissions have been cut by 70%, bolstering West Suffolk Council’s commitment to achieving net zero carbon emissions by 2030.

Guy Ransom, commercial director at Finn Geotherm said: “We are delighted to be shortlisted for two Energy Awards. Both installations have made a huge impact not only in ensuring these sites are adequately and efficiently heated but also in delivering lower carbon emissions and reduced energy use. Installations such as this which require heat pumps to be retrofitted into existing buildings are often thought to be ‘too difficult’ but this just goes to show that any property can have a heat pump and can benefit from the brilliant features of this renewable technology. It was a privilege to install these systems and to be shortlisted for two top national awards is testament to the hard work of the entire team at Finn Geotherm.”

Winners of The Energy Awards will be announced in September. For more information on renewable heating and Finn Geotherm, visit www.finn-geotherm.co.uk.

Norfolk Blood Bikes, a group of volunteers have been honoured with The Queen’s Award for Voluntary Service, the highest award a voluntary group can receive in the UK.

From humble beginnings in a Scout hut in Horsford 10 years ago to the current countywide service transporting blood, blood products, and donated breast milk between the acute NHS hospitals in Norfolk, the Blood Bikes provide a lifeline service. Carried out 100% by unpaid volunteers, the charity’s aims are to provide a free of charge, out of hours, rapid response service to the NHS, Air Ambulance, and donated breast milk banks every night of the year, weekends, and Bank Holidays.

When the Coronavirus pandemic struck and the country went into lockdown like all charities we were affected in the same way. All fundraising and events stopped. Some of our volunteers stayed at home shielding. Local community hospitals were struggling to get their Covid samples to the microbiology lab for testing. So, as we were already transporting Covid samples from the 3 main NHS Hospitals to microbiology, we agreed to help. The number of hospitals suddenly increased from 3 to 9 and we found that over the year our task rate had risen by 75%.

The commitment and dedication of our volunteers has never faltered. Neither Covid nor the “Beast from the East” Arctic weather could stop us. We have never refused any call, ever! We lived up to our motto “We’ll go no matter what”.

Norfolk Blood Bikes is one of 241 charities, social enterprises, and voluntary groups to receive the prestigious award this year. The number of nominations remains high year on year, showing that the voluntary sector is thriving and full of innovative ideas to make life better for those around them.

The Queen’s Award for Voluntary Service aims to recognise outstanding work by volunteer groups to benefit their local communities. It was created in 2002 to celebrate The Queen’s Golden Jubilee. Recipients are announced each year on 2nd June, the anniversary of The Queen’s Coronation. Award winners this year are wonderfully diverse. They include volunteer groups from across the UK, including an inclusive tennis club in Lincolnshire; a children’s bereavement charity in London; a support group those living with dementia and their carers in North Yorkshire; a volunteer minibus service in Cumbria; a group supporting young people in Belfast; a community radio station in Inverness and a mountain rescue team in Powys.

Representatives of Norfolk Blood Bikes will receive the award crystal and certificate from Lady Dannatt MBE, Lord-Lieutenant of Norfolk later this summer. Furthermore, two volunteers from Norfolk Blood Bikes will attend a garden party at Buckingham Palace in May 2022 (depending on restrictions at the time), along with other recipients of this year’s Award.

Sean Moore, Chairman of Norfolk Blood Bikes said, “I couldn’t hold back my delight when I found out we were to receive the Queen’s Award for Voluntary Service. I felt so proud and honoured that our volunteers’ work and dedication, not only during normal times but for our Covid Testing assistance during the pandemic, has been recognised with the Queen’s Award which is the highest accolade and the equivalent of the MBE for voluntary service.”

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Gareth John of First Intuition details how employers can help young adults get their foot in the door.

The pandemic has had a number of dramatic and long-lasting impacts on the labour market and employment landscape. Evolving and reskilling in accordance with these changes will be essential for businesses and their staff to successfully build on the coming recovery from both COVID-19 and Brexit.

However, a potentially greater issue than any other is one that has not even hit our workplaces yet; the impact that COVID-19 has had, and is still having, on the young adults that employers across the region will be recruiting and onboarding during 2021 and 2022. This is an issue that is in danger of being overlooked, but an increased volume of entry level candidates on the job market, coupled with fewer organisations hiring, means that it is important businesses acknowledge this problem and act to ensure a generation of young adults is not left behind.

For over 25 years I have been training young adults at the start of their careers, as well as maintaining long-lasting relationships with schools and colleges across East Anglia. In the last twelve months I have been closely following the impact of the pandemic on the next cohort of school and college leavers, and the challenges raised for recruiting for entry level positions in 2021 and beyond. This article, along with the CBI’s In Discussion with Matthew Percival, Director of People and Skills event on 7 June, will offer some insight into what employers can expect from young adults during the recruitment process, and more importantly what they can do to help their transition into the workplace.

Skills gaps in the ‘COVID-19 generation’

The last six months have made it clear that the UK’s post-COVID-19, post-Brexit future will require a huge focus on developing human capital at a time when relentless change makes choosing clear priorities extremely difficult. The new challenges businesses are facing due to the pandemic in managing hybrid working, motivating teams remotely, ‘talent flight’ from staff on lengthy periods of furlough, embracing emerging digital and green technologies, as well as shifting focus to mental health and workplace wellbeing amongst staff has been well documented.

The impact the pandemic has had on recruiting for entry level roles, however, has so far had little attention. Feedback from employers already underway with entry level recruitment for Autumn 2021 is that both the volume and the calibre of applicants they are seeing is higher than ever before. There are however concerning indications that whilst academic ability seems as strong as ever, there is evidence of ‘COVID-19 skills gaps’ in areas that recruiters normally take for granted. Many employers are also reporting that many applicants they are seeing left education in 2020 and have been in limbo since, raising the likelihood that there will be a greater imbalance than normal between the number of hopeful candidates and the number of available roles.

There is little doubt that COVID-19 has had an unequal impact on everyone, least of all on young adults who will have experienced very different responses by their schools, unequal access to remote technology and varying home situations.

What issues are impacting the COVID-19 generation?

• No formal exams: With widespread cancellation of exams during 2020 and 2021 there is growing ‘grade scepticism’ amongst employers who are unsure how reliable or consistent teacher-assessed results will be. Preparing for and sitting formal exams is a crucial way of learning the discipline of coping with workload, deadlines and pressure. Subsequent success in those exams is important for personal confidence and sense of worth.
• Loss of social and interpersonal skills: After spending the majority of the last year in their homes, many young adults have not had normal opportunities to develop communication and teamworking skills. Part-time jobs in customer-facing, dynamic environments where many basic life skills are learned have not been available. The skills that young people normally develop in these roles can be essential for boosting young adults’ professional confidence and help develop self-awareness.
• Articulating and evidencing transferable skills: It seems that many schools have done a good job of ensuring that home-schooling students have covered core academic curriculum content, but it equally seems that many extra-curricular activities such as organising plays and leading sports teams have understandably fallen away. This, coupled with the lack of part-time jobs, has made it hard for students to evidence transferable skills in their CV’s, applications and interviews.
• Lack of interview preparation: Employer engagement, careers insight and opportunities for mock interviews have been far harder to organise during the pandemic. Students have not been coached for interviews in the way they normally would be, and are proving to be unaware of what they can do to secure a role. For example, researching the organisation they are interviewing for, preparing questions of their own, and following up afterwards for feedback.

What you can do as an employer

Cambridgeshire-based Form The Future, who works to develop relationships between school students and employers, shared what they recommend employers should do to assist the COVID-19 generation into employment during a recent First Intuition Think Tank forum. Here are a few things employers can do and implement into long-term business planning to help overcome the issues faced by the younger generation:

• Virtual work-experience: Employers should offer more virtual work experience, career advice and careers resources to help young adults gain the employability skills they have been unable to get during the pandemic, specifically local schools in their area.
• More ‘scaffolding’ for applicants: Employers can assist candidates by giving them more information and stating what they are looking for in applications (scaffolding) to help students show what they are capable of. They can also give them interview tasks that let their natural skills shine such as practical or project assessments and role play.
• A more personalised approach to recruitment: Recruits should be considered on an individual basis as candidates will not have been impacted in the same way, this is especially true for disadvantaged students. Recruitment therefore may need a more tailored approach going forward with less focus on grades and more consideration for their situation at home, family responsibilities, and personal health.
• Mentor schemes for new starters: New employees can benefit greatly from mentoring and peer support in place to help them adjust to the workplace, particularly when paired with other young and relatable employees. This is beneficial for gaining new skills for both parties involved.

Take action and adapt to the changing world of work

The pandemic has created a rare and unique opportunity to positively change the workplace. It will be important for businesses to adapt to the new working world, one where HR is key to the future, and employers help candidates show their skills throughout the recruitment process. The skills gaps in the COVID-19 generation are a looming issue that should be acknowledged and addressed now, as the impacts of the pandemic are predicted to ripple through the education system for several years.

Join the CBI’s In Discussion with Matthew Percival, Director of People and Skills on 7 June to delve deeper into how the pandemic has impacted young adult’s preparedness for the workplace and what you can do to make a difference. Additionally, First Intuition will be hosting another talk discussing onboarding the COVID-19 generation on 9 June.

EACH are seeking Auction and Raffle prizes for the their Charity Golf Day in memory of Stanley McLean on Friday 2nd July at Royal Norwich.  The online auction will run in the lead up and on the day to ensure we can raise as much money as possible.  East Anglia’s Children’s Hospices (EACH) provides care for children and young people with life-threatening conditions across East Anglia and supports their families. The pressure of the pandemic means our vital services are more important than ever and we continue to offer our outstanding care giving a life-line to families at an unimaginably difficult time. We need support from local businesses now more than ever.  Please contact caroline.allen@each.org.uk if you are able to help.

We hope you have had a great bank holiday weekend, we are so pleased to see the sunshine!

It is going to be another busy week here at Shield Health and Safety but we felt it important to take the time to welcome officially, David Goosey to the team

David has worked with Shield for a number of years on a part time subcontractor basis.

He joins us as a fulltime employed instructor and brings a great depth of training knowledge and customer focus to the team.