Grant is an expert in the recruitment of operational, quality and manufacturing professionals within the automotive sector, supporting OEMs, SMEs, tier 1 and tier 2 suppliers.
Working on a contingency or retained basis, he has successfully recruited for companies based in the UK, Europe and Middle East, ranging from graduate to senior management and executive level appointments.
He is BA (Hons) Business Management qualified and has specialised in technical recruitment for over 15 years, delivering the highest calibre recruitment service.
Both clients and candidates benefit from his technical understanding, sector knowledge and his consultative approach; gaining an in-depth understanding of their needs and adopting a working partnership to form long-standing relationships.
Project Quality Manager Vehicle Manufacturing Telford To £60,000 + package Can you offer experience within the UK Defence sector or other highly regulated Industries? Have you the ability to manage all quality activities on programmes, being responsible for managing a team of Project Quality Personnel - accounting for their performance within the programme? This Project Quality Manager role is a unique opportunity to become part of the team developing, integrating and testing the latest addition to the UK's Military vehicle fleet. You will become a key part of the programme delivery team, leading and executing your own technical area to enable the successful delivery of the programme. Key responsibilities for this Project Quality Manager role will include: · the delivery of the quality related project milestones and contributing in the delivery of customer-related programme milestones within the Demonstration Phase . · leading the customer-facing quality team, with responsibility for all quality related work package content . · developing a Project Quality culture - Right First Time in everything we do underpinned by a personal commitment from all team members. · contributing to procurement activities throughout the programme, working alongside the Supplier Quality Assurance team to ensure the effective implementation of standards and quality processes within the supply chain. · setting clear and common goals for all team members and hold Project Quality Engineers to account for performance in their respective areas . · implementing and supporting the development of sound quality management principles and behaviours throughout the programme team . · providing leadership across the project quality team . · implementing predictive performance measures within the programme . · the provision of accurate relevant data, identify areas of weakness and recommending and implementing improvements. · managing, supporting, negotiating with, and appropriately challenging the customer to ensure the successful achievement of project milestones . · contributing in customer milestone reviews and key working groups to delivery successful outcomes . · contributing to Engineering activities in the development of process parameters and criteria to ensure supplier process capability is effective to meet product and process requirements . Key desires for this person will include; proven experience in Quality Management and leading multi-functional team delivering major programmes. strong leadership skills and experience in managing senior stakeholders within the UK defence environment and particularly across Army and DE&S degree qualified in an appropriate technical discipline or equivalent experience. extensive knowledge of Defence industry or other highly regulated industry and ISO 9001/ EN9100 standards If keen to learn more please contact email@example.com Your CV will be forwarded to Jonathan Lee Recruitment, a leading engineering and manufacturing recruitment consultancy established in 1978. The services advertised by Jonathan Lee Recruitment are those of an Employment Agency.Permanent / Telford
Vehicle Quality Inspector 6 Month Contract Based in Solihull An exciting opportunity to work for one of the most iconic and exciting British motoring brands, driving excellence across their range of products. We are looking for an experienced Vehicle Quality Inspector to join a busy Quality team and support in key inspection, measurement and recording activities. Weekend overtime will be required occasionally to meet business requirements. Key responsibilities of this Vehicle Quality Inspector role will include: Inspection of built vehicles against stringent quality standards Checking for build cosmetic defects including assembly, paint, carbon fibre, polished aluminium and profile defects Working in-line with a detailed process, adhering to a set takt time Recording defects in a defect register Updating build logs Confirming re-work is completed to the required standard Conducting functional assessments Interpreting vehicle legislative standards and ensuring build compliance Desires: Automotive vehicle inspection experience is essential for this requirement A motorbike licence is preferable but not essential Interviews are taking place this week so if keen to learn more please don't hesitate to contact firstname.lastname@example.org Your CV will be forwarded to Jonathan Lee Recruitment, a leading engineering and manufacturing recruitment consultancy established in 1978. The services advertised by Jonathan Lee Contracts are those of an Employment Business.Contract / Solihull
SHEQ Compliance Officer 18 month fixed term contract Walsall Manufacturing and Logistics Can you offer NEBOSH qualification in Occupational Health & Safety / Environmental Management? Can you offer experience in an Engineering environment that incorporates waste management and compliance with ADR regulations? Have you managed ISO9001/14001 and 45001 accreditations? This SHEQ Compliance Officer role will work closely with the Site Operations Manager and his team, providing expertise to ensure the continued integrity, professionalism and effectiveness of a comprehensive quality, health and safety department. You will join part of a global organisation leading the way in hazardous goods collection and recycling. Key Responsibilities of this SHEQ Compliance Officer post will include; To prepare and maintain management systems in line with compliance obligations and accreditations, 14001, 9001 & 45001 (including legal compliance registers, non-conformances, customer complaints, risk and opportunities, management review meetings, completing surveillance and accreditation audits etc). Conducting all risk assessment applicable - highlighting the areas of potential risk that you must reduce alongside relevant departmental manager. To conduct frequent safety, environmental and quality inspection and checks including completed Safe and Unsafe Act discussion and site safety tours. To provide customer on-site risk assessments and method statement for all employees attending customers sites for lithium assessments and packing. Leading by example and promote a positive health and safety culture. Preparing and undertaking internal audits and aspects relating to compliance of the Quality management system (ISO 9001), Environmental management system (ISO 14001) and the health and Safety management system (ISO 45001) Making sure the organisation remain compliant within all aspects of legislation and in line with the company's accreditations. Maintaining the effective management systems for the business and processes of the company by ensuring the systems and processes are compliant with the health and safety, quality, and environmental requirements of the business. Maintaining internal document control (register), which include all internal forms, risk assessments and COSHH data sheet. The identification of Environmental aspects and impacts, the review of the aspects and impacts register and impacts scores. Identifying, pursuing and documenting the effective closeout of required corrective and preventative actions resulting from environmental incidents and complaints, internal and external audits, and assessments, including those of shareholders and regulators. To manage, monitor and arrange the Occupational Health - Hearing Tests & blood lead testing. Managing, monitoring and arranging environmental hygiene testing. Completing Duty of Care audits with hosting customers/suppliers on site. To submit annual report to the Environment Agency in compliance with Sites EnvSubmit. approval for SEPA Waste Exemption Due July 2022. Environmental Permit, e.g., Annual Energy Consumption etc. In addition to a competitive salary this SHEQ Compliance Officer role will offer a performance based bonus, pension scheme, death in service and 25 days holiday + bank holidays. If keen to learn more please contact email@example.com Your CV will be forwarded to Jonathan Lee Recruitment, a leading engineering and manufacturing recruitment consultancy established in 1978. The services advertised by Jonathan Lee Recruitment are those of an Employment Agency.Permanent / Darlaston
Supplier Quality Manager Wolverhampton Manufacturing To £53,000 + package Are you a Supplier Quality Manager confident in establishing, maintaining and executing the supplier quality system, governing supplier selection, supplier qualification and supplier metrics? You will drive continuous design and process related improvements with externally sourced suppliers, implement processes for identifying suppliers for strategic development and develop a system for the continuous development of suppliers. Key responsibilities for this Supplier Quality Manager role will include; To ensure new factored products follow appropriate approval processes To define and maintain inspection standards and schedules for all factored product Providing feedback and manage issues with suppliers & colleagues to a conclusion that protects customer and working with Purchase Dept to recover costs where possible Managing supplier improvement process by using direct contact and EMEA Asia Sourcing Office Ensuring that all quality activity is monitored and co-ordinated in an effective manner Taking active involvement in NPI process to ensure lessons learned from previous launches are built on and that gateway process is correctly adhered to Reporting on supplier performance and drive structured improvement activity To develop and maintain quality management system for all overseas factored product Actively support NPI process from a quality perspective on all factored product Hold regular structured reviews on quality performance and improvement with key suppliers and colleagues alike To manage all supplier concerns and returns in a timely, cost-controlled manner Recover consequential costs eg: inspection, site work from the supplier of a poor quality product Report on a routine basis performance trends (KPIs) and areas for improvement with key suppliers Arrange and conduct supplier audits Day to day of the management of the QA teams based at other sites In addition to a proven track record in driving improvement, extensive experience in dealing with an international supply base and extensive experience in dealing with certification bodies and maintaining ISO9001 accreditation, this Supplier Quality Manager role will also require; Excellent communication and interpersonal skills, particular focus on working with international partners Customer Focus Structured Problem Solving (8D, 5 Why, Design of Experiments, etc.) Experience in creating and using PPAPs Continuous Improvement Planning and Organisation Design and development of inspection standards and procedures Internal Auditor for ISO9001:2015 Understanding of REACH and RoHS compliance Ability to gather, analyse and report on key Quality data/statistics Knowledge of Microsoft packages; Outlook, Word, Excel (Pivot analysis, etc.), PowerPoint Data analysis driven If keen to learn more please don't hesitate to contact Grant Nisbet at firstname.lastname@example.org Your CV will be forwarded to Jonathan Lee Recruitment, a leading engineering and manufacturing recruitment consultancy established in 1978. The services advertised by Jonathan Lee Recruitment are those of an Employment Agency.Permanent / Willenhall
QSHE Manager Cheltenham Manufacturing To £50,000 + package Are you a structured problem solver who is NEBOSH certified and an ISO14001/9001 Auditor? Have you proven experience within Quality, Health, Safety and Environmental management in a factory based environment using measuring equipment? This QSHE Manager will play a key role in advising and driving the business in all matters QSHE; building, managing and maintaining standards, processes, communications, training, systems and practices. The role will demand a high degree of working with the shop floor and coaching the wider operations team to ensure effective communication and understanding of policy adherence and risk and method assessment completion. You will be required to compile a structured approach to HSE training, quality system guidance and hands on technical support. Other areas of responsibility will include; The developing and maintaining of a SHEQ documented management system, conforming to external standards and best practices including ISO and other requirements. To establish and maintain a contractor / supplier management system in order to effectively manage risk associated with their undertakings. Being able to manage all aspects of environmental management including waste streams, ISO certification, permit requirements and pollution control. To ensure all required inspections are undertaken and maintained including fire risk assessment, Legionella and all other thorough examinations required on site. Participating in and leading HSE meetings in coordination with the leadership team on site with a view to monitor and improve HSE performance on site. To liaise and work with the Group HSE Manager & Group Quality Manager to develop and roll out SHEQ programmes. To be a key facilitator and encourage continual improvement on site in regards to SHEQ provision To ensure that external customer concerns are dealt with in a prompt, effective manner Directing contact with customer on quality related issues To deliver tangible improvements to both product and process quality. Report on agreed KPI's, issue to site leadership team and Group Quality Manager on a routine, timely basis Quality & Environmental input to New Product Introduction If a role with extensive customer exposure, undertaking and participating in Audits and being a key driver of activities and behaviours on site is for you, please don't hesitate to contact Grant Nisbet on email@example.com for further detail. NEBOSH Diploma and IEMA Environmental Certificate desirable. Your CV will be forwarded to Jonathan Lee Recruitment, a leading engineering and manufacturing recruitment consultancy established in 1978. The services advertised by Jonathan Lee Recruitment are those of an Employment Agency.Permanent / Cheltenham
As you are no doubt aware by now, the implementation of the new rules for off-payroll workers in the private sector (IR35) was deferred for the second time last April due to the pandemic. The changes will now come into effect from April 2021. With the pandemic still creating huge challenges for business, it is possible that IR35 has slipped off the radar for some end-client contract users. There is no indication from the Government that the implementation will be deferred again this year and so it’s critical that companies and contractors alike are prepared for the change. We thought it would be useful to give you a quick refresher. WHAT IS IR35? The Intermediaries Legislation known as IR35 has been around since 2000. Its aim, when introduced, was to remove the tax advantages of providing services via a Limited Company for individuals who are not truly in business on their own account. The rules sought to identify 'disguised employees'; those whose working practices had the features of traditional employees rather than those working on their own account. 2017 CHANGES The application of IR35 in practice has, according to successive governments, failed to crackdown on this so called 'disguised employment' and they consider many Limited Company owners continue to operate illegitimately outside the rules. In response to this avoidance new 'off-payroll' rules were implemented in the public sector in April 2017 and this will extend to the private sector from April 2021. DETERMINING IR35 STATUS The end user (client) will now be responsible for determining the employment status of all off-payroll/contract workers for their organisation. This includes all PSC contractors. HMRC will require that the end user produces evidence of their determination for each and every contractor in the form of a Status Determination Statement (SDS). The legislation prescribes that the end user will be required to share the SDS with all parties in the contractual chain, including the PSC contractor. In theory, this should rule out blanket determinations of inside IR35 by end users as the SDS will be considered to be invalid if it is later found that the end user has failed to take reasonable care in preparing, assessing and agreeing the determination. Where the client deemed a contractor to be inside IR35 then the client or the employment intermediary (through which the contractor is engaged if there is one) must apply statutory deductions i.e. tax and NIC from the contractor’s pay and also pay Employer’s NIC as if the contractor were a traditional employee of the client. RIGHT OF APPEAL The contractor will have the right to appeal. By allowing the contractor a voice in the determination process, it is hoped that the number of disputes will be kept to a minimum. The legislation makes statutory provision for the contractor to appeal any determination made, with the end client being responsible to respond within 45 days of the appeal. Where an appeal is successful, a new SDS must be furnished by the end user. TAX LIABILITY HMRC has confirmed that the first agency in the supply chain “has enough visibility of the labour supply chain to influence compliance” and also that the end user/client can influence compliance through careful selection of the suppliers and agencies that they engage with. The latest consultation position will therefore hold; liability can transfer up the supply chain as far as the end client if HMRC is unable to collect from the first agency. HMRC has indicated that further guidance will be provided on circumstances where unpaid liabilities are not transferable up the supply chain. EXEMPTIONS HMRC has also confirmed that small businesses, as determined in sections 382/383 of the Companies Act 2006, will be exempt from the new IR35 rules where they are the end user. WORKING WITH YOU ON IR35 CHANGES At Jonathan Lee, we pride ourselves on working closely with our clients and contractors, and this will continue throughout the implementation of the changes to IR35. If you have any questions about IR35 and its impact on you as either a client or a contractor of Jonathan Lee, please feel free to either email me or give me a call on 01384 446115. You can download our handy guide to IR35 here.Grant Nisbet
One thing is clear, business is not as usual.Grant Nisbet
HMRC has today announced, ahead of the formal publication of the review into the implementation of changes to the off-payroll working rules (IR35), that the rules will now apply only to payments made for services provided on or after 6th April 2020. This is a significant change to the original guidelines which stated that IR35 would be applied to any payments made on or after 6 April 2020, irrespective of when the services were carried out and is likely to be welcome news to both contractors, end-clients and recruitment businesses, making it easier to ensure the rules are implemented correctly. The updated guidance can be found in the Employment Status Manual or by clicking here. Contact our team, visit our IR35 hub here, download our eGuide or call me on 01384 446115 to discuss how the changes will affect you.Grant Nisbet
Last week saw the Government launch the promised review into new off-payroll working rules, IR35, that will be in effect from April 2020. Financial Secretary to the Treasury Jesse Norman said: “We recognise that concerns have been raised about the forthcoming reforms to the off-payroll working rules. The purpose of this consultation is to make sure that the implementation of these changes in April is as smooth as possible.” Many were hoping that the review, first announced by Sajid Javid in November 2019, would mean a delay to the IR35 changes, and some were hoping the planned changes would be scrapped altogether. What is clear from last week’s statement is that whilst the review will take on the opinions and information from those individuals and businesses who will be affected and will aim to address any concerns raised, the implementation of the changes will go ahead as planned on 6 April 2020. LIP SERVICE In line with the public sector changes made in April 2017, the new rules will mean that the end user (client) will be responsible for determining the employment status of all off-payroll/contract workers for their organisation. This includes all PSC contractors. HMRC will require that the end user produces evidence of their determination for each and every contractor in the form of a Status Determination Statement (SDS). The entity which pays the contractor will now be required to apply the appropriate tax deductions before payment. The petition requesting a repeal to the changes garnered more than 30,000 signatures, but was eventually rejected in November 2019. The review that has just been announced seems, to many, to have been a ploy to win votes rather than being a meaningful and effective part of a consultation process. Julia Kermode, Chief Executive of The Freelancer & Contractor Services Association (FCSA), commented: “This seems to be another meaningless review from a Government who seems intent on bulldozing ahead with its plans anyway. They are expecting the review to be completed by mid-February which is simply not long enough to consider the deeply complex range of issues that the off-payroll legislation is throwing up.” WHAT HAPPENS NOW? The Government review is due to be completed by the end of February 2020 and aims to identify how to best implement the reforms, with a separate review undertaken to assess the levels of support that will be required to minimise impact on the self-employed, who are not subject to IR35. The review will take the form of a series of roundtable events with representatives from both the contractor community and medium to large-sized businesses who utilise flexible workforces. There is also a commitment from the Government to evaluate the recently updated Check Employment Status for Tax (CEST) tool. Whilst it can be taken as a positive that the review is actually taking place and will be concluded before the date that the legislation comes into effect, it seems that it will hold little hope of any wider changes. Our position with our clients and contractors is not to bury their heads in the sand, and if they haven’t already, to start preparing for the changes immediately. For further information, visit our IR35 hub here, download our eGuide or call me on 01384 446115 to discuss how the changes will affect you.Grant Nisbet
An interesting blog on the latest on IR35 from our partner, Liberty Bishop. Buried away on page 103 of NHS Digital’s Annual Report and Accounts is the admission that NHSD has been levied with a £4.3m fine (including penalties and interest) in relation to incorrect IR35 determinations made between April 2017 and December 2018. What’s most disturbing about all of this is not so much the fine itself, but rather that fact that between the dates in question NHSD were actually using HMRC’s CEST tool to make their assessments. As the report confirms: “Up to December 2018, we assessed all contractors using the toolkit supplied by HMRC”. Since January 2019, NHSD have stopped relying on the CEST tool and instead make an initial determination themselves (which may or may not be based on CEST – the report is not clear on this point), but that crucially now involves a back-up review by an external provider if their initial internal review suggests outside of IR35 status. This episode should act as a stark warning to all those private businesses faced with the prospect of making IR35 determinations when off-payroll goes live in the private sector in April 2020. You might be tempted to use CEST as it’s the most well-known tool on the market. After all, why would the uninitiated layperson think to question the integrity of the taxman’s own tool when it comes to determining what taxes are due?! As is often the case, however, a bit of digging and things are not always as clear-cut as they first appear. So what can we deduce from this unfortunate incident? It seems to us that we can draw the following conclusions: The HMRC “toolkit” is either flawed in terms of its ability to make determinations, or else it’s not particularly clear on how it should be deployed or what other due diligence end-user clients should be carrying out to shore-up a CEST result. The obvious limitation of CEST in regards to the former is its appreciation of “Mutuality of Obligation” which is fundamentally at odds with established case law. It is worth pointing out that CEST does not encompass any form of contract review into its decision-making process. This leaves open the possibility of CEST reaching a determination that wouldn’t have been reached if a more thorough investigation of both working practices and contractual terms had been carried out. In practice, HMRC will not necessarily stand by their tool, because they always have the ability to say “we’ll challenge our tool result if we believe you’ve arrived at that result due to the way that you’ve improperly used the tool” which is to basically say that they’ll stand by their tool result as long as they agree with the tool result! Insuring yourself & your supply chain is an absolute necessity. Needless to say, IR35 insurers will not go near insuring a CEST determination for precisely the reasons outlined in conclusion 1, above. It is vital therefore that if you feel compelled to use CEST, that you do as NHSD are now doing and back this up with a more thorough (and insurable!) process. About Assure… Many people are struggling to fully grasp the implications of the impending changes to IR35 and are understandably anxious to avoid the penalties for making an incorrect determination. Jonathan Lee can work with you to ensure that you not only understand how to make a correct determination and what the implications of the key questions are for both you and the contractor, but also to offer a solution that is underwritten by insurance to give you peace of mind. What is it? Assure is an IR35 status determination assessment tool that provides a definitive, accurate assessment. It is also underwritten by insurance to mitigate your risk. The tool also satisfies Status Determination Statement (SDS) requirements to evidence determination and share the SDS with all parties in the contractual chain. It better aligns to established case law than the HMRC tool (known as CEST – Check Employment Status for Tax) meaning that it produces more realistic results. Why use it? Avoid HMRC penalties Underwritten by insurance Satisfies Status Determination Statement (SDS) Quick and easy to implementGrant Nisbet
There is a recurring theme I encounter when speaking to my clients; economic uncertainty is increasing the pressure to reduce costs, with hirers considering all options before investing and growing their workforce. Recent findings from Santander’s Spring 2019 Trade Barometer support this, with many businesses scaling back on investment plans. The same report also highlights that attracting and retaining skilled staff also remains a significant worry for UK businesses, with 55% saying this will be one of the most important drivers of growth over the next three years. It leaves many employers in a conundrum; how do we balance the need to hire the requisite skill-sets vital for business growth against the risks associated with a permanent hire? Whilst many employers say they will invest if they can find the right person, they do not know how to improve their chances of hiring someone that will be successful and add value to them in the long term. There is a simple way that can help employers to test the water and build confidence in their hiring decisions. Temp to perm is a route that businesses should consider, particularly when the vacant role is critical to business success. Many employers regularly use contract or temporary staff to cover peaks in workload or for short to medium-term projects, but perhaps haven’t considered temp to perm as part of a wider talent acquisition strategy. The norm for a candidate going temp to perm is to firstly undertake the role for a short temporary period. Should all go well, the temporary position will turn into a permanent role at the end of the assigned period, normally no more than 3 months. If either party becomes unhappy during the temporary period, it is much easier to part ways and quickly terminate the contract. It is also likely that during the temporary period, the candidate will be paid via a third party which saves both the administration burden for the employer and reduces the employment costs (such as paid vacation, paid sick leave or other paid time off, pension, medical and dental benefits). In addition to this, there are a number of benefits to exploring temp to perm when employing new employees; Time saved: The right recruitment partner will have access to a broad network of relevant candidates, many of these can be available at short notice and are happy to work on a temp to perm basis Try before you buy: This route will enable you to see what a candidate can offer to the business prior to you making any long-term commitment. You will also be able to see how they fit with your business culture Commitment: The knowledge of there being a temp to perm opportunity is a good way of ensuring that a candidate will treat the period as a probation period and can often ensure greater commitment to the role Referencing: Candidates working on a temporary or contract basis will often come armed with references, speeding the turnaround of the recruitment process and removing the delay involved in obtaining references from previous employers AVoiding a recruitment freeze: Flexible resource is a great way to overcome short term business restrictions. If there is a hold on hiring permanent staff, it can give both HR and Line Managers the opportunity to benefit from the skills they need on a temporary basis ensuring business delivery is not compromised, whilst introducing and training a new team member before offering a permanent contract, once the freeze is lifted To make temp to perm hiring successful there are a few best practices employers should implement; Treat contract/temporary workers as part of the team and make introductions to key stakeholders/team members they will be interacting with on a regular basis. If the role is complex, it can be helpful to assign a mentor that a new temp to perm candidate can turn to for guidance and assistance Be clear about what the workers role and responsibilities will be and how they fit into the bigger picture. Set clear expectations about the quality and quantity of work. It is also important to provide the same training and resources as you would any other permanent member of staff to enable them to perform their duties to the best of their ability Spend time evaluating not only how the temp to perm perform assigned tasks but also how well they integrate with your existing team. Cultural fit is a critical component to long term success CONTACT US If you would like to learn more about the temp to perm route and how it could benefit your business, please don’t hesitate to get in touch with me on 01384 446115 or drop me an email.Grant Nisbet
Struggling to find the right permanent employee? Many businesses want and need the stability that a permanent workforce offers, it can be costly and limiting to ignore the value of contractors to a business. When there is short-term work to be done or expert skills are needed for a finite period, using a contractor can offer great advantages – I have listed seven benefits of hiring a contractor below: 7 benefits of hiring a contractor: 1. Ease of separation - In these times of political and economic uncertainty, you might not want to commit to taking on a permanent member of staff, with a contractor you have the ability to access the skills you need without the long term commitment. 2. cost savings – The overheads for contractors are lower - there are no PAYE or National Insurance contributions to administer. 3. flexibility - You can specify the type, duration working hours and scope that you need to get the job done. A contractor can help where you have seasonal peaks and troughs too. 4. specialist skills for project work - You can use a contractor for one-off jobs or projects, to manage change, for fast turnaround or for jobs requiring specialist expertise (including skill-sets needed to plan and implement disruptive technologies). 5. ease workload for permAnEnt staff members - Using contractors enables your permanent staff to concentrate on the core business activities. 6. start at short notice - It's usually much quicker to get a contractor onboard and working effectively even when you are looking for a large number of people. 7. temporary COVER - A permanent staff member out of the business due to sickness, sabbatical or maternity leave? A contractor is a great way of keeping the wheels turning in their absence. how do i find a contractor for my business? Many contractors that work within the manufacturing, engineering and technical sectors find out about roles through specialist contract recruitment companies that advertise specific roles. should i use a speciAlist contract recruitment company? Businesses will often choose to take on contractors via a reputable recruitment business (rather than direct) because they lack the time, resources and expertise (of contracting) to recruit effectively. The legal framework surrounding contracting is also quite different to permanent. A reputable recruitment business will be ISO accredited and members of relevant professional bodies; for example, the REC (Recruitment and Employment Confederation) and will have robust contractual documentation processes which clearly defines the relationships and responsibilities of all parties up and down the supply chain. They also operate a strict compliance audit process that protects all parties and meets the legal obligations and requirements of HMRC etc. Many contractors also choose to work through trusted recruitment businesses in their industry because of their experience of working with contractors (often recommended by fellow contractors). These recruitment businesses offer value added support and advice as part of the service. reliance on contractors One thing is for certain; the UK economy has and always will rely on the flexibility and skills that a contingent workforce provides. Understanding the advantages of hiring a contractor vs a permanent team member will provide business leaders with the best chance of addressing their skills needs. contact us If you would like to discuss how contracting could help your business, call 01384 446115 or email me.Grant Nisbet
In this candidate-led market, when a valued employee intends to move on, it's no surprise that many employers consider making a counter offer in order to retain their services. But how do you decide whether making a counter offer is the right thing to do?Grant Nisbet
Whether it's the autonomy, flexible working or the opportunity to work on a variety of interesting projects, there is no doubt that becoming a contractor has its benefits. For employers, having access to a flexible workforce offers two main benefits; access to scarce skill-sets and lowering the financial and legal risks associated with permanent hires. Could contracting help make Industry 4.0 a reality? The dynamic and fast-changing technological landscape makes the contract or interim option especially attractive as companies plan for uncertainty. For businesses looking to implement 4th industrial revolution (4IR) technologies, the use of contractors affords them flexibility to take on specialists, providing expert guidance and advice throughout the implementation stages. This can not only help futureproof a business, but also negate the need to hire permanent staff for a 12 to 18 month project. Specialist contracts team Working on a contract basis brings its own complexities. To help guide both our clients and candidates, we have a dedicated contracts team. Our consultants are made up of experienced functional specialists covering product development, manufacturing, operations and maintenance, finance, supply chain, purchasing, logistics and HR, with assignments across a range of industry sectors. They support, advise and service our contractors to allow them to be able to focus their assignment, while our robust contract documentation process clearly defines the relationships and responsibilities of all parties up and down the supply chain. Our team seeks to identify the most appropriate solution to meet both candidate and client needs, ranging from multi-national corporate blue chips to SMEs. Get in touch with me or one of our team members to see how contracting can bridge your skills gap (photo, left to right): Emma Evans, Malcolm Collins, Kate Stevens, Stephanie Willetts, Sarah Davies, Sarah Gilbert, Lynsey Parker, Lois Weston, Grant Nisbet, Tim Parkes, James Tilley, Jessica Williams, Tom Noott and Rachel Meacham. Find out more about contracting: jonlee.co.uk/contractorsGrant Nisbet
If you are thinking about a career in the automotive or motorsport sector, then be certain to attend the MIA Motorsport & Automotive Jobs Fair taking place on Thursday 5th October between 13.00pm - 19.00pm at Silverstone Circuit.Grant Nisbet
When a valued employee hands in their notice, it is often tempting for an employer to counter offer to keep them with the business - but is it really the right thing to do? Grant Nisbet, Lead Consultant for Jonathan Lee Recruitment’s Manufacturing & Commercial Division, discusses the potential pitfalls of the counter offer. The war for talent is a reality in the manufacturing sector today, with highly skilled people in constant demand. So when a valued employee is tempted to move on, it's no surprise that many employers consider making a counter offer in order to retain their services. But how do you decide whether making a counter offer is the right thing to do? There are a number of things all employers should consider in this scenario.Grant Nisbet