Insights

Rise in jobs for temporary workers in response to Covid-19

Northern Ireland recruitment agency Tyson Wilson Temps has reported a surge in temporary workers in response to the Covid-19 outbreak, as well as more employers needing to respond to the rapidly emerging business needs.

With a number of major employers having laid off staff the recruitment company is looking for further candidates to register and workplaces for candidates already registered.

Michelle Tyson, CEO of Tyson Wilson Temps – a division of Tyson Wilson Recruitment –  said: “We are looking for responsible employers who are reacting to the growing need for temporary workers during the Covid-19 crisis.

“We have a pool of candidates who have been registered with us in recent weeks and who are ready, willing and able to work.”

According to Michelle all Tyson Wilson candidates will be briefed on guidelines for protecting themselves and others from risk of infection before being sent for interview.

In addition to the existing pool of candidates they are looking for people to register for posts in call centres, retail, warehousing, administration, home working and stock control. A number of these fall into the government’s ‘key worker’ status.

Candidates are available right now in Belfast, Greater Belfast, Bangor, North Down, and Newry.

“Whilst the UK looks to be on a trajectory towards lockdown and has already implemented a number of working from home directives it is absolutely essential that key areas of recruitment are still being filled by those able to work,” said Michelle.

“We are working diligently to respond to those needs and are able to find staff quickly and efficiently for our clients.”

Established in 2015 Tyson Wilson Recruitment has developed its services for prospective employees and those with staffing requirements, including not charging a fee until appointment of successful candidates.

To apply for a post or to find out more about how we can help please visit tysonwilsonrecruitment.co.uk/jobs

When it comes to adjusting to working from home with children in the house some workers have found it easier than others.

Not just that, having to juggle home-schooling with the many other tasks required can make working from home far more stressful than the daily commute to the office.

Michelle Tyson, founder and director of Tyson Wilson Recruitment, says with more and more of her clients giving employees the ability to continue working from home there’s going to have to be flexibility on both sides.

She added: “Whilst working from home might seem like a great chance to spend time with your children and get those odd jobs done around the house while saving time on the daily commute the reality is much different.

“Many households will be struggling to exist together in smaller, confined spaces. Both parents may require desk and work space as well as the children for their homework and some homes just simply will not have the luxury of space.

“Add to that the stress of being a present parent, home schooling, and the many other distractions that come from being a parent or guardian and it can be a recipe for disaster for some workers.

“The most important thing both employees and employers will need to recognise is that for some people productivity will go up and for others it will go down. This doesn’t mean one employee is better than another, it simply means they have different work environments.”

Michelle says becoming “adaptable and flexible” but “organised and focused” are vital qualities to master in order to successfully achieve a work/life balance during lockdown.

She added: “There are many ideas out there of what will make the perfect home working scenario but it’s not a one size fits all situation. It is absolutely imperative to understand that your children have their own personalities and their own individual needs which only you will know best how to deal with. Your space and logistical scenario may be unique, crowded or non-existent too.

“Taking advice is important but also, so is being flexible to create a situation that works for you and your family and ensuring your employer understands where you will be, when you will be there and how they can get in touch with you.”

Here are Michelle’s 12 top tips for working from home with children:

1. A flexible routine

That sounds odd, but the core of it is that while a routine is vital for you and your children, it will be disrupted simply because they are children… Ideally you can set out break times that reflect your normal working practices that the children can follow too, but just be prepared to change. It might be that you take more breaks and complete the tasks after they go to bed, or if they are teenagers before they get up.

2. Communicate

Your boss needs to know that you are working at home with your tiny terrors. Ask for reasonable deadlines for work, update them when things will be ahead of schedule or slightly behind.

If your workplace has a joint working app or calendar this can help, but nothing beats a quick call, text or email. Try to stay off WhatsApp and their ilk as you will become easily distracted.

3. The 10-second rule

Every parent should know this but is worth reminding ourselves. Your lovely child will, at some point demand attention. Even if you are in the middle of a complex task or with a deadline looming. It is too easy to snap at them. You wouldn’t do that in the office, so don’t do it now. Count inside your head to 10, discuss it, or explain that mummy/daddy will be with them in five minutes or 10 minutes. Ask them to set a timer, set yourself one and hopefully any temptation to shout will be gone.

4. The magic of headphones

They really can be magic. Whether it is a conference call or just listening to some music make sure you explain to your children that when you have your headphones on you are not to be disturbed.

5. Workspace

Whether it’s a bedroom, dining room, or the conservatory you need to have a space that you can set up all the equipment you need, including some extra areas if needed. Try to avoid spaces used by the rest of the family such as the living room or kitchen.

6. Homework/home schooling

Your children may or may not have been given tasks by their school. It is important that you treat it the same way you would if you are making sure they complete their homework by a set time, ready to be checked. If they have questions or are having difficulties, you can take a break to help, but just a short break.

7. Work buddies

There will be other people in your work that are going through the same experience. Keep in touch with them, exchange hints, moan to each other, laugh at the absurdity of home schooling and working at the same time, whatever it takes.

8. Exercise

You will probably be sitting down for most of the day. So will your children. Make sure to get up, stretch, move around. You can’t usually do that in the office, but you’re at home. Make up some fun games with the children, look up some of the online resources for children’s exercise and join in. And, with them get out, walk the dog, jog around the park, just make sure that you all get fresh air and daylight, remembering to keep social distance from anyone also out.

9. Task allocation

At work you may have a routine that the various tasks in every project are allocated, with the timing understood. Can you do the same at home with children? Yes, but only by thinking it through. Can your youngest tidy away their toys in 30 minutes in an exchange for a treat? Can your stroppy teen earn goodwill points towards a gift by washing the dishes? The goodwill points are something all children can understand (smiley faces for younger children) and will eventually see them getting down to eagerly helping out with tasks.

10. Limit screen time

For you, your children and anyone else make sure you have limits on screen time. It will be difficult but worth it.

11. Time off

No weekend, evening or early morning work. If you don’t normally work outside office hours don’t start now.

12. End of day procedure 

You’ve finished your tasks for the day, it’s five-to-five. Make a note of what you have completed and a note of tomorrow’s tasks. Close the laptop, pour yourself a cuppa and spend some time with your children. Perhaps once or twice a week have set activities: a movie night when the entire family agrees what to watch; a board games tournament across several evenings; or, learning something new such as chess or a craft – just as long as it isn’t members of the family learning a musical instrument – that way madness lies.

If you are in the position where you need to take a break from your current position or want to add to your income during these uncertain times Tyson Wilson Recruitment are currently recruiting a number of temporary and permanent roles.

For more information email Michelle at info@tysonwilsonrecruitment.co.uk or go to tysonwilsonrecruitment.co.uk/jobs

*Including updates correct as of 15th April 2020.

The Coronavirus Job Retention Scheme (CJRS) was introduced by government at the end of March.

Michelle Tyson, Director of recruitment agency, Tyson Wilson Ltd, gives a breakdown and overview of some of the key points from the government guidance.

Michelle said: “The coronavirus pandemic is unprecedented and is having significant impacts on businesses across all sectors in the UK. The government have introduced a range of measures to help businesses and employees, but it can be tricky to interpret the guidance based on individual circumstances. In this article, we cover the key points from the guidance that are applicable to most, to try and ensure that you are aware of the scheme’s criteria.”

If your business has been severely impacted by coronavirus (COVID-19), you can ‘furlough’ employees and apply to HMRC for a grant that covers 80% of their usual monthly wage, up to a maximum of £2,500 (gross) per month. In addition, you can also claim for associated Employer National Insurance contributions and employer pension contributions (the minimum amount required under the automatic enrollment scheme of 3%). While on furlough, the employee’s wage will be subject to usual income tax and other deductions.

What is the Coronavirus Job Retention Scheme?

Michelle explained: “The Coronavirus Job Retention Scheme (CJRS) is a temporary scheme that is in place March 1st 2020 to June 30th 2020. It may be extended, if necessary. Claims are made by employers online via a new portal, which is expected to go live around April 20th 2020. It is important to note that each period of furlough must last for at least 3 consecutive weeks to be eligible to claim. It is envisioned that employers will be able to make a claim once every 3 weeks from when the portal goes live. Employees can be put on and off furlough. However, each period on furlough must last for at least 3 weeks to be eligible to claim.”

When the scheme was first announced, you could only claim for furloughed employees that were on your PAYE payroll on or before February 28th 2020. However, this has now been updated. *You can now claim for employees that were on your PAYE payroll on or before March 19th 2020 and which were notified to HMRC on an RTI submission on or before March 19th 2020.*

Which employees are eligible for the scheme?

Michelle clarified: “Employees can be on any type of employment contract, including full-time, part-time, agency, flexible, zero-hour, or fixed term contracts. Fixed term contracts can be renewed or extended during the furlough period. Where a fixed term employee’s contract ends because it is not extended or renewed, you will no longer be able to claim for them.”

In addition, it has been clarified that foreign nationals are eligible to be furloughed. To be eligible, when on furlough, an employee cannot undertake work for, or on behalf, of the organisation or any linked or associated organisation. This includes providing services to the organisation or generating revenue for the organisation.

Apprentices can be furloughed in the same way as other employees and they can continue to train whist furloughed. However, it is important to note that Apprentices must be paid at least the Apprenticeship Minimum Wage, National Living Wage, or National Minimum Wage (as applicable to your organisation) for time they spend training.

“This means Apprentices should receive their full, normal wage for any days spent training as opposed to receiving 80% of their normal wage for those days” said Michelle.

“You can still claim for any days spent training, which means in theory you are ‘topping up’ their wage for those days.”

If an employee is working on reduced hours or for reduced pay, they are not eligible for the scheme. If an employee started unpaid leave after February 29th you can put them on furlough instead. If an employee went on unpaid leave on or before February 28th, you cannot furlough them until the date on which it was agreed they would return from unpaid leave.

CJRS and Directors

The official guidance goes into more detail on others who are eligible for the CJRS, including office holders, company directors, salaried members of Limited Liability Partnerships, etc. However, the eligibility of company directors seems to be a common question.

Michelle said: “The eligibility of company directors for the CJRS is one of the most common queries we deal with. HMRC were not very clear on this to begin with, but the guidance has been updated and now states clearly that company directors can furlough any salary they receive through PAYE. However, the conditions of furlough still apply in that they cannot carry out any services for the business or generate revenue for the business. They can continue to carry out their duties under the Companies Act. Furlough payments do not take into consideration dividends.”

CJRS and SSP

If an employee is on sick leave or is self-isolating as a result of Coronavirus, they will be eligible for Statutory Sick Pay (SSP), subject to meeting the other eligibility criteria. CJRS is not intended for short-term absence from work due to sickness or self-isolation. However, if the organisation wishes to furlough an employee for business reasons, who is on sick leave or self-isolating, they can. The employee will no longer receive SSP and will instead be classified as a furloughed employee. You can claim back from both the CJRS and the SSP rebate scheme for the same employee but not for the same time period.

‘Shielding’ Employees and Caring Responsibilities

In addition, employers are entitled to furlough employees who are ‘shielding’ in line with public health guidance, or who are off work to stay home with someone who is shielding, or who are off work on long-term sick leave. Employees who are unable to work because they have caring responsibilities resulting from coronavirus can also be furloughed. For example, employees who cannot go to work because they need to look after their children.

Employees With More Than One Employer

If an employee has more than one employer, they can be furloughed for each job. Each job is separate and the cap of £2,500 (gross) per month applies to each employer. Where an employee has more than one employer, they can be furloughed in one job and receive a furloughed payment but continue working for their other employer/s and receive their normal wages.

Michelle added: “If an employee has one employer, and is furloughed by that employer, they can receive a furloughed payment and seek additional temporary employment with another employer provided their Contract of Employment permits it and/or their employer agrees.”

Employees Volunteering and Training

A furloughed employee can take part in volunteer work, provided it is not for your organisation or a linked or associated organisation. Furloughed employees can also participate in training, so long as while completing the training the employee does not provide services to or generate revenue for, or on behalf of, their organisation, or a linked or associated organisation.

Michelle said: “Where an employee completes training at the request of their employer, the guidance is clear that there are minimum wage requirements that need to be met for any time spent training while on furlough. This will only impact employees who are normally on minimum wage or close to it, as the 80% furlough payment will bring their wage to below minimum wage for the duration of their furlough. In this instance, employers will need to top-up wages to at least minimum wage for any time the employee spends training at the request of the employer.”

Agreeing To Furlough Employees

Michelle warned: “In general, it is advised that employers discuss furlough with their employees and make any temporary changes to the Contract of Employment by agreement. When employers are making decisions in relation to the furlough process, such as deciding who to offer furlough to, equality and discrimination laws still apply. To be eligible for the grant, employers must confirm – in writing – to their employee that they have been furloughed. A record of this communication must be kept for five years.”

Grant Amounts and Furloughed Wage Calculation

Employers can choose to ‘top up’ employee salaries but are under no obligation to. Employees must not work or provide any services for the organisation while furloughed, even if they receive a topped-up salary. When completing the claim, the claim start date will be the date that the employee stopped working for the organisation and started furlough – not the date the decision was made, or when the employee received written confirmation of their furloughed status. Grants will be pro-rata for employees who are furloughed for part of a pay period.

For employees on a salary, employers will claim for 80% of their last pay period prior to March 19th 2020 up to a maximum of £2,500 (gross).

For employees whose pay varies, for example those who work irregular shift patterns or regular overtime – if they employee has been employed for 12 months or more, you can claim the highest of either the same month’s earning from the previous year or their average monthly earnings for the 2019-2020 tax year, up to a maximum of £2,500 (gross).

If the employee has been employed for less than 12 months, claim for 80% of their average monthly earnings since they started work until the date they are furloughed, up to a maximum of £2,500 (gross).

For employees who have been employed for less than one month, work out a pro rata for their earnings so far, and claim for 80% up to a maximum of £2,500 (gross).

You can claim for any regular payments you are obliged to pay employees, such as wages, past overtime, fees, and compulsory commission payments. However, discretionary bonuses, tips, commission payments, and non-cash payments should be excluded.

Claims Process

To make a claim, you will need the following information:

• Your employer PAYE reference number.

• The number of employees being furloughed.

• National Insurance Numbers for the furloughed employees.

• Names of the furloughed employees.

• Payroll/employee number for the furloughed employees (optional).

• Your Unique Taxpayer Reference or Corporation Tax Unique Taxpayer Reference or Company Registration Number.

• The claim period (start and end date).

• The amount being claimed (per the minimum length of furloughing of 3 consecutive weeks).

• The bank account number and sort code receiving the grant payment.

• A contact name.

• A contact phone number

• The total amount you are claiming for.

Note – HMRC retain the right to retrospectively audit all aspects of your claim.

If you have less than 100 furloughed staff, you will be asked to enter the details of each employee you are claiming for directly into the system. If you have 100 or more furloughed staff, you will be asked to upload a file with the information rather than input it directly into the system. You should retain all records and calculations in respect of your claims.

Tax Treatment of the Coronavirus Job Retention Grant

Payments received by a business under the scheme are made to offset deductible revenue costs. They must therefore be included as income in the business’ calculation of its taxable profits for Income Tax and Corporation Tax purposes, in accordance with normal principles. Businesses can deduct employment costs as normal when calculating taxable profits for Income Tax and Corporation Tax purposes.

Michelle concluded: “This is a confusing and difficult time for everyone, business owners, directors, and employees included. You should aim to have regular and clear communication with employees, as much as is practicable, and do your best to answer their questions or refer them to government guidance.”

*Including updates correct as of 4th May 2020. 

On the 20th March 2020, the government introduced the Coronavirus Job Retention Scheme (CJRS) to provide grants to employers to enable them to retain employees despite the effects of COVID-19. Under the Scheme, government will cover 80% of an employee’s salary, up to £2,500 per month. The online claims portal went live on the 20th April 2020, but claims can be backdated to the 1st of March 2020.

In this article, Michelle Tyson, Director of recruitment agency, Tyson Wilson Limited, provides answers to some frequently asked questions about the scheme.

Michelle said: “The coronavirus pandemic is unprecedented and is having significant impacts on businesses across all sectors in the UK. The government have introduced a range of measures to help businesses and employees, one of which is the Coronavirus Job Retention Scheme.”

“Under the Scheme, employees are designated as ‘furloughed’. This is a new term in UK employment law, describing a situation where an employee remains employed – with all associated employment rights – but is not permitted to carry out work or provide services to the employer who has furloughed them. Interpreting guidance based on individual circumstances can be tricky, so we’ve tackled some of the most frequently asked questions to hopefully shed some light on the Scheme’s criteria.”

  1. What period does the Scheme cover?

On the 20th March 2020, the Chancellor announced that the CJRS would cover the period from the 1st of March 2020 to the 31st of May 2020. On the 17th of April 2020, the Chancellor announced that the Scheme would be extended until the 30th of June 2020.

Michelle adds: “Employers can use the Scheme at any time during the period it is open. To be eligible for a claim, an employee must be furloughed for a period of at least 3 weeks. Where an employee is furloughed, taken off furlough, and put back on furlough again – each period of furlough must last for at least 3 weeks to be eligible.”

  1. Who is eligible under the Scheme?

Any employer who has set up a PAYE scheme and notified this to HMRC through a real time information (RTI) submission by the 19th March 2020, and who has a UK bank account, is eligible to make a claim. Any employee who was employed on or before the 19th March 2020 and who was on the employer’s payroll on or before the 19th March 2020 can be claimed for.

Michelle said: “The Scheme is broadly inclusive. Employers can claim for full and part time employees, employees on a fixed term or temporary contract, apprentices, zero-hour contract workers, agency workers, and company directors who are paid – at least in part – through PAYE. In the case of company directors, dividends are not taken into consideration and directors can continue to carry out their statutory duties.”

  1. What can employers claim?

Employers can claim for 80% of an employee’s salary, up to a maximum of £2,500 per month, per employee. For salaried employees who receive the same wage every month, this is a straightforward calculation. However, for employees whose monthly pay varies, employers can claim for either the amount earned in the same month last year, or an average of the employee’s monthly earnings from this year, whichever is highest. The calculation should include any regular payments made that are non-discretionary, such as overtime, fees, commission, and piece rate payments.

In addition, employers can claim for Employer National Insurance Contributions (NICs) and auto-enrolment pension contributions at the minimum rate (3%) for the amounts payable through the Scheme.

Michelle adds: “Employers cannot make deductions from the amount claimed for an employee, for example, as an admin fee. Employees should receive the total amount that has been claimed on their behalf, after normal deductions for things like income tax, employee pension contributions and national insurance contributions, and student loan payments, where applicable. However, employers can choose to ‘top-up’ employee wages to the regular amount but are under no obligation to do so. Where an employer does top-up employee wages, they are also eligible to pay any additional NICs and pension payable for the increased amount.”

  1. Do employers need to prove they cannot otherwise pay employees? 

Michelle explains: “In previous versions of the government guidance, there was uncertainty over whether employers could only furlough workers if they would otherwise have had to make them redundant. The Treasury Direction makes it clear that this is not a requirement.”

The guidance now states that “all employers are eligible to claim under the scheme and the government recognised different businesses will face different impacts from coronavirus”.

In addition, the guidance states that employees who were made redundant or stopped working for their employer after the 28th February 2020 can be re-employed and placed on furlough. This applies even if the person is re-employed after the 19th March 2020, provided they were on payroll on or before the 28th February 2020. Employees who were made redundant or stopped working for their employer after the 19th March 2020 can be re-employed and placed on furlough, provided they were employed and on payroll on or before the 19th March 2020.

  1. How do employers place employees on furlough?

Michelle said: “There is some contradictory advice regarding how the furlough process works. However, employers must always be mindful that employees are placed on furlough in accordance with existing employment law. In addition, being placed on furlough is likely to result in a temporary variation to the Contract of Employment – for example, reduced wages and reduced employer pension contributions.”

“For the avoidance of doubt, employees should agree to be furloughed. Employers should set out the terms of the furlough agreement in writing, including an instruction that the employee is not permitted to work for the company while on furlough. The employee should agree to in writing, which may also take the form of a confirmation email. It has been advised that all documentation relating to the agreement of furlough is kept for at least five years.”

  1. Do employees have to be paid at least the National Minimum Wage when on furlough?

No. For the duration of the furlough period, employees are entitled to 80% of their regular wages up to a maximum of £2,500 per month. It is permissible for this to fall under the National Minimum Wage/National Living Wage/National Apprentice Wage for the duration of the furlough period. However, where an employee undertakes training, they must be paid at least the applicable minimum wage rate for those days.

Michelle explains: “For example, you can furlough an Apprentice on 80% of their usual wage, but for days spent training with the college while on furlough – albeit remotely through online learning – they must be paid at least the relevant national minimum wage for those days.”

  1. How should employers choose who to designate as furloughed? 

Michelle said: “Where employers designate all employees as furloughed, there will be less complication. However, where employers are operating at reduced capacity, they will need to select which employees to furlough. To avoid direct or indirect discrimination, employers should remember that they are bound by employment law and should apply fair selection criteria.”

  1. Can employees undertake voluntary work, or other paid work, while on furlough?

Yes. In the first instance, employees who work for more than one employer can be furloughed by each employer and receive 80% up to a maximum of £2,500 per month from each employer. In addition, employees who have been furloughed can undertake voluntary work, provided they are not providing services for, or earning revenue for, the employer who has furloughed them. Finally, where the Contract of Employment permits it, a furloughed employee may undertake paid work for another company provided they are not providing services for, or earning revenue for, the employer who has furloughed them.

  1. How does furlough interact with annual leave? 

It is important to note that annual leave continues to accrue while an employee is on furlough. In addition, legislation has been amended to allow employees to carry up to 4 weeks of annual leave for the next 2 years. Employees can use annual leave while on furlough without breaking the furlough period, and employers can include annual leave in their claim calculations. However, annual leave during the furlough period should be paid at the employee’s ‘normal rate’, which means employers will need to ‘top-up’ any leave employees take while on furlough.

Michelle warns: “While employers can normally require employees to take annual leave on specific days, such as bank holidays or Christmas closure periods, it is not certain whether employers can require employees to take annual leave during furlough. This issue has not yet been dealt with in guidance.”

  1. Are employers able to proceed with redundancies while employees are furloughed?

Yes. Designating employees as furloughed does not prohibit an employer from continuing with the redundancy process. However, any redundancies will still need to be compliant with employment law.

Michelle adds: “It is worth remembering that in Northern Ireland, employees with one years’ continuous service are protected from unfair dismissal. While redundancy is a potentially fair reason for dismissal, the availability of the CJRS may be a relevant factor in considering whether dismissal was reasonable.”

For more information:

  • A step-by-step guide for employers claiming employee wages through the Coronavirus Job Retention Scheme is available here –
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/881800/Coronavirus_Job_Retention_Scheme_step_by_step_guide_for_employers.pdf

Note – HMRC retain the right to retrospectively audit all aspects of your claim.

Digital transformation has impacted on a wide range of business functions for many years, including the HR function and organisational recruitment strategies and tools. Perhaps ten years ago companies were able to get by with more traditional recruitment methods, but today, some form of digital recruitment integration is usually required.

Michelle Tyson, founder and director of Tyson Wilson Recruitment and Tyson Wilson Temps has been recruiting digitally for a number of years now.

But she is warning companies and recruiters that there’s many things to take into consideration before you can move your operations online.

Michelle said: “When turning some elements, or indeed all, of your recruitment strategy digital, there are a wide range of things to consider, ensuring you build a robust digital recruitment strategy.”

Here are some things Michelle pinpointed:

What is digital recruitment?

Michelle explained: “Digital recruitment isn’t just about posting job vacancies online, though that is part of it. It includes the use of digital technology to assist in the finding, attracting, analysing, selection, and hiring process of candidates.

“Depending on the scale of your organisation’s recruitment needs and the resources available, this could include hosting application forms online, the use of online or digital assessments, holding online interviews using video conferencing software, or even the use of end-to-end recruitment software to manage the whole process.”

Share Relevant Content

Potential candidates are highly likely to search for information about your organisation online.

“You should ensure you have a page on your website dedicated to posting vacancies. In addition, you should consider producing content that will showcase to prospective employees what kind of company you are and why they should want to work there” said Michelle, adding: This content can be shared to blogs and social media, via an email newsletter, and through other partners such as recruitment agencies you use.

Use Social Media

“Social media can be an excellent tool to market your business to current and potential customers” said Michelle.

However, she said it is essential this forms a “key element of any recruitment marketing strategy”.

“In addition to sharing your targeted recruitment content on social media, it can be used to post job vacancies and link to downloadable application forms or bespoke online application processes, with many platforms now having specific jobs posts that are visually distinctive” said Michelle.

Advertise Online

Michelle advised: “Your vacancies should be posted on a range of online platforms such as your company website, social media, and digital job boards. There are a variety of paid and free digital platforms available, so you need to know how to target the type of candidates you’re after and how to keep records of the vacancies you post – remember that all employment legislation still applies, regardless of whether you use traditional or digital recruitment.”

Digital Applications

The first step in going digital is providing a PDF or digital download of an application form that is submitted via email.

“You should still allow for paper-based applications to be submitted, where possible, so you aren’t discriminating against certain age groups or individual skillsets” said Michelle.

“This is particularly important for industry sectors where ICT skills are not a priority and access could be an issue. However, most candidates will welcome an online as opposed to written application process.

“As an alternative to a digital download, you could build a digital application process. These can be bespoke, or through a software package that is specifically for this purpose. Make sure the application process is easy to navigate, that users can save their progress and come back later, and that the system generates a notification to let the candidate know that their application has been received.”

Create A Feedback Loop

Michelle explained: “This simply means asking candidates for feedback on your recruitment process so you can improve it. During, or at the end of, the recruitment process, you could use anonymous online survey software to ask candidates a range of questions about their experience. This needs to be offered to every candidate to ensure the feedback process is continuous and that feedback is as broad as possible.”

Be Consistent

“If your company declares that it is innovative and forward thinking, but still uses a cumbersome paper-based application process and does not acknowledge receipt of applications, the process conflicts with the image your company is trying to portray” said Michelle.

“Reduce cognitive dissonance and increase trust with your candidates by making sure your processes match your brand values.”

For more information email Michelle at info@tysonwilsonrecruitment.co.uk or go to tysonwilsonrecruitment.co.uk

More than a third of Northern Ireland’s workforce occupies key worker jobs, according to figures released by the Office for National Statistics this week.

The figures showed the variations across the UK, Northern Ireland sits at seventh across the UK region with 33.5% of the work force recorded as key workers.

Michelle Tyson of Tyson Wilson Recruitment & Tyson Wilson Temps said the figures mirrored their own experience as a recruitment provider in both the temporary and permanent arena. She said the number of clients requesting key worker roles had increased in a short space of time.

“As we continue to work through these troubling times we are getting a better picture of the amount of people working in key roles,” explained Michelle. “It is interesting that here in Northern Ireland over a third of employees have been defined as key workers”

The top essential jobs here are health and social care, with just over 10%, education and childcare (6.4%) and food and necessary goods (5.8%).

“While traditionally Northern Ireland has an over-dependence on public sector jobs we are seeing that people are wanting to join key worker roles outside of that,” said Michelle. “A report from Money.co.uk showed that Google job searches for those roles rose by 67%.

“The searches for delivery deliver posts rose by 475%, postal workers rose by 371% and care worker by 144%.

“Clearly uncertainty in the job market and increasing unemployment has driven these rises, but it shows how adaptable the Northern Ireland workforce is, and the hunger to obtain good, rewarding jobs.”

The analysis by Money.co.uk looked at the searches for jobs, and revealed that overall searches for key worker roles were up by 164%.

“I am sure that a lot of the increases have been driven by the economic uncertainty,” said Michelle. “But we will be coming out of lockdown, hopefully, within a couple of months.

“There are employers who will be looking for people to start right away.

“From warehouse workers, through to administrative and call centre posts there will be a demand that will need to be met quickly.

“Already we have clients who will be recruiting as soon as the government advice is to do so.

“With that in mind my message to everyone looking to get back to work is to be ready to apply, and in the meantime stay safe, stay at home and be careful.”

Remote interviewing is convenient and cost-effective for employers – reducing transportation costs, speeding up the interviewing process, and allowing companies to more easily interview candidates who are not local. As a result, shortlisting candidates by holding online job interviews via video conferencing software has been steadily increasing in popularity.

More and more employers are making use of tools such as Zoom, Skype, or Microsoft Teams, to hold online interviews, with some companies even carrying out the induction process online for successful applicants. This is particularly common with remote working or flexible roles that allow employees to work from home.

There are lots of articles giving advice to applicants on how to ace an online job interview, but far fewer dishing out advice to employers on how to carry them out effectively. Here are seven top tips if you are an employer considering carrying out remote job interviews:

  1. Avoid Discrimination

If the role requires that the candidate has strong ICT literacy, holding an online interview may not be much of a concern. However, you should be mindful that not everyone has the same digital skillset, and you could end up unintentionally discriminating against individuals if you do not offer an alternative means of interview, such as a telephone interview. It could also be off-putting to some candidates if they are aware that interviews are only being held online, which could reduce the talent pool you have to choose from.

  1. Issue Some Guidance

This should help with the point above. It’s very possible that the candidates you plan to interview will not have had an online job interview before. Why not send a quick one-page guidance document out with the interview confirmation letter or email?

This can include information on what software you will use to host the interview, how long the interview should last, and how many interviewers there will be. You can also include some tips on how the candidate can create an effective interview space at home – such as minimising distractions, using a well-lit location (but not back-lit), using a laptop or desktop device rather than a mobile phone, and even some steps on how they can carry out a trial run to make sure their speakers and microphones are working correctly.

These tips might seem obvious, but job candidates can be nervous and forgetful. This way, you’re giving every opportunity for the interviewee to set themselves up for success.

  1. Set the Scene

You should ensure you follow your own advice from above! Make sure the interviewers are in a distraction-free location, that all the technology has been tested to ensure it works correctly prior to the interviews taking place, and that email notifications, mobile phones, and other devices are turned off or on silent.

  1. Get Rid of ‘What’s Your Greatest Weakness?’

Interview questions should be well thought out and relevant to the role. Focus on asking questions that are related to behaviours or situations and find alternative ways to get the responses you’re after without asking cliched questions that are outdated. Interviewing based on job-related characteristics is becoming increasingly common, with interviewees being set a practical task or problem to solve. This can be more challenging to asses using online interviewing, so consider how you can adapt these questions and tasks to suit the online environment.

  1. Body Language Matters

Remote interviews mean there’s no opportunity to have a handshake, making direct eye contact can be a little more tricky, and you are likely to be less conscious of your body language and posture when not in the same room as the candidate. Speak clearly, use engaging body language, and remember to look at the camera, not at yourself on the screen.

  1. Virtual Culture Pitch

When conducting interviews remotely, candidates won’t be able to get a feel for your organisational culture as they won’t be waiting in reception, chatting with colleagues, getting a tour of your premises, or be able to get a general ‘feeling’ about the company. To compensate for this, you could provide a PDF or video company info pack that includes promotional literature, links to company PDFs, and links to the company website and social media pages. In addition, if remote interviewing is a permanent recruitment method for your company, you could commission a series of short videos that show a ‘day in the life’ of a range of employees, or interview employees on camera about their experiences with the company.

  1. Follow-up and Ask for Feedback

Just as you would with any in-person interview – follow-up with the candidate. Thank them for their time and ask them for any feedback they may have on the remote interviewing process. Finally, let the candidate know whether they have been successful, and if not, include some feedback for them on how they could improve next time.

For more information or to request a call email info@tysonwilsonrecruitment.co.uk or call 07860636486

We all understand the importance of making a good first impression, but when job-hunting your first opportunity comes before the interview.

Every job vacancy advertised will receive multiple applications and having a great CV helps you stand out from the crowd. 

Here are some tips to ensure your CV gives you an advantage from the start:

  1. Make it easy to read

Traditionally, CVs follow a standard format showing personal details, education history, experience and additional skills and achievements which may be relevant to the position you’re applying for and give you an edge over the competition. 

Your potential employer will thank you for keeping it short and to the point. Aim for two pages in length, in a font and size that’s easy to read and ensure you proofread the finished document. 

  1. Make it personal

Directly under your personal details, summarise your key skills and achievements which are relevant for the position you’re applying for and give an overview of who you are and what you can offer the company. 

This personal statement should be reworked for every position you apply for to ensure you’re tailoring the content to make it relatable to the specific job vacancy.

  1. Make the language work for you

Keep the tone of your writing confident and use positive language. Your CV is essentially a sales pitch so use language which sells your abilities and achievements to your potential employer. Think about how your experience can benefit the company and highlight what makes you the best person for the role.  

  1. Make the most of your experience and achievements

For each of your previous positions, give the dates you worked there, the role and company and bullet point your responsibilities and achievements.

While highlighting experience in similar responsibilities is useful, it is more effective to document what you achieved in that role using numbers where possible, such as ‘expanding the customer base by 25% in the first year’, ‘increasing sales by 20% in your first quarter’, ‘successfully achieving funding in excess of £100k’.  

  1. Leave it out

In some countries, a headshot is included in the CV but unless how you look is a key feature in the role then don’t include it.

Giving your age or date of birth was once commonplace on a CV, as was including marital status and number of dependants, however as none of these details are relevant to your ability to do the job leave them off your CV. It’s worth noting that it is illegal for a potential employer to ask for this information under the Equality Act 2010. 

Getting your CV in good shape increases your chances of being called for an interview, so follow these tips to make sure you’re making the most of your skill set and secure that new role today.

If you want assistance on writing your CV or would like to talk to someone about what you should put in it contact Michelle at info@tysonwilsonrecruitment.co.ukor go to tysonwilsonrecruitment.co.uk/jobs

Searching for a new career can be a daunting experience, whether you are a budding school leaver, graduate or experienced professional there are so many options out there. 

Choosing the right career for you based on your skills and interest can be difficult, you want to succeed, enjoy your work and be challenged.

Some of us will find the right career almost immediately and stay in this industry our entire working lives, others will settle in a job and then realise it’s not for us. 

Finding the right career will give you job satisfaction and stop you hopping between companies until you find the perfect fit.

Here are some top tips:

Here And Now

Many people will grow up thinking they want to be a police officer, a writer or a professional footballer and then be left disappointed when those dreams are not realised. Forget the past and think about who you are right now. What do you enjoy and equally as important, what are you good at?

Think about subjects you may have studied or personal interests that you’d like to develop into more than a hobby, Words, numbers, visuals or physical activities, which get you excited? If it’s numbers, would you be satisfied working with numbers everyday? Or is it simply something you are good at but don’t wish to pursue?

Assess Yourself

Online career personality tests are often overlooked, as a tool they can be useful to give you an idea of what jobs might suit you based on your personality and they are definitely worth a try if you are struggling. We wouldn’t recommend applying for every job in the industry that is recommended but certainly offer it some thought.

Learning Is Life Long

Once you’ve found the right career path for you, you are likely to spend a long time researching the field, employers and those who might use the business service or product offered. Before you get to this stage though it is important to research all career paths that interest you. 

Wanting to be a police officer can seem exciting to begin with, before you realise a lot of your time will be spent completing paperwork. If you are a numbers genius and want to go into the accounting field, you may find that your chosen path will involve more cross checking than counting. Really understand the career paths and begin learning about them before you choose one.

Goals Are Vital

When you know what industry you want to set alight as you begin your career it is really important to have goals, both long-term and short-term. Entering into a new company can be daunting and it’s easy to get swept away by the endless training and forget what you’re really there for. You are there to build a career and this begins on day one.

Have a spreadsheet or document which lists your goals, set yourself realistic time-frames and note actions you can take to achieve these. Revisiting these once per week for an overview can ground you again and keep you on track.

Choosing a career does not need to be a minefield, you can make this a little more straightforward by following our 4 tips and remember, if you do find yourself in the wrong industry, don’t wait around forever before starting this process again.

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LinkedIn is a terrific tool for finding a job or, if you’re going into self-employment, finding new clients and marketing yourself. It might appear to have lots of bells and whistles on it, but setting up your profile and then using the platform is more straightforward than you think. This is your beginners guide to setting up a LinkedIn profile.

  1. Join LinkedIn

The first step is to create your account by clicking on ‘Join Now’. You’ll then have to enter a few basic details and confirm your email address once you’ve received an email from LinkedIn. The platform will then import your contacts into LinkedIn so you can start connecting with them and other people.

  1. Upload your profile picture

Your profile picture is your chance to make your first big impression. Recruiters are more likely to notice profiles that have a photo, so don’t leave the photo space blank. The photo should look professional and not be one of you wearing fancy dress or ridiculous clothing or doing anything stupid. No one else but you should be in the shot.

  1. Add a summary headline

Your summary headline gives visitors to your profile a quick snapshot about what you do, so make it crystal clear. Recruiters are busy people and don’t want to waste time trying to decipher what you do. Take this chance to make your profile stand out from the crowd with a clear, attention-grabbing headline.

  1. Customise your URL

This is a neat little trick. Go to ‘Edit public profile & URL’ and you can edit your URL to make it look more professional, rather than leave it as a long chain of random, untidy-looking numbers. After your name, you could include a very brief description of your role e.g. ‘consultant’ or ‘engineer’.

  1. Fill in the About Section

Your ‘About’ section gives you the chance to go into greater depth about what you can do and what you can offer. Tell people about yourself and some of the things you’ve achieved in your career and (maybe) what you’re looking for now.

  1. Add Experiences

This is where you need to add details of your past job roles. It’s as simple as clicking the “+” icon to the right of the section and filling in the details required. Here you can add details of your previous employers, the dates you worked for them, your responsibilities and anything else you wish to highlight. Make these relevant to the role you’re seeking.

  1. Add Education

This section is short and sweet. You simply add in details of your education so that recruiters can see what your level of education is and how it might fit in with any roles for which they’re recruiting.

  1. Add Skills

Employers look for certain skills, so you should make the most of the Skills option to add any relevant skills you have e.g. coding, project management, Photoshop or anything else that might help you land a role. The ‘Skills’ section gives potential employers a quick list of your skills so they can shortlist you for a role.

  1. Ask for recommendations

If you’ve worked with someone successfully, ask them to write a recommendation for you on LinkedIn. You can then approve it and publish it on your profile. It’s like a testimonial, only it’s on your profile rather than on your website. If you’re running your own business, it’s an especially handy feature of LinkedIn that can help you generate more business.

LinkedIn is a superb platform for finding a job and you’ll find lots of recruiters approach you directly through the platform. Anyone who wants to find a job should create a profile. It will be one of the best things you’ll ever do for their career.

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