Having come from a background of Marketing and PR, I am very grateful to be given the chance to use the skills I have learnt from University and past job roles, and apply them to this new position. I know how hard it is to find a job in Marketing as a graduate, and finding out I was chosen from 34 applicants gave me a boost, and I will quote Stafforce by saying, I must have been doing something right!

So I’d like to take this opportunity to thank Stafforce for giving me that chance to prove myself.

One of the things I love about Marketing is the fact you are always busy and on your toes! Stafforce has definitely lived up to this expectation. With a lot of changes being made to the company, the marketing team is working hard to make sure the communication between the company, staff and public is at the top of its game.

I’ve already made my mark in a number of projects, like Relay’s new website, press releases, event management and marketing surveys. Over this past month I have had many exciting meetings with a lot of internal colleagues and external partners.

As I settle into my next few months, there will be more blogs to come and a lot of work will be done to the branding, so I hope you all enjoy the changes you see from Sarah and me.

In the meantime, I know there is a lot more to learn in this role and I can’t wait to dive in and get involved. The one thing I’ve learnt already is that you have to have good tactics to avoid accidently volunteering to make the tea for everyone- I guess the skill to dodge this will come in time!

If the answer to this question is yes, then it might be a good time to review your arrangements in light of the outcome of the tribunal case of Reed Group of Companies v HM Revenue & Customs (2012) UKFTT28 (TC).

Reed made travel and subsistence payments under a “salary sacrifice” arrangement, however the tribunal declared that clear contractual arrangements were not in place and so there was not actually a salary sacrifice agreement in place.

Stafforce has for four years refused to operate the Mobile Worker Scheme as in our opinion the Salary Sacrifice model available is neither legal in process nor ethical in principle. There was a NMW Act amendment in the latter part of 2010 which was passed to stop the Mobile Worker Scheme being operated via the Salary Sacrifice model for those paid at NMW or close to NMW. Nevertheless many agencies continued regardless during 2011 and into 2012, though most have now changed from a Salary Sacrifice model given the outcome of this tribunal.

So, what does a labour user using an agency that is operating a salary sacrifice scheme have to be concerned about? Well, Reed now faces a tax bill of £158m, yes 158 MILLION POUNDS. Recovery can be made via “debt transfer”, where the HMRC can seek to recover this from not only Reed, but from Reed’s clients, the labour user.

This tribunal demonstrates clearly the need to make sure that any tax avoidance schemes are effective for tax purposes and we strongly recommend that you take legal advice and make appropriate changes as soon as possible.

I’m recruiting a Graduate Marketing Assistant and the opportunity has attracted lots of applicants; I think it was 35 at the last count. It’s nothing more than I would expect in the current climate but it really has highlighted to me what makes a good CV and what does not!

1. Don’t apply for a job unless you have the essentials; In my advert I said that I was looking for a good recent marketing (or similar) degree as essential. The first and the easiest thing to do was to rule out people that didn’t fit the bill.
2. Check, check and check again; If you’re applying for a marketing job, no matter how junior, please make sure that there are no spelling mistakes and that your copy is grammatically correct. If you don’t, it brings into question your ability to write effectively and your attention to detail. If you can’t get your CV right to sell yourself, how will you promote our business?
3. Relevant experience, even if unpaid, does count! If you’ve spent years doing a marketing degree, you really need to try and back that up with some relevant experience in the workplace because that’s what your competition is doing. Those applicants who seemed to have gone all out to get unpaid internship / voluntary work or who had relevant work experience stand out from the crowd.
4. Make your CV look good and stand out from the crowd; How your CV looks and is presented makes a big difference to me. Tasteful use of colour, striking designs and text layout all improve your chances. They help you stand out and show me that you can be creative and original.
5. Tell your story to interest and engage me; When reading through a CV I’m looking for people to tell their story in an interesting and engaging way. In the back of my mind I’m trying to build up a picture of you. I want to know the facts but I also want to get a feeling for your flair and personality.
6. Less is most definitely more; When you have many, many CVs on a pile to read, a lengthy CV is not necessarily a positive thing. Keep it sharp and salient, ensuring that you get your key points across.
7. Always tailor your CV; Make sure that you update your CV and present a good case as to why you’re the right person for the job that you’re applying for. A little bit of effort reaps the reward.
8. Who are your referees? Make it clear if your referees are work, education or personal ones. If they are work I would like to know their job title and relationship to you in the workplace.
9. Sound interested in the job; In my recent experience there were a few people that I felt did not really want the job and had other ambitions and dreams! I know that it’s a difficult time for Graduates getting into the world of work, but I decided against interviewing some people as I felt it would only offer them a temporary stop-gap before something more up their street came along!
10. Ask for feedback; Finding out what people think is good because then you can always make improvements. Ask a friend, a colleague, or even an interviewee.

150 people are employed across the Stafforce business and six of these people are current Apprentices.  We understand that ‘growing your own talent’ makes good business sense and it is also good to give young people a chance to get on and progress, especially in these challenging times.

Ethan Allan, who is currently working in the IT team and doing his Apprenticeship in Customer Service, says:

“I am working across Stafforce and with our IT supplier Highlander. I have learnt so much in a short amount of time and I am looking forward to the rest of 2012. I’m hoping that the Apprenticeship will lead to a full time job and enable me to progress towards my aspirations of being an IT Manager.”

Apprentices at Stafforce get an opportunity to learn about the business and industry grass roots up, gaining experience in a working environment and at the same time, earning money. By the end of their Apprenticeship they are better prepared for the world of work and they have an accredited qualification. Apprentices also gain valuable social skills which aid their personal development.

There are indeed a number of past Apprentices who have gone on to be employed and are proving a success in the Stafforce business.

Take Chloe Sanders for instance. Chloe came to Stafforce as a Business Admin Apprentice and was subsequently offered a permanent position as a Recruitment Administrator and Resourcer in the Rotherham Branch.  Christian Rudd, Senior Branch Manager for South Yorkshire says

“Chloe achieved her Apprenticeship in record time and quickly got to grips with the business and her role. I offered her a permanent job because she is exceptionally competent and a valued member of my team. She is doing great!”

As a recruiter Stafforce works with clients on “bottom-up” recruitment, ranging from supplying people to man a production line on a temporary basis to offering Apprenticeship and placement solutions. We are currently in the throes of developing a range of new and innovative skills recruitment models where Apprenticeships play a pivoting role. Watch this space!

The day saw an early start on the 6.22am train from Doncaster and when we arrived at Kings Cross and took a taxi to Green Park, the taxi driver seemed to know that it would be Prince Charles doing the Investiture and that Colin Firth was getting his award!

By now texts were arriving full of good wishes and congratulations, which were very comforting but did nothing to relieve the nerves and increasing state of stress that I was in.

We walked across the park to the Palace and went through our security checks and followed Colin Firth, with his wife, son and mother up the Palace steps. Much nudging and grinning from my son and daughter!

I was now separated from my family and directed to the Gallery where all the recipients mingled for a while and I met some really interesting people. One guy had worked at the Houses of Parliament for 42 years in the maintenance team and talked me through each Prime Minister and then there was the lovely Ashid, who was deaf and dumb and being recognised for his charity work with disability. He asked me through his interpreter and friend if I was nervous. The fourth application of lipstick had given me away!

We watched several knighthoods and had twice been given our brief on what to do. It was soon my turn!

I followed the equerry until we got to the hall where people were disappearing into the Ballroom to their next waiting station. My mind was firmly fixed on; curtsey, step forward, chat, chat, shake hands, reverse and curtsey, then leave the Ballroom, without embarrassing myself in any way!

Charmian, Mrs Roberts, MBE for Services to Education………..

Fix smile, walk forward, turn to the Prince curtsey and step forward.

HRH: I am pleased to present you with this award for your work with in education, which is much appreciated.

Me: Thank you Your Royal Highness, I really love the work I do and to be recognised for it is fabulous.

HRH: I expect a lot of businesses take part.

Me: Yes work experience is biggest national programme.

HRH: Well carry on the great work.

HRH offers his hand and this is my cue to exit, to back off and curtsey.

A huge smile of relief and pleasure sweeps my face and off I go with my medal to the Ballroom. After a quick look at Colin Firth and his family clearly enjoying the day I go to my own proud family sitting at the other end of his row.

I glance up to appreciate the truly fabulous surroundings where large banquets and dinners are held, glittering chandeliers and magnificent architecture. All the famous people, kings and queens and statesmen who have graced this room and here was little old me! I opened the box for my first real look at my MBE. Wow, a lovely dark pink ribbon in a bow with the medal hanging from it, for me, Charmian Roberts MBE.

Finally we stand for the National Anthem, as the Prince and his entourage leave the Ballroom and then we have photographs in the quadrangle.

What a truly memorable and special day!

Ultimately, ‘Talent’ consists of individuals making a difference to organisational performance by demonstrating and achieving their potential. This has become increasingly important to businesses, as with the ever changing economic climate, the ultimate differentiator that companies have to offer is its people.

So what does Talent Development consist of? Firstly it is around identifying and maximising your existing talent potential. As a minimum, organisations need to develop approaches for Succession and Career Planning, Performance Management Learning and Development’ and how they recognise employees. Whilst these processes are vital there needs to be an underlying culture where employees feel valued, supported, developed and encouraged to realise their full potential.

As well developing and retaining internal talent, ‘Talent Development’ is also about attracting talent through effective recruiting and hiring processes. In order to attract the best people to fill your talent pipeline it is vital that your organisation is perceived externally as being the best. Consider this … how do you want potential employees to view your company?

I’ll leave you with this introductory statement from arguably the most successful global organisation and how they approach talent development: “There’s the typical job. Punch in, push paper, punch out, repeat. Then there’s a career at Apple. Where you’re encouraged to defy routine. To explore the far reaches of the possible and to be a part of something far bigger than yourself. Because around here, changing the world just comes with the job description.”- Apple!

I felt engaged throughout all of the sections and impressed with the achievements Stafforce has made in 2011.

During the seminar I felt proud to be part of such a successful company and to hear other people talk with passion and enthusiasm inspired me.

The business plan for 2012 shows Stafforce is determined to make it even more successful than 2011. I am excited that I can be a part of this, especially with the introduction of the academy.

It also was great to see so many people who have served over 10 years with Stafforce and the company’s recognition of this in the awards.

After the fun and vision of Steve Street’s presentation it was nice to join every one with the Hollywood themed evening. The food, entertainment and most of all the atmosphere was a great way to celebrate the successful year of 2011 for Stafforce.

I look forward to being part of a successful 2012.

However in many cases the only way a traditional recruiter can increase their profits is to get more people working into client organisations. This runs contrary to helping to improve profitability in those same client organisations.

Often the operations and / or Human Resources people within organisations are faced with the dilemma of getting the workers in, or face the consequences of not reaching the production, or output targets that are required by the organisation.

This dilemma can be improved by better planning, but we all know that in the current market, short time scales and 24 hour turnarounds are the norm, not the unusual.

We at Stafforce are taking a different view to most traditional recruiters by working with our clients to help them to improve efficiencies, improve sustainability and improve
profitability.

Our experience is that this approach has  not reduced the numbers of staff required, but increased them as the organisations become more successful and win more orders – a win / win in anyone’s eyes.

So what might you expect to read about on our blog in 2012? Well there is always plenty  going on at Stafforce and we are more than your traditional recruiter. Today we’re working with clients to improve their profitability through people, processes and technology. We’re offering the employers and candidates that we work with something extra at every stage of their journey with us and our blog will tell you a little about how we’re doing this, share some of our success stories and open up discussion around issues that are affecting industry.

If you’ve never heard of Stafforce before, well the foundations were laid over 30 years ago in South Yorkshire and the story has unfolded since then. We’re national, we’re growing and the Stafforce story is exciting. Stafforce is a great recruiter with a strong track record of working in a number of specialist sectors, including food manufacturing, industrial, ports, retail, engineering and construction. Our clients are UK wide and range from well-known national brand names to local SME businesses. As part of our growth plans we’ve acquired Relay Recruitment and TEK Personnel Consultants over the past 12 months, to strengthen our foothold in the recruitment industry. We’ve also acquired Action 4 Business and CenFRA (Centre for Robotics and Automation) – two consultancy businesses which are helping us to work in partnership with our clients to innovate and improve their bottom line.

We hope that you’re going to find what we’ve got to say on the Stafforce blog interesting and worthy of a good read.

Data??  Well we have lots of it at Stafforce and it’s about how we use this data and information to continuously improve our business and our candidate and client experience.

The new CRM will help Stafforce to achieve its goal of becoming a top ten recruiter through triggering a revolution to our workflows specifically how candidates and clients interact with us.  Of course it’s fair to say that this isn’t without it’s challenges but essential to support business growth, offering VFM and ensuring that Stafforce and our clients remain compliant with the latest employment legislation.