IR35 is the commonly used term for the UK legislation introduced over 20 years ago to prevent“disguised employment” tax avoidance.In simple terms, avoidance arises when the disguised employee takes advantage of lower taxationoffered to corporates than that given to individuals, by working through an intermediary vehicle,such as a personal service company (PSC).Reforms to this legislation were introduced in the Public Sector in 2017, and then rolled out to thePrivate Sector in 2021. From 6 April 2021, the responsibility for determining an IR35 status changedfrom the director of the PSC to the end client (when working with medium or large businesses). Thefee payer (usually the agency) then has the responsibility for ensuring the correct tax and NICs arededucted from the fees and paid to HMRC.

The IR35 test focuses on several key elements including control, right of substitution, mutuality ofobligation and financial risk: -Control Who is in control of what, when, where and how the work is done?Right of substitution Can the contractor substitute who provides their services?Mutuality of obligation Does the client have an obligation to offer work and does the contractor have to accept?Financial risk Does the contractor face financial risk? e.g. for late delivery, quality issues?HMRC have an online tool to assist with the above and help make correct status determinations,CEST (Check Employment Status for Tax).If you require further information or support, please get in touch with our Compliance team who willbe happy to help.

We’re proud to have a diverse, talented team who create an inclusive and supportive culture. Read more about our team

Graduating with a degree in Business Management from Loughborough University, Arj found that recruitment was a great career choice for him.Arj started his recruitment career working in FMCG and supply chain recruitment in London before moving back to his Portsmouth routes and joining Astute in 2017.

Starting at Astute in 2013, Kev joined us to tackle the water market before transitioning to specialise in Power and Energy from Waste as a Recruitment Resourcer (now known as Delivery Consultants). His first role at Astute was to find the right candidates for the right roles mainly working on contract recruitment with the odd permanent roles thrown in making Kev an all-round recruiter.

Tim’s career began in performing as a professional singer in a close harmony group, singing at major venues, events, cruise ships and also by royal command for Princess Anne at St James’ Palace!Joining Astute in 2019, Tim had worked in recruitment previously and has ample experience in M&amp;E and construction recruitment for both contract and permanent staffing.

After completing her degree in Biology at The University of Southampton, Gemma first started working in retail before deciding on a career in recruitment.Joining in 2017, Gemma first started working on the water desk as a Trainee Recruitment Consultant, soon becoming a specialist in her field of permanent recruitment and moving into a full Recruitment Consultant role.

Recharge and relax with 25 days’ annual leave plus bank holidays. As a bonus, you can also take an additional day off for your birthday! Our Holiday Trading Scheme allows for even more flexibility, giving you the chance to ‘buy’ up to 5 days’ annual leave, depending on your needs.

Starting the day in the right way is an important part of our culture. That’s why we provide our employees with a daily complimentary breakfast. From fruit to cereals, crumpets to toast, you can enjoy breakfast on us every day to keep you healthy, energised and ready to seize the day.

Want to see how we can help with your recruitment? Leave your contact details and we’ll call you back

Recommend a friend and receive £300 in vouchers. Candidate recommendations are a vital part of our business and have generated some of our biggest success stories. Do you know someone who you think is great and is looking for their next role? Introduce them to us and if we then go on to place them in a role within 6 months, we'll reward you with a £300 Amazon voucher (T&C apply).

Register a vacancy and oneof our consultants will be intouch shortly to discuss yourrequirements in more detail

We’re proud to havehelped deliver a numberof critical projects for ourclients over the years

From fundraising runs for our chosen charities to collecting toys for the local children’s ward, we are passionate about supporting our local community. We are proud to support a variety of local networks including volunteer STEM talks at local schools and offering work experience placements for different age students. On a national level, we regularly fundraise for Save the Children and run a ‘Blood Club’ to support blood donation.

Ahead of commencing an assignment, we require all limited company contractors to be appropriately insured.Why do I need insurance?As a limited company contractor operating in business on your own account, insurances are a critical requirement. This provides assurance to all parties that your business is adequately protected in the event of a claim against you. It also demonstrates financial risk and helps to support your IR35 status.Does Astute require me to have insurance?Yes. To ensure your business is fully protected and compliant with our requirements, all limited company contractors must have the relevant insurances in place. You will also be asked to provide documentary evidence of this. Professional Indemnity (limit required £1m)- Professional Indemnity covers contractors who provide expertise, skills or advice. If you are accused of professional negligence, making an error or omission, or giving bad advice which results in a client losing money, this insurance provides cover for legal defence costs and damages awarded against you. It also covers any breach of confidence and sharing confidential commercially sensitive information without consent.

Public Liability (limit required £5m)- Public Liability insurance provides cover if someone is injured or property is damaged as a result of your actions whilst supplying services. Whether you are on your own premises or at a client’s site, you have a duty to protect anyone who might be affected by your activities. If you fail to do this, you may have to pay substantial compensation.Employers’ Liability (limit required £10m)- A compulsory insurance for all UK businesses with employees, Employers’ Liability insurance provides protection against claims from employees. Regardless of your set-up, this is often insisted upon and may be needed in the event a substitute is required to provide services during the course of your assignment.

<section class="content-part"> 		<div class="container"> 			<article class="wysiwyg-text"> <h4>Astute Technical Recruitment Limited (Astute) interacts with a wide variety of people, including our Employees, Clients, Candidates, Suppliers, and the wider community. It is important that we behave in a socially responsible manner, maintaining high quality standards. We understand social and environmental concerns and aim to operate in a way which adds value in everything we do.&nbsp; </h4> Our business values and operations must meet the expectations of our stakeholders, which is why we continually review the way in which Astute operates, to maximise our effectiveness. We take our feedback from our stakeholders very seriously and maintain open dialogue which helps us to fulfil our requirements. We communicate our strategies openly, ensuring ‘buy in’ from our stakeholders, and have a continual commitment to sustainable development. <h3>&nbsp;</h3> <h3>Employees</h3> Astute’s key assets are our employees, encompassing all departments. For this reason, we feel it is vital to offer each member of staff a structured training and development programme, to develop their career with us. We monitor our staff on a continual basis, identifying strength and weaknesses, and develop a programme to address key areas and encourage our employees to gain appropriate industry related qualifications, with financial assistance from the company. We believe it is important to build an enjoyable working environment which includes the opportunity for working flexible hours around a set of core hours. We also offer numerous benefits ensuring our peoples wellbeing is first and foremost part of our core values. Astute are keen to ensure employees are rewarded for playing a part in the growth and ultimate success of the company, whilst maintaining a healthy work/life balance. <h3>&nbsp;</h3> <h3>Community</h3> As a Portsmouth based business with a strong connection to the military, Astute work closely with the armed forces, and are proud to be part of the Armed Forces Covenant pledge. We also support our local community and have been and continue to be involved in several initiatives and events supporting the Portsmouth Hospital’s charity. We have taken part in several fundraising events, providing much needed funds and gifts for wards across our local hospital and the NHS. As part of our commitment to education and career development, Astute also work very closely with local Schools, Colleges and Universities to further develop future career opportunities by offering work experience, mock interviews, CV writing lectures and career workshops. <h3> Equal Opportunities</h3> Astute is an Equal Opportunities employer, which supports the principles of Equal Opportunities Act 1976, and the Sex Discrimination Act 1975. We aim to ensure that all candidates seeking employment do so on an equal standing and operate a diversity policy. We are proud to be a Disability Confident Employer and committed to ensuring that no candidate will receive less favourable treatment on the grounds of age, race, colour, nationality, ethnic origin, creed, disability, HIV status, sexual orientation, gender, marital or parental status, political belief, social or economic class or any other reason which Astute deems unjustifiable. <h3> Health and Safety</h3> Astute enforces a Health and Safety policy, ensuring that we identify and manage risk and consult with our employees on any issues which may affect their welfare.&nbsp; We have invested in several employees to become First Aid and Mental Health First Aid trained and provide and maintain a safe office environment. All electrical equipment is routinely PAT tested. Our employees understand the need to work in a safe manner to help prevent accidents and maintain healthy working conditions.&nbsp; Astute have carried out a full risk assessment of the workplace ensuring that it is COVID-19 safe and that we as business are doing all we can to protect our employees and mitigate the spread of the infection. For further information please refer to our COVID-19 / Social Distancing Policy and COVID-19 Healthy &amp; Safety Workplace Risk Assessment. <h3>&nbsp;</h3> <h3>Environmental / Waste </h3> Astute is committed to operating in an environmentally friendly manner, in accordance with sound environmental practices. To achieve our goals, we look to minimise our consumption of natural resources and energy, whilst consuming material goods in moderation. We try to reduce the creation of waste by the adoption of improved operating practices, such as running a virtually paperless office, submitting invoices electronically and asking candidates to submit their CV’s in electronic format. Where we do create waste we aim to recycle, where possible, and Astute have a range of recycling bins for various materials, including Laser Cartridges, Cans, Paper and Plastics. All waste is disposed of in a safe and responsible manner, and we keep up to date with environmental legislation, helping to understand our impact on the environment, and develop new processes. Astute’s staff are trained and educated on key environmental factors, in the context of our business environment.&nbsp; This policy is particularly relevant and important to Astute as we work with several organisations within Environmental, Power Generation, Renewables and Waste. <h3>&nbsp;</h3> <h3>Energy </h3> Astute appreciates the need to operate in an energy efficient manner, especially as we work closely with several companies within the Power Generation and Renewables. We attempt to reduce our energy consumption in a variety of ways, including turning down the water heating system, turning off lights when they are not being used and unplugging mobile phones as soon as they have finished charging. Several Astute’s employees share lifts to and from work and we also ask that our staff share lifts when going on client visits. Astute also offer a ‘Cycle to Work’ scheme to promote a healthier journey to work and reduce environmental pollution.</article></div> 	</section>

People is one of Astute’s core values. Placing people at the forefront of our company means we strive to make a positive difference to everyone who interacts with us. Keeping our employees happy and healthy We encourage our staff to have a healthy work-life balance. In addition to our flexible work policy, we also offer a 9-day fortnight, allowing our employees to have more time to spend how they want to spend it. Making a positive difference in the communityOne way we aim to make a positive difference is through our CSR strategy. We are passionate about contributing to our local community and supporting local initiatives, like sharing our knowledge at STEM events with schools and providing work experience for students. We are also proud to support multiple charities including Solent Mind – a leading mental health charity in Hampshire - and Family Action – a charity supporting families with practical, emotional and financial support.

At the beginning of each year, our employees get the chance to pick our charities of the year, allowing us to focus on our fundraising and awareness-raising activities. Many of our employees are also involved in charitable work outside of work which you can read more about in our blogs. Blood donation is another cause that is important to us so we have a ‘Blood Club’ to help support NHS Blood Donation. Contributing to a more sustainable planetWe believe in building a sustainable future and therefore minimise our impact to the environment by reducing waste and improving efficiency. As a result of this continued commitment we are proud to have achieved the ISO 14001 accreditation.

<section class="content-part"> 		<div class="container"> 			<article class="wysiwyg-text"> <h3 style="margin-bottom: 10px; font-size: 36px; font-family: Montserrat, sans-serif; line-height: 1.1; color: #00a9e0;">Our Data Retention Notice</h3> <h4> We understand our legal duty to retain accurate data and only retain personal data for as long as we need it for our legitimate business interests and that you are happy for us to do so.&nbsp;Accordingly, we run data routines to remove data that we no longer have a legitimate business interest in maintaining.</h4> We will remove your personal data from our systems if we have not had meaningful contact with you for 5 years.&nbsp;By ‘meaningful contact’, we mean communication between us whether it is verbal or written, where you have actively engaged with our services.&nbsp;This could include updating your CV or applying for a vacancy either verbally, via an email or through our website. In some instances, we are required by law to retain data for longer periods, for example if you have worked as a contractor through us.</article></div> 	</section>

Register a vacancy and one of our consultants will be in touch shortly to discuss your requirements in more detail

"Recommend a friend and receive £300 in vouchers. Candidate recommendations are a vital part of our business and have generated some of our biggest success stories. Do you know someone who you think is great and is looking for their next role? Introduce them to us and if we then go on to place them in a role within 6 months, we'll reward you with a £300 Amazon voucher (T&C apply)."

Every employee is offered comprehensive medical healthcare cover to support them when they need it most. Our flexible work policy also helps you maintain a good work-life balance.

As part of our wellbeing commitment we’ve introduced a 9 day fortnight.That means our employees get every other Friday off to enjoy at their leisure whilst still getting paid for 10 days!Whether you want to head off for a long weekend away or just have a lazy day at home, every other week you can spend your Friday off exactly as you wish.

We believe that the key foundations of success are built on trust, respect, and encouragement which is why we are proud to place our people at the centre of everything we do.

We believe that the key to success is built on trust, respect, and encouragement which is why we are proud to have people at the centre of everything we do.We know that by developing and nurturing our people we can support growth and progression, not just within the business but also with your own career success. Our supportive and inclusive culture creates a sense of belonging ensuring you will never be just a number.

With people at the heart of everything we do, Astute are proud to provide exceptional learning and development at all stages of your career.Our inhouse training is provided by fully qualified training professionals who also have first-hand recruitment consultancy experience. With a dedicated induction programme followed by inhouse and external professional qualifications, you can expect a robust and supportive learning environment dedicated to your own development in your recruitment career.

This year, we decided to sponsor Young Lives VS Cancer, a cause that holds great significance for us. At Astute, there are a number of us who have had someone close to us experience cancer. This is something that affects more than just us at Astute, and we know and feel the impact that this has on patients and their families. Young Lives vs Cancer Young Lives VS Cancer is a charitable organisation that provides invaluable support to chi ho are facing the challenges of cancer. The charity addresses various aspects, ranging from financial assistance to mental well- being. They ensure ongoing support throughout the treatment and beyond, covering areas such as day-to-day assistance, managing cancer-related expenses, facilitating access to home centers close to hospitals, supporting education continuity, and providing bereavement support.&nbsp; Astute is embarking on an extraordinary journey that will test our limits and create a lasting impact. We have challenged ourselves to a grueling 50km walk that will demand immense dedication, training, and effort. With every step we take, we will be raising funds to make a difference in the lives of those affected by childhood cancer.

Located at the prestigious Lakeside complex in Portsmouth, our office not only has stunning views but is also conveniently placed adjacent to the M27 and a short walk from Cosham train station.Offering trails around the lake, relaxed meeting spaces, onsite childcare facilities and plentiful parking, our office has it all. At lunchtimes, you can visit the onsite cafes, shop, hair and beauty salons, florists - or even sample one of our Friday pop-up food stalls! With plenty of spots and social activities on offer across the campus all year round, it's the perfect place to work.

Even the most successful of businesses can’t thrive unless it’s reinforced with a great culture. Our people have created a high-achieving environment that encourages every individual to perform to the highest of standards.

IntegrityTo be honest and demonstrate strong moral principles.KnowledgeTo strive to become an expert in all that you do.DiligenceTo apply careful and persistent work or effort to accomplish tasks undertaken/ solve problems.PeopleTo put people at the heart of everything you do.

Astute prepares you for the years ahead with a comprehensive pension scheme to support you later in life.

From enviable commission schemes, company awards nights, trips abroad and employee of the month, we’re proud to celebrate employee successes at every milestone achieved.

<section class="content-part"> 		<div class="container"> 			<article class="wysiwyg-text"> <h4>Astute operates in the white-collar engineering and technical recruitment and staffing sector, supplying both contract/temporary and permanent services.</h4> It commits to protecting its staff, candidates and clients, as far as is practically possible, from acts of slavery, servitude and forced or compulsory labour, and/or human trafficking; this follows through to strict due diligence through its supply chain and there is a separate policy for this available, complying with the controls imposed under ISO9001:2015.&nbsp; In essence, we only operate only with white-collar technical candidates, roles and clients that operate ethically in this regard. Part of the role qualification process we follow for each and every job order we take includes the work environment, health, safety and environment, working conditions and working hours; these are also confirmed with a site visit, where possible to eradicate all and any risks associated. Furthermore, we primarily operate in the UK and Western Europe, where we understand that the risks are very low. Staff training is available via our intranet, known as The Hub.&nbsp; The policy document is in a secure drive and is both approved and signed by the Managing Director.​</article></div> 	</section>

As a company, we enjoy regular get-togethers outside of the office and frequently organise nights out and events for everyone to enjoy. As a thank you for your hard work and success throughout the year, Astute employees can join additional celebrations including Halloween and Christmas parties, on-site BBQs on our private terrace and annual black-tie award ceremonies.

We believe that the foundations of success are built on trust, respect, and encouragement which is why we place our people at the centre of everything we do. &nbsp;

We believe that the foundations of success are built on trust, respect, and encouragement which is why we place our people at the centre of everything we do.

<section class="content-part"> 		<div class="container"> 			<article class="wysiwyg-text"> <h3>Terms of Access</h3> This is the www.astutetechnical.co.uk website (”the Site”). Your use of the Site is subject to the following terms and conditions, which you are deemed to accept each time you use the Site. <h3> Member Account, Password &amp; Security</h3> To access certain areas of the Site you may be required to register with us. In completing the registration process you must provide us with current, complete and accurate information as prompted by the applicable registration form. You may also be required to choose a password and a user name. You are entirely responsible for maintaining the confidentiality of your password and account and for any and all activities that occur under your account. You agree to notify us immediately of any unauthorised use of your account or any other breach of security. We will not be liable for any loss that you may incur as a result of someone else using your password or account, either with or without your knowledge. However, you could be held liable for losses incurred by us or another party due to someone else using your account or password. You may not use anyone else’s account at any time, without the permission of the account holder. <h3> Terms of Business</h3> Each employment assignment or placement arising as a result of an introduction made by us will be subject to our standard Terms of Business as they are applicable in the circumstances. <h3> No Unlawful or Prohibited Use</h3> You will not use the Site for any purpose that is unlawful or prohibited by these terms. You may not use the Site in any manner that could damage, disable, overburden, or impair the Site. You may not attempt to gain unauthorised access to any part of the Site, other person’s account, or to any computer systems or networks connected to the Site, whether through hacking, password mining or any other means. You may not obtain or attempt to obtain any materials or information through any means not intentionally made available through the Site. <h3> Accuracy of Information</h3> Whilst we make every effort to ensure that the information on the Site is accurate and complete, some of the information is supplied to us by third parties and we are not able to check the accuracy or completeness of that information. We do not accept any liability arising from any inaccuracy or omission in any of the information on the Site or any liability in respect of information on the Site supplied by you, any other site user or any other person. <h3> Information Submitted by You</h3> You are solely responsible for any information submitted by you to the Site. You are responsible for ensuring that all information supplied by you is true, accurate, up-to-date and not misleading or likely to mislead or deceive and that it is not discriminatory, obscene, offensive, defamatory or otherwise illegal, unlawful or in breach of any applicable legislation, regulations, guidelines or codes of practice or the copyright, trade mark or other intellectual property rights of any person in any jurisdiction. You are also responsible for ensuring that all information, data and files are free of viruses or other routines or engines that may damage or interfere with any system or data prior to being submitted to the Site. We reserve the right to remove any information supplied by you from the Site at our sole discretion, at any time and for any reason without being required to give any explanation. We will process any data which you provide in completing the online registration or application forms and any further forms, assessments or personal details which you complete or provide to us when using the Site in accordance with UK data protection legislation. We explain more about your personal data in our Privacy Statement. Personal information comprising your CV may be accessed by third parties outside the Economic European Area. This could happen, for example, if you apply for a vacancy where the employer is based outside the EEA. By registering and using the Site, you consent to this transfer. By registering and using the Site, you also consent to us collecting and processing sensitive personal data supplied by you and disclosing this information to prospective employers and clients in connection with the recruitment process (which for these purposes includes the process of gaining employment and the ongoing administrative process involved once you have gained employment). <h3> Hyperlinks</h3> On the Site you may from time to time be offered links to other sites which we hope will be of interest to you. We do not accept any responsibility for or liability in respect of the content of those sites, the owners of which do not necessarily have any connection, commercial or otherwise, with us. Using the links to gain access to such sites is done entirely at your own risk. <h3> Copyright</h3> The rights in material on the Site are protected by international copyright, software and trademark laws and you agree to use the Site in a way which does not infringe these rights. You may copy material on the Site for your own private or domestic purposes, but copying for any commercial or business use is not permitted. <h3> Termination</h3> We may terminate your registration and/or deny you access to the Site or any part of it (including any services, goods or information available on or through the Site) at any time in our absolute discretion and without any explanation or notification. <h3> Miscellaneous</h3> The use of the Site and any agreements entered into through the Site are to be governed by and construed in accordance with English law. The courts of England are to have exclusive jurisdiction to settle any dispute arising out of or in connection with the use of the Site or any agreement made through the Site. If any provision of these terms of access is held to be invalid by a court of competent jurisdiction, such invalidity shall not affect the validity of the remaining provisions, which shall remain in full force and effect. These Terms of Access may be changed by us at any time. You will be deemed to accept the Terms of Access (as amended) when you next use the Site following any amendment.</article></div> 	</section>

If you are currently studying for your A Levels or Degree in Business, Engineering, Finance or Marketing we can support your short and long term work placements.We are committed to supporting our community and offer regular work placements for schools, colleges and Universities across Hampshire and West Sussex. If you are interested in a work placement with us please contact our office.

As part of our commitment to our people we have a clear development process in place to ensure you feel developed and supported at every turn.Our high performance culture enables us to encourage innovation and creativity amongst our teams. By sharing best practice through one to one support, monthly reviews, Teach and Eat sessions and group workshops we have developed a training culture open to all. With Astute you are never just a number. Our training culture ensures your development works side by side with your values and career ambitions.

Sharing best practice doesn’t just come from within. Our range of external qualification supports your development whilst gaining a recognised certification within your field.We are proud to support external qualification for our employees in all departments at Astute. From a Level 2 NVQ in Resourcing to degrees in Operations and Management we will financially and practically support external qualification with our gold standard education providers.

If you’re looking for more than a job or want to develop further on your established career path, we are the business for you.Your career aspirations are important to you which means they are important to us. We promise to continuously drive your performance to enable you to reach your career goals. With clear succession and promotion paths in place at all levels of the business, we will support your professional ambitions throughout your recruitment career at Astute.

Recruiting great people to power a sustainable world.Astute Technical Recruitment is the UK’s leading technical recruiter in the Power, Nuclear, Renewables, and Waste sectors. We believe in creating a sustainable world powered by innovation. Recruiting great people to make a difference.

Generation Z (Gen Z) views a good work-life balance and job stability as two of the most important factors in their future careers, according to new research by Graduate Management Admission Council (GMAC). The report, Gen Z in the GME Pipeline, examines the career aspirations and goals of Gen Z students applying to business education courses. Analysing and understanding Gen Z&rsquo;s wants and needs has become more important as this generation begins to dominate the talent pipeline for businesses. The findings show the importance Gen Z places on success not only in their careers, but their personal lives. Work-life balance is of utmost importance to them, not just during their time in management education but also in their future careers. While financial gain remains a motivation, they also desire fulfilment, happiness, and stability. Stability on one hand is associated with financial independence; respondents expressed a desire to set up a strong foundation for their future from their early career. But stability for Gen Z is also considered as an important trait they identify when assessing the sector, industry and jobs they aspire to, a lasting consequence of the COVID pandemic. While finance and accounting are seen as stable career paths, Gen Z on average finds tech more turbulent than millennials and are less likely to want to pursue a career within the industry. This is seemingly due to the mass firings that have been seen across tech companies such as Alphabet, Meta, and Amazon, exacerbated by the volatile nature of tech company stocks and shares. Other findings from the report indicate Gen Z's greater inclination towards collaboration and inclusivity. They envision future careers where they can collaborate with diverse teams, valuing perspectives from peers of different nationalities and cultures, and prioritising workplaces that address climate change and social injustice, aiming for careers that make a positive impact. On average, the respondents were optimistic about their individual future&rsquo;s but anxious about the state of the world&mdash;including its impact on their own lives. The report finds an &ldquo;emotional undercurrent&rdquo; to the ambitions and career aspirations of Gen Z, where respondents highlighted that they wanted to feel a sense of pride in their work. Another respondent said, &ldquo;When chatting with my friends, most of our topics are about future work...will you care about whether your future work is what you like, whether it will make you feel stressed, or will you be happy?&rdquo; Gen Z are also more likely to want to see social action from their employers than millennials, whether that be regarding sustainability, climate change and/or inclusivity. &ldquo;Gen Z are a highly socially conscious and aware generation that manages to balance ambitious future career plans alongside anxiety for the future of their community and the world,&rdquo; says GMAC Regional Director for Europe, Nalisha Patel. &ldquo;And they want employers and educators to respond to their expectations. From personalised courses and modules in higher education, to hybrid work in the professional world, Gen Z want their education and work to really reflect their interests as well function alongside their personal ambitions. Undertaking this research helps us not only understand this, but also compare with other generations too.&rdquo; The report draws on qualitative research conducted by GMAC between 2022 and 2023. The results highlight the changing expectations for businesses as their talent will increasingly be coming from the generation of students highlighted in this report.
<a href="https://www.astutetechnical.co.uk/our-team/kevin-over/" target="_blank" rel="noopener">Kevin Over</a>, Head of <a href="https://www.astutetechnical.co.uk/sectors/power/" target="_blank" rel="noopener">Power </a>at Astute Technical Recruitment, added, &ldquo;It is not just Gen Z who are looking for a strong work-life balance and stability when they look for their next opportunity.
&ldquo;Increasingly, leading candidates are asking about the culture, career development and for more understanding around their corporate social responsibility commitments.
&ldquo;With the current market as it is, and a prolonged talent shortage, we are advising our clients to emphasise their employee value proposition as much as possible to stand out to candidates and attract the best talent.
&ldquo;The businesses that are proving the most successful with their recruitment campaigns are those able to show consistency on their working models, and be detailed about what they can offer candidates, who across the energy sector are in serious demand.&rdquo;
<hr>
Kevin Over joined Astute in 2013 as a Delivery Consultant in the water division. He is now the Head of Power for Astute.&nbsp;
Connect with Kevin on <a href="https://www.linkedin.com/in/kevin-over-power-recruitment-specialist/" target="_blank" rel="noopener">LinkedIn</a>.&nbsp;
Check out our <a href="https://www.astutetechnical.co.uk/jobs/" target="_blank" rel="noopener">latest jobs</a> in the Power Industry.
Get in touch with us for <a href="https://www.astutetechnical.co.uk/looking-to-hire/" target="_blank" rel="noopener">help with your recruitment campaigns</a>.&nbsp;

Work-life balance and job stability of utmost importance for Gen Z

Work Experience at Astute: Lily's Story

The job seeker culture is changing. Work-life balance, flexibility, skills growth, earnings potential and a better CV seems to be more important to some than a career. Project-based roles where specialist skills are in demand are attracting job-seekers to the contract world. Contingent, contract or interim staffing represent a flexible method where specialists are engaged when needed, ranging in lifecycles from 6 to 36 months. Despite the uncertainty that came with Brexit, and the IR35 legislation affecting both private and public sectors from April 2020, contract work has continued to strengthen in the UK, and particularly across Astute's core areas in Power, Construction, Renewable Energy, Nuclear, Defence, Waste, Water and Manufacturing.&nbsp;&nbsp; Paul Martin, Astute’s Business Development Director, believes that several factors drive contingent staffing.&nbsp;Skills shortages exist in all areas of high-level white-collar consultants. Paul suggests the market is much more open and flexible, even when a candidate is in a permanent position.&nbsp; Every so often people want a change, maybe due to life reasons, or because they need a career break. Gaining a bit of career perspective allows them to gain invaluable experience that staying in their existing role might not. It will also improve the look of their CV no end. I, myself, did an 18-month stint as a Consultant before returning to a permanent position, making 100% sure it was the right one before doing so!&nbsp;Historical figures suggest that contracting both supports the UK during growth, but sometimes forgotten, thrives during a recession. Data provided by the Office for National Statistics show that the number of engineering contractors in the UK increased by over two-thirds in recent years. These statistics reveal that the number of contractors rose by 68% between 2011-2016. The increase in flagship projects such as Hinkley Point C coupled with skills shortages has enabled job-seekers to have more choice - and the appeal of contracting is obvious.&nbsp; Contracting works for both clients and candidates. The skills shortage can be managed by strategic hiring through contract work, as employees with in-demand skill sets can be difficult to find and hire, in particular, quickly. By partnering with recruiters who specialise in contract work, a client can better position themselves to capture talent. Paul explains:&nbsp; We've continued to invest in new headcount in our Contract Division to keep up with the increased demand. In addition, we've invested in sophisticated AI-based sourcing tools allowing us to search multiple candidate channels simultaneously. Since adopting this technology, we've been able to quickly find exactly the right highly-skilled people and our clients have seen a drastically reduced time-to-fill, hence less project slippage! So, if you’re thinking of taking the leap into the world of contract work or just want to know more about the sector, why not book a call or meeting with Paul here? We have a number of Contract roles in the UK with some of our most well-known multinational clients, albeit they’re never on our website for long! <h3>Perhaps you are currently trying to fill a specialised role within your company. Why not take advantage of our specialist knowledge and let Astute partner with you?</h3>

Why using white-collar contractors is good for business

Blue Monday, the third Monday in January, is often referred to as the most depressing day of the year. This is due to a combination of factors, such as the post-holiday blues, the end of the festive season, and the feeling of disappointment that often comes with not being able to keep our New Year's resolutions. As we try to maintain a balance between our work and personal lives, it can be challenging to take care of our health and deal with everything life throws at us. But it's important to remember that we're not alone in this. At Astute, we recognize the importance of supporting our staff and fostering a positive work-life balance. Sam Bradshaw, our People Manager, has a passion for supporting employee health and wellbeing and adds “People are our central value and having a family friendly work-life balance is really important to us as a business. To support our staff, we offer a range of benefits such as our 9-day fortnight, flexible working, and enhanced maternity leave which not only give peace of mind but encourages inclusive working practices. These benefits allow our employees to take the time they need to take care of themselves and their families, while still being productive in their working life.” As well as support internally, Astute are strong advocates in giving back to our local community. We regularly support local charities and causes and encourage our employees to get involved in community activities. You can see some of our charity initiatives <a href="https://www.astutetechnical.co.uk/join-us/benefits/" rel="noopener noreferrer" target="_blank">here.</a>We understand that everyone is facing different challenges, but by working together and supporting one another, we can help each other through the difficult days. We believe that by fostering a positive work-life balance and supporting our employees' well-being, we can help to make Blue Monday and every day less daunting. But it is not only at work where we can take care of ourselves, it is also important to have self care practices outside of work. Some ways that you can look after yourself and reduce stress is by practicing mindfulness, doing physical activities, engaging in a hobby, getting enough sleep and taking time to relax. There are many ways of taking care of ourselves and finding what works for you will take time and experimentation. Remember to take the time to do what makes you feel good and balanced. If you are struggling and not feeling like yourself, it's always a good idea to reach out and talk to someone. In conclusion, Blue Monday can be a tough day for many of us, but by taking care of ourselves both at work and outside of it, connecting with our colleagues and community, we can make it through.&nbsp;

Why so blue this Monday? 

Astute are paving the way to a new way of recruitment with the introduction of our 100% candidate focused Customer Success Team.&nbsp;We have spoken to the leader of the CST team to help you understand more about how Astute can help you find the perfect next step in your career. What is the CS Team?“CS stands for Customer Success. The main ethos of the team is to put the Client’s needs to the front of everything we do. This can be acting as an extension of their own internal recruitment team and always delivering a speedy, efficient, and quality recruitment process.” “The CST function provides a quick service for the 360 Consultants to enable the business to deliver on our promises. We are a flexible resource that can be mobilised for recruitment projects within the business that has launched the business to some impressive GP figures since the CST’s conception.” What is the primary role of the CS Team?“Internally we are working the vast amounts of vacancies that come through to Astute. Each CST member has their own technical discipline to focus on, giving each client a focused delivery option.” How do you support candidates?“We guide and assist candidates along the recruitment cycle, giving them advice on their CV’s, detailed interview preparation material, mock interviews and chasing for that all important feedback.” How do you support clients?“In short, we are able to provide a quality shortlist of candidates in record time. We’re using the CST function to pass back vital sector information about their vacancies. Highlighting salary trends, issues with skills in certain areas and setting expectations aligned with what the market looks like.” How do you synergise with the other teams?“I’m a huge advocate of being seen as an extension to any other team in the business. I’m a huge fan of my team going out on visits with the Recruitment Consultants and learning about every sector we do. We’ve had people walking around a power station in construction and the next week following waste through an MRF facility.” What has the team’s impact been for the company?“This has been really interesting to see. We have worked in partnership with every team and the results of this have seen some impressive months. December can be hit and miss in recruitment, and we have played a large part in December 2021 being our best ever. We’ve shaped the business to be very streamlined to deal with any volume of recruitment needed by our client base. The team started with a team of 6 in October 2021 and we’re currently (Feb 2022) up to 17 people and still hiring!” Want to join the CS Team?We’re still hiring! If you would like to be part of our growing team for the next step in your career, check out our listed vacancies <a href="https://astute-technical.sites.sourceflow.co.uk/join-us/" rel="noopener noreferrer" target="_blank">here</a>.

Who Are The Customer Success Team?

As the UK&rsquo;s skills crisis continues, with four in five firms still struggling to recruit, traditional resourcing practices need to be adjusted to allow for a skills-first approach to hiring.&nbsp;
That&rsquo;s according to a recent report by APSCo OutSource &ndash; the trade association for Recruitment Outsourcing.
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In its latest report, Solving the skills crisis: Challenging the norm and redefining outsourcing in the modern era, the trade association revealed the extent of the skills crisis that continues to plague the UK, highlighting that outdated Service Level Agreements (SLAs) and ancient practices including a reliance on CVs and job specifications are all preventing businesses from creating more agile skills solutions.&nbsp;
As part of its OutSource Knowledge Hub, APSCo OutSource has outlined the best practice approaches to shifting to skills-first hiring, including:&nbsp;
<ul>
<li dir="ltr">Start with the foundations:&nbsp;Employers need the processes and software to be able to precisely map the skills of all talent pools, including the potential of certain individuals, what adjacent skills can help fill resourcing gaps and the non-technical attributes that can benefit a business.&nbsp;</li>
<li dir="ltr">Integration and collaboration are necessary:&nbsp;All stakeholders, leaders and division heads need to be on board with a move to a skills-based talent strategy, including hiring managers, suppliers, HR and L&amp;D. It will take a collective effort to agree new approaches and train everyone to identify potential over experience.&nbsp;</li>
<li dir="ltr">The onus shouldn&rsquo;t be placed on one part of the supply chain:&nbsp;The skills crisis is impacting every link in the resourcing supply chain, meaning that ownership of this issue should be shared. Collaboration and compromise &ndash; including reframing SLAs to be more appropriate in the current climate &ndash; should underpin partnerships, allowing suppliers to deliver their best results with fewer restrictions.&nbsp;</li>
<li dir="ltr">Focus on future-proofing skills:&nbsp;It is impossible to predict future skills needs, however, creating a culture where upskilling, reskilling and identifying for potential are normal practices will be beneficial longer-term.&nbsp;</li>
<li dir="ltr">Communication is key:&nbsp;Honest, transparent and collaborative discussions across the talent supply chain are necessary to create appropriate and flexible skills strategies. That includes ensuring that all internal functions and external suppliers have an equal voice in negotiations.</li>
</ul>
Melanie Forbes, Managing Director, APSCo OutSource, said, &ldquo;The skills challenge facing today&rsquo;s businesses isn&rsquo;t going to be solved overnight.&nbsp;
"However, what is clear is that now is the time to rip up the rule book and rethink talent strategies.&nbsp;
"Challenges to the norm should be made at every part of the supply chain. No one solution will work for all, but every cog in the talent machine needs to be working together, and achieving this starts with having the right conversations, in the right room, with the right people.
&ldquo;The recruitment landscape is becoming increasingly complex and as budgets tighten while skills shortages grow, we&rsquo;re all facing difficult times ahead.&nbsp;
"Those in the recruitment outsourcing community are waking up to the fact that traditional resourcing isn&rsquo;t fit for purpose, and a skills-first approach is needed where those with the potential to develop into a role are given more standing in the recruitment process.&nbsp;
"However, from the perspective of the outsourcing community at least, there appears to be a reluctance from end-clients to move away from the traditional approaches of hiring on experience and qualifications.&nbsp;
"When skills are simply unavailable, new thought processes are needed. Doing the same thing time and again won&rsquo;t deliver new results.&nbsp;
"Without change, skills shortages will only continue to impact business stability and growth for the future.&rdquo;
<a href="../../../../../../our-team/matt-dickens/" target="_blank" rel="noopener">Matt Dickens</a>, Sales Director at <a href="../../../../../../about-us/" target="_blank" rel="noopener">Astute Technical Recruitment</a>, added, "The talent shortage isn't showing any signs of slowing down.
"Across Astute, we are partnering with a wide range of companies from across the <a href="../../../../../../sectors/power/" target="_blank" rel="noopener">Power</a>, <a href="../../../../../../sectors/nuclear/" target="_blank" rel="noopener">Nuclear</a> and <a href="../../../../../../sectors/renewable-energy/" target="_blank" rel="noopener">Renewables </a>sectors with similar recruitment challenges to those highlighted by the report.
"We are seeing that the businesses using more agile and flexible recruitment processes are having more success in landing top candidates.
"The businesses that can improve their processes and make marginal gains will benefit and improve their ability to attract talent longterm.
"That could be through considering people from outside of their sector with the transferable skills to be successful in the role, utilising contractors to fill urgent talent gaps or - and something we are increasingly seeing at Astute - retaining a recruitment partner like ourselves to take the opportunity to market and show candidates you are serious about recruiting the role."
<hr>
<h3>About the Author</h3>
Matt Dickens joined Astute Technical in February 2007 as a Trainee Consultant.
He is now the Sales Director at Astute, responsible for the day-to-day operations and performance of the Recruitment Teams.
Connect with Matt on&nbsp;<a href="https://www.linkedin.com/in/mattdickensuk/" target="_blank" rel="noopener">LinkedIn</a>.
<hr>
Click here if you're a client <a href="../../../../../../looking-to-hire/" target="_blank" rel="noopener">looking to work with Astute</a>.
For a conversation about permanent or contract talent solutions, get in contact with us on +44 (0)2392 221 600.

Urgently Required: Skills-First Hiring

The Association of Professional Staffing Companies (APSCo) has urged UK policy makers to follow the example of other countries and improve immigration options for the self-employed and independent contractors.
&nbsp;
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&nbsp;
In its latest campaign, APSCo has highlighted the flexible visa options across the likes of Germany, Norway, Denmark, the Netherlands and Australia as leading examples of how the UK can adapt to better address skills shortages.
Tania Bowers, Global Public Policy Director at APSCo, said, "The skills shortages across the UK are well documented, but plans to reskill the current population will not fill the gaps.
"International talent &ndash; particularly those from the flexible labour market &ndash; will be crucial to strengthening our economy.
"Current visa restrictions in the country do not allow for, or encourage, independent contractors or the self-employed to take up work here.
"If we look at the examples of other countries, we are lagging behind when it comes to innovative recruitment strategies.
&ldquo;We strongly believe that accessible, simple to obtain visas for independent, non-employed contractors need to be readily available, almost mirroring the flexible visa options of Germany which is arguably one of the world leaders on this issue.
&ldquo;APSCo has also advised policy makers that &lsquo;permitted business&rsquo; needs to fall within the scope of the Standard Visitor visa. This could be a flexible, non-sponsored, short term visa route for highly skilled foreign employed and self-employed workers.
"The fast-track visa application that the Home Office utilised last year should also be expanded and allow for the leasing of visa holders from registered sponsors to hirers. Without action soon, the UK will lose out on key talent to other countries that are ahead of the curve."
<a href="https://www.astutetechnical.co.uk/our-team/greg-storey" target="_blank" rel="noopener">Greg Storey</a>, Team Leader &ndash; Engineering, Procurement and Construction at Astute, added, &ldquo;Currently we are seeing huge demand for Design Managers, Design Coordinators and Planners for FEED studies across the energy from waste sector, as well as Design Leads for construction projects.
&ldquo;As the majority of design work is subcontracted out to contractors, the main contractors are struggling to source suitable people within design.
&ldquo;The UK is currently experiencing a deficit for people with these skills, so anything that would alleviate the talent shortages and enable business to push on with their projects would be welcomed.&rdquo;
<hr>
<h4 dir="ltr">About Greg Storey</h4>
Greg Storey began his career at Astute in August 2017 as a Recruitment Consultant, before moving onto becoming a Senior, Principal and then Team Leader of the EPC Contract Team.&nbsp;
Search our <a href="https://www.astutetechnical.co.uk/jobs/" target="_blank" rel="noopener">current job opportunities</a> if you're looking to get into <a href="https://www.astutetechnical.co.uk/sectors/power" target="_blank" rel="noopener">Power</a>, <a href="https://www.astutetechnical.co.uk/sectors/renewable-energy/" target="_blank" rel="noopener">Renewables</a>, or <a href="https://www.astutetechnical.co.uk/sectors/nuclear/" target="_blank" rel="noopener">Nuclear</a>.&nbsp;
For a discussion about Astute&rsquo;s talent solutions, including our contract offering, <a href="https://www.astutetechnical.co.uk/looking-to-hire/" target="_blank" rel="noopener">get in touch with us</a>.&nbsp;

UK Contractor Immigration Policies Lagging Behind Global Comparisons

Gemma Harfield, a Recruitment Partner on Astute&rsquo;s Nuclear team, shares 5 tips for job hunters.
&nbsp;
<h3>Tailor your CV</h3>
&nbsp;
Avoid sending generic resumes and cover letters for every job application.
&nbsp;
Instead, customise each one to match the specific job requirements and showcase how your skills and experiences align with the position.
&nbsp;
Highlight relevant achievements and use keywords from the job description to catch the employer's attention.
&nbsp;
<h3>Leverage your network</h3>
&nbsp;
Networking can significantly increase your chances of finding job opportunities.
&nbsp;
Reach out to friends, family, former colleagues, and professional contacts to let them know you're on the job hunt.
&nbsp;
Attend networking events, career fairs, and industry gatherings to expand your connections further. Often, referrals from trusted sources carry more weight in the hiring process.
&nbsp;
<h3>Research companies and industries</h3>
&nbsp;
Prioritise quality over quantity when applying for jobs.
&nbsp;
Research potential employers thoroughly to understand their company culture, values, products, and services.
&nbsp;
Furthermore, stay informed about industry trends and developments, which will help you demonstrate your interest and knowledge during interviews.
&nbsp;
<h3>Prepare for interviews</h3>
&nbsp;
Practice common interview questions and develop compelling responses that showcase your skills and experiences.
&nbsp;
Be ready to discuss specific examples of your achievements and problem-solving abilities.
&nbsp;
Additionally, prepare questions to ask the interviewer about the company and the role to show your genuine interest and engagement.
&nbsp;
<h3>Stay persistent and positive</h3>
&nbsp;
The job search process can be challenging, and rejection is a natural part of it.
&nbsp;
Stay persistent, even if you face setbacks and ask for constructive feedback.
&nbsp;
Continue applying to positions that align with your goals, and don't be discouraged by rejection. Stay positive and maintain a healthy work-life balance during the job search to stay focused and motivated.
&nbsp;
Remember that finding the right job takes time and effort, so be patient and keep refining your approach based on the feedback you receive.
&nbsp;
<a href="https://astutetechnical.co.uk/jobs/" target="_blank" rel="noopener">View the jobs</a> Gemma and the team are currently recruiting.
&nbsp;
<hr>
About the author:
<a class="fui-Link ___1idfs5o 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 ftqa4ok f2hkw1w fhgqx19 f1olyrje f1p93eir f1h8hb77 f1x7u7e9 f10aw75t fsle3fq f17ae5zn" title="https://astutetechnical.co.uk/our-team/gemma-harfield/" href="https://astutetechnical.co.uk/our-team/gemma-harfield/" target="_blank" rel="noopener" aria-label="Link Gemma">Gemma</a> joined us in April 2022 as a Delivery Consultant, and after a few months, progressed to a Recruitment Consultant in the Waste and Recycling division and has since moved into the Nuclear Construction team.
&nbsp;
The types of role she recruits include marketing, electrical and mechanical engineering roles.
&nbsp;
Connect with Gemma on <a href="https://www.linkedin.com/in/gemma-harfield-nuclear-recruiter/" target="_blank" rel="noopener">LinkedIn</a>.

Top 5 tips for Job Hunters from an Expert 

Ben Turner is a Talent Specialist on Astute&rsquo;s <a href="https://www.astutetechnical.co.uk/sectors/power/" target="_blank" rel="noopener">Power team</a>.
After a distinguished career in the Navy, Ben chose a career in recruitment and shares his thoughts on exiting the Armed Forces and the opportunities available to people in a similar boat.
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<h2 dir="ltr">Ben's Career in the Armed Forces</h2>
I joined the Navy at 16 as a Communication Information System Specialist (CIS) and completed nine years in that role before four further years as a Warfare Officer.
In all honesty, I wanted to join the Army, but my dad &ndash; who was in the Army himself &ndash; was less keen on me going down that route!
So, I started my naval training in Plymouth before moving to Collingwood in Fareham, where I did a communications course before joining my first ship, the Cumberland, commonly known as the Fighting Sausage!
Different ships require doing different things, and on my five tours of the Arabian Gulf I experienced a lot of opportunities, including anti-piracy patrolling and mine hunting.
After 13 years in the Navy I hit a natural point where I wanted to go down a different career path, so I took a leap of faith.
A lot of people leaving the Forces will have a year&rsquo;s notice period notice to serve, mine was slightly less, but when you&rsquo;re going through the process of leaving it goes really fast.
At first it doesn&rsquo;t seem real and then when the day comes to leave, there are a mixture of emotions, from apprehension to excitement.
In my experience, everyone spoke about leaving, but when it comes to actually exiting that&rsquo;s when the nerves kick in.
Everyone was saying &ldquo;I could do this&rdquo; or &ldquo;I could do that&rdquo; but when you actually leave that&rsquo;s when you have to go and put your words into action!
The Navy put on a 3-day CTP workshop, which is a brilliant tool to help in a general way moving into civilian work.
<h2 dir="ltr">A career in recruitment</h2>
As an Officer, one of my roles was to talk to people about what they wanted to do when they left the Navy.
I spent a lot of time talking to people about careers and different opportunities and understanding what they want, their needs, motivations are and where they want to be, and then helping them achieve their goals.
Demand for people with Forces backgrounds is high
Since I joined Astute I&rsquo;ve seen high demand for people with Forces backgrounds.
Some businesses even specify they&rsquo;d like people with Naval backgrounds.
There are a number of reasons why people who have been in the Armed Forces are in high demand in the power sector.
In civvy street you have mechanical engineers or electrical engineers, in the Navy, you&rsquo;ll have a mechanical and electrical engineer.
The Navy gives them the fundamentals in both areas before they even start to specialise in either area.
Another reason clients like people from the Forces is the reliability factor, they&rsquo;ve discipline drilled into them from their time in the Army, Navy or RAF and that comes through to their careers when they leave the Forces.
<h2 dir="ltr">Ben&rsquo;s advice to people leaving the Forces</h2>
I think the biggest thing is people not understanding the market, not understanding their worth and not understanding their transferable skills.
I&rsquo;m currently recruiting a Maintenance Manager and that would be ideal for a Senior PO or Chief, the senior rate level, where the perfect candidate will have experience managing engineers.
The role is offering &pound;55-60,000, it's working within a power station and it's directing the engineers out on site.
One challenge is that people with Forces&rsquo; backgrounds undervalue their skillsets, often people will leave the Forces and take a job on a better pay level that they&rsquo;re used to receiving, but it&rsquo;s not where their value is in the market &ndash; so I really recommend speaking to specialist recruiters who can advise you on the sorts of roles you should be applying for so you don&rsquo;t undersell yourself.
Ben&rsquo;s 3 key tips:
<ol>
<li dir="ltr" aria-level="1">
Know your worth
</li>
<li dir="ltr" aria-level="1">
Understand transferable skillset and qualities
</li>
<li dir="ltr" aria-level="1">
Market research your area and connect with recruiters that can help
</li>
</ol>
<hr>
If you are ex-Forces and would like to talk to Ben about your options, or receive some CV advice, reach out to him and connect on <a href="https://www.linkedin.com/in/ben-turner-power-recruitment-specialist/" target="_blank" rel="noopener">LinkedIn </a>or <a href="https://www.astutetechnical.co.uk/our-team/ben-turner" target="_blank" rel="noopener">contact him directly</a> here.
<a href="https://www.astutetechnical.co.uk/jobs">View all of the roles</a> Astute is currently recruiting.
<h3 dir="ltr">The Armed Forces Covenant</h3>
As a Portsmouth based business with a strong connection to the military, Astute work closely with the armed forces, and are proud to be part of the Armed Forces Covenant pledge.
Find out more about <a href="https://www.astutetechnical.co.uk/legal/responsibility/" target="_blank" rel="noopener">our CSR commitments</a>.

Top 3 tips for Leaving the Armed Forces from an Ex-Royal Navy Warfare Officer

In the ever-evolving landscape of the UK <a href="https://www.astutetechnical.co.uk/sectors/power" target="_blank" rel="noopener">power sector</a>, the demand for skilled professionals has reached new heights.&nbsp;
&nbsp;
While permanent positions have traditionally been the norm, the rise of contractor jobs in the power sector is transforming the employment landscape.
&nbsp;
This blog explores the six dynamics of contractor jobs in the UK power sector, shedding light on the benefits and opportunities that these roles offer.
&nbsp;
1. Flexibility as the Driving Force:
Contractor jobs in the power sector are gaining traction primarily due to the flexibility they offer.&nbsp;
&nbsp;
Professionals in the field can choose short-term or project-based assignments, allowing them to maintain a healthy work-life balance.&nbsp;
&nbsp;
According to a survey conducted by the Institute of Employment Studies, 72% of contractors in the UK emphasise the importance of flexibility in their career choices.
&nbsp;
2. Skills in High Demand:
The power sector requires a diverse set of skills, ranging from Engineers and Project Managers to technicians and safety experts.&nbsp;
&nbsp;
Contractors bring a wealth of specialised skills to the table, filling critical gaps in projects.&nbsp;
&nbsp;
The Power &amp; Utilities Skills Gap 2022 report reveals that 64% of employers in the sector struggle to find workers with the necessary skills, making contractors invaluable assets to bridge this gap.
&nbsp;
3. Project-Based Efficiency:
One of the key advantages of contractor jobs in the power sector is their alignment with project-based work.&nbsp;
&nbsp;
This approach allows companies to bring in experts for specific projects without the long-term commitment of hiring permanent staff.&nbsp;
&nbsp;
According to a report by the Energy &amp; Utilities Skills Partnership, 80% of companies in the sector have reported increased efficiency in project delivery through the use of contractors.
&nbsp;
4. Cost-Effective Solutions:
Contractor jobs present a cost-effective solution for companies in the power sector.&nbsp;
&nbsp;
Employing contractors eliminates the need for long-term benefits, training programs, and other expenses associated with permanent staff.&nbsp;
&nbsp;
The Association of Independent Professionals and the Self-Employed (IPSE) reports that 60% of companies in the UK consider hiring contractors a cost-effective strategy for accessing specialised skills.
&nbsp;
5. Navigating Regulatory Challenges:
The power sector is subject to ever-changing regulatory frameworks and standards.&nbsp;
&nbsp;
Contractors, often specialists in compliance and regulations, provide companies with a competitive edge in navigating this complex environment.&nbsp;
&nbsp;
The National Grid's Electricity System Operator highlights that 75% of contractors in the sector are engaged in roles directly related to regulatory compliance.
&nbsp;
6. Rising Demand in Renewable Energy:
As the UK accelerates its transition to renewable energy sources, the demand for skilled professionals in the power sector is surging.&nbsp;
&nbsp;
Contractors play a pivotal role in renewable energy projects, offering their expertise in areas such as solar, wind, and hydroelectric power.&nbsp;
&nbsp;
Data from the Renewable Energy Association indicates a 20% year-on-year increase in contractor engagement in renewable energy projects.
&nbsp;
Contractor jobs in the UK power sector are witnessing a surge in popularity, driven by their flexibility, specialised skill sets, and cost-effective solutions.&nbsp;
&nbsp;
As the sector continues to evolve, contractors are becoming indispensable contributors to the success of projects, addressing skill gaps, and navigating the intricacies of regulatory landscapes.&nbsp;
&nbsp;
For professionals seeking dynamic and impactful roles in the power sector, embracing the contractor path opens up a world of opportunities in this ever-changing industry.
&nbsp;
<a class="editor-rtfLink" href="https://www.astutetechnical.co.uk/our-team/kevin-over/" target="_blank" rel="noopener">Kevin Over</a>, Head of Power at Astute, said, "There is a high demand for experienced contractors across the UK power sector at the moment, something we are expect to continue into 2024.
&nbsp;
"For projects, contractors bring unique skills and flexibility, address sector challenges effectively and clients appreciate the project-based efficiency and ability to upskill existing talent that they provide.
&nbsp;
"We are seeing particular demand for Project &amp; Commissioning Teams across the UK Power construction and operational sites.
&nbsp;
"For professionals seeking dynamic and impactful roles in the power sector, embracing the contractor path opens up a world of opportunities in this ever-changing industry."
&nbsp;
<hr>
&nbsp;
<a href="https://www.astutetechnical.co.uk/looking-to-hire/" target="_blank" rel="noopener">Contact us</a> today to hear how Astute can asssit with your recruitment needs.&nbsp;
&nbsp;
If you're a candidate, browse our <a href="https://www.astutetechnical.co.uk/join-us/" target="_blank" rel="noopener">current vacancies</a> and apply today.&nbsp;

The Power of Contractor Jobs in the UK Power Sector

The global energy landscape is undergoing a profound transformation, driven by the urgent need to combat climate change and reduce greenhouse gas emissions.&nbsp;
As a result, the demand for clean energy talent is surging, creating a wealth of opportunities for individuals and organisations across <a href="https://www.astutetechnical.co.uk/sectors/power/" target="_blank" rel="noopener">the energy sector</a>.&nbsp;
In this blog post, we will explore the trends and opportunities associated with the growing demand for clean energy talent.
<h3>1. Renewable Energy's Soaring Growth</h3>
<a href="https://www.astutetechnical.co.uk/sectors/renewable-energy/" target="_blank" rel="noopener">Renewable energy</a> sources such as solar, wind, hydropower, and geothermal are experiencing unprecedented growth worldwide.&nbsp;
In many regions, renewables are becoming the dominant source of electricity generation.&nbsp;
This expansion has led to an increasing need for professionals with expertise in renewable energy technologies, project development, and operations.
While some sectors are seeing a decline in job vacancies, the energy sector continues to see exceptional demands.
Tania Bowers, Global Public Policy Director at the Association of Professional Staffing Companies (APSCo) said, &ldquo;With skills short sectors that rely on STEM talent still reporting above pandemic levels of demand, temporary workers will play a pivotal role in keeping operations moving."
With demand across energy for permanent talent high, many organisations are approaching Astute to gain access to our well-established bank of contractors.
In&nbsp;<a class="fui-Link ___1eya986 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 f1x7u7e9 f10aw75t fsle3fq f17ae5zn" title="https://astutetechnical.co.uk/news/contract-recruitment/" href="https://astutetechnical.co.uk/news/contract-recruitment/" target="_blank" rel="noreferrer noopener" aria-label="Link a recent blog">a recent blog</a>,&nbsp;<a class="fui-Link ___1eya986 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 f1x7u7e9 f10aw75t fsle3fq f17ae5zn" title="https://www.astutetechnical.co.uk/our-team/greg-storey/" href="https://www.astutetechnical.co.uk/our-team/greg-storey/" target="_blank" rel="noreferrer noopener" aria-label="Link Greg Storey">Greg Storey</a>, Team Leader &ndash; Engineering, Procurement and Construction at Astute, said, &ldquo;Businesses that may not have previously considered a contractor are reaching out to us to discuss the solutions we can provide them with, as contractors represent a highly skilled and flexible proposition and enable businesses to push on with projects that otherwise may stall.&rdquo;
<h3>2. The Role of Government Policies</h3>
Government policies and incentives play a pivotal role in driving the transition to clean energy.&nbsp;
Many countries have committed to ambitious renewable energy targets and carbon reduction goals.&nbsp;
This commitment has resulted in favourable policy environments that encourage investment in renewable projects and create a steady demand for clean energy talent.
<h3>3. Innovation and Technology Advancements</h3>
The clean energy sector is a hotbed of innovation.&nbsp;
Breakthroughs in energy storage, grid integration, and energy efficiency are continually reshaping the industry.&nbsp;
As technology advances, professionals with skills in renewable energy research, development, and implementation are in high demand.
<h3>4. Diverse Career Opportunities</h3>
The clean energy industry offers a wide array of career opportunities across various disciplines.&nbsp;
Whether you're an Engineer, Technician, or Project Manager, there's a place for you in the clean energy sector.&nbsp;
<h3>5. International Opportunities</h3>
The transition to clean energy is a global endeavour, and professionals in this field often have opportunities to work on international projects.&nbsp;
Cross-border collaborations and partnerships are common, providing a chance for individuals to gain valuable global experience.
This has led to a further increase in demand for experienced contractors, who are used to parachuting into organisations at short notice, and able to travel internationally.&nbsp;
Across Astute we've seen sustained high demand internationally for our bank of highly experienced contractor specialists.&nbsp;
<h3>6. Corporate Social Responsibility (CSR)</h3>
Many corporations are making significant commitments to sustainability and clean energy as part of their CSR agendas.&nbsp;
This includes adopting renewable energy sources, reducing carbon emissions, and implementing environmentally responsible practices, further impacting the need for talent across the sector.
<h3>7. Startups and Entrepreneurship</h3>
The clean energy sector is fertile ground for entrepreneurship.&nbsp;
Many startups are focused on developing innovative clean energy solutions, and entrepreneurs with a passion for sustainability are making their mark.&nbsp;
These ventures offer the chance to be at the forefront of transformative change.
In conclusion, the growing demand for clean energy talent reflects the imperative to address climate change and build a sustainable future.&nbsp;
Professionals who choose to enter this field are presented with a wealth of opportunities to make a meaningful impact and shape the future of energy.&nbsp;
Whether you're an Engineer, Technician, or Project Manager, the clean energy sector welcomes diverse talents and skill sets.&nbsp;
As the world accelerates its transition to clean energy, those with specialist skills in the sector will play a crucial role in creating a more sustainable and environmentally friendly future for all.
If you're considering a career in clean energy or seeking to advance your current role, now is an excellent time to explore the exciting prospects offered by this rapidly evolving industry.&nbsp;
Embrace the challenge, be part of the solution, and help drive the clean energy revolution forward.
View all of Astute's <a href="https://astutetechnical.co.uk/jobs/" target="_blank" rel="noopener">current job opportunities</a>.

The Growing Demand for Clean Energy Talent: Trends and Opportunities

<h4>Modular buildings--those that are fabricated in parts and then assembled on-site, IKEA-style--are increasingly becoming a popular solution for the UK’s housing needs. Not only can they cut the time spent on building projects in half, but they’re more cost-effective, better for the planet, and in many cases easy to customize.</h4><h4>Modern modular construction companies can flat-pack an entire home for easy transportation. That minimizes both packaging and travel--and means permanent jobs on a permanent site for more of the workers involved.</h4><h4>Even though the traditional building industry has seen a recent downturn in the UK, modular remains on the rise, spurred by the Government’s four-year Modular Buildings Solutions plan. One of the suppliers for the plan will be Yorkshire-based Integra Buildings, whose managing director Gary Parker has commented,&nbsp;</h4><h4>“At a time when all businesses are having to deal with uncertainty, this will give us the confidence to create new jobs and invest in our people and facilities because of the potential value of the work.”</h4><h4>Potential jobs abound in this burgeoning field. Because modular construction occurs mostly off-site, there is a need for specialized construction skills--including those of stonemasons, joiners, steel fixers and welders--in a factory setting. Although experience in modular construction isn’t required for jobs like these, it is important to be ready to learn multiple skills, use machinery, work in a team, and meet strict deadlines.</h4><h4>There are also jobs available for estimators, who work to keep projects within the client’s budget by becoming experts on the raw materials market and getting quotes from any contractors involved. Estimators work creatively and cooperatively to solve budget problems and find ways to deliver the product that’s needed, at the price that’s needed.</h4><h4>Meanwhile, a structural engineer’s task is to design each part of that product--that is, of the building. They take the limitations of off-site construction--including storage, transportation, and people power needed for assembly--into account as well as the needs of the big-picture design. Structural engineers also need to be experts on the raw materials of a building project, but in this case, they focus on how well those materials will hold up to the predicted environmental stresses of the site.</h4><h4>Those with managerial experience in the traditional construction business can easily apply their skills off-site.</h4><h4>Not every potential job in modular construction is a factory or office job. This industry is also creating jobs in logistics--people are needed to coordinate the transportation of each component to the job site in the proper order and at the right time. Dispatch managers, crane operators, forklift drivers and HGV drivers all play key roles in ensuring the efficiency of a modular build.</h4><h4>Anyone seeking to begin or continue a career in construction could potentially benefit from the growth of modular building. If this is your background, it may be that you’re just the person this exciting new sector needs. Contact us on 02392 221600 or email&nbsp;<a href="mailto:info@astutetechnical.co.uk" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">info@astutetechnical.co.uk</a>&nbsp;to learn more about the vacancies we have available in the construction sector.</h4>

The Future of Modular Buildings in the Construction Sector

It’s at this time of year that many will start thinking of their goals and ambitions for next year. For some, this will include climbing the career ladder and potentially starting a new role in a new company. Whether you’ve grown to dislike your current job, or you’ve simply received a job offer you can’t refuse, most will feel apprehensive at the prospect of having to inform a current employer that you are leaving. Here are our top tips to ensure handing in your notice is as worry-free as possible.1. Re-read your contractYour contract or staff handbook should give you the information you need to hand in your notice. It will also allow you to check your notice period and any other information relating to pay and benefits that you might need to know before you leave.2. Check through your desk and files on your computerAlthough you’ll probably be asked to work your notice, it's a good idea to check through your desk and computer files to make sure you delete or take with you anything personal that you might have stored such as photographs or personal account passwords.&nbsp;It’s also important that you observe contractual clauses regarding Confidentiality and Post-termination restrictions.3. Compose your letter of resignation.Once you have your job offer confirmed, you’ll need to write your letter of resignation. A formal letter of resignation should be typed, printed and hand-delivered to your employer rather than emailed. Try not to go into too much detail, especially on the reasons why you are leaving. Regardless of your feelings towards your employer, it’s much better to keep the letter light and positive. After all, you’ll want them to give you a glowing reference so it’s best not to burn your bridges. Thank them for the opportunities they’ve given you and suggest a suitable notice period. This is usually dictated by your contract or the length of time you’ve been employed.4. Prepare what to say.Before asking to speak to your Manager, prepare for all possible outcomes and what you will say. How will you answer questions about why you are leaving? It’s also worth considering the possibility that they may entice you to stay with a counter offer. Although this might sound tempting, try to remember the reasons why you wanted to leave in the first place to remind yourself why you accepted another job.5. Stay positive.Much like your resignation, avoid any temptation you might have to be negative when talking to your colleagues about your exit. There is no point in being angry or negative about your current role – just focus on the positives and your career moving forward.6. Leave a good lasting impression.Now that you’re leaving, it's important to remember that you are likely leaving behind extra workload with your colleagues. Your manager will also have to find the time to recruit your replacement and plan their training. Ensure you are missed and not resented when you leave by compiling handover notes, helping on extra work or informing external companies of your departure before you go, if this is company policyRemember to also say goodbye to your colleagues. Take the time to give a personal goodbye and thank you to colleagues that you’ve worked closely with – including your Manager. You never know when your paths may cross again during your career!

The do's and dont's of handing in your notice

<h2>Trade Association Responds to Latest Labour Market Statistics</h2>
Responding to the latest labour market data from the Office for National Statistics (ONS), Tania Bowers, Global Public Policy Director at the Association of Professional Staffing Companies (APSCo) said, &ldquo;The continued decline in vacancies is a trend that is perhaps to be expected, however, the fact that these levels have fallen below the 1,000,000 mark for the first time since July 2021 is more significant.
"This shows that the jobs market is continuing to stabilise, rather than decline on a worrying level. &ldquo;In fact, the latest quarterly comparisons of growth from January to March 2020 show that the demand for staff is still up in skill-short sectors including education, human health and social work and professional scientific and technical services.&nbsp; &ldquo;The record fall in self-employment jobs is, however, more of a concern. &ldquo;Our insight and that of our members suggest that demand for temporary resources is not depleting, but rather the ability to source these individuals is proving difficult. &ldquo;A combination of Off Payroll, Brexit and the pandemic has significantly reduced the access to global contract workers and the self-employed for UK businesses. &ldquo;With skills short sectors that rely on STEM talent still reporting above pandemic levels of demand, temporary workers will play a pivotal role in keeping operations moving. &ldquo;However, the UK&rsquo;s employment legislation landscape doesn&rsquo;t support this demand.&nbsp; &ldquo;If the economy is to be given the boost it needs to continue to avoid a deep recession, we need a globally mobile talent pool that allows firms to better compete for international contract talent. &ldquo;That includes amending visa restrictions during the Government&rsquo;s ongoing trade deal discussions to provide simple to obtain visas for the self-employed and contract workers similar to those available in Denmark and Germany.&nbsp; &ldquo;The UK remains resilient, but the labour market often acts as a bellwether for wider trends. If vacancies are going unfilled and companies cannot hire the temporary resources they need, the impact will soon be felt across the economy. &ldquo;The recruitment market needs to be strengthened, but that will require dedication from Government officials and influencers to drive real change quickly.&rdquo;&nbsp; <a href="https://www.astutetechnical.co.uk/our-team/greg-storey/">Greg Storey</a>, Team Leader &ndash; Engineering, Procurement and Construction at Astute, recently shared his thoughts on UK contractor immigration policies. He added his thoughts on the latest labour market statistics, &ldquo;As Tanya suggests, there are multiple factors at play that have resulted in a tighter talent pool. &ldquo;Across the sectors we specialise in at Astute, namely Power, Nuclear and Renewables, there has been sustained high demand for talent. &ldquo;Across Energy from Waste we are supporting multiple businesses that require Design Coordinators, Planners and Design Managers. &ldquo;Additionally, there is a strong need for Design Leads for construction projects in the same field. &ldquo;Unlike some sectors, energy recruitment has continued to see high levels of vacancies. &ldquo;As a result, businesses that may not have previously considered a contractor are reaching out to us to discuss the solutions we can provide them with, as contractors represent a highly skilled and flexible proposition and enable businesses to push on with projects that otherwise may stall.&rdquo;
<hr>
For a conversation about&nbsp;<a href="https://www.astutetechnical.co.uk/">Astute</a>&rsquo;s permanent and contract solutions, get in touch with us today on <a href="https://www.google.com/search?q=astute+technical+recruitment&amp;rlz=1C1GCEA_enGB1074GB1074&amp;oq=astute+te&amp;aqs=chrome.0.35i39i650j46i20i175i199i263i512j69i64j69i57j35i39j69i60l3.1550j0j7&amp;sourceid=chrome&amp;ie=UTF-8" data-dtype="d3ph" data-local-attribute="d3ph" data-ved="2ahUKEwifmMmus6eBAxXaYPEDHT5pCyoQkAgoAHoECFEQAw">023 9222 1600.</a>

"Temporary workers will play a pivotal role in keeping operations moving."

<h4>Whilst markets are recovering from the Covid pandemic at a significant rate, there still appears to be some reluctance for candidates to change roles, along with issues due to the Government’s immigration policy post Brexit.</h4>&nbsp;Latest research by The Association of Professional Staffing Companies (APSCo) shows the professional recruitment market continues to perform exceptionally well.Vacancy numbers and placements of both permanent staff and contractors are showing Year on Year increases and employer confidence has improved rapidly.Companies need to be prepared for the current market conditions and how to tackle things differently. Expectations need to be reset to ensure there is the best chance possible of filling vacancies.&nbsp;<img src="https://www.astutetechnical.co.uk/imglib/on-page-blog-images/skills-shortage-pdf-download.jpg" height="398" width="487"><h3> </h3><h3><a href="https://www.astutetechnical.co.uk/download_files/Blog-downloads/skills-shortage-final.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">Download our 'Skills Shortages' PDF</a></h3><h3>&nbsp;</h3><h3>We have edited our Skills Shortages PDF into four bite sized points</h3><h4> </h4><h4>Point one - Re-evaluate your criteria of 'essential' skills…&nbsp;&nbsp;<a href="https://www.astutetechnical.co.uk/download_files/Blog-downloads/skills-shortage-point-one.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">Download NOW</a></h4><h4><img src="https://www.astutetechnical.co.uk/imglib/on-page-blog-images/skills-shortage-point-one-1.jpg" height="145" width="200">&nbsp;</h4><h4> </h4><h4><a href="https://calendly.com/pmartin-2" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">Click here to make an appointment with our Business Development Director&nbsp;Paul Martin&nbsp;to discuss your recruitment requirements</a></h4><h4> </h4>

Skills Shortage

Having recently returned to work from maternity leave, Sam McSheaffrey, shares some advice to people in a similar position.
Becoming a parent is a life-changing but amazing experience, and one of the major transitions is returning to work after parental leave.
This time can be filled with a mix of emotions, from excitement about going back to work to apprehension about leaving your little one.
Having recently returned to work myself, I wanted to offer some practical tips and emotional support strategies to help ease the transition back to work after maternity leave which have really helped me!
Planning Ahead
Before your maternity leave ends, it's so important to have a clear plan in place.
Talk with your employer about your return date, any changes in your schedule, and any potential modifications to your responsibilities.
Flexible Work Arrangements: Enquire about flexible work options such as remote work or adjusted hours. This can help you balance your professional and personal responsibilities effectively.
Childcare: Ensure that you have reliable childcare arrangements in place. Research and visit potential providers to find one that fits with your values and needs. We visited eight nurseries before we found that one that made us feel like it was the perfect one for Evie.
Ease into Your Routine
Transitioning quicky from full-time parenting to full-time work can be overwhelming. Consider a gradual return, if possible. You might start with a reduced schedule and gradually increase your hours over a few weeks. I was really lucky that I was able to do my last few Keeping in Touch (KIT) days close together to get me back into going to the office more often.
Self-Care is Key
Returning to work after maternity leave requires a lot of energy.
Prioritise self-care to ensure you're mentally and physically prepared for this transition.
I have really struggled after having Evie with my mental health and I have found that actually setting some time aside to prioritise ME has really helped!
Rest and Sleep: Ensure you're getting enough restful sleep (HAHAHA!! DREAM ON!!).
Establishing a regular sleep routine for both you and your baby can be so beneficial, however babies have a mind of their own and will do what babies do!
Nutrition and Exercise: A balanced diet and regular exercise can help you maintain the energy levels needed to manage your professional and personal responsibilities.
This is something that I have REALLY tried to focus on since having Evie.
I have tried Mum and baby exercise classes which have been really helpful while making sure that I am eating the right things, rather than the quickest (or Evie&rsquo;s leftovers!)
Open Communication with Your Employer
Maintaining open and honest communication with your employer is SO important.
Discuss your needs, expectations, and any potential adjustments that may be necessary. I have been so lucky to be able to have a really open and honest relationship with our Head of People, Sam Bradshaw, who is a mummy herself to two beautiful children.
She understands the returning to work process and has been SO supportive!
Emotional Support
Returning to work after maternity leave can be emotionally challenging. Seek out support from your partner, family and friends who have experienced similar transitions.
Seek Professional Help: If you're struggling with the emotional aspects of returning to work, consider speaking with a counsellor or therapist who specialises in post-maternity leave transitions.
This is something that I have taken advantage of!
I was really poorly after having Evie and have since been talking with a counsellor.
Since doing this, I have practiced various coping mechanisms as well being able to learn how to talk about certain emotions etc.
I believe that talking about our mental health is something that people still shy away from.&nbsp;
Returning to work after maternity leave is a HUGE milestone that requires careful planning, self-care, and a supportive network.
Remember, it's normal to have mixed feelings during this transition, and seeking support can make a world of difference. By following these tips and being kind to yourself, you can navigate this period with confidence!!&nbsp;
<hr>
If you're thinking about your next career move, take a look at the benefits of working at Astute by visiting <a href="https://astutetechnical.co.uk/join-us/benefits/">https://astutetechnical.co.uk/join-us/benefits/</a>&nbsp;

Returning to Work After Maternity Leave

Winds of change are blowing in the UK energy market. With the help of the largest installed wind base in the world, experts predict that use of clean renewable energy sources will outstrip that of fossil fuels here by 2030.&nbsp;New innovations have cut installation costs in half, and the Government has promised that their current policies will create 27,000 new renewable energy jobs.One of these policies is an offshore wind sector deal which pledges to triple employment in the industry and eventually power one-third of the country. Along with a £250m Offshore Wind Growth partnership, these investments are predicted to lead to well-paid opportunities, particularly in the engineering field.As these plans are rapidly put into action, the need to match workers with relevant skills and experience to the needs of power companies and projects is urgent.Renewable energy is a broad, challenging, fast-moving field. It encompasses a variety of technologies--including solar PV, onshore and offshore wind, and energy storage, to name a few--and attracts people who want to explore diverse projects over the course of their careers. But beyond that, this sector is ideal for those who want to be leaders of the global green-energy future.Minister of energy Claire Perry has set another goal for 2030: for one-third of renewable energy jobs to be filled by women. Female engineers are an important potential talent pool for this relatively young industry. A recent survey of women currently in renewable energy jobs showed 63% were in the first five years of their career-making them possible candidates for positions opening up down the line. The women who answered the survey were drawn to environmentally conscious jobs full of possibility for innovation.Employers in the renewables sector who are seeking to take advantage of the large and diverse talent pool available to them should take care to try and attract a range of personalities. Many engineering skills are easily transferred to the renewable power industry, so don’t be afraid to open your options to those without direct experience in your specific niche. Flexible-working accommodations and a willingness to hire those with experience equivalent to a degree can further expand the possibilities.&nbsp;We here at Astute Technical have an excellent range of talented candidates with the skill set you are looking for. If you need help with your next renewables energy project or if you are a someone looking for your next role within the renewable energy sector then contact us for a confidential chat on 02392 221 600 or email info@astutetechnical.co.uk. Astute have the right candidates and the right career opportunities available for you!

Renewable Energy and the Future of Energy Sector Jobs

<h2>Refer a Friend and Reap the Rewards!</h2>
&nbsp;
Have you ever had a moment where you thought, "I know someone perfect for that role!"?&nbsp;
&nbsp;
Well, with Astute's referral scheme, not only can you help a friend land their dream job in the niche sectors of Renewable Energy, Power Generation, and Nuclear, but you can also get a fantastic bonus for yourself.
&nbsp;
<h2>What's the Referral Scheme?</h2>
&nbsp;
Astute's referral scheme is all about connecting great talent with fantastic opportunities.&nbsp;
&nbsp;
And guess what?&nbsp;
&nbsp;
You don't even need to have been a candidate or contractor with us to refer someone.&nbsp;
&nbsp;
It could be anyone - from a close colleague in the industry to a friend who might just be the right fit for a role we're recruiting for.&nbsp;
&nbsp;
And when we successfully place your referral, you'll get a &pound;300 Amazon voucher.&nbsp;
&nbsp;
Yes, you read that right!
&nbsp;
<h2>Why Referrals?</h2>
&nbsp;
Referrals are the heart of our business, especially in the specialised industries we serve.&nbsp;
&nbsp;
We've had countless success stories, and much of that success comes from referrals.&nbsp;
&nbsp;
It's a testament to the trust and confidence our candidates and contractors have in Astute.&nbsp;
&nbsp;
It's not just about who you know, but about who you trust to get the job done right.
&nbsp;
<h2>How Does It Work?</h2>
&nbsp;
The process is simple:
<ul>
<li>You refer a candidate.</li>
<li>If we place them within 6 months of the referral AND they stay in their role for at least three months, bingo, you get your voucher.</li>
</ul>
And the best part?&nbsp;
&nbsp;
There's no limit to the number of vouchers you can earn.&nbsp;
&nbsp;
So if you know multiple people who fit the bill, refer them all!
&nbsp;
<h2>Why Participate?</h2>
&nbsp;
Apart from the obvious financial incentive, referring someone is about more than just the Amazon voucher.&nbsp;
&nbsp;
It's about helping a friend or colleague take the next step in their career.&nbsp;
&nbsp;
It's about sharing the opportunity and knowing you played a part in their success.
&nbsp;
<h2>Ready to Refer?</h2>
&nbsp;
So, if you're reading this and thinking of someone perfect for a role, don't hesitate.&nbsp;
&nbsp;
<a class="editor-rtfLink" href="https://www.astutetechnical.co.uk/referral-scheme/" target="_blank" rel="noopener">Refer a friend today</a>&nbsp;and help them join a team that values their skills and expertise.
&nbsp;
At Astute, we pride ourselves on being experts in our sectors.&nbsp;
&nbsp;
Our teams, especially the power team, have a rich history of successful placements.&nbsp;
&nbsp;
This referral scheme is just one way we want to give back to our community and say a big thank you.&nbsp;
&nbsp;
So, spread the word, help a friend, and let's continue building great teams together!

Refer a Friend and Reap the Rewards!

<h4>Recruitment Solutions is a suite of recruitment services offered by Astute, allowing you to choose an effective approach to recruitment, bespoke to your business’ specific needs.</h4>Our solutions are flexible and tailored to you, ensuring you receive a high-quality of service whether you need us for your long-term permanent recruitment or short-term projects. Our MSP (or Managed Service Programme) allows us to take control of your Temporary &amp; Contract recruitment. This service is ideal for organising small to medium-size contingent workforces, improving your visibility, compliance, or control.RPO (or Recruitment Process Outsourcing) partially or completely outsources your Permanent recruitment to us. We’ll assist you with your workforce planning and talent mapping, talent attraction and your employer branding. It’s a must have if you regularly require permanent hires. Finally, TTA (Total Talent Acquisition) is the best of both worlds, integrating MSP and RPO into a complete outsourced solution. It covers the entire range of temporary to permanent hires, allowing you to identify patterns and strategies, planning ahead with more ease than ever before.<h4> </h4><h4><a href="https://www.astutetechnical.co.uk/download_files/Blog-downloads/astute-recruitment-solutions.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">Click here to download our Recruitment Solutions brochure</a></h4><h4> </h4><h4><a href="https://calendly.com/pmartin-2" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">Click here to make an appointment with our Business Development Director&nbsp;Paul Martin&nbsp;to discuss your recruitment requirements</a></h4><h4> </h4>

Recruitment Solutions

<h2>The UK’s energy from waste (EfW) industry is an important part of the UK’s electricity mix and makes an important contribution to the UK’s recycling targets by redirecting waste from landfill sites and using it as fuel.&nbsp;</h2>MVV Environment Baldovie is the newest to be built in Dundee, recovering energy by combusting waste which will then be converted into electricity to be used directly within the community. With construction already underway, the process has begun to employ the skills needed to operate the facility.&nbsp;&nbsp;As the exclusive recruiter for MVV Umwelt GmbH on this project, Principal Consultant Dan Grosvenor shares his insight into the project.&nbsp;&nbsp;Why is EfW important:The UK’s energy from waste (EfW) industry is an important part of the UK’s electricity mix and makes an important contribution to the UK’s recycling targets by redirecting waste from landfill sites and using it as fuel.&nbsp;What does MVV Environment Baldovie EfW hope to achieve?&nbsp;&nbsp;The main objective of the plant is to utilise waste that otherwise would have been sent to landfill and to generate electricity to export to the national grid in addition to being a brand new replacement for the existing Baldovie EfW plant. The original DERL incinerator, which processes 120,000 tonnes of waste per year (across two “lines”) to produce approximately 8.3MW to the grid is an older plant, and the new Baldovie EfW “third line” will add a further 110,000 of capacity to station.&nbsp;With larger and older stations closing every year and the demand for electricity increasing, EfW plants such as Baldovie EfW are there to make up the shortfall. To put it into perspective, Eggborough power station in Yorkshire has a generating capacity of 2000MW. The new Baldovie Energy from Waste plant is expected to export 9MW to the national grid. Therefore, it would roughly take 117 plants the size of Baldovie lines 1, 2 &amp; 3 to produce the same MW as Eggborough.&nbsp;&nbsp;How long will construction take?&nbsp;&nbsp;Construction started on the project in 2018 and commissioning is expected to take place around Spring 2020.&nbsp;&nbsp;&nbsp;What sort of jobs are on offer and when will the recruitment drive end?&nbsp;&nbsp;We are recruiting a partial operation and maintenance team as they already have staff on the operational lines 1 &amp; 2 so need to supplement the workforce to effectively run the three lines. Roles we have been tasked with recruiting include:&nbsp;•&nbsp;<a href="https://www.astutetechnical.co.uk/cm/jobs" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">Shift Team Leaders</a><a href="https://www.astutetechnical.co.uk/cm/jobs" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">•&nbsp;Senior Assistant Shift Team Leaders</a><a href="https://www.astutetechnical.co.uk/cm/jobs" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">•&nbsp;Assistant Shift Team Leaders</a><a href="https://www.astutetechnical.co.uk/cm/jobs" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">•&nbsp;Assistant Shift Team Leader (Technical Support)</a><a href="https://www.astutetechnical.co.uk/cm/jobs" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">•&nbsp;Maintenance Engineer</a><a href="https://www.astutetechnical.co.uk/cm/jobs" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">•&nbsp;EC&amp;I Technician</a><a href="https://www.astutetechnical.co.uk/cm/jobs" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">•&nbsp;Waste Supervisor</a>&nbsp;What are the ideal skills needed to work on this type of project?&nbsp;&nbsp;For engineering and maintenance roles:&nbsp;a thorough understanding of electrical, mechanical or C&amp;I equipment found on a modern-day EFW facility and the processes and procedures that are associated with maintaining this equipment.&nbsp;&nbsp;For Operations roles:&nbsp;for the more senior of the operations roles, an understanding of operational procedures involved with steam raising plant/steam generation.&nbsp;&nbsp;Are transferrable skills from other industries useful?&nbsp;Engineering and maintenance:&nbsp;Transferable maintenance skills can be brought across from most other heavy process plants as maintenance procedures and processes are very similar as is the equipment they would be working on. These types of facilities can range from steelworks, paper mills, pharmaceutical plants, refineries, foundries, cement works, and so on. Manufacturing can sometimes also be useful as they bring a continuous improvement approach to the team which isn’t as widely used amongst other industries.&nbsp;&nbsp;Operations:&nbsp;The bracket for transferable skills from other industries is far smaller when it comes to operations due to the nature of the job. The operations team is essentially responsible for ensuring waste is constantly being incinerated to heat up water in boiler tubes to create steam to drive a steam turbine connected to a generator. Therefore, transferable skills from refineries, combined heat &amp; power plants or chemical plants would fall into this bracket - any type of facility where they are creating steam for a purpose.&nbsp;&nbsp;Ex-military engineers are also suitable for positions on power stations. Royal Navy Marine Engineer skillsets match up closely with both operations and maintenance roles as they are effectively running a small-scale power station on or underwater. Astute has placed many ex-Royal Navy Engineers over the years into Technician level roles up to Management positions.&nbsp;What level of job security can I expect if I worked at the Baldovie EfW?&nbsp;&nbsp;The plant is under a 25-year operating contract, this is an industry with an extremely high level of job security as all households produce waste and we will always need electricity. With the bigger coal stations closing the electricity demand will be heavily reliant on these smaller EFW plants.&nbsp;What can I expect to earn?&nbsp;&nbsp;Salary levels will obviously depend on the job role. I’d say the salaries are slightly above the UK average for the EFW sector. Many roles below management level come with overtime available and 33 days holiday including bank holiday.&nbsp;&nbsp;What career opportunities or skills will I gain from this project?&nbsp;&nbsp;Joining at the start of the project will give you an opportunity to see the plant through the final construction phases into commissioning and mobilisation. This is a great time to get involved as this scenario obviously only happens once as once operational the plant will continuously run 24/7 (apart from a yearly outage or unexpected breakdown). These initial phases allow staff to learn every part of the plant by working with the construction and commissioning teams. Employees are also put on numerous training courses to get them prepared for when the plant goes fully operational.&nbsp;Mobilisation experience is useful as many other new build plants will prioritise candidates with on their CV.&nbsp;Aside from being in at the early stages, you will gain experience on a plant with the latest state of the art technology which may be far different or more advanced than the facility you’ve come from.&nbsp;How do I apply for these positions?&nbsp;Search the Astute website for our&nbsp;<a href="https://www.astutetechnical.co.uk/cm/jobs" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">latest jobs</a>. You can also&nbsp;call 02392 288 286 and ask to speak to Dan Grosvenor&nbsp;who can tell you more about the roles we have and the timescales relating to them.&nbsp;&nbsp;You can also connect with us on LinkedIn:&nbsp;<a href="https://www.linkedin.com/in/danielleegrosvenor/" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">Dan Grosvenor&nbsp;</a>

Recruitment drive starts up at Dundee’s newest energy from waste facility

Portsmouth-based recruitment agency Astute celebrated reaching its &pound;10,000 fundraising target for Young Lives vs Cancer at their Lakeside offices on Tuesday (17 October).
&nbsp;
<a class="editor-rtfLink" href="https://www.astutetechnical.co.uk/our-team/terry-buckel/" target="_blank" rel="noopener">Terry Buckel</a>, Founder and CEO of Astute, said, &ldquo;We&rsquo;re absolutely delighted to be able to make such a sizeable donation to Young Lives vs Cancer&rsquo;s incredible work.
&nbsp;
&ldquo;We&rsquo;ve seen first-hand the crucial support the charity provides to young people and their families impacted by childhood cancer.
&nbsp;
&ldquo;Initially, we set ourselves a fundraising target of &pound;5,000, but with more and more of the team getting involved in challenge events, we decided to double our original target.&rdquo;
&nbsp;
In order to hit their increased target, the Astute team took on a number of fundraising events, including the 50km South West Ultra Challenge, Great South Run and climbing Mont Buet in France.
&nbsp;
&ldquo;I&rsquo;m really proud of the team for raising such an amazing amount for a cause close to our hearts,&rdquo; added Terry.
&nbsp;
<a class="editor-rtfLink" href="https://www.younglivesvscancer.org.uk/" target="_blank" rel="noopener">Young Lives vs Cancer</a>&nbsp;(formally CLIC Sargent) is the UK&rsquo;s leading charity for young cancer patients and their families, formed in 2005 through the merger of Sargent Cancer Care for Children and CLIC.
&nbsp;
<a class="editor-rtfLink" href="https://www.linkedin.com/in/liz-blunt-b921062b/" target="_blank" rel="noopener">Liz Blunt</a>, Senior Fundraising Engagement Manager at Young Lives vs Cancer, said, &ldquo;We&rsquo;re incredibly grateful to Astute, raising more than &pound;10,000 for our vital work is a fantastic achievement that will have a great impact on the support we can provide.&rdquo;
&nbsp;
Every day 12 people and young people hear the news they have cancer, with more than 300 supported at Southampton Hospital annually.&nbsp;
&nbsp;
The Principal Treatment Centre is the only specialist hospital for young cancer patients in Hampshire and serves a wide area that includes Dorset, the Channel Islands and the Isle of Wight.
&nbsp;
&ldquo;Our team at Southampton Hospital provide emotional, practical and financial support to families impacted by a cancer diagnosis.
&nbsp;
&ldquo;It is complex and vital work, and they provide tailored care throughout someone&rsquo;s cancer journey,&rdquo; added Liz.
&nbsp;
Young Lives vs Cancer also runs Jean&rsquo;s House; a &ldquo;Home from Home&rdquo; close to Southampton Hospital where families can stay free of charge so they can be close to their child in hospital.
&nbsp;
Young Lives vs Cancer&rsquo;s recent research shows that on average a family needs to find an extra &pound;700 a month when they have a child with cancer.
&nbsp;
&ldquo;Astute&rsquo;s donation could pay for a family to stay at Jean&rsquo;s House for a whole year, and we couldn&rsquo;t be more grateful to the team for their fundraising efforts and generosity.&rdquo;
&nbsp;
To find out about supporting Young Lives vs Cancer at your workplace, please contact Liz Blunt at&nbsp;<a class="editor-rtfLink" href="mailto:liz.blunt@younglivesvscancer.org.uk" target="_blank" rel="noopener">liz.blunt@younglivesvscancer.org.uk</a>

Portsmouth-based recruiter raises £10,000 for Young Lives vs Cancer

Portsmouth Council has announced&nbsp;plans to install a large-scale solar photovoltaic (PV) and battery storage system at Lakeside North Harbour, which is home to Astute.
The ground-breaking project will include roof-mounted solar PV arrays across five buildings, one of the largest solar parking canopy arrays in the UK, and a large battery storage system. It is anticipated that work will start in 2023.
Across the UK, both businesses and residents are seeing steep increases in energy bills, however, this project will see commercial occupiers of Lakeside North Harbour offices protected from increasing electricity costs.
The plans include:
<ul>
<li>1,900 roof-mounted solar PV panels will be installed across the five buildings at Lakeside North Harbour</li>
<li>An additional 8,000 solar PV panels will be installed above existing car parking spaces, forming solar canopies. These combined projects will have a total renewable electricity generation capacity of 4.5 megawatts (MW) and are set to save 992 tonnes of carbon dioxide from being emitted each year.</li>
<li>Installation of a number of electric vehicle (EV) charging points alongside the solar PV and battery project, along with the infrastructure to install additional charging points as onsite demand increases.</li>
<li>2MW battery installation to enable excess electricity to be stored and used during peak periods of demand.</li>
</ul>
To maximise the consumption of electricity generated from the solar PV panels, the 2MW battery will have the capacity to store any excess electricity and power approximately 2,000 homes instantaneously.&nbsp;
This means an increase in carbon emissions savings and further reductions of onsite electricity costs.&nbsp;
The battery will also be used for &lsquo;grid services&rsquo;, which allows power to be stored or discharged as required by the National Grid, to help balance other renewable sources of generation and periods of peak electricity demand.
The solar PV and battery installation is expected to start in autumn 2022 and be completed by summer 2023. When complete, the electricity generated by the solar PV system will total around 4.1 gigawatt-hours (GWh) every year and provide up to 38% of the site&rsquo;s electricity requirement, the equivalent of over 1,000 homes&rsquo; typical annual electricity consumption.
Commenting on the project, Cllr Kimberly Barrett, Cabinet Member for Climate Change and Environment, said,&nbsp;&ldquo;It is great to see that we are continuing to build a portfolio of energy-saving projects across the city with the addition of this solar PV and battery at Lakeside.&nbsp;
"This will help to support our tenants, local businesses, and residents in a time when energy bills are rising.&nbsp;
"The inclusion of further EV charging points will encourage and support more people to transition to electric vehicles as a reliable mode of transport, therefore reducing their carbon footprint in a time of climate emergency.
&ldquo;By adding this project to our energy-saving initiatives across the city and working alongside our big employers, it is a big step in the right direction towards achieving our city-wide net zero targets by 2030.&rdquo;
Simon Bateman, Lakeside Asset Manager, said, "This is an amazing opportunity for Lakeside and its occupiers to demonstrate sustainability and environmental social governance credentials.&nbsp;
"Not only will most of the common electricity used on-site be generated on-site, but also occupiers will be able to save on spiralling electricity costs and reduce their carbon emissions whilst benefitting from the wellbeing Lakeside offers.&rdquo;
The work is the latest in a series of solar PV and battery projects being managed by Portsmouth City Council&rsquo;s in-house energy services team.&nbsp;
The team are also managing a major solar PV and battery project which is underway at Portsmouth International Port.&nbsp;
The energy services team has installed more solar across the council&rsquo;s buildings portfolio than any other UK local authority, across schools, leisure centres and housing properties.&nbsp;
<a href="https://www.astutetechnical.co.uk/our-team/terry-buckel" target="_blank" rel="noopener">Terry Buckel</a>, CEO and Founder of Astute added, "This is great news for the area and environment.
"As a business, we are committed to recruiting great people to power a sustainable world, and this step aligns extremely well with our values and goals. To have it literally on our doorstep is a fantastic added bonus!"
The Lakeside project, when complete, will be the largest single solar project ever undertaken by the council.

Plans to install a large-scale solar PV and battery storage system at Lakeside North Harbour - home to Astute.

For the first in our People Powered Profile series, Kevin Over, Head of Power at Astute, caught up with Craig Buris, Project Manager at ENCYCLIS to hear more about his career.
Can you tell us a bit about your career?
I started my career with a modern apprenticeship in civil engineering, under the tutelage of two brilliant Chartered Engineers who invested a lot of time and effort into my development.&nbsp;
In those early years, I was fortunate enough to be involved in a broad range of activities in the construction industry, taking projects from feasibility, through design, procurement, and construction, which naturally led to me becoming a Project Manager.&nbsp;
After completing a Diploma in Construction Management, I followed this up with a Master&rsquo;s degree in Project Management and became a Chartered Construction Manager in 2015.
And what are some of the projects you&rsquo;ve been involved in?
For the last dozen or so years I have worked in the energy sector, managing the construction of several energy recovery facilities.&nbsp;
The latest one being Newhurst ERF, a 43MW plant in Leicestershire.&nbsp;
This project was a great example of how collaboration and communication play a key part in achieving successful outcomes.
What are some of the biggest challenges the industry is facing?
The obvious challenges over the last couple of years have been the impact to the supply of labour and materials caused by Covid and Brexit.&nbsp;
Looking to the future, attracting enough young people into the industry, across all trades and professions, is going to be really difficult.&nbsp;
And what are some of the skillsets you&rsquo;re seeing high demand for in the power sector?
There has always been a high demand for those who have a blend of trades experience and ability combined with a knowledge and understanding of engineering principles, as they are the people best equipped to deal with the multi-faceted issues encountered on construction sites.
What do you enjoy most about working in the industry?
Working in the construction industry can be very satisfying, as the output of your labour is very tangible.&nbsp;
Also, even though technology now plays a bigger part than ever, construction is still a people business.&nbsp;
It relies on people to get the job built, and the industry is full of some amazing characters!
What advice would you give your younger self as you embarked upon your career?
Buy shares in Apple!&nbsp;
I&rsquo;ve been lucky to have some amazing mentors over the years, who have not only given me fantastic advice but acted as great role models that I&rsquo;ve tried to emulate.&nbsp;
I suppose the advice I&rsquo;d give my younger self would be, "Be patient &ndash; you&rsquo;re not expected to know everything right from the off.&rdquo;&nbsp;
Even 20+ years into my career, I&rsquo;m still learning every day.
<hr>
If you'd like to take part in our People Powered Profile, reach out to Kevin directly via <a title="People Powered Profile" href="mailto:kover@astutetechnical.co.uk">kover@astutetechnical.co.uk</a>

People Powered Profile: Craig Burdis

As part of Pensions Awareness Week 2023, we&rsquo;ve taken a look at some of the latest insight into pensions.
Howden Group
Howden Group has shared its <a style="overflow-wrap: break-word;" title="https://view.publitas.com/howden-uk-group/howden-workplace-pensions-for-smes-report-final/page/1?utm_campaign=sme%20newsletters&amp;utm_medium=email&amp;_hsmi=273723900&amp;_hsenc=p2anqtz-8mp2wnwfood01yo1nlp4egkqy3-cbu4aklajg3gg9lm0g6welu7zodhupk45x9e2yf4-vjz3b-arjg6" href="https://view.publitas.com/howden-uk-group/howden-workplace-pensions-for-smes-report-final/page/1?utm_campaign=SME%20newsletters&amp;utm_medium=email&amp;_hsmi=273723900&amp;_hsenc=p2ANqtz-8mP2wnwFoOD01yo1nLP4EGKQY3-cBU4aklAjG3gg9Lm0g6WElu7ZODHUPk45X9e2Yf4-vJZ3b-ARjg6-F4zWPD2TuYPZ6gd8GjE3c3SQE2akuylR8&amp;utm_content=273723900&amp;utm_source=hs_email" target="_blank" rel="noopener" aria-label="Link research into workplace pensions and benefits">research into workplace pensions and benefits</a>.
The company gathered feedback from 500 SME employers and 500 SME employees from across various industries in order to shed light on&nbsp;areas that&nbsp;could impact the financial wellbeing of both businesses and employees.&nbsp;
Mark Fosh, Executive Director SME, Howden Employee Benefits &amp; Wellbeing, said, &ldquo;Financial stress is on the up and more employers are taking steps to look after their employees&rsquo; wellbeing, including providing them with better workplace pensions and salary sacrifice options.
&ldquo;Looking after employees with great financial wellbeing plans is good for business.&rdquo;
According to Howden&rsquo;s research, workplace pensions are considered the most valuable benefit by employees, however, they are often not given the importance they deserve in terms of communication and engagement.
Quilter
Quilter is encouraging individuals to review their employer's pension benefits. Their research reveals that having a minimum employer pension contribution of only 3% could result in a significant shortfall of &pound;100,000 over a UK worker's entire career when compared to someone enrolled in an 8% employer pension scheme.
Jon Greer, Quilter&rsquo;s Head of Retirement Policy, said, &ldquo;We tend to focus on our salary and what we take home each month, but this doesn&rsquo;t tell the full story.
&ldquo;There is a huge difference between an employer paying the minimum pension contribution compared to one with a more generous scheme.
&ldquo;Not only can this make a significant difference to your total remuneration package over the course of a year, and in the longer term your working life, but it can also have a real impact on your quality of life in retirement too.
&ldquo;Arguments over pay have consistently made the headlines in the last couple of years as workers fought for higher increases to help ease the burden of the cost-of-living crisis. While this is important, it is also vital not to forget your pension pot.
&ldquo;If a young person says to me they are going for a job interview, I always recommend they check what the employer will pay into their pension as it is so valuable in the longer term, and it is rarely something they have considered focusing on.&rdquo;
Phoenix Insights
Phoenix Insights' analysis has unveiled that a significant portion of UK adults lack confidence in their understanding of pensions, with 58% falling into this category. A substantial 28% of savers admit to having minimal or no knowledge about pensions, while merely 11% consider themselves well-informed.
This research encompassed over 3,000 pre-retirement adults and unveiled gender-related differences in pensions knowledge. Men were 1.4 times more likely than women to claim a good understanding of pensions, but a notable 33% of women and 34% of men confessed to knowing little or nothing about this subject.
Furthermore, when examining income levels, striking disparities in knowledge emerged. Among respondents in the highest income bracket, a substantial 64% possessed reasonable to good knowledge of pensions, while only 30% in the lowest income bracket could make the same claim.
Patrick Thomson, Phoenix Group&rsquo;s Head of Research and Policy, said, &ldquo;We need to close this gap so people aren&rsquo;t disadvantaged when it comes to having the knowledge that allows them to make better financial decisions for their future.
&ldquo;Speaking to friends and family is a good way to engage with pension topics, but people need to be aware that these are informal sources of information. Phoenix Group&rsquo;s most recent brand campaign encouraged people to start talking more about how they can make the most of having a much longer life than previous generations.
&ldquo;&ldquo;In order to boost understanding and pensions engagement, Phoenix Insights is urging the Government to commit to a clear timeline to reviewing the current boundary between regulated advice and guidance, so that a larger proportion of the population can access reliable and tailored financial support.&rdquo;
&ldquo;Let&rsquo;s debunk the myth that pensions are only a concern for those nearing retirement age by engaging people with more frequent, simple and varied communications throughout their life course.&rdquo;
Astute
<a href="https://astutetechnical.co.uk/our-team/sarah-ellis/">Sarah Ellis</a>, Operations Director at <a href="https://astutetechnical.co.uk/about-us/">Astute</a>, said, "At Astute, we have recently reviewed our pension offering to ensure we are supporting our employees with understanding more about their pension investments.
&ldquo;Having engaged with an independent financial advisor, employees will now have the opportunity to receive bespoke pension advice, plus additional financial wellbeing support to help with decisions in the future.
&ldquo;While particularly important in the current climate, it also adds value to our benefits offering and demonstrates our commitment to helping employees gain a greater understanding of their finances."
<hr>
To find out more about the benefits on offer at Astute, <a href="https://astutetechnical.co.uk/join-us/benefits/">visit our Benefits &amp; Rewards page</a>.
We are also currently hiring, to find out more about working at Astute as a <a href="https://astutetechnical.co.uk/jobs/1693563702-Recruitment-Consultant/">Recruitment Consultant, view the job description here</a>.

Pensions Awareness Week 2023

Apr 08, 2020We’re sure, like ourselves, your world has been somewhat turned upside down due to the COVID-19 outbreak. But business needs to continue as much as possible and you may be working from home, like all of us are at Astute.&nbsp;For many people, proactive recruitment is still necessary to fulfil business-critical roles or important future requirements. Clearly, this is a big challenge right now, but thanks to technologies such as video interviewing, online induction software and the ability to issue provisional job offers, we are seeing many companies embrace this opportunity to stay ahead of the curve and avoid the ‘dash for talent’ that will undoubtedly occur when the country returns to normality.We want to make it clear to both candidates and clients, the things that we’re doing to help businesses achieve their recruitment objectives in this uncertain time and to also help those searching for roles. To assist businesses where recruitment is still essential, we have put together a selection of options to provide support which will apply to candidates that commence employment during this lockdown period.A statement from our MD, Terry BuckelAstute is a ‘people’ business. As we continue to closely monitor the COVID-19 outbreak, we’re focusing on keeping our clients, candidates, employees and contractors safe whilst working to keep providing our services with minimal disruption.Following government advice, we’ve taken the appropriate measures to ensure we can offer continuous support to all our customers throughout this difficult time.In this statement, you’ll find a summary of everything we’ve done so far. I’d like to reassure youthat we’re here to help. If you have any other questions or need anything else, please get in touch with your consultant or email&nbsp;<a href="mailto:callback@astutetechnical.co.uk" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">callback@astutetechnical.co.uk</a>How we’re keeping our people safe* In line with government advice, all our staff are working from home and using video conferencing instead of face-to-face meetings.* We’ve suspended all business travel and are advising all staff to follow the government guidance for social distancing in their locations.* We’re working to identify any employees who may be at higher risk because of an underlying condition and encouraging them to follow the relevant government advice.* All our staff have access to health and wellbeing support services.* We’ve created a process to keep our staff updated with guidance on preventing the spread of COVID-19, working remotely, managing mental health, and changes to our business practices in response to the situation.How we’re serving our clients and contractors* We’re staying in regular contact with our contractors and candidates so we can understand the impact of COVID-19 on their assignments and opportunities and we’re providing our contractors with appropriate guidance.* We’re working with our clients to understand the measures they’re taking, supporting them in their implementation and, communicating these measures to our contractors.* We’re also liaising with our clients on the use of video conferencing and other technology for interviewing, on-boarding, and other aspects of HR management.* We’ve given our people systems and guidelines on remote working, leading remote teams, and managing communication and morale.* Our staff are already experienced in working via video conferencing and instantmessaging.* We’ve put data protection and policies in place to keep our data secure and confidential whilst working remotely.How we’re keeping our business running* We’ve set up a cross-functional COVID-19 Working Party, led by our Operational Management Board, that holds twice-daily strategy meetings to plan for known and possible effects on our business operations, customers, staff and supply chain.* We’ve re-allocated resources to ensure the continuity of our services.* Using our crisis management arrangements, we’ve set up dedicated communication channels to spread information quickly and efficiently across all our business units.* We’re monitoring advice from the World Health Organization and the Governments in all our locations.* We’re continually updating our impact assessments and scenario planning across the business to keep pace with change and ensure continuity of service even in the worst-case scenarios.How we’re ensuring the continuity of our supply chain* We’re liaising with all our suppliers to make sure they have adequate communication measures and arrangements in place to ensure the continuity of service to Astute.* We’re monitoring all our contractors and candidates engaged via the supply chain to make sure we understand the impact of COVID-19 on their assignments and opportunities.* We’re liaising with our supply chain on using technology to help them continue to provide their services, including using video conferencing for interviewing and onboarding.If you have any questions that we haven’t covered here, please get in touch with your consultant or email the business continuity team at&nbsp;<a href="mailto:callback@astutetechnical.co.uk" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">callback@astutetechnical.co.uk</a>.Our response to COVID-19Last updated April 2020

Our response to COVID-19

Tim Norford is Head of Renewables at Astute. For the latest in the Our People series, he spoke with Katelyn Buenfeld about choosing a career in recruitment over being a singing policeman.
&nbsp;
<h3>How did you get into recruitment?</h3>
&nbsp;
After seven years as a singer in an international harmony group, I decided on a career change and was accepted into the police.&nbsp;
On the way back to celebrate, I popped into Sainsbury's in Portsmouth and saw a recruitment agency. I'd always been curious about a career in recruitment, so I popped in to learn more, and the rest, as they say, is history.&nbsp;
&nbsp;
<h3>What roles have you filled recently and at what types of companies?&nbsp;</h3>
&nbsp;
I fill permanent and contract roles across all of the Renewable Energy sub-sectors, which include Wind, Solar, BESS, Green Hydrogen, Decarbonisation Solutions, Alternative Fuels&hellip;the list goes on!&nbsp;
The roles are all incredibly varied, from Administrators to Chief Engineers and Managing Directors.
&nbsp;
<h3>What is your favourite thing about working at Astute?</h3>
&nbsp;
The mutual respect, camaraderie and the people. The atmosphere is brilliant and there are no egos.
&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;
<h3>What have you enjoyed most about your recent successes?</h3>
&nbsp;
My team's progression.&nbsp;
Seeing them overcome tough moments and their different successes is where I get the most enjoyment from.
&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;
<h3>What is the most exciting thing about your market?</h3>
&nbsp;
The size of the opportunity and the varying technologies we can work with.
&nbsp;
<h3>What advice would you give someone who is looking to join Astute/recruitment?</h3>
&nbsp;
Have a chat with someone who works here, anyone, and they will give you an honest assessment of their time here.&nbsp;
Reach out to me too and I&rsquo;ll give you the honest truth about how tough the role is and what it takes to succeed here.
<hr>
We are hiring &ndash; and if you&rsquo;d like to join our team, reach out to <a href="https://www.astutetechnical.co.uk/our-team/katelyn-buenfeld" target="_blank" rel="noopener">Katelyn</a> directly or <a href="https://www.astutetechnical.co.uk/join-us/" target="_blank" rel="noopener">apply directly</a>.

Our People: Tim Norford

<a href="https://astutetechnical.co.uk/our-team/simon-welch/">Simon Welch</a> is Astute's US Operations Manager.
For our latest Our People Profile, Simon shares what he's been up to in his first months with the business as we look to expand our recruitment services to America and Canada.
It's been an exciting - and incredibly busy! - first few months as Astute's US Operations Manager as we grow the business and expand into the American market as Astute People Inc.
My almost 30-year-long journey in recruitment has been incredibly rewarding, marked by achievements such as leading successful recruitment teams, providing training, coaching, and mentorship to recruiters and managers, and spearheading research and implementation of cutting-edge systems, processes, and technologies to enhance recruitment practices.
In recent months, I've been hard at work crafting a state-of-the-art recruitment business operating model specifically tailored for the Power and Energy Generation industry in the US and Canada.
This project has been a ground-up endeavour, free from the constraints of legacy systems, allowing us the unique opportunity to carefully evaluate and select the best technologies, services, and products.
We've meticulously tested these solutions to create a leading-edge technology platform that seamlessly empowers the business.
Additionally, I've undertaken an extensive market mapping campaign, enabling us to promptly engage with key decision-makers at prominent organisations, both large players and SMEs, across the US and Canada.
Astute People Inc. has a wealth of knowledge and experience from our UK-based counterpart, Astute, which boasts more than 17 years of sector expertise.
With our headquarters nestled in Uptown Charlotte, North Carolina, we are poised to provide unmatched permanent and contract solutions to clients in this niche and crucial industry sector.
Our commitment to delivering unparalleled service and expertise is unwavering, and we're excited to embark on this journey in the US market.

Our People: Simon Welch

<a href="https://astutetechnical.co.uk/our-team/ruth-winter/">Ruth Winter</a> is a Senior Recruitment Partner at Astute, for the first in the Our People series, she spoke with Katelyn Buenfeld about her recent recruitment successes.
How did you get into recruitment? I was originally working with Astute as a candidate, when one of the internal recruiters called and asked if I would consider working for Astute on a recruitment basis.
Because I could use my power station knowledge, I thought it would be an interesting career move. &nbsp; What roles have you filled recently and at what types of companies?&nbsp; I predominately fill permanent Operations and Maintenance roles in Power Stations, this can include Managers (Plant/Operations/Maintenance), and all engineering and operations roles.
I would say my favourite roles are Operations roles as it is what I used to do. The companies are generally Energy from Waste, Biomass and CCGT Power Stations. What is your favourite thing about working at Astute? I really enjoy the variety each day, and that the harder you work the more you are rewarded.
The people are also amazing, everyone gets on so well and there are always loads of events outside of work. What have you enjoyed most about your recent successes? Because the power market is growing so fast, there are always lots of vacancies and I really enjoy coaching candidates on the Power Station Process before interviews and helping them join an industry where they can progress and feel fulfilled in their job.&nbsp;&nbsp;&nbsp; &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; What is the most exciting thing about your market? I think the market in power right now is so busy, there are loads of innovative ways companies are moving towards carbon zero, but also the traditional power is still as busy as ever. I think that gives a real range of roles at all times which means as recruiters we are always learning something new. What advice would you give someone who is looking to join Astute/recruitment? Do it.
Work really hard and always keep your word to your candidates and clients and always listen to what they need from you, never assume.
<hr>
We are hiring!
If you're considering a new career, or are looking for your next recruitment opportunity, we are currently recruiting a number of opportunities.
Visit the <a href="https://astutetechnical.co.uk/join-us/">work for us page</a> to find out more.

Our People: Ruth Winter

<a class="editor-rtfLink" href="https://www.astutetechnical.co.uk/our-team/laura-milsom" target="_blank" rel="noopener">Laura Milsom</a>&nbsp;is a Talent Specialist for Renewable team at Astute. For the Our People series, she spoke with&nbsp;<a class="editor-rtfLink" href="https://www.astutetechnical.co.uk/our-team/katelyn-buenfeld" target="_blank" rel="noopener">Katelyn Buenfeld</a>&nbsp;about her recent recruitment successes.
&nbsp;
<h3>How did you get into recruitment?</h3>
I was looking for a part-time role to fit alongside family life and being a Mum.&nbsp;
&nbsp;
Astute offered me a role which I thought was interesting and also offered the opportunity to earn more with commissions.&nbsp;
&nbsp;
Astute allowed me to choose the days and hours I was able to work, which showed that they value flexible working.&nbsp;
&nbsp;
<h3>What roles have you filled recently and at what types of companies?&nbsp;</h3>
Most recently, I filled a Senior Nuclear Engineer role for a global nuclear services company.
&nbsp;
I also placed a candidate with an expanding AD (Anaerobic Digestion) company, which offered opportunities for growth and progression for its Technicians.&nbsp;
&nbsp;
<h3>What is your favourite thing about working at Astute?</h3>
The people!&nbsp;
&nbsp;
While Astute offers me flexible working and an opportunity to earn a full-time salary in a part-time role, the people here are what makes it a great place to work.&nbsp;
&nbsp;
My team are a pleasure to see everyday, and my manager is very supportive.&nbsp;
&nbsp;
<h3>What have you enjoyed most about your recent successes?</h3>
I really appreciate how our team pulls together to meet our goals, but what stands out for me is seeing candidates start new chapters in their careers.&nbsp;
&nbsp;
It's a good feeling to help them get there.
&nbsp;
It's not just about filling positions. It's about finding the right fit that propels someone forward professionally.&nbsp;
&nbsp;
That impact is what I find most satisfying.
&nbsp;
<h3>What is the most exciting thing about your market?</h3>
Changes and new technologies are bubbling away all the time, which is exciting to try stay on top of.&nbsp;
&nbsp;
Another exciting element is that the government is supporting the nuclear sector's plans to grow and generate more sustainable energy.&nbsp;
&nbsp;
<h3>What advice would you give someone who's looking to join Astute?</h3>
Recruitment definitely presents a challenging learning curve &mdash; it's not the easiest path, but it's worthwhile.&nbsp;
&nbsp;
Your effort is directly proportional to the rewards you reap, not just in terms of success, but also in the fulfilment you feel from the job.
&nbsp;
<hr>
&nbsp;
We are hiring!
&nbsp;
If you're considering a new career, or are looking for your next recruitment opportunity, we are currently recruiting several opportunities.
&nbsp;
Visit the&nbsp;<a class="editor-rtfLink" href="https://astutetechnical.co.uk/join-us/" target="_blank" rel="noopener">Work for Us page</a>&nbsp;to find out more.

Our People: Laura Milsom

<a class="editor-rtfLink" href="https://www.astutetechnical.co.uk/our-team/gemma-nixon" target="_blank" rel="noopener">Gemma Nixon</a>&nbsp;is a Team Leader for the Nuclear, Waste and Decommissioning team at Astute. For the Our People series, she spoke with <a href="https://www.astutetechnical.co.uk/our-team/katelyn-buenfeld" target="_blank" rel="noopener">Katelyn Buenfeld</a> about her recent recruitment successes.
&nbsp;
<h3>How did you get into recruitment?</h3>
I actually &ldquo;fell&rdquo; into recruitment through a family friend who worked at Astute at the time. I did my degree and I wasn&rsquo;t really sure what I wanted to do.&nbsp;
&nbsp;
I had never considered a career in recruitment before but have always loved working with people. I thought it sounded like a great opportunity, and six years later, I'm still here and loving it!
&nbsp;
<h3>What roles have you filled recently and at what types of companies?&nbsp;</h3>
I work in the Nuclear industry across our Decommissioning and Hazardous Waste sector.&nbsp;
&nbsp;
This means that I focus heavily on Radiation Protection, Safety Case and Health Physics roles, as well as lots of Project Managers, Waste Engineers and Senior Site staff.&nbsp;
&nbsp;
<h3>What is your favourite thing about working at Astute?</h3>
For me working with people is one of the best bits about Astute.&nbsp;
&nbsp;
This includes my amazing colleagues I see every day in the office, as well as all my clients and candidates.&nbsp;
&nbsp;
Building relationships is very important to me, and Astute has the best ethos around this.&nbsp;
&nbsp;
<h3>What have you enjoyed most about your recent successes?</h3>
I have really loved stepping into the Team Leader role and transitioning into building our Nuclear team here.&nbsp;
&nbsp;
Seeing the team build the desk, have success with new clients and learn new things about the sector every day is so rewarding.&nbsp;
&nbsp;
<h3>What is the most exciting thing about your market?</h3>
The Nuclear industry is evolving rapidly in the UK market, with new innovations being discussed each week. This allows me to learn something new about the sector every day.&nbsp;
&nbsp;
Radioactive Waste Management is a worldwide conversation at the moment, and it's really exciting to be involved in the development of this side of the sector.&nbsp;
&nbsp;
<h3>What advice would you give someone who's looking to join Astute?</h3>
Have a look at the industries we work in and see what you find interesting.&nbsp;
&nbsp;
One of the best things about Astute is that we are all really passionate about the industries we are involved with, and this is what drives us.&nbsp;
&nbsp;
It's all about passion and confidence and wanting to be successful for not only yourself but also your clients and candidates.&nbsp;&nbsp;
&nbsp;
<hr>
We are hiring!
If you're considering a new career, or are looking for your next recruitment opportunity, we are currently recruiting several opportunities.
Visit the&nbsp;<a class="editor-rtfLink" href="https://astutetechnical.co.uk/join-us/" target="_blank" rel="noopener">Work for Us page</a>&nbsp;to find out more.
&nbsp;

Our People: Gemma Nixon

<h4>This month, Business and Industry Minister Richard Harrington announced additional information to the&nbsp;commitments&nbsp;made in the Nuclear Sector Deal.&nbsp;Launched in June this&nbsp;year, the Nuclear Sector deal sets out&nbsp;clear&nbsp;aims to&nbsp;deliver:&nbsp;</h4>
<h4>30% reduction in the&nbsp;cost&nbsp;of new build projects by 2030</h4>
<h4>Savings&nbsp;of 20% in the&nbsp;cost&nbsp;of decommissioning&nbsp;compared&nbsp;with current estimates by 2030</h4>
<h4>40% women in nuclear by 2030</h4>
<h4>A more competitive supply chain&nbsp;equipped&nbsp;to&nbsp;win&nbsp;domestic and foreign contracts of up to &pound;2 billion by 2030.</h4>
<h4>Richard Harrington announced the&nbsp;intention&nbsp;of&nbsp;opening&nbsp;a Generic Design Assessment&nbsp;(GDA)&nbsp;process for small and advanced modular reactors in the new year. This follows on from announcements made in&nbsp;the Autumn Budget, promising financial&nbsp;commitment to nuclear fusion technology,&nbsp;ensuring&nbsp;the UK remains at the forefront of clean energy production.&nbsp;</h4>
<h4>The Government has already pledged to&nbsp;provide&nbsp;an additional&nbsp;&pound;20m&nbsp;in 2019-2020 to the UK Atomic Energy Agency&nbsp;(UKAEA)&nbsp;following&nbsp;their&nbsp;work&nbsp;on a&nbsp;&pound;50m&nbsp;MAST chamber.&nbsp;The&nbsp;project&nbsp;will research whether smaller reactors can replicate the equivalent amount of&nbsp;power&nbsp;as the&nbsp;sun&nbsp;but in a cheaper and more accessible manner. This particular device is expected to produce temperatures up to 50 million degrees Celsius.</h4>
<h4>&nbsp;</h4>
<h4>Most&nbsp;recently, the nuclear sector has been plagued with bad news, but the<a style="color: rgb(91, 198, 249);" href="https://decommsupplyevent.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;Nuclear Decommissioning Authority Supply Chain</a>&nbsp;event at the beginning of the month&nbsp;had&nbsp;a much more upbeat outlook.&nbsp;With a&nbsp;record&nbsp;1,700&nbsp;visitors, the&nbsp;event&nbsp;reinforced&nbsp;the Governments optimistic viewpoint on the future of UK nuclear.&nbsp;&nbsp;Supported&nbsp;by the Governments Innovate UK, the Innovation Zone hosted&nbsp;more than 40 exhibitor companies showcasing leading technologies.&nbsp;</h4>
<h4>&nbsp;</h4>
<h4>Speaking about the&nbsp;event, Nuclear Divisional Manager&nbsp;<a style="color: rgb(91, 198, 249);" href="../../../../../../cm/our-team/dan-bisset" target="_blank" rel="noopener noreferrer">Dan Bisset</a>&nbsp;said:</h4>
<h4>&nbsp;</h4>
<h4>We&rsquo;re seeing a constant and steady increase in opportunities across the nuclear sector. These are coming out of both the current and growing fleet, alongside sites going through decommissioning.&nbsp;As always, there is a skill shortage to contest with, there are numerous job opportunities out there for people looking to break into the nuclear sector. This was evident at the NDA supply chain event, with new and existing companies approaching us to help with challenging opportunities across the UK.</h4>
<h4>If you are looking for your next opportunity in the nuclear sector,&nbsp;<a style="color: rgb(91, 198, 249);" href="../../../../../../cm/jobs" target="_blank" rel="noopener noreferrer">take a look at our current opportunities here.​</a></h4>
&nbsp;

Nuclear Innovation: Government pledges to support future UK growth

Responding to the latest economic activity and social change data from the Office for National Statistics (ONS), Ann Swain, Global CEO at the Association of Professional Staffing Companies (APSCo) said, &ldquo;While the fall in online jobs noted in the latest statistics is to be expected given the summer holidays, the data does show that economic activity looks set to pick up again next month.
&ldquo;With more businesses expecting their turnover to increase in September, the indicators suggest that positivity is on the cards for the remainder of the year.
&ldquo;With inflation falling and GDP seeing better than expected growth, the recruitment market is likely to see an uplift in activity once again.
&ldquo;However, skills shortages remain a significant challenge across many sectors, which makes the planned redundancy figures in today&rsquo;s publication a concern.
&ldquo;As we saw during the pandemic, employers that cut staff found it difficult to replace them once the economic recovery began.
&ldquo;Businesses stripping back resources now may face a similar problem in the coming quarter.&rdquo;
Dan Don, Head of Nuclear at Astute, &ldquo;Despite the wider trend of a fall in the number of online jobs, we&rsquo;ve seen exceptional demand for both permanent and contract recruitment across the business.
&ldquo;Across the energy sector, there are very real talent shortages, something exacerbated by a change in working preferences triggered by the pandemic, as well as competition for sector specialists, with many organisations vying for the same talent pool.
&ldquo;In the nuclear sector, we are encouraging clients to consider the transferrable skills of candidates from other industries, especially when a security clearance is needed to work on-site, which further limits the talent pool.
&ldquo;Equally, we are seeing high demand for contractors who can plug skills gaps at short notice and enable key projects to progress.
&ldquo;Mirroring Ann&rsquo;s point on post-pandemic recruitment, the nuclear businesses that scaled back during the initial lockdown phases have found it a lot trickier to entice talent as their employee value proposition is weaker than that of a business that retained its talent during tough times.&rdquo;
<a href="https://www.astutetechnical.co.uk/our-team/daniel-don/" target="_blank" rel="noopener">Contact Dan</a> for a conversation about Astute&rsquo;s permanent and contractor recruitment solutions.
<a href="https://www.astutetechnical.co.uk/looking-to-hire/" target="_blank" rel="noopener">Contact us</a>&nbsp;if you're looking to hire.

New data shows economic activity picking up: but redundancies are a concern

Post-Christmas debts, the return to routine, miserable weather…there isn’t much to be cheerful about for most in January. And according to one psychologist, the third Monday of January can officially be called the most depressive of the year. Regardless of dates, workplace stress is felt all year round, with one survey suggesting that a potential 13 million employees across the UK suffer at some point during the year.&nbsp;In fact, 15.4 million working days were lost in 2017/18as a result of work-related anxiety or depression according to figures released by the Health and Safety Executive (HSE).With that in mind, and as Monday 21st January was officially ‘Blue Monday’ we thought we’d start the day with a personal message to everyone in the business along with a fruit smoothie. With the aim of raising a smile, getting a belly-laugh or improving someone’s confidence first thing on a morning, our aim was for a small gesture to start off the week on a positive note.Throughout January, we’ve decided to focus on promoting healthy minds and bodies through various activities across the month.&nbsp;From our usual free fruit and breakfast club, we’ve set up a lunchtime run club and a ‘Biggest Loser’ weight loss club for those interested in losing some weight with healthy eating and exercise.Learning and Development Consultant Sam Bradshaw has also conducted training with all members of staff on both physical and mental health in the workplace. Short sessions were run to advise on healthy eating, desk posture and taking regular breaks from the screen, with the opportunity to have a free assessment from a chiropractic clinic on posture in the workplace.Our Blue Monday sessions across the business have focussed on stress and improving well-being. From workload, stress and time management through to more serious issues like bullying, harassment and discrimination, these sessions are designed to help staff recognise any pressures they feel, not only in their working day but outside of the workplace too. Most importantly, they have been designed to give practical advice on how to deal with any of these issues – from workload planning to simply speaking to someone confidentially about something that is having a big impact on their mental health.Sam Bradshaw explains: As part of our commitment to our staff and as people are the centre of our core values, we provide monthly one to one sessions to discuss mental wellbeing, so this isn’t something we just roll out on Blue Monday. Recruitment is a tough job so in order to ensure our teams get the most out of their working day we also offer free breakfast, free fruit and host a weekly running club making everyone feel supported and encouraged to promote both physical and mental wellbeing.&nbsp;If you need advice on how to stay mentally healthy at work, visit Mind.org.uk for practical tips and advice.

Mental health and well-being: Banishing "Blue Monday"

<a href="../../../../../../our-team/karianne-morris/" target="_blank" rel="noopener">Karianne Morris</a>, Talent Specialist on Astute's Renewables team, shares her advice to candidates on how to maximise their LinkedIn profiles.
<h2>1) Keep your page updated and active</h2>
Update your page as soon as possible with any changes to your employment, skill set and other areas of importance, so recruiters can contact you about relevant roles that reflect your current experience.
Make sure to include your contact details - if you are happy to be contacted directly about relevant roles by calls/emails or SMS - so you don't miss out!
<h2>2) Use the right keywords</h2>
Utilise your headline and summary and don't forget to include relevant industry specific keywords.&nbsp;
Using the right keywords is one of the most important practices for a LinkedIn profile, anyone conducting a search for the right talent will likely use job titles, responsibilities, qualifications and common words and phrases in their search parameters.&nbsp;
By using the right words you will be more visible to recruiters and others looking for people in your field.
<h2>3) Highlight your experience</h2>
Include relevant jobs for the sector you want your career to go.&nbsp;
Use two to four bullet points to showcase your key responsibilities in these roles, with the aim of demonstrating the impact you've made, initiatives you've led, changes you've enacted and results you delivered.&nbsp;
<h2>4) Be socially active</h2>
Boost your visibility by expanding your network and engaging with more people in your sector.&nbsp;
Join one or two groups and post relevant and informative content, along with three related hashtags so you can make the right connections.
<h2>5) Let recruiters know you are open to opportunities</h2>
You can change the "Career interests" setting in your dashboard to let recruiters know you are open to opportunities without your current employer being able to see.
<hr>
<h3>About the author</h3>
Karianne Morris joined Astute in 2022 as a Delivery Consultant.
She is now a Talent Specialist in the Renewables team. Connect with her on <a href="https://www.linkedin.com/in/kariannemorris/" target="_blank" rel="noopener">LinkedIn</a>.
<hr>
Click here to view all of Astute's <a href="https://astutetechnical.co.uk/jobs/" target="_blank" rel="noopener">current job opportunities </a>in the Renewables sector.

Maximising Your LinkedIn Profile: Expert Advice from a Talent Specialist

I've had a lot of people I work with ask the question, &ldquo;How are you feeling after having a baby?&rdquo; and to be honest, it&rsquo;s been hard!&nbsp;
&nbsp;
It can be difficult to explain to other people the feelings of post-natal depression (PND).
&nbsp;
Becoming a parent is a life-altering experience, it&rsquo;s AMAZING but I&rsquo;ve also found it to be really hard at the same time.
&nbsp;
It&rsquo;s accompanied by unexpected challenges, and for some, this includes postpartum depression (PPD).&nbsp;
&nbsp;
PPD is a complex condition that affects many new parents, but it's important to remember that you're not alone, and there are ways to navigate through it.&nbsp;
&nbsp;
In this blog, I want to help explain what PPD is, and its common signs, and provide practical tips and tricks to help you.&nbsp;
&nbsp;
I also wanted to write about this to help people understand what new parents can be going through.
&nbsp;
Understanding Postpartum Depression
&nbsp;
Postpartum depression is a mood disorder that can affect individuals after childbirth.&nbsp;
&nbsp;
It differs from the "baby blues," which are common feelings of sadness or mood swings that typically last for a few days to a week after giving birth.
&nbsp;
PPD, on the other hand, can persist for weeks or even months, significantly impacting a person's ability to function and care for themselves and their baby.
&nbsp;
I&rsquo;ve been lucky in the sense that I haven&rsquo;t found it difficult to care for Evie, however, after being in intensive care after giving birth due to my extremely high blood pressure and being at high risk of a stroke or seizure, a whole new level of anxiety has been triggered within me.
&nbsp;
Common Signs of Postpartum Depression
&nbsp;
Persistent Sadness or Hopelessness: Feeling overwhelmed, sad, or like you're in a constant state of despair, even when things are going well.
&nbsp;
Loss of Interest or Pleasure:&nbsp;Experiencing a diminished interest in activities you once enjoyed.
&nbsp;
Changes in Appetite and Sleep Patterns:&nbsp;Significant changes in eating and sleeping habits, whether it's excessive sleep or insomnia, and changes in appetite (overeating or loss of appetite).
&nbsp;
Intense Irritability or Anger:&nbsp;Experiencing frequent mood swings, irritability, or even anger that seem out of proportion to the situation.
&nbsp;
Difficulty Bonding with the Baby: Struggling to form a strong emotional connection with your newborn, can lead to feelings of guilt.&nbsp;
&nbsp;
I felt like my daughter didn&rsquo;t love me and that I was doing a terrible job. Which in hindsight, wasn&rsquo;t the case at all.&nbsp;
&nbsp;
I am a brilliant mum to Evie, and I&rsquo;m proud to say that!
&nbsp;
Physical Symptoms: Experiencing unexplained physical symptoms like headaches, stomach problems, or muscle pain.
&nbsp;
I have since developed (IRRITATING!!) muscle twitches!!!&nbsp;
&nbsp;
When my anxiety is really bad, my legs and arms are constantly twitching, which is something that triggers my anxiety even more because I associate that with being in intensive care.
&nbsp;
Lack of Energy and Motivation:&nbsp;Feeling constantly tired, drained, and lacking the energy to perform daily tasks.
&nbsp;
<h3>Dealing with Postpartum Depression: Practical Tips</h3>
&nbsp;
Seek Professional Help:&nbsp;The first step towards healing is reaching out to a healthcare provider or mental health professional.&nbsp;
&nbsp;
They can offer an accurate diagnosis and recommend appropriate treatment options, which may include therapy, medication, or a combination of both.
&nbsp;
I am proud to say, that I sought help through Talking Change.&nbsp;
&nbsp;
My CBT Therapist, Fran, has been incredible! She has given me some really good techniques to deal with my anxiety attacks and just knowing the science behind why we feel the way that we do has been so helpful!
&nbsp;
Build a Support System:&nbsp;Surround yourself with people who understand and support you. This could include your partner, family members, friends, or support groups for new parents.
&nbsp;
This is also really hard to do! Because if you haven&rsquo;t had a baby yourself, it&rsquo;s so hard to understand the way that new parents feel.&nbsp;
&nbsp;
As a friend or family member who hasn&rsquo;t had a baby, please don&rsquo;t assume that we are okay because we are being silly with our babies and trying to make them laugh... sometimes, we just want a hug!
&nbsp;
My wonderful colleagues at Astute have been amazing in the sense that they are there to listen and support!&nbsp;
&nbsp;
Nothing has changed at work for me. I&rsquo;m still invited out. I get asked every day how I am, and if I&rsquo;m not myself, it&rsquo;s picked up on and support is offered.&nbsp;
&nbsp;
Coming back to work and having support from the company has been a breath of fresh air!!!!
&nbsp;
Self-Care is Crucial:&nbsp;Prioritise self-care, even in small ways.&nbsp;
&nbsp;
Take time for yourself, practice mindfulness, exercise, and try to get enough rest. Remember, you can't pour from an empty cup.
&nbsp;
Open Communication:&nbsp;Be honest with your partner, family, and friends about what you're going through.&nbsp;
&nbsp;
Sharing your feelings can be a powerful step towards healing.&nbsp;
&nbsp;
I struggled with this massively and I am not afraid to admit that this was hard for me.&nbsp;
&nbsp;
I don&rsquo;t like telling my partner when I&rsquo;m struggling because it worries me that I would be putting my emotions and moods onto him! But you don&rsquo;t know what you don&rsquo;t know right?
&nbsp;
Dealing with postpartum depression is a courageous journey towards healing and well-being.&nbsp;
&nbsp;
Remember, seeking help is a sign of strength, not weakness.&nbsp;
&nbsp;
With the right support, treatment, and self-compassion, you can emerge from this challenging period and embrace the joys of parenthood.&nbsp;
&nbsp;
You are not alone!
&nbsp;
If you are reading this and you have friends who have had children, please check in on us. We won't always tell you if we are struggling.

Maternity Leave: Returning to Work (part III)

Becoming a parent is the most amazing but strange experience, one that brings a huge amount of love, a heap of anxiety and a newfound sense of responsibility.&nbsp;
After almost 11 months of being a &ldquo;stay at home mum&rdquo; and building an amazing bond with my little girl, it was time to start a new chapter and return to work!&nbsp;
I was filled with mixed emotions, but the amazing support and understanding shown by my employer and Head of People, Sam Bradshaw, was second to none!
I didn&rsquo;t have the easiest of starts to my pregnancy as we had to go through seven rounds of treatment in order to fall pregnant with our little Evie, however, I chose to keep this to myself and not tell my employer, which in hindsight, I wish I hadn&rsquo;t done!
A Supportive Transition Plan
One of the first experiences that really stuck with me once I told Sam that I was pregnant, was about how they will support me through my pregnancy, maternity leave AND my return.&nbsp;
I just didn&rsquo;t expect the level of support that I received!
We sat down and discussed an outline of a plan that was flexible to change at any point.&nbsp;
Sam made it so clear to me that there was no pressure and everything could be changed whenever we needed.
This plan was tailored to my needs and designed to ensure a seamless reintegration into the office.&nbsp;
It included:
Flexible Work Arrangements:&nbsp;
Understanding the demands of early parenthood, my employer offered flexible work hours and the option to work remotely, allowing me to strike a balance between my professional responsibilities and my role as a new parent.
Phased Return:&nbsp;
Recognising the potential challenges of jumping into a new schedule, my employer allowed me to ease back in gradually which started off with KIT days which then moved into the phased return.&nbsp;
This phased return provided a gentle transition, allowing me to slowly move back into my role without getting overwhelmed.
Access to Parental Resources:&nbsp;
Astute went above and beyond to provide access to resources that supported my journey as a new parent.&nbsp;
From providing me with access to a group of other parents who share tips and tricks, to arranging for me to speak to a charity who support parents going back to work after having a baby.
Open Communication and Supportive Environment
Returning to work after maternity leave can be an emotionally charged experience and the MUM GUILT IS ON A WHOLE OTHER LEVEL!
Astute understood this and maintained open lines of communication throughout the process.&nbsp;
They provided a safe space for me to express any concerns or challenges I might face, assuring me that my wellbeing was a priority and are still continuing to do so.
Since having my beautiful little girl, I have suffered with Post Natal Depression, something that 1 in 10 people suffer with, but still not spoken about enough.&nbsp;
I have been able to lean on Astute and the people within the company for their support and guidance.&nbsp;
Being able to have such a good relationship with my employer has been a God-send!!&nbsp;&nbsp;
Furthermore, my colleagues played a HUGE role in making me feel welcome and supported.&nbsp;
Their warm welcome back made me feel so much better about coming back, even though a few people thought I was the new girl!! (Do you know who I am!?!?!?!)
In all seriousness, I cannot thank Astute and the team for making this process as easy as possible for me.
Conclusion: A Journey of Empowerment and CRAZY-NESS!
Returning to work after maternity leave is a huge milestone, one that requires understanding, flexibility, and support.&nbsp;
My experience has been a testament to the immense value of having an employer who not only acknowledges the challenges but actively strives to help remove them.&nbsp;
The incredible support, open communication, and empowering benefits provided by Astute have made this transition a journey of empowerment, enabling me to navigate the crazy balance between parenthood and a fulfilling career with confidence.
<hr>
If you're looking to join a supportive organisation that puts people first, click here to view our latest vacancies: <a href="https://astutetechnical.co.uk/join-us/">https://astutetechnical.co.uk/join-us/</a>&nbsp;

Maternity Leave: Returning to Work (part II)

In response to this year’s dramatic events, Mental Health Awareness Week has changed its theme. It was going to be “sleep”. Now it’s “kindness”.This is a loud and clear message: for business leaders, kind is the new strong. Compassion has never been a more vital leadership trait.If you’re an employer, you may be panicking as COVID-19 turns your business upside-down. But remember, your greatest business asset is your people. Now more than ever, you need to protect that asset.Simply resolving to be kind isn’t enough. You know how to be kind to your family and your neighbours – but do you know how to be kind to an entire company, when every person in that company is stressed out?If you want your kindness to be effective, you need a clear roadmap. Read on for 10 ways to become a kind leader – during coronavirus and beyond.<ol><li>Take the lead in creating a culture where people can be themselves and be open about their struggles. (Yes – that means you get to be open about yours.) According to a large-scale study by Google Teams, one of the main traits of the most effective teams is “psychological safety”, meaning people feel safe to be honest.</li><li>Always share your favourite tips for productivity and work-life balance, and encourage your people to do the same. Make your organisation one where everyone supports each other in being their best selves.</li><li>As we adapt to the new normal, keep reviewing how things are done. For example, if you notice people are struggling with interruptions while working from home, give them express permission to make themselves “unavailable” for a period of time.</li><li>Be a visible leader. Talk to your people and connect with them on a real and honest level. Be understanding about new pressures they may be facing, like trying to juggle homeschooling and work.</li><li>Keep your professional connections going. If you can’t all get together for team meetings right now, how about creating a monthly staff newsletter to which everyone can contribute, and maybe including some awards for the MVPs of the month?</li><li>&nbsp;</li><li>Keep the social connections going too. We’ve all become acutely aware of the value of watercooler moments now they’re gone. Try doing a team lunch on Zoom once a week, and encourage people to have a virtual coffee together and chat about life outside work.</li><li>Make sure your people have what they need to connect with each other and to do their best work. That person who’s always invisible or barely audible on Zoom meetings? Ask them privately if you can buy them a new webcam or microphone. That person who keeps losing work to computer crashes? If you can, offer to buy them a laptop. That person who takes five million years to download video files? Ask them if a little extra money would enable them to upgrade their internet.</li><li>Don’t just pay lip-service to the concept of work-life balance. Especially now, when working hours are expanding in the absence of a nine-to-five routine, actively encourage your people to get enough sleep and make time to relax, have fun and take care of their bodies. You’ll be rewarded with better productivity and morale.</li><li>Be aware that people who are drowning need time off, and will very rarely ask for it, because they blame themselves for their overwhelm and burnout. If you see this happening, don’t wait for them to ask; offer. No matter how much work there is, an exhausted employee is liable to be unproductive at best and make disastrous mistakes at worst.</li><li>As workplaces reopen, continue to allow flexible working where you can, and make it very clear that nobody will be penalised for wanting to work from home. To be fair to everyone, consider a part-time approach: even if nobody can work from home all the time, maybe everyone can work from home some of the time.</li></ol>As you follow these tips, notice how being kinder boosts your own morale too. Notice how it boosts your business when people really know they belong and are valued. When the pandemic is over, hopefully the spirit of kindness and generosity it created will remain and become a normal part of leadership in every organisation.

Kindness: the must have leadership trait in 2020

For many businesses across the UK, Cyber security is an ongoing battle, with new threats emerging every year. Recently in 2021, the UK based umbrella firm and payroll provider Giant Umbrella suffered a colossal data breach, leading to a host of payment delays across numerous employment sectors. This is just one of many examples, with more businesses relying on their network to work from home, cyber security is more vulnerable now than it ever has been. Recognising The Most Common Types of ThreatsThe first step in keeping yourself and your business safe from threats and scams is having the knowledge necessary to recognise them before it’s too late. Our Head of IT, Jon Berry explains: We’ve noticed an increase in attempted cyber-attacks already this year, so training is vital for all businesses. At Astute, we have enrolled all of our staff onto a bespoke cyber security training program, which includes both training modules and regular simulated phishing attacks. One of the first steps towards defending ourselves from threats is having our team armed with up-to-date knowledge, because recognising threats before they become an issue is always better than dealing with the aftermath of an attack.” Below are Jon’s top 4 threats to look out for and how to combat them: Phishing“Phishing” is classified as the fraudulent practice of sending emails purporting to be from reputable companies in order to induce individuals to reveal personal information, such as passwords and credit card numbers. In simpler terms, fake company emails trying to trick you into giving away your sensitive information. A good way to combat this type of fraudulent threat is to take time to check the verifiability of the email. Take some time to think and ask yourself some of these questions:Is this an email I am expecting?Is the email address or email text spelled correctly?Does the email address match who they claim to be?Is there a strange amount of urgency to the email? VishingVery similar to the previously mentioned threat, “vishing” is defined as the fraudulent practice of making phone calls or leaving voice messages purporting to be from reputable companies in order to induce individuals to reveal personal information, such as bank details and credit card numbers. Unlike phishing, this threat can be a lot harder to spot. If you’re not sure, hang up the phone and call an individual or business related to the original call, such as your bank if the caller was asking for your account information. This means you can be sure you’re going to the right people, and if there is a problem, they can tell you about it directly. Exercise caution however, as scammers can hijack your phone line, so when you hang up be sure to wait a few minutes before calling again. SmishingThis is essentially the same as the previous “vishing” except it’s delivered via text message instead of phone calls. For example, scammers will send you a text message claiming to be your bank, saying you need to update your personal details or that there has been an issue with your account. The text message may include a link, or a fake phone number that they will then use to get you to reveal your details. If you ever receive a text message like this, be suspicious. A good giveaway to this scam is that the phone number messaging you won’t match the number on your credit or debit card. PharmingThis threat is defined by the fraudulent practice of directing internet users to a bogus website that mimics the appearance of a legitimate one, in order to obtain personal information such as passwords, account numbers, etc. Be observant, make sure the website address is correct and keep your operating system, web browser, and anti-virus up to date. If the address has a selection of unexpected numbers, or perhaps something similar to the real name but with the letters switched around or a different spelling, then be aware that it is a mimic and not the true website. Further threats to IT systems are malicious software or malware that are activated by clicking links sent from malicious emails. These can take the form of a software virus, spyware, ransomware, worms, or Trojans.&nbsp; As a business, by continually training our staff with internal and external training partners as well as using the most up to date cyber security packages we aim to protect our information as best as possible and keep up to date of what the current threats are.

Keeping Yourself Safe from Online Threats

A team of recruiters from Portsmouth will take on a 50km hike in August to raise &pound;10,000 for Young Lives vs Cancer.
&nbsp;
Members of Astute Technical Recruitment, which is based in Lakeside North Harbour, will tackle the fundraising event in Minehead on 5 August.&nbsp;
&nbsp;
Terry Buckel, Founder and CEO of Astute, said, "We are proud to support Young Lives vs Cancer, a charity that helps children, young people and their families find the strength to face whatever cancer throws at them."
&nbsp;
At the beginning of each year, the Astute team picks a charity of the year, enabling the business to focus its fundraising and awareness-raising activities.
&nbsp;
Terry added, "The cause is close to the hearts of many at Astute, with personal ties to Young Lives vs Cancer's incredible work.&nbsp;
&nbsp;
"We're not just walking the 50 kilometres for Young Lives vs Cancer, we're walking for our colleagues, families, and everyone whose life has been touched by cancer."&nbsp;
&nbsp;
As part of the drive to raise &pound;10,000, the team will also participate in the Great South Run and climb Mont Buet in France.
&nbsp;
Terry said, "People is one of our core values. Placing people at the forefront of Astute means we strive to make a positive difference to everyone who interacts with us.
&nbsp;
"But we also believe in powering change and giving back to our community.&nbsp;
&nbsp;
"This challenge is a testament to our commitment to making a difference, one step at a time.&nbsp;
&nbsp;
"Small steps make big changes, and we&rsquo;ll be taking countless steps this year."&nbsp;
&nbsp;
Liz Blunt, Senior Fundraising Engagement Manager at Young Lives vs Cancer, said, "We can only provide specialist tailored care that's practical, emotional and financial for children and young people with cancer (babies to 25 year olds) and their families thanks to wonderful companies like Astute and their fantastic employees. A massive thank you to everyone involved in these challenges."
&nbsp;
You can help Astute reach their &pound;10,000 goal by donating via their JustGiving page at&nbsp;<a href="https://www.justgiving.com/team/astuterunners" target="_blank" rel="noopener">https://www.justgiving.com/team/astuterunners</a>.&nbsp;

Just the job as recruiters take on 50km hike for charity  

Both the number of new jobs and applications have fallen dramatically in the UK over the past 12 months, that&rsquo;s according to the latest data from Broadbean Technology.
&nbsp;
The firm&rsquo;s data shows a 3% decline in the number of new jobs last month when compared to July&rsquo;s figures, highlighting a slowdown in the job market. The number of people applying for roles has fallen by a dramatic 27% month-on-month, indicating that key markets are feeling the impact of skills shortages.&nbsp;
&nbsp;
While a seasonal decline in hiring is expected around this time, the annual statistics demonstrate a significant decline. Both jobs and applications fell when compared to data from the same period last year, dropping 24% and 30% respectively.&nbsp;
&nbsp;
Alex Fourlis, Managing Director of Broadbean Technology, commented on the data, &ldquo;Both the data on new jobs and applications paints a concerning picture for UK employers across all industries.&nbsp;
&nbsp;
"It will come as no surprise to firms in many sectors but we do not have enough highly skilled professionals in the country at the moment to meet demand, even when the number of new roles has fallen.&rdquo;
&nbsp;
&ldquo;We would expect to see a connection between the new job and application data, however, the fact that the proportion of new applications has fallen at a much deeper rate than the number of new roles suggests that skills shortages are intensifying.&nbsp;
&nbsp;
"Businesses won&rsquo;t be able to solve these problems overnight and will need to invest in ways to source and hire the right talent as well as upping their retention efforts in order to hang on to the skills they already have on their books in such a skills-short environment.&rdquo;
&nbsp;
<a href="https://www.astutetechnical.co.uk/our-team/kevin-over/" target="_blank" rel="noopener">Kevin Over</a>, Head of <a href="https://www.astutetechnical.co.uk/sectors/power" target="_blank" rel="noopener">Power</a> at Astute, shared his thoughts on how contract recruitment could be the answer to talent shortages.
&nbsp;
"While the broader UK job market may be experiencing a decline in job openings and applications, the Power Generation industry tells a different story.&nbsp;
&nbsp;
"We've seen an unyielding surge in demand for highly skilled professionals across the sector, something mirrored by my colleagues in Astute's <a href="https://www.astutetechnical.co.uk/sectors/renewable-energy" target="_blank" rel="noopener">Renewables</a> and <a href="https://www.astutetechnical.co.uk/sectors/nuclear" target="_blank" rel="noopener">Nuclear</a> teams.
&nbsp;
"This persistent need highlights the importance of considering alternative staffing solutions such as contract recruitment.&nbsp;
&nbsp;
"Using contractors not only allows companies to adapt swiftly to market demands but also provides an effective strategy for sourcing specialised talent in an industry that is clearly bucking the trend.&nbsp;
&nbsp;
"The benefits of using contractors are manifold.&nbsp;
&nbsp;
"They can be brought on board with short notice periods, preventing project delays and ensuring uninterrupted productivity.&nbsp;
&nbsp;
"Their specialised skill sets also offer a targeted approach to problem-solving, making them invaluable assets in these fast-paced times."
&nbsp;
<hr>
&nbsp;
<a href="https://www.linkedin.com/in/kevin-over-power-recruitment-specialist/" target="_blank" rel="noopener">Connect with Kevin</a>, or <a href="https://www.astutetechnical.co.uk/looking-to-hire/" target="_blank" rel="noopener">contact us</a> to have a no-obligation conversation on how you can utilise contract recruitment for your business and projects.&nbsp;

Jobs and application numbers fall, but talent crisis continues

Despite a fall in overall jobs in the UK, skills short sectors are still battling for talent.&nbsp; That&rsquo;s according to the latest data from the world&rsquo;s largest network of job boards, Broadbean Technology. The firm&rsquo;s data shows a 2% decline in vacancies in June when compared to May&rsquo;s figures, indicative of a broader slowdown in hiring. While a fall in jobs will result in fewer applications, the 30% decline in the number of people applying for jobs does point to a growing skills shortage.&nbsp; This is further evidenced by the sector job and application figures. According to Broadbean&rsquo;s data, Engineering accounted for the lion&rsquo;s share of the jobs, with 11% of all vacancies falling in this remit. IT claimed second spot (10%) while Education and Training accounted for the third highest number of vacancies (7% of the total).&nbsp; The demand for resources in Engineering represents a 3% increase in jobs month-on-month. Applications, meanwhile, fell 32%. While IT saw a month-on-month decline in new jobs (-4%), the number of active candidates saw a sharper decline (-25%).&nbsp; Alex Fourlis, Managing Director at Broadbean Technology explained, skills shortages are still plaguing many firms despite the overall slowdown in hiring, &ldquo;Although the market is slowing down, the skills crisis is far from over. &ldquo;The UK simply doesn&rsquo;t have enough of the highly trained and highly skilled professionals it needs to fill the demand. &ldquo;It&rsquo;s imperative that employers stay focused on the skills agenda and continue to invest in talent attraction and development if they are to grow their competitive standing. &ldquo;The lack of candidates isn&rsquo;t going to be solved overnight and is already a big issue for firms. &ldquo;Those that can get in front of the right people quickly, and via the right channels, will be the ones in a prime position to win the war for talent.&rdquo; <a href="https://astutetechnical.co.uk/our-team/tim-norford/">Tim Norford</a>, Head of Renewables at <a href="https://astutetechnical.co.uk/about-us/">Astute Technical Recruitment</a>, said, &ldquo;The demand for leading talent, especially in the engineering space, has not dropped and we have seen exceptional demand for candidates across the renewables sector. &ldquo;With energy recruitment still thriving, we have seen a noticeable shift in businesses retaining our services. &ldquo;One of the main reasons for companies choosing to partner on retained campaigns is the positive message it sends to the market.&nbsp; &ldquo;Retained campaigns highlight to leading candidates that the hiring company is committed to recruiting the role or roles.&nbsp; &ldquo;Furthermore, retained recruitment campaigns enable the recruiter to really sell the hiring company&rsquo;s culture, something that is proving increasingly important in attracting the best candidates.&nbsp; &ldquo;Businesses that can showcase their reputation, culture and career development opportunities will be best placed to mitigate against the ongoing talent shortages.&rdquo;&nbsp; &nbsp;
<hr>
<a href="https://astutetechnical.co.uk/jobs/">View Astute's latest job opportunities.</a>
<a href="https://astutetechnical.co.uk/looking-to-hire/">Get support with your next recruitment campaign. for support on your next recruitment campaign.&nbsp;</a>

Job applications suffer sharp decline in skill short industries as talent crisis worsens

Astute recently had the privilege of visiting Jean's House in Southampton, a home from home run by our Charity of the Year, Young Lives vs Cancer.&nbsp;
Jean's House offers vital support for children and young people being treated for cancer at the nearby Southampton Hospital&nbsp; saving sometimes hundreds of miles in travel and expense when getting regular treatment.&nbsp;
In the face of a loved one's cancer diagnosis, families encounter immense difficulties, including the fear of treatment, financial burdens, mental health struggles, and a lack of support systems that can disrupt their lives.&nbsp;
Jean's House provides a remarkable solution by offering a free place to stay and support to families, ensuring they can stay close to their child during their cancer treatments.
Originally a BnB, Jean's House has been transformed into a haven for families. The house now features seven en-suite bedrooms, ensuring each family has a comfortable place to stay.&nbsp;
The spacious and impeccably clean house includes a large open-plan kitchen, living room, and dining room, providing a welcoming atmosphere. Additionally, there is a games room where children and teenagers can relax and take a much-needed break from their treatments.
To further enhance the convenience and comfort for families, each occupying family is provided with their own cupboard stocked with essential supplies, such as toiletries and food. This thoughtful provision helps alleviate some of the stress and challenges that families face on a daily basis.
During our visit, <a href="../../../../../../our-team/sam-bradshaw/" target="_blank" rel="noopener">Samantha Bradshaw</a>, our Head of People, had the opportunity to tour Jean's House and meet the dedicated individuals who work tirelessly to support families affected by cancer. Samantha also used this time to donate items from our Food Bank at the office, witnessing firsthand the significant impact these contributions have on the families.
One critical ongoing need at Jean's House is cleaning supplies. Ensuring a safe and hygienic environment is crucial for the well-being of the children and their families during their treatments. From surfaces and sofas to bedding and curtains, maintaining immaculate cleanliness is of utmost importance. Therefore, there can never be too many cleaning supplies to support this cause.
Astute will soon be returning to Jean's House and setting up another Donation Bank, with a special focus on collecting cleaning supplies. We recognise the importance of this ongoing need and are committed to providing support in any way we can.
If you would like to join us in supporting Jean's House and the Young Lives vs Cancer charity, here are some actions you can take:
<ul>
<li dir="ltr" style="font-weight: bold;" role="presentation"><a href="https://donations.younglivesvscancer.org.uk/" target="_blank" rel="noopener">Donate</a> to Young Lives vs Cancer.</li>
<li dir="ltr" style="font-weight: bold;" role="presentation">Set up a Donation Bank and arrange a visit to Jean's House by contacting <a href="mailto:jeanshouse@younglivesvscancer.org.uk" target="_blank" rel="noopener">Lorraine Smith</a>.&nbsp;</li>
<li dir="ltr" style="font-weight: bold;" role="presentation">Read more about <a href="https://www.younglivesvscancer.org.uk/what-we-do/a-free-place-to-stay/jeans-house-southampton/" target="_blank" rel="noopener">Jean's House</a> to understand the incredible impact they have on the lives of children and families.&nbsp;</li>
<li dir="ltr" style="font-weight: bold;" role="presentation">Learn more about the <a href="https://www.younglivesvscancer.org.uk/" target="_blank" rel="noopener">Young Lives vs Cancer</a> charity and their mission to support young people with cancer.</li>
</ul>
By taking these steps, we can all play a part in making a meaningful difference in the lives of those facing the challenges of childhood cancer.
&nbsp;

Jean's House: Providing Support and Accommodation for Families Facing Childhood Cancer

It was incredibly powerful to visit the Young Lives vs Cancer team at Jean&rsquo;s House in Southampton yesterday and hear first-hand about the incredible work the charity does to help families affected by childhood cancer.&nbsp;
Wynand Barnard, Marketing Assistant at Astute, who visited Jean&rsquo;s House on Thursday (29 June), said, &ldquo;It was a privilege to visit the Young Lives vs Cancer team at Jean&rsquo;s House and hear moving testimonies of the huge impact the charity has on people&rsquo;s lives.
&ldquo;At Astute, we are passionate about contributing to our local community and supporting local initiatives like Jean&rsquo;s House, which helps families find the strength to face whatever cancer throws at them.
&ldquo;Young Lives vs Cancer want families affected by cancer to thrive, not just survive, Astute is proud to join them on their mission.&rdquo;
Jean&rsquo;s House is one of Young Lives vs Cancer&rsquo;s 11 Homes from Home that offer a free place for families to stay when their child is going through cancer treatment. &nbsp;
They&rsquo;re close to principal treatment centres, helping families avoid the extra financial burdens of travel and accommodation costs.&nbsp;
They also allow young cancer patients to be close to their loved ones, keeping the family together at a difficult time.&nbsp;
As Astute&rsquo;s Charity of the Year, we&rsquo;re gearing up for several challenges to raise much-needed money for the Young Lives vs Cancer&rsquo;s vital work, including the 50km South West Ultra Challenge and the Great South Run.&nbsp;
Young Lives vs Cancer don't charge families to stay at the Jean's House and it costs the charity &pound;38 for a family to stay there a night.&nbsp;
Families stay at Jean's House as long as they need to, which is why your support is so desperately needed.&nbsp;
So, if you can donate and help us hit our target, click here to view our JustGiving page. &nbsp;

“It’s simply a godsend” 

At a glance:
<ul>
<li>A global study reveals that 88% of professionals would be interested in trialling a four-day working week</li>
<li>Almost half of workers would be willing to spend every day in the office if a shorter week was on offer</li>
<li>74% of employers expect staff to return to the office for four days or more at some point</li>
</ul>
&nbsp;
A new report suggests that offering a four-day working week could help to encourage staff into the office more.
&nbsp;
Returning for Good, a Unispace Global Workplace Insights report &ndash; which combined the results of a survey of 9,500 employees and 6,650 employers from 17 countries worldwide &ndash; revealed that 88% of professionals would be interested in trialling a four-day working week, however just 42% of employers would be keen to do so, marking a notable difference between the two groups.
&nbsp;
According to the study, 46% of staff would be willing to work from the office every day, rather than on a hybrid basis, if the four-day working model was adopted by their employer.
&nbsp;
This is in stark comparison to 21% who are happy to do so with a more traditional employment schedule. Ultimately, 74% of employers expect that their staff will return to the office for four or more days per week at some point in the future.
&nbsp;
Of the employees surveyed, the top sectors that were open to a four-day working week were technology, media and telecoms, consumer goods, financial services and banking and insurance.
&nbsp;
However, the data suggests that professionals and their employers are still at odds over shifts to traditional ways of working.
&nbsp;
Lawrence Mohuiddine, CEO EMEA at Unispace, said, &ldquo;It is perhaps no surprise that many employees are keen on a shift to a four-day working week given the increased flexibility in how and where people work.
&nbsp;
&ldquo;However, we feel that it could also have real benefits for many employers, not least in their ability to encourage their staff back to the office and, in the long term, to retain their talent more effectively.
&nbsp;
&ldquo;When combined with a return to the office, the shift to working in this way could lead to improved productivity amongst workforces too, so it is certainly something for employers to consider, particularly those who are battling high levels of staff attrition.
&nbsp;
&ldquo;Obviously, this is not possible for firms in every sector, but for many, it could lead to their staff returning to work from the office on a more regular basis.&rdquo;
&nbsp;
&ldquo;A study by the World Economic Forum found that 90% of firms that trialled the new working model looked to retain it after the programme was finished and that this way of operating led to improved morale, fewer absences and, notably, lower levels of staff burnout.&rdquo;
&nbsp;
<a href="https://www.astutetechnical.co.uk/our-team/sam-bradshaw" target="_blank" rel="noopener">Sam Bradshaw</a>, Head of People at Astute, added, &ldquo;We&rsquo;ve long advocated the benefits of flexible working, and have seen huge organisational benefits from our new 9-day fortnight, where all of our employees get every other Friday off, while still getting paid for 10 days without having to work compressed hours.
&nbsp;
&ldquo;As a result of this new benefit, staff attrition has significantly decreased, and a recent independent culture survey highlighted an 8-10% reduction in health risks and an 8-11% improvement in employee engagement and satisfaction.&rdquo;
&nbsp;
<hr>
<a href="https://www.astutetechnical.co.uk/join-us/benefits/" target="_blank" rel="noopener">Learn more</a> about Astute's benefits or apply to <a href="https://www.astutetechnical.co.uk/join-us/" target="_blank" rel="noopener">work with us</a>.&nbsp;

Is a four-day working week the answer to encouraging people back into the office?

&nbsp;Is a four-day working week the answer to encouraging people back into the office?
<ul>
<li>A global study reveals that 88% of professionals would be interested in trialling a four-day working week</li>
<li>Almost half of workers would be willing to spend every day in the office if a shorter week was on offer</li>
<li>74% of employers expect staff to return to the office for four days or more at some point</li>
</ul>
A new report suggests that offering a four-day working week could help to encourage staff into the office more.
Returning for Good, a Unispace Global Workplace Insights report &ndash; which combined the results of a survey of 9,500 employees and 6,650 employers from 17 countries worldwide &ndash; revealed that 88% of professionals would be interested in trialling a four-day working week, however just 42% of employers would be keen to do so, marking a notable difference between the two groups.
According to the study, 46% of staff would be willing to work from the office every day, rather than on a hybrid basis, if the four-day working model was adopted by their employer.
This is in stark comparison to 21% who are happy to do so with a more traditional employment schedule. Ultimately, 74% of employers expect that their staff will return to the office for four or more days per week at some point in the future.
Of the employees surveyed, the top sectors that were open to a four-day working week were technology, media and telecoms, consumer goods, financial services and banking and insurance.
However, the data suggests that professionals and their employers are still at odds over shifts to traditional ways of working.
Lawrence Mohuiddine, CEO EMEA at Unispace, said, &ldquo;It is perhaps no surprise that many employees are keen on a shift to a four-day working week given the increased flexibility in how and where people work.
&ldquo;However, we feel that it could also have real benefits for many employers, not least in their ability to encourage their staff back to the office and, in the long term, to retain their talent more effectively.
&ldquo;When combined with a return to the office, the shift to working in this way could lead to improved productivity amongst workforces too, so it is certainly something for employers to consider, particularly those who are battling high levels of staff attrition.
&ldquo;Obviously, this is not possible for firms in every sector, but for many, it could lead to their staff returning to work from the office on a more regular basis.&rdquo;
&ldquo;A study by the World Economic Forum found that 90% of firms that trialled the new working model looked to retain it after the programme was finished and that this way of operating led to improved morale, fewer absences and, notably, lower levels of staff burnout.&rdquo;
<a href="https://www.astutetechnical.co.uk/our-team/sam-bradshaw" target="_blank" rel="noopener">Sam Bradshaw</a>, Head of People at Astute, added, &ldquo;We&rsquo;ve long advocated the benefits of flexible working, and have seen huge organisational benefits from our new 9-day fortnight, where all of our employees get every other Friday off, while still getting paid for 10 days without having to work compressed hours.
&ldquo;As a result of this new benefit, staff attrition has significantly decreased, and a recent independent culture survey highlighted an 8-10% reduction in health risks and an 8-11% improvement in employee engagement and satisfaction.&rdquo;
<hr>
To find out more about a career at Astute, visit the <a href="https://www.astutetechnical.co.uk/join-us/" target="_blank" rel="noopener">Work for Us </a>page.

 Is a four-day working week the answer to encouraging people back into the office?

January 22, 2020
<h3>Astute continues their series of videos discussing IR35 and brings you the next session which looks at the &lsquo;Right of Substitution&rsquo; test in more detail.</h3>
In this session, we speak with industry experts,&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/colingunnell/?originalSubdomain=uk" target="_blank" rel="noopener noreferrer">Colin Gunnell (CEO, Liquid Friday)</a>,&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/julia-kermode-51a0b619/" target="_blank" rel="noopener noreferrer">Julia Kermode (CEO, FCSA)</a>&nbsp;and&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/tania-bowers-79997813/" target="_blank" rel="noopener noreferrer">Tania Bowers (Legal Counsel, (APSCo)</a>, and&nbsp;cover important issues regarding the tax changes.
We will cover the following topics regarding the &lsquo;Right of Substitution&rsquo;:
<ul>
<li>What &lsquo;Right of Subsitution&rsquo; means</li>
<li>The &lsquo;Right of Substitution&rsquo; as an important consideration</li>
<li>Whether the client can reject the substitute</li>
<li>The Implications if you do not have the &lsquo;Right of Substitution&rsquo;</li>
</ul>
<iframe src="https://www.youtube.com/embed/sAjKswvBclc" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>
Keep a look out for future sessions we will be bringing you in the run-up to April 2021 and the implementation of IR35.
&nbsp;
&lsquo;Mutuality of Obligation&rsquo; test
&lsquo;Financial Risk&rsquo; / &lsquo;Part &amp; Parcel&rsquo; tests
&nbsp;
<h3>Missed any of our videos? Catch up and watch them all here:</h3>
<h3><a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/145/index11/Ir35-Sessions-Clarification-From-The-Experts" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/958cc2e9-4863-43a5-814c-ec9534d5a5e4.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/144/index10/Ir35-Sessions-Clarification-From-The-Experts-Cont-D" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/ef75ce50-5890-4607-a4d1-99000bb6a822.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/143/index9/Ir35-Sessions-The-Control-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/a60b30fd-e21c-49b4-836a-80375e35f1ed.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/141/index7/Ir35-Sessions-The-Mutuality-Obligation-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/dc17993d-604b-4d55-941e-471fabd6d0a4.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/139/index6/Ir35-Sessions-Financial-Risk-Part-Parcel-Tests" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/2f871051-bfa4-4747-abe9-63bd7fb4cb42.jpeg" width="215"></a></h3>
<h3>You can also read our&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/download_files/Blog-downloads/IR35-tax-contractor-2021.pdf" target="_blank" rel="noopener noreferrer">Helpful Guide to the IR35 changes</a></h3>
<h3>If you do have any questions, please contact your consultant, phone us on 02392 221 600 or email compliance@astutetechnical.co.uk. Otherwise, keep looking out for our updates to follow soon!</h3>
&nbsp;

IR35 Sessions – The 'Right of Substitution' Test

<h3>Astute continues their series of videos discussing IR35 and brings you the next session which looks at the ‘Mutuality of Obligation’ test in more detail.</h3>In this session, we speak with industry experts,&nbsp;<a href="https://www.linkedin.com/in/colingunnell/?originalSubdomain=uk" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">Colin Gunnell (CEO, Liquid Friday)</a>&nbsp;and&nbsp;<a href="https://www.linkedin.com/in/angelajcarter1/" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">Angela Ferguson (Director-Head of Employment Tax, Saffrey Champness)</a>, and&nbsp;cover important issues regarding the tax changes.We will cover the following topics regarding 'Mutuality of Obligation’:&nbsp;<ul><li>Mutuality of Obligation (MoO) and what it means</li><li>Why Mutuality of Obligation is an important consideration</li><li>Possible implications of Mutuality of Obligation</li><li>Passing or failing the Mutuality of Obligation test</li></ul><iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.youtube.com/embed/BsOAfQEQ4Jk" height="610" width="1084"></iframe> &nbsp;Keep a look out for our final session that we will bring you in the run-up to April 2021 and the implementation of IR35.&nbsp;‘Financial Risk’ / ‘Part &amp; Parcel’ tests&nbsp;<h3>Missed any of our videos? Catch up and watch them all here:</h3><h3><a href="https://www.astutetechnical.co.uk/blog/view/145/index11/Ir35-Sessions-Clarification-From-The-Experts" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/958cc2e9-4863-43a5-814c-ec9534d5a5e4.jpeg" width="215"></a>&nbsp;<a href="https://www.astutetechnical.co.uk/blog/view/144/index10/Ir35-Sessions-Clarification-From-The-Experts-Cont-D" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/ef75ce50-5890-4607-a4d1-99000bb6a822.jpeg" width="215"></a>&nbsp;<a href="https://www.astutetechnical.co.uk/blog/view/143/index9/Ir35-Sessions-The-Control-Test" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/a60b30fd-e21c-49b4-836a-80375e35f1ed.jpeg" width="215"></a>&nbsp;<a href="https://www.astutetechnical.co.uk/blog/view/142/index8/Ir35-Sessions-The-Right-Substitution-Test" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/f4130c00-b93d-4d92-b3eb-95e56ec03ff7.jpeg" width="215"></a><a href="https://www.astutetechnical.co.uk/blog/view/139/index6/Ir35-Sessions-Financial-Risk-Part-Parcel-Tests" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/2f871051-bfa4-4747-abe9-63bd7fb4cb42.jpeg" width="215"></a></h3><h3>You can also read our&nbsp;<a href="https://www.astutetechnical.co.uk/download_files/Blog-downloads/IR35-tax-contractor-2021.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 0, 0);">Helpful Guide to the IR35 changes</a></h3><h3>If you do have any questions, please contact your consultant, phone us on 02392 221 600 or email compliance@astutetechnical.co.uk. Otherwise, keep looking out for our updates to follow soon!</h3>

IR35 Sessions – The 'Mutuality of Obligation' Test

<h3>Astute continues their series of videos discussing IR35 and brings you the next session which looks at the &lsquo;Control&rsquo; test in more detail.</h3>
In this session, we speak with industry experts,&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/angelajcarter1/" target="_blank" rel="noopener noreferrer">Angela Ferguson (Director-Head of Employment Tax, Saffrey Champness)</a>&nbsp;and&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/tania-bowers-79997813/" target="_blank" rel="noopener noreferrer">Tania Bowers (Legal Counsel, (APSCo)</a>&nbsp;who cover important issues regarding the tax changes and what to consider when undertaking this test.
We will offer clarification on the following topics:
<ul>
<li>The meaning of Control and why it is important</li>
<li>The Control test versus the Sole Trader Supervision, Direction or Control (SDC) test</li>
<li>Assignments that could fail or pass the Control test</li>
<li>What to do if Control is exercised by both party?</li>
</ul>
<iframe src="https://www.youtube.com/embed/GLcmYZJa4Dc" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>
Keep a look out for future sessions we will be bringing you in the run-up to April 2021 and the implementation of IR35.
&lsquo;Right of Substitution&rsquo; test
&lsquo;Mutuality of Obligation&rsquo; test
&lsquo;Financial Risk&rsquo; / &lsquo;Part &amp; Parcel&rsquo; tests&nbsp;
<h3>Missed any of our videos? Catch up and watch them all here:</h3>
<h3><a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/145/index11/Ir35-Sessions-Clarification-From-The-Experts" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/958cc2e9-4863-43a5-814c-ec9534d5a5e4.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/144/index10/Ir35-Sessions-Clarification-From-The-Experts-Cont-D" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/ef75ce50-5890-4607-a4d1-99000bb6a822.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/142/index8/Ir35-Sessions-The-Right-Substitution-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/f4130c00-b93d-4d92-b3eb-95e56ec03ff7.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/141/index7/Ir35-Sessions-The-Mutuality-Obligation-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/dc17993d-604b-4d55-941e-471fabd6d0a4.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/139/index6/Ir35-Sessions-Financial-Risk-Part-Parcel-Tests" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/2f871051-bfa4-4747-abe9-63bd7fb4cb42.jpeg" width="215"></a></h3>
<h3>You can also read our&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/download_files/Blog-downloads/IR35-tax-contractor-2021.pdf" target="_blank" rel="noopener noreferrer">Helpful Guide to the IR35 changes&nbsp;</a></h3>
<h3>If you do have any questions, please contact your consultant, phone us on 02392 221 600 or email compliance@astutetechnical.co.uk. Otherwise, keep looking out for our updates to follow soon!</h3>
&nbsp;

IR35 Sessions - The 'Control' Test

<h3>Astute conclude their series of videos discussing IR35 and bring you the last session which looks at the &lsquo;Financial Risk/Part &amp; Parcel&rsquo; tests in more detail.</h3>
In this session, we speak with industry experts,&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/alexmoore88/" target="_blank" rel="noopener noreferrer">Alex Moore (Business Development Director at Sapphire Accounting)</a>&nbsp;and&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/michael-howard-48802956/" target="_blank" rel="noopener noreferrer">Michael Howard (Relationship Manager at Brookson)</a>&nbsp;and cover important issues regarding the tax changes.
We will cover the following topics regarding 'Financial Risk/Part &amp; Parcel&rsquo;:
&nbsp;
<ul>
<li>Financial Risk and its meaning</li>
<li>Key considerations and the benefits of demonstrating Financial Risk</li>
<li>Part &amp; Parcel/Distinction and its meaning</li>
<li>The importance of Part &amp; Parcel/Distinction when considering IR35</li>
<li>Examples of when Part &amp; Parcel/Distinction may or may not apply&nbsp;</li>
</ul>
<iframe src="https://www.youtube.com/embed/1Pq1LlzX7M4" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>
We hope you have found our advice helpful and a useful source of information in the run-up to April 2021 and the implementation of IR35.
<h3>Missed any of our videos? Catch up and watch them all here:</h3>
<h3>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/144/index10/Ir35-Sessions-Clarification-From-The-Experts-Cont-D" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/ef75ce50-5890-4607-a4d1-99000bb6a822.jpeg" width="219" height="123"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/143/index9/Ir35-Sessions-The-Control-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/a60b30fd-e21c-49b4-836a-80375e35f1ed.jpeg" width="215" height="121"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/142/index8/Ir35-Sessions-The-Right-Substitution-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/f4130c00-b93d-4d92-b3eb-95e56ec03ff7.jpeg" width="215" height="121">&nbsp;</a><a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/141/index7/Ir35-Sessions-The-Mutuality-Obligation-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/dc17993d-604b-4d55-941e-471fabd6d0a4.jpeg" width="216" height="121"></a></h3>
<h2>You can also read our&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/download_files/Blog-downloads/IR35-tax-contractor-2021.pdf" target="_blank" rel="noopener noreferrer">Helpful Guide to the IR35 changes</a></h2>
<h3>If you do have any questions, please contact your consultant, phone us on 02392 221 600 or email compliance@astutetechnical.co.uk. Otherwise, keep looking out for our updates to follow soon!</h3>
&nbsp;

IR35 Sessions – 'Financial Risk/Part & Parcel' tests

<h3>Astute continues their series of videos discussing IR35 and brings you the second part of "Clarification from the Experts".</h3>
In this session, we speak with industry experts,&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/tania-bowers-79997813/" target="_blank" rel="noopener noreferrer">Tania Bowers (Legal Counsel, APSCo)</a>,&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/angelajcarter1/" target="_blank" rel="noopener noreferrer">Angela Ferguson (Director-Head of Employment Tax, Saffrey Champness)</a>,&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/julia-kermode-51a0b619/" target="_blank" rel="noopener noreferrer">Julia Kermode (CEO, FCSA)</a>&nbsp;and&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/colingunnell/" target="_blank" rel="noopener noreferrer">Colin Gunnell (CEO, Liquid Friday)</a>&nbsp;and cover important issues regarding the tax changes.
We will offer clarification on the following topics:
<ul>
<li>Options that can be considered for operating inside or outside IR35</li>
<li>Statement of Works</li>
<li>Employment rights</li>
<li>Agency Worker Regulations (AWR)</li>
<li>Small Business Exemption</li>
</ul>
As well as discussing tips and advice on clarifying IR35 status.
<iframe src="https://www.youtube.com/embed/lPgBZ0CvQ04" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>
&nbsp;
&nbsp;
Keep a look out for future sessions we will be bringing you in the run-up to April 2021 and the implementation of IR35.
'Control' test
&lsquo;Right of Substitution&rsquo; test
&lsquo;Mutuality of Obligation' test
&lsquo;Financial Risk&rsquo; / &lsquo;Part &amp; Parcel&rsquo; tests&nbsp;
<h3>Missed any of our videos? Catch up and watch them all here:</h3>
<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/145/index11/Ir35-Sessions-Clarification-From-The-Experts" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/958cc2e9-4863-43a5-814c-ec9534d5a5e4.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/143/index9/Ir35-Sessions-The-Control-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/a60b30fd-e21c-49b4-836a-80375e35f1ed.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/142/index8/Ir35-Sessions-The-Right-Substitution-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/f4130c00-b93d-4d92-b3eb-95e56ec03ff7.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/141/index7/Ir35-Sessions-The-Mutuality-Obligation-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/dc17993d-604b-4d55-941e-471fabd6d0a4.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/139/index6/Ir35-Sessions-Financial-Risk-Part-Parcel-Tests" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/2f871051-bfa4-4747-abe9-63bd7fb4cb42.jpeg" width="215"></a>
<h3>&nbsp;</h3>
<h3>You can also read our&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/download_files/Blog-downloads/IR35-tax-contractor-2021.pdf" target="_blank" rel="noopener noreferrer">Helpful Guide to the IR35 changes&nbsp;</a></h3>
<h3>If you do have any questions, please contact your consultant, phone us on 02392 221 600 or email compliance@astutetechnical.co.uk. Otherwise, keep looking out for our updates to follow soon!</h3>
&nbsp;

IR35 Sessions – Clarification from the Experts cont'd

<h3>Following on from our recent&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/2019/10/a-helpful-guide-to-the-ir35-changes" target="_blank" rel="noopener noreferrer">Helpful Guide to the IR35 changes</a>, Astute brings you the first in a series of videos discussing IR35.&nbsp;</h3>
In our first session, we speak with industry experts,&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/tania-bowers-79997813/" target="_blank" rel="noopener noreferrer">Tania Bowers (Legal Counsel, APSCo)</a>,&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/julia-kermode-51a0b619/" target="_blank" rel="noopener noreferrer">Julia Kermode (CEO, FCSA)</a>&nbsp;and&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.linkedin.com/in/angelajcarter1/" target="_blank" rel="noopener noreferrer">Angela Ferguson (Director of Employment Taxes, Saffrey Champness)&nbsp;</a>and cover important issues regarding the tax changes.
&nbsp;
We will offer clarification on the following topics:
&nbsp;
&bull;&nbsp;Blanket decisions &amp; Status Determinations
&bull;&nbsp;The&nbsp;CEST Tool
&bull;&nbsp;Reasonable Care &ndash; What is it and what are the implications if not taken?
&bull;&nbsp;Key tests to determine IR35 Status
&bull;&nbsp;Status Disagreement Process
&nbsp;
As well as discussing tips and advice on clarifying IR35 status.&nbsp;
<iframe src="https://www.youtube.com/embed/HdFiIvOD1fg?t=2s" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>
&nbsp;
Keep a look out for future sessions we will be bringing you in the run-up to April 2021 and the implementation of IR35.
Clarification from the Experts (con't)&nbsp;
&lsquo;Control&rsquo; test&nbsp;
&lsquo;Right of Substitution&rsquo; test
&lsquo;Mutuality of Obligation&rsquo; test
&lsquo;Financial Risk&rsquo; / &lsquo;Part &amp; Parcel&rsquo; tests&nbsp;
&nbsp;
<h3>Missed any of our videos? Catch up and watch them all here:</h3>
&nbsp;
<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/144/index10/Ir35-Sessions-Clarification-From-The-Experts-Cont-D" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/ef75ce50-5890-4607-a4d1-99000bb6a822.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/143/index9/Ir35-Sessions-The-Control-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/a60b30fd-e21c-49b4-836a-80375e35f1ed.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/142/index8/Ir35-Sessions-The-Right-Substitution-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/f4130c00-b93d-4d92-b3eb-95e56ec03ff7.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/141/index7/Ir35-Sessions-The-Mutuality-Obligation-Test" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/dc17993d-604b-4d55-941e-471fabd6d0a4.jpeg" width="215"></a>&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/blog/view/139/index6/Ir35-Sessions-Financial-Risk-Part-Parcel-Tests" target="_blank" rel="noopener noreferrer"><img src="https://oliver-dev.s3.amazonaws.com/thumbs/500x500/2f871051-bfa4-4747-abe9-63bd7fb4cb42.jpeg" width="215"></a>
&nbsp;
<h3>You can also read our&nbsp;<a style="color: rgb(91, 198, 249);" href="https://www.astutetechnical.co.uk/download_files/Blog-downloads/IR35-tax-contractor-2021.pdf" target="_blank" rel="noopener noreferrer">Helpful Guide to the IR35 changes</a></h3>
&nbsp;
<h3>If you do have any questions, please contact your consultant, contact us on 02392 221 600 or email compliance@astutetechnical.co.uk. Otherwise, keep looking out for our updates to follow soon!</h3>
&nbsp;

IR35 Sessions – Clarification from the Experts

February 28, 2020We are proud to be hosting an information evening on Monday 2nd March to discuss IR35 tax changes that come into effect in April. Hosted by Amarjit Chahal, Finance Director at Astute Technical Recruitment, he will be discussing topics such as:• Overview of IR35, the changes from 6th April, and the key tests• The end client – who is the end client and their responsibility• What is a blanket assessment and what if the PSC disagrees with the assessment?The evening is an open invitation to all contractors that will be affected by the IR35 regulations, not just ones that work with us at Astute, so please inform any other contractors that you know would be interested! ​Location: 2000 Lakeside North Harbour, Western Road, Portsmouth, Hampshire, PO6 3FTDate: 2nd March 2020Time: 6pm – 7pmThere are only a few spaces left so book your place by contacting Jess Hitchcocks on 02392 221 600 or jhitchcocks@astutetechnical.co.uk.If you’re not able to attend the event and have any IR35 related questions, please forward them to: compliance@astutetechnical.co.ukNB: We will not be advising anyone on whether your contract is inside or outside IR35 during this session, as this decision is made by the end client and not by us.

IR35 Information Evening

It is likely you will have heard about the new set of immigration laws coming in to force on January 1st 2021.As an employer, are you prepared for the changes? To help, we have produced a short 2 page info sheet outlining the key points you need to know. Click here to download our Info Sheet ‘Immigration post-Brexit’.We are here to support our clients and contractors through the changes and provide guidance where needed. <h4>If you have any questions, please contact your consultant or contact us on 02392 221 600 or email compliance@astutetechnical.co.uk</h4>

Immigration post-Brexit – what’s changing?

<div class="m-block__content f-rte f-rte--block">
15 November 2023
The number of jobs in the global energy sector rose in 2022 as growing investment in clean energy technologies drove demand for new workers in every region of the world, according to a new IEA report that offers a benchmark for employment across all energy industries.
&nbsp;
The second edition of the&nbsp;World Energy Employment&nbsp;report, which is published annually, maps energy sector employment by region, fuel, technology, and value chain. The report provides a data-rich foundation for policy makers, industry, labour, and educators to understand the labour-related impacts of clean energy transitions.
&nbsp;
Global energy employment rose to 67 million people in 2022, an increase of 3.5&nbsp;million from pre-pandemic levels. More than half of employment growth over this period was in just five sectors: solar PV, wind, electric vehicles (EVs) and batteries, heat pumps, and critical minerals mining.
&nbsp;
Of the five sectors, solar PV is by far the largest employer, accounting for 4 million jobs, while EVs and batteries were the fastest growing, adding well over 1 million jobs since 2019.
&nbsp;
Jobs in fossil fuel industries have also seen an increase year-on-year, but the rebound has been more subdued, leaving fossil fuels below pre-pandemic levels, despite oil and gas companies experiencing record revenues in 2022.
&nbsp;
As a result, clean energy employment represents over half of total energy sector jobs, having overtaken fossil fuels in 2021.
&nbsp;
The uptick of clean energy jobs occurred in every region of the world, with China, home to the largest energy workforce today, accounting for the largest share of jobs added globally.
&nbsp;
The expansion of clean energy industries is also generating upstream jobs in critical mineral mining, which added 180 000 jobs in the last three years, highlighting the growing importance of these essential elements in the new energy economy.
&nbsp;
However, a growing number of energy industries are citing skilled labour shortages as a key barrier to ramping up activity, according to a proprietary survey carried out by the IEA with 160 energy firms globally.
&nbsp;
The report finds the number of workers pursuing degrees or certifications relevant to energy sector jobs is not keeping pace with growing demand.
&nbsp;
This is particularly the case for vocational workers like electricians specialised for energy-sector work, as well as professionals in science, technology and engineering.
&nbsp;
&ldquo;The unprecedented acceleration that we have seen in clean energy transitions is creating millions of new job opportunities all over the world &ndash; but these are not being filled quickly enough,&rdquo; said&nbsp;IEA Executive Director Fatih Birol.
&nbsp;
&ldquo;Governments, industry and educational institutions need to put in place programmes to deliver the expertise needed in the energy sector to keep pace with growing demand, particularly to manufacture and build the clean energy projects necessary to meet our energy and climate goals.&rdquo;
&nbsp;
Around 36% of the world&rsquo;s energy workers are in high-skilled occupations, compared with about 27% for the wider economy. Some fossil fuel companies are retraining workers internally for positions in low-emissions areas to retain talent or to maintain flexibility as needs arise.&nbsp;
&nbsp;
However, this is not an option everywhere, and ensuring a people-centred and just transition for affected workers must remain a focus for policy makers, especially in the coal sector where employment has been declining consistently for several years, largely due to increasing mechanisation.
&nbsp;
The increasing demand for workers in clean energy is expected to continue, with the growth in new jobs outweighing declines in fossil fuel roles in all IEA scenarios. In the updated Net Zero Emissions by 2050 Scenario &ndash; which provides a global energy sector pathway consistent with limiting global warming to 1.5 &deg;C &ndash; 30 million new clean energy jobs are created by 2030, while close to 13 million jobs in fossil fuel-related industries are at risk.
&nbsp;
This means that around two clean energy jobs would be created for every fossil fuel-related job lost. Energy jobs may not always be in the same location nor require the same skills, meaning policy makers should focus on job training and capacity building to ensure that energy transitions benefit as many people as possible.
&nbsp;
Workers coming from outside the energy sector will be essential, and with some retraining, many workers today could benefit from higher wages in the energy sector.
&nbsp;
There is a growing body of policy making that aims to ensure the jobs created offer rising standards for workers, are more inclusive and target energy communities impacted by the transition, an area the IEA is tracking and analysing.
&nbsp;
<a href="https://www.astutetechnical.co.uk/our-team/tim-norford/">Tim Norford, Head of Renewables</a>, said, "This is great news, although as a recruiter who specialises in the Renewables sector, this comes as little surprise.
&nbsp;
Over the last 12 months across the team at Astute, we have seen a huge demand for talent in the Renewables space, notably in wind, solar and EV. Professionals such as&nbsp;Project Managers, Project Engineers, General Managers, Managing Directors, Senior Operations Managers, Wind Turbine Technicians and Control Systems Engineers are currently highly sought after and increasingly, businesses are reaching out to us for support recruiting these types of roles".&nbsp;
</div>

IEA report examines energy employment worldwide by region and technology, offering vital analysis on the industry’s evolving labour needs

Sam Bradshaw, Astute&rsquo;s Head of People, shares advice on reducing bias in the recruitment process.
<iframe style="display: table; margin-left: auto; margin-right: auto;" src="https://www.youtube.com/embed/Xe7Q_QqN1OU" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>
<h3 dir="ltr">What is gender bias?</h3>
Gender bias refers to the inclination to favour one gender over another, manifesting as a subconscious bias.&nbsp;
This bias arises when individuals unconsciously assign specific attitudes and stereotypes to a particular group of people.
&nbsp;
<h3 dir="ltr">Gender bias in recruitment</h3>
Total Jobs analysed almost 77,000 job adverts over a six-week period to assess the frequency of gender-coded words in UK recruitment.
Within these job adverts, they found 478,175 words that carry gender bias, an average of 6 male-coded or female-coded words per advert.
&nbsp;
<h3 dir="ltr">What recruiters are doing to avoid bias</h3>
Some recruiters utilise the anonymous CV formatting technique, where names and gender insinuation are omitted from the CVs before they submit them to hiring managers.&nbsp;
Others use blind skill assessments and you can also take out any mention of hobbies or family commitments that may cause bias.&nbsp;
My advice to recruiters is to use your common sense from the start of the process.&nbsp;
Qualify your job role in depth with the hiring manager to challenge and guide any potential unconscious or conscious bias at the start of the process.&nbsp;
Ask what the interview process is and if this will be the same for all candidates.&nbsp;
Some clients will even give the candidates the interview questions beforehand which can support equity in neurodiverse interviewees, reducing bias in the recruitment process.
&nbsp;
<h3 dir="ltr">How to avoid gender bias in job adverts</h3>
It is important to check your job adverts for non-bias descriptions, something we actively encourage our team of Recruiters at Astute to undertake with every role.
Use AI tools to support with your advert bias if you&rsquo;re not sure such as <a href="https://www.totaljobs.com/insidejob/gender-bias-decoder/" target="_blank" rel="noopener">Total Job's Gender Bias Decoder</a> or <a href="https://yourdandi.co.uk/gender-decoder/" target="_blank" rel="noopener">Your Dandi's Gender Decoder</a>.&nbsp;
When reviewing applications remember to offer options to your client.&nbsp;
That rainbow coloured unicorn your client wants might not always be out there, so be open with your candidate selection and widen your chance of making a placement.&nbsp;
When speaking to your candidates, ask short open questions which can be asked to all candidates for benchmarking purposes and be open to the responses.&nbsp;
Don&rsquo;t cut them off because they might not fit &lsquo;the mould&rsquo; you think you&rsquo;re looking for or asking completely different questions to every candidate for the same role.&nbsp;
If your candidate isn&rsquo;t right for this role due to experience, they may be right for the role coming your way at a later point!&nbsp;
Research by the University of Waterloo and Duke University highlighted words which socially, historically and culturally carry a stereotypically weight towards a particular gender. Image&nbsp;<a href="https://www.totaljobs.com/recruiter-advice/how-to-identify-unconscious-gender-bias-in-job-adverts">Total Jobs</a>
The 5 most commonly used male-gendered words in UK job descriptions:
<ol>
<li dir="ltr" aria-level="1">
Lead&nbsp;
</li>
<li dir="ltr" aria-level="1">
Analyse&nbsp;
</li>
<li dir="ltr" aria-level="1">
Competitive&nbsp;
</li>
<li dir="ltr" aria-level="1">
Active&nbsp;
</li>
<li dir="ltr" aria-level="1">
Confident&nbsp;
</li>
</ol>
&nbsp;
The 5 most commonly used female-gendered words in UK job descriptions:
<ol>
<li dir="ltr" aria-level="1">
Support&nbsp;
</li>
<li dir="ltr" aria-level="1">
Responsible&nbsp;
</li>
<li dir="ltr" aria-level="1">
Understanding&nbsp;
</li>
<li dir="ltr" aria-level="1">
Dependable&nbsp;
</li>
<li dir="ltr" aria-level="1">
Committed&nbsp;
</li>
</ol>
&nbsp;
A proactive approach to avoiding gender-bias at every stage of the recruitment process is not only the right thing to do, it is crucial in attracting and retaining the best talent.
<a href="https://www.sage.com/en-gb/blog/eliminate-gender-diversity-workforce/#:~:text=Not%20only%20is%20it%20the,to%20outperform%20their%20competitors%20financially">Data from Sage</a> shows that companies in the top quartile for gender diversity are 15% more likely to financially outperform their competitors.&nbsp;
<hr>
<h3 dir="ltr">About the author</h3>
<a href="https://astutetechnical.co.uk/our-team/sam-bradshaw/" target="_blank" rel="noopener">Sam Bradshaw</a> is Astute&rsquo;s Head of People and joined the company in 2017.
She has extensive recruitment experience, a Chartered member of the CIPD and a Level 7 qualification in HR Development, Talent Management and Employment Law. Sam has great knowledge and skills within the human resources and recruitment sector.
&nbsp;

How to reduce bias in the recruitment process

<a href="https://astutetechnical.co.uk/our-team/katelyn-buenfeld/">Katelyn Buenfeld</a>, Internal Recruiter at <a href="https://astutetechnical.co.uk/about-us/">Astute</a>, shares her tips on how to prepare for an initial phone call with an employer. &nbsp;
<h2>Be on time</h2>
 If the call is scheduled, make sure you answer!&nbsp; If you need to reschedule for any reason, let the recruiter know as soon as possible so that you don&rsquo;t waste anybody&rsquo;s time. &nbsp; Recruiters work to tight schedules and will appreciate transparency. &nbsp; Not answering the phone instantly shows the recruiter that you are not interested and have some trouble with time management.&nbsp;
&nbsp;
<h2>Find a quiet space</h2>
 Ensure you are in a quiet space with limited background noise.&nbsp; This way your voice will sound better, and the recruiter will hear you clearly, without the need for repetition.&nbsp; Make sure you aren&rsquo;t in the car driving &ndash; your recruiter would prefer you to concentrate on the road rather than speaking to them so arrange this for another time.&nbsp; Also, make sure you are not on a walk/doing exercise or in a windy area.&nbsp; It will be harder to hear you for one!&nbsp;
&nbsp;
<h2>Do your research</h2>
 Research the company!&nbsp; If you research the company you are applying to work for, you will be able to base your answers on their values.&nbsp; It is very easy for a recruiter to identify if you have pressed the &lsquo;apply&rsquo; button on every other posting on job boards, so do your research!&nbsp; When your recruiter asks you, &lsquo;What you know about the company?&rsquo; don&rsquo;t sat &lsquo;nothing&rsquo; or &lsquo;I don&rsquo;t remember&rsquo; or &lsquo;What company are you?&rsquo;&nbsp; The majority of the time you would have applied for the position or had some form of contact with the company before the call is booked.&nbsp; It takes 5 minutes to briefly look on the website and have some form of understanding.&nbsp;
&nbsp;
<h2>Understand the role</h2>
 Understand the job position.&nbsp; Don&rsquo;t just apply for a job, just for the sake of it!&nbsp; If you are looking for a career, ensure you are only applying for certain jobs.&nbsp; The more applications you send out, the harder it will be for you to show genuine interest in certain roles and companies.&nbsp; Your recruiter will ask why you applied for the position or why you are interested in a particular vacancy. &nbsp; Make sure you have some understanding about what you will be doing.&nbsp; If in doubt, don&rsquo;t be afraid to ask questions.&nbsp; With these small tips you will increase your chances of securing an interview.&nbsp; Make yourself stand out from the other applicants/potential employees.
<hr>
If you are interested in booking in an initial phone call with Katelyn about the positions we have available at Astute please get in contact.
Alternatively visit the <a href="https://astutetechnical.co.uk/join-us/">Work For Us page</a> to find out more about what we can offer you.

How to prepare for an initial phone call with an employer

Even in lockdown –&nbsp;especially&nbsp;in lockdown – weekends are important. And even in lockdown, there are ways to enjoy them. Here’s how.Why weekends are importantAs office culture has become more connected and the job market more competitive, it’s become increasingly common for professionals to work through the weekend, especially those in lower-level positions who are trying to move their careers forward. But studies from around the world have shown that work-life balance is essential to long-term mental health and well-being, and weekends are an important part of that. Without them, experts say, we process our lives as an endless workweek with no time for rest or development--which is unsustainable for even the most driven, and leaves most of us vulnerable to issues such as depression, heart disease, addiction, and sleep problems.These risks are inspiring new measures to protect the weekend, just as they inspired the movement to establish the concept of weekends during the industrial revolution. In France, workers who unplug from work communications during the weekend are protected by law from being disciplined or fired for it. A few companies in the U.S. have instituted written policies encouraging a clear delineation between work time and downtime, such as forbidding the exchanging of work-related emails during weekends and after 10 p.m.People for whom isolation is a way of life agree on the importance of weekends. Submarine captain Ryan Ramsey says, “Make the weekends different. You have to differentiate time.” And Benedictine monk Christopher Jamison explains, “If you create your own rhythm, you’ll find the day is more enjoyable.”&nbsp;How to get that TGIF feeling during lockdown<ul><li>Stop work on Thursday evening&nbsp;and let yourself relax into the weekend spirit – even if you haven’t finished everything you planned to. Coronavirus anxiety is bad enough without helping it along by worrying about your to-do list.</li><li>Check your work-life balance.&nbsp;If taking the whole weekend off feels impossible, can you at least cut down the hours you work at the weekend? Do you have time to exercise, eat properly, and sleep properly? If not, you’ll probably be more productive by doing less.</li><li>&nbsp;</li><li>Change how you think.&nbsp;If you keep telling yourself the week’s too short, the weekend’s too short, and there’s too much to do, you’ll make yourself more overwhelmed. Catch those thoughts and remember you can only do so much in a day – and that’s okay.</li><li>&nbsp;</li><li>Do some stress-busting activities.&nbsp;Try some meditation or yoga, or if you’re locked down with a partner, give each other a massage.</li><li>&nbsp;</li><li>Try something new at the weekend.&nbsp;Making weekends special doesn’t have to mean making them all the same. Now’s the time to check out that online class or movie you’ve been meaning to get around to.</li><li>&nbsp;</li><li>Spend some time offline.&nbsp;In lockdown, that could mean reading a good old-fashioned book made of actual IRL paper, cleaning out that junk drawer, starting a craft or DIY project, or if you’re sharing space with others, just talking.</li><li>&nbsp;</li><li>Don’t oversleep.&nbsp;Catching up is one thing, flopping around until after lunchtime is another. To avoid wrecking your sleep schedule for the next week, get up in the morning and take a power nap in the afternoon instead.</li></ul>&nbsp;<h3>How to make the weekend special</h3>&nbsp;Have a movie nightIf you’re all binged out on Netflix and know every word of your kids’ favourite DVDs by heart, why not get the family together for a movie you haven’t seen before?&nbsp;Have a game nightLockdown is a good time to pull out your favourite board games. All-ages crowd pleasers with a physical element, like Jenga or Yahtzee, can inject some energy and laughter into the air when everyone’s been sitting inside all week. Or if you’re feeling creative, try one of the hundreds of tabletop strategy or role-playing games available online, many of which require only paper and pencil, dice, and imagination.&nbsp;Appreciate what you haveLockdown is challenging but try and appreciate what you have.&nbsp;When you stop and think, you really will have a lot to be grateful for.&nbsp;If you are surrounded by family, then make time to spend quality time with them. If you are lucky enough to have a garden, go and sit in it and enjoy it. Is your house full of gadgets or other types of tech? Then try using them, even if you wouldn’t normally around the house (for example if you have a good quality camera, do some photography in the garden or home).&nbsp;&nbsp;

How to enjoy your bank holiday weekend in lockdown

The energy industry is in the midst of a remarkable transformation, and the sector&rsquo;s future is looking brighter and more sustainable than ever before.&nbsp;
&nbsp;
With the world's increasing focus on environmental responsibility and the urgent need to reduce carbon emissions, the energy industry is at the forefront of change.&nbsp;
&nbsp;
As the sector evolves, so do the staffing solutions that drive it forward.&nbsp;
&nbsp;
In my latest blog, I will explore the future of energy and how innovative staffing solutions play a crucial role in powering this change.
&nbsp;
<h3>A Transition to Renewable Energy</h3>
&nbsp;
One of the most significant shifts in the energy sector is the transition to renewable energy sources.&nbsp;
&nbsp;
Solar, wind, hydropower, and other clean energy options are now at the forefront of global energy strategies.&nbsp;
&nbsp;
This transition is driven by the need to reduce our reliance on fossil fuels and combat climate change.&nbsp;
&nbsp;
Renewable energy is not just a buzzword; it's a fundamental shift in the way we power our world.
&nbsp;
According to the International Energy Agency (IEA), renewable energy capacity is expected to expand by 50% between 2019 and 2024.
&nbsp;
In this new energy landscape, specialized talent is in high demand.&nbsp;
&nbsp;
The expertise required to design, build, operate, and maintain renewable energy infrastructure is vital.&nbsp;
&nbsp;
Engineers, technicians, project managers, and other skilled professionals are essential to ensure the success of renewable energy projects.&nbsp;
&nbsp;
As experienced recruiters, with vast networks, the team at Astute People Inc. is adept at identifying and placing these experts into high-demand roles, enabling the renewable energy revolution to stay on course.
&nbsp;
<h3>Energy Efficiency Initiatives</h3>
&nbsp;
In addition to adopting cleaner energy sources, energy efficiency has become a significant focus.&nbsp;
&nbsp;
Governments, organizations, and individuals are looking to reduce energy consumption and lower costs.&nbsp;
&nbsp;
Energy efficiency measures range from improving building insulation to optimizing industrial processes.&nbsp;
&nbsp;
Professionals with expertise in energy management, energy auditing, and sustainable building practices are now more critical than ever.
&nbsp;
The American Council for an Energy-Efficient Economy (ACEEE) estimates that energy efficiency measures could reduce U.S. energy consumption by 50% by 2050.
&nbsp;
Efficient staffing solutions play a crucial role in connecting these experts with the organizations that need their skills.&nbsp;
&nbsp;
The demand for these specialists is on the rise, and the ability to find, attract, and retain them is a key driver of the ongoing energy efficiency movement.
&nbsp;
<h3>Grid Modernization and Smart Technologies</h3>
&nbsp;
Modernizing the electrical grid is another pivotal component of the energy sector's future.&nbsp;
&nbsp;
Grid modernization involves integrating smart grid technologies, advanced sensors, and energy storage systems to create a more reliable, resilient, and efficient grid.&nbsp;
&nbsp;
The grid of the future will be able to accommodate diverse energy sources, improve load management, and enhance overall energy distribution.
&nbsp;
The global smart grid market is expected to reach $44.1 billion by 2025, according to a report by MarketsandMarkets.
&nbsp;
To achieve these goals, a skilled workforce of engineers, technicians, data scientists, and cybersecurity experts is needed.&nbsp;
&nbsp;
Smart grid technology experts are instrumental in designing, implementing, and maintaining these advanced systems.&nbsp;
&nbsp;
Effective staffing solutions, like those provided by Astute People Inc., are vital to ensure that the right people are in place to drive grid modernization projects forward.
&nbsp;
<h3>Electrification of Transportation</h3>
&nbsp;
The electrification of transportation is yet another exciting development in the energy sector's evolution.&nbsp;
&nbsp;
The adoption of electric vehicles (EVs) is on the rise, and the infrastructure to support them is growing rapidly.&nbsp;
&nbsp;
As a well-established professional recruitment agency, we&rsquo;ve seen a consistently high demand for EV technology specialists, charging station installers, and related professionals.
&nbsp;
In 2021, the global electric vehicle market accounted for 4.2 million unit sales, with an estimated compound annual growth rate of 43.1% from 2022 to 2030, according to Grand View Research.
&nbsp;
As the transition to electric transportation gains momentum, staffing solutions that can swiftly identify and connect these specialists with businesses and government entities are crucial.&nbsp;
&nbsp;
The ability to build a robust EV infrastructure is vital for reducing carbon emissions and advancing the sustainability of our transportation systems.
&nbsp;
<h3>The Importance of Talent in the Energy Transition</h3>
&nbsp;
The ongoing transformation of the energy sector is a complex and multifaceted process.&nbsp;
&nbsp;
It requires a diverse range of expertise, from renewable energy technology and grid management to energy efficiency and cybersecurity.&nbsp;
&nbsp;
The key to success in this transition lies in having the right people with the right skills in the right places at the right time.
&nbsp;
In this context, staffing solutions are not just about finding bodies to fill positions; they are about matching the best talent to the right roles.&nbsp;
&nbsp;
This is where the true power of staffing solutions in the energy sector lies.&nbsp;
&nbsp;
Whether it's connecting a renewable energy engineer with a cutting-edge wind farm project or placing an energy data scientist at the heart of a grid modernization initiative, staffing solutions are the driving force behind progress.
&nbsp;
<h3>A Bright Future for the Energy Sector</h3>
&nbsp;
The future of the energy sector is filled with promise.&nbsp;
&nbsp;
The shift to renewable energy, the focus on energy efficiency, grid modernization, and the electrification of transportation are all key components of a more sustainable and environmentally responsible energy landscape.&nbsp;
&nbsp;
These changes are not only necessary to combat climate change but also to create new, exciting opportunities for skilled professionals.
&nbsp;
The renewable energy sector could create up to 400,000 new jobs by 2030, driven by increased investment in renewable energy projects and the development of new technologies and innovations, according to a report by the Renewable Energy Association.
&nbsp;
Staffing solutions play a vital role in ensuring that the right talent is available to power these transformative changes.&nbsp;
&nbsp;
They are the bridge between expertise and innovation, helping organizations thrive in an evolving energy sector.
&nbsp;
As we move forward, the energy sector will continue to be a dynamic and evolving field, and the right staffing solutions will be there to power the change, connecting the talented individuals who will shape the future of energy.
&nbsp;
<hr>
&nbsp;
<a href="https://www.astutepeople.com" target="_blank" rel="noopener">Astute People</a> is best placed to support businesses pushing for talent in an increasingly competitive market.&nbsp;
&nbsp;
As well as finding top-quality engineering professionals, we can provide market intelligence including salary benchmarking, talent pooling data, benefits reviews and conduct 1st round interview screening to assess a candidate&rsquo;s technical ability and culture fit.&nbsp;
&nbsp;
With 35+ years of experience in the power generation sector, the team at Astute People have honed a recruitment process that takes the stress away from Talent Acquisition &amp; hiring teams, acting as a true recruitment business partner.&nbsp;
&nbsp;
To explore how we can power your recruitment processes, please <a href="https://www.astutepeople.com" target="_blank" rel="noopener">get in contact</a> to book some time with the team.

How Astute People’s Staffing Solutions Are Powering Change

<h4>When it comes to recruitment, a bad hire can be a frustrating setback, costing your company precious time and money. In fact,&nbsp;<a href="https://www.rec.uk.com/news-and-policy/press-releases/hiring-mistakes-are-costing-uk-businesses-billions-each-year-rec" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">a report by the REC</a>&nbsp;concluded that a poor hire at mid-manager level with a salary of £42,000 can cost a business in excess of £132,000 – a daunting statistic when you consider that this more than triples expenses.</h4><h4>This is, however, only the tip of the iceberg. An incompetent employee can be detrimental to the image of your organisation. Having such an individual in a customer facing role can irreversibly tarnish the reputation of your company, earning you bad reviews from disgruntled customers, whilst substandard conduct syphons workforce morale.</h4><h4>Any business would, of course, wish to avoid this scenario at all costs. Luckily, steps can be taken to optimise your recruitment process and avoid a multitude of issues. One way this can be achieved is to involve a recruitment agency who can invest the time and tools to help ensure the right candidate is hired for the job. Utilising an expert recruitment business can also help with the following:&nbsp;</h4><h4>Save Valuable Time.</h4><h4>Perhaps the most precious resource in any business, the legwork and countless hours of administrative procedures required to process even a single applicant can be a nuisance resulting in a prolonged drain on resources, which can be particularly troublesome for a small business. As well as nullifying this, a recruitment agency will be infinitely more capable when it comes to sourcing you the perfect hire. This is because they already have a rich arsenal of potential applicants who have already been scouted from all imaginable sectors, which they will be poised to supply you with. Think of it as a diverse box of chocolates, with multiple varieties that are perfectly tailored to your requirements!&nbsp;&nbsp;</h4><h4>Give Yourself Peace of Mind.&nbsp;</h4><h4>How many times have you taken on a promising candidate, only to receive a nightmare employee? Thankfully, the vast candidate pool a recruitment agency can provide will ensure you receive only the highest skilled applicants possible – all of whom have been thoroughly examined on your behalf to verify their credibility, and suitability for your role. With their vast experience in this field, you can be confident that any bad eggs will have been filtered out long before an applicant is even introduced to your company, bypassing the hire of an unsuitable candidate.&nbsp;</h4><h4>Specialist Knowledge.</h4><h4>Due to their experience with such a large and varied number of applicants, recruitment agencies can offer you a wealth of specialist information into specific areas of the job market. This means that as well as receiving the best possible applicants, you’ll be equipped for the future with exclusive insight into the recruitment process – something invaluable to your business when scouting for employees in the future, whichever route you decide to take.</h4><h4>Looking for help with your next hire? Astute has over a decade’s experience recruiting across the power, renewables, construction, water, waste, manufacturing, and nuclear &amp; defence sectors. Contact us today to find out how we can help you.&nbsp;<a href="https://www.astutetechnical.co.uk/our-clients" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">https://www.astutetechnical.co.uk/our-clients</a></h4>

Hiring, Firing and Perspiring...What Does a Bad Hire Cost You?

High Demand For Talent in the Power Sector Continues

Helping our Environment, One Beach Clean at a Time

The wind sector is a dynamic and rapidly evolving industry, offering a variety of opportunities for those who are passionate about sustainable energy.&nbsp;&nbsp;
<a href="https://www.astutetechnical.co.uk/our-team/harry-slade/" target="_blank" rel="noopener">Harry Slade</a>, one of Astute's Recruitment Partner, who specialsies in permanent and contracting wind sector jobs in hte UK, shares some insightful details about the sector, focusing on the different types of wind power generation and the various roles that are critical in this industry.&nbsp;
<h2>The Power of Wind&nbsp;</h2>
Wind power generation is primarily divided into two types: Onshore and Offshore.&nbsp;
Each comes with its unique set of advantages and challenges.&nbsp;
<h3>Onshore Wind Power&nbsp;</h3>
Onshore wind power is the traditional method of harnessing wind energy.&nbsp;
It involves the installation of wind turbines on land, usually in areas with high wind speeds.&nbsp;&nbsp;
The benefits of onshore wind power are numerous, but the most significant is its relatively low cost compared to other forms of renewable energy.&nbsp;
<h3>Offshore Wind Power&nbsp;</h3>
Offshore wind power, on the other hand, involves the installation of wind turbines in bodies of water, usually in the sea.&nbsp;&nbsp;
The advantages of offshore wind power are compelling.&nbsp;&nbsp;
It offers greater power generation, less environmental impact, and more space for construction.&nbsp;&nbsp;
However, it also presents unique challenges such as high costs, difficult maintenance, and seasonal major repairs.&nbsp;
<h3>Floating Wind Power&nbsp;</h3>
A newer development in the wind sector is floating wind power.&nbsp;&nbsp;
These turbines are anchored instead of embedded, allowing them to be installed anywhere in deeper seas.&nbsp;&nbsp;
They can be assembled at port, towed out to sea, and towed back to shore for repairs.&nbsp;&nbsp;
This method is reusable, but it also has its own set of challenges, such as environmental impact and export cable complexities.&nbsp;
<h2>The People Powering the Wind Sector&nbsp;</h2>
The wind sector is not just about wind turbines; it's about the people who make these projects possible.&nbsp;&nbsp;
There are a variety of roles that are critical to the success of any wind power project.&nbsp;
These include:&nbsp;&nbsp;
<ul>
<li>Project Managers and Land Acquisition Specialists&nbsp;</li>
<li>Grid Engineers and GIS Engineers&nbsp;</li>
<li>Health and Safety Managers and Quality Inspectors&nbsp;</li>
<li>Vessel Crews&nbsp;</li>
</ul>
<h3>Contractors&nbsp;</h3>
Contractors play a crucial role in the installation and major component exchanges.&nbsp;&nbsp;
They often possess cross-functional skillsets, making them invaluable in the execution of a project.&nbsp;
<h3>In summary...</h3>
The wind sector is a diverse and exciting industry, offering a wide range of opportunities for those interested in renewable energy.&nbsp;
It's not just about the technology; it's about the people who make it possible.&nbsp;&nbsp;
Whether you're a Project Manager, a Grid Engineer, or a Vessel Crew member, there's a place for you in the wind sector.&nbsp;
So, are you ready to power a sustainable world?&nbsp;
<hr>
If you&rsquo;re looking for your next role in renewable energy, take a look at our <a href="https://www.astutetechnical.co.uk/sectors/renewable-energy/" target="_blank" rel="noopener">renewable energy current openings</a>.&nbsp;
Harry is an authority in the on and offshore wind space, so <a href="https://www.linkedin.com/in/harry-slade-378095147/" target="_blank" rel="noopener">connect with him on LinkedIn</a>.&nbsp;&nbsp;
<hr>
<h3>About Harry</h3>
Harry joined Astute in January 2022 from a background in recruiting both as a consultant in engineering and manufacturing, and as an internal recruiter.&nbsp;&nbsp;
He is now a Recruitment Partner specialising in renewables and the UK wind sector.&nbsp;

Harnessing the Power of Wind: A Deep Dive into the Wind Sector 

The engineering industry has seen the biggest month-on-month decline in job applications than any sector, that&rsquo;s according to the latest data from the world&rsquo;s largest network of job boards, Broadbean Technology.
&nbsp;
The firm&rsquo;s data revealed that, while the number of new jobs rose marginally, up 1% between July and August, the number of applications has fallen by a startling 33%.
&nbsp;
When the data is compared to figures from 2022, vacancies have declined by 11% while applications have dropped by 25%, highlighting the challenges that many engineering employers are facing when hiring.
&nbsp;
Alex Fourlis, Managing Director of Broadbean Technology, said, &ldquo;The engineering sector has arguably fared worse than any other over the past few months, with the latest fall in new applications highlighting a concerning state of affairs for employers.
&nbsp;
&ldquo;The growth in new roles suggests that firms want to hire, but the ongoing decline in applications indicates that the skills they need just aren&rsquo;t available in the current climate.
&nbsp;
&ldquo;Engineering employers have battled skills shortages for a long time now, but the annual comparisons suggest that the problem is worsening, rather than improving, which should raise alarm bells for businesses that have already gone to extensive efforts to boost their hiring.
&nbsp;
&ldquo;These organisations are already competing with their rivals for skills, but this war for talent is likely to intensify if the skills shortages continue on their current path.&rdquo;
&nbsp;
<a href="https://www.astutetechnical.co.uk/our-team/matt-dickens" target="_blank" rel="noopener">Matt Dickens</a>, Director at Astute Technical Recruitment, added, &ldquo;With more than 17 years in business, Astute has developed a more than 100,000-strong candidate base, 18,000 of whom are specialist Engineers.
&nbsp;
&ldquo;As businesses across the <a href="https://www.astutetechnical.co.uk/sectors/power" target="_blank" rel="noopener">power</a>, <a href="https://www.astutetechnical.co.uk/sectors/renewable-energy/" target="_blank" rel="noopener">renewables </a>and <a href="https://www.astutetechnical.co.uk/sectors/nuclear/" target="_blank" rel="noopener">nuclear</a> sectors struggle to fill permanent engineering roles through direct recruitment methods, they are increasingly retaining the services of professional recruitment agencies, like ourselves, to help solve their talent shortages.
&nbsp;
&ldquo;Furthermore, across the industries we specialise in, there has been a notable increase in organisations looking for interim talent solutions, where previously they may not have considered the benefits of contract recruitment.
&nbsp;
&ldquo;With a decrease in applications for engineering roles, as Broadbean&rsquo;s data highlights, the demand for experienced Engineering contractors, who can parachute into organisations at short notice and ensure business-critical projects aren&rsquo;t delayed, will only rise further."
&nbsp;
<hr>
<a href="https://www.astutetechnical.co.uk/looking-to-hire/" target="_blank" rel="noopener">Contact us</a> if you are struggling to hire Engineers across the power, renewables or nuclear sector, and would like a no-obligation discussion with our team about the permanent and contract recruitment solutions Astute can offer.

Engineering job applications tumble as firms struggle to source skills

Engineering firms are increasingly looking to hire after a challenging start to the year, but are struggling to source the skills they need, according to new research from the Association of Professional Staffing Companies (APSCo), the trade association for the professional recruitment sector. &nbsp; The data, provided by Broadbean Technology revealed that engineering vacancy numbers grew by 7% in May when compared to April, the second largest increase seen so far this year.
However, the number of applications has fallen significantly, down to the lowest level recorded over the past 12 months.
In addition, month-on-month applications fell by almost 30% in May and by 24% when compared to the same period in 2022.
This will be an alarming signal to UK engineering employers who are already battling significant skills shortages.&nbsp; The research also revealed that salaries for engineering specialists have increased by 5% year-on-year, as employers look to boost pay in order to attract more talent to work for them.&nbsp; Ann Swain, Global CEO at APSCo, said, &ldquo;Our most recent data reinforces the challenging state of the engineering job market, with a persistent decline in applications.
&ldquo;While there has been a noticeable increase in average salaries this year, employers are resorting to higher pay rates to attract talent amidst the rising cost of living.
&ldquo;However, it is important to recognise that the problem of skill shortages in engineering cannot be resolved solely by offering higher compensation.
&ldquo;To meet this demand, the UK requires convenient and viable access to international talent, including individuals in the flexible labour market.
&ldquo;We are actively collaborating with the government to address the deficiency of suitable visa pathways for the much-needed talent that our country requires.&rdquo;
<a href="../../../../../../our-team/daniel-don/">Daniel Don</a>, Head of Nuclear at <a href="../../../../../../about-us/">Astute Technical Recruitment</a>, said, &ldquo;At Astute, we&rsquo;ve seen sustained high demand for engineers across the nuclear sector, especially for people with electrical, mechanical and process experience.
&ldquo;With technological advancements, companies are being more particular and are perhaps not delving as deep into transferrable skills that could make a candidate the right fit.
&ldquo;On a contractor side, many of the roles within the nuclear sector are falling inside IR35, which makes enticing contractors from others sectors that tend fall outside IR35 challenging.
&ldquo;Furthermore, delays with security clearance, which protract the onboarding process, is leading to candidates considering other opportunities where there are less delays.
&ldquo;Experienced technical recruiters will play a pivotal role in alleviating the engineering talent challenges the market is currently facing.
&ldquo;With demand for engineers not slowing, and application data showing a downward trajectory, it is critical hiring companies partner with specialist recruitment partners who are experienced in emphasising the employee value proposition in order to successfully attract and place the best candidates.&rdquo;
<hr>
<a href="https://astutetechnical.co.uk/jobs/">Click here</a> to view all of the current jobs the Astute team is recruiting.
&nbsp;

Engineering hiring is on the up but firms need to do more to source talent

1 November 2023
We recently shared a&nbsp;<a href="https://www.astutetechnical.co.uk/news/apsco-responds-latest-labour-market-statistics/">blog about the latest (ONS) labour market data</a>, which highlighted that there has been a decline in open vacancies for contractors.&nbsp;
However, Tania Bowers, Global Public Policy Director at the Association of Professional Staffing Companies (APSCo), said, &ldquo;While vacancies have seen a decline for the last few months, they remain above one million.&rdquo;
Furthermore, she added, &ldquo;It is crucial that recruiters don&rsquo;t lose sight of the fact that it is still a tight talent market and skills gaps are growing, regardless of the monthly declines.&rdquo;
Clara Nilsson, Marketing Intern, spoke to Astute&rsquo;s Senior Recruiters to hear their perspective on contract recruitment across the energy recruitment sector.&nbsp;
<hr>
 <a href="https://www.astutetechnical.co.uk/our-team/daniel-don/">Daniel Don</a>, Head of Nuclear at Astute, said, &ldquo;There's a real talent shortage in nuclear and we're trying to combat that by opening our clients&rsquo; eyes to candidates&rsquo; transferable skillsets from other industries.
&ldquo;We&rsquo;re also trying to get companies to consider bringing in people who can be upskilled.
&ldquo;Obviously, in the contractor market, you're looking for someone to come in and hit the ground running, which is absolutely fair, but there's still some good transferable skills for businesses to consider.&rdquo;
<a href="https://www.astutetechnical.co.uk/our-team/kevin-over/">Kevin Over</a>, Head of Power, added, &ldquo;We&rsquo;re also seeing current high demand for contractors, specifically in construction projects within power, across the UK and overseas.&nbsp;
&ldquo;Typically, white collar professionals in the management structure of the projects are in particular demand.&rdquo;
Moreover, Kevin said, &ldquo;The high demand comes from the market typically being buoyant for contractors at that level and it has been like that for many years.&nbsp;
&ldquo;What we are finding is that when projects are at their peak and require certain people to project manage, site manage, or help the build progress, at these points, they need a six-month fix, and a contractor is a shoo-in for that type of role.&rdquo;
In the Energy-From-Wate (EfW) sector, which Senior Recruitment Partner <a href="https://www.astutetechnical.co.uk/our-team/lucy-pook-/">Lucy Pook</a> is recruiting actively for, there is a high need for Health and Safety job roles, especially in construction, with vacancies such as Safety Advisors, Administrators, Managers seeing exceptional demand.
Lucy said, &ldquo;Construction is heavily contract driven because obviously of the nature of the projects being time-specific, often for two to three years.
&ldquo;Once they project is done, they're done.&nbsp;
&ldquo;So, that's why obviously there is high demand from clients for contract specialists, and we push for contractors rather than permanent people.&rdquo;
<a href="https://www.astutetechnical.co.uk/our-team/james-sneller/">James Sneller</a>, also a Senior Recruitment Partner, added that the reason why there is a high demand for contractors within the EfW, District Heating and Decarbonisation sectors in all the UK is, &ldquo;There's a lot of investment from the government now with regards to grants.&nbsp;
&ldquo;We're looking at more than &pound;1bn worth of investment from the government in this sector.
&ldquo;So, district heating, decarbonisation of hospitals, or setting out a district heating network are very much at the paramount of industry now.&nbsp;
&ldquo;And, therefore, we're seeing quite a bit of demand in that sector.&rdquo;
<hr>
In the nuclear sector, qualifications such as an HNC/HND, an engineering degree, SMSTS, SSSTS, typical CSCS are proving incredibly attractive to employers recruiting site based roles.&nbsp;
&ldquo;Clients are also open to someone that may not have a degree, but someone with professional qualifications and is time served,&rdquo; added Dan.
Kevin added, &ldquo;In the Power sector, clients look at CDM regulations now and like to see good health and safety qualifications, as there's a high drive for health and safety in the UK.&nbsp;
&ldquo;In terms of project management, commercial or quantity surveying, mechanical, electrical, clients can expect degrees, but their requirements depend on the company and project.&rdquo;
In many cases, experience is key, and James added, &ldquo;Some of the older professionals on site have not got the qualifications, they've got NVQs or similar, where they would come from a background of hands-on tools experience and work their way up.
&ldquo;It's a hard one to say qualifications are a big deal. It's more the experience in the industry, experience on the projects that we've been dealing with, are paramount over qualifications.&rdquo;
Lucy added, &ldquo;In terms of the Health and Safety job roles, general all round construction experience within the EfW sector is attractive in the industry.&nbsp;
&ldquo;However, qualifications are important, and the most required ones are NE Bosch, risk assessment experience, CDM regulations.&nbsp;
&ldquo;Furthermore, to be on a construction site, construction site, it&rsquo;s helpful to have to have a CSCS card or a CCNSG.&nbsp;
James said, &ldquo;We're predominantly seeing a lack of talent in the health and safety side of things with quality candidates who've actually had the exposure to these current projects, especially in district heating, a very niche sector where it&rsquo;s really hard to find quality candidates.&rdquo;
<hr>
In terms of day rates, both the Nuclear and the Power sector been steady.
In the Power sector, Lucy is seeing Project Managers command between &pound;300-400 a day, while Managers can be &pound;400-800 a day.
Kevin said, &ldquo;It all depends on the size of project, length of contract, what is negotiated at the front-end, and typically what is the budget of the client really.&nbsp;
&ldquo;A few factors can mean that it could be, the locality for the contractor to, if they're local to home for instance.&rdquo;
In the Nuclear sector, Daniel said, &ldquo;Day rates vary by role, most of which seem to be deemed as inside of IR35, so clients seem to be quite open to uplifting the rates to subsidise some of the things that typically will decrease the take home rate.&rdquo;
<hr>
James added, &ldquo;Currently, decarbonisation and, district heating are massive growth areas we&rsquo;ve seen in the last 12 months.
&ldquo;We've seen a big increase in demand for talent in these areas, and, just looking at planning across the board from the beginning of the year released by the government, we feel that this is another huge growth market.
For 2028, James said, &ldquo;It's on the rise in terms of projects, carbon capture, you can't turn a blind eye to that.&nbsp;
&ldquo;This is really coming into the scene as this is the window for grants that are potentially going to be released.&nbsp;
&ldquo;We&rsquo;re speaking to large-scale clients that are looking into exploring these avenues, doing some planning for carbon capture units, albeit on an energy from waste site, which will no doubt see increase for talent demands.&rdquo;
Dan said, &ldquo;It will be interesting to see how newer technologies develop and where that takes it.
&ldquo;I think increasingly people are a lot more comfortable with determining whether things fall inside or outside IR35.&rdquo;&nbsp;
Finally, Kevin added, &ldquo;The key thing is getting it right and just making sure that you don't cut off your nose to spite your face in the essence that you don't look at using limited company contractors cause there's still a of a lot of them out there.&nbsp;
&ldquo;Our advice is to try and be as openminded as possible and just make sure you're doing your due diligence with all the legislation.&rdquo;
&nbsp;
&nbsp;
&nbsp;
&nbsp;

Contractor Market Insights

<h2>Just 17% of UK professionals have used a business coach, despite 83% of those saying that they found it beneficial</h2>
Only 17% of UK professionals have ever used a professional coach, according to new research from the Work&amp;Grow. This is despite the fact that 83% of respondents who had received professional coaching said it had been beneficial to their career.
The main benefits of coaching cited were improving their ability to manage challenges at work, helping them to become better leaders and enabling them to build more confidence.&nbsp; The research was carried out for a whitepaper -&nbsp;Coaching: The New Retention Strategy&nbsp;- by Work&amp;Grow in partnership with the Financial Times.
It will initially target finance and professional service businesses as well as scale-ups, bringing vetted professional coaching and coaching practice, and curated content and insight from the&nbsp;Financial Times&nbsp;aligned to the individual&rsquo;s professional ambitions. Despite the economic uncertainty, cost of living crisis, and general post-pandemic malaise, most professionals (59%) were positive or very positive about their career opportunities over the next five years. Less than 10% had a negative outlook.
Of perceived career threats to respondents, the three biggest were digital disruption (20%), the economy (16%) and work/life balance (15%). James Brookner, Co-Founder of Work&amp;Grow, said, "It's been a tumultuous and uncertain few years, but despite this, UK professionals remain optimistic about the future.
&ldquo;Yet despite the clear and tangible benefits to be had from a carefully identified professional coach, less than one in five professionals have ever used one.
&ldquo;We want to make business coaching much more accessible and help professionals prepare for whatever the future of work may bring.&rdquo;
Not only had just 17% of professionals ever used a career coach, but 42% said there was no budget available to them for coaching in their current role.
36% were not aware if they had a coaching budget available.&nbsp; James added, &ldquo;It&rsquo;s clear that coaching should be much more accessible than it is currently.
&ldquo;By investing in coaching, employers not only unlock the potential of their employees and enable them to thrive in a challenging business landscape but significantly improve employee retention.&rdquo; Sam Bradshaw, Head of People at Astute, added, &ldquo;In the past 12 months, Astute has added two Recruitment Coaches to the team, in order to support our recruitment specialists with their learning and development.
&ldquo;Feedback from the team has been incredibly positive, as have results, with the business on course for a record-breaking year.
&ldquo;Investing in the team in this way is relatively unusual for recruitment businesses, but with numerous benefits, I would encourage more companies to consider utilising coaches to get the best out of their teams."
<hr>
To find out more about the training and development on offer at Astute, visit <a href="https://astutetechnical.co.uk/join-us/training-and-development/">https://astutetechnical.co.uk/join-us/training-and-development/</a>
To view all of our opportunities, visit <a href="https://astutetechnical.co.uk/join-us/">https://astutetechnical.co.uk/join-us/</a>&nbsp;

Coaching: The New Retention Strategy

A year ago we wrote about the growth expectations of the battery storage market in the UK which looked set to create up to 10,000 jobs by 2020.&nbsp;Twelve months on, we look at what has changed and what effect it’s had on the jobs market.According to the report published by Solar Media early last year, the UK could experience a rise of more than 200% in battery storage projects. National commitments to phase out coal, falling technology costs and more than 30GW of wind and solar capacity ripe for co-location with batteries was expected to accelerate this growth.So, did 2018 pan out as predicted?The short answer is yes. The energy storage market has continued gaining momentum as expected. By May 2018, investment in energy storage could be seen by way of developing technologies and projects by big companies. Pivot Power announced plans to deploy more than 2GW of battery storage projects to the national grid, whilst&nbsp;Newcastle University’s ground-breaking pumped heat energy storage system hit the headlines as the first grid-scale system of this nature placing the UK at the front of energy storage.But what does this mean for jobs in the sector?Some experts estimate that the sector will experience growth at a similar rate to that of solar during the early 2000s, which will support job creation. The UK ranks second in Europe for its number of renewable energy jobs with the Government calculating that there are already 400,000 jobs in the low carbon economy. In addition, a £20M competition for large scale energy storage solutions has been launched by the Department for Energy and Industrial Strategy (BEIS). This will play an integral part of the smart energy future in the UK. One of the seven key aims set by BEIS for the winning project is to secure increased training and employment in large-scale energy storage technologies. According to Renewable Energy Association’s Head of Policy Frank Gordon, this type of support and investment will help increase jobs in cleantech design, manufacturing and operations. The renewables team here at Astute have seen things move on very quickly in the sector over the past year. The growth in the battery storage market has been reflected both in terms of job activity and the type of jobs in demand. In addition, there’s been an increase in interest across industry events where more technical battery and energy storage exhibitions are being planned to keep up with demand. Existing events are also adding battery solution areas to their current offering, a direct response to the changes in the market.&nbsp;In terms of job roles, we are seeing a demand for technician and service engineer roles as more equipment is installed in the field which requires maintenance and repair.Alternatively, browse available jobs across the whole of the renewables industry here; Renewables jobs.

Battery Storage Market: Job Opportunities One Year On

<h2>As an active member of the Anaerobic Digestion and Bioresources Association (ADBA) we are delighted to be exhibiting and supporting the annual National Conference event at the Institution of Civil Engineers in London on 11th December 2019.</h2>It promises to be a really great event, and if you have yet to secure your place, we would strongly recommend that you do so. You can register&nbsp;<a href="http://adbioresources.org/events/adba-national-conference/" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">here</a>&nbsp;to&nbsp;attend the event.If you are attending, then we would be delighted to welcome you to our stand.&nbsp;&nbsp;Whether you are looking to secure a new role, are currently hiring, or are just interested in people based developments, there will be somebody on hand to discuss these things with you.&nbsp;If you would like to let us know that you are coming, or would like to book some time with one of our consultants, then please contact us on 02392 221 600 or email info@astutetechnical.co.uk, and we can schedule something that is convenient for you.We look forward to seeing you there.

Astute will be at the ADBA National Conference 2019

<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Astute Technical Recruitment was named as one of the industry&rsquo;s standout performers at this year&rsquo;s The Recruitment Network (TRN) Summer Retreat at the De Vere Beaumont Hotel in Windsor on 10-11 July.
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Astute scored highest in the TRN&rsquo;s culture survey, which was conducted by MyPeople specialists in measuring the environmental, behavioural and psychological factors that affect team performance.
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">It was the largest recruitment industry study of its kind, which saw 699 people from 46 companies take part.
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;"><a href="https://www.astutetechnical.co.uk/our-team/terry-buckel/" target="_blank" rel="noopener">Terry Buckel</a>, Founder and CEO of Astute, said, &ldquo;We are a people business and I want to put people firmly at the heart of everything we do&rdquo;.
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">&ldquo;The most successful businesses can only thrive because they are underpinned by a great culture and our people have created a high-achieving environment that encourages every individual to perform to the highest of standards.
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">&ldquo;This recognition is testament to the team&rsquo;s hard work and I am incredibly proud of our achievement.&rdquo;
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">As part of the survey, participants were asked a variety of questions such as what it&rsquo;s like to work in a recruitment business and what the high performers are doing differently.
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Traditionally, culture is an area the recruitment sector struggles in; however, the survey showed that Astute is excelling and has achieved:&nbsp;
<ul>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Career progression 20% above the average
</li>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Adaptability 10% above the average
</li>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Innovation 13% above the average
</li>
</ul>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">With the impact of this being an 8-10% reduction in health risks and 8-11% improvement in employee engagement and satisfaction.
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">The aspects of organisational culture most strongly experienced and endorsed by the Astute team are:
<ul>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Social Responsibility - The organisation values responsible and ethical behaviour
</li>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Purpose - Individuals are a key part of the organisation and feel valued
</li>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Results - The organisation has clear goals and a focus on results
</li>
</ul>
<hr>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">If you&rsquo;re thinking of a career in recruitment, or are considering your next opportunity, learn about <a href="https://astutetechnical.co.uk/about-us/" target="_blank" rel="noopener">our values</a> and what <a href="https://astutetechnical.co.uk/join-us/benefits/" target="_blank" rel="noopener">we can offer you</a>.
<hr>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">About the survey:
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">The survey took place between May and June of 2023 and 37 companies were considered for it.
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">MyPeople&rsquo;s Culture Health Check measures four interlinked areas of organisational health:
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">1) Organisational Culture: This refers to the shared values in the organisation, how work
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">gets done, and what it feels like to work in the organisation. Organisational Culture is what
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">guides behaviour in an organisation. The Culture Health Check measures thirteen key
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">aspects of organisational culture.
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">2) Employee Engagement: This refers to the overall feeling employees have about their
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">work and the organisation. The Culture Health Check uses the proven Utrecht Work
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Engagement Scale, which comprises a three-part model of engagement:
<ul>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Vigour &ndash; Do employees put-in extra effort
</li>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Dedication &ndash; Are employees proud and enthusiastic about their work?
</li>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Absorption &ndash; Are employees immersed in their work?
</li>
</ul>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">3) Health and Wellbeing:The key drivers of attrition and workplace stress are measured
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">based on the Work Engagement Scale. They are:
<ul>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Work Demands &ndash; how overworked employees feel
</li>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Job Boredom &ndash; the extent to which employees are tired of their role
</li>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Low Energy Levels &ndash; the loss of energy due to workplace factors
</li>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Job Satisfaction &ndash; the overall satisfaction employees feel with their role
</li>
<li>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Burnout &ndash; the combination of all of the above as an indicator of burnout
</li>
</ul>
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">4) Employee Net Promoter Score: This is an overall rating, on a scale from 0 to 10, of the
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">extent to which employees would recommend working in the organisation to others. It is
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">defined as the relative proportion of &lsquo;Promoters&rsquo; (ratings of 9 or 10) to &lsquo;Detractors&rsquo; (ratings
<span style="font-size: 11.0pt; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #212121; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">between 0 and 6).

Astute Triumphs in Recruitment Industry Culture Survey

Astute the UK’s technical recruitment experts – are proud to announce that we have been successfully accepted on to the JOSCAR register and are now recognised as a fully compliant supplier for several defence companies and major organisations.&nbsp;What is the JOSCAR register?&nbsp; JOSCAR stands for the Joint Supply Chain Accreditation Register. The JOSCAR register is a central register of approved suppliers which are used by several major defence organisations including BAE Systems, QinetiQ, Babcock, MBDA, NATS, Airbus and the MOD when implementing new projects. This register is strictly invite-only and requires successful completion of a qualification process.&nbsp;JOSCAR What does this mean for our current and prospective clients? Being included on the JOSCAR register is somewhat of a coup by Astute and something we are very proud of. It means that we join an elite group of suppliers that have been hand-picked by some of the most established organisations in the country.This seal of approval means that our current and future clients can have extra confidence in Astute and our services as we have the capacity and technical ability to deliver on projects of this scale. In addition, all of these organisations have strict security requirements and this is becoming more and more important to clients of all sizes, especially in the wake of GDPR. This again helps to inform our clients that we meet these high levels of protection for their systems&nbsp;How can I find out more? If you are interested in finding out more, further details are available on the Hellios website https://hellios.com/joscar/Following successful projects Astute are proud to be involved in local and national industry and look forward to working closely with partners in further exciting projects next year and beyond. To speak with the Astute Technical Recruitment Team please call us on 02392 221 600 or Email us on callback@astutetechnical.co.uk

Astute Technical Recruitment accepted by JOSCAR

Astute’s Annual Awards Night

Portsmouth-based technical recruitment specialists Astute has announced its expansions into North America. &nbsp; The company, which was founded by Terry Buckel in 2006 and is located at Lakeside North Harbour, will base its US operations in Charlotte, North Carolina. &nbsp; Terry said, "We&rsquo;re in a very strong place in what we do, we&rsquo;ve built up a fantastic brand in the UK in the core areas of where we recruit &ndash; Power, Renewables &amp; Nuclear, and rather than spread that wider in terms of broadening out into sectors we don&rsquo;t know too well, we&rsquo;ve decided to focus on what we do well and take it somewhere new.&nbsp;
"We&rsquo;ve chosen to expand to America as there&rsquo;s no language barrier and the East Coast time zone difference is around five hours, which is far more manageable than, for instance, Australia.&nbsp;
"There are big growth opportunities for us in America, especially with anything to do with power generation, renewables and nuclear and there&rsquo;s a huge emphasis in the US on investment in green technology and the size of the power market is much greater than the UK. &nbsp; "In all, it means there&rsquo;s a great opportunity for us to become established there." &nbsp; As part of Astute's ambitious growth plans, the business has recruited Dan Bisset as VP - North America and Simon Welch as US Operations Manager.
To find out more about Astute People Inc. visit&nbsp;<a href="https://www.astutepeople.com">www.astutepeople.com</a>

Astute People Inc.

Astute was named as one of the top-rated&nbsp;recruitment agencies by Great Recruiters on Thursday 20 July.
&nbsp;
The award, which saw Astute named one of the best performing IT and engineering firms for the first half of 2023, is in recognition of the business receiving 441 candidate reviews at an average of 4.77 (out of 5).
&nbsp;
Matt Dickens, Sales Director at Astute, said, &ldquo;At Astute we place great value on people and recruiting great people to make a difference.
&nbsp;
&ldquo;This award, and our continued strong performance, is testament to the team&rsquo;s continued focus on delivering great service to our candidates and clients."
&nbsp;
<h2>The win comes on the back of Astute being named as one of Great Recruiter&rsquo;s top-rated IT and engineering staffing firms for the second half of 2022.</h2>
&nbsp;
The Great Recruiter awards recognise recruitment agencies which have distinguished themselves from the competition in the first half of 2023 and the ratings demonstrate great success in the following areas:
<ul>
<li>Capturing real-time feedback from candidates, clients, and placed talent</li>
<li>Automating instant action on feedback</li>
<li>Measuring &amp; improving organizational performance</li>
<li>Promoting success stories and building social proof to elevate their online reputation</li>
</ul>
If you&rsquo;re looking for your next power, nuclear or renewable energy opportunity, view all of <a href="https://www.astutetechnical.co.uk/jobs/" target="_blank" rel="noopener">our current jobs</a>.
Or, if you&rsquo;re a business looking to partner with an award-winning agency, connect with <a href="https://www.linkedin.com/in/mattdickensuk/" target="_blank" rel="noopener">Matt Dickens</a> on LinkedIn and <a href="https://www.astutetechnical.co.uk/looking-to-hire/" target="_blank" rel="noopener">contact our team</a>.&nbsp;

Astute Named as Top Engineering Recruitment Agency

Astute's team had an unforgettable day yesterday (8th March) when we were awarded the prestigious title of Best Staffing Firm to Work For in the UK 2023 at the annual <a href="https://www2.staffingindustry.com/About/Media-Center/Press-Releases/SIA-Announces-2023-Best-Staffing-Firms-to-Work-For" target="_blank" rel="noopener">Staffing Industry Analysts (SIA)</a> awards ceremony in Miami. Winning the Grand Prize was a remarkable accomplishment, and everyone at Astute is thrilled and proud to have received such an honour.
<a href="https://staffingindustry.com/?region=eng" target="_blank" rel="noopener">SIA</a> is a global advisor on staffing and workforce solutions. It has been providing independent research, data, and advisory services to staffing companies and their clients for over 30 years. Each year, the SIA hosts its Best Staffing Firms to Work For awards programme, which recognises the best employers in the industry. The programme is based on anonymous surveys completed by employees of the participating staffing firms, and the winners are selected based on their scores in different categories such as teamwork, employee engagement, trust, and work-life balance.
Astute was recognised as a people-focused business that prioritises trust, respect, and encouragement. According to Terry Buckel, the Founder and CEO of Astute Technical Recruitment, the award is a testament to the company's dedication to creating a positive work environment for its employees. "This is an amazing award and one that means a lot to me, personally, as it recognises the efforts that have been made to create the best company to work for," he said. "I've been focused on improving the work/life balance for a number of years, especially after lockdown, and was determined to get there. But this journey is not over as we continue to challenge ourselves to make it even better! People are at the centre of our values, and that starts with looking after our own staff."
Winning the Best Staffing Firm to Work For in the UK 2023 is a remarkable achievement for Astute. It is a testament to the company's commitment to creating a positive work environment for our employees. Astute has always been a people-focused business, and this award is proof that our efforts to build a strong foundation of trust, respect, and encouragement have paid off. Everyone at Astute is grateful for the recognition and will continue to strive for excellence in everything we do.
<span class="ms-FocusZone ui-chat__message hg hh hi ap hj hk hl hm hn ho hp hq hr hs ht hu hv hw hx hy hz ia ib ic id ie if ig ih ii ij ik il im in io ip iq ir is it iu iv iw ix iy iz ja jb jc jd je jf jg jh ji jj xn xj jm jn jo jp un uo xo ft jt fv ju bjw jv jw jx jy jz ka kb kc kd ke kf kg kh ki kj kk kl km kn ko kp kq ui-animation hd he hf focused"><span id="content-1678354904914" class="ui-chat__messagecontent kt ky kz la lb lc ld lb le lf lg lh li lj lk ll lm ln lo lp lq lr ls lt lu lv lw lx ly lz ma mb mc md me mf mg mh mi mj mk ml mm mn mo mp mq mr ms mt mu mv mw mx my mz na nb nc nd ne nf ng nh ni nj nk nl nm nn no np nq nr ns nt nu nv nw nx ny nz oa ob oc od oe of og oh oi oj ok ol om on oo op oq or os ot ou ov ow ox oy oz pa pb pc pd pe pf pg ph pi pj pk pl pm pn po pp pq pr ps pt pu pv pw px py pz qa qb qc qd qe qf qg qh qi qj qk ql qm qn qo qp qq qr qs qt qu qv qw qx qy qz ra rb rc rd re rf rg rh ri rj rk rl rm rn ro rp rq rr rs rt ru rv rw rx ry rz sa sb sc sd se sf sg sh si sj sk sl sm sn so sp sq sr ss st su sv sw sx sy dj sz ta tb tc td te tf tg th ti tj tk tl dp" dir="auto" aria-label="In terms of the blog post, what do you think about this:&nbsp; Astute team had an unforgettable day yesterday when we were awarded the prestigious title of Best Staffing Firm to Work For in the UK 2023 at the annual Staffing Industry Analysts (SIA) awards ceremony in Miami. Winning the Grand Prize was a remarkable accomplishment, and everyone at Astute is thrilled and proud to have received such an honour. &nbsp; The SIA is a global advisor on staffing and workforce solutions. It has been providing independent research, data, and advisory services to staffing companies and their clients for over 30 years. Each year, the SIA hosts its Best Staffing Firms to Work For awards programme, which recognises the best employers in the industry. The programme is based on anonymous surveys completed by employees of the participating staffing firms, and the winners are selected based on their scores in different categories such as teamwork, employee engagement, trust, and work-life balance. Astute was recognised as a people-focused business that prioritises trust, respect, and encouragement. According to Terry Buckel, the Founder and CEO of Astute, the award is a testament to the company's dedication to creating a positive work environment for its employees. &quot;This is an amazing award and one that means a lot to me, personally, as it recognises the efforts that have been made to create the best company to work for,&quot; he said. &quot;I've been focused on improving the work/life balance for a number of years, especially after lockdown, and was determined to get there. But this journey is not over as we continue to challenge ourselves to make it even better! People are at the centre of our values, and that starts with looking after our own staff.&quot; Winning the Best Staffing Firm to Work For in the UK 2023 is a remarkable achievement for Astute. It is a testament to the company's commitment to creating a positive work environment for our employees. Astute has always been a people-focused business, and this award is proof that our efforts to build a strong foundation of trust, respect, and encouragement have paid off. Everyone at Astute is grateful for the recognition and will continue to strive for excellence in everything we do.">
&nbsp;

Astute is SIA's Best Staffing Firm to Work For in the UK 2023 Grand Prize Winner 

What is the Kickstart Scheme?The Kickstart scheme was launched by the UK government in 2020 to support job placements for young people who are currently receiving Universal Credit and at risk of long-term unemployment. Thousands of individuals between the ages of 16-24 have taken part in the scheme and have gained an abundance of valuable work experience and new skills to help them further develop their careers. Kickstart at AstuteIn April 2021 Astute welcomed our first two Kickstarters as our Recruitment Support Assistant and Marketing Support Assistant. Both of our Kickstart placements successfully completed the scheme and during their time here, gained considerable skills, describing the experience as “one-hundred per cent the best decision they made this year.” At the end of their six months with us, we asked them to summarise their experience with the scheme and with Astute: &nbsp;“I would summarise it as a successful experience of learning and skill development. I have made many friends here at Astute and feel as ingrained in their culture as anyone. The welcome and support I received at the beginning of my time here haven’t dissipated, Astute are as genuine with me now as they were from day 1.”Marketing support assistant &nbsp;“At the end of this experience, I can say I’ve had a cracking time. The work was challenging but fun, I really enjoy talking to candidates on the phone and I’ve learned so much about the ins and outs of this job.”Recruitment support assistant Astute has successfully placed 12&nbsp;Kickstarters into a variety of positions since partnering with the government scheme, expanding further with additions to our marketing department. Adding a Graphic Design Support Assistant has given Astute the opportunity to train a designer and give them the real experience they needed to sharpen their skills and learn new things. &nbsp;“My time here has been fantastic, the things I’ve learned here aren’t things you can learn in a classroom. I feel as though I’ve learned the same amount here as I did at university. Everyone has been super welcoming, and I’ve had the space to develop my skills and strengths in an environment that really values it.”Graphic support assistant Our Partnership with HSDCAstute has worked with colleges, universities, and schools to support work experience programmes, CV writing skills, and training courses, and recently all our Kickstarters have completed their Level 1 Employability Skills qualification through Havant and Southdowns College and passed with flying colours! Working with HSDC has been a great opportunity to support young workers with the tools they need to thrive and succeed, and we are incredibly proud to see some of our Kickstarters get commendations from their teachers for how hard they worked on their courses! …in the FutureAfter having such a successful experience with all of our Kickstarters the first time around, we are proud to support the scheme again this January 2022 and look forward to welcoming a new batch of Recruitment Support Assistants later this month.

Astute have been proud to support the Kickstart scheme

When I started Astute I had a real interest in international growth and now, especially after the pandemic, is the right time.&nbsp; &nbsp; 2023 is a great time to expand!&nbsp; &nbsp; We&rsquo;re in a very strong place in what we do, we&rsquo;ve built up a fantastic brand in the UK in the core areas of where we recruit &ndash; Power, Renewables &amp; Nuclear, and rather than spread that wider in terms of broadening out into sectors we don&rsquo;t know too well, we&rsquo;ve decided to focus on what we do well and take it somewhere new.&nbsp; &nbsp; We can speak the same language to candidates and clients in terms of jobs, sectors, technology, so that&rsquo;s why Astute is Coming to America.&nbsp; &nbsp; Why choose America?&nbsp; &nbsp; We&rsquo;ve chosen to expand to America as there&rsquo;s no language barrier and the East Coast time zone difference is around five hours, which is far more manageable than, for instance, Australia.&nbsp; &nbsp; There are big growth opportunities for us in America, especially with anything to do with power generation, renewables and nuclear and there&rsquo;s a huge emphasis in the US on investment in green technology and the size of the power market is much greater than the UK.
In all, it means there&rsquo;s a great opportunity for us to become established there.&nbsp; &nbsp; For me, it feels like the right time!
This year has been great in terms of investing in our people, creating a class leading culture, resulting in a very successful start to the year.&nbsp; &nbsp; We&rsquo;ll initially drive business from here with a dedicated team focusing on the US.&nbsp; &nbsp; We have a clear goal to achieve ambitious targets in &nbsp;North America, which means the US and Canada, and I&rsquo;m feeling very positive about all of the strategic plans and foundations we&rsquo;ve already put in place.&nbsp; &nbsp; Energy Recruitment in the US&nbsp; &nbsp; What I&rsquo;m really excited about is how open people are in the US to good communication. &nbsp; &nbsp; Whether that&rsquo;s people in the recruitment industry or energy sector leaders, the willingness to share knowledge and insight has been fantastic.&nbsp; &nbsp; From a recruitment industry perspective, there&rsquo;s been a real openness to sharing information with us about the marketplace, more so than there would be in the UK where you could be seen as a competitor and people are typically less willing to share.&nbsp; &nbsp; In terms of clients, we&rsquo;ve already managed to build up some excellent relationships with industry leaders who have shared with us the current state of play and, America, like much of the world, is going through a major talent shortage at the moment in our space, which is another reason the timing is right for Astute&rsquo;s launch there.&nbsp; &nbsp; Astute in the US&nbsp; &nbsp; We&rsquo;ve set up a business called Astute People Inc., and have a virtual office in Uptown Charlotte, North Carolina.&nbsp; &nbsp; In the future that is where I would like to set up a physical office.&nbsp; &nbsp; It&rsquo;s on the East Coast, the time zone difference works well for us and I undertook a lot of research on places in the US that are attractive for businesses, and Charlotte ranked highly.&nbsp; &nbsp; It&rsquo;s a very up-and-coming city, attracting many new people to it and has a young demographic with the average age of 36.
It offers a better cost of living than many of the bigger, established cities and has a good climate and if anywhere could embrace a good UK-style work-life balance, then I believe this is the place. &nbsp;&nbsp; &nbsp; We&rsquo;ll be looking to employ people in Charlotte next year and offering them the same sort of benefits we offer our people in the UK and South Africa.&nbsp; &nbsp; These sorts of benefits are not the norm in America, but we&rsquo;re happy to be leading the way.&nbsp; &nbsp; The market&nbsp; &nbsp; For a market that&rsquo;s five or six times the size of the UK in terms of number of people in the labour force, there are fewer recruitment agencies in America, which means there&rsquo;s less competition.
This results in less undercutting and devaluing of the service offered.&nbsp; &nbsp; UK and US labour laws differ hugely, in America, with &lsquo;At-will&rsquo; employment in the US.&nbsp; &nbsp; This means recruitment companies have to move quickly to fill roles, and therefore relationships between clients and recruitment agencies tend to be far more collaborative due to the high pace.&nbsp; &nbsp; Astute Coming to America&nbsp;
Finally, I have a personal ambition to take the business to America and to be able to spend more time there. &nbsp; Growing up in the 80s, all of my favourite TV shows and films were American.&nbsp; &nbsp; Whether it was Night Rider, the A-Team, Airwolf or Eddie Murphy films like Beverly Hills Cop and Coming to America, I was always fascinated with the country.&nbsp; &nbsp; I&rsquo;m really excited about Astute&rsquo;s future in America, and the opportunities it will bring not just myself but the team.&nbsp; &nbsp; Long-term we&rsquo;ll be offering people the chance to have secondments in America and experience living and working in the US.&nbsp; &nbsp; My military/Royal Navy background enabled me to travel the world while working, and that&rsquo;s something I&rsquo;m keen to give others the chance to experience. &nbsp;
<hr>
To find out more about Astute's plans in America, or to enquire about how we can support with your recruitment needs across the US and Canada, get in touch with us today via <a href="mailto:info@astutetechnical.co.uk">info@astutetechnical.co.uk</a>

Astute: Coming to America

<h3>Following a 5-month selection process, Astute Technical Recruitment is proud to have been awarded a place on the Atkins UK Preferred Supplier List (PSL) for permanent recruitment.&nbsp;&nbsp;</h3><h4>Lasting for 3 years, the contract began in November, and we are delighted to be already in the process of supplying them with great talent.&nbsp;Delivering world-class engineering and construction programmes, Atkins were seeking suppliers who could support their diverse business areas.&nbsp;&nbsp;</h4><h4>In selecting Astute, they are recognising our ability to source a range of technical professionals, and placing their trust in us to deliver in order to keep vital projects moving forward.&nbsp;&nbsp;&nbsp;</h4><h4>If you would like to discuss how Astute Technical Recruitment can help you, please get in touch on 02392 221 600 or email&nbsp;<a href="mailto:callback@astutetechnical.co.uk" rel="noopener noreferrer" target="_blank" style="color: rgb(91, 198, 249);">callback@astutetechnical.co.uk</a>.</h4>

Astute awarded prestigious PSL contract with Atkins

IR35 is the commonly used term for the UK legislation introduced 20 years ago to prevent “disguised employment” tax avoidance. In simple terms, avoidance arises when the disguised employee takes advantage of lower taxation offered to corporates than that given to individuals, by working through an intermediary vehicle, such as a personal services company (PSC). There has been a tremendous amount of press coverage around changes to IR35. The update to the legislation has already been pushed back from April 2020 due to the pressures of COVID. However, this April they are coming into force. The main essence of the legislation remains as it always has done; however, the key change will be who is responsible for making the status determination. Are you going to be impacted by the changes?Currently, contractors are accountable for making their own assessment as to whether they fall outside of IR35 or not. Currently, if the conclusion reached is incorrect, they are liable for unpaid tax and both individual and employer NI contributions. However, this all changes on 6th April 2021. The assessment, and more importantly any liability, will now sit with the end client or fee payer. What you need to prepare for: The end client will be responsible for determining whether the role is ‘inside’ or ‘outside’ of IR35. HMRC’s Check Employment Status for Tax (CEST) tool can help with assessments.The fee payer will be responsible for accounting for the correct tax and NICs when required to do so. The fee payer is whoever is responsible for paying the PSC – this could be the end client or an intermediary, such as a recruitment agency. This will also include any responsibilities in regard to employer’s NICs, the apprenticeship levy etc.If the end client fails to take “reasonable care” in reaching a status determination and is later challenged by HMRC, the liability for unpaid tax and NICs could pass up the chain. Further information relating to what is classed as ‘reasonable care’ can be found on the Government website.The client is required to send the status determination and decision to anyone in the supply chain, including the contractor.The contractor has the legal right to appeal the determination outcome, and it is the client’s responsibility to respond to the appeal within 45 days, in writing, outlining the reasons, and final outcome. In order to support you further, Astute has provided a range of videos, speaking to leading experts on the changes to the legislation, how it affects clients and contractors and what needs to be considered. &nbsp;&nbsp;&nbsp; We appreciate that for many businesses this is a burden that is coming at exactly the wrong time. Let us help you by reducing the workload. If you have any questions, comments or queries, please do not hesitate to get in touch compliance@astutetechnical.co.uk Similarly, if you want to discuss how our range of recruitment services can help you get ahead, then please let us know by phoning 02392 221600 or emailing Info@AstuteTechnical.co.uk

Are you ready for IR35 changes?

We are delighted to announce our Managing Director, Terry Buckel, is running as a candidate in APSCo's Representative Committee Elections. We caught up Terry for a Q&amp;A session so you can learn more about our MD and why he is the man for the job!&nbsp;Tell us a little bit about you and Astute.I’m a former Royal Navy Engineer and made the transition to recruitment in 2001.&nbsp;In 2006 I founded Astute, a leading engineering recruitment business.&nbsp;I started off in a 1-man office, but we have successfully grown the business to over 50 people.&nbsp;This didn’t happen by luck and it was never all plain sailing.&nbsp;In fact, I’ve got the T-shirt when it comes to recruitment: a recession, splitting from business partners, resolving numerous employment/ client issues etc.&nbsp;There isn’t much I haven’t seen.&nbsp;In fact, stop the press!&nbsp;Coronavirus is a new one on me!&nbsp;What do you think makes a great recruitment business? I’ve always been a champion of “good recruitment practice”, valuing respect and honesty.&nbsp;I think you need to focus on ensuring that people are treated well and given a real opportunity, including best-in-class L&amp;D, resulting in excellent customer service and quality.&nbsp;You need to be at the forefront of legislative change, in order to advise clients and also react.&nbsp;I also strongly believe that the use of advanced technology including AI and big data is essential. It is quite simple though; recruitment needs to be done properly.&nbsp;Do that and you are onto a winner. &nbsp;How long have you been members of APSCo? For 5 years now.&nbsp;We joined when the business was much smaller and they have been supporting me ever since.&nbsp;What have you gained from being an APSCo member? Loads.&nbsp;I’ve been on some trade delegations, which are just superb.&nbsp;The last one to the USA and Canada was amazing.&nbsp;We regularly attend a lot of their forums, which allows other people in the business to get out of the office and mix with their peers from other agencies.&nbsp;We regularly use them for advice.&nbsp;It’s also the camaraderie you get from being a member.&nbsp;There is always someone willing to share, help, and even challenge.&nbsp;&nbsp;Why do you want to be on the committee? The regions are not always as well represented as London, and I think I can give a different perspective.&nbsp;We have gone through challenges that many recruiters are going through now, and so I think it is an opportune time to see if that knowledge can be used for the greater good.&nbsp;So this isn’t about you trying to raise your profile in the industry? No, not at all.&nbsp;This isn’t a vanity project.&nbsp;It’s about giving something back.&nbsp;Without APSCo we would have wasted time and money on being less prepared.&nbsp;But it relies upon good people stepping up, and I feel like it is my turn.&nbsp;You mentioned about the regions, is that something you are keen to look at more? Totally.&nbsp;APSCo has really increased their offering in the regions, but I think we need to be looking at technology, AI etc too.&nbsp;This is something that we have done in our business, and something that I would be looking to help APSCo and their members improve.&nbsp;What would it mean to be voted onto the committee? It would be a huge honour.&nbsp;I love recruitment and the industry has been very good to me.&nbsp;There is a great crop of new owners coming through and it has arguably never been a better time to be in the industry.&nbsp;I want to give back to this industry.&nbsp;Often it is the same faces you see and I think it needs to be mixed up a bit.&nbsp;You are referred to as Terry from Astute.&nbsp;But Astute doesn’t define you.&nbsp;Outside of recruitment, what do you like doing? I must be a glutton for punishment as my wife and I set up another business 7 years ago; a beauty salon, so we both have busy lives.&nbsp;However, I like to unwind by driving at high speed around a well-known historical race track in Germany called the Nürburgring – strangely it is actually relaxing for me!&nbsp;I’m a big fan of House music as I grew up as a young adult, clubbing in the late ’80s and early ’90s but never got round to visiting Ibiza until I was 40, but that is our holiday destination of choice these days. If you’re an APSCo member and want someone who is truly passionate about the industry then please vote for Terry here.

APSCo's Representative Committee Elections - Vote for Terry!

Responding to the latest labour market data from the Office for National Statistics (ONS), Tania Bowers, Global Public Policy Director at the Association of Professional Staffing Companies (APSCo), said, &ldquo;The decline in vacancies once again is no surprise, but I would warn employers and recruiters not to be complacent.&nbsp;
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"When we look at the details in the latest ONS labour market update it&rsquo;s clear that the UK is still reporting higher vacancies than it did pre-pandemic.&nbsp;
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"With the latest statistics also including the data from August, when we expect a seasonal lull in hiring, these figures don&rsquo;t suggest that the labour crisis is over.&nbsp;
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"Indeed, what I find perhaps more concerning is the increase in jobs noted since January to March 2020 in skill-short sectors such as manufacturing and education, which reported 38.7% and 33.1% growth respectively.&nbsp;
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&ldquo;The country is still in the midst of a worrying dearth of key resources, with many employers struggling to find the talent they need through domestic hiring, and international resources difficult to recruit post-Brexit.&nbsp;
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"As the Autumn Statement nears and the major political parties gear up for next year&rsquo;s election, skills need to be the focus for policymakers.&nbsp;
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"As we&rsquo;ve highlighted in the past, there&rsquo;s a range of tactics that can strengthen the country&rsquo;s labour market, from prioritising funding for a wider overarching targeted skills plan to reforming the Apprenticeship Levy and reviewing business visa and visitor routes.&nbsp;
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&ldquo;Now, more than ever, the Government and shadow ministers need to demonstrate not only that skills are at the top of their agenda, but perhaps more importantly, that they have a plan to implement effective changes, quickly.&rdquo;
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<a href="https://www.astutetechnical.co.uk/our-team/matt-dickens/" target="_blank" rel="noopener">Matt Dickens</a>, Director at Astute Technical Recruitment added, "While the broader picture suggests a decline in vacancies, we've seen continued demand from businesses across the Nuclear, Power and Renewable Energy sectors struggling to source candidates directly.
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"At Astute we've also noticed sustained demand for experienced contractors, notably across our Power and Nuclear sectors, but increasingly the Renewable Energy space too.
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"With contractors adept at parachuting into businesses at short notice and able to ensure project timeframes are kept on track, I expect to see further requirements for interim talent solutions across the energy sector as we head towards 2024."
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<a href="https://www.astutetechnical.co.uk/looking-to-hire/" target="_blank" rel="noopener">Contact us</a> to learn how Astute can provide staffing solutions for your business.&nbsp;

APSCo Responds to Latest Labour Market Statistics

Responding to the latest labour market data from the Office for National Statistics (ONS), Tania Bowers, Global Public Policy Director at the Association of Professional Staffing Companies (APSCo) said, &ldquo;We expect to see a fall in vacancies as the summer months approach so these statistics are perhaps unsurprising.
&ldquo;However, I do feel that the data needs to be analysed beyond the percentage falls that have been the focus over recent times.
&ldquo;While vacancies have seen a decline for the last few months, they remain above one million.
&ldquo;Just last year, the recruitment sector was battling the significant spike in jobs and coming to terms with the fact that figures had exceeded the one million mark for the first time on record.
&ldquo;Now this is seemingly the norm, despite the prevailing skills shortages.
&ldquo;It is crucial that recruiters don&rsquo;t lose sight of the fact that it is still a tight talent market and skills gaps are growing, regardless of the monthly declines.
&ldquo;It is vital that the UK strengthens its labour market &ndash; and in order to do so, it needs easy access to international workers &ndash; particularly the self-employed and contract professionals.
&ldquo;Current visa restrictions do not allow for, or encourage, independent contractors or the self-employed to take up work here. If we look at the examples of other countries, we are lagging behind when it comes to innovative recruitment strategies.
&ldquo;We strongly believe that accessible, simple to obtain visas for independent, non-employed contractors need to be readily available.
&ldquo;While all developed nations are suffering similar issues around skilled labour shortages, other countries &ndash; such as Denmark and Germany - are adopting more effective policies to attract the skilled global workforce.
&ldquo;In the mid to long-term this will help provide them with the expertise all developed nations need to lead on innovation in AI and green technologies.
&ldquo;Without similar action, the UK will lose out on key talent to other countries that are ahead of the curve.&rdquo;
<a href="https://www.astutetechnical.co.uk/our-team/matt-dickens" target="_blank" rel="noopener">Matt Dickens</a>, Sales Director at Astute, added, &ldquo;Despite the broader dip in vacancy numbers, there is still exceptionally high demand for candidates across the nuclear, power, and renewable sectors Astute specialises in.
&ldquo;With skills shortages continuing, we are seeing an increased demand from businesses who are looking to retain our services as they struggle to find talent.
&ldquo;With the talent shortages showing no signs of slowing, I would strongly encourage hiring managers, from all industries, to consider the numerous benefits of a retained recruitment campaign.
&ldquo;Retained campaigns show you are investing in the hiring process as well as enabling the recruiter to best represent your company and its culture to the market.
&ldquo;Anything that can help your role stand out during a talent shortage will prove highly beneficial.&rdquo;